Since September 2023, every new Employment Pass (EP) application in Singapore has been assessed under COMPASS — the Complementarity Assessment Framework. COMPASS is a points-based scoring system that MOM uses alongside its existing salary and qualification checks to evaluate how well a candidate complements Singapore’s workforce.
If you are applying for an EP, renewing one, or advising candidates, understanding how to score under COMPASS is essential. This guide explains each criterion, how points are calculated, and what to do if your score falls short.
What Is the COMPASS Framework?
COMPASS stands for Complementarity Assessment Framework. It was introduced by MOM to ensure that Employment Pass holders contribute positively to Singapore’s workforce — not simply by meeting a salary threshold, but by complementing the local workforce in measurable ways.
Under COMPASS, each EP application is scored on a 40-point scale across four core criteria and up to two bonus criteria. An applicant needs to score at least 40 points to qualify. Applications that score below 40 points are rejected regardless of salary level.
COMPASS applies to:
- All new EP applications submitted from 1 September 2023 onwards
- EP renewal applications from 1 September 2024 onwards
It does not apply to the Personalised Employment Pass (PEP) or to EP holders who were already on a pass before the phased implementation dates.
COMPASS Scoring: The Four Core Criteria
Each of the four core criteria contributes either 20 points (Exceeds Expectations), 10 points (Meets Expectations), or 0 points (Does Not Meet Expectations) to the total score. The maximum score from core criteria alone is 40 points — enough to pass without any bonus points.
C1: Salary (Individual Attributes)
This criterion benchmarks the candidate’s fixed monthly salary against the median salary of similarly employed Singapore citizens (locals) in the same occupation, as defined by SSOC (Singapore Standard Occupational Classification) code.
| Salary vs Local Median | Points |
|---|---|
| At least 1× the local median | 10 (Meets) |
| At least 1.5× the local median | 20 (Exceeds) |
| Below the local median | 0 (Does Not Meet) |
The local median salary figures are updated by MOM periodically. They vary significantly by occupation — a software engineer’s local median is very different from a finance analyst’s. Candidates who earn substantially more than the local median for their role score 20 points here, providing a strong base for the total.
C2: Qualifications (Individual Attributes)
This criterion assesses the candidate’s educational qualifications, specifically whether their degree is from a recognised institution.
| Qualification | Points |
|---|---|
| Degree from a top-tier institution (as recognised by MOM) | 20 (Exceeds) |
| Degree from any other recognised institution | 10 (Meets) |
| No degree, or degree from unrecognised institution | 0 (Does Not Meet) |
MOM recognises degrees from a wide range of institutions globally. Singapore’s public universities (NUS, NTU, SMU, SUSS, SIT, SUTD) all qualify. Many leading international universities — including those ranked highly by global rankings — are on the top-tier list. MOM does not publish its full list publicly, but the EP Online portal’s Self-Assessment Tool (SAT) allows applicants to check their institution’s tier before applying.
C3: Diversity (Firm-Level Attributes)
This criterion looks at the nationality concentration of the company’s EP and S Pass holders. MOM aims to prevent companies from becoming overly concentrated in any single nationality at the professional level.
| Candidate’s Nationality Share Among EP/S Pass Holders | Points |
|---|---|
| Less than 25% | 20 (Exceeds) |
| 25% to less than 33% | 10 (Meets) |
| 33% or more | 0 (Does Not Meet) |
This is a firm-level criterion — it measures the concentration of the candidate’s nationality among all EP and S Pass holders in the employer company. A candidate from a nationality that already represents 40% of the company’s EP/S Pass headcount would score 0 here, even if they are otherwise well-qualified. This criterion has been particularly impactful for companies in sectors (such as tech) where certain nationalities are historically concentrated.
C4: Local Workforce (Firm-Level Attributes)
This criterion measures the employer’s support for local employment at the professional, manager, executive, and technician (PMET) level, benchmarked against the median among firms in the same industry.
| Local PMET Share vs Industry Median | Points |
|---|---|
| At or above industry median | 20 (Exceeds) |
| Within 10 percentage points below median | 10 (Meets) |
| More than 10 percentage points below median | 0 (Does Not Meet) |
This is also a firm-level criterion. Companies that hire proportionally more Singapore citizens and PRs in PMET roles relative to their industry peers score better here. This creates an incentive for companies to actively grow their local workforce, not just meet a minimum requirement.
COMPASS Bonus Criteria
In addition to the four core criteria, COMPASS includes two bonus criteria that can each add 10 points to the total score. These are particularly valuable for applicants who score 0 on one of the core criteria — a bonus criterion can compensate for the shortfall.
C5: Skills Bonus
An applicant earns 10 bonus points if they are applying for a role in a skills shortage occupation on MOM’s Shortage Occupation List (SOL). The SOL is published by MOM and updated periodically. Roles on the list are those where Singapore faces genuine shortages of qualified local workers — typically in advanced manufacturing, tech, and certain healthcare specialisations.
Applicants can check whether their specific SSOC role qualifies on the MOM COMPASS page. The SOL is reviewed and updated, so it is important to check at application time rather than relying on cached information.
C6: Strategic Economic Priorities Bonus
An applicant earns 10 bonus points if their employer is a company that has been designated under specific government economic programmes — for instance, companies with significant investment commitments to Singapore, or those in sectors identified as strategic priorities. This bonus is awarded at the firm level based on the employer’s designation, not on individual attributes.
How to Calculate Your COMPASS Score
Here is a worked example. A software engineer from India, earning S$8,000/month, applying to a mid-sized Singapore tech company:
| Criterion | Situation | Points |
|---|---|---|
| C1: Salary | Salary is 1.3× local median for software engineers | 10 |
| C2: Qualifications | Degree from a top-tier global university | 20 |
| C3: Diversity | Indian nationals make up 28% of EP/S Pass holders at the firm | 10 |
| C4: Local Workforce | Firm’s local PMET share is 8% below industry median | 10 |
| Total | 50 ✓ Passes |
If the same candidate’s nationality represented 35% of EP/S Pass holders at the firm (scoring 0 on C3), the total would be 40 — still passing. If salary also dropped to below the local median (0 on C1), total would be 30 — failing, and a bonus criterion would be needed.
What to Do If Your COMPASS Score Falls Short
Check If You Qualify for a Bonus Criterion
Before assuming rejection, verify whether the role qualifies for the Skills Bonus (C5) by checking the current SOL. If your occupation is listed, the 10 bonus points may bring you above 40. Similarly, if the employer holds a strategic designation, C6 applies.
Consider a Higher Salary
If your C1 score is 10 (meeting but not exceeding the local median), ask whether a salary adjustment could push you to 1.5× the median for your occupation. This upgrades C1 from 10 to 20 points — a meaningful improvement. Many employers are willing to adjust offers for candidates who are essential to the role.
Review Nationality Concentration at the Firm
C3 is entirely firm-level. If a candidate’s nationality is highly concentrated at the employer, nothing the individual does will fix the score — the employer needs to diversify. This is a structural issue that companies are increasingly planning for, and it is a legitimate factor in hiring decisions under the COMPASS framework.
Explore the S Pass Instead
If an EP application is not viable — for instance if the candidate does not hold a degree — the S Pass may be an alternative if salary and quota conditions are met. The S Pass has its own criteria and does not use COMPASS.
COMPASS and the Broader EP Ecosystem
COMPASS sits alongside the existing EP salary floor, qualification requirements, and the Fair Consideration Framework (FCF). Meeting the salary minimum and holding a recognised degree remains necessary — COMPASS is an additional layer on top of these baseline requirements, not a replacement.
For EP holders who also plan to bring their family to Singapore, recall that Dependant’s Pass eligibility requires an EP salary of at least S$6,000/month — separate from and in addition to COMPASS requirements.
Foreign entrepreneurs who do not intend to be salaried employees can sidestep COMPASS entirely by applying for an EntrePass instead, as that pass has its own distinct criteria.
If you are navigating an EP application — whether as a candidate or an employer — Little Big Employment Agency (MOM Licence 19C9790) can help you understand how COMPASS applies to your specific situation and connect you with qualified specialists. You can also use MOM’s official Self-Assessment Tool (SAT) to estimate your score before applying.
— The Editorial Team, Little Big Employment Agency