Head of Human Resources Department, AD9

GSA - European GNSS Agency (Global Navigation Satellite Systems Agency)

Head of Human Resources Department, AD9

GSA - European GNSS Agency (Global Navigation Satellite Systems Agency)

Prague, Czech Republic

For more information on GSA please consult our website:
http://www.gsa.europa.eu/gsa/overview

The European Global Navigation Satellite Systems Agency (GSA) has set up a selection procedure that aims to establish a reserve list for: Head of Human Resources Department (Vacancy Reference Number: GSA/2018/400)

Deadline for applications: 09/03/2018 at 11:59 a.m. (CET)
Type of Contract: Temporary Agent
Grade/Function Group: AD9
Place of employment 1: Prague (Czech Republic)
Contract Duration2: 5 years with possibility of renewal
Desired Start Date: As soon as possible
Organisational Department: Human Resources Department
Reporting to3: Head of Administration
Number of vacant posts to be filled: 1 post and establishment of a reserve list
Possible reserve list valid until: 31/12/2019 with possibility of extension
Level of security clearance4: SECRET UE/EU SECRET

1. GSA AND THE HUMAN RESOURCES DEPARTMENT

The European GNSS Supervisory Authority was established by Council Regulation (EC) N° 1321/2004 of 12 July 2004 and started operations in 2005. By virtue of Regulation (EU) N° 912/2010 which entered into force on 9 November 2010, subsequently amended by Regulation (EU) N° 512/2014 of 16 April 2014, the GSA became the European Global Navigation Satellite Systems (GNSS) Agency.

The GSA has been delegated the responsibility for the Galileo service operations and initial services by the European Commission. Within this role, the Agency is tasked with ensuring that the end user remains at the centre of Galileo. To accomplish this, the GSA is in constant dialogue with user communities, industry and stakeholders via a wide range of activities; and working closely with chipset and receiver manufacturers to ensure all products are Galileo-capable and ready for Galileo’s deployment. In addition to receiver manufacturers, the Agency is also working with the major user communities, such as maritime and rail stakeholders, so they can update their systems and be ready to use Galileo.

The GSA multicultural staff applies their interdisciplinary expertise in contributing to one of the most important project of technology innovation of the EU come true.

Further details on the European satellite navigation programmes may be found at: http://www.gsa.europa.eu/.

The Human Resources Department shall proactively contribute to the fulfilment of the GSA’s mission, particularly regarding all matters related to the management of the GSA's Human Resources.

The Human Resources Department is responsible for designing, implementing, monitoring and updating strategies, policies and decisions concerning: planning and budgeting, selection and recruitment, staff retention, staff administration and payroll management, learning and development, performance management administration as well as the occupational health and social welfare of staff.

2. TASKS AND RESPONSIBILITIES

The Head of Human Resources Department will provide strategic support to senior and middle management in staff planning and people management to ensure optimal human resources allocation and performance in alignment with organisational needs. He/She will be expected to ensure efficient management and implementation of human resources services in line with applicable EU regulations.

The main responsibilities shall in principle include:

  • Supporting the Head of Administration in the strategic management of GSA staff;
  • Effective management and development of the Agency’s human resources, through recruitment, performance management, competences and career development;
  • Shaping, implementing and periodically reviewing all HR-related strategies, policies, rules and procedures ensuring that they are properly applied and in compliance with applicable rules;
  • Leading and coordinating the HR team in delivering comprehensive HR services, such as:
    • Staff administration, including contract management, payroll, rights and entitlements, staff working arrangements, social measures, reclassification process;
    • Recruitment and mobility, including recruitment processes and staff relocation;
    • Learning and Development, including performance management, planning and execution of learning programmes and well-being of staff.
  • Coordinating preparation, implementation and monitoring of HR planning and budgeting, in accordance with the principles of sound financial management, in cooperation with the Finance Department;
  • Drawing up the HR related part of multi-annual and annual planning, as well as monitoring and implementing;
  • Observing, monitoring and implementing ISO 9001 quality standards for HR;
  • Measuring and fostering staff engagement and satisfaction, identifying related needs, proposing adequate actions and developing measures to promote well-being at work;
  • Promoting equality of treatment, cultural diversity and ethical and respectful behaviour as part of the culture of the agency;
  • Demonstrating capacity to manage conflicts and challenges in a constructive, assertive and effective manner;
  • Respecting discretion and confidentiality in dealing with sensitive data such as HR matters;
  • Establishing efficient collaboration with the management team and with the staff committee to enhance effective social dialogue;
  • Fostering a professional and motivational approach within the HR department;
  • Contributing to the HR team effort by accomplishing results, adding value both as an individual contributor and as an active HR team member, coordinator and leader;
  • Ensuring clear and timely communication to the Agency’s staff on HR matters;
  • Any other HR related tasks as may be requested by the Head of Administration.

3. PROFESSIONAL QUALIFICATIONS AND OTHER REQUIREMENTS

A. ELIGIBILITY CRITERIA

The selection procedure is open to applicants who satisfy the following eligibility criteria, on the closing date for application:

1. A level of education which corresponds to completed university studies5 attested by a diploma when the normal period of university education is four years or more;

OR

A level of education which corresponds to completed university studies attested by a diploma and at least one year of appropriate professional experience when the normal period of university education is three years.

2. In addition to the above, appropriate professional experience6 of at least twelve years;

3. Be a national of a Member State of the European Union or Norway;

4. Be entitled to his or her full rights as citizen;

5. Have fulfilled any obligations imposed by the applicable laws concerning military service;

6. Meet the character requirements for the duties involved7;

7. Have a thorough knowledge of one of the languages of the European Union8 and a satisfactory knowledge of another language of the European Union to the extent necessary for the performance of his/her duties;

8. Be physically fit to perform the duties linked to the post9.

B. SELECTION CRITERIA

All eligible applications, according to the afore-mentioned criteria (part A), will be assessed against the requirements listed below. The Selection Board responsible for this selection will determine the criteria to be assessed in the various phases of the selection procedure (assessment of the application forms, interview and written test) prior to being granted access to the names of the applicants. At least all essential criteria will be assessed during the applications evaluation phase.

Please note that non-compliance with any of the essential requirements (B.1) will result in the exclusion of the candidate from the selection process.

Advantageous requirements (B.2) constitute additional assets and will not result in exclusion if not fulfilled.

1) Essential qualifications and experience

i. Proven professional experience directly relevant to this position;

ii. Proven experience in managing a team in a multicultural/international/multidisciplinary environment;

iii. Excellent knowledge of the EU Staff Regulations and Implementing Rules;

iv. Experience in developing HR strategies, policies and guidelines in complex environments;

v. Excellent command of both written and spoken English.

2) Advantageous qualifications and experience

vi. Academic and/or equivalent training background in HR management;

vii. Practical experience of applying and implementing the EU Staff Regulations.

3) Behavioural competences

viii. Motivation;

ix. Ability to foster motivation and commitment from team members;

x. Strong communication and negotiation skills;

xi. Interpersonal skills and cooperative service-oriented approach;

xii. Well-developed sense of diplomacy and empathy;

xiii. High sense of discretion and confidentiality;

xiv. Ability to work under pressure, with tight deadlines, responding to changes and multitasking.

4. SELECTION PROCEDURE

The selection procedure includes the following steps:

  • After registration, each application will be checked in order to verify that it meets the eligibility criteria;
  • All eligible applications will be evaluated by a Selection Board based on the selection criteria defined in this vacancy notice;
  • The best-qualified candidates, those who obtained the highest number of points within the evaluation, will be short-listed for an interview. The minimum threshold is 65% of the total points;
  • During the interview, the Selection Board will examine each candidate’s profile and will assess their relevancy for this post. In order to support the evaluation via interview, shortlisted candidates will be required to undergo a computer-based written test relevant to the job content (the minimum threshold for this test is 50% of the total points allocated for it) and to complete part of the process in their second EU language;
  • Candidates will be requested to bring with them on the day of the interview photocopies of all the supporting documents for their educational qualifications and employment necessary to prove that they meet the eligibility criteria. GSA has the right to disqualify applicants who fails to submit all the required documents;
  • As a result of the interviews, the Selection Board will recommend the most suitable candidate(s) for this post to be placed on a reserve list. The minimum threshold to be placed on the reserve list is 65% of the total points;
  • On the basis of the outcome of GSA interviews, candidates may be invited to an assessment centre, run by external consultants, and for an interview with the Appointing Authority. The assessment centre and the interview will focus on the overall suitability of the candidate for the post, covering motivation, relevant technical and behavioural competencies, in line with the selection criteria established in the vacancy notice;
  • The Appointing Authority may ultimately decide on the successful candidate to be appointed to the post;
  • The established reserve list may also be used for recruitment of similar posts depending on the Agency’s needs. Where a similar post becomes available, the Appointing Authority may select applicants from the list according to their profile in relation to the specific requirements of the post to be filled. However, inclusion on the reserve list does not guarantee recruitment;
  • If, at any stage of the procedure, it is established that any of the information the candidate provided is incorrect, the candidate in question will be disqualified.

Indicative date for the interview and written test10: April/May 2018.

Candidates are strictly forbidden to make any contact with the Selection Board members, either directly or indirectly. Any infringement of this rule will lead to disqualification from the selection procedure.

5. APPLICATION PROCEDURE

For applications to be considered valid, candidates must submit an email to HRJOB@gsa.europa.eu with a subject line of ‘SURNAME_Name_Vacancy Reference Number’ which contains the Agency’s approved application form (Download it here: http://www.gsa.europa.eu/gsa/job-opportunities).

This form must be:

  • Completed in English;
  • Fully completed, pointing out the professional experience relevant to this position (incl. calculation of years, months);
  • Printed, signed and clearly scanned (in one single document);
  • Named as follows: SURNAME_Name_Vacancy Ref. number (e.g. SPENCER_Marc_GSA.2018.123).

The application will be rejected if it is not duly completed and signed.

Further supporting documents showing evidence of the information given in the application will be requested at a later stage.

No documents will be sent back to candidates.

Applications must be sent to HRJOB@gsa.europa.eu and received by the deadline listed on page 01 of this vacancy notice at the latest, clearly indicating the vacancy reference number in the subject line.

Applications sent or received after the deadline will not be considered.

Candidates are reminded not to wait until the final days before the closing date of applications’ submissions. The Agency cannot be held responsible for any last-minute malfunction due to any overflow of the mailbox.

6. APPEAL PROCEDURE

If a candidate considers that he/she has been adversely affected by a particular decision, he/she can:

  • lodge a complaint under Article 90(2) of the Staff Regulations of Officials of the European Communities and Conditions of employment of other servants of the European Communities, at the following address:

European GNSS Agency (GSA)
Human Resources Department
Janovského 438/2
170 00 Prague 7
Czech Republic

The complaint must be lodged within 3 months. The time limit for initiating this type of procedure starts to run from the time the candidate is notified of the action adversely affecting him/her.

  • submit a judicial appeal under Article 270 of the Treaty on the Functioning of the EU (ex Art. 236 of the EC Treaty) and Article 91 of the Staff Regulations of Officials of the European Communities to the:

European Union Civil Service Tribunal
Boulevard Konrad Adenauer
Luxembourg 2925
LUXEMBOURG

For details of how to submit an appeal, please consult the website of the European Union Civil Service Tribunal: http://curia.europa.eu/jcms/jcms/Jo1_6308/. The time limits for initiating this type of procedure (see Staff Regulations as amended by Council Regulation (EC) No 723/2004 of 22 March 2004, published in Official Journal of the European Union L 124 of 27 April 2004 - http://eur-lex.europa.eu) start to run from the time you become aware of the act allegedly prejudicing your interests.

  • make a complaint to the European Ombudsman:

European Ombudsman
1 avenue du Président Robert Schuman
CS 30403
67001 Strasbourg Cedex
FRANCE
http://www.ombudsman.europa.eu

Please note that complaints made to the Ombudsman have no suspensive effect on the period laid down in Articles 90(2) and 91 of the Staff Regulations for lodging complaints or for submitting appeals to the Civil Service Tribunal under Article 270 of the Treaty on the Functioning of the EU (ex Art. 236 TEC). Please note also that, under Article 2(4) of the general conditions governing the performance of the Ombudsman's duties, any complaint lodged with the Ombudsman must be preceded by the appropriate administrative approaches to the institutions and bodies concerned.

7. SUMMARY OF CONDITIONS OF EMPLOYMENT

I. FINANCIAL ENTITLEMENTS

The remuneration consists of a basic salary11 and, where applicable, additional allowances12, paid on a monthly basis and reimbursements13, paid upon their evidenced occurrence.

The sum of the basic salary and the applicable additional allowances is weighted by the correction coefficient applicable for the location of the post14. The sum of usual social deductions from salary at source is subtracted from the weighted amount15. The full pay is exempted from the national income tax, but is subject to the internal income tax and the solidarity levy16.

Examples of net monthly salaries (as currently applicable in Prague) are presented below:

AD9 (less than 15 years of work experience after the relevant diploma)17

a) Minimum final net salary (without any allowances)18

 b) Final net salary with expatriation allowance18

 c) Final net salary with expatriation, household and 1 dependent child allowance18

4,627.84 EUR  5,634.90 EUR  6,496.34 EUR

II. LEAVE ENTITLEMENTS

Staff is entitled to annual leave of two working days per each complete calendar month of service plus additional days for the grade, age, home leaves for expatriates and an average of 16 GSA public holidays per year.

Special leave is granted for certain circumstances such as marriage, moving, elections, birth or adoption of a child, serious sickness of spouse, etc.

III. SOCIAL SECURITY

The pension scheme provides a very competitive pension after a minimum of 10 years of service and reaching the pensionable age. Pension rights acquired in one or more national schemes before starting to work at GSA may be transferred into the EU pension system.

GSA’s benefits include an attractive Health insurance: staff is covered 24/7 and worldwide by the Joint Sickness Insurance Scheme (JSIS). Staff is insured against sickness, accident and occupational disease, and could be entitled to unemployment and to invalidity allowances.

IV. PROFESSIONAL DEVELOPMENT AND BENEFITS CONTRIBUTING TO WORK-LIFE BALANCE

GSA aims at creating and maintaining a supportive and healthy work environment that enables staff members to have balance between work and personal responsibilities, for example through flexible working time arrangements.

GSA also offers a wide range of training courses to develop staff members’ personal skills and keep in touch with the latest developments in their field. The training and professional development opportunities are attuned to the career plan and requirements of the departments.

8. COMMITMENT

Declaration of commitment to serve the public interest independently:

The jobholder will be required to make a declaration of commitment to act independently in the public interest and to make a declaration in relation to any interest that might be considered prejudicial to his/her independence.

The jobholder will be required to carry out his/her duties and conduct him/herself solely with the interests of the European Union in mind; he/she shall neither seek nor take instruction from any government, authority, organisation or person outside his/her institution. He/she shall carry out the duties assigned with objectivity, impartiality and loyalty to the European Union.

Commitment to promote equal opportunities:

The Agency is an equal opportunities employer and strongly encourages applications from all candidates who fulfil the eligibility and selection criteria without any distinction whatsoever on grounds of nationality, age, race, political, philosophical or religious conviction, gender or sexual orientation and regardless of disabilities, marital status or other family situation.

9. DATA PROTECTION

The personal information GSA requests from candidates will be processed in line with Regulation (EC) N° 45/2001 of the European Parliament and of the Council of 18 December 2000 on the protection of individuals with regard to the processing of personal data by the Community institutions and bodies and on the free movement of such data.

http://eur-lex.europa.eu/LexUriServ/LexUriServ.do?uri=OJ:L:2001:008:0001:0022:EN:PDF

The purpose of processing personal data which candidates submit is to manage applications in view of possible pre-selection and recruitment at GSA. All personal data collected will only be used for this purpose 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.

Applicants’ documents will only be kept for as long as it is mandatory to fulfil the requirements of existing auditing/control procedures applicable to GSA.

Applicants have a right to access their data. They have a right to update or correct at any time their identification data. On the other hand, data demonstrating compliance with the eligibility and selection criteria may not be updated or corrected after the closing date for the respective selection procedure.

Applicants are entitled to have recourse at any time to the European Data Protection Supervisor (http://www.edps.europa.eu; EDPS@edps.europa.eu) if they consider that their rights under Regulation (EC) No 45/2001 have been infringed as a result of the processing of their personal data by the GSA.


1The place of employment of the Staff Member will be at the offices of the Agency in Prague, Czech Republic, subject to changes in the interest of the service and always under due consideration of the Staff Member’s interests.
2Five-year contract with the possibility of a renewal for a fixed period and a further renewal for an indefinite period on the conditions set out in the Staff Regulations and in the Conditions of Employment for Other Servants.
3The hierarchical reporting line may change in line with the developments of the GSA and department’s organisation.
4The successful candidate must hold a valid personnel security clearance at the above defined EU level or be able and willing to apply for a security clearance immediately after the contract award. The procedure for obtaining a personnel security clearance shall be initiated on request of the employer only, and not by the individual candidate.
5Only study titles that have been awarded in EU Member States or that are subject to the equivalence certificates issued by the authorities in the said Member States shall be taken into consideration.
6Only appropriate professional experience acquired after achieving the minimum qualification stated in A.1 shall be considered. Where additional periods of training and study are accompanied by periods of professional activity, only the latter will be considered as professional experience. Compulsory military service or equivalent civilian service accomplished after achieving the minimum qualification stated in A.1. will be taken into consideration. Internships will be taken into consideration if they are paid. Professional activities pursued part-time shall be calculated pro rata, on the basis of the percentage of full-time hours worked. A given period may be counted only once.
7Prior to the appointment, the successful candidate will be asked to provide a Police certificate confirming the absence of any criminal record.
8The languages of the EU are: Bulgarian, Croatian, Czech, Danish, Dutch, English, Estonian, Finnish, French, Irish, German, Greek, Hungarian, Italian, Latvian, Lithuanian, Maltese, Polish, Portuguese, Romanian, Slovak, Slovene, Spanish, Swedish.
9Before a successful candidate can be appointed, s/he will be medically examined by a selected medical service so that the Agency will be satisfied that s/he fulfils the requirement of Article 28(e) of the Staff Regulation of Officials of the European Union.
10The date might be modified depending on the availability of the Selection Board members.
11As per Articles 92 and 93 CEOS.
12Household allowance (e.g. if you have a dependent child or you are married and your spouse's income is below a defined threshold); Dependent child allowance (e.g. if you have a child under the age of 18 or between 18 and 26, if in specified training programme); Education allowances (in very specific cases) or Payment of the education fees applicable to the educational institutions GSA has an agreement with (currently more than 17 international schools in the Czech Republic and France); Expatriation allowance (16% of the sum of basic salary and other applicable allowances).
13If staff member is requested to change the residence in order to take up duties, s/he will be entitled to: reimbursement of the travel costs; temporary daily subsistence allowance (e.g. EUR 39.48 for up to 10 months or EUR 31.83 for 120 days, if no dependents); installation allowance (depending on personal situation, 1 or 2 months of the basic salary – paid upon successful completion of the nine- months probationary period).
14Currently correction coefficients for the GSA duty locations are: 78.3% for CZ, 114.8% for FR, 133.5% for UK, 108.3% for NL. The coefficient is updated every year, with retroactive effect from 1 July.
15Pension (10.10%); health insurance (1.70%); accident cover (0.10%); unemployment insurance (0.81%).
16Currently: income tax: tax levied progressively at a rate of between 8% and 45% of the taxable portion of the salary; solidarity levy: 6%.
17Kindly note that the numbers in examples b) and c) are indicative and net monthly remuneration varies depending on the personal, life and social situation of the incumbent. The various components of the remuneration are updated every year, with retroactive effect from 1 July.
18Including management allowance granted upon completion of the 9 months probationary management period.

Don't forget to mention EuroBrussels when applying.

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