europol recruitment guidelines v11 0

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Europol Public Information

Europol Recruitment Guidelines

Selection and Recruitment Team

The Hague, 29/08/2014

EDOC#663508v11

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TABLE OF CONTENTS:

1. INTRODUCTION.................................................................................................... 3

1.1. AIMS AND OBJECTIVES................................................................................. 3

1.2. ABOUT EUROPOL AS AN EQUAL OPPORTUNITY EMPLOYER.......................................... 3

1.3. KEY DOCUMENTS RELATED TO THE SELECTION AND RECRUITMENT PROCESS................... 4

2. SELECTION AND RECRUITMENT PROCESS IN A NUTSHELL................................... 4

3. ELIGIBILITY CRITERIA......................................................................................... 5

3.1. GENERAL REQUIREMENTS.............................................................................. 5

3.2. QUALIFICATIONS........................................................................................ 5

4. HOW TO APPLY..................................................................................................... 7

4.1. APPLICATION FORM..................................................................................... 7

4.2. RESTRICTED POSTS (TEMPORARY AGENTS)......................................................... 7

4.3. SECONDED NATIONAL EXPERTS....................................................................... 8

5. OVERVIEW OF THE SELECTION AND RECRUITMENT PROCEDURE......................... 8

5.1.

SELECTION COMMITTEE................................................................................ 8

5.2. ASSESSMENT OF APPLICATIONS....................................................................... 8

5.3. INTERVIEW AND WRITTEN TEST/PRACTICAL TEST................................................. 9

5.4. OUTCOME OF THE SELECTION PROCEDURE:APPOINTMENT AND RESERVE LIST............... 10

5.5. COMMUNICATION WITH APPLICANTS................................................................ 10

5.6. REIMBURSEMENT OF EXPENSES DURING THE SELECTION PROCEDURE.......................... 10

5.7. APPEAL PROCEDURE AND COMPLAINTS TO THE EUROPEAN OMBUDSMAN....................... 10

6. GENERAL INFORMATION.................................................................................... 11

6.1.

DATA PROTECTION.................................................................................... 11

6.2. SECURITY SCREENING................................................................................ 11

7. ANNEXES............................................................................................................ 13

7.1. ANNEX A:CERTIFICATE OF GOOD CONDUCTEUMEMBER STATES....................... 13

7.2. ANNEX B: COMMON EUROPEAN FRAMEWORK OF REFERENCE FOR THE LEVELS OFLANGUAGES SELF ASSESSMENT GRID........................................................... 14

7.3.

ANNEX C:RULES FOR REIMBURSEMENT OF EXPENSES FOR CANDIDATES INVITED TOA EUROPOL SELECTION PROCEDURE................................................................ 15

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1. INTRODUCTION

1.1. Aims and Objectives

The main purpose of this document is to provide the prospective candidates interested in

applying for a job at Europol with a clear picture of Europols selection and recruitment processand to familiarize them with the main documents used in this process.

1.2.

About Europol as an equal opportunity employer

Europol is a relatively young and growing organisation since its transformation into an EUagency in 2010, seeking creative, self-reliant and energetic employees. The organisationoccupies a new, state-of-the-art headquarters in The Hague.

Europol applies a policy of equal opportunity for women and men and selects staff without

distinction as to race, colour, ethnic or social origin, genetic features, religion or belief, politicalor any other opinion, disability, age, sex or sexual orientation, membership of a national

minority, property, birth and language, and without reference to their marital status or familysituation.

There is no nationality or gender quota system in operation but Europol is required to strive fora broad range of nationalities and equality of gender in order to keep a well balanceddistribution among its staff members and to promote strong levels of diversity.

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1.3. Key documents related to the Selection and Recruitment process

Documents needed for application:

1. Application Form TA&CA to be used if you apply for a Temporary or a ContractAgent post

2.

Application Form SNE to be used if you apply for a Seconded National Expert post

3. Self-Assessment Gridon the European levels of the languages

4. Examples of secondary and post-secondary qualificationsin EU Member States

5. Rules for reimbursement of travel and accommodation expenses for candidates

invited to a selection procedure organised by Europol

6.

ENU confirmation form needed for restricted posts only

7. List of ENU addresses needed for restricted posts only

Legal documents:

8.

Staff Regulationsof Officials and the Conditions of Employment of Other Servantsof the European Union

9. Decision of the Management Board of Europol of 30 July 2010 laying down general

implementing provisions on the procedures governing the engagement and theuse of temporary agents at Europol

10.Decision of the Management Board of Europol of 13 October 2010 laying down generalimplementing provisions on the procedure governing the criteria applicable to

classification in grade and step on engagement

11.Decision of the Management Board of Europol of 13 October 2010 laying down rules onthe procedures governing the engagement and the use of contract staff at

Europol

12.Decision of the Management Board of Europol of 8 July 2009 laying down rules on thesecondment of national experts to Europol

Status of the selection procedures and of the Reserve Lists

13.Vacancies Statusthe status of selection procedures can be viewed in this excel.

14.List of selections for which a Reserve List has been established /extended.

2. SELECTION AND RECRUITMENT PROCESS IN A NUTSHELL

Europol offers job opportunities under contracts as Temporary Agents (TAs) and ContractAgents (CAs). Available Temporary Agent posts may be non-restricted (open to all EUcitizens) or restricted (open only to EU citizens who are members of national servicescompetent to fight organised crime and terrorism).

Europol also selects National Experts who are seconded by Member States, to specific fields ofexpertise.

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3. ELIGIBILITY CRITERIA

3.1.

General Requirements

Candidates are required to meet the following minimum conditions in order to be considered fora position at Europol:

Be a national of one of the Member States of the European Union and enjoy full rights asa citizen;

Have fulfilled any obligations imposed on him/her by the laws concerning militaryservices;

Produce appropriate character references as to his or her suitability for the performanceof the duties;

Be physically fit to perform the duties pertaining to the position;

Any offer of employment is therefore conditional on the candidate completing a medicalexamination carried out by the Europols medical service provider before taking up duties.

Produce evidence of a thorough knowledge of one of the languages of the EuropeanUnion1and of a satisfactory knowledge of another language of the European Union;

All candidates are required to demonstrate knowledge of English, which is Europols main

language of internal communication. The required level of English knowledge is assessed duringthe written test and/or practical test and at interview, in accordance with the requirements ofthe vacancy notice and the level of command that is necessary to perform the duties of the post.In addition, all candidates must fulfil the language eligibility requirement and provide evidenceof a satisfactory knowledge of another language of the European Union (corresponding at leastto B1 level of the Common European framework of reference for the levels of languages). Thisrequirement will be checked by the Selection Committee based on the certificates and diplomas

obtained by the candidate and, where necessary, further assessed during the selection

procedure2.

3.2. Qualifications

The educational requirements of a given position are determined by Europol and set out in the

corresponding vacancy notice on the basis of the Staff Regulations of Officials and theConditions of Employment of Other Servants of the European Union as well as the respectiveimplementing provisions.There are many different types of secondary and post-secondary education and the terminology

varies throughout the European Union. A table showing a list of examples of secondary andpost-secondary qualifications is providedhere.This list is not exhaustive and should be taken asa guide only.

Candidates should tick all boxes of the section 4 of the application form that match the level ofqualification you have obtained.

Where justified in the interests of the service, professional training of an equivalent level may

be accepted for specific profiles in accordance with the conditions set out in the vacancy notice.Please check the specific Vacancy Notices for more details.

1The official EU languages are: Bulgarian, Croatian, Czech, Danish, Dutch, English, Estonian, Finnish, French, Irish,German, Greek, Hungarian, Italian, Latvian, Lithuanian, Maltese, Polish, Portuguese, Romanian, Slovak, Slovenian,

Spanish, and Swedish.2 The Common European framework of reference for the levels of languages provides a Self-Assessment Grid with adescription of the various European levels of languages (see ANNEX B).

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Professional training may be assessed on the following basis:

For AD5/ AD6 temporary agents posts:

Duration of professional training Additional professional experiencerequired 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 years

For AD7/AD8 temporary agents posts:

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 years

Where required by the interests of the service, the Contracting Authority may set differentcriteria, for example in the ICT and Cybercrime related areas.

Secondary education generally marks the end of compulsory schooling. It follows on fromelementary or primary education.

Post-secondary education is the non-compulsory educational level following the completionof a school curriculum providing secondary education. This may include an education providedby universities, colleges or vocational training relating to a specific trade, occupation or vocation.Vocational training is typically non-academic and provided by schools that teach skills that are

needed to perform a particular job.

Some posts require candidates to possess a university degree of a particular duration.Please tick the box indicating the minimum duration required to complete your degree. Shouldyou possess a degree in which the length of the curriculum is less than 3 years please tick thebox referring to any other degree.

Only diplomas issued by EU Member State authorities and diplomas recognised asequivalent by the relevant EU Member State bodies are accepted.If the main studiestook place outside the European Union, the candidates qualification must have been recognisedby a body delegated officially for the purpose by one of the European Union Member States

(such as a national Ministry of Education) and a document proving this must also be mentionedin the application form (and later on submitted) to enable the Selection Committee to assessaccurately the level of qualification.

Candidates currently enrolled in a course should mention the education or training provider, thetitle of the qualification to be obtained as well as main subjects of the course and the expectedgraduation date.

The formal requirements must be fulfilled by the closing date of the vacancy notice.

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4.

HOW TO APPLY

4.1. Application Form

Candidates are required to complete the Europol application form in English.

Please note that for Temporary Agent posts, candidates are required to submit four (4)copies of the application form. For Contract Agent and Seconded National Expert poststhree (3) copies of the application form are required.

All documentation must be posted to the following address:

Regular post: Courier:

Europol EuropolHuman Resources Human ResourcesRecruitment & Selection Recruitment & Selection

P.O. Box 90850 Eisenhowerlaan 732509 LW The Hague 2517 KK The HagueThe Netherlands The Netherlands

Applications must be sent to Europol by the date of the deadline indicated on thevacancy notice at the latest. The stamp on the envelope serves as proof of the sendingdate. Applications received after the deadline cannot be accepted.

Please note that the application must be completed in electronic format. Handwritten application

forms cannot be accepted. Please ensure that the form has been completed, printed and signedin accordance with the above requirements.

Candidates who do not provide all necessary information, or apply after the specified deadline,or do not comply with any of the above will not be considered.

Receipt of all applications is confirmed by a letter of acknowledgement. However, due to the

large volume of applications received, only candidates invited to attend the selection procedurewill be contacted further. Candidates who are not invited to the selection procedure mustconsider that their application has been rejected on the date of the Selection Committeesshort-listing Meeting, as set out in the table of Vacancies Status available onEuropols website.Candidates may request feedback on their application after the date of the short-listingmeeting.

4.2.

Restricted posts (Temporary Agents)

Candidates applying for vacant positions which are open to staff engaged from the competentauthorities of the Member States only (marked with an asterisk* on the Europol website) arerequired to complete their application form (including the written statement confirming that

they are employed by a competent authority, completed and signed by the relevant authorities)and submit it via the Europol National Unit3. In those cases in which the details of the vacancynotice have been withheld for security reasons, candidates are invited to contact the relevantnational unit for further information The list of addresses of the National Units can be found on

theEuropols website.

3During their posting at Europol, temporary staff engaged to occupy a restricted post continue to be regarded as beingengaged from the competent authorities of the Member States. They shall thus be eligible to apply for anotherrestricted post while in service at Europol.

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The application form will be transmitted to Europol by the National Unit.A candidatefor a restricted post must ensure that his posting at Europol is in conformity with his

national administrative situation and will be required to provide evidence thereofbefore being engaged.

4.3. Seconded National Experts

Candidates applying for secondment are required to complete their application form (includingthe written declaration confirming that they are supported by their competent authority) andsubmit it via the Europol National Unit. The list of addresses of the National Units can be foundon theEuropols website.

5. OVERVIEW OF THE SELECTION AND RECRUITMENT PROCEDURE

5.1.

Selection Committee

The Contracting Authority which in the case of Europol is the Director - sets up a SelectionCommittee which consists of three members, one member from Europol human resources, one

member from the relevant service and one person designated by the Staff Committee.

For non-restricted temporary agent posts, particularly for the selection procedures of experts,the Selection Committee may include up to two additional members designated by the

Contracting Authority on a proposal from the Chairperson of the Management Board. Theadditional member(s) shall be designated from another service of Europol, from outside Europolor from outside the Community institutions including from Member States.

For restricted temporary agent posts, the Contracting Authority shall designate up to two

additional members of the Selection Committee if so requested by the Chairperson of theManagement Board. The additional members shall consist of a representative of the Presidencyor one representative of the Presidency and one from another Member State.

Once candidates are invited to undergo a written test and interview (i.e. applicants have beenshort-listed), they are informed about the names and function of the selection committeemembers on the day of the test.

The names and functions of selection committee members are made available to an applicant in

a recruitment procedure (who was not short-listed), upon request and following a decision byEuropol on a case-by-case basis.

5.2. Assessment of applications

The Selection Committee will assess the applications received in order to make an initialselection of those candidates meeting all eligibility criteria and matching best the selection

criteria set out in the vacancy notice.

Candidates qualifications, experience and skills are examined by the Selection Committeeagainst the requirements and profile of the position advertised.

The total number of years of professional experience requested in the vacancy notice for

eligibility purposes will be counted as follows:

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Any duly certified professional activity connected with one of Europols areas of activityshall be taken into account. Where additional periods of training and study are

accompanied by periods of professional activity, only the latter shall be considered asprofessional experience.

Voluntary work and internships: periods of voluntary work or internship will only be

taken into consideration if they are comparable to full-time work, both in terms ofnumber of hours worked and duration.

Compulsory military service or equivalent civilian service shall be taken intoconsideration.

For grading purposes, professional activities pursued part-time shall be calculated prorata, on the basis of the certified percentage of full-time hours worked.

In the case of freelance translators, the length of professional experience shall becalculated, within the limits of the period spent on such activities, on the basis of the

number of pages translated.

In the case of freelance interpreters, the length of professional experience shall be basedon both the number of days worked as an interpreter and the time spent on thenecessary preparations.

A given period can be counted only once.

Applicants scoring above the pre-defined pass-mark (as identified by the SelectionCommittee before the closing date of the publication 4) are invited to participate in a post-related selection procedure.

5.3.

Interview and Written Test/ Practical Test

The selection procedure generally consists of:

Written test(generally between 2.5h-4h, depending on the profile)

and/or

Practical tests(generally between 30min.-4h, depending on the profile)

AND

Competency-based interview(generally between 30 min-1h).

Applicants invited to a written test/ practical test and interview will be required to provide, onthe day of the written test, the following documentsin original plus one copy:

A document proving nationality(e.g. passport);

Certificates attesting educational and professional qualifications with theinformation on the duration of that educationmentioned in the application form;

Documentary evidence of professional experience acquired after the date onwhich the qualification giving access to the specific profile was obtained, clearlyindicating the start and end dates, whether paid, full or part time, and the nature of theduties carried out. Moreover, applicants must always provide a copy of the latest payslipas evidence of an ongoing employment contract.

Written statement confirming that applicants for a restricted temporary agentposts are employed by one of the Member States competent authorities, signedby the relevant Head of Europol National Unit (HENU).

4On a general basis: 60% of the TOTAL MAXIMUM SCORE.

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The written and/or practical tests will, as a general rule, take place in English.

If the Selection Committee considers that the language certificate(s) or diploma(s) referred to

in the application, as subsequently submitted by the candidates on the day of the written test,do not provide sufficient evidence of the required knowledge of another official language of theUnion, s/he will be invited to complete part of the selection procedure in one of the official

languages of their choice.The successful candidates are those scoring above the pre-defined pass-mark (as identified bythe Selection Committee before the invitation letters are sent to the short-listed candidates).

Note: If you have a disability which might require special needs during the selection procedure,please provide details to the Selection and Recruitment Team in order to enable us to supportyou if possible.

5.4. Outcome of the Selection procedure: Appointment and Reserve List

After the selection procedure has taken place, the Selection Committee will propose a list ofsuccessful candidates to the Contracting Authority.

The Contracting Authority makes a decision of appointment on the basis of advice from theSelection Committee. The Contracting Authority informs the Committee of the decision made.

Before the employment contract will be concluded by Europol, successful candidates will have todeclare any conflict of interest situation.5

In view of the list of successful candidates proposed by the Selection Committee, the

Contracting Authority has also the possibility to establish a reserve list of successful candidateswhich is valid for up to 12 months. The validity of the reserve list may be extended once for upto 12 months. The list of selection procedures for which reserve lists have been established orextended is accessible onEuropols website.

Candidates who attend the selection procedure will be informed of the outcome and of whether

they have been placed on the reserve list.Inclusion on the reserve list does not guarantee employment.

5.5.

Communication with applicants

The Selection Committees work and deliberations are confidential. It is forbidden for candidatesto make direct or indirect contact with the members of the Selection Committee or for anyoneto do so on their behalf. All enquiries or requests for information or documentation in relation tothe selection procedure should be addressed to the Europol Selection and Recruitment Team atthe following email address:[email protected].

5.6. Reimbursement of expenses during the selection procedure

Accommodation and travel related expenses incurred by candidates taking part in a selectionprocedure organized by Europol shall be reimbursed.6

5.7. Appeal procedure and complaints to the European Ombudsman

Like all citizens of the European Union, subject to fulfilling the conditions applicable to the

activities of the European Ombudsman, an applicant may lodge a complaint formaladministration to the:

5A conflict of interest is an apparent (actual) or potential incompatibility between the responsibilities of the postrecruited and personal interests which could impair professional independence. This could, for instance, be a financial or

family relationship with an existing staff member or a supplier of Europol.6See Annex C about the Rules for reimbursement of travel and accommodation expenses for candidates invited to aselection procedure organised by Europol.

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European Ombudsman

1 Avenue du President Robert SchumanBP 403

F-67001 Strasbourg Cedex

www.ombudsman.europa.eu

If a candidate to a temporary or a contract staff post considers that he/she has been adverselyaffected by a particular decision made by the Selection Committee, he/she can file an appealdirectly before the Civil Service Tribunal against such decision within a period of 3 monthsfollowing notification of the contested decision.

Complaints against decisions made by the Contracting Authority shall first be submitted to the

latter in accordance with the provisions of Article 90(2) and 91(2) of the Staff Regulations ofofficials of the European Union and Articles 46 and 117 of the Conditions of employments ofother servants.

European Union Civil Service Tribunal

Boulevard Konrad Adenauer

L-2925 LUXEMBOURG, Luxembourg

6. GENERAL INFORMATION

6.1. Data Protection

The data submitted are 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 beused within this specific context and will not be disclosed to any third party, except forrestricted posts in which the application may be transmitted to the National Unitas part of the

application process.Any data provided will be treated in strict confidence and in full compliancewith all applicable data protection rules. The legal basis for the processing of personal data isthe Staff Regulations of Officials and the Conditions of Employment of Other Servants of theEuropean Union (Title III Chapter 1) and their implementing rules.

All documents provided to Europol will be kept in Europols files and will not be returned to thecandidate. Applications of non-recruited candidates will be kept for a maximum of two years.Data of applicants added to the reserve list will be kept for a maximum of two years after theexpiry of the reserve list. Data of recruited candidates will be transferred to their personal file.

The Head of the Administration Business Area is responsible for the data processing operation.Candidates have the right to access, rectify, block and erase their personal data in accordancewith the applicable data protection rules.

Candidates have the right of recourse to the Europol Data Protection Office (Data ProtectionOffice - PO Box 90850, 2509 LW The Hague, The Netherlands) and theJoint Supervisory Body.

6.2. Security Screening

All candidates who have successfully passed a selection procedure are required to apply for anational certificate of good conduct. The certificate of good conduct must be provided toEuropol prior the signature of the employment contract. Europol reserves the right not to awardan employment contract, if reasons exist not to award a certificate of good conduct.

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 levelindicated in the Vacancy Notice. A PSCC is a certificate issued by a competent authority

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establishing that an individual is security cleared. It contains: the level of clearance; the date ofissuance and the date of expiry. Failure to obtain the requisite security clearance before the

expiration of the first six (6) months of service may be cause for termination of employmentcontract.

Applicants who currently hold a valid and positive security clearance at the level indicated in the

Vacancy Notice do not need to obtain a new one. They shall then provide a copy of the securityclearance to Europol and specify the issuing authority, level and date of expiry. In case thevalidity of the security clearance expires within six (6) months, the renewal procedure shall beinitiated expeditiously.

Europol may at any time terminate the employment contract if the result of the securityscreening is not positive and the necessary clearance level is not granted /extended in respectof the employee.

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7. ANNEXES

7.1.

Annex A: Certificate of Good Conduct EU Member States

Country Name of Certificate

Austria StrafregisterbescheinigungBelgium Extrait du Casier Judiciaire/Uittreksel uit het StrafregisterBulgaria Croatia Potvrda o podacima iz kaznene evidencijeCyprus

Czech Republic Vpis z rejstku trestDenmark Privat straffeattestEstonia Karistusregistri teatisFinland Criminal records extract: visa, work permit etc.France Extrait de casier judiciaire (bulletin numro 3)

Germany Fhrungszeugnis (Privatfhrungszeugnis)Greece

Hungary Erklcsi bizonyitvnyIreland Police CertificateItaly Certificato del casellario giudiziario - certificato penale

Latvia Izzia par (ne)sodmbuLithuania Payma apie teistum (neteistum)

Luxembourg Extrait du casier judiciaire (FR) / Strafregisterauszug (DE)Malta Conduct Certificate / ertifikat tal-KondottaPoland Zawiadczenieo niekaralnoci

Portugal Certificado de Registo CriminalRomania Certificat de cazier judiciar

Slovak Republic Vpis z registra trestov

Slovenia Potrdilo o nekaznovanostiSpain Certificado de Antecedentes Penales

Sweden Utdrag ur belastningsregistret (fr utlandsndaml)The Netherlands Verklaring Omtrent het GedragUnited Kingdom Basic Disclosure

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7.2. Annex B: Common European framework of reference for the levels of languages Self Assessment Grid

A1 A2 B1 B2 C1 C2

UNDERST

ANDING

Listening I can understand familiar words andvery basic phrases concerningmyself, my family and immediateconcrete surroundings when peoplespeak slowly and clearly.

I can understand phrases and the highestfrequency vocabulary related to areas ofmost immediate personal relevance (e.g.very basic personal and familyinformation, shopping, local area,employment). I can catch the main pointin short, clear, simple messages andannouncements.

I can understand the main points of clearstandard speech on familiar mattersregularly encountered in work, school,leisure, etc. I can understand the mainpoint of many radio or TV programmeson current affairs or topics of personal orprofessional interest when the delivery isrelatively slow and clear.

I can understand extended speech andlectures and follow even complex lines ofargument provided the topic isreasonably familiar. I can understandmost TV news and current affairsprogrammes. I can understand themajority of films in standard dialect.

I can understand extended speech evenwhen it is not clearly structured and whenrelationships are only implied and notsignalled explicitly. I can understandtelevision programmes and films withouttoo much effort.

I have no difficulty inunderstanding any kind of spokenlanguage, whether live orbroadcast, even when delivered atfast native speed, provided. I havesome time to get familiar with theaccent.

ReadingI can understand familiar names,words and very simple sentences, forexample on notices and posters or incatalogues.

I can read very short, simple texts. I canfind specific, predictable information insimple everyday material such asadvertisements, prospectuses, menusand timetables and I can understandshort simple personal letters.

I can understand texts that consist mainlyof high frequency everyday or job-relatedlanguage. I can understand thedescription of events, feelings and wishesin personal letters.

I can read articles and reports concernedwith contemporary problems in which thewriters adopt particular attitudes orviewpoints. I can understandcontemporary literary prose.

I can understand long and complexfactual and literary texts, appreciatingdistinctions of style. I can understandspecialised articles and longer technicalinstructions, even when they do notrelate to my field.

I can read with ease virtually allforms of the written language,including abstract, structurally orlinguistically complex texts such asmanuals, specialised articles andliterary works.

SPE

AKING

SpokenInteraction

I can interact in a simple wayprovided the other person is preparedto repeat or rephrase things at aslower rate of speech and help meformulate what I'm trying to say. I canask and answer simple questions inareas of immediate need or on veryfamiliar topics.

I can communicate in simple and routinetasks requiring a simple and directexchange of information on familiartopics and activities. I can handle veryshort social exchanges, even though Ican't usually understand enough to keepthe conversation going myself.

I can deal with most situations likely toarise whilst travelling in an area wherethe language is spoken. I can enterunprepared into conversation on topicsthat are familiar, of personal interest orpertinent to everyday life (e.g. family,hobbies, work, travel and current events).

I can interact with a degree of fluencyand spontaneity that makes regularinteraction with native speakers quitepossible. I can take an active part indiscussion in familiar contexts,accounting for and sustaining my views.

I can express myself fluently andspontaneously without much obvioussearching for expressions. I can uselanguage flexibly and effectively for socialand professional purposes. I canformulate ideas and opinions withprecision and relate my contributionskillfully to those of other speakers.

I can take part effortlessly in anyconversation or discussion andhave a good familiarity withidiomatic expressions andcolloquialisms. I can expressmyself fluently and convey finershades of meaning precisely. If Ido have a problem I can backtrackand restructure around thedifficulty so smoothly that other

SpokenProduction

I can use simple phrases andsentences to describe where I liveand people I know.

I can use a series of phrases andsentences to describe in simple terms myfamily and other people, living conditions,my educational background and mypresent or most recent job.

I can connect phrases in a simple way inorder to describe experiences andevents, my dreams, hopes andambitions. I can briefly give reasons andexplanations for opinions and plans. I cannarrate a story or relate the plot of a book

or film and describe my reactions.

I can present clear, detailed descriptionson a wide range of subjects related to myfield of interest. I can explain a viewpointon a topical issue giving the advantagesand disadvantages of various options.

I can present clear, detailed descriptionsof complex subjects integrating sub-themes, developing particular points androunding off with an appropriateconclusion.

I can present a clear, smoothly-flowing description or argument ina style appropriate to the contextand with an effective logicalstructure which helps the recipientto notice and remember significant

points.

WRITING

W r i t i n g I can write a short, simple postcard,for example sending holidaygreetings. I can fill in forms withpersonal details, for example enteringmy name, nationality and address ona hotel registration form.

I can write short, simple notes andmessages. I can write a very simplepersonal letter, for example thankingsomeone for something.

I can write simple connected text ontopics which are familiar or of personalinterest. I can write personal lettersdescribing experiences and impressions.

I can write clear, detailed text on a widerange of subjects related to my interests.I can write an essay or report, passing oninformation or giving reasons in supportof or against a particular point of view. Ican write letters highlighting the personalsignificance of events and experiences.

I can express myself in clear, well-structured text, expressing points of viewat some length. I can write aboutcomplex subjects in a letter, an essay ora report, underlining what I consider to bethe salient issues. I can select a styleappropriate to the reader in mind.

I can write clear, smoothly-flowingtext in an appropriate style. I canwrite complex letters, reports orarticles which present a case withan effective logical structure whichhelps the recipient to notice andremember significant points. I canwrite summaries and reviews ofprofessional or literary works.

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7.3. Annex C: Rules for reimbursement of expenses for candidates invited toa Europol selection procedure

Travel related expenses incurred by the candidate in order to travel to and from his/her

place of residence (home) or other place of departure, to take part in a selectionprocedure organized by Europol shall be reimbursed. The place of residence from whichthe travel costs are reimbursed shall be specified by the candidate in the applicationform. Should the place of residence differ from the place of departure, the shortest andmost economical way to the selection procedure at Europol shall be reimbursed (for

further details, please contact Selection and Recruitment Team).

Europol does not grant daily subsistence allowances.

Travel:

Please note that the candidates are responsible for their own travelarrangements.

The selection procedure is, under normal circumstances, scheduled for two days. Thewritten test conducted on the first day and the interview on the following day. The travelarrangements by candidates shall be made accordingly. The candidate would normallyarrive the day prior to the written test and depart on the day of the interview. It isadvised to book the return ticket for the evening, making sure you have sufficient timeafter the interview to get to the airport. In case the selection procedure is organised fora different number of days, the travel arrangements shall be made accordingly. Selectionand Recruitment Team will inform the candidates on the exact dates of the selectionprocedure.

Travel expenses shall be reimbursed upon submission of relevant tickets/receipts as

follows:

1. For candidates travelling by rail, travel costs will be reimbursed on the basis ofthe shortest and most economical way in second-class fare;

2. For candidates travelling by air, travel costs will be reimbursed on the basis of themost economical fare tariff. In case the candidate travels by budget airlines(RyanAir, EasyJet, Transavia, etc.) the costs of one check-in luggage will also bereimbursed. No excess baggage charges will be reimbursed;

3. The following public transportation costs within The Netherlands will be

reimbursed

- second-class rail fare from Schiphol to The Hague and back;

- tram tickets used in connection with the selection procedure (including daypasses).

4. If the candidate chooses to travel by private car, Selection and Recruitment Teamshould be informed in advance. Reimbursement is made on the basis of gasinvoice submitted. The total cost of travel by car including road tolls, cannotexceed the maximum cost of a 2nd class rail fare. Parking expenses will bereimbursed upon providing receipts and/or parking tickets. For road tolls,originals of the tickets need to be submitted.

The cost of rental cars or car insurance costs will not be covered.

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5. Taxi will only be reimbursed in exceptional circumstances on production ofrelevant original receipt. These may include transfers to/from airports ortrain/bus stations where public transportation is not a suitable alternative (i.e. forsafety reasons, very early or late arrival/departure before 7.00 a.m. or after23.00 p.m.), in case of an accident and/or a strike affecting public transportation.Please contact Selection and Recruitment Team for further details.

Any financial contribution from a third party in connection with the travel arrangementsshould be declared to Europol. Such contributions will be deducted from the

reimbursement to which the candidate would otherwise be entitled.

Accommodation:

Accommodation arrangements should only be made by Europol.

The cost of any accommodation arrangements which are made directly by the candidatewill not be reimbursed (for further details, please contact Selection and Recruitment

Team).

Please fill in, sign and send back the scanned REGISTRATION FORM to Selection and

Recruitment Team.

Under normal circumstances, Europol arranges a hotel reservation, including breakfast,for maximum two nights. In exceptional circumstances (i.e. no flight/train availability

on the day of the interview, substantial difference in travel fare etc.) Europol mayreimburse an additional night. In this instance, the candidate must provide Selection andRecruitment Team with a written justification. The claim needs to be supported byevidence such as print screens, showing the difference in prices. If the evidence providedis not found substantial to warrant an additional night, any stay in the hotel over two

days will be charged to the candidate.

Reimbursement process:

The following documents should be submitted to initiate the reimbursement process:

- Signed and dated LEGAL ENTITY FORM (please attach a copy of your passport orID);

- Signed and dated FINANCIAL IDENTIFICATION FORM. The form should also bearthe banks stamp and a signature of the bank representative. In case you cannot

arrange the stamp and the signature by the bank, please attach a recent bankstatement.

- Signed and dated REIMBURSEMENT FORM

- Signed and dated FORM certifying that your return tickets will be/have been used(please attach an evidence of your travel e.g. flight reservation, train and tramtickets, boarding passes, etc.). After you have returned to your place ofresidence, send originals or scanned copies of your return tickets back toSelection and Recruitment Team.

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