One position as Head of Department – European Financial and Economic Crime Centre (100%)


This selection procedure is intended to establish a reserve list of successful candidates (indicative number is 3). Europol may retain the right to make use of the reserve list to select candidates for similar posts, should business needs require so. There is currently 1 (one) post available.

Europol is a well-established and recognized organisation that became an EU agency in 2010. It is constantly looking for creative, self-reliant and energetic employees, who are up to the challenges involved in international crime-fighting, to work in its state-of-the-art headquarters in The Hague, the Netherlands.

Europol employs more than 1,000 personnel, including around 160 analysts, to identify and track the most dangerous criminal and terrorist networks in Europe. Our people come from a variety of professional backgrounds such as law enforcement, finance, legal, information technologies, human resources, communication, etc.

Working in close-knit teams, our specialists use their expertise and our cutting-edge technology to support investigations into serious organised crime and terrorism within and outside the EU.

A solid track record

Europol has:

  • disrupted many criminal and terrorist networks
  • contributed to the arrest of thousands of dangerous criminals
  • helped recover millions of euros of crime proceeds
  • helped hundreds of victims of trafficking and abuse, including children

The working environment at Europol has a lot to offer. It is:

  • highly collaborative
  • intellectually stimulating
  • multilingual
  • multidisciplinary
  • international

Prospective candidates should be prepared to work in a dynamic and fast-moving environment that requires a high level of flexibility, and should have the ability to perform well within a team.

Equal opportunity

Europol is an equal opportunities employer and encourages applications without distinction on the basis of gender, colour, racial, ethnic or social origin, genetic features, language, religion or belief, political or any other opinion, membership of a national minority, property, birth, disability, nationality, age, sexual orientation or gender identity.

We aim to create and maintain a healthy and attractive work environment that supports our colleagues in their career planning and in achieving a healthy work-life balance.

Employment at Europol is open to nationals of EU Member States. There is no nationality quota system in operation, but Europol is striving for a broad range of nationalities in order to keep a well-balanced geographical distribution among its staff members.


The Operations Directorate deals with the core business of Europol, improving the effectiveness and cooperation of the competent authorities in the Member States in preventing and combating serious and organised crime, as well as terrorism affecting the Member States. This requires close cooperation with the Liaison Bureaux at Europol and via them with the Operational Teams in the Member States.

Europol delivers a number of products and services to national law enforcement agencies to support them in their fight against international serious and organised crime, as well as terrorism.

The European Financial and Economic Crime Centre (EFECC) will provide support and coordination for Member States in the fight against financial and economic crimes in the European Union, delivering operational and investigative support to the Member States on complex financial investigations. It also provides support to the European Union’s institutions and Member States in building operational and analytical capacity for investigations and in strengthening the cooperation with external partners, both in the public and private sector.

The Head of Department – EFECC is responsible for the effective discharge of his/her responsibilities under the supervision of the Deputy Executive Director of the Operations Directorate. He/she will provide leadership and guidance to the Units and Teams within the Centre, composed of multinational teams of specialists and analysts, and will assume overall responsibility for the fulfilment of the objectives assigned to the Centre. The Head of Department will also be responsible for ensuring the provision of horizontal support to Europol’s other Centres, and contributing to Europol’s stakeholder management activities.

The successful applicant will have to carry out the following main duties:

  • Supporting the Executive Director and Deputy Executive Director of the Operations Directorate in the fulfilment of Europol’s objectives, in particular those assigned to the post;
  • Providing leadership and direction in the Department, including the setting, implementation and delivery of policies and objectives;
  • Planning, directing and coordinating the use of the Organisation’s resources in the delivery of the Department’s activities, maximising effectiveness and increasing efficiency;
  • Business planning, business evaluation and performance management within the Department, including responsibility for the quality of the Department’s products and services;
  • Represents the Department and Europol (as appropriate) in internal and external meetings and conferences;
  • Ensuring that data entrusted to the department are protected and used in accordance with the relevant Europol regulations and those limitations set by the data owners;
  • Ensuring that relevant Europol security policy, standards and procedures are known and applied by all staff under their area of responsibility;
  • Performing any other task in the area of competence as requested by the management.


  • Candidates must
    • Be a national of one of the Member States of the European Union and enjoy full rights as a citizen; • Be a member of a competent authority in the meaning of the Article 2a) of the Europol Regulation (Regulation of the European Parliament and of the Council on the European Union Agency for Law Enforcement Cooperation (Europol);
    • Have fulfilled any obligations imposed by the applicable laws on military service;
    • 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 (prior to appointment the successful candidate will be medically examined by one of the institution’s medical officers in order that the institution may be satisfied that the candidate fulfils the requirements of Article 12(2)(d) CEOS);
    • Produce evidence of a thorough knowledge of one of the languages of the Union and a satisfactory knowledge of another language of the Union to the extent necessary for the performance of the duties.
  • Candidates must have
    • A level of education which corresponds to completed university studies attested by a diploma 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 and appropriate professional experience of at least one year when the normal period of university education is three years;
    • Professional training of an equivalent level in a relevant area (e.g. Police Officer’s School) and after having completed the training, at least the number of years of relevant professional experience as indicated below: 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 year
    • In addition to the above at least 15 years of professional work experience gained after the award of the diploma.


  • Professional experience (assessed mainly during the Shortlisting phase):
    • Essential:
      • Significant senior management experience, preferably in law enforcement, in line with the duties and responsibilities as mentioned in section 2 “Background, Main purpose and Tasks of the posts”;
      • Experience in the field of financial investigations in line with the tasks as mentioned section 2 “Background, Main purpose and Tasks of the posts”;
      • Experience of international cooperation on operational, strategic as well as policy matters;
      • Experience in working in a multicultural environment.
    • Desirable:
      • Extensive operational experience in international investigations;
      • Experience in project management and change management;
      • Experience of cooperating with private sector partners;
  • Professional knowledge (assessed during the Selection procedure)
    • Essential:
      • Sound knowledge of financial investigation methods and techniques;
      • Sound understanding of international police cooperation;
      • Sound knowledge of the Europol legal framework an of the EU internal security architecture. c. General competencies (assessed during the Selection procedure):
    • Essential: Communicating:
      • Excellent communication skills in English, both orally and in writing;
      • Excellent presentation skills;
      • Ability to draft clear and concise documents on complex matters for various audiences.


Analysing & problem solving:

  • Excellent analytical, organisational and decision-making skills including the ability to establish clear priorities;
  • Competent user of Microsoft Office applications (MS Word, Excel, PowerPoint and Outlook) and the internet

Delivering quality and results:

  • Have a high degree of integrity and professional credibility;
  • Possess the ability to translate strategy into practice;
  • Be practical and results oriented with excellent decision-making skills.

Prioritising and organising:

  • Exhibit strategic understanding, display breadth of vision, the ability to grasp critical issues quickly and be able to apply strategic vision.


  • Excellent interpersonal skills with the ability to develop and maintain effective working relationships with a wide range of internal and external stakeholders and to understand organisational dynamics.

Managerial skills and competencies

  • Managing – developing and implementing work processes; drawing up and managing budgets; introducing improvements and supervising change in work methods;
  • Steering – ensuring the achievement of set objectives by efficiently managing time, human, material and financial resources;
  • Integrating – integrating and linking relevant data, understanding the critical issues, formulating alternatives and reaching correct conclusions;
  • Motivating – achieving high team performance by entrusting the right people with right responsibilities, recognising their efforts and adjusting own management style as necessary;
  • Guiding people – giving clear guidance, monitoring progress and taking corrective measures in order to achieve the set objectives in accordance with the available means;
  • Influencing – persuading others by making good impression, using convincing arguments, creating win-win situations and adapting to the audience in order to reach the goals;
  • Coping – controlling one’s emotions and responding in a constructive way to stressful situations, when facing obstacles, opposition and criticism;
  • Managing diversity – showing awareness of all dimensions of diversity; creating an inclusive and respectful working environment that values diversity and accommodates different working styles and contributions of the team; proactively addressing sensitive diversity related issues.

Leadership skills and competencies

  • Develop vision and strategy – developing a compelling mission, vision and strategy that has mid and long- term impact and can be understood and accepted by staff as meaningful for their daily work;
  • Drive performance – proactively and energetically implementing Europol’s mission, vision and strategy in such a way that Europol meets its organisational objectives;
  • Enterprising – identifying and realising opportunities for innovation that strengthen Europol’s relevance as a key actor in its field;
  • Networking – establishing effective relationships within Europol and building strategic alliances with the external environment;
  • Managing the business – demonstrating a deep understanding of the business and taking commitment to act upon these insights to secure operational excellence;
  • Inspiring people – inspiring long-term motivation and organisational loyalty by acting as a role model and by complying with the organisation’s mission and values.

Fulfil the condition stipulated in Article 5 of the Decision of the Executive Director on the Duration of contracts of employment for Temporary Agents, on the start date of the possible contract of employment which may be offered.


The Authority Authorised to Conclude Contracts of Employment (AACC) sets up a Selection Committee, which consists of at least three members, consisting of one chair and at least one member from the Administration of Europol and one member designated by the Staff Committee.

For restricted posts (including restricted-Annex II posts), the AACC designates up to two additional members of the Selection Committee if so requested by the Chairperson of the Management Board. The additional members shall consist of a representative of the presidency of the Council of the European Union or the representative of the presidency and one representative of another Member State.

The Selection Committee determines candidates’ suitability for the position by assessing their skills, experience and qualifications against the established job profile and makes an initial selection from the applications received.

The Selection Committee will invite the 5 highest scoring candidates (short-listed). All candidates having a score equal to the 5th highest scoring candidate will be included to the list of invited candidates.

The personal data (name, citizenship, date/ place of birth, address, e-mail, telephone number, current employment) of the shortlisted candidates that are members of a national competent authority applying for a restricted or are applying for a restricted – Annex II post will be provided to the concerned Europol National Unit with the purpose to issue the Europol National Unit Confirmation.

Shortlisted applicants are invited to participate in a post-related selection procedure, generally consisting of written and/or practical tests and assessment centre and competency-based interviews.

The AACC takes a decision of appointment based on advice from the Selection Committee, and will inform the Selection Committee accordingly. The AACC has also the possibility to establish a reserve list of successful candidates, which is, in principle, valid for 12 months. The validity of the reserve list may be extended once, in principle, for 12 months. All candidates who attend the selection procedure will be informed of the outcome.

Candidates who attended a selection procedure may request feedback on their performance of the written test and interview within three months after the selection procedure. Europol will not be in a position to respond to feedback inquiries received outside this time frame.

The Selection Committee’s work and deliberations are confidential. It is forbidden for candidates to make direct or indirect contact with the members of the Selection Committee or for anyone to do so on their behalf. All enquiries or requests for information or documentation in relation to the competition should be addressed to the Europol Recruitment Team.

Detailed information on the selection procedure, including the appeal procedure is available in the Europol Recruitment Guidelines, which can be found on Europol’s website.


Scale: AD12
The basic monthly salary is EUR 11.363,30 (step 1) or EUR 11.840,79 (step 2).

The step in grade is determined on the basis of professional experience gained after the education required for the position and in line with applicable implementing rules.

Staff pay EU tax at source but salaries are exempt from national taxes. Compulsory deductions are made for medical insurance, pension and unemployment insurance.

Subject to the applicable conditions being met, as defined in the EU Staff Regulations (EUSR)/CEOS and further specified in the case law of the Court of Justice of the European Union, allowances such as expatriation allowance (16% of basic gross salary) or foreign residence allowance (4% of basic gross salary), household allowance, dependent child and / or education allowance may be granted.

Staff enjoy worldwide insurance coverage by the Joint Sickness Insurance Scheme (JSIS) and are insured against sickness, the risk of occupational disease and accident.

Europol offers flexible working arrangements, a comprehensive provision for annual leave as well as parental leave supporting a healthy work-life balance.


Probation period

Engagement for this position is subject to the successful completion of a probationary period of 9 months. Within this period the successful candidate will have to undergo a post-related security screening.

Europol reserves the right to terminate the contract of employment during or at the end of the probation period in accordance with Article 14 of CEOS.

Security screening and certificate of good conduct

All candidates who have successfully passed a selection procedure are required to apply for a national “certificate of good conduct” at the time an offer of employment is made. The “certificate of good conduct” must be provided to Europol prior the signature of the employment contract. In case of unfavourable entries in the “Certificate of good conduct” Europol reserves the right not to award an employment contract.

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 this 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 probationary period may be cause for termination of employment contract.

The requested level of Security Clearance for this post is: SECRET UE/EU SECRET.

Contract of employment

The successful candidate will be recruited in the type of post Head of Unit or equivalent, group AD, grade 12 pursuant to Article 2(f) CEOS and Annex I EUSR.

The initial contract will be concluded for a period of 5 years (full-time – 40 hours a week). The contract may be renewed only once, in principle, for a period of 4 years.

The overall duration of the contracts on restricted posts of Europol staff members will be taken into account if they are successful in the selection procedure.

The place of employment will be The Hague, The Netherlands.
For further information on terms and conditions please consult the EU Staff Regulations which are available on Europol’s website.


Privacy Statement

Europol respects your privacy and is committed to protecting your personal data. Your data will be processed in accordance with 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 applicable to Europol under Article 46 of the Europol Regulation.

For additional information, please consult the applicable privacy statement available on our website.


Deadline for application: 07 October 2019 23:59 CET

Recruitment procedure: November 2019


Please refer to the EUROPOL RECRUITMENT GUIDELINES available on Europol’s website for further details on the application process and the selection procedure.


For further details on the application process please call +31 (0) 70 353 1298


07 October 2019, 23:59:59 CEST
Restricted Temporary Agent
Operations Directorate
Deputy Executive Director – Operations Department

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