jobid=A.0.056
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.
1. Organisational context
Organisational setting:
The post of Specialist – Data Protection is located in the Data Protection Function.
The Data Protection Function (DPF) of Europol provides objective assurance and consultation activities designed to add value and improve data processing operations at Europol.
The Data Protection Officer is an independent function appointed by and accountable to the Management Board. The Data Protection Officer heads the DPF, whose main task is to ensure lawfulness and compliance with Europol’s legal framework as far as the processing of operational and administrative personal data is concerned.
Purpose of the post:
As a Specialist – Data Protection, the incumbent will play an important role in ensuring Europol’s compliance with data protection laws and regulations.
With reference to Article 41b of the Europol Regulation 2022/991 of 8 June 2022, the role will involve developing and implementing policies, procedures, and controls to protect data, conducting risk assessments, and providing guidance on data protection matters. The incumbent will specifically be handling requests from individuals (data subjects) to access their personal data.
Reporting lines:
The incumbent reports to the Head of the DPF.
2. Functions and duties
The incumbent carries out the following main functions and duties:
3. Requirements – Eligibility criteria
a. Candidates must
b. Candidates must have
OR
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.
4. Requirements – Selection criteria
a. Professional experience
Essential:
Desirable:
b. Professional knowledge
Essential:
Desirable:
c. General competencies
Essential:
Communicating:
Analysing & problem solving:
Delivering quality and results:
Prioritising and organising:
Resilience:
Living diversity:
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.
5. Selection procedure
All applications for Temporary Agent posts must be submitted through the online recruitment system accessible via . For further information, please consult the .
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 12 highest scoring candidates. All candidates having a score equal to the 12th highest scoring candidate will be invited to take part in the first stage of the selection procedure (written test). At shortlisting stage, the Selection Committee will also establish the pass-mark for the selection procedure.
The Selection Committee will assess the written test against the selection criteria. Those candidates who do not reach the pass-mark for the test will be informed that they do not qualify to participate in the interview. All candidates who reach the pass-mark for the test will be invited to the second stage of the selection procedure (interview).
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, either in part or in full, 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.
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 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 , which can be found on Europol’s website.
6. Compensation and benefits
Scale: AD6
The gross basic monthly salary is EUR 6.758,53 (step 1) or EUR 7.042,56 (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/step 1:
a) Staff member (single) in receipt of expatriation allowance (16%): EUR 6.976,28
b) Staff member with two dependent children in their custody in receipt of expatriation allowance (16%): EUR 9.079,51
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.
7. 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 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:
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 available on Europol’s website.
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.
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.
8. 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.
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 , 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: 08 August 2025
Deadline for application: Extended until 12 September 2025, 23:59 Amsterdam Time Zone
Selection procedure: October/November 2025
Application process and selection procedure
For further details on the application process and the selection procedure, please consult our or refer to the available on Europol’s website.
Contact details
In case of further questions please call +31 (0) 70 353 1146 or +31 (0)70 353 1981.
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