Netherlands Job Openings

Europol

Head of the Internal Audit Capability (AD11)-(job not limited to law enforcement candidates)

The Hague

FULL TIME

October 4, 2024

ORGANISATIONAL CONTEXT

This selection procedure is intended to fill one 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.
The post of Head of the Internal Audit Capability is considered a restricted post that may be filled without limitation to candidates coming from a competent authority, as stipulated in Annex II of the relevant decision of the Management Board of Europol of 13 September 2024. The Europol Recruitment Guidelines may be consulted for further details.
Purpose of the post:
The Head of the IAC is responsible for supporting the organisation to deploy an economic, efficient and effective approach for steering the organisation and its overall performance, management systems, internal control and risk management. S/he will provide leadership and guidance to the IAC and will assume overall responsibility for the fulfilment of the objectives assigned to the IAC.

In particular, the incumbent will:

Develop an annual IAC work programme, which includes the annual audit plan drawn up taking into consideration, inter alia, the Executive Director’s assessment of Europol’s risks.
Submit the draft IAC annual work programme to the MB for review and approval;
Manage, oversee and report on operational, performance, financial, regulatory, compliance related and other types of audits, as well as consultancy engagements performed by the IAC;
Provide the auditee and the management responsible for the activities/processes under review with a draft of each audit and consultancy report as appropriate;
Provide all final audit reports, which should reflect the auditees and management’s positions to the MB and to the Executive Director;
Issue ad-hoc reports to the Executive Director and the management responsible in case significant changes or weaknesses of Europol’s system of internal controls are noted;
Implement the IAC annual work programme, as approved, including as appropriate any special tasks, consultancy engagements or projects requested by the MB or by the Executive Director;
Maintain a professional audit team with adequate knowledge, skills, experience and professional certifications;
Provide the MB and the Executive Director with an IAC Annual Activity Report;
Develop, maintain and monitor a quality assurance and development programme that covers the activities of the IAC;
Advise the Executive Director and the management responsible on dealing with risks to contribute to their adequate, continuous identification and management;
Provide advice and recommendations to Europol on its internal control system and individual controls;
Ensure the application of professional audit standards, the review of the status of implementation of the recommendations issued and the relevant corrective actions taken by Europol;
Ensure cooperation with the IAS and, where appropriate, with the ECA.

The engagement of the Head of the Internal Audit Capability is made by the Executive Director, subject to approval by the Management Board of Europol.
Reporting lines:
The incumbent reports to the Deputy Chairperson of the Management Board.

FUNCTIONS AND DUTIES

Organisational setting:
The Internal Audit Capability (IAC) of Europol is a Management Board (MB) related function solely accountable to the MB.
The IAC currently consists of three staff members, including the Head of the IAC.
The mission of the IAC is to provide independent, risk-based and objective assurance as well as consultancy services, designed to enhance, protect and add value to Europol’s operational and administrative activities. The IAC helps Europol in accomplishing its objectives by bringing a systematic and disciplined approach to evaluate the effectiveness of risk management, control, and governance processes, and by issuing recommendations for their improvement, thereby promoting a culture of efficient and effective management within Europol.
In compliance with the relevant international standards, the successful applicant will manage and oversee the IAC to ensure it fulfils its mission and adds value to Europol.
The Charter of Europol’s IAC defines the IAC’s purpose, objective, authority and responsibility.
Functions and duties

The successful candidate will have to carry out the following main duties:

Set vision, goals and objectives for the IAC in alignment with Europol’s organisational strategy and inspire staff;
Develop and implement audit policies and procedures to facilitate seamless operations and ensure compliance with relevant legal framework and fundamental rights outlined in the Charter of Fundamental Rights of the EU;
Advise on the delivery of relevant products and services included in the Europol work programme; ensure the quality and timeliness of the products and services delivered by the IAC;
Manage the staff within the IAC; establish and monitor the achievement of key performance indicators and identify and address risks pertaining to the performance of duties of the IAC and relevant areas for improvement; provide constructive feedback, guide and empower staff in order to grow and develop;
Advise Europol on the effective management and efficient use of all financial, human and other resources, in support of Europol's work programme delivery; identify risks and advise the organisation on appropriate mitigation;
Ensure that data entrusted to the IAC are protected and used in accordance with the relevant regulations applicable to Europol;
Manage conflicts by effectively applying techniques and strategies that identify and address conflicts early and to find satisfactory solutions that promote positive outcomes;
Cultivate a culture of teamwork and cooperation with zero tolerance for harassment; put into place effective communication and collaboration between the IAC and other stakeholders inside or outside of Europol;
Make development opportunities available and ensure staff members have the know-how, resources, environment and support necessary to achieve results in an effective manner;
Represent the IAC in external and cross-departmental engagements and provide advice on matters relating to area of responsibility; deliver presentations and prepare reports;
Act as role model for the IAC and champion diversity & inclusion matters inside and outside Europol;
Perform any other duties in the area of competence as assigned by the Management Board or requested by the Executive Director.

REQUIREMENTS - ELIGIBILITY AND SELECTION CRITERIA

Requirements - 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;

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 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 15 years of professional work experience gained after the award of the diploma.

Requirements - Selection criteria

a) Professional experience:
Essential:

Relevant experience in the preparation, leading, conducting of and/or following-up on various types of audits and consultancy engagement (financial, compliance, performance) with different scopes;
Experience in the development and application of audit methodologies, standards and/or related processes;
Experience in developing audit plans as well as delivering corresponding audit reports with recommendations for process improvements and/or performing risk assessments, including at corporate level;
Experience of at least 3 years in a senior management role and in the implementation of organisational change, at national or international level;
Experience in managing staff of at least 5 years;
Experience with administration, finances and planning at management level.

Desirable:

Experience in a law enforcement environment;
Experience in a multicultural environment;
Experience in an EU Institution or body, in particular in the area of internal control.

b) Professional knowledge:
Essential:

Sound knowledge of audit methodologies, practices and standards;
Sound knowledge of development and implementation of audit programmes;
Knowledge of preparing surveys and analysing the results;
Ability to produce high quality and impact-oriented documents and reports;
Ability to effectively engage with a wide range of internal and external stakeholders;
High sense of discretion and confidentiality.

Desirable:

Completed internationally recognised auditing qualification or certification (e.g. CIA, CGAP).

If not available upon recruitment, the successful candidate must acquire such qualification or certification in the course of the first two years of his/her term in office;

Knowledge of EU Institutions procedures and terminology, in particular concerning internal control structures.

c) General management skills, including:
Essential:

The ability to set and revise objectives for the IAC within the overall strategic framework and priorities of the Agency;
The ability to determine and focus on priorities and to monitor and evaluate the progress made towards achieving the IAC’s and team members’ objectives set, in cooperation with the members of the team;
The ability to organise, assign and manage the IAC’s work among the members of the team and to set them challenging but realistic objectives;
The ability to empower members of the team while ensuring that they understand what is expected of them and how their work contributes to the IAC’s objectives;
The ability to choose co-workers and to build strong teams with complementary strengths suited to the efficient pursuit of the IAC’s objectives;
The ability to motivate members of the team to achieve the desired results and also to provide regular feedback, acknowledge success and the need for improvement in order to enable them to achieve their objectives and greatest potential;
The ability to develop and support career development and learning opportunities for the members of the team.

Communication skills:

The ability to communicate clearly and present complex subjects simply, both orally and in writing, including to the members of the team;
The ability to solicit inputs from and listen to staff, partners, and stakeholders.

Interpersonal skills:

The ability to deal with people effectively, respectfully and courteously;
The ability to build productive and cooperative working relationships with MB members and Europol colleagues.

Negotiation skills:

The ability to steer discussions and generate the best possible results without compromising productive working relationships with the other parties involved.

d. 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 stages to be followed by the AACC shall be as follows:

SELECTION PROCEDURE

1) Pre-selection
The Executive Director sets up a Pre-selection Panel composed of at least three members, of a grade and management function equal or superior to that of the function to be filled, consisting of one chair and at least one member from the administration of Europol and one member designated by the Staff Committee. Where there are no temporary agents within Europol fulfilling the requirement of management function and grade, the AACC may decide to designate officials or temporary agents from another agency or institution who fulfil that condition. The Executive Director shall designate up to two additional members of the pre-selection panel 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 (hereafter ‘Presidency’) or one representative of the Presidency and one representative of another Member State.
The minimum pass-mark for being shortlisted, i.e. invited to participate in a pre-selection, is established as 60% of the total maximum score. The Pre-selection panel draws up a shortlist with a maximum of 6 candidates who most correspond to the profile sought. All candidates having a score equal to the 6th highest scoring candidate will be included in the list of shortlisted candidates invited to participate in the pre-selection.
The pre-selection shall rely on a written test and interview.
The Pre-selection Panel establishes the minimum pass-mark for the pre-selection. Only candidates scoring above the pass-mark for the Pre-selection will be invited to take part in an Assessment Centre and interview with an Interview Panel.
The selection criteria, set out in this Vacancy Notice, will be assessed throughout the different stages of the selection procedure. Before the start of the selection procedure, it will be decided which selection criteria will be used at each stage of the selection procedure. Certain selection criteria will be assessed only for shortlisted candidates during the written test, and/or interview and/or an Assessment Centre.
It is intended for the pre-selection and interviews to be conducted on-site at Europol. Should it be necessary to conduct the pre-selection and/or interviews remotely, either in part or in full, in the interest of the proceedings, the candidates invited to participate in the pre-selection and/or interviews will be informed accordingly.
2) Assessment Centre
All candidates scoring above the minimum pass-mark in the pre-selection shall take part in an Assessment Centre, unless they have already taken part in such an Assessment Centre in the course of the year preceding the closing date for the receipt of applications. If a candidate has taken part in an Assessment Centre within this period, Europol may decide to waive the requirement to repeat the assessment.
The Assessment Centre evaluates, through a series of group and individual exercises and activities and in-depth interviews focused on management skills, whether the candidates possess the competencies required. Assessment Centres are conducted by an external provider. The result of the Assessment Centre shall be taken into consideration by the Executive Director.
3) Interview
The candidates scoring above the pass mark in the pre-selection shall be invited to an interview with the Executive Director, the Chairperson of the MB, and two members of a grade and management function equal or superior to that of the function to be filled. The Interview Panel shall consist of up to two additional members if so requested by the Chairperson of the Management Board. The additional members shall consist of a representative of the Presidency or one representative of the Presidency and one representative of another Member State.

COMPENSATION, TERMS AND CONDITIONS

Continuation Selection Procedure
After all stages of the selection procedure, the AACC shall submit to the MB the envisaged decision on the appointment of the successful candidate. Upon approval of the MB, the AACC shall make the decision of appointment.
In this context, personal data of the candidate envisaged for appointment by the AACC will be shared with the Members of the Europol Management Board with a view to the confirmation of his or her engagement. Management Board Members shall retain the data only for the time necessary to carry out the relevant consultations and shall have the responsibility to delete such data after the Board’s decision has been communicated to the AACC.
The AACC retains the discretion to constitute a Reserve List. A Reserve List is valid for 24 months. The list of selection procedures for which reserve lists have been established is accessible on Europol’s website.
Candidates who attend the selection procedure will be informed of the outcome and/or whether they have been placed on the reserve list.
General provisions
The work and deliberations of the Pre-Selection and Interview Panels are confidential. It is forbidden for candidates to make direct or indirect contact with the members of the Panels or for anyone to do so on their behalf.
All enquiries related to a selection procedure should be addressed to Europol HR Operational Support Team at the following email address:c2-122@europol.europa.eu. 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: AD11
The basic monthly salary is EUR 11900.73 (step 1) or EUR 12400.81 (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.
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 AD/11:

Staff member (single) in receipt of expatriation allowance (16%): EUR 11344.25
Staff member with two dependent children in their custody in receipt of expatriation allowance (16%): EUR 13952.51

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 January 2024.
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 January 2024.
Contract of employment

The successful candidate will be recruited in the type of post Head of Unit or equivalent, grade AD11 pursuant to Article 2(f) CEOS and Annex I EUSR.
The successful candidate will be engaged under an initial contract for a fixed period of 5 years (full-time – 40 hours a week). This contract may be renewed only once for a fixed period. Such renewal will be for a maximum fixed period of 5 years in post.
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;
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;

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 of CEOS.
Trial period
All newly appointed heads of unit shall serve a management trial period of nine months as a ‘probationer head of unit’, unless they have already successfully passed such a management trial period in a previous function in the EU institutions as referred to in Article 1(a), paragraph 2, of the EUSR.
This trial period shall provide a formal opportunity to make a definite judgement as to whether the temporary staff has the necessary managerial ability and can remain in this function.
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 46 of the Europol Regulation.
For additional information, please consult the applicable privacy notice available on Europol’s website.

ADDITIONAL INFORMATION

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: SECRET UE/EU SECRET.
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: 04 October 2024
Deadline for application: 04 November 2024,23:59 Amsterdam Time Zone
Recruitment procedure: December 2024/January 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.
Contact details
For further details on the application process please call +31 (0)70 353 1146 or +31 (0)70 353 1981.

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