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The Community Plant Variety Office is an interesting and dynamic workplace offering career opportunities not only for agricultural or horticultural experts, but also professionals in the administrative, legal and ICT related areas.

The working and contractual conditions of the CPVO staff are based on the Staff Regulations of Officials (SR) and the Conditions of Employment of Others Servants of the European Communities (CEOS). The CPVO employs officials, temporary and contract agents, as well as Seconded National Experts occasionally. A Trainee program is also in place which offers 6 months traineeships for university graduates.

The CPVO’s recruitment and selection procedures ensure that the CPVO employs personnel of the highest standards of ability, efficiency and integrity recruited from the broadest possible geographical basis among nationals of the EU Members States. No position is reserved for nationals of a specific member State.

The CPVO is an equal opportunities employer. Staff is selected without prejudice as to race, political, philosophical or religious beliefs, gender or sexual orientation and without reference to their marital or family situation.

Please note that the information provided below is of a general nature and you should refer to each call for application for more detailed criteria regarding the requirements needed for the position in question.

The Selection Process

Successful candidates will either be offered a position with the CPVO or will be placed on a reserve list. Successful candidates will generally be offered a four-year Temporary Agent contract or a two-year Contract Agent contract in accordance with the Conditions of Employment of Other Servants of the European Communities (CEOS), with the possibility of renewal (subject to the budgetary situation). Reserve lists may be consulted by the CPVO’s management as and when vacancies arise.


Candidates must be nationals of a Member State of the European Union, on condition that they have full rights as a citizen.


Candidates must have fulfilled any obligations imposed on them by laws concerning military service and meet the character requirements for the duties involved.


For each selection procedure candidates must refer to the instructions published in the call for applications. Each call for application contains the details of the profile sought by the CPVO and the requirements which will solely be taken into consideration for the post.


All material to be placed on candidates' files must be submitted afresh: reference may not be made to earlier applications. No material contained in candidates' files will be returned.


All candidates will receive an acknowledgement of receipt for their application. For each selection process a Selection Board is nominated. The Selection Board will evaluate all applications and select those candidates meeting the eligibility criteria and matching best the selection criteria required in the vacancy notice. The selected candidates will be invited to pass one or several written exams related to the job profile and to take part in a selection interview.


Candidates are strictly forbidden to make any contact with the members of the Selection Board, either directly or indirectly. Any infringement of this rule will lead to disqualification from the selection procedure.


During the recruitment phase, the selected candidates will be evaluated by the Selection Board. After the written tests and interviews, the Selection Board will draw up a list of the most suitable candidates. The Appointing Authority will select the successful candidate/s and inform him/her accordingly. As soon as this decision is taken, all candidates will receive an information letter informing them of whether they have been successful, placed on a reserve list or unsuccessful.


Please note that a binding commitment can only be made after verification of all conditions and will take the form of a contract signed by the President of the CPVO.


If a reserve list is established, it will remain valid for a period of 1 year following its establishment and may be extended. Therefore candidates whose names are put on a reserve list could be offered a contract during this period of time. Candidates on a reserve list may also be considered for a different post within the same grade if the job specification and the nature of the role are similar.


Please note that selection processes take several months to be completed and that no information will be released during this period. Once a selection process has been completed, its status will be displayed on our web site.


Medical visit prior to appointment

If a candidate is offered a post and accepts, he/she must undergo a compulsory medical examination to establish that he/she meets the standard of physical fitness necessary to perform the duties involved.

Eligibility of candidates invited to the written tests and interview

Education, certificates and diplomas  

Candidates must bring the originals and also provide photocopies of certificates or diplomas to show that they have completed studies of the level required by the notice of the selection procedure. The first degree/diploma obtained by the candidate giving access to the recruitment category and being relevant to the notice in the selection procedure is counted for admission to the selection procedure.


In the case of specialist or further training, candidates must specify whether the course was full-time or part-time, which subjects were covered and the official length of the course.


Only diplomas issued by EU Member State authorities and diplomas recognised as equivalent by the relevant EU Member State bodies are accepted. If the main studies took place outside the European Union, the candidate’s qualification must have been recognised by a body delegated officially for the purpose by one of the European Union Member States (such as a national Ministry of Education) and a document attesting so must be submitted with the application by the closing date. This will enable the Selection Committee to accurately assess the level of the qualifications.



Professional experience connected with the CPVO’s areas of activities shall be taken into account and is counted only from the time the candidate obtained the certificate or diploma required for admission. Where additional periods of training and study are accompanied by periods of professional activity, only the latter shall be considered as professional experience.


Candidates must provide supporting documents confirming the length and nature of their experience. If, for reasons of confidentiality, a candidate is unable to provide the necessary statement for their current employment, he/she must provide photocopies of the contract, the letter of recruitment and /or the first pay slip and the candidate must in any event provide a copy of the latest pay slip.


Free-lance or self-employed candidates must provide either a practicing certificate (or equivalent), or a copy of the entry in the relevant trade register, or any other official document (for example a tax document) showing clearly the length of the relevant professional experience.


If candidates undertook a traineeship, they must provide proof of whether this was remunerated or not.


Linguistic requirements

The main working language in the field of protection of plant varieties is English. Candidates must therefore have a very good command of oral English, as well as in writing, with a satisfactory knowledge of at least one other official language of the European Union to the extent necessary for the performance of the above mentioned duties. The official languages are: Bulgarian, Croatian, Czech, Danish, Dutch, English, Estonian, Finnish, French, German, Greek, Hungarian, Irish, Italian, Latvian, Lithuanian, Maltese, Polish, Portuguese, Romanian, Slovak, Slovene, Spanish and Swedish.


Equal opportunities

The CPVO applies a policy of equal opportunities and accepts applications without distinction on grounds of sex, race, colour, ethnic or social origin, genetic characteristics, language, religious, political or other convictions or opinions, belonging to a national minority, financial situation, birth, disability, age, sexual orientation, marital status or family situation.

Requests for information and appeal

Requests for information: An applicant who would like further information, or considers that he/she has grounds for complaint concerning a particular decision may, at any point in the selection procedure, request further information from the Chairperson of the Selection Board.


Information on how to lodge a complaint and/or an appeal procedure: An applicant may lodge a complaint under Article 90(2) of the Staff Regulations of Officials of the European Communities and Conditions of employment of other servants of the European Communities by registered mail at the following address:

Human Resources Service
3 boulevard Maréchal Foch
CS 10121


The time limit for initiating this type of procedure (see Staff Regulations as amended by Council Regulation (EC) No 723/2004 of 22 March 2004, published in Official Journal of the European Union L 124 of 27 April 2004 — http://eur-lex.europa.eu) starts to run from the time you become aware of the act allegedly prejudicing your interests.


Applicants can make a complaint to the European Ombudsman at the following address:

European Ombudsman
1 Avenue du President Robert Schuman 0 BP 403
F-67001 Strasbourg Cedex

Probation period

Successful candidates who are recruited undergo an initial probation period of 9 months.

Pay and welfare benefits  

The pay consists of a basic salary, weighted to reflect the cost of living in France, and deductions. You may also be entitled to receive additional allowances depending on your personal circumstances. The final salary is calculated by adding the relevant allowances and by deducting social security contributions and other taxes.


Basic Salary

There is a basic salary scale for each grade, divided into several steps. You progress automatically to the next step every two years until the top of the scale for that grade is reached. Basic salaries are adjusted each year in line with inflation and purchasing power in the EU countries.



The basic salary is weighted to reflect the cost of living in Angers compared to Brussels and is reviewed each year. The weighting for France is currently +13, 8%, and it is applied to the basic salary.


Expatriation or foreign residence allowance

You may be entitled to an expatriation (16% of basic salary) or foreign residence allowance (4% of basic salary). This depends on whether/how long you have been living in France before you join the CPVO.


Family allowances

You could be entitled to receive one or more of the following monthly allowances:

  • Household allowance – If you are married and/or have children you might be eligible for this allowance.
  • Dependent child allowance – If you have a child, you receive a dependent child allowance until your child is 18 years old.  If the child pursues further education the allowance may continue up to a maximum of 26 years of age.
  • Pre-school allowance - If you have a child of a pre-school age you may receive this small allowance.  This allowance is paid in addition to the dependent child allowance and stops when your child is at least 5 years of age and starts primary school.
  • Education allowance – Registration, attendance and transport costs for your children in primary, secondary or university education are reimbursed up to a ceiling.

In one case, the possibility exists of direct payment of school fees in accordance with the CPVOs social measure and Administrative Agreement with a bilingual school in Angers called EIB (Ecole International Bilingue).


Social security contributions & tax deductions

CPVO staff members pay a community tax at source and contribute to health insurance, accident insurance, EU pension scheme and unemployment insurance.


Health and accident insurance

CPVO staff are covered by the Community Joint Sickness Insurance Scheme (JSIS). The total contribution is 1.8% (1.7% sickness and 0.1% accident) of the basic salary. You are covered worldwide, 24 hours a day, from your first working day against sickness, hospitalisation, medical costs in relation to pregnancy and accident and occupational disease. You have a free choice of medical practitioner worldwide. Up to 85% of the costs are reimbursed, depending on the treatment and within ceilings. Spouses and children can also be covered for sickness insurance under certain conditions, but not for accident insurance.


Pension scheme

You will be a member of the EU pension scheme throughout your service. The employee contribution is 9.8% of the basic salary. The CPVO makes an additional two thirds contribution. Per year of service you acquire a pension right of 1.8% of your basic salary, 70% is the maximum you can achieve. A retirement pension is granted to staff completing a minimum of 10 years combined service in the Agency or other Community Institutions, provided that they have reached pensionable age (65 years). No minimum period is required when the age of normal retirement has been reached whilst in service. There is the possibility to transfer in pension rights acquired with other national schemes. Should you leave the service prior to the 10 years’ service, you will need to request the transfer out of the rights acquired with the EU into another scheme.


Unemployment insurance

The total contribution is 0.81% of the basic salary.


Income tax

Income tax is levied progressively at a rate of between 8% and 45% of the taxable portion of your salary. A special levy (6%) is calculated on the part of the remuneration exceeding the minimum remuneration. Your salary is exempt from French tax. For more information please see the protocol on the immunities of the European Union.


Installation in Angers

In some cases there are additional entitlements for a limited duration. These can include:


Daily subsistence allowance

The allowance is intended to offset the costs and inconvenience caused by the need to move or take up temporary residence in Angers (i.e. before you complete your removal from your place of recruitment).

The amount of daily subsistence allowance is:

  • €32.59 per day for staff members who are not entitled to the household allowance;
  • €40.43 per day for staff members who are entitled to the household allowance.

The period that the allowance is granted for is:

  • A maximum of 120 days for those employed for a period of at least one year, who are not entitled to receive the household allowance;
  • A maximum of 180 days for those employed for a period of at least one year, who are entitled to the household allowance. If entitled to the household allowance, as a probationer, the daily subsistence allowance is granted for the period of probation plus one month.

Contract staff engaged for a period of less than one year will receive the allowance for the duration of their contract up to a maximum of one year.


The allowance is not paid beyond the date on which you effectively move your household to your place of employment.


Installation allowance 

This allowance is paid on presentation of proof of installation (i.e. rental agreement or deeds of a property). Depending on the contract duration, between one third of the basic salary and one full basic salary, weighted to Angers, is paid for staff members not entitled to household allowance. For staff members entitled to the household allowance this could be doubled.



If you have a contract for a minimum of one year you are entitled to reimbursement of expenses of their removal costs. The removal covers furniture, personal effects and the cost of insurance against ordinary risks up to the limit of an estimate approved in advance. You will need to submit three quotations six weeks prior to the removal date.


Travel expenses

The CPVO will reimburse the travel expenses for you, your spouse and dependent children (actually living in your household) upon taking up duties based on supporting documents from the place of recruitment to Angers.


The benefits package is based on the staff policy (Staff Regulations DE EN FR). The policy is applicable to European Institutions and Agencies


Annual leave

CPVO staff members are entitled to annual leave of 24 working days plus CPVO holidays (17-19 days p.a.), which correspond to some French national holidays and Easter, Christmas and other events. Additional leave days are granted for age, grade and distance from your place of origin (e.g. place where you have your family ties or possess property). Special leave is granted for certain circumstances such as marriage, birth of a child or other family events.


Working hours

A standard working week at the CPVO is 40 hours. Core hours are from 9.00 – 12.30 and from 14.00 – 16.30 Monday to Thursday and until 16.00 on Friday (and Wednesday).


Language classes

Language classes in French are available for CPVO staff members and their spouses or recognized partners.


Language classes in staff members’ mother tongues can also be organised if a teacher in those languages are available.

Data Protection

The purpose of processing of the data you submit is to manage your application(s) in view of a possible pre-selection and recruitment at the CPVO.


The CPVO does not make public the names of successful candidates on reserve lists. However, it is possible that, for the purposes of recruitment and related planning purposes, members of the CPVO’s management may have access to reserve lists and in specific cases, to the application form of a candidate (without supporting documents, which are kept in confidence by the Human Resources Service). Application files are kept for two years from the establishment date of the reserve list after which time they are destroyed.


The personal information we request from you will be processed in line with Regulation (EC) N° 2018/1725 of the European Parliament and of the Council of 23 October 2018 on the protection of individuals with regard to the processing of personal data by the Union institutions, bodies, offices and agencies and on the free movement of such data, and repealing Regulation (EC) 45/2001 and Decision No 1247/2002/EC.


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