Career as Teacher

Originally Posted by Unregistered

take screenshots and send?

but someone here mentioned that MOE already knows, but the feedback is completely ignored? dunno if "engagement" sessions really help...

The engagement sessions are not mean for rank and file to engage the leadership with their problems.

It's the other way round.

It's for the leadership to engage with the rank-and-file, that they should not be complaining.

Too much marking? Use SLS

Facing emotional stress? Can use MOE Chatbot, or speak to your Wellness Ambassador, or buddy, nevermind that they have their own heavy work to do.

Not enough teachers? Tell you that teachers are in excess, continue to cut headcount. Implement home-based learning days so that schools can continue to run amidst teacher shortage.

Working hours are too long? Reduce the number of items teachers can declare during the annual updating of teaching information, and put a cap on the number of hours teachers can declare. Hey presto, an overworked teacher is instantly transformed into a freeloader who works very few hours in a week. Now we need to cut the excess headcount further

What problems?

Originally Posted by Unregistered

The engagement sessions are not mean for rank and file to engage the leadership with their problems.

It's the other way round.

It's for the leadership to engage with the rank-and-file, that they should not be complaining.

Too much marking? Use SLS

Facing emotional stress? Can use MOE Chatbot, or speak to your Wellness Ambassador, or buddy, nevermind that they have their own heavy work to do.

Not enough teachers? Tell you that teachers are in excess, continue to cut headcount. Implement home-based learning days so that schools can continue to run amidst teacher shortage.

Working hours are too long? Reduce the number of items teachers can declare during the annual updating of teaching information, and put a cap on the number of hours teachers can declare. Hey presto, an overworked teacher is instantly transformed into a freeloader who works very few hours in a week. Now we need to cut the excess headcount further

What problems?

Someone nominate this person for OCA!

Applying for OPE this coming June. What kind of questions should I prepare myself during the interview? Many thanks.

Originally Posted by Unregistered

Applying for OPE this coming June. What kind of questions should I prepare myself during the interview? Many thanks.

School or HQ? If school, KP, TL, or teacher? If HQ, professional wing, policy, or AST?

Your question so broad.

Originally Posted by Unregistered

School or HQ? If school, KP, TL, or teacher? If HQ, professional wing, policy, or AST?

Your question so broad.

Does working at AST actually boost a teacher's portfolio or accelerate promotion, just like going to HQ?

Originally Posted by Unregistered

Does working at AST actually boost a teacher's portfolio or accelerate promotion, just like going to HQ?

Where did you get the impression that going to HQ accelerates promotion? Some people's career are already accelerated, while for others it probably won't have any effect.

Originally Posted by Unregistered

Does working at AST actually boost a teacher's portfolio or accelerate promotion, just like going to HQ?

Not unless both conditions are fulfilled: 1) the officer is very early in their career; 2) their performance is outstanding compared to their peers.

It may be a portfolio boost if one is trying to climb the teaching track, but I wouldn't go as far as to say it is a tool for accelerating promotion.

If you want to accelerate promotion, rewind back to 18 y.o. and get a scholarship. Otherwise, the next best option is to work extremely hard and smart in your first 5 years or so. You need to get your CEP adjusted as high as possible as early as possible, which will unlock opportunities like "tea sessions", FLP, FHQ posting, etc. If you wait until after that to chiong, your opportunities will be diluted. In this reduced hiring climate where most of the new teachers coming in are scholars, you need to really have an edge if you have aspirations to climb.

Originally Posted by Unregistered

Not unless both conditions are fulfilled: 1) the officer is very early in their career; 2) their performance is outstanding compared to their peers.

It may be a portfolio boost if one is trying to climb the teaching track, but I wouldn't go as far as to say it is a tool for accelerating promotion.

If you want to accelerate promotion, rewind back to 18 y.o. and get a scholarship. Otherwise, the next best option is to work extremely hard and smart in your first 5 years or so. You need to get your CEP adjusted as high as possible as early as possible, which will unlock opportunities like "tea sessions", FLP, FHQ posting, etc. If you wait until after that to chiong, your opportunities will be diluted. In this reduced hiring climate where most of the new teachers coming in are scholars, you need to really have an edge if you have aspirations to climb.

How is the work in AST like, compared to teaching in a school?

If a GEO5 were to quit and become FAJT, how much would he/she earn?

If a geo3 were to quit and become FAJT, how much would he/she earn?