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Until Election Day
on October 24

Winnipeg Police Service

Selection Process

Step 1: Completion of Application


Lateral entry candidates who reside more than 400 kilometers from the City of Winnipeg, please refer to the information provided in Out of Town Applicant.

Lateral entry candidates who reside less than 400 kilometers from the City of Winnipeg, must complete their applications in person anytime between 8:00 am and 3:00 pm Monday to Friday at:

Winnipeg Police Headquarters
Main floor, 245 Smith Street
Winnipeg, Manitoba

The following documentation must be produced at time of application:

  1. Photocopy of proof of education* meeting MINIMUM qualification (Grade 12). Examples include: high school diploma (Grade 12), or FINAL high school transcript (must indicate graduated), or GED certificate. For applicants submitting foreign credentials, photocopy of academic assessment report issued by a recognized Canadian assessment service.
  2. Photocopy of proof of Training Certificate.
  3. Original driver's abstract dated within 30 days of date of application.
  4. Photocopy of Driver's license with photo.
  5. Personal Resume.
  6. Photocopy of proof of Canadian Citizenship (i.e. Birth Certificate or Passport or Permanent Resident Card (photocopy of both sides) or Canadian Citizenship Card (Photocopy of both sides).
  7. Photocopy of Pardon papers if applicable. (There is no need to re-submit Pardon papers once they are on file).
  8. Original Winnipeg Police Service Required Vision Test Report completed by a qualified Ophthalmologist or Optometrist. (Related costs will be incurred by the applicant). This form is valid for a six month period from the test date. If applicable, original Eye Surgery Form.

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Step 2: Determination of Eligibility

The provisions of this policy apply to the rank of Constable and will not be applied to any other rank. The policy will be applied to candidates at the discretion of the Winnipeg Police Service when it is clearly in the best interest of the Winnipeg Police Service to do so. Decisions on whether or not to apply the policy to any candidate will be made by a panel consisting of:

  1. Staff Sergeant of Human Resources.
  2. Sergeant of Recruiting, Human Resources.
  3. and/or Staff Sergeant of Training Unit.

Non-acceptance as a lateral entry candidate does not preclude eligible individuals from competing for a position through the regular recruitment process.

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Step 3: Pre-Interview Screening

A suitability assessment will be conducted.


  • Successful applicants will proceed to Step 4


  • Should an applicant fail to pass the Pre Interview Screening process, the Winnipeg Police Service will advise the applicant, in writing, of their eligibility to re-apply.

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Step 4: Panel Interview

Please Note: Due to a change in the structured interview process, all previous interviews are no longer valid. Interviews will continue to be behaviour and competency based, however will be internally scored.

The Panel Interview is a structured interview conducted in a boardroom setting before two Senior Winnipeg Police Officers who hold the rank of Sergeant, Staff Sergeant or Inspector.
There are two aspects of this interview:

  1. It is a Behaviour Based Interview.

What is a Behaviour Based interview? In simple terms this is an interview in which one draws upon their own personal experiences when providing answers to a question.

  1. It is Competency based.

The questions are structured and based on essential qualities established as competency measures that each applicant must satisfy. Applicants are asked questions based on both the City of Winnipeg’s Five Core Competencies and the Competencies for Police Constable. Click on Competencies to learn more on the Competency Measures and their Derivatives.
The Panel Interview is approximately 30 – 45 minutes in duration.
Applicants not advancing past the Panel Interview Stage will receive an email with their eligibility to re-apply date.
Applicants who fail the Panel Interview must wait one year from the initial application acceptance date for that class to be eligible to re-apply.

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step 5: Background Investigation

The background investigation is a one on one interview held with a background Investigator assigned to the applicant. The interview is approximately three hours in length and is conducted in a private office setting. Prior to the interview the applicant will be provided with specific instructions as to what documentation he or she will be required to submit for their interview.


This is not an interview that an applicant can prepare for. The Investigator will delve into various facets of an applicants personal and professional life. Given the nature of a Policing career and level of professionalism expected of Police Officers by members of the public, this interview is comprehensive and relevant.

Upon completion of the interview the background Investigator will commence their investigation into an applicants suitability for employment with the Winnipeg Police Service.


  • Successful applicants will proceed to step 6*.
*IN ORDER TO PROCEED, successful applicants must possess:
  • A valid Manitoba Class 4 driver’s license.
  • A valid St. John Ambulance or Canadian Red CrossStandard First Aid Certificate and a Level C Basic Cardiopulmonary Resuscitation Certificate or equivalent by another service provider**.
**For equivalency the service provider must complete the Winnipeg Police Service First Aid/CPR Report Form.


Should an applicant fail to meet one or more of the established Competency Measures, the Winnipeg Police Service will advise the applicant, in writing, of their eligibility to re-apply.

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Step 6: Psychological & Medical Examinations


The Winnipeg Police Recruiting Unit will notify, by telephone, only those applicants being considered for employment. Scheduling of both Psychological and Medical testing will be arranged at that time.

Medical testing will include a test for illegal drug use.

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step 7: Selection Panel


step 7 is the final step of the Winnipeg Police Recruitment selection process. All successful applicants who reach this stage will have his or her application for employment reviewed by the selection panel, comprised of senior Officers and members of the Management team. It is at this stage that applicants will be compared to each other rather than to set standards.

There are many factors that are taken into consideration when deciding the number of Officers the Winnipeg Police Service can offer employment to in any given recruitment. Only the most suitable applicants will be selected by the Panel.


  • Offer of Employment.


  • Should an applicant fail to meet one or more of the established Competency Measures, the Winnipeg Police Service will advise the applicant, in writing, of their eligibility to re-apply.

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Last Update: October 31, 2017

"An Internationally Accredited Law Enforcement Agency"
An Internationally Accredited Law Enforcement Agency
City of Winnipeg

"The City of Winnipeg has committed itself to the implementation of an Employment Equity Program. This program is an employer initiated action to ensure that recruitment, selection, and promotion of all current and future employees is carried out in a non-discriminatory manner."

All Qualified Individuals Are Encouraged To Apply.

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