Internship, Equity & Employee Development Programs
What is the Aboriginal Management Development
Program (AMDP)?
The AMDP is a two-year Program that trains and develops Aboriginal
employees to compete effectively for management positions. Aboriginal
means people of North American ancestry, including Métis, Inuit,
status Indians and non-status Indians.
The Program is available to full-time permanent or part-time permanent
Aboriginal civil servants (in their own staff years) or full-time
departmental employees who:
- Have previous supervisory experience, or
- Are in an entry level management or supervisory position, or
- Can provide examples of having exhibited strong leadership potential,
and
- They meet other screening criteria that may be Department-specific
to the trainee position as detailed in the AMDP Opportunity Bulletin.
(For example, a Corrections AMDP Training Opportunity might include:
"The Applicant must have successfully completed Correctional
Officer Training.")
NOTE: A part-time term employee may be considered
where the sponsoring department identifies a permanent opportunity
upon successful completion of the program.
Selected candidates will participate in two years of assessment,
training, on-going performance evaluation and work experience designed
to enhance their skills.
The AMDP is a partnership between the Civil Service Commission
and selected Departments who provide service to Aboriginal people,
directly or indirectly, as customers, clients or partners. The initial
participating Departments were Justice, Natural Resources, Family
Services, Highways, Health and Education. The CSC will be inviting
other Departments for the next intake.
The Civil Service Commission Human Resource Program Branch is responsible
for coordinating the Program. The Departments are partners who help
guide the development and implementation of AMDP. Organization and
Staff Development is assisting in the training and development of
participants.
Why do we have AMDP?
The goal of the Manitoba Government is to have 10% Aboriginal representation
at all levels and in all categories of the Manitoba Civil Service
and that includes management.
The Aboriginal population of Manitoba is approximately 12% of the
total population, and growing at four times the national average.
A recent census shows 60% of the total Aboriginal population in
Canada is under the age of 25. Statistics Canada says that one in
four people entering the labour force are Aboriginal.
As of March 31, 2002, Aboriginal employees comprised 9.6% of the
Manitoba Civil Service. Approximately 61% of the total Aboriginal
employees have regular status, 10% have term status and 29% have
Departmental status. Currently, there are fewer than 20 Aboriginal
people in management positions.
The civil service is aging. This fact, combined with the rapidly
changing demographics of the Aboriginal people in Manitoba, creates
an opportunity for the Civil Service to rely more on Aboriginals
for employment and management in terms of client and customer service.
This Program will help assure that Aboriginal employees are confident
in their ability to meet the challenges ahead.
What is the governing principle of AMDP?
The governing principle of the Aboriginal Management Development
Program is "equity," which means treating people fairly
despite their differences. Equity may also mean treating people
differently as a way of accommodating their differences. Accommodation
applies to groups whose differences have not generally been considered
in employment practices. Employment Equity is an expression of that
principle.
How does Employment Equity relate to
AMDP?
The Employment Equity Program fosters opportunities to accelerate
the movement of qualified designated group members through the management
system.
Qualified individuals having the required skill and ability to
perform a job are essential. Merit is upheld when selection is based
on the candidate who best meets all selection criteria including
the Employment Equity factor. Employment Equity is a bona fide factor
in selection because equality and diversity are organizational needs
and values.
Objectivity, reasonableness, consistency and the absence of discrimination
and harassment characterize fairness in employment practices. The
elimination of employment barriers helps ensure that designated
groups are treated fairly.
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What are the business reasons for AMDP?
The Aboriginal Management Development Program will provide improved
client service. The public we serve is increasingly diverse and
about 70% of Manitoba's population is comprised of members of the
four designated groups. A diverse workforce enhances an organization's
ability to understand the public it serves and to meet the needs
of all it's clients.
The AMDP invests in Manitoba's future labour force. Demographics
are changing rapidly. AMDP is preparing organizations for the future
labour force by integrating Aboriginal people into management positions.
The AMDP improves program design and marketing. By tapping the
differences of employees, organizations become more innovative and
effective in customizing products and services to diverse clients,
such as Aboriginal people.
The AMDP is leading the way for Manitoba's diversity. As Manitoba's
largest employer, government provides a model for other employers
by demonstrating that equity in employment is both achievable and
beneficial. Many forward-looking companies already recognize that
competing successfully in the global and domestic marketplace is
contingent on maximizing the potential of Manitoba's future.
What are the benefits of AMDP?
The main benefits for Management and The
Organization are:
- It brings diversity into the organization;
- It brings quality service to the customers, clients and partners
in an environment that is increasingly diverse;
- It effectively and efficiently uses resources in the Department;
- It responds to demographic change as well as change to the organization;
- It is fair and equitable to the organization; and
- The AMDP is a good business practice and an investment in Manitoba's
future that brings innovation as well as creativity and new perspectives
to the organization.
The main benefits for the Employee are:
- It recognizes the Aboriginal employee's abilities, skills and
contributions to the workplace and provides the opportunity to
develop management skills;
- From an Aboriginal perspective it is fair, equitable and meritorious;
- It will give Aboriginal employees a fair chance to be part of
the decision-making process of the civil service; and
- It is helping to remove discrimination and makes the workplace
more inclusive.
Who is supporting this?
The Civil Service Commissioner is responsible for the development
and implementation of the AMDP. The Clerk of the Executive Council
and the Civil Service Commissioner have endorsed AMDP. Six Departments
partnered with the Civil Service Commission during the first intake
to design and implement the Program. Several departments from the
first, second and third intake, are renewing their commitment by
participating in the fourth intake.
The Minister, Deputy Minister, Assistant Deputy Ministers and Executive
Directors of the Department of Justice fully support AMDP and are
committed to increasing the number of trainees and opportunities
throughout Manitoba Justice.
How often does a Recruitment Intake
for AMDP occur?
A new intake for the Aboriginal Management Development Program
occurs every 2 years. At that time interested departments must submit
development opportunity proposals to the Civil Service Commission
before any advertising or recruitment can take place. The number
of trainees accepted into the program each intake across the Government
of Manitoba is limited by the Civil Service Commission.
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How is a "manager" defined for
the purposes of AMDP?
The definition of a manager is a person who occupies a position
which has been delegated the authority and has the responsibility
to plan, administer and control the resources and activities of
defined organizational units in the Manitoba government.
A manager is accountable for the use of resources to achieve objectives
including the development of a budget and the initiation and authorization
of expenditures and the organization results and impacts.
Who pays for the AMDP training? Who pays salaries?
The AMDP is a partnership between the Civil Service Commission
and participating Departments. The Program is funded through existing
resources and staff years. There are no new dollars allocated to
the Program. With the exception of the corporate training provided
by the Civil Service Commission - all funds to support trainees
in their development come from the participating Department.
The selected candidate remains in his/her staff year, at his/her
current classification for the duration of the program. The sponsoring
Department continues to pay the trainee's salary.
If a backfill replacement is required while the trainee is in the
program, the sponsoring Department is also responsible for paying
the salary/benefits for the backfill.
If the trainee is eligible for a merit increase during the program,
this will be granted based on satisfactory performance in the Aboriginal
Management Development Program (including work placements). Merit
increases during the Program are generally approved jointly by the
trainee's developmental coach and the trainee's original supervisor.
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Applying for an AMDP development opportunity
Am I eligible for AMDP?
You are eligible to apply for an AMDP trainee position if:
- You are a full-time permanent or part-time permanent Aboriginal
civil servant (in your own staff year) or a regular full-time
departmental employee. Aboriginal means people of North
American ancestry, including Métis, Inuit, status Indians and
non-status Indians.
- You have previous supervisory experience, or you are in an entry
level management or supervisory position, or you can provide examples
of your strong leadership potential, and
- You meet other screening criteria that may be Department-specific
to the trainee position. (For example: Correctional Officer Training
for a management trainee position in Justice Corrections or the
ability to travel extensively throughout the province.)
NOTE: If you are a part-time term
employee, you may be considered if the opportunity bulletin states
this.
AMDP Opportunity Bulletins
A Recruitment Intake for the Aboriginal Management Development
Program takes place once every 2 years. The number of development
opportunities available are limited - the sponsoring department
must receive approval for each development opportunity from the
Civil Service Commission.
Once CSC determines that a Department's AMDP Development Proposal
meets the Program criteria, the Department prepares an AMDP
Development Opportunity Bulletin that details the Program,
qualifications, application dates and other information.
A copy of the AMDP Development Opportunity Bulletin is mailed to
all self-declared Aboriginal employees and is posted for a period
of 2-4 weeks.
Copies of AMDP Development Opportunity Bulletins are posted in
Human Resource Services and other locations throughout the sponsoring
Department during the recruitment period. Recruitment for AMDP Development
Opportunities generally takes place during March to May, every second
year. Interviews and selection usually occur between April and May.
The timing for recruitment and selection varies depending on the
number and type of opportunities a Department might be sponsoring.
An AMDP Development Opportunity is posted for several reasons:
- There may be individuals working in the area of search who are
Aboriginal who have not self-declared. This posting gives those
individuals the chance to self-declare and apply for the opportunity.
- Recruitment and selection for an AMDP Development Opportunity
is a thorough and rigorous process. This is a bona fide developmental
opportunity, which requires commitment and dedication from the
successful candidate. Posting contributes to the transparency
of the recruitment process and lets all employees see the qualifications
and application requirements.
- Posting the opportunity also will create opportunity for discussion
around employment equity issues, as well as sending a very strong
message within the Aboriginal community that there is no favouritism
applied.
How do I apply?
Carefully read the opportunity bulletin first
and determine if you have most or all of the qualifications necessary
for the particular opportunity.
If you are interested, you need to submit the following
information by the due date noted on the Opportunity Bulletin.
Make sure you include:
- A Civil Service Application Form, and an Employment Equity Self-Declaration
Form;
- An up-to-date resumé, which includes unpaid (such as volunteer
or community work), as well as paid work experience;
- a short cover letter, which explains how you meet the qualifications
(screening criteria) for the position;
- a short written essay (this can be hand-written), no more than
300 words in length, which addresses a key issue within the Department,
and discusses how your background and experience could assist
in addressing the issue. (You should customize this to the area
of the Department that is posting the opportunity.*);
- an up-to-date performance appraisal, (or letter from your supervisor
talking about your suitability related to the criteria); and
- references that will be able to speak about your qualifications
and can give examples of your leadership or managerial responsibilities.
*This letter will be used to assess both your writing and analytical
skills for purposes of the selection process. It will also be used,
should you be the successful candidate, to assess your needs with
regard to additional writing training.
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The Selection Process for AMDP
How are candidates selected?
All candidates for bulletined opportunities will go through
a competitive process. In cases where there is only one
applicant, the screening and selection process will still apply.
The final result of the selection process identifies an individual
to participate in a management training opportunity and, as such,
is not an appointment. Successful candidates will maintain their
current classification during the program.
This is a development opportunity only - if you are selected,
you are not guaranteed a management position at the end of 2 years.
Upon successful completion of the program you will be well trained
to successfully compete for management positions for which you qualify.
Candidates will be selected based on screening criteria and a rigorous
selection process that will involve written assignments, interviews
and other assessment techniques.
Criteria for both screening and selection appear in each AMDP Training
Opportunity bulletin.
All applications submitted for a bulletined Aboriginal Management
Development Opportunity are "screened." This is a process
where a Human Resources Consultant and one or more of the selection
board members reviews all the applications, checking to see if the
applicant matches the screening criteria (found in the bulletin).
This is done by assessing all the information submitted by the applicant.
Examples of screening criteria are "must be Aboriginal," "must
be a permanent employee of the Manitoba Government," and "must be
able to function as a respectful and effective team member."
The Human Resources Consultant and the Selection Board Members
will be looking for evidence that the applicant meets the screening
criteria. This evidence may appear in the cover letter, the application,
a resumé, the written essay or in the supervisor's letter and/or
recent performance appraisal.
Applicants who best meet all or most of the screening criteria
will be interviewed. Generally, 6 to 8 individuals are interviewed
for one opportunity, however there can be up to 20 applicants interviewed
or as few as 3 in some cases, depending on the number and suitability
or qualifications of the applicants.
The "interview" for AMDP actually consists of 2 parts:
an interview before a selection board plus a timed
in-basket test. During the interview, selection board members
will ask the applicant questions related to the qualifications (selection
criteria) listed in the opportunity bulletin and get clarification
about the information supplied by the individual in their application
(including the resumé, supervisor's letter and or recent performance
appraisal, the written essay, and the references.)
The timed in-basket test helps the selection board determine how
the individual problem-solves and whether they have the potential
to be a manager. The applicant is given a number of situations that
might face a typical manager on a typical day, and the applicant
is asked to explain (in writing) how he/she would priorize and handle
each issue.
Selection Criteria for AMDP
Each AMDP Development Opportunity Bulletin will list the criteria
for screening and selection. The following criteria apply to every
Departmental AMDP Proposal and are common to all AMDP bulletins:
- Demonstrated clear understanding of Aboriginal culture. Potential
candidates should bring considerable knowledge of Aboriginal culture,
or a stated willingness to enhance their learning of Aboriginal
culture over the long term;
- Demonstrated commitment to upholding traditional Aboriginal
cultural values, and the ability to integrate these values within
organizational environments;
- Demonstrated ability to communicate effectively both orally
and in writing;
- Demonstrated ability to analyze and understand the demands of
managing in the current public sector environment;
- Demonstrated understanding and effective management of inter-personal
relationships;
- Demonstrated ability to work under pressure and with competing
demands;
- Demonstrated ability to solve problems and make decisions;
- Demonstrated ability to motivate others to do their best;
- Demonstrated ability to function as an effective team member;
- Demonstrated evidence of leadership potential;
- Working familiarity with an Aboriginal language is an asset;
and
- Ability to travel, and/or temporarily relocate, as necessary,
to participate in CSC training (in Winnipeg) and job-specific
training/work placements.
In addition to these selection criteria, individual Department
proposals may include one or two job-specific selection criteria.
NOTE: Interested employees should give thought
to their short and long term career goals and be prepared to explain
how the AMDP Development Opportunity they are applying for will
further those goals.
How do you make the selection process culturally
appropriate?
The selection process is made more culturally appropriate by conducting
the selection interview with Aboriginal people on the selection
board and with culturally appropriate questions and simulation activities
included. Some examples of culturally appropriate questions are:
- How does the Aboriginal community problem solve?
- What are the benefits of using sharing circles to problem solve
a family situation?
- Using a narrative format describe how you would integrate Aboriginal
culture and values within the organization environment.
- Using the medicine wheel model* how would you develop an organization
model for your unit?
*From Teachings on the Medicine Wheel by the Four Worlds Institute:
The Medicine Wheel is an ancient symbol used by Aboriginal
people in North and South America as a teaching and healing tool.
The Medicine Wheel symbolizes four races that are part of the same
human family - red, black, white and yellow. The Medicine Wheel
teaches us that we are all inter-connected as sisters and brothers
to Mother Earth. Each family member is an integral part of the Medicine
Wheel.
The Medicine Wheel teaches us that we have four aspects to
our nature: the physical, the mental, the emotional and the spiritual.
Each of these aspects must be equally developed in a healthy, balanced
individual through use of choice.
The Medicine Wheel teaches us to speak as one, guided by the
sacred teachings and spiritual traditions of the Four Directions
that uplift, guide, protect, warn, inspire and challenge the entire
human family to live in ways that sustain and enhance human life
and the lives of all who dwell on Mother Earth; and hereby dedicate
our lives and energies to healing and developing ourselves, the
web of relationships that make our world, and the way we live with
Mother Earth.
A guiding principle is to start from within, working in a circle,
in a sacred manner; we heal ourselves, our relationships and our
world.
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If you are The Successful AMDP candidate
…
What happens if I am selected for the Program?
If you are selected for the Program, an initial meeting will take
place between you, your assigned developmental coach, the human
resources contact and the appropriate Departmental managers. At
this meeting you jointly will discuss, finalize, agree to and sign
off on the details of your developmental plan.
The sponsoring Department will make financial and replacement arrangements,
recruiting as necessary any backfill to allow you to devote your
time and attention fully to the training. You will remain
in your staff year at your existing classification.
This is a development opportunity only - if you are
selected, you are not guaranteed a management position at the end
of 2 years.
There are several months between candidate selection and the first
training component to provide you with time to train your temporary
replacement/backfill (if necessary), to complete any outstanding
work, and/or to make any other personal arrangements, such as vacation
leave, travel or accommodation.
The Department will communicate to Departmental staff and the Civil
Service Commission that you have been selected to be an Aboriginal
Management Development Program trainee.
What training do I get? What skills will
I have at the end of AMDP?
As a trainee, you will go through an intensive orientation process
over the two year period that includes, Civil Service training and
development, job-specific training and development, work placement,
networking with peers, assessment and mentoring.
Your developmental coach will be responsible for
working with you to tailor your developmental plan to meet your
needs and those of the organization.
You will be required to attend Civil Service Commission sponsored
training sessions in Winnipeg, usually 1 week in duration, four
or five times a year. During these sessions, you will receive customized
management training.
In addition to CSC courses, you will attend additional job-specific
or Department-specific training as outlined in your personal developmental
plan. You will be encouraged to self-evaluate your skills and suggest
appropriate courses/instruction to assist in achieving your personal
management career goals.
A significant portion of the 2-year period will be spent in various
work placements. Depending on your specific training opportunity
and your developmental plan, these work placements may be in other
Departments, external agencies or institutions; in other locations
throughout the Province of Manitoba; or in other professional disciplines.
Work placements may be from 1 day to several months in length,
but are usually no less than 2 weeks. This provides you with an
opportunity to practice skills in various job settings, gain experience
in management, and be evaluated on your performance.
You will be evaluated periodically through the 2-year period by
your developmental coach, instructors and managers of work placements.
You will be provided with the opportunity to have input into this
process, and you will receive copies of all written evaluations.
At the successful completion of the Program, you will attend a
graduation ceremony to receive a certificate from the Civil Service
Commission that would show your training and skills as well as work
experience. The management skills you acquire will be portable or
transferable to any type of management position.
What standing in the community will this
training have?
The training and development, skills and knowledge acquired in
the Program will be portable, transferable and adaptable to many
management positions in the private or public sector.
Civil Service Commission AMDP Training
AMDP trainees will be required to attend Civil Service Commission
sponsored training sessions in Winnipeg, usually 1 week in duration,
four or five times a year. The CSC courses are constructed to meet
the CSC Core Competencies. During these sessions they receive customized
management training in the following over the 2 year period:
- Orientation to the Manitoba Government - 5 days
- Career Connections - 2 days
- Employment Equity - ½ day
- P.O.W.E.R. Writing for Managers - 3 days
- Managing Under a Collective Agreement - 1 day
- Managing Resistance - ½ day
- Program Management - 2 days
- Staffing Skills for Managers - 2 days
- Walk a Mile in My Moccasins - 1 day
- Writing Clinic - 1 day
- Mentorship - 1 day
- Medicine Wheel Teachings - 1 day
- Financial Management - 3 days
- Balancing Priorities - ½ day
- Treasury Board and Cabinet Submissions - 1 day
- Communication Skills for Managers - 3 days
- Aboriginal Teachings - ½ day
- Four Worlds - 5 days
- Leadership Skills - 2 days
- Facilitation Skills - 2 days
- Team Building - 1 day
- Performance Management - 1 day
- Negotiation Skills - 2 days
- Strategic Planning - 1 day
NOTE: These courses are subject to change based
on the needs assessment of each group of trainees.
In addition to the above, trainees will attend job-specific or
Department-specific training as outlined in the developmental plan
experience, work placement/special management Programs - approximately
8 months, and mentoring with senior management - 6 meetings (minimum).
Am I protected from layoff while in AMDP?
Your rights under the Collective Agreement and Regulations remain
in force while you are on the Program.
Can I apply for, or accept, a management position
before the end of the program?
All AMDP trainees are expected to complete their full 2 years of
Civil Service training related to the program.
Your developmental coaches may decide you are ready to begin applying
for management positions at an appropriate level in the last 6 months
of your program. Should the trainee be offered a management position,
they must negotiate with their new employer/manager to ensure that
they can complete any remaining mandatory Civil Service AMDP training
while in their new position.
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I am interested, but I need more information...
If you are interested, you should think about your short and long
term career goals. When you apply for an Aboriginal Management Development
Program Development Opportunity you will be asked to speak about
your goals and tell how the opportunity will further those goals.
If you want more information about AMDP, or want to talk to someone
about whether or not you qualify to apply, contact:
Louise Chippeway, Civil Service Commission,
(204) 945-1628
Email
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