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

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

- Employers and work agents can utilize the improved Self-Assessment Tool (SAT) to examine a prospect's eligibility before they apply.

• Employers need to continue to satisfy the Fair Consideration Framework (FCF) task marketing requirement before submitting new EP applications.
  
  EP qualifying wage (Stage 1)
  
  The following EP qualifying wage requirements apply to 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 gives businesses higher clarity and certainty for workforce planning. It makes it possible for employers to choose top quality foreign specialists, while enhancing labor force diversity and building a strong local core.
  
  How to pass COMPASS
  
  Your application requires to make 40 points to pass COMPASS.
  
  Criteria information
  
  C1. SalaryShow
  
  This criterion benchmarks your prospect's salary against the regional PMET salaries in your sector.
  
  It is various from the EP certifying wage, which is the minimum bar that prospects require to pass to get an EP.
  
  who do not meet the EP qualifying income will not be eligible for an EP, regardless of the points they would have scored under the C1 income criteria.
  
  C2. QualificationsShow
  
  This requirement awards indicate prospects based upon their credentials.
  
  If you do not require points from this requirement, you do not need to send your prospect's credentials and verification proof.
  va.gov
  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 endorsed by an appropriate firm
  
  Other degree-equivalent qualifications:
  
  - Foreign credentials that are examined to be equivalent to a bachelor's degree in the UK system. MOM determines this with reference to worldwide acknowledgment bodies, such as the UK National Information Centre for recognition and evaluation of worldwide credentials and skills (UK ENIC). Professional credentials that are well-recognised by the industry and backed by a relevant sector firm.
  
  No degree-equivalent qualifications:
  
  - These certifications will not make any points under COMPASS. Do not send them.
  
  Candidates without degree-equivalent certifications can still pass COMPASS by making a total rating of at least 40 points from other requirements.
  
  Verification evidence requirements
  
  If you require points from this requirement, you have to send confirmation evidence together with your prospect's certifications in your EP application.
  
  Otherwise, you do not require to submit your candidate's qualifications and confirmation proof.
  
  C3. DiversityShow
  
  This criterion awards more points to applications where the prospect's nationality forms a little share of the firm's PMET employees. A diverse mix of citizenships enhances firms with originalities and networks, and contributes to a more inclusive and resilient 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 prospect's nationality among your organisation's PMETs.
  
  The nationality of your organisation's employees (consisting of Permanent Residents) is based on the nationality suggested 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 determined under COMPASS? How frequently will my organisation's COMPASS workforce profile be updated?
  
  C4. Support for local employmentShow
  
  This requirement recognises organisations that develop opportunities for the regional labor force and construct complementary teams consisting of both local 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 examine your organisation's sector category and local 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 despite where your organisation stands within its sector. In this method, we do not disadvantage organisations in sectors which have a fairly high share of regional PMET workers.
  
  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 determined under COMPASS? How does COMPASS determine my organisation's local PMET share relative to my organisation's sector? How frequently will my organisation's COMPASS workforce profile be updated?
  
  C5. Skills reward (Shortage Occupation List) Show
  
  This bonus identifies jobs that require highly specialised abilities, which remain in lack in the local workforce. The SOL is determined by a robust assessment procedure that takes into consideration industry needs and regional labor force development efforts.
  
  - Job on the Shortage Occupation List (SOL). Share of prospect's citizenship amongst your organisation's PMETs is less than 1/3
  
  - Job on the SOL.
• Share of candidate's citizenship amongst your organisation's PMETs is 1/3 or more
  
  You can utilize the Workforce Insights tool on myMOM Portal to inspect the share of your prospect's nationality amongst your organisation's PMETs.
  
  To get the C5. Skills reward:
  
  1. Your prospect needs to carry out the job responsibilities noted for the specific shortage occupation.
• You require to choose one of the eligible job titles in your EP application.
• Your prospect requires to fulfill checks on extra job requirements if they fall under either of these classifications: - They need the SOL benefit points to pass COMPASS.
• They are getting 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 need the SOL reward indicate pass COMPASS.
  
  We will check the prospect's job duties, past work experience and qualifications or industry accreditation for the stated profession.
  
  Redeployment to another profession
  
  Candidates who needed SOL perk points to pass COMPASS or obtain a longer period EP can only be employed in the particular lack profession. This will be plainly mentioned in the in-principle approval (IPA) letter's "Important" note.
  
  If they need to be redeployed to a different task, we will require to reassess if the candidate gets approved for an EP in the new task. You should alert MOM initially, and we will then recommend you on the next steps.
  
  Candidates who did not need SOL perk points to pass COMPASS are exempt to this constraint, but will still require to inform MOM.
  
  C6. Strategic Economic Priorities bonusShow
  
  This benefit recognises organisations that are either:
  
  - Undertaking enthusiastic investment, innovation and internationalisation activities in collaboration with financial agencies.
• Endorsed by National Trades Union Congress (NTUC) as strong partners on business and labor force transformation activities
  
  Singapore looks for to anchor and grow companies that can contribute to the ingenious capability of our economy, improve our worldwide linkages, and enhance our financial competitiveness. Such companies ought to also have the scale or potential to supply great jobs for residents.
  
  How to earn points
  
  The award of the SEP bonus offer will be at the discretion of the supporting agencies running the relevant programme. MOM will inform your organisation if it has been granted the SEP benefit and the points will be reflected in the Self-Assessment Tool (SAT). You might approach the relevant supporting agency if you have any questions.
  
  Validity of SEP bonus points
  
  The bonus points will obtain up to 3 years, or for the period of your organisation's involvement in an eligible programme, whichever is much shorter.
  
  Renewal eligibility for SEP benefit points
  
  At the end of the validity period, your supporting agency will reassess whether to continue supporting your organisation for the SEP bonus for a more duration. This renewal will undergo your organisation's continued participation 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 local employment for each of the 3 months before renewal
  
  These requirements guarantee that organisations qualified for the SEP reward points make efforts to diversify and improve their workforce profile.
  
  Exemptions from COMPASS
  
  Candidates are excused from COMPASS if they satisfy any of these conditions:
  
  - Have a set regular monthly income of a minimum of $22,500 (comparable to the dominating 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 supplies:
  
  - An introduction on the EP eligibility structure.
• Tips on browsing the EP structure and submitting an application
  
  Workforce Insights toolShow
  
  You can use the Workforce Insights tool on myMOM Portal to:
  
  - Check your organisation's workforce profile and industry criteria for wage and non-monetary benefits based on MOM survey information.
• Learn your organisation's scores in the following COMPASS criteria: C3. Diversity. C4. Support for regional work
  
  Self-Assessment Tool (SAT) Show
  
  Employers and employment agents can utilize the enhanced Self-Assessment Tool (SAT) to inspect a prospect's eligibility before using.
  
  Discover more about how to use the SAT.
  
  COMPASS case research studies
  
  Here are some examples of how EP applications might be scored on COMPASS:
  
  Example A-1: Meets all 4 foundational 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 candidate's nationality presently forms 15% of the organisation's PMET staff members. Candidate characteristics: The candidate is a company supervisor 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 regional PMET incomes in this sector.
  
  Example A-2: Meets all 4 foundational requirements (small 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 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 income is at the 70th percentile compared to local PMET incomes in this sector.
  
  Outcome: The application meets expectations on all 4 foundational requirements and scores 40 points. Most applications will fall under this category.
  
  Example B: Weak on one fundamental criterion however exceeds expectations on another fundamental criterionShow
  
  - The organisation is a commercial bank in the monetary services sector. Firm-related qualities: The organisation has a regional PMET share at the 40th percentile of its sector. The candidate comes from a less represented citizenship in the organisation, which presently forms 3% of the organisation's PMET employees. 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 income is at the 60th percentile compared to local PMET salaries in the sector.
  
  Outcome: The prospect does not fulfill expectations on the wage criterion, but his citizenship improves the diversity of the organisation. His application still ratings 40 points and passes.
  
  The table explains the points scored for each requirement.
  
  Example C: Weak on a couple of foundational requirement but earns adequate points on perk criterionShow
  
  Scenario:
  
  - The organisation is a software firm in the Infocomm innovation sector. Firm-related characteristics: The organisation has a local 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 prospect's job is on the shortage profession 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 scarcity occupation. His application doesn't make sufficient points on foundational requirements but with the SOL reward points, the application scores 40 points.