Find the answers to questions we get asked about experienced officer applications for the Surrey Police Service (SPS). 


This is a truly rare opportunity to build a local, modern police service from the ground up. By joining SPS, you will be a part of policing history by helping to shape the future of policing in Surrey. 

At SPS, you will have a chance to develop public safety solutions that are tailor-made for BC’s second largest city. We are a nimble, community-focused police service that works together to get things done.

Our people matter. SPS is thoughtfully building opportunities for new experiences and career progression. We are an employer that champions growth and opportunity, and a healthy workplace culture. SPS also provides compensation and benefits that will provide you with security and help you do the things you enjoy in life.

When you join SPS, you will be a part of a modern, innovative and inclusive police department that is rooted in community and its people.

You may be eligible as an exempt candidate (i.e. experienced police officer) if you are a currently employed member (or have been so employed in the past three years) of a Canadian police department whose training and minimum standards are equivalent to that of a BC municipal department. There is no minimum service level to apply.

Section 2.0 of the BC Provincial Policing Standards states that, in order to be considered as an exemption), you must have attended police recruit training, including all field training required as part of that training, provided by any of the following:

If you do not meet the criteria of an experienced officer, we encourage you to apply as a new police recruit. The application dates and information for new recruits will be posted on our website in mid-summer 2021.

  1. Application Package – Application packages (including resume, cover letter, Integrity and Lifestyle Questionnaire) can be submitted to SPS for any posted position during the stated application period. Cover letters should be limited to two (2) pages, single spaced, and use 12 point Arial font.
  2. Application Review – Your package will be reviewed by a hiring team.
  3. Panel Interview – Shortlisted candidates are invited to a panel interview of at least three police officers. SPS uses a behaviour-based interview approach so you can expect to be asked about your specific experiences. This provides our hiring team with the best insights into your style, approach and skill set. Each interview will be approximately one hour in length.
  4. Background Check – A thorough background check is done by an investigator, who will also interview you in person.
  5. Reference Checks – Reference checks are conducted (with your agreement).
  6. Final Application Review – Your full application will be reviewed by a senior officer, followed by the Chief Constable.
  7. Employment Offer – Offers of employment will come from the Chief Constable or designate.

The background check will include a review of your Integrity and Lifestyle Questionnaire, reference checks and a discussion with your current employer (at the appropriate time and with your knowledge and agreement). If you are an experienced police officer currently employed by a Canadian police agency, SPS does not currently require a polygraph; however, you are required to pass the background check and be in good standing with your current agency. A polygraph is required for new recruits.

Currently serving police officers are not required to complete the Police Officer Physical Ability Test (POPAT). The POPAT is required for new recruits.

The process is the same for all experienced officers within Canada.

Yes, you can still apply. The reason for the McNeil disclosure may be discussed during the recruiting process.

No. We will not process any application until any internal investigations are resolved.

Yes. Our goal is to confirm the status of your application as soon as possible, however it may take our recruitment team 8-12 weeks to be in touch. We want to ensure we give each application our full attention. We thank you for your patience.

SPS is approved to move forward. The transition to a municipal police service was endorsed by Surrey City Council in 2018. Since that time, the Province of BC has established a Surrey Police Board, and the Board established the Surrey Police Service in 2020.

As of September 2021, SPS has hired well over 100 employees, with more coming on board each week. The Surrey Policing Transition Trilateral Committee (SPTTC), made up of representatives from the three levels of government, have agreed to a phased transition process, with the first group of 50 SPS officers assuming operational policing duties beginning on, or before, November 30, 2021.  These officers will be assigned to positions within the RCMP Municipal Police Unit in Surrey (i.e. Surrey RCMP).

SPS continues to work with all three levels of government and the RCMP through the many complexities of the largest police transition in Canada.

With respect to the current initiative petition on Surrey policing, and the 2022 municipal election, here are the facts:

The mandate for a municipal police service has been set and the SPS is 100% committed to fulfilling that mandate in the most methodical and respectful ways possible.


As we build SPS, we will primarily be posting positions by Bureau (Community Policing, Investigative Services, Support Services). There are opportunities during the application process that will allow you to identify skills sets that may be important for specific positions/Bureaus.

Many of these accreditations are universally recognized within the policing community and SPS is no different.  The SPS will reserve the right to assess these skills though an established criteria developed by the SPS.

No. As is the case with most municipal police agencies, SPS does not have a Corporal rank. Current Corporals are invited to apply for Sergeant or Constable roles, depending on their experience, skill set and career goals.

The promotional processes for SPS are still being developed, however they will include various strategies to assess readiness, skills, abilities and leadership characteristics.


Salaries for sworn members are listed on our website: SPS Salary List. Compensation packages include salary and benefits including vacation, pension, extended health and dental, etc.

Benefits coverage typically starts on your first day with SPS. We have a terrific benefits package that includes medical, dental and vision coverage, life and travel insurance, and more. More info: SPS Peo Benefits Package. 

SPS participates in the BC Municipal Pension Plan, one of the largest pension plans in Canada. Although we cannot provide pension advice, we have assembled general information for applicants, including RCMP members with federal pensions, who may wish to join SPS. If you currently work for a municipal department within BC your membership continues; for those outside BC, you will be enrolled in the BC Municipal Pension Plan on the first day of your employment with SPS. More info: SPS-Pension-for-Sworn-Members.pdf (

At SPS, we believe it’s important to recognize the service of our new, experienced members. To honour your past service, you will be presented with a service pin which will have a bar for every ten years of your service. The level of vacation leave that you receive at SPS will also be determined by your years of recognized policing service. 


All new SPS experienced officers will go though an onboarding process which will include training on SPS policy and leadership, as well as all mandatory and operational skills required prior to deployment.

SPS also encourages professional development on an ongoing basis. Additional training with the Justice Institute of BC, partner agencies, post secondary schools, and internal development programs will be available to SPS staff. 

We have a dedicated leadership development training team and a commitment to learning. Leadership training is very important to SPS and we will make a concerted effort to train all staff, and to continue training and development as members move up in rank.

For investigative training, SPS is looking to build a program where there is a continuum of training from Constable to Commander.

SPS will also allocate three days a year for operational skills training, which will include de-escalation, active shooter, and other reality-based training. SPS is also researching resiliency-based training for health and wellness.

Uniform and body armour will be new for SPS officers and will be light and flexible. Service handguns will be the Glock Generation 5. SPS will also have communal carbines, and a number of other use of force options and equipment for each officer that is currently being determined.


SPS will have all the support and specialized sections that would be expected of one of the largest municipal police agencies in the country. These will include sections that support youth, vulnerable persons, trafficking, traffic/serious collisions, diversity and Indigenous relations, and more. SPS will also be progressive in developing new units to meet the needs of our diverse community.

Yes, SPS will be a part of the Integrated Teams serving the Lower Mainland, which include:

During the first phase of the transition, the model will follow the shift schedule used by the Surrey RCMP. Typically, frontline shifts are rotating,11-12 hours (four on, four off) and have multiple start times to best address peak policing periods. Consideration is being given to multiple models from across the country and any future changes will be driven by call response data and operating procedures that will best serve the City of Surrey, ensuring public safety and employee wellness.

As a major municipal police department, Chief Constable Lipinski is considering some two-person patrol vehicles.

Community Safety personnel figure prominently into our policing philosophy and our goal will be to have them in place once we are fully operational. Having frontline police officers in place will be our first priority.

The SPS’s goal is to have the first SPS officers deployed in 2021, and to have hundreds of employees by the end of 2022 with a goal of many of them being deployed to operational policing duties. An exact timeline for this will need to be agreed upon by the three levels of government, in consultation with the Surrey RCMP.


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