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

Note: Candidates who do not fulfill phase 1 will not be qualified for an EP, despite the points they would have scored under COMPASS.
faqtoids.com
- Employers and employment representatives 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) job marketing requirement before submitting new EP applications.
  
  EP qualifying income (Stage 1)
  
  The following EP qualifying wage requirements use to brand-new applications and renewals:
  
  Select your sector to view the EP certifying salary by age:
  
  Financial services
  
  COMPASS (Stage 2)
  
  COMPASS is a transparent points-based system that offers services greater clarity and certainty for workforce preparation. It allows employers to choose premium foreign specialists, while improving labor force variety and developing a strong regional core.
  
  How to pass COMPASS
  
  Your application needs to earn 40 indicate pass COMPASS.
  
  Criteria information
  
  C1. SalaryShow
  
  This criterion benchmarks your prospect's salary versus the local PMET salaries in your sector.
  
  It is different from the EP qualifying wage, which is the minimum bar that candidates need to pass to get an EP.
  
  Candidates who do not satisfy the EP qualifying wage will not be qualified for an EP, despite the points they would have scored under the C1 salary benchmark.
  
  C2. QualificationsShow
  
  This criterion awards points to prospects based upon their credentials.
  
  If you do not require points from this requirement, you do not need to submit your candidate's credentials 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 pertinent company
  
  Other degree-equivalent credentials:
  
  - Foreign credentials that are assessed to be equivalent to a bachelor's degree in the UK system. MOM determines this with reference to global acknowledgment bodies, such as the UK National Information Centre for acknowledgment and evaluation of global qualifications and skills (UK ENIC). Professional qualifications that are well-recognised by the industry and backed by an appropriate sector agency.
  
  No degree-equivalent credentials:
  
  - These certifications will not make any points under COMPASS. Do not send them.
  
  Candidates without degree-equivalent credentials can still pass COMPASS by making a total rating of a minimum of 40 points from other requirements.
  
  Verification evidence requirements
  
  If you require points from this criterion, you need to send confirmation evidence together with your candidate's certifications in your EP application.
  
  Otherwise, you do not need to send your candidate's qualifications and verification evidence.
  
  C3. DiversityShow
  
  This requirement awards more points to applications where the prospect's citizenship forms a little share of the company's PMET employees. A diverse mix of nationalities enriches companies with originalities and networks, and contributes 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 amongst your organisation's PMETs.
  
  The nationality of your organisation's employees (including 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 citizenship or citizenship share among an organisation's PMETs determined under COMPASS? How typically will my organisation's COMPASS labor force profile be upgraded?
  
  C4. Support for regional employmentShow
  
  This criterion identifies organisations that create chances for the local workforce and build complementary teams consisting of both regional and foreign specialists.
  
  If your organisation employs:
  
  Fewer than 25 PMETs, your application will score 10 points by default. At least 25 PMETs, your points will depend upon 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 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 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 fairly high share of local PMET staff members.
  
  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 calculate my organisation's local PMET share relative to my organisation's sector? How typically will my organisation's COMPASS workforce profile be upgraded?
  
  C5. Skills bonus (Shortage Occupation List) Show
  
  This bonus identifies tasks that require highly specialised abilities, which are in lack in the regional workforce. The SOL is figured out by a robust evaluation procedure that considers industry needs and local workforce development efforts.
  
  - Job on the Shortage Occupation List (SOL). Share of candidate's nationality amongst your organisation's PMETs is less than 1/3
  
  - Job on the SOL.
• Share of prospect's nationality among 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 citizenship among your organisation's PMETs.
  
  To get the C5. Skills perk:
  
  1. Your candidate requires to perform the job tasks noted for the specific lack profession.
• You need to select among the qualified job titles in your EP application.
• Your prospect needs to meet examine additional job requirements if they fall into either of these classifications: - They need the SOL benefit points to pass COMPASS.
• They are making an application for a 5-year duration EP for a particular tech profession on the SOL.
  
  Describe the Guide to understand the additional requirements for EP candidates who need the SOL bonus points to pass COMPASS.
  
  We will examine the prospect's job duties, past work experience and qualifications or industry accreditation for the stated profession.
  
  Redeployment to another profession
  
  Candidates who required SOL bonus points to pass COMPASS or obtain a longer period EP can only be used in the particular scarcity profession. This will be clearly stated 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 qualifies for an EP in the brand-new task. You need to notify MOM initially, and we will then encourage you on the next actions.
  
  Candidates who did not need SOL benefit points to pass COMPASS are not subjected to this constraint, but will still need to inform MOM.
  
  C6. Strategic Economic Priorities bonusShow
  
  This bonus offer identifies 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 business and workforce change activities
  
  Singapore seeks to anchor and grow companies that can contribute to the ingenious capability of our economy, improve our international linkages, and enhance our financial competitiveness. Such companies need to likewise have the scale or capacity to supply excellent jobs for residents.
  
  How to earn points
  
  The award of the SEP reward will be at the discretion of the supporting firms running the relevant program. MOM will notify your organisation if it has actually been granted the SEP bonus offer and the points will be shown in the Self-Assessment Tool (SAT). You might approach the relevant supporting firm if you have any queries.
  
  Validity of SEP benefit points
  
  The bonus offer points will use for approximately 3 years, or throughout of your organisation's participation in an eligible programme, whichever is shorter.
  
  Renewal eligibility for SEP benefit points
  
  At the end of the validity period, your supporting company will reassess whether to continue supporting your organisation for the SEP bonus for an additional period. This renewal will undergo your organisation's continued involvement in a qualified program and conference both of the following criteria:
  
  - 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 employment for each of the 3 months before renewal
  
  These criteria guarantee that organisations qualified for the SEP bonus offer points make efforts to diversify and enhance their labor force profile.
  
  Exemptions from COMPASS
  
  Candidates are excused from COMPASS if they meet any of these conditions:
  
  - Have a set monthly wage of at least $22,500 (similar to the dominating Fair Consideration Framework (FCF) job advertising exemption from 1 September 2023).
• Are applying 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:
  
  - An introduction 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 workforce profile and market standards for salary and non-monetary advantages based on MOM survey data.
• Learn your organisation's ratings in the following COMPASS criteria: C3. Diversity. C4. Support for regional work
  
  Self-Assessment Tool (SAT) Show
  
  Employers and work representatives can utilize the improved Self-Assessment Tool (SAT) to check a prospect's eligibility before using.
  
  Discover 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 expert services sector. Firm-related characteristics: The organisation has a regional PMET share at the 40th percentile of their sector. The candidate's citizenship currently forms 15% of the organisation's PMET employees. Candidate attributes: The prospect is a company 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 regional PMET incomes in this sector.
  
  Example A-2: Meets all 4 fundamental criteria (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 attributes: 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 wage is at the 70th percentile compared to regional PMET wages in this sector.
  
  Outcome: The application satisfies expectations on all 4 foundational requirements and ratings 40 points. Most applications will fall under this classification.
  
  Example B: Weak on one foundational criterion but surpasses expectations on another foundational criterionShow
  
  - The organisation is a commercial bank in the monetary services sector. Firm-related attributes: The organisation has a local PMET share at the 40th percentile of its sector. The candidate originates from a less represented citizenship in the organisation, which presently forms 3% of the organisation's PMET employees. Candidate qualities: The prospect 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 incomes in the sector.
  
  Outcome: The prospect does not fulfill expectations on the wage criterion, but his citizenship enhances the variety 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 fundamental requirement but earns adequate points on benefit 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 prospect's citizenship presently forms 35% of the organisation's PMET workers. Candidate attributes: The prospect's job is on the scarcity 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 regional PMET salaries in the sector.
  
  Outcome: The application does not meet expectations on firm-level criteria, however the prospect is of a higher calibre and fills a lack occupation. His application doesn't make adequate points on fundamental criteria but with the SOL perk points, the application ratings 40 points.
  reference.com