Singapore has long been regarded as one of the most business-friendly countries in the world, attracting global companies and foreign professionals in large numbers. However, as the job market becomes increasingly competitive and the government prioritises opportunities for local talent, the Ministry of Manpower (MOM) has introduced a more structured, transparent, and data-driven framework for assessing Employment Pass (EP) applications — the Complementarity Assessment Framework (COMPASS).

Implemented in 2023, COMPASS fundamentally reshapes how EP applications are evaluated. It provides employers with clearer guidelines, ensures fairer hiring, and raises the overall calibre of foreign professionals entering Singapore.

For applicants, understanding COMPASS is crucial. A strong COMPASS score dramatically improves approval chances, while a weak score can lead to rejection even if basic EP requirements like salary and qualifications are met.

This article explains in detail how COMPASS affects Employment Pass approval, how the scoring works, and what employers and applicants can do to improve their chances.

1. What Is COMPASS and Why Was It Introduced?

COMPASS (Complementarity Assessment Framework) is a points-based evaluation system designed to make EP approval more transparent and aligned with Singapore’s long-term economic goals.

MOM introduced COMPASS to:

Encourage fair hiring of locals
Ensure foreign hires complement, not replace, the local workforce
Attract high-skilled foreign professionals
Support companies that contribute positively to the Singapore economy
Provide more predictable EP outcomes

Rather than relying solely on salary and qualifications, COMPASS examines multiple dimensions of both the candidate and the employer.

2. How COMPASS Works: The 4 Foundational Criteria and 2 Bonus Criteria

COMPASS evaluates EP applications across six total criteria.

To pass COMPASS:

An application must earn at least 40 points.

These points can be earned from:

4 foundational criteria (C1–C4)
2 bonus criteria (C5–C6)

Let’s explore each one.

3. Foundational Criteria (C1–C4): Mandatory Components

The foundational criteria apply to all EP applications.

C1: Salary — Competitiveness Compared to Local PMETs

Salary is the strongest indicator of the applicant’s seniority and job complexity.

MOM compares the EP applicant’s salary against:

Local PMET wages in the same sector
Local PMET wages in the same age group

Points Allocation

20 points: Salary significantly exceeds sector median
10 points: Salary is around the sector median
0 points: Salary is below sector median

Why this criterion matters

Even if your salary meets the EP minimum, it may still fail under COMPASS if:

It’s too low for your age
It’s too low for your job scope
It’s below industry benchmarks

A strong salary is one of the fastest ways to increase your COMPASS score and EP approval likelihood.

C2: Qualifications — Educational Strength of the Applicant

MOM evaluates:

Highest academic qualification
Accreditation of the awarding institution
Relevance to the role

Points Allocation

20 points: Degree from top-tier institutions / highly relevant qualifications
10 points: Recognised degree or relevant qualification
0 points: No degree or qualification not equivalent to a recognised standard

Why this criterion matters

While degrees aren’t mandatory for EP approval, stronger qualifications:

Improve COMPASS score
Justify higher salary
Make foreign applicants more competitive

Professional certifications (e.g., CFA, CPA, PMP, AWS) can also strengthen this category indirectly through job relevance.

C3: Diversity — Contribution to Workforce Diversity

This criterion evaluates how hiring the applicant increases diversity in the company’s workforce.

How it works

If the company already has many employees from the same nationality as the applicant, the score decreases.

Points Allocation

20 points: Applicant improves workforce nationality diversity
10 points: Applicant contributes neutrally
0 points: Applicant’s nationality is over-represented in the company

Why this criterion matters

Singapore wants to avoid workforce concentration from single nationalities.
Companies with diverse teams have higher EP approval probabilities.

C4: Support for Local Employment — Company’s Local PMET Share

This criterion evaluates how well the company hires and develops local PMETs.

Points Allocation

20 points: Company’s local PMET share is above industry average
10 points: Company is near industry average
0 points: Company is significantly below industry average

Why this criterion matters

A company with weak local PMET representation may face more scrutiny for foreign hires.

This criterion often affects:

Newly incorporated companies
Small foreign-owned firms
Companies with few local staff

Such companies must strengthen other criteria or utilise bonus points.

4. Bonus Criteria (C5–C6): Helpful but Not Mandatory

Bonus points can help applications that fall short in the foundational criteria.

C5: Skills Bonus — Shortage Occupation List (SOL)

Applicants working in roles that Singapore faces talent shortages in receive bonus points.

Examples of SOL roles:

Software developers
Cybersecurity specialists
Data scientists
AI engineers
Healthtech and biotech professionals

Points Allocation

20 points: Role matches criteria in the shortage occupation list

Why this criterion matters

Demand for specialised skills is high, and Singapore wants to attract global talent in emerging fields.

If your occupation is on the SOL, your chances of EP approval increase dramatically.

C6: Strategic Economic Priorities Bonus

Companies participating in national priority industries or contributing to economic strategies are rewarded.

Examples:

Companies in advanced manufacturing
Companies involved in sustainability initiatives
Organisations partnered with government agencies
Companies that invest heavily in innovation and R&D

Points Allocation

20 points: Company contributes to Singapore’s strategic economic goals

This is especially useful for:

Startups backed by government programs
Tech companies
High-growth industries

5. How COMPASS Affects EP Approval in Real Situations

You now understand the scoring — but how does COMPASS actually impact approval?

Let’s examine real-world scenarios.

Scenario 1: Strong Candidate, Weak Company

Salary: high (20 points)
Qualifications: strong (20 points)
Diversity: neutral (10 points)
Local PMET share: low (0 points)
No bonus criteria

Total: 50 points → EP APPROVED

Even though the employer is weak in local hiring, the candidate’s strength offsets it.

Scenario 2: Weak Candidate, Strong Company

Salary: low (0 points)
Qualifications: average (10 points)
Diversity: strong (20 points)
Local PMET share: high (20 points)

Total: 50 points → EP APPROVED

A strong company profile compensates for the candidate’s weaker salary.

Scenario 3: New Company With No Local Staff

This is a common scenario for startups and foreign-owned new businesses.

Salary: average (10 points)
Qualifications: strong (20 points)
Diversity: strong (20 points)
Local PMET share: 0 (0 points)
No bonuses

Total: 50 points → EP APPROVED

Diversity + qualifications + salary compensate for the missing C4 points.

Scenario 4: Candidate With Low Salary in a Crowded Nationality Cluster

Salary: low (0 points)
Qualifications: average (10 points)
Diversity: low (0 points)
Local PMET share: average (10 points)
No bonuses

Total: 20 points → EP REJECTED

Even if salary meets EP minimum, COMPASS disqualifies the application.

6. How COMPASS Impacts New Companies Applying for EP

COMPASS brings new challenges to new startups and small businesses.

Common issues:

❌ No local employees → 0 points for C4

❌ Foreign-owned and foreign-heavy teams → low diversity score

❌ Lower revenue → difficulty justifying salary

❌ Weak business plan → concerns about long-term viability

Strategies to improve COMPASS score:

✔ Inject sufficient paid-up capital
✔ Hire at least 1–2 local PMETs
✔ Increase candidate salary
✔ Strengthen job description
✔ Show evidence of business activity
✔ Build a strong business plan
✔ Demonstrate contribution to Singapore

New companies can still pass COMPASS — they just require more preparation.

7. How Applicants Can Improve COMPASS Scores

✔ Ask for a higher salary (within reason)

Salary is the strongest scoring category.

✔ Strengthen educational profile

Submit transcripts, certificates, and professional qualifications.

✔ Emphasise niche or scarce skills

Certifications in cloud, AI, cybersecurity, finance, and engineering help.

✔ Ensure experience matches job role

Mismatched roles result in rejections even with good COMPASS scores.

8. How Employers Can Improve COMPASS Scores

✔ Hire locals to improve PMET share

Even one additional local PMET can improve C4 significantly.

✔ Create a diverse workforce

Avoid overconcentration of one nationality.

✔ Invest in innovation and R&D

This may qualify for strategic economic bonus points.

✔ Strengthen company website and business plan

MOM needs to see operational credibility.

9. Final Thoughts: Why COMPASS Matters More Than Ever

Before COMPASS, EP approvals depended heavily on:

Salary
Qualifications
Employer track record

Today, COMPASS adds transparency and balance.
It also eliminates borderline and opportunistic applications.

COMPASS ensures that:

Foreign talent truly complements Singapore
Companies invest in local workforce development
High-quality candidates are prioritised
Economic value is rewarded
Hiring fairness is maintained

For applicants and employers, this means better planning, stronger documentation, and strategic alignment are required.

Conclusion

COMPASS fundamentally transforms the way Employment Pass applications are assessed in Singapore. By evaluating salary, qualifications, diversity, local employment support, skills shortages, and economic contribution, MOM now uses a holistic and transparent scoring system to ensure fairness and workforce complementarity.

For foreign professionals, understanding COMPASS helps you:

Align your salary expectations
Strengthen your qualifications
Prepare a strong job scope
Improve approval odds

For employers, COMPASS ensures:

More predictable outcomes
Higher-quality hiring strategies
Better workforce planning

When used correctly, COMPASS becomes not a barrier — but a roadmap — for securing successful Employment Pass approvals.