MAS for Mid Career Professionals

Originally Posted by Unregistered

That’s not the point. It’s my money, it’s not for Hr to auto sign up for donation.

Sneaky lor...but here always got ass Lickers to "justify" the actions of this organization, that whatever they do is always right..

Originally Posted by Unregistered

Sneaky lor...but here always got ass Lickers to "justify" the actions of this organization, that whatever they do is always right..

Make everyone donate to ownself meet KpI and get promotion

Originally Posted by Unregistered

Sneaky lor...but here always got ass Lickers to "justify" the actions of this organization, that whatever they do is always right..

Welcome to the place of Small Little Fcukers.....

Shall we try to be “very demure, very mindful” (cue TikTok trend) with da words and descriptions we use online. Not cos there is no basis to them, but there always a nicer way to present da same opinion. precisely cos we noe there are some uber uptight ones and/or their lackeys who will not hesitate to jump to high up on the pretext of being guardians of mas reputation and standards… so don’t make it too easy for such ppl to showcase themselves. Thx mates!

Ps. ‘bout e community donation, methinks mas is not da only agency dat “auto” subscribe. Regardless, e amount is not large & should b able cancel just dat u oso dun wanna be flagged for appearing “petty”. If we wanna argue for da sake of it, public servant $ is paid fr taxpayer, no harm to donate a bit back to those who need it..

Originally Posted by Unregistered

Oh yes. Some points below -

1. Public authority and its officers can only act within powers allowed by statute or other guidelines

The mandate of MAS is set out in MAS Act, section 4. Yes regulator should have radar on emerging risks and moral suasion can complement in absence of hard law. But the powers of MAS, like other statutory board and public authorities, is ultimately circumscribed by what legislation allows. For HR matters, most MAS HR guidelines mirror government IM which clearly sets out processes that are expected to be followed. So it’s entirely responsible for LD to point out course of action that falls outside of these powers as it may subsequently expose MAS to reputational and other risks.

2. Competencies

If the poster take time to get to know LD officers, many of them have experience from private sector, in house counsel, other public sector agencies. Yes they may not be CFA or CA, but it is not the expectation for MAS officers to have these professional finance qualifications either. I do not think there is very adequate or intentional department-specific training for MAS officers and we are expected to pick up specialised knowledge on the job (direct transfer from other colleagues rather than accessible industry standard databases) after being thrown into the role. So ironically, I have learnt more about financial regulations and concepts from LD advice to my and other departments, and some courses curated by ACA.

3. Bad form to disparage another department through public statement

This forum been around for some years le. The clown who post at 1 August 7.45pm to kao peh about LD is the first complaint I seen about LD competency being questioned here and IRL. I have spent quite a lot of time listening to other colleagues from other MAS departments kao peh IRL, and LD is not one of the usual departments colleagues kao peh about.

As far as I’m aware, the LD HOD enjoys an excellent reputation among his own staff, ex-staff and other MAS employees. Usually request for advice go to him first then assigned to his officers. So if the poster got problem with LD officers or standard of their advice, it is sensible to first go to the HOD substantiating their complaint. Then he can see how to rectify. What purpose does it serve to make anonymous public statement disparaging LD while purporting to speak on behalf of “many MAS officers serving reg functions”?

4. Legal does serve gatekeeping function

If poster feel they got no standing to go direct to HOD (even though most find him v very approachable), they can also send feedback through their own departments as GC sits on some management committees which oversee important decisions (this gatekeeping function is no different from in-house lawyers at other large companies).

5. Turnaround time of “months” is far from uncommon in MAS

There have been occasions in my experience when LD have to move their hands and legs very fast to mitigate delay by departments sitting on matters until the last minute (even when there is hard external deadline). In such cases usually all departments just cooperate as best as possible to push through the deadline without pointing fingers at who is to blame for the delay. So it’s laughable on so many fronts that poster kao peh about LD “take months to conjure up a rather scant advice” where there are ample examples of other departments taking months or even years to revert between themselves or to the public. (It is especially objectionable when one team/dept sit on matter for weeks/months then give others a very short turnaround of days to revert with input)

One of many examples of delay is the perplexing turnaround time for consultation responses from some departments/groups (even when the subject of the consultation does not seem particularly high in priority of systemic importance). This is not the only example of delay but it is one that public can track. The department tracking the list of late consultation responses should assess if there is any pattern of where the longest delays originate from, and whether it points to any systemic root causes. Identifying contributing flaws in the system (eg. Insufficient headcount taking on too many projects on top of core work) rather than chasing down individual officers is important - because one would think one only has moral standing to castigate another for delay if there are no other examples of habitual delay in the organisation.

Examples of habitual delay I have witnessed: - 1. Sitting for months on draft prepared by subordinate and cleared at least one layer 2. Regularly arriving late to office hours after HR start time 3. Turning up late for management meetings after own bosses already arrived punctually and seated 4. Not being contactable at public service start work time (8.30-9.30am) due to working and sleeping late the night before (for the record, many MAS senior management also work late into the night but they still resume work by 9-9.30am or earlier). Individual incidents of lateness may be explained away but taken collectively, if you worked in such an environment where you witnessed habitual lateness from whom you thought were standard-bearers for MAS values, what message about timeliness and accountability would you takeaway about MAS?

Back to the post on LD - I personally feel embarrassed to see an MAS officer making public statements about another department that are at best imbalanced. This seems to be different from the other comments on this thread as it is a very pointed comment targeted at an identifiable group which does not appear to be fair or balanced. I can only ponder if the intent of the writer was to lower LD’s reputation in the eyes of others.

Sounds like you are from LD. Wow self praise is good praise

Originally Posted by Unregistered

Sounds like you are from LD. Wow self praise is good praise

“So ironically, I have learnt more about financial regulations and concepts from LD advice to my and other departments” -> thot this made it clear author of this post is NOT from LD

Originally Posted by Unregistered

“So ironically, I have learnt more about financial regulations and concepts from LD advice to my and other departments” -> thot this made it clear author of this post is NOT from LD

Maybe he meant Lan jeao department rather than Leg department....

Originally Posted by Unregistered

I just joined MAS as an experienced hire as AD. I am wondering how I can check if I was shortchanged by HR. Spoke to a few experienced hires who are getting 9k range and I’m getting way lower than that.

Anyone can advise on the salary for newly promoted AD at MAS, after about 3 years of experience?

Originally Posted by Unregistered

Anyone can advise on the salary for newly promoted AD at MAS, after about 3 years of experience?

Appears to be about 5k (excluding bonus) from the post below. As far as I’m concerned the estimated salary ranges appear to be more or less accurate. Anyone who has updated info or a different view pls feel free to jump in.

Originally Posted by Unregistered

Giving an overview of what it is like in terms of tenure or salary range.
This is just an estimated from various sources , you may classified that as not verified or provide your inputs too.
.
Grade 13 - Associate Rank (This is undergrad rank, typically for people whom are 1-3 years experience)
.
Grade 12 - Assistant Director 1 (There are 2 "AD" rank, this is for people whom have around 3 years experience to 7 years experience really depending on your performance and opportunity)

Grade 11 - Assistant Director 2 (This is the Senior Assistant Director rank, but on the outside its just AD, this is for people whom have 5years of experience onwards. No really an upper bound as some people might be stuck here for some years, some back office staff can stuck this rank till 10-15 years is normal, they just get few percent increment each year.

Grade 10 - Deputy Director 1 (There are total 4 levels of Deputy Director, the fastest I seen is 6years+ , those are for scholars or special people. For faster farmers they take about 8 years, 9 years and 10 years are common for faster farmer too.).

For Grade 9, 8, 7 , those are Deputy Director increment in grades. Most people stucked at DD level 2, you need some years to farm to DD3 and DD4, aka Senior Deputy Director (Internal), but on corporate rank it only shows DD.

__________________________________________________ ____

Salary package wise, just an estimate. For Bonus, expect only 1 bonus a year (Performance Bonus that is ranging from 1.5 to 2.5 most of the time).

Associate - Basic 4k to 6k (For TO aka graduate officers, they draw about 5k starting)
AD 1 - Basic 5k to 6.5k
AD 2 - Basic 6k to 10k
DD 1 - Basic 9k to 12k
DD 2 - Basic 10k to 14k
DD 3 - Basic 12k to 16k
DD 4 - Basic 14k to 18k
Director 1 - Basic 16k to 20k

Originally Posted by Unregistered

Appears to be about 5k (excluding bonus) from the post below. As far as I’m concerned the estimated salary ranges appear to be more or less accurate. Anyone who has updated info or a different view pls feel free to jump in.

TOs are getting around 5k.
So I think AD will be around 7k?