Working hours and leave
Members of the staff have a 38-hour working week. It is possible to work variable hours or part-time, but this is subject to management agreement and depends on service requirements.
- Generous annual leave: 2.5 working days for each complete month of service completed;
- Home leave (if eligible): 8 working days plus travel time;
- Maternity leave: 20 weeks / 22 in case of a multiple birth;
- Paternity leave: 10 Working days / 12 in case of a multiple birth;
- Special Leave: 8 working days per year for private or urgent reasons.
All positions are offered for an initial period of 3 years, which may be
renewed for subsequent periods, subject to satisfactory performance and the need
to rotate skills and talent within the Agency.
Serving civilian members of NATO will be offered a contract in accordance
with the NATO Civilian Personnel Regulations.
The first six months of definite duration contracts are a probationary
period. During this period the staff member's work is assessed to ensure that
he/she has the ability to carry out the duties of the post. At or before the end
of the probationary period, the staff member will be notified in writing that
the appointment is confirmed or terminated or, in exceptional cases, that the
probationary period is extended.
Code of Conduct
The NCI Agency promotes equal opportunities in employment regardless of gender, marital status, race, ethnic origin, sexual orientation, age, disability, religion or belief.
The Agency has issued a Code of Conduct which is intended to guide and assist all personnel working for the NCI Agency in understanding and applying the values, ethical conduct and behaviours expected from them in their professional activities by raising awareness and sensitivity to ethical issues they may face when working for the organization. It is based on the main principle that we are proud to work for the Agency and that with our conduct we show internally and externally that we are professional, unbiased and that we work as a Team.
The Code of Conduct is based on the following 5 core values which are also reflected in the NATO wide Code of Conduct:
These values are further expressed in rules on equal treatment and non-discrimination, use of Agency resources and safety, confidentiality, contacts with the media, use of social networks and internet, relations with the public, conflicts of interest, gifts, hospitality and other benefits, contacts with industry (in particular regarding procurements), recruitment and personnel matters, and post-employment measures and outside activities.
While working for the NCI Agency, you will have:
- A pleasant and challenging working atmosphere in an international community
that will allow you to improve your working and knowledge skills;
- An opportunity to work with highly qualified staff from all NATO nations in
modern facilities, and access to modern equipment;
- Specific training opportunities within your working area.
In addition, you will have an opportunity to participate in various learning
and development programmes and training:
- Technical trainings increasing your subject matter expertise skills and
- Behavioural training to develop your communication skills, presentation
skills, customer focus, plus others;
- Leadership and managerial development programmes;
- NATO Executive Development Programme.
Performance Management is a regular employee-review process that begins
immediately upon hiring and continues throughout employment. The process helps
the supervisor and employee reach a shared understanding of expected behavior
and results, encourages mutual feedback about progress, and links to talent
management decisions. The process also helps all staff understand the Agency’s
core values: it is not just what we accomplish that is important, but how we
The Performance Management process helps employees clarify and prioritize
expectations and accountability and align their goals with the mission and goals
of the Agency. Performance Management also helps managers and supervisors to
recognize employees for good performance and encourage professional development
The Agency’s intent is for all staff to receive clear expectations, periodic
feedback, and an annual performance review. In doing so, the Agency also strives
to help all staff do the best job they are capable of doing, enjoy a high level
of job (and personal) satisfaction, and live the Agency’s core values every day.