Job Description

THE OPPORTUNITY Grande Prairie is a growing mid-sized city with a vibrant and diverse population of approximately 70,000 residents. As the largest commercial centre north of Edmonton, Grande Prairie serves as a regional hub serving an additional 300,000 people across Northwestern Alberta, Northeastern British Columbia, and the Northwest Territories. Grande Prairie\xe2\x80\x99s economic base is strong and is led primarily by the energy, forestry, agriculture, tourism, and retail industries. Over the next 25 years, the Government of Alberta projects Grande Prairie to experience the largest population growth in the province.
In 2022, City Council commenced an extensive Police Service Model Review which subsequently led to the development of a detailed Policing Transition Plan for the establishment of, and transition to, a new Municipal Police Service. The primary intention of this initiative is to enhance public safety within the community using a modern policing approach that is appropriately suited to the needs of the community. In early March 2023, Council approved the creation of the Grande Prairie Police Service (GPPS), which was subsequently formally authorized by the Province of Alberta. Current implementation timelines project that the GPPS will become the Police Service of Jurisdiction and assume all municipal policing duties currently performed by the RCMP on April 1, 2026.
The Grande Prairie Police Commission, once fully formed and operational, will have final authority over the content of descriptions of roles, responsibilities, qualities and competencies of the Chief of Police. In the interim, this document is intended to initiate the process that will generate interest that the Commission will ultimately be able to consider. As the first new municipal police service in Alberta since 1956, the GPPS offers a truly unique opportunity for a Chief of Police to develop and lead a modern, integrated public safety agency with a focus on local oversight, transparency and recruitment; using a community policing technique that deploys an integrated tiered service response. The tiered service model is an exciting opportunity to combine some existing resources that are already working well in the community, with new additions to the GPPS. Recruitment of top leadership professionals is pivotal to the immediate and long-term success of the GPPS.
Throughout the policing transition period, the expectations of the role are more than those of a traditional Chief of Police. The new Chief will need to have all the skills and competencies that are traditionally associated with the role, and will also require highly developed acumen enabling a primary focus on relationship building, collaboration, communication, development of formal agreements, recruitment and training, strategic planning, and other administrative functions that are necessary to build a new service from the ground up.

POSITION DESCRIPTION
The Grande Prairie Police Commission is seeking a respected and experienced Chief of Police to be responsible for the implementation of the Policing Transition Plan and the overall leadership and direction of the newly established GPPS.
As the senior leader of the service, the Chief will be responsible to the Police Commission for developing and implementing the Mission, Vision and Core Values of the service; and for all aspects of planning, coordination, administration, and implementation of GPPS activities during the transition period and beyond. The Chief of Police is responsible for leading the GPPS in Public Safety, Public Accountability, Community Relations, and Media Management. The Chief of Police will provide overall leadership and guidance to a team of over 200 employees, both sworn and civilian, and inspire a positive and engaging work environment for all employees that is safe, respectful, inclusive, and based on a culture of service excellence, innovation, and teamwork. The Chief of Police will ensure effective governance of the GPPS through implementation of appropriate plans, budgets, policies, and procedures. The Chief of Police will ensure the ongoing success of the GPPS through effective recruitment, training, mentorship, and ongoing education for all staff, and leveraging the strengths of all team members. Effective relationship building and communication is essential as many initiatives will require the GPPS to work in close collaboration with the City of Grande Prairie, RCMP, provincial and federal governments, multiple community groups, and police services in Alberta and across Canada. The Chief of Police will lead the development and implementation of Memorandums of Understanding and other formal agreements with multiple external agencies to ensure a smooth transition in policing services and the ability to sustain operations in the long-term. The Chief of Police will oversee the implementation of Legal, Human Resources, Information Technology, Procurement, vehicle fleet management, facilities management, systems for the GPPS. The Chief of Police will be a role model for behaviour consistent with the principles and values of a modern, professional, ethical, equitable and locally accountable police service. In order to be successful, the Chief of Police will develop a thorough understanding of the City of Grande Prairie\xe2\x80\x99s community culture, organizational structure, corporate strategy, and key priorities.

Reporting Relationships Reports to: Police Commission Direct Reports: Superintendents x 2 and Senior Executive Advisor


Key Relationships:

• 
  Police Commission
• City Council
• RCMP
• City Administration
• Government of Alberta
• Government of Canada
• Police Service Association
• Employee unions Association
• Alberta Chiefs of Police
• Alberta Law Enforcement Response Teams (ALERT)
• Post-Secondary Institutions
• Local residents, community groups, and businesses
• Local organizations such as the Chamber of Commerce and Downtown Business Association
• Media

POSITION PROFILE Key Accountabilities & Responsibilities
As an accountable and visionary leader, the Chief of Police is responsible for: STRATEGIC LEADERSHIP

• Collaboratively formulating a clear and compelling vision for the police service;
• Organizing and prioritizing critical issues and required information for the Police Commission to facilitate efficient governance level decision making;
• Leading communication efforts with the Police Commission in response to requests, seeking opportunities to influence stakeholders, government officials and other contacts;
• Overseeing, planning, and implementing the strategic activities and initiatives of the Police Commission;
• Promoting long-term planning and conceptualizing new initiatives that lead to improved processes and practices across the police service; and
• Addressing barriers to equity, diversity, and inclusion through measurable actions.

STAKEHOLDER RELATIONS

• Articulating clear messages, internally and externally, to support an approach that blends intelligence-led and problem-oriented policing;
• Establishing the philosophy and direction of the organization\xe2\x80\x99s relationship with the public and with the media;
• Building cooperative relationships within the Police Service, Commission, RCMP and with other agencies to mutually strengthen the overall level of service provided to the public; and
• Conducting scans at provincial, national and international levels, and leading discussions within the Police Service to continually explore new opportunities to add value into the community.

OPERATIONS AND GOVERNANCE

• Directing the development of policies and procedures to implement an integrated approach to policing;
• Collaborating with the City\xe2\x80\x99s Corporate Leadership Team to initiate, coordinate and implement plans, budgets, policies, and procedures to ensure efficient and effective delivery of all police services;
• Effectively maintaining independence of the police service from political roles and relationships; and
• Presenting business cases for adequate resources to ensure sustainability of intelligence capabilities.

RECRUITMENT AND STAFF DEVELOPMENT

• Mentoring and supporting the effort of staff to deliver excellent policing, educational and prevention programs, and services;
• Supporting the continuous learning efforts of staff so as to ensure technical proficiency and the development of competencies in staff for succession planning and job enrichment;
• Discovering the strengths of others and helping them utilize their strengths to improve morale; and
• Ensuring ongoing efficient and effective recruitment of officers consistent with Police Service Core Values.

EDUCATION AND EXPERIENCE

• Bachelor\xe2\x80\x99s degree, or equivalent, in a discipline related to law enforcement, criminal justice, administration or social sciences is required, with preference for a degree at the master\xe2\x80\x99s level;
• Minimum of 15 years police service experience including at least five years in progressively responsible senior administrative, management or executive roles;
• Demonstrated leadership experience with the ability to develop effective relationships, maintain trust and elicit respect within the community, Commission, the Executive Team and throughout the entire Service;
• Demonstrate knowledge and ability to advance principles of equity, diversity and inclusion;
• An equivalent combination of Commission approved education and experience may be considered; and
• In addition to Education and Experience they will need obtain and maintain a Security Record Check.

BEHAVIOURAL COMPETENCIES 1. Leadership:

• 
  Integrity: Demonstrates strong morals and honesty.
• Ethical Accountability: Communicates the organization\xe2\x80\x99s values and ethics.
• Active Listening: a fluent active listener with all stakeholders providing undivided attention to a speaker, seeking first to understand without judgement and practices silence effectively.

2. Strategic thinking:

• Able to analyze the short and long-term environment and take actions to move the culture and service in a forward manner;
• Able to identify emerging public safety needs and adapt services appropriately;
• Able to Identify and support creative ways to partner with hard-to-reach stakeholders; and
• Able to attract, retain, develop, and motivate and effective team.

3. Change Champion:

• Formulates a clear and compelling vision for change and its implications for the organization;
• Inspires, energizes, and leads the organization to achieve objectives;
• Communicates change initiative and impact to police service employees, Commission, community members and government agencies;
• Advocates for the necessary resources for the changes initiative;
• Creates an environment with the executive team that encourages innovation and continuous improvement; and
• Committed to proactive succession planning, staff development and continued learning.
  

4. Respected and Respectful Leader:

• Demonstrates respect through behaviours and actions;
• Excellent ability to effectively synthesize information, present concepts and facilitate discussion and understanding with diverse audiences including the media, union and government officials;
• Comprehensive knowledge of police service role within society and the Canadian Criminal Justice System;
• Effective analytical problem-solver and consensus-builder;
• Excellent planning, organizing and priority setting skills with the demonstrated confidence to make difficult decisions; and
• Creates a positive, respectful, and constructive work environment.
  

5. Fostering Relationships:

• Sets strategic direction for partnering;
• Establishes an infrastructure that supports effective stakeholder relationships;
• Versatile and practical in approach to issues, enthusiastic in seeking input and comfortable working with all levels of staff to ensure objectives are met;
• Ability to recognize opportunities, explore options and be comfortable in moving across;
• Committed to actively participating in community and organizational events; and
• Comfortable working with culturally diverse communities and community liaison groups.
  

Management 1. Decision Making:

• Models behaviour that reinforces openness and transparency in decision making;
• Uses principles, values, and sound business sense to make decisions; and
• Reaches decisions assuredly in an environment of public scrutiny.

2. Financial Management:

• Negotiates and advocates with jurisdictional authorities regarding fiscal needs of police service in light of context; and
• Develops clear business cases and budget plans, in collaboration with the Corporate Leadership Team and Commission.

3. Communications:

• Excels at providing clear and consistent instructions and/or directions to ensure that messages are received correctly;
• Excellent ability to effectively synthesize information, present concepts and facilitate discussion and understanding with diverse audiences including the media, union officials and government officials;
• Demonstrated leadership ability to develop effective relationships, maintain trust and elicit respect within the community, Commission, the Corporate Leadership Team and throughout the entire service;
• Comprehensive knowledge of Police Service role within society and the Canadian Criminal Justice System;
• Effective problem-solver and consensus-builder;
• Excellent planning, organizing and priority setting skills with the demonstrated confidence to make difficult decisions;
• Versatile and practical in approach to issues, enthusiastic in seeking input and comfortable working with all levels of staff to ensure objectives are met; and
• Ability to recognize opportunities, explore options and be comfortable in moving across organizational lines to initiate appropriate action.

COMPENSATION A competitive compensation package will be provided including an attractive base salary and excellent benefits. Compensation will commensurate with experience.