# CA2017191EN.01000101.xml

| 16.6.2017 | EN | Official Journal of the European Union | CA 191/1 |
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16.6.2017

EN

Official Journal of the European Union

CA 191/1

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VACANCY NOTICE ECA/2017/13

Assistant to the Head of Security

Secretariat-General — Directorate of Human Resources, Finance and General Services (SG1)

(AD function group, grades AD 7-AD 9)

(2017/C 191 A/01)

WHO WE ARE

WHO WE ARE

The European Court of Auditors (‘the Court’) is the European Union institution set up by the Treaty to audit EU finances. As the EU’s external auditor, it helps to improve EU financial management and acts as an independent guardian of the taxpayers’ financial interests.

During its audits, the Court looks into the receipt and use of EU funds. It examines whether or not financial transactions have been correctly recorded and disclosed, implemented with due legality and regularity, and managed economically, efficiently and effectively.

The Court publishes the results of its audits in clear, relevant and objective reports. It also writes opinions on matters pertaining to financial management.

The Court promotes greater accountability and transparency, and assists the European Parliament and the Council in monitoring the implementation of the EU budget, particularly during the discharge procedure. The Court is committed to working efficiently at the cutting edge of progress in audit and public-sector administration.

The Court is based in Luxembourg.

The security team is in charge of the institution’s security and all security and safety measures for its buildings, staff duty travel and organisational issues concerning safety and security.

WHAT WE ARE OFFERING

WHAT WE ARE OFFERING

The Court has decided to launch a recruitment procedure for the position of assistant to the Head of Security (grades AD 7 to AD 9) in the Directorate of Human Resources, Finance and General Services, and to draw up a reserve list on the basis of Article 29(2) of the Staff Regulations of Officials of the European Union (‘the Staff Regulations’), in order to fill any posts that become vacant before the reserve list expires. This exceptional recruitment procedure, which concerns a post requiring special qualifications, will run in parallel with internal and interinstitutional recruitment procedures, in accordance with Article 29(1)(a) to (c) of the Staff Regulations, with a view to broadening the Appointing Authority’s choice of candidates.

The assistant to the Head of Security will be placed under the authority of the Director of Human Resources, Finance and General Services, and under the supervision of the Head of Security. He/she will be responsible for:

| — | handling all matters relating to the department’s planning, and coordinating its daily work, |
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handling all matters relating to the department’s planning, and coordinating its daily work,

| — | assisting the Head of Security in devising and drafting security procedures and rules for organising the department, |
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assisting the Head of Security in devising and drafting security procedures and rules for organising the department,

| — | contributing, on the basis of his/her expertise, to the opinions to be issued in respect of security infrastructure and equipment, |
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contributing, on the basis of his/her expertise, to the opinions to be issued in respect of security infrastructure and equipment,

| — | ensuring that the department’s staff deliver the services required of them, |
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ensuring that the department’s staff deliver the services required of them,

| — | overseeing and planning staff training (with a view to obtaining qualifications) and retraining, |
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overseeing and planning staff training (with a view to obtaining qualifications) and retraining,

| — | providing support for and/or instruction in weapons training, |
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providing support for and/or instruction in weapons training,

| — | checking the department’s equipment, |
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checking the department’s equipment,

| — | supporting the Head of Security in any areas relating to fire safety, |
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supporting the Head of Security in any areas relating to fire safety,

| — | discharging any duties delegated to him/her by the Head of Security, |
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discharging any duties delegated to him/her by the Head of Security,

| — | standing in for the Head of Security in his/her absence. |
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standing in for the Head of Security in his/her absence.

Initially, one candidate will be recruited from the reserve list to fill the vacant post; recruitment will then depend on the requirements of the service and the availability of posts.

The basic monthly salary for grades AD 7, AD 8 and AD 9 (step 1) is 5 937,01, 6 717,35 and 7 600,25 euros, respectively. Under the conditions laid down in the Staff Regulations, and depending on individual circumstances and household composition, certain allowances may be added to this basic salary, which is subject to EU tax and exempt from national tax.

Entry into grade AD 7 requires 8 years’ professional experience, while entry into grade AD 8 requires 10 years’ professional experience and entry into grade AD 9 requires 12 years’ professional experience.

The EU institutions offer their own pension plan and social security system, based on contributions deducted from salaries at source. Staff’s children may enrol free of charge at the European School.

WHAT WE ARE LOOKING FOR

WHAT WE ARE LOOKING FOR

We are looking for an experienced assistant to the Head of Security.

I.   Eligibility criteria:

Eligibility criteria:

This selection procedure is open to candidates who meet the following eligibility criteria by the application deadline:

| — | Fulfil the recruitment conditions laid down in Article 28 of the Staff Regulations, namely:






  — | be a national of one of the Member States of the European Union, |
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Fulfil the recruitment conditions laid down in Article 28 of the Staff Regulations, namely:

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be a national of one of the Member States of the European Union,

| — | enjoy their full rights as a citizen, |
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enjoy their full rights as a citizen,

| — | have fulfilled any obligations imposed on them by the recruitment laws concerning military service, |
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have fulfilled any obligations imposed on them by the recruitment laws concerning military service,

| — | produce the appropriate character references as to their suitability to perform the duties envisaged. |
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produce the appropriate character references as to their suitability to perform the duties envisaged.

| — | Pursuant to Article 5 of the Staff Regulations, have achieved






  — | a level of education which corresponds to completed university studies, certified by a degree, when the normal period of study is 4 years or more, or |
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Pursuant to Article 5 of the Staff Regulations, have achieved

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a level of education which corresponds to completed university studies, certified by a degree, when the normal period of study is 4 years or more, or

| — | a level of education which corresponds to completed university studies, certified by a degree, and at least 1 year of relevant professional experience when the normal period of study is 3 years or more, or |
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a level of education which corresponds to completed university studies, certified by a degree, and at least 1 year of relevant professional experience when the normal period of study is 3 years or more, or

| — | where justified in the interests of the service, relevant professional training of an equivalent level. |
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where justified in the interests of the service, relevant professional training of an equivalent level.

| — | Demonstrate at least 8 years’ professional experience gained in an EU Member State after the abovementioned qualification has been obtained, |
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Demonstrate at least 8 years’ professional experience gained in an EU Member State after the abovementioned qualification has been obtained,

| — | at least 6 years’ experience of operational duties in the domestic security forces or the army (at officer level), including at least 2 years in a command/managerial role. Time spent in training or ‘support’ functions (logistics, human resources, etc.) will not be taken into account, |
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at least 6 years’ experience of operational duties in the domestic security forces or the army (at officer level), including at least 2 years in a command/managerial role. Time spent in training or ‘support’ functions (logistics, human resources, etc.) will not be taken into account,

| — | practical operational experience in leading teams in one of the following areas: staff protection, crisis management or the security of sensitive sites, |
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practical operational experience in leading teams in one of the following areas: staff protection, crisis management or the security of sensitive sites,

| — | a proven ability to perform under stress and in difficult circumstances, |
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a proven ability to perform under stress and in difficult circumstances,

| — | for operational reasons, a sound knowledge of English and French is required. Your standard of comprehension and written/oral expression must be at least level C1 for one of these languages and at least level B2 for the other. Knowledge of other languages would be an asset. |
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for operational reasons, a sound knowledge of English and French is required. Your standard of comprehension and written/oral expression must be at least level C1 for one of these languages and at least level B2 for the other. Knowledge of other languages would be an asset.

To assess your foreign language skills, see:

http://europass.cedefop.europa.eu/en/resources/european-language-levels-cefr

Candidates must be able to demonstrate the quality of the services they have provided in the aforementioned areas, by producing official documents from their institution (e.g. staff reports/appraisals for the last 5 years of service, testimonials, etc.).

II.   Special qualifications

Special qualifications

The recruitment panel will draw up the reserve list by selecting from among the eligible candidates those who have best shown, in their application and/or during the tasks set:

| — | proven experience in high-risk areas (embassies, consulates, international organisations, etc.), |
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proven experience in high-risk areas (embassies, consulates, international organisations, etc.),

| — | an ability to contribute to the development of security strategies and procedures, |
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an ability to contribute to the development of security strategies and procedures,

| — | specific technical training in the areas of security and/or fire safety, |
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specific technical training in the areas of security and/or fire safety,

| — | experience in the handling of strictly confidential matters, |
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experience in the handling of strictly confidential matters,

| — | good analytical and written communication skills, |
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good analytical and written communication skills,

| — | basic medical assistance training, |
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basic medical assistance training,

| — | a sound knowledge of German (certified as above level B2, written or oral). |
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a sound knowledge of German (certified as above level B2, written or oral).

RECRUITMENT POLICY

RECRUITMENT POLICY

EQUAL OPPORTUNITIES POLICY

The Court is an equal opportunities employer and takes steps to ensure that recruitment is evenly balanced between men and women, pursuant to Article 23 of the Charter of Fundamental Rights of the European Union and Article 1(d) of the Staff Regulations. The Court implements measures to reconcile working life with family life.

SELECTION PROCEDURE

The recruitment panel will pre-select the top 10 candidates from the eligible applications, based on their special qualifications (see section II above). These 10 candidates (*1) (maximum) will be asked to prepare a case study, which they will then present at an interview. The panel will assess these two tests in relation to the special qualifications (see section II above).

*1

At the end of this procedure, the recruitment panel will draw up a reserve list of the three candidates (maximum) who best fulfil the special qualifications laid down in this notice (see section II above). The successful candidates will be ranked in alphabetical order.

Inclusion on the reserve list does not in any way constitute an entitlement to be recruited. The Appointing Authority is responsible for any offers of employment. The list will remain valid until 31 December 2018 and may be renewed.

SUBMISSION OF APPLICATIONS

Applications must be written in English or French and only submitted using the online form available in the vacancy notice published on the Court’s website.

only

using the online form

http://www.eca.europa.eu/en/Pages/JobOpportunities.aspx

Applications must quote the reference details of the vacancy notice in the subject line and be accompanied by the following documents:

| — | a letter of motivation (
  max. one page
  ), |
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a letter of motivation (
  max. one page
  ),

max. one page

| — | an up-to-date CV, created using the ‘Europass curriculum vitae’ template and specifying exact dates (
  max. three pages
  )
  (see: http://europass.cedefop.europa.eu), |
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an up-to-date CV, created using the ‘Europass curriculum vitae’ template and specifying exact dates (
  max. three pages
  )

‘Europass curriculum vitae

max. three pages

(see: http://europass.cedefop.europa.eu),

| — | the attached formal declaration, duly completed, signed and dated, |
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the attached formal declaration, duly completed, signed and dated,

| — | the last five staff reports/appraisals for candidates subject to an annual appraisal procedure. |
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the last five staff reports/appraisals for candidates subject to an annual appraisal procedure.

Any applications failing to adhere strictly to these instructions will be rejected.

Any applications failing to adhere strictly to these instructions will be rejected.

The application deadline is
  midday on 14 July 2017.

midday on 14 July 2017

Upon request, candidates must produce the supporting documents relating to their studies, professional experience and current post.

DATA PROTECTION

In accordance with Article 7(3) of Regulation (EC) No 45/2001 of 18 December 2000 on the protection of individuals with regard to the processing of personal data by Community institutions and bodies and on the free movement of such data (1), the Court will process personal data only for the purposes for which they were transmitted.

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REQUESTS FOR RECONSIDERATION — COMPLAINTS AND APPEALS — COMPLAINTS TO THE EUROPEAN OMBUDSMAN

If you believe at any stage of the selection procedure that a decision adversely affects you, the following options are available:

I.   Request for the recruitment panel’s decisions to be reconsidered

Request for the recruitment panel’s decisions to be reconsidered

You may submit a written reasoned request for the recruitment panel’s decision to be reconsidered. Such requests must be submitted to the following address within 10 days starting from the date of notification of the decision:

ECA-Recours@eca.europa.eu.

II.   Complaints and appeals

Complaints and appeals

Pursuant to Article 90(2) of the Staff Regulations of Officials of the European Union, you may submit a complaint against a decision by the Appointing Authority to reject your application within 3 months starting from the date of notification of the decision, to the following address:

| The Secretary-General |
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| European Court of Auditors |
| 12, rue Alcide De Gasperi |
| L-1615 Luxembourg |
| LUXEMBOURG |

The Secretary-General

European Court of Auditors

12, rue Alcide De Gasperi

L-1615 Luxembourg

LUXEMBOURG

Pursuant to Article 91 of the Staff Regulations, if your complaint is rejected and this decision affects you adversely, you may then file an appeal with the European Court of Justice. Such appeals must be filed by a lawyer within 3 months of the date of notification of the decision to reject the complaint.

III.   Complaints to the European Ombudsman

Complaints to the European Ombudsman

If you believe that the handling of your application involved maladministration by the Court, you have the right to complain to the European Ombudsman, having first contacted the Court with the aim of settling the dispute. Such complaints must be made in writing within 2 years of the date on which you became aware of the facts relating to your complaint. An electronic complaints form is available on the European Ombudsman’s website. Complaining to the European Ombudsman shall not suspend the abovementioned deadlines for appeal.

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(*1)  Provided that there are sufficient candidates.

*1

(1)  OJ L 8, 12.1.2001, p. 1.

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