just curious, anyone on fhq heard from sd?

my ex collegue never returned sec 1 work, the kids grew up and graduated, the pile of homework is still in the cabinet. i came across it because he was fired and have to clear his trash for trainees to occupy... as he went jail for domestic violence.

Complaint
 

Most Teachers like to complaint and attiude sucks



Canteen food prices also complaint expensive. But can go restaurant eat food taking picture upload to instagram etc.
Hyprocites

It doesn't help improve teachers' attitude if some members of the non-educator general public constantly **** on them.

Complaints and bad attitude are a Singaporean thing, not a teacher thing. Moaning about high prices of day-to-day consumer goods in Singapore, while also flying off to Hokkaido in December is not unique to teachers either.

So Mr non-teacher, all of your company bosses and employees don't complain at all? They are all saints?

Or are you unemployed?

why suddenly ganchiong about SD? Do people really believe certain portfolios (in themselves) have such a substantial effect on one's career trajectory?

"high class" and "low class" HQ posting is a myth

Moderately high CEP people grasping at all sorts of delusions to give themselves hope that they will be allowed to join the ranks of extremely high CEP people.

Unfortunately the glass ceiling is determined by your scholarship tier. Yes some top management right now may be non-scholars or local scholars, but that ship has sailed long ago. It's almost like saying wow Winston Choo non-scholar also can be CDF.

i suspect many teaching awardees also think they are scholars….

Well it is true that some non-scholars and local scholars have a higher CEP than their peers because they performed very well in their first school. These folks may be placed on FLP and be invited for FHQ postings, and enjoy accelerated advancement compared to their peers.

However, they must keep in mind that their glass ceiling is still lower than the highest tier scholars. It's probably not impossible for a truly outstanding local scholar to prove themself worthy and become perhaps a cluster superintendent or equivalent, but they will never become a DyDGE because they will simply not be picked over an equal-performing higher tier scholar.

As much as we are trying to get rid of this "scholar first" perception in modern times, there are still (too?) many scholars in the public service in general who have to compete fiercely between themselves for advancement. The glass ceiling for non-/lower-tier scholars is therefore not systemic/built-in, but simply statistical.

All HQ postings are growth opportunities and opportunities to change one's career trajectory, for better or for worse. It's not about your job title or your office location, but how fast you learn, how impactfully you contribute, and perhaps MOST importantly, WHO you network with and build solid working relationships with.

The people factor is the most important controllable factor in increasing one's chances of being at the right place at the right time when opportunity presents itself. The other big factor is luck, which you can't control.

If the officer keeps a "low class HQ posting" mindset, they've doomed themselves to mediocrity.