VACANCY NOTICE - TEMPORARY STAFF

Reference number: RCT-2026-00055

Intelligence Analyst

Table of Contents

While Frontex selects its new staff based on their merits and without distinction as to race, political, philosophical or religious beliefs, sex or sexual orientation and without reference to their marital status or family situation, Frontex is a very inclusive workplace that strives to improve the gender and geographical

$^{1}$ Type of post: Administrator.

$^{2}$ For existing EU temporary staff 2(f) applicants for whom Article 55 the Conditions of Employment of Other Servants of the European Union (CEOS) is applicable.

$^{3}$ Date of publication: 22 October 2026.

balance⁴ among its staff to the widest possible extent, as well striving to foster diversity, amongst others, in terms of race, ethnic or social origin, genetic features, language, disability, age, etc. Therefore, female candidates as well as candidates with any diverse background that are fulfilling the selection criteria are strongly encouraged to apply. Frontex is looking for talented women and men to establish a reserve list of experienced professionals with high level of personal integrity, responsibility, confidentiality, adhering to EU values, the principles of equal opportunities and equal treatment as well as fundamental rights.

1. BACKGROUND

The European Border and Coast Guard Agency (Frontex) has been established under the European Border and Coast Guard Regulation⁵. The agency was created on the foundations of the European Agency for the Management of Operational Cooperation at the External Borders of the Member States of the European Union (established under Council Regulation (EC) No 2007/2004), which has been coordinating operational activities at the EU external border since 2005.

Frontex is located in Warsaw, Poland, and is in the process of significantly increasing the size of its staff to 2,500 to meet its expanding tasks.

The European Border and Coast Guard Regulation provides for the establishment of a European Border and Coast Guard Standing Corps, which will consist of up to 10,000 operational staff by 2027, and will be deployed along the external land, sea and air borders of the European Union and the Schengen Area.

With the establishment of the Standing Corps - the first European law enforcement uniformed corps - Frontex offers a unique, pioneering opportunity to form part of the EU's operational arm for European integrated border management. The establishment and operations of the Standing Corps gives raise to various novel legal challenges and risks. The selected candidate will have a chance to significantly contribute to the application of the EU law in this area by developing creative legal solutions in cooperation with internal and external partners.

The Agency's key tasks include:

• Operational and technical assistance to the EU member states at their external borders by coordinating joint border control operations including deployment of vessels, aircraft and other equipment and border and coast guards from EU countries;
• Coordination of border surveillance and law enforcement activities being part of maritime security in cooperation with national authorities and EU agencies such as Europol, EMSA and EFCA;
• Situation monitoring of EU's external borders and risk analysis of all aspects of border and coast guard management, including assessment of the EU Member States' border control authorities' ability to face migratory pressure and different challenges at their external borders;
• Assisting Member States in returning nationals of non-EU countries who do not have the right to remain on the territory of the EU;
• Development of training programmes for European border and coast guards;
• Monitoring new technological developments in the field of border control and acting as an interface between research institutions, industry and national border and coast guard authorities;
• Cooperation with EU and international organisations in the area of border and coast guard management, security, and prevention of cross-border crime (including terrorism);
• Assist non-EU countries in the context of technical and operational cooperation on border management including return of non-EU nationals, in the framework of the EU external relations policy.

In all its activities, Frontex enforces actions which are respecting fundamental rights as an overarching component of the European Integrated Border Management.

In all its activities, Frontex enforces actions which are respecting fundamental rights as an overarching component of the European Integrated Border Management. Frontex and its staff are committed to the values of Professionalism, Respect, Cooperation, Accountability and Care.

⁴ Under-representation is specifically observed amongst the following nationalities: Austrian, Belgian, Cypriot, Czech, Danish, Dutch, Finnish, French, German, Hungarian, Icelandic, Irish, Italian, Luxembourger, Maltese, Norwegian, Slovak, Slovenian, Swedish, Swiss.

⁵ Regulation (EU) 2019/1896 of 13 November 2019 on the European Border and Coast Guard (OJ L 295, 14.11.2019, p.1).

For more information, please refer to our website: http://www.frontex.europa.eu.

2. EIBM INTELLIGENCE DIVISION (INTEL)

The EIBM Intelligence Division is one of the two strategic layers overseeing and providing direction to the achievement of core outcomes of the Agency.

Mission

The mission of the EIBM Intelligence Division is:

a. to act as system owner of the intelligence function, by building more effective synergies between risk analysis, vulnerability assessment, the management of Eurosur Fusion Services as well as the information and intelligence coming from Member States, Frontex operations, EU institutions, agencies and other EU bodies as well as other sources available to the Agency in line with the Regulation;
b. to develop and manage a coherent EIBM intelligence function across the agency, including promoting common standards, processes and protocols for creating and managing EIBM intelligence products;
c. to deliver in full against the tasks listed in the Regulation the provision of insight and foresight on EIBM across the four-tier access control model, with a view to contribute to policy driven and operational processes;
d. to create and maintain, based on the near-to- real time field information and impact levels attributed to incidents as well as other sources, a pre-warning mechanism, in order to support intelligence-driven measures;
e. to contribute to reasserting the value proposition of Frontex, closely supporting and providing high-quality value-adding services to Member States, partners and the EU institutions;
f. to produce knowledge and understanding to enable the effective and efficient functioning of the European Border and Coast Guard Agency (EBCGA);
g. to contribute and/or lead EIBM Intelligence capacity building activities including specialised training;
h. to support and promote intelligence-driven operational activities, strategic decision-making, and intelligence networks;
i. to contribute to the development and implementation of a fully interoperable and efficient European Integrated Border Management and Quality Control Mechanism;
j. to implement the tasks under its remit, as foreseen in the Technical and Operational Strategy for European Integrated Border Management;
k. to implement the tasks in relation to the elaboration of risk descriptions for the ETIAS screening rules, on behalf of and under the supervision of the ETIAS Central Unit Division, and in line with the ETIAS business and legal requirements.

Capacity and Readiness Unit (CRU)

Capacity and Readiness Unit is responsible for monitoring and assessing the capacities and readiness of the Member States to face current and upcoming challenges at their external borders. Capacity and Readiness Unit serves as the point of contact for the Schengen Evaluation Mechanism matters within Frontex. It is furthermore tasked to provide analysis on secondary movements and return. Capacity and Readiness Unit thus looks comprehensively at the situation at the European external borders and within those borders. The unit's currently 28 staff members have the following key tasks:

a. Delivering vulnerability assessment reports;
b. Delivering operational vulnerability assessment knowledge products;
c. Maintaining and developing the Vulnerability Assessment Platform (VAP);
d. Designing recommendations on measures for the decision of the ED;
e. Monitoring the implementation of the recommended measures by Member States;
f. Delivery of strategic vulnerability assessment knowledge products
g. Regularly improving the effectiveness of vulnerability assessment activities by further developing the Common Vulnerability Assessment Methodology, also by designing standards and benchmarks for the benefit of other quality control mechanisms;
h. Conducting analysis in the domain of secondary movements and return;
i. Providing standardisation and guidelines for the work of the Frontex Contingent Commanders (FCC);

j. Maintaining close synergies with the Schengen Evaluation Mechanism (SEM);

Future analytic tasks might be added to the portfolio. All staff members are expected to proactively and closely work together within the division and across the organisation. Trusted, close contacts with colleagues from border control authorities across Europe are essential.

3. DUTIES AND RESPONSIBILITIES LINKED TO POST

Duties and responsibilities of Intelligence Analyst:

a. Collecting and processing data for the purpose of analysis;
b. Producing assessments that inform decision-makers;
c. Contributing to the development and continuous improvement of methodologies, procedures, guidelines and workflows, in order to efficiently monitor and assess the implementation of recommended measures;
d. Managing interactions with Member States on selected matters;
e. Representing the Agency in relevant internal and external meetings;
f. Cooperating with fellow intelligence analysts in providing statistics, ad-hoc analysis, analytical overview;
g. Collecting and analysing Member States recommendation implementation reports and identifying delays;
h. Cooperating with Member States to identify Frontex resources that can be utilised in support of implementation of recommended measures;
i. Fostering effective cooperation with both external and internal partners and stakeholders, including with Frontex Liaison Officers in Member States, promoting best practices and knowledge-sharing;
j. Supporting development of web-based tools for monitoring of ongoing recommended measures;
k. Using data analysis tools and technologies to interpret information and identify trends;
l. Supporting decision-making processes with analytical products and other materials;
m. Supporting business with analytical insights for evaluation and planning activities.

4. ELIGIBILITY CRITERIA

In order to be declared eligible, the applicant must:

4.1. General/common criteria⁶

1. Be a citizen of one of the Member States of the European Union or the Schengen Associated Countries and enjoy full rights as its citizen.
2. Have fulfilled any obligations imposed on him/her by the laws of the country of citizenship concerning military service.
3. Produce the appropriate character references as to his/her suitability for the performance of his/her duties⁷.
4. Be physically fit to perform his/her duties.
5. Produce evidence of thorough knowledge of one of the languages of the European Union and of satisfactory knowledge of another language of the European Union to the extent necessary for the performance of the duties (Common European Framework of Reference for Languages: B2 level).

4.2. External applicants

Minimum qualifications (university diploma)

⁶ Mandatory criteria for the engagement of temporary staff as laid down in Article 12(2) of the CEOS.

⁷ Prior to engagement the selected applicant will be required to provide appropriate character references as to his/her suitability for the performance of duties (such as a criminal record certificate or equivalent certificate, not older than six months) as well as a compulsory declaration before engagement in Frontex and a declaration in relation to interests that might be considered prejudicial to his/her independence.

Possess a level of education which corresponds to completed university studies attested by a diploma when the normal period of university education is four years⁸ or more

or

Possess a level of education which corresponds to completed university studies attested by a diploma followed by at least one year full-time professional experience, when the normal period of university education is at least three years⁹.

Required professional experience:

Possess (by the closing date for applications) at least 6 years of proven full-time professional experience acquired after the diploma was awarded and/or (at the same time) after the condition(s) described in the criterion above are fulfilled¹⁰.

ANY GIVEN PERIOD OF STUDIES OR PROFESSIONAL EXPERIENCE MAY BE COUNTED ONLY ONCE. In order to be calculated as eligible, years of studies or professional experience to be taken into account shall not overlap with other periods of studies or professional experience (e.g. if the applicant had a full-time job and did freelance consultancy work in the evenings and weekends, the days spent on the latter will not be added to the period). In case of part-time work, the professional experience will be calculated pro-rata in line with the workload stated by the applicant. Compulsory military service or equivalent civilian service accomplished before or after achieving the minimum qualification shall be taken into consideration as professional experience subject to provided evidence.

4.3 Internal applicants

On the closing date for applications and on the day of filling the post, be a member of temporary staff engaged under Article 2(f) of CEOS at Frontex in grade AD5 - AD7.

4.4 Inter-agency applicants

1. On the closing date for applications and on the day of filling the vacant post, be engaged as temporary staff under Article 2(f) of CEOS¹¹ within their agency in a grade and function group corresponding to the published grade bracket.
2. Have at least two years' service within their agency before moving¹².
3. Have successfully completed the probationary period as provided for in Article 14 of the CEOS in the relevant function group¹³.

5. SELECTION CRITERIA

Suitability of applicants will be assessed against the following criteria in different steps of the selection procedure. Certain criteria will be assessed/scored only for shortlisted applicants during interviews (and or tests).

Functional competencies (technical skills):

1. At least four years' experience linked to the duties and responsibilities of the post.
2. Strong analytical and problem-solving skills, demonstrating high level of flexibility and creativity.

⁸ Diploma recognized by any EU Member State to be at EQF level 6 or higher; only qualifications that have been awarded in EU Member States or that are subject to the equivalence certificates issued by the authorities in EU Member States will be taken into consideration.

⁹ Diploma recognized by any EU Member State to be at EQF level 6; only qualifications that have been awarded in EU Member States or that are subject to the equivalence certificates issued by the authorities in EU Member States will be taken into consideration.

¹⁰ Professional experience will be taken into account after the award of the minimum qualification certifying the completion of the level of studies or professional training required. Only duly documented professional activity is taken into account.

¹¹ Regulation No 31 (EEC), 11 (EAEC), laying down the Staff Regulations of Officials (the "Staff Regulations") and the Conditions of Employment of Other Servants (the "CEOS") of the European Economic Community and the European Atomic Energy Community (OJ P 45, 14.6.1962, p. 1385), as last amended.

¹² Any decision derogating from that principle shall be taken jointly by the two agencies concerned, having regard to the interest of the service of both agencies.

¹³ Where, in exceptional circumstances, Frontex would engage a member of temporary staff engaged under Article 2(f) of CEOS who does not meet that condition, such member shall serve a full probationary period in Frontex, and the new contract will not be considered as a renewal of contract but an ex-novo contract.

1. Proven experience in developing and applying methodologies for risk analysis, operational analysis, data analysis, vulnerability assessment and/or performance audit.
2. Experience in product/project management.
3. Excellent drafting, editing and communication (including presentation) skills in English both verbal and in writing, specifically focusing on analytical products.

Assets:

1. Training in the area of tasks related to the post: Schengen Evaluators' Training, EIBM Training, CIRAM Training.
2. Excellent knowledge of the EU legal framework, including related to border management, the Schengen Acquis and return.
3. Excellent time management knowledge and skills.

Generic competencies:

1. Synthetically integrating and linking various information sources into a coherent whole and transforming this information into a valuable and correct conclusion.
2. Coordinating, steering and supervising the field of expertise over the medium term and the use of resources. Making decisions and initiating proactively the necessary steps to implement the decision and to tackle future obstacles.
3. Supporting others by taking up role as mentor, by acting as an example and by helping others with their activities or assisting them in dealing with difficulties.
4. Managing and fostering the relationships with the relevant internal and external stakeholders. Giving targeted advice to others based on one's own credibility and expertise and representing the organisation.
5. Managing actively own learning, growth and self-improvement. Being eager to learn and fully dedicating oneself to one's work by always giving the best of oneself and by striving for quality.

6. EQUAL OPPORTUNITIES, DIVERSITY & INCLUSION

Frontex applies an equal opportunities policy and, subject to the limitations imposed by law, accepts applications without distinction on grounds of age, race, colour, ethnic or social origin, genetic features, language, political, philosophical, religious or any other conviction, sex or sexual orientation and regardless of disabilities, marital status or family situation.

Frontex encourages and invites to apply professionals of different backgrounds and origins who want to play an active role in a dynamic team in a multicultural organisation that is contributing to increased European safety.

7. SELECTION PROCEDURE

The selection procedure includes the following steps:

• After registration, each application is checked in order to verify whether it meets the eligibility criteria;
• All the eligible applications are evaluated by an appointed Selection Committee based on a combination of certain selection criteria defined in the vacancy notice (some criteria will be assessed/scored only for shortlisted applicants during interviews and/or tests). Certain selection criteria may be assessed/scored jointly, and some criteria may be assessed/scored in two or more steps of the selection procedure;
• Up to 20 applicants who are best matching the evaluated selection criteria and provided they have achieved minimum 60% during CV screening will be invited for a written competency test(s) (may be held online or in person).

At least one part of the qualifying written test(s) will be assessed based on anonymised answers. Written test(s) may be organised online, in remotely proctored online environment or in-person in Frontex, Warsaw. A separate threshold of 50% achieved on the written test(s) is required. Candidates who will not meet this threshold won't be considered for the placement on a reserve list.

Successful candidates in the test(s) stage will be invited to the interview(s). Interview(s) may be organised online or in-person in Frontex, Warsaw. Combined threshold on test(s) and interview(s) part is 60%.

Frontex reserves the rights to organise test(s) and interview(s) as one stage in view of the time and budget efficiency and specific business requirements.

Should the test(s) be run through a remote proctoring system, candidates will be informed in advance about the protocol to follow. Not following the requirements indicated in the protocol can lead to an exclusion from the selection procedure;

• The names of the members of the Selection Committee will be disclosed to the applicants invited for the test and interview. Only shortlisted candidates will be contacted
• The test and interview will be conducted in English;
• The most suitable applicant(s) for the post (s) who have achieved minimum 60% of the total competency test and interview score will be proposed for a reserve list. An additional interview with the Appointing Authority and/or another relevant manager may be arranged before the Appointing Authority takes the final decision
• A reserve list may also be used to fill similar vacant posts depending on the needs of Frontex. This reserve list will be valid for at least 1 year (the validity period may be extended). Applicants should note that the placement on the reserve list does not guarantee an employment offer.

Each interviewed applicant will be notified in writing on outcome of his/her application. We expect all applicants to adhere to the principles of Professionalism, Respect, Cooperation, Accountability and Care when communicating with us.

The work and deliberations of the Selection Committee are strictly confidential and any contact of an applicant with its members is strictly forbidden.

Applicants may be requested to present, at any stage of the selection, documents which will support the information contained in their application form such as originals of their diploma(s), evidence of professional experience clearly indicating the starting, finishing dates and scope of work and workload. Failure to provide such evidence may lead to disqualification of the applicant.

8. APPOINTMENT AND CONDITIONS OF EMPLOYMENT

The most successful applicant will be selected and appointed by the Appointing Authority of Frontex.

In order to be engaged, the appointed applicant shall:

• Be available for the job at short notice (not later than 4 months after the job offer is made);
• Produce documents which support the information contained in his/her application;
• Produce appropriate character references (such as a criminal record certificate or equivalent certificate, not older than six months) and specific declarations prior to his/her engagement to finally assess his/her up-to-date suitability (or limitations) for the performance of duties;
• Be physically fit to perform his/her duties¹⁴.

The successful external applicant will be engaged as temporary staff pursuant to Article 2(f) of the Conditions of Employment of Other Servants of the European Communities (CEOS). The temporary post in question is placed in the following function group and grade: AD7¹⁵.

A contract of employment will be offered for a period of five years¹⁶, with a probationary period of nine months. The contract may be renewed.

The staff member's remuneration consists of a basic salary and allowances. The staff member may be entitled to various allowances, in particular to an expatriation (16 % of basic gross salary) or to a foreign residence allowance (4 % of basic gross salary) - depending on particular situation, and to family allowances (depending on personal situation) such as household allowance, dependent child allowance, pre-school allowance, education allowance.

The final net calculation (amount payable) is as follows:

¹⁴ Before the engagement, the successful applicant shall be medically examined by the EU medical service to fulfil the requirement of Article 13 of CEOS.

¹⁵ Specific conditions about grading are defined on the title page of the Vacancy Notice. For existing EU temporary staff 2(f) the classification in grade and step should be established in line with Article 55 of the CEOS.

¹⁶ Specific rules will apply in case of internal or inter-agency mobility

The remuneration is expressed in EUR, after the compulsory deductions set out in the Staff Regulations or in any implementing regulations is weighted by the correction coefficient for Poland (currently 82.3). It can be paid either in EUR or in PLN according to a fixed exchange rate (currently 4.2378 PLN/EUR).

The remuneration of the staff members, the correction coefficient and the exchange rate are updated annually before the end of each year, with retroactive effect from 1 July, in accordance with Annex XI of the Staff Regulations.

Staff pays an EU tax at source and deductions are also made for medical insurance, pension and unemployment insurance. Salaries are exempt from national taxes. The rate of the solidarity levy is 6 %.

Staff is entitled to annual leave of two working days per each complete calendar month of service and to additional days of leave depending on the grade and age. Moreover, two and a half leave days are granted every year to the staff members entitled to the expatriation or foreign residence allowance for the purpose of visiting their home country. In addition, there are on average 18 public holidays days per year. Special leave is granted for certain circumstances such as marriage, birth or adoption of a child, etc.

An accredited European School$^{17}$ operates in Warsaw to allow dependent children of all Frontex statutory staff (including Polish nationals) to attend a (tuition-free) European-type multilingual education. The school offers the complete education cycle (from Nursery to Secondary level finishing with the European Baccalaureate exam). Frontex staff children enjoy priority admission to this school, however it may happen that the required class/level is full at the moment of admission and the school cannot enrol the child. In such a case, education allowance may be granted up to a single ceiling provided that an enrolment took place at another fee-paying school. The admission process is exclusively being handled by the school and it's subject to school's internal policies$^{18}$; therefore, it is strongly advisable that parents interested get promptly in contact directly with the school to receive thorough information$^{19}$. Additionally, children of Frontex staff, whose mother tongue or dominant language is French or German may be eligible for coverage of their schooling costs by Frontex at Lycee Francais de Varsovie or Willy Brandt Schule Warschau, respectively, in line with the relevant decision of the Executive Director$^{20}$.

Moreover, under the Headquarters Agreement signed between the Agency and Polish authorities$^{21}$ in 2017, the Polish authorities may provide benefits to Frontex expatriate staff$^{22}$ which are available after starting the employment at Frontex, and after certain eligibility criteria are met:

• (a) reimbursement of VAT on purchases of household goods and furniture to assist a newcomer to settle in Warsaw;
• (b) reimbursement of VAT and excise tax (if applicable) on a purchase of a motor-vehicle.

Frontex being a knowledge-based organization, acknowledges the importance of training provided to its staff. Frontex provides general and technical nature training as well as professional development opportunities that are discussed annually during the staff performance appraisal.

Throughout the period of service staff is a member of the EU pension scheme. The pension is granted after completing a minimum of 10 years' service and after reaching the pensionable age. Pension rights acquired in one or more national schemes before starting to work at Frontex may be transferred into the EU pension system.

Staff is covered 24/7 and worldwide by the Joint Sickness Insurance Scheme (JSIS). Staff is insured against sickness, the risk of occupational disease and accident as well as entitled under certain conditions to a monthly unemployment allowance, the right to receive payment of invalidity allowance and travel insurance.

For further information on working conditions please refer to the Staff Regulations and the CEOS.

$^{17}$ More details on the European Schools system available here: About the Accredited European Schools (eursc.eu).

$^{18}$ E.g. the school may require the pupil concerned to set language competency exams, etc.

$^{19}$ You may find contact details by accessing: International European School Warsaw

$^{20}$ Decision of the Executive Director No R-ED-2026-03 on agreements with international schools in Warsaw.

$^{21}$ Headquarters Agreement between the Republic of Poland and the European Border and Coast Guard Agency (Frontex) (Polish Official Journal of 2017, item 1939).

$^{22}$ Polish citizens and permanent residence holders are excluded.

Frontex requires selected applicants to undergo a vetting procedure executed by the National Security Authority of the applicants' state of citizenship in order to obtain a personnel security clearance. The level of the latter depends on the specific post/position. For this post, the required level of clearance is specified on the title page of the Vacancy Notice. Applicants who currently hold a valid personnel security clearance at the above-mentioned level (or higher) may not need to obtain a new one, pending confirmation from their respective National Security Authority. The National Security Authority of the applicant shall provide Frontex, with an opinion or a personnel security clearance in accordance with relevant national legislation. In case selected applicants do not currently hold a valid security clearance at the above-mentioned level, Frontex will request such from the National Security Authority of the applicants' state of citizenship. In case of a failure to obtain the required personnel security clearance or if the National Security Agency issues a negative opinion at the above-mentioned level after the signature of the contract of employment Frontex has the right to terminate the contract of employment.

9. PROTECTION OF PERSONAL DATA

Frontex ensures that applicants' personal data are processed in accordance with 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.

Please note that Frontex will not return applications to applicants. This is due, in particular, to the confidentiality and security of such data.

The legal basis for the selection procedures of temporary staff is defined in the CEOS²³, in the Management Board Decision No 14/2019²⁴ and in the Decision of the Executive Director No R-ED-2024-106²⁵.

The purpose of processing personal data is to enable to properly carry out selection procedures.

The selection procedure is conducted under the responsibility of the Human Resources Unit within the Human Resources and Corporate Services Division of Frontex. The controller for personal data protection purposes is Frontex, the responsible Unit being the Human Resources Unit. The information provided by applicants will be accessible to a strictly limited number of staff within the Human Resources Unit and IT experts, to the members of the Selection Committee and to Frontex management. If necessary, it will be provided to the staff of the Legal Services and Procurement Unit, of the Inspection and Control Office, external parties directly involved in the selection process. For the purposes of safeguarding the financial interests of the Union, your personal data may be processed by the Frontex Internal Audit Capability, the Internal Audit Service of the European Commission, the European Court of Auditors, the Financial Irregularities Panel and/or the European Anti-Fraud Office (OLAF).

There will be no automated decision making or profiling based on the applicants' data.

No data will be transferred to a third country or an international organisation.

Processing begins on the date of receipt of the application. Data storage policy is as follows:

• For applications received from non-selected applicants: the data are filed and stored in archives for 5 years and after this time the data are destroyed;
• For applicants placed on a reserve list but not recruited: the data are kept for the period of validity of the reserve list and after this time the data are destroyed;
• For recruited applicants: the data are kept for a period of 10 years after the termination of employment and after this time the data are destroyed.

If a written test(s) is proctored, some additional personal data may be collected purely to confirm the candidate's identity and ensure the fair approach – such as video, audio, and screen recordings, or an image of an ID document. This is handled by the provider, under the same legal basis described above and is used for no other purpose than running the selection procedure. A specific privacy notice for the testing tool will be made available to candidates invited for this type of test (s).

Applicants have the right to request access to and rectification or restriction of processing of their personal data or, where applicable, the right to object to that processing or the right to data portability. In case of identification data, applicants can rectify those data at any time during the procedure. In the case of data related to the eligibility or selection criteria, the right of rectification can only be exercised by submitting/uploading a new application and it cannot be exercised after the closing date for submission of applications. Withdrawal of the consent to such data processing operations will result in the exclusion of the applicant from the recruitment and from the selection procedure.

²³ In particular the provisions governing conditions of engagement in Title II, Chapter 3.

²⁴ Management Board Decision No 14/2019 of 18 July 2019 laying down general implementing provisions on the procedure governing the engagement and use of temporary staff under Article 2(f) of the Conditions of Employment of Other Servants of the European Union.

²⁵ Decision of the Executive Director No R-ED-2024-106 on recruitment and selection of temporary staff under Article 2(f) and contract staff under Article 3a of the Conditions of Employment of Other Servants of the European Union.

Should an applicant have any query concerning the processing of his/her personal data and has substantiated request, he/she shall address them to the Human Resources Unit at jobs@frontex.europa.eu or Frontex Data Protection Officer at dataprotectionoffice@frontex.europa.eu.

Applicants may have recourse at any time to the European Data Protection Supervisor (edps@edps.europa.eu).

10. REVIEW AND COMPLAINT PROCEDURE

• Each applicant may request feedback on assessment of his or her application as established by the Selection Committee.
• If deemed appropriate, he/she may ask for a formal review/reassessment of the original assessment.
• After Frontex takes a decision on applicant's application, he/she may lodge a complaint.

Details of these procedures are provided here.

11. APPLICATION PROCEDURE

Note: It is required to upload the digital application form saved in its original electronic dynamic PDF format (not scanned). Do not use any e-mail communication to submit your application (for exceptional circumstances see point 6 below) - such an application will be automatically disregarded and will not be recorded and further processed.

Frontex Application Form is to be downloaded (as a dynamic PDF form) from Frontex website under the link provided next to the Reference Number of the post/position. This digital application form is specifically created only for this selection procedure (and shall not be reused for another procedure).

The Frontex Application Form must:

1. Be opened in a PDF reader in a MS Windows equipped computer - the recommended version of the PDF reader is Adobe Acrobat Reader DC (version 2021.001.20155. You may download a free version here: https://get.adobe.com/uk/reader/).
2. Not be manipulated or altered. The form is digitally signed and protected against any manipulation or changes. Therefore, applicants shall not try to manipulate and/or alter it - in such a case the digital signature will disappear, and the application form will become invalid for subsequent processing resulting in an automatic rejection of such submission.
3. Be completed in English. Fields, where you may enter your input, are highlighted in light blue colour. Fields marked with an asterisk (*) indicate a required input. You should be concise, the space for your input is limited by the size of the text boxes.
4. Be saved and named as follows: 'SURNAME_RCT-2026-00055'.
5. Be submitted to Frontex - after saving - by uploading it to this URL link:

https://microsite.frontex.europa.eu/en/recruitments/RCT-2026-00055

1. In case you have technical issues with filling/saving/uploading your electronic application form, you may write to us (in advance of the closing date for submission of applications) at jobs@frontex.europa.eu.

In case you submit more than one application for this procedure, Frontex will only assess the latest one and will automatically disregard all your previous applications.

If at any stage of the selection procedure it is established that any of the requested information provided by an applicant is false or misleading, the applicant in question will be disqualified.

Applicants shortlisted for an interview will be requested to supply documentary evidence in support of the statements made in the application. Do not, however, attach any supporting or supplementary documentation with your application until you have been asked to do so by Frontex.

Incomplete applications, applications uploaded after the deadline, sent by e-mail or applications using inappropriate or altered/manipulated application forms will be automatically disregarded by the system and will not be processed further.

Due to the large volume of applications, Frontex regrets that only applicants invited for the test and interview will be notified about the outcomes. The status of the selection procedure is to be found on Frontex website.

Due to high volume of selection procedures handled by Frontex, the period between the closing date for the submission of applications and the final shortlisting of applicants for an interview may take more than two months.

The closing date (and time) for the submission of applications is provided on the title page of the Vacancy Notice.

Please keep a copy of the automatically generated submission code that proves that you have submitted/uploaded your application to Frontex.

Applicants are strongly recommended not to wait until the last day to submit their applications.

Frontex cannot be held responsible for any last-minute malfunction due to an overload of the system or for other technical issues applicants may eventually encounter in the very last moment before the deadline.