Assessment Process

Organizational needs are current and future criteria that enable organizations to fulfill their mandates and address the needs of their organizations both now and in the future. Candidates who possess an organizational need may be assessed prior to and/or considered for employment prior to candidates who do not possess an organizational need.

1. Apply by clicking on the "Apply On-line" icon at the bottom of the poster.

Your application will be screened to ensure that you meet the citizenship and education requirements.

Candidates who meet the citizenship and education requirement will be invited to write the Border Services Officer Test.

2. Write the Border Services Officer Test (BSOT)

You will be invited to write the Border Services Officer Test (BSOT). The BSOT is a general aptitude exam and will assess the ability to solve problems using reasoning. 

Performance on the BSOT does not depend on knowledge of a specific topic; candidates cannot study for this type of test, except for knowing basic mathematics, grammar and spelling. Calculators and dictionaries are not permitted during the test.

You must achieve a pass mark of 585 out of 900 points (65%). Tests results from the former Customs Inspector Test (CIT) versions 1C and 2A are considered valid for this assessment process.

A proof of Canadian citizenship and one piece of photo identification with your signature and your permanent address indicated must be presented at the test session (Canadian passport, Canadian citizenship card, valid driver's license or a valid health insurance card). 

Candidates who are successful at the BSOT and who have applied on 11-BSF-EA-NBSO-FB-2222 Border Services Officer – Bilingual – Specific Locations could be invited to the Second Language Evaluation (SLE) stage of the process.

Candidates who are successful at the BSOT and who have applied on 11-BSF-EA-NBSO-FB-1111 – Border Services Officer – English Essential – Specific Locations could directly be invited to the interview and reference checking stage of the process as they will not require SLE.

Candidates who are not successful at the BSOT will not be further considered in the process.

3. Second Language Evaluation (SLE) – Reading and Writing and Oral Interaction.

Some positions require the employee to be bilingual in English and French, while other positions only require English. For bilingual positions, the employee must be able to communicate in English and in French at a BBB level. BBB refers to the levels that you must be able to demonstrate in reading, writing and oral communication in the weaker of the two official languages. Candidates that have been successful at the Second Language Evaluation (SLE) could be invited to the interview and reference-checking stage of the process.

Overview of language requirements

4. Participate in oral interview and reference checking.

The following competencies will be assessed: action management, effective service delivery, effective oral communication and dependability. Reference checks will only be conducted for those who are invited to the interview. Top-down selection could be used; in other words, the top scoring candidates might be first invited to an interview. Other factors such as organizational needs, operational requirements and bilingual capacity could also determine who is invited to an interview. 

Candidates who are successful at the oral interview and reference checking could be invited to write the Minnesota Multiphasic Personality Inventory (MMPI-2) and the Sixteen Personality Factor (16PF) tests and to a structured stress and clinical interview.

Candidates who fail the interview/reference checks will be eliminated from further consideration. 

5. Meet and maintain psychological requirements by passing the Multiphasic Minnesota Personality Inventory (MMPI-2) and the Sixteen Personality Factor (16PF) and a structured stress and clinical interview.

The Minnesota Multiphasic Personality Inventory (MMPI-2) and the Sixteen Personality Factor (16PF) and the structured stress and clinical interview are to evaluate the psychological readiness of a candidate to carry the CBSA duty firearm. Candidates who are meeting the psychological requirements could be invited to participate in the Port of Entry Recruit Training. 

Candidates who fail the psychological requirements will be eliminated from further consideration.

6. Participate in the Port of Entry Recruit Training (POERT) at the CBSA Main Campus - Rigaud, Quebec (currently 10 weeks).

The Port of Entry Recruit Training (POERT) is currently a 10 consecutive week assessment and training program that evaluates the following competencies: client service orientation, analytical thinking, decisiveness, inspection techniques, information seeking skills, dealing with difficult situations, self-confidence, supporting CBSA values, legislation, policies and procedures, CBSA business systems, officer powers, control and defensive tactics training.

Candidates attending the POERT who are not already federal public servants will receive a 125$ weekly allowance throughout the program. Please note that there will be no salary paid beyond this allowance until candidates successfully complete all the required assessment and training and receive an offer of employment.

The CBSA will provide accommodation and meals free of charge to candidates during the POERT.

Candidates will be reimbursed for one trip from home to the CBSA Main Campus in Rigaud, Quebec, and one trip from the CBSA Main Campus in Rigaud, Quebec, to home at the end of their training.

7. Placed in a pool of eligible candidates and may be appointed to a Border Services Officer (BSO) position.

Candidates who are successful at the Port of Entry Recruit Training will be placed in a pool of fully qualified candidates who are eligible to receive a job offer to a Border Services Officer position based on operational requirements.