Career as Teacher - Page 658 - Salary.sg Forums
Salary.sg Forums  

Go Back   Salary.sg Forums > The Salary.sg Discussion Forums: > Income and Jobs

Income and Jobs Discuss jobs, career options and of course salaries




Career as Teacher

Reply
 
Thread Tools
  #6571 (permalink)  
Old 18-11-2022, 11:52 AM
Unregistered
Guest
 
Posts: n/a
Default

Quote:
Originally Posted by Unregistered View Post
Don't propagate this sort of toxic thinking that some SLs have. It is not a requirement to have done an internal appointment in order to sit for the interview. To really do a decent job as an internal appointee, you have to sacrifice a lot to still do justice to your core job as a form teacher, CCA teacher and your full teaching load. All that without extra pay. Not sure why HR doesn't officially prohibit this.
not like you can demand for the interview right?
if you need SL approval/recommendation in order to be considered/interviewed then you also have to accept whatever crap they put as prerequisite (eg. internal appt) right?

Reply With Quote
  #6572 (permalink)  
Old 18-11-2022, 12:12 PM
Unregistered
Guest
 
Posts: n/a
Default

Quote:
Originally Posted by Unregistered View Post
not like you can demand for the interview right?
if you need SL approval/recommendation in order to be considered/interviewed then you also have to accept whatever crap they put as prerequisite (eg. internal appt) right?
Thatís why you can take charge by applying for appointments during open posting or go the HQ route. In that way, you donít have to do whatever internal appointment.

Reply With Quote
  #6573 (permalink)  
Old 18-11-2022, 12:42 PM
Unregistered
Guest
 
Posts: n/a
Default

Quote:
Originally Posted by Unregistered View Post
Thatís why you can take charge by applying for appointments during open posting or go the HQ route. In that way, you donít have to do whatever internal appointment.
Not easy to convince SLs in other schools to give you a chance if you have nothing substantial to show for. Even for HQ officers, they can fail the interviews if they cannot convince the panel that they are ready. Not as straightforward as you have portrayedÖ

Reply With Quote
  #6574 (permalink)  
Old 18-11-2022, 01:47 PM
Unregistered
Guest
 
Posts: n/a
Default

Quote:
Originally Posted by Unregistered View Post
Not easy to convince SLs in other schools to give you a chance if you have nothing substantial to show for. Even for HQ officers, they can fail the interviews if they cannot convince the panel that they are ready. Not as straightforward as you have portrayedÖ
So the question is: why are you expected to have something to "show for" before you even get any experience in that appointment? It's like interviewing a Teacher for a SH position and questioning why the teacher has no SH work experience. The panel should be looking for dispositions, attitude and readiness to learn, not prior experience. It's almost like telling fresh grads that to land their first permanent position, they have to work for free for a while first to gain experience at low risk to the company, before they dare to demand a salary for the same work.

If you don't give people a chance and the right resources to perform, you are doing them an injustice. The internal appointment trend has to die. SLs have to be more willing to take risks on promising individuals with the right dispositions, rather than being obsessed with seeing track records of work done in so-called "stretch appointments" which are really underpayment for extra work done beyond the subgrade's fair deployment guidelines.
Reply With Quote
  #6575 (permalink)  
Old 18-11-2022, 03:55 PM
Unregistered
Guest
 
Posts: n/a
Default

Quote:
Originally Posted by Unregistered View Post
So the question is: why are you expected to have something to "show for" before you even get any experience in that appointment? It's like interviewing a Teacher for a SH position and questioning why the teacher has no SH work experience. The panel should be looking for dispositions, attitude and readiness to learn, not prior experience. It's almost like telling fresh grads that to land their first permanent position, they have to work for free for a while first to gain experience at low risk to the company, before they dare to demand a salary for the same work.

If you don't give people a chance and the right resources to perform, you are doing them an injustice. The internal appointment trend has to die. SLs have to be more willing to take risks on promising individuals with the right dispositions, rather than being obsessed with seeing track records of work done in so-called "stretch appointments" which are really underpayment for extra work done beyond the subgrade's fair deployment guidelines.
this trend or culture seems to have spread to the lower levels over the years already... its similar to how GEO3s need to carry the workload of GEO4s or GEO5s in order to "promote faster", while the existing old GEO5s will refuse these workload but still collecting their high salaries at the same time

essentially the bar for every promotion or higher appointment gets raised higher and higher every few years. no wonder many GEO3s seem to be leaving...
Reply With Quote
  #6576 (permalink)  
Old 18-11-2022, 04:02 PM
Unregistered
Guest
 
Posts: n/a
Default

Quote:
Originally Posted by Unregistered View Post
So the question is: why are you expected to have something to "show for" before you even get any experience in that appointment? It's like interviewing a Teacher for a SH position and questioning why the teacher has no SH work experience. The panel should be looking for dispositions, attitude and readiness to learn, not prior experience. It's almost like telling fresh grads that to land their first permanent position, they have to work for free for a while first to gain experience at low risk to the company, before they dare to demand a salary for the same work.

If you don't give people a chance and the right resources to perform, you are doing them an injustice. The internal appointment trend has to die. SLs have to be more willing to take risks on promising individuals with the right dispositions, rather than being obsessed with seeing track records of work done in so-called "stretch appointments" which are really underpayment for extra work done beyond the subgrade's fair deployment guidelines.
To me its chicken and egg - if you dont take on stetch appt, then how to show ur dispositions while the normal sch operations continue.?

I wish what you described is true..
Reply With Quote

  #6577 (permalink)  
Old 18-11-2022, 04:30 PM
Unregistered
Guest
 
Posts: n/a
Default

Quote:
Originally Posted by Unregistered View Post
Not easy to convince SLs in other schools to give you a chance if you have nothing substantial to show for. Even for HQ officers, they can fail the interviews if they cannot convince the panel that they are ready. Not as straightforward as you have portrayedÖ
If you have been a consistent good teacher who brings in good results, have stellar achievements for your CCA and committee, I donít see why they wonít give you a chance. Interviews arenít difficult if you know your abilities and can speak well. You must also know your purpose in pursuing a leadership track. If you are unsure, you canít convince.
Reply With Quote
  #6578 (permalink)  
Old 18-11-2022, 04:37 PM
Unregistered
Guest
 
Posts: n/a
Default

Quote:
Originally Posted by Unregistered View Post
this trend or culture seems to have spread to the lower levels over the years already... its similar to how GEO3s need to carry the workload of GEO4s or GEO5s in order to "promote faster", while the existing old GEO5s will refuse these workload but still collecting their high salaries at the same time

essentially the bar for every promotion or higher appointment gets raised higher and higher every few years. no wonder many GEO3s seem to be leaving...
No cap..... CCS pls take note!!!!!!!!!
Reply With Quote
  #6579 (permalink)  
Old 18-11-2022, 05:30 PM
Unregistered
Guest
 
Posts: n/a
Default

Quote:
Originally Posted by Unregistered View Post
Paper exercise. Doesnít mean anything. Epms forms are just for filing. People only review it if there is a complaint or contest for perf grade.
OK. I just changed schools and the way that my new RO writes their comments in very different than my previous RO. More positive for sure so I was wondering whether it means anything.
Reply With Quote
  #6580 (permalink)  
Old 18-11-2022, 05:33 PM
Unregistered
Guest
 
Posts: n/a
Default

Quote:
Originally Posted by Unregistered View Post
If you have been a consistent good teacher who brings in good results, have stellar achievements for your CCA and committee, I donít see why they wonít give you a chance. Interviews arenít difficult if you know your abilities and can speak well. You must also know your purpose in pursuing a leadership track. If you are unsure, you canít convince.
Just because someone produces good results and contributed in a CCA doesn't mean that they are a good leader. It's perfectly normal for a good worker to make a terrible leader. Hence, having an internal appointment would provide both sides with some idea of the person's capability.
Reply With Quote
Reply

Bookmarks

« Previous Thread | Next Thread »
Thread Tools

Posting Rules
You may not post new threads
You may post replies
You may not post attachments
You may not edit your posts

BB code is On
Smilies are On
[IMG] code is On
HTML code is Off
Trackbacks are Off
Pingbacks are On
Refbacks are Off


Similar Threads
Thread Thread Starter Forum Replies Last Post
school teacher pay dazzlego Income and Jobs 10 30-07-2015 12:39 PM
Career advice for mid-career changer Rhin Income and Jobs 5 21-07-2010 11:21 PM

» 30 Recent Threads
Compare civil service salary ( 1 2 3... Last Page)
15,279 Replies, 10,669,113 Views
How is life as a doctor in... ( 1 2 3... Last Page)
4,815 Replies, 2,501,449 Views
Roles in accenture singapore ( 1 2 3... Last Page)
5,950 Replies, 1,582,548 Views
Career as Teacher ( 1 2 3... Last Page)
7,744 Replies, 4,812,047 Views
Lawyer Salary ( 1 2 3... Last Page)
19,062 Replies, 8,363,997 Views
DSTA (under Mindef) ( 1 2 3... Last Page)
1,315 Replies, 1,070,886 Views
DBS tech seed programme ( 1 2 3... Last Page)
3,014 Replies, 1,040,815 Views
Digital Academy Program at ST...
6 Replies, 915 Views
How much are you earning per annum? ( 1 2 3... Last Page)
13,744 Replies, 5,850,528 Views
Compilation of MAs/Analysts Gross... ( 1 2 3... Last Page)
1,218 Replies, 549,182 Views
Civil Svc/ Statboard - Typical... ( 1 2 3... Last Page)
5,281 Replies, 2,964,736 Views
Civil Service Performance Bonus ( 1 2 3... Last Page)
4,659 Replies, 3,784,603 Views
SIM-UOL fresh grad starting pay ( 1 2 3... Last Page)
6,802 Replies, 2,507,194 Views
Whats your net worth ( 1 2 3... Last Page)
2,928 Replies, 1,269,567 Views
CSA (Cyber Security Agency) ( 1 2 3... Last Page)
668 Replies, 316,498 Views
Dso & htx
9 Replies, 1,483 Views
Rakuten Software Engineer (Fresh...
6 Replies, 1,243 Views
ST Electronics ( 1 2 3... Last Page)
3,291 Replies, 1,124,389 Views
HTX (Home Team Science and... ( 1 2 3... Last Page)
171 Replies, 86,585 Views
GovTech ( 1 2 3... Last Page)
3,604 Replies, 1,301,792 Views
Credit Suisse salary ( 1 2 3... Last Page)
50 Replies, 26,893 Views
Singapore Airlines
5 Replies, 1,160 Views
MOH Holdings ( 1 2 3... Last Page)
44 Replies, 18,049 Views
Q: Big4 - Yearly salary increment ( 1 2 3... Last Page)
10,072 Replies, 3,594,708 Views
IBM salaries ( 1 2)
14 Replies, 1,456 Views
LTA (Land Transport Authority) ( 1 2 3... Last Page)
310 Replies, 204,324 Views
merit increment in civil service ( 1 2 3... Last Page)
105 Replies, 157,663 Views
Management Consultant in Singapore ( 1 2 3... Last Page)
42 Replies, 92,097 Views
DBS Graduate Associate Program ( 1 2 3... Last Page)
2,235 Replies, 841,784 Views
Powered by vBadvanced CMPS v3.2.2



All times are GMT +8. The time now is 09:26 AM.


Powered by vBulletin® Version 3.8.5
Copyright ©2000 - 2023, Jelsoft Enterprises Ltd.
Content Relevant URLs by vBSEO 3.3.2