Community Constable Program (Details)

Name of province/ territory:


City/ Region:


Description of Initiative:

The Community Constable (CC) Program recruits local citizens from various ethnic communities to be trained as CCs - armed, uniformed Special Constables. Following training in Depot, CCs return to their communities to complement and support the work of general duty constables in their detachment, with a primary focus on crime prevention, community engagement and crime reduction.

CCs are full members of the Royal Canadian Mounted Police (RCMP), at the rank of Special Constable and are classified as an LES - SE03 with full peace officer status. CCs have the training and capacity to provide tactical, enforcement and investigational support to RCMP constables, if required. They do not have the mandate to take on all of the duties of general duty constables such as leading in-depth investigations.

Initiative Key Objectives:

The initiative has several objectives:

  • address community issues that regular members do not have the time to do because of heavy workloads;
  • provide local knowledge of the community that assists regular members as they rotate through the community frequently;
  • CCs are role models in their community; and
  • provide for greater continuity between the detachment and the community.

Section Responsible for Implementation:

Contract and Aboriginal Policing Services – National HQ

Key Contact:


Groups/ Agencies/ Key Partners Involved:

  • civilian governing authorities
  • other government departments/agencies

Level of Involvement (consultative - information sharing) and/or cooperative - direct involvement):


Amount of Time Initiative has been in Place:

Since mid-2010.

Reason for Undertaking the Initiative:

The CC Program is an effort to further enhance policing services to communities.

Resources Required to Implement this Initiative:

Costs associated with salary and kit for CCs.

Salary range for a CC (2014) is $57,996 at time of engagement and $68,423 after four years of service. CCs receive a training allowance of $500 a week. The cost to train a CC is comparable to that of a regular cadet (21 week program as opposed to a 24 week program).

Resources required to initiate the CC Program included the creation of curriculums designed by the Learning and Development design team (curriculum designer, syllabus administrator, training analyst, and several police subject matter experts).

Method of Implementation:

Originally, a two (2) year pilot project. ACCs were officially rebranded as CCs in August 2012, and the pilot was extended to 2015 to allow it to be offered to non-Aboriginal communities.

Key Outcomes of the Initiative:

CCs complement and support the work of general duty constables in their detachment. Their primary focus is on crime prevention, community engagement and crime reduction. There are presently four (4) CCs serving in ‘D’ Division; one (1) in 'G' Division, and one (1) in 'K' Division, for a total of six (6).

The pilot program will be evaluated before being made a permanent program.

Availability of a Communication Strategy:


Key Messages used to Publicize the Initiative:


Forms of Evaluation by which the Initiative will be Assessed:

  • N/A

Evaluation Completed or Community Feedback Received:


Summary of the Outcomes:

Positive comments was received from the communities who have the CCs and enhanced relationships. An evaluation of the CC program is planned.

Summary of the Performance Measure Data Collected:


Economics of Policing Pillars:

Further Details:


Additional Comments or Suggestions:


Record Entry Date:


Date modified: