natgillin/translations-raw huggingface dataset:
o lobbying and advocacy, o transparency, o anti-harassment, o enforcement mechanisms. 
o lobiranje in zastopanje interesov, o preglednost, o boj proti nadlegovanju, o mehanizme za izvrševanje.
12 As well as setting out the required conduct of both staff and Members, the legal framework provides tools and procedures for detecting and addressing any deviation from such standards, thus helping to ensure that legal ethical requirements are being adhered to. 
12 V pravnem okviru so določeni zahtevano ravnanje uslužbencev in članov ali poslancev ter tudi orodja in postopki za odkrivanje in obravnavo morebitnih odstopanj od teh standardov, s čimer se pripomore k zagotovitvi upoštevanja pravnih etičnih zahtev.
For the purposes of this audit, “ethical framework” refers firstly to ethical legal requirements, and secondly to procedures, enforcement tools, guidance and communication that help to ensure that legal requirements are adhered to. 
Za namene te revizije se pojem etični okvir nanaša na etične pravne zahteve ter tudi na postopke, orodja za izvrševanje, smernice in komuniciranje, ki pripomorejo k zagotovitvi upoštevanja pravnih zahtev.
13 There is a growing recognition of the importance of the “soft”, cultural aspects of ethics, which are seen often as a more efficient way of achieving high ethical standards. 
13 Vse bolj se priznava pomen „mehkih”, kulturnih vidikov etike, ki pogosto veljajo za učinkovitejši način za dosego visokih etičnih standardov.
These elements are: o promotion of ethical culture; o integrity leadership; o appraisal system that supports accountability and ethical behaviour; o support of an open organisational culture. 11 
Ti elementi so: o spodbujanje etične kulture, o vodenje kot vzor integritete, o sistem ocenjevanja, ki podpira odgovornosti in etično vedenje, o podpora odprte organizacijske kulture. 11
Audit scope and approach 14 We assessed whether the ethical frameworks of audited EU institutions were well established. 
Obseg revizije in revizijski pristop 14 Sodišče je ocenilo, ali so etični okviri revidiranih institucij EU dobro uveljavljeni.
Our audit covered all the levels of staff and Members of the following institutions: the European Parliament (Parliament), the Council of the European Union and the European Council (Council) and the Commission. 
V revizijo so bile zajete vse ravni uslužbencev in članov ali poslancev naslednjih institucij: Evropskega parlamenta (Parlament), Sveta Evropske unije in Evropskega sveta (Svet) ter Komisije.
15 This is the first time that the Court audited the ethical frameworks of the Parliament, of the Council and of the Commission. 
15 Sodišče je tokrat prvič revidiralo etične okvire Parlamenta, Sveta in Komisije.
This audit is in line with the Court’s 2018-2020 strategic goal to contribute to fostering trust in the EU. 
Ta revizija je v skladu s strateškim ciljem Sodišča za obdobje 2018–2020 – spodbujati zaupanje v EU.
The Parliament, the Council and the Commission have been selected as they are the three main EU institutions involved in making EU legislation and have a significant number of staff. 
Parlament, Svet in Komisija so bili izbrani zato, ker so tri glavne institucije EU, ki sodelujejo pri pripravi zakonodaje EU in imajo veliko uslužbencev.
Analysing their ethical framework provides best opportunities for comparative analysis. 
Z analizo njihovih etičnih okvirov je najlaže izvesti primerjalno analizo.
16 To assess whether the ethical frameworks of the Parliament, Council and Commission were established well, we: (i) examined these institutions’ legal ethical requirements for staff and Members, and their procedures for enforcing them; and (ii) assessed awareness of the ethical framework among staff of the audited. We did not look at how the ethical frameworks had been implemented. 
16 Da bi Sodišče ocenilo, ali so etični okviri Parlamenta, Sveta in Komisije dobro uveljavljeni, je: (i) preučilo pravne etične zahteve teh institucij za uslužbence in člane ali poslance ter postopke za njihovo izvrševanje; (ii) ocenilo, koliko uslužbenci revidiranih institucij poznajo etični okvir.
17 For the Commission, the largest institution, we gained an understanding of the general requirements and procedures in place from the DG of the Human Resources and Security (DG HR). 
17 Na Komisiji, ki je največja institucija, je Sodišče z veljavnimi splošnimi zahtevami in postopki seznanil Generalni direktorat za človeške vire in varnost (GD HR).
We focused on the specific rules applicable within the following DGs managing a significant share of EU budget or having an important role in proposing or monitoring the application of EU law: Agricultural and Rural Development (DG AGRI), Competition (DG COMP), Energy (DG ENER), Research and Innovation (DG RTD) and Secretariat-General (SG). 
Sodišče se je osredotočilo na specifična pravila, ki se uporabljajo v generalnih direktoratih, ki upravljajo pomemben delež proračunskih sredstev EU ali imajo pomembno vlogo pri pripravi predlogov za zakonodajne akte EU ali spremljanju njihove uporabe. To so: Generalni direktorat za kmetijstvo in razvoj podeželja (GD AGRI), Generalni direktorat za konkurenco (GD COMP), Generalni direktorat za energetiko (GD ENER), Generalni direktorat za raziskave in inovacije (GD RTD) in Generalni sekretariat.
18 For the audited institutions, we assessed in particular the requirements and procedures for the issues set out below: o gifts and entertainment (see Annex I — Part A), o outside activities or assignments (see Annex I — Part B), o Conflict of Interest (CoI) upon recruitment, ad-hoc CoI and CoI in relation to spouse’s activities (see Annex I — Part C), 12 
18 Za revidirane institucije je Sodišče ocenilo zlasti zahteve in postopke za naslednja vprašanja: o darila in pogostitev (glej Del A Priloge I), o zunanje dejavnosti ali naloge (glej Del B Priloge I), o nasprotje interesov pri zaposlovanju, ad hoc nasprotje interesov in nasprotje interesov v zvezi z dejavnostmi zakonca (glej Del C Priloge I), 12
o post-EU employment and mandate (see Annex I — Part D), o anti-harassment (see Annex I — Part E), and o whistleblowing (see Annex I — Part F). 
13 o obdobje po prenehanju zaposlitve in mandata v institucijah EU (glej Del D Priloge I), o boj proti nadlegovanju (glej Del E Priloge I), o prijavljanje nepravilnosti (glej del F Priloge I).
19 We also examined the procedures for administrative inquiries, and the disciplinary proceedings for staff. 
19 Sodišče je preučilo tudi postopke za upravne poizvedbe in disciplinske postopke za uslužbence.
For the audit to be feasible, we did not assess the transparency and lobbying rules, even though these are linked to the general ethical framework. 
Da je bilo revizijo mogoče izvesti, Sodišče ni ocenilo pravil v zvezi s preglednostjo in lobiranjem, čeprav so ta povezana s splošnim etičnim okvirom.
The CoI procedures in the framework of public procurement also fell outside the scope of our audit as public procurement procedures are subject to the Court’s compliance audits. 
Zunaj obsega te revizije so tudi postopki v zvezi z nasprotjem interesov v okviru postopkov javnega naročanja, ker postopki javnega naročanja spadajo v revizije skladnosti, ki jih opravlja Sodišče.
20 To make an inventory of the ethical frameworks and of the procedures in place for enforcing them, we sent a questionnaire to the audited institutions. 
20 Za popis etičnih okvirov in postopkov, uvedenih za njihovo izvrševanje, je Sodišče revidiranim institucijam poslalo vprašalnik.
We also analysed internal documents received from the Parliament, the Council and the Commission (DG HR and the other selected DGs). 
Analiziralo je tudi interne dokumente, ki so jih predložili Parlament, Svet in Komisija (GD HR in drugi izbrani generalni direktorati).
We compared the different ethical requirements in force in the various institutions, and assessed how these requirements measured up to the relevant external standards (i.e. OECD, International Labour Organisation and European Agency for Safety and Health at Work principles, guidelines and best practices). 
Primerjalo je različne etične zahteve, ki veljajo v različnih institucijah, in ocenilo, kako te zahteve ustrezajo zadevnim zunanjim standardom (tj. načelom, smernicam in najboljšim praksam OECD, Mednarodne organizacije dela in Evropske agencije za varnost in zdravje pri delu).
Lastly, we reviewed other pertinent reports in the area of ethics, and interviewed staff members of the institutions whose roles involved dealing with the ethical framework. 
Pregledalo je tudi druga relevantna poročila na področju etike in opravilo razgovore z uslužbenci institucij, katerih vloge so povezane z etičnim okvirom.
21 The main audit criteria we used for this work were internationally recognised standards developed by the OECD, EU legislation, and the ethical requirements and procedures set out by the institutions. 
21 Glavna revizijska merila, ki jih je Sodišče uporabilo za to delo, so bili mednarodno priznani standardi, ki jih je pripravila OECD, zakonodaja EU ter etične zahteve in postopki, ki so jih določile institucije.
A comparative analysis of the audited institutions’ ethical frameworks also served as an additional criteria. 
Kot dodatno merilo je uporabilo primerjalno analizo etičnih okvirov revidiranih institucij.
22 To complement these audit sources, we organised an expert panel to discuss characteristics of a coherent and comprehensive ethical framework in public organisations. 
22 Za dopolnitev teh revizijskih virov je Sodišče organiziralo skupino strokovnjakov za razprave o značilnostih koherentnega in celovitega etičnega okvira v javnih organizacijah.
We invited four experts in the field: one representative of the OECD, one from Transparency International, one representative from a Member State’s Supreme Audit Institution, and an academic. 
K sodelovanju je povabilo štiri strokovnjake na tem področju, in sicer po enega predstavnika iz OECD, organizacije Transparency International in vrhovne revizijske institucije ene od držav članic ter enega akademika.
These experts helped us to evaluate specific elements of the ethical frameworks. 
Ti strokovnjaki so Sodišču pomagali oceniti specifične elemente etičnih okvirov.
23 With the aim of gaining insight into staff awareness of the ethical frameworks and perception of the ethical culture, we carried out a survey of a representative sample of staff in the audited institutions (see Annex II). 13 
23 Za pridobitev informacij o tem, kako dobro uslužbenci poznajo etične okvire in kako dojemajo etično kulturo, je Sodišče izvedlo anketo na reprezentativnem vzorcu uslužbencev revidiranih institucij (glej Prilogo II).
Observations The audited EU institutions have to large extent adequate ethical frameworks in place Essential elements of ethical frameworks present 24 For the staff of the EU institutions, the primary sources for the ethical framework are the Treaty on the Functioning of the European Union (TFEU), the Financial Regulation and Title II, “Rights and obligations of officials”, of the Staff Regulations6 (see Table 1). 
Opažanja Revidirane institucije EU so večinoma uvedle ustrezne etične okvire Bistveni elementi uvedenih etičnih okvirov 24 Za uslužbence institucij EU so primarni viri za etični okvir Pogodba o delovanju Evropske unije (PDEU), finančna uredba in Naslov II, „Pravice in obveznosti uradnikov”, kadrovskih predpisov6 (glej tabelo 1).
The requirements are developed further in the institution-specific implementation provisions and guidelines, which provide further clarifications but which do not create any new substantive obligations. 
Zahteve so dodatno opredeljene v izvedbenih določbah in smernicah posameznih institucij, ki vsebujejo dodatna pojasnila, vendar ne ustvarjajo nobenih novih vsebinskih obveznosti.
There is, overall, a high degree of similarity in the provisions of the ethical framework for the staff among the audited institutions. 25 For the Members, the situation is more diverse. 
Na splošno so si določbe o etičnem okviru za uslužbence med revidiranimi institucijami zelo podobne. 25 Kar zadeva etični okvir za člane ali poslance, je med institucijami več razlik.
The TFEU is the main source of the ethical requirements for the Members: it also sets out penalties and sanctions for failure to comply with these requirements. 
PDEU je glavni vir etičnih zahtev za člane ali poslance: določa tudi kazni in sankcije za neizpolnjevanje teh zahtev.
Applicable codes of conduct and Rules of Procedure (RoP) provide more detailed provisions (see Table 1). 
Podrobnejše določbe so opredeljene v veljavnih kodeksih ravnanja in poslovnikih (glej tabelo 1).
The rules are further specified in other documents such as guidelines (e.g. Guide for Members on workplace anti-harassment in the European Parliament7). 
Pravila so podrobneje določena v drugih dokumentih, na primer smernicah (npr. vodnik o boju proti nadlegovanju na delovnem mestu za poslance Evropskega parlamenta7).
26 The ethical frameworks of the audited institutions are in line with the main requirements of the OECD guidelines and other criteria (see paragraph 21). 
26 Etični okviri revidiranih institucij so v skladu z glavnimi zahtevami smernic OECD in drugimi merili (glej odstavek 21).
The audited institutions have, to large extent, adequate ethical frameworks in place for both staff and Members: o The audited institutions have established policies on gifts and entertainment that cover definitions of the gifts, hospitality and other benefits, and the procedures for accepting and reporting them (see Annex I — Part A). o The rules on outside activities for staff and Members, and the rules and systems for dealing with the post-EU-employment of staff, address the risk areas and meet the For staff members who are not officials, similar requirements are set out in the Conditions of Employment of Other Servants (CEOS). 
Revidirane institucije so večinoma uvedle ustrezne etične okvire tako za uslužbence kot tudi za člane ali poslance: o revidirane Institucije so vzpostavile politike glede daril in pogostitve, ki zajemajo opredelitev daril, gostoljubnosti in drugih ugodnosti in postopke za njihovo sprejetje in prijavljanje (glej Del A Priloge I), o pravila o zunanjih dejavnostih za uslužbence in člane ali poslance ter pravila in sistemi za obravnavanje obdobja po prenehanju zaposlitve v institucijah EU, ki se uporabljajo za uslužbence, obravnavajo področja tveganja in določajo merila za Za uslužbence, ki niso uradniki, so podobne zahteve določene v Pogojih za zaposlitev drugih uslužbencev.
14 6 7 “Zero harassment in the workplace – A guide for Members of the European Parliament”, 2017. 
14 6 7 Zero harassment in the workplace – A guide for Members of the European Parliament, 2017.
15 criteria for acceptable activities, reporting and authorisation procedures (see Annex I — Part B and Part D). o The policies also cover cases of Conflict of Interest (CoI), such as CoI upon recruitment, ad hoc CoI and the employment of the spouse and partner of staff, and Members in compliance with the international standards used as audit criteria (see Annex I — Part C). o The audited institutions have established anti-harassment policies, that meet the essential requirements of relevant standards (see Annex I — Part E). o The audited institutions have established adequate whistleblowing policies, resulting from the continuous revisions in recent years. 
15 sprejemljivost dejavnosti ter postopke za prijavo in odobritev (glej Del B in Del D Priloge I), o politike zajemajo tudi primere nasprotja interesov, kot so nasprotje interesov pri zaposlovanju, ad hoc nasprotje interesov in nasprotje interesov v zvezi z zaposlitvijo zakonca in partnerja uslužbenca in člana ali poslanca v skladu z mednarodnimi standardi, ki se uporabljajo kot revizijska merila (glej Del C Priloge I), o revidirane institucije so vzpostavile politike proti nadlegovanju, ki izpolnjujejo bistvene zahteve ustreznih standardov (glej Del E Priloge I), o revidirane institucije so vzpostavljene ustrezne politike glede prijavljanja nepravilnosti, ki so rezultat nenehnih pregledov v zadnjih letih.
The policies provide definitions and set out protective mechanisms for whistleblowers (Annex I — Part F). 
Politike določajo opredelitve in zaščitne mehanizme za žvižgače (Del F Priloge I).
27 The ethical frameworks are appropriately supported by investigative and sanction mechanisms. 
27 Etični okviri so ustrezno podprti z mehanizmi za preiskave in sankcije.
For the staff of the audited institutions, they are similar as administrative inquiries and disciplinary procedures are laid down in Article 86 of and Annex IX “Disciplinary proceedings” to the Staff Regulations. 
Za uslužbence revidiranih institucij so podobni upravnim poizvedbam, pa disciplinski postopki so določeni v členu 86 kadrovskih predpisov in njihovi Prilogi IX – Disciplinski postopek.
The range of sanctions is quite comprehensive, including measures that primarily affect an official’s reputation (e.g. written warnings and reprimands), measures that affect an official’s position within the organisation (e.g. relegations in step and downgrading) and measures that irreversibly alter the relation between the officials and the organisation (e.g. removal from post, possibly accompanied by a reduction in pension rights). 
Razpon sankcij je precej obsežen, saj vključuje ukrepe, ki vplivajo predvsem na ugled uradnika (npr. pisna opozorila in opomini), ukrepe, ki vplivajo na položaj uradnika v organizaciji (npr. nazadovanje v stopnji in degradiranje), in ukrepe, ki nepovratno spremenijo razmerje med uradnikom in organizacijo (npr. odstranitev z delovnega mesta, po možnosti z zmanjšanjem pokojninskih pravic).
Some of these sanctions have financial implications. 
Nekatere od teh sankcij imajo finančne posledice.
28 For Members, sanctions and penalties are set out primarily in the TFEU. 
28 Za člane ali poslance so sankcije in kazni določene predvsem v PDEU.
They are supplemented by the provisions of the respective code of conduct and RoP. 
Dopolnjujejo jih določbe ustreznih kodeksov ravnanja in poslovnikov.
The set of enforcement tools provided for by the Treaties is rather diverse, including political and judicial procedures, and internal discipline procedures. 
Sklop orodij za izvrševanje, določenih s pogodbama, je precej raznolik, saj zajema politične in sodne postopke ter notranje disciplinske postopke.
29 We identified certain areas where the coverage, specificity, clarity and level of guidance of the institutions’ ethical frameworks for staff and Members could be improved (see paragraphs 32 to 63) and harmonised (see paragraphs 64 to 68). 
29 Sodišče je odkrilo nekatera področja, na katerih bi bilo mogoče pokritost, specifičnost, jasnost in stopnjo usmerjanja etičnih okvirov institucij za uslužbence in člane ali poslance izboljšati (glej odstavke 32 do 63) in uskladiti (glej odstavke 64 do 68).
We also found cases of best practices, mostly at the Commission (see paragraphs 69 to 76). 
Odkrilo je tudi primere dobre prakse, predvsem pri Komisiji (glej odstavke 69 do 76).
There is no common EU ethical framework governing the work of the representatives of Member States in the Council 30 Members of the European Council and of the Council of the European Union (Members of the Council) are respectively Heads of State or Government and ministers. 
Ni skupnega etičnega okvira EU, ki bi urejal delo predstavnikov držav članic v Svetu 30 Člani Evropskega sveta in Sveta Evropske unije (člani Sveta) so voditelji držav ali vlad in ministri.
Other representatives of the Member States are national officials participating in working groups, committees and parties. 
Drugi predstavniki držav članic so nacionalni uradniki, ki sodelujejo v delovnih skupinah, odborih in strankah.
Except for the President of the European Council8, they are not subject to any common ethical framework at EU level. 
Razen predsednika Evropskega sveta8 zanje ne velja noben skupni etični okvir na ravni EU.
The work of the representatives of the Member States in the Council is governed by national legislation. 
Delo predstavnikov držav članic v Svetu urejajo nacionalne zakonodaje.
31 There is no overview at the Council of all the national ethical frameworks applicable to its Members and to the other representatives of the Member States. 
31 V Svetu ni pregleda nad vsemi nacionalnimi etičnimi okviri, ki se uporabljajo za njegove člane in druge predstavnike držav članic.
No assurance exists as to whether national requirements cover all the necessary elements and relevant risks with respect to the nature of the position and work they perform. 
Prav tako ni nobenega zagotovila v zvezi s tem, ali nacionalne zahteve zajemajo vse potrebne elemente in relevantna tveganja v zvezi z naravo položaja in dela, ki ga člani opravljajo.
There are some weaknesses in the ethical frameworks of the institutions 32 We compared the ethical frameworks of the institutions examined to international standards and found some weaknesses. 
V etičnih okvirih institucij so nekatere slabosti 32 Sodišče je primerjalo etične okvire preučenih institucij z mednarodnimi standardi in ugotovilo nekatere slabosti.
The Parliament and the Council had not developed overall strategies on ethics 33 The OECD model (see paragraph 04) highlights that ethical frameworks should be guided by a strategy outlining the objectives and priorities, developed using appropriate data and indicators, and taking into account legitimate risks to ethics. 
Parlament in Svet nista pripravila splošnih strategij na področju etike 33 V modelu OECD (glej odstavek 04) je poudarjeno, da bi moral etični okvir temeljiti na strategiji, v kateri bi bili opisani cilji in prioritete ter ki bi bila pripravljena na podlagi ustreznih podatkov in kazalnikov in ob upoštevanju legitimnih tveganj v zvezi z etiko.
34 The overall strategy of the Commission is established in the DG HR’s 2017-2020 Strategic Plan, which includes provisions governing ethical matters for the staff. 
34 Splošna strategija Komisije je določena v strateškem načrtu GD HR za obdobje 2017– 2020, ki vključuje določbe o etičnih zadevah za uslužbence.
DG HR’s annual risk assessment exercise also deals with issues on ethics, and it is connected to the preparation of the Annual Management Plan (AMP). 
Zadeve v zvezi z etiko se obravnavajo v letni oceni tveganja, ki jo prav tako opravi GD HR in je povezana s pripravo letnega načrta upravljanja.
35 The Strategic Plan sets out two objectives. 
35 V strateškem načrtu sta dva cilja.
The first objective is that managers and staff should abide by the highest professional and ethical standards at all times. 
Prvi cilj je, da vodstveni delavci in uslužbenci vedno spoštujejo najvišje strokovne in etične standarde.
The See Article 15 of the TFEU, and the code of conduct which is a self-regulatory public instrument adopted by the President of the European Council. 
Glej člen 15 PDEU in kodeks ravnanja, ki je samoregulativni javni instrument, ki ga je sprejel predsednik Evropskega sveta.
16 8 
16 8
36 The risk assessment exercise for 2018 identified one general risk that “existing measures and/or processes to reduce any reputational risks linked to outside activities or behaviour of active/former staff might need supplementary improvements to address the increased sensitivity of the public matter”. 
36 Z oceno tveganja za leto 2018 je bilo odkrito eno splošno tveganje, in sicer da bi bilo obstoječe ukrepe in/ali postopke za zmanjšanje morebitnih tveganj za ugled, povezanih z zunanjimi dejavnostmi ali vedenjem aktivnega/nekdanjega uslužbenca, morda treba dodatno izboljšati in tako obravnavati povečano občutljivost javnih zadev.
The risk level is evaluated as 9 out of 25, and actions mitigating this risk are followed up through the AMP. 
Ocenjena stopnja tveganja znaša 9 od 25, izvajanje ukrepov za ublažitev tega tveganja pa se spremlja v okviru letnega načrta upravljanja.
37 At the level of the audited Commission’s DGs, an annual risk management exercise is performed to identify, assess, and manage significant and critical risks, including those related to ethics. 
37 Na ravni revidiranih generalnih direktoratov Komisije se opravi letni postopek obvladovanja tveganja, da se opredelijo, ocenijo in obvladajo bistvena in kritična tveganja, vključno s tistimi, ki se nanašajo na etiko.