Civilian Hiring Process

The Ottawa Police Service strives to be a progressive and inclusive employer and is continually making investments in advancing equity in our hiring process in order to fulfil the changing needs of our community.

This is an overview of the civilian hiring process. Please refer to the specific position for complete information on its process.

Stage 1.  Online Application

Applicants are required to create an online profile and submit all applications electronically. Applications will be screened based on the information provided.

Stage 2.  Assessments

Each civilian process is comprised of a practical and an interview component. These components can be separated into two events or combined to be completed on the same day. Candidates may be required to pass the practical before proceeding to the interview. Other times we may ask candidates to complete both components before making a decision on their candidacy.

Occasionally specific positions require additional assessments such as language, driving, fitness, psychological or technical assessments. Candidates will be informed of those requirements during the competition.

The practical component is an opportunity for the candidate to demonstrate skills that are relevant to the position they applied to. The format may be but not limited to an in-basket test, presentation, research and report, software test or a demonstration of manual tasks.

The interview component is a panel interview. Candidates are asked a blend of behavioural, situational, and knowledge-based questions.

The Ottawa Police has competencies that are used for all processes. Interview questions will be designed to match the competencies required of the position. Candidates should verify which competencies are listed in the job poster that they apply for.

Communication - effectively receives and conveys ideas and information, both verbally and in writing.

Teamwork - understands what teamwork means. Achieves common goals by working cooperatively with others and contributing to or developing a positive work climate.

Adaptability - recognizing the need for change, adapting to required change for example by making changes to existing work processes and procedures. Working comfortably with diverse individuals and groups in a variety of situations.

Service Orientation - the commitment to helping and serving others.

Networking and Relationship Building - builds and maintains effective and constructive working relationships, partnerships or networks of internal and external contacts.

Problem Solving - identifies problems, creates, and implements new or viable solutions to problems, situations or work processes.

Leadership - positively influencing people and events through actions, interventions, and relationships.

Stage 3.  Employment Screening (background investigation)

Candidates that are successful through the process may proceed to the background investigation stage. The background investigation may include, but is not limited to, work reference checks, personal character references, verification of educational documents, verification of employment history and credit checks.

Stage 4.  Candidate Selection and Offer of Employment

The successful candidate(s) will be selected only after completing all steps in the process. 

Competition results are typically valid for up to a year. We may continue to select from the list of successful candidates for future vacancies. Candidates should note that successful completion of any stage does not guarantee proceeding to the next stage.

Accommodations will be provided in all parts of the hiring process as required. Accessible formats and communication supports are available upon request. Candidates need to make their needs known in advance.