COMPASS Points Calculator: Will Your EP Application Score Enough?

If you are an employer or HR lead applying for an Employment Pass (EP) in Singapore in 2026, the COMPASS framework is no longer optional reading — it is the gate every new EP application must pass. Introduced by the Ministry of Manpower (MOM) on 1 September 2023 for new EP applications and from 1 September 2024 for renewals, the Complementarity Assessment Framework (COMPASS) replaced the older points-based filters with a structured scorecard. From 1 January 2026, MOM has refreshed the qualification lists, the Shortage Occupation List, and the sector-specific salary benchmarks — so even teams that were comfortable with COMPASS in 2024 need to re-check their numbers.

This guide explains what COMPASS measures, how each criterion is scored, what the 2026 changes mean in practice, and how to estimate whether your candidate will clear the 40-point threshold before you commit to the application. We have included a worked example and a practical readiness checklist.

For a broader overview of work pass routes, our work pass guide (EP, S Pass, Work Permit) remains a useful starting point. If you would like the application handled end-to-end, our affiliated firm Raffles Corporate Services manages EP applications for clients across sectors.

What is COMPASS?

COMPASS is a transparent, points-based scorecard that MOM uses to assess EP applications. Candidates must score at least 40 points across the COMPASS criteria to pass — though the qualifying salary still functions as a pre-requisite gate that the candidate must clear before COMPASS is even applied.

Points are awarded across four foundation criteria (C1–C4) and two bonus criteria (C5–C6). Each criterion can score 0 (Below Expectations), 10 (Meets Expectations), or 20 (Exceeds Expectations). The bonus criteria can add a further 10 or 20 points if applicable.

The four foundation criteria

The two bonus criteria provide additional points where relevant:

What changed for 2026

From 1 January 2026, the following updates apply to new EP applications, with renewals subject to the same updates from 1 July 2026:

• Updated qualification lists. MOM refreshed the list of recognised top-tier institutions and the list of awarding institutions for degree-equivalent professional qualifications. Some institutions that scored 20 points in 2024 now score 10 — confirm against the current list at the MOM EP eligibility page.
• Sector salary benchmarks raised. Sector-specific salary benchmarks have moved up across financial services, ICT, professional services, and manufacturing. A salary that earned 20 points on C1 in 2024 may now earn 10 in 2026.
• Refreshed Shortage Occupation List. Several occupations have been added (notably in sustainability, AI, and chip manufacturing) and a few removed. Check the current SOL before claiming the C5 bonus.
• Higher qualifying salaries. The minimum qualifying salary thresholds for new EP applications have been adjusted upward. The financial services sector remains the highest-bar sector in 2026.

For the underlying eligibility criteria that pre-date COMPASS, our older Employment Pass criteria article sets out the structural requirements (qualifying job, salary floor, complementarity test).

How to calculate your candidate’s COMPASS score

The simplest way to estimate the score is to walk through each criterion methodically. The MOM Self-Assessment Tool (SAT) on the official portal will give a precise score, but here is the manual approach that mirrors the SAT logic.

Step 1: Confirm the candidate clears the qualifying salary

If the candidate’s fixed monthly salary is below the sector minimum (for example, S$5,600 for general roles or S$6,200 for financial services as benchmarks were last calibrated; the precise figure will be set out on MOM’s site), the application fails before COMPASS is applied. There is no remedy other than raising the offered salary.

Step 2: Score C1 (Salary)

Compare the candidate’s fixed monthly salary to the published age-and-sector benchmark table. The percentile bands shift up roughly with age. A 35-year-old software engineer earning S$10,000/month in ICT may score 10 points on C1; the same engineer at S$13,500 may score 20.

Step 3: Score C2 (Qualifications)

Cross-check the candidate’s tertiary qualification against the MOM list of (a) top-tier institutions and (b) recognised awarding institutions for degree-equivalent qualifications. Many candidates assume their alma mater scores 20 — confirm before submission, especially for institutions outside the OECD.

Step 4: Score C3 (Diversity) and C4 (Local support)

These two scores depend on the firm’s existing workforce mix, not the candidate’s profile. Run the firm’s PMET headcount through MOM’s reporting and compare to the industry benchmarks. Smaller firms (under 25 PMET employees) automatically receive 10 points each on C3 and C4.

Step 5: Add bonuses (if applicable)

If the role is on the SOL and the firm has shown a track record of hiring locals in similar roles, claim +20. If the firm participates in a qualifying SEP programme (e.g. EDB’s IPP, Tech.Pass linked initiatives, or Enterprise Singapore’s GIA), claim +10. These bonuses are evidence-driven — be ready to support claims with documentation.

Worked example: a mid-career data scientist

Consider Priya, a 33-year-old data scientist offered S$11,500/month by a 40-person fintech firm. She holds a master’s in computer science from a UK institution that appears on the MOM top-tier list. The firm’s PMET headcount is 70% Singaporean and Indian nationals are 8% of the local PMET workforce.

Priya passes COMPASS comfortably. If the firm’s diversity profile were weaker (Indian nationals at 30%), the C3 score drops to 0 and Priya’s total falls to 70 — still passing. The C5 bonus is what makes the application robust against any one criterion being weaker.

Common reasons COMPASS scores fall short

• Salary just under the percentile band. A salary that earns 0 instead of 10 on C1 can swing the result. Re-running benchmarks before finalising the offer letter is worth the effort.
• Single-nationality teams. Firms where the same nationality dominates PMET headcount struggle on C3. Hiring across nationalities for similar roles helps.
• Out-of-list institutions. Some prestigious regional institutions don’t make the top-tier list but do qualify for the 10-point degree-equivalent band. Verify before assuming 20.
• Misclaimed bonuses. If a role is “data analyst” rather than “data scientist”, it may not match the SOL listing exactly. MOM rejects bonus claims that don’t fit the listed occupation precisely.

For founder-employer profiles considering EntrePass instead of EP, see our businesses for foreigners on certain passes article. Family office principals frequently need to thread the COMPASS needle — see our Singapore family office setup guide for that specific context.

Practical readiness checklist

• Confirm the qualifying salary floor for the role’s sector and the candidate’s age band.
• Run the C1 benchmark using the most recent MOM table.
• Verify the candidate’s qualification against the MOM list (top-tier vs degree-equivalent vs neither).
• Pull the firm’s PMET nationality mix and compare to industry distribution for C3.
• Pull the firm’s local PMET share for C4 and compare to the relevant industry benchmark.
• Check if the role is on the 2026 SOL — and whether the firm can evidence local hiring.
• Identify any SEP programmes the firm participates in.
• Total the score: target above 40 with margin (at least 50) to absorb minor adjustments at MOM’s discretion.

For broader hiring obligations once the EP is approved, including levy and CPF considerations, our compliance requirements article outlines the ongoing duties.

Conclusion

COMPASS is not designed to be punitive — but it is designed to be discerning. Firms that hire intentionally across nationalities, pay competitively, and contribute to the local PMET pipeline pass comfortably. Firms that lean heavily on one nationality at low salaries will struggle, regardless of the candidate’s individual profile. The 2026 updates raise the bar slightly, particularly on salary benchmarks and qualification lists, so 2024-era scoring assumptions should be re-tested.

If you would like a second opinion on a specific candidate’s likely COMPASS score before submission — or you want EP applications managed end-to-end — Raffles Corporate Services handles EP, S Pass, EntrePass, and PR applications with full COMPASS analysis upfront.

— The Editorial Team, Raffles Corporate Services