natgillin/translations-raw huggingface dataset:
Likewise, pensions paid in conformity with the provisions concerning the Retirement pensions Invalidity pensions 2000 3 12 69 362 93 1 540 18,7 % 229 259 69 557 19,3 % 628 624 128 380 47,9 % Of which, invalidity pensions paid to staff > 65 1987 2000 2 2 4 4 10 47 44 185 5 15 0 0 A1 67 A2 133 A3 225 A/LA 5/4 373 A/LA7/6 29 A/LA8 0 Total A 827 B1 211 B 3/2 129 B5/4 12 Total B 352 C1 161 C3/2 78 C5/4 5 Total C 244 1987 55,6 % 23,7 % 16,4 % 2000 2 567 50,1 % 1051 370 21 1 442 28,2 % 851 132 8 991 19,3 % 1987 2 7 47 197 36 0 289 20,3 % 129 130 41 300 21,1 % 250 336 46 632 44,4 % 134 278 654 1461 40 0 65 19,9 % 253 22,2 % 42 136 28 119 9 21 79 24,2 % 276 24,2 % 106 125 255 41 116 1 129 39,6 % 436 38,2 % 63 242 58 177 8 17 D1 51 D3/2 13 16 75 150 12 59 D4001100 TotalD 64 4,3% 122 2,4% 201 14,1% 406 14,1% 53 16,3% 175 Grandtotal 1487 100% 5122 100% 1422 100% 2883 100% 326 100% 1140 Note: The number of beneficiaries = the number of staff retired Đ deaths Đ staff returning to work. Source: The CommissionŐs Sysper database. 
Likas utgr pensioner med belopp i enlighet med regeln om existensminimum fortfarande omkring Avgngspension Invaliditetspension Invaliditetspension till personal > 65 1987 2000 2 2 4 4 10 47 44 185 5 15 0 0 A1 67 A2 133 A3 225 A/LA 5/4 373 A/LA7/6 29 A/LA8 0 Totalt A 827 B1 211 B 3/2 129 B5/4 12 Totalt B 352 C1 161 C3/2 78 C5/4 5 Totalt C 244 1987 55,6 % 23,7 % 16,4 % 2000 2 567 50,1 % 1051 370 21 1 442 28,2 % 851 132 8 991 19,3 % 1987 2 7 47 197 36 0 289 20,3 % 129 130 41 300 21,1 % 250 336 46 632 44,4 % 2000 3 12 69 362 93 1 540 18,7 % 229 259 69 557 19,3 % 628 624 128 380 47,9 % 134 278 654 1461 40 0 65 19,9 % 253 22,2 % 42 136 28 119 9 21 79 24,2 % 276 24,2 % 63 242 58 177 8 17 1 129 39,6 % 436 38,2 % D1 51 D3/2 13 16 75 150 12 59 D4001100 TotaltD 64 4,3% 122 2,4% 201 14,1% 406 14,1% 53 16,3% 175 Totalsumma 1487 100% 5122 100% 1422 100% 2883 100% 326 100% 1140 Anm: Antalet personer med pension = antalet personer som beviljats pension minus ddsfall minus personal som tergtt i arbete.
15,4 % 100 % 
106 125 255 41 116 15,4 % 100 %
7.5.2003 EN Official Journal of the European Union C 109/9 minimum subsistence amount still account for approximately one third of all invalidity pensions and are still paid practically in full, i.e. at the rate of 97 %, to category C and D staff (1). 
7.5.2003 SV Europeiska unionens officiella tidning C 109/9 en tredjedel av alla invaliditetspensioner, och dessa pensioner gr fortfarande praktiskt taget uteslutande Đ nrmare bestmt i 97 % av fallen Đ till personal i kategorierna C och D (1).
Grades C 3 to D 4 receive this systematically. 
Personal i lnegraderna C 3 till D 4 erhller systematiskt detta pensionsbelopp.
Approximately two thirds of the Invalidity Committees are convened on the initiative of the institution when the member of staff has accumulated more than 12 monthsŐ absence due to illness over a three-year period, one-third at the member of staffŐs request. 
Ungefr tv tredjedelar av invaliditetskommitterna sammankallas p initiativ av institutionen sedan den anstllde har varit frnvarande p grund av sjukdom i sammanlagt ver tolv mnader under en trersperiod, medan den terstende tredjedelen sammankallas p den anstlldes begran.
In more than 90 % of cases the procedure ends in retirement due to invalidity. 
I ver 90 % av fallen resulterar frfarandet i att den anstllde fr invaliditetspension.
Psychological disorders account for approximately half the medical causes of invalidity. 
Psykiska strningar str fr omkring hlften av de medicinska orsakerna till invaliditet.
The other main causes are osteo-muscular (approximately 20 %) and cardio-vascular (approximately 15 %) ailments. 
De frmsta vriga orsakerna r muskel-och skelettsjukdomar (omkring 20 %) och hjrt-och krlsjukdo-mar (omkring 15 %).
Psychological illnesses are also the major cause of invalidity (30 % to 60 % of the cases of invalidity) in national administrations and international organisations (2). 
Psykiska sjukdomar r ocks den frmsta orsaken till invaliditet inom nationella frvaltningar och internationella organisationer (30Đ60 % av invaliditetsfallen) (2).
THE COURTŐS PREVIOUS WORK AND THE FOLLOW-UP TO THIS The CourtŐs previous work 15. In its Annual Report concerning the financial year 1987 (3), the Court highlighted a number of facts that might give rise to concern that the system, which is far from restrictive and predominantly social in nature, may have certain adverse effects, for example: Follow-up Recommendations of the ÔCaston ReportŐ 16. 
I sin rsrapport fr budgetret 1987 (3) tog revisionsrtten upp ett antal fakta som kunde inge oro fr att systemet, som r lngt ifrn restriktivt och nrmast har social karaktr, skulle kunna ha vissa negativa effekter, exempelvis fljande: a) En betydande kning av antalet fall av pensionering p grund av invaliditet under perioden 1983Đ1987. b) En hg frekvens av invaliditetspension bland de anstllda i kategorierna C och D, fr vilka invaliditetspensionen i de allra flesta fallen verstiger de 70 % av grundlnen som r den maximala procentsatsen fr avgngspensionen (genom tillmpning av tjnstefreskrifternas regel om existensmini-mum).
In response to the CourtŐs work and at the request of the heads of administration, an ad hoc interinstitutional committee was set up and submitted its report in 1989 (dubbed the Caston Report after the chairman of the committee) to the Committee on Budgetary Control. 
Med anledning av revisionsrttens arbete och p begran av frvaltningscheferna tillsattes en srskild interinstitutionell kommitt, som 1989 lade fram sin rapport (vilken kallades fr Caston-rapporten efter kommittns ordfrande) fr budgetkontrollutskottet.
The report recommended that a combination of amendments to the Staff Regulations and administrative measures should be adopted to prevent abuse of the system and to reduce the financial attractiveness of invalidity pensions. 
I rapporten rekommenderades en kombination av ndringar i tjnstefreskrifterna och administrativa tgrder fr att frhindra missbruk av systemet och gra invaliditetspension mindre ekonomiskt lockande.
The report also recommended early detection and treatment by appropriate measures of problems relating to career, mobility, relations with hierarchical superiors or conduct that are liable to aggravate a member of staffŐs health problems. 
Dessutom rekommenderades det i rapporten att man skulle satsa p lmpliga tgrder fr tidig upptckt och behandling av problem med anknytning till karrir, rrlighet, relationer med verordnade och beteenden som kan frvrra den anstlldes hlsoproblem.
The interinstitutional committee noted a lack of valid statistics and checks with respect to absences due to illness. 
Den interinstitutionella kommittn konstaterade att det p omrdet sjukfrnvaro saknades lmplig statistik och ndamlsenliga kontroller.
It suggested improving the coordination of medical and administrative measures in order to identify, at an early stage, persons who might retire due to invalidity. 
Kommittn freslog att samordningen mellan medicinska och administrativa tgrder skulle frbttras, s att man tidigt skulle kunna upptcka personer som riskerade att pensioneras p grund av invaliditet.
It also emphasised that, in some cases, there was a need for swift administrative measures in order to avoid situations where, at the end of the day, an invalidity pension is the easy solution. 
Den betonade ocks att det i vissa fall behvdes snabba administrativa tgrder fr att undvika situationer dr invaliditetspension till sist r den enklaste lsningen.
Action taken 18. 
Vidtagna tgrder 18.
The report was warmly welcomed by the heads of administration, who forwarded the conclusions of the report to the Commission so that it could take the necessary action with regard to measures which involve a reform of the Staff Regulations, with the administration of each institution having to take the appropriate administrative measures. 
Rapporten vlkomnades varmt av frvaltningscheferna, som vidarebefordrade dess slutsatser till kommissionen s att man dr skulle kunna vidta ndvndiga tgrder, bl.a. mtt och steg fr att ndra tjnstefreskrifterna, lmpliga administrativa tgrder skulle sedan vidtas av respektive institutions administration.
The Commission drew up proposals for amendments to the Staff Regulations in respect of invalidity pensions. 
Kommissionen utarbetade frslag till ndring av tjnstefreskrifternas bestmmelser om invaliditetspension.
These met with the opposition of the trade union and staff organisations. In 1991, the Commission withdrew the proposals on the grounds that it had come to the conclusion that the arrangements for invalidity pensions as provided for in the Staff Regulations were sound and that it would be more appropriate to intensify checks and penalise any abuses that were detected. 
Frslagen mtte motstnd frn fackfreningar och personalorganisationer. r 1991 drog kommissionen tillbaka frslagen med motiveringen att man hade kommit fram till att tjnstefreskrifternas bestmmelser om invaliditetspension var sunda och att det vore mer ndamlsenligt att intensifiera kontrollerna och beivra eventuella fall av missbruk som upptcktes.
As part of the current proposal for a reform of the Staff Regulations, i.e. ten years later, the Commission is proposing a series of amendments to the Staff Regulations that are very similar to those envisaged at that time and then withdrawn. 
Som ett led i det aktuella frslaget till reform av tjnstefreskrifterna freslr kommissionen nu Đ det vill sga tio r senare Đ en rad ndringar i tjnstefreskrifterna som i hg grad pminner om de ndringar som den gngen vervgdes och sedan drogs tillbaka.
Concerning the administrative measures, as explained in this report, these have not been taken or remain broadly insufficient, and at present there are no plans to take any significant action in this area. (a) (b) (1) 2 ( ) (3) a significant increase in retirements due to invalidity over the period 1983 to 1987; a high incidence of invalidity pensions for category C and D staff, for the vast majority of whom the invalidity pension is higher than a retirement pension at the maximum rate of 70 % (application of the minimum subsistence figure rule laid down in the Staff Regulations). 
Nr det gller de administrativa tgrderna r situationen Đ ssom frklaras i denna rapport Đ att sdana tgrder antingen inte alls har vidtagits eller ocks ver lag r otillrckliga; fr nrvarande finns det inte heller ngra planer p att vidta ngra mer vsentliga tgrder p detta omrde.
C 109/10 EN Official Journal of the European Union 7.5.2003 OBSERVATIONS ON THE ABSENCE MANAGEMENT SYSTEM IN RESPECT OF ABSENCES DUE TO ILLNESS Absence rates 20. 
C 109/10 SV Europeiska unionens officiella tidning 7.5.2003 IAKTTAGELSER OM SYSTEMET F R FRNVAROADMINISTRATION VAD GLLER SJUKFRNVARO Frnvarotal 20.
According to the information submitted to Parliament by the Commission in July 2001 (1), the rate of absence calculated for 2000 varies, depending on the institution, between 3,3 % and 5,9 % of theoretical working time (2), which equates to about seven to 12 working days per person a year (3). 
Frnvaron frn arbetet fr betydande ekonomiska konsekvenser: enligt den information som kommissionen lmnade till parlamentet i juli 2001 (1) varierar frnvarotalen fr r 2000 vid de olika institutionerna mellan 3,3 % och 5,9 % av den teoretiska arbetstiden (2), vilket motsvarar omkring 7Đ12 arbetsdagar per person och r (3).
Average absence rates in some national administrations or international organisations showed a similar picture, although different calculation methods may have been applied. 
De genomsnittliga frnvarotalen i vissa nationella frvaltningar och internationella organisationer uppvisade en liknande bild, ven om annorlunda berkningsmetoder kan ha anvnts.
General policy in the institutions 21. Although certain internal rules and procedures have been put in place, no institution has adopted an overall policy, with clear objectives and the range of measures required to deal with all aspects of absences in an appropriate manner, i.e. fairly, constructively, but also firmly. 
Den allmnna policyn inom institutionerna 21. ven om vissa interna regler och rutiner har infrts, har ingen institution antagit ngon vergripande policy med tydliga ml och med samtliga tgrder som behvs fr att hantera alla aspekter av frnvaro p lmpligt stt, det vill sga rttvist och konstruktivt men bestmt.
This does not allow the institutions to ensure: (a) that support is provided, when needed, to staff who are unable to attend work for long periods; (b) that due efforts are made to maximise attendance for the good of the staff and their employing department; and (c) that attendance is not adversely affected by inappropriate assignments of duties or inappropriate working conditions. 
P grund av detta kan institutionerna inte se till a) att std, nr s behvs, ges till anstllda som inte kan komma till arbetet under lngre perioder, b) att lmpliga anstrngningar grs fr att maximera nrvaron, ngot som r av godo bde fr de anstllda och fr de avdelningar de tillhr, eller c) att nrvaron inte pverkas negativt av olmplig tilldelning av arbetsuppgifter eller olmpliga arbetsvillkor.
As set out below, particular shortcomings and weaknesses were observed concerning the role of management, the coordination of the various administrative and medical departments and the organisation of checks. 
Som redovisas nedan har det observerats specifika brister och svagheter i frga om ledningens roll, i frga om samordningen mellan de olika administrativa och medicinska avdelningarna och i frga om anordnandet av kontroller.
(1) SEC (2001) 1128 final (report attached to proposal No 17/2001 for a transfer of appropriations to cover expenditure for auxiliary staff). 
(1) SEK(2001) 1128 slutlig (rapport fogad till frslag nr 17/2001 om anslagsverfring fr att tcka utgifter fr extraanstlld personal).
(2) Absence due to illness is entered in calendar days. 
(2) Sjukfrnvaro anges i kalenderdagar.
As a general rule, it is measured over a reference period of one calendar year and is expressed as an average percentage rate of absence for the whole population for the year (number of days of absence divided by 365). 
I regel mts sjukfrnvaron under en referensperiod av ett kalenderr och uttrycks som ett genomsnittligt frnvarotal i procent fr hela populationen under det ret (antalet frnvarodagar delat med 365).
(3) On the basis of 205 working days a year. 
(3) Rknat p 205 arbetsdagar per r.
Roles and coordination of the various parties concerned General observations 22. 
Olika berrda parters roller och samordningen dem emellan Allmnna iakttagelser 22.
Absence management calls on the services of three parties: the employing department, the personnel department and the medical service. 
I frnvaroadministrationen medverkar tre parter: den avdelning dr den berrde r anstlld, personalavdelningen och fretagshlsovrden.
The lack of clarity concerning the allocation of responsibilities in respect of the decision to conduct medical checks on absences and their primary purpose may explain why, at the Commission, few requests for checks come from the personnel department or the employing departments, as they consider that this is the responsibility of the medical service. 
Bristen p klarhet kring frdelningen av ansvaret fr beslutet att gra medicinska kontroller i frnvarofall och kring det primra syftet med sdana kontroller kan vara frklaringen till att det vid kommissionen r sllsynt att personalavdelningen eller de avdelningar som de berrda anstllda tillhr begr att kontroller skall gras Đ dr anser man nmligen att detta r fretagshlso-vrdens ansvar.
On this particular issue, institutions should consider following the good practice of the Court of Justice and the Council, which have set up a joint body comprising members of the personnel departments and the medical services, with regular meetings to examine absences and take decisions on checks. 7.5.2003 EN Official Journal of the European Union C 109/11 Shortcomings specific to certain institutions 24. 
P just detta omrde borde institutionerna vervga att infra de frtjnstfulla metoder som anvnds vid domstolen och rdet, dr man har inrttat ett gemensamt organ bestende av fretrdare fr personalavdelningarna och fretagshlsovrdsen-heterna som regelbundet sammantrffar fr att granska frnva-rorenden och fatta beslut om kontroller. 7.5.2003 SV Europeiska unionens officiella tidning C 109/11 Specifika brister vid vissa institutioner 24. r 1999 inledde kommissionen en process med syftet att decentralisera administrationen av ledighet och frnvaro vid generaldirektoraten.
This reform was carried out under conditions which were a source of major weaknesses in the control systems and which would appear to have led to a certain loss of central control on the part of the institution, as revealed by the difficulties encountered by the Commission, in the context of the CourtŐs audit, in producing data and information which are nevertheless essential to everyday management. 
Denna reform genomfrdes under frhllanden som orsakade betydande svagheter i kontrollsystemen och som frefaller ha medfrt att institutionen delvis frlorade den centrala kontrollen, ngot som framgr av att kommissionen i samband med revisionsrttens granskning hade svrt att f fram de uppgifter och den information som behvs i det dagliga administrativa arbetet.
The directorates-general (1) did not call for this decentralisation, which they perceived as an additional administrative burden rather than as a tool for the management of their human resources. 
Generaldirektoraten (1) hade inte begrt denna decentralisering, vilken de upplevde som en kning av den administrativa brdan snarare n som ett verktyg fr frvaltning av sina personalresurser.
The sharing of responsibilities with the personnel and administration directorate-general (DG ADMIN) is also confused, as it is not clear if the latter merely has an advisory and support role or if it must play a guiding, coordinating and supervisory role. 
Det rder ocks frvirring kring hur de delar ansvaret med Generaldirektoratet fr personal och administration: det r oklart om detta generaldirektorat har en enbart rdgivande och stdjande roll eller om det skall ha en vgledande, samordnande och vervakande roll.
Likewise, every directorate-general has appointed a human resources manager and a leave manager but it is not clear whether their duties with regard to absences should go beyond the purely administrative tasks, such as recording absences, to which they appear to limit themselves. 
Dessutom har varje generaldirektorat utsett en person med ansvar fr personalfrgor och en med ansvar fr ledighetsfrgor, men det r oklart om deras ligganden nr det gller frnvaro br g utver de rent administrativa uppgifter Đ exempelvis registrering av frnvaro Đ som de verkar begrnsa sig till.
Although the Commission previously had a centralised database which provided it with general information on all its staff, decentralisation has been accompanied by a fragmentation of this system with the installation of a separate database, called SIC Congs, for each directorate-general. 
Kommissionen hade tidigare en centraliserad databas som gav allmn information om all personal, men trots detta har decentraliseringen tfljts av en uppsplittring av detta system: en separat databas, kallad SIC Congs, har installerats fr varje enskilt generaldirektorat.
This SIC Congs application offers relatively few functions for performing data analysis and producing data and reports, and those which are available are not always suitable for monitoring the application of the provisions of the Staff Regulations. 
Detta datorprogram erbjuder relativt f funktioner nr det gller att analysera data och att ta fram data och rapporter, och de funktioner som finns r inte alltid lmpade fr vervakning av hur tjnstefreskrifternas bestmmelser tillmpas.
The obligation for each directorate-general to develop its own data analysis programmes, which, of necessity, are similar to those of the other directorates-general seems inappropriate. 
Att varje generaldirektorat r skyldigt att utveckla egna program fr dataanalys Đ program som av ndvndighet mste likna dem som utvecklas av de andra generaldirektoraten Đ frefaller olmpligt.
In addition, the CommissionŐs medical service does not have access to the SIC Congs application and has developed its own database, called Sermed, which, unlike SIC Congs, does not include absences due to illness which are not supported by a medical certificate. 
Dessutom har kommissionens fretagshlsovrd inte tillgng till programmet SIC Congs utan har utvecklat en egen databas, Sermed, som till skillnad frn SIC Congs inte innehller de fall av sjukfrnvaro dr lkarintyg saknas.
As a rule, the medical service is not informed of these absences. 
I regel informeras fretagshlsovrden nmligen inte om sdana frnvarofall.
This duplication is a source of delays in forwarding information and difficulties in reconciling information. 
Denna dubblering leder till frseningar nr det gller vidarebefordran av information och till svrigheter att stmma av information.
At Parliament there is an unnecessary duplication of the databases for leave and absences as both the employing directorates-general and the personnel directorate-general (personnel department and medical service) maintain their own databases which contain broadly the same information. 
Vid parlamentet freligger det ondig dubblering av databaserna ver ledighet och frnvaro, eftersom bde de generaldirektorat som de berrda anstllda tillhr och generaldirektoratet fr personal (personalavdelningen och fretagshlsovrden) upprtthller egna databaser med i stort sett samma informationsin-nehll.
There is no link between the two databases, and since the employing (1) Interviews were carried out in three DGs. directorates-general and the personnel directorate-general do not have reciprocal access to their respective databases, the exchange of information is carried out in hard copy format. 
Det finns ingen frbindelse mellan de bda databaserna, (1) Intervjuer gjordes vid tre generaldirektorat. och eftersom de generaldirektorat som de berrda anstllda tillhr och generaldirektoratet fr personal inte har tillgng till varandras databaser utbyter de information i pappersform.
In the Council the employing directorates-general do not have access, even for consultation, to the database of the personnel and administration directorate-general, which includes the personnel department and the medical service. 
Vid rdet har de generaldirektorat som de berrda anstllda tillhr inte tillgng till Đ inte ens mjlighet att lsa uppgifter i Đ den databas som upprtthlls av generaldirektoratet fr personal och administration, vilket innefattar personalavdelningen och fretagshlsovrden.
The directorates-general notify absences on paper, causing delays in the recording of absences in the database and, as a consequence, in the carrying out of any checks required. The employing directorates-general receive extracts of the absence records from the personnel and administration directorate-general but are not sent the reports, analyses and warning lists which the latter produces on a regular or occasional basis, and are not in a position to produce this type of data themselves. 
Generaldirektoraten anmler frnvaro p papper, ngot som orsakar frseningar i registreringen av frnvaro i databasen och fljaktligen ocks frseningar i utfrandet av de eventuella kontroller som krvs. De generaldirektorat som de berrda anstllda tillhr erhller utdrag ur frnvaroregistren frn generaldirektoratet fr personal och administration men dremot inte de rapporter, analyser och varningslistor som det sistnmnda generaldirektoratet producerar regelbundet eller vid vissa tillfllen, och de har inte heller mjlighet att sjlva producera denna typ av data.
Medical checks on absences 30. 
Medicinska kontroller i frnvarofall 30.