natgillin/translations-raw huggingface dataset:
The second code is the Code of Conduct of the European Central Bank, which gives guidance to, and sets benchmarks for, the staff of the ECB and the members of the Executive Board, all of whom are expected to maintain high standards of professional ethics in the performance of their duties.
Navedena uredba med drugim predvideva, da Evropski urad za boj proti goljufijam (OLAF) izvaja notranje preiskave sumov goljufij v institucijah, organih, uradih in agencijah Skupnosti.
6In accordance with the Code of Conduct’s rules against insider trading, the ECB’s staff and the members of the Executive Board are prohibited from taking advantage of inside information when conducting private financial activities at their own risk and for their own account, or at the risk and for the account of a third party.
Odbor notranjih revizorjev (odbor Eurosistema/ESCB), sestavljen iz predstojnikov oddelkov za notranjo revizijo v ECB in nacionalnih centralnih bankah, je odgovoren za usklajevanje revidiranja skupnih projektov in operativnih sistemov Eurosistema/ECB.
7The third code is a Supplementary Code of Ethical Criteria for the members of the Executive Board.
Uredba OLAF predvideva, da vsaka institucija, organ, urad in agencija sprejme sklepe, s katerimi uradu OLAF omogoči izvajanje preiskav v vsaki od njih.
9, its amendment, OJ C 10, 16.1.2007, p.
9, njegovo spremembo, UL C 10, 16. 1. 2007, str.
12 and the ECB’s website.See Part 1.2 of the ECB Staff Rules containing the rules on professional conduct and professional secrecy, OJ C 92, 16.4.2004, p.
12, in spletno mesto ECB.Glej del 1.2 Pravil za zaposlene ECB, kjer so pravila o poklicnem ravnanju in poslovni skrivnosti (ECB Staff Rules), UL C 92, 16. 4.
46 and the ECB’s website.
46, in spletno mesto ECB.
In order to enhance corporate governance, the Governing Council decided to create an ECB Audit Committee as of April 2007, composed of three of its members, with John Hurley
Svet ECB je imenoval tudi svetovalca, ki je zadolžen, da njegovim članom daje smernice glede nekaterih vidikov poklicnega ravnanja. Drugi kodeks je Kodeks ravnanja Evropske centralne banke, ki ga uporabljajo
In June 2004 the Governing Council adopted a decision 10concerning the terms and conditions for investigations by OLAF of the ECB, which entered into force on 1 July 2004.
Sklep 10o pogojih za izvajanje notranjih preiskav urada OLAF v ECB, ki je stopil v ve- ljavo 1. julija 2004.
PUBLIC ACCESS TO ECB DOCUMENTSThe ECB’s Decision on public access to ECB documents 11adopted in March 2004 is in line with the objectives and standards applied by other Community institutions and bodies with regard to public access to their documents.
DOSTOP JAVNOSTI DO DOKUMENTOV ECBSklep ECB o javnem dostopu do dokumentov ECB,11ki je bil sprejet marca 2004, je v skladu s cilji in merili drugih institucij in organov Skupnosti glede javnega dostopa do njihovih dokumentov.
It enhances transparency, while at the same time taking into account the independence of the ECB and of the NCBs and ensuring the confidentiality of certain matters specific to the performance of the ECB’s tasks. 12
Izboljšuje preglednost, hkrati pa upošteva neodvisnost ECB in nacionalnih centralnih bank ter zagotavlja zaupnost nekaterih zadev, specifičnih za izvajanje nalog ECB. Leta 2007 je število zahtevkov za javni dostop ostalo majhno.12
This Decision was adopted in response to the judgement of the European Court of Justice on 10 July 2003 in Case-11/00 Commission v European Central Bank, ECR I-7147.11 OJ L 80, 18.3.2004, p. 42.
Ta sklep je bil sprejet kot odgovor na razsodbo Sodišča Evropskih skupnosti z dne 10. julija 2003 v za- devi 11/00 Komisija proti Evropski centralni banki ECR
12 In line with the ECB’s commitment to openness and transparency, an “Archives” section of the ECB’s website provides access to historical documentation.
12 V skladu z zavezanostjo ECB odprtosti in preglednosti; razdelek z naslovom „Arhiv” na spletnem mestu ECB omogoča dostop do arhivske dokumentacije.
2ORGANISATIONAL DEVELOPMENTS
2ORGANIZACIJSKI RAZVOJ
2.1 HUMAN RESOURCES
2.1 ČLOVEŠKI VIRI
In 2007 the ECB enhanced its human resources (HR) policy framework to underline the importance of its values and the HR basic principles.
V letu 2007 je ECB okrepila svoj okvir kadrovske politike, da bi poudarila pomembnost svo- jih vrednot in temeljnih kadrovskih načel.13S tem okvirom tudi pojasnjuje, zakaj so bile iz- brane posamezne kadrovske politike in kako so med seboj povezane.
13This framework is also an instrument for explaining why specific HR policies have been chosen and how they relate to one another.
Znotraj okvira so politike v zvezi s kadrovskim upravljanjem razdeljene na štiri glavna področja.
The ECB’s external work experience scheme facilitates the secondment of staff to the 27 NCBs in the EU or to relevant international organisations (e.g. the IMF and the BIS) for periods of two to twelve months.
Program zunanjega pridobivanja delovnih izkušenj, ki ga izvaja ECB, omogoča napotitve zaposlenih v 27 nacionalnih centralnih bank v EU ali v ustrezne mednarodne organizacije (npr. MDS in BIS) za obdobje od dveh do dvanajstih mesecev.
23 members of staff were seconded under this scheme in 2007.
V letu 2007 je bilo po tem programu napotenih 23 zaposlenih.
In addition, the ECB granted unpaid leave, for up to three years, to 36 members of staff.
ECB je poleg tega36 zaposlenim odobrila neplačani dopust do 3 let.
Many of them (19) took up employment at NCBs, international organisations or private companies.
Mnogi od njih (19) so se zaposlili pri nacionalni centralni banki, mednarodnih organizacijah ali zasebnih podjetjih.
Others used these periods of unpaid leave for study purposes.
Drugi so neplačani dopust izkoristili za študij.
CORPORATE CULTUREWith staff from the 27 EU Member States, the ECB has integrated diversity management into its HR practices to ensure that the individual competencies of staff are recognised and fully utilised for the purpose of achieving the ECB’s objectives.
ORGANIZACIJSKA KULTURAECB zaposluje ljudi iz 27 držav članic EU, zato je v svoje kadrovske postopke vključila upravljanje raznolikosti, da bi tako zaposlenim priznala njihove individualne sposobnosti in to v celoti izkoristila pri doseganju ciljev ECB. Upravljanje raznolikosti v ECB temelji na strategiji raznolikosti, ki je bila uvedena leta 2006.
It seeks to ensure that all members of staff are treated with respect and that their performance is assessed on the basis of merit.
Njen cilj je zagotoviti, da so vsi zaposleni obravnavani spoštljivo in da se njihova uspešnost ocenjuje na podlagi njihovih zaslug.
In addition to promoting mobility, including managerial rotation, the HR strategy continued to focus on the development of ECB management and, in particular, on strengthening managerial skills through training and individual coaching.
Poleg spodbujanja mobilnosti, vključno z rotacijo vodstvenih delavcev, je kadrovska strategija veliko pozornosti še naprej posvečala razvoju vodstvenih kadrov ECB in zlasti krepitvi vodstvenih spretnosti s pomočjo usposabljanja in individualnimi treningi.
Training for managers concentrated on the enhancement of leadership skills, on performance and organisational change management, and on “dignity at work” as an essential pillar of the ECB’s diversity strategy.
Pri usposabljanju vodstvenih kadrov je bil osrednji poudarek namenjen krepitvi spretnosti vodenja, delovni uspešnosti, upravljanju organizacijskih sprememb, pa tudi „dostojanstvu na delovnem mestu” kot bistvenim stebrom strategije raznolikosti ECB.
The six ECB common values (competence, effectiveness and efficiency, integrity, team spirit, transparency and accountability, and working for Europe) were further embedded in the HR policies with a view to shaping day-to-day behaviour and improving performance.
V kadrovske politike je bilo vključenih tudi šest skupnih vrednot ECB (strokovnost, uspešnost in učinkovitost, poštenost, skupinski duh, preglednost in odgovornost ter delo za Evropo) kot vodilo pri vsakdanjem ravnanju in v spodbudo za večjo delovno uspešnost.
Managers also participated in an annual mandatory multisource feedback exercise in which directly reporting staff, peers and external contacts identify areas for managers’ personal development.
Poleg tega so vodstveni delavci sodelovali v obveznem letnem pridobivanju povratnih informacij iz različnih virov, v okviru katerega neposredno podrejeni, sodelavci na isti ravni in zunanji stiki navedejo področja, na katerih je možen nadaljnji osebni razvoj ocenjevanega.
Based on the results of the multisource feedback, individual coaching can be provided.
Na temelju rezultatov povratnih informacij iz različnih virov je mogoče zagotoviti individualni trening.
The continuous acquisition and development of skills and competencies by all members of staff remains a cornerstone of the ECB’s HR strategy.
Stalno pridobivanje in razvoj znanj in sposobnosti vseh zaposlenih ostaja eden temeljnih kamnov kadrovske strategije ECB.
As a basic principle, learning and development are a shared responsibility between staff and institution.
Osnovno načelo je, da sta učenje in razvoj skupna odgovornost zaposlenih in organizacije.
On the one hand, the ECB provides the budgetary means and training framework
Na drugi strani morajo zaposleni za izobraževanje in razvoj ustrezno ukrepati ter
STAFF DEVELOPMENTFollowing the introduction in 2006 of general principles for mobility which encourage members of staff to change positions after five years of service, internal mobility has received considerable support.
Temeljna načela kadrovske politike so: organizacijske potrebe, decentralizirano vodenje zaposlenih, zasluge, raznolikost, privlačni pogoji zaposlitve in vzajemna zavezanost.
Mobility is seen as an opportunity for staff to widen their expertise and develop their skills and as a means for the ECB to broaden awareness among its staff and increase synergies across business areas.
Zaposleni jo razumejo kot priložnost, da razširijo strokovno znanje in pridobijo nove spretnosti, za ECB pa predstavlja način, da zaposleni bolje spoznajo delovanje organizacije in da je mogoče bolje izkoristi sinergije med poslovnimi področji.
In this respect, the internal recruitment policy, which places emphasis on broad competencies, aims to further facilitate internal staff mobility.
Notranjo mobilnost zaposlenih dodatno pospešuje politika notranjega zaposlovanja, ki poudarja predvsem splošnejše sposobnosti.
In 2007 a “mobility window” was launched to foster exchanges between staff members as well as temporary internal transfers, for instance to cover for the absence of colleagues.
V letu 2007 je bilo uvedeno „okno mobilnosti”, ki spodbuja izmenjave zaposlenih in začasne notranje premestitve, na primer za nadomeščanje odsotnih sodelavcev.
leave. The following table summarises developments in the staffing of the ECB in 2007.
Kratkoročne pogodbe za uslužbence nacionalnih centralnih bank in mednarodnih organizacij ECB in tem organizacijam omogoča medsebojno izmenjavo izkušenj.
Offering shortterm contracts to staff from NCBs and international organisations allows the ECB and these organisations to gain from each other’s experience.
Kratkoročno zaposlovanje uslužbencev nacionalnih centralnih bank prispeva tudi h krepitvi skupinskega duha v ESCB.
and managers define the training needs of staff for their current position.
skrbeti za svojo trajno visoko strokovno znanje.
In addition to numerous in-house training opportunities, staff continued to take up external training opportunities to address individual training needs of a more technical nature.
Poleg številnih možnosti za usposabljanje v okviru ECB so zaposleni pri bolj tehničnih področjih še naprej uporabljali tudi možnosti zunanjega usposabljanja.
They also benefited from training opportunities organised as part of ESCB programmes or offered by the NCBs.
Mnogi so se udeležili tudi usposabljanj, ki so potekala v okviru programov ESCB ali so jih organizirale nacionalne centralne banke.
In September 2007 the second intake of participants in the ECB’s Graduate Programme, which is aimed at recent graduates with a broad educational background, joined the Bank on the basis of two-year non-convertible contracts.
Septembra 2007 se je ECB na podlagi 2-letnih nespremenljivih pogodb pridružila druga skupina udeležencev programa ECB za diplomante, ki je namenjen novim diplomantom s širokega področja izobrazbe.
In the context of its secondary training policy, the ECB provided 22 members of staff with support to acquire a qualification that would increase their professional competence beyond the requirements of their current position.
ECB je v skladu s svojo politiko sekundarnega usposabljanja 22 zaposlenim omogočila pridobitev kvalifikacije, s katero bo njihova strokovna usposobljenost višja od zahtevane za njihovo trenutno delovno mesto.
The internship opportunities offered by the ECB focused on students and graduates with backgrounds in economics, statistics, business administration, law and translation.
ECB je opravljanje pripravništva omogočila predvsem študentom in diplomantom ekonomije, statistike, poslovne administracije, prava in prevajalstva.
The ECB also offered five fellowships as part of the Wim Duisenberg Research Fellowship Programme, which is open to leading economists, and five fellowships to young researchers in the context of its Lamfalussy Fellowship Programme.
ECB je podelila tudi pet štipendij v okviru programa „Wim Duisenberg Research Fellowship Programme”, ki je na voljo vodilnim ekonomistom, in pet štipendij mladim raziskovalcem v okviru raziskovalnega programa „Lamfalussy Fellowship Programme”.
RECRUITMENTExternal recruitment to fill permanent positions was carried out on the basis of fixed-term contracts of five years for managerial positions and three years for other positions.
ZAPOSLOVANJEZunanje zaposlovanje za zapolnitev stalnih delovnih mest je potekalo na podlagi 5-letnih pogodb za določen čas za vodstvene položaje in 3-letnih pogodb za določen čas za vsa druga delovna mesta.
Fixedterm contracts offered for permanent positions may be converted into unlimited contracts, subject to a review procedure that takes into account organisational considerations and individual performance.
Pogodbe za določen čas za stalna delovna mesta je mogoče spremeniti v pogodbe za nedoločen čas na podlagi pregleda, ki upošteva organizacijske vidike in individualno delovno uspešnost.
In 2007 the ECB offered 27 convertible fixed-term contracts to external applicants.
V letu 2007 je ECB zunanjim prosilcem ponudila 27 pogodb za določen čas, ki jih je mogoče spremeniti v pogodbe za nedoločen čas.
It also issued 56 non-convertible fixed-term contracts to cover for staff absences of more than one year and 114 shortterm contracts to cover for absences of less than one year, such as unpaid or parental
Izdala je tudi 56 nespremenljivih pogodb za določen čas za nadomeščanje delavcev, odsotnih več kot eno leto, in 114 kratkoročnih pogodb za nadomeščanje delavcev, odsotnih do enega leta, na primer zaradi neplačanega dopusta ali starševskega dopusta.
Staffing developments
Gibanje števila zaposlenih
Staff with an ECB contract,
Zaposleni s pogodbo ECB, ekvivalent
93 full-time equivalent 1)Short-term contracts offered to experts from NCBs and/or international organisations New participants in the Graduate
93 polnega delovnega časa 1)Kratkoročne pogodbe za strokovnjake iz nacionalnih centralnih bank in/ali mednarodnih organizacij Novi udeleženci programa za diplomante
Source: ECB.1) The approved headcount as at 31 December 2007 was 1,348.
Vir: ECB.1) Odobreno število zaposlenih v proračunu je 31. decembra 2007 znašalo 1.343.
This discrepancy was mainly due to the fact that fixed-term contracts were awarded to replace staff members who were absent for a period of more than 12 months.
To razhajanje je predvsem posledica tega, da so bile sklenjene pogodbe za določen čas za nadomeščanje delavcev, ki so bili odsotni več kot 12 mesecev.
It is expected that the outcome of this review will be implemented at the beginning of 2009.
Da bi izboljšali ravnotežje med poklicnim in zasebnim življenjem in še bolj razvili odpornost
A conference on leading organisational change also took place, and a new task force on ESCB human resources management information was launched.
uvedena pa je bila tudi nova projektna skupina za informacije o kadrovskem upravljanju ESCB.
In order to improve the balance between professional and private life, and to further develop the resilience of the ECB, the Executive Board decided to launch a pilot project with a view to progressively introducing teleworking.
ECB, je Izvršilni odbor sklenil uvesti pilotni projekt, s katerim naj bi se postopoma uvedlo teledelo.
After completion of the project, the benefits and drawbacks will be carefully assessed before a decision is taken on extending the scheme.
Ko bo projekt končan, bo opravljena temeljita ocena prednosti in slabosti, šele potem pa bo sprejeta odločitev o razširitvi načrta.
2.2 NEW ECB PREMISES
2.2 NOVI PROSTORI ECB
Work on the ECB’s new premises progressed according to schedule in 2007.
Dela v zvezi z novimi prostori ECB so v letu 2007 potekala po načrtu.
The detailed planning phase started on 20 February 2007 and the results of this phase were presented to the public on 8 October 2007.
Faza podrobnega načrtovanja se je začela 20. februarja 2007, rezultati te faze pa so bili javnosti predstavljeni 8. oktobra 2007.
The design was submitted to the relevant authorities of the City of Frankfurt on 22 October 2007 in order to obtain the necessary building permits.
Načrt je bil 22. oktobra 2007 predložen ustreznim organom mesta Frankfurt za pridobitev potrebnih gradbenih dovoljenj.
THE HUMAN RESOURCES CONFERENCE AND THE FOLLOW-UP TO THE EUROSYSTEM MISSION STATEMENTThe Human Resources Conference (HRC) was established in 2005, with the aim of further promoting cooperation and team spirit among Eurosystem/ESCB central banks in the field of HR management.
KADROVSKA KONFERENCA IN NADALJNJE UKREPANJE V ZVEZI Z IZJAVO O POSLANSTVU EUROSISTEMAKadrovska konferenca je bila ustanovljena leta 2005 s ciljem, da še naprej spodbuja sodelovanje in skupinski duh med centralnimi bankami Eurosistema/ESCB na področju kadrovskega upravljanja.
The HRC’s activities in 2007 covered different aspects of staff training and development, including opportunities for ESCB training activities and the development of measures to increase intra-ESCB mobility.
Dejavnosti kadrovske konference v letu 2007 so zajemale različne vidike usposabljanja in razvoja zaposlenih, vključno s priložnostmi za usposabljanje v okviru ESCB in oblikovanjem ukrepov za povečanje mobilnosti v ESCB.
With the aim of exchanging experiences and moving towards the establishment of best practices, workshops and presentations were organised on topics such as recruitment and
Celovita podoba stavbe je po fazi podrobnega načrtovanja ostala nespremenjena, načrt novih prostorov pa se je še naprej dopolnjeval.
While the overall appearance of the building ensemble remained unchanged as a result of the detailed planning phase, the design for the new premises was further developed.
Da bi izmenjali izkušnje in se približali najboljšim praksam, so bile organizirane delavnice in predstavitve o zaposlovanju in izbirnih postopkih, ocenjevalnih centrih, notranji mobilnosti in politikah na področju poklicnih poti.
The specifics of the construction envisaged inside the Grossmarkthalle were elaborated in further detail, especially with regard to fi re and safety requirements, as well as the structural elements of the functional areas within the hall.
infrastrukture (znanj, funkcionalnih orodij in IT procesov), ki bi omogočala združevanje kupne moči, in usklajevanje načrtov za javna naročila Eurosistema.
The overall concept for the interior of the new premises, including the materials and surfaces, was defined.
Centralne banke Eurosistema sodelujejo prostovoljno.
Sample installations were built to test the functionality and quality of the materials chosen for the main building elements.
Decembra 2007 je bila kot gostiteljica urada za obdobje od 1. januarja 2008 do 31. decembra 2012 določena Banque centrale du Luxembourg.
In July 2007 the Governing Council decided to establish the Eurosystem Procurement Coordination Office (EPCO) in order to enhance cooperation within the Eurosystem in the field of procurement.
Opredeljena je bila celovita zasnova notranjosti novih prostorov, vključno z materiali in površinami.
The main tasks of EPCO are to facilitate the adoption and exchange of best practices within the Eurosystem, to develop an infrastructure (skills, functional tools and IT processes) enabling purchasing power to be pooled, and to coordinate the Eurosystem procurement agenda.
Zgrajene so bile vzorčne instalacije, da bi preizkusili funkcionalnost in kakovost materialov, ki so bili izbrani za glavne stavbne elemente.
Eurosystem central banks participate on a voluntary basis. In December 2007 the Banque centrale du Luxembourg was designated to host EPCO from 1 January 2008 to 31 December 2012.
Na bodoči lokaciji ECB je bil zgrajen model 2-nadstropne stavbe v naravni velikosti, ki prikazuje fasado srednjega dela južne poslovne stolpnice in sosednji atrij, da bi preverili tehnične, funkcionalne in arhitekturne podrobnosti.
In 2007 the land use plan was further developed by the planning department of the City of Frankfurt, in cooperation with the ECB.
O d delek za prostorsko na črtovanje mesta Frankfurt je v letu 2007 v sodelovanju z ECB dodatno oblikoval prostorski načrt.
The purpose of the land use plan is to ascertain sustainable urban development.
Namen prostorskega načrta je zagotoviti trajnostni urbani razvoj.
The general public and various authorities are involved in the development of the plan, thereby ensuring its democratic legitimacy.
Pri oblikovanju prostorskega načrta sodelujejo tudi javnost in različni organi, s čimer sta zagotovljeni demokratičnost in legitimnost postopkov.
The land use plan was published in the “Amtsblatt”, the official gazette of the City of Frankfurt, on 13 November 2007, rendering it legally binding.
Prostorski načrt je bil 13. novembra 2007 objavljen v uradnem listu mesta Frankfurt „Amtsblatt” in tako je postal zakonsko zavezujoč.
In August 2007 the ECB launched an international public tender for a general contractor to construct its new premises.
Avgusta 2007 je ECB objavila mednarodni natečaj za glavnega izvajalca gradnje novih prostorov ECB.
The contract notice was published both in the Official Journal of the European Union and on the ECB’s website.
Javni razpis je bil objavljen v Uradnem listu Evropske unije in na spletni strani ECB.
It is envisaged that the contract will be awarded in October 2008, with the main construction work scheduled to begin in the fourth quarter of 2008.
Predvideno je, da bo naročilo oddano oktobra 2008, glavna gradbena dela pa naj bi se začela v četrtem četrtletju leta 2008.
Preliminary work on the ECB’s future site will begin in the first quarter of 2008.
Pripravljalna dela na bodoči lokaciji ECB se bodo začela v prvem četrtletju leta 2008.
The new premises are expected to be finalised by the end of 2011.
Novi prostori naj bi bili končani do konca leta 2011.
In 2008 the City of Frankfurt will launch a competition to design a memorial and information space to commemorate the deportation of Jewish citizens from the Grossmarkthalle.
Mesto Frankfurt bo v letu 2008 razpisalo natečaj za oblikovanje spominskega in informacijskega centra v spomin na deportacijo židovskih državljanov iz Grossmarkthalle.
The ESCB Social Dialogue is a consultative forum involving the ECB and employee representatives from the central banks of the ESCB and from European trade union federations. 14Its purpose is to provide information and foster exchanges of views on issues that may have a major impact on employment conditions at the central banks of the ESCB.
Socialni dialog v ESCB je posvetovalni forum, ki vključuje ECB in predstavnike zaposlenih iz centralnih bank ESCB in evropskih sindikalnih združenj.14Njegov namen je posredovati informacije in spodbujati izmenjavo mnenj o vprašanjih, ki lahko pomembno vplivajo na pogoje zaposlitve v centralnih bankah ESCB.