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Eurojust's recruitment policy

Personnel policy

EUROJUST follows the personnel policy of the Staff Regulations of Officials of the European Communities (hereinafter the "Staff Regulations") and Conditions of employment of other servants of the European Communities (hereinafter "CEOS") (Official Journal of the European Communities No. L 56 of 4 March 1968) last amended by Council Regulation (EC, Euratom) No. 723/2004 of 22 March 2004 (Official Journal of the European Communities No. L 124 of 27 April 2004).

Employment at Eurojust is open to nationals of any of the 28 EU Member States: Austria, Belgium, Bulgaria, Croatia, Czech Republic, Cyprus, Denmark, Estonia, Finland, France, Germany, Greece, Hungary, Ireland, Italy, Latvia, Lithuania, Luxembourg, Malta, the Netherlands, Poland, Portugal, Romania, Slovakia, Slovenia, Spain, Sweden and United Kingdom. There is no nationality quota system in operation but Eurojust is required to strive for a broad range of nationalities in order to keep a well balanced geographical distribution among its staff members.

Candidates are recruited on the condition they are citizens of the Member States of the EU and are entitled to full rights as citizens. They also must have fulfilled any obligations imposed on them by the laws concerning military service and meet the character requirements for the duties involved.

Thorough knowledge of one of the official languages of the EU and a satisfactory level in a second of these languages is required. As English is the working language of Eurojust, knowledge of English is an asset.

Recruitment procedure, post classifications and education levels

Eurojust's recruitment procedure is independent from that of other EU institutions and agencies. It currently has no permanent officials, but is staffed mainly by Temporary Agents and Contract Agents recruited through open selection procedures. The recruitment procedure follows the rules and practices of EU institutions. The Appointing Authority decides to establish a reserve list for a position. Successful candidates are put on a reserve list and when a suitable position is/becomes available a successful candidate is offered a five-year renewable contract as a Temporary Agent or a contract for a definite period as a Contract Agent.

Temporary Agents

The posts are classified, according to the nature and importance of the duties to which they relate, in two function groups: Administrators (AD) and Assistants (AST) in descending ranking order. Function group AD comprises twelve grades from AD 5 to AD 16. Function group AST comprises eleven grades from AST 1 to AST 11.

The minimum educational qualifications are:

  • AST: a level of post-secondary education attested by a diploma or a level of secondary education attested by a diploma giving access to post-secondary education, and appropriate professional experience of at least three years, or, where justified in the interest of the service, professional training or professional experience of an equivalent level; 
  • AD 5 and AD 6: a level of education which corresponds to completed university studies of at least three years attested by a diploma, or where justified in the interest of the service, professional training of an equivalent level; 
  • AD 7 to AD 16: 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, or a level of education which corresponds to completed university studies attested by a diploma and appropriate (paid) professional experience of at least one year when the normal period of university education is at least three years, or, where justified in the interest of the service, professional training of an equivalent level.

Professional experience shall be counted as follows:

  • AST: from the time when a post-secondary education diploma was awarded or where the official duration of the course is less than three years, the difference shall be deducted from the professional experience; 
  • AD 5 and AD 6: from the time when, on completion of a minimum of three years of study, the university degree giving access to these grades was awarded; 
  • AD 7 to AD 16: from the time when a university degree was awarded on completion of a minimum of four years of study.

In general, the requirement of relevant professional experience is deemed to start from the age of 18 with the first position the applicant occupied after obtaining the diploma or certificate required for admission to a selection procedure.

Temporary Agents at Eurojust shall be appointed at the grade set out in the vacancy notice and consequently the selection procedure they have passed. According to Art. 32 of the Staff Regulations, a Temporary Agent shall be recruited at the first step in his grade. Eurojust may allow additional seniority up to a maximum of 24 months (which corresponds to one additional step above step 1) to take account of professional experience and not of additional educational qualifications. Any duly certified (paid) professional activity connected with one of Eurojust's areas of activity shall be taken into account. Any given period may be counted only once.

Successful Temporary Agent candidates undergo an initial probation period of nine (9) months.

Contract Agents

Engagement as a contract agent shall require at least:

(a) in function group I, successful completion of compulsory education;

(b) in function group II:

  • a post-secondary education attested by a diploma, or 
  • a secondary education attested by a diploma giving access to post-secondary education and appropriate professional experience of three years. The secondary education diploma giving access to post-secondary education may be replaced by a certificate of adequate professional training of not less than three years on condition that there was no similar professional training giving access to higher education at the time it was issued or; 
  • successful completion of intermediate education plus two years relevant supplementary specialized training plus five years’ appropriate professional experience.

(c) in function group III:

  • a post-secondary education attested by a diploma, or 
  • a secondary education attested by a diploma giving access to post-secondary education and appropriate professional experience of three years.

(d) in function group IV: completed university studies of at least three years attested by a diploma and appropriate professional experience of at least one year.

Only diplomas and certificates that have been awarded in EU Member States or that are the subject of equivalence certificates issued by the authorities in the said Member States shall be taken into consideration.

Contract Agents (type 3a) shall be engaged:

(a) in function group I: in grade 1;

(b) in function group II:

  • in grade 4 if the person has professional experience of up to seven years; 
  • in grade 5 if the person has professional experience of more than seven years;

(c) in function group III:

  • in grade 8 if the person has professional experience of up to seven years; 
  • in grade 9 if the person has professional experience of more than seven years; 
  • in grade 10 if the person has professional experience of more than fifteen years;

(d) in function group IV:

  • in grade 13 if the person has professional experience of up to seven years; 
  • in grade 14 if the person has professional experience of more than seven years; 
  • in grade 16 if the person has professional experience of more than twenty years.

In order to be taken into account professional experience must have been acquired in an activity corresponding at least to the level of qualification required for the access to the function group and having a link with one of the institution’s sectors of activity. It shall be taken into account from the date on which the person fulfils the minimum qualifications for engagement set out in Article 2 (including, where applicable, any professional experience required by that Article).

In the case of a doctorate/PhD the actual duration of the studies shall be taken into account, subject to an upper limit of three years. In the case of other qualifications the statutory duration of the studies shall be taken into account.

Military service and equivalent civilian service shall be regarded as professional experience.
For grading purposes, part-time work shall be taken into account in proportion to the stated percentage in relation to full-time work.

In the case of freelance translators the extent of the professional experience shall, subject to the period devoted to this activity, be calculated on the basis of the number of pages translated.

No period may be counted more than once.

Successful Contract Agent candidates in FG I undergo an initial probation period of six months and in FG II,II or IV nine months if his/her contract is for a duration of at least one year.

Under certain circumstances, in particular where staff members (Temporary Agents and Contract Agents) are obliged to change their place of residence in order to take up employment, Eurojust shall reimburse various expenses incurred on taking up duty, such as removal expenses, and may provide an installation allowance after having passed the probationary period successfully.

Remuneration

Staff compensation consists of a basic salary, adjusted to the weighting coefficient of the Netherlands, additional allowances and deductions.

  • Basic salary: There is a basic salary scale for each grade, divided into a number of steps. Staff members progress automatically to the next step every two years until they reach the top of the scale for that grade. 
  • Weighting to compensate the Dutch standard of living: the correction coefficient is currently 104.1 (100 being the basis). 
  • Allowances: In addition to their basic salary, staff members may be entitled to an expatriation or foreign residence allowance and family allowances (depending on personal circumstances): household allowance, dependent child allowance, education allowance, etc. 
  • Deductions: Staff pays a Community tax deducted at source and deductions are made for medical insurance, pensions and unemployment insurance. Salaries are exempt from national taxes.

Annual leave entitlements, in addition to Eurojust official holidays, begin at 2 days per worked month.

Recruitment policy for Temporary Agents and Contract Agents

Whenever necessary, Eurojust launches recruitment procedures through the announcement of vacant posts on the website of Eurojust and of the European Personnel Selection Office (EPSO). Notices of selection procedures may also be advertised in the Official Journal of the European Union, specialist journals or Internet sites.

Depending on the nature of the positions for which recruitment is planned, notices of selection are also sent to the Permanent Representations of the Member States for their information. The notice of the open selection procedure will provide information on the conditions and essential requirements needed for the post. Applicants must use the electronic form available on the website and give the reference of the post for which they are applying.

Please click here for detailed instructions on Eurojust 's application procedure for Temporary Agents and Contract Agents.

Eurojust may recruit Contract Agents from EPSO's CAST reserve lists.

In accordance with the Decision of the College of Eurojust of 8 June 2004, vacancy notices advertised after this date will only be published in English.