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.