Career as Teacher

Originally Posted by Unregistered

Thank you for sharing your experience. I can totally resonate with your sharing.

I would consider myself to be doing well, Perf grades of As and Bs, appointed HOD early 30s, but the fact that I am not a scholar halted all progress possible. When I spoke about my aspiration with the SLs, they seemed clueless about how they could support me in my development. This is where I felt let down by the system and them, as farmers generally do not reap what they showed, unless one is contented with good perf grades and stagnant progression.

At the age of 40, I have no answers or anyone telling me that I am no longer in the rat race for VP-ship, or should I say that I was never in the race. It is this mentality and the need to portray themselves as the kind and supportive leaders that makes things unclear. I would rather be told upfront that I should not harbour naive thoughts than to slog day and night only to realised that I have thrown my youth away. Many would argue that one join the profession to teach, and the passion should keep him/her going. That is if you are not ambitious, and you feel enough being a good teacher.

With the HODs not going up, I feel sad for newer teachers who work hard and aspire to make advancements in the career. How many jaded HoDs will be willing to forgo the appointment/seo rank and step down from their position?

Really agree with you. The service is so stuck, so young officers with aspirations have no leadership positions to grow into, and the same goes to HODs who are really good but nowhere to move up into and stuck until retirement.

HR seems to be only focused on scholars. Honestly, have seen some who are crappy, but at VP levels only coz they have scholar status.

Agree with what many of you have mentioned, abt the bottlenecks, abt how non scholars don’t really have opportunities, and many young folks have little chances to progress and have their aspirations fulfilled.
Coupled with how HR is so ‘unfair’ or unclear in practices- only grooming scholars but neglecting the very deserving HODs. Some scholar VPs I’ve seen have poor attitude, lack empathy and really lack substance, yet they are in the positions only because of their status.
What happened to meritocracy?!

Originally Posted by Unregistered

Agree with what many of you have mentioned, abt the bottlenecks, abt how non scholars don’t really have opportunities, and many young folks have little chances to progress and have their aspirations fulfilled.
Coupled with how HR is so ‘unfair’ or unclear in practices- only grooming scholars but neglecting the very deserving HODs. Some scholar VPs I’ve seen have poor attitude, lack empathy and really lack substance, yet they are in the positions only because of their status.
What happened to meritocracy?!

anecdotal experience

For seniors in ranking panel, how do you guys make a decision on whether to raise an officer's CEP? Just curious about the kind of discussions that take place when determining an officer's future

Originally Posted by Unregistered

For seniors in ranking panel, how do you guys make a decision on whether to raise an officer's CEP? Just curious about the kind of discussions that take place when determining an officer's future

frankly raising cep is easier if the higher up bosses and peer bosses know the candidate well and this is what usually happens. if the candidate is always working under his own boss, unlikely easy to justify cep raise as there is no one else to back the justification

Originally Posted by Unregistered

For seniors in ranking panel, how do you guys make a decision on whether to raise an officer's CEP? Just curious about the kind of discussions that take place when determining an officer's future

The most common reason (anecdotally) is when most or all of the panel feels that the officer in question has been able to handle a significant stretch in their jobscope.. stretches into the area(s) that are relevant to their desired career track, while still maintaining standards in their bread and butter work (T&L and Student Devt).

Granted it is quite subjective, and it's quite dependent on whether the work is visible enough to everyone on the panel. Being 'strategically deployed' across different committees headed by different KPs is one way to increase visibility. But this also means.. a lot of committees lor.

Originally Posted by Unregistered

Getting promoted from GEO3 to 4 will come after 3-4 years if you do okay. The difficult part is moving from GEO4 to GEO5. Don’t know how many years will it take.

Until today I’ve no idea why my promotion was so fast.
2008 August contract
2009 NIE
2010 GEO2 (back then it was GEO1.1 I believe)
2011 GEO3 (GEO1A1 back then)
2012 GEO4 (GEO1A2 back then)
2014 GEO5
2019 SEO1

Originally Posted by Work life balance

Until today I’ve no idea why my promotion was so fast.
2008 August contract
2009 NIE
2010 GEO2 (back then it was GEO1.1 I believe)
2011 GEO3 (GEO1A1 back then)
2012 GEO4 (GEO1A2 back then)
2014 GEO5
2019 SEO1

someppl get longer end of the stick some get shorter end so thats life

Originally Posted by Work life balance

Until today I’ve no idea why my promotion was so fast.
2008 August contract
2009 NIE
2010 GEO2 (back then it was GEO1.1 I believe)
2011 GEO3 (GEO1A1 back then)
2012 GEO4 (GEO1A2 back then)
2014 GEO5
2019 SEO1

perhaps promotion rate was faster before 2019?

nowadays, you don't see 7 promotees in the same subgrade

Originally Posted by Unregistered

perhaps promotion rate was faster before 2019?

nowadays, you don't see 7 promotees in the same subgrade

Nowadays it's more like 7 EO promotees in total.