# CA2017206EN.01000101.xml

| 30.6.2017 | EN | Official Journal of the European Union | CA 206/1 |
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30.6.2017

EN

Official Journal of the European Union

CA 206/1

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Vacancy for an Executive Director (Grade AD 14) of the European Union Agency for Law Enforcement Training (CEPOL) [Budapest]

COM/2017/20020

(2017/C 206 A/01)

We are

We are

The European Union Agency for Law Enforcement Training (CEPOL), established as European Police College by Council Decision 2000/820/JHA (1), became operational on 1 January 2001 and became an Agency in 2005. As of 1 July 2016 (entry into application of the CEPOL Regulation (2)) CEPOL became the European Union Agency for Law Enforcement Training. Since 1 October 2014, CEPOL’s headquarters are located in Budapest (Hungary).

1

2

The agency employs currently 52 staff and has a budget of approximately EUR 8,5 million.

CEPOL’s mission is to provide training and learning opportunities to law enforcement officers across the EU to help strengthen cross-border cooperation on issues vital to the security of the European Union and its citizens. Training covers topics ranging from key cross-border cooperation tools and mechanisms to law enforcement techniques and from serious criminal phenomena to leadership. Activities are designed to impart knowledge but also to facilitate the sharing of expertise and best practices and to contribute to the development of a common European law enforcement culture.

We propose

We propose

The Executive Director manages and represents the Agency. She/he is responsible for establishing and managing the administrative, operational and financial measures necessary for the appropriate functioning of the Agency. Without prejudice to the powers of the Management Board, to which she/he is accountable, the Executive Director’s shall assume full responsibility for the implementation of the tasks assigned to CEPOL. In particular, the Executive Director’s specific tasks include:

| a) | the day-to-day administration of CEPOL; |
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a)

the day-to-day administration of CEPOL;

| b) | making proposals to the Management Board as regards the establishment of CEPOL’s internal structures and, where necessary, their modification; |
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b)

making proposals to the Management Board as regards the establishment of CEPOL’s internal structures and, where necessary, their modification;

| c) | implementing decisions adopted by the Management Board; |
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c)

implementing decisions adopted by the Management Board;

| d) | preparing the draft multi-annual programming and annual work programmes and submitting them to the Management Board, after having consulted the Commission; |
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d)

preparing the draft multi-annual programming and annual work programmes and submitting them to the Management Board, after having consulted the Commission;

| e) | implementing the multi-annual programming and the annual work programmes and reporting to the Management Board on their implementation; |
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e)

implementing the multi-annual programming and the annual work programmes and reporting to the Management Board on their implementation;

| f) | preparing appropriate draft implementing rules to give effect to the Staff Regulations and the Conditions of Employment of Other Servants in accordance with Article 110 of the Staff Regulations; |
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f)

preparing appropriate draft implementing rules to give effect to the Staff Regulations and the Conditions of Employment of Other Servants in accordance with Article 110 of the Staff Regulations;

| g) | preparing the draft consolidated annual report on CEPOL’s activities and presenting it to the Management Board for adoption; |
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g)

preparing the draft consolidated annual report on CEPOL’s activities and presenting it to the Management Board for adoption;

| h) | preparing an action plan following up conclusions of internal or external audit reports and evaluations, as well as investigations by OLAF, and reporting on progress twice a year to the Commission and regularly to the Management Board; |
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h)

preparing an action plan following up conclusions of internal or external audit reports and evaluations, as well as investigations by OLAF, and reporting on progress twice a year to the Commission and regularly to the Management Board;

| i) | protecting the financial interests of the Union by applying preventive measures against fraud, corruption and any other illegal activity, without prejudice to the investigative competence of OLAF, by effective checks and, if irregularities are detected, by recovering amounts wrongly paid and, where appropriate, by imposing effective, proportionate and dissuasive administrative and financial penalties; |
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i)

protecting the financial interests of the Union by applying preventive measures against fraud, corruption and any other illegal activity, without prejudice to the investigative competence of OLAF, by effective checks and, if irregularities are detected, by recovering amounts wrongly paid and, where appropriate, by imposing effective, proportionate and dissuasive administrative and financial penalties;

| j) | preparing a draft internal anti-fraud strategy for CEPOL and presenting it to the Management Board for adoption; |
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j)

preparing a draft internal anti-fraud strategy for CEPOL and presenting it to the Management Board for adoption;

| k) | preparing draft financial rules applicable to CEPOL; |
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k)

preparing draft financial rules applicable to CEPOL;

| l) | preparing CEPOL’s draft statement of estimates of revenue and expenditure and implementing its budget; |
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l)

preparing CEPOL’s draft statement of estimates of revenue and expenditure and implementing its budget;

| m) | supporting the Chairperson of the Management Board in preparing Management Board meetings; |
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m)

supporting the Chairperson of the Management Board in preparing Management Board meetings;

| n) | performing other tasks pursuant to CEPOL’s Regulation.

  Website for further information: www.cepol.europa.eu |
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n)

performing other tasks pursuant to CEPOL’s Regulation.

Website for further information: www.cepol.europa.eu

Website for further information:

We look for (selection criteria)

We look for (selection criteria)

The ideal candidate should have:

| a) | Proven management and leadership experience, and in particular:






  — | Capacity to lead an organisation both at a strategic and at operational management level, |
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a)

Proven management and leadership experience, and in particular:

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Capacity to lead an organisation both at a strategic and at operational management level,

| — | Capacity to develop and implement a strategic vision, to set objectives and to motivate and lead teams in a multicultural and multilingual environment; |
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Capacity to develop and implement a strategic vision, to set objectives and to motivate and lead teams in a multicultural and multilingual environment;

| — | Experience in budgetary, financial and human resources management in a national, European and/or international context. |
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Experience in budgetary, financial and human resources management in a national, European and/or international context.

| b) | Proven technical knowledge and experience, and in particular:






  — | Very good knowledge of EU law enforcement systems, law enforcement training programmes, international police development and learning activities and international cooperation; |
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b)

Proven technical knowledge and experience, and in particular:

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Very good knowledge of EU law enforcement systems, law enforcement training programmes, international police development and learning activities and international cooperation;

| — | Good understanding of EU policies in the field of internal security and law enforcement; |
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—

Good understanding of EU policies in the field of internal security and law enforcement;

| — | Good understanding of the European institutions and how they operate and interact; |
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Good understanding of the European institutions and how they operate and interact;

| — | Experience of learning and development policies and implementation. |
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Experience of learning and development policies and implementation.

| c) | Proven communication and other skills, and in particular:






  — | Excellent capacity to build good working relations and to communicate effectively and fluently in a transparent and open manner with all stakeholders; |
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c)

Proven communication and other skills, and in particular:

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Excellent capacity to build good working relations and to communicate effectively and fluently in a transparent and open manner with all stakeholders;

| — | Excellent interpersonal skills and ability to operate in a multinational and international environment |
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Excellent interpersonal skills and ability to operate in a multinational and international environment

| — | Very good knowledge of English, i.e. CEPOL’s working language. |
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Very good knowledge of English, i.e. CEPOL’s working language.

The following elements will be considered as additional assets:

| — | Knowledge of CEPOL legal framework, activities and procedures; |
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Knowledge of CEPOL legal framework, activities and procedures;

| — | Knowledge of other languages of the Communities, in addition to the ones indicated in the eligibility criteria; |
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Knowledge of other languages of the Communities, in addition to the ones indicated in the eligibility criteria;

| — | Understanding of the benefits that new technology can bring to the learning environment. |
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Understanding of the benefits that new technology can bring to the learning environment.

Applicants must (eligibility criteria)

Applicants must (eligibility criteria)

In order to be considered for the selection phase, applicants must fulfil the following criteria by the closing date for applications:

| — | Nationality: Applicants must be a national of a Member State of the European Union; |
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Nationality: Applicants must be a national of a Member State of the European Union;

Nationality:

| — | University Degree or Diploma: Applicants must have:






  — | either a level of education which corresponds to completed university studies attested by a diploma when the normal period of university education is four years or more; or |
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University Degree or Diploma: Applicants must have:

University Degree or Diploma

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either a level of education which corresponds to completed university studies attested by a diploma when the normal period of university education is four years or more; or

| — | or a level of education which corresponds to completed university studies attested by a diploma and appropriate professional experience of at least one year when the normal period of university education is at least three years (this one year’s professional experience cannot be included in the post-graduate professional experience required below). |
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or a level of education which corresponds to completed university studies attested by a diploma and appropriate professional experience of at least one year when the normal period of university education is at least three years (this one year’s professional experience cannot be included in the post-graduate professional experience required below).

| — | Professional Experience: Applicants must have at least 15 years’ post-graduate experience acquired after the required qualifications referred to above was obtained. This should include at least 5 years in the law enforcement field or in education. |
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Professional Experience: Applicants must have at least 15 years’ post-graduate experience acquired after the required qualifications referred to above was obtained. This should include at least 5 years in the law enforcement field or in education.

Professional Experience

| — | Management Experience: Have at least 5 years of professional experience gained in a high-level management function (3). |
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Management Experience: Have at least 5 years of professional experience gained in a high-level management function (3).

Management Experience

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| — | Languages: Have a thorough knowledge of one of the official Community languages and a satisfactory knowledge of a second (4). Selection panels will verify during the interview(s) whether candidates comply with the requirement of a satisfactory knowledge of another official EU language. This may include part of the interview being conducted in this other language. |
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Languages: Have a thorough knowledge of one of the official Community languages and a satisfactory knowledge of a second (4). Selection panels will verify during the interview(s) whether candidates comply with the requirement of a satisfactory knowledge of another official EU language. This may include part of the interview being conducted in this other language.

Languages:

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| — | Age Limit: Be able to complete the full four-year-mandate before reaching retirement age. For temporary staff of the European Communities, retirement age is defined as being the end of the month in which the person reaches the age of 66 (5). |
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Age Limit: Be able to complete the full four-year-mandate before reaching retirement age. For temporary staff of the European Communities, retirement age is defined as being the end of the month in which the person reaches the age of 66 (5).

Age Limit

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Independence and declaration of interests

Independence and declaration of interests

The Executive Director will be required to make a declaration of commitment to act independently in the public interest and to make a declaration in respect of any interests which might be considered prejudicial to his/her independence. Applicants must confirm their willingness to do so in their application.

In accordance with Article 16 of the Staff Regulations (6), which provisions apply by analogy to temporary Agents, the Executive Director shall, after leaving the service, continue to be bound by the duty to behave with integrity and discretion as regards the acceptance of certain appointments or benefits.

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Selection and appointment

Selection and appointment

A selection committee will be set up by the Management Board, composed of members designated by Member States and the Commission.

This committee will invite applicants with the best profile for the specific requirements of the post to an assessment centre run by external recruitment consultants. These applicants will then be interviewed by the selection committee. On the basis of the results of the interview, as well as the assessment centre, the selection committee will draw up a list of candidates (at least three) whose profiles best match the requirements laid down in this vacancy notice. Candidates mentioned on the shortlist will be called for an interview with the Management Board.

The Management Board will take its decision to appoint the Executive Director taking into consideration the results of the pre-selection and the outcome of the interviews. A vote shall take place by secret ballot. The candidate that receives a two-thirds majority of the votes shall be elected. When none of the candidates receive a two-thirds majority in the first ballot, a second ballot shall be held at the end of which the candidate(s) with the lowest number of votes shall be excluded. When only two candidates are left, rounds of voting shall run until one candidate receives an absolute majority.

For functional reasons and in order to complete the selection procedure as quickly as possible in the interest of the candidates as well as that of the institution, the selection procedure will be carried out in English (7).

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Equal opportunities

Equal opportunities

CEPOL applies a policy of equal opportunities and non-discrimination in accordance with Article 1d of the Staff Regulations (8).

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Conditions of employment

Conditions of employment

The Executive Director will be appointed as a staff of the Agency as a temporary agent at grade AD14 pursuant to Article 2(a) of the Conditions of Employment of Other Servants of the European Communities (9) for a four-year period, which may be renewed/extended once, as stated in the basic Act.

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The place of employment is Budapest, where the Agency is based. The Executive Director is expected to take office on 16 February 2018.

Application procedure

Application procedure

Before submitting your application, you should carefully check whether you meet all the conditions for eligibility criteria, in particular those regarding the required type of diplomas and professional experience as well as your linguistic capacity. Failure to meet any of the eligibility requirements means an automatic exclusion from the selection procedure. If you want to apply, you must apply via the internet by going to the website

https://ec.europa.eu/dgs/human-resources/seniormanagementvacancies/

and follow the instructions there concerning the various stages of the procedure. You must have a valid email address. This is used to confirm the creation of your account and to keep you informed about the outcome of the selection procedure. Please inform the European Commission about any change in your email address.

To complete your application, you will need to upload a CV in PDF format and to fill out, online, a letter of motivation (maximum 8 000 characters). For functional reasons and in order to complete the selection procedure as quickly as possible in the interest of the candidates as well as that of the institution, both the CV and motivation letter should be preferably written in English.

Once you have finished your online registration, you will receive an electronic mail confirming that your application has been registered. The mail also contains a registration number which will be your reference number in all matters concerning your application. If you do not receive a confirmation mail, your application has not been registered! Please note that it is not possible to monitor progress of your application on-line. You will be contacted directly regarding the status of your application. The selection process, including correspondence with selection panels during this selection procedure is carried out in English.

If you have a disability that prevents you from registering online, you may submit your application (CV and motivation letter) on paper by registered mail to the following address: European Commission, Directorate-General for Human Resources and Security, Unit for Senior Management and CCA, SC11 8/59, 1049 Brussels, BELGIUM indicating clearly as a reference: Vacancy for the Executive Director of CEPOL (COM/2017/20020), and postmarked no later than the closing date for registration. All subsequent communication between you and the European Commission will be by post. In this case, you must enclose with your CV and motivation letter, a certificate attesting your disability, issued by a recognised body. You should also set out on a separate sheet of paper any special arrangements you think are needed to make it easier for you to take part in the selection process.

If you require additional information or if you encounter technical problems, please send an email to: HR-SM-Vacancies@ec.europa.eu.

Closing date

Closing date

The closing date for registration is 30 July 2017, 23:59 CEST, after which online registration will no longer be possible.

30 July 2017, 23:59 CEST

It is your responsibility to complete your online registration in time. We strongly advise you not to wait until the last few days before applying, since heavy internet traffic or a fault with your internet connection could lead to the online registration being terminated before you complete it, thereby obliging you to repeat the whole process. Once the deadline for the submission of registrations has passed, you will no longer be able to introduce any data. Late registrations are not accepted.

Important information for applicants

Important information for applicants

Applicants are reminded that the work of the selection committees is confidential. It is forbidden for applicants to make direct or indirect contact with members of these committees, or for anybody to do so, on their behalf.

Protection of personal data

Protection of personal data

The European Commission and CEPOL will ensure that candidates’ personal data are processed as required by Regulation (EC) No 45/2001 of the European Parliament and of the Council of 18 December 2000 on the protection of individuals with regard to the processing of personal data by the Community institutions and bodies and on the free movement of such data (10).

10

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(1)  OJ L 336, 30.12.2000, p. 1.

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(2)  Regulation (EU) 2015/2219 of the European Parliament and of the Council of 25 November 2015 on the European Union Agency for Law Enforcement Training (CEPOL) and replacing and repealing Council Decision 2005/681/JHA (OJ L 319, 4.12.2015, p. 1).

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(3)  In their CV applicants should indicate at least for these five years during which high-level management experience has been acquired: (1) title and role of management positions held, (2) number of staff overseen in these positions, (3) the size of budgets managed, and (4) numbers of hierarchical layers above and below and number of peers.

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(4)  http://ec.europa.eu/education/official-languages-eu-0_en

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(5)  http://eur-lex.europa.eu/LexUriServ/LexUriServ.do?uri=CONSLEG:1962R0031:20170101:EN:PDF

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(6)  Ibid.

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(7)  The selection panel will ensure that no undue advantage is given to native speakers

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(8)  OJ L 124, 27.4.2004, p. 1.

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(9)  Ibid.

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

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