Singapore’s Employment Pass (EP) application process underwent a fundamental transformation with the introduction of the COMPASS (Complementarity Assessment Framework) scoring system on 1 September 2023. Before COMPASS, EP decisions were largely qualitative — an officer assessed salary, employer profile and candidate qualifications holistically. Since COMPASS, every EP application is now assigned a numerical score, and applications that do not clear the passing threshold are rejected automatically, regardless of other merits. Understanding how COMPASS works is now essential for any company hiring foreign professionals in Singapore.

For employment pass applications in Singapore, working with a licensed employment agency that understands the COMPASS scoring system can make the difference between approval and rejection.

What Is COMPASS?

COMPASS is a points-based pre-screening framework administered by the Ministry of Manpower (MOM). It applies to new EP applications and, from September 2024, to EP renewals as well. The framework scores applications across five criteria, grouped into two categories: individual merit attributes (C1–C3) and firm-level attributes (C4–C5). A maximum of 20 points can be scored on each criterion, giving a maximum total of 100 points.

To pass COMPASS, an application must score at least 40 points. Applications scoring 40 points and above pass the COMPASS screen; those scoring below 40 are rejected at the framework stage, before a human officer reviews them.

The Five COMPASS Criteria

C1 — Salary

Points are awarded based on how the candidate’s salary compares to the median salary of Singapore Citizens (SCs) and Permanent Residents (PRs) in the same occupation (as defined by the SSOC classification). The higher the salary relative to the local benchmark, the more points are awarded:

  • 20 points: Salary at the 90th percentile or above of the local benchmark.
  • 10 points: Salary between the 50th and 90th percentile.
  • 0 points: Salary below the 50th percentile.

For 2026, the EP qualifying salary is S$5,600 per month (S$10,500 for financial services). However, meeting the minimum salary alone does not guarantee COMPASS points — you need to sit well above the local median.

C2 — Qualifications

Points reflect the candidate’s highest qualification:

  • 20 points: Degree or above from a top-tier institution (as assessed by MOM using Quacquarelli Symonds or equivalent rankings).
  • 10 points: Degree or above from other accredited institutions.
  • 0 points: Diploma or below.

C3 — Diversity

C3 assesses whether hiring the candidate adds to the nationality diversity of the employer’s workforce. If the candidate’s nationality is already over-represented among the employer’s EP and S Pass holders (i.e., forms more than one-third of all EP and S Pass holders), fewer points are awarded:

  • 20 points: Candidate’s nationality accounts for one-third or less of the employer’s EP/S Pass population.
  • 10 points: Candidate’s nationality accounts for more than one-third but less than half.
  • 0 points: Candidate’s nationality accounts for half or more.

This criterion reflects MOM’s goal of ensuring Singapore workforces are not over-concentrated with professionals from a single country.

C4 — Local PMET Hiring

C4 rewards employers who have a strong track record of hiring Singapore Citizens and Permanent Residents at the PMET (Professional, Managerial, Executive and Technical) level, relative to their peers in the same sector:

  • 20 points: Local PMET share is above the sector median.
  • 10 points: Local PMET share is at or near the sector median.
  • 0 points: Local PMET share is below the sector median.

Employers with a strong local PMET workforce benefit significantly here. Companies new to Singapore without a workforce yet receive a neutral score of 10 points.

C5 — Skills Bonus or Strategic Economic Priority Bonus

C5 is a bonus criterion that can add up to 20 points in two ways:

  • Skills Bonus (up to 20 points): Awarded if the candidate’s occupation is on MOM’s shortage occupation list. Up to 10 additional points if the employer is in a priority sector and the candidate is in a shortage occupation in that sector.
  • Strategic Economic Priority Bonus (10 points): Available to companies in qualifying programmes such as the Economic Development Board (EDB)’s Global Investor Programme or other MAS-approved programmes.

Calculating Your COMPASS Score: An Example

Consider a software engineer from India earning S$8,000 per month, holding a degree from a well-ranked university, applying to work at a mid-sized tech company in Singapore where 40% of EP/S Pass holders are Indian nationals, and where the company’s local PMET share is below the tech sector median:

  • C1 (Salary): S$8,000 is likely above the 50th percentile for software engineers — 10 points.
  • C2 (Qualifications): Degree from a well-ranked university — 20 points.
  • C3 (Diversity): Indian nationals form 40% of EP/S Pass population (above one-third) — 10 points.
  • C4 (Local PMET): Below sector median — 0 points.
  • C5 (Skills Bonus): Software engineering is on the shortage list — 10 points.
  • Total: 50 points — passes COMPASS.

What Happens If an Application Fails COMPASS?

A COMPASS score below 40 results in an automatic rejection. The employer receives a rejection notice but is not given the specific score breakdown. The employer may reapply if circumstances change — for example, if the candidate’s salary is increased, or if the employer’s local PMET share improves. Employers can also submit a merit-based appeal if they believe the rejection was based on incorrect data, but COMPASS scores themselves cannot be appealed on the merits.

Strategies to Improve Your COMPASS Score

Employers who regularly hire foreign professionals should consider the following:

  • Benchmark salaries carefully. A higher salary not only increases C1 points but also demonstrates genuine market-rate hiring rather than cost-cutting. Use MOM’s Salary Insights tool.
  • Diversify your foreign workforce. Deliberately diversifying your EP/S Pass population by nationality avoids over-concentration penalties on C3.
  • Invest in local hiring at the PMET level. A stronger local PMET share improves your C4 score across all EP applications, not just one.
  • Check the shortage occupation list. For roles on MOM’s shortage list, the C5 bonus provides a significant points uplift.

For end-to-end guidance on Employment Pass applications and COMPASS strategy, our associated Employment Pass application team can assess your workforce profile and advise on the optimal approach.

See also our guide on Personalised Employment Pass (PEP) in Singapore, which is an alternative for senior professionals who wish to apply independently of an employer.

For the latest Singapore business news and regulatory updates, business owners and HR managers can find useful coverage of MOM policy changes.

To speak with the team at Raffles Corporate Services, you can email [email protected] or call, SMS, or WhatsApp +65 8501 7133. We are happy to assist with any queries.

— The Editorial Team, Raffles Corporate Services