ORGANISATIONAL CONTEXT

This selection procedure is intended to establish a reserve list of successful candidates. It is envisaged to start using the reserve list in Q4 of 2024/Q1 of 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.
Organisational setting:
The post of Specialist - EFECC Operations is located in Serious Fraud Team, Economic Crime Unit, European Financial and Economic Crime Centre (EFECC) Department, 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 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.
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: Operational and Analysis Centre, European Serious Organised Crime Centre, European Cyber Crime Centre, European Counter Terrorism Centre and the European Financial and Economic Crime Centre.
EFECC provides support and coordination to Member States in the fight against financial and economic crimes in the European Union, delivering operational and investigative services on complex financial investigations. It also provides support to the European Union’s institutions and Member States in building operational and analytical capacity for investigations and in strengthening the cooperation with external partners, both in the public and private sector.
Purpose of the post:
Under the responsibility of the Head of Unit and with supervision of the Head of Team and/or the respective Head of Office, the post holder will be responsible for contributing to the activities within the Analysis Project MTIC to support the fight against the activities of criminal organisations involved in its area of responsibility with a focus on operational support to Member States’ investigations and providing a pan European strategical overview.
Reporting lines:
The incumbent reports to the Head of the Serious Fraud Team.
FUNCTIONS AND DUTIES
The incumbent carries out the following main functions and duties:

• Support project-oriented activities, with emphasis in the serious fraud area, specifically in the area of VAT and/or investment fraud, and related intelligence and investigations;
• Provide subject matter expertise to operational activities aimed at fighting serious fraud, specifically VAT and/or investment fraud;
• Deliver operational support in its area of responsibility to operational activities and investigations from Member States, whereby adopting a qualitative perspective based on priority support to operations against High Value Targets;
• Initiate and assist in producing analytical outputs (operational and strategic) and other relevant intelligence products in the serious fraud area;

FUNCTIONS AND DUTIES

• Enhance Europol’s ability to exploit intelligence with the aim of supporting investigations of Member States and supervise the information flow between the Front Office of the Operations Directorate and its area of responsibility;
• Establish, maintain and foster close contacts with the Member States and Third Parties’ Liaison Officers to encourage and support operational activities in the area of responsibility;
• Support the Head of Team and Head of Office in policy and other strategic matters carried out by Europol or EU Institutions and Agencies in the serious fraud area;
• Represent Europol at meetings, trainings and other events and deliver presentations, increase awareness and provide expert knowledge and advice in the serious fraud area;
• Organize and facilitate working groups, meetings or conferences in relation to serious fraud matters;
• Perform any other duties in the area of competence as assigned by the line management.

REQUIREMENTS - ELIGIBILITY CRITERIA
b. Candidates must have

• A level of education which corresponds to completed university studies of at least three years attested by a diploma;

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 Additional professional experience required for equivalency
More than 6 months and up to 1 year 3 years
More than 1 year and up to 2 years 2 years
More than 2 years 1 year

In addition to the above at least 3 years of total professional work experience gained after the award of the diploma.

REQUIREMENTS - ELIGIBILITY AND SELECTION CRITERIA

REQUIREMENTS - SELECTION CRITERIA
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 10 highest scoring candidates. All candidates having a score equal to the 10th 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.
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.

COMPENSATION, TERMS AND CONDITIONS

SELECTION PROCEDURE
All enquiries related to a selection procedure should be addressed to the Europol HR Operational Support Team at the following email address: C2-12@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: AD6
The gross basic monthly salary is EUR 6,418.36 (step 1) or EUR 6,688.09 (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 AD6/1:
a) Staff member (single) in receipt of expatriation allowance (16%): EUR 6674
b) Staff member with two dependent children in their custody in receipt of expatriation allowance (16%): EUR 8677
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 January 2024.
TERMS AND CONDITIONS
Contract of employment
The successful candidate will be engaged in the type of post Administrator and function group AD, grade 6 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.

• 
  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: CONFIDENTIAL 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.
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.

ADDITIONAL INFORMATION

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 inserted in the EUROPOL RECRUITMENT GUIDELINES available on Europol’s website.

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: 14 August 2024
Deadline for application: 11 September 2024, 23:59 Amsterdam Time Zone
Selection procedure: October/November 2024
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
In case of further questions please +31 (0) 70 302 5066, +31 (0) 70 353 1897 or +31 (0) 70 302 5022.