if people were to delve into the individual figures and ranges, they can't be tricked lol. in a sense only more gullible people will fall for this. i believe for the newer gens of teachers, they are smarter and savvy with information.

with tighter ranges, people will hit ceilings earlier - highly likely for them to quiet quit. unless you reduce the increments further too? but that doesn't solve the congestion issue. it only makes the younger gens resign earlier in pursuit of more competitive compensation.

The compensation is simply not commensurate with the workload. It is not unreasonable to expect teachers to keep up with the emergent demands of today, in order to prepare the kids for the future. Most of us agree that almost all of the work we do is meaningful. But therefore, since the workload is not going to be reduced any time in the foreseeable future, we simply need to invest more $$ especially to retain the genuine talent that is present in the service. Not just hire/give scholarship, but fall short of their expectations, then lose them after their bond (or even during their bond).

Yes, the education service is an expensive bill to the taxpayers, but since when did talent and quality come cheap?

If you have been given an internal position and told that you will be groomed for a formal position, how long would it usually take? In the mean time, is it possible for them to assign someone external to take over the formal position which is currently open?

hi. end of this year - 12 years

If you have been offered an internal position and informed that you are being groomed for a formal position, how long does it usually take?

Why not ask your SLs and/or RO? There's no norm. You have to ask them specifically what they have in mind for you.

I have seen schools that give internal appointments only to Hi-Po GEO3s just before they get promoted to GEO4. Once they hit GEO4 in April they are put up for interview in the mid-year cycle, and formally appointed in June or the following Jan.

I have seen schools that adopt a school-level SOP of 2 years internal appointment, regardless of subgrade, before being evaluated for readiness to go up for interview.

I have seen schools that hold people on internal appointments for 3-4 years.

Nah, it's got nothing to do with promotion for the sake of promotion. The name/number of the subgrade means nothing. It's got all to do with getting a fair salary for the work done. All experienced classroom teachers do the same job at heart, so there's no reason for such wide salary disparity.

I'm sure regular classroom teachers with no management aspirations won't mind being stuck at the GEO5/5A ceiling for a long time, rather than getting pathetic 2% increments per year and getting their two promotions spread out evenly across the next 30 years.

"Spreading out promotions to sustain motivation" is a pathetic line of reasoning for slowing down promotions, because anyone with common sense can see that the area under the curve over one's whole career is larger the sooner one hits 5/5A and/or the ceiling.

PSC scholar ma. MOE HR is accountable for his progression. Not young already.

You really think that the younger teachers are smarter and more savvy? Do you see the kind of questions I this thread where a simple search would suffice - "when does open posting start", "When will the connect plan pay out"?, "if I quit before x date, will I still qualify for connect plan pay out?" "what's the difference between open and closed posting"

Way to generalize! 👏