REA

The selection criteria under points A and B will be assessed by the Selection Committee throughout the entire selection procedure.

Some of these competencies will be assessed during the interview.

The file name must start with the surname of the candidate (e.g.SURNAME_CV).

Candidates who fail to provide all requested documents filled in as specified above by the closing date for applications may be excluded from the selection procedure.

Applications must be submitted only through the e-Recruitment portal via the link published on the website Jobs at REA (europa.eu). Candidates are kindly requested to apply in English.

The closing date for the submission of the applications is 09/06/2026 (midday, CET).

1. Eligibility check

The REA Talent Selection team will, under the supervision of the Selection Committee, check the eligibility of the candidates based on the information provided in the eligibility declaration (part of the online application).

2. Screening of applications by the Selection Committee

The Selection Committee will evaluate applications against the “Profile and Duties” and “Selection criteria” (Section II and Section IV, A and B), based on the information provided in the candidates’ application file (part of the online application).

Candidates that best match the criteria and that obtained the highest scores at the screening of applications will be invited to the next phase.

The screening phase is eliminatory. The scores obtained during the screening phase will not count towards the final score at the interview stage.

The interview will assess the suitability of candidates to perform the duties described under Section II “Profile and Duties” and Section IV (A, B and C) “Selection Criteria” of this Call for expression of interest, their specific knowledge related to the post, as well as their potential to progress in the function to be filled, for increased responsibility and future performances in mid-term, their motivation to evolve through development opportunities and their language skills.

In view of the nature of the duties and the particular field of this selection procedure, the language that will be used for the interview will be English as vehicular language for the performance of the duties of Financial Officer in REA. In addition, English is generally considered lingua franca of the scientific community, which is the REA’s primary stakeholder. A satisfactory command of English is therefore essential.

The reserve list approved by the Director of REA will be valid for one year and will be made available to Departments and Units of the Agency, according to business needs. The Director of REA may decide to extend the validity of the list. Successful candidates will be listed alphabetically.

Inclusion of candidates on the reserve list does not guarantee recruitment. Recruitment will be based on the availability of posts and budget and on the suitability of candidates for such posts. A second interview may be organised before an offer of employment is issued.

Furthermore, REA offers an inclusive working environment founded on diversity and equal opportunities in which everyone feels valued and can live up to their full potential.

The implementation of these principles is fostered through internal integration actions that value colleagues’ diverse backgrounds.

VIII. CONDITIONS OF EMPLOYMENT The successful candidates may be offered a Contract Agent contract grade FGIII, pursuant to Article 3(a) of the Conditions of Employment of Other Servants of the European Communities (CEOS) and according to the general provisions implementing Article 79(2) of the Conditions of Employment of Other Servants of the European Union, governing the conditions of employment of contract staff employed by the Commission under the terms of Article 3a and 3b which have been adopted by analogy by REA.

The basic salary is supplemented, as applicable, with possible various allowances, in particular expatriation allowance, household allowance, dependent child allowance and education allowance. The provisions guiding the calculation of these allowances can be consulted in the Conditions of Employment of Other Servants of the European Communities (CEOS). The salaries of contract staff 3(a) are subject to a European Union tax deducted at source.

Contract Agents 3(a) are exempted from national tax on salary and are members of the European Union social security and pension schemes.

The place of employment will be Brussels where the Agency has its activities.

For further information on working conditions of contract staff, see the Agencies’ websites or the website of the European Personnel Selection Office (EPSO).

IX. REQUEST FOR REVIEW Where a candidate is excluded from the next stage of the selection procedure, they can request a review of the decision taken by the Selection Committee if they consider that there has been a material error or a breach of the rules of the selection. This request for review must be submitted within 10 calendar days of the date on which the contested decision was communicated.

In the request, the candidate must provide the information necessary to identify the nature of the alleged error and the reasons why s/he believes that a review is necessary. Requests received after the deadline, or which are not clear enough to identify the alleged error will not be taken into account.

Before submitting a complaint to the Ombudsman, candidates must first make the appropriate administrative approaches to the institutions and bodies concerned (see above).

Making a complaint to the Ombudsman does not extend the deadlines for lodging administrative complaints or judicial appeal.

For arrangements for complaints to the Ombudsman, candidates may consult the website of the European Ombudsman.