{"id":2974,"date":"2023-01-27T04:36:24","date_gmt":"2023-01-27T04:36:24","guid":{"rendered":"https:\/\/transformborders.com\/?p=2974"},"modified":"2023-01-27T04:36:25","modified_gmt":"2023-01-27T04:36:25","slug":"all-you-need-to-know-about-the-complementarity-assessment-framework-in-the-employment-pass-program","status":"publish","type":"post","link":"https:\/\/transformborders.com\/all-you-need-to-know-about-the-complementarity-assessment-framework-in-the-employment-pass-program\/","title":{"rendered":"All You Need to Know About the Complementarity Assessment Framework in the Employment Pass Program"},"content":{"rendered":"\n

The Ministry of Manpower (MoM) announced the introduction of a brand new framework back on March 4th 2022, the Complementarity Assessment Framework, or COMPASS for short\u2014a point-based visa system that is to be integrated in the Employment Pass programme. It's implementation is set to take place from the 1st of September 2023 for new applications, and renewals from the 1st of September in the following year of 2024.<\/p>\n\n\n\n

<\/p>\n\n\n\n

In line with Singapore's ambition to drive the nation's economy towards greater heights of excellence, COMPASS had been set in motion with a focus on attracting international professionals to complement the local workforce. All efforts are made with the hope of building a diverse, open, and interconnected labour market of high-quality professionals that has a strong Singaporean core.<\/p>\n\n\n\n

<\/p>\n\n\n\n

Initially, the Employment Pass programme only consisted of a one-stage eligibility framework, which is to meet the qualifying salary. However, as COMPASS is now added into the equation, applicants must now pass both stages in order to be eligible.<\/p>\n\n\n\n

<\/p>\n\n\n\n

So, if you haven't been paying close attention to the details of COMPASS as it was rolled out over the last year, here's everything you'll possibly need to know about it.<\/p>\n\n\n\n

What is the current evaluation process for COMPASS?<\/strong><\/p>\n\n\n\n

<\/p>\n\n\n\n

Candidates under the Employment Pass Programme will be evaluated based on a set of attributes that are both related to the individual itself and the firm that they will be employed at.<\/p>\n\n\n\n

<\/p>\n\n\n\n

Candidates are required to score a total of 40 points in order to pass. Applications gain points based on the four foundational criteria that have been outlined, through either meeting or exceeding expectations. On top of that, they're able to earn points from another two bonus criteria. The criteria are as follows:<\/p>\n\n\n\n

<\/p>\n\n\n\n

\n

Individual attributes<\/em><\/p>\n<\/blockquote>\n\n\n\n

    \n
  1. Salary: Candidates must fulfil the qualifying salary, which increases with age and varies based on sector.<\/li>\n\n\n\n
  2. Qualifications: Candidates are required to possess academic qualifications for accredited institutions.<\/li>\n\n\n\n
  3. [Bonus] Skill bonus (shortage occupation list): Candidates are recognised if they are in occupations that require highly specialised skills that are currently in shortage in the local workforce.<\/li>\n<\/ol>\n\n\n\n

    <\/p>\n\n\n\n

    \n

    Firm attributes<\/em><\/p>\n<\/blockquote>\n\n\n\n

      \n
    1. Diversity: Points are earned based on the firm's nationality share of PMET employees.<\/li>\n\n\n\n
    2. Support for local employment: Firms with higher share of local employment as compared to PMET employees will earn higher points.<\/li>\n\n\n\n
    3. [Bonus] Strategic economic priorities: Firms are valued for undertaking ambitious innovation or internationalisation activities in partnership with the Government.<\/li>\n<\/ol>\n\n\n\n

      <\/p>\n\n\n\n

      The points will be allocated as such:<\/p>\n\n\n\n

        \n
      1. Exceeds expectations: 20 points<\/li>\n\n\n\n
      2. Meets expectations: 10 points<\/li>\n\n\n\n
      3. Does not meet expectations: 0 points<\/li>\n<\/ol>\n\n\n\n

        <\/p>\n\n\n\n

        There are, however, candidates that may be exempted from COMPASS, if they meet the other requirements stipulated:<\/p>\n\n\n\n

          \n
        1. Earns a fixed monthly salary at a minimum of $20,000.<\/li>\n\n\n\n
        2. Applied as an overseas intra-corporate transferee under the World Trade Organisation's (WTO) General Agreement on Trade in Services, or an applicable Free Trade Agreement that Singapore is party to.<\/li>\n\n\n\n
        3. Employed to a role on a short-term basis of 1 month or less.<\/li>\n<\/ol>\n\n\n\n

          <\/p>\n\n\n\n

          Ultimately, Singapore's recent reform to the Employment Pass Programme with the COMPASS framework is meant to serve as a transparent system that allows businesses better clarity and predictability in manpower planning. It is designed in such a manner that incentivises businesses to select high-quality professionals from around the world, all while building workforce diversity on top of a strong Singaporean core. From a different perspective, COMPASS is a form of reassurance for locals that they have a level playing field in competing with international labour. It's a win-win for all parties, and a well-calculated move from the MoM.<\/p>\n\n\n\n

          <\/p>\n\n\n\n

          With the new changes rolling it, it can be rather daunting and confusing to navigate through Singapore's immigration scene on your own. If you'd like a helping hand or a guiding light, Transform Borders is experienced, well-versed, and will walk you through the entire process from start to end easily. Get in touch with<\/a> us today for a free consultation and secure an excellent application that's on the right track and adhering to all the guidelines!<\/p>\n","protected":false},"excerpt":{"rendered":"

          The Ministry of Manpower (MoM) announced the introduction of a brand new framework back on March 4th 2022, the Complementarity Assessment Framework, or COMPASS for short\u2014a point-based visa system that is to be integrated in the Employment Pass programme. It's implementation is set to take place from the 1st of September 2023 for new applications, […]<\/p>\n","protected":false},"author":2,"featured_media":2975,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[12,10],"tags":[42,25,35],"acf":[],"_links":{"self":[{"href":"https:\/\/transformborders.com\/wp-json\/wp\/v2\/posts\/2974"}],"collection":[{"href":"https:\/\/transformborders.com\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/transformborders.com\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/transformborders.com\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/transformborders.com\/wp-json\/wp\/v2\/comments?post=2974"}],"version-history":[{"count":2,"href":"https:\/\/transformborders.com\/wp-json\/wp\/v2\/posts\/2974\/revisions"}],"predecessor-version":[{"id":2977,"href":"https:\/\/transformborders.com\/wp-json\/wp\/v2\/posts\/2974\/revisions\/2977"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/transformborders.com\/wp-json\/wp\/v2\/media\/2975"}],"wp:attachment":[{"href":"https:\/\/transformborders.com\/wp-json\/wp\/v2\/media?parent=2974"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/transformborders.com\/wp-json\/wp\/v2\/categories?post=2974"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/transformborders.com\/wp-json\/wp\/v2\/tags?post=2974"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}