Originally Posted by Unregistered (Post 10964)

Absolutely would care to share.

1) Short work days and work week (9-hour day, 5-day week) may not always apply in DSTA, especially if you deal with software.


2) Not true that your skills will be irrelevant. In each industry, there will always be some skills that are generic and can be ported across to another company.

It is up to the individual to look after his own as well as his company's interests. That is, while you are deciding on/ fulfilling your business objectives, bear in mind you need to develop yourself professionally. There will be ways to do that.


3) I'm afraid it may be the case that your base salary could indeed be <5K after 5 years given you'll be starting at 3.3K.
I am of the opinion that the base is important, but some companies (your second company) look at the total annual compensation. So, the other pay components come into play. And in DSTA, the other components are decent.

By the way, 3.3K for 2nd lower... Has this been stagnant for close to 2 years? Or even decreased?

In DSTA, most will not be filthy rich.
But they will not let you starve.

Originally Posted by Unregistered (Post 10970)

Any civil servants care to share their merit increment this year? Please share the absolute increment, % increment and also performance grade this year.

Thanks.

MX13 -?
MX12 -?
MX11 -?
MX10 -?

Originally Posted by Unregistered (Post 10975)

MX11, got C for my performance grade this year, increment of $360+, ~8% increment

Originally Posted by chnrxn (Post 10947)

I hope you don't find this irrelevant ... if you have other interests that you think has potential to develop into a profitable sideline, you may find that a better work-life balance may be beneficial.

Personally, shipyard in Tuas? Not for me. 7 month bonus? Only good if you are at the top drawing >$10k? If this is the K- company, insiders have told me it's not a good environment.

Originally Posted by Unregistered (Post 10977)

walau!!! having a 'C' grade, I suppose average performer = 'C', still got 8% annual increment!!!
That is alot!!

Base on your data given

8% = $360
Mean your salary before increment is about $4500, & after increment = $4860!!!

Then I suppose 'B' mean 10-12% increment?
Then I suppose 'A' mean 13-15% increment?

Am I guessing correct for the 'A' n 'B' increment?
If possible, if promote from MX12 to MX11, got how many % increment, and about how much(value?), for 'C' performer?


ST(GLC) pays its 'C' grader 2.7% only -_-, even a promotion 'C' grader (4% only).

Originally Posted by shaz (Post 10980)

2007-MX13
2008-MX13/MX12 (17% increment, C - i think)
2009-MX12 (3% increment, B)
2010-MX12 (8% increment, B)
2011-MX12/MX11 (15% increment, B)

as with most promotees, i expect to get a C in 2012... confirm? most like double confirm...

Originally Posted by shaz (Post 10985)

there was a salary review for the MX scheme in 2008... so I got a bit more than usual... my MX12 promotion was in August that same year hence the reason why my 2009 increment was smaller due to the normalisation... it's best to ignore my first 3 years of service due to the abnormality of the increments.

oh, i'm a lowly "Pass" Degree :)

Originally Posted by alwaysnforever (Post 10995)

I wonder how much do superscales earn? It seems HR is rather hush hush on the hierachy of superscales?

What's the lowest superscale? H?

Originally Posted by shaz (Post 10985)

there was a salary review for the MX scheme in 2008... so I got a bit more than usual... my MX12 promotion was in August that same year hence the reason why my 2009 increment was smaller due to the normalisation... it's best to ignore my first 3 years of service due to the abnormality of the increments.

oh, i'm a lowly "Pass" Degree :)

Originally Posted by Unregistered (Post 10996)

The lowest admin service superscale earns more than 1m.

Originally Posted by k3vin (Post 11014)

entry for superscale 11-12k

Originally Posted by blackswan (Post 11020)

it is not accurate to compare monthly pay.
must look at annual package.

FOR 2010 lowest superscale (SR9) got $365,000.

http://app.psd.gov.sg/data/PSD%20pre...2024112010.pdf

Originally Posted by Unregistered (Post 10996)

The lowest admin service superscale earns more than 1m.

Originally Posted by blackswan (Post 10987)

u would be an inspiration to other pass degree holders in civil service.
anyway u joined in 2007 and promoted to MX 12 ?
which month u join and which month u promoted? is it exactly 1 yr? isnt it jus probation finished?
i tot there is a promotion exercise, everybody promoted tgt?:confused:

Originally Posted by Unregistered (Post 11004)

what is your starting salary in 2007 @ MX13 with your 'PASS' degree, are you a male with 'NS'?

I got 2nd lower NTU, also start work in mid 2007, now only getting $3.4k in private sector...well, I should work for government

Originally Posted by Unregistered (Post 11023)

This is only applicable to the elite Admin Service. The figure you quoted is the entry level superscale for Admin Service.

Of the rest of the public sector mortals, you can hardly dream of such pay.

For the general professional scheme, it is called the MX scheme.

MX9 is entry superscale but the scale ranges something like $11k to $16k per month.

Put in bonuses and you are looking at maybe $200K per year. Nowhere near the $365K for Admin Service.

Originally Posted by Unregistered (Post 11023)

This is only applicable to the elite Admin Service. The figure you quoted is the entry level superscale for Admin Service.

Of the rest of the public sector mortals, you can hardly dream of such pay.

For the general professional scheme, it is called the MX scheme.

MX9 is entry superscale but the scale ranges something like $11k to $16k per month.

Put in bonuses and you are looking at maybe $200K per year. Nowhere near the $365K for Admin Service.

Originally Posted by blackswan (Post 11028)

You are right.
It's probably ard there 200k. "principals on the Superscale ‘H’ salary grade, a good performer will get $193,000, while an outstanding one will get $218,000 per year."
More Pay and Bonuses for Teachers | Salary.sg - Your Salary in Singapore

if an admin service officer is already fast tracked then for same superscale grade he is already much younger than a superscale non AO. Then why are they earning so much more than a superscale non AO?

CEP doesnt differentiate AO Superscale and non-AO superscale?

Its like saying a scholar colonel earns much more than a non-scholar colonel:confused: Which doesnt make sense since both are colonels.

Originally Posted by Unregistered (Post 10974)

For those old bird or ex-old bird in DSTA.

How much is the annual increment (for average performer)?
--How many %? or How much is the value/digital figure?

How much is the promotional increment (Let say from engineer to senior engineer for average performer)?
--How many %? or How much is the value/digital figure?

Originally Posted by k3vin (Post 11029)

Well, it isnt military service so that comparison is off.

But then again using your comparison, the commando/ndu colonels earn more than the technical colonel isnt it? Even within military service the payscale are different from engineers, pilots and logistics.

Besides AO and non AOs have different jobscope so their pays are bound to be different. Its comparing apples to oranges, jobscopes are different.

Originally Posted by blackswan (Post 11031)

well i was just using military as an analogy.
Using your example as analogy, AO is like commando non-AO infantry.
Commando do different work as infantry so they paid differently is ok.
But supposed a commando colonel wants to be commander of OCS and another infantry colonel also wants to be commander of OCS. Would they be paid differently as commander OCS although do same work just bcos of vocation diff?

Superscale can be AO or non-AO.
My point is a ministry director of a particular division can be either AO or non-AO, so their work is similar. Unless some key divisions are reserved for AO directors only as the work is more impt /harder. Even then shd a more impt division director be paid 100k more than a less impt division director ?

i know AOs have additional duties like community attachments etc, again does it justify the huge difference in salary compared to a similar grade non-AO?

Originally Posted by Unregistered (Post 11030)

Don't believe I'll be able to find and dig out all those damned confirmation letters.
IIRC, ~5%, ~15% + 0.5mth promo bonus.

Originally Posted by Unregistered (Post 11089)

according to
http://www.npasu.org.sg/NewSal_Details_FAQ.pdf

polytechnic lecturer pay scale

how many years of experience is required to get PAX Grade 5A? if after few years of working experience and joined poly as lecturer. can get PAX Grade 5A?

Originally Posted by Unregistered (Post 11032)

what a simpleton. you are actually completely wrong on so many counts. you can most definitely be paid differently for doing the same work. your value to the organization is NOT just what you produce in any given year, but also your LONG TERM value that's related to innate talent. AOs are AOs for a reason. They have been chosen for their helicopter view, their leadership quality, their versatility, and their potential as future PSLs. They may be doing the same thing as a non-AO for now, but they're paid more because it reflects the fact of their higher potential. of course, these are aspects of management you've never come across because of your low status, so you're reduced to simplistic comparisons of "more important work" and "less important division director" LOL.

Originally Posted by Unregistered (Post 11032)

what a simpleton. you are actually completely wrong on so many counts. you can most definitely be paid differently for doing the same work. your value to the organization is NOT just what you produce in any given year, but also your LONG TERM value that's related to innate talent. AOs are AOs for a reason. They have been chosen for their helicopter view, their leadership quality, their versatility, and their potential as future PSLs. They may be doing the same thing as a non-AO for now, but they're paid more because it reflects the fact of their higher potential. of course, these are aspects of management you've never come across because of your low status, so you're reduced to simplistic comparisons of "more important work" and "less important division director" LOL.