# Official Journal C 403A/6 Oc

| | ISSN 1977-091X |
| --- | --- |
| Official Journal
  of the European Union | C 403A |
| | |
| English edition | Information and Notices | Volume 646 October 2021 |

ISSN 1977-091X

Official Journal

of the European Union

C 403A

English edition

Information and Notices

Volume 646 October 2021

---

| Contents | page |
| --- | --- |
| | V   Announcements |
| | ADMINISTRATIVE PROCEDURES |
| | Council |
| 2021/C 403 A/01 | Notice of vacancies CONS/AD/174/21 | 1 |

Contents

page

V   Announcements

ADMINISTRATIVE PROCEDURES

Council

2021/C 403 A/01

Notice of vacancies CONS/AD/174/21

1

---

| EN | |
| --- | --- |

EN

---

V Announcements

ADMINISTRATIVE PROCEDURES

Council

| 6.10.2021 | EN | Official Journal of the European Union | CA 403/1 |
| --- | --- | --- | --- |

6.10.2021

EN

Official Journal of the European Union

CA 403/1

---

Notice of vacancies CONS/AD/174/21

(2021/C 403 A/01)

GENERAL INFORMATION

| Department | RELEX |
| --- | --- |
| Place of work | Brussels, Justus Lipsius Building |
| Title of post | Director |
| Function group and grade | AD 14 |
| Security clearance required | EU SECRET |
| DEADLINE FOR APPLICATIONS | 20 October 2021 – 12:00 noon (Brussels time) |

Department

RELEX

Place of work

Brussels, Justus Lipsius Building

Title of post

Director

Function group and grade

AD 14

Security clearance required

EU SECRET

DEADLINE FOR APPLICATIONS

20 October 2021 – 12:00 noon (Brussels time)

We are

The General Secretariat of the Council (GSC) assists the European Council and the Council of the EU and their preparatory bodies in all fields of their activities. It provides advice and support to members of the European Council and the Council and to their Presidents in all areas of activity, including policy and legal advice, coordination with other institutions, elaboration of compromises, supervising as well as attending to all the practicalities that are necessary for the good preparation and running of the European Council and the Council.

The Directorate-General prepares policy papers and briefings for the President of the European Council, provides input for European Council discussions on external relations, and coordinates the organisation of the Foreign Affairs Council (FAC); including its Defence and Development formations. The Directorate-General coordinates preparation for discussions in the General Affairs Council (GAC) related to enlargement and crisis response. The Directorate-General also advises the Presidency and prepares briefings for the Coreper chair and several working groups that handle both legislative and non-legislative files.

Following a reorganisation, Directorate-General ‘External Relations’ (DG RELEX) will comprise 5 directorates: RELEX.1 ‘Global and Horizontal Affairs’, RELEX.2 ‘Africa and MENA’, RELEX.3 ‘Eastern Europe and Asia’, RELEX.4 ‘Enlargement and Europe’, and RELEX.5 ‘Security and Crisis Management’:

| — | The Directorate Global and Horizontal Affairs will be responsible for FAC coordination, it will include the PSC and the Relex teams and be following external aspects of internal policies, as well as most horizontal themes, such as human rights and UN affairs. It will also cover transatlantic relations and the LAC region. |
| --- | --- |

—

The Directorate Global and Horizontal Affairs will be responsible for FAC coordination, it will include the PSC and the Relex teams and be following external aspects of internal policies, as well as most horizontal themes, such as human rights and UN affairs. It will also cover transatlantic relations and the LAC region.

| — | The Directorate for Africa and the MENA region will also cover development cooperation and humanitarian assistance. |
| --- | --- |

—

The Directorate for Africa and the MENA region will also cover development cooperation and humanitarian assistance.

| — | The Directorate for Eastern Europe and Asia will be responsible for relations with Russia, China, the Eastern Partnership, Asia and Central Asia. It will also cover connectivity and disinformation. |
| --- | --- |

—

The Directorate for Eastern Europe and Asia will be responsible for relations with Russia, China, the Eastern Partnership, Asia and Central Asia. It will also cover connectivity and disinformation.

| — | The areas covered by the Directorate for Enlargement and Europe will include the Western Balkans, Turkey, EEA/EFTA, and will deal with all aspects of enlargement (including association councils and IGC’s). |
| --- | --- |

—

The areas covered by the Directorate for Enlargement and Europe will include the Western Balkans, Turkey, EEA/EFTA, and will deal with all aspects of enlargement (including association councils and IGC’s).

| — | The Directorate for Security and Crisis Management covers both internal and external aspects of crisis management. It includes the IPCR team and holds responsibility over files related to the EU’s security and defence policy. |
| --- | --- |

—

The Directorate for Security and Crisis Management covers both internal and external aspects of crisis management. It includes the IPCR team and holds responsibility over files related to the EU’s security and defence policy.

We propose

This vacancies notice covers four Director posts within the RELEX (External Relations) Directorate-General: one for RELEX 1 ‘Global and Horizontal Affairs’, one for RELEX.2 ‘Africa and MENA’, one for RELEX.4 ‘Enlargement and Europe’ and one for RELEX.5 ‘Security and Crisis Management’.

The post of the Director in each of these directorates in DG RELEX is a challenging position in a politically interesting environment, with a variety of stakeholders and highly qualified staff.

Under the authority of the Director-General you will manage and coordinate your Directorate and its resources in a professional manner, organise its activities and support and motivate staff in their work. You will ensure the quality of the services and products delivered by the Directorate, as well as effective communication and cooperation within the Directorate, across the Directorate-General and with other GSC services.

You will provide high-level policy and procedural advice, orally and in writing, at your own initiative or upon request, destined for the European Council, the Council, Coreper and their Presidencies, and to the Secretary-General on all aspects of dossiers falling within the Directorate’s remit. You will take part in meetings and, where appropriate, in briefings and/or negotiations with a view to reaching compromises and finding solutions. In this context, you will assist the presidencies in negotiations and ensure effective communication and cooperation with EU institutions, agencies and other bodies in the areas within the Directorate General’s remit, in particular with the European External Action Service.

You will define the objectives to be met and contribute to meeting them by establishing the Directorate’s work programme and ensuring the appropriate monitoring of its implementation.

You will also be responsible for initiating and supervising policy analysis activities with a view to providing advice for decision-making in the areas within the remit of the Directorate(s) to which you are applying.

You will be able to plan and organise work in a flexible manner, subject to working hours and to the schedule of meetings in the Directorate’s field of activity. You and your staff will be able to benefit from the GSC’s working arrangements, including teleworking. Occasional missions abroad, including outside the EU, are required.

We look for

We are looking for a manager with knowledge and experience in the areas within remit of the Directorate-General, familiar with the EU’s external relations and the role and functioning of the European Council and Council.

Furthermore, the jobholder will need to possess:

| — | a sense of diplomacy, knowing when to be flexible and when to be firm and maintaining attention to detail without losing sight of the overall picture; |
| --- | --- |

—

a sense of diplomacy, knowing when to be flexible and when to be firm and maintaining attention to detail without losing sight of the overall picture;

| — | the ability to promote and maintain good working relationships with a range of internal and external interlocutors, |
| --- | --- |

—

the ability to promote and maintain good working relationships with a range of internal and external interlocutors,

| — | the ability to promote a strong team spirit and to guide, motivate and empower staff in a multicultural and diverse environment, with a strong emphasis on staff development; |
| --- | --- |

—

the ability to promote a strong team spirit and to guide, motivate and empower staff in a multicultural and diverse environment, with a strong emphasis on staff development;

| — | the ability to think and plan strategically, to anticipate and identify potential problems and propose workable solutions and compromises; |
| --- | --- |

—

the ability to think and plan strategically, to anticipate and identify potential problems and propose workable solutions and compromises;

| — | the ability to reach common agreements or goals by providing targeted advice to stakeholders and by effectively and constructively facilitating discussions. |
| --- | --- |

—

the ability to reach common agreements or goals by providing targeted advice to stakeholders and by effectively and constructively facilitating discussions.

| — | the ability to organise the overall work of the Directorate so as to meet critical deadlines and ensure a fair distribution of workload within the team as well as succession planning; |
| --- | --- |

—

the ability to organise the overall work of the Directorate so as to meet critical deadlines and ensure a fair distribution of workload within the team as well as succession planning;

| — | the ability to manage change and support staff through change, |
| --- | --- |

—

the ability to manage change and support staff through change,

| — | excellent communication skills, including interpersonal communication skills; |
| --- | --- |

—

excellent communication skills, including interpersonal communication skills;

All GSC managers are expected to advise their hierarchy and stakeholders, manage their staff and financial resources and to represent the GSC. These expectations are set out in the GSC horizontal manager’s profile, in Annex I.

Given that the GSC has a policy of mobility for its managers, who are expected to have broad experience, candidates should be willing and able to work in different areas of activity during their career at the GSC.

RECRUITMENT POLICY

Applicants must meet the following requirements at the time of applying:

| a) | General conditions







  — | be nationals of one of the Member States of the European Union; |
| --- | --- | --- |

a)

General conditions

—

be nationals of one of the Member States of the European Union;

| — | enjoy their full rights as citizens; |
| --- | --- |

—

enjoy their full rights as citizens;

| — | have fulfilled any obligations imposed by the laws concerning military service. |
| --- | --- |

—

have fulfilled any obligations imposed by the laws concerning military service.

| b) | Specific conditions







  — | hold a university degree (1); |
| --- | --- | --- |

b)

Specific conditions

—

hold a university degree (1);

| — | have at least 15 years of relevant professional experience, out of which they have during at least 3 years effectively exercised management and organisational responsibilities. Three years spent in a post with significant coordination responsibilities would be equivalent to the required management experience. |
| --- | --- |

—

have at least 15 years of relevant professional experience, out of which they have during at least 3 years effectively exercised management and organisational responsibilities. Three years spent in a post with significant coordination responsibilities would be equivalent to the required management experience.

| — | Given that English and French are used extensively for communication within the GSC and with other institutions, an excellent knowledge of one of the two languages and a good knowledge of the other is required. Knowledge of other official languages of the EU as well as non-EU languages would be an asset. |
| --- | --- |

—

Given that English and French are used extensively for communication within the GSC and with other institutions, an excellent knowledge of one of the two languages and a good knowledge of the other is required. Knowledge of other official languages of the EU as well as non-EU languages would be an asset.

NB:

| (1) | These posts require security clearance allowing access to classified documents (EU SECRET level). Candidates applying for the post must be prepared to undergo security screening under Council Decision 2013/488/EU (2). Appointment to the post will only take effect on condition that the selected candidate has obtained a valid security clearance certificate. A candidate without security clearance will be offered a temporary contract until the result of the security clearance procedure is obtained. |
| --- | --- |

(1)

These posts require security clearance allowing access to classified documents (EU SECRET level). Candidates applying for the post must be prepared to undergo security screening under Council Decision 2013/488/EU (2). Appointment to the post will only take effect on condition that the selected candidate has obtained a valid security clearance certificate. A candidate without security clearance will be offered a temporary contract until the result of the security clearance procedure is obtained.

| (2) | The successful candidate must be prepared to follow the GSC management training. |
| --- | --- |

(2)

The successful candidate must be prepared to follow the GSC management training.

SELECTION PROCEDURE

In choosing the successful candidates the Appointing Authority shall be assisted by an advisory selection board. The advisory selection board will be supported by an assessment centre, run by external recruitment consultants. The reports established by the assessment centre for the same type of post will cease to be valid 2 years after the date on which the relevant exercises took place or upon termination of the framework contract between the GSC and the assessment centre in question — whichever date is the earliest.

The advisory selection board will initially evaluate and compare the qualifications, experience and motivation of all the applicants applying for the same post, on the basis of their applications. Based on that comparative assessment, the advisory selection board will shortlist those candidates who, in its opinion, are most suitable to be invited to a first interview. As this first selection is based on a comparative assessment of the applications, the fulfilment of the requirements of this vacancies does not guarantee invitation to the first interview. From among the interviewed candidates, the advisory selection board will select candidates to attend the assessment centre, as well as a second interview with the advisory selection board.

Where a candidate applies to several of the four director posts and is invited to interview for more than one of them, a single interview may be used in each round of interviews to evaluate the candidate in the relevant selection requirements for those posts.

The provisional planning of the selection is as follows:

| — | it is expected that candidates selected for the interviews will be informed by end of October; |
| --- | --- |

—

it is expected that candidates selected for the interviews will be informed by end of October;

| — | the first interviews are foreseen to take place in first half of November; |
| --- | --- |

—

the first interviews are foreseen to take place in first half of November;

| — | the assessment centre is expected to take place in second half of November; |
| --- | --- |

—

the assessment centre is expected to take place in second half of November;

| — | the second round of interviews is foreseen for the first half of December. |
| --- | --- |

—

the second round of interviews is foreseen for the first half of December.

NB: The above schedule is purely indicative and in particular subject to the implications of the restrictive measures put in place to deal with the COVID-19 pandemic.

LEGAL BASIS

These posts are published in all institutions of the European Union and outside the institutions, in conformity with Article 29, paragraphs (1) and (2) of the Staff Regulations of Officials of the European Union (3).

HOW TO APPLY

The closing date for applications is 20 October 2021 at 12:00 noon (Brussels time).

Applications will be accepted by e-mail only and must be sent to: applications.management@consilium.europa.eu (4) no later than the closing date and time. Late applications will not be considered.

The e-mail address indicated above must be used for any correspondence concerning the selection procedure (the email must have in the subject the following title: CONS/AD/174/21).

Before submitting their application, candidates should carefully check whether they meet the requirements listed above under ‘Recruitment policy’, in order to avoid automatic exclusion from the selection procedure.

In order to be valid, the application file must include the following documents in pdf (NB: locked, password protected or electronically signed documents are not accepted):

| (a) | the application form (Annex V) duly completed and dated; the electronic application form can be found on the Council’s website under the following link: http://www.consilium.europa.eu/en/general-secretariat/jobs/job-opportunities/ (file to be named ‘XXX (YOUR FAMILY NAME) — Application form.pdf’); |
| --- | --- |

(a)

the application form (Annex V) duly completed and dated; the electronic application form can be found on the Council’s website under the following link: http://www.consilium.europa.eu/en/general-secretariat/jobs/job-opportunities/ (file to be named ‘XXX (YOUR FAMILY NAME) — Application form.pdf’);

| (b) | a detailed curriculum vitae (5), in English or French, preferably in the Europass format (http://europass.cedefop.europa.eu), covering the applicant’s entire career, listing, inter alia, the applicant’s qualifications, language knowledge, experience and current duties (file to be named ‘XXX (YOUR FAMILY NAME) — CV.pdf’); |
| --- | --- |

(b)

a detailed curriculum vitae (5), in English or French, preferably in the Europass format (http://europass.cedefop.europa.eu), covering the applicant’s entire career, listing, inter alia, the applicant’s qualifications, language knowledge, experience and current duties (file to be named ‘XXX (YOUR FAMILY NAME) — CV.pdf’);

| (c) | a motivation letter, in English or French (file to be named ‘XXX (YOUR FAMILY NAME) — Motivation letter.pdf’); |
| --- | --- |

(c)

a motivation letter, in English or French (file to be named ‘XXX (YOUR FAMILY NAME) — Motivation letter.pdf’);

| (d) | grouped in one pdf document, copies of diplomas certifying education and copies of documents and certificates relating to professional experience. It is not sufficient to simply send the curriculum vitae mentioned under (b). Supporting documents must have been issued by a third party (file to be named ‘XXX (YOUR FAMILY NAME) — Supporting documents.pdf’). |
| --- | --- |

(d)

grouped in one pdf document, copies of diplomas certifying education and copies of documents and certificates relating to professional experience. It is not sufficient to simply send the curriculum vitae mentioned under (b). Supporting documents must have been issued by a third party (file to be named ‘XXX (YOUR FAMILY NAME) — Supporting documents.pdf’).

Failure to include these documents will make the application invalid.

All supporting documents referred to under d), must be numbered in sequence (Annex 1, 2, etc.) and grouped as mentioned above.

Applications that arrive by post, or via cloud-based data storage solutions or file-share platforms will not be considered.

Candidates must clearly indicate to which of the four Director posts they are applying. Candidates must indicate at least one post and are allowed to apply to several or all of the Director posts. Candidates indicating none of the posts will be rejected as their application will be considered incomplete.

The successful candidates will be asked to provide the originals of the aforementioned documents.

Candidates will receive an email acknowledging receipt of their application. However, technical difficulties related to the transmission of emails can never be completely eliminated. Therefore, if no email that acknowledges receipt of the application has been received, candidates are encouraged to contact applications.management@consilium.europa.eu. Since the advisory selection board will begin its work shortly after the closing date for applications, any necessary verifications as to the receipt of the application should be made in the week following that date.

DIVERSITY AND INCLUSION

The GSC is committed to diversity and inclusion (see Annex II).

The GSC recognises that a healthy work-life balance is an important motivational factor for many people and that flexible working is increasingly expected to be part of a modern working environment. It therefore offers a very good package of statutory flexible working arrangements and facilities such as after-school care and crèche.

As an employer, the GSC is committed to ensuring gender equality and to preventing discrimination on any grounds. It actively welcomes applications from all qualified candidates from diverse backgrounds, across all abilities and from the broadest possible geographical basis amongst the EU Member States. To promote gender equality, the GSC encourages applications in particular from women.

Assistance can be provided to persons with disabilities during the recruitment procedure. For further information, please send an email to diversity.inclusion@consilium.europa.eu

REEXAMINATION OF APPLICATIONS

The procedures relating to requests for complaints, appeals and referrals to the European Ombudsman are set out in Annex III to this vacancies notice.

DATA PROTECTION

The rules governing the processing of personal data in connection with this selection procedure are set out in Annex IV to this vacancies notice.

---

(1)  Article 5(3)(c) of the Staff Regulations of Officials of the European Union (the Staff Regulations) require applicants to have at least:

| (i) | a level of education which corresponds to completed university studies attested by a diploma when the normal period of university education is 4 years or more; or |
| --- | --- |

(i)

a level of education which corresponds to completed university studies attested by a diploma when the normal period of university education is 4 years or more; or

| (ii) | a level of education which corresponds to completed university studies attested by a diploma and appropriate professional experience of at least 1 year when the normal period of university education is at least 3 years. |
| --- | --- |

(ii)

a level of education which corresponds to completed university studies attested by a diploma and appropriate professional experience of at least 1 year when the normal period of university education is at least 3 years.

(2)  Council Decision 2013/488/EU of 23 September 2013 on the security rules for protecting EU classified information (OJ L 274, 15.10.2013, p. 1).

(3)  Regulation (EU, Euratom) No 1023/2013 of the European Parliament and of the Council of 22 October 2013 amending the Staff Regulations of Officials of the European Union and the Conditions of Employment of Other Servants of the European Union (OJ L 287, 29.10.2013, p. 15).

(4)  This email address is linked to a functional mailbox and can only process messages with the ‘Normal’ sensitivity option; emails sent with other sensitivity options (e.g. ‘Personal’, ‘Private’, ‘Confidential’) cannot be processed. Please therefore select the ‘Normal’ sensitivity option. Maximum size of your email must be 25 MB. If your email, together with its attachments, exceeds this maximum size, please split your attachments over a number of emails.

(5)  Candidates are requested not to put photos on their CV.

---

ANNEX I

THE GSC HORIZONTAL MANAGERS' PROFILE

As a GSC manager you add value in acting both as an adviser and a manager and you are always a representative of the GSC.

In performing these roles you are expected to:

As a Representative

| — | Act with integrity, externally as well as internally. |
| --- | --- |

—

Act with integrity, externally as well as internally.

| — | Act in the interest of the European Council and the Council as well as the Union as a whole. Ensure that any divergences are identified and managed. |
| --- | --- |

—

Act in the interest of the European Council and the Council as well as the Union as a whole. Ensure that any divergences are identified and managed.

| — | Create relationships of confidence, trust and openness, and be an active networker. |
| --- | --- |

—

Create relationships of confidence, trust and openness, and be an active networker.

| — | Be result-oriented and influential, and at the same time respectful and service oriented. |
| --- | --- |

—

Be result-oriented and influential, and at the same time respectful and service oriented.

As an Adviser

| — | Contribute to the development of the Union. Be proactive and creative. Think ahead and plan for future developments. Act as a provider of solutions. |
| --- | --- |

—

Contribute to the development of the Union. Be proactive and creative. Think ahead and plan for future developments. Act as a provider of solutions.

| — | Advise our stakeholders to facilitate the achievement of their aims and in the interest of our two institutions. Be objective and fair. |
| --- | --- |

—

Advise our stakeholders to facilitate the achievement of their aims and in the interest of our two institutions. Be objective and fair.

| — | Be aware of the interaction between decision-making and public debate. Make sure that your advice takes account of the political situation of our stakeholders and integrates communication considerations. |
| --- | --- |

—

Be aware of the interaction between decision-making and public debate. Make sure that your advice takes account of the political situation of our stakeholders and integrates communication considerations.

| — | Facilitate legitimate decision-making through cooperation, good working relationships and compromise among Member States and with Institutions, and other stakeholders. |
| --- | --- |

—

Facilitate legitimate decision-making through cooperation, good working relationships and compromise among Member States and with Institutions, and other stakeholders.

| — | Stay well informed about developments within your area of responsibility, also beyond the immediate work of the European Council and the Council. Keep the big picture in mind. |
| --- | --- |

—

Stay well informed about developments within your area of responsibility, also beyond the immediate work of the European Council and the Council. Keep the big picture in mind.

As a Manager

| — | Empower your staff, delegate and trust, support and motivate, give feedback and guidance, encourage initiative and courage to think out of the box; reduce hierarchy and control to a minimum, while maintaining quality. |
| --- | --- |

—

Empower your staff, delegate and trust, support and motivate, give feedback and guidance, encourage initiative and courage to think out of the box; reduce hierarchy and control to a minimum, while maintaining quality.

| — | Communicate clearly on objectives and expectations and ensure the flow of information to, from and among your staff as well as with other DGs, directorates and units. |
| --- | --- |

—

Communicate clearly on objectives and expectations and ensure the flow of information to, from and among your staff as well as with other DGs, directorates and units.

| — | Act always in the interest of the whole of the GSC, not just your own DG or Directorate or Unit, and make sure that we deliver to our stakeholders. Break down silos. |
| --- | --- |

—

Act always in the interest of the whole of the GSC, not just your own DG or Directorate or Unit, and make sure that we deliver to our stakeholders. Break down silos.

| — | Have the courage to address conflict, underperformance and other difficulties in a timely manner; ensure your staff’s wellbeing and development, and fulfil your duty of care to your staff. |
| --- | --- |

—

Have the courage to address conflict, underperformance and other difficulties in a timely manner; ensure your staff’s wellbeing and development, and fulfil your duty of care to your staff.

| — | In driving and facilitating change involve your staff to make sure that the GSC keeps up with developments and becomes more dynamic, flexible and collaborative. Walk the talk. |
| --- | --- |

—

In driving and facilitating change involve your staff to make sure that the GSC keeps up with developments and becomes more dynamic, flexible and collaborative. Walk the talk.

| — | Take responsibility for the optimal use of GSC human and financial resources. |
| --- | --- |

—

Take responsibility for the optimal use of GSC human and financial resources.

---

ANNEX II

DIVERSITY AND INCLUSION IN THE GENERAL SECRETARIAT OF THE COUNCIL (GSC)

The General Secretariat of the Council is committed to providing equal opportunities to all its employees and applicants for employment. As an employer, the GSC is committed to ensuring equality between men and women and to preventing discrimination on any grounds. It actively welcomes applications from all qualified candidates from diverse backgrounds, across all abilities and from the broadest possible geographical basis amongst the EU Member States.

The main aims of the GSC’s Diversity and Inclusion policy are to:

| — | achieve a balanced representation of men and women. The GSC encourages applications from women especially for management posts, where they are currently under-represented; |
| --- | --- |

—

achieve a balanced representation of men and women. The GSC encourages applications from women especially for management posts, where they are currently under-represented;

| — | improve accessibility of the working environment and ensure that it is inclusive. Reasonable accommodation arrangements for staff with disabilities can be provided unless they would impose an undue burden on the resources of the institution. Assistance can be provided to persons with disabilities during the recruitment procedure; |
| --- | --- |

—

improve accessibility of the working environment and ensure that it is inclusive. Reasonable accommodation arrangements for staff with disabilities can be provided unless they would impose an undue burden on the resources of the institution. Assistance can be provided to persons with disabilities during the recruitment procedure;

| — | ensure that human resources and personnel management policies respect the principles of equality and non-discrimination; |
| --- | --- |

—

ensure that human resources and personnel management policies respect the principles of equality and non-discrimination;

| — | protect staff from harassment at work; |
| --- | --- |

—

protect staff from harassment at work;

| — | reconcile professional and private life. The GSC offers a comprehensive package of flexible working measures, including telework, individual working time and the possibility to take parental leave for mothers and fathers in accordance with the Staff Regulation. The GSC has a crèche for children from 0-4 years. After-school care and holiday-time facilities are organised by the European Commission and open to children of GSC staff. |
| --- | --- |

—

reconcile professional and private life. The GSC offers a comprehensive package of flexible working measures, including telework, individual working time and the possibility to take parental leave for mothers and fathers in accordance with the Staff Regulation. The GSC has a crèche for children from 0-4 years. After-school care and holiday-time facilities are organised by the European Commission and open to children of GSC staff.

For further information, send an email to diversity.inclusion@consilium.europa.eu

---

ANNEX III

INTERNAL COMPLAINT — JUDICIAL APPEAL — COMPLAINT TO THE EUROPEAN OMBUDSMAN

If, at any stage of the selection procedure, you are dissatisfied with how your application is handled you have the right to complain.

Internal complaint

Where you receive a decision that you are dissatisfied with you may, within 3 months of the notification of the decision, lodge a complaint under Article 90(2) of the Staff Regulations of Officials of the European Union, to:

| Council of the European Union |
| --- |
| Legal Advisers to the Administration Unit, ORG 1.F |
| Rue de la Loi/Wetstraat 175 |
| 1048 Bruxelles/Brussel |
| BELGIQUE//BELGIË |
| Email address: legal.advisersHR@consilium.europa.eu |

Council of the European Union

Legal Advisers to the Administration Unit, ORG 1.F

Rue de la Loi/Wetstraat 175

1048 Bruxelles/Brussel

BELGIQUE//BELGIË

Email address: legal.advisersHR@consilium.europa.eu

Replies to such complaints are given in writing by the Appointing Authority within 4 months of the receipt of the complaint. However, if your complaint arrives sufficiently early, it may be possible to have the advisory selection board review the decision that is the object of your complaint and to reply to you on that basis.

Judicial Appeal

If you are dissatisfied with the reply you receive from the Appointing Authority under the internal complaints procedure, you may submit a judicial appeal under Article 91 of the Staff Regulations to:

| General Court of the European Union |
| --- |
| Rue du Fort Niedergrünewald |
| L-2925 Luxembourg |
| LUXEMBOURG |

General Court of the European Union

Rue du Fort Niedergrünewald

L-2925 Luxembourg

LUXEMBOURG

Complaint to the European Ombudsman

After having exhausted all the possibilities for redress at the GSC, in particular the internal complaints procedure under Article 90(2) of the Staff Regulations, then like any other citizen of the Union, you may lodge a complaint with:

| The European Ombudsman |
| --- |
| 1 avenue du Président Robert Schuman — BP 403 |
| 67001 Strasbourg Cedex |
| FRANCE |

The European Ombudsman

1 avenue du Président Robert Schuman — BP 403

67001 Strasbourg Cedex

FRANCE

under Article 228(1) of the Treaty on the Functioning of the European Union and in accordance with the conditions laid down in Decision 94/262/ECSC, EC, Euratom of the European Parliament of 9 March 1994 on the regulations and general conditions governing the performance of the Ombudsman’s duties (1).

You should note that complaints lodged with the European Ombudsman have no suspensive effect on the period of time laid down in Article 90(2) and Article 91 of the Staff Regulations for the lodging of complaints or appeals with the General Court of the European Union under Article 270 of the Treaty on the Functioning of the European Union.

---

(1)  OJ L 113, 4.5.1994, p. 15.

---

ANNEX IV

DATA PROTECTION

As the institution responsible for organising the selection procedure, the General Secretariat of the Council ensures that applicants’ personal data are processed in accordance with Regulation (EU) 2018/1725 of the European Parliament and of the Council of 23 October 2018 on the protection of natural persons with regard to the processing of personal data by the Union institutions, bodies, offices and agencies and on the free movement of such data, and repealing Regulation (EC) No 45/2001 and Decision No 1247/2002/EC (1).

The legal basis for the selection procedure is the Staff Regulations of Officials of the European Union and Council Decision 2013/488/EU of 23 September 2013 on the security rules for protecting EU classified information (2). The selection procedure is conducted under the responsibility of the Human Resources Directorate (ORG.1), Staffing and Mobility Unit, and the controller is the head of that unit. The information provided by the applicants will be accessible to members of the Office for the Selection of Officials and their superiors, to the members of the Advisory Selection Committee, and, if necessary, to the Legal Advisers’ unit. Administrative information identifying the candidate and/or necessary for the practical organisation of the procedure may be forwarded to an assessment centre.

The purpose of the processing operation is to collect data identifying all the applicants for a post with the Secretariat General of the Council and to select one of those applicants.

The data in question are:

| — | personal data which make it possible to identify the applicants (surname, first name, date of birth, sex, nationality); |
| --- | --- |

—

personal data which make it possible to identify the applicants (surname, first name, date of birth, sex, nationality);

| — | information supplied by the applicants to facilitate the practical organisation of the procedure (postal address, email address, telephone number); |
| --- | --- |

—

information supplied by the applicants to facilitate the practical organisation of the procedure (postal address, email address, telephone number);

| — | information supplied by the applicants to make it possible to assess whether they meet the admission conditions laid down in the notice of vacancies (nationality; languages; applicants’ qualifications and the year they were awarded, type of diploma/degree, name of awarding institution, professional experience); |
| --- | --- |

—

information supplied by the applicants to make it possible to assess whether they meet the admission conditions laid down in the notice of vacancies (nationality; languages; applicants’ qualifications and the year they were awarded, type of diploma/degree, name of awarding institution, professional experience);

| — | where applicable, information on the type and duration of applicants’ security clearance; |
| --- | --- |

—

where applicable, information on the type and duration of applicants’ security clearance;

| — | the results of the selection tests taken by the applicants, including the evaluations drawn up by the assessment centre’s consultants on behalf of the selection board. |
| --- | --- |

—

the results of the selection tests taken by the applicants, including the evaluations drawn up by the assessment centre’s consultants on behalf of the selection board.

The processing begins on the date of receipt of the application. Applications are filed and stored in archives for 2 years.

All applicants may exercise their right of access to and right to rectify personal data. Substantiated requests should be emailed to the Office for Selection of Officials at selection.officials@consilium.europa.eu

Applicants may have recourse at any time to the European Data Protection Supervisor (edps@edps.europa.eu).

---

(1)  OJ L 295, 21.11.2018, p. 39.

(2)  OJ L 274, 15.10.2013, p. 1.

---

ANNEX V

Image 1

Image 2

Image 3

Image 4

Image 5

Image 6

Image 7

Image 8

Image 9

Image 10

---