| 26-05-2026 06:15 PM |
| Unregistered |
Quote:
Originally Posted by Unregistered
Yep - I think the message here is loud and clear. It's a bump for younger staff as they'd be further down in the salary band, but will receive bonuses tagged to the mid-point of the salary band.
For those who're at the upper half of the band - and this will hurt especially for those who are near/at the ceiling - the small increase in base pay will not make up for the loss in bonus.
I read elsewhere on Salary.sg that in GovTech (which has its own salary scheme, separate from MX as it's a statutory board), the bonus for C grade is piddling, as it's meant to send a signal that you're barely doing enough. I expect the Public Service Division was inspired by this when reviewing the MX scheme - with the abolition of B+ for MX, my guess is the bonus pool for C will be reduced so that it can be diverted to bonuses for the now-enlarged pool of B.
My ministry has been briefed by HR and it's the expected platitudes - it's being sold as an overall lift for MX, and the change to the bonus structure is presented as incentivising promotions. Of course, when people asked the real questions which have straightforward answers, such as the percentage increases for each MX band (not even the dollar amounts), HR predictably fudged and said to wait till August, when the adjustment takes effect.
As someone at the higher end of the band who's been solidly stuck (over 10 years and counting now as MX11A), it's disappointing but not unexpected. The Public Service Division knows those of us in this position are essentially trapped - yes, you could throw a fit and take your chances in the private sector, but would you really, if you're in your 40s and with the market in its current state?
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4 years ago in 2022 during the previous adjustment, I kinda predicted this coming. From what I observed back then, some ministries seemed to be experimenting along those lines already, although it has not been officially enforced or set in stone throughout - essentially quietly reducing increments and PB amounts for the C grades and redirecting the amounts to better performers. The chances of a better adjustment for the "sandwiched" job grades, usually occupied by those of ages late 30s to late 50s, will also be low.
I don't want to make it sound doom and gloom or to scare people off from the civil service. But those on top are smart enough to observe the global economy to "trim" or reduce the number of coasters. Either that, or "motivate" every individual to try to climb to be an above average or outstanding performer. Like you said, no one will dare to really rock the boat when the job market is so harsh now.
Those who are in their mid to late 50s and older got to enjoy the golden period and true iron rice bowl. For the younger ones (or even prospective ones), things are just going to get tougher.
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| 26-05-2026 02:13 PM |
| Unregistered |
i am joining one of the divisions in a min next mth, not sure if this is something that will affect me positively or negatively. sitting in the upper end of my salary scale but nowhere near the ceiling.
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| 25-05-2026 05:01 PM |
| Unregistered |
Quote:
Originally Posted by Unregistered
Yep - I think the message here is loud and clear. It's a bump for younger staff as they'd be further down in the salary band, but will receive bonuses tagged to the mid-point of the salary band.
For those who're at the upper half of the band - and this will hurt especially for those who are near/at the ceiling - the small increase in base pay will not make up for the loss in bonus.
I read elsewhere on Salary.sg that in GovTech (which has its own salary scheme, separate from MX as it's a statutory board), the bonus for C grade is piddling, as it's meant to send a signal that you're barely doing enough. I expect the Public Service Division was inspired by this when reviewing the MX scheme - with the abolition of B+ for MX, my guess is the bonus pool for C will be reduced so that it can be diverted to bonuses for the now-enlarged pool of B.
My ministry has been briefed by HR and it's the expected platitudes - it's being sold as an overall lift for MX, and the change to the bonus structure is presented as incentivising promotions. Of course, when people asked the real questions which have straightforward answers, such as the percentage increases for each MX band (not even the dollar amounts), HR predictably fudged and said to wait till August, when the adjustment takes effect.
As someone at the higher end of the band who's been solidly stuck (over 10 years and counting now as MX11A), it's disappointing but not unexpected. The Public Service Division knows those of us in this position are essentially trapped - yes, you could throw a fit and take your chances in the private sector, but would you really, if you're in your 40s and with the market in its current state?
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Its ok. All along anybody with any sense of self worth knowing that oneself is not favoured/not able to curry favour well should have already been well prepared for this. It works well in govtech because govtech pays well overall compared to other govt orgs in general imo.
The only defense is to further reduce your output/pushback against work while complaining to inflate the difficulty of work done/make it seem like you have alot of work on your plate. One just has to not be the btm feeder of the dept/division to avoid being PIP or forced out.
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| 23-05-2026 06:47 PM |
| Unregistered |
Quote:
Originally Posted by Unregistered
So now they are not raising salary caps annually but they cut your annual for existing staff who are capped and performing well even? Since this seems to affect you even if you are an A performer yearly?
In such a high inflation env they are further decreasing the pay for all staff?
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There is increment on the mid salary cap. The multiplier PB for C+ and above are adjusted upwards.
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| 23-05-2026 11:14 AM |
| Unregistered |
MX pay review
Quote:
Originally Posted by Unregistered
New to CS here. Was told during briefing that special contract and PTH ineligible for salary adjustment - what are those types of employees?
Also, it seems that this new salary adjustment is a double penalty on the salaries of farmers who are stuck in their grade, because the bonus and merit increment will be tied to a multipler/% of the grade's midpoint, instead of your current drawn monthly salary.
Still some ways to go for me to be past the new midpoint, but FYI for those who've been in service for a long time... your total comp may decrease even if your monthly increases.
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Yep - I think the message here is loud and clear. It's a bump for younger staff as they'd be further down in the salary band, but will receive bonuses tagged to the mid-point of the salary band.
For those who're at the upper half of the band - and this will hurt especially for those who are near/at the ceiling - the small increase in base pay will not make up for the loss in bonus.
I read elsewhere on Salary.sg that in GovTech (which has its own salary scheme, separate from MX as it's a statutory board), the bonus for C grade is piddling, as it's meant to send a signal that you're barely doing enough. I expect the Public Service Division was inspired by this when reviewing the MX scheme - with the abolition of B+ for MX, my guess is the bonus pool for C will be reduced so that it can be diverted to bonuses for the now-enlarged pool of B.
My ministry has been briefed by HR and it's the expected platitudes - it's being sold as an overall lift for MX, and the change to the bonus structure is presented as incentivising promotions. Of course, when people asked the real questions which have straightforward answers, such as the percentage increases for each MX band (not even the dollar amounts), HR predictably fudged and said to wait till August, when the adjustment takes effect.
As someone at the higher end of the band who's been solidly stuck (over 10 years and counting now as MX11A), it's disappointing but not unexpected. The Public Service Division knows those of us in this position are essentially trapped - yes, you could throw a fit and take your chances in the private sector, but would you really, if you're in your 40s and with the market in its current state?
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| 23-05-2026 08:31 AM |
| Unregistered |
Quote:
Originally Posted by Unregistered
New to CS here. Was told during briefing that special contract and PTH ineligible for salary adjustment - what are those types of employees?
Also, it seems that this new salary adjustment is a double penalty on the salaries of farmers who are stuck in their grade, because the bonus and merit increment will be tied to a multipler/% of the grade's midpoint, instead of your current drawn monthly salary.
Still some ways to go for me to be past the new midpoint, but FYI for those who've been in service for a long time... your total comp may decrease even if your monthly increases.
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So now they are not raising salary caps annually but they cut your annual for existing staff who are capped and performing well even? Since this seems to affect you even if you are an A performer yearly?
In such a high inflation env they are further decreasing the pay for all staff?
|
| 21-05-2026 11:50 AM |
| Unregistered |
Anyone applied for PSLP this cycle and awaiting results post-panel interview? Timeline from prev cycles are welcome too esp. time from offer to starting of work, process has taken super long as below lol
Applied Nov'25
Psychometric + group exercise Dec'25
Group discussion Feb/Mar'26
Psychologist + Panel interview Apr/May'26
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| 20-05-2026 09:34 PM |
| Unregistered |
Quote:
Originally Posted by Unregistered
New to CS here. Was told during briefing that special contract and PTH ineligible for salary adjustment - what are those types of employees?
Also, it seems that this new salary adjustment is a double penalty on the salaries of farmers who are stuck in their grade, because the bonus and merit increment will be tied to a multipler/% of the grade's midpoint, instead of your current drawn monthly salary.
Still some ways to go for me to be past the new midpoint, but FYI for those who've been in service for a long time... your total comp may decrease even if your monthly increases.
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u are correct total comp WILL decrease even if monthly increase bcos of the bonus and drop from grade B to grade C+ due to a promotion got my total annual salary decreased by about 0.5 months
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| 20-05-2026 06:46 PM |
| Unregistered |
Process of reference check, offer and resign
Quote:
Originally Posted by Unregistered
Yes it is possible. I was such a case. From one stat board to another stat board. I was given a choice to join via movement policy where I retained my years of service but same grade, or join as a fresh hire where I gave up my years of service and PB but joined as a higher grade.
All depends on the hiring agency.
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Hi I just finished my last interview with stat board b.currently I'm m level.
I was asked to provide salary expectations and permission to contact current status board for reference checks.
I am more inclined with rejoin as fresh hire for stat board b if the offer is good.
I have provided references from previous job but they want to contact current boss May I know if my current boss will know my intention to leave ? I don't even know if I will be offered. I also duno if the offer is a jump in rank from m to sm.
I understand that this may be the sop to contact ref check from HR at my current before offer is given.
What are the next steps?
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| 18-05-2026 11:12 PM |
| Unregistered |
New to CS here. Was told during briefing that special contract and PTH ineligible for salary adjustment - what are those types of employees?
Also, it seems that this new salary adjustment is a double penalty on the salaries of farmers who are stuck in their grade, because the bonus and merit increment will be tied to a multipler/% of the grade's midpoint, instead of your current drawn monthly salary.
Still some ways to go for me to be past the new midpoint, but FYI for those who've been in service for a long time... your total comp may decrease even if your monthly increases.
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