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Encourage more bottom-up initiatives

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Flexibility is given whenever a teacher needs help.

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Rotate teachers who take LPL and HPL classes, upper P and lower P etc

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Different people have different capabilities, while some are willing to learn new things but it takes time for learning.

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to have an inclusive environment for all.

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I felt the teachers in Admiralty are very willing to share their knowledge by providing guidance and training to everyone who needs it. I am referring to the IT trainings and guidance given by the teachers to assist most of us on the HBL issues.

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I think there is ample growth and opportunities the school is providing and giving the necessary training as well. What is good to see is the fairness, age is not a criteria but willingness to accept the responsibility is.

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Flexible arrangements for teachers with young children is provided. (Reporting abit later)

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For the GEO4 and GEO5 teachers who are not KPs but they did their job well and yet they are placed at the bottom 50% with a C- and D, I wonder what this justifies.. it is quite demoralising

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For the GEO4 and GEO5 teachers who are not KPs but they did their job well and yet they are placed at the bottom 50% with a C- and D, I wonder what this justifies.. it is quite demoralising

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TLC is great for our professional learning but felt it was a bit rushed for last year and of course this year (due to Covid-19)

Give us a bit more flexibility in the timeline so that we can delve deeper into our area of research

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As teacher went for different workshop, they might want to share with the department teachers too.

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Consult Officers ahead of deployment, especially major roles, or roles that are new to the teacher. There should be a proper transition, rather than sudden loading.

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The teachers are very helpful, especially during HBL period. They are willing to go an extra mile to provide IT support.

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Teachers here are more than willing to lend a helping hand as well as their expertise. Mdm Sabiah, Ms Jane, Mr Jumat and Ms Geraldine to name a few.

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I think this flexibility allows us to have better work/life balance and attend to our personal errands without feeling guilty of taking time off.

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suspend judgment/perception of staff's action

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suspend judgment/perception of staff's action

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Leaders listen to team membersfeedback n suggestion . It motivates other Teachers to get involve in sch related matters confidently.

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Instead of labeling lots of space as whitespace, and having all staff to report and leave at the same time, staff can be given flexibility to report when required.

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A strong mentoring system. One that allows a good handing-over and taking-over procedure. Allowing those taking over to fully understand the role before take over entirely. This would allow the personnel taking over to start with a strong foundation instead of starting from ground zero again.

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Our own internal awards is a good way of recognising teachers.

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Move away from a judgmental perspective but towards a developmental perspective between RO and JH

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Lots of professional sharing is evident.

What about non-professional sharing? Personal interests, for staff bonding? (Possible SWC activity?) Good relationships are the foundation of strong teams.

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Culture of sharing during PD and TT session

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I think during the TLC and our various subgroups within our department as well, there are ample opportunities  for empowerment.

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If teachers are given the autonomy to lead students, rather than tops down approach, there could be greater creativity and joy in learning.

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Be more mindful of teacher's time and desire to do meaningful work

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Be more mindful of teacher's time and desire to do meaningful work

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1) During HBL, all FTs were asked to report the no. of students who did not record personal temperature by 10am

This data can be easily obtained from the GO (cos the excel file was created by AM/GO). AM/GO staff just need to download data at cut-off time.

Instead, almost 80 FTs had to do this for all 55 days of HBL. Some FTs, perhaps out of fear being perceived as 'not doing their work', even updated via whatapp 4 or 5 times in a day, which resulted in LOTS of unnecessarily messages.

Processes need to be streamlined so that teachers can focus on their T&L

2) Many info can be sent via email. There's no need to use contact time.

3) YHs should speak to teachers who send greeting msgs or things what could be asked privately (FT to YH)

4) Some KPs send messages at 4+am, 5+am, 6+am...

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Many KPs have not had their LO this year.

From what we can see from google calendar, many teachers have been scheduled from now to Sep. But KP's LO originally scheduled before CB is not rescheduled.

Would like them to take the lead to de-privatise their classroom

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1) Can we have a say in what we would like STTM to share?

2) Can we break into different teaching gps, eg. EL gp, Math gp etc. for more focused, subject-related PD?

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In the private sector, some companies practise 360 degree feedback.

Maybe we could appraise the KPs too

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It can be exhausting for teachers to continue as oral examiner after back-to-back lessons from start of the day until school ends. The deployment for oral should also take into consideration the time-table of the teachers.

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When deploying teachers for time-tabling, the team should take into account that there should not be a straight row of lessons from start to the end of school. Some teachers literally have no break in between and this is further compounded when this group of teachers have been deployed as oral examiners after lessons. There is no time for lunch either and the day drags on after lessons end. Not just physically but mentally exhausting. The time-tabling team should look into teachers' welfare and well-being.

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We all know we are ranked by them. It would not hurt if some of them are friendlier, more mindful of the words they use and generally, be a servant leader.