Someone from HR would have contacted you for a chat if you are shortlisted. That person would ask you broadly your past experience. Depending on what you answer and the specialisation under digital business analyst track the person thinks you are suitable for and your preference, there will be a second interview. The second interview will be with the experts of that specialisation. You might also be asked to sit for an online test.

You can also read up on Glassdoor for more info.

So May 30 we will get the AWS calculated for Jan- May right?

Why does it says backdated to Apr only?


Our Jan - Mar kena eat ah?


Any1 can confirm?

Any idea B grating can get how many percentage increments and how many months bonus? 1st review cycle in govtech.

AWS will get Jan-May. MDR will backdated.

7% for Grade D to E

Not sure of grading and don't know if still got extra or this is the final

wow, just simply promotion increment is alr 7% without including performance increment yet?

I am not sure on this. First time promoted, so I can expect another increment coming next week or? That's is the final? Promotion + Yearly

Oct promotion only 4%, is Oct promotion increments lower than Apr?

I'm guessing promotion increment will vary from person to person? Depends on their grade, current salary as compared to market range, ceiling cap for the grade etc. Not sure if your relationship will also play a part. So it's unlikely that we can use someone else's data to benchmark to yours.

While one might argue this is just for comparison purposes and to have a gauge, it is important not to be trapped into a case of false expectations.

Services team at one of the biggest sites GT has.

which is ?

New joiner here, i take it that means you arent part of any cap center in HQ? If part of services team means you were seconded to other stat board or ministry issit? whats the job scope of HQ vs SVC?

If biggest svc, I guess moe? mom?

Anyone know for normal increment without promotion, the % during pandemic period? Want to get a gauge.

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.

I had more than 10% last year. But can't tell which portion is merit increment or promotion or annual increment. The letter did not provide a break down.

Apology. I didn't read properly. I was promoted.

promoted from what grade to what grade? first year in GT as well?

also does the role/team make a big diff?

Not fresh grad and not first year. Mid level.

I guess on top of delivering results, also will depend on whether your boss like your work or not.

What is different between merit vs annual increments?

Are you expecting a pay rise this year? 6 in 10 workers in Singapore are prepared to request a raise as costs of living increase amid a sharp labour crunch, according to survey findings.

Workers surveyed also reported working over 8 hours per week more for free on average. s://str.sg/wXPY

in govt svc, raise is built into the merit increment component

is it hard to get into govtech? is it much harder to get into tap?

if you have the relevant experience and passion (tech for good), then no, I wouldn't say it is hard to get in

Adding on, I had a case study as well on requirements, interfaces to other WOG systems, scope and stakeholder management, but it wasn't discussed (even tho I prepared for it) as I already have the relevant experience

getting into govtech itself seems quite ok, the bar doesnt feel THAT high as a normie D grader.

For TAP I wager the bar is muchhhh higher (afaik they only took 20 ppl last year) so maybe 10% hit rate? i also dk. but tappers start at grade E and get better packages.

Workday no pay increment.. boo hoo...

Normie D grader also got diff tiers, sell yourself to get that 5.6k pls. Don't settle for contract, try your best to nego for perm.

huh, so for normie D graders 5.6k is top tier? LOL thats what i got but i thought it was average as its below NUS CS average. Also, im contract as tried to nego for perm but was told there is no headcount for now. Was told contract and perm there is no difference benefits wise, 铁饭碗 and all.

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?

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

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

How low can they go?
 

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.

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?

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.