The C3 Diversity criterion awards points based on the share of the candidate’s nationality among the organisation’s PMET employees. A lower share earns more points. Employers can check their firm’s nationality share using the Workforce Insights tool on the myMOM Portal.
How C3 scoring works
The C3 criterion applies to organisations with at least 25 PMETs. Organisations with fewer than 25 PMETs receive 10 points by default. For organisations with 25 or more PMETs, points are awarded as follows: less than 5% share earns 20 points; 5% to less than 25% earns 10 points; 25% or more earns 0 points. The candidate’s nationality is based on the passport nationality in Singapore Government records. The denominator includes all PMETs in the organisation, including Singapore citizens and permanent residents.
What counts as a PMET for C3
PMETs are Professionals, Managers, Executives and Technicians. The count includes both local and foreign employees. The Ministry of Manpower (MOM) calculates the share using the organisation’s workforce profile in its records. Employers can refer to the COMPASS FAQ for details on how PMETs are counted under the Diversity (C3) and Support for Local Employment (C4) criteria.
How to check your firm’s C3 score
Employers can use the Workforce Insights tool on the myMOM Portal. The tool shows the organisation’s workforce profile, industry benchmarks, and the firm’s scores for C3 Diversity and C4 Support for Local Employment. It also provides benchmarking insights for workforce planning. An infographic explaining how to access and use the tool is available on the MOM website.
Using the Self-Assessment Tool (SAT)
Employers and employment agents can use the enhanced Self-Assessment Tool (SAT) to check a candidate’s eligibility before applying. The SAT reflects the firm’s COMPASS scores, including C3, based on the latest workforce data. MOM notifies the organisation if it has been awarded Strategic Economic Priorities bonus points, which also appear in the SAT.
Exemptions from COMPASS
Candidates are exempted from COMPASS entirely if they meet any of these conditions: fixed monthly salary of at least $22,500; applying as an overseas intra-corporate transferee; or filling the role for one month or less. Exempted candidates do not need to pass COMPASS, so C3 does not apply to their applications.
EP qualifying salary remains the first gate
Before COMPASS is assessed, the candidate must meet the EP qualifying salary (Stage 1). The qualifying salary starts at $5,600 for most sectors and $6,200 for financial services, increasing progressively with age up to $10,700 and $11,800 respectively at age 45 and above. From 1 January 2027, new applications require $6,000 and $6,600 respectively, rising to $11,500 and $12,700 at age 45 and above. Candidates who do not meet the qualifying salary are not eligible for an EP, regardless of COMPASS points.
Official resources
- MOM: Eligibility for Employment Pass – COMPASS C3 Diversity
- MOM: How PMETs are counted under C3 and C4
- MOM: How candidate nationality share is calculated
- MOM: Workforce Insights tool on myMOM Portal
- MOM: Self-Assessment Tool (SAT)
- MOM: COMPASS guidebook (PDF)
- MOM: Key facts on Employment Pass
- MOM: Exemptions from COMPASS