# CA2022417EN.01000101.xml

| 31.10.2022 | EN | Official Journal of the European Union | CA 417/1 |
| --- | --- | --- | --- |

31.10.2022

EN

Official Journal of the European Union

CA 417/1

---

Vacancy notice Europol/2022/TA/AD14/513

Deputy Executive Director of Europol – Capabilities Directorate (Chief Information Officer)

(2022/C 417 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), amended by Regulation (EU) 2022/991 of the European Parliament and of the Council (3), 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 836 staff members and in addition seconded national experts, trainees, interns and contractors. For 2022, Europol was allocated a budget of EUR 192,4 million. Europol hosts a large community of law enforcement liaison officers from EU Member States and Third Countries, who are integral part of Europol’s dynamic work environment.

Europol’s main tasks are:

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

—

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; |
| --- | --- |

—

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

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

—

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

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

—

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; |
| --- | --- |

—

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; |
| --- | --- |

—

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 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 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; |
| --- | --- |

—

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; |
| --- | --- |

—

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; |
| --- | --- |

—

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

| — | to 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. |
| --- | --- |

—

to 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.

In fulfilling these tasks, Europol works closely together with other EU Agencies and bodies, in particular Frontex, Eurojust, EPPO, CEPOL, EU-LISA, EASO, EMCDDA and ENISA. INTERPOL is also an important cooperation partner.

Equal opportunity

Europol is an equal opportunity employer. Europol accepts applications without distinction on grounds of gender, sexual orientation, national, ethnic or social origin, religion or beliefs, family situation, age, disability, or other non-merit factors. All employment decisions are based on business needs, job requirements and qualifications, experience and skills.

Europol lives diversity and provides an inclusive work environment to all. Europol strives to recruit, develop and retain a diverse and talented workforce through application of equal opportunity and impartiality.

2.   BACKGROUND, MAIN PURPOSE AND TASKS OF THE POST

The Deputy Executive Director of the Capabilities Directorate and Europol’s Chief Information Officer (CIO) is responsible for the effective discharge of his/her responsibilities under the supervision of the Executive Director.

The Capabilities Directorate hosts the ICT Department (C1), the Administration Department (C2) and the Information Management Unit.

The C1 ICT Department has the responsibility for devising, delivering and operating critical technology capabilities and solutions supporting the core mission and support processes of Europol. Over 150 staff members and a significant number of domain-specific consultants are responsible for the Information and Communication Technologies and Systems that ensure enhanced criminal information analysis and exchange among Europol, Member States and third parties.

The C2 Administration Department is responsible for ensuring the delivery of the following services, in the interests of the service and in compliance with the Financial and Staff Regulations and other applicable provisions:

| — | Planning and monitoring Europol’s financial and human resources at corporate level; |
| --- | --- |

—

Planning and monitoring Europol’s financial and human resources at corporate level;

| — | Managing the recruitment, administration and development of Europol’s staff; |
| --- | --- |

—

Managing the recruitment, administration and development of Europol’s staff;

| — | Developing and implementing Europol’s policies, processes and procedures related to financial planning, budget monitoring, and administration; |
| --- | --- |

—

Developing and implementing Europol’s policies, processes and procedures related to financial planning, budget monitoring, and administration;

| — | Procurement & contract administration; |
| --- | --- |

—

Procurement & contract administration;

| — | Grant administration. |
| --- | --- |

—

Grant administration.

The Information Management (IM) Unit is responsible for:

| — | Implementation of the objectives set out by the Europol IM strategy, in particular to strengthen Europol’s information management capabilities as the EU criminal information hub and to reinforce information management aspects of operational support; |
| --- | --- |

—

Implementation of the objectives set out by the Europol IM strategy, in particular to strengthen Europol’s information management capabilities as the EU criminal information hub and to reinforce information management aspects of operational support;

| — | Supporting the CIO in the carrying out of his/her tasks; |
| --- | --- |

—

Supporting the CIO in the carrying out of his/her tasks;

| — | Coordinating and managing Europol’s IM products and services in accordance with business demand and organisational strategy; |
| --- | --- |

—

Coordinating and managing Europol’s IM products and services in accordance with business demand and organisational strategy;

| — | Planning and monitoring of all Europol’s IM initiatives in close cooperation with the strategic planning team in the Governance Directorate and C1 ICT portfolio management; |
| --- | --- |

—

Planning and monitoring of all Europol’s IM initiatives in close cooperation with the strategic planning team in the Governance Directorate and C1 ICT portfolio management;

| — | Fostering innovation for the benefits of the Member States law enforcement authorities, developing Artificial Intelligence (AI) tools while enhancing their ethical use with a view to the impact of AI on Fundamental Rights and Privacy, serving as an observatory function for Innovation, and encouraging coordination and synergies with other Innovation partners. |
| --- | --- |

—

Fostering innovation for the benefits of the Member States law enforcement authorities, developing Artificial Intelligence (AI) tools while enhancing their ethical use with a view to the impact of AI on Fundamental Rights and Privacy, serving as an observatory function for Innovation, and encouraging coordination and synergies with other Innovation partners.

General accountabilities for the post holder

Under the supervision of the Executive Director, the Deputy Executive Directors shall head their respective Directorate and be, pursuant to Articles 54 and 55 of the Europol Regulation, 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; |
| --- | --- |

—

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; |
| --- | --- |

—

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 reporting to the Executive Director and the Management Board on their implementation; |
| --- | --- |

—

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

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

—

implementing at Directorate level the decisions made during Directorate meetings;

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

—

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; |
| --- | --- |

—

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; |
| --- | --- |

—

providing leadership and direction to their staff in fulfilling the tasks and objectives assigned to them;

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

—

promoting strong inter-Directorate cooperation;

| — | maintaining strategic links in the specific crime areas at Directorate level with relevant external partners and stakeholders; |
| --- | --- |

—

maintaining strategic links in the specific crime areas at Directorate level with relevant external partners and stakeholders;

| — | presenting the achievements of Europol to the media and representing Europol at external and internal meetings and conferences as required; |
| --- | --- |

—

presenting 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. |
| --- | --- |

—

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

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

| — | As CIO, assuming responsibility for all ICT/IM capabilities/developments within Europol and acting as change manager for the digital transformation of the Organisation; directing and guiding the implementation of the IM and ICT strategies of Europol; |
| --- | --- |

—

As CIO, assuming responsibility for all ICT/IM capabilities/developments within Europol and acting as change manager for the digital transformation of the Organisation; directing and guiding the implementation of the IM and ICT strategies of Europol;

| — | Overseeing the provision of ICT solutions, engineering services, technical product management and application maintenance; |
| --- | --- |

—

Overseeing the provision of ICT solutions, engineering services, technical product management and application maintenance;

| — | Overseeing the design, installation and operation of related communication networks and ICT infrastructure components for Europol, the Member States and third parties; |
| --- | --- |

—

Overseeing the design, installation and operation of related communication networks and ICT infrastructure components for Europol, the Member States and third parties;

| — | Overseeing the design and implementation of measures to safeguard the resilience and continuity of ICT services; and responding to any ICT threats, vulnerabilities and incidents; |
| --- | --- |

—

Overseeing the design and implementation of measures to safeguard the resilience and continuity of ICT services; and responding to any ICT threats, vulnerabilities and incidents;

| — | Developing, in collaboration with the Directorates, a sustainable, adaptive strategic vision for Europol’s IM and ensuring that all ICT/IM activities carried out are in line with the Europol strategy; |
| --- | --- |

—

Developing, in collaboration with the Directorates, a sustainable, adaptive strategic vision for Europol’s IM and ensuring that all ICT/IM activities carried out are in line with the Europol strategy;

| — | Serving as the main driver of ICT/IM innovation, in particular by monitoring ICT/IM advancements and proposing and coordinating the implementation of initiatives to gain competitive advantage with emphasis on digital business; |
| --- | --- |

—

Serving as the main driver of ICT/IM innovation, in particular by monitoring ICT/IM advancements and proposing and coordinating the implementation of initiatives to gain competitive advantage with emphasis on digital business;

| — | Planning and managing the recruitment, administration and development of Europol’s staff in the interests of the service and in compliance with the Staff Regulations and other applicable provisions; |
| --- | --- |

—

Planning and managing the recruitment, administration and development of Europol’s staff in the interests of the service and in compliance with the Staff Regulations and other applicable provisions;

| — | Developing and implementing Europol’s policies, processes and procedures related to financial planning and administration, including the reporting of corporate budget performance; |
| --- | --- |

—

Developing and implementing Europol’s policies, processes and procedures related to financial planning and administration, including the reporting of corporate budget performance;

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

—

Overseeing the planning and implementing of tender procedures for goods and services and the management of contracts.

3.   REQUIREMENTS — ELIGIBILITY CRITERIA

a.   Candidates must

| — | Be a member of a competent authority within the meaning of the 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. |
| --- | --- |

—

Be a member of a competent authority within the meaning of the 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. |
| --- | --- |

—

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. |
| --- | --- |

—

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 as further specified in Article 13 of the Conditions of Employment of Other Servants of the European Union (CEOS); |
| --- | --- |

—

Be physically fit to perform the duties pertaining to the post as further specified in Article 13 of the Conditions of Employment of Other Servants of the European Union (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. |
| --- | --- |

—

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 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.

OR

Professional training of an equivalent level in a relevant area and after having completed the training, at least the number of years of relevant professional experience indicated in the table below:

| Duration of professional training | Additional professional experience required for equivalency |
| --- | --- |
| More than 6 months and up to 1 year | 4 years |
| More than 1 year and up to 2 years | 3 years |
| More than 2 years and up to 3 years | 2 years |
| More than 3 years | 1 year |

Duration of professional training

Additional professional experience required for equivalency

More than 6 months and up to 1 year

4 years

More than 1 year and up to 2 years

3 years

More than 2 years and up to 3 years

2 years

More than 3 years

1 year

In addition to the above, at least 15 years of professional work experience gained after the award of the diploma or after the completion of the additional professional experience required for equivalency.

4.   REQUIREMENTS — SELECTION CRITERIA

a.   Professional experience

Essential

| — | At least 10 years of managerial experience in the law enforcement domain, in a national administration or partially in an EU/international environment; |
| --- | --- |

—

At least 10 years of managerial experience in the law enforcement domain, in a national administration or partially in an EU/international environment;

| — | Experience in assessing key information management or ICT or innovation developments in the area of law enforcement, as well as their impact on the relevant stakeholders both at strategic and policy-making level. |
| --- | --- |

—

Experience in assessing key information management or ICT or innovation developments in the area of law enforcement, as well as their impact on the relevant stakeholders both at strategic and policy-making level.

| — | Experience in managing and overseeing large budgets and project resources in a public administration, preferably in the field of ICT and information management; |
| --- | --- |

—

Experience in managing and overseeing large budgets and project resources in a public administration, preferably in the field of ICT and information management;

| — | Experience in strategic matters related to law enforcement and in cooperating and engaging with complex stakeholder structures; |
| --- | --- |

—

Experience in strategic matters related to law enforcement and in cooperating and engaging with complex stakeholder structures;

| — | Experience in strategic planning at senior management level, preferably in the field of ICT and information management. |
| --- | --- |

—

Experience in strategic planning at senior management level, preferably in the field of ICT and information management.

Desirable

| — | Experience with EU Institutions, bodies and agencies, as well as with the application of EU instruments and policies in the field of security, specifically when linked to Europol’s mandate; |
| --- | --- |

—

Experience with EU Institutions, bodies and agencies, as well as with the application of EU instruments and policies in the field of security, specifically when linked to Europol’s mandate;

| — | Experience in overseeing Human Resources strategies and their alignment with overall business strategies, in a public administration; |
| --- | --- |

—

Experience in overseeing Human Resources strategies and their alignment with overall business strategies, in a public administration;

| — | Experience in change management, in particular as regards innovation and information management, especially in seizing opportunities in Artificial Intelligence, data science and other emerging technologies, relevant for law enforcement. |
| --- | --- |

—

Experience in change management, in particular as regards innovation and information management, especially in seizing opportunities in Artificial Intelligence, data science and other emerging technologies, relevant for law enforcement.

b.   Professional knowledge

Essential

| — | High-level understanding of ICT and information management in a law enforcement context; |
| --- | --- |

—

High-level understanding of ICT and information management in a law enforcement context;

| — | Sound knowledge of the EU legal framework as it relates to the EU security architecture and law enforcement. |
| --- | --- |

—

Sound knowledge of the EU legal framework as it relates to the EU security architecture and law enforcement.

c.   Leadership skills and competencies

| — | Developing 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. |
| --- | --- |

—

Developing 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.

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

—

Driving 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. |
| --- | --- |

—

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. |
| --- | --- |

—

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. |
| --- | --- |

—

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. |
| --- | --- |

—

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 management skills

| — | Ability to set and revise objectives for the Directorate within the overall strategic framework and priorities of the Agency. |
| --- | --- |

—

Ability to set and revise objectives for the Directorate within the overall strategic framework and priorities of the Agency.

| — | Ability to determine and focus on priorities and to monitor and evaluate the progress made towards achieving the Directorate’s and Unit/team members’ objectives set, in cooperation with the members of the team. |
| --- | --- |

—

Ability to determine and focus on priorities and to monitor and evaluate the progress made towards achieving the Directorate’s and Unit/team members’ objectives set, in cooperation with the members of the team.

| — | Ability to organise, assign and manage the Directorate’s work by setting challenging but realistic objectives. |
| --- | --- |

—

Ability to organise, assign and manage the Directorate’s work by setting challenging but realistic objectives.

| — | Ability to empower staff while ensuring that they understand what is expected of them and how their work contributes to the Directorate’s objectives. |
| --- | --- |

—

Ability to empower staff while ensuring that they understand what is expected of them and how their work contributes to the Directorate’s objectives.

| — | Ability to choose co-workers and to build strong teams with complementary strengths suited to the efficient pursuit of the Directorate’s objectives. |
| --- | --- |

—

Ability to choose co-workers and to build strong teams with complementary strengths suited to the efficient pursuit of the Directorate’s objectives.

| — | Ability to motivate members of the team to achieve the desired results and also to provide regular feedback, acknowledge success and the need for improvement in order to enable them to achieve their objectives and greatest potential. |
| --- | --- |

—

Ability to motivate members of the team to achieve the desired results and also to provide regular feedback, acknowledge success and the need for improvement in order to enable them to achieve their objectives and greatest potential.

| — | Ability to develop and support career development and learning opportunities for staff. |
| --- | --- |

—

Ability to develop and support career development and learning opportunities for staff.

Communication skills

| — | Ability to communicate clearly and present complex subjects simply, both orally and in writing, including to staff. |
| --- | --- |

—

Ability to communicate clearly and present complex subjects simply, both orally and in writing, including to staff.

| — | Ability to solicit inputs from and listen to staff, partners, and stakeholders. |
| --- | --- |

—

Ability to solicit inputs from and listen to staff, partners, and stakeholders.

Interpersonal skills

| — | Ability to deal with people effectively, respectfully and courteously. |
| --- | --- |

—

Ability to deal with people effectively, respectfully and courteously.

| — | Ability to build productive and cooperative working relationships with hierarchy and other Directorates and colleagues. |
| --- | --- |

—

Ability to build productive and cooperative working relationships with hierarchy and other Directorates and colleagues.

Negotiation skills

| — | Ability to steer discussions and generate the best possible results without compromising productive working relationships with the other parties involved. |
| --- | --- |

—

Ability to steer discussions and generate the best possible results without compromising productive working relationships with the other parties involved.

Living diversity

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

—

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, amended by Regulation (EU) 2022/991; 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 (4) and last amended by Regulation (EU) No 423/2014 of the European Parliament and the Council (5); 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 five members representing the Member States, which shall be determined by drawing of lots by the MB, along with a Commission representative and the Executive Director.

The tasks of the Committee shall include:

| a) | identifying all applicants who, on the basis of the criteria set out in the vacancy notice, are eligible for the post; |
| --- | --- |

a)

identifying all applicants who, on the basis of the criteria set out in the vacancy notice, are eligible for the post;

| b) | making 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; |
| --- | --- |

b)

making 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;

| c) | inviting shortlisted candidates to participate in a post-related selection procedure, generally including a written test and a competency-based interview (N.B.: the Committee will invite the 5 highest-scoring applicants and all applicants having a score equal to the 5th highest-scoring one); |
| --- | --- |

c)

inviting shortlisted candidates to participate in a post-related selection procedure, generally including a written test and a competency-based interview (N.B.: the Committee will invite the 5 highest-scoring applicants and all applicants having a score equal to the 5th highest-scoring one);

| d) | drawing 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. |
| --- | --- |

d)

drawing 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; |
| --- | --- |

—

presenting the list of eligible candidates;

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

—

setting out a shortlist of at least three suitable candidates ranked in order of merit;

| — | 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. |
| --- | --- |

—

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 selection procedure should be addressed to mbs@europol.europa.eu

Once the appointment has been made by the Council, every candidate who applied for the post shall receive a formal letter notifying the outcome of the procedure from the secretariat of the Selection 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 15 590,76 (step 1) or EUR 16 245,92 (step 2).

The step in grade is determined on the basis of professional experience gained after the education required for the position and in line with applicable implementing rules.

Staff pay EU tax at source but salaries are exempt from national taxes. Compulsory deductions are made for medical insurance, pension and unemployment insurance.

Subject to the applicable conditions being met, as defined in the 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 AD 14/1:

| a) | Staff member (single) in receipt of expatriation allowance (16 %): EUR 13 691,27 |
| --- | --- |

a)

Staff member (single) in receipt of expatriation allowance (16 %): EUR 13 691,27

| b) | Staff member with two dependent children in their custody in receipt of expatriation allowance (16 %): EUR 16 345,03 |
| --- | --- |

b)

Staff member with two dependent children in their custody in receipt of expatriation allowance (16 %): EUR 16 345,03

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 January 2022.

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

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 to 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: TRES SECRET UE/EU TOP SECRET.

Contract of employment

The successful candidate shall be appointed by the Council, and shall be engaged in the type of post Director, post title Deputy Executive Director, and function group AD, grade 14 pursuant to Article 2(a) CEOS and Annex I EUSR.

The initial contract will be concluded for a period of 4 years. The contract may be renewed once, and for no more than 4 years.

Conditions of engagement

Before the employment contract is concluded by Europol, the successful candidate will have to:

| — | declare any conflict of interest; |
| --- | --- |

—

declare any conflict of interest;

| — | undergo a pre-employment medical examination to confirm that he/she is physically fit to perform the duties pertaining to the post or, alternatively, receive the confirmation from Europol that he/she fulfils the conditions laid down in the Decision of the Deputy Executive Director of the Capabilities Directorate on the pre-employment medical examination available on www.europol.europa.eu; |
| --- | --- |

—

undergo a pre-employment medical examination to confirm that he/she is physically fit to perform the duties pertaining to the post or, alternatively, receive the confirmation from Europol that he/she fulfils the conditions laid down in the Decision of the Deputy Executive Director of the Capabilities Directorate on the pre-employment medical examination available on www.europol.europa.eu;

| — | in case of candidates for restricted posts (including restricted — Annex II posts) who had indicated membership of a competent authority in one of the Member States, provide confirmation of his/her membership of a competent authority in one of the Member States within the meaning of the Article 2(a) of the Europol Regulation. |
| --- | --- |

—

in case of candidates for restricted posts (including restricted — Annex II posts) who had indicated membership of a competent authority in one of the Member States, provide confirmation of his/her membership of a competent authority in one of the Member States within the meaning of the Article 2(a) of the Europol Regulation.

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

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

8.   ADDITIONAL INFORMATION

Independence and declaration of interests

Before taking up his or her duties, the successful candidate will be required to make a declaration of commitment to act independently in the public interest and to declare any interests, which might be considered prejudicial to his or her independence.

Statutory obligations upon leaving the service

Pursuant to Article 16 of the EU Staff Regulations, EU officials and, by analogy, temporary agents, continue to be bound by the duty to behave with integrity and discretion as regards the acceptance of certain appointments or benefits’ after leaving the service. Those staff members intending to engage in an occupational activity within two years of leaving the service shall inform their institution, so that it may take an appropriate decision in that respect. In cases where the intended activity is related to the work carried out by the staff member during the last three years of service and could lead to a conflict with the legitimate interests of the institution, the decision to be taken may include forbidding the staff member from undertaking it or giving its approval subject to any conditions it thinks fit. When those staff members are former senior staff members, i.e. within the Regulatory Framework of Europol the Deputy Executive Directors and the Executive Director, Article 16(3) of the EU Staff Regulations stipulates that ‘the appointing authority shall, in principle, prohibit them, during the 12 months after leaving the service, from engaging in lobbying or advocacy vis-à-vis staff of their former institution for their business, clients or employers on matters for which they were responsible during the last three years in the service.’

Privacy Notice — External Recruitment and selection process of Temporary Agents (TA) for Senior Management Posts

Regulation (EU) 2018/1725 of the European Parliament and of the Council (6) 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.

For additional information, please consult the applicable privacy notice available on www.europol.europa.eu

Main dates

Deadline for application: 12 December 2022, at 23:59 CET

Recruitment procedure: First Quarter 2023

Starting date of employment: as soon as the post becomes effectively vacant (expected on 1 August 2023).

Application process

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

---

(1)  Council Decision 2009/371/JHA of 6 April 2009 establishing the European Police Office (Europol) (OJ L 121, 15.5.2009, p. 37).

(2)  Regulation (EU) 2016/794 of the European Parliament and of the Council of 11 May 2016 on the European Union Agency for Law Enforcement Cooperation (Europol) and replacing and repealing Council Decisions 2009/371/JHA, 2009/934/JHA, 2009/935/JHA, 2009/936/JHA and 2009/968/JHA (OJ L 135, 24.5.2016, p. 53).

(3)  Regulation (EU) 2022/991 of the European Parliament and of the Council of 8 June 2022 amending Regulation (EU) 2016/794, as regards Europol’s cooperation with private parties, the processing of personal data by Europol in support of criminal investigations, and Europol’s role in research and innovation (OJ L 169, 27.6.2022, p. 1).

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

(5)  Regulation (EU) No 423/2014 of the European Parliament and of the Council of 16 April 2014 adjusting with effect from 1 July 2012 the remuneration and pensions of officials and other servants of the European Union and the correction coefficients applied thereto (OJ L 129, 30.4.2014, p. 12).

(6)  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, and repealing Regulation (EC) No 45/2001 and Decision No 1247/2002/EC (OJ L 295, 21.11.2018, p. 39).

---