quota based

saw 1, hod had to cover vp role when vp when on long term medical, and also step in as vp (vp cover p) when p on hospitalisation. hod played such roles for the whole time I was at that sch.

The whole system is just so stuck and people just can’t move up the leadership track so easily anymore.
Schools have merged or some merging soon, which means even fewer leadership positions and excess teachers in the system.
And then there’s that excuse of not having enough exposure when identifying officers to be VPs, but the problem is there aren’t many KP positions in open posting exercise for that fluidity in movement across schools, unless we consider doing cross-level deployment.
Not everyone can be suited or are successful in adapting to cross-level deployment too.

There are many HODs who have cleared VP interviews but still stuck as HOD coz there just isn’t positions available for them. Unless in the next few years, suddenly there are many retiring VPs and Ps (which is even harder given the recent rise in retirement age announced), everyone else down the chain would just have to be stagnated in their current state.
Worse still, now even VPs are identified & centrally managed by HR; no longer do Cluster Sups or school principals have a say in recommending HODs to HR for the role.
But how would HR know the officers well enough to determine their suitability to be VPs and above?
This also could suggest again that the scholars are gonna be put up for the roles first, leaving other very outstanding high potential non-scholars or other officers hardly any chance at all.

Which also means again promotion rate is stuck, and the poor young teachers in service and who have aspirations may find it ‘unattractive’ to stay in service.
While many of us join the service for the love of nurturing the generations of students to come and making a difference, this shouldn’t be something that the ministry takes for granted; and it’s perfectly normal to have aspirations so that we continue to embrace challenges, learn new things and grow our competencies too.

And the bull crap about cep, perf grade etc.
You can work so hard and get consistently good perf grades, but cep not raised and you’re stuck grinding and wondering when your promotion will come.

The school is just not really doing much with CEP at all- not raising people’s CEP.
So that makes us all further stuck.
Whereas the scholars are just the ones rising through the ranks like supersonic speed only because they have default super high CEP, and conveniently easy to HR to justify promoting them.
And not all are deserving at all.
Some non scholars are really outstanding, but CEP is conservatively kept at the same grade, then how to promote?

It falls down to the basis why we join the service?
We join the service coz we want to teach.
Vp seldom has classroom teaching roles.

For local teaching scholarship, their cep is p
That is set.

For farmers, we should content be normal teachers
Hod is already a blessing

maybe the reality is 80pct joined not becuz of passion

Not all scholars who are VPs/Ps are good ones.

And the HODs who are truly capable and have a heart are deserving but not given opportunities to have a wider scope of influence.

Why u all don’t consider private tuition?

moe teacher salary increment
 

how is the yr on yr increment of salary like?

I think people do join for passion, but a job with no progression will also not be able to sustain people because we all need something else to work for along the way too.
At this rate, attrition rate for younger aspiring teachers will rise and there will be lack of injection of fresh blood and ideas into the teaching service.
There needs a be a good mix of both new and experienced teachers too.