The COMPASS C1 salary criterion benchmarks a candidate’s fixed monthly salary against local PMET salaries in the same sector. It awards up to 20 points based on percentile thresholds. This criterion is separate from the EP qualifying salary, which is a minimum floor that must be met before COMPASS is assessed.
Two-Stage Eligibility Framework
EP applications follow a two-stage framework. Stage 1 requires the candidate to earn at least the EP qualifying salary, which is benchmarked to the top one-third of local PMET salaries by age and varies by sector. Stage 2 requires the candidate to pass the points-based COMPASS assessment, unless exempted. A candidate who does not meet Stage 1 is not eligible for an EP, regardless of COMPASS points.
C1 Salary Criterion: Points Allocation
C1 is one of four foundational COMPASS criteria. Points are awarded based on where the candidate’s fixed monthly salary falls relative to local PMET salary benchmarks for the sector:
| Candidate’s fixed monthly salary compared to salary benchmarks by sector | Points |
|---|---|
| 90th percentile and above | 20 |
| 65th to less than 90th percentile | 10 |
| Below 65th percentile | 0 |
The salary benchmarks by sector are published by MOM. The official page links to a separate page for these benchmarks. The percentile values in dollars are not reproduced on the main eligibility page.
Difference From EP Qualifying Salary
The C1 criterion benchmarks salary against local PMET salaries in the candidate’s sector using percentiles. The EP qualifying salary is a separate, age-based minimum that increases progressively from age 23. Candidates in the financial services sector face higher EP qualifying salaries. The EP qualifying salary acts as a minimum entry gate for Stage 1. C1 operates at Stage 2 and uses a different calculation method.
Fixed Monthly Salary Definition
Only fixed monthly salary counts for C1. MOM’s FAQ on fixed monthly salary defines it as basic pay plus guaranteed fixed allowances. Non-fixed allowances such as performance bonuses, overtime pay, variable transport reimbursements, and commission-based pay are excluded. Housing and vehicle allowances qualify only if the employment contract states a specific, unchanging sum payable every month. Stock-based compensation is disregarded.
Exemptions From COMPASS
Candidates are exempted from the entire COMPASS assessment (including C1) if they meet any of these conditions:
- Fixed monthly salary of at least $22,500
- Applying as an overseas intra-corporate transferee
- Filling the role for one month or less
Small Firms: Default Points
If an organisation employs fewer than 25 PMETs, COMPASS criteria C3 (Diversity) and C4 (Support for Local Employment) each award 10 points by default. C1 and C2 are still assessed on their own merits. The firm’s size does not change how C1 is scored.
Verification And Tools
Employers can use the Self-Assessment Tool (SAT) to check a candidate’s eligibility before applying. The Workforce Insights tool on the myMOM Portal shows the organisation’s workforce profile and scores for C3 and C4. MOM reviews the candidate’s declared salary and other information during application processing.
Case Study Examples From MOM
MOM publishes illustrative case studies:
Example A-1 (marketing consultancy, professional services): Candidate salary at 70th percentile for sector → 10 C1 points. Degree-equivalent qualification (not top-tier) → 10 C2 points. Nationality share 15% → 10 C3 points. Local PMET share at 40th percentile → 10 C4 points. Total 40 points → Pass.
Example A-2 (small med-tech start-up, 15 PMETs): Candidate salary at 70th percentile → 10 C1 points. Degree-equivalent qualification (not top-tier) → 10 C2 points. Firm has fewer than 25 PMETs → 10 C3 points (default) and 10 C4 points (default). Total 40 points → Pass.
Example B (commercial bank, financial services): Candidate salary at 60th percentile → 0 C1 points. Degree-equivalent qualification (not top-tier) → 10 C2 points. Nationality share 3% → 20 C3 points. Local PMET share at 40th percentile → 10 C4 points. Total 40 points → Pass.
Example C (software firm, infocomm technology): Candidate salary at 95th percentile → 20 C1 points. Degree-equivalent qualification (not top-tier) → 10 C2 points. Nationality share 35% → 0 C3 points. Local PMET share below 20th percentile → 0 C4 points. Job on Shortage Occupation List, nationality share 1/3 or more → 10 C5 bonus points. Total 40 points → Pass.
These examples show that a low C1 score can be offset by higher scores on other criteria or bonus points. The 40-point pass mark is the only threshold that matters for the overall outcome.
What Official Sources Do Not Publish
MOM does not publish the actual dollar values of the 65th and 90th percentiles for each sector on the main eligibility page. The page links to a separate “salary benchmarks by sector” page for those figures. The EP qualifying salary tables (by age and sector) are published in full on the eligibility page, but these are Stage 1 thresholds, not C1 percentile benchmarks.
Practical Steps For Employers
- Confirm the candidate meets the EP qualifying salary for their age and sector (Stage 1).
- Determine the candidate’s fixed monthly salary per MOM’s definition.
- Use the SAT to estimate C1 points based on the sector benchmarks.
- If C1 points are low, assess whether other criteria (C2, C3, C4) or bonus criteria (C5, C6) can bring the total to 40.
- Ensure FCF job advertising requirements are met before submitting the application.
