# Official Journal C 321A/2011

| | ISSN 1977-091X
  doi:10.3000/1977091X.CA2011.321.eng |
| --- | --- |
| Official Journal
  of the European Union | C 321A |
| | |
| English edition | Information and Notices | Volume 544 November 2011 |

ISSN 1977-091X

doi:10.3000/1977091X.CA2011.321.eng

Official Journal

of the European Union

C 321A

English edition

Information and Notices

Volume 544 November 2011

---

| Notice No | Contents | page |
| --- | --- | --- |
| | V   Announcements |
| | ADMINISTRATIVE PROCEDURES |
| | Court of Auditors |
| 2011/C 321A/01 | Vacancy notice No ECA/2011/67 — Director (Function group AD, grade 15) — Secretariat-General — Directorate of Human Resources | 1 |

Notice No

Contents

page

V   Announcements

ADMINISTRATIVE PROCEDURES

Court of Auditors

2011/C 321A/01

Vacancy notice No ECA/2011/67 — Director (Function group AD, grade 15) — Secretariat-General — Directorate of Human Resources

1

REVIEW OF COMPETITION C A OJs

Please find below the list of C A published during the present year.

Unless otherwise indicated, OJs are published in all language versions.

| 19 | (PL) |
| --- | --- |
| 24 | |
| 35 | (DE/EN/FR) |
| 37 | (PL/RO) |
| 60 | |
| 68 | |
| 76 | (DE/EN/FR) |
| 82 | |
| 91 | |
| 98 | |
| 114 | (DA) |
| 121 | (DA) |
| 122 | |
| 135 | |
| 140 | (BG/ET/HU/MT/PL/SL/SV) |
| 142 | |
| 146 | |
| 147 | (EN/IT/MT/SV) |
| 155 | (EN/ES/ET/FR/NL/PL/PT/SK/SL/SV) |
| 156 | |
| 157 | |
| 162 | |
| 169 | (EN) |
| 177 | (DE/EN/FR) |
| 180 | (BG/RO) |
| 181 | (DA) |
| 183 | (SL) |
| 185 | |
| 193 | (BG/RO) |
| 198 | (CS/HU/LT/MT/PL/SK) |
| 206 | (CS/ES/LV/MT/SV) |
| 208 | (DE/EN/FR) |
| 221 | |
| 222 | (BG/RO) |
| 223 | |
| 229 | |
| 257 | |
| 258 | |
| 270 | |
| 271 | |
| 278 | (EN) |
| 279 | (FR) |
| 281 | (DA) |
| 284 | (DE) |
| 285 | (LT) |
| 286 | (NL) |
| 292 | (RO) |
| 294 | (DE/EN/FR) |
| 303 | (DE/EN/FR) |
| 304 | (DA/EN) |
| 307 | |
| 309 | (DE/EN/FR) |
| 312 | (DE/EN/FR) |
| 315 | |
| 321 | (EN/FR) |

19

(PL)

24

35

(DE/EN/FR)

37

(PL/RO)

60

68

76

(DE/EN/FR)

82

91

98

114

(DA)

121

(DA)

122

135

140

(BG/ET/HU/MT/PL/SL/SV)

142

146

147

(EN/IT/MT/SV)

155

(EN/ES/ET/FR/NL/PL/PT/SK/SL/SV)

156

157

162

169

(EN)

177

(DE/EN/FR)

180

(BG/RO)

181

(DA)

183

(SL)

185

193

(BG/RO)

198

(CS/HU/LT/MT/PL/SK)

206

(CS/ES/LV/MT/SV)

208

(DE/EN/FR)

221

222

(BG/RO)

223

229

257

258

270

271

278

(EN)

279

(FR)

281

(DA)

284

(DE)

285

(LT)

286

(NL)

292

(RO)

294

(DE/EN/FR)

303

(DE/EN/FR)

304

(DA/EN)

307

309

(DE/EN/FR)

312

(DE/EN/FR)

315

321

(EN/FR)

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

EN

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V Announcements

ADMINISTRATIVE PROCEDURES

Court of Auditors

| 4.11.2011 | EN | Official Journal of the European Union | CA 321/1 |
| --- | --- | --- | --- |

4.11.2011

EN

Official Journal of the European Union

CA 321/1

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VACANCY NOTICE No ECA/2011/67

Director

(Function group AD, grade 15)

Secretariat-General — Directorate of Human Resources

(2011/C 321 A/01)

WE ARE

The European Court of Auditors is the European Union (EU) institution established by the Treaty to carry out the audit of EU finances. As the EU's external auditor, it contributes to improving the EU financial management and acts as the independent guardian of the financial interests of the citizens of the Union.

The Court renders audit services through which it assesses the collection and spending of EU funds. It examines whether financial operations have been properly recorded and disclosed, legally and regularly executed and managed so as to ensure economy, efficiency and effectiveness. The Court communicates the results of its audits in clear, relevant and objective reports. It also provides its opinion on financial management issues.

The Court promotes accountability and transparency and assists the European Parliament and the Council in overseeing the implementation of the EU budget, particularly during the discharge procedure. The Court is committed to being an efficient organisation at the forefront of developments in public audit and administration.

The Court is an equal opportunities employer with a policy of non-discrimination and welcomes applications from all qualified applicants, both men and women.

The Court of Auditors has its headquarters in Luxembourg.

WE OFFER

The Court of Auditors has decided to open a selection procedure in order to fill the post of Director (grade AD 15) in the Secretariat-General, Directorate of Human Resources, under Article 29(2) of the Staff Regulations of Officials of the European Union (the Staff Regulations). This selection procedure, the purpose of which is to expand the choices available to the appointing authority, will be run concurrently with the internal and interinstitutional appointment procedure.

The appointment will be made at grade AD 15. The basic monthly salary is EUR 14 953,61. In addition to the basic salary, which is subject to Community tax and exempt from national taxes, certain allowances may be payable as laid down in the Staff Regulations.

The Director of Human Resources is a senior official. His/her duties are:

| — | to prepare, propose and implement a human resources and professional training policy within the framework of the strategic guidelines and decisions that are adopted by the Court and the Secretary-General, |
| --- | --- |

—

to prepare, propose and implement a human resources and professional training policy within the framework of the strategic guidelines and decisions that are adopted by the Court and the Secretary-General,

| — | to ensure that the Directorate functions smoothly in liaison with all the other departments of the Court, to supervise, direct, motivate and coordinate the three units in the Directorate, and to optimise the use of resources by ensuring the delivery of a quality service, |
| --- | --- |

—

to ensure that the Directorate functions smoothly in liaison with all the other departments of the Court, to supervise, direct, motivate and coordinate the three units in the Directorate, and to optimise the use of resources by ensuring the delivery of a quality service,

| — | to establish and implement the Directorate's annual work programme and report on the way it is executed, |
| --- | --- |

—

to establish and implement the Directorate's annual work programme and report on the way it is executed,

| — | to maintain close contacts with the institution's staff representatives, to represent the Court of Auditors on interinstitutional bodies and to maintain close contacts with the European Personnel Selection Office (EPSO) and the European School of Administration. |
| --- | --- |

—

to maintain close contacts with the institution's staff representatives, to represent the Court of Auditors on interinstitutional bodies and to maintain close contacts with the European Personnel Selection Office (EPSO) and the European School of Administration.

WE ARE LOOKING FOR

This selection procedure is open to all candidates who, on the final date for the submission of applications, can satisfy the following conditions:

| — | in accordance with Article 5 of the Staff Regulations:






  — | university-level education attested by a recognised diploma where the normal length of study is 4 years or longer, or |
| --- | --- | --- |

—

in accordance with Article 5 of the Staff Regulations:

—

university-level education attested by a recognised diploma where the normal length of study is 4 years or longer, or

| — | university-level education attested by a recognised diploma and relevant professional experience of at least 1 year where the normal length of study is at least 3 years, or |
| --- | --- |

—

university-level education attested by a recognised diploma and relevant professional experience of at least 1 year where the normal length of study is at least 3 years, or

| — | where justified in the interests of the service, professional training of an equivalent level, |
| --- | --- |

—

where justified in the interests of the service, professional training of an equivalent level,

| — | specialised study in the field of human resources management would be an advantage, |
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—

specialised study in the field of human resources management would be an advantage,

| — | at least 15 years' conclusive professional experience since the diploma referred to above was obtained, including at least 6 years in management positions with conclusive and successful experience in human resources management and/or professional training, |
| --- | --- |

—

at least 15 years' conclusive professional experience since the diploma referred to above was obtained, including at least 6 years in management positions with conclusive and successful experience in human resources management and/or professional training,

| — | proven ability to propose and implement a human resources policy, including defining the objectives and results to be obtained and reporting on them, |
| --- | --- |

—

proven ability to propose and implement a human resources policy, including defining the objectives and results to be obtained and reporting on them,

| — | proven capacity to devise and implement a professional training strategy, |
| --- | --- |

—

proven capacity to devise and implement a professional training strategy,

| — | excellent mastery of the necessary administrative skills in the relevant field of activity: management of human and budget resources (planning, organisation, supervision and coordination), IT tools and systems, the legal framework, |
| --- | --- |

—

excellent mastery of the necessary administrative skills in the relevant field of activity: management of human and budget resources (planning, organisation, supervision and coordination), IT tools and systems, the legal framework,

| — | excellent mastery of management methods: leading and motivating teams, identifying and exploiting staff potential, conflict management, |
| --- | --- |

—

excellent mastery of management methods: leading and motivating teams, identifying and exploiting staff potential, conflict management,

| — | the necessary motivation to contribute to the senior administrative management of an EU institution which seeks constantly to improve its services, the capacity to innovate and persuade in order to bring about change, |
| --- | --- |

—

the necessary motivation to contribute to the senior administrative management of an EU institution which seeks constantly to improve its services, the capacity to innovate and persuade in order to bring about change,

| — | versatility and the capacity to analyse and summarise, |
| --- | --- |

—

versatility and the capacity to analyse and summarise,

| — | excellent interpersonal and oral and written communication skills, |
| --- | --- |

—

excellent interpersonal and oral and written communication skills,

| — | proven ability to work with stakeholders. Accessibility and open-mindedness, with a sense for the general interest and negotiating skills, |
| --- | --- |

—

proven ability to work with stakeholders. Accessibility and open-mindedness, with a sense for the general interest and negotiating skills,

| — | thorough knowledge of one official EU language and satisfactory knowledge of at least one other official EU language; knowledge of other languages would be an advantage. On account of the nature of the duties to be performed, a sound knowledge of English and French is required. |
| --- | --- |

—

thorough knowledge of one official EU language and satisfactory knowledge of at least one other official EU language; knowledge of other languages would be an advantage. On account of the nature of the duties to be performed, a sound knowledge of English and French is required.

RECRUITMENT POLICY

CONDITIONS FOR RECRUITMENT

In accordance with Article 28 of the Staff Regulations, candidates must:

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

—

be a national of one of the Member States of the European Union,

| — | enjoy their full rights as a citizen, |
| --- | --- |

—

enjoy their full rights as a citizen,

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

—

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

| — | produce the necessary character references as to their suitability for the performance of their duties. |
| --- | --- |

—

produce the necessary character references as to their suitability for the performance of their duties.

SELECTION PROCEDURE

| (a) | To help the Court reach a decision, a preselection board (the board) will assess the applications on the basis of the following criteria:






  (i) | the candidates' qualifications, professional experience, motivation, versatility and analytical ability; |
| --- | --- | --- |

(a)

To help the Court reach a decision, a preselection board (the board) will assess the applications on the basis of the following criteria:

(i)

the candidates' qualifications, professional experience, motivation, versatility and analytical ability;

| (ii) | their capacity to manage and direct a team; |
| --- | --- |

(ii)

their capacity to manage and direct a team;

| (iii) | their specific skills, as required for the post in question. |
| --- | --- |

(iii)

their specific skills, as required for the post in question.

| (b) | The board will make its assessment in two stages:






  (i) | each candidate will be assessed on the basis of:






  — | his/her personal file, curriculum vitae and letter giving his/her reasons for applying, |
| --- | --- | --- | --- |

(b)

The board will make its assessment in two stages:

(i)

each candidate will be assessed on the basis of:

—

his/her personal file, curriculum vitae and letter giving his/her reasons for applying,

| — | a case study which he/she will be invited to prepare; |
| --- | --- |

—

a case study which he/she will be invited to prepare;

| (ii) | the successful candidates will be:






  — | invited for interview, |
| --- | --- | --- |

(ii)

the successful candidates will be:

—

invited for interview,

| — | asked to present their case studies. |
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—

asked to present their case studies.

If the board deems it necessary, it may also call on the services of an ‘assessment centre’ to evaluate the candidates' capacity to perform management tasks.

SUBMISSION OF APPLICATIONS

Applications, written in English or French, must be submitted electronically to the following address: vacancies@eca.europa.eu. They must give the reference number of the vacancy notice and include a letter giving the candidate's reasons for applying and an up-to-date curriculum vitae using the ‘Europass CV’ template (please consult the website http://europass.cedefop.europa.eu).

The final date for submitting applications is 9 December 2011 at midnight.

If invited for interview, candidates will have until the interview date to produce documentary evidence of their studies, professional experience and current responsibilities. As no such documents will be returned, only copies or photocopies should be submitted.

Luxembourg, 21 October 2011.

For the Court of Auditors

Vítor CALDEIRA

President

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