Public Service Commission Policies

Talent Acquisition in the Core Public Service


To ensure fair and transparent staffing, and to support hiring based on merit and free from political influence of well-qualified candidates to Manitoba's core public service.

Policy Statement

Staffing in the core public service must adhere to the staffing principles of merit, fairness, equity, diversity and inclusion, and be made in the public interest. These staffing principles provide an enabling set of standards to guide managers in making staffing decisions.

Core values and behaviours, as outlined in The Public Service Act, and the Manitoba Government Code of Conduct, help guide the conduct of anyone involved in the staffing process.

Staffing actions and decisions must also follow all applicable collective agreement provisions and legislative requirements.


Manitoba's public service benefits from a diverse workforce of well-qualified employees, with the education, skills, knowledge, experience and competencies to succeed and the potential to progress in a career within the public service.

The core public service is enriched through efficient and effective staffing which:

  • supports government with a professional and impartial public service that has the qualifications to address current and future needs of the organization
  • supplies a workforce of individuals reflecting the diversity and the range of backgrounds and skills of Manitobans
  • supports reconciliation
  • has processes designed so as not to discriminate or create barriers to employment
  • is conducted in a fair and transparent manner, and in good faith


This policy applies to the core public service and also applies to appointments of staff for the officers of the Legislature (Section 58(2) The Public Service Act).


Anyone who makes, or participates in, a staffing decision is responsible for upholding the staffing principles referenced above and the following policy requirements:

  • confirm the department has obtained authorization to fill the position/vacancy
  • assess persons from the priority placement lists, if applicable, prior to considering other candidates
  • respect the duty to accommodate throughout the staffing process
  • respect diversity and employment equity commitments throughout the staffing process
  • respect official languages obligations for designated bilingual positions
  • respect collective agreement and legislative requirements of the staffing process
  • when advertising, use strategies aimed at attracting the most qualified pools of applicants and that provides applicants a fair and reasonable opportunity to apply
  • assess candidates against the established qualifications for the position
  • ensure persons to be appointed are eligible to work in Canada and satisfy all conditions of employment prior to appointment
  • ensure that offers of appointment are made in writing and set out all the terms and conditions related to the appointment
  • provide feedback to non-successful candidates upon request
  • maintain confidentiality of information acquired in the course of the staffing process
  • maintain documentation that supports each hiring decision
  • continue to assess candidates' suitability throughout the probationary period

Each Deputy Minister is responsible for managing their department's workforce in accordance with The Public Service Act, the Manitoba Government Code of Conduct, the action plan and workforce management policies (S. 27(1) The Public Service Act).

Hiring managers and human resource practitioners from the Public Service Commission work together to conduct an objective recruitment, selection and appointment process. Together, they ensure application of The Public Service Act, the Manitoba Government Code of Conduct and applicable policies. Human resource practitioners provide expert advice, guidance and assistance to hiring managers accountable for selection decisions.


Appointment: means an appointment to a position and includes a transfer or promotion into a position (S. 1(1) The Public Service Act). Appointment includes competitive and direct appointments as indicated in S. 14((1), 15(1) and 15(2).

Collective Agreement: means a collective agreement as defined in The Workforce Relations Act.

Core Public Service: as defined in The Public Service Act, consists of the Clerk of the Executive Council, the other deputy ministers and the employees in positions within the departments of government.

Department: means a department as defined in The Executive Government Organization Act.

Deputy Minister: means the deputy minister of a department appointed under subsection 33(2) of The Public Service Act.

Diversity: having individuals in a group with a range of personal and professional skills, physical attributes, lived experiences and insights. Diversity can have many dimensions, including sex, gender, race, cultural background, abilities, sexual orientation, religion, age, and other factors impacting a person's life and perspective. Diversity can be intersectional, and may be invisible (not easily seen).

Employee: as defined in The Public Service Act, means an individual employed in the public service and, unless otherwise indicated, includes a manager or executive.

Employment Equity: workforce practices that seek to rectify the historic marginalization of certain demographic groups by reducing barriers to employment for these groups. The Manitoba government recognizes the following groups for employment equity initiatives:

  • women
  • Indigenous peoples
  • persons with disabilities
  • visible minorities

Equity: Equity applies the principles of justice to correct or supplement employment practices to redress disadvantages experienced by individuals in the workplace. Equity sometimes means treating people the same in spite of their differences. It can also mean treating people differently as a means to achieve equality. This principle is enshrined in The Charter of Rights & Freedoms and The Manitoba Human Rights Code.

Fairness: equitable and transparent staffing that is free of bias, impartial, just and honest, and that treats all candidates consistently.

Inclusion: the practice and state of being included and valued in the activities of a group. Inclusive workplaces recognize and value the contributions that diverse individuals can offer.

Merit: is about selecting the person best suited to the requirements of the position and the needs of the organization in which the person is to be employed. The factors to be considered in determining merit include education, skills, knowledge, experience and competencies (S. 14(2) The Public Service Act). These factors are reflected in the qualifications established for the position. Merit is demonstrated when the employment decision takes into account:

(a)  the person to be appointed meets the qualifications, including any conditions of employment, considered to be essential for the work to be performed, as established by the deputy minister, and
(b) any additional qualifications considered to be an asset for the work to be performed and/or the needs of the organization, as established by the deputy minister, and
(c) that consideration has been given to candidates who meet diversity and inclusion criteria and to current employees as directed under S. 15(1) (a) (b) of The Public Service Act.

Needs of the Organization:  Qualifications should be aligned with the organization's strategic direction, as articulated in its mandate, values, strategic planning, workforce planning and diversity and inclusion planning. Qualifications include the factors necessary for the effective performance of the immediate vacancy but may also consider current skills gap of a work unit and anticipated future needs of the organization. In addition, the qualifications must assist the organization in meeting its corporate responsibilities with respect to priority placement, employment equity, diversity, veteran status and French language services.

Priority Placement List: the Public Service Commission maintains lists of employees impacted by changes in life or employment such as medical needs, workforce adjustment or rejection on probation, as required by legislation and collective agreement requirements. Employees on these lists are given first consideration for vacant positions in the core public service.

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, efficiency/cost effectiveness of staffing approaches, diversity and access to employment information and opportunities.

Qualifications: education, skills, knowledge, experience and competencies established in good faith by the employer as being reasonably necessary for the effective, safe and efficient performance of the position responsibilities and the needs of the organization.

Represented Employee: means a core public service employee who is represented by a bargaining agent as defined in The Workforce Relations Act.

Supervisor: means an employee, including managers or executives, responsible for supervising one or more employees.

Talent Acquisition: is the process of identifying, attracting, selecting, and retaining highly qualified individuals. This may also be referred to as staffing and includes the components of recruitment, selection and appointment.

Review Process

Deputy Ministers are responsible for adhering to this policy within their organizations and for ensuring that any violations of the policy are addressed.

The Public Service Commission may use various methods to monitor compliance with all aspects of this policy, as well as the achievement of the policy objectives and expected results.

Unsuccessful candidates may request feedback from human resources.

Represented employees may have rights to reasons for non-selection and/or grievance/appeal rights under their applicable collective agreement within applicable timeframes.


Situations where the staffing principles and policy requirements have not been upheld may result in a competition or direct appointment being overturned.

Related Policies

Diversity and Inclusion Policy
French Language Services Policy
Conflict of Interest Policy
Manitoba Government Code of Conduct
Respectful Workplace Policy: Addressing and Preventing Sexual Harassment, Harassment and Bullying

Resources and Tools

Frequently Asked Questions
Information for Job Seekers Website
Probation procedures document
Financial Administration Manual – as it relates to authority to fill vacancies
General Manual of Administration – as it relates to authority to fill vacancies


This policy should be read in the context of the following and any other applicable legislation:

The Public Service Act and The Public Service Act Regulation
The Human Rights Code (Manitoba)
The Personal Investigations Act  
Freedom of Information and Protection of Privacy Act  
The Accessibility for Manitobans Act
Immigration and Refugee Protection Act
The Francophone Community Enhancement and Support Act
Collective Agreements

Policy Review and Revision Schedule

A review will be conducted on the administration and operation of this policy, including any related procedural documents and forms, in accordance with a policy review schedule established by the Public Service Commission.

Policy Inquiries

For further information or questions about this policy, please contact:

Coordination and Innovation Branch
Public Service Commission


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