This selection procedure is intended to establish a reserve list of successful candidates (indicative number is 3). Europol retains the right to make use of the reserve list to select candidates for similar posts within the organisation, should business needs require so.There is currently 1 (one) post available.
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.
Europol employs more than 1,000 personnel, including around 160 analysts, to identify and track the most dangerous criminal and terrorist networks in Europe. Our people come from a variety of professional backgrounds such as 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.
A solid track record
• 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 our colleagues 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.
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) and the team managing Europol’s portfolio of information management products and services (CDBPM).
C5 Administration is responsible for ensuring the delivery of the following services, in the interests of the service and in compliance with the Financial and Staff Regulations and other applicable provisions:
1. Planning and monitoring Europol’s financial and human resources at corporate level;
2. Managing the recruitment, administration and development of Europol’s staff;
3. Developing and implementing Europol’s policies, processes and procedures related to financial planning and administration;
4. Facilities management, including the logistical management of Europol’s non-ICT devices.
The position of Senior Specialist HR is located within the Human Resources Unit.
The purpose of the position is to support the Head of Unit Human Resources. The job holder is responsible to supervise and coordinate a team.
The successful applicant will have to carry out the following main duties:
General Head of Team responsibilities
• Coordination of staff members and external consultants in the team, including providing input on recruitments, assessments and general staff development;
• Reporting on outcomes and performance, including definition of suitable KPIs;
• Oversight of correct and timely execution of administrative processes and procedures in compliance with corporate policies and standards.
• Support the Head of Unit in the development and implementation of the HR strategy aligned with the organisational strategy, as well as of lean and efficient HR processes, policies and HR technologies, in line with the related legal framework and business needs;
• Support the Head of Unit by providing professional HR advice, evaluation and interpretation of the legal framework in the area of expertise;
• Support the Head of Unit when engaging in social dialogue with staff representation in line with the legal framework, fostering trust and credibility in the relationship;
• Supervise the work of the Recruitment & Selection team members;
• Develop and implement Recruitment & Selection strategies, tactics and procedures. Plan and organise recruitment & selection procedures according to the approved plan;
• Provide consistent and efficient human resources advice and services in the area of recruitment, policy and planning at corporate level;
• Manage the budget of the Recruitment & Selection team;
• Perform any other tasks in the area of competence as assigned by line management.
REQUIREMENTS - ELIGIBILITY CRITERIA
a. Candidates must
• 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.
b. Candidates must have
A level of education which corresponds to completed university studies attested by a diploma when the normal period of university education is four years or more;
A level of education which corresponds to completed university studies attested by a diploma and appropriate professional experience of at least one year when the normal period of university education is three years;
In addition to the above at least 6 years of total professional work experience gained after the award of the diploma.
REQUIREMENTS - SELECTION CRITERIA
a. Professional experience (assessed mainly during the Shortlisting phase):
• Professional experience in dealing with human resource matters, preferably in the public sector;
• At least 5 years working experience in HR and recruitment, preferably as a senior recruiter in a highly competitive and dynamic environment;
• Experience in leading a high-performing HR team;
• Experience in working in a multicultural and diverse environment.
• Working experience in a law enforcement environment;
• Professional experience in working/interpretation of the EU Staff Regulations and CEOS.
b. Professional knowledge (assessed during the Selection procedure - Written/Practical test and/or Interview)
• In-depth knowledge of HR management principles in the public sector with the ability to apply this effectively, and with a commitment to keeping up to date with recent developments;
• In-depth knowledge about recruitment & selection strategies and principles, preferably in the public sector;
• Knowledge of the Staff Regulations of Officials and the Conditions of employment of Servants of the European Union and associated implementing provisions and policies.
c. General competencies (assessed during the Selection procedure - Written/Practical test and/or Interview):
• Excellent communication skills in English, both orally and in writing.
• Excellent presentation skills.
• Ability to draft clear and concise documents on complex matters for various audiences.
Analysing & problem solving:
• Structured approach to work aimed at getting results.
• Excellent analytical and critical thinking skills.
• 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:
• Excellent organizational skills including the ability to plan own work load, establish clear priorities and exercise initiative.
• Ability to manage projects and familiarity with project management terminology and methodology.
• Strong ability to work well 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 remain effective under a heavy workload and demonstrate resistance to stress.
• Ability to establish and maintain effective working relations with co-workers in an international and multi-disciplinary work environment.
• Ability to synthesise various data into a coherent and relevant whole, transforming it into a valuable and correct conclusion.
• Building constructive relationships with clients, adequately identifying and managing their needs and expectations, and giving well-grounded advice.
• Ability to manage a diverse team including the ability to motivate staff, effectively plan and monitor the work of other staff members and to provide guidance.
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 5 highest scoring candidates (short-listed). All candidates having a score equal to the 5th highest scoring candidate will be included to 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. She will inform the Committee of her 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 Team.
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 basic monthly salary is EUR 6.026,07 (step 1) or EUR 6.279,29 (step 2).
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.
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 this Vacancy Notice. 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 CONFIDENIAL
CONTRACT OF EMPLOYMENT
The successful candidate will be recruited as Temporary Agent AD 7 pursuant to Article 2 (f) for a period of 5 years (full-time – 40 hours a week) or 4 years if the DECISION OF THE MANAGEMENT BOARD OF EUROPOL of laying down general implementing provisions on the procedure governing the engagement and use of temporary staff under Article 2(f) of the Conditions of Employment of Other Servants of the European Union (TA2f) will enter into force before a contract offer is made.
Depending on the date of applicability of the TA2f provision, the contract may be renewed for a period of 2 or 4 years. Any further renewal will be for an indefinite period.
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 www.europol.europa.eu.
APPLICATION PROCESS AND SELECTION PROCEDURE
Please refer to the EUROPOL RECRUITMENT GUIDELINES available on Europol’s website www.europol.europa.eu 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.
|Deadline for application:||17 December 2018, 23:59 CET|
|Recruitment procedure:||January/February 2019|
|Starting date of employment:||to be confirmed|
Regulation 45/2001 applies to the processing of personal data carried out in the process of selection and recruitment of staff at Europol following the application of this Regulation to all administrative personal data held by Europol in accordance with Article 46 of the Europol Regulation.
Data controller:The controller of the processing operation upon your personal data is the Head of the HR Unit.
Purpose of the collection of data: The data submitted is processed in order to assess the suitability of candidates for a position at Europol as Temporary (TA) or contract (CA) and to administrate the documentation related to the selection. The data collected in order to comply with this purpose are the ones required in the application form plus all data provided by the data subject in paper or electronic format. The purpose of the verification performed by Europol National Units on the candidates who apply online to the Restricted Annex II posts is to ensure the conformity of the application process for members of a Competent Authority to a Restricted-Annex II post with the Europol Implementing Rules in force (Decision of the Management Board of Europol of 30/7/2010).
The legal bases for the processing of personal data for temporary and contract agents are: a) Staff Regulations of Officials and the Conditions of Employment of Other Servants of the European Communities (Title III Chapter 1) and their implementing rules;b)Management Board Decision laying down general implementing provisions on the procedures governing the engagement and the use of TA at Europol of 30/7/2010;c)Management Board Decision laying down general implementing provisions on the procedures governing the engagement and the use of CA at Europol of 13/10/2010;d)Decision of the Management Board of Europol defining the Europol posts that can be filled only by staff engaged from the competent authorities of the Member States of 13/12/ 2017.
Recipients of the data:Recipients of the data for the positions of TA and CA are Europol staff employed in the Administration Department dealing with HR and financial matters, the members of the Selection Committee, the concerned Europol National Units (for the restricted and restricted-Annex II posts), the Deputy Executive Director Capabilities and the Executive Director.
Data storage and retention: All documents provided to Europol will be kept in Europol’s files and will not be returned to the candidate. Applications of non-shortlisted candidates will be kept for a maximum of four 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 lists of the personal information (name, citizenship, date/ place of birth, address, phone number) of the candidates who applied online for the restricted-Annex II posts sent to the concerned Europol National Units, to certify the validity of the status declared in the applications: civilian or member of a Competent Authority will be retained for verification by the respective Europol National Units for maximum 3 weeks after the closing date of the Vacancy Notice; they will be deleted after this period.
Data stored in the e-recruitment tool might be further stored in HR electronic and paper files related to the selection procedure. Rights as data subject: Candidates have the right to access, rectify, block and erase their personal data in accordance with the applicable data protection rules. Contact in case of queries concerning the processing of personal data:Candidates have a right of recourse to the Europol Data Protection Officer (Eisenhowerlaan 73, 2517 KK The Hague, The Netherlands) and the European Data Protection Supervisor (email@example.com)