The C4 criterion (Support for Local Employment) awards points based on an organisation’s local PMET share relative to its sector. Firms with fewer than 25 PMETs receive a default 10 points. Firms with 25 or more PMETs are scored against sector benchmarks.
Two-Stage EP Eligibility Framework
EP candidates must pass a two-stage framework. Stage 1 requires meeting the EP qualifying salary, which varies by age and sector. Stage 2 requires scoring at least 40 points on COMPASS unless exempted. Candidates who fail Stage 1 are ineligible regardless of COMPASS score.
C4 Scoring Rules
C4 evaluates the organisation’s local PMET share relative to its sector. The official MOM page defines the scoring bands:
- Fewer than 25 PMETs: 10 points by default
- 25 or more PMETs:
- 50th percentile and above: 20 points
- 20th to less than 50th percentile: 10 points
- Below 20th percentile: 0 points
An organisation with a local PMET share of at least 70 percent (pegged to the 20th percentile economy-wide) earns at least 10 points regardless of its sector ranking.
C3 Diversity Criterion Also Has a Small-Firm Default
C3 (Diversity) uses the same 25-PMET threshold. Firms with fewer than 25 PMETs score 10 points by default. Firms with 25 or more PMETs are scored on the candidate’s nationality share among the firm’s PMETs:
- Less than 5 percent: 20 points
- 5 percent to less than 25 percent: 10 points
- 25 percent or more: 0 points
Nationality is based on the passport recorded in Singapore Government records.
Foundational Criteria: C1 Salary and C2 Qualifications
C1 (Salary) benchmarks the candidate’s fixed monthly salary against local PMET salaries by sector and age:
- 90th percentile and above: 20 points
- 65th to less than 90th percentile: 10 points
- Below 65th percentile: 0 points
This is separate from the EP qualifying salary floor. Candidates below the qualifying salary are ineligible regardless of C1 points.
C2 (Qualifications) awards points for degree-equivalent qualifications:
- Top-tier institutions (top 100 QS, Singapore Autonomous Universities, agency-endorsed specialised institutions): 20 points
- Other recognised degree-equivalent qualifications (including UK ENIC-assessed foreign degrees, agency-endorsed professional qualifications, qualifying PEI awards): 10 points
- No degree-equivalent qualification: 0 points
Verification proof is required only if points are claimed from C2.
Bonus Criteria: C5 Skills Bonus and C6 Strategic Economic Priorities Bonus
C5 awards a skills bonus for jobs on the Shortage Occupation List (SOL):
- Job on SOL and candidate’s nationality share among firm’s PMETs is less than one-third: 20 points
- Job on SOL and candidate’s nationality share is one-third or more: 10 points
Candidates who need SOL points to pass COMPASS or obtain a 5-year tech EP must perform the specific SOL job duties and meet additional checks. Redeployment requires MOM reassessment.
C6 awards 10 points for participation in eligible economic agency programmes or NTUC-endorsed transformation initiatives. The bonus applies for up to 3 years or the programme duration, whichever is shorter. Renewal requires earning at least 10 points on both C3 and C4 for each of the three months before renewal.
COMPASS Exemptions
Candidates are exempt from COMPASS entirely if they meet any of these conditions:
- Fixed monthly salary of at least $22,500
- Overseas intra-corporate transferee
- Filling the role for one month or less
Official Tools for Employers
Employers can use three official tools:
- Self-Assessment Tool (SAT): checks candidate eligibility before applying
- Workforce Insights tool on myMOM Portal: shows firm’s C3 and C4 scores, sector classification, and workforce benchmarks
- COMPASS Guidebook: PDF overview of the framework and application tips
Illustrative Scoring Examples from MOM
MOM publishes case studies showing how applications score across criteria.
Example A-1 (meets all four foundational criteria): Marketing consultancy, local PMET share at 40th percentile, candidate nationality at 15 percent, salary at 70th percentile, non-top-tier degree. Scores: C1=10, C2=10, C3=10, C4=10. Total=40 (Pass).
Example A-2 (small firm): Biomedical start-up with 15 PMETs. Salary at 70th percentile, non-top-tier degree. Scores: C1=10, C2=10, C3=10 (default), C4=10 (default). Total=40 (Pass).
Example B (weak on C1, strong on C3): Commercial bank, local PMET share at 40th percentile, candidate nationality at 3 percent, salary at 60th percentile, non-top-tier degree. Scores: C1=0, C2=10, C3=20, C4=10. Total=40 (Pass).
Example C (weak on C3 and C4, uses C5 bonus): Software firm, local PMET share at 10th percentile, candidate nationality at 35 percent, salary at 95th percentile, non-top-tier master’s, job on SOL. Scores: C1=20, C2=10, C3=0, C4=0, C5=10 (nationality share ≥ one-third). Total=40 (Pass).
Key Takeaways for Employers
The 25-PMET threshold determines whether C3 and C4 use default scores or benchmarked scoring. Firms near the threshold should verify their PMET count using CPF and ACRA records. The Workforce Insights tool provides current C3 and C4 scores. Salary benchmarking (C1) and qualification verification (C2) remain critical levers. Bonus criteria (C5, C6) can compensate for weak foundational scores but have specific eligibility conditions.
Official References
- MOM: Eligibility for Employment Pass
- MOM: Key Facts on Employment Pass
- MOM: COMPASS C1 Salary Benchmarks
- MOM: COMPASS C5 Skills Bonus – Shortage Occupation List
- MOM: COMPASS C6 Strategic Economic Priorities Bonus Eligible Programmes
- MOM: Self-Assessment Tool (SAT)
- MOM: Workforce Insights Tool on myMOM Portal
- MOM: COMPASS Guidebook (PDF)
