# CA2019028EN.01000101.xml

| 23.1.2019 | EN | Official Journal of the European Union | CA 28/1 |
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23.1.2019

EN

Official Journal of the European Union

CA 28/1

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Vacancy notice Europol/2018/TA/AD14/350 — Deputy Executive Director of Europol

(2019/C 28 A/01)

1.   
  About Europol

The European Agency for Law Enforcement Cooperation (Europol) is an Agency of the European Union (EU) located in The Hague, the Netherlands. Europol was established in 1995 by a Convention under Article K of the Treaty on European Union and set up as an entity of the Union in 2009 by Council Decision 2009/371/JHA (1). Regulation (EU) 2016/794 of the European Parliament and of the Council (2) establishes Europol as an EU Agency.

Europol’s objective is to support and strengthen action by the competent authorities of the Member States and their mutual cooperation in preventing and combatting serious crime affecting two or more Member States, terrorism and other forms of crime which affect a common interest covered by a Union policy.

In order to achieve this mission, Europol currently employs 755 staff members and had a budget of EUR 130 million for the year 2018.

Europol’s main tasks are:

| — | to collect, store, process, analyse and exchange information, including criminal intelligence; |
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to collect, store, process, analyse and exchange information, including criminal intelligence;

| — | to notify the Member States without delay of any information and connections between criminal offences concerning them; |
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to notify the Member States without delay of any information and connections between criminal offences concerning them;

| — | to coordinate, organise and implement investigative and operational actions to support and strengthen actions by the competent authorities of the Member States; |
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to coordinate, organise and implement investigative and operational actions to support and strengthen actions by the competent authorities of the Member States;

| — | to participate in joint investigation teams, as well as propose that they be set up; |
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to participate in joint investigation teams, as well as propose that they be set up;

| — | to provide information and analytical support to Member States in connection with major international events; |
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to provide information and analytical support to Member States in connection with major international events;

| — | to prepare threat assessments, strategic and operational analyses and general situation reports; |
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to prepare threat assessments, strategic and operational analyses and general situation reports;

| — | to develop, share and promote specialist knowledge of crime prevention methods, investigative procedures and technical and forensic methods, and provide advice to Member States; |
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to develop, share and promote specialist knowledge of crime prevention methods, investigative procedures and technical and forensic methods, and provide advice to Member States;

| — | to support Member States' cross-border information exchange activities, operations and investigations, as well as joint investigation teams, including by providing operational, technical and financial support; |
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to support Member States' cross-border information exchange activities, operations and investigations, as well as joint investigation teams, including by providing operational, technical and financial support;

| — | to provide specialised training and assist Member States in organising training, including with the provision of financial support, within the scope of its objectives and in accordance with the staffing and budgetary resources at its disposal in coordination with the EU Agency for Law Enforcement Training (CEPOL); |
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to provide specialised training and assist Member States in organising training, including with the provision of financial support, within the scope of its objectives and in accordance with the staffing and budgetary resources at its disposal in coordination with the EU Agency for Law Enforcement Training (CEPOL);

| — | to cooperate with relevant Union bodies and with the European Anti-Fraud Office (OLAF), in particular through exchanges of information and by providing them with analytical support in the areas that fall within their competence; |
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to cooperate with relevant Union bodies and with the European Anti-Fraud Office (OLAF), in particular through exchanges of information and by providing them with analytical support in the areas that fall within their competence;

| — | to provide information and support to EU crisis management structures and missions established on the basis of the Treaty on European Union, within the scope of Europol's objectives; |
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to provide information and support to EU crisis management structures and missions established on the basis of the Treaty on European Union, within the scope of Europol's objectives;

| — | to develop Union centres of specialised expertise for combatting certain types of crime falling within the scope of Europol's objectives; |
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to develop Union centres of specialised expertise for combatting certain types of crime falling within the scope of Europol's objectives;

| — | support Member States' actions in preventing and combatting forms of crime which are facilitated, promoted or committed using the internet, including, in cooperation with Member States, the making of referrals of internet content. |
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support Member States' actions in preventing and combatting forms of crime which are facilitated, promoted or committed using the internet, including, in cooperation with Member States, the making of referrals of internet content.

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.

2.   
  Background, main purpose and tasks of the post

Key accountabilities for Europol Deputy Executive Directors

Under the supervision of the Executive Director, the Deputy Executive Directors shall head their respective Directorate and be responsible for:

| — | supporting and assisting the Executive Director and the Management Board in the strategic development of Europol by providing advice and expertise in their respective field of responsibilities; |
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supporting and assisting the Executive Director and the Management Board in the strategic development of Europol by providing advice and expertise in their respective field of responsibilities;

| — | supporting the preparation of Management Board meetings and the implementation of its decisions; |
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supporting the preparation of Management Board meetings and the implementation of its decisions;

| — | supporting the preparation and implementation of the multiannual programming and the annual work programme within their respective Directorates and report to the Executive Director and the Management Board on their implementation; |
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supporting the preparation and implementation of the multiannual programming and the annual work programme within their respective Directorates and report to the Executive Director and the Management Board on their implementation;

| — | implementing at Directorate level the decisions made during Directorate meetings; |
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implementing at Directorate level the decisions made during Directorate meetings;

| — | monitoring business planning and performance management within the Directorate; |
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monitoring business planning and performance management within the Directorate;

| — | administering the Directorate, including through the management of personnel and budgets in accordance with the relevant rules and regulations, |
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administering the Directorate, including through the management of personnel and budgets in accordance with the relevant rules and regulations,

| — | providing leadership and direction to their staff in fulfilling the tasks and objectives assigned to them, |
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providing leadership and direction to their staff in fulfilling the tasks and objectives assigned to them,

| — | promoting strong inter-Directorate cooperation, |
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promoting strong inter-Directorate cooperation,

| — | maintaining strategic links at Directorate level with relevant external partners and stakeholders, |
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maintaining strategic links at Directorate level with relevant external partners and stakeholders,

| — | promoting the achievements of Europol to the media and representing Europol at external and internal meetings and conferences as required, |
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promoting the achievements of Europol to the media and representing Europol at external and internal meetings and conferences as required,

| — | performing any other task assigned to them by the Executive Director. |
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performing any other task assigned to them by the Executive Director.

Specific accountabilities for the post holder

Without prejudice to the Executive Director’s responsibility to define the tasks of the Deputy Executive Director, the post holder will be responsible, inter alia, for:

| — | Leading the Governance Directorate and supervising the work of its units; |
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Leading the Governance Directorate and supervising the work of its units;

| — | Supporting the Executive Director in the management and coordination of key corporate interests, including in the area of external relations and legal affairs; |
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Supporting the Executive Director in the management and coordination of key corporate interests, including in the area of external relations and legal affairs;

| — | Making a leading contribution to the development and implementation of the Europol Strategy and other key corporate strategies relating to the governance of the Agency; |
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Making a leading contribution to the development and implementation of the Europol Strategy and other key corporate strategies relating to the governance of the Agency;

| — | Coordinating the preparation of the multiannual programming, work programme, annual report and other corporate documents required under Europol’s legal framework; |
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Coordinating the preparation of the multiannual programming, work programme, annual report and other corporate documents required under Europol’s legal framework;

| — | Supervising Europol’s activities in fulfilling responsibilities relating to audit and other accountability requirements; |
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Supervising Europol’s activities in fulfilling responsibilities relating to audit and other accountability requirements;

| — | Supporting the Executive Director in ensuring the implementation of decisions taken by the Management Board and the Europol Directorate; |
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Supporting the Executive Director in ensuring the implementation of decisions taken by the Management Board and the Europol Directorate;

| — | Overseeing the planning and implementing of tender procedures for goods and services and the management of contracts; |
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Overseeing the planning and implementing of tender procedures for goods and services and the management of contracts;

| — | Supervising Europol’s performance, quality and risk management; |
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Supervising Europol’s performance, quality and risk management;

| — | Supervising Europol’s performance and related reporting regime; |
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Supervising Europol’s performance and related reporting regime;

| — | Implementing professional standards with a view to promoting an organisational culture based on Europol’s values; |
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Implementing professional standards with a view to promoting an organisational culture based on Europol’s values;

| — | Discharging the functions of the Europol Security Coordinator. |
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Discharging the functions of the Europol Security Coordinator.

3.   
  Requirements — Eligibility criteria

| a. | Candidates must: |
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Candidates must:

| — | Be a member of a competent authority in the meaning of Article 2 (a) of the Europol Regulation and a national of one of the Member States of the European Union enjoying full rights as a citizen; |
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Be a member of a competent authority in the meaning of Article 2 (a) of the Europol Regulation and a national of one of the Member States of the European Union enjoying full rights as a citizen;

| — | Have fulfilled any obligations imposed by the applicable laws on military service; |
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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; |
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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 concluding the relevant contract of employment, 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); |
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Be physically fit to perform the duties pertaining to the position (prior to concluding the relevant contract of employment, 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. |
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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: |
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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 four years or more; |
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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

| — | 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 three years. |
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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 three years.

In addition to the above, at least 15 years of professional work experience gained after the award of the diploma.

4.   
  Requirements — Selection criteria

| a. | Professional experience: |
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Professional experience:

Essential:

| — | At least 10 years of managerial experience, including direct law enforcement experience in national and EU/international cooperation; |
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At least 10 years of managerial experience, including direct law enforcement experience in national and EU/international cooperation;

| — | Experience with strategic planning at senior management level, gained within a national and international law enforcement context; |
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Experience with strategic planning at senior management level, gained within a national and international law enforcement context;

| — | Experience of liaison and cooperation on operational, strategic as well as policy matters. |
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Experience of liaison and cooperation on operational, strategic as well as policy matters.

| b. | Professional knowledge: |
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Professional knowledge:

Essential:

| — | Sound understanding of international law enforcement cooperation at a senior management level; |
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Sound understanding of international law enforcement cooperation at a senior management level;

| — | Sound understanding of corporate governance issues, including strategy development, legal affairs, external affairs and organisational performance management; |
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Sound understanding of corporate governance issues, including strategy development, legal affairs, external affairs and organisational performance management;

| — | Sound understanding of operational law enforcement cooperation at a national and EU/international level; |
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Sound understanding of operational law enforcement cooperation at a national and EU/international level;

| — | Sound understanding of the national and EU law enforcement community; |
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Sound understanding of the national and EU law enforcement community;

| — | Sound understanding of the interactions between national administrations and EU institutions, including with regard to EU legislation on internal security. |
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Sound understanding of the interactions between national administrations and EU institutions, including with regard to EU legislation on internal security.

| c. | Leadership skills and competencies: |
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Leadership skills and competencies:

| — | Develop vision and strategy — developing a compelling mission, vision and strategy that has mid and long-term impact and can be understood and accepted by staff as meaningful for their daily work; |
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Develop vision and strategy — developing a compelling mission, vision and strategy that has mid and long-term impact and can be understood and accepted by staff as meaningful for their daily work;

| — | Drive performance — proactively and energetically implementing Europol’s mission, vision and strategy in such a way that Europol meets its organisational objectives; |
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Drive performance — proactively and energetically implementing Europol’s mission, vision and strategy in such a way that Europol meets its organisational objectives;

| — | Enterprising — identifying and realising opportunities for innovation that strengthen Europol’s relevance as a key actor in its field; |
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Enterprising — identifying and realising opportunities for innovation that strengthen Europol’s relevance as a key actor in its field;

| — | Networking — establishing effective relationships within Europol and building strategic alliances with the external environment; |
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Networking — establishing effective relationships within Europol and building strategic alliances with the external environment;

| — | Managing the business — demonstrating a deep understanding of the business and taking commitment to act upon these insights to secure operational excellence; |
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Managing the business — demonstrating a deep understanding of the business and taking commitment to act upon these insights to secure operational excellence;

| — | Inspiring people — inspiring long-term motivation and organisational loyalty by acting as a role model and by complying with the organisation’s mission and values. |
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Inspiring people — inspiring long-term motivation and organisational loyalty by acting as a role model and by complying with the organisation’s mission and values.

| d. | General competencies: |
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General competencies:

Communicating:

| — | Excellent communication skills in English, both orally and in writing; |
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Excellent communication skills in English, both orally and in writing;

| — | Excellent presentation skills, adept at influencing stakeholders in law enforcement, government, political and media environments. |
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Excellent presentation skills, adept at influencing stakeholders in law enforcement, government, political and media environments.

Analysing & problem solving:

| — | Excellent analytical, organisational and decision-making skills including the ability to establish clear priorities; |
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Excellent analytical, organisational and decision-making skills including the ability to establish clear priorities;

| — | Excellent ability to develop and maintain effective working relationships with a wide range of internal and external stakeholders and to understand organisational dynamics. |
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Excellent ability to develop and maintain effective working relationships with a wide range of internal and external stakeholders and to understand organisational dynamics.

Delivering quality and results:

| — | Have a high degree of integrity and professional credibility; |
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Have a high degree of integrity and professional credibility;

| — | Possess the ability to translate strategy into practice; |
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Possess the ability to translate strategy into practice;

| — | Be practical and results oriented with excellent decision-making skills. |
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Be practical and results oriented with excellent decision-making skills.

Prioritising and organising:

| — | Exhibit strategic understanding, display breadth of vision, the ability to grasp critical issues quickly and be able to apply strategic vision. |
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Exhibit strategic understanding, display breadth of vision, the ability to grasp critical issues quickly and be able to apply strategic vision.

Resilience:

| — | Excellent ability to develop and maintain effective working relationships with a wide range of internal and external stakeholders and to understand organisational dynamics; |
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Excellent ability to develop and maintain effective working relationships with a wide range of internal and external stakeholders and to understand organisational dynamics;

| — | Ability to operate in a stress-resistant, focused and balanced way. |
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Ability to operate in a stress-resistant, focused and balanced way.

Living diversity:

| — | Ability to establish and maintain effective working relations with co-workers in an international and multi-disciplinary work environment. |
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Ability to establish and maintain effective working relations with co-workers in an international and multi-disciplinary work environment.

5.   
  Selection procedure

The legal framework of this recruitment procedure is provided for by Regulation (EU) 2016/794, the Staff Regulations of Officials of the European Union and the Conditions of Employment of Other Servants of the European Union, as laid down by Council Regulation (EEC, Euratom, ECSC) no 259/68 (3) and last amended by Regulation (EU) no 423/2014 of the European Parliament and the Council (4), and the Management Board Decision of 1 May 2017 adopting the Rules for the selection, extension of the term of office and removal from office of the Executive Director and Deputy Executive Directors.

The Management Board shall set up a selection committee composed of a Commission representative and of five members representing the Member States, which shall be determined by drawing of lots by the Management Board, and the Executive Director.

The selection committee shall:

| — | identify all candidates who, on the basis of the criteria set out in the vacancy notice, are eligible for the post; |
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identify all candidates who, on the basis of the criteria set out in the vacancy notice, are eligible for the post;

| — | make an initial assessment of the applications of eligible candidates taking into account their professional qualifications, skills, experience and character references in order to decide which ones should be further assessed by the Committee; |
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make an initial assessment of the applications of eligible candidates taking into account their professional qualifications, skills, experience and character references in order to decide which ones should be further assessed by the Committee;

| — | asses the specific competencies and skills of candidates; the selection committee will invite the 5 highest scoring candidates (short-listed); all candidates having a score equal to the 5th highest scoring candidate will be included in the list of invited candidates; |
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asses the specific competencies and skills of candidates; the selection committee will invite the 5 highest scoring candidates (short-listed); all candidates having a score equal to the 5th highest scoring candidate will be included in the list of invited candidates;

| — | invite shortlisted applicants to participate in a post-related selection procedure, generally including written tests and a competency-based interview; |
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invite shortlisted applicants to participate in a post-related selection procedure, generally including written tests and a competency-based interview;

| — | draw up a duly reasoned report on the applications received and the procedure followed, which shall include the list of eligible candidates indicating among them those interviewed by the committee and a list of candidates, ranked in order of merit, who meet all the eligibility criteria and are considered to match best the selection criteria set out in the vacancy notice. |
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draw up a duly reasoned report on the applications received and the procedure followed, which shall include the list of eligible candidates indicating among them those interviewed by the committee and a list of candidates, ranked in order of merit, who meet all the eligibility criteria and are considered to match best the selection criteria set out in the vacancy notice.

The applicants shortlisted shall undergo an assessment by an external assessment centre that will provide objective advice to the Selection Committee.

The Management Board may decide to interview the candidates on the list of the selection committee and any other eligible candidate interviewed by it.

On the basis of the report submitted by the selection committee, the Management Board shall adopt a reasoned opinion:

| — | presenting the list of eligible candidates, |
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presenting the list of eligible candidates,

| — | setting out a shortlist of at least three suitable candidates ranked in order of merit, and |
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setting out a shortlist of at least three suitable candidates ranked in order of merit, and

| — | confirming that the applicants on the shortlist meet the relevant conditions of engagement and the eligibility criteria set out in the vacancy notice, notwithstanding the specific provisions foreseen in Article 13 of the Conditions of Employment of Other Servants regarding the medical examination. |
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confirming that the applicants on the shortlist meet the relevant conditions of engagement and the eligibility criteria set out in the vacancy notice, notwithstanding the specific provisions foreseen in Article 13 of the Conditions of Employment of Other Servants regarding the medical examination.

The Chairperson of the Management Board shall forward the reasoned opinion, including the proposed shortlist of candidates and the full application file of each shortlisted candidate, to the Council to enable the latter to take its decision as foreseen in Article 54(2) of the Europol Regulation.

Before appointment, the candidate selected by the Council may be invited to appear before the competent committee of the European Parliament, which shall subsequently give a non-binding opinion.

Candidates who attended the selection procedure may request feedback on their performance 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 Office.

Once the appointment has been made by the Council, every candidate who applied for the post shall receive a formal notification of the outcome of the procedure from the secretariat of the Committee. The three-month time limit for lodging a complaint pursuant to Article 90(2) of the Staff Regulations shall run from the date of notification of this letter.

6.   
  Salary

Scale: AD 14

The basic monthly salary is EUR 14 546,67 (step 1) or EUR 15 157,95 (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.

In addition, if applicable, allowances such as expatriation allowance, household allowance, dependent child and education allowance may be granted.

Europol offers a comprehensive welfare package comprising additional benefits such as medical insurance, unemployment and invalidity allowance as well as a pension scheme.

Salaries are subject to a community tax but exempt from national taxation.

7.   
  Terms and conditions

Probationary 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.

The contract of employment may be terminated 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 the Job Description. 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: SECRET UE/EU SECRET.

Contract of employment

The successful candidate shall be appointed by the Council and shall be engaged as a temporary agent of Europol for a four year period renewable once.

The place of employment will be The Hague, the Netherlands.

For further information on terms and conditions please consult the EC Staff Regulations which are available on Europol’s website www.europol.europa.eu.

8.   
  Additional information

Privacy Notice

Regulation (EC) No 45/2001 of the European Parliament and of the Council (5) applies to the processing of personal data carried out in the process of selection and recruitment of staff at Europol following the application of this Regulation to all administrative personal data held by Europol in accordance with Article 46 of the Europol Regulation.

Data controller

The controller of the processing operation upon your personal data is the Head of the Human Resources Unit.

Purpose of the collection of data

The data submitted is processed in order to assess the suitability of candidates for a position at Europol as temporary agent (TA), contract agent (CA), intern or trainee, and to administrate the documentation related to the selection. The data collected in order to comply with this purpose are the ones required in the application form plus all data provided by the data subject in paper or electronic format. The purpose of the verification performed by Europol National Units on the candidates who apply online to the Restricted Annex II posts is to ensure the conformity of the application process for members of a Competent Authority to a Restricted-Annex II post with the Europol Implementing Rules in force (Decision of the Management Board of Europol of 30 July 2010 laying down general implementing provisions on the procedures governing the engagement and the use of temporary agents at Europol).

Legal bases for processing personal data

The legal bases for the processing of personal data for temporary and contract agents are:

| — | Staff Regulations of Officials and the Conditions of Employment of Other Servants of the European Communities (Title III Chapter 1) and their implementing rules; |
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Staff Regulations of Officials and the Conditions of Employment of Other Servants of the European Communities (Title III Chapter 1) and their implementing rules;

| — | Management Board Decision laying down general implementing provisions on the procedures governing the engagement and the use of temporary agents at Europol of 30 July 2010; |
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Management Board Decision laying down general implementing provisions on the procedures governing the engagement and the use of temporary agents at Europol of 30 July 2010;

| — | Management Board Decision laying down general implementing provisions on the procedures governing the engagement and the use of contract agents at Europol of 13 October 2010. |
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Management Board Decision laying down general implementing provisions on the procedures governing the engagement and the use of contract agents at Europol of 13 October 2010.

| — | Decision of the Management Board of Europol defining the Europol posts that can be filled only by staff engaged from the competent authorities of the Member States (‘restricted posts’) of 13 December 2017. |
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Decision of the Management Board of Europol defining the Europol posts that can be filled only by staff engaged from the competent authorities of the Member States (‘restricted posts’) of 13 December 2017.

| — | Rules for the selection, extension of the term of office and removal from office of the Executive Director and Deputy Executive Directors of 1 May 2017. |
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Rules for the selection, extension of the term of office and removal from office of the Executive Director and Deputy Executive Directors of 1 May 2017.

The legal basis for the processing the personal data for interns is the Decision of the Europol Director on Internships of 15 March 2018.

Recipients of the data

Recipients of the data for the positions of temporary and contract agents are Europol staff employed in the Administration Department dealing with HR and financial matters, the members of the Selection Committee, the Deputy Executive Director Capabilities and the Executive Director.

Recipients of the data for interns are Europol staff employed in the Administration Department dealing with HR and financial matters, the Supervisor of the intern and its superior line management as well as respective colleagues involved in the selection process and the Deputy Executive Director Capabilities.

Data storage and retention

All documents provided to Europol will be kept in Europol’s files and will not be returned to the candidate. Applications of non-shortlisted candidates will be kept for a maximum of four years. Data of non-recruited applicants on the reserve list for appointment will be kept for a maximum of five years after the expiry of the reserve list. Data of recruited candidates will be transferred to their personal file. Data of the selected interns will be kept for seven years after the finalisation of the selection procedure. The lists of the personal information (name, citizenship, date/place of birth, address, telephone number) of the candidates who applied online for the restricted-Annex II posts sent to the concerned Europol National Units, to certify the validity of the status declared in the applications: civilian or member of a Competent Authority will be retained for verification by the respective Europol National Units for maximum 3 weeks after the closing date of the Vacancy Notice; they will be deleted after this period.

Rights as data subject

Candidates have the right to access, rectify, block and erase their personal data in accordance with the applicable data protection rules.

Contact in case of queries concerning the processing of personal data

Candidates have a right of recourse to the Europol Data Protection Officer (Europol — Data Protection Officer — Eisenhowerlaan 73, 2517 KK The Hague, The Netherlands) and the European Data Protection Supervisor (edps@edps.europa.eu)

Kindly note that opposing to this processing operation will automatically exclude you from being considered for the recruitment and selection procedure.

MAIN DATES

| Deadline for application: | 6 March 2019, at 23:59 CET |
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| Recruitment procedure: | 1st and 2nd quarter 2019 |
| Starting date of employment: | 1 November 2019 |

Deadline for application:

6 March 2019, at 23:59 CET

Recruitment procedure:

1st and 2nd quarter 2019

Starting date of employment:

1 November 2019

APPLICATION PROCESS AND SELECTION PROCEDURE

Insofar as these are not altered by the specific provisions foreseen in the Rules for the selection, extension of the term of office and removal from office of the Executive Director and Deputy Executive Director, please refer to the EUROPOL RECRUITMENT GUIDELINES available on Europol’s website www.europol.europa.eu for further details on the application process and the selection procedure.

CONTACT DETAILS

For further details on the application process please contact mbs@europol.europa.eu.

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(1)  OJ L 121, 15.5.2009, p. 37.

(2)  OJ L 135, 24.5.2016, p. 53.

(3)  OJ L 56, 4.3.1968, p. 1.

(4)  OJ L 129, 30.4.2014, p. 12.

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

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