introduction

This section serves as a comprehensive guide to navigating the path toward becoming an Administrator within EU institutions and affiliated bodies. Our focus centers on the competitions organized by EPSO, which remain the primary gateway to these coveted roles. In 2023, EPSO introduced pivotal changes to its competition process. We will explore these recent adjustments and unpack the workings of the updated procedure.

EPSO basics

    • Administrators (AD) are integral to shaping and executing the EU's policies, embodying the EU’s commitment to a lasting civil service.

    • They constitute roughly 36% of the European Commission's 32,000-strong workforce.

    • Administrator roles span from grade AD5, the entry-level designation, to AD16, the rank of Director-General—there are no grades AD1 through AD4.

    • While most Administrators begin their careers at AD5, those with substantial relevant experience may enter at higher grades such as AD6 or AD7.

    • Interestingly, the average age of new AD5 recruits is 34, indicating considerable prior work experience, often gained through internships or temporary roles within EU institutions.

    • Most administrator roles are based in Brussels, the heart of the EU, where the European Commission, the Council of the European Union, and the European Parliament are headquartered.

    • Luxembourg also plays a crucial role, hosting numerous administrative functions and translation services.

    • Administrators are additionally dispersed across various EU agencies in Member States, serving in the Commission and Parliament representations in each Member State capital and several other cities.

    • Globally, administrators work in EU delegations, where they contribute to the EU's external relations and diplomatic endeavors.

    • EU institutions recruit Administrators from lists of eligible candidates selected through rigorous competitions. These competitions, organized by the European Personnel Selection Office (EPSO), ensure a consistent, efficient, and transparent selection process across all EU institutions, except for the European Central Bank and the European Investment Bank.

    • Open to any qualified EU citizen, candidates must meet specific criteria outlined in the Notice of Competition (NoC). The competition process begins with the publication of the NoC, detailing the rules and requirements. This notice, published in the Official Journal of the EU, is available for download from the EPSO website in all 24 official EU languages.

    • Each competition is overseen by a Selection Board composed of EU officials, with EPSO handling operational management. The result is a Reserve List of successful candidates from which institutions can recruit. This list is time-limited but accessible to all EU institutions.

    • Specific institutions or Directorates-General may reserve candidates for their own needs as indicated in the NoC, and after a certain period, other institutions can also hire from these lists. This structured process ensures that the EU civil service is staffed with highly qualified administrators who have undergone a rigorous testing process.

  • EPSO has significantly reformed its selection procedures to enhance efficiency. Here’s an overview of the selection process, highlighting the changes before and after the 2023 reform.

    Pre-2023 EPSO Selection Procedures

    • Previously, the selection process began with reasoning tests, where candidates faced computer-based multiple-choice questions (MCQs) on verbal, numerical, and abstract reasoning. This phase, known as "pre-selection," eliminated many candidates early on.

    • Specialist competitions included professional knowledge and skills tests relevant to specific fields, such as language-based tests for linguists.

    • General competency tests assessed key workplace behaviors like problem-solving, teamwork, and communication. These were conducted at the EPSO Assessment Centre in Brussels, where candidates participated in interviews, group exercises, and presentations.

    • Successful candidates from all phases were placed on a Reserve List for recruitment.

    Post-2023 EPSO Selection Procedures

    • The post-2023 procedures retain the reasoning tests on verbal, numerical, and abstract reasoning, central to all competitions. However, the Talent Screener, previously used to filter out unqualified candidates early, is no longer used by EPSO but may still appear in internal competitions.

    • Specialist roles are now assessed through field-specific MCQs, and general competencies are tested through written communication evaluated via a case study.

    • EU knowledge and digital skills tests have been introduced for some competitions, particularly for generalist roles.

    A significant change is that all tests are taken on the same day, streamlining the process. These tests are remotely proctored, allowing candidates to participate from various locations under remote supervision. The Assessment Centre phase has been eliminated for competitions starting in 2023, meaning there are no more oral tests before candidates are placed on the Reserve List. Any further assessment of general competencies is now handled by the recruiting institutions.

    These changes aim to reduce the timeline for EPSO competitions to six months, down from the previous 12-15 months or longer. Reserve lists will also remain open longer, providing more flexibility for institutions to recruit as needed. These reforms are designed to make the EPSO selection process quicker and more efficient while still ensuring that only the best candidates are chosen to serve the EU institutions

Applying

Start by regularly checking the "open for application" section on the EPSO website. Competitions are typically announced with advance notice, but once announced, the process moves swiftly. It's crucial to stay updated and be prepared to act quickly when a competition is formally announced.

key considerations

    • The first step is deciding which competition to apply for, which can vary in complexity depending on the field. Generally, broader fields attract more candidates. While specialized roles may have fewer applicants, competition is often fierce among highly qualified candidates.

    • On the other hand, generalist competitions can see a high dropout rate at different stages of the competition. You’ll see that a significant number of applicants may not proceed past the initial application phase due to the rigorous testing process.

    • Some competitions are divided into specific fields (e.g., Energy, Climate, Environment). Applicants can only choose one field and cannot change their selection afterward. Understanding the applicant pool in each field can help optimize your chances, as fields with fewer applicants relative to available positions may offer better odds.

    • For example, the AD6 Climate competition saw 917 applications for 49 spots (5.34% success rate), where the AD6 Environment competition saw 1853 applications for 52 spots (2.81%)

  • Administrator roles typically involve higher responsibilities and salaries, while Assistant roles are vital for operational support. It's essential to choose based on your qualifications and career aspirations. But note that transitioning from Assistant to Administrator within the EU system (known as "certification") is not straightforward. This should be carefully considered as applications have found themselves “labelled” assistants, and have been unable to shake that label off.

  • You can apply for multiple competitions simultaneously unless specified otherwise in the Notice of Competition. This flexibility allows you to maximize your chances across different profiles and fields.