Selection Process

Overview

The selection process is a fair and equitable competition that results in only the best and most competitive candidates being offered employment. Applicants are processed on an ongoing basis throughout the year in an effort to identify a qualified applicant pool.

The amount of time that each applicant will spend in the selection process varies according to the numbers of positions available, recruit class scheduling, and of course the competitiveness of the applicant. Each applicant should expect a competitive process that may require time and persistence to be successful.

The following is a general overview of the Abbotsford Police Department’s recruit selection process. Each stage depends on successful performance in the preceding stages; failure to complete one stage will result in the removal of the candidate. In certain circumstances the number and order of these steps may vary.

Assessment of honesty, integrity and ethics are an integral part of the selection process and the information you provide throughout the process will be scrutinized closely. Dishonesty, deceit, or non-disclosure of information can result in your removal from the process.

Online Submission of Resume and Cover Letter

The Abbotsford Police Department has moved to a new on-line Application Process. You will be required to electronically submit a resume and cover letter to the Abbotsford Police Department for the position of Recruit Police Constable. During this process you will required to complete the on-line application form which demonstrates how the candidate meets the basic requirements. As a result, one of the following three will occur; the candidate will receive an application package; the candidate will receive an email indicating that they are not competitive at this time; or the candidate will be asked to participate in a pre-screening interview.

Please do not begin the online process until you are ready to participate in ALL stages of our selection process.

Pre-screening Interview (Optional)

The pre-screening interview will be with the Recruiting Officer and will assess whether the candidate should receive an application package. This optional interview occurs when the recruiting officer reviews the on-line application and feels the candidate may have potential but the information may not be fully articulated. This is usually a telephone interview.

Submission of Complete Application Package

The candidate will receive an electronic version of an Application Package which will include an Integrity and Lifestyle Questionnaire. The candidate will be required to print the application package and the Integrity and Lifestyle Questionnaire. The documents MUST be completed in black ink, by hand, by the candidate. Mail or drop off the original application package and Integrity and Lifestyle questionnaire to the recruiting office. Be sure to follow ALL instructions provided on the forms. The candidate will be required to include the following documents with the Application Package:

  • Photocopy of valid driver's license.
  • Photocopy of your social insurance card.
  • Two colour, passport-suitable photos of yourself.
  • Driver's abstract (obtained from motor vehicle branch).
  • Copy of your valid first aid certificate (minimum requirement is "basic" or "standard" first aid with CPR).
  • Copy of your birth certificate and or proof of your Permanent Resident status.
  • Letter from an eye care professional confirming vision requirements are met (no more than six months old).

Review of Application Package and Integrity and Lifestyle Questionnaire

The recruiting officer will be responsible for reviewing all complete Application Packages and Integrity and Lifestyle Questionnaire’s. As a result, one of two things will occur; the candidate will be invited to participate in the Abbotsford Police Recruitment Exam; or the candidate will receive an email indicating that they are not competitive at this time.

Overview of Abbotsford Police Recruitment Exam

The Abbotsford Police Department Intake Examination assesses practical skill sets that police officers must use on a regular basis while performing their duties. The exam is divided into four modules, is three hours in length, and is marked out of 110. A score of 60% (66/110) is required to pass. Requests to rewrite the exam will be considered on an individual basis.

The four modules assess the following areas:

  • Memory and observation skills (20 marks)
  • Reading comprehension and critical thinking skills (30 marks)
  • Summarizing skills (15 marks)
  • Writing and editing skills (45 marks)

Applicants who complete the written examinations will be contacted directly by the recruiting officer with an exam score.

Module: Assessment of Memory and Observation Skills

This module is divided into two sections and the question format is multiple choice. At the beginning of the exam, candidates are shown a police bulletin and asked to read and remember as much of the information as possible. Candidates then watch a video detailing a crime-in-progress. Section A is focused on what is shown in the video and is comprised of 15 multiple choice questions designed to test a candidate’s memory and observation skills. Section B is comprised of 5 multiple choice questions relating to the police bulletin.

Module: Assessment of Reading Comprehension and Critical Thinking Skills

This module is divided into three sections. The objective of this module is to assess the candidates’ reading comprehension skills, their ability to reason and think critically, and their ability to apply basic math skills. The math skills required by this section include competency in addition, subtraction, division, multiplication, percentages, and fractions. The first section presents an article that the candidate must read and answer questions about. Answers in this section are written in sentence and paragraph form, as necessary. The second and third sections detail crimes and accident scenes and then ask questions about the information given. Answers in these two sections can be written in point form.

Module: Assessment of Summary Skills

This module requires the candidate to read a witness statement and write a coherent summary that captures the essential message of the witness statement. The summary is written in paragraph form.

Module: Assessment of Writing and Editing Skills

This module is divided into three sections. Each section presents one passage of text for editing and revising. Candidates revise the passages, eliminating errors in the following areas: grammar, punctuation, sentence structure, spelling, and word choice.

Abbotsford Police Exam Sample Questions

Peace Officers Physical Abilities Testing (POPAT)

The Peace Officers Physical Abilities Testing (POPAT) is a job related physical abilities test that is designed to simulate a critical incident where a police officer chases, controls and apprehends a suspect. The POPAT has many components including obstacles, jumps, cones, agility bar, an eighty pound push-pull exercise, and a one hundred pound bag carry. The standard is the same for males and females and must be completed in less than 4 min 15 sec.

Applicants need to be physically fit to complete this test. It is highly recommended that all applicants prepare physically and mentally for this test. Although the minimum standard is 4 min 15 sec, this part of the selection process is very competitive and as such it is important to strive for the best possible time.

It is strongly recommended to practice the POPAT before completing the test as part of your application. Practicing will help you pace yourself properly, become comfortable with the rules and proper protocols, and ultimately, give you a better time. POPAT practice tests are conducted by private companies, and you can locate one through an internet search.

Suitability Interview

The Suitability Interview is conducted by one or two members of the Recruiting Section. It reviews the applicant's personal history focusing on certain areas such as work ethic, integrity and lifestyle, problem-solving abilities, and volunteer based community service. This interview is also meant to gain an understanding of why the applicant is interested in a career in policing and how much they understand about the role, responsibilities and duties of a police officer.

JIBC Assessment Center

In the assessment centre process, applicants participate in a series of simulated job-related exercises designed to allow them to demonstrate how they would react in real, on-the-job situations. These exercises are designed to elicit behaviour relevant to the abilities, skills and personal qualities that are critical to success in the job of Police Constable. Police officers who are specially trained as assessors observe and evaluate the participants' behaviour and skills.

Most applicants want to know how they can prepare for the Assessment Centre. The best advice we can give you is this: Be Yourself. Don't try to assume a personality that isn't you, and don't try to learn specifics about the exercises because they change constantly. All that is required is for you to demonstrate common sense, practical intelligence, maturity, and an ability to communicate effectively under stress.

If you are unsuccessful at the Assessment Centre, you must wait two years before being allowed to participate a second time. This policy is standard amongst all police departments that utilize the Assessment Centre. You may only participate in the Assessment Centre a maximum of two times.

Management Interview

This interview is before a panel of 3 senior police officers. The panel will review the applicant's entire file and question the applicant on all aspects relative to potential suitability. Questions are primarily behavioral-based, and require the applicant to provide specific examples of behavior demonstrated in the past. The panel will score the applicant using the same evaluation method as the Assessment Centre, and a decision will be made whether or not to move the applicant on to the next stage.

Polygraph Examination

The polygraph is a pre-employment tool used to verify the applicant's truthfulness about their personal history, qualifications, and integrity. The polygraph examination is conducted by certified polygraphist.

Background Investigation

The "Background" is an extremely thorough and comprehensive investigation into every aspect of an applicant's work and personal history, and can take up to 6 weeks to complete. Any aspect of the applicant's background will be subject to investigation and authentication. At its conclusion, a decision is made as to the applicant's overall suitability to become a member of the Abbotsford Police Department.

Medical Examination

The medical examination is a comprehensive physical exam that is conducted by a doctor designated by the Abbotsford Police Department. The medical testing includes, but is not limited to, cardio vascular FIT testing (stress test), strength (grip) testing, visual acuity, hearing testing, flexibility, blood work, and an overall review of personal health.

Upon completion, the medical report is forwarded to the recruiting section for review and consideration.

The Selection Decision

Once a pool of suitable applicants has been identified, the Recruiting Section, under the direction of the OIC Human Resources, reviews each file and determines the applicant's competitiveness and overall suitability to become a police officer with the Abbotsford Police Department.

Important Note Regarding the Competitive Nature of Our Process

Our objective is to select the best qualified, most competitive individuals to provide policing services in Abbotsford.

The process is lengthy, and at each step, a minimum level of achievement must be attained. However, even if you meet the minimum standard, the Recruiting Section of the Abbotsford Police Department must still determine which applicants are the best qualified and most competitive to proceed to further testing. These decisions are based on your qualifications, individual test scores, the number of testing spaces available, and the number of positions we are working to fill. To reiterate, even if you meet our minimum standards of performance, you may not be selected to proceed to the next step of the process due to the number of other more competitive candidates. If, after a stage in the recruiting process, you are advised that others were more competitive, please remember that due to the volume of qualified applicants, the reason has less to do with you and more to do with others.

While these words may seem discouraging to you, we prefer to be as direct as possible so that you know what is involved in the process. If you are not successful in either the written examinations or the POPAT stages, it is up to you to find ways to improve your abilities to make yourself more competitive; we do not have the resources to contact each applicant and provide feedback as a result of these initial two stages of the process.

If you are unsuccessful in any stage of the process, it is up to you to make yourself more competitive. If your time on the POPAT is not competitive enough, then you would be well advised to enter into a serious cardiovascular and strength training program, and practice the POPAT; physical fitness is critical to the job of policing.