Vacancies

Announcements for competitions to fill vacant positions are published in this website section and on the Estonian Unemployment Insurance Fund and the Ministry of Finance websites.

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Rules for Recruitment and Selection of Officials of the Office of the Chancellor of Justice*

General Provisions

  1. The rules for recruitment and selection of officials of the Office of the Chancellor of Justice (hereinafter Office) establish the principles and procedures for recruitment and selection of staff. These rules do not apply to changes in the official title from Junior Advisor to Advisor or Advisor to Senior Advisor within the Office.
  2. The purpose of the rules is to ensure compliance with unified recruitment principles and to find the best-qualified, knowledgeable, reliable, and motivated officials. Candidate information from the competition will not be disclosed to persons not participating in the recruitment or selection process, including other candidates.
  3. The practical organization of recruitment and selection and the preparation of summaries are the responsibility of the Head of the General Department, who also serves as the HR Manager.

Announcement of Competition

  1. The need to fill a position is determined by the Chancellor of Justice in collaboration with the immediate manager of the vacant position, based on organizational needs and budget considerations.
  2. An open competition is organized in cases provided by the Civil Service Act.
    The competition announcement must include the following information:
    1. the name of the authority and position;
    2. a brief description of the job duties;
    3. requirements for the candidate;
    4. documents required for participation and their submission deadline;
    5. the location of the job position;
    6. details of the contact person.
  3. A single competition may be announced to fill multiple positions with substantially similar job duties.
  4. Announcements for open competitions are published on the Office's website, intranet and the Estonian Unemployment Insurance Fund's website. The announcement may also be published through other relevant channels.
  5. Announcements for internal competitions are published on the intranet of the Office.
  6. The deadline for submitting applications is at least 14 calendar days from the date of publication of the open competition announcement on the Estonian Unemployment Insurance Fund’s website or the internal competition announcement on the intranet.
  7. Candidates who submit documents by the deadline specified in the competition announcement will participate in the competition. Documents bearing a postmark dated on or before the specified deadline are considered submitted on time.

Selection Process

  1. The immediate manager of the vacant position, in collaboration with the Head of the General Department, conducts a pre-selection based on the submitted applications by the deadline. During the pre-selection, the submitted documents are evaluated to determine whether the candidate meets the competition requirements. Candidates who do not meet the requirements will be informed of their non-selection by the Head of the General Department, in a form that ensures written proof, as soon as possible.
  2. The suitability of candidates who pass the pre-selection for the position is assessed in the subsequent evaluation rounds by the immediate manager of the vacant position and the Head of the General Department in collaboration with the Chancellor of Justice and the Director of the Office.
  3. In the first evaluation round, candidates' CVs and application letters are reviewed, focusing on the required education level, work experience, foreign language skills, and other requirements for the candidate. Attention is paid to the completeness of the information and the clarity and correctness of written communication. From these candidates, the most suitable candidate or candidates for the position are selected. The Head of the General Department informs the remaining candidates of their non-selection in writing as soon as possible.
  4. If the best candidate is not identified in the first round, a second evaluation round is conducted. In the second round, candidates are assessed based on a case assignment or an essay. The clarity, expertise, and correctness of their written responses are evaluated.
  5. If the best candidate is still not identified in the second round, an interview is conducted. During the interview, professional knowledge and oral communication skills are assessed.
  6. If necessary, the Head of the General Department conducts a background check on the candidate(s) who passed the first or second evaluation round to gather additional information about the applicant(s), with prior notification to the candidate. The background check involves Internet and public database inquiries and may include verifying information provided in the CV through oral recommendations and/or letters of recommendation submitted by the candidate.
  7. The competition is won by the candidate whose education, work experience, knowledge, and skills best meet the requirements for the job duties. An offer to assume the position is made to the winning candidate.
  8. The competition is deemed unsuccessful in accordance with §19 of the Civil Service Act.
  9. The Head of the General Department informs both the competition winner and the candidates not selected of the final results of the competition. The notification is sent in writing within 14 calendar days following the decision.
  10. Candidates have the right to access information collected about them during the recruitment and selection process, including practical assignments and other results, as well as decisions made concerning them.

Summary of the Recruitment and Selection Process and Document Retention

  1. The Head of the General Department prepares a written summary of the recruitment and selection process. The summary includes the position title, announcement publication time and location, document submission deadline, number of applicants, number of candidates who passed the first, second, and third evaluation rounds, the date and outcome of the selection, including the reasoning for the selection decision, and other necessary information.
  2. The Head of the General Department is responsible for storing the documents collected during the recruitment and selection process. The documents are retained for 150 calendar days from the date of the final decision and then destroyed.

Approved by the Chancellor of Justice’s Directive No. 1-4/184 on 20 February 2018.

*Please note that this is an unofficial translation.