Senior Specialist Assessment Psychology and Leadership Selection

Project overview

Description of the Shared Service Center HRM department: Recruitment & Selection (R&S) team The Recruitment & Selection (R&S) department is part of the HRM department of the DJI SSC. R&S specializes in selection, career, development, and potential issues, as well as assessments. R&S advises its internal clients on suitability, (sustainable) employability, development, and career of employees. R&S advises internal clients on (psychological) suitability for positions where employees come into direct contact with detainees. R&S also advises individual employees on the deployment and development of their talents.

Work is based on the Functiegebouw Rijk (Job Structure of the Civil Service) and specific requirements/wishes of the internal client. Clients within the Ministry of Justice and Security (JenV) are provided with advice in various HRM areas, such as:

• Personnel selection/ advisory process;
• Talent development/ sustainable employability;
• Career development; All psychological investigations and assessments conducted by R&S are customized and supported by tests and/or questionnaires. R&S strives to align as closely as possible with the wishes of the labor market. The aim is to use as few tests and questionnaires as possible in selection issues. R&S tries to align as well as possible with this in its programs and seeks the most efficient way to make a well-founded statement about someone's suitability or potential. DJI is a politically driven organization and therefore faces changing directions. R&S also faces this, for example; sometimes there is a large staff shortage and significant efforts must be made to select staff in a short period. Sometimes there is a large capacity surplus, and efforts are focused on mobility, internal transfer, and outflow. In this regard, politics also partly determines the need for psychological tests and questionnaires. 1. Purpose and nature of the assignment The contractor is engaged for their unique and specialist expertise in leadership assessments, selection psychology, and the development of high-quality selection programs for complex functions within DJI. The assignment aims to make this specialist expertise temporarily available for issues where the permanent team lacks sufficient specialist knowledge, experience, or capacity. The engagement is on a contractor basis and consists of pre-defined specialist assignments and projects. The activities are supplementary to the regular tasks of internal assessment psychologists and have an advisory, developmental, project-based, and specialist execution character. 3. Activities and results 3.1 Specialist assessments The contractor conducts specialist selection assessments for positions with increased complexity or a high risk of failure. This includes: assessments for positions from salary scale 13 upwards; assessments for director and management positions; assessments for positions within the security domain; assessments requiring specialist clinical psychological expertise. For each assignment, the contractor delivers a fully executed assessment, including a report, in accordance with the agreed quality criteria. 3.2 Development of selection instruments The contractor develops and updates specialist selection and assessment instruments. The assignment may include: developing leadership assessment programs; designing simulations and practical assignments; developing assessment components for complex functions; updating competency profiles; translating scientific insights into selection methodologies; advising on innovative forms of psychological selection. The result consists of a concrete delivered product, instrument, or advice. 3.3 Specialist advisory services The contractor provides specialist advice on complex selection and development issues. This includes: advising on complex selection procedures; advising on psychological risks; advising on the design of assessment programs; advising on quality development of selection procedures; advising on positions with increased security or integrity risks. 3.4 Project-based assignments The contractor may be independently responsible for the preparation, design, execution, and evaluation of pre-defined selection projects. Examples include: selection projects for specialist functions within DJI; selection of dog handlers, LBB officers, and sociotherapists; selection projects in collaboration with the Police Academy; national projects, such as the selection for the UBI in JC Vlissingen; other temporary projects requiring specialist assessment expertise. For each project, the desired outcome, timeline, and deliverables are established in advance. 3.5 Knowledge sharing and subject matter expertise The contractor may, as a separate assignment, provide specialist subject matter meetings, including: intervision meetings; knowledge sessions; workshops; substantive consultations on complex assessment issues. Additionally, the contractor may conduct specialist coaching or reflection trajectories for employees in complex or psychologically demanding roles, insofar as this is part of a separately agreed assignment. 4. Independent execution The contractor independently determines the method for preparing and executing assignments. DJI exclusively formulates the desired results, quality criteria, and timeline. There is no hierarchical authority or functional direction from DJI. The contractor makes independent professional judgments in the execution of assessments, advisory services, development, and project-based assignments. 5. Availability and planning The contractor communicates their availability for an agreed period in advance. DJI offers individual assignments or projects based on current needs. The contractor is free to accept or decline these assignments. There is no obligation for availability and no exclusivity relationship. The average engagement is a maximum of 32 hours per week. The actual engagement depends on the scope of individual assignments and projects. 6. Quality assurance DJI exclusively assesses the delivered result of the assignment or project. There are no performance, appraisal, or progress interviews characteristic of employment. If necessary, only substantive alignment takes place regarding the quality of the delivered products or advice. 8. Positioning within the organization The contractor is not part of DJI's regular staff. The contractor: does not perform regular line duties; has no hierarchical responsibility; only participates in meetings necessary for the execution of a specific assignment; has no structural role in team development or personnel matters; has no responsibility for the daily management of employees. A DJI email address or access to systems is provided only insofar as it is technically necessary for the execution of the assignment. 9. Completion and payment Each assignment or project ends upon delivery of the agreed result. Payment is made based on invoicing in accordance with the agreements made. There is no salary, continued payment during illness, holiday pay, or other employment benefits.

Project details

• Start: 2026-11-01T23:00:00
• Location: Den Haag Zuid-Holland, NL
• Languages: Dutch