Career as Teacher

Originally Posted by Unregistered

I would hint strongly during year end review, and highlight again near April. Don't see any point doing it earlier since nothing much can be done this year already. But the JH might be keen to get out of the situation next year.

How many months of PB will he be eligible for for C-?

Originally Posted by Unregistered

This scenario has been bugging me for a while.

Let's say there are 2 teachers X and Y. X joined service later than Y, but had a few years of consistent good performance (B grade and above). Got promoted from GEO3 to GEO4 within 3 years. After promotion but before adjustment, salary was about 5.7k. After adjustment, about 6k.

Y is an average performer with mostly C, occasional C+. Still at GEO3 after 7 years. Before adjustment, salary was about 5.2k. After adjustment, about 5.7k. Y is due for promotion to GEO4 next year, hence estimated salary next April will be ~6.1k.

Assuming that the current MI amounts continue, salary of X next April will be about 6.1k - about the same as Y.

In this case, the adjustment has simply written off the differentiation of the progression of good vs average performers, no? Would that still be fair to the good performers?

Born, graduated, joined service in the wrong era...

Originally Posted by Unregistered

How many months of PB will he be eligible for for C-?

I heard 1 mth. So is only marginally lower

Originally Posted by Unregistered

How many months of PB will he be eligible for for C-?

some SLs will say it is not an adverse grade because you still have merit increment, performance bonus and connect plan.

some will even deny that it doesn't stop you from being considered for promotion for 3 years

Originally Posted by Unregistered

I heard 1 mth. So is only marginally lower

1 mth is not too shabby considering the amount of work put in for C-

Originally Posted by Unregistered

Just tell him the truth using the sh*t sandwich strategy:

1. Highlight the strengths in his current areas of work - e.g., dependable, able to do what he was assigned independently, etc

2. Share the key factors that were considered in the ranking appraisal process and where he stood relative to others of his substantive grade. Tell him his grade. Highlight the areas which he needs to do more/showcase more so that he has a chance of an improved grade next year.

3. Seek his views/validate his feelings of the news. Ask what else you could support him further as his RO in his work.

Regarding point 2 about sharing how a JH has performed compared to the other officers in the same subgrade, I would advise you against doing so. Focus on your officer and the impact of his/ her work instead. I dislike hearing statements made by RO saying one has done well, but not as well as the others. It creates unnecessary/unwanted rilvary and negative feelings among colleagues.

Originally Posted by randymarshh

Hello everyone, new to the forum, currently an acting HOD, first time having a JH. Ranking just concluded, my JH is a GEO5 and was given a C-.

Tried to speak up for my JH, he didn’t do anything wrong, just did what he was assigned but was faulted on not having the impact of a GEO5.

How should I break the news to my JH? He has been in the service for almost 20 years, and I am like 10 plus years junior to him. I don’t know how he will react and I am genuinely concerned how this will turn out.

Hope to hear some advice here, thanks in advance!

You will have to take responsibility for that too. Given that geo 5 is the highest subgrade an officer with no appointment can go to (5A is still an unknown), you will need to set good targets by making reference to KRA. Don’t settle for the bare minimal, because we know that it is not enough. At the same time, ensure that you JH’s T&L is very strong and takes on mentoring role.

With regard to breaking the news to him, be frank. Highlight the points and focus on what he could work on moving forward. Your JH might also be concerned about the impacts that a C- grade has on him. So be clear about that.

Get c- got wad impact??

Can we ask our RO about our performance grade at the end of the year? Or is it supposed to be a secret until the following year March? Asked my RO before n she just said I am not supposed to tell yet seems like so many here could get to know by end of the year...

Originally Posted by Unregistered

Regarding point 2 about sharing how a JH has performed compared to the other officers in the same subgrade, I would advise you against doing so. Focus on your officer and the impact of his/ her work instead. I dislike hearing statements made by RO saying one has done well, but not as well as the others. It creates unnecessary/unwanted rilvary and negative feelings among colleagues.

But that IS the whole point about ranking isn’t it? And it sucks. It compares people ie same thing as bell curve! The whole ranking thing DOES make teaching toxic and put people against each other. Hence all the extra projects etc to make sure you ‘shine’ against others.
They want to make it fair then just like supposedly national exams, give PB by specific defined criteria….not have a ‘suggested’ 5% D grade which SLs actually follow to the t. That’s the worst thing…I know of people getting ‘technical D’ ie they didn’t get D initially but since they pushed to the bottom it becomes a technical D to suit the quota.