OUR PEOPLE

As of March 2023, NIEC’s total staff strength across HQ and the four campuses stood at more than 200 full-time staff and over 270 adjunct faculty (Lecturers and Practicum Supervisors).

 

 

 

1. STRENGTHENING NIEC’S IDENTITY AND CULTURE

 

1.1. Organisational Development (OD) Initiative: Building a Culture of Collaboration and Empowerment (C&E) in NIEC

NIEC’s Organisational Development (OD) Core Team, comprising SPOE and HR, worked with an external consultancy firm to build a framework to enable Collaboration and Empowerment (C&E) within NIEC.

 

Various workshops were also held for all levels of employees to co-create the C&E blueprint and obtain buy-in:

• July 2022: The Senior Management Team reflected on the feedback collected (via the Culture Report) and, together with the OD Core Team, developed the NIEC OD Blueprint to strengthen the C&E aspects within NIEC's culture.
  
  
• September 2022: OD Core Team and nominated OD Partners participated in a 2-day workshop to review the developed OD Blueprint and align on the Team Charter and Role Expectations. The workshop also served as a platform to gather more feedback, enhance existing initiatives, and identify crucial skills needed to be developed among staff to drive the desired C&E culture.
  
  
• Between February and March 2023, Staff Enablement Workshops were held for all employees to introduce the NIEC OD Blueprint and inspire and influence staff to internalise and display behaviours concerning C&E in NIEC.
  
  

 

1.2. Bringing Values into Action

After three years of operation, it was timely for NIEC staff to reignite and re-energise our staff to put NIEC Values into action.

 

1.2.1. NIEC Cares

What better way to model our core values than coming together as an organisation and extending our care to the community? 30 NIEC Staff participated in the FRESH Programme organised by the Children’s Wishing Well (CWW). The NIEC family had an amazing time connecting with children from disadvantaged and low-income families, helping them pick out daily necessities while guiding them on nutrition and budget management. 

 

Apart from sharing our time, we shared our resources. Raising over $3,000 at our Donation Drive, with Mrs. Loke matching dollar-for-dollar, bringing NIEC’s total to over $6,000!  

 

1.2.2. HR Digest

To further inculcate the NIEC values in our staff, a series of HR Digests were shared to provide practical tips on how staff can display RIC2E values in their daily work. Get a sneak peek of our Digest here:

 

 

2. BUILDING OUR PEOPLE

 

Since NIEC became operational on 1 January 2019, Building our People has been a key strategic thrust in our journey towards achieving our vision and mission. Several initiatives have been rolled out over the last few years to improve and strengthen NIEC’s range of offerings and benefits to staff. In 2022 year, we completed work on reviewing our career structure and Early Childhood Scheme of Service.

 

2.1. Introduction of Beacon

Beacon is NIEC’s latest initiative to provide a meaningful career to NIEC staff.

 

Beacon offers three career tracks to provide multiple and varied opportunities for staff to chart their careers. The tracks are:

• The Professional track for corporate, operations and HQ Academic roles
• The Faculty track for lecturing roles
• The Management track for supervisory or people-management roles

Each track will have distinct career or job levels, with each level progressing in responsibility, difficulty, and degree of professional or management expertise.

 

To support implementing the new and improved structure, job titles and salary ranges were reviewed to ensure they remain competitive.

 

2.2. Continuous Upskilling and Building of Leadership Capabilities

At NIEC, we encourage continuous learning and set targets for our staff to upskill themselves through internal and external training programmes.

 

2.2.1. The HoneyComb Programme

The HoneyComb Programme is designed to enhance the knowledge and skills of staff members, empowering them to have the space and opportunity to create and innovate, try out new approaches, experiment with different methodologies and discover new applications for their existing work and processes. The programme aims to cultivate an environment where staff feel comfortable to take risks and push the boundaries of what is possible.

 

The Blossom Series I is the first key learning initiative to be rolled out under the Programme and it is aimed at upskilling staff’s foundational leadership and personal mastery competencies. All staff will be expected to attend Blossom Series I.

 

 

2.2.2. The Echinacea Programme 

The Echinacea Programme is an intensive two-year initiative designed to accelerate the learning and development of selected staff members in key leadership competencies.

 

The programme started in mid-2021 with selected participants to understand their work preferences as well as their strengths and development areas in leadership competencies. In June 2022, participants participated in Action Learning Projects (ALPs) as part of the programme. ALPs were based on real challenges and opportunities, drawing on workplace and life experiences. They allowed participants to explore, question, debate, and critique to develop new ideas, approaches, and initiatives. Time and support were also provided so that participants could integrate these strategies and techniques into workplace practices.

 

Additional engagement sessions were organised to foster strong participant relationships and build networking opportunities within NIEC. It also provided the participants with opportunities to engage in meaningful conversations and an exchange of learning with the Senior Management Team, enriching their understanding of leadership in a dynamic and hands-on manner.

 

2.3. Professional Development of Faculty

 

2.3.1. Early Years Training of Trainers (EY ToT)

NIEC organised five sessions of EY ToT to expand faculty’s knowledge and skillsets in delivering the Early Years programme.

 

The ToT was conducted face-to-face at the NIEC City campus and was led by a group of local experts and partners from NIEC, KidStart and NTUC First Campus (NFC).

 

The ToT programme included 13 participants, consisting of 11 full-time lecturers and two adjunct lecturers collaborating and sharing knowledge alongside seven trainers.

 

   

 

 

2.3.2. Outdoor Learning Training of Trainers (OL ToT) 

A five-day Outdoor Learning 2.0 Training of Trainers (OL ToT) programme was conducted to equip trainers with the knowledge and skills needed to incorporate outdoor education principles into early childhood education. Throughout the training, trainers actively taught practical exercises to design enriching playscapes that promote children's learning and development by aligning with the Early Years Development Framework (EYDF) and the Nurturing Early Learners (NEL) Frameworks. They also had the opportunity to explore various outdoor learning environments for preschoolers and attend enlightening online seminars featuring representatives from Bali Green School and Dr Jane Waters. As a result, these trainers emerged well-prepared to guide early childhood educators in integrating outdoor learning, benefiting children aged 0 to 6 years.

 

   

 

 

2.3.3. NIEC’s Faculty Learning Fest

87 full-time faculty members had the opportunity to participate in the Faculty Learning Fest 2023 conducted virtually, where nine expert faculty members facilitated six sessions, leading to the rich sharing of knowledge and best practices. The informal setting allowed participants to hone pedagogical knowledge, strengthen collaborative competencies and foster confidence as they provided positive affirmation and support to one another.

 

The event is an effective learning platform for faculty members to collaborate, share knowledge, and positively influence one another to improve training.

 

 

 

3. RECOGNISING OUR STAFF

 

3.1.1. NIEC Awards

NIEC Awards were conceptualised and rolled out to our staff in 2022 to acknowledge and reward staff's effort, accomplishments, and contributions (individually or as a team) in displaying NIEC values, mission and goals, and innovation. The nomination process started in September 2022, and the inaugural NIEC Awards Ceremony was held in May 2023 at our annual Staff Recognition Day.

 

The Bee-EXCELLENT (Individual and Team) Award: Recognises staff who have gone above and beyond to exemplify NIEC’s values of Respect, Integrity, Care, Collaboration and Excellence and surpass expected performance and achievement as an individual or team.

 

The following awards were given out.

 

   

 

   

 

   

 

 

The Bee-INNOVATIVE Award: Recognises teams implementing innovative ideas, processes and programmes that serve NIEC’s strategic priorities.

 

   

 

   

 

 

3.1.2. NIEC Appreciation and Networking Tea Session

NIEC hosted an Appreciation and Networking Tea session for adjunct lecturers (AL) and practicum supervisors (PS). Attended by 48 participants, the session recognised and celebrated their valuable contributions.

 

During the session, our Director and CEO, Mrs Loke-Yeo Teck Yong, delivered an opening address on NIEC’s aspirations and hopes for stronger collaboration to uphold training quality at NIEC. Dean, Faculty & Leadership Development, Ms Ho Yin Fong also reaffirmed the vital roles of adjunct lecturers and practicum supervisors.

 

 

1. Staff Well-being

The Staff Welfare Committee (SWC) plays a vital role in NIEC to promote bonding and camaraderie across campuses and divisions through social and recreational activities aligned with NIEC’s core values and organisational culture. Throughout the year, SWC has organised various initiatives and activities, such as NIEC’s Annual Gathering, HPB Talks and Brown Bags, to promote our staff's well-being and engagement. These activities provided opportunities for staff to connect outside of their work roles and get to know one another better!