If you are passionate about making a difference in your community, policing might be the perfect path for you. The Ontario Association of Chiefs of Police (OACP) Constable Selection System (CSS) emphasizes qualities such as integrity, honesty, and a commitment to public safety, qualities that resonate with those driven to serve. However, it is more than just enforcing the law.

On June 1, 2024, a new chapter began in Ontario’s approach to police recruitment with the launch of the Personality Research Form – Revised (PRF-R) for Policing. Developed by SIGMA Assessment Systems in partnership with TNT Justice Consultants and the Ontario Association of Chiefs of Police (OACP),

Ironically, not understanding your strengths can amplify your weaknesses by leading you to hold back when the potential for your impact is greatest. This problem is compounded by the premium we tend to put on humility. For fear of coming across as arrogant, we hold back even more, but the result can be that we leave important opportunities for serving others on the table.

I had trouble figuring out where to begin this year’s renewed version of the Police Leadership Program. The challenge was too many options. The leadership issues in policing today range all the way, for example, from community mental health to organizational budgeting to technical skill development.

Yet leadership effectiveness is, simply put, about people understanding people. It is a skillset that can be learned, and that depends quite simply on leaders investing in themselves. With social-scientific discoveries, self-awareness, and powers of observation and communication, leaders can pull others together around a common goal. Among others, the below three skill sets help to get you there:

Link here for edition in flip book format

Chiefs of police and other senior police leaders are often asked, “what keeps you up at night? ”

Modern policing is complex. Whether mediating a dispute or managing a crisis, it’s a job that not only requires a deep understanding of the law and society, but also the ability to lead with confidence and compassion.

Creating a workplace environment that is inclusive, respectful, and free from harassment and discrimination is an ongoing priority for ontario police services. However, services face systemic challenges in their efforts to prevent these negative behaviours, effectively address them, and change their culture.

Building a defendable program

Key lessons learned developing toronto’s equity strategy

Measurement beforehand, the identification and deployment of strategies, followed by measurement afterwards, are all necessary to determine if any given strategy is effective. This process also informs how strategies can be revised to achieve optimal outcomes. This describes an iterative process that results in the development and deployment of the most effective policies. This approach applies everywhere.