The Complementarity Assessment (COMPASS) Framework: Everything You Need To Know About It

Singapore has long been recognised as one of the world’s top business destinations — a hub for global talent, innovation, and entrepreneurship. To maintain this balance between attracting high-quality foreign professionals and developing a strong local workforce, the Ministry of Manpower (MOM) introduced the Complementarity Assessment Framework (COMPASS).
The COMPASS Framework is a transparent, point-based system designed to help employers better understand the eligibility requirements for the Employment Pass (EP) in Singapore. It gives companies greater clarity when planning manpower needs and ensures that foreign professionals complement the local workforce, rather than compete with it.
From 1 September 2023, all new EP candidates — and renewals from 1 September 2024 — must pass a two-stage eligibility framework:

1. Meeting the EP Qualifying Salary, and
2. Scoring at least 40 points under COMPASS.

Let’s explore how COMPASS works, how points are awarded, and what employers and foreign professionals should know to improve their chances of approval.

What Is the Complementarity Assessment Framework (COMPASS)?

The Complementarity Assessment Framework (COMPASS) is a structured, point-based system that evaluates foreign professionals on both individual merits (such as salary and qualifications) and company attributes (such as workforce diversity and support for local employment).
By introducing COMPASS, MOM aims to:

• Ensure that foreign professionals employed in Singapore are highly skilled and bring specialised expertise.
• Promote workforce diversity, reducing over-reliance on specific nationalities.
• Strengthen the Singaporean core, ensuring locals continue to have strong career opportunities.

Previously, EP applications were assessed primarily based on salary, education, and employer background. Now, COMPASS adds a quantitative dimension — applicants must score at least 40 points across multiple criteria to qualify for an Employment Pass.

How to Pass COMPASS

To pass COMPASS, your application must achieve at least 40 points.
The scoring is divided into two main categories:

1. Foundation Criteria — up to 20 points per criterion.
2. Bonus Criteria — up to 20 points for the Skills Bonus, and up to 10 points for the Strategic Economic Priorities (SEP) Bonus

How to Calculate Your Organisation’s Local PMET Share

To understand your company’s standing, calculate your Local PMET Share:
Local PMET Share = Number of Local PMET Employees / Total Number of PMET Employees
A higher percentage of local PMETs improves your organisation’s percentile ranking, which can positively influence your COMPASS score

FOUNDATION CRITERIA

C1: Salary

This criterion benchmarks your salary against the local PMET salaries in your sector. So, It is different from the EP qualifying salary, which is the minimum bar that candidates need to pass to obtain an EP.

You can earn up to 20 points from achieving this criteria.

How can I earn points?

Tip: Even if you score 20 points here, you must still meet the minimum EP qualifying salary to be eligible.

C2 – Qualifications

Educational background plays a key role in assessing a candidate’s professional quality.

C3 – Diversity

Singapore values workplace diversity. This criterion rewards companies that maintain a balanced mix of nationalities among their PMET employees.

• Companies with fewer than 25 PMETs: automatically receive 10 points.
• Companies with 25 or more PMETs: points are awarded based on how common the candidate’s nationality is within the organisation.

The lower the representation of the candidate’s nationality, the higher the score — encouraging diversity and inclusion within Singaporean companies.

C4 – Support for Local Employment

This criterion recognises companies that actively hire and develop local PMET talent.

Employers that contribute significantly to the local workforce through hiring, training, and upskilling initiatives score higher under this category.

BONUS CRITERIA

C5 – Skills Bonus (Shortage Occupation List)

The Skills Bonus recognises roles requiring specialised skills that are in shortage within Singapore’s local workforce. The Shortage Occupation List (SOL) is curated through extensive consultation with industry agencies and is regularly reviewed to reflect market needs.

To earn this bonus:

• The candidate must perform duties listed under the specific shortage occupation.
• The correct job title must be selected in the EP application.
• For some roles, MOM may conduct additional checks if the bonus points are required for eligibility or for applying for a 5-year EP duration (for certain tech roles).

Redeployment:
If a candidate receiving the SOL bonus is moved to another job, MOM must be notified for reassessment. Those who qualified for an EP without needing SOL bonus points are not bound by this restriction, but still need to notify MOM of any job change.

C6 – Strategic Economic Priorities (SEP) Bonus

This 10-point bonus is awarded to companies that contribute significantly to Singapore’s economic transformation. Eligible firms typically:

• Undertake major investments, innovation, or internationalisation projects in partnership with Singapore’s economic agencies.
• Are endorsed by NTUC as strong partners in workforce and business transformation initiatives.

If your company qualifies, MOM will notify you and reflect your bonus points in the Self-Assessment Tool (SAT).

Exemptions from COMPASS

Certain categories of candidates are exempt from the COMPASS framework. These include:

• Candidates earning a fixed monthly salary of S$22,500 or above (aligned with the Fair Consideration Framework job advertising exemption).
• Overseas intra-corporate transferees.
• Candidates filling roles for one month or less.

How to Prepare for the COMPASS Framework

Singapore’s COMPASS system marks a shift toward transparency and fairness in hiring foreign professionals. For both employers and candidates, preparation is key.

1. Understand the Assessment Criteria

Before applying, evaluate how your candidate performs across all six criteria. Use the MOM Self-Assessment Tool (SAT) to estimate your COMPASS score and identify weak areas that need improvement.

2. Benchmark Salaries

Ensure the proposed salary meets both the EP qualifying salary and sectoral benchmarks to secure a high score under C1 (Salary).

3. Verify Qualifications

If the candidate’s educational institution does not appear on MOM’s accredited list, provide third-party verification showing that the degree is genuine and recognised by the local government.

4. Enhance Workforce Diversity

Companies should aim to diversify their PMET base by nationality to gain higher scores under C3 (Diversity). This not only improves COMPASS performance but also enhances global competitiveness.

5. Invest in Local Talent Development

Demonstrate commitment to Singapore’s workforce by training and hiring locals. Participation in government-supported programmes like WSG initiatives or NTUC partnerships can improve C4 and SEP scores.

Why the COMPASS Framework Matters

The COMPASS Framework benefits both employers and foreign professionals.
For employers, it provides clarity and predictability in hiring decisions. For the Singapore government, it ensures that imported talent truly complements local manpower.
This system aligns with Singapore’s long-term vision of becoming Asia’s premier talent hub — one that balances open global hiring with strong local inclusion.