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13-11-2020, 06:54 PM
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Quote:
Originally Posted by Unregistered
New guide to seek approval from SL even if it is one hour of tuition.
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Its a guide but many still do not declare. Who would know unless people complain. 1 to 1 private tuition.
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14-11-2020, 02:32 AM
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Just curious
Would be glad if anyone could shed some light on my question -
Does your school's welfare committee do ordering of refreshments during professional development workshop, promotion ceremony, admin day etc? I was thinking why my school EAS cannot handle such matters for teachers as we are already overloaded with teaching/ student related admin work. I don't see how the ordering of refreshments is related to our teaching work professionally. Furthermore, the GO has the budgeting info and can definitely assist the teachers. They should because they are the experts in handling the finances. Is it the act of servitude? I pity my fellow colleagues who are in it or kena 'arrowed' to be part of the staff welfare committee. They have done so much to take care of the teachers, including the EAS staff so I don't see why some offloading of trivial matters like food ordering could be done by them. So just wondering if this is the practice of other schools too. I was in the committee for two years and found myself stupid searching for food caterers that are GEBIZ approved, must know the staff strength, calculate if the number of staff tallied with the budget given, email caterer and then finally go to the EAS to tell him/her to access GEBIZ to order... I think you get the stupidity here.
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14-11-2020, 01:22 PM
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Super Member
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Join Date: Jun 2016
Posts: 100
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Quote:
Originally Posted by Unregistered
Actually, who makes the decision? RO? SLs? What do they base it on? That the officer seems to be doing alright? Or CEP? Seems to be rather subjective also~
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They base it on a mixture of factors. But yes getting the 'basic bread and butter' in teaching is important. E.g. Effective Classroom Management, Proper Book Checks, Contributions in Committee.
The stretching part/opportunities e.g. CCA head, NLC, Cluster/National Sharing etc. are ways to 'test' the GEO3s (who probably are already on an above average CEP) to see who can exceed expectations and manage the workload. This is a bit similar to how teachers give more difficult questions to sieve out the 'A' students.
The following is an example. Speaking from experience, I am handling a GEO3 officer (Not scholar but higher CEP) in my school. Currently a CCA OIC, presented at a National Conference this year, headed school events as IC/2IC, participating in NLC in 2021. His progression as below
2017 Jun - Graduated as GEO2 [2nd Upper + NS] - 4.1k salary, Performance C+
2018 Oct - Promoted to GEO 3 - 4.8k salary, Performance Default C
2019 - 4.9k salary - Performance B
2020 - 5.1k salary - Performance A
He will be due for promotion to GEO 4 in 2021 if nothing goes wrong. He has proven himself to the school that he can manage multiple tasks and do them well. So definitely he is a notch above the other GEO3s who may just be doing their 'bread and butter' teaching, no matter how well the results of students are or how well the students have done.
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14-11-2020, 02:46 PM
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Quote:
Originally Posted by JustAnotherPrimaryTeacher
They base it on a mixture of factors. But yes getting the 'basic bread and butter' in teaching is important. E.g. Effective Classroom Management, Proper Book Checks, Contributions in Committee.
The stretching part/opportunities e.g. CCA head, NLC, Cluster/National Sharing etc. are ways to 'test' the GEO3s (who probably are already on an above average CEP) to see who can exceed expectations and manage the workload. This is a bit similar to how teachers give more difficult questions to sieve out the 'A' students.
The following is an example. Speaking from experience, I am handling a GEO3 officer (Not scholar but higher CEP) in my school. Currently a CCA OIC, presented at a National Conference this year, headed school events as IC/2IC, participating in NLC in 2021. His progression as below
2017 Jun - Graduated as GEO2 [2nd Upper + NS] - 4.1k salary, Performance C+
2018 Oct - Promoted to GEO 3 - 4.8k salary, Performance Default C
2019 - 4.9k salary - Performance B
2020 - 5.1k salary - Performance A
He will be due for promotion to GEO 4 in 2021 if nothing goes wrong. He has proven himself to the school that he can manage multiple tasks and do them well. So definitely he is a notch above the other GEO3s who may just be doing their 'bread and butter' teaching, no matter how well the results of students are or how well the students have done.
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I wish to do a realistic and logical comparison. What if the exact same officer with the same calibre is under the wing of an incompetent and lazy RO? Is it possible that his contributions will hardly be recognised (or possibly even "stolen" by the RO) and will be less likely to be pushed for promotion or A/B/C+ grades during ranking?
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14-11-2020, 07:32 PM
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Super Member
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Join Date: Jun 2016
Posts: 100
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Quote:
Originally Posted by Unregistered
I wish to do a realistic and logical comparison. What if the exact same officer with the same calibre is under the wing of an incompetent and lazy RO? Is it possible that his contributions will hardly be recognised (or possibly even "stolen" by the RO) and will be less likely to be pushed for promotion or A/B/C+ grades during ranking?
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That will be true, going by your context. However, it is also impossible that every achievement is not recognised or that his calibre will not be shown. He may 'shine' less but he will still shine. RO does play a part but if an officer is getting C- or D, there are definitely good reasons for that because reports have to be written to justify the grade (same as A).
So albeit human factors come into play. If you are a diamond, you will still shine eventually.
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15-11-2020, 10:47 AM
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What is the difference between an internal and covering KP post?
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