This selection procedure is intended to establish a reserve list of successful candidates (indicative number is 3). There is currently 1 available vacant post.
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 SECONDMENT
The Governance Directorate is responsible for supporting and assisting Europol Management and the rest of the organisation by providing advice and maintaining strategic links with relevant EU bodies and law enforcement agencies of the Member States.
Maintaining close cooperation with other directorates, particularly on key corporate matters and monitor business planning and performance management, are also among the Directorate’s task.
Furthermore, the Governance Directorate is responsible to promote Europol's achievements in the media and among the general public and the representation of the organisation at internal and external meetings as well as ensuring Europol’s physical and data security.
The ‘Corporate Affairs Bureau’ Department is responsible for:
• Providing the full range of services expected of a cabinet, including administrative, logistic and policy support to the Executive Director.
• Supporting the management and coordinate key corporate interests, including inter-departmental cooperation, stakeholder management and financial administration.
• The Corporate Communications Unit.
The Corporate Communications Unit is responsible for promoting the awareness of Europol. The activities of the Corporate Communications Unit include looking after internal and external communication strategies, handling of press, media and public contacts. The Unit also organises VIP and high level visits as well as organising both internal and external PR events and provides media advice and support to the Executive Director and wider Directorate in respect of visits they make. Corporate Communications is also responsible for open sources research, media analyses and producing publications.
The successful applicant will be responsible for providing support and advice in all fields of public relations and communications to the Europol Executive Director and senior management including:
• Reviewing and advising on Europol visits policy and establishing a Protocol and visits section within the Corporate Communications Unit;
• Advising the Europol Executive Director and senior management on communications and public relations, including the provision of written briefings, speaking points and other supporting material and documents;
• Maintaining extensive and positive relationships with national and international media:
o Drafting press releases and related documents;
o Dealing with press activities including press conferences and public events;
o Monitoring and responding to media requests;
o Being one of the first contact points for journalists and media professionals;
o Handling information channels and platforms.
• Enhancing the visibility of Europol, including via the social media platforms, and assisting in implementing Europol’s marketing strategies;
• Any associated tasks relevant for the public relations as performed by the cabinet and corporate communications.
REQUIREMENTS - ELIGIBILITY CRITERIA
• Be a member of a competent authority in the meaning of the Article 2a) of the Europol Regulation and enjoy full rights as a citizen of a Member State;
• Produce evidence of a thorough knowledge of one Community language and a satisfactory knowledge of a second language;
• Possess at least 3 years of professional experience in the field of law enforcement relevant to the duties to be carried out during the secondment.
REQUIREMENTS - SELECTION CRITERIA
a. Professional experience (assessed mainly during the Shortlisting phase):
• Extensive professional experience, including at a senior level of responsibility, in the areas of expertise which are most relevant to the tasks set out in section 2 (above);
• Proven ability to provide clear and specific advice for all relevant public relations issues.
b. Professional knowledge (assessed during the Selection procedure - Written/Practical test and/or Interview):
• Knowledge and understanding in the areas of expertise that are most relevant to the tasks set out in section 2 (above).
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;
· Ability to draft clear and concise documents on complex matters for various audiences;
Prioritising and organising:
· Good administrative and organisational skills.
Analysing & problem solving:
·Excellent analytical and critical thinking skills;
· Competent user of Microsoft Office applications (MS Word, Excel, PowerPoint and Outlook) and the internet;
· Keen eye for detail with the ability to maintain standards of accuracy under pressure of tight deadlines.
Delivering quality and results:
· High degree of commitment and flexibility.
· Ability to work well under pressure, both independently and in a team;
· Ability to work effectively in an international and multi-cultural environment.
Candidates endorsed by the national competent authorities are required to complete the application form available on Europol’s website in English and submit the original application form together with 2 copies via their Europol National Unit, and, if necessary, the Liaison Bureau to the Human Resources Unit – Recruitment and Selection – at Europol. The application form must be accompanied by a letter from the sending authority to the Executive Director of Europol expressing willingness to second the candidate.
Applications must be sent to Europol by the date of the deadline indicated on the vacancy notice at the latest. The stamp on the envelop serves as proof of the sending date. Applications received after the deadline cannot be accepted.
A Selection Committee chaired by the Head of the relevant Department or a senior representative and composed by a representative of the respective group as well as the Recruitment and Selection team determines candidates’ suitability by assessing their skills, experience and qualifications in relation to the notice of secondment and will make an initial selection from the applications received.
For the initial selection, the operational contributions from the competent service to the project to which the expert will be seconded will be taken into account. The Selection Committee then conducts at least a structured telephone interview with the shortlisted candidates in English in order to evaluate their language skills, validate their experience and assess whether they possess the key skills required.
On the basis of the initial assessment of the application and the outcome of the telephone interview the Selection Committee makes a recommendation for the Director to endorse. If no recommendation can be made following the assessment of the application form and the telephone interview a further interview can be arranged, if necessary face-to-face at Europol.
The Secondment is finally authorised by the Executive Director and effected by an exchange of letters between the Executive Director and the seconding authority, specifying the details of the Secondment as described in the MB Decision. Detailed rules regarding the secondment of national experts to Europol are described in the Decision of the Director on the selection procedure for Seconded National Experts of 22 February 2011.
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.
The SNE shall remain in the service of the sending authority throughout the period of secondment and shall continue to be paid by that employer. The sending authority shall also be responsible for all social rights, particularly social security and pension entitlements.
During the period of secondment the SNE is entitled to a daily subsistence allowance paid by the agency, and may also be eligible for a monthly allowance depending on the distance from the place of origin. If the SNE receives any allowance from other sources similar to the subsistence allowance paid by Europol, this amount shall be deducted.
TERMS AND CONDITIONS
Detailed rules regarding the secondment of national experts to Europol are described in the Management Board Decision laying down the rules on the secondment of National Experts of 12 May 2016.
|Deadline for application:||27 March 2018|
|Duration of the secondment||1 year with a possible extension up to 3 years in total|
|Starting date of employment:||to be confirmed|
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 1298 or +31 (0) 70 302 5235. You may also contact us by email.