Which part not fair? The bonus amount?

got warning from govtech hr resulting from a whistleblowing incident on TT tokens
was v unhappy and wrote few hundred pages to psd to complain saying its unfair (cos AO)
psd launched another investigation then “acquitted” him
but left anyway cos felt very 委屈

what incident exactly?

townhall to tell the news, not to answer questions

got FAQ, bodo

so your bonus good?

careers@gov.

just refresh the page, no need to care about other jobs website ...

from what i heard he's just the unfortunate casualty of political scapegoating.

those who worked under him all held their opinion on him in high regard.

Can I know which cluster are u?

I'm not hr , just curious

Which question u wanna know?

No longer about YoE but how much impact u bring to the table

Reason is because want to reward high performer rather than tenure

Wtf few hundred? Ain't nobody got time for that

Is it because of the TT used to track criminals?

No one knows about bonus yet until next Tues

Unless u are not govtechie then this news is not for u

U mean as the TT mastermind, all work under him think he's really that good?

for the new APA, merit increment no longer tied with performance?

Town hall got share the illustration on it..

Its a good question. So its not fully explained but here it goes

Each grade has a salary range and 3 band. Say T1, T2, T3 which mean T1 is highest and T3 is lowest

If let's say 2 person same grade G
Person A - $8k salary, gets 1% increment
Person B - $6k salary gets 10% increment

Because person A is getting low increment, now person A needs to talk about how to move on to the next grade H
Because person B is at lower salary band, they will get a higher increment

Question : how does POD determine number of %?
Answer : the median of the salary range /band I think

And POD also say its not dependent on perf rating

But if dont depend on perf rating, how do u determine what amount to give? Hope someone can answer

our town hall don't have lehh, mind to share? TIA

-2 person in same grade
-both have the performance rank - lets say C
-both have different salary, because salary depend on many factors like how you nego when u join

Both will get the same increment but because they have different salary, the % increase will be different. the lower salary will get a higher % increase.

the new APA system really disadvantage to the people at the top tier of their band

i think the absolute amount is different. and its not linked to perf grade.

POD said its not linked to perf grade.

Its so that the higher salary dont get a higher increments

But how they calculate then its a question

POD also said, its not to reward those with long tenure

Because the longer u stay = higher increments

If u long tenure plus u consistently do well = will be rewarded as usual

Long tenure and consistently do well also not fair if you are at the top of your band cos the reward is median

in short, POD is cutting budget?

there was a mention that the way budget is allocated to us changed.

Anyone knows what's the new competency framework will be like?

competency got change?

Yeah it was mentioned that it is going to be changed to be simpler

Ok la, only SI affected I think?

If u long tenure and consistently do well, then always aim for the next grade lo

Finally. Fck Agile, keep cock block ppl from leveling up just cause they want to "maintain to be elite"
Like screw what u done in previous past job., u dont write in a certain way, and also currently a certain grade and exposure, u won't get level 3 at all

As long as the framework is tagged to promotion criteria, they will gatekeep and block

he told GDS before he left that he quit to protect the independent investigation so the outcome could be unbiased and not influenced by any attempt to make him stay, also not right to move to another post and quit after few mths if verdict went against him

still got his covid medal
not sure if he will return

I get that they want to maintain that "exclusivity" but come on. We at services already do what we can and still GDS ace not supporting.

Funny really

Well I think he's doing quite well. Come back maybe become ACE

isn't promotion criteria and competency level is depending your direct RO?

services i know don't usually get exposure (or support) from agency side RO/PO so its hard to justify.

GDS ACE got relevant in this meh?

all the benefits and promotion quota go to HQ, services side suck thumb

The agile competency is gatekeep by the agile coaches from GDS

what was the hr warning for in the first place ?

who else in svcs got rubbish RO. loves ppl to praise him, say that he's right, work throw to staff to do, take credits for himself.

L3 must go beyond RO, and dont know what criteria they use, anyhow demote people without consulting your RO first.