Singapore’s Ministry of Manpower has set sail on a groundbreaking journey with the introduction of the Complementarity Assessment (COMPASS) Framework. As an employer, current pass holder, or new applicant, this transparent and holistic evaluation system will shape the future of Employment Pass (EP) applications. In this blog post, we will delve into the intricacies of the COMPASS Framework, its criteria for evaluation, and how it will impact job seekers and employers alike.

What is the COMPASS Framework?
Effective from 1st September 2023, the COMPASS Framework is a points-based assessment designed to enhance the selection of high-quality foreign professionals while fostering workforce diversity and nurturing local talent. Beyond the qualifying salary requirement, all EP candidates must now navigate the COMPASS Framework to secure their work passes.

Decoding the COMPASS Framework
At the heart of the COMPASS Framework lies a comprehensive scoring system based on six criteria. Each criterion is assigned points ranging from 0 to 20, signifying ‘does not meet expectations,’ ‘meets expectations,’ and ‘exceeds expectations,’ respectively. The ultimate goal for EP eligibility is achieving a total score of 40 points or more.

Individual Attributes
Salary: How does the applicant’s salary compare to local PMET (Professionals, Managers, Executives, and Technicians) salaries in the same sector and for a similar age group?
Qualifications: Does the candidate hold qualifications from top-tier institutions, according to QS World University Rankings, or possess industry-recognized professional qualifications?
Shortage Occupation List (Bonus): Will the applicant fill a role requiring highly specialized skills that are in short supply locally? This criterion offers an opportunity for bonus points.
Diversity: Does the nationality of the applicant represent a small share of the firm’s PMET employees? While diversity scores positively, a higher concentration of the same nationality may negatively impact the candidate’s overall score.

Firm Attributes
Support for Local Employment: Is the firm actively fostering a higher proportion of local employees among PMETs compared to peers in the same sector? A higher share earns the candidate more points.
Strategic Economic Priorities (Bonus): Firms engaged in strategic partnerships and innovative activities with the government gain additional points.

Navigating the Path to EP Approval
To pass the COMPASS Framework successfully, candidates should aim to meet expectations (10 points) on all four foundational criteria and then exceed expectations or earn bonus points in at least one other criterion. This approach ensures a clear pathway to EP eligibility.

Exemptions from the COMPASS Framework
Several candidates are exempt from the COMPASS requirements if they meet specific conditions, such as earning a fixed monthly salary of at least $22,500, being an overseas intra-corporate transferee under applicable Free Trade Agreements, or filling a short-term role lasting one month or less.

Embrace the Opportunities with COMPASS
As an employer seeking top talent or a job seeker aspiring to work in Singapore, the COMPASS Framework opens up a wealth of opportunities. Adapt to the change and embark on this transformative journey to build a stronger and more diverse workforce.

The COMPASS Framework sets a new course for Employment Pass applications in Singapore, offering a transparent and holistic approach to talent selection. Employers and job seekers alike must embrace this transformative system to navigate the path to EP approval successfully.

To gain a comprehensive understanding of the COMPASS Framework, please visit the MOM website at https://www.mom.gov.sg/passes-and-permits/employment-pass/eligibility

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