Cbsa Officer Induction Training Program

Program description

The Officer Induction Model (OIM) is the Canada Border Services Agency’s (CBSA) comprehensive approach to recruiting, training, and developing high-calibre Border Services Officers (BSO) suited for service in an armed law-enforcement agency. The model is comprised of three phases: the Officer Trainee Outreach and Recruitment (O&R), the Officer Induction Training Program (OITP) and the Officer Induction Development Program (OIDP).

Online facilitated training (4 weeks) The online facilitated training phase is the first phase of the Officer Induction Training Program (OITP). You will participate in self-paced, facilitated and group activities over a 4-week period. We will evaluate you using quizzes, activities, collaborative discussion postings and a final assignment. Jun 05, 2013 OTTAWA, June 5, 2013 — The Honourable Vic Toews, Minister of Public Safety, today issued a statement congratulating the first Canada Border Services Agency (CBSA) recruits to graduate from CBSA's Officer Induction Training Program, after attending a ceremony in Rigaud, Quebec. The CBSA may assign you to any port of entry (POE) across Canada. Should you choose to leave during the Officer Induction Training Program and/or the Officer Induction Development Program, be advised that the costs associated with the training and/or development may be recovered from you. The training at CBSA isn't comparable to police training. This is not a slight against the agency, it's a fact based on the duties performed by the two different agencies with differing roles in law enforcement. Besides, lowering the pay grade would just entice people to jump ship if this were even true. Successful completion of the CBSA Officer Induction Training Program. The following may be applied / assessed at a later date (may be needed for the job) Graduation from a recognized post-secondary institution with a specialization in one of the following: Law, Law Enforcement, Policing, Criminology or Law and Security or specialization in a.

The Human Resources Branch (HRB) of the CBSA is responsible for the design and delivery of the OIM. The Operations Branch (Border Operations Directorate) also plays a key role in the delivery of the OIM. The OIM’s target from 2012–13 to 2016–17 was to produce 288 OITP graduates annually.

About the evaluation

The purpose of the evaluation was to examine the performance (effectiveness and efficiency) of the OIM, in accordance with the 2016 Treasury Board Policy on Results.

The evaluation covered approximately $40 million in annual direct program spending and assessed the three phases of the OIM over a four-year period from fiscal year 2012–13 to 2016–17. The evaluation was conducted by the CBSA’s Program Evaluation Division between May 2017 and May 2018.

What the evaluation found

Effectiveness

Overall, the OIM has effectively produced BSOs that are well-trained and ready to perform their duties. Areas for improvement were identified to optimize effectiveness:

  • The Agency receives approximately 20,439 applications per year but only 4% are accepted into the training program. Therefore, an outreach and recruitment strategy could be useful to attract properly qualified applicants and make the application and selection process more efficient.
  • The officer allowance at the CBSA College and the mobility clause could be limiting the ability of the CBSA to remain competitive with other government departments in attracting qualified applicants.
  • Although the OIM has been successful at graduating close to the target number of 288 Recruits each year, additional planning with regard to the number and the demographic of officers is needed. Specifically, there is a need to attract more female, bilingual, and Indigenous applicants.
  • The OITP curriculum could be reviewed to determine if supplementary training is necessary in order to better address national operational requirements.

Efficiency

It is taking too long to appoint officers through the OIM, on average between 2.5 to 3 years. There are opportunities to improve efficiency, in particular by improving the interview stage of the application and selection process and by shortening the length of the OIDP.

Recommendations

The findings of the evaluation led to the following seven recommendations:

  1. The Vice-President of Operations Branch, in consultation with the Vice-Presidents of Programs Branch and Human Resources Branch, should develop a multi-year, annually updated, workforce plan that considers the full range of factors to identify the optimum number, type and location of BSOs to meet operational needs. The workforce plan will need to include a placement strategy that allows identification of placement as early as possible in the OIM process;
  2. The Vice-President of Human Resources Branch should develop a national outreach and recruitment strategy that considers more effective and efficient screening processes, targets known gaps in BSO representation, such as gender, gaps in BSO staffing at specific POEs, and operational language requirements. The strategy should be updated annually to provide revised targets and priority areas for outreach activities conducted by the regions;
  3. The Vice-President of Human Resources Branch should review the training stipend provided during the OITP to improve CBSA’s competitiveness to attract quality candidates;
  4. The Vice-President of the Human Resources Branch should develop a performance measurement framework for the OIM (including all phases), and ensure that improvements in the efficiency and effectiveness of the new recruitment model are monitored;
  5. The Vice-President of Human Resources Branch should develop a plan to improve the case management of individuals throughout all phases of the OIM;
  6. The Vice-President of Human Resources Branch, in consultation with the Vice-President of Programs Branch and the Vice-President of Operations Branch, should:
    • Identify how and at which phase of the OIM the competencies for new BSOs will be assessed, with particular attention to the OIDP; and
    • Identify training needs for new BSOs and determine appropriate phase(s) in which training is delivered;
  7. The Vice-President of Human Resources Branch should review the tools and length of the OIDP. A reduction to the existing timeline to be eligible for appointment (currently at 12 months minimum) should be considered; and
  8. The Vice-President of Human Resources Branch should conduct a comprehensive Gender-Based Analysis to identify the specific barriers that affect the experiences of individuals of different backgrounds (i.e., gender, race, socio-economic status, age, etc.) in all phases of the OIM.

The Management Action Plan is accessible at Evaluation of the Officer Induction Model.

Date modified:

Archived Content

Information identified as archived is provided for reference, research or record-keeping purposes. It is not subject to the Government of Canada Web Standards and has not been altered or updated since it was archived. Please contact us to request a format other than those available.

OTTAWA, June 5, 2013 — The Honourable Vic Toews, Minister of Public Safety, today issued a statement congratulating the first Canada Border Services Agency (CBSA) recruits to graduate from CBSA's Officer Induction Training Program, after attending a ceremony in Rigaud, Quebec.

'CBSA officers across this country play a vital role in ensuring Canada's security and prosperity. The first experience many people have with Canada occurs at a port of entry, with a border services officer.

It was an honour to attend today's inaugural graduation ceremony and to congratulate the recruits who successfully completed the new Officer Induction Training Program. This program incorporates training focused on service, values and ethics, and will help prepare the officers to respond to the many dynamic border issues that the Agency now faces.

Cbsa Officer Induction Training Program Requirements

Our government is committed to ensuring the security of our borders and the safety of Canada's streets and communities. Training provided to our front-line officers is an investment in them and in our communities. That is why our government made significant changes to the way we bring officers into the CBSA, with a new national recruitment program for CBSA border services officers, as well as the design and delivery of this integrated training curriculum.

I wish these border services officers the very best of success for the future, in upholding the accountability, professionalism, and integrity for which CBSA officers are known. I commend the CBSA for its continued efforts to ensure a safe, secure and efficient border.'

Cbsa Officer Induction Training Program 2020

Follow Public Safety Canada (@Safety_Canada) on Twitter.

Information:
Andrew McGrath
Press Secretary
Office of the Minister of Public Safety
613-991-2924

Media Relations
Public Safety Canada
613-991-0657

Cbsa officer induction training program format

Cbsa Officer Induction Training Program For New Employees

Date modified:
Comments are closed.