Human Resources - Qualitative

• Author: European Union Agency for Criminal Justice Cooperation (EU body or agency)
• Pages: 53-60

EUROJUST SINGLE PROGRAMMING DOCUMENT

Eurojust SPD 2020-2022 Last updated: 12-Dec-19 Pag e 53 of 73

IV. Human Resources – Qualitative

IV-A Recruitment Policy

The objective of Eurojust’s selection procedures is to recruit staff that best fit the job profile in a

timely and transparent manner. Eurojust’s recruitment policy is based on the Eurojust

Competency Framework and takes into account the implementing rules on engagement and use

of temporary staff 2(f).

Eurojust recruited 2127 new staff in 2018, 2 through internal mobility procedures and 19 through

external recruitment procedures.

Temporary Staff

Entry grades

Temporary s taff are recruited for temporary posts on a long-term basis for operational,

administrative or technical tasks:

• AST/SC 1 to AST/SC 2 for function group AST/SC;

• AST 1 to AST 4 for function group AST; and

• AD 5 to AD 8 for the function group AD.

For middle management positions, the provisions of the relevant implementing rules apply.

27 9 job offers were made to staff already workin g at Eurojust that applied through external recruitment procedur es.

Posts filled in 2018

Staff are recruited from:

Temporary staff

Total

Public Sector

Agencies

Institutions

Private

17

3

10

1

3

Contract staff

Total

Public Sector

Agencies

Institutions

Private

4

4

Total temporary and contract staff

Total

Public Sector

Agencies

Institutions

Private

21

3

10

1

7

100%

14%

48%

5%

33%