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

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

- Employers and work agents can use the enhanced Self-Assessment Tool (SAT) to inspect a candidate's eligibility before they apply.
- Employers need to continue to meet the Fair Consideration Framework (FCF) task marketing requirement before sending brand-new EP applications.

EP qualifying salary (Stage 1)

The following EP certifying salary requirements use to brand-new applications and renewals:

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

Financial services

COMPASS (Stage 2)

COMPASS is a transparent points-based system that offers companies greater clearness and certainty for manpower preparation. It enables employers to select premium foreign specialists, while improving labor force diversity and constructing a strong local core.

How to pass COMPASS

Your application needs to earn 40 indicate pass COMPASS.

Criteria information

C1. SalaryShow

This requirement benchmarks your candidate's income against the regional PMET incomes in your sector.

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

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

C2. QualificationsShow

This requirement awards points to prospects based upon their certifications.

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

Degree-equivalent credentials 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 endorsed by a relevant agency

Other degree-equivalent credentials:

- Foreign credentials that are evaluated to be equivalent to a bachelor's degree in the UK system. MOM determines this with reference to global recognition bodies, such as the UK National Information Centre for acknowledgment and assessment of worldwide credentials and abilities (UK ENIC).
Professional qualifications that are well-recognised by the industry and endorsed by a relevant sector agency.

No degree-equivalent certifications:

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

Candidates without degree-equivalent certifications can still pass COMPASS by making an overall score of at least 40 points from other criteria.

Verification proof requirements

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

Otherwise, you do not need to send your candidate's certifications and verification proof.

C3. DiversityShow

This criterion awards more indicate applications where the candidate's nationality forms a small share of the company's PMET workers. A varied mix of citizenships improves firms with originalities and networks, and adds to a more inclusive and resistant labor force.

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 among your organisation's PMETs.

The citizenship of your organisation's workers (including Permanent Residents) is based on 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 prospect's citizenship or citizenship share amongst an organisation's PMETs calculated under COMPASS?
How often will my organisation's COMPASS labor force profile be upgraded?

C4. Support for regional employmentShow

This requirement recognises organisations that develop opportunities for the local labor force and construct complementary teams comprising both regional 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 upon your organisation's regional PMET share relative to its sector.

You can utilize the Workforce Insights tool on myMOM Portal to check 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 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 method, we do not downside organisations in sectors which have a reasonably high share of local PMET workers.

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 computed under COMPASS?
How does COMPASS determine my organisation's regional PMET share relative to my organisation's sector?
How typically will my organisation's COMPASS workforce profile be updated?

C5. Skills benefit (Shortage Occupation List) Show

This reward recognises jobs that need highly specialised skills, which are in shortage in the local workforce. The SOL is determined by a robust examination process that takes into account market requirements and local workforce development efforts.

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

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

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

To obtain the C5. Skills bonus:

1. Your candidate needs to carry out the job responsibilities noted for the particular scarcity profession.
2. You require to select one of the qualified job titles in your EP application.
3. Your prospect requires to fulfill examine extra job requirements if they fall under either of these categories: - They require the SOL reward indicate pass COMPASS.
- They are getting a 5-year duration EP for a particular tech occupation on the SOL.

Refer to the SOL Employer Guide to comprehend the extra requirements for EP candidates who need the SOL perk points to pass COMPASS.

We will inspect the candidate's job duties, past work experience and credentials or market accreditation for the stated profession.

Redeployment to another profession

Candidates who needed SOL benefit indicate pass COMPASS or obtain a longer period EP can just be employed in the specific shortage profession. This will be clearly specified in the in-principle approval (IPA) letter's "Important" note.

If they require to be redeployed to a various task, we will require to reassess if the prospect receives an EP in the new task. You should notify MOM first, and we will then recommend you on the next steps.

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

C6. Strategic Economic Priorities bonusShow

This bonus identifies organisations that are either:

- Undertaking ambitious investment, innovation and internationalisation activities in partnership with financial agencies.
- Endorsed by National Trades Union Congress (NTUC) as strong partners on company and workforce transformation activities

Singapore seeks to anchor and grow companies that can add to the innovative capability of our economy, enhance our international linkages, and strengthen our financial competitiveness. Such companies ought to likewise have the scale or potential to supply excellent jobs for residents.

How to make points

The award of the SEP bonus will be at the discretion of the supporting agencies running the appropriate program. MOM will inform your organisation if it has actually been granted the SEP benefit and the points will be shown in the Self-Assessment Tool (SAT). You might approach the appropriate supporting company if you have any queries.

Validity of SEP perk points

The reward points will look for up to 3 years, or throughout of your organisation's participation in a qualified program, 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 bonus offer for a further duration. This renewal will go through 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 requirements guarantee that organisations qualified for the SEP benefit points make efforts to diversify and enhance their labor force profile.

Exemptions from COMPASS

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

- Have a fixed regular monthly wage of a minimum of $22,500 (comparable 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 role for 1 month or less

COMPASS tools and resources

COMPASS guidebookShow

The COMPASS guidebook supplies:

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

Workforce Insights toolShow

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

- Check your organisation's workforce profile and industry criteria for income and non-monetary advantages based on MOM study data.
- Find out your organisation's scores in the following COMPASS criteria: C3. Diversity.
C4. Support for regional employment

Self-Assessment Tool (SAT) Show

Employers and employment representatives can use the improved Self-Assessment Tool (SAT) to examine a candidate's eligibility before using.

Discover more about how to utilize the SAT.

COMPASS case 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 characteristics: The organisation has a local PMET share at the 40th percentile of their sector. The prospect's citizenship currently forms 15% of the organisation's PMET staff members.
Candidate attributes: The prospect is a service 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.

Example A-2: Meets all 4 foundational criteria (small company) Show

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

Outcome: The application fulfills expectations on all four fundamental requirements and ratings 40 points. Most applications will fall into this classification.

Example B: Weak on one fundamental criterion but goes beyond expectations on another fundamental criterionShow

- The organisation is an industrial bank in the monetary services sector.
Firm-related characteristics: The organisation has a local PMET share at the 40th percentile of its sector. The candidate originates from a less represented nationality in the organisation, which currently forms 3% of the organisation's PMET workers.
Candidate characteristics: The prospect is a management associate and holds a bachelor's degree from a foreign university (not in top-tier list). The candidate's wage is at the 60th percentile compared to regional PMET wages in the sector.

Outcome: The prospect does not satisfy expectations on the wage criterion, but his nationality enhances the diversity of the organisation. His application still scores 40 points and passes.

The table explains the points scored for each criterion.

Example C: Weak on one or 2 fundamental criterion but earns adequate points on bonus criterionShow

Scenario:

- The organisation is a software application firm in the Infocomm technology sector.
Firm-related characteristics: 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 employees.
Candidate attributes: The candidate's job is on the shortage profession list and the prospect holds a master's degree from a foreign university (not in the top-tier list). The candidate's income is at the 95th percentile compared to local PMET salaries in the sector.

Outcome: The application does not meet expectations on firm-level requirements, however the candidate is of a greater calibre and fills a lack profession. His application doesn't earn sufficient points on foundational criteria but with the SOL bonus offer points, the application ratings 40 points.