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Winnipeg Fire Paramedic Service

How To Apply



Important: Before submitting an application, please ensure that Winnipeg Fire Paramedic Service is accepting applications. For information on our current recruitment initiatives, please visit our current openings page.

Applicant Information

Candidates must be qualified and capable of successfully performing the job of a Communication Operator, Firefighter Paramedic, Firefighter or Primary Care Paramedic. These jobs demand vigorous physical abilities, coupled with high mental and academic requirements.
Progression through the hiring process for a Communication Operator is as follows:

STEP 1: Application / Pre-Screen
STEP 2: Multitasking Aptitude Assessment / Behavioural Screening Assessment
STEP 3: Panel Interview / Map Reading Assessment / 911 Simulation Assessment / Level 2 Security Check
STEP 4: Selection Committee/ Potential Offer of Employment/ Eligibility List
STEP 5: Reference Checks / Medical Assessment
Progression through the hiring process for a Firefighter Paramedic and Primary Care Paramedic is as follows:

STEP 1: Application / Pre-Screen
STEP 2: Written Assessments / Candidate Physical Fitness Evaluation
STEP 3: Panel Interview / EMS Practical Assessment
STEP 4: Selection Committee / Potential Offer of Employment / Eligibility List
STEP 5: Reference Checks / Medical Assessment
Progression through the hiring process for a Firefighter is as follows:

STEP 1: Application / Pre-Screen
STEP 2: Written Assessments / Candidate Physical Fitness Evaluation
STEP 3: Panel Interview
STEP 4: Selection Committee / Potential Offer of Employment / Eligibility List
STEP 5: Reference Checks / Medical Assessment
Please Note: If and when we would consider an applicant for an offer of employment, only at that time are reference checks and medical assessments conducted.

Failure to meet the minimum requirements of any step will result in the disqualification of the applicant from further consideration for the duration of the process. The number of applicants advancing in each stage of the process may be limited. Any applicant not being advanced at any point in the process will be advised in writing.

Important Notes:
  • Online applications will not be accepted for this recruitment.
  • Applications received after the closing date will not be considered for this recruitment.
  • Applications received while WFPS is not currently seeking applicants will not be considered.
  • Any applicant not being advanced at any point in the process will be advised in writing.

Step 1: Application / Pre-Screen

It will be the applicant's responsibility to ensure that the application / documentation / payment have been received and that the minimum qualifications have been met. Should any of the documentation or payment be missing, the application will not be considered complete and may not be processed any further. Documents will not be returned. We do not accept applications or resumes through fax or email. Applications may be done in person or mailed to the following address:

Human Resources - Recruitment
Winnipeg Fire Paramedic Service
2nd Floor, 185 King Street
Winnipeg, Manitoba R3B 1J1

Only those applicants who have submitted all their documentation and payment and have met the requirements of the first step of the process will be contacted to proceed to Step 2. Those who did not meet the requirements of Step 1 will be advised in writing of their eligibility to re-apply.

Important Administrative Processing Fee Notes:
  • $111.00 payable at time of application (cost includes GST).
  • The fee covers the costs of written tests which need to be ordered and proctored; medical drug screening kits and licensing fees for testing.
  • All fees collected in the recruitment selection process are non-refundable. If a candidate is not successful or withdraws in any step of the process, fees will not be refunded.
  • All processing fees may be subject to change.
  • Payment is non-transferable from person to person.
  • Payment must be received before you can proceed to the next applicable step and is due at time of application.
  • Candidates who do not submit payment with application will be disqualified.
  • Methods of payment: Certified Cheque or Money Order payable to the "City of Winnipeg".

Multitasking Aptitude Assessment / Behavioural Screening Assessment – Communication Operator

Applicants that meet the required qualifications may be eligible to proceed to the Multitasking Aptitude Assessment. This is a computer based test which is approximately 2 hours in duration and assesses multi-tasking, decision making, keyboarding, data entry, call summarization, cross referencing, character comparison, memory recall, prioritization, map reading, spelling, sentence clarity and reading comprehension skills. Applicants need to successfully achieve a score of 85% or higher in this assessment.

Applicants having successfully completed the Multitasking Aptitude Assessment will be allowed to move forward and attempt the Behavioural Screening Assessment. This is a written assessment which is approximately 1 hour in duration and will determine the behaviour types most suited to be successful in working within a communication centre. Applicants need to successfully achieved a score of 50% or higher in this assessment.

Only those applicants who have successfully completed all pre-screening assessments in Step 2 will be scheduled for a Panel Interview / Map Reading Assessment / 911 Simulation Assessment. Those who did not meet the requirements of Step 2 will be advised in writing of their eligibility to re-apply.

Step 2: Written Assessments / Candidate Physical Fitness Evaluation - Firefighter Paramedic / Primary Care Paramedic

Applicants that meet the required qualifications may be eligible to proceed to the respective EMS and Fire Rescue General Knowledge and IPMA Aptitude Written Assessments. These assessments are approximately 2 hours each in duration. Applicants must successfully achieve a score of 80% or higher in each of the written assessments in order to move forward in the recruitment process. Applicants having successfully completed the written requirements will be scheduled for the University of Manitoba Candidate Physical Fitness Evaluation and this assessment is a pass or fail and applicants will only be given one attempt. Only those applicants who have successfully completed Step 2 will be scheduled for a Panel Interview / EMS Practical Assessment. Those who did not meet the requirements of Step 2 will be advised in writing of their eligibility to re-apply.

Step 2: Written Assessments / Candidate Physical Fitness Evaluation - Firefighter

Applicants that meet the required qualifications may be eligible to proceed to the respective Fire Rescue General Knowledge and IPMA Aptitude Written Assessments. These assessments are approximately 2 hours each in duration. Applicants must successfully achieve a score of 80% or higher in each of the written assessments in order to move forward in the recruitment process. Applicants having successfully completed the written requirements will be scheduled for the University of Manitoba Candidate Physical Fitness Evaluation and this assessment is a pass or fail and applicants will only be given one attempt. Only those applicants who have successfully completed Step 2 will be scheduled for a Panel Interview. Those who did not meet the requirements of Step 2 will be advised in writing of their eligibility to re-apply.

Step 3: Panel Interview / Map Reading Assessment / 911 Simulation Assessment / Level 2 Security Check – Communication Operator

We use behaviour based and situational based interviewing, which are also structured to ensure fairness to all applicants. It is a standardized method of interviewing designed to measure how you will perform on the job. The questions are based on core and position specific competencies which are essential qualities established that each applicant must satisfy. The purpose of the interview is to assess your ability to understand and adhere to our core values and the character traits required to be successful in this position. Applicants will be provided with realistic work related scenarios and each scenario of its own requires the candidate to demonstrate a key competency. The interview also consists of a number of behaviour based interview questions on specific competencies and you will be asked to describe your related experience and provide specific examples. As part of the interview team we will assess the candidates response based on the requirement of the competencies as well as their communication skills, general demeanor and deportment and the candidate will need to reflect the expected behavior. Applicants need to successfully achieved a score of 60% or higher in this assessment.

The Map Reading and 911 Simulation Assessments are verbal tests and the total time allotted will be 15 minutes. These assess map reading, listening, dealing with ambiguity, problem solving, informing, composure, and memorization. Applicants need to successfully achieved a score of 50% or higher in each of these assessments.

Applicants must undergo and pass the Winnipeg Police Service Level 2 Security Check. This check will be scheduled by the Winnipeg Fire Paramedic Service with the Winnipeg Police Service. Applicants will only be scheduled for this check if they are successful up to this stage of the recruitment process and must be acquired prior to hiring. Those who do not meet the requirements of Step 3 will be advised in writing of their eligibility to re-apply.

Step 3: Panel Interview / EMS Practical Assessment - Firefighter Paramedic and Primary Care Paramedic

We use behaviour based and situational based interviewing, which are also structured to ensure fairness to all applicants. It is a standardized method of interviewing designed to measure how you will perform on the job. The questions are based on core and position specific competencies which are essential qualities established that each applicant must satisfy. The purpose of the interview is to assess your ability to understand and adhere to our core values and the character traits required to be successful in this position. Applicants will be provided with realistic work related scenarios and each scenario of its own requires the candidate to demonstrate a key competency. The interview also consists of a number of behaviour based interview questions on specific competencies and you will be asked to describe your related experience and provide specific examples. As part of the interview team we will assess the candidates response based on the requirement of the competencies as well as their communication skills, general demeanor and deportment and the candidate will need to reflect the expected behavior. Applicants need to successfully achieved a score of 60% or higher in this assessment.

Applicants will also complete a verbal EMS Practical Assessment consisting of a trauma scenario and medical scenario. Applicants must successfully achieve a score of 67% or higher in this assessment.

These processes are conducted in a boardroom setting and are approximately 1.5 hours in length. Those who do not meet the requirements of Step 3 will be advised in writing of their eligibility to re-apply.

Step 3: Panel Interview - Firefighter

We use behaviour based and situational based interviewing, which are also structured to ensure fairness to all applicants. It is a standardized method of interviewing designed to measure how you will perform on the job. The questions are based on core and position specific competencies which are essential qualities established that each applicant must satisfy. The purpose of the interview is to assess your ability to understand and adhere to our core values and the character traits required to be successful in this position. Applicants will be provided with realistic work related scenarios and each scenario of its own requires the candidate to demonstrate a key competency. The interview also consists of a number of behaviour based interview questions on specific competencies and you will be asked to describe your related experience and provide specific examples. As part of the interview team we will assess the candidates response based on the requirement of the competencies as well as their communication skills, general demeanor and deportment and the candidate will need to reflect the expected behavior. Applicants need to successfully achieved a score of 60% or higher in this assessment.

This process is conducted in a boardroom setting and is approximately 1 hour in length. Those who do not meet the requirements of Step 3 will be advised in writing of their eligibility to re-apply.

Step 4: Selection Committee / Potential Offer of Employment / Eligibility List

Once you successfully advance to this step, your file has reached the point where a hiring decision is made. All data is compiled and your file is presented to a Selection Committee. The purpose of the Selection Committee is to offer an objective perspective on your suitability for this position to determine if you may receive a job offer or placement on an eligibility list. The hiring decision is based on consideration of your competencies, skills, physical abilities and job fit.

The Department's hiring needs are difficult to predict and fluctuate as a result of a number of factors (i.e. retirements, city growth, funding / resource availability, etc.). This may mean you have successfully advanced through the recruitment process and will be considered for further consideration for a future recruit class for this position. The eligibility list remains active and expires one year from the closing date of the job posting. During this period of being on an eligibility list, you do not need to reapply or retest. If you are not provided an offer of employment by the expiry date, you will need to reapply and submit a new application package using current document versions that would be posted on the City of Winnipeg website at the time of your re-application in order to be considered for employment. Please note that being placed on an eligibility list does not constitute an expressed or implied contract or offer of employment for a position with Winnipeg Fire Paramedic Service or any other position with the City of Winnipeg. Those who did not meet the requirements of Step 4 will be advised in writing of their eligibility to re-apply and must re-submit a new application.

Step 5: Reference Checks / Medical Assessment

If and when we would consider an applicant for an offer of employment, only at that time are reference checks and medical assessments conducted. Selected candidates will be scheduled to undergo a complete medical examination by the City of Winnipeg Occupational Health Branch which includes illegal drug use testing. Prior to making the final offer of employment, the City of Winnipeg requires that all new hires will be referenced checked to assess the candidates suitability for the position. Information collected will focus on job performance as demonstrated by behaviours, actions and results. Only those applicants who have successfully completed Step 5 will be contacted for a final offer of employment. Those who did not meet the requirements of Step 5 will be advised in writing of their eligibility to re-apply.

PERMANENTLY DISQUALIFIED APPLICANTS

Our recruitment process is highly competitive and designed so that all applicants can prove their abilities. The department's objective is to select individuals we believe are the best suited to provide emergency services in Winnipeg, now and for the future. Decisions are based on the qualifications and suitability of each applicant. Organizational and job fit are vital to success in these professions. When it is determined an applicant cannot, did not and is unlikely to meet our standards in the future, the applicant will be considered unsuitable for the position. As such, each applicant will be given three (3) attempts in the opportunity to compete in our recruitment process. It is felt that continuing to assess an unsuitable individual is neither cost-effective nor respectful to that person, recognizing that there is a cost to apply to any recruitment. If an applicant is unsuccessful after the three attempts, they will be given a lifetime deferral letter advising that any future applications for employment will not be considered with our Service.

Please Note:

The selection process is subject to change and candidates may be subject to other assessments and reviews.


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Last update: November 14, 2016