# Official Journal C 204A/2010

| | ISSN 1725-2423
  doi:10.3000/17252423.CA2010.204.eng |
| --- | --- |
| Official Journal
  of the European Union | C 204A |
| | |
| English edition | Information and Notices | Volume 5328 July 2010 |

ISSN 1725-2423

doi:10.3000/17252423.CA2010.204.eng

Official Journal

of the European Union

C 204A

English edition

Information and Notices

Volume 5328 July 2010

---

| Notice No | Contents | page |
| --- | --- | --- |
| | V   Announcements |
| | ADMINISTRATIVE PROCEDURES |
| | Court of Auditors |
| 2010/C 204A/01 | Recruitment notice No CC/AD/19/10 — Director (Function group AD, grade 15) — Secretariat-General — Directorate of Human Resources | 1 |
| 2010/C 204A/02 | Recruitment notice No CC/AD/18/10 — Director (Function group AD, grade 14) — Presidency | 4 |

Notice No

Contents

page

V   Announcements

ADMINISTRATIVE PROCEDURES

Court of Auditors

2010/C 204A/01

Recruitment notice No CC/AD/19/10 — Director (Function group AD, grade 15) — Secretariat-General — Directorate of Human Resources

1

2010/C 204A/02

Recruitment notice No CC/AD/18/10 — Director (Function group AD, grade 14) — Presidency

4

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.

| 5 | (FR) |
| --- | --- |
| 9 | |
| 19 | (FR) |
| 23 | (DE/ES/PT) |
| 28 | |
| 48 | |
| 53 | |
| 56 | |
| 57 | |
| 60 | |
| 61 | (DE/EN/FR) |
| 62 | |
| 64 | |
| 66 | (BG/RO) |
| 67 | (ES) |
| 70 | (PT) |
| 73 | (FI) |
| 74 | (SV) |
| 91 | |
| 95 | |
| 104 | |
| 110 | |
| 116 | (ET) |
| 119 | |
| 129 | (EL) |
| 137 | (LT/LV/MT) |
| 138 | (BG/CS/LT/PL/RO/SK) |
| 143 | (DE/EN/FR) |
| 144 | (DE/EN/FR) |
| 146 | (DA/FI/MT) |
| 147 | (FI) |
| 149 | (IT) |
| 150 | (BG/CS/LT/PL/RO/SK) |
| 151 | |
| 155 | |
| 156 | (PL) |
| 157 | |
| 163 | |
| 164 | |
| 171 | (IT) |
| 178 | (DE/EN/FR) |
| 184 | |
| 188 | (DA/DE/EN/FR/SL) |
| 190 | |
| 191 | |
| 192 | (DE/EN/FR) |
| 196 | (BG/EN/NL/RO/SL) |
| 201 | |
| 204 | (EN/FR) |

5

(FR)

9

19

(FR)

23

(DE/ES/PT)

28

48

53

56

57

60

61

(DE/EN/FR)

62

64

66

(BG/RO)

67

(ES)

70

(PT)

73

(FI)

74

(SV)

91

95

104

110

116

(ET)

119

129

(EL)

137

(LT/LV/MT)

138

(BG/CS/LT/PL/RO/SK)

143

(DE/EN/FR)

144

(DE/EN/FR)

146

(DA/FI/MT)

147

(FI)

149

(IT)

150

(BG/CS/LT/PL/RO/SK)

151

155

156

(PL)

157

163

164

171

(IT)

178

(DE/EN/FR)

184

188

(DA/DE/EN/FR/SL)

190

191

192

(DE/EN/FR)

196

(BG/EN/NL/RO/SL)

201

204

(EN/FR)

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

EN

---

V Announcements

ADMINISTRATIVE PROCEDURES

Court of Auditors

| 28.7.2010 | EN | Official Journal of the European Union | CA 204/1 |
| --- | --- | --- | --- |

28.7.2010

EN

Official Journal of the European Union

CA 204/1

---

RECRUITMENT NOTICE No CC/AD/19/10

Director

(Function group AD, grade 15)

Secretariat-General — Directorate of Human Resources

(2010/C 204 A/01)

WHO WE ARE

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

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

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

The Court is an equal-opportunities employer and welcomes applications from qualified candidates, both men and women, without discrimination.

The Court of Auditors has its headquarters in Luxembourg.

WHAT WE OFFER

The Court of Auditors has decided to organise a recruitment procedure for a Director post (grade AD 15) in the Secretariat-General — Directorate of Human Resources, in accordance with Article 29(2) of the Staff Regulations of Officials of the European Communities (1) (the Staff Regulations). This selection procedure will be run in parallel with an internal and interinstitutional recruitment procedure.

The successful candidate will be recruited in grade AD 15 (2) at a basic monthly salary of EUR 13 192,64. This salary, which is subject to Community tax but exempt from national taxes, may be increased by a number of allowances as set out in the Staff Regulations.

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

| — | to prepare, propose and implement the Court's human resources and professional training policies in accordance with the strategic guidelines and decisions adopted by the Court and the Secretary-General, |
| --- | --- |

—

to prepare, propose and implement the Court's human resources and professional training policies in accordance with the strategic guidelines and decisions adopted by the Court and the Secretary-General,

| — | to ensure the smooth running of the Directorate in conjunction with all the other services of the Court, to supervise, guide, motivate and coordinate the three units in the Directorate, and to optimise the use of resources by assuring the quality of the Directorate's work, |
| --- | --- |

—

to ensure the smooth running of the Directorate in conjunction with all the other services of the Court, to supervise, guide, motivate and coordinate the three units in the Directorate, and to optimise the use of resources by assuring the quality of the Directorate's work,

| — | to draw up and implement the Directorate's annual work programme and report on its implementation, |
| --- | --- |

—

to draw up and implement the Directorate's annual work programme and report on its implementation,

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

—

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

YOUR PROFILE

This selection procedure is open to all candidates who can satisfy the following conditions on the application deadline:

| — | a level of education corresponding to completed university studies, attested by a recognised diploma in at least one of the following fields: finance, economics, law, political science or social science; studies specialising in human resources management and/or professional training would be an advantage, |
| --- | --- |

—

a level of education corresponding to completed university studies, attested by a recognised diploma in at least one of the following fields: finance, economics, law, political science or social science; studies specialising in human resources management and/or professional training would be an advantage,

| — | at least 15 years' reliable professional experience acquired since the qualifications referred to above, at least six of which must have been in managerial functions. Reliable and successful professional experience in human resources management and/or professional training, |
| --- | --- |

—

at least 15 years' reliable professional experience acquired since the qualifications referred to above, at least six of which must have been in managerial functions. Reliable and successful professional experience in human resources management and/or professional training,

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

—

proven ability to devise and implement a human resources policy, including defining and reporting on the objectives and results to be achieved,

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

—

proven ability to devise and implement a professional training strategy,

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

—

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

| — | excellent management skills: team leadership and motivation, ability to recognise and exploit staff potential and manage conflict, |
| --- | --- |

—

excellent management skills: team leadership and motivation, ability to recognise and exploit staff potential and manage conflict,

| — | the necessary motivation to play a role in managing the administration of an EU institution which is constantly striving to improve its performance; the capacity to innovate and convince others to embrace change, |
| --- | --- |

—

the necessary motivation to play a role in managing the administration of an EU institution which is constantly striving to improve its performance; the capacity to innovate and convince others to embrace change,

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

—

versatility and the ability to analyse and summarise,

| — | excellent interpersonal skills and the ability to communicate orally and in writing, |
| --- | --- |

—

excellent interpersonal skills and the ability to communicate orally and in writing,

| — | proven ability to work with other stakeholders. Approachability, openness of mind, awareness of the general interest and ability to negotiate, |
| --- | --- |

—

proven ability to work with other stakeholders. Approachability, openness of mind, awareness of the general interest and ability to negotiate,

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

—

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

CONDITIONS FOR APPOINTMENT

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

| — | be a national of one of the Member States of the European Union (3), |
| --- | --- |

—

be a national of one of the Member States of the European Union (3),

| — | enjoy full rights as a citizen of that Member State, |
| --- | --- |

—

enjoy full rights as a citizen of that Member State,

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

—

have fulfilled any obligations imposed on him/her by the laws concerning military service,

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

—

produce the necessary character references as to his/her suitability for the performance of his/her duties.

SELECTION PROCEDURE

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






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

(a)

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

(i)

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

| (ii) | their ability to perform management tasks and lead a team; |
| --- | --- |

(ii)

their ability to perform management tasks and lead a team;

| (iii) | their performance in specific areas required for the post. |
| --- | --- |

(iii)

their performance in specific areas required for the post.

| (b) | The board will evaluate candidates in two stages:






  (i) | all candidates will be assessed on the basis of:






  — | their personal file, curriculum vitae and letter giving their reasons for applying, |
| --- | --- | --- | --- |

(b)

The board will evaluate candidates in two stages:

(i)

all candidates will be assessed on the basis of:

—

their personal file, curriculum vitae and letter giving their reasons for applying,

| — | a case study which they will be required to write; |
| --- | --- |

—

a case study which they will be required to write;

| (ii) | the successful candidates will be invited to:






  — | attend an interview, |
| --- | --- | --- |

(ii)

the successful candidates will be invited to:

—

attend an interview,

| — | present the case study. |
| --- | --- |

—

present the case study.

If the board so chooses, it may also have the candidates' management skills assessed by an external evaluator.

APPLICATIONS

Applications must be written in English or French and sent by electronic mail to the following address: vacancies@eca.europa.eu. The subject line must contain the number of the vacancy notice. Applications must be accompanied by a letter setting out the candidate's reasons for applying and a current curriculum vitae drawn up using the ‘Europass CV’ template (available at http://europass.cedefop.europa.eu).

The final date for submitting applications is 6 September 2010 at 12 a.m.

Candidates who are invited to interview (4) are advised that they will be required on the day in question to produce copies or photocopies of supporting documents with evidence of their qualifications, professional experience and current functions. None of these documents will be returned to the candidates.

Luxembourg, 9 July 2010.

For the Court of Auditors

Vítor CALDEIRA

President

---

(1)  OJ L 124, 27.4.2004, p. 1.

1

(2)  The official will be reclassified on appointment in accordance with Article 32 of the Staff Regulations.

2

(3)  Belgium, Bulgaria, the Czech Republic, Denmark, Germany, Estonia, Ireland, Greece, Spain, France, Italy, Cyprus, Latvia, Lithuania, Luxembourg, Hungary, Malta, the Netherlands, Austria, Poland, Portugal, Romania, Slovenia, Slovakia, Finland, Sweden and the United Kingdom.

3

(4)  This does not apply to candidates employed by the Court of Auditors on the date of application.

4

---

| 28.7.2010 | EN | Official Journal of the European Union | CA 204/4 |
| --- | --- | --- | --- |

28.7.2010

EN

Official Journal of the European Union

CA 204/4

---

RECRUITMENT NOTICE No CC/AD/18/10

Director

(Function group AD, grade 14)

Presidency

(2010/C 204 A/02)

WHO WE ARE

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

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

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

The Court is an equal-opportunities employer and welcomes applications from qualified candidates, both men and women, without discrimination.

The Court of Auditors has its headquarters in Luxembourg.

WHAT WE OFFER

The Court of Auditors has decided to organise a recruitment procedure for a Director post (grade AD 14) in its Presidency department, in accordance with Article 29(2) of the Staff Regulations of Officials of the European Communities (1) (the Staff Regulations). This selection procedure will be run in parallel with an internal and interinstitutional recruitment procedure.

The successful candidate will be recruited in grade AD 14 (2) at a basic monthly salary of EUR 11 660,09. This salary, which is subject to Community tax but exempt from national taxes, may be increased by a number of allowances as set out in the Staff Regulations.

The Director of the Presidency is a senior official. His/her responsibilities are:

| — | to carry out the duties of liaison officer, and in particular to coordinate, supervise and monitor the Court of Auditors' bilateral and multilateral relations with the supreme audit institutions (SAIs) of the Member States, candidate countries and third countries, and with international audit organisations (Eurosai, Intosai, IFAC, etc.), |
| --- | --- |

—

to carry out the duties of liaison officer, and in particular to coordinate, supervise and monitor the Court of Auditors' bilateral and multilateral relations with the supreme audit institutions (SAIs) of the Member States, candidate countries and third countries, and with international audit organisations (Eurosai, Intosai, IFAC, etc.),

| — | to provide stakeholders and staff, in an efficient and effective manner, with precise and relevant information about the role and activities of the Court and the results of its work, |
| --- | --- |

—

to provide stakeholders and staff, in an efficient and effective manner, with precise and relevant information about the role and activities of the Court and the results of its work,

| — | to assist the Presidency and the Administrative Committee on matters of policy, principle or strategic relevance, in particular the preparation and oversight of the Court's global strategy, the Court's work programme and its annual activity report, |
| --- | --- |

—

to assist the Presidency and the Administrative Committee on matters of policy, principle or strategic relevance, in particular the preparation and oversight of the Court's global strategy, the Court's work programme and its annual activity report,

| — | to support the President in the execution of the duties which are entrusted to him/her in his/her capacity as the Court's representative to the outside world, especially in the field of relations with the discharge authority, |
| --- | --- |

—

to support the President in the execution of the duties which are entrusted to him/her in his/her capacity as the Court's representative to the outside world, especially in the field of relations with the discharge authority,

| — | to oversee administrative support for the Contact Committee of the Heads of the Supreme Audit Institutions of the EU Member States and the European Court of Auditors. |
| --- | --- |

—

to oversee administrative support for the Contact Committee of the Heads of the Supreme Audit Institutions of the EU Member States and the European Court of Auditors.

YOUR PROFILE

This selection procedure is open to all candidates who can satisfy the following conditions on the deadline for applications:

| — | a level of education corresponding to completed university studies, attested by a recognised diploma in at least one of the following fields: finance, economics, law, political science or social science, |
| --- | --- |

—

a level of education corresponding to completed university studies, attested by a recognised diploma in at least one of the following fields: finance, economics, law, political science or social science,

| — | at least 15 years' reliable professional experience acquired since the qualifications referred to above, at least four of which must have been in managerial functions, |
| --- | --- |

—

at least 15 years' reliable professional experience acquired since the qualifications referred to above, at least four of which must have been in managerial functions,

| — | proven ability to devise and implement a strategy of cooperation with other institutions, |
| --- | --- |

—

proven ability to devise and implement a strategy of cooperation with other institutions,

| — | proven ability to devise a communication policy, |
| --- | --- |

—

proven ability to devise a communication policy,

| — | proven ability to devise and adhere to an organisational strategy and programme, |
| --- | --- |

—

proven ability to devise and adhere to an organisational strategy and programme,

| — | proven ability to supervise, coordinate and verify the use of human, financial and material resources, |
| --- | --- |

—

proven ability to supervise, coordinate and verify the use of human, financial and material resources,

| — | excellent management skills: team leadership and motivation, ability to recognise and exploit staff potential and manage conflict, |
| --- | --- |

—

excellent management skills: team leadership and motivation, ability to recognise and exploit staff potential and manage conflict,

| — | the necessary motivation to play a role in the Presidency of an EU institution which is constantly striving to improve its performance; the capacity to innovate and convince others to embrace change, |
| --- | --- |

—

the necessary motivation to play a role in the Presidency of an EU institution which is constantly striving to improve its performance; the capacity to innovate and convince others to embrace change,

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

—

versatility and the ability to analyse and summarise,

| — | excellent interpersonal skills and the ability to communicate orally and in writing, |
| --- | --- |

—

excellent interpersonal skills and the ability to communicate orally and in writing,

| — | proven ability to work with other stakeholders. Approachability, openness of mind, an awareness of the general interest and ability to negotiate, |
| --- | --- |

—

proven ability to work with other stakeholders. Approachability, openness of mind, an awareness of the general interest and ability to negotiate,

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

—

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

CONDITIONS FOR APPOINTMENT

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

| — | be a national of one of the Member States of the European Union (3), |
| --- | --- |

—

be a national of one of the Member States of the European Union (3),

| — | enjoy full rights as a citizen of that Member State, |
| --- | --- |

—

enjoy full rights as a citizen of that Member State,

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

—

have fulfilled any obligations imposed on him/her by the laws concerning military service,

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

—

produce the necessary character references as to his/her suitability for the performance of his/her duties.

SELECTION PROCEDURE

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






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

(a)

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

(i)

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

| (ii) | their ability to perform management tasks and lead a team; |
| --- | --- |

(ii)

their ability to perform management tasks and lead a team;

| (iii) | their performance in specific areas required for the post. |
| --- | --- |

(iii)

their performance in specific areas required for the post.

| (b) | The board will evaluate candidates in two stages:






  (i) | all candidates will be assessed on the basis of:






  — | their personal file, curriculum vitae and letter giving their reasons for applying, |
| --- | --- | --- | --- |

(b)

The board will evaluate candidates in two stages:

(i)

all candidates will be assessed on the basis of:

—

their personal file, curriculum vitae and letter giving their reasons for applying,

| — | a case study which they will be required to write; |
| --- | --- |

—

a case study which they will be required to write;

| (ii) | the successful candidates will be invited to:






  — | attend an interview, |
| --- | --- | --- |

(ii)

the successful candidates will be invited to:

—

attend an interview,

| — | present the case study. |
| --- | --- |

—

present the case study.

If the board so chooses, it may also have the candidates' management skills assessed by an external evaluator.

APPLICATIONS

Applications must be written in English or French and sent by electronic mail to the following address: vacancies@eca.europa.eu. The subject line must contain the number of the vacancy notice. Applications must be accompanied by a letter setting out the candidate's reasons for applying and a current curriculum vitae drawn up using the ‘Europass CV’ template (available at http://europass.cedefop.europa.eu).

The final date for submitting applications is 6 September 2010 at 12 a.m.

Candidates who are invited to interview (4) are advised that they will be required on the day in question to produce copies or photocopies of supporting documents with evidence of their qualifications, professional experience and current functions. None of these documents will be returned to the candidates.

Luxembourg, 9 July 2010.

For the Court of Auditors

Vítor CALDEIRA

President

---

(1)  OJ L 124, 27.4.2004, p. 1.

1

(2)  The official will be reclassified on appointment in accordance with Article 32 of the Staff Regulations.

2

(3)  Belgium, Bulgaria, the Czech Republic, Denmark, Germany, Estonia, Ireland, Greece, Spain, France, Italy, Cyprus, Latvia, Lithuania, Luxembourg, Hungary, Malta, the Netherlands, Austria, Poland, Portugal, Romania, Slovenia, Slovakia, Finland, Sweden and the United Kingdom.

3

(4)  This does not apply to candidates employed by the Court of Auditors on the date of application.

4

---