mx12: 3300 - 6250

They increment they said was based on gap with the market. So they are essentially saying the gap between gob’s 12/11A against market’s 12/11A is significantly wider than gov 11 vs market 11. Scale or diff is 9/8% vs 5%? I don’t believe it.

This is as good as saying, when my market peers earn much more than me when we were both MX 12 equivalent. Then when we both promoted to MX 11-equivalent, i managed to bridge that gap considerably (zhun bo?!), and only for my peer to pull that gap wide apart again when we both promoted to MX11A-equivalent. This does not make sense. CS is know for its rather fixed and flat MI and promo increment. The gap between CS and market equivalent, in my opinion, is unlikely to fluctuate so drastically. If there is a gap at the lower grade, one would expect the gap to be widened as the grade goes up. I am skeptical. Is the gap for 11- equivalent accurate??

MX13-12 are entry/junior executives, MX11-11A are the senior executives, and MX10 are the appointment holders/managers. Let’s not talk about MX10 since they have quite different responsibilities altogether. But 11 and 11A are pretty similar in terms of seniority, workload, job complexity, and responsibility. We are essentially the sandwich class, those in it will understand. So how was it that when pegged to the market, MX 11s are much closer to the market rate than junior execs and senior execs??

They increment they said was based on gap with the market. So they are essentially saying the gap between gob’s 12/11A against market’s 12/11A is significantly wider than gov 11 vs market 11. Scale or diff is 9/8% vs 5%? I don’t believe it.

This is as good as saying, when my market peers earn much more than me when we were both MX 12 equivalent. Then when we both promoted to MX 11-equivalent, i managed to bridge that gap considerably (zhun bo?!), and only for my peer to pull that gap wide apart again when we both promoted to MX11A-equivalent. This does not make sense. CS is know for its rather fixed and flat MI and promo increment. The gap between CS and market equivalent, in my opinion, is unlikely to fluctuate so drastically. If there is a gap at the lower grade, one would expect the gap to be widened as the grade goes up. I am skeptical. Is the gap for 11- equivalent accurate??

MX13-12 are entry/junior executives, MX11-11A are the senior executives, and MX10 are the appointment holders/managers. Let’s not talk about MX10 since they have quite different responsibilities altogether. But 11 and 11A are pretty similar in terms of seniority, workload, job complexity, and responsibility. We are essentially the sandwich class, those in it will understand. So how was it that when pegged to the market, MX 11s are much closer to the market rate than junior execs and senior execs? I am entirely happy for my colleagues in 12 and 11A, we went through thick’s and thins together and they fully deserve the higher quantum, but I don knew how the review sidelined 11.

Fresh Grad and new hire should not be entitled even if their grade are mx loh.. new hiring pay already very high and match market response.. such increment should be given to only those is service for 5years and above.. it’s ridiculous to see a freshie pay that took the old bird quite awhile to reach last time..

Agree that the salary increment should have also taken into account the year of service.. this exercise is prolly put in to retain those scholar whose bond are ending soon.. I am guessing..

How long does it take to promote from 11 to 11A? I believe when one is promoted to 11A in the coming years, he or she will also enjoy a higher pay bump according to revised pay scale.

Is there any proper official channel to feedback about these adjustments?

Hopefully our brothers and sisters on other schemes in the Ministries will receive a more fair and justifiable adjustment when their time comes...

How long promote hard to say. But as mentioned in an earlier post, don expect a huge increase in cs promoted. It’s the standard flat profit increment + merit increment, which is 400+. Period. How you expect an increase of 400 plus during that twice in a life time promotion year to make up for the losses.