This selection procedure is intended to fill 1 currently available post. 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.
Organisational setting:
The post of Senior Specialist – Head of Team is located in Security and Facilities Services Team, Security Risk Management & Services Unit, Corporate Security Department, Governance Directorate.
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 Directorate’s task. Additionally, the Governance Directorate is responsible to ensure Europol’s physical and information security and business continuity. Governance Directorate comprises of two Departments, Institutional and legal affairs and Corporate Security.
The Corporate Security Department establishes all security measures required to protect the persons present at Europol, the Europol buildings, together with its installations and all Europol information, and to ensure the safe and continual operational functioning of Europol. Furthermore, the Department handles the integral management (planning and monitoring) and realization of housing services and resources.
The Security Risk Management & Services Unit brings together all services which are delivered across the organisation to protect information, increase resilience, manage crises, provide risk-based assessments and advice to relevant stakeholders, next to containing the directly related facilities services.
Purpose of the post:
The Senior Specialist – Head of Team is responsible for overseeing all aspects of facility operations, maintenance, health and safety compliance, and event planning and organisation, while ensuring efficient and cost-effective use of resources. The successful candidate will lead a team, ensuring the seamless operation of the agency’s infrastructure and providing organisational and logistical support for events, both internal and external.
More specifically, the team aims to guarantee the availability of the following facilities services and products: management of the building and building related services, logistical management of Europol’s non-ICT assets, catering and reception services, conference and meeting support, travel support.
Reporting lines:
The incumbent reports to the Head of Security Risk Management & Services Unit.
Job environment:
This post might require participation in a shift system including weekends and nights as well as on-call duty.
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:
- Manage the daily operations of Europol’s facilities, including office spaces, common areas, and maintenance services;
- Ensure compliance with EU health, safety, and environmental regulations for office building, including fire safety, waste management, and emergency preparedness;
- Plan and implement a facility and event-related budgets, ensuring cost-effective use of resources and compliance with Europol financial regulation;
- Coordinate the use of office space and resources, ensuring the agency's operational needs are met;
- Implement energy-saving measures and sustainable practices in line with the EU’s green policies and environmental standards;
- Provide regular reports on facility management, events organization, and budget implementation, and contribute to long-term strategic planning for infrastructure and event logistics;
- Perform any other duties in the area of competence as assigned by the line management.
REQUIREMENTS - ELIGIBILITY AND SELECTION CRITERIA
ELIGIBILITY CRITERIA
a. Candidates must
• 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 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 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 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.
SELECTION CRITERIA
a. Professional experience
Essential:
• Professional experience in managing large-scale office facilities, including maintenance, safety and technical services;
• Experience in managing or coordinating a team;
• Experience in planning and coordinating logistics for large-scale events;
• Experience in managing facility and event-related budgets and contracts;
• Experience working with building management systems, space planning software, and facility management tools.
b. Professional knowledge
Essential:
• Knowledge of EU health, safety, and environmental regulations applicable to facilities and public sector buildings;
• Knowledge of EU procurement and financial regulations appliable to contracts with external providers;
• Ability to manage contracts with external service providers, including the ability to monitor, assess, and ensure contract compliance.
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:
• Structured approach to work aimed at getting results;
• Excellent analytical and critical thinking skills;
• 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 organizational 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.
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 post-related 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 6 highest scoring candidates. All candidates having a score equal to the 6th 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.
The Selection Committee makes a proposal to the AACC on the candidate(s) to appoint. Following that proposal, the AACC makes a decision of appointment.
Candidates who participated in the interview will be informed of the outcome, i.e. whether they have been successful or not. In view of the list of successful candidates established by the Selection Committee, the AACC retains the discretion to constitute a Reserve List. A Reserve List is valid for 24 months.
COMPENSATION, TERMS AND CONDITIONS
SELECTION PROCEDURE
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.
COMPENSATION AND BENEFITS
Scale: AD7
The gross basic monthly salary is EUR 7.646,86 (step 1) or EUR 7.968,20 (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 7,795.17
b) Staff member with two dependent children in their custody in receipt of expatriation allowance (16%): EUR 9,988.77
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 April 2025.
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 4 years (full-time – 40 hours a week). The contract may be renewed, in principle, for a period of 2 years. Any further renewal shall be for an indefinite duration.
If the successful candidate is already a member of temporary staff 2(f) in the relevant function group, he/she may be offered the opportunity of contract continuity, should the relevant conditions be fulfilled.
Conditions of engagement
Before the employment contract is concluded by Europol, the successful candidate will have to:
• declare any conflict of interest;
• 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 available on Europol’s website;
• 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.
In exceptional cases, where justified in the interest of the service, the AACC may recruit a candidate who is a successful candidate in a selection procedure for temporary staff 2(f) CEOS as contract staff 3(a) CEOS, if the selection procedure is considered to be appropriate to the duties to be performed.
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 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: CONFIDENTIAL UE/EU CONFIDENTIAL.
ADDITIONAL INFORMATION
Probation period
Engagement for this post is subject to the successful completion of a probationary period of 9 months.
If the successful candidate chooses contract continuity, and has already successfuly completed the probationary period provided for in Article 14 of the CEOS, in the relevant function group, he/she will not serve the probationary period.
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.
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.
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 27a 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: 20 May 2025
Deadline for application: 17 June 2025, 23:59 CEST
Selection procedure: July 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.
