# Official Journal C 119A/5 Ap

| | ISSN 1977-091X |
| --- | --- |
| Official Journal
  of the European Union | C 119A |
| | |
| English edition | Information and Notices | Volume 615 April 2018 |

ISSN 1977-091X

Official Journal

of the European Union

C 119A

English edition

Information and Notices

Volume 615 April 2018

---

| Notice No | Contents | page |
| --- | --- | --- |
| | V   Announcements |
| | ADMINISTRATIVE PROCEDURES |
| | Council |
| 2018/C 119 A/01 | Notice of vacancy CONS/AD/136/18 | 1 |
| 2018/C 119 A/02 | Notice of vacancy CONS/AD/137/18 | 20 |
| 2018/C 119 A/03 | Notice of vacancy CONS/AD/138/18 | 39 |
| 2018/C 119 A/04 | Notice of vacancy CONS/AD/139/18 | 57 |
| 2018/C 119 A/05 | Notice of vacancy CONS/AD/140/18 | 76 |

Notice No

Contents

page

V   Announcements

ADMINISTRATIVE PROCEDURES

Council

2018/C 119 A/01

Notice of vacancy CONS/AD/136/18

1

2018/C 119 A/02

Notice of vacancy CONS/AD/137/18

20

2018/C 119 A/03

Notice of vacancy CONS/AD/138/18

39

2018/C 119 A/04

Notice of vacancy CONS/AD/139/18

57

2018/C 119 A/05

Notice of vacancy CONS/AD/140/18

76

---

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

EN

---

V Announcements

ADMINISTRATIVE PROCEDURES

Council

| 5.4.2018 | EN | Official Journal of the European Union | CA 119/1 |
| --- | --- | --- | --- |

5.4.2018

EN

Official Journal of the European Union

CA 119/1

---

NOTICE OF VACANCY CONS/AD/136/18

(2018/C 119 A/01)

| GENERAL INFORMATION |
| --- |
| Department | Directorate-General C — Foreign Affairs, Enlargement and Civil Protection
  Directorate 2 — Enlargement, Security, Civil Protection, Foreign Affairs Council Support |
| Place of work | Brussels |
| Title of post | Director |
| Function group and grade | AD 14 |
| Security clearance required | EU SECRET |
| DEADLINE FOR APPLICATIONS | 25 April 2018 |

GENERAL INFORMATION

Department

Directorate-General C — Foreign Affairs, Enlargement and Civil Protection

Directorate 2 — Enlargement, Security, Civil Protection, Foreign Affairs Council Support

Place of work

Brussels

Title of post

Director

Function group and grade

AD 14

Security clearance required

EU SECRET

DEADLINE FOR APPLICATIONS

25 April 2018

WHO 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 legal and policy advice, coordination with other institutions, elaboration of compromises, drafting as well as all the practicalities that are necessary for the good preparation and running of the European Council and the Council.

Its Department for Foreign Affairs, Enlargement and Civil Protection (DGC) provides support to Council activities, notably to rotating and permanent presidencies of the Council formations concerned, for the whole area of EU external relations.

DGC consists of two Directorates: Directorate 1 in charge of Trade, Development, Horizontal Issues and Foreign Affairs Council Support and Directorate 2 in charge of Enlargement, Security, Civil Protection and Foreign Affairs Council Support.

Directorate 2, for which we are recruiting a Director, supports the work of the Council and its subordinate bodies, as well as of the European Council and its President in the fields of European neighbourhood policy, enlargement and relations with the countries concerned, European Free Trade Association (EFTA) and the European Economic Area (EEA), the EU’s Common Security and Defence Policy, crisis management and the integrated political crisis response (IPCR) platform.

Candidates should be aware that future reorganisation of the Secretariat could lead to changes in the remit of the posts to which they apply.

WHAT WE ARE LOOKING FOR

We are looking for a manager who will lead and motivate a team of close to fifty staff members in a politically and institutionally complex environment. Under the authority of the Director-General, the Director is responsible for three Units, advises the hierarchy and, as necessary, the President of the European Council and his team, on substance and procedure. He/she plans the optimal use and further development of the Directorate’s staff and represents the GSC towards the presidency, the European External Action Service (EEAS), the Commission, the European Parliament and other external actors.

Candidates for the post are required to have extensive knowledge of EU policies, with a strong focus on external relations. The successful candidate will be expected to provide regular high quality policy briefing and advice, including at short notice and at high political level, be able to adjust flexibly to evolving policy objectives and crisis situations and work irregular hours.

The job requires solid organisational and planning skills, an excellent sense of political and institutional issues and excellent interpersonal skills.

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

As a GSC manager you are expected to advise your hierarchy and stakeholders, manage staff and represent the GSC. For more details on the GSC Horizontal Managers’ profile, see Annex I.

OVERALL PURPOSE OF THE JOB

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

—

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

| — | Provide high level policy and procedural advice, orally and in writing, to the European Council, the Council, the Coreper and their presidencies and to the Secretary-General on all aspects of dossiers falling within the Directorate’s remit |
| --- | --- |

—

Provide high level policy and procedural advice, orally and in writing, to the European Council, the Council, the Coreper and their presidencies and to the Secretary-General on all aspects of dossiers falling within the Directorate’s remit

| — | Assist the presidency in negotiations and ensure effective communication and cooperation with institutions, agencies and other bodies in this area |
| --- | --- |

—

Assist the presidency in negotiations and ensure effective communication and cooperation with institutions, agencies and other bodies in this area

TASKS

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

—

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

| — | 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

| — | Participate and/or assist in negotiations and briefings in order to achieve compromises and solutions |
| --- | --- |

—

Participate and/or assist in negotiations and briefings in order to achieve compromises and solutions

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

—

Ensure professional management of the Directorate’s resources

| — | Advise the European Council, the Council, the Coreper and their presidencies and the Secretary-General on all aspects of dossiers in order to contribute to finding solutions |
| --- | --- |

—

Advise the European Council, the Council, the Coreper and their presidencies and the Secretary-General on all aspects of dossiers in order to contribute to finding solutions

| — | Analyse dossiers in preparation for decisions by the Secretary-General |
| --- | --- |

—

Analyse dossiers in preparation for decisions by the Secretary-General

| — | Maintain contacts with external interlocutors and represent the GSC in external fora |
| --- | --- |

—

Maintain contacts with external interlocutors and represent the GSC in external fora

| — | 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

| — | Contribute to ensuring compliance with the rules and procedures applicable to the field concerned |
| --- | --- |

—

Contribute to ensuring compliance with the rules and procedures applicable to the field concerned

| — | Coordinate the submission to the Council of proposals for which the GSC is responsible |
| --- | --- |

—

Coordinate the submission to the Council of proposals for which the GSC is responsible

JOB ENVIRONMENT

| — | Presence required outside normal working hours to meet the needs of the service and for European Council meetings and Council sessions covering issues within the Directorate’s remit |
| --- | --- |

—

Presence required outside normal working hours to meet the needs of the service and for European Council meetings and Council sessions covering issues within the Directorate’s remit

| — | Missions abroad, including outside the EU (approximately 8 per year on average) |
| --- | --- |

—

Missions abroad, including outside the EU (approximately 8 per year on average)

| — | Regular missions to Luxembourg in April, June and October |
| --- | --- |

—

Regular missions to Luxembourg in April, June and October

SPECIFIC COMPETENCIES

Professional competencies

| — | Given that French and English 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 language is required. Knowledge of other official languages of the EU would be an asset. |
| --- | --- |

—

Given that French and English 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 language is required. Knowledge of other official languages of the EU would be an asset.

| — | A professional experience in the area of external affairs, including relations with the Council presidencies would be considered as an advantage for the post |
| --- | --- |

—

A professional experience in the area of external affairs, including relations with the Council presidencies would be considered as an advantage for the post

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

—

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

| — | A very good sense of the political environment |
| --- | --- |

—

A very good sense of the political environment

| — | An extensive knowledge of EU policies and institutional issues |
| --- | --- |

—

An extensive knowledge of EU policies and institutional issues

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

—

Ability to handle information with discretion

| — | Ability to identify and propose solutions to problems, the general competency ‘Judgment and problem-solving’ is a key competency for the job |
| --- | --- |

—

Ability to identify and propose solutions to problems, the general competency ‘Judgment and problem-solving’ is a key competency for the job

Performing tasks and achieving results

| — | The general competency ‘Planning and organising’ is a key competency for the job |
| --- | --- |

—

The general competency ‘Planning and organising’ is a key competency for the job

| — | Meet critical/sensitive deadlines |
| --- | --- |

—

Meet critical/sensitive deadlines

Personal qualities

| — | The general competency ‘Sense of responsibility’ is a key competency for the job |
| --- | --- |

—

The general competency ‘Sense of responsibility’ is a key competency for the job

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

—

Ability to anticipate and identify potential problems and to solve them

| — | The general competency ‘Adaptability’ is a key competency for the job |
| --- | --- |

—

The general competency ‘Adaptability’ is a key competency for the job

Interpersonal skills

| — | The general competency ‘Interpersonal communication’ is a key competency for the job |
| --- | --- |

—

The general competency ‘Interpersonal communication’ is a key competency for the job

| — | Be able to lead and motivate multicultural teams |
| --- | --- |

—

Be able to lead and motivate multicultural teams

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

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

| (a) | General conditions |
| --- | --- |

(a)

General conditions

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

—

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 |
| --- | --- |

(b)

Specific conditions

| — | have completed a full university education attested by a diploma (1); |
| --- | --- |

—

have completed a full university education attested by a diploma (1);

| — | have at least 15 years of relevant professional experience out of which at least 3 years in a management position in charge of an administrative entity with management and organisational responsibilities or in a post with significant responsibilities in terms of coordination. |
| --- | --- |

—

have at least 15 years of relevant professional experience out of which at least 3 years in a management position in charge of an administrative entity with management and organisational responsibilities or in a post with significant responsibilities in terms of coordination.

REMARKS

| — | The General Secretariat of the Council is committed to equal opportunities (see Annex II) and actively welcomes applications from all qualified candidates from diverse backgrounds and from the broadest possible geographical basis amongst the EU Member States. To promote gender equality, the GSC encourages applications from women, who are currently under-represented at management level.
  The Human Resources Directorate can provide assistance to persons with disabilities during the recruitment procedure. Reasonable adjustments for persons with disabilities can be made at the workplace. The GSC also offers many measures to reconcile professional and private life. For further information on this, please contact the Equal Opportunities Office (egalite-des-chances@consilium.europa.eu). |
| --- | --- |

—

The General Secretariat of the Council is committed to equal opportunities (see Annex II) and actively welcomes applications from all qualified candidates from diverse backgrounds and from the broadest possible geographical basis amongst the EU Member States. To promote gender equality, the GSC encourages applications from women, who are currently under-represented at management level.

The Human Resources Directorate can provide assistance to persons with disabilities during the recruitment procedure. Reasonable adjustments for persons with disabilities can be made at the workplace. The GSC also offers many measures to reconcile professional and private life. For further information on this, please contact the Equal Opportunities Office (egalite-des-chances@consilium.europa.eu).

| — | This post requires security clearance allowing access to classified documents (EU SECRET level). Candidates applying for the post will be understood to 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. |
| --- | --- |

—

This post requires security clearance allowing access to classified documents (EU SECRET level). Candidates applying for the post will be understood to 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.

| — | The applicant must be prepared to follow the GSC management training programme if necessary. |
| --- | --- |

—

The applicant must be prepared to follow the GSC management training programme if necessary.

| — | Post published in accordance with Article 29(2) of the Staff Regulations of Officials of the European Union (3) (senior management post). |
| --- | --- |

—

Post published in accordance with Article 29(2) of the Staff Regulations of Officials of the European Union (3) (senior management post).

| — | The post has also been published to all Institutions of the European Union. |
| --- | --- |

—

The post has also been published to all Institutions of the European Union.

| — | In choosing the successful candidate the Appointing Authority shall be assisted by an advisory selection board. The advisory selection board will be supported by an assessment centre. The reports established by the assessment centre will cease to be valid two 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. |
| --- | --- |

—

In choosing the successful candidate the Appointing Authority shall be assisted by an advisory selection board. The advisory selection board will be supported by an assessment centre. The reports established by the assessment centre will cease to be valid two 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, on the basis of their applications. Based on that comparative assessment, the advisory selection board will shortlist the most suitable candidates, in its opinion, to be invited to the first interview. As this first selection is based on a comparative assessment of the applications, the fulfilment of the requirements of this vacancy does not guarantee invitation to the first interview. Among the interviewed candidates, the advisory selection board will pre-select candidates to attend an assessment centre, run by external recruitment consultants, as well as a second interview with the advisory selection board. |
| --- | --- |

—

The advisory selection board will initially evaluate and compare the qualifications, experience and motivation of all the applicants, on the basis of their applications. Based on that comparative assessment, the advisory selection board will shortlist the most suitable candidates, in its opinion, to be invited to the first interview. As this first selection is based on a comparative assessment of the applications, the fulfilment of the requirements of this vacancy does not guarantee invitation to the first interview. Among the interviewed candidates, the advisory selection board will pre-select candidates to attend an assessment centre, run by external recruitment consultants, as well as 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 by early June 2018; |
| --- | --- |

—

It is expected that candidates selected for the interviews will be informed by early June 2018;

| — | The first interviews are foreseen for June 2018; |
| --- | --- |

—

The first interviews are foreseen for June 2018;

| — | The assessment centre is expected to take place in June 2018; |
| --- | --- |

—

The assessment centre is expected to take place in June 2018;

| — | The second round of interviews is foreseen for July 2018. |
| --- | --- |

—

The second round of interviews is foreseen for July 2018.

HOW TO APPLY

The closing date for applications is 25 April 2018.

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 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/ |
| --- | --- |

(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/

| (b) | a letter of motivation, highlighting candidate’s experience, knowledge and skills relevant for the post, 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, highlighting candidate’s experience, knowledge and skills relevant for the post, 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 solutions 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

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

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

(3)  Staff Regulations of Officials and Conditions of Employment of Other Servants of the European Union, laid down by Council Regulation (EEC, Euratom, ECSC) No 259/68 and last amended by Regulation (EU, Euratom) No 1023/2013 of the European Parliament and of the Council of 22 October 2013 — http://eur-lex.europa.eu

---

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

Equal Opportunities in the General Secretariat of the Council

As an employer, the GSC is responsible for ensuring equality 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, recuperation being possible for non-managerial staff. In many job environments, an individual timetable, falling within the framework hours of 07.00 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 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 is possible under the standard teleworking scheme (e.g. 2 days in the office and 3 at home per week) or under the occasional teleworking scheme (up to 60 days at home 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 III

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 |
| B-1048 BRUXELLES/BRUSSEL |
| 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

B-1048 BRUXELLES/BRUSSEL

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 |
| --- | --- | --- |
| Legal Advisers to the Administration Unit, DGA 1 |
| Rue de la Loi/Wetstraat 175 |
| B-1048 BRUXELLES/BRUSSEL |
| email address: unite.conseillers.dga1@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

Legal Advisers to the Administration Unit, DGA 1

Rue de la Loi/Wetstraat 175

B-1048 BRUXELLES/BRUSSEL

email address: unite.conseillers.dga1@consilium.europa.eu

| — | 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 |

—

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

| — | Complaints to the European Ombudsman |
| --- | --- |

—

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 |
| F-67001 Strasbourg Cedex |

The European Ombudsman

1, avenue du Président Robert Schuman — BP 403

F-67001 Strasbourg Cedex

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 published in
  Official Journal of the European Union L 113 of 4 May 1994.

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.

---

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 (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 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 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, 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 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 e-mailed 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 V

Image

Image

Image

Image

Image

Image

Image

Image

Image

Image

---

| 5.4.2018 | EN | Official Journal of the European Union | CA 119/20 |
| --- | --- | --- | --- |

5.4.2018

EN

Official Journal of the European Union

CA 119/20

---

NOTICE OF VACANCY CONS/AD/137/18

(2018/C 119 A/02)

| GENERAL INFORMATION |
| --- |
| Department | General and Institutional Policy
  Directorate 2 — Interinstitutional Relations |
| Place of work | Brussels |
| Title of post | Director |
| Function group and grade | AD 14 |
| Security clearance required | Not required |
| DEADLINE FOR APPLICATIONS | 25 April 2018 |

GENERAL INFORMATION

Department

General and Institutional Policy

Directorate 2 — Interinstitutional Relations

Place of work

Brussels

Title of post

Director

Function group and grade

AD 14

Security clearance required

Not required

DEADLINE FOR APPLICATIONS

25 April 2018

WHO 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 legal and policy advice, coordination with other institutions, elaboration of compromises, drafting as well as all the practicalities that are necessary for the good preparation and running of the European Council and the Council.

Its Department for General and Institutional Policy (GIP) is directly attached to the Secretary-General. Under the authority of a Deputy Director-General it provides the secretariat to the European Council (EC), the General Affairs Council (GAC) and the Committee of Permanent Representatives (Coreper I and II) in addition to being responsible for inter-institutional relations and the ordinary legislative procedure (co-decision).

GIP consists of one unit and two directorates: the Unit for European Council and Strategic Planning, the Directorate for General Policy (DGP) and the Directorate for Inter-institutional relations (DRI). The latter, for which we are recruiting a Director, is in particular responsible for inter-institutional relations. It supports the rotating presidencies and the President of the European Council (PEC) in their obligations towards the EP and reports on all EP activities (Plenary and Committee debates, political groups and key players). Furthermore DRI follows the whole legislative process, providing programming legislative tools and ensures an adequate information/intelligence on the general political context in the European Parliament, while handling politically sensitive files.

Candidates should be aware that future reorganisation of the Secretariat could lead to changes in the remit of the posts to which they apply.

WHAT WE ARE LOOKING FOR

We are looking for a manager who will lead and motivate a team of close to thirty staff members in a politically and legally complex environment. Under the authority of the Deputy Director-General, the Director of DRI must have a strong political sense and show the ability to understand the political context and to develop an appropriate network with key actors in the European Parliament and advise his/her hierarchy accordingly. The Director will take the responsibility to provide an overview of the whole legislative activity. A good knowledge of the legislative process is necessary. Candidates for the post are therefore required to have extensive knowledge of EU policies and institutional issues. The successful candidate will be expected to represent the GSC inter-institutionally and wherever required.

The job requires solid organisational and planning skills, an excellent sense of political and institutional issues and excellent interpersonal skills.

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

As a GSC manager you are expected to advise your hierarchy and stakeholders, manage staff and represent the GSC. For more details on the GSC Horizontal Managers’ profile, see Annex I.

OVERALL PURPOSE OF THE JOB

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

—

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

| — | Provide high level policy and procedural advice, orally and in writing, to the European Council, the Council, Coreper and their presidencies and to the Secretary-General (SG) on all aspects of dossiers falling within the Directorate’s remit |
| --- | --- |

—

Provide high level policy and procedural advice, orally and in writing, to the European Council, the Council, Coreper and their presidencies and to the Secretary-General (SG) on all aspects of dossiers falling within the Directorate’s remit

| — | Assist the presidency in negotiations and ensure effective communication and cooperation with institutions, agencies and other bodies in this area |
| --- | --- |

—

Assist the presidency in negotiations and ensure effective communication and cooperation with institutions, agencies and other bodies in this area

TASKS

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

| — | 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, with other GSC services and with other institutions |
| --- | --- |

—

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

| — | Advise and assist the SG in performing his duties, in particular by supporting the President of the European Council and his Private Office and liaising with the rotating presidency and the High Representative |
| --- | --- |

—

Advise and assist the SG in performing his duties, in particular by supporting the President of the European Council and his Private Office and liaising with the rotating presidency and the High Representative

| — | Analyse, coordinate and present dossiers with a view to decision-making by the Secretary-General |
| --- | --- |

—

Analyse, coordinate and present dossiers with a view to decision-making by the Secretary-General

| — | Ensure the operational link between the Private Office and the DGs in preparing, publicising and following up decisions by the Secretary-General |
| --- | --- |

—

Ensure the operational link between the Private Office and the DGs in preparing, publicising and following up decisions by the Secretary-General

| — | Maintain contacts with external interlocutors and represent the GSC in external fora |
| --- | --- |

—

Maintain contacts with external interlocutors and represent the GSC in external fora

JOB ENVIRONMENT

| — | Presence required outside normal working hours, depending on the requirements of the service, and in the context e.g. of EP plenary sessions concerning issues falling within the Directorate’s remit |
| --- | --- |

—

Presence required outside normal working hours, depending on the requirements of the service, and in the context e.g. of EP plenary sessions concerning issues falling within the Directorate’s remit

| — | Missions abroad, typically within the EU and approximately 6-8 times per year |
| --- | --- |

—

Missions abroad, typically within the EU and approximately 6-8 times per year

| — | Missions to Strasbourg |
| --- | --- |

—

Missions to Strasbourg

SPECIFIC COMPETENCIES

Professional competencies

| — | Given that French and English 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 language is required. Knowledge of other official languages of the EU would be an asset. |
| --- | --- |

—

Given that French and English 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 language is required. Knowledge of other official languages of the EU would be an asset.

| — | A professional experience working with Council rotating presidencies would be considered as an advantage for the post. |
| --- | --- |

—

A professional experience working with Council rotating presidencies would be considered as an advantage for the post.

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

—

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

| — | A very good sense of the political environment |
| --- | --- |

—

A very good sense of the political environment

| — | An extensive knowledge of the functioning and the procedures of the EU |
| --- | --- |

—

An extensive knowledge of the functioning and the procedures of the EU

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

—

Ability to handle information with discretion

| — | Ability to identify and prioritise key issues |
| --- | --- |

—

Ability to identify and prioritise key issues

| — | Ability to identify and propose solutions to problems |
| --- | --- |

—

Ability to identify and propose solutions to problems

Performing tasks and achieving results

| — | Ability to work in an organised and precise manner |
| --- | --- |

—

Ability to work in an organised and precise manner

| — | Meet critical/sensitive deadlines |
| --- | --- |

—

Meet critical/sensitive deadlines

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

| — | Flexibility in handling a variety of dossiers |
| --- | --- |

—

Flexibility in handling a variety of dossiers

Interpersonal skills

| — | Ability to communicate effectively |
| --- | --- |

—

Ability to communicate effectively

| — | Ability to establish and maintain good working relationships with a range of interlocutors (key competency) |
| --- | --- |

—

Ability to establish and maintain good working relationships with a range of interlocutors (key competency)

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

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

| a) | General conditions |
| --- | --- |

a)

General conditions

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

—

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 |
| --- | --- |

b)

Specific conditions

| — | have completed a full university education attested by a diploma (1); |
| --- | --- |

—

have completed a full university education attested by a diploma (1);

| — | have at least 15 years of relevant professional experience out of which at least 3 years in a management position in charge of an administrative entity with management and organisational responsibilities or in a post with significant responsibilities in terms of coordination. |
| --- | --- |

—

have at least 15 years of relevant professional experience out of which at least 3 years in a management position in charge of an administrative entity with management and organisational responsibilities or in a post with significant responsibilities in terms of coordination.

REMARKS

| — | The General Secretariat of the Council is committed to equal opportunities (see Annex II) and actively welcomes applications from all qualified candidates from diverse backgrounds and from the broadest possible geographical basis amongst the EU Member States. To promote gender equality, the GSC encourages applications from women, who are currently under-represented at management level.
  The Human Resources Directorate can provide assistance to persons with disabilities during the recruitment procedure. Reasonable adjustments for persons with disabilities can be made at the workplace. The GSC also offers many measures to reconcile professional and private life. For further information on this, please contact the Equal Opportunities Office (egalite-des-chances@consilium.europa.eu). |
| --- | --- |

—

The General Secretariat of the Council is committed to equal opportunities (see Annex II) and actively welcomes applications from all qualified candidates from diverse backgrounds and from the broadest possible geographical basis amongst the EU Member States. To promote gender equality, the GSC encourages applications from women, who are currently under-represented at management level.

The Human Resources Directorate can provide assistance to persons with disabilities during the recruitment procedure. Reasonable adjustments for persons with disabilities can be made at the workplace. The GSC also offers many measures to reconcile professional and private life. For further information on this, please contact the Equal Opportunities Office (egalite-des-chances@consilium.europa.eu).

| — | The applicant must be prepared to follow the GSC management training programme if necessary. |
| --- | --- |

—

The applicant must be prepared to follow the GSC management training programme if necessary.

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

—

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

| — | The post has also been published to all Institutions of the European Union. |
| --- | --- |

—

The post has also been published to all Institutions of the European Union.

| — | In choosing the successful candidate the Appointing Authority shall be assisted by an advisory selection board. The advisory selection board will be supported by an assessment centre. The reports established by the assessment centre will cease to be valid two 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. |
| --- | --- |

—

In choosing the successful candidate the Appointing Authority shall be assisted by an advisory selection board. The advisory selection board will be supported by an assessment centre. The reports established by the assessment centre will cease to be valid two 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, on the basis of their applications. Based on that comparative assessment, the advisory selection board will shortlist the most suitable candidates, in its opinion, to be invited to the first interview. As this first selection is based on a comparative assessment of the applications, the fulfilment of the requirements of this vacancy does not guarantee invitation to the first interview. Among the interviewed candidates, the advisory selection board will pre-select candidates to attend an assessment centre, run by external recruitment consultants, as well as a second interview with the advisory selection board. |
| --- | --- |

—

The advisory selection board will initially evaluate and compare the qualifications, experience and motivation of all the applicants, on the basis of their applications. Based on that comparative assessment, the advisory selection board will shortlist the most suitable candidates, in its opinion, to be invited to the first interview. As this first selection is based on a comparative assessment of the applications, the fulfilment of the requirements of this vacancy does not guarantee invitation to the first interview. Among the interviewed candidates, the advisory selection board will pre-select candidates to attend an assessment centre, run by external recruitment consultants, as well as 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 by early June 2018; |
| --- | --- |

—

It is expected that candidates selected for the interviews will be informed by early June 2018;

| — | The first interviews are foreseen for June 2018; |
| --- | --- |

—

The first interviews are foreseen for June 2018;

| — | The assessment centre is expected to take place in June 2018; |
| --- | --- |

—

The assessment centre is expected to take place in June 2018;

| — | The second round of interviews is foreseen for July 2018. |
| --- | --- |

—

The second round of interviews is foreseen for July 2018.

HOW TO APPLY

The closing date for applications is 25 April 2018.

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 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/ |
| --- | --- |

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/

| b) | a letter of motivation, highlighting candidate’s experience, knowledge and skills relevant for the post, 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, highlighting candidate’s experience, knowledge and skills relevant for the post, 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 solutions 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

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

(2)  Staff Regulations of Officials and Conditions of Employment of Other Servants of the European Union, laid down by Council Regulation (EEC, Euratom, ECSC) No 259/68 and last amended by Regulation (EU, Euratom) No 1023/2013 of the European Parliament and of the Council of 22 October 2013 — http://eur-lex.europa.eu

---

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

Equal Opportunities in the General Secretariat of the Council

As an employer, the GSC is responsible for ensuring equality 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, recuperation being possible for non-managerial staff. In many job environments, an individual
  timetable, falling within the framework hours of 07.00 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 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 is possible under the standard teleworking scheme (e.g. 2 days in the office and 3 at home per week) or under the occasional teleworking scheme (up to 60 days at home 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 III

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 |
| B-1048 BRUXELLES/BRUSSEL |
| 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

B-1048 BRUXELLES/BRUSSEL

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 |
| --- | --- | --- |
| Legal Advisers to the Administration Unit, DGA 1 |
| Rue de la Loi/Wetstraat 175 |
| B-1048 BRUXELLES/BRUSSEL |
| email address: unite.conseillers.dga1@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

Legal Advisers to the Administration Unit, DGA 1

Rue de la Loi/Wetstraat 175

B-1048 BRUXELLES/BRUSSEL

email address: unite.conseillers.dga1@consilium.europa.eu

| — | 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 |

—

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

| — | Complaints to the European Ombudsman |
| --- | --- |

—

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 |
| F-67001 Strasbourg Cedex |

The European Ombudsman

1, avenue du Président Robert Schuman — BP 403

F-67001 Strasbourg Cedex

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 published in
  Official Journal of the European Communities No L 113 of 4 May 1994.

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.

---

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 (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 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 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, 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 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 e-mailed 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 V

Image

Image

Image

Image

Image

Image

Image

Image

Image

Image

---

| 5.4.2018 | EN | Official Journal of the European Union | CA 119/39 |
| --- | --- | --- | --- |

5.4.2018

EN

Official Journal of the European Union

CA 119/39

---

NOTICE OF VACANCY CONS/AD/138/18

(2018/C 119 A/03)

| GENERAL INFORMATION |
| --- |
| Department | Legal Service
  Directorate 7 — Quality of Legislation |
| Place of work | Brussels |
| Title of post | Director |
| Function group and grade | AD 14 |
| Security clearance required | EU SECRET |
| DEADLINE FOR APPLICATIONS | 25 April 2018 |

GENERAL INFORMATION

Department

Legal Service

Directorate 7 — Quality of Legislation

Place of work

Brussels

Title of post

Director

Function group and grade

AD 14

Security clearance required

EU SECRET

DEADLINE FOR APPLICATIONS

25 April 2018

WHO 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 legal and policy advice, coordination with other institutions, elaboration of compromises, drafting as well as all the practicalities that are necessary for the good preparation and running of the European Council and the Council.

The Legal Service is the legal adviser to the European Council and the Council, assisting the European Council, the Council and its preparatory bodies, the presidency and the General Secretariat in ensuring the legality and the drafting quality of acts. In cooperation with other Council departments, it contributes to identifying legally correct and politically acceptable solutions, taking a creative approach where appropriate. To that end, it gives opinions in complete impartiality — orally or in writing, at the request of the Council or on its own initiative — on any question of a legal nature. The Legal Service also represents the European Council and the Council in proceedings before the courts of the Union.

The constant objective of the Legal Service is to provide timely contributions which are distinguished by their full respect for the law, their impartiality and their clarity.

The Legal Service comprises six thematic directorates that cover all of the Union’s areas of activity and one directorate responsible for the quality of legislation. Directorate 7 is responsible for checking the drafting quality of legal acts of the European Council and the Council, and for ensuring linguistic consistency between legal texts published in all the official languages of the Union. It is a multilingual Directorate of about 200 people (lawyer-linguists, assistants to lawyer-linguists, coordination and Official Journal team, ‘Rectificatifs’ team and management team).

Candidates should be aware that future reorganisation of the Secretariat could lead to changes in the remit of the posts to which they apply.

WHAT WE ARE LOOKING FOR

The Council’s Legal Service is recruiting a director for Directorate 7. We are looking for a lawyer with managerial skills and with a good knowledge of, and practical experience in, the area covered by the job description. The selected candidate will have the opportunity to manage a large multilingual Directorate in the Council’s Legal Service and will cooperate with internal, inter-institutional and external interlocutors.

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

As a GSC manager you are expected to advise your hierarchy and stakeholders, manage staff and represent the GSC. For more details on the GSC Horizontal Managers’ profile, see Annex I.

OVERALL PURPOSE OF THE JOB

| — | Under the authority of the Director-General, manage his/her Directorate and advise in the areas within its remit. Provide legal advice at high level, in writing or orally, in the areas within the Directorate’s remit. |
| --- | --- |

—

Under the authority of the Director-General, manage his/her Directorate and advise in the areas within its remit. Provide legal advice at high level, in writing or orally, in the areas within the Directorate’s remit.

TASKS

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

—

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

| — | Provide, on his/her own initiative or upon request, advice and written or oral opinions at high level on legal and institutional questions to the Council, Coreper or other preparatory instances, as well as to the Secretary-General of the Council |
| --- | --- |

—

Provide, on his/her own initiative or upon request, advice and written or oral opinions at high level on legal and institutional questions to the Council, Coreper or other preparatory instances, as well as to the Secretary-General of the Council

| — | Advise the presidency and/or the GSC on legal aspects of dossiers in order to contribute to finding solutions which are legally correct and acceptable by the concerned instance and conduct high-level studies in the areas within the Directorate’s remit |
| --- | --- |

—

Advise the presidency and/or the GSC on legal aspects of dossiers in order to contribute to finding solutions which are legally correct and acceptable by the concerned instance and conduct high-level studies in the areas within the Directorate’s remit

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

—

Represent his/her service at Director level both within the GSC and externally, in particular in its relations with the presidency, and in its relations 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 the other Directorates, as well as with other GSC services |
| --- | --- |

—

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

| — | Define the objectives to be achieved in the relevant fields of the Directorate, ensure their implementation by appropriate measures and ensure a policy of planning of tasks |
| --- | --- |

—

Define the objectives to be achieved in the relevant fields of the Directorate, ensure their implementation by appropriate measures and ensure a policy of planning of tasks

| — | Ensure the implementation of a policy of achieving high quality Union texts |
| --- | --- |

—

Ensure the implementation of a policy of achieving high quality Union texts

| — | 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

SPECIFIC COMPETENCIES

Professional competencies

| — | Given that French and English 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 language is required. Knowledge of other official languages of the EU would be an asset. |
| --- | --- |

—

Given that French and English 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 language is required. Knowledge of other official languages of the EU would be an asset.

| — | Extensive knowledge of EU law |
| --- | --- |

—

Extensive knowledge of EU law

| — | Extensive knowledge of the functioning and procedures of the EU |
| --- | --- |

—

Extensive knowledge of the functioning and procedures of the EU

| — | The knowledge related to the field of work is key for the job |
| --- | --- |

—

The knowledge related to the field of work is key for the job

Performing tasks and achieving results

Personal qualities

| — | Take appropriate action on one’s own initiative |
| --- | --- |

—

Take appropriate action on one’s own initiative

| — | Ability to show creativity |
| --- | --- |

—

Ability to show creativity

| — | Capacity to work in an international and multicultural environment |
| --- | --- |

—

Capacity to work in an international and multicultural environment

Interpersonal skills

| — | Ability to demonstrate diplomacy and communication skills |
| --- | --- |

—

Ability to demonstrate diplomacy and communication skills

| — | The general competency ‘Interpersonal communication’ is a key competency for the job |
| --- | --- |

—

The general competency ‘Interpersonal communication’ is a key competency for the job

| — | Ability to maintain good working relationships with a range of interlocutors |
| --- | --- |

—

Ability to maintain good working relationships with a range of interlocutors

| — | Be able to lead and motivate multicultural teams |
| --- | --- |

—

Be able to lead and motivate multicultural teams

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

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

| (a) | General conditions |
| --- | --- |

(a)

General conditions

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

—

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 |
| --- | --- |

(b)

Specific conditions

| — | Hold a university degree in law giving access to doctoral studies in law or have an equivalent professional qualification (1); |
| --- | --- |

—

Hold a university degree in law giving access to doctoral studies in law or have an equivalent professional qualification (1);

| — | Have at least 15 years professional experience providing legal or institutional advice and at least 5 years having effectively exercised management and organisational responsibilities.
  Five years spent in a post with significant responsibilities in terms of legal coordination would be equivalent to the required management experience. |
| --- | --- |

—

Have at least 15 years professional experience providing legal or institutional advice and at least 5 years having effectively exercised management and organisational responsibilities.

Five years spent in a post with significant responsibilities in terms of legal coordination would be equivalent to the required management experience.

REMARKS

| — | The General Secretariat of the Council is committed to equal opportunities (see Annex II) and actively welcomes applications from all qualified candidates from diverse backgrounds and from the broadest possible geographical basis amongst the EU Member States. To promote gender equality, the GSC encourages applications from women, who are currently under-represented at management level.
  The Human Resources Directorate can provide assistance to persons with disabilities during the recruitment procedure. Reasonable adjustments for persons with disabilities can be made at the workplace. The GSC also offers many measures to reconcile professional and private life. For further information on this, please contact the Equal Opportunities Office (egalite-des-chances@consilium.europa.eu). |
| --- | --- |

—

The General Secretariat of the Council is committed to equal opportunities (see Annex II) and actively welcomes applications from all qualified candidates from diverse backgrounds and from the broadest possible geographical basis amongst the EU Member States. To promote gender equality, the GSC encourages applications from women, who are currently under-represented at management level.

The Human Resources Directorate can provide assistance to persons with disabilities during the recruitment procedure. Reasonable adjustments for persons with disabilities can be made at the workplace. The GSC also offers many measures to reconcile professional and private life. For further information on this, please contact the Equal Opportunities Office (egalite-des-chances@consilium.europa.eu).

| — | This post requires security clearance allowing access to classified documents (SECRET EU/EU SECRET level). Candidates applying for the post will be understood to 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. |
| --- | --- |

—

This post requires security clearance allowing access to classified documents (SECRET EU/EU SECRET level). Candidates applying for the post will be understood to 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.

| — | The applicant must be prepared to follow the GSC management training programme if necessary. |
| --- | --- |

—

The applicant must be prepared to follow the GSC management training programme if necessary.

| — | Post published in accordance with Article 29(2) of the Staff Regulations of Officials of the European Union (3) (senior management post). |
| --- | --- |

—

Post published in accordance with Article 29(2) of the Staff Regulations of Officials of the European Union (3) (senior management post).

| — | The post has also been published to all Institutions of the European Union. |
| --- | --- |

—

The post has also been published to all Institutions of the European Union.

| — | In choosing the successful candidate the Appointing Authority shall be assisted by an advisory selection board. The advisory selection board will be supported by an assessment centre. The reports established by the assessment centre will cease to be valid two 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. |
| --- | --- |

—

In choosing the successful candidate the Appointing Authority shall be assisted by an advisory selection board. The advisory selection board will be supported by an assessment centre. The reports established by the assessment centre will cease to be valid two 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, on the basis of their applications. Based on that comparative assessment, the advisory selection board will shortlist the most suitable candidates, in its opinion, to be invited to the first interview. As this first selection is based on a comparative assessment of the applications, the fulfilment of the requirements of this vacancy does not guarantee invitation to the first interview. Among the interviewed candidates, the advisory selection board will pre-select candidates to attend an assessment centre, run by external recruitment consultants, as well as a second interview with the advisory selection board. |
| --- | --- |

—

The advisory selection board will initially evaluate and compare the qualifications, experience and motivation of all the applicants, on the basis of their applications. Based on that comparative assessment, the advisory selection board will shortlist the most suitable candidates, in its opinion, to be invited to the first interview. As this first selection is based on a comparative assessment of the applications, the fulfilment of the requirements of this vacancy does not guarantee invitation to the first interview. Among the interviewed candidates, the advisory selection board will pre-select candidates to attend an assessment centre, run by external recruitment consultants, as well as 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 by early June 2018; |
| --- | --- |

—

It is expected that candidates selected for the interviews will be informed by early June 2018;

| — | The first interviews are foreseen for June 2018; |
| --- | --- |

—

The first interviews are foreseen for June 2018;

| — | The assessment centre is expected to take place in June 2018; |
| --- | --- |

—

The assessment centre is expected to take place in June 2018;

| — | The second round of interviews is foreseen for July 2018. |
| --- | --- |

—

The second round of interviews is foreseen for July 2018.

HOW TO APPLY

The closing date for applications is 25 April 2018.

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 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/ |
| --- | --- |

(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/

| (b) | a letter of motivation, highlighting candidate’s experience, knowledge and skills relevant for the post, 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, highlighting candidate’s experience, knowledge and skills relevant for the post, 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 solutions 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

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

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

(3)  Staff Regulations of Officials and Conditions of Employment of Other Servants of the European Union, laid down by Council Regulation (EEC, Euratom, ECSC) No 259/68 and last amended by Regulation (EU, Euratom) No 1023/2013 of the European Parliament and of the Council of 22 October 2013 — http://eur-lex.europa.eu

---

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

Equal Opportunities in the General Secretariat of the Council

As an employer, the GSC is responsible for ensuring equality 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, recuperation being possible for non-managerial staff. In many job environments, an individual
  timetable, falling within the framework hours of 07.00 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 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 is possible under the standard teleworking scheme (e.g. 2 days in the office and 3 at home per week) or under the occasional teleworking scheme (up to 60 days at home 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 III

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 |
| --- | --- | --- |
| Legal Advisers to the Administration Unit, DGA 1 |
| Rue de la Loi/Wetstraat 175 |
| 1048 Bruxelles/Brussel |
| BELGIQUE/BELGIË |
| Email address: unite.conseillers.dga1@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

Legal Advisers to the Administration Unit, DGA 1

Rue de la Loi/Wetstraat 175

1048 Bruxelles/Brussel

BELGIQUE/BELGIË

Email address: unite.conseillers.dga1@consilium.europa.eu

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





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

—

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

General Court of the European Union

Rue du Fort Niedergrünewald

2925 Luxembourg

LUXEMBOURG

| — | Complaints to the European Ombudsman |
| --- | --- |

—

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 |
| F-67001 Strasbourg Cedex |

The European Ombudsman

1, avenue du Président Robert Schuman — BP 403

F-67001 Strasbourg Cedex

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 published in
  Official Journal of the European Communities L 113 of 4 May 1994.

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.

---

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 (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 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 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, 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 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 e-mailed 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 V

Image

Image

Image

Image

Image

Image

Image

Image

Image

Image

---

| 5.4.2018 | EN | Official Journal of the European Union | CA 119/57 |
| --- | --- | --- | --- |

5.4.2018

EN

Official Journal of the European Union

CA 119/57

---

NOTICE OF VACANCY CONS/AD/139/18

(2018/C 119 A/04)

| GENERAL INFORMATION |
| --- |
| Department | Legal Service
  Directorate 2 — Employment, Social Affairs, Education, Agriculture, Fisheries |
| Place of work | Brussels |
| Title of post | Director |
| Function group and grade | AD 14 |
| Security clearance required | EU SECRET |
| DEADLINE FOR APPLICATIONS | 25 April 2018 |

GENERAL INFORMATION

Department

Legal Service

Directorate 2 — Employment, Social Affairs, Education, Agriculture, Fisheries

Place of work

Brussels

Title of post

Director

Function group and grade

AD 14

Security clearance required

EU SECRET

DEADLINE FOR APPLICATIONS

25 April 2018

WHO 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 legal and policy advice, coordination with other institutions, elaboration of compromises, drafting as well as all the practicalities that are necessary for the good preparation and running of the European Council and the Council.

The Legal Service is the legal adviser to the European Council and the Council, assisting the European Council, the Council and its preparatory bodies, the presidency and the General Secretariat in ensuring the legality and the drafting quality of acts. In cooperation with other Council departments, it contributes to identifying legally correct and politically acceptable solutions, taking a creative approach where appropriate. To that end, it gives opinions in complete impartiality — orally or in writing, at the request of the Council or on its own initiative — on any question of a legal nature. The Legal Service also represents the European Council and the Council in proceedings before the courts of the Union.

The constant objective of the Legal Service is to provide timely contributions which are distinguished by their full respect for the law, their impartiality and their clarity.

The Legal Service comprises six thematic directorates that cover all of the Union’s areas of activity and one directorate responsible for the quality of legislation. Directorate 2 is responsible for files relating to agriculture and fisheries, to education, youth, culture and sport, and to employment and social affairs.

Candidates should be aware that future reorganisation of the Secretariat could lead to changes in the remit of the posts to which they apply.

WHAT WE ARE LOOKING FOR

The Council’s Legal Service is recruiting a Director for Directorate 2. We are seeking a lawyer with a good knowledge of, and practical experience in, the areas covered by the Directorate, which include employment, social affairs, education, agriculture and fisheries. The successful candidate will be required to assist the Council and its preparatory bodies in those areas and to defend the Council before the Union courts.

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

As a GSC manager you are expected to advise your hierarchy and stakeholders, manage staff and represent the GSC. For more details on the GSC Horizontal Managers’ profile, see Annex I.

OVERALL PURPOSE OF THE JOB

| — | Under the authority of the Director-General, manage his/her Directorate and advise in the areas within its remit. Provide legal advice at high level, in writing or orally, in the areas within the Directorate’s remit. |
| --- | --- |

—

Under the authority of the Director-General, manage his/her Directorate and advise in the areas within its remit. Provide legal advice at high level, in writing or orally, in the areas within the Directorate’s remit.

TASKS

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

—

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

| — | Provide, on his/her own initiative or upon request, advice and written or oral opinions at high level on legal and institutional questions to the Council, the Coreper or other preparatory instances, as well as to the Secretary-General of the Council |
| --- | --- |

—

Provide, on his/her own initiative or upon request, advice and written or oral opinions at high level on legal and institutional questions to the Council, the Coreper or other preparatory instances, as well as to the Secretary-General of the Council

| — | Advise the presidency and/or the GSC on legal aspects of dossiers in order to contribute to finding solutions which are legally correct and acceptable by the concerned instance and conduct high-level studies in the areas within the Directorate’s remit |
| --- | --- |

—

Advise the presidency and/or the GSC on legal aspects of dossiers in order to contribute to finding solutions which are legally correct and acceptable by the concerned instance and conduct high-level studies in the areas within the Directorate’s remit

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

—

Represent his/her service at Director level both within the GSC and externally, in particular in its relations with the presidency, and in its relations 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 the other Directorates, as well as with other GSC services |
| --- | --- |

—

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

| — | Follow the proceedings of the Council, the Coreper and, if necessary, other preparatory bodies, take part in meetings and, where appropriate, in briefings and/or negotiations with a view to reaching compromises and finding solutions |
| --- | --- |

—

Follow the proceedings of the Council, the Coreper and, if necessary, other preparatory bodies, take part in meetings and, where appropriate, in briefings and/or negotiations with a view to reaching compromises and finding solutions

| — | Assist and represent the European Council or the Council in legal disputes and, where appropriate, represent them in cases before the EU’s courts |
| --- | --- |

—

Assist and represent the European Council or the Council in legal disputes and, where appropriate, represent them in cases before the EU’s courts

JOB ENVIRONMENT

| — | Occasional missions to Luxembourg and Strasbourg |
| --- | --- |

—

Occasional missions to Luxembourg and Strasbourg

| — | Working hours in liaison to Coreper I and Council meetings in the Directorate’s field of activity |
| --- | --- |

—

Working hours in liaison to Coreper I and Council meetings in the Directorate’s field of activity

SPECIFIC COMPETENCIES

Professional competencies

| — | Given that French and English 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 language is required. Knowledge of other official languages of the EU would be an asset. |
| --- | --- |

—

Given that French and English 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 language is required. Knowledge of other official languages of the EU would be an asset.

| — | Extensive knowledge of EU law |
| --- | --- |

—

Extensive knowledge of EU law

| — | Extensive knowledge of the functioning and procedures of the EU |
| --- | --- |

—

Extensive knowledge of the functioning and procedures of the EU

| — | The knowledge related to the field of work is key for the job |
| --- | --- |

—

The knowledge related to the field of work is key for the job

Performing tasks and achieving results

Personal qualities

| — | Take appropriate action on one’s own initiative |
| --- | --- |

—

Take appropriate action on one’s own initiative

| — | Ability to show creativity |
| --- | --- |

—

Ability to show creativity

| — | Capacity to work in an international and multicultural environment |
| --- | --- |

—

Capacity to work in an international and multicultural environment

Interpersonal skills

| — | Ability to demonstrate diplomacy and communication skills |
| --- | --- |

—

Ability to demonstrate diplomacy and communication skills

| — | The general competency ‘Interpersonal communication’ is a key competency for the job |
| --- | --- |

—

The general competency ‘Interpersonal communication’ is a key competency for the job

| — | Ability to maintain good working relationships with a range of interlocutors |
| --- | --- |

—

Ability to maintain good working relationships with a range of interlocutors

| — | Be able to lead and motivate multicultural teams |
| --- | --- |

—

Be able to lead and motivate multicultural teams

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

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

| (a) | General conditions |
| --- | --- |

(a)

General conditions

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

—

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 |
| --- | --- |

(b)

Specific conditions

| — | Hold a university degree in law giving access to doctoral studies in law or have an equivalent professional qualification (1), |
| --- | --- |

—

Hold a university degree in law giving access to doctoral studies in law or have an equivalent professional qualification (1),

| — | have at least 15 years professional experience providing legal advice and at least 3 years having effectively exercised management and organisational responsibilities,
  three years spent in a post with significant responsibilities in terms of legal coordination would be equivalent to the required management experience. |
| --- | --- |

—

have at least 15 years professional experience providing legal advice and at least 3 years having effectively exercised management and organisational responsibilities,

three years spent in a post with significant responsibilities in terms of legal coordination would be equivalent to the required management experience.

REMARKS

| — | The General Secretariat of the Council is committed to equal opportunities (see Annex II) and actively welcomes applications from all qualified candidates from diverse backgrounds and from the broadest possible geographical basis amongst the EU Member States. To promote gender equality, the GSC encourages applications from women, who are currently under-represented at management level.
  The Human Resources Directorate can provide assistance to persons with disabilities during the recruitment procedure. Reasonable adjustments for persons with disabilities can be made at the workplace. The GSC also offers many measures to reconcile professional and private life. For further information on this, please contact the Equal Opportunities Office (egalite-des-chances@consilium.europa.eu). |
| --- | --- |

—

The General Secretariat of the Council is committed to equal opportunities (see Annex II) and actively welcomes applications from all qualified candidates from diverse backgrounds and from the broadest possible geographical basis amongst the EU Member States. To promote gender equality, the GSC encourages applications from women, who are currently under-represented at management level.

The Human Resources Directorate can provide assistance to persons with disabilities during the recruitment procedure. Reasonable adjustments for persons with disabilities can be made at the workplace. The GSC also offers many measures to reconcile professional and private life. For further information on this, please contact the Equal Opportunities Office (egalite-des-chances@consilium.europa.eu).

| — | This post requires security clearance allowing access to classified documents (SECRET EU/EU SECRET level). Candidates applying for the post will be understood to 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. |
| --- | --- |

—

This post requires security clearance allowing access to classified documents (SECRET EU/EU SECRET level). Candidates applying for the post will be understood to 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.

| — | The applicant must be prepared to follow the GSC management training programme if necessary. |
| --- | --- |

—

The applicant must be prepared to follow the GSC management training programme if necessary.

| — | Post published in accordance with Article 29(2) of the Staff Regulations of Officials of the European Union (3) (senior management post). |
| --- | --- |

—

Post published in accordance with Article 29(2) of the Staff Regulations of Officials of the European Union (3) (senior management post).

| — | The post has also been published to all Institutions of the European Union. |
| --- | --- |

—

The post has also been published to all Institutions of the European Union.

| — | In choosing the successful candidate the Appointing Authority shall be assisted by an advisory selection board. The advisory selection board will be supported by an assessment centre. The reports established by the assessment centre 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. |
| --- | --- |

—

In choosing the successful candidate the Appointing Authority shall be assisted by an advisory selection board. The advisory selection board will be supported by an assessment centre. The reports established by the assessment centre 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, on the basis of their applications. Based on that comparative assessment, the advisory selection board will shortlist the most suitable candidates, in its opinion, to be invited to the first interview. As this first selection is based on a comparative assessment of the applications, the fulfilment of the requirements of this vacancy does not guarantee invitation to the first interview. Among the interviewed candidates, the advisory selection board will pre-select candidates to attend an assessment centre, run by external recruitment consultants, as well as a second interview with the advisory selection board. |
| --- | --- |

—

The advisory selection board will initially evaluate and compare the qualifications, experience and motivation of all the applicants, on the basis of their applications. Based on that comparative assessment, the advisory selection board will shortlist the most suitable candidates, in its opinion, to be invited to the first interview. As this first selection is based on a comparative assessment of the applications, the fulfilment of the requirements of this vacancy does not guarantee invitation to the first interview. Among the interviewed candidates, the advisory selection board will pre-select candidates to attend an assessment centre, run by external recruitment consultants, as well as 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 by early June 2018, |
| --- | --- |

—

it is expected that candidates selected for the interviews will be informed by early June 2018,

| — | the first interviews are foreseen for June 2018, |
| --- | --- |

—

the first interviews are foreseen for June 2018,

| — | the assessment centre is expected to take place in June 2018, |
| --- | --- |

—

the assessment centre is expected to take place in June 2018,

| — | the second round of interviews is foreseen for July 2018. |
| --- | --- |

—

the second round of interviews is foreseen for July 2018.

HOW TO APPLY

The closing date for applications is 25 April 2018.

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 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/ |
| --- | --- |

(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/

| (b) | a letter of motivation, highlighting candidate’s experience, knowledge and skills relevant for the post, 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, highlighting candidate’s experience, knowledge and skills relevant for the post, 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 solutions 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

The procedures relating to requests for review, appeals and referral to the European Ombudsman are set out in Annex III to this vacancy 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 vacancy 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)  OJ L 274, 15.10.2013, p. 1.

(3)  Staff Regulations of Officials and Conditions of Employment of Other Servants of the European Union, laid down by Council Regulation (EEC, Euratom, ECSC) No 259/68 and last amended by Regulation (EU, Euratom) No 1023/2013 of the European Parliament and of the Council of 22 October 2013 — http://eur-lex.europa.eu

---

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

Equal Opportunities in the General Secretariat of the Council

As an employer, the GSC is responsible for ensuring equality 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, recuperation being possible for non-managerial staff. In many job environments, an individual
  timetable, falling within the framework hours of 07.00 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 2 hours per day can be granted for breastfeeding. Fathers have the right to paid paternity leave of 10 days. Parental leave of up to 6 months per child 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 is possible under the standard teleworking scheme (e.g. 2 days in the office and 3 at home per week) or under the occasional teleworking scheme (up to 60 days at home 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 III

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 |
| --- | --- | --- |
| Legal Advisers to the Administration Unit, DGA 1 |
| Rue de la Loi/Wetstraat 175 |
| 1048 BRUXELLES/BRUSSEL |
| BELGIQUE/BELGIË |
| Email address: unite.conseillers.dga1@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

Legal Advisers to the Administration Unit, DGA 1

Rue de la Loi/Wetstraat 175

1048 BRUXELLES/BRUSSEL

BELGIQUE/BELGIË

Email address: unite.conseillers.dga1@consilium.europa.eu

| — | 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 |

—

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

| — | Complaints to the European Ombudsman |
| --- | --- |

—

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 |

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 published in
  Official Journal of the European Communities No L 113 of 4 May 1994.

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.

---

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 (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 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 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, 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 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 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.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 V

Image

Image

Image

Image

Image

Image

Image

Image

Image

Image

---

| 5.4.2018 | EN | Official Journal of the European Union | CA 119/76 |
| --- | --- | --- | --- |

5.4.2018

EN

Official Journal of the European Union

CA 119/76

---

NOTICE OF VACANCY CONS/AD/140/18

(2018/C 119 A/05)

| GENERAL INFORMATION |
| --- |
| Department | Directorate-General F — Communication and Information Directorate 2 — Information and Outreach |
| Place of work | Brussels |
| Title of post | Director |
| Function group and grade | AD 14 |
| Security clearance required | EU SECRET |
| DEADLINE FOR APPLICATIONS | 25 April 2018 |

GENERAL INFORMATION

Department

Directorate-General F — Communication and Information Directorate 2 — Information and Outreach

Place of work

Brussels

Title of post

Director

Function group and grade

AD 14

Security clearance required

EU SECRET

DEADLINE FOR APPLICATIONS

25 April 2018

WHO 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 legal and policy advice, coordination with other institutions, elaboration of compromises, drafting as well as all the practicalities that are necessary for the good preparation and running of the European Council and the Council.

The mission of Directorate-General F Communication and Information is to communicate and provide information about the activities of these institutions.

Within DGF, the role of the new Information and Outreach Directorate is to engage and inform the public — including through key multipliers such as non-governmental organisations, think tanks, academics, lobbyists, influential bloggers, government officials and students — about the work of our institutions. The Directorate manages the Council’s visitors’ centre, public events, graphic design, publications and production services, transparency and the Council Archives and Library. Reporting to the Director-General, the Director is responsible for all the activities of the Directorate.

The Director will manage over 70 staff members with a sizeable budget and technical resources.

Candidates should be aware that future reorganisation of the Secretariat could lead to changes in the remit of the posts to which they apply.

WHAT WE ARE LOOKING FOR

We are looking for a manager who can lead and develop the information and outreach activities of the GSC. Under your leadership, the Directorate is expected to actively reach out to the public and engage the key non-governmental organisations and individuals that have an interest in the work of the European Council and the Council.

You should have very good knowledge of the purpose, structure and functioning of the European Council and the Council and their procedures. You have experience in leading people and know how to get the best out of professionals with various backgrounds, such as event managers, guides, publication and production managers, graphic designers, archivists, librarians and transparency experts. We expect you to have outstanding interpersonal communications skills, a strong sense of initiative and a creative mindset.

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

As a GSC manager you are expected to advise your hierarchy and stakeholders, manage staff and represent the GSC. For more details on the GSC Horizontal Managers’ profile, see Annex I.

OVERALL PURPOSE OF THE JOB

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

—

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

TASKS

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

—

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

| — | 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

| — | Provide strategic leadership and develop policies, concepts and initiatives to reach out and engage the public and in particular key audiences (e.g. opinion formers, government officials and students) |
| --- | --- |

—

Provide strategic leadership and develop policies, concepts and initiatives to reach out and engage the public and in particular key audiences (e.g. opinion formers, government officials and students)

| — | Maintain contacts with external interlocutors and represent the GSC in external fora |
| --- | --- |

—

Maintain contacts with external interlocutors and represent the GSC in external fora

JOB ENVIRONMENT

| — | Occasional teleworking is possible in the service |
| --- | --- |

—

Occasional teleworking is possible in the service

| — | Possible missions abroad |
| --- | --- |

—

Possible missions abroad

SPECIFIC COMPETENCIES

Professional competencies

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

—

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

| — | A good understanding of the potential of digital communication tools to reach out and engage the public |
| --- | --- |

—

A good understanding of the potential of digital communication tools to reach out and engage the public

| — | 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

| — | Have a very good sense of the political environment |
| --- | --- |

—

Have a very good sense of the political environment

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

—

Ability to handle information with discretion

Judgement and problem solving

| — | Excellent judgement and problem solving skills |
| --- | --- |

—

Excellent judgement and problem solving skills

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)

Personal qualities

| — | An outstanding sense of responsibility and ability to develop creative and effective solutions |
| --- | --- |

—

An outstanding sense of responsibility and ability to develop creative and effective solutions

| — | A demonstrated capacity to transform initiatives into positive results |
| --- | --- |

—

A demonstrated capacity to transform initiatives into positive results

| — | Adapt to changes in the working environment, new technologies, duties, priorities, working methods or procedures and be willing to assume evolving responsibilities as necessary |
| --- | --- |

—

Adapt to changes in the working environment, new technologies, duties, priorities, working methods or procedures and be willing to assume evolving responsibilities as necessary

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

| — | Strong communication skills (key competency) |
| --- | --- |

—

Strong communication skills (key competency)

| — | Be able to manage and motivate multicultural, multidisciplinary teams |
| --- | --- |

—

Be able to manage and motivate multicultural, multidisciplinary teams

| — | Ability to represent the GSC in a positive manner |
| --- | --- |

—

Ability to represent the GSC in a positive manner

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

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

| (a) | General conditions |
| --- | --- |

(a)

General conditions

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

—

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 |
| --- | --- |

(b)

Specific conditions

| — | Have completed a full university education attested by a diploma (1); |
| --- | --- |

—

Have completed a full university education attested by a diploma (1);

| — | Have at least 15 years of relevant professional experience out of which at least 3 years in a management position in charge of an administrative entity with management and organisational responsibilities or in a post with significant responsibilities in terms of coordination. |
| --- | --- |

—

Have at least 15 years of relevant professional experience out of which at least 3 years in a management position in charge of an administrative entity with management and organisational responsibilities or in a post with significant responsibilities in terms of coordination.

REMARKS

| — | The General Secretariat of the Council is committed to equal opportunities (see Annex II) and actively welcomes applications from all qualified candidates from diverse backgrounds and from the broadest possible geographical basis amongst the EU Member States. To promote gender equality, the GSC encourages applications from women, who are currently under-represented at management level.
  The Human Resources Directorate can provide assistance to persons with disabilities during the recruitment procedure. Reasonable adjustments for persons with disabilities can be made at the workplace. The GSC also offers many measures to reconcile professional and private life. For further information on this, please contact the Equal Opportunities Office (egalite-des-chances@consilium.europa.eu). |
| --- | --- |

—

The General Secretariat of the Council is committed to equal opportunities (see Annex II) and actively welcomes applications from all qualified candidates from diverse backgrounds and from the broadest possible geographical basis amongst the EU Member States. To promote gender equality, the GSC encourages applications from women, who are currently under-represented at management level.

The Human Resources Directorate can provide assistance to persons with disabilities during the recruitment procedure. Reasonable adjustments for persons with disabilities can be made at the workplace. The GSC also offers many measures to reconcile professional and private life. For further information on this, please contact the Equal Opportunities Office (egalite-des-chances@consilium.europa.eu).

| — | This post requires security clearance allowing access to classified documents (EU SECRET level). Candidates applying for the post will be understood to 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. |
| --- | --- |

—

This post requires security clearance allowing access to classified documents (EU SECRET level). Candidates applying for the post will be understood to 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.

| — | The applicant must be prepared to follow the GSC management training programme if necessary. |
| --- | --- |

—

The applicant must be prepared to follow the GSC management training programme if necessary.

| — | Post published in accordance with Article 29(2) of the Staff Regulations of Officials of the European Union (3) (senior management post). |
| --- | --- |

—

Post published in accordance with Article 29(2) of the Staff Regulations of Officials of the European Union (3) (senior management post).

| — | The post has also been published to all Institutions of the European Union. |
| --- | --- |

—

The post has also been published to all Institutions of the European Union.

| — | In choosing the successful candidate the Appointing Authority shall be assisted by an advisory selection board. The advisory selection board will be supported by an assessment centre. The reports established by the assessment centre will cease to be valid two 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. |
| --- | --- |

—

In choosing the successful candidate the Appointing Authority shall be assisted by an advisory selection board. The advisory selection board will be supported by an assessment centre. The reports established by the assessment centre will cease to be valid two 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, on the basis of their applications. Based on that comparative assessment, the advisory selection board will shortlist the most suitable candidates, in its opinion, to be invited to the first interview. As this first selection is based on a comparative assessment of the applications, the fulfilment of the requirements of this vacancy does not guarantee invitation to the first interview. Among the interviewed candidates, the advisory selection board will pre-select candidates to attend an assessment centre, run by external recruitment consultants, as well as a second interview with the advisory selection board. |
| --- | --- |

—

The advisory selection board will initially evaluate and compare the qualifications, experience and motivation of all the applicants, on the basis of their applications. Based on that comparative assessment, the advisory selection board will shortlist the most suitable candidates, in its opinion, to be invited to the first interview. As this first selection is based on a comparative assessment of the applications, the fulfilment of the requirements of this vacancy does not guarantee invitation to the first interview. Among the interviewed candidates, the advisory selection board will pre-select candidates to attend an assessment centre, run by external recruitment consultants, as well as 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 by early June 2018; |
| --- | --- |

—

It is expected that candidates selected for the interviews will be informed by early June 2018;

| — | The first interviews are foreseen for June 2018; |
| --- | --- |

—

The first interviews are foreseen for June 2018;

| — | The assessment centre is expected to take place in June 2018; |
| --- | --- |

—

The assessment centre is expected to take place in June 2018;

| — | The second round of interviews is foreseen for July 2018. |
| --- | --- |

—

The second round of interviews is foreseen for July 2018.

HOW TO APPLY

The closing date for applications is 25 April 2018.

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 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/ |
| --- | --- |

(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/

| (b) | a letter of motivation, highlighting candidate’s experience, knowledge and skills relevant for the post, 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, highlighting candidate’s experience, knowledge and skills relevant for the post, 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 solutions 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

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

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

(3)  Staff Regulations of Officials and Conditions of Employment of Other Servants of the European Union, laid down by Council Regulation (EEC, Euratom, ECSC) No 259/68 and last amended by Regulation (EU, Euratom) No 1023/2013 of the European Parliament and of the Council of 22 October 2013 — http://eur-lex.europa.eu

---

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

Equal Opportunities in the General Secretariat of the Council

As an employer, the GSC is responsible for ensuring equality 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, recuperation being possible for non-managerial staff. In many job environments, an individual
  timetable, falling within the framework hours of 07.00 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 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 is possible under the standard teleworking scheme (e.g. 2 days in the office and 3 at home per week) or under the occasional teleworking scheme (up to 60 days at home 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 III

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 |
| --- | --- | --- |
| Legal Advisers to the Administration Unit, DGA 1 |
| Rue de la Loi/Wetstraat 175 |
| 1048 Bruxelles/Brussel |
| BELGIQUE/BELGIË |
| Email address: unite.conseillers.dga1@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

Legal Advisers to the Administration Unit, DGA 1

Rue de la Loi/Wetstraat 175

1048 Bruxelles/Brussel

BELGIQUE/BELGIË

Email address: unite.conseillers.dga1@consilium.europa.eu

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





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

—

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

General Court of the European Union

Rue du Fort Niedergrünewald

2925 Luxembourg

LUXEMBOURG

| — | Complaints to the European Ombudsman |
| --- | --- |

—

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 |

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 published in
  Official Journal of the European Communities L 113 of 4 May 1994.

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.

---

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 (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 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 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, 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 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 e-mailed 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 V

Image

Image

Image

Image

Image

Image

Image

Image

Image

Image

---