natgillin/translations-raw huggingface dataset:
Navedeni člen določa zlasti, da ena ali več institucij lahko kateri koli izmed njih ali medinstitucionalnemu organu zaupa izvajanje nekaterih ali vseh pooblastil, dodeljenih organu za imenovanja, razen odločitev v zvezi z imenovanji, napredovanji ali premestitvami uradnikov.
That Article provides in particular that " one or more institutions may entrust to any one of them or to an inter-institutional body the exercise of some or all of the powers conferred on the Appointing Authority, other than decisions relating to appointments, promotions or transfers of officials ".
S Sklepom 2002/620/ES je bil izbor uradnikov in drugih uslužbencev v skladu s členom 2 kadrovskih predpisov zaupan Evropskemu uradu za izbor osebja (EPSO)
By Decision 2002/620/EC, the selection of officials and other servants was entrusted to European Personnel Selection Office (EPSO) pursuant to Article 2 of the Staff Regulation
Člen 2(3) kadrovskih predpisov je v svoji različici, ki se je uporabljala pred 1. majem 2004 in je bila pravna podlaga za Sklep 2002/620/ES, določal: „ Vendar pa lahko dve ali več institucij zadolžita oziroma zadolžijo eno izmed njih ali medinstitucionalno telo, da izvaja pooblastila organa za imenovanja glede zaposlovanja ter sistema socialne varnosti in pokojninskega sistema “. .
Article 2(3) of the Staff Regulation in its version applicable before 1 May 2004, which was the legal basis of Decision 2002/620/EC, provided: " However, two or more institutions may entrust to one of them or to an interinstitutional body the exercise of the powers conferred on the appointing authority in respect of recruitment and of the social security and pension schemes ". .
V središču poročila je torej tisti vidik politike zaposlovanja, ki ga urad EPSO upravlja kot pristojnost, ki so mu jo institucije zaupale pri izvajanju kadrovskih predpisov.
It is therefore that aspect of recruitment policy, which is managed by EPSO as a competence delegated to it by the institutions in implementing the Staff Regulations, which is at the heart of the report.
Urad EPSO je bil ustanovljen leta 2002, delovati pa je začel leta 2003.
EPSO was established in 2002 and became operational in 2003.
Takratna ocena je bila, da institucije potrebujejo strokoven in racionalen postopek izbire, ki je bil do tedaj neučinkovit, neuspešen in včasih tudi nepravičen.
It was considered that there is a need for a professional and rational selection procedure that was felt to be inefficient, ineffective and at times even unfair.
Zakonodajna podlaga za postopek izbire je bila v kadrovskih predpisih in se je lahko spremenila samo v tem okviru.
The legislative grounds of the selection process are contained in the Staff Regulation and can only be modified in that context.
Od leta 2003 naprej je urad EPSO strukturno samostojno telo z lastnim proračunom, kadrovskim načrtom, organom za imenovanja in prostori.
It is also understood that, as from 2003, EPSO is a structurally autonomous body, having its own budget, establishment plan, appointing authority and premises.
Na Komisijo je vezan izključno iz logističnih razlogov, vendar pa s tem ne spada v njeno upravno pristojnost.
It is attached to the Commission for logistical purposes only, but does not thereby fall under its administrative authority.
Urad združuje upravno funkcijo in ga lahko v tem smislu najnatančneje opredelimo kot „skupno službo“ institucij.
EPSO is a pooling of an administrative function and in this sense can most accurately be described as a “common service” for all the institutions involved.
Uspešno delovanje urada EPSO je v samem jedru zaposlovanja uradnikov in drugih uslužbencev v vseh institucijah, ki so svoja pooblastila za izbiro kandidatov prenesle na EPSO, saj lahko zdaj svoje natečaje organizirajo samo izjemoma.
The successful operation of EPSO is at the heart of recruitment of officials and other servants by all institutions which have transferred to EPSO their powers to run the selection of candidates and can now organise their own competitions on exceptional basis only.
Urad je v zadnjem času predstavil svoj razvojni načrt, v katerem je več sprememb izbirnega postopka, namenjenih izboljšanju sedanjih postopkov.
EPSO has recently presented the EPSO Development Plan (EDP) that puts forward a number of changes in the selection process designed to improve the current procedures.
Poleg tega je več pomanjkljivosti v delovanju urada obravnavalo Računsko sodišče v posebnem poročilu 9/2009 z dne 10. junija 2009.
In addition, the Court of Auditors produced its Special Report 9/2009 of 10 June 2009 where it addresses a number of shortcomings in the functioning of EPSO.
To je spodbudilo nastanek tega samoiniciativnega poročila, katerega namen je zlasti pregledati izvajanje kadrovskih predpisov pri zaposlovanju uradnikov in drugih uslužbencev, katerega glavni element je prav postopek izbire.
This has prompted the current initiative report which looks primarily at how the Staff Regulations are implemented when it comes to the recruitment of officials and other servants, of which the selection procedure is the core element.
IZVEDBENI AKTI
IMPLEMENTING ACTS
Generalni sekretarji institucij, ki so ustanovile EPSO, so se skupaj s sodnim tajnikom Sodišča in predstavnikom varuha človekovih pravic dogovorili o načinih delovanja urada ter o smernicah za politiko izbire in zaposlovanja, ki so jih oblikovali kot skupna načela ter jih zapisali v izvedbenih aktih.
Modalities of EPSO's functioning and the guidance on the selection and recruitment policy in the form of common principles were agreed and decided in implementing acts by Secretaries General of the institutions that founded EPSO, including the Registrar of the Court of Justice and the representative of the Ombudsman.
Revizija postaja res nujna.
Urgent review imposes itself.
PRIPOMBE K RAZVOJNEMU NAČRTU EPSO
PARTICULAR OBSERVATIONS CONCERNING THE EDP
Medinstitucionalno telo
Interinstitutional body
Urad EPSO je bil ustanovljen kot medinstitucionalno telo.
EPSO was established as an interinstitutional body.
Medinstitucionalnost je zato njegov sestavni del, omogočati pa bi morala ustrezno zastopanost institucij v njegovi notranji strukturi in pri odločanju.
Interinstitutionalism is therefore a constitutive element of EPSO and should guarantee the appropriate representation of institutions in its internal structures and decision making.
Člen 7(4) Sklepa 2002/621/ES zato določa, da morajo biti uradniki vseh institucij Skupnosti obveščeni o prostih delovnih mestih v uradu EPSO takoj, ko se organ za imenovanja odloči, da jih bo zapolnil.
To this end Article 7(4) of Decision 2002/621/EC requires that the officials of all Community institutions are to be informed of posts vacant within EPSO as soon as the appointing authority decides to fill those posts.
Medinstitucionalizacija tudi pomeni, da ni dovolj, da urad upošteva samo potrebe institucij kot celote, ampak mora upoštevati tudi specifične potrebe posameznih institucij, tako da bodo te lahko zaposlile kandidate, ki so zanje najprimernejši.
Interinstitutionalisation means also that it is not only the needs of institutions taken together that should be respected but also that due account has to be taken of particular needs of individual institutions so that they can recruit candidates that are suitable for them.
To pa je tesno povezano s spoštovanjem večjezičnosti in geografskega ravnotežja.
This is closely related to the respect of multilingualism and geographical balance.
Medinstitucionalizacija še zahteva, da so v izbirnih komisijah za natečaje urada EPSO enako zastopane vse institucije.
Finally, interinstitutionalisation entails equal representation of institutions in the Selection Boards of competitions organised by EPSO.
Izbirne komisije
Selection Boards
Ti stalni člani bi sodelovali z začasnimi člani izbirnih komisij, vendar bi se izobraževali drugače in bi imeli druge naloge.
Those permanent members would work together with non-permanent members of Selection Boards but would receive a different training and have different tasks.
Zdi pa se, da je EPSO izbiro, ali bodo sodelovale v sistemu ali ne, prepustil institucijam.
EPSO seems to have left the institutions the choice to take part in the system.
Pred prvim letnim krogom javnih natečajev (2010–2011) iz razvojnega načrta EPSO je urad objavil razpis za prijavo interesa kandidatov za stalne člane izbirne komisije, rok za prijave pa je bil 15. september 2009.
In view of launching the first annual cycle of open competitions (2010-2011) announced in the EDP, it published the call for expression of interest by the candidates for permanent Selection Board members with deadline for applications set on 15 September 2009.
Vsaj ena institucija (Parlament) ni želela sodelovati.
At least one institution (Parliament) has opted-out.
Tudi odbori uslužbencev s predlogom niso bili zadovoljni.
The proposal was also felt unsatisfactory to the Staff Committees.
Zasnova, kot jo predlaga urad EPSO, najprej odpira vprašanje skladnosti s kadrovskimi predpisi, zlasti s členom 3(3) Priloge III, ki določa: „Komisijo za izbiro kandidatov na podlagi javnih natečajev, skupnih za dve ali več institucij, sestavljajo predsednik, ki ga imenuje organ za imenovanja iz člena 2(2) kadrovskih predpisov in člani, ki jih imenuje organ za imenovanja iz člena 2(2) kadrovskih predpisov na predlog institucij, kot tudi člani, imenovani z dogovorom med odbori uslužbencev institucij, tako da je zagotovljena enaka zastopanost“.
The concept proposed by EPSO raises first of all the question of compliance with Staff Regulations, in particular Article 3(3) of Annex III, which states that: " For open competitions common to two or more institutions, the Selection Board shall consist of a chairman appointed by the appointing authority referred to in Article 2(2) of the Staff Regulations and of a member appointed by the appointing authority referred to in Article 2(2) of the Staff Regulations on a proposal from the institutions, as well as of members appointed by agreement between the Staff Committees of the institutions, in such a way as to ensure equal representation ".
To pomeni, da v natečajih, ki jih organizira EPSO, člane izbirne komisije imenuje EPSO ali odbori uslužbencev.
That means that in case of competitions organised by EPSO Selection Board members are appointed by EPSO or by Staff Committees.
EPSO imenuje člane na predlog institucij.
EPSO appoints members on a proposal from the institutions .
To naj bi pomenilo, da morajo za vsako izbirno komisijo vsakega javnega natečaja, ki ga organizira EPSO, kandidate za člane predlagati institucije.
This should be understood that for each Selection Board of each open competition organised by EPSO the institutions have to propose the members to be appointed.
Predlog ni splošne narave, temveč velja za vsak natečaj posebej.
This proposal is not a general one, but is made on a case-by-case basis.
S tem naj bi bilo zagotovljeno, da bodo člani izbirne komisije natančno in sproti seznanjeni z delom in življenjem institucije in bodo znali ustrezno zaznati potrebe vsake institucije posebej.
This is so designed to ensure that members of the Selection Board have a full and up-to-date grasp on institutions' work and life and the necessary sensitivity to needs of each and all institutions.
Zato je malo verjetno, da bi EPSO lahko imenoval stalne člane izbirne komisije med določenim številom članov, ki bi jih predlagale institucije za opravljanje funkcije stalnih članov izbirne komisije.
Thus, it is doubtful that permanent members of the Selection Board can be appointed by EPSO on the basis of a pool of members proposed by the institutions to exercise the function of permanent members of the Selection Boards.
Vsaka institucija bi morala še vedno predlagati svojega člana.
Each institution would still be required to propose its member.
Prav tako je malo verjetno, da bi lahko stalni člani izbirne komisije ostali v tesnem stiku z vsakodnevnim življenjem institucij.
It is also doubtful how permanent members of Selection Boards would keep their daily insight knowledge of institutions.
Razvojni načrt EPSO se ne spušča v te podrobnosti.
This aspects are not developed in the EDP in detail.
Po mnenju urada EPSO to, da določena institucija ne ponudi stalnih članov izbirne komisije, ne bo oviralo novega sistema, čeprav bodo morale institucije, ki ne bodo želele/mogle imenovati stalnih članov, zagotoviti večje število začasnih članov.
EPSO does not consider the non participation by one of the institutions in the pool of permanent Selection Board members to be an obstacle to the introduction of the system, noting that institutions which did not wish/have the capacity to appoint permanent members will have to provide a higher number of non-permanent members.
Slaba stran take rešitve je, da bi prihajalo do razlik zaradi predlagane razdelitev števila stalnih članov na institucijo, različnih nalog stalnih in začasnih članov izbirne komisije in dejstva, da bi se v funkciji predsednika in podpredsednika izbirne komisije izmenjevali zgolj stalni člani, tako da institucije ne bi bile enakovredno zastopane in ne bi mogle enakovredno vplivati na odločitve.
That solution seems to have some shortcomings given the proposed distribution of the number of permanent members per institution, different tasks of a permanent and non-permanent member of the Selection Board, the fact that the rotating chair and vice-chair of the Selection Board is reserved for permanent members and thus there is no possibility of equal representation and weighing between the institutions.
Prav tako bodo odbori uslužbencev pred težavno nalogo predlagati stalne člane, ki bodo napoteni v urad EPSO.
It also seems that it might not be an easy task for Staff Committees to propose permanent members for secondment to EPSO.
Tudi z vidika prihranka časa in delovnih metod ni jasno, kako naj bi urad EPSO zagotovil, da delo izbirne komisije ne bo trpelo zaradi premajhnega števila nestalnih članov in da bodo imeli oboji člani v izbirnih komisijah enaka pooblastila in odgovornosti, čeprav naj bi imeli različne naloge in naj bi bili deležni drugačnega usposabljanja.
In terms of time savings and working methods it is also doubtful how EPSO would ensure that the unavailability of non-permanent member would not continue to hamper the works of the Selection Board and how to ensure that both type of members will have the same powers and responsibilities in Selection Boards, while apparently having different tasks and receiving different training.
Odprta ostajajo tudi vprašanja neodvisnosti članov izbirnih komisij in institucij pri predlaganju kandidatov za imenovanje v posamezno komisijo.
It also leaves opened questions on the independence of members of Selection Boards and on the independence of institutions in proposing candidates for appointment to a particular Board.
Naj na tem mestu omenimo, da je Odbor za pravne zadeve in notranji trg maja 2002 poudaril, da je treba preprečiti, da bi se člani izbirne komisije prelevili v poklicne selektorje, ki bi lahko izgubili občutek za institucije in njihov način delovanja, s tem pa ne bi imeli več potrebnega strokovnega pristopa glede spretnosti, ki jih zahteva delovno mesto uradnika.
In this context it should also be recalled that the Committee on Legal Affairs and the Internal Market in May 2002 stressed with respect to the members of the Selection Board the need to avoid creating a "caste" of professional selectors who could loose the feel of the institutions and the way in which they actually function and, as a result, not have the requisite professional approach as regards skills required to occupy the post of an official.
Omeniti velja še, da bi morala taka poklicna izbirna komisija še vedno uporabljati ocenjevalce, zunanje pogodbene sodelavce in druge strokovnjake.
Finally it should be observed that such professionalized Selection Board would still require recourse to assessors, external contractors and other experts.
Eden od pomembnih vidikov zaposlovanja v večjezični instituciji, kot je Parlament, je zagotoviti največje možno število večjezičnih kandidatov.
It is one of the important aspects of recruitment for a multilingual institution, such as the Parliament, to ensure the best possible number of candidates with multilingual profile.
Delo v treh delovnih jezikih je sicer pomembno, a zagotoviti je treba, da se ne izgubijo kandidati, ki znajo več jezikov.
While the ability to work in the three working languages is important, it has to be made sure that candidates who can present a wider knowledge of languages are not lost.
To je tesno povezano z obveznostjo zaposlovanja na najširši možni geografski osnovi.
This is closely related with the obligation to recruit on the broadest possible geographical basis.
Nujna je analiza načinov za boljšo geografsko uravnoteženost.
Urgent analysis of the ways to improve geographical balance is necessary.
Načrtovanje v institucijah
Planning by the institutions
Institucije morajo biti še naprej odgovorne za to, da ocenjujejo svoje potrebe po zaposlovanju in jih na kar najboljši način tudi rešijo.
The institutions must continue to be responsible for assessing their needs in terms of recruitment and determining the best ways of meeting them.
Možnost, da institucije same pripravijo javne natečaje za izpolnitev specifičnih potreb po visoko specializiranem osebju, je zdaj omejena samo na izjemne primere, zanjo pa je potrebno soglasje urada EPSO.
The possibility for the institutions to hold their own open competitions to meet specific needs for highly specialised staff are now limited to exceptional cases only and subject to the agreement of EPSO.
Hkrati pa lahko EPSO svojo nalogo opravlja samo, če pozna potrebe institucij po zaposlovanju, zato morajo institucije svoje potrebe ugotoviti in jih sporočiti uradu.
At the same time EPSO can only provide its service when it knows the recruitment needs of the institutions, which should be responsible for their identification and notification to EPSO.
V ta namen so ukrepi iz razvojnega načrta EPSO dobrodošli.
To this end the actions proposed in the EDP are welcomed.
Zaradi možnih sprememb pa bi bilo treba tudi analizirati pripravo in uporabo rezervnih seznamov.
At the same time the drawing up and use of reserve lists should be analysed with a view to a possible review.
Sedanji sporazum, ki so ga podpisali generalni sekretarji institucij, sodni tajnik Sodišča in predstavnik varuha človekovih pravic, določa, da so rezervni seznami veljavni dve leti, hkrati pa kadrovski predpisi določajo, da seznami, kjer je to le možno, vsebujejo vsaj dvakrat toliko kandidatov kot je prostih mest.
For instance, the current Agreement signed by the Secretaries-General of the institutions, including the Registrar of the Court of Justice and the representative of the Ombudsman, requires that reserve lists remain valid for two years while the Staff Regulations provides in addition that lists contain, wherever possible, at least twice as many names as the number of posts to be filled.
Ker imajo institucije še vedno popoln nadzor nad zaposlovanjem kandidatov z rezervnih seznamov v skladu s svojimi potrebami, je pomembno, da je na natečajih izbranih in na sezname vpisanih toliko kandidatov, da imajo vse institucije, ki imajo pogosto različno kulturo in potrebe, dovolj veliko izbiro.
As the institutions retain full control over the individuals’ recruitment from the reserve lists in accordance with their needs, it is important that competitions produce and reserve lists supply a sufficient choice of candidates for all institutions having often different culture and needs.
Sistem označevanja kandidatov naj bi zagotovil, da institucije ne bi tekmovale za kandidate na podlagi reka „kdor prvi pride, prvi melje“, ampak bi imele možnost označiti uspešnega kandidata s profilom, kakršnega so želele ob objavi javnega natečaja.
The flagging system should ensure that institutions do not compete for candidates on the "first comes first served" basis and that they have possibility to flag successful candidates having a profile that they asked for when requesting to launch the competition.
Ta možnost bi morala biti uravnotežena z možnostjo kandidata, da svobodno izrazi svoje želje in aktivno išče zaposlitev v institucijah, ki jih sam izbere v mejah rezervnega seznama.
This should be balanced against possibility for the candidates to freely express their preference and actively seek employment with institutions of their choice within the limits of the reserve list.
To bi lahko pomagalo izboljšati podobo institucij kot delodajalcev.
This could help improving the image of institutions as employers.
Nenazadnje pa bi moral biti urad EPSO proaktiven pri upravljanju in spremljanju rezervnih seznamov, da bi institucijam pomagal usklajevati njihovo načrtovanje z dejansko uporabo seznamov in tako ustvariti orodje za ustreznejše ugotavljanje potreb po zaposlovanju in še dodatno izboljšanje izbirnih meril.
Finally, EPSO should be proactive in managing and monitoring the use of reserve lists so as to help the institutions to confront their planning with the actual use of the lists, making it a tool for more optimal identification of the recruitment needs and for further improvement of selection criteria.
o predlogu sklepa Sveta o sklenitvi Sporazuma med Evropsko unijo in Združenimi državami Amerike o obdelavi in posredovanju podatkov o finančnih transakcijah iz Evropske unije Združenim državam Amerike za namene programa za sledenje financiranja terorističnih dejavnosti
on the proposal for a Council decision on the conclusion of the Agreement between the European Union and the United States of America on the processing and transfer of Financial Messaging Data from the European Union to the United States for purposes of the Terrorist Finance Tracking Program
večina oddanih glasov
*** Consent procedure
**II Postopek sodelovanja (druga obravnava)
***II Ordinary legislative procedure (second reading)
***I Postopek soodločanja (prva obravnava)
***III Ordinary legislative procedure (third reading)
večina oddanih glasov za odobritev skupnega stališča
Amendments to a text
absolutna večina poslancev Parlamenta za zavrnitev ali spremembo skupnega stališča
In amendments by Parliament, amended text is highlighted in bold italics .
***III Postopek soodločanja (tretja obravnava)
In the case of amending acts, passages in an existing provision that the draft act has left unchanged, but that Parliament wishes to amend, are highlighted in bold .
večina oddanih glasov za odobritev skupnega besedila
Any deletions that Parliament wishes to make in passages of this kind are indicated thus: [...].
– ob upoštevanju predloga sklepa Sveta ( KOM(2009)0703 in 5305/1/2010REV),
– having regard to the proposal for a Council decision ( COM(2009)0703 and 5305/1/2010REV),
– ob upoštevanju besedila sporazuma med Evropsko unijo in Združenimi državami Amerike o obdelavi in posredovanju podatkov o finančnih transakcijah iz Evropske unije Združenim državam Amerike za namene programa za sledenje financiranja terorističnih dejavnosti (16110/2009),
– having regard to the text of the agreement between the European Union and the United States of America on the processing and transfer of Financial Messaging Data from the European Union to the United States for purposes of the Terrorist Finance Tracking Program (16110/2009),
– ob upoštevanju svoje resolucije z dne 17. septembra 2009 o predvidenem mednarodnem sporazumu o posredovanju podatkov o finančnih transakcijah Ministrstvu za finance Združenih držav za preprečevanje terorizma oziroma njegovega financiranja in boj proti njemu
– having regard to its resolution of 17 September 2009 on the envisaged international agreement to make available to the United States Treasury Department financial payment messaging data to prevent and combat terrorism and terrorist financing,
Sprejeta besedila, P7_TA-PROV(2009)0016 . ,
Texts adopted; P7_TA-PROV(2009)0016 .
– ob upoštevanju prošnje po odobritvi, ki jo je Svet vložil v skladu s členom 218(6)(a) v povezavi s členoma 82(1)(d) in 87(2)(a) Pogodbe o delovanju Evropske unije (C7 0004/2010),
– having regard to the request for consent submitted by the Council pursuant to Article 218 (6)(a) in conjunction with Articles 82(1)(d) and 87(2)(a) of the Treaty on the Functioning of the EU ( C7‑0004/2010 ),