View occupational profile

Search the OaSIS

Commissioned police officers and related occupations in public protection services

OaSIS code 40040.00

Commissioned police officers and related occupations in public protection services plan, organize, direct, control and evaluate police force administration and police activities such as maintaining law and order and detecting and preventing crime. This unit group includes officers from the rank of staff sergeant to police commissioner. Commissioned officers in the railway police, deputy chief coroners, and deputy chief medical examiners are also included in this unit group.

Overview

Also known as

  • Chief superintendent
  • Deputy police chief
  • Harbour police chief
  • Police chief
  • Police lieutenant
  • Police superintendent
  • Railway police chief
  • Royal Canadian Mounted Police (RCMP) commissioner

Main duties

This group performs some or all of the following duties:

  • Plan, organize, direct, control and evaluate the activities of a police force or division of a police force
  • Develop and implement police force policies and procedures
  • Oversee police investigations and ensure that procedures are conducted in accordance with laws and regulations
  • Assess performance of subordinates and authorize promotions, transfers and disciplinary actions
  • Co-ordinate and monitor budget and departmental resources.

Additional information

  • Depending on provincial and territorial legislation, deputy chief coroners and deputy chief medical examiners may act as or be appointed to the position of chief coroner and chief medical examiner in their absence.

Similar occupations classified elsewhere

Exclusions:

  • Police investigators and other investigative occupations (41310)
  • Police officers (except commissioned) (42100)
  • Sheriffs and bailiffs (43200)
  • By-law enforcement and other regulatory officers (43202)

Work characteristics

Work characteristics gathers the various components describing the work environment of each occupation, such as employers, work activities, and the work context. Each category displays up to 10 descriptors in descending order based, firstly, on their attributed ratings by the level of complexity (for Work Activities) or other measurement dimensions (for Work Context), and secondly, in alphabetical order. The whole list of descriptors and their ratings can be expanded at the bottom of each page.

Work Activities

Proficiency or complexity level
Assisting and Caring for Others
5 - Highest Level
Coaching and Developing Others
5 - Highest Level
Communicating with Coworkers
5 - Highest Level
Communicating with Persons Outside Organization
5 - Highest Level
Coordinating the Work and Activities of Others
5 - Highest Level

Work Context

Structural Job Characteristics

Structured versus Unstructured Work
Degree of freedom to determine tasks and priorities
4 - High amount of freedom
Work Week Duration
Worked hours in a typical week
3 - More than 40 hours

Physical Work Environment

Physical Proximity
Physical distance from others
3 - Somewhat close (e.g. share office)

Physical Demands

Sitting
Duration
4 - More than half the time
Standing
Duration
3 - About half the time
Bending or Twisting the Body
Duration
1 - Very little time

Interpersonal Relations

Contact with Others
Frequency
4 - Every day, a few times per day
Duration
5 - All the time, or almost all the time
Work with Work Group or Team
Importance
5 - Extremely important
Frequency
4 - Every day, a few times per day

Workplaces/employers

  • All levels of government

Skills and abilities

This section displays the various competencies required for an occupation. Each category displays up to 10 descriptors in descending order based, firstly, on their attributed ratings by the level of proficiency (for Skills and Abilities) or importance (for Personal Attributes) and secondly, in alphabetical order. The whole list of descriptors and their ratings can be expanded at the bottom of each page.

Abilities

Proficiency or complexity level
Arm-Hand Steadiness
5 - Highest Level
Explosive Strength
5 - Highest Level
Multitasking
5 - Highest Level
Night Vision
5 - Highest Level
Pattern Identification
5 - Highest Level

Skills

Proficiency or complexity level
Coordinating
5 - Highest Level
Management of Financial Resources
5 - Highest Level
Management of Material Resources
5 - Highest Level
Management of Personnel Resources
5 - Highest Level
Monitoring
5 - Highest Level

Personal Attributes

Importance
Analytical Thinking
5 - Extremely important
Attention to Detail
5 - Extremely important
Leadership
5 - Extremely important
Stress Tolerance
5 - Extremely important
Active Learning
4 - Highly important

Interests

The OaSIS uses the Holland Codes to describe the work-related interests. According to the Holland model, people work best in work environments that match their preferences, which means that people and work environments can be matched for a best fit. Occupational environments in Holland’s theory are described according to a combination of main interests and the activities they represent. There are six interests in the Holland typology: Realistic, Investigative, Artistic, Social, Enterprising and Conventional. All occupations in OaSIS have up to three interests assigned to them.

Interests

Preferences for work environments and outcomes.

Interests profile: ESC

Enterprising (E)

Enterprising occupations are characterized by the dominance of action-oriented activities to attain organizational or self-interest goals. They frequently involve starting up and carrying out projects, influencing, leading or mobilizing people, making decisions, and sometimes require risk taking and dealing with business.

Social (S)

Social occupations are characterized by the dominance of activities that entail the interaction with others to inform, train, aid, develop, cure, or enlighten. These occupations often involve helping or providing service to others, teaching, working or communicating with people.

Conventional (C)

Conventional occupations are characterized by the dominance of activities that entail following sets of procedures and routines. These activities may include systematic manipulation of data, such as keeping records, filing materials, reproducing materials, organizing written and numerical data according to a prescribed plan, and operating business and data processing. They often require following a clear line of authority and usually involve working with data and details more than with ideas.

Employment requirements

Employment requirements includes the education, training, certifications and the knowledge required to work in each occupation. The Knowledge category displays up to 10 descriptors in descending order based, firstly, on their attributed ratings by the level of proficiency, and secondly, in alphabetical order. The whole list of Knowledge descriptors and their ratings can be expanded at the bottom of each page.

Education, certification and licensing

  • Completion of secondary school is required.
  • A university degree in the social sciences or in business administration is usually required.
  • Several years of experience as a police officer are required.

Knowledge

Knowledge level
Clerical
3 - Advanced Level
Languages
3 - Advanced Level
Law
3 - Advanced Level
Public Safety and Security
3 - Advanced Level
Business Management
2 - Intermediate Level

Skills for success

 
Skills for Success Model
 
Skills for Success are skills that help you in a quickly changing world. Everyone benefits from having these skills. They can help you to get a job, progress at your current job or even change jobs. The skills also help you become an active member of your community and succeed in learning.
 
 
Linkages Between ESDC Skills Models and Frameworks
 
ESDC makes available a dictionary of over 300 terms (or descriptors) and definitions, known as the Skills and Competencies Taxonomy (SCT). Descriptor information from the Taxonomy is used in the Occupational and Skills Information System (OaSIS).
 
While there is general commonality of meaning between the descriptors in the SCT and the Skills for Success model, there are some differences in their definitions due to their distinct purposes. The Skills for Success Model [9 broadly defined skills] identifies the skills that are universally applicable. The SCT displays specific skills and competency requirements for 900 occupations. Users of the Skills for Success Model and Essential Skills content may find competency information from the Taxonomy and the OaSIS to be complementary.
 
Stay tuned to this section for more information and updates regarding linkages between the Skills for Success model and the OaSIS.

O*NET in-it

This page includes information from the O*NET 27.2 Database by the U.S. Department of Labor, Employment and Training Administration (USDOL/ETA). Used under the CC BY 4.0 license. O*NET® is a trademark of USDOL/ETA. Employment and Social Development Canada has modified all or some of this information. USDOL/ETA has not approved, endorsed, or tested these modifications.

Date modified: