Public Service Commission Policies

Performance Development

Purpose

The Manitoba government recognizes that employee performance directly impacts the quality of programs and services delivered to Manitobans. Effective performance development ensures that work expectations are met and that employees are provided with the tools necessary to be successful in their roles. Performance development also assists supervisors in improving organizational performance through enhanced communication and engagement.


Policy Statement

The Manitoba government is committed to supporting the ongoing growth and development of all employees. Performance development is a partnership between supervisors and employees, in which both parties work together to improve and manage performance to achieve individual and organizational objectives.

In particular, performance development:

  • Provides a framework to acknowledge and recognize employee work and contributions.
  • Provides an ongoing process for reflecting on employee performance, reviewing progress and identifying opportunities and objectives for continued development.
  • Builds capacity to ensure organizational effectiveness.
  • Supports an organizational culture that promotes a high level of performance and accountability.

Employees and supervisors are to participate in performance development to ensure that employees are meeting the full requirements of their position, that work assignments are aligned with department priorities, and that the organization is functioning effectively.


Objectives

Performance development aims to provide employees with clear and meaningful feedback about how they are meeting the performance expectations and requirements of their position, including what they are doing well, what they can improve, and what learning and development goals should be set.
Performance development contributes to the improvement of:

  • employee engagement and career development
  • employee retention
  • communication
  • work performance and productivity
  • documentation and management of performance concerns

To achieve these objectives, performance development within the Manitoba government may comprise:


Principles

In accordance with the Manitoba Government Code of Conduct and The Public Service Act, employees are responsible at all times for their professional and ethical conduct. Employees must conduct themselves with the highest degree of integrity, responsibility and accountability to colleagues, the Manitoba Public Service and the people of Manitoba.
Assessments of employee performance and use of additional measures to address performance concerns must:

  • be conducted in a manner that treats people with respect, dignity and fairness
  • place the public interest over the personal interest
  • be conducted professionally with honesty, consistency and impartiality
  • ensure that sensitive information is handled appropriately and discretely, and that measures are in place to protect confidentiality and information security
  • promote competency through reflection and improvement


Application

This policy applies to all members of the core public service of the Manitoba government, as defined in The Public Service Act.


Responsibilities

Deputy Ministers:

  • Manage the department's workforce in accordance with The Public Service Act, which includes overseeing the conduct and performance of the department's employees.
  • Communicate and clarify the priorities and strategic objectives of the department.
  • Ensure performance development is occurring, including formal documented performance discussions.
  • Ensure supervisors are equipped to carry out performance development with employees.
  • Model and inspire a culture of continuous development across the department and exhibit exemplary conduct and behaviour.

Supervisors:

  • Ensure employees are aware of performance expectations, including the skills, qualifications and requirements of their position, as well as their specific duties and how they are meeting expectations.
  • Provide regular, timely, balanced and development-focused feedback to employees.
  • Ensure performance conversations occur on at least an annual basis, including discussion and documentation of performance concerns and development objectives in a timely fashion as they arise.
  • Support employees in meeting performance expectations and work to remove barriers to their success.
  • Address performance concerns in a timely and fair manner and provide employees with a reasonable opportunity to improve.
  • Model and inspire a culture of continuous development across the department and exhibit exemplary conduct and behaviour.

Employees:

  • Perform work to standard in order to meet the expectations of their position and achieve desired results.
  • Be open to continual learning, by maintaining and improving their knowledge, skills, abilities and competencies and participating in related professional development as required.
  • Remain open and receptive to performance-related feedback and coaching from their supervisor and be accountable for correcting any identified performance-related concerns.
  • Prepare for and participate in formal, documented conversations about performance.

Public Service Commission:

  • Advise supervisors and employees on the interpretation and application of this policy.
  • Support the performance development process as required, including ensuring performance development documentation is placed in the employee's personnel file.
  • Provide guidance and support in cases where performance expectations are not being met and/or additional measures to improve performance may be required.


Definitions

Commissioner: means the Public Service Commissioner appointed under subsection 3(3) of The Public Service Act.

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 32(2) of The Public Service Act.

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.

Non-Represented Employee: means a person who is either not represented by a bargaining agent as defined in The Workforce Relations Act, or whose position has been specifically excluded from representation by a bargaining agent.

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.


Addressing Performance Concerns

Though performance concerns may arise, most can be resolved through the performance development objectives. Where an employee is still not meeting performance expectations, the supervisor is responsible for taking additional measures to address performance concerns, which could include a consideration of the employee's ability to continue in their role, demotion, disciplinary action, and termination of employment depending on the individual circumstances. The Public Service Commission should be consulted in such cases. Disciplinary action related to a represented employee must follow the applicable collective agreement if provided for in the agreement.  Further information and supporting resources are available on the Performance Development website.
All performance concerns must be documented for future reference and follow-up and employees must be given an opportunity to review and provide comment on identified concerns.


Related Policies

Executive Development
Learning Policy
Educational Opportunities Policy Statement
Educational Leave and/or Assistance Policy
Manitoba Government Code of Conduct
Conflict of Interest Policy
Social Media Policy
Workplace Impairment Policy
Respectful Workplace Policy: Addressing and Preventing Sexual Harassment, Harassment and Bullying
Probation
Criminal Charges Policy


Resources and Tools

Supporting tools are available on the Public Service Commission Performance Development website on the intranet.


Authority

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

The Public Service Act (established in accordance with subsection 11(1))
Applicable Collective Agreements
Replaces Performance Management Policy dated January, 1999


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:

Policy, Programs and Learning Branch
Public Service Commission
PPL@gov.mb.ca
204-945-2332

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