This selection procedure is intended to establish a reserve list of successful candidates (indicative number is 5) for eventual future engagement to vacant positions in Europol.
Europol is a well-established and recognized organisation that became an EU agency in 2010. It is constantly looking for creative, self-reliant and energetic employees, who are up to the challenges involved in international crime-fighting, to work in its state-of-the-art headquarters in The Hague, the Netherlands.
It employs more than 1,000 personnel, including around 130 analysts, to identify and track the most dangerous criminal and terrorist networks in Europe. Our people come from a variety of professional backgrounds such us law enforcement, finance, legal, information technologies, human resources, communication, etc.
Working in close-knit teams, our specialists use their expertise and our cutting-edge technology to support investigations into serious organised crime and terrorism within and outside the EU.
• disrupted many criminal and terrorist networks
• contributed to the arrest of thousands of dangerous criminals
• helped recover millions of euros of crime proceeds
• helped hundreds of victims of trafficking and abuse, including children.
The working environment at Europol has a lot to offer. It is:
• highly collaborative
• intellectually stimulating
Prospective candidates should be prepared to work in a dynamic and fast-moving environment that requires a high level of flexibility, and should have the ability to perform well within a team.
Europol is an equal opportunities employer and encourages applications without distinction on the basis of gender, colour, racial, ethnic or social origin, genetic features, language, religion or belief, political or any other opinion, membership of a national minority, property, birth, disability, nationality, age, sexual orientation or gender identity.
We aim to create and maintain a healthy and attractive work environment that supports women and men in their career planning and in achieving a healthy work-life balance.
Employment at Europol is open to nationals of EU Member States. There is no nationality quota system in operation, but Europol is striving for a broad range of nationalities in order to keep a well-balanced geographical distribution among its staff members. Applications from female candidates are particularly encouraged.
If you would like to be part of a supportive team that allows you to make a strong contribution, and if you have seen a position that appeals to you, we'd like to hear from you.
BACKGROUND, MAIN PURPOSE AND TASKS OF THE POST
Under Europol’s organisational structure, the Capabilities Directorate hosts two Departments, being ICT (C1) and the Administration (C5).
The department ICT Area has the responsibility for devising, delivering and operating critical ICT solutions and capabilities supporting the core mission and support processes of Europol. Over 130 internal staff members and a significant number of domain-specific consultants are responsible for developing, delivering and maintaining information management and communication technology capabilities that ensure enhanced criminal information exchange among Europol, Member States and third parties.
C1-B ICT Solution Delivery unit is responsible for the development and testing of ICT solutions. This includes Application delivery services, Test and quality assurance and Law-Enforcement Accelerated Provisioning services. The successful candidate will be a member of the ICT Solution Delivery Group and will be mainly responsible for designing and developing database and software components. The successful candidate will also work in the development of data pre-processing scripts, including extract, transform and load (ETL) modules, ad-hoc bulk data import and export activities and development of reusable software libraries for data manipulation and text mining. In this context he/she will also interact on a daily basis with Europol Operations staff to continuously tune processing tools in line with business directions and actively support Law Enforcement Operation’s needs.
The successful applicant will have to carry out the following main duties:
• Participate the design and development of database and software components following a Scrum methodology;
• Develop data pre-processing scripts and other ETL modules;
• Create and perform unit tests, integration tests and performance tests, as needed;
• Participate in R&D activities in the area of Law Enforcement Data processing and supporting infrastructure;
• Create and maintain technical documentation, including design and deployment documentation, in cooperation with relevant ICT teams;
• Perform any other tasks in the area of competence as assigned by the line management.
This position may require participation in a 24/7 shift system, non-standard working hours including weekends and nights, and/or on-call duty.
REQUIREMENTS - ELIGIBILITY CRITERIA
• Be a national of one of the Member States of the European Union and enjoy full rights as a citizen;
• Have fulfilled any obligations imposed by the applicable laws on military service;
• Produce appropriate character references as to his or her suitability for the performance of the duties;
• Be physically fit to perform the duties pertaining to the position (prior to appointment, the successful candidate will be medically examined by one of the institution’s medical officers in order that the institution may be satisfied that the candidate fulfils the requirements of Article 12(2)(d) CEOS)
• Produce evidence of a thorough knowledge of one of the languages of the Union and a satisfactory knowledge of another language of the Union to the extent necessary for the performance of the duties.
CANDIDATES MUST HAVE:
• A level of education which corresponds to completed university studies, preferably in the area of Computer Science or Information Technology, attested by a diploma when the normal period of university education is 3 years or more.
REQUIREMENTS - SELECTION CRITERIA
a. Professional experience (assessed mainly during the Shortlisting phase):
• At least 5 years of relevant professional work experience in the area of Software Development gained following the award of the diploma;
• Professional experience with Scrum, continuous integration practices and with using a CI-server (e.g. TFS, Team City, etc);
• Professional experience with database technologies (e.g. SQL Server, My SQL or Oracle).
• Experience with ETL and BI technologies and tools (e.g SQL Server Integration Services, SQL Server Analysis Services and Tableau);
• Experience with scripting/programming languages such as Groovy, PowerShell or Python;
• Experience with secure programming practices;
• Experience in working in an international, multi-disciplinary environment;
• Experience in working in highly secure environment with demanding data protection rules.
b. Professional knowledge (assessed during the Selection procedure - Written/Practical test and/or Interview):
• Knowledge methodologies and experience of working in multiple-developer based projects and using respective tools like code repositories, build tools, test tools and reporting tools.
c. General competencies (assessed during the Selection procedure - Written/Practical test and/or Interview):
• Very good communication skills in English, both orally and in writing.
• Very good drafting skills and attention to detail.
Analysing & problem solving:
• Keen eye for detail with the ability to maintain standards of accuracy under pressure of tight deadlines;
• Strong analytical and problem solving skills including the ability to anticipate potential problems, determine and implement solutions;
• Competent user of Microsoft Office applications (MS Word, Excel, PowerPoint and Outlook) and the internet.
Delivering quality and results:
• High degree of commitment and flexibility;
• High level of customer and service-orientation.
Prioritising and organising:
• Good administrative and organisational skills.
• Ability to work well under pressure, both independently and in a team;
• Very good interpersonal skills, including the ability to effectively liaise with other departments, groups and teams as well as with external partners.
• Ability to work effectively in an international and multi-cultural environment.
The Contracting Authority sets up a Selection Committee which consists of at least three members, one from the Human Resources Unit of Europol, one from the concerned Unit or Department and one designated by the Staff Committee.
For non-restricted posts the Contracting Authority may designate up to two additional members to the Selection Committee on a proposal from the Management Board, either from another service of Europol, from outside Europol or from outside the community institutions including Member States.
The Selection Committee determines candidates’ suitability for the position by assessing their skills, experience and qualifications against the established job profile and makes an initial selection from the applications received.
The Selection Committee will invite the 10 highest scoring candidates (short-listed). All candidates having a score equal to the 10th highest scoring candidate will be included in the list of invited candidates. Shortlisted applicants are invited to participate in a post-related selection procedure, generally consisting of written and/or practical tests and competency-based interviews.
The Contracting Authority makes a decision of appointment on the basis of advice from the Selection Committee. He will inform the Committee of his decision. All candidates who attend the selection procedure will be informed of the outcome.
Candidates who attended a selection procedure may request feedback on their performance of the written test and interview within three months after the selection procedure. Europol will not be in a position to respond to feedback inquiries received outside this time frame.
The Selection Committee’s work and deliberations are confidential. It is forbidden for candidates to make direct or indirect contact with the members of the Selection Committee or for anyone to do so on their behalf. All enquiries or requests for information or documentation in relation to the competition should be addressed to the Europol Recruitment Office.
Detailed information on the selection procedure, including the appeal procedure is available in the Europol Recruitment Guidelines, which can be found on Europol’s website.
Scale: FG IV
The basic monthly salary is grade 13 EUR 3353.84 or grade 14 EUR 3794.69 or grade 16 EUR 4 857.84.
The step in grade is determined on the basis of professional experience gained after the education required for the position and in line with applicable implementing rules.
|Grade||Proven professional experience|
|13||Up to 7 years|
|14||More than 7 years|
|16||More than 20 years|
In addition, if applicable, allowances such as expatriation allowance, household allowance, dependent child and education allowance may be granted.
Europol offers a comprehensive welfare package comprising additional benefits such as medical insurance, unemployment and invalidity allowance as well as a pension scheme.
Salaries are subject to a community tax but exempt from national taxation.
TERMS AND CONDITIONS
Engagement for this position is subject to the successful completion of a probationary period of 9 months. Within this period the successful candidate will have to undergo a post-related security screening.
Europol reserves the right to terminate the contract of employment during or at the end of the probation period in accordance with Article 14 of CEOS.
SECURITY SCREENING AND CERTIFICATE OF GOOD CONDUCT
All candidates who have successfully passed a selection procedure are required to apply for a national "Certificate of good conduct" at the time an offer of employment is made.
The "certificate of good conduct" must be provided to Europol prior the signature of the employment contract. In case of unfavourable entries in the "Certificate of good conduct" Europol reserves the right not to award an employment contract. However, the national certificate of good conduct does not substitute a valid full Personal Security Clearance Certificate (PSCC) that must be obtained for all Europol staff at the level indicated in the Job Description.
A PSCC is a certificate issued by a competent authority establishing that an individual is security cleared. It contains: the level of clearance, the date of issuance and the date of expiry. Failure to obtain the requisite security clearance before the expiration of the probationary period may be cause for termination of employment contract.
The requested level of Security Clearance for this post is: CONFIDENTIAL UE/EU CONFIDENTIAL.
CONTRACT OF EMPLOYMENT
The successful candidate will be recruited as Contract Agent FGIV pursuant to Article 3 (a) of CEOS, for a period of 5 years (full-time – 40 hours a week).
The contract may be renewed once for a period of 4 years. Only in highly exceptional cases, Europol grants third contracts of an indefinite nature.
The duration of the current contract of Europol staff members will be taken into account if they are successful in the selection procedure.
The place of employment will be The Hague, The Netherlands.
For further information on terms and conditions please consult the EC Staff Regulations which are available on Europol’s website.
|Deadline for application:||27 October 2017, 23:59 CET|
|Recruitment procedure:||November/December 2017|
APPLICATION PROCESS AND SELECTION PROCEDURE
Please refer to the Europol Recruitment Guidelines available on Europol’s website for further details on the application process and the selection procedure.
For further details on the application process please call +31 (0) 70 353 1583 or +31 (0) 70 353 1298. You may also contact us by email.
The data submitted is processed in order to assess the suitability of candidates for a position at Europol. All personal data collected for the purpose of the selection procedure will only be used within this specific context and will not be disclosed to any third party, except for restricted posts in which the application may be transmitted to the National Unit as part of the application process.
Any data provided will be treated in strict confidence and in full compliance with all applicable data protection rules. The legal bases for the processing of personal data are the Staff Regulations of Officials and the Conditions of Employment of Other Servants of the European Communities (Title III Chapter 1) and their implementing rules.
All documents provided to Europol will be kept in Europol’s files and will not be returned to the candidate. Applications of non-recruited candidates will be kept for a maximum of seven years. Data of non-recruited applicants on the reserve list for appointment will be kept for a maximum of five years after the expiry of the reserve list. Data of recruited candidates will be transferred to their personal file. The Head of Unit Human Resources is responsible for the data processing operation.
Candidates have the right to access, rectify, block and erase their personal data in accordance with the applicable data protection rules. Candidates have a right of recourse to the Europol Data Protection Officer (Europol - Data Protection Office – Eisenhowerlaan 73, 2517 KK The Hague, The Netherlands) and the European Data Protection Supervisor (www.edps.europa.eu).