Recruitment policy
ESA's recruitment policy is to attract and retain the right calibre of staff to meet ESA's evolving needs. This challenge must be met while at the same time making every effort to follow the key principles underlying ESA's recruitment philosophy.
These are:
- to employ highly qualified staff to enable ESA to achieve its objectives and deliver outstanding results for the Agency
- to give primary consideration to qualifications, knowledge, skills and personal qualities, including the capacity to adapt and evolve over the longer term
- to ensure that all staffing decisions are fair, equitable and transparent
- to give due weight to nationality and gender to ensure fair representation
- to consider the short-term need for flexibility and internal mobility without losing sight of possible long-term requirements for organisational change and the development of career potential
Security directives
In the performance of their duties, ESA Staff Members handle confidential information that is considered to be property of the Agency, which must be managed accordingly and to the benefit of ESA and its Member States. All candidates are subject to a screening procedure within the legal constraints in force at the time of recruitment. Any support information provided with an application, such as educational qualifications, diplomas and any other titles will be verified. In addition, references provided by applicants will be contacted.
Gender equality
ESA follows an equal opportunity policy, the main purpose of which is to improve the representation of female staff, particularly in engineering and scientific fields, and at management level. Gender equality is recognised as being a basic principle of democracy and respect for the individual, as well as an essential factor in a balanced professional environment. To encourage gender equality among its staff it is ESA's policy to:
- increase awareness of the importance of an equal opportunity policy within the Agency
- pursue a pro-active policy towards the recruitment of women
- address the constraints that arise from the need to reconcile family and professional lives
ESA has already put a number of benefits and initiatives in place to help staff members reconcile their private and professional lives. Examples include parental/family leave, flexi-time and part-time work. Efforts are also underway at ESA's main establishments to provide daycare facilities for the children of staff members, either on-site or at local daycare centres. The ESA sites ESTEC (Netherlands) and ESOC (Darmstadt, Germany), both now have a creche as well as a kindergarten (ESOC) and an after school care (ESTEC).
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