Agent - Driver, Close Protection Team (FGII)

  • Reference numberEuropol/2026/CA/FGII/188
  • Deadline:19 Oct 2026, 23:59 CEST

  • Department:G5 Corporate Security

  • TypeNon-Restricted

  • Contract type:Contract Agent

  • Publish date04 Oct 2026

  • Update date:05 Oct 2026

This selection procedure is intended to establish a reserve list of successful candidates. It is envisaged to start using the reserve list in Q1/Q2 of 2027.

Europol retains the right to make use of the reserve list to select candidates for similar posts within the organisation, should business needs require so.

1.     Organisational context

Organisational setting:

The post of Agent – Driver is located in Close Protection Team, Security Operations Unit, Corporate Security Department, Governance Directorate.

The Corporate Security Department establishes all security measures required to protect the persons present at Europol, the Europol buildings, together with its installations and all Europol information, and to ensure the safe and continual operational functioning of Europol. Furthermore, the Department handles the integral management (planning and monitoring) and realization of housing services and resources.

Security Operations Unit, which includes all activities in the domain of security operations & technology, aiming at providing direct (physical) security services in relation to the Europol HQ and persons present, as well as operational facilities and infrastructure services.

Purpose of the post:

To perform driving and administrative related duties for the Executive Director and Deputy Executive Directors, and support the Close Protection Team in the area of Europol’s fleet management.

This post will require participation in a shift working system from Monday to Friday (on a two-shift basis, day and evening, excluding nights), and in a standby system during weekends and EU/public holidays.

Reporting lines:

The incumbent reports to the Head of the Close Protection Team.

2.  Functions and duties

The incumbent carries out the following main functions and duties:

  • Drive the Executive Director/Deputy Executive Directors of Europol inside the host country and while on missions abroad;
  • Meet and drive VIPs and other Europol guests;
  • Perform pre-trip and post-trip vehicle inspections on all fleet vehicles;
  • Maintain accurate, up-to-date records on trip documents (such as but not limited to customer transportation forms, vehicle maintenance, fuel purchases, incident reports);
  • Perform minor preventative maintenance tasks on the vehicles when necessary, ensuring all the duty vehicles are ready for immediate deployment on short notice;
  • Monitor and ensure timely follow-up of request for approval and deployment of duty cars made through internal systems;
  • Maintain close contact and cooperation with the local tax authorities and several service providers, regarding the documentation necessary for the registration/ deregistration of the service vehicles, fuel cards, access permits;
  • Perform advance reconnaissance visits to specific venues where high level meetings will take place, dealing with access rights, parking options, other logistical matters relevant to these types of events;
  • Coordinate and liaise with local authorities to facilitate vehicles access in designated areas;
  • Perform any other duties in the area of competence as assigned by the line management.

3.     Requirements - Eligibility criteria

a. Candidates must

  • Be a national of one of the Member States of the European Union and enjoy full rights as a citizen;
  • Have fulfilled any obligations imposed by the applicable laws on military service;
  • Produce appropriate character references as to his or her suitability for the performance of the duties;
  • Be physically fit to perform the duties pertaining to the position (prior to appointment the successful candidate will be medically examined by one of the institution’s medical officers in order that the institution may be satisfied that the candidate fulfils the requirements of Article 12(2)(d) of the Conditions of Employment of Other Servants of the European Union (CEOS);
  • Produce evidence of a thorough knowledge of one of the languages of the Union and a satisfactory knowledge of another language of the Union to the extent necessary for the performance of the duties.

b. Candidates must have

  • A level of post-secondary education attested by a diploma. When the official duration of the post-secondary education is less than 3 years, the difference shall be deducted from the professional experience as indicated below:

Duration of post-secondary education        Additional professional experience required

More than 6 months and up to 1 year              3 years

More than 1 year and up to 2 years                   2 years

More than 2 years                                                 1 year

OR

  • A level of secondary education attested by a diploma giving access to post-secondary education and relevant professional experience of at least 3 years;

OR

  • Professional Training of equivalent level of post-secondary education and after having completed the training, at least the number of years of relevant professional experience as indicated below:

Duration of professional training              Additional professional experience required

More than 6 months and up to 1 year           3 years

More than 1 year and up to 2 years                2 years

More than 2 years                                              1 year

4.     Requirements - Selection criteria

a.    Professional experience

Essential:

  • Experience as an executive driver;
  • Experience in maintaining vehicles;
  • Experience using navigation systems;
  • Experience in fleet management activities and performing related administrative tasks including: procurement of equipment, drawing up technical specifications, drafting offer requests, liaising with external service providers.

Desirable:

  • Experience operating armoured vehicles;
  • Experience with medical protocols (Tactical Combat Casualty Care - TCCC / Airways/Breathing/Circulation - ABC);
  • Experience in driving as part of a motorcade;
  • International work experience.

b. Professional knowledge

Essential:

  • EU valid driver’s license category B, with a clean driving record (no at-fault accidents, major traffic violations);
  • Strong technical knowledge of cars;
  • Strict sense of confidentiality and discretion;
  • Ability to drive a multi-passenger vehicle safely.

Desirable:

  • Recognized professional executive driving and/or defensive driving certification;
  • First aid certification.

c. General competencies

Essential:

Communicating:

  • Very good communication skills in English, both orally and in writing.

Analysing & problem solving:

  • Keen eye for detail with the ability to maintain standards of accuracy under pressure of tight deadlines;
  • Competent user of Microsoft Office applications (MS Word, Excel, PowerPoint and Outlook) and the internet.

Delivering quality and results:

  • High degree of commitment and flexibility;
  • High level of customer and service-orientation.

Prioritising and organising:

  • Good administrative and organisational skills.

Resilience:

  • Ability to work well under pressure, both independently and in a team;
  • Good interpersonal skills, including the ability to effectively liaise with other departments, groups and teams as well as with external partners.

Living diversity:

  • Ability to work effectively in an international and multi-cultural environment.

5. Selection procedure

All applications for Contract Agent posts must be submitted through the online recruitment system accessible via Europol’s website.

The Authority Authorised to Conclude Contracts of Employment (AACC) sets up a Selection Committee, composed of at least three members, consisting of one chair and at least one member from the Administration of Europol and one member designated by the Staff Committee.

The selection criteria, set out in this Vacancy Notice, will be assessed by the Selection Committee throughout the different stages of the selection procedure. Before the start of the selection procedure, the Selection Committee will decide which selection criteria will be used at each stage of the selection procedure. Certain selection criteria will be assessed only for shortlisted candidates during a written/practical test and/or a competency-based interview.

The Selection Committee will assess the applications received in order to make an initial selection of those candidates meeting all eligibility criteria and matching best the selection criteria (suitability).

The minimum pass-mark for being shortlisted, i.e. invited to participate in a post-related selection procedure, consisting of a written and practical test and a competency-based interview, is established as 60% of the total maximum score.

The Selection Committee will shortlist the 12 highest scoring candidates. All candidates having a score equal to the 12th highest scoring candidate will be invited to take part in the first stage of the selection procedure (written test). At shortlisting stage, the Selection Committee will also establish the pass-mark for the selection procedure.

The Selection Committee will assess the written test against the selection criteria. Those candidates who do not reach the pass-mark for the test will be informed that they do not qualify to participate in the practical test and interview. All candidates who reach the pass-mark for the test will be invited to the second stage of the selection procedure (practical test and interview).

It is intended for the selection procedure to be conducted remotely (written test) and for the second stage (interview and practical test) to be performed on-site.

After the selection procedure has taken place, the Selection Committee will establish a list of successful candidates, i.e. those scoring above the pre-defined pass-mark, which is shared with the AACC, for establishment of a Reserve list. A Reserve list is valid for 24 months.

Candidates who participated in the interview will be informed of the outcome, i.e. whether they have been successful or not.

The Selection Committee’s work and deliberations are confidential. It is forbidden for candidates to make direct or indirect contact with the members of the Selection Committee or for anyone to do so on their behalf.

All enquiries related to a selection procedure should be addressed to the Europol HR Operational Support Team at the following email address: C2-12@europol.europa.eu.

Detailed information on the selection procedure- including enquiries, measures of redress and their applicable deadlines is available in the Europol Recruitment Guidelines, which can be found on Europol’s website.

6.  Compensation and benefits

The AACC shall classify contract staff in their function group taking into consideration their qualifications and professional experience at the time of entry into service.

The successful candidate will be engaged in Function Group FGII, grade 4 (EUR 2714.73), grade 5 (EUR 3071.64).

Grade    Qualifications and professional experience

4               Up to 7 years

5               More than 7 years

Staff pay EU tax at source but salaries are exempt from national taxes. Compulsory deductions are made for medical insurance, pension and unemployment insurance.

Subject to the applicable conditions being met, as defined in the EU Staff Regulations (EUSR)/CEOS and further specified in the case law of the Court of Justice of the European Union, allowances such as expatriation allowance (16% of basic gross salary) or foreign residence allowance (4% of basic gross salary), household allowance, dependent child and / or education allowance may be granted.

Staff enjoy worldwide insurance coverage by the Joint Sickness Insurance Scheme (JSIS) and are insured against sickness, the risk of occupational disease and accident.

Europol offers flexible working arrangements, a comprehensive provision for annual leave as well as parental leave supporting a healthy work-life balance.

Indicative net salary sample calculation:

a)    Staff member (single) in receipt of expatriation allowance (16%): grade 4 EUR 3416.22, grade 5 EUR 3757.98;

b)    Staff member with two dependent children in their custody in receipt of expatriation allowance (16%): grade 4 EUR 4943.99, grade 5 EUR 5290.75.

The above information is indicative and for information purposes only. It is merely meant to give an indication of your possible net salary in light of the currently applicable amounts of the related allowances and the level of taxation. It has no legal value and no rights can be derived from it.

The information is based on figures applicable as of July 2025.

7.     Terms and conditions

Contract of employment

The successful candidate will be recruited as Contract Agent FGII pursuant to Article 3(a) of the CEOS.

The initial contract will be concluded for a fixed period of 4 years (full-time – 40 hours a week). The contract may be renewed, in principle, for a fixed period of 2 years. Any further renewal shall be for an indefinite duration.

In case of successive contracts under Article 3a) of the CEOS, the duration of the contract offered will be set in accordance with the provisions of the Decision of the Management Board of Europol of 4 October 2019 governing the conditions of employment of contract staff employed under the terms of Article 3a) thereof.

Conditions of engagement

Before the employment contract is concluded by Europol, the successful candidate will have to:

  • declare any conflict of interest;
  • undergo a pre-employment medical examination to confirm that he/she is physically fit to perform the duties pertaining to the post or, alternatively, receive the confirmation from Europol that he/she fulfils the conditions laid down in the Decision of the Deputy Executive Director of the Capabilities Directorate on the pre-employment medical examination available on Europol’s website.

The place of employment will be The Hague, The Netherlands.

Probation period

Engagement for this post is subject to the successful completion of a probationary period of 9 months.

In case of successive contracts under Article 3a) of the CEOS, a candidate may be exempt from the requirement to serve another probationary period in accordance with the provisions of the Decision of the Management Board of Europol of 4 October 2019 governing the conditions of employment of contract staff employed under the terms of Article 3a) thereof.

Europol reserves the right to terminate the contract of employment during or at the end of the probation period in accordance with Article 84 the CEOS.

Security screening and certificate of good conduct

Candidates who have been recruited to a post at Europol are required to furnish a valid certificate of good conduct before the start of their employment. The certificate of good conduct must be provided to Europol prior to the signature of the employment contract. The certificate of good conduct must be issued by the relevant authorities of the country of nationality of the candidate and must not be older than three months at the time of submission to Europol. Europol reserves the right not to proceed with the signature of the contract based on the content of the certificate or if the candidate fails to provide the certificate to Europol.

The certificate of good conduct does not substitute a valid security clearance required for all Europol staff at the level indicated in the vacancy notice. Failure to obtain the requisite security clearance may be cause for termination of the employment contract.

Candidates who currently hold a valid security clearance at the level indicated in the vacancy notice or above do not need to obtain a certificate of good conduct or a new security clearance and must provide a copy of the current security clearance certificate to Europol prior to the signature of the employment contract. Europol shall verify and confirm the continued validity of the security clearance. In case Europol determines that the security clearance is not valid, the candidate will be required to provide a valid certificate of good conduct prior to the signature of the employment contract. Europol may at any time terminate the employment contract if the result of the security screening is not positive and the necessary clearance level is not granted or extended.

The requested level of security clearance for this post is: SECRET UE/EU SECRET

For further information on terms and conditions, please consult the EUSR/CEOS available on Europol’s website.

8.     Additional information

Equal opportunity

Europol is an equal opportunity employer. Europol accepts applications without distinction on grounds of gender, sexual orientation, national, ethnic or social origin, religion or beliefs, family situation, age, disability, or other non-merit factors. All employment decisions are based on business needs, job requirements and qualifications, experience and skills.

Europol lives diversity and provides an inclusive work environment to all. Europol strives to recruit, develop and retain a diverse and talented workforce through application of equal opportunity and impartiality.

Privacy Notice

Regulation (EU) 2018/1725 of the European Parliament and of the Council of 23 October 2018 on the protection of natural persons with regard to the processing of personal data by the Union institutions, bodies, offices and agencies and on the free movement of such data, and repealing Regulation (EC) No 45/2001 and Decision No 1247/2002/EC, applies to the processing of personal data carried out in the process of selection and recruitment of staff at Europol,  following the application of this Regulation to all administrative personal data held by Europol in accordance with Article 27a of the Europol Regulation.

For additional information, please consult the applicable privacy notice available on Europol’s website, also inserted in the EUROPOL RECRUITMENT GUIDELINES.

Statutory obligations upon leaving the service

Pursuant to Article 16 of the EUSR, EU officials and, by analogy, contract agents continue to be bound by the duty to behave with integrity and discretion as regards the acceptance of certain appointments or benefits after leaving the service. Those staff members intending to engage in an occupational activity within two years of leaving the service shall inform their institution, so that it may take an appropriate decision in that respect. In cases where the intended activity is related to the work carried out by the staff member during the last three years of service and could lead to a conflict with the legitimate interests of the institution, the decision to be taken may include forbidding the staff member from undertaking it or giving its approval subject to any conditions it thinks fit.

Main dates

Publication date:                 05 October 2026

Deadline for application:   19 October 2026, 23:59 Amsterdam Time Zone

At Impactpool we do our best to provide you the most accurate info, but closing dates may be wrong on our site. Please check on the recruiting organization's page for the exact info. Candidates are responsible for complying with deadlines and are encouraged to submit applications well ahead.
Before applying, please make sure that you have read the requirements for the position and that you qualify. Applications from non-qualifying applicants will most likely be discarded by the recruiting manager.