Introduction to COMPASS
The Complementarity Assessment Framework (COMPASS) is the transparent points-based evaluation model implemented by the Ministry of Manpower (MOM) for all new Employment Pass (EP) applications and renewals.
To qualify for an EP, candidates must:
1. Foundational Scoring Matrix (C1 – C4)
Each criterion awards 0, 10, or 20 points based on how the candidate and hiring firm perform relative to industry sector norms:
| Criterion | 20 Points (Exceeds Expectations) | 10 Points (Meets Expectations) | 0 Points (Below Expectations) |
|---|---|---|---|
| **C1: Salary** | At or above 90th percentile of local PMET salary | 65th to 89th percentile | Below 65th percentile |
| **C2: Qualifications** | Top-tier institution degree (Group 1 accredited) | Recognized degree equivalent | No degree qualification |
| **C3: Nationality Diversity** | Candidate nationality is < 5% of PMET headcount | 5% to 25% of PMET headcount | >= 25% of PMET headcount |
| **C4: Local PMET Support** | Company local PMET share is at or above 50th percentile | 20th to 49th percentile | Below 20th percentile |
2. Deep Dive: The Four Foundational Pillars
C1: Salary Benchmarks
Salary percentiles are categorized by sector and candidate age. As candidates increase in age (from early 20s to mid-40s), the qualifying salary rises progressively to match local PMET market wage growth.
C2: Degree Accreditation & Verification
MOM requires third-party educational credential authentication for all qualifications declared under C2. Verifications must be processed through accredited global screening partners (e.g., Dataflow, Sterling RISQ, Cisive). Unaccredited degrees yield 0 points, requiring points to be recovered elsewhere.
C3: Nationality Diversity
Designed to prevent single-nationality workplace silos. If your organization already has a high proportion of employees sharing the candidate's nationality, C3 yields 0 points. Multi-national firms that maintain diverse teams score 10 to 20 points automatically.
C4: Support for Local Employment
Firms that employ a robust ratio of Singaporean PMETs compared to sector peers are rewarded with 10 to 20 points. Small enterprises with fewer than 25 PMETs are scored by default at 10 points on C3 and C4.
3. Bonus Criteria: Fast-Tracking Technical Mandates
If foundational points fall short of 40, employers can leverage two powerful bonus criteria:
C5: Skills Shortage Occupation List (SOL) (+20 Points)
For candidates occupying strategic roles listed on the Singapore Shortage Occupation List (e.g., BIM Modelers, Cloud Infrastructure Leads, Semiconductor Engineers, Cyber Threat Directors). Candidates must meet specific specialized certifications.
C6: Strategic Economic Priorities (+10 Points)
Awarded to companies participating in Singapore government-supported innovation initiatives (e.g., EDB, Enterprise Singapore Scale-Up, ASTAR collaborations).
4. Practical Workflow for Singapore Employers
5. Official Pass Filing Support via MOM EA 26C3563
As a licensed Employment Agency (MOM EA Licence 26C3563 operated by SG Manpower Agency Pte. Ltd.), StaffingSG handles direct EP Online and WPOL submissions, COMPASS pre-scoring audits, and appeal mediation.
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