This selection procedure is intended to establish a reserve list of successful candidates (indicative number is 3). There is currently 1 available vacant post.
Europol is a well-established and recognized organisation that became an EU agency in 2010. It is constantly looking for creative, self-reliant and energetic employees, who are up to the challenges involved in international crime-fighting, to work in its state-of-the-art headquarters in The Hague, the Netherlands.
It employs more than 1,000 personnel, including around 130 analysts, to identify and track the most dangerous criminal and terrorist networks in Europe. Our people come from a variety of professional backgrounds such us law enforcement, finance, legal, information technologies, human resources, communication, etc.
Working in close-knit teams, our specialists use their expertise and our cutting-edge technology to support investigations into serious organised crime and terrorism within and outside the EU.
• disrupted many criminal and terrorist networks
• contributed to the arrest of thousands of dangerous criminals
• helped recover millions of euros of crime proceeds
• helped hundreds of victims of trafficking and abuse, including children.
The working environment at Europol has a lot to offer. It is:
• highly collaborative
• intellectually stimulating
Prospective candidates should be prepared to work in a dynamic and fast-moving environment that requires a high level of flexibility, and should have the ability to perform well within a team.
Europol is an equal opportunities employer and encourages applications without distinction on the basis of gender, colour, racial, ethnic or social origin, genetic features, language, religion or belief, political or any other opinion, membership of a national minority, property, birth, disability, nationality, age, sexual orientation or gender identity.
We aim to create and maintain a healthy and attractive work environment that supports women and men in their career planning and in achieving a healthy work-life balance.
Employment at Europol is open to nationals of EU Member States. There is no nationality quota system in operation, but Europol is striving for a broad range of nationalities in order to keep a well-balanced geographical distribution among its staff members. Applications from female candidates are particularly encouraged.
If you would like to be part of a supportive team that allows you to make a strong contribution, and if you have seen a position that appeals to you, we'd like to hear from you.
The Governance Directorate is responsible for supporting and assisting Europol Management and the rest of the organisation by providing advice and maintaining strategic links with relevant EU bodies and law enforcement agencies of the Member States.
Maintaining close cooperation with other Directorates, particularly on key corporate matters and monitor business planning and performance management, are also among the Executive Directorates' task.
Furthermore, the Governance Directorate is responsible to promote Europol's achievements in the media and among the general public and the representation of the organisation at internal and external meetings as well as ensuring Europol’s physical and data security.
The Security department’s responsibility is to establish all security measures that need to be applied to protect the persons employed at Europol, the Europol building, together with its installations and all Europol information and to ensure the safe and continual operational functioning of Europol.
Under the supervision of the Senior Specialist of the Security Unit, the job holder will be responsible for planning the work of the security guards and for the development, implementation and maintenance of the emergency response capability. This position requires to work during normal office working hours but might be needed to perform duties during non-working hours, weekends and public holidays.
The successful applicant will have to carry out the following main duties:
• Planning and coordinating the work of the security guards, including training and the administration of financial commitments and other documents in relation to physical security;
• Develop, Implement and amend policies, procedures, plans and directives related to the area of Physical Security;
• Develop and present security awareness programs for Europol staff;
• Develop and execute internal training programs for security and safety for staff;
• Create and maintain a network with external stakeholders with relation to Security;
• Prepare and participate in internal and external meetings and other engagements related to Europol's security;
• Report directly to the BM Security for all physical security matters, in the absence of the G51 Line Manager;
• Perform stand by duties upon decision of the BM Security;
• Support the physical security senior Specialist in recruitment, tendering and other relevant processes;
• Ensure that Europol's security requirements are updated and implemented;
• Ensure that Security and Safety Policies are followed and report security incidents and breaches;
• Support the Senior Specialist in the organization of security and safety measures for specific events;
• Responsible for the development, implementation and maintaining the Emergency response capability;
• Implementing the Company emergency Plan, Evacuation Plan (monitoring the compliance) and tasking of the Emergency Response Team;
• Any other duties in the area of competence as assigned by Management.
• Be a national of one of the Member States of the European Union and enjoy full rights as a citizen;
• Have fulfilled any obligations imposed by the applicable laws on military service;
• Produce appropriate character references as to his or her suitability for the performance of the duties;
• Be physically fit to perform the duties pertaining to the position (prior to appointment, the successful candidate will be medically examined by one of the institution’s medical officers in order that the institution may be satisfied that the candidate fulfils the requirements of Article 12(2)(d) CEOS)
• Produce evidence of a thorough knowledge of one of the languages of the Union and a satisfactory knowledge of another language of the Union to the extent necessary for the performance of the duties.
• Possess a level of post-secondary education attested by a diploma (if the official duration of the course is less than 3 years, the difference shall be deducted from professional experience in accordance with the information below):
|Duration of professional training||Professional experience|
|More than 6 months and up to 1 year||3 years|
|More than 1 year and up to 2 years||2 years|
|More than 2 years and up to 3 years||1 year|
• Possess a level of secondary education attested by a diploma giving access to post-secondary education, and appropriate professional experience of at least 3 years.
a. Professional experience (assessed mainly during the Shortlisting phase):
• At least 5 years of relevant professional work experience gained after the award of the diploma;
• Experience of managing confidential information;
• Experience in working in a law enforcement, intelligence and public service community, army, fire brigade and/ or other organisations engaged in security and crisis management;
• Experience in working with a security management system.
b. Professional knowledge (assessed during the Selection procedure - Written/Practical test and/or Interview):
• Technical and operational knowledge of (physical) security and safety ;
• Working knowledge of planning and coordinating 24/7 shifts
• Additional certificates in the area of security, safety and or law enforcement.
c. General competencies (assessed during the Selection procedure - Written/Practical test and/or Interview):
• Very good communication skills in English, both orally and in writing;
• Very good drafting skills.
Analysing & problem solving:
• Keen eye for detail with the ability to maintain standards of accuracy under pressure of tight deadlines;
• Good analytical and problem solving skills including the ability to anticipate potential problems, determine and implement solutions;
• Competent user of Microsoft Office applications (MS Word, Excel, PowerPoint and Outlook) and the internet.
Delivering quality and results:
• High degree of commitment and flexibility;
• High level of customer and service-orientation.
Prioritising and organising:
• Good administrative and organisational skills.
• Ability to work well under pressure, both independently and in a team;
• Good interpersonal skills, including the ability to effectively liaise with other departments, groups and teams as well as with external partners.
• Ability to work effectively in an international and multi-cultural environment.
The Contracting Authority sets up a Selection Committee which consists of at least three members, one from the Human Resources Unit of Europol, one from the concerned Unit or Department and one designated by the Staff Committee.
For non-restricted posts the Contracting Authority may designate up to two additional members to the Selection Committee on a proposal from the Management Board, either from another service of Europol, from outside Europol or from outside the community institutions including Member States.
The Selection Committee determines candidates’ suitability for the position by assessing their skills, experience and qualifications against the established job profile and makes an initial selection from the applications received.
The Selection Committee will invite the 5 highest scoring candidates (short-listed). All candidates having a score equal to the 5th highest scoring candidate will be included in the list of invited candidates. Shortlisted applicants are invited to participate in a post-related selection procedure, generally consisting of written and/or practical tests and competency-based interviews.
The Contracting Authority makes a decision of appointment on the basis of advice from the Selection Committee. The Contracting Authority will inform the Committee of its decision. All candidates who attend the selection procedure will be informed of the outcome.
Candidates who attended a selection procedure may request feedback on their performance of the written test and interview within three months after the selection procedure. Europol will not be in a position to respond to feedback inquiries received outside this time frame.
The Selection Committee’s work and deliberations are confidential. It is forbidden for candidates to make direct or indirect contact with the members of the Selection Committee or for anyone to do so on their behalf. All enquiries or requests for information or documentation in relation to the competition should be addressed to the Europol Recruitment Office.
Detailed information on the selection procedure, including the appeal procedure is available in the Europol Recruitment Guidelines, which can be found on Europol’s website.