Head of Contingent Management Sector West

Overview

Annex Frontex - European Border and Coast Guard Agency www.frontex.europa.eu | Pl. Europejski 6, 00-844 Warsaw, Poland | Tel. +48 22 205 95 00 | Fax +48 22 205 95 01 VACANCY NOTICE – TEMPORARY STAFF Reference number: RCT-2026-00019 Head of Contingent Management Sector West Post (business title): Head of Contingent Management Sector West (a reserve list to be created for 1 post to be filled) Short job overview: The Head of Sector (HoS) in Contingent Management Unit, answering directly to the Head of Unit, will be responsible for leading several Teams assigned to the respective Sector. The tasks assigned to Sector will be essentially related with the implementation and development of field operations under the domain of Border and Coast Guard.

Additional to the above stated, the HoS will also have a relevant role in assisting, advising, and supporting the Head of Unit with the general management of the Unit.

Sector/Unit/Division: Contingent Management Sector West / Contingent Management Unit / Operational Management Division Function group / Grade / Post title: Temporary staff 2(f), AD9, Head of Sector Grade bracket for internal mobility: AD8 – AD12 Grade for inter-agency mobility: AD8 – AD125 Location: Warsaw, Poland Starting date: Fourth quarter 2026 (desired) Level of Security Clearance: SECRET UE/EU SECRET Closing date for applications (MIDDAY) 02 September 2026 at 12:00 h, Warsaw local time Table of Contents

1. BACKGROUND

The European Border and Coast Guard Agency (Frontex) has been established under the European Border and Coast Guard Regulation. 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 meet its expanding tasks.

The new 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.

RCT-2026-00019 Page 3 of 13 In all its activities, Frontex enforces actions which are respecting fundamental rights as an overarching component of the European Integrated Border Management.

For more information, please refer to our website: http://www.frontex.europa.eu. OPERATIONAL MANAGEMENT DIVISION The mission of the Operational Management Division (OMD) is to oversee and manage Frontex operations, monitor and assess the near-real-time situation at the EU external borders and in the designated pre-frontier areas. It ensures the development of the Frontex Chain of Command (FC2), guarantees the Agency’s preparedness and activates the crisis management mechanism when the circumstances indicate that extraordinary operational response, including rapid border intervention, should be put in place. The main tasks and responsibilities of the Operational Management Division are as follows: a) Ensuring correct implementation of Operational Plans at Member States' external borders and on the territory of Third Countries in compliance with the applicable legal framework and the principles of fundamental rights, while seeking to improve border management efficiency and excellence at the EU's external borders and beyond; b) Monitoring the security situation and developments in operational areas to activate crisis response mechanisms when necessary; c) In performing its tasks and responding to the need for effective oversight, ensuring daily operational supervision of Frontex contingents, including outstanding situations, and providing standardisation and guidelines for their work; d) Managing the Frontex Operations Centre (OPC), offering an integrated coordination platform for the implementation of all operational activities performed by Frontex; e) Providing and ensuring an up-to-date 24/7 situation monitoring and early warning mechanism by issuing ad-hoc reports, early alerts on developments affecting EU integrated border management; f) Contributing to Agency crisis management-related plans and procedures that outline actions to be taken in operational crisis situations, as well as conducting regular awareness sessions and exercises to ensure staff preparedness and familiarity with crisis response protocols; g) Executing the Serious Incident Reporting (SIR) and Use of Force (UFR) reporting procedures; h) Performing any other tasks not listed above that are necessary to achieve the goals and implement the mission of the Directorate/Division with due considerations to the dynamics of the organisation, its reorganisation process and final outcomes, as well as instructions expressed by the Executive Management of the Agency.

Operational Management Division is tasked with the following horizontal responsibilities: a) Joint definition of intelligence-driven operational priorities in close cooperation with other Frontex entities; b) Operating an Agency-wide EUROSUR service desk function and the management of Joint Service Management Desk, together with the EIBM Intelligence Division. The service, jointly staffed by Operations Directorate and INTEL, is established within the Frontex Operations Centre (OPC); c) Contributing to the recommendations for the Operational Planning Division for preparing Operational Plans and outlining other future activities; d) Offering a 24/7 centralized infrastructure to other entities, for the coordination of operational activities. CONTINGENT MANAGEMENT UNIT Contingent Management Unit (CMU) is led by the Head of Unit who reports directly to the Director of the Division. The Frontex Contingents are to be clustered geographically into two regional groups, namely West and East. They are complemented by a Sector responsible for standardisation of the daily activities of the Frontex Contingents including guidelines for the Frontex Contingent Commanders, Section and Group Leaders. The Unit is composed of the following Sectors:

RCT-2026-00019 Page 4 of 13 a) Contingent Management Sector West (CMW); b) Contingent Management Sector East (CME); c) Contingent Standardisation Sector (CST).

The main responsibilities and tasks of the Contingent Management Unit are as follows: a) Ensuring the implementation of the Operational Plans by the Frontex Contingents, host and participating countries of Joint Operations; b) Tasking Frontex Contingents and Joint Operations where the Frontex Chain of Command is not implemented; c) Supporting, monitoring and controlling of the development of the Frontex Contingent including, roll-out and structure; d) Optimisation and standardisation of working practices and solutions used by Frontex Contingents, including measures for knowledge sharing and the establishment of best practices; e) Providing standardisation and guidelines for the work of the Frontex Contingent Commanders (FCC); f) Acting as a Single Point of Contact for operational matters at the Frontex Headquarters for all Contingent Commanders; g) Monitoring the implementation of Frontex intelligence activities, in particular collection of field intelligence, in cooperation with INTEL. ❖ Contingent Management Sector West assigned to it. Main tasks and responsibilities of the Contingent Management Sector West are as follows: c) Assessing possible re-deployments across Frontex Contingents and providing recommendations; e) Supporting the roll-out of the FC2 and maintain the Chain of Coordination (CC) where FC2 is not rolled out. ❖ Contingent Management Sector East assigned to it. Main tasks and responsibilities of the Contingent Management Sector East are as follows: c) Assessing possible re-deployments across the Frontex Contingents and providing recommendations; e) Leading the roll-out of the FC2 and supporting the Chain of Coordination (CC) where FC2 is not rolled out. ❖ Contingent Standardisation Sector Contingent Standardisation Sector (CST) is led by the respective Head of Sector who reports directly to the Head of Contingent Management Unit. Main tasks and responsibilities of the Contingent Standardisation Sector are as follows: a) Ensuring a standardised structure of roles and responsibilities of the operational activities under the responsibility of the unit (FC2 and CC), as well as assisting the effective communication between the Frontex Contingents and the Headquarters;

RCT-2026-00019 Page 5 of 13 b) Developing rules and standardizing procedures, as well as guidelines for managing and monitoring the Frontex Contingents, including the proper application of working hours and standby regimes; c) Providing coordination and alignment of the CMU by managing the respective workflows regarding tasks and activities and ensuring their quality and timely delivery; d) Increasing capacities and readiness of the Frontex Contingents through organizing relevant exercises and drills, in cooperation with other Units.

Reporting to the Head of Contingent Management Unit, the Head of Contingent Management Sector West will be responsible for:

• Assisting, advising, and supporting the Head of Unit in developing and implementing Frontex strategy and work programme documents in the area of field operations;
• Within the competence of the Sector, assist the Head of Unit in the cooperation with national and international bodies, in addition to EU institutions;
• Ensuring timely execution of the planning and reporting responsibilities of the Sector;
• Contribute to the implementation of the Unit’s work programme, adjusting the activity and capacity levels wherever deemed necessary and ensuring the overall coherence of the work;
• Managing the human resources of the Sector, coordinating the respective teams, leading, engaging and developing the competencies and skills of the Sector’s staff, including assessing individual performance;
• Facilitating cooperation and interactions with Stakeholders (internal and external);
• Negotiating with several conflicting parties in complex environments, under operational and political pressure;
• Contributing to the implementation of recommendations stemming from the internal or external audit reports and evaluations in their area of responsibility;
• Actively promoting Frontex corporate values and code of conduct, including contributing to the implementation of the Agency’s anti-fraud strategy;
• In close cooperation with the Contingent Commanders optimising the operational resources across the different contingents, to ensure the maximum efficiency and added value;
• Designing and/or contributing to the implementation of complex field exercises;
• Managing and/or supporting the implementation of complex projects.

Requirements

4. ELIGIBILITY CRITERIA 6

4.1. General/common criteria 6 4.2. External applicants 7 4.3. Internal applicants 8 4.4. Inter-agency applicants 8

4. ELIGIBILITY CRITERIA

In order to be declared eligible, the applicant must: 4.1. General/common criteria

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

duties.

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).

RCT-2026-00019 Page 6 of 13 4.2. External applicants Minimum qualifications (university diploma)

1. Possess a level of education which corresponds to completed university studies attested by a diploma

when the normal period of university education is four years 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 years. or Proven professional training (delivered by e.g. Police Academy, Border Guard School, Fire Service Academy, Air Force/Naval/Coast Guard/Army/Defence Academy) primarily in areas of law enforcement (acquired in judiciary/border police training and equivalent), and/or coast guard settings (Search and Rescue training) and/or in a military operational environment and demonstrating the full Additionally, the candidates should demonstrate minimum level of relevant professional experience as indicated below: Duration of professional training in a relevant area: Additional professional experience after completion of the training: More than 6 months and up to 1 year 4 years More than 1 year and up to 2 years 3 years More than 2 years and up to 3 years 2 years More than 3 years 1 year Required professional experience

2. Possess (by the closing date for applications) at least 12 years of proven full-time professional

experience in positions corresponding to the nature of duties of the vacant post acquired after the diploma was awarded and (at the same time) after the condition(s) described in the criterion above are fulfilled.

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.

RCT-2026-00019 Page 7 of 13 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 AD8 - AD12.

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 CEOS15 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 moving.
3. Have successfully completed the probationary period as provided for in Article 14 of the CEOS in the

relevant function group.

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).

Professional qualifications, competencies and experience required:

1. At least 12 years of relevant experience in dealing with duties related to the tasks assigned.
2. At least 4 years of professional experience in managing operational teams, developing operational

processes, introducing innovation and managing conflicting priorities in a fast-paced policy environment.

3. Experience obtained at Headquarters level in an Operations Department, related with tasks of

operational supervision and monitoring.

4. Knowledge and professional experience in development and implementation of strategies, rules, policies,

operational processes and guidelines relevant to the tasks assigned.

5. Excellent drafting skills, experience in drafting reports, briefing notes/memos, concept papers.
6. Proven professional training (delivered by e.g. Police Academy, Border Guard School, Fire Service

Academy, Air Force/Naval/Coast Guard/Army/Defence Academy) primarily in areas of law enforcement (acquired in judiciary/border police training and equivalent), and/or coast guard settings (Search and Rescue training) and/or in a military operational environment and demonstrating the full Besides, the following attributes would be considered advantageous:

7. Work experience within national and/or EU public administration, and international organisations and/or

EU Member State migration or law enforcement authorities.

8. Ability in using Microsoft or other standard IT tools.

Personal qualities and competences:

9. Detecting possible optimisations, deriving workable solutions for obstacles in daily processes and

formulating alternatives. Daring to see situations from a different perspective.

10. Monitoring the sector by setting milestones on the medium and long term and making sure that they

are met. Developing and evaluating processes across various fields of expertise in the sector to ensure continuous improvement.

RCT-2026-00019 Page 8 of 13

11. Boosting individual performance by assigning the right responsibilities to the right people based on

their competencies. Providing guidance by giving customized feedback and addressing individual training needs.

12. Encouraging collaboration across teams by embracing diversity and fostering collective ownership.

Building an internal network.

13. Generating results by assuming responsibility for the sector/office, recognising opportunities and

acting appropriately. Convincing others by being a role model and encouraging them to persevere. Frontex applies an equal opportunities policy and accepts applications without distinction on grounds of age, race, political, philosophical or religious 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.

Selection & timeline

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 10 applicants who are best matching the evaluated selection criteria and provided they have achieved minimum 65% during CV screening will be invited for a written competency test and interview;

At least one part of the qualifying written test will be assessed based on anonymised answers. A separate threshold of 60% achieved on the written test is required. Candidates who will not meet this threshold won't be considered for the placement on a reserve list.

• 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 70 % of the combined score in the competency test and interview 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 absolutely 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 respective part of the application.

RCT-2026-00019 Page 9 of 13 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 the appropriate character references as to his/her suitability for the performance of duties (a criminal record certificate or equivalent certificate, not older than six months) and a declaration in relation to interests that might be considered prejudicial to his/her independence;
• Be physically fit to perform the duties.

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: AD921.

A contract of employment will be offered for a period of five years, 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: Function group, grade and step AD9 Step 1 AD9 Step 2

1. Basic net/payable salary (after all deductions,

contributions and taxes are applied) 5 978 EUR 25 334 PLN 6 184 EUR 26 208 PLN

2. Other possible monthly entitlements/allowances, depending on the personal situation of the

candidate (expressed as gross amount weighted by 82.3 correction coefficient applicable for Poland): a) Household allowance 364 EUR 1 545 PLN 371 EUR 1 574 PLN b) Expatriation allowance 1 328 – 1 594 EUR 5 627 – 6 756 PLN 1 383 – 1 651 EUR 5 863 – 6 997 PLN c) Dependent child allowances for each child 434 EUR 1 838 PLN 434 EUR 1 838 PLN d) Preschool allowance 106 EUR 449 PLN 106 EUR 449 PLN e) Education allowance for each child up to 589 EUR 2 495 PLN 589 EUR 2 495 PLN 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, in principle, 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

RCT-2026-00019 Page 10 of 13 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 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; therefore, it is strongly advisable that parents interested get promptly in contact directly with the school to receive thorough information.

Moreover, under the Headquarters Agreement signed between the Agency and Polish authorities in 2017, the Polish authorities may provide benefits to Frontex expatriate staff, 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 of 66 years. 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. Frontex requires selected candidates to undergo a vetting procedure executed by the National Security Authority of the candidates’ 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. Candidates 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 candidate shall provide Frontex, with an opinion or a personnel security clearance in accordance with relevant national legislation. In case selected candidates do not currently hold a valid security clearance at the above-mentioned level, Frontex will request such from the National Security Authority of the candidates’ 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.

RCT-2026-00019 Page 11 of 13 Frontex ensures that applicants' personal data are processed in accordance with Article 5(1)(a) of 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 CEOS28, in the Management Board Decision No 14/201929 and in the Decision of the Executive Director No R-ED-2024-10630. 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 strictly limited number of staff in Human Resources, to the Selection Committee members and to Frontex management. If necessary, it will be provided to the staff of Legal Services and Procurement Unit, Inspection and Control Office, external parties directly involved in the selection process or to respective experts in ICT (in case of technical issues with the application). 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 upon applicants’ data. No data is transferred to a third country or international organisation. Processing begins on the date of receipt of the application. Data storage policy is as follows:

• For applications received from not-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.

Applicants have the right to request access to and rectification or restriction of processing concerning the data subject or, where applicable, the right to object to 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 a consent to such data processing operations would result in exclusion of the candidate from the recruitment and from the selection procedure.

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 HR 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). ➢ Each candidate 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.

RCT-2026-00019 Page 12 of 13 ➢ After Frontex takes a formal decision on candidate’s application, he/she may lodge a complaint. Details of these procedures are provided here.

How to apply

11. APPLICATION PROCEDURE 13

RCT-2026-00019 Page 2 of 13 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 balance 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.

11. APPLICATION PROCEDURE

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:

• 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/).

• 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.
• 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.

• Be saved and named as follows: ‘SURNAME_RCT-2026-00019’.
• Be submitted to Frontex – after saving - by uploading it to this URL link:

https://microsite.frontex.europa.eu/en/recruitments/RCT-2026-00019

• 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 clearly indicating in the subject of the email the reference number of the post/position and the post (business) title.

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.

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.

RCT-2026-00019 Page 13 of 13 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.