# CA2015372EN.01000101.xml

| 10.11.2015 | EN | Official Journal of the European Union | CA 372/1 |
| --- | --- | --- | --- |

10.11.2015

EN

Official Journal of the European Union

CA 372/1

---

Notice of vacancy CONS/AD/119

(2015/C 372 A/01)

GENERAL INFORMATION

GENERAL INFORMATION

| Department | Directorate-General A, Security Office |
| --- | --- |
| Place of work | Brussels |
| Title of post | Director of Security |
| Function group and grade | AD 14 |
| Security clearance required | TRES SECRET UE/EU TOP SECRET |
| DEADLINE FOR APPLICATIONS | 8 December 2015 |

Department

Directorate-General A, Security Office

Place of work

Brussels

Title of post

Director of Security

Director of Security

Function group and grade

AD 14

Security clearance required

TRES SECRET UE/EU TOP SECRET

DEADLINE FOR APPLICATIONS

DEADLINE FOR APPLICATIONS

8 December 2015

8 December 2015

WHO WE ARE

WHO WE ARE

The General Secretariat of the Council (GSC) assists the Council of the EU and the European Council. The Security Office, which is part of the Directorate-General for Administration, supervises and manages the internal security of the Council and the European Council as well as its external security in close cooperation with the Belgian authorities. Its mission is to ensure that people, assets and information are adequately protected against security risks, and that the GSC meets its duty of care towards staff and visitors.

The Security Office protects EU heads of state and government, the President of the European Council, government ministers and visiting leaders from third states, and supervises the guarding of Council premises. It manages a 24/7 response capability, provides security awareness to staff and delegates and conducts security investigations. It develops legal acts and policies on protecting EU classified information, including on classified IT systems. It monitors and recommends how to address security threats to the business of the European Council and the Council, including espionage. It also develops and coordinates the GSC’s business continuity policy.

WHAT WE ARE LOOKING FOR

WHAT WE ARE LOOKING FOR

We are recruiting a dynamic manager, possessing leadership and decision-making abilities, to lead, inspire and motivate a team of around 160 staff members working in three units in an international, multicultural and multilingual environment, including in high pressure situations.

We are looking for an excellent communicator, well-versed in EU politics and policies, with strong capacity to develop and convey a clear strategic vision on the role of security in today’s EU context.

The ideal candidate will possess a professional background in high-level management positions, preferably in an international environment, in one or more of the following areas: security, diplomacy, protocol, organisation and management of high-level political events. The following will be regarded as assets: experience in security risk management; managing comprehensive security programmes; business continuity planning; developing policy on protecting classified information and accrediting classified IT systems. He/she would have a good understanding of evolving security threats and of what is required to implement a comprehensive security programme and effectively manage security risks.

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

OVERALL PURPOSE OF THE JOB

OVERALL PURPOSE OF THE JOB

| — | Under the authority of the Deputy Director-General/Director-General, manage his/her Directorate and advise in the areas within its remit |
| --- | --- |

—

Under the authority of the Deputy Director-General/Director-General, manage his/her Directorate and advise in the areas within its remit

| — | Provide high-level policy and procedural advice, analyses and recommendations, orally and in writing, to senior managers and the Secretary-General, the presidencies of the European Council and of the Council, on all matters falling within the Directorate’s remit |
| --- | --- |

—

Provide high-level policy and procedural advice, analyses and recommendations, orally and in writing, to senior managers and the Secretary-General, the presidencies of the European Council and of the Council, on all matters falling within the Directorate’s remit

| — | Provide strategic leadership and develop policies, concepts and innovative solutions on all matters within the remit of the security office |
| --- | --- |

—

Provide strategic leadership and develop policies, concepts and innovative solutions on all matters within the remit of the security office

TASKS

TASKS

| — | Under the authority of the Deputy Director-General/Director-General, manage his/her Directorate, organise its activities and support and motivate staff in their work |
| --- | --- |

—

Under the authority of the Deputy Director-General/Director-General, manage his/her Directorate, organise its activities and support and motivate staff in their work

| — | Provide professional advice at the highest level on security and business continuity matters to the Deputy Director-General and Director-General, the Secretary-General and, as necessary, to the Presidency and the Council, and to the President of the European Council |
| --- | --- |

—

Provide professional advice at the highest level on security and business continuity matters to the Deputy Director-General and Director-General, the Secretary-General and, as necessary, to the Presidency and the Council, and to the President of the European Council

| — | 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 |
| --- | --- |

—

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

| — | Represent his/her service at Director level both within the GSC and externally, in particular in its relations with the rotating Presidency, and with the other institutions |
| --- | --- |

—

Represent his/her service at Director level both within the GSC and externally, in particular in its relations with the rotating Presidency, and with the other institutions

| — | Ensure the quality of the services and products delivered by the Directorate |
| --- | --- |

—

Ensure the quality of the services and products delivered by the Directorate

| — | Ensure professional management of the Directorate’s resources |
| --- | --- |

—

Ensure professional management of the Directorate’s resources

| — | Ensure effective communication and cooperation, both within the Directorate and with other GSC services |
| --- | --- |

—

Ensure effective communication and cooperation, both within the Directorate and with other GSC services

| — | Ensure that the rules and procedures to be applied in the relevant fields of the Directorate are respected |
| --- | --- |

—

Ensure that the rules and procedures to be applied in the relevant fields of the Directorate are respected

JOB ENVIRONMENT

JOB ENVIRONMENT

| — | Presence required outside normal working hours, depending on the requirements of the service, in particular for European Councils and other high-level meetings |
| --- | --- |

—

Presence required outside normal working hours, depending on the requirements of the service, in particular for European Councils and other high-level meetings

| — | Occasional missions abroad, usually within the EU |
| --- | --- |

—

Occasional missions abroad, usually within the EU

| — | Workplace: Justus Lipsius and other Council and European Council buildings |
| --- | --- |

—

Workplace: Justus Lipsius and other Council and European Council buildings

SPECIFIC COMPETENCIES

SPECIFIC COMPETENCIES

Professional competencies

Professional competencies

| — | Given that French and English are used extensively for internal communication within the GSC, a good knowledge of French and English and the ability to communicate in both languages is required. Knowledge of other official languages of the EU is an asset (1). |
| --- | --- |

—

Given that French and English are used extensively for internal communication within the GSC, a good knowledge of French and English and the ability to communicate in both languages is required. Knowledge of other official languages of the EU is an asset (1).

1

| — | Very good knowledge of the structure and functioning of the Council and European Council and their relations with the other EU institutions |
| --- | --- |

—

Very good knowledge of the structure and functioning of the Council and European Council and their relations with the other EU institutions

| — | A good understanding of the political and security context in which EU institutions operate |
| --- | --- |

—

A good understanding of the political and security context in which EU institutions operate

| — | Ability to handle information with discretion |
| --- | --- |

—

Ability to handle information with discretion

| — | Excellent written communication skills |
| --- | --- |

—

Excellent written communication skills

Performing tasks and achieving results

Performing tasks and achieving results

| — | Strong capacity for planning and organising work and delivering results (key competency) |
| --- | --- |

—

Strong capacity for planning and organising work and delivering results (key competency)

| — | Ability to innovate and streamline business processes |
| --- | --- |

—

Ability to innovate and streamline business processes

Personal qualities

Personal qualities

| — | A strong sense of responsibility (key competency) |
| --- | --- |

—

A strong sense of responsibility (key competency)

| — | Ability to anticipate and identify potential problems and to solve them |
| --- | --- |

—

Ability to anticipate and identify potential problems and to solve them

| — | Ability to work in different areas of activity during one’s career in the GSC |
| --- | --- |

—

Ability to work in different areas of activity during one’s career in the GSC

Interpersonal skills

Interpersonal skills

| — | Ability to interact effectively and convincingly with internal and external stakeholders and the public |
| --- | --- |

—

Ability to interact effectively and convincingly with internal and external stakeholders and the public

| — | Ability to build trusting working relationships with relevant internal and external stakeholders at senior level |
| --- | --- |

—

Ability to build trusting working relationships with relevant internal and external stakeholders at senior level

Management Competencies

Management Competencies

| — | Management of work and resources, organisational awareness, decision-making, leadership & staff development |
| --- | --- |

—

Management of work and resources, organisational awareness, decision-making, leadership & staff development

WHO CAN APPLY

WHO CAN APPLY

Applicants must fulfil the following conditions for admission at the time of applying:

| (a) | General conditions







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

(a)

General conditions

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







  — | have completed a full university education attested by a diploma (2); |
| --- | --- | --- |

(b)

Specific conditions

Specific conditions

—

have completed a full university education attested by a diploma (2);

2

| — | have at least 15 years’ professional experience out of which at least five years’ professional experience spent being in charge of an administrative entity, and have effectively exercised management and organisational responsibilities. |
| --- | --- |

—

have at least 15 years’ professional experience out of which at least five years’ professional experience spent being in charge of an administrative entity, and have effectively exercised management and organisational responsibilities.

REMARKS

REMARKS

| — | The General Secretariat of the Council is an equal opportunities employer and welcomes applications from male and female candidates from the broadest possible geographical basis amongst the EU Member States. The GSC offers measures to reconcile professional and private life and can provide adjustments at the workplace for persons with disabilities (for more information see Annex I). Given the low representation of women at the higher management levels, it would particularly welcome applications from female candidates for this position. |
| --- | --- |

—

The General Secretariat of the Council is an equal opportunities employer and welcomes applications from male and female candidates from the broadest possible geographical basis amongst the EU Member States. The GSC offers measures to reconcile professional and private life and can provide adjustments at the workplace for persons with disabilities (for more information see Annex I). Given the low representation of women at the higher management levels, it would particularly welcome applications from female candidates for this position.

| — | This post requires security clearance allowing access to classified documents (TRES SECRET EU/EU TOP SECRET level). Those applying for the post will be understood to be prepared to undergo security screening under Council Decision 2013/488/EU (3). 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. |
| --- | --- |

—

This post requires security clearance allowing access to classified documents (TRES SECRET EU/EU TOP SECRET level). Those applying for the post will be understood to be prepared to undergo security screening under Council Decision 2013/488/EU (3). 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.

3

| — | The advisory selection board will be supported by an assessment centre. The reports established by the assessment centre will remain valid for two years. |
| --- | --- |

—

The advisory selection board will be supported by an assessment centre. The reports established by the assessment centre will remain valid for two years.

| — | The advisory selection board will initially examine the qualifications, experience and motivation of the applicants and draw up a list of candidates, to be invited to attend a first interview. Following that interview, the advisory selection board will preselect candidates, to go through an assessment centre run by external recruitment consultants, and a second interview with the advisory selection board.
  The provisional planning of the selection is as follows:






  — | it is expected that candidates selected for the interviews will be informed mid-December, |
| --- | --- | --- |

—

The advisory selection board will initially examine the qualifications, experience and motivation of the applicants and draw up a list of candidates, to be invited to attend a first interview. Following that interview, the advisory selection board will preselect candidates, to go through an assessment centre run by external recruitment consultants, and a second interview with the advisory selection board.

The provisional planning of the selection is as follows:

—

it is expected that candidates selected for the interviews will be informed mid-December,

| — | the first interviews are foreseen for the beginning of January 2016, |
| --- | --- |

—

the first interviews are foreseen for the beginning of January 2016,

| — | the assessment centre is foreseen for mid-January 2016, |
| --- | --- |

—

the assessment centre is foreseen for mid-January 2016,

| — | the second round of interviews is expected to take place at the end of January 2016. |
| --- | --- |

—

the second round of interviews is expected to take place at the end of January 2016.

| — | Post published in accordance with Article 29 § 2 of the Staff Regulations (senior management post). |
| --- | --- |

—

Post published in accordance with Article 29 § 2 of the Staff Regulations (senior management post).

HOW TO APPLY

HOW TO APPLY

The closing date for applications is 8 December 2015.

8 December 2015

Applications should be sent by email to Selection.of.Officials-Applications.Management.Posts@consilium.europa.eu no later than the closing date.

In order to be valid, applications must include:

| (a) | the application form (Annex IV) 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/ |
| --- | --- |

(a)

the application form (Annex IV) 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/

| (b) | a letter of motivation accompanied by a detailed curriculum vitae, 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; and |
| --- | --- |

(b)

a letter of motivation accompanied by a detailed curriculum vitae, 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; and

| (c) | photocopies of diplomas certifying education and photocopies of documents and certificates relating to professional experience. Supporting documents must come from a third party and it is not sufficient simply to send the CV mentioned in (b). |
| --- | --- |

(c)

photocopies of diplomas certifying education and photocopies of documents and certificates relating to professional experience. Supporting documents must come from a third party and it is not sufficient simply to send the CV mentioned in (b).

All supporting documents attached to the application must be in word text, pdf or jpg format, named (in EN or FR) and numbered in sequence (Annex 1, 2, etc.). A list of all annexes must also be attached. Applications that arrive via cloud-based data storage solution or file-share platforms will not be considered.

The candidate selected for the post will be asked to provide the originals of the aforementioned documents.

REEXAMINATION OF APPLICATIONS

REEXAMINATION OF APPLICATIONS

The procedures relating to requests for review, appeals and referral to the European Ombudsman are set out in Annex II to this vacancy notice.

DATA PROTECTION

DATA PROTECTION

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

---

(1)  The languages of the EU are: Bulgarian, Croatian, Czech, Danish, Dutch, English, Estonian, Finnish, French, Irish, German, Greek, Hungarian, Italian, Latvian, Lithuanian, Maltese, Polish, Portuguese, Romanian, Slovak, Slovenian, Spanish, Swedish.

1

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

2

| (i) | 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 |
| --- | --- |

(i)

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

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

(ii)

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

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

3

---

ANNEX I

Equal opportunities in the General Secretariat of the Council

As an employer, the GSC is responsible for ensuring equality of opportunity between men and women and for prohibiting discrimination on any grounds.

The main aims of its equal opportunities policy are to:

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

—

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

| — | achieve a balanced representation of men and women, especially in management posts, |
| --- | --- |

—

achieve a balanced representation of men and women, especially in management posts,

| — | improve the situation of persons with disabilities, in terms of accessibility of its buildings and a work environment that is inclusive and adapted to their needs:

  Adjustments for people with disabilities (‘reasonable accommodation’) may involve the rearrangement of duties or responsibilities, provision of technical aids and other adjustments to the working environment. Such measures will be taken unless they would impose an undue burden on the resources of the institution, |
| --- | --- |

—

improve the situation of persons with disabilities, in terms of accessibility of its buildings and a work environment that is inclusive and adapted to their needs:

Adjustments for people with disabilities (‘reasonable accommodation’) may involve the rearrangement of duties or responsibilities, provision of technical aids and other adjustments to the working environment. Such measures will be taken unless they would impose an undue burden on the resources of the institution,

| — | protect its staff from harassment at work, |
| --- | --- |

—

protect its staff from harassment at work,

| — | take into account the needs of staff to strike a balance between their work and family commitments by offering a good package of family-friendly measures, including flexitime, telework and job-sharing. |
| --- | --- |

—

take into account the needs of staff to strike a balance between their work and family commitments by offering a good package of family-friendly measures, including flexitime, telework and job-sharing.

Work-life balance measures

A flexitime system operates throughout the GSC in accordance with a 40-hour working week, flexileave being possible for non-managerial staff. In many job environments, an individual timetable, falling within the framework hours of 7.00 to 20.00, can be agreed.

Part-time work can be granted, for example to care for a dependent child up to the age of 12, or 14 when the official is a single parent.

Statutory maternity leave is 20 weeks and on return to work up to two hours per day can be granted for breastfeeding. Fathers have the right to paid paternity leave of 10 days. Parental leave of up to six months per child, or up to 12 months for single parents, can be granted with a flat-rate allowance. In the case of serious illness or disability of a child, maternity, paternity and parental leaves are longer. Family leave with a flat-rate allowance is also possible in the case of family members with a serious illness or disability. Special leave is granted in such cases as marriage, birth or adoption of a child, and death or serious illness of a family member. In exceptional circumstances, unpaid leave on personal grounds (CCP) can be accorded.

Depending on tasks and job environment, teleworking may be possible under the standard teleworking scheme (60 % at home and 40 % at the office) or under the occasional teleworking scheme (up to 20 days per year).

The following childcare facilities are available for staff with children, according to priority criteria: GSC crèche for children from 0-4 years, after-school care and holiday-time facilities organised by the European Commission and after-school activities at the European schools.

For further information, send an email to: egalite-des-chances@consilium.europa.eu

---

ANNEX II

REQUEST FOR REVIEW — APPEALS PROCEDURES COMPLAINTS TO THE EUROPEAN OMBUDSMAN

If, at any stage of the selection procedure, you consider that a decision adversely affects you, you may use the following means:

| — | Request for review of the decisions taken by the advisory selection board
  Within 10 days of the date of the letter notifying you of a decision taken by the advisory selection board, you may submit a written request for a review of such a decision, setting out the reasons for your request, to:





  Council of the European Union |
| --- | --- |
| Office for Selection of Officials |
| Rue de la Loi/Wetstraat 175 |
| 1048 Bruxelles/Brussel |
| BELGIQUE/BELGIË |
| Email address: Selection.of.officials@consilium.europa.eu |

—

Request for review of the decisions taken by the advisory selection board

Within 10 days of the date of the letter notifying you of a decision taken by the advisory selection board, you may submit a written request for a review of such a decision, setting out the reasons for your request, to:

Council of the European Union

Office for Selection of Officials

Rue de la Loi/Wetstraat 175

1048 Bruxelles/Brussel

BELGIQUE/BELGIË

Email address: Selection.of.officials@consilium.europa.eu

| — | Appeal procedure






  — | You may lodge a complaint against a decision of the Appointing Authority, under Article 90(2) of the Staff Regulations of Officials of the European Union, within 3 months of the notification of the decision, to:





  Council of the European Union |
| --- | --- | --- |
| Advisers Unit, DGA 1 |
| Rue de la Loi/Wetstraat 175 |
| 1048 Bruxelles/Brussel |
| BELGIQUE/BELGIË |

—

Appeal procedure

—

You may lodge a complaint against a decision of the Appointing Authority, under Article 90(2) of the Staff Regulations of Officials of the European Union, within 3 months of the notification of the decision, to:

Council of the European Union

Advisers Unit, DGA 1

Rue de la Loi/Wetstraat 175

1048 Bruxelles/Brussel

BELGIQUE/BELGIË

| — | You may submit a judicial appeal under Article 91 of the Staff Regulations to:





  European Union Civil Service Tribunal |
| --- | --- |
| Rue du Fort Niedergrünewald |
| 2925 Luxembourg |
| LUXEMBOURG |

—

You may submit a judicial appeal under Article 91 of the Staff Regulations to:

European Union Civil Service Tribunal

Rue du Fort Niedergrünewald

2925 Luxembourg

LUXEMBOURG

| — | Complaints to the European Ombudsman
  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 |

—

Complaints to the European Ombudsman

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

under Article 228(1) of the Treaty on the Functioning of the European Union and in accordance with the conditions laid down in the 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 European Union Civil Service Tribunal under Article 270 of the Treaty on the Functioning of the European Union.

---

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

---

ANNEX III

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 (EC) No 45/2001 of the European Parliament and of the Council of 18 December 2000 on the protection of individuals with regard to the processing of personal data by the institutions and bodies of the European Union and on the free movement of such data (1).

The legal basis for the selection procedure is the Staff Regulations of Officials of the European Union and the Council Decision of 23 September 2013 on the security rules for protecting EU classified information (2013/488/EU). The selection procedure is conducted under the responsibility of the Human Resources Directorate (DG A 1A), 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 members of the Advisory Selection Committee, and, if necessary, to the legal advisers’ unit. Administrative information identifying the candidate and/or 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, e-mail address, telephone number), |
| --- | --- |

—

information supplied by the applicants to facilitate the practical organisation of the procedure (postal address, e-mail 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 vacancy (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 vacancy (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 advisers 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 advisers 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 two 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.of.officials@consilium.europa.eu

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

---

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

---

ANNEX IV

Image

Image

Image

Image

Image

Image

Image

Image

Image

Image

---