RCMP recruitment
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RCMP rectruitment is based on a variety of factors including: citizenship, education, and physical attributes. Historically, other factors such as age and gender were also considered. The Royal Canadian Mounted Police's recruitment process includes information sessions for potential applicants, as well as aptitude tests, physical tests, medical examinations and background checks.
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[edit] Hiring factors
The factors considered in an RCMP applicant have changed over time. Applicants need to meet certain requirements for citizenship, education, and physical attributes. Historically, other factors such as age and gender were also considered.
[edit] Age
Currently age is not a hiring factor with the RCMP starting in the early 1980s to hire older individuals. Members starting their careers in their 30s are now commonplace; those in their 40s are numerous while those doing so in their 50s are rare exceptions.
Prior to the early 1980s, the RCMP recruited new members aged from 19 to about 25. The practice was relatively customary of those days, and based on three precise beliefs from the RCMP. First, policing could not be the second career of an individual. Second, young men were more moldable than older individuals to the police subculture. Third, criminal activity was linked to adulthood; by hiring young adults, the RCMP secured a greater chance that those individuals would have a crime-free background.
[edit] Citizenship
Today, applicants are required to be Canadian citizens. In the late 1950s, both Canadian and British citizens were able to join the ranks.
[edit] Education
The RCMP formally requires a high school Canadian diploma in order to meet the basic hiring qualifications, although many cadets are now community college graduates or have degrees from Canadian universities. In certain cases, some are even master's degree holders.
In the past century, the level of education continued to increase in Canadian society. Educational increment along with the complexity of the RCMP officer's daily tasks and duties rendered formal education more important in the eyes of the force. The population as a whole is now more educated, and so are citizens who join the RCMP. In the past, the requirement had been a 7th-grade or 10th-grade completion.
[edit] Physical attributes
Physical requirements are measured through a timed cardiovascular and strength exercise task rather than specific absolute body measurements. The requirements simulate the physical demands placed on the body of actual RCMP officers facing an immediate physical confrontation.
Before the 1970s, the RCMP hired only men of a certain height and weight. Often, a "good" candidate weighed over 200 pounds (91 kg) pounds and stood at or above 6 feet (180 cm).
[edit] Marital status
Marital status is not a factor in hiring, but in the past, new members had to be single at recruitment, and keep that civil status for the first five years of service.
[edit] Gender
Gender was a factor in hiring. In 1974, the RCMP hired 32 women in order to create Troop 17, the first female troop. They were sent to the RCMP Academy, Depot Division for training. In the past, many police forces had employed women, especially for civilian duties. This time however, it was different. The RCMP hired women to carry exactly the same duties as their male counterparts. It has been a major change in the RCMP and the police overall.
[edit] Recruitment process
The Royal Canadian Mounted Police's recruitment process includes information sessions for potential applicants, as well as aptitude tests, physical tests, medical examinations and background checks.
[edit] Information session
Applicants are encouraged to attend a two-hour information session, usually held in the main cities of a province or territory. The information session is usually conducted by a member of the recruiting section. It exists so that applicants become more aware of the issues in becoming and being a member of the RCMP.
[edit] Entrance exam
After attending the information session applicants are scheduled to write their initial entrance exam, the RCMP Police Aptitude Battery (RPAB), which consists of the RCMP Police Aptitude Test (RPAT) and the Six Factor Personality Questionnaire (SFPQ). Prior to 2004 the test was called the RPAT (RCM Police Aptitude Test), and did not include the second component called the SFPQ (Six-Factor Personality Questionnaire). The RPAT is designed to evaluate an applicant's potential aptitude for police work. The test measures seven skills that are essential in completing the duties of a police officer. These skills include composition (spelling, grammar, and vocabulary), comprehension, memory, judgement, observation, logic, and computation.
The second test of the RPAB is the SFPQ, which measures an applicant's conscientiousness, a concept not measured by the RPAT. This measure of conscientiousness is being introduced due to its close relationship with concepts such as honesty, integrity and commitment. Conscientiousness is defined as behaviour governed by or conforming to the dictates of conscience; principled. The SFPQ has 108 questions and takes approximately 20 to 30 minutes to complete. Each question is written as a statement about which a person is asked to what extent they agree or disagree.
The RPAB aggregate score is composed of roughly 60% RPAT and 40% SFPQ scores. Applicants will receive written feedback on their performance for both tests including a score for each of the seven components of the RPAT.
The aggregate score is not currently being used starting in Sept 2005 for selection in the RCMP selection process. If an applicant receives the minimum score of 3.2 out of 5.0 they will be put on the Initial Ranking List. No other factors are used to determine eligibility in this stage of the RCMP selections process other than the minimum RPAT score. For the testing period April 2004 to March 2005, the mean English RPAT score was 3.480, with a standard deviation of 0.532. This means that roughly two-thirds of the applicants who wrote the RPAT scored higher than the required minimum score.
If one fails the RPAB or is required to re-write it, he or she must wait a minimum of 365 days from the date the applicant last wrote.
[edit] Selection package
After receiving their RPAB marks, the applicant is placed on the IRL (Initial Ranking List). This is a list that ranks an applicant based on their scores on the RPAB. The applicant will be listed on the IRL. Usually, a score above 3.80 is required to move in the process; some divisions may ask for a score above 4.20 (Division A, C and O). The IRL was reintroduced in September 2009 for selection and distribution of the Selection packages. The package consists of several forms that the applicant must complete, as well as instructions on what the applicant must obtain before proceeding to interview including high school transcripts, passport photos. Applicants are usually given about three weeks to return the package to their recruiting office.
[edit] Physical Abilities Requirement Evaluation
The Physical Abilities Requirement Evaluation (PARE) is a job-related physical ability test which is designed to simulate a critical incident where a police officer chases, controls and apprehends a suspect. The test was developed by exercise scientists, and is based on extensive research, including a thorough job-analysis. One may not take the PARE without first receiving medical clearance from a doctor.
The PARE test is currently free-of-charge for active applicants to the RCMP, provided the applicant successfully completes the PARE. Upon passing, a PARE certificate will be issued. The certificate is valid for six months. If the certificate expires during the recruiting process, the applicant will be required to be re-tested at the expense of the RCMP. Should candidates fail to maintain PARE certification, enrolment/engagement will be refused.
[edit] Regular member selection interview
Applicants are scheduled for an interview 4 to 8 weeks following submission of the application package. The interview consists of two components: First, a suitability interview is conducted, in which the applicant's skills and traits are evaluated. Second, applicants are required to undergo a pre-employment polygraph examination. This examination is used to determine the suitability of the candidate being considered for employment by the RCMP.
The interviews are done by one to two officers, and usually last around 4 hours. During the interviews, applicants are pressed to recall and describe specific examples that demonstrate they have the skills required to become a member of the RCMP. Following the interview, applicants are warned to never discuss the contents of the interview questions to anyone, including other RCMP officers.
[edit] Pre-employment polygraph
As part of the recruiting process, applicants are required to undergo a pre-employment polygraph test. This tool is used to determine the suitability of the candidate being considered for employment by the RCMP. The pre-employment polygraph was instated in 2005.
[edit] Background investigation
The security papers the applicant filled out are verified. Normally the background investigator will both call and visit places of employment up to 10 years back, places of residence up to 10 years back, friends, family, relatives, co-workers, supervisors and landlords. The applicant will also have a full credit check, and criminal records check, among other things. This part of the process normally takes anywhere from 3–8 months to complete.
[edit] Medical clearance
All applicants are required to go through several medical test including: Chest X-rays, ECG, urinalysis, blood tests, hearing test, dental exam, optical exam, and a full medical/physical with an RCMP physician. Applicants may be deferred/rejected at this point for an illness or condition that may prevent the applicant from performing the regular duties during training at the RCMP Academy, Depot Division.
[edit] Posting
Ever since the late 1980s, the RCMP has its recruits sign a cadet's agreement; under this agreement cadets must be willing to serve anywhere in Canada to suit the needs of the RCMP. During the final stages of Depot training cadets provide the RCMP with three preferred regions and five divisions to start their careers. The RCMP has a total of four regions; Pacific, North West, Central and Atlantic. Each region has an average of three divisions (provinces). Cadets are generally posted to one of the supplied divisions which would suit the needs of the RCMP.
In prior years leading to the early 1980s, some RCMP recruits were signing special contracts where the force had to post them in specific regions where they could spend their complete careers.
[edit] Diversity
In the 1980s and early 1990s the Royal Canadian Mounted Police (RCMP) implemented hiring goals to increase the ratio of members of specific races, ethnicities, and genders. At that time, the force make-up was almost totally composed of white males. The new hiring initiative, coupled with low overall hiring due to the small number of retirements and the weak Canadian economy, rendered the possibility of white males joining the force rather small. The minority hiring initiative along with a court decision that allowed an RCMP officer to wear a turban while working generated a great deal of controversy. The RCMP never managed to hire as many women as men. (One key reason being that only 20 per cent of applicants are women). As for races and ethnicities, the force managed to increase the number of visible minorities but not to the same proportion as Canadian society.
The actions by the RCMP were, in general, perceived by applicants and RCMP officers themselves. It was believed that the RCMP lowers the passing marks or the cut-off lines of their initial eligibility test in order to hire females and visible minorities. However, this is only true for First Nations persons. All Provinces, Divisions as labelled by the RCMP, offer programs for First Nation persons, where they receive one on one coaching by current members, which includes educating the applicants in the application process and aiding them in all aspects of the process so they can have an easier time succeeding. This program is not offered to any other minority. Additionally, security background checks are more laxed for those of Aboriginal decent while going through the application practise.
The RCMP is currently the police service of the majority of First Nations Reserves within Canada. These First Nations now have a choice of where they obtain their police service from providing the Band Councils wish to pay for them. One of the demands of most First Nations Band Councils is for the majority of the police officers to be of Native descent. While the RCMP has drastically increased the number of aboriginal members within the force, it is caught in a position where to satisfy demand from its clients, it must continually have aboriginal members for its First Nations contracts. However, with members of Aboriginal decent eligible to receive tax free salaries while working on reserves this is rarely an issue as far as staffing aboriginal members, and more of an issue for staffing members who are not Aboriginal as they do not qualify for the tax free savings and usually are not welcomed on the reserves. These positions are known as some of the most demanding positions, are usually isolated, and are certainly some of the most stressful. Aboriginal members report not being offered many of the same opportunities as their non-native counterparts, as they are constantly pressured to return to Aboriginal Policing within the force. This is partially due to the aboriginal members not wanting to leave the reserve policing and partially due to the weaker(?) hiring practises, which result in weaker(?) officers being recruited.
