Generated by All in One SEO Pro v4.9.10, this is an llms-full.txt file, used by LLMs to index the site. # First Nations Chiefs of Police Association Sharing in Strength ## Posts ### [Resilience In-Service program](https://fncpa.ca/resilience-officer-training-program/) **Published:** July 14, 2026 **Author:** First Nations Chiefs of Police Association **Excerpt:** The Resilience Officer Training Program is a 12-week online professional development program designed to help police officers strengthen resilience, leadership, recovery, emotional regulation, and peer support through live virtual sessions, microlearning, and practical application. **Content:** The ***Resilience In-Service*** program is planned to launch this September. The Resilience Officer Training Program combines live facilitated learning, online microlearning, virtual peer mentoring, resilience-enhancing micro-practices, and real-world application over a 12-week period. **There will be no in-person sessions and there is no travel required.** Rather than relying on information alone, participants actively practise and apply resilience tools between sessions; strengthening awareness, regulation, recovery, leadership, and peer support skills over time. Live web sessions will be hosted from 2:30 p.m. – 5:00 p.m. (Eastern Time) on the following dates: September 22, 2026 | October 13, 2026 | November 3, 2026 | November 25, 2026 The deadline for registration has been extended to **July 27, 2026.** To secure your allocation, please ensure that your members are registered as soon as possible. We currently have **3/30 seats left open**. They are filling up fast!! So, if you are interested, please register ASAP. I am also creating a waitlist for the next cohort, if you would like to be added to the waitlist, please let me know. **For additional details and to register, please visit the program landing page.** Here: ***Please note: FNPS participants: please use the specific tax-exempt registration link when completing your registration.*** **Categories:** Employment Partners --- ### [Instructeurs; instructrices – Compétences pratiques](https://acppn.ca/instructeurs-instructrices-competences-pratiques/) **Published:** July 14, 2026 **Author:** First Nations Chiefs of Police Association **Excerpt:** Le Collège de police de l'Ontario (CPO) s'engage à promouvoir la sécurité des diverses communautés de l'Ontario en établissant des normes fondées sur des preuves pour la formation policière, l'éducation et l'évaluation de l'apprentissage. **Content:** Le Collège de police de l’Ontario (CPO) s’engage à promouvoir la sécurité des diverses communautés de l’Ontario en établissant des normes fondées sur des preuves pour la formation policière, l’éducation et l’évaluation de l’apprentissage. Envisagez cette occasion unique et enrichissante de vous joindre au Collège de police de l’Ontario en tant qu’instructeur de formation de base des agents de police, où vous donnerez une formation propre aux agents de police sur les tactiques défensives. Toutes les composantes du programme de formation de base d’agent de police sont essentielles au développement initial d’un agent de police. Ce programme est conçu pour fournir aux candidats une connaissance des lois et des procédures que les agents de première ligne sont tenus d’appliquer dans l’exercice de leurs fonctions. Le programme de formation de base d’agent de police met particulièrement l’accent sur les services de police essentiels tels que définis à l’article 11 (1) de la Loi sur les sécurité communautaire et les services policiers: 1\. Prévention du crime 2\. Application de la loi 3\. Aide aux victimes de crime 4\. Maintien de l’ordre public 5\. Intervention d’urgence **Au sujet de l’emploi** En tant que formateur/instructeur expérimenté, vous devrez : • dispenser et faciliter l’apprentissage dans les domaines connexes de la police et de l’application; • fournir une expertise en la matière aux apprenants, aux formateurs, aux audiences judiciaires et aux services de police; • concevoir des normes/plans de formation et organiser, coordonner et évaluer les cours de police et les événements de formation; • effectuer des recherches sur le sujet, préparer des plans de cours et d’autres ressources documentaires, et concevoir des tests et des examens. **Ce que vous apportez à l’équipe** **Ce qui est obligatoire :** • Permis de conduire minimum valide de classe G ou équivalent reconnu par la province de l’Ontario. • Des déplacements occasionnels en Ontario sont nécessaires. **Expertise en la matière** • Expertise, connaissances et compétences avérées, requises pour offrir une formation aux nouveaux agents de police sur les tactiques défensives, afin de leur fournir les outils et les techniques de base nécessaires pour exercer les fonctions d’un policier en uniforme, notamment les tactiques et les techniques défensives de base. **Formation et éducation des adultes** • Vous avez une connaissance et une expérience des théories et méthodologies de formation et d’éducation afin de fournir/animer la formation aux apprenants, aux services de police et à d’autres organismes chargés de l’application de la loi. • Vous connaissez les techniques de conception, d’élaboration et de mise en œuvre des programmes d’études. • Vous pouvez coordonner la formation des cadres supérieurs en contribuant à la mise à jour des compétences, en comparant la formation existante à ces compétences et en créant une norme pour l’Ontario tout en assurant la collaboration avec les services de police nationaux. • Vous maîtrisez les applications informatiques courantes et Internet pour préparer des plans de cours, des rapports, des présentations, des graphiques, etc. • Vous pouvez utiliser la technologie de présentation en salle de classe. **Connaissances en matière d’application de la loi** • Vous avez une connaissance et une expérience des meilleures pratiques, procédures et normes en matière d’enquêtes sur les infractions criminelles ou provinciales. • Vous êtes au courant des progrès de la technologie et des pratiques qui ont une incidence sur les services de police. **Compétences en matière de communication et de relations interpersonnelles** • Vous avez des compétences en matière de présentation pour présenter et expliquer des renseignements très complexes de manière claire et précise aux apprenants. • Vous avez des compétences en communication écrite pour préparer des supports de cours et d’autres rapports. • Vous pouvez fournir un témoignage d’expert lors d’audiences judiciaires et d’enquêtes de coroners et subir un contre-interrogatoire concernant les méthodologies d’enseignement utilisées dans la conception du contenu de la formation. • Vous avez des compétences en matière de travail d’équipe pour travailler efficacement au sein d’une équipe performante, notamment en siégeant à des comités. • Vous pouvez négocier et promouvoir l’acceptation de nouvelles approches, ainsi que gérer les questions de discipline. **Compétences en matière d’analyse, de raisonnement et de résolution de problèmes** • Vous pouvez effectuer des recherches et analyser des questions juridiques ou policières. • Vous pouvez cerner les besoins en formation et proposer des solutions. • Vous pouvez évaluer l’efficacité des programmes de formation ainsi qu’anticiper et répondre aux changements dans le domaine. **Vous ne respectez pas toutes les qualifications?** Si ce nouveau poste vous emballe et que vous possédez la plupart des qualités énumérées, mais pas toutes, veuillez songer quand même à postuler. Nous sommes conscients qu’une seule personne peut ne pas posséder toutes les qualités exigées dans cette annonce d’emploi, et vous pourriez bien être la candidate idéale ou le candidat idéal. **Comment nous soutenons la diversité, l’inclusion et l’accessibilité** - Nous nous efforçons de constituer une main-d’œuvre inclusive qui reflète les collectivités qu’elle sert. Nous encourageons toutes les personnes qui souhaitent travailler avec nous à poser leur candidature, y compris les personnes handicapées, les personnes autochtones, noires et racisées, ainsi que les personnes de toutes les ethnies, cultures, orientations sexuelles, identités de genre et expressions de genre. Notre processus d’embauche est accessible, conformément au [*Code des droits de la personne de l’Ontario*](https://www.ohrc.on.ca/en/ontario-human-rights-code) et à la [*Loi de 2005 sur l’accessibilité pour les personnes handicapées de l’Ontario*](https://www.ontario.ca/laws/statute/05a11). Nous nous efforçons de prévenir et d’éliminer les obstacles dans notre processus d’embauche et pouvons offrir des mesures d’adaptation pour répondre à des besoins particuliers liés aux motifs protégés par le Code, comme un handicap, l’état familial et la religion. Pour obtenir de plus amples renseignements sur les mesures d’adaptation pendant le processus d’embauche, veuillez [communiquer avec nous](https://www.ontario.ca/page/careers-hiring-process#section-4). Pour en savoir plus sur les efforts déployés par la FPO pour bâtir un milieu de travail inclusif, antiraciste et diversifié, [consultez](https://intra.ejobs.careers.gov.on.ca/ContactUs.aspx): Pour en savoir plus sur les efforts déployés par la FPO pour bâtir un milieu de travail inclusif, antiraciste et diversifié, consultez : - [les initiatives en matière de diversité, d’équité et d’inclusion](https://www.ontario.ca/page/about-ontario-public-service#section-2) - [les engagements en matière d’accessibilité](https://www.ontario.ca/page/accessibility) - [la politique pour la lutte contre le racisme](https://www.ontario.ca/page/ontario-public-service-anti-racism-policy) **Ce que nous proposons** La fonction publique de l’Ontario constitue l’un des plus importants de la province. Les membres du personnel travaillent pour un large éventail de ministères, répartis dans plus de 70 villes à travers la province. Nous offrons • une carrière qui peut évoluer au sein de différents ministères et fonctions • des possibilités d’apprentissage et de développement flexibles, y compris des programmes de formation et de mentorat • un régime de rémunération et d’avantages sociaux complet • un salaire de base qui s’aligne sur les tendances du marché, avec une rémunération basée sur le rendement et une progression salariale programmée • des modalités de travail sur mesure, y compris des possibilités telles que des horaires flexibles, des congés autofinancés, etc. • un environnement de travail moderne, convivial et accessible **Renseignements supplémentaires** **Adresse :** 10716 Hacienda Rd, Aylmer **Note :** - Le nombre de postes à pourvoir n’a pas été déterminé pour le moment. Le présent concours servira à dresser une liste d’admissibilité afin de pourvoir des postes vacants au cours des 12 prochains mois. - Employees working in congregate living settings may be required to provide proof they are fully vaccinated, meaning they are fully vaccinated as defined by the Ministry of Health (refer to: COVID-19 Fully Vaccinated Status in Ontario), including 14 calendar days have passed since receiving their final dose of the COVID-19 vaccine. Furthermore, employees working in congregate living settings may be required to undergo regular rapid antigen testing, regardless of vaccination status, as determined by the Employer. **Comment postuler :** 1. Vous devez [postuler en ligne.](https://www.gojobs.gov.on.ca/Apply.aspx?Language=English&JobID=246458) 2. Votre lettre d’accompagnement et votre curriculum vitae réunis doivent avoir un maximum de cinq (5) pages. Pour des conseils et des outils qui vous aideront à rédiger une lettre d’accompagnement et un curriculum vitae concis, consultez [Rédaction d’une lettre d’accompagnement et d’un Curriculum vitae : conseils, outils et ressources.](https://www.gojobs.gov.on.ca/Docs/OPSCoverLetterandResumeWritingGuide.pdf) 3. Adaptez votre lettre d’accompagnement et votre curriculum vitae en fonction des exigences figurant dans l’offre d’emploi. En utilisant des exemples concrets, vous devez faire ressortir en quoi vos aptitudes et vos compétences correspondent aux exigences du poste. Nous comptons sur les renseignements que vous nous fournissez. 4. Voir la [description de l’emploi](https://intra.ejobs.careers.gov.on.ca/PDR.aspx?Language=English&JobID=246458) pour bien comprendre en quoi consiste ce poste. 5. Les membres de la FPO doivent indiquer leur numéro d’employé RIRH (WIN Employee ID Number) lorsqu’ils présentent leur candidature à un poste. 6. Si vous avez besoin que l’on prenne des mesures d’adaptation liées à un handicap qui vous permettront de participer au processus de recrutement, veuillez cliquer sur [Pour nous joindre ](https://www.gojobs.gov.on.ca/ContactUs.aspx)et nous fournir vos coordonnées. L’équipe des services de recrutement communiquera avec vous dans les 48 heures. Tous les candidats à un emploi (y compris les anciens fonctionnaires de l’Ontario) qui participent à un concours dans un ministère ou à un organisme public rattaché à la Commission doivent divulguer (dans leur lettre d’accompagnement ou leur curriculum vitæ) un emploi occupé antérieurement au sein de la fonction publique de l’Ontario. Les renseignements divulgués doivent comprendre les postes occupés, les dates d’emploi et, le cas échéant, toutes restrictions en vigueur limitant leur réemploi dans la fonction publique de l’Ontario. Les restrictions en vigueur peuvent comprendre des restrictions de temps ou liées à des ministères en particulier, et elles peuvent empêcher d’offrir à un ancien employé un emploi au sein de la fonction publique de l’Ontario pendant une certaine période (p. ex., un an) ou dans un certain ministère (pendant une période prédéterminée ou indéfiniment). Les circonstances entourant le départ d’un employé seront prises en considération avant qu’une offre d’emploi ne lui soit faite. **Rappel :** La date limite de candidature est le **lundi 27 juillet 2026 23h59min HAE**. Les candidatures reçues en retard seront refusées. Nous vous remercions de l’intérêt que vous portez à ce poste. Cependant, nous communiquerons avec vous uniquement dans le cadre du processus de présélection ou pour vous convoquer à une entrevue. **La fonction publique de l’Ontario est un employeur inclusif. Toute adaptation nécessaire sera réalisée conformément au** [***Code des droits de la personne* de l’Ontario**](http://www.ohrc.on.ca/fr/le-code-des-droits-de-la-personne-de-l%E2%80%99ontario)**.** **Categories:** Partenaires d’emploi --- ### [Instructor - Defensive Tactics](https://fncpa.ca/instructor-defensive-tactics-ontario-police-college/) **Published:** July 14, 2026 **Author:** First Nations Chiefs of Police Association **Excerpt:** The Ontario Police College is seeking an experienced Defensive Tactics Instructor to train new police officers in Basic Constable Training. This role combines hands-on instruction, curriculum development, and subject matter expertise to help prepare recruits for frontline policing across Ontario. **Content:** The Ontario Police College (OPC) is committed to advancing the safety of Ontario’s diverse communities by setting evidence-based standards for police training, education and assessment of learning. Consider this unique and rewarding opportunity to join OPC as a Basic Constable Training Instructor, where you will deliver training specific to police officers in Defensive Tactics. All components of the Basic Constable Training (BCT) program are essential to the initial development of a police officer. This program is designed to provide candidates with knowledge of the laws and procedures frontline officers are required to apply in the performance of their duties. The BCT program places particular emphasis on the core police services as defined in section 11 (1) of the Community Safety and Policing Act (CSPA): 1\. Crime prevention 2\. Law enforcement 3\. Assistance to victims of crime 4\. Public order maintenance 5\. Emergency response **About the job** As an experienced trainer/instructor, you will: • Deliver and facilitate learning in assigned police and law enforcement-related subject areas • Provide subject matter expertise to learners, trainers, judicial hearings, and police services • Design course training standards/plans and organize, coordinate, and evaluate police courses and training events • Research subject area, prepare lesson plans and other resource material, and design tests and examinations **What you bring to the team** **Mandatory requirements** • Minimum valid driver’s license class of G or equivalent as recognized by the Province of Ontario • Occasional travel within Ontario is required **Subject Matter Expertise** • You have demonstrated expertise, knowledge and skills required to provide training to new police officers in Defensive Tactics, which is designed to provide new policed officers the basic tools and techniques required to perform the duties of a uniform police officer, including basic defensive tactics and techniques. **Adult Training and Education** • You have knowledge and experience with training and education theories and methodologies in order to provide/facilitate training to learners, police services and other enforcement agencies • You know curriculum design, development, and implementation techniques • You can coordinate senior leadership training by contributing to competency updates, benchmarking existing training to those competencies and creating a standard for Ontario while ensuring collaboration with national police agencies • You are proficient with common computer applications and the internet to prepare lesson plans, reports, presentations, graphics, etc. • You can operate classroom presentation technology **Law Enforcement Knowledge** • You have knowledge and experience with criminal and/or provincial offences investigations best practices, procedures, and standards • You are aware of advancements in technology and practices that affect policing services **Communication and Interpersonal Skills** • You have presentation skills to present and explain highly complex information clearly and accurately for learners • You have written communication skills to prepare course materials and other reports • You can provide expert testimony at judicial hearings and coroners inquests and undergo cross examination regarding teaching methodologies used in the design of training content • You have team work skills to work effectively in a high performance team, including serving on committees • You can negotiate and promote acceptance of new approaches as well as manage discipline issues **Analytical, Reasoning, and Problem-Solving Skills** • You can conduct research and analyze legal or policing issues • You are able to identify training needs and provide solutions • You can evaluate training program effectiveness as well as anticipate and respond to changes in the field **Don’t meet every qualification?** If you are excited about this position and meet most, but not all, of the listed qualifications, please still consider applying. We recognize that no one person might have every qualification in this job ad, and you just might be the right candidate! **How we support diversity, inclusion and accessibility** - We are building an inclusive workforce that reflects the communities we serve. We encourage everyone interested in working with us to apply, including people with disabilities, Indigenous, Black and racialized individuals, as well as people from all ethnicities, cultures, sexual orientations, gender identities and gender expressions. Our hiring process is accessible, consistent with Ontario’s [*Human Rights Code*](https://www.ohrc.on.ca/en/ontario-human-rights-code) and the [*Accessibility for Ontarians with Disabilities Act, 2005.*](https://www.ontario.ca/laws/statute/05a11) We are working to prevent and remove barriers in our hiring processes and can offer [accommodation](https://www.ontario.ca/page/careers-hiring-process#section-4) to address specific needs related to Code-protected grounds such as disability, family status and religion. For more information about accommodation during the hiring process please [contact us.](https://intra.ejobs.careers.gov.on.ca/ContactUs.aspx) Learn more about the work the OPS is doing to create an inclusive, anti-racist, accessible and diverse workplace: - [diversity, equity and inclusion initiatives](https://www.ontario.ca/page/about-ontario-public-service#section-2) - [accessibility](https://www.ontario.ca/page/accessibility) - [Anti-Racism Policy](https://www.ontario.ca/page/ontario-public-service-anti-racism-policy) **What we offer** The Ontario Public Service is one of Ontario’s largest employers. Employees work for a wide range of ministries, with offices in more than 70 cities across the province. We offer • a career that can grow across ministries and job functions • flexible learning and developmental opportunities, including education and mentorship programs • a comprehensive compensation and benefits package • base salary that aligns to market trends with performance-based pay and • scheduled salary progression • tailored work arrangements, including opportunities like flex hours, self-funded leave and more • a modern, friendly and accessible physical work environment **Additional information** **Address:** 10716 Hacienda Rd, Aylmer **Note:** - The results of this competition may be used to fill upcoming vacancies within the next twelve months. - Employees working in congregate living settings may be required to provide proof they are fully vaccinated, meaning they are fully vaccinated as defined by the Ministry of Health (refer to: COVID-19 Fully Vaccinated Status in Ontario), including 14 calendar days have passed since receiving their final dose of the COVID-19 vaccine. Furthermore, employees working in congregate living settings may be required to undergo regular rapid antigen testing, regardless of vaccination status, as determined by the Employer. **How to apply:** 1. You must [apply online](https://www.gojobs.gov.on.ca/Apply.aspx?Language=English&JobID=246458). 2. Your cover letter and resume combined should not exceed five (5) pages. For tips and tools on how to write a concise cover letter and resume, review the [Writing a Cover Letter and Resume: Tips, Tools and Resources](https://www.gojobs.gov.on.ca/Docs/OPSCoverLetterandResumeWritingGuide.pdf). 3. Customize your cover letter and resume to the qualifications listed on the job ad. Using concrete examples, you must show how you demonstrated the requirements for this job. We rely on the information you provide to us. 4. Read the [job description](https://intra.ejobs.careers.gov.on.ca/PDR.aspx?Language=English&JobID=246458) to make sure you understand this job. 5. OPS employees are required to quote their WIN EMPLOYEE ID number when applying. 6. If you require a disability related accommodation in order to participate in the recruitment process, please [Contact Us](https://www.gojobs.gov.on.ca/ContactUs.aspx) to provide your contact information. Recruitment services team will contact you within 48 hours. All external applicants (including former employees of the Ontario Public Service) applying to a competition in a ministry or Commission public body must disclose (either in the cover letter or resume) previous employment with the Ontario Public Service. Disclosure must include positions held, dates of employment and any active restrictions as applicable from being rehired by the Ontario Public Service. Active restrictions can include time and/or ministry-specific restrictions currently in force, and may preclude a former employee from being offered a position with the Ontario Public Service for a specific time period (e.g. one year), or from being offered a position with a specific ministry (either for a pre-determined time period or indefinitely). The circumstances around an employee’s exit will be considered prior to an offer of employment. **Remember:** The deadline to apply is **Monday, July 27, 2026 11:59 pm Eastern Daylight Time**. Late applications will not be accepted. We thank you for your interest. Only those selected for further screening or an interview will be contacted. **The Ontario Public Service is an inclusive employer. Accommodation is available under the** [**Ontario’s *Human Rights Code*** ](http://www.ohrc.on.ca/en/ontario-human-rights-code)**.** **Categories:** Employment Partners --- ### [2026 Annual Conference & Awards](https://fncpa.ca/2026-annual-conference-awards/) **Published:** March 18, 2025 **Author:** First Nations Chiefs of Police Association **Content:** ## 17th Annual Conference & Awards The Executive is pleased to announce the Annual Officer Awards on **May 20, 2026**. Members will have the opportunity to nominate officers and staff for the awards. The proud recipients will be provided a confirmation letter to be recognized at the Annual Conference and the Annual Banquet and will receive an award from FNCPA Executive. **Registration is now closed for the First Nations Chiefs of Police Association Annual Conference—May 19–21, 2026** ### Speaker Biographies {{/if}}{{#if categories}}{{#each categories}}[ {{name}} ](# "{{name}}"){{/each}}{{/if}} ![](https://fncpa.ca/wp-content/plugins/wp-file-download//app/site/assets/images/searchloader.svg) ![](https://fncpa.ca/wp-content/plugins/wp-file-download//app/site/assets/images/search-24.svg) Search Download the PDF below for full details on nominations and event information. DescriptionDownload Overview of the eligibility requirements, evaluation criteria, and submission guidelines for the FNCPA Community Policing Award recognizing excellence in community-focused policing initiatives. [Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=41&wpfd_file_id=6296&token=&preview=1) Affiche promotionnelle soulignant le partenariat et l’appui de Tecbound envers la conférence et remise de prix de l’ACPPN, conçue pour le public francophone de l’événement. [Preview ](https://docs.google.com/viewer?url=https%3A%2F%2Ffncpa.ca%2Fwp-admin%2Fadmin-ajax.php%3Faction%3Dwpfd%26task%3Dfile.download%26wpfd_category_id%3D41%26wpfd_file_id%3D6433%26token%3D%26preview%3D1&embedded=true) Promotional sponsor display recognizing Tecbound’s partnership and support of the FNCPA Conference & Awards, designed for English event audiences. [Preview ](https://docs.google.com/viewer?url=https%3A%2F%2Ffncpa.ca%2Fwp-admin%2Fadmin-ajax.php%3Faction%3Dwpfd%26task%3Dfile.download%26wpfd_category_id%3D41%26wpfd_file_id%3D6434%26token%3D%26preview%3D1&embedded=true) Affiche promotionnelle mettant en valeur le soutien de Carfax à la conférence et remise de prix de l’ACPPN, préparée en français pour les participants et le matériel de l’événement. [Preview ](https://docs.google.com/viewer?url=https%3A%2F%2Ffncpa.ca%2Fwp-admin%2Fadmin-ajax.php%3Faction%3Dwpfd%26task%3Dfile.download%26wpfd_category_id%3D41%26wpfd_file_id%3D6435%26token%3D%26preview%3D1&embedded=true) Promotional sponsor display recognizing Carfax’s support of the FNCPA Conference & Awards, prepared for English-speaking attendees and event materials. [Preview ](https://docs.google.com/viewer?url=https%3A%2F%2Ffncpa.ca%2Fwp-admin%2Fadmin-ajax.php%3Faction%3Dwpfd%26task%3Dfile.download%26wpfd_category_id%3D41%26wpfd_file_id%3D6436%26token%3D%26preview%3D1&embedded=true) Horaire détaillé des séances, présentations, cérémonies et activités de réseautage prévues dans le cadre de la conférence et remise de prix de l’ACPPN 2026. [Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=41&wpfd_file_id=6437&token=&preview=1) Detailed schedule of sessions, presentations, ceremonies, and networking activities taking place during the 2026 FNCPA Conference & Awards. [Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=41&wpfd_file_id=6438&token=&preview=1) Communication officielle destinée aux chefs présentant les dates importantes, les échéanciers de mise en candidature et les renseignements essentiels concernant le programme de prix de la 17e conférence annuelle de l’ACPPN. [Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=41&wpfd_file_id=6439&token=&preview=1) Official communication to Chiefs outlining important nomination deadlines, submission requirements, and key dates related to the FNCPA 17th Annual Conference & Awards program. [Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=41&wpfd_file_id=6440&token=&preview=1) ![Portrait of a uniformed officer wearing a dark shirt with ribbons and medal pins visible on the chest.](https://fncpa.ca/wp-content/uploads/Corporal-Mike-Cavilla.webp)In May 2021, retired Calgary Police Service **Homicide Detective Mike Cavilla** was hired by the Tsuut’ina Nation Police Service as the Investigative Coordinator. In his current role with TNPS, Corporal Cavilla mentors and assists front-line patrol members with their criminal investigations and assumes the lead role in major criminal investigations that are complex and/or protracted. An avid soccer player, minor hockey referee, and rodeo fan, Corporal Cavilla is married with two teenage daughters and resides with his family in Calgary, Alberta. Through his law enforcement career, Detective Constable Miller has developed a strong appreciation for teamwork, accountability, and building positive relationships within the community. He is known as a talkative, approachable, and caring individual, qualities that help him connect with others while remaining calm and effective in challenging situations. He takes pride in helping people, maintaining a strong work ethic, and continuing to grow both personally and professionally throughout his policing career. ![](https://fncpa.ca/wp-content/uploads/Calvin-Chrustie.webp)**Calvin Chrustie, BA, BA (Honours), LLM** is a senior partner with the **Critical Risk Team**, a boutique Canadian security, intelligence, and risk advisory firm supporting governments, corporations, law firms, Indigenous leaders, and senior executives facing complex security and crisis challenges. Calvin began his policing career in northern and Indigenous communities, including **Norway House, God’s Lake Narrows, Island Lake, Oxford House, God’s River, McLeod Lake, and Fort Ware**. He credits those early years with shaping his understanding of trust, partnership, innovative policing, and the importance of building resilient local networks before crisis strikes. Over a 33-year career with the **RCMP** in a variety of investigative and leadership roles including within Canada and globally in Africa, the Middle East, Asia, Europe and the America’s. Calvin served as **British Columbia Intelligence Operations Officer**, overseeing 13 intelligence and source-development teams, and later as Officer in Charge of **Vancouver Federal and Serious Organized Crime Major Projects**, a 200-person federal investigative team focused on fentanyl, money laundering, synthetic drugs, cocaine, heroin, cartel activity, and converging Chinese, Iranian, and transnational organized crime networks. Due to his understanding and operational insight into these networks, he was also appointed **Canada’s National Cartel Operations Coordinator**. Calvin served as **Team Leader of Canada’s International Negotiators Team** for terrorist and criminal kidnap and extortion cases, working with partners including the **DEA, HSI, FBI, Mexican authorities, Colombian National Police, and other international agencies**. He was recognized by the Canadian Association of Chiefs of Police as the inaugural **International Police Person of the Year** in 2016. Today, Calvin advises on **hybrid threats, foreign interference, economic security, organized crime, Arctic security, critical minerals, energy, mining, and community vulnerability**. Through the **Critical Risk Team**, he supports Indigenous and community leaders with intelligence, threat assessment, strategic advisory services, crisis planning, and practical risk mitigation grounded in respect for local leadership, community knowledge, partnership, and informed decision-making. ![](https://fncpa.ca/wp-content/uploads/Garry-Clement.webp)**Garry W. G. Clement, CAMS, CFCS, CFE, FIS, CCI, CCIA** brings more than 34 years of experience in policing, intelligence, and financial crime—much of it earned the hard way, working complex investigations and undercover operations targeting some of the most sophisticated criminal networks in Canada. During his distinguished career with the RCMP, Garry served as National Director of the Proceeds of Crime Program, where he helped shape Canada’s approach to targeting the financial infrastructure of organized crime. He understands not just how these groups operate—but how they adapt, evolve, and exploit systemic gaps. After policing, he transitioned into senior leadership roles in the financial sector, including Chief Anti-money Laundering Officer at VersaBank, where he also supported expansion into the U.S. and BSA compliance. He has since taken on senior advisory roles focused on global AML and anti-terrorist financing, while continuing to lead Clement Advisory Group. What sets Garry apart is his ability to connect the dots between street-level crime, transnational organized networks, and the financial systems that enable them. He has been qualified as an expert witness in Canadian courts on money laundering, organized crime, and drug trafficking, and continues to advise both public and private sector organizations on how to disrupt criminal enterprises more effectively. He’s also a respected author, offering a rare operational perspective through his book *Undercover* and his contributions to *Dirty Money: Financial Crime in Canada*, as well as his work examining foreign interference and organized crime in this country. For those in policing leadership, Garry’s insights are grounded in real operations, real cases, and real consequences. ![](https://fncpa.ca/wp-content/uploads/Jolene-Saulis-Dione.webp) **Jolene Saulis Dione** is a proud Maliseet woman from Tobique First Nation (Neqotkuk) with nearly 30 years of experience advancing Indigenous safety, well-being, and self-determination through community- and culture-driven approaches. She contributed to the *Sisters in Spirit* initiative, raising national awareness of Missing and Murdered Indigenous Women and Girls (MMIWG), and served as an Indigenous Liaison Officer in federal institutions, supporting culturally grounded healing and reintegration. Jolene has worked with the Ottawa Police Service to strengthen relationships with Indigenous communities and deliver cultural competency training. She played a key role in the co-development and implementation of *An Act Respecting First Nations, Inuit and Métis Children, Youth and Families (Bill C‑92)*, advancing Indigenous jurisdiction over child and family services. She now serves as Director of the Indigenous Police Services Division, contributing to national conversations on Indigenous policing, and teaches at Algonquin College in the Victimology and Indigenous Studies programs. Jolene’s leadership is rooted in Indigenous values and driven by a deep commitment to advancing the voices, rights, and futures of Indigenous women, children, and communities through transformative, community-led approaches. ![Female police officer wearing a bulletproof vest labeled POLICE, with radio and gear, name tag Lowe, smiling outdoors against a wooden wall.](https://fncpa.ca/wp-content/uploads/Constable-Samantha-Lowe.jpg)**Constable Samantha Lowe** has served as a police officer for the community and reservation of Tsuut’ina Nation Police Service for the last 6 years. Born and raised in Nova Scotia, she had a passion for working for a small, community-based service to support and serve the best way she knew how. Throughout her career, Constable Samantha Lowe has worked in various large files, including human trafficking, serious family violence, sexual violence, and forensic interviews with children. She believes that trust between citizens and police is the foundation of a safe community. Outside of work, she enjoys the gym, hiking with her two dogs, and spending time with her family. ![Man in a blue shirt and black tie sits at a desk in front of a large red wall with a yellow-black police emblem reading 'SIX NATIONS POLICE'.](https://fncpa.ca/wp-content/uploads/Detective-Constable-Jacob-Mair.webp)**Detective Constable Jacob Mair** began his policing career in 2017 in uniform patrol, gaining valuable frontline experience in community policing and emergency response. In 2019, he transitioned to the Criminal Investigations Unit, where he developed specialized investigative skills before joining the Drug Enforcement Unit in 2023. As a member of the Drug Enforcement Unit, Detective Constable Mair has been involved in numerous drug and firearm investigations, focusing on disrupting illicit trafficking networks which target the Six Nations of the Grand River. His experience includes working collaboratively with partner agencies on complex investigations and joint-force operations. Committed to professional development and relationship building, Detective Constable Mair regularly attends law enforcement conferences and training events across the province, fostering partnerships with police services and specialized units that continue to strengthen investigative cooperation and operational success. ![Man in a light gray suit and paisley tie posing in front of a Six Nations banner with red letters.](https://fncpa.ca/wp-content/uploads/Detective-Constable-Jesse-Miller.webp)**Detective Constable Jesse Miller** served as a patrol officer from 2015 to 2021, gaining valuable frontline experience responding to calls, engaging with the community, and managing a wide range of situations. In 2021, he transitioned into the Drug Enforcement Unit, where he continues to develop his experience in investigations and proactive policing initiatives. Through his law enforcement career, Detective Constable Miller has developed a strong appreciation for teamwork, accountability, and building positive relationships within the community. He is known as a talkative, approachable, and caring individual, qualities that help him connect with others while remaining calm and effective in challenging situations. He takes pride in helping people, maintaining a strong work ethic, and continuing to grow both personally and professionally throughout his policing career. ![Professional portrait of a man in a gray suit and striped tie, seated at a desk with a colorful flag and red background.](https://fncpa.ca/wp-content/uploads/Robert-Monteforte.webp)**Robert Monteforte** is a Detective Sergeant with the Six Nations Police Service, where he has served since 2019. Prior to joining Six Nations Police, he spent seven years with the Hamilton Police Service, beginning his policing career in 2012. Currently assigned to the Drug Enforcement Unit (DEU), Detective Sergeant Monteforte specializes in complex drug and firearm investigations, intelligence-led policing, and inter-agency enforcement operations. Since joining the DEU in 2020, he has played a key role in the unit’s strategic shift toward targeting higher-level supplier networks and organized criminal activity both within and beyond the Six Nations community. Through strong partnerships with law enforcement partners across Ontario, he has helped lead numerous joint investigations resulting in significant seizures of illicit drugs, firearms, and criminal proceeds. He is also actively involved in mentoring officers, developing investigative capacity within the unit, and sharing operational knowledge through training and conference networking. Detective Sergeant Monteforte is passionate about community safety, proactive policing strategies, and advancing modern drug enforcement practices through collaboration, leadership, and intelligence-driven investigations. ![Smiling man in a navy suit and white shirt outdoors, posing for a professional photo.](https://fncpa.ca/wp-content/uploads/Mark-Pooley.webp)**Mark Pooley** is the Director, Investigative Support for the Center for Human Identification (CHI) at the University of North Texas, Health Science Centre. In this position, he assists law enforcement and medical examiners in identifying unidentified human remains and missing person’s cases through DNA technologies. He joined CHI in March 2023. In August 2020, Mark Pooley retired as a sergeant from the Tempe Police Department in Arizona. During his tenure in law enforcement, he held several detective positions in robbery, Joint Terrorism Task Force (JTTF/FBI), homicide/missing persons and was a supervisor in the Professional Standard’s Bureau. Mr. Pooley, who is Navajo and Hopi, was also a tribal prosecutor for the Salt River Pima-Maricopa Indian Community, where he dealt with criminal and civil issues within the tribal court. In 2021, Mr. Pooley started a 501c3 nonprofit called “Native Search Solutions.” The organization’s mission was to find Missing & Murdered Indigenous People (MMIP) on and off the reservation(s) by using technology and other resources. In 2022, Mr. Pooley was the inaugural Tribal Fellow for the National Center for Missing & Exploited Children (NCMEC), where he supported outreach to Indigenous communities. Mr. Pooley holds a Master of Education, Counselling-Human Relations with Distinction, from Northern Arizona University, and a Bachelor of Arts, Political Science, from Brigham Young University. ## Presentations ### Transnational Organized Crime and Foreign Interference Realities ***By Garry W.G. Clement*** [Download presentation](https://fncpa.ca/wp-content/uploads/01-Speaker-Garry-Clement-26-05-05.pdf) ### Response with ReconciliAction in Indigenous Policing ***By Jolene Dione, Director-Indigenous Policing Services Directorate*** [Download presentation](https://fncpa.ca/wp-content/uploads/02-Speaker-Jolene-Dione-26-05-05.pdf) ### Did somebody say drugs? ***By Robert Monteforte*** [Download presentation](https://fncpa.ca/wp-content/uploads/03-Speaker-Six-Nations-26-05-05.pdf) ### How DNA Technology is used to find our Missing Indigenous Relatives ***By Mark Pooley, Director of Investigative Support*** [Download presentation](https://fncpa.ca/wp-content/uploads/04-Speaker-Mark-POOLEY-26-05-03.pdf) ### Foreign Threats and Indigenous Police Leadership ***By Calvin Chrustie, Senior Partner*** [Download presentation](https://fncpa.ca/wp-content/uploads/05-Speaker-Calvin-Chrustie-26-05-03.pdf) ## Nominations for the following: ### **1. Years of Service (20 Years of Service or more)** This award is for officers that have twenty (20) years of combined service or more, in policing as an officer. *(See 01 Criteria for Long Service Recognition)* ### **2. Bravery or Lifesaving Awards** **Bravery Award** This award is for Officers that have performed an act of bravery that could best demonstrate the qualities of heroism. *(See 02A Criteria for Police Bravery Criteria)* **Lifesaving Award** This award is for Officers whereby the officer defies the instinct for self-preservation and risks his/her own life to protect others, and as a result have saved a life or lives, including their own. *(See 02B Criteria for Police Life-Saving Criteria)* ### **3. Distinguished Services Awards (Investigative, Community Services & Crime Prevention)** This award is open to active police officer (s) or staff member(s) who has demonstrated exemplary leadership and commitment to his/her service through work that have benefited their peers, their service, and the community. **Distinguished Service: Police Exemplary Performance for Investigative** An Officer that has shown dedication with their work in regards to their investigational activities: who has worked diligently and has proven to have strong investigating skills, which resulted in successful arrests; who is motivated in preparing, drafting, and execution of warrants and arrests; who works in a team environment to complete projects in a safe manner for all members involved; and who shows dedication to their department and proven to be a team player. *(See 03A Police Exemplary Performance Award Criteria)* **Distinguished Services:** **Community Policing Award for Community Services or Crime Prevention** This award is for an individual(s) who have demonstrated self-initiative in the development of Community Crime Prevention Strategies and initiatives for the communities they serve; and who have actively participated and donated their time to a community and community-based fundraising events. *(See 03B Community Policing Award Criteria)* ### **4. Presidents Commendation Award** President’s Commendation for depicting excellent work meriting a National Award. **Categories:** Events --- ### [Assemblée générale annuelle](https://acppn.ca/assemblee-generale-annuelle/) **Published:** March 18, 2025 **Author:** First Nations Chiefs of Police Association **Content:** Nous sommes heureux de vous annoncer que l’assemblée générale annuelle (AGA) de l’Association des chefs de police des Premières Nations et l’élection générale pour les postes de direction auront lieu à l’automne 2026. L’AGA réunira les membres pour s’engager dans les affaires générales et de la direction, y compris la présentation du rapport annuel, du rapport du président, des états financiers et l’introduction de nouveaux postes de direction. Les élections constituent un élément essentiel de la gouvernance et de la responsabilité de l’ACPPN. Ils veillent à ce que le leadership de l’Association reflète la voix collective de ses membres tout en offrant des opportunités de nouvelles perspectives et un leadership renouvelé. Pour soutenir la stabilité et une gouvernance efficace, l’ACPPN organise des élections échelonnées, ce qui signifie que tous les postes exécutifs ne sont pas élus en même temps. Cette approche garantit la continuité du leadership, préserve les connaissances institutionnelles et favorise une transition en douceur entre les membres entrants et sortants de l’exécutif. Grâce au processus électoral, les membres jouent un rôle direct dans l’élaboration de l’orientation de l’ACPPN, le renforcement de la transparence et le maintien d’une gouvernance solide et dirigée par les membres. Nous encourageons tous les membres à participer, à s’engager dans des discussions et à prendre part au processus électoral alors que nous travaillons ensemble pour faire progresser les services de police des Premières Nations partout au Canada. **Les prochaines élections de l’ACPPN auront lieu à l’automne/hiver 2026.** [![Save the Date poster for FNCPA Annual General Meeting at Hilton Lac Leamy, Gatineau, QC, Nov 3–4, 2026 with FNCPA shield logo and venue photo.](https://acppn.ca/wp-content/uploads/Save-the-Date-FNCPA-AGM-Nov-3-4-2026-Gatineau-QC-26-06-16-1-683x1024.png)](https://acppn.ca/wp-content/uploads/Save-the-Date-FNCPA-AGM-Nov-3-4-2026-Gatineau-QC-26-06-16-1-683x1024.png) **Categories:** Événements --- ### [Annual General Meeting](https://fncpa.ca/annual-general-meeting/) **Published:** March 18, 2025 **Author:** First Nations Chiefs of Police Association **Content:** We are pleased to share that the First Nations Chiefs of Police Association Annual General Meeting (AGM) and General Election for Executive positions will be held in the fall of 2026. The AGM will bring members together to engage in Executive and General Business, including the presentation of the Annual Report, President’s Report, financial statements, and the introduction of new Executive positions. Elections are a vital part of FNCPA’s governance and accountability. They ensure that the Association’s leadership reflects the collective voice of its members while providing opportunities for new perspectives and renewed leadership. To support stability and effective governance, FNCPA conducts staggered elections, meaning not all Executive positions are elected at the same time. This approach ensures continuity of leadership, preserves institutional knowledge, and supports a smooth transition between incoming and returning Executive members. Through the election process, members play a direct role in shaping FNCPA’s direction, strengthening transparency, and maintaining strong, member-driven governance. We encourage all members to participate, engage in discussions, and take part in the election process as we work together to advance First Nations policing across Canada. **The next FNCPA elections are held in the fall/winter of 2026.** [![Save the Date poster for FNCPA Annual General Meeting at Hilton Lac Leamy, Gatineau, QC, Nov 3–4, 2026 with FNCPA shield logo and venue photo.](https://fncpa.ca/wp-content/uploads/Save-the-Date-FNCPA-AGM-Nov-3-4-2026-Gatineau-QC-26-06-16-2-683x1024.png)](https://fncpa.ca/wp-content/uploads/Save-the-Date-FNCPA-AGM-Nov-3-4-2026-Gatineau-QC-26-06-16-2-683x1024.png) **Categories:** Events --- ### [CARFAX for Police Training and Certification Program](https://fncpa.ca/carfax-for-police-training-and-certification-program/) **Published:** June 22, 2026 **Author:** First Nations Chiefs of Police Association **Content:** Dear partners We are hosting another of our Investigating Trends Series webinars on June 23 at 1PM Eastern Time. Join CARFAX for Police and Detective Kipp Loving (Retired), one of the nation’s leading hi-tech crime investigators, for a hands-on training session on the digital footprint of modern vehicles and the evidence hiding in plain sight. Learn how to access, interpret, and use this data to build stronger cases. Please feel free to share this training opportunity with your members. Click on the banner below or sign up at [![](https://fncpa.ca/wp-content/uploads/image003.png)](https://www.carfaxforpolice.com/trainings/) **Categories:** Employment Partners, News --- ### [Sergeant-At-Arms and Executive Director, Legislative Protective Service ](https://fncpa.ca/sergeant-at-arms-and-executive-director-legislative-protective-service/) **Published:** June 15, 2026 **Author:** First Nations Chiefs of Police Association **Excerpt:** Apply by July 3, 2026 for the Sergeant-at-Arms and Executive Director, Legislative Protective Service role with the Legislative Assembly of Ontario. **Content:** Competition Number: **LA-2026-44** Division: **Sgt at Arms** Branch: **Office of the Sergeant-at-Arms** The Office of the Legislative Assembly of Ontario seeks a dynamic non-partisan leader with a high degree of political acumen to lead and set the strategic direction for the Sergeant—At—Arms Division in Toronto, ON. This role is a senior permanent officer of the Legislative Assembly. If engaging work and a positive, collaborative workplace culture motivates you, you are encouraged to apply to this position, based out of Queen’s Park in Toronto, ON. This is an existing vacancy. # # What You’ll Do ### You’ll act with integrity to: - Ensure safety and security within the Legislative Chamber and for the Legislative Precinct. - Direct the Legislative Protective Service, which provides a full range of security services, including investigation and armed response units. - Set the strategic direction on planning, policy development, communication, and operational planning for the Division. - Fulfill a ceremonial role in the Legislative Chamber by leading the daily Speaker’s Procession into the Chamber as guardian of the Mace as well as ensuring adherence to the Speaker’s directions related to House decorum. ### You’ll support our collaboration as you: 1. Inform and provide advice to the Clerk and Speaker regarding security issues. Participate as a member of the senior management team (MAC) in administrative matters, policy development and strategic direction for the Office of the Assembly. 2. Liaise with other Parliaments, law enforcement and security agencies on matters of safety and security. 3. Negotiate issues to reach an intended outcome or resolve conflicts. # How You Qualify #### To effectively direct the program development, implementation, and strategic planning for the Legislative Protective Service while ensuring the safety and security of all Members, staff, and guests of the Ontario Legislature: - The ideal candidate is an experienced, professional law enforcement leader with a proven record of achievement gained through a minimum of 10 years of progressive, distinguished service from a recognized Canadian municipal, provincial or federal police service including professional law enforcement service with the Canadian Armed Forces. - Advanced knowledge of law enforcement techniques, management, public safety, and legislation normally acquired through the attainment of a post-secondary degree in a relevant discipline. - Demonstrated leadership experience in major event settings, including emergency response, management, and planning. - A lifelong learner with highly refined communication skills and acuity to effectively respond diplomatically to political situations with tact and humility. - Proven, senior-level human resource management skills to lead, train, and direct staff toward the achievement of defined goals and objectives. - The ability to quickly and effectively acclimatize to all House procedures to provide accurate information to the Speaker, Members, and staff to confidently advise on matters pertaining to personal security and protocol issues to ensure the effective functioning of the House. - A sincere commitment to the highest degree of professionalism, confidentiality, and integrity. ### If you join our team, you can expect: 1. A comprehensive benefit and pension package 2. Access to an employee and family assistance program 3. A dynamic work environment 4. To work with a team of dedicated professionals 5. To be encouraged and supported to grow your career through training and development 6. Long Service Recognition Awards If you are interested in this position, please visit us at [www.ola.org](http://www.ola.org/) and select “Careers” at the bottom of the page for more details. The Legislative Assembly of Ontario embraces diversity, and as an equal opportunity employer, is committed to creating an inclusive workplace while establishing a diversified qualified workforce. If you require accommodation in order to participate in the recruitment process, please email your contact information to for follow-up. While we appreciate your interest in obtaining employment with the Legislative Assembly of Ontario, only those selected for an interview will be contacted. **Categories:** Employment Partners --- ### [Instructeur; instructrice – Formation en enquêtes criminelles; instructrice; instructrice – Formation en enquêtes criminelles](https://acppn.ca/instructeur-instructrice-formation-en-enquetes-criminelles-instructrice-instructrice-formation-en-enquetes-criminelles/) **Published:** June 4, 2026 **Author:** First Nations Chiefs of Police Association **Excerpt:** Envisagez cette occasion unique et enrichissante de rejoindre le CPO en tant qu’instructeur principal/instructeur de formation spécialisée, où vous dispenserez une formation spécifique aux agents de police dans le domaine de la formation en enquêtes criminelles. **Content:** Le Collège de police de l’Ontario (CPO) s’engage à promouvoir la sécurité des diverses communautés de l’Ontario en établissant des normes fondées sur des preuves pour la formation policière, l’éducation et l’évaluation de l’apprentissage. Envisagez cette occasion unique et enrichissante de rejoindre le CPO en tant qu’instructeur principal/instructeur de formation spécialisée, où vous dispenserez une formation spécifique aux agents de police dans le domaine de la formation en enquêtes criminelles. Le nouvel instructeur sera responsable de l’élaboration des normes de formation et des plans de leçon pour le cours intitulé « Search Warrant », qui fournit aux nouveaux enquêteurs criminels les connaissances, les compétences et les attitudes essentielles requises pour mener des enquêtes sur la criminalité en série. Ce cours est très demandé par les services de police et constitue une formation obligatoire prévue par l’article 28 du Règlement de l’Ontario 87/24 – *Formation en vertu de la Loi de 2019 sur la sécurité communautaire et les services policiers*. ## **Au sujet de l’emploi** En tant que formateur/instructeur expérimenté, vous devrez : - Dispenser et faciliter l’apprentissage dans les domaines relatifs aux enquêtes criminelles; - fournir une expertise en la matière aux apprenants, aux formateurs, aux audiences judiciaires et aux services de police ; - concevoir des normes/plans de formation et organiser, coordonner et évaluer les cours de police et les événements de formation ; - effectuer des recherches sur le sujet, préparer des plans de cours et d’autres ressources documentaires, et concevoir des tests et des examens. ### **Ce que vous apportez à l’équipe** **Ce qui est obligatoire :** - Détenir au minimum un permis de conduire valide de catégorie G ou un permis équivalent reconnu par la province de l’Ontario. - Des déplacements occasionnels en Ontario sont nécessaires. ### **Expertise en la matière** - Connaissance et expérience des pratiques exemplaires, procédures et normes en matière d’enquêtes criminelles ### **Formation et éducation des adultes** - Vous avez une connaissance et une expérience des théories et méthodologies de formation et d’éducation afin de fournir/animer la formation aux apprenants, aux services de police et à d’autres organismes chargés de l’application de la loi. - Vous connaissez les techniques de conception, d’élaboration et de mise en œuvre des programmes d’études. - Vous pouvez coordonner la formation des cadres supérieurs en contribuant à la mise à jour des compétences, en comparant la formation existante à ces compétences et en créant une norme pour l’Ontario tout en assurant la collaboration avec les services de police nationaux. - Vous maîtrisez les applications informatiques courantes et Internet pour préparer des plans de cours, des rapports, des présentations, des graphiques, etc. - Vous pouvez utiliser la technologie de présentation en salle de classe. ### **Connaissances en matière d’application de la loi** • Connaissance et expérience des pratiques exemplaires, procédures et normes en matière d’enquêtes criminelles • Vous êtes au fait des avancées technologiques et des pratiques ayant une incidence sur les services policiers. ### **Compétences en matière de communication et de relations interpersonnelles** - Vous avez des compétences en matière de présentation pour présenter et expliquer des renseignements très complexes de manière claire et précise aux apprenants. - Vous possédez des compétences en communication écrite vous permettant de préparer du matériel de cours et d’autres rapports. - Vous pouvez fournir un témoignage d’expert lors d’audiences judiciaires et d’enquêtes de coroners et subir un contre-interrogatoire concernant les méthodologies d’enseignement utilisées dans la conception du contenu de la formation. - Vous avez des compétences en matière de travail d’équipe pour travailler efficacement au sein d’une équipe performante, notamment en siégeant à des comités. - Vous pouvez négocier et promouvoir l’acceptation de nouvelles approches, ainsi que gérer les questions de discipline. ### **Compétences en matière d’analyse, de raisonnement et de résolution de problèmes** - Vous pouvez effectuer des recherches et analyser des questions juridiques ou policières. - Vous pouvez cerner les besoins en formation et proposer des solutions. - Vous pouvez évaluer l’efficacité des programmes de formation ainsi qu’anticiper et répondre aux changements dans le domaine. ## **Vous ne respectez pas toutes les qualifications ?** Si ce nouveau poste vous emballe et que vous possédez la plupart des qualités énumérées, mais pas toutes, veuillez songer quand même à postuler. Nous sommes conscients qu’une seule personne peut ne pas posséder toutes les qualités exigées dans cette annonce d’emploi, et vous pourriez bien être la candidate idéale ou le candidat idéal. ## **Comment nous soutenons la diversité, l’inclusion et l’accessibilité** Nous nous efforçons de constituer une main-d’œuvre inclusive qui reflète les collectivités qu’elle sert. Nous encourageons toutes les personnes qui souhaitent travailler avec nous à poser leur candidature, y compris les personnes handicapées, les personnes autochtones, noires et racisées, ainsi que les personnes de toutes les ethnies, cultures, orientations sexuelles, identités de genre et expressions de genre. Notre processus d’embauche est accessible, conformément au [*Code des droits de la personne de l’Ontario*](https://www.ohrc.on.ca/en/ontario-human-rights-code) et à la [*Loi de 2005 sur l’accessibilité pour les personnes handicapées de l’Ontario*](https://www.ontario.ca/laws/statute/05a11). Nous nous efforçons de prévenir et d’éliminer les obstacles dans notre processus d’embauche et pouvons offrir des [mesures d’adaptation](https://www.ontario.ca/page/careers-hiring-process#section-4) pour répondre à des besoins particuliers liés aux motifs protégés par le Code, comme un handicap, l’état familial et la religion. Pour obtenir de plus amples renseignements sur les mesures d’adaptation pendant le processus d’embauche, veuillez [communiquer avec nous](https://intra.ejobs.careers.gov.on.ca/ContactUs.aspx). Pour en savoir plus sur les efforts déployés par la FPO pour bâtir un milieu de travail inclusif, antiraciste et diversifié, consultez : - [les initiatives en matière de diversité, d’équité et d’inclusion](https://www.ontario.ca/page/about-ontario-public-service#section-2) - [les engagements en matière d’accessibilité](https://www.ontario.ca/page/accessibility) - [la politique pour la lutte contre le racisme](https://www.ontario.ca/page/ontario-public-service-anti-racism-policy) ## **Ce que nous proposons** La fonction publique de l’Ontario constitue l’un des plus importants de la province. Les membres du personnel travaillent pour un large éventail de ministères, répartis dans plus de 70 villes à travers la province. Ce que nous offrons - une carrière qui peut évoluer au sein de différents ministères et fonctions - des possibilités d’apprentissage et de développement flexibles, y compris des programmes de formation et de mentorat - un régime de rémunération et d’avantages sociaux complet - un salaire de base qui s’aligne sur les tendances du marché, avec une rémunération basée sur le rendement et une progression salariale programmée - des modalités de travail sur mesure, y compris des possibilités telles que des horaires flexibles, des congés autofinancés, etc. - un environnement de travail moderne, convivial et accessible ## **Renseignements supplémentaires** ### **Adresse :** - 1 anglais Temporaire(s), durée jusqu’à 36 mois, 10716 HACIENDA RD, Aylmer, Région Ouest ### **Groupe de rémunération :** Association de la Police provinciale de l’Ontario (personnel civil) Comprendre l’avis d’emploi vacant – définitions ### [**Horaire :**](https://www.ontario.ca/page/careers-job-ad-definitions) 3 ### **Categorie :** Éducation et formation ### **Date de publication:** le mercredi 3 juin 2026 ### **Note :** - Le nombre de postes à pourvoir n’a pas été déterminé pour le moment. Le présent concours servira à dresser une liste d’admissibilité afin de pourvoir des postes vacants au cours des 12 prochains mois. ## **Comment postuler :** 1. Vous devez [postuler en ligne.](https://www.gojobs.gov.on.ca/Apply.aspx?Language=English&JobID=244888) 2. Votre lettre d’accompagnement et votre curriculum vitae réunis doivent avoir un maximum de cinq (5) pages. Pour des conseils et des outils qui vous aideront à rédiger une lettre d’accompagnement et un curriculum vitae concis, consultez [Rédaction d’une lettre d’accompagnement et d’un Curriculum vitae : conseils, outils et ressources.](https://www.gojobs.gov.on.ca/Docs/OPSCoverLetterandResumeWritingGuide.pdf) 3. Adaptez votre lettre d’accompagnement et votre curriculum vitae en fonction des exigences figurant dans l’offre d’emploi. En utilisant des exemples concrets, vous devez faire ressortir en quoi vos aptitudes et vos compétences correspondent aux exigences du poste. Nous comptons sur les renseignements que vous nous fournissez. 4. Voir la [description de l’emploi](https://intra.ejobs.careers.gov.on.ca/PDR.aspx?Language=English&JobID=244888) pour bien comprendre en quoi consiste ce poste. 5. Les membres de la FPO doivent indiquer leur numéro d’employé RIRH (WIN Employee ID Number) lorsqu’ils présentent leur candidature à un poste. 6. Si vous avez besoin que l’on prenne des mesures d’adaptation liées à un handicap qui vous permettront de participer au processus de recrutement, veuillez cliquer sur [Pour nous joindre ](https://www.gojobs.gov.on.ca/ContactUs.aspx)et nous fournir vos coordonnées. L’équipe des services de recrutement communiquera avec vous dans les 48 heures. Tous les candidats à un emploi (y compris les anciens fonctionnaires de l’Ontario) qui participent à un concours dans un ministère ou à un organisme public rattaché à la Commission doivent divulguer (dans leur lettre d’accompagnement ou leur curriculum vitæ) un emploi occupé antérieurement au sein de la fonction publique de l’Ontario. Les renseignements divulgués doivent comprendre les postes occupés, les dates d’emploi et, le cas échéant, toutes restrictions en vigueur limitant leur réemploi dans la fonction publique de l’Ontario. Les restrictions en vigueur peuvent comprendre des restrictions de temps ou liées à des ministères en particulier, et elles peuvent empêcher d’offrir à un ancien employé un emploi au sein de la fonction publique de l’Ontario pendant une certaine période (p. ex., un an) ou dans un certain ministère (pendant une période prédéterminée ou indéfiniment). Les circonstances entourant le départ d’un employé seront prises en considération avant qu’une offre d’emploi ne lui soit faite. **Rappel :** La date limite de candidature est le **mercredi 17 juin 2026 23 h 59 min HAE**. Les candidatures reçues en retard seront refusées. Nous vous remercions de l’intérêt que vous portez à ce poste. Cependant, nous communiquerons avec vous uniquement dans le cadre du processus de présélection ou pour vous convoquer à une entrevue. **a fonction publique de l’Ontario est un employeur inclusif. Toute adaptation nécessaire sera réalisée conformément au** [**Ontario’s *Code des droits de la personne de l’Ontario***](http://www.ohrc.on.ca/fr/le-code-des-droits-de-la-personne-de-l%E2%80%99ontario)**.** **Categories:** Partenaires d’emploi --- ### [Instructor—Criminal Investigation Training](https://fncpa.ca/instructor-criminal-investigation-training/) **Published:** June 4, 2026 **Author:** First Nations Chiefs of Police Association **Excerpt:** Consider this unique and rewarding opportunity to join OPC as a Senior/Specialized training Instructor, where you will deliver training specific to police officers in the area of Criminal Investigation Training. **Content:** The Ontario Police College (OPC) is committed to advancing the safety of Ontario’s diverse communities by setting evidence-based standards for police training, education and assessment of learning. Consider this unique and rewarding opportunity to join OPC as a Senior/Specialized training Instructor, where you will deliver training specific to police officers in the area of Criminal Investigation Training. The new Instructor will be responsible for the development of training standards and lesson plans for the Search Warrant course which provides new criminal investigators with the critical knowledge, skills and attitudes required to conduct investigations of volume crimes. This course is in high demand from police services and is mandatory training under s. 28 of O. Reg. 87/24—Training under the *Community Safety and Policing Act, 2019.* ## **About the job** As an experienced trainer/instructor, you will: - Deliver and facilitate learning in criminal investigation related subject areas - Provide subject matter expertise to learners, trainers, judicial hearings, and police services - Design course training standards/plans and organize, coordinate, and evaluate police courses and training events - Research subject area, prepare lesson plans and other resource material, and design tests and examinations ### **What you bring to the team** **Mandatory requirements** - Minimum valid driver’s license class of G or equivalent as recognized by the Province of Ontario - Occasional travel within Ontario is required ### **Subject Matter Expertise** - You have demonstrated expertise, knowledge and skills required to provide training in criminal investigations ### **Adult Training and Education** - You have knowledge and experience with training and education theories and methodologies in order to provide/facilitate training to learners, police services and other enforcement agencies - You know curriculum design, development, and implementation techniques - You can coordinate senior leadership training by contributing to competency updates, benchmarking existing training to those competencies and creating a standard for Ontario while ensuring collaboration with national police agencies - You are proficient with common computer applications and the internet to prepare lesson plans, reports, presentations, graphics, etc. - You can operate classroom presentation technology ### **Law Enforcement Knowledge** • You have knowledge and experience with criminal investigation best practices, procedures, and standards • You are aware of advancements in technology and practices that affect policing services ### **Communication and Interpersonal Skills** - You have presentation skills to present and explain highly complex information clearly and accurately for learners - You have written communication skills to prepare course materials and other reports - You can provide expert testimony at judicial hearings and coroners inquests and undergo cross examination regarding teaching methodologies used in the design of training content - You have team work skills to work effectively in a high performance team, including serving on committees - You can negotiate and promote acceptance of new approaches as well as manage discipline issues ### **Analytical, Reasoning, and Problem-Solving Skills** - You can conduct research and analyze legal or policing issues - You are able to identify training needs and provide solutions - You can evaluate training program effectiveness as well as anticipate and respond to changes in the field ## **Don’t meet every qualification?** If you are excited about this position and meet most, but not all, of the listed qualifications, please still consider applying. We recognize that no one person might have every qualification in this job ad, and you just might be the right candidate! ## **How we support diversity, inclusion and accessibility** We are building an inclusive workforce that reflects the communities we serve. We encourage everyone interested in working with us to apply, including people with disabilities, Indigenous, Black and racialized individuals, as well as people from all ethnicities, cultures, sexual orientations, gender identities and gender expressions. Our hiring process is accessible, consistent with Ontario’s [*Human Rights Code*](https://www.ohrc.on.ca/en/ontario-human-rights-code) and the [*Accessibility for Ontarians with Disabilities Act, 2005.*](https://www.ontario.ca/laws/statute/05a11) We are working to prevent and remove barriers in our hiring processes and can offer [accommodation](https://www.ontario.ca/page/careers-hiring-process#section-4) to address specific needs related to Code-protected grounds such as disability, family status and religion. For more information about accommodation during the hiring process please [contact us.](https://intra.ejobs.careers.gov.on.ca/ContactUs.aspx) Learn more about the work the OPS is doing to create an inclusive, anti-racist, accessible and diverse workplace: - [diversity, equity and inclusion initiatives](https://www.ontario.ca/page/about-ontario-public-service#section-2) - [accessibility](https://www.ontario.ca/page/accessibility) - [Anti-Racism Policy](https://www.ontario.ca/page/ontario-public-service-anti-racism-policy) ## **What we offer** The Ontario Public Service is one of Ontario’s largest employers. Employees work for a wide range of ministries, with offices in more than 70 cities across the province. We offer: - a career that can grow across ministries and job functions - flexible learning and developmental opportunities, including education and mentorship programs - a comprehensive compensation and benefits package - base salary that aligns to market trends with performance-based pay and scheduled salary progression - tailored work arrangements, including opportunities like flex hours, self-funded leave and more - a modern, friendly and accessible physical work environment ## **Additional information** ### **Address:** - 1 English Temporary, duration up to 36 months, 10716 Hacienda Rd, Aylmer, West Region ### **Compensation Group:** Ontario Provincial Police Association Civilians Understanding the job ad—definitions ### [**Schedule:**](https://www.ontario.ca/page/careers-job-ad-definitions) 3 ### **Category:** Education and Training ### **Posted on:** Wednesday, June 3, 2026 ### **Note:** - The results of this competition may be used to fill upcoming vacancies within the next twelve months. ## **How to apply:** 1. You must [apply online](https://www.gojobs.gov.on.ca/Apply.aspx?Language=English&JobID=244888). 2. Your cover letter and resume combined should not exceed five (5) pages. For tips and tools on how to write a concise cover letter and resume, review the [Writing a Cover Letter and Resume: Tips, Tools and Resources](https://www.gojobs.gov.on.ca/Docs/OPSCoverLetterandResumeWritingGuide.pdf). 3. Customize your cover letter and resume to the qualifications listed on the job ad. Using concrete examples, you must show how you demonstrated the requirements for this job. We rely on the information you provide to us. 4. Read the [job description](https://intra.ejobs.careers.gov.on.ca/PDR.aspx?Language=English&JobID=244888) to make sure you understand this job. 5. OPS employees are required to quote their WIN EMPLOYEE ID number when applying. 6. If you require a disability related accommodation in order to participate in the recruitment process, please [Contact Us](https://www.gojobs.gov.on.ca/ContactUs.aspx) to provide your contact information. Recruitment services team will contact you within 48 hours. All external applicants (including former employees of the Ontario Public Service) applying to a competition in a ministry or Commission public body must disclose (either in the cover letter or resume) previous employment with the Ontario Public Service. Disclosure must include positions held, dates of employment and any active restrictions as applicable from being rehired by the Ontario Public Service. Active restrictions can include time and/or ministry-specific restrictions currently in force, and may preclude a former employee from being offered a position with the Ontario Public Service for a specific time period (e.g. one year), or from being offered a position with a specific ministry (either for a pre-determined time period or indefinitely). The circumstances around an employee’s exit will be considered prior to an offer of employment. **Remember:** The deadline to apply is **Wednesday, June 17, 2026 11:59 pm Eastern Daylight Time**. Late applications will not be accepted. We thank you for your interest. Only those selected for further screening or an interview will be contacted. **The Ontario Public Service is an inclusive employer. Accommodation is available under the** [**Ontario’s *Human Rights Code***](http://www.ohrc.on.ca/en/ontario-human-rights-code)**.** **Categories:** Employment Partners --- ### [Instructeur – mandat de perquisition ; instructrice – mandat de perquisition](https://acppn.ca/instructeur-mandat-de-perquisition-instructrice-mandat-de-perquisition/) **Published:** June 4, 2026 **Author:** First Nations Chiefs of Police Association **Excerpt:** Envisagez cette occasion unique et enrichissante de rejoindre le CPO en tant qu’instructeur principal/instructeur de formation spécialisée, où vous dispenserez une formation spécifique aux agents de police sur les mandats de perquisition et, en deuxième lieu, sur les enquêtes sur les gangs et les analyses des armes à feu. **Content:** Le Collège de police de l’Ontario (CPO) s’engage à promouvoir la sécurité des diverses collectivités de l’Ontario en établissant des normes fondées sur des données probantes pour la formation, l’éducation et l’évaluation de l’apprentissage des agents de police. Envisagez cette occasion unique et enrichissante de rejoindre le CPO en tant qu’instructeur principal/instructeur de formation spécialisée, où vous dispenserez une formation spécifique aux agents de police sur les mandats de perquisition et, en deuxième lieu, sur les enquêtes sur les gangs et les analyses des armes à feu. Le nouvel instructeur sera chargé principalement de l’élaboration des normes de formation et des plans de cours pour le cours sur les mandats de perquisition, qui offre aux policiers une compréhension de la structuration d’un mandat de perquisition, la bonne recherche de sources et la divulgation de renseignements à l’appui lors du processus de mandat. Ce cours est très demandé par les services de police et constitue une formation obligatoire prévue par l’article 28 du Règlement de l’Ontario 87/24 – Formation en vertu de la *Loi de 2019 sur la sécurité communautaire et les services policiers.* L’expérience en matière d’enquête sur les gangs et d’analyse des armes à feu serait considérée comme un atout. ## **Au sujet de l’emploi** En tant que formateur/instructeur expérimenté, vous devrez : - Dispenser et faciliter l’apprentissage dans les domaines relatifs aux mandats de perquisition, aux enquêtes sur les gangs et à l’analyse des armes à feu ; - fournir une expertise en la matière aux apprenants, aux formateurs, aux audiences judiciaires et aux services de police ; - concevoir des normes/plans de formation et organiser, coordonner et évaluer les cours de police et les événements de formation ; - effectuer des recherches sur le sujet, préparer des plans de cours et d’autres ressources documentaires, et concevoir des tests et des examens. ## **Ce que vous apportez à l’équipe** ### **Ce qui est obligatoire :** - Permis de conduire minimum valide de classe G ou équivalent reconnu par la province de l’Ontario. - Des déplacements occasionnels en Ontario sont nécessaires. ### **Expertise en la matière** - Expertise, connaissances et compétences avérées pour offrir une formation en matière de mandats de perquisition, de l’expérience dans les enquêtes sur les gangs et l’analyse des armes à feu ### **Formation et éducation des adultes** - Vous avez une connaissance et une expérience des théories et méthodologies de formation et d’éducation afin de fournir/animer la formation aux apprenants, aux services de police et à d’autres organismes chargés de l’application de la loi. - Vous connaissez les techniques de conception, d’élaboration et de mise en œuvre des programmes d’études. - Vous pouvez coordonner la formation des cadres supérieurs en contribuant à la mise à jour des compétences, en comparant la formation existante à ces compétences et en créant une norme pour l’Ontario tout en assurant la collaboration avec les services de police nationaux. - Vous maîtrisez les applications informatiques courantes et Internet pour préparer des plans de cours, des rapports, des présentations, des graphiques, etc. - Vous pouvez utiliser la technologie de présentation en salle de classe. ### **Connaissances en matière d’application de la loi** - Connaissance et expérience des pratiques exemplaires, procédures et normes en matière de mandats de perquisition - Vous êtes au courant des progrès de la technologie et des pratiques qui ont une incidence sur les services de police. ### **Compétences en matière de communication et de relations interpersonnelles** - Vous avez des compétences en matière de présentation pour présenter et expliquer des renseignements très complexes de manière claire et précise aux apprenants. - Vous avez des compétences en communication écrite pour préparer des supports de cours et d’autres rapports. - Vous pouvez fournir un témoignage d’expert lors d’audiences judiciaires et d’enquêtes de coroners et subir un contre-interrogatoire concernant les méthodologies d’enseignement utilisées dans la conception du contenu de la formation. - Vous avez des compétences en matière de travail d’équipe pour travailler efficacement au sein d’une équipe performante, notamment en siégeant à des comités. - Vous pouvez négocier et promouvoir l’acceptation de nouvelles approches, ainsi que gérer les questions de discipline. ### **Compétences en matière d’analyse, de raisonnement et de résolution de problèmes** - Vous pouvez effectuer des recherches et analyser des questions juridiques ou policières. - Vous pouvez cerner les besoins en formation et proposer des solutions. - Vous pouvez évaluer l’efficacité des programmes de formation ainsi qu’anticiper et répondre aux changements dans le domaine. ## **Don’t meet every qualification?** Si ce nouveau poste vous emballe et que vous possédez la plupart des qualités énumérées, mais pas toutes, veuillez songer quand même à postuler. Nous sommes conscients qu’une seule personne peut ne pas posséder toutes les qualités exigées dans cette annonce d’emploi, et vous pourriez bien être la candidate idéale ou le candidat idéal. ## **Comment nous soutenons la diversité, l’inclusion et l’accessibilité** Nous nous efforçons de constituer une main-d’œuvre inclusive qui reflète les collectivités qu’elle sert. Nous encourageons toutes les personnes qui souhaitent travailler avec nous à poser leur candidature, y compris les personnes handicapées, les personnes autochtones, noires et racisées, ainsi que les personnes de toutes les ethnies, cultures, orientations sexuelles, identités de genre et expressions de genre. Notre processus d’embauche est accessible, conformément au *[Code des droits de la personne de l’Ontario](https://www.ohrc.on.ca/en/ontario-human-rights-code)* et à la *[Loi de 2005 sur l’accessibilité pour les personnes handicapées de l’Ontario](https://www.ontario.ca/laws/statute/05a11)*. Nous nous efforçons de prévenir et d’éliminer les obstacles dans notre processus d’embauche et pouvons offrir des mesures d’adaptation pour répondre à des besoins particuliers liés aux motifs protégés par le Code, comme un handicap, l’état familial et la religion. Pour obtenir de plus amples renseignements sur les mesures d’adaptation pendant le processus d’embauche, veuillez [communiquer avec nous](https://www.ontario.ca/page/careers-hiring-process#section-4). Pour en savoir plus sur les efforts déployés par la FPO pour bâtir un milieu de travail inclusif, antiraciste et diversifié, [consultez](https://intra.ejobs.careers.gov.on.ca/ContactUs.aspx): Pour en savoir plus sur les efforts déployés par la FPO pour bâtir un milieu de travail inclusif, antiraciste et diversifié, consultez : - [les initiatives en matière de diversité, d’équité et d’inclusion](https://www.ontario.ca/page/about-ontario-public-service#section-2) - [les engagements en matière d’accessibilité](https://www.ontario.ca/page/accessibility) - [la politique pour la lutte contre le racisme](https://www.ontario.ca/page/ontario-public-service-anti-racism-policy) ## **Ce que nous proposons** La fonction publique de l’Ontario constitue l’un des plus importants de la province. Les membres du personnel travaillent pour un large éventail de ministères, répartis dans plus de 70 villes à travers la province. Ce que nous offrons - une carrière qui peut évoluer au sein de différents ministères et fonctions - des possibilités d’apprentissage et de développement flexibles, y compris des programmes de formation et de mentorat - un régime de rémunération et d’avantages sociaux complet - un salaire de base qui s’aligne sur les tendances du marché, avec une rémunération basée sur le rendement et une progression salariale programmée - des modalités de travail sur mesure, y compris des possibilités telles que des horaires flexibles, des congés autofinancés, etc. - un environnement de travail moderne, convivial et accessible ## **Renseignements supplémentaires** ### **Adresse :** - 2 anglais Temporaire(s), durée jusqu’à 36 mois, 10716 HACIENDA RD, Aylmer, Région Ouest ### **Groupe de rémunération :** Association de la Police provinciale de l’Ontario (personnel civil) Comprendre l’avis d’emploi vacant – définitions ### [**Horaire :**](https://www.ontario.ca/page/careers-job-ad-definitions) 3 ### **Categorie :** Éducation et formation ### **Date de publication:** le mercredi 3 juin 2026 ### **Note :** - Le nombre de postes à pourvoir n’a pas été déterminé pour le moment. Le présent concours servira à dresser une liste d’admissibilité afin de pourvoir des postes vacants au cours des 12 prochains mois. ## **Comment postuler :** 1. Vous devez [postuler en ligne.](https://www.gojobs.gov.on.ca/Apply.aspx?Language=English&JobID=244887) 2. Votre lettre d’accompagnement et votre curriculum vitae réunis doivent avoir un maximum de cinq (5) pages. Pour des conseils et des outils qui vous aideront à rédiger une lettre d’accompagnement et un curriculum vitae concis, consultez [Rédaction d’une lettre d’accompagnement et d’un Curriculum vitae : conseils, outils et ressources.](https://www.gojobs.gov.on.ca/Docs/OPSCoverLetterandResumeWritingGuide.pdf) 3. Adaptez votre lettre d’accompagnement et votre curriculum vitae en fonction des exigences figurant dans l’offre d’emploi. En utilisant des exemples concrets, vous devez faire ressortir en quoi vos aptitudes et vos compétences correspondent aux exigences du poste. Nous comptons sur les renseignements que vous nous fournissez. 4. Voir la [description de l’emploi](https://intra.ejobs.careers.gov.on.ca/PDR.aspx?Language=English&JobID=244887) pour bien comprendre en quoi consiste ce poste. 5. Les membres de la FPO doivent indiquer leur numéro d’employé RIRH (WIN Employee ID Number) lorsqu’ils présentent leur candidature à un poste. 6. Si vous avez besoin que l’on prenne des mesures d’adaptation liées à un handicap qui vous permettront de participer au processus de recrutement, veuillez cliquer sur [Pour nous joindre ](https://www.gojobs.gov.on.ca/ContactUs.aspx)et nous fournir vos coordonnées. L’équipe des services de recrutement communiquera avec vous dans les 48 heures. Tous les candidats à un emploi (y compris les anciens fonctionnaires de l’Ontario) qui participent à un concours dans un ministère ou à un organisme public rattaché à la Commission doivent divulguer (dans leur lettre d’accompagnement ou leur curriculum vitæ) un emploi occupé antérieurement au sein de la fonction publique de l’Ontario. Les renseignements divulgués doivent comprendre les postes occupés, les dates d’emploi et, le cas échéant, toutes restrictions en vigueur limitant leur réemploi dans la fonction publique de l’Ontario. Les restrictions en vigueur peuvent comprendre des restrictions de temps ou liées à des ministères en particulier, et elles peuvent empêcher d’offrir à un ancien employé un emploi au sein de la fonction publique de l’Ontario pendant une certaine période (p. ex., un an) ou dans un certain ministère (pendant une période prédéterminée ou indéfiniment). Les circonstances entourant le départ d’un employé seront prises en considération avant qu’une offre d’emploi ne lui soit faite. **Rappel :** La date limite de candidature est le **mercredi 17 juin 2026 23 h 59 min HAE**. Les candidatures reçues en retard seront refusées. Nous vous remercions de l’intérêt que vous portez à ce poste. Cependant, nous communiquerons avec vous uniquement dans le cadre du processus de présélection ou pour vous convoquer à une entrevue. **La fonction publique de l’Ontario est un employeur inclusif. Toute adaptation nécessaire sera réalisée conformément au** [***Code des droits de la personne* de l’Ontario**](http://www.ohrc.on.ca/fr/le-code-des-droits-de-la-personne-de-l%E2%80%99ontario)**.** **Categories:** Partenaires d’emploi --- ### [Instructor - Search Warrant](https://fncpa.ca/instructor-search-warrant/) **Published:** June 4, 2026 **Author:** First Nations Chiefs of Police Association **Excerpt:** Consider this unique and rewarding opportunity to join OPC as a Senior/Specialized training Instructor, where you will deliver training specific to police officers in the area of Search Warrants, with a secondary focus on Gang Investigation and Firearms Analysis. **Content:** The Ontario Police College (OPC) is committed to advancing the safety of Ontario’s diverse communities by setting evidence-based standards for police training, education and assessment of learning. Consider this unique and rewarding opportunity to join OPC as a Senior/Specialized training Instructor, where you will deliver training specific to police officers in the area of Search Warrants, with a secondary focus on Gang Investigation and Firearms Analysis. The new Instructor will be primarily responsible for the development of training standards and lesson plans for the Search Warrant course which provides police officers with an understanding on structuring a search warrant, proper sourcing, and disclosure of supportive information during a search warrant process. This course is in high demand from police services and is mandatory training under s. 28 of O. Reg. 87/24 – Training under the *Community Safety and Policing Act, 2019.* Experience in gang investigation and firearms analysis would be considered an asset. ## **About the job** As an experienced trainer/instructor, you will: - Deliver and facilitate learning in search warrants, gang investigation and firearms analysis related subject areas - Provide subject matter expertise to learners, trainers, judicial hearings, and police services - Design course training standards/plans and organize, coordinate, and evaluate police courses and training events - Research subject area, prepare lesson plans and other resource material, and design tests and examinations ## **What you bring to the team** ### **Mandatory requirements** - Minimum valid driver’s license class of G or equivalent as recognized by the Province of Ontario - Occasional travel within Ontario is required ### **Subject Matter Expertise** - You have demonstrated expertise, knowledge and skills required to provide training in related to search warrant, experience in gang investigations and firearms analysis ### **Adult Training and Education** - You have knowledge and experience with training and education theories and methodologies in order to provide/facilitate training to learners, police services and other enforcement agencies - You know curriculum design, development, and implementation techniques - You can coordinate senior leadership training by contributing to competency updates, benchmarking existing training to those competencies and creating a standard for Ontario while ensuring collaboration with national police agencies - You are proficient with common computer applications and the internet to prepare lesson plans, reports, presentations, graphics, etc. - You can operate classroom presentation technology ### **Law Enforcement Knowledge** - You have knowledge and experience with search warrant best practices, procedures, and standards - You are aware of advancements in technology and practices that affect policing services ### **Communication and Interpersonal Skills** - You have presentation skills to present and explain highly complex information clearly and accurately for learners - You have written communication skills to prepare course materials and other reports - You can provide expert testimony at judicial hearings and coroners inquests and undergo cross examination regarding teaching methodologies used in the design of training content - You have team work skills to work effectively in a high performance team, including serving on committees - You can negotiate and promote acceptance of new approaches as well as manage discipline issues ### **Analytical, Reasoning, and Problem-Solving Skills** - You can conduct research and analyze legal or policing issues - You are able to identify training needs and provide solutions - You can evaluate training program effectiveness as well as anticipate and respond to changes in the field ## **Don’t meet every qualification?** If you are excited about this position and meet most, but not all, of the listed qualifications, please still consider applying. We recognize that no one person might have every qualification in this job ad, and you just might be the right candidate! ## **How we support diversity, inclusion and accessibility** We are building an inclusive workforce that reflects the communities we serve. We encourage everyone interested in working with us to apply, including people with disabilities, Indigenous, Black and racialized individuals, as well as people from all ethnicities, cultures, sexual orientations, gender identities and gender expressions. Our hiring process is accessible, consistent with Ontario’s [*Human Rights Code*](https://www.ohrc.on.ca/en/ontario-human-rights-code) and the [*Accessibility for Ontarians with Disabilities Act, 2005.*](https://www.ontario.ca/laws/statute/05a11) We are working to prevent and remove barriers in our hiring processes and can offer [accommodation](https://www.ontario.ca/page/careers-hiring-process#section-4) to address specific needs related to Code-protected grounds such as disability, family status and religion. For more information about accommodation during the hiring process please [contact us.](https://intra.ejobs.careers.gov.on.ca/ContactUs.aspx) Learn more about the work the OPS is doing to create an inclusive, anti-racist, accessible and diverse workplace: - [diversity, equity and inclusion initiatives](https://www.ontario.ca/page/about-ontario-public-service#section-2) - [accessibility](https://www.ontario.ca/page/accessibility) - [Anti-Racism Policy](https://www.ontario.ca/page/ontario-public-service-anti-racism-policy) ## **What we offer** The Ontario Public Service is one of Ontario’s largest employers. Employees work for a wide range of ministries, with offices in more than 70 cities across the province. We offer: - a career that can grow across ministries and job functions - flexible learning and developmental opportunities, including education and mentorship programs - a comprehensive compensation and benefits package - base salary that aligns to market trends with performance-based pay and scheduled salary progression - tailored work arrangements, including opportunities like flex hours, self-funded leave and more - a modern, friendly and accessible physical work environment ## **Additional information** ### **Address:** - 2 English Temporary, duration up to 36 months, 10716 Hacienda Rd, Aylmer, West Region ### **Compensation Group:** Ontario Provincial Police Association Civilians Understanding the job ad – definitions ### [**Schedule:**](https://www.ontario.ca/page/careers-job-ad-definitions) 3 ### **Category:** Education and Training ### **Posted on:** Wednesday, June 3, 2026 ### **Note:** - The results of this competition may be used to fill upcoming vacancies within the next twelve months. ## **How to apply:** 1. You must [apply online](https://www.gojobs.gov.on.ca/Apply.aspx?Language=English&JobID=244887). 2. Your cover letter and resume combined should not exceed five (5) pages. For tips and tools on how to write a concise cover letter and resume, review the [Writing a Cover Letter and Resume: Tips, Tools and Resources](https://www.gojobs.gov.on.ca/Docs/OPSCoverLetterandResumeWritingGuide.pdf). 3. Customize your cover letter and resume to the qualifications listed on the job ad. Using concrete examples, you must show how you demonstrated the requirements for this job. We rely on the information you provide to us. 4. Read the [job description](https://intra.ejobs.careers.gov.on.ca/PDR.aspx?Language=English&JobID=244887) to make sure you understand this job. 5. OPS employees are required to quote their WIN EMPLOYEE ID number when applying. 6. If you require a disability related accommodation in order to participate in the recruitment process, please [Contact Us](https://www.gojobs.gov.on.ca/ContactUs.aspx) to provide your contact information. Recruitment services team will contact you within 48 hours. All external applicants (including former employees of the Ontario Public Service) applying to a competition in a ministry or Commission public body must disclose (either in the cover letter or resume) previous employment with the Ontario Public Service. Disclosure must include positions held, dates of employment and any active restrictions as applicable from being rehired by the Ontario Public Service. Active restrictions can include time and/or ministry-specific restrictions currently in force, and may preclude a former employee from being offered a position with the Ontario Public Service for a specific time period (e.g. one year), or from being offered a position with a specific ministry (either for a pre-determined time period or indefinitely). The circumstances around an employee’s exit will be considered prior to an offer of employment. **Remember:** The deadline to apply is **Wednesday, June 17, 2026 11:59 pm Eastern Daylight Time**. Late applications will not be accepted. We thank you for your interest. Only those selected for further screening or an interview will be contacted. **The Ontario Public Service is an inclusive employer. Accommodation is available under the** [**Ontario’s *Human Rights Code*** ](http://www.ohrc.on.ca/en/ontario-human-rights-code)**.** **Categories:** Employment Partners --- ### [Instructeur, formation relative à la conduite sous l'influence de la drogue; instructrice, formation relative à la conduite sous l'influence de la drogue](https://acppn.ca/instructeur-formation-relative-a-la-conduite-sous-linfluence-de-la-drogue-instructrice-formation-relative-a-la-conduite-sous-linfluence-de-la-drogue/) **Published:** May 20, 2026 **Author:** First Nations Chiefs of Police Association **Excerpt:** Saisissez une occasion unique et enrichissante de vous joindre au Collège de police de l'Ontario (CPO) à titre d'instructeur, formation relative à la conduite sous l'influence de la drogue, afin d'offrir une formation spécialisée aux agents de police, notamment en matière d'épreuves de coordination de mouvements (ECM) et d'éducation sur la conduite avec facultés affaiblies. **Content:** Saisissez une occasion unique et enrichissante de vous joindre au Collège de police de l’Ontario (CPO) à titre d’instructeur, formation relative à la conduite sous l’influence de la drogue, afin d’offrir une formation spécialisée aux agents de police, notamment en matière d’épreuves de coordination de mouvements (ECM) et d’éducation sur la conduite avec facultés affaiblies. Le CPO est le coordonnateur provincial du programme d’ECM en Ontario. La batterie d’ECM est le seul outil de dépistage reconnu en vertu du Code criminel pour détecter la conduite avec facultés affaiblies par la drogue ou une combinaison d’alcool et de drogues (polytoximanie). À ce poste, vous agirez comme expert en la matière en conduite avec facultés affaiblies pour le CPO. Vous serez directement responsable de la prestation du programme d’ECM à l’échelle de la province et fournirez un soutien d’expert en matière de conduite avec facultés affaiblies et de formation liée aux drogues dans le cadre du Programme de formation de base des agents de police, ainsi que des cours avancés et spécialisés, au besoin. Les candidats idéaux détiendront déjà la certification d’instructeurs en ECM. Le poste exige des déplacements fréquents à l’échelle de la province. Le fait d’être actuellement certifié à titre d’instructeur en ECM est considéré comme un atout. **Au sujet de l’emploi** En tant que formateur/instructeur expérimenté, vous devrez : - Offrir et faciliter l’apprentissage dans les domaines liés aux ECM et à la conduite avec facultés affaiblies. - fournir une expertise en la matière aux apprenants, aux formateurs, aux audiences judiciaires et aux services de police ; - concevoir des normes/plans de formation et organiser, coordonner et évaluer les cours de police et les événements de formation ; - effectuer des recherches sur le sujet, préparer des plans de cours et d’autres ressources documentaires, et concevoir des tests et des examens. **Ce que vous apportez à l’équipe** **Ce qui est obligatoire :** - Détenir au minimum un permis de conduire valide de catégorie G ou un permis équivalent reconnu par la province de l’Ontario. - Des déplacements occasionnels en Ontario sont nécessaires. **Expertise en la matière** - Expertise, connaissances et compétences avérées, requises pour offrir la formation en ECM et en matière de conduite avec facultés affaiblies. **Formation et éducation des adultes** - Vous avez une connaissance et une expérience des théories et méthodologies de formation et d’éducation afin de fournir/animer la formation aux apprenants, aux services de police et à d’autres organismes chargés de l’application de la loi. - Vous connaissez les techniques de conception, d’élaboration et de mise en œuvre des programmes d’études. - Vous pouvez coordonner la formation des cadres supérieurs en contribuant à la mise à jour des compétences, en comparant la formation existante à ces compétences et en créant une norme pour l’Ontario tout en assurant la collaboration avec les services de police nationaux. - Vous maîtrisez les applications informatiques courantes et Internet pour préparer des plans de cours, des rapports, des présentations, des graphiques, etc. - Vous pouvez utiliser la technologie de présentation en salle de classe. **Connaissances en matière d’application de la loi** - Vous possédez des connaissances et de l’expérience relatives aux pratiques exemplaires, aux procédures et aux normes en matière d’ECM et de conduite avec facultés affaiblies. - Vous êtes au courant des progrès de la technologie et des pratiques qui ont une incidence sur les services de police. **Compétences en matière de communication et de relations interpersonnelles** - Vous avez des compétences en matière de présentation pour présenter et expliquer des renseignements très complexes de manière claire et précise aux apprenants. - Vous avez des compétences en communication écrite pour préparer des supports de cours et d’autres rapports. - Vous pouvez fournir un témoignage d’expert lors d’audiences judiciaires et d’enquêtes de coroners et subir un contre-interrogatoire concernant les méthodologies d’enseignement utilisées dans la conception du contenu de la formation. - Vous avez des compétences en matière de travail d’équipe pour travailler efficacement au sein d’une équipe performante, notamment en siégeant à des comités. - Vous pouvez négocier et promouvoir l’acceptation de nouvelles approches, ainsi que gérer les questions de discipline. **Compétences en matière d’analyse, de raisonnement et de résolution de problèmes** - Vous pouvez effectuer des recherches et analyser des questions juridiques ou policières. - Vous pouvez cerner les besoins en formation et proposer des solutions. - Vous pouvez évaluer l’efficacité des programmes de formation ainsi qu’anticiper et répondre aux changements dans le domaine. **Vous ne respectez pas toutes les qualifications ?** Si ce nouveau poste vous emballe et que vous possédez la plupart des qualités énumérées, mais pas toutes, veuillez songer quand même à postuler. Nous sommes conscients qu’une seule personne peut ne pas posséder toutes les qualités exigées dans cette annonce d’emploi, et vous pourriez bien être la candidate idéale ou le candidat idéal. **Comment nous soutenons la diversité, l’inclusion et l’accessibilité** Nous nous efforçons de constituer une main-d’œuvre inclusive qui reflète les collectivités qu’elle sert. Nous encourageons toutes les personnes qui souhaitent travailler avec nous à poser leur candidature, y compris les personnes handicapées, les personnes autochtones, noires et racisées, ainsi que les personnes de toutes les ethnies, cultures, orientations sexuelles, identités de genre et expressions de genre. Notre processus d’embauche est accessible, conformément au [*Code des droits de la personne de l’Ontario*](https://www.ohrc.on.ca/en/ontario-human-rights-code) et à la *[Loi de 2005 sur l’accessibilité pour les personnes handicapées de l’Ontario](https://www.ontario.ca/laws/statute/05a11)*. Nous nous efforçons de prévenir et d’éliminer les obstacles dans nos processus d’embauche et pouvons offrir des [aménagements](https://www.ontario.ca/page/careers-hiring-process#section-4) pour répondre à des besoins spécifiques liés aux motifs protégés par le Code, tels que le handicap, la situation familiale et la religion. Pour en savoir plus sur les efforts déployés par la FPO pour bâtir un milieu de travail inclusif, antiraciste et diversifié, [consultez](https://intra.ejobs.careers.gov.on.ca/ContactUs.aspx): Pour en savoir plus sur les efforts déployés par la FPO pour bâtir un milieu de travail inclusif, antiraciste et diversifié, consultez : - [les initiatives en matière de diversité, d’équité et d’inclusion](https://www.ontario.ca/page/about-ontario-public-service#section-2) - [les engagements en matière d’accessibilité](https://www.ontario.ca/page/accessibility) - [la politique pour la lutte contre le racisme](https://www.ontario.ca/page/ontario-public-service-anti-racism-policy) **Ce que nous proposons** La fonction publique de l’Ontario constitue l’un des plus importants de la province. Les membres du personnel travaillent pour un large éventail de ministères, répartis dans plus de 70 villes à travers la province. Nous offrons: • une carrière qui peut évoluer au sein de différents ministères et fonctions • des possibilités d’apprentissage et de développement flexibles, y compris des programmes de formation et de mentorat • un régime de rémunération et d’avantages sociaux complet • un salaire de base qui s’aligne sur les tendances du marché, avec une rémunération basée sur le rendement et une progression salariale programmée • des modalités de travail sur mesure, y compris des possibilités telles que des horaires flexibles, des congés autofinancés, etc. • un environnement de travail moderne, convivial et accessible **Renseignements supplémentaires** **Adresse :** - 1 anglais Temporaire(s), durée jusqu’à 36 mois, 10716 HACIENDA RD, Aylmer, Région Ouest **Groupe de rémunération :** Association de la Police provinciale de l’Ontario (personnel civil) Comprendre l’avis d’emploi vacant – définitions [**Horaire :**](https://www.ontario.ca/page/careers-job-ad-definitions) 3 **Categorie :** Éducation et formation **Date de publication:** le jeudi 28 mai 2026 **Note :** - Le nombre de postes à pourvoir n’a pas été déterminé pour le moment. Le présent concours servira à dresser une liste d’admissibilité afin de pourvoir des postes vacants au cours des 12 prochains mois. **Comment postuler :** 1. Vous devez [postuler en ligne.](https://www.gojobs.gov.on.ca/Apply.aspx?Language=English&JobID=243314) 2. Votre lettre d’accompagnement et votre curriculum vitae réunis doivent avoir un maximum de cinq (5) pages. Pour des conseils et des outils qui vous aideront à rédiger une lettre d’accompagnement et un curriculum vitae concis, consultez [Rédaction d’une lettre d’accompagnement et d’un Curriculum vitae : conseils, outils et ressources.](https://www.gojobs.gov.on.ca/Docs/OPSCoverLetterandResumeWritingGuide.pdf) 3. Adaptez votre lettre d’accompagnement et votre curriculum vitae en fonction des exigences figurant dans l’offre d’emploi. En utilisant des exemples concrets, vous devez faire ressortir en quoi vos aptitudes et vos compétences correspondent aux exigences du poste. Nous comptons sur les renseignements que vous nous fournissez. 4. Voir la [description de l’emploi](https://intra.ejobs.careers.gov.on.ca/PDR.aspx?Language=English&JobID=243314) pour bien comprendre en quoi consiste ce poste. 5. Les membres de la FPO doivent indiquer leur numéro d’employé RIRH (WIN Employee ID Number) lorsqu’ils présentent leur candidature à un poste. 6. Si vous avez besoin que l’on prenne des mesures d’adaptation liées à un handicap qui vous permettront de participer au processus de recrutement, veuillez cliquer sur [Pour nous joindre](https://www.gojobs.gov.on.ca/ContactUs.aspx) et nous fournir vos coordonnées. L’équipe des services de recrutement communiquera avec vous dans les 48 heures. L’équipe des services de recrutement vous contactera dans les 48 heures. Tous les candidats à un emploi (y compris les anciens fonctionnaires de l’Ontario) qui participent à un concours dans un ministère ou à un organisme public rattaché à la Commission doivent divulguer (dans leur lettre d’accompagnement ou leur curriculum vitæ) un emploi occupé antérieurement au sein de la fonction publique de l’Ontario. Les renseignements divulgués doivent comprendre les postes occupés, les dates d’emploi et, le cas échéant, toutes restrictions en vigueur limitant leur réemploi dans la fonction publique de l’Ontario. Les restrictions en vigueur peuvent comprendre des restrictions de temps ou liées à des ministères en particulier, et elles peuvent empêcher d’offrir à un ancien employé un emploi au sein de la fonction publique de l’Ontario pendant une certaine période (p. ex., un an) ou dans un certain ministère (pendant une période prédéterminée ou indéfiniment). Les circonstances entourant le départ d’un employé seront prises en considération avant qu’une offre d’emploi ne lui soit faite. **Rappel :** La date limite de candidature est le **jeudi 28 mai 2026 23h59min HAE**. Les candidatures reçues en retard seront refusées. Nous vous remercions de l’intérêt que vous portez à ce poste. Cependant, nous communiquerons avec vous uniquement dans le cadre du processus de présélection ou pour vous convoquer à une entrevue. **a fonction publique de l’Ontario est un employeur inclusif. Toute adaptation nécessaire sera réalisée conformément au** [**Ontario’s *Code des droits de la personne de l’Ontario***](http://www.ohrc.on.ca/fr/le-code-des-droits-de-la-personne-de-l%E2%80%99ontario)**.** **Categories:** Partenaires d’emploi --- ### [Instructor—Drug Impaired Driving ](https://fncpa.ca/instructor-drug-impaired-driving/) **Published:** May 20, 2026 **Author:** First Nations Chiefs of Police Association **Excerpt:** Consider a unique and rewarding opportunity to join the Ontario Police College (OPC) as a Drug Impaired Driving Instructor, delivering specialized training to police officers, with a focus on Standardized Field Sobriety Testing (SFST) and impaired driving education. **Content:** Consider a unique and rewarding opportunity to join the Ontario Police College (OPC) as a Drug Impaired Driving Instructor, delivering specialized training to police officers, with a focus on Standardized Field Sobriety Testing (SFST) and impaired driving education. The OPC is the provincial coordinator for the SFST Program in Ontario. The SFST battery is the only screening tool recognized under the Criminal Code for detecting impaired driving involving drugs or a combination of alcohol and drugs (polydrug use). In this role, you will serve as the Subject Matter Expert (SME) in impaired driving for the OPC. You will be directly responsible for the delivery of the SFST program across the province and will provide expert support for impaired driving and drug-related training within the Basic Constable Training Program, as well as senior and specialized courses, as required. Ideal candidates will already hold certification as SFST Instructors. Extensive travel across the province is a requirement of the role. Currently being a certified SFST Instructor is considered an asset. **About the job** As an experienced trainer/instructor, you will: - Deliver and facilitate learning in SFST and impaired driving related subject areas - Provide subject matter expertise to learners, trainers, judicial hearings, and police services - Design course training standards/plans and organize, coordinate, and evaluate police courses and training events - Research subject area, prepare lesson plans and other resource material, and design tests and examinations **What you bring to the team** **Mandatory requirements** - Minimum valid driver’s license class of G or equivalent as recognized by the Province of Ontario - Occasional travel within Ontario is required **Subject Matter Expertise** - You have demonstrated expertise, knowledge and skills required to provide training in SFST and impaired driving related training. **Adult Training and Education** - You have knowledge and experience with training and education theories and methodologies in order to provide/facilitate training to learners, police services and other enforcement agencies - You know curriculum design, development, and implementation techniques - You can coordinate senior leadership training by contributing to competency updates, benchmarking existing training to those competencies and creating a standard for Ontario while ensuring collaboration with national police agencies - You are proficient with common computer applications and the internet to prepare lesson plans, reports, presentations, graphics, etc. - You can operate classroom presentation technology **Law Enforcement Knowledge** - You have knowledge and experience with SFST and impaired driving best practices, procedures, and standards - You are aware of advancements in technology and practices that affect policing services **Communication and Interpersonal Skills** - You have presentation skills to present and explain highly complex information clearly and accurately for learners - You have written communication skills to prepare course materials and other reports - You can provide expert testimony at judicial hearings and coroners inquests and undergo cross examination regarding teaching methodologies used in the design of training content - You have team work skills to work effectively in a high performance team, including serving on committees - You can negotiate and promote acceptance of new approaches as well as manage discipline issues **Analytical, Reasoning, and Problem-Solving Skills** - You can conduct research and analyze legal or policing issues - You are able to identify training needs and provide solutions - You can evaluate training program effectiveness as well as anticipate and respond to changes in the field **Don’t meet every qualification?** If you are excited about this position and meet most, but not all, of the listed qualifications, please still consider applying. We recognize that no one person might have every qualification in this job ad, and you just might be the right candidate! **How we support diversity, inclusion and accessibility** We are building an inclusive workforce that reflects the communities we serve. We encourage everyone interested in working with us to apply, including people with disabilities, Indigenous, Black and racialized individuals, as well as people from all ethnicities, cultures, sexual orientations, gender identities and gender expressions. Our hiring process is accessible, consistent with Ontario’s [*Human Rights Code*](https://www.ohrc.on.ca/en/ontario-human-rights-code) and the [*Accessibility for Ontarians with Disabilities Act, 2005.*](https://www.ontario.ca/laws/statute/05a11) We are working to prevent and remove barriers in our hiring processes and can offer [accommodation](https://www.ontario.ca/page/careers-hiring-process#section-4) to address specific needs related to Code-protected grounds such as disability, family status and religion. For more information about accommodation during the hiring process please [contact us.](https://intra.ejobs.careers.gov.on.ca/ContactUs.aspx) Learn more about the work the OPS is doing to create an inclusive, anti-racist, accessible and diverse workplace: - [diversity, equity and inclusion initiatives](https://www.ontario.ca/page/about-ontario-public-service#section-2) - [accessibility](https://www.ontario.ca/page/accessibility) - [Anti-Racism Policy](https://www.ontario.ca/page/ontario-public-service-anti-racism-policy) **What we offer** The Ontario Public Service is one of Ontario’s largest employers. Employees work for a wide range of ministries, with offices in more than 70 cities across the province. We offer: • a career that can grow across ministries and job functions • flexible learning and developmental opportunities, including education and mentorship programs • a comprehensive compensation and benefits package • base salary that aligns to market trends with performance-based pay and scheduled salary progression • tailored work arrangements, including opportunities like flex hours, self-funded leave and more • a modern, friendly and accessible physical work environment **Additional information** **Address:** - 1 English Temporary, duration up to 36 months, 10716 Hacienda Rd, Aylmer, West Region **Compensation Group:** Ontario Provincial Police Association Civilians Understanding the job ad—definitions [**Schedule:**](https://www.ontario.ca/page/careers-job-ad-definitions) 3 **Category:** Education and Training **Posted on:** Thursday, May 28, 2026 **Note:** - The results of this competition may be used to fill upcoming vacancies within the next twelve months. **How to apply:** 1. You must [apply online](https://www.gojobs.gov.on.ca/Apply.aspx?Language=English&JobID=243314). 2. Your cover letter and resume combined should not exceed five (5) pages. For tips and tools on how to write a concise cover letter and resume, review the [Writing a Cover Letter and Resume: Tips, Tools and Resources](https://www.gojobs.gov.on.ca/Docs/OPSCoverLetterandResumeWritingGuide.pdf). 3. Customize your cover letter and resume to the qualifications listed on the job ad. Using concrete examples, you must show how you demonstrated the requirements for this job. We rely on the information you provide to us. 4. Read the [job description](https://intra.ejobs.careers.gov.on.ca/PDR.aspx?Language=English&JobID=243314) to make sure you understand this job. 5. OPS employees are required to quote their WIN EMPLOYEE ID number when applying. 6. If you require a disability related accommodation in order to participate in the recruitment process, please [Contact Us](https://www.gojobs.gov.on.ca/ContactUs.aspx) to provide your contact information. Recruitment services team will contact you within 48 hours. All external applicants (including former employees of the Ontario Public Service) applying to a competition in a ministry or Commission public body must disclose (either in the cover letter or resume) previous employment with the Ontario Public Service. Disclosure must include positions held, dates of employment and any active restrictions as applicable from being rehired by the Ontario Public Service. Active restrictions can include time and/or ministry-specific restrictions currently in force, and may preclude a former employee from being offered a position with the Ontario Public Service for a specific time period (e.g. one year), or from being offered a position with a specific ministry (either for a pre-determined time period or indefinitely). The circumstances around an employee’s exit will be considered prior to an offer of employment. **Remember:** The deadline to apply is **Thursday, May 28, 2026 11:59 pm Eastern Daylight Time**. Late applications will not be accepted. We thank you for your interest. Only those selected for further screening or an interview will be contacted. **The Ontario Public Service is an inclusive employer. Accommodation is available under the** [**Ontario’s *Human Rights Code***](http://www.ohrc.on.ca/en/ontario-human-rights-code)**.** **Categories:** Employment Partners --- ### [Conférence et distinctions 2026](https://acppn.ca/conference-et-distinctions-2026/) **Published:** March 18, 2025 **Author:** First Nations Chiefs of Police Association **Content:** ## 17e conférence annuelle et prix L’exécutif est heureux d’annoncer les prix annuels des dirigeants le **20 mai 2026**. Les membres auront l’occasion de nommer des dirigeants et du personnel pour ces prix. Les fiers lauréats recevront une lettre de confirmation à reconnaître lors de la Conférence Annuelle et du Banquet Annuel, et recevront un prix de la part de l’Exécutif de l’ACPPN. **Les inscriptions sont maintenant fermées pour la conférence annuelle de l’Association des chefs de police des Premières Nations — du 19 au 21 mai 2026.** ### Biographies des conférenciers {{/if}}{{#if categories}}{{#each categories}}[ {{name}} ](# "{{name}}"){{/each}}{{/if}} ![](https://fncpa.ca/wp-content/plugins/wp-file-download//app/site/assets/images/searchloader.svg) ![](https://fncpa.ca/wp-content/plugins/wp-file-download//app/site/assets/images/search-24.svg) Search Download the PDF below for full details on nominations and event information. DescriptionDownload Overview of the eligibility requirements, evaluation criteria, and submission guidelines for the FNCPA Community Policing Award recognizing excellence in community-focused policing initiatives. [Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=41&wpfd_file_id=6296&token=&preview=1) Affiche promotionnelle soulignant le partenariat et l’appui de Tecbound envers la conférence et remise de prix de l’ACPPN, conçue pour le public francophone de l’événement. [Preview ](https://docs.google.com/viewer?url=https%3A%2F%2Ffncpa.ca%2Fwp-admin%2Fadmin-ajax.php%3Faction%3Dwpfd%26task%3Dfile.download%26wpfd_category_id%3D41%26wpfd_file_id%3D6433%26token%3D%26preview%3D1&embedded=true) Promotional sponsor display recognizing Tecbound’s partnership and support of the FNCPA Conference & Awards, designed for English event audiences. [Preview ](https://docs.google.com/viewer?url=https%3A%2F%2Ffncpa.ca%2Fwp-admin%2Fadmin-ajax.php%3Faction%3Dwpfd%26task%3Dfile.download%26wpfd_category_id%3D41%26wpfd_file_id%3D6434%26token%3D%26preview%3D1&embedded=true) Affiche promotionnelle mettant en valeur le soutien de Carfax à la conférence et remise de prix de l’ACPPN, préparée en français pour les participants et le matériel de l’événement. [Preview ](https://docs.google.com/viewer?url=https%3A%2F%2Ffncpa.ca%2Fwp-admin%2Fadmin-ajax.php%3Faction%3Dwpfd%26task%3Dfile.download%26wpfd_category_id%3D41%26wpfd_file_id%3D6435%26token%3D%26preview%3D1&embedded=true) Promotional sponsor display recognizing Carfax’s support of the FNCPA Conference & Awards, prepared for English-speaking attendees and event materials. [Preview ](https://docs.google.com/viewer?url=https%3A%2F%2Ffncpa.ca%2Fwp-admin%2Fadmin-ajax.php%3Faction%3Dwpfd%26task%3Dfile.download%26wpfd_category_id%3D41%26wpfd_file_id%3D6436%26token%3D%26preview%3D1&embedded=true) Horaire détaillé des séances, présentations, cérémonies et activités de réseautage prévues dans le cadre de la conférence et remise de prix de l’ACPPN 2026. [Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=41&wpfd_file_id=6437&token=&preview=1) Detailed schedule of sessions, presentations, ceremonies, and networking activities taking place during the 2026 FNCPA Conference & Awards. [Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=41&wpfd_file_id=6438&token=&preview=1) Communication officielle destinée aux chefs présentant les dates importantes, les échéanciers de mise en candidature et les renseignements essentiels concernant le programme de prix de la 17e conférence annuelle de l’ACPPN. [Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=41&wpfd_file_id=6439&token=&preview=1) Official communication to Chiefs outlining important nomination deadlines, submission requirements, and key dates related to the FNCPA 17th Annual Conference & Awards program. [Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=41&wpfd_file_id=6440&token=&preview=1) ![Portrait of a uniformed officer wearing a dark shirt with ribbons and medal pins visible on the chest.](https://acppn.ca/wp-content/uploads/Corporal-Mike-Cavilla.webp)En mai 2021, **Mike Cavilla, détective retraité des homicides** du Service de police de Calgary, a été embauché par les Tsuut’ina Service de police national en tant que coordonnateur des enquêtes. Dans son rôle actuel chez TNPS, Mike encadre et assiste les membres de la patrouille de première ligne dans leurs enquêtes criminelles et assume le rôle principal dans tout enquête criminelle majeure qui est complexe et/ou prolongée. Mike, un passionné de soccer, arbitre de hockey mineur et amateur de rodéo, est marié et père de deux filles adolescentes et il réside actuellement avec sa famille à Calgary, en Alberta. Au cours de sa carrière dans l’application de la loi, l’agent-détective Miller a développé une forte appréciation du travail d’équipe, de la responsabilité et de l’établissement de relations positives au sein de la communauté. Il est connu comme une personne bavarde, accessible et attentionnée, des qualités qui l’aident à se connecter avec les autres tout en restant calme et efficace dans les situations difficiles. Il est fier d’aider les gens, de maintenir une solide éthique de travail et de continuer à se développer personnellement et professionnellement tout au long de sa carrière policière. ![](https://acppn.ca/wp-content/uploads/Calvin-Chrustie.webp)**Calvin Chrustie, BA, BA (Honours), associé principal LLM** est associé principal au sein de **Critical Risk Team**, un cabinet canadien boutique de conseil en sécurité, renseignement et gestion des risques qui soutient les gouvernements, les entreprises, les cabinets d’avocats, les leaders autochtones et les cadres supérieurs confrontés à des défis complexes en matière de sécurité et de crise. Calvin a commencé sa carrière policière dans des communautés du nord et autochtones, notamment à **Norway House, God’s Lake Narrows, Island Lake, Oxford House, God’s River, McLeod Lake et Fort Ware**. Il attribue à ces premières années sa compréhension de la confiance, du partenariat, de la police innovante et de l’importance de bâtir des réseaux locaux résilients avant qu’une crise ne survienne. Au cours d’une carrière de 33 ans à la **GRC** dans divers rôles d’enquête et de leadership, notamment au Canada et à l’échelle mondiale en Afrique, au Moyen-Orient, en Asie, en Europe et dans les Amériques. Calvin a été **officier des opérations de renseignement de la Colombie-Britannique**, supervisant 13 équipes de renseignement et de développement des sources, puis **officier responsable des projets majeurs fédéraux et du crime organisé grave de Vancouver**, une équipe fédérale d’enquête de 200 personnes axée sur le fentanyl, le blanchiment d’argent, les drogues synthétiques, la cocaïne, l’héroïne, l’activité des cartels, ainsi que les réseaux criminels organisés chinois, iraniens et transnationaux. Grâce à sa compréhension et à sa connaissance opérationnelle de ces réseaux, il a également été nommé **coordonnateur national des opérations des cartels du Canada**. Calvin a été **chef d’équipe de l’équipe des négociateurs internationaux du Canada pour les affaires d’enlèvement et d’extorsion terroristes et criminelles**, travaillant avec des partenaires tels que la **DEA, le HSI, le FBI, les autorités mexicaines, la Police nationale colombienne et d’autres agences internationales**. Il a été reconnu par l’Association canadienne des chefs de police comme le **premier policier international de l’année** en 2016. Aujourd’hui, Calvin conseille sur les **menaces hybrides, l’ingérence étrangère, la sécurité économique, le crime organisé, la sécurité arctique, les minéraux critiques, l’énergie, l’exploitation minière et la vulnérabilité communautaire**. Par l’entremise de **l’équipe des risques critiques**, il soutient les leaders autochtones et communautaires par des services de renseignement, d’évaluation des menaces, des services de conseil stratégique, de la planification de crise et de l’atténuation des risques pratiques, fondés sur le respect du leadership local, des connaissances communautaires, du partenariat et une prise de décision éclairée. ![](https://acppn.ca/wp-content/uploads/Garry-Clement.webp)**Garry W. G. Clement, CAMS, CFCS, CFE, FIS, CCI, CCIA** apporte plus de 34 ans d’expérience en policier, renseignement et criminalité financière — une grande partie acquise à la dure, en menant des enquêtes complexes et des opérations d’infiltration ciblant certains des réseaux criminels les plus sophistiqués du Canada. Au cours de sa brillante carrière à la GRC, Garry a été directeur national du Programme des produits du crime, où il a contribué à façonner l’approche du Canada pour cibler l’infrastructure financière du crime organisé. Il comprend non seulement comment ces groupes opèrent — mais aussi comment ils s’adaptent, évoluent et exploitent les lacunes systémiques. Après avoir travaillé dans la police, il est passé à des postes de direction dans le secteur financier, notamment celui de chef de la lutte contre le blanchiment d’argent chez VersaBank, où il a également soutenu l’expansion aux États-Unis et la conformité avec la BSA. Depuis, il a occupé des postes de conseil de direction axés sur le financement mondial de la LBC et la lutte contre le terrorisme, tout en continuant de diriger le Clement Advisory Group. Ce qui distingue Garry, c’est sa capacité à faire le lien entre la criminalité de rue, les réseaux organisés transnationaux et les systèmes financiers qui les permettent. Il a été qualifié comme témoin expert devant les tribunaux canadiens sur le blanchiment d’argent, le crime organisé et le trafic de drogue, et continue de conseiller des organisations du secteur public et privé sur la manière de perturber les entreprises criminelles de manière plus efficace. C’est aussi un auteur respecté, offrant une perspective opérationnelle rare à travers son livre *Undercover* et ses contributions à *Dirty Money : Financial Crime in Canada*, ainsi que son travail sur l’ingérence étrangère et le crime organisé dans ce pays. Pour ceux qui dirigent la police, les réflexions de Garry reposent sur des opérations réelles, des cas réels et des conséquences réelles. ![](https://acppn.ca/wp-content/uploads/Jolene-Saulis-Dione.webp)**Jolene Saulis Dione** est une fière femme maléchète de la Première Nation Tobique (Neqotkuk) avec près de 30 ans d’expérience dans la promotion de la sécurité, du bien-être et de l’autodétermination autochtones grâce à des approches communautaires et culturelles. Elle a contribué à l’ initiative Sœurs en Esprit, qui sensibilise à l’échelle nationale aux femmes et filles autochtones disparues et assassinées (MMIWG), et a agi comme agente de liaison autochtone dans des institutions fédérales, soutenant la guérison et la réintégration fondées sur la culture. Jolene a collaboré avec le Service de police d’Ottawa pour renforcer les relations avec les communautés autochtones et offrir des formations sur la compétence culturelle. Elle a joué un rôle clé dans le co-développement et la mise en œuvre d’une *Loi concernant les enfants, les jeunes et les familles des Premières Nations, des Inuits et des Métis (projet de loi C92)*, faisant progresser la compétence autochtone sur les services à l’enfance et à la famille. Elle est maintenant directrice de la Division des services policiers autochtones, contribuant aux discussions nationales sur la police autochtone, et enseigne au Collège Algonquin dans les programmes de victimologie et d’études autochtones. Le leadership de Jolene est ancré dans les valeurs autochtones et est motivé par un engagement profond à faire avancer les voix, les droits et l’avenir des femmes, enfants et communautés autochtones grâce à des approches transformatrices dirigées par la communauté. ![La constable Samantha Lowe a servi comme policière pour la communauté et la réserve de Tsuut'inaService de police nationale depuis 6 ans. Née et élevée en Nouvelle-Écosse, elle avait une passion pour le travail pour un petit service communautaire, pour soutenir et servir du mieux qu'elle savait.](https://acppn.ca/wp-content/uploads/Constable-Samantha-Lowe.jpg)La **constable Samantha Lowe** a servi comme policière pour la communauté et la réserve de Tsuut’ina Service de police nationale depuis 6 ans. Née et élevée en Nouvelle-Écosse, elle avait une passion pour le travail pour un petit service communautaire, pour soutenir et servir du mieux qu’elle savait. Tout au long de sa carrière, la constable Samantha Lowe a travaillé dans divers grands dossiers, y compris Human traite, violence familiale grave, violence sexuelle et entrevues médico-légales avec des enfants. Elle croit Cette confiance entre les citoyens et la police est la base d’une communauté sécuritaire. En dehors du travail, elle aime le gym, la randonnée avec ses deux chiens, et le temps passé avec sa famille. ![Man in a blue shirt and black tie sits at a desk in front of a large red wall with a yellow-black police emblem reading 'SIX NATIONS POLICE'.](https://acppn.ca/wp-content/uploads/Detective-Constable-Jacob-Mair.webp)Le **détective Jacob Mair** a commencé sa carrière policière en 2017 en patrouille en uniforme, acquérant une précieuse expérience de première ligne en police communautaire et en intervention d’urgence. En 2019, il a rejoint l’Unité des enquêtes criminelles, où il a développé des compétences spécialisées en enquête avant de rejoindre l’Unité de lutte contre la drogue en 2023. En tant que membre de l’Unité de lutte contre la drogue, le détective Mair a participé à de nombreuses enquêtes sur la drogue et les armes à feu, en se concentrant sur la démantelement des réseaux de traite illicite ciblant les Six Nations du Grand River. Son expérience inclut un travail collaboratif avec des agences partenaires sur des enquêtes complexes et des opérations conjointes. Engagé dans le développement professionnel et la création de relations, le détective agent Mair assiste régulièrement à des conférences et des événements de formation sur les forces de l’ordre à travers la province, favorisant des partenariats avec les services policiers et les unités spécialisées qui continuent de renforcer la coopération en matière d’enquête et le succès opérationnel. ![Man in a light gray suit and paisley tie posing in front of a Six Nations banner with red letters.](https://acppn.ca/wp-content/uploads/Detective-Constable-Jesse-Miller.webp)**L’agent-détective Jesse Miller** a servi comme agent de patrouille de 2015 à 2021, acquérant une précieuse expérience de première ligne en répondant aux appels, en s’engageant auprès de la communauté et en gérant un large éventail de situations. En 2021, il a rejoint la Drug Enforcement Unit, où il continue de développer son expérience dans les enquêtes et les initiatives policières proactives. Au cours de sa carrière dans l’application de la loi, l’agent-détective Miller a développé une forte appréciation du travail d’équipe, de la responsabilité et de l’établissement de relations positives au sein de la communauté. Il est connu comme une personne bavarde, accessible et attentionnée, des qualités qui l’aident à se connecter avec les autres tout en restant calme et efficace dans les situations difficiles. Il est fier d’aider les gens, de maintenir une solide éthique de travail et de continuer à se développer personnellement et professionnellement tout au long de sa carrière policière. ![Professional portrait of a man in a gray suit and striped tie, seated at a desk with a colorful flag and red background.](https://acppn.ca/wp-content/uploads/Robert-Monteforte.webp)**Robert Monteforte** est sergent-détective au Service de police des Six Nations, où il sert depuis 2019. Avant de se joindre à la police des Six Nations, il a passé sept ans au service de police de Hamilton, débutant sa carrière policière en 2012. Actuellement affecté à l’Unité de lutte contre la drogue (DEU), le sergent-détective Monteforte se spécialise dans les enquêtes complexes sur la drogue et les armes à feu, la police axée sur le renseignement et les opérations inter-agences d’application de la loi. Depuis son arrivée au DEU en 2020, il a joué un rôle clé dans le changement stratégique de l’unité vers le ciblage des réseaux de fournisseurs de plus haut niveau et l’activité criminelle organisée, tant au sein qu’à l’extérieur de la communauté des Six Nations. Grâce à de solides partenariats avec des partenaires policiers à travers l’Ontario, il a contribué à diriger de nombreuses enquêtes conjointes qui ont mené à d’importantes saisies de drogues illicites, d’armes à feu et de produits criminels. Il est également activement impliqué dans le mentorat des agents, le développement de la capacité d’enquête au sein de l’unité et le partage des connaissances opérationnelles par la formation et le réseautage lors de conférences. Le sergent-détective Monteforte est passionné par la sécurité communautaire, les stratégies policières proactives et l’avancement des pratiques modernes de lutte contre la drogue grâce à la collaboration, le leadership et des enquêtes axées sur le renseignement. ![Smiling man in a navy suit and white shirt outdoors, posing for a professional photo.](https://acppn.ca/wp-content/uploads/Mark-Pooley.webp)**Mark Pooley** est directeur du soutien à l’enquête pour le Centre d’identification humaine (CHI) du Centre des sciences de la santé de l’Université du Nord du Texas. À ce poste, il aide les forces de l’ordre et les médecins légistes à identifier les restes humains non identifiés et les cas de personnes disparues grâce aux technologies ADN. Il a rejoint CHI en mars 2023. En août 2020, Mark Pooley a pris sa retraite en tant que sergent du service de police de Tempe en Arizona. Au cours de son passage dans les forces de l’ordre, il a occupé plusieurs postes de détective dans les domaines du vol, de la Joint Terrorism Task Force (JTTF/FBI), des homicides/personnes disparues et a été superviseur au Bureau des normes professionnelles. M. Pooley, qui est Navajo et Hopi, a également été procureur tribal pour la communauté indienne Pima-Maricopa de Salt River, où il traitait des questions criminelles et civiles au sein du tribunal tribal. En 2021, M. Pooley a lancé un organisme à but non lucratif 501c3 appelé « Native Search Solutions ». La mission de l’organisation était de retrouver les personnes autochtones disparues et assassinées (MMIP) sur et hors des réserves en utilisant la technologie et d’autres ressources. En 2022, M. Pooley a été le premier boursier tribal du National Center for Missing & Exploited Children (NCMEC), où il a soutenu la sensibilisation auprès des communautés autochtones. M. Pooley détient une maîtrise en éducation, counseling-relations humaines avec distinction, de la Northern Arizona University, et un baccalauréat en sciences politiques de la Brigham Young University. ![Man in a dark suit and blue striped tie sits in front of a large Six Nations Police emblem on a red wall.](https://acppn.ca/wp-content/uploads/Detective-Constable-Richard-Smith.webp)Le **détective Richard Smith** est membre de l’Unité de lutte contre la drogue de la police des Six Nations. Né et élevé dans la réserve des Six Nations, Richard a développé une forte éthique de travail en dressant des chevaux et en cultivant du tabac sur le territoire avant de commencer sa carrière policière en septembre 2020. Il a servi quatre ans en patrouille générale, acquérant de l’expérience en première ligne et bâtissant des liens solides au sein de la communauté. En janvier 2025, Richard a postulé avec succès à un poste au sein de l’Unité de lutte contre la drogue, où il continue de se concentrer sur le travail d’enquête et la sécurité communautaire. Son parcours, son dévouement au service et son lien avec la communauté continuent de façonner son approche du maintien de l’ordre. ## Nominations pour les catégories suivantes : ### **1. Années de service (20 ans de service ou plus)** Ce prix est destiné aux agents qui comptent vingt (20) années de service combiné ou plus dans le maintien de l’ordre en tant qu’officier. *(Voir 01 Critères pour la reconnaissance de longue durée de service)* ### **2. Récompenses pour bravoure ou sauvetage** **Prix de bravoure** Cette distinction est décernée aux officiers ayant accompli un acte de bravoure qui pourrait le mieux démontrer les qualités d’héroïsme. *(Voir Critères 02A pour les critères de bravoure policière)* **Prix de sauvetage** Cette distinction s’adresse aux agents pour lesquels l’agent défie l’instinct de survie et risque sa propre vie pour protéger les autres, et a ainsi sauvé une ou plusieurs vies, y compris la leur. *(Voir les critères 02B pour les critères de sauvetage policier)* ### **3. Prix pour services distingués (enquête, services communautaires et prévention du crime)** Ce prix est ouvert aux policiers ou membres du personnel actifs qui ont démontré un leadership exemplaire et un engagement envers leur service par des travaux bénéfiques pour leurs pairs, leur service et la communauté. **Service distingué : Performance exemplaire policière pour l’enquête** Un agent qui a fait preuve de dévouement dans son travail en ce qui concerne ses activités d’enquête : qui a travaillé assidûment et a démontré de solides compétences d’enquête ayant mené à des arrestations réussies ; qui est motivé à préparer, rédiger et exécuter des mandats et arrêts ; qui travaille en équipe pour mener à bien les projets de façon sécuritaire pour tous les membres impliqués ; et qui fait preuve de dévouement envers son département et fait preuve d’un joueur d’équipe. *(Voir Critères du Prix de Performance Exemplaire de la Police 03A)* **Services distingués :** **Prix de la police communautaire pour services communautaires ou prévention du crime** Ce prix est décerné à une ou plusieurs personnes ayant fait preuve d’initiative personnelle dans l’élaboration de stratégies et d’initiatives communautaires de prévention du crime pour les communautés qu’elle dessert ; et qui a activement participé et donné de son temps à une communauté et à des événements de collecte de fonds communautaires. *(Voir critères du prix 03B pour la police communautaire)* ### **4. Prix de la mention élogieuse du président** Mention élogieuse du président pour avoir dépeint un excellent travail méritant un prix national. **Critères de nomination :** Veuillez fournir ce qui suit pour les nominés : **Lettre de nomination du chef de police du service/de l’organ**isation – cette lettre doit être approuvée par le chef de police ou son remplaçant désigné. (1) page **CV de bureau ou de personnel** – Le service de police doit fournir un résumé de son CV. (1) page **Résumé de l’événement :** un résumé en deux (2) paragraphes de l’incident/occurrence/des contributions de l’agent/individu, y compris l’impact sur l’agent/l’individu. **Présentation à la conférence annuelle avec le chef ou le délégué de police :** Une fois que le candidat retenu aura été identifié, il recevra une notification de l’ACPPN. 1. The Police Chief or Designate will accompany the successful candidate to the conference and the following will be presented during the event: a. Years of Service—during the conference (Dress Business Casual) - Service distingué – pendant la conférence (Dress Business Casual) - Bravoure et sauvetage – pendant le dîner (uniforme vestimentaire et tenue vestimentaire) 2. Presentations a. The Police Chief or Designate will read out the summary of event - Le président/exécutif remettra un prix au candidat désigné. 3. Photos : il y aura un stand de photographes pendant le dîner du soir, où toutes les récompenses remises au cours de la journée, les officiers, les chefs de police et les familles auront l’occasion de prendre une photo en uniforme avec leurs récompenses. (sans frais) 4. C’est la responsabilité du Service de police de coordonner les déplacements jusqu’à leur candidat, s’il est réussi. Cette correspondance servira de demande de candidatures. **Categories:** Événements --- ### [Deputy Chief of Police—North Bay Police Service](https://fncpa.ca/deputy-chief-of-police-north-bay/) **Published:** May 14, 2026 **Author:** First Nations Chiefs of Police Association **Excerpt:** North Bay Police Service is seeking a visionary Deputy Chief of Police to help lead progressive, community-focused policing and support strategic growth in North Bay, Ontario. **Content:** The [North Bay Police Service](https://www.northbaypolice.ca/) serves the [City of North Bay](https://www.investinnorthbay.ca/media/pjlgetrt/cnb-community-profile-2025.pdf). North Bay is a diverse community that offers a perfect blend of opportunity and easy living. With a population of 52,662, a trading area of 112,000 people, and a growth rate of over 2% per year, North Bay offers economic advantages with easy access to larger Canadian and U.S. markets. North Bay boasts a diverse local economy, affordable housing options in an urban, rural and waterfront setting, a large community hospital, and two institutions of higher education—Nipissing University and Canadore College. Most of North Bay’s residents live within the city’s urban core; however, a significant rural area also sits within city limits. In addition, residents from the 14 surrounding communities regularly commute to and from North Bay for work and school, with most of the city residents community to work in less than 10 minutes. With a combined Board approved 2026 operating and capital budget of over $30 million dollars, 117 police officers, and 68 civilian members, the [North Bay Police Service](https://www.northbaypolice.ca/) provides a dynamic and vibrant work environment and contributes to the safety and well-being of the residents that make North Bay their homes. The policing needs and expectations of the North Bay Police Service continue to evolve, as do the needs of our community. Our vison is a “safe, engaged, and inclusive community.” Our mission is “Through strength in our members and collaboration with our community partners, the North Bay Police Service provides progressive and responsive policing to our public.” In support of the vision, mission and values, and with community safety a top priority, the North Bay Police Service has developed a strategic plan that has shaped the direction of police services. Key pillars include supporting members, collaborating with community partners, providing a progressive and responsive service, and policing with the trust and confidence of our public. **Inspire Our Future as Our New Deputy Chief of Police** Looking ahead, the **Deputy Chief of Police** will embrace the vision and mission and will work with the Chief and Police Services Board to establish priorities and actions to support strategic directions while inspiring the service to continue to use forward-thinking approaches that will continue to meet the needs of the communities served. As a high-profile community leader, you are a broad and open-minded individual who is willing to embrace new approaches and partner with community stakeholders and our members to ensure the service will continue to meet its evolving needs. You will take on management issues and lead positive change while ensuring accountability. You will be a visible presence and work with the Chief, your leadership team, service members and community partners to establish new priorities that will meet evolving needs while ensuring high levels of collaboration and communication. You will lead the development and implementation of innovative, modern solutions to crime and safety issues, while fostering a positive, productive, and inclusive workplace that is committed to the wellness of all members. Your leadership will mentor and inspire the next generation of leaders in the North Bay Police Service. As the new **Deputy Chief of Police**, you have deep and varied experience as a policing executive and as an operational leader. In addition, you are known to be a courageous and transformative leader, are committed to positive community engagement and have both the political acuity and emotional intelligence to listen, recognize and act on the needs of the community while supporting service members. **How to Apply** To explore this opportunity please apply online via email **by June 3, 2026, to** [**careers@waterhousesearch.net**](mailto:careers@waterhousesearch.net) **quoting project NBPS-DEPUTY-CHIEF** in the subject line. Should you wish to receive a detailed information package please contact Tim Lukasewich at 416-214-9299 x8, email at [**tim@waterhousesearch.net**](mailto:tim@waterhousesearch.net) or Jon Stungevicius at 416-214-9299 x1, email at [**jon@waterhousesearch.net**](mailto:jon@waterhousesearch.net). *The North Bay Police Service and Waterhouse Executive Search hire based on merit and are committed to employment equity and an inclusive, barrier-free selection process. We support a diverse and inclusive professional work environment, and welcome applications from all qualified candidates, specifically those from underrepresented communities. We thank all applicants for their interest and wish to advise that only those candidates selected for an interview will be contacted.* **Categories:** Employment Partners --- ### [Team Lead, Strategic Services](https://fncpa.ca/team-lead-strategic-services/) **Published:** May 13, 2026 **Author:** First Nations Chiefs of Police Association **Excerpt:** This opportunity is designed for experienced police records and court professionals ready to step into a leadership role with the Tsuut’ina Nation Police Service (TNPS) **Content:** This opportunity is designed for experienced police records and court professionals ready to step into a leadership role with the Tsuut’ina Nation Police Service (TNPS) As the Team Lead, Strategic Services, you will apply your knowledge in systems such as PROS, CPIC, JOIN, CJIM, LIVESCAN, and digital evidence platforms to ensure the integrity and operational effectiveness of police data systems. You will bridge operational policing, court processes, and information management while leading quality assurance efforts and mentoring staff within a small, high-performing Indigenous police service. ## **Why TNPS** We offer the opportunity to be part of a community-centered, culturally grounded police service that values meaningful relationships, professional growth, and doing policing differently. We are a modern, progressive service that works with the community, placing respect, accountability, and collaboration at the core of everything we do. The Tsuut’ina Nation is in beautiful southern Alberta, just west of Calgary. ### **Why This Role** - Step into a formal leadership role - Apply your specialized systems expertise at an organizational level - Work closely with police operations and investigations - Contribute directly to community safety ### **Key Responsibilities** - Lead data integrity, quality assurance, and compliance processes - Oversee PROS, CPIC, JOIN, CJIM, and related systems - Liaise with policing partners and Alberta Court Services - Mentor and support staff - Provide operational and investigative system support ### **Qualifications** - Experience within RCMP, municipal policing, or court services environments - Knowledge of PROS, CPIC, JOIN, CJIM, Axon/Evidence.com, and/or LIVESCAN is an asset - Strong understanding of police data governance, compliance, and auditing - Demonstrated leadership or senior-level experience This is one year term limited position with the possibility of extension. For more information on this position, or to apply, please contact Michael Sondermann, Director of Human Relations at TNPS at **Categories:** Employment Partners --- ### [Constable-Investigator](https://fncpa.ca/constable-investigator/) **Published:** April 23, 2026 **Author:** First Nations Chiefs of Police Association **Excerpt:** Police officers act as official representatives of the LRPS who are required and trusted to work within the law. Powers and duties are conferred by statute. Serve the community, safeguard lives and property, protect the innocent, keep the peace, and ensure the rights of all to liberty, equality, and justice. **Content:** ## Job Summary Police officers act as official representatives of the LRPS who are required and trusted to work within the law. Powers and duties are conferred by statute. Serve the community, safeguard lives and property, protect the innocent, keep the peace, and ensure the rights of all to liberty, equality, and justice. ## Duties and Responsibilities - Provides primary response to emergency and non-emergency calls for service - Investigates and gathers evidence at crime scenes related to and including but not limited to: - motor vehicle collisions - property break and enter, theft, mischief, etc. - personal and institutional robberies - domestic (familial) conflict (e.g. domestic assault, child abuse, parental abduction) - non-familial sex crimes (e.g. sexual assault, indecent exposure, stalking) - forgery, fraud, etc. - assaults, assault causing bodily harm, aggravated assaults, etc. - young offenders - possession and trafficking of controlled drugs and substances and other intoxicating substances (e.g. alcohol, lacquer thinner) - Prevents and deters crime - Maintains peace and order in the community - Apprehends offenders - Utilizes investigative expertise and professional case management to maximize the successful prosecution of offenders - Engages in traffic safety enforcement, education, and engineering practices - Develops and maintains smooth, cooperative working relationships with peers, subordinates, and superiors - Solves problems through community consultation and partnerships - Conducts and participates in meetings - Other lawful duties, as requested For more information and to apply, [visit Lakeshore Regional Police Service’s website.](https://joinlrps.com/opportunities/constable-investigator/ "visit Lakeshore Regional Police Service’s website.") **Categories:** Employment Partners --- ### [Deputy Chief of Police – Durham Regional Police Service](https://fncpa.ca/deputy-chief-of-police-durham-regional-police-service/) **Published:** April 15, 2026 **Author:** First Nations Chiefs of Police Association **Content:** **Location: Whitby, ON** The Durham Regional Police Service (DRPS) has served a rapidly growing and diverse community for over 50 years. Today, the Service includes more than 1100 sworn officers and 370 civilian members. It supports a population of over 750,000 residents across the largest geographic area in the Greater Toronto Area. DRPS is committed to delivering modern, community-focused policing that reflects the diversity of the region it serves. The Service operates with a Chief of Police and a senior command team that will include four Deputy Chiefs with distinct command portfolios. DRPS is now seeking to appoint two **Deputy Chiefs of Police** to strengthen its executive leadership capacity and support future organizational priorities. DRPS continues to evolve to meet increasingly complex demands. This includes advancements in technology-enabled policing, data-driven decision-making, and intelligence-led operations. The Service is also focused on strengthening public trust, enhancing its focus on equity, diversity and inclusion, and improving safety and well-being while ensuring accountability in all areas of performance. Reporting to the Chief of Police, the Deputy Chiefs are key members of the Command Team. They provide leadership across major operational and administrative portfolios. They help shape strategy, drive operational effectiveness, and support a high-performing organizational culture. They work closely with internal teams, community partners, and government stakeholders to deliver responsive and modern policing services. As an ideal candidate, you are an accomplished policing leader with senior command experience in a complex environment. You bring strong operational expertise and a strategic perspective. You have led large teams through change, modernization, and the adoption and integration of new technologies in policing. You are known for your sound judgment, integrity, and accountability. An effective communicator and relationship builder, you have experience working with a Police Service Board and contributing at an executive level. You have demonstrated skills in advancing diversity, equity, and inclusion, and you understand the importance of culturally-responsive policing and building trust with diverse communities. A post-secondary degree is preferred. Executive or leadership training is considered an asset. Join a team committed to making Durham Region one of the safest and most inclusive communities in Canada. To apply for this position, please visit: [boyden.thriveapp.ly/job/3225](http://boyden.thriveapp.ly/job/3225 "boyden.thriveapp.ly/job/3225") and submit your application by April 29, 2026. For more information, please contact and **state the title of the position in the subject line of your e-mail**. *Durham Regional Police Service is an equal opportunity employer. We thank all applicants for their interest, however only those under consideration for the role will be contacted.* **Categories:** Employment Partners --- ### [Indigenous Gang Reduction Strategies (IGRS) course](https://fncpa.ca/indigenous-gang-reduction-strategies-igrs-course/) **Published:** April 8, 2026 **Author:** First Nations Chiefs of Police Association **Excerpt:** Indigenous Gang Reduction Strategies (IGRS) course is taking place May 4–8, 2026, at the Canadian Police College in Ottawa **Content:** This course may run in the next year in French however this delivery is in English. *Le français suit.* Dear Colleagues, I am pleased to share that the next delivery of Indigenous Gang Reduction Strategies (IGRS) course is taking place May 4–8, 2026, at the Canadian Police College in Ottawa. This modernized five-day course is open for registration. This specialized program is designed for law enforcement professionals, community safety practitioners, and partners working with Indigenous communities. The course provides a comprehensive understanding of gang dynamics affecting Indigenous populations and equips participants with practical, culturally informed strategies to support prevention, intervention, and community resilience. Key areas of focus include understanding the social, historical, and community factors influencing gang involvement, identifying recruitment patterns and risk indicators specific to Indigenous youth, effective prevention and intervention models grounded in Indigenous knowledge and community partnerships, case studies and operational insights from experienced gang investigators and collaborative approaches to reducing gang activity and strengthening community safety Participants will benefit from expert instructors, real‑world examples, and an environment that encourages dialogue, reflection, and applied learning. We encourage interested members to register early, as space is limited. This course represents an important opportunity to deepen skills, strengthen partnerships, and contribute to safer outcomes for Indigenous communities across Canada. **Course delivery date** May 4, 2026 – May 8, 2026, **Class limits** 24 Participants **Delivery** In-person, English **Location** Canadian Police College – 1 Sandridge Road, Ottawa, Ontario, K1G 3J2 **Tuition** $1250 **Course registration:** [**Indigenous Gang Reduction Strategies**](https://cpc-ccp.gc.ca/programs-programmes/indigenous-autochtones/igrs-sgra-eng.htm) \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_ Chers collègues, J’ai le plaisir de vous informer que la prochaine prestation du cours Stratégies de réduction des gangs autochtones (SRGA) aura lieu du 4 au 8 mai 2026, au Collège canadien de police à Ottawa. Ce cours modernisé de cinq jours est ouvert aux inscriptions. Ce programme spécialisé est conçu pour les professionnels de l’application de la loi, les praticiens en sécurité communautaire ainsi que les partenaires travaillant avec les communautés autochtones. Le cours offre une compréhension approfondie de la dynamique des gangs ayant une incidence sur les populations autochtones et fournit aux participants des stratégies pratiques et culturellement éclairées afin de soutenir la prévention, l’intervention et la résilience communautaire. Les principaux domaines abordés comprennent la compréhension des facteurs sociaux, historiques et communautaires influençant l’implication dans les gangs, l’identification des tendances de recrutement et des indicateurs de risque propres aux jeunes Autochtones, des modèles efficaces de prévention et d’intervention fondés sur les savoirs autochtones et les partenariats communautaires, des études de cas et des perspectives opérationnelles présentées par des enquêteurs chevronnés spécialisés en criminalité liée aux gangs, ainsi que des approches collaboratives visant à réduire les activités des gangs et à renforcer la sécurité communautaire. Les participants bénéficieront de l’enseignement d’instructeurs experts, d’exemples concrets tirés du milieu réel et d’un environnement favorisant le dialogue, la réflexion et l’apprentissage appliqué. Nous encourageons les membres intéressés à s’inscrire rapidement, car le nombre de places est limité. Ce cours représente une occasion importante de renforcer les compétences, de consolider les partenariats et de contribuer à des résultats plus sécuritaires pour les communautés autochtones partout au Canada. **Date de prestation du cours :** du 4 mai 2026 au 8 mai 2026 **Capacité de la classe :** 24 participants **Mode de prestation :** En personne, en anglais **Lieu :** Collège canadien de police – 1, chemin Sandridge, Ottawa (Ontario), K1G 3J2 **Frais de scolarité :** 1 250 $ **Inscription au cours :** [Stratégies de réduction des gangs autochtones](https://cpc-ccp.gc.ca/programs-programmes/indigenous-autochtones/igrs-sgra-fra.htm) **Categories:** Employment Partners --- ### [CPC Courses available – Free and low cost](https://fncpa.ca/cpc-courses-available-free-and-low-cost/) **Published:** April 8, 2026 **Author:** First Nations Chiefs of Police Association **Excerpt:** CPC has decided to waive the tuition fees for the following course. **Content:** CPC has decided to waive the tuition fees for the following course: 1. **Hate Crimes in Canada: Landscape, Law and Psychological Impact (Course 26-01 English) CPC Ottawa, April 20-24, 2026. (Tuition is free)** CPC also offers at a very low cost the following course: 1. **Indigenous Gang Reduction Strategies (IGRS), CPC Ottawa, May 4-8, 2026 (Attached), $1250.** **Registration can be done directly from the CPC Website at the following links:** 1. **Hate crimes :** [**Hate Crimes in Canada: Landscape, Law and Psychological Impact**](https://cpc-ccp.gc.ca/programs-programmes/leadership/hcc-chc-eng.htm) 2. **Indigenous Gang Reduction:** [**Indigenous Gang Reduction Strategies**](https://cpc-ccp.gc.ca/programs-programmes/indigenous-autochtones/igrs-sgra-eng.htm) **Categories:** Employment Partners --- ### [Staff Sergeant – Support Services](https://fncpa.ca/staff-sergeant-support-services-job-posting/) **Published:** March 12, 2026 **Author:** First Nations Chiefs of Police Association **Excerpt:** UCCM Anishnaabe Police is hiring a permanent full-time Staff Sergeant – Support Services. Learn about duties, qualifications, application requirements, and the April 3, 2026 deadline. **Content:** ## **Don’t just join the police. Join our community.** Learn more at: **uccmpolice.com/careers** or emailing ### **UCCM Anishnaabe Police is hiring Help make our communities a safer, better place.** **Position:** Staff Sergeant – Support Services **Term:** Permanent Full-time **Salary/Pay**: As per Approved Salary Grid by UCCM Police Services Commission The Staff Sergeant – Support Services is responsible for directing the operations and administrative functions of the UCCM Anishnaabe Police Service and to ensure that responsibilities assigned by the Deputy Chief are complied with, and that accountability is provided to not only the Deputy Chief, but all staff members of the UCCM Anishnaabe Police Service and the member First Nations. The Staff Sergeant – Support Services also provides supervision, leadership and advice to members assigned to their command during the process of investigations. The Staff Sergeant – Support Services ensures benchmark crimes are thoroughly investigated according to policy, and the Sergeants and Officers have the required support to meet the needs of a successful criminal prosecution. This position works both in consultation with the supervisory team and independently. **Your duties will include (but are not limited to):** - Promote professional conduct by members, being sensitive to the cultural and traditional needs of the UCCMM First Nation communities and community members in all types of investigations; Sensitive to the needs of community members when dealing with varying types of incidents - Ensure effective enforcement of Federal, Provincial and First Nation laws within the UCCM police service area, consistent with organizational goals - Supervise sergeants and detective sergeants by assigning and monitoring tasks, assisting them to establish plans and objectives in their work; establishing work priorities, setting deadlines for completion of work assignments and adjusting to changing priorities - Remain current with police issues/concerns, and coordinate or conduct in-service training topics in areas of criminal law, current trends, new legislation, and new policing techniques - Conduct quality control and maintenance inspections as developed by the Service - Act as liaison with case investigators, Office of the Crown Attorney, the Courts, and other Police Services as required - Investigate crimes and offences against statues, apprehends and arrests suspects using the means necessary and justified in law to protect officers and the public - Provide adequate support for investigating code of conduct allegations and provide specialized support to all staff as required - In consultation with the Deputy Chief performs supervision, administrative, operational and managerial duties related to the staff while overseeing training personnel evaluation and overall personnel compliance with policies and procedures - Create effective relationships with all enforcement agencies that support efforts to reduce use and minimize negative impacts within the community - Other duties as maybe assigned/required **Your education and experience:** - Must possess Ontario Police College Basic Constable Training course (or equivalency); - Must hold rank of Sergeant; Holding rank of Staff Sergeant is considered an asset; - Completion/ willingness to complete Ontario Police College Staff Sergeant Exam; - Senior OPC courses: Major Case Management, Search Warrant, Drug Investigation, are considered an asset; - Availability for on call evenings and weekends as required; - No current discipline issues, or internal investigations outstanding **For all applicants, we require:** - A detailed cover letter outlining your ability to meet the position requirements as outlined above, with a resume demonstrating your qualifications, along with copies of relevant course certificates. - Complete and submit a McNeil Report **For external applicants only, the additional documents are required:** - Contact information for three employment references (1 supervisor) - Complete and submit a Pre-Background Questionnaire - Complete and submit a Consent and Release of Liability Form - Complete and submit a Personal History Form - Complete and submit UCCM Police Comprehensive Medical Evaluation Form *(A thorough background check will be completed before we make an offer of employment.)* All forms can be found on our website Current Opportunities – UCCM Anishnaabe Police We encourage individuals of Anishnaabe ancestry to apply and self-identify. **How to apply** Email: recruitment@uccmpolice.com with the subject line: **“Employment Opportunity: Staff Sergeant – Support Services”** Mail: Confidential: Human Resources UCCM Anishnaabe Police Service, 5926 Hwy 540, M’Chigeeng, ON, P0P 1G0 **Deadline: April 3rd, 2026, 04:00pm EST** **Categories:** Employment Partners --- ### [Chief of Police – Cornwall Police Service](https://fncpa.ca/chief-of-police-cornwall-police-service/) **Published:** March 11, 2026 **Author:** First Nations Chiefs of Police Association **Excerpt:** The position comes with competitive compensation and a total rewards package, including employer paid benefits, vacation and defined-benefit pension plan.  **Content:** The City of Cornwall is a progressive community of 50,000, situated along the St. Lawrence River in Eastern Ontario. Rich in history and natural beauty, Cornwall offers world-class amenities as well as small-town charm and hospitality. Cornwall is Ontario’s eastern most city, a little more than 400 km east of Toronto, 100 km southeast of Ottawa and 120 km west of Montreal. Cornwall boasts a modern economy led by forward thinkers, who have made the city an excellent place for a career and raising a family. The Cornwall Police Service (CPS) polices an area of 62 square kilometres and a population of approximately 48,000. It has served the citizens of Cornwall since 1784 and responds to the needs of our community through a combination of preventative, proactive and reactive programs. The Service has 112 officers, 40 civilians and 14 special constables, 16 part-time staff members and 8 auxiliary members. The Service responds to the needs of the community through a combination of preventative, proactive and reactive programs, using the philosophy of community policing as its base. This concept embodies the idea that the police and residents work in partnership to find new ways to solve problems in working towards a common goal and a vision of “A safer Cornwall for all to enjoy.” The 2025–2028 Strategic Framework builds on that spirit of cooperation, common interest and partnership to realize the vision of a safe Cornwall where everyone can thrive and belong. For more information, visit [www.cornwallpolice.com](http://www.cornwallpolice.com/). **Inspire our Future as our Chief of Police** As a high-profile community leader, you are a big picture thinker who is willing to embrace new approaches and partnership with community stakeholders to ensure the service can continue to meet its evolving needs. You can take on issues management and lead positive change while ensuring accountability. As Chief of Police, you will be a visible presence while establishing strong ties based on openness and trust between the police service and the diverse communities it serves. Working with the Board, your leadership team, service members and community partners, you will inspire all while ensuring open communication and establishing new priorities that will meet evolving needs. As the new Chief, you have deep and varied experience as a policing executive, are known to be a courageous and transformative leader, are committed to positive community engagement and have both the political acuity and emotional intelligence to listen, recognize and act on the needs of the community while supporting service members. The position comes with competitive compensation and a total rewards package, including employer paid benefits, vacation and defined-benefit pension plan. The Cornwall Police Service strives to promote and demonstrate the values of Equity, Diversity, and Inclusion. We are committed to reflect the diversity of the community we serve and encourage qualified candidates of all backgrounds and abilities to self-identify in their application. Accommodation will be provided in all parts of the hiring process as required. Applicants need to make their needs known in advance. **How to Apply** To explore this opportunity please apply via email **by April 6th** or sooner to [**careers@waterhousesearch.net**](mailto:careers@waterhousesearch.net) quoting project **CORNWALL-CHIEF**. Should you wish to speak to our Executive Recruiter or to receive a detailed position description please contact Tim Lukasewich at 416-214-9299 x8, [**tim@waterhousesearch.net**](mailto:tim@waterhousesearch.net), or Jon Stungevicius at 416-214-9299 x1,[j**on@waterhousesearch.net**](mailto:jon@waterhousesearch.net). *All applications will be held in strict confidence. We thank all applicants, however, only those selected for an interview will be contacted. Personal information is collected under the authority of the Municipal Freedom of Information and Protection of Privacy Act and will be used for employment assessment purposes only.* **Categories:** Employment Partners --- ### [Cobourg Chief of Police](https://fncpa.ca/cobourg-chief-of-police/) **Published:** February 24, 2026 **Author:** First Nations Chiefs of Police Association **Excerpt:** Cobourg Police Service is seeking a visionary Chief of Police to lead a growing Ontario community. Apply by March 23, 2026. **Content:** The Cobourg Police Service (CPS) serves the growing community of the Town of Cobourg; population of 20,500. With a combined operating and capital budget of approximately $13M, 54 sworn officers and 60 civilian staff supporting our police services and managing our business unit. Our mission is committed to excellence in policing and quality community service through our people, partnerships and our work. Our vision is to be an adaptive and trusted partner in protecting the safety, security and quality of life in the community. We strive to ensure our approach to policing and the services we provide reflect the community’s needs, and we consistently adapt our policing methods as public safety becomes more complex and requires a multi-disciplinary approach. The goals and objectives of the service are to protect the community in a manner that promotes pride within the organization and with the citizens served while providing a professional, innovative and fiscally responsive police service. Cobourg Police is compassionate and accountable, and fosters trust with the community through integrity and mutual respect. The next Chief will embrace the mission, vision, and values, and play a key role in the development and implementation of an operational business vision aligned to the strategic direction of the Board while inspiring the service to continue to use forward-thinking approaches that will continue to meet the needs of the Town’s diverse communities and the growing population. ## Inspire the Future As a high-profile community leader, you are a big picture thinker who is willing to embrace innovative approaches and partnership with community stakeholders to ensure the service can continue to meet its evolving needs. You can take on issues management and lead positive change, while ensuring accountability and a tough-on-crime mandate. As Chief of Police, you will be a visible presence while establishing strong ties based on openness and trust between the police service and the diverse communities it serves. Working with the Board, your leadership team, service members and community partners, you will inspire all while ensuring open communication and establishing new priorities that will meet evolving needs. You have deep and varied experience as a policing executive, understand growing communities such as ours and are known to be a courageous and transformative leader. In addition, you are committed to positive community engagement and have both the political acuity and emotional intelligence to listen, recognize and act on the needs of the community while supporting service members. ### **How to Apply To explore this opportunity please apply online via email **by March 23, 2026, to** [**careers@waterhousesearch.net** ](mailto:careers@waterhousesearch.net)**quoting project CPS-CHIEF** in the subject line. Should you wish to receive a detailed information package please contact Tim Lukasewich at 416-214- 9299 x8, email at [**tim@waterhousesearch.net**](mailto:tim@waterhousesearch.net) or Jon Stungevicius at 416-214-9299 x1, email at [**jon@waterhousesearch.net**.](mailto:jon@waterhousesearch.net) *The Cobourg Police Service and Waterhouse Executive Search hire based on merit and are committed to employment equity and an inclusive, barrier-free selection process. We support a diverse and inclusive professional work environment, and welcome applications from all qualified candidates, specifically those from under-represented communities.* *We thank all applicants for their interest and wish to advise that only those candidates selected for an interview will be contacted.* **Categories:** Employment Partners --- ### [Chef de police de Cobourg](https://acppn.ca/chef-de-police-de-cobourg/) **Published:** February 24, 2026 **Author:** First Nations Chiefs of Police Association **Excerpt:** Le service de police de Cobourg est à la recherche d'un chef de police visionnaire pour diriger une communauté ontarienne en pleine croissance. Postulez avant le 23 mars 2026. **Content:** Le Service de police de Cobourg (CPS) dessert la communauté grandissante de la Ville de Cobourg; population de 20 500. Avec un budget combiné de fonctionnement et d’investissement d’environ 13 M$, 54 agents assermentés et 60 employés civils soutiennent nos services de police et gèrent notre unité commerciale. Notre mission s’engage à l’excellence en matière de maintien de l’ordre et de service communautaire de qualité grâce à nos employés, nos partenariats et notre travail. Notre vision est d’être un partenaire adaptatif et fiable dans la protection de la sûreté, de la sécurité et de la qualité de vie dans la communauté. Nous nous efforçons de garantir que notre approche du maintien de l’ordre et les services que nous fournissons reflètent les besoins de la communauté, et nous adaptons constamment nos méthodes policières à mesure que la sécurité publique devient plus complexe et nécessite une approche multidisciplinaire. Les buts et objectifs du service sont de protéger la communauté d’une manière qui favorise la fierté au sein de l’organisation et des citoyens servis tout en fournissant un service de police professionnel, innovant et financièrement adapté. La police de Cobourg est compatissante et responsable, et favorise la confiance avec la communauté par l’intégrité et le respect mutuel. Le prochain chef adoptera la mission, la vision et les valeurs et jouera un rôle clé dans l’élaboration et la mise en œuvre d’une vision opérationnelle opérationnelle alignée sur l’orientation stratégique du conseil d’administration tout en inspirant le service à continuer d’utiliser des approches avant-gardistes qui continueront de répondre aux besoins des diverses communautés de la ville et de la population croissante. ## Inspirez l’avenir En tant que leader communautaire de haut niveau, vous êtes un penseur global et prêt à adopter des approches innovantes et des partenariats avec les acteurs communautaires pour garantir que le service puisse continuer à répondre à ses besoins changeants. Vous pouvez assumer la gestion des problèmes et mener des changements positifs, tout en garantissant la responsabilité et un mandat de lutte contre la criminalité. En tant que chef de police, vous serez une présence visible tout en établissant des liens solides basés sur l’ouverture et la confiance entre le service de police et les diverses communautés qu’il dessert. En travaillant avec le conseil d’administration, votre équipe de direction, les militaires et les partenaires communautaires, vous inspirerez tout en assurant une communication ouverte et en établissant de nouvelles priorités qui répondront aux besoins changeants. Vous possédez une expérience approfondie et variée en tant que cadre policier, comprenez les communautés en croissance comme la nôtre et êtes reconnu pour être un leader courageux et transformateur. De plus, vous êtes engagé envers un engagement communautaire positif et possédez à la fois l’acuité politique et l’intelligence émotionnelle nécessaires pour écouter, reconnaître et agir en fonction des besoins de la communauté tout en soutenant les membres du service. ### **Comment postuler Pour explorer cette opportunité, veuillez postuler en ligne par e-mail **avant le 23 mars 2026 à** [**careers@waterhousesearch.net** ](mailto:careers@waterhousesearch.net)**en citant le projet CPS-CHIEF** dans la ligne d’objet . Si vous souhaitez recevoir une trousse d’informations détaillées, veuillez contacter Tim Lukasewich au 416-214-9299 x8, par courriel à **** ou Jon Stungevicius au 416-214-9299 x1, par courriel à ****. *Le Service de police de Cobourg et Waterhouse Executive Search embauchent en fonction du mérite et s’engagent à à l’emploi l’équité et un processus de sélection inclusif et sans obstacles. Nous soutenons un professionnel diversifié et inclusif travail environnement, et nous prenons les applications de tout candidats qualifiés, spécifiquement ceux issus de communautés sous-représentées .* *Nous remercions tous les candidats pour leur intérêt et souhaitons vous informer que seuls les candidats sélectionnés pour une entrevue seront contactés.* **Categories:** Partenaires d’emploi --- ### [Join us for the Women in Indigenous Policing Conference in Winnipeg, from April 7–9, 2026.](https://fncpa.ca/join-us-for-the-women-in-indigenous-policing-conference-in-winnipeg-from-april-7-9-2026/) **Published:** February 24, 2026 **Author:** First Nations Chiefs of Police Association **Content:** This event brings women together in a vibrant, culturally rooted space where their voices are honoured, their stories are lifted, and their collective strength is celebrated. It’s a place to build relationships, share wisdom, and support one another as leaders, protectors, and knowledge keepers in their communities. To learn more, contact Sergeant Janet Kaus at . **Categories:** News --- ### [Joignez-vous à nous pour la conférence intitulée : Les femmes dans les services policiers autochtones (Women in Indigenous Policing) à Winnipeg, du 7 au 9 avril 2026.](https://acppn.ca/joignez-vous-a-nous-pour-la-conference-intitulee-les-femmes-dans-les-services-policiers-autochtones-women-in-indigenous-policing-a-winnipeg-du-7-au-9-avril-2026/) **Published:** February 24, 2026 **Author:** First Nations Chiefs of Police Association **Content:** Cet événement rassemble les femmes dans un espace dynamique et ancré dans la culture autochtone, où leurs voix sont honorées, leurs histoires mises en lumière et leur force collective célébrée. C’est un espace pour tisser des liens, partager les savoirs et se soutenir mutuellement en tant que leaders, protectrices et gardiennes du savoir au sein de leurs communautés. Pour en savoir plus, contactez la sergente Janet Kaus à l’adresse courriel . **Categories:** Nouvelles --- ### [RFP: Manitoba First Nations Police Service Strategic Plan Consultant](https://fncpa.ca/mfnp-strategic-plan-rfp/) **Published:** February 3, 2026 **Author:** First Nations Chiefs of Police Association **Excerpt:** The DOTC Police Commission invites proposals for a consultant to develop a 4-year strategic plan for the Manitoba First Nations Police Service (MFNPS). **Content:** This request for proposals (RFP) will assist the Dakota Ojibway Tribal Council (DOTC) Police Commission in selecting a Consultant (individual or company) to assist the DOTC Police Commission in the creation of a comprehensive strategic plan for the Manitoba First Nations Police Service. ## **Introduction** The Manitoba First Nations Police Service (MFNPS) is a self-administered police service that provides policing services to 12 First Nations communities in Manitoba. The MFNPS is committed to enhancing the safety and well-being of the communities it serves, while respecting the cultures, traditions, and values of the First Nations people. The jurisdiction of the MFNPS includes Ojibway, Cree and Dakota communities. The MFNPS provides a progressive and responsive policing model for the unique First Nation communities which comprise our present jurisdiction. The MFNPS values reflect the Seven Sacred Teachings. The MFNPS employs a trauma informed approach to policing which supports victims of crime and promotes community safety and wellbeing. Each community under the jurisdiction of the Manitoba First Nations Police Service has representation within the DOTC Police Commission which provides civilian governance to the MFNPS. That governance includes the setting of goals and objectives for the police service through a strategic plan. The current MFNPS strategic plan expires at the end of 2025. **Police Services Act (Manitoba)** - Under the Manitoba Police Services Act, police boards (or police commissions) are legally mandated to engage in strategic planning. Specifically, the Act requires boards or commissions to consult with the police chief to establish priorities and objectives for the police service, and to establish policies for its effective management and operation. - These priorities and objectives are embodied in a multi‑year strategic plan, which must reflect the community’s needs, values, and expectations. The Police Commission is seeking a Consultant who will coordinate, develop and deliver a new 4-year strategic plan for the MFNPS under the direction of the Police Commission. ## **Project Scope** The project scope includes the following elements which the Consultant must fulfill: **Conduct environmental scan (evidence base)** - Analyze trends: crime/occurrence data, calls for service, response times, clearance, community safety indicators, staffing, budget, technology, previous plan results. - Compare with similar MB boards for context. **Community & stakeholder engagement** ***The community and stakeholder engagement must ensure that we receive a fulsome response. While surveys would be part of this engagement, it is essential that in person dialogues such as town halls occur within our First Nation communities.*** - Engage residents, Indigenous governments, organizations, youth, businesses, social-service partners, and police commission. - Use mixed methods: survey, town halls, interviews, online submissions; publish an executive summary which includes statistical results and breakdowns for each community. **Structured consultation with the Chief & the sworn and professional staff members of the MFNPS** - Workshop operational realities, legal constraints, risk, training, facilities, tech, data/analytics, and opportunities. **Draft strategic priorities & outcomes** - Craft concise priorities with 1–3 outcome statements each (e.g., community trust, harm reduction, road safety, victim support, healthy organization). - Write at the **governance-level** in a manner that is broadly understood and clear **Performance framework** - Define a small set of KPIs per priority (outcomes + outputs), baselines, and annual targets. **Assess resourcing, equity & risk** - Note resource implications (people, training, tech, budget, and partnerships). - Build in equity, accessibility, and cultural needs of First Nation communities. **Legal/policy check** - Verify alignment with the Police Services Act, any legislation and best practices. - Ensure the plan respects the rights and expectations of First Nation people who are served by the MFNPS. **Final plan production and delivery - Create a publish ready, plain-language plan which includes an overview of the planning process, clear objectives, expected outcomes, and metrics for evaluating the progress and effectiveness of the plan. ## **Project Budget** The budget for this project is to be determined based on the needs and requirements of the Police Commission. We reserve the right to negotiate the final contract price with the selected Consultant. The Consultant must provide a detailed breakdown of the costs for each phase of the project. The Consultant must also provide an expected payment schedule and terms and conditions for the contract. ## **Project Timeline** The project timeline is as follows: - Issue date of RFP: January 26, 2026 - Deadline for submissions: February 26, 2026 - Interviews/presentations with shortlisted Consultants: Mid-March 2026 ## **Proposal Requirements** The Consultant must submit one (1) electronic copy of the proposal in PDF format to the MFNPS Police Commission’s Secretary by email no later than 4:00 p.m. Central Time on January 26, 2026. The email address is: The proposal must include the following information: - A cover letter, signed by an authorized representative of the Consultant, summarizing the key features of the proposal and indicating the Consultant’s contact information. - A company or individual profile, describing the Consultant’s history, experience, qualifications, and references in providing similar services. - A project plan, outlining the Consultant’s proposed approach, methodology, and schedule for delivering the project scope. - A cost proposal, providing a detailed breakdown of the costs for each project phase and a payment schedule and terms and conditions for the contract - A quality assurance plan, describing the Consultant’s quality control measures and procedures for ensuring the final document meets the DOTC Police Commission standards and expectations - A risk management plan, identifying the potential risks and challenges associated with the project and the Consultant’s mitigation strategies and contingency plans **Proposal Evaluation and Selection** The proposals will be evaluated by the DOTC Police Commission. The evaluation criteria and weighting are as follows: - Company/personal profile and experience working with First Nations (20%) - Project plan and methodology (25%) - Alignment of Consultant with the mission and values of the MFNPS (20%) - Cost of proposal and value for money (25%) - Quality assurance and risk management (10%) The DOTC Police Commission will shortlist the top Consultants based on the evaluation scores and invite them for interviews and presentations. The interviews and presentations will be held during the week of Mid-March 2026. The Police Commission will then select the preferred Consultant and enter final contract negotiations. The DOTC Police Commission reserves the right to reject any or all proposals, to waive any minor irregularities or informalities in the proposals, and to award the contract to the Consultant that best meets the MFNPS’s needs and interests. ## **General Terms and Conditions** The following general terms and conditions apply to this RFP and the resulting contract: - The Consultant must comply with all applicable laws, regulations, codes, and standards in performing the contract - The Consultant must agree to a police record/background check - The Consultant must indemnify and hold harmless the DOTC Police Commission from all claims, damages, liabilities, and losses arising from or related to the Consultant’s performance of the contract - The Consultant must not subcontract or assign any part of the contract without the prior written consent of the DOTC Police Commission - The Consultant must not disclose any confidential or proprietary information of the MFNPS without the prior written consent of the DOTC Police Commission - The Consultant must not engage in any conflict of interest or unethical conduct in relation to the contract - The Consultant must acknowledge and respect the cultures, traditions, and values of the First Nations people and communities served by the MFNPS - The DOTC Police Commission owns all intellectual property rights in any materials, documents, or data produced or delivered by the Consultant under the contract - The DOTC Police Commission may terminate the contract for cause or convenience, upon giving written notice to the Consultant, and may claim any damages or remedies available to it under the contract or at law - The contract shall be governed by and construed in accordance with the laws of Manitoba and the laws of Canada applicable therein ## Contact Information For any questions or inquiries regarding this RFP, please contact: Police Commission Board Secretary Dakota Ojibway Tribal Council Police Commission Email: **Categories:** Employment Partners, News --- ### [RFP: Cultural Framework & Training Program for Manitoba First Nations Police Service](https://fncpa.ca/mfnp-cultural-framework-training-rfp/) **Published:** February 3, 2026 **Author:** First Nations Chiefs of Police Association **Excerpt:** MFNPS invites proposals to design and deliver an ongoing Cultural Framework and Training Program grounded in Ojibway, Dakota, and Cree Nations. **Content:** **DAKOTA OJIBWAY TRIBAL COUNCIL POLICE COMMISSION REQUEST FOR PROPOSALS** Cultural Framework & Ongoing Cultural Training Program Manitoba First Nations Police Service (MFNPS) ## **1. Introduction** The Manitoba First Nations Police Service (MFNPS) invites qualified individuals, organizations, educational institutions, and cultural knowledge providers to submit proposals to design, develop, and deliver a comprehensive, progressive, and ongoing Cultural Framework and Cultural Training Program. This program must reflect, honour, and integrate the distinct cultures, languages, histories, teachings, and experiences of the Ojibway/Anishinaabe, Dakota, and Cree First Nations communities served by the MFNPS. The program will be delivered to all sworn officers, recruits, leadership, and professional staff, supporting the MFNPS commitment to cultural safety, respectful community engagement, and Indigenous-informed policing practices. ## 2. Background The MFNPS serves 12 First Nations across Manitoba, originally established as the Dakota Ojibway Police Department in 1974. MFNPS has expanded over time to include communities represented by the Dakota, Ojibway/Anishinaabe, and Cree Nations. The Dakota Ojibway Tribal Council Police Commission (DOTC) has defined a Cultural Framework Strategy in consultation with Police Commissioners, MFNPS leadership, officers, and staff. The key to this strategy is the creation of a long-term training program which: - Ensures that the MFNPS becomes a culturally safe, inclusive, and responsive police service that honours the unique histories, values, strengths, and needs of the Ojibway/Anishinaabe, Dakota, and Cree Nations. - That supports member competency based on continuous learning, reflection, and cultural growth. ## **3. Objectives of the Cultural Training Program** The selected proponent will develop and deliver a program that will: - Build cultural competency, humility, and awareness across all levels of the MFNPS. - Reflect the unique histories, teachings, values, governance systems, and languages of the Ojibway/Anishinaabe, Dakota, and Cree Nations. - Strengthen trust and connection between MFNPS and the communities it serves. - Provide experiential and land‑based learning connected to First Nations worldviews. - Support trauma‑informed, culturally safe policing practices. - Establish a living curriculum with ongoing updates informed by community guidance. - Incorporate Elders, Knowledge Keepers, youth, and community voices throughout all stages. ## **4. Scope of Work The selected proponent will be responsible for:** A. Curriculum Development - Co-develop a Cultural Framework and Training Program grounded in the community engagement summary. - Create modules for recruits, sworn officers, civilian staff, leadership, and specialized roles. - Include teachings on Indigenous history, land‑based learning, ceremonies, governance, language, trauma‑informed practice, and community‑specific protocols. - Develop an etiquette guide for each MFNPS community. - Create blended learning materials (in‑person, online modules, videos, podcasts, guides, scenarios). B. Community Engagement - Engage Elders, Knowledge Keepers, youth, and community representatives from each Nation. - Facilitate community meetings to gather teachings, protocols, and histories. - Ensure training content is co-created and validated by communities. C. Program Delivery - Deliver ongoing training (monthly, quarterly, annual components). - Provide immersive, experiential, and land-based learning opportunities. - Deliver a one‑week cultural integration module for recruits annually. - Provide train‑the‑trainer sessions to MFNPS internal champions. D. Evaluation and Reporting - Create practical measurement tools (pre/post surveys, qualitative evaluation, community feedback). - Provide biannual progress reports. - Provide an annual summary on program effectiveness, participation, and recommendations. ## **5. Deliverables** Deliverables include but are not limited to: - Comprehensive Cultural Framework document (living document). - Curriculum and training modules (digital and print). - Community-specific etiquette guides. - Multimedia materials (videos, podcasts, scenario scripts, worksheets). - Annual and ongoing training schedules. - Evaluation framework and measurement tools. - Annual report with recommendations for updates and improvements. ## **6. Proponent Qualifications** Proponents should demonstrate: - Deep knowledge and lived experience related to Ojibway/Anishinaabe, Dakota, and Cree cultures. - Strong relationships or experience working with Manitoba First Nations communities. - Experience designing cultural, educational, or land-based programs. - Ability to collaborate with Elders and Knowledge Keepers in respectful, culturally appropriate ways. - Experience working with police services, justice systems, or trauma‑informed training (preferred). - Capacity to produce professional quality training materials and deliver ongoing programming. - Strong facilitation and community engagement skills. ## **7. Proposal Requirements** Proposals must include: 1. Cover Letter 2. Organizational or Individual Profile 3. Approach & Methodology 4. Workplan and Timeline 5. Detailed Budget 6. Experience & Qualifications 7. References (minimum of three) 8. Examples of previous related work (if applicable) ## **8. Budget Expectations** MFNPS expects a detailed costing model that may include: - Curriculum development fees - Cultural advisors / Elders honoraria - Travel to MFNPS communities - Materials, multimedia production, software - Facilitation and delivery costs - Annual refresh/update costs ## **9. Evaluation Criteria** Proposals will be evaluated using: - Cultural relevance and authenticity - Demonstrated understanding of MFNPS communities - Methodology and workplan quality - Experience and qualifications - Community engagement approach - Cost-effectiveness - Elder/Knowledge Keeper involvement - Capacity to deliver ongoing multi-year programming ## **10. Submission Details** Proposals must be submitted electronically. To: **Dakota Ojibway Tribal Council Police Commission** Attention of: Police Commission Secretary Email: Deadline: February 27, 2026 @ 1630 hrs. Late submissions may not be considered. ## **11. Terms and Conditions** The Dakota Ojibway Tribal Council Police Commission reserves the right to: - Reject any or all proposals - Seek clarification from proponents - Negotiate scope or pricing - Award the contract in whole or in part - Cancel the RFP at any time **Categories:** Employment Partners, News --- ### [À vos agendas ! Conférence et remise des prix annuelles de la ACCPN](https://acppn.ca/a-vos-agendas-conference-et-remise-des-prix-annuelles-de-la-accpn/) **Published:** January 16, 2026 **Author:** First Nations Chiefs of Police Association **Content:** Les clients peuvent réserver en appelant le service des réservations de l’hôtel au **1-800-663-7550**. Indiquez à l’agent le code de réservation **MAY26FNCPA** pour bénéficier de la réduction. **Categories:** Nouvelles --- ### [SAVE THE DATE — FNCPA Annual Conference & Awards](https://fncpa.ca/save-the-date-fncpa-annual-conference-awards/) **Published:** January 16, 2026 **Author:** First Nations Chiefs of Police Association **Content:** Guests can make reservations by calling the hotel Reservations Team at **1-800-663-7550**. Tell the agent the block code **MAY26FNCPA** to get the discount. **Categories:** News --- ### [Crime Analyst](https://fncpa.ca/crime-analyst/) **Published:** December 22, 2025 **Author:** First Nations Chiefs of Police Association **Content:** The Crime Analyst position is established to assist the organization in successfully meeting its mission of providing culturally sensitive and data-driven policing to the UCCM APS service area. The Crime Analyst will collect, analyze, and interpret crime and community safety data to identify trends, patterns, and emerging issues within the service area. The position will prepare reports and visual data products to assist leadership with proactive strategies, enforcement initiatives, and community engagement efforts. The Crime Analyst will interact with UCCM APS personnel, external stakeholders, and community partners to prepare assessments on crime trends, community-level issues, and service-wide statistics, serving as a key analytical resource within the Crime Unit. **Your duties will include (but are not limited to):** - Collect, summarize, and interpret data to produce analytical and operational reports supporting investigations, resource deployment, and proactive policing. - Compile and analyze community-and service-level crime statistics to identify trends and areas of concern. - Develop, maintain, and update databases for crime analysis and reporting. - Create analytical products such as crime bulletins, heat maps, link charts, and statistical dashboards. - Prepare regular and ad hoc reports on crime trends, calls for service, and community safety indicators. - Support community safety planning by identifying patterns and emerging issues across UCCM APS communities. - Collaborate with internal units, management, and community partners to inform data-driven strategies and decision-making. - Prepare data and reports for annual summaries, grant applications, and presentations to leadership and community partners. - Maintain confidentiality and ensure compliance with policies, standards, and data integrity requirements. **Your education and experience:** - Post-secondary degree in Criminology, Data Analytics, Social Science, or related field; or combination of training and experience. - Minimum of two (2) years previous experience in a directly related role, including crime analysis, data analytics, or research. - Advanced computer skills including Microsoft Excel (formulas, pivot tables, charts, and dashboards), Microsoft Office Suite (Word, PowerPoint, Outlook), NICHE RMS, CPIC, and MTO databases. - Experience developing statistical summaries, dashboards, and performance reports for internal and community use. - Willingness to work flexible hours and assist the UCCM APS in major investigations when required. **Your skills include (but are not limited to):** - Strong knowledge of research methods, data collection, and analytics. - Advanced Excel proficiency for statistical reporting, data visualization, and performance tracking. - Analytical skills including spatial, temporal, and geographic analysis of crime patterns. - Excellent organization, time management, and logical reasoning skills. - Demonstrated decision-making ability, sound judgment, and problem-solving. - Strong interpersonal and communication skills to collaborate effectively across all levels of the organization and with external partners. - Ability to prepare and present professional written reports, charts, and visual summaries of findings. - Ability to manage multiple priorities in a fast-paced environment with accuracy and attention to detail. - Knowledge and respect for Anishnaabe traditions, language, customs, and culture. **We require:** - A detailed cover letter outlining your ability to meet the position requirements as outlined above, with a resume demonstrating your qualifications, along with copies of relevant certificates/diploma. - Contact information for three employment references (1 supervisor) - Complete and submit a Pre-Background Questionnaire - Complete and submit a Personal History Form - Complete a Consent and Release of Liability Form All forms can be found on our website Current Opportunities – UCCM Anishnaabe Police We encourage individuals of Anishnaabe ancestry to apply and self-identify. **How to apply** Email: with the subject line: “Employment Opportunity: Crime Analyst” Mail: Confidential: Human Resources UCCM Anishnaabe Police Service, 5926 Hwy 540, M’Chigeeng, ON POP 1G0 **Categories:** Employment Partners --- ### [Detective Sergeant – Crime and Drug Officer](https://fncpa.ca/detective-sergeant-crime-and-drug-officer/) **Published:** December 18, 2025 **Author:** First Nations Chiefs of Police Association **Excerpt:** The Wikwemikong Tribal Police Service is accepting applications for the Detective Sergeant. **Content:** The Wikwemikong Tribal Police Service is accepting applications from a police officer who has served or is currently serving with the Wikwemikong Tribal Police Service, or currently serving in a Canadian Police Service, or is within 2 years of retiring from a Canadian Police Service and has completed the probationary period, to make application for the Detective Sergeant, who will provide operational supervision and coordinate crime prevention within the Wikwemikong Unceded Territory. **Summary of Duties:** - Liaises with frontline members to promote and maintain an ongoing flow of information and partnership between uniform and crime unit personnel. Provides advice and guidance to all officers involved in criminal investigations within the assigned area. - Lead investigations of major crimes and provide guidance to officers involved. - Foster collaboration between uniform and crime unit personnel; maintain effective information flow. - Support WTPS crime management plans; monitor crime trends and develop strategies to address issues. - Implement and evaluate crime prevention initiatives. - Prepare detailed administrative, investigative, and statistical reports; keep Chief of Police or designate, informed of ongoing investigations. - Coordinate investigative resources. - Build relationships with internal and external partners, including other police agencies, Crown Attorneys, Coroners, medical personnel, victim services, and Wiikwemkoong community organizations. - Supervise and develop staff; identify training needs and communicate legislative updates. - Manage performance evaluations, career development plans, and recognition programs. - Ensure compliance with DNA Data Bank, Power Case, VICLAS, and Sex Offender Registry requirements; monitor high-risk offenders. - Monitor high-risk offenders and recommend community notification strategies. - Conduct surveillance and undercover operations as directed. - Provide expert court testimony when required. - Support and mentor other officers involved in drug enforcement and investigative work. - Ensure compliance with all policies, procedures, and ethical standards of the Wikwemikong Tribal Police Service. - Handle investigations that meet a certain threshold and assisting with major incidents. - Perform other duties as assigned. **Summary of Qualifications:** - Personnel records must indicate exemplary status with no form of discipline in the past 12 months. - Knowledgeable and respectful of the Wiikwemkoong culture, language, and traditions. - Thorough knowledge of the Criminal Code, Controlled Drugs and Substances Act, Cannabis Act, and related Federal/Provincial legislation. - Understanding of current case law and judicial decisions affecting the administration of justice. - Knowledge of Major Case Management (MCM) principles and investigative file management. - Knowledge of victim assistance programs and protocols. - Strong investigative and analytical skills, with the ability to manage multiple projects. - Demonstrated skill in note-taking, report writing, and Crown brief preparation. - Effective interpersonal communication, discretion, and teamwork abilities. - Supervisory ability to manage performance, coach, and mentor staff. - High level of integrity, professionalism, and commitment to community policing and cultural awareness. **Education and Experience Preferences** - Successful completion of Ontario Police College Basic Constable Training - Completion of Criminal Investigators Training and/or General Investigative Techniques Course - Experience in conducting drug or organized crime investigations is an asset. - Experience working with confidential informants and preparing judicial authorizations preferred. - Course considered an asset: Search Warrant Course, Major Case Management Course, Interviewing and Interrogation Techniques Course, Informant Development Course, and Warrant Entry Course. - Proficiency in software such as Word, PowerPoint, Power Case, Windows, and Niche. - Knowledge and experience in the following skills: Criminal Investigative Techniques, Sex Assault Investigations, Child Interviewing, Investigation of Sexual Offences Against Children, Search Warrant, Major Case, Management, Interviewing, and Interrogation Techniques. **Judgement** • Operate independently, with access to investigative specialists for advice. - Exercise sound judgment in personnel recommendations, performance assessments, training needs, operational decisions, and whether to lay charges. **Accountability** - Coordination: Ensure quality and effectiveness of criminal investigations. - Human Resources: Lead and supervise staff during investigations. - Impact of Errors: Failure to provide effective coordination and leadership may result in increased crime trends, unsuccessful prosecutions, reduced efficiency, and excessive costs, undermining WTPS crime program objectives. **Qualifications** - Knowledge of First Nation, provincial, and federal laws; WTPS structure; and local culture. - Expertise in criminal investigation techniques and case management. - Strong computer, analytical, organizational, and communication skills. - Ability to work independently and in teams, exercise sound judgment, and maintain confidentiality. **Eligibility** - At minimum, be confirmed at the rank below the position being advertised. - Members with a record of formal discipline on file within the past (1) year from date disposition or who are currently serving a disciplinary demotion are not eligible to apply. - Members with other records of discipline (formal or informal), Respectful Workplace/Workplace Violence Prevention Policy matters, will be considered as part of a holistic assessment of the requirements of this position prior to final selection. **Application Process** - Internal Applicants: Submit a letter of interest and updated resume to Richard Flamand, Human Resources Manager by January 19th, 2026 at 2:00 p.m. - External Applicants: Submit a letter of interest and resume to Richard Flamand, Human Resources Manager, by January 19th, 2026 at 2:00 p.m. We thank you for your interest in our growing and vibrant police service. For research and information about the Wikwemikong Tribal Police Service, please refer to our website at www.wtps.ca, WTPS LinkedIn, Instagram, Facebook, X (Formerly Twitter), and traditional social media forms. Documents required to apply for the position will be a detailed cover letter outlining how you meet the position requirements, a current resume demonstrating qualifications, experience, and training. Copies of relevant course certificates (to be submitted with you application package). Richard Flamand, Human Resources Manager **Categories:** Employment Partners --- ### [Sous-directeur de la formation de base des agents de police et des constables spéciaux; sous-directrice de la formation de base des agents de police et des constables spéciaux](https://acppn.ca/sous-directeur-de-la-formation-de-base-des-agents-de-police-et-des-constables-speciaux-sous-directrice-de-la-formation-de-base-des-agents-de-police-et-des-constables-speciaux/) **Published:** November 25, 2025 **Author:** First Nations Chiefs of Police Association **Content:** Êtes-vous un leader visionnaire passionné par l’idée de façonner l’avenir de la formation des forces de l’ordre en Ontario? Le ministère du Solliciteur général est à la recherche d’un sous-directeur de la formation de base des agents de police et des constables spéciaux dynamique, afin de mener un changement transformationnel à l’échelle provinciale dans la formation et le développement des policiers. Ce rôle clé permet de concevoir et de mettre en œuvre des programmes de formation normalisés et accrédités qui s’alignent sur les objectifs stratégiques du Ministère et les besoins évolutifs en matière de sécurité publique. Vous chapeauterez de méthodologies de formation innovantes, bâtirez des partenariats stratégiques entre secteurs et veillerez à offrir des expériences d’apprentissage à fort impact qui répondent aux priorités de développement obligatoires et à long terme. En tant que cadre supérieur relevant du directeur du Collège de police de l’Ontario, vous superviserez la planification stratégique, la gestion financière et le développement des ressources humaines pour le département responsable de la formation des patrouilles. Vous guiderez la planification d’affaires sur plusieurs années, dirigerez des initiatives de changement complexes et gérerez des projets de haut niveau qui façonneront l’avenir des services policiers en Ontario. Avec une solide base dans le secteur de l’éducation des adultes, de l’élaboration de politiques et de la mobilisation des parties prenantes, vous jouerez un rôle crucial dans l’amélioration des normes de formation, la promotion d’équipes inclusives et performantes, et la promotion de l’excellence dans la prestation des services de sécurité publique. Si vous êtes prêt à laisser une empreinte durable et à diriger avec détermination, nous vous invitons à poser votre candidature. Le Collège de police de l’Ontario (CPO), situé à Aylmer, est le principal centre de formation pour les professionnels de la police dans la province, géré par le ministère du Solliciteur général. Le Collège offre des programmes de formation innovants reposant sur des données probantes qui reflètent les besoins des diverses communautés de l’Ontario. L’offre phare du Collège est le programme de formation de base des agents de police — un cours obligatoire de 13 semaines pour tous les policiers nouvellement embauchés en Ontario. Le programme couvre le droit fédéral et le droit provincial, ainsi que les droits de la personne, l’éthique, la réponse en santé mentale, le recours à la force, les armes à feu et la sécurité des agents, avec une formation spécialisée sur le racisme systémique et les services policiers autochtones. Au cours des dernières années, le programme s’est élargi afin accueillir un plus grand nombre de recrues et d’éliminer les frais de scolarité, soutenant le recrutement au sein des petites communautés et des communautés des Premières Nations. Le collège fournit également une formation pour constables spéciaux, adaptée aux rôles dans le transport en commun, l’éducation et d’autres secteurs publics, assurant des normes cohérentes en matière d’autorité légale, d’intervention situationnelle et de sécurité publique. ### Leadership au sein de la fonction publique de l’Ontario Une carrière de dirigeant au sein de la fonction publique de l’Ontario offre des possibilités intéressantes de diriger des projets marquants, de collaborer avec des équipes diverses et de façonner des politiques, des programmes et des services qui influent positivement sur la vie de millions d’Ontariens, le tout dans un milieu de travail favorable et inclusif. Nos dirigeants bénéficient de régimes d’avantages sociaux complets, d’un solide programme de retraite et d’un travail stimulant et gratifiant, leur permettant de conserver motivation et épanouissement au travail. ### **Au sujet de l’emploi** #### Créer l’environnement de travail Dans la fonction publique de l’Ontario, nous exigeons de nos dirigeants qu’ils respectent les normes les plus élevées, et nous nous attendons à ce qu’ils incarnent l’authenticité, la responsabilité et le courage dans chaque action et décision. Il vous incombera de créer un environnement de travail et une culture d’équipe qui stimulent l’innovation, favorisent la collaboration et appuient l’inclusion en créant un milieu de travail diversifié, luttant contre le racisme et accessible, exempt de toute discrimination et de tout harcèlement. En harmonisant vos choix avec ces valeurs, vous créerez un environnement de travail dynamique où chaque personne peut s’épanouir. #### Respecter les objectifs et les priorités opérationnels Votre leadership s’avérera essentiel pour guider l’équipe vers la réalisation de ses objectifs opérationnels. Il vous incombera d’inspirer et de motiver votre équipe à donner le meilleur d’elle-même et à harmoniser les actions quotidiennes de l’équipe avec la vision stratégique du Ministère.À titre de sous-directeur, vous allez : - Faire preuve de leadership dans le cadre des plans stratégiques pluriannuels d’activités, de programmes et de services, y compris le déploiement de ressources (humaines et financières) pour mettre en œuvre les programmes et les services. - Gérer la prestation des programmes de formation obligatoires, des normes, ainsi que des programmes, produits et services consultatifs connexes, en veillant à ce que les exigences des lois et des programmes soient respectées et appliquées. - Gérer, motiver et former la direction et le personnel impliqués dans la prestation de la formation policière, tant au niveau des recrues que des officiers supérieurs. - Superviser et gérer l’élaboration de stratégies en matière de formation des policiers, de mécanismes de prestation, de modèles/d’accords de prestation de services basés sur le client et de nomes de formation pour le contenu des programmes d’études. ### **Ce que vous apportez à l’équipe** #### **Leadership stratégique :** - Vous êtes un leader dynamique et axé sur les valeurs. - Expérience éprouvée de l’élaboration de programmes de formation des policiers solides et novateurs et de la gestion des enjeux. - Vous êtes un leader en matière de changement et pouvez soutenir des transformations à l’échelle organisationnelle résultant de nouvelles approches et méthodologies de formation et de développement policier. - Promotion avec succès des pratiques équitables qui valorisent la diversité et l’inclusion dans votre environnement de travail et qui soutiennent l’engagement du personnel. - Expérience de la motivation du personnel, en l’incitant à obtenir des résultats dans un environnement en évolution rapide. - Excellentes compétences en analyse et raisonnement stratégique, et grand sens de l’acuité politique pour traiter une variété de questions délicates. #### **Gestion des relations et communication :** - Vous avez fait preuve de compétences écrites, orales et interpersonnelles supérieures, et vous êtes en mesure d’influencer les partenaires des services de police et les parties prenantes ainsi que de négocier avec ces tiers afin de trouver des solutions collaboratives à des problèmes complexes. - Compétences avérées en matière de gestion des intervenants et capacité à établir et entretenir des relations de confiance avec les cadres de direction, les clients et les partenaires. - Vous pouvez gérer efficacement des attentes, anticiper et résoudre des principaux obstacles et conflits. - Vous pouvez fournir des conseils et une expertise en planification de programmes à la haute direction ministérielle au sujet des décisions et orientations des programmes, ainsi que sur les enjeux et les risques qui influencent l’atteinte des engagements gouvernementaux. #### **Expertise technique :** - Vous démontrez une connaissance des méthodologies, principes et pratiques d’éducation et de formation des adultes, y compris l’évaluation des besoins, la conception de programmes, les stratégies et méthodes de prestation des systèmes de formation, ainsi que les tendances, méthodologies et principes émergents dans le domaine, afin d’apporter une expertise stratégique et un leadership dans le développement, la mise en œuvre et l’évaluation d’un système de formation de formation complet à l’échelle ministérielle et provinciale, des normes et un programme standardisé de certification dans le domaine des services policiers. - Vous pouvez élaborer des politiques de programme et des options pour mettre en œuvre des programmes normalisés de formation policière et définir des priorités à court et à long terme. - Vous pouvez élaborer des politiques de programme et des options pour mettre en œuvre des programmes de formation normalisés et définir des priorités à court et à long terme. - Vous avez de l’expérience en matière de direction de l’élaboration de mesures et d’indicateurs de rendement afin de contrôler l’efficacité des initiatives et des programmes de formation ciblés. ### **Vous ne respectez pas toutes les qualifications ?** Si ce nouveau poste vous emballe et que vous possédez la plupart des qualités énumérées, mais pas toutes, veuillez songer quand même à postuler. Nous sommes conscients qu’une seule personne peut ne pas posséder toutes les qualités exigées dans cette annonce d’emploi, et vous pourriez bien être la candidate idéale ou le candidat idéal. ### **Comment nous soutenons la diversité, l’inclusion et l’accessibilité** Nous nous efforçons de constituer une main-d’œuvre inclusive qui reflète les collectivités qu’elle sert. Nous encourageons toutes les personnes qui souhaitent travailler avec nous à poser leur candidature, y compris les personnes handicapées, les personnes autochtones, noires et racisées, ainsi que les personnes de toutes les ethnies, cultures, orientations sexuelles, identités de genre et expressions de genre. Notre processus d’embauche est accessible, conformément au [*Code des droits de la personne de l’Ontario*](https://www.ohrc.on.ca/en/ontario-human-rights-code) et à la *[Loi de 2005 sur l’accessibilité pour les personnes handicapées de l’Ontario](https://www.ontario.ca/laws/statute/05a11)*. Nous nous efforçons de prévenir et d’éliminer les obstacles dans nos processus d’embauche et pouvons offrir des [aménagements](https://www.ontario.ca/page/careers-hiring-process#section-4) pour répondre à des besoins spécifiques liés aux motifs protégés par le Code, tels que le handicap, la situation familiale et la religion. Pour plus d’informations sur l’hébergement pendant le processus d’embauche, [veuillez nous contacter](https://intra.ejobs.careers.gov.on.ca/ContactUs.aspx). Pour en savoir plus sur les efforts déployés par la FPO pour bâtir un milieu de travail inclusif, antiraciste et diversifié, consultez : - [les initiatives en matière de diversité, d’équité et d’inclusion](https://www.ontario.ca/page/about-ontario-public-service#section-2) - [les engagements en matière d’accessibilité](https://www.ontario.ca/page/accessibility) - [la politique pour la lutte contre le racisme](https://www.ontario.ca/page/ontario-public-service-anti-racism-policy) ### **Renseignements supplémentaires** #### **Adresse :** - 1 English Permanent, 10716 Hacienda Rd, Aylmer, Région Ouest, Vérification de casier judiciaire et d’affaires judiciaires #### **Groupe de rémunération :** Système de rémunération des cadres Comprendre l’avis d’emploi vacant – définitions #### [**Horaire :**](https://www.ontario.ca/page/careers-job-ad-definitions) 6 #### **Categorie :** Gestion et autres services #### **Date de publication:** le vendredi 21 novembre 2025 #### **Note :** - **À propos des vérifications de sécurité:** Un dossier qui fait état d**‘une infraction criminelle ou d’une autre infraction fédérale ne vous exclut pas automatiquement** du poste. Nous prenons en considération chaque situation selon les responsabilités du poste. Si une vérification s’avère nécessaire et si vous avez habité en dehors du Canada au cours des cinq dernières années pendant six mois ou plus d’affilée ou si vous n’êtes pas une résidente canadienne ou un résident canadien, vous devrez fournir un certificat de police de l’étranger délivré par le pays dans lequel vous avez habité. Les enquêtes de sécurité requises pour l’emploi sont seulement examinées et évaluées par le Bureau de la transition et de la sécurité, qui les tient également à jour et les garde strictement confidentielles. - W-SL-235568/25 #### **Comment postuler :** 1. Vous devez [postuler en ligne.](https://www.gojobs.gov.on.ca/Apply.aspx?Language=English&JobID=235568) 2. Votre lettre d’accompagnement et votre curriculum vitae réunis doivent avoir un maximum de cinq (5) pages. Pour des conseils et des outils qui vous aideront à rédiger une lettre d’accompagnement et un curriculum vitae concis, consultez [Rédaction d’une lettre d’accompagnement et d’un Curriculum vitae : conseils, outils et ressources.](https://www.gojobs.gov.on.ca/Docs/OPSCoverLetterandResumeWritingGuide.pdf) 3. Adaptez votre lettre d’accompagnement et votre curriculum vitae en fonction des exigences figurant dans l’offre d’emploi. En utilisant des exemples concrets, vous devez faire ressortir en quoi vos aptitudes et vos compétences correspondent aux exigences du poste. Nous comptons sur les renseignements que vous nous fournissez. 4. Voir la [description de l’emploi](https://intra.ejobs.careers.gov.on.ca/PDR.aspx?Language=English&JobID=235568) pour bien comprendre en quoi consiste ce poste. 5. Les membres de la FPO doivent indiquer leur numéro d’employé RIRH (WIN Employee ID Number) lorsqu’ils présentent leur candidature à un poste. 6. Si vous avez besoin d’aménagements liés à un handicap afin de participer au processus de recrutement, [veuillez nous contacter](https://www.gojobs.gov.on.ca/ContactUs.aspx) pour fournir vos coordonnées. L’équipe des services de recrutement vous contactera dans les 48 heures. Tous les candidats à un emploi (y compris les anciens fonctionnaires de l’Ontario) qui participent à un concours dans un ministère ou à un organisme public rattaché à la Commission doivent divulguer (dans leur lettre d’accompagnement ou leur curriculum vitæ) un emploi occupé antérieurement au sein de la fonction publique de l’Ontario. Les renseignements divulgués doivent comprendre les postes occupés, les dates d’emploi et, le cas échéant, toutes restrictions en vigueur limitant leur réemploi dans la fonction publique de l’Ontario. Les restrictions en vigueur peuvent comprendre des restrictions de temps ou liées à des ministères en particulier, et elles peuvent empêcher d’offrir à un ancien employé un emploi au sein de la fonction publique de l’Ontario pendant une certaine période (p. ex., un an) ou dans un certain ministère (pendant une période prédéterminée ou indéfiniment). Les circonstances entourant le départ d’un employé seront prises en considération avant qu’une offre d’emploi ne lui soit faite. #### **Rappel :** La date limite de candidature est le **vendredi 5 décembre 2025 23h59min HNE**. Les candidatures reçues en retard seront refusées. **Categories:** Partenaires d’emploi --- ### [Deputy Director, Basic Constable & Special Constable Training](https://fncpa.ca/deputy-director-basic-constable-special-constable-training/) **Published:** November 25, 2025 **Author:** First Nations Chiefs of Police Association **Content:** Are you a visionary leader passionate about shaping the future of law enforcement training in Ontario? The Ministry of the Solicitor General is seeking a dynamic Deputy Director, Basic Constable & Special Constable Training to lead province-wide transformational change in police training and development. This pivotal role offers the opportunity to design and implement standardized, accredited training programs that align with strategic ministry goals and evolving public safety needs. You’ll spearhead innovative training methodologies, build strategic partnerships across sectors, and ensure the delivery of high-impact learning experiences that meet mandatory and long-term development priorities. As a senior leader reporting to the Director of the Ontario Police College, you’ll oversee strategic planning, financial stewardship, and human resource development for the Patrol Training Department. You’ll guide multi-year business planning, lead complex change initiatives, and manage high-profile projects that shape the future of policing in Ontario. With a strong foundation in adult education, policy development, and stakeholder engagement, you’ll play a critical role in enhancing training standards, fostering inclusive and high-performing teams, and driving excellence in public safety service delivery. If you’re ready to make a lasting impact and lead with purpose, we invite you to apply. The Ontario Police College (OPC), located in Aylmer, is the province’s premier training facility for police professionals, operated by the Ministry of the Solicitor General. It delivers evidence-based, innovative training programs that reflect the needs of Ontario’s diverse communities. The College’s flagship offering is the Basic Constable Training (BCT) program—a mandatory 13-week course for all newly hired police officers in Ontario. BCT covers federal and provincial law, human rights, ethics, mental health response, use-of-force, firearms, and officer safety, with specialized instruction on systemic racism and Indigenous policing. In recent years, the program has expanded to accommodate more recruits and eliminate tuition fees, supporting recruitment in smaller and First Nation communities. OPC also provides Special Constable Training, tailored to roles in transit, education, and other public sectors, ensuring consistent standards in legal authority, situational response, and public safety. ### Leadership in the Ontario Public Service A leadership career in the Ontario Public Service offers meaningful opportunities to lead impactful projects, collaborate with diverse teams, and shape policies, programs and services that positively influence the lives of millions of Ontarians, all within a supportive and inclusive work environment. Our leaders enjoy comprehensive benefit plans, a robust pension program, and challenging and rewarding work that will keep you motivated and fulfilled. ### **About the job** #### Create the Work Environment In the Ontario Public Service, we hold our leaders to the highest standards, expecting them to embody authenticity, accountability, and courage in every action and decision. It will be your responsibility to create a work environment and team culture that ignites innovation, nurtures collaboration and champions inclusivity by creating a diverse, anti-racist and accessible workplace that is free from discrimination and harassment. By aligning your choices with these values, you will create a vibrant work environment where every individual can thrive. #### Deliver on Business Goals and Priorities Your leadership will be crucial in guiding the team towards the achievement of their business goals. It will be your responsibility to inspire and motivate your team to deliver their best performance and align the team’s daily actions with the strategic vision of the ministry. As the Deputy Director, you will: - Manage the delivery of mandatory training programs, standards, and related programs, products and advisory services, ensuring that legislative and program requirements are met and enforced. - Provide the vision and leadership in change management to advance the development and implementation of a province-wide training systems - Manage, motivate and coach management and staff involved in the delivery of police training both at the recruit and senior officer levels. - Oversee and manage the development of police training strategies, delivery mechanisms, client-based service delivery models and agreements, and training standards for curriculum content. ### **What you bring to the team** #### **Strategic Leadership:** - You are a dynamic, values-based leader. - You have proven experience in developing sound and innovative police training programs and in issues management. - You are a leader in change and can support organization-wide transformational change resulting from new police training and development approaches/methodologies. - You have been successful in promoting equitable practices that value diversity and inclusion into your work environment and that support employee engagement. - You have experience motivating and inspiring staff to achieve results in a rapidly changing environment. - You have excellent analytical and strategic thinking skills along with a strong sense of political acuity to deal with a variety of sensitive issues. #### **Relationship Management and Communication** - You have demonstrated superior written, oral and interpersonal skills and can influence and negotiate with police partners and stakeholders to find collaborative solutions to complex issues. - You have demonstrated stakeholder management skills with the ability to establish and maintain relationships of trust with senior management, clients and partners. - You can effectively manage expectations and anticipate and resolve major obstacles and conflicts. - You can provide advice and program planning expertise to senior ministry management on program decisions and directions, and on issues and risk impacting achievement of government program commitments. #### **Technical Expertise:** - You demonstrate knowledge of adult education/training methodologies, principles and practices, including needs assessment, program design, training system strategies and delivery methods, and emerging trends, methodologies and principles in the field, to provide strategic expertise and leadership in the development, implementation and evaluation of a comprehensive ministry/province-wide training system, standards and standardized training certification program in the field of policing. - You can develop program policies and options for implementing standardized police training programs and setting short-term and long-term priorities. - You can develop program policies and options for implementing standardized training programs and setting short-term and long-term priorities. - You have experience in the development of performance measures and indicators to monitor the effectiveness of targeted training initiatives and programs. ### **Don’t meet every qualification?** If you are excited about this position and meet most, but not all, of the listed qualifications, please still consider applying. We recognize that no one person might have every qualification in this job ad, and you just might be the right candidate! ### **How we support diversity, inclusion and accessibility** We are building an inclusive workforce that reflects the communities we serve. We encourage everyone interested in working with us to apply, including people with disabilities, Indigenous, Black and racialized individuals, as well as people from all ethnicities, cultures, sexual orientations, gender identities and gender expressions. Our hiring process is accessible, consistent with Ontario’s [*Human Rights Code*](https://www.ohrc.on.ca/en/ontario-human-rights-code) and the [*Accessibility for Ontarians with Disabilities Act, 2005.*](https://www.ontario.ca/laws/statute/05a11) We are working to prevent and remove barriers in our hiring processes and can offer [accommodation](https://www.ontario.ca/page/careers-hiring-process#section-4) to address specific needs related to Code-protected grounds such as disability, family status and religion. For more information about accommodation during the hiring process, please [contact us.](https://intra.ejobs.careers.gov.on.ca/ContactUs.aspx) Learn more about the work the OPS is doing to create an inclusive, anti-racist, accessible and diverse workplace: - [diversity, equity and inclusion initiatives](https://www.ontario.ca/page/about-ontario-public-service#section-2) - [accessibility](https://www.ontario.ca/page/accessibility) - [Anti-Racism Policy](https://www.ontario.ca/page/ontario-public-service-anti-racism-policy) ### **Additional information** #### **Address:** - 1 English Permanent, 10716 Hacienda Rd, Aylmer, West Region, Criminal Record and Judicial Matters Check #### **Compensation Group:** Management Compensation Plan Understanding the job ad—definitions #### [**Schedule:**](https://www.ontario.ca/page/careers-job-ad-definitions) 6 #### **Category:** Management and General #### **Posted on:** Friday, November 21, 2025 #### **Note:** - **About security checks:** A criminal or other federal offence record **does not automatically disqualify you** from the position. We consider each situation based on the position’s responsibilities. If a check is needed and you’ve lived outside of Canada in the past 5 years for 6 or more months in a row, or if you are not a Canadian resident, you’ll need to provide an out-of-country police clearance certificate from the country you lived in. Employment screening checks are only reviewed and evaluated by the Transition and Security Office, which also maintains them and keeps them strictly confidential. - W-SL-235568/25 #### **How to apply:** 1. You must [apply online](https://www.gojobs.gov.on.ca/Apply.aspx?Language=English&JobID=235568). 2. Your cover letter and resume combined should not exceed five (5) pages. For tips and tools on how to write a concise cover letter and resume, review the [Writing a Cover Letter and Resume: Tips, Tools and Resources](https://www.gojobs.gov.on.ca/Docs/OPSCoverLetterandResumeWritingGuide.pdf). 3. Customize your cover letter and resume to the qualifications listed on the job ad. Using concrete examples, you must show how you demonstrated the requirements for this job. We rely on the information you provide to us. 4. Read the [job description](https://intra.ejobs.careers.gov.on.ca/PDR.aspx?Language=English&JobID=235568) to make sure you understand this job. 5. OPS employees are required to quote their WIN EMPLOYEE ID number when applying. 6. If you require disability-related accommodation in order to participate in the recruitment process, please [Contact Us](https://www.gojobs.gov.on.ca/ContactUs.aspx) to provide your contact information. Recruitment services team will contact you within 48 hours. All external applicants (including former employees of the Ontario Public Service) applying to a competition in a ministry or Commission public body must disclose (either in the cover letter or resume) previous employment with the Ontario Public Service. Disclosure must include positions held, dates of employment and any active restrictions as applicable from being rehired by the Ontario Public Service. Active restrictions can include time and/or ministry-specific restrictions currently in force, and may preclude a former employee from being offered a position with the Ontario Public Service for a specific time period (e.g. one year), or from being offered a position with a specific ministry (either for a pre-determined time period or indefinitely). The circumstances around an employee’s exit will be considered prior to an offer of employment. #### **Remember:** The deadline to apply is **Friday, December 5, 2025 11:59 pm EST**. Late applications will not be accepted. We thank you for your interest. Only those selected for further screening or an interview will be contacted. **Categories:** Employment Partners --- ### [Staff Sergeant—NCO](https://fncpa.ca/staff-sergeant-nco/) **Published:** December 5, 2025 **Author:** First Nations Chiefs of Police Association **Excerpt:** File Hills Police Service is currently accepting applications for an Experienced NCO. **Content:** File Hills Police Service is currently accepting applications for an Experienced NCO. The primary function of the Staff Sergeant is to direct and manage all aspects of the administrative and operational activities of the FHFNPS area. The Staff Sergeant will provide supervision to front line officer personnel. ## Requirements/Duties: - Ensures that tasks assigned by the Chief of Police are completed and carried out in a timely manner; - Ensures that FHFNPS members carry out their duties and responsibilities effectively and efficiently; - Able to analyze and establish operational needs within the FHFNPS area; - Adhering and familiar with current policies and procedures: - Personnel records must indicate exemplary status with no form of discipline in the past two (2) years; - Provide administrative and operational supervision to the 5 FHFNPS assigned communities; - Other duties as assigned ## Qualifications: - Must hold the rank of 1st Class Constable with supervisory experience and a strong understanding of investigations - Having a Staff Sergeant rank is considered an asset - No criminal record for which a records suspension (pardon) has not been received or an absolute/conditional discharge that has not been sealed - Pass security, background and investigation checks - Disclose any McNeil Reports - Valid CPR or First Aid Certificate - Knowledge of First Nations, Provincial and Federal laws and statutes; - Knowledge of the 5 File Hills First Nations communities’ structure and activities; - Awareness of Indigenous culture and traditions; - Excellent computer skills; - Excellent verbal, written communication and interpersonal and public relations skills; - Excellent analytical and organizational skills; - Ability to work independently and in a team environment; - Ability to problem solve and exercise good judgment during operational assignments; - Ability to maintain confidentiality. ## Application Package: Candidates must submit comprehensive resume and detailed cover letter that address the knowledge, skills and abilities of the position as described above, medical, vision and Driver’s Abstract along with a File Hills First Nations Police Service Application Package to Closing date: Tuesday, December 30/2025 www.filehillspolice.ca **ADDRESS ALL CORRESPSONDENCE TO:** The Chief of Police Box 460, Balcarres, SK S0G 0C0 Telephone 306-334-3222 Facsimile 306-334-3223 **Categories:** Employment Partners --- ### [CONSTABLE-DÉTECTEUR – UNITÉ DE LA CRIMINALITÉ x 4 (interne/externe)](https://acppn.ca/constable-detecteur-unite-de-la-criminalite-x-4-interne-externe/) **Published:** September 25, 2025 **Author:** First Nations Chiefs of Police Association **Excerpt:** Le poste d'agent-détective – Unité de lutte contre la criminalité (CU) exige l'exercice des fonctions de service public d'un agent de la paix afin de promouvoir et de favoriser la paix communautaire et l'ordre social. **Content:** Le poste d’agent-détective – Unité de la criminalité (CU) exige l’exercice des fonctions de service public d’un agent de la paix afin de promouvoir et de favoriser la paix communautaire et l’ordre social dans le cadre de la philosophie, de la vision et de la mission de la Commission des chefs et conseils unis des services policiers de Manitoulin. Les principales tâches consistent à assurer le leadership dans la coordination des enquêtes criminelles majeures et des événements repères ; l’agent-détective fournira un soutien aux enquêtes et fera preuve de diligence raisonnable dans les rapports, et guidera et assistera les autres membres du personnel dans ces domaines, en particulier les enquêtes de référence. **Vos tâches comprendront (sans toutefois s’y limiter) :** - Faire preuve de sensibilité aux besoins culturels et traditionnels des communautés et des membres de la Première Nation UCCMM dans la conduite d’enquêtes criminelles majeures ; faire preuve de sensibilité aux besoins des victimes et des membres de la communauté lorsqu’ils font face à des incidents traumatisants ; - Se tenir au courant des méthodes, des lois, des règlements, des politiques, des procédures et des règles de service de la police communautaire, ainsi que des tendances en matière de criminalité, des données démographiques et géographiques des Premières Nations membres et de leurs besoins. - Aider aux enquêtes sur les cas majeurs et les références, suivre chaque cas jusqu’à son achèvement ; mettre en œuvre des méthodes de suivi des dossiers pour garantir l’exhaustivité et le suivi des enquêtes ; - Aider le sergent-détective avec les demandes spéciales \[telles que les demandes de délinquant dangereux, de délinquant à contrôler\] à la demande de la Couronne. - Faire le suivi des dénonciations reçues en cas d’absence de l’enquêteur principal ; - Effectuer d’autres tâches légales assignées par le sergent-détective – Unité de la criminalité **Votre formation et votre expérience** - Détenir le grade de gendarme de 1re classe - La réussite de l’un des cours suivants est requise : Formation des enquêteurs criminels/Techniques d’enquête générales ; - Il est considéré comme un atout si les cours suivants sont suivis : cours sur les mandats de perquisition, cours sur la surveillance mobile, cours sur la gestion des cas majeurs, certification de formation sur la justification légale et cours sur les fondements des informations confidentielles ; - Expérience d’enquête pertinente **Les facteurs indemnisables comprennent (sans s’y limiter) :** - Connaissance approfondie et sensibilité à la diversité des peuples, des organisations, des communautés et de la culture Anishnaabe (y compris la sensibilité aux questions touchant les Premières Nations et la Nation Anishinawbek et leur impact sur la prestation des services de police, comme les questions fondées sur les droits des Autochtones); - Excellentes compétences et aptitudes en leadership, capacité à exercer son jugement professionnel dans des situations complexes et sensibles ; aider à gérer et à mettre en œuvre le changement selon les directives du sergent-détective ; - Connaissance du Code criminel, de la Loi réglementant certaines drogues et autres substances, de la Loi sur les aliments et drogues et d’autres lois fédérales. - Connaissance de la jurisprudence actuelle et des décisions touchant l’administration de la justice. - Connaissance des rôles et responsabilités tels que définis par le modèle de gestion des cas majeurs. - Connaissance des techniques d’enquête pour fournir des conseils aux agents et mener des enquêtes spécialisées. - Excellentes compétences en communication écrite et verbale, avec la volonté d’apprendre la langue anishnaabe **Pour tous les candidats, nous exigeons :** - Une lettre de motivation détaillée décrivant votre capacité à répondre aux exigences du poste décrites ci-dessus, accompagnée d’un curriculum vitae démontrant vos qualifications, ainsi que de copies des certificats de cours pertinents. - Remplir et soumettre un rapport McNeil **Pour les candidats externes uniquement, les documents complémentaires sont requis :** - Coordonnées de trois références d’emploi (1 superviseur). - Remplissez et soumettez un questionnaire préalable - Remplissez et soumettez un formulaire de consentement et d’exonération de responsabilité - Remplissez et soumettez un formulaire d’histoire personnelle - Remplissez et soumettez le formulaire d’évaluation médicale complète de la police UCCM (une vérification approfondie des antécédents sera effectuée avant que nous fassions une offre d’emploi.) Tous les formulaires peuvent être trouvés sur notre site Web. [Opportunités actuelles – UCCM Anishnaabe Police](https://www.uccmpolice.com/current-opportunities) Nous encourageons les personnes d’ascendance Anishnaabe à postuler et à s’identifier. **Comment postuler :** Envoyez votre dossier de candidature complété à : Courriel : avec comme objet « Opportunité d’emploi : agent-détective – Unité de la criminalité » Seuls les candidats sélectionnés pour un entretien seront contactés. Des questions ? Veuillez contacter le service des ressources humaines à **Categories:** Partenaires d’emploi --- ### [SERGENT x 2 (Interne/Externe)](https://acppn.ca/sergent-x-2-interne-externe/) **Published:** September 25, 2025 **Author:** First Nations Chiefs of Police Association **Excerpt:** Le sergent occupe un poste de supervision de première ligne et relève du sergent d'état-major – directeur des opérations. **Content:** Le sergent occupe un poste de supervision de première ligne et relève du sergent d’état-major – directeur des opérations. Les sergents répondent aux appels de services pour protéger la vie et les biens, préserver la paix et prévenir la criminalité. Le rôle du sergent est d’assurer la supervision du personnel des agents de première ligne. Le sergent sera actif dans l’élaboration de processus stratégiques et opérationnels dans le cadre et les priorités identifiées par la philosophie, la vision et la mission de la Commission des services policiers de l’UCCM. **Vos tâches comprendront (sans toutefois s’y limiter) :** - Promouvoir une conduite professionnelle des membres du peloton, en étant sensible aux besoins culturels et traditionnels des communautés des Premières Nations de l’UCCMM et des membres de la communauté dans tous les types d’enquêtes ; Sensible aux besoins des membres de la communauté face à différents types d’incidents - Assurer l’application efficace des lois fédérales, provinciales et des Premières Nations dans la zone de service de police de l’UCCM, conformément aux objectifs organisationnels. - Superviser les agents en attribuant et en surveillant les tâches, en les aidant à établir des plans et des objectifs dans leur travail ; établir des priorités de travail, fixer des délais pour l’achèvement des tâches et s’adapter aux priorités changeantes - Examiner les rapports d’incident et autres dossiers d’enquête de la police pour vérifier l’exhaustivité, l’exactitude et la rigueur des tâches assignées ; prendre les mesures correctives et disciplinaires appropriées si nécessaire - Rester au courant des problèmes/préoccupations de la police et coordonner ou animer des sujets de formation continue dans les domaines du droit pénal, des tendances actuelles, de la nouvelle législation et des nouvelles techniques policières. - Effectuer des inspections de contrôle de qualité et de maintenance telles que développées par le Service. - Effectuer des évaluations de performance conformément aux procédures prescrites - Effectuer des tâches administratives, telles que l’approbation et le suivi des horaires de vacances, des heures supplémentaires, des demandes de congés, des feuilles de temps, etc. - Agir comme agent de liaison avec les enquêteurs chargés des dossiers, le bureau du procureur de la Couronne, les tribunaux et d’autres services de police, selon les besoins. - Aider à fournir une éducation publique aux communautés de l’UCCMM dans des forums publics en ce qui concerne des problèmes spécifiques, tels que la criminalité chez les jeunes ou la consommation/abus de drogues. **Votre formation et votre expérience** - Détenir le grade d’agent de police de 1re classe avec une expérience en matière de supervision et une solide compréhension des enquêtes - La réussite de l’examen OPC Sergeants est considérée comme un atout ou une volonté de le terminer dans les 6 mois. - Aucun problème de discipline actuel ni enquête interne en cours ; **Les facteurs indemnisables comprennent (sans s’y limiter) :** - Une connaissance approfondie et une sensibilité à la diversité des peuples, des organisations, des communautés et de la culture Anishnaabe comprennent une sensibilité aux questions touchant les Premières Nations et la Nation Anishinawbek et à leur impact sur la prestation des services de police, comme les questions liées aux droits des Autochtones). - Compétences en leadership : capacité à fournir une orientation, capacité à déléguer des tâches ; compétences organisationnelles; compétences en communication interpersonnelle et verbale/écrite ; compétences en matière de constitution d’équipe - Connaissance et respect de la culture et des traditions Ojibwe ; connaissance et sensibilité aux enjeux communautaires locaux de la Première Nation UCCMM ; maîtrise/connaissance/compréhension/volonté d’apprendre la langue anishnaabe - Connaissance de la jurisprudence actuelle et des décisions touchant l’administration de la justice. - Connaissance des rôles et responsabilités tels que définis par le modèle de gestion des cas majeurs. - Connaissance des techniques d’enquête pour fournir des conseils aux agents et mener des enquêtes spécialisées. **Pour tous les candidats, nous exigeons :** - Une lettre de motivation détaillée décrivant votre capacité à répondre aux exigences du poste décrites ci-dessus, accompagnée d’un curriculum vitae démontrant vos qualifications, ainsi que de copies des certificats de cours pertinents. - Remplir et soumettre un rapport McNeil **Pour les candidats externes uniquement, les documents complémentaires sont requis :** - Coordonnées de trois références d’emploi (1 superviseur) - Remplissez et soumettez un questionnaire préalable - Remplissez et soumettez un formulaire de consentement et d’exonération de responsabilité - Remplissez et soumettez un formulaire d’histoire personnelle - Remplissez et soumettez le formulaire d’évaluation médicale complète de la police UCCM (Une vérification approfondie des antécédents sera effectuée avant que nous fassions une offre d’emploi.) Tous les formulaires peuvent être trouvés sur notre site Web. [Opportunités actuelles – UCCM Anishnaabe Police](https://www.uccmpolice.com/current-opportunities) Nous encourageons les personnes d’ascendance Anishnaabe à postuler et à s’identifier. **Comment postuler :** Envoyez votre dossier de candidature complété à : E-mail : avec comme objet « Opportunité d’emploi : Sergent » Seuls les candidats sélectionnés pour un entretien seront contactés. Des questions ? Veuillez contacter les ressources humaines à . **Categories:** Partenaires d’emploi --- ### [CONSTABLE-DÉTECTIVE – UNITÉ DE LUTTE CONTRE LES DROGUES x 2 (interne/externe)](https://acppn.ca/constable-detective-unite-de-lutte-contre-les-drogues-x-2-interne-externe/) **Published:** September 25, 2025 **Author:** First Nations Chiefs of Police Association **Excerpt:** L'agent-détective – Unité de lutte contre la drogue (DEU) est responsable des enquêtes sur les infractions liées à la lutte contre la drogue et au crime organisé au niveau de la rue. **Content:** L’agent-détective – Unité de lutte contre la drogue (DEU) est responsable des enquêtes sur les infractions liées à la lutte contre la drogue et au crime organisé au niveau de la rue. Ces enquêtes peuvent comprendre des autorisations judiciaires, la conduite de surveillance, le recours à des informateurs, la rédaction de rapports de renseignement, des comptes rendus d’accusés, des témoignages d’experts et des opérations d’infiltration. De plus, aider et soutenir les autres agents de l’UCCM APS impliqués dans les enquêtes sur les drogues tout en restant à jour en ce qui concerne la législation pertinente, y compris la Loi réglementant certaines drogues et autres substances. Assister régulièrement à des réunions, notamment avec divers intervenants communautaires, et faire des présentations à diverses agences sur la consommation de drogues et les tendances au sein des communautés des chefs et conseils unis de Mnidoo Mnising (UCCMM) dans le cadre de la mobilisation communautaire. De plus, répondre régulièrement à la correspondance reçue des couronnes provinciales et fédérales et mettre à jour les dossiers en conséquence. L’agent-détective – DEU aidera l’organisation à réussir remplir sa mission de fournir des services de police culturellement adaptés à la zone de service de police de l’UCCM. **Vos tâches comprendront (sans toutefois s’y limiter) :** - Mener, coordonner et gérer des initiatives d’enquête et de projets impliquant des infractions à la Loi réglementant certaines drogues et autres substances et à la Loi sur le cannabis (dispensaires illégaux, laboratoires clandestins, produits de la criminalité, consommation de drogues, trafic de drogues, fabrication, culture, importation et exportation). - Maintenir la confidentialité des informations policières sensibles, ainsi que cultiver et maintenir des sources humaines confidentielles. **Votre formation et votre expérience :** - Achèvement de la formation de base d’agent de police du Collège de police de l’Ontario - Détenir le grade de gendarme de 1re classe - Réussite de l’un des cours suivants : Formation des enquêteurs criminels/Techniques générales d’enquête **Vos compétences incluent (sans toutefois s’y limiter) :** - Connaissance du Code criminel, de la Loi réglementant certaines drogues et autres substances, de la Loi sur les aliments et drogues et d’autres lois fédérales. - Connaissance de la jurisprudence actuelle et des décisions touchant l’administration de la justice. - Connaissance des rôles et responsabilités tels que définis par le modèle de gestion des cas majeurs. - Connaissance des techniques d’enquête pour fournir des conseils aux agents et mener des enquêtes spécialisées. **Pour tous les candidats, nous exigeons :** - Une lettre de motivation détaillée décrivant votre capacité à répondre aux exigences du poste décrites ci-dessus, accompagnée d’un curriculum vitae démontrant vos qualifications, ainsi que de copies des certificats de cours pertinents. - Remplir et soumettre un rapport McNeil **Pour les candidats externes uniquement, les documents complémentaires sont requis :** - Coordonnées de trois références d’emploi (1 superviseur) - Remplissez et soumettez un questionnaire préalable - Remplissez et soumettez un formulaire de consentement et d’exonération de responsabilité - Remplissez et soumettez un formulaire d’histoire personnelle - Remplissez et soumettez le formulaire d’évaluation médicale complète de la police UCCM (Une vérification approfondie des antécédents sera effectuée avant que nous fassions une offre d’emploi.) Tous les formulaires peuvent être trouvés sur notre site Web. [Opportunités actuelles – UCCM Anishnaabe Police](https://www.uccmpolice.com/current-opportunities) Nous encourageons les personnes d’ascendance Anishnaabe à postuler et à s’identifier. **Ce que nous proposons** En tant que service de police géré par les Premières Nations, nous exerçons nos activités différemment. Si vous pensez qu’il est temps pour un service de police d’éliminer les barrières et de mieux servir les communautés, rejoignez la police UCCM Anishnaabe pour faire de nos communautés un endroit plus sûr et meilleur. Nous offrons une rémunération et des avantages sociaux compétitifs, un environnement de travail accueillant et soudé et des opportunités d’en apprendre davantage sur la culture et l’histoire Anishnaabe. **Comment postuler** Envoyez votre dossier de candidature à : Courriel : avec comme objet « Opportunité d’emploi : agent-détective – DEU » Seuls les candidats sélectionnés pour un entretien seront contactés. Des questions ? Veuillez contacter les ressources humaines à . **Categories:** Partenaires d’emploi --- ### [Association des chefs de police des Premières Nations – Nouveau comité exécutif](https://acppn.ca/association-des-chefs-de-police-des-premieres-nations-nouveau-comite-executif/) **Published:** October 30, 2020 **Author:** First Nations Chiefs of Police Association **Content:** L’Association des chefs de police des Premières Nations a tenu son assemblée générale annuelle 27 octobre 2020, par téléconférence Zoom. Lors de l’assemblée générale annuelle, comme cette année, les membres ont tenu une élection générale pour les postes de direction, qui se déroule tous les deux (2) ans selon les règlements de la ACPPN. Votre comité exécutif est : **Président****Chef Jerel Swamp****Rama Police Service****Vice-président (Ouest)****Chef Keith Blake****Tsuut’ina Seervice de police****Vice-président (Central)****Chef Terry McCaffrey****Wikwemikong Service de police****Vice-président (Est)****Chef Shawn Dulude****Akwesasne Service de police Mohawk****Secrétaire / Trésorier****Chef Kyle Melting Tallow****Blood Tribe Police Service****Ancien président****Chef Dwayne Zacharie** **Kahnawake Peacekeepers**[Pour lire les biographies de nos nouveaux membres exécutifs, cliquez ici.](https://www.acppn.ca/a-propos-de-lacppn/comite-executif/) ### ### Pour plus d’informations : Association des chefs de police des Premières Nations Administration Tél: (204) 856-5370 Courriel: **Categories:** Nouvelles --- ### [Assemblée Générale Annuelle et Élection de l'Exécutif](https://acppn.ca/assemblee-generale-annuelle-et-election-de-lexecutif/) **Published:** June 27, 2022 **Author:** First Nations Chiefs of Police Association **Excerpt:** Les élections de l'exécutif sont prévues cette année. Les nominations auront lieu le matin et le vote commencera dans l'après-midi ou peu après. **Content:** **Veuillez prendre connaissance des activités suivantes prévues pour l’assemblée générale annuelle, les nominations aux postes de direction et les élections :** **Point :** Nominations aux postes de l’exécutif **Date:** 25 octobre 2022 – matin **Details:** Les élections de l’exécutif sont prévues cette année. Les nominations auront lieu le matin et le vote commencera dans l’après-midi ou peu après. **Les postes sont les suivants :** (1) Président (1) Vice-président Ouest) (1) Vice-président Central (1) Vice-président Est) et (1) Secrétaire/Trésorier. **Point :** Voter pour les postes de l’exécutif **Date :** 25 octobre 2022 – Après-midi **Point :** Assemblée Générale Annuelle **Date :** 25 et 26 octobre 2022 **Heure :** 0900 – 1600 hrs **Lieu :** 3779 Grey Eagle Drive Casino et Centre de Villégiature Grey Eagle Calgary, Alberta **Details:** L’assemblée générale annuelle débutera par la discussion des affaires générales et de l’exécutif : Rapport annuel, rapport du président, états financiers et présentation des nouveaux postes exécutif. **Categories:** Nouvelles --- ### [Réunion spéciale – (Législation sur les services essentiels) 16 mai 2022](https://acppn.ca/reunion-speciale-legislation-sur-les-services-essentiels-16-mai-2022/) **Published:** March 9, 2022 **Author:** First Nations Chiefs of Police Association **Excerpt:** L'Association des chefs de police des Premières nations a prévu une réunion spéciale. L'Association des chefs de police des Premières Nations, l'Indigenous Police Chiefs of Ontario et l'Association des directeurs de police des Premières Nations et Inuits du Québec travaillent ensemble sur un énoncé de position concernant la législation sur les services de police essentiels des Premières Nations. **Content:** L’Association des chefs de police des Premières nations a prévu une réunion spéciale. L’Association des chefs de police des Premières Nations, l’Indigenous Police Chiefs of Ontario et l’Association des directeurs de police des Premières Nations et Inuits du Québec travaillent ensemble sur un énoncé de position concernant la législation sur les services de police essentiels des Premières Nations. La réunion spéciale sera avec les membres de la FNCPA au cours de laquelle vous examinerez et discuterez d’un énoncé de position, et nous aimerions avoir votre avis. Les services de police de la FNCPA à travers le Canada doivent travailler avec chacune des associations pour avoir une voix collective. Merci de faire tout votre possible pour y assister. Date : 16 mai 2022 (lundi) Heure : 09h00 – 16h00 (Heure de début 09h00) Location: Hilton Lac Leamy 3 Boulevard du Casino Gatineau, Quebec Réservations de chambres : Les chambres ont été bloquées à un tarif réduit et les délégués sont responsables de faire leurs propres réservations individuelles. Réservations sans frais au 1 819-790-6444 et demandez votre groupe : First Nations Chiefs of Police Association. Petit-déjeuner et déjeuner : Déjeuner et allergies – Le petit-déjeuner (servi de 08h00 à 09h00) et le déjeuner seront fournis. Pour tous les participants qui ont des allergies alimentaires, veuillez fournir un courriel concernant votre allergie à Karen Haines à : admin@fncpa.ca. Code vestimentaire : décontracté *Remarque : Selon les règlements administratifs de la FNCPA, les réunions extraordinaires pour les membres doivent être données 30 jours avant la date de la réunion. (Règlement : Article VII.18.2)* **Categories:** Nouvelles --- ### [Les chefs des services de police des Premières Nations réagissent à l’annonce fédérale du renouvellement du Programme des services de police des Premières Nations](https://acppn.ca/les-chefs-des-services-de-police-des-premieres-nations-reagissent-a-lannonce-federale-du-renouvellement-du-programme-des-services-de-police-des-premieres-nations/) **Published:** March 15, 2013 **Author:** First Nations Chiefs of Police Association **Excerpt:** Le ministre de la Sécurité publique, Vic Toews, a annoncé que le gouvernement fédéral maintiendrait pendant les cinq prochaines années le financement des ententes de service de police avec les communautés inuites et des Premières Nations, conformément au Programme des services de police des Premières Nations. **Content:** - [ABOUT FNCPA](https://fncpa.ca/about-fncpa/) - [Vision, Mission and Mandate](https://fncpa.ca/about-fncpa/) - [Responsibilities](https://fncpa.ca/about-fncpa/responsibilities/) - [Message from the President](https://fncpa.ca/about-fncpa/message-from-the-president/) - [Executive](https://fncpa.ca/about-fncpa/executive/) - [Our Team](https://fncpa.ca/about-fncpa/our-team/) - [History](https://fncpa.ca/about-fncpa/history/) - [WHAT WE DO](https://fncpa.ca/what-we-do/programs/) - [Programs](https://fncpa.ca/what-we-do/programs/) - [Policy & Resolutions](https://fncpa.ca/what-we-do/policy-resolutions/) - [Training](https://fncpa.ca/what-we-do/training/) - [EVENTS](https://fncpa.ca/events/) - [2026 FNCPA Mentorship Program for First Nations Police Leaders](https://fncpa.ca/2026-fncpa-mentorship-program-for-first-nations-police-leaders/) - [2026 Annual Conference & Awards](https://fncpa.ca/2026-annual-conference-awards/) - [Annual General Meeting](https://fncpa.ca/annual-general-meeting/) - [MEMBERS](https://fncpa.ca/members/membership-information/) - [Membership Information](https://fncpa.ca/members/membership-information/) - [Current Members](https://fncpa.ca/members/current-members/) - [Members Access](https://fncpa.ca/my-account/) - [Forum](https://fncpa.ca/community/) - [Downloadable Resources](https://fncpa.ca/members/downloadable-resources/) ## Communiqués de presse # Les chefs des services de police des Premières Nations réagissent à l’annonce fédérale du renouvellement du Programme des services de police des Premières Nations Mar 15, 2013 Ottawa (Ontario) – Le 4 mars 2013, le ministre de la Sécurité publique, Vic Toews, a annoncé que le gouvernement fédéral maintiendrait le financement des accords de maintien de l’ordre avec les collectivités des Premières nations et des Inuits dans le cadre du Programme des services de police des Premières nations (PPPN) pour les cinq prochaines années. La First Nations Chiefs of Police Association (FNCPA) accueille favorablement cette annonce et la considère comme un «point de départ» pour régler les problèmes uniques et chroniques auxquels font face les services de police autochtones. L’APPNC demande aux gouvernements fédéral et provinciaux d’engager des discussions visant à prendre des mesures significatives pour régler les problèmes suivants: Bien que s’engager à maintenir les niveaux de financement antérieurs pour les cinq prochaines années soit une étape positive, il ne s’attaque pas aux niveaux chroniques de sous-financement fourni aux forces de l’ordre au service des communautés des Premières nations et des Inuits. Malgré des ressources limitées, nos services de police continuent d’offrir à leurs collectivités des résultats supérieurs à la moyenne. Des limites persistantes à un financement adéquat pourraient compromettre le niveau de service fourni à l’avenir Le PSPPN devait expirer le 31 mars 2013. Le 4 mars 2013, nous avons appris que ce financement serait maintenu. Avant cette annonce, ceux qui fournissaient des services de police aux communautés autochtones étaient confrontés à une grande incertitude en termes de planification et de prévision de la prestation des services. Grâce à une plus grande collaboration continue, cette incertitude aurait été atténuée. Les gouvernements n’ont pas engagé de consultations directes et significatives et nous demandons au gouvernement fédéral de fournir un forum pour discuter des problèmes, dont beaucoup ont déjà été déposés mais n’ont pas encore reçu de réponses. Cela devrait inclure la FNCPA, l’Assemblée des Premières Nations (APN) et des chefs de police canadiens représentatifs. La Direction des services de police aux Autochtones (DPA) de Sécurité publique Canada a terminé un «examen complet des services de police des Premières nations». Cela a été soumis au Cabinet lors de la session parlementaire 2009/10. Cette étude n’a pas encore été publiée. Les gouvernements doivent reconnaître que les services de police des Premières nations sont un «service essentiel» et non un «programme». Dans sa déclaration du 4 mars 2013, le ministre Toews mentionne que le PSPPN soutient «des services de police professionnels, dévoués et adaptés à la culture. aux collectivités des Premières nations et des Inuits. » À ce titre, la parité des salaires, des pensions et des avantages sociaux doit être établie pour les services de police et les agents des Premières nations autogérés, ce qui est comparable à tous les services et organismes de police au Canada. Le 7 mars 2013, l’Enquêteur correctionnel du Canada a publié les conclusions suivantes: Bien qu’ils ne représentent que 4% de la population canadienne en général, les autochtones représentent 23% de la population carcérale. Seuls des progrès modestes ont été réalisés pour fournir aux autochtones des formes alternatives de justice telles que des pavillons de ressourcement et des cercles de guérison. Les taux de récidive pour les autochtones sont beaucoup plus élevés que pour les non-autochtones Nous avons besoin d’une concertation efforts avec les gouvernements fédéral et provinciaux pour inverser ces tendances et fournir des solutions à long terme. Le FNCPA soutient le développement de solutions innovantes telles que le programme de mobilisation communautaire / intervention précoce développé par le Service de police de Prince Albert. Ce programme a été adopté par de nombreux services de police à travers le Canada et est un modèle potentiel à utiliser dans les communautés des Premières nations et des Inuits. Le gouvernement fédéral a déclaré «qu’il continuera de travailler avec ses partenaires pour explorer les moyens d’offrir les options de maintien de l’ordre les plus rentables et les plus durables». L’APPNC, l’APN et le Comité des services de police autochtones de l’Association canadienne des chefs de police (ACCP) demandent la possibilité de rencontrer le ministre Toews et ses homologues provinciaux dans le cadre d’une discussion bien nécessaire pour aborder ces questions. Chef John Syrette, président – APFNC (Service de police d’Anishinebek – Ontario) L’APPNC existe pour desservir les services de police des Premières nations et les territoires des Premières nations à travers Canada en facilitant le plus haut niveau de professionnalisme et de responsabilité dans leurs services de police, le tout d’une manière qui reflète les cultures uniques, le statut constitutionnel, les circonstances sociales, les traditions et les aspirations des Premières nations. Pour plus d’information veuillez contacter: Chef Doug Palson Chefs de police des Premières nations Dakota Ojibway Police Service Tél .: 204-856-5370 Courriel: doug.palson@dops.org Cam Alexis Chef régional de l’Assemblée des Premières Nations de l’Alberta Tél .: 587-337-0054 Courriel: cpalexis@afn.ca ### Communiquez avec nous Nom Courriel Message Submit **Categories:** Nouvelles --- ### [Élection Générale](https://acppn.ca/election-generale/) **Published:** March 30, 2020 **Author:** First Nations Chiefs of Police Association **Excerpt:** Ceci-est pour vous informer que l’Assemblé Général Annuel et les Élections de l’Exécutif de l’Association des Chefs de Police des Première Nation a été prévu pour 27 octobre 2020. **Content:** Ceci-est pour vous informer que l’Assemblé Général Annuel et les Élections de l’Exécutif de l’Association des Chefs de Police des Première Nation a été prévu pour: **Date :** 27 octobre 2020 Heure: 0900 – 1600 heures (Petit déjeuner 0800 – 0900) (Heure de début 0900 heures) **Location :** Salon A-B Boardroom Mariott Fallsview Hotel & Spa 6740 Fallsview Boulevard Niagara Falls, Ontario **Réservations de chambres :** un bloc de chambres a été réservé à un tarif réduit et les délégués sont responsables de faire leur propre réservation individuelle. Pour réserver composer le (905) 357-7300. Pour faciliter les réservations, vous devez identifier le groupe: Association des chefs de Police des Premières Nations. La date limite de remise pour les réservations est le 26 septembre 2020. **Déjeuner et allergies :** Le petit déjeuner et le déjeuner pour l’assemblée générale annuelle seront fournis. Pour tout participant présent qui souffre d’allergies alimentaires, veuillez contacter avec un courriel concernant votre allergie. Veuillez confirmer votre présence auprès de Karen Haines au (204) 856-5374 ou par courriel: L’assemblée générale annuelle et les élections de l’exécutif sont réservées aux membres votants UNIQUEMENT. (Chefs ou membres désignés et votants) **Code vestimentaire :** Business Casual **Remarque :** En attendant les protocoles COVID-19 d’ici le 1er octobre 2020, l’AGA pourrait être reportée au printemps 2021. **Categories:** Nouvelles --- ### [Les chefs des services de police des Premières Nations demandent que les services de police des Premières Nations soient reconnus comme service essentiel](https://acppn.ca/les-chefs-des-services-de-police-des-premieres-nations-demandent-que-les-services-de-police-des-premieres-nations-soient-reconnus-comme-service-essentiel/) **Published:** October 24, 2017 **Author:** First Nations Chiefs of Police Association **Excerpt:** Lors de son assemblée générale annuelle à Toronto, les 17 et 18 octobre 2017, l’Association des chefs de police des Premières Nations (ACPPN) a adopté à l’unanimité une résolution demandant au gouvernement du Canada et à ses partenaires provinciaux de « reconnaître les services de police des Premières Nations comme service essentiel », de fournir des ressources humaines, des infrastructures et des ressources de fonctionnement et d’entretien adéquates, et d’assurer un « financement suffisant, prévisible et durable qui répond aux besoins particuliers de chaque ministère ». **Content:** #### La «négligence bénigne» de la police fait défaut aux collectivités des Premières nations Lors de leur assemblée générale annuelle à Toronto du 17 au 18 octobre 2017, le L’Association des chefs de police des Premières nations (APCNP) a adopté à l’unanimité résolution appelant le gouvernement du Canada et ses gouvernements provinciaux partenaires «pour faire de la police des Premières nations un service essentiel» fournir des ressources humaines, une infrastructure et des opérations adéquates et ressources d’entretien et «suffisantes, prévisibles et durables un financement qui répond aux besoins uniques de chaque ministère. » «Les collectivités des Premières nations ont besoin et méritent des services de police stables et financés adéquatement, comparables à ceux offerts à d’autres collectivités au Canada», a déclaré le président de l’ACCPN, Dwayne Zacharie. «L’actuel Programme des services de police des Premières nations (PSPPN) fait échouer les collectivités des Premières nations en créant des situations dangereuses pour les agents et les membres de la communauté.» Un récent rapport de recherche indépendant intitulé «« Mettre en place pour échouer? bas salaires, roulement élevé du personnel, certains des taux de criminalité les plus élevés avec le plus petit nombre d’agents, infrastructure inadéquate, taux en baisse d’agents autochtones et manque de financement stable et constant. Le rapport (trouvé ici: http://www.tandfonline.com/doi/abs/10.1080/15614263.2017.1363973?journalCode=gppr20) a été publié en août 2017. Il a conclu que «l’administration du FNPP au cours du dernier quart de siècle est une négligence bénigne; qu’en ne faisant rien ou en ignorant le problème, les défis auxquels sont confrontés les services de police autochtones se géreraient ou se résoudraient en quelque sorte. Ce statut de négligence bénigne est conforme à une longue histoire de beaucoup de promesses, mais peu de résultats pour les peuples autochtones. » Les conclusions de ce rapport sont cohérentes avec d’autres études et les rapports figurant sur la page Web des services de police autochtones de Sécurité publique Canada, y compris une étude antérieure intitulée «Illustrative Case Studies of First Nations Policing Program Models »commandé par Sécurité publique, préparé par les mêmes chercheurs, et publié en 2016. Cette étude antérieure a révélé que les services de police autogérés ont un modèle de financement qui est «Incompatible avec la façon dont les budgets sont définis et appliqués de la manière la plus appropriée» et que le Programme des services de police des Premières nations doit être modernisé mieux répondre aux besoins de sécurité publique des communautés autochtones Canada. “Nous demandons la même reconnaissance, les mêmes ressources et le même soutien que d’autres services de police au Canada », a déclaré Zacharie. “Premières nations le maintien de l’ordre doit être considéré comme un service essentiel comme tous les autres services de police communautaire à travers le pays. Les Premières nations L’Association des chefs de police représente et défend les intérêts de soi Administration des services de police des Premières nations au Canada en faisant progresser et en élargissant des méthodes novatrices pour améliorer la sécurité et le bien-être des Premières nations tout en respectant et reflétant les spécificités culturelles et culturelles valeurs traditionnelles. **Categories:** Nouvelles --- ### [12e Prix annuel des officiers](https://acppn.ca/12e-prix-annuel-des-officiers/) **Published:** February 26, 2020 **Author:** First Nations Chiefs of Police Association **Excerpt:** L'exécutif a reporté la date des 12e Prix annuel des officiers à une date ultérieure. **Content:** ***L’exécutif a reporté la date des 12e Prix annuel des officiers à une date ultérieure.*** L’Exécutif a le plaisir d’annoncer le 12e Prix annuel des officiers le 26 mai 2020. Les membres auront l’occasion de proposer la candidature de dirigeants et de membres du personnel pour les prix. Les récipiendaires recevront une lettre de confirmation qui leur sera remise lors du banquet annuel du congrès et recevront un prix de l’exécutif de la FNCPA. **Mises en candidature pour les prix :** 1. **Années de service (20 années de service ou plus)** Cette récompense est décernée aux officiers qui comptent vingt (20) années de service ou plus dans les services de police à titre d’officier. 2. **Prix de bravoure et de sauvetage** ***Prix de bravoure*** Ce prix est décerné aux officiers qui ont accompli un acte de bravoure pouvant démontrer leurs qualités d’héroïsme. ***Prix de sauvetage*** Ce prix est décerné à un officier qui défie l’instinct de survie et risque sa propre vie pour protéger les autres et, par conséquent, ayant sauvé une ou plusieurs vies, y compris la sienne. 3. **Prix pour services éminents (enquêtes, services communautaires et prévention du crime)** Ce prix est décerné à un policier ou à un membre du personnel actif ayant fait preuve d’un leadership et d’un engagement exemplaires à l’égard de son service par son travail ayant profité à ses pairs, à son service et à la collectivité. ***Enquêtes*** Un agent qui a fait preuve de dévouement dans le cadre de ses activités d’enquête : qui a travaillé avec diligence et a démontré de solides compétences en matière d’enquête ayant mené à des arrestations réussies ; qui est motivé à préparer, rédiger et exécuter des mandats et des arrestations ; ayant un esprit équipe pour réaliser des projets en toute sécurité pour tous les membres ; dévoué envers son service grâce à son esprit d’équipe. ***Services communautaires ou prévention du crime*** Ce prix est décerné à une personne ayant fait preuve d’initiative dans l’élaboration de stratégies et d’initiatives communautaires pour la prévention du crime au sein des collectivités desservies, ayant participé activement et donné de son temps à la collectivité et à des activités de levées de fonds. **Critères de nomination :** Veuillez fournir les renseignements suivants pour les candidats : - Lettre de mise en candidature du chef de police du service ou de l’organisation – cette lettre doit être endossée par le chef de police ou la personne désignée. - Curriculum vitae du bureau ou du personnel – Le service de police doit fournir un curriculum vitae. - Résumé de l’événement : résumé de l’incident/événement/contribution de l’agent/la personne, y compris l’impact sur l’agent/la personne. **Présentation à la conférence annuelle avec le chef de police ou son représentant désigné :** 1. Une fois que le candidat retenu aura été identifié, il sera avisé par la FNCPA. 2. Le chef de police ou la personne désignée accompagnera le candidat retenu pendant la cérémonie de remise des prix et examinera la description de l’événement devant les délégués présents 3. Le président/directeur général remettra le prix à la personne désignée. 4. Il incombe au service de police de coordonner le déplacement de son candidat. Cette correspondance servira de demande de candidatures. Veuillez soumettre vos candidatures complétées soit par fax / e-mail / courrier avant le **15 avril 2020** à: Comité exécutif First Nation Chiefs of Police Association PO Box 37 Portage la Prairie, Manitoba, R1N 3B2 Fax: (204) 856-5389 Télécopieur : (204) 856-5389 Courriel : **Categories:** Nouvelles --- ### [Mise à jour de la conférence ACPPN 2020](https://acppn.ca/mise-a-jour-de-la-conference-acppn-2020/) **Published:** March 18, 2020 **Author:** First Nations Chiefs of Police Association **Excerpt:** Un message de l'exécutif des chefs de police des Premières nations Comme vous le savez, le Canada fait l'objet d'un avis de santé en raison du virus Coronavirus (COVID-19). Le directeur de l'Association des chefs de police des Premières nations suivra les recommandations et les lignes directrices des responsables de la santé publique. Nous prenons des mesures proactives pour assurer la sécurité et le bien-être de nos membres et reportons la conférence et les prix de l'ACPPN à une date ultérieure. Merci et prenez soin de vous. **Content:** Un message de l’exécutif des chefs de police des Premières nations Comme vous le savez, le Canada fait l’objet d’un avis de santé en raison du virus Coronavirus (COVID-19). Le directeur de l’Association des chefs de police des Premières nations suivra les recommandations et les lignes directrices des responsables de la santé publique. Nous prenons des mesures proactives pour assurer la sécurité et le bien-être de nos membres et reportons la conférence et les prix de l’ACPPN à une date ultérieure. Merci et prenez soin de vous. **Categories:** Nouvelles --- ### [La FNCPA organise une conférence annuelle et des prix à Québec](https://acppn.ca/la-fncpa-organise-une-conference-annuelle-et-des-prix-a-quebec/) **Published:** May 10, 2023 **Author:** First Nations Chiefs of Police Association **Excerpt:** L'Association des chefs de police des Premières Nations (ACPPN) est heureuse d'annoncer la conférence annuelle de l'APNCP (les 16 et 17 mai) et la remise des prix annuels des officiers de l'APNCP (le 16 mai), qui se tiendront tous deux à l'hôtel et centre de conférences Hilton Québec, à Québec. **Content:** L’Association des chefs de police des Premières Nations (ACPPN) est heureuse d’annoncer la conférence annuelle de l’APNCP (les 16 et 17 mai) et la remise des prix annuels des officiers de l’APNCP (le 16 mai), qui se tiendront tous deux à l’hôtel et centre de conférences Hilton Québec, à Québec. Les points à l’ordre du jour de la conférence comprennent la plainte en matière de droits de la personne déposée par les chefs de police autochtones de l’Ontario (IPCO), la législation sur les services essentiels et l’établissement des coûts de la police pour les services nouveaux et existants. Les conférenciers principaux incluent Brett Newman qui parlera de la santé mentale dans les services de police et Kim Murray du Bureau de l’interlocuteur spécial. « Cette conférence arrive à un moment critique pour les services de police autochtones. Pendant trop longtemps, nos services de police ont lutté avec de faibles ressources mettant en danger la sécurité de nos communautés. Notre objectif est de nous réunir pour discuter de solutions et célébrer les réalisations de nos membres qui vont au-delà de leurs fonctions », a déclaré le chef Jerel Swamp du service de police de Rama et président de la FNCPA. Les récipiendaires des prix FNCPA recevront leurs prix le soir du 16 mai. Ces récipiendaires ont été nommés par leurs pairs dans les services aux membres à travers le Canada. Les catégories de prix comprennent le prix de la bravoure, le prix de sauvetage et le prix des services distingués (enquête, service communautaire et prévention du crime). Chef Jerel Swamp Service de police de Rama, chef de la police Président, Association des chefs de police des Premières Nations -30- **Personne-ressource pour les médias** Donna Anderson, spécialiste des communications Association des chefs de police des Premières Nations **Categories:** Nouvelles --- ### [La ACPPN salue la décision de Sécurité publique Canada de ne pas interjeter appel et de modifier les modalités](https://acppn.ca/la-acppn-salue-la-decision-de-securite-publique-canada-de-ne-pas-interjeter-appel-et-de-modifier-les-modalites/) **Published:** July 12, 2023 **Author:** First Nations Chiefs of Police Association **Excerpt:** L'Association des chefs de police des Premières Nations (ACPPN) salue la décision de Sécurité publique Canada de ne pas interjeter appel de la décision IPCO c. Sécurité publique Canada. Cette décision avait ordonné que des fonds soient immédiatement versés à trois services de police pour les douze prochains mois. **Content:** L’Association des chefs de police des Premières Nations (ACPPN) salue la décision de Sécurité publique Canada de ne pas interjeter appel de la décision IPCO c. Sécurité publique Canada. Cette décision avait ordonné que des fonds soient immédiatement versés à trois services de police pour les douze prochains mois. Cette annonce a été faite par le ministre de la Sécurité publique, Marco Mendicino, lors de sa rencontre avec les cadres de l’Association des chefs de police des Premières Nations dans la nation de Tsuut’ina aujourd’hui. Le Treaty Three Police Service, l’UCCM Anishinaabe Police Service et l’Anishinabek Police Service fonctionnaient sans fonds depuis le 31 mars 2023. Les chefs de police autochtones de l’Ontario (IPCO) ont déposé une injonction d’urgence en leur nom, qui a été examinée lors d’une audience de la cour fédérale le 14 juin 2023. Le ministre Mendicino a également confirmé que les modalités du Programme de police des Premières Nations et des Inuits, qui restreignaient l’utilisation des fonds pour les services spécialisés, ont été levées. « Aujourd’hui, nous avons eu une discussion productive avec le ministre Mendicino et son personnel concernant la police autochtone. Nous sommes impatients de poursuivre notre partenariat afin d’assurer des services de police adéquats pour les communautés que nous desservons », déclare le chef Jerel Swamp, du Rama Police Service et président de la ACPPN. L’Association des chefs de police des Premières Nations agit comme porte-parole des corps de police autonomes des Premières Nations au Canada. Elle défend l’avancement et la viabilité de ses membres en contribuant à l’élaboration de méthodes novatrices pour améliorer la sécurité et le bien-être de la population, dans le respect des valeurs culturelles et traditionnelles uniques de nos communautés. -30- **Contact médias** Donna Anderson, Spécialiste des communications Association des chefs de police des Premières Nations **Categories:** Nouvelles --- ### [RÉSERVER LA DATE – Conférence et distinctions ACPPN 2025](https://acppn.ca/reserver-la-date-conference-et-distinctions-acppn-2025/) **Published:** March 18, 2025 **Author:** First Nations Chiefs of Police Association **Content:** ## Du 14 au 16 mai 2025 **Soirée de remise des prix le 14 mai** HILTON LAC LEAMY, GATINEAU (Québec) Inscription et informations sur l’hôtel à suivre **Categories:** Nouvelles --- ### [Instructeurs – Collège de police de l'Ontario – Analyste de la morphologie des taches de sang](https://acppn.ca/instructeurs-college-de-police-de-lontario-analyste-de-la-morphologie-des-taches-de-sang/) **Published:** March 11, 2025 **Author:** First Nations Chiefs of Police Association **Excerpt:** Le Collège de police de l’Ontario est à la recherche d’un instructeur pour offrir et tenir le programme de certification d’analyste de la morphologie des taches de sang (BPA). **Content:** Le Collège de police de l’Ontario (CPO) s’engage à promouvoir la sécurité des diverses collectivités de l’Ontario en établissant des normes fondées sur des données probantes pour la formation, l’éducation et l’évaluation de l’apprentissage des agents de police. Envisagez cette occasion unique et enrichissante de vous joindre au CPO en tant qu’instructeur principal/instructeur de formation spécialisée, où vous dispenserez une formation en identification médicolégale propre aux agents de police dans le domaine de l’analyse de la morphologie des taches de sang. Le Collège de police de l’Ontario est à la recherche d’un instructeur pour offrir et tenir le programme de certification d’analyste de la morphologie des taches de sang (BPA). Le programme de certification BPA permet d’acquérir les connaissances approfondies, les compétences, les capacités et les attitudes requises pour documenter et analyser convenablement les scènes de bain de sang complexes, formuler des conclusions valables et scientifiquement solides, rendre compte des conclusions et présenter des preuves par avis d’expert devant les tribunaux. **Au sujet de l’emploi** En tant que formateur/instructeur expérimenté, vous devrez : - dispenser et faciliter l’apprentissage dans les domaines connexes de la police et de l’application ; - fournir une expertise en la matière aux apprenants, aux formateurs, aux audiences judiciaires et aux services de police ; - concevoir des normes/plans de formation et organiser, coordonner et évaluer les cours de police et les événements de formation ; - effectuer des recherches sur le sujet, préparer des plans de cours et d’autres ressources documentaires, et concevoir des tests et des examens. **Ce que vous apportez à l’équipe** **Ce qui est obligatoire :** - Des déplacements occasionnels en Ontario sont nécessaires. **Expertise en la matière** - Vous avez démontré l’expertise, les connaissances et les compétences nécessaires pour dispenser une formation sur la conduite d’enquêtes sur la criminalité en série qui répondent aux exigences d’un maintien de l’ordre adéquat et efficace. **Formation et éducation des adultes** - Vous avez une connaissance et une expérience des théories et méthodologies de formation et d’éducation afin de fournir/animer la formation aux apprenants, aux services de police et à d’autres organismes chargés de l’application de la loi. - Vous connaissez les techniques de conception, d’élaboration et de mise en œuvre des programmes d’études. - Vous pouvez coordonner la formation des cadres supérieurs en contribuant à la mise à jour des compétences, en comparant la formation existante à ces compétences et en créant une norme pour l’Ontario tout en assurant la collaboration avec les services de police nationaux. - Vous maîtrisez les applications informatiques courantes et Internet pour préparer des plans de cours, des rapports, des présentations, des graphiques, etc. - Vous pouvez utiliser la technologie de présentation en salle de classe. **Connaissances en matière d’application de la loi** - Vous avez une connaissance et une expérience des meilleures pratiques, procédures et normes en matière d’enquêtes sur les infractions criminelles ou provinciales. - Vous êtes au courant des progrès de la technologie et des pratiques qui ont une incidence sur les services de police. **Compétences en matière de communication et de relations interpersonnelles** - Vous avez des compétences en matière de présentation pour présenter et expliquer des renseignements très complexes de manière claire et précise aux apprenants. - Vous avez des compétences en communication écrite pour préparer des supports de cours et d’autres rapports. - Vous pouvez fournir un témoignage d’expert lors d’audiences judiciaires et d’enquêtes de coroners et subir un contre-interrogatoire concernant les méthodologies d’enseignement utilisées dans la conception du contenu de la formation. - Vous avez des compétences en matière de travail d’équipe pour travailler efficacement au sein d’une équipe performante, notamment en siégeant à des comités. - Vous pouvez négocier et promouvoir l’acceptation de nouvelles approches, ainsi que gérer les questions de discipline. **Compétences en matière d’analyse, de raisonnement et de résolution de problèmes** - Vous pouvez effectuer des recherches et analyser des questions juridiques ou policières. - Vous pouvez cerner les besoins en formation et proposer des solutions. - Vous pouvez évaluer l’efficacité des programmes de formation ainsi qu’anticiper et répondre aux changements dans le domaine. **Vous ne respectez pas toutes les qualifications ?** Si ce nouveau poste vous emballe et que vous possédez la plupart des qualités énumérées, mais pas toutes, veuillez songer quand même à postuler. Nous sommes conscients qu’une seule personne peut ne pas posséder toutes les qualités exigées dans cette annonce d’emploi, et vous pourriez bien être la candidate idéale ou le candidat idéal. **Comment nous soutenons la diversité, l’inclusion et l’accessibilité** Nous nous efforçons de constituer une main-d’œuvre inclusive qui reflète les collectivités qu’elle sert. Nous encourageons toutes les personnes qui souhaitent travailler avec nous à poser leur candidature, y compris les personnes handicapées, les personnes autochtones, noires et racisées, ainsi que les personnes de toutes les ethnies, cultures, orientations sexuelles, identités de genre et expressions de genre. Notre processus d’embauche est accessible, conformément au [*Code des droits de la personne de l’Ontario*](https://www.ohrc.on.ca/en/ontario-human-rights-code) et à la [*Loi de 2005 sur l’accessibilité pour les personnes handicapées de l’Ontario*](https://www.ontario.ca/laws/statute/05a11). Nous nous efforçons de prévenir et d’éliminer les obstacles dans notre processus d’embauche et pouvons offrir des [mesures d’adaptation](https://www.ontario.ca/page/careers-hiring-process#section-4) pour répondre à des besoins particuliers liés aux motifs protégés par le Code, comme un handicap, l’état familial et la religion. Pour obtenir de plus amples renseignements sur les mesures d’adaptation pendant le processus d’embauche, veuillez [communiquer avec nous](https://intra.ejobs.careers.gov.on.ca/ContactUs.aspx). Pour en savoir plus sur les efforts déployés par la FPO pour bâtir un milieu de travail inclusif, antiraciste et diversifié, consultez : - [les initiatives en matière de diversité, d’équité et d’inclusion](https://www.ontario.ca/page/about-ontario-public-service#section-2) - [les engagements en matière d’accessibilité](https://www.ontario.ca/page/accessibility) - [la politique pour la lutte contre le racisme](https://www.ontario.ca/page/ontario-public-service-anti-racism-policy) **Renseignements supplémentaires** **Adresse :** - 1 anglais Temporaire(s), durée jusqu’à 36 mois, 10716 HACIENDA RD, Aylmer, Région Ouest **Groupe de rémunération :** Association de la Police provinciale de l’Ontario (personnel civil) Comprendre l’avis d’emploi vacant – définitions **[Horaire:](https://www.ontario.ca/page/careers-job-ad-definitions)** 3 **Catégorie :** Éducation et formation **Date de publication :** le vendredi 28 février 2025 **Note :** - Le nombre de postes à pourvoir n’a pas été déterminé pour le moment. Le présent concours servira à dresser une liste d’admissibilité afin de pourvoir des postes vacants au cours des 12 prochains mois. **Comment postuler :** 1. Vous devez [postuler en ligne.](https://www.gojobs.gov.on.ca/Apply.aspx?Language=English&JobID=227143) 2. Votre lettre d’accompagnement et votre curriculum vitae réunis doivent avoir un maximum de cinq (5) pages. Pour des conseils et des outils qui vous aideront à rédiger une lettre d’accompagnement et un curriculum vitae concis, consultez [Rédaction d’une lettre d’accompagnement et d’un Curriculum vitae : conseils, outils et ressources.](https://www.gojobs.gov.on.ca/Docs/OPSCoverLetterandResumeWritingGuide.pdf) 3. Adaptez votre lettre d’accompagnement et votre curriculum vitae en fonction des exigences figurant dans l’offre d’emploi. En utilisant des exemples concrets, vous devez faire ressortir en quoi vos aptitudes et vos compétences correspondent aux exigences du poste. Nous comptons sur les renseignements que vous nous fournissez. 4. Voir la [description de l’emploi](https://intra.ejobs.careers.gov.on.ca/PDR.aspx?Language=English&JobID=227143) pour bien comprendre en quoi consiste ce poste. 5. Les membres de la FPO doivent indiquer leur numéro d’employé RIRH (WIN Employee ID Number) lorsqu’ils présentent leur candidature à un poste. 6. Si vous avez besoin que l’on prenne des mesures d’adaptation liées à un handicap qui vous permettront de participer au processus de recrutement, veuillez cliquer sur [Pour nous joindre ](https://www.gojobs.gov.on.ca/ContactUs.aspx)et nous fournir vos coordonnées. L’équipe des services de recrutement communiquera avec vous dans les 48 heures. Tous les candidats à un emploi (y compris les anciens fonctionnaires de l’Ontario) qui participent à un concours dans un ministère ou à un organisme public rattaché à la Commission doivent divulguer (dans leur lettre d’accompagnement ou leur curriculum vitæ) un emploi occupé antérieurement au sein de la fonction publique de l’Ontario. Les renseignements divulgués doivent comprendre les postes occupés, les dates d’emploi et, le cas échéant, toutes restrictions en vigueur limitant leur réemploi dans la fonction publique de l’Ontario. Les restrictions en vigueur peuvent comprendre des restrictions de temps ou liées à des ministères en particulier, et elles peuvent empêcher d’offrir à un ancien employé un emploi au sein de la fonction publique de l’Ontario pendant une certaine période (p. ex., un an) ou dans un certain ministère (pendant une période prédéterminée ou indéfiniment). Les circonstances entourant le départ d’un employé seront prises en considération avant qu’une offre d’emploi ne lui soit faite. **Rappel :** La date limite de candidature est le **lundi 24 mars 2025 23 h 59 min HAE**. Les candidatures reçues en retard seront refusées. Nous vous remercions de l’intérêt que vous portez à ce poste. Cependant, nous communiquerons avec vous uniquement dans le cadre du processus de présélection ou pour vous convoquer à une entrevue. **a fonction publique de l’Ontario est un employeur inclusif. Toute adaptation nécessaire sera réalisée conformément au** [**Ontario’s *Code des droits de la personne de l’Ontario***](http://www.ohrc.on.ca/fr/le-code-des-droits-de-la-personne-de-l%E2%80%99ontario)**.** **Categories:** Partenaires d’emploi --- ### [8 Casques bleus – Indéterminé](https://acppn.ca/8-casques-bleus-indetermine/) **Published:** November 13, 2025 **Author:** First Nations Chiefs of Police Association **Content:** **RESPONSABILITÉS DU POSTE :** - Assurer la sécurité de soi et des autres ; - Effectuer une patrouille générale et répondre aux appels de service ; - Appliquer la procédure appropriée pour répondre aux appels de service ; - Assister les victimes d’actes criminels et mener des enquêtes ; - Préparer les rapports de police ; - Utiliser l’équipement et la technologie de la police - Pour appliquer la gestion des détenus - Pour témoigner devant le tribunal - Appliquer les lois, politiques et procédures pertinentes, y compris la loi Mohawk. **EXIGENCES** *Éducation/Formation :* - Diplômé d’une Académie canadienne de police reconnue; OU - DEC en application de la loi, plus diplôme d’une académie de police reconnue ; OU - Diplôme d’études secondaires et deux (2) années d’expérience de travail stable. *Exigences particulières :* - Doit être âgé d’au moins 21 ans ; - Doit réussir un test de condition physique et un test de dépistage de drogues. - Vous devez réussir l’évaluation de la condition physique de la police de la GRC. - Doit réussir un examen psychologique ; - Doit obtenir un permis de conduire de classe 4A. **EXIGENCES DE DEMANDE – VEUILLEZ SOUMETTRE :** - Une renonciation à la vie privée des Kahnawake Mohawk Peacekeeper complétée, qui permet un contrôle de sécurité. Fournir une pièce d’identité avec photo (permis de conduire OU carte de statut d’indigène OU carte Medicare) ; - Un formulaire de renonciation aux réclamations et de renonciation à la responsabilité des Gardiens de la paix Mohawk de Kahnawake dûment rempli ; - Lettre d’intention, curriculum vitae et preuve des exigences scolaires ; - Deux lettres de référence de professionnels. **VEUILLEZ SOUMETTRE TOUS LES DOCUMENTS REQUIS À :** Trina Skye Coordonnatrice de la formation et des ressources humaines, KMPK Boîte postale 203 Territoire Mohawk de Kahnawake, J0L 1B0 Courriel : Téléphone : 450-632-6505 **AVANTAGES** Assurance (médicale et invalidité), pension, MSI, programme d‘aide aux employés, préparateur physique sur place, horaire flexible, COLA annuel, salaire stable de 40 heures par semaine, sorties/événements du personnel et formation avancée. - Salaire de départ : Niveau P-1 : Grille salariale KMPK 2024/2025 – 30,24 $/heure - Horaire de travail : Horaire de travail rotatif (jour et nuit) sur 12 heures **PROFIL DU CANDIDAT** - Joueur d’équipe ; - Capacité à prendre des initiatives; - Résolution de problèmes, prise de décision, jugement et objectivité efficaces ; - Évaluer efficacement les risques ; - Capacité à gérer des situations de stress élevé ; - Maîtrise de soi et sang-froid ; - Fiable ; - Adaptabilité ; - Intégrité et jugement éthique ; - Excellentes compétences en communication ; - Maîtrise de la gestion du temps ; - Compétences compétentes en matière de gestion des conflits ; - Direction - Bonne forme physique. **DATE LIMITE : ouvert jusqu’à ce qu’il soit rempli** **La préférence est accordée aux candidats autochtones** **Seuls les candidats sélectionnés pour un entretien seront contactés** ***Une description de poste détaillée et des formulaires peuvent être obtenus à la station KMPK, sur le site Web de KMPK ou en contactant Trina Skye.*** **Pour en savoir plus sur les Kahnawake Mohawk Peacekeepers, veuillez visiter notre site Web.** Site web : [www.kahnawakepeacekeepers.ca](https://www.kahnawakepeacekeepers.ca) **Categories:** Partenaires d’emploi --- ### [PK Indeterminate Position](https://fncpa.ca/pk-indeterminate-position/) **Published:** November 13, 2025 **Author:** First Nations Chiefs of Police Association **Excerpt:** The KMPK is seeking dedicated individuals with a passion for community service. **Content:** *The KMPK is seeking dedicated individuals with a passion for community service. Embrace a rewarding career that allows you to make a real difference in the lives of community members.* ## START YOUR JOURNEY WITH US…APPLICATIONS ARE NOW BEING ACCEPTED TO BECOME A KAHNAWAKE MOHAWK PEACEKEEPER ### RESPONSIBILITIES - To maintain safety of self and others; - To conduct general patrol and respond to calls for service; - Apply appropriate procedures when responding to calls for service; - To assist victims of crime and conduct investigations; - To prepare policing reports; - To use police equipment and technology; - To apply detainee management; - To deliver court testimony; - To apply relevant legislation, policies and procedures, including Mohawk Law. ### BENEFITS - Competitive Salary, starting at $30.24/hr - Paid Vacation & Health Days & Holidays - Generous Health Insurance, Employee Assistance Program & Mohawk Self Insurance - Attractive Pension Plan - Continuous Training & Development - Opportunity for Advancement - On Site Fitness Training ### REQUIREMENTS **Education / Training:** - Graduate from a Recognized Canadian Police Academy; OR - DEC in Law Enforcement, OR - High School Diploma or CAEC, plus two (2) years of stable work experience. **Special Requirements:** - Must be 21 years of age; - Physical fitness consent; - Drug testing; - Acquire Class 4A license & CPR Certification; - Must complete the RCMP Police Fitness Assessment; - Must complete an RCMP Security Clearance; - Must complete a psychological assessment. ### PLEASE SUBMIT - Letter of Intent; - Resume; - Photocopy of your High School Diploma or CAEC Equivalency; - Photocopy of your Police Academy Certificate; (if applicable) - Photocopy of any Training Course Certificates; - Signed Kahnawake Mohawk Peacekeeper Security Check – Privacy Waiver; - Photocopy of your Driver’s license; OR Native Status card; - 2 Professional reference letters. ### SUBMIT DOCUMENTS TO **Trina Skye** Training and Human Resources Coordinator, KMPK PO Box 203 Kahnawake Mohawk Territory, J0L 1B0 Email: Phone: 450.632.6505 **Preference is given to Aboriginal candidates** Only Candidates Selected for an Interview will be contacted Detailed Job description and forms can be obtained at the KMPK Station, KMPK Website or by contacting Trina Skye #### TO LEARN MORE ABOUT The Kahnawake Mohawk Peacekeepers Website: [www.kahnawakepeacekeepers.ca](http://www.kahnawakepeacekeepers.ca "www.kahnawakepeacekeepers.ca") OR Social Media: [Facebook](https://www.facebook.com/441032266423632 "Facebook") **14. EMPLOYMENT PREFERENCE** 14.1 In the employment of Peacekeepers, preference will be given to Mohawks of Kahnawá:ke who are resident within the Mohawk Territory of Kahnawá:ke. Preference will also be given to persons who speak the Mohawk language. Persons who are not Mohawks of Kahnawá:ke may be considered for employment on the basis of need and merit. **Categories:** Employment Partners --- ### [First Nations Chiefs of Police Respond to Federal Announcement To Renew Commitment to First Nations Policing Program](https://fncpa.ca/first-nations-chiefs-of-police-respond-to-federal-announcement-to-renew-commitment-to-first-nations-policing-program/) **Published:** March 15, 2013 **Author:** First Nations Chiefs of Police Association **Excerpt:** Public Safety Minister Vic Toews announced that the Federal Government will maintain funding for policing agreements with First Nation and Inuit communities under the First Nations Policing Program (FNPP) for the next five years. **Content:** - [ABOUT FNCPA](https://fncpa.ca/about-fncpa/) - [Vision, Mission and Mandate](https://fncpa.ca/about-fncpa/) - [Responsibilities](https://fncpa.ca/about-fncpa/responsibilities/) - [Message from the President](https://fncpa.ca/about-fncpa/message-from-the-president/) - [Executive](https://fncpa.ca/about-fncpa/executive/) - [Our Team](https://fncpa.ca/about-fncpa/our-team/) - [History](https://fncpa.ca/about-fncpa/history/) - [WHAT WE DO](https://fncpa.ca/what-we-do/programs/) - [Programs](https://fncpa.ca/what-we-do/programs/) - [Policy & Resolutions](https://fncpa.ca/what-we-do/policy-resolutions/) - [Training](https://fncpa.ca/what-we-do/training/) - [EVENTS](https://fncpa.ca/events/) - [2026 FNCPA Mentorship Program for First Nations Police Leaders](https://fncpa.ca/2026-fncpa-mentorship-program-for-first-nations-police-leaders/) - [2026 Annual Conference & Awards](https://fncpa.ca/2026-annual-conference-awards/) - [Annual General Meeting](https://fncpa.ca/annual-general-meeting/) - [MEMBERS](https://fncpa.ca/members/membership-information/) - [Membership Information](https://fncpa.ca/members/membership-information/) - [Current Members](https://fncpa.ca/members/current-members/) - [Members Access](https://fncpa.ca/my-account/) - [Forum](https://fncpa.ca/community/) - [Downloadable Resources](https://fncpa.ca/members/downloadable-resources/) ## Media Releases # First Nations Chiefs of Police Respond to Federal Announcement To Renew Commitment to First Nations Policing Program Mar 15, 2013 **Ottawa, Ontario** – On March 4, 2013, Public Safety Minister Vic Toews announced that the Federal Government will maintain funding for policing agreements with First Nation and Inuit communities under the First Nations Policing Program (FNPP) for the next five years. The First Nations Chiefs of Police Association (FNCPA) welcomes this announcement and views it as a ‘starting point’ towards addressing unique and chronic issues facing aboriginal policing. The FNCPA are calling on federal and provincial governments to engage in discussions targeted towards meaningful steps to address the following issues: - While committing to maintain previous levels of funding for the next five years is a positive step, it does not address the chronic levels of underfunding provided to law enforcement serving First Nations and Inuit communities. Despite limited resources our police services continue to provide their communities with above average results. Continued limitations on adequate funding could compromise the level of service provided in the future - The FNPP was set to expire on March 31, 2013. On March 4, 2013 we learned that this funding would be maintained. Prior to this announcement, those providing police services to aboriginal communities were faced with tremendous uncertainty in terms of planning and forecasting the delivery of services. Through greater on-going collaboration, this uncertainty would have been mitigated. - Governments have failed to engage in direct, meaningful consultation and we call on the federal government to provide a forum to discuss issues, many which have already tabled but have yet to receive responses. This should include the FNCPA, the Assembly of First Nations (AFN) and representative Canadian police leaders. - The Aboriginal Policing Directorate (APD) of Public Safety Canada has completed a “Comprehensive Review of First Nations Policing.” This was submitted to Cabinet in the 2009/10 Parliamentary Session. This study has yet to be released. - There needs to be a recognition by governments that First Nations policing are an ‘essential service’ and not a ‘program.’ In his March 4, 2013 statement, Minister Toews mentions that the FNPP supports “professional, dedicated and culturally-responsive policing services to First Nation and Inuit communities.” As such, wages, pension and benefits parity must be developed for Self-Administered First Nations Policing Services/First Nations Officers which is comparable to all police services/agencies across Canada. - On March 7, 2013, the Correctional Investigator of Canada released the following findings: - Despite making up only 4 per cent of the general Canadian population, aboriginals make up 23 per cent of the prison population. - Only modest progress has been made in providing aboriginals with alternative forms of justice such as healing lodges and healing circles. - Re-offender rates for aboriginals are much higher than for non-aboriginals We need a concerted effort with federal / provincial governments to reverse these trends and provide long-term solutions. The FNCPA supports the development of innovative solutions such as the Community Mobilization / Early Intervention program developed by the Prince Albert Police Service. This program has been adopted by many police services throughout Canada and is a potential model to be used in First Nations and Inuit communities. The federal government has stated “they will continue to work with its partners to explore ways to provide the most cost-effective and sustainable policing options.” The FNCPA, the AFN and the Canadian Association of Chiefs of Police (CACP) Aboriginal Policing Committee are requesting the opportunity to meet with Minister Toews and his provincial counterparts in a much needed discussion to address these issues. **Chief John Syrette, President – FNCPA (Anishinebek Police Service – Ontario)** *The FNCPA exists to serve First Nation police services and First Nation territories across Canada by facilitating the highest level of professionalism and accountability in their police services, all in a manner that reflects the unique cultures, constitutional status, social circumstances, traditions and aspirations of First Nations.* ### For more information, please contact: **Chief Doug Palson** First Nations Chiefs of Police Dakota Ojibway Police Service Phone: 204-856-5370 Email: **Cam Alexis** Assembly of First Nations Alberta Regional Chief Phone: 587-337-0054 Email: ### Get in Touch Name Email Address Message Submit **Categories:** News --- ### [DETECTIVE CONSTABLE – DRUG ENFORCEMENT UNIT x 2 (Internal/External)](https://fncpa.ca/detective-constable-drug-enforcement-unit-x-2-internal-external/) **Published:** September 25, 2025 **Author:** First Nations Chiefs of Police Association **Excerpt:** The Detective Constable – Drug Enforcement Unit (DEU) is responsible for investigations into Drug Enforcement and Street Level Organized crime related offences. **Content:** The Detective Constable – Drug Enforcement Unit (DEU) is responsible for investigations into Drug Enforcement and Street Level Organized crime related offences. These investigations may include judicial authorizations, conducting surveillance, use of informants, authoring intelligence reports, accused debriefs, expert testimony and undercover operations. In addition, aid and support other UCCM APS officers involved in drug investigations while remaining current with respect to relevant legislation, including the Controlled Drugs and Substances Act. Regularly attend meetings including with various community stakeholders and provide presentations to a variety of agencies on drug use and trends within United Chiefs and Councils of Mnidoo Mnising (UCCMM) communities as part of the Community Mobilization. Furthermore, regularly respond to correspondence received from provincial and federal crowns and updating files accordingly. The Detective Constable – DEU will assist the organization in successfully meeting its’ mission of providing culturally sensitive policing services to the UCCM police service area. **Your duties will include (but are not limited to):** - Conduct, co-ordinate and manage investigation / project-based initiatives, involving Controlled Drugs and Substances and Cannabis Act offenses (illegal dispensaries, clandestine laboratories, proceeds of crime, drug use, drug trafficking, manufacturing, cultivation, importation, and exportation). - Maintain confidentiality of sensitive police information, as well as cultivate and maintain confidential human sources. **Your education and experience:** - Completion of Ontario Police College Basic Constable Training - Hold the rank of 1st Class Constable - Completion of any of the following course(s): Criminal Investigators Training/General Investigative Techniques **Your skills include (but are not limited to):** - Knowledge of the Criminal Code, Controlled Drugs and Substances Act, Food and Drugs Act and other federal statutes. - Knowledge of current case law and decisions affecting the administration of justice. - Knowledge of the roles and responsibilities as defined by the Major Case Management model. - Knowledge of investigative techniques to provide advice to officers and conduct specialty investigations. **For all applicants, we require:** - A detailed cover letter outlining your ability to meet the position requirements as outlined above, with a resume demonstrating your qualifications, along with copies of relevant course certificates. - Complete and submit a McNeil Report **For external applicants only, the additional documents are required:** - Contact information for three employment references (1 supervisor) - Complete and submit a Pre-Background Questionnaire - Complete and submit a Consent and Release of Liability Form - Complete and submit a Personal History Form - Complete and submit UCCM Police Comprehensive Medical Evaluation Form (A thorough background check will be completed before we make an offer of employment.) All forms can be found on our website [Current Opportunities – UCCM Anishnaabe Police](https://www.uccmpolice.com/current-opportunities) We encourage individuals of Anishnaabe ancestry to apply and self-identify. **What we offer** As a First Nations-run police service, we do policing differently. If you believe it’s time for a police service to break down barriers and serve communities better, join UCCM Anishnaabe Police to make our communities a safer, better place. We offer competitive pay and benefits, a welcoming, close-knit work environment, and opportunities to learn about Anishnaabe culture and history. **How to apply** Send your application package to: Email: with the subject line “Employment Opportunity: Detective Constable – DEU” Only those applicants selected for an interview will be contacted. Questions? Please contact Human Resources at . **Categories:** Employment Partners --- ### [SERGEANT x 2 (Internal/External)](https://fncpa.ca/sergeant-x-2-internal-external/) **Published:** September 25, 2025 **Author:** First Nations Chiefs of Police Association **Excerpt:** The Sergeant is a front-line supervisory position and reports to the Staff Sergeant – Director of Operations. **Content:** The Sergeant is a front-line supervisory position and reports to the Staff Sergeant – Director of Operations. The Sergeant’s respond to calls for services to protect life and property, preserve the peace and prevent crime. The Sergeant’s role is to provide supervision to front line officer personnel. The Sergeant will be active in the development of strategic and business processes within the framework and priorities identified by UCCM Police Services Commission philosophy, vision and mission. **Your duties will include (but are not limited to):** - Promote professional conduct by platoon members, being sensitive to the cultural and traditional needs of the UCCMM First Nation communities and community members in all types of investigations; Sensitive to the needs of community members when dealing with varying types of incidents - Ensure effective enforcement of Federal, Provincial and First Nation laws within the UCCM police service area, consistent with organizational goals - Supervise constables by assigning and monitoring tasks, assisting them to establish plans and objectives in their work; establishing work priorities, setting deadlines for completion of work assignments and adjust to changing priorities - Review occurrence reports and other police investigative records for completeness, accuracy, and thoroughness of work assignments; taking appropriate corrective and disciplinary action when necessary - Remain current with police issues/concerns, and coordinate or conduct in-service training topics in areas of criminal law, current trends, new legislation, and new policing techniques - Conduct quality control and maintenance inspections as developed by the Service - Conduct performance appraisals in accordance with prescribed procedures - Perform administrative duties, such as approving and monitoring vacation schedules, overtime, time off requests, timesheets, etc. - Act as liaison with case investigators, Office of the Crown Attorney, the Courts, and other Police Services as required - Assist in providing public education to UCCMM Communities in public forums with respect to specific problem areas, such as youth crime or drug use/abuse **Your education and experience** - Hold the rank of 1st Class Constable with supervisory experience and a strong understanding of investigations - Completion of OPC Sergeants Exam is considered an asset or willingness to complete within 6 months. - No current discipline issues, or internal investigations outstanding; **Compensable factors include (but are not limited to):** - Thorough knowledge and sensitivity to the diversity of Anishnaabe peoples, organizations, communities and culture includes sensitivity to issues affecting First Nations and the Anishinawbek Nation and its impact on police service delivery such as Aboriginal rights-based issues); - Leadership skills: ability to provide direction, ability to delegate tasks; organizational skills; interpersonal and verbal/written communication skills; team building skills - Knowledge and respectful of Ojibwe culture and traditions; knowledge and sensitivity to local UCCMM First Nation community issues; fluency/knowledge/understanding/willingness to learn the Anishnaabe Language - Knowledge of current case law and decisions affecting the administration of justice. - Knowledge of the roles and responsibilities as defined by the Major Case Management model. - Knowledge of investigative techniques to provide advice to Constables and conduct specialty investigations. **For all applicants, we require:** - A detailed cover letter outlining your ability to meet the position requirements as outlined above, with a resume demonstrating your qualifications, along with copies of relevant course certificates. - Complete and submit a McNeil Report **For external applicants only, the additional documents are required:** - Contact information for three employment references (1 supervisor) - Complete and submit a Pre-Background Questionnaire - Complete and submit a Consent and Release of Liability Form - Complete and submit a Personal History Form - Complete and submit UCCM Police Comprehensive Medical Evaluation Form (A thorough background check will be completed before we make an offer of employment.) All forms can be found on our website [Current Opportunities – UCCM Anishnaabe Police](https://www.uccmpolice.com/current-opportunities) We encourage individuals of Anishnaabe ancestry to apply and self-identify. **How to apply:** Send your completed application package to: Email: with the subject line “Employment Opportunity: Sergeant” Only those applicants selected for an interview will be contacted. Questions? Please contact Human Resources at . **Categories:** Employment Partners --- ### [DETECTIVE CONSTABLE— CRIME UNIT x 4 (Internal/External)](https://fncpa.ca/detective-constable-crime-unit-x-4-internal-external/) **Published:** September 25, 2025 **Author:** First Nations Chiefs of Police Association **Excerpt:** The position of Detective Constable – Crime Unit (CU) requires the performance of public service duties of a peace officer to promote and foster community peace and social order. **Content:** The position of Detective Constable—Crime Unit (CU) requires the performance of public service duties of a peace officer to promote and foster community peace and social order within the framework of the United Chiefs and Councils of Manitoulin Police Services Commission philosophy, vision and mission. The primary duties are to provide leadership in the coordination of major criminal investigations and benchmark occurrences; the detective constable will provide investigative support and due diligence in reporting, and guide and assist other personnel in these areas, especially benchmark investigations. **Your duties will include (but are not limited to):** - Demonstrate sensitivity to the cultural and traditional needs of the UCCMM First Nation communities and community members in conducting major criminal investigations; demonstrate sensitivity to the needs of victims and community members when dealing with incidents of trauma; - Keeps current with knowledge of community policing methods, statutes, regulations, policies, and procedures and service rules and the crime trends, demographics and geography of the member First Nations and their needs - Assist in major case and benchmark investigations, follow through each case until completion; implement methods of tracking cases to ensure completeness and investigative follow-up; - Assist the Detective Sergeant with special applications \[such as dangerous offender, long-term offender applications\] as requested by the Crown - Follow-up on incoming tips in cases when the lead investigator is absent; - Perform other lawful duties as assigned by the Detective Sergeant—Crime Unit **Your education and experience** - Hold the rank of 1st Class Constable - Completion of any of the following course(s) are required: Criminal Investigators Training/General Investigative Techniques; - It is considered an asset if the following courses are completed: Search Warrant Course, Mobile Surveillance Course, Major Case Management Course, Lawful Justification Training Certification, and Confidential Information Foundations Course; - Relevant investigative experience **Compensable factors include (but are not limited to):** - Thorough knowledge and sensitivity to the diversity of Anishnaabe peoples, organizations, communities and culture (includes sensitivity to issues affecting First Nations and the Anishinawbek Nation and its impact on police service delivery such as Aboriginal rights-based issues); - Excellent leadership skills and abilities, ability to exercise professional judgment in complex and sensitive situations; assisting with managing and implementing change as directed by the Detective Sergeant; - Knowledge of the Criminal Code, Controlled Drugs and Substances Act, Food and Drugs Act and other federal statutes. - Knowledge of current case law and decisions affecting the administration of justice. - Knowledge of the roles and responsibilities as defined by the Major Case Management model. - Knowledge of investigative techniques to provide advice to officers and conduct specialty investigations. - Excellent written and verbal communication skills, with the willingness to learn the Anishnaabe language **For all applicants, we require:** - A detailed cover letter outlining your ability to meet the position requirements as outlined above, with a resume demonstrating your qualifications, along with copies of relevant course certificates. - Complete and submit a McNeil Report **For external applicants only, the additional documents are required:** - Contact information for three employment references (1 supervisor). - Complete and submit a Pre-Background Questionnaire - Complete and submit a Consent and Release of Liability Form - Complete and submit a Personal History Form - Complete and submit UCCM Police Comprehensive Medical Evaluation Form (A thorough background check will be completed before we make an offer of employment.) All forms can be found on our website [Current Opportunities—UCCM Anishnaabe Police](https://www.uccmpolice.com/current-opportunities) We encourage individuals of Anishnaabe ancestry to apply and self-identify. **How to apply:** Send your completed application package to: Email: with the subject line “Employment Opportunity: Detective Constable—Crime Unit” Only those applicants selected for an interview will be contacted. Questions? Please contact the Human Resources Department at **Categories:** Employment Partners --- ### [SOCIAL NAVIGATOR (civilian position)](https://fncpa.ca/social-navigator-civilian-position/) **Published:** September 25, 2025 **Author:** First Nations Chiefs of Police Association **Excerpt:** The Social Navigator will work directly under the Community Mobilization Sergeant (CMS) and will connect and support at risk individuals. **Content:** The Social Navigator will work directly under the Community Mobilization Sergeant (CMS) and will connect and support at risk individuals. The goal of the Social Navigator is to reduce an individual’s dependence on the judicial and hospital systems by navigating an individual to the appropriate community organization for assistance to improve their overall health, safety, and quality of life. **Your duties will include (but are not limited to):** - Conduct assessments of individuals with the ability to refer individuals to the appropriate identified community organization; - Provide a point of contact and communication for individuals re-entry into the service system; - Provide case management to those participants who are participating in the program; - Work in collaboration and consult with community partners, including, mental health agencies, the courts, and non-profit social service agencies, which provide outreach and case management services; - Create and maintain a database for all client information as applicable; - Prepare policies, procedures and guidelines for the Social Navigator program as required and conduct periodic reviews as needed; - Develop all forms necessary for the intake and assessment of individuals; - Liaise with other agencies, justice and government partners to keep abreast of First Nation policing national issues; - Represent the Police Service at conferences, seminars, and information sessions, as approved by the CMS; and - Ensure UCCM Police Service is in compliance with all related laws and regulations as required. **Your education and experience** - Minimum of an Undergraduate Degree in either Applied or Health Sciences; or a College Diploma in a related field with 5 years of experience in the operational field. - Experience and knowledge of Case Management. - Previous work experience in a social, health, and/or judicial setting, is a definite asset. **Compensable factors include (but are not limited to):** - Knowledgeable and respectful of Anishnaabe customs, culture, and language; - Strong policy development and writing skills; - Knowledge of Federal, Provincial, and First Nation Government systems and processes; - Excellent interpersonal and public speaking skills; - Knowledge of social and healthcare organizations that case manage at risk individuals; - Strong report writing and verbal communication skills; - Excellent human relations and interpersonal skills; and - Knowledge of applicable legislation and various acts that affect the success of the project. **We require:** - A detailed cover letter outlining your ability to meet the position requirements as outlined above, with a resume demonstrating your qualifications, along with copies of relevant certificates/diploma. - Contact information for three employment references (1 supervisor). - Complete and submit a Pre-Background Questionnaire - Complete and submit a Personal History Form - Complete a Consent and Release of Liability Form All forms can be found on our website [Current Opportunities—UCCM Anishnaabe Police](https://www.uccmpolice.com/current-opportunities) **How to apply:** Send your completed application package to: Email: with the subject line “Employment Opportunity: Social Navigator” Only those applicants selected for an interview will be contacted. Questions? Please contact the Human Resources Department at . **Categories:** Employment Partners --- ### [FNCPA Executive Engages Federal Leaders on the Future of First Nations Policing ](https://fncpa.ca/fncpa-executive-engages-federal-leaders-on-the-future-of-first-nations-policing/) **Published:** September 15, 2025 **Author:** First Nations Chiefs of Police Association **Excerpt:** The Executive of the First Nations Chiefs of Police Association (FNCPA) met with the Honourable Gary Anandasangaree, Minister of Crown—Indigenous Relations, the Honourable Ruby Sahota, and Tricia Geddes, Deputy Minister of Public Safety Canada, to address critical issues affecting First Nations policing across Canada. **Content:** The Executive of the First Nations Chiefs of Police Association (FNCPA) met with the Honourable Gary Anandasangaree, Minister of Crown—Indigenous Relations, the Honourable Ruby Sahota, and Tricia Geddes, Deputy Minister of Public Safety Canada, to address critical issues affecting First Nations policing across Canada. The discussion acknowledged both the progress made and the significant challenges that remain, underscoring the urgent need for strategic reforms. A central topic was the recognition of First Nations policing as an “essential service.” Despite decades of advocacy, legal, bureaucratic, and funding barriers continue to prevent this long-overdue designation. Representing more than 150 communities and 36 stand-alone First Nations police services, the FNCPA emphasized the essential role these agencies play in safeguarding community well-being, national security, and public trust—particularly in remote and rural areas, border regions, and communities impacted by organized crime. The FNCPA highlighted how short-term policing agreements create operational instability, limit the creation of specialized units such as drug enforcement, victim services, and major crime investigation, and leave officers in a state of uncertainty. Chronic underfunding, ongoing recruitment and retention challenges, the loss of trained officers to better-funded agencies, and the lack of competitive pension plans and subsidized training continue to erode service capacity. Such funding arrangements perpetuate disparities in pay, resources, and capabilities compared to mainstream policing services, threatening the long-term viability of First Nations police agencies. Still, there is optimism as efforts progress toward advancing First Nations self-determination through modern treaties and legislative reforms, enabling communities to create and enforce their own laws in line with their traditions and governance systems. The FNCPA remains steadfast in its call for parity with mainstream policing, long-term sustainable funding, and respect for Indigenous sovereignty in law enforcement. The Association sees the upcoming fall meetings as a pivotal opportunity to advance essential service legislation and secure the future of stand-alone First Nations policing. **Categories:** News **Tags:** media release --- ### [Windsor Police Service — Chief of Police](https://fncpa.ca/windsor-police-service-chief-of-police/) **Published:** July 11, 2025 **Author:** First Nations Chiefs of Police Association **Excerpt:** The Windsor Police Service Board is seeking a Chief of Police whose policing experience and leadership will inspire the trust and confidence of the communities it serves and staff within the Service. **Content:** Located on the busiest international border crossing between Canada and the United States, the City of Windsor is the third most ethnically diverse city in Canada with over 25 percent of residents from outside of Canada. A growing border community translates into growing demand for policing services. Like many communities in North America, Windsor continues to face social issues of homelessness, mental health and drug abuse. As the City responds to these and other pressures, the Windsor Police Service is dedicated to excellence in service through the commitment of their people to teamwork, integrity, and their core values. The Windsor Police Service Board is seeking a Chief of Police whose policing experience and leadership will inspire the trust and confidence of the communities it serves and staff within the Service. With an operating budget of approximately $100 million and a complement of just over 680 sworn and civilian staff, the Windsor Police Service is divided into two (2) areas of responsibility: Operations (Patrol and Investigation) and Operational Support, each led by a Deputy Chief. In 2019, the Windsor Police Service assumed responsibility for all policing services for the Town of Amherstburg. The Chief of Police serves as a high-profile and engaged member of the community, fostering strong, transparent relationships built on mutual respect, openness, and integrity. As Chief, you will work collaboratively with your command team to promote open communication across all levels of the Service, both sworn and civilian, ensuring alignment with strategic priorities in crime prevention, public education, and community safety. With a strong commitment to fiscal accountability and modernization, you will make sound business decisions ensuring that resources are allocated efficiently and responsibly. An experienced and principled police executive, you bring a deep commitment to organizational excellence and financial stewardship. You will champion a culture of respect, inclusion, and accountability, empowering both sworn officers and civilian staff with clear goals, the tools and training, and a shared sense of purpose. Through exceptional communication and collaboration, you will strengthen internal cohesion and external partnerships—working closely with staff, the Police Association, the Police Service Board, and community stakeholders to enhance the credibility and effectiveness of the Service. You embrace technology with an ongoing commitment to modernization and innovative policing practices. Your ability to build strategic alliances with social service agencies and community organizations will be key to delivering coordinated, compassionate, and fiscally responsible responses to complex public safety challenges. ## To Apply To fill this position, the Windsor Police Service has partnered with leadership advisory firm Odgers. Applications are encouraged immediately and should be submitted online, ideally by August 8th, 2025 at or We thank all those who express an interest; however, only those chosen for further development will be contacted. ## Diversity, Equity, and Inclusion *Windsor Police Service is an equal opportunity employer. In accordance with the Accessible Canada Act, 2019 and all applicable provincial accessibility standards, upon request, accommodation will be provided by both Odgers and the Windsor Police Service throughout the recruitment, selection and/or assessment process to applicants with disabilities.* *Odgers is deeply committed to diversity, equity, and inclusion in all the work that we do. As part of our efforts to better understand our ability to reach as broad a pool of candidates as possible for our searches, our DEI team would like to encourage you to take a moment and access our [Self-Declaration Form](https://form.jotform.com/202334630121034 "Self-Declaration Form").* **Categories:** Employment Partners --- ### [Chief of Police – File Hills First Nations Police Service (FHFNPS) ](https://fncpa.ca/chief-of-police-file-hills-first-nations-police-service-fhfnps/) **Published:** June 11, 2025 **Author:** First Nations Chiefs of Police Association **Excerpt:** The FHFNPS is a First Nations self-administered police service that currently employs eighteen officer and staff members. **Content:** The File Hills First Nations Police Service (FHFNPS) provides community policing services to Little Black Bear’s ### Essential Functions: - Collaborate with the Board in the development of the FHFNPS strategic and operational plans. - Oversees the development and implementation of the Policies and Procedures for the FHFNPS mandated by law to ensure efficient operation of the service and to implement directives from the FHFNPS Board. - Plans and implements the law-enforcement program and budget for the File Hills First Nations, as guided by the policies and goals established by the Board. This encompasses a review of service performance, effectiveness and the development of programs and/or policies to alleviate deficiencies. Band of the Assiniboine Cree, Starblanket Cree Nation, Okanese First Nation, Peepeekisis Cree Nation and Carry the Kettle Nakoda Nation. The FHFNPS is a First Nations self-administered police service that currently employs eighteen officer and staff members. The FHFNPS supports the principles and practices of restorative justice in a culturally appropriate manner while maintaining effective working relationships with the File Hills communities, various partners and funding agencies. The Chief of Police for the FHFNPS is selected by the Board of Police Commissioners. The Chief supervises the administrative, operational and policing functions of the organization. The Chief is responsible for implementing the strategic direction, vision and continuous improvement for the FHFNPS. The Chief shall perform the following duties and responsibilities and in accordance with any requirements of the Saskatchewan Police Act 1990 and the funding agreement: - Directs the development and maintenance of systems records and legal documents that provide for the proper evaluation, control, and documentation of the FHFNPS operations. - Prepares and submits reports to the Board regarding the FHFNPS activities and a variety of other reports as appropriate. - Keeps up on current trends in the field and represent the FHFNPS at a local, municipal, regional, provincial, and national levels. - Cooperates with First Nations, provincial and federal law enforcement agencies as appropriate. - Develops and maintains accountability and positive relationships within the File Hills First Nations ### Competencies - High ethical standards and conduct - Proficiency in written and spoken communication - Knowledge of and practice of transformative leadership - Effective stress management and personal composure. - Effective time management - Effective problem solving /analysis - Effective decision making - Commitment to workplace diversity and Inclusion - Clear and sound project management skills and knowledge - Set and maintain a high level of cultural competence – personally and organizationally - Personal effectiveness/ integrity in ensuring awareness on police service initiatives, decisions and policies ### Supervisory Responsibility Exercises supervision over all FHFNPS officers and civilian staff directly or through subordinate supervisors. ### Position type: This is a full-time Contract Position. Days and hours of work are Monday through Friday 8:30 to 4:30 PM. Occasional evenings and weekend work will be required as job duties demand. ### Knowledge and Experience: - A minimum of 15 years experience in the field of policing, including a minimum of three years at a supervisory management level. - Knowledge of Cree, Anishinabek, and Nakoda cultures - Knowledge of the United Nations Declaration of the Rights of Indigenous Peoples, The Truth and Reconciliation Commission Calls to Action and the MMIWG Calls for Justice - Knowledge of the Saskatchewan Police Act 1990 - Knowledge of the service’s strategic priorities, mission, vision, and values, normally acquired through review of the FHFNPS Annual Reports ### Education: - A degree in police science, law enforcement, criminal justice, public administration, or closely related field. - Or the ability to demonstrate a combination of experience, education, and training equivalency. ### Additional Requirements: - A valid class 5 drivers’ license - The ability to meet the services’ physical standards. - The ability to pass a reliable enhanced security clearance. ### What We Offer / Compensation: - Professional Learning and Development. - Positive inclusive Indigenous and diversified workplace culture. - Registered Pension Plan and Comprehensive Benefits Package. - A complete compensation package will be negotiated. ### How to Apply: To be considered for this position please submit a resume, a cover letter, and three references by email to: no later then: **July 11, 2025** Please clearly and concisely demonstrate how your qualifications meet the advertised requirements including education, experience, and relevant examples of required competencies. We thank all applicants for their interest. All applicants will be reviewed to determine which candidates’ qualifications most closely match the advertised requirements. Only Candidates selected for interviews will be contacted. If you require any further information on this posting, please email . **Categories:** Employment Partners --- ### [Detective Sergeant – Drug Enforcement Unit](https://fncpa.ca/detective-sergeant-drug-enforcement-unit/) **Published:** June 3, 2025 **Author:** First Nations Chiefs of Police Association **Excerpt:** UCCM Anishnaabe Police is looking to hire a detective sergeant – Drug enforcement unit (DEU). **Content:** ## **UCCM Anishnaabe Police is hiring Help make our communities a safer, better place.** **INTERNAL/EXTERNAL OPPORTUNITY** The Detective Sergeant – Drug Enforcement Unit (DEU) is responsible for overseeing the unit’s investigation of *Controlled Drugs and Substances Act* (CDSA) offences, providing updates to superiors with respect to the activities of the unit, the cultivation and maintenance of confidential informers in projects, the seizure of physical evidence and its destruction upon final disposition of court proceedings, and providing assistance and support to other UCCM APS officers involved in drug investigations. In addition, remain current with respect to relevant legislation, including the CDSA, regularly attend meetings including the with various community stakeholders, and provide presentations to a variety of agencies on drug use and trends within United Chiefs and Councils of Mnidoo Mnising (UCCMM) communities as part of the Community Mobilization. The Detective Sergeant – DEU will also monitor the ledger involving drug purchases and payment of money to confidential informers as well as overseeing the informant registry. Furthermore, regularly responding to correspondence received from provincial and federal crowns, updating files according, and ensures public inquiries relating to drug enforcement are responded to in a timely manner. **Your duties will include (but are not limited to):** - Provide leadership, guidance, counselling, assistance, direction, and supervision to the members of the Drug Enforcement Unit and their activities. - Monitor, gather and investigate all relevant information pertaining to gang related activities, organized crime enterprises, drug enforcement, firearm legislation and offences, and general street level crime including addressing any criminal trends that occur (e.g. break and enters, graffiti, organized thefts, vice, and morality related offences, etc.). **Your education and experience:** - Completion of Ontario Police College Basic Constable Training - Hold the rank of Sergeant for a minimum of three (3) years - Completion of any of the following courses is required: General Investigative Techniques Course, Search Warrant Course, Investigative Interviewing Course, Front Line Supervisors Course, relevant experience in a criminal investigative unit **Your skills include (but are not limited to):** - Knowledge of the *Criminal Code*, *Controlled Drugs and Substances Act*, *Food and Drugs Act* and other federal statutes. - Knowledge of current case law and decisions affecting the administration of justice. - Knowledge of the roles and responsibilities as defined by the Major Case Management model. - Knowledge of investigative techniques to provide advice to officers and conduct specialty investigations. - Experience in authoring search warrants and handling major drug investigations would be considered an asset as you will be expected to run peer reviews of search warrant applications BEFORE they are submitted to a Judge or Justice of the Peace - Experience in handling Confidential Informants, Agents and Anonymous sources and information would be considered an asset **We require:** - A thorough background check before we make an offer of employment. We encourage individuals of Anishnaabe ancestry to apply and self-identify. **What we offer:** As a First Nations-run police service, we do policing differently. If you believe it’s time for a police service to break down barriers and serve communities better, join UCCM Anishnaabe Police to make our communities a safer, better place. We offer competitive pay and benefits, a welcoming, close-knit work environment, and opportunities to learn about Anishnaabe culture and history. **How to apply:** **Send your:** - cover letter - resume - certificates (senior courses, specialty courses) - McNeil report - Consent and Release of Liability Form - contact information for three (3) work-related references (1 current supervisor/superior) to: **Email:** with the subject line “Employment Opportunity: Detective Sergeant – DEU” **Mail:** Confidential: Human Resources UCCM Anishnaabe Police Service, 5926 Hwy 540, Box 332, M’Chigeeng, ON POP 1G0 **Deadline to Apply: June 20, 2025 at 4:00pm EST** Only those applicants selected for an interview will be contacted. **Questions?** Please contact Human Resources at for questions or a copy of the job description. **Categories:** Employment Partners --- ### [Information Technology Administrator](https://fncpa.ca/information-technology-administrator/) **Published:** January 14, 2025 **Author:** First Nations Chiefs of Police Association **Excerpt:** The Information Technology Administrator is responsible for ensuring all IT systems and services are operational and secure, as well as coordinate and manage applicable IT projects. **Content:** ## **UCCM Anishnaabe Police is hiring** ### **Help make our communities a safer, better place.** The Information Technology Administrator is responsible for ensuring all IT systems and services are operational and secure, as well as coordinate and manage applicable IT projects. They will oversee and ensure efficient and effective operation and management of the NICHE RMS, CPIC, Release of Information, Freedom of Information, UCR, Fusion, Criminal Record Checks and MTO Inquiry Access System; provide supervision to applicable IT support and to coordinate, train and support both civilians and officers in IT systems while working with an IT Service Provider. The position is an IT professional who will work with the Director of Corporate Services to advance the organization through coordinating IT projects, performing an administrator role in software systems, compiling relevant data, analyzing information, and preparing reports. **Your duties will include (but are not limited to):** - Acts as a Project Manager for assigned projects. Prepares project plans and schedules work. Assign tasks to project team members and ensure quality and completion of tasks. Tracks and reports on progress and variances. Provides support on project issues. Recommends solutions. Escalates issues as appropriate. - Plans budget and develops and completes procurement process and contract renewals for individual projects. Tracks budget, purchases, and vendor equipment loans. Reports project expenses and prepares; - Analyzes department production and makes recommendations to redesign business workflow as appropriate; - Act as a Domain Administrator for multiple software systems, and as a LRA and DRA for PKI keys; - Provide technical expertise and support to client users by diagnosing and troubleshooting hardware, software, and network problems in relation to overall system performance, investigating problem areas; - Other IT support and administration duties as assigned. **Your education and experience:** - Post-Secondary Degree or Diploma in an Information Technology-related discipline (e.g. network design, database design and maintenance, IT systems security and maintenance) - Demonstrated experience and technical knowledge of current wired/wireless messaging and collaboration systems software, protocols, and standards, including Microsoft Exchange and Office 365. Hands-on knowledge of firewalls, intrusion detection systems, anti-virus and spam filtering software and data encryption. - Preferred experience and/or understanding of Microsoft Active Directory, Group Policy, Microsoft Office Products, Server and virtual server technologies, Data and voice network technologies and related hardware, IT Security strategies and related technologies, ITIL/Six Sigma or other IT Management methodologies. **Your skills include (but are not limited to):** - Experience in technology systems and information file maintenance - Knowledge of firewalls, switches, inter-VLAN routing, intrusion detection systems, anti-virus, spam filtering software, backup methodologies, data encryption and two-factor authentication management and deployment. - Utilize ITIL practices - Knowledge of surveillance systems and management - Ability to complete proficient troubleshooting and diagnostics - Knowledge with Microsoft Active Directory, Microsoft 365 platform, Group Policy, Microsoft Office Products, Server and virtual server technologies, Data and voice network technologies and related hardware, IT Security strategies and related technologies, record management systems, time management software, and general computer skills. - Ability to handle multiple projects, meet multiple deadlines; and problem solve - Excellent written, verbal, and presentation communication skills - Ability to learn very quickly in a fast-paced environment and work independently with minimal supervision. **We require:** - A thorough background check before we make an offer of employment - A valid Class G driver’s licence - Standard First Aid/CPR We encourage individuals of Anishnaabe ancestry to apply and self-identify. **What we offer** Competitive pay and 100% employer covered benefits, matched pension contributions, Health Spending Account, Wellness Account, along with a welcoming, close-knit work environment, and opportunities to learn about Anishnaabe culture and history. **How to apply** Send your cover letter, resume and three (3) work-related references to: Email: with the subject line “**Employment Opportunity: IT Administrator**” Mail: Confidential: Human Resources UCCM Anishnaabe Police Service, 5926 Hwy 540, Box 332, M’Chigeeng, ON POP 1G0 **Only those applicants selected for an interview will be contacted.** Please contact Human Resources at if you require further information. **Don’t just join the police. Join our community.** Learn more at: **[uccmpolice.com/careers](http://uccmpolice.com/careers "uccmpolice.com/careers")** **Categories:** Employment Partners --- ### [Instructor—Ontario Police College—Blood Stain Pattern Analyst](https://fncpa.ca/instructor-ontario-police-college-blood-stain-pattern-analyst/) **Published:** March 11, 2025 **Author:** First Nations Chiefs of Police Association **Excerpt:** The Ontario Police College is seeking an Instructor to deliver and maintain the Bloodstain Pattern Analyst (BPA) Certification Program. **Content:** The Ontario Police College (OPC) is committed to advancing the safety of Ontario’s diverse communities by setting evidence-based standards for police training, education and assessment of learning. Consider this unique and rewarding opportunity to join OPC as a Senior/Specialized training Instructor, where you will deliver Forensic Identification training specific to police officers in the area of Bloodstain Pattern Analysis The BPA Certification Program provides the in-depth knowledge, skills, abilities and attitudes to properly document and analyze complex bloodletting scenes, formulate valuable and scientifically sound conclusions, report findings and present expert opinion evidence in Court. **About the job** As an experienced trainer/instructor, you will: - Deliver and facilitate learning in assigned police and law enforcement related subject areas - Provide subject matter expertise to learners, trainers, judicial hearings, and police services - Design course training standards/plans and organize, coordinate, and evaluate police courses and training events - Research subject area, prepare lesson plans and other resource material, and design tests and examinations **What you bring to the team** **Mandatory requirements** - Occasional travel within Ontario is required **Subject Matter Expertise** - You have demonstrated expertise, knowledge and skills required to provide training on conducting investigations of volume crimes that meet adequate and effective policing requirements. **Adult Training and Education** - You have knowledge and experience with training and education theories and methodologies in order to provide/facilitate training to learners, police services and other enforcement agencies - You know curriculum design, development, and implementation techniques - You can coordinate senior leadership training by contributing to competency updates, benchmarking existing training to those competencies and creating a standard for Ontario while ensuring collaboration with national police agencies - You are proficient with common computer applications and the internet to prepare lesson plans, reports, presentations, graphics, etc. - You can operate classroom presentation technology **Law Enforcement Knowledge** - You have knowledge and experience with criminal and/or provincial offences investigations best practices, procedures, and standards - You are aware of advancements in technology and practices that affect policing services **Communication and Interpersonal Skills** - You have presentation skills to present and explain highly complex information clearly and accurately for learners - You have written communication skills to prepare course materials and other reports - You can provide expert testimony at judicial hearings and coroners inquests and undergo cross examination regarding teaching methodologies used in the design of training content - You have team work skills to work effectively in a high performance team, including serving on committees - You can negotiate and promote acceptance of new approaches as well as manage discipline issues **Analytical, Reasoning, and Problem-Solving Skills** - You can conduct research and analyze legal or policing issues - You are able to identify training needs and provide solutions - You can evaluate training program effectiveness as well as anticipate and respond to changes in the field **Don’t meet every qualification?** If you are excited about this position and meet most, but not all, of the listed qualifications, please still consider applying. We recognize that no one person might have every qualification in this job ad, and you just might be the right candidate! **How we support diversity, inclusion and accessibility** We are building an inclusive workforce that reflects the communities we serve. We encourage everyone interested in working with us to apply, including people with disabilities, Indigenous, Black and racialized individuals, as well as people from all ethnicities, cultures, sexual orientations, gender identities and gender expressions. Our hiring process is accessible, consistent with Ontario’s [*Human Rights Code*](https://www.ohrc.on.ca/en/ontario-human-rights-code) and the [*Accessibility for Ontarians with Disabilities Act, 2005.*](https://www.ontario.ca/laws/statute/05a11) We are working to prevent and remove barriers in our hiring processes and can offer [accommodation](https://www.ontario.ca/page/careers-hiring-process#section-4) to address specific needs related to Code-protected grounds such as disability, family status and religion. For more information about accommodation during the hiring process please [contact us.](https://intra.ejobs.careers.gov.on.ca/ContactUs.aspx) Learn more about the work the OPS is doing to create an inclusive, anti-racist, accessible and diverse workplace: - [diversity, equity and inclusion initiatives](https://www.ontario.ca/page/about-ontario-public-service#section-2) - [accessibility](https://www.ontario.ca/page/accessibility) - [Anti-Racism Policy](https://www.ontario.ca/page/ontario-public-service-anti-racism-policy) **Additional information** **Address:** - 1 English Temporary, duration up to 36 months, 10716 Hacienda Rd, Aylmer, West Region **Compensation Group:** Ontario Provincial Police Association Civilians Understanding the job ad—definitions **[Schedule:](https://www.ontario.ca/page/careers-job-ad-definitions)** 3 **Category:** Education and Training **Posted on:** Friday, February 28, 2025 **Note:** - The results of this competition may be used to fill upcoming vacancies within the next twelve months. **How to apply:** 1. You must [apply online](https://www.gojobs.gov.on.ca/Apply.aspx?Language=English&JobID=227143). 2. Your cover letter and resume combined should not exceed five (5) pages. For tips and tools on how to write a concise cover letter and resume, review the [Writing a Cover Letter and Resume: Tips, Tools and Resources](https://www.gojobs.gov.on.ca/Docs/OPSCoverLetterandResumeWritingGuide.pdf). 3. Customize your cover letter and resume to the qualifications listed on the job ad. Using concrete examples, you must show how you demonstrated the requirements for this job. We rely on the information you provide to us. 4. Read the [job description](https://intra.ejobs.careers.gov.on.ca/PDR.aspx?Language=English&JobID=227143) to make sure you understand this job. 5. OPS employees are required to quote their WIN EMPLOYEE ID number when applying. 6. If you require a disability related accommodation in order to participate in the recruitment process, please [Contact Us](https://www.gojobs.gov.on.ca/ContactUs.aspx) to provide your contact information. Recruitment services team will contact you within 48 hours. All external applicants (including former employees of the Ontario Public Service) applying to a competition in a ministry or Commission public body must disclose (either in the cover letter or resume) previous employment with the Ontario Public Service. Disclosure must include positions held, dates of employment and any active restrictions as applicable from being rehired by the Ontario Public Service. Active restrictions can include time and/or ministry-specific restrictions currently in force, and may preclude a former employee from being offered a position with the Ontario Public Service for a specific time period (e.g. one year), or from being offered a position with a specific ministry (either for a pre-determined time period or indefinitely). The circumstances around an employee’s exit will be considered prior to an offer of employment. **Remember:** The deadline to apply is **Monday, March 24, 2025 11:59 pm EDT**. Late applications will not be accepted. We thank you for your interest. Only those selected for further screening or an interview will be contacted. **The Ontario Public Service is an inclusive employer. Accommodation is available under the** [**Ontario’s *Human Rights Code***](http://www.ohrc.on.ca/en/ontario-human-rights-code)**.** **Categories:** Employment Partners --- ### [Dispatcher](https://fncpa.ca/dispatcher-kahnawake-mohawk-peacekeepers-2-positions-indeterminate/) **Published:** March 18, 2025 **Author:** First Nations Chiefs of Police Association **Content:** **Division:** KAHNAWAKE MOHAWK PEACEKEEPERS **Reports To:** CORPORAL **Purpose:** Under the direction of the Corporal, coordinates and communicates vital information, such as service requests and emergency alerts. Provides support services to the Kahnawake Mohawk Peacekeepers Operation by dispatching patrol cars on a priority basis, screening and prioritizing outside calls, monitoring facilities, maintaining logs, and miscellaneous records. **Cultural Identity Attributes:** This individual possesses key competencies in communication, multi-tasking, detail-orientation, teamwork & interpersonal skills. Is reliable, expresses self-control & communicates well. Expresses empathy & compassion while remaining ethical and responsible. **Roles & Responsibilities:** **To Dispatch Emergency Services and Respond to Requests for Information** - Receive requests from community members, surrounding communities and other police forces requesting emergency or non-emergency assistance or services or record complaints; - Ask vital questions, obtain pertinent details from the caller, assess the seriousness of the situation, provide pre-arrival instructions, and establish a level of priority to each call; - Relay information using the standardized alphabet code and “10” codes; - Process and transmit information, instructions and pertinent details (accidents, emergency situations, law enforcement Requirements, location) to Peacekeepers, external contacts or other public safety agencies using a communication system; - Maintains contact with Peacekeepers while on scene, records demographic location and dispatches back up support when advised; - In response to the information needs of the Peacekeepers on patrol, conduct computer searches and file research (of persons, vehicle/registration, outstanding ticket/fine information, criminal records, wanted lists). Interprets data, draws conclusions and communicates findings to Peacekeepers; - Responds to information requests received from other police forces by conducting computer search and file research. **To Enter and Record on the CRPQ & RMS, All Information Related to Occurrences, Activities and Payments** - Enter incoming calls (caller’s name, nature of the call, action required, action taken, and conclusions) and walk-in requests for information on the CRPQ Telex system; - Receive and transmit telephone messages to various Peacekeeper personnel; - Assign and record occurrence numbers and file numbers to each case; - Document and record details related to each occurrence and file (i.e.: ticket numbers, legal violations, vehicle registration, tickets or fines); - Enter and remove warrants, probations, interdictions, accusations, recognizance orders and other information from the system; - Compile information on arrested individuals to add to criminal files, (i.e.: obtain record of previous charges and convictions); - Confirms and reports with other police agencies on warrants; - Document and record all aspects related to vehicles towed and impounded (i.e.: nature of towing, date, charges, fees, date claimed, date released); - Accepts payments and issues receipts for fines, accident reports, security checks, vehicle release, and submits payments to Executive Assistant for processing. **To Monitor Cell Area, Persons in Custody, Station Grounds, and Impound Yard** - Request assistance, if needed; - Complete relevant documentation such as search, seizures, and personal property; - Report incidents and potential hazards; - Survey prisoner activities to ensure their safekeeping, and ensure prompt communication of any irregularities, suspicious or uncontrollable activities to superior officers; - Operate video equipment recording. **To Perform Other Assigned Duties** - Transcribe interviews - Assist CRPQ / Enterpol Operator **Education & Experience** - High School Diploma, - Experience in a customer service field, - Two (2) years of similar work experience. **Additional Requirements:** - Must not have been convicted of a criminal offence, unless a pardon has been received; - Participate in training on the CRPQ system. **Working Environment** - Shift Work: 8- or 12-hour rotating shifts; - Sitting for long periods of time; - Overtime may be required. **Knowledge, Skills, Abilities** - Excellent organizational and multitasking skills. - Ability to develop and maintain cooperative and professional relationships with fellow employees, representatives from other departments, and supervisors. - Ability to actively listen and communicate effectively through clear speech and hearing. - Ability to use judgment and decision-making skills to evaluate situations, establish priorities, resolve matters, and pass on information. - Ability to think quickly. - Ability to follow instructions, write clearly and spell correctly. - Ability to remain calm under stressful conditions. - Knowledge of dispatch codes and phonetic alphabet. - Ability to work for extended hours. - Ability to operate telecommunications systems, including transmission, broadcasting, and computerized databases. - Knowledge of geographical and jurisdictional boundaries, highways, landmarks, public buildings and waterways. - Knowledge of operating standard office equipment. - Ability to communicate in the Kanien’kéha and French languages is an asset; - The willingness to learn the Kanien’kéha language is required. ***The statements herein reflect general details to describe the principal functions of this job, and should not be considered an all-inclusive listing of work requirements. Individuals may perform other duties or be assigned projects associated with these responsibilities as directed by their immediate supervisor.*** ## JOB RESPONSIBILITIES: - To maintain safety of self and others; - To conduct general patrol and respond to calls for service; - Apply appropriate procedures when responding to calls for service; - To assist victims of crime and conduct investigations; - To prepare policing reports; - To use police equipment and technology; - To apply detainee management; - To deliver court testimony; - To apply relevant legislation, policies and procedures, including Mohawk Law. ## REQUIREMENTS **Education/Training:** - Graduate from a Recognized Canadian Police Academy; OR - DEC in Law Enforcement, OR - High School Diploma, plus two (2) years of stable work experience. **Special Requirements:** - Must be 21 years of age; - Physical fitness consent; - Drug testing; - Acquire Class 4A license & CPR Certification; - Must complete the RCMP Police Fitness Assessment; - Must complete a psychological examination. ## BENEFITS - Competitive Salary, starting at $30.24/hr - Paid Vacation & Health Days & Holidays - Generous Health Insurance, Employee Assistance Program & Mohawk Self Insurance - Attractive Pension Plan - Continuous Training & Development - Opportunity for Advancement - On Site Fitness Training ## CANDIDATE PROFILE **Personal Attributes:** - Team Player; - Effective problem-solving and decision-making; - Ability to handle high-stress situations; - Dependable; - Sound judgment and objectivity; - Excellent communication skills; ### SUBMIT THE FOLLOWING DOCUMENTS - Letter of Intent; - Resume; - Photocopy of your Police Academy Certificate; - Photocopy of relevant Training Course Certificates; - Signed Kahnawake Mohawk Peacekeeper Security Check—Privacy Waiver; - Photocopy of your Driver’s license; OR Native Status card; - 2 Professional reference letters. ### SUBMIT APPLICATION VIA EMAIL TO Trina Skye Training and Human Resources Coordinator, KMPK Email: Phone: 450.632.6505 #### Preference is given to Aboriginal candidates. Detailed Job description and forms can be obtained at the KMPK Station or by contacting Trina Skye. Only selected candidates will be contacted for an interview. #### TO LEARN MORE ABOUT The Kahnawake Mohawk Peacekeepers Website: [www.kahnawakepeacekeepers.ca](http://www.kahnawakepeacekeepers.ca "www.kahnawakepeacekeepers.ca") Social Media: [Facebook](https://www.facebook.com/kahnawakemohawkpeacekeepers/) **Categories:** Employment Partners --- ### [Division Commander/Staff Sargeant](https://fncpa.ca/leadership-opportunities-x-2-division-commander-staff-sargeant/) **Published:** April 15, 2025 **Author:** First Nations Chiefs of Police Association **Excerpt:** We are specifically looking for leaders and staff that have in their hearts the desire to enrich the lives of others and be part of shaping the future of enhanced public safety for this vibrant and large First Nation.   **Content:** **Our Community— Our Future** The Wikwemikong Unceded Territory is a First Nation community on beautiful Manitoulin Island, Ontario, Canada. Wikwemikong is an unceded First Nation in Canada, which means that it has not “relinquished title to its land to the government by treaty or otherwise.” The Wikwemikong Unceded Territory has a registered population of 8,721, with an on-reserve population of 5,458. The community is fully serviced and includes a variety of local businesses, stores and restaurants. We have robust hockey programs for young people, 3 schools on the Territory, and own an 18-hole golf course with programs for young people. To learn more about the community, please visit [www.wiikwemkoong.ca](http://www.wiikwemkoong.ca/). and the [WTPS Website](https://wtps.ca/) for recruiting videos and presentations along with the new staffing and deployment model for the Service. **Our Mission, Vision and Values** The mission of the WTPS is to enhance the quality of life for all community members in the Wikwemikong Unceded Territory by working in partnership with the community, through enhancing community policing, enforcing the law, preserving the peace, protecting lives and property, and reducing fear. We are specifically looking for leaders and staff that have in their hearts the desire to enrich the lives of others and be part of shaping the future of enhanced public safety for this vibrant and large First Nation. The Wikwemikong Tribal Police Service is committed to developing a cooperative relationship with the community, though our core values consistent with the seven teachings of the Anishinaabe people. The mission will be accomplished by treating every community member with courtesy, professionalism, and respect, and to enforce the laws impartially, fighting crime both through prevention and the apprehension of criminals. Our values include Wisdom, Love, Respect, Bravery, Honesty, Humility and Truth. **About the Service** The Wikwemikong Tribal Police Service (“WTPS”) serves the Wikwemikong Unceded Territory, is currently comprised of 34 Officers and 17 Civilian employees. The Police Service has an annual operating and capital budget of approximately $11 million. A new staffing and deployment model and force reorganization was completed and approved in October of 2024. The service is growing from 2025 through 2027 and specialty units, and a dynamic new growth and retention focus will have the service expand to 47 full-time sworn police officers, 5 special constables, and 25 civilian employees. It is an exciting time to be a part of this dynamic police service and the growth opportunities available for professional development, succession management planning, and building specialty units. The new staffing and deployment model is the first of its kind to be launched for a First Nations Police Service in Ontario and the Divisional command concept, as seen within the organizational chart, was developed in collaboration from the best practices of Provincial, municipal, and First Nations services from across the province, but suited specifically for the citizens of the Wiikwemkoong Territory. Enhanced public safety was the focus of the expansion and the leadership required for the staffing and deployment expansion is key to the success of this venture. We have robust and exceptional relationships with our community organizations, our policing partners, and have many combined forces operations with external entities that enhances our mission and enriches the Territory and Manitoulin Island. From our website organizational chart, you can visualize the personnel and responsibilities of each division command portfolio. **Inspire our Future—Two Unique Leadership Opportunities** Looking ahead, our two new **Division Commanders** will embrace our mission, vision and values and will work with the board to establish priorities and actions to support our strategic direction of their divisions while inspiring their staff to continue to use forward-thinking approaches that will continue to meet the needs of our community. In assuming command of unique division command roles, you are a decisive and open-minded individual who is willing to embrace new approaches and partnership with community stakeholders to ensure the service will continue to meet its evolving needs. You will take on management issues and lead positive changes while ensuring accountability in your divisions. As a Staff Sergeant Division Commander, you will be a visible presence while establishing strong ties based on openness and trust between your police service staff and the communities it serves. Working with the Inspector, your leadership team, service members and community partners, you will inspire all while ensuring open communication and establishing new priorities that will meet evolving needs. As the new division commander, you have deep and varied experience as a police supervisor, are known to be a courageous and hard-working leader, are committed to positive community engagement and have both the political acuity and emotional intelligence to listen, recognize and act on the needs of the community while supporting your divisional personnel. **Benefits of working in our community** If you enjoy nature, rural living, wish to live in the north and be inspired by the beauty of Manitoulin Island (see [www.exploremanitoulin.com](http://www.exploremanitoulin.com/)) this is a unique opportunity to experience nature and rural living at its best. **Location** —we located on beautiful Manitoulin Island, near the City of Greater Sudbury and Sault Ste. Marie. **Housing** **Affordability**—house prices range from $260k to $500K. This includes an opportunity for waterfront ownership. At this price point, many can live mortgage free in the nearby community of Manitowaning or anywhere on Manitoulin Island if moving from an urban area. **Healthcare**—Two excellent hospitals located close to the community of Wikwemikong. **Education** —An exceptional educational system at both elementary and secondary levels. **Outdoor Lifestyle**—Access to a range of outdoor activities. If you like exploring, gardening, boating, fishing, hiking, golf, x-country skiing, snowmobiling, this is the place to be. **Quality of Life** — If you like scenic vistas, the outdoors, fresh air, and attainable housing then Wikwemikong and Manitoulin Island are the place to be for an unmatched quality of life. **Benefits of working for our Service** - **Compensation and Benefits:** The salary range is aligned with OPP compensation rates and includes fully paid benefits, a defined-benefit pension plan ([www.opb.ca](http://www.opb.ca/)), and a vehicle. - **Access to Continued Learning:** All officers will have the opportunity to enroll in specialized courses aimed at enhancing their leadership skills and training. - **Supportive Work Environment:** WTPS prides itself on being a tight-knit, integrated force and enjoys a positive working relationship with its Police Board. - **Lifestyle:** WTPS prioritizes work/life balance. We encourage our force to take full advantage of the beautiful landscape and unique offerings of Manitoulin Island. - **Relocation Support:** In addition, a relocation allowance to help you settle in the community. - **Please visit** [**www.wikwemikongpolice.ca**](http://www.wikwemikongpolice.ca/) **and** [**https://youtu.be/N97mwrW1V6g**](https://youtu.be/N97mwrW1V6g) **for more details.** **How to Apply** To explore this opportunity, please apply via email with a Covering Letter and Resume by May 5th, 2025, to [**careers@waterhousesearch.net**](mailto:careers@waterhousesearch.net) **quoting project WTPS-Staff Sgt/Division Commanders** in the subject line. Should you wish to receive a detailed information package, contact Tim Lukasewich at 416-214-9299 x8, [**tim@waterhousesearch.net**](mailto:tim@waterhousesearch.net) or Jon Stungevicius at 416-214-9299 x1, [**jon@waterhousesearch.net**](mailto:jon@waterhousesearch.net). *The* Wikwemikong Tribal Police Service *and Waterhouse Executive Search hire based on merit and are committed to employment equity and an inclusive, barrier-free selection process. We support a diverse and inclusive professional work environment, and welcome applications from all qualified candidates, specifically those from underrepresented communities. We thank all applicants for their interest and wish to advise that only those candidates selected for an interview will be contacted.* **Categories:** Employment Partners --- ### [Chief of Police](https://fncpa.ca/chief-of-police/) **Published:** April 17, 2025 **Author:** First Nations Chiefs of Police Association **Excerpt:** The Chief of Police provides strategic direction and leadership to the Manitoba First Nations Police Service (MFNPS) and ensures the seamless delivery of services to the community. **Content:** **Reports To: Dakota Ojibway Tribal Council Police Commission Organization: Manitoba First Nations Police Service Date: April 2025** ## **ABOUT THE CHIEF OF POLICE** The Chief of Police provides strategic direction and leadership to the Manitoba First Nations Police Service (MFNPS) and ensures the seamless delivery of services to the community. The Chief of Police is the highest-ranking officer within the MFNPS, responsible for the overall leadership, strategic direction, and management of the police service. This role ensures the delivery of effective, culturally sensitive, and community-focused policing services to the First Nations communities served by MFNPS. Key responsibilities include providing visionary leadership and strategic direction to the police service, fostering a culture of professionalism, accountability, and community engagement. The Chief of Police promotes and implements community-based policing strategies that respect and integrate the unique cultures, traditions, and values of the First Nations communities. Additionally, the Chief oversees all operational aspects of the police service, including crime prevention, law enforcement, investigations, and emergency response. ## **KEY LEADERSHIP ACCOUNTABILITIES** ### **Leadership and Employee Development:** - Provide visionary leadership and strategic direction to the police service, fostering a culture of professionalism, accountability, and community engagement. - Develop and implement long-term strategic plans that align with the goals and values of the First Nations communities. - Mentor and support senior officers and staff, promoting a positive and inclusive work environment. - Supports an environment that encourages creative thinking and innovation; stimulates others to learn, and inspires others to perform to their highest potential. - Manages appropriate succession and training plans and ensures employees are sufficiently developed to perform their duties. - Influences and inspires others to achieve goals and objectives. - Endorses employee wellness initiatives to promote physical, mental, and emotional well-being. - Demonstrates a commitment to the organization by actively participating in committees, programs, and organizational initiatives. ### **Community Policing:** - Promote and implement community-based policing strategies that respect and integrate the unique cultures, traditions, and values of the First Nations communities. - Engage with community leaders, elders, and members to build trust and collaboration. - Develop programs and initiatives that address community-specific issues such as youth engagement, substance abuse prevention, and mental health support. ### **Operational Oversight:** - Oversee all operational aspects of the police service, including crime prevention, law enforcement, investigations, and emergency response. - Ensure that all police operations are conducted in a manner that respects the rights and dignity of individuals. - Implement and monitor performance metrics to ensure the effectiveness and efficiency of police operations. ### **Policy Development:** - Develop and implement policies and procedures that align with best practices in Indigenous policing and ensure compliance with legal and regulatory requirements. - Regularly review and update policies to reflect changes in legislation, community needs, and policing standards. - Ensure that all members of the police service are trained and informed about new policies and procedures. ### **Stakeholder Engagement:** - Build and maintain strong relationships with community leaders, government agencies, and other stakeholders to enhance collaboration and support for policing initiatives. - Represent the MFNPS at public events, meetings, and conferences to advocate for the needs and interests of the First Nations communities. - Collaborate with other law enforcement agencies to share resources, information, and best practices. ### **Financial Management:** - Manage the police service’s budget, ensuring the efficient allocation of resources and fiscal responsibility. - Identify and pursue funding opportunities to support community policing initiatives and operational needs. - Ensure transparency and accountability in financial reporting and expenditure. ### **Training and Development:** - Ensure ongoing training and professional development for all members of the police service to maintain high standards of performance and service delivery. - Develop and implement training programs that address the specific needs and challenges of policing in First Nations communities. - Promote a culture of continuous learning and improvement within the police service. ### **Crisis Management:** - Lead the police service in responding to critical incidents and emergencies, ensuring the safety and security of the communities served. - Develop and implement emergency response plans and protocols. - Coordinate with other emergency services and agencies to provide a comprehensive and effective response to crises. ## **EDUCATION, EXPERIENCE AND COMPETENCY REQUIREMENTS** The ideal candidate for the Chief of Police position at the MFNPS should possess extensive experience in law enforcement, with a minimum of 10 years in a senior leadership role. This experience should include a proven track record of successful community-based policing and engagement with Indigenous communities. The candidate must have a strong understanding of the cultural, social, and legal issues affecting First Nations communities, demonstrating a commitment to culturally sensitive and community-focused policing. Excellent leadership, communication, and interpersonal skills are essential, as the Chief of Police will need to inspire and guide the police service while building strong relationships with community leaders and stakeholders. The candidate should also have the ability to develop and implement strategic plans and policies that align with best practices in Indigenous policing. Financial acumen and experience managing budgets are crucial, as the role involves overseeing the police service’s financial resources. Above all, the candidate must uphold the highest standards of integrity, ethics, and professionalism, ensuring that the MFNPS operates with transparency, accountability, and respect for the rights and dignity of all individuals. Candidates must demonstrate a deep understanding of First Nations cultures, traditions, and values, integrating this knowledge into all aspects of policing. They should embody cultural safety and competency through respectful communication, culturally appropriate conflict resolution, and the inclusion of community values in decision-making processes. Additionally, candidates should be able to apply trauma-informed principles, recognizing the impact of trauma on individuals and communities, and approach policing with empathy and sensitivity. This includes creating safe spaces for community members, offering support services for those affected by trauma, and training officers to recognize and respond to signs of trauma. Continuous training and professional development in cultural safety, competency, and trauma-informed principles are essential, ensuring that all members of the police service are well-equipped to serve First Nations communities effectively and respectfully. A valid and subsisting Class 4 Province of Manitoba driver’s license is a requirement. If you are an energetic and community-minded leader, please submit your resume to: Lillian Wong, Director, Executive Search **Categories:** Employment Partners --- ### [SAVE THE DATE – 2025 FNCPA Conference & Awards](https://fncpa.ca/save-the-date-2025-fncpa-conference-awards/) **Published:** March 18, 2025 **Author:** First Nations Chiefs of Police Association **Content:** ## MAY 14 – 16TH **Awards night May 14th** HILTON LAC LEAMY, GATINEAU, QC Registration and hotel information to follow **Categories:** News --- ### [Wellness Coordinator](https://fncpa.ca/wellness-coordinator/) **Published:** March 7, 2025 **Author:** First Nations Chiefs of Police Association **Excerpt:** The Wikwemikong Tribal Police Service is currently seeking and accepting applications for the Wellness Coordinator position.  **Content:** **Position:** Wellness Coordinator **Location:** Wikwemikong Unceded Territory **Salary:** $92,498 **Responsible To:** Inspector / Staff Sergeants and Chief of Police The Wikwemikong Tribal Police Service is currently seeking and accepting applications for the Wellness Coordinator position. **Summary:** Under the direct supervision of the Inspector or Designate and Chief of Police, the Wellness Coordinator will organize, implement, and promote programs and activities to support WTPS employees’ mental, physical, emotional, and spiritual health. The Wellness Coordinator will be responsible for the health and wellness of the WTPS staff and support the improvement of a holistic wellness strategy enabling team members to thrive in their positions. **Key Duties/Responsibilities** - Administers wellness programs within the organization. - Promote wellness and fitness initiatives, as well as collecting feedback from members. - Collaborate externally and internally to identify possible wellness programs and initiatives. - Develop wellness plans and programs to support individualized needs. - Assists employees with concerns, recommendations and referrals for counselling, crisis intervention, treatment and/or preventative methods for overall wellness. - Maintains accurate, confidential records, and reporting to track and assess employee participation, program incentives, costs and benefits to the organization. - Prepare reports and proposals for wellness initiatives and action plans. - Completing reporting requirement to WSIB. - Assist with preparation and implementation of wellness budget, policies and procedures. - Motivate employees to participate in wellness programs/initiatives. - Arrange events and workshops including educational presentations with a broad range of topics. - Assist members who are on leave with re-integration or return to work coordination. - Initiate and conduct critical incident debriefs with staff members when or as needed. - Research, coordinate, develop, and conduct educational seminars, health fairs, and training sessions with police wellness subject matter experts, and organizations for service members. - Provide supports to Division Commander with respect to an Attendance Management Program. - Schedule debriefings with front line platoons and crime unit detectives. - Create and train a peer support team of internal staff that will eventually participate with critical incident debriefings that will assist the Wellness Coordinator with trauma support and resiliency. - Provide-work with a physical fitness program developed for members of the service to have a personal fitness plan. - Develop external partner relationships with wellness coordinators from other police services such as The Wounded Warriors of Canada and other providers in the realms of first responder and military organizations. - Develop return to work objectives and goal setting for members in accommodated duty settings and manage return to work coordination with staff members and medical professionals. - Develop a resiliency program with external partners that focuses upon members, their spouses and children participation. - Develop a program that prepares officers and their families for retirement from the police service and assists with that transition. - Participate and provide support to the Joint Health and Safety Committee. - Other case management duties as assigned. **Skills/Abilities** - Excellent human relations and interpersonal skills to maintain professionalism to the members of WTPS to ensure the program meets the individual needs and goals. - Ability to design effective and motivating presentations and programs. - Health and wellness knowledge. - Creative abilities to design new wellness programs. - Motivational skills to encourage participation of wellness initiatives/programs. - Event management to aid in the development of wellness initiatives/programs. - Demonstrate and understand the components of teamwork, work independently, and with others in a cooperative and collaborative manner to achieve desired results. **Education and Experience** - Diploma or Degree in Health Education, Social Work or another human service-related field. - Counselling experience, event planning, and program development would be an asset. - 3 – 5 years of previous work experience in a related field considered an asset. - Proficiency in Microsoft Office software applications. - Must have awareness of First Nation culture and traditions. - Must possess a valid class G Ontario Driver Licence. - Ability to maintain confidentiality a MUST and be prepared to take an Oath/Affirmation of Office and Secrecy. - Must be of good moral character, no criminal record, and must pass a detailed background check. Employment packages are available and will be emailed to those interested. Interested applicants are to forward their completed electronic employment package, letter of interest/cover letter, detailed resume, copies of relevant diploma/certificates to: **Attention:** **Richard Flamand, Human Resources Manager** **Applications will be accepted until March 28, 2025 at 2 pm** Individuals of Anishinaabe ancestry are encouraged to apply. Please note, applications will be screened. Only those applicants who pass the screening component will be invited for an interview. Interviews will be scheduled and at that time a decision will be made to consider the successful applicant for hire. **Categories:** Employment Partners --- ### [Deputy Chief of Police](https://fncpa.ca/deputy-chief-of-police/) **Published:** January 7, 2025 **Author:** First Nations Chiefs of Police Association **Excerpt:** Apply via email with a cover letter and resume by February 3, 2025, to careers@waterhousesearch.net quoting project SSPS-DC **Content:** The South Simcoe Police Service serves the Towns of Innisfil and Bradford West Gwillimbury, two of the fastest growing communities in Ontario that are expected to continue to grow significantly in the years ahead. With a combined board approved 2025 operating and capital budget of almost $30 million dollars, 121 police officers, 10 special constables and 49 civilian members, the South Simcoe Police Service provides a dynamic and vibrant work environment and contributes to the safety and well-being of the 96,992 residents that make Innisfil or Bradford West Gwillimbury their homes. The policing needs and expectations of the South Simcoe Police Service continue to evolve, as do the needs of our communities. Our Mission is to ensure effective and efficient community safety and well-being. Our vision is to make a difference in the lives of citizens every day. Our Values include Teamwork, Integrity, Respect, Inclusivity, Courage, Professionalism, Accountability and Compassion. In support of the vision, mission and values, and with community safety a top priority, the South Simcoe Police Service has recently developed a strategic plan that has shaped the direction of police services. Key pillars include Enhancing Community Safety Through Collaboration, Ensuring Internal & External Engagement Through Communication and Outreach, Focusing on Continuous Improvement Through Innovation and Developing and Increasing Organizational Capacity. **Inspire Our Future as Our New Deputy Chief of Police** Looking ahead, the new **Deputy Chief of Police** will embrace the vision and mission and will work with the Chief and Police Services Board to establish priorities and actions to support strategic directions while inspiring the service to continue to use forward-thinking approaches that will continue to meet the needs of the communities served. As a high-profile community leader, you are a broad and open-minded individual who is willing to embrace new approaches and partner with community stakeholders and our members to ensure the service will continue to meet its evolving needs. You will take on management issues and lead positive change while ensuring accountability. You will be a visible presence and work with the Chief, your leadership team, service members and community partners to establish new priorities that will meet evolving needs while ensuring high levels of collaboration and communication. You will help lead the development and implementation of innovative, modern solutions to crime and safety issues, while fostering a positive, productive, and inclusive workplace that is committed to the wellness of all members. Your leadership will help mentor and inspire the next generation of leaders in the South Simcoe Police Service. As the new **Deputy Chief of Police**, you have deep and varied experience as a policing executive and as an operational leader. In addition, you are known to be a courageous and transformative leader, are committed to positive community engagement and have both the political acuity and emotional intelligence to listen, recognize and act on the needs of the community while supporting service members. Please click on the following link for a detailed job description—[Deputy Chief of Police](https://southsimcoepolice.on.ca/deputy-chief-of-police/). **How to Apply** To explore this opportunity, please apply via email with a cover letter and resume by **February 3, 2025**, to **careers@waterhousesearch.net quoting project SSPS-DC** in the subject line. Should you wish to receive a detailed information package, contact Tim Lukasewich at 416-214-9299 x8, **tim@waterhousesearch.net** or Jon Stungevicius at 416-214-9299 x1, **jon@waterhousesearch.net**. *The South Simcoe Police Service and Waterhouse Executive Search hire based on merit and are committed to employment equity and an inclusive, barrier-free selection process. We support a diverse and inclusive professional work environment, and welcome applications from all qualified candidates, specifically those from underrepresented communities. We thank all applicants for their interest and wish to advise that only those candidates selected for an interview will be contacted.* **Categories:** Employment Partners --- ### [2024 Annual Officer Awards](https://fncpa.ca/2024-annual-officer-awards/) **Published:** February 9, 2024 **Author:** First Nations Chiefs of Police Association **Excerpt:** The Executive is pleased announce the Annual Officer Awards on May 14, 2024. **Content:** The Executive is pleased announce the Annual Officer Awards on May 14, 2024. Members will have the opportunity to nominate Officers and staff for the Awards. The proud recipients be provided a confirmation letter to be recognized at the Annual Conference Banquet and will receive an award from FNCPA Executive. **[Get the details](https://fncpa.ca/event/2024-annual-conference-awards/ "2024 Annual Conference & Awards")** **Categories:** News --- ### [Annual General Meeting & Executive Elections – November 7, 2023](https://fncpa.ca/annual-general-meeting-executive-elections-november-7-2023/) **Published:** September 6, 2023 **Author:** First Nations Chiefs of Police Association **Content:** Please review the following scheduled activities for fall Annual General Meeting. Item: **[Annual General Meeting](https://fncpa.ca/event/annual-general-meeting/ "Annual General Meeting")** Date: November 7 & 8, 2023 (Tues/Wed) Time: 0900 – 1600 hrs & 0900 – 1300 hrs Location: River Rock Casino Resort 8811 River Rd Richmond, BC V6X 3P8 Details: The Annual General Meeting will begin with Executive and General Business will be discussed: Annual Report, President’s Report, Financials, and the introduction of new Executive positions. Item: **Elections for Executive Positions** Date: November 7, 2023 (afternoon) Details: The Executive elections are scheduled this year and nominations will take place in the afternoon with voting to commence in the afternoon, or shortly thereafter. Positions will be: (1) President (1) Vice-President-East, (1) Vice-President- West. Please confirm your attendance for the with Executive Assistant, Karen Haines at , for food planning purposes. **Categories:** News --- ### [FNCPA welcomes Public Safety Canada’s decision not to appeal federal court ruling and alter terms and conditions](https://fncpa.ca/fncpa-welcomes-public-safety-canadas-decision-not-to-appeal-federal-court-ruling-and-alter-terms-and-conditions/) **Published:** July 12, 2023 **Author:** First Nations Chiefs of Police Association **Excerpt:** First Nations Chiefs of Police Association (FNCPA) welcomes the decision by Public Safety Canada not to appeal the IPCO v. Public Safety Canada ruling. The ruling had ordered funds to flow immediately to three police services for the next twelve months. **Content:** First Nations Chiefs of Police Association (FNCPA) welcomes the decision by Public Safety Canada not to appeal the IPCO v. Public Safety Canada ruling. The ruling had ordered funds to flow immediately to three police services for the next twelve months. This announcement was delivered by Minister of Public Safety Marco Mendicino to the First Nations Chiefs of Police Association executives while meeting in Tsuut’ina Nation today. Treaty Three Police Service, UCCM Anishinaabe Police Service, and Anishinabek Police Service were operating without funds since March 31, 2023. The Indigenous Police Chiefs of Ontario (IPCO) filed an emergency injunction on their behalf which was held in a federal court hearing on June 14, 2023. Minister Mendicino also confirmed that the terms and conditions under the First Nations and Inuit Policing Program restricting funds used towards specialized services was lifted. “Today was a productive discussion with Minister Mendicino and his staff regarding Indigenous Policing. We look forward to a continued partnership that sees adequate policing services for the communities we serve” says Chief Jerel Swamp, Rama Police Service and President of FNCPA. First Nations Chiefs of Police Association speaks as one voice for the advancement and sustainability of self-administered First Nations’ policing in Canada, by aiding and developing innovative methods to enhance public safety and wellness, while embracing our communities’ unique cultural and traditional values. -30- **Media Contact** Donna Anderson, Communications Specialist First Nations Chiefs of Police Association **Categories:** News --- ### [FNCPA hosts Annual Conference & Awards in Quebec City](https://fncpa.ca/fncpa-hosts-annual-conference-awards-in-quebec-city/) **Published:** May 10, 2023 **Author:** First Nations Chiefs of Police Association **Excerpt:** First Nations Chiefs of Police Association (FNCPA) is pleased to announce the FNCPA Annual Conference (May 16-17) and the FNCPA Annual Officer Awards (May 16) both being held at Hilton Quebec Hotel & Conference Centre, Quebec City. **Content:** First Nations Chiefs of Police Association (FNCPA) is pleased to announce the FNCPA Annual Conference (May 16-17) and the FNCPA Annual Officer Awards (May 16) both being held at Hilton Quebec Hotel & Conference Centre, Quebec City. Conference agenda items include the Human Rights Complaint launched by Indigenous Police Chiefs of Ontario (IPCO), Essential Service legislation, and Police Costing for New and Existing Services. Keynote speakers include Brett Newman who will speak about Mental Health in Policing and Kim Murray of the Office of the Special Interlocutor. “This conference comes at a critical time for Indigenous Policing. For far too long our police services struggled with low resources placing the safety of our communities at risk. Our goal is to come together to discuss solutions and celebrate the achievements of our members who go above and beyond in their duties” says Chief Jerel Swamp of Rama Police Service and FNCPA President. Recipients of FNCPA Awards will be presented with their awards on the evening of May 16. These recipients were nominated by their peers at member services across Canada. Award Categories include Bravery Award, Lifesaving Award, and Distinguished Services Award (Investigative, Community Service, and Crime Prevention). Chief Jerel Swamp Rama Police Service, Chief of Police President, First Nations Chiefs of Police Association -30- **Media Contact** Donna Anderson, Communications Specialist First Nations Chiefs of Police Association **Categories:** News **Tags:** media release --- ### [First Nations policing needs to be made an essential service, police chiefs tell AFN assembly](https://fncpa.ca/first-nations-policing-needs-to-be-made-an-essential-service-police-chiefs-tell-afn-assembly/) **Published:** August 22, 2022 **Author:** First Nations Chiefs of Police Association **Content:** Read CBC News article, published Jul 07, 2022 4:24 PM ET **Categories:** News --- ### [Joint Position Paper of the First Nations Chiefs of Police Association (“FNCPA”), Indigenous Police Chiefs of Ontario (“IPCO”), and Quebec Association of First Nation and Inuit Police Directors (“QAFNIPD”)](https://fncpa.ca/joint-position-paper-of-the-first-nations-chiefs-of-police-association-fncpa-indigenous-police-chiefs-of-ontario-ipco-and-quebec-association-of-first-nation-a/) **Published:** June 29, 2022 **Author:** First Nations Chiefs of Police Association **Excerpt:** The FNCPA, IPCO, and QAFNID are the recognized experts in Indigenous-led, Indigenous- centered policing and peacekeeping in Canada. Together, our organizations jointly represent 36 standalone First Nations police services, operating in more than 100 First Nations communities. **Content:** ## ***Re: Federal Indigenous Policing Legislation*** [Joint Position Paper](https://fncpa.ca/wp-content/uploads/FNCPA-Essential-Services-Position-Paper_Final_220629.pdf)[DOWNLOAD PDF](https://fncpa.ca/wp-content/uploads/FNCPA-Essential-Services-Position-Paper_Final_220629.pdf) This paper represents the joint position adopted by the FNCPA, IPCO, and QAFNID with respect to the development of federal legislation on Indigenous policing, and the designation of Indigenous policing as an “essential service.” This position paper has been prepared in response to the separate but complementary engagement processes chaired by (1) the Government of Canada (Indigenous Services Canada (“ISC”) and Public Safety Canada (“PSC”)) and (2) the Assembly of First Nations (“AFN”), designed to support the co-development of federal First Nations police services legislation. **Overview** The FNCPA, IPCO, and QAFNID are the recognized experts in Indigenous-led, Indigenous- centered policing and peacekeeping in Canada. Together, our organizations jointly represent 36 standalone First Nations police services, operating in more than 100 First Nations communities. This joint position represents our shared interest in ensuring the delivery of adequate, effective, and culturally responsive policing to all First Nations. This position paper focuses on the following elements: • Declaration of Principles; • Defining “essential service”; • Reforming the First Nations Policing Program (“FNPP”) and revisiting the First FNCPA, IPCO, AND QAFNIPD JOINT POSITION PAPER Nations Policing Policy 1996 (the “Policy”); • Equitable Policing and Equitable Funding; • Fulfilling Canada’s Commitments (RCAP, UNDRIP, TRC); • Our Leadership Role and Supporting Other Communities. • The Aboriginal, Treaty, and Inherent Rights of all First Nation peoples; • The inherent right of self-government of all First Nation peoples, including the inherent jurisdiction of all First Nation peoples to adopt their own laws on all matters related to community safety and well-being; • A commitment to fulfil all obligations set out in the United Nations Declaration on the Rights of Indigenous People and the federal *United Nations Declaration on the Rights of Indigenous Peoples Act*, Bill C-15 (Royal Assent, June 21, 2021); • A commitment to fulfil all Truth and Reconciliation Commission (“TRC”)’s Calls to Action related to community safety and well being; • A commitment to fulfill the Calls to Justice that relate to Justice as stated in “Reclaiming Power and Place: The Final Report of the National Inquiry into Missing and Murdered Indigenous Women and Girls”; and • An explicit statement that nothing in the legislation derogates or in any way departs from existing Crown obligations towards Indigenous peoples including, but not limited to, the Honour of the Crown, the fiduciary duty, and the Duty to Consult and Accommodate. As an initial note, we observe that many, if not most, of the reforms that we outline here can already be found in the original 1996 Policy. In other words, what we are proposing already aligns with what Canada originally committed to over 25 years ago but has failed to fulfil—a conclusion which the Canadian Human Rights Tribunal (“CHRT”) also reached in its recent decision, *Gilbert Dominique (de la part des Pekuakamiulnuatsh) v. Sécurité publique Canada*, 2022 CHRT 4. **Declaration of Principles** To begin with, we insist that any federal legislation on this topic contain a preamble Declaration of Principles (the “Declaration”) clearly setting out Canada’s commitment to ensure adequate, effective, and culturally responsive policing for all Indigenous communities, regardless of the policing service provider and understanding the uniqueness of each First Nations community. This Declaration should contain, at a minimum, the following elements to be acknowledged and entrenched: **“Essential Services” Designation** The purpose of the federal initiative is to co-develop federal legislation recognizing First Nations police services as essential services. However, the meaning of “essential services” has not been defined and it remains an open question for the ongoing processes. From our joint perspective as representatives of standalone First Nations police services, essential services designation entails, at minimum: FNCPA, IPCO, AND QAFNIPD JOINT POSITION PAPER • Funding that is “A” based and not a Funded Program through Grants and Contributions. Movement from “Program” status will ensure long-term financial commitment to provide effective and culturally responsive policing services to our communities. • First Nations should have input in determining the level and quality of the police service they are provided. Communities must be included in the work to ensure equality and cultural responsiveness. • First Nations Police Services providing policing services to First Nations communities. As we work toward a definition of “essential services” we must ensure that our communities are included in this work to ensure that the best quality of services are provided. In the next section, we discuss how this legislative initiative can and must involve a major overhaul of the main program intended to support Indigenous policing, namely the FNPP. **Reforming the First Nations Policing Program and Revisiting the First Nations Policing Policy (1996)** In many ways, the present FNPP—and its reliance on unjust, oppressive Terms and Conditions—is diametrically opposed to the original Policy and Canada’s commitments through that Policy. As the CHRT observed in its recent decision: The evidence shows that the implementation of the FNPP perpetuates existing discrimination, rather than eliminates it. The FNPP’s objective of substantive equality has not been met. It is impossible for the FNPP to meet this objective due to the very structure of the FNPP itself. This is underscored by the difference between the stated objectives of the Policy – notably, the commitment to ensure First Nations benefit from a professional standard of policing adapted to their needs – and, on the other hand, the actual impacts of the Program as implemented. In this section, we highlight the need for long overdue reform of the FNPP in line with that original Policy. In our view, the underlying principles of the Policy are a good starting point for both the federal legislation under development, as well as a necessary overhaul of the FNPP itself. The underlying Policy contains a clear statement of a progressive, culturally responsive vision for Indigenous policing in this country, especially when compared to the restrictive, unjust FNPP Terms and Conditions, last updated in 2017 (“T&Cs”). Unfortunately, the Policy seems to have taken a backseat to these oppressive T&Cs, which exacerbate the inadequacies faced by Indigenous communities. If Indigenous policing is going to be treated as a legitimate “essential service”, then ridding the FNPP of its restrictive colonial failings is a necessary precondition. It is not enough that Canada has belatedly acknowledged the “inadequacies” of the FNPP; we insist on concrete commitments to reform the FNPP, ensuring it delivers on what the Policy promised, while also ensuring it is forward-looking and reflects contemporary realities. We note that in addition to aligning with the Policy, these reforms also align with the findings of the 2019 Expert Panel report, *Toward Peace, Harmony, and Well-Being: Policing in Indigenous Communities*; Calls to Justice as stated in *Reclaiming Power and Place: The Final Report of the* FNCPA, IPCO, AND QAFNIPD JOINT POSITION PAPER • The negotiated multi-year agreement model under the FNPP is costly and inefficient; • There is a lack of ongoing and appropriate fiscal support for communities; • That standalone Indigenous police services have difficulty recruiting and retaining talent due to lower compensation; • That, for a variety of reasons—underfunding and remoteness in particular—conditions for officers in standalone Indigenous police services are more stressful than in non- Indigenous services. • There are insufficient funds and resources to deploy and retain an adequate number of officers to communities; • That officer mental health and well-being is a significant challenge for Indigenous police services; • That the lack of adequate policing resources and facilities through the FNPP is particularly problematic in the many remote and isolated Indigenous communities which receive FNPP funding; and • That both standalone Indigenous police services (i.e. those represented in our membership) as well as those RCMP detachments which receive FNPP funding through so-called “Community Tripartite Agreements” suffer from infrastructure issues (including facilities and buildings that are in disrepair and do not meet security standards), inappropriate communication systems, poor maintenance of police equipment, insufficient IT support, and shortages of officer housing. *National Inquiry into Missing and Murdered Indigenous Women and Girls* and the recent CHRT decision in *Pekuakamiulnuatsh*. The Status Quo Criticisms of FNPP inadequacies have been repeatedly raised by First Nation communities, and Canada has acknowledged that the program is overdue for an update. As mentioned, the CHRT expressly criticized the FNPP for failing to fulfil the Policy and for entrenching inequality and discrimination in the provision of policing. This criticism should come as no surprise. While communities have for decades demanded FNPP reform, in 2019 Canada’s own Expert Panel on Indigenous Policing, chaired by the Honourable Kim Murray, identified a host of challenges with the FNPP. The Expert Panel report observed, among other criticisms, that: In its report, *Reclaiming Power and Place: The Final Report of the National Inquiry into Missing and Murdered Indigenous Women and Girls*, one of the Calls to Justice that must be implemented is: 5.4 We call upon all governments to immediately and dramatically transform Indigenous policing from its current state as a mere delegation to an exercise in self-governance and self-determination over policing. To do this, the federal government’s First Nations Policing Program must be replaced with a new legislative and funding framework, consistent with the international and domestic policing best practices and standards, that must be developed by the federal, provincial, and territorial governments in partnership FNCPA, IPCO, AND QAFNIPD JOINT POSITION PAPER with Indigenous Peoples. i. Indigenous police services must be funded to a level that is equitable with all other non-Indigenous police services in this country. Substantive equality requires that more resources or funding be provided to close the gap in existing resources, and that required staffing, training, and equipment are in place to ensure that Indigenous police services are culturally appropriate and effective police services. In other words, the FNPP itself is the source of serious problems for the standalone Indigenous police services which receive funding through it. This is exactly what the CHRT found in its recent decision, and it is along this theme that we lay out the following proposed reforms. Meaningful FNPP Negotiations The FNPP is currently administered through so-called “tripartite funding agreements”, co-signed between the government of Canada, relevant provincial governments, the First Nation(s), and, in certain cases, the corporation of the Indigenous police service itself. Canada is responsible for funding 52% of an agreement while the province is responsible for the remaining 48%. The negotiation of such agreements is deeply flawed, following a longstanding pattern of Canada/provincial funders forcing First Nations to sign pre-drafted agreements without negotiation. As the CHRT observed in its recent decision, the “absence of real negotiation” in the preparation and signing of these agreements is one of the major criticisms of the FNPP. In parallel to implementation of federal legislation, Canada must make a firm commitment to meaningfully negotiate all future tripartite agreements. This requires, at minimum, the establishment of a properly funded and resourced funding negotiation table for each round of negotiations; the assignment of actual decision-makers with the authority to make decisions on behalf of the relevant authority (i.e. no low-ranking bureaucrats, as is currently the case); opportunity for the First Nation(s) and police services to present on their actual, on-the-ground funding and resourcing needs; and an end to the misguided and disrespectful practice of forcing First Nations to accept funding increases based on a rote, percentage-based “accelerator.” Fulfilling the Requirements of the First Nations Policing Policy (1996) As the CHRT held in its recent decision: The very essence of the FNP Program is to implement the FNP Policy, which has a stated policy objective of ensuring First Nations benefit from police services which are adapted to their needs, and in accordance with qualitative and quantitative policing standards. However, as noted above, one of the gravest flaws of the FNPP is how it operates contrary to the original First Nations Policing Policy, in effect blocking the fulfilment of Policy commitments made by Canada over 25 years ago. Even though, by law, the FNPP is supposed to fulfil the original Policy, Canada instead claims that the FNPP is governed by the T&Cs, a more recent and yet far more regressive document. The result is that the original Policy is no longer factored FNCPA, IPCO, AND QAFNIPD JOINT POSITION PAPER in when it comes to all discussions, public documents, and negotiations under the FNPP. Indeed, in 2014 Public Safety Canada even told the Auditor General of Canada that the T&Cs were intended to replace the original Policy: According to Public Safety Canada, the principles of the 1996 First Nations Policing Policy are outdated and impractical, and the First Nations Policing Program has evolved since these principles were endorsed. The Department plans to update the principles of the Policy and incorporate them in the Program’s terms and conditions. This response came after the Auditor General examined the FNPP and came to the following conclusions: “that Public Safety Canada’s First Nations Policing Program is not adequately designed to deliver and does not adequately ensure that policing services on First Nation reserves are delivered in a manner that is consistent with the principles of the First Nations Policing Policy”. Another conclusion of the Auditor General is that “Public Safety Canada needs to work with the provinces, First Nation communities, and policing service providers to guide the future direction of the Program”. The Auditor General’s report also examined whether the First Nations Policing Policy principles were incorporated within policing agreements funded by the Program. When examining the principle of Quality and Level of Service – “First Nations should have input in determining the level and quality of the police service they are provided”, it was discovered however that none of the agreements examined by the Auditor General had evidence of First Nation community involvement in determining quality or level of service to their communities. The expected update was that the principles of the First Nations Policing Policy were to be aligned with the new T&Cs to guide the future direction of the Program. As we discuss below, the supposedly evolved T&Cs are, in fact, far more restrictive than the original Policy. The T&Cs block Indigenous communities from certain basic elements of policing available to non-Indigenous communities while also imposing outdated, *Indian Act*– style restrictions on access to legal counsel. These restrictions do not exist in the original Policy and should be immediately removed. The disappearance of the Policy and the outsized role of the T&Cs has resulted in a policing landscape in which the Policy is largely forgotten. An example as recently as 2021 and before the parliamentary Standing Committee on Indigenous and Northern Affairs, the Panel was wholly unaware of even the existence of the Policy. The Standing Committee was surprised that the Policy existed, and doubly surprised to learn what it promised. A copy of the Policy was provided to the Panel and team of researchers at that time, as they did not have their own copy. We remain deeply concerned over the failure of Canada to adhere to its own Policy. It is time for Canada to go back to that original Policy, see what it requires of the FNPP, and do away with the restrictive T&Cs. Below, we highlight some of those key Policy commitments. *Policy Principle #1: Equitable Policing Standards* The stated purpose of the Policy is to ensure equal levels and quality of policing for First Nations FNCPA, IPCO, AND QAFNIPD JOINT POSITION PAPER as compared to non-Indigenous communities: First Nations communities should have access to policing services which are responsive to their particular policing needs and which are equal in quality and level of service to policing services found in communities with similar conditions in the region. First Nations communities should have input in determining the level and quality of the police services they are provided. Clearly, the present-day FNPP does not fulfil this commitment. Indeed, the T&Cs today only commit Canada to fund “professional, dedicated and responsive” policing. That is a striking difference compared to what Canada promised through the Policy. As work on the federal Indigenous policing legislation progresses, it is time to fix the FNPP so that it fully works towards this core Policy principle dating back to the original Policy. *Policy Principle #2: Self-Determination and Adequate Resourcing* The Policy commits Canada to ensuring that First Nations are supported to acquire the “tools to become self-sufficient and self-governing through the establishment of structures for the management, administration and accountability of First Nations police services.” The Policy similarly commits Canada to “supporting First Nations to become self-sufficient and self- governing, and to maintaining partnerships with First Nations based on trust, mutual respect and participation in decision-making.” As the CHRT held in its recent decision: Pursuant to the Policy, the policing models in First Nation communities must be at least equivalent to those offered in nearby communities in similar circumstances. First Nations also have the right to participate in the decision as to which model of policing they wish to receive. Reforming the FNPP must proceed in an environment of mutual respect and with deference to the right of self-determination of Indigenous communities. That is true both for the reform effort itself, and for the implementation of the FNPP going forward. *Policy Principle #3: Substantive Equality* Pursuant to the Policy, Canada is required to ensure that funding for First Nations policing is “consistent with the calculation of costs for policing arrangements in other communities with similar conditions in the region.” As the CHRT recently held, substantive equality requires more than a mere mirroring of, or reliance on, non-Indigenous services. As the Tribunal wrote: Substantive equality requires consideration of the social, political, and economic context of First Nations. This includes the historic difficulties faced by First Nations in the context of policing and community safety. In Mashteuiatsh in particular, this includes high rates of crime, the types of crime, the level of social disorder, and the workload of police officers in the community. FNCPA, IPCO, AND QAFNIPD JOINT POSITION PAPER Note that, although the reference is to the community of Mashteuiatsh, the conditions described could easily apply to First Nations served by all 36 of our FNPCA-member communities. *Policy Principle #4: Legislated Framework for Policing* While the discussion around the development of federal legislation has focused narrowly on the issue of essential service designation, the Policy calls for a much broader legislative framework. It is our joint position that the federal legislation should seek to ensure that First Nations can benefit from the same, or similar, legislative policing framework which is already available to all non-Indigenous communities. This would bring the legislation in line with the following Policy commitment (not to mention countless inquest recommendations, reports, and inquiries): First Nations police services should be founded on a legislative framework that enables First Nations to establish, administer and regulate their police service and to appoint police officers, consistent with provincial norms and practices. The federal government will work with the provinces/territories and First Nations to promote legislation in support of First Nations policing where appropriate. Next, we discuss how a return to the Policy principles also must include a complete overhaul/removal of the needlessly restrictive FNPP T&Cs. Removing restrictions from the FNPP T&Cs In line with the above, it is imperative that the FNPP T&Cs be immediately overhauled to remove the various unjust restrictions imposed on First Nations—restrictions which are not present in the original Policy: *Ineligible Expenditures* For reference, the 1996 Policy contains a general list of eligible funding categories with no restrictions on what aspects or models of policing can receive funding. These funding categories include: program administration, recruitment/training/education, salary and benefits (with no limits on what positions can be recruited by a First Nations police service), and expenditures for operations and maintenance. In comparison, the 2017 version of the T&Cs imposes a prohibition on several categories of expenditures, deemed “ineligible”. This prohibition, as follows, is not in the 1996 Policy, and should be immediately removed as part of the federal Indigenous policing initiative: Ineligible expenditures for all streams include, but are not limited to, costs related to amortization, depreciation, and interest on loans; legal costs related to the negotiation of the agreement and any dispute related to the agreement or the funding received under the agreement; profit, defined as an excess of revenues over expenditures; and, costs for specialized policing services, such as Emergency Response Teams, Canine Units and Forensic Services.” FNCPA, IPCO, AND QAFNIPD JOINT POSITION PAPER Among the most problematic of these limitations are the prohibitions on infrastructure ownership and on specialized policing. Many Indigenous police services operate in remote communities where they maintain multiple detachments and office housing—and yet these services are blocked from owning the very buildings they are forced to rely on. At the same time, it is frankly incredible that Indigenous police services are the only police services that are blocked from running specialized police units. No other police service is expected to work without police dogs, especially not in a context where much modern Indigenous policing is, sadly, focused on combatting the major drug crisis in Indigenous communities. *Prohibition on Funding for Legal Representation* In addition to the above, perhaps the most egregious restriction in the T&Cs is the prohibition on “legal costs related to the negotiation of the agreement and any dispute related to the agreement or the funding received under the agreement.” The T&Cs prevent standalone Indigenous police services from receiving funding, or using any allocated budget under the FNPP, to hire lawyers to negotiate funding agreements and/or to assist in any disputes related to funding agreements. Canada and the provinces are subject to no such restrictions. The prohibition on legal representation is a striking parallel to the old *Indian Act* provision which made it illegal for First Nations people to hire a lawyer. In the late 19th century, First Nations had begun to organize themselves to legally challenge the restrictions imposed on cultural practices such as the potlatch. In response, the Canadian government debuted a revised *Indian Act* in 1927 containing a new section 141 which made it illegal for an “Indian” to hire a lawyer: Every person who, without the consent of the Superintendent General expressed in writing, receives, obtains, solicits or requests from an Indian any payment or contribution or promise of any payment or contribution for the purpose of raising a fund or providing money for the prosecution of any claim which the tribe or band of Indians to which such Indian belongs, or of which he is a member, has or is represented to have for the recovery of any claim or money for the benefit of the said tribe or band, shall be guilty of an offence and liable upon summary conviction for each such offence to a penalty not exceeding two hundred dollars and not less than fifty dollars or to imprisonment for any term not exceeding two months. From 1927 until the repeal of section 141 in 1951, it was essentially impossible for any “Indian” to challenge the Canadian government in court. The FNPP T&Cs are a disturbing echo of that restriction and should be immediately struck from the T&Cs. As noted, this prohibition is not even present in the original Policy which the FNPP is required to fulfil. **Equitable Policing and Equitable Funding** In this next section, we discuss the core principle of equitable policing. Canada committed to ensuring equitable policing standards and funding levels as far back as the original First Nations Policing Policy. The recent *Pekuakamiulnuatsh* decision at the CHRT also affirms the importance of this principle: FNCPA, IPCO, AND QAFNIPD JOINT POSITION PAPER The FNP Policy is based on the principle that First Nations communities have a right to benefit from policing services adapted to their needs, and equal in quality and quantity to the services provided to non-First Nations communities in similar conditions. At the same time, First Nations have the right to have a say in the level and quality of policing services that they receive. Police officers in First Nations police services should have the same responsibilities and powers as any other police officers in Canada. In order to ensure effective and culturally appropriate policing, all First Nations police services should be provided an adequate number of police officers who share similar cultural and linguistic backgrounds to the communities they serve. Meeting this Policy obligation should be the bare minimum for any reform of the federal Indigenous policing landscape. However, ensuring equity goes beyond merely fulfilling, or committing to fulfil, the requirements of the Policy. It is our joint position that the new federal legislative framework must also include the following: New Funding Formula As already discussed, the original Policy committed Canada to ensuring that Indigenous communities receive policing “equal in quality and level of service to policing services found in communities with similar conditions in the region.” The Policy makes it quite clear that, in addition to a qualitative measure, this level of equality also comes down to the funding formula. As indicated in the original Policy: Calculating the costs of a policing arrangement for a community should be consistent with the calculation of costs for policing arrangements in other communities with similar conditions in the region. As Canada has itself admitted, the funding formula relied upon in the FNPP today is woefully inadequate. Indigenous police services are chronically underfunded. It is time to revisit that original funding commitment in the Policy. The federal Indigenous policing legislative initiative is the perfect opportunity to develop a new funding formula. The ongoing First Nations child welfare settlement discussions are a prime example of the Government of Canada working collaboratively with First Nations to define a new funding formula that reflects the needs of communities, including the unique needs of remote communities. At this stage, we are not able to definitively propose any funding formula over another when it comes to the Indigenous policing context. However, our position is that serious discussions involving economic experts must be undertaken on a proper funding formula for all future FNPP tripartite funding agreements. We are happy to suggest, and hear suggestions, about the best way to pursue this issue. FNCPA, IPCO, AND QAFNIPD JOINT POSITION PAPER Adequate and Effective Standards The “adequate and effective” standard for policing is common across jurisdictions and can be found in the relevant policing legislation of provinces from British Columbia to Newfoundland and Labrador. While the exact definition of “adequate and effective” varies across jurisdictions, at its core it is the way by which provinces establish the minimum standards expected of each police service for non-Indigenous communities. Each police service operating under these standards is therefore guaranteed funding in order to meet the standards. Presently, Indigenous police services are excluded from the “adequate and effective” standards. As the CHRT noted in its recent decision, the inability to access such standards is one of the core failings of the FNPP: In the view of the Commission, the structure of the FNPP necessarily results in the denial of services, since it is impossible for \[the complainant\] to benefit from the base police service standards, which are effectively excluded from the funding formula. As a result, funding is arbitrary and insufficient. The creation of federal Indigenous policing legislation is the perfect opportunity to embed a similar set of “adequate and effective” standards for all Indigenous policing. This set of standards should be modelled using existing standards as set out in provincial statutes, modified as appropriate for the Indigenous cultural context. These standards should include but not be limited to: crime prevention, law enforcement, victims’ assistance, public order maintenance, emergency response services, and administration and infrastructure. Existing regulations for non-Indigenous police services require that they maintain a 24/7 call response capability, and that police services have capacity in areas such as criminal intelligence, crime analysis, call analysis, and public disorder analysis. Similar standards can and should be set for Indigenous policing, correcting a long running oversight. Funding Arbitration The FNPP currently lacks a mechanism for challenging inadequate funding levels. It is our joint position that the new federal policing legislation should enshrine, in statute, a mechanism by which First Nations could move for binding budget arbitration, based on clearly set out policing standards comparable to the “adequate and effective” standard present in provincial policing statutes. As discussed above, we are also proposing that the new federal policing legislation adopt those “adequate and effective standards” directly. However, the standards are ultimately enshrined or established, every Indigenous police service should have recourse to a binding mechanism to claim funding to meet those standards. A budget arbitrator would take into consideration any additional costs associated with ensuring culturally responsive policing in First Nations communities, even if those costs go beyond what would be expected in a non-Indigenous community. In developing Indigenous policing legislation, Canada and the provinces should be equally alive to the reality that the unique context of Indigenous policing often requires something different, and potentially more costly, than non-FNCPA, IPCO, AND QAFNIPD JOINT POSITION PAPER Indigenous policing. Pension Parity Finally, as participants in the federal legislative process are already aware, a longstanding issue across Canada has been the lack of pension parity between Indigenous and non-Indigenous police services. Service members in our 36 standalone Indigenous police services are (a) not able to access the provincial pension fund available to their counterparts in non-Indigenous police services, and (b) do not have access to a pension fund that offers comparable pension payouts. This is an unacceptable situation that creates additional challenges for attracting and retaining talent in a sector where our police services are already perceived as “second-class”. We believe that the federal negotiations on policing legislation should therefore include discussion of ways to improve pension parity. We are open to discussing on whether this means adding Indigenous police services to an existing pension fund(s), like the provincial funds or the RCMP, or whether this would mean ensuring the proper funding of a separate Indigenous police pension fund(s). **Fulfilling Canada’s previous commitments/calls to action** In this final section, we call on Canada to ensure that any newly adopted federal legislation respect the commitments, recommendations, and calls to action of previous national exercises along with Canada’s international obligations. Below, we highlight a few of those key findings/recommendations. Royal Commission on Aboriginal Peoples (“RCAP”) 1996 We note that the First Nations Policing Policy was first adopted in 1992 and later updated in 1996 in the wake of the RCAP. In the context of community safety, RCAP recommended that Canada ensure increased funding and federal support for Indigenous public safety, victim supports, and protection of vulnerable populations (women and children in particular). Responding to those recommendations, the updated 1996 Policy more concretely calls for supports for women, children, and other vulnerable groups in Indigenous communities. In particular, the revised Policy Principles include the following: The purpose of the First Nations Policing Policy is to contribute to the improvement of social order, public security and personal safety in First Nations communities, including that of women, children, and other vulnerable groups. Policy Objective #1: Strengthening Public Security and Personal Safety: To ensure that First Nations peoples enjoy their right to personal security and public safety. FNCPA, IPCO, AND QAFNIPD JOINT POSITION PAPER At a minimum, the new federal Indigenous policing legislation should be sure to reflect these principles, already present in the Policy (1996) but also as a reflection of Canada’s commitment to fulfil the recommendations of RCAP, which is now over 25 years old. UN Declaration on the Rights of Indigenous Peoples 2007 / *UNDRIP Act,* 2021 As of 2021, Canada has committed to implementing the UNDRIP by way of the *United Nations Declaration on the Rights of Indigenous Peoples Act (S.C. 2021, c. 14).* UNDRIP contains a clear statement of the rights of Indigenous peoples to take control of their own internal governance, including on matters of community safety and well-being. As noted above, we have proposed the creation of a Declaration of Principles at the outset of the federal Indigenous policing legislation that is being developed. This Declaration should refer generally to UNDRIP and Canada’s commitment to fulfilling UNDRIP, as well as to the specific rights set out at Articles 4, 5, and 34 as follows: Article 4: Indigenous peoples, in exercising their right to self-determination, have the right to autonomy or self-government in matters relating to their internal and local affairs, as well as ways and means for financing their autonomous functions. Article 5: Indigenous peoples have the right to maintain and strengthen their distinct political, legal, economic, social and cultural institutions, while retaining their right to participate fully, if they so choose, in the political, economic, social and cultural life of the State. Article 34: Indigenous peoples have the right to promote, develop and maintain their institutional structures and their distinctive customs, spirituality, traditions, procedures, practices and, in the cases where they exist, juridical systems or customs, in accordance with international human rights standards. TRC Calls to Action 2015 Similarly, the TRC Calls to Action reiterate the recommendations arising out of RCAP, with respect to community safety and in particular support for victims and vulnerable members of communities. As such, federal Indigenous policing legislation should endorse and respond to the TRC Calls to Action related to these issues, and in particular Calls to Action 39 and 40, as reproduced below: 39\. We call upon the federal government to develop a national plan to collect and publish data on the criminal victimization of Aboriginal people, including data related to homicide and family violence victimization. 40\. We call on all levels of government, in collaboration with Aboriginal people, to create adequately funded and accessible Aboriginal-specific victim programs and services with appropriate evaluation mechanisms. FNCPA, IPCO, AND QAFNIPD JOINT POSITION PAPER While we acknowledge that some efforts have been made towards better supporting Indigenous community safety and victim supports, we believe that the new federal legislation is a perfect opportunity to embed these principles directly in law. These calls to action are not merely aspirational; they are directives to ensure that Indigenous communities are as safe, respected, and protected as they deserve to be. MMIWG Calls to Justice 2019 The National Inquiry into Missing and Murdered Indigenous Women and Girls made Calls to Justice specific to the Justice System 5.1 to 5.25 and Police Services 9.1 to 9.11, as stated in *Reclaiming Power and Place: The Final Report of the National Inquiry into Missing and Murdered Indigenous Women and Girls.* Supporting the reforms needed to enhance the First Nations Policing is Call to Justice: 5.4 We call upon all governments to immediately and dramatically transform Indigenous policing from its current state as a mere delegation to an exercise in self-governance ad self-determination over policing. To do this, the federal government’s First Nations Policing Program must be replaced with a new legislative and funding framework, consistent with international and domestic policing best practices and standards, that must be developed by the federal, provincial, and territorial governments in partnership with Indigenous Peoples. This legislative and funding framework must, at minimum, meet the following considerations: 1. i. Indigenous police services must be funded to the level that is equitable with all other non-indigenous police services in this country. Substantive equality requires that more resources or funding be provided to close the gap in existing resources, and that required staffing, training, and equipment are in place to ensure that Indigenous police services are culturally appropriate and effective police services. A further call focuses policing services in northern and remote communities: 5.5 We call upon all governments to fund the provision of policing services within Indigenous communities in northern and remote areas in a manner that ensures that those services meet the safety and justice needs of the communities and that the quality of police services is equitable to that provided to non-Indigenous Canadians. **Conclusion: Our Leadership Role, and Supporting Other Communities** FNCPA, IPCO, and QAFNIPD and our constituent members are all encouraged by Canada’s commitment to exploring a legislative overhaul for Indigenous policing. As the recognized leaders in Indigenous policing, we look forward to providing feedback throughout this process. To that end, this position paper represents some initial proposed reforms, all of which would help to bring Canada in line with its original commitments under the First Nations Policing Policy. We believe that the experiences of our 36 member police services, and the dozens of communities we serve, will be invaluable in informing a productive way forward for Indigenous policing. FNCPA, IPCO, AND QAFNIPD JOINT POSITION PAPER Given our extensive experience with the FNPP, dating to its original inception and the important principles in its underlying Policy, we believe we have a unique role to play in developing new policing legislation and in supporting other communities interested in standalone Indigenous policing. We recognize that not all Indigenous communities are served by standalone police services like our own. Nevertheless, we believe that our unique and culturally attuned perspective will be vital for legislative development. We would also like to invite any interested communities to speak with us about our experiences and about how they too may develop their own Indigenous police services. We have experience helping communities transition away from the RCMP or provincial police services to begin operating their own, and we are more than happy to share that knowledge with others. We are also happy to offer that expertise to the AFN and Canada as they continue to work on development of the new federal policing legislation. As the recognized experts in this sector, we look forward to sharing that expertise with others and providing guidance as the process continues. Signed, **Chief Jerel Swamp (Rama Police Service)** President, First Nations Chiefs of Police Association **Chief Kai Liu (Treaty 3 Police Service)** President, Indigenous Police Chiefs of Ontario Secretary-Treasurer, First Nations Chiefs of Police Association **Chief Shawn Dulude (Akwesasne Mohawk Police Service)** President, Quebec Association of First Nation and Inuit Police Directors Vice-President, First Nations Chiefs of Police Association **Categories:** News --- ### [Annual General Meeting & Executive Elections](https://fncpa.ca/annual-general-meeting-executive-elections/) **Published:** June 27, 2022 **Author:** First Nations Chiefs of Police Association **Excerpt:** The Executive elections are scheduled this year and nominations will take place in the morning with voting to commence in the afternoon, or shortly thereafter. **Content:** **Please review the following scheduled activities for the Annual General Meeting, Executive Nominations, and Elections:** **Item:** Nominations for Executive Positions **Date:** October 25, 2022 – Morning **Details:** The Executive elections are scheduled this year and nominations will take place in the morning with voting to commence in the afternoon, or shortly thereafter. **Positions will be:** (1) President (1) Vice-President-West) (1) Vice-President-Central (1) Vice-President- East) and (1) Secretary/Treasurer. **Item:** Voting for Executive Positions **Date:** October 25, 2022 – Afternoon **Item:** Annual General Meeting **Date:** October 25 & 26, 2022 **Time:** 0900 – 1600 hrs **Location:** 3779 Grey Eagle Drive Grey Eagle Casino & Resort Calgary, Alberta **Details:** The Annual General Meeting will begin with Executive and General Business will be discussed: Annual Report, President’s Report, Financials, and the introduction of new Executive positions. **Categories:** News --- ### [Special Meeting –(Essential Services Legislation) May 16, 2022 ](https://fncpa.ca/special-meeting-essential-services-legislation-may-16-2022/) **Published:** March 9, 2022 **Author:** First Nations Chiefs of Police Association **Excerpt:** The First Nation Chiefs of Police Association has scheduled a Special Meeting. First Nations Chiefs of Police Association, the Indigenous Police Chiefs of Ontario, and the L'Association des Directeurs de Police des Premières Nations et Inuits du Québec, are working together on a position paper regarding First Nations policing essential services legislation.  **Content:** The First Nation Chiefs of Police Association has scheduled a Special Meeting. First Nations Chiefs of Police Association, the Indigenous Police Chiefs of Ontario, and the L’Association des Directeurs de Police des Premières Nations et Inuits du Québec, are working together on a position paper regarding First Nations policing essential services legislation. The Special Meeting will be with FNCPA members whereby you will be reviewing and discussing a position paper, and we would like your input. FNCPA Police Services across Canada need to work together with each of the associations to have a collective voice. Please make every effort to attend. **Date:** May 16, 2022 (Monday) **Time:** 0900 – 1600 hrs (Start time 0900 hrs) **Location:** Hilton Lac Leamy 3, Boulevard du Casino Gatineau, Quebec **Room Reservations:** Rooms have been blocked at a discounted rate and delegates are responsible for making their own individual reservations. Reservations toll free number at 1 819-790-6444 and request your group: First Nations Chiefs of Police Association. **Breakfast & Lunch**: Lunch & Allergies – Breakfast (served at 0800 – 0900 hrs) & Lunch will be provided. For any participants attending that have food allergies, please provide an email regarding your allergy to Karen Haines at: admin@fncpa.ca. **Dress Code:** Business Casual *Note : According to FNCPA By-Laws – Special Meetings for members must be given 30 days prior to the meeting date. (By-Law : Item VII.18.2)* **Categories:** News --- ### [First Nations Chiefs of Police Association New Executive Committee](https://fncpa.ca/first-nations-chiefs-of-police-association-new-executive-committee/) **Published:** October 30, 2020 **Author:** First Nations Chiefs of Police Association **Content:** The First Nations Chiefs of Police Association held its Annual General Meeting on October 27, 2020, via Zoom teleconferencing. At the Annual General Meeting, as this year members held a General Election for the Executive positions, which is conducted every two (2) years according to FNCPA By-Laws. Your Executive Committee is: **President****Chief Jerel Swamp****Rama Police Service****Vice-President (West)****Chief Keith Blake****Tsuut’ina Police Service****Vice-President (Central)****Chief Terry McCaffrey******Wikwemikong Police Service********Vice-President (East**********Chief Shawn Dulude**********Akwesasne Mohawk Police Service********Secretary/Treasurer**********Chief Kyle Melting Tallow**********Blood Tribe Police Service******Past President****Chief Dwayne Zacharie****Kahnawake Peacekeepers**[To read the bios of our new executive members, click here.](https://fncpa.ca/about-fncpa/executive/) ### **For more information:** First Nations Chiefs of Police Association Administration Phone: (204) 856-5370 Email: **Categories:** News --- ### [Executive Elections](https://fncpa.ca/executive-elections/) **Published:** March 30, 2020 **Author:** First Nations Chiefs of Police Association **Excerpt:** This is to advise you that the First Nation Chiefs of Police Association Annual General Meeting & General Election Executive positions, has been scheduled to October 27, 2020. **Content:** This is to advise you that the First Nation Chiefs of Police Association Annual General Meeting & General Election Executive positions, has been scheduled to: **Date:** October 27, 2020 **Time:** 0900 – 1600 hrs (Breakfast 0800 – 0900) (Start time 0900 hrs) **Location:** Salon A-B Boardroom Mariott Fallsview Hotel & Spa 6740 Fallsview Boulevard Niagara Falls, Ontario **Room Reservations**: Rooms have been blocked at a discounted rate and delegates are responsible for making their own individual reservations. Reservations Department at (905) 357-7300. For ease of booking callers must identify group: First Nations Chiefs of Police Association. The discount deadline date for reservations is Sept. 26, 2020. **Lunch & Allergies**: Breakfast & Lunch for the Annual General Meeting will be provided. For any participants attending that have food allergies, please contact with an email regarding your allergy. Please confirm your attendance with Karen Haines at (204) 856-5374 or email: The Annual General Meeting & Executive Elections are designated for Voting Members ONLY. (Chiefs or Designate, and Voting Members) **Dress Code:** Business Casual **Note :** Pending COVID-19 protocols by October 1, 2020, the AGM may be postponed to Spring 2021. **Categories:** News **Tags:** Annual General Meeting, Executive Elections --- ### [12th Annual Officer Awards](https://fncpa.ca/12th-annual-officer-awards/) **Published:** February 26, 2020 **Author:** First Nations Chiefs of Police Association **Excerpt:** The Executive has postponed the 12th Annual Officer Awards to a later date. **Content:** ***The Executive has postponed the 12th Annual Officer Awards to a later date.*** The Executive is pleased announce the 12th Annual Officer Awards on May 26, 2020. Members will have the opportunity to nominate Officers and staff for the Awards. The proud recipients be provided a confirmation letter to be recognized at the Annual Conference Banquet and will receive an award from FNCPA Executive. **Nominations for the following:** 1. **Years of Service (20 Years of Service or more)** This award is for Officers that have twenty (20) years of combined service or more, in policing as an officer. 2. **Bravery & Lifesaving Awards** ***Bravery Award*** This award is for Officers that have performed an act of bravery that could best demonstrate the qualities of heroism. ***Lifesaving Award*** This award is for Officers whereby the officer defies the instinct for self-preservation and risks his/her own life to protect others, and as a result have saved a life or lives, including their own. 3. **Distinguished Services Awards (Investigative, Community Services & Crime Prevention)** This award is open to active police officer (s) or staff member (s) who has demonstrated exemplary leadership and commitment to his/her service through work that have benefited to their peers, their service, and the community. ***Investigative*** An Officer that has shown dedication with their work in regards to their investigational activities: who has worked diligently and has proven to have strong investigating skills which resulted in successful arrests; who is motived in preparing, drafting, and execution of warrants and arrests; who works in a team environment to complete projects in a safe manner for all members involved; and who shows dedication to their department and proven to be a team player. ***Community Services or Crime Prevention*** This award is for an individual (s) who have demonstrated self-initiative in the development of Community Crime Prevention Strategies and initiatives for the communities they serve; and who have actively participated and donated their time to a community, and community-based fundraising events. **Nominations Criteria:** Please provide the following for the nominees: - Letter of Nomination by the Chief of Police of the Service/Organization – this letter must be endorsed by the Police Chief or Designate. - Office or Staff Resume – The Police Service must provide resume. - Summary of the Event: synopsis of the incident/occurrence/contributions of the Officer/Individual including the impact to the Officer/Individual. **Presentation at the Annual Conference with Police Chief or Designate:** 1. Once the successful candidate has been identified, they will be provided notification by FNCPA. 2. The Police Chief or Designate will accompany the successful candidate during the Awards Ceremony, and review the description of the event to the delegates in attendance. 3. The President/Executive will provide award to the designate. 4. It is the responsibility of the Police Service to coordinate the travel to their candidate, if successful. This correspondence will serve as a request for nominations. This correspondence will serve as a request for nominations. Please submit your completed nominations either by fax/email/mail by **April 15, 2020**, to: Executive Committee First Nation Chiefs of Police Association PO Box 37 Portage la Prairie, Manitoba, R1N 3B2 Fax: (204) 856-5389 Email: **Categories:** News --- ### [FNCPA 2020 Conference Update](https://fncpa.ca/fncpa-2020-conference-update/) **Published:** March 18, 2020 **Author:** First Nations Chiefs of Police Association **Excerpt:** A message from the First Nations Chiefs of Police Executive As you are aware, Canada is under a health advisory because of the Coronavirus (COVID-19) virus. The First Nations Chiefs of Police Association Executive will be following the recommendations and guidelines of public health officials. We are taking proactive measures to ensure the safety and well-being of our members and are postponing the FNCPA Conference & Awards to a later date. Thank you and take care. **Content:** A message from the First Nations Chiefs of Police Executive As you are aware, Canada is under a health advisory because of the Coronavirus (COVID-19) virus. The First Nations Chiefs of Police Association Executive will be following the recommendations and guidelines of public health officials. We are taking proactive measures to ensure the safety and well-being of our members and are postponing the FNCPA Conference & Awards to a later date. Thank you and take care. **Categories:** News --- ### [First Nations Chiefs of Police, Call For First Nations Policing To Be Entrenched As An Essential Service](https://fncpa.ca/first-nations-chiefs-of-police-call-for-first-nations-policing-to-be-entrenched-as-an-essential-service/) **Published:** October 24, 2017 **Author:** First Nations Chiefs of Police Association **Excerpt:** At their Annual General Meeting in Toronto October 17-18, 2017 the First Nations Chiefs of Police Association (FNCPA) unanimously passed a resolution calling on the Government of Canada and its Provincial partners “to entrench First Nations Policing as an essential service,” provide adequate human resources, infrastructure, and operations and maintenance resources, and “sufficient, predictable and sustained funding that meets the unique needs of each department.” **Content:** #### The “Benign Neglect” of Policing is Failing First Nations Communities At their Annual General Meeting in Toronto October 17-18, 2017 the First Nations Chiefs of Police Association (FNCPA) unanimously passed a resolution calling on the Government of Canada and its Provincial partners “to entrench First Nations Policing as an essential service,” provide adequate human resources, infrastructure, and operations and maintenance resources, and “sufficient, predictable and sustained funding that meets the unique needs of each department.” “First Nations communities require and deserve stable, adequately funded policing services that are comparable to those provided to other communities in Canada,” said FNCPA President, Dwayne Zacharie. “The current First Nations Policing Program (FNPP) is failing First Nations communities by creating unsafe situations for officers and community members.” A recent independent research report, “‘Set up to fail?’ An analysis of self-administered indigenous police services in Canada” found that Self-Administered First Nations Police Services have been facing a number of serious challenges including limited funds for required equipment, low pay, high personnel turnover, some of the highest crime rates with the lowest number of officers, inadequate infrastructure, declining rates of Indigenous officers, and a lack of stable and consistent funding. The report (found here: ) was released in August 2017. It concluded that that “the administration of the FNPP over the past quarter- century is one of benign neglect; that by doing nothing or ignoring the problem, the challenges confronting Indigenous policing would somehow manage or resolve themselves. This status of benign neglect is in keeping with a long history of promising much, but delivering little to Indigenous peoples.” The findings in this report are consistent with other studies and reports listed on Public Safety Canada’s Indigenous Policing webpage, including an earlier research study “Illustrative Case Studies of First Nations Policing Program Models” commissioned by Public Safety, prepared by the same researchers, and released in 2016. This earlier study found that Self-Administered police services have a funding model that is “inconsistent with how budgets are most appropriately set and applied” and that the First Nations Policing Program needs to be modernized to better serve the public safety needs of Indigenous communities across Canada. “We’re asking for the same recognition, resourcing, and support as other policing services in Canada,” said Zacharie. “First Nations policing needs to be deemed an essential service like all other community policing services across the country.” The First Nations Chiefs of Police Association represents and advocates for Self Administered First Nations policing in Canada by advancing and expanding innovative methods to enhance First Nations safety and wellness while respecting and reflecting our communities’ unique cultural and traditional values. **Categories:** News --- ### [Statement on the Release of Reclaiming Power and Place: The Final Report of the National Inquiry into Missing and Murdered Indigenous Women and Girls](https://fncpa.ca/statement-on-the-release-of-reclaiming-power-and-place-the-final-report-of-the-national-inquiry-into-missing-and-murdered-indigenous-women-and-girls/) **Published:** June 5, 2019 **Author:** First Nations Chiefs of Police Association **Excerpt:** The First Nations Chiefs of Police Association (FNCPA) acknowledges each of the Missing and Murdered Indigenous Women, Girls and 2SLGBTQQIA people and their families, friends, and communities. **Content:** **Kahnawake, Quebec, June 5, 2019:** The First Nations Chiefs of Police Association (FNCPA) acknowledges each of the Missing and Murdered Indigenous Women, Girls and 2SLGBTQQIA people and their families, friends, and communities. We recognize the importance of the National Inquiry into Missing and Murdered Indigenous Women and Girls and gratefully acknowledge the contributions of everyone who participated in the National Inquiry, especially the families and survivors, Elders and Grandmothers who shared their stories and guided the work of the National Inquiry. We support the findings of the Inquiry as presented in its final report Reclaiming Power and Place: The Final Report of the National Inquiry into Missing and Murdered Indigenous Women and Girls and accept its conclusion that colonialism, systemic “human rights and Indigenous rights abuses and violations committed and condoned by the Canadian state represent genocide against Indigenous women, girls, and 2SLGBTQQIA people.” The FNCPA fully acknowledges the painful histories and complexities of the relationships between Indigenous Peoples and the police. We are committed to strengthening our relationships with the First Nations communities we serve and to facilitating the highest level of professionalism and accountability in our First Nations police services, in a manner that reflects the unique cultures, constitutional status, social circumstances, traditions and aspirations of First Nations. The FNCPA pledges to renew its efforts to develop innovative methods to enhance the safety and wellness of our communities, to re-examine our policies and protocols, and to ensure that our work respects and protects the safety of all community members through culturally sensitive and trauma-informed policing. The First Nations Chiefs of Police Association, on behalf of our member police services, will continue to review and learn from the report in order to identify how the FNCPA and its member services can implement recommendations outlined in the report. We strongly endorse the recommendation that: The federal government’s First Nations Policing Program must be replaced with a new legislative and funding framework, consistent with international and domestic policing best practices and standards that must be developed by the federal, provincial, and territorial governments in partnership with Indigenous Peoples. We renew our call to the Government of Canada to immediately recognize First Nations police as an essential service and to provide equitable resources so that the FNCPA and its member services are better equipped to provide the safety and protection that Indigenous women, girls, 2SLGBTQQIA people and all First Nations community members rightfully deserve. **Categories:** News --- ### [Déclaration sur la publication du rapport Réclamer notre pouvoir et notre place : le rapport final de l’enquête nationale sur les femmes et les filles autochtones disparues et assassinées](https://fncpa.ca/declaration-sur-la-publication-du-rapport-reclamer-notre-pouvoir-et-notre-place-le-rapport-final-de-lenquete-nationale-sur-les-femmes-et-les-filles-autochtones-disparues-et-assassinees/) **Published:** June 5, 2019 **Author:** First Nations Chiefs of Police Association **Excerpt:** L’Association des chefs de police des Premières Nations (ACPPN) reconnaît l’importance de chacune des femmes, des filles et des personnes 2ELGBTQQIA autochtones disparues et assassinées ainsi que de leur famille, leurs amis et leur communauté. **Content:** - [ABOUT FNCPA](https://fncpa.ca/about-fncpa/) - [Vision, Mission and Mandate](https://fncpa.ca/about-fncpa/) - [Responsibilities](https://fncpa.ca/about-fncpa/responsibilities/) - [Message from the President](https://fncpa.ca/about-fncpa/message-from-the-president/) - [Executive](https://fncpa.ca/about-fncpa/executive/) - [Our Team](https://fncpa.ca/about-fncpa/our-team/) - [History](https://fncpa.ca/about-fncpa/history/) - [WHAT WE DO](https://fncpa.ca/what-we-do/programs/) - [Programs](https://fncpa.ca/what-we-do/programs/) - [Policy & Resolutions](https://fncpa.ca/what-we-do/policy-resolutions/) - [Training](https://fncpa.ca/what-we-do/training/) - [EVENTS](https://fncpa.ca/events/) - [2026 FNCPA Mentorship Program for First Nations Police Leaders](https://fncpa.ca/2026-fncpa-mentorship-program-for-first-nations-police-leaders/) - [2026 Annual Conference & Awards](https://fncpa.ca/2026-annual-conference-awards/) - [Annual General Meeting](https://fncpa.ca/annual-general-meeting/) - [MEMBERS](https://fncpa.ca/members/membership-information/) - [Membership Information](https://fncpa.ca/members/membership-information/) - [Current Members](https://fncpa.ca/members/current-members/) - [Members Access](https://fncpa.ca/my-account/) - [Forum](https://fncpa.ca/community/) - [Downloadable Resources](https://fncpa.ca/members/downloadable-resources/) ## Communiqués de presse # Déclaration sur la publication du rapport Réclamer notre pouvoir et notre place : le rapport final de l’enquête nationale sur les femmes et les filles autochtones disparues et assassinées Jun 5, 2019 **Montréal (Québec), le 5 juin 2019 :** L’Association des chefs de police des Premières Nations (ACPPN) reconnaît l’importance de chacune des femmes, des filles et des personnes 2ELGBTQQIA autochtones disparues et assassinées ainsi que de leur famille, leurs amis et leur communauté. Nous reconnaissons l’importance de l’Enquête nationale sur les femmes et les filles autochtones disparues et assassinées, et nous remercions sincèrement toutes les personnes qui y ont contribué, en particulier les familles et les survivantes, les aînées et les grands-mères qui ont raconté leurs histoires et ont guidé le travail de l’enquête nationale. Nous appuyons les conclusions de l’enquête telles qu’elles sont présentées dans le rapport *Réclamer notre pouvoir et notre place : le rapport final de l’enquête nationale sur les femmes et les filles autochtones disparues et assassinées* et nous en acceptons les conclusions selon lesquelles le colonialisme et « les atteintes aux droits de la personne et aux droits des Autochtones et les violations de ces droits commises ou tolérées par l’État canadien représentent un génocide contre les femmes, les filles et les personnes 2ELGBTQQIA autochtones. » L’ACPPN reconnaît entièrement les histoires douloureuses et la complexité des relations entre les peuples autochtones et la police. Nous sommes engagés à renforcer nos relations avec les communautés des Premières Nations que nous desservons et à favoriser le plus haut niveau de professionnalisme et de responsabilisation au sein de nos services de police autochtones, d’une manière qui reflète le caractère unique des cultures, des statuts constitutionnels, des circonstances sociales, des traditions et des aspirations des Premières Nations. L’ACPPN s’engage à redoubler d’ardeur pour trouver des méthodes novatrices en vue d’améliorer la sécurité et le bien-être de nos communautés, pour réexaminer nos politiques et nos protocoles, et pour nous assurer de veiller à la sécurité de tous les membres de la communauté par l’entremise de services policiers adaptés aux cultures et sensibles aux traumatismes vécus. L’ACPPN, au nom de tous ses corps policiers membres, poursuivra son étude du rapport afin d’en tirer des leçons et de déterminer comment notre association et nos membres peuvent en appliquer les recommandations. Nous appuyons fermement la recommandation suivante : « le Programme des services de police des Premières Nations du gouvernement fédéral doit être remplacé par un nouveau cadre législatif et financier, conforme aux pratiques exemplaires et aux normes nationales et internationales en matière de services de police, qui devra être élaboré par les gouvernements fédéral, provinciaux et territoriaux, en partenariat avec les peuples autochtones. » Nous demandons à nouveau au gouvernement du Canada de reconnaître immédiatement les services de police de Premières Nations comme un service essentiel et de leur fournir des ressources équitables pour que l’ACPPN et ses corps policiers membres soient mieux équipés pour assurer la sécurité et la protection que les femmes, les filles, les personnes 2ELGBTQQIA et tous les membres des communautés des Premières Nations méritent de plein droit. ### For more information, please contact: **Chef Dwayne Zacharie** Président Association des chefs de police des Premières Nations Tél. : (450) 632-6505 Courriel : ### Communiquez avec nous Nom Courriel Message Submit **Categories:** Nouvelles --- ## Pages ### [Home](https://fncpa.ca/) **Published:** February 1, 2019 **Author:** First Nations Chiefs of Police Association **Content:** [ ![](https://fncpa.ca/wp-content/uploads/fncpa_11.jpg) ](https://fncpa.ca/wp-content/uploads/fncpa_11.jpg "fncpa_11") [ ![](https://fncpa.ca/wp-content/uploads/FNCPA-Conference-Victoria-2024-56.jpg) ](https://fncpa.ca/wp-content/uploads/FNCPA-Conference-Victoria-2024-56.jpg "FNCPA-Conference-Victoria-2024-56") [ ![](https://fncpa.ca/wp-content/uploads/fncpa_12.jpg) ](https://fncpa.ca/wp-content/uploads/fncpa_12.jpg "fncpa_12") [ ![](https://fncpa.ca/wp-content/uploads/FNCPA-Conference-Victoria-2024.jpg) ](https://fncpa.ca/wp-content/uploads/FNCPA-Conference-Victoria-2024.jpg "FNCPA-Conference-Victoria-2024") [ ![](https://fncpa.ca/wp-content/uploads/fncpa_9.jpg) ](https://fncpa.ca/wp-content/uploads/fncpa_9.jpg "fncpa_9") [ ![](https://fncpa.ca/wp-content/uploads/fncpa_10.jpg) ](https://fncpa.ca/wp-content/uploads/fncpa_10.jpg "fncpa_10") [ ![](https://fncpa.ca/wp-content/uploads/fncpa_8-1.jpg) ](https://fncpa.ca/wp-content/uploads/fncpa_8-1.jpg "fncpa_8") [ ![](https://fncpa.ca/wp-content/uploads/20231107_FNCPA-104.jpg) ](https://fncpa.ca/wp-content/uploads/20231107_FNCPA-104.jpg "20231107_FNCPA-104") ## FNCPA mentorship program for First Nations police leaders FROM APRIL 15, 2025 TO JANUARY 13, 2026 [Register by Monday March 10, 2025 ](https://fncpa.ca/mentorship-program/)  #### In the News ## [CARFAX for Police Training and Certification Program](https://fncpa.ca/carfax-for-police-training-and-certification-program/) Dear partners We are hosting another of our Investigating Trends Series webinars on June 23 at 1PM Eastern Time. Join CARFAX for Police and Detective Kipp Loving (Retired), one of the nation's leading hi-tech crime investigators, for a hands-on training session... [read more](https://fncpa.ca/carfax-for-police-training-and-certification-program/)  #### Employment Opportunities ## [Resilience In-Service program](https://fncpa.ca/resilience-officer-training-program/) The Resilience Officer Training Program is a 12-week online professional development program designed to help police officers strengthen resilience, leadership, recovery, emotional regulation, and peer support through live virtual sessions, microlearning, and practical application. [read more](https://fncpa.ca/resilience-officer-training-program/) [ ![](https://fncpa.ca/wp-content/uploads/2019/03/program-mrp.jpg) ](https://fncpa.ca/wp-content/uploads/2019/03/program-mrp.jpg "program-mrp") #### MATRIMONIAL REAL PROPERTY PROGRAM The FNCPA Matrimonial Real Property Program includes online training, training-for-trainers, and information materials created and produced by the FNCPA for First Nations police services. [Learn more](https://fncpa.ca/what-we-do/programs/matrimonial-real-property-training-program/) [ ![](https://fncpa.ca/wp-content/uploads/2019/03/program-drug-impaired-driving-mary.jpg) ](https://fncpa.ca/wp-content/uploads/2019/03/program-drug-impaired-driving-mary.jpg "program-drug-impaired-driving-mary") [ ![](https://fncpa.ca/wp-content/uploads/2019/03/program-drug-impaired-driving-michael.jpg) ](https://fncpa.ca/wp-content/uploads/2019/03/program-drug-impaired-driving-michael.jpg "program-drug-impaired-driving-michael") #### DRUG-IMPAIRED DRIVING PREVENTION PROGRAM The FNCPA Drug-impaired Driving Prevention Program includes community engagement and information materials created and produced by the FNCPA for First Nations police services. [Learn more](https://fncpa.ca/what-we-do/programs/drug-impaired-driving-program/) [ ![](https://fncpa.ca/wp-content/uploads/Opioids_Theland_EN_lr.jpg) ](https://fncpa.ca/wp-content/uploads/Opioids_Theland_EN_lr.jpg "Opioids_Theland_EN_lr") [ ![](https://fncpa.ca/wp-content/uploads/Opioids_Brooke-EN.jpg) ](https://fncpa.ca/wp-content/uploads/Opioids_Brooke-EN.jpg "Opioids_Brooke-EN") [ ![](https://fncpa.ca/wp-content/uploads/Opioids_Cody_EN_lr.jpg) ](https://fncpa.ca/wp-content/uploads/Opioids_Cody_EN_lr.jpg "Opioids_Cody_EN_lr") #### OPIOID AWARENESS PROGRAM The FNCPA Opioid Awareness Program includes community engagement, information, and promotional materials created and produced by the FNCPA for First Nations police services. [Learn more](https://fncpa.ca/what-we-do/programs/opioid-awareness-program/) [ ![](https://fncpa.ca/wp-content/uploads/program-analysis-project.webp) ](https://fncpa.ca/wp-content/uploads/program-analysis-project.webp "program-analysis-project") #### COST SHARING & DRIVERS ANALYSIS PROJECT This document is prepared by the First Nations Chiefs of Police Association (FNCPA) to provide those interested with some critical elements to consider when establishing and maintaining an Indigenous police service. [Download PDF guide](https://fncpa.ca/wp-content/uploads/FNCPA-Costing-Guide.pdf) --- ### [Test](https://fncpa.ca/test/) **Published:** April 23, 2026 **Author:** First Nations Chiefs of Police Association **Content:** ![](https://fncpa.ca/wp-content/plugins/wp-file-download/app/site/assets/images/searchloader.svg) ![](https://fncpa.ca/wp-content/plugins/wp-file-download/app/site/assets/images/search-24.svg) ![](https://fncpa.ca/wp-content/plugins/wp-file-download/app/site/assets/images/search_loading.gif) Search ![](https://fncpa.ca/wp-content/plugins/wp-file-download/app/site/assets/images/arrow_down_dark.svg) All Categories - - All Categories - \*\*Membership Documents / Documents d'adhésion - \*\*Events / Événements - \*\*\*More Information - \*\*\*Annual Conference Downloads - \*\*Media Releases / Communiqués de presse - \*\*Policies and Resolutions / Politiques et résolutions - \*\*Current Members / Membres actuels - \*Mentorship Program Search FILTER TAGS Filters TAGS No tag matching the query File types 3gp7zaacaceaifaiffalacamrasfauavibmpbz2cddacsscsvdmgdocdocxexifflacflvgifgzhtmlicoimgjpegjpgkeykeynotem3um4am4pm4vmidmkvmovmp3mp4mpampegmpgodpodsodtoggpacpagespdfpngppspptpptxpsdrararrmrtfswftextgztiftifftxtvobwavwmawmvxlsxlsxxmlzip Creation Date From ![](https://fncpa.ca/wp-content/plugins/wp-file-download/app/site/assets/images/calendar_today.svg) To ![](https://fncpa.ca/wp-content/plugins/wp-file-download/app/site/assets/images/calendar_today.svg) Update From ![](https://fncpa.ca/wp-content/plugins/wp-file-download/app/site/assets/images/calendar_today.svg) To ![](https://fncpa.ca/wp-content/plugins/wp-file-download/app/site/assets/images/calendar_today.svg) [ CLEAR ALL ](#) --- ### [Programme 2026 de Mentorat de l’ACPPN pour les Leaders Policiers des Premières Nations](https://acppn.ca/programme-2026-de-mentorat-de-lacppn-pour-les-leaders-policiers-des-premieres-nations/) **Published:** February 11, 2026 **Author:** First Nations Chiefs of Police Association **Content:** # en français en 2026 #### **Date limite d’inscription : vendredi 27 mars 2026** ## **Description** L’Association des Chefs de Police des Premières Nations (ACPPN), en collaboration avec l’Association des directeurs de police des Premières Nations et Inuit du Québec (ADPPNIQ), lance le programme de Mentorat 2026 pour les leaders policiers des Premières Nations francophones. **L’inscription au programme est maintenant ouverte.** Les directeurs adjoints de police et les leaders aspirants à un niveau supérieur de leadership peuvent désormais postuler au nouveau programme de mentorat. Il s’agit d’une occasion unique pour les leaders policiers travaillant au sein des services de police des Premières Nations au Québec de travailler ensemble pour élargir leurs capacités de développement du leadership et de collaboration, maintenant et à l’avenir. Le programme rassemble des leaders séniors expérimentés et moins expérimentés pour participer à un programme de formation et de collaboration en leadership destiné aux nouveaux ou aspirants directeurs. Les Mentorés et les Mentors se réuniront dans des conversations de mentorat et dans des séances de formation ciblées en groupe pour élargir leurs connaissances, compétences et aptitudes en leadership. L’horaire est conçu en tenant compte de l’emploi du temps chargé des participants; il est conçu dans un contexte de structure, soutien et flexibilité. ## **But du programme et objectifs d’apprentissage** Le programme est conçu pour faciliter le perfectionnement et l’expansion d’une main‑d’œuvre solide au sein des services de police des Premières Nations et contribuera au développement des carrières policières professionnelles des membres, aujourd’hui et à l’avenir. Le programme est conçu pour offrir un espace sécuritaire d’apprentissage et de partage de connaissances et d’expériences entre les leaders séniors et les leaders moins expérimentés. Le programme est spécialement conçu pour les membres travaillant dans un environnement policier des Premières Nations auto-géré. Le programme est conçu pour permettre aux participants de : - Développer des relations professionnelles individuelles qui sont mutuellement bénéfiques et enrichissantes. - Développer et élargir leurs compétences, connaissances et capacités en leadership qui auront un impact direct sur leur compétences stratégique et leurs capacités exécutives. - Bénéficier directement de l’expérience de leaders séniors policiers des Premières Nations plus expérimentés et relever des défis et des projets spécifiques. - Les Mentors auront l’occasion unique de partager leurs connaissances et leur expérience. - Les Mentorés bénéficieront d’une opportunité de réseautage unique. ## **Aperçu des thèmes de formation, travaux, la logistique et date de début** ### Aperçu Bien que les principaux objectifs du programme de mentorat consistent en des conversations de mentorat significatives et constructives, ce programme proposera également des séances de formation ciblées en groupe, programmées mensuellement pour guider et structurer les conversations de mentorat et le développement. Le programme propose des thèmes de formation comme suit qui seront offerts chaque mois pendant le programme (en virtuel et présentiel) et qui seront présentés/animés par les Directeurs de Police des Premières Nations expérimentés (sauf l’orientation) : 1. Lancement et orientation du programme 2. Votre profil de leadership 3. Conscience des différents contextes organisationnels et gestion stratégique 4. Éthique et responsabilité et responsabilité publique 5. Communications efficace (internes et externes) 6. Prise de décision et pensée critique 7. Gestion financière et des ressources humaines 8. Formation sur la sensibilité culturelle et santé mentale et résilience 9. Introduction à la gouvernance policière 10. Clôture du programme ### Travaux Les participants auront l’occasion de perfectionner l’apprentissage durant le programme par l’entremise de travaux pertinents : - Travail de réflexions et d’application - Projet de de nature stratégique - Discussion de groupes ### Logistique Les conversations de mentorat et la plupart des séances de formation seront dispensées virtuellement sur Zoom qui auront lieu à chaque mois Il y aura également des occasions (2 à 3) de se rencontrer en présentiel durant le programme. Observation du Mentor (shadowing) : nous encourageons également les participants à organiser une visite d’observation pour le Mentoré dans le milieu de travail chez le Mentor durant le programme. Voici quelques détails logistiques importants : - Prévoir des conversations mensuelles de mentorat d’environ 30 à 60 minutes. - Les séances de formation ciblées en groupe virtuel dureront de 60 à 90 minutes suivies de discussion en groupe. - Les séances en présentielles seront programmées avec la cohorte. ### Date de début Le programme se déroulera sur une période minimale de 12 mois : - Début – Session initiale : jeudi 23 avril 2026, à 13 h 30 HNE (lancement et orientation du programme) ## **Participation et engagement** Dans le cadre du processus d’admission des Mentorés/Mentors, tous les participants sont invités à confirmer et s’engager à participer pleinement, dans la mesure du possible, aux activités du programme. Ils s’engageront dans leur participation en signant le document du Profil du participant lors de l’inscription ainsi que le document d’Entente des Participants qui sera complété au début du programme. ## **Processus de candidature et d’inscription** ### Les critères d’admission des participants Le programme s’adresse aux leaders policiers francophones travaillant dans un service de police des Premières Nations. **Mentorés :** - Occupent un poste de Directeur Adjoint (ou Intérim) - Aspirent à un poste de leadership supérieur \* Les autres candidats (de niveaux inférieurs) sont encouragés à postuler et seront examinés et considérés pour l’admission au cas par cas. **Mentors :** - Occupent un poste de Directeur - Occupent un poste de Directeur Adjoint ### Inscription au Programme Les Mentorés et les Mentors devront remplir l’un des formulaires de demande de participation suivants : Les Mentorés remplissent et soumettent les documents suivants : - [**Formulaire du Profile du Mentoré**](https://fncpa.ca/download/82/mentorship-program/6287/2026-fra_acppn-formulaire-du-profile-du-mentore.docx?lang=en "Formulaire du Profile du Mentoré") - Un CV à jour - Une lettre de recommandation du Directeur / Chef. Une lettre d’une page suffit expliquant comment l’appliquant-e est qualifié-e pour le programme et les bénéfices qu’ils/elles en tirera. Les Mentors remplissent et soumettent les documents suivants : - **[Formulaire du Profil du Mentor](https://fncpa.ca/download/82/mentorship-program/6256/acppn-formulaire-du-profile-du-mentor.docx?lang=en "Formulaire du Profil du Mentor")** - Un CV à jour ***Les formulaires des profils seront utilisés pour le processus de jumelage Mentoré/Mentor, il est donc important de remplir votre formulaire de la manière la plus complète possible.*** ### Admissions et jumelage du Mentoré et du Mentor Toutes les demandes seront examinées par l’ACPPN en collaboration avec l’ADPPNIQ pour assurer et permettre ce qui suit : - Le dossier de candidature est complet et conforme aux critères d’admissibilité. - L’application sera étudiée en fonction du nombre de candidatures reçues. - Une fois le dossier de candidature complet et accepté, le processus de jumelage Mentoré/Mentor aura lieu et sera basé sur les formulaires de profil de Mentoré et de Mentor soumis. - Tous les candidats seront informés s’ils sont Acceptés dans la cohorte du programme de cette année. - L’ACPPN en collaboration avec l’ADPPNIQ confirmera le processus d’admission et fournira un examen final du jumelage. ### Inscription - Soumettez votre dossier de candidature en tant que [Mentoré](https://fncpa.ca/download/82/mentorship-program/6287/2026-fra_acppn-formulaire-du-profile-du-mentore.docx?lang=en "mentoré") ou [Mentor](https://fncpa.ca/download/82/mentorship-program/6256/acppn-formulaire-du-profile-du-mentor.docx?lang=en "mentor") par courrier électronique au coordonnateur du programme de Mentorat : Hélène Roberge - **Date limite d’inscription : **vendredi 27 mars 2026**** ### Pour plus d’informations, veuillez contacter la coordonnatrice du programme de mentorat : Hélène Roberge Spécialiste de programmes de formation de l’ACPPN (613) 618-9254 #### Les places sont limitées – inscrivez-vous au plus vite ! --- ### [Accueil](https://acppn.ca/accueil/) **Published:** February 1, 2019 **Author:** First Nations Chiefs of Police Association **Content:** [ ![](https://fncpa.ca/wp-content/uploads/fncpa_11.jpg) ](https://fncpa.ca/wp-content/uploads/fncpa_11.jpg "fncpa_11") [ ![](https://fncpa.ca/wp-content/uploads/FNCPA-Conference-Victoria-2024.jpg) ](https://fncpa.ca/wp-content/uploads/FNCPA-Conference-Victoria-2024.jpg "FNCPA-Conference-Victoria-2024") [ ![](https://fncpa.ca/wp-content/uploads/fncpa_9.jpg) ](https://fncpa.ca/wp-content/uploads/fncpa_9.jpg "fncpa_9") [ ![](https://fncpa.ca/wp-content/uploads/fncpa_10.jpg) ](https://fncpa.ca/wp-content/uploads/fncpa_10.jpg "fncpa_10") [ ![](https://fncpa.ca/wp-content/uploads/fncpa_8-1.jpg) ](https://fncpa.ca/wp-content/uploads/fncpa_8-1.jpg "fncpa_8") [ ![](https://fncpa.ca/wp-content/uploads/fncpa_12.jpg) ](https://fncpa.ca/wp-content/uploads/fncpa_12.jpg "fncpa_12") [ ![](https://fncpa.ca/wp-content/uploads/FNCPA-Conference-Victoria-2024-56.jpg) ](https://fncpa.ca/wp-content/uploads/FNCPA-Conference-Victoria-2024-56.jpg "FNCPA-Conference-Victoria-2024-56") [ ![](https://fncpa.ca/wp-content/uploads/20231107_FNCPA-104.jpg) ](https://fncpa.ca/wp-content/uploads/20231107_FNCPA-104.jpg "20231107_FNCPA-104") ## Programme de mentorat pour les leaders policiers des Premières Nations Du 15 avril 2025 au 13 janvier 2026 [S'inscrire d’ici lundi le 10 mars 2025 ](https://fncpa.ca/mentorship-program/)  #### Dans les nouvelles ## [Resilience In-Service program](https://fncpa.ca/resilience-officer-training-program/) The Resilience Officer Training Program is a 12-week online professional development program designed to help police officers strengthen resilience, leadership, recovery, emotional regulation, and peer support through live virtual sessions, microlearning, and practical application. [read more…](https://fncpa.ca/resilience-officer-training-program/)  #### Opportunités d’emploi ## [Resilience In-Service program](https://fncpa.ca/resilience-officer-training-program/) The Resilience Officer Training Program is a 12-week online professional development program designed to help police officers strengthen resilience, leadership, recovery, emotional regulation, and peer support through live virtual sessions, microlearning, and practical application. [read more…](https://fncpa.ca/resilience-officer-training-program/) [ ![](https://fncpa.ca/wp-content/uploads/2019/03/program-mrp.jpg) ](https://fncpa.ca/wp-content/uploads/2019/03/program-mrp.jpg "program-mrp") #### PROGRAMME DE L’ACPPN SUR LES BIENS IMMOBILIERS MATRIMONIAUX Le Programme de l’ACPPN sur les biens immobiliers matrimoniaux comprend une formation en ligne, une formation des formateurs et du matériel d’information créés et produits par l’ACPPN à l’intention des corps de police des Premières Nations. [En savoir plus](https://fncpa.ca/what-we-do/programs/matrimonial-real-property-training-program/) [ ![](https://fncpa.ca/wp-content/uploads/2019/03/program-drug-impaired-driving-mary.jpg) ](https://fncpa.ca/wp-content/uploads/2019/03/program-drug-impaired-driving-mary.jpg "program-drug-impaired-driving-mary") [ ![](https://fncpa.ca/wp-content/uploads/2019/03/program-drug-impaired-driving-michael.jpg) ](https://fncpa.ca/wp-content/uploads/2019/03/program-drug-impaired-driving-michael.jpg "program-drug-impaired-driving-michael") #### PROGRAMME DE LUTTE CONTRE LA DROGUE AU VOLANT Le programme de lutte contre la drogue au volant comprend du matériel d’information et de mobilisation communautaire qui a été créé et produit par l’ACPPN à l’intention des corps policiers des Premières Nations. [En savoir plus](https://fncpa.ca/what-we-do/programs/drug-impaired-driving-program/) [ ![](https://fncpa.ca/wp-content/uploads/Opioids_Brooke-EN.jpg) ](https://fncpa.ca/wp-content/uploads/Opioids_Brooke-EN.jpg "Opioids_Brooke-EN") [ ![](https://fncpa.ca/wp-content/uploads/Opioids_Cody_EN_lr.jpg) ](https://fncpa.ca/wp-content/uploads/Opioids_Cody_EN_lr.jpg "Opioids_Cody_EN_lr") [ ![](https://fncpa.ca/wp-content/uploads/Opioids_Theland_EN_lr.jpg) ](https://fncpa.ca/wp-content/uploads/Opioids_Theland_EN_lr.jpg "Opioids_Theland_EN_lr") #### CAMPAGNE DE SENSIBILISATION SUR L’ABUS D’OPIOÏDES Pour sa campagne de sensibilisation sur l’abus d’opioïdes, l’ACPPN a créé et produit du matériel de mobilisation, d’information et de communication pour aider les services de police des Premières Nations dans leurs efforts auprès des communautés. [En savoir plus](https://fncpa.ca/what-we-do/programs/opioid-awareness-program/) [ ![](https://fncpa.ca/wp-content/uploads/program-analysis-project.webp) ](https://fncpa.ca/wp-content/uploads/program-analysis-project.webp "program-analysis-project") #### PROJET D’ANALYSE DU PARTAGE DES COÛTS ET DES PILOTES Ce document est préparé par L’Association des chefs de police des Premières Nations (ACPPN) pour fournir aux personnes intéressées certains éléments critiques à considérer lors de l’établissement et du maintien d’un service de police autochtone. [Télécharger le guide PDF](https://fncpa.ca/wp-content/uploads/FNCPA-Costing-Guide.pdf) --- ### [2026 FNCPA Mentorship Program for First Nations Police Leaders](https://fncpa.ca/2026-fncpa-mentorship-program-for-first-nations-police-leaders/) **Published:** February 11, 2026 **Author:** First Nations Chiefs of Police Association **Content:** # in French in 2026 #### **Registration deadline: Friday, March 27, 2026** ## **Description** The First Nations Chiefs of Police Association (FNCPA), in collaboration with the Québec Association of First Nations and Inuit Police Directors (QAFNIPD), is launching the 2026 Mentorship Program for Francophone First Nations police leaders. **Registration for the program is now open.** Deputy chiefs of police and aspiring leaders can now apply to the new mentorship program. This is a unique opportunity for police leaders working within First Nations police services in Québec to collaborate and expand their leadership development and collaboration skills, both now and in the future. The program brings together experienced and less experienced senior leaders to participate in a leadership training and collaboration program specifically designed for new or aspiring chiefs of police. Mentees and mentors will meet for mentorship conversations and focused group training sessions to expand their knowledge, skills, and leadership abilities. The schedule is designed to accommodate participants’ busy schedules and offers structure, support, and flexibility. ## **Program Purpose and Learning Objectives** The program is designed to facilitate the development and expansion of a strong workforce within First Nations police services and will contribute to the professional policing careers of its members, both now and in the future. The program is designed to provide a safe space for learning and sharing knowledge and experiences between senior and less experienced leaders. The program is specifically designed for members working in a self-administered First Nations policing environment. The program is designed to enable participants to: - Develop mutually beneficial and enriching one-on-one professional relationships. - Develop and expand their leadership skills, knowledge, and abilities, which will directly impact their strategic and executive capabilities. - Benefit directly from the experience of more experienced senior First Nations police leaders and take on specific challenges and projects. - Mentors will have a unique opportunity to share their knowledge and experience. - Mentees will benefit from a unique networking opportunity. ## **Overview of Training Topics, Assignments, Logistics and Start Date** ### Overview of Training Topics While the primary goal of the mentorship program is meaningful and constructive mentoring conversations, it will also offer targeted group training sessions scheduled monthly, to guide and structure the conversations and the development. The program offers the following training themes, which will be delivered/facilitated monthly throughout the program (both virtually and in person) by experienced First Nations Chiefs of Police (except the Orientation): 1. Program Launch and Orientation 2. Your Leadership Profile 3. Organizational Awareness and Strategic Management 4. Ethics, Responsibility, and Public Accountability 5. Effective Communications (Internal and External) 6. Decision-Making and Critical Thinking 7. Financial and Human Resource Management 8. Cultural Sensitivity Training and Mental Health and Resilience 9. Introduction to Police Governance 10. Program Closing ### Assignments Participants will have the opportunity to enhance their learning throughout the program through relevant assignments: - Reflection and application work - Strategic project - Group discussions ### Logistics Mentoring conversations and most training sessions will be conducted virtually in Zoom each month, with two to three opportunities for in-person meetings during the program. Observation of the Mentor (shadowing): We also encourage participants to arrange a work-observation visit for the Mentee at the Mentor’s workplace during the program. Here are some important logistical details: - Monthly mentoring conversations of approximately 30 to 60 minutes are planned. - Targeted virtual group training sessions will last 60 to 90 minutes, followed by group discussions. - In-person sessions will be scheduled with the cohort. ### Start Date The program will run for a minimum of 12 months: - Start — Initial Session: Thursday, April 23, 2026, at 1:30 PM EST (Program Launch and Orientation) ## **Participation and Commitment** As part of the Mentee/Mentor admission process, all participants are asked to confirm and commit to fully participating in the program activities, to the best of their abilities. They will commit to their participation by signing the Participant Profile document upon registration, as well as the Participant Agreement document, which will be completed at the beginning of the program. ## **Application and Registration Process** ### Participant Admission Criteria This program is for Francophone police leaders working in a First Nations police service. **Mentees:** - Hold a Deputy (or Acting) Director position. - Aspire to a senior leadership position. \* Other candidates (at lower levels) are encouraged to apply and will be reviewed and considered for admission on a case-by-case basis. **Mentors:** - Hold a Director position - Hold a Deputy Director position ### Program Registration Mentes and Mentors must complete one of the following application forms: Mentees complete and submit the following documents: - [**Mentee Profile form**](https://fncpa.ca/download/82/mentorship-program/6255/fncpa-mentorship-program-mentee-profile-form.docx?lang=en "Mentee Profile form") - An up-to-date Resume - A one-page letter of recommendation from the Director/Manager is sufficient, explaining how the applicant qualifies for the program and the benefits they will gain from it. Mentors complete and submit the following documents: - **[Mentor Profile Form](https://fncpa.ca/download/82/mentorship-program/6254/fncpa-mentorship-program-mentor-profile-form.docx?lang=en "Mentor Profile Form")** - An up-to-date Resume ***The profile forms will be used for the Mentee/Mentor matching process, so it is important to fill out your form as completely as possible.*** ### Admissions and Mentor/Mentor Pairing All applications will be reviewed by the FNCPA/QADPFNI to ensure and facilitate the following: - The application is complete and meets the eligibility criteria. - The application will be reviewed based on the number of applications received. - Once the application is complete and accepted, the Mentee/Mentor matching process will take place and will be based on the submitted Mentee and Mentor profile forms. - All applicants will be notified if they are accepted into this year’s program cohort. - The FNCPA, in collaboration with the QADPFNI, will confirm the admission process and provide a final review of the matching process. ### Registration - Submit your application as a [Mentee](https://fncpa.ca/download/82/mentorship-program/6255/fncpa-mentorship-program-mentee-profile-form.docx?lang=en "mentee") or [Mentor](https://fncpa.ca/download/82/mentorship-program/6254/fncpa-mentorship-program-mentor-profile-form.docx?lang=en "mentor") by email to the Mentorship Program Coordinator: Hélène Roberge - **Registration deadline: **Friday, March 27, 2026**** ### For more information, please contact the Mentorship Program Coordinator: **Hélène Roberge** FNCPA Training Programs Specialist (613) 618-9254 #### Places are limited — register as soon as possible! --- ### [Notre équipe](https://acppn.ca/a-propos-de-lacppn/notre-equipe/) **Published:** November 29, 2019 **Author:** First Nations Chiefs of Police Association **Content:** ![](https://fncpa.ca/wp-content/uploads/executive-Busch.jpg)## Edward (Lennard) Busch #### DIRECTEUR EXÉCUTIF Edward « Lennard » Busch est d’origine Sioux et est membre de la Première Nation de Kahkewistahaw en Saskatchewan. Il est policier depuis 41 ans. Len a débuté sa carrière policière au sein de la Commission de police du Manitoba en tant qu’agent spécial autochtone à South Indian Lake, au Manitoba, en 1978. Il s’est joint à la GRC en 1980 et a servi pendant 34 ans en tant que policier général, lutte antidrogue, renseignement, opérations d’infiltration, opérations de protection et comme instructeur à l’Académie de la GRC. Commissionné au grade d’inspecteur en 1999, il a occupé le poste d’officier responsable de la police nationale autochtone à Ottawa. Il a ensuite été agent de liaison en matière de sécurité du gouverneur général pendant 3 ans et, en 2006, il a été affecté au Collège canadien de police en tant que directeur du Centre de développement professionnel pour les services de police autochtones. En 2012, Len est devenu directeur du Police Leadership Centre. À l’automne 2014, Len a pris sa retraite de la GRC et est devenu chef de police du service de police des Premières Nations de File Hills en Saskatchewan, qui est actuellement le seul service de police des Premières Nations auto-administré dans la province. Il est actuellement également vice-président (Ouest) de l’Association des chefs de police des Premières Nations. Len a pris sa retraite de la police de File Hills en décembre 2021 et est devenu directeur exécutif de l’ACPPN en janvier 2022. **Courriel :** **Téléphone :** (306) 331-6199 ![](https://fncpa.ca/wp-content/uploads/Staff-Karen-1.jpg)## K.N. (Karen) Haines #### ADJOINTE DE DIRECTION PRINCIPALE ET ADMINISTRATEUR DES FINANCES Karen Haines est d’ascendance Ojibway et est membre de la Première Nation de Sandy Bay au Manitoba. Elle travaille dans l’administration et la finance depuis 30 ans. Karen a débuté sa carrière au sein de sa communauté jusqu’en 2006, puis s’est jointe au Conseil tribal Dakota Ojibway. Elle apporte son expérience de l’administration de bande, ainsi que son temps de travail avec l’exécutif du DOTC et les chefs communautaires du conseil tribal. Au cours de son mandat au DOTC, une opportunité de travailler avec le service de police Dakota Ojibway s’est présentée (maintenant connu sous le nom de Service de police des Premières Nations du Manitoba), où elle a saisi l’opportunité de soutenir les services de police. En tant qu’adjointe exécutive/finances pour l’ACPPN, elle a commencé à travailler avec l’ACPPN sous les auspices de ce qui avait été convenu avec le MFNPS en 2011. L’ACPPN avait besoin d’un soutien administratif, et Karen s’est manifestée et a accepté ce rôle. Depuis ses années universitaires jusqu’à aujourd’hui, Karen a suivi une formation en administration, finance, politique, recherche et dans divers autres domaines administratifs, pour soutenir son travail dans les domaines politique et policier. Elle a été nominée pour le prix de l’Association des chefs de police du Manitoba 2023, a reçu la reconnaissance des services distingués par l’ACPPN en 2023, la reconnaissance des services distingués par le MFNPS en 2017 et 2021, et a reçu plusieurs prix de 1990 à l’année en cours. Karen a également consacré son temps personnel à plusieurs comités de sa communauté (Journées du Traité de Sandy Bay, Pow Wow, Journées tribales de toutes les nations) et a participé à d’autres associations sur demande et à des cérémonies traditionnelles. Elle est coordinatrice professionnelle et possède 30 ans d’expérience dans la coordination d’événements et de conférences, et est photographe amateur. **Courriel :** **Cellulaire :** (204) 871-5952 ![Helene Roberge, ACPPN](https://fncpa.ca/wp-content/uploads/pic-Helene-Roberge.webp)## Hélène Roberge, MEd #### SPÉCIALISTE DES PROGRAMMES DE FORMATION Hélène Roberge est honorée et fière de travailler pour l’Association des chefs de police des Premières Nations (ACPPN) depuis octobre 2024. Elle y a débuté après une carrière de 30 ans au sein du gouvernement du Canada, où elle a passé ses 21 dernières années à travailler au Collège canadien de police (CCP), qui fait partie de la Gendarmerie royale du Canada. Elle est entièrement bilingue en anglais et en français. Son expérience au sein du gouvernement est en formation et en éducation des adultes, travaillant au fil des années, avant le PCC, pour le Bureau du surintendant des institutions financières (6 ans) et le Service correctionnel du Canada (2 ans). Au CPC, elle a d’abord travaillé comme conceptrice pédagogique dans le domaine de l’École des sciences policières et, au cours des 11 dernières années, elle a géré le programme de perfectionnement des cadres policiers (EDP) pour les cadres policiers de partout au Canada et d’agences internationales. Cela comprenait la gestion du programme international EDP en collaboration avec la police de Hong Kong. Tout au long de sa carrière, elle a développé diverses compétences en développement du leadership en mettant l’accent sur l’importance de l’évaluation des besoins de formation ainsi que sur l’importance de la conscience de soi pour les leaders à l’aide d’une variété d’outils (Insights Discovery, EQ-i-2.0, MBTI, Ennéagramme) et plus récemment, elle a complété la certification de niveau de coaching professionnel d’Integral Coaching Canada. Au cours de son mandat de conceptrice pédagogique au CPP, elle a travaillé sur plusieurs projets de conception et de développement majeurs, tels que la refonte du cours de gestion des cas graves vers la version Team Commander encore utilisée aujourd’hui et également le tout nouveau cours sur le crime organisé, qui comprenait la version sur la police autochtone en 2007, et qui, pour tous ces projets, impliquait des études approfondies d’évaluation des besoins en formation à travers le Canada en collaboration avec plusieurs intervenants en la matière. Hélène et son mari adorent voyager et passer du temps avec leurs amis et leur famille. Ils continuent d’aimer faire de la randonnée au Canada et partout dans le monde. Ils aiment aussi jouer au curling en hiver à Ottawa et jouer au boulingrin en été. **Courriel :** **Cellulaire :** (613) 618-9254 --- ### [Exécutif](https://acppn.ca/a-propos-de-lacppn/executif/) **Published:** February 6, 2019 **Author:** First Nations Chiefs of Police Association **Content:** ![Dwayne Zacharie, Président de l’ACPPN](https://fncpa.ca/wp-content/uploads/Dwayne-Zacharie-1.jpg)## Dwayne Zacharie #### PRÉSIDENT Dwayne Zacharie travaille pour les Casques bleus de Kahnawake depuis 1997. Il est actuellement le chef des gardiens de la paix. Il est responsable de l’administration de toutes les fonctions policières. En 2013, il est élu président de l’Association des chefs de police des Premières Nations du Québec. En 2016, il a été élu président de l’Association des chefs de police des Premières Nations (ACPPN), deux organisations nationales qui représentent les services de police autonomes des Premières Nations à travers le Canada. En octobre 2018, il est réélu président de l’ACPPN. Leurs rôles sont de renforcer les capacités afin d’élever les normes des services policiers offerts aux communautés autochtones. Le 31 octobre 2019, le chef Dwayne Zacharie a été intronisé à l’Ordre du mérite des corps policiers par la gouverneure générale Julie Payette. L’Ordre a été créé en octobre 2000 pour reconnaître une carrière de service exceptionnel ou un mérite distinctif démontré par les hommes et les femmes des services de police canadiens. Le principal service des Casques bleus de Kahnawá:ke est l’application de la loi sur le territoire, en se concentrant sur la sécurité, la protection et la responsabilité comme principaux domaines de préoccupation. Les tâches quotidiennes comprennent des patrouilles dans la communauté pour veiller au respect des lois, délivrer des contraventions aux contrevenants, répondre aux appels à l’aide et promouvoir la sécurité du public. **Association des chefs de police des Premières Nations** **a/s Casques bleus de Kahnawake** P.O. Boîte postale 203, route Old Malone Kahnawake, Québec, J0L 1B0 Tél : (450) 632-6505, poste 232 Courriel : [président@fncpa.ca](mailto:president@fncpa.ca) ![Grant Buckskin, vice-président (Ouest)](https://fncpa.ca/wp-content/uploads/fncpa-Grant-Buckskin.webp)## Grant Buckskin #### VICE-PRÉSIDENT (OUEST) Le chef Grant Buckskin est un fier membre de la tribu des Blood (Nation Kainai) et est chef de la police du service de police de la tribu des Blood (BTPS) en Alberta, au Canada. Avec plus de 35 ans d’expérience dans les services policiers des Premières Nations, le chef Buckskin a consacré sa carrière à protéger les communautés autochtones tout en faisant progresser les services de police communautaires et culturellement ancrés. Tout au long de sa brillante carrière, le chef Buckskin a non seulement servi sa communauté d’origine, la nation Kainai, mais a également eu l’honneur de servir d’autres communautés des Premières Nations de l’Alberta et du Manitoba. Sa vaste expérience lui a permis d’acquérir une compréhension approfondie des défis systémiques de longue date auxquels sont confrontés les services de police des Premières Nations, notamment le sous-financement chronique, l’échec des modèles de financement, les difficultés de recrutement et de rétention, le racisme et les préjugés systémiques, les lacunes en matière de confiance et de responsabilité et l’absence de lois essentielles sur les services de police. Le chef Buckskin est un défenseur constant et ardent de la reconnaissance des services de police autochtones comme service essentiel. Il souligne que l’absence de législation fédérale continue de désavantager les services de police autochtones, en leur refusant les mêmes droits, protections et pouvoir de négociation que ceux accordés aux forces de police non autochtones. Ces obstacles, note-t-il, ont un impact direct sur la sécurité et le bien-être des communautés des Premières Nations. Leader et défenseur respecté, le chef Buckskin est connu pour son engagement en faveur d’un maintien de l’ordre respectueux de la culture et qui reflète les valeurs, les traditions et les priorités de la Tribu des Blood. Son leadership est fondé sur la responsabilité, la collaboration et le respect mutuel, et il continue de travailler en étroite collaboration avec d’autres nations, des dirigeants policiers et des partenaires pour renforcer les services de police dirigés par les Autochtones partout au Canada. Le chef Buckskin reste fidèle à sa mission consistant à assurer la sécurité de sa communauté tout en favorisant des changements significatifs et l’équité pour les services de police des Premières Nations à l’échelle nationale. **Association des chefs de police des Premières Nations** **a/s Service de police de la Tribu des Blood** C.P. 300 Standoff, Alberta T0L 1Y0 Tél : (403) 737-3800 Courriel : ![Photo de Randy Weizineau](https://fncpa.ca/wp-content/uploads/photo-Randy-Weizineau.jpg)## Randy Weizineau #### VICE-PRÉSIDENT (EST) Randy Weizineau est un leader au sein de la Première Nation des Atikamekws d’Opitciwan, qui dédit sa carrière à la sécurité de sa communauté et à l’amélioration des services policiers. Ayant grandi dans cette communauté, au nord du Québec, il parle couramment l’Atikamekw, ce qui renforce son lien avec sa culture, ses valeurs traditionnelles et sa mission de servir les membres de sa communauté. Après avoir obtenu son diplôme de l’École Nationale de Police du Québec en 2010, où il a été président de la 109e cohorte, Randy a débuté sa carrière au sein du Service de police d’Opitciwan en tant que patrouilleur. Il prend rapidement des initiatives importantes, comme la création du programme d’agent de police communautaire et de prévention, afin de mieux intégrer les aspects sociaux et préventifs au travail policier. Ses compétences et son leadership lui ont permis d’évoluer rapidement, devenant sergent patrouilleur en 2011 et directeur adjoint des opérations de police en 2012. En décembre 2013, il est devenu directeur intérimaire du Service de Police d’Opitciwan. Lors de son mandat, il a mis en œuvre un plan de réforme opérationnelle, permettant une réduction de près de 40 % des infractions sur le territoire, avec une gestion plus efficace des dossiers et des interventions. Cette réussite a permis de réduire les dossiers opérationnels et maintenir une moyenne annuelle de 2800 dossiers, qui, malgré tout, représente un chiffre encore très élevé. Cherchant à enrichir son expérience, Randy a joint les rangs du Service de Police de Pikogan en tant qu’enquêteur dans les crimes contre la personne, et spécialisé dans les dossiers liés à la violence conjugale et sexuelle auprès des personnes vulnérables de la Première Nation des Abitibiwinni. Cette mission faisait partie de son engagement à venir en aide à la population et à accompagner les membres de la communauté dans le système judiciaire. En janvier 2023, il est retourné à son poste de Directeur du Service de Police d’Opitciwan, où il continue de jouer un rôle clé dans la gestion. Il poursuit son travail avec détermination, toujours dans le but d’améliorer la sécurité et le bien-être des membres des Premières Nations. **Association des chefs de police des Premières Nations** **a/s Securite Publique Opitciwan** MATRICULE 1313 164 Rte 17, Opitciwan, Qc G0W 3B0 Travail : 819-974-1481 poste 113 Courriel : ![](https://fncpa.ca/wp-content/uploads/Executive_Montour.jpg)## Darren Montour #### VICE-PRÉSIDENT (CENTRAL) Darren Montour est né et a grandi sur le territoire des Six Nations de Grand River et est membre du clan du loup Mohawk. Il s’est joint au Service de police des Six Nations le 15 juin 1992 après une courte carrière de ferronnier. Sa carrière policière a débuté en tant qu’officier de police en uniforme exerçant des fonctions policières générales pour la Communauté des Six Nations. En novembre 1996, Darren a été promu au grade de sergent et était responsable d’un peloton d’officiers en uniforme. Il a exercé les fonctions d’enquêteur technique sur les accidents de la route, puis de reconstructeur de collisions, enquêtant sur des blessures graves et des collisions mortelles avec des véhicules à moteur pour le Service de police des Six Nations et les détachements environnants de la Police provinciale de l’Ontario. En septembre 2006, Darren s’est joint à la section des enquêtes criminelles du service de police. En avril 2007, il est devenu agent des renseignements criminels du service de police. Pendant cette période, il a été impliqué dans des enquêtes conjointes sur le trafic d’armes, des enquêtes sur les drogues et dans le développement de l’initiative conjointe des forces conjointes sur le vol d’automobiles, très réussie, « Project Shutdown ». Darren a été promu inspecteur en juin 2012 et officier responsable de l’unité des enquêtes criminelles, du vol de voiture, des drogues et des renseignements criminels. Il a été gestionnaire de cas de nombreux incidents graves, dont plusieurs homicides survenus sur le territoire des Six Nations. Le 17 août 2020, Darren a été promu chef de la police. Il est également membre de l’Indigenous Police Chiefs of Ontario (IPCO), de l’Association des chefs de police de l’Ontario (OACP) et de l’Association canadienne des chefs de police (ACCP). **Association des chefs de police des Premières Nations** **a/s Service de police des Six Nations** 2112, chemin 4e Ligne P.O. Case 758 Ohsweken, ON, N0A1M0 Bureau : 519-445-4191 Courriel : ![Photo de Dean Syniak](https://fncpa.ca/wp-content/uploads/pic-Dean-Syniak.webp)## Dean Syniak #### SECRÉTAIRE—TRÉSORIER Au service du service de police régional de Lakeshore depuis quinze ans et une carrière de trois décennies, je m’engage dans son rôle qui dessert une région comprenant la Nation crie de Driftpile, la Première Nation de Sucker Creek, la Première Nation de Sawridge et la Première Nation de Swan River. Le chef Dean Syniak s’est joint à Lakeshore en 2010 en tant que sergent et est devenu inspecteur-officier des opérations en 2020. Sa carrière policière a débuté en 1995 au service de police de Hobbema, où il a servi jusqu’en 2000. Il a ensuite travaillé au service de police de Louis Bull et au service de police de la tribu des Blood jusqu’à ce qu’il déménage dans cette région en 2010. Avant sa carrière à temps plein, il a été agent auxiliaire au sein de la GRC de Breton pendant trois ans. Syniak a ensuite suivi une formation policière au Grant MacEwan College d’Edmonton. Il a reçu la médaille d’ancienneté de la police de l’Alberta, la médaille des services d’urgence de l’Alberta et la médaille de platine de la Reine Elizabeth II. Le chef Syniak s’intéresse beaucoup à la police communautaire et s’efforce de maintenir une relation solide entre ce service de police et les nations que nous servons. Il se consacre à rendre les communautés plus sûres et plus saines de diverses manières. Ses principales priorités incluent des services de police communautaires solides et la garantie que nous continuons à travailler avec les ressources locales et provinciales pour lutter contre les problèmes de santé mentale et de toxicomanie. Il s’engage également à établir des partenariats avec les membres de la GRC de Faust, High Prairie et Slave Lake. Des plans sont également en cours pour agrandir le détachement de Lakeshore au cours des deux prochaines années. Le chef Syniak rend compte à la Commission de police régionale de Lakeshore de l’ensemble des opérations du service. **Association des chefs de police des Premières Nations** **a/s Service de police régional de Lakeshore** Case 291 Tas de dérive, Alberta T0G 0V0 1-855-299-0138 (bureau) Courriel : [secrétaire-trésorier@fncpa.ca](mailto:secretary-treasurer@fncpa.ca) ![Photo de Chef Jerel Swamp](https://fncpa.ca/wp-content/uploads/pic-chief-swamp.jpg)## Chef Jerel (Jerry) Swamp #### ANCIEN PRÉSIDENT Le chef Jerel (Jerry) Swamp possède 29 ans d’expérience en matière de maintien de l’ordre dans les communautés des Premières Nations. Il s’est joint au service de police mohawk d’Akwesasne en 1991 et a occupé les grades d’agent de police, de sergent-détective et de chef adjoint par intérim avant de devenir chef de police du service de police en 2009. En 2017, il a pris sa retraite du service de police mohawk d’Akwesasne après avoir occupé le poste de chef de police pendant huit ans. En octobre 2018, le chef Swamp a rejoint les hommes et les femmes du service de police de Rama en tant que chef de la police. Le chef Swamp a passé 15 ans à mener des enquêtes criminelles majeures, notamment des enquêtes sur des décès, des trafics et des complots liés aux armes et aux substances contrôlées entre le Canada et les États-Unis. Il a déjà reçu le prix des chefs de police des Premières Nations pour service exceptionnel pour son travail dans le cadre de nombreuses enquêtes sur le crime organisé. Il est également récipiendaire de la Médaille du Gouverneur général pour service distingué en 2011. En 2013, le chef Swamp a reçu le Prix du jubilé de diamant de la Reine pour sa contribution exceptionnelle aux services de police des Premières Nations au Canada. Il a fait des présentations sur de nombreux sujets à travers le Canada, notamment le crime organisé dans les communautés autochtones, les incidents critiques et la gestion dans les communautés autochtones, le maintien de l’ordre dans un lieu multi-juridictionnel ainsi que la planification opérationnelle et la rédaction de mandats de perquisition. **Association des chefs de police des Premières Nations** **c/o Service de police de Rama** 7450, chemin Williams Rama (Ontario) L3V 6H6 Téléphone : (705) 325-7773 Courriel : [exécutif@fncpa.ca](mailto:executive@fncpa.ca) --- ### [Executive](https://fncpa.ca/about-fncpa/executive/) **Published:** February 6, 2019 **Author:** First Nations Chiefs of Police Association **Content:** ![Dwayne Zacharie, FNCPA President](https://fncpa.ca/wp-content/uploads/Dwayne-Zacharie-1.jpg)## Dwayne Zacharie #### PRESIDENT Dwayne Zacharie has worked for the Kahnawake Peacekeepers since 1997. He is currently the Chief Peacekeeper. He is responsible for the administration of all policing functions. In 2013, he was elected President of the First Nations Chiefs of Police Association of Quebec. In 2016, he was elected President of the First Nations Chiefs of Police Association (FNCPA), both of which are national organizations that represents stand-alone First Nation Police Services across Canada. In October 2018, he was re-elected President of FNCPA. Their roles are to build capacity in order to raise the standards of policing services offered to Native communities. On October 31st 2019, Chief Dwayne Zacharie was inducted into The Order Of Merit Of The Police Forces by Governor General Julie Payette. The Order was established in October 2000 to recognize a career of exceptional service or distinctive merit displayed by the men and women of Canadian police services. The Kahnawá:ke Peacekeepers’ primary service is law enforcement within the Territory focusing on safety, protection and accountability as its key areas of concern. Daily tasks include patrols of the community ensuring that laws are being abided by, issuing tickets to offenders, responding to calls for assistance and promoting safety to the public. **First Nations Chiefs of Police Association** **c/o Kahnawake Peacekeepers** P.O. Box 203, Old Malone Hwy Kahnawake, Quebec, J0L 1B0 Tel: (450) 632-6505, ext 232 Email: ![Grant Buckskin, Vice-President (West)](https://fncpa.ca/wp-content/uploads/fncpa-Grant-Buckskin.webp)## Grant Buckskin #### VICE-PRESIDENT (WEST) Chief Grant Buckskin is a proud member of the Blood Tribe (Kainai Nation) and serves as the Chief of Police for the Blood Tribe Police Service (BTPS) in Alberta, Canada. With over 35 years of experience in First Nations policing, Chief Buckskin has dedicated his career to protecting Indigenous communities while advancing culturally grounded, community-based policing. Throughout his distinguished career, Chief Buckskin has not only served his home community of Kainai Nation but has also had the honour of serving other First Nations communities across Alberta and Manitoba. His extensive experience has given him a deep understanding of the longstanding and systemic challenges facing First Nations policing, including chronic underfunding, failed funding models, recruitment and retention difficulties, systemic racism and bias, gaps in trust and accountability, and the absence of essential police service legislation. Chief Buckskin has been a consistent and outspoken advocate for the recognition of Indigenous policing as an essential service. He emphasizes that the lack of federal legislation continues to place Indigenous police services at a disadvantage, denying them the same rights, protections, and negotiating power afforded to non-Indigenous police forces. These barriers, he notes, directly impact the safety and well-being of First Nations communities. A respected leader and advocate, Chief Buckskin is known for his commitment to culturally respectful policing that reflects the values, traditions, and priorities of the Blood Tribe. His leadership is grounded in accountability, collaboration, and mutual respect, and he continues to work closely with other Nations, police leaders, and partners to strengthen Indigenous-led policing across Canada. Chief Buckskin remains steadfast in his mission to ensure the safety of his community while advancing meaningful change and equity for First Nations police services nationwide. **First Nations Chiefs of Police Association** **c/o Blood Tribe Police Service** P. O. Box 300 Standoff, Alberta T0L 1Y0 Tel: (403) 737-3800 Email: ![Photo of Randy Weizineau](https://fncpa.ca/wp-content/uploads/photo-Randy-Weizineau.jpg)## Randy Weizineau #### VICE-PRESIDENT (EAST) Randy Weizineau is a leader within the Atikamekw Nation of Opitciwan, dedicating his career to the safety of his community and the improvement of police services. Having grown up in this community in northern Quebec, he speaks fluent Atikamekw, which strengthens his connection to his culture, traditional values, and his mission to serve the members of his community. After graduating from the École Nationale de Police du Quebec in 2010, where he served as president of the 109th cohort, Randy began his career with the Opitciwan Police Service as a patrol officer. He quickly took significant initiatives, such as creating the community policing and prevention officer program, to better integrate social and preventative aspects into police work. His skills and leadership enabled him to advance rapidly, becoming a patrol sergeant in 2011 and deputy director of police operations in 2012. In December 2013, he became the interim director of the Opitciwan Police Service. During his tenure, he implemented an operational reform plan, which led to a nearly 40% reduction in offences in the territory through more efficient case management and interventions. This achievement resulted in a decrease in operational cases, maintaining an annual average of 2,800 cases—a figure that, while still high, reflects significant progress. Seeking to broaden his experience, Randy joined the Pikogan Police Service as an investigator specializing in crimes against persons, particularly cases of domestic and sexual violence involving vulnerable members of the Abitibiwinni First Nation. This mission was part of his commitment to supporting the population and guiding community members through the judicial system. In January 2023, he returned to his role as Director of the Opitciwan Police Service, where he continues to play a key role in management. He remains steadfast in his efforts to improve the safety and well-being of First Nations members. **First Nations Chiefs of Police Association** **c/o Securite Publique Opitciwan** MATRICULE 1313 164 Rte 17, Opitciwan, Qc G0W 3B0 Travail ; 819-974-1481 poste 113 Email: ![](https://fncpa.ca/wp-content/uploads/Executive_Montour.jpg)## Darren Montour #### VICE-PRESIDENT (CENTRAL) Darren Montour was born and raised on the Six Nations of the Grand River Territory and is a member of the Mohawk Wolf Clan. He joined the Six Nations Police Service June 15, 1992 after a short career as an ironworker. His policing career began as a uniformed police officer performing general policing duties for the Six Nations Community. In November of 1996 Darren was promoted to the rank of Sergeant and was responsible for a uniform officer platoon. He performed duties as a Technical Traffic Accident Investigator and later as a Collision Reconstructionist investigating serious injury and fatal motor vehicle collision for the Six Nations Police Service and the surrounding OPP Detachments. In September of 2006 Darren joined the Criminal Investigations section within the police service. In April of 2007 he became the police service’s Criminal Intelligence officer. During this time, he was involved in joint forces weapons trafficking investigations, drug investigations and developing the highly successful auto theft joint forces initiative “Project Shutdown”. Darren was promoted to Inspector in June 2012 and the officer-in-charge of the Criminal Investigations Unit, Auto Theft, Drugs and Criminal Intelligence. He has been the case manager of numerous serious incidents including several homicides that occurred on the Six Nations Territory. On August 17, 2020 Darren was promoted to Chief of Police. He is also a member of the Indigenous Police Chiefs of Ontario (IPCO), the Ontario Association of Chiefs of Police (OACP) and the Canadian Association of Chiefs of Police (CACP). **First Nations Chiefs of Police Association** **c/o Six Nations Police Service** 2112 4th Line Road P.O. Box 758 Ohsweken, ON, N0A1M0 Office: 519-445-4191 Email: ![Photo of Dean Syniak](https://fncpa.ca/wp-content/uploads/pic-Dean-Syniak.webp)## Dean Syniak #### SECRETARY—TREASURER Serving with Lakeshore Regional Police Service for fifteen years and a career spanning three decades, I am committed to his role that serves an area including Driftpile Cree Nation, Sucker Creek First Nation, Sawridge First Nation, and Swan River First Nation. Chief Dean Syniak joined Lakeshore in 2010 as a Sergeant and moved up to Inspector-Operations Officer in 2020. His policing career began in 1995 at Hobbema Police Services where he served until 2000. He further worked at the Louis Bull Police Service and Blood Tribe Police Service until he moved to this area in 2010. Before his full-time career, he served as an auxiliary constable with Breton RCMP for three years. Syniak then trained in the policing program at Grant MacEwan College in Edmonton. He has been awarded the Alberta Police Long Service medal, the Alberta Emergency Services medal, and the Queen Elizabeth II Platinum medal. Chief Syniak is highly interested in community policing and strives to continue a strong relationship between this police service and the nations we serve. He is dedicated to making communities safer and healthier in various ways. His top priorities include strong community-based policing and to ensure we continue to work with local and provincial resources to tackle mental health and addiction issues. He is also committed to building partnerships with the RCMP members of Faust, High Prairie, and Slave Lake. Plans are also underway to expand the Lakeshore detachment in the next year or two. Chief Syniak is accountable to the Lakeshore Regional Police Commission in the overall operations of the service. **First Nations Chiefs of Police Association** **c/o Lakeshore Regional Police Service** Box 291 Driftpile, Alberta T0G 0V0 1-855-299-0138 (office) Email: ![Photo of Chief Jerel Swamp](https://fncpa.ca/wp-content/uploads/pic-chief-swamp.jpg)## Chief Jerel (Jerry) Swamp #### PAST PRESIDENT Chief Jerel (Jerry) Swamp has 29 years of policing experience in First Nation Communities. He joined the Akwesasne Mohawk Police Service in 1991 and has held the ranks of Constable, Detective Sergeant and Acting Deputy Chief before becoming the Police Services Chief of Police in 2009. In 2017 he retired from the Akwesasne Mohawk Police Service after serving 8 years as the Chief of police. In October 2018 Chief Swamp joined the men and women of Rama Police Service as their Chief of Police. Chief Swamp spent 15 years conducting major criminal investigations which included death investigations, trafficking and conspiracies related to weapons and controlled substances between Canada and the United States. He is a past recipient of the First Nations Chiefs of Police outstanding service award for his work in numerous organized crime investigations. He is also the recipient of the Governor General’s Exemplary Service Medal in 2011. In 2013 Chief Swamp was the recipient of the Queen’s Diamond Jubilee Award for his outstanding contribution to First Nations Policing in Canada. He has presented on many topics across Canada including Organized Crime in native communities, Critical Incidents and management in Native Communities, Policing in a multi-jurisdictional location as well as operational planning and search warrant drafting. **First Nations Chiefs of Police Association** **c/o Rama Police Service** 7450 Williams Road Rama, Ontario L3V 6H6 Phone: (705) 325-7773 Email: --- ### [Our Team](https://fncpa.ca/about-fncpa/our-team/) **Published:** November 29, 2019 **Author:** First Nations Chiefs of Police Association **Content:** ![](https://fncpa.ca/wp-content/uploads/executive-Busch.jpg)## Edward (Lennard) Busch #### EXECUTIVE DIRECTOR Edward “Lennard” Busch is of Sioux ancestry and is a member of the Kahkewistahaw First Nation in Saskatchewan. He has been a police officer for 41 years. Len commenced his policing career with the Manitoba Police Commission as a Native Special Constable at South Indian Lake, Manitoba in 1978. He joined the RCMP in 1980 and served for 34 years doing general duty policing, drug enforcement, intelligence, undercover operations, protective operations, and as an instructor at the RCMP Academy. Commissioned to the rank of Inspector in 1999 he served as the Officer in Charge of National Aboriginal Policing in Ottawa. He then served as the Governor General’s Security Liaison Officer for 3 years and in 2006 was posted to the Canadian Police College as the Director of the Professional Development Centre for Aboriginal Policing. In 2012 Len became the Director of the Police Leadership Centre. In the fall of 2014 Len retired from the RCMP and became the Chief of Police at the File Hills First Nations Police Service in Saskatchewan, which is currently the only self-administered First Nations Police Service in the Province. He is currently also the Vice-President (West) for the First Nations Chiefs of Police Association. Len retired from the File Hills Police in December, 2021 and became the Executive Director for the FNCPA in January 2022. **Email:** **Phone:** (306) 331-6199 ![](https://fncpa.ca/wp-content/uploads/Staff-Karen-1.jpg)## K.N. (Karen) Haines #### SENIOR EXECUTIVE ASSISTANT & FINANCE ADMINISTRATOR Karen Haines is of Ojibway ancestry and is a member of the Sandy Bay First Nation in Manitoba. She has worked in administration and finance for 30 years. Karen started her career within her community until 2006, then joined Dakota Ojibway Tribal Council. She brings her experience with Band administration, as well as her time working with the DOTC Executive and Community Chiefs at the Tribal Council. During her tenure at DOTC, an opportunity to work with the Dakota Ojibway Police Service arose (now known as Manitoba First Nations Police Service), where she engaged in the opportunity to support policing. As the Executive Assistant/Finance for the FNCPA, she began to work with FNCPA under the auspices of what was previously arranged with MFNPS in 2011. FNCPA required administrative support, and Karen stepped forward and embraced the role. From her college years to now, Karen has trained in administration, finance, policy, research, and various other administrative areas, to support her work in the political and policing fields. She has been nominated for Award in Manitoba Association of Chiefs of Police 2023, Awarded Distinguished Services Recognition by FNCPA in 2023, Distinguished Services Recognition by MFNPS in 2017 and 2021, and has received several awards from 1990 to current year. Karen has also contributed her personal time with several committees in her community (Sandy Bay Treaty Days, Pow Wow, All Nations Tribal Days) as well as participating with other associations when requested, and traditional ceremony. She is a professional coordinator and has 30 years’ experience coordinating events and conferences, and is an amateur photographer. **Email:** **Cell:** (204) 871-5952 ![Helene Roberge, FNPCA](https://fncpa.ca/wp-content/uploads/pic-Helene-Roberge.webp)## Hélène Roberge, MEd #### TRAINING PROGRAMS SPECIALIST Hélène Roberge is honoured and proud to work for the First Nations Chiefs of Police Association (FNCPA) since October 2024. She started there following a 30-year career in the Government of Canada, where she spent her last 21 years working at the Canadian Police College (CPC), which is part of the Royal Canadian Mounted Police. She is fully bilingual in English and French. Her background in the government is in training and adult education, working over the years, before the CPC, for the Office of the Superintendent of Financial Institutions (6 years) and Correctional Service Canada (2 years). At the CPC, she first worked as an Instructional Designer in the Police Sciences School area and in the last 11 years, she managed the Executive Development in Policing Program (EDP) for police executives across Canada and from international agencies. This included the management of the International EDP program in collaboration with the Hong Kong Police Force. Throughout her career, she has developed a variety of skills in leadership development with a focus on the importance of training needs assessments as well as the importance of self‑awareness for leaders using a variety of tools (Insights Discovery, EQ-i- 2.0, MBTI, Enneagram) and more recently she has completed the Integral Coaching Canada’s Professional coaching level certification. During her time as an Instructional Designer at the CPC, she worked on several major design and development projects, such as the re-design of the Major Case Management course to the Team Commander version still used today and also the brand-new Organized Crime Course, which included the Indigenous policing version in 2007, and which for all these projects involved extensive training needs assessment studies across Canada working with several subject matter stakeholders. Hélène and her husband love to travel and spend time with their friends and family. They continue to enjoy hiking in Canada and all around the world. They also enjoy curling in the winter in Ottawa and in the summer lawn bowling. **Email:** **Cell:** (613) 618-9254 --- ### [Message du président](https://acppn.ca/a-propos-de-lacppn/message-du-president/) **Published:** February 11, 2019 **Author:** First Nations Chiefs of Police Association **Content:** ![Dwayne Zacharie, Président de l’ACPPN](https://fncpa.ca/wp-content/uploads/Dwayne-Zacharie-1.jpg)## Bonjour En tant que président de l’Association des chefs de police des Premières Nations (ACPPN), je vous souhaite la bienvenue et vous remercie de visiter notre site Web. Cette plateforme est conçue pour fournir un aperçu clair de qui nous sommes, de ce que nous faisons et de la manière dont nous soutenons les services de police des Premières Nations à travers le Canada. L’ACPPN est composée de dirigeants policiers représentant des services de police indépendants et autonomes des Premières Nations d’un océan à l’autre. Nos membres servent leurs communautés avec dévouement et professionnalisme, travaillant sans relâche pour assurer la sûreté, la sécurité et le bien-être de leurs communautés des Premières Nations tout en honorant les fondements traditionnels et culturels qui font partie intégrante des services de police communautaires. L’Association s’engage à soutenir ses membres par la défense des droits, la collaboration et le renforcement des capacités, tout en faisant progresser les services de police des Premières Nations en tant que service essentiel. Nous travaillons à renforcer les services de police dirigés par les Autochtones en promouvant les meilleures pratiques, en soutenant la gouvernance et le leadership et en collaborant avec des partenaires à tous les niveaux pour améliorer les résultats en matière de sécurité publique pour les communautés des Premières Nations. Au nom de l’exécutif, j’ai l’honneur d’exercer les fonctions de président et de plaider en faveur de la croissance, de la reconnaissance et de l’avancement continus des services de police des Premières Nations partout au Canada. **Dwayne Zacharie** Président --- ### [Message from the President](https://fncpa.ca/about-fncpa/message-from-the-president/) **Published:** February 11, 2019 **Author:** First Nations Chiefs of Police Association **Content:** ![Dwayne Zacharie, FNCPA President](https://fncpa.ca/wp-content/uploads/Dwayne-Zacharie-1.jpg)## Welcome As President of the First Nations Chiefs of Police Association (FNCPA), I welcome you and thank you for visiting our website. This platform is designed to provide a clear snapshot of who we are, what we do, and how we support First Nations policing across Canada. The FNCPA is comprised of police leaders representing independent, stand-alone First Nation Police Services from coast to coast. Our members serve their communities with dedication and professionalism, working tirelessly to ensure the safety, security, and well-being of their First Nation communities while honouring the traditional and cultural foundations that are integral to community-based policing. The Association is committed to supporting its members through advocacy, collaboration, and capacity building, while advancing First Nations policing as an essential service. We work to strengthen Indigenous-led policing by promoting best practices, supporting governance and leadership, and engaging with partners at all levels to improve public safety outcomes for First Nations communities. On behalf of the Executive, I am honoured to serve as President and to advocate for the continued growth, recognition, and advancement of First Nations policing across Canada. **Dwayne Zacharie** President --- ### [Liens](https://acppn.ca/liens/) **Published:** February 5, 2019 **Author:** First Nations Chiefs of Police Association **Content:** Bienvenue sur la page de liens officiels de la FNCPA, votre passerelle vers un répertoire essentiel de sites Web et d’organisations de confiance qui soutiennent les services de police dirigés par les Autochtones, le bien-être des communautés et la sécurité publique à travers le Canada. Nous avons organisé cette liste pour aider les membres, les partenaires et le public à accéder aux ressources gouvernementales clés, aux agences au service des Autochtones, aux réseaux d’application de la loi et aux portails de soutien communautaire en un seul endroit. Que vous soyez un service de police à la recherche de conseils politiques, un groupe communautaire à la recherche de services de soutien ou un chercheur se plongeant dans les initiatives de justice autochtone, cette page est conçue pour vous connecter rapidement et directement aux bonnes ressources. [Akwesasne Mohawk Police Service](http://www.akwesasne.ca/Police.html) [Anishinabek Police Service](http://www.apscops.org/) [Blood Tribe Police Service](http://www.bloodtribepolice.com/) [Dakota Ojibway Police Service](http://www.dops.org/) [Eagle Village Police Department](http://www.evfn.ca/ContactUs.html) [Eepff Mistissini Detachment](http://www.eepf.ca/contact-us-3/) [Eeyou Eenou Police Force](http://www.eepf.ca/) [File Hills First Nations Police Service](http://www.filehillspolice.ca/index.html) Gesgapegiag Police Force [Kahnawake Peacekeepers](http://www.kahnawake.com/org/cpu/pk.asp) [Kitigan Zibi Anishinabeg Police Department](http://www.kzadmin.com/KZPD.aspx) [Lac Seul Police Service](http://www.lacseulpolice.com/) [Lakeshore Regional Police Service](http://www.lakeshoreregionalpolice.com/) [Listuguj Police Department](http://www.listuguj.ca/directorates/listuguj-public-safety-directorate/police-department/) [Manitoba First Nations Police Service](https://www.mfnp.ca/ "Manitoba First Nations Police Service") [Naskapi Police Force](http://www.naskapi.ca/en/Organizations-1) [Nemaska Eeyou Eenou Police Force](http://www.gcc.ca/cra/community.php) [Nishnawbe-Aski Police](http://www.naps.ca/) [Ontario Provincial Police](https://www.opp.ca/index.php?id=123) [Police D’Essipit](http://www.innu-essipit.com/?rubrique=nousjoindre) [Police Pikogan (Conseil d’Abitibiwinni Police Service)](http://www.pikogan.com/) [Rama Police Service](http://ramapolice.ca/) [Sécurité publique de Betsiamites](http://www.pessamit.ca/index.php?option=com_content&view=article&id=29&Itemid=41) [Sécurité publique de Mashteuiatsh](http://www.mashteuiatsh.ca/securitepublique.html) [Sécurité publique de Uashat mak Mami-Utenam](http://www.itum.qc.ca/page.php?rubrique=sc_securitepublique) [Sécurité publique d’Opitciwan](http://www.opitciwan.ca/index.php/menusecurite) [Service de police de Manawan](http://www.manawan.com/contact.html) [Service de police de Wemotaci](http://www.wemotaci.com/servicesecurite.html) [Service policier de Wendake](http://www.policewendake.com/) [Six Nations Police Service](http://www.snpolice.ca/) [Stl’atl’imx Tribal Police Service](http://www.stlatlimxpolice.ca/)[](http://www.suretequebec.gouv.qc.ca/index.jsp) [Surete du Quebec Police](http://www.suretequebec.gouv.qc.ca/index.jsp) [Timiskaming First Nation Public Security](http://www.timiskamingfirstnation.ca/police.html) [Treaty 3 Police Service](http://www.treatythreepolice.ca/) [Tsuu T’ina Nation Police Service](http://tsuutinapolice.com/) [UCCM Anishnaabe Police Service](http://www.uccmpolice.com/) [Wemindji Police Force](http://www.wemindji.ca/index.php/departments/police) [Whapmagoostui Police Force](http://www.whapmagoostuifn.ca/departments_police.html) [Wikwemikong Tribal Police Service](http://www.wikwemikong.ca/index.php?option=com_content&view=article&id=60&Itemid=89) --- ### [Links](https://fncpa.ca/links/) **Published:** February 5, 2019 **Author:** First Nations Chiefs of Police Association **Content:** Welcome to the official links page of FNCPA—your gateway to an essential directory of trusted websites and organisations that support Indigenous-led policing, community wellbeing and public safety across Canada. We’ve curated this listing to help members, partners and the public access key governmental resources, Indigenous-serving agencies, law enforcement networks and community support portals in one place. Whether you are a police service looking for policy guidance, a community group seeking support services, or a researcher diving into Indigenous justice initiatives, this page is designed to connect you fast and directly to the right resources. [Akwesasne Mohawk Police Service](http://www.akwesasne.ca/Police.html) [Anishinabek Police Service](http://www.apscops.org/) [Blood Tribe Police Service](http://www.bloodtribepolice.com/) [Dakota Ojibway Police Service](http://www.dops.org/) [Eagle Village Police Department](http://www.evfn.ca/ContactUs.html) [Eepff Mistissini Detachment](http://www.eepf.ca/contact-us-3/) [Eeyou Eenou Police Force](http://www.eepf.ca/) [File Hills First Nations Police Service](http://www.filehillspolice.ca/index.html) Gesgapegiag Police Force [Kahnawake Peacekeepers](http://www.kahnawake.com/org/cpu/pk.asp) [Kitigan Zibi Anishinabeg Police Department](http://www.kzadmin.com/KZPD.aspx) [Lac Seul Police Service](http://www.lacseulpolice.com/) [Lakeshore Regional Police Service](http://www.lakeshoreregionalpolice.com/) [Listuguj Police Department](http://www.listuguj.ca/directorates/listuguj-public-safety-directorate/police-department/) [Manitoba First Nations Police Service](https://www.mfnp.ca/ "Manitoba First Nations Police Service") [Naskapi Police Force](http://www.naskapi.ca/en/Organizations-1) [Nemaska Eeyou Eenou Police Force](http://www.gcc.ca/cra/community.php) [Nishnawbe-Aski Police](http://www.naps.ca/) [Ontario Provincial Police](https://www.opp.ca/index.php?id=123) [Police D’Essipit](http://www.innu-essipit.com/?rubrique=nousjoindre) [Police Pikogan (Conseil d’Abitibiwinni Police Service)](http://www.pikogan.com/) [Rama Police Service](http://ramapolice.ca/) [Sécurité publique de Betsiamites](http://www.pessamit.ca/index.php?option=com_content&view=article&id=29&Itemid=41) [Sécurité publique de Mashteuiatsh](http://www.mashteuiatsh.ca/securitepublique.html) [Sécurité publique de Uashat mak Mami-Utenam](http://www.itum.qc.ca/page.php?rubrique=sc_securitepublique) [Sécurité publique d’Opitciwan](http://www.opitciwan.ca/index.php/menusecurite) [Service de police de Manawan](http://www.manawan.com/contact.html) [Service de police de Wemotaci](http://www.wemotaci.com/servicesecurite.html) [Service policier de Wendake](http://www.policewendake.com/) [Six Nations Police Service](http://www.snpolice.ca/) [Stl’atl’imx Tribal Police Service](http://www.stlatlimxpolice.ca/)[](http://www.suretequebec.gouv.qc.ca/index.jsp) [Surete du Quebec Police](http://www.suretequebec.gouv.qc.ca/index.jsp) [Timiskaming First Nation Public Security](http://www.timiskamingfirstnation.ca/police.html) [Treaty 3 Police Service](http://www.treatythreepolice.ca/) [Tsuu T’ina Nation Police Service](http://tsuutinapolice.com/) [UCCM Anishnaabe Police Service](http://www.uccmpolice.com/) [Wemindji Police Force](http://www.wemindji.ca/index.php/departments/police) [Whapmagoostui Police Force](http://www.whapmagoostuifn.ca/departments_police.html) [Wikwemikong Tribal Police Service](http://www.wikwemikong.ca/index.php?option=com_content&view=article&id=60&Itemid=89) --- ### [Formation](https://acppn.ca/ce-que-nous-faisons/formation/) **Published:** February 6, 2019 **Author:** First Nations Chiefs of Police Association **Content:** ## Séance de formation et de développement du conseil d’administration de l’ACPPN L’Association des chefs de police des Premières Nations (ACPPN) s’engage à assurer une gouvernance solide, un leadership éclairé et un développement professionnel continu. Pour soutenir cet engagement, l’ACPPN organise des séances de formation et de développement du conseil d’administration conçues pour renforcer la capacité de leadership et améliorer l’efficacité organisationnelle. La formation des conseils d’administration offre des avantages clairs et pratiques qui renforcent la bonne gouvernance, la responsabilité et la crédibilité, en particulier pour une association nationale représentant les dirigeants de la police des Premières Nations. Les principaux avantages comprennent : #### Une gouvernance et une responsabilité renforcées - Clarifie les rôles, les responsabilités et les obligations fiduciaires du conseil d’administration - Renforce le respect des statuts, des politiques et des obligations légales - Réduit les risques organisationnels grâce à une prise de décision éclairée et éthique #### Prise de décision plus efficace - Permet aux membres du conseil d’administration d’analyser les problèmes de manière stratégique - Encourage une prise de décision transparente et fondée sur des données probantes - Aide le conseil d’administration à rester concentré sur les priorités à long terme plutôt que sur les opérations quotidiennes #### Cohérence et continuité - Garantit une compréhension commune des normes de gouvernance à tous les niveaux - Prend en charge des transitions fluides pour les nouveaux membres du conseil d’administration - Préserve les connaissances institutionnelles et les meilleures pratiques #### Confiance et capacité de leadership accrues - Renforce la confiance nécessaire pour poser des questions critiques et assurer une surveillance efficace - Renforce les compétences de leadership telles que la collaboration, la résolution de conflits et la recherche de consensus - Soutient un leadership culturellement ancré et fondé sur des valeurs #### Séparation claire de la gouvernance et des opérations - Renforce la distinction entre la surveillance du conseil d’administration et les responsabilités de la direction - Améliore les relations de travail avec la direction générale et le personnel - Empêche la microgestion tout en maintenant la responsabilité #### Crédibilité et confiance améliorées - Fait preuve de professionnalisme envers les membres, les partenaires et les bailleurs de fonds - Établit la confiance avec les communautés, les gouvernements et les parties prenantes - Renforce les efforts de plaidoyer de la FNCPA grâce à une voix unie et informée du conseil d’administration #### Meilleure planification stratégique - Prend en charge l’établissement d’objectifs, le suivi et l’évaluation efficaces - Aligne les actions du conseil d’administration avec la mission et le mandat de la FNCPA - Améliore la surveillance des finances, de la gestion des risques et des performances #### Soutien aux membres nouveaux et existants du conseil d’administration - Accélère l’intégration des nouveaux administrateurs - Actualise les connaissances et les compétences des membres expérimentés - Favorise une culture d’apprentissage et d’amélioration continue **En résumé**, la formation des conseils d’administration de la FNCPA renforce le leadership, améliore la prise de décision, améliore la responsabilisation et construit une organisation résiliente, soutenant en fin de compte une gouvernance plus forte et de meilleurs résultats pour les communautés des Premières Nations desservies par les services de police autochtones. ## Collège canadien de police En mai 2015, l’ACPPN a uni ses efforts de formation avec le Collège canadien de police (CPC) et a organisé des séances de formation avec : **Collège canadien de police** Centre de développement professionnel pour les services de police autochtones Le sergent. Merle Carpenter, directrice, CPC et L’insp. Ivan Verdermen Intégrité des frontières du district ouest de l’OCI, Division C (Québec) **Formation médias** Alan Fyer, Alan Fryer Médias Nicola Lambrechts, Nationale Remerciements particuliers à la Fondation Motorola. Lors de cette séance, nous avons pu former vingt-sept (27) chefs de police des Premières Nations ou premiers officiers désignés, dans une formation qui faisait partie intégrante de leurs fonctions existantes. Sans le soutien et la présence du Centre de développement professionnel pour les services de police autochtones qui font des présentations sur le Collège canadien de police, les solutions Motorola et le matériel de formation connexe sont la clé de notre succès à fournir un service précieux à la FNCPA. En octobre 2014, l’ACPPN a joint ses efforts de formation à ceux du CPC lors de l’assemblée générale d’octobre 2014. L’exécutif a prévu une séance de formation d’une journée pour ses membres. La réunion comprenait des présentations, des informations et une période de questions/réponses sur les sujets suivants : **Droit des biens immobiliers matrimoniaux** Le sergent. Kurtis Kamotzki, Police nationale autochtone Services nationaux de police autochtones de la GRC **Femmes autochtones disparues et assassinées** Surintendant. Tyler Bates, directeur général Services nationaux de police autochtones de la GRC **Diriger une main-d’œuvre multigénérationnelle** Dr Linda Duxbury Collège canadien de police Comme autre outil d’apprentissage pour les membres, l’exécutif a également prévu une autre séance pour les membres lors de la prochaine assemblée générale annuelle et conférence. ![](https://fncpa.ca/wp-content/uploads/2019/02/image-1.png) [](https://fncpa.ca/wp-content/uploads/2019/02/image-1.png) ## Formation du conseil de police ![](https://fncpa.ca/wp-content/uploads/2019/02/image-2.png)La prochaine opportunité de formation prévue pour : (à déterminer) 8 h 30 à 16 h 30 (La formation est ouverte à tous les participants inscrits) **Réservations de salles :** les salles seront bloquées à un tarif réduit et les délégués sont responsables de faire leurs propres réservations individuelles. Pour faciliter la réservation, les appelants doivent identifier le groupe : Association des chefs de police des Premières Nations. La date limite de remise pour les réservations sera affichée. **—Déjeuner et allergies —** Un déjeuner pour la réunion d’affaires sera fourni. Pour tous les participants qui ont des allergies alimentaires, veuillez fournir à admin@fncpa.ca un courriel concernant votre allergie. **Code vestimentaire** — Affaires décontractées [](https://fncpa.ca/wp-content/uploads/2019/02/image-2.png) --- ### [Training](https://fncpa.ca/what-we-do/training/) **Published:** February 6, 2019 **Author:** First Nations Chiefs of Police Association **Content:** ## FNCPA Board Training & Development Session The First Nations Chiefs of Police Association (FNCPA) is committed to strong governance, informed leadership, and continuous professional development. In support of this commitment, FNCPA hosts Board Training and Development sessions designed to strengthen leadership capacity and enhance organizational effectiveness. Board training delivers clear, practical benefits that reinforce good governance, accountability, and credibility—particularly for a national association representing First Nations police leadership. Key benefits include: #### Stronger Governance & Accountability - Clarifies board roles, responsibilities, and fiduciary duties - Strengthens compliance with bylaws, policies, and legal obligations - Reduces organizational risk through informed, ethical decision-making #### More Effective Decision-Making - Equips board members to analyze issues strategically - Encourages transparent, evidence-based decision-making - Helps the board remain focused on long-term priorities rather than day-to-day operations #### Consistency & Continuity - Ensures a shared understanding of governance standards across the board - Supports smooth transitions for new board members - Preserves institutional knowledge and best practices #### Increased Confidence & Leadership Capacity - Builds confidence to ask critical questions and provide effective oversight - Strengthens leadership skills such as collaboration, conflict resolution, and consensus-building - Supports culturally grounded, values-based leadership #### Clear Separation of Governance and Operations - Reinforces the distinction between board oversight and management responsibilities - Improves working relationships with executive leadership and staff - Prevents micromanagement while maintaining accountability #### Enhanced Credibility & Trust - Demonstrates professionalism to members, partners, and funders - Builds trust with communities, governments, and stakeholders - Strengthens FNCPA’s advocacy efforts through a united, informed board voice #### Better Strategic Planning - Supports effective goal-setting, monitoring, and evaluation - Aligns board actions with FNCPA’s mission and mandate - Improves oversight of finances, risk management, and performance #### Support for New and Existing Board Members - Accelerates onboarding for new directors - Refreshes knowledge and skills for experienced members - Fosters a culture of learning and continuous improvement **In summary**, FNCPA’s board training strengthens leadership, improves decision-making, enhances accountability, and builds a resilient organization—ultimately supporting stronger governance and better outcomes for the First Nations communities served by Indigenous policing. ## Canadian Police College In May 2015, FNCPA joined efforts in training with Canadian Police College (CPC) and brought together training sessions with: **Canadian Police College** Professional Development Centre for Aboriginal Policing Sgt. Merle Carpenter, Director, CPC & Insp. Ivan Verdermen OIC Western District Border Integrity, C Division (Quebec) **Media Training** Alan Fyer, Alan Fryer Media Nicola Lambrechts, National Special acknowledgement to the Motorola Foundation. In this session, we were able to train twenty seven (27) First Nations Chiefs of Police or designated First Officers, in training that was an integral part of their existing duties. Without the support and presence of the Professional Development Center for Aboriginal Policing providing presentations on the Canadian Police College, Motorola Solutions and related training material is key to our success on providing valuable service to the FNCPA. In October 2014, FNCPA has joined efforts in training with CPC during the October 2014 General Meeting. The Executive included a one day training session for its members. The meeting included presentations, information and question/answer period for the following subjects: **Matrimonial Real Property Law** Sgt. Kurtis Kamotzki, National Aboriginal Policing RCMP National Aboriginal Policing Services **Missing & Murdered Aboriginal Women** Supt. Tyler Bates, Director General RCMP National Aboriginal Policing Services **Leading a Multi-Generational Workforce** Dr. Linda Duxbury Canadian Police College As another learning tool for members, the Executive have also planned another session for members at the next Annual General Meeting and Conference. ![](https://fncpa.ca/wp-content/uploads/2019/02/image-1.png) [](https://fncpa.ca/wp-content/uploads/2019/02/image-1.png) ## Police Board Training ![](https://fncpa.ca/wp-content/uploads/2019/02/image-2.png)The next Training Opportunity scheduled for: (to be determined) 0830 hrs—1630 hrs (Training is open to all registered participants) **Room Reservations**—Rooms will be blocked at a discounted rate and delegates are responsible for making their own individual reservations. For ease of booking callers must identify group: First Nations Chiefs of Police Association. The discount deadline date for reservations will be posted. —**Lunch & Allergies** — Lunch for the Business Meeting will be provided. For any participants attending that have food allergies, please provide admin@fncpa.ca with an email regarding your allergy. **Dress Code** — Business Casual [](https://fncpa.ca/wp-content/uploads/2019/02/image-2.png) --- ### [Politique et résolutions](https://acppn.ca/ce-que-nous-faisons/politique-et-resolutions/) **Published:** February 6, 2019 **Author:** First Nations Chiefs of Police Association **Content:** {{/if}}{{#if categories}}{{#each categories}}[ {{name}} ](# "{{name}}"){{/each}}{{/if}} [Email Subscribe All](#) - Policies and Resolutions / Politiques et résolutions TitleSizeDownload [FNCPA-BY-LAWS-EN-REV151021](https://fncpa.ca/download/20/policies-and-resolutions-politiques-et-resolutions/3588/fncpa-by-laws-en-rev151021-2.pdf "FNCPA-BY-LAWS-EN-REV151021")425.47 KB [Download](https://fncpa.ca/download/20/policies-and-resolutions-politiques-et-resolutions/3588/fncpa-by-laws-en-rev151021-2.pdf)[Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=20&wpfd_file_id=3588&token=&preview=1) [LETTER - DOTC Policing Porfolio Chief Dennis MEECHES RE FNCPA Support 17 11 18](https://fncpa.ca/download/20/policies-and-resolutions-politiques-et-resolutions/811/letter-dotc-policing-porfolio-chief-dennis-meeches-re-fncpa-support-17-11-18.pdf "LETTER - DOTC Policing Porfolio Chief Dennis MEECHES RE FNCPA Support 17 11 18")45.15 KB [Download](https://fncpa.ca/download/20/policies-and-resolutions-politiques-et-resolutions/811/letter-dotc-policing-porfolio-chief-dennis-meeches-re-fncpa-support-17-11-18.pdf)[Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=20&wpfd_file_id=811&token=&preview=1) [FNCPA-BY-LAWS-FR-REV151021](https://fncpa.ca/download/20/policies-and-resolutions-politiques-et-resolutions/3587/fncpa-by-laws-fr-rev151021-2.pdf "FNCPA-BY-LAWS-FR-REV151021")408.74 KB [Download](https://fncpa.ca/download/20/policies-and-resolutions-politiques-et-resolutions/3587/fncpa-by-laws-fr-rev151021-2.pdf)[Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=20&wpfd_file_id=3587&token=&preview=1) [AFN AGA Resolutions - Policing 107 Support for FNCPA 18 01 08](https://fncpa.ca/download/20/policies-and-resolutions-politiques-et-resolutions/812/afn-aga-resolutions-policing-107-support-for-fncpa-18-01-08.pdf "AFN AGA Resolutions - Policing 107 Support for FNCPA 18 01 08")138.40 KB [Download](https://fncpa.ca/download/20/policies-and-resolutions-politiques-et-resolutions/812/afn-aga-resolutions-policing-107-support-for-fncpa-18-01-08.pdf)[Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=20&wpfd_file_id=812&token=&preview=1) [AFN AGA Resolutions - Policing 45-2017 17 12 21](https://fncpa.ca/download/20/policies-and-resolutions-politiques-et-resolutions/813/afn-aga-resolutions-policing-45-2017-17-12-21.pdf "AFN AGA Resolutions - Policing 45-2017 17 12 21")152.53 KB [Download](https://fncpa.ca/download/20/policies-and-resolutions-politiques-et-resolutions/813/afn-aga-resolutions-policing-45-2017-17-12-21.pdf)[Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=20&wpfd_file_id=813&token=&preview=1) --- ### [Policy & Resolutions](https://fncpa.ca/what-we-do/policy-resolutions/) **Published:** February 6, 2019 **Author:** First Nations Chiefs of Police Association **Content:** {{/if}}{{#if categories}}{{#each categories}}[ {{name}} ](# "{{name}}"){{/each}}{{/if}} [Email Subscribe All](#) - Policies and Resolutions / Politiques et résolutions TitleSizeDownload [FNCPA-BY-LAWS-EN-REV151021](https://fncpa.ca/download/20/policies-and-resolutions-politiques-et-resolutions/3588/fncpa-by-laws-en-rev151021-2.pdf "FNCPA-BY-LAWS-EN-REV151021")425.47 KB [Download](https://fncpa.ca/download/20/policies-and-resolutions-politiques-et-resolutions/3588/fncpa-by-laws-en-rev151021-2.pdf)[Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=20&wpfd_file_id=3588&token=&preview=1) [LETTER - DOTC Policing Porfolio Chief Dennis MEECHES RE FNCPA Support 17 11 18](https://fncpa.ca/download/20/policies-and-resolutions-politiques-et-resolutions/811/letter-dotc-policing-porfolio-chief-dennis-meeches-re-fncpa-support-17-11-18.pdf "LETTER - DOTC Policing Porfolio Chief Dennis MEECHES RE FNCPA Support 17 11 18")45.15 KB [Download](https://fncpa.ca/download/20/policies-and-resolutions-politiques-et-resolutions/811/letter-dotc-policing-porfolio-chief-dennis-meeches-re-fncpa-support-17-11-18.pdf)[Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=20&wpfd_file_id=811&token=&preview=1) [FNCPA-BY-LAWS-FR-REV151021](https://fncpa.ca/download/20/policies-and-resolutions-politiques-et-resolutions/3587/fncpa-by-laws-fr-rev151021-2.pdf "FNCPA-BY-LAWS-FR-REV151021")408.74 KB [Download](https://fncpa.ca/download/20/policies-and-resolutions-politiques-et-resolutions/3587/fncpa-by-laws-fr-rev151021-2.pdf)[Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=20&wpfd_file_id=3587&token=&preview=1) [AFN AGA Resolutions - Policing 107 Support for FNCPA 18 01 08](https://fncpa.ca/download/20/policies-and-resolutions-politiques-et-resolutions/812/afn-aga-resolutions-policing-107-support-for-fncpa-18-01-08.pdf "AFN AGA Resolutions - Policing 107 Support for FNCPA 18 01 08")138.40 KB [Download](https://fncpa.ca/download/20/policies-and-resolutions-politiques-et-resolutions/812/afn-aga-resolutions-policing-107-support-for-fncpa-18-01-08.pdf)[Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=20&wpfd_file_id=812&token=&preview=1) [AFN AGA Resolutions - Policing 45-2017 17 12 21](https://fncpa.ca/download/20/policies-and-resolutions-politiques-et-resolutions/813/afn-aga-resolutions-policing-45-2017-17-12-21.pdf "AFN AGA Resolutions - Policing 45-2017 17 12 21")152.53 KB [Download](https://fncpa.ca/download/20/policies-and-resolutions-politiques-et-resolutions/813/afn-aga-resolutions-policing-45-2017-17-12-21.pdf)[Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=20&wpfd_file_id=813&token=&preview=1) --- ### [Publications](https://acppn.ca/media/publications/) **Published:** February 5, 2019 **Author:** First Nations Chiefs of Police Association **Content:** - [ABOUT FNCPA](https://fncpa.ca/about-fncpa/) - [Vision, Mission and Mandate](https://fncpa.ca/about-fncpa/) - [Responsibilities](https://fncpa.ca/about-fncpa/responsibilities/) - [Message from the President](https://fncpa.ca/about-fncpa/message-from-the-president/) - [Executive](https://fncpa.ca/about-fncpa/executive/) - [Our Team](https://fncpa.ca/about-fncpa/our-team/) - [History](https://fncpa.ca/about-fncpa/history/) - [WHAT WE DO](https://fncpa.ca/what-we-do/programs/) - [Programs](https://fncpa.ca/what-we-do/programs/) - [Policy & Resolutions](https://fncpa.ca/what-we-do/policy-resolutions/) - [Training](https://fncpa.ca/what-we-do/training/) - [EVENTS](https://fncpa.ca/events/) - [2026 FNCPA Mentorship Program for First Nations Police Leaders](https://fncpa.ca/2026-fncpa-mentorship-program-for-first-nations-police-leaders/) - [2026 Annual Conference & Awards](https://fncpa.ca/2026-annual-conference-awards/) - [Annual General Meeting](https://fncpa.ca/annual-general-meeting/) - [MEMBERS](https://fncpa.ca/members/membership-information/) - [Membership Information](https://fncpa.ca/members/membership-information/) - [Current Members](https://fncpa.ca/members/current-members/) - [Members Access](https://fncpa.ca/my-account/) - [Forum](https://fncpa.ca/community/) - [Downloadable Resources](https://fncpa.ca/members/downloadable-resources/) # Publications ![](https://fncpa.ca/wp-content/uploads/2019/02/FNCPA-BY-LAWS-EN.jpg) #### Statuts de l'Association des chefs de police des Premières Nations Cliquez pour télécharger le PDF ![](https://fncpa.ca/wp-content/uploads/2019/02/MEDIA-RELEASE-FNCPA-Resolution-2017.jpg) #### Les chefs de police des Premières Nations demandent que les services de police des Premières Nations soient reconnus comme un service essentiel Cliquez pour télécharger le PDF ## Documents i #### FNCPA Order/Address to the House of Commons ##### 6 JUIN 2012 Cliquez pour télécharger le PDF ### Entrer en contact Nom Courriel Message Submit --- ### [Études](https://acppn.ca/ce-que-nous-faisons/etudes/) **Published:** February 6, 2019 **Author:** First Nations Chiefs of Police Association **Content:** # Études # Études S’il vous plaît, revenez ! Le contenu sera bientôt disponible. --- ### [Programme de formation sur les biens immobiliers matrimoniaux](https://acppn.ca/ce-que-nous-faisons/programmes/programme-de-formation-sur-les-biens-immobiliers-matrimoniaux/) **Published:** February 7, 2019 **Author:** First Nations Chiefs of Police Association **Content:** # Programme de formation sur les biens immobiliers matrimoniaux ## Formation en ligne Le cours de formation en ligne sur les biens immobiliers matrimoniaux de l’ACPPN a été conçu spécifiquement pour les services de police des Premières Nations comme une introduction aux questions liées aux biens immobiliers matrimoniaux (BIM), à la législation et aux services de police sur les territoires des Premières Nations. Le cours fournit aux policiers travaillant auprès des Premières Nations les informations nécessaires pour répondre aux problèmes de maintien de l’ordre MRP grâce à un cours d’introduction d’une heure conçu pour refléter l’ACPPN et les cultures et réalités des Premières Nations. Organisée par le Réseau canadien du savoir policier (RCSP) au nom de l’ACPPN, la formation sur les biens immobiliers matrimoniaux destinée aux services de police des Premières Nations est disponible en français et en anglais et est gratuite pour les services membres de l’ACPPN. Les autres personnes souhaitant suivre la formation peuvent s’inscrire via le CPKN. **Description du cours :** - 4 modules séquentiels basés sur scénario - Évaluation finale avec certificat en cas de réussite - Temps de réalisation de 1 à 2 heures - Chaque module comprend : - Narration - Liens vers des ressources - Scénarios - Vérifications des connaissances - Éléments audiovisuels (par exemple, musique d’introduction, photos, graphiques, clips vidéo) ## Formation MRP pour formateurs L’ACPPN développe un atelier de formation MRP pour les formateurs pour aider les agents de formation des services membres à offrir des ateliers continus et des mises à jour aux agents des services de police des Premières Nations. Étant donné que les Premières Nations peuvent choisir d’élaborer leurs propres lois sur les MRP ou être soumises aux Règles provisoires fédérales, une formation locale est nécessaire pour garantir que les agents connaissent les lois sur les MRP dans les communautés dans lesquelles ils travaillent. Les ateliers de formation des formateurs seront disponibles en français et en anglais. Les services membres recevront les informations d’inscription. Veuillez contacter Cori Slaughter, coordonnatrice MRP de l’ACPPN pour plus d’informations. **Communications** Le programme MRP comprend des actualités et des mises à jour, des mises à jour du site Web de l’ACPPN et des outils à utiliser sur le terrain. **Liaison** Le programme MRP améliore la capacité du MRP et du responsable des communications à participer aux réunions et événements MRP. [](https://www.cpkn.ca/en/course/matrimonial-real-property) #### [Formation en biens immobiliers matrimoniaux - CPKN](https://www.cpkn.ca/en/course/matrimonial-real-property) Pour vous inscrire au cours, cliquez ici. --- ### [Communiqués de presse](https://acppn.ca/media/communiques-de-presse/) **Published:** February 6, 2019 **Author:** First Nations Chiefs of Police Association **Content:** - [ABOUT FNCPA](https://fncpa.ca/about-fncpa/) - [Vision, Mission and Mandate](https://fncpa.ca/about-fncpa/) - [Responsibilities](https://fncpa.ca/about-fncpa/responsibilities/) - [Message from the President](https://fncpa.ca/about-fncpa/message-from-the-president/) - [Executive](https://fncpa.ca/about-fncpa/executive/) - [Our Team](https://fncpa.ca/about-fncpa/our-team/) - [History](https://fncpa.ca/about-fncpa/history/) - [WHAT WE DO](https://fncpa.ca/what-we-do/programs/) - [Programs](https://fncpa.ca/what-we-do/programs/) - [Policy & Resolutions](https://fncpa.ca/what-we-do/policy-resolutions/) - [Training](https://fncpa.ca/what-we-do/training/) - [EVENTS](https://fncpa.ca/events/) - [2026 FNCPA Mentorship Program for First Nations Police Leaders](https://fncpa.ca/2026-fncpa-mentorship-program-for-first-nations-police-leaders/) - [2026 Annual Conference & Awards](https://fncpa.ca/2026-annual-conference-awards/) - [Annual General Meeting](https://fncpa.ca/annual-general-meeting/) - [MEMBERS](https://fncpa.ca/members/membership-information/) - [Membership Information](https://fncpa.ca/members/membership-information/) - [Current Members](https://fncpa.ca/members/current-members/) - [Members Access](https://fncpa.ca/my-account/) - [Forum](https://fncpa.ca/community/) - [Downloadable Resources](https://fncpa.ca/members/downloadable-resources/) # Communiqués de presse ### Entrer en contact Nom Courriel Message Submit --- ### [Conférence annuelle et prix](https://acppn.ca/evenements/conference-annuelle-et-prix/) **Published:** February 6, 2019 **Author:** First Nations Chiefs of Police Association **Content:** # Conférence annuelle et prix # Conférence annuelle et prix [![](https://fncpa.ca/wp-content/uploads/Awards-Winners-350_crop.jpg)](https://fncpa.ca/wp-content/uploads/Awards-Winners-350_crop.jpg) *Récipiendaires de la 11e édition annuelle des Prix des officiers* L’exécutif est heureux d’annoncer la 12e édition annuelle des Prix des dirigeants le 26 mai 2020. Les membres auront l’occasion de proposer des candidatures aux dirigeants et au personnel pour les prix. Critères de nomination comme suit : - **Années de service (20 ans de service ou plus)** Ce prix est destiné aux agents qui comptent vingt (20) années de service combiné ou plus dans le maintien de l’ordre en tant qu’officier. - **Prix de bravoure et de sauvetage** ***Prix de bravoure*** Ce prix est décerné aux officiers qui ont accompli un acte de bravoure qui démontre le mieux leurs qualités d’héroïsme. ***Prix ​​de sauvetage*** Ce prix est décerné aux officiers qui défient leur instinct de conservation et risquent leur propre vie pour protéger les autres et qui, par conséquent, ont sauvé une ou plusieurs vies, y compris la leur. - **Prix ​​de services distingués (enquêtes, services communautaires et prévention du crime)** Ce prix est ouvert aux policiers ou membres du personnel actifs qui ont fait preuve d’un leadership et d’un engagement exemplaires envers leur service par un travail qui a profité à leurs pairs, à leur service et à la communauté. ***Enquête*** Un agent qui a fait preuve de dévouement dans son travail en ce qui concerne ses activités d’enquête : qui a travaillé avec diligence et a démontré de solides compétences en matière d’enquête, ce qui a abouti à des arrestations réussies ; qui est motivé dans la préparation, la rédaction et l’exécution des mandats d’arrêt et des arrestations ; qui travaille en équipe pour réaliser des projets de manière sécuritaire pour tous les membres impliqués ; et qui fait preuve de dévouement envers son département et s’est révélé être un joueur d’équipe. ***Services communautaires ou prévention du crime*** Ce prix est décerné à une ou plusieurs personnes qui ont fait preuve d’initiative personnelle dans l’élaboration de stratégies et d’initiatives communautaires de prévention du crime pour les communautés qu’elles servent ; et qui ont activement participé et donné de leur temps à une communauté et à des événements de collecte de fonds communautaires. ##### Informations sur l'événement **Réservations de chambres :** les chambres ont été bloquées à un tarif réduit et les délégués sont responsables de faire leurs propres réservations individuelles. Réservations au numéro sans frais 1-888-501-8916 et demandez votre groupe : Association des chefs de police des Premières Nations. **Déjeuner et allergies :** Le petit-déjeuner est servi à 8h00 et le déjeuner pour la conférence sera fourni. Pour tous les participants qui ont des allergies alimentaires, veuillez envoyer un courriel concernant votre allergie à Karen Haines à : . **Code vestimentaire :** Affaires décontracté **Dîner de remise des prix :** uniforme vestimentaire et chapeau pour les lauréats et le chef du service de police ou son remplaçant désigné qui prononce les remarques du lauréat. #### 12e Conférence annuelle et prix : **Dates :** 26 et 27 mai 2020 **Heure :** 09h00 – 16h00 (Heure de début 09h00) **Lieu :** Salle de conférence du Salon ABC **Awards:** May 26, 2020 (Doors Open 1700 hrs) Salon ABC Ballroom **Lieu :** Hôtel et spa Mariott Fallsview 6740, boulevard Fallsview Chutes du Niagara, Ontario ## Veuillez soumettre vos candidatures complétées soit par fax/e-mail/courrier par Comité exécutif Association des chefs de police des Premières Nations Boîte postale 37 Portage-la-Prairie, Manitoba, R1N 3B2 Télécopieur : (204) 856-5389 Courriel : **Critères de nomination :** - Lettre de nomination du chef de police du service/de l’organisation – cette lettre doit être approuvée par le chef de police ou son remplaçant désigné. - CV du bureau ou du personnel – Le service de police doit fournir un curriculum vitae. - Résumé de l’événement : résumé de l’incident/de l’événement/des contributions de l’agent/de la personne, y compris l’impact sur l’agent/la personne. **Présentation à la conférence annuelle avec le chef de police ou son remplaçant désigné :** - Une fois que le candidat retenu aura été identifié, il recevra une notification de l’ACPPN. - Le chef de police ou son représentant accompagnera le candidat retenu lors de la cérémonie de remise des prix et examinera la description de l’événement aux délégués présents. - Le président/exécutif remettra un prix au candidat désigné. - Il incombe au service de police de coordonner le déplacement du candidat, en cas de réussite. Cette correspondance servira de demande de candidatures. --- ### [Ressources](https://acppn.ca/ce-que-nous-faisons/ressources/) **Published:** March 5, 2019 **Author:** First Nations Chiefs of Police Association **Content:** # Ressources # Ressources Contenu à venir. Veuillez vérifier à nouveau. --- ### [Programme de prévention de la conduite avec facultés affaiblies par la drogue](https://acppn.ca/ce-que-nous-faisons/programmes/programme-de-prevention-de-la-conduite-avec-facultes-affaiblies-par-la-drogue/) **Published:** February 14, 2019 **Author:** First Nations Chiefs of Police Association **Content:** # Programme de prévention de la conduite avec facultés affaiblies par la drogue Le programme de prévention des facultés affaiblies par la drogue de l’ACPPN a été élaboré pour fournir une boîte à outils spécifique aux Premières Nations comprenant un engagement communautaire, des informations et du matériel promotionnel aux services de police des Premières Nations afin de sensibiliser davantage aux problèmes de conduite avec facultés affaiblies par la drogue et à la légalisation du cannabis au Canada. L’objectif est de sensibiliser davantage, de fournir des informations clés, de promouvoir la discussion et d’encourager les jeunes des Premières Nations à faire des choix sûrs et sains en matière de conduite automobile et d’acceptation des transports. Le matériel utilise des messages positifs et une approche factuelle et culturellement ancrée pour présenter l’information de manière à plaire aux jeunes, aux familles et aux communautés des Premières Nations. Tous les documents sont disponibles en français et en anglais. #### Pour plus d’informations, contactez : Association des chefs de police des Premières Nations Tél : 204-856-5374 Télécopieur : 204-856-5389 Courriel : ## Est-ce que la drogue ? Ne conduisez pas ! #### Engagement communautaire et information #### Est-ce que la drogue ? Ne conduisez pas ! Affiches Destinées à être utilisées par les services de police des Premières Nations dans le cadre de leur engagement communautaire face à la crise des opioïdes, les affiches présentent des personnalités notables des Premières Nations, le slogan du programme, des citations inspirantes de la personne figurant sur l’affiche et des informations sur les opioïdes. Les affiches, les cartes de collection et les aimants forment un ensemble de matériel mettant en vedette la championne du monde de boxe Mary Spencer et le basketteur professionnel Michael Linklater. [![](https://fncpa.ca/wp-content/uploads/2019/03/posters-en.jpg)](https://fncpa.ca/wp-content/uploads/2019/03/posters-en.jpg) #### Présentation Powerpoint Destiné à être utilisé par les services de police des Premières Nations dans le cadre de leur engagement communautaire contre la conduite avec facultés affaiblies par la drogue. La présentation fournit un aperçu, des informations de base, des photos ainsi que des illustrations et des animations Stick Person qui peuvent être ajoutées ou modifiées pour être utilisées avec des groupes communautaires de tous âges. [![](https://fncpa.ca/wp-content/uploads/2019/03/powerpoint-en.jpg)](https://fncpa.ca/wp-content/uploads/2019/03/powerpoint-en.jpg) [](#) [](#) Utilisez un marteau pour frapper les vitres latérales. Frappez DUR les fenêtres dans les COINS pour briser le verre. Utilisez la lame pour couper la ceinture de sécurité. Tirez sur la ceinture de sécurité. Tirez fermement la lame sur la ceinture de sécurité. [![](https://fncpa.ca/wp-content/uploads/safety-hammers_en.jpg)](https://fncpa.ca/wp-content/uploads/safety-hammers_en.jpg) #### Cartes de collection Les cartes présentent Mary Spencer ou Michael Linklater d’un côté et fournissent des informations de l’autre côté. [![](https://fncpa.ca/wp-content/uploads/2019/03/cards-en.jpg)](https://fncpa.ca/wp-content/uploads/2019/03/cards-en.jpg) #### Affiche infographique et infographique A handout and poster using hand drawn illustrations to provide information in a format to appeal to First Nations youth. [![](https://fncpa.ca/wp-content/uploads/2019/03/infographic-en.jpg)](https://fncpa.ca/wp-content/uploads/2019/03/infographic-en.jpg) #### Brochures Dépliants en couleur fournissant des informations simples sur la conduite avec facultés affaiblies par la drogue. [![](https://fncpa.ca/wp-content/uploads/2019/03/pamphlet-en.jpg)](https://fncpa.ca/wp-content/uploads/2019/03/pamphlet-en.jpg) #### Articles promotionnels L’ACPPN a produit une gamme de documents présentant le slogan de l’ACPPN sur la conduite avec facultés affaiblies par la drogue pour faire connaître l’importance de faire des choix sûrs et sains en matière de consommation de drogues et de conduite automobile. Ceux-ci incluent : - Mousquetons - Porte-clés - Aimants - Popsockets - Marteaux de sécurité/coupeurs de ceinture de sécurité --- ### [Communiqués de presse](https://acppn.ca/communiques-de-presse/) **Published:** March 29, 2019 **Author:** First Nations Chiefs of Police Association **Content:** - [ABOUT FNCPA](https://fncpa.ca/about-fncpa/) - [Vision, Mission and Mandate](https://fncpa.ca/about-fncpa/) - [Responsibilities](https://fncpa.ca/about-fncpa/responsibilities/) - [Message from the President](https://fncpa.ca/about-fncpa/message-from-the-president/) - [Executive](https://fncpa.ca/about-fncpa/executive/) - [Our Team](https://fncpa.ca/about-fncpa/our-team/) - [History](https://fncpa.ca/about-fncpa/history/) - [WHAT WE DO](https://fncpa.ca/what-we-do/programs/) - [Programs](https://fncpa.ca/what-we-do/programs/) - [Policy & Resolutions](https://fncpa.ca/what-we-do/policy-resolutions/) - [Training](https://fncpa.ca/what-we-do/training/) - [EVENTS](https://fncpa.ca/events/) - [2026 FNCPA Mentorship Program for First Nations Police Leaders](https://fncpa.ca/2026-fncpa-mentorship-program-for-first-nations-police-leaders/) - [2026 Annual Conference & Awards](https://fncpa.ca/2026-annual-conference-awards/) - [Annual General Meeting](https://fncpa.ca/annual-general-meeting/) - [MEMBERS](https://fncpa.ca/members/membership-information/) - [Membership Information](https://fncpa.ca/members/membership-information/) - [Current Members](https://fncpa.ca/members/current-members/) - [Members Access](https://fncpa.ca/my-account/) - [Forum](https://fncpa.ca/community/) - [Downloadable Resources](https://fncpa.ca/members/downloadable-resources/) # Communiqués de presse ### Entrer en contact Nom Courriel Message Submit --- ### [Programme de sensibilisation aux opioïdes](https://acppn.ca/ce-que-nous-faisons/programmes/programme-de-sensibilisation-aux-opioides/) **Published:** March 18, 2020 **Author:** First Nations Chiefs of Police Association **Content:** # Programme de sensibilisation aux opioïdes Le programme de sensibilisation aux opioïdes de l’ACPPN a été développé pour fournir une boîte à outils spécifique aux Premières Nations comprenant du matériel d’information, de promotion et de participation communautaire aux services de police des Premières Nations afin de sensibiliser davantage aux opioïdes et aux dangers des opioïdes d’ordonnance et des drogues illicites. Le programme complète le programme de prévention de la conduite avec facultés affaiblies par la drogue de l’ACPPN et renforce les messages concernant la conduite automobile et l’acceptation de trajets. L’objectif est de sensibiliser, de fournir des informations précises, de promouvoir la discussion, d’encourager les jeunes des Premières Nations à faire des choix sûrs et sains en matière de consommation d’opioïdes et de sensibiliser tous les membres de la communauté à la manière dont ils peuvent contribuer à lutter contre la crise des opioïdes dans les communautés des Premières Nations. Le matériel utilise des messages positifs et une approche simple et culturellement ancrée pour présenter l’information de manière à plaire aux jeunes, aux familles et aux communautés des Premières Nations. Tous les documents sont disponibles en français et en anglais. #### Pour plus d’informations, contactez : Association des chefs de police des Premières Nations Tél : 204-856-5374 Télécopieur : 204-856-5389 Courriel : ### OPIODES ? Abusé, vous perdez ! **Boîte à outils pour l’engagement communautaire, l’information et les articles promotionnels** Destinée à être utilisée par les services de police des Premières Nations dans le cadre de leur engagement communautaire en matière de sensibilisation aux opioïdes, la boîte à outils fournit du matériel de marque ACPPN destiné aux jeunes mais pouvant être utilisé par tous les groupes communautaires. Le matériel comprend : une présentation Powerpoint, des affiches, des cartes de collection, des aimants, des porte-clés et des balles anti-stress. #### Affiches Destinées à être utilisées par les services de police des Premières Nations dans le cadre de leur engagement communautaire face à la crise des opioïdes, les affiches présentent des personnalités notables des Premières Nations, le slogan du programme, des citations inspirantes de la personne figurant sur l’affiche et des informations sur les opioïdes. [![](https://fncpa.ca/wp-content/uploads/posters-opioids-en.jpg)](https://fncpa.ca/wp-content/uploads/posters-opioids-en.jpg) #### Présentation Powerpoint Destiné à être utilisé par les services de police des Premières Nations dans le cadre de leur engagement communautaire en matière de sensibilisation aux opioïdes. La présentation fournit un aperçu, des informations de base, des photos ainsi que des illustrations et des animations Stick Person qui peuvent être ajoutées ou modifiées pour être utilisées avec des groupes communautaires de tous âges. [![](https://fncpa.ca/wp-content/uploads/powerpoint-opioids-en.jpg)](https://fncpa.ca/wp-content/uploads/powerpoint-opioids-en.jpg) #### Cartes de collection Les cartes présentent Theland Kicknosway, Cody Jamieson ou Brooke Stacey d’un côté et fournissent des informations sur les opioïdes de l’autre côté. [![](https://fncpa.ca/wp-content/uploads/cards-2-en.jpg)](https://fncpa.ca/wp-content/uploads/cards-2-en.jpg) #### Articles promotionnels La FNCPA a produit une gamme de documents présentant le slogan du programme de sensibilisation aux opioïdes de la FNCPA pour faire connaître l’importance de faire des choix sûrs et sains en matière de consommation d’opioïdes. Ceux-ci incluent : - Porte-clés : Joueuse de hockey et joueur de crosse avec l’inscription « Opioïdes ? Abus, vous perdez ! » slogan imprimé sur le dos de leurs maillots. - Aimants : mettant en vedette Theland Kicknosway, Cody Jamieson et Brooke Stacey, le slogan sur les opioïdes et des messages individuels. - Balles anti-stress : SUV de la police FNCPA avec le “Opioïdes ? Abus, vous perdez !” slogan imprimé sur un côté. #### Aimants Les aimants présentent Theland Kicknosway, Cody Jamieson ou Brook Stacey ainsi que les messages clés de la campagne. [![](https://fncpa.ca/wp-content/uploads/magnet-opioid-en.jpg)](https://fncpa.ca/wp-content/uploads/magnet-opioid-en.jpg) --- ### [Publications](https://acppn.ca/publications/) **Published:** March 29, 2019 **Author:** First Nations Chiefs of Police Association **Content:** - [ABOUT FNCPA](https://fncpa.ca/about-fncpa/) - [Vision, Mission and Mandate](https://fncpa.ca/about-fncpa/) - [Responsibilities](https://fncpa.ca/about-fncpa/responsibilities/) - [Message from the President](https://fncpa.ca/about-fncpa/message-from-the-president/) - [Executive](https://fncpa.ca/about-fncpa/executive/) - [Our Team](https://fncpa.ca/about-fncpa/our-team/) - [History](https://fncpa.ca/about-fncpa/history/) - [WHAT WE DO](https://fncpa.ca/what-we-do/programs/) - [Programs](https://fncpa.ca/what-we-do/programs/) - [Policy & Resolutions](https://fncpa.ca/what-we-do/policy-resolutions/) - [Training](https://fncpa.ca/what-we-do/training/) - [EVENTS](https://fncpa.ca/events/) - [2026 FNCPA Mentorship Program for First Nations Police Leaders](https://fncpa.ca/2026-fncpa-mentorship-program-for-first-nations-police-leaders/) - [2026 Annual Conference & Awards](https://fncpa.ca/2026-annual-conference-awards/) - [Annual General Meeting](https://fncpa.ca/annual-general-meeting/) - [MEMBERS](https://fncpa.ca/members/membership-information/) - [Membership Information](https://fncpa.ca/members/membership-information/) - [Current Members](https://fncpa.ca/members/current-members/) - [Members Access](https://fncpa.ca/my-account/) - [Forum](https://fncpa.ca/community/) - [Downloadable Resources](https://fncpa.ca/members/downloadable-resources/) # Publications ![](https://fncpa.ca/wp-content/uploads/2019/02/FNCPA-BY-LAWS-EN.jpg) #### Statuts de l'Association des chefs de police des Premières Nations Cliquez pour télécharger le PDF ![](https://fncpa.ca/wp-content/uploads/2019/02/MEDIA-RELEASE-FNCPA-Resolution-2017.jpg) #### Les chefs de police des Premières Nations demandent que les services de police des Premières Nations soient reconnus comme un service essentiel Cliquez pour télécharger le PDF ## Documents i #### FNCPA Order/Address to the House of Commons ##### 6 JUIN 2012 Cliquez pour télécharger le PDF ### Entrer en contact Nom Courriel Message Submit --- ### [FAQ](https://acppn.ca/faq/) **Published:** February 5, 2019 **Author:** First Nations Chiefs of Police Association **Content:** ![](https://fncpa.ca/wp-content/uploads/2019/02/image-12.png "image - First Nations Chiefs of Police Association") ### Quels sont les types d’ententes entre les services de police de l’ACPPN et les services de police des Premières Nations ? Le PPPN travaille selon les principes de partenariats tripartites avec les communautés, les provinces et les territoires. Il existe quatre types d’accords gérés par le Programme : 1. Les ententes autoadministrées (AS) sont négociées entre les communautés des Premières Nations ou inuites, les gouvernements provinciaux ou territoriaux et le gouvernement fédéral. En vertu de ces ententes, les communautés sont responsables de la gestion de leur propre service de police, composé principalement d’agents d’origine inuite ou des Premières Nations. 2. Les ententes-cadres sur les services de police communautaire des Premières Nations (SSPPN) sont des ententes bilatérales entre les gouvernements fédéral et provinciaux/territoriaux qui permettent la signature future d’ententes tripartites communautaires individuelles. 3. Les Ententes Tripartites Communautaires (CTA) sont le résultat direct des Ententes-Cadres FNCPS. À l’instar des accords d’AS, les ATC sont négociés entre les communautés des Premières Nations ou inuites, les gouvernements provinciaux ou territoriaux et le gouvernement fédéral. Dans le cadre d’un accord de CTA, la communauté des Premières Nations ou inuite dispose d’agents dédiés d’un service de police existant, généralement la Gendarmerie royale du Canada (GRC). 4. Les accords de contribution bilatéraux sont des accords entre le gouvernement fédéral et un bénéficiaire identifié pour des projets spécifiques, tels que des initiatives de recherche, de formation et de développement, qui respectent et font progresser le mandat du PPPN. Dans le cadre du PPPN, le gouvernement fédéral paie 52 % et le gouvernement provincial ou territorial paie 48 % du coût des services de police des Premières Nations. Le tableau 1 présente le nombre d’ententes par province et territoire. Statistiques du PPPN fournies via le site Web de Sécurité publique Canada : [Services de police des Premières Nations](http://www.publicsafety.gc.ca/cnt/cntrng-crm/plcng/brgnl-plcng/index-eng.aspx) ### Qu’est-ce que le Programme de police des Premières Nations? Le gouvernement du Canada a travaillé avec les communautés des Premières Nations et des Inuits ainsi que les provinces et territoires pour améliorer considérablement la sécurité publique dans ces communautés. En 2012-2013, le PSPPN a financé 163 ententes de maintien de l’ordre, qui représentent environ 1 250 policiers dévoués et formés professionnellement travaillant dans environ 400 communautés des Premières Nations et inuites, desservant une population totale de plus de 338 000 personnes. (voir lien pour plus d’informations) [Programme de police des Premières Nations – Le plan économique du Canada](http://actionplan.gc.ca/en/initiative/first-nations-policing-program) --- ### [Programmes](https://acppn.ca/ce-que-nous-faisons/programmes/) **Published:** February 6, 2019 **Author:** First Nations Chiefs of Police Association **Content:** À l’ACPPN, nous croyons qu’un maintien de l’ordre fort des Premières Nations va de pair avec des communautés dynamiques, sûres et responsabilisées. Notre gamme de programmes est conçue spécifiquement pour les services dirigés par les Premières Nations, alliant intégrité culturelle, formation pratique et engagement communautaire. De la création de réseaux de leader à la lutte contre des problèmes de santé publique urgents comme les opioïdes et la conduite avec facultés affaiblies, chaque initiative est fondée sur le respect du savoir autochtone, de l’autodétermination et de l’excellence professionnelle. Découvrez nos programmes phares ci-dessous, chacun étant développé pour aider les services de police des Premières Nations à travers le Canada à améliorer leur capacité, leur responsabilisation et leur bien-être. --- ### [Événements](https://acppn.ca/evenements/) **Published:** February 5, 2019 **Author:** First Nations Chiefs of Police Association **Content:** - ## [Annual General Meeting](https://fncpa.ca/annual-general-meeting/) We are pleased to share that the First Nations Chiefs of Police Association Annual General Meeting (AGM) and General Election for Executive positions will be held in the fall of 2026. The AGM will bring members together to engage in Executive and General Business, including the presentation of the Annual Report, President’s Report, financial statements,… - ## [2026 Annual Conference & Awards](https://fncpa.ca/2026-annual-conference-awards/) 17th Annual Conference & Awards The Executive is pleased to announce the Annual Officer Awards on May 20, 2026. Members will have the opportunity to nominate officers and staff for the awards. The proud recipients will be provided a confirmation letter to be recognized at the Annual Conference and the Annual Banquet and will receive… --- ### [Contactez-nous](https://acppn.ca/contactez-nous/) **Published:** February 5, 2019 **Author:** First Nations Chiefs of Police Association **Content:** Le formulaire de contact ci-dessous est destiné aux demandes de renseignements générales et aux questions non urgentes. **Il n’est pas surveillé en cas d’urgence.** Si vous ou quelqu’un que vous connaissez avez besoin d’une aide immédiate, veuillez contacter les services d’urgence locaux ou contacter une ligne d’assistance en cas de crise appropriée dans votre région. --- ### [Histoire](https://acppn.ca/a-propos-de-lacppn/histoire/) **Published:** February 6, 2019 **Author:** First Nations Chiefs of Police Association **Content:** ## Créé en 1993 L’Association des chefs de police des Premières Nations (ACPPN) a été créée en tant qu’organisation à but non lucratif le 7 janvier 1993. L’objectif de l’ACPPN est de servir les services de police des Premières Nations et les territoires des Premières Nations partout au Canada en facilitant le plus haut niveau de professionnalisme et de responsabilisation, d’une manière qui reflète les cultures uniques, le statut constitutionnel, les circonstances sociales, les traditions et les aspirations des Premières Nations. La reconnaissance officielle de l’Assemblée des Premières Nations (APN) a été reçue en 1993. L’ACPPN est également officiellement reconnue par l’Association canadienne des chefs de police (ACCP). L’ACPPN est désormais représentée au conseil d’administration de l’ACCP. L’ACPPN fonctionne grâce au financement du gouvernement fédéral. Certains revenus proviennent des cotisations des membres et de la conférence annuelle de L’ACPPN. L’ACPPN a également reçu un financement de projet pour développer et fournir des formations et divers documents d’information et de communication aux services membres. Le Comité exécutif continue de participer au comité de coordination de l’Association des chefs de police des Premières Nations et de la Direction de la police autochtone. Ce comité de liaison a établi une solide relation de travail avec les membres du bureau du Solliciteur général du Canada pour explorer les voies et moyens d’améliorer les services de police des Premières Nations partout au Canada. Le comité de coordination se réunit sur une base trimestrielle. L’ACPPN est une organisation à but non lucratif. ![](https://fncpa.ca/wp-content/uploads/logo-history-en.jpg)### Identité visuelle Gauche : logo original À droite : logo redessiné automne 2017 L’Association des chefs de police des Premières Nations a été créée en 1993. Les fondateurs de l’ACPPN étaient : **Houghton, le regretté Ernie** *Ancien chef de la police* *Police mohawk d’Akwesasne* **Frank McKay – McKay, le regretté Frank** *Ancien chef de la police* *Police du Conseil tribal Dakota Ojibway* **Kirby, le regretté Dan** *Ancien chef de la police* *Application de la loi siksika* **Reid, Robert** Ancien chef de la police *Service de police de Louis Bull* **Lickers, Glenn** *Chef de la police à la retraite* *Police des Six Nations* **Scout, feu Elizabeth** *Ancien chef de la police* *Police de la tribu des Blood* **Luloff, Wes** *Chef de la police à la retraite* *Service de police Nishnawbe-Aski* **Toney, le regretté John** *Ancien chef de la police* *Service de police d’Eskasoni* --- ### [Média](https://acppn.ca/media/) **Published:** February 6, 2019 **Author:** First Nations Chiefs of Police Association **Content:** Bienvenue au centre médiatique de l’ACPPN, votre source incontournable pour les déclarations officielles, les communiqués de presse et le contenu visuel de l’Association des chefs de police des Premières Nations. Nous partageons ici des mises à jour sur les initiatives clés, les perspectives des services de police dirigés par les Autochtones et les progrès en matière de sécurité communautaire, afin que les professionnels des médias, les membres de la communauté et les partenaires puissent rester informés. Que vous recherchiez des ressources téléchargeables, des opportunités d’entrevue ou nos annonces les plus récentes, vous les trouverez ici, toutes conçues pour soutenir la transparence, la responsabilisation et l’avancement des services de police des Premières Nations. --- ### [Informations sur l’adhésion](https://acppn.ca/membres/informations-sur-ladhesion/) **Published:** February 12, 2019 **Author:** First Nations Chiefs of Police Association **Content:** [Email Subscribe All](#) - Membership Documents / Documents d'adhésion TitleSizeDownload [Sustaining Members](https://fncpa.ca/download/21/membership-documents-documents-dadhesion/4211/sustaining-members-2.pdf "Sustaining Members")237.23 KB [Download](https://fncpa.ca/download/21/membership-documents-documents-dadhesion/4211/sustaining-members-2.pdf)[Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=21&wpfd_file_id=4211&token=&preview=1) [Quebec Association of First Nations and Inuit Police Directors (QAFNIPD)](https://fncpa.ca/download/21/membership-documents-documents-dadhesion/6062/quebec-association-of-first-nations-and-inuit-police-directors-qafnipd.pdf "Quebec Association of First Nations and Inuit Police Directors (QAFNIPD)")229.05 KB [Download](https://fncpa.ca/download/21/membership-documents-documents-dadhesion/6062/quebec-association-of-first-nations-and-inuit-police-directors-qafnipd.pdf)[Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=21&wpfd_file_id=6062&token=&preview=1) [Life Members](https://fncpa.ca/download/21/membership-documents-documents-dadhesion/4212/life-members-2.pdf "Life Members")223.16 KB [Download](https://fncpa.ca/download/21/membership-documents-documents-dadhesion/4212/life-members-2.pdf)[Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=21&wpfd_file_id=4212&token=&preview=1) [Indigenous Chiefs of Police of Ontario](https://fncpa.ca/download/21/membership-documents-documents-dadhesion/6063/indigenous-chiefs-of-police-of-ontario.pdf "Indigenous Chiefs of Police of Ontario")232.34 KB [Download](https://fncpa.ca/download/21/membership-documents-documents-dadhesion/6063/indigenous-chiefs-of-police-of-ontario.pdf)[Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=21&wpfd_file_id=6063&token=&preview=1) [Honourary Members](https://fncpa.ca/download/21/membership-documents-documents-dadhesion/4214/honourary-members-2.pdf "Honourary Members")226.97 KB [Download](https://fncpa.ca/download/21/membership-documents-documents-dadhesion/4214/honourary-members-2.pdf)[Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=21&wpfd_file_id=4214&token=&preview=1) [Founding Members](https://fncpa.ca/download/21/membership-documents-documents-dadhesion/4216/founding-members-2.pdf "Founding Members")222.85 KB [Download](https://fncpa.ca/download/21/membership-documents-documents-dadhesion/4216/founding-members-2.pdf)[Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=21&wpfd_file_id=4216&token=&preview=1) [FNCPA Membership Application and Renewal Form 17 10 01 EN](https://fncpa.ca/download/21/membership-documents-documents-dadhesion/818/fncpa-membership-application-and-renewal-form-17-10-01-en.pdf "FNCPA Membership Application and Renewal Form 17 10 01 EN")88.60 KB [Download](https://fncpa.ca/download/21/membership-documents-documents-dadhesion/818/fncpa-membership-application-and-renewal-form-17-10-01-en.pdf)[Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=21&wpfd_file_id=818&token=&preview=1) [Deputy Chief, Superintendant, Inspector, Staff Sergeant, Lieutenant](https://fncpa.ca/download/21/membership-documents-documents-dadhesion/4217/deputy-chief-superintendant-inspector-staff-sergeant-lieutenant-2.pdf "Deputy Chief, Superintendant, Inspector, Staff Sergeant, Lieutenant")239.83 KB [Download](https://fncpa.ca/download/21/membership-documents-documents-dadhesion/4217/deputy-chief-superintendant-inspector-staff-sergeant-lieutenant-2.pdf)[Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=21&wpfd_file_id=4217&token=&preview=1) [Chiefs of Police – Directors of Police](https://fncpa.ca/download/21/membership-documents-documents-dadhesion/4213/chiefs-of-police-directors-of-police-2.pdf "Chiefs of Police – Directors of Police")271.93 KB [Download](https://fncpa.ca/download/21/membership-documents-documents-dadhesion/4213/chiefs-of-police-directors-of-police-2.pdf)[Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=21&wpfd_file_id=4213&token=&preview=1) [Associate Members](https://fncpa.ca/download/21/membership-documents-documents-dadhesion/4215/associate-members-2.pdf "Associate Members")243.18 KB [Download](https://fncpa.ca/download/21/membership-documents-documents-dadhesion/4215/associate-members-2.pdf)[Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=21&wpfd_file_id=4215&token=&preview=1) ## Lignes directrices pour l’adhésion L’adhésion à l’ACPPN pour l’Association est divisée en cinq (5) classes : **5.1 Actif ;** **5.2 Honoraire ;** **5.3 Maintien;** **5.4 Associé ; et** **5.5 Vie.** **Les personnes suivantes sont éligibles pour devenir membre actif :** #### **6. Membres actifs** **6.1** Le chef de la police ou le responsable d’un organisme policier reconnu par une Première Nation ou un collectif de Premières Nations du Canada. **6.2** The Deputy Chief or equivalent of a police organization recognized by a First Nations of Canada. Only one active member is given voting privileges per police service. #### **7. Membres honoraires** **7.1** Tout responsable de l’application de la loi des Premières Nations qui n’est pas admissible au statut de membre actif ou à vie et qui a rendu des services distingués dans le domaine de l’application de la loi ou toute personne de distinction au Canada ou ailleurs peut être élu membre honoraire par un vote majoritaire lors d’une conférence annuelle. **7.2 Aînés en tant que membres honoraires** Sur proposition du conseil d’administration, des aînés des Premières Nations peuvent être nommés membres honoraires pour apporter leur sagesse à l’Association et assister le conseil d’administration dans ses délibérations. **7.3** La composition des membres honoraires peut être révisée chaque année par le comité d’accréditation. Sur recommandation d’une majorité des membres du comité d’accréditation et avec l’approbation du conseil d’administration, l’adhésion individuelle peut être maintenue. **7.4** Les membres honoraires n’ont pas le droit de voter ni d’exercer des fonctions. #### **8. Membres bienfaiteurs** 8.1 Le conseil d’administration peut, sur proposition, nommer comme membre de soutien toute personne qui a apporté une contribution financière aux fonds de l’Association pour aider à la poursuite de ses buts et objectifs et qui a ainsi démontré un intérêt continu pour la promotion et le développement du bien-être de l’Association. 8.2 Les membres bienfaiteurs n’ont pas le droit de voter ni d’occuper un poste. #### **9. Membres associés** **9.1 Admissibilité** Les personnes suivantes peuvent être éligibles au titre de membre associé : un administrateur/coordonnateur de la justice, un président d’une commission de police, son délégué ou l’équivalent et toute autre personne à la discrétion de l’Association. **9.2 Privilèges** Les membres associés bénéficient de tous les privilèges d’un membre actif, à l’exception de ceux de vote et d’exercice de fonctions. #### **10. Membres à vie** **10.1 Membres retraités actifs ou associés** Un membre actif ou associé en règle au sein de l’Association depuis une période de cinq ans au moment de sa retraite pour des raisons de séparation volontaire, d’âge, de santé ou de pension de retraite, peut être élu membre à vie par un vote majoritaire lors d’une conférence annuelle. **10.2 Président sortant** Un membre en règle qui quitte le poste de président de l’Association devient membre à vie. **10.3 Autres membres actifs** Tout membre actif qui a servi l’Association avec honneur et distinction peut devenir membre à vie sur recommandation du comité d’accréditation et élection à la majorité des votes exprimés lors d’une conférence annuelle. --- ### [Membres actuels](https://acppn.ca/membres/membres-actuels/) **Published:** February 12, 2019 **Author:** First Nations Chiefs of Police Association **Content:** ## Membres actifs de l’Association des chefs de police des Premières Nations #### Rev. 2020.04.01 [Email Subscribe All](#) - Current Members / Membres actuels TitleSizeDownload [Sustaining Members](https://fncpa.ca/download/24/current-members-membres-actuels/6065/sustaining-members-3.pdf "Sustaining Members")237.23 KB [Download](https://fncpa.ca/download/24/current-members-membres-actuels/6065/sustaining-members-3.pdf)[Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=24&wpfd_file_id=6065&token=&preview=1) [Indigenous Chiefs of Police of Ontario](https://fncpa.ca/download/24/current-members-membres-actuels/6069/indigenous-chiefs-of-police-of-ontario-2.pdf "Indigenous Chiefs of Police of Ontario")232.34 KB [Download](https://fncpa.ca/download/24/current-members-membres-actuels/6069/indigenous-chiefs-of-police-of-ontario-2.pdf)[Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=24&wpfd_file_id=6069&token=&preview=1) [Life Members](https://fncpa.ca/download/24/current-members-membres-actuels/6070/life-members-3.pdf "Life Members")223.16 KB [Download](https://fncpa.ca/download/24/current-members-membres-actuels/6070/life-members-3.pdf)[Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=24&wpfd_file_id=6070&token=&preview=1) [Founding Members](https://fncpa.ca/download/24/current-members-membres-actuels/6068/founding-members-3.pdf "Founding Members")222.85 KB [Download](https://fncpa.ca/download/24/current-members-membres-actuels/6068/founding-members-3.pdf)[Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=24&wpfd_file_id=6068&token=&preview=1) [Deputy Chief, Superintendant, Inspector, Staff Sergeant, Lieutenant](https://fncpa.ca/download/24/current-members-membres-actuels/6066/deputy-chief-superintendant-inspector-staff-sergeant-lieutenant-3.pdf "Deputy Chief, Superintendant, Inspector, Staff Sergeant, Lieutenant")239.83 KB [Download](https://fncpa.ca/download/24/current-members-membres-actuels/6066/deputy-chief-superintendant-inspector-staff-sergeant-lieutenant-3.pdf)[Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=24&wpfd_file_id=6066&token=&preview=1) [Chiefs of Police – Directors of Police](https://fncpa.ca/download/24/current-members-membres-actuels/6071/chiefs-of-police-directors-of-police.pdf "Chiefs of Police – Directors of Police")311.52 KB [Download](https://fncpa.ca/download/24/current-members-membres-actuels/6071/chiefs-of-police-directors-of-police.pdf)[Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=24&wpfd_file_id=6071&token=&preview=1) [Associate Members](https://fncpa.ca/download/24/current-members-membres-actuels/6074/associate-members-3.pdf "Associate Members")243.18 KB [Download](https://fncpa.ca/download/24/current-members-membres-actuels/6074/associate-members-3.pdf)[Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=24&wpfd_file_id=6074&token=&preview=1) [Quebec Association of First Nations and Inuit Police Directors (QAFNIPD)](https://fncpa.ca/download/24/current-members-membres-actuels/6072/quebec-association-of-first-nations-and-inuit-police-directors-qafnipd-2.pdf "Quebec Association of First Nations and Inuit Police Directors (QAFNIPD)")229.05 KB [Download](https://fncpa.ca/download/24/current-members-membres-actuels/6072/quebec-association-of-first-nations-and-inuit-police-directors-qafnipd-2.pdf)[Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=24&wpfd_file_id=6072&token=&preview=1) [Honourary Members](https://fncpa.ca/download/24/current-members-membres-actuels/6073/honourary-members-3.pdf "Honourary Members")226.97 KB [Download](https://fncpa.ca/download/24/current-members-membres-actuels/6073/honourary-members-3.pdf)[Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=24&wpfd_file_id=6073&token=&preview=1) --- ### [Responsabilités](https://acppn.ca/a-propos-de-lacppn/responsabilites/) **Published:** March 27, 2019 **Author:** First Nations Chiefs of Police Association **Content:** Conformément à ce mandat, le travail de l’ACPPN couvre un large éventail de responsabilités : **1. POLICE EFFICACE SUR LES TERRITOIRES DES PREMIÈRES NATIONS** 1. Fournir une assistance et une expertise dans le développement et la durabilité de services de police autogérés hautement efficaces des Premières Nations partout au Canada. 2. Faciliter le partage d’informations entre les communautés des Premières Nations sur les meilleures pratiques en matière de services de police des Premières Nations. 3. Encourager l’embauche et le maintien en poste sur les territoires des Premières Nations des policiers autochtones les plus qualifiés en prônant et en promouvant l’équité en matière de rémunération, de conditions de vie et de travail des agents des Premières Nations. 4. Encourager, faire progresser et étudier les techniques modernes et progressistes en matière de sécurité publique ainsi que de prévention et de détection du crime dans les communautés et territoires autochtones. **2. REFLÉTER LA DIVERSITÉ CULTURELLE, SOCIALE ET CONSTITUTIONNELLE** Faire progresser les valeurs autochtones dans la prestation des services de police. 1. afin de soutenir le développement d’approches distinctes en matière de services de police des Premières Nations qui reflètent la culture autochtone et contribuent à l’intégrité culturelle des Premières Nations ; et 2. afin de promouvoir des modèles de services de police autogérés des Premières Nations qui auront une efficacité maximale à la lumière des circonstances sociales et culturelles uniques de chaque communauté. 3. grâce au partage de pratiques culturelles entre nos partenaires qui améliorent la prestation des services de police et favorisent le bien-être de la communauté. **3. RESPONSABILITÉ** 1. Promouvoir et maintenir des normes élevées d’éthique, d’intégrité, d’honneur et de conduite dans la profession de policier des Premières Nations, en tenant compte des valeurs traditionnelles et du droit traditionnel des Premières Nations. 2. Être responsable de tous les aspects de son travail envers ses services de police des Premières Nations membres. **4. FORMATION** Promouvoir et favoriser des programmes de formation culturellement significatifs et appropriés pour répondre aux besoins des services de police et des communautés des Premières Nations. **5. ÉDUCATION** Fournir et participer à des forums pour ses membres et partenaires conçus pour partager des informations sur les rôles et fonctions des services de police des Premières Nations et les besoins policiers des communautés des Premières Nations. **6. FOURNITURE DE CONSEILS ET D’EXPERTISE** En tant qu’autorité sans précédent sur les besoins culturels et opérationnels des services de police des Premières Nations, la FNCPA est particulièrement bien placée pour partager son expertise sur les questions de justice et de sécurité publique avec ses membres, non-membres et avec ses partenaires gouvernementaux. **7. PARTENARIATS EFFICACES** Coordonner avec les gouvernements fédéral et provinciaux et d’autres organismes impliqués dans le maintien de l’ordre pour garantir que leurs politiques et initiatives policières mutuelles sont élaborées en tenant compte des besoins uniques des communautés des Premières Nations. **8. MEILLEURES PRATIQUES EN MATIÈRE DE POLICE AUTOCHTONE** L’un des rôles clés de la FNCPA, compte tenu de sa portée et de son mandat nationaux, est d’identifier les meilleures pratiques en matière de services policiers des Premières Nations et de promouvoir la compréhension de ces pratiques. --- ### [Mon compte](https://acppn.ca/mon-compte/) **Published:** May 24, 2019 **Author:** First Nations Chiefs of Police Association **Content:** Username or Email \* Password \* [](javaScript:void(0) "Show password") Remember Me [Lost your password?](https://fncpa.ca/my-account/lost-password/) Login [ Not a member yet? Register now. ](https://fncpa.ca/registration/) --- ### [Ressources téléchargeables](https://acppn.ca/membres/ressources-telechargeables/) **Published:** May 28, 2019 **Author:** First Nations Chiefs of Police Association **Content:** [wpfd_upload category_id=”66″] **Téléchargement et téléchargement de fichiers exclusivement pour les membres exécutifs** En tant que membre exécutif de l’ACPPN, vous avez un accès exclusif au dossier Document Exchange. Pour télécharger un fichier, veuillez cliquer sur le bouton Sélectionner les fichiers et sélectionner le fichier que vous souhaitez télécharger. Votre fichier sera téléchargé dans le dossier Document Exchange. Pour télécharger un fichier, sélectionnez le fichier dans le dossier Document Exchange et cliquez sur le bouton Télécharger. --- ### [Le Programme 2025 de Mentorat de l’ACPPN pour les Leaders Policiers des Premières Nations](https://acppn.ca/le-programme-2025-de-mentorat-de-lacppn-pour-les-leaders-policiers-des-premieres-nations/) **Published:** January 29, 2025 **Author:** First Nations Chiefs of Police Association **Excerpt:** L’Association des Chefs de Police des Premières Nations (ACPPN), en collaboration avec l’Association des directeurs de police des premières nations et inuit du Québec (ADPPNIQ), lance le nouveau programme de Mentorat pour les leaders policiers des Premières Nations qui est maintenant ouvert à l’inscription. **Content:** ### **Description** L’Association des Chefs de Police des Premières Nations (ACPPN), en collaboration avec l’Association des directeurs de police des premières nations et inuit du Québec (ADPPNIQ), lance le nouveau programme de Mentorat pour les leaders policiers des Premières Nations qui est maintenant ouvert à l’inscription. Les nouveaux chefs (directeurs au Québec) de police et les aspirants chefs/directeurs travaillant au niveau d’inspecteur/lieutenant (au Québec) ou supérieur peuvent désormais postuler au nouveau programme de mentorat. Il s’agit d’une occasion unique pour les leaders policiers travaillant au sein des services de police des Premières Nations de travailler ensemble pour améliorer et élargir leurs capacités de développement du leadership, maintenant et à l’avenir. Le programme rassemble des dirigeants expérimentés et moins expérimentés pour participer à un programme de formation et de collaboration en leadership destiné aux nouveaux ou aspirants chefs/directeurs de police travaillant spécifiquement dans les services de police des Premières Nations. Les Mentorés et les Mentors se réuniront dans des conversations de mentorat et dans des séances de formation ciblées en groupe pour élargir leurs connaissances, compétences et aptitudes en leadership. L’horaire est conçu en tenant compte de l’emploi du temps chargé du chef/directeur et des dirigeants, offrant structure, soutien et flexibilité. Les conversations de mentorat et la plupart des séances de formation seront dispensées virtuellement sur Zoom. Il y aura également deux occasions de se rencontrer en personne dans le cadre du programme, y compris une expérience d’observation en milieu de travail. Veuillez noter que le programme inaugural sera offert en anglais. Le programme français sera offert plus tard cette année. ### **But du programme et objectifs d’apprentissage** Le programme est conçu pour faciliter le perfectionnement et l’expansion d’une main‑d’œuvre solide au sein des services de police des Premières Nations et contribuera au développement des carrières policières professionnelles des membres, aujourd’hui et à l’avenir. Il permettra un espace sécuritaire d’apprentissage et de partage de connaissances et d’expériences entre les hauts dirigeants expérimentés des services de police des Premières Nations et les dirigeants moins expérimentés. Le programme est spécialement conçu pour les membres travaillant dans un environnement policier des Premières Nations auto-géré. **Le programme est conçu pour permettre aux participants de :** - Développer des relations professionnelles individuelles qui sont mutuellement bénéfiques et enrichissantes. - Développer et élargir leurs compétences, connaissances et capacités en leadership qui auront un impact direct sur leur compétences stratégique et leurs capacités exécutives. - Bénéficier directement de l’expérience de leaders séniors policiers des Premières Nations plus expérimentés et relever des défis et des projets spécifiques. - Les Mentors auront l’occasion unique de partager leurs connaissances et leur expérience. - Les Mentorés bénéficieront d’une opportunité de réseautage unique. ### **Participation et engagement** Dans le cadre du processus d’admission des Mentorés/Mentors, tous les participants sont invités à confirmer et s’engager à participer pleinement aux activités du programme qui comprennent 8 conversations mensuelles de mentoring et des séances virtuelles mensuelles de formation ciblée en groupe (1 ou 2 séances auront lieu en personne). Ils s’engageront dans leur participation en signant leur document de Profil du participant lors de l’inscription ainsi que le document d’Entente des Participants qui sera complété plus tard lors de la première réunion de mentorat. ### **Processus de candidature et d’inscription** #### Les critères d’admission des participants Le programme s’adresse aux leaders policiers \* travaillant dans un service de police des Premières Nations. - For Mentees who: - Occupent un poste de Chef pendant 2 ans ou moins. - Occupent un poste d’inspecteur/lieutenant ou supérieur et aspirent à devenir chef/directeur de la police dans un avenir proche. *\* Les autres candidats (inférieurs aux niveaux d’inspecteurs/lieutenants) seront examinés et considérés pour l’admission au cas par cas.* - For Mentors who: - Occupent un poste de chef depuis au moins 3 à 5 ans. - Occupent un poste de chef adjoint pendant au moins 3 à 5 ans. #### Demande de participation Les Mentorés et les Mentors devront remplir l’un des formulaires de demande de participation suivants : ##### **Les Mentorés remplissent et soumettent les documents suivants :** - *Un CV à jour* - *Inspecteurs/lieutenants et catégories supérieures, soumettez également une lettre d’approbation de votre chef. Une lettre d’une page suffit expliquant comment le candidat bénéficiera du programme.* ##### **Les Mentors remplissent et soumettent les documents suivants :** - *Un CV à jour* Le formulaire sera utilisé pour le processus de jumelage Mentoré/Mentor, il est donc important de remplir votre formulaire de la manière la plus complète possible. #### Admissions et jumelage du Mentoré et du Mentor Toutes les demandes seront examinées par l’ACPPN pour assurer et permettre ce qui suit : - Le dossier de candidature est complet et conforme aux critères d’admissibilité. - L’application sera étudiée en fonction du nombre de candidatures reçues. - Une fois le dossier de candidature complet et accepté, le processus de jumelage Mentoré/Mentor aura lieu et sera basé sur les formulaires de profil de Mentoré et de Mentor soumis. - Tous les candidats seront informés s’ils sont Acceptés dans la cohorte du programme de cette année. - L’ACPPN confirmera le processus d’admission et fournira un examen final du jumelage. #### Inscription Soumettez votre dossier de candidature en tant que Mentoré ou Mentor par courrier électronique au coordonnateur du programme de Mentorat : **Hélène Roberge** **NOUVELLE Date limite d’inscription : lundi 10 mars 2025** ### **Aperçu des thèmes de formation et de l’horaire général** #### Aperçu Bien que les principaux objectifs du programme de mentorat consistent en des conversations de mentorat significatives et instructives, ce programme proposera également des séances de formation ciblées en groupe, programmées ponctuellement pour guider et structurer les conversations de mentorat. Le programme propose 9 thèmes de formation ciblées en groupe comme suit qui seront offerts chaque mois pendant le programme (7-8 en virtuel et 1-2 en personne) : 1. Lancement et orientation du programme 2. Votre profil de leadership 3. Sensibilisation organisationnelle et gestion stratégique 4. Éthique et responsabilité et responsabilité publique 5. Communications interactives (internes et externes) 6. Prise de décision et pensée critique 7. Gestion financière et des ressources humaines 8. Formation sur la sensibilité culturelle et Santé mentale et résilience 9. Clôture du programme - *Les conversations de mentorat dureront de 60 à 90 minutes.* - *Les séances de formation ciblées en groupe virtuel dureront de 60 à 90 minutes.* - *Les séances en personne* seront programmées avec la cohorte. #### Calendrier de haut niveau Le programme se déroulera sur 9 mois au total selon le calendrier suivant : - Du 15 avril, 2025, au 13 janvier, 2026 Veuillez prendre note des séances de début et de fin : - ***Début** Mardi15 avril, 2025 à 13 h HNE – Lancement et orientation du programme* - ***Fin** mardi 13 janvier, 2026 à 13 h HNE – Clôture du programme et remise des certificats* Pour plus d’informations, veuillez contacter la coordonnatrice du programme de mentorat : Hélène Roberge Spécialiste de programmes de formation de l’ACPPN (613) 618-9254 #### Les places sont limitées – inscrivez-vous au plus vite ! --- ### [Politique en matière de cookies](https://acppn.ca/politique-en-matiere-de-cookies/) **Published:** November 12, 2025 **Author:** First Nations Chiefs of Police Association **Content:** Cette page fournit des informations complètes sur la manière dont nous utilisons les cookies sur notre site Web pour améliorer votre expérience de navigation, améliorer les performances du site Web et fournir un contenu personnalisé. Les cookies sont de petits fichiers texte stockés sur votre appareil lorsque vous visitez notre site. Ils nous aident à comprendre comment les visiteurs interagissent avec notre site Web, nous permettant ainsi d’offrir une expérience utilisateur plus fluide et plus efficace. Dans le tableau ci-dessous, vous trouverez des informations détaillées sur chaque type de cookie que nous utilisons, leur finalité et leur durée de conservation sur votre appareil. Nous nous engageons à respecter votre vie privée et à assurer la transparence sur les données que nous collectons via les cookies. Pour plus d’informations sur la manière dont nous traitons vos données personnelles, veuillez consulter notre Politique de confidentialité. \[wpconsent\_cookie\_policy\] --- ### [Carrières](https://acppn.ca/carrieres/) **Published:** February 5, 2019 **Author:** First Nations Chiefs of Police Association **Content:** Les liens fournis vers d’autres opportunités d’emploi en agence. Veuillez contacter les agences et les liens fournis, car l’ACPPN ne fournit qu’à des fins d’information. **Membres de l’ACPPN** — Si vous souhaitez que votre lien ou votre opportunité d’emploi soit publié sur cette page, veuillez nous contacter. --- ### [À propos de l’ACPPN](https://acppn.ca/a-propos-de-lacppn/) **Published:** February 5, 2019 **Author:** First Nations Chiefs of Police Association **Content:** ## Énoncé de vision - Promouvoir la FNCPA en tant qu’organisation reconnue à l’échelle nationale. - Établir des partenariats avec les Premières Nations, les gouvernements fédéral, provinciaux et territoriaux, ainsi qu’avec les intervenants non policiers et du secteur de la justice. - Renforcer les capacités en facilitant la formation de nos membres. - Promouvoir et contribuer à des stratégies holistiques de justice et de bien-être pour nos communautés. ## Énoncé de mission Les chefs des Premières nations de la Police Association parlent comme une seule voix pour l’avancement et la durabilité des services de police des Premières nations auto-administrés au Canada, en aidant et en développant des méthodes innovantes pour améliorer la sécurité publique et le bien-être, tout en adoptant des valeurs culturelles et traditionnelles uniques de nos communautés. ## Mandat L’ACPPN existe pour servir les services de police des Premières nations et les territoires des Premières nations à travers le Canada en facilitant le plus haut niveau de professionnalisme et de responsabilité dans leurs services de police, tous d’une manière qui reflète les cultures uniques, le statut constitutionnel, les circonstances sociales, les traditions et les aspirations de la première Nations. ## Responsabilités Conformément à ce mandat, le travail de l’ACPPN couvre un large éventail de responsabilités : 1. **Services de police efficaces sur les territoires des Premières Nations** 2. **Refléter la diversité culturelle, sociale et constitutionnelle** 3. **Responsabilité** 4. **Formation** 5. **Éducation** 6. **Fourniture de conseils et d’expertise** 7. **Des partenariats efficaces** 8. **Pratiques exemplaires en matière de police autochtone** Pour plus de détails sur les responsabilités, [suivez ce lien](https://acppn.ca/a-propos-de-lacppn/responsabilites/). --- ### [Inscription](https://acppn.ca/inscription/) **Published:** May 24, 2019 **Author:** First Nations Chiefs of Police Association **Content:** # Inscription # Inscription Members Access area license (Please read and check the box before registering) \*The Members Access area on the FNCPA.ca Website ('the 'Members Access area') is a service of FNCPA, (hereafter, 'FNCPA', 'we', 'us', or 'our'). As used herein, all references to 'FNCPA ' means FNCPA and its related or affiliated entities, and their respective directors, officers, representatives, employees, consultants, agents, service providers, suppliers and licensors. The Members Access area provides restricted access to certain content and services for users of various police organizations, and related products/services offered by FNCPA. Use of the Members Access area requires a user ID and password or additional authentication for access. If FNCPA or a delegate of FNCPA provides you with a user ID and password, or any other means to access restricted areas of the Members Access area, you must ensure that the ID, password, or other means of access are kept strictly confidential. First Name \* Name of Police Organization Email Address \* Password \* [](javaScript:void(0) " Show password ") Last Name \* Title Username \* Confirm Password \* [](javaScript:void(0) " Show password ") Register --- ### [Connexion des membres](https://acppn.ca/membres/connexion-des-membres/) **Published:** February 5, 2019 **Author:** First Nations Chiefs of Police Association **Content:** # Connexion des membres # Connexion des membres Members Access area license (Please read and check the box before registering) \*The Members Access area on the FNCPA.ca Website ('the 'Members Access area') is a service of FNCPA, (hereafter, 'FNCPA', 'we', 'us', or 'our'). As used herein, all references to 'FNCPA ' means FNCPA and its related or affiliated entities, and their respective directors, officers, representatives, employees, consultants, agents, service providers, suppliers and licensors. The Members Access area provides restricted access to certain content and services for users of various police organizations, and related products/services offered by FNCPA. Use of the Members Access area requires a user ID and password or additional authentication for access. If FNCPA or a delegate of FNCPA provides you with a user ID and password, or any other means to access restricted areas of the Members Access area, you must ensure that the ID, password, or other means of access are kept strictly confidential. First Name \* Name of Police Organization Email Address \* Password \* [](javaScript:void(0) " Show password ") Last Name \* Title Username \* Confirm Password \* [](javaScript:void(0) " Show password ") Register --- ### [Forum](https://acppn.ca/forum/) **Published:** February 28, 2019 **Author:** First Nations Chiefs of Police Association **Content:** - [Forums](https://fncpa.ca/community/) - [Recent Posts](https://fncpa.ca/community/recent/) - [What’s New](https://fncpa.ca/community/recent-activity/) - [What’s New](https://fncpa.ca/community/recent-activity/) - [What’s New](https://fncpa.ca/community/recent-activity/) - [What’s New](https://fncpa.ca/community/recent-activity/) - [What’s New](https://fncpa.ca/community/recent-activity/) - [Downloadable Resources](https://fncpa.ca/members/downloadable-resources/) Notifications Clear all # First Nations Chiefs of Police Association Forum [ Unread Posts ](https://fncpa.ca/community/recent/?view=unread) Forum Information [ Recent Posts](https://fncpa.ca/community/recent/) [ Unread Posts](https://fncpa.ca/community/recent/?view=unread) [ Tags](https://fncpa.ca/community/tags/) Our newest member: [Hélène Roberge](https://fncpa.ca/participant/project-trainer/ "Hélène Roberge") Latest Post: [Costing Guide](https://fncpa.ca/community/equipment-equipement/costing-guide/#post-24) Forum Icons: Forum contains no unread posts Forum contains unread posts Topic Icons: Not Replied Replied Active Hot Sticky Unapproved Solved Private Closed [ Powered by wpForo version 3.1.2](https://wordpress.org/plugins/wpforo/) --- ### [Ce que nous faisons](https://acppn.ca/ce-que-nous-faisons/) **Published:** February 5, 2019 **Author:** First Nations Chiefs of Police Association --- ### [Autre – Partenaires d’emploi](https://acppn.ca/autre-partenaires-demploi/) **Published:** March 30, 2022 **Author:** First Nations Chiefs of Police Association **Content:** - [Resilience In-Service program](https://fncpa.ca/resilience-officer-training-program/) - [Instructor – Defensive Tactics](https://fncpa.ca/instructor-defensive-tactics-ontario-police-college/) - [CARFAX for Police Training and Certification Program](https://fncpa.ca/carfax-for-police-training-and-certification-program/) - [Sergeant-At-Arms and Executive Director, Legislative Protective Service ](https://fncpa.ca/sergeant-at-arms-and-executive-director-legislative-protective-service/) - [Instructor—Criminal Investigation Training](https://fncpa.ca/instructor-criminal-investigation-training/) --- ### [Membres](https://acppn.ca/membres/) **Published:** February 5, 2019 **Author:** First Nations Chiefs of Police Association **Content:** - [Forums](https://fncpa.ca/community/) - [Recent Posts](https://fncpa.ca/community/recent/) - [What’s New](https://fncpa.ca/community/recent-activity/) - [What’s New](https://fncpa.ca/community/recent-activity/) - [What’s New](https://fncpa.ca/community/recent-activity/) - [What’s New](https://fncpa.ca/community/recent-activity/) - [What’s New](https://fncpa.ca/community/recent-activity/) - [Downloadable Resources](https://fncpa.ca/members/downloadable-resources/) Notifications Clear all # First Nations Chiefs of Police Association Forum [ Unread Posts ](https://fncpa.ca/community/recent/?view=unread) Forum Information [ Recent Posts](https://fncpa.ca/community/recent/) [ Unread Posts](https://fncpa.ca/community/recent/?view=unread) [ Tags](https://fncpa.ca/community/tags/) Our newest member: [Hélène Roberge](https://fncpa.ca/participant/project-trainer/ "Hélène Roberge") Latest Post: [Costing Guide](https://fncpa.ca/community/equipment-equipement/costing-guide/#post-24) Forum Icons: Forum contains no unread posts Forum contains unread posts Topic Icons: Not Replied Replied Active Hot Sticky Unapproved Solved Private Closed [ Powered by wpForo version 3.1.2](https://wordpress.org/plugins/wpforo/) --- ### [Careers](https://fncpa.ca/careers/) **Published:** February 5, 2019 **Author:** First Nations Chiefs of Police Association **Content:** The links provided for any other agency employment opportunities. Please contact the agencies and links provided, as FNCPA is only providing for informational purposes. **FNCPA Members** — If you would like your link or employment opportunity posted on this page, please contact us. --- ### [About FNCPA](https://fncpa.ca/about-fncpa/) **Published:** February 5, 2019 **Author:** First Nations Chiefs of Police Association **Content:** ## Vision Statement - To promote FNCPA as a nationally recognized organization. - To build partnerships with First Nations, Federal, Provincial and territorial governments, as well as non-policing and Justice stakeholders. - To build capacity by facilitating training for our members. - To promote and contribute to holistic justice and wellness strategies for our communities. ## Mission Statement First Nations Chiefs of Police Association speaks as one voice for the advancement and sustainability of self-administered First Nations’ policing in Canada, by aiding and developing innovative methods to enhance public safety and wellness, while embracing our communities’ unique cultural and traditional values. ## Mandate The FNCPA exists to serve First Nation police services and First Nation territories across Canada by facilitating the highest level of professionalism and accountability in their police services, all in a manner that reflects the unique cultures, constitutional status, social circumstances, traditions and aspirations of First Nations. ## Responsibilities Consistent with this mandate, the work of the FNCPA covers a wide range of responsibilities: 1. **Effective Policing on First Nations Territories** 2. **Reflecting Cultural, Social and Constitutional Diversity** 3. **Accountability** 4. **Training** 5. **Education** 6. **Provision of Advice and Expertise** 7. **Effective Partnerships** 8. **Best Practices in Aboriginal Policing** For more details on responsibilities, [follow this link](/responsibilities/). --- ### [Cookie Policy](https://fncpa.ca/cookie-policy/) **Published:** November 12, 2025 **Author:** First Nations Chiefs of Police Association **Content:** This page provides comprehensive information about how we use cookies on our website to enhance your browsing experience, improve website performance, and deliver personalized content. Cookies are small text files that are stored on your device when you visit our site. They help us understand how visitors interact with our website, allowing us to offer a smoother and more efficient user experience. In the table below, you will find detailed information about each type of cookie we use, their purpose, and how long they remain on your device. We are committed to respecting your privacy and providing transparency about the data we collect through cookies. For more information on how we handle your personal data, please see our Privacy Policy. \[wpconsent\_cookie\_policy\] --- ### [Contact Us](https://fncpa.ca/contact-us/) **Published:** February 5, 2019 **Author:** First Nations Chiefs of Police Association **Content:** The contact form below is intended for general inquiries and non-urgent matters. It is **not monitored for emergencies**. If you or someone you know requires immediate assistance, please contact local emergency services or reach out to an appropriate crisis support line in your area. --- ### [FAQs](https://fncpa.ca/faqs/) **Published:** February 5, 2019 **Author:** First Nations Chiefs of Police Association **Content:** ![](https://fncpa.ca/wp-content/uploads/2019/02/image-12.png "image - First Nations Chiefs of Police Association") ### What are the FNCPA Police Services and First Nations Policing Types of Agreements? The FNPP works on the principles of tripartite partnerships with communities, provinces and territories. There are four types of agreements managed by the Program: 1. Self-Administered (SA) Agreements are negotiated among First Nations or Inuit communities, provincial or territorial governments, and the federal government. Under such agreements communities are responsible for managing their own police service, which is primarily staffed by officers of First Nations or Inuit descent. 2. First Nations Community Policing Services (FNCPS) Framework Agreements are bilateral agreements between the federal and provincial/territorial governments that allow for the future signing of individual Community Tripartite Agreements. 3. Community Tripartite Agreements (CTA) are a direct result of FNCPS Framework Agreements. Like SA agreements, CTAs are negotiated among First Nations or Inuit communities, provincial or territorial governments, and the federal government. Under a CTA arrangement, the First Nation or Inuit community has dedicated officers from an existing police service, typically the Royal Canadian Mounted Police (RCMP). 4. Bilateral Contribution Agreements are agreements between the federal government and an identified recipient for specific projects—such as research, training and development initiatives—that respect and advance the mandate of the FNPP. Under the FNPP, the federal government pays 52% and the provincial or territorial government pays 48% of the cost of the First Nations policing service. Table 1 presents the number of agreements by province and territory. FNPP Stats provided via Public Safety Canada website: [First Nations Policing](http://www.publicsafety.gc.ca/cnt/cntrng-crm/plcng/brgnl-plcng/index-eng.aspx) ### What is the First Nations Policing Program? The Government of Canada has worked with First Nations and Inuit communities and provinces and territories to significantly improve public safety in these communities. In 2012-13, the FNPP funded 163 policing agreements, which represent approximately 1,250 professionally trained and dedicated police officers working in approximately 400 First Nations and Inuit communities, serving a total population of over 338,000. (see link for more information) [First Nation Policing Program—Canada’s Economic Plan](http://actionplan.gc.ca/en/initiative/first-nations-policing-program) --- ### [Media](https://fncpa.ca/media/) **Published:** February 6, 2019 **Author:** First Nations Chiefs of Police Association **Content:** Welcome to the media hub of FNCPA—your go-to source for official statements, news releases and visual content from the First Nations Chiefs of Police Association. Here, we share updates on key initiatives, Indigenous-led policing perspectives and progress in community safety, so media professionals, community members and partners can stay informed. Whether you’re looking for downloadable resources, interview opportunities or our most recent announcements, you’ll find it here—all designed to support transparency, accountability and advancement of First Nations policing. --- ### [Members](https://fncpa.ca/members/) **Published:** February 5, 2019 **Author:** First Nations Chiefs of Police Association **Content:** - [Forums](https://fncpa.ca/community/) - [Recent Posts](https://fncpa.ca/community/recent/) - [What’s New](https://fncpa.ca/community/recent-activity/) - [What’s New](https://fncpa.ca/community/recent-activity/) - [What’s New](https://fncpa.ca/community/recent-activity/) - [What’s New](https://fncpa.ca/community/recent-activity/) - [What’s New](https://fncpa.ca/community/recent-activity/) - [Downloadable Resources](https://fncpa.ca/members/downloadable-resources/) Notifications Clear all # First Nations Chiefs of Police Association Forum [ Unread Posts ](https://fncpa.ca/community/recent/?view=unread) Forum Information [ Recent Posts](https://fncpa.ca/community/recent/) [ Unread Posts](https://fncpa.ca/community/recent/?view=unread) [ Tags](https://fncpa.ca/community/tags/) Our newest member: [Hélène Roberge](https://fncpa.ca/participant/project-trainer/ "Hélène Roberge") Latest Post: [Costing Guide](https://fncpa.ca/community/equipment-equipement/costing-guide/#post-24) Forum Icons: Forum contains no unread posts Forum contains unread posts Topic Icons: Not Replied Replied Active Hot Sticky Unapproved Solved Private Closed [ Powered by wpForo version 3.1.2](https://wordpress.org/plugins/wpforo/) --- ### [My Account](https://fncpa.ca/my-account/) **Published:** May 24, 2019 **Author:** First Nations Chiefs of Police Association **Content:** Username or Email \* Password \* [](javaScript:void(0) "Show password") Remember Me [Lost your password?](https://fncpa.ca/my-account/lost-password/) Login [ Not a member yet? Register now. ](https://fncpa.ca/registration/) --- ### [Forum](https://fncpa.ca/community/) **Published:** February 28, 2019 **Author:** First Nations Chiefs of Police Association **Content:** - [Forums](https://fncpa.ca/community/) - [Recent Posts](https://fncpa.ca/community/recent/) - [What’s New](https://fncpa.ca/community/recent-activity/) - [What’s New](https://fncpa.ca/community/recent-activity/) - [What’s New](https://fncpa.ca/community/recent-activity/) - [What’s New](https://fncpa.ca/community/recent-activity/) - [What’s New](https://fncpa.ca/community/recent-activity/) - [Downloadable Resources](https://fncpa.ca/members/downloadable-resources/) Notifications Clear all # First Nations Chiefs of Police Association Forum [ Unread Posts ](https://fncpa.ca/community/recent/?view=unread) Forum Information [ Recent Posts](https://fncpa.ca/community/recent/) [ Unread Posts](https://fncpa.ca/community/recent/?view=unread) [ Tags](https://fncpa.ca/community/tags/) Our newest member: [Hélène Roberge](https://fncpa.ca/participant/project-trainer/ "Hélène Roberge") Latest Post: [Costing Guide](https://fncpa.ca/community/equipment-equipement/costing-guide/#post-24) Forum Icons: Forum contains no unread posts Forum contains unread posts Topic Icons: Not Replied Replied Active Hot Sticky Unapproved Solved Private Closed [ Powered by wpForo version 3.1.2](https://wordpress.org/plugins/wpforo/) --- ### [The 2025 FNCPA Mentorship Program for First Nations Police Leaders](https://fncpa.ca/mentorship-program/) **Published:** January 29, 2025 **Author:** First Nations Chiefs of Police Association **Excerpt:** The First Nations Chiefs of Police Association (FNCPA), in collaboration with the Quebec Association of First Nations and Inuit Police Directors (QAFNIPD), is launching the new Mentorship Program for First Nations Police Leaders (FNPL), which is now open for registration.   **Content:** ### **Description** The First Nations Chiefs of Police Association (FNCPA), in collaboration with the Quebec Association of First Nations and Inuit Police Directors (QAFNIPD), is launching the new Mentorship Program for First Nations Police Leaders (FNPL), which is now open for registration. New Chiefs (Directors in Québec) of police and aspiring Chiefs/Directors working at the Inspector/Lieutenant (in Québec) rank level or above may now apply to the new Mentorship program. This is a unique opportunity for police leaders working in First Nations policing to work together to enhance and expand their leadership development capabilities now and into the future. The program brings together experienced and less experienced leaders to participate in a leadership development and collaboration program for new and aspiring Chiefs/Directors of Police, specifically working in First Nations policing. Mentees and Mentors will come together in mentoring conversations and in group focused training sessions to expand their leadership knowledge, skills and abilities. The schedule is designed with the Chief/Director’s and leaders’ busy schedule in mind providing structure, support and flexibility. The mentoring conversations and most of the training sessions will be delivered virtually in Zoom. There will also be two opportunities to meet in person as part of the program, including a shadow experience. Please note that the inaugural program will be offered in English. The French program will be offered later this year. ### **Program Purpose and Learning Objectives** The program is designed to develop and expand an existing robust workforce within First Nations policing and contribute to members’ professional policing careers now and into the future. It will enable a safe space for learning and sharing knowledge and experience between experienced senior First Nations police executive leaders and less experienced leaders. The program is specifically designed for members working in a self-administered First Nations policing environment. **The program is designed for participants to:** - Develop mutually beneficial and enriching professional one-on-one relationships. - Grow and develop their leadership skills, knowledge and capacities that will directly impact their executive strategic competence and capabilities. - Directly benefit from the experience of more experienced First Nations senior police leaders and work through specific challenges and projects. - Mentors will have the unique opportunity to share their knowledge and experience. - Mentees will be part of a unique networking opportunity. ### **Participation and Commitment** As part of the Mentee/Mentor admission process, all applicants are invited to confirm and commit to the full participation of the program activities that include a series of 8 monthly mentoring conversations and a series of monthly focused group virtual sessions (1 or 2 will be in‑person). They will commit to their participation by signing their personal Profile to register and the Participant Agreement document, which will be completed later during the first mentoring meeting. ### **Application Process and Registration** #### Participant Criteria of Admissibility The program is for police leaders\* working in a First Nations police service. - For Mentees who: - Occupy a position of Chief for 2 years or less. - Occupy a position of Inspector/lieutenant or above who aspire to be a Chief of police in the near future. *\* Other applicants (lower than the rank of Inspectors/lieutenant) will be reviewed and considered for admission on a case‑by‑case basis.* - For Mentors who: - Occupy a position of Chief for at least 3 to 5 years. - Occupy a position of Deputy Chief for at least 3 to 5 years. #### Participation Application Both Mentees and Mentors will need to complete one of the following participant application forms: ##### **Mentees complete and submit the following:** - *An up-to-date resume* - *Inspectors/lieutenant and above category, also submit a letter of endorsement from your Chief. A one-page letter outlining how this candidate will benefit from the program.* ##### **Mentors complete and submit the following:** - *An up-to-date resume* The form will be used to assign the Mentee/Mentor pairing, so it is important to complete your form as thoroughly as possible. #### Admissions and Pairing of Mentee and Mentor All applications will be reviewed by the FNCPA to ensure and enable the following: - Application package is complete and conforms with the admissibility criteria. - Applications will be considered based on the number of applications received. - Once the application package is complete and accepted, the Mentee/Mentor pairing process will take place, which will be based on the Mentee and Mentor profile forms submitted. - All applicants will be informed if they will be Accepted in this year’s program cohort. - The FNCPA will confirm the admission process and provide a final review of the pairing. #### Registration Submit your application package as a Mentee or Mentor by email to the Mentorship program coordinator: **Hélène Roberge** **NEW Deadline for registration: Monday March 10, 2025** ### **Overview of training topics and timetable** #### Overview While the main objectives of the Mentorship program will consist in meaningful and insightful mentoring conversations, this program will also provide timely focused group training sessions that are punctually scheduled to guide and structure the mentoring conversations. The program consists of 9 group focused training modules as follows which will be offered each month during the program (7-8 virtual and 1-2 in person): 1. Program Launch and Orientation 2. Your Leadership Profile 3. Organizational Awareness and Strategic Management 4. Ethics and Responsibility and Public Accountability 5. Interactive Communications (Internal and External) 6. Decision-Making and Critical Thinking 7. Financial and Human Resource Management 8. Cultural Sensitivity Training and Mental Health and Resilience 9. Program Closing - *Mentoring conversations will be 60-90 minutes.* - *Virtual group focused training sessions will be 60-90 minutes.* - *The in-person sessions* will be scheduled with the cohort. #### High Level Schedule The program will run 9 months in total as per the following schedule: - From April 15, 2025, to January 13, 2026 Please note the following start and end sessions: - ***Start** Tuesday April 15, 2025 at 13:00 EST – Program Lauch and Orientation* - ***End** Tuesday January 13, 2026 – Program Closing and certificate award* For more information, please contact the Mentorship Program coordinator: Hélène Roberge FNCPA Training Programs Specialist (613) 618-9254 #### Places are limited – sign up soonest! --- ### [Events](https://fncpa.ca/events/) **Published:** February 5, 2019 **Author:** First Nations Chiefs of Police Association **Content:** - ## [Annual General Meeting](https://fncpa.ca/annual-general-meeting/) We are pleased to share that the First Nations Chiefs of Police Association Annual General Meeting (AGM) and General Election for Executive positions will be held in the fall of 2026. The AGM will bring members together to engage in Executive and General Business, including the presentation of the Annual Report, President’s Report, financial statements,… - ## [2026 Annual Conference & Awards](https://fncpa.ca/2026-annual-conference-awards/) 17th Annual Conference & Awards The Executive is pleased to announce the Annual Officer Awards on May 20, 2026. Members will have the opportunity to nominate officers and staff for the awards. The proud recipients will be provided a confirmation letter to be recognized at the Annual Conference and the Annual Banquet and will receive… --- ### [Programs](https://fncpa.ca/what-we-do/programs/) **Published:** February 6, 2019 **Author:** First Nations Chiefs of Police Association **Content:** At FNCPA, we believe that strong First Nations policing goes hand in hand with vibrant, safe, and empowered communities. Our suite of programs is crafted specifically for First Nations-led service, blending cultural integrity with practical training and community engagement. From building leader-to-leader networks to tackling pressing public-health issues like opioids and impaired driving, each initiative is grounded in respect for Indigenous knowledge, self-determination, and professional excellence. Explore our flagship programs below—each developed to support First Nations police services across Canada in enhancing capacity, accountability and well-being. --- ### [Members Login](https://fncpa.ca/members/members-login/) **Published:** February 5, 2019 **Author:** First Nations Chiefs of Police Association **Content:** # Members Login # Members Login Members Access area license (Please read and check the box before registering) \*The Members Access area on the FNCPA.ca Website ('the 'Members Access area') is a service of FNCPA, (hereafter, 'FNCPA', 'we', 'us', or 'our'). As used herein, all references to 'FNCPA ' means FNCPA and its related or affiliated entities, and their respective directors, officers, representatives, employees, consultants, agents, service providers, suppliers and licensors. The Members Access area provides restricted access to certain content and services for users of various police organizations, and related products/services offered by FNCPA. Use of the Members Access area requires a user ID and password or additional authentication for access. If FNCPA or a delegate of FNCPA provides you with a user ID and password, or any other means to access restricted areas of the Members Access area, you must ensure that the ID, password, or other means of access are kept strictly confidential. First Name \* Name of Police Organization Email Address \* Password \* [](javaScript:void(0) " Show password ") Last Name \* Title Username \* Confirm Password \* [](javaScript:void(0) " Show password ") Register --- ### [Publications](https://fncpa.ca/media/publications/) **Published:** February 5, 2019 **Author:** First Nations Chiefs of Police Association **Content:** - [ABOUT FNCPA](https://fncpa.ca/about-fncpa/) - [Vision, Mission and Mandate](https://fncpa.ca/about-fncpa/) - [Responsibilities](https://fncpa.ca/about-fncpa/responsibilities/) - [Message from the President](https://fncpa.ca/about-fncpa/message-from-the-president/) - [Executive](https://fncpa.ca/about-fncpa/executive/) - [Our Team](https://fncpa.ca/about-fncpa/our-team/) - [History](https://fncpa.ca/about-fncpa/history/) - [WHAT WE DO](https://fncpa.ca/what-we-do/programs/) - [Programs](https://fncpa.ca/what-we-do/programs/) - [Policy & Resolutions](https://fncpa.ca/what-we-do/policy-resolutions/) - [Training](https://fncpa.ca/what-we-do/training/) - [EVENTS](https://fncpa.ca/events/) - [2026 FNCPA Mentorship Program for First Nations Police Leaders](https://fncpa.ca/2026-fncpa-mentorship-program-for-first-nations-police-leaders/) - [2026 Annual Conference & Awards](https://fncpa.ca/2026-annual-conference-awards/) - [Annual General Meeting](https://fncpa.ca/annual-general-meeting/) - [MEMBERS](https://fncpa.ca/members/membership-information/) - [Membership Information](https://fncpa.ca/members/membership-information/) - [Current Members](https://fncpa.ca/members/current-members/) - [Members Access](https://fncpa.ca/my-account/) - [Forum](https://fncpa.ca/community/) - [Downloadable Resources](https://fncpa.ca/members/downloadable-resources/) # Publications ![](https://fncpa.ca/wp-content/uploads/2019/02/FNCPA-BY-LAWS-EN.jpg) #### First Nations Chiefs of Police Association By Laws Click to download PDF ![](https://fncpa.ca/wp-content/uploads/2019/02/MEDIA-RELEASE-FNCPA-Resolution-2017.jpg) #### First Nations Chiefs of Police, Call for First Nations Policing to be Entrenched as an Essential service Click to download PDF ## Documents i #### FNCPA Order/Address to the House of Commons ##### JUNE 6, 2012 Click to download PDF ### Get in Touch Name Email Address Message Submit --- ### [Annual Conference & Awards](https://fncpa.ca/events/annual-conference-awards/) **Published:** February 6, 2019 **Author:** First Nations Chiefs of Police Association **Content:** # Annual Conference & Awards # Annual Conference & Awards [![](https://fncpa.ca/wp-content/uploads/Awards-Winners-350_crop.jpg)](https://fncpa.ca/wp-content/uploads/Awards-Winners-350_crop.jpg) *11th Annual Officer Awards Recipients* The Executive is pleased announce the 12th Annual Officer Awards on May 26, 2020. Members will have the opportunity to nominate Officers and staff for the Awards. Nomination Criteria as follows: - **Years of Service (20 Years of Service or more)** This award is for Officers that have twenty (20) years of combined service or more, in policing as an officer. - **Bravery & Lifesaving Awards** ***Bravery Award*** This award is for Officers that have performed an act of bravery that could best demonstrate the qualities of heroism. ***Lifesaving Award*** This award is for Officers whereby the officer defies the instinct for self-preservation and risks his/her own life to protect others, and as a result have saved a life or lives, including their own. - **Distinguished Services Awards (Investigative, Community Services & Crime Prevention)** This award is open to active police officer (s) or staff member (s) who has demonstrated exemplary leadership and commitment to his/her service through work that have benefited to their peers, their service, and the community. ***Investigative*** An Officer that has shown dedication with their work in regards to their investigational activities: who has worked diligently and has proven to have strong investigating skills which resulted in successful arrests; who is motived in preparing, drafting, and execution of warrants and arrests; who works in a team environment to complete projects in a safe manner for all members involved; and who shows dedication to their department and proven to be a team player. ***Community Services or Crime Prevention*** This award is for an individual (s) who have demonstrated self-initiative in the development of Community Crime Prevention Strategies and initiatives for the communities they serve; and who have actively participated and donated their time to a community, and community-based fundraising events. ##### Event Information **Room Reservations**: Rooms have been blocked at a discounted rate and delegates are responsible for making their own individual reservations. Reservations toll free number at 1-888-501-8916 and request your group: First Nations Chiefs of Police Association. **Lunch & Allergies**: Breakfast is served at 0800 hrs & Lunch for the Conference will be provided. For any participants attending that have food allergies, please provide an email regarding your allergy to Karen Haines at: . **Dress Code:** Business Casual **Awards Dinner:** Dress Uniform & Hat for awards recipients and Police Service Chief of Police or designate providing remarks of Award recipient. #### 12th Annual Conference & Awards: **Date:** May 26 & 27, 2020 **Time:** 0900 – 1600 hrs (Start time 0900 hrs) **Location:** Salon ABC Boardroom **Awards:** May 26, 2020 (Doors Open 1700 hrs) Salon ABC Ballroom **Location:** Mariott Fallsview Hotel & Spa 6740 Fallsview Boulevard Niagara Falls, Ontario ## Please submit your completed nominations either by fax/email/mail by April 15, 2020 Executive Committee First Nation Chiefs of Police Association PO Box 37 Portage la Prairie, Manitoba, R1N 3B2 Fax: (204) 856-5389 Email: **Nomination Criteria:** - Letter of Nomination by the Chief of Police of the Service/Organization – this letter must be endorsed by the Police Chief or Designate. - Office or Staff Resume – The Police Service must provide resume. - Summary of the Event: synopsis of the incident/occurrence/contributions of the Officer/Individual including the impact to the Officer/Individual. **Presentation at the Annual Conference with Police Chief or Designate:** - Once the successful candidate has been identified, they will be provided notification by FNCPA. - The Police Chief or Designate will accompany the successful candidate during the Awards Ceremony, and review the description of the event to the delegates in attendance. - The President/Executive will provide award to the designate. - It is the responsibility of the Police Service to coordinate the travel to their candidate, if successful. This correspondence will serve as a request for nominations. --- ### [Studies](https://fncpa.ca/what-we-do/studies/) **Published:** February 6, 2019 **Author:** First Nations Chiefs of Police Association **Content:** # Studies # Studies Please come back! The content will be available soon. --- ### [Matrimonial Real Property Training Program](https://fncpa.ca/what-we-do/programs/matrimonial-real-property-training-program/) **Published:** February 7, 2019 **Author:** First Nations Chiefs of Police Association **Content:** # Matrimonial Real Property Training Program ## Online Training The FNCPA Matrimonial Real Property online training course has been designed specifically for First Nations police services as an introduction to Matrimonial Real Property (MRP) issues, legislation, and policing on First Nations territories. The course provides police officers working on First Nations with the information required to respond to MRP policing issues through an introductory 1-hour course designed to reflect the FNCPA and First Nations cultures and realities. Hosted by the Canadian Police Knowledge Network (CPKN) on behalf of the FNCPA, Matrimonial Real Property Training for First Nations Police Services, is available in both French and English and is free to FNCPA member services. Others wishing to take the training may register through CPKN. **Course Description:** - 4 Sequential, Senario-based Modules - Final Assessment with certificate upon successful completion - 1-2 hour completion time - Each Module includes: - Narration - Links to Resources - Scenarios - Knowledge Checks - Audio Visual Elements (e.g., intro music, photos, graphics, video clips) ## MRP Training-for-Trainers The FNCPA is developing an MRP training-for-trainers workshop to assist training officers in member services to provide ongoing workshops and updates to First Nations police services officers. Given that First Nations may opt to develop their own MRP laws or may fall under the Federal Provisional Rules, local training is required to ensure that officers are aware of MRP laws in the communities in which they work. The training-for-trainers workshops will be available in French and English. Member services will be sent registration information. Please contact Cori Slaughter, FNCPA’s MRP Coordinator for more information. **Communications** The MRP program includes news and updates, FNCPA website updates, and tools for use in the field. **Liaison** The MRP Program enhances the capacity for the MRP and Communications Manager to participate in MRP meetings and events. [](https://www.cpkn.ca/en/course/matrimonial-real-property) #### [Matrimonial Real Property Training - CPKN](https://www.cpkn.ca/en/course/matrimonial-real-property) To register for the course, click here. --- ### [Media Releases](https://fncpa.ca/media/media-releases/) **Published:** February 6, 2019 **Author:** First Nations Chiefs of Police Association **Content:** - [ABOUT FNCPA](https://fncpa.ca/about-fncpa/) - [Vision, Mission and Mandate](https://fncpa.ca/about-fncpa/) - [Responsibilities](https://fncpa.ca/about-fncpa/responsibilities/) - [Message from the President](https://fncpa.ca/about-fncpa/message-from-the-president/) - [Executive](https://fncpa.ca/about-fncpa/executive/) - [Our Team](https://fncpa.ca/about-fncpa/our-team/) - [History](https://fncpa.ca/about-fncpa/history/) - [WHAT WE DO](https://fncpa.ca/what-we-do/programs/) - [Programs](https://fncpa.ca/what-we-do/programs/) - [Policy & Resolutions](https://fncpa.ca/what-we-do/policy-resolutions/) - [Training](https://fncpa.ca/what-we-do/training/) - [EVENTS](https://fncpa.ca/events/) - [2026 FNCPA Mentorship Program for First Nations Police Leaders](https://fncpa.ca/2026-fncpa-mentorship-program-for-first-nations-police-leaders/) - [2026 Annual Conference & Awards](https://fncpa.ca/2026-annual-conference-awards/) - [Annual General Meeting](https://fncpa.ca/annual-general-meeting/) - [MEMBERS](https://fncpa.ca/members/membership-information/) - [Membership Information](https://fncpa.ca/members/membership-information/) - [Current Members](https://fncpa.ca/members/current-members/) - [Members Access](https://fncpa.ca/my-account/) - [Forum](https://fncpa.ca/community/) - [Downloadable Resources](https://fncpa.ca/members/downloadable-resources/) # Media Releases ### Get in Touch Name Email Address Message Submit --- ### [Resources](https://fncpa.ca/what-we-do/resources/) **Published:** March 5, 2019 **Author:** First Nations Chiefs of Police Association **Content:** # Resources # Resources Content to come. Please check back again. --- ### [Drug-Impaired Driving Prevention Program](https://fncpa.ca/what-we-do/programs/drug-impaired-driving-program/) **Published:** February 14, 2019 **Author:** First Nations Chiefs of Police Association **Content:** # Drug-Impaired Driving Prevention Program The FNCPA’s Drug-impaired Prevention Program was developed to provide a First Nations specific toolkit including community engagement, information, and promotional materials to First Nations police services to increase awareness of drug-impaired driving issues and the legalization of cannabis in Canada. The aim is to enhance awareness, provide key information, promote discussion, and encourage First Nations youth to make safe, healthy choices about driving and accepting rides. The materials use positive messaging and a matter-of-fact, culturally grounded approach to present information in ways that will appeal to First Nations youth, families, and communities. All materials are available in both French and English. #### For more information, contact: First Nations Chiefs of Police Association Tel: 204-856-5374 Fax: 204-856-5389 Email: ## Did Drugs? Don’t Drive! #### Community Engagement & Information #### Did Drugs? Don’t Drive! Posters Intended for use by First Nations police services as part of their community engagement on the opioid crisis, the posters feature notable First Nations people, the program slogan, inspirational quotes by the person featured on the poster, and information about opioids. The posters, collector cards, and magnets form a set of material featuring world champion boxer Mary Spencer and professional basketball player Michael Linklater. [![](https://fncpa.ca/wp-content/uploads/2019/03/posters-en.jpg)](https://fncpa.ca/wp-content/uploads/2019/03/posters-en.jpg) #### Powerpoint Presentation Intended for use by First Nations police services as part of their community engagement on drug-impaired driving. The presentation provides an outline, basic information, photos, and Stick Person illustrations and animations that may be added to or modified for use with community groups of all ages. [![](https://fncpa.ca/wp-content/uploads/2019/03/powerpoint-en.jpg)](https://fncpa.ca/wp-content/uploads/2019/03/powerpoint-en.jpg) [](#) [](#) Use hammer to strike side windows. Strike windows HARD in CORNER to break glass. Use the blade to cut seat belt. Pull seat belt taut. Firmly pull the blade across the seat belt. [![](https://fncpa.ca/wp-content/uploads/safety-hammers_en.jpg)](https://fncpa.ca/wp-content/uploads/safety-hammers_en.jpg) #### Collector Cards The cards feature Mary Spencer or Michael Linklater on one side and provide information on the other side. [![](https://fncpa.ca/wp-content/uploads/2019/03/cards-en.jpg)](https://fncpa.ca/wp-content/uploads/2019/03/cards-en.jpg) #### Infographic & Infographic Poster A handout and poster using hand drawn illustrations to provide information in a format to appeal to First Nations youth. [![](https://fncpa.ca/wp-content/uploads/2019/03/infographic-en.jpg)](https://fncpa.ca/wp-content/uploads/2019/03/infographic-en.jpg) #### Pamphlets Full colour pamphlets providing straightforward information about drug-impaired driving. [![](https://fncpa.ca/wp-content/uploads/2019/03/pamphlet-en.jpg)](https://fncpa.ca/wp-content/uploads/2019/03/pamphlet-en.jpg) #### Promotional Items The FNCPA has produced a range of materials featuring the FNCPA Drug-impaired Driving slogan to spread the word about the importance of making safe and healthy choices about drug use and driving. These include: - Carabiners - Keychains - Magnets - Popsockets - Safety Hammers/Seatbelt Cutters --- ### [Other – Employment Partners](https://fncpa.ca/other-employment-partners/) **Published:** March 30, 2022 **Author:** First Nations Chiefs of Police Association **Content:** - [Resilience In-Service program](https://fncpa.ca/resilience-officer-training-program/) - [Instructor – Defensive Tactics](https://fncpa.ca/instructor-defensive-tactics-ontario-police-college/) - [CARFAX for Police Training and Certification Program](https://fncpa.ca/carfax-for-police-training-and-certification-program/) - [Sergeant-At-Arms and Executive Director, Legislative Protective Service ](https://fncpa.ca/sergeant-at-arms-and-executive-director-legislative-protective-service/) - [Instructor—Criminal Investigation Training](https://fncpa.ca/instructor-criminal-investigation-training/) --- ### [History](https://fncpa.ca/about-fncpa/history/) **Published:** February 6, 2019 **Author:** First Nations Chiefs of Police Association **Content:** ## Established in 1993 The First Nations Chiefs of Police Association (FNCPA) was established as a not-for-profit organization on January 7, 1993. The purpose of the FNCPA is to serve First Nations police services and First Nations territories across Canada by facilitating the highest level of professionalism and accountability, in a manner that reflects the unique cultures, constitutional status, social circumstances, traditions and aspirations of First Nations. Formal recognition from the Assembly of First Nations (AFN) was received in 1993. The FNCPA is also formally recognized by the Canadian Association of Chiefs of Police (CACP). The FNCPA now has representation on the CACP Board of Directors. The FNCPA operates with funding from the federal government. Some revenues are raised through membership fees and the FNCPA’s annual conference. The FNCPA has also received project funding to develop and provide training and various information and communications materials to member services. The Executive Committee continues to participate on a First Nations Chiefs of Police Association/Aboriginal Policing Directorate Coordination Committee. This liaison committee has formulated a solid working relationship with members of the office of the Solicitor General Canada to explore ways and means for improving First Nations Policing across Canada. The coordination committee meets on a quarterly basis. FNCPA is a non-for-profit status organization. ![](https://fncpa.ca/wp-content/uploads/logo-history-en.jpg)### Visual Identity Left: original logo Right: redesigned logo Fall 2017 The First Nations Chiefs of Police Association was established in 1993. The Founders of FNCPA were: **Houghton, The Late Ernie** *Former Chief of Police* *Akwesasne Mohawk Police* **Frank McKay – McKay, The Late Frank** *Former Chief of Police* *Dakota Ojibway Tribal Council Police* **Kirby, The Late Dan** *Former Chief of Police* *Siksika Law Enforcement* **Reid, Robert** *Former Chief of Police* *Louis Bull Police Department* **Lickers, Glenn** *Retired Chief of Police* *Six Nations Police* **Scout, The Late Elizabeth** *Former Chief of Police* *Blood Tribe Police* **Luloff, Wes** *Retired Chief of Police* *Nishnawbe-Aski Police Service* **Toney, The Late John** *Former Chief of Police* *Eskasoni Police Department* --- ### [Downloadable Resources](https://fncpa.ca/members/downloadable-resources/) **Published:** May 28, 2019 **Author:** First Nations Chiefs of Police Association **Content:** [wpfd_upload category_id=”66″] **File Upload and Download exclusively for Executive Members** As an FNCPA Executive Member, you have exclusive access to the folder Document Exchange. To upload a file, please click on the Select files button and select the file you want to upload. Your file will be uploaded to the Document Exchange folder. To download a file, select the file under the Document Exchange folder and click on the Download button. --- ### [Current Members](https://fncpa.ca/members/current-members/) **Published:** February 12, 2019 **Author:** First Nations Chiefs of Police Association **Content:** ## First Nations Chiefs Of Police Association Active Members #### Rev. 2020.04.01 [Email Subscribe All](#) - Current Members / Membres actuels TitleSizeDownload [Sustaining Members](https://fncpa.ca/download/24/current-members-membres-actuels/6065/sustaining-members-3.pdf "Sustaining Members")237.23 KB [Download](https://fncpa.ca/download/24/current-members-membres-actuels/6065/sustaining-members-3.pdf)[Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=24&wpfd_file_id=6065&token=&preview=1) [Indigenous Chiefs of Police of Ontario](https://fncpa.ca/download/24/current-members-membres-actuels/6069/indigenous-chiefs-of-police-of-ontario-2.pdf "Indigenous Chiefs of Police of Ontario")232.34 KB [Download](https://fncpa.ca/download/24/current-members-membres-actuels/6069/indigenous-chiefs-of-police-of-ontario-2.pdf)[Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=24&wpfd_file_id=6069&token=&preview=1) [Life Members](https://fncpa.ca/download/24/current-members-membres-actuels/6070/life-members-3.pdf "Life Members")223.16 KB [Download](https://fncpa.ca/download/24/current-members-membres-actuels/6070/life-members-3.pdf)[Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=24&wpfd_file_id=6070&token=&preview=1) [Founding Members](https://fncpa.ca/download/24/current-members-membres-actuels/6068/founding-members-3.pdf "Founding Members")222.85 KB [Download](https://fncpa.ca/download/24/current-members-membres-actuels/6068/founding-members-3.pdf)[Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=24&wpfd_file_id=6068&token=&preview=1) [Deputy Chief, Superintendant, Inspector, Staff Sergeant, Lieutenant](https://fncpa.ca/download/24/current-members-membres-actuels/6066/deputy-chief-superintendant-inspector-staff-sergeant-lieutenant-3.pdf "Deputy Chief, Superintendant, Inspector, Staff Sergeant, Lieutenant")239.83 KB [Download](https://fncpa.ca/download/24/current-members-membres-actuels/6066/deputy-chief-superintendant-inspector-staff-sergeant-lieutenant-3.pdf)[Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=24&wpfd_file_id=6066&token=&preview=1) [Chiefs of Police – Directors of Police](https://fncpa.ca/download/24/current-members-membres-actuels/6071/chiefs-of-police-directors-of-police.pdf "Chiefs of Police – Directors of Police")311.52 KB [Download](https://fncpa.ca/download/24/current-members-membres-actuels/6071/chiefs-of-police-directors-of-police.pdf)[Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=24&wpfd_file_id=6071&token=&preview=1) [Associate Members](https://fncpa.ca/download/24/current-members-membres-actuels/6074/associate-members-3.pdf "Associate Members")243.18 KB [Download](https://fncpa.ca/download/24/current-members-membres-actuels/6074/associate-members-3.pdf)[Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=24&wpfd_file_id=6074&token=&preview=1) [Quebec Association of First Nations and Inuit Police Directors (QAFNIPD)](https://fncpa.ca/download/24/current-members-membres-actuels/6072/quebec-association-of-first-nations-and-inuit-police-directors-qafnipd-2.pdf "Quebec Association of First Nations and Inuit Police Directors (QAFNIPD)")229.05 KB [Download](https://fncpa.ca/download/24/current-members-membres-actuels/6072/quebec-association-of-first-nations-and-inuit-police-directors-qafnipd-2.pdf)[Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=24&wpfd_file_id=6072&token=&preview=1) [Honourary Members](https://fncpa.ca/download/24/current-members-membres-actuels/6073/honourary-members-3.pdf "Honourary Members")226.97 KB [Download](https://fncpa.ca/download/24/current-members-membres-actuels/6073/honourary-members-3.pdf)[Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=24&wpfd_file_id=6073&token=&preview=1) --- ### [Membership Information](https://fncpa.ca/members/membership-information/) **Published:** February 12, 2019 **Author:** First Nations Chiefs of Police Association **Content:** [Email Subscribe All](#) - Membership Documents / Documents d'adhésion TitleSizeDownload [Sustaining Members](https://fncpa.ca/download/21/membership-documents-documents-dadhesion/4211/sustaining-members-2.pdf "Sustaining Members")237.23 KB [Download](https://fncpa.ca/download/21/membership-documents-documents-dadhesion/4211/sustaining-members-2.pdf)[Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=21&wpfd_file_id=4211&token=&preview=1) [Quebec Association of First Nations and Inuit Police Directors (QAFNIPD)](https://fncpa.ca/download/21/membership-documents-documents-dadhesion/6062/quebec-association-of-first-nations-and-inuit-police-directors-qafnipd.pdf "Quebec Association of First Nations and Inuit Police Directors (QAFNIPD)")229.05 KB [Download](https://fncpa.ca/download/21/membership-documents-documents-dadhesion/6062/quebec-association-of-first-nations-and-inuit-police-directors-qafnipd.pdf)[Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=21&wpfd_file_id=6062&token=&preview=1) [Life Members](https://fncpa.ca/download/21/membership-documents-documents-dadhesion/4212/life-members-2.pdf "Life Members")223.16 KB [Download](https://fncpa.ca/download/21/membership-documents-documents-dadhesion/4212/life-members-2.pdf)[Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=21&wpfd_file_id=4212&token=&preview=1) [Indigenous Chiefs of Police of Ontario](https://fncpa.ca/download/21/membership-documents-documents-dadhesion/6063/indigenous-chiefs-of-police-of-ontario.pdf "Indigenous Chiefs of Police of Ontario")232.34 KB [Download](https://fncpa.ca/download/21/membership-documents-documents-dadhesion/6063/indigenous-chiefs-of-police-of-ontario.pdf)[Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=21&wpfd_file_id=6063&token=&preview=1) [Honourary Members](https://fncpa.ca/download/21/membership-documents-documents-dadhesion/4214/honourary-members-2.pdf "Honourary Members")226.97 KB [Download](https://fncpa.ca/download/21/membership-documents-documents-dadhesion/4214/honourary-members-2.pdf)[Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=21&wpfd_file_id=4214&token=&preview=1) [Founding Members](https://fncpa.ca/download/21/membership-documents-documents-dadhesion/4216/founding-members-2.pdf "Founding Members")222.85 KB [Download](https://fncpa.ca/download/21/membership-documents-documents-dadhesion/4216/founding-members-2.pdf)[Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=21&wpfd_file_id=4216&token=&preview=1) [FNCPA Membership Application and Renewal Form 17 10 01 EN](https://fncpa.ca/download/21/membership-documents-documents-dadhesion/818/fncpa-membership-application-and-renewal-form-17-10-01-en.pdf "FNCPA Membership Application and Renewal Form 17 10 01 EN")88.60 KB [Download](https://fncpa.ca/download/21/membership-documents-documents-dadhesion/818/fncpa-membership-application-and-renewal-form-17-10-01-en.pdf)[Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=21&wpfd_file_id=818&token=&preview=1) [Deputy Chief, Superintendant, Inspector, Staff Sergeant, Lieutenant](https://fncpa.ca/download/21/membership-documents-documents-dadhesion/4217/deputy-chief-superintendant-inspector-staff-sergeant-lieutenant-2.pdf "Deputy Chief, Superintendant, Inspector, Staff Sergeant, Lieutenant")239.83 KB [Download](https://fncpa.ca/download/21/membership-documents-documents-dadhesion/4217/deputy-chief-superintendant-inspector-staff-sergeant-lieutenant-2.pdf)[Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=21&wpfd_file_id=4217&token=&preview=1) [Chiefs of Police – Directors of Police](https://fncpa.ca/download/21/membership-documents-documents-dadhesion/4213/chiefs-of-police-directors-of-police-2.pdf "Chiefs of Police – Directors of Police")271.93 KB [Download](https://fncpa.ca/download/21/membership-documents-documents-dadhesion/4213/chiefs-of-police-directors-of-police-2.pdf)[Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=21&wpfd_file_id=4213&token=&preview=1) [Associate Members](https://fncpa.ca/download/21/membership-documents-documents-dadhesion/4215/associate-members-2.pdf "Associate Members")243.18 KB [Download](https://fncpa.ca/download/21/membership-documents-documents-dadhesion/4215/associate-members-2.pdf)[Preview ](https://fncpa.ca/wp-admin/admin-ajax.php?action=wpfd&task=file.download&wpfd_category_id=21&wpfd_file_id=4215&token=&preview=1) ## Membership guidelines FNCPA Membership for the Association is divided in five(5) classes: **5.1 Active;** **5.2 Honourary;** **5.3 Sustaining;** **5.4 Associate; and** **5.5 Life.** **The following are eligible for active membership:** #### **6. Active Members** **6.1** The Chief Constable or person in charge of a police organization recognized by a First Nations or a collective of First Nations of Canada. **6.2** The Deputy Chief or equivalent of a police organization recognized by a First Nations of Canada. Only one active member is given voting privileges per police service. #### **7. Honorary Members** **7.1** Any First Nations law enforcement official not eligible for Active or Life Membership and who has rendered distinguished service in law enforcement or any person of distinction in Canada or elsewhere, may be elected to Honorary membership by a majority vote at an annual conference. **7.2 Elders as Honorary Members** On motion of the board of directors First Nations Elders may be appointed as Honourary members to provide their wisdom to the Association and to assist The board in its deliberations. **7.3** The membership of Honorary members may be reviewed annually by the Credentials Committee. Upon the recommendation of a majority of members of the Credentials Committee and the approval of the board, individual membership may be continued. **7.4** Honorary members are not entitled to vote or to hold office. #### **8. Sustaining Members** **8.1** The board, may on motion appoint as a Sustaining member, any person who has made a financial contribution to the funds of the Association to assist in the furtherance of its aims and objectives and who has thereby demonstrated a continuing interest in promoting and developing the welfare of the Association. **8.2** Sustaining members are not entitled to vote or to hold office. #### **9. Associate Members** **9.1 Eligibility** The following may be eligible for Associate membership: Justice administrator/co-ordinator, a chairman of a police commission, it’s designate or equivalent and any other individual at the discretion of the Association. **9.2 Privileges** Associate members have all the privileges of Active membership except those of voting and holding office. #### **10. Life Members** **10.1 Retired Active or Associated Members** An Active or Associate member in good standing in the Association for a period of five years at the time of his retirement from service for reason of voluntary separation, age, health, or superannuation, may be elected as a Life member by a majority vote at an annual conference. **10.2 Past President** A member in good standing vacating the office of President of the Association becomes a Life Member. **10.3 Other Active Members** Any Active member who has served the Association with honour and distinction may be made a Life member upon recommendation of the Credentials Committee and election by a majority of the votes cast at an annual conference. --- ### [Responsibilities](https://fncpa.ca/about-fncpa/responsibilities/) **Published:** March 27, 2019 **Author:** First Nations Chiefs of Police Association **Content:** Consistent with this mandate, the work of the FNCPA covers a wide range of responsibilities: **1. EFFECTIVE POLICING ON FIRST NATIONS TERRITORIES** 1. To provide assistance and expertise in the development and sustainability of highly efficient Self Administered First Nations Police Services throughout Canada. 2. To facilitate information-sharing across First Nation communities about best practices in First Nations policing. 3. To encourage the hiring and retention on First Nation territories of the best-qualified aboriginal police officers by advocating and promoting fairness in the compensation, living and working conditions of First Nations officers. 4. To encourage, advance and study modern and progressive techniques in public security and the prevention and detection of crime in aboriginal communities and territories. **2. REFLECTING CULTURAL, SOCIAL AND CONSTITUTIONAL DIVERSITY** To advance Aboriginal values in the delivery of policing. 1. in order to support the development of distinct approaches to First Nations policing that reflect Aboriginal culture and contributes to the cultural integrity of First Nations; and 2. in order to promote models of Self Administered First Nations policing that will have maximum effectiveness in light of the unique social and cultural circumstances of each community. 3. through the sharing of cultural practices among our partners that enhance police service delivery and promote community wellness. **3. ACCOUNTABILITY** 1. To promote and maintain a high standard of ethics, integrity, honour and conduct in the profession of First Nations policing, taking into account traditional values and First Nations traditional law. 2. To be accountable in all aspects of its work to its member First Nations Police Services. **4. TRAINING** To promote and foster cultural meaningful and appropriate training programs to meet the needs of First Nations Police Services and communities. **5. EDUCATION** To provide and participate in forums for its members and partners designed to share information about the roles and functions of First Nations Police Services and the policing needs of First Nation communities. **6. PROVISION OF ADVICE AND EXPERTISE** As an unparalleled authority on the cultural and operational needs of First Nations police services, the FNCPA is uniquely positioned to share its expertise on issues of justice and public security with its members, non-members and with its government partners. **7. EFFECTIVE PARTNERSHIPS** To co-ordinate with the federal and provincial governments and other agencies involved in policing to ensure that their mutual policing policies and initiatives are developed with sensitivity to the unique needs of First Nation communities. **8. BEST PRACTICES IN ABORIGINAL POLICING** One of the key roles of the FNCPA, given its national scope and mandate, is to identify best practices in First Nations policing and to promote the understanding of those practices. --- ### [Opioid Awareness Program](https://fncpa.ca/what-we-do/programs/opioid-awareness-program/) **Published:** March 18, 2020 **Author:** First Nations Chiefs of Police Association **Content:** # Opioid Awareness Program The FNCPA’s Opioid Awareness Program was developed to provide a First Nations specific toolkit including information, promotional, and community engagement materials to First Nations police services to increase awareness of opioids and the dangers of both prescription opioids and street drugs. The program complements the FNCPA’s Drug-Impaired Driving Prevention Program and reinforces the messaging around driving and accepting rides. The aim is to enhance awareness, provide accurate information, promote discussion, encourage First Nations youth to make safe, healthy choices about opioid use, and to make all community members aware of how they can help to fight the opioid crisis in First Nations communities. The materials use positive messaging and a straightforward, culturally grounded approach to present information in ways that will appeal to First Nations youth, families, and communities. All materials are available in both French and English. #### For more information, contact: First Nations Chiefs of Police Association Tel: 204-856-5374 Fax: 204-856-5389 Email: ### OPIODS? Misuse, you lose! **Community Engagement, Information and Promotional Items Toolkit** Intended for use by First Nations police services as part of their community engagement on opioid awareness, the toolkit provides FNCPA branded materials geared to youth but suitable for use with all community groups. Materials include: a Powerpoint presentation, posters, collector cards, magnets, keychains, and stress balls. #### Posters Intended for use by First Nations police services as part of their community engagement on the opioid crisis, the posters feature notable First Nations people, the program slogan, inspirational quotes by the person featured on the poster, and information about opioids. [![](https://fncpa.ca/wp-content/uploads/posters-opioids-en.jpg)](https://fncpa.ca/wp-content/uploads/posters-opioids-en.jpg) #### Powerpoint Presentation Intended for use by First Nations police services as part of their community engagement on opioid awareness. The presentation provides an outline, basic information, photos, and Stick Person illustrations and animations that may be added to or modified for use with community groups of all ages. [![](https://fncpa.ca/wp-content/uploads/powerpoint-opioids-en.jpg)](https://fncpa.ca/wp-content/uploads/powerpoint-opioids-en.jpg) #### Collector Cards The cards feature Theland Kicknosway, Cody Jamieson, or Brooke Stacey on one side and provide information about opioids on the other side. [![](https://fncpa.ca/wp-content/uploads/cards-2-en.jpg)](https://fncpa.ca/wp-content/uploads/cards-2-en.jpg) #### Promotional Items The FNCPA has produced a range of materials featuring the FNCPA Opioid Awareness Program slogan to spread the word about the importance of making safe and healthy choices about opioid use. These include: - Keychains: Female Hockey Player and Male Lacrosse Player with the “Opioids? Misuse, you lose!” slogan printed across the back of their jerseys. - Magnets: Featuring Theland Kicknosway, Cody Jamieson, and Brooke Stacey, the opioid slogan, and individual messages. - Stress Balls: FNCPA Police SUV with the “Opioids? Misuse, you lose!” slogan emblazoned on one side. #### Magnets The magnets feature Theland Kicknosway, Cody Jamieson, or Brook Stacey along with key campaign messaging. [![](https://fncpa.ca/wp-content/uploads/magnet-opioid-en.jpg)](https://fncpa.ca/wp-content/uploads/magnet-opioid-en.jpg) --- ### [Registration](https://fncpa.ca/registration/) **Published:** May 24, 2019 **Author:** First Nations Chiefs of Police Association **Content:** # Registration # Registration Members Access area license (Please read and check the box before registering) \*The Members Access area on the FNCPA.ca Website ('the 'Members Access area') is a service of FNCPA, (hereafter, 'FNCPA', 'we', 'us', or 'our'). As used herein, all references to 'FNCPA ' means FNCPA and its related or affiliated entities, and their respective directors, officers, representatives, employees, consultants, agents, service providers, suppliers and licensors. The Members Access area provides restricted access to certain content and services for users of various police organizations, and related products/services offered by FNCPA. Use of the Members Access area requires a user ID and password or additional authentication for access. If FNCPA or a delegate of FNCPA provides you with a user ID and password, or any other means to access restricted areas of the Members Access area, you must ensure that the ID, password, or other means of access are kept strictly confidential. First Name \* Name of Police Organization Email Address \* Password \* [](javaScript:void(0) " Show password ") Last Name \* Title Username \* Confirm Password \* [](javaScript:void(0) " Show password ") Register --- ### [Publications](https://fncpa.ca/publications/) **Published:** March 29, 2019 **Author:** First Nations Chiefs of Police Association **Content:** - [ABOUT FNCPA](https://fncpa.ca/about-fncpa/) - [Vision, Mission and Mandate](https://fncpa.ca/about-fncpa/) - [Responsibilities](https://fncpa.ca/about-fncpa/responsibilities/) - [Message from the President](https://fncpa.ca/about-fncpa/message-from-the-president/) - [Executive](https://fncpa.ca/about-fncpa/executive/) - [Our Team](https://fncpa.ca/about-fncpa/our-team/) - [History](https://fncpa.ca/about-fncpa/history/) - [WHAT WE DO](https://fncpa.ca/what-we-do/programs/) - [Programs](https://fncpa.ca/what-we-do/programs/) - [Policy & Resolutions](https://fncpa.ca/what-we-do/policy-resolutions/) - [Training](https://fncpa.ca/what-we-do/training/) - [EVENTS](https://fncpa.ca/events/) - [2026 FNCPA Mentorship Program for First Nations Police Leaders](https://fncpa.ca/2026-fncpa-mentorship-program-for-first-nations-police-leaders/) - [2026 Annual Conference & Awards](https://fncpa.ca/2026-annual-conference-awards/) - [Annual General Meeting](https://fncpa.ca/annual-general-meeting/) - [MEMBERS](https://fncpa.ca/members/membership-information/) - [Membership Information](https://fncpa.ca/members/membership-information/) - [Current Members](https://fncpa.ca/members/current-members/) - [Members Access](https://fncpa.ca/my-account/) - [Forum](https://fncpa.ca/community/) - [Downloadable Resources](https://fncpa.ca/members/downloadable-resources/) # Publications ![](https://fncpa.ca/wp-content/uploads/2019/02/FNCPA-BY-LAWS-EN.jpg) #### First Nations Chiefs of Police Association By Laws Cliquez pour télécharger le PDF ![](https://fncpa.ca/wp-content/uploads/2019/02/MEDIA-RELEASE-FNCPA-Resolution-2017.jpg) #### First Nations Chiefs of Police, Call for First Nations Policing to be Entrenched as an Essential service Cliquez pour télécharger le PDF ## Documents i #### FNCPA Order/Address to the House of Commons ##### 6 JUIN 2012 Cliquez pour télécharger le PDF ### Get in Touch Nom Courriel Message Submit --- ### [Media Releases](https://fncpa.ca/media-releases/) **Published:** March 29, 2019 **Author:** First Nations Chiefs of Police Association **Content:** - [ABOUT FNCPA](https://fncpa.ca/about-fncpa/) - [Vision, Mission and Mandate](https://fncpa.ca/about-fncpa/) - [Responsibilities](https://fncpa.ca/about-fncpa/responsibilities/) - [Message from the President](https://fncpa.ca/about-fncpa/message-from-the-president/) - [Executive](https://fncpa.ca/about-fncpa/executive/) - [Our Team](https://fncpa.ca/about-fncpa/our-team/) - [History](https://fncpa.ca/about-fncpa/history/) - [WHAT WE DO](https://fncpa.ca/what-we-do/programs/) - [Programs](https://fncpa.ca/what-we-do/programs/) - [Policy & Resolutions](https://fncpa.ca/what-we-do/policy-resolutions/) - [Training](https://fncpa.ca/what-we-do/training/) - [EVENTS](https://fncpa.ca/events/) - [2026 FNCPA Mentorship Program for First Nations Police Leaders](https://fncpa.ca/2026-fncpa-mentorship-program-for-first-nations-police-leaders/) - [2026 Annual Conference & Awards](https://fncpa.ca/2026-annual-conference-awards/) - [Annual General Meeting](https://fncpa.ca/annual-general-meeting/) - [MEMBERS](https://fncpa.ca/members/membership-information/) - [Membership Information](https://fncpa.ca/members/membership-information/) - [Current Members](https://fncpa.ca/members/current-members/) - [Members Access](https://fncpa.ca/my-account/) - [Forum](https://fncpa.ca/community/) - [Downloadable Resources](https://fncpa.ca/members/downloadable-resources/) # Media Releases ### Get in Touch Nom Courriel Message Submit --- ### [WP File download search](https://fncpa.ca/wp-file-download-search/) **Published:** March 5, 2019 **Author:** First Nations Chiefs of Police Association **Content:** ![](https://fncpa.ca/wp-content/plugins/wp-file-download/app/site/assets/images/searchloader.svg) ![](https://fncpa.ca/wp-content/plugins/wp-file-download/app/site/assets/images/search-24.svg) ![](https://fncpa.ca/wp-content/plugins/wp-file-download/app/site/assets/images/search_loading.gif) Search ![](https://fncpa.ca/wp-content/plugins/wp-file-download/app/site/assets/images/arrow_down_dark.svg) All Categories - - All Categories - \*\*Membership Documents / Documents d'adhésion - \*\*Events / Événements - \*\*\*More Information - \*\*\*Annual Conference Downloads - \*\*Media Releases / Communiqués de presse - \*\*Policies and Resolutions / Politiques et résolutions - \*\*Current Members / Membres actuels - \*Mentorship Program Search Creation Date From ![](https://fncpa.ca/wp-content/plugins/wp-file-download/app/site/assets/images/calendar_today.svg) To ![](https://fncpa.ca/wp-content/plugins/wp-file-download/app/site/assets/images/calendar_today.svg) Update From ![](https://fncpa.ca/wp-content/plugins/wp-file-download/app/site/assets/images/calendar_today.svg) To ![](https://fncpa.ca/wp-content/plugins/wp-file-download/app/site/assets/images/calendar_today.svg) [ CLEAR ALL ](#) --- ### [WP File download search](https://acppn.ca/wp-file-download-search/) **Published:** March 5, 2019 **Author:** First Nations Chiefs of Police Association **Content:** ![](https://fncpa.ca/wp-content/plugins/wp-file-download/app/site/assets/images/searchloader.svg) ![](https://fncpa.ca/wp-content/plugins/wp-file-download/app/site/assets/images/search-24.svg) ![](https://fncpa.ca/wp-content/plugins/wp-file-download/app/site/assets/images/search_loading.gif) Search ![](https://fncpa.ca/wp-content/plugins/wp-file-download/app/site/assets/images/arrow_down_dark.svg) All Categories - - All Categories - \*\*Membership Documents / Documents d'adhésion - \*\*Events / Événements - \*\*\*More Information - \*\*\*Annual Conference Downloads - \*\*Media Releases / Communiqués de presse - \*\*Policies and Resolutions / Politiques et résolutions - \*\*Current Members / Membres actuels - \*Mentorship Program Search Creation Date From ![](https://fncpa.ca/wp-content/plugins/wp-file-download/app/site/assets/images/calendar_today.svg) To ![](https://fncpa.ca/wp-content/plugins/wp-file-download/app/site/assets/images/calendar_today.svg) Update From ![](https://fncpa.ca/wp-content/plugins/wp-file-download/app/site/assets/images/calendar_today.svg) To ![](https://fncpa.ca/wp-content/plugins/wp-file-download/app/site/assets/images/calendar_today.svg) [ CLEAR ALL ](#) --- ### [What We Do](https://fncpa.ca/what-we-do/) **Published:** February 5, 2019 **Author:** First Nations Chiefs of Police Association --- ## Categories ### [News](https://fncpa.ca/category/news/) --- ### [Nouvelles](https://acppn.ca/category/nouvelles/) --- ### [Employment Partners](https://fncpa.ca/category/employment-partners/) --- ### [Partenaires d’emploi](https://acppn.ca/category/partenaires-demploi/) --- ### [Events](https://fncpa.ca/category/events/) --- ### [Événements](https://acppn.ca/category/evenements/) --- ## Tags ### [Annual General Meeting](https://fncpa.ca/tag/annual-general-meeting/) --- ### [Executive Elections](https://fncpa.ca/tag/executive-elections/) --- ### [media release](https://fncpa.ca/tag/media-release/) --- ## WP File Download ### [General Documents / Documents généraux ](https://fncpa.ca/wp-file-download/general-documents-documents-generaux/) **Description:** {“refToFile”:[]} --- ### [Policies and Resolutions / Politiques et résolutions ](https://fncpa.ca/wp-file-download/policies-and-resolutions-politiques-et-resolutions/) **Description:** {“theme”:”table”,”visibility”:”0″,”ordering”:”ordering”,”orderingdir”:”asc”,”table_stylingmenu”:”1″,”table_showcategorytitle”:”0″,”table_showsubcategories”:”1″,”table_showbreadcrumb”:”1″,”table_showfoldertree”:”0″,”table_showtitle”:”1″,”table_croptitle”:”0″,”table_showdescription”:”0″,”table_showsize”:”1″,”table_showversion”:”0″,”table_showhits”:”0″,”table_showdownload”:”1″,”table_showdateadd”:”0″,”table_showdatemodified”:”0″,”table_bgdownloadlink”:”#7c0c08″,”table_colordownloadlink”:”#ffffff”} --- ### [Membership Documents / Documents d'adhésion ](https://fncpa.ca/wp-file-download/membership-documents-documents-dadhesion/) **Description:** {“theme”:”table”,”visibility”:”0″,”ordering”:”title”,”orderingdir”:”desc”,”table_stylingmenu”:”1″,”table_showcategorytitle”:”0″,”table_showsubcategories”:”1″,”table_showbreadcrumb”:”1″,”table_showfoldertree”:”0″,”table_showtitle”:”1″,”table_croptitle”:”0″,”table_showdescription”:”0″,”table_showsize”:”1″,”table_showversion”:”0″,”table_showhits”:”0″,”table_showdownload”:”1″,”table_showdateadd”:”0″,”table_showdatemodified”:”0″,”table_bgdownloadlink”:”#7c0c08″,”table_colordownloadlink”:”#ffffff”,”refToFile”:[]} --- ### [More Information](https://fncpa.ca/wp-file-download/more-information/) **Description:** {“theme”:”tree”,”visibility”:”0″,”ordering”:”ordering”,”orderingdir”:”asc”,”tree_showcategorytitle”:”1″,”tree_showsubcategories”:”1″,”tree_download_popup”:”1″,”tree_showtitle”:”1″,”tree_croptitle”:”0″,”tree_showdescription”:”1″,”tree_showsize”:”1″,”tree_showversion”:”1″,”tree_showhits”:”0″,”tree_showdownload”:”0″,”tree_showdateadd”:”0″,”tree_showdatemodified”:”1″,”tree_bgdownloadlink”:”#bc1617″,”tree_colordownloadlink”:”#ffffff”} --- ### [Current Members / Membres actuels ](https://fncpa.ca/wp-file-download/current-members-membres-actuels/) **Description:** {“theme”:”table”,”visibility”:”0″,”ordering”:”ordering”,”orderingdir”:”asc”,”table_styling”:”1″,”table_stylingmenu”:”1″,”table_showcategorytitle”:”0″,”table_showsubcategories”:”1″,”table_showbreadcrumb”:”1″,”table_showfoldertree”:”0″,”table_showtitle”:”1″,”table_croptitle”:”0″,”table_showdescription”:”0″,”table_showsize”:”1″,”table_showversion”:”0″,”table_showhits”:”0″,”table_showdownload”:”1″,”table_showdateadd”:”0″,”table_showdatemodified”:”0″,”table_bgdownloadlink”:”#7c0c08″,”table_colordownloadlink”:”#ffffff”} --- ### [Drug-impaired Prevention Program](https://fncpa.ca/wp-file-download/drug-impaired-prevention-program/) **Description:** {“theme”:”table”,”visibility”:”1″,”roles”:[“administrator”,”subscriber”],”ordering”:”ordering”,”orderingdir”:”desc”,”table_styling”:”1″,”table_stylingmenu”:”1″,”table_showcategorytitle”:”0″,”table_showsubcategories”:”1″,”table_showbreadcrumb”:”1″,”table_showfoldertree”:”0″,”table_showtitle”:”1″,”table_croptitle”:”0″,”table_showdescription”:”0″,”table_showsize”:”1″,”table_showversion”:”0″,”table_showhits”:”0″,”table_showdownload”:”1″,”table_showdateadd”:”0″,”table_showdatemodified”:”0″,”table_bgdownloadlink”:”#7c0c08″,”table_colordownloadlink”:”#ffffff”,”refToFile”:[]} --- ### [Annual Conference Downloads](https://fncpa.ca/wp-file-download/annual-conference-downloads/) **Description:** {“theme”:”table”,”ordering”:”ordering”,”orderingdir”:”asc”,”subcategoriesordering”:”namedescending”,”visibility”:”0″,”table_stylingmenu”:”1″,”table_showcategorytitle”:”0″,”table_showsubcategories”:”1″,”table_showbreadcrumb”:”0″,”table_showfoldertree”:”0″,”table_expanded_folder_tree”:”0″,”table_showuploadform”:”1″,”table_displayfilesearch”:”1″,”table_bgcolor”:”rgba(255, 255, 255, 0)”,”table_showtitle”:”0″,”table_showdescription”:”1″,”table_showsize”:”0″,”table_showversion”:”0″,”table_showhits”:”0″,”table_showdownload”:”0″,”table_showdateadd”:”0″,”table_showdatemodified”:”0″,”table_croptitle”:”0″,”table_bgdownloadlink”:”#7c0c08″,”table_colordownloadlink”:”#ffffff”,”category_password”:””,”category_own”:1} --- ### [Downloadable Resources / Ressources téléchargeables](https://fncpa.ca/wp-file-download/downloadable-resources-ressources-telechargeables/) **Description:** {“theme”:”tree”,”visibility”:”1″,”roles”:[“administrator”,”editor”,”subscriber”],”ordering”:”ordering”,”orderingdir”:”asc”,”marginleft”:”10″,”marginright”:”10″,”margintop”:”10″,”marginbottom”:”10″,”showcategorytitle”:”0″,”showsubcategories”:”1″,”showbreadcrumb”:”0″,”showfoldertree”:”1″,”showtitle”:”0″,”croptitle”:”300″,”showdescription”:”0″,”showsize”:”1″,”showversion”:”1″,”showhits”:”0″,”showdownload”:”1″,”showdateadd”:”0″,”showdatemodified”:”0″,”bgdownloadlink”:”#7c0c08″,”colordownloadlink”:”#ffffff”} --- ### [Programs (Members-only) / Programmes (membres seulement) ](https://fncpa.ca/wp-file-download/programs-members-only-programmes-membres-seulement/) **Description:** {“theme”:”table”,”visibility”:”1″,”roles”:[“administrator”,”subscriber”],”ordering”:”title”,”orderingdir”:”desc”,”table_stylingmenu”:”1″,”table_showcategorytitle”:”0″,”table_showsubcategories”:”1″,”table_showbreadcrumb”:”0″,”table_showfoldertree”:”0″,”table_showtitle”:”1″,”table_croptitle”:”0″,”table_showdescription”:”0″,”table_showsize”:”1″,”table_showversion”:”0″,”table_showhits”:”0″,”table_showdownload”:”1″,”table_showdateadd”:”0″,”table_showdatemodified”:”0″,”table_bgdownloadlink”:”#7c0c08″,”table_colordownloadlink”:”#ffffff”} --- ### [Events / Événements](https://fncpa.ca/wp-file-download/events-evenements/) **Description:** {“theme”:”default”,”visibility”:”0″,”ordering”:”title”,”orderingdir”:”desc”,”marginleft”:”10″,”marginright”:”10″,”margintop”:”10″,”marginbottom”:”10″,”showcategorytitle”:”1″,”showsubcategories”:”1″,”showbreadcrumb”:”1″,”showfoldertree”:”1″,”showtitle”:”1″,”croptitle”:”100″,”showsize”:”1″,”showversion”:”1″,”showhits”:”0″,”showdownload”:”1″,”showdateadd”:”0″,”showdatemodified”:”0″,”bgdownloadlink”:”#7c0c08″,”colordownloadlink”:”#ffffff”} --- ### [Media Releases / Communiqués de presse ](https://fncpa.ca/wp-file-download/media-releases-communiques-de-presse/) **Description:** {“theme”:”default”,”visibility”:”0″,”ordering”:”title”,”orderingdir”:”desc”,”marginleft”:”10″,”marginright”:”10″,”margintop”:”10″,”marginbottom”:”10″,”showcategorytitle”:”1″,”showsubcategories”:”1″,”showbreadcrumb”:”1″,”showfoldertree”:”1″,”showtitle”:”1″,”croptitle”:”300″,”showdescription”:”1″,”showsize”:”1″,”showversion”:”1″,”showhits”:”0″,”showdownload”:”1″,”showdateadd”:”0″,”showdatemodified”:”0″,”bgdownloadlink”:”#7c0c08″,”colordownloadlink”:”#ffffff”} --- ### [Opioid Awareness Program](https://fncpa.ca/wp-file-download/opioid-awareness-program/) **Description:** {“theme”:”table”,”visibility”:”1″,”roles”:[“administrator”,”subscriber”],”ordering”:”title”,”orderingdir”:”desc”,”table_stylingmenu”:”1″,”table_showcategorytitle”:”0″,”table_showsubcategories”:”1″,”table_showbreadcrumb”:”1″,”table_showfoldertree”:”0″,”table_showtitle”:”1″,”table_croptitle”:”0″,”table_showdescription”:”0″,”table_showsize”:”1″,”table_showversion”:”0″,”table_showhits”:”0″,”table_showdownload”:”1″,”table_showdateadd”:”0″,”table_showdatemodified”:”0″,”table_bgdownloadlink”:”#7c0c08″,”table_colordownloadlink”:”#ffffff”} --- ### [Document Exchange (Executive Members-only) / Échange de documents (membres éxécutifs seulement)](https://fncpa.ca/wp-file-download/document-exchange-executive-members-only-echange-de-documents-membres-executifs-seulement/) **Description:** {“theme”:”table”,”visibility”:”1″,”roles”:[“administrator”,”editor”,”subscriber”],”ordering”:”ordering”,”orderingdir”:”asc”,”table_stylingmenu”:”1″,”table_showcategorytitle”:”0″,”table_showsubcategories”:”0″,”table_showbreadcrumb”:”0″,”table_showfoldertree”:”1″,”table_showtitle”:”1″,”table_croptitle”:”0″,”table_showdescription”:”1″,”table_showsize”:”1″,”table_showversion”:”0″,”table_showhits”:”0″,”table_showdownload”:”1″,”table_showdateadd”:”0″,”table_showdatemodified”:”0″,”table_bgdownloadlink”:”#7c0c08″,”table_colordownloadlink”:”#ffffff”} --- ### [Mentorship Program](https://fncpa.ca/wp-file-download/mentorship-program/) **Description:** {“theme”:”tree”,”ordering”:”ordering”,”orderingdir”:”asc”,”subcategoriesordering”:”customorder”,”visibility”:”0″,”tree_showcategorytitle”:”1″,”tree_showsubcategories”:”1″,”tree_showbreadcrumb”:”0″,”tree_download_popup”:”1″,”tree_showuploadform”:”1″,”tree_displayfilesearch”:”0″,”tree_expanded_subcategories”:”0″,”tree_bgcolor”:”rgba(255, 255, 255, 0)”,”tree_showtitle”:”0″,”tree_showdescription”:”1″,”tree_showsize”:”1″,”tree_showversion”:”1″,”tree_showhits”:”1″,”tree_showdownload”:”0″,”tree_showdateadd”:”1″,”tree_showdatemodified”:”0″,”tree_croptitle”:”0″,”tree_bgdownloadlink”:”#bc1617″,”tree_colordownloadlink”:”#ffffff”,”category_password”:””,”category_own”:1} ---