# Official Journal C 150A/28 A

| | ISSN 1977-091X |
| --- | --- |
| Official Journal
  of the European Union | C 150A |
| | |
| English edition | Information and Notices | Volume 6428 April 2021 |

ISSN 1977-091X

Official Journal

of the European Union

C 150A

English edition

Information and Notices

Volume 6428 April 2021

---

| Contents | page |
| --- | --- |
| | V   Announcements |
| | ADMINISTRATIVE PROCEDURES |
| | European Economic and Social Committee |
| 2021/C 150 A/01 | Vacancy notice No 25/2021 for the post of director (M/F) in Directorate D — Communication and Interinstitutional Relations (Publication under Article 29(1) and (2) of the Staff Regulations) | 1 |

Contents

page

V   Announcements

ADMINISTRATIVE PROCEDURES

European Economic and Social Committee

2021/C 150 A/01

Vacancy notice No 25/2021 for the post of director (M/F) in Directorate D — Communication and Interinstitutional Relations (Publication under Article 29(1) and (2) of the Staff Regulations)

(Publication under Article 29(1) and (2) of the Staff Regulations)

1

---

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

EN

---

V Announcements

ADMINISTRATIVE PROCEDURES

European Economic and Social Committee

| 28.4.2021 | EN | Official Journal of the European Union | CA 150/1 |
| --- | --- | --- | --- |

28.4.2021

EN

Official Journal of the European Union

CA 150/1

---

VACANCY NOTICE NO 25/2021

for the post of director (M/F) in Directorate D — Communication and Interinstitutional Relations

(Publication under Article 29(1) and (2) of the Staff Regulations)

(2021/C 150 A/01)

Closing date for applications: 28 May 2021 at 12 noon (Brussels time)

1.

Vacant post: AD 14

2.   Duties

Duties

Under the direct authority of the secretary-general, the holder of the post will manage the Directorate for Communication and Interinstitutional Relations (Directorate D) of the European Economic and Social Committee (EESC). Directorate D consists of approximately 60 people, with a budget of around EUR 1,5 million. The director is responsible for the strategic development of the directorate.

The tasks are as follows:

| — | organising, coordinating, managing and supervising the work of the various units and one sector which make up Directorate D: Press; Visits and Publications; Online Information; Interinstitutional Relations; Relations with National Economic and Social Councils and Civil Society; and the sector comprising the Information Centre and Document Management; |
| --- | --- |

—

organising, coordinating, managing and supervising the work of the various units and one sector which make up Directorate D: Press; Visits and Publications; Online Information; Interinstitutional Relations; Relations with National Economic and Social Councils and Civil Society; and the sector comprising the Information Centre and Document Management;

| — | developing and implementing the strategic communication plan; |
| --- | --- |

—

developing and implementing the strategic communication plan;

| — | developing strategic contacts with the Committee presidency and members; providing administrative assistance for and managing the EESC’s Communication Commission; |
| --- | --- |

—

developing strategic contacts with the Committee presidency and members; providing administrative assistance for and managing the EESC’s Communication Commission;

| — | supervising and developing relations with the media and the various civil society organisations and networks; promoting the work of the EESC; |
| --- | --- |

—

supervising and developing relations with the media and the various civil society organisations and networks; promoting the work of the EESC;

| — | developing interinstitutional contacts within the areas covered by the directorate; |
| --- | --- |

—

developing interinstitutional contacts within the areas covered by the directorate;

| — | attending Bureau meetings; |
| --- | --- |

—

attending Bureau meetings;

| — | attending meetings of the EESC secretariat’s Management Board; in this connection, contributing to the preparation and updating of the Development Plan and to the implementation of decisions; |
| --- | --- |

—

attending meetings of the EESC secretariat’s Management Board; in this connection, contributing to the preparation and updating of the Development Plan and to the implementation of decisions;

| — | promoting the Committee’s activities and opinions and developing the corresponding functions; |
| --- | --- |

—

promoting the Committee’s activities and opinions and developing the corresponding functions;

| — | managing the directorate’s human resources; |
| --- | --- |

—

managing the directorate’s human resources;

| — | managing the directorate’s financial resources (performing the duties of authorising officer sub-delegated by the secretary-general). |
| --- | --- |

—

managing the directorate’s financial resources (performing the duties of authorising officer sub-delegated by the secretary-general).

| Who we are:


  The European Economic and Social Committee (EESC) is a consultative body of the European Union which consists of representatives of organisations of employers, employees and other parties representing civil society, particularly in socio-economic, civic, professional and cultural areas. The EESC contributes to strengthening the democratic legitimacy and effectiveness of the European Union by enabling civil society organisations from the Member States to express their views at European level.
  Directorate D is committed to making the EESC’s voice heard where it counts, making its work more visible and raising awareness of the Committee and its added value both in Brussels and in the Member States. The directorate’s aim is to help EESC members and staff get the Committee’s message across and engage in a visible, credible and recognised dialogue with the other institutions and with organised civil society by providing a wide range of communication tools and services. By strengthening cooperation with the EU institutions, the directorate seeks to maximise the EESC’s influence and added value in the European decision-making process, thereby increasing civil society’s participation in the shaping of European policy.
  For further information, please go to the EESC’s website: http://www.eesc.europa.eu


  What we offer:








  — | a friendly, dynamic working environment where effective management, a strong sense of initiative, team spirit and flexibility are highly valued; |
| --- | --- |

Who we are:

Who we are:

The European Economic and Social Committee (EESC) is a consultative body of the European Union which consists of representatives of organisations of employers, employees and other parties representing civil society, particularly in socio-economic, civic, professional and cultural areas. The EESC contributes to strengthening the democratic legitimacy and effectiveness of the European Union by enabling civil society organisations from the Member States to express their views at European level.

Directorate D is committed to making the EESC’s voice heard where it counts, making its work more visible and raising awareness of the Committee and its added value both in Brussels and in the Member States. The directorate’s aim is to help EESC members and staff get the Committee’s message across and engage in a visible, credible and recognised dialogue with the other institutions and with organised civil society by providing a wide range of communication tools and services. By strengthening cooperation with the EU institutions, the directorate seeks to maximise the EESC’s influence and added value in the European decision-making process, thereby increasing civil society’s participation in the shaping of European policy.

For further information, please go to the EESC’s website: http://www.eesc.europa.eu

What we offer:

What we offer:

—

a friendly, dynamic working environment where effective management, a strong sense of initiative, team spirit and flexibility are highly valued;

| — | a modern human resources approach that favours flexible working arrangements in order to ensure a better work-life balance. |
| --- | --- |

—

a modern human resources approach that favours flexible working arrangements in order to ensure a better work-life balance.

3.   Eligibility

Eligibility

The appointing authority has decided to open the procedure for filling the post of director in accordance with Article 29(1) and (2) of the Staff Regulations of the European Union.

On the closing date for applications, candidates must meet the conditions set out below:

(a)   General conditions

General conditions

| — | be a national (1) of one of the EU Member States and enjoy full rights as a citizen; |
| --- | --- |

—

be a national (1) of one of the EU Member States and enjoy full rights as a citizen;

1

| — | have fulfilled any obligations imposed on them by the laws on military service; |
| --- | --- |

—

have fulfilled any obligations imposed on them by the laws on military service;

| — | provide character references appropriate to the performance of the duties concerned (2). Candidates’ attention is drawn to the restrictions imposed by the Staff Regulations of Officials of the EU concerning outside activities, elected office and conflicts of interest (Articles 11, 11(a), 12(b), 13 and 15 of the Staff Regulations); |
| --- | --- |

—

provide character references appropriate to the performance of the duties concerned (2). Candidates’ attention is drawn to the restrictions imposed by the Staff Regulations of Officials of the EU concerning outside activities, elected office and conflicts of interest (Articles 11, 11(a), 12(b), 13 and 15 of the Staff Regulations);

2

| — | fulfil the physical fitness conditions required to perform the duties involved (3); |
| --- | --- |

—

fulfil the physical fitness conditions required to perform the duties involved (3);

3

| — | be below retirement age which, for EU officials, is set at the end of the month in which the age of 66 is reached. |
| --- | --- |

—

be below retirement age which, for EU officials, is set at the end of the month in which the age of 66 is reached.

(b)   Special conditions

Special conditions

| (i) | Qualifications and skills required

  Candidates must have a level of education which corresponds to completed university studies attested by a diploma (4) officially recognised in one of the EU Member States in a field relevant to the duties described under point 2:






  — | of at least four years, when the normal period of university education is four years or more,
  or |
| --- | --- | --- |

(i)

Qualifications and skills required

Qualifications and skills required

Candidates must have a level of education which corresponds to completed university studies attested by a diploma (4) officially recognised in one of the EU Member States in a field relevant to the duties described under point 2:

4

—

of at least four years, when the normal period of university education is four years or more,

or

| — | of at least three years, followed by one year’s professional experience in a field relevant to the job description, when the normal period of university education is three years or more. This year of experience will not be taken into account when evaluating the professional experience stipulated under point 3(b)(ii). |
| --- | --- |

—

of at least three years, followed by one year’s professional experience in a field relevant to the job description, when the normal period of university education is three years or more. This year of experience will not be taken into account when evaluating the professional experience stipulated under point 3(b)(ii).

| (ii) | Professional experience required

  After gaining the qualifications set out under point 3(b)(i), candidates must have acquired at least 15 years’ professional experience relevant to the job description, including at least five years in a management position. |
| --- | --- |

(ii)

Professional experience required

Professional experience required

After gaining the qualifications set out under point 3(b)(i), candidates must have acquired at least 15 years’ professional experience relevant to the job description, including at least five years in a management position.

| (iii) | Knowledge of languages

  Candidates must have a thorough knowledge of one of the official languages of the EU and a satisfactory knowledge of another official language of the EU. For operational reasons, a good (minimum B2 level of the Common European Framework of Reference for Languages) knowledge of English and French, both oral and written, is required.
  Candidates are informed that the language requirements in this vacancy notice have been defined in the interests of the service, which require the new director to be immediately operational and capable of communicating effectively in their daily work. It has long been the practice to use mainly English and French for internal communication in the EESC and these are also the languages most often needed when communicating with external stakeholders. |
| --- | --- |

(iii)

Knowledge of languages

Knowledge of languages

Candidates must have a thorough knowledge of one of the official languages of the EU and a satisfactory knowledge of another official language of the EU. For operational reasons, a good (minimum B2 level of the Common European Framework of Reference for Languages) knowledge of English and French, both oral and written, is required.

Candidates are informed that the language requirements in this vacancy notice have been defined in the interests of the service, which require the new director to be immediately operational and capable of communicating effectively in their daily work. It has long been the practice to use mainly English and French for internal communication in the EESC and these are also the languages most often needed when communicating with external stakeholders.

Case of EU officials:

Case of EU officials:

According to Article 29(1)a) point i) of the Staff Regulations, EESC officials of at least grade AD 14 can show their interest in this position. Should their application be successful, the official will be appointed at their current grade.

According to Article 29(1)a) point iii) of the Staff Regulations, EESC officials of grade AD 13 with at least two years’ seniority in that grade will be promoted to AD 14 should their application be successful.

According to Article 29(1)b) of the Staff Regulations, in the context of interinstitutional mobility, officials in grade AD 14 can apply for this position. Should their application be successful, the transfer of the official will be requested and the official will be appointed at their current grade.

According to Article 29(2) of the Staff Regulations, officials in lower grades may apply if they fulfil the conditions set out under points 3 a) and b).

4.   Selection criteria

Selection criteria

If the eligibility criteria set out in point 3 (Eligibility) (a) and (b) are met, candidates’ applications, including CV and cover letter, will be assessed on the basis of the selection criteria below:

| — | at least five years’ proven experience in an operational management position, in either the private sector or public administration, involving communicating the organisation’s strategy and output towards all relevant stakeholders; |
| --- | --- |

—

at least five years’ proven experience in an operational management position, in either the private sector or public administration, involving communicating the organisation’s strategy and output towards all relevant stakeholders;

| — | proven experience of implementing branding strategies and maximising outreach by means of combining various communication instruments, both online and offline, geared to relevant media; |
| --- | --- |

—

proven experience of implementing branding strategies and maximising outreach by means of combining various communication instruments, both online and offline, geared to relevant media;

| — | ability to successfully support and implement the communication strategy as developed by the EESC Bureau; |
| --- | --- |

—

ability to successfully support and implement the communication strategy as developed by the EESC Bureau;

| — | ability to develop and implement change strategies and to lead a team through change; |
| --- | --- |

—

ability to develop and implement change strategies and to lead a team through change;

| — | ability to develop innovative strategies and set future objectives for the directorate and to outline and report on the results to be achieved; |
| --- | --- |

—

ability to develop innovative strategies and set future objectives for the directorate and to outline and report on the results to be achieved;

| — | thorough knowledge of the various spheres of activity and operations of the institutions of the European Union and the EESC in particular, or the ability to quickly acquire it; |
| --- | --- |

—

thorough knowledge of the various spheres of activity and operations of the institutions of the European Union and the EESC in particular, or the ability to quickly acquire it;

| — | good grasp of the current major interinstitutional issues at EU level; |
| --- | --- |

—

good grasp of the current major interinstitutional issues at EU level;

| — | strong track record of managing large teams and budgets; |
| --- | --- |

—

strong track record of managing large teams and budgets;

| — | good understanding of the changing media world; |
| --- | --- |

—

good understanding of the changing media world;

| — | strong skills in the areas of analysis, networking and managing high-level negotiations and the ability to achieve synergies with other European institutions and to represent the EESC’s interests at interinstitutional level; |
| --- | --- |

—

strong skills in the areas of analysis, networking and managing high-level negotiations and the ability to achieve synergies with other European institutions and to represent the EESC’s interests at interinstitutional level;

| — | excellent communication skills (both written and oral), meaning that the candidate is able to communicate easily and efficiently with Committee members, staff and stakeholders, both internal and external; |
| --- | --- |

—

excellent communication skills (both written and oral), meaning that the candidate is able to communicate easily and efficiently with Committee members, staff and stakeholders, both internal and external;

| — | ability to deal with sensitive issues, good diplomatic skills and resilience; |
| --- | --- |

—

ability to deal with sensitive issues, good diplomatic skills and resilience;

| — | exemplary integrity, discretion and respect for ethics. |
| --- | --- |

—

exemplary integrity, discretion and respect for ethics.

5.   Selection procedure

Selection procedure

5.1.   Admission to the selection procedure

Admission to the selection procedure

A list will be drawn up of candidates who have submitted a complete application by the closing date and who meet the general conditions set out in point 3(a). This list will be forwarded to the chair of the selection board together with the applications.

The selection board will examine the applications and draw up a list of candidates who meet the special conditions set out in point 3(b). It will base its decision solely on the information given on the application form and substantiated by the supporting documents.

Candidates whose applications do not meet the conditions listed in points 3(a) and (b) will not be deemed eligible. They will be informed accordingly.

5.2.   Assessment of qualifications

Assessment of qualifications

On the basis of criteria laid down in advance, the selection board will assess eligible candidates’ qualifications with a view to drawing up a list of the candidates whose profiles most closely match the description of duties set out in point 2. To do this, the selection board will first assign each selection criterion a weighting that reflects its relative importance. The points will be added up to identify those candidates whose profiles best match the duties to be performed.

The selection board will base its decision on the information given by the candidate in the application form (qualifications and professional experience), Curriculum Vitae (CV) and cover letter.

Eligibility (general and special conditions) must be met by the deadline for submitting applications. To facilitate the examination of the applications, candidates should highlight in the cover letter their motivation and the aspects of their CV which they find most relevant for the duties involved.

The selection board may limit the number of shortlisted candidates going through to the next stage to those who obtain the highest number of total points in the assessment of their qualifications.

Candidates who are not shortlisted will be informed.

5.3.   Interview

Interview

Candidates who have successfully completed the previous stage will be invited for an interview in order to be assessed and compared on the basis of their qualifications, professional experience, abilities and knowledge, as set out above. The selection board may decide to invite candidates to undergo a written test, in addition to the interview.

The interview (and test, if any) will be conducted in English and French.

Interviews are expected to be held in June/July 2021. Interviews will take place using videoconferencing software or, should the health conditions allow, at the EESC’s Brussels offices (5).

June/July 2021

5

A maximum of four candidates who, after the interview stage (and written test, if any), are deemed to best meet the requirements of the post will be invited to attend an assessment centre. They will be informed of the programme and methodology in good time and will be able to indicate their preferred language (English or French). The purpose of this assessment is to evaluate their management skills (managing tasks, people and information, and personal and interpersonal management). The result of the assessment will be non-binding and is intended to provide the selection board with additional input for the selection procedure.

5.4.   List of suitable candidates

List of suitable candidates

To complete the procedure, the selection board will draw up a list of suitable candidates and forward it to the EESC Bureau acting as appointing authority for final decision. The Bureau may decide to interview the shortlisted candidates.

6.   Summary of recruitment conditions

Summary of recruitment conditions

The chosen candidate will be recruited at grade AD 14 and the final grading will be determined by the EESC on the basis of professional experience in line with the relevant applicable rules. The official will be subject to a probationary period of nine months. For the sake of independence, the chosen candidate must have been released from all previously held posts by the date on which they start work in the post.

For further information on working conditions, please refer to the Staff Regulations of the European Union:

http://eur-lex.europa.eu/LexUriServ/LexUriServ.do?uri=CONSLEG:1962R0031:20140101:EN:PDF

The place of employment is Brussels.

7.   Applications

Applications

Applicants for this post must complete the online application form (http://cdweb.eesc.europa.eu/cn/ae77k/dirD-EESC), with the following documents attached in English or French:

| — | cover letter; |
| --- | --- |

—

cover letter;

| — | Curriculum Vitae based on the Europass model (6); |
| --- | --- |

—

Curriculum Vitae based on the Europass model (6);

6

| — | copy (7) of identity card or passport; |
| --- | --- |

—

copy (7) of identity card or passport;

7

| — | copies of university or post-graduate degree certificates; |
| --- | --- |

—

copies of university or post-graduate degree certificates;

| — | copies of attestations of employment, clearly indicating the nature and duration of the relevant activity; |
| --- | --- |

—

copies of attestations of employment, clearly indicating the nature and duration of the relevant activity;

| — | unless clearly indicated on university degree certificates, proof of knowledge of languages in the form of certificates or, failing that, a detailed explanation of how the knowledge was acquired; |
| --- | --- |

—

unless clearly indicated on university degree certificates, proof of knowledge of languages in the form of certificates or, failing that, a detailed explanation of how the knowledge was acquired;

| — | for EU officials, an official document attesting career progression and current grade. |
| --- | --- |

—

for EU officials, an official document attesting career progression and current grade.

Incomplete applications will not be deemed valid and will not be considered.

The successful candidate will at a later date be required to produce originals of all the requisite documents.

Copies of supporting documents in languages other than English or French must be accompanied by a summary in one of those two languages.

The closing date for the submission of applications is 28 May 2021 at 12 noon (Brussels time). The EESC will disregard any application received after this date and time. Applicants are strongly advised not to wait until the last day to submit their applications, since heavy internet traffic or a faulty internet connection could lead to difficulties in sending the application. The EESC cannot be held responsible for any delay due to such difficulties.

28 May 2021 at 12 noon

Candidates with a disability or specific needs which might cause difficulties during the procedure may state that fact on the application form and provide any relevant information to enable the administration to take appropriate measures, where possible. If applicable, candidates are asked to enclose with their application form a separate sheet giving details of any arrangements which they consider necessary to assist them.

8.   Observations

Observations

The appointing authority will first consider whether it is possible to fill the vacant post by internal transfer, promotion or interinstitutional transfer.

The post will be filled as and when budget resources permit.

If, at any point in the procedure, it is established that the information provided in the candidate’s application cannot be backed up by supporting documents or that the candidate does not meet all of the conditions set out in this vacancy notice, the application will be declared null and void.

Applicants must not under any circumstances try to contact the members of the selection board, directly or indirectly. The appointing authority reserves the right to exclude candidates who do so.

The EESC supports diversity and strongly favours balanced representation of genders, of all Member State nationalities and of all the official languages of the European Union. It has an equal opportunity policy that precludes any discrimination based on gender, disability, race, political or religious views or sexual orientation. In line with these principles and the provisions of the Staff Regulations, applications from the least represented gender and nationalities are particularly encouraged.

The EESC is committed to protecting the environment.

In accordance with Regulation (EU) 2018/1725 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 (8), the recipient will process personal data only for the purposes for which they were transmitted.

8

9.   Requests for review — complaints

Requests for review — complaints

Regardless of their right to lodge a complaint under Article 90(2) or to submit an appeal to the General Court of the European Union under Article 91 of the Staff Regulations, candidates can request an internal review of any decision of the selection board that directly and immediately affects their status in the selection on grounds of non-compliance with the rules governing the selection procedure as laid down by the vacancy notice. The request must be made by email (selection2020-dirD@eesc.europa.eu) within 10 calendar days of the date on which the candidate is notified of the decision by email. It must indicate the decision and the grounds on which the request is based.

The selection board will take a decision and a reasoned reply will be sent to the candidate in due course.

For the Bureau,

The President

Christa SCHWENG

---

(1)  As stated in Article 28(a) of the Staff Regulations.

1

(2)  Prior to the appointment, the successful candidate will be asked to provide a police certificate confirming that they do not have a criminal record..

2

(3)  Prior to the appointment, the successful candidate will be examined at one of the EU medical centres in order to confirm that they meet the requirements of Article 28(e) of the Staff Regulations.

3

(4)  Only diplomas and certificates that have been awarded in EU Member States or that are the subject of equivalence certificates issued by authorities in the said Member States will be taken into consideration.

4

(5)  Interviews may be held via videoconference/Skype with candidates who are not in Brussels at the time of the interviews. The EESC will otherwise reimburse travel expenses and grant a daily allowance.

5

(6)  http://europass.cedefop.europa.eu/en/documents/curriculum-vitae/templates-instructions

6

(7)  Copies can be provided in the original language. The online application form is to be completed in English or French.

7

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

8

---