natgillin/translations-raw huggingface dataset:
Among the audited DGs, DG COMP included the most specific actions for its staff in the area of ethics in its strategic and management planning processes. 
Od vseh revidiranih generalnih direktoratov je najbolj natančno določene ukrepe na področju etike za zaposlene v svoje procese strateškega in upravljavskega načrtovanja vključil GD COMP.
38 In the Parliament and the Council, there is no overall ethics strategy, outlining objectives and priorities to be monitored by performance indicators, either for staff or for Members. 
38 Parlament in Svet niti za uslužbence niti za člane ali poslance nimata splošne strategije na področju etike, v kateri bi bili opisani cilji in prioritete, ki jih je treba spremljati s kazalniki smotrnosti.
While the Parliament performed an evaluation of the minimum internal control standards in 2017, also covering ethical matters, the Council has not performed a complete risk assessment in the field of ethics to date. 
Medtem ko je Parlament leta 2017 opravil oceno minimalnih standardov notranje kontrole, ki zajema tudi etične zadeve, Svet na področju etike doslej še ni opravil popolne ocene tveganja.
Procedures for verifying declarations and guidance for staff not sufficiently formalised 39 According to the OECD, any organisation should establish procedures for identifying, managing and resolving CoIs. 
Postopki za preverjanje izjav in smernice za uslužbence niso dovolj formalizirani 39 Glede na OECD bi morala vsaka organizacija vzpostaviti postopke za opredeljevanje, upravljanje in reševanje nasprotij interesov.
These procedures should ensure that public officials know what is required of them in relation to declaring CoI situations9. 
S temi postopki bi bilo treba zagotoviti, da javni uradniki vedo, kaj se od njih zahteva v zvezi s prijavo situacij, povezanih z nasprotjem interesov9.
40 The ethical framework surrounding CoIs is largely based on self-declarations made by individual staff members. 
40 Etični okvir, povezan z nasprotjem interesov, temelji predvsem na lastnih izjavah posameznih uslužbencev.
Such systems rely on individual integrity, as well as on staff members’ knowledge of the applicable requirements. 
Takšni sistemi se opirajo na integriteto posameznikov in na seznanjenost uslužbencev z veljavnimi zahtevami.
The ethical framework, however, cannot be effective without appropriate control systems. 
Etični okvir pa ne more biti uspešen brez ustreznih kontrolnih sistemov.
The level of control should reflect the level of risks and take into account the administrative burden created by such controls. 
Stopnja kontrol bi morala odražati stopnjo tveganj in upoštevati upravno breme, ki nastane zaradi takih kontrol.
41 The main obligations for EU staff stem from the Staff Regulations and the Financial Regulation. 
41 Glavne obveznosti za uslužbence EU izhajajo iz kadrovskih predpisov in finančne uredbe.
The institutions’ implementing provisions require staff to submit self-declarations in various circumstances (see Box 1): 18 Box 1 Examples of types of declarations for staff of the audited institutions o gifts and hospitality (Article 11 of the Staff Regulations); o CoI upon recruitment (Article 11(3) of the Staff Regulations); o declaring an ad-hoc CoI (Article 11a of the Staff Regulations); o requests for authorisation of an outside activities (Article 12 of the Staff Regulations); o gainful employment of the spouse (Article 13 of the Staff Regulations); and o post-employment activities (Article 16 of the Staff Regulations). 
18 Okvir 1 Primeri vrst izjav za uslužbence revidiranih institucij: o darila in gostoljubnost (člen 11 kadrovskih predpisov), o nasprotje interesov pri zaposlovanju (člen 11(3) kadrovskih predpisov), o prijava ad hoc nasprotja interesov (člen 11a kadrovskih predpisov), o prošnja za odobritev zunanje dejavnosti (člen 12 kadrovskih predpisov), o pridobitvena zaposlitev zakonca (člen 13 kadrovskih predpisov), o dejavnosti po prenehanju zaposlitve v institucijah EU (člen 16 kadrovskih predpisov).
42 Such declarations often rely on the judgement of the staff member. 
42 Takšne izjave se pogosto opirajo na presojo uslužbenca.
Specific details of case only need to be provided when a staff member judges that a case has arisen. 
Specifične podrobnosti o primeru je treba zagotoviti le, če uslužbenec meni, da je to eden takih primerov.
The audited institutions have generally established procedures and workflows for assessing and acting upon the information provided in staff members’ declarations (including granting authorisations, where required). 
Revidirane institucije so na splošno vzpostavile postopke in potek dela za oceno informacij iz izjave uslužbencev (vključno z izdajo odobritve, kadar je to potrebno) ter za odziv nanje.
43 Although these institutions indicated that any other available information is also examined and considered, procedures and workflows do not describe which other information coming from internal (e.g. personal files or other existing declarations) or external (e.g. websites) sources is verified and cross-checked. 
43 Čeprav so te institucije navedle, da se preučijo in upoštevajo tudi vse druge razpoložljive informacije, v postopkih in poteku dela ni opisano, katere druge informacije iz notranjih (npr. osebni spisi ali druge obstoječe izjave) ali zunanjih (npr. spletišča) virov se preverijo in navzkrižno preverijo.
44 If staff members are to comply consistently with ethical requirements, clear and extensive guidance about them needs to be made available. 
44 Če se pričakuje, da bodo uslužbenci dosledno upoštevali etične zahteve, morajo biti na voljo jasne in obsežne smernice zanje.
However, we found that the available guidance was not always clear or detailed enough (see Box 2): 
Sodišče pa je ugotovilo, da smernice, ki so bile na voljo, niso bile vedno dovolj jasne ali podrobne (glej okvir 2).
19 Box 2 Examples of insufficient guidance Declarations at recruitment In the audited institutions, candidates must declare their financial interests at the moment of recruitment – but only if these interests could potentially influence the candidate in performing their duties. 
19 Okvir 2 Primeri pomanjkljivih smernic Izjave ob zaposlitvi V revidiranih institucijah morajo kandidati prijaviti svoje finančne interese v času zaposlitve, vendar le, če bi ti interesi lahko vplivali na kandidata pri opravljanju njegovih nalog.
Managers can therefore only act upon information which candidates themselves deem it necessary to declare. 
Vodstveni delavci torej lahko ukrepajo samo na podlagi informacij, za katere kandidati sami menijo, da jih je treba prijaviti.
Little guidance is available about what situations could create a (potential) CoI. 
O tem, v kakšnih situacijah lahko pride do (potencialnega) nasprotja interesov, je v smernicah malo informacij.
Lack of specific guidance on relevant situations The Commission’s DG AGRI issued a guide on ethics, which provides the DG’s staff with additional practical information, examples and explanations in respect of ethical requirements. 
Premalo specifičnih smernic v zvezi z relevantnimi situacijami Generalni direktorat Komisije za kmetijstvo in razvoj podeželja je izdal vodnik o etiki, v katerem so dodatne praktične informacije, primeri in pojasnila v zvezi z etičnimi zahtevami za uslužbence generalnega direktorata.
But the guide does not touch on certain situations which could be relevant to the DG’s work: o if members of staff are engaged in an agricultural activity; and o if members of staff are recipients of EU subsidies under the Common Agricultural Policy. 
Vendar v priročniku niso obravnavane nekatere situacije, ki bi bile lahko pomembne za delo generalnega direktorata, na primer: o če uslužbenci opravljajo kmetijsko dejavnost, o če so uslužbenci prejemniki subvencij EU v okviru skupne kmetijske politike.
45 Ethics policies do not always provide clear guidance on the criteria for assessing declarations, in particular on how criteria provided in the legal basis should be applied in practice. 
45 Politike na področju etike ne zagotavljajo vedno jasnih smernic o merilih za ocenjevanje izjav, zlasti o tem, kako naj se merila iz pravne podlage uporabljajo v praksi.
While the assessment criteria are clear with regard to gifts and entertainment, and to concurrent outside activities, there is not enough guidance on CoIs arising from staff members’ financial interests, their post-employment activities, or their spouse or partner’s professional activity. 
Medtem ko so merila za ocenjevanje glede daril in pogostitve ter sočasnih zunanjih dejavnosti jasna, v zvezi z nasprotji interesov, ki izhajajo iz finančnih interesov uslužbencev, dejavnosti po prenehanju njihove zaposlitve v institucijah EU ali poklicnih dejavnosti njihovega zakonca ali partnerja, ni dovolj smernic.
While it is impossible to cover every possible situation, providing clear guidance on the implementation of the legal criteria would mitigate the risk of inconsistent treatment. 
Predvideti vsako možno situacijo je sicer nemogoče, vendar bi se z zagotovitvijo jasnih smernic o izvajanju pravnih meril zmanjšalo tveganje nedosledne obravnave.
Limited scrutiny of Members’ declarations 46 As mentioned in paragraph 42, information pertaining to the Members of the audited institutions is also chiefly collected by means of self-declarations. 
Omejeno pregledovanje izjav članov ali poslancev 46 Kot je navedeno v odstavku 42, se tudi informacije v zvezi s člani ali poslanci revidiranih institucij zbirajo predvsem s pomočjo njihovih lastnih izjav.
The quality of the information and the assessment criteria are crucial to adequately manage the risks related to ethics. 
Kakovost informacij in merila za ocenjevanje so bistveni za ustrezno obvladovanje tveganj, povezanih z etiko.
47 The Members of the Commission are required by their code of conduct to submit declarations on matters such as previous activities, current outside activities, their financial interests, and their spouse or partner’s professional activity. 
47 Člani Komisije morajo v skladu s svojim kodeksom ravnanja predložiti izjave o zadevah, kot so njihove predhodne dejavnosti, sedanje zunanje dejavnosti, finančni interesi in poklicne dejavnosti njihovega zakonca ali partnerja.
There is, again, no standard written procedure for checking the accuracy, reliability or completeness of the information. 
Tudi za to ni standardnega pisnega postopka za preverjanje točnosti, zanesljivosti in popolnosti informacij.
48 Members of the European Parliament (MEPs) are also required to submit a declaration of interests covering matters such as their professional activity during the three-year period before taking office in the Parliament, regular and occasional remunerated activity (outside activities), and any other financial interests which might influence them in performing their duties. 
48 Tudi poslanci Evropskega parlamenta morajo predložiti izjavo o interesih, ki zajema zadeve, kot so njihove poklicne dejavnosti v obdobju treh letih pred nastopom funkcije v Parlamentu, redna in občasna plačana dejavnost (zunanje dejavnosti) in kateri koli drugi finančni interesi, ki bi lahko vplivali nanje pri opravljanju njihovih nalog.
MEPs’ declarations are checked for general plausibility: in other words, to ensure that they contain no manifestly erroneous, illegible or incomprehensible information. 
Pri izjavah poslancev Evropskega parlamenta se preverja njihova splošna verodostojnost: drugače povedano, zagotavlja se, da izjava ne vsebujejo očitno napačnih, nečitljivih ali nerazumljivih informacij.
The declarations are subject to the scrutiny under the authority of the President. Such scrutiny covers obvious editing errors, discrepancies between one declaration and another, and respect of the deadline. 
Izjave se pregledajo, za pregled pa je odgovoren predsednik. Takšen pregled zajema očitne lektorske napake, neskladja med eno izjavo in drugo ter upoštevanje rokov.
If the President receives information that the declaration is substantially incorrect or out of date, the President may consult the Advisory Committee on the Conduct of Members and, where appropriate, must request the Member to correct his or her declaration. 
Če predsednik dobi informacijo, da je izjava vsebinsko nepravilna ali zastarela, se lahko v zvezi z ravnanjem poslancev posvetuje s svetovalnim odborom in po potrebi od poslanca zahteva, da ta svojo izjavo popravi.
If there is an alleged breach of the code of conduct, the President must refer the case to the Advisory Committee. 
Če obstaja domnevna kršitev kodeksa ravnanja, mora predsednik zadevo predložiti svetovalnemu odboru.
No other checks on the accuracy and completeness and/or assessment of the MEP’s declarations10 are set out in the Parliament’s procedures. 
V postopkih Parlamenta niso določena nobena druga preverjanja točnosti in popolnosti ter/ali ocene izjav poslancev Evropskega parlamenta10.
For the President of the European Council, there is no procedure for the verification or the assessment of the declaration. 
Za predsednika Evropskega sveta ni nobenega postopka za preverjanje ali oceno njegove izjave.
49 The main safeguard on the declarations of the Members of the Parliament, the President of the European Council and Commissioners is transparency and the attention of the stakeholders, the media and the wider public and, in case of Members of the Commission, the European Parliament. 
49 Glavni zaščitni ukrep pri izjavah poslancev Parlamenta, predsednika Evropskega sveta in komisarjev sta transparentnost in pozornost deležnikov, medijev in širše javnosti ter Evropskega parlamenta, kadar gre za člane Komisije.
For the President of the European Council, the additional scrutiny comes from the Member States. 
Izjave predsednika Evropskega sveta dodatno pregledajo države članice.
50 The lack of written standard procedure for checks on Members’ declarations creates a risk of obligations being interpreted inconsistently, and means that the institution is less likely to identify inaccuracies and other issues before they attract public attention, potentially jeopardising public trust. 
50 Ker ni standardnega pisnega postopka za preverjanje izjav članov ali poslancev, prihaja do tveganja, da se obveznosti ne razlagajo dosledno. To tudi pomeni, da je manj verjetno, da bo institucija ugotovila nepravilnosti in druge zadeve, preden ti pritegnejo pozornost javnosti, kar bi lahko ogrozilo zaupanje javnosti.
10 It should be noted that, in some of the Member States (such as France and Poland), declarations of Members of the institutions are subject to the additional scrutiny by the relevant authorities based on the national legislation. 20 
10Opozoriti je treba na to, da izjave članov ali poslancev institucij v nekaterih državah članicah (na primer v Franciji in na Poljskem) dodatno pregledajo še njihovi pristojni organi na podlagi nacionalne zakonodaje. 20
Incomplete and unclear policies on gifts and entertainment 51 As per the OECD guidelines, organisations should deal with potential CoI arising from gifts and benefits. 
Nepopolne in nejasne politike glede daril in pogostitve 51 V skladu s smernicami OECD bi morale organizacije obravnavati potencialno nasprotje interesov, povezano z darili in ugodnostmi.
This includes establishing an administrative process for controlling gifts and benefits, for example by defining acceptable and unacceptable gifts, and for accepting specified types of gifts on behalf of the organisation11. 
To vključuje vzpostavitev upravnega postopka za nadzor daril in ugodnosti, na primer z opredelitvijo sprejemljivih in nesprejemljivih daril, in za sprejetje določenih vrst daril v imenu organizacije11.
52 The audited institutions have, overall, established good policies in respect of gifts and entertainment for staff and Members (see Annex I — Part A). 
52 Revidirane institucije so za uslužbence in člane ali poslance na splošno vzpostavile dobre politike glede daril in pogostitve (glej Del A Priloge I).
These policies cover the requirements of Article 11 of the Staff Regulations, which sets out rules governing the acceptance of honour, decoration, favour, gift or payment of any kind, and provide additional explanations. 
Te politike zajemajo zahteve iz člena 11 kadrovskih predpisov, v katerem so določena pravila za sprejemanje kakršnih koli časti, odlikovanj, uslug, daril ali plačil, in vsebujejo dodatna pojasnila.
For the Members of the Commission and the President of the European Council, the relevant codes of conduct include the provisions on gifts and other benefits. 
Kodeksa ravnanja, ki veljata za člane Komisije oziroma predsednika Evropskega sveta, vključujeta določbe glede daril in drugih ugodnosti.
For MEPs, these policies are further detailed in the implementing measures pertaining to their code of conduct12. 
Za poslance Evropskega parlamenta so te politike podrobneje opredeljene v izvedbenih ukrepih, ki se nanašajo na njihov kodeks ravnanja12.
53 However, these policies have gaps, and are sometimes unclear. 
53 Vendar so v teh politikah vrzeli in včasih tudi nejasnosti.
They could be improved in some areas (see Box 3). 
Na nekaterih področjih bi jih bilo mogoče izboljšati (glej okvir 3).
However, the 11 Managing Conflict of Interest in the Public Sector, A Toolkit, OECD, 2005. 
21 11 Managing conflict of interest in the public sector, OECD, 2005.
12 European Parliament, Bureau Decision implementing measures for the code of conduct for the MEPs with respect to financial interests and CoI (15 April 2013). 
12 Evropski parlament, Sklep predsedstva Evropskega parlamenta o izvedbenih ukrepih za Kodeks ravnanja za poslance Evropskega parlamenta v zvezi s finančnimi interesi in nasprotji interesov (15. april 2013).
Whistleblowing rules not adapted for Accredited Parliamentary Assistants 54 There should be effective institutional frameworks, and clear procedures and channels in place for facilitating the reporting of wrongdoing and corruption13. 
Pravila o prijavljanju nepravilnosti niso prilagojena za akreditirane parlamentarne pomočnike 54 Uvedeni bi morali biti uspešni institucionalni okviri ter jasni postopki in načini za lažje prijavljanje nepravilnosti in korupcije13.
Whistleblowers acting in good faith must be protected from retaliation. 
Žvižgače, ki delujejo v dobri veri, je treba zaščititi pred povračilnimi ukrepi.
Annex I — Part F provides an overview of the EU’s existing rules on this issue. 
V Delu F Priloge I je pregled obstoječih predpisov EU v zvezi s tem.
55 The Parliament’s Internal Rules (IR), implementing Article 22c of the Staff Regulations on whistleblowing, contain provisions governing advice, assistance and protective measures for whistleblowers. 
55 Notranja pravila Parlamenta za izvajanje člena 22c kadrovskih predpisov o prijavljanju nepravilnosti vsebujejo določbe v zvezi z nasveti, pomočjo in zaščitnimi ukrepi za prijavitelje nepravilnosti.
These apply to all staff, including MEPs’ Accredited Parliamentary Assistants (APAs). 
Uporabljajo se za vse uslužbence, vključno z akreditiranimi parlamentarnimi pomočniki poslancev Evropskega parlamenta.
56 The nature of the APAs’ work is different from that of other staff: they are recruited differently, and are employed directly by MEPs. 
56 Narava dela akreditiranih parlamentarnih pomočnikov se razlikuje od narave dela drugih uslužbencev: drugačen je namreč njihov postopek zaposlovanja in zaposlijo jih neposredno poslanci.
According to the Parliament’s IR, whistleblowing members of staff can be transferred to another post as a protective measure. 
Glede na notranja pravila Parlamenta se lahko uslužbenci, ki prijavijo nepravilnost, kot zaščitni ukrep premestijo na drugo delovno mesto.
The whistleblowing rules, however, do not refer to any safeguards specifically designed to reflect the specific nature of the APAs’ position. 
V pravilih o prijavljanju nepravilnosti pa niso navedeni zaščitni ukrepi, ki bi bili zasnovani tako, da bi odražali specifično naravo položaja akreditiranih parlamentarnih pomočnikov.
Post-mandate provisions for MEPs are less extensive 57 OECD Post-Public Employment Good Practices14 state that post-employment systems should be operational in all entities for which post-employment activities pose a real or potential problem. 
Določbe glede obdobja po prenehanju mandata za poslance Evropskega parlamenta so manj obsežne 57 V dokumentu OECD z naslovom Post-Public Employment Good Practices14 je navedeno, da bi morali imeti vsi subjekti, za katere dejavnosti po prenehanju zaposlitve v institucijah EU pomenijo dejanski ali potencialni problem, sisteme za obdobje po prenehanju zaposlitve v institucijah EU.
This concerns also the situations where the person is still in the office and is negotiating anticipated post-employment activities. 
To velja tudi za situacije, ko zadevna oseba še vedno opravlja funkcijo in se pogaja o predvidenih dejavnostih po prenehanju zaposlitve v institucijah EU.
Annex I — Part D provides an overview of the main characteristics of the existing rules on post-EU employment and mandate. 
V Delu D Priloge I je pregled glavnih značilnosti obstoječih pravil o obdobju po prenehanju zaposlitve in mandata v institucijah EU.
In the absence of an assessment on the unethical behaviours for former staff and Members, the differences below are not justified. 
Brez ocene o neetičnem vedenju nekdanjih uslužbencev in članov ali poslancev navedene razlike niso utemeljene.
58 For staff, the ethical framework sets out provisions related to post-employment activities and, in particular, certain cooling-off provisions. 
58 Etični okvir za uslužbence vsebuje določbe v zvezi z dejavnostmi po prenehanju zaposlitve v institucijah EU in zlasti nekatere določbe v zvezi z mirovanjem.
Officials intending to engage in occupational activity within two years of leaving the service are required to inform their institution, which may approve or reject the new activity. 
Uradniki, ki nameravajo v dveh letih po prenehanju zaposlitve v instituciji EU začeti opravljati drugo poklicno dejavnost, morajo o tem obvestiti svojo institucijo, ki lahko opravljanje nove dejavnosti odobri ali zavrne.
59 During the 12 months after they leave the service, former senior officials are prohibited by the Appointing Authority from lobbying staff of their former institution or advocating on behalf of businesses, clients or employers for which they were responsible during their last three years in the service. 
59 Nekdanjim višjim uradnikom v obdobju 12 mesecev po prenehanju zaposlitve v instituciji EU organ za imenovanje ne dovoli lobirati pri uslužbencih svoje nekdanje institucije ali zastopati interesov v imenu podjetij, strank ali delodajalcev, za katere so bili odgovorni v zadnjih treh letih zaposlitve.
In certain cases, this 12-month period may be extended up to 24 months by the institution. 
V nekaterih primerih lahko institucija to 12-mesečno obdobje podaljša na največ 24 mesecev.
60 Post-employment provisions for the Commissioners are set out in their code of conduct. 
60 Določbe o obdobju po prenehanju zaposlitve v institucijah EU za komisarje so določene v njihovem kodeksu ravnanja.
Former Commissioners must inform the College of their intention to engage in a professional activity during 24 months (36 months for the President) after leaving office. 
Nekdanji komisarji morajo po prenehanju funkcije na Komisiji obvestiti kolegij, da nameravajo v obdobju 24 mesecev (36 mesecev za predsednika) opravljati poklicno dejavnost.
The Commission assesses whether the planned activity is compatible with the duty of integrity and discretion. 
Komisija oceni, ali je načrtovana dejavnost skladna z dolžnostjo integritete in diskretnega ravnanja.
When the planned activity is related to the portfolio of the former Member, the Commission is required to consult the Independent Ethical Committee. 
povezana z resorjem nekdanjega člana, se mora Komisija posvetovati z neodvisnim odborom za etiko.