Career as Teacher

Originally Posted by Unregistered

You raised your concerns to your school? Or you asked HR directly?

Their reply was that you're not old enough to be promoted? :/

Raised concerns to RO, then HOD.
Reply was I'm young compared to other more experienced teachers on the team, need to chalk up more exp so no promotion. Mind you, I was doing their work, leading PLT projects, presenting at conferences at cluster level and beyond... Made my aspirations crystal clear. Didn't budge. Was advised to transfer for more varied exp while I am still young.

Originally Posted by Unregistered

GEO3, have been so for a few years. Had similar experiences and was basically doing work beyond my pay scale consecutively for a couple of years. Raised concerns about promotion but it all boiled down to age. Posted out but just entered another trap in the new school. Crazy marking load, so much so that I cannot even think of performing beyond my pay grade to fight for a promotion. Tired and jaded. Back to marking.

Doing work beyond your pay scale( sub grade) in most aspects well? Or just doing beyond in one/ two aspects ? Are there any areas of growth communicated at your geo3?

Work review focus on the 3 Ps. It’s important to differentiate between quality and quantity.
Nowadays, you need a number of years( eg 4-5) even in geo3 to gain experience before promotion. And decent grades throughout at geo3.

Originally Posted by Unregistered

Raised concerns to RO, then HOD.
Reply was I'm young compared to other more experienced teachers on the team, need to chalk up more exp so no promotion. Mind you, I was doing their work, leading PLT projects, presenting at conferences at cluster level and beyond... Made my aspirations crystal clear. Didn't budge. Was advised to transfer for more varied exp while I am still young.

Hmmm, based on my observations...most SLs have hardly any information about promotion rates these days. HR seems to have some hidden algorithm or whatever to decide. But in general, promotions have indeed slowed down a lot. Perhaps compared to the past, each grade now requires an extra 1 or 2 years for promotion. Cumulatively all younger ones will probably take an extra 5 to 10 years to reach their predefined ceiling. A guess for this would be because in this ministry, the Gen X and older milennials entered during the golden period, enjoyed many adjustments and fast promotions, and have made the whole teaching force too top heavy. They can only slow it down now by dragging out promotions for new and young ones since they can't fire the old ones who have reached their ceilings early.

Across the whole civil service, salary or promotion is definitely tagged somewhat to an age range, unless you're a super high flying scholar.

You can only count on your SLs to raise your CEP, which may help speed up promotion...but it seems like the environment isn't very supportive. Otherwise, transfer elsewhere for a more suitable environment

I have observed that some teachers think/feel that they are doing a lot or going beyond what is expected in many areas, but when they are probed on the details ie what exactly is that additional load, you find that they are really just doing what is expected but spending a lot of time doing it (which is almost always the reason) because they don't know how to do it/doing it for the first time. I do have to emphasize though that this is what has been observed about some teachers and these teachers are not strong in T&L too so they always complain that they have endless work and though they seem to do a lot, the quality of their work is low and need a lot of support from the lead/IC/HOD.

Of course, there are other teachers who are strong in T&L and assessment so they can handle better and it shows in their attitude and mannerism. These officers can cope and shine. The difference between these two groups are huge. If you have aspirations but cannot cope, don't take up when offered/ask for more work. Know your limit and just be honest with your RO/SL. Otherwise, you will just end up drowning and becoming jaded. Be a HOT for now until you can cope with your current load.

Originally Posted by Unregistered

Hmmm, based on my observations...most SLs have hardly any information about promotion rates these days. HR seems to have some hidden algorithm or whatever to decide. But in general, promotions have indeed slowed down a lot. Perhaps compared to the past, each grade now requires an extra 1 or 2 years for promotion. Cumulatively all younger ones will probably take an extra 5 to 10 years to reach their predefined ceiling. A guess for this would be because in this ministry, the Gen X and older milennials entered during the golden period, enjoyed many adjustments and fast promotions, and have made the whole teaching force too top heavy. They can only slow it down now by dragging out promotions for new and young ones since they can't fire the old ones who have reached their ceilings early.

Across the whole civil service, salary or promotion is definitely tagged somewhat to an age range, unless you're a super high flying scholar.

You can only count on your SLs to raise your CEP, which may help speed up promotion...but it seems like the environment isn't very supportive. Otherwise, transfer elsewhere for a more suitable environment

Promotion rates have slowed indeed. Year in Service or Year in Grade has likely increased.

Originally Posted by Unregistered

Degree/PGDE/DipEd
#years EXCLUDE NIE phase / contract teaching phase:

18 yrs, female, NIE grad, SEO1 (HOD), 9.8k
15 yrs, male, PGDE, SEO1 (HOD), 9.4k
16 yrs, female, Dip Ed, emplacement to degree during 8th year, GEO 4, 6k
12 yrs, male, PGDE, GEO5, 7.4k
11 yrs, male, NIE grad, GEO5 (SH), 7.6k
9 yrs, female, HOD, NUS grad, GEO5, about 7k plus (she said it's below 8k)
8 yrs, male, GEO5, SH, 7.5K
8 yrs, male, NIE grad, GEO 4, 6.1k
8 yrs, male, PGDE local FCH, GEO 3, 6.2k
8 yrs, male, NIE grad, GEO3, 5.9k
6 yrs, male, PGDE Overseas degree, GEO5 6.6k
6 yrs, male, PGDE local degree (HQ officer), GEO5 6.7k
6 yrs, male, PGDE local degree (HQ officer), GEO4 6.3k
6 yrs, female, NIE grad, GEO4 (SH new), 6k
6 yrs, male, NIE grad, GEO4, 6.2k
6 yrs, female, Dip Ed, GEO3, 3.9k (no more emplacement)
5 yrs male, NIE grad, GEO4, 5.5k (int SH)
5 yrs, female, NIE grad, GEO3, 5.1k
5 yrs, female, PGDE, GEO3, 5.1k
4 yrs, female, NIE grad, GEO3, 5.4k
4 yrs, male, NIE grad, GEO4, 5.6k
4 yrs, male, NIE grad, GEO4, 5.3k
3 yrs, male, PGDE, GEO3, 5.4k
3 yrs, male, PGDE, GEO3, 5.7k

Mid-Careers
Will be helpful to indicate the following
#years in private, #years in MOE:

13 yrs, female, mid-career, GEO5A, 8.5k (increment 5 to 5A was only $200)
4 yrs, female, mid-career, GEO3, 6.1k
1 yr, female, mid-career, GEO3, 5.9k

Degree/PGDE/DipEd
#years EXCLUDE NIE phase / contract teaching phase:

18 yrs, female, NIE grad, SEO1 (HOD), 9.8k
15 yrs, male, PGDE, SEO1 (HOD), 9.4k
16 yrs, female, Dip Ed, emplacement to degree during 8th year, GEO 4, 6k
12 yrs, male, NIE grad, GEO5, 7.5k
12 yrs, male, PGDE, GEO5, 7.4k
11 yrs, male, NIE grad, GEO5 (SH), 7.6k
9 yrs, female, HOD, NUS grad, GEO5, about 7k plus (she said it's below 8k)
8 yrs, male, GEO5, SH, 7.5K
8 yrs, male, NIE grad, GEO 4, 6.1k
8 yrs, male, PGDE local FCH, GEO 3, 6.2k
8 yrs, male, NIE grad, GEO3, 5.9k
6 yrs, male, PGDE Overseas degree, GEO5 6.6k
6 yrs, male, PGDE local degree (HQ officer), GEO5 6.7k
6 yrs, male, PGDE local degree (HQ officer), GEO4 6.3k
6 yrs, female, NIE grad, GEO4 (SH new), 6k
6 yrs, male, NIE grad, GEO4, 6.2k
6 yrs, female, Dip Ed, GEO3, 3.9k (no more emplacement)
5 yrs male, NIE grad, GEO4, 5.5k (int SH)
5 yrs, female, NIE grad, GEO3, 5.1k
5 yrs, female, PGDE, GEO3, 5.1k
4 yrs, female, NIE grad, GEO3, 5.4k
4 yrs, male, NIE grad, GEO4, 5.6k
4 yrs, male, NIE grad, GEO4, 5.3k
3 yrs, male, PGDE, GEO3, 5.4k
3 yrs, male, PGDE, GEO3, 5.7k

Mid-Careers
Will be helpful to indicate the following
#years in private, #years in MOE:

13 yrs, female, mid-career, GEO5A, 8.5k (increment 5 to 5A was only $200)
4 yrs, female, mid-career, GEO4, 5.5k
4 yrs, female, mid-career, GEO3, 6.1k
1 yr, female, mid-career, GEO3, 5.9k

[Munchen]

Originally Posted by Unregistered

Raised concerns to RO, then HOD.
Reply was I'm young compared to other more experienced teachers on the team, need to chalk up more exp so no promotion. Mind you, I was doing their work, leading PLT projects, presenting at conferences at cluster level and beyond... Made my aspirations crystal clear. Didn't budge. Was advised to transfer for more varied exp while I am still young.

I have worked elsewhere before coming to MOE. You have to understand that the work culture has its roots in Confucianism. Thats why you see expectations for respect shows towards people of higher rank/age. Its not uncommon for people to boast about their age in the staff room while whatever the young ones have to say are not taken seriously.

If you cant accept this, perhaps its time to change jobs.

Would appreciate some advice on my situation. My RO hinted to me that I should aim to be an HOD as a possible career goal. Currently I am GEO5 but am not holding any SH positions
I know that if I want to climb I will need to leave the school because the leadership here is very static.

I really like the school that I'm at, it has a pretty good leadership and staff culture which I am not sure that I can find elsewhere. So for me it's having to decide between leaving for leadership opportunities in a different school which may be worse than where I am right now. Or just staying here and accepting that I may not be able to rise despite what my RO says.

Originally Posted by Munchen

I have worked elsewhere before coming to MOE. You have to understand that the work culture has its roots in Confucianism. Thats why you see expectations for respect shows towards people of higher rank/age. Its not uncommon for people to boast about their age in the staff room while whatever the young ones have to say are not taken seriously.

If you cant accept this, perhaps its time to change jobs.

Confucianism relies too heavily on the assumption that wisdom and maturity correlates with age/seniority. If the assumption holds, it is well and good because the wisest people would wield the most power to move the organisation forward.

Unfortunately, it mostly doesn't, and so our system by being rooted in Confucianism has set itself up for gross organisational inefficiency and slow pace of adaptation to change.

Originally Posted by Unregistered

Would appreciate some advice on my situation. My RO hinted to me that I should aim to be an HOD as a possible career goal. Currently I am GEO5 but am not holding any SH positions
I know that if I want to climb I will need to leave the school because the leadership here is very static.

I really like the school that I'm at, it has a pretty good leadership and staff culture which I am not sure that I can find elsewhere. So for me it's having to decide between leaving for leadership opportunities in a different school which may be worse than where I am right now. Or just staying here and accepting that I may not be able to rise despite what my RO says.

If you are in an environment with pretty good leadership and staff culture, stay. Unless your aspiration to climb the ladder is so strong that it trumps the importance of the culture you described. For many people, it is the reverse. We spend so many hours a day at work and make heavy emotional investment into our work. Culture tends to be the more important thing for many people, over and above advancement opportunities (if the two things don't happen to be available at the same workplace).

Something to consider as you start to look beyond your safe space for opportunities. Not saying it is wrong to move. But consider your source of job satisfaction and mental well-being too.