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Winnipeg Police Service

Selection Process

The Winnipeg Police Service selection process for a new Auxiliary Cadet consists of seven steps. Failure to meet the minimum requirement of any one step will result in the disqualification of the applicant from further consideration for the duration of the recruitment process.
Applications are received on an on-going basis so you can apply any time.  Applicants who successfully progress through to step seven will be compared against each other and those most competitive will be offered employment.

Step 1: Completion of Application

APPLY ONLINE at  www.winnipeg.ca/hr.
Attach all documentation listed below. 

  1. Current Resume (REQUIRED)
  2. Driver's abstract dated within 30 days of date of application (REQUIRED)
  3. Winnipeg Police Service Vision Test Report completed by a qualified Ophthalmologist or Optometrist. (REQUIRED) Eye Surgery Form (REQUIRED IF APPLICABLE)
  4. Winnipeg Police Service Hearing Test Report completed by a qualified Audiologist or Otolaryngologist.  (REQUIRED)
  5. Grade 12 Diploma or GED - Diploma or Final Transcripts (must say graduated) (REQUIRED)
  6. Foreign Credential Academic Assessment (REQUIRED IF APPLICABLE)
  7. Driver's license with photo (REQUIRED)
  8. Proof of Canadian Citizenship or Permanent Residency - i.e. Birth Certificate, Canadian Passport, Canadian Citizenship Card, Landed Immigrant Paper or Permanent Resident Card (REQUIRED)

IMPORTANT: *Applicants who have been educated outside of Canada must have education which is comparable to the minimum qualification in Canada.  Applicants submitting foreign credentials require an official academic assessment report issued by a recognized Canadian assessment service at application.*

IMPORTANT:  All fees incurred throughout the process are the responsibility of the applicant.

IMPORTANT:  Applicants subject to Security/Criminal Records check.

*Applications submitted without REQUIRED documentation will not be considered.*

If you do NOT have access to a computer/email, please apply, including all documentation listed above, to: Winnipeg Police Service Headquarters - 245 Smith Street, Winnipeg, MB by 3:00 p.m., Monday to Friday.

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Step 2: Written Test

The Winnipeg Police Service written test is an 80 minute multiple choice test based on general grade 12 knowledge. The test covers 5 areas; each area is timed separately and measures your understanding of the following:

  1. Vocabulary - word meaning
  2. Comprehension - understanding of what you read
  3. Language Mechanics - writing skills such as grammar and punctuation
  4. Language Expression - sentence structure
  5. Mathematics Concepts and Applications - problem solving

The pass mark is 65%.

View Written Test Examples

PASS

  • Applicants who pass the written exam with a mark of 65% or better hold that mark for four years which is applicable for the Constable and Cadet application process.

FAIL

  • Applicants who fail the written test must wait six months from the date of their written test to be eligible to re-apply.
  • There is a five (5) attempt maximum for the written test. This includes constable and cadet attempts. After the 5th failed attempt, you will be deferred for life.

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Step 3: Pre-Interview Screening

A suitability assessment will be conducted.

SELECTED

  • Successful applicants will proceed to Step 4

NOT SELECTED

  • 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: Physical Ability Test

All information regarding the Physical Ability Test can be located here.

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Step 5: Panel Interview

The City of Winnipeg uses the Korn Ferry Leadership Architect Competency Model as part of the recruitment process.

The behavioral-based interviewing model is used.

Behavior based questions are designed to gather evidence about past performance, which provides a predictor of future on-the-job performance. ie: Describe a time when you had to deal with an irate customer.

The recommended method to answer behavior based questions is to use the STAR method.A structured manner of responding by discussing the specific Situation, Task, Action, and Result of the situation you are describing.

A Recruiter will provide you with all essential information to schedule and prepare for your interview.

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Step 6: 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.

SELECTED

  • 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 Intermediate First Aid Certificate, or Canadian Red Cross Standard 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.

NOT SELECTED

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 7: 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 8: 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.

SELECTED

  • Offer of Employment.

NOT SELECTED

  • 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: August 13, 2019

"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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