The selection will be carried out through the competition-opposition system.
As a first phase, an analysis of the curriculum will be carried out (assessment of previous experience and / or scientific history, degree, training and other professional information relevant to the position). Career breaks or variations in the chronological order of CVs will be regarded as an evolution of a career, and consequently, as a contribution to the professional development.
The assessment of the CV in the competition phase will be scored up to 40 points, which will consider the following aspects:
- Power converter design above 1kW. (10 points)
- Power converter control design with DSP or FPGA technologies. (10 points)
- Experience working in an accelerator or a similar scientific institution. (10 points)
- Project management experience in power converter projects. (10 points)
The evaluation of the previous points will be evaluated based on the following criteria:
- Demonstrable professional experience of 1 year minimum - 33% of max points.
- Demonstrable professional experience of 3 year minimum - 66% of max points.
- Demonstrable professional experience of 5 year minimum - 100% of max points.
The best rated candidates, at least two if possible, will be invited to an interview where the technical competence, knowledge, skills and professional experience linked to the position will be assessed, with a total score of 60 points. A minimum of 30 points must be obtained out of a total of 60 points to be eligible.
Provided they meet the minimum requirements and have ranked among the top five after the assessment of the CV phase, at least one person from the underrepresented gender in the division/office will be interviewed.
The interview will include at least:
- Proficient knowledge of high precision power converters of minimum 1kW power rating. (20 points)
- Auto-assessment of soft skills. (15 points)
- Coordination capability skills: time management, communication, organization, adaptability and teamwork. (10 points)
- Presentation of professional experience. (10 points)
- Vision of the job position. (5 points)
The merits will be accredited by means of the CV attached to the application. The selection board may require accreditation by additional documentation, originals or certified copies confirming the experience invoked in the CV.
In case of a tied final score, the position will be awarded to the person who belongs to the most underrepresented gender in the corresponding Division and subsidiarily to the overall company.
If necessary, alternates of the members of the selection board will be appointed by the president of the selection process, and the change will be published in the announcement.
The resolution of the selection procedure will be carried out within a maximum period of six months from the deadline for submitting applications for participation.
The selection process may be declared vacant if the selection board considers not to have found eligible candidates for the position although they might meet the requirements to participate in the selection process specified in the offer.
