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Director General D. Frazer was accompanied
by Insp. C. Cartright and Staff Sergeant D. Millar for the presentation.
As per the Police Services Act,
police services must be representative of the communities they serve and the
Board has delegated this task to the Chief.
Back in November of 2004, a framework for
attracting, managing and retaining the OPS workforce was developed based on
the “Employer of Choice for All” Outreach Recruitment Project Study which produced 17
recommendations.
Between 2005-2012, there has been a two per
cent improvement in the diversity of the membership.
Some of the challenges being faced include
competing for talent with other police services; the length of the process;
the scrutiny facing the profession; and retention.
The OPS is looking at different ways to
reach candidates, including live streaming information sessions. As well,
some diverse and low income candidates have been fast tracked in advance of
their completion of their ATS testing, and they have been mentored; 28 were
put through, of which 6 were hired and 5 are still in the process.
Following the presentation, questions were
raised around the following areas
- Spending on
consultant services versus the recruits themselves. It was clarified that a
small amount has been spent on external services and most of the work has
been done internally (e.g. marketing materials).
- Whether
candidates are inquiring about part-time positions. OPS will be speaking with
other police services about recruiting and they expect this may come up. The
example of the Montreal Urban Police was provided, which has a very high
proportion of women (35-40%); using methods such as fixed schedules,
part-time work and others. Systemic barriers to having a long career or
seeing policing as a viable career need to be overcome by offering of new
options.
- What happens
with diverse and low income candidates who are not successful. Their mentoring
continues and some are still in the process.
- The per cent
of candidates rejected from racialized groups versus non-racialized groups;
if the reasons for their rejection are made public, for example, could
language proficiency be a reason and if so, could you offer language
training. It was clarified that language training is provided through PDC.
- The
tactics/means that will be used to recruit. OPS will leverage all technology
possible.
- How
candidates are scored in terms of qualifications. It was indicated that minimum
requirements are stipulated by the PSA and other parts of the process are
competency based, not based on points. The selection process would include
“What does the candidate bring to the table?” life experiences, education,
work experience and determining who is the best fit for the organization.
Relevant work experience can sometimes surpass academics.
- The
recommendation from the 2004 report pertaining to having internal senior
leaders championing diversity. A comment was made on the importance of having
champions, and being proactive and creative with recruiting. Internal
barriers need to be addressed as well.
- How the
Board can support the OPS. It was indicated that the Board can help galvanize
community support and get the message out.
At the Board’s next Human Resources Committee meeting,
there will be an opportunity to hear more detailed information on the
recruitment process such as: length of the process, best practices across
the country, etc.
The OPS is expected to bring a recruiting strategy
implementation plan to the Board for approval in January of 2018.
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