Applicant Guide - Do you have what it takes?
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Do you have what it takes?
To provide supervision and control. To be supportive. To be compassionate.
Applicant Guide
Correctional Officers/Juvenile Counsellors
Manitoba Justice Community Safety Division Applying for a career in correctional services Table of Contents Why a Career in Manitoba Justice? 1 Corrections: A Challenging and Rewarding Job 1 Adult Corrections 1 Youth Corrections 2 Do You Have What it Takes to Join Our Team? 2 The Role of a Corrections Employee 2 Opportunities for Career Growth 3 Essential Job Requirements 3 Medical and Physical Fitness Requirements 3 Criminal Record Search 4 Child Abuse Registry Checks 4 Adult Abuse Registry Checks 4 Applicants with Previous Criminal Records 4 Steps in the Recruitment Process 5 Step 1: Application 5 Step 2: Testing 5 Step 3: Facility Tours 7 Step 4: Documents 7 Step 5: Interviews 8 Step 6: Security Screening 8 Step 7: Interview Results 9 Step 8: Training Offer 9 Step 9: 10-Week Training 9 Step 10: Employment 9
Why a Career in As the largest division of Manitoba
Justice we contribute to the protection
Manitoba Justice? of society by:
A career in justice can be interesting, challenging
• administering sentences imposed by
and rewarding – one where you can make a
the courts
difference and provide a valuable service to
Manitoba’s public. • humanely caring for, controlling and
reintegrating inmates and youth in custody
Manitoba Justice is a large department, into society
employing over 3,000 employees in various
locations throughout the province. The • encouraging active community participation
in achieving our objectives
department’s strength comes from its
employees, so our recruitment and selection
processes are designed to help us find the
most qualified candidates. Adult Corrections
The Adult Corrections Branch is responsible
We are committed to building an organization for the care and custody of adult inmates.
that values personal integrity, responsibility, These inmates are either sentenced to prison
initiative and leadership – an organization that for up to two years less a day, or held in custody
encourages participation and innovation. waiting for a court decision (which is known as
“remand” custody). The branch also supports
We are always looking for hard working, inmates’ reintegration into society.
dedicated people who want to contribute their
skills, knowledge and abilities to help us stay Branch employees in the probation area
responsive to the needs of the communities manage court orders. This includes supervising
we serve. inmates who are in the comunity; preparing
court reports; providing and monitoring the
community justice program that is an
Corrections: A Challenging alternative to the formal court process.
Supervision in the community involves
and Rewarding Job probation, conditional sentences, community
Community Safety Division’s goal is to have the service oders, fine option, and behaviour
lowest imprisonment and re-offender rates intervention programs.
in Canada.
Community justice includes mediation,
Our mandate is to contribute to public safety conferences, forums and community justice
by managing inmates and young offenders with committees. Community corrections offices
the appropriate degree of control, supervision for adults serving their sentences in the
and support. This means we must provide community are located in Winnipeg and in a
appropriate programs, services and number of rural centres across Manitoba.
encouragement to help inmates and young
offenders deal with the issues that bring them
into conflict with the law. Adult corrections operates seven centres:
• Milner Ridge Correctional Centre
• The Pas Correctional Centre
• Brandon Correctional Centre
• Dauphin Correctional Centre
• Headingley Correctional Centre
• Winnipeg Remand Centre
• Women’s Correctional Centre
1Youth Corrections The Role of a
The Youth Corrections Branch provides Corrections Employee
coordinated services for young people in
conflict with the law. It is directly responsible Corrections employees must have
for the two youth institutions (Manitoba Youth several essential skills/competencies.
Centre and Agassiz Youth Centre). It also
provides probation services in Winnipeg, and OUR EMPLOYEES MUST:
policy direction throughout Manitoba on all • demonstrate strong leadership,
other youth justice matters. communication and interpersonal skills
Branch staff manage court orders, prepare • have a mature, common-sense approach
court reports and provide community justice to problem solving, decision-making,
as an alternative to the formal court process. conflict resolution and inmates and young
Supervision in the community also involves offenders interventions
new supervision orders under the federal Youth
• demonstrate respect for others
Criminal Justice Act.
• function well on a team and be able to
The branch manages community service work collaboratively
orders, fine option, the Intensive Support
and Supervision Program, the Youth Bail • achieve quality results
Management Program and behaviour • manage change and stress
intervention programs. Community justice
approaches include mediation, conferences,
forums and community justice committees. As a Correctional Officer or
Juvenile Counsellor, your
Community corrections offices provide support
responsibilities may include:
for youth in custody serving their sentences
in the community and young people who have • ensuring the safety and security of youth
been referred to community justice. These in custody/adult inmates through
offices are located in Winnipeg and in a number direct supervision
of rural centres across Manitoba.
• managing the needs of individual inmates,
The branch is also responsible for the delegated including risk assessments, programming
authority of the provincial director under the needs and release planning
Youth Criminal Justice Act. This includes • working in a variety of locations, such as
issuing warrants, suspensions and changing living units, control pods and recreation
levels of custody. supervision areas
• providing community escorts and
Do You Have What It Takes facilitating programs
to Join Our Team?
We employ a team of professionals who have a
genuine desire to help others. As a correctional
staff member, you will be directly involved
in the management of inmates or young
offenders. You will be part of a specialized,
multidisciplinary team responsible for the
humane care, custody and eventual
reintegration of inmates and youth in
custody into the community.
2Opportunities Medical and Physical
for Career Growth Fitness Requirements
Becoming a corrections employee can open MEDICAL FITNESS
the door to a range of career opportunities. Before you begin training, you will be provided
Qualified, experienced corrections staff can with a Medical Fitness Form requiring
pursue careers in adult or youth correctional completion by your physician.
centres, or in community corrections. With
dozens of facilities and offices throughout This form asks basic questions about your
the province, many staff find development previous and current health. You must return
opportunities in a variety of locations to gain this completed form to:
broad experience and invaluable on-the-job
training/coaching. Manitoba Justice, Human Resource Services,
1130-405 Broadway, Winnipeg MB, R3C 3L6.
With the appropriate combination of
experience, training and competency PHYSICAL FITNESS
development, staff can apply for promotions
There are two requirements for physical fitness:
in many areas, including management.
• personal physical fitness
In addition to the many options available
within corrections, qualified employees can • ability to work well in the unique operating
apply for opportunities in other areas of environments of correctional services
Manitoba Justice or other government
departments and agencies. During training, you will be assessed for both
of these.
Correctional Officers and Juvenile Counsellors
Essential Job Requirements must meet and maintain a required level of
physical fitness. The nature of the job makes
To be considered for the Correctional physical fitness more critical than in most
Officer/Juvenile Counsellor Training other jobs.
Program, you must:
Periodically, Correctional Officers or Juvenile
• meet the medical (physical and mental Counsellors may have to perform duties that
fitness) requirements require stamina, strength and the ability to
exert maximum and/or sustained physical
• provide a recent (within eight months)
effort. These activities may include emergency
satisfactory Criminal Records Search,
responses; administration of first aid or
Child Abuse Registry Check and Adult
CPR; physical altercations and walking or
Abuse Registry Check
running extensively.
• be prepared to undergo a Security
Screening process The physical requirements of the job include:
• have valid minimum of emergency first aid • sufficient physical strength and ability to
and CPR (Level “C”) certificates restrain or search inmates
• have a valid Class 5 (5F) Driver’s Licence • the ability to run for an emergency response
or escape attempts
• commit to the 10-week full-time unpaid
Correctional Officer/Juvenile Counsellor • good vision (corrected/uncorrected)
Training Program
• good hearing (aided/unaided)
• depth perception (visual acuteness/awareness)
3While Correctional Officers and Juvenile
Counsellors are trained thoroughly to ensure
Applicants with
optimum safety, there is still the possibility of Previous Criminal Records
physical trauma. Tension can result from
awareness of possible inmate disquiet and the Corrections recruits people with the highest
stress factors normally associated with custody personal and professional standards, including
and enforcement duties. Good personal fitness is respect for the law. However, the division is also
necessary to cope successfully with this stress. committed to the belief that people can change
negative behaviour and become positive,
The operating environment of correctional contributing members of society. As a result,
services have several physical requirements: you may still be considered for employment
even with a previous criminal record. The
• prolonged sitting (escorts and night duty)
nature of the offence, how long ago it was
• prolonged walking (security tours) committed and evidence of change in the
offending behaviour are all considered.
• running up and down stairs to respond
quickly to emergency calls If your search indicates a previous record, you
• overseeing outdoor activities in all types will be given an opportunity to explain the
of weather (recreation, surveillance) date, nature and circumstances surrounding it.
You must submit a paper copy of the Criminal
• working in an enclosed, confined, Records Search document that details your
secure environment criminal record/convictions. You can obtain this
information from your local law enforcement
Top physical and mental fitness levels are office or RCMP detachment. You must pay an
needed to work well under these conditions. additional processing fee and it may take up to
six months to process the request.
Criminal Record Searches, You may also apply for a pardon if you meet the
Child Abuse Registry necessary requirements. Corrections will assess
the information and inform you of your status
Checks and Adult Abuse as an applicant.
Registry Checks
Employees of Manitoba Justice uphold public
interest and the law. For the public to have
confidence in the justice system, it is critical
that our employees demonstrate high standards
of personal and professional conduct. We must
also show respect for the law.
When requested by Human Resources,
candidates must apply for a Criminal Record
Search, Child Abuse Registry Check and Adult
Abuse Registry Check.
Failure to supply these documents will
prohibit candidates from continuing on in
the recruitment process.
4Steps in the Medical and Physical
Recruitment Process Fitness Requirements
STEP 1: APPLICATION Possible points for each answer range from the
best answer for the particular scenario (four
Applicants submit a resumé and cover letter, for
points) to a poor answer (zero or one point).
a Correctional Officer/Juvenile Counsellor
job bulletin to:
Example of a video test scenario:
correctionsrecruitment@gov.mb.ca
“During roll call, the Shift Leader states that
officers are to maintain a professional stance
STEP 2: TESTING
when dealing with visitors. During your shift,
Three formal tests assess written skills, decision- you overhear an officer in a loud, angry
making, judgment and personal suitability. argument with a visitor.”
To be eligible to attend the testing session, What do you do?
candidates must have a valid, Manitoba Full
A. Report the incident to your supervisor and
Class 5 (5F) Driver’s Licence.
ask for advice.
Out of province licences that are equivalent to
B. Separate the officer and visitor and remind
an 5F may be accepted.
the officer to maintain a professional
approach when speaking with visitors.
What to Expect at Testing
The screening tests may take up to six hours. C. Escort the visitor out and explain that
such disruptive behaviour could prevent
A series of three tests will be given: future visits.
• Test #1 - Video Test
D. Continue to observe the situation to see
• Test #2 - Correctional Officer if the officer and the visitor resolve it on
(CO-EL 101 / C0-EL 102) their own.
• Test #3 – Work Personality Index (WPI)
Answer: “B” is the most appropriate response;
it takes immediate corrective action and the
TEST #1 – VIDEO TEST officers resolve the problem at their level
The video test assesses problem-solving without intervention by others. (four points)
and decision-making. It is an effective way
to identify any applicants who have a high ”D”: does not stop the officer’s behaviour, but
likelihood of becoming successful it allows the officer and visitor to resolve the
Correctional Officers. problem on their own. (three points)
During the video test: “A”: does not immediately stop the incident and
You will watch videos with 37 different may cause future problems between the two
scenarios. The scenarios show typical on-the-job officers. (two points)
situations. After each scenario, you must choose
from several options or actions. You must select “C”: ignores the officer’s behaviour and blames
the best response from the options provided. the visitor. (one point)
5TEST #2 – • There are no right or wrong answers.
CORRECTIONAL OFFICER TEST • Applicants should answer all the questions
(CO-EL 101 OR CO-EL 102) honestly based on how you are, not how
CO-EL 101 and CO-EL 102 tests are used to assess you would like to be.
reading comprehension, counting accuracy,
• The test is not timed and usually takes 25 to
inductive and deductive reasoning.
30 minutes.
• The test has 90 multiple-choice questions, with
• Once scored, the WPI test result is assessed
one point given for each correct answer.
by Human Resource Services and a staff
• You are given four answers for each question psychologist. Applicants are welcome to
and must decide which the best answer is. request feedback on an unsuccessful
attempt with the staff psychologist.
Test Question Example #2: Call the Civil Service Commission-Justice,
“In most correctional facilities, it is the inmates Human Resource Services at 204-945-5032.
who do the cleaning. It is often the Correctional • Candidates successful in our testing process
Officer’s duty to __(1)__ these chores. Although will have their test results valid for 12 months.
Officers are not responsible for __(2)__ house-
keeping chores, they should be aware of If you are unsuccessful at the testing stage:
correct __(3)__ procedures. When a correctional
facility’s overall sanitary condition declines, it • You may be allowed other attempts.
may be a sign of poor supervision.” Each attempt must take place at the
next recruitment opportunity.
1. a) neglect 2. a) making 3. a) defense • Candidates will be required to submit
b) supervise b) operating b) housekeeping another resume/cover letter to be eligible
c) complete c) driving c) lock-up for another testing opportunity.
d) solve d) doing d) intake
• It is the responsibility of applicants to
Answer: 1. b) supervise upgrade their knowledge, skills or abilities
2. d) doing before the next test session.
3. b) housekeeping • Upon request, feedback will be provided on
specific areas that need improvement.
TEST #3 –
WORK PERSONALITY INDEX (WPI)
Tips for Satisfactory Test Results
The Work Personality Index is a tool that can
anticipate behaviour and predict job fit and • The tests require no specific or previous
satisfaction. This assessment is used to knowledge about a Correctional Officer/
compliment our staffing process in seeking Juvenile Counsellor job.
potential candidates. • The tests are designed to measure aptitude
for job success.
The WPI test measures the following:
• If you are not sure about the right answer to
• energy and drive a question, your first response is usually the
• work style best; do not second guess yourself.
• working with others • During the video test; do not think about
trying to identify what you think a
• problem solving style Correctional Officer or Juvenile Counsellor
• dealing with pressure and stress would or should do. Think about what
you would do in the situation and
The WPI test process: respond accordingly.
• The test has 198 brief statements. • Relax and do your best.
• Each has five possible answers, ranging from
“Strongly Disagree” to “Strongly Agree.”
6Candidates being tested at the Winnipeg A Criminal Record Search can be obtained at:
Convention Centre are not allowed to bring
food or drinks into the auditorium. • Commissionaires Office, 290 Burnell Street
• Winnipeg Police Service, Main Floor,
STEP 3: FACILITY TOURS 245 Smith Street
Upon successful completion of the tests, • Online - policeinformationcheck.winnipeg.ca
candidates are notified via email to proceed
onto the next step. • Local law enforcement agency
Please note you will be required to pay a
The next step involves candidates attending processing fee. At certain locations, it may
mandatory tours of the correctional centres. take at least 10 business days to receive your
Criminal Record Search. The Vulnerable Sector
Candidates are welcome to tour as many Search only applies to only those residing/who
correctional centres available. have resided outside of Manitoba.
Both Child and Adult Abuse Registry Checks can
STEP 4: DOCUMENTS
be obtained through an online application,
manitoba.ca/fs/abuseregistries.html
At this step, candidates are to provide or in person to Child and Family Services, 1st
the following documents: floor -777 Portage Avenue, Winnipeg, MB. Please
note that both checks can take 8 – 10 weeks to be
• Criminal Record Search processed and applicable fees will apply.
• Child Abuse Registry Check Once received, you must immediately submit the
originals to Human Resource Services.
• Adult Abuse Registry Check
• Security Screening Application Form The Security Screening Application form will be
distributed to all candidates during the facility
All candidates are required to submit a tour. Once candidates receive the form, they
satisfactory Criminal Record Search, Child Abuse will be required to complete and submit the
Registry Check and Adult Abuse Registry Check. form (within five days of receipt). Candidates
We request original documents or the proof of will undergo a Security Screening process that
reasonable efforts of obtaining these documents. includes a series of relevant background checks
“Proof of reasonable efforts” can include: and a Security Screening interview which will be
• receipt of purchase of the Criminal determined at a later date. For candidates that
Record Search , Child Abuse Registry have completed a Security Screening Application
Check and Adult Abuse Registry Check form in a previous recruitment, you will be
required to complete another form if it was
• copies of the application form to be submitted submitted more than six months ago.
These documents (or copies of receipts or
application) are required prior to the facility Please note that the above mentioned
tours. Should our office not receive this documents are to be submitted to Human
documentation, it can prohibit you from Resource Services, 1130 – 405 Broadway,
interviewing at any of the Correctional Centres. Winnipeg, MB R3C 3L6.
Failure to provide this documentation can
preclude candidates from proceeding to the
interview stage.
7STEP 5: INTERVIEWS If you are not successful at the interview:
Once you have toured all the Centres of interest, • An eligible applicant will be allowed another
and provided the required documentation, you attempt at the next recruitment opportunity
will be required to arrange for a personal (after three months, but within one year
interview with one centre of your choice. Please from the date of their testing). Please
ensure that you verify with the correctional contact Human Resource Services in
centres as to the appropriate process for this regard.
scheduling an interview. At certain correctional
centres, you may be eligible to immediately sign • You do not have to re-apply or retake the
for a personal interview. tests; however, you may be required to
update your Criminal Record Search, Child
Personal interviews take place with a selection Abuse Registry Check and Adult Abuse
board from the appropriate correctional centre. Registry Check.
For tips on preparing for interviews, ask for a • It is the responsibility of applicants to
copy of the fact sheet: upgraden their knowledge, skills or abilities
Preparing for the Job Interview. before the next test.
Employment references will be contacted as • Upon request, feedback will be provided on
part of the interview process. specific areas needing improvement.
• After a second failure at this step, applicants
must wait a minimum of one year before
STEP 6: SECURITY SCREENING further consideration.
Candidates that have undergone a facility
interview will be required to undergo our
Security Screening process. STEP 8: TRAINING OFFER
This process will involve a series of relevant Upon successful completion of all the steps, you
background checks and an interview with a will be offered a placement into the 10-week
representative from our Justice Security training program.
Screening Unit.
Please note, only candidates that have sub-
The Security Screening Form is required for this mitted a Criminal Record Search, Child Abuse
process; failure in submission of this form will Registry Check and Adult Abuse Registry Check
cause delays in the recruitment process. will be offered a training placement.
Successful candidates will be asked to:
STEP 7: INTERVIEW RESULTS
• Sign and date a letter of training acceptance.
• Applicants are advised of the outcome of
• Complete a medical fitness form. This form is
the interview selection process.
to be completed by the candidate’s physician.
• Correctional centre preference and
• Obtain a minimum of emergency first Aid
placement will be determined for
and CPR Level “C” Certification.
successful candidates.
• Letters of acceptance to training and
medical fitness forms will be sent to
successful candidates.
8STEP 9: 10-WEEK TRAINING
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 practical and written 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!
9CONTACT INFORMATION
Civil Service Commission – Justice
Human Resource Services Manitoba
1130 – 405 Broadway
Winnipeg, MB R3C 3L6
945-5032
correctionsrecruitment@gov.mb.caYou can also read
