The C3 Diversity criterion is one of four foundational criteria in Singapore’s Complementarity Assessment Framework (COMPASS) for Employment Pass (EP) applications. It awards points based on how small a share the candidate’s nationality represents among the employer’s PMET (Professionals, Managers, Executives and Technicians) workforce. An EP application must earn at least 40 points across all COMPASS criteria to pass.
Scoring Bands for C3 Diversity
If your organisation employs at least 25 PMETs, points are awarded according to the candidate’s nationality share among those PMETs:
| Share of candidate’s nationality among organisation’s PMETs | Points |
|---|---|
| Less than 5% | 20 |
| 5% to less than 25% | 10 |
| 25% or more | 0 |
The nationality used is the one indicated on the employee’s passport in Singapore Government records. Permanent Residents are included in the nationality count based on their passport nationality.
Small-Firm Default: Fewer Than 25 PMETs
If your organisation employs fewer than 25 PMETs, the C3 criterion is not waived. Instead, the application automatically receives 10 points for C3 (and also 10 points for C4 Support for Local Employment). This default recognises that small firms cannot reasonably maintain broad nationality diversity.
How the Nationality Share Is Calculated
The share is calculated as:
(Number of the firm’s PMETs holding the same nationality as the candidate) ÷ (Total number of the firm’s PMETs) × 100%
Key rules:
- The denominator includes all PMETs on the firm’s payroll: Singapore Citizens, Permanent Residents, EP holders, S Pass holders in PMET roles, and any other pass holders in PMET roles.
- Work Permit holders are excluded even if they hold PMET job titles, as MOM classifies Work Permit roles as non-PMET.
- Part-time and contract PMETs are counted on a headcount basis, not pro-rated.
- The figure is assessed at the time of the EP application using the firm’s real-time CPF and employment records.
Because the denominator includes local PMETs, hiring more Singapore Citizen or Permanent Resident PMETs reduces every foreign nationality’s share, which can improve the C3 score.
What Counts as a PMET
PMETs are roles requiring tertiary-level professional knowledge, managerial or technical skills. MOM uses a standard classification. An employee’s pass type does not determine PMET status — the role does. S Pass holders in PMET roles (e.g., a junior engineer) are included. Work Permit holders are excluded.
Checking Your Firm’s C3 Score
Employers can use the Workforce Insights tool on the myMOM Portal to:
- View the share of each nationality among the firm’s PMETs
- See the firm’s C3 and C4 scores
- Check the firm’s sector classification and local PMET share relative to its sector
This tool uses MOM’s workforce data and updates regularly.
C3 in the COMPASS Portfolio
C3 is one of four foundational criteria (C1 Salary, C2 Qualifications, C3 Diversity, C4 Support for Local Employment). The maximum from foundational criteria is 80 points (20 each). Bonus criteria (C5 Skills Bonus up to 20 points, C6 Strategic Economic Priorities Bonus 10 points) can push the total higher. A candidate does not need to score well on every criterion; the total must reach 40 points.
For example, a candidate with 0 points on C3 (nationality share ≥ 25%) could still pass with 20 points from C1 (salary ≥ 90th percentile), 10 from C2 (degree-equivalent qualification), and 10 from C4 (local PMET share 20th–50th percentile) = 40 points.
Exemptions from COMPASS (Including C3)
Candidates are exempted from the entire COMPASS framework (all criteria including C3) 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 1 month or less
There is no separate “strategic hire” exemption for C3. The Strategic Economic Priorities (SEP) bonus (C6) awards 10 points to eligible firms but does not exempt them from C3 scoring.
