Unless exempted, pass the points-based Complementarity Assessment Framework (COMPASS).

Note: Candidates who do not fulfill stage 1 will not be eligible for an EP, despite the points they would have scored under COMPASS.

- Employers and work representatives can use the improved Self-Assessment Tool (SAT) to examine a candidate's eligibility before they use.
- Employers should continue to satisfy the Fair Consideration Framework (FCF) task marketing requirement before submitting new EP applications.

EP certifying wage (Stage 1)

The following EP qualifying wage requirements use to brand-new applications and renewals:

Select your sector to see the EP certifying wage by age:

Financial services

COMPASS (Stage 2)

COMPASS is a transparent points-based system that offers companies greater clearness and certainty for workforce planning. It allows companies to choose high-quality foreign experts, while improving labor force diversity and developing a strong regional core.

How to pass COMPASS

Your application needs to earn 40 indicate pass COMPASS.

Criteria details

C1. SalaryShow

This requirement standards your candidate's salary against the regional PMET wages in your sector.

It is different from the EP certifying salary, which is the minimum bar that candidates require to pass to acquire an EP.

Candidates who do not meet the EP qualifying wage will not be qualified for an EP, regardless of the points they would have scored under the C1 salary benchmark.

C2. QualificationsShow

This requirement awards points to prospects based upon their credentials.

If you do not need points from this criterion, you do not need to submit your prospect's qualifications and verification proof.

Degree-equivalent certifications from the following organizations:

- Top 100 universities based on QS World University Rankings, and other highly-reputed universities in Asia
- Singapore's Autonomous Universities
- Institutions that are highly-recognised in a specific field and endorsed by an appropriate firm

Other degree-equivalent credentials:

- Foreign qualifications that are assessed to be similar to a bachelor's degree in the UK system. MOM identifies this with recommendation to international acknowledgment bodies, such as the UK National Information Centre for recognition and assessment of global qualifications and skills (UK ENIC).
Professional qualifications that are well-recognised by the industry and endorsed by a relevant sector company.

No degree-equivalent credentials:

- These credentials will not earn any points under COMPASS. Do not send them.

Candidates without degree-equivalent certifications can still pass COMPASS by earning a total rating of a minimum of 40 points from other criteria.

Verification evidence requirements

If you need points from this requirement, you need to send verification proof together with your candidate's certifications in your EP application.

Otherwise, you do not need to submit your prospect's credentials and confirmation evidence.

C3. DiversityShow

This criterion awards more points to applications where the candidate's nationality forms a little share of the company's PMET employees. A diverse mix of citizenships enriches companies with brand-new ideas and networks, and contributes to a more inclusive and resilient workforce.

Fewer than 25 PMETs, your application will score 10 points by default.
At least 25 PMETs, your points will depend upon the share of your candidate's nationality amongst your organisation's PMETs.

The nationality of your organisation's staff members (consisting of Permanent Residents) is based upon the citizenship suggested on their passport in the Singapore Government's records.

How are PMETs counted under the Diversity (C3) and Support for Local Employment (C4) requirements for COMPASS?
How is my candidate's nationality or citizenship share amongst an organisation's PMETs computed under COMPASS?
How often will my organisation's COMPASS labor force profile be upgraded?

C4. Support for local employmentShow

This requirement recognises organisations that develop chances for the local labor force and build complementary groups making up both regional and foreign experts.

If your organisation uses:

Fewer than 25 PMETs, your application will score 10 points by default.
A minimum of 25 PMETs, your points will depend on your organisation's regional PMET share relative to its sector.

You can use the Workforce Insights tool on myMOM Portal to inspect your organisation's sector category and regional PMET share relative to its sector.

If your organisation's local PMET share is at least 70% (pegged to the 20th percentile of organisations economy-wide), your application will score at least 10 points.

This is no matter where your organisation stands within its sector. In this way, we do not drawback organisations in sectors which have a reasonably high share of regional PMET employees.

Related questions:

How are PMETs counted under the Diversity (C3) and Support for Local Employment (C4) requirements for COMPASS?
How is my candidate's citizenship or citizenship share amongst an organisation's PMETs determined under COMPASS?
How does COMPASS compute my organisation's regional PMET share relative to my organisation's sector?
How often will my organisation's COMPASS labor force profile be upgraded?

C5. Skills bonus (Shortage Occupation List) Show

This reward acknowledges jobs that require highly specialised abilities, which remain in lack in the local labor force. The SOL is figured out by a robust examination process that takes into consideration industry requirements and local labor force advancement efforts.

- Job on the Shortage Occupation List (SOL).
Share of candidate's citizenship amongst your organisation's PMETs is less than 1/3

- Job on the SOL.
- Share of prospect's nationality amongst your organisation's PMETs is 1/3 or more

You can use the Workforce Insights tool on myMOM Portal to examine the share of your prospect's nationality amongst your organisation's PMETs.

To acquire the C5. Skills bonus:

1. Your candidate needs to carry out the task responsibilities noted for the specific scarcity occupation.
2. You need to pick one of the qualified task titles in your EP application.
3. Your candidate requires to meet examine additional job requirements if they fall into either of these classifications: - They require the SOL reward points to pass COMPASS.
- They are using for a 5-year duration EP for a specific tech profession on the SOL.

Describe the SOL Employer Guide to understand the additional requirements for EP candidates who require the SOL bonus points to pass COMPASS.

We will inspect the prospect's task tasks, previous work experience and certifications or industry accreditation for the stated occupation.

Redeployment to another profession

Candidates who needed SOL bonus offer points to pass COMPASS or get a longer duration EP can just be utilized in the particular lack occupation. This will be plainly specified in the in-principle approval (IPA) letter's "Important" note.

If they need to be redeployed to a various job, we will need to reassess if the candidate qualifies for an EP in the new task. You must alert MOM initially, and we will then advise you on the next steps.

Candidates who did not require SOL perk indicate pass COMPASS are exempt to this limitation, but will still need to notify MOM.

C6. Strategic Economic Priorities bonusShow

This bonus identifies organisations that are either:

- Undertaking enthusiastic financial investment, innovation and internationalisation activities in collaboration with economic companies.
- Endorsed by National Trades Union Congress (NTUC) as strong partners on business and labor force change activities

Singapore looks for to anchor and grow firms that can add to the ingenious capacity of our economy, enhance our worldwide linkages, and reinforce our economic competitiveness. Such firms ought to also have the scale or capacity to provide good jobs for residents.

How to make points

The award of the SEP perk will be at the discretion of the supporting firms running the appropriate program. MOM will inform your organisation if it has been granted the SEP bonus offer and the points will be reflected in the Self-Assessment Tool (SAT). You may approach the pertinent supporting company if you have any queries.

Validity of SEP perk points

The bonus offer points will get up to 3 years, or for the period of your organisation's participation in an eligible program, whichever is shorter.

Renewal eligibility for SEP bonus points

At the end of the validity period, your supporting company will reassess whether to continue supporting your organisation for the SEP benefit for an additional duration. This renewal will be subject to your organisation's continued participation in an eligible program and meeting both of the following requirements:

- Earn at least 10 points for C3. Diversity for each of the 3 months before renewal.
- Earn a minimum of 10 points for C4. Support for regional employment for each of the 3 months before renewal

These criteria ensure that organisations eligible for the SEP bonus points make efforts to diversify and improve their labor force profile.

Exemptions from COMPASS

Candidates are exempted from COMPASS if they fulfill any of these conditions:

- Have a set regular monthly wage of a minimum of $22,500 (similar to the prevailing Fair Consideration Framework (FCF) job advertising exemption from 1 September 2023).
- Are using as an abroad intra-corporate transferee.
- Are filling the function for 1 month or less

COMPASS tools and resources

COMPASS guidebookShow

The COMPASS manual offers:

- An introduction on the EP eligibility structure.
- Tips on navigating the EP structure and sending an application

Workforce Insights toolShow

You can use the Workforce Insights tool on myMOM Portal to:

- Check your organisation's labor force profile and market standards for salary and non-monetary benefits based on MOM survey information.
- Discover your organisation's scores in the following COMPASS requirements: C3. Diversity.
C4. Support for regional work

Self-Assessment Tool (SAT) Show

Employers and work agents can use the improved Self-Assessment Tool (SAT) to inspect a prospect's eligibility before using.

Discover more about how to utilize the SAT.

COMPASS case research studies

Here are some examples of how EP applications may be scored on COMPASS:

Example A-1: Meets all 4 fundamental criteriaShow

- The organisation is a marketing consultancy in the professional services sector.
Firm-related attributes: The organisation has a local PMET share at the 40th percentile of their sector. The candidate's nationality currently forms 15% of the organisation's PMET employees.
Candidate characteristics: The prospect is a service manager and holds a bachelor's degree from a foreign university (not in the top-tier list). The prospect's salary is at the 70th percentile compared to regional PMET incomes in this sector.

Example A-2: Meets all 4 fundamental requirements (small firm) Show

- The organisation is a little medical innovation start-up in the biomedical sciences sector.
Firm-related attributes: The organisation has a little PMET employment of 15.
Candidate characteristics: The prospect is an Operations Manager and holds a bachelor's degree from a foreign university (not in the top-tier list). The prospect's salary is at the 70th percentile compared to local PMET wages in this sector.

Outcome: The application meets expectations on all four foundational criteria and scores 40 points. Most applications will fall under this category.

Example B: Weak on one foundational requirement however surpasses expectations on another foundational criterionShow

- The organisation is a commercial bank in the financial services sector.
Firm-related qualities: The organisation has a regional PMET share at the 40th percentile of its sector. The prospect comes from a less represented citizenship in the organisation, which currently forms 3% of the organisation's PMET staff members.
Candidate qualities: The candidate is a management associate and holds a bachelor's degree from a foreign university (not in top-tier list). The candidate's salary is at the 60th percentile compared to regional PMET incomes in the sector.

Outcome: The candidate does not fulfill expectations on the salary requirement, but his citizenship improves the variety of the organisation. His application still scores 40 points and passes.

The table describes the points scored for each criterion.

Example C: Weak on one or 2 foundational requirement but makes enough points on bonus offer criterionShow

Scenario:

- The organisation is a software application company in the Infocomm innovation sector.
Firm-related attributes: The organisation has a regional PMET share at the 10th percentile of its sector. The candidate's nationality currently forms 35% of the organisation's PMET staff members.
Candidate characteristics: The candidate's job is on the scarcity profession list and the candidate holds a master's degree from a foreign university (not in the top-tier list). The prospect's income is at the 95th percentile compared to local PMET wages in the sector.

Outcome: The application does not fulfill expectations on firm-level criteria, however the candidate is of a greater calibre and fills a lack occupation. His application does not earn enough points on fundamental criteria but with the SOL benefit points, the application ratings 40 points.