C4 Support for Local Employment: How the Local PMET Share Affects Your Compass Score
The C4 “Support for Local Employment” criterion within Singapore’s COMPASS framework measures a firm’s commitment to building a local PMET workforce. PMETs are defined as Professionals, Managers, Executives, and Technicians. The metric compares the firm’s local PMET share (Singapore Citizens and Permanent Residents combined) to the median for its specific sub‑sector. In 2026, the infocomm sub‑sector median local PMET share is 55%. A firm scores 20 points if its share exceeds the median, 10 points if equal to it, and 0 points if below. The criterion is a firm‑level attribute; an individual EP applicant cannot influence it directly, but it forms one of the four foundational pillars that determine whether an Employment Pass application clears the 40‑point pass mark.
How the C4 Metric is Computed
The calculation is straightforward: local PMET share = (number of SC + PR PMETs employed by the firm) ÷ (total PMET headcount) × 100%. All headcount data must reflect the actual workforce as at the date of the EP application. MOM uses full‑time equivalent (FTE) counts; part‑time staff are prorated. A firm with 45 local PMETs out of 70 total PMETs has a share of 64.3%. If the sub‑sector median is 65%, the firm gets 0 points. If the median were 64%, the same firm would receive 10 points. There is no rounding or partial credit. The firm must identify its correct sub‑sector using the SSIC code registered with ACRA, because each sub‑sector has a distinct median figure.
2026 Sub‑Sector Median Benchmarks
MOM publishes sub‑sector median local PMET share figures each year, effective for EP applications filed from September of the prior year. The 2026 benchmarks (applicable from September 2025) include:
- Information & Communications: 55%
- Financial Services: 65%
- Professional Services (legal, accounting, consulting): 50%
- Construction: 60%
- Manufacturing: 62%
- Wholesale Trade: 52%
These medians are derived from MOM’s Comprehensive Labour Force Survey and administrative data. An employer classified under Professional Services with a 49% local share falls below its median and scores 0 on C4. A Construction firm at exactly 60% secures 10 points. Data mismatches arise when firms register under a broad SSIC category that does not reflect their actual principal activity. MOM may reclassify the firm’s sub‑sector if the declared activity departs materially from filed records.
Securing at Least 10 Points
The only way to guarantee a C4 score of 10 or 20 is to raise the firm’s actual local PMET share to at least the sub‑sector median. For a financial services firm where the median is 65%, achieving a 64.9% share yields 0 points. Employers sometimes restructure the PMET headcount denominator by temporarily shifting certain non‑local roles to non‑PMET classifications or by delaying hiring until local PMET appointments lift the ratio. MOM scrutinises sudden changes in headcount composition. A firm that has consistently reported a share below the median and then files an EP application with an abruptly improved headcount may be asked to show evidence of genuine hiring efforts. For the EP applicant, a 0 on C4 creates a deficit that must be compensated through other COMPASS criteria.
Strategic Weight in the COMPASS Pass Mark
COMPASS requires a minimum of 40 points across four criteria: C1 (Salary), C2 (Qualifications), C3 (Diversity), and C4 (Support for Local Employment), plus two bonus criteria. Losing 20 potential points on C4 is significant. An applicant whose employer gets 0 on C4 can still reach 40 if the other criteria are strong. Example: a candidate with salary at the 90th percentile (20 points), a degree from a top‑tier institution (20 points), and a skills bonus (10 points) clears the threshold even without C4. However, most applicants do not max out both C1 and C2. For a typical EP holder, a 0 on C4 effectively forces a reliance on the bonus criteria or an exceptionally high salary. Prospective EP holders evaluating job offers should ask the hiring firm for its projected C4 score using current headcount data.
Avoiding Miscalculation and Data Traps
Misclassifying headcount is the most common error. A local employee on a Work Permit or S Pass is not a PMET for C4 purposes; only SC and PR employees in PMET roles count. Treating a foreign director who holds no work pass as local is a mistake. MOM also uses strict occupational classifications: an employee may have a job title containing “Manager”, but if the duties and pay do not meet the PMET threshold, MOM excludes the individual. Firms using legacy 2023 or 2024 median figures instead of the 2026 benchmarks will misjudge their score. MOM updates medians annually to reflect shifting workforce profiles. In 2026, the median for Professional Services dipped from 52% in 2025 to 50%, a change that can alter eligibility for firms at the margin.
Reading a Firm’s C4 Posture Before Joining
While an EP applicant cannot alter the firm’s headcount, the decision to accept an offer should include a quick assessment of C4 risk. A firm with a local PMET share consistently below the sub‑sector median by a wide margin (e.g., 10 percentage points below) may face recurring EP application difficulties. Such firms sometimes ask prospective hires to delay the EP filing until internal headcount can be adjusted, a process that can take months. Employers with a share near the median often track the metric monthly and can offer greater certainty on EP approval timing. For an EP holder looking to transition to permanent residence later, an employer that regularly demonstrates a strong local PMET share signals workforce stability and integration norms, factors that indirectly support a PR application’s economic contribution narrative.
FAQ
Q: If a firm’s local PMET share is 0.1 percentage point below the sub‑sector median, does it get 0 points?
A: Yes, scoring is binary: below median = 0 points. For 2026, if the infocomm median is 55% and a firm has 54.9%, it gets 0 on C4. There is no rounding.
Q: Do Permanent Residents count fully in the local PMET share?
A: Yes. The C4 definition of “local” includes both Singapore Citizens and Permanent Residents. A PR accounted as 1 FTE contributes to the numerator the same way a citizen does.
Q: Can a firm use a letter of intent to hire locals for future C4 scoring?
A: No. MOM relies on actual headcount at the time of the EP application. Forward‑looking commitments are not factored into the C4 score.
Q: How often does MOM update the sub‑sector medians?
A: Annually. The 2026 benchmarks were released in mid‑2025 and apply from September 2025 for all EP applications. Employers must check MOM’s website for the most current figures before filing.
参考资料
- Ministry of Manpower (2026). COMPASS Framework and Scoring Guide.
- Ministry of Manpower (2026). Sectoral Median Local PMET Share for EP Applications.
- Department of Statistics (2025). Singapore Standard Industrial Classification 2025.
- Ministry of Manpower (2025). Advisory on Employment Pass Application Requirements.
- Ministry of Trade and Industry (2025). Economic Survey of Singapore Q3 2025.
This article does not constitute legal or migration advice.