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Written Answer by Minister for Manpower Dr Tan See Leng to PQ on Years of Work Experience as Added Criterion in Complementarity Assessment Framework

Foreign manpower

NOTICE PAPER NO. 1318 OF 2022 FOR THE SITTING ON 13 SEPT 2022

QUESTION NO. 3300 FOR ORAL ANSWER CONVERTED TO WRITTEN ANSWER

MP: Miss Rachel Ong

To ask the Minister for Manpower whether the Complementarity Assessment Framework (COMPASS) criteria can be widened to include the number of years in relevant industry as an alternative or additional criteria to enhance the competency-based assessment of candidates under COMPASS.

Answer:

In designing the points-based COMPASS framework for Employment Pass (EP) applicants, MOM selected a set of criteria that would be most impactful in achieving our objectives of selecting complementary foreign professionals, while incentivising employers to improve workforce diversity and build a strong Singaporean core.

We had considered but did not include a criterion on the EP candidate’s years of relevant industry experience, as this is susceptible to inaccuracies, including possibly fraud, especially if the bulk of the work was done overseas. To prevent such inaccuracies, MOM would need to individually evaluate and verify the quality and relevance of a candidate’s experience. This would significantly increase the time taken to process and respond to applications, and still contain an element of risk. Instead, COMPASS assesses the salary that the company is willing to pay the candidate since it reflects the candidate’s market worth and would correlate with their work experience.

COMPASS also includes other measures of an individual’s complementarity beyond salary. The qualifications criterion offers a standardised as well as a more verifiable measure of a candidate’s calibre. The Shortage Occupation List recognises candidates filling skills in shortage with bonus points. To holistically evaluate an EP application, COMPASS also places emphasis on other firm-related attributes, such as the diversity of a firm’s workforce and their support for local PMET employment.

In developing COMPASS, MOM was mindful not to include too many criteria, as doing so would dilute the impact of each criterion and increase administrative complexity for businesses. On the whole, we believe that the set of six COMPASS criteria meaningfully recognises key aspects of complementarity of EP candidates and their hiring companies.