Principles & Policies for Managing Human Resources

2.0.  Staffing Principles

Staffing processes and procedures must always be made in the public interest and uphold the principles of merit, equity, and fairness.

These principles apply to all staffing processes in the Manitoba government. Anyone who makes, or participates in, a staffing decision is responsible for upholding the staffing principles.  Situations where these principles have not been upheld may justify setting aside a competition or direct appointment.


Public interest is served when staffing methods and selection decisions are based on merit, fairness and reasonable consideration of efficiency of the public's needs for service, cost effectiveness, representation and access to employment information and opportunities.

Merit refersto the closest possible match between the needs of the organization and the knowledge, skills, abilities and experience of a candidate.

Indicators of merit in the staffing process include:

    • The selection criteria relate directly to the requirements of the position and the needs of the organization.
    • Assessment methods relate directly to the selection criteria and draw out sufficient information to allow for effective rating.
    • Past performance is considered.
    • The selection decision reasonably reflects the criteria and is determined by an objective process.

Fairness refers to a staffing process that is free of bias, impartial, just and honest and that treats all candidates consistently.

Indicators of fairness in the staffing process include:

    • The staffing process conforms to relevant legislation, policies, and collective agreements.
    • The process is free of bias and reasonable apprehension of bias.
    • Confidentiality is maintained throughout the staffing process.
    • The process is free of nepotism, patronage or partisanship, and inappropriate interference from sources outside the selection board.
    • All candidates are given equal opportunities to demonstrate their knowledge, skills, abilities and experience.
    • All candidates are screened and rated against the same criteria using the same rating considerations.
    • All candidates are advised of their status and given reasons for non-selection upon request.
    • Redress mechanisms are available.

Equity refers to the collective results of our staffing actions: a workforce that is representative of the Manitoba's labour force and the population it serves, and includes the need to accommodate differences.

Indicators of equity in the staffing process include:


Deputy Minister and Human Resource Director

  • Ensures that these principles are upheld in accordance with the staffing delegation agreement.

Civil Service Commission

  • Monitors application of these principles through the staffing audit process.
  • Answers questions concerning the interpretation, application and administration of the policy.


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.

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.

Employment Barrier: An employment policy or practice that disproportionately excludes certain groups based on factors unrelated to the nature of work or merit.

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.





Effective date: December 18, 1996
Revised Date:  December 3, 2015


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Manitoba Civil Service Commission