This selection procedure is intended to establish a reserve list of successful candidates, which may also be used to fill posts funded by external assigned revenue (e.g. EU grant funding). It is envisaged to start using the reserve list in Q1/Q2 of 2022.
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 post of Senior Agent - Data Scientist may be located Europol’s Capabilities or Operations Directorates.
Purpose of the post:
The incumbent will work on projects funded by external assigned revenue under Horizon 2020 delivering data science expertise for the development of novel AI tools and models. S/he may also be appointed to support other projects, including the ones not funded by external assigned revenue.
The post holder reports to a (Senior) Specialist – Head of Team.
This position might require participation in a shift system including weekends and nights as well as on-call duty.
Europol is an equal opportunity employer. Europol accepts applications without distinction on grounds of gender, sexual orientation, national, ethnic or social origin, religion or beliefs, family situation, age, disability, or other non-merit factors. All employment decisions are based on business needs, job requirements and qualifications, experience and skills.
Europol lives diversity and provides an inclusive work environment to all. Europol strives to recruit, develop and retain a diverse and talented workforce through application of equal opportunity and impartiality.
FUNCTIONS AND DUTIES
The incumbent carries out the following main functions and duties:
• Support the design and development of machine learning models and other solutions based on AI techniques;
• Use data science and machine learning in various initiatives, from an explorative proof of concept phase to real time production solution;
• Process and integrate large volumes of structured and unstructured data;
• Support research in the area of AI;
• Create and perform unit tests, integration tests and performance tests, as needed, in coordination with the Test and Quality Assurance team;
• Create and maintain project-related technical documentation, including design and deployment documentation, in cooperation with other application architects;
• Maintain requirement changes, application design and work performed by other developers synchronised with each other during the whole software and project lifecycle;
• Elaborate and discuss different options for ICT based solutions/improvements; proactively collaborate in the definition and implementation of improvements to the Applications Lifecycle Management methodologies and tools;
• Perform any other tasks as assigned by line management.
These functions and duties may also be assigned to a post not funded by external assigned revenue.
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) of the Conditions of Employment of Other Servants of the European Union (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
• Have a level of education which corresponds to completed university studies attested by a diploma when the normal period of university education is 3 years or more.
• Professional training of an equivalent level, 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 3 years
More than 1 year and up to 2 years 2 years
More than 2 years 1 year
REQUIREMENTS - SELECTION CRITERIA
a. Professional experience: (assessed mainly during the shortlisting phase):
• At least 3 years’ experience working on software development projects;
• Experience working with iterative software development methodologies;
• Experience developing machine learning models in Python and using frameworks such as Tensorflow, Keras or Pytorch;
• Experience developing machine learning solutions for natural language processing, image/video/audio analysis and time series analysis.
• Experience working in multiple-developer based projects, following Scrum methodology and using respective tools for source code control, continuous integration and automated deployment, such as TFS;
• Experience working in a complex public sector environment or in a highly regulated environment;
• Experience of working on EU funded projects.
b. Professional knowledge: (assessed during the Selection procedure – Written test and Interview):
• In-depth understanding of machine learning concepts and techniques;
• Knowledge of developing machine learning models in Python and using frameworks such as Tensorflow, Keras or Pytorch;
• Knowledge of developing machine learning models for natural language processing, image/video/audio analysis and time series analysis;
• Knowledge of designing, implementing and rolling out distributed systems based on machine learning models.
c. General competencies: (assessed during the selection procedure – written test and interview):
• 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.
All applications for Contract Agent posts must be submitted through the online recruitment system accessible via Europol’s website.
The Authority Authorised to Conclude Contracts of Employment (AACC) sets up a Selection Committee, composed 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.
The Selection Committee will assess the applications received in order to make an initial selection of those candidates meeting all eligibility criteria and matching best the selection criteria (suitability) set out in this Vacancy Notice.
The minimum pass-mark for being shortlisted, i.e. invited to participate in a post-related selection procedure, consisting of a written test and a competency-based interview, is established as 60% of the total maximum score.
At shortlisting stage, the Selection Committee will establish the pass-mark for test and interview, and will shortlist the 10 highest scoring candidates. All candidates having a score equal to the 10th highest scoring candidate will be invited to take part in the selection procedure conducted remotely.
After the selection procedure has taken place, the Selection Committee will establish a list of successful candidates which is shared with the AACC for establishment of a Reserve List. A Reserve list is valid for 24 months.
Candidates who attend the selection procedure will be informed of the outcome, i.e. whether they have been successful or not.
Candidates who attended a selection procedure may request feedback on their performance in 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 Recruitment and Selection Team at the following email address: 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.
COMPENSATION AND BENEFITS
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 13 (EUR 3,555.98), grade 14 (EUR 4,023.40) or grade 16 (EUR 5,150.62)
Grade Qualifications and professional experience
13 Less than 5 years
14 Between 5 years and 17 years
16 More than 17 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 13: EUR 3,943.02; for grade 14: 4,428.51, for grade 16: 5,555.04
b) Staff member with two dependent children in their custody in receipt of expatriation allowance (16%): for grade 13: EUR 5,568.48; for grade 14: 6,080.11, for grade 16: 7,295.30
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 FGIV pursuant to Article 3(a) of the CEOS.
Contract linked to duties of limited duration in time, funded by external assigned revenue (e.g. EU grant funding)
The initial contract will be concluded for a fixed period of between 13 months and 4 years (full-time – 40 hours a week, unless otherwise specified), depending on the requirements and duration of the post funded by external assigned revenue. The contract may be further renewed for another fixed period and, subsequently, for an indefinite duration, subject to the interest of the service and the availability of external assigned revenue. The end of such funding constitutes a valid ground for non-renewal or termination of the contract.
Contract linked to duties not funded by external assigned revenue (e.g. EU grant funding)
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.
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 is not positive and the necessary clearance level is not granted or extended.
The requested level of security clearance for this post is: CONFIDENTIAL UE/EU CONFIDENTIAL
For further information on terms and conditions, please consult the EUSR/CEOS available on Europol’s website.
Conditions of engagement
Before the employment contract is concluded by Europol, the successful candidate will have to:
• declare any conflict of interest;
• undergo a pre-employment medical examination to confirm that he/she is physically fit to perform the duties pertaining to the post or, alternatively, receive the confirmation from Europol that he/she fulfils the conditions laid down in the Decision of the Deputy Executive Director of the Capabilities Directorate on the pre-employment medical examination available on Europol’s website.
The place of employment will be The Hague, The Netherlands.
Engagement for this post is subject to the successful completion of a probationary period of 9 months.
In case of successive contracts under Art. 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 Art. 3a) thereof.
Europol reserves the right to terminate the contract of employment during or at the end of the probation period in accordance with Art. 84 the CEOS.
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, and repealing Regulation (EC) No 45/2001 and Decision No 1247/2002/EC, 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 Art. 46 of the Europol Regulation.
For additional information, please consult the applicable privacy notice inserted in the EUROPOL RECRUITMENT GUIDELINES available on Europol’s 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.
Publication date: 25 November 2021
Deadline for application: 07 January 2022, 23:59 CET
Recruitment procedure: January/February 2022
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.