GovTech

Originally Posted by Unregistered

No lah I dont think 5.6k is the top tier. I only heard 2nd upper and first class 5.6k, so maybe first class could be more? Idk someone can comment in on this. There's a diff ah, for e.g the rebase, contract wont get till after their contract 1 year past.

Rebase u mean AWS folding into basic pay right? Does that increase ur total comp tho?

Originally Posted by Unregistered

Rebase u mean AWS folding into basic pay right? Does that increase ur total comp tho?

It doesn't but let's say you want to leave before contract end, I'm not sure if you will get the AWS then. Contract can also be not renewed. Chances of that happening, I'm not sure how high or low lah...

Originally Posted by Unregistered

It doesn't but let's say you want to leave before contract end, I'm not sure if you will get the AWS then. Contract can also be not renewed. Chances of that happening, I'm not sure how high or low lah...

hmm makes sense but u dont get PB also if u dont stay for a full year. So tbh not much diff also i feel
Dont think ill be too worried about getting retrenched if i give in my best effort haha

Originally Posted by Unregistered

hmm makes sense but u dont get PB also if u dont stay for a full year. So tbh not much diff also i feel
Dont think ill be too worried about getting retrenched if i give in my best effort haha

Yea honestly those are just my opinions, I wouldn't worry too much either. Someone with contract exp can chime in.

Seriously encountered one of the most cheapo hiring tactics ever seen.

- Contacted by GovTech HR on LinkedIn inviting me to apply for a PM role requiring 5 years of experience. Since I am not a scholar and with 10+ years of PM experience and a total of more than 20 years, I asked if they would want to match my salary (which I shared to avoid wasting time) and if it is a permanent role. HR said they have multiple grades and the role is a permanent position, so I gave it a try since I was looking for a more stable position.

- I had an initial call with HR who said that although he acknowledged my years of experience, he said that after the panel interview, they are likely to place me in a low grade and may offer contract role because I don't have practical experience in agile, data analytics and design thinking, and hence don't meet their competency framework requirements. Admit it is my fault that I still went ahead because after being in the private sector for a long time, I was keen to explore a more stable environment.

- Once I agreed to proceed, I completed some forms to elaborate on my experience and also an agile online assessment.

- Up next was the case study and panel interview, which I requested to be rescheduled a number of times due to clashing commitments.

- After procrastinating for about 4 weeks, I went for case study / panel interview. I was told by the most senior interviewer that I aced the agile assessment and he has seen a candidate getting such a high score, not even the experienced practitioners. I then asked if I will be penalised for not having practical experience in the 3 requirements. Again, the most senior interviewer said that they are assessing my profile as a whole and not only the 3 requirements. Questions were straightforward and nothing I had difficulty answering.

- A few hours after the interview, I received a call from HR:

1. I will be demoted by title.
2. They are offering a monthly salary that is $3K less than what I have now.
3. Annual package will be the same.
4. 2 year contract role.

Said goodbye. Wasn't hoping for much, but didn't expect them go that low.

Originally Posted by Unregistered

really heard alot of negative things in svc.
things like incompetent lead, heavy workloads (even some days of weekends are burnt every month) and uncaring directors that only cares about the services uptimes & deployments released on time.

Not all are that bad. I had worked with some really hardworking and good people there. Some are bad apples. They really need to clean up those bad apples (educate or counsel them out) becos their existence can cause issues to other staff, making it hard to retain staff. Worse still, they may influence other staff to become bad apples also. When word gets out, it will also be harder for the company to attract new people.

AWS Rebase increases total compensation actually, since the IPB / CPB portion will now be paid based the rebased salary. Difference is minimal though.

any way to see annual increment yet?

Originally Posted by Unregistered

any way to see annual increment yet?

Not yet, guess everyone is eager to check the increments after wait for so long ha!

i dont understand why they must bring in seniority in the MDR consideration though. issint MDR supposed to be role based? if they bring in seniority into the mix then it is a slippery slope, and confirm will have outlier case where some will miss at least the next few years of MDR.

I am grade F now but the correct role, then i miss this mdr. I promote to grade G next year, then when mdr for the junior role then i miss also? or if next mdr is a different role, then i also miss.

Or are they saying that forever is grade G and above then get. If so then its just ******** that they say junior level "pay increment is faster" when it took me 4 years to go from E to F. Means i have to wait at least 4 years or more then i can participate in this MDR, with my base yearly increment.

Those that kp say "oh those that zai left and find new job" seriously go F urself. basically u are saying F those that have loyalty or just dont want to play the game of job hopping. Although the sad truth is that job hopping is the fast track way, but those that dont do that shouldnt be punished for it.