Public Service Commission Policies

Classification of Positions


Classification of positions is based on an evaluation of the duties and responsibilities assigned to a position. The Total Rewards Branch, Public Service Commission is responsible for conducting job evaluation to ensure relativity, consistency and reasonableness in the classification of positions and is responsible for ensuring the classification system is used appropriately.  Further information can be found the Workforce Relations website.


  1. Job evaluation
  2. Position descriptions
  3. Classification reviews
  4. Effective date of classification
  5. Classification dispute resolution


1.   Job evaluation

Job evaluation is the analysis of the duties and responsibilities assigned to a position to determine the relative ranking of the position in relation to other positions. Job evaluation assesses the kind of work and the level of work using an appropriate job evaluation method.

The principles which govern job evaluation are:

Relativity - to ensure positions are classified similarly for the same kind and level of work performed.

Consistency - classifications are applied equitably across government to ensure fair treatment of employees.

Reasonableness - based on facts and objective evidence and not on favouritism, performance or bias.


2.  Position descriptions

Position descriptions must be updated whenever significant changes to duties and responsibilities occur. Managers are responsible for defining the duties and responsibilities to be assigned to a position. Position descriptions must be approved by the manager according to department standards through signature or written/electronic confirmation.

Position description formats are prescribed by the Total Rewards Branch, Public Service Commission. Different formats are tailored for specific roles and can be found here.

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3.  Classification reviews

Circumstances that prompt a classification review include where there have been significant changes to the duties and responsibilities assigned to a position; where the position is a newly created position; where a position has not been reviewed in several years; and/or where an approved reorganization has occurred. Pay and performance issues are not addressed through the classification process.

Managers and/or employees can submit a formal request for classification review to the Total Rewards Branch for job evaluation following the designated process with the required documents.

Submissions require:

  • A current position description approved by management either through signature or written/electronic confirmation.
  • A divisional organizational chart as well as a branch/unit organizational chart. Organizational charts must include SAP 500 position numbers and classifications of all positions.
  • Background information including the current classification level, the classification level being requested, reason(s) why the requested classification is appropriate and changes to the position and organization since the last review.

When positions are assigned additional duties at a higher level within their position for a temporary period of time an interim classification may be warranted. Interim classification means reclassifying a position for a limited and specific period of time. Requests for interim classifications follow the same process as all other classification reviews.

For more information refer to the Workforce Relations website.


4. Effective date of classification

The effective date is the first day of the bi-weekly pay period following the date a formal classification request is received by the Total Rewards Branch, Public Service Commission.

In the case of a downward classification decision, the effective date is the first day of the bi-weekly pay period following the date the manager or employee is formally notified of the decision in writing from the Total Rewards Branch.

In the case of an approved departmental reorganization affecting a group of positions, a common effective date established by the Total Rewards Branch may be approved. In exceptional circumstances the Director, Public Sector Compensation may authorize a different effective date.


5.  Classification dispute resolution

A multi-step approach is taken to achieve resolution of classification disputes. This involves early engagement between the employee, Total Rewards and the party representing the employee. The goal is to resolve the matter in an informal manner, if possible, prior to escalation to a formal review of the dispute.

Information on the appeal process for bargaining unit employees covered under GEMA and MAGE can be found under the Reclassification Procedure Article in the respective collective agreement. Disputes regarding position description content must be resolved through discussions with department management and not through the classification dispute resolution process.

Non-represented employees may request that the Public Service Commission conduct an administrative review of the process used to make the classification decision.


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The Public Service Act, S.9


GEMA (Government Employees' Master Agreement)
MAGE (Manitoba Association of Government Engineers)


Effective date: February 26, 2022