This selection procedure is intended to establish a reserve list of successful candidates. It is envisaged to start using the reserve list in Q2/Q3 2025. Europol retains the right to make use of the reserve list to select candidates for similar posts within the organisation, should business needs require so.
The post of Senior Specialist – Head of Team – Deployment Management & Support is located in the Operational Centre, Operational & Analysis Centre, Operations Directorate.
The Operations Directorate deals with the core business of Europol, improving the effectiveness and cooperation of the competent authorities in the Member States (MS) in preventing and combating serious and organised crime, as well as terrorism affecting the Member States. This requires close cooperation with the Liaison Bureaux (LBx) at Europol and via them with the operational teams in the MS. Europol delivers a number of products and services to national law enforcement agencies to support them in their fight against international serious and organised crime, as well as terrorism.
The Operations Directorate hosts five distinct Departments: The Operational & Analysis Centre, European Serious Organised Crime Centre, European Cyber Crime Centre, European Counter Terrorism Centre, and The European Financial and Economic Crime Centre.
As part of the Operational & Analysis Centre, the Operational Centre is the gateway of all operational information and intelligence channelled through Europol. The Operational Centre ensures the continuous monitoring of the operational information exchange, including travel intelligence, provides first level response on a 24/7 basis, supports specific operations and deployments, provides a platform to special tactics communities and enables decision making of managers by providing an ad-hoc and daily business intelligence picture using information from available (primary Europol) databases and open sources.
The Deployment Management & Support Team (O1-14 DMT) coordinates and manages the deployment of Seconded National Experts – Guest Officers to migration
hotspots and areas of interest across Europe for the purpose of carrying out secondary security checks and providing additional support to host states as required.
Secondary security checks are a key element of the support provided by Europol to host states, ensuring that comprehensive security measures are in place, reducing the risk of threats and ensuring the safety and security of the public. The DMT team ensures that the deployments align with the needs and priorities of MS and that the resources are trained, prepared and equipped to respond to incidents and to be deployed rapidly when required. The team acts as the primary point of contact for Guest Officers, MS and other partners such as other Agencies and the EU Commission, and facilitates communication and coordination during deployments,including through dedicated communication platforms and channels.
Purpose of the post:
As Head of Team, the incumbent will supervise, coordinate and give guidance to the
Deployment Management & Support Team and act as line manager for the team and
all deployed Guest Officers.
The incumbent will further be responsible for the planning, coordination and delivery
of services and products provided by the Team. This concerns in particular the effective and close management of deployment operations to migration hotspots and areas of interest, in line with the priorities of Europol and the MS, to ensure an effective and efficient law enforcement response.
FUNCTIONS AND DUTIES
ORGANISATIONAL CONTEXT
Additionally, the Head of Team can be requested to liaise with internal and external stakeholders, such as other Centres within Europol as well as other EU Agencies and entities involved in migration hotspots and areas of interest across Europe.
Reporting lines:
The incumbent reports to the Head of Unit, Operational Centre.
Job environment:
This post will require frequent travel to the areas of operation.
FUNCTIONS AND DUTIES
The incumbent carries out the following main functions and duties:
General Head of Team responsibilities
Coordinate the work of a group of individuals by effective and efficient planning,
prioritisation, and scheduling of tasks and responsibilities;
Monitor progress of work in line with key performance indicators; ensure work being
produced is of high quality and meets business needs; apply corrective measures
where needed;
Define and supervise the accurate and timely execution of processes and procedures
to ensure adherence to corporate policies, fundamental rights, standards and data
protection regulations;
Set clear expectations and objectives and direct work towards a common goal;
Identify, address and propose resolutions to issues affecting the team;
Provide constructive feedback, guidance and support and coach team members;
Encourage continuous learning and development of team members;
Create an open, honest and inclusive team culture with respect for diversity, where
team members are encouraged to perform at their best.
Specific responsibilities
Develop detailed deployment plans for various migration hotspots and areas of
interest, in cooperation with MS and other partners, to ensure a cohesive response
to law enforcement challenges;
Determine the necessary personnel, equipment, and other resources required for
specific deployments and ensure that resources are allocated efficiently and
effectively to meet the operational needs and priorities;
Act as a point of contact for MS and other partners, provide, facilitate communication
and coordination during deployments, provide support and guidance and address
issues that arise prior to, during and following deployments in close consultation with
management;
Provide and ensure best possible use of available communication channels, systems
and databases used for deployments, with a specific focus on the appropriate
handling of operational information for all Guest Officer deployments;
Plan, organise and manage recruitments to ensure the availability of Guest Officers
who can be readied for deployment when necessary;
Plan, organise and manage training sessions to prepare personnel for deployment,
including legal, operational, technical, data protection and fundamental rights aspects
relevant for the Guest Officers’ tasks;
Prepare reports, presentations and other documents in the area of responsibility, for
internal and external purposes;
Provide operational assistance related to the facilitation of secondary security checks
in MS and third states, in accordance with their respective mandates within the
context of the management of the external borders of the EU;
Ensure internal operational and procedural compliance and monitor the
implementation of relevant workflows;
Assess potential risks associated with deployments, together with relevant stakeholders, and develop mitigation strategies;
REQUIREMENTS - ELIGIBILITY AND SELECTION CRITERIA
FUNCTIONS AND DUTIES
Specific responsibilities
Monitor and assess open source information by using various tools and applications;
Assess and evaluate the effectiveness and efficiency of operations, providing regular
feedback and recommendations to management for future improvements;
Assess, organise, plan and manage new deployment possibilities for Europol on the
basis of developing external scenarios as requested by senior management;
Head or take a key role in project-oriented activities, with a specific emphasis on
projects related to the area of responsibility;
Represent Europol at events and visits, meetings or conferences and provide expert
knowledge and advice in the area of responsibility;
Perform any other duties in the area of competence as assigned by line management.
REQUIREMENTS - ELIGIBILITY CRITERIA
a. Candidates must
Be a member of a competent authority within the meaning of the
Article 2(a) of the Europol Regulation and enjoy full rights as a citizen
of a Member State;
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 post as further
specified in Article 13 of the Conditions of Employment of Other
Servants of the European Union (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.
b. Candidates must 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
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;
OR
Professional training of an equivalent level in a relevant area (e.g.
Police Officer’s School) and after having completed the training, at
least the number of years of relevant professional experience as
indicated below:
Duration of professional training Professional experience
More than 6 months and up to 1 year 4 years
More than 1 year and up to 2 years 3 years
More than 2 years and up to 3 years 2 years
More than 3 years 1 year
In addition to the above at least 6 years of total professional work experience gained after the award of the diploma.
REQUIREMENTS - SELECTION CRITERIA
a. Professional experience:
Essential:
Experience in deployment management, emergency response and/or crisis
coordination;
Experience in managing and/or coordinating staff and budget implications,
preferably with staff deployed in external stations in various operational
areas;
Experience in supporting investigations and elaborating operational plans in
coordination with MS;
Experience in handling operational data in relation to cross-border investigations in various crime areas;
Experience in handling operational, strategic or policy matters gained in an
international law enforcement cooperation environment;
Experience working in an international multidisciplinary environment e.g.
Single Point of Contact (SPOC) using various channels such as Europol,
SIRENE, etc..
Desirable:
Experience working within the context of migration hotspots or areas of
interest;
Experience in monitoring and assessing open source information;
Experience in liaison and cooperation on operational, strategic or policy
matters gained in an international law enforcement cooperation environment.
b. Professional knowledge
Essential:
Knowledge of deployment management, emergency response and/or crisis
coordination;
Knowledge of law enforcement cooperation and practices at international
level, particularly in the field of migration management;
Knowledge of technologies and tools used in law enforcement operations,
including open source monitoring, information sharing and data management
software;
Knowledge of the EU and Europol’s legal framework in relation to information
exchange.
c. General competencies
Essential:
Communicating:
Excellent communication skills in English, both orally and in writing;
Excellent presentation skills;
Ability to draft clear and concise documents on complex matters for various
audiences.
Analysing & problem solving:
Excellent analytical and critical thinking skills;
Structured approach to work aimed at getting results;
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:
Excellent organisational skills including the ability to plan own work load,
establish clear priorities and exercise initiative;
Ability to manage projects and familiarity with project management
terminology and methodology.
Resilience:
Strong ability to work well both independently and in a team;
Very good interpersonal skills, including the ability to effectively liaise with
other departments, groups and teams as well as with external partners;
Ability to remain effective under a heavy workload and demonstrate resistance
to stress.
Living diversity:
Ability to establish and maintain effective working relations with co-workers in
an international and multi-disciplinary work environment.
Advising:
Ability to synthesise various data into a coherent and relevant whole,
transforming it into a valuable and correct conclusion;
Building constructive relationships with clients, adequately identifying and
managing their needs and expectations, and giving well-grounded advice.
SELECTION PROCEDURE
REQUIREMENTS - SELECTION CRITERIA
Team supervision:
Ability to manage a diverse team including the ability to motivate staff,
effectively plan and monitor the work of other staff members and to provide
guidance.
d. Additional conditions:
Fulfil the condition stipulated in Article 5 of the Decision of the Executive Director on the Duration of contracts of employment for Temporary Agents, on the start date of the possible contract of employment which may be offered.
SELECTION PROCEDURE
All applications for Temporary Agent posts must be submitted through the online recruitment system accessible via Europol’s website. For further information, please consult the Europol Recruitment Guidelines.
The Authority Authorised to Conclude Contracts of Employment (AACC) sets up a Selection Committee, composed of at least three members, consisting of one chair and at least one member from the administration and one member designated by the Staff Committee.
For restricted posts (including restricted - Annex II posts), the AACC designates up to two additional members of the Selection Committee if so requested by the Chairperson of the Management Board. The additional members shall consist of a representative of the Presidency of the Council of the European Union or one representative of the Presidency and one representative of another Member State.\
The selection criteria, set out in this Vacancy Notice, will be assessed by the Selection Committee throughout the different stages of the selection procedure. Before the start of the selection procedure, the Selection Committee will decide which selection criteria will be used at each stage of the selection procedure. Certain selection criteria will be assessed only for shortlisted candidates during a written test and/or a competency-based interview.
The Selection Committee will assess the applications received in order to make an initial selection of those candidates meeting all eligibility criteria and matching best the selection criteria (suitability).
In case of candidates shortlisted for restricted posts (including restricted - Annex II posts), who had indicated membership of a competent authority in one of the Member States, Europol will seek confirmation from the relevant Europol National Unit to ensure that those candidates indeed belong to a competent authority.
The minimum pass-mark for being shortlisted, i.e. invited to participate in a postrelated
selection procedure, consisting of a written test and a competency-based interview, is established as 60% of the total maximum score.
The Selection Committee will shortlist the 8 highest scoring candidates. All candidates having a score equal to the 8th highest scoring candidate will be invited to take part in the selection procedure. At shortlisting stage, the Selection Committee will establish the pass-mark for the selection procedure.
It is intended for the selection procedure to be conducted remotely. Should the Selection Committee consider it necessary to conduct the selection procedure on-site at Europol in the interest of the proceedings, and subject to budget availability, the candidates invited to participate in the selection procedure will be informed accordingly.
After the selection procedure has taken place, the Selection Committee will establish
a list of successful candidates, i.e. those scoring above the pre-defined pass-mark, which is shared with the AACC, for establishment of a Reserve list. A Reserve list is valid for 24 months.
COMPENSATION, TERMS AND CONDITIONS
SELECTION PROCEDURE
Candidates who participated in the interview will be informed of the outcome, i.e. whether they have been successful or not.
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 related to a selection procedure should be addressed to the Europol HR Operational Support Team. Detailed information on the selection procedure- including enquiries, measures of redress and their applicable deadlines is available in the Europol Recruitment Guidelines, which can be found on Europol’s website.
Compensation and benefits
Scale: AD7
The gross basic monthly salary is EUR 7559.72 (step 1) or EUR 7887.39 (step 2).
The step in grade is determined on the basis of professional experience gained after the education required for the post and in line with applicable implementing rules. Staff pay EU tax at source but salaries are exempt from national taxes. Compulsory deductions are made for health 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 AD7/1:
a) Staff member (single) in receipt of expatriation allowance (16%): EUR 7691.49
b) Staff member with two dependent children in their custody in receipt of expatriation allowance (16%): EUR 9858.56
The above information is indicative and for information purposes only. It is merely
meant to give an indication of the 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 2024.
TERMS AND CONDITIONS
Contract of employment
The successful candidate will be engaged in the type of post Administrator and function group AD, grade 7 pursuant to Article 2(f) CEOS and Annex I to the EUSR.
The initial contract will be concluded for a period of 5 years (full-time – 40 hours a week). The contract may be renewed only once, in principle, for a period of 5 years.
The overall duration of the contracts on restricted posts of Europol staff members will be taken into account if they are successful in the selection procedure.
Conditions of engagement
Before the employment contract is concluded by Europol, the successful candidate will have to: declare any conflict of interest;
TERMS AND CONDITIONS
Undergo a pre-employment medical examination to confirm that he/she is physically fit to perform the duties pertaining to the post or, alternatively, receive the confirmation from Europol that he/she fulfils the conditions laid down in the Decision of the Deputy Executive Director of the Capabilities Directorate on the pre-employment medical examination.
In case of candidates for restricted posts (including restricted - Annex II posts) who had indicated membership of a competent authority in one of the Member States, provide confirmation of his/her membership of a competent authority in one of the Member States within the meaning of the Article 2(a) of the Europol Regulation.
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.
Probation period
Engagement for this post is subject to the successful completion of a probationary period of 9 months.
Europol reserves the right to terminate the contract of employment during or at the end of the probation period in accordance with Article 14 CEOS.
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 to 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: CONFIDENTIEL UE/EU CONFIDENTIAL
ADDITIONAL INFORMATION
Equal opportunity
Europol is an equal opportunity employer. Europol accepts applications without distinction on grounds of gender, sexual orientation, national, ethnic or social origin, religion or beliefs, family situation, age, disability, or other non-merit factors. All employment decisions are based on business needs, job requirements and qualifications, experience and skills.
ADDITIONAL INFORMATION
Europol lives diversity and provides an inclusive work environment to all. Europol strives to recruit, develop and retain a diverse and talented workforce through application of equal opportunity and impartiality.
Privacy Notice
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, and repealing Regulation (EC) No 45/2001 and Decision No 1247/2002/EC, applies to the processing of personal data carried out in the process of selection and recruitment of staff at Europol, following the application of this Regulation to all administrative personal data held by Europol in accordance with Article 46 of the Europol Regulation.
For additional information, please consult the applicable privacy notice available on
Europol’s website, also inserted in the EUROPOL RECRUITMENT GUIDELINES.
Statutory obligations upon leaving the service
Pursuant to Article 16 of the EUSR, EU officials and, by analogy, temporary agents
continue to be bound by the duty to behave with integrity and discretion as regards
the acceptance of certain appointments or benefits after leaving the service. Those
staff members intending to engage in an occupational activity within two years of
leaving the service shall inform their institution, so that it may take an appropriate
decision in that respect. In cases where the intended activity is related to the work
carried out by the staff member during the last three years of service and could lead
to a conflict with the legitimate interests of the institution, the decision to be taken
may include forbidding the staff member from undertaking it or giving its approval
subject to any conditions it thinks fit.
Main dates
Publication date: 13 February 2025
Deadline for application: 14 March 2025: 23:59 Amsterdam Time Zone
Selection procedure: March/ May 2025
Application process and selection procedure
For further details on the application process and the selection procedure, please consult our FAQs or refer to the EUROPOL RECRUITMENT GUIDELINES available on Europol’s website.
