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

Note: Candidates who do not meet stage 1 will not be eligible for an EP, regardless of the points they would have scored under COMPASS.
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- Employers and employment representatives can utilize the enhanced Self-Assessment Tool (SAT) to inspect a candidate's eligibility before they use.

Employers must continue to meet the Fair Consideration Framework (FCF) job marketing requirement before sending brand-new EP applications.

EP qualifying income (Stage 1)

The following EP certifying wage requirements apply to new applications and renewals:

Select your sector to view the EP qualifying salary by age:

Financial services

COMPASS (Stage 2)

COMPASS is a transparent points-based system that provides companies greater clarity and certainty for workforce planning. It enables employers to choose top quality foreign professionals, while improving workforce variety and constructing a strong regional core.

How to pass COMPASS

Your application requires to earn 40 points to pass COMPASS.

Criteria details

C1. SalaryShow

This requirement standards your prospect's wage versus the regional PMET wages in your sector.

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

Candidates who do not meet the EP qualifying income will not be qualified for an EP, despite the points they would have scored under the C1 wage criteria.

C2. QualificationsShow

This criterion awards points to prospects based upon their certifications.

If you do not need points from this criterion, you do not require to submit your prospect's certifications and confirmation proof.

Degree-equivalent certifications from the following institutions:

- 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 particular field and backed by a relevant company

Other degree-equivalent credentials:

- Foreign credentials that are assessed to be comparable to a bachelor's degree in the UK system. MOM determines this with reference to worldwide recognition bodies, such as the UK National Information Centre for acknowledgment and examination of international certifications and abilities (UK ENIC). Professional certifications that are well-recognised by the market and backed by an appropriate sector firm.

No degree-equivalent qualifications:

- These qualifications will not make any points under COMPASS. Do not submit them.

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

Verification proof requirements

If you require points from this requirement, you need to submit confirmation evidence together with your candidate's certifications in your EP application.

Otherwise, you do not require to submit your candidate's certifications and verification proof.

C3. DiversityShow

This requirement awards more points to applications where the prospect's nationality forms a little share of the company's PMET employees. A varied mix of nationalities enhances companies with originalities and networks, and contributes to a more inclusive and resistant workforce.

Fewer than 25 PMETs, your application will score 10 points by default. A minimum of 25 PMETs, your points will depend on the share of your prospect's citizenship amongst your organisation's PMETs.

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

How are PMETs counted under the Diversity (C3) and Support for Local Employment (C4) criteria for COMPASS? How is my prospect's nationality or citizenship share among an organisation's PMETs computed under COMPASS? How typically will my organisation's COMPASS workforce profile be updated?

C4. Support for local employmentShow

This requirement acknowledges organisations that develop chances for the regional labor force and construct complementary groups consisting of both local and foreign specialists.

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 utilize the Workforce Insights tool on myMOM Portal to inspect your organisation's sector classification and regional PMET share relative to its sector.

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

This is regardless of where your organisation stands within its sector. In this method, we do not downside organisations in sectors which have a relatively high share of local PMET staff members.

Related concerns:

How are PMETs counted under the Diversity (C3) and Support for Local Employment (C4) criteria for COMPASS? How is my prospect's nationality or citizenship share amongst an organisation's PMETs calculated under COMPASS? How does COMPASS determine my organisation's regional PMET share relative to my organisation's sector? How often will my organisation's COMPASS workforce profile be updated?

C5. Skills perk (Shortage Occupation List) Show

This bonus offer recognises tasks that need extremely specialised abilities, which remain in shortage in the local workforce. The SOL is determined by a robust evaluation procedure that considers market requirements and local workforce advancement efforts.

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

- Job on the SOL.
Share of prospect's citizenship among 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 candidate's nationality amongst your organisation's PMETs.

To acquire the C5. Skills reward:

1. Your candidate needs to carry out the task responsibilities noted for the particular scarcity occupation.

You need to select one of the eligible job titles in your EP application.
Your prospect needs to fulfill look at additional task requirements if they fall under either of these classifications: - They need the SOL benefit indicate pass COMPASS.

They are looking for a 5-year duration EP for a specific tech occupation on the SOL.

Refer to the SOL Employer Guide to understand the extra requirements for EP candidates who require the SOL benefit indicate pass COMPASS.

We will inspect the prospect's job duties, past work experience and qualifications or industry accreditation for the declared occupation.

Redeployment to another occupation

Candidates who required SOL benefit points to pass COMPASS or acquire a longer duration EP can only be used in the particular shortage occupation. This will be clearly mentioned in the in-principle approval (IPA) letter's "Important" note.

If they require to be redeployed to a different job, we will need to reassess if the prospect receives an EP in the brand-new job. You ought to notify MOM initially, and we will then advise you on the next steps.

Candidates who did not need SOL perk indicate pass COMPASS are exempt to this constraint, however will still need to alert MOM.

C6. Strategic Economic Priorities bonusShow

This bonus identifies organisations that are either:

- Undertaking ambitious investment, development and internationalisation activities in partnership with financial firms.
Endorsed by National Trades Union Congress (NTUC) as strong partners on company and labor force change activities

Singapore looks for to anchor and grow companies that can contribute to the ingenious capability of our economy, boost our worldwide linkages, and enhance our financial competitiveness. Such companies should also have the scale or potential to provide great tasks for locals.

How to earn points

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

Validity of SEP bonus points

The perk points will obtain approximately 3 years, or for the period of your organisation's involvement in an eligible programme, whichever is shorter.

Renewal eligibility for SEP bonus offer points

At the end of the credibility duration, your supporting agency will reassess whether to continue supporting your organisation for the SEP reward for an additional period. This renewal will be subject to your organisation's ongoing involvement in a qualified programme and meeting both of the following requirements:

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

These criteria make sure that organisations eligible for the SEP bonus points make efforts to diversify and improve their workforce profile.

Exemptions from COMPASS

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

- Have a fixed regular monthly income of at least $22,500 (similar to the prevailing Fair Consideration Framework (FCF) task advertising exemption from 1 September 2023).
Are using as an overseas intra-corporate transferee.
Are filling the function for 1 month or less

COMPASS tools and resources

COMPASS guidebookShow

The COMPASS manual supplies:

- A summary on the EP eligibility framework.
Tips on browsing 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 workforce profile and industry standards for salary and non-monetary advantages based upon MOM survey information.
Discover your organisation's ratings in the following COMPASS requirements: C3. Diversity. C4. Support for regional employment

Self-Assessment Tool (SAT) Show

Employers and employment agents can use the enhanced Self-Assessment Tool (SAT) to inspect a candidate's eligibility before using.

Find out 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 foundational criteriaShow

- The organisation is a marketing consultancy in the expert services sector. Firm-related attributes: The organisation has a local PMET share at the 40th percentile of their sector. The prospect's nationality presently forms 15% of the organisation's PMET employees. Candidate attributes: The prospect is a company supervisor 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 salaries in this sector.

Example A-2: Meets all 4 fundamental criteria (little firm) Show

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

Outcome: The application meets expectations on all 4 foundational requirements and scores 40 points. Most applications will fall under this classification.

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

- The organisation is a business bank in the financial services sector. Firm-related attributes: The organisation has a local PMET share at the 40th percentile of its sector. The candidate comes from a less represented nationality in the organisation, which currently forms 3% of the organisation's PMET workers. Candidate attributes: The prospect is a management partner 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 local PMET incomes in the sector.

Outcome: The prospect does not meet expectations on the income requirement, however his nationality enhances the diversity of the organisation. His application still ratings 40 points and passes.

The table explains the points scored for each criterion.

Example C: Weak on one or 2 fundamental requirement however earns sufficient points on bonus criterionShow

Scenario:

- The organisation is a software firm in the Infocomm technology sector. Firm-related characteristics: The organisation has a local PMET share at the 10th percentile of its sector. The candidate's citizenship presently forms 35% of the organisation's PMET employees. Candidate qualities: The prospect's job is on the scarcity occupation list and the candidate holds a master's degree from a foreign university (not in the top-tier list). The prospect's wage is at the 95th percentile compared to local PMET salaries in the sector.

Outcome: The application does not meet expectations on firm-level requirements, but the prospect is of a greater calibre and fills a lack occupation. His application doesn't make adequate points on fundamental requirements but with the SOL bonus offer points, the application ratings 40 points.