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Staff Sergeant Promotional Process

The following Staff Sergeant Promotional Process (the Process) is the result of consultation between the Victoria Police Department (VicPD) and the Victoria City Police Union (VCPU) and is approved by the Chief Constable.

Transition to a Character-Based Process

The 2026 Staff Sergeant Promotional Process continues with the modernization of VicPD's approach to leadership assessment. Previous Staff Sergeant promotional processes were primarily competency-based, focusing on what leaders do - the skills, tasks, and technical proficiencies demonstrated in specific situations. The new process shifts toward a character-based model, emphasizing who leaders are - the values, integrity, judgment, and interpersonal qualities that guide decision-making and inspire trust.

This transition reflects national research in contemporary policing leadership that recognizes character as a stronger predictor of effective, ethical, and adaptive leadership. The streamlined, two-stage process ensures fairness, efficiency, and alignment with VicPD's commitment to developing leaders who embody our organizational values and demonstrate consistent leadership character in both operational and community contexts.

Guiding Principles

All promotions at VicPD are grounded in merit and guided by organizational need. The assessment of candidates is conducted in a fair, transparent, and non-discriminatory manner that upholds our commitment to integrity, respect, and equal opportunity. VicPD welcomes applications from all qualified members and encourages participation from groups historically underrepresented in policing, including women, Indigenous persons, and members of visible minority communities.

Leadership Character Framework

The 2026 Staff Sergeant Promotional Process is founded on a character-based leadership framework that aligns with contemporary Canadian policing research and emerging best practices. The process evaluates each candidate's leadership character attributes as demonstrated through references and interviews.

The six (6) leadership character attributes assessed throughout the Process are:

• Integrity and Accountability
• Judgment and Adaptive Thinking
• Humility and Learning Orientation
• Courage and Resilience
• Empathy and Respect
• Inclusive Leadership
  
  

These attributes reflect the core of effective police leadership and are consistent with national research by the Canadian Police Knowledge Network (CPKN), the Canadian Association of Chiefs of Police (CACP), and the Community Safety Knowledge Alliance (CSKA).

Integrity and Accountability

Demonstrates ethical reasoning, honesty, and personal responsibility. Candidates are expected to uphold VicPD's values under pressure, take ownership of their actions, and model principled leadership in all circumstances.

Judgment and Adaptive Thinking

Reflects sound, principled decision-making in complex or uncertain environments. Candidates should demonstrate situational awareness, adaptability, and the ability to make balanced, ethical decisions under pressure.

Humility and Learning Orientation

Reflects self-awareness, openness to feedback, and a willingness to learn. Candidates should show reflection on mistakes, value diverse perspectives, and model a continuous growth mindset.

Courage and Resilience

Demonstrates moral courage and composure in difficult or stressful circumstances. Candidates are expected to act with integrity, lead under adversity, and maintain professionalism in challenging or high-pressure environments.

Empathy and Respect

Represents relational leadership and emotional intelligence. Candidates should demonstrate compassion, respect, and fairness in interactions with colleagues and the community, fostering trust and psychological safety.

Inclusive Leadership

Demonstrates commitment to fairness, inclusion, and respect. Candidates should value and encourage diverse perspectives, address bias, and create team environments that promote belonging and psychological safety.

Eligibility Requirements

Candidates must have achieved all the following before the noted applications due date:

• Must have completed one (1) year of probationary period at the rank of Sergeant (Sec c) Collective Agreement)
  
• No active disciplinary matters affecting suitability

Application Process

All submissions must be prepared by the candidate on their own time and without external professional assistance. Each candidate must submit the following documents:

1. Application Form - signed by the candidate's current supervisor and OIC. Space for brief comments is provided on the form. Link here: Application for Position or Supplemental Duty
   
   
2. Résumé (maximum two pages) – summary of career history, assignments, education, and leadership experience in size 12 Arial font, 1-inch margins. The résumé is the candidate's expression of interest into the competition for the rank of Staff Sergeant and is used as a tool for reference by all levels of facilitation during the promotional process. The résumé should include the following information: 
   

1. • Name and badge number
   • Current position and assignment
   • Contact information (email and phone)
   • Career history (include dates, ranks, and assignments)
   • Education and training (list relevant courses, diplomas, degrees)
   • Leadership experience (provide brief examples of supervisory, mentoring, or leadership roles)
   • Awards and recognition (if applicable)
   • Professional development (include relevant internal/external courses or certifications)
   • Community involvement (if applicable)
     
     

Reference List - see Process Stages - Stage 1 below for details.

Process Stages

The Process consists of two stages which are weighted as follows:

• Stage 1 - Structured References (60%)
• Stage 2 - Structured Interview (40%)
  

Stage 1 – Structured References

Candidates will provide eight (8) references, including the candidate's current Staff Sergeant, their previous Staff Sergeant, their Inspector, one (1) peer Sergeant within their unit, two (2) subordinates, and one (1) Civilian Professional who the candidate works with on a regular basis. The reference list should have contact details with phone number(s) and email for each reference. Should a candidate not be able to appropriately provide the designated references as described, contact the HR Career Path NCO for direction.

References will be contacted using a standardized character-based questionnaire assessing attributes such as integrity, judgment, humility, courage, empathy, and inclusion. Responses will be summarized into a reference panel report and scored based on a structured reference form marking rubric. Candidates must achieve a minimum score of 75% in this stage to progress to Stage 2.

Stage 2 – Structured Interview

A structured interview will assess the same leadership character attributes evaluated in Stage 1. Interview questions will be behavioural and situational, exploring real policing contexts and leadership challenges. While not a requirement, the STAR format (Situation, Task, Action and Result) should be considered as a tool to facilitate the delivery of responses in a structured manner.

Interview Panel Composition:

• Two (2) members of the Senior Leadership Team
• One (1) Staff Sergeant
• One (1) NCO representative from the Union Executive
• The HR Staff Sergeant will facilitate the interview and act as a moderator

Panel members will score each candidate independently using a standardized Interview panel rubric. Final scores will be averaged and used to determine ranking. 

Final Scoring and Promotion

Cumulative scores from both stages will determine the final rankings. The top candidates (maximum 2) must achieve a minimum combined score of 60% to be eligible for promotion to the rank of Staff Sergeant. Promotions will be made based on organizational need at the discretion of the Chief Constable.

Successful candidates may be removed as a result of professional misconduct where a substantiation has been recorded within a "Conclusion of Proceedings" following a Police Act investigation. Where a candidate is removed, written reasons shall be provided. All promotions remain at the discretion of the Chief Constable.

Staff Sergeant Promotional Ceremony

The Victoria Police Department will host a Staff Sergeant Promotional Ceremony to recognize and celebrate the achievements of those promoted through this process. Successful candidates are encouraged to save the date and invite their family and friends to join us for this important occasion. The ceremony will provide an opportunity to formally acknowledge each member's accomplishment, welcome them into the rank of Staff Sergeant, and celebrate their continued commitment to leadership and service within the Victoria Police Department.

Feedback

All candidates will be offered the opportunity to receive feedback at the end of the process. Feedback sessions will be coordinated and conducted by the HR Career Path NCO.

Process Timeline

1. Process launch date: February 5/2026
2. Application due date: February 20/2026 @ 0800 hours
3. Stage 1 - references conducted: February 21 - March 8, 2026
4. Stage 2 - interviews conducted: March , 2026
5. Promotional pool finalized and results announced: March 16, 2026
6. Staff Sergeant promotional ceremony: Early April 2026 (TBA)
7. Feedback sessions conducted: April 2026

Location

Victoria, British Columbia

Employment Type

Deployable - Police

Minimum Experience

Manager/Supervisor