GovTech

Originally Posted by Unregistered

hahaha... now govtech has degraded to the likes of ST already.

not even that, the elites that they hired standard dropped so fast as to do low SES copycat acts.

so all of them getting A for appraisal
the org chart saw a tech lead under a tech lead, indeed brilliant

1.0**** 10 Apr 2023

Toxic Senior Management
Software Engineer, Current employee, more than 3 years
X Recommend
- CEO Approval
X Business Outlook

Pros
General staff benefits are good, and work-life balance is better than most of the other government agencies.

Cons
The senior management appear to lack concern for the well-being of their staff, particularly those in GDS central. The senior management team in GDS central may come across as kind and friendly, but they true character is far from it. They are solely concerned with impressing their superiors and showcasing the software's capabilities, without regard for the challenges faced by software developers in implementing such features. Despite the impracticality of these demands, they puts immense pressure on the team to deliver, often requiring excessive overtime. Their only concern is saving face, with little regard for anything else.

Another issue is the company's salary policies. When employees have raised concerns about their salaries not being competitive, the senior management dismissed them, citing their salaries as already being too high. It is apparent that this statement only applies to the senior management, who take credit for the work of the software engineers and reap the rewards, such as good grades and high bonuses. Meanwhile, the developers themselves receive mediocre grades and low bonuses, despite their hard work.

It is advised to approach joining Govtech, particularly GDS central, with caution. The senior management team put little regard for their well-being.

Advice to Management
The CE and HR should reconsider their approach to placing individuals in senior management positions.

Originally Posted by Unregistered

Govtech got so shitty meh? Glassdoor rating still at 3.9, not much diff from last year. Seems like all the hooha about nothing

1.0 ****

Simply not Agile, Bold and Collaborative
Delivery Manager
Former employee, less than 1 year

Pros
Good place for entry level engineers to start and learn new technologies.

You will meet some capable people genuinely wanting to contribute to the nation, especially during the COVID situation, not just in Govtech but in the various agencies.

Some groups, mostly in HQ, are moving in the right direction in terms of actually adding value, new tech to public service. My rating is mainly for the department I was assigned to.

Cons
Lots of overtime due to inefficient processes and middle management not willing to even try to clear the issues, that are beyond the control of staff working on the ground. Not ideal for people that worked for many years in highly productive private sectors with good work life balance.

You may encounter toxic leads and managers (see link), who will do anything (bully, lie, sycophants) to make themselves look good for promotion and grading. So just watch out. (Google on dealing with jealous manager) . The thought of paying taxes to these leads/middle managers simply puts people off.

Usually people get promoted not because of the value delivered from their work, but doing things like presentations or "volunteer" in some extra activities or actively participating in chatgroups, that do not add value to their core work or to the public.

There is a strong fear of failure within the organisation, so people are wary of taking challenging tasks, blame others when things don't go well, or follow the old way of working so to have a flawless record for their performance review based on a bell curve. This is somehow ironic considering the values Agile, Bold and Collaborative that they kept espousing.

Advice to Management
Refer to what Philip Yeo mentioned about the 'eunuch disease' in public service.
Get rid of your little serfdoms, and toxic middle managers that only set the wrong examples to future leaders. Help bridge the tech and agency together as one true collaboration, instead of being afraid of offending them, focusing on workaround ways of working.

Lead by example the Govtech values, not just talk (especially middle management ).

HR may want to consider cross department, team, agency review, and bottom up review, team objectives (instead of individual ranking) as part of KPI.

Originally Posted by Unregistered

1.0 ****

Simply not Agile, Bold and Collaborative
Delivery Manager
Former employee, less than 1 year

Pros
Good place for entry level engineers to start and learn new technologies.

You will meet some capable people genuinely wanting to contribute to the nation, especially during the COVID situation, not just in Govtech but in the various agencies.

Some groups, mostly in HQ, are moving in the right direction in terms of actually adding value, new tech to public service. My rating is mainly for the department I was assigned to.

Cons
Lots of overtime due to inefficient processes and middle management not willing to even try to clear the issues, that are beyond the control of staff working on the ground. Not ideal for people that worked for many years in highly productive private sectors with good work life balance.

You may encounter toxic leads and managers (see link), who will do anything (bully, lie, sycophants) to make themselves look good for promotion and grading. So just watch out. (Google on dealing with jealous manager) . The thought of paying taxes to these leads/middle managers simply puts people off.

Usually people get promoted not because of the value delivered from their work, but doing things like presentations or "volunteer" in some extra activities or actively participating in chatgroups, that do not add value to their core work or to the public.

There is a strong fear of failure within the organisation, so people are wary of taking challenging tasks, blame others when things don't go well, or follow the old way of working so to have a flawless record for their performance review based on a bell curve. This is somehow ironic considering the values Agile, Bold and Collaborative that they kept espousing.

Advice to Management
Refer to what Philip Yeo mentioned about the 'eunuch disease' in public service.
Get rid of your little serfdoms, and toxic middle managers that only set the wrong examples to future leaders. Help bridge the tech and agency together as one true collaboration, instead of being afraid of offending them, focusing on workaround ways of working.

Lead by example the Govtech values, not just talk (especially middle management ).

HR may want to consider cross department, team, agency review, and bottom up review, team objectives (instead of individual ranking) as part of KPI.

Usually people get promoted not because of the value delivered from their work, but doing things like presentations or "volunteer" in some extra activities or actively participating in chatgroups, that do not add value to their core work or to the public.

fun fact which is ridiculous

Originally Posted by Unregistered

This is shameful...

indeed, no pun intended.

Originally Posted by Unregistered

Usually people get promoted not because of the value delivered from their work, but doing things like presentations or "volunteer" in some extra activities or actively participating in chatgroups, that do not add value to their core work or to the public.

fun fact which is ridiculous

Its both actually. If u dont do tasks that shines u or put u to the spotlight, how the bosses get to know u or justify to promote u

Originally Posted by Unregistered

so all of them getting A for appraisal
the org chart saw a tech lead under a tech lead, indeed brilliant

Serious? Might as well they come another ogp.

I am from services so not sure what kind of contributions they have done or reached out.

I am actually still salty, no idea why their title and grade so inflated. Read back my previous posts, a bit a bit also principal, lead. Sibeh damn unfair

But good also, dont need or don't want to know or don't care.

Originally Posted by Unregistered

Serious? Might as well they come another ogp.

I am from services so not sure what kind of contributions they have done or reached out.

I am actually still salty, no idea why their title and grade so inflated. Read back my previous posts, a bit a bit also principal, lead. Sibeh damn unfair

But good also, dont need or don't want to know or don't care.

you sound like you havent reach the senior grade

Anyone from services read the recent pptx sent out during services townhall?

Agile remains the lowest for L3 and above. Not sure why they put the L3 bar so high.

Made me lost interest to apply L3. Ownself and internal know enough alr

Originally Posted by Unregistered

Anyone from services read the recent pptx sent out during services townhall?

Agile remains the lowest for L3 and above. Not sure why they put the L3 bar so high.

Made me lost interest to apply L3. Ownself and internal know enough alr

smart people come out this bar so high so they become distinct from you all