1. GSA AND HUMAN RESOURCES DEPARTMENT
The European GNSS Agency (GSA) is responsible for the operations and service provision for the European Global Navigation Satellite Systems (GNSS) EGNOS and Galileo. By developing a new generation of GNSS, Europe is laying the foundation for new high-technology industry development, leading to job creation and economic growth. These European flagship space programmes, which embody what can be achieved when Europe works together, are already bringing real benefits to people and business in Europe and around the world.
The Human Resources Department proactively contributes to the fulfilment of the Agency’s mission, particularly regarding all matters related to the management of the GSA's Human Resources. The Human Resources Department has the following high-level objectives:
- Recruit, retain and motivate the most valuable GSA asset – PEOPLE;
- Provide a place for development and career growth;
- Ensure support for common culture and positive team spirit;
- Provide sustainable support to staff members and their families;
- Provide a safe working environment;
- Provide strategic expertise to GSA governance and be important partner in achieving the GSA’s vision, mission and objectives.
2. TASKS AND RESPONSIBILITIES
The Career Development Specialist will be supporting the Agency in the tasks of the Human Resources Department as identified above, and in particular in designing, developing and implementing a holistic approach to career development of staff. He/she will report to the Head of the Human Resources Department or to a team leader.
The main tasks and responsibilities will in principle include the following:
- Assist the Agency’s ongoing development through the identification of organizational and role specific development and training needs, designing and implementing programmes, such as Competency Framework, which enhance the overall capability of the Agency;
- Design, formulate and implement strategies for career paths programming in line with the assessment of current competencies and future needs of the Agency;
- Drive a culture of continuous professional development and learning organisation;
- Ensure organisation of development events, trainings and learning activities and monitor how effectively learning has been transferred to employees;
- Pro-actively develop and maintain all activities around performance planning and evaluation, including performance management mediation and career counselling;
- Design and implement strategies to increase the retention of staff and top performers in particular;
- Prepare and implement the training budget and perform other related duties as required.
3. ELIGIBILITY CRITERIA
The selection procedure is open to applicants who satisfy the following eligibility criteria, on the closing date for application:
- 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
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
- In addition to the above, appropriate professional experience6 of at least six years after obtaining the required diploma
- Be a national of a Member State of the European Union7
- Be entitled to his or her full rights as citizen
- Have fulfilled any obligations imposed by the applicable laws concerning military service
- Meet the character requirements for the duties involved8
- Have a thorough knowledge of one of the languages of the European Union9 and a satisfactory knowledge of another language of the European Union to the extent necessary for the performance of his/her duties
- Be physically fit to perform the duties linked to the post10
Temporary agents (2f) from GSA and other EU agencies, in grade AD7 or AD8, are also invited to apply in accordance with the following GSA rules: https://www.gsa.europa.eu/sites/default/files/conditions_of_employment_of_temporary_staff_ta.pdf
4. SELECTION CRITERIA
All eligible applications, according to the afore-mentioned criteria, 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. All essential criteria will be assessed during the applications evaluation phase.
Non-compliance with any of the Essential criteria may result in the exclusion of the candidate from the selection process. Advantageous criteria constitute additional assets and will not result in exclusion, if not fulfilled.
When filling the online application, candidates are expected to include elements that demonstrate that their profile matches the requirements below.
- Experience in the career, learning and development area;
- Knowledge and/or experience of developing and implementing a competency framework;
- Experience in developing and implementing innovative HR policies, procedures and processes linked to career development of staff;
- Excellent command of both written and spoken English;
- Experience in engineering or operational organisations;
- Experience in working in multicultural, international or complex environments;
- Proven experience in analysing complex business problems and working with multiple stakeholders and subject matter experts to develop a solution to resolve them;
- Strong communication skills;
- Analytics and results driven approach;
- Proactive and cooperative service-oriented approach;
- Ability to work under pressure, prioritise and handle many simultaneous tasks.
5. SELECTION PROCEDURE
The current vacancy is for one post and establishment of a reserve list.
The selection procedure includes the following steps:
- Applications must be complete and successfully submitted via the e-recruitment tool within the deadline set for the vacancy notice.
- For each selection procedure, the Authority Empowered to Conclude Contracts of the Agency appoints a Selection Board. The Board’s deliberations are confidential and applicants are strictly forbidden to contact its members.
- An automatic screening of all valid applications will be carried out by means of the e-recruitment tool in order to verify their compliance with the eligibility criteria. The eligibility screening will be verified and endorsed by the Selection Board responsible for the procedure.
- All eligible applications will be then evaluated by the Board based on the selection criteria defined in this vacancy notice.
- The candidates whose applications rank among the best-qualified in accordance with the selection criteria (the minimum threshold is 65% of the total points), may be contacted to verify (through a video-recorded interview) their studies, professional experience and/or other knowledge and competencies as indicated in their application. This step in pre-selecting the most suitable candidates does not, however, entitle candidates to be invited for an interview.
- The best-qualified candidates, those who obtained the highest scoring within the evaluation, will be short-listed for an interview and a written test.
- Prior to the day of the interview candidates will be requested to send 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 fail to submit all the required documents.
- During the interview, the Selection Board will examine each candidate’s profile and will assess their relevancy for this post. Shortlisted candidates will be also 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).
- Interviews and written test will be held in English, however knowledge of another EU languages may also be tested. Mother tongue English speakers will be expected to demonstrate their knowledge of a second EU language in line with Article 28(f) of the Staff Regulations.
- All candidates short-listed for an interview may also be requested to complete an online Business Attitude Questionnaire.
- 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.
- The best-ranked candidates will be invited for a final interview with the Authority Empowered to Conclude Contracts. 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 Authority Empowered to Conclude Contracts will 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 Authority Empowered to Conclude Contracts 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 employment.
- The validity of the reserve list is indicated in the vacancy notice and its duration might be extended if deemed necessary.
- Normally, the recruitment procedure can take up to 6 months from the date on which a position is first advertised to the final offer being made.
- If, at any stage of the procedure, it is established that any of the information the candidate has provided is incorrect, the candidate in question will be disqualified.
Indicative date for the interview and written test: July/August 2020. The date might be modified depending on the availability of the Selection Board members.
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.
Any questions regarding the selection procedure should be addressed only to: HRJob@gsa.europa.eu
6. APPLICATION PROCEDURE
In order to be considered for this position, candidates need to create an account by registering via the GSA e-recruitment tool.
Only applications submitted via the e-recruitment tool will be accepted. Applications sent via email or post will not be taken into consideration.
Multiple applications received for the same position via different accounts will lead to the exclusion of the applicant from the selection procedure.
the information provided by candidates in their online application constitutes the solely basis for the assessment of the eligibility and selection criteria. Therefore, they are invited to carefully read the requirements and to provide the relevant information in such detail that would allow this assessment. Particular attention should be paid to information on the education and professional experience, in particular exact dates, description of responsibilities and duties carried out.
All sections of the application should be completed in English in order to facilitate the selection procedure.
In order to be considered, applications must be received by the closing date indicated in the vacancy notice.
Candidates are advised to submit the application well ahead of the deadline in order to avoid potential problems during the final days before the closing date of applications’ submissions. The Agency cannot be held responsible for any last-minute malfunctioning of the e-recruitment tool due to heavy traffic on the website.
Please consult the e-recruitment guideline for instructions on completing the application.
7. 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 Union and Conditions of employment of other servants of the European Union, at the following address:
European GNSS Agency (GSA)
Human Resources Department
170 00 Prague 7
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 Union to the:
General Court of the European Union
Boulevard Konrad Adenauer
- Make a complaint to the European Ombudsman:
1 avenue du Président Robert Schuman
67001 Strasbourg Cedex
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.