Seconded National Expert – Gender-based Violence — Profile 1 – Statistical/Data

Profile 1 – Statistical/Data

EIGE/2026/SNE/03/GBV

Official closing time: 11 November 2026, 13:30 Europe/Vilnius

The European Institute for Gender Equality (EIGE)[1] invites applications with a view to establish a reserve list for the post of Seconded National Expert – Gender-Based Violence (GBV).

The registration of applications begins on 6 October 2026 and will close on 11 November 2026 at 13:30 Eastern European Time.

The Agency

Based in Vilnius, Lithuania, EIGE is a decentralised agency of the European Union (EU) entrusted with specific objectives envisaged to contribute and strengthen the promotion of gender equality.

To achieve its goals, the Agency collects and analyses comparable and reliable information at EU level and develops appropriate methodological tools for the integration of gender equality into all EU policies. It fosters the exchange of good practices and dialogue between stakeholders and raises EU citizen awareness of this policy area by providing technical assistance to EU institutions, in particular the European Commission, as well as the authorities of the Member States.

In the course of its work to promote and strengthen gender equality, EIGE supports policymakers with high-quality research and comparable data relevant to their work.

Job description

Context

Combating gender-based violence (GBV) is one of the European Commission’s policy priorities, as set out in the Roadmap for Women’s Rights and the Gender Equality Strategy 2026–2030.

In 2023, the European Union ratified the Council of Europe Convention on preventing and combating violence against women and domestic violence (CETS No. 210), known as the Istanbul Convention. In May 2024, Directive (EU) 2024/1385 of the European Parliament and of the Council of 14 May 2024 on combating violence against women and domestic violence was adopted.

The Directive criminalises at EU level certain forms of violence against women, including specific forms of online violence, and requires Member States to put in place comprehensive measures concerning prevention, protection, access to justice, support, coordination and cooperation between authorities. It also establishes requirements for the collection, development, production and dissemination of statistics on violence against women and domestic violence.

These developments have increased the demand from EU institutions and Member States for evidence, expertise and practical support to strengthen institutional responses to violence against women and domestic violence. They also require robust, comparable and high-quality data to inform effective policies and monitor progress.

EIGE is mandated to support Member States and EU institutions through evidence-based research, data collection and analysis, development of common standards and indicators, and the provision of gender equality expertise.

Against this background, EIGE is establishing a Seconded National Expert (SNE) vacancy with two complementary profiles:

• Profile 1 – Statistical/Data

• Profile 2 – Legal/Policy

The purpose of the vacancy is to strengthen EIGE’s capacity and expertise in gender-based violence and gender equality, both in relation to ongoing work and to emerging and future needs arising from EU legislation, policy developments and data requirements.

The selection procedure will therefore seek candidates with either a strong statistical/data profile or a strong legal/policy profile. The two profiles have a number of common requirements, while additional profile-specific criteria will be applied according to the candidate’s area of expertise.

The selection procedure will aim to establish a reserve list comprising up to three candidates for the Statistical/Data profile and up to three candidates for the Legal/Policy profile, for a maximum of six candidates in total. Candidates placed on the reserve list may be considered for secondment according to EIGE’s ongoing and future operational needs and subject to the applicable rules and availability of suitable secondment arrangements.

Job profile and duties

Under the supervision of the Head of the Research and Policy Support Unit and the relevant Team Leader, and working in close collaboration with colleagues across EIGE, the selected SNEs will enhance the Unit’s operational, analytical and research capacity in the area of gender-based violence and gender equality.

The posts require a very good understanding of gender equality and/or gender-based violence, strong analytical and research skills, the ability to work with EU and international policy frameworks, and excellent written and oral communication skills in English.

The duties will differ according to the selected profile as follows.

Profile 1 – Statistical/Data

The SNE appointed under the Statistical/Data profile will contribute primarily to the development, collection, validation, analysis and dissemination of statistical information and evidence on gender-based violence and gender equality.

The tasks may include:

• Collect, process and analyse existing EU-wide data, including microdata, and produce statistics and analytical outputs in assigned research areas;

• Contribute to the implementation and further development of EIGE’s EU-wide data collections, including administrative, survey and other relevant data sources;

• Support the identification, assessment and use of relevant national, EU and international data sources;

• Develop, review and improve statistical indicators relevant to measuring the incidence and prevalence of gender-based violence and progress in gender equality;

• Contribute to the development of new indicators and methodologies responding to emerging policy and legislative needs;

• Assess and validate the quality, comparability and consistency of statistical methods and data;

• Identify limitations, gaps and inconsistencies in available data and propose approaches to improve data quality and comparability;

• Produce comparative statistical analysis and data visualisations for research, policy and dissemination purposes;

• Analyse microdata and conduct policy-relevant interpretative and comparative analysis;

• Contribute to the analysis and use of administrative data from the justice sector and other relevant sectors in the context of the implementation of Directive (EU) 2024/1385;

• Support the planning, implementation, quality assurance and final evaluation of statistical and research outputs delivered by EIGE contractors;

• Develop and maintain statistical information exchange with relevant national, international and EU services;

• Follow developments in statistical methodologies, data sources and data collection practices relating to gender-based violence and gender equality at national, European and international levels;

• Contribute to the identification of data needs arising from EU legislation and policy developments;

• Provide statistical and methodological input to EIGE research, reports, indicators, policy briefs and other outputs;

• Contribute to multidisciplinary work with legal and policy colleagues, ensuring that statistical evidence is appropriately interpreted and translated into policy-relevant findings;

• Contribute, as appropriate, to the monitoring and follow-up of relevant recommendations arising from the Istanbul Convention and GREVIO processes, particularly where statistical evidence and data are concerned.

Profile 2 – Legal/Policy

The SNE appointed under the Legal/Policy profile will contribute primarily to legal, policy, institutional and comparative analysis concerning gender-based violence, gender equality and related EU and international frameworks.

The tasks may include:

• Analyse EU and national legal and policy frameworks relevant to gender-based violence and gender equality;

• Contribute to the implementation of the provisions of Directive (EU) 2024/1385 falling within EIGE’s mandate;

• Contribute to legal and policy analysis concerning the criminalisation of forms of violence against women, including rape, femicide and relevant forms of online gender-based violence;

• Analyse the implementation of EU legislation and policies relevant to preventing and addressing violence against women and domestic violence;

• Assess new and emerging EU legislation, including legislation in the areas of security, migration and asylum, from a gender equality and gender-based violence perspective;

• Analyse the potential implications of EU and national legislation and policies for women experiencing gender-based violence;

• Conduct comparative analysis of national legislation, policies, institutional arrangements and practices relating to gender-based violence and gender equality;

• Identify and assess good practices, gaps and challenges in national responses to violence against women and domestic violence;

• Contribute to the analysis and follow-up of GREVIO recommendations relevant to EIGE’s mandate, including the identification of priorities and areas for further action;

• Contribute to legal and policy analysis concerning the implementation of the Istanbul Convention and other relevant international standards;

• Analyse the interaction between legal, policy and institutional frameworks and the availability and use of administrative and statistical data on gender-based violence;

• Contribute to the assessment of the implementation and impact of relevant EU legislation and policies;

• Produce high-quality analytical, legal and policy-oriented reports, briefing notes and other outputs;

• Support the development of policy recommendations based on evidence and comparative analysis;

• Follow relevant legislative and policy developments at EU, national and international levels and identify emerging issues relevant to EIGE’s mandate;

• Develop and maintain professional exchanges with relevant national administrations, EU institutions and agencies, international organisations and other stakeholders;

• Contribute to multidisciplinary research and analytical work with statistical/data specialists and other EIGE colleagues.

Formal requirements & selection criteria

Formal requirements

To be considered eligible for selection, an applicant must meet the following formal requirements by the closing date of this call:

• a university degree, or a level of formation which corresponds to completed university studies attested by a diploma and appropriate professional experience of at least one year when the normal period of university education is at least three years;

• very good command of both spoken and written English, which is the predominant working language at the Agency, and a satisfactory knowledge of a second EU language;

• entitlement to full rights as a European citizen or nationality of an EU candidate country or an EFTA country or a country with which the European Council has decided to open accession negotiations, and which has concluded a specific agreement with the Commission on staff secondments;

• any obligations imposed by the national laws concerning military service.

The eligibility requirements are identical for both profiles.

Candidates who do not meet all formal eligibility requirements will not be considered further in the selection procedure.

Selection criteria

All eligible candidates will be assessed against the common selection criteria and, depending on the profile for which they apply, the relevant profile-specific criteria.

A. Common essential criteria – applicable to both profiles

Candidates must demonstrate:

• At least four years of professional experience gained after the award of the relevant qualification and at a level corresponding to the responsibilities and tasks described in this vacancy;

• Substantial professional experience in the field of gender-based violence, gender equality and/or social statistics;

• Proven ability to analyse, interpret and critically assess relevant evidence and information;

• Evident organisational skills, including the ability to manage priorities, work under pressure and meet tight deadlines;

• Excellent interpersonal and problem-solving skills and the ability to work effectively with multiple stakeholders in a multicultural and multidisciplinary environment;

• Demonstrated understanding of the policy and institutional context in which gender-based violence and gender equality are addressed.

B. Profile-specific essential criteria – Statistical/Data profile

In addition to the common essential criteria, candidates applying for the Statistical/Data profile must demonstrate:

• Substantial professional experience in quantitative/statistical research and analysis relevant to gender-based violence and/or gender equality;

• Proven experience in collecting, processing, analysing and interpreting quantitative data;

• Proven experience with statistical methods and techniques appropriate to the candidate’s area of expertise;

• Proven ability to assess data quality, comparability, reliability and limitations;

• Experience working with official statistics and, where relevant, survey and/or administrative data;

• Proven ability to develop, use or assess statistical indicators relevant to gender-based violence and/or gender equality;

• Experience analysing microdata and/or conducting comparative statistical analysis;

• Proven experience with data-analysis software, such as Excel, SPSS, Stata, R or equivalent tools;

• Ability to translate statistical findings into clear, policy-relevant analytical conclusions.

C. Profile-specific essential criteria – Legal/Policy profile

In addition to the common essential criteria, candidates applying for the Legal/Policy profile must demonstrate:

• Substantial professional experience in legal, policy, institutional and/or comparative analysis relevant to gender-based violence and/or gender equality;

• Proven ability to analyse and interpret legal and policy frameworks and assess their practical implications;

• Experience producing high-quality legal, analytical and/or policy-oriented reports;

• Experience with EU and/or international legal and policy frameworks relevant to gender-based violence and/or gender equality;

• Proven ability to conduct comparative analysis of legislation, policies, institutional arrangements and/or national practices;

• Ability to assess the implementation and potential impact of legislation and policies from a gender equality and gender-based violence perspective;

• Ability to identify gaps, challenges, good practices and areas for policy or legislative improvement;

• Ability to interpret and use relevant official statistical and other evidence in support of legal and policy analysis.

Advantageous criteria

The following criteria will be considered advantageous for candidates under either profile, where relevant:

• Knowledge of EU policies and legislation related to gender-based violence and/or gender equality;

• Knowledge of Directive (EU) 2024/1385 on combating violence against women and domestic violence;

• Knowledge of the Istanbul Convention and relevant GREVIO recommendations;

• Experience working with EU institutions, agencies, national administrations or international organisations;

• Experience working in a multidisciplinary and/or multicultural environment;

• Experience establishing and maintaining professional networks and cooperation with national, European or international stakeholders;

• Knowledge of emerging forms of gender-based violence, including technology-facilitated and online violence;

• Experience working with justice-sector, migration, asylum, security or other administrative data and/or policy frameworks relevant to gender-based violence.

Selection procedure and application

Selection procedure

Only duly completed applications submitted electronically within the deadline will be taken into consideration.

All applications will first be examined to establish whether candidates meet the formal eligibility requirements set out in section 2.1.

A selection panel will be appointed by EIGE to conduct the selection procedure and to shortlist candidates for both profiles. The same selection panel will assess applications against the applicable common and profile-specific selection criteria, ensuring a consistent and transparent approach across the two profiles.

All applicants will be treated equally and assessed objectively against the selection criteria applicable to the profile for which they apply. Candidates will be assessed on the basis of the evidence provided in their application concerning their qualifications, professional experience, expertise and suitability for the duties of the relevant profile.

Following the assessment of admissible applications, the best-qualified candidates may be invited to an interview. Interviews will be conducted in English.

The selection procedure is intended to establish one reserve list covering both profiles, with:

• up to 3 candidates for the Statistical/Data profile; and

• up to 3 candidates for the Legal/Policy profile.

The reserve list may therefore contain up to 6 candidates in total.

Inclusion on the reserve list does not create an entitlement to secondment. Candidates on the reserve list may be considered for secondment where a suitable need arises, in accordance with EIGE’s applicable rules, the Agency’s priorities and operational requirements, and subject to the availability and agreement of the candidate’s employing administration.

The reserve list is intended to provide EIGE with access to appropriate expertise for ongoing and future needs in the field of gender-based violence, including needs arising from developments in EU legislation, implementation of Directive (EU) 2024/1385, the Istanbul Convention, data requirements, research activities and emerging policy priorities.

The chosen candidate(s), as appropriate, will be requested to provide:

• A copy of an identity card, passport or other official document specifying citizenship;

• A copy of the diploma certifying the required level of academic qualifications;

• Documentary evidence of professional experience, clearly indicating starting and finishing dates.

Copies of the above-mentioned documents will be retained by the Agency in accordance with applicable data protection requirements.

If at any stage of the procedure it is established that information provided in the application has been knowingly falsified, the candidate shall be disqualified from the procedure.

The secondment shall be formalised through an exchange of letters between the Agency and the employer of the selected SNE.

Applications

Candidates should clearly indicate in their application whether they are applying for:

• Profile 1 – Statistical/Data, or

• Profile 2 – Legal/Policy.

Candidates should demonstrate explicitly how their qualifications and professional experience meet both the common essential criteria and the profile-specific essential criteria applicable to their chosen profile.

Where a candidate has substantial expertise relevant to both profiles, this may be indicated in the application. However, candidates should identify the profile under which they wish to be primarily assessed.

For applications to be valid, candidates must complete the EIGE application form, available only in English, and forward it electronically to [email protected]. The subject title should include the vacancy reference number.

Applications may also be forwarded to EIGE on behalf of applicants by the Permanent Representations of the EU Member States.

Applicants are requested not to attach supporting documents at this stage, such as copies of identity cards, diplomas or evidence of previous professional experience. Only candidates shortlisted following the assessment and interview stage will be asked to provide documentary evidence for verification.

Applications will not be returned to candidates but will be retained by the Agency in accordance with its applicable data protection requirements.

Due to the large volume of applications, the Agency regrets that only candidates selected for the interview stage will be contacted.

Conditions of secondment

The purpose of the secondment is to provide the SNE with experience of the Agency's working methods and policies, to enable them to gain practical experience and understanding of the day-today work of its work and to give them the opportunity to work in a multicultural, multilingual environment. It also serves to enable staff of national administrations to put into practice the knowledge they have acquired in their studies, particularly in their respective areas of responsibility.

The SNE shall remain in the service of his/her employer throughout the period of secondment. The employer shall continue to pay the SNE's salary and maintain his/her administrative status and social rights, including social security and pension rights, throughout the secondment. The SNE shall be entitled to a daily subsistence allowance and a monthly subsistence allowance in accordance with Article 16 of EIGE Management Board Decision MB/2024/003 on the engagement and use of Seconded National Experts (SNEs) and National Experts in Professional Training (NEPTs).

The subsistence allowances are granted under the same conditions as the expatriation allowance for officials. The applicable amounts are based on the corresponding amounts for Brussels and take into account the correction coefficient applicable to Lithuania. The allowances are intended to cover living expenses at the place of secondment on a flat-rate basis and do not constitute remuneration paid by EIGE.

Candidates should ensure that their employer supports their candidacy and, if selected, is prepared to fulfil the obligations applicable to the secondment, including the continued payment of the SNE’s salary throughout the period of secondment.

The initial period of secondment will be for a minimum of one year. It may be extended in accordance with the applicable EIGE Rules on the engagement and use of Seconded National Experts (SNEs).

The place of secondment is EIGE’s office in Vilnius, Lithuania.

Independence & declarations of interest

The selected SNE will be required to enter into a commitment to act independently in the public interest and to make complete declarations of any direct or indirect interests that might be considered prejudicial to his or her independence.

Equal opportunities

The Agency applies a policy of equal opportunities in line with the formal requirements noted above.

Applications are accepted without distinction on any grounds of gender, race, colour, ethnic or social origin, genetic features, language, religion or belief, political or any other opinion, membership of a national minority, property, birth, disability, age or sexual orientation.

EIGE is committed to promote diversity and inclusion in its working environment and organisational culture. This includes Reasonable Accommodation for applicants with a disability[3].

Appeal procedures

If a candidate considers that s/he has been adversely affected by a particular decision, s/he can lodge a complaint under Article 90(2) of the Staff Regulations of Officials of the European Union and Conditions of Employment of Other Servants of the European Union, by writing to The Director, European Institute for Gender Equality, Gedimino Prospektas 16, Vilnius, Lithuania LT01103.

The complaint must be lodged within three months. The time limit for initiating this type of procedure (see Staff Regulations as modified by Council Regulation No 723/2004 of 22nd March 2004 published in the Official Journal of the European Union L 124 of 27th April 2004) starts to run from the time the candidate is notified of the act adversely affecting her/him.

Candidates may also submit a complaint to the European Ombudsman concerning possible instances of maladministration by EIGE. Before submitting a complaint to the European Ombudsman, candidates should make use of the relevant administrative remedies available to them.

A complaint to the European Ombudsman does not suspend the applicable time limits for lodging an administrative complaint or bringing judicial proceedings.

Protection of personal data

As the body responsible for organising the competition, the EIGE ensures that applicants’ personal data are processed as required by 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. This applies in particular to the confidentiality and security of such data.

Personal data shall thus be processed solely for the purpose of the selection procedure.

Lithuania and life in Vilnius

Lithuania is a Member State of the European Union and part of the Schengen Area. Its western coastline along the Baltic Sea is renowned for natural beauty, including sandy beaches, dunes and pine forests.

Vilnius, the capital, has a population of just over 550,000 and is situated on the banks of the river Neris. The city is known for its abundant green spaces and safe, family-friendly environment, offering excellent opportunities for outdoor and recreational activities. Vilnius combines rich cultural heritage, including Baroque, Gothic, Renaissance and classical architecture, with a vibrant contemporary life, making it attractive for both professionals and families. Its medieval old town is one of the largest preserved in Europe and has been a UNESCO World Heritage site since 1994.

Vilnius is the country’s main centre for politics, business, science, culture and innovation. It hosts a growing number of international conferences, professional networks and cultural events, offering a dynamic yet accessible urban environment. The city centre is compact, well-maintained and considered very safe.

Public transport is efficient, and most areas of the city are easily accessible. EIGE’s premises are located in the Europe House on Gedimino prospektas, the main thoroughfare, with convenient access to public transport, services, cultural venues and educational facilities.

Vilnius hosts several international and bilingual schools, , that provide high-quality education. The city is also home to a wide range of cultural and entertainment options, from museums, theatres and music venues to restaurants, cafés and sports facilities, providing a balanced lifestyle for both work and family life.

Further information is available on the websites of Go Vilnius and Invest Lithuania.

Footnotes

[1]Established by the European Parliament: See Council Regulation (EC) No 1922/2006 of 20 December 2006 (OJ L 403/9 of 30.12.2006).^

[2]Available here: https://eige.europa.eu/sites/default/files/documents/04-engagement-rule…;^

[3]See EIGE’s Director’s decision 268/2022 on Reasonable Accommodation and the reference in the application form.

Complete linked secondment rules https://eige.europa.eu/sites/default/files/documents/04-engagement-rules-of-snes-and-nept_20240312_mbd.2024.003.pdf

DECISION OF THE MANAGEMENT BOARD Event: Written procedure - EIGE.MB.WP-2024.001 Date: 12 March 2024, Vilnius Reference: MB/2024/003 Title: Rules on the engagement and use of Seconded National Experts (SNEs) and National Experts in Professional Training (NEPTs) to the European Institute for Gender Equality Having regard to • Regulation (EC) No 1922/2006 of 20 December 2006 establishing the European Institute for Gender Equality (‘EIGE’), and in particular Article 13.2 thereof, • Staff Regulations of Officials (‘Staff Regulations’) and the Conditions of Employment of Other Servants (‘CEOS’) of the European Union laid down by Council Regulation (EEC, Euratom, ECSC) No 259/68, and in particular Articles 2, 4, 5, 7, 29 and 44 thereof, Whereas (1) It is highly desirable to foster an exchange of professional experience in and knowledge of European policies by temporarily assigning experts from the Member States to EIGE. (2) EIGE benefits from the high level of professional knowledge and experience of Seconded National Experts (SNE s), particularly in areas where such expertise is not readily available in house. (3) SNEs should be drawn from government or State departments in EFTA and EU Member States, and should also be sought from the national, regional or local public administration or an intergovernmental organisation ( IGO) , the European Economic Area (EEA), candidate countries or a country with which the European Council has decided to open accession negotiations , and which has concluded a specific agreement with the European Commission on staff secondments. (4) The rights and obligations of SNEs should ensure that these experts carry out their duties solely in the interest of EIGE. (5) EIGE’s Single Programming Document refers to the engagement of SNEs. (6) While t hese rules are not subject to the agreement of the European Commission pursuant to Article 110(2) of the Staff Regulations , they have

been based on draft rules prepared by the European Commission for agencies. (7) On 22 June 2010, the Management Board adopted the Rules on the engagement and use of Seconded National Experts and National Experts in Professional Training to the European Institute for Gender Equality (‘Rules on the engagement and use of SNEs and NEPTs’ or ‘the SNE Rules’ ) adopted by Management Board Decision No MB/2010/011. (8) On 12 December 2012, the Management Board amended the SNE Rules on the engagement and use of SNEs and NEPTs so as to take into account a decision governing the reimbursement of school fees for the children of experts seconded to EIGE adopted by Management Board Decision No MB/2012/50. (9) On 10 December 2015, the Management Board revised the SNE Rules to reflect several moderate administrative changes adopted by Management Board Decision No MB/2015/013. (10) On 4 April 2017, the Management Board amended the SNE Rules to enable the application of supplementary education allowances to children of SNEs attending schools in Vilnius adopted by Management Board Decision No MB/2017/001. (11) On 12 October 2022, the Management Board added coherence and clarity based on lessons learned since 2017 to enhance this instrument’s benefit to EIGE, introducing revisions to increase the maximum possible duration of a secondment from six to eight years and to limit the place of employment of such secondments to Vilnius. (12) In line with established European Commission practice, an annual travel allowance entitlement does not apply to SNEs . Therefore, to ensure legal coherence and clarity in the SNE Rules applied at EIGE , it is necessary to remove from Article 19 the reference to a flat rate payment equal to the cost of a return journey from his/her place of secondment to her/his place of origin for her/himself, her/his spouse and any dependent children.

DECISION: Article 1 The Management Board adopts the Rules on the engagement and use of Seconded National Experts (SNEs) and National Experts in Professional Training (NEPTs) to the European Institute for Gender Equality enclosed herewith.

Article 2 Final provisions This Decision repeals and replaces the Rules adopted by Management Board Decision No MB/2022/006 of 12 October 2022.

Article 3 Entry into force This Decision shall take effect on the day following its adoption.

Esther van Dijk Chairperson Management Board

Rules on the engagement and use of Seconded National Experts and National Experts in Professional Training to the European Institute for Gender Equality

Adopted by Management Board Decision No MB/2024/003 of 12 March 2024

In force as of 13 March 2024, Ref. Management Board Decision No MB/2024/003 of 12 March 2024

5 CONTENTS CONTENTS ..........................................................................................................5 CHAPTER I ...........................................................................................................7 GENERAL PROVISIONS ......................................................................................7 Article 1 - Scope and definitions .....................................................................7 Article 2 - Cost-free SNEs ..............................................................................8 Article 3 - Selection procedure .......................................................................8 Article 4 - Period of secondment ....................................................................9 Article 5 - Place of secondment .....................................................................9 Article 6 - Duties ........................................................................................... 10 Article 7 - Rights and obligations .................................................................. 10 Article 8 - Level, professional experience and knowledge of languages ...... 12 Article 9 - Suspension of secondment .......................................................... 12 Article 10 - Termination of periods of secondment ....................................... 12 CHAPTER II ........................................................................................................ 13 WORKING CONDITIONS ................................................................................... 13 Article 11 - Social security, accident insurance ............................................ 13 Article 12 - Working hours ............................................................................ 13 Article 13 - Sick leave ................................................................................... 14 Article 14 - Annual, special leave and official holidays ................................. 14 Article 15 - Maternity leave ........................................................................... 15 CHAPTER III ....................................................................................................... 15 ALLOWANCES & EXPENSES ............................................................................ 15 Article 16 - Subsistence allowances ............................................................. 15 Article 17 - Non-review of allowances .......................................................... 16 Article 18 - Place of origin ............................................................................ 16 Article 19 - Travel expenses ......................................................................... 17 Article 20 - Administration ............................................................................ 17 Article 21 - Missions and mission expenses ................................................. 17 Article 22 - Training ...................................................................................... 18 CHAPTER IV ....................................................................................................... 18 APPEALS ............................................................................................................ 18

In force as of 13 March 2024, Ref. Management Board Decision No MB/2024/003 of 12 March 2024

6 Article 23 - Appeals procedure ..................................................................... 18 CHAPTER V ........................................................................................................ 18 ADMINISTRATIVE & BUDGETARY PROVISIONS ............................................ 18 Article 24 - Taking up duties ......................................................................... 18 Article 25 - Settlement of expenditure .......................................................... 18 CHAPTER VI ....................................................................................................... 19 NATIONAL EXPERTS IN PROFESSIONAL TRAINING ..................................... 19 Article 26 - General provisions and definitions ............................................. 19 Article 27 - Purpose of the professional training ........................................... 19 Article 28 - Eligibility ..................................................................................... 19 Article 29 - Selection of candidates .............................................................. 19 Article 30 - Duration of the professional training .......................................... 20 Article 31 - Organisation of the professional training .................................... 20 Article 32 - Suspension of the professional traineeship................................ 20 Article 33 - Working conditions and remuneration ........................................ 20 Article 33 - Reports and certificate of attendance ........................................ 21 CHAPTER VI ....................................................................................................... 21 FINAL PROVISIONS ........................................................................................... 21 Article 34 - Delegation .................................................................................. 21

In force as of 13 March 2024, Ref. Management Board Decision No MB/2024/003 of 12 March 2024

7 CHAPTER I General Provisions Article 1 - Scope and definitions 1. These Rules are applicable to national experts seconded to EIGE , hereinafter referred to as Seconded National Experts (SNEs). SNEs are staff employed by a national, regional or local public administration or an IGO who are seconded so that EIGE can use their expertise in a particular field. For the purposes of this Decision, the public administration means all State administrative services at central, federal and regional level, comprising ministries, government and parliament services, the courts, central banks, and the administrative services of local authorities, as well as the decentralised administrative services of the State and of such authorities. 2. The persons covered by these Rules must have worked for their employer on a permanent or contract basis for at least 12 months before their secondment and shall remain in the service of that employer throughout the period of secondment. The SNE's employer shall thus undertake to continue to pay his/her salary, to maintain his/her administrative status (permanent official or contract staff member) throughout the period of secondment and to inform EIGE ’s management of any change in the SNE's situation in this regard. The SNE's employer shall also continue to be responsible for all his/her social rights, particularly social security and pension. The termination of , or change in, the SNE's administrative status (permanent official or contract staff member) may lead to the termination of his/her secondment by EIGE, without notice, in accordance with Article 10(2)(c) (termination of periods of secondment). 3. Except where EIGE ’s Director grants a derogation, an SNE shall be either a national of a Member State or of an EU candidate country or an EFTA country or a country with which the European Council has decided to open accession negotiations and which has concluded a specific agreement with the Commission on staff secondments. When a secondment is being planned, EIGE shall ensure the geographical and gender balance and compliance with the principle of equal opportunities, in accordance with the principles set out in Article 1d and Article 27 of the Staff Regulations. EIGE shall monitor compliance and shall take the necessary measures to ensure balanced representation of SNEs. 4. When accepting an SNE into its ranks EIGE shall ensure that the SNE’s employer is:

- an independent university or research organisation which does not set out to make profits for redistribution; or - in fact part of the public sector.

For the purposes of this Decision, to qualify as being part of the public sector, the SNE's employer must meet all the following conditions:

In force as of 13 March 2024, Ref. Management Board Decision No MB/2024/003 of 12 March 2024

8 - it must be attached to a public administration, as defined in paragraph 1, and specifically it must have been created by legislation or regulation; - its resources must come primarily from public funding; - any activities in which it competes against other private or public entities on the market must represent less than half of its activities.

5. Exceptionally and where justified by the interest of the service, EIGE’s Director may authorise the secondment of an SNE by an employer that does not meet one or more of the above criteria. EIGE shall regularly report to the Commission on the use of this procedure. To this end, the Permanent Representation concerned and, where appropriate, the EFTA Secretariat, the IGO and the diplomatic missions of non- member countries concerned shall supply EIGE’s Human Resources o ffice with all the necessary facts to enable the Director to assess whether the various criteria are satisfied and to take an informed decision. The Director shall, if necessary, clarify the arrangements for implementing the different criteria and communicate them to the Permanent Representations of the EU Member States, the EFTA Secretariat and the IGO concerned, or a country associated with a Community programme by a Council decision.

Article 2 - Cost-free SNE 1. For the purposes of this Decision, cost -free SNE means an SNE whose secondment does not entail any costs borne by EIGE as referred to in Chapters III and VI of these rules or cover any of the expenses provided for in this Decision, other than those related to the performance of their duties during their secondment. 2. Cost-free SNEs may be seconded from the public administration of an EU or EFTA Member State or a country with which the Council has decided to open accession negotiations and which has concluded a specific agreement with the Commission on staff secondments, or from an IGO, as part of an agreement and/or exchange programme with the Commission. 3. In addition, the Director may authorise the secondment of a cost-free SNE on a case-by-case basis, taking into consideration their place of origin as well as the geographical balance at EIGE and the work to be carried out. 4. Cost-free SNEs shall be taken into account in EIGE’s Staff Policy Plans indicating the allocation of human resources and administrative expenditure.

Article 3 - Selection procedure 1. SNEs shall be selected according to an open and transparent procedure, the practical details of which shall be decided by the Unit responsible for Human Resources matters. 2. Before the secondment, EIGE must have been authorised to use SNE s on the basis of the Commission’s approval of its multi-annual Staff Policy Plan.

In force as of 13 March 2024, Ref. Management Board Decision No MB/2024/003 of 12 March 2024

9 3. Applications can be forwarded by the Permanent Representations and where provided for in the vacancy notice, by the EFTA Secretariat, the diplomatic missions of the non- member countries whose nationals are eligible for the secondment and the administrations of the IGO. 4. Any secondment shall be authorised by EIGE’s Director and the SNE’s employer by an exchange of letters.

Article 4 - Period of secondment 1. The initial period of secondment may not be less than six months or more than two years. It may be renewed once as long as the total period does not exceed four years for reasons linked to the interest of the service. The SNE shall serve on a full-time basis throughout the period of secondment , subject to Article 12 (2) of these rules. Exceptionally, the Director may authorise one or more extensions of the secondment in the interest of the service for up to four more years at the end of the four year period. Thus, an eight year period is the uppermost limit established by these rules. 2. In cases where an SNE has been seconded as a national expert in professional training within the meaning of Article 26 during the six years preceding his/her secondment as an SNE, the period of the traineeship shall be deducted from the maximum period of eight years provided for in the previous paragraph. 3. The initial period of secondment shall be specified in the exchange of l etters provided for in Article 3(4). Any extension of the period of secondment shall be the subject of a new exchange of letters. 4. An SNE who has already been seconded to EIGE may be seconded to it another time subject to Articles 4(1)- 4(3) of these rules and subject further to the following conditions:

- the SNE must continue to meet the conditions for secondment; - a period of at least six years must have elapsed between the end of the previous period of secondment and the new secondment; if at the end of the previous secondment the SNE received an employment contract with EIGE, the duration of that contract or secondment shall be taken into account when calculating the six-year period referred to above.

The minimum period of six years referred to above shall not be required if the previous secondments lasted for less than four years, but in that case the new secondment shall not exceed the unexpired part of the four -year period, without prejudice to the possibility of extending it by up to two more years, as provided for in paragraph 1.

Article 5 - Place of secondment SNEs may only be seconded to its office in Vilnius.

In force as of 13 March 2024, Ref. Management Board Decision No MB/2024/003 of 12 March 2024

10 Article 6 - Duties 1. SNEs shall assist EIGE’s Temporary Agents and carry out the tasks assigned to them based on their professional knowledge and experience in accordance with a predetermined work programme or job description established by EIGE. They may not perform middle or senior management duties, even when deputising for their immediate superior. 2. An SNE shall take part in missions or external meetings only if accompanying an EIGE temporary agent or acting alone as an observer or for information purposes. 3. SNEs may work in any area where their services are deemed necessary, provided there is no conflict with the interests of EIGE. 4. In all other cases, by way of derogation from paragraph 2 above, the Director may give a specific mandate to the SNE to participate on his/her own in one or more missions or external meetings, after having ensured that there is no potential conflict of interest. In such cases the Director shall give the SNE clear and specific written instructions on the position to be adopted during the missions or meetings in question. The Director may delegate power to derogate to Heads of Unit . Under no circumstances may an SNE on his/her own represent EIGE with a view to entering into commitments, whether financial or otherwise, or negotiating on its behalf. An SNE may, however, represent EIGE in legal proceedings as co- agent with a Temporary Agent. 5. EIGE shall remain solely responsible for approving the results of any tasks performed by an SNE and for signing any official documents arising from them. 6. EIGE’s Unit(s) concerned, the SNE’s employer and the SNE must ensure that there is no conflict of interest in relation to the SNE’s duties while being seconded to EIGE. For this purpose, the Unit to which the SNE is to be seconded shall inform the SNE and his /her employer before the start of the secondment about the intended duties and ask them to confirm in writing that they do not know of any reason why the SNE should not be assigned to those duties. In case any such intended duties require particular security precautions, security clearance shall be sought prior to the engagement of the SNE. The employer and the SNE shall also undertake to inform EIGE of any change of circumstances during the secondment which could give rise to any such conflict. The office responsible for human resources shall keep a copy of all such exchanges of correspondence in its records and shall hand it over to the Director upon request. 7. Failure on the part of the SNE to comply with his /her obligations arising from paragraphs 2, 3 or 5 above shall entitle EIGE, if it sees fit, to terminate the secondment of the SNE pursuant to Article 10(2)(c).

Article 7 - Rights and obligations 1. During the period of secondment:

In force as of 13 March 2024, Ref. Management Board Decision No MB/2024/003 of 12 March 2024

11 a) The SNE shall carry out his/her duties and conduct him/herself solely with the interests of EIGE in mind. S/he shall neither seek nor take instructions from any government, authority, organisation or person outside EIGE . S/he shall carry out the duties assigned to him/her objectively, impartially and in keeping with his/her duties of loyalty to EIGE. b) An SNE wishing to engage in an outside activity, whether paid or unpaid, or to carry out any assignment outside EIGE shall be subject to the rules on prior authorisation for officials 1. The Unit concerned shall consult the SNE's employer before issuing an authorisation. c) The SNE shall refrain from any action or behaviour which might reflect adversely upon his/her position and from any form of psychological or sexual harassment2. d) The SNE shall not, in the performance of his/her duties, deal with a matter in which, directly or indirectly, s/he has any personal interests such as to impair his/her independence, and, in particular, family and financial interests. If s/he has occasion in the performance of his/her duties to deal with such a matter, s/he shall immediately inform his/her Head of Unit, who will take any appropriate measure and may in particular, relieve the SNE of responsibility in this matter. The SNE may neither keep nor acquire, either directly or indirectly, in undertakings which are subject to the authority of EIGE or which have dealings with EIGE, any interests of such kind or magnitude as might impair his/her independence in the performance of his/her duties. The SNE shall declare any gainful activity performed in a professional capacity by his/her spouse, as defined by the Staff Regulations. e) The SNE shall refrain from any unauthorised disclosure of information received in the line of duty unless that information has already been made public or is accessible to the public. f) The SNE has the right to freedom of expression, with due regard for the principles of loyalty and impartiality. The SNE who intends to publish or cause to be published, whether alone or with others, any text on a matter relating to the work of EIGE , shall inform his/her Head of Unit in advance. Where the Head of Unit is able to demonstrate that the publication is liable seriously to prejudice the legitimate interests of EIGE, s/he shall inform the SNE of his/her decision in writing within 30 working days of receipt of the information. If no such decision is notified within the specified period, the Head of Unit shall be deemed to have had no objections. g) All rights in any work done by the SNE in the performance of his /her duties shall be the property of EIGE. h) The SNE shall reside at the place of secondment or at no greater distance therefrom as is compatible with the proper performance of his/her activities. i) Based on his /her professional knowledge and experience, the SNE shall assist and tender advice to the superiors at EIGE to whom s/he is assigned

1 Article 12b of the Staff Regulations and the provisions implementing this Article shall apply mutatis mutandis. 2 Article 12a of the Staff Regulations and the provisions implementing this Article shall apply mutatis mutandis.

In force as of 13 March 2024, Ref. Management Board Decision No MB/2024/003 of 12 March 2024

12 and shall be responsible to his/her superiors for performance of the tasks entrusted to him/her. 2. Failure to comply with any of the provisions of paragraph 1 during the period of secondment shall entitle EIGE , if it sees fit, to terminate the SNE's secondment pursuant to Article 10(2)(c). 3. At the end of the secondment the SNE shall continue to have a duty of loyalty to EIGE and be bound by the obligation to act with integrity and discretion in the exercise of new duties assigned to him /her and in accepting certain posts or advantages.

Article 8 - Level, professional experience and knowledge of languages 1. To qualify for secondment to EIGE , an SNE must have at least three years’ experience in an administrative, scientific, technical, legal, advisory, or supervisory function/s that can be regarded as equivalent to function groups AD or AST as defined in the Staff R egulations of the Officials of the European Union and in the Conditions of Employment of Other Servants of the European Union. 2. An SNE must have a good knowledge of English which is the main working language of EIGE and a satisfactory knowledge of a second EU language. An SNE from a non-member country must produce evidence of a thorough knowledge of one EU language necessary for the performance of his/her duties.

Article 9 - Suspension of secondment 1. At the written request of the SNE or his/her employer, EIGE may authorise suspensions of periods of secondment and specify the terms applicable. During such suspensions:

a) The subsistence allowances referred to in Article 16 shall not be payable; b) The allowances referred to in Articles 1 9 (travel expenses) shall be payable only if the suspension is at EIGE’s request.

The period of suspension shall not be counted in the period of secondment as defined in Article 4.

Article 10 - Termination of periods of secondment 1. Subject to paragraph 2, the secondment may be terminated at the request of EIGE or of the SNE’s employer, subject to three months’ notice or at the SNEs request, subject to the same period of notice an d with the agreement of EIGE and the SNE's employer. 2. In exceptional circumstances, the secondment may be terminated without notice:

a) by the SNE's employer, if the employer's essential interests so require;

In force as of 13 March 2024, Ref. Management Board Decision No MB/2024/003 of 12 March 2024

13 b) by agreement between EIGE and the employer acting jointly, on request by the SNE to both parties, if the SNE's essential personal or professional interests so require; c) by EIGE in the event of a failure by the SNE to respect his /her obligations under these Rules. 3. In the event of termination under paragraph 2(c), EIGE shall immediately inform the SNE’s employer.

CHAPTER II Working conditions

Article 11 - Social security, accident insurance 1. Before the period of secondment begins, the employer from which the SNE is to be seconded, shall certify to EIGE that the SNE will remain subject throughout the period of secondment to social security legislation applicable to the employer who will assume responsibility for expenses incurred abroad. 2. Before the period of secondment begins, the SNE’s employer shall provide EIGE with the certificate referred to in Article 11(1) of the Council R egulation (EEC) No 574/723. An SNE who cannot be covered by a public sickness insurance scheme may apply to have this risk insured by EIGE. The expert shall pay half the relevant insurance premium and his/her contribution shall be deducte d monthly from the subsistence allowances referred to in Article 16. 3. From the day on which their secondment begins, SNE s need to be covered by their employer against the risk of accident. Exceptionally, EIGE will provide adequate insurance cover in this regard and a copy of the policy will be provided to the SNE concerned.

Article 12 - Working hours 1. The working hours for SNEs shall be the same as those in force at EIGE. 2. An SNE shall serve on a full -time basis throughout the period of secondment. Following a duly justified request originating from the Unit concerned, EIGE ’s Director may allow an SNE to work part time, provided the SNE's employer agrees, and the arrangement is compatible with the smooth running of the Unit.

3 OJ L 74, 27.3.1972, p.1.

In force as of 13 March 2024, Ref. Management Board Decision No MB/2024/003 of 12 March 2024

14 Article 13 - Sick leave 1. The rules in force at EIGE on absence due to sickness or accident shall apply to SNEs4. 2. Where the period of sick leave exceeds either one month or the period of service performed by SNEs, whichever is longer, the subsistence allowances referred to in Article 16 shall be suspended. This provision shall not apply in the event of illness linked to pregnancy. 3. Sick leave may not extend beyond the duration of the secondment of the person concerned. 4. SNEs who are the victim of a work -related injury which occurs during the secondment shall continue to receive the subsistence allowance in full throughout the period during which they are unfit for work up to the end of the duration of the secondment.

Article 14 – Annual and special leave and official holidays 1. SNEs shall be subject to the rules on annual leave and official holidays in force at EIGE. They shall be entitled to two -and-a-half working days of leave per whole month of service, giving 30 days per calendar year5. 2. Leave is subject to prior authorisation by the Head of Unit to which the SNE is assigned. In case of unauthorised leave, within the meaning of Article 60 of the Staff Regulations, the relevant daily allowance shall not be paid. 3. SNEs may, on submitting a reasoned application, be granted special leave6 in the following cases:

a) marriage of the SNE: four days; b) serious illness of spouse: up to three days; c) death of spouse: four days; d) serious illness of a relative in the ascending line: up to two days; e) death of a relative in the ascending line: two days; f) birth of a child: 10 days (to be taken within 14 weeks from the birth); g) serious illness of a child: up to two days; h) death of a child: four days; i) removal for taking up duty: up to 2 days; j) adoption of a child: 20 weeks, or 24 weeks in the case of adoption of a child with disability. 4. Upon a duly justified request from the SNE’s employer, up to two days of paid special leave in a 12- month period may be granted by EIGE on a case- by-case basis.

4 Articles 59 and 60 of the Staff Regulations and the provisions implementing these Articles shall apply mutatis mutandis. 5 Article 59a of the Staff Regulations shall apply mutatis mutandis. 6 Article 6 of Annex V of the Staff Regulations and the provisions implementing this Article shall apply mutatis mutandis.

In force as of 13 March 2024, Ref. Management Board Decision No MB/2024/003 of 12 March 2024

15 5. The entitlements set out in paragraphs 1, 3 and 4 above shall be considered exhaustive. In particular, no further entitlement shall be allowed in respect of travel, age or category. 6. Days of annual leave not taken by the end of the secondment shall be forfeited. 7. SNEs shall be entitled to official holidays applicable to EIGE staff.

Article 15 - Maternity leave 1. The rules in force at EIGE on maternity leave shall apply to SNE s. Whilst on maternity leave, the SNE shall receive the subsistence allowances as set out in Article 16. 2. Where the rules that are binding upon the SNE's employer provide for a period of maternity leave longer than that granted by EIGE , the secondment may, at the SNE's request, be interrupted for the period by which that leave exceeds the leave granted by EIGE. A period equivalent to the break may be added to the end of the secondment if the interests of EIGE warrant it. 3. An SNE may, as an alternative, apply for a break in the secondment to cover the period allowed for maternity leave. In that case the second sentence of paragraph 2 above shall apply.

CHAPTER III Allowances & Expenses

Article 16 - Subsistence allowances 1. An SNE shall be entitled, throughout the period of secondment, to a daily subsistence allowance and a monthly subsistence allowance. On the date of entry into force of this Decision:

- a daily subsistence allowance shall be based on that for Brussels in addition to taking into account the correction co- efficient applicable to Lithuania which is subject to the weighting set by the Council pursuant to Article 64 of the Staff Regulations, and - a monthly subsistence allowance shall be based on that in Brussels taking into account the correction co-efficient applicable to Lithuania.

2. These subsistence allowances shall be granted under the same conditions as the expatriation allowance for officials7.

7 Article 4 of Annex VII to the Staff Regulations and the provisions implementing this Article shall apply mutatis mutandis.

In force as of 13 March 2024, Ref. Management Board Decision No MB/2024/003 of 12 March 2024

16 3. In the case of cost -free SNEs, the exchange of letters referred to in Article 3(4) shall stipulate that these allowances will not be paid. 4. The adjustments to remuneration adopted by the Council pursuant to Article 65 of the Staff Regulations shall apply automatically to the subsistence allowances in the month following their adoption. The Head of Unit of EIGE’s Administration shall be responsible for implementing this provision. 5. These allowances are intended to cover SNE living expenses in the place of secondment on a flat -rate basis and shall in no circumstances be construed as remuneration paid by EIGE . Before the secondment, the SNE's employer shall certify to EIGE’s Head of Administration that during the secondment it will maintain the level of remuneration the SNE was receiving at the time of his/her secondment. The SNE shall inform EIGE’s Director of any allowance similar to the subsistence allowances paid by EIGE received from other sources. This amount shall be deducted from the subsistence allowances paid by EIGE. Following a duly justified request from the employer, EIGE may decide not to make this deduction. 6. Subsistence allowances shall be payable for every day of the week, including during periods of mission, annual leave, special leave and holidays granted by EIGE. 7. Children of SNE s attending Vilnius-based pre-school, primary and secondary education establishments where EIGE has a service level agreement, benefit under the same rules and regulations as those applicable to EIGE staff subject to the Staff Regulations and supplementary education contributions as adopted by EIGE’s Management Board. However, SNE s shall not be entitled to any educational allowances related to higher education. This benefit shall be subject to the availability of funds and approval of the Authorising Officer. Where there are limited funds, eligible SNEs will be treated equitably.

Article 17 - Non-review of allowances Allowances to the SNE shall not be subject to review during the period of secondment except to reflect changes in the correction co-efficient applicable to EIGE.

Article 18 - Place of origin 1. For the purposes of these Rules , the place of origin means the place where the SNE performed his/her duties for his/her employer immediately prior to the secondment. The place of secondment shall be the place where the EIGE Unit to which the SNE is assigned is located. Both places shall be identified in the exchange of letters mentioned in Article 3(4). 2. If, six months before his /her secondment to EIGE as an SNE, a national expert already has his/her main residence in a place other than that in which the employer’s headquarters is located, the place of origin shall be deemed to be whichever of the places is closer to the place of secondment.

In force as of 13 March 2024, Ref. Management Board Decision No MB/2024/003 of 12 March 2024

17

Article 19 - Travel expenses 1. SNEs other than those seconded cost-free, shall be entitled to reimbursement of travel expenses:

a) for himself/herself - at the beginning of the period of secondment, from the place of origin to the place of secondment; - at the end of the period of secondment, from the place of secondment to the place of origin.

b) for his/her spouse and dependent children - when the removal is effected from the place of origin to the place of secondment; - at the end of the period of secondment, from the place of secondment to the place of origin. 2. By way of derogation from sub-paragraph 1(a), SNEs who prove that they will be assigned to a place other than their place of origin, at the end of the secondment shall be entitled to reimbursement of the travel expenses to that new place up to the limits noted above. The reimbursement may not involve the payment of a sum higher than that to which s/he is entitled in case of return to the place of origin. 3. Air travel expenses shall be reimbursed up to actual cost of a reduced- price economy class ticket, on production of tickets and boarding cards. Such reimbursement shall be granted only where the standard rail journey exceeds 500 km or where the standard route involves a sea crossing.

EIGE shall not reimburse any expenses referred to in the preceding paragraphs where they have actually been met or reimbursed by the employer. For this purpose, the SNE shall declare any such payments or reimbursements to EIGE.

Article 20 - Administration The payment of allowances shall be the responsibility of EIGE ’s Human Resources office in line with any updates provided by the European Commission.

Article 21 - Missions and mission expenses 1. An SNE may be sent on mission subject to Article 6 of these Rules. 2. Mission expenses shall be reimbursed in accordance with the rules and conditions relating to the payment of mission expenses in force at EIGE.

In force as of 13 March 2024, Ref. Management Board Decision No MB/2024/003 of 12 March 2024

18

Article 22 - Training An SNE may attend training courses organised by EIGE. The reasonable interests of the SNE to attend, in particular in view of the SNE's professional career after secondment, may be considered when deciding on the permission to attend courses. Separately, and subject to budget availability, an SNE may request reimbursement for language classes in accordance with the rules laid down by EIGE’s policy on access to Lithuanian language training.

CHAPTER IV Appeals

Article 23 - Appeals procedure Any SNE may submit to the Director a complaint against an act under this Decision taken by EIGE , adversely affecting him /her except decisions which are direct consequences of decisions taken by his /her employer. The appeal must be lodged within three months. The period shall start to run on the date of notification of the decision to the person concerned, but in no case later than the date on which the latter received such notification. The Director shall notify the person concerned of his /her reasoned decision within four months from the date on which the complaint was lodged. If at the end of that period no reply to the complaint has been received, this shall be deemed to constitute an implied decision rejecting it8.

CHAPTER V Administrative & Budgetary Provisions

Article 24 - Taking up duties Any SNE shall report to the Human Resources o ffice on the first day of secondment to complete the relevant administrative formalities. S/he shall take up duty on either the first or on the sixteenth of the month.

Article 25 - Settlement of expenditure Payments shall be made in € (Euro).

8 However, this article does not prevent a seconded national expert from bringing an action against the initial decision, under the conditions laid down in Article 20 of the EC Treaty.

In force as of 13 March 2024, Ref. Management Board Decision No MB/2024/003 of 12 March 2024

19 CHAPTER VI National Experts in Professional Training

Article 26 - General provisions and definitions 1. National experts in professional training (hereinafter referred to as NEPT) are staff from the public administrations of EU or EFTA Member States or, depending on the places available, of countries with which the Council has decided to open accession negotiations and which have concluded a specific agreement with EIGE on staff secondments, or from IGO, who are admitted to EIGE for professional training purposes. 2. The provisions of Article 1(1), (3), and (4) shall apply by analogy to NEPT.

Article 27 - Purpose of the professional training 1. The purpose of the professional training is:

- to give NEPT experience of EIGE's working methods and policies; - to enable them to gain practical experience and understanding of the day - today work of EIGE’s Units and to give them the opportunity to work in a multicultural, multilingual environment; - to enable staff of national administrations to put into practice the knowledge they have acquired in their studies, particularly in their respective areas of responsibility.

2. For its part, EIGE:

− benefits from the input of people who can offer a new point of view and up-to- date knowledge which will enrich the daily work of EIGE; − builds up a network of people with direct experience of its procedures.

Article 28 - Eligibility 1. The provisions of Article 8 on professional experience and knowledge of languages shall apply by analogy to NEPT. 2. People who have already been seconded as an SNE or worked under an employment contract in one of the EU institutions or bodies shall not be eligible for NEPT.

Article 29 - Selection of candidates 1. Applications shall be forwarded by the Permanent Representations or, as the case may be, the EFTA Secretariat, administrations of non- member countries or IGO

In force as of 13 March 2024, Ref. Management Board Decision No MB/2024/003 of 12 March 2024

20 to the Human Resources office of EIGE in accordance with established procedures. 2. After consulting the Units concerned and considering the situation, the Head of Administration shall decide how many NEPT are to be admitted to EIGE for each period.

Article 30 - Duration of the professional training 1. The professional traineeships shall last between three and five months. The duration shall be fixed at the outset and may not be changed or extended. An NEPT may only complete a single professional traineeship. 2. The professional traineeships shall start on either the 1st or 16th of the month.

Article 31 - Organisation of the professional training 1. Throughout the professional traineeship , NEPT shall be supervised by a training advisor. The training advisor must inform the Human Resources office of EIGE of any significant incidents during the professional traineeship (in particular absences, illness, accidents or interruption) which s/ he knows of or has been informed of by the NEPT. 2. NEPT must obey instructions given by their training advisor and their superiors in the Unit to which they are seconded. 3. NEPT shall be allowed to attend meetings, unless they are restricted or confidential, to receive documentation and to participate in the activities of the Unit to which they are seconded.

Article 32 - Suspension of the professional traineeship At the written request of the NEPT or his /her employer and with the latter's prior agreement, the Head of the Administration may authorise a very brief suspension of the professional traineeship or its early termination. The NEPT may return to complete the remaining period of the professional traineeship, but only up until the end of that period. Under no circumstances may the traineeship be extended.

Article 33 - Working conditions and remuneration 1. The following Articles of this Decision shall apply by analogy to NEPT:

− Article 6 (duties); − Article 7 (rights and obligations); − Article 11(1) and (2) (social security, accident insurance); − Article 12(1) (working hours); − Article 13 (sick leave);

In force as of 13 March 2024, Ref. Management Board Decision No MB/2024/003 of 12 March 2024

21 − Article 14 (annual, special leave and official holidays); − Article 21 (missions and mission expenses).

2. NEPTs shall be regarded as cost-free SNEs within the meaning of Article 2. They shall continue to be paid by their employer without any financial compensation being paid by EIGE . EIGE will accept no requests for grants or fees or the reimbursement of travel or other expenses other than the reimbursement of mission expenses incurred as part of the professional traineeship.

Article 33 - Reports and certificate of attendance 1. NEPT who have completed the stipulated professional training period shall complete the evaluation reports requested by the Head of the Administration at the end of their traineeship. Training advisors must also complete the relevant evaluation report. 2. Subject to the completion of these reports, NEPT who have completed their professional traineeships shall receive a certificate showing the dates of the professional training and the Unit in which it took place.

CHAPTER VI Final Provisions

Article 34 - Delegation 1. The Director of EIGE may delegate the powers devolved to him /her pursuant to this Decision to the Head of Administration. 2. The Permanent Representations, EFTA Secretariat, IGO and diplomatic missions of the non- member countries concerned (as applicable) shall enjoy a close working relationship with EIGE throughout the secondment. All correspondence and contacts between the seconding employer shall be made via the Member State's Permanent Representation, the EFTA Secretariat, the IGO and the diplomatic missions of the non-member countries concerned as applicable.

Complete linked application form https://eige.europa.eu/sites/default/files/documents/eige_application_form_template_sne.03.gbv_.docx

APPLICATION FORM for the posT of Seconded national expert-gender based violence Template REF: EIGE/2026/SNE/03/GBV Please indicate the reference number in the subject of your e-mail and in all future correspondence related to this application. all the required fields shall be filled in english do not attach any other supporting documents at this stage. PERSONAL DATA: Surname: First name: Gender[1]: Woman [ ] Man [ ] Other [ ] Prefer not to answer [ ] Nationality: Date of birth: Address: Telephone number: E-mail: Please indicate the profile applied for by marking an X in the relevant section under the profile title: Statistical/Data Legal/Policy Please indicate how you heard of the selection process: PROFESSIONAL EXPERIENCE: Start with your present or latest job, list in chronological order your employment starting with your most recent/current. Copy sections if necessary. Dates (DD/MM/YYYY) FROM: TO: TOTAL: (years, month) Name and address of employer Workload Full time  Part time  (………..% ) Type of business or sector (For example: public administration, NGO, consulting etc.) Job title Main activities and responsibilities Reason for leaving Dates (DD/MM/YYYY) FROM: TO: TOTAL: (years, month) Name and address of employer Workload Full time  Part time  (………..% ) Type of business or sector (For example: public administration, NGO, consulting etc.) Job title Main activities and responsibilities Reason for leaving Dates (DD/MM/YYYY) FROM: TO: TOTAL: (years, month) Name and address of employer Workload Full time  Part time  (………..% ) Type of business or sector (For example: public administration, NGO, consulting etc.) Job title Main activities and responsibilities Reason for leaving Dates (DD/MM/YYYY) FROM: TO: TOTAL: (years, month) Name and address of employer Workload Full time  Part time  (………..% ) Type of business or sector (For example: public administration, NGO, consulting etc.) Job title Main activities and responsibilities Reason for leaving Dates (DD/MM/YYYY) FROM: TO: TOTAL: (years, month) Name and address of employer Workload Full time  Part time  (………..% ) Type of business or sector (For example: public administration, NGO, consulting etc.) Job title Main activities and responsibilities Reason for leaving ADDITIONAL INFORMATION RELATED TO PROFESSIONAL EXPERIENCE: Summarise your work experience relevant to the criteria specified under the selection criteria in the vacancy notice EDUCATION AND TRAINING: a. University education Dates (mm/yy) FROM: TO: TOTAL: (years, month) Name and type of institution providing education and training Principal subjects/occupational skills covered Diplomas or certificates obtained b. Post graduate education Dates (mm/yy) FROM: TO: TOTAL: (years, month) Name and type of institution providing education and training Principal subjects/occupational skills covered Diplomas or certificates obtained c. Other education/training Dates (mm/yy) FROM: TO: TOTAL: (years, month) Name and type of institution providing education and training Principal subjects/occupational skills covered Diplomas or certificates obtained KNOWLEDGE OF LANGUAGES: Language Mother tongue Excellent Very Good Good Poor SKILLS AND COMPETENCES: IT skills Organisational skills Communication/interpersonal skills Other relevant skills REFERENCES: Please provide the name and contact details of three professional references (not relatives) who may be contacted. 1. Name 2. Name: 3. Name: Address: Address: Address: Phone: Phone: Phone: e-mail: e-mail: e-mail: Relationship: Relationship: Relationship: MOTIVATION LETTER: Note: Explain why you are a suitable candidate for this post: AVAILABILITY: Please indicate your availability date or period of notice of current contract: REASONABLE ACCOMMODATION: EIGE is committed to ensuring an inclusive and accessible recruitment process for all candidates in line with Decision No 268 of 22 November 2022. You may request reasonable accommodation if you need adjustments or support measures to participate fully and equally in any stage of the selection procedure. This may apply, for example, if you: have a disability or health condition; have a temporary injury or are recovering from an accident; are pregnant or breastfeeding and require specific arrangements; have another circumstance that may affect your participation in tests or interviews. Reasonable accommodation means appropriate adjustments or practical support measures that enable equal participation, provided these do not impose a disproportionate burden on the organisation. If you select Yes, shortlisted candidates will be contacted confidentially to discuss their needs and any supporting documentation that may be required. Do you wish to request reasonable accommodation for this selection procedure? [ ] Yes [ ] No DECLARATION: I, the undersigned, declare that the information provided above is, to the best of my knowledge, true and complete. I further declare that: I am a national of a member state of the European Union. I have not been deprived of my civic rights. I have complied with the provisions of all military recruitment laws applicable to me. I undertake to submit, as soon as requested, any documents in support of the above statements and declarations. I realise that any false statement or omission, even if unintended on my part, may lead to the cancellation of my application or may render my appointment liable to termination. I am willing to undergo the prescribed medical examination prior to appointment and to provide a sworn affidavit to the effect that I have no criminal record. Finally, I declare my commitment to act independently in the Institute's interest and I have no interests that might be considered prejudicial to my independence. Date Name of applicant

EIGE applies a policy of equal opportunities. The information on gender is collected for statistical purposes only. It is used solely to monitor and improve diversity and inclusion policies and practices within the Agency. Your answer (or choosing “prefer not to answer”) will not, in any way, affect the assessment of your application or your eligibility for the post.

Reasonable accommodation guide for persons with disability — read the complete guide on the official EIGE website. https://eige.europa.eu/sites/default/files/documents/guide-to-reasonable-accommodation-for-persons-with-disability.pdf

Original application and reference links mailto:[email protected] https://eur-lex.europa.eu/legal-content/EN/TXT/?qid=1549272035601&uri=CELEX:01962R0031-20190101 http://www.vilnius-tourism.lt/en/tourism https://investlithuania.com/why-lithuania/lifestyle https://eige.europa.eu/sites/default/files/documents/04-engagement-rules-of-snes-and-nept_20240312_mbd.2024.003.pdf https://eige.europa.eu/sites/default/files/documents/eige_application_form_template_sne.03.gbv_.docx https://www.google.com/url?sa=t&rct=j&q=&esrc=s&source=web&cd=&cad=rja&uact=8&ved=2ahUKEwjdtNWS6vuTAxV6XvEDHeFsNAQQFnoECB4QAQ&url=https%3A%2F%2Feige.europa.eu%2Fsites%2Fdefault%2Ffiles%2Fdocuments%2Fguide-to-reasonable-accommodation-for-persons-with-disability.pdf&usg=AOvVaw37C8txjtP6ZF5La3ok4zPJ&opi=89978449