This selection procedure is intended to establish a reserve list of successful candidates (indicative number is 5). Europol retains the right to make use of the reserve list to select candidates for similar posts, should business needs require so.
The post of Senior Agent - Testing is located in Test & Quality Assurance Team (C13-QA), ICT Department, Capabilities Directorate.
Purpose of the post:
The holder of this position is mainly responsible for performing day-to-day testing activities in assigned projects by designing and executing test plans/cases that are to be executed in a manual and automated manner that includes structured and exploratory testing, developing/maintaining automated test scripts for regression testing and non-functional testing activities.
The incumbent reports to the Senior Specialist - Team Leader Quality Assurance (C13-QA).
BACKGROUND, MAIN PURPOSE AND TASKS OF THE POST
Reporting to the Senior Specialist - Team Leader Quality Assurance, the successful applicant will have to carry out the following main duties:
REQUIREMENTS - ELIGIBILITY CRITERIA
a. Candidates must
b. Candidates must have
Possess a level of education which corresponds to completed university studies preferably in the area of Computer Science, attested by a diploma when the normal period of university education is at least 3 years.
Professional training of an equivalent level, and after having completed the training, at least the number of years of relevant professional experience as indicated below:
Duration of professional training Additional professional experience required for equivalency
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 1 year
REQUIREMENTS - SELECTION CRITERIA
a. Professional experience
In addition to the previous requirements, at least 4 years of relevant professional work experience in the following areas:
b. Professional knowledge
c. General competencies
Analysing & problem solving:
Delivering quality and results:
Prioritising and organising:
All applications for Contract Agent posts must be submitted through the online recruitment system accessible via Europol’s website.
The Authority Authorised to Conclude Contracts of Employment (AACC) sets up a Selection Committee, which consists of at least three members, consisting of one chair and at least one member from the Administration of Europol and one member designated by the Staff Committee.
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 7 highest scoring candidates (shortlisted). All candidates having a score equal to the 7th highest scoring candidate will be included to 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 AACC makes a decision of appointment on the basis of advice from the Selection Committee. He will inform the Committee of his decision. All candidates who participate to the selection procedure will be informed of the outcome.
Candidates who participated to 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 period.
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 Team.
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.
The AACC shall classify contract staff in their function group taking into consideration their qualifications and professional experience at the time of entry into service.
The basic monthly salary is:
Grade 13 (EUR 3,531.26), grade 14 (EUR 3,995.43) or grade 16 (EUR 5,114.82)
Grade Qualifications and professional experience
13 Less than 5 years
14 Between 5 years and 17 years
16 More than 17 years
Staff pay EU tax at source but salaries are exempt from national taxes. Compulsory deductions are made for medical insurance, pension and unemployment insurance.
Subject to the applicable conditions being met, as defined in the EU Staff Regulations (EUSR)/CEOS and further specified in the case law of the Court of Justice of the European Union, allowances such as expatriation allowance (16% of basic gross salary) or foreign residence allowance (4% of basic gross salary), household allowance, dependent child and / or education allowance may be granted.
Staff enjoy worldwide insurance coverage by the Joint Sickness Insurance Scheme (JSIS) and are insured against sickness, the risk of occupational disease and accident.
Europol offers flexible working arrangements, a comprehensive provision for annual leave as well as parental leave supporting a healthy work-life balance.
Indicative net salary sample calculation:
a) Staff member (single) in receipt of expatriation allowance (16%): for grade 13: EUR 3,847.28; for grade 14: 4,319.72, for grade 16: 5,417.87
b) Staff member with two dependent children in their custody in receipt of expatriation allowance (16%): for grade 13: EUR 5,427.74; for grade 14: 5,926.06, for grade 16: 7,111.34
The above information is indicative and for information purposes only. It is merely meant to give an indication of your possible net salary in light of the currently applicable amounts of the related allowances and the level of taxation. It has no legal value and no rights can be derived from it.
The information is based on figures applicable as of July 2019.
TERMS AND CONDITIONS
Contract of employment
The successful candidate will be recruited as Contract Agent FGIV pursuant to Article 3(a) of the CEOS.
Contract linked to duties not funded by an EU grant
The initial contract will be concluded for a fixed period of 4 years (full-time – 40 hours a week). The contract may be renewed, in principle, for a fixed period of 2 years. Any further renewal shall be for an indefinite duration.
Contract linked to duties of limited duration in time, funded by an EU grant
The initial contract will be concluded for a fixed period of between 13 months and 4 years (full-time – 40 hours a week, unless otherwise specified), depending on the requirements and duration of the grant-funded post. The contract may be further renewed for another fixed period and, subsequently, for an indefinite duration, subject to the interest of the service and the availability of an EU grant. The end of such funding constitutes a valid ground for non-renewal or termination of the contract.
In case of successive contracts under Article 3a) of the CEOS, the duration of the contract offered will be set in accordance with the provisions of the Decision of the Management Board of Europol of 4 October 2019 governing the conditions of employment of contract staff employed under the terms of Article 3a) thereof.
The place of employment will be The Hague, The Netherlands.
For further information on terms and conditions please consult the EUSR/CEOS available on Europol’s website
Security screening and certificate of good conduct
Candidates who have been recruited to a post at Europol are required to furnish a valid certificate of good conduct before the start of their employment.
The certificate of good conduct must be provided to Europol prior the signature of the employment contract. The certificate of good conduct must be issued by the relevant authorities of the country of nationality of the candidate and must not be older than three months at the time of submission to Europol. Europol reserves the right not to proceed with the signature of the contract based on the content of the certificate or if the candidate fails to provide the certificate to Europol.
The certificate of good conduct does not substitute a valid security clearance required for all Europol staff at the level indicated in the vacancy notice. Failure to obtain the requisite security clearance before the expiration of the probationary period may be cause for termination of the employment contract.
Candidates who currently hold a valid security clearance at the level indicated in the vacancy notice or above do not need to obtain a certificate of good conduct or a new security clearance and must provide a copy of the current security clearance certificate to Europol prior to the signature of the employment contract. Europol shall verify and confirm the continued validity of the security clearance. In case Europol determines that the security clearance is not valid, the candidate will be required to provide a valid certificate of good conduct prior to the signature of the employment contract. Europol may at any time terminate the employment contract if the result of the security screening is not positive and the necessary clearance level is not granted or extended.
The requested level of security clearance for this post is: CONFIDENTIAL UE/EU CONFIDENTIAL.
Engagement for this position is subject to the successful completion of a probationary period of 9 months.
In case of successive contracts under Article 3a) of the CEOS, a candidate may be exempt from the requirement to serve another probationary period in accordance with the provisions of the Decision of the Management Board of Europol of 4 October 2019 governing the conditions of employment of contract staff employed under the terms of Article 3a) thereof.
Europol reserves the right to terminate the contract of employment during or at the end of the probation period in accordance with Article 84 CEOS.
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 our colleagues 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.
Europol respects your privacy and is committed to protecting your personal data. Your data will be processed in accordance with Regulation (EU) 2018/1725 of the European Parliament and of the Council of 23 October 2018 on the protection of natural persons with regard to the processing of personal data by the Union institutions, bodies, offices and agencies and on the free movement of such data applicable to Europol under Article 46 of the Europol Regulation.
For additional information, please consult the applicable privacy statement available on our website.
Deadline for application: 09 July 2020, 23:59 Amsterdam Time zone
Recruitment procedure: August 2020
APPLICATION PROCESS AND SELECTION PROCEDURE
Please refer to the EUROPOL RECRUITMENT GUIDELINES available on Europol’s website for further details on the application process and the selection procedure.
For further details on the application process please call +31 (0) 70 353 1146 or +31 (0) 70 353 1152.