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My concern now is those that stay will have a lot more work, compared to those that leave. Not to say that those that goes back to school will have an easier time, but if HQ is reducing TQ to support schools, it feels like HQ will have a lot lesser officers to support the work.

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Any room for negotiation if officers identified want to stay and ask to be replaced with officers who volunteer to leave?

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We will get there together.

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Are we also looking at restructuring by dissolving some sections and merging?

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To clarify, can year 2 officer (not identified) request to go back to school earlier? E.g. join EPS/OPE this year (2025) for posting in 2026?

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Would we review the CPP support to manage school expectations? I think we may not be able to provide such personalised support in view of the manpower changes.

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Cannot help but share that morale is at an all time low after knowing about the restructuring.

Can we request to voluntarily go back to school this year?

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I think my concern about going back earlier is how to hand over my work while completing the pieces that I'm still working on, because I originally planned to pass down the knowledge in my 3rd year. I think maybe we can make minor changes to delegation of work earlier and make space and time for proper succession.

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I'm supporting one of the schools with legitimate concerns regarding Cyberwellness with their unique profile of students.

Could I clarify that if schools with unique student profiles take a different approach regarding their PLDs by choosing to withhold it till a more appropriate time (but will still release within the first year), it is something that ETD should support as part of understanding the need for time to guide students in emotional regulation, and in establishing healthy daily routines first?

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Bosses mentioned "Reimagine Teaching WG", any insights?

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Given that there is a crisis-level shortage of teachers, what is the ministry doing to tackle this challenge at its roots?

Sending seconded HQ officers back to school earlier seems like a stop-gap measure and might increase the attrition rate in the long run.

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If year 2 officers would like to go back early, can they join this year's EPS or OP?

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Would the CEP/progression of officers be affected if the officer voluntarily ask to head back to school?

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If we are asked to leave HQ early or choose to do so, are we receiving severance/redundancy pay?

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How are the officers identified for those leaving who are asked to move out in the second year? Please help us to understand the thought processes/considerations on how decisions are made e.g. based on school needs or branch needs

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How do we then manage workload of HQ officiers? We are still required to support same number of schools with reduced TQ. Yet, schools are more interested now for our support.