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Europol Recruitment Guidelines




Selection and Recruitment Team
The Hague, 28/05/2013

EDOC#663508v9














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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............................................................................................................ 12
7.1. ANNEX A: "CERTIFICATE OF GOOD CONDUCT - EU MEMBER STATES ....................... 12
7.2. ANNEX B: COMMON EUROPEAN FRAMEWORK OF REFERENCE FOR THE LEVELS OF
LANGUAGES - SELF ASSESSMENT GRID ........................................................... 14
7.3. ANNEX C: RULES FOR REIMBURSEMENT OF EXPENSES FOR CANDIDATES INVITED
TO A 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
process and 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 EU
agency in 2010, seeking creative, self-reliant and energetic employees. The organisation
occupies 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,
political or 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 family situation.
There is no nationality or gender quota system in operation but Europol is required to strive
for a broad range of nationalities and equality of gender in order to keep a well balanced
distribution 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 Contract
Agent post
2. Application Form SNE - to be used if you apply for a Seconded National Expert
post
3. Self-Assessment Grid on the European levels of the languages
4. Examples of secondary and post-secondary qualifications in 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 Regulations of Officials and the Conditions of Employment of Other
Servants of 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
the use of temporary agents at Europol
10. Decision of the Management Board of Europol of 13 October 2010 laying down
general implementing 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
on the 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
the secondment of national experts to Europol
Status of the selection procedures and of the Reserve Lists
13. Vacancies' Status -the 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 Contract
Agents (CAs). Available Temporary Agent posts may be non-restricted (open to all EU
citizens) or restricted (open only to EU citizens who are members of national services
competent to fight organised crime and terrorism).

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







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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
for a position at Europol:
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 on him/her by the laws concerning military
services;
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 position;
Any offer of employment is therefore conditional on the candidate completing a
medical examination 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 European
Union
1
and 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
during the written test and/or practical test and at interview, in accordance with the
requirements of the 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 evidence of a satisfactory knowledge of another language of the
European Union (corresponding at least to B1 level of the Common European framework of
reference for the levels of languages). This requirement 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 procedure
2
.

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 the
Conditions of Employment of Other Servants of the European Union as well as the
respective implementing 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 and post-secondary qualifications is provided here. This list is not exhaustive and
should be taken as a guide only.
Candidates should tick all boxes of the section 4 of the application form that match the level
of qualification 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.

Professional training may be assessed on the following basis:


1
The 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 a
description of the various European levels of languages (see ANNEX B).

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For AD5/ AD6 temporary agents posts:

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 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 different
criteria, for example in the ICT and Cybercrime related areas.

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

Post-secondary education is the non-compulsory educational level following the
completion of a school curriculum providing secondary education. This may include an
education provided by 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.
Should you possess a degree in which the length of the curriculum is less than 3 years
please tick the box referring to any other degree.

Only diplomas issued by EU Member State authorities and diplomas recognised as
equivalent by the relevant EU Member State bodies are accepted. If the main studies
took place outside the European Union, the candidates qualification must have been
recognised by 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 mentioned in the application form (and later on submitted) to enable the Selection
Committee to assess accurately the level of qualification.

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







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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 posts
three (3) copies of the application form are required.
All documentation must be posted to the following address:

Regular post: Courier:
Europol Europol
Human Resources Human Resources
Recruitment & Selection Recruitment & Selection
P.O. Box 90850 Eisenhowerlaan 73
2509 LW The Hague 2517 KK The Hague
The Netherlands The Netherlands

Applications must be sent to Europol by the date of the deadline indicated on the
vacancy notice at the latest. The stamp on the envelop serves as proof of the
sending date. 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 signed in 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
procedure will be contacted further. Candidates who are not invited to the selection
procedure must consider that their application has been rejected on the date of the
Selection Committees short-listing Meeting, as set out in the table of Vacancies Status
available on Europols website. Candidates may request feedback on their application after
the date of the short-listing meeting.
4.2. Restricted posts (Temporary Agents)
Candidates applying for vacant positions which are open to staff engaged from the
competent authorities of the Member States only (marked with an asterisk* on the Europol
website) are required 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 Unit
3
. In those cases in which
the details of the vacancy notice have been withheld for security reasons, candidates are
invited to contact the relevant national unit for further information The list of addresses of
the National Units can be found on the Europols website.

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

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The application form will be transmitted to Europol by the National Unit. A
candidate for 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 thereof before being engaged.
4.3. Seconded National Experts
Candidates applying for secondment are required to complete their application form
(including the written declaration confirming that they are supported by their competent
authority) and submit it via the Europol National Unit. The list of addresses of the National
Units can be found on the Europols 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 Selection
Committee 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.
The additional member(s) will be either a representative of the Presidency or one
representative of the Presidency and one from another Member State.
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 the
Management Board. The additional members shall consist of a representative of the
Presidency or 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
been short-listed), they are informed about the names and function of the selection
committee members 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 by Europol on a case-by-case basis.

5.2. Assessment of applications

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 set out in the vacancy notice.
Candidates qualifications, experience and skills are examined by the Selection Committee
against 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:
Any duly certified professional activity connected with one of Europols areas of
activity shall be taken into account. Where additional periods of training and study

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are accompanied by periods of professional activity, only the latter shall be
considered as professional 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 of
number of hours worked and duration.
Compulsory military service or equivalent civilian service shall be taken into
consideration.
For grading purposes, professional activities pursued part-time shall be calculated
pro rata, on the basis of the certified percentage of full-time hours worked.
In the case of freelance translators, the length of professional experience shall be
calculated, 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
based on both the number of days worked as an interpreter and the time spent on
the necessary preparations.
A given period can be counted only once.


Applicants scoring above the pre-defined pass-mark (as identified by the Selection
Committee 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,
on the day of the written test, the following documents in original plus one copy:
A document proving nationality (e.g. passport);
Certificates attesting educational and professional qualifications with the
information on the duration of that education mentioned in the application
form;
Documentary evidence of professional experience acquired after the date on
which the qualification giving access to the specific profile was obtained, clearly
indicating the start and end dates, whether paid, full or part time, and the nature of
the duties carried out. Moreover, applicants must always provide a copy of the latest
payslip as evidence of an ongoing employment contract.
Written statement confirming that applicants for a restricted temporary
agent posts are employed by one of the Member States' competent
authorities, signed by the relevant Head of Europol National Unit (HENU).
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

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

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test, do not provide sufficient evidence of the required knowledge of another official
language of the Union, 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
by the 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 support you 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 of
successful candidates to the Contracting Authority.
The Contracting Authority makes a decision of appointment on the basis of advice from the
Selection Committee. The Contracting Authority informs the Committee of the decision
made.
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
candidates which is valid for up to 12 months. The validity of the reserve list may be
extended once for up to 12 months. The list of selection procedures for which reserve lists
have been established or extended is accessible on Europols 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
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 or requests for information or
documentation in relation to the selection procedure should be addressed to the Europol
Selection and Recruitment Team at the following email address: C52@europol.europa.eu.
5.6. Reimbursement of expenses during the selection procedure
Accommodation and travel related expenses incurred by candidates taking part in a
selection procedure organized by Europol shall be reimbursed.
5

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 for
maladministration to the:
European Ombudsman
1 Avenue du President Robert Schuman-BP 403
F-67001 Strasbourg Cedex
www.ombudsman.europa.eu


5
See Annex C about the Rules for reimbursement of travel and accommodation expenses for candidates invited to a selection
procedure organised by Europol.

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If a candidate to a temporary or a contract staff post considers that he/she has been
adversely affected by a particular decision made by the Selection Committee, he/she can
file an appeal directly before the Civil Service Tribunal against such decision within a period
of 3 months following 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 of officials of the European Union and Articles 46 and 117 of the Conditions of
employments of other 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 be used within this specific context and will not be disclosed to any third party,
except for restricted posts in which the application may be transmitted to the National Unit
as part of the application process. Any data provided will be treated in strict confidence and
in full compliance with all applicable data protection rules. The legal basis for the processing
of personal data is the Staff Regulations of Officials and the Conditions of Employment of
Other Servants of the European 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
the candidate. 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 the expiry 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 accordance with the applicable data protection rules.
Candidates have the right of recourse to the Europol Data Protection Office (Data Protection
Office - PO Box 90850, 2509 LW The Hague, The Netherlands) and the Joint Supervisory
Body.

6.2. Security Screening
All candidates who have successfully passed a selection procedure are required to apply for
a national "certificate of good conduct. The "certificate of good conduct must be provided
to Europol prior the signature of the employment contract. Europol reserves the right not to
award an 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 level
indicated in the Vacancy Notice. A PSCC is a certificate issued by a competent authority
establishing that an individual is security cleared. It contains: the level of clearance; the
date of issuance 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
employment contract.
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
security clearance to Europol and specify the issuing authority, level and date of expiry. In

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case the validity of the security clearance expires within six (6) months, the renewal
procedure shall be initiated expeditiously.
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 /extended in
respect of the employee.
7. ANNEXES
7.1. Annex A: "Certificate of Good Conduct" - EU Member States

Austria: "Polizeiliches Fhrungszeugnis"
Belgian: "extrait de casier judicaire central - centraal strafregister"
Bulgaria: "conviction status certificate"
Czech: "Vpis z rejstrku trest"
Cyprus: "Hio1onoiq1ik Hoiviko Mq1poou"
Denmark: "Straffeattest"
Estonia: "Karistusregistri teatis"
Finland: "turvaselvitys"
France: "extrait de casier judiciaire"
Germany: "Polizeiliches Fhrungszeugnis"
Greece: "criminal record certificate" - "Hio1onoiq1ik Hoiviko Mq1poou"
Hungary: "Erklcsi bizonyitvny"
Ireland: "certificate granted under the Data Protection Act"
Italy: "certificato del casellario giudiziario"
Latvia: "Izzipa par sodmbu"
Lithuania: "PAZYMA APIE TEISTUMA"
Luxembourg: "certificat de bonne vie et moeurs" or "extrait du casier judiciaire"
Malta: "conduct certificates" - Certifikati tal-Kondotta"
Portugal: "certificado de registo criminal"
Poland: "Zaswiadczenie o niekaralnosci"
The Netherlands: "Verklaring omtrent het gedrag (VOG)"
Spain: "certificado de antecedentes penales"
Sweden: "Utdrag ur belastningsregistret fr utlandsndaml"
Slovakia: "VYPIS Z REGISTRA TRESTOV"
Slovenian: "Potrdilo o nekaznovanosti"
Romanian: "Certificat de Cazier Judiciar"
United Kingdom: "Standard & Enhanced Disclosures, to be applied for with the Criminal
Records Bureau


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

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lo repeal or reprrase lr|rgs al a
s|oWer rale ol speecr ard re|p re
lorru|ale Wral l'r lry|rg lo say. l car
as| ard arsWer s|rp|e quesl|ors |r
areas ol |rred|ale reed or or very
lar|||ar lop|cs.
l car corrur|cale |r s|rp|e ard roul|re
las|s requ|r|rg a s|rp|e ard d|recl
excrarge ol |rlorral|or or lar|||ar
lop|cs ard acl|v|l|es. l car rard|e very
srorl soc|a| excrarges, ever lrougr l
car'l usua||y urderslard erougr lo |eep
lre corversal|or go|rg ryse|l.
l car dea| W|lr rosl s|lual|ors |||e|y lo
ar|se Wr||sl lrave|||rg |r ar area Wrere
lre |arguage |s spo|er. l car erler
urprepared |rlo corversal|or or lop|cs
lral are lar|||ar, ol persora| |rleresl or
perl|rerl lo everyday ||le (e.g. lar||y,
rooo|es, Wor|, lrave| ard currerl everls).
l car |rleracl W|lr a degree ol l|uercy
ard sporlare|ly lral ra|es regu|ar
|rleracl|or W|lr ral|ve spea|ers qu|le
poss|o|e. l car la|e ar acl|ve parl |r
d|scuss|or |r lar|||ar corlexls,
accourl|rg lor ard susla|r|rg ry v|eWs.
l car express ryse|l l|uerl|y ard
sporlareous|y W|lroul rucr oov|ous
searcr|rg lor express|ors. l car use
|arguage l|ex|o|y ard ellecl|ve|y lor soc|a|
ard proless|ora| purposes. l car
lorru|ale |deas ard op|r|ors W|lr
prec|s|or ard re|ale ry corlr|oul|or
s||||lu||y lo lrose ol olrer spea|ers.
l car la|e parl ellorl|ess|y |r ary
corversal|or or d|scuss|or ard
rave a good lar|||ar|ly W|lr
|d|oral|c express|ors ard
co||oqu|a||srs. l car express
ryse|l l|uerl|y ard corvey l|rer
srades ol rear|rg prec|se|y. ll l
do rave a proo|er l car oac|lrac|
ard reslruclure arourd lre
d|ll|cu|ly so sroolr|y lral olrer
peop|e are rard|y aWare ol |l.
3
P
E
A
K
l
N
0
3po|er
Producl|or
l car use s|rp|e prrases ard
serlerces lo descr|oe Wrere l ||ve
ard peop|e l |roW.
l car use a ser|es ol prrases ard
serlerces lo descr|oe |r s|rp|e lerrs ry
lar||y ard olrer peop|e, ||v|rg cord|l|ors,
ry educal|ora| oac|grourd ard ry
preserl or rosl recerl joo.
l car correcl prrases |r a s|rp|e Way |r
order lo descr|oe exper|erces ard
everls, ry drears, ropes ard
aro|l|ors. l car or|el|y g|ve reasors ard
exp|aral|ors lor op|r|ors ard p|ars. l car
rarrale a slory or re|ale lre p|ol ol a ooo|
or l||r ard descr|oe ry reacl|ors.
l car preserl c|ear, dela||ed descr|pl|ors
or a W|de rarge ol suojecls re|aled lo ry
l|e|d ol |rleresl. l car exp|a|r a v|eWpo|rl
or a lop|ca| |ssue g|v|rg lre advarlages
ard d|sadvarlages ol var|ous opl|ors.
l car preserl c|ear, dela||ed descr|pl|ors
ol corp|ex suojecls |rlegral|rg suo-
lreres, deve|op|rg parl|cu|ar po|rls ard
rourd|rg oll W|lr ar appropr|ale
corc|us|or.
l car preserl a c|ear, sroolr|y-
l|oW|rg descr|pl|or or argurerl |r
a sly|e appropr|ale lo lre corlexl
ard W|lr ar ellecl|ve |og|ca|
slruclure Wr|cr re|ps lre rec|p|erl
lo rol|ce ard rereroer s|gr|l|carl
po|rls.
w
R
l
T
l
N
0
w r | l | r g
l car Wr|le a srorl, s|rp|e poslcard,
lor exarp|e serd|rg ro||day
greel|rgs. l car l||| |r lorrs W|lr
persora| dela||s, lor exarp|e erler|rg
ry rare, ral|ora||ly ard address or
a role| reg|slral|or lorr.
l car Wr|le srorl, s|rp|e roles ard
ressages. l car Wr|le a very s|rp|e
persora| |eller, lor exarp|e lrar||rg
soreore lor sorelr|rg.
l car Wr|le s|rp|e correcled lexl or
lop|cs Wr|cr are lar|||ar or ol persora|
|rleresl. l car Wr|le persora| |ellers
descr|o|rg exper|erces ard |rpress|ors.
l car Wr|le c|ear, dela||ed lexl or a W|de
rarge ol suojecls re|aled lo ry |rleresls.
l car Wr|le ar essay or reporl, pass|rg or
|rlorral|or or g|v|rg reasors |r supporl
ol or aga|rsl a parl|cu|ar po|rl ol v|eW. l
car Wr|le |ellers r|gr||grl|rg lre persora|
s|gr|l|carce ol everls ard exper|erces.
l car express ryse|l |r c|ear, We||-
slruclured lexl, express|rg po|rls ol v|eW
al sore |erglr. l car Wr|le aooul
corp|ex suojecls |r a |eller, ar essay or
a reporl, urder||r|rg Wral l cors|der lo oe
lre sa||erl |ssues. l car se|ecl a sly|e
appropr|ale lo lre reader |r r|rd.
l car Wr|le c|ear, sroolr|y-l|oW|rg
lexl |r ar appropr|ale sly|e. l car
Wr|le corp|ex |ellers, reporls or
arl|c|es Wr|cr preserl a case W|lr
ar ellecl|ve |og|ca| slruclure Wr|cr
re|ps lre rec|p|erl lo rol|ce ard
rereroer s|gr|l|carl po|rls. l car
Wr|le surrar|es ard rev|eWs ol
proless|ora| or ||lerary Wor|s.

15/16

Europol - Public Information

7.3. Annex C: Rules for reimbursement of expenses for candidates invited to
a 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 selection
procedure organized by Europol shall be reimbursed. The place of residence from which
the travel costs are reimbursed shall be specified by the candidate in the application
form. Should the place of residence differ from the place of departure, the shortest and
most 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 travel
arrangements.
The selection procedure is, under normal circumstances, scheduled for two days. The
written test conducted on the first day and the interview on the following day. The travel
arrangements by candidates shall be made accordingly. The candidate would normally
arrive the day prior to the written test and depart on the day of the interview. It is
advised to book the return ticket for the evening, making sure you have sufficient time
after the interview to get to the airport. In case the selection procedure is organised for
a different number of days, the travel arrangements shall be made accordingly. Selection
and Recruitment Team will inform the candidates on the exact dates of the selection
procedure.

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 of
the shortest and most economical way in second-class fare;
2. For candidates travelling by air, travel costs will be reimbursed on the basis of the
most economical fare tariff. In case the candidate travels by budget airlines
(RyanAir, EasyJet, Transavia, etc.) the costs of one check-in luggage will also be
reimbursed. 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 day
passes).
4. If the candidate chooses to travel by private car, Selection and Recruitment Team
should be informed in advance. Reimbursement is made on the basis of gas
invoice submitted. The total cost of travel by car including road tolls, cannot
exceed the maximum cost of a 2
nd
class rail fare. Parking expenses will be
reimbursed 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.
5. Taxi will only be reimbursed in exceptional circumstances on production of
relevant original receipt. These may include transfers to/from airports or

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Europol - Public Information
train/bus stations where public transportation is not a suitable alternative (i.e. for
safety reasons, very early or late arrival/departure - before 7.00 a.m. or after
23.00 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 arrangements
should 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 candidate
will 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 may
reimburse an additional night. In this instance, the candidate must provide Selection and
Recruitment Team with a written justification. The claim needs to be supported by
evidence such as print screens, showing the difference in prices. If the evidence provided
is 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 or
ID);
- Signed and dated FINANCIAL IDENTIFICATION FORM. The form should also bear
the 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 bank
statement.
- 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 tram
tickets, boarding passes, etc.). After you have returned to your place of
residence, send originals or scanned copies of your return tickets back to
Selection and Recruitment Team.