Effective July 11, 2021, Saskatchewan entered Step Three of the Re-Opening Roadmap and the public health order relative to COVID-19 was lifted. All restrictions related to the public health order were removed as of that date.
Google Translate Disclaimer
A number of pages on the Government of Saskatchewan's website have been professionally translated in French. These translations are identified by a yellow box in the right or left rail that resembles the link below. The home page for French-language content on this site can be found at:
Where an official translation is not available, Google™ Translate can be used. Google™ Translate is a free online language translation service that can translate text and web pages into different languages. Translations are made available to increase access to Government of Saskatchewan content for populations whose first language is not English.
Software-based translations do not approach the fluency of a native speaker or possess the skill of a professional translator. The translation should not be considered exact, and may include incorrect or offensive language. The Government of Saskatchewan does not warrant the accuracy, reliability or timeliness of any information translated by this system. Some files or items cannot be translated, including graphs, photos and other file formats such as portable document formats (PDFs).
Any person or entities that rely on information obtained from the system does so at his or her own risk. Government of Saskatchewan is not responsible for any damage or issues that may possibly result from using translated website content. If you have any questions about Google™ Translate, please visit: Google™ Translate FAQs.
Salaries will be indicated in the Careers website job advertisements.
Employees automatically receive insured benefits including extended health, life insurance, long-term disability, sick leave and various leaves, in accordance with the collective agreement.
Vacation time corresponds to continuous years of service.
Employees in correctional facilities benefit from an enhanced pension plan that sees government contributions exceeding those normally allocated to provincial employees.
It is imperative that staffing levels are sufficient at all times to maintain the safety and security of all staff, offenders and the community. As such, and unless indicated otherwise in Careers advertisements, Custody Service Employees are required to work a variety of shifts (days, afternoons, nights) on weekdays, weekends and on statutory holidays, sometimes with very short notice.
Normally, new employees are hired as permanent part-time employees, and are expected to be available for call-in or scheduled for shifts as needed to backfill planned or unplanned absences. Typically, permanent part-time staff can expect a predictable shift pattern and regular shifts. In time, you may become a permanent, full-time employee. Shift lengths generally range from 8 to 12 hours. Currently, new employees can expect to maximize their hours of work equivalent to hours worked by permanent full-time employees.
Permanent part-time employees have part-time status with corresponding pay and benefits in accordance with the collective agreement. The hours worked per week will vary based primarily on facility staffing requirements. While working the equivalent of full-time hours is common, there are no guaranteed hours of work.
Correctional facilities are a 24-hour, 7-day-a-week work environment. As such, workers could be called day or night and are expected to be available and present to backfill shifts for staff who are unavailable due to planned or unplanned absences, or in emergency situations. Workers will be provided as much notice as possible when they are required to report for duty. With time, permanent part-time employees can expect a schedule of future shifts to be worked. How quickly this occurs is dependent upon facility requirements.
There is no guarantee of hours of work, nor when a person might achieve permanent full-time status. These matters are influenced by factors such as facility counts, staff turnover, facility expansions/closures, etc. In recent years, it has not been uncommon to see the transition to permanent full-time occur within two years, though this can vary between facilities.
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