INTERPOL hires officials under several different contracts, including core-funded positions, project-based contracts, and secondments. Each of these contract types includes specific terms and conditions that distinguish one from another. Contracts can be either short term (under 12 months) or fixed term (over 12 months). It is important to note that an individual hired under a short-term contract cannot receive a fixed term post without first successfully completing a fixed term recruitment process. Except under very specific conditions, the initial length under which a contract may be offered is maximum three years.
Contracts
Contracted positions are positions for persons who will be directly employed by INTERPOL. Contracted posts can be linked to an externally funded project or linked to a corporate budget. There are two types of contracted posts at INTERPOL:
Fixed-term contracts: please click on the following link to access the Fixed-term package
Short-term contracts: please click on the following link to access the Short-term package
Project posts
A project-based contract will have a start and end date defined based on external funds provided by donors. These contracts carry, in principle, no expectation of renewal. However, as INTERPOL manages a substantial number of projects, officials may be considered for other projects upon the end of their contract.
Secondments
A secondment means that you are currently employed by a government agency and your employer is willing to loan you to INTERPOL for a defined period of time based on your knowledge, skills, or expertise. If you are not currently employed by a government agency and do not have their support to apply, you cannot be considered for these posts. Secondments can be assigned to projects or corporate positions; they can also be short term or fixed term.
Rosters
INTERPOL uses rosters to fill generic positions that arise frequently in the organization, such as Administrative Assistant, Project Assistant, Project Manager, or Criminal Intelligence Analyst. Successfully completing a roster exercise does not provide any guarantee of employment with the organization for candidates; rather, it allows INTERPOL to quickly select qualified candidates for open positions as they arise. Candidates who are recommended following a roster exercise remain eligible for appointment for three years, after which they will need to reapply for consideration.
Internships
The aim is to attract talented students or recent graduates to the Organization and provides them with a better understanding of the Organization's goals and objectives and a framework for enhancing their educational experience through practical work assignments, thereby developing skills which will be useful for their future careers. It also enables them to experience working in a multicultural, multilingual and multi-ethnic environment, contributing to the development of mutual understanding, trust and tolerance. Interns are not considered staff of the Organization and will receive a monthly allowance for the duration of their internship. All the relevant information about our Internship Programme may be found on our official web site.
Corporate posts
Corporate posts are financed by INTERPOL’s core budget. They can be permanent or temporary. A permanent post’s funding is an ongoing part of the budget, though the employee’s contract length is still limited to a maximum of three years before renewal. A temporary post is dependent on specific contractual conditions and usually indicates a limited duration (such as but not limited to the coverage of maternity leave, extended sick leave, an unpaid leave of absence, etc.)
