National structure for the management of the implementation of the NPRD — NUMIS of the NPRD (Q3879041): Difference between revisions
Jump to navigation
Jump to search
(Changed label, description and/or aliases in en: Setting new description) |
(Changed label, description and/or aliases in en, and other parts: Adding en translations) |
||||||||||||||
| label / en | label / en | ||||||||||||||
National structure for the management of the implementation of the NPRD — NUMIS of the NPRD | |||||||||||||||
| Property / summary | |||||||||||||||
The effective management and control of EU funds for Natura 2000 requires highly qualified administrative capacity. The success of the national biodiversity protection policy also depends on the successful implementation of the EU’s Natura 2000 policy, which is possible through close cooperation between organisations and units responsible for programming and implementing programmes financed by EU funds. The implementation of this process is subject to the availability of well-trained staff. To this end, it is envisaged to build a team of staff who should have complementary competences in the field of: good knowledge of European and national regulations, international agreements and internal documents and methodologies, specific capabilities in terms of planning, organisation and control of own activities leading to the achievement of the objectives set. Great importance is given to teamwork, analytical skills, innovative approach, flexibility in decision-making, good knowledge of the official languages of the Community and computer skills, given the need for day-to-day work with information systems and database. In order to ensure that qualified and motivated professionals are attracted, it is necessary to maintain and improve the motivation of employees. One of the tools for this, in addition to the opportunities for training and professional growth, is motivating remuneration, which is determined on the basis of the contribution of each employee, financed under the Operational Programme “Good Governance”. The budget line provides remuneration to NSU employees of NSUs of NDRs carrying out ESIF activities, social and health insurance, due by the employer and charged on the paid salaries. The implementation of FPs will respect the horizontal principles of equal opportunities and non-discrimination by supporting equal participation of men and women, equal treatment in the workplace and accessibility. (English) | |||||||||||||||
| Property / summary: The effective management and control of EU funds for Natura 2000 requires highly qualified administrative capacity. The success of the national biodiversity protection policy also depends on the successful implementation of the EU’s Natura 2000 policy, which is possible through close cooperation between organisations and units responsible for programming and implementing programmes financed by EU funds. The implementation of this process is subject to the availability of well-trained staff. To this end, it is envisaged to build a team of staff who should have complementary competences in the field of: good knowledge of European and national regulations, international agreements and internal documents and methodologies, specific capabilities in terms of planning, organisation and control of own activities leading to the achievement of the objectives set. Great importance is given to teamwork, analytical skills, innovative approach, flexibility in decision-making, good knowledge of the official languages of the Community and computer skills, given the need for day-to-day work with information systems and database. In order to ensure that qualified and motivated professionals are attracted, it is necessary to maintain and improve the motivation of employees. One of the tools for this, in addition to the opportunities for training and professional growth, is motivating remuneration, which is determined on the basis of the contribution of each employee, financed under the Operational Programme “Good Governance”. The budget line provides remuneration to NSU employees of NSUs of NDRs carrying out ESIF activities, social and health insurance, due by the employer and charged on the paid salaries. The implementation of FPs will respect the horizontal principles of equal opportunities and non-discrimination by supporting equal participation of men and women, equal treatment in the workplace and accessibility. (English) / rank | |||||||||||||||
Normal rank | |||||||||||||||
| Property / summary: The effective management and control of EU funds for Natura 2000 requires highly qualified administrative capacity. The success of the national biodiversity protection policy also depends on the successful implementation of the EU’s Natura 2000 policy, which is possible through close cooperation between organisations and units responsible for programming and implementing programmes financed by EU funds. The implementation of this process is subject to the availability of well-trained staff. To this end, it is envisaged to build a team of staff who should have complementary competences in the field of: good knowledge of European and national regulations, international agreements and internal documents and methodologies, specific capabilities in terms of planning, organisation and control of own activities leading to the achievement of the objectives set. Great importance is given to teamwork, analytical skills, innovative approach, flexibility in decision-making, good knowledge of the official languages of the Community and computer skills, given the need for day-to-day work with information systems and database. In order to ensure that qualified and motivated professionals are attracted, it is necessary to maintain and improve the motivation of employees. One of the tools for this, in addition to the opportunities for training and professional growth, is motivating remuneration, which is determined on the basis of the contribution of each employee, financed under the Operational Programme “Good Governance”. The budget line provides remuneration to NSU employees of NSUs of NDRs carrying out ESIF activities, social and health insurance, due by the employer and charged on the paid salaries. The implementation of FPs will respect the horizontal principles of equal opportunities and non-discrimination by supporting equal participation of men and women, equal treatment in the workplace and accessibility. (English) / qualifier | |||||||||||||||
point in time: 2 December 2021
| |||||||||||||||
Revision as of 22:13, 2 December 2021
Project Q3879041 in Bulgaria
| Language | Label | Description | Also known as |
|---|---|---|---|
| English | National structure for the management of the implementation of the NPRD — NUMIS of the NPRD |
Project Q3879041 in Bulgaria |
Statements
374,354.05 Bulgarian lev
0 references
440,416.53 Bulgarian lev
0 references
0.85 percent
0 references
1 April 2019
0 references
31 December 2021
0 references
За ефективното управление и контрол на средствата от ЕС за Натура 2000 е необходимо наличието на висококвалифициран административен капацитет. От успешното изпълнение на политика на ЕС в областта на Натура 2000 зависи и успехът на националната политика за опазване на биоразнообразието, което е възможно чрез тясно сътрудничество между организациите и звената, отговорни за програмиране и изпълнение на програмите, финансирани със средства от ЕС. Осъществяването на този процес е в зависимост от наличието на добре подготвени кадри. За целта е предвидено изграждане на екип от служители, които следва да имат допълващи се компетенции в областта на: добро познаване на Европейската и национална нормативна уредба, международни споразумения и вътрешни документи и методологии, специфични способности по отношение на планирането, организирането и контрола на собствената дейност, водещи до постигане на поставените цели. Голямо значение се отдава на работата в екип, притежаване на аналитични умения, иновативен подход, гъвкавост при вземане на решения, добро владеене на официалните езици на Общността и компютърни умения, предвид необходимостта от ежедневна работа с информационни системи и база данни.За да се осигури привличането на квалифицирани и мотивирани специалисти, е необходимо да се поддържа и подобрява мотивацията на служителите. Един от инструментите за това, освен възможностите за обучение и професионален растеж, е мотивиращо възнаграждение, което да е определено на база приноса на всеки служител, финансирано по ОП "Добро управление".Бюджетната линия осигурява възнаграждение на служителите на НСУИ на НПРД, извършващи дейности по ЕСИФ, социални и здравни осигуровки, дължими от работодателя и начислени върху изплатените възнаграждения. При изпълнението на ФП ще бъдат спазвани хоризонталните принципи за равни възможности и недопускане на дискриминация чрез подкрепа за равноправно участие на мъжете и жените, равностойно отношение на работното място и осигуряване на достъпност. (Bulgarian)
0 references
The effective management and control of EU funds for Natura 2000 requires highly qualified administrative capacity. The success of the national biodiversity protection policy also depends on the successful implementation of the EU’s Natura 2000 policy, which is possible through close cooperation between organisations and units responsible for programming and implementing programmes financed by EU funds. The implementation of this process is subject to the availability of well-trained staff. To this end, it is envisaged to build a team of staff who should have complementary competences in the field of: good knowledge of European and national regulations, international agreements and internal documents and methodologies, specific capabilities in terms of planning, organisation and control of own activities leading to the achievement of the objectives set. Great importance is given to teamwork, analytical skills, innovative approach, flexibility in decision-making, good knowledge of the official languages of the Community and computer skills, given the need for day-to-day work with information systems and database. In order to ensure that qualified and motivated professionals are attracted, it is necessary to maintain and improve the motivation of employees. One of the tools for this, in addition to the opportunities for training and professional growth, is motivating remuneration, which is determined on the basis of the contribution of each employee, financed under the Operational Programme “Good Governance”. The budget line provides remuneration to NSU employees of NSUs of NDRs carrying out ESIF activities, social and health insurance, due by the employer and charged on the paid salaries. The implementation of FPs will respect the horizontal principles of equal opportunities and non-discrimination by supporting equal participation of men and women, equal treatment in the workplace and accessibility. (English)
2 December 2021
0 references
България
0 references
Identifiers
BG05SFOP001-4.005-0010
0 references