Public Service Commission Policies

Workforce Planning and Renewal

Purpose        

Workforce planning and renewal ensures the continued effective and efficient delivery of the important programs and services provided by Manitoba's Public Service to meet the evolving needs of Manitobans. Activities associated with workforce planning and renewal also support a culture of organizational excellence and the ongoing professional development of public servants, who are critical to the delivery of those programs and services.

Policy Statement

Departments, as part of their workforce management responsibilities and supported by Public Service Commission (PSC) staff, must continually assess their organizational design, workforce skillsets and demographics to ensure they are positioned to deliver their programs and services in the most effective way. The PSC also supports departments through the development and implementation of initiatives that support workforce management.

The following four categories represent priority areas of workforce planning and renewal. The PSC will provide departments with data to support effective decision-making and identification of trends in these priority areas, along with assessing future workforce needs.

Skillsets and Employee Development
Refers to the identification of employees' strengths, areas for growth, career goals and strategies to support employees in these areas while ensuring employees' talents are being recognized and leveraged. Examples of supports in this area include opportunities for:

• formal and informal learning (Learning Management System), including leadership development at every level
• talent mobility to build experience in new roles and functions
• meaningful feedback on performance

Attrition and Succession Planning
Includes developing and applying effective recruitment and outreach strategies, as well as developing, engaging and retaining existing employees, to address future workforce needs. This is dependent on workforce data analytics and forecasting in identifying key roles, and establishing succession plans to fulfil these roles.

Diversity, Inclusion and Employee Demographics (Diversity and Inclusion Policy)
Involves seeking out and welcoming public servants of diverse backgrounds, skills, perspectives, approaches and experience, and removing barriers that prevent equitable involvement and engagement in the work of the public service. It also means ensuring there are mechanisms and reporting processes in place such as Balanced Scorecards, for departmental and government-wide accountability on progress on diversity and inclusion objectives.

Organizational Structure and Design
Includes consideration for the organization of work within individual roles or functions, across work units, as well as at the branch, division or department level. This also includes consideration for innovative organizational design, which is supported by policies such as the Flexible Work Arrangements Policy that supports flexibility in work location and hours of work. It also considers whether managers have an appropriate number of direct reports (i.e. span of control) and the layers of management in place is appropriate in relation to the work or function being performed.

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