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Selection procedures
Candidates wishing to take part in a selection procedure need to complete an on-line application form, and to submit this to EPSO prior to a specific deadline for registrations. Such applications are not to be taken lightly – even completion of the application form itself requires a substantial time commitment.
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New selection procedure - starting 2010
In 2010, EPSO will introduce a new procedure for selecting permanent staff for EU institutions. Ongoing competitions that were launched in 2008-09 will follow the old selection procedure.
What will change?
- much quicker competitions with fewer steps in the procedure
- annual competitions for the most common job profiles (see chart below)
- competency-based testing
In addition to specific professional skills and knowledge, the following core competencies will be assessed:
- analysis and problem solving
- communicating
- delivering quality and results
- learning and development
- prioritising and organising
- resilience
- working with others.
Participants will have the possibility to receive feedback on their performance. For the most common job profiles, the reserve lists will remain valid until the following year’s competition cycle for a corresponding profile is completed (i.e. for 1 year only). For other profiles, reserve lists will remain valid for a longer period (typically 3 years). Most candidates on a reserve list will be invited for an interview.
Some competitions are open to university students in their final year, provided they are scheduled to graduate during the competition. They will not be recruited unless they graduate.
Competition stages
There will be two stages in the new selection procedure - computer-based preselection testing in individual EU countries and an assessment stage in Brussels. Detailed information about each competition will be published on this website and in the Official Journal of the European Union.
Preselection
In the new system, the preselection stage will feature competency-based testing (rather than knowledge-based testing). The test on EU knowledge has been removed from this stage.
EU knowledge will be assessed at a later stage, in close relation with job-related exercises during the assessment phase. Preselection will still involve computer-based tests (CBT) of cognitive ability (verbal, numerical and abstract reasoning) and situational judgment, plus professional and language competency, depending on the profile sought.
Assessment
The assessment phase enables all key competencies to be properly and reliably tested. Here the emphasis is on job-related-competency-based testing rather than factual knowledge. Based on an enhanced competency framework, exercises will be selected to evaluate the desired skills, each of which will be assessed at least twice. This stage will comprise a full day or half-day of tests depending on the type of competition. The assessment will be conducted in the candidate's second language (English, French or German), except for profiles requiring specific language skills.
Depending on the competition, the assessment phase is likely to include the following mix of elements:
Administrators
- comprehensive case study related to the field for which the candidates have registered
- group exercise
- oral presentation
- structured interview.
Linguists
Linguists will be assessed in a more targeted manner, with a focus on their core skills, tested by:
- practical linguistic tests
- structured interview.
Assistants
- practical tests assessing their professional skills
- e-tray exercise (electronic "in-tray" work simulation)
- structured interview.
Special profiles
The procedure for specialists will be structured so that the relevant key knowledge area is a primary criterion for the evaluation of candidates. For this reason, there will be no preselection tests for this category, unless the number of valid applications exceeds a specific threshold.
Instead, candidates' applications and CVs will be evaluated against a predetermined set of criteria. Candidates who are admitted to the competition will be directly invited to an assessment programme including any or all of the following:
- detailed case study in the relevant field
- structured interview related to the field
- verbal, numerical, and abstract reasoning tests
- group exercise.
More information on the types of tests (including sample tests) will be published on this website soon.
Competency framework
EU staff selection procedure is to be competency driven, and no longer purely based on knowledge. In addition to competency in the field of the competition, the following seven general competencies were identified as being the most relevant for all people working within the EU Institutions.
Our future selection procedure will therefore focus on exercises by which these competencies can best be assessed. As is best practice, all such competencies will be assessed in at least two different exercises.
Analysis and Problem Solving – Identifies the critical facts in complex issues and develops creative and practical solutions
Communicating – Communicates clearly and precisely both orally and in writing
Delivering Quality and Results – Takes personal responsibility and initiative for delivering work to a high standard of quality within set procedures
Learning and Development – Develops and improves personal skills and knowledge of the organisation and its environment
Prioritising and Organising – Prioritises the most important tasks, works flexibly and organises own workload efficiently
Resilience – Remains effective under a heavy workload, handles organisational frustrations positively and adapts to a changing work environment
Working with Others – Works co-operatively with others in teams and across organisational boundaries and respects differences between people
A further competency applies to Administrator grades:
Leadership – Manages, develops and motivates people to achieve results
Open Competitions for Permanent Officials - Until 2010
All Notices of Competition are published in the 'C' series of the Official Journal of the European Union.
Competitions usually comprise the phases outlined below. However, it should be noted, that certain competitions may differ – in particular those for linguists (interpreters, translators, lawyer-linguists).
NOTE: This selection procedure is expected to change substantially from 2010, as a result of the shift to competency-based testing foreseen in EPSO's development programme.
Admission tests (pre-selection)
Admission tests usually consist of two sets of multiple choice questions which are taken in a candidate's second language (English, French, or German). The first test assesses their knowledge of the European Union – its history, institutions, and policies. The second test assesses the candidates' verbal and numerical reasoning skills.
Admission tests are usually computer-based, and take place in test centres around the European Union.
Written tests
Candidates with the highest scores in the admission tests are invited to submit documents proving their qualifications and work experience (where applicable). Upon positive decision on their eligibility to participate in the competition, candidates are usually invited to sit three written tests as follows:
TEST 1: A series of multiple-choice questions that assess the candidates specialised knowledge in the field of the competition. The test is conducted in the candidate's second language (English, French, or German).
TEST 2: Again on a subject in the field of the competition and taken in the second language of the candidate, (English, French, or German), this is designed to test his/her:
- knowledge,
- ability to understand, analyse and summarise,
- drafting skills.
TEST 3. A short memo to be drafted in the main language of the candidate, setting out the arguments and conclusions from written test 2. This test is designed to assess the candidate's command of his/her main language, as regards both the quality of writing style and presentation.
Oral test
The candidates having the highest marks for all the written tests combined (and achieving the pass-mark in each) are admitted to the oral test.
The interview with the Selection Board members is held mainly in the second language of the candidate (English, French or German). It assesses:
- suitability to carry out the duties described at the Notice of Competition,
- specialist knowledge in the field concerned,
- knowledge of the European Union, its institutions and its policies,
- ability to adjust to working as a European civil servant in a multicultural environment.
Knowledge of a candidate's main language is also examined.
The oral test is normally held in Brussels or Luxemburg.
Reserve list and recruitment
The names of successful candidates are included in a reserve list, provided to the Institutions as a basis for their recruitment of new staff. These lists are initially valid for one year, but this can be prolonged upon decision.
NOTE: The speed and sequence of recruitment depends entirely on the needs of the Institutions to fill specific job vacancies. Successful candidates on the reserve lists still have no legal guarantee of employment.
Selection of Contract Agents:
Tests
Candidates who meet the conditions set out in the Call for Expression of Interest are invited to sit tests to assess their general aptitudes and in particular their verbal and numerical reasoning capacity as well as their knowledge of European affairs. Candidates sit the tests in their second language (English, French or German).
- Most candidates take two computer based tests covering Verbal and Numerical reasoning questions and EU knowledge questions. Candidates for External Relations (RELEX) selections are asked to take these tests on paper.
- Candidates who have succeeded in the Verbal and Numerical reasoning and EU knowledge tests are invited to sit a more specific competence test at a later stage. In some specific cases these competence tests could be conducted as an oral examination.
Database of successful candidates and subsequent recruitment
Candidates who are successful in all the tests are listed in a database. This is the basis on which Institutions and Agencies recruit staff for specific job vacancies. Each database has a validity of three years.
Note: The speed and sequence of recruitment depends entirely on the needs of the Institutions to fill specific job vacancies. Successful candidates on the reserve lists still have no legal guarantee of employment.
Candidates with special needs
Candidates with special needs/disabilities (permanent or temporary) should declare this when applying / registering for the selection.. EPSO endeavours to meet any particular needs or special arrangements necessary for such candidates to take the selection tests.