Unless excused, pass the points-based Complementarity Assessment Framework (COMPASS).
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Note: Candidates who do not meet stage 1 will not be qualified for an EP, regardless of the points they would have scored under COMPASS.
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- Employers and employment representatives can utilize the boosted Self-Assessment Tool (SAT) to check a prospect's eligibility before they use.

• Employers need to continue to meet the Fair Consideration Framework (FCF) task marketing requirement before sending brand-new EP applications.
  
  EP qualifying wage (Stage 1)
  
  The following EP certifying wage requirements apply to 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 greater clearness and certainty for workforce planning. It makes it possible for companies to choose premium foreign experts, while improving workforce diversity and building a strong local core.
  
  How to pass COMPASS
  
  Your application requires to earn 40 points to pass COMPASS.
  
  Criteria details
  
  C1. SalaryShow
  
  This criterion benchmarks your candidate's salary versus the regional PMET salaries in your sector.
  
  It is different from the EP qualifying salary, which is the minimum bar that candidates need to pass to obtain an EP.
  
  Candidates who do not satisfy the EP certifying salary will not be eligible for an EP, no matter the points they would have scored under the C1 wage standard.
  
  C2. QualificationsShow
  
  This requirement awards indicate candidates based on their certifications.
  
  If you do not need points from this requirement, you do not need to send your candidate's credentials and verification proof.
  
  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 specific field and endorsed by an appropriate agency
  
  Other degree-equivalent qualifications:
  
  - Foreign credentials that are evaluated to be similar to a bachelor's degree in the UK system. MOM determines this with recommendation to global acknowledgment bodies, such as the UK National Information Centre for acknowledgment and assessment of international certifications and skills (UK ENIC). Professional credentials that are well-recognised by the industry and endorsed by a pertinent sector company.
  
  No degree-equivalent qualifications:
  
  - These credentials will not earn any points under COMPASS. Do not submit them.
  
  Candidates without degree-equivalent credentials can still pass COMPASS by making an overall score of a minimum of 40 points from other requirements.
  
  Verification proof requirements
  
  If you require points from this criterion, you need to send verification evidence together with your candidate's certifications in your EP application.
  
  Otherwise, you do not require to submit your prospect's qualifications and verification evidence.
  
  C3. DiversityShow
  
  This criterion awards more indicate applications where the candidate's citizenship forms a little share of the firm's PMET workers. A diverse mix of nationalities enriches firms with originalities and networks, and adds to a more inclusive and durable workforce.
  
  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 nationality among 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 nationality or citizenship share amongst an organisation's PMETs calculated under COMPASS? How frequently will my organisation's COMPASS labor force profile be upgraded?
  
  C4. Support for local employmentShow
  
  This requirement recognises organisations that create opportunities for the local workforce and construct complementary groups making up both regional and foreign professionals.
  
  If your organisation uses:
  
  Fewer than 25 PMETs, your application will score 10 points by default. At least 25 PMETs, your points will depend on your organisation's local PMET share relative to its sector.
  
  You can use the Workforce Insights tool on myMOM Portal to check your organisation's sector classification and local 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 despite where your organisation stands within its sector. In this method, we do not downside organisations in sectors which have a relatively high share of regional PMET workers.
  
  Related questions:
  
  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 calculated under COMPASS? How does COMPASS calculate my organisation's regional PMET share relative to my organisation's sector? How typically will my organisation's COMPASS labor force profile be updated?
  
  C5. Skills bonus (Shortage Occupation List) Show
  
  This benefit identifies tasks that need highly specialised skills, which remain in in the local labor force. The SOL is figured out by a robust examination process that considers market needs and regional labor force advancement efforts.
  
  - Job on the Shortage Occupation List (SOL). Share of prospect's citizenship 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 utilize the Workforce Insights tool on myMOM Portal to inspect the share of your prospect's nationality amongst your organisation's PMETs.
  
  To obtain the C5. Skills bonus offer:
  
  1. Your candidate needs to perform the task tasks noted for the particular shortage profession.
• You require to pick among the eligible job titles in your EP application.
• Your prospect needs to fulfill examine extra task requirements if they fall under either of these categories: - They require the SOL bonus indicate pass COMPASS.
• They are using for a 5-year period EP for a particular tech profession on the SOL.
  
  Refer to the SOL Employer Guide to comprehend the additional requirements for EP candidates who need the SOL bonus indicate pass COMPASS.
  
  We will inspect the prospect's job responsibilities, previous work experience and credentials or industry accreditation for the stated profession.
  
  Redeployment to another occupation
  
  Candidates who needed SOL bonus indicate pass COMPASS or get a longer duration EP can only be utilized in the specific lack occupation. This will be plainly specified 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 qualifies for an EP in the new task. You should notify MOM first, and we will then advise you on the next steps.
  
  Candidates who did not require SOL perk indicate pass COMPASS are not subjected to this constraint, however will still need to inform MOM.
  
  C6. Strategic Economic Priorities bonusShow
  
  This benefit identifies organisations that are either:
  
  - Undertaking ambitious investment, development and internationalisation activities in partnership with economic firms.
• Endorsed by National Trades Union Congress (NTUC) as strong partners on company and labor force change activities
  
  Singapore looks for to anchor and grow companies that can add to the ingenious capability of our economy, boost our international linkages, and enhance our economic competitiveness. Such companies should also have the scale or potential to provide 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 alert your organisation if it has been awarded the SEP bonus and the points will be reflected in the Self-Assessment Tool (SAT). You may approach the relevant supporting agency if you have any inquiries.
  
  Validity of SEP perk points
  
  The benefit points will make an application for as much as 3 years, or for the duration of your organisation's involvement in a qualified program, whichever is much 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 perk for a further duration. This renewal will undergo your organisation's ongoing participation in a qualified programme and conference 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 requirements guarantee that organisations eligible for the SEP bonus points make efforts to diversify and enhance their workforce profile.
  
  Exemptions from COMPASS
  
  Candidates are exempted from COMPASS if they meet any of these conditions:
  
  - Have a fixed monthly salary of at least $22,500 (comparable to the dominating Fair Consideration Framework (FCF) task marketing exemption from 1 September 2023).
• Are applying as an abroad intra-corporate transferee.
• Are filling the function for 1 month or less
  
  COMPASS tools and resources
  
  COMPASS guidebookShow
  
  The COMPASS guidebook provides:
  
  - An overview on the EP eligibility framework.
• Tips on browsing the EP structure 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 survey data.
• Find out your organisation's scores in the following COMPASS criteria: C3. Diversity. C4. Support for local employment
  
  Self-Assessment Tool (SAT) Show
  
  Employers and employment representatives can use the enhanced Self-Assessment Tool (SAT) to inspect a prospect's eligibility before applying.
  
  Learn more about how to use the SAT.
  
  COMPASS case research studies
  
  Here are some examples of how EP applications may be scored on COMPASS:
  
  Example A-1: Meets all 4 foundational criteriaShow
  
  - The organisation is a marketing consultancy in the expert services sector. Firm-related attributes: The organisation has a local 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 requirements (small firm) Show
  
  - The organisation is a small medical innovation start-up in the biomedical sciences sector. Firm-related attributes: The organisation has a small 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 prospect's salary is at the 70th percentile compared to local PMET salaries in this sector.
  
  Outcome: The application satisfies expectations on all 4 foundational criteria and ratings 40 points. Most applications will fall under this classification.
  
  Example B: Weak on one fundamental requirement however surpasses expectations on another foundational criterionShow
  
  - The organisation is a business bank in the monetary services sector. Firm-related attributes: The organisation has a regional PMET share at the 40th percentile of its sector. The prospect comes from a less represented nationality in the organisation, which currently 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 regional PMET salaries in the sector.
  
  Outcome: The candidate does not fulfill expectations on the wage criterion, 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 a couple of foundational criterion but makes adequate points on bonus offer 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 citizenship presently forms 35% of the organisation's PMET staff members. Candidate attributes: The prospect's job is on the shortage occupation list and the candidate holds a master's degree from a foreign university (not in the top-tier list). The prospect's salary 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 scarcity profession. His application does not earn sufficient points on fundamental requirements but with the SOL reward points, the application ratings 40 points.