Special Constable
Special Constables preserve the peace on the campus and ensure that students, staff, faculty and visitors are safe. They are also responsible for patrolling the campus to promote community engagement and to mitigate crime efforts. They respond to emergencies, conduct investigations, provide a positive customer service experience and are expected to remain current on best practices within the sector.
Term to Continuing Progression
Qualifications:
- Minimum four years of full-time experience working in law enforcement or security role or demonstrated experience providing support for individuals in a challenging and complex work environment that requires the ability to prioritize work, maintain composure under stress and asses life safety issues. Previous job experience with Federal, Provincial and Municipal statutes, legislation, would be preferred. Equivalent combination of education and experience may be considered
- Completion of High School Diploma. Completion of Post-Secondary Education may be preferred
- Must meet the requirements to be a Special Constable in the Province of Ontario, and the Memorandum of Understanding
- A valid Ontario Security Guard Licence is considered an asset
- Must possess a valid first aid certificate (Standard level) with CPR level C from WSIB recognized provider
- Must possess a valid Canadian Driver’s Licence
Hiring Process:
Step 1 – Application
When a posting is open, applications for positions in Campus Safety Services must be submitted through the Department of Human Resources at www.carleton.ca/hr
If there are no open posting but you are interested in joining the CSS team, please fill out this form
Step 2 – Initial Interview
Shortlisted candidates be interviewed by a multi-person hiring panel made up of the CSS team, as well as the broader Carleton community. As part of the interview, candidates will be expected to complete a work-sample exercise.
Step 3 – Call Back Interview
It is common to have a second interview with select candidates from the previous round of interviews. The second interview may include work sample exercises, additional interview questions, and an opportunity for the panel to get to know the candidate better. The nature of the second interview is determined by the position available and the intent is to ensure that the candidate is the best fit, both for the department as well as the community.
Step 4 – Background Screening
Those applicants that successfully pass the interview stage of the process will be required to pass background screening which includes: a psychological assessment, reference checks, employment verification, credit history check, criminal record check, driving history check and a review of online/social media accounts.
Step 5 – Offer of Employment
Applicants that pass the background screening process may be offered a position and a start date will be determined.