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Working for the Manitoba Government

Employee development

The Manitoba government is committed to...supporting the continuous learning of all employees and creating an environment that encourages and recognizes the value of both informal and formal learning.

The Manitoba Civil Service Learning Policy  confirms this commitment and supports the overall renewal of the Manitoba civil service.


Manitoba Civil Service Learning Policy

Our goals are:

  • to create an environment that promotes learning, innovation and the transfer of knowledge

  • to connect learning to both department goals and career aspirations, with the result being continuous service improvement and ongoing professional excellence

  • to provide departments and employees with a process and model for creating learning plans

    More …

 

Learning plans

A learning plan is a document that describes what learning is important to your work now and in the future, and helps you work toward achieving your career goals while, at the same time, meeting the goals of the department and the overall goals of government.  All civil servants should have a learning plan that identifies four things:    

  1. Learning goals - What do I want to learn?
  2. Development activities – What will I do to reach my learning goals?
  3. Timeframe - When do I want to complete this learning?
  4. Measure of progress/success – How will I know when I have reached my learning goal?

A comprehensive learning plan toolkit is available to all civil servants and their managers to assist in developing learning plans.

 

Learning and development programs

We offer a number of learning and development programs to help employees succeed in their career in the Manitoba civil service.  These programs also support civil service renewal and the goals of Provincial Civil Service Diversity Strategy.  


Aboriginal Management Development Program (AMDP)

The AMDP is designed to provide Aboriginal employees with the skills and experience to compete effectively for management positions.  During this two-year program participants leave their current positions and are placed in a variety of program areas in different departments to provide a broad range of experience.  Placements are arranged by the AMDP program coordinator who monitors and supports the progress of the participant.  They also receive orientation, structured training, opportunities to network and mentoring.  After completion of the program participants return to their home departments.


Professional Development Program for Persons with a Disability (PDP-PWD)

The PDP-PWD provides learning opportunities to employees with a disability so they can compete more effectively for professional positions. This benefits departments by developing existing leadership talent and enhances the department’s diversity efforts to achieve representation of employees with a disability at all levels of the organization. The PDP-PWD is for any employee with a disability who: is a regular employee; has declared as a person with a disability; has not participated in any other internship program administered by the CSC; is committed to the training requirements of the program; is committed to working toward a future career objective; and demonstrates strong leadership potential. The PDP-PWD is a two-year pilot program and is a partnership between the Civil Service Commission and departments. Participants remain in their current position (FTE) at their existing rate of pay while in the program.

Leadership Development Initiative (LDI)

Effective leadership skills are essential in building positive and productive workplaces.  The LDI provides current and potential senior leaders with the opportunity to participate in a series of learning and networking events.  Participants continue to perform their current responsibilities, allowing them to immediately put their learning into action by applying it in the workplace.


Women’s Leadership Program (WLP)

The WLP is designed to meet the leadership development needs of women in the civil service who show strong leadership potential. The program includes a number of events and activities and focuses on the importance of networking, teambuilding and leadership. Participants attend learning events as a group throughout the one-year program while continuing to perform their current responsibilities..


Certificate in Public Sector Management Program (CPSM)

Offered in partnership with the University of Manitoba, the CPSM provides participants the opportunity to cultivate and enhance their management skills.  The CPSM focuses specifically on public policy and current trends and issues facing the civil service.  This program provides the opportunity for participants to transfer credits to the University of Manitoba.  


Essentials of Supervision Certificate Program (EOS)

The EOS assists front-line supervisors in developing the critical skills and knowledge necessary to manage employees in today’s work environment. This program provides the opportunity for participants to transfer credits to post-secondary institutions within Manitoba.


Certificate in Public Sector Office Administration (CPSOA)

The CPSOA provides administrative support staff with the tools necessary to develop their self-management, communication and problem solving skills with a focus on working within a government environment. This program provides the opportunity for participants to transfer credits to post-secondary institutions within Manitoba.

 

Other learning opportunities

Organization and Staff Development workshops

In addition to the learning and development programs identified above we also offer a variety of scheduled workshops to help employees strengthen their skills in the areas of leadership and management, interpersonal communications, oral and written communications and personal development.  These workshops are offered in Winnipeg and throughout the province.  For additional information see Organization and Staff Development.


Informal learning 

The Manitoba government recognizes the importance of informal learning such as learning on the job and through others.  Individual departments provide many informal learning opportunities specific to their programs based on the learning objectives identified in an employee’s learning plan and the goals of the department.  This could include coaching and mentoring, participation on committees and project teams and job rotation/shadowing.