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Document C/2025/02285

Recruitment notice PE/330/2025/S – Director (function group AD, grade 14) – Directorate-General for Personnel – Directorate for HR Development (Directorate A)

OJ C, C/2025/2285, 15.4.2025, ELI: http://data.europa.eu/eli/C/2025/2285/oj (BG, ES, CS, DA, DE, ET, EL, EN, FR, GA, HR, IT, LV, LT, HU, MT, NL, PL, PT, RO, SK, SL, FI, SV)

ELI: http://data.europa.eu/eli/C/2025/2285/oj

European flag

Official Journal
of the European Union

EN

C series

C/2025/2285

15.4.2025

RECRUITMENT NOTICE PE/330/2025/S

DIRECTOR

(function group AD, grade 14)

Directorate-General for Personnel – Directorate for HR Development (Directorate A)

(C/2025/2285)

 

1.   Vacant post

The President of the European Parliament has decided to open the procedure for filling the post of director (AD, grade 14) in the Directorate-General for Personnel, Directorate for HR Development (Directorate A), in accordance with Article 29(2) of the Staff Regulations of Officials of the European Union (1) (‘the Staff Regulations’).

This selection procedure, which is designed to give the appointing authority a wider choice of candidates, will be conducted at the same time as internal and interinstitutional recruitment procedures.

The remuneration and conditions of employment are laid down in the Staff Regulations. Recruitment will be at grade AD 14 (2). In addition to the basic salary, which is subject to Union tax and exempt from national tax, certain allowances may be payable in circumstances laid down by the Staff Regulations.

Candidates should note that, in accordance with the Staff Regulations, all new members of staff must successfully complete a nine-month probationary period, and that this post is subject to the mobility policy rules adopted by Parliament’s Bureau on 15 January 2018.

The post calls for flexibility and frequent contact with people inside and outside Parliament, including Members of the European Parliament. The director will be required to travel frequently between Parliament’s places of work.

2.   Place of employment

Luxembourg. This post may be transferred to one of Parliament’s other places of work.

3.   Equal opportunities

The European Parliament is an equal opportunities employer and very much welcomes all applications without discrimination on any ground such as gender, ethnicity, colour, ethnic or social origin, genetic features, language, religion or belief, political or any other opinion, membership of a national minority, property, birth, disability, age, sexual orientation, marital status or family situation.

4.   Job description

As a senior official, the director will be required to carry out the following duties in the light of the guidelines and decisions laid down by the parliamentary authority and the director-general (3):

—

Ensuring that a large department in Parliament’s Secretariat, comprising several units covering the directorate’s areas of activity, runs smoothly and in keeping with Parliament’s policies;

—

Managing, leading, motivating and coordinating teams of staff; optimising the use of the directorate’s resources to provide a high-quality service (organisation, management of human and budget resources, innovation, etc.) in its areas of activity;

—

Planning the directorate’s work (deciding on objectives and strategies); taking the decisions required to achieve the objectives set; assessing the performance of the departments within the directorate with a view to ensuring that high standards are maintained;

—

Advising the director-general, the Secretary-General and Members in the directorate’s areas of activity;

—

Cooperating with the other directorates in the Secretariat, representing Parliament and negotiating contracts and agreements in the directorate’s areas of activity;

—

Managing and seeing through specific projects likely to involve financial responsibilities;

—

Acting as authorising officer by subdelegation.

5.   Eligibility

The selection procedure is open to candidates who fulfil the following conditions on the closing date for applications:

(a)     General conditions

Under Article 28 of the Staff Regulations, candidates must:

—

be a national of one of the European Union’s Member States (4);

—

enjoy full rights as a citizen;

—

have fulfilled any obligations imposed on them by the laws on military service;

—

be able to produce the appropriate character references as to their suitability for the performance of the duties concerned.

(b)     Specific conditions

(i)   Qualifications required

—

When the normal period of university education is four years or more, a level of education which corresponds to completed university studies attested by a diploma officially recognised in one of the Member States of the Union,

or

—

when the normal period of university education is at least three years, a level of education which corresponds to completed university studies attested by a diploma officially recognised in one of the Member States of the Union and appropriate professional experience of at least one year (5).

Diplomas, whether issued in a Member State of the Union or in another country, must be recognised by an official body of a Member State of the Union, such as the ministry of education.

Candidates holding diplomas issued in a non-EU country (6) must enclose with their application an EU equivalence for their diplomas. For further information on recognition of qualifications obtained in a non-EU country in the ENIC-NARIC networks, see https://www.enic-naric.net/.

(ii)   Professional experience required

Professional experience gained after obtaining the qualifications referred to above:

—

twelve years, at least part of which must be in the directorate’s areas of activity, including:

—

at least six years in a European and/or international environment, and

—

at least six years in management positions in a large department.

(iii)   Knowledge of languages

Thorough knowledge (minimum C1 level) of one of the European Union’s official languages (7) is required, along with satisfactory knowledge (minimum B2 level) of at least one other official language of the European Union.

These levels are defined in the Common European Framework of Reference for Languages. For further details, please refer to: https://europa.eu/europass/common-european-framework-reference-language-skills

The Advisory Committee will take knowledge of other official languages of the European Union into account.

6.   Tests

To assist the appointing authority in its choice, the Advisory Committee for the Appointment of Senior Officials will draw up a list of candidates and make a recommendation to Parliament’s Bureau as to who should be called for interview. The Bureau will adopt the list, and the committee will conduct the interviews and submit its final report to the Bureau for a decision. At this stage, the Bureau may interview the candidates.

The interviews will be based on the job description as set out in point 4 above, focusing on the following:

—

strategic thinking;

—

management skills;

—

forward-planning skills;

—

ability to react appropriately to events;

—

thoroughness;

—

communication skills.

7.   Submission of applications

The deadline for applications is:

12:00 (noon), Brussels time, on Friday 2 May 2025 .

Candidates are asked to send, by email only, a personal statement in PDF format and in one of the European Union’s official languages (8) (marked ‘For the attention of the Secretary-General of the European Parliament, Recruitment Notice PE/330/2025/S’) and a curriculum vitae in Europass format (9), quoting the reference number for the procedure (PE/330/2025/S) in the subject line, to:

PERS-EPSeniorManagement@ep.europa.eu

The date and time of dispatch of the email will be taken to be the date and time of submission of the application.

Scanned documents must be legible.

Candidates called for interview must produce by the interview date copies or photocopies of supporting documents relating to their studies, professional experience and current responsibilities  (10) . These documents will not be returned.

Personal data which candidates provide for the purposes of this selection procedure will be processed in accordance with Regulation (EU) 2018/1725 of the European Parliament and of the Council (11), in particular as regards their confidentiality and security.

(1)  See Council Regulation (EEC, Euratom, ECSC) No 259/68 (OJ L 56, 4.3.1968, p. 1), as amended by Regulation (EC, Euratom) No 723/2004 (OJ L 124, 27.4.2004, p. 1) and most recently by Regulation (EU, Euratom) No 1023/2013 of the European Parliament and of the Council of 22 October 2013 amending the Staff Regulations of Officials of the European Union and the Conditions of Employment of Other Servants of the European Union (OJ L 287, 29.10.2013, p. 15).

(2)  On recruitment the official will be placed in the appropriate step, in accordance with Article 32 of the Staff Regulations.

(3)  For description of main tasks, see annex.

(4)  The European Union’s Member States are: Austria, Belgium, Bulgaria, Croatia, Cyprus, Czechia, Denmark, Estonia, Finland, France, Germany, Greece, Hungary, Ireland, Italy, Latvia, Lithuania, Luxembourg, Malta, Netherlands, Poland, Portugal, Romania, Slovakia, Slovenia, Spain and Sweden.

(5)  This year of experience will not be taken into account when assessing the professional experience required under the next indent.

(6)  UK qualifications/diplomas obtained up until 31 December 2020 are accepted with no other recognition required. For diplomas obtained after that date, NARIC recognition is required. In practice, this means that UK diplomas issued from 1 January 2021 must be accompanied by an equivalence issued by a competent authority of a current Member State of the EU.

(7)  The European Union’s official languages are: Bulgarian, Croatian, Czech, Danish, Dutch, English, Estonian, Finnish, French, German, Greek, Hungarian, Irish, Italian, Latvian, Lithuanian, Maltese, Polish, Portuguese, Romanian, Slovak, Slovenian, Spanish and Swedish.

(8)  The European Union’s official languages are: Bulgarian, Croatian, Czech, Danish, Dutch, English, Estonian, Finnish, French, German, Greek, Hungarian, Irish, Italian, Latvian, Lithuanian, Maltese, Polish, Portuguese, Romanian, Slovak, Slovenian, Spanish and Swedish.

(9)   https://europa.eu/europass/.

(10)  This does not apply to candidates working for the European Parliament on the closing date for applications. Candidates are responsible for making sure that we are in possession of their complete application file (where relevant documents are missing from the HRM portal (Streamline)).

(11)  Regulation (EU) 2018/1725 of the European Parliament and of the Council of 23 October 2018 on the protection of natural persons with regard to the processing of personal data by the Union institutions, bodies, offices and agencies and on the free movement of such data, and repealing Regulation (EC) No 45/2001 and Decision No 1247/2002/EC (OJ L 295, 21.11.2018, p. 39, http://data.europa.eu/eli/reg/2018/1725/oj).

ANNEX

DIRECTORATE-GENERAL FOR PERSONNEL

DIRECTORATE FOR HR DEVELOPMENT

MAIN TASKS

—

Overseeing, coordinating and motivating the directorate’s units, and ensuring staff management and organisation of the directorate as a whole;

—

Overseeing and coordinating human resources policies in the directorate’s and units’ areas of responsibility;

—

Analysing, planning and assessing the European Parliament’s needs in terms of human resources, talent selection and outreach, staff recruitment, training, and staff career development and ethics;

—

Managing learning and development for Members and staff;

—

Managing HR development projects;

—

Participating in meetings of intra- and inter-DG committees and working groups, interinstitutional bodies, etc., and representing the directorate and, if necessary, the directorate-general within those fora;

—

Coordinating responses by the directorate and/or its units to complaints coming within the directorate’s remits;

—

Exercising the powers of the appointing authority and of the authorising officer by subdelegation.

STRATEGIC HR PLANNING UNIT

—

Developing and producing HR metrics and studies and making recommendations for planning those activities in order to achieve the institution’s strategic objectives;

—

Coordinating DG Personnel liaison with the Resource Directorates on HR strategy and planning issues, including promoting best practices in these areas for the whole institution;

—

Developing, coordinating and applying the European Parliament’s staff mobility policy and monitoring accompanying measures;

—

Providing career guidance through the Central Career Guidance Service (SCOP) and coordinating the Local Career Guidance Network (RELOP);

—

Managing job descriptions at the European Parliament;

—

Developing management tools for Heads of Unit, in particular through the Middle Management Action Programme (MM-AP);

—

Coordinating DG Personnel’s participation in the selection procedures for Heads of Unit and providing procedural and administrative support to the Directorates-General.

TALENT SELECTION AND OUTREACH UNIT

—

Planning and organising the European Parliament’s own competitions and selection procedures (for officials/temporary agents/contract agents); managing all stages of those competitions and selection procedures, including the drawing up of lists of successful candidates from the European Parliament, as well as EPSO competitions that only concern the European Parliament;

—

Managing the European Parliament’s reserve lists and its quotas on EPSO lists; assisting and advising the Directorates-General recruiting from those lists;

—

Developing and undertaking outreach activities to promote the European Parliament’s Secretariat as an employer of choice and to attract qualified candidates in order to meet the institution’s needs;

—

Liaising with EPSO: establishing the European Parliament’s competition needs and reviewing the competition notices proposed by EPSO;

—

Providing EPSO with members of selection boards, markers and supervisors for competitions in which the European Parliament participates; coordinating with the other institutions in this context;

—

Managing the certification procedure and the tests for the Schuman Trainee Recruitment and Development Programme and other specific selection procedures;

—

Managing the budget for budget line 1610: reimbursement of travel expenses (medical appointments, interviews, written and oral tests) and management of costs related to other unit activities, particularly outreach activities.

CAREER DEVELOPMENT AND ETHICS UNIT

—

Managing the stages in the career and administrative life of European Parliament staff, in particular the various procedures relating to the career development of officials and other staff (transfer, change of administrative position, termination of service, extension of service, leave on personal grounds and reinstatement);

—

Managing the procedures relating to staff assessment, the award of merit points, the ability to work in a third language, and promotion;

—

Managing ethics-related procedures, in particular requests concerning the acceptance of gifts and honours, the exercise of paid or unpaid outside activities, the activity of a spouse, standing for election, and the publication of texts;

—

Informing staff about administrative procedures and responding to client queries;

—

Updating and creating internal procedures, directives and regulations relating to careers, ethics and the management of the unit's activities.

LEARNING AND DEVELOPMENT UNIT

+ MEMBERS PROFESSIONAL TRAINING SERVICE

—

Creating, developing and/or delivering training programmes and courses on topics internal to the European Parliament; providing catalogue courses and tailor-made courses, team buildings, away days, for the benefit of Members of the European Parliament, staff of the Secretariat-General and APAs;

—

Updating the training offer according to the institution’s needs; assisting and advising the Directorates-General in analysing their staff training needs;

—

Organising, selecting and running professional training activities for Members of the European Parliament, staff of the Secretariat-General and APAs in languages, IT and professional development, through the medium of virtual or e-learning courses; managing logistical aspects and checking the quality of training;

—

Creating and running learning events at the Jean Monnet Academy in Houjarray for initial training, lifelong learning and team events;

—

Managing the unit’s budget in close cooperation with the Financial Resources Unit of the Directorate-General for Personnel; organising and monitoring the public procurement required for setting up training contracts;

—

Cooperating with the other institutions and contributing to the development of the European School of Administration’s training programmes.

STAFF RECRUITMENT UNIT

—

Recruiting and onboarding officials, probationary officials, temporary agents and contract agents for all entities of the Secretariat-General of the European Parliament and the political groups by applying the statutory and regulatory provisions and following the guidance on recruitment in force, in close cooperation with the client services;

—

Managing contracts for interim staff and decisions for seconded national experts;

—

Monitoring current temporary and contract agent contracts and arranging any extensions/renewals as requested by client services;

—

Ensuring the administrative management of the careers of contract agents (ends of contracts, extensions of probationary periods, authorisations to work beyond retirement age, careers in the European institutions, certificates for former session assistants);

—

Developing tools, including IT solutions, for the unit's operations;

—

Publishing vacant posts internally and on the interinstitutional portal; receiving applications and checking their eligibility; sending eligible applications to the Directorates-General concerned;

—

Contributing to strategic considerations in the unit's field of work;

—

Managing the budget lines for contract agents, interim staff and seconded national experts.

ELI: http://data.europa.eu/eli/C/2025/2285/oj

ISSN 1977-091X (electronic edition)

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