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 may retain the right to make use of the reserve list to select candidates for similar posts, 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 would 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 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 Services Department deals with tasks which are central to Europol's corporate functioning. It is the interface between the organisation and the political arena assisting Europol’s senior management with up-to-date information, political assessments, managing political relations and preparing the Management Board interactions.
The incumbent handles legal matters predominantly relating to Employment Law but would be located in a team dealing also with Commercial Law. There would be the opportunity for the holder to diversify into Commercial Law with support from existing team members and the Head of Team.
The successful applicant will have to carry out the following main duties:
• Draft and review the following as applicable: legal opinions, internal legal acts, policies, rules and contracts;
• Provide legal advice, advising on the interpretation of decisions and rules and regulations including to senior management;
• Conduct legal research and analysis on EU legal topics;
• Assess internal complaints pertaining to the Staff Regulations of Officials of the European Union (EUSR) and the Conditions of Employment of other Servants of the EU (CEOS) and prepare replies to them;
• Prepare Europol’s defence in court cases before the General Court or the Court of Justice of the European Union in cases regarding staff matters;
• Learn and be involved on commercial files such as advising on commercial contracts with external companies and on the legal framework relevant to contract and procurement issues;
• Represent Europol in external meetings and the unit in internal working groups;
• Perform any other tasks in the area of competence as assigned by the line manager.
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 in law attested by a diploma when the normal period of university education is three years or more.
• In addition to the above at least 3 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):
• Experience in the field of EU employment law;
• Experience in legal research, analysis and drafting;
• Experience in working in an international, multidisciplinary work environment.
• Experience working in an EU institution or EU body;
• Experience in the field of commercial law.
b. Professional knowledge (assessed during the selection procedure - interview)
• Good understanding of Employment Law;
• Ability to provide advice taking into account the law of contract and delict;
• Ability to work on legal files in French, both orally and in writing.
c. General competencies (assessed during the selection procedure - 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.
Analysing & problem solving:
• Keen eye for detail with the ability to maintain standards of accuracy under pressure of tight deadlines;
• 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:
• Good administrative and organisational skills.
• Very good interpersonal skills, with the ability to work well, both independently and in a team;
• Ability to remain effective under a heavy workload and demonstrate resistance to stress.
• Ability to work effectively in an international and multi-cultural environment.
d. Fulfil the condition stipulated in Article 5 of the Decision of the Executive Director on the Duration of contracts of employment for Temporary Agents, at the time of acceptance of the possible offer of employment.
The Authority Authorised to Conclude Contracts of Employment (AACC) sets up a Selection Committee, which consists of at least three members, consisting of one chair and at least one member from the Administration of Europol and one member designated by the Staff Committee.
In specific cases, in particular for selection procedures of experts, additional members may be designated from Europol, from outside Europol or from outside the Union institutions.
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 AACC takes a decision of appointment on the basis of advice from the Selection Committee, and will inform the Selection Committee accordingly. The AACC has also the possibility to establish a reserve list of successful candidates, which is, in principle, valid for 12 months. The validity of the reserve list may be extended, in principle, for 12 months. 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 5.416,58 (step 1) or EUR 5.644,20 (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 CONFIDENTIAL.
Contract of employment
The successful candidate will be recruited as Temporary Agent AD6 pursuant to Article 2 (f) of CEOS for a fixed period of 4 years (full-time – 40 hours a week).
The contract may be renewed not more than once, in principle, for a fixed period of two years. Any further renewal shall be for an indefinite period.
The place of employment will be The Hague, The Netherlands.
For further information on terms and conditions please consult the EU Staff Regulations which are available on Europol’s website.
Europol respects your privacy and is committed to protecting your personal data. Your data will be processed in accordance with Regulation (EU) 2018/1725 of the European Parliament and of the Council of 23 October 2018 on the protection of natural persons with regard to the processing of personal data by the Union institutions, bodies, offices and agencies and on the free movement of such data applicable to Europol under Article 46 of the Europol Regulation.
For additional information, please consult the applicable privacy statement available on our website.
Deadline for application: 23 August 2019 23:59 CET
Recruitment procedure: September/October 2019
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.