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Ref: RSC 25 / 2012 (please quote in all correspondence)
Department: Robert Schuman Centre for Advanced Studies, Migration Policy
Length of contract, % of
Full time from 01/09/12 to 31/12/12.
Director of project: Prof. Philippe Fargues
Title of project: Migration Policy Centre
Job description: Assist the Director of the Project with the following tasks:
· Updating and harmonising the legal database of CARIM South
covering Southern and Eastern Mediterranean (SEM)
countries, in partnership with the MPC’s network of
correspondents in these countries;
· Monitoring Research done by external experts;
· Participating in Research projects.
Qualifications: · Completed or on-going PhD in Law,
· Demonstrated interest in legal frameworks regarding migration
in SEM countries, and good knowledge of the legal systems of
some of them,
· Excellent writing and analytical skills with a special emphasis
on the capacity to express concisely technical/academic
· Demonstrated ability to work autonomously
The Research Assistant will be preferably based in Florence, Italy.
However, the MPC may consider the possibility to recruit a Research
Assistant based in another country, provided that he/she will
guarantee to come to Florence at least once per month.
Languages: English, French, Arabic
Applications, with curriculum vitae of max. 2 pages, must be addressed to the Academic Service,
for the attention of Dr. A. Frijdal, at the following e-mail address: firstname.lastname@example.org. The
deadline for applications is 12 July 2012.
On 16th March 2010, the European Personnel Selection Office will launch a procedure to select graduates to work in the EU Institutions. This selection procedure will comprise the fields of European Public Administration, Law, Audit, Economics, and Information and Communication Technology.
A career in the EU Institutions offers a lifetime of different jobs doing interesting and challenging work that makes a real difference for Europe, in an environment where staff are encouraged to learn new skills and languages, and have opportunities to work and travel abroad. You will find more information on EU careers and the selection procedure in two leaflets, now available as downloads from the AGCAS website –
http://www.agcas.org.uk/articles/295-Careers-in-the-EU-Institutions. Further information can be found on our website – www.eu-careers.eu.
It is also worth noting that, from 2010, the EU Careers selection procedure no longer includes the detailed EU knowledge test. Instead we are moving to an entirely competence based model which many British students and graduates will be familiar with.
You’ll also find on the AGCAS website a copy of the advertisement which will be appearing in a number of online and printed media throughout Europe over the next couple of weeks.
EPSO.04 – Communication
European Personnel Selection Office
Tel. +32 229 68064
WHO Glabal Competency model
A King’s student is currently applying for an internship with the WHO. She found that in her application she had to demonstrate that she had achieved the following core competencies. Any resemblance to the Graduate Schools and Vitae’s core competencies is not at all surprising. Indeed the whole purpose of our Researcher Development Programme could be said to be about providing the framework for meeting the selection criteria in lists like these. They are less used in applications for postdoc positions where the informal process of networking is key. But in public sector, not for profit and corporate jobs this is the standard practice
|1) Communicating in a credible and effective way
|Definition: Expresses oneself clearly in conversations and interactions with others; listens actively. Produces effective written communications. Ensures that information is shared.
|2) Knowing and managing yourself
|Definition: Manages ambiguity and pressure in a self-reflective way. Uses criticism as a development opportunity. Seeks opportunities for continuous learning and professional growth.
|3) Producing results
|Definition: Produces and delivers quality results. Is action oriented and committed to achieving outcomes.
|4) Moving forward in a changing environment
|Definition: Is open to and proposes new approaches and ideas. Adapts and responds positively to change.
|5) Fostering integration and teamwork
|Definition: Develops and promotes effective relationships with colleagues and team members. Deals constructively with conflicts.
|6) Respecting and promoting individual and cultural differences
|Definition: Demonstrates the ability to work constructively with people of all backgrounds and orientations. Respects differences and ensures that all can contribute.
|7) Setting an example
|Definition: Acts within WHO’s professional, ethical and legal boundaries and encourages others to adhere to these. Behaves consistently in accordance with clear personal ethics and values.
Closing date: 4 September 2009.
To apply, visit www.intelligentquestions.co.uk