natgillin/translations-raw huggingface dataset:
Designated Members notably have to submit their declarations of interests to the European Parliament in due time to allow the Parliament to examine them, and are responsible for their declarations. 
Imenovani člani morajo zlasti pravočasno predložiti svoje izjave o interesih Evropskemu parlamentu, da jih lahko Parlament pregleda, ter so odgovorni za svoje izjave.
After the appointment and upon each update, the declarations are subject to the scrutiny under the authority of the President of the Commission as it results from Articles 2(6), 3(1), 4(2) and (4) of the Code of Conduct for the Members of the Commission. 
Po imenovanju in vsaki posodobitvi se izjava pregleda v okviru pristojnosti predsednika Komisije, kot izhaja iz členov 2(6), 3(1), 4(2) in (4) kodeksa ravnanja za člane Komisije.
If such a situation is detected and confirmed by the President, the President can take measures such as the reallocation of a file or the request to sell financial interests. 
Če predsednik odkrije in potrdi te okoliščine, lahko sprejme ukrepe, kot sta prerazporeditev spisa ali zahteva za prodajo finančnih interesov.
A general plausibility check of the completeness of the declaration also takes place based on available information. 
Na podlagi razpoložljivih informacij se opravi tudi splošno preverjanje popolnosti izjave.
Members are individually responsible for their declarations. 
Člani so individualno odgovorni za svoje izjave.
The Commission recalls that the scrutiny, even if not yet laid down in a written standard procedure, is comprehensive, involves a general check of completeness based on available information and has clear criteria. 
Komisija opozarja, da je pregled, čeprav še ni določen v pisnem standardnem postopku, celovit, vključuje splošen pregled popolnosti, ki temelji na razpoložljivih informacijah, in ima jasna merila.
Moreover, the declarations of the Members of the Commission and their updates are published and subject to permanent public scrutiny. 
Poleg tega se izjave članov Komisije in njihove posodobitve objavijo in so predmet stalnega javnega nadzora.
Box 3: Gaps in gift and entertainment policies Commission The notions of “gift” and “hospitality” in the Code of Conduct are used in their common everyday meaning to cover all situations a Member of the Commission might face in line with the overall principles set out in the provision on gifts and conflict of interests (Articles 6(4) and 2(6) of the Code of Conduct for the Members of the Commission). 
Okvir 3: Vrzeli v politikah glede daril in pogostitve Komisija Pojma „darilo“ in „gostoljubnost“ v kodeksu ravnanja se uporabljata v njunem običajnem vsakdanjem pomenu za vse okoliščine, v katerih bi se lahko znašel član Komisije, v skladu s splošnimi načeli iz določbe o darilih in navzkrižju interesov (člena 6(4) in 2(6) kodeksa ravnanja za člane Komisije).
Further guidance will be provided. 
Na voljo bodo dodatna navodila.
The Commission has put in place a very comprehensive training policy on ethics that reaches staff at different moments of their career. 
Komisija je uvedla zelo celovito politiko usposabljanja o etiki, ki so ga uslužbenci deležni v različnih fazah svoje poklicne poti.
This policy has been further reinforced in 2018 (notably through mandatory training on entry into service for all staff and for all newly appointed Heads of Unit). 
Ta politika je bila dodatno okrepljena v letu 2018 (zlasti z obveznim usposabljanjem ob začetku zaposlitve za vse uslužbence in za vse novo imenovane vodje enot).
The European Court of Auditors’ survey shows that for the Commission 50.6% of staff members declared that they attended an ethics training course. 
Anketa Evropskega računskega sodišča kaže, da je 50,6 % uslužbencev Komisije navedlo, da so se udeležili usposabljanja o etiki.
increase soon, and the Commission expects that the training policy will translate in the coming years in an even better level of awareness of the ethical framework. 
Glede na uvedene ukrepe naj bi se ta številka kmalu povečala in Komisija pričakuje, da bo politika usposabljanja v prihodnjih letih prinesla še boljšo raven ozaveščenosti o etičnem okviru.
Awareness raising campaigns on the Annual Activity Report of the Commission’s Investigation and Disciplinary Office (IDOC) are of paramount importance. 
Kampanje ozaveščanja o letnem poročilu o dejavnostih Preiskovalnega in disciplinskega urada SL2 SL Komisije (IDOC) so izjemnega pomena.
Although these Reports are published on MyIntracomm and presentations are made for many Directorates-General (DGs) and services, it seems that there is a need for more. 
Čeprav so ta poročila objavljena na spletišču MyIntracomm ter predstavljena številnim generalnim direktoratom in službam, se zdi, da je treba storiti še več.
The Commission carries out a robust awareness campaign on ethics and integrity in DGs, and for newcomers. 
Komisija izvaja obsežno kampanjo ozaveščanja o etiki in integriteti v generalnih direktoratih in za nove uslužbence.
Additional courses are offered to staff in the Commission’s training catalogue. 
V katalogu za usposabljanje Komisije so zaposlenim na voljo dodatni tečaji.
As regards the protection of staff who report unethical behaviour, IDOC ensures the highest level of confidentiality and data protection, and this point has been taken into account in the context of the ongoing revision of the IDOC's General Implementing Provisions, and in the new Decision on data protection (Commission Decision (EU) 2019/165 of 1 February 2019). 
Kar zadeva zaščito osebja, ki prijavi neetično ravnanje, Preiskovalni in disciplinski urad zagotavlja najvišjo raven zaupnosti in varstva podatkov. Ta točka je bila upoštevana pri tekoči reviziji splošnih izvedbenih določb Preiskovalnega in disciplinskega urada in v novem sklepu o varstvu podatkov (Sklep Komisije (EU) 2019/165 z dne 1. februarja 2019).
The Commission is taking action to tackle this issue, including awareness campaigns on ethics and integrity, additional presentation on IDOC’s procedures, and publicity of the IDOC Annual Activity Report. 
Komisija sprejema ukrepe za reševanje tega vprašanja, vključno s kampanjami ozaveščanja o etiki in integriteti, dodatnimi predstavitvami postopkov Preiskovalnega in disciplinskega urada ter obveščanjem javnosti o njegovem letnem poročilu o dejavnostih.
CONCLUSIONS AND RECOMMENDATIONS Recommendation 1 (2) The Commission accepts the recommendation. 
ZAKLJUČKI IN PRIPOROČILA Priporočilo 1(2) Komisija sprejema priporočilo.
As regards formalising procedures for checks on declarations, the Commission considers that the recommendation is already implemented for requests for outside activities during service and leave on personal grounds as well as for post-service activities. 
Kar zadeva formalizacijo postopkov preverjanja izjav, Komisija meni, da se priporočilo že izvaja v zvezi s prošnjami za zunanje dejavnosti v času zaposlitve in dopustom iz osebnih razlogov ter za dejavnosti po prenehanju zaposlitve.
Recommendation 1 (3) The Commission accepts the recommendation. 
Priporočilo 1(3) Komisija sprejema priporočilo.
It considers that the scrutiny of the declarations of interests is comprehensive, involves a general check of completeness based on available information and has clear criteria. 
Meni, da je pregled izjav o interesih celovit, vključuje splošen pregled popolnosti, ki temelji na razpoložljivih informacijah, in ima jasna merila.
The Commission will document its internal standard procedure for the scrutiny under Article 4(2) of the Code of Conduct to ensure the quality and consistency of the process. 
Komisija bo dokumentirala svoj interni postopek za pregled v skladu s členom 4(2) kodeksa ravnanja, da se zagotovi kakovost in doslednost postopka.
Recommendation 1 (4) – gifts and entertainment The Commission accepts the recommendation and will provide further guidance, information, and examples based on Article 6 of the Code of Conduct. 
Priporočilo 1(4) – darila in pogostitev Komisija sprejema to priporočilo in bo zagotovila nadaljnje smernice, informacije in primere na podlagi člena 6 kodeksa ravnanja.
Recommendation 2 – Work together to harmonise elements of the ethical framework and make further efforts to share good practice on ethical matters The Commission partially accepts the recommendation. 
Priporočilo 2 – Sodelovanje pri uskladitvi elementov etičnih okvirov in nadaljnja prizadevanja za izmenjavo dobre prakse o etičnih vprašanjih Komisija delno sprejema priporočilo.
The Commission accepts to continue to discuss with the other institutions ethical matters of common interest in the framework of existing interinstitutional forums, notably the CPQS (Comité pour les Questions statutaires) or at service level and to share good practices. 
Komisija se strinja, da bo z drugimi institucijami še naprej razpravljala o etičnih vprašanjih skupnega interesa v okviru obstoječih medinstitucionalnih forumov, zlasti CPQS (Comité préparatoire des SL3 SL
As regards the three points where the ECA would like to see harmonisation, the Commission has recent, detailed, and fit for purpose legal bases and texts. 
Kar zadeva tri točke, glede katerih Evropsko računsko sodišče predlaga uskladitev, ima Komisija nove, podrobne in ustrezne pravne podlage ter besedila.
As regards outside activities, the applicable Decision has recently been revised and the Commission does not intend to amend it in the future. 
V zvezi z zunanjimi dejavnostmi je bil veljavni sklep pred kratkim spremenjen in Komisija ga v prihodnje ne namerava spremeniti.
In addition, the Commission does not intend to take any initiative as regards its guidelines on gift and hospitalities, as these are considered fit for purpose. 
Poleg tega Komisija ne namerava sprejeti nobene pobude v zvezi s smernicami o darilih in gostoljubnosti, saj šteje, da te ustrezajo svojemu namenu.
As regards Members, the declaration of spouses’ and partners’ ongoing professional activities is already mandatory for the Members of the Commission. 
Kar zadeva člane, je izjava zakoncev in partnerjev o aktualni poklicni dejavnosti že obvezna za člane Komisije.
The same applies under certain conditions to financial interests of spouses, partners and minor children of Members. 
Enako velja pod določenimi pogoji za finančne interese zakoncev, partnerjev in mladoletnih otrok članov.
The Commission does not intend to take any initiative in this regard. 
Komisija v zvezi s tem ne namerava sprejeti nobene pobude.
The Commission would like to underline that the implementation of such a recommendation does not depend on the Commission alone. 
Komisija želi poudariti, da izvajanje takega priporočila ni odvisno le od Komisije.
(2) The European Court of Auditors’ survey shows that 59.6% of Commission staff assessed their knowledge of the ethical framework as “good” or “very good”. 
(2) Anketa Evropskega računskega sodišča kaže, da je 59,6 % uslužbencev Komisije ocenilo svoje znanje o etičnem okviru kot „dobro“ ali „zelo dobro“.
(3) The European Court of Auditors’ survey shows that 54.7% of Commission staff members stated that they received training on ethics. 
(3) Anketa Evropskega računskega sodišča kaže, da je 54,7 % uslužbencev Komisije izjavilo, da so se udeležili usposabljanja o etiki.
Recommendation 3 – Improve staff awareness and perception of the ethical framework and culture The Commission accepts the recommendation and considers that it is already being implemented. 
Priporočilo 3 – Izboljšanje ozaveščenosti uslužbencev o etičnem okviru in kulturi ter njihovega dojemanja teh zadev Komisija sprejema to priporočilo in meni, da se že izvaja.
The Commission has already taken extensive measures to increase staff awareness in relation to ethics and will continue to roll out these measures. 
Komisija je že sprejela obsežne ukrepe za ozaveščanje uslužbencev v zvezi z etiko in bo tovrstne ukrepe uvajala tudi v prihodnje.
The Commission has put in place a very comprehensive training policy on ethics that reaches the staff at different moments of their career, as explained in the reply to paragraph 80. 
Komisija je uvedla zelo celovito politiko usposabljanja o etiki, ki se uslužbencev dotakne v različnih trenutkih njihove poklicne poti, kakor je pojasnjeno v odgovoru na točko 80.
This policy has been further reinforced in 2018. 
Ta politika se je dodatno okrepila v letu 2018.
The Commission will continue building on these efforts and expects this policy to improve staff awareness levels on a short-term basis. EN4 EN 
Komisija bo še naprej nadaljevala ta prizadevanja in pričakuje, da bo ta politika kratkoročno izboljšala raven ozaveščenosti uslužbencev.
The audit was led by ECA Member Mihails Kozlovs supported by Edite Dzalbe, Head of Private Office and Laura Graudina, Private Office Attaché; Alberto Gasperoni, Principal Manager; Gediminas Macys, Head of Task; Michal Machowski, Deputy Head of Task; Aino Nyholm, Elisa Paladini24, Christian Geoffroy and Angela Onno25, Auditors. 
Revizijo je vodil član Evropskega računskega sodišča Mihails Kozlovs, pri njej pa so sodelovali vodja njegovega kabineta Edite Dzalbe in atašejka v njegovem kabinetu Laura Graudina, vodilni upravni uslužbenec Alberto Gasperoni, vodja naloge Gediminas Macys, njegov namestnik Michal Machowski ter revizorji Aino Nyholm, Elisa Paladini24, Christian Geoffroy in Angela Onno25.
Richard Moore provided linguistic support. Emanuele Fossati provided IT support. 
Jezikovno pomoč je zagotovil Richard Moore, podporo na področju IT pa Emanuele Fossati.
From left to right: Alberto Gasperoni, Michal Machowski, Laura Graudina, Gediminas Mačys, Mihails Kozlovs, Edite Dzalbe, Aino Nyholm, Christian Geoffrroy. 
Od leve proti desni: Alberto Gasperoni, Michal Machowski, Laura Graudina, Gediminas Mačys, Mihails Kozlovs, Edite Dzalbe, Aino Nyholm, Christian Geoffrroy.
24 until April 2018 25 until August 2018 
24 Do aprila 2018. 25 Do avgusta 2018.
Event Date Adoption of Audit Planning Memorandum (APM) / Start of audit 19.1.2018 Official sending of draft report to Commission (or other auditee) 27.3.2019 Adoption of the final report after the adversarial procedure 4.7.2019 Parliament’s official replies received in all languages 28.6.2019 Council’s official replies received in all languages 18.6.2019 Commission’s official replies received in all languages 4.7.2019 PDF ISBN 978-92-847-2298-3 doi:10.2865/336573 QJ-AB-19-010-EN-N HTML ISBN 978-92-847-2284-6 doi:10.2865/322903 QJ-AB-19-010-EN-Q 
Dogodek Datum Sprejetje revizijskega memoranduma / začetek revizije 19.1.2018 Uradno posredovanje osnutka poročila Komisiji (ali drugemu revidirancu) 27.3.2019 Sprejetje končnega poročila po razčiščevalnem postopku 4.7.2019 Prejeti uradni odgovori Parlamenta v vseh jezikih 28.6.2019 Prejeti uradni odgovori Sveta v vseh jezikih 18.6.2019 Prejeti uradni odgovori Komisije v vseh jezikih 4.7.2019 PDF ISBN 978-92-847-2300-3 doi:10.2865/42985 QJ-AB-19-010-SL-N HTML ISBN 978-92-847-2274-7 doi:10.2865/430340 QJ-AB-19-010-SL-Q
In this special report, we assessed whether the ethical frameworks of the European Parliament, the Council of the European Union and the European Council, and the European Commission were well established. 
Sodišče je v tem posebnem poročilu ocenilo, ali so etični okviri Evropskega parlamenta, Sveta Evropske unije in Evropskega sveta ter Evropske komisije dobro uveljavljeni.
We examined all the levels of staff and Members, and analysed the awareness of the ethical framework of the staff of institutions by means of a survey. 
Preučilo je vse ravni uslužbencev in članov ter z anketo analiziralo, kako dobro uslužbenci institucij poznajo etične okvire.
The implementation of the ethical frameworks in the audited institutions did not form part of the audit. 
Izvajanje etičnih okvirov v revidiranih institucijah ni bilo vključeno v revizijo.
We found that there is no common EU ethical framework governing the work of the representatives of Member States in the Council. 
Ugotovilo je, da ni skupnega etičnega okvira EU, ki bi urejal delo predstavnikov držav članic v Svetu.
Our audit also identified some weaknesses and areas for harmonisation of the ethical frameworks, as well as examples of good practices. 
Pri reviziji so bile ugotovljene tudi nekatere slabosti in področja za uskladitev etičnih okvirov, pa tudi primeri dobre prakse.
The audited institutions should improve their ethical frameworks, work together to harmonise and make further efforts to share good practices on ethical matters, and improve staff awareness and perception of the ethical framework and culture. 
Revidirane institucije naj izboljšajo svoje etične okvire, jih s sodelovanjem uskladijo in si še naprej prizadevajo za izmenjavo dobrih praks na področju etike ter izboljšajo poznavanje etičnega okvira in kulture med uslužbenci ter njihovo dojemanje teh zadev.
EUROPEAN COURT OF AUDITORS 12, rue Alcide De Gasperi 1615 Luxembourg LUXEMBOURG Tel. +352 4398-1 Enquiries: eca.europa.eu/en/Pages/ContactForm.aspx Website: eca.europa.eu Twitter: @EUAuditors © European Union, 2019. 
EVROPSKO RAČUNSKO SODIŠČE 12, rue Alcide De Gasperi 1615 Luxembourg LUKSEMBURG Tel. +352 4398-1 Vprašanja: eca.europa.eu/sl/Pages/ContactForm.aspx Spletišče: eca.europa.eu Twitter: @EUAuditors © Evropska unija, 2019.
Reproduction is authorised provided the source is acknowledged. 
Reprodukcija je dovoljena z navedbo vira.
For any use or reproduction of photos or other material that is not under the European Union copyright, permission must be sought directly from the copyright holders. 
Za dovoljenje za uporabo ali reprodukcijo fotografij ali drugega gradiva, za katere Evropska unija nima avtorskih pravic, je treba zaprositi neposredno imetnike avtorskih pravic.
EN 2019 Special Report NO 15 Implementation of the 2014 staff reform package at the Commission - Big savings but not without consequences for staff 
15 Posebno poročilo SL 2019 Izvajanje svežnja kadrovskih reform iz leta 2014 na Komisiji: veliki prihranki, vendar ne brez posledic za uslužbence
Contents Abbreviations Executive summary Introduction Audit scope and approach Observations The 2014 package is delivering significant savings to the EU budget Budgetary savings beyond the amounts agreed in the MFF negotiations Even higher budgetary savings in the long-term The reform has had various impacts on human resources Significant changes to the career structure Contribution to family-friendly working arrangements and gender balance Ageing workforce More staff with fixed-term contracts New working methods to absorb the staff cuts in some DGs Some negative consequences for staff Better preparation of the 2014 package could have helped mitigate its negative consequences Low focus on non-financial aspects Insufficient monitoring and reporting on HR consequences Conclusions and recommendations Annexes Annex I Ń Overall impact of the measures introduced by the 2014 staff reform package Paragraph I-IX 01-09 10-12 13-88 13-20 14-17 18-20 21-73 22-30 31-37 38-41 42-46 47-51 52-73 74-88 75-79 80-88 89-97 2 
Vsebina Kratice Povzetek Uvod Obseg revizije in revizijski pristop Opažanja Sveženj iz leta 2014 prinaša bistvene prihranke za proračun EU Proračunski prihranki presegajo zneske, dogovorjene v okviru pogajanj o večletnem finančnem okviru Še večji dolgoročni proračunski prihranki Reforma je imela raznolike učinke na človeške vire Bistvene spremembe karierne strukture Prispevek k družini prijaznim delovnim ureditvam in uravnoteženi zastopanosti spolov Starajoča se delovna sila Več uslužbencev s pogodbami o zaposlitvi za določen čas Nove metode dela za ublažitev zmanjšanja števila uslužbencev v nekaterih generalnih direktoratih Nekatere negativne posledice za uslužbence Boljša priprava svežnja iz leta 2014 bi lahko pripomogla k zmanjšanju njegovih negativnih posledic Nefinančnim vidikom namenjeno malo pozornosti Nezadostno spremljanje posledic za človeške vire in poročanje o njih Zaključki in priporočila Priloge Priloga I – Splošni učinek ukrepov, uvedenih s svežnjem kadrovskih reform iz leta 2014 Odstavek I–IX 01–09 10–12 13–88 13–20 14–17 18–20 21–73 22–30 31–37 38–41 42–46 47–51 52–73 74–88 75–79 80–88 89–97 2
Criteria used for the overall assessment of the positive and negative impact of the measures introduced by the 2014 SR revision Annex II Ń Categories of staff employed at the Commission Annex III Ń Entry requirements for each staff category Annex IV Ń The CommissionŐs 45 Directorates General, services, offices, and the College Glossary Replies of the Commission Audit team Timeline 3 
Merila, uporabljena pri splošni oceni pozitivnega in negativnega učinka ukrepov, uvedenih s spremembo kadrovskih predpisov iz leta 2014 Priloga II – Kategorije uslužbencev, zaposlenih na Komisiji Priloga III – Pogoji za zaposlitev za vsako od kategorij uslužbencev Priloga IV – Komisija: 45 generalnih direktoratov, služb, uradov in kolegij Glosar Odgovori Komisije Revizijska ekipa Časovnica 3
Abbreviations Abbreviation Meaning 4 AD AdministratorsŐ function group AST AssistantsŐ function group AST/SC Secretaries and clerksŐ function group CEOS Conditions of Employment of Other Servants of the European Union CPA Central Public Administration CPI Consumer Price Index DG Directorate-General EC European Commission EPSO Service Department European Personnel Selection Office EU European Union EUROSTAT Directorate-General Eurostat-European statistics GDP Gross Domestic Product GF Function group for contract agents GSI Global Specific Indicator HICP Harmonised Index of Consumer Prices HR Human resources JBLI Joint Belgium - Luxembourg Index MFF Multiannual Financial Framework SR Staff Regulations 
Kratice Kratica Pomen 4 AD funkcionalna skupina upravni uslužbenci AST funkcionalna skupina strokovno-tehnični uslužbenci AST/SC funkcionalna skupina tajniki in referenti BDP bruto domači proizvod CPI indeks cen življenjskih potrebščin EK Evropska komisija EPSO Evropski urad za izbor osebja EU Evropska unija EUROSTAT Generalni direktorat Eurostat – Evropska statistika GD generalni direktorat GF funkcionalna skupina pogodbeni uslužbenci GSI globalni posebni kazalnik HICP harmonizirani indeks cen življenjskih potrebščin HR človeški viri SBLI skupni belgijsko-luksemburški indeks
Executive summary I The European Union employs around 60 000 staff, under different types of contracts Đ permanent and short-term Đ in the EU and third countries. 
Povzetek I Evropska unija zaposluje približno 60 000 uslužbencev na podlagi različnih vrst pogodb (za nedoločen in določen čas) v EU in tretjih državah.
Around half of EU staff are employed by the Commission, which is responsible for proposing reforms to the SR. 
Približno polovico uslužbencev EU zaposluje Komisija, ki je odgovorna za predlaganje reform kadrovskih predpisov.
Commission staffŐs pay cost Ű3.2 billion a year, or around 2 % of the total EU budget. 
Stroški za plače uslužbencev Komisije znašajo 3,2 milijarde EUR letno ali približno 2 % skupnega proračuna EU.
II In the context of the budgetary negotiations for the 2014-2020 multiannual financial framework (MFF), the EU adopted a package of measures to reduce expenditure on staff and improve human resources (HR) management. 
II EU je v okviru proračunskih pogajanj za večletni finančni okvir za obdobje 2014– 2020 sprejela sveženj ukrepov za zmanjšanje odhodkov za zaposlene in izboljšanje upravljanja človeških virov.
The 2014 staff reforms package included a 5 % reduction in staff posts, temporary salary and pension freezes and a revision of the SR. 
Sveženj kadrovskih reform iz leta 2014 je vključeval 5-odstotno zmanjšanje števila delovnih mest, začasno zamrznitev plač in pokojnin ter spremembo kadrovskih predpisov.
III In this audit we examined how the Commission has managed the challenge of reaching the dual objective of budgetary savings and HR improvements. 
III Sodišče je pri tej reviziji preučilo, kako se je Komisija spopadla z izzivom doseganja dvojnega cilja – proračunskih prihrankov in izboljšanja razmer na področju človeških virov.
We decided to carry out this work now to provide the Commission and the budgetary authority with an assessment of the 2014 reforms package. It may be useful in any future debate on SR developments. 
Odločilo se je, da bo to revizijo opravilo zdaj, da bi Komisiji in proračunskemu organu zagotovilo oceno svežnja reform iz leta 2014, ki bi lahko koristno prispevala k prihodnjim razpravam o razvoju kadrovskih predpisov.