ABOUT EUROPOL
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 serve list to select candidates for similar secondments, should business needs require so.
Organisational setting:
The SNE position is located in the EMPACT Support Team, Analysis & Strategic Coordination Unit of the Operational & Analysis Centre, Operations Directorate.
Mandate of the Team:
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 (MS). 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 to support them in their fight against international serious and organised crime, as well as terrorism.
Within the Operational & Analysis Centre (OAC) Department and the Analysis and Strategy Coordination Unit, the EMPACT Support team (EST) supports the drafting of Operational Action Plans (OAPs), monitors and reports to National EMPACT Coordinators and COSI the progress in OAPs implementation. Furthermore, the EST prepares quantitative and qualitative data related to OAPs. The tasks are stipulated in the EMPACT Terms of Reference (current version in the Council document 14884/1/18 REV 1 dated 29 January 2019). EST supports the External Relations of Europol in maintaining relations with the EMPACT stakeholders, in particular with the National EMPACT Coordinators, JHA Agencies, COSI, European Commission and the General Secretariat of the Council and contributes to the independent evaluation of EMPACT.
Purpose of the Secondment:
The SNE will contribute to the work of the EMPACT Support Team (EST); in particular tasks related to the coordination and administration, organisation of meetings, evaluation of funding applications, monitoring and reporting of Operational Action Plans and maintaining professional relationship with the EMAPCT stakeholders.
Reporting lines:
The SNE reports to the Head of the Analysis and Strategic Coordination Unit, under the supervision of the Head of Team – EMPACT Support.
Reporting lines:
The SNE reports to the Head of the Analysis and Strategic Coordination Unit, under the supervision of the Head of Team – EMPACT Support.
BACKGROUND, MAIN PURPOSE AND TASKS OF THE POST
The successful candidates will have to carry out the following main duties:
Coordination and administration:
– maintain contacts with the relevant actors and stakeholders in the EU Policy Cycle/EMPACT;
– support the Drivers in the coordination of meetings, drafting and implementation of Operational Action Plans (OAPs);
– act as permanent depositary for the OAPs and the reports from Action Leaders and Drivers;
– maintain and update EMPACT platforms at the Europol Platform for Experts (EPE);
– facilitate contacts and meetings for Drivers to ensure coordination among OAPs, preparation of Joint Action Days (JADS), exchange of best practice and the implementation of common initiatives and horizontal strategic goals;
– contribute to the preparation of the National EMPACT Coordinators meetings;
– other tasks related to the EU Policy Cycle/EMPACT.
Funding:
– contribute to Europol proposal for the EU Policy Cycle funding;
– participate in evaluation of applications and final reports for EMPACT grants;
– contribute to preparation and updates of funding information packages.
Monitoring and reporting:
– support Driver’s in their reporting and preparation of the annual fact sheet about the results of the OAP;
– contribute to analysis of cross-cutting issues in OAPs;
– facilitate communication and collaboration between the OAPs having common goals and/or interdependencies;
– support the identification of possible JADs.
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;
• Produce evidence of a thorough knowledge of one European Union language and a satisfactory knowledge of a second language of the Union;
• Possess at least 3 years of professional experience in the field of law enforcement relevant to the duties to be carried out during the secondment.
REQUIREMENTS – SELECTION CRITERIA
a. Professional experience (assessed mainly during the shortlisting):
Essential:
• At least three years experience in strategic and operational international law enforcement cooperation;
• Experience in coordination of meetings with international participants.
Desirable:
• Experience related to implementation of one of the EMPACT Operational Action Plans;
• Experience in project management.
b. Professional knowledge (assessed during the selection procedure – written / practical test and/or interview):
Essential:
• Sound knowledge of the EU internal security framework and mechanism of setting of political priorities in the justice and home affairs area;
• Good understanding of operational cooperation on internal security in the EU and its relevant actors;
• Comprehensive knowledge of the EU Policy Cycle;
• Good knowledge of international law enforcement co-operation.
c. General competencies (assessed during the Selection procedure – written/Practical test and/or Interview):
Communicating:
• Very good communication skills in English, both orally and in writing;
• Ability to draft clear and concise documents on complex matters for various audiences;
• Good presentation skills.
Analysing & problem solving:
• Excellent analytical and critical thinking skills;
• 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.
Resilience
• 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.
Living diversity
• Ability to work effectively in an international and multi-cultural environment.
SELECTION PROCEDURE
HOW TO APPLY
Candidates endorsed by the national competent authorities are required to complete the SNE application form available on Europol’s website in English.
The application form must be accompanied by a letter from the sending authority to the Executive Director of Europol expressing willingness to second the candidate.
Applications must be submitted by means of email to Europol’s Human Resources Unit, Recruitment and Selection Team, on C2-12@europol.europa.eu via the Europol National Unit of the Member State concerned, and, if necessary, the respective Liaison Bureau.
Applications must be received by Europol the latest on the day of the deadline specified in this notice of secondment. Applications received after the deadline will not be accepted.
Receipt of all applications is confirmed by an email of acknowledgement. Candidates may check the progress of the relevant selection procedure on Europol’s website.
SELECTION PROCEDURE
The Deputy Executive Director of Europol’s Capabilities Directorate sets up a Selection Committee, chaired by the Head of the relevant Directorate or a senior representative, and composed of a representative of the respective Unit, as well as of the Human Resources Unit.
The Selection Committee assesses the applications received in order to make an initial selection of candidates meeting all eligibility criteria and examines their qualifications, experience and skills against the selection criteria set out in the notice of secondment. For the initial selection, the operational contributions from the competent service to the project to which the SNE will be seconded will be taken into account. Only candidates scoring above the pass-mark of 60% of the total score will be considered to participate in the selection procedure.
The Selection Committee will invite the 5 highest scoring candidates. All candidates having a score equal to the 5th highest scoring candidate will be included in the list of invited candidates.
The Selection Committee conducts a structured interview with the shortlisted candidates usually performed remotely in order to evaluate their language skills, validate their experience and assess whether they possess the key skills required. The shortlisted candidates may also be invited to participate in a written test usually performed remotely. The overall pass-mark for the selection procedure is 70% of the total score.
After the selection procedure has taken place, the Selection Committee proposes a list of successful candidates to the Deputy Executive Director Capabilities. Once the outcome is confirmed, Europol informs the candidates.
The secondment is finally effected by an exchange of letters between the Deputy Executive Director Capabilities and the seconding authority, specifying the details of the secondment in accordance with the Management Board Decision laying down the rules on the secondment of National Experts of 4 October 2019.
Europol may also establish a reserve list of successful candidates valid for up to 12 months. The validity of the reserve list may be extended once for up to 12 months.
The list of SNE selection procedures for which reserve lists have been established or extended is accessible on Europol’s website. Candidates who have been placed on a reserve list are informed by Europol.
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. Inclusion on the reserve list does not guarantee secondment.
SALARY
The SNE shall remain in the service of the sending authority throughout the period of secondment and shall continue to be paid by that employer. The sending authority shall also be responsible for all social rights, particularly social security and pension entitlements.
During the period of secondment the SNE is entitled to a daily subsistence allowance paid by the agency, and may also be eligible for a monthly allowance depending on the distance from the place of origin. If the SNE receives any allowance from other sources similar to the subsistence allowance paid by Europol, this amount shall be deducted.
TERMS AND CONDITIONS
Security screening
Candidates who have been selected to an SNE post are required to furnish a valid security clearance certificate before the start of the secondment. Failure to obtain or provide the requisite security clearance certificate at the requested level before the start of the secondment may render the offer invalid.
In case the security clearance certificate expires within six months of the start of the secondment, the renewal procedure will be initiated expeditiously. Europol may at any time terminate the secondment if the result of the security screening is not positive and the necessary security clearance level is not granted /extended.
The security clearance level required for this secondment is CONFIDENTIEL UE/EU CONFIDENTIAL.
ADDITIONAL INFORMATION
APPEAL PROCEDURE
Candidates for SNE positions may submit a complaint to the Executive Director of Europol about a decision taken by Europol adversely affecting him / her, with the exception of decisions which are direct consequences of decisions taken by the seconding authority.
The complaint must be lodged within two months of the date the person concerned is notified of the decision. The Executive Director of Europol shall notify the person concerned of his / her reasoned decision within four months from the date on which the complaint was lodged. If at the end of that period no reply to the complaint has been received, this shall be deemed to constitute an implied decision rejecting it.
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.
Europol aims 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.
Privacy statement
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.
Main dates
Deadline for application: EXTENDED Until 8 February 2021, 23:59 Amsterdam Time Zone
Selection procedure: February 2021
Contact details
For further details on the application process please call +31 (0) 70 353 1146 or +31 (0) 70 353 1152.
Source URL: https://www.europol.europa.eu/careers-procurement/vacancies/vacancy/482