Salary.sg Forums - Reply to Topic
Salary.sg Forums  

Go Back   Salary.sg Forums > The Salary.sg Discussion Forums: > Income and Jobs > Career as Teacher

Income and Jobs Discuss jobs, career options and of course salaries




Salary.sg Forums

Thread: Career as Teacher Reply to Thread
Your Username: Click here to log in
Human Verification To prove you are a human and not a computer program that spams, please check the box below and answer any further questions if prompted.

Title:
  
Message:
Post Icons
You may choose an icon for your message from the following list:
 

Additional Options
Miscellaneous Options

Topic Review (Newest First)
Today 04:11 AM
Unregistered
Quote:
Originally Posted by Unregistered View Post
At current salary ranges, a Level Head will max out at just over 10k. An average teacher, assuming he/she does not hit GEO5A but stays at GEO5, will max out a little over 8k. The ceilings are likely to increase in the future; you will experience several service-wide salary adjustments during your career. Whether they will keep proper pace with inflation remains to be seen

The problem is: the salary ceiling takes FOREVER to reach. You will have to stand the test of time in your early years drawing very low salaries compared to your senior colleagues, who may well be doing a lot less work than you. If you can live and climb through this phase and stay long enough to reach the higher salary points, you'll be fine.
More rosy if you consider bonuses (MY, EOY, PB). GEO5 could max out at $10k+ gross (incl. bonuses averaged across 12 months. Not to forget salary revisions at least once a decade.
Today 04:08 AM
Unregistered
Quote:
Originally Posted by Unregistered View Post
Hi there, slightly unrelated but i'm midway through my BSc programme in NIE. Am wondering what the pay difference is between 1st/2nd upper and the next tier. Not that I intend to skive but Was just curious to know. (Might give me a bit of motivation to push on harder. HAHA)
At most, $200-$300 difference between that and next tier depending on gender / NS. Might affect CEP, though decent performance in first few years would even things out.
Today 04:06 AM
Unregistered
Quote:
Originally Posted by Unregistered View Post
Hi there, slightly unrelated but i'm midway through my BSc programme in NIE. Am wondering what the pay difference is between 1st/2nd upper and the next tier. Not that I intend to skive but Was just curious to know. (Might give me a bit of motivation to push on harder. HAHA)
No difference in salary between first and second upper.
Today 02:26 AM
Unregistered
Query on starting pay

Hi there, slightly unrelated but i'm midway through my BSc programme in NIE. Am wondering what the pay difference is between 1st/2nd upper and the next tier. Not that I intend to skive but Was just curious to know. (Might give me a bit of motivation to push on harder. HAHA)
Yesterday 10:15 PM
Unregistered
OCA Payout

Hi, may I know when do they usually give the OCA payout?Same time as Dec pay or later? Thank you.
Yesterday 09:28 PM
Unregistered
Quote:
Originally Posted by Unregistered View Post
Hello all, thank you for sharing insights into the compensation of MOE teachers. Am an aspiring teacher here but after reading all the threads, I am certainly thinking twice. Could I request some insights on the following:

What is the ceiling salary that a mediocre/average teacher is expected to attain in his/her career? Assuming non-HOD but maybe at max a Level Head or something.
At current salary ranges, a Level Head will max out at just over 10k. An average teacher, assuming he/she does not hit GEO5A but stays at GEO5, will max out a little over 8k. The ceilings are likely to increase in the future; you will experience several service-wide salary adjustments during your career. Whether they will keep proper pace with inflation remains to be seen

The problem is: the salary ceiling takes FOREVER to reach. You will have to stand the test of time in your early years drawing very low salaries compared to your senior colleagues, who may well be doing a lot less work than you. If you can live and climb through this phase and stay long enough to reach the higher salary points, you'll be fine.
Yesterday 09:02 PM
Unregistered Hello all, thank you for sharing insights into the compensation of MOE teachers. Am an aspiring teacher here but after reading all the threads, I am certainly thinking twice. Could I request some insights on the following:

What is the ceiling salary that a mediocre/average teacher is expected to attain in his/her career? Assuming non-HOD but maybe at max a Level Head or something.
Yesterday 03:26 PM
Unregistered
Quote:
Originally Posted by Unregistered View Post
After reading the previous 2 pages here, I have some advice/information for the younger ones (<35 years old). These are also purely based on my observations over the last 15-20 years, so please feel free to disagree or add on.

There was a period of time where we were LACKING teachers (sounds totally incredulous in our current climate haha) and recruitment numbers were crazy high. Hence the bar was much much lower and it was quite easy to get hired. I even heard from a HR personnel that a lump sum was paid to attract new hires. It was also assumed that this large group of new hires had less impressive portfolios. This group of people are probably mostly Gen X, or even boomers (for mid career hires).

Fast forward to this current period - from 2015 onwards, many of the above-mentioned group are currently KPs, STs or GEO5s. For those 15-20 years, this group enjoyed good annual increments, adjustments every 3-4 years and fast promotions (once every 2 to 3 years). In fact, new KP positions were created not only to handle new forms of workload, but also to create positions for this group of people to progress. A KP said that even the ST track quickly became overdeveloped and saturated.

As for the GEO5s who did not make it to KPship or STship, they hit their salary ceilings very early. Many do not bother about increments or performance grades anymore, because there is hardly any point to it since they have reached their ceilings. They will never resign either, because their age and skillset are no longer attractive to other employers. Staying on to just do minimal work is the ideal retirement route. Hence, the trend of them rejecting extra workload began.

Where do these extra workload go to? Newly hired GEO2s and 3s. Hence, the bar for good performance and promotion started rising. If you want to progress faster, you have to shoulder more workload from the school and your RO.

What to do now that there are too many GEO5s and higher? System has become too top heavy. Promotion rates decrease. Annual increments decrease to slow down people from hitting the ceiling too quickly (in 2020, the reason for this was COVID. But as of today, it seems to be silently made permanent).

What to do now that student population is falling and schools are merging? Slash recruitment, raise the bar for new hires. If you wish to resign, no one will dissuade you and it is processed much more quickly (unlike in the past).

At this point, you realise that many issues regarding performance, promotions or workload is no longer just a school-wide (localised) phenomenon, but have evolved to become system-wide.

How do many exhausted GEO2s and 3s respond? Reject extra workload as well. Quiet quit. Resign and look for jobs with better work-life balance. There is a reason why statistically, the turnover rate for younger officers is much higher. Regardless of age and stage of life, your mental and physical health matters. Not only for yourself, but for your loved ones too.

Don't get me wrong, I'm not telling you what to do and I'm not trying to blame any particular group of people here. But situations like COVID, cost cutting, rolling out of many new education policies within a short period, tech boom, quiet quitting, work-life balance and sudden inflation have all clashed between the ministry, the older group of officers and the younger group. A 3 way tug of war, each vying for their own self-interests...But assuming nothing changes and these continue, it's rather obvious who will lose out eventually by staying in the system...

To the younger officers, it can only be bad timing and bad luck. Take care of yourselves
Yes, you nailed it. I think most of the smarter young officers also know the reason for this. But it is also understandable for them to feel indignant because while it has become much, much more difficult to be hired as a teacher, or to receive a teaching(-related) scholarship today compared to 10-15 years ago, the average career prospects and relative salary growth prospects (if you consider the %s) are in fact at their all-time low.

More exclusive job, yet worse prospects once you get through the door. Reason? Born later.
Yesterday 03:16 PM
Unregistered
Quote:
Originally Posted by Unregistered View Post
Not new to ranking exercise, but this year coupled with my midlife crisis it hit me really hard. Almost everybody below geo5 was working WAY above their pay grade. We had geo3 internally appointed SHs and AYHs, all jostling for As and Bs. Their work life balance is nonexistent and they are always being chased out by the OSO at 7pm. We have a geo4 HOD holding double portfolio because another HOD ragequit. We have young GEO5 (33yo) straddling 4 committees and 48 periods per week.

What is going on with our system? Why is it a requirement to work two or three grades above your subgrade and why are people being labelled poor team players with bad organisational awareness and being accused of "quiet quitting" if they just do their jobs and nothing more?
This sounds terrible
Yesterday 10:46 AM
Unregistered After reading the previous 2 pages here, I have some advice/information for the younger ones (<35 years old). These are also purely based on my observations over the last 15-20 years, so please feel free to disagree or add on.

There was a period of time where we were LACKING teachers (sounds totally incredulous in our current climate haha) and recruitment numbers were crazy high. Hence the bar was much much lower and it was quite easy to get hired. I even heard from a HR personnel that a lump sum was paid to attract new hires. It was also assumed that this large group of new hires had less impressive portfolios. This group of people are probably mostly Gen X, or even boomers (for mid career hires).

Fast forward to this current period - from 2015 onwards, many of the above-mentioned group are currently KPs, STs or GEO5s. For those 15-20 years, this group enjoyed good annual increments, adjustments every 3-4 years and fast promotions (once every 2 to 3 years). In fact, new KP positions were created not only to handle new forms of workload, but also to create positions for this group of people to progress. A KP said that even the ST track quickly became overdeveloped and saturated.

As for the GEO5s who did not make it to KPship or STship, they hit their salary ceilings very early. Many do not bother about increments or performance grades anymore, because there is hardly any point to it since they have reached their ceilings. They will never resign either, because their age and skillset are no longer attractive to other employers. Staying on to just do minimal work is the ideal retirement route. Hence, the trend of them rejecting extra workload began.

Where do these extra workload go to? Newly hired GEO2s and 3s. Hence, the bar for good performance and promotion started rising. If you want to progress faster, you have to shoulder more workload from the school and your RO.

What to do now that there are too many GEO5s and higher? System has become too top heavy. Promotion rates decrease. Annual increments decrease to slow down people from hitting the ceiling too quickly (in 2020, the reason for this was COVID. But as of today, it seems to be silently made permanent).

What to do now that student population is falling and schools are merging? Slash recruitment, raise the bar for new hires. If you wish to resign, no one will dissuade you and it is processed much more quickly (unlike in the past).

At this point, you realise that many issues regarding performance, promotions or workload is no longer just a school-wide (localised) phenomenon, but have evolved to become system-wide.

How do many exhausted GEO2s and 3s respond? Reject extra workload as well. Quiet quit. Resign and look for jobs with better work-life balance. There is a reason why statistically, the turnover rate for younger officers is much higher. Regardless of age and stage of life, your mental and physical health matters. Not only for yourself, but for your loved ones too.

Don't get me wrong, I'm not telling you what to do and I'm not trying to blame any particular group of people here. But situations like COVID, cost cutting, rolling out of many new education policies within a short period, tech boom, quiet quitting, work-life balance and sudden inflation have all clashed between the ministry, the older group of officers and the younger group. A 3 way tug of war, each vying for their own self-interests...But assuming nothing changes and these continue, it's rather obvious who will lose out eventually by staying in the system...

To the younger officers, it can only be bad timing and bad luck. Take care of yourselves
This thread has more than 10 replies. Click here to review the whole thread.

Posting Rules
You may not post new threads
You may post replies
You may not post attachments
You may not edit your posts

BB code is On
Smilies are On
[IMG] code is On
HTML code is Off




All times are GMT +8. The time now is 07:34 AM.


Powered by vBulletin® Version 3.8.5
Copyright ©2000 - 2022, Jelsoft Enterprises Ltd.
Content Relevant URLs by vBSEO 3.3.2