2026 Employment Pass COMPASS Framework: C1 to C6 Scoring Breakdown, Bonus Points and Simulated Scores for Common Professions

Navigating the 2026 Employment Pass (EP) application process means coming face to face with the COMPASS framework — the points-based system that decides whether your profile clears the bar for Singapore’s foreign workforce. Since its introduction, COMPASS has moved the conversation beyond a simple salary threshold. It now weighs a mix of individual attributes and firm-level metrics to gauge your fit for the local PMET (Professionals, Managers, Executives and Technicians) landscape.

This article offers a deep dive into the 2026 COMPASS framework scoring rules. We break down the six criteria — C1 to C6 — explain the exact weightage, highlight bonus and low-score pitfalls, walk through simulated scoring for common professions like technology, finance, and engineering, and deliver actionable strategies to help you self-assess your passing probability and lift your score if it falls short.

Understanding the COMPASS Framework: C1 to C6 Dimensions and Weightage

The COMPASS framework evaluates every new EP application and since 2024 renewal cases on six criteria. A total of 40 points is required to pass. The framework is split into two broad halves: four foundational criteria (C1 to C4) and two bonus criteria (C5 and C6).

• C1 (Salary): Compares your fixed monthly salary to the local PMET wages in your sector by age group. Scores of 0, 10, or 20 points are assigned based on whether your pay falls below the 25th percentile, between the 25th and 50th, between the 50th and 90th, or above the 90th percentile. For the 2026 assessment, applicants should check the latest benchmark released by the Ministry of Manpower (MOM), as sectoral thresholds are reviewed annually.
• C2 (Qualifications): Awards points based on your highest academic degree. Institutions in the top tier of MOM’s list earn 20 points. Other recognised degree-level and equivalent qualifications get 10 points. Qualifications not on the board receive 0 points. This is where the “low-score” risk sits — a diploma or uncertified certificate pulls no weight.
• C3 (Diversity): Measures the nationality mix within your employer’s PMET workforce relative to the industry norm. If the firm’s share of your nationality is below the industry benchmark, you score 20 points. At or moderately above the benchmark gives 10 points, and significantly above it yields 0 points. This is a firm-level metric, meaning your individual diversity score is tied to your employer’s hiring pattern.
• C4 (Support for Local Employment): Evaluates whether your employer has a healthy proportion of local PMETs. A firm with a local PMET share above the sector’s 50th percentile receives 20 points, between the 20th and 50th percentile gets 10 points, and below the 20th percentile earns 0 points.
• C5 (Skills Bonus): Awards up to 20 bonus points if your role appears on the Shortage Occupation List (SOL). Jobs in tech, healthcare, and certain green economy roles frequently feature. In 2026, the list may be updated, and applicants should confirm their specific ANZSCO code.
• C6 (Strategic Economic Priorities Bonus): Grants 10 bonus points if your employer qualifies under Economic Development Board (EDB) or other sector-specific programmes aligned with Innovation, R&D, or global expansion goals. Most small and medium enterprises do not automatically qualify, making this a targeted, elite tier.

A candidate must hit at least 40 points across all six. Importantly, you cannot pass on bonus points alone; the foundational C1–C4 scores must be solid.

C1 Salary and C2 Qualifications: Benchmarking Against Local PMETs

The first two criteria are entirely about you as an individual. In 2026, the salary benchmark continues to segment by sector and age. A 30-year-old software engineer cannot simply compare to the broad “all sectors” median; they must match the tech-specific wage curve. This makes self-assessment tricky without the official COMPASS calculator on MOM’s website.

For C1, aim for at least the 50th percentile to lock in 10 points. If you want 20 points, your monthly fixed salary must exceed the 90th percentile. For a mid-career professional in financial services, this can frequently reach SGD 15,000 to SGD 20,000. An early-career applicant may find 10 points more realistic and will then need to offset with strong C2, C3, and C4 scores. Low-score risk: a salary below the sector’s 25th percentile yields 0 points and can sink the application unless compensated by perfect C3, C4, and bonus scores.

For C2, a degree from a top-ranked institution is the surest route to 20 points. MOM’s self-assessment tool lists eligible institutions per country. Applicants holding postgraduate degrees from recognised universities generally get 10 points. The big pitfall: if your highest qualification is a diploma or an unaccredited certificate, you will get 0 points for C2. This does not mean automatic rejection, but it means you must maximise C1 salary, C3, C4, and bonus criteria. In practical terms, many diploma-holders with niche tech skills may still pass if the employer’s diversity and local employment scores are strong and the role qualifies for a C5 skills bonus.

C3 Diversity and C4 Support for Local Employment: How Firm-Level Metrics Impact Your Score

Two of the four foundational pillars are outside your direct control. That does not mean you are powerless; choosing the right employer is part of your COMPASS strategy.

C3 Diversity looks at your firm’s concentration of a single nationality among PMETs against the industry benchmark. If you are a Chinese national joining a tech firm that already has a very high proportion of Chinese PMETs, you may score 0 on diversity. Conversely, the same applicant joining a firm with a balanced international team could earn 20 points. The benchmark changes yearly and is sector-specific. Candidates who are the first from their country in a firm usually score 20 points here, which can be a critical edge.

C4 Support for Local Employment examines whether the employer walks the talk on building a local Singaporean core. A firm with a very low local PMET share — below the 20th percentile for its sector — scores 0. This is a common trap for EP applicants at smaller, newer firms that rely heavily on foreign talent. Before accepting an offer, you can ask your prospective employer about their COMPASS C3 and C4 historical scores, as these become internal checklist items for HR.

Because C3 and C4 together can contribute up to 40 foundational points, they are often make-or-break for applicants who score only 10 points on C1 and C2. A 10+10 from salary and qualifications can still clear the 40-point line if the employer delivers 20+20 on diversity and local employment, plus 20 for a shortage occupation.

C5 Skills Bonus and C6 Strategic Economic Priorities Bonus: Unlocking Extra Points

The bonus criteria separate the comfortable passes from the borderline cases. A candidate sitting at 30 points from C1–C4 can cross the line with a single 10-point bonus.

C5 Skills Bonus: In 2026, the Shortage Occupation List remains a central element. Roles like AI engineer, cybersecurity specialist, registered nurse, carbon programme analyst, and quantity surveyor have historically appeared. A critical nuance: the C5 bonus is subject to a cap that mandates employer compliance with the Fair Consideration Framework, and the candidate must meet the required fixed monthly salary floor — for many tech roles this is SGD 6,000 or higher (rising with age). If you are in a listed shortage occupation, you can claim up to 20 points. If the SOL no longer lists your job in 2026, this bonus disappears.

C6 Strategic Economic Priorities Bonus: This 10-point top-up is available only to firms that engage in high-value research, innovation, or internationalisation activities supported by government agencies like EDB and Enterprise Singapore. In practice, this applies to firms with specific awards or programmes such as the Tech@SG scheme, the EDB’s DEI list, or the Intellectual Property strategy programme. A typical EP applicant should not bank on C6 unless the employer explicitly confirms eligibility.

Combined, C5 and C6 can gift an applicant up to 30 points. If your foundational scores are shaky — for instance, you earn 10 (C1), 10 (C2), 10 (C3), 0 (C4) — a skills bonus of 20 points can push you to 50 and clear the bar, provided the shortage occupation claim is validated.

Practical Simulated Scoring: Scenarios for Tech, Finance, and Engineering Professionals

To bring the COMPASS framework to life, let’s simulate scoring for three common applicant profiles in 2026. These examples assume the latest sector benchmarks and shortage lists, so treat them as illustrative.

Scenario 1: Senior Software Engineer (Tech)

• Nationality: Indian, joining a mid-size fintech firm.
• Salary: SGD 14,000 fixed monthly (90th percentile for tech sector, age 34). C1 = 20 points.
• Qualification: Master’s degree from a top-tier Indian institute (MOM top-institution list). C2 = 20 points.
• C3: Firm’s Indian PMET share is moderately above the tech sector benchmark. C3 = 10 points.
• C4: Firm’s local PMET share above 50th percentile. C4 = 20 points.
• C5: Role is on SOL (software and applications manager). C5 = 20 points.
• C6: Employer not in strategic priority programme. C6 = 0 points.
  Total: 20+20+10+20+20 = 90 points. Verdict: Strong pass.

Scenario 2: Finance Analyst (Banking & Insurance)

• Nationality: British, joining a global bank.
• Salary: SGD 8,000 fixed monthly (between 50th and 90th percentile for young analyst). C1 = 10 points.
• Qualification: Bachelor’s from a recognised UK university (not in MOM top-tier list). C2 = 10 points.
• C3: Bank’s British PMET ratio is well below industry benchmark. C3 = 20 points.
• C4: Bank has high local PMET share. C4 = 20 points.
• C5: Finance analyst not on SOL. C5 = 0 points.
• C6: Employer not under strategic programme. C6 = 0 points.
  Total: 10+10+20+20 = 60 points. Verdict: Pass, but could go borderline if C3 or C4 dips.

Scenario 3: Mechanical Engineer (Manufacturing)

• Nationality: Filipino, joining a mid-sized manufacturing plant.
• Salary: SGD 5,500 fixed monthly (between 25th and 50th percentile for early-career engineer). C1 = 10 points.
• Qualification: Diploma only (0 points). C2 = 0 points.
• C3: Firm has low Filipino PMET concentration relative to manufacturing sector. C3 = 20 points.
• C4: Firm’s local PMET share is just below the 20th percentile. C4 = 0 points.
• C5: Mechanical engineer on SOL (niche industrial automation). C5 = 20 points.
• C6: No. Total: 10+0+20+0+20 = 50 points. Verdict: Passes but vulnerable — any change in SOL or employer metrics could tip to fail.

These simulations underscore the importance of running a free self-assessment using the official MOM COMPASS calculator before accepting a job offer. Scoring under 40 points means an immediate EP rejection.

Actionable Strategies to Boost Your COMPASS Score Before Applying or Renewing in 2026

Even if your simulated score hovers around the 40-point threshold, you can take targeted steps to raise your COMPASS outcome.

1. Push for a salary increment or benchmark-based negotiation. If your current offer sits at the 45th percentile, a modest bump into the 50th percentile can shift C1 from 10 to 20 points. Use MOM’s sectoral benchmark data to build your case.
2. Pursue a recognised top-tier qualification part-time. For applicants with a diploma, enrolling in a top-ranked part-time degree programme that MOM lists can transform a C2 zero into a future 10 or 20 points. This is a longer-term play but effective for renewal in two years.
3. Target employers with strong C3 and C4 scores. During interviews, ask about the firm’s nationality diversity and its local PMET ratio. Companies that regularly hire EP holders will know their COMPASS profile. If the firm hesitates or has a known concentration of your nationality, seek alternatives.
4. Align your role with the Shortage Occupation List. If you are on the border between two job codes, check which one qualifies for C5. In some cases, a minor title adjustment or taking on tasks that map to a shortage-listed ANZSCO code can unlock up to 20 bonus points, provided the employer supports the designation.
5. Leverage intra-company transfers or global programmes. If your multinational employer participates in TalentCorp or strategic priority initiatives, confirm with HR whether the role qualifies for C6 bonus. Even 10 points can rescue a borderline case.
6. Monitor MOM policy updates in 2026. The COMPASS framework itself is stable, but salary thresholds, sectoral benchmarks, and the SOL are refreshed. Subscribe to MOM alerts or work with a licensed employment agency to stay ahead of changes that could affect your renewal.
7. Get a full pre-application self-assessment. The MOM COMPASS self-assessment tool is free and instantly calculates your score based on the data you input. Run multiple scenarios — different salaries, employers, or job codes — to find a passing combination before submitting.

By actively managing the variables you can control — salary, qualifications, employer choice, and job code alignment — you effectively raise the floor of your COMPASS score and reduce the risk of a surprise rejection.

Frequently Asked Questions About the 2026 COMPASS Framework Scoring

Q1: What is the minimum COMPASS score required for an EP approval in 2026?
A: An EP applicant must score at least 40 points across the six criteria (C1 to C6). No single criterion alone can guarantee a pass. Even with high bonus points, sufficient foundational scores in salary and qualifications are expected.

Q2: Can I pass COMPASS if I have 0 points for C2 Qualifications?
A: Yes, it is possible. If you score well on C1 (salary above 90th percentile), have strong C3 and C4 employer scores, and qualify for the C5 skills bonus, you can still reach 40 points. However, falling short on C2 makes the path narrower.

Q3: How often do the COMPASS salary benchmarks change?
A: The Ministry of Manpower typically updates sector-specific salary benchmarks annually. For a 2026 application, you must use the benchmarks that apply at the point of submission, which may differ from 2025 figures.

Q4: Does being on the Shortage Occupation List guarantee the C5 bonus?
A: No. Candidates must also meet a minimum fixed monthly salary threshold (often SGD 6,000 or above, higher for older applicants) and their employer must comply with Fair Consideration Framework requirements. If the role is removed from the SOL in 2026, the bonus does not apply.

Q5: Can a small business qualify for the C6 Strategic Economic Priorities bonus?
A: It is less common, but not impossible. If the SME participates in recognised government programmes such as the Scale-Up SG initiative or global innovation alliance, it may qualify. Most standard EP applications from SMEs receive 0 points for C6.

Q6: Is the COMPASS framework the only requirement for EP?
A: No. The qualifying salary still applies as a first gate. Additionally, employers must demonstrate fair hiring practices and comply with the Fair Consideration Framework. COMPASS sits on top of these baseline rules.

Closing Summary: Taking Control of Your 2026 COMPASS Outcome

The 2026 Employment Pass COMPASS framework is not a black box. By dissecting the C1 to C6 criteria — salary percentile, qualification tier, employer diversity, local employment support, skills bonus, and strategic priorities bonus — you can map your own trajectory with clarity. The simulated examples above show that a solid strategy involves more than just a competitive salary; it demands a deliberate employer choice, an eye on the Shortage Occupation List, and a realistic assessment of your academic credentials.

Self-assessment is the first and most powerful step. Use the MOM COMPASS calculator, pressure-test your score under different assumptions, and address the weak pillars before scheduling your application or renewal. With the right preparation, hitting the 40-point threshold becomes a predictable milestone rather than a gamble.