The COMPASS C1 Salary Criterion: How to Benchmark Your EP Application Against Industry Percentiles

Since September 2023, Singapore’s Ministry of Manpower (MOM) has required all Employment Pass (EP) applications to pass the COMPASS (Complementarity Assessment Framework) scoring system. The C1 criterion, which awards points based on the applicant’s salary relative to industry-specific percentiles, is often the most decisive component. Under COMPASS, an EP applicant can earn up to 20 points if their fixed monthly salary meets or exceeds the 90th percentile for their sector and age group, or 10 points for the 65th to 89th percentile. Failing to reach the 65th percentile yields zero points. This article provides a data-driven framework to benchmark salary against MOM’s latest published figures, using the 2025 salary benchmarks (effective January 2026) to help applicants and employers strategize.

Understanding COMPASS C1: The Salary Benchmarking Mechanics

COMPASS evaluates EP applications across four foundational criteria: C1 (Salary), C2 (Qualifications), C3 (Diversity), and C4 (Support for Local Employment). The C1 criterion is unique because it is age-adjusted and sector-specific. MOM publishes annual salary benchmarks for 10 broad sectors—such as Financial Services, Information & Communications (ICT), Professional Services, and Manufacturing—broken down by six age brackets (e.g., 23-and-under, 24–30, 31–40, 41–50, 51–55, 56-and-above).

For example, in the Financial Services sector for an applicant aged 31–40, the 2025 benchmarks (published in MOM’s April 2025 update) set the 90th percentile at SGD 18,500/month and the 65th percentile at SGD 13,200/month. For the ICT sector in the same age bracket, the 90th percentile is SGD 16,800/month, while the 65th percentile is SGD 11,900/month. These figures are derived from anonymized EP salary data and are updated annually to reflect market shifts.

Sector-by-Sector Salary Thresholds: Where Do You Stand?

The table below summarizes the 2025 COMPASS salary benchmarks for key sectors and the 31–40 age group:

Sector	65th Percentile (SGD/month)	90th Percentile (SGD/month)
Financial Services	13,200	18,500
Information & Communications	11,900	16,800
Professional Services	10,500	15,200
Manufacturing	8,800	12,500
Wholesale Trade	9,200	13,100
Construction	7,500	10,800

A 31-year-old software engineer in ICT earning SGD 12,000/month would score 10 points (between 65th and 89th percentile). To reach 20 points, that salary must rise to SGD 16,800/month—a 40% increase. For a 35-year-old accountant in Financial Services earning SGD 14,000/month, the same logic applies: SGD 13,200 qualifies for 10 points, but SGD 18,500 is needed for 20 points.

Age as a Multiplier: Why Older Applicants Face Higher Bars

COMPASS adjusts salary expectations by age to reflect career progression. For an applicant aged 51–55 in Financial Services, the 65th percentile jumps to SGD 16,500/month (vs. SGD 13,200 for age 31–40), and the 90th percentile rises to SGD 23,000/month. This means a 52-year-old executive earning SGD 17,000/month would only score 10 points, whereas a 32-year-old earning the same amount would score 20 points.

This age gradient is steepest in sectors with high income elasticity. In Manufacturing, the 65th percentile for age 51–55 is SGD 10,200/month (vs. SGD 8,800 for age 31–40). In Construction, the gap is narrower: 65th percentile at SGD 8,500/month for age 51–55 vs. SGD 7,500 for age 31–40. Applicants over 40 must aim for salaries 15–30% higher than younger peers in the same sector to achieve the same COMPASS score.

Using MOM’s Self-Assessment Tool (SAT) for Precision

MOM provides a free Self-Assessment Tool (SAT) on its website, which allows applicants to input their age, sector, and proposed salary to instantly see their COMPASS score for C1. The SAT uses the latest published benchmarks and updates quarterly. For instance, in January 2026, an applicant aged 28 in the Professional Services sector earning SGD 9,800/month would see a C1 score of 10 points (65th percentile for age 24–30 is SGD 9,200/month; 90th is SGD 13,500/month).

However, the SAT does not reveal the exact percentile rank—only the score bracket. To maximize points, employers should request a salary benchmarking report from HR or a compensation consultant, cross-referencing job title, experience years, and industry. For roles like Data Scientist (ICT), the 2025 benchmark shows the 65th percentile at SGD 12,500/month for age 31–40, but senior roles (e.g., Lead Data Scientist) may require SGD 15,000/month to hit the 90th.

Strategic Adjustments: How to Bridge the Gap

If an applicant’s salary falls short of the 65th percentile, COMPASS allows substitution via C5 (Bonus for Strategic Priorities), which awards 10 points for roles in shortage occupations (e.g., AI engineers, cybersecurity specialists) or for firms participating in the Economic Development Board’s (EDB) initiatives. However, C1 remains the primary criterion, and a zero score here significantly raises the total points needed from other criteria (C2–C4).

Practical steps to improve C1 score:

• Negotiate a salary increase before application. For a 34-year-old in Wholesale Trade earning SGD 9,000/month (65th percentile: SGD 9,200/month), a 3% raise to SGD 9,500/month yields 10 points.
• Change job title or sector classification. For instance, a role classified under Professional Services (65th percentile: SGD 10,500/month for age 31–40) may be reclassified under ICT (65th: SGD 11,900/month) if the job involves significant tech duties—but this requires employer justification.
• Delay application by a year if the applicant is near the next age bracket’s lower threshold. A 39-year-old in Financial Services earning SGD 13,000/month (65th percentile: SGD 13,200/month) would score 0 points; at age 40, the 65th percentile drops to SGD 12,800/month (age 31–40 bracket ends at 40), so the same salary then earns 10 points.

Common Pitfalls and Data Misinterpretation

One frequent error is using gross salary instead of fixed monthly salary. COMPASS considers only base pay, excluding bonuses, commissions, and allowances. An applicant earning SGD 15,000/month gross but SGD 12,000/month fixed would be benchmarked against the latter. In the ICT sector, SGD 12,000/month for age 31–40 falls between the 65th and 90th percentiles (SGD 11,900 and SGD 16,800), scoring 10 points—not 20 as gross salary might suggest.

Another pitfall is ignoring industry-specific definitions. MOM’s sector classification follows the Singapore Standard Industrial Classification (SSIC), which may differ from a company’s internal labeling. For example, a fintech startup may be classified under Financial Services (SSIC 64) or ICT (SSIC 62), depending on its primary revenue source. Using the wrong sector can misalign salary benchmarks by 15–25%.

Finally, benchmarks are updated annually in April, with occasional mid-year adjustments. The 2025 benchmarks (effective January 2026) are the latest; using 2024 data (e.g., Financial Services 90th percentile at SGD 17,200/month for age 31–40) would underestimate current thresholds. Always verify on MOM’s website before submission.

FAQ

Q1: What happens if my salary is below the 65th percentile but I have a PhD from a top university?

COMPASS C2 (Qualifications) awards 20 points for a PhD from an institution in MOM’s approved list (e.g., NUS, NTU, or top 100 QS-ranked universities). However, C1 is independent: a zero score in C1 means you must earn maximum points (20) in C2, plus at least 10 points from C3 or C4, to reach the pass mark of 40. In practice, a PhD alone rarely compensates for a salary below the 65th percentile, especially in high-salary sectors like Financial Services.

Q2: Can I appeal a COMPASS rejection based on C1 salary?

Yes, MOM allows appeals within 3 months of rejection. The appeal must provide new evidence—typically a higher salary offer from the employer or a revised job title that reclassifies the sector. For example, a rejected ICT applicant earning SGD 10,500/month (below 65th percentile of SGD 11,900) could appeal with a new contract showing SGD 12,000/month. Success rates for C1-related appeals are estimated at 30–40% based on 2025 MOM data, but only if the salary increase is at least 10% above the original.

Q3: How do the 2026 benchmarks differ from 2025?

MOM has not yet published 2026 benchmarks as of February 2026; the current figures are from the April 2025 update (effective January 2026). Historically, benchmarks increase by 3–5% annually in most sectors. For instance, Financial Services 90th percentile for age 31–40 rose from SGD 17,200/month (2024) to SGD 18,500/month (2025), a 7.6% jump. Applicants planning for mid-2026 submissions should budget for a similar increase, especially in growth sectors like ICT and Financial Services.

References

• Ministry of Manpower Singapore, 2025, COMPASS Salary Benchmarks by Sector and Age (Updated April 2025)
• Ministry of Manpower Singapore, 2025, Self-Assessment Tool (SAT) User Guide for Employment Pass
• Singapore Department of Statistics, 2025, Singapore Standard Industrial Classification (SSIC) 2025 Edition
• Economic Development Board Singapore, 2025, Strategic Economic Priorities and Bonus Criterion Guidelines
• Ministry of Manpower Singapore, 2024, Employment Pass Application Outcomes and Appeal Statistics (FY2024)