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

Note: Candidates who do not satisfy phase 1 will not be qualified for an EP, no matter the points they would have scored under COMPASS.

- Employers and work representatives can use the boosted Self-Assessment Tool (SAT) to inspect a candidate's eligibility before they use.

• Employers must continue to fulfill the Fair Consideration Framework (FCF) job marketing requirement before submitting new EP applications.
  
  EP qualifying income (Stage 1)
  
  The following EP certifying wage requirements apply to brand-new applications and renewals:
  
  Select your sector to view the EP qualifying income by age:
  
  Financial services
  
  COMPASS (Stage 2)
  
  COMPASS is a transparent points-based system that gives companies higher clearness and certainty for manpower preparation. It allows companies to choose premium foreign professionals, while improving labor force variety and building a strong regional core.
  
  How to pass COMPASS
  
  Your application needs to earn 40 points to pass COMPASS.
  
  Criteria details
  
  C1. SalaryShow
  
  This requirement criteria your prospect's income versus the regional PMET wages in your sector.
  
  It is different from the EP qualifying salary, which is the minimum bar that candidates need to pass to acquire an EP.
  
  Candidates who do not fulfill the EP qualifying wage will not be qualified for an EP, regardless of the points they would have scored under the C1 income standard.
  
  C2. QualificationsShow
  
  This requirement awards points to prospects based on their certifications.
  
  If you do not need points from this requirement, you do not require to submit your candidate's credentials and verification proof.
  
  Degree-equivalent credentials from the following organizations:
  
  - Top 100 universities based upon 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 backed by a relevant firm
  
  Other degree-equivalent qualifications:
  
  - Foreign qualifications that are examined to be similar to a bachelor's degree in the UK system. MOM identifies this with recommendation to worldwide acknowledgment bodies, such as the UK National Information Centre for acknowledgment and examination of international credentials and abilities (UK ENIC). Professional credentials that are well-recognised by the industry and endorsed by an appropriate sector company.
  
  No degree-equivalent certifications:
  
  - These certifications will not make any points under COMPASS. Do not submit them.
  
  Candidates without degree-equivalent certifications can still pass COMPASS by making 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 submit verification proof together with your prospect's qualifications in your EP application.
  
  Otherwise, you do not need to send your candidate's certifications and verification proof.
  
  C3. DiversityShow
  
  This criterion awards more points to applications where the prospect's citizenship forms a little share of the firm's PMET employees. A varied mix of nationalities improves firms with brand-new concepts and networks, and contributes to a more inclusive and durable workforce.
  
  Fewer than 25 PMETs, your application will score 10 points by default. At least 25 PMETs, your points will depend on the share of your prospect's nationality amongst your organisation's PMETs.
  
  The nationality of your organisation's employees (including Permanent Residents) is based on 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 candidate's nationality or citizenship share among an organisation's PMETs calculated under COMPASS? How typically will my organisation's COMPASS workforce profile be upgraded?
  
  C4. Support for regional employmentShow
  
  This criterion identifies organisations that produce opportunities for the regional labor force and construct complementary teams consisting of both regional and foreign specialists.
  
  If your organisation utilizes:
  
  Fewer than 25 PMETs, your application will score 10 points by default. At least 25 PMETs, your points will depend upon your organisation's local PMET share relative to its sector.
  
  You can utilize the Workforce Insights tool on myMOM Portal to examine 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 a minimum of 10 points.
  
  This is regardless of where your organisation stands within its sector. In this way, we do not disadvantage organisations in sectors which have a reasonably high share of regional PMET staff members.
  
  Related concerns:
  
  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 does COMPASS calculate my organisation's local PMET share relative to my organisation's sector? How often will my organisation's COMPASS labor force profile be updated?
  
  C5. Skills bonus offer (Shortage Occupation List) Show
  
  This perk identifies tasks that require extremely specialised abilities, which are in shortage in the regional workforce. The SOL is identified by a robust evaluation procedure that takes into account industry needs and local workforce development efforts.
  
  - Job on the Shortage Occupation List (SOL). Share of prospect's nationality among 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 inspect the share of your candidate's nationality amongst your organisation's PMETs.
  
  To acquire the C5. Skills benefit:
  
  1. Your candidate needs to carry out the task duties listed for the particular scarcity profession.
• You require to select among the eligible task titles in your EP application.
• Your candidate needs to fulfill examine extra job requirements if they fall into either of these classifications: - They require the SOL reward points to pass COMPASS.
• They are making an application for a 5-year period EP for a particular tech occupation on the SOL.
  
  Describe the SOL Employer Guide to understand the additional requirements for EP candidates who require the SOL benefit indicate pass COMPASS.
  
  We will inspect the prospect's task responsibilities, past work experience and qualifications or industry accreditation for the stated occupation.
  
  Redeployment to another profession
  
  Candidates who required SOL bonus points to pass COMPASS or obtain a longer duration EP can just be employed in the specific lack occupation. This will be plainly mentioned in the in-principle approval (IPA) letter's "Important" note.
  
  If they need to be redeployed to a various task, we will require to reassess if the prospect certifies for an EP in the brand-new job. You must alert MOM first, and we will then encourage you on the next steps.
  
  Candidates who did not require SOL reward points to pass COMPASS are exempt to this constraint, but will still need to alert MOM.
  
  C6. Strategic Economic Priorities bonusShow
  
  This bonus offer recognises organisations that are either:
  
  - Undertaking enthusiastic financial investment, innovation and internationalisation activities in partnership with economic firms.
• Endorsed by National Trades Union Congress (NTUC) as strong partners on business and labor force improvement activities
  
  Singapore looks for to anchor and grow firms that can add to the ingenious capability of our economy, enhance our global linkages, and enhance our . Such companies need to also have the scale or potential to supply good tasks for locals.
  
  How to make points
  
  The award of the SEP benefit will be at the discretion of the supporting agencies running the appropriate program. MOM will inform your organisation if it has been granted the SEP reward and the points will be reflected in the Self-Assessment Tool (SAT). You may approach the pertinent supporting firm if you have any inquiries.
  
  Validity of SEP bonus points
  
  The benefit points will make an application for as much as 3 years, or throughout of your organisation's involvement in a qualified program, whichever is shorter.
  
  Renewal eligibility for SEP bonus points
  
  At the end of the credibility duration, your supporting agency will reassess whether to continue supporting your organisation for the SEP benefit for a more period. This renewal will undergo your organisation's continued involvement in an eligible programme and conference both of the following criteria:
  
  - Earn a minimum of 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 guarantee that organisations qualified for the SEP reward points make efforts to diversify and enhance their workforce profile.
  
  Exemptions from COMPASS
  
  Candidates are exempted from COMPASS if they satisfy any of these conditions:
  
  - Have a set regular monthly salary of a minimum of $22,500 (comparable to the dominating Fair Consideration Framework (FCF) task marketing 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 manual provides:
  
  - A summary on the EP eligibility framework.
• Tips on browsing the EP framework 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 industry criteria for wage and non-monetary benefits based upon MOM study data.
• Discover your organisation's scores in the following COMPASS criteria: C3. Diversity. C4. Support for local employment
  
  Self-Assessment Tool (SAT) Show
  
  Employers and work agents can use the enhanced Self-Assessment Tool (SAT) to inspect a candidate's eligibility before using.
  
  Learn more about how to use the SAT.
  
  COMPASS case studies
  
  Here are some examples of how EP applications might 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 staff members. Candidate characteristics: The candidate is a business supervisor and holds a bachelor's degree from a foreign university (not in the top-tier list). The candidate's income is at the 70th percentile compared to local PMET wages in this sector.
  
  Example A-2: Meets all 4 foundational criteria (little company) Show
  
  - The organisation is a small medical technology start-up in the biomedical sciences sector. Firm-related qualities: The organisation has a little PMET employment of 15. Candidate qualities: 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 meets expectations on all four fundamental requirements and scores 40 points. Most applications will fall under this category.
  
  Example B: Weak on one fundamental criterion however goes beyond expectations on another foundational criterionShow
  
  - The organisation is a commercial bank in the financial services sector. Firm-related attributes: The organisation has a regional PMET share at the 40th percentile of its sector. The prospect originates from a less represented nationality in the organisation, which presently forms 3% of the organisation's PMET staff members. Candidate qualities: The prospect is a management associate and holds a bachelor's degree from a foreign university (not in top-tier list). The prospect's wage is at the 60th percentile compared to local PMET salaries in the sector.
  
  Outcome: The candidate does not fulfill expectations on the salary criterion, however his nationality improves the diversity of the organisation. His application still scores 40 points and passes.
  
  The table discusses the points scored for each criterion.
  
  Example C: Weak on one or 2 foundational requirement but earns enough points on benefit criterionShow
  
  Scenario:
  ectnews.com
  - 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 citizenship presently forms 35% of the organisation's PMET staff members. Candidate qualities: The candidate's job is on the lack profession list and the candidate holds a master's degree from a foreign university (not in the top-tier list). The candidate's salary is at the 95th percentile compared to local PMET wages 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 make enough points on fundamental criteria but with the SOL benefit points, the application scores 40 points.