• It is expressed on a scale of 0 to 20 points, to the hundredths place, calculated based on the applicable selection methods, with the weightings defined by the jury in Minute No. 1; 
• The Psychological Assessment (PA) is not included in the calculation of the CF, being evaluated exclusively as Fit/Unfit; 
• Each of the selection methods, as well as each of the phases they comprise, is eliminatory in the order stated in the law, regarding the mandatory ones, and in the order stated in the publication, regarding the optional ones;
• Candidates who do not attend or who obtain a score lower than 9.5 or a rating of Not Suitable will be excluded, and the following method will not be applied to them. 

The jury consists of a president, two full members, and two alternate members; the Director may not be a member of said jury. 

The Director of the AE/EnA, when deciding to open a competitive procedure, determines the appointment of a jury responsible for all operations of the competitive procedure. 

It must be submitted by filling out the appropriate form available electronically at [website address]. SIGRHE, in Professional Situation > PND – Procedures competitive Application Form, and formalized by upload of the documents required in the opening notice. 

The opening notice must be prepared based on the template provided by AGSE in the private area of SIGRHE, under "Documentation," accessible to directors.

The procedure is advertised on the Public Employment Exchange, in the 2nd series of... Official Gazette, by extract, and on the AE/ websiteEnA. Simultaneously, the procedure must be initiated in SIGRHE, with the completion of the mandatory fields, namely: category, procedure identification. competitive, BEP code and Jury Members. 

You results of each method of selection they are published through of list ordered alphabetically, posted in a visible and public location on the premises of the AE/EnA and available on its page electronics.

Admitted candidates are summoned for each selection method, with the date, time, and location indicated. Excluded candidates are notified for a preliminary hearing in accordance with the CPA (Code of Administrative Procedure). 

The selection methods are applied in phases: candidates who pass each method are then invited to the next. 

It assesses aptitudes, personality traits, and/or behavioral competencies, using a previously defined competency profile as a reference, in order to allow for a prognosis of adaptation to the demands of the job. 

Essential features:

• Classification: Suitable and Unsuitable (not included in the final classification calculation);
• Performed by a specialized entity;
• The privacy of the results is guaranteed with respect to third parties (under penalty of breach of confidentiality);
• Valid for 24 months from the date of approval of the final ranking list. 

The Competency Assessment Interview (CAI) visa to obtain information about professional behaviors directly related to the skills considered essential for performing the job. AThe skills to be assessed must be included in Minutes No. 1 of the jury. 

Curriculum Assessment (CA) measures the most relevant elements for the job position to be filled, including academic qualifications or level of qualification, professional training, professional experience, and performance evaluation. It is expressed on a scale of 0 to 20 points, to the hundredths, and is calculated using a weighted formula defined by the jury in Minute No. 1.

The Knowledge Test (PC) assesses Academic and/or professional knowledge and the ability to apply it to concrete situations in the performance of a given function, including adequate knowledge of the Portuguese language. 

The following should be included in the opening notice and in Minutes No. 1:

• Format: written, individual, on paper or computer; 
• Number of questions; 
• Exam duration; 
• Scoring system; 
• Whether or not to allow consultation on legislation; 
• Topics, legislation and supporting bibliography; 
• Rating scale: 0 to 20 points, to the hundredths place. 
• In the written knowledge test, the candidate's anonymity must be guaranteed for grading purposes. 

AGSE makes the functional profiles of directors available in the private area of SIGRHE. “"Documentation". 

Yes. In accordance with article 19th from the Ordinance No. 233/2022, of 9 of September. 

Yes. A minutes e o Notice must to be differentiated, of agreement with you models proposeds for the AGSE.

1. Drafting the Opening Notice based on the provided opening notice template;
2. EPreparation of Minutes No. 1; 
3. Publication of the Opening Notice, in extract form, in the 2nd series of Official Gazette; 
4. Simultaneous publication and opening: in full at BEP, in SIGRHE and on the AE/EnA website; 
5. Submission of applications;
6. Evaluation of applications; 
7. Notification of the provisional list of admitted and excluded candidates; 
8. Hearing of interested parties; 
9. Application of selection methods; 
10.    Final ranking of candidates; 
11.    Notification of candidates; 
12.    Hearing of interested parties; 
13.    Approval; 
14.    Publication of the final ranking list; 
15.    Hierarchical or supervisory appeal. 

It is the jury's responsibility to ensure the smooth running of the competitive selection process, from the date of its appointment until the preparation of the final ranking list. 

The jury prepares Act No. 1 before the publication of the notice of opening of the common competitive procedure. Act No. 1 is published on the AE/EnA website and must contain, among other things, the evaluation parameters, their weighting, the classification grid, the final valuation system for each selection method, and the tie-breaking criteria. 

The competitive selection process is urgent, and the jury's duties take precedence over any other tasks. 

In the event of a tie in the final ranking, preference will be given to candidates in the specified situations. for the law as preferential (article 24th from the Ordinance). subsisting a equality, The tie-breaking criteria defined by the jury in Minute No. 1 shall apply, in that order. 

I – Candidates with a public employment contract who perform different functions and candidates without a public employment contract. 

Mandatory methods: 

• Knowledge Test (PC);
• Psychological Assessment (PA). 

 Optional method: 

• Competency Assessment Interview (CAI) 

 II – Candidates with a public employment contract who perform identical functions. 

Mandatory methods: 

• Curriculum Evaluation (CE); 
• Competency Assessment Interview (CAI).

These candidates may, under the terms of No. 3 of Article 36 of the LTFP, exclude the application from AC and from the EAC through an express declaration in the application form, opting for PC and AP. 

1. Verification of existence of candidates in centralized reserves with professional profiles suited to the job positions that are intended to be filled. 
2. Consult: DGAEP/Centralized Recruitment Entity (Recruitment ReservesInstructions: DGAEP – Directorate-General for Public Administration and Employment 
3. Proof of lack of workers in a situation of professional development for the jobs in question (Preliminary Procedure). 
4. Instructions: DGAEP – Directorate-General for Public Administration and Employment 
5. Verification of the existence of a job position in the staffing plan; 
6. Proof of available budget; 
7. Opening order issued by the Head of the School Cluster or Non-Clustered School. 

• Approval
  • Following a hearing with interested parties, the final ranking list, along with the remaining decisions of the jury (including those relating to the admission and exclusion of candidates), is submitted to the AE/En Director for approval within 2 working days. Publication of the approved final ranking list. 
• Posting in a visible location at the AE/En; 
  • Publication on the institutional website;
  • Publication of extract in the 2nd series of Official Gazette; 
  • Notification of the approval of the final ranking list to all candidates (admitted and excluded). 
• Contract signing
  • The integration of workers is carried out through the signing of an open-ended public service employment contract (the contract template will be available on...). SIGRHE). The establishment of a permanent public employment contract requires publication in the 2nd series of... Official Gazette, in accordance with paragraph b) of point 1 of article 4 of the LTFP. 

Legal basis for the senior technician recruitment process: 

• General Law on Public Service Employment (LTFP), approved as an annex to Law No. 35/2014, of June 20, in its current wording; 
• Order No. 233/2022, of September 9; 
• Code of Administrative Procedure, approved by Decree-Law No. 4/2015, of January 7, in its current wording; 
• Decree-Law No. 29/2001, of February 3, decree establishing a quota of 5% for candidates with disability ≥ 60%; 
• Regulation (EU) No 679/2016 of 27 April (GDPR) e Law No. 58/2019, of August 8 –Protection of candidates' personal data; 
• Decree-Law No. 88/2023, of October 10 – Regulations governing the special career paths of information systems and technology specialists and information systems and technology technicians, and the position of information systems and technology consultant; 
• Order No. 236/2024/1, of September 27 – Regulates the cross-functional behavioral competencies of workers integrated into careers with varying degrees of complexity. functional 1, 2 and 3 and the specific competences of the holders of intermediate management positions, as referred to in No. 6 of Article 36 of Law No. 66-B/2007 of December 28. 
• Order No. 76/2025, of August 12 – recruitment of senior technicians through a common competitive procedure, with a view to concluding public service employment contracts for an indefinite period.
• Order No. 4240-C/2026, of March 31 – Subdelegation of powers to the directors of the AE/EnA and to the presidents of the provisional administrative commissions for the carrying out of common competitive procedures. 

The candidates have 10 (ten) working days from the date of publication of the notice on the Public Employment Exchange and on the AE website/EnA, in order to apply.

There is no fixed number of vacancies per AE/EnA.  AGSE informs AE/EnA directors of the number of vacancies available for technicians.higher education levels. For this purpose, they select the professional profile that best suits the context of the AE/EnA, guaranteeing the number of vacancies for psychologists. 

 The recruitment process is open to candidates with or without a public sector employment contract.