The main objective of EPSO’s reasoning tests is to assess key reasoning abilities required for future EU officials, not to reduce the number of candidates.

Based on well-established scientific studies, these tests have a high predictive value for future job performance compared to purely knowledge-based tests.

Although candidates within the same competition do not receive the same questions, the level of difficulty of the individual tests delivered to each candidate is identical, thereby ensuring equal treatment.

The validity and reliability of multiple-choice computer-based tests have been confirmed by the case-law of the European Court of Justice, which has also confirmed that these tests comply with the principle of fair and equal treatment.

At the same time, computer-based tests allow EPSO to assess large numbers of candidates in a very short time in an efficient and user-friendly manner.

The Competency Framework defines the competencies that are considered essential to perform effectively in any given job within the EU institutions and bodies that EPSO serves.

Some of these competencies are assessed by EPSO during the selection phase, while others are assessed by the EU institutions and bodies themselves during the recruitment phase.

For more specialised profiles, the EU institutions look for candidates who are highly qualified in their field of expertise.

Information on field-related competencies, as well as on the tests assessing both general and field-related competencies, can always be found in the Notice of Competition.

Please consult the general competencies and their respective anchors (“anchors” are the elements taken into consideration when assessing a given competency).

Yes, when applying for an EPSO competition, candidates can choose whether they wish their contact details to be shared with the national authorities of their EU Member State.

If candidates agree, EPSO may transmit their name, email address and the reference of the competition concerned so that national authorities can contact them with offers of support related to the selection and recruitment process (such as training, information sessions or guidance materials).

This choice is optional and applies only to the specific competition concerned. Candidates must indicate their choice each time they submit a new application.

Candidates may withdraw their consent at any time by contacting the relevant national authorities.

The processing of personal data is carried out in accordance with the applicable EU data protection rules.

If you have received an acknowledgment of receipt after submitting your request for review, you should not send a reminder unless a significant amount of time has passed.

Replies to review requests may take several weeks, as the Selection Board must meet to take a decision before a reply can be issued.

If the Selection Board readmits you following a review, you will re-enter the selection procedure at the stage where you were previously excluded, regardless of how far the competition has progressed in the meantime.

All candidates applying for EPSO selection procedures must be citizens of at least one EU Member State.

• If you are a UK citizen and also hold the citizenship of an EU Member State, you may still apply. 
• If you hold only UK citizenship, you are not eligible to apply for EPSO selection procedures following the United Kingdom’s withdrawal from the EU. 

If you later obtain the citizenship of an EU Member State, you can update your citizenship in your EPSO account and apply again for future selection procedures.

See also: EU citizenship – rights and opportunities.

The required educational qualifications and professional experience vary depending on the role and profile and are defined in each Notice of Competition (for permanent staff) or Call for Expressions of Interest (for contract staff). You can also consult our examples of types of qualifications accepted.

Important rules:

• All eligibility conditions must be met by the application deadline, unless stated otherwise in the notice
• Only experience gained after obtaining the required diploma is considered 
• The Selection Board makes the final decision on eligibility based on supporting documents. Their decision will be reflected in your Candidate Account.

Educational qualifications

Minimum educational requirements vary by staff category:

For permanent officials:

• Assistant level: post-secondary education or secondary education and appropriate professional experience.
• Administrator level:  minimum of three years of completed university education.

For contract staff:

• Function Group I: compulsory education.
• Function Groups II and III: post-secondary education or secondary education and appropriate professional experience.
• Function Group IV: minimum three years of completed university education.

Professional experience

Some positions require relevant professional experience.
For your experience to count, it must be real, paid work, carried out either as an employee or as a service provider, and relevant to the duties described in each Notice of Competition (for permanent staff) or Call for Expressions of Interest (for contract staff).

Types of professional experience accepted

• Paid work: all forms of employment (employee, self-employed, freelancer, civil servant, etc.).
• Voluntary work: only if compensated in some way and comparable to full-time work.
• Internships: only if paid.
• Military service: counts up to the legal duration in your country.
• Maternity/parental/adoption leave: only if taken during an active employment contract.
• PhD: counts as up to 3 years of experience if successfully completed.
• Part-time work: counted pro-rata (e.g., 50% for 6 months = 3 months).

Each selection procedure has its own Selection Board, responsible for selecting the best candidates based on the qualifications and competencies defined in the Notice of Competition. Selection Boards are composed of officials from EU institutions, and EPSO ensures balance in terms of gender, language capacity, staff and administration representation, and institution size. A Chairperson, supported by one or more Vice-Chairs, leads the Board. All assessment activities are subject to strict confidentiality rules.

The principle of impartiality guides the entire selection process. No direct hierarchical or family relationship may exist between a Selection Board member and a candidate they assess. Any potential conflict of interest must be declared by both Board members and candidates so that appropriate measures can be taken.

The Selection Board applies the pre-established eligibility, selection, and assessment criteria set out in the Notice of Competition in a consistent and transparent manner. Board members receive training, coaching, and supervision, and their work is regularly reviewed to ensure a harmonised assessment approach.

EPSO also carries out systematic quality controls and statistical analyses to detect and prevent potential bias.

In addition, EPSO ensures equal opportunities by analysing tests and scoring methods to ensure fairness for all candidates and alignment with international standards, including the ISO standard for assessment procedures and the UN Convention on the Rights of Persons with Disabilities. EPSO also strives to ensure gender balance among candidates and successful applicants.