THE RECRUITING PROCESS
Please provide the following documentation with your initial application:
- Application Form
- Full SGI driver’s abstract and any other extra-provincial equivalent.
- High school and university marks
- Standard First Aid & Class “C” CPR
- Vision Form
- Canadian Citizenship or Permanent Residency Status. Applicants with Temporary Work Permits will not be accepted.
- Submit your Personal Disclosure Form (PDF)*
3 ways to send your application:
2. Invitation Letter
You are invited to move forward and take part in the next phase of the process.
All applicants are required to take the SIGMA Test – a 74-question exam that tests a person’s aptitude for policing. There are two opportunities to write the SIGMA exam each year – one in the spring/early summer for the fall class intake and a second in late fall/early winter for the spring class intake.
This exam tests the applicant’s ability in such areas as spelling, vocabulary, mathematics, and problem solving. A rewrite is available after 60 days. If unsuccessful a second time, rewrites are available every six months.
It is important that applicants are in excellent physical shape. The POPAT will put applicants through a series of physical tests/obstacles that mimic on-the-job physical demands.
There are two opportunities to run the POPAT each year – one in the spring/early summer for the fall class intake and a second in late fall/early winter for the spring class intake.
Once you’ve successfully completed the POPAT, you will move on to step five.
5. Screening Interview
This interview is one of the most important and difficult stages of the selection process. It is conducted in an office setting by members of the Recruiting Unit. The interview is approximately one to two hours in length, and provides the applicant an opportunity to demonstrate that they are qualified for the position, as well as a good fit for the Regina Police Service.
Applicants should not underestimate the preparation necessary for this interview. The selection process is extremely competitive.
We encourage applicants to:
- be prepared
- be confident in their abilities
- be able to convince the panel of their suitability for the position.
If unsuccessful at the interview, an applicant may be deferred to a future competition or disqualified from the process indefinitely.
6. Personal History Form
For applicants moving forward in the process, a personal history form is required. The form details personal history, including family members, education and work history.
7. Pre-Employment Polygraph
A certified Polygraph Examiner employed by the Regina Police Service will administer the Polygraph test. Test results are confidential. Depending on the outcome of this test, an applicant may be deferred to a future competition or disqualified from future competitions.
8. Background Report
A thorough background investigation will be completed on applicants who are proceeding from the polygraph stage.
This background investigation will include, but not be limited to the following:
- Employment and character reference check
- Credit check
- Security clearance check
- Police Information Systems Check
Results of Regina Police Service investigations will not be released and remain the sole property of the Regina Police Service.
9. Suitability Testing
This test determines the psychological suitability of each applicant. The tests will be reviewed and evaluated by a psychologist approved by the Regina Police Service.
11. Recruit Selection Board
In this structured interview, applicants will be scored on their answers, demeanour, and professionalism. All applicants are asked the same questions. The Selection Board chooses who will receive an offer of employment. An unsuccessful applicant may be deferred to a future competition or disqualified from future competitions.
What the Selection Board is looking for:
Honesty – anything you say may be investigated for verification.
Language (verbal and body)
Listening to directions
Listening to questions
Be specific in your responses.
Link your responses directly to the question asked.
Ensure your responses deal with what YOU did in a specific example.
Keep your examples simple, while providing sufficient information to demonstrate your point.
12. Offer of Employment
Successful applicants will receive an official Offer of Employment for either a Constable or Special Constable position.
The offer of employment is contingent on a medical examination. The physician contracted by the Regina Police Service must approve each applicant.
As a Constable
Once hired there will be an in-house orientation period and 20 weeks at the Saskatchewan Police College followed by 24 weeks of field training under the supervision of experienced members. It is important to remember the nature of the organization you are seeking employment with. The expectations regarding the level of professionalism and accountability are second to none. Your conduct is evaluated at every step of the process.
As a Special Constable