ABOUT EUROPOL
This selection procedure is intended to establish a reserve list of successful candidates. There is currently one post available. Europol retains the right to make use of the reserve list to select candidates for similar posts, should business needs require so.
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.
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.
BACKGROUND, MAIN PURPOSE AND TASKS OF THE POST
The post is located in the Media Relations, Press and Open Sources Office (CAB-021), Corporate Communications Team, Corporate Affairs Bureau, Governance Directorate.
The Governance Directorate is responsible for supporting and assisting Europol Management and the rest of the organisation 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 Directorate’s 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 organisation at internal and external meetings as well as ensuring Europol’s physical and data security.
The Corporate Affairs Bureau Department is responsible for:
• Providing the full range of services expected of a cabinet, including administrative, logistic and policy support to the Executive Director;
• Supporting the management and coordinate key corporate interests, including inter-departmental cooperation, stakeholder management and financial administration;
• Dealing with communications, media, Open Sources and public relations activities. The principal function of the Corporate Communications Team is to promote awareness of Europol. The activities of the Corporate Communications Team cover looking after internal and external communication strategies, handling of press and media contacts and public request as well as organising PR events and visits. The Corporate Communications Team is also responsible for open sources research, media analyses and producing publications.
Job overall purpose:
The successful candidate will be responsible for providing specialized support and advice in all fields of media relations, press and communications to Europol and its management including writing briefings, speaking points and other documents. (S)he will act as a Deputy Spokesperson for Europol.
The successful candidate will carry out the following duties:
• Maintain extensive and positive relationships with national and international media through:
o Drafting press releases and related documents;
o Dealing with press activities including press conferences and public events;
o Monitoring and responding to media requests;
o Handling information channels and platforms.
• Deputise for the Head of Office Media Relations, Press and Open Sources, especially in relation to the role of a Europol Spokesperson;
• Enhance the visibility of Europol, including via social media platforms;
• Support the preparation and implementation of media relations and communication policies and strategies;
• Evaluate and respond to requests from the public;
• Prepare and organise of high level visits, meetings and conferences;
• Contribute to initiatives to develop Europol’s Internet and Intranet presence;
• Supporting the production of Europol publications;
• Supporting the Head of Office in strategic matters carried out by Europol in the field of communication;
• Represent Europol at specialised conferences as well as at specialised fora;
• Perform 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 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 that 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 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
• In addition to the above at least 3 years of total professional work experience gained after the award of the diploma.
REQUIREMENTS – SELECTION CRITERIA
a. Professional experience (assessed mainly during the shortlisting):
Essential:
• At least 3 year of professional experience in a press office;
• Experience in public speaking;
• Experience in organizing press conferences;
• Experience in dealing with key media issues and a wide variety of press/ journalists;
• Experience working in a multi-disciplinary and/or multicultural environment;
Desirable:
• Experience in managing/coordinating staff;
• Experience in working in EU agencies environment;
• Experience of communication in a law enforcement or security environment;
• Experience in dealing with sensitive topics.
b. Professional knowledge (assessed during the Selection procedure):
Essential:
• Comprehensive knowledge in the areas of expertise that are most relevant to the tasks set out in section 2;
• Sound knowledge of communication principles and media dynamics;
Desirable:
• Qualification/Certificate in Storytelling or Impact Communication.
c. General competencies (assessed during the Selection procedure):
Essential:
Communicating:
• Excellent communication skills in English, both orally and in writing;
• Ability to draft clear and concise documents on complex matters for various audiences.
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, 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:
• Very 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. Additional condition:
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.
In specific cases, in particular for selection procedures of experts, additional members may be designated from Europol, from outside Europol or from outside the Union institutions.
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 a written test and a competency-based interview, is established as 60% of the total maximum score.
The Selection Committee will shortlist the 5 highest scoring candidates. All candidates having a score equal to the 5th 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.
After the selection procedure has taken place, the Selection Committee will establish a list of successful candidates, i.e. those scoring above the pre-defined pass-mark, 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.
The Selection Committee will also make a proposal to the AACC on the candidate to appoint. Following that proposal, the AACC will make a decision of appointment.
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 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: AD6
The basic monthly salary is EUR 5.563,58 (step 1) or EUR 5.797,38 (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 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 AD6/1:
a) Staff member (single) in receipt of expatriation allowance (16%): EUR 5.958,89
b) Staff member with two dependent children in their custody in receipt of expatriation allowance (16%): EUR 7.737,57
The above information is indicative and for information purposes only. It is merely meant to give an indication of the 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 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 6 pursuant to Article 2(f) CEOS and Annex I EUSR.
The initial contract will be concluded for a period of 4 years (full-time – 40 hours a week). The contract may be renewed, in principle, for a period of 2 years. Any further renewal shall be for an indefinite duration.
If the successful candidate is already a member of temporary staff 2(f) in the relevant function group, he/she will be offered the opportunity of contract continuity, subject to establishment plan availabilities.
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: 30 June 2021
Deadline for application: 20 August 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/523