Career as Teacher

Originally Posted by Unregistered

I am expected to be promoted to geo3 next year. Female PGDE. Will i be marked or have my promotion delayed if they notice my baby bump when school reopens next year? Im trying to keep things under wraps as my workplace is quite toxic.

Be careful. You are new to the service. Not many will be happy that they will have to tank load from a newbie.

is it normal it takes extra time to promote geo2 to 3 nowadays? I dont recall in our era

Originally Posted by Unregistered

is it normal it takes extra time to promote geo2 to 3 nowadays? I dont recall in our era

Please be specific and define "extra time"

Originally Posted by Unregistered

is it normal it takes extra time to promote geo2 to 3 nowadays? I dont recall in our era

In the recent past it was normal for entire cohorts of NSmen to be promoted together, followed by non-NSmen and ladies to be promoted together the next cycle.

Nowadays there seems to be a bit of differentiation. We are no longer seeing the entire cohort being promoted at the same time. They seem to be spread out over 2-3 promotion cycles, even without any discipline cases or adverse performance grades involved.

Originally Posted by Unregistered

Why are ROs and schools not recognizing EOs taking up additional roles? My RO told me that I have done a good job in doing a certain role that other colleagues are not willing to take up. But it is what is expected and as such, not impactful. So take up or not take up, i will be ranked similarly?

I sit on ranking panels so let me give my 2cents worth. It's not how much you do. It's whether you have done it well and whether there is a positive impact. Work done at the school level is good but if done poorly or there are lapses, then JH may not be appraised as well as someone who has done interdepartment work but did it well. I know of JHs who have been consistent in their work areas, which include cca, committee, T&L, FTship being given B especially at l subgrades. But there are some who have "done a lot" or who have been "stretched" whose performance was deemed to be a C or C+ only because there were lapses in other areas.

Originally Posted by Unregistered

I sit on ranking panels so let me give my 2cents worth. It's not how much you do. It's whether you have done it well and whether there is a positive impact. Work done at the school level is good but if done poorly or there are lapses, then JH may not be appraised as well as someone who has done interdepartment work but did it well. I know of JHs who have been consistent in their work areas, which include cca, committee, T&L, FTship being given B especially at l subgrades. But there are some who have "done a lot" or who have been "stretched" whose performance was deemed to be a C or C+ only because there were lapses in other areas.

*lower subgrades.

The truth is it is very much harder to get a better performance grade past GEO4 when you are potentially competing with high performing Kps still in those subgrades.

Originally Posted by Unregistered

Nowadays there seems to be a bit of differentiation. We are no longer seeing the entire cohort being promoted at the same time. They seem to be spread out over 2-3 promotion cycles, even without any discipline cases or adverse performance grades involved.

Does this also happen to the males who served NS as well?

Meaning they might only be promoted after 2 years?

Then some ladies only promoted after 3 years?

Originally Posted by Unregistered

I sit on ranking panels so let me give my 2cents worth. It's not how much you do. It's whether you have done it well and whether there is a positive impact. Work done at the school level is good but if done poorly or there are lapses, then JH may not be appraised as well as someone who has done interdepartment work but did it well. I know of JHs who have been consistent in their work areas, which include cca, committee, T&L, FTship being given B especially at l subgrades. But there are some who have "done a lot" or who have been "stretched" whose performance was deemed to be a C or C+ only because there were lapses in other areas.

I sit in ranking panels as well. In my previous schools, HODs will attack an officer with baseless accusations when that officer has accidentally stepped on the toes of others. And they work in groups as well. Alliances even within MMs. That happened to my subordinate. The system is not perfect. Im glad i got out of that environment.

Hi all, I am due to receive my 4 year CONNECT end of this year. A few questions:

- When will the CONNECT amount be disbursed into my bank?
- Anyone tried taking no-pay leave with burnout as a reason before? Is it generally accepted and do I have to sign any contract saying I need to serve another X months after coming back etc?

Would like to take half a year off next year from June hols onwards to really recharge as I have been severely burnt out due to the increased load in the past 2 years. I'm not sure what are the general reasons people take NPL, but I'm really hoping to be able to take an extend break before continuing. If not, I might consider leaving the force as I think it's really unsustainble for my mental health. I genuinely still do love teaching and hope that I can continue after taking a long break. Has anyone tried this before and what are your results?

Originally Posted by Unregistered

I sit in ranking panels as well. In my previous schools, HODs will attack an officer with baseless accusations when that officer has accidentally stepped on the toes of others. And they work in groups as well. Alliances even within MMs. That happened to my subordinate. The system is not perfect. Im glad i got out of that environment.

Can you give some examples of the baseless accusations and how they have accidentally stepped on the toes of others? Can anonymise or give general details to protect identity.