ST Electronics

Originally Posted by Unregistered

You will be lucky to get even 4k. Some people take 10 years to hit 4k+

You ex-STE engineer?

Any STE engineer can confirm?

we already tell you no future liao, you still die die dun believe.

You join with a starting pay of 3k.

Every year, your increment is 3%.

You get promoted at about the 5th year mark, which increases your pay by another 3% - so that year you get 6% increment.

Please calculate yourself how much you get at the 5th year mark.

For your second promotion = wait long long. Maybe in 8 years.

Aerospace is slightly better than the rest. That is because they OT a lot and they do get some type of OT pay. Kinetics are known for being particularly bad. But then at ST level, "who better than who" is ready stupid comparison. Is like you get 41 marks then hao lian to the other guy who got 37 marks. Both are idiots.

Originally Posted by Unregistered

we already tell you no future liao, you still die die dun believe.

You join with a starting pay of 3k.

Every year, your increment is 3%.

You get promoted at about the 5th year mark, which increases your pay by another 3% - so that year you get 6% increment.

Please calculate yourself how much you get at the 5th year mark.

For your second promotion = wait long long. Maybe in 8 years.

Aerospace is slightly better than the rest. That is because they OT a lot and they do get some type of OT pay. Kinetics are known for being particularly bad. But then at ST level, "who better than who" is ready stupid comparison. Is like you get 41 marks then hao lian to the other guy who got 37 marks. Both are idiots.

You capture it quite accurately. Only small nit pick is actually in a typical promotion total increase is ~8%. So more like 3% normal increase + 5% promotion increase.

Not that this pathetic amount makes any difference, but just want to be accurate.

Most of the oldies manager there are only getting 5k+, young punks with a few years exp most likely will get offered 3.5k.

[QUOTE=Unregistered;82998]Simplified:

DSO: 1st class honours / 2nd upper local uni
DSTA: 2nd upper / 2nd lower local uni
STE: 3rd class / pass local uni or unisim

Sounds about right. [/QUOTE

im from NTU and so far i still haven't heard of anyone got in DSTA with second lower. I know dsta hire 2nd lower but it quite rare and those who got hired have working experience. Same goes to DSO, i do know people got in with second lower. DSO and DSTA is around the same level i think.

Originally Posted by Unregistered

Simplified:

DSO: 1st class honours / 2nd upper local uni
DSTA: 2nd upper / 2nd lower local uni
STE: 3rd class / pass local uni or unisim

Sounds about right.

******** LAH.

DSO/DSTA: 1st class honours / 2nd upper/2nd lower local uni
STE: 3rd class / pass local uni or unisim

DSTA has quite a number of first class and scholars. Stupid damn f**K.

from ex-dsta

Originally Posted by Unregistered

You capture it quite accurately. Only small nit pick is actually in a typical promotion total increase is ~8%. So more like 3% normal increase + 5% promotion increase.

Not that this pathetic amount makes any difference, but just want to be accurate.

Most of the oldies manager there are only getting 5k+, young punks with a few years exp most likely will get offered 3.5k.

Then NCS is at least better? From job ad it is paying 5k for 5 year experience. And some MNC IT is paying 5.5k to 6k.

Originally Posted by Unregistered

Then NCS is at least better? From job ad it is paying 5k for 5 year experience. And some MNC IT is paying 5.5k to 6k.

they say paying up to 5k with min 5 years exp lah. in reality they wont offer that high one. go & ask ard any engineer, ncs is same as ste shiit pay with shiit culture.

the only diff is ncs is smarter in their recruitment marketing. they like to pay peanuts & demand long hours and dangle the carrot u can join singtel in the future if ur good. it mainly bs as there is almost no way to rise from ncs to singtel unless somebody at singtel really like u.

Originally Posted by Unregistered

It's not just about opportunity and exposure, it is also about intelligence. STE people are generally just not there on the IQ, even if you give them exposure they also cannot learn much.

It is not that joining STE makes someone dumb, its the culture there just causes smart people to leave after a few months and the lousy whiners no choice stay there with badass demotivation. Vicious cycle. No youngster who has a shred of dignity, professionalism and marketability for better pay will stay there long.

My personal observation in terms of engineering is DSO tends to get good (but not top) like 75 percentile talents, DSTA average to good 50-75 percentile, SME tend to get 25-50 percentile. STE/NCS good buddies always picking up the bottom below 25 percentile calibre people.

u sure anot, DSTA 50 percentile? they pay 4.5k for FCH, u think no FCH will want to go in meh?

Originally Posted by Unregistered

u sure anot, DSTA 50 percentile? they pay 4.5k for FCH, u think no FCH will want to go in meh?

Caliber of people is not just about how good you are at exams and starting pay. A lot of prestigious MNCs have comprehensive assessment centers to measure many attributes. The best and most well rounded people are usually already taken up by all these companies. Not everything is about starting pay; culture, branding and opportunities to progress count as well.

DSTA people regardless of class of honors are generally above average, but in terms of actual work they tend to be more narrow in their competency. DSTA engineers are good people who get the job done, but not the type that can break new frontiers or demonstrate superior project management skills or exhibit strong leadership traits.

The only reason why they pay higher for FCH is this outdated gov mentality of adding a few hundred dollars to starting pay for every additional level of honors you get.

Just my personal opinion after interacting with quite a number of them.

Originally Posted by Unregistered

Caliber of people is not just about how good you are at exams and starting pay. A lot of prestigious MNCs have comprehensive assessment centers to measure many attributes. The best and most well rounded people are usually already taken up by all these companies. Not everything is about starting pay; culture, branding and opportunities to progress count as well.

DSTA people regardless of class of honors are generally above average, but in terms of actual work they tend to be more narrow in their competency. DSTA engineers are good people who get the job done, but not the type that can break new frontiers or demonstrate superior project management skills or exhibit strong leadership traits.

The only reason why they pay higher for FCH is this outdated gov mentality of adding a few hundred dollars to starting pay for every additional level of honors you get.

Just my personal opinion after interacting with quite a number of them.

Guess how to get into one of these "prestigious MNCs comprehensive assessment centers" in the first place?

Yup you guessed it! Good uni (local Us, oxbridge, ivy league) with 2nd upper/FCH.