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

Note: Candidates who do not satisfy stage 1 will not be eligible for an EP, despite the points they would have scored under COMPASS.
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- Employers and work agents can utilize the boosted Self-Assessment Tool (SAT) to examine a candidate's eligibility before they use.

• Employers must continue to fulfill the Fair Consideration Framework (FCF) task advertising requirement before submitting brand-new EP applications.
  
  EP certifying salary (Stage 1)
  
  The following EP certifying salary requirements use to brand-new applications and renewals:
  
  Select your sector to see the EP qualifying salary by age:
  
  Financial services
  
  COMPASS (Stage 2)
  
  COMPASS is a transparent points-based system that provides organizations higher clarity and certainty for manpower planning. It allows employers to choose premium foreign experts, while enhancing labor force diversity and building a strong regional core.
  
  How to pass COMPASS
  
  Your application needs to make 40 points to pass COMPASS.
  
  Criteria information
  
  C1. SalaryShow
  
  This requirement standards your candidate's wage versus the regional PMET incomes in your sector.
  
  It is different from the EP certifying wage, which is the minimum bar that candidates require to pass to obtain an EP.
  
  Candidates who do not satisfy the EP certifying wage will not be eligible for an EP, regardless of the points they would have scored under the C1 salary benchmark.
  
  C2. QualificationsShow
  
  This requirement awards indicate prospects based on their certifications.
  
  If you do not need points from this criterion, you do not require to send your prospect's credentials and verification proof.
  
  Degree-equivalent qualifications 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 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 evaluation of international certifications and abilities (UK ENIC). Professional qualifications that are well-recognised by the market and endorsed by a pertinent sector company.
  
  No degree-equivalent certifications:
  
  - These credentials will not make any points under COMPASS. Do not send 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 evidence requirements
  
  If you require points from this requirement, you have to submit confirmation proof together with your prospect's qualifications in your EP application.
  
  Otherwise, you do not need to submit your candidate's certifications and confirmation evidence.
  
  C3. DiversityShow
  
  This requirement awards more indicate applications where the prospect's nationality forms a little share of the firm's PMET employees. A diverse mix of citizenships enriches companies with originalities and networks, and contributes to a more inclusive and durable labor force.
  
  Fewer than 25 PMETs, your application will score 10 points by default. A minimum of 25 PMETs, your points will depend upon the share of your candidate's citizenship amongst your organisation's PMETs.
  
  The nationality of your organisation's employees (including Permanent Residents) is based on the nationality indicated 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 citizenship or citizenship share amongst an organisation's PMETs computed under COMPASS? How typically will my organisation's COMPASS labor force profile be updated?
  
  C4. Support for local employmentShow
  
  This criterion recognises organisations that produce opportunities for the regional workforce and build complementary teams making up both local and foreign professionals.
  
  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 local PMET share relative to its sector.
  
  You can utilize the Workforce Insights tool on myMOM Portal to examine your organisation's sector classification and local PMET share relative to its sector.
  
  If your 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 way, we do not downside organisations in sectors which have a relatively high share of local PMET employees.
  
  Related concerns:
  
  How are PMETs counted under the Diversity (C3) and Support for Local Employment (C4) criteria for COMPASS? How is my prospect's citizenship or citizenship share among an organisation's PMETs computed under COMPASS? How does COMPASS calculate my organisation's local 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 bonus offer recognises jobs that require highly specialised abilities, which are in lack in the local workforce. The SOL is identified by a robust evaluation process that considers market needs and regional 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 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 among your organisation's PMETs.
  
  To acquire the C5. Skills reward:
  
  1. Your prospect needs to carry out the task duties listed for the particular lack profession.
• You need to choose among the eligible task titles in your EP application.
• Your candidate requires to fulfill look at additional job requirements if they fall under either of these classifications: - They require the SOL benefit indicate pass COMPASS.
• They are making an application for a 5-year period EP for a particular tech profession on the SOL.
  
  Describe the SOL Employer Guide to comprehend the additional requirements for EP prospects who require the SOL perk points to pass COMPASS.
  
  We will inspect the candidate's job duties, previous work experience and qualifications or industry accreditation for the stated occupation.
  
  Redeployment to another profession
  
  Candidates who required SOL perk points to pass COMPASS or obtain a longer period EP can only be used in the specific 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 various task, we will need to reassess if the candidate receives an EP in the new task. You should alert MOM first, and we will then advise you on the next actions.
  
  Candidates who did not require SOL perk indicate pass COMPASS are not subjected to this constraint, but will still require to inform MOM.
  
  C6. Strategic Economic Priorities bonusShow
  
  This reward recognises organisations that are either:
  
  - Undertaking enthusiastic financial 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 improvement activities
  
  Singapore looks for to anchor and grow firms that can add to the ingenious capacity of our economy, enhance our international linkages, and reinforce our economic competitiveness. Such firms ought to also have the scale or capacity to offer good jobs for residents.
  
  How to earn points
  
  The award of the SEP perk will be at the discretion of the supporting companies running the appropriate programme. MOM will inform your organisation if it has been granted the SEP reward and the points will be shown in the Self-Assessment Tool (SAT). You might approach the appropriate supporting agency if you have any questions.
  
  Validity of SEP bonus points
  
  The perk points will use for as much as 3 years, or throughout of your organisation's participation in an eligible program, whichever is shorter.
  
  Renewal eligibility for SEP bonus offer points
  
  At the end of the credibility period, your supporting firm will reassess whether to continue supporting your organisation for the SEP perk for a more duration. This renewal will go through your organisation's continued 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 local work for each of the 3 months before renewal
  
  These criteria ensure that organisations qualified for the SEP reward points make efforts to diversify and enhance their labor force profile.
  
  Exemptions from COMPASS
  
  Candidates are exempted from COMPASS if they satisfy any of these conditions:
  
  - Have a fixed month-to-month income of at least $22,500 (comparable to the dominating Fair Consideration Framework (FCF) task 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 guidebook supplies:
  
  - An introduction on the EP eligibility structure.
• 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 market standards for wage and non-monetary advantages based upon MOM survey data.
• Discover 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 utilize the improved Self-Assessment Tool (SAT) to examine a prospect's eligibility before applying.
  
  Discover more about how to utilize 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 fundamental criteriaShow
  
  - The organisation is a marketing consultancy in the expert services sector. Firm-related qualities: 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 employees. Candidate attributes: The candidate is a company manager 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 regional 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 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 regional PMET incomes in this sector.
  
  Outcome: The application satisfies expectations on all four fundamental requirements and ratings 40 points. Most applications will fall into this category.
  
  Example B: Weak on one fundamental criterion however exceeds expectations on another foundational criterionShow
  
  - The organisation is an industrial bank in the monetary services sector. Firm-related qualities: The organisation has a local PMET share at the 40th percentile of its sector. The candidate comes from a less represented citizenship in the organisation, which currently forms 3% of the organisation's PMET employees. Candidate attributes: 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 wages in the sector.
  
  Outcome: The candidate does not satisfy expectations on the wage requirement, but his nationality improves the variety of the organisation. His application still ratings 40 points and passes.
  
  The table describes the points scored for each requirement.
  
  Example C: Weak on one or 2 foundational requirement but makes sufficient points on reward criterionShow
  
  Scenario:
  
  - The organisation is a software application company in the Infocomm innovation sector. Firm-related qualities: The organisation has a regional PMET share at the 10th percentile of its sector. The candidate's nationality presently forms 35% of the organisation's PMET employees. Candidate attributes: The candidate's task is on the scarcity profession list and the prospect holds a master's degree from a foreign university (not in the top-tier list). The candidate's wage is at the 95th percentile compared to regional PMET salaries in the sector.
  
  Outcome: The application does not fulfill expectations on firm-level requirements, but the candidate is of a greater calibre and fills a scarcity profession. His application doesn't earn adequate points on foundational criteria however with the SOL perk points, the application scores 40 points.