| Today 12:21 AM |
| Unregistered |
There seems to be many KPs/KP wannabes/KP bootlickers here defending the system and attacking the critiques.
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| Yesterday 10:12 PM |
| Unregistered |
Quote:
Originally Posted by Unregistered
Epms dumbest part of teaching
Actual T&L .. time spend w children all not taken into consideration.
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Doing that is important but do it with visibility and the right people must know too. Otherwise no one knows your ‘impact’ on students.
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| Yesterday 07:38 PM |
| Unregistered |
Quote:
Originally Posted by Unregistered
perhaps pay was already too near ceiling, hence MI was less?
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Everything was reduced during covid. MI, PI, PB.
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| Yesterday 07:19 PM |
| Unregistered |
Epms dumbest part of teaching
Actual T&L .. time spend w children all not taken into consideration.
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| Yesterday 05:09 PM |
| Unregistered |
Quote:
Originally Posted by Unregistered
Sadly, yes. Inclusive of both.
And performance was B.
In a normal year, it should be at least $500.
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perhaps pay was already too near ceiling, hence MI was less?
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| Yesterday 04:17 PM |
| Unregistered |
Quote:
Originally Posted by Unregistered
couldn't agree more. let's start ignoring those posts.
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Ignoring the satirical posts above that aims to stereotype teachers again, let's all remain positive. Term is coming to an end. Rest and recharge
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| Yesterday 03:56 PM |
| Unregistered |
Quote:
Originally Posted by Unregistered
Doubt that there will be any real changes to appraisal, so long as they keep the bell curve system.
At most it changes the way we write our work review forms
On the ground, during ranking, it is still based on horsetrading among the ranking panels, based on the loudest voice and highest visibility.
Same old stuff in new packaging
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It will be nice, if at the beginning of the year, all teachers contribute a certain sum of money and put it in a common pot.
The end of the year, those who get D, C-, C reduced whatever, will be entitled to claim from that pot.
That would resolve the prisoner's dilemma situation in school ranking. Every teacher can then relax and lie flat more often.
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| Yesterday 03:28 PM |
| Unregistered |
Quote:
Originally Posted by Unregistered
Doubt that there will be any real changes to appraisal, so long as they keep the bell curve system.
At most it changes the way we write our work review forms
On the ground, during ranking, it is still based on horsetrading among the ranking panels, based on the loudest voice and highest visibility.
Same old stuff in new packaging
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of course. the epms is a brilliant tool to get teachers to do more and more over time .
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| Yesterday 07:36 AM |
| Unregistered |
Quote:
Originally Posted by JustAnotherPrimaryTeacher
From the EO JH, it will be rolled out in 2026. But schools will gradually have some engagement sessions to introduce more about the Teacher Growth Model, like what some others have shared.
Currently only the ROs need to adopt this new format into the rankings. Not much info has been given yet as well. So all just waiting and see. But stick to the basics. Classroom Mgt, proper T&L, contribute in roles you are given. You should be fine.
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Doubt that there will be any real changes to appraisal, so long as they keep the bell curve system.
At most it changes the way we write our work review forms
On the ground, during ranking, it is still based on horsetrading among the ranking panels, based on the loudest voice and highest visibility.
Same old stuff in new packaging
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| 16-05-2024 08:59 PM |
| Unregistered |
Quote:
Originally Posted by Unregistered
interesting...based on past posts it seems like those promoted in 2022 were most disadvantaged...yet those promoted in 2021 got 9% adjustment
anyone tried clarifying with HR before?
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My best guess is that the batch promoting from GEO3 to 4 was smallest in 2022, so there will be minimum backlash for only 5% adjustment.
Calling HR probably will not change anything. Maybe just receive template mysterious answers.
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