# Official Journal C 370A/2012

| | ISSN 1977-091X
  doi:10.3000/1977091X.CA2012.370.eng |
| --- | --- |
| Official Journal
  of the European Union | C 370A |
| | |
| English edition | Information and Notices | Volume 5530 November 2012 |

ISSN 1977-091X

doi:10.3000/1977091X.CA2012.370.eng

Official Journal

of the European Union

C 370A

English edition

Information and Notices

Volume 5530 November 2012

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| Notice No | Contents | page |
| --- | --- | --- |
| | V   Announcements |
| | ADMINISTRATIVE PROCEDURES |
| | European Centre for the Development of Vocational Training (Cedefop) |
| 2012/C 370A/01 | Vacancy notice for a Director (m/f) (Cedefop/2012/08/AD) | 1 |

Notice No

Contents

page

V   Announcements

ADMINISTRATIVE PROCEDURES

European Centre for the Development of Vocational Training (Cedefop)

2012/C 370A/01

Vacancy notice for a Director (m/f) (Cedefop/2012/08/AD)

1

REVIEW OF COMPETITION C A OJs

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

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

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| EN | |
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EN

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V Announcements

ADMINISTRATIVE PROCEDURES

European Centre for the Development of Vocational Training (Cedefop)

| 30.11.2012 | EN | Official Journal of the European Union | CA 370/1 |
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30.11.2012

EN

Official Journal of the European Union

CA 370/1

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VACANCY NOTICE FOR A DIRECTOR (M/F)

(Cedefop/2012/08/AD)

(2012/C 370 A/01)

The Governing Board of the European Centre for the Development of Vocational Training (Cedefop) invites applications for the post of Director.

I.   The employer

Cedefop is the European Union (EU) Agency to promote the development of vocational education and training (VET) in the EU. It provides policy analysis and research and supports European VET policy development and implementation and is a recognised partner in the policy and scientific debates on VET.

Cedefop provides advice, research, analysis, information and stimulates European cooperation and mutual learning. It supports the development of VET and evidence-based policy-making in areas such as, for example, implementation of the European tools and monitoring of the ‘Copenhagen process’, anticipation of skill needs, improving understanding about qualifications and skills to support mobility across borders and investing in VET.

Cedefop has a Governing Board in which national governments of EU Member States, employers, employees and the European Commission (Commission) are represented. Cedefop works closely with the Commission, governments, representatives of employers and trade unions, as well as with researchers and practitioners. It provides them with up-to-date information and analysis on developments, experience and innovation in VET and forums for policy debate.

Cedefop was founded in 1975 and since 1995 is located in Thessaloniki, Greece. It has approximately 130 staff and a budget of EUR 17 400 000. Cedefop's working language is English.

For more information on Cedefop, see http://www.cedefop.europa.eu/EN/

II.   Job profile

Key accountabilities

The Director is the legal representative and public face of Cedefop and is accountable to the Governing Board. The Director has the following responsibilities:

| — | directing and managing Cedefop and implementing the decisions of the Governing Board, |
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directing and managing Cedefop and implementing the decisions of the Governing Board,

| — | developing and implementing the strategy and work programme (1) of Cedefop in line with Cedefop's mission and the decisions of the Governing Board, |
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developing and implementing the strategy and work programme (1) of Cedefop in line with Cedefop's mission and the decisions of the Governing Board,

| — | preparing the activities of the Governing Board and accounting to the Governing Board for the running of Cedefop, |
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preparing the activities of the Governing Board and accounting to the Governing Board for the running of Cedefop,

| — | ensuring the quality of Cedefop's work and the development of its reputation as an acknowledged leader in its field of expertise, |
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ensuring the quality of Cedefop's work and the development of its reputation as an acknowledged leader in its field of expertise,

| — | accountability to the budgetary authority and to the European Court of Auditors for the budget of Cedefop and responsibility for the preparation and implementation of the budget as well as for sound financial management and internal control (2), |
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accountability to the budgetary authority and to the European Court of Auditors for the budget of Cedefop and responsibility for the preparation and implementation of the budget as well as for sound financial management and internal control (2),

| — | preparing the Annual Reports on Cedefop's activities and presenting it to the European Parliament, |
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preparing the Annual Reports on Cedefop's activities and presenting it to the European Parliament,

| — | the day-to-day management of Cedefop and of all staff matters, including recruitment, supervision and development of staff and fostering a good team spirit and working environment, |
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the day-to-day management of Cedefop and of all staff matters, including recruitment, supervision and development of staff and fostering a good team spirit and working environment,

| — | ensuring the effective representation and public relations of Cedefop at the most senior level in its dealings with the European institutions and bodies throughout the EU, including representation of Cedefop at conferences, seminars and media events, |
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ensuring the effective representation and public relations of Cedefop at the most senior level in its dealings with the European institutions and bodies throughout the EU, including representation of Cedefop at conferences, seminars and media events,

| — | facilitating cooperation between Cedefop, the Commission and the Member States and stakeholders of Cedefop to promote VET, |
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facilitating cooperation between Cedefop, the Commission and the Member States and stakeholders of Cedefop to promote VET,

| — | cooperation with competent bodies in the Member States carrying out similar tasks to those of Cedefop. |
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cooperation with competent bodies in the Member States carrying out similar tasks to those of Cedefop.

The Director's duties are more fully described in the Founding Regulation, especially Articles 2, 3 and 7 (3).

III.   Eligibility criteria

Candidates will be considered for the selection phase on the basis of the following formal criteria to be fulfilled by the deadline for applications:

| — | Nationality: be a national of a Member State of the EU, |
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Nationality: be a national of a Member State of the EU,

| — | University degree or diploma:







  — | have 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 |
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University degree or diploma:

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have 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

| — | have 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 (this one year's professional experience cannot be included in the postgraduate professional experience required below), |
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have 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 (this one year's professional experience cannot be included in the postgraduate professional experience required below),

| — | Professional experience: at least 15 years' full-time equivalent postgraduate level professional experience acquired after having obtained the university degree, |
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Professional experience: at least 15 years' full-time equivalent postgraduate level professional experience acquired after having obtained the university degree,

| — | Management experience: have at least five years of professional experience gained in a high-level management function involving responsibility for the management of staff and finance (4), |
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Management experience: have at least five years of professional experience gained in a high-level management function involving responsibility for the management of staff and finance (4),

| — | Languages: have a thorough knowledge of one of the official languages of the EU and a satisfactory knowledge of another official language of the EU. |
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Languages: have a thorough knowledge of one of the official languages of the EU and a satisfactory knowledge of another official language of the EU.

The applicant also has to:

| — | be able to produce character references as to suitability for performance of the duties of the post, |
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be able to produce character references as to suitability for performance of the duties of the post,

| — | be physically fit to perform the duties relating to the post (5), |
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be physically fit to perform the duties relating to the post (5),

| — | be able to carry out the entire five-year mandate before reaching retirement age (maximum end of month in which candidate reaches 65 years). |
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be able to carry out the entire five-year mandate before reaching retirement age (maximum end of month in which candidate reaches 65 years).

Independence and declaration of interests

The Director will be required to make a declaration of commitment to act independently in the public interest and to make a declaration in respect of any interests which might be considered prejudicial to his/her independence. Applicants must confirm their willingness to do so in their application.

IV.   Selection criteria

Candidates should have:

| — | well-developed management and leadership skills including experience in managing budgetary, financial and human resources, |
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well-developed management and leadership skills including experience in managing budgetary, financial and human resources,

| — | a good understanding of the EU policy in VET, EU institutions and how they operate and interact and a vision of development of EU policies of relevance to the activities of Cedefop and the role of Cedefop, |
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a good understanding of the EU policy in VET, EU institutions and how they operate and interact and a vision of development of EU policies of relevance to the activities of Cedefop and the role of Cedefop,

| — | proven experience in managing complex relationships, including communication and negotiation with different stakeholders, |
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proven experience in managing complex relationships, including communication and negotiation with different stakeholders,

| — | the ability to formulate policy advice at European level in the field of VET and to develop and implement a strategic vision for Cedefop, |
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the ability to formulate policy advice at European level in the field of VET and to develop and implement a strategic vision for Cedefop,

| — | a high level of interpersonal and presentation skills including written and oral communication/negotiation skills; a good command of English is required, as it is the working language of Cedefop, |
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a high level of interpersonal and presentation skills including written and oral communication/negotiation skills; a good command of English is required, as it is the working language of Cedefop,

| — | the ability to interact and negotiate at a senior management level with the EU institutions, public authorities and a range of social partners. |
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the ability to interact and negotiate at a senior management level with the EU institutions, public authorities and a range of social partners.

The following criteria will be considered as additional assets:

| — | relevant professional experience in the field of vocational education and training (this would be considered a strong asset), |
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relevant professional experience in the field of vocational education and training (this would be considered a strong asset),

| — | management experience in an international/European context such as for instance coordinating and managing complex relationships with stakeholders from all or various European Member States, management responsibilities for international teams, or managing an international organisation, |
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management experience in an international/European context such as for instance coordinating and managing complex relationships with stakeholders from all or various European Member States, management responsibilities for international teams, or managing an international organisation,

| — | experience in interacting and negotiating at a senior management level with the EU institutions, public authorities and a range of social partners, |
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experience in interacting and negotiating at a senior management level with the EU institutions, public authorities and a range of social partners,

| — | experience in managing applied research in the fields of VET, labour market, or related fields, |
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experience in managing applied research in the fields of VET, labour market, or related fields,

| — | a good knowledge of other languages of the EU in order to be able to work effectively in Cedefop and communicate efficiently with personnel and stakeholders. |
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a good knowledge of other languages of the EU in order to be able to work effectively in Cedefop and communicate efficiently with personnel and stakeholders.

V.   Selection and appointment

The Director is appointed by the Commission from a list of candidates submitted by Cedefop's Governing Board. Candidates should note that the list may be made public and that inclusion in the list does not guarantee appointment.

The selection process will be based on an examination of the application forms followed by a series of interviews and tests, as outlined below:

| 1. | A Pre-selection Committee, assisted by an external consultant, will examine the applications and draw up a draft list of best-qualified candidates who fulfil all eligibility criteria (Section III) and most closely meet the selection criteria (Section IV) for the post. |
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1.

A Pre-selection Committee, assisted by an external consultant, will examine the applications and draw up a draft list of best-qualified candidates who fulfil all eligibility criteria (Section III) and most closely meet the selection criteria (Section IV) for the post.

| 2. | The best-qualified candidates will be invited for an interview, which may be conducted by telephone and testing by external consultants on behalf of the Pre-selection Committee. Based on the results of these interviews and tests, the Pre-selection Committee will draw up a list of most suitable candidates. These most suitable candidates will be invited to an interview with the Pre-selection Committee which will establish a shortlist of candidates. Candidates will be tested on their proficiency in some or all of the languages listed in their application. The shortlist will be submitted to Cedefop's Governing Board for approval and shortlisted candidates will be invited to give a presentation to the Governing Board. The Governing Board will submit the final shortlist to the Commission. |
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2.

The best-qualified candidates will be invited for an interview, which may be conducted by telephone and testing by external consultants on behalf of the Pre-selection Committee. Based on the results of these interviews and tests, the Pre-selection Committee will draw up a list of most suitable candidates. These most suitable candidates will be invited to an interview with the Pre-selection Committee which will establish a shortlist of candidates. Candidates will be tested on their proficiency in some or all of the languages listed in their application. The shortlist will be submitted to Cedefop's Governing Board for approval and shortlisted candidates will be invited to give a presentation to the Governing Board. The Governing Board will submit the final shortlist to the Commission.

| 3. | Candidates shortlisted by Cedefop's Governing Board will then be called for an interview with the Commission's Consultative Committee on Appointments (CCA) and will have to undergo testing by an assessment centre run by external recruitment consultants. Candidates who are shortlisted by the CCA will then be interviewed by the relevant Commissioner. |
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3.

Candidates shortlisted by Cedefop's Governing Board will then be called for an interview with the Commission's Consultative Committee on Appointments (CCA) and will have to undergo testing by an assessment centre run by external recruitment consultants. Candidates who are shortlisted by the CCA will then be interviewed by the relevant Commissioner.

| 4. | Following these interviews, the Commission will appoint the Director of Cedefop. The successful candidate will be expected to take up the post within three months of nomination by the Commission. |
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4.

Following these interviews, the Commission will appoint the Director of Cedefop. The successful candidate will be expected to take up the post within three months of nomination by the Commission.

Equal opportunities

Cedefop applies a policy of equal opportunities and takes care to avoid any form of discrimination.

VI.   Conditions of employment

The Director will be appointed as a temporary agent at AD 14 grade (6) pursuant to Article 2a of the Conditions of Employment of Other Servants, for a period of five years. The term of office may be renewed once.

The Director will have a probationary period of six months.

Place of employment

The place of employment is Thessaloniki, Greece.

Remuneration

Remuneration will be based on the EU scale of salaries. Pay is subject to Union tax and other deductions laid down in the Staff Regulations. It is, however, exempt from any national taxation.

For any further information on the contractual and working conditions please refer to the Staff Regulations of Officials and the Conditions of Employment of Other Servants, which is accessible at the following address:

http://ec.europa.eu/civil_service/docs/toc100_en.pdf

VII.   Application procedure and closing date

For applications to be valid, candidates must submit:

| 1. | a letter of motivation, |
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1.

a letter of motivation,

| 2. | a curriculum vitae (CV), preferably drafted using the Europass CV format (7). Applicants are explicitly requested to give an account of the experience and expertise relevant to the job as well as details on the size — number of staff —, budget and nature of the departments they have previously managed, |
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2.

a curriculum vitae (CV), preferably drafted using the Europass CV format (7). Applicants are explicitly requested to give an account of the experience and expertise relevant to the job as well as details on the size — number of staff —, budget and nature of the departments they have previously managed,

| 3. | a completed and signed application form. Candidates must use the official application form associated with this vacancy notice on Cedefop's website at www.cedefop.europa.eu. The application form should be completed in English. |
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3.

a completed and signed application form. Candidates must use the official application form associated with this vacancy notice on Cedefop's website at www.cedefop.europa.eu. The application form should be completed in English.

Supporting documents (e.g. certified copies of degrees/diplomas, references, proof of experience, etc.) should not be sent at this point but must be submitted at a later stage of the procedure if requested.

Applications, preferably in English, French or German, must clearly quote on the envelope the vacancy reference number: Cedefop/2012/08/AD.

Applications that are incomplete will be rejected.

The application must be sent to the postal address below, by registered post, by 23.59 Central European Time on 25 January 2013 (date of post registration) at the latest.

For the attention of:

| The Chairman of the Governing Board of Cedefop |
| --- |
| Ref.: Cedefop/2012/08/AD |
| Cedefop |
| P.O. Box 22427 |
| 551 02 Finikas (Thessaloniki) |
| GREECE |

The Chairman of the Governing Board of Cedefop

Ref.: Cedefop/2012/08/AD

Cedefop

P.O. Box 22427

551 02 Finikas (Thessaloniki)

GREECE

Candidates must be able to produce proof of registration if requested.

Applications sent by door-to-door courier service must be delivered to the postal address below, before 16.30 on 25 January 2013:

For the attention of:

| The Chairman of the Governing Board of Cedefop |
| --- |
| Ref.: Cedefop/2012/08/AD |
| Cedefop |
| Europe 123 |
| 570 01 Pylea (Thessaloniki) |
| GREECE |

The Chairman of the Governing Board of Cedefop

Ref.: Cedefop/2012/08/AD

Cedefop

Europe 123

570 01 Pylea (Thessaloniki)

GREECE

Applications should

  also

  be submitted in electronic (Word or pdf) format to the following e-mail address: HR_Director@cedefop.europa.eu by 23.59 Central European Time on 25 January 2013 at the latest.

Applications delivered only via e-mail will not be accepted.

In order to facilitate the selection process, all communication with applicants concerning this vacancy will be in English.

Important information for candidates

| — | Applicants are asked to report any change of address, phone number or e-mail in writing without delay to the Secretary of the Competition: Ms Ginette Manderscheid, Head of Human Resources, Cedefop, e-mail: HR_Director@cedefop.europa.eu |
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Applicants are asked to report any change of address, phone number or e-mail in writing without delay to the Secretary of the Competition: Ms Ginette Manderscheid, Head of Human Resources, Cedefop, e-mail: HR_Director@cedefop.europa.eu

| — | In preparing their applications, candidates may in no event refer to documents, applications or other forms submitted in connection with previous applications. |
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In preparing their applications, candidates may in no event refer to documents, applications or other forms submitted in connection with previous applications.

| — | Candidates who are invited for an interview will be required to produce copies of their diplomas, academic qualifications and employment certificates, with proof of nationality and a recent passport-type photo. |
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Candidates who are invited for an interview will be required to produce copies of their diplomas, academic qualifications and employment certificates, with proof of nationality and a recent passport-type photo.

| — | Supporting documents will not be returned to candidates. |
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Supporting documents will not be returned to candidates.

| — | Please ensure that the e-mail address provided on your application is correct (and that your mailbox is not full), as most correspondence will be by e-mail. |
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Please ensure that the e-mail address provided on your application is correct (and that your mailbox is not full), as most correspondence will be by e-mail.

Candidates are reminded that the selection procedures and deliberations are confidential. It is forbidden for candidates to make direct or indirect contact with any individuals involved in the selection process or for anybody to do so on their behalf. All enquiries or requests for information or documentation in relation to the competition should be addressed to the Secretary of the competition: Ms Ginette Manderscheid (HR_Director@cedefop.europa.eu).

VIII.   Protection of personal data

The Commission and Cedefop will ensure that candidates' personal data are processed as required by 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 Community institutions and bodies and on the free movement of such data (8). Should the candidate have any queries concerning the processing of his/her personal data, he/she shall address them to the Data Protection Officer, Cedefop.

IX.   Appeal procedures

If a candidate considers that he/she has been adversely affected by a particular decision, he/she can lodge a complaint under Article 90(2) of the Staff Regulations of Officials and Conditions of Employment of Other Servants, at the following address:

| Head of Human Resources |
| --- |
| Cedefop |
| P.O. Box 22427 |
| 551 02 Finikas (Thessaloniki) |
| GREECE |

Head of Human Resources

Cedefop

P.O. Box 22427

551 02 Finikas (Thessaloniki)

GREECE

The complaint must be lodged within three months after the candidate has been informed of the final outcome of the procedure.

Candidates also have the possibility to complain to the European Ombudsman. Please note that complaints made to the Ombudsman have no suspensive effect on the time-period laid down in Article 91 of the Staff Regulations.

In case of discrepancies between the language versions of the vacancy notice, the English language version prevails.

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(1)  This includes the medium-term priorities (http://www.cedefop.europa.eu/EN/publications/18538.aspx) as well as the annual work programme (http://www.cedefop.europa.eu/EN/about-cedefop/governance/work-programme.aspx).

(2)  These tasks are described more in detail in Cedefop's financial rules (www.cedefop.europa.eu), in Council Regulation (EC, Euratom) No 1605/2002, and in Council Regulations (EC) No 58/2003 and (EC) No 1655/2003.

(3)  http://www.cedefop.europa.eu/EN/about-cedefop/governance/cedefop-founding-regulation.aspx

(4)  In their CVs applicants should indicate at least for the required five years during which management experience has been acquired: (1) title and role of management positions held; (2) numbers of staff overseen in these positions; (3) the size of budgets managed; and (4) numbers of hierarchical layers above and below and number of peers.

(5)  Before appointment, the successful candidate must undergo a medical examination to establish that he/she is physically fit to perform the duties of the post.

(6)  At present, the basic monthly salary for grade AD 14 (Step 1) is EUR 13 216.

(7)  The Europass CV can be downloaded from the website:

https://europass.cedefop.europa.eu/

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

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