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Police officers (except commissioned)

OaSIS code 42100.00

Police officers maintain order and enforce laws and regulations. They respond to emergency calls, patrol public areas, regulate traffic, control crowds, arrest offenders and build community relationships.

Overview

Also known as

  • Community relations officer - police
  • Constable
  • Crime prevention constable
  • Harbour police officer
  • Highway patrol officer
  • Police cadet
  • Police officer
  • Police sergeant
  • Railway police officer
  • Royal Canadian Mounted Police (RCMP) officer

Main duties

This group performs some or all of the following duties:

  • Respond to emergency calls and complaints, execute search warrants and arrest criminal suspects
  • Patrol assigned areas on foot, horseback, bicycle and motorized vehicles to maintain public safety and order and to enforce laws and regulations
  • Prepare reports to record incidents and patrol activities and to provide testimony in courts of law
  • Provide emergency assistance to victims of accidents, crimes and natural disasters
  • Monitor traffic to ensure motorists observe traffic regulations and test persons suspected of driving under the influence of alcohol and drugs
  • Control crowds at public events and protests and monitor suspicious and violent behaviour
  • Participate in crime prevention, public information, safety and community relations programs
  • Perform daily administrative tasks in support of law enforcement activities, such as maintaining equipment and information files
  • May assist police investigators in criminal investigations

Additional information

  • Progression to investigative positions is possible with additional training and experience.

Similar occupations classified elsewhere

Exclusions:

  • Commissioned police officers and related occupations in public protection services (40040)
  • Police investigators and other investigative occupations (41310)
  • Sheriffs and bailiffs (43200)
  • By-law enforcement and other regulatory officers (43202)
  • Private detective (in 64410.04 Private investigators)

Skills match:

View occupations with similar skills and abilities requirements

NOC hierarchy breakdown

NOC version

NOC 2021 Version 1.0

Broad occupational category

4 – Occupations in education, law and social, community and government services

TEER

2 – Occupations usually require a college diploma or apprenticeship training of two or more years; or supervisory occupations

Major group

42 – Front-line public protection services and paraprofessional occupations in legal, social, community, education services

Sub-major group

421 – Occupations in front-line public protection services

Minor group

4210 – Occupations in front-line public protection services

Unit group

42100 – Police officers (except commissioned)

Occupational profile

42100.00 – Police officers (except commissioned)

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
Evaluating Information to Determine Compliance
5 - Highest Level
Resolving Conflicts and Negotiating with Others
5 - Highest Level
Clerical Activities
4 - High Level
Communicating with Coworkers
4 - High Level

Work Context

Structural Job Characteristics

Structured versus Unstructured Work
Degree of freedom to determine tasks and priorities
3 - Moderate amount of freedom
Work Week Duration
Worked hours in a typical week
2 - Between 35 to 40 hours

Physical Work Environment

Physical Proximity
Physical distance from others
4 - Close (at arm’s length)

Physical Demands

Sitting
Duration
3 - About half the time
Standing
Duration
3 - About half the time
Bending or Twisting the Body
Duration
2 - Less than half the time

Interpersonal Relations

Contact with Others
Frequency
3 - Once a week or more but not every day
Duration
4 - More than half the time
Work with Work Group or Team
Importance
4 - Highly important
Frequency
4 - Every day, a few times per day

Workplaces/employers

  • Municipal, provincial, regional and federal governments

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
Far Vision
5 - Highest Level
Night Vision
5 - Highest Level
Perceptual Speed
5 - Highest Level

Skills

Proficiency or complexity level
Persuading
4 - High Level
Social Perceptiveness
4 - High Level
Coordinating
3 - Moderate Level
Critical Thinking
3 - Moderate Level
Decision Making
3 - Moderate Level

Personal Attributes

Importance
Stress Tolerance
5 - Extremely important
Adaptability
4 - Highly important
Attention to Detail
4 - Highly important
Collaboration
4 - Highly important
Concern for Others
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: ERS

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.

Realistic (R)

Realistic occupations are characterized by the dominance of activities that entail the explicit, ordered or systematic manipulation of objects, tools, machines and animals. Many of these occupations do not involve a lot of paperwork or working closely with others.

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.

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.
  • Completion of a college program in police technology is required in Québec and usually required in other provinces and territories.
  • A three- to six-month police training program is required.
  • Physical agility, strength, fitness and vision requirements must be met, and psychological or other tests are also required.
  • Specialized training or certification may be required for certain areas of policing.

Knowledge

Knowledge level
Law
3 - Advanced Level
Public Safety and Security
3 - Advanced Level
Clerical
2 - Intermediate Level
Languages
2 - Intermediate Level
Vehicle, Machinery and Equipment Operations
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.

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