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Because it increases our competencies in ways that the schools may not. The responsibilities are more varied and opens up new perspectives.

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Reasons for agreeing to I will grow my  career in my current function, as it offers adequate developmental opportunities to improve my functional compentencies. 

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Reasons for agreeing to I will grow my  career in my current function, as it offers adequate developmental opportunities to improve my functional compentencies. 

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We agree because our nature of work offers more opportunities to develop the different FC.

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officers see how well their career progressions has been charted, guided and affirmed. They may also feel opportunities like enhanced posting also facilitates their growth and career plans. These officers may also have had helpful career conversations with their RO/BHs to feel that there has been effective career mentorship.

Disagree because:

some may see perceived lack of alignment of HQ job nature versus what they really do in schools.

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Reasons for disagreeing to I will grow my  career in my current function, as it offers adequate developmental opportunities to improve my functional compentencies. 

# data[].attributes.subject
Reasons for disagreeing to I will grow my  career in my current function, as it offers adequate developmental opportunities to improve my functional compentencies. 

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Some people may not see how some of the FC are translated to teaching and learning in school.

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Some may not know the definitions of their functional competencies. Our area of work can be abstract, not directly related to schools.

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Reasons for disagreeing in growing my career in my current function 

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Reasons for disagreeing in growing my career in my current function 

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The runway of 2-3 years is too short to fully develop the functional competencies.

Can't gauge the usefulness of the competencies until applied elsewhere.

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Not sure what exactly are the FCs required of us, since we are all/mostly (including leaders) from schools and very adapted to EPMS competencies which are very much related to T&L .

At the start of our stint, we might be overwhelmed by the operations and this might contribute to not experiencing adequate developmental opportunities.

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We are encouraged to go for courses. Courses are sent to us by our ROs/SLs and the agencies.

There are sufficiently varied responsibilities and scope of work that allows for opportunities to improve the functional competencies.

However, time is limited and short, so we are unable to focus on the current competencies needed. We also have to think of our long-term competencies and skill sets that we need in schools.

We may not have anyone to discuss our long-term plans with. Communication is necessary for officers to understand the relevance of work in HQ and schools and how skills can be transferred from HQ to schools and vice versa.

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Reasons for agreeing to "I feel that the organisation takes my career planning, individual growth and development seriously."

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Reasons for agreeing to "I feel that the organisation takes my career planning, individual growth and development seriously."

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We feel that the provision of LnD funds, conversations with RO and BH on our career development are adequate. Different prorammes have been put in place to broaden our perspectives (eg TWA+) and even opportunities to development ourselves through PDL/other PD opportunities.

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Perhaps officers feel that there is many learning opportunities provided by the organisation.

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Reason for neutral - Lack of financial support

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Reason for neutral - Lack of financial support

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PD opportunities are costly and ILF may not be sufficient.

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The competencies acquired here such as data analytics, leadership, can be transferrable and applied when we return to school.