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  #9761 (permalink)  
Old 06-12-2023, 10:30 AM
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Some young officers are more than capable of working at KP level despite their age, and are excelling in all their stretch assignments or even internal appointments. Too bad the average promotion rate does not adequately account for this. It seems like age is the main thing determining one's subgrade.

Yes, the panel can review CEP, and probably did for the 3x A officer, but it takes a few years for the promotion rate to respond to a CEP review.
Yea, CEP can only be raised 1 level per year and promotions nowadays have longer Year-In-Service/Grade.

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  #9762 (permalink)  
Old 06-12-2023, 10:39 AM
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Agree on promoting these people faster, maybe yearly or 2-yearly. But not immediately to SEO1 to look for consistency... I think we all know of SH/LH who slack off once they get confirmed.
If they slack off and fall short of expectations, then put them on performance review for their appointment. If they still can't meet expectations, have them step down.

For as long as they are meeting expectations, they should be paid at their establishment grade. It's called estab grade for a reason.

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  #9763 (permalink)  
Old 06-12-2023, 11:55 AM
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He didn't say that all who are academically successful make good leaders. It is however well researched that academic success correlates with whether one will take up a leadership position their job.
But that's because people are skewed towards thinking that academic success = leadership potential. How many capable people are hampered by the lack of academic credentials. So this is a self fulfilling prophecy.

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  #9764 (permalink)  
Old 06-12-2023, 12:54 PM
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If they slack off and fall short of expectations, then put them on performance review for their appointment. If they still can't meet expectations, have them step down.

For as long as they are meeting expectations, they should be paid at their establishment grade. It's called estab grade for a reason.
Exactly.

The implementation is completely broken.

SEO grades by design, are not permanent grades. Officers have to relinquish their SEO grade when they step down from their appointments.
If SEOs are expected to be KPs, with KRAs written based on paygrades as opposed to appointments, it would make sense to expect the reverse too, where KPs should be SEOs.

Don't really see what's the big fuss with promoting people directly to SEO. Especially with the addition of GEO5A, it shows that the system does allow for skipping of grades.

If someone after being appointed as KP, is not performing up to the KRAs expected for that role, then penalise them during performance reviews. That's the whole purpose of having a performance appraisal system in the first place right?

Elsewhere, barring the short window during probation, there is no such nonsense.

Paygrade and appointments are basically pegged to each other.

Otherwise, they should review the KRAs expected for different paygrades.
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  #9765 (permalink)  
Old 06-12-2023, 02:22 PM
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Agree on promoting these people faster, maybe yearly or 2-yearly. But not immediately to SEO1 to look for consistency... I think we all know of SH/LH who slack off once they get confirmed.
SH/LH slack off once they get confirmed: yes, this is a real problem in some schools, but it's not a widespread problem.

Are you suggesting that because some young KPs slack off, therefore, collective punishment is warranted for all young KPs? What's so hard about recognising and compensating those who are performing up to standard, while penalising only those who fail to do so? Why are we so obsessed with this idea of common misery/collective suffering?
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  #9766 (permalink)  
Old 06-12-2023, 02:32 PM
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Exactly.

The implementation is completely broken.

SEO grades by design, are not permanent grades. Officers have to relinquish their SEO grade when they step down from their appointments.
If SEOs are expected to be KPs, with KRAs written based on paygrades as opposed to appointments, it would make sense to expect the reverse too, where KPs should be SEOs.

Don't really see what's the big fuss with promoting people directly to SEO. Especially with the addition of GEO5A, it shows that the system does allow for skipping of grades.

If someone after being appointed as KP, is not performing up to the KRAs expected for that role, then penalise them during performance reviews. That's the whole purpose of having a performance appraisal system in the first place right?

Elsewhere, barring the short window during probation, there is no such nonsense.

Paygrade and appointments are basically pegged to each other.

Otherwise, they should review the KRAs expected for different paygrades.
Good idea sial. If it takes a GEO5 confirmed KP 2 years to hit SEO1, then maybe after they step down, they should continue to draw SEO1 pay for a further 2 years before reverting back to GEO5.

Fair and square mah. Where got so slow go up but immediately go down one.


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  #9767 (permalink)  
Old 06-12-2023, 05:35 PM
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i guess everything is about $$$ first?

delay promotion
cut increments
requiring higher workload for faster progression

isnt that the root cause of all these haha
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  #9768 (permalink)  
Old 06-12-2023, 05:45 PM
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Can any kind souls share their HQ experience, both the pros and cons of working in HQ. Am thinking of applying to HQ next year during open posting. Currently a SH with masters qualifications.
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  #9769 (permalink)  
Old 06-12-2023, 06:09 PM
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Can any kind souls share their HQ experience, both the pros and cons of working in HQ. Am thinking of applying to HQ next year during open posting. Currently a SH with masters qualifications.
HQ so big, how to generalise? On the other hand if you specify ppl won't give good responses because they don't want to doxx themselves.

You should ask yourself what you want to do in hq first. Don't see hq as a place to escape school. You'll be on for a miserable 3 years.
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  #9770 (permalink)  
Old 06-12-2023, 11:16 PM
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HQ so big, how to generalise? On the other hand if you specify ppl won't give good responses because they don't want to doxx themselves.

You should ask yourself what you want to do in hq first. Don't see hq as a place to escape school. You'll be on for a miserable 3 years.
Just want to hear some honest experiences from fellow colleagues who had prior experiences or currently in HQ regardless of the divisions they were in.

Definitely not to escape school, itís more of in pursuit of personal development more than anything else.
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