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07-04-2011, 12:22 AM
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Senior Member
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Join Date: Feb 2011
Posts: 57
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Quote:
Originally Posted by blackswan
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."
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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 Which doesnt make sense since both are colonels.
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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.
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07-04-2011, 12:34 AM
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Quote:
Originally Posted by Unregistered
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?
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Don't believe I'll be able to find and dig out all those damned confirmation letters.
IIRC, ~5%, ~15% + 0.5mth promo bonus.
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07-04-2011, 01:47 AM
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Senior Member
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Join Date: Jan 2011
Posts: 89
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Quote:
Originally Posted by k3vin
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.
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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?
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07-04-2011, 03:29 AM
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Quote:
Originally Posted by blackswan
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?
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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.
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07-04-2011, 08:54 AM
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Senior Member
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Join Date: Feb 2010
Posts: 67
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another question, roughly what would you assume is the age you get promoted to your CEP grade? Assuming the "retirement age" of 55, although it is higher now, would hitting your 40s be a good assumption of your CEP level?
Eg. at 40 you get promoted to MX10, I guess it is fairly certain your CEP is MX10? Since MX9 is superscale, I would assume someone with that CEP would hit MX10 before they are 40 at least. Anyone think or know otherwise?
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07-04-2011, 01:14 PM
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Quote:
Originally Posted by Unregistered
Don't believe I'll be able to find and dig out all those damned confirmation letters.
IIRC, ~5%, ~15% + 0.5mth promo bonus.
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Base on your info, I can summarize
annual increment = about 5%
promotion increment = about 15% (in additional with 0.5mth promotion bonus)
From previous post
2nd lower honours fresh grad getting = $3280 as of year(2010, same as year 2007)
if start work from 2007 july from fresh grad
Start pay in july2007 = 3280
Annual increment 5% in july2008 = 3444
Annual increment 5% in july2009 = 3616
Promotion increment 15% in apr2010 = 4158
Annual increment 5% in july2010 = 4366
Annual increment 5% in july2011 = 4584
My hypothesis shows that a 2nd lower hons fresh grad with 4 years of exp with DSTA can earn about $4500/mth, base on the info provided by this ex-staff. Well those having 2nd upper or even 1st class can get close or slightly more than 5k in 4 years. Am I correct?
The above figures does not includes any wage adjustments during the period of 4 years.
Please advise.
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08-04-2011, 05:15 PM
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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?
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08-04-2011, 08:19 PM
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Quote:
Originally Posted by Unregistered
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?
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i got a friend, after working 3 years in ST(salary b4 leaving abt 3k) , jump to another GLC. Then after 1 year, he quit GLC and be poly lecturer. Now as a poly lecturer for 2 years already, he is earning abt 5.2k, but i dunno wat grade is he? but base on the scale should be PAX Grade 5A.
total 4 years private sector exp + 2 years poly exp = 5.2k, hope this helps
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08-04-2011, 08:25 PM
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Senior Member
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Join Date: Jan 2011
Posts: 89
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Quote:
Originally Posted by Unregistered
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.
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what a joke. u dont know me and u say i am low status? LOL
from your manners u r of even lower status.
anyway i nv say they need to be paid the same. The key point is they are paid vastly different. This will not be tolerated in private sector without justifications. You don't pay a person so much more than another when both got hold similar positions just because you think he/she got "long term value/innate talent" . Pay for performance not potential. Potential is a separate issue whereby u can fast track high potential officers or give them A BIT more.
Variables like qualifications and experience are fair justifications of pay differentials too but do not cause huge differentials.
I am just expressing my viewpoints if you cant accept it and start making personal attacks, then you must be some low self-esteem loser.
A worshipper of AOs dreaming to be one? LOL
Wish u good luck but doubt u can make it with that low EQ of yours.
Last edited by blackswan; 08-04-2011 at 08:28 PM.
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08-04-2011, 08:34 PM
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Senior Member
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Join Date: Jan 2011
Posts: 89
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Quote:
Originally Posted by Unregistered
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.
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Also your failure to understand the basic rule of no personal attacks in public forum really shows your IQ is that of 3 year old.
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