Important information regarding the application procedure and application
Your application will only be considered if you submit it using the Eurojust Application Form.
Ensure every section of the form is completed in English. The application form is available to download on this page. It is your own responsibility to ensure the completeness and accuracy of all information provided by you in the application form.
The initial screening of applications will rely solely on the information you provide in the form. Applicants should assess, before submitting their application form, whether they fulfil all the conditions for admission laid down in the vacancy notice, particularly in terms of eligibility criteria.
Failure to comply with the above may lead to exclusion.
We recommend you do not send your application too close to the deadline so as to avoid problems due to heavy email traffic.
It is mandatory to insert the reference number in the application form and in the heading of the e-mail as well as in all future correspondence relating to your application. Your application must be submitted no later than the deadline indicated in the vacancy notice.
Only applications received before the deadline will be considered.
You must submit a separate application form for each post you wish to apply for.
Please note that all correspondence with candidates will take place by email only, so please ensure that the email address you provide is correct and that you check your email regularly (including spam).
Application forms sent by fax or post will not be accepted except for candidates who have a proven disability that prevents them from applying via e-mail. These candidates may submit their application by post using a printed version of the application form no later than the indicated closing date for the submission of applications (the date on the postmark will serve as evidence). The reference number of the selection procedure and title of the post must be indicated on the envelope. Applications must be sent to: EUROJUST, Recruitment Office, P.O. Box 16183, 2500 BD The Hague, THE NETHERLANDS.
The Human Resources Unit will acknowledge receipt of applications. The recruitment department will inform all candidates of the outcome of the selection procedure by email. Additionally, candidates are also invited to follow the status of the recruitment process on the Eurojust website.
A Selection Board is appointed by the Administrative Director of Eurojust for each selection procedure. The Human Resources Unit assists the Selection Board in checking the fulfilment of the eligibility criteria.
Failure to comply with one of the eligibility criteria will result in the disqualification of the applicant concerned.
The Selection Board decides on the eligibility of applicants, in accordance with the requirements outlined in the vacancy notice, and decides whom to invite to attend an interview and/or a written test.
The selection phase consists of an interview and possibly a written test with the Selection Board to evaluate the capacities of the candidates to perform the key accountabilities outlined in the vacancy notice. During the interview, special attention will be paid to the specific knowledge required for the post and the suitability and capacity of the candidate to adapt to a multicultural environment. Oral and written tests are conducted in English (unless otherwise specified in the vacancy notice) and native English speakers will be tested in their second EU language during the oral interview.
Written tests are submitted to the Selection Board anonymously and, only after they have been corrected and scored unanimously by its members, the corresponding names of the candidates are disclosed.
Interviews and written tests are conducted at Eurojust’s premises in The Hague, THE NETHERLANDS.
On the day of the interview, candidates must bring originals or certified copies and photocopies of all the supporting documents for their educational qualifications and employment record to evidence the satisfaction of all the eligibility criteria.
All documentary evidence of professional experience must indicate start and end dates of previous positions and the start date and continuity of the current position held.
On the day of the interview, candidates must sign a declaration of honour that certifies that the information provided is true, complete and accurate.
The address indicated on the form will be used as the departure point for travel of candidates invited to interview.
Candidates who have not submitted all the documents specified on the date of the interview will be disqualified.
The Selection Board’s work and deliberations are strictly confidential. It is forbidden for candidates to make direct or indirect contact with the members of the Selection Board or for anyone to do so on their behalf. All enquiries or requests for information or documentation in relation to the competition should be addressed in writing to the EUROJUST Recruitment Office.
At the end of the interview or written-test phase, the Selection Board will propose a list of suitable applicants - if any - to the Administrative Director, who may establish a reserve list.
2.1 Reserve List
The list of suitable applicants is submitted to the Administrative Director who decides on the appointment of the successful candidate(s) and the establishment of a reserve list for the advertised post. Candidates should note that inclusion on the reserve list does not guarantee recruitment.
Recruitment will be based on post and budget availability.
Reserve lists are valid until the end of the year of advertisement of the post; their validity may be extended by the Administrative Director.
The reserve list may be used by other organisational entities within Eurojust to fulfil the same or similar positions.
If and when funds and a post become available, candidates on a reserve list may be considered and the reserve list may be used to fill vacancies.
2.2 Contractual conditions
The Administrative Director appoints successful candidates as members of the temporary or contract staff pursuant respectively to Article 2(f) or Article 3(a) of the Conditions of employment of other servants of the European Union (http://ec.europa.eu/dgs/human-resources/publications_en.htm), to which he/she will be subject, for the entire duration of service at Eurojust.
Remuneration will be based on the EU scale of salaries. Pay is subject to EU tax and other deductions laid down in the Staff Regulations. Remuneration is, however, exempt from any national taxation.
Both Temporary Agents and Contract Agents are required to serve a probationary period of nine months.
Prior to contract signature, successful candidates will be requested to:
- Provide Eurojust with a police certificate of good character; and
- Undergo a compulsory medical examination to establish that the candidate meets the standard of physical fitness necessary to perform the duties involved.
For any further information on contractual and working conditions, please refer to the Staff Regulations of Officials of the European Union and its Conditions of employment of other servants of the European Union, which are available on the following web page: http://ec.europa.eu/dgs/human-resources/publications_en.htm
2.3 Essential requirement for selected applicants: Security Clearance
Eurojust requires selected applicants to sensitive posts to undergo a security screening procedure and obtain a positive national opinion. The level of the latter depends on the specific classified data that staff members deal with. Depending on the post, the required level of clearance is CONFIDENTIAL/SECRET/TOP SECRET.
2.4 Appeal procedures
If an applicant is found ineligible or is not invited for an interview and possibly a written test, the candidate may request the Selection Board, via the Recruitment Office, for reconsideration - quoting the vacancy number of the relevant selection procedure - within 20 calendar days of the date postmarked on the letter of notification. The request should be addressed to:
P.O. Box 16183
2500 BD The Hague
Attention: Recruitment Office, Vacancy No.14/EJ/--
The Selection Board will reconsider the application and notify the candidate of its decision within 45 calendar days of receipt of the letter. Against this decision, at the early stage of a selection procedure (prior to the reserve list having been decided upon by the Appointing Authority), if a candidate still considers that he/she has been adversely affected by a particular decision, he/she may bring a case under Article 270 of the Treaty on the Functioning of the European Union and Article 91 of the Staff Regulations before the following body:
The European Union Civil Service Tribunal
Please note that the EUROJUST Administrative Director does not have the power to amend the decisions of the Selection Board. The Court has consistently held that the wide discretion enjoyed by selection boards is not subject to review by the Court unless the rules that govern the proceedings of selection boards have clearly been infringed.
If a candidate considers that he/she has been adversely affected by a particular decision of the Administrative Director, he/she can lodge a complaint under Article 90(2) of the Staff Regulations at the following address:
2516 AB The Hague
Attention: Office of the Administrative Director
The complaint must be lodged within three months. The time limit for initiating this type of procedure (see Staff Regulations – http://eurlex.europa.eu/en/index.htm) begins from the time the candidate is notified of the action adversely affecting him/her.
It is also possible to bring a complaint to the European Ombudsman pursuant to Article 228(1) of the Treaty on the Functioning of the European Union and in accordance with the conditions laid down in the Decision of the European Parliament of 9 March 1994 on the Staff Regulations and the general conditions governing the performance of the Ombudsman’s duties (OJ L 113 of 4 May 1994) at the following address:
The European Ombudsman
1 Avenue du Président Robert Schuman – BP 403
67001 Strasbourg Cedex
2.5 Protection of Personal Data
All personal data collected for any selection procedure at Eurojust will only be used for its purposes and will in no case be transmitted to any third party. Any data provided will be treated in the strictest confidence and with high standards of security. All documents provided by applicants to Eurojust during any selection procedure will be held in Eurojust’s files and will not be returned. Applicants' documents will only be held for as long as necessary to fulfil the requirements of existing auditing/control procedures applicable to Eurojust. The Head of the HR Unit of Eurojust acts as controller of such data, which will be collected and further processed in full compliance with all applicable data protection regulations and, in particular, with the rules on the protection and processing of personal data at Eurojust (OJ C 68/1, 19.3.2005). The rights of information, access, correction, blocking and deletion of personal data are guaranteed under these rules.
2.6 Declaration of commitment to serve public interest independently
The successful candidate will be required to make a declaration of commitment to act independently in the public interest and to make a declaration in relation to the interests that might be considered prejudicial to his/her independence. The successful candidate will be required to carry out his/her duties and conduct him/herself solely with the interests of the EU in mind; he/she shall neither seek nor take instruction from any government, authority, organisation or person outside his institution. He/she shall carry out assigned duties in a highly objective and impartial manner in keeping with his/her duty of loyalty to the EU.
2.7 Equal opportunities
EUROJUST applies a policy of equal opportunity for men and women and accepts applications without distinction on grounds of sex, race, colour, ethnic or social origin, genetic characteristics, and language, religious, political or other convictions or opinions, financial situation, disability, age, sexual orientation, marital status or family situation.
3. Application form
To apply for a position, candidates must use the application form (PDF format) provided below and indicate clearly both the reference number and the title of the post.
Please use the application form in Word format (also available below) only if you experience problems downloading the PDF form.
The E-application Form must be fully completed in English. Applications must be sent to firstname.lastname@example.org, mentioning the reference number and the vacancy and title of the position in the header of the email, no later than the indicated closing date.
Download E-application Form (PDF format) / E-application Form (Word format)
Please note that Adobe Acrobat or Reader (version 9.0 or above) is required to use the PDF form. The latest version of Adobe Reader can be downloaded for free HERE.
If you are using Mozilla Firefox and seeing a " Please wait ..." message, click on download icon [ ] in the top right area of the browser window, select "Open with Adobe Reader", then click on "OK".
If you are not able to use the PDF form, please contact our recruitment office for advice.