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Advertisement number (Ad No.) – A unique 5-digit number assigned to each competition (posting).
Bias – Bias refers to prejudice or unfair influence based on personal interest or beliefs.
Bona Fide and Reasonable Occupational Requirements – In an employment context, bona fideand reasonable occupational requirements are qualifications that are rationally connected to the job or occupation and are established in good faith by the employer as being reasonably necessary to the safe and efficient performance of the employment or occupation.
Category – The occupational group that best describes the job. One job may fit into more than one category (ex: “management” and “information technology”).
Open Competition – Anyone eligible to work in Canada may apply. This type of competition is used when it is in the public interest to seek applications from the public and when the required skills are not readily available from within the civil service.
Closed Competition – These competitions are not open to the public. Only current regular, term and departmental employees are eligible to apply. Closed competitions are used when experience in government is considered essential to effective performance in the position; or, when the position provides a career opportunity for current employees
Internal Competition – These competitions are not open to the public. Only current, regular, term and departmental employees from a specific department program area are eligible to apply. Internal competitions are used when the required qualifications are specific to the program unit.
Regular employee – An employee who carries out and occupies a continuing function in a government department program. Regular employees are civil servants and are eligible to receive employee benefits.
Term employee – An employee appointed for a specific term of employment where the term is based on either: a specific period of time; the completion of a specific job; or, the occurrence of a specified event. Term employees are civil servants and are eligible to receive employee benefits .
Casual employee – An employee that: normally works less than the full normal daily, weekly or monthly hours of work and whose work is irregular or non-recurring, or does not follow an ongoing, predetermined schedule of work on a regular and recurring basis; or, is hired on for a short period of time to perform work in order to prevent stoppage of public business or loss or serious inconvenience to the public. Casual employees are not considered civil servants and are not eligible to receive employee benefits.
Departmental Employee – An employee of Department of Infrastructure, or Department of Sustainable Development whose appointment is designated as departmental due to the nature of the work. The work is normally of a seasonal, full or part-time nature. Departmental employees are civil servants and are eligible to receive employee benefits .
Employment equity groups – The employment equity policy recognizes four groups:
Persons with a disability– Persons whose functional limitations owing to their impairment have been accommodated or may require accommodation in their job or workplace, and/or persons who have a long-term or recurring impairment and believe an employer or potential employer is likely to consider them to be disadvantaged in employment by reasons of that impairment, or persons who have a long-term or recurring impairment and consider themselves to be disadvantaged in employment by reasons of that impairment.
Visible minorities – persons other than Aboriginal people who because of their race or colour are a visible minority. Examples of visible minorities include: Black (ex: African, Haitian, Jamaican, Somali), South Asian (ex: East Indian, Pakistani, Punjabi, Sri Lankan), South East Asian (ex: Cambodian, Indonesian, Laotian, Vietnamese), Arab/West Asian (ex: Armenian, Egyptian, Iranian, Lebanese, Moroccan), Chinese, Filipino, Latin American, Japanese and Korean.
Regular – employment equity is a factor in the selection process if there is underrepresentation of one or more employment equity group in the level, classification, series or occupation within the civil service.
Equity preference – applicants that are a member of the employment equity group identified in the job advertisement are given first consideration. If more than one applicant from an identified group meets the required qualifications the one that is the highest ranked by the selection board will be selected. If there are no applicants from the identified group that meet the required qualifications an applicant that is not a member of the group may be selected.
Equity designated – only individuals that are members of the employment equity group identified in the job advertisement are eligible to apply for the position. If there are no applicants that meet the required qualifications the competition is cancelled and either efforts are made to recruit a qualified candidate from the identified employment equity group (ex: community outreach) or a new competition is held.
Job classification – The classification of a job, based on an analysis of the duties, responsibilities and accountability assigned to a position. See Classification specifications.
Job title – The working title of the job (ex: Policy Analyst).
Job type – When searching for a job type in the Manitoba government job opportunities website, six job types may be reflected. Job types include regular, term, casual and departmental (see Employee categories), secondment and acting status (term).
Secondment – The temporary assignment of an existing employee to another function within government. The employee remains in their current position and while fulfilling the new function.
Acting status (term) – The temporary appointment of an existing employee to another position with a higher job classification within government.
Needs of the Organization – An organization needs employees who can perform the position functions in an effective, efficient and safe manner. In staffing, these needs are expressed as selection criteria. The selection criteria should be aligned with the organization's strategic direction, as articulated in its mandate, values, strategic planning, human resource planning and diversity and inclusion planning. In addition, the selection criteria must assist the organization in meeting its corporate responsibilities with respect to re-employment, employment equity, veterans’ preference, and French Language Services. Selection criteria can also reflect the organization's future need for well qualified employees at higher levels in the civil service.
Reasonable Accommodation – Accommodation is adapting working conditions, work assignments or workstations to address the special needs of an individual where those special needs are due to characteristics protected by The Human Rights Code (Manitoba). Accommodation includes issues of access for persons with special needs including the pre-employment selection processes. An accommodation is “reasonable” when there is an adequate process has taken place and the effort and measures taken are sufficient.