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Recruitment General Information

Please note that the information provided below is of a general nature and you should refer to each call for application for more detailed criteria regarding the requirements needed for the position in question.

Successful candidates will either be offered a position with the Agency or will be placed on a reserve list. Successful candidates will be offered a three-year Temporary Agent contract in accordance with the Conditions of Employment of Other Servants of the European Communities (CEOS), with the possibility of renewal (subject to the budgetary situation). Reserve lists may be consulted by the Agency’s management as and when vacancies arise.

Candidates must be nationals of a Member State of the European Union, or of Iceland or Norway, on condition that they have full rights as a citizen.

Candidates must have fulfilled any obligations imposed on them by laws concerning military service and meet the character requirements for the duties involved.

For each selection procedure candidates must refer to the instructions published in the call for applications. Each call for application contains the details of the profile sought by the Agency and the requirements which will solely be taken into consideration for the post.

All material to be placed on candidates' files must be submitted afresh: reference may not be made to earlier applications. No material contained in candidates' files will be returned.


The Selection Process:

All candidates will receive an acknowledgement of receipt for their application. For each selection process a Selection Board is nominated. The Selection Board will evaluate all applications and select those candidates meeting the eligibility criteria and matching best the selection criteria required in the vacancy notice. The selected candidates will be invited to pass one or several written exams related to the job profile and to take part in a selection interview.

Candidates are strictly forbidden to make any contact with the members of the Selection Board, either directly or indirectly. Any infringement of this rule will lead to disqualification from the selection procedure.

During the recruitment phase, the selected candidates will be evaluated by the Selection Board. After the interviews, the Selection Board will draw up a list of the most suitable candidates. The Appointing Authority will select the successful candidate/s and inform him/her accordingly. As soon as this decision is taken, all candidates will receive an information letter informing them of whether they have been successful, placed on a reserve list or unsuccessful.

Please note that a binding commitment can only be made after verification of all conditions and will take the form of a contract signed by the Executive Director.

If a reserve list is established, it will remain valid for a period of 1 year following its establishment and may be extended. Therefore candidates whose names are put on a reserve list could be offered a contract during this period of time. Candidates on a reserve list may also be considered for a different post within the same grade if the job specification and the nature of the role are similar.

It should be noted that the retirement age for staff is either automatically at the age of 65 years or, at the staff member’s own request, at the age of 63 years or where the staff member is between 55 and 63 years of age and satisfies, as specified in the Conditions of Employment of Other Servants, the requirements for immediate payment of a pension.

Please note that selection processes take several months to be completed and that no information will be released during this period. Once a selection process has been completed, its status will be displayed on our web site.

Medical visit prior to appointment


If a candidate is offered a post and accepts, he/she must undergo a compulsory medical examination to establish that he/she meets the standard of physical fitness necessary to perform the duties involved.

Eligibility of candidates invited to the interview:


Education, certificates and diplomas


Candidates must bring the originals and also provide photocopies of certificates or diplomas to show that they have completed studies of the level required by the notice of the selection procedure. The first degree/diploma obtained by the candidate giving access to the recruitment category and being relevant to the notice in the selection procedure is counted for admission to the selection procedure.

In the case of specialist or further training, candidates must specify whether the course was full-time or part-time, which subjects were covered and the official length of the course.

Only diplomas issued by EU Member State authorities and diplomas recognised as equivalent by the relevant EU Member State bodies are accepted. If the main studies took place outside the European Union, the candidate’s qualification must have been recognised by a body delegated officially for the purpose by one of the European Union Member States (such as a national Ministry of Education) and a document attesting so must be submitted with the application by the closing date. This will enable the Selection Committee to accurately assess the level of the qualifications.



Professional experience connected with the Agency’s areas of activities shall be taken into account and is counted only from the time the candidate obtained the certificate or diploma required for admission. Where additional periods of training and study are accompanied by periods of professional activity, only the latter shall be considered as professional experience.

Candidates must provide supporting documents confirming the length and nature of their experience. If, for reasons of confidentiality, a candidate is unable to provide the necessary statement for their current employment, he/she must provide photocopies of the contract, the letter of recruitment and /or the first pay slip and the candidate must in any event provide a copy of the latest pay slip.

Free-lance or self-employed candidates must provide either a practicing certificate (or equivalent), or a copy of the entry in the relevant trade register, or any other official document (for example a tax document) showing clearly the length of the relevant professional experience.

If candidates undertook a traineeship, they must provide proof of whether this was remunerated or not.

Linguistic requirements

The main working language in the field of maritime safety is English. Candidates must therefore have a very good command of oral English, as well as in writing, with a satisfactory knowledge of at least one other official language of the European Union to the extent necessary for the performance of the above mentioned duties. The official languages are: Bulgarian, Czech, Danish, Dutch, English, Estonian, Finnish, French, German, Greek, Hungarian, Irish, Italian, Latvian, Lithuanian, Maltese, Polish, Portuguese, Romanian, Slovak, Slovene, Spanish and Swedish.

Equal opportunities

The Agency applies a policy of equal opportunities and accepts applications without distinction on grounds of sex, race, colour, ethnic or social origin, genetic characteristics, language, religious, political or other convictions or opinions, belonging to a national minority, financial situation, birth, disability, age, sexual orientation, marital status or family situation.


Requests for information and appeal:

Requests for information: An applicant who would like further information, or considers that he/she has grounds for complaint concerning a particular decision may, at any point in the selection procedure, request further information from the Chairperson of the Selection Board.

Information on how to lodge a complaint and/or an appeal procedure: An applicant may lodge a complaint under Article 90(2) of the Staff Regulations of Officials of the European Communities and Conditions of employment of other servants of the European Communities by registered mail at the following address:


Human Resources Unit
Cais do Sodre

The time limit for initiating this type of procedure (see Staff Regulations as amended by Council Regulation (EC) No 723/2004 of 22 March 2004, published in Official Journal of the European Union L 124 of 27 April 2004 — starts to run from the time you become aware of the act allegedly prejudicing your interests.

Applicants can make a complaint to the European Ombudsman at the following address:

European Ombudsman
1 Avenue du President Robert Schuman 0 BP 403
F-67001 Strasbourg Cedex


Probation period

Successful candidates who are recruited undergo an initial probation period of 6 months.

Pay and welfare benefits

Please refer to the benefits package document.

Personal data protection

Any personal data provided by the Applicant shall be processed pursuant to Regulation (EU) 2018/1725 of the European Parliament and of the Council of 23 October 2018 on the protection of natural persons with regard to the processing of personal data by the Union institutions, bodies, offices and agencies and on the free movement of such data, and repealing Regulation (EC) No 45/2001 and Decision No 1247/2002/EC. It shall be processed solely for the purposes of the recruitment exercise.

Should the Applicant have any queries concerning the processing of his/her personal data, (s)he shall address them to the delegated controller of the data, the Head of Human Resources and Internal Support Unit.

The Applicant shall have right of recourse at any time to the European Data Protection Supervisor.

For more on personal data protection and related documents see the Personal Data Protection page.