| Today 02:40 PM |
| Unregistered |
Guess it varies for schools.
Last year, my school had more than 5 SE01 promotees and close to 5 SEO2 promotees. Plus around 5 each for GEO5. Plus other grades.
Then again, it has been some time we had close to 20 promotees . If previous years are very few, perhaps the next or year after will have more. It’s after all dependent on the officers and not the school.
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| Yesterday 09:08 PM |
| Unregistered |
Quote:
Originally Posted by Unregistered
perhaps promotion rate was faster before 2019?
nowadays, you don't see 7 promotees in the same subgrade
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Nowadays it's more like 7 EO promotees in total.
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| Yesterday 08:22 PM |
| Unregistered |
Quote:
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
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perhaps promotion rate was faster before 2019?
nowadays, you don't see 7 promotees in the same subgrade
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| Yesterday 07:55 PM |
| Unregistered |
Quote:
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
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someppl get longer end of the stick some get shorter end so thats life
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| Yesterday 07:48 PM |
| Work life balance |
Quote:
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.
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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
|
| Yesterday 12:47 PM |
| Unregistered |
Quote:
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
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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.
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| Yesterday 10:37 AM |
| Unregistered |
Quote:
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
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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
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| Yesterday 10:34 AM |
| 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
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| Yesterday 12:13 AM |
| Unregistered |
Quote:
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?!
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anecdotal experience
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| 21-01-2022 07:32 PM |
| 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?!
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