Special Constable 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.

The Special Constable Selection Process is multi-staged. Candidates must be successful in all stages to be considered for employment. The Special Constable Selection Process is competitive, and the successful completion of these stages does not guarantee an offer of employment.

Stage 1. Pre-Application Testing/Certification Requirements

All applicants must provide proof of the following criteria for consideration in the selection process:

  • Possess a valid C.P.R. and Emergency First Aid Certificate Level C or proof of registration for upcoming session.
  • Valid PREP results. For upcoming test with PoliceFit.ca.

All documents, must be received at the time of application, or the Ottawa Police Service may deem the application incomplete and not eligible for consideration.

Stage 2. Online Application

Applicants are required to create an online profile and submit their completed application electronically. Applications will be screened based on the information provided as compared to the requirements listed in the job poster.

Stage 3. 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.

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 a manual tasks.

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

The Ottawa Police Service 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 4. Additional Assessments - Driving

Driving is an essential skill for the Special Constable position. Candidates must have a Class G Ontario driver's license or provincial equivalent. Driving assessments are conducted by our Professional Development Centre.

Candidates are encouraged to review the Ontario Ministry of Transportation driver's handbook and ensure they are familiar with the rules of the road. Details of this assessment are sent to the candidate when required.

Stage 5. Psychological Assessment

Candidates are required to participate in a psychological written and psychological interview with one of our contracted psychologists.

Stage 6. 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 7. 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 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 may 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.