Recruitment Process

Step 1 – Application

Applicants may submit a resume and cover letter, to a Correctional Officer/ Juvenile Counsellor job bulletin. Current Job bulletins can be found on our website, www.gov.mb.ca.

When job bulletins are not available, general resumes are welcomed and can be sent to CorrectionsRecruitment@gov.mb.ca

To avoid delays, applicants are requested to note the specific Competition number (if applicable) and their email address for correspondence.

Applicant Guide

Step 2 - Testing Process

Three formal tests assess problem solving, decision-making, judgment and personal suitability.

To be eligible to attend the testing session, candidates must have a valid, Manitoba Full Class 5 (5F) Driver’s Licence.

Manitoba Class 5 Intermediate (5I) licences may be accepted (contingent on Date Code of your Licence).

Other Provincial driver’s licences and International licences that are equivalent to a Full Class 5 Driver’s Licence in Manitoba may be accepted (subject to review).

Manitoba Class 5 Learner’s Driver’s Licences (5L) will not be accepted.

Test #1: Video test

The video test assesses problem-solving and decision-making skills. It is an effective way to identify any applicants who have a high likelihood of becoming successful Correctional Officers or Juvenile Counsellors.

During the video test:

Candidates will watch videos with 37 different scenarios. The scenarios show typical on-the job situations. After each scenario, candidates must choose from several options or actions and select the best response from the options provided. Possible points for each answer range from the best answer for the particular scenario (four points) to a less desireable answer (zero or one point).

Example of a video test scenario:

“During roll call, the Shift Leader states that officers are to maintain a professional stance when dealing with visitors. During your shift, you overhear an officer in a loud, angry argument with a visitor.”

What do you do?

  1. Report the incident to your supervisor and ask for advice.
  2. Separate the officer and visitor and remind the officer to maintain a professional approach when speaking with visitors.
  3. Escort the visitor out and explain that such disruptive behaviour could prevent future visits.
  4. Continue to observe the situation to see if the officer and the visitor resolve it on their own.

Answer: “B” is the most appropriate response; it takes immediate corrective action and the officers resolve the problem at their level without intervention by others. (four points) ”D” does not stop the officer’s behaviour, but it allows the officer and visitor to resolve the problem on their own. (three points) “A” does not immediately stop the incident and may cause future problems between the two officers. (two points) “C” ignores the officer’s behaviour and blames the visitor. (one point).

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Test #2: Correctional Officer Test (CO-EL 101 & CO-EL 102)

CO-EL 101 and CO-EL 102 tests are used to assess reading comprehension, counting accuracy, inductive and deductive reasoning.

  • The test has 90 multiple-choice questions, with one point given for each correct answer.
  • Candidates are given four answers for each question and must decide on the best answer.

Example:

“In most correctional facilities, it is the inmates who do the cleaning. It is often the Correctional Officer’s duty to __(1)__ these chores. Although officers are not responsible for __(2)__ housekeeping chores, they should be aware of correct __(3)__ procedures. When a correctional facility’s overall sanitary condition declines, it may be a sign of poor supervision.”

1. a) neglect     2. a) making     3. a) defense
 b) supervise     b) operating     b) housekeeping
 c) complete      c) driving         c) lock-up
 d) solve            d) doing           d) intake

 Answer: 1. b) supervise
2. d) doing
3. b) housekeeping

Test #3:  Work Personality Index (WPI)

The Work Personality Index is a tool that can anticipate behaviour and predict job fit and satisfaction. This assessment is used to compliment our staffing process in seeking potential candidates.

The WPI test measures the following:

  • Energy and Drive
  • Work Style
  • Working with Others
  • Problem Solving Style
  • Dealing with Pressure and Stress

The WPI test process:

  • The test has 198 brief statements.
  • Each has five possible answers, ranging from “Strongly Disagree” to “Strongly Agree.”
  • There are no right or wrong answers.
  • Applicants should answer all the questions honestly based on how you are, not how you would like to be.
  • The test is not timed, usually takes 25 to 30 minutes.
  • Once scored, the WPI test result is assessed by Human Resource Services and a staff psychologist. Applicants are welcome to request feedback on an unsuccessful attempt with the staff psychologist. Call Civil Service Commission- Justice, Human Resource Services at 204-945-5032.
  • Candidates successful in our testing process will have their test results valid for 12 months If you are unsuccessful at the testing stage:
  • You may be allowed other attempts. Each attempt must take place at the next recruitment opportunity
  • Candidates will be required to submit another resume/cover letter to be eligible for another testing opportunity
  • It is the responsibility of applicants to upgrade their knowledge, skills or abilities before the next test session.
  • Upon request, feedback will be provided on specific areas that need improvement.

Tips for Satisfactory Test Results

  • The tests require no specific or previous knowledge about a Correctional Officer/ Juvenile Counsellor job.
  • The tests are designed to measure aptitude for job success
  • If you are not sure about the right answer to a question, your first response is usually the best; do not second guess yourself.
  • During the video test; do not think about trying to identify what you think a Correctional Officer or Juvenile Counsellor would or should do. Think about what you would do in the situation and respond accordingly.
  • Relax and do your best.

Candidates being tested at the Winnipeg Convention Centre are not allowed to bring food or drinks into the auditorium.

Step 3 - Facility Tours

Upon successful completion of the tests, candidates are notified via email by Human Resources to proceed onto the next step. The next step involves candidates attending mandatory tours of the correctional centres. Candidates are welcome to tour as many correctional centres available.

Adult Facilities

Youth Facilities

Step 4 – Documents

At this step, candidates are notified they are required to provide the following Security Checks:
  • Criminal Record Search
  • Child Abuse Registry Check
  • Adult Abuse Registry Check
  • Security Screening Application Form

All candidates are required to submit a satisfactory Criminal Record Search, Child Abuse Registry Check and Adult Abuse Registry Check. We request original documents or the proof of reasonable efforts of obtaining these documents. “Proof of reasonable efforts” can include:

  • receipt of purchase of the Criminal Record Check, Child Abuse Registry Check, and Adult Abuse Registry Check
  • copies of the application form to be submitted

These documents (or copies of receipts or application) are required prior to the facility tours. Should our office not receive this documentation, it can preclude you from interviewing any of the Correctional Centres.

A Criminal Record Search can be obtained at:

  • Commissionaires Office, 290 Burnell Street
  • Winnipeg Public Safety Building, Main Floor, 151 Princess Avenue,
  • Local law enforcement agency

Please note you will be required to pay a processing fee. At certain locations, it may take at least 10 business days to receive your Criminal Record Search. The Vulnerable Sector Search only applies to only those residing/have resided outside of Manitoba.

Both Child and Adult Abuse Registry Checks can be obtained through an online application or in person to Child and Family Services, 1st floor -777 Portage Avenue, Winnipeg, MB. Please note that both checks can take eight – ten weeks to be processed and applicable fees will apply. Once received, you must immediately submit the originals to Human Resource Services.

The Security Screening Application form will be distributed to all candidates during the facility tour. Once candidates receive the form, they will be required to complete and submit the form (within five days of receipt). Candidates will undergo a Security Screening process that includes a series of relevant background checks and a Security Screening interview which will be determined at a later date.

For candidates that have completed a Security Screening Application form in a previous recruitment, you will be required to complete another form if it was submitted more than six months ago.

Please note that the above mentioned documents are to be submitted to Human Resource Services, 1130 – 405 Broadway, Winnipeg, MB R3C 3L6.

Failure to provide this documentation can preclude candidates from proceeding to the interview stage.

Step 5 - Interviews

Once candidates have toured all the centres of interest, and provided the required documentation, they will be required to arrange for a personal interview with one centre of their choice. Candidates must ensure they verify with the Correctional Centres as to the appropriate process for scheduling an interview. At certain Correctional Centers, candidates may be eligible to immediately sign for a personal interview.

Personal interviews take place with a selection board from the appropriate correctional centre.
 
For tips on preparing for interviews, ask for a copy of the fact sheet: Preparing for the Job Interview.
Employment references will be contacted as part of the interview process.

Step 6 – Security Screening

Candidates that have undergone a facility interview will be required to undergo our Security Screening process. This process will involve an interview with a representative from our Corrections Security Unit. The Security Screening Form is required for this process; failure in submission of this form will cause delays in the recruitment process.

Step 7 - Interview Results

Applicants are advised of the outcome of the interview selection process. Letters of acceptance to training and medical fitness forms will be sent to successful candidates.

For candidates that are not successful at the interview:

An eligible applicant will be allowed another attempt at the next recruitment opportunity (after three months, but within 1 year from the date of their interview). Please contact Human Resource Services in this regard.

Upon request, feedback will be provided on specific areas needing improvement.

Candidates are not required to undergo Step #2 (Testing Process), but may be required to update their Criminal Record Search, Child Abuse Registry Check, and Adult Abuse Registry Checks.

It is the responsibility of applicants to upgrade their knowledge, skills or abilities before the next test. Upon request, general feedback will be provided on specific areas needing improvement. After a second failure at this step, applicants must wait a minimum of one year before further consideration. Applicants will be required to undergo the application and testing process in this regard.

Step 8 - Training Offer

Upon successful completion of all the steps, candidates will be offered a placement into the 10-week training program.

Please note, only candidates that have submitted a Criminal Record Search, Child Abuse Registry Check, and  Adult Abuse Registry Check will be offered a training placement.

Successful candidates will be asked to:

  • Complete a medical fitness form (to be completed by the candidate’s physician)
  • Sign and date a letter of training acceptance
  • Obtain Standard or Emergency First Aid and CPR Level “C” Certification.

Step 9 – 10-Week Training Program

The training commences for a 10-week period. Training is unpaid; candidates will not be required to pay any tuition or course fees. Classes are eight hours per day, five days per week. Modules include classroom lectures, tests, practical exercises, group discussions, job shadowing, and exams. Upon successful completion of training, candidates will attend graduation ceremonies.

Step 10 – Employment

Graduates are given a formal letter of offer which outlines employment conditions. A start date is confirmed and new Correctional Officers and Juvenile Counsellors are scheduled for work at the selected correctional centres. During the first six months to two years of employment, new Correctional Officers and Juvenile Counsellors receive on-the-­job orientation, coaching and training and are assessed for competence in core skills and abilities.

Congratulations! You’ve begun your career in Manitoba Justice!