This selection procedure is intended to establish a reserve list of successful candidates (indicative number is 3). There is currently 1 (one) post available. 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.
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
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 Directorates' 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.
Units dealing with procurement, physical and data security are also part of the Governance Directorate.
The Department ‘Corporate Services’ is responsible for the effective discharge of Europol’s governance responsibilities and the management of Europol’s external relations, including with the Europol Management Board and EU institutions.
The Strategic & External Affairs Group is responsible for:
• Supporting the Directorate in providing leadership and strategic direction to Europol, including corporate support for the effective discharge of Europol’s governance responsibilities towards the Management Board (MB) of Europol and its working groups and for the management of Europol’s external relations, including EU working groups;
• Developing and monitoring the implementation of the Europol Strategy, multi-annual and annual Europol Work Programmes, including the management of effective corporate performance monitoring & reporting;
• Developing and implementing Process and Quality Management at Europol;
• Managing and improving processes related to document and records management, including business product management of the Document Management System (DMS) and the maintenance of an accurate record of key corporate documents.
The post holder will assist in the implementation of Europol’s strategy, with an emphasis on corporate planning and performance. He or she will carry out the following tasks and responsibilities:
• Prepare the organisation’s planning documents (Programming Document including multi-annual and annual work programme, Work Plan) -including linking them to budget and staff planning, objective setting and development of (key) performance indicators;
• Gather information to evaluate the implementation of the Europol Strategy and the Europol Work Programme and Work Plan in order to elaborate the interim and annual activity reports in line with the applicable requirements;
• Draft reports, briefing notes and correspondence for the Directorate in relation to the organisation’s planning and performance measurement;
• Contribute to the continuous improvement of Europol’s corporate planning and performance measurement processes, including evaluation practices;
• Evaluate specific organisational activities as required by the concerned stakeholders, including customers interviews, analysis and documentation of the respective results;
• Prepare and carry out client surveys, product satisfaction surveys as well as other ad hoc surveys/evaluations;
• Any other duties in the area of competence as assigned by the line management.
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 of at least three years attested by a diploma.
REQUIREMENTS - SELECTION CRITERIA
a. Professional experience (assessed mainly during the shortlisting phase):
• At least 2 years of relevant professional working experience;
• Experience in strategy development;
• Experience in multi-annual and annual business planning, preferably in the public sector;
• Experience in corporate performance reporting, in particular evaluation of strategy and business plan implementation;
• Experience in survey design/analysis of results;
• Experience of working in an international, multidisciplinary work environment.
b. Professional knowledge (assessed during the selection procedure - written/practical test and/or interview)
• Knowledge of business planning;
• Knowledge of performance measurement;
• Knowledge of survey design and analysis of results;
• Knowledge of statistical analysis tools/packages.
c. General competencies:
• 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 5 highest scoring candidates (short-listed). All candidates having a score equal to the 5th 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 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.
Scale: FG IV
The basic monthly salary is: grade 13 EUR 3404.15, grade 14 EUR 3851.61 or grade 16 EUR 4930.71
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:||7 January 2019|
|Recruitment procedure:||February-March 2019|
|Starting date of employment:||to be determined|
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.
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.
The controller of the processing operation upon your personal data is the Head of the Human Resources 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 agent (TA) or contract agent (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.
Legal bases for processing personal data
The legal bases for the processing of personal data for temporary and contract agents are:
• Staff Regulations of Officials and the Conditions of Employment of Other Servants of the European Communities (Title III Chapter 1) and their implementing rules;
• Management Board Decision laying down general implementing provisions on the procedures governing the engagement and the use of temporary agents at Europol of 30 July 2010;
• Management Board Decision laying down general implementing provisions on the procedures governing the engagement and the use of contract agents at Europol of 13 October 2010;
• Management Board Decision defining the Europol posts that can be filled only by staff engaged from the competent authorities of the Member States (“restricted posts”) of 13 December 2017;
• Management Board Decision on the rules for the selection, extension of the term of office and removal from office of the Executive Director and Deputy Executive Directors of 1 May 2017.
Recipients of the data
Recipients of the data for the positions of temporary and contract agents 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 restricted posts 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. 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 (Europol - Data Protection Officer - Eisenhowerlaan 73, 2517 KK The Hague, The Netherlands) and the European Data Protection Supervisor (email@example.com)