GovTech

Originally Posted by Unregistered

oh wait, got 1 offer on hands, another 1 waiting HR to offer, need to get back to HR soon! can advise?

any of this is great opportunity? no point jumping jumping from one place into a **** hole for money unless the money is exhorbitant

April liao when announcing pay changes?

Originally Posted by Unregistered

any of this is great opportunity? no point jumping jumping from one place into a **** hole for money unless the money is exhorbitant

btyedance and grab

Pros

Tech For Public Good
Bosses never say no for courses related to work/job role
Flexibility as long as the work gets done
The exposure depending if u take it positively or negatively

Cons

Workload & Manpower Issues, we are not Superman, I think my per hour/$ is lower than working at Mac due to the long hours of work, this results with lots of burn out and forcing people to leave.

HR too slow to catch up, although I know is public sector but the brain drain is a really issues. The retaliatory measures comes only when the mgmt n HR realized the in flow is not catching up with the out flow..

Also where is the HR fairness? WHY junior grade got salary adjusted in 2020 and the main bulk plus the juniors have to wait till 2022? This pissed a lot of long serving staff off..


Advice to Management

sugar coating the situation make the issues worst. Working level only matters about $, job satisfaction n workload.

Telling us management issues for empathy will not last long as the ground (manpower) issues are still not resolved as its a vicious cycle.

I agree with the management, not everything is money, but if I have a choice of doing the same but with higher salary, it’s a no brainer….

Pros

- Bonus is good for people that performed well
- Closer connection to higher management(eg. Director level)
- Flat structure, technically no 'boss' but there still is.
- Claims process is fast and good
- Work is meaningful if you care about contributing to the country/citizens

Cons

- Pay is not up to industry standards.
- HR looks modern, but really isn't. Still tied by the WoG guidelines.
- Work is 'startup' style, which isn't a thing when you partner with agencies that has thick red-tapes. Startup style just means you have a easy road early on, pay the price down the road.
- Working speed is dialed down compared to private sectors
- Power struggle between GovTech and agencies partnership frustrates the execution level staff


Advice to Management

Honest opinion, you guys are having high turnover in tech staffing for a reason. The power struggle especially in GDS is bad. Is GovTech a vendor or a partner? If we are a partner, why are we getting overwritten by the agencies all the time? Why require a dramatic power meeting everytime the overwriting happens? This is extremely frustrating to the execution staff that is caught in-between. Also, reward and retain your staff that has proven to be good. It's the tech industry with plenty of opportunities. If it's frustrating, not as well paid and no appreciation, i guarantee the door is wide open for opportunities.

Please do not take any of this as negative. I hope GovTech does better to rival even the best tech firms. As of now, there's still much work to be done but I believe in you as a collective.

Pros

- Great team members
- Very structured and focused on the "new" tech
- Agile
- Many people of similar age groups

Cons

- There are still bureaucracy pressures from above
- HR bell curve moderation still in place
- T-shape model competency will "force" you contribute in places where you are really not needed for input

Advice to Management

Refer to cons

Originally Posted by Unregistered

Like Grading Jump from D to E , Any1 with exp can advise ?

No 1 have experience on this ? Is it all too high level already..

Originally Posted by Unregistered

Pros

- Bonus is good for people that performed well
- Closer connection to higher management(eg. Director level)
- Flat structure, technically no 'boss' but there still is.
- Claims process is fast and good
- Work is meaningful if you care about contributing to the country/citizens

Cons

- Pay is not up to industry standards.
- HR looks modern, but really isn't. Still tied by the WoG guidelines.
- Work is 'startup' style, which isn't a thing when you partner with agencies that has thick red-tapes. Startup style just means you have a easy road early on, pay the price down the road.
- Working speed is dialed down compared to private sectors
- Power struggle between GovTech and agencies partnership frustrates the execution level staff


Advice to Management

Honest opinion, you guys are having high turnover in tech staffing for a reason. The power struggle especially in GDS is bad. Is GovTech a vendor or a partner? If we are a partner, why are we getting overwritten by the agencies all the time? Why require a dramatic power meeting everytime the overwriting happens? This is extremely frustrating to the execution staff that is caught in-between. Also, reward and retain your staff that has proven to be good. It's the tech industry with plenty of opportunities. If it's frustrating, not as well paid and no appreciation, i guarantee the door is wide open for opportunities.

Please do not take any of this as negative. I hope GovTech does better to rival even the best tech firms. As of now, there's still much work to be done but I believe in you as a collective.

Difference in culture across the public service is a real issue.

The situation is really really bad in the SVC sides especially when there are always people leaving every month, be in Software Engineers, DevOps Engineers, QA Engineers, etc.
This does not include people who got transferred to the HQ side.
Not only it hurts the morale but the workloads that the people left will be passed on to whoever still there. Those that get the extra workloads will then start to look for new jobs. Hence, this creates a vicious cycle that never ends!

Managers and Team Leads are not doing much to deal with the issues of increasing workloads but rather care about whether the work are being completed on time.

While there are also new hires, they take months to train up and years to be efficient but at this rate of people leaving, the whole team will be filled with people with less than a year of experience working there.

Originally Posted by Unregistered

The situation is really really bad in the SVC sides especially when there are always people leaving every month, be in Software Engineers, DevOps Engineers, QA Engineers, etc.
This does not include people who got transferred to the HQ side.
Not only it hurts the morale but the workloads that the people left will be passed on to whoever still there. Those that get the extra workloads will then start to look for new jobs. Hence, this creates a vicious cycle that never ends!

Managers and Team Leads are not doing much to deal with the issues of increasing workloads but rather care about whether the work are being completed on time.

While there are also new hires, they take months to train up and years to be efficient but at this rate of people leaving, the whole team will be filled with people with less than a year of experience working there.

Agree, big boss will never understand the workloads on the ground with the lacks of manpower issue, what does management care is only timeline