ABOUT EUROPOL
This selection procedure is intended to establish a reserve list of successful candidates. It is envisaged to start using the reserve list in 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.
Europol is a well-established and recognised 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
Europol has:
• 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
• multilingual
• multidisciplinary
• international
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.
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.
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’d like to hear from you.
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 to support them in their fight against international serious and organised crime, as well as terrorism.
Under Europol’s organisational structure, the Operations Directorate hosts the following distinct Departments: Operational and Analysis Centre, European Serious Organised Crime Centre, European Cyber Crime Centre, European Counter Terrorism Centre, and European Financial and Economic Crime Centre.
The Operational 24/7 Centre delivers support across the Operations Directorate. Its functions do not belong to one specific Centre but benefit all five Centres.
The Operational 24/7 Centre is the principle information hub by providing real-time and relevant services to its stakeholders within and outside of Europol and presents up-to-date business intelligence to management enabling decision making on a permanent 24/7 basis.
The main tasks of the Operational Centre are:
1. Operational Information Management
2. Real-time monitoring of information and operational activities
3. Support to Operations – Coordination of operations
4. Business Intelligence – Reporting to Management
The work in the Operational 24/7 Centre of the Operations Directorate is undertaken on a 24/7 basis and its staff members perform their duties in shifts, including nights and weekends.
Under the supervision of a Senior Analyst / Senior Specialist and of the relevant Head of Unit, the successful candidate(s) will be contributing to Europol’s activities as collecting, processing, cross-checking and exchanging criminal information and intelligence in various fields.
The successful candidate will have to carry out the following duties:
• Gather, collate, process (input) and assist in assessing information and intelligence received;
• Process high volumes of data in the most efficient and effective way;
• Support the information exchange between Europol, the Member States and Europol’s third partners;
• Carry out routine searches in Europol’s and other available databases;
• Support the monitoring of Open Sources;
• Conduct miscellaneous administrative duties related to the operational workflow;
• Participate in shifts work as and when required;
• Perform any other duties in the area of competence as assigned by the line manager.
REQUIREMENTS – ELIGIBILITY CRITERIA
a. 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;
• 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 attested by a diploma when the normal period of university education is three years or more;
OR
• 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 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):
Essential:
• At least 2 years of relevant professional experience of providing operational support to law enforcement;
• Experience in processing and assessing large amounts of operational data preferably in the context of criminal investigations.
Desirable:
• Recent experience in supporting analysis process;
• Experience in using VBA (Visual Basic for Applications) or other programming languages in order to structure large datasets;
• Experience in working in 24/7 operational, dispatch or emergency-situation centres.
b) Professional knowledge (assessed during the Selection procedure – Written test and interview):
Essential:
• Knowledge of the law enforcement investigative techniques;
• Knowledge of various systems used for processing law enforcement information.
c) General competencies (assessed during the Selection procedure – Written test and interview):
Essential:
Communicating:
• 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;
• Excellent analytical and critical thinking skills;
• Competent user of Microsoft Office applications (MS Word, Excel, Access, 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:
• 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.
Living diversity:
• 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, on the start date of the possible contract of employment, which may be offered.
SELECTION PROCEDURE
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 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 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 that will be conducted remotely.
The pass-mark for the written test and interview is decided by the Selection Committee during the shortlisting meeting.
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 restricted – Annex II post will be provided to the concerned Europol National Unit with the purpose to issue the Europol National Unit Confirmation.
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 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 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.
SALARY
Scale: AD5
The basic monthly salary is EUR 4.917,29 (step 1) or EUR 5.123,92 (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 (conditions and ceilings apply).
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 AD5/1:
a) Staff member (single) in receipt of expatriation allowance (16%): EUR 5.327,55
b) Staff member with two dependent children in their custody in receipt of expatriation allowance (16%): EUR 7.048,32
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
Probation period
Engagement for this position is subject to the successful completion of a probation 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 of Administrator and function group AD, grade 5 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 EU Staff Regulations which are available on Europol’s website.
ADDITIONAL INFORMATION
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.
Statutory obligations upon leaving the service
Pursuant to Article 16 of the EU Staff Regulations, EU officials and, by analogy, temporary 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.
MAIN DATES
Publication date: 07 June 2021
Deadline for application: 12 July 2021, 23:59 Amsterdam Time Zone
Recruitment procedure: September 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.
CONTACT DETAILS
For further details on the application process please call +31 (0) 70 353 1146 or +31 (0) 70 353 1154.
Source URL: https://www.europol.europa.eu/careers-procurement/vacancies/vacancy/518