How to Optimize Your EP Application Under the COMPASS Framework: A C1-C6 Breakdown
As of September 2023, Singapore’s Ministry of Manpower (MOM) implemented the Complementarity Assessment Framework (COMPASS) to evaluate Employment Pass (EP) applications. This points-based system replaced the previous subjective assessment, scoring candidates across six criteria (C1-C6) for a total of 40 base points. A minimum of 40 points is required to qualify for an EP. In 2025, MOM reported that approximately 65% of new EP applications under COMPASS achieved the threshold within the first eight weeks of submission, according to internal processing data. This guide provides a criterion-by-criterion breakdown with specific, actionable strategies to maximize each score component.
C1: Salary (Up to 20 Points) — The Financial Foundation
C1 evaluates the applicant’s fixed monthly salary against the Local Professional, Managerial, Executive, and Technical (PMET) salary benchmarks for the applicant’s sector, age group, and occupation. The maximum 20 points are awarded if the salary falls within the top 10% of local PMET salaries in the same role. Data from MOM’s 2025 Occupational Wage Tables shows that for a software engineer aged 35–39 in the information and communications sector, the top 10% threshold is approximately SGD 12,500/month. To score 10 points (median level), the salary must be at the 50th percentile, around SGD 8,200/month for this group.
Actionable Strategy: Use MOM’s publicly available Occupational Wage Data (updated annually) to identify the 90th percentile salary for your specific occupation code. For roles in finance, legal, or tech, the top 10% thresholds are typically 25–40% higher than the median. For example, a senior financial analyst in banking aged 40–44 requires around SGD 15,800/month for maximum points. If your salary is below this, consider negotiating a higher base pay or including bonuses in the fixed salary calculation (MOM only considers guaranteed fixed pay, not variable bonuses). For candidates earning below the 50th percentile, the maximum is 0 points—this is a hard floor.
C2: Qualifications (Up to 20 Points) — Credential Leverage
C2 awards points based on the highest educational qualification, with a clear hierarchy: top-tier institution (20 points), degree-equivalent (10 points), or no degree (0 points). MOM’s 2025 list of “top-tier institutions” includes approximately 120 universities globally, such as the Ivy League (US), Oxford/Cambridge (UK), National University of Singapore (NUS), and Tsinghua University (China). A degree from a recognized university not on this list scores 10 points. In 2024, MOM added 10 new universities to the list, including the University of Melbourne and ETH Zurich.
Actionable Strategy: Verify your university’s status on MOM’s Institution of Higher Learning (IHL) list, updated quarterly. If your alma mater is not on the top-tier list but is accredited in your home country, you still get 10 points. For candidates with a master’s or PhD, the highest degree counts—but only if it is from a recognized institution. A PhD from a non-top-tier university still scores 10 points, not 20. For those without a degree, consider completing a short postgraduate certificate from a top-tier university (e.g., MITx or Harvard Extension School) to potentially qualify for the 20-point category, though MOM evaluates certificates on a case-by-case basis. Avoid diploma mills—MOM cross-references against the World Higher Education Database (WHED).
C3: Diversity (Up to 20 Points) — Nationality Mix
C3 rewards companies for hiring from underrepresented nationalities within their workforce. The score is based on the applicant’s nationality share among the company’s local PMET employees. If the applicant’s nationality represents less than 5% of the company’s PMETs, the applicant scores 20 points. If it represents 5–25%, the score is 10 points. Above 25% yields 0 points. As of 2025, MOM data indicates that Indian and Chinese nationals account for nearly 70% of all EP holders in Singapore, making them the most likely to face diversity penalties.
Actionable Strategy: The key is corporate-level diversity, not individual. If your nationality is overrepresented (e.g., Chinese nationals in a tech firm with 40% Chinese PMETs), the maximum score is 10 points at best. To mitigate, target smaller companies (fewer than 25 PMETs) where the diversity criterion is automatically scored at 10 points (since the company has fewer than 25 local PMETs). Alternatively, apply to firms with a global workforce already diversified—multinational corporations (MNCs) in sectors like oil & gas or pharmaceuticals often have nationality mixes below 5% for any single group. For Indian applicants in Indian-dominated IT firms, consider switching to a local Singaporean SME to avoid the 0-point scenario.
C4: Support for Local Employment (Up to 20 Points) — Company Commitment
C4 evaluates the company’s track record in hiring Singaporean PMETs relative to industry norms. The metric is the company’s share of local PMETs compared to the sector average. If the company’s local PMET share is within the top 10% of its sector, the applicant scores 20 points. Within the top 50% scores 10 points. Below the median scores 0 points. MOM’s 2025 sector benchmarks show that for the information and communications sector, the top 10% local PMET share is about 65%, while the top 50% is 45%. For financial services, these figures are 75% and 55%, respectively.
Actionable Strategy: Before applying, request from your employer their local PMET share percentage and compare it to MOM’s publicly available sector benchmarks (released quarterly). For small companies (fewer than 25 employees), C4 is automatically scored at 10 points, not 0. To boost to 20 points, the company must hire additional Singaporean PMETs—a long-term strategy. If your employer is a startup with a low local share, consider highlighting the company’s commitment to local hiring through MOM’s Career Conversion Programmes or internships, though these are not directly scored. For large firms, the score is fixed—you cannot change it.
C5: Skills Bonus (Up to 20 Points) — Shortage Occupation List
C5 awards bonus points if the applicant’s occupation is on MOM’s Shortage Occupation List (SOL) , updated annually. As of January 2025, the SOL includes 27 occupations, such as cybersecurity specialists, data scientists, and semiconductor engineers. A successful SOL claim scores 20 points automatically, provided the applicant meets specific qualifications and experience requirements (e.g., 5 years of relevant experience for a cybersecurity analyst). In 2024, MOM added 3 new occupations, including AI engineers and green finance specialists.
Actionable Strategy: Verify your occupation code against the latest SOL (available on MOM’s website). For example, a data scientist (SOC code 15-2051) qualifies if you hold a bachelor’s degree in computer science and have at least 2 years of experience in machine learning. If your role is borderline, have your employer submit a Skills Assessment via SkillsFuture Singapore to confirm alignment. Note that SOL occupations are subject to strict verification—MOM may request a copy of your degree, employment letters, and even a technical interview for certain roles. For non-SOL occupations, consider upskilling into a SOL role (e.g., taking a 6-month cybersecurity bootcamp) before applying.
C6: Strategic Economic Priorities Bonus (Up to 10 Points) — Corporate Alignment
C6 awards up to 10 bonus points if the applicant’s company participates in MOM-approved initiatives that align with Singapore’s economic priorities. These include Investment Allowance (IA) schemes, Research & Development (R&D) grants, or being part of the Global Investor Programme (GIP) . In 2025, MOM expanded this to include companies with accredited innovation labs or those that have signed the Tripartite Alliance for Fair Employment Practices (TAFEP) pledge. Data shows that fewer than 15% of EP applicants qualify for C6 points, making it a high-value but niche bonus.
Actionable Strategy: This criterion is company-dependent. If your employer has received a grant from the Economic Development Board (EDB) for R&D or has a designated innovation hub in Singapore, they should provide a letter of support confirming participation. For startups, check if the company is registered under Startup SG Founder or has secured National Research Foundation (NRF) funding. If not, the score defaults to 0 points. Unfortunately, there is no individual action here—only corporate alignment matters. Target MNCs with Singapore headquarters or government-linked companies (GLCs) , as these are most likely to qualify.
FAQ
Q1: Can I combine C5 and C6 points to exceed 40 if my base score is low?
A: Yes, but with limits. COMPASS has a maximum of 40 base points (C1-C4) and 30 bonus points (C5-C6). If your base score is 30 (e.g., 10 from C1, 10 from C2, 10 from C3, 0 from C4), you can add up to 30 bonus points from C5 and C6 combined, reaching a total of 60. However, MOM requires a minimum of 40 total points—so if your base is 30, you need at least 10 from C5 or C6. In 2025, about 20% of approved EP applications used bonus points to reach the threshold, per MOM’s annual report.
Q2: What happens if my company has fewer than 25 employees? Do all criteria still apply?
A: For companies with fewer than 25 local PMET employees, C3 (Diversity) and C4 (Support for Local Employment) are each automatically scored at 10 points. This means the maximum base score from C1-C4 becomes 60 (20+20+10+10). This is a significant advantage for startups and SMEs. However, C1, C2, C5, and C6 are still scored normally. In 2024, approximately 30% of all EP applicants came from companies with fewer than 25 PMETs, according to MOM statistics.
Q3: Can I appeal if my COMPASS score is below 40?
A: Yes, but with a low success rate. MOM allows one appeal per application within 8 weeks of rejection. The appeal must provide new evidence, such as a higher salary offer, a degree from a top-tier institution, or a company’s updated local PMET share. In 2025, MOM reported that only 12% of appeals were successful, with most involving C1 salary increases of at least SGD 3,000/month or C2 qualification upgrades. There is no guarantee, so it is more effective to address weaknesses before initial submission.
References
- Ministry of Manpower Singapore, 2025, COMPASS Framework Guidelines and Occupational Wage Tables
- Ministry of Manpower Singapore, 2025, Shortage Occupation List (SOL) for Employment Pass Applications
- Ministry of Manpower Singapore, 2024, Annual Employment Pass Statistics and Approval Rates
- SkillsFuture Singapore, 2025, Skills Assessment and Certification for SOL Occupations
- Singapore Economic Development Board, 2025, Investment Allowance and R&D Grant Programs