teacher evaluation and compensation in the singapore education

Integrity, the Foundation . People, our Focus . Learning, our Passion . Excellence, our Pursuit

Copyright © Ministry of Education, Singapore.

Teacher Evaluation and Compensation in the

Singapore Education System


1. Overview of Singapore Education System

2. Ensuring the Best Candidates for the Profession

3. Building Capacity & Culture of Teacher-led Professional Excellence

4. Holistic Teacher Evaluation with Performance-linked Recognition

5. Towards Excellence: Galvanizing the Teaching Fraternity For This Journey

Overview



Overview of the Singapore Education System


Singapore -The Little Red Dot

Ability-based, aspirations-driven, student-centric

(1997 – present)

Efficiency-Driven (1979 – 1996)

Survival-Driven (1959 – 1978)

• Diverse Pathways & Curricular Flexibility

• Top-down support for ground-up school initiatives

• Developing further peaks of excellence in different areas

• Building a national education system

• Bilingual policy • Vocational and Technical

Institutions

• Ability-based streaming introduced

• Independent & Autonomous Schools

Education Development in Singapore

Education for social mobility Based on the core tenets of Meritocracy and Equality

31,300 teachers 355 schools

506,000 students

1,790 allied educators

5,660 exec & admin staff

Key Facts and Figures


• Major initiatives and key features Diversifying the Education

Landscape Creating a Learner-Centred

School Environment Providing a Forward-Looking

and Balanced Curriculum Building a Quality Education

Service

Key Features • Singapore’s Education Philosophy



Ensuring the Best Candidates for the Profession

MOULDING THE FUTURE OF OUR NATION Copyright © Ministry of Education, Singapore.

Slide 9

Attracting High Quality Teachers • Admission into the teaching profession - Selective admission - Ensuring job fit through internship programmes - Recruitment efforts locally and overseas • Attracting Talent -Teaching Scholarships and Awards

• Competitive Compensation - Salaries pegged to market rates

- Student teachers receive salary while on fully- sponsored pre-service course


Slide 10

Retaining Good Teachers A Multi-Pronged Approach- 4 Pillars of Retention

GROW Package (2006-7)


Slide 11

TEACH Framework (2011)

Retaining Good Teachers



Building Capacity & Culture of Teacher-led

Professional Excellence


Slide 13

Building Capacity • Pre-service Teacher Preparation - Centralised full-time courses at the National Institute of Education (NIE)

• In-service Professional Development - Supporting Beginning Teachers through Induction and Enhanced

Mentoring programmes -100-hr entitlement to professional development - Supporting continuum of growth through Milestone Programmes - Providing upgrading opportunities through Postgraduate

Scholarships and Sponsorships - Providing resources through the Learning and Development

Scheme - Widening exposure through Teacher Work Attachment


Slide 14

Teacher-led Culture of Professional Excellence The Academy of

Singapore Teachers Ethos of the Teaching

Profession Academy Flagship

Programmes Subject Chapters Professional Focus

Groups Research Establishing Schools as

Professional Learning Communities


Slide 15

Building Professional Excellence Other Academies

• Singapore Teachers’ Academy for the aRts (STAR) • Physical Education and Sports Teacher Academy (PESTA) • English Language Institute of Singapore (ELIS) and Mother

Tongue language centres


Slide 16

Building Professional Excellence

• Working in partnership with Unions



Holistic Teacher Evaluation & Performance-Linked Recognition


Slide 18

Diversity of Pathways , Structured Progression


Slide 19

Holistic Teacher Evaluation

• The Enhanced Performance Management System (EPMS) as a competency-based tool

• Ongoing evaluation,

feedback and coaching • Holistic evaluation through

multiple data points

Performance-Linked Recognition

• compensation matters if you want to keep good teachers, therefore we strategically do that by linking performance to bonuses and promotion;

• monetary rewards alone do not sustain good performance, and as the teaching service matures, we need to recognize teachers’ contributions through non-monetary ways

Our approach to teacher reward and compensation is centred upon the belief that


Slide 21

Performance-Linked Recognition

• Talent Management - Future Leaders Programme

• Performance-based Compensation • Promotion System - based on performance and potential

• Recognition & Affirmation - President Award for Teachers; Outstanding Young

Educator Award - Others such as Caring Teachers Award and Most Inspiring

Teacher Award


Slide 22

President Award for Teachers



Towards Excellence: Galvanizing the Teaching Fraternity for this

Journey


Slide 24

Shift towards greater teacher empowerment, leadership and ownership

Under-gird professional growth in Ethos of the Teaching Profession

Beyond reward-driven, to mission-driven professionalism

Mission-Driven Professionalism


Slide 25

Retaining Areas of Strength

Strengthening the “nerve centre” of the Singapore education system

A concerted effort to attract, retain and groom a quality teaching force, focused on the teacher as a professional, an educator and a leader

Ensuring Strong Partnership and Building Collective Capacity


Thank You

teacher evaluation and compensation in the singapore education

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