The numerical reasoning test evaluates a candidate's logical thinking and proficiency in comprehending numerical data. Applicants must solve questions based on statistical information provided in tables.
This test is part of the three reasoning pre-selection tests (VNAR).
See also the related FAQs
The Official Journal of the European Union is the official publication for EU legal acts, other acts and official information from EU institutions, bodies, offices and agencies. In the context of EPSO selection procedures, the Notices of competitions are published in the Official Journal.
The quota of successful candidates that the institutions can recruit from the reserve list. The quotas reflect the recruitment needs of a particular institution(s) over a given period.
Recruitment by another institution during the period in which the quota(s) are applied is subject to the approval of the institution(s) concerned.
The quota is normally lifted three months (for generalists) or six months (for some specialists’ competitions) after the publication of the reserve list, or can be extended, on approval of the institution(s) concerned.
EPSO is not involved in the decision to lift the quota, but we inform candidates on the competition webpage as soon as such a decision is taken by the recruiting institutions.
See also the related FAQs.
A request for review is a formal appeal submitted by a candidate to contest a decision made by the EPSO regarding their participation in a selection procedure. Candidates must submit their request within 10 calendar days from the date the decision is published in their EPSO Account. The review process is conducted by the Selection Board, which assesses the request and takes a decision based on the provided information. If the request is deemed valid, candidates may be allowed to re-enter the competition at the step where they were previously excluded. The purpose of the Request for Review is to ensure fairness and transparency in the EPSO selection process and to provide candidates with the opportunity to address any perceived procedural errors or irregularities.
See also the related FAQs and the Types of complaint.
Selection Boards decide on the difficulty of the competition tests and approve their content, assess the candidates’ compliance with the specific eligibility criteria, compare candidates’ merits, and select the best candidates in the light of the requirements set out in the notice of competition.
The proceedings of the Selection Boards are secret, and their work is facilitated by EPSO.
Each competition for permanent officials has its own Selection Board, composed of officials from the EU institutions and bodies served by EPSO.
Officials join the Selection Board on a voluntary basis, following a dedicated call for interest. Selection Board members are nominated formally by their organisation of origin. They must have no conflict of interest as regards their competition in order to be confirmed as members of the selection board.
Since 1 January 2023, selection boards no longer include permanent members systematically. Gradually, all Selection Boards will be composed of non-permanent members only.
Nominated Selection Board members are trained on selection and assessment methodologies before they take up their duties and continue to receive specific training and guidance from EPSO’s team of psychologists during the different stages of their competition.
A selection procedure is a structured process to recruit staff members for the European institutions.
It involves a series of selection stages to evaluate candidates' skills, knowledge, and experience against the specific requirements of a given profile. It ensures merit-based recruitment and equal opportunities for all applicants.
Selection procedure includes: competitions for Permanent officials and other procedures like CAST.
The term Staff Regulations refers to a comprehensive set of rules and principles that govern the employment conditions, rights, and obligations of personnel working within the EU institutions and bodies. They cover a wide range of aspects, including recruitment, career development, working conditions, salary scales, social security, and pensions. The staff regulations help to establish a uniform and transparent framework for the employment of EU personnel, promoting efficiency, consistency, and fairness across the different institutions...
See also EU staff regulations.
Temporary staff is recruited to fill vacant positions within the EU institutions and agencies for a set amount of time; this may range from a few months to a few years.
They may be asked to perform regulatory, legal, scientific or financial support tasks; conduct policy and data analysis; carry out IT, administrative, research, communication and programming duties, to name but a few.
Temporary staff cover posts requiring different types of qualifications and specialisations, varying from assistant to higher administrator positions.
For administrator positions, temporary staff can be recruited at grades ranging from entry-level grade AD 5 to AD 6 or higher. Similarly, assistant grades start at AST 1 - AST 3 and can be higher for more specialised profiles.
See also EU staff categories and available job opportunities for temporary staff.
Translators can seek employment opportunities with the EU institutions and agencies via different pathways.
They can apply for an open competition for translators (AD), for temporary posts or for CAST translator profiles. Although a diploma in translation or language studies is desirable, candidates with broader academic backgrounds are also encouraged to apply, promoting a diverse and versatile workforce in the European institutions.
The Verbal Reasoning test consists of several short texts, usually one or two paragraphs, accompanied by a question with 4 to 5 answer options. Candidates must choose the answer that best reflects the information given in the text. This test is part of the three reasoning pre-selection tests (VNAR).
See also the related FAQs.
VNAR stands for Verbal, Numerical, and Abstract Reasoning, which are three types of aptitude tests that candidates are required to take. These tests assess a candidate's abilities in the following areas:
1. Verbal Reasoning: This test evaluates a candidate's ability to understand, analyse, and interpret written information.
2. Numerical Reasoning: This test assesses a candidate's ability to understand and interpret numerical data presented in various forms, such as tables, graphs, and charts.
3. Abstract Reasoning: This test evaluates a candidate's ability to identify patterns, relationships, and logical connections in non-verbal and non-numerical information, such as sequences of shapes and symbols.
These tests are designed to assess a candidate's cognitive abilities and their potential to learn and adapt in a fast-paced, multicultural, and intellectually challenging work environment, such as the European institutions.
See also the related FAQs.
