Archivist Trainee within the Historical Archives of the European Union

EUI published call/profile: TR.HAR.1.OPEN.2025:single European University Institute (EUI)

Description completeness: excerpt. Required EUI recruitment material is not yet fully verified.

Official catalogue entry https://www.eui.eu/About/JobOpportunities/Traineeships Archivist Trainee within the Historical Archives of the European Union

• Vacancy notice TR.HAR.1.OPEN.2025 (pdf)

• Deadline for applications: open call for traineeship, no specific deadline

• Fill in the online application form and upload documents as requested. Only applications submitted through the online application form will be accepted.

General published traineeship eligibility and conditions Conditions for eligibility

May be considered for a traineeship, candidates who:

• Are nationals of the Member States of the European Union and of candidate countries benefiting from a pre-accession strategy;

• Have a good knowledge of English (CEFR level: B2 or above), and a satisfactory knowledge of another language of the European Union to the extent necessary to the performance of the duties.

A limited number of nationals of non-Member States may be accepted on the basis of a specific agreement and according to available resources. In accordance with President's Decision no. 67/2025, Ukrainian nationals are also eligible to apply.

To be considered for a paid traineeship, candidates should:

• Have completed the first cycle of university studies and obtained a full degree or its equivalent by the closing date for applications. The minimum national qualifications required by the legislation in the country where the diploma was obtained are listed in the Annex (pdf);

• Have obtained their last university diploma no longer than three years prior to the deadline for applications. The three years rule is not applicable to trainees enrolled in further university studies at the moment of their application for the traineeship at the EUI.

To be considered for an unpaid traineeship, candidates should:

• Be currently enrolled in a recognised university degree programme;

• Please note that unpaid traineeships are subject to the inter-institutional agreement between the candidate's home university/organisation and the EUI.

The following notice is provided for information purposes only and in no way replaces or substitutes the relevant Italian legislation.

According to the current Italian legislation (D.Lgs. 286/1998 and DPR 394/1999), non-EU/EEA trainees are eligible for a part-time traineeship which corresponds to an engagement of 20 hours per week. An engagement of 20 hours per week corresponds to a EUI grant of €770,00 per month (as from 1st January 2026). Trainees will have to comply with the incumbent Italian regulations on residence and visa obligations. They are required to be in the possession of all the documentation at the date of the beginning of the traineeship (as per Article 6(3) of the President's decision no. 16/2023). Exceptions might be possible for international protection seekers, please refer to D.Lgs. 142/2015. It is strongly recommended to contact the Italian authorities for any information related to the above requirements.

Type and duration

The type and duration of a traineeship shall be:

A) Paid traineeship: one-year maximum duration. In justified cases, shorter traineeships may be granted provided that the minimum duration is 3 months.

The trainee will receive a grant of €1,540 per month (as from 1st January 2026). A remunerated trainee who is recruited from outside Florence is entitled to reimbursement of travel expenses actually incurred at the beginning and the end of the traineeship.

B) Unpaid traineeship for a period up to a maximum of 3 months.

Trainees admitted to a non-remunerated traineeship may receive a grant from their home university/organisation as defined by the inter-institutional agreement.

Traineeships should start on the 1st day of February, April, June, September, and November.

In both cases, health insurance is obligatory and can be obtained, upon request, through the Institute. Trainees are, by default, covered against the risk of accident by the collective policy that the Institute has taken out with Cigna Life Insurance Company NV/Cigna International Health Services BVBA (Policy Nr. 910.K88).

The complete provisions governing traineeships at the EUI can be found in President's decision no. 16/2023.

Additional information

Only candidates who are invited for an interview will receive information on the selection status from the EUI. If you have not heard from us within the 3 months after having applied, you can assume your application has not been successful on that occasion, but please note you are welcome to apply for any other future vacancy of your interest.

Original vacancy notice https://www.eui.eu/Documents/ServicesAdmin/PersonnelService/Administrative-Positions/2025/TR.HAR.1.OPEN.2025.pdf EUI REMUNERATED TRAINEESHIP OPPORTUNITY The European University Institute (EUI) at a glance: ▪ an international organisation set up in 1972; ▪ a research university focusing exclusively on post-graduate, doctoral and postdoctoral studies, and advanced research; ▪ located in the hills overlooking the city of Florence, Italy. The EUI also hosts the Historical Archives of the European Union.

ARCHIVIST TRAINEE – OPEN VACANCY The Historical Archives of the European Union (HAEU) o f the European University Institute (EUI) is looking for a trainee to support the work of the HAEU. The HAEU looking for trainees to carry out the following tasks:  Arrange and describe archival holdings according to international standards;  Participate in the activities of the service (educational programme, visits, open days,staff meetings);  Implement the internal procedures and rules and contribute to the drafting of archival research tools.

Type and Duration • 12 months • Full time (Monday to Friday; 8 hours/day) • Foreseen start of the traineeship: depending on availability and needs

Conditions for Eligibility Candidates must:

• Be nationals of the Member States of the European Union and of candidate countries benefiting from a pre-accession strategy. However, a limited number of nationals of non-Member States may be accepted on the basis of a specific agreement of the Secretary General and according to available resources. Under exceptional circumstances, specific traineeships can be made available solely to nationals of specific States, including EU and non-EU States; In accordance with President’s Decision no. 4/2025, Ukrainian nationals are also eligible to apply;

2 | Page AND • Hav e completed the first cycle of university studies and obtained a full degree or its equivalent by the closing date for applications. The minimum national qualifications required by the legislation in the country where the diploma was obtained are available here. • Have obtained their last university diploma no longer than three years prior to the deadline for applications. The three years rule is not applicable for trainees enrolled in further university studies at the moment of their application for the traineeship at the EUI. AND • Hav e a good knowledge of one of the EUI's official languages and a satisfactory knowledge of another language, taking into account that English, French and Italian are the main working languages at the Institute. Al l rules governing the traineeship refer to the President's Decision no. 16/2023 and President’s Decision no. 4/2025. IM PORTANT: please note that candidates who do not meet the conditions above should not apply and may not receive any response if they choose to do so. Qualifications required:  Knowledge of IT tools (Office, databases) and archival description standards (ISAD/ ISAAR/ EAD)  Excellent communication skills  Ability to work in an international team  Knowledge of English and a good knowledge of a second EU language, preferably French Learn more about the EUI Competency Framework (pdf) Benefits • Maintenance grants of 1.540 Euros per month (as of 1 January 2026) • Upon presentation of the proper justification, trainees with disabilities may receive a supplement to their grant equal to a maximum of 50% of the amount of the grant; • 40% discount on one lunch per day at the EUI canteen; • A remunerated trainee who is rec ruited from outside Florence is entitled to the reimbursement of travel expenses actually incurred at the beginning and the end of the traineeship up to the ceiling defined on the website of the EUI; NB: Trainees whose place of recruitment is less than 50 km from the plac e of employment are not entitled to a travel allowance; • Access to EUI facilities: Library, Reading Rooms, Language Centre, Cafeterias and Canteens, Participations in the Extracurricular Activities and the Public Seminars and Workshops

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TO APPLY: Fill in the online application form and upload documents (CV, cover letter) as requested. Only applications submitted through the online application form will be accepted. Your application will be considered successfully submitted once you receive an automatic email confirmation. Deadline for applications: open call for traineeship, no specific deadline Should you have difficulties in sending your application, please send an email to the following e-mail address: [email protected]

For more information on traineeships at the EUI visit the webpage. Historical Archives of the European Union European University Institute

Please note only candidates invited for interviews will receive information on the selection status from the EUI. PDF link labels EUI Competency Framework — https://www.eui.eu/Documents/ServicesAdmin/PersonnelService/Administrative-Positions/EUI-Competency-Framework.pdf

Linked recruitment document https://www.eui.eu/Documents/AboutEUI/JobOpportunities/PD-67-2025.pdf A EU I EUROPEAN UNIVERSITY INSTITUTE PRESIDENT'S DECISION No. 67/2025 of 16 December 2025 Extending President's Decision N. 10/2022 of 10 March 2022 on traineeships and contracts for auxiliary tasks for Ukrainian nationals at the European University Institute (EUI) THE PRESIDENT, Having regard to the Convention setting up a European University Institute (EUI), and in particular its Article 7; Having regard to President's Decision No. 16/2023 of 19 April 2023 laying down the provisions governing the traineeship programme at the European University Institute; Having regard to High Council decision N. 6/2014 of 5 December 2014 laying down the Service Rules of Administrative Staff and namely amending the Staff Regulations applicable to Permanent Staff Members and Conditions of Employment of Other Servants of the EUI, and in particular Article 82(3)(a) of the Conditions of Employment of Other Servants; WHEREAS: (1) It is important to consider the series of EUI initiatives undertaken in response to the war in Ukraine; (2) The EUI reaffirms its commitment to solidarity with the Ukrainian population; (3) In order to support the people of Ukraine during the ongoing war, exceptionally, traineeships and contracts for auxiliary tasks at the EUI shall be available only to Ukrainian nationals. HAS DECIDED AS FOLLOWS: Soll' Article (1) The President's Decision N. 10/2022 of 10 March 2022, first extended until 31 December 2025, is hereby further extended until 31 December 2026, without interrupting the traineeships and contracts for auxiliary tasks still ongoing at the time of its expiration. (2) This Decision enters into force on 1 January 2026. Done in Florence, 16 December 2025 The President Patrizia Nanz (signed)

Linked recruitment document https://www.eui.eu/Documents/AboutEUI/JobOpportunities/PD-39-2013-Annex.pdf 7 Annex I Examples of diplomas for which the level of education corresponds to that required for access to the traineeship Country University level education – at least 3 years in length Belgium FR Actuellement : Licence ou équivalent - A l'avenir: Bachelor Belgium NL At present: Licentiaat, Meester, industrieel ingenieur, Gegradueerde Ceská Republika Diplom o ukončení Bakalářského studia Croatia XXXX Danmark Bachelorgrad Deutschland Fachhochschulabschluss (6-7 Semester) Eesti Bakalaureusekraad (<160 ainepunkti) España Diplomado/Ingeniero Técnico France Licence Greece/Ελλάδα ∆ίπλωµα Α.Ε.Ι. (πανεπιστηµίου, πολυτεχνείου, Τ.Ε.Ι. υποχρεωτικής τετραετούς Ireland/Eire Bachelor's degree Italia Laurea –L (breve) Kύπρος/Kibris Πανεπιστηµιακό διπλωµα Latvija Bakalaura diploms (<160 kredīti) Lietuva Bakalauras (<160 kreditas) Luxembourg Diplôme d'Ingénieur Technicien Magyarország Föiskolai Oklevél Malta Bachelor's degree Nederland Bachelor Österreich Fachhochschuldiplom (6-7 Semester) Polska Licencjat – Inzynier Portugal Bacharelato Slovenija Diploma o Pridobljeni Visoki Strokovni Izobrazbi Slovenská Republika Diplom o ukončení Bakalárského štúdia Suomi/Finland Kandidaatti / Kandidat examen Ammattikorkeakoulututkinto/Yrkeshögskoleexamen (min. 120 opintoviikkoa / Sverige Kandidatexamen (Akademisk examen om fattande minst 120 po äng, varav 60 United Kingdom Bachelor's degree / Diploma of Higher Education (DipHE)

Linked recruitment document https://www.eui.eu/Documents/AboutEUI/JobOpportunities/PD-16-2023.pdf PRESIDENT’S DECISION No. 16/2023 of 19 April 2023 laying down the provisions governing the traineeship programme at the European University Institute

THE PRESIDENT

Having regard to the Convention setting up a European University Institute (EUI), and in particular its Article 7; Having regard to the Rules governing the official traineeships scheme of the European Commission No 458/2005 of 2 March 2005; Having regard to the provisions governing the operations of the European University Institute.

WHEREAS: - It is necessary to update and complement the existing provisions regarding the traineeships programme at the EUI; - In connection with its academic and administrative activities, this programme is addressed mainly to university graduates, without excluding those who – in the framework of lifelong learning – have obtained a university diploma and are at the beginning of a new professional career; - The aims of the traineeship programme are: - to provide a general overview of the goals of the EUI, a unique international organisation for doctorate and post-doctorate studies and research; - to provide first-hand experience of the activities of the EUI and its units; - to extend and apply knowledge, acquired during the studies or professional occupation; - to enable trainees to acquire professional development and personal experience through the daily work of the EUI’s units; - to provide the opportunity to work in a multi -cultural, multi -linguistic, and multi-national environment; - By offering a traineeship programme, the EUI benefits from the input of enthusiastic graduates, who can give a fresh point of view and up-to-date academic knowledge, which will enhance the everyday work of the EUI;

2 ■ EUI - The traineeship programme creates long -term “goodwill ambassadors” for EUI ideas and values both within the European Union and outside.

HAS DECIDED AS FOLLOWS:

Chapter I GENERAL PROVISIONS

Article 1 Types of traineeships

1. The remunerated traineeship : shall be defined by a specific agreement and trainees shall be entitled to a monthly grant paid by the EUI. 2. The non -remunerated traineeship: shall be defined by an inter-institutional agreement and by a specific agreement.

Article 2 Administrative organisation

1. Remunerated t raineeship posts available in each unit are based on budget availability and are revised annually. 2. Exceptionally, requests for remunerated traineeships may be made ad hoc when duly justified and approved by the Human Resources Service (HRS) Director.

Article 3 Future employment

1. Admission to a traineeship does not confer on trainees the status of permanent staff member or that of other staff categories of the EUI, nor does it entail any right or priority to appointment at the EUI.

2. A person can only benefit from one paid traineeship experience at the EUI. Traineeships are renewable without exceeding the maximum duration mentioned in Article 8.

Chapter II ELIGIBILITY CRITERIA AND SELECTION PROCESS

Article 4 Eligibility criteria

1. Trainees must be nationals of the Member States of the European Union and of candidate countries benefiting from a pre -accession strategy. However, a limited number of nationals of non -Member States may be accepted on the basis of a specific agreement of the Secretary General and according to available resources. Under exceptional circumstances, specific traineeships can be made available solely to nationals of specific States, including EU and non-EU States. 2. Trainees receiving a grant by th e EUI must have completed the first cycle of university studies and obtained a full degree or its equivalent by the closing date for

3 ■ EUI applications. The minimum national qualifications required by the legislation in the country where the diploma was obtained are published on the website of the EUI. Trainees must have obtained their last university diploma no longer than three years prior to the deadline for applications. The three years rule is not applicable for trainees enrolled in further universi ty studies at the moment of their application for the traineeship at the EUI. 3. Trainees not receiving a grant by the EUI (non-remunerated traineeship) must be enrolled in a university degree programme. 4. In order for the trainee to fully benefit from the traineeship and to be able to follow meetings and perform adequately, candidates must have: • a good knowledge of English (CEFR level: B2 or above), and • a satisfactory knowledge of another language of the European Union to the extent necessary to carry out the duties to be performed.

If requested by the competent unit, knowledge of the languages declared on the application form, other than the mother tongue, should be supported by an appropriate justification (i.e. dipl omas, certificates, proof of having studied in the language in question, etc.).

5. Depending on EUI’s needs, trainees may be requested to fulfil specific requirements in order to be eligible for the traineeship programme. The requirements will be stated in the call for applications for traineeships.

Article 5 The application and selection process

1. The main objective of the selection procedure is to provide the relevant units of the EUI with the best possible choice of candidates with as wide a range of academic disciplines as possible from which the relevant units can make their final selection. The selection procedure also aims to keep to the best level possible, gender and geographical balance between candidates.

2. Applications should be made according to the procedures established by the HRS, as per the instructions published on the website of the EUI. All calls for traineeship and necessary instructions, including the eligibility criteria, are published on the website of the EUI.

Candidates can apply to individual calls for traineeships and/or send a spontaneous application.

3. Upon receipt by the HRS of the applications, their eligibility will be examined on the basis of the criteria established by this Decision.

HRS is entitle d to amend the eligibility criteria when legally and procedurally required. Any such changes will be published on the website of the EUI.

4. Before the traineeship agreement is signed, selected candidates must supply the necessary supporting documents to the HRS, as per the instructions published on the website of the EUI.

4 ■ EUI 5. At any stage of the application process, applicants may withdraw their application by informing the HRS in writing. They may re-apply for a subsequent training period by submitting a fresh application, together with all supporting documents.

Article 6 Placement requirements

1. Trainees may not be assigned to any unit where a conflict of interest may arise, irrespective of the candidate’s prior professional experience or nationality.

2. Applicants can only be offered a single traineeship agreement for a given training period.

Applicants who decline such agreement will be excluded from the ongoing procedure. They may re-apply for a subsequent training period by submitting a fresh application, together with all supporting documents.

3. Prior to the beginning of the traineeship trainees are obliged to comply with the Italian regulations on residence/visa obligations in force and they are responsible to obtain all the documentation required by the Italian authorities.

Chapter III ORGANISATION OF TRAINEESHIP

Article 7 Traineeships periods

Traineeships start on the 1st day of the following months: • February • April • June • September • November

In exceptional and justified cases other starting months may be authorised by the HRS Director.

Article 8 Duration

1. The remunerated traineeship has a one -year maximum duration. In justified cases, shorter traineeships may be granted provided that the minimum duration is 3 months.

2. The non-remunerated traineeship is for a period of a maximum of 3 months.

3. Trainees who complete their non-remunerated traineeship can be considered for a remunerated traineeship as per paragraph above. The paid traineeship shall be of a maximum duration of 12 months , provided that candidate trainees meet all the eligibility requirements listed under Article 4.

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Article 9 Organisation

1. Trainees shall be placed in one of the EUI units.

The administration may change the unit in which the trainee is placed on justified grounds and in the interest of the service.

2. Trainees take part in the activities of their unit, attend meetings o n subjects of interest to their work (unless these meetings are restricted or confidential), receive documents and attend trainings at a level corresponding to their educational and professional background.

3. Trainees may be asked to follow a specific project that may serve useful for their professional development. Trainees shall be supervised by a supervisor who shall be responsible for providing information and advice as regards the tasks assigned during the whole period.

Article 10 Certificate

Trainees who have completed the minimum required traineeship period may request, after their training period, a certificate specifying the dates of their training period and the unit in which they were assigned.

Chapter IV RIGHTS AND OBLIGATIONS

Article 11 General rights and obligations

1. Trainees shall comply with the traineeship programme and rules, as well as with the EUI rules and regulations, including those on security and confidentiality. They shall also comply with the data protection rules currently in force at the EUI.

2. Trainees shall be provided with a document outlining their assigned tasks.

3. They shall comply with instructions received from the trainee supervisor.

4. Trainees shall participate in the unit’s activities according to the assigned tasks and the timetable of the unit concerned.

5. Trainees shall mutually agree with their supervisor on a traineeship programme. The traineeship programme may be subsequently updated to adapt to the needs of the trainees or to better correspond to the needs of the unit.

6. Remunerated trainees may attend one language course of their choice, up to a maximum of 25 hours, among the EUI Language Centre’s offers. The prior permission of the supervisor is required for that purpose.

6 ■ EUI 7. Trainees may attend training and academic events at the EUI upon authorisation and availability.

8. Trainees are entitled to a discount in the EUI canteen. The exact amount of the discount shall be indicated on the website of the EUI.

Article 12 Early Termination of the traineeship agreement

1. If trainees wish to terminate their traineeship earlier than the date specified in the traineeship agreement, a written request must be submitted to the HRS. This request must be submitted at least three weeks in advance of the termination date foreseen, via the supervisor.

2. The EUI is allowed to terminate the traineeship agreement in writing with prior notice of three weeks based on proper reasons in particular: • if the conduct of the trainee does not prove satisfactory, or • if the level of the trainee’s professional performance or knowledge of the working language is insufficient for the proper execution of their duties.

3. The EUI is allowed to terminate the traineeship agreement in writing with immediate effect: • if at any moment it becomes a pparent that the trainee knowingly made wrongful declarations, or provided false statements or papers at the moment of application or during the traineeship period, • if the trainee violates provisions on confidentiality.

4. In all the above cases, the HRS Director invites the trainee to discuss the reasons for the early termination and for the trainee to be heard. The trainee will then be informed about the outcome of the procedure.

5. Where appropriate, the trainee shall reimburse the equivalent part of the grant to the EUI.

Article 13 Interruption

1. Under exceptional circumstances, at the written request of the trainee stating the relevant reasons and with proper justification, the HRS may, after consultation with the traineeship supervisor, authorise an interruption of training for a given period. The grant is then suspended, and the trainee is not entitled to reimbursement of any travel expenses incurred during that period.

2. The trainee may return to complete the unfinished part of the training, but only up to the end of the same training period. No extension is possible.

Article 14 Working hours and leave

1. Trainees are entitled to two (2) days of leave per month to be decided with the supervisor. This entitlement is acquired pro rata to the months worked counted from the first day of the month. Days of leave not taken are not paid in lieu.

7 ■ EUI

2. When there is no explicit rule for trainees regarding special leave and holidays, the general rule for EUI staff shall apply mutatis mutandis.

3. Remunerated trainees should keep the same working hours as the EUI staff.

4. The working hours of non -remunerated trainees shall be specified in their traineeship agreement.

Article 15 Absences

1. In the event of illness, trainees are obliged to immediately inform the supervisor. After the third day of absence, they are obliged to send a medical certificate indicating the likely duration of absence to the HRS. A trainee absent for illness may be subjected to medical checks by analogy with the rules applied to the EUI staff.

2. Any unjustified days of absence without previous authorisation by the supervisor are automatically deducted from the trainee's leave entitlement and ma y constitute a reason for termination of the traineeship.

Article 16 Maternity Leave

1. A trainee who is pregnant shall be granted maximum maternity leave of twelve weeks, during which period she shall receive the grant as set out in Article 18 of these rules. The leave shall start not earlier than six weeks before the expected date of confinement as shown in a medical certificate, which must be provided to H RS, and end not earlier than six weeks after the actual date of childbirth.

2. For health and safety reasons, a trainee who is pregnant must inform HRS at the latest fifteen weeks before the expected date of confinement.

3. Maternity leave cannot go beyond the duration of the traineeship period.

Article 17 Missions

1. Remunerated trainees may accompany EUI staff members during missions on the condition that the mission is of a technical nature and is considered relevant for their traineeship objectives. Missions shall be authorised by the Secretary General.

2. For the reimbursement of these mission expenses, the same rules as for EUI staff members shall apply.

8 ■ EUI Chapter V FINANCIAL CONDITIONS

Article 18 Monthly grant

1. Trainees admitted to a traineeship under Ar ticle 1(1) will be awarded a monthly traineeship grant. Subject to budget availability the amount of the grant shall be 25% of the monthly salary of a EUI staff member in grade AD 5, step 1 , rounded to the closest 10 Euro. The monthly grant shall be capped to the amount equivalent to that of a 4 th year EUI researcher. The amount of the grant shall be indicated on the website of the EUI.

A trainee with EUI grant who has during the traineeship an income from outside the EUI (grant, salary or other) shall be entitled to a financial contribution from the EUI only to the extent that such outside remuneration is below the amount of the traineeship grant. In such cases, the trainee shall receive the difference to make up the amount of that grant.

2. Trainees admitted to a non-remunerated traineeship under Art icle 1(2) may receive a grant from their home university/organisation as defined by the inter- institutional agreement.

Article 19 Travel allowance

1. Remunerated trainees shall be entitled to reimbursement of travel expenses actually incurred at the beginning and the end of the traineeship up to the ceiling defined on the website of the EUI. These expenses shall be calculated based on the most economica l fare. Reimbursement of travel expenses shall be made on presentation of supporting documents (i.e. tickets, boarding passes and receipts).

2. The trainee must complete a minimum of 3 months of the training period to qualify for the travel allowance. Trainees whose place of recruitment is less than 50 km from the place of employment are not entitled to a travel allowance.

Article 20 Sickness insurance

Sickness insurance is compulsory. A trainee not covered by a sickness insurance scheme will be insured under the conditions laid down in the sickness insurance policy of the EUI within the first month of their traineeship. In that case the trainee’s contribution shall be one third of the corresponding premium and this amount is deducted automatically from the grant.

Article 21 Accident insurance

On the conditions laid down in the insurance policy subscribed by the EUI, trainees are insured against accident risks.

9 ■ EUI Article 22 Disability allowance

Upon presentation of the proper justification, trainees with disabilities may receive a supplement to their grant equal to a maximum of 50% of the amount of the grant.

The HRS may consult the medical adviser of the EUI if necessary.

Article 23 Fiscal Arrangements

1. Grants awarded to trainees are not subject to the special tax regulations applying to EUI staff. Trainees are solely responsible for the payment of any taxes due on EUI grants by virtue of the laws in force in the State concerned.

2. The HRS may provide a certificate for tax purposes at the end of the traineeship period. This certificate should state the amount of grant received and confirm that tax and social security payments have not been made.

Chapter VI SANCTIONS AND DISCIPLINARY MEASURES

Article 24 Social behaviour and conduct

1. Trainees must exercise their duties and behave with integrity, courtesy and consideration.

2. Trainees who take part in official activities organised for them by the HRS must respect the timetables and programmes laid down.

Article 25 Confidentiality

1. Trainees must exercise the greatest discretion regarding facts and information that come to their knowledge during the course of their training. They must not, in any manner whatsoever, disclose to any unauthorised person any document or information not already made public. They will continue to be bound by this obligation after the end of their training.

2. Trainees must not have any professional connections with third parties which might be incompatible with their traineeship, and they are not permitted to exercise any other gainful employment during the period of the traineeship which may adversely affect the work assigned during the traineeship.

If a conflict of interest should arise during their assignment, trainees should immediately report this to their supervisor and to the HRS in writing.

10 ■ EUI Article 26 Publications

Trainees must not, either alone or with others, publish or cause to be published any matter dealing with the work of the EUI without the written permission of the relevant unit. Such permission is subject to the conditions in force for all EUI staff. All rights, for any articles or other work done for the EUI, are the property of the EUI.

Chapter VII FINAL PROVISION

Article 27 Appeals

Articles 1 and 2, Title I, of the Common Provisions applicable to Teaching and Administrative Staff of the EUI shall apply mutatis mutandis.

Article 28 Entry into force

1. This Decision shall enter into force from 1 May 2023. It repeals and replaces the President’s Decision No . 39/2013 of 27 August 2013 laying down the provisions governing traineeships at the European University Institute. 2. In a transitory phase, the President’s Decision No. 39/2013 shall apply to trainees who have received the traineeship agreement from the EUI or whose traineeship starts before the entry into force of the present Decision.

Done in Florence, on 19 April 2023

The President

(signed)

Renaud Dehousse

Linked recruitment document https://www.eui.eu/Documents/AboutEUI/JobOpportunities/PD-40-2025.pdf PRESIDENT'S DECISION N. 4/2025 of 16 January 2025 Extending the President's Decision N. 10/2022 of 10 March 2022 on traineeships and contracts for auxiliary tasks for Ukrainian nationals at the European University Institute (EUI) THE PRESIDENT, Having regard to the Convention setting up a European University Institute (EUI), and in particular its Article 7; Having regard to President’s Decision N. 16/2023 of 19 April 2023 laying down the provisions governing the traineeship programme at the European University Institute; Having regard to High Council decision N. 6/2014 of 5 December 2014 laying down the Service Rules of Administrative Staff and namely amending the Staff Regulations applicable to Permane nt Staff Members and Conditions of Employment of Other Servants of the EUI, and in particular Article 82(3)(a) of the Conditions of Employment of Other Servants. WHEREAS: 1) It is important to consider the series of EUI initiatives undertaken in response to the war in Ukraine; 2) The EUI reaffirms its commitment to solidarity with the Ukrainian population; 3) In order to support the people of Ukraine during the ongoing war, exceptionally, traineeships and contracts for auxiliary tasks at the EUI shall be available only to Ukrainian nationals. HAS DECIDED AS FOLLOWS: Sole Article (1) The President's Decision N. 10/202 2 of 10 March 2022 is extended until 31 December 2025, without interrupting the traineeships and contracts for auxiliary tasks still ongoing at the time of its expiration. (2) This Decision enters into force on the date of its adoption.

Done in Florence, 16 January 2025

The President (signed) Patrizia Nanz

Linked recruitment document https://www.eui.eu/Documents/ServicesAdmin/PersonnelService/Administrative-Positions/EUI-Competency-Framework.pdf EUROPEAN UNIVERSITY INSTITUTE EUI COMPETENCY FRAMEWORK Human Resources Service

TABLE OF CONTENTS INTRODUCTION 4 MODEL 5 EUI CORE COMPETENCIES 6 COMPETENCIES BY UNIT / SERVICES 6 Academic Service 6 Accounting Service 6 Budget & Financial Affairs Service 6 Communications Service 6 Department of Economics 7 Department of History and Civilisation 7 Department of Law – Academy of European Law 7 Department of Political and Social Sciences 7 Historical Archives of the European Union 7 Human Resources Service 7 Ict Service 8 Internal Audit Office 8 Library 8 Max Weber Programme 8 Offices of the President & Secretary General 8 Real Estate and Facilities Service 8 Robert Schuman Centre for Advanced Studies 9 School of Transnational Governance 9 COMPETENCIES BY AREA 10 Working Together 10 Adaptability 10 Communication 10 Interpersonal Skills 10 Organisational Alignment 11 Sharing Knowledge 11 Working in multicultural environment 11 Working with others 12

Achieving Results 13 Accountability 13 Decision-making 13 Delivery quality and results 13 Multitasking 14 Negotiation skills 14 Problem Solving 14 Project and Task Management 14 Stakeholders Orientation 15 Values 16 Confidentiality 16 Creativity & Innovation 16 Ethics & Integrity 16 Initiative/ Proactivity 16 Resilience 17 Willingness to learn 17 Technical Capabilities 18 Budget Implementation 18 Financial and Procurement Compliance 18 Interviewing Skills 18 Knowledge - IT 18 Knowledge - Language 19 Knowledge – Organisational 19 Knowledge – Processes and Procedures 19 Legal Analysis 20 Office Administration 20 Presentation Skills 20 Reporting Skills 20 Risk Management 21 Technological awareness 21 Leadership 22 Building Trust 22 Change Management 22 Coaching Skills 22 Conduct Meeting 23 Networking 23 Strategic Thinking 23 Team Management 24

4EUROPEAN UNIVERSITY INSTITUTE - EUI Competency Framework INTRODUCTION A ‘competency framework’ is a structure that sets out and defines each individual competency (such as problem-solving or people management) required by individuals working in an organisation. This document gives us the tool to build the aforementioned framework, namely a ‘competency library’ which is a repository of all existing competencies. Competencies are defined as the combination of knowledge, know-how and attitude that individuals need to perform their jobs effectively. They are enduring qualities that are transferable across tasks and work settings, observable, measurable, and aligned with business objectives that help foster an organization’s success. They are important for all staff, regardless of occupation, function, or grade. This document is meant to serve as a practical, hands-on resource for EUI staff members and managers, as well as candidates applying for a job. The guide allows each individual staff member to take a more strategic approach towards their own learning and development goals. It is also meant as a tool to help managers in coaching and assessing the performance and development of their team members.

5EUROPEAN UNIVERSITY INSTITUTE - EUI Competency Framework MODEL A 3 levels model This model gathers 3 levels of competencies: 1. EUI Core: common to all staff members at the EUI 2. Department/Service Level: common to all staff members of a service 3. Role level: specific to each role Example of “HR Administrator” role: 1 2 3 EUI CORE COMPETENCIES HRS COMPETENCIES HR ADMINISTRATOR Ethics & Integrity Accountability Delivering Quality & Results Working in a Multicultural Enviroment Working with others Knowledge of Staff Regulations Stakeholders Orientation MGMT Skills Coaching Skills IT Tools: Powerpoint Presentation Skills Confidentiality

6EUROPEAN UNIVERSITY INSTITUTE - EUI Competency Framework EUI CORE COMPETENCIES COMPETENCIES BY UNIT / SERVICES All staff at the EUI share the following competencies: • Ethics and integrity • Working in a multicultural environment • Accountability • Delivering quality and results Academic Service • Knowledge of Processes & Procedures • Multitasking • Problem solving • Adaptability • Interpersonal skills • Working with others Accounting Service • Knowledge of Processes & Procedures • Initiative / Proactivity • Sharing Knowledge • Problem solving • Reporting skills Budget & Financial Affairs Service • Knowledge of Processes & Procedures • Working with others • Problem solving • Resilience Communications Service • Resilience • Multitasking • Interpersonal skills • Adaptability • Initiative / Proactivity • Creativity & Innovation

7EUROPEAN UNIVERSITY INSTITUTE - EUI Competency Framework Department of Economics • Knowledge of Processes & Procedures • Problem solving • Adaptability • Initiative / Proactivity • Interpersonal skills Department of History and Civilisation • Knowledge of Processes & Procedures • Stakeholders Orientation • Multitasking • Initiative / Proactivity • Technological Awareness Department of Law – Academy of European Law • Knowledge of Processes & Procedures • Sharing Knowledge • Adaptability • Project & Task Management • Interpersonal skills Department of Political and Social Sciences • Knowledge of Processes & Procedures • Problem solving • Adaptability • Project & Task Management • Interpersonal skills Historical Archives of the European Union • Sharing knowledge • Stakeholders Orientation • Willingness to learn • Knowledge – Languages Human Resources Service • Knowledge of Processes & Procedures (Staff Regulations) • Confidentiality • Stakeholders Orientation • Working with others

8EUROPEAN UNIVERSITY INSTITUTE - EUI Competency Framework ICT Service • Problem solving • Stakeholders Orientation • Change management • Willingness to learn • Creativity & Innovation Internal Audit Office • Networking • Confidentiality • Change management • Willingness to learn • Reporting skills Library • Project & Task Management • Working with others • Sharing Knowledge • Willingness to learn • Stakeholders Orientation Max Weber Programme • Knowledge of Processes & Procedures • Multitasking • Office Administration • Interpersonal skills Offices of the President & Secretary General • Communication • Confidentiality • Multitasking • Knowledge of Processes & Procedures • Adaptability Real Estate and Facilities Service • Problem solving • Stakeholders Orientation • Knowledge of Processes & Procedures • Resilience

9EUROPEAN UNIVERSITY INSTITUTE - EUI Competency Framework Robert Schuman Centre for Advanced Studies • Problem solving • Project & Task Management • Working with others • Creativity & Innovation • Knowledge of Processes & Procedures School of Transnational Governance • Organisational Knowledge • Stakeholders Orientation • Adaptability • Working with others • Creativity & Innovation

10EUROPEAN UNIVERSITY INSTITUTE - EUI Competency Framework COMPETENCIES BY AREA WORKING TOGETHER Adaptability Definition: Responds to changing circumstances by being innovative and altering behaviour to better fit different situations. Creates a work environment where the others react positively on change. EFFECTIVE BEHAVIOURS • Understands and appreciates different and opposing perspectives on an issue; • Exhibits optimism and energy; • Successfully works with a wide group of colleagues on different topics; • Remains calm dealing with setbacks. Communication Definition: Structures and conveys ideas and information, both verbally and in writing in a creative, clear, concise and impactful way. Promotes the creation of an atmosphere/mechanisms in which open and two-way communication is encouraged. EFFECTIVE BEHAVIOURS • Oral: Speaks in a clear, logical and straightforward manner; • Oral: Adapts speaking style and approach based on the situation and audience; • Written: Organises ideas logically and structures the text to spread the message in the most effective way; • Actively listens/pays attention and is able to stimulate a two-way communication. Interpersonal Skills Definition: Establishes and maintains good contacts and relationships both inside and outside the department/Institute to get work done. Uses skills and abilities such as handling conflict, diplomacy and tact, political sensitivity, building and showing trust. EFFECTIVE BEHAVIOURS • Interacts comfortably and competently with people within and outside the Institute – even in critical situations;

11EUROPEAN UNIVERSITY INSTITUTE - EUI Competency Framework • Shows diplomacy and tactfulness when required; • Handles difficult interpersonal situations in a positive manner and takes action to minimise negative impact; • Understands politics within an organisation and adapts own communication style according to what the situation requires. Organisational Alignment Definition: Aligns their own behaviour with the needs, priorities, and goals of the Organisation, and to act in ways that promote the Organisation’s goals or meet organisational needs. EFFECTIVE BEHAVIOURS • Focuses on the Organisation’s mission before their own preferences or professional priorities; • Explains the role and goals of the Organisation and how they relate to their own area of work; • Helps others understand the strategic goals of the Organisation and how their work relates to these. Sharing Knowledge Definition: Communicates openly with colleagues, shares information and feedback with others spontaneously. EFFECTIVE BEHAVIOURS • Shares best practices with team members; • Proactively seeks to engage with colleagues to share information; • Acts like a trainer in their field of expertise with other team members to spread knowledge. Working in multicultural environment Definition: Understands, communicates and effectively interacts with people across cultures. Embraces diversity and adapts working behaviour in a multicultural environment. EFFECTIVE BEHAVIOURS • Demonstrates ability to flex style when faced with myriad dimensions of culture in order to be effective across cultural contexts; • Actively improves own knowledge and understanding of other countries and cultures; • Creates a work environment in which cultural differences are understood and valued as a strength.

12EUROPEAN UNIVERSITY INSTITUTE - EUI Competency Framework Working with others Definition: Pro-actively involves others in sharing information, in taking team decisions and communicating results/progress to accomplish solutions. EFFECTIVE BEHAVIOURS • Seeks and listens to feedback and incorporates constructive suggestions to achieve collective objectives; • Openly and systematically shares ideas, innovations, best practice and failures with team; • Understands personal and team roles and responsibilities.

13EUROPEAN UNIVERSITY INSTITUTE - EUI Competency Framework ACHIEVING RESULTS Accountability Definition: Accepts full ownership and responsibility for their projects and when issues arise. Acknowledges and learns from mistakes without blaming others. EFFECTIVE BEHAVIOURS • Upholds all organisational rules and regulations to the letter and spirit; • Actively performs tasks in the assigned work area and understands their impact on other areas; • Implements decisions that have been agreed upon. Decision-making Definition: Proactively identifies key issues involved in a situation, takes action and makes commitments within their own area of responsibility in a timely manner. EFFECTIVE BEHAVIOURS • Involves hierarchy in the correct way to strengthen or speed-up the decision-making process; • Makes timely sound decisions that are supportive of organisation’s strategy and programme goals; • Takes ownership, accepts full and personal accountability; • Takes account of inputs from key stakeholders and internal experts in decision-making; • Involves team in contributing to key operational decisions. Delivery quality and results Definition: Is committed to produce quality results in an efficient and effective way; accepts responsibility and achieves goals despite obstacles such as pressures, limited resources or challenging deadlines. EFFECTIVE BEHAVIOURS • Sets SMART (specific, measurable, achievable, realistic, time-bound) goals and delivers results according to the specification; • Generates results by acting in a focused way and within the deadlines; • Anticipates and sees obstacles as challenges and approaches them with a positive can-do attitude; • Sets high levels of quality and productivity for self.

14EUROPEAN UNIVERSITY INSTITUTE - EUI Competency Framework Multitasking Definition: Works on different tasks or projects while meeting deadlines. EFFECTIVE BEHAVIOURS • Maintains a high level of detail and accuracy when performing multiple tasks. Negotiation skills Definition: Is able to work towards “win-win” solutions. Understands one’s counterparts and how to respond to them during negotiations, to potentially achieve value-adding results. EFFECTIVE BEHAVIOURS • Anticipates/ Is prepared to effectively respond to counterpart’s requests; • Is able to conduct negotiations in a timely and professional manner; • Owns excellent presentation/public speaking skills, which allows them to easily relate with counterparts. Problem Solving Definition: Breaks down a problem, situation or process into its component parts and uses judgement to decide what is essential to come up with a solution. EFFECTIVE BEHAVIOURS • Uses a variety of analytical techniques and tools appropriate to the context to analyse and solve the problem; • Follows a structured, systematic approach; • Analyses the different possible courses of action and then selects the best solutions. Project and Task Management Definition: Establishes, implements and monitors a systematic course of action for self or others to ensure accomplishment of a specific objective. Sets priorities and organises work to meet deadlines. EFFECTIVE BEHAVIOURS • Uses objectives as a basis for planning activities; • Prioritises properly considering resources and deadlines; • Reacts to changes promptly and re-organises activities; • Develops short- and long-term plans that anticipate future trends and identifies shortfalls.

15EUROPEAN UNIVERSITY INSTITUTE - EUI Competency Framework Stakeholders Orientation Definition: Understands internal/external stakeholders’ needs (e.g. colleagues, external providers, etc.) and provides solutions that strengthen relationships and improve customer satisfaction. EFFECTIVE BEHAVIOURS • Responds to and anticipates stakeholders’ needs in a timely and professional manner, regardless of their attitude; • Strives to consistently provide excellent standards and increase customer satisfaction; • Understands stakeholders’ immediate and long-term goals and works accordingly.

16EUROPEAN UNIVERSITY INSTITUTE - EUI Competency Framework VALUES Confidentiality Definition: Protects information that should not be disclosed with professionalism and discretion. EFFECTIVE BEHAVIOURS • Takes necessary actions to ensure that information is protected; • Acts in compliance with staff rules and data protection laws; • Uses carefully devices in public. Creativity & Innovation Definition: Questions the status quo and addresses emerging needs. Proposes creative solutions to develop new or improved processes, methods, systems or solutions. EFFECTIVE BEHAVIOURS • Is open minded, curious and willing to try out and further develop new ideas; • Thinks outside the box and finds innovative solutions to solve problems; • Takes initiative to adopt and implement new solutions where appropriate; • Is open to accept new external ideas and to apply them to own work. Ethics & Integrity Definition: Respects rules and procedures and their service is based on the highest professional and personal ethics including professionalism, dedication, loyalty, impartiality and confidentiality. EFFECTIVE BEHAVIOURS • Respects confidentiality: knows when and how to use confidential information; • Acts with honesty in performing the tasks assigned; • Contributes to create a culture of respect in the workplace; • Protects the reputation of colleagues and the Organisation in public. Initiative/ Proactivity Definition: Takes initiative to undertake actions to ensure effective performance and deliver results in a timely manner. EFFECTIVE BEHAVIOURS • Anticipates business needs and is usually «ahead of the wave»; • Offers support on several topics and is willing to take up challenges.

17EUROPEAN UNIVERSITY INSTITUTE - EUI Competency Framework Resilience Definition: Demonstrates resilience and stress tolerance by continuing to perform effectively when faced with time pressures, adversity and disappointment staying focused and optimistic and ultimately delivering results. EFFECTIVE BEHAVIOURS • Shows personal resilience and is able to effectively manage personal stress; • Is patient, tenacious, and resourceful when seeking information to satisfy a request or complete a project; • Views failures and mistakes as an opportunity to learn. Willingness to learn Definition: Demonstrates willingness and capacity to learn. Actively seeks to acquire knowledge, improve skills and use their capabilities to streamline work processes. Is curious, adaptable and willing to learn from others. EFFECTIVE BEHAVIOURS • Demonstrates curiosity to learn new skills or knowledge outside current expertise; • Is aware of current and emerging thinking, knowledge and skills in own area of expertise; • Identifies opportunities to improve and attends relevant training courses.

18EUROPEAN UNIVERSITY INSTITUTE - EUI Competency Framework TECHNICAL CAPABILITIES Budget Implementation Definition: Is well aware of the budgetary process, in which develops and applies deep expertise including the steps, procedures, reporting. EFFECTIVE BEHAVIOURS • Processes the transactions (commitments, payments) in line with the requirements of the financial cycle and budget planning; • Provides correct financial information as required; • Ensures compliance with legislation, policies and practices applicable to the appropriate and effective use of financial resources. Financial and Procurement Compliance Definition: Ensures that financial and procurement processes are executed in compliance with rules and regulations. EFFECTIVE BEHAVIOURS • Monitors the correct implementation of procurement and contracting rules/procedures; • Guarantees timely follow up of contract amendments and deviations; • Demonstrates knowledge of finance and procurement topics (terminology, standards, processes etc.), by providing adequate advise and support to internal stakeholders. Interviewing Skills Definition: Conducts and successfully manages interviews according to job description needs and eventually selecting the best candidates for the role. EFFECTIVE BEHAVIOURS • Establishes a good connection with candidates to make them feel comfortable; • Analyses candidate’s responses to draw conclusions; • Shows good manners and promotes organisational values to foster brand reputation during selection process. Knowledge - IT Definition: Shows confidence and proficiency for the usage of IT technologies that are essential to provide services (examples: MS Office, CRM Dynamics, ABAC, Dolphin, etc.).

19EUROPEAN UNIVERSITY INSTITUTE - EUI Competency Framework • Foundation: Applies knowledge of technology necessary for their role to enhance outcomes. • Advanced: Applies knowledge of technology necessary for their role at an expert level to enhance outcomes. • Mastery: Applies knowledge of technology necessary for their role at an expert level to enhance outcomes; stays current on technology applications and shares them with others. Provides input for possible system and business process improvements. Knowledge - Language Definition: Demonstrates a high level of proficiency on application of language knowledge required to meet the needs. • Foundation: Is able to handle simple correspondence and telephone conversations. Makes basic translations (e.g. small letters, basic reports…) - Level A1/A2 • Advanced: Deals with standard correspondence and conversations. Makes standard business related translations - Level B1/B2 • Mastery: Deals with complex correspondence and conversations. Makes complex business related translations (specific / technical terminology) - Level C1/C2 Knowledge – Organisational Definition: Has comprehensive knowledge of the resources (human and technical) and processes that are involved in the operations of the Organisation. EFFECTIVE BEHAVIOURS • Supports knowledge sharing within the Organisation; • Protects and develops the know-how within own domain; • Understands and promotes organisational culture. Knowledge – Processes and Procedures Definition: Understands and applies knowledge of Institute’s statutes, regulations, policies, and procedures. EFFECTIVE BEHAVIOURS • Maintains comprehensive working knowledge of related statutes, regulations, policies, and procedures affecting assigned areas; • Provides advice and guidance concerning statutes, regulations, policies, and procedures.

20EUROPEAN UNIVERSITY INSTITUTE - EUI Competency Framework Legal Analysis Definition: Accesses relevant regulatory and case study sources to inform legal issues; accurately conducts and documents the analysis of legal issues; familiarises oneself quickly with new areas of law and regulations. EFFECTIVE BEHAVIOURS • Distinguishes between critical and irrelevant pieces of information; • Offers appropriate clear, precise and intelligible reasoning; • Independently engages in tasks requiring interpretation of intricate and potentially equivocal legal instruments. Office Administration Definition: Demonstrates expert knowledge of office policies and procedures. EFFECTIVE BEHAVIOURS • Carefully prepares for meetings, travel, and conferences for others; • Develops and uses systems to organise and keep track of information or work progress; • Excellent document management capabilities; • Works in a timely fashion way and within deadlines. Presentation Skills Definition: Demonstrates confidence and competence as a presenter who can adjust style to address a wide range of audiences. EFFECTIVE BEHAVIOURS • Presents own ideas and opinions in a confident manner; • Delivers engaging presentations responding to audience needs; • Is able to convey the message with compelling arguments; • Adapts their style of communication according to the audience characteristics. Reporting Skills Definition: Identifies the usefulness of numeric and non-numeric data in relation with management needs and structures reports accordingly. EFFECTIVE BEHAVIOURS • Interprets numbers and figures to draw conclusions; • Presents data in a clear and structured manner; • Produces high quality reports with ad-hoc insights and suggestions.

21EUROPEAN UNIVERSITY INSTITUTE - EUI Competency Framework Risk Management Definition: Detects and proposes solutions with the involvement of internal stakeholders to proactively mitigate potential risks that might affect the achievement of objectives. EFFECTIVE BEHAVIOURS • Considers the causes and sources of risk, their positive and negative consequences, and the probability of occurrence; • Identifies strategies to reduce threats or leverage opportunities by, for instance, avoiding the risk or removing the source of risk; • Brainstorms with colleagues to identify the possible risks by objective to evaluate threats and opportunities. Technological awareness Definition: Understands applicability and limitations of technology to the work of the office. EFFECTIVE BEHAVIOURS • Keeps abreast of available technology; • Actively seeks to apply technology to appropriate tasks; • Shows willingness to learn new technology.

22EUROPEAN UNIVERSITY INSTITUTE - EUI Competency Framework LEADERSHIP Building Trust Definition: Provides an environment in which others can talk and act without fear of repercussion. EFFECTIVE BEHAVIOURS • Operates with transparency; has no hidden agenda; • Places confidence in colleagues, staff members and clients; • Gives proper credit to others; • Follows through on agreed actions; • Treats sensitive and confidential information appropriately. Change Management Definition: Plans, manages and promotes change with a long-term perspective, reducing uncertainties and managing reluctance towards change while encouraging others to enable change. EFFECTIVE BEHAVIOURS • Recognises the need for change to ensure the success of the Organisation; • Contributes with ideas and innovative approaches; • Is positive towards required changes and helps others to embrace the implementation process; • Looks to minimise the potential ambiguities through clarifying information, data or requests. Coaching Skills Definition: Plans and supports the development of individuals’ skills and abilities so that they can fulfil current or future job/role responsibilities more effectively. EFFECTIVE BEHAVIOURS • Works with individuals to identify areas for development, understands need for improvement, and sets specific development goals; • Has good listening skills and is able to show empathy; • Gives individuals specific feedback on their performance related to established goals; • Designs a formal plan for career development of others.

23EUROPEAN UNIVERSITY INSTITUTE - EUI Competency Framework Conduct Meeting Definition: Expresses their point of view with clear arguments and examples, involving all the stakeholders in the discussion and eventually facilitating a common understanding and concluding main decisions and follow-up. EFFECTIVE BEHAVIOURS • Demonstrates belief in own point of view but shows openness to others’ opinion; • Sets goals for meetings and manages to bring solutions at the end of the discussion; • Respects timeline and schedule, avoiding waste of time. Networking Definition: Builds long-term, trusting relationships with internal/external stakeholders, inspires trust and respect and is able to discuss business issues credibly with clients. EFFECTIVE BEHAVIOURS • Interacts pleasantly and positively with others with both verbal and non- verbal signs; • Maintains and promotes good working relations with others; • Makes the best use of network to reach objectives and create opportunities; • Contributes constructively to the resolution of problems and facilitates dialogue. Strategic Thinking Definition: Shares and contributes to the vision and mission of the Organisation and department/service. Identifies long-term opportunities, risks and challenges and provides input according to strategic plan. EFFECTIVE BEHAVIOURS • Takes action to translate the Organisation/ department / service’s mission and vision into a clear operational strategy; • Leads changes and supports the new strategies and actively contribute to implement and embed these changes; • Is capable to put into practice plans with a long-term view; • Empowers others to make decisions in line with the strategy.

24EUROPEAN UNIVERSITY INSTITUTE - EUI Competency Framework Team Management Definition: Encourages team synergy and creates a sense of unity and purpose within and between teams. Deals with team conflict and dynamics to create a safe environment. EFFECTIVE BEHAVIOURS • Looks to create synergies within and between teams and strives to implement a harmonised team spirit; • Praises both individual and team success; • Builds relationships and networks across the Organisation to share with peers a sense of common goals and purpose; • Fosters cooperation within the team and between departments/services.

HUMAN RESOURCES SERVICE European University Institute Convento di San Domenico Via delle Fontanelle 19 50014 San Domenico di Fiesole (FI), Italy [email protected] Tel. +39 055 4685 484 eui.eu Check out all EUI job opportunities. For further information please see our booklet on Work and Life of EUI staff.

Required material not fully verified https://www.eui.eu/Documents/ServicesAdmin/PersonnelService/Administrative-Positions/Work-and-Life-of-EUI-Support-Staff.pdf — EUI additional original HTTP 404 https://www.eui.eu/Documents/ServicesAdmin/PersonnelService/Administrative-Positions/EUI-Competency-Framework.pdf — Unread PDF opening action https://www.eui.eu/Documents/ServicesAdmin/PersonnelService/Administrative-Positions/EUI-Competency-Framework.pdf — Unread image on page 1: bf58416a0158c0a0333f8c8bf96d4b939a49acf53d407f9b741752181f7b6d65 The original prints President’s Decision no. 4/2025 but links PD-40-2025.pdf; the reference mismatch remains unresolved.

Original application and information links https://www.eui.eu/Documents/ServicesAdmin/PersonnelService/Administrative-Positions/2025/TR.HAR.1.OPEN.2025.pdf https://apps.eui.eu/Vacancies/ApplicationSubmission/Index/1507 https://www.eui.eu/en/academic-units/historical-archives-of-the-european-union https://www.eui.eu/en/academic-units/historical-archives-of-the-european-union/alcide-de-gasperi-research-centre/adgrc-seminar-series https://www.eui.eu/ https://www.eui.eu/Documents/AboutEUI/JobOpportunities/PD-40-2025.pdf https://www.eui.eu/Documents/AboutEUI/JobOpportunities/PD-16-2023.pdf https://www.eui.eu/Documents/ServicesAdmin/PersonnelService/Administrative-Positions/EUI-Competency-Framework.pdf https://www.eui.eu/en/services/library https://www.eui.eu/en/services/academic-service/language-centre https://www.eui.eu/ServicesAndAdmin/ExtracurricularActivities https://www.eui.eu/events mailto:[email protected] https://www.eui.eu/About/JobOpportunities/Traineeships mailto:HumanResourcesService%40eui.eu?subject= https://www.eui.eu/en/home https://www.eui.eu/About/JobOpportunities https://www.eui.eu/Documents/ServicesAdmin/PersonnelService/Administrative-Positions/Work-and-Life-of-EUI-Support-Staff.pdf