Private sector all rebels?

Haha it’s really 500, after cpf it’s 400 for Geo 4 and below.

honestly,
 

QUOTE=Unregistered;230155]paying handsomely to attract talent is the same narrative put forth by the men in white. it has not proven to be true. on the contrary, such approach only perpetuates echo chamber syndrome.

you want real, bright future? take a leaf from the old guards. make an effort to genuinely understand the ground sentiments and take bold steps.[/QUOTE]



interesting that some still believe that money attracts the right policy makers in public education. it has been proven time and again that money cannot buy you the right talent. at best, you'll get class95FM mercenaries who'll only show you what you want to see.

do away with the scholar-parachuting, and allow leaders to rise from the ground. as idealistic as it sound, to groom right leaders, money is secondary. once gap between management and non-management is narrowed, i bet you teacher's morale will rise. there'll be less of needless events to fill up someone's KPI

s://mothership.sg/2022/09/chan-chun-sing-retaining-teachers-salary/

status quo
 

nice parroting. goh chok tong used the peanuts and monkey analogy way back during his parliament speech in 1993.

how do you show your love for the lightning party without telling others you love them? keep repeating and defending what they say lor. why bother to think. the irony.

Comparing the 10 year period between 2010 and 2020, Chan said that the PTR of primary schools had gone from 19 to 15, and in secondary schools from 16 to 12;

Where on earth did he get this figure from? The only time I had classes with 15 was with one batch of sec5s

Total number of students divided by total number of teaching staff. Which obviously is a very misleading piece of data to focus on.

Teacher to student ratio =/= class size.
Simple example is if a school has 3 teachers to 36 students the PTR is 1:12 but each teacher will still be teaching a class of 36 students for 1/3 of the day...

Our education minister using stats to mislead public...

PTR is commonly used internationally as a metric. The key message, that there are now more teachers per student in school, remains. Agreed that it is a smaller (and therefore nicer) number to report on, as compared to class size.

I'll just assume the statistic itself is true - wonder where the extra manpower is going, then? Haven't really seen my total number of students, or number of teaching periods, going down in the past 10 years… or maybe my teaching subject is just suay.

Well done monkey chan

Don't so angry. Not all teachers are clowns. Some really inspire kids and put in tears and sweat to help out their students.

Anyway an idea when we gonna know how much increment we getting? Like traditionally when they announce?

It is quite simple, there is an excess of teachers for certain subjects and they have the luxury (or benefit) of being able to have co-teachers or banding for their lessons. Meanwhile other subjects are always short of teachers and needing to teach full classes :)

They cut the headcount from 39787 in 2018, to around 32000 currently.

s://blog.seedly.sg/moe-education-service-teachers/

The clown is Chan Chun Sing.

For Teachers who say they wanna quit

Which industries are you all looking at to enter?

I’d say don’t quit first. Why not consider a post to HQ and do some office job? Maybe can change scheme to MX and not lose too much salary.

A teacher who cannot tahan school will find it hard to survive in HQ

True words. If your first year as a SH or HOD in a school was hectic, HQ is three times worse even in the 'EO-friendly', 'non-chiongster' branches. In the chiongster parts of HQ, it's even worse than that. But you grow slowly from there lah, nothing wrong with feeling that it is xiong at first.

Saw the new circular. Please help crowdsource on 1 Oct!

//The salary adjustments will take effect on 1 October 2022 and eligible officers’
revised salaries will be reflected in the October 2022 payroll. Officers may log into the
HR & Payroll (HRP) portal to view the salary revision letter under ‘Salary Revision
Letters’ tile from 1 October 2022 to view their revised salaries and salary ranges.//

Went to clinic ytd. Got put on anti-depressants. Should I inform RO?

RA
 

per year
$1.3k SH/LH/AYH/ST
$2.5k HOD/SSD/YH/LT
$3.7k VP

connected
1-4, 5-7, 8-10, 11-14, 15-20, 21-30
$9k, ", ", ", $6k, $3.7k
except final, payout ratio 80% for all awards

Lol then what about us peasants from geo3-5?

I told P and my RO as they need to know my condition so that they know not to give me unnecessary stress. They also assigned buddies to me.

It is also a known fact that teachers form the bulk of patients that IMH sees...

please don't mislead everyone with the numbers.

the amount given is for those teachers at GEO level who are holding these key appointment temporary. like appointment pay, not the actual amount after the salary increment.

info about connect plans is correct, but only from 2023.

Iz true moi is the siaolang.

Moi P volunteer to buddy me

ra not increment
 

the amount is RA (responsibility allowance) as stated by the op
not the increment tho

The connect payout is quite a joke. Benefits the people who will enter service next year the most.
Numbers are misleading for current folks. They are not back paying, we are not getting the numbers we see in the table.

And 10th year slaves are currently the most worthless🤣🤣

let me explain
 

the increase in connect plan payout is meant to address the higher attrition rate seen among 'new' teachers, esp in their first 3 years of service. many quit once their bond finishes. for old birds (probably like you), there is less likelihood for you to leave the service despite grumbling here and there.

also, most normal teachers (non D graders) who have clocked around 10 years would probably see their salary almost doubled (after a pay rise of 5%) compared to their very first pay. this group knows deep down that it's hard to earn a similar amount elsewhere if they were to leave. go and ask your fellow FAJTs or even those who left for the tuition industry

sharing
 

it depends on the nature of your 'struggle' in school. is it coping with marking/students' work/classroom management/office politics? in HQ it's a diff ballgame. hectic yes, cos you got soo many stakeholders to engage and liase within tight deadlines, but you dont have the 'burden' of dealing with students' work like finishing markings over the weekend, or dealing with CCA management. for office work, you need to be disciplined in managing your schedule as there's no 'timetable' per say like in schools. it can really be refreshing to be in a new work environment.

challenging yes, cos the learning curve can be steep. but to claim that its 3 times harder is an exaggeration la, unless in school you're the type of middle management who delegates happily in the name of 'grooming'

Does anyone know the range of salaries for direct hire at an independent school for someone of abt 15 years of teaching experience?

Old birds paid so much sit at the top n shake leg..

New birds paid peanuts so much to learn but still need tank all the sai n no end in sight... Dont leave is stupid!!!

hmmm but does this solve the root problem? i guess the phenomenon would just become “more younger teachers are leaving the service once they collect their 1st connect plan payout”.

also, FAJTs had their pay adjustment back in 2020. and the calculated hourly pay is actually higher than a normal teacher. not to forget that most FAJTs enjoy their work a lot more - hardly any misc or admin work to deal with.

actually
 

addressing high attrition rate doesnt mean reduce it to zero totally. there'll still be teachers who leave no matter how much incentive you throw at them. so it's more of retaining those who're tempted by slightly better work conditions + remuneration outside of the industry. as long as the attrition rate is reduced or 'managed', it's good enough.

bear in mind too, 4 years after service is probably the common period where teachers moved on to their phase of life: marriage/having kids/own BTO flat, so that lump sum of 25k+ (vs 15k) and more if they endure for another 3 years (28k), is a strong pull factor.

Need to amass sufficient passive income before becoming fajt will be better because they are not paid during school holidays and have no bonuses.

Isn’t CAJT the best deal? Higher pay than fajt and workload is much lesser than full timers also

I had the same thought - am very much past this window myself, but I imagine the increased first payout for CONNECT will only incentivise me to stay for that first milestone… leaving after that remains a very real option?

They will tend to follow national scale, and top up a bit.

As a rough rule of thumb, if you're currently an MOE teacher, can take your current pay and add two increments?

(Caveat: this was from what I'd heard about a decade ago.)

Agree, if I were to think back to that stage of my career, the biggest push factor was not the salary, it was the progression bottleneck. Want to be a subject head? No vacancy in the whole cluster. All the oldies sitting on the same positions for 5+ years. Want to go HQ? Interesting positions all filled during FHQ posting exercise. Etc.

Now old already don't care about chionging already.

Depends on Subgrade and qualifications. If you are on the better end, for the top elite independent school, should ask for 8 to 9K before the latest round of salary increment. After the latest increment, should be 9K.