Application Process
Please send the completed Application Form to careers@tsuutinapolice.com. Once a recruiter has verified your information and all documentation has been provided, you will be contacted.
Applications that are not complete will not be accepted.
Once an application is deemed complete, a Personal Disclosure Form will then be sent to prospective applicants for their completion by the Recruiting Unit.
APCAT (Alberta Police Cognitive Abilities Test), ACT (Alberta Communications Test)
The APCAT and ACT are written on the same day. Applicants passing both the APCAT and the ACT will be selected to move on to the next phase.
The Alberta Police Cognitive Abilities Test (APCAT) is a job-related written examination. Applicants are given a pre-test booklet during the examination and are allowed to study it for 30 minutes. The pre-test booklet is then removed, and the test is administered over the next two hours and fifteen minutes.
Applicants may attempt the test a maximum of three (3) times.
The Alberta Communications Test (ACT) uses portions of the Canadian Adult Achievement Test to assess reading, vocabulary, spelling and English. The total amount of time required, including instructions and a break is one hour and thirty-five minutes.
Applicants may rewrite the ACT as often as they wish.
Alberta Physical Readiness Evaluation for Police (A-PREP)
The A-PREP has three separate components:
- a screening component to ensure the applicant is medically suitable to undergo the test;
- a series of job simulation tasks arranged in a Pursuit/Restraint Circuit; and
- an assessment of aerobic fitness (the Aerobic Shuttle Run).
Before attempting the A-PREP, you will be required to have the APREP Medical Clearance Form completed by a physician.
The A-PREP test itself can only be administered by or on behalf of one of the four agencies licensed to conduct testing. The four licensed agencies are the Calgary Police Service, the Edmonton Police Service, the Lethbridge Regional Police Service and the Medicine Hat Police Service.
The A-PREP results are valid for six (6) months.
Behavioral Descriptive Interview (BDI)
A Behavioural Descriptive Interview is based on the principle of “the best indicator of future behaviour is past behaviour”.
The BDI is a provincial standard covering identified behavioural competencies. It is focused on expected job competencies and is designed to eliminate bias from the selection process. BDI interviews require the answers to be in the STAR format: Situation; Task; Action; and, Result.
BDI Competencies addressed:
Adaptability/Decisiveness
The ability and confidence to vary between being flexible and holding firm on a decision, depending on what the situation requires, showing leadership by adjusting one’s approach to the demands of a particular task or by taking and maintaining a position in a self-assured manner.Initiative/Perseverance
The ability to be willing to take action to address needs without being requested to do so, staying on task to completion, particularly in the face of obstacles or other trying circumstances.Interpersonal Skills
The ability to work effectively with different people and teams of people by putting others at ease, acknowledging diverse opinions, addressing relevant concerns, minimizing conflict, promoting harmony, cooperating with others and working toward consensual solutions to achieve the group’s objectives.Organizational Skills
The ability to identify and set priorities, to plan and effectively allocate appropriate resources, to attend to detail so that relevant issues are addressed and high-quality outcomes result.Stress Management
The ability to work well under pressure or opposition, while maintaining effectiveness and self-control during any one or a combination of stressors, including emotional strain, ambiguity, the risk to self, and fatigue.Valuing Service and Diversity
The ability to be sensitive to client and community needs and perceptions by providing prompt, efficient and equitable service and involving clients and community in the resolution of problems that affect them.When preparing for the BDI, we recommend applicants familiarize themselves with the STAR (Situation, Task, Action, Result) technique. Each event description should include:
- a situation or task;
- a response (i.e. actions or feelings); and
- an outcome or results.
It is very important to prepare and practice responses to anticipated interview questions.
Document your examples or experiences that demonstrate the listed six competencies in a positive manner. The interviewer(s) will assess an applicant’s response to stressful conditions and how well the example provided demonstrates the competency.
Personal Disclosure Interview (PDI)
Polygraph
Psychological Testing
Candidates will undergo psychological tests, which are multiple-choice and administered on-site. All Municipal Police Services in the Province of Alberta uses the following psychometric evaluations:
- the Inwald Personality Inventory-2 (IPI-2) Assessment
- the 16PF (Personality Factors) Questionnaire
These tests are preceded and followed by a clinical interview by a registered psychologist.
A qualified registered psychologist administers and interprets the results of the tests.
Appointments for the psychological evaluation are scheduled by the Recruiting Unit.
Security Investigation
A background investigation will be conducted on applicants who continue in the process. The background investigation includes, but is not limited to:
- Criminal history and police
- information checks
- Reference checks
- Credit checks
Hiring Decision
Pre-Employment Medical
A Pre-Employment medical examination will be conducted by the Tsuut’ina Nation’s healthcare provider, Rhythm Health. Once complete, they will determine your medical fitness to complete the duties of a Police Officer
If successful at all stages, an offer of employment may then be made.