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ESU 2nd Ordinary Convention of Delegates 7 November 2012, NTUC Centre, OMB


Contents

Services 09

08

A Day in the Life

Laying Foundations

Building Strong LMR

We share the success stories of members who sought our help.

We applaud partners who made the difference in LMR.

10

Know Your Rights

Trends in Services

A snapshot of the cases handled and members assisted.

12

Advocacy at heart

Getting It Right Private education workers ask to be fairly treated.

Leadership 13

Developing New Generations of Leaders Core to ESU’s success is its leaders.

15

Standing Tall An honours roll of leaders who did us proud in their achievements.

17

We Asked

What Keeps You Going?

Our leaders share their motivations in our informal survey.


Membership 18

Looking Beyond Numbers

ESU crossed 20,000 members in Sep 2012. But membership is more than just figures.

23

Straight from the Heart

We gave a helping hand to members.

Thumbs UP

Deepening Links

Incentive Scheme

How our Incentive Scheme fared over the period.

ESU Communities

Serving the needs of different professionals.

24

25

Giving members a boost to get ahead.

Life is beautiful especially when you have good company!

Message from the President “Our members continued to place their trust in ESU and we grew from strength to strength. Even as we cross the 20,000 membership mark, we remain focused on our core business of representing the interest of members.”

General Secretary Summary

05 06

22

Becoming Future Ready

Care and Share

04

21

Profile of the Leadership Developments in FY10/11 & FY11/12

Financial Statements FY10/11 and FY 11/12 (Appended seperately)

C’est La Vie


Message

Message from the President Brother Michael Tan Eng Hin

Go the Distance Members are at the heart of what we do at ESU. While we grew in size, we worked to ensure we grew in services and engagement. Brother Michael Tan, veteran unionist and a pioneer ESU leader shares his views. ESU can stand tall as a union widely recognised for its impressive membership growth. But impressive figures are only as good as yesterday’s news. As we take stock mid-term, we are keenly aware of the opportunities and challenges facing us. Growing membership was critical in our early years as this is the lifeline of unions, especially a fledging union like ESU. Today, as we cross 20,000 membership, we need to refocus priorities and stay relevant. What remains unchanged is the fact that members remain at the heart of what we do at ESU. Through open-minded and genuine engagement with members, management, partners and public, we gain access to their views and concerns. These are important considerations for us as we plan our priorities for the next two years.

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ESU must hold its own in the private education landscape to be a strong voice of workers. While we grow in number of members, we must go deeper in knowing the concerns which keep members awake at night.

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Exciting times lie ahead. Workforce demographics will continually evolve; the economic-socio-political climate will also change. ESU must hold its own in the private education landscape to be a strong voice of workers. While we grow in number of members, we must go deeper in knowing the concerns which keep members awake at night. To do that, we need a dedicated and engaged leadership team; I am confident our leaders are the right men and women for the job. Thank you for the good work you have been doing. Let us continue to do well, do good, do together and do more to bring ESU to greater heights!

4


LEADERSHIP PROFILE ESU Council of Advisors Chairman

Brother Khaw Boon Wan Secretary

ESU Milestones 06 Aug’10 Start of a new term. (1) 16 Jul’11

A group for ESU active agers is launched. (2)

21 Jul’11

ESU forms community for adult educators. (3)

Brother Ang Hin Kee Members

Sister Halimah Yacob Brother John De Payva Brother Lim Kuang Beng Brother Ong Chin Ang Brother Teo Yock Ngee Brother Zainudin Nordin

ESU Trustees

Sister Halimah Yacob Brother Ma Wei Cheng Brother Neo Gim Kian (Till 31 Jul’12) Sister Toh Hwee Tin (w.e.f 24 Oct’12)

22 Oct’11 We turn 5! (4) 21 Mar’12 Opening of ESU’s own office at Citimac. (5) 1 Apr’12

New leadership at helm: Change of ESU ES

3

ESU Executive Council Office Bearers

Brother Michael Tan (President) Sister Jasmine Yeo (VP) Sister Calista Geraldine Roch (VP) Brother Lee Siew Chuan (GS) Sister Grace Ho (DGS) Brother Desmond John Chin (AGS) Brother Chiam Tow Jong (GT) Sister Rohana Ujang (AGT) Brother Ang Hin Kee (ES) Sister Jean See Jinli (AES) Members

Brother A.T Lingam (NUS) Brother Ho Wah Chai (NTU/NIE) Brother Salleh Japar (LASALLE) Sister Faridah Morsidi (Seameo RELC) Sister Cecilia Tang (NTUC LHub) Sister Georgina Yeo (MDIS) Sister Maureen Soon (Club HDB CC) Sister Christina Tan (NFC) Sister Lee Kwee Huay (NFC) Internal Auditors

Brother Tan Choon Huat (NUS) Sister Christina Liaw (NTU)

4 ESU Membership Growth <<< Membership grew at a steady rate over the two years. Starting out at 16,000, total membership including general branch stands at slightly over 20,000 today. 3/4 are OB/ DSGB/DSHQ whilst the balance are GB.


GS Report

Summary of FY10/11 & FY11/12 Brother Lee Siew Chuan

The General Secretary Reports 1

2 1

5

Brother Lee Siew Chuan gives an overview of progress at mid-term. With two years to 2014, there are areas to strengthen. The last 2 years were a busy and exciting period. We celebrated our 5th year, moved into our own office, welcomed a new ES on-board, and, most recently, crossed the elusive 20,000 membership milestone! Though busy, we kept pace with the increased demand for IR services, particularly from professional chapter members. A unionisation rate averaging 70% across branches ensured we maintained a strong collective bargainning position. This enabled us to negotiate decent increments and bonuses that were generally above industry norms. Notwithstanding economic ups and downs, ESU managed to accumulate sufficient reserves to purchase an office unit at Citimac Industrial Complex along Macpherson road. Members can now visit us easily as we are now a 3-minute walk away from Tai Seng MRT station. I once again thank the NUS management and branch committee for their generosity in offering ESU a home before our shift. We are comitted to wholeheartedly serving our members - be it in work, live, learn or play pursuits. With a dedicated team of leaders at helm, ESU is ready for new opportunities and challenges ahead. ESU Leadership Renewal

>>> In 2011, each branch leader served 78 union members on average. Today, each leader serves an average of 100 union members - close to 25% more. Efforts to flow in new leaders, especially in the early childhood sector, must be stepped up.

6


Services

Building Strong LMR

In the context of a challenging global landscape, tripartism is our competitive edge. Likewise in the private education industry. To deal with an environment of increasing regulations and compliance, competition and talent-war, these institutions have partnered the union closely for win-win outcomes. Here’s to our deserving partners!

MAY DAY AWARD 2012 National University of Singapore Plaque of Commendation (Gold) An extract taken from ESU’s nomination: “Attracting and nurturing an astute workforce to support NUS growth as a world-class institution is topmost in the University’s strategic thrust. The University proactively engages the Union in discussions to enhance staff’s wellbeing and to cultivate an inclusive work environment. One of the collaborations was the conversion of 300 term contract staff to permanent tenure in 2008 which represented greater security and career progression. The University was in turn assured of a stable workforce.”

MAY DAY AWARD 2012 Nanyang Technological University Plaque of Commendation An extract taken from ESU’s nomination: “The University supports lower-grade staff upgrade their workplace literacy through the Employability Skills System Workplace Literacy and Numeracy course. This has benefitted stafff working in the facilities and estates division. Apart from training, NTU also lent its support to the Union’s welfare initiatives. During the downturn, the University pledged a sum to the Union’s welfare scheme to support affected union members and their families.”

8


A Day in the Life...

Over the past 6 years, ESU has moved beyond traditional collective representation to cover individual dispute cases as well. We share three stories from our case files of how these members overcame the work issues they faced - with ESU by their side.

Damages Damages dropped dropped with with Union’s Union’s Help Help An early childhood educator with a local childcare centre, member was unhappy with the work conditions and made the decision to resign. She served 1-month notice as stipulated in her employment contract. However, the employer claimed otherwise and demanded for member to pay additional damages on grounds that member had not served her notice fully. When she left the company, member had also yet to be paid her salary for her last month of work. We assisted member to escalate the case to MOM and subsequently, Labour Court. The company eventually paid out her salary and withdrew its claim for damages.

Securing Securing Aa Fair Fair Deal Deal Member was an early childhood educator. Due to company restructuring after a recent merger exercise, her service with her employer, a local kindergarten, was terminated after close to 10 years of service. On her last day, she was paid salary due, 1-month Annual Wage Supplement, performance bonus and a redundancy payment of 1-week basic salary per year of service. However, member felt she was singled out for termination due to her lower professional qualifications. With the union’s assistance, an additional payment of 1-week basic salary per year of service was secured for the member.

Through ESU, I am able to get personalised advice on employmentrelated matters...I am going to recommend my friends to join ESU.

Member givers her take on why joining the union makes a difference to her.

We We Didn’t Didn’t Give Give Up Up A long-serving employee with over 10 years of service with an international school, member tendered his resignation at a moment of frustration. He subsequently regretted his decision and requested to retract his resignation. His direct supervisor disagreed and stated that he had already filled the position. Member decided to seek union’s assistance. The union appealed to senior management on the member’s behalf. Through this intervention, a new position was created for the member. Although member had to accept a slightly lower salary in the new position, he was appreciative to be given a second chance.


Services

IR Trends

Collective bargainning is core to ESU. As we grow in branches, collective bargainning will feature more prominently in daily work. However, as ESU represents a substainal number of members in non-unionised companies as well as freelancers, we can expect IR to span across diverse issues.

<<< Out of the 127 cases handled from Apr’10 to Aug’12, close to half the cases (46%) involved members working in the early childhood sector; of which 26 cases were lodged by members working in non-unionised pre-school centres and 32 cases were raised by unionised centres’ employees.

<<< We are most often approached to handle grievances such as workplace conflicts and work performance issues - particularly disputes over performance grade. Under the category “Others”, we assisted in areas such as retrenchment, breach of contract and dispute over employee benefits.

10


Average Increments and Bonuses concluded over the period

Traditionally, the unionâ&#x20AC;&#x2122;s effectiveness in collective bargainning is indicated by the percentage of Collective Agreements (CA) in force and how increments and bonuses in unionised companies stack up against the industry norms. Our branches were formed under direct recognition and, in recognition of the goodwill extended to the union, we offer a 2-year breather to the company before starting CA talks. Even after starting talks, the high turnover

of HR in institutions may result in long-drawn negotiations. Also, some branches do not have staff handbooks to begin with and we assist in creating the handbook before embarking on collective agreement. Despite these challenges, ESU must persevere and channel efforts and resources to strengthen collective bargainning effectiveness in branches. Presently, a case concerning dispute over reemployment policy in CA is being conciliated at the Ministry of Manpower.


Services

Getting it right

We have expanded beyond the traditional representation of workers to professionbased advocacy. In our work with early childhood educators and adult educators, we notice both groups are concerned with being treated fairly and keeping up in terms of qualifications and skills.

W

hy do you even bother to commit to be a fair employer, we asked Ms Yip Kwai Heng, Owner and Principal of a childcare centre - My First Classroom - and ESU branch. She responded without hestitation, “The purpose of signing the (TAFEP fair employment) pledge is to show our commitment to a fair and non-discriminatory working environment. With strong motivation to do more for employees, the staff handbook was produced jointly by the management and union. It includes many leading HR practices such as flexible benefits for eligible employees and birthday leave to allow staff to rest and celebrate on their special day. The handbook also provides staff with a concise and practical overview of what they need to know.”

That pretty much sums up what ESU has been trying to do for our two professional communities. For the early childhood profession, we continued efforts to promote good employment practices in employers. Riding on the good response to the Bright Beginnings Conference in 2010, we collaborated with MCYS to launch a Good Employers’ Toolkit in 2011. All childcare centres were given a copy of the toolkit to refer. For adult educators, work has just begun. We recently completed the survey on adult educators after rounds of focus group sessions last year to draw up survey questions. Below is a sneak peek at the survey findings.

^ Cover of the toolkit on good employment practices for Early Childhood employers.

Extract of Findings from the Online Survey of Adult Educators by PAC in 2012

46.3%, of the 218 respondents to the Adullt Educator survey identified themselves mostly as a Trainer. 46.8% of respondents had more than 10 yrs of experience as an Adult Educator. When asked to rank their concerns in order of priority, being able to improve skills, knowledge and expertise was the topmost concern, followed by having adequate projects in the pipeline. This speaks to the importance of ensuring sustainability of business and securing

present and future training opportunities. On what they felt could help them become a better Adult Educator, the most significant area selected was being able to access continuing professional development opportunities, followed by being informed of the trends and demands that may affect their profession. Going ahead, ESU must position itself to be able to do more to support the needs of our Adult Educator members in of bread and butter concerns such as sustainable employability and fair terms and pay for work done.

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Developing

New Generations

Of Leaders

ESU is into its second term of office. Today, there are 90 union leaders serving 15 branches. Leaders can look forward to more development platforms under the union’s 3F plans.

E

SU begun its journey as a union slightly over 6 years ago. The union may have evolved much in presence and size since 31 March 2006. However, one thing remained a constant throughout ESU’s evolution - a team of sincere and progressive leaders. From the early days where ESU was led by a committed team of pro-tem leaders from its 6 founding branches, the leadership team has expanded to 90 committed leaders. The team will continue to expand as more branches come on-board ESU in the near future. The challenge remains for the current ESU leadership to ensure that new leaders from existing or new branches embrace ESU’s objectives and continue the good work of its founding leaders.

We were thrown together often enough to break down the wall of alienation and build closer bonds with each other. This helped us to work toward a common goal. Sister Christina Liaw shares her thoughts on the challenge facing the ESU leadership in 2006 in this extract from ESU’s 1st Anniversary Dinner Magazine. Christina is currently Assistant Secretary of NTU Staff Branch and ESU’s internal auditor.

ESU’s leadership profile is largely representative of its membership profile - with two slight deviations. Firstly, there is a greater proportion of male to females in the leadership (~ 1:2) compared to the membership (1:4). Secondly, the percentage of leaders with tertiary qualifications significantly exceeds the percentage of members holding diplomas and above, i.e. 60% vs. 50%. As the proportion of PMEs in the workforce increases, PMEs representation in the union’s branch and exco leadership must keep up to ensure their interests are safeguarded.


Leadership

At the Executive Council level, the interests and concerns of the four key private education sectors - universities, private education institutions, international schools and early childhood care and education organisations - are represented by a team of 17 council members and 2 internal auditors elected from ESU branches. Taking a quick glance at the distribution of leaders vs. members across sectors, there appears to be a shortfall in leaders to represent the early childhood sector which forms close to 50% of ESU’s bargianable membership. Through ESU’s 3-Flow plans, more efforts must be directed toward encouraging new leaders from the early childhood profession to step forward and serve.

Today, over 90% of ESU’s leaders have achieved the Basic Certificate in Industrial Relations (BCIR). Most have or are intending to continue with the Intermediate Certificate in Industrial Relations (ICIR). Apart from these formal courses, ESU has started regular Community of Practice sessions for union officials to gether, exchange experiences and benefit from the group’s collective wisdom in handling different areas of IR/ membership challenges. While we strengthen existing officials, we also need to facilitate continual in-flow of new leaders. As there is generally high churn in private education industry, we do see turnover of leaders. Therefore, we need to ensure leadership continuity.

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< On Sister Christina Tan (leftmost)

Council Member, ESU and Chairman, NFC Branch “She is known to be a nurturing leader who is committed to making the workplace more inclusive for the diverse nationalities working in the early childhood sector. She also makes an effort to mentor newer branch officials and colleagues, in her capacity as unionist and principal respectively.”

< On Sister Calista Roch (rightmost)

Branch Officials’ Recognition Award Year 2010 Sister Christina Liaw

Nanyang Technological University Branch

Brother Lim Yao Ho

National University of Singapore Staff Branch

Year 2011 Sister Kho Say Tin

National University of Singapore Staff Branch

Brother Gerald Lee

Nanyang Technological University Branch

Year 2012 Sister Calista Geraldine Roch

United World College of S.E. Asia (Dover) Branch

Vice-President, ESU and Chairman, UWCSEA Dover Staff Branch

“...members liken her to a mother-hen who is always willing to offer a listening ear and helping hand. Despite having to juggle work and studies, she continues to be passionate about union work...she is recognised and valued by the management.”

< On Brother Tan Choon Huat

Internal Auditor, ESU and Assistant Secretary, NUS Staff Branch “True to his sincere personality, Brother Choon Huat makes the effort to connect with those who sign up at the orientation talks; he makes an even greater effort to connect with those who do not sign up - as he truly believes in extending the benefits of union membership to as many fellow workers as possible.”

Sister Christina Tan

Congratulation Graduands!

Brother Tan Choon Huat

Year 2010 Diploma in Employnent Relations Sister Salasiah Jusoh United World College of S.E. Asia (Dover) Branch

NTUC First Campus Branch

National University of Singapore Staff Branch

Year 2011 Diploma in Employnent Relations Sister Saadiah Awek National University of Singapore Staff Branch Advanced Certificate in Industrial Relations Sister Maureen Soon Teck Jong Club HDB Child Care Branch Year 2012 Diploma in Employnent Relations Sister Faridah Morsidi Seameo RELC Branch Advanced Certificate in Industrial Relations Sister Rohana Ujang Singapore American School Branch Sister Nor Aisah Zainal NTUC First Campus Branch Brother Mohamed Adnan Yunos Nanyang Technological University Branch

On Brother Lim Yao Ho ^

Ex-Assistant Secretary, NUS Staff Branch “His ability to connect with fellow NUS colleagues on union membership, coupled with strong support from the branch membership sub-committee at the monthly orientation talks, has enabled NUS union membership to grow from 1,455 members in 2006 to over 2,000 members in 2010. Unionisation rate has also increased a significant 23% during this period.”

On Sister Christina Liaw ^

Internal Auditor, ESU and Assistant Secretary, NTU Staff Branch “Sister Christina plays a key role in the branch committee, driving many of the branch activities and initiatives to benefit the members. This has helped built relationship with members and increase stickiness of members to ESU.”

< On Brother Gerald Lee

Committee Member, NTU Staff Branch “Throughout his time with the union, Brother Gerald leveraged on his IT knowledge and expertise to enhance NTU staff branch’s relational engagement with its union members. He was one of the pioneering branch officials involved in the set-up and administration of the various IT outreach channels that NTU union members have come to rely on for union-related news.”

< On Sister Kho Say Tin

Assistant Secretary, NUS Staff Branch “In industrial relations, Sister Say Tin is pro-active in raising workplace concerns faced by members. She does not shy away from offering fresh persepctives to difficult issues. She challenges her peers in the committee and also management counterparts to tackle issues differently but always with members’ interests at heart.”


Leadership

Standing TALL

Our Exco leaders were honoured at the annual May Day Awards for contributions at the national and union levels. Similarly, outstanding branch officials were recognised during the Ong Teng Cheong Labour Leadership Institute’s Branch Officials’ Recognition Award (BORA). Read on to know what makes them stand tall. Write-ups were extracted from award nominations. NTUC 50 Partnership Award Year 2011 Brother Michael Tan

National University of Singapore Staff Branch

Comrade of Labour Award Year 2010 Sister Jasmine Yeo

NTUC First Campus Branch

Year 2012 Sister Grace Ho Ser Luan

Nanyang Technological University Branch

On Brother Michael Tan > (rightmost)

President, ESU and Chairman, NUS Staff Branch “Brother Michael believes strongly in building strong labour-management relations (LMR), as “good LMR goes a long way in resolving difficult issues.” He also advocates transparecy and open communication where both parties are “open to different views.” His firm commitment to building strong LMR and levelheaded, pragmatic attitude in dealing with issues allows him to address workplace issues and members’ concerns expeditiously and amicably.”

On Sister Grace Ho ^ (2nd from bottom right)

Deputy General Secretary, ESU and Secretary, NTU Staff Branch “As Branch Secretary, Sister Ho ensures members are kept updated of activities organised by the branch committee and the union. She initiates many of the branch-level activities and works closely with fellow committee members to organise them. Branch unionisation rate has risen by over 10% since 2006. Her peers commend Sister Ho for her dedication and level-headedness in championingthe interests of fellow colleagues. She often goes the extra mile to reach out to lower-income members to ensure they benefit from the union’s assistance programmes.”

On Sister Jasmine Yeo ^ (2nd from top left)

Vice-President, ESU and Secretary, NFC Branch “She is an emphatic leader who is forthcoming in extending assistance to members who need help. One such instance was when a member became the sole breadwinner when her husband was diagnosed with diabetes and unable to work. Sister Yeo helped the member apply for various welfare schemes and hardship grants. In addition, she also went the extra mile to speak to the management to make special work arrangements to allow the member to continue working while caring for her husband amd young children at the same time.”

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What Keeps You Going? We conducted an informal survey of our union officials in 2010 shortly after they came on-board to understand what inspired them to serve and what keeps them motivated. Here are 3 findings to reflect upon.

1

WHY SERVE? The top 3 reasons were as follow:▶ It has always been my aspiration to serve larger community. ▶ I believe I can advocate for my fellow workers’ interests. ▶ I want to build my leadership capabilities. Almost 100% of respondents stepped forward to serve to fulfil their aspiration of serving the larger community.

2

ARE YOU PROUD TO BE A UNION LEADER? Over 80% of respondents had a positive perception of their image as a union leader. Around 75% agreed that others (colleagues, ROs, family etc) had a positive perception of their role as a union official.

3

DO YOU IDENTIFY WITH ESU’S WORK? Over 90% of respondents:▶ identified with the objectives and purposes they saw held by the union ▶ felt union work resonated with their personal beliefs. ▶ agreed that their role as a union leader impacted the way in which they conduct themselves in public. BUT respondents generally viewed ESU as a social club that provided some IR advice.


Membership

Looking

Beyond Numbers

Membership is more than a number-chase. Itâ&#x20AC;&#x2122;s all about the 3Rs and more. Beyond Recruitment, Retention and Relationship, ESU needs to make its presence matter to every private education worker.

In

2009, the private education workforce stood at 34,000. Then, ESU represented 43% of the workforce. Today, 54% of the 37,000 private education workers are ESU members. Average unionisation rate has improved from 65% in 2010 to 70% in 2012. Statistics at a Snapshot: > 8 in 10 are females. > 50% have at least a diploma and are considered PMEs. > 70% are aged 50 and below. > 60% are from early childhod sector whilst 30% work in the universities.

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Although we crossed 20,000 membership,, we are not growing as quickly as would like to. Based on the target set out for this FY, we need another net 1,505 members to achieve our original projection of 21,600 members. The shortfall is compounded by a slowdown in the rate of OB growth despite the increase in branches from 27 to 30 branches during the period. Unionisation rate remains constant at average 70%.

We continue to experience steady gradual growth in membership from the early childhood sector. The growth can largely be attributed to increased hiring by anchor operators/ ESU branches, NFC and PCF, to cope with expansion demands. The rate of growth in other private education sectors is on the decline except for international schools.

â&#x2C6;&#x2020;


Growth in non-unionised early childhood membership - denoted as “DSGB (PCECE)” - has been marginal over the last two years, i.e. approximately 1%.

Membership

ESU Partner Organisations

As at Sep 2012, 30 organisations have formally recognised ESU as partners. Here’s the list of ESU partner organisations. Universities Nanyang Technological University National University of Singapore Singapore Management University

Private Education Institutions Advent-Links SAUC Informatics LASALLE College of the Arts Nanyang Academy of Fine Arts NTUC LearningHub Management Development Institute of S’pore Seameo Regional English Language Centre Singapore Institute of Management International Schools Singapore American School United World College of South-east Asia (Dover) United World College of South-east Asia (East)

Above: At a coffee appreciation session organised by ESU membership sub-comm. Bottom: ESU-NUS and NTU members posing for a picture during a walk at MacRitchie.

Early Childhood Care and Education Carpe Diem Holdings Club HDB Childcare Centre Curious Minds Gloryland Little Dolphins Playskool Mercu Learningpoint Modern Montessori International My First Classroom NTUC First Campus Our Juniors Schoolhouse Our Creative Academy Pre-school By-The-Park PAP Community Foundation PPIS Teeny Tiny Young Minds

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Thumbs UP

Hereâ&#x20AC;&#x2122;s how our evergreen membership recruitment incentive scheme fared over the period under review. Cheers to those who decided to pass it forward and share the benefits of union membership with their peers at work!

ESU Ambassadors

Our top 3 recruiters in 2010 and 2011 Year 2010 Sister Zainab Mohamed (tie for 1st) UWCSEA East Branch Brother A.T. Lingam (tie for 1st) NUS Staff Branch Brother Lee Siew Chuan NTU Staff Branch Brother Lim Yao Ho NUS Staff Branch Year 2011 Sister Zainab Mohamed UWCSEA East Branch Sister Rohana Ujang SAS Branch Sister Georgina Yeo MDIS Branch

ESU was recognised for its good work in membership at U Summit 2011!

^ From the data above, the incentive scheme appears to be generally effective in international schools as an incentive for existing members to recruit new members from amongst their colleagues. However, the scheme appears to have made minimal impact on the early childhood sector. Despite the significantly higher rate of membership growth in the early childhood sector, members who were recruited through the scheme accounts for only a small proportion. > The recruitment rates across sectors over the period vs. the average recruitment rate is tracked here.


Membership

Deepening LINKS

ESU set up its first profession-based community in 2009, a chapter for early childhood professionals. In 2011, it set up its second, a community for adult educators. Today, both communities make up 50% of the union’s membership. As we relook at plans, engaging professionals from these communities looks set to be a priority. Singapore’s private education industry is posied for further expansion. The early childhood sector is growing rapidly to meet demands for pre-school places; while private education institutions have adjusted to the new regulatory frameworks and are re-positioning their businesses. ESU took the lead in 2009 to set up the labour movement’s first profession-based community. 4 years on, the chapter has grown in size and credibility. Together with government and employer partners, ESU and the chapter work closely to make training more accessible to early childhood professionals and ensure they are treated fairly at work. In the next two years, more will be done to deepen engagement with members through conversation sessions and smaller group interactions. Similarly, ESU has a working partnership with stakeholders in adult education. Going ahead, taking cue from the adult educator survey findings, we will work with stakeholders to make professional development accessible and affordable to adult educators. From top to bottom: (1) - Adult educators letting down their hair at an ESUorganised networking event; (2) Jill Lowe demonstrating grooming tips on a participant at ESU’s appreciation night for adult educators; (3) two early childhood educators hamming it up for the camera at the recent appreciation day for early childhood heroes; (4) adult educators giving the thumbs up to end off the appreciation night; (5) Professional Chapter for Early Childhood Educators’ signature event - Jamboree - in 2011.

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In receiving the awards, it helps to see us through in attaining more knowledge for the future. It has been kept aside for my daughter’s school needs. The award has inspired and motivated my daughter to study harder and for me to be a lifelong learner.

Madam Murni Bte Jaffar, ESU Learning Award recipient and parent of a bursary recipient.

Straight from the Heart A total of 9 Care and Share schemes are offered to ESU members who need a helping hand. Rain or shine, you can count on us to stand by you.

Over $300,000 has been disbursed to more than 3,000 members from ESU and U Care and Share. In response to rising costs of living and its impact on the lower middleincome earners - a significant proprtion of ESU’s membership - ESU introduced a Care and Share voucher valued at $70 in 2012. The 81 members who benefitted had missed out on other U Care and Share schemes which were targeted at the lower-income. ESU will cotinue to re-evaluate its care and share schemes to be relevant to members.


Membership

Becoming

FUTURE READY

The suite of professional development funding assistance offered by ESU and NTUC provide members an added boost to gear up for future employability.

1

UNION TRAINING ASSISTANCE PROGRAMME (U-TAP) ESU pro-actively works with the Union Benefits team to extend U-TAP to courses and workshops specific to the needs and interests of private education workers. Previous programmes which were subsidised under this arrangement: ▶ MCYS Childcare Seminar 2012 ▶ Lorna Whiston International Young Learners’ Conference ▶ ASTD-STADA Asia-Pacific Conference

ESU PROFESSIONAL DEVELOPMENT SUPPORT

ESU offers a token funding to support members’ pursuit of sustainable employability. This funding is given in addition to course discount, government subsidy and/or U-TAP.

Lorna Whiston Schools

International Young Learners Conference September 29, 2012

Innovative Approaches to Early Literacy Most children develop the ability to speak quite naturally, by listening to those around them. However, the skills of reading and writing, core skills that significantly influence children’s success both in school and beyond, usually have to be taught. The optimum time for laying the foundations for early literacy development is from birth to five years. These early years are crucial: research suggests that encouraging emergent literacy skills is much more effective than trying to treat poor literacy skills later on. Early years teachers play a critical role in the development of children’s early literacy skills, as well as influencing children’s life-long attitudes towards reading and writing. This conference aims to provide early childhood educators with ideas on how they might best support young children’s literacy development within the Singapore context. Each of our speakers has extensive experience of early childhood education in Asia, and each is a literacy specialist in his / her own right.

Sponsored by: Sponsored by:

3

Supported by:

2

Organised by:

Previous programmes which were subsidised under this arrangement: ▶ SIM Member’s Day ▶ Selected SEED Institute CPD workshops ▶ Lorna Whiston International Young Learners’ Conference

ESU LEARNING AWARD Members who upgrade and attain tertiary-level qualification can apply for the ESU Learning Award valued at $200. It’s our small way of encouraging lifelong learning. 21 members received the award over 2010 and 2011. “I am very glad that ESU implemented this award 4 years ago to encourage members to upgrade themselves through lifelong learning. Though it is only a token sum, nevertheless, I am heartened that ESU recognises that learning never stops.” - Mdm Seah Lay Kheng, 2011 award recipient.

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THE PHOTOS: More importantly, we are glad you had fun!

Câ&#x20AC;&#x2122;est La Vie!

10,000 ESU members and friends from different walks of life enjoyed the activities organised by ESU and our partners.


Membership

THE FACTS: >10,000 members participated in activities we organised.

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605B Macpherson Road Citimac Industrial Complex #07-08 Singapore 368241 T: 6872 1148


ESU OCD Report 2012