Head of Department Corporate Affairs Bureau (AD11)

Restricted
Europol/2019/TA/AD11/349

ABOUT EUROPOL

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
Europol has:
• 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
• multilingual
• multidisciplinary
• international

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.

Equal opportunity
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 departments, particularly on key corporate matters such as monitoring business planning and performance management, are also among the Directorate’s tasks.
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’ 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 senior management team and coordinating key corporate interests, including inter-departmental cooperation, stakeholder management and financial administration.
• Dealing with internal and external communications, media, Open Sources and public relations activities.

The Head of Corporate Affairs Bureau Department is responsible for the effective discharge of his/her responsibilities to the Executive Director.

The successful applicant will have to carry out the following main duties:

• Supporting the Executive Director and the wider Directorate in the fulfilment of Europol’s objectives, in particular those assigned to the post;
• Provides leadership and direction in the Department, including the setting, implementation and delivery of policies and objectives;
• Plans, directs and coordinates the use of resources in the delivery of the Department’s activities, maximising effectiveness and increasing efficiency;
• Business planning, evaluation and performance management within the Department, including responsibility for the quality of the products and services;
• Represents the Department and Europol (as appropriate) in internal and external meetings and conferences;
• Performing any other task in the area of competence as requested by the Executive Director and the Deputy Executive Director Governance.

REQUIREMENTS - ELIGIBILITY CRITERIA

CANDIDATES MUST:
• 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;
• 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 attested by a diploma when the normal period of university education is four years or more;
OR
• 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;
OR
• Professional training of an equivalent level in a relevant area (e.g. Police Officer’s School) and after having completed the training, at least the number of years of relevant professional experience as indicated below:

Duration of professional training Professional experience
More than 6 months and up to 1 year 4 years
More than 1 year and up to 2 years 3 years
More than 2 years and up to 3 years 2 years
More than 3 years 1 year

• In addition to the above at least 15 years of professional work experience gained after the award of the diploma.

REQUIREMENTS - SELECTION CRITERIA

a. Professional experience (assessed mainly during the Shortlisting phase):
• Significant professional experience in the field of law enforcement and/or internal security at the strategic and operational level, acquired in a national and, preferably, in an EU and/or international context. Ideally this such include direct experience of national and international police and law enforcement cooperation;
• Significant  management experience, in the law enforcement and/or internal security area,  in line with the duties and responsibilities as mentioned in section 2;
• Experience in the role of liaison and cooperation on operational, strategic as well as policy matters;
• Experience in working in a multicultural environment.
b. Professional knowledge (assessed during the Selection procedure):
• Have good knowledge of the EU legal framework in general and the area of law enforcement;
• Sound understanding of international police cooperation;
• Sound knowledge of the Europol legal framework;
• Sound knowledge of the EU internal security architecture.
c. General competencies (assessed during the Selection procedure):
Communicating:
• 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:
• Excellent analytical, organisational and decision-making skills including the ability to establish clear priorities;
• Competent user of Microsoft Office applications (MS Word, Excel, PowerPoint and Outlook) and the internet.
Delivering quality and results:
• Have a high degree of integrity and professional credibility;
• Possess the ability to translate strategy into practice;
• Be practical and results oriented with excellent decision-making skills.
Prioritising and organising:
• Exhibit strategic understanding, display breadth of vision, the ability to grasp critical issues quickly and be able to apply strategic vision.
Resilience:
• Excellent interpersonal skills with the ability to develop and maintain effective working relationships with a wide range of internal and external stakeholders and to understand organisational dynamics.
Living diversity:
• Ability to establish and maintain effective working relations with co-workers in an international and multi-disciplinary work environment.
d. Leadership skills and competencies (assessed mainly during the Assessment Centre and of the Selection procedure):
• Develop vision and strategy - developing a compelling mission, vision and strategy that has mid and long-term impact and can be understood and accepted by staff as meaningful for their daily work;
• Drive performance - proactively and energetically implementing Europol’s mission, vision and strategy in such a way that Europol meets its organisational objectives;
• Enterprising - identifying and realising opportunities for innovation that strengthen Europol’s relevance as a key actor in its field;
• Networking - establishing effective relationships within Europol and building strategic alliances with the external environment;
• Managing the business - demonstrating a deep understanding of the business and taking commitment to act upon these insights to secure operational excellence;
• Inspiring people - inspiring long-term motivation and organisational loyalty by acting as a role model and by complying with the organisation’s mission and values.

SELECTION PROCEDURE

(from previous paragraph - Selection Criteria)
e. Managerial skills and competencies (assessed mainly during the Assessment Centre and of the Selection procedure):
• Managing – developing and implementing work processes; drawing up and managing budgets; introducing improvements and supervising change in work methods;
• Steering – ensuring the achievement of set objectives by efficiently managing time, human, material and financial resources;
• Integrating – integrating and linking relevant data, understanding the critical issues, formulating alternatives and reaching correct conclusions;
• Motivating – achieving high team performance by entrusting the right people with right responsibilities, recognising their efforts and adjusting own management style as necessary;
• Guiding people – giving clear guidance, monitoring progress and taking corrective measures in order to achieve the set objectives in accordance with the available means;
• Influencing – persuading others by making good impression, using convincing arguments, creating win-win situations and adapting to the audience in order to reach the goals;
• Coping – controlling one’s emotions and responding in a constructive way to stressful situations, when facing obstacles, opposition and criticism;
• Managing diversity – showing awareness of all dimensions of diversity; creating an inclusive and respectful working environment that values diversity and accommodates different working styles and contributions of the team; proactively addressing sensitive diversity related issues.

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 restricted posts, the Selection Committee may also include up to two additional members designated by the Contracting Authority on a proposal from the Management Board. The additional member(s) will be either a representative from the Presidency or a representative from the Presidency and one from another Member State.
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 assessment centre 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.

SALARY

Scale: AD 11

The basic monthly salary is EUR. 10.043,25 (step 1) or EUR 10.465,27 (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

Probation period
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: SECRET UE/EU SECRET.

CONTRACT OF EMPLOYMENT
The successful candidate will be recruited as Temporary Agent AD11 pursuant to Article 2 (f) for a period of 5 years (full-time – 40 hours a week).

The contract may be renewed once for a period up to 4 years.

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.

MAIN DATES

Deadline for application: 15 February 2019, 23:59 CET
Recruitment procedure: March/April 2019
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.

CONTACT DETAILS
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.

 

 

ADDITIONAL INFORMATION

Privacy Notice
Regulation (EU) 2018/1725 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 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), contract agent (CA), intern or trainee 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 agents, contract agents and interns 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;
• Decision of the Europol Director on Internships of 15 March 2018. 
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.
Recipients of the data for interns are Europol staff employed in the Administration Department dealing with HR and financial matters, the Supervisor of the intern and its superior line management as well as respective colleagues involved in the selection process and the Deputy Executive Director Capabilities.
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 for temporary and contract agents. 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 of the selected interns will be kept for seven years after the finalisation of the internship programme.
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 (edps@edps.europa.eu).
Kindly note that opposing to this processing operation will automatically exclude you from being considered for the recruitment and selection procedure.

Apply

Deadline

15 February 2019, 23:59:59 CET

Contract type

Restricted Temporary Agent

Unit/Group

Governance Directorate

Reports to

Deputy Executive Director Governance