This selection procedure is intended to establish a reserve list of successful candidates (indicative number is 3). Europol may retain the right to make use of the reserve list to select candidates for similar posts, 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.
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.
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 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.
BACKGROUND, MAIN PURPOSE AND TASKS OF THE POST
The Operations Directorate deals with the core business of Europol, improving the effectiveness and cooperation of the competent authorities in the Member States in preventing and combating serious and organised crime, as well as terrorism affecting the Member States. This requires close cooperation with the Liaison Bureaux at Europol and via them with the Operational Teams in the Member States. Europol delivers a number of products and services to national law enforcement agencies.
Under Europol’s organisational structure, the Operations Directorate hosts five distinct Departments: Front Office, European Serious Organised Crime Centre, European Cyber Crime Centre, European Counter Terrorism Centre, and Horizontal Operational Services (HOS). HOS delivers support across the Operations Directorate. These functions do not belong to one specific Centre but will deliver added value to all three Centres and the Front Office.
The HOS Department includes several functions of operational and strategic nature:
• Special Tactics including the EU Most Wanted List
• EMPACT support
• Strategic analytical products
• Liaisons and Stakeholders support, including external deployments
• Training and Quality Management
• Any other area of horizontal operational nature, which will be decided by the management.
Under the supervision of the Head of Department and/or Head of Unit, the incumbent is responsible for the delivery of operational and strategic products and services foreseen in the Europol Work Programme in one or more of the above mentioned fields.
The successful candidate will in particular be responsible to coordinate and facilitate Europol’s support to the EU Policy cycle by ensuring the relevant EU Institutions, bodies and Agencies aiming at a genuine inter-agency approach with all relevant EMPACT actors.
The post holder 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.
• Coordinate, support, align and submit progress reports established by EMPACT drivers and ensure regular contract and liaison;
• Draft reports, summaries, briefings and presentations for a wide range of audiences and stakeholders, in particular regarding the implementation of EMPACT projects; evaluate progress and formulate proposals to adjust projects where necessary;
• Encourage and facilitate communication and collaboration between the crime priorities in case of common goals and/or interdependencies and ensure regular contacts and information with concerned EU agencies and bodies;
• Identify and share best practice amongst the relevant EMPACT projects;
• Ensure regular contacts and information with concerned EU agencies and bodies;
• Participate in the evaluation of grant requests and contribute to the final reports on the implementation of grants;
• Represent Europol at international meetings, trainings and other events by providing presentations, awareness and expert knowledge and advice related to the EU Policy Cycle;
• Organize and facilitate working groups, meetings or conferences;
• Follow and contribute where appropriate to relevant strategic activities of EU institutions and international organisations in EU Policy Cycle related matters;
• Any other duties in the area of competence as assigned by line management.
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;
• 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;
• 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;
• 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||Additional Professional experience required for equivalency|
|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 6 years of professional work experience gained after the award of the diploma.
REQUIREMENTS - SELECTION CRITERIA
a) Professional experience (assessed mainly during the shortlisting phase):
• At least 6 years of professional experience in international law enforcement co-operation and/or experience in working in a multi-agency or international environment;
• Experience in project management, strategy planning and implementation and performance measurement tools;
• Experience in co-ordination and administration of international projects;
• Experience in producing reports and policy papers of operational and strategic nature;
• Experience in leading teams.
b) Professional knowledge (assessed during the Selection procedure - Written/Practical test and/or Interview):
• Thorough knowledge of the EU internal security framework, its strategic and operational mechanisms and the various fora involved in shaping the EU internal security architecture;
• Good understanding of political and operational priorities in the EU with regard to law enforcement issues and cooperation;
• Comprehensive knowledge of the EU Policy Cycle;
• Good knowledge of international law enforcement co-operation, regulations and procedures.
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.
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, on the start date of the possible contract of employment which may be offered.
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.
For restricted posts (including restricted-Annex II posts), the AACC designates up to two additional members of the selection committee if so requested by the Chairperson of the Management Board. The additional members shall consist of a representative of the presidency of the Council of the European Union or one representative of the presidency and one representative of 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.
The personal data (name, citizenship, date/ place of birth, address, e-mail, telephone number, current employment) of the shortlisted candidates that are members of a national competent authority applying for a restricted or a restricted – Annex II post will be provided to the concerned Europol National Unit with the purpose to issue the Europol National Unit Confirmation.
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 based on 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 once, 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 gross basic monthly salary is EUR 6.128,51 (step 1) or EUR 6.386,04 (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.
Staff pay EU tax at source but salaries are exempt from national taxes. Compulsory deductions are made for medical insurance, pension and unemployment insurance.
Subject to the applicable conditions being met, as defined in the EU Staff Regulations (EUSR)/CEOS and further specified in the case law of the Court of Justice of the European Union, allowances such as expatriation allowance (16% of basic gross salary) or foreign residence allowance (4% of basic gross salary), household allowance, dependent child and / or education allowance may be granted.
Staff enjoy worldwide insurance coverage by the Joint Sickness Insurance Scheme (JSIS) and are insured against sickness, the risk of occupational disease and accident.
Europol offers flexible working arrangements, a comprehensive provision for annual leave as well as parental leave supporting a healthy work-life balance.
Indicative net salary sample calculation AD7/1:
a) Staff member (single) in receipt of expatriation allowance (16%): EUR 6255
b) Staff member with two dependent children in their custody in receipt of expatriation allowance (16%): EUR 8001
The above information is indicative and for information purposes only. It is merely meant to give an indication of your possible net salary in light of the currently applicable amounts of the related allowances and the level of taxation. It has no legal value and no rights can be derived from it.
es, which can be found on Europol’s website.
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 in the type of post Administrator and function group AD, grade 7 pursuant to Article 2(f) CEOS and Annex I EUSR.
The initial contract will be concluded for a period of 5 years (full-time – 40 hours a week). The contract may be renewed only once, in principle, for a period of 4 years.
The overall duration of the contracts on restricted posts 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.
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:||18 October 2019, 23:59 CET|
|Recruitment procedure:||November/December 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.