This selection procedure is intended to establish a reserve list of successful candidates. It is envisaged to start using the reserve list in Q3/Q4 of 2021. 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.
The Governance Directorate is responsible for supporting and assisting Europol Management and the rest of the organization 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 organization at internal and external meetings.
Part of the Governance Directorate, the Security Unit is responsible for establishing all security measures that need to be applied to protect the persons employed at Europol, the Europol building, together with its installations and all Europol information and to ensure the safe and continual operational functioning of Europol.
Purpose of the post:
Under the supervision of the Senior Specialist – Head of Team and/or the Head of Unit Security, the incumbent is expected to conduct daily security related activities to ensure the highest possible level of security for Europol staff, premises and property; thus, allowing the core business of Europol to operate in an uninterrupted manner.
The incumbent reports to the Head of Team - Physical Security and/or the Head of Unit Security
This position might require participation in a shift system including weekends and nights.
BACKGROUND, MAIN PURPOSE AND TASKS OF THE POST
The incumbent carries out the following main functions and duties:
• Carry out security related tasks in and around the Europol premises including but not limited to; mail screening, visitor screening, fire and safety rounds, assist during VIP visits, secure official Europol events and reception duties;
• Maintain surveillance and vigilance in the protection of information, persons and property;
• Be constantly on alert to guard against any threats that can damage the business continuity of Europol;
• Protect Europol premises against unlawful entry;
• Prevent unauthorized removal of Europol property;
• Monitor and control all incoming and outgoing movement within and surrounding areas of Europol utilizing available technical security equipment and installations;
• Provide security protection; such as: destruction of information, mail handling, guidance, reporting and security/safety awareness;
• Respond in case of security/safety incidents, breaches of security or emergencies and report immediately to the Head of Team or designated replacement;
• On request, support personal protection measures provided to the executive management of Europol or VIPs;
• Operate the following equipment:
Walkthrough and handheld metal detector
Identification document verification
Other specialized security equipment
• Any other duties 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 Communities and a satisfactory knowledge of another language of the Communities to the extent necessary for the performance of the duties.
b. Candidates must have
• A level of post-secondary education attested by a diploma. When the official duration of the post-secondary education is less than 3 years, the difference shall be deducted from the professional experience as indicated below:
Duration of professional training Professional experience
More than 6 months and up to 1 year 3 years
More than 1 year and up to 2 years 2 years
More than 2 years 1 year
• A level of secondary education attested by a diploma giving access to post-secondary education and relevant professional experience of at least 3 years.
REQUIREMENTS - SELECTION CRITERIA
a) Professional experience (assessed mainly during the shortlisting):
• At least 5 years of relevant professional work experience;
• Experience of managing confidential information;
• Experience in working in a law enforcement, intelligence and public service community, army and/ or other organisations engaged in security and crisis management;
• Experience in working with a security management system.
• Experience of working in an international, multidisciplinary work environment;
• Experience of working with Document Management Systems (DMS) or similar.
• Experience in supporting personal protection measures for high-level dignitaries.
b) Professional knowledge (assessed during the selection procedure - written/practical test and/or interview):
• Technical and operational knowledge of (physical) security.
• First Aid certified;
• Have undergone Specialised X-Ray system training;
• Training on identification documents verification;
• Additional certificates in the area of security and or law enforcement.
c) General competencies (assessed during the selection procedure - written/practical test and/or interview):
• Very good communication skills in English, both orally and in writing.
Analysing & problem solving:
• Keen eye for detail with the ability to maintain standards of accuracy under pressure of tight deadlines;
• 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;
• 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 another 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 minimum pass-mark for being shortlisted, i.e. invited to participate in a post-related selection procedure, consisting of one or more written tests and competency-based interviews, is established as 60% of the total maximum score.
The Selection Committee will invite all candidates having a score equal to the 30th highest scoring candidate to take part in the first stage (written test) of the recruitment procedure. Candidates will be required to perform the written test remotely
As a next stage the selection committee will assess the written tests against the selection criteria. All candidates having a score equal to the 20th highest scoring will be invited to the (skype/WebEx) interview stage of the selection procedure.
After the selection procedure has taken place, the Selection Committee will establish a list of successful candidates which is shared with the AACC. A Reserve List is valid for up to 12 months, and its validity may be extended once for up to 12 months.
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 at C2email@example.com.
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 AACC shall classify contract staff in their function group taking into consideration their qualifications and professional experience at the time of entry into service.
The basic monthly salary is:
Grade 4 (EUR 2,169.66) or Grade 5 (EUR 2,454.9)
Grade Qualifications and professional experience
4 Up to 7 years
5 More than 7 years
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:
a) Staff member (single) in receipt of expatriation allowance (16%): for grade 4: EUR 2,817.42; for grade 5: EUR 3,101.03.
b) Staff member with two dependent children in their custody in receipt of expatriation allowance (16%): for grade 4: EUR 4,046.00; for grade 5: EUR 4,327.33.
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.
The information is based on figures applicable as of July 2020.
TERMS AND CONDITIONS
Contract of employment
The successful candidate will be recruited as Contract Agent FG II pursuant to Article 3(a) of the CEOS.
The initial contract will be concluded for a fixed period of 4 years (full-time – 40 hours a week). The contract may be renewed, in principle, for a fixed period of 2 years. Any further renewal shall be for an indefinite duration.
In case of successive contracts under Article 3a) of the CEOS, the duration of the contract offered will be set in accordance with the provisions of the Decision of the Management Board of Europol of 4 October 2019 governing the conditions of employment of contract staff employed under the terms of Article 3a) thereof.
The place of employment will be The Hague, The Netherlands.
For further information on terms and conditions please consult the EUSR/CEOS available on Europol’s website.
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.
In case of successive contracts under Article 3a) of the CEOS, a candidate may be exempt from the requirement to serve another probationary period in accordance with the provisions of the Decision of the Management Board of Europol of 4 October 2019 governing the conditions of employment of contract staff employed under the terms of Article 3a) thereof.
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
Candidates who have been recruited to a post at Europol are required to furnish a valid certificate of good conduct before the start of their employment. The certificate of good conduct must be provided to Europol prior the signature of the employment contract. The certificate of good conduct must be issued by the relevant authorities of the country of nationality of the candidate and must not be older than three months at the time of submission to Europol. Europol reserves the right not to proceed with the signature of the contract based on the content of the certificate or if the candidate fails to provide the certificate to Europol.
The certificate of good conduct does not substitute a valid security clearance required for all Europol staff at the level indicated in the vacancy notice. Failure to obtain the requisite security clearance before the expiration of the probationary period may be cause for termination of the employment contract.
Candidates who currently hold a valid security clearance at the level indicated in the vacancy notice or above do not need to obtain a certificate of good conduct or a new security clearance and must provide a copy of the current security clearance certificate to Europol prior to the signature of the employment contract. Europol shall verify and confirm the continued validity of the security clearance. In case Europol determines that the security clearance is not valid, the candidate will be required to provide a valid certificate of good conduct prior to the signature of the employment contract. Europol may at any time terminate the employment contract if the result of the security screening.
The requested level of Security Clearance for this post is: CONFIDENTIAL UE/EU CONFIDENTIAL
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.
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.
Statutory obligations upon leaving the service
Pursuant to Article 16 of the EU Staff Regulations, EU officials and, by analogy, temporary and contract agents continue to be bound by the duty to behave with integrity and discretion as regards the acceptance of certain appointments or benefits’ after leaving the service. Those staff members intending to engage in an occupational activity within two years of leaving the service shall inform their institution, so that it may take an appropriate decision in that respect. In cases where the intended activity is related to the work carried out by the staff member during the last three years of service and could lead to a conflict with the legitimate interests of the institution, the decision to be taken may include forbidding the staff member from undertaking it or giving its approval subject to any conditions it thinks fit.
Deadline for application: 25 May 2021, 23:59 Amsterdam Time Zone
Recruitment procedure: June/July 2021
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 1146 or +31 (0) 70 353 1154.