Europol Vacancies: Head of Unit in the Operations Directorate (OD) – AD9

Head of Unit in the Operations Directorate (OD) – AD9

Deadline: 22 May 2018

Restricted Temporary Agent

Operations Directorate


This selection procedure is intended to establish a reserve list of successful candidates (indicative number is 5). There is currently 1 available vacant post within the European Counter Terrorism Centre (ECTC).

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.

Europol has:
• 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
• multilingual
• multidisciplinary
• international

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.

Equal opportunity 
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 Operations Directorate deals with the core business of Europol, improving the effectiveness and cooperation of the competent authorities in the Member States in preventing and combating serious and organised crime, as well as terrorism affecting the Member States. This requires close cooperation with the Liaison Bureaux at Europol and via them with the Operational Teams in the Member States.

Under Europol’s organisational structure, the Operations Directorate hosts five distinct Departments: Front Office, European Serious Organised Crime Centre, European Cyber Crime Centre, European Counter Terrorism Centre, and Horizontal Operational Services.

The Front Office acts as the central information hub where all the information sent to Europol are handled in first line. It acts as a central point for cooperation with third parties. The Front Office Officers performs the first line tasks, i.e. assessing (acceptance/rejection) and processing of most of the incoming information; In addition, they perform OSINT monitoring, trend watching and alert on changing priorities, support to Europol officers in the field and to major international events and actions.

Horizontal Operational Services (HOS) delivers support across the Operations Directorate. These functions do not belong to one specific Centre but deliver added value to all three Centres and the Front Office.
The core tasks are performed by the three Centres, focusing on the key EU priorities and EU policy tasks as entrusted to Europol. All three Centres have a similar structure: a Strategy unit, an Operations unit and an Expertise unit, each led by a Head of Unit. The Centres will work closely with the Liaison Officers of the Member States. The Operations Units of the three Centres consists of flexible teams, allowing the staff to be assigned in a flexible way to the prioritised cases.

The successful candidate, as a Head of Unit in the concerned Department, shall be responsible for:

– Leading the delivery of the products and services included in the Europol work programme within the scope of the business described in the purpose of the post, following the guidelines and objectives set by the Deputy Executive Director of the Operations Directorate and Heads of Department;
– Ensuring the quality and timeliness of the products and services delivered;
– Managing, supervising, assessing and developing staff in relation to those products and services;
– Supporting the Head of Department/ Deputy Executive Director with the day-to-day management and administration of the Department;
– Representing the Department in external and cross-departmental engagements;
– Participating in Europol stand-by-duties when required;
– Performing any other task assigned by the responsible Deputy Executive Director or Head of Department.


• Be a member of a competent authority in the meaning of the Article 3 of the Europol Council Decision 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 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.


• 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;
• 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 three years;
• 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 12 years of professional work experience gained after the award of the diploma.


a. Professional experience (assessed mainly during the Shortlisting phase):
• At least 5 years’ experience in the development and delivery of operational products and services referred to in section 2 above (applications should include information about the crime areas in which experience has been gained (e.g. serious and organised crime; cybercrime; financial intelligence; counter terrorism; economic and property crime,);
• Special emphasis is required in proving experience in at least one of the following fields: Fraud, Financial investigations, Cyber Crime investigations, Terrorism, and/or Data handling in organised crime investigations;
• Experience of liaison and cooperation within and between organisations on operational and strategic matters;
• Experience in managing and supervising staff, including recent experience in leading an operational team;

• Working experience among different Law Enforcement bodies such as Police, Customs, Border Guard, Gendarmerie;
• Extensive operational experience in international investigations;
• Experience in project management;
• Possess and maintain a network of (law enforcement) international contacts in several fields and in particular in the fields mentioned above;



b. Professional knowledge (assessed during the Selection procedure – Written/Practical test and/or Interview):
• Good understanding of the global trends and threats of serious international crime and terrorism as well as current and potential future crime fighting tools;
• Good understanding of the EU legal framework in general and EU internal security architecture in particular;
• Good knowledge of organisational methods and practices to translate strategy into practice;
• Good knowledge of international Law Enforcement cooperation.

c. Managerial skills and competencies (assessed during the Selection procedure – Written/Practical test and/or Interview and Assessment Centre):
• Managing – developing and implementing work processes; drawing up and managing budgets; introducing improvements and supervising change in work methods;
• Steering – ensuring the achievement of set objectives by efficiently managing time, human, material and financial resources;
• Integrating – integrating and linking relevant data, understanding the critical issues, formulating alternatives and reaching correct conclusions;
• Motivating – achieving high team performance by entrusting the right people with right responsibilities, recognising their efforts and adjusting own management style as necessary;
• Guiding people – giving clear guidance, monitoring progress and taking corrective measures in order to achieve the set objectives in accordance with the available means;
• Influencing – persuading others by making good impression, using convincing arguments, creating win-win situations and adapting to the audience in order to reach the goals;
• Coping – controlling one’s emotions and responding in a constructive way to stressful situations, when facing obstacles, opposition and criticism;
• Managing diversity – showing awareness of all dimensions of diversity; creating an inclusive and respectful working environment that values diversity and accommodates different working styles and contributions of the team; proactively addressing sensitive diversity related issues

d. General competencies (assessed during the Selection procedure – Written/Practical test and/or Interview):
• 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, organisational and decision-making skills including the ability to establish clear priorities.
• Competent user of Microsoft Office applications (MS Word, Excel, PowerPoint and Outlook) and the internet.
Delivering quality and results:
• Ability to display initiative, flexibility and a drive for improvement.
Prioritising and organising:
• Excellent ability to manage projects/programmes and familiarity with project management terminology and methodology.
• Excellent organizational skills including the ability to plan work load, establish clear priorities and exercise initiative.
• Excellent interpersonal skills with the ability to develop and maintain effective working relationships with a wide range of internal and external stakeholders and to understand organisational dynamics.
Living diversity:
• Ability to establish and maintain effective working relations with co-workers in an international and multi-disciplinary work 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 restricted posts the Selection Committee may also include up to two additional members designated by the Contracting Authority on a proposal from the Management Board. The additional member(s) will be either a representative from the Presidency or a representative from the Presidency and one from another Member State.

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 8 highest scoring candidates (short-listed). All candidates having a score equal to the 8th 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.

Shortlisted applicants are invited to participate in a post-related selection procedure, generally consisting of written and/or practical tests and assessment centre 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.


Scale: AD 9

The basic monthly salary is EUR 7714.25 (step 1) or EUR 8038.42 (step 2).

The step in grade is determined on the basis of professional experience gained after the education required for the position and in line with applicable implementing rules.

In addition, if applicable, allowances such as expatriation allowance, household allowance, dependent child and education allowance may be granted.

Europol offers a comprehensive welfare package comprising additional benefits such as medical insurance, unemployment and invalidity allowance as well as a pension scheme.

Salaries are subject to a community tax but exempt from national taxation.


Engagement for this position is subject to the successful completion of a probationary period of 9 months. Within this period the successful candidate will have to undergo a post-related security screening.

Europol reserves the right to terminate the contract of employment during or at the end of the probation period in accordance with Article 14 of CEOS.

All candidates who have successfully passed a selection procedure are required to apply for a national “Certificate of good conduct” at the time an offer of employment is made.

The “certificate of good conduct” must be provided to Europol prior the signature of the employment contract. In case of unfavourable entries in the “Certificate of good conduct” Europol reserves the right not to award an employment contract. However, the national certificate of good conduct does not substitute a valid full Personal Security Clearance Certificate (PSCC) that must be obtained for all Europol staff at the level indicated in the Job Description.

A PSCC is a certificate issued by a competent authority establishing that an individual is security cleared. It contains: the level of clearance, the date of issuance and the date of expiry. Failure to obtain the requisite security clearance before the expiration of the probationary period may be cause for termination of employment contract.

The requested level of Security Clearance for this post is: CONFIDENTIAL UE/EU CONFIDENTIAL or SECRET UE/EU SECRET.

Europol reserves the right to request a higher level of Security Clearance, depending on the area the successful candidate is recruited in.

The successful candidate will be recruited as Temporary Agent AD 9 pursuant to Article 2 (f) of CEOS, for a period of 5 years (full-time – 40 hours a week).

The contract may be renewed once for a period of 4 years.

The duration of the current contract of Europol staff members will be taken into account if they are successful in the selection procedure.

The place of employment will be The Hague, The Netherlands.

For further information on terms and conditions please consult the EC Staff Regulations which are available on Europol’s website.



Deadline for application: 22 May 2018, 23:59 CET
Recruitment procedure: July 2018
Starting date of employment: to be confirmed

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 1298 or +31 (0) 70 302 5235. You may also contact us by email.

The data submitted is processed in order to assess the suitability of candidates for a position at Europol. All personal data collected for the purpose of the selection procedure will only be used within this specific context and will not be disclosed to any third party, except for restricted posts in which the application may be transmitted to the National Unit as part of the application process.

Any data provided will be treated in strict confidence and in full compliance with all applicable data protection rules. The legal bases for the processing of personal data are the Staff Regulations of Officials and the Conditions of Employment of Other Servants of the European Communities (Title III Chapter 1) and their implementing rules.

All documents provided to Europol will be kept in Europol’s files and will not be returned to the candidate. Applications of non-recruited candidates will be kept for a maximum of seven years. Data of non-recruited applicants on the reserve list for appointment will be kept for a maximum of five years after the expiry of the reserve list. Data of recruited candidates will be transferred to their personal file. The Head of Unit Human Resources is responsible for the data processing operation.

Candidates have the right to access, rectify, block and erase their personal data in accordance with the applicable data protection rules. Candidates have a right of recourse to the Europol Data Protection Officer (Europol – Data Protection Office – Eisenhowerlaan 73, 2517 KK The Hague, The Netherlands) and the European Data Protection Supervisor (

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