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(c) treoir ghairme a sholáthar do lia-chleachtóirí cláraithe agus d'fhiaclóirí cláraithe.
( c ) to provide career guidance for registered medical practitioners and registered dentists.
Scag na torthaí
Bailiúcháin
6 thoradh in 6 dhoiciméad
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Comhairle, Comhairleoireacht, Treoir ghairme nó cúnamh i gcuardach poist
Advice, Counselling, Career guidance or job search assistance
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Faoin gclár Fís Eorpach, chuir Gníomhaíochtaí Marie Skłodowska-Curie níos mó béime ar chomhar idir earnálacha, maoirseacht éifeachtach agus treoir ghairme.
Under Horizon Europe, the Marie Skłodowska-Curie Actions put more emphasis on inter-sectoral collaboration, effective supervision and career guidance.
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oiliúint agus athoiliúint shainoiriúnaithe, lena n-áirítear scileanna teicneolaíochta faisnéise agus cumarsáide agus deimhniú ar an taithí a fuarthas, cúnamh i gcuardach poist, treoir ghairme, seirbhísí comhairleacha, meantóireacht, cúnamh i socrúchán seachtrach, cur chun cinn na fiontraíochta, cúnamh i bhféinfhostaíocht, i mbunú gnó agus i dtáthcheangail ó fhostaí aníos, agus gníomhaíochtaí comhair;
tailor-made training and retraining, including information and communication technology skills and certification of acquired experience, job-search assistance, occupational guidance, advisory services, mentoring, outplacement assistance, entrepreneurship promotion, aid for self-employment, business start-ups and employee take-overs, and co-operation activities;
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oiliúint agus athoiliúint shainoiriúnaithe, lena n-áirítear a mhéid a bhaineann le scileanna teicneolaíochta faisnéise agus cumarsáide agus scileanna eile a theastaíonn sa ré dhigiteach, deimhniú ar an eolas agus na scileanna a fuarthas, seirbhísí aonair cúnaimh i gcuardach poist agus gníomhaíochtaí grúpa spriocdhírithe, treoir ghairme, seirbhísí comhairleacha, meantóireacht, cúnamh do shocrúchán oibre seachtrach, cur chun cinn na fiontraíochta, cúnamh don fhéinfhostaíocht, do chruthú gnó, do tháthcheangail ó fhostaithe, agus gníomhaíochtaí comhair;
tailor-made training and retraining, including with regard to information and communication technology and other skills required in the digital age, certification of acquired knowledge and skills, individual job-search assistance services and targeted group activities, occupational guidance, advisory services, mentoring, outplacement assistance, entrepreneurship promotion, aid for self-employment, business creation, employee take-overs, and cooperation activities;
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ag tabhairt dá haire gur shainaithin an Coiste in 2020 gurbh ionann gan bheith in ann líon leordhóthanach foirne a aimsiú agus fadhb thrasnach inmheánach; ag moladh don Choiste féachaint ar bhealaí chun cur le tarraingteacht an Choiste mar fhostóir agus le spéis iarratasóirí ionchasacha agus chun feabhas a chur ar an gcomhar leis an Oifig Eorpach um Roghnú Foirne, i.e. liostaí ionadaithe d’iarrthóirí cáilithe a chruthú; á chur in iúl gurb eol di tuairiscí mionsonraithe ar phoist a bheith á bhfoilsiú in Sysper do gach post i rúnaíocht an Choiste chun trédhearcacht a mhéadú agus chun tacú le leithdháileadh freagrachtaí níos cuíchóirithe; ag achainí go láidir ar Ard-Rúnaí an Choiste feabhas a chur ar an trédhearcacht i dtaca le painéil roghnúcháin a cheapadh, go háirithe i nósanna imeachta earcaíochta le haghaidh poist bhainistíochta, agus stop a chur le poist “choibhéiseacha”, mar a thugtar orthu, a bheith á gcruthú lena ndéantar an chuntasacht níos doiléire agus lena dtarraingítear amhras ar chomhlíonadh phrionsabal na córa comhionainne; á iarraidh go ndéanfaí gníomhaíochtaí chun freagairt d’ionchais ghairme na foirne, amhail athbhreithniú ar chinntí soghluaisteachta an Choiste, infheistiú in oiliúint na foirne agus treoir ghairme a sholáthar;
Notes that in 2020 the Committee identified the inability to find adequate members of staff as an internal cross-cutting issue; encourages the Committee to explore ways of increasing the attractiveness of the Committee as an employer and the interest of potential applicants, and to enhance collaboration with the European Personnel Selection Office, i.e. to create a reserve lists of qualified candidates; is aware of the publication of detailed job descriptions in Sysper for all posts at the Committee’s secretariat in order to increase transparency and support a more streamlined allocation of responsibilities; strongly appeals to the Committee’s secretary-general to enhance transparency in appointing selection panels, especially in recruitment procedures for management positions, and to halt the creation of so-called ‘equivalent’ positions that makes accountability more opaque and creates suspicions about the compliance with the principle of equal treatment; calls for actions to respond to the career expectations of staff, such as a review of the Committee’s mobility decisions, investing in training for staff and providing career counselling;