Activities of Sándor RÓNAI related to 2023/2153(DEC)
Shadow reports (1)
REPORT on discharge in respect of the implementation of the budget of the European Insurance and Occupational Pensions Authority for the financial year 2022
Amendments (10)
Amendment 1 #
Motion for a resolution
Paragraph 6 a (new)
Paragraph 6 a (new)
6 a. Notes that in September 2022, the Authority set out its strategy for the period 2023 – 2026, in which it has identified strategic priorities to focus on, including strengthening the resilience and sustainability of the insurance and pensions sectors, and ensuring the strong and consistent protection of consumer interests across the European Union;
Amendment 1 #
Motion for a resolution
Paragraph 6 a (new)
Paragraph 6 a (new)
6 a. Notes that in September 2022, the Authority set out its strategy for the period 2023 – 2026, in which it has identified strategic priorities to focus on, including strengthening the resilience and sustainability of the insurance and pensions sectors, and ensuring the strong and consistent protection of consumer interests across the European Union;
Amendment 2 #
Motion for a resolution
Paragraph 9
Paragraph 9
9. Observes that as regards day-to-day business practices, the Authority has implemented a range of measures to enhance cost-efficiency, such as hybrid working, desk-sharing, modern video conferencing solutions that has prompted the reduction of business travel; notes that in order to preserve institutional knowledge, expertise and efficiency in executing core tasks, the Authority further enhanced its integrated Talent Management System that allows for strategically aligned HR processes, better sourcing of candidates and more leveraged learning and development; invites the Authority to provide the discharge authority with data and figures regarding the impact of that system;
Amendment 2 #
Motion for a resolution
Paragraph 9
Paragraph 9
9. Observes that as regards day-to-day business practices, the Authority has implemented a range of measures to enhance cost-efficiency, such as hybrid working, desk-sharing, modern video conferencing solutions that has prompted the reduction of business travel; notes that in order to preserve institutional knowledge, expertise and efficiency in executing core tasks, the Authority further enhanced its integrated Talent Management System that allows for strategically aligned HR processes, better sourcing of candidates and more leveraged learning and development; invites the Authority to provide the discharge authority with data and figures regarding the impact of that system;
Amendment 3 #
Motion for a resolution
Paragraph 12
Paragraph 12
12. Notes the Authority’s gender breakdown reported for 2022 with 15 men (65,20 %) and 8 women (34,80 %) in middle and senior management positions and in its Management Board, and 104 men (53,60 %) and 90 women (46,40 %) in its overall staff; recalls the importance to ensure gender balance and calls on the Authority to take this aspect into consideration with regard to future recruitments of staff and appointments within its senior and middle management;
Amendment 3 #
Motion for a resolution
Paragraph 12
Paragraph 12
12. Notes the Authority’s gender breakdown reported for 2022 with 15 men (65,20 %) and 8 women (34,80 %) in middle and senior management positions and in its Management Board, and 104 men (53,60 %) and 90 women (46,40 %) in its overall staff; recalls the importance to ensure gender balance and calls on the Authority to take this aspect into consideration with regard to future recruitments of staff and appointments within its senior and middle management;
Amendment 4 #
Motion for a resolution
Paragraph 13
Paragraph 13
13. Welcomes the fact that in 2022 the Authority continued the implementation of the Diversity and Inclusion (D&I) Strategy (adopted in 2021) and its detailed Action Plan in line with the adopted EUAN Charter on Diversity through initiatives that cover cross- cutting measures such as, among others, collaborating with other institutions, attracting and selecting a more diverse workforce, preventing discrimination, harassment, conscious and unconscious bias, and monitoring diversity and inclusion related data; notes that in 2022, one alleged harassment was reported, but the case was closed without further actions since, upon preliminary assessment, no prima faciae evidence was found;
Amendment 4 #
Motion for a resolution
Paragraph 13
Paragraph 13
13. Welcomes the fact that in 2022 the Authority continued the implementation of the Diversity and Inclusion (D&I) Strategy (adopted in 2021) and its detailed Action Plan in line with the adopted EUAN Charter on Diversity through initiatives that cover cross- cutting measures such as, among others, collaborating with other institutions, attracting and selecting a more diverse workforce, preventing discrimination, harassment, conscious and unconscious bias, and monitoring diversity and inclusion related data; notes that in 2022, one alleged harassment was reported, but the case was closed without further actions since, upon preliminary assessment, no prima faciae evidence was found;
Amendment 5 #
Motion for a resolution
Paragraph 15
Paragraph 15
15. Notes with satisfaction that the Authority remained deeply committed to improving staff well- being and work-life balance, with positive outcomes seen in staff engagement and satisfaction; notes that the key areas of focus included flexible work arrangements, teleworking, lifelong guidance and career development, wellness programs and supportive management;
Amendment 5 #
Motion for a resolution
Paragraph 15
Paragraph 15
15. Notes with satisfaction that the Authority remained deeply committed to improving staff well- being and work-life balance, with positive outcomes seen in staff engagement and satisfaction; notes that the key areas of focus included flexible work arrangements, teleworking, lifelong guidance and career development, wellness programs and supportive management;