Deputy Chief Constable - INTERNAL COMPETITION
Apply NowCompany: Victoria Police Department
Location: Victoria, BC V8N 6N8
Description:
RANK
Deputy Chief Constable
SUMMARY
Under the general direction of the Chief Constable, the Deputy Chief plans and coordinates policing services of the Victoria Police Department. Generally, the Deputy Chief is assigned to command either the Operational or Administrative services of the Department, although some overlap is expected. The Deputy Chief manages Inspectors/Directors, Staff Sergeants/Managers, supervisory personnel, and other Department personnel as required.
FUNCTIONS
Commands
Commands all major Operational or Administrative divisions within the Department.
Plans
Assists in planning and organization of programs within the Department.
Budgeting
Aids in administration of departmental and divisional budgets.
Supports Chief Constable
Assists in preparing recommendations for the Chief Constable and the Victoria and Esquimalt Police Board and oversees the implementation of approved policies. Represents the Chief Constable in the Chief Constable's absence. Performs related duties and projects as assigned by the Chief Constable.
Coordinating
Assists in coordinating law enforcement and service activities with those of other area police departments and agencies within the Capital Regional District, provincially and nationally, as appropriate.
Problem Solving
Advises and assists subordinates in solving highly complex policing problems.
Risk Management
Develops broad strategies that reflect in-depth understanding and assessment of operational, financial, environmental, and social realities and risks. Adapts strategies to consider evolving trends, best practices, and stakeholders.
Community Engagement
Establishes and maintains effective communications with community leaders, which includes, but not limited to, diverse, ethnic, and Indigenous groups.
Represents Department
Maintains professional association memberships and attends meetings, seminars, and conventions to represent the Department; sets an example for the organization in terms of conduct and professionalism.
Innovative and Monitors Trends
Stays abreast of current trends and innovations.
CORE COMPETENCIES
Change Management
Facilitates the transition to new organizational processes in response to internal and external needs. Champions change. Formulates a clear and compelling vision for change and its implications for the organization. Communicates change initiative and impact to police department employees, police board members, community members, and government agencies. Advocates for the necessary resources for the change initiative with authorities. Launches the initiative and celebrates its success. Reinforces the change message with one's own actions, behaviours, and attitudes. Creates a respectful environment within the executive team, providing space for sharing opinions and points of view, which encourages innovation and continuous improvement. Implements regular meetings to review performance measures within each business area for the purpose of celebrating success and problem-solving for improvements.
Decision Making
Makes decisions involving varied levels of risk. Makes high-risk decisions in the face of limited information. Makes complex decisions when there is no set procedure. Considers a multiplicity of interrelated factors when there is incomplete or contradictory information. Balances competing priorities in reaching decisions.
Ethical Accountability and Responsibility
Committed to upholding the interests of the department. Takes responsibility for actions and makes decisions that are consistent with high ethical policing standards. Sets the standard for policing ethics and values. Communicates the organization's values and ethics. Ensures that standards and safeguards are in place to protect the organization's integrity. Develops policies and measures to integrate ethics within the organization. Participates in defining ethical policing practice.
Financial Management
Applies financial management principles and tools to effectively manage organizational resources (operating, capital, and people). Leads the organizational financial management strategy. Identifies and communicates the broader context which impacts policing as a public service - on local, provincial, federal and/or global level as relevant. Negotiates and advocates with jurisdictional authorities regarding fiscal needs of police service considering context. Approves the prioritization of fiscal strategies. Presents budget to the police board.
Fostering Relationships
Seeks and builds alliances with internal and external stakeholders to meet their needs and further the organization's objectives. Uses an understanding of stakeholder needs, desires and critical success factors to influence priorities, initiatives and objectives and teaches others to do the same. Sets strategic direction for building partnerships. Establishes an infrastructure that supports effective stakeholder relationships. Identifies and supports creative ways to partner with harder to reach stakeholders. Enhances partnerships within policing organizations and promotes them to other policing groups.
Human Resource Management
Applies, implements, and directs the development of human resource management strategies, processes, policies, and practices. Directs the development of a human resource management strategy for an organization. Anticipates and plans for future human resource requirements based on the long-term vision and strategic direction. Identifies new ways in which human resource management can support the achievement of long-term organizational objectives. Identifies objectives for human resource management in an organization.
Public Accountability
Works effectively within parameters of jurisdictional governance structure (local, municipal, regional, provincial, and national) and associated policing frameworks. Adheres to values of public service. Understands and uses internal and external structures of authority and understands the roles and responsibilities of external stakeholders in police operations. Leads by example to safeguard and sustain public trust and police legitimacy. Develops effective working relationships with external stakeholders to which the police service is accountable. Models behaviour that reinforces openness and transparency in decision making. Consults with necessary authorities and vets high profile actions or communications before going public. Effectively maintains independence of the police service from political roles and relationships to ensure transparency and alleviate concerns of political interference. Advocates with authorities for sufficient funds to support the responsibilities the service takes on.
Community Safety and Wellbeing
Promotes an intelligence-led and community safety and wellbeing strategy that emphasizes partnerships with community, intelligence gathering, and initiative-taking problem-solving that addresses conditions that can raise issues for public safety. Promotes vision for intelligence-led and problem-oriented policing. Articulates clear messages, internally and externally, to support an approach that blends intelligence-led and problem-oriented policing. Directs the development of policy and procedures to implement an integrated approach to intelligence-led and problem- oriented policing. Works across multiple jurisdictions in support of intelligence-led and problem-oriented policing. Participates in national and transnational policing initiatives to develop strategic alliances. Educates key stakeholders about the approach and outcomes to gain their support.
Strategic Management
Creates a strategic plan for the department, translates strategic objectives into operational goals, and works toward their implementation. Creates opportunities for continuous improvement through an ongoing evaluation of external environment and internal issues that hinder organizational sustainability. Determines a vision and strategic objectives. Identifies the short and long-term impact of current trends arising from an environmental scan (e.g., demographic changes, government policies, etc.) on the police service. Formulates a clear and compelling vision for the police service. Considers local, regional, provincial, federal and/or transnational policing issues in determining organizational priorities. Advocates with key jurisdictional partners and authorities to support the achievement of organizational strategic objectives.
QUALIFICATIONS, SKILLS & REQUIREMENTS
The following are considered mandatory and/or desirable competencies, education, training, and functional experiences and skills to be successful at the Deputy Chief Constable rank.
Competencies
All Deputy Chief level core competencies identified by the Police Sector Council and position specific competencies outlined above.
Education and Training
Police Administration
Demonstrated police administration experience including:
Police Operations
Demonstrated operational policing experience including:
Commitment
Demonstrated commitment to position requirements including:
General
Demonstrated history of ability to:
PROCESS / DETAILS
Deputy Chief Constable
SUMMARY
Under the general direction of the Chief Constable, the Deputy Chief plans and coordinates policing services of the Victoria Police Department. Generally, the Deputy Chief is assigned to command either the Operational or Administrative services of the Department, although some overlap is expected. The Deputy Chief manages Inspectors/Directors, Staff Sergeants/Managers, supervisory personnel, and other Department personnel as required.
FUNCTIONS
Commands
Commands all major Operational or Administrative divisions within the Department.
Plans
Assists in planning and organization of programs within the Department.
Budgeting
Aids in administration of departmental and divisional budgets.
Supports Chief Constable
Assists in preparing recommendations for the Chief Constable and the Victoria and Esquimalt Police Board and oversees the implementation of approved policies. Represents the Chief Constable in the Chief Constable's absence. Performs related duties and projects as assigned by the Chief Constable.
Coordinating
Assists in coordinating law enforcement and service activities with those of other area police departments and agencies within the Capital Regional District, provincially and nationally, as appropriate.
Problem Solving
Advises and assists subordinates in solving highly complex policing problems.
Risk Management
Develops broad strategies that reflect in-depth understanding and assessment of operational, financial, environmental, and social realities and risks. Adapts strategies to consider evolving trends, best practices, and stakeholders.
Community Engagement
Establishes and maintains effective communications with community leaders, which includes, but not limited to, diverse, ethnic, and Indigenous groups.
Represents Department
Maintains professional association memberships and attends meetings, seminars, and conventions to represent the Department; sets an example for the organization in terms of conduct and professionalism.
Innovative and Monitors Trends
Stays abreast of current trends and innovations.
CORE COMPETENCIES
Change Management
Facilitates the transition to new organizational processes in response to internal and external needs. Champions change. Formulates a clear and compelling vision for change and its implications for the organization. Communicates change initiative and impact to police department employees, police board members, community members, and government agencies. Advocates for the necessary resources for the change initiative with authorities. Launches the initiative and celebrates its success. Reinforces the change message with one's own actions, behaviours, and attitudes. Creates a respectful environment within the executive team, providing space for sharing opinions and points of view, which encourages innovation and continuous improvement. Implements regular meetings to review performance measures within each business area for the purpose of celebrating success and problem-solving for improvements.
Decision Making
Makes decisions involving varied levels of risk. Makes high-risk decisions in the face of limited information. Makes complex decisions when there is no set procedure. Considers a multiplicity of interrelated factors when there is incomplete or contradictory information. Balances competing priorities in reaching decisions.
Ethical Accountability and Responsibility
Committed to upholding the interests of the department. Takes responsibility for actions and makes decisions that are consistent with high ethical policing standards. Sets the standard for policing ethics and values. Communicates the organization's values and ethics. Ensures that standards and safeguards are in place to protect the organization's integrity. Develops policies and measures to integrate ethics within the organization. Participates in defining ethical policing practice.
Financial Management
Applies financial management principles and tools to effectively manage organizational resources (operating, capital, and people). Leads the organizational financial management strategy. Identifies and communicates the broader context which impacts policing as a public service - on local, provincial, federal and/or global level as relevant. Negotiates and advocates with jurisdictional authorities regarding fiscal needs of police service considering context. Approves the prioritization of fiscal strategies. Presents budget to the police board.
Fostering Relationships
Seeks and builds alliances with internal and external stakeholders to meet their needs and further the organization's objectives. Uses an understanding of stakeholder needs, desires and critical success factors to influence priorities, initiatives and objectives and teaches others to do the same. Sets strategic direction for building partnerships. Establishes an infrastructure that supports effective stakeholder relationships. Identifies and supports creative ways to partner with harder to reach stakeholders. Enhances partnerships within policing organizations and promotes them to other policing groups.
Human Resource Management
Applies, implements, and directs the development of human resource management strategies, processes, policies, and practices. Directs the development of a human resource management strategy for an organization. Anticipates and plans for future human resource requirements based on the long-term vision and strategic direction. Identifies new ways in which human resource management can support the achievement of long-term organizational objectives. Identifies objectives for human resource management in an organization.
Public Accountability
Works effectively within parameters of jurisdictional governance structure (local, municipal, regional, provincial, and national) and associated policing frameworks. Adheres to values of public service. Understands and uses internal and external structures of authority and understands the roles and responsibilities of external stakeholders in police operations. Leads by example to safeguard and sustain public trust and police legitimacy. Develops effective working relationships with external stakeholders to which the police service is accountable. Models behaviour that reinforces openness and transparency in decision making. Consults with necessary authorities and vets high profile actions or communications before going public. Effectively maintains independence of the police service from political roles and relationships to ensure transparency and alleviate concerns of political interference. Advocates with authorities for sufficient funds to support the responsibilities the service takes on.
Community Safety and Wellbeing
Promotes an intelligence-led and community safety and wellbeing strategy that emphasizes partnerships with community, intelligence gathering, and initiative-taking problem-solving that addresses conditions that can raise issues for public safety. Promotes vision for intelligence-led and problem-oriented policing. Articulates clear messages, internally and externally, to support an approach that blends intelligence-led and problem-oriented policing. Directs the development of policy and procedures to implement an integrated approach to intelligence-led and problem- oriented policing. Works across multiple jurisdictions in support of intelligence-led and problem-oriented policing. Participates in national and transnational policing initiatives to develop strategic alliances. Educates key stakeholders about the approach and outcomes to gain their support.
Strategic Management
Creates a strategic plan for the department, translates strategic objectives into operational goals, and works toward their implementation. Creates opportunities for continuous improvement through an ongoing evaluation of external environment and internal issues that hinder organizational sustainability. Determines a vision and strategic objectives. Identifies the short and long-term impact of current trends arising from an environmental scan (e.g., demographic changes, government policies, etc.) on the police service. Formulates a clear and compelling vision for the police service. Considers local, regional, provincial, federal and/or transnational policing issues in determining organizational priorities. Advocates with key jurisdictional partners and authorities to support the achievement of organizational strategic objectives.
QUALIFICATIONS, SKILLS & REQUIREMENTS
The following are considered mandatory and/or desirable competencies, education, training, and functional experiences and skills to be successful at the Deputy Chief Constable rank.
Competencies
All Deputy Chief level core competencies identified by the Police Sector Council and position specific competencies outlined above.
Education and Training
- Post secondary education, police leadership program(s) and/or external management designation(s) (e.g.: Senior Police Administrators Course, Executive Development Program, FBI National Academy, Chartered Professional in Human Resources).
- Membership in related professional organizations.
- Demonstrated commitment to ongoing personal and professional development.
Police Administration
Demonstrated police administration experience including:
- Executive level writing and critical analysis skills
- Business case development and project management
- Contemporary human resource practices
- Performance assessment, management, and associated documentation
- Discipline procedures, including the Police Act process and labour law framework
- Statistics and statistical reporting
- Public sector budgeting and financial management
- Public sector management principles
- Reviewing of expense requests, leave requests and other issues that impact organizational resources.
- Reading, interpreting and summarizing case law
- Reading, interpreting and drafting policy and procedure
- Preparing compelling and accurate documents that integrate legal, operational, and practical issues into effective departmental policy
- Demonstrating effective communication in meetings and group settings comprised of executive level internal and external stakeholders
- Developing, implementing, managing, and monitoring strategic plans and priorities within area(s) of responsibility
- Leading and supporting change initiatives
- Drafting, reviewing, and approving media messages, and provide live or recorded media interviews in relation to area(s) of responsibility
- Regular critical evaluation of performance within own area(s) of responsibility.
Police Operations
Demonstrated operational policing experience including:
- Previous assignments in a wide variety of policing operations, including front-line work, investigative services, specialty assignments, and progression through positions of increasing responsibility
- Exposure to critical incident management principles and decision-making
- Experience in supervising, motivating, and leading others
- Recognized expertise in a particular area of policing (in addition to the above)
Commitment
Demonstrated commitment to position requirements including:
- Commitment to building a police department that is reflective of our diverse community, including the EDIA strategy and culture shift
- Commitment to extra investment in both time and dedication to ensuring tasks and objectives are met
- Demonstrated understanding of the value of community engagement principles and the need for police legitimacy
- Willingness to engage in public events and meetings beyond normal days and/or hours of work
- Experience with community boards of directors, steering committees, joint management groups, or other committee/working group experiences
- Demonstrated history of continuous learning and personal/professional development
General
Demonstrated history of ability to:
- Always uphold strict confidentiality of sensitive matters and exercise judgment and discretion
- Influence and motivate others with integrity and ethics toward a desired goal
- Analyze and develop appropriate solutions to problems evaluating a course of action reaching logical decisions
- Work with a great deal of independence, displaying initiative and exercising good judgment
- Resolve problems using consultation and consensus when appropriate
- Think creatively and strategically when making complex decisions
- Deal with a high volume of work and meet deadlines by prioritizing work effectively and efficiently
- Excel under pressure
- Always maintain a professional attitude and demeanour
- Be willing to be on-call 24 hours/day when not on scheduled leave
PROCESS / DETAILS
- This is a 12-month term position, commencing June 1/2025 through May 31/2026. The appointment is subject to an employment agreement approved by the Victoria and Esquimalt Police Board.
- This competition is open to Victoria Police Department senior leaders at the rank of Inspector.
- Interested and qualified Inspectors who wish to be considered for this opportunity are encouraged to submit a letter of intent and resume.
- The letter of intent and resume should outline how your experience, background, qualifications, knowledge, and skills relate to the core competencies, functions, and requirements of the Deputy Chief Constable position.
- The written expression of interest must be submitted by Friday, February 28/2025 @ 4:30pm via the HRIS (BambooHR), attention Kris Kosich, Director of HR, who will be overseeing the competition.
- The written submissions will be reviewed by the Chief Constable and the Deputy Chief Constable.
- One-hour interviews will take place on Wednesday, March 12/2025. The interview panel will include the Chief Constable, the Deputy Chief Constable, and Police Board HR Committee Chair Tim Kituri.