Übersetzung für "Régime de rémunération basée sur le potentiel " (Französisch → Englisch) :

By overcoming the Union's current investment difficulties and reducing regional disparities, the EFSI should seek to contribute to strengthening the Union's competitiveness, research and innovation potential, economic, social and territorial cohesion, and to supporting an energy- and resource-efficient transition, including as regards infrastructure transition, towards a sustainable, renewable-based circular economy, through the creation of stable and fairly remunerated jobs.

8. Further points out in this connection that, in the present economic climate, businesses and the public sector are increasingly having recourse to unpaid internships or stages in order to avoid taking young persons on under a contract of employment; takes the view, without detracting in any way from the usefulness of such measures in affording young people work experience, that a model for a European scheme for a cross-border short-term employment contract should be created in order to enable young people to gain experience in their chosen field in a country other than their own without any risk to the employer; believes that the Eur ...[+++]opean skills exchange proposed in the previous paragraph could be used to administer this scheme by matching job-seekers and employers, assisting with the administrative formalities and providing grants for participating SMEs; strongly believes that the benefits for the young people concerned (work experience and the possibility of a permanent job, language learning, skills acquisition, etc), for business (development of cross-border trade, increase in the pool of potential employees, etc) and for the EU as a whole (benefits in terms of social cohesion, positive effect on intra-Union trade and on employment, increased geographical mobility) would be substantial;

289. Calls on the Commission to execute an in-depth study on the differences in required qualifications and the granted privileges, working conditions, allowances, entitled vacation days as well as pay levels for positions for civil servants and foreign services between Union and Member States located in the same working place and on the question of whether these differences legitimise the differences in remuneration of delegated national compared with Union civil servants, taking into account the relevant applicable tax system by comparing cases with standardised family situations;

84. Calls on the Commission, in the run-up to review of the Staff Regulations of officials and Conditions of Employment of other servants, to devise and submit alternative methods for the adjustment of the pay of officials and other servants on a proper legal and actuarial basis; considers that this should bring about a broader basis of calculation for the annual adjustment and a prompter pay adjustment, and thus more appropriately reflect general economic developments in the Member States;

83. Calls on the Commission, in the run-up to review of the Staff Regulations of officials and Conditions of Employment of other servants, to devise and submit alternative methods for the adjustment of the pay of officials and other servants on a proper legal and actuarial basis; considers that this should bring about a broader basis of calculation for the annual adjustment and a prompter pay adjustment, and thus more appropriately reflect general economic developments in the Member States;

Possible measures to encourage “win-win” situations, and/or to compensate for negative situations which may arise, could be: to provide up-to-date information on the conditions of entry and residence in the EU; to establish recruitment and training centres in the countries of origin for skills which are needed at EU level, and for cultural and language training; to create databases per skill/occupation/sector (portfolio of competences) of potential migrants; to facilitate the transfer of remittances; to compensate third countries for the educational costs of migrants leaving for the EU.