Recruitment of Temporary Agents
THE COMMUNITY FISHERIES CONTROL AGENCY - CFCA
- IS A EUROPEAN UNION BODY ESTABLISHED IN 2005 TO ORGANISE OPERATIONAL
COORDINATION OF FISHERIES CONTROL AND INSPECTION ACTIVITIES BY
THE MEMBER STATES AND TO ASSIST THEM TO COOPERATE SO AS TO COMPLY
WITH THE RULES OF THE COMMON FISHERIES POLICY IN ORDER TO ENSURE
ITS EFFECTIVE AND UNIFORM APPLICATION.
The Agency follows the personnel policy of the
Staff Regulations applicable to European Institutions and Bodies.
The Council has adopted new Staff Regulations on 22 March 2004.
The successful candidates will, therefore, be offered a post on
the basis of these new Staff Regulations.
The CFCA is organising selection procedures with
a view to drawing up reserve lists for the positions announced on
The Agency will welcome applications from highly motivated candidates
to participate in the development of CFCA.
There is no national quota system in operation
but the Staff Regulations require striving for a broad balance among
Candidates are recruited on the condition they
have full rights as a citizen. Candidates must have fulfilled any
obligations imposed on them by laws concerning military service
and meet the character requirements for the duties involved.
The CFCA has an independent and separate recruitment
process from other EU institutions or other EU agencies.
In its recruitment, the CFCA only considers applications
relating to positions which have been advertised, which means that
unsolicited applications are not processed, with a view to maintain
equal treatment of applicants.
1. Conditions of employment
The successful applicants will be appointed as
Temporary Staff members of CFCA, according to the provisions of
Article 2 (a), title I of the Conditions of Employment of other
servants of the European Communities (CEOS).
The successful candidates will be recruited in
the grade mentioned in the titles of offered positions.
Recruitment follows the rules and practices of
EU Institutions and bodies and successful candidates are offered:
three-years renewable contracts as temporary agents
The place of employment is Vigo, Spain.
2. General conditions for applications
Candidates may apply only where meeting the following
criteria for consideration of their application:
A. Common conditions to all positions
You must be a national of one of the Member States
of the European Union or of Iceland or Norway.
You must be entitled to your full rights as a citizen.
You must have fulfilled the obligations imposed on you by the laws
concerning military service.
You must meet the character requirements relating to the position
you apply for.
You must be physically fit to perform the duties linked to the post.
Before being engaged, a member of the temporary staff shall be medically
examined by one of the institution’s medical officers in order
that the institution may be satisfied that he fulfils the requirements
of Article 12 (2)(d).
You must submit a completed application for each post applied for.
Candidates may apply in any of the official languages of the European
Community, but it would be helpful to apply in English in order
to facilitate the selection process, when the Agency follows a practise
of using English as working language. However candidates are also
requested to state their educational qualifications and positions
held in the language of origin.
The Agency is an equal opportunity employer and accepts applications
without discrimination on the grounds of age, race, political and/or
religious beliefs, sex or sexual orientation, marital and/or family
status and regardless any kind of disability.
If you are invited to an interview, you will be asked to submit
supporting documents to prove the information provided in your application.
B. Submission of applications
Each application shall contain the following documents:
A detailed curriculum vitae in European format
(that can be obtained at the following address
A duly completed and signed declaration of honour ( ~87 Kb),
A motivation letter of 2 pages maximum including a clear mention
of the post applied for and of your address for correspondence and
for invitation to interview.
These three documents should be sent by electronic mail only to:
Please mention in the subject line your last name
followed by the position reference: FAMILY NAME – CFCA-TA-XX-XXX
Please, note that only complete applications containing the above
mentioned documents and information required will be taken into
Deadline for sending your application is 30 June
2009. Applications received after that date will not be taken into
3. Selection procedure
A selection board is set up for the selection procedure.
The principle of confidentiality is enshrined in Article 6 of Annex
III to the Staff Regulations, which states that the proceedings
of the selection board must be secret. It works in two ways: first,
it imposes obligations to ensure equal treatment for candidates;
and second, it seeks to protect the selection board to ensure that
its decisions are totally impartial.
The selection board adheres strictly to the conditions
of admissions laid down in the publication notice when deciding
whether or not candidates are to be admitted. Candidates admitted
to a previous selection procedure will not be automatically eligible.
Candidates are strictly forbidden to make any contact
with the members of the selection board, either directly or indirectly.
Any infringement of this rule will lead to disqualification from
the selection procedure.
Should the selection board discover at any stage
in the procedure that the candidate does not meet one or more of
the general or special conditions for admission to the selection
procedure or that the information on the application form does not
correspond with the supporting documents, the candidate will be
The selection board decides on those candidates
who are admitted to the selection procedure in accordance with the
requirements as specified in the publication notice. The applications
of the candidates admitted to the selection procedure are reviewed
and the selection board decides on those candidates who are invited
to attend for interview. The selection board may decide on the need
for interviewees to undergo one or more written tests related to
the nature of the duties in order to facilitate the selection process.
Following the interviews, which are conducted by the selection board,
the selection board decides which candidates will be placed on the
B. Reserve list and recruitment
Each candidate will be informed by letter whether
or not he/she has been placed on the reserve list. The validity
of the reserve list is 2 years from the date of the letter informing
the candidate that his/her name is placed on the reserve list. Therefore
candidates whose name will be put on a reserve list could be offered
a contract during this period of time. Candidates should note that
inclusion on the reserve list does not guarantee appointment. The
recruitment procedure is as follows: as and when funds become available,
candidates on the reserve list will be considered and the reserve
list will be drawn on to fill vacancies. If a letter of intention
is issued, the candidate must undergo a compulsory medical examination
to establish that he/she meets the standard of physical fitness
necessary to perform the duties involved and the candidate must
provide original or certified copies of all relevant documents.
It should be noted that the retirement age for
either automatically at the age of 65 years;
or, at the staff member’s own request, at the age of 63 years
or where the staff member is between 55 and 63 years of age and
satisfies, as specified in the Conditions of Employment of Other
Servants, the requirements for immediate payment of a pension.
Selected candidates will be offered a three-year renewable contract
in accordance with the Conditions of employment of other servants
of the European Communities (Official Journal of the European Communities
No L 56 of 4 March 1968 and successive amendments).
Successful candidates who are recruited undergo
an initial probation period of 6 months.
C. Pay and welfare benefits
The pay of staff members consists of a basic salary,
to be weighted to compensate the Vigo cost of living and of 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. The basic
monthly starting salary for the first and second steps in the grade
published in recent selection procedures are as follows (figures
valid as of 1 July 2007 do not include any allowances).
Temporary Agents at CFCA shall be appointed to
grade set out in the notice of 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. CFCA 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 education qualifications. Any duly
certified professional activity connected with one of CFCA’s
areas of activity shall be taken into account. Any given period
may be counted only once.
Allowances: In addition to their
basic salary, staff members may be entitled to various allowances,
in particular an expatriation or foreign residence allowance (depending
whether the candidate has left his/her Member State to take up employment
with the CFCA), and family allowances (depending on personal circumstances):
household allowance, dependent child allowance, preschool allowance,
Deductions: Staff pay a Community
tax at source and deductions are also made for medical insurance,
pensions and unemployment insurance. Salaries are exempt from national
Under certain circumstances, in particular where
staff members are obliged to change their place of residence in
order to take up employment, the Agency may also reimburse various
expenses incurred on recruitment, notably removal expenses.
Additional information can be obtained from the
web site of the CFCA Agency. Additional information can be obtained
from the web site of the CFCA Agency. Furthermore, the following
link gives you direct access to the Staff Regulations: http://ec.europa.eu/dgs/personnel_administration/statut/tocen100.pdf.
Please, take note that a binding commitment can
only be made after verification of all conditions and will take
the form of a contract signed by the Executive Director.
Please note that the selection process may take
some time to be completed and that no information will be released
during this period. Once a selection process has been completed,
its status will be displayed on the web site of CFCA.
D. Data Protection
Any personal data provided by the Applicant shall
be processed pursuant to Regulation (EC) No 45/2001 on the protection
of individuals with regard to the processing of personal data by
the Community institutions and bodies and on the free movements
of such data. It shall be processed solely for the purposes of the
recruitment exercise. The Applicant shall have the right of access
to his/her personal data and the right to rectify data relating
to the contact details contained in his/her application that is
inaccurate or incomplete at any time during the selection procedure.
However, the Applicant can rectify data relating to admissibility
criteria only until the closing date of the submission of applications.
Should the Applicant have any queries concerning the processing
of his/her personal data, (s)he shall address them to the Controller
of the data, Head of Unit Resources.
The Applicant shall have right of recourse at any
time to the European Data Protection Supervisor (www.edps.europa.eu).