GovTech

Originally Posted by Unregistered

may be is indeed people, they have no idea how they landed here. hhahha

1 Senior Director
2 Director
13 Principal engineers/UX (grade k)
12 Lead engineers/UX (grade j)
11 Senior engineers/UX (grade i)
22 engineers/UX (grade g/h)
0 associate engineers/UX

this is crazy, 27 out of 61 in 1 team are Lead and above level, what kind of team structure here

no wonder govtech need to cut SI, IPB because all indeed are overpaid and budget go there

Originally Posted by Unregistered

1 Senior Director
2 Director
13 Principal engineers/UX (grade k)
12 Lead engineers/UX (grade j)
11 Senior engineers/UX (grade i)
22 engineers/UX (grade g/h)
0 associate engineers/UX

this is crazy, 27 out of 61 in 1 team are Lead and above level, what kind of team structure here

no wonder govtech need to cut SI, IPB because all indeed are overpaid and budget go there

This is what I have been saying all along, unfair grading

Pls count how many in services or even govtech got principal and lead? DBA and PM even lesser. Dont start about saying they go mgmt track.

Then its not the same comparisons

Originally Posted by Unregistered

Next week then townhall briefing...

So now is not based on no. Of months then how they determine the amount?

I can only find out this coming wed.

Not in months of salary then is how ah. For us, we will still "convert" into months because thats the most easiest to understand. 1,2,3 months bonus

Originally Posted by Unregistered

I can only find out this coming wed.

Not in months of salary then is how ah. For us, we will still "convert" into months because thats the most easiest to understand. 1,2,3 months bonus

so assuming same job grade and performance grace, the one with existing higher salary gets lower pb in terms of months. he will also potentially get lower absolute Salary Increment.

Originally Posted by Unregistered

so assuming same job grade and performance grace, the one with existing higher salary gets lower pb in terms of months. he will also potentially get lower absolute Salary Increment.

Meaning now the bonus amount and increment are in absolute values instead of months?

Originally Posted by Unregistered

Meaning now the bonus amount and increment are in absolute values instead of months?

Only the bonus amount is an absolute value. The increment is still % but hearsay it will be lower because they want to reward the better-performing employees through "bigger" bonuses and won't focus on their "base" salary anymore.

Originally Posted by Unregistered

Seen this in GDS ACE. Agency pay us to work on their project, but colleague spent more time on other initiatives than our project.

If I complete my project for agency early with high quality, why can’t I venture into other areas or come out with my own initiative for better public good, be it in the interest of better GovTech, GDS or ACE? We should encourage ppl to go far and beyond.

Originally Posted by Unregistered

GDS ace go spend more time on other initiatives than what agency paid for? Confirm tio complaint

We are working for outcome and impact and not on hours for Agencies. Same goes for vendor isn’t it.

Originally Posted by Unregistered

If I complete my project for agency early with high quality, why can’t I venture into other areas or come out with my own initiative for better public good, be it in the interest of better GovTech, GDS or ACE? We should encourage ppl to go far and beyond.

Not far and beyond at all if people in your team have to tank your workload, while you work on other initiatives.

Originally Posted by Unregistered

We are working for outcome and impact and not on hours for Agencies. Same goes for vendor isn’t it.

If an agency outsources to SI/vendor, it is charged for work done, whereas GovTech charges the agency a fixed amount per month per headcount depending on their salary grade, and this amount is obviously derived through expected hours of work. You can ask your delivery manager for more details. If your project runs on agile, then there is always work to do. Some people purposely take the easy story and then slowly do, while working on other initiatives. End up the rest of the team have to tank more work per sprint.