With the implementation of the COMPASS (Complementarity Assessment Framework) in 2023, obtaining an Employment Pass (EP) in Singapore has become more structured, transparent, and predictable — but also more demanding. Employers and foreign professionals now need to meet clear, measurable standards to secure EP approval.

Under COMPASS, MOM evaluates every EP application across six criteria:
four foundational (salary, qualifications, diversity, local PMET share) and two bonus (skills shortage and strategic economic priority).
To pass, an application must score at least 40 points.

For many companies — especially SMEs, new businesses, foreign-owned entities, and companies with limited local hiring — COMPASS can be a major hurdle. But with the right strategy, you can significantly improve your COMPASS score and increase your chances of approval.

This step-by-step guide shows you exactly how to improve your COMPASS score, strengthen your EP application, and avoid common mistakes that lead to rejections.

1. Understand How COMPASS Scoring Works

Before improving your COMPASS score, you must understand how points are allocated.

COMPASS Criteria Overview

Foundational Criteria (Mandatory)

C1 – Salary
C2 – Qualifications
C3 – Diversity
C4 – Local PMET Share

Bonus Criteria (Optional but valuable)

C5 – Skills Bonus (Shortage Occupation List)
C6 – Strategic Economic Priority Bonus

Points Structure

Each criterion awards 0, 10, or 20 points
Total required: ≥ 40 points

If your EP application hits 40+ points, even if some criteria score zero, you can still pass.

2. Improve COMPASS Score Using the Candidate’s Strengths (C1, C2)

The first two criteria — Salary and Qualifications — depend entirely on the applicant.
They are the easiest areas to strengthen and often give the biggest boost.

Step 1: Increase Salary to Achieve 20 Points (C1: Salary)

Salary is the strongest scoring factor in COMPASS.

MOM compares the applicant’s salary to industry benchmarks for:

Job sector
Applicant’s age
Hiring norms for similar roles

How Scoring Works

20 points → Salary significantly exceeds sector median
10 points → Salary at or near sector median
0 points → Salary below median

How to Improve C1 Score

1. Match salary to applicant’s age

A 28-year-old and a 40-year-old cannot earn the same EP salary.
Examples of realistic salary expectations:

Age 25–29: S$5,600–S$7,000
Age 30–34: S$7,000–S$9,000
Age 35–39: S$9,000–S$12,000
Age 40–50: S$12,000–S$18,000

2. Match salary to job seniority

A “Senior Manager” earning S$5,600 will trigger concerns.
A “Data Specialist” earning S$10,000 is well-supported.

3. Research sector median salaries

Use MOM’s salary benchmarking for:

InfoComm
Finance
Manufacturing
Logistics
Healthcare
Professional Services

4. Offer performance bonuses

This is not included in salary calculations, but strengthens justification for senior roles.

Result

C1 alone can contribute 20 valuable points — half the score needed for approval.

Step 2: Strengthen Candidate Qualifications (C2: Qualifications)

The second most impactful category is the candidate’s qualifications.

How Scoring Works

20 points → Degree from top-tier institutions or highly relevant qualifications
10 points → Recognised degree from accredited institution
0 points → Diploma, unaccredited degree, or no degree

How to Improve C2 Score

1. Provide full educational documents

Degree certificates
Transcripts
Accreditation proof
Missing documents often default to 0 points.

2. Add professional certifications

These help justify seniority even if the degree is average:

CFA, CPA, ACCA (Finance)
PMP, Scrum Master (Project Management)
AWS, Azure, Google Cloud (IT)
CISSP, CEH (Cybersecurity)
CIM, Google Ads (Marketing)

3. Highlight relevance to job scope

A degree unrelated to the field may not earn full points.
Job scope and qualification must align.

4. Emphasise specialist skills

If the applicant fills a niche skill gap, this indirectly strengthens multiple COMPASS criteria.

Result

Most well-qualified applicants score 10–20 points without difficulty.

3. Improve COMPASS Score Using Employer Actions (C3, C4)

New or small companies may struggle with these criteria, but improvements are possible.

Step 3: Improve Workforce Diversity (C3: Diversity)

This criterion evaluates how hiring the applicant diversifies the team’s nationality mix.

How Scoring Works

20 points → Applicant improves workforce diversity
10 points → Neutral impact
0 points → Applicant’s nationality is over-represented

How to Improve C3 Score

1. Avoid concentrating one nationality

If a company has 90% staff from one nationality, scores drop.

2. Hire staff from different nationalities

Even one additional hire can shift scoring.

3. Evaluate nationality ratios before submitting EP

If the applicant adds a new nationality → strong chance of 20 points.

4. For new companies:

No existing employees means automatic strong diversity.

Result

Most new businesses can easily secure 10–20 points here.

Step 4: Improve Local PMET Share (C4: Local Employment Support)

This criterion is one of the hardest for new companies but not impossible.

How Scoring Works

20 points → Above industry average
10 points → Near industry average
0 points → Below industry average

How to Improve C4 Score

1. Hire at least one local PMET

One Singaporean PMET hire can increase scoring to 10 points.

2. Use part-time PMETs

Part-time local PMETs count towards improving ratios.

3. Build a commitment plan

Attach a letter or hiring roadmap showing the company’s plan to grow local staff.

4. Engage local consultants

Although not directly counted, it strengthens supporting documents.

5. Improve company credibility

A strong business plan can compensate if C4 remains at 0.

Result

Even with 0 points in C4, strong scores elsewhere can still achieve 40+ overall points.

4. Improve COMPASS Score Using Bonus Categories (C5, C6)

Bonus points are powerful because they can immediately push an EP application past the 40-point threshold.

Step 5: Use Shortage Occupation List (SOL) to Earn Bonus Points (C5)

The SOL includes jobs where Singapore faces a genuine talent shortage.

Examples of SOL Occupations

AI and machine learning engineers
Software developers
Cybersecurity experts
Data scientists
Fintech professionals
Marine engineers
Healthcare specialists
Biotech researchers

How Scoring Works

20 points → If the job is on SOL

How to Improve C5 Score

1. Ensure job title matches SOL

E.g., “Software Developer” instead of vague terms like “IT Engineer.”

2. Align job description to SOL requirements

Responsibilities must match MOM’s SOL definition.

3. Demonstrate unique skillsets

E.g., AI, automation, cloud architecture, penetration testing.

4. Strengthen applicant resume

Experience + certifications = higher relevance.

Result

C5 is one of the easiest ways to gain 20 bonus points.

Step 6: Qualify for Strategic Economic Priority Bonus (C6)

This criterion rewards companies that contribute to Singapore’s economic objectives.

How Scoring Works

20 points → Company contributes to strategic industries or partnerships

Who Qualifies?

Companies receiving support from Enterprise Singapore
Accredited technology companies
Companies in advanced manufacturing
Green or sustainability-focused businesses
Startups in innovation ecosystems
Companies participating in government-led programs

How to Improve C6 Score

1. Apply for ESG or IMDA programs

Participation in these strengthens strategic alignment.

2. Develop innovation-driven products

Activities that contribute to national growth receive priority.

3. Invest in training locals

This supports the long-term development of Singapore’s workforce.

4. Apply for grants

Government-funded programs signal economic contribution.

Result

C6 can provide a big boost for startups and SMEs in innovative industries.

5. Additional Strategies to Improve Overall COMPASS Score

Beyond the six criteria, here are additional steps to significantly boost your EP approval odds.

Step 7: Strengthen the Job Description

MOM scrutinises the JD heavily.
A strong job description should show:

✔ Specialist skills

✔ Regional responsibilities

✔ Managerial work

✔ Data-driven tasks

✔ Strategic contributions

Avoid generic duties like:

“Assist in operations”
“Handle daily tasks”
“Support team activities”

These lower your perceived seniority and salary justification.

Step 8: Provide a Strong Business Plan (Especially for New Companies)

A robust business plan convinces MOM the company is genuine and viable.

Include:

paid-up capital
financial projections
business model
market research
hiring roadmap
technology plans
client pipeline

This is especially important if:

company is newly incorporated
foreign-owned
has no local staff yet
applying for its first EP

Step 9: Demonstrate Need for Foreign Talent

Justify why your applicant is needed:

unique skills
regional experience
market expertise
technology capabilities
specialised certifications

Explain why hiring a local is difficult for this specific role.

Step 10: Prepare Clear Supporting Documents

Submit:

contracts
project plans
resumes
certificates
portfolio
client LOIs (letters of intent)

Strong documentation reduces MOM scrutiny.

6. Examples of Strong COMPASS Scoring Combinations

Here are realistic score breakdowns that lead to EP approval.

Example 1: New Tech Startup

C1 Salary: 20
C2 Qualifications: 20
C3 Diversity: 20
C4 Local PMET: 0
C5 SOL: 20

Total = 80 points → EP Approved

Example 2: Foreign-Owned SME

C1 Salary: 10
C2 Qualifications: 10
C3 Diversity: 20
C4 Local PMET: 0
C5/C6: None

Total = 40 points → EP Approved

Example 3: Consulting Firm With Local Employees

C1 Salary: 10
C2 Qualifications: 20
C3 Diversity: 10
C4 Local PMET: 10
C5/C6: None

Total = 50 points → EP Approved

Conclusion: COMPASS Can Be Navigated Successfully With Strategy

Although COMPASS adds complexity to EP applications, it also creates a predictable and transparent system. Employers and foreign professionals who plan strategically can easily reach the required 40 points and secure approval.

The strongest strategies include:

✔ Offering competitive salary
✔ Hiring candidates with strong qualifications
✔ Strengthening workforce diversity
✔ Improving local PMET hiring
✔ Leveraging SOL and strategic priority bonuses
✔ Writing strong job descriptions
✔ Preparing robust business plans
✔ Demonstrating tangible value to Singapore

COMPASS is not a barrier — it is a roadmap.
By understanding how it works and applying these step-by-step strategies, companies and applicants can successfully achieve Employment Pass approval, even in competitive industries or new business environments.