ABOUT EUROPOL
This selection procedure is intended to establish a reserve list of successful candidates (indicative number is 3).
Organisational setting:
The post of Senior Agent Human Resources (HR) Lawyer is located in the HR Policies & Compliance Team of the Human Resources Unit, Administration Department, Capabilities Directorate.
The HR Unit is responsible for the development and implementation of a proactive and co-ordinated management of Europol’s human resources. The unit consists of approximately 45 people and is responsible for recruitment and selection of staff, personnel administration, learning and development of staff, their health and well-being as well as the drafting and compliant implementation of HR related policies and procedures.
Purpose of the post:
The purpose of the post is to assist management and the Human Resources teams dealing with employment law-related aspects files, by providing (administrative) legal support.
Reporting lines:
The incumbent reports to the Head of Team HR Policies & Compliance within the Human Resources Unit.
BACKGROUND, MAIN PURPOSE AND TASKS OF THE POST
The successful applicants will carry out the following main duties:
• Produce summaries and briefing notes addressed to management on topics relevant to employment law/civil service law matters, more particularly in relation to the Staff Regulations of Officials of the European Union (EUSR) and the Conditions of Employment of other Servants of the EU (CEOS);
• Assess internal requests and complaints pertaining to the EUSR and the CEOS;
• Assist in adopting, establishing, reviewing and interpreting the legal framework applicable to employment-related obligations of Europol, including the EUSR/CEOS and their implementing provisions;
• Draft and review as applicable the following: legal assessments, internal legal acts and policies;
• Analyse legislation in force and case-law of the Court of Justice of the European Union on a wide variety of subject-matters in the area of employment law and civil service law;
• Support the Head of Team in managing the correspondence and overviews of the Team;
• Any other tasks 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 post (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 in law attested by a diploma when the normal period of university education is three years or more.
REQUIREMENTS – SELECTION CRITERIA
a. Professional experience (assessed mainly during the shortlisting phase):
Essential:
• At least 3 years of professional work experience working on legal matters related to employment law/civil service law.
Desirable:
• Work experience in providing legal advice on EUSR/CEOS, their implementing provisions and related legal acts;
• Work experience in an EU Agency;
• Work experience in drafting legal acts.
b. Professional knowledge (assessed during the selection procedure – written/practical test and/or interview):
Essential:
• Comprehensive knowledge of legal matters related to the EUSR/CEOS;
• Good ability to read French (at least B2 level for reading comprehension).
c. General competencies (assessed during the selection procedure – written/practical test and/or interview):
Essential:
Communicating:
• 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.
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
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, 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.
The Selection Committee determines candidates’ suitability for the post by assessing their skills, experience and qualifications against the established job profile and makes an initial selection from the applications received.
The Selection Committee will invite the 8 highest scoring candidates (shortlisted). All candidates having a score equal to the 8th highest scoring candidate will be included to the list of invited candidates.
Shortlisted applicants are invited to participate in a post-related selection procedure, consisting of one or more written tests and competency-based interviews.
The AACC takes a decision on appointment based on advice from the Selection Committee, and will inform the Selection Committee accordingly. The AACC has also the possibility to establish a reserve list of successful candidates, which is, in principle, valid for 12 months. The validity of the reserve list may be extended once, in principle, for 12 months. All candidates who attend the selection procedure will be informed of the outcome.
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.
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
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.
FGIV
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 CEOS.
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.
In case of successive contracts under Article 3 a) of 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.
Probation period
Engagement for this post is subject to the successful completion of a probationary period of 9 months.
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 84 the 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 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.
ADDITIONAL INFORMATION
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: 25 January 2021, 23:59 Amsterdam Time Zone
Recruitment procedure: February/March 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 1152.
Source URL: https://www.europol.europa.eu/careers-procurement/vacancies/vacancy/485