Recruitment rules

The Military Property Agency (MPA) is what its people are. Human resources are our most valuable asset. We employ quality staffs who are specialists in their respective areas. We want to create for them an attractive working environment. At the MPA they have an opportunity to build their careers, fulfill their professional aspirations by identifying themselves with the business objectives of the Agency.

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General rules for hiring

  • The Military Property Agency is a government agency operating throughout the country, primarily in the area of managing assets of the State Treasury and supplying the Armed Forces of the Republic of Poland with equipment and universally available materials. Owing to this diverse area of operations we are looking for people with different professional skills.

  • Work at the Military Property Agency is interesting and dynamic. We require our staff to be characterized by a considerable sense of responsibility, loyalty, openness to new challenges, and creativity.

  • Recruitment for the vacancies in the Agency has an open and competitive character. The hiring process takes press in accordance to the rules laid down in Article 16a÷16g of the Act of 30 May 1996 on management of certain assets of the State Treasury and the Military Property Agency (Dz. U. of 2004 N0. 163, item 1711 as amended).

  • An announcement on a vacancy is displayed on the information board at the seat of the hiring organizational unit (i.e. at the Office of the Agency or a local office) and on the website of the agency – in the Public Information Bulletin (BIP).

Candidates selection process

  • Analysis of documents sent

    We expect persons interested in working for the Agency to send, in response to the announcement, their CVs together with a motivational letter- and – if requested in the announcement – other documents confirming that they meet the qualification criteria for a given job.

    The application documents should contain candidate’s declaration of consent for processing personal data to the extent necessary for recruitment purposes.

  • Interviews

    The documents sent will be evaluated by a selection committee. Those persons who meet formal requirements outlined in the announcement shall be invited for interviews. The first one, a preliminary interview will be conducted by the committee. Those candidates who passed the preliminary interviews, will be invited, as necessary, to subsequent interviews with representatives of the Agency’s management.

  • Checking qualifications and skills

    In the course of the recruitment process the applicants my be requested to undergo tests to verify their skills required at a given job (e.g. knowledge of a foreign language, specific computer skills, drafting typical documents, etc.).

  • Checking of references

    The applicants may be asked to give names of persons for whom they previously worked who would be able to provide references.

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