COMPASS framework — points, bonuses, shortage list — Complete 2026 guide
Little Big Employment Agency (EA Licence 19C9790) works with a panel of corporate and employment law firms; this article is general information, not legal advice.
The compass framework — the Complementarity Assessment Framework — is the points-based test that every new Employment Pass application has been scored against since 1 September 2023, and every EP renewal since 1 September 2024. A pass requires at least 40 points across four foundational attributes, with two bonus categories (Skills Bonus and Strategic Economic Priorities Bonus) topping up borderline scores. This 2026 guide walks through each attribute, how the points are calculated, and the shortage list and strategic-priorities bonuses that frequently make the difference.
What COMPASS is and why MOM introduced it
The compass framework is the Ministry of Manpower (MOM) assessment overlay introduced under the Employment of Foreign Manpower Act 1990 to make EP outcomes more transparent and to reinforce the Fair Consideration Framework. Before COMPASS, EP outcomes were criticised as opaque: MOM officers exercised broad discretion on individual applications. COMPASS publishes the scoring rules so that employers can predict EP outcomes before filing.
COMPASS is layered on top of the salary qualifying minimum (S$5,600 for general sectors and S$6,200 for financial services in 2026). Both gates must be passed: the salary minimum AND a COMPASS score of 40 points or more.
Who COMPASS applies to
COMPASS applies to all new EP applications filed on or after 1 September 2023, and all EP renewals from 1 September 2024. Exemptions are narrow: applications with monthly salary at or above S$22,500 are COMPASS-exempt; certain short-term assignments under one month; intra-company transfers from overseas branches in narrowly defined circumstances. Most applications must be scored.
For sectors regulated by other agencies (e.g. financial services regulated by MAS, telecommunications regulated by IMDA), the COMPASS scoring is the same — sectoral regulators do not override MOM’s EP framework. The Securities and Futures Act 2001 and the Banking Act 1970 do, however, impose their own approved-person or fit-and-proper requirements for licensed individuals in financial services, which run in parallel to the EP.
The four foundational attributes
C1 — Salary: scored against the top one-third local PMET wage benchmark for the candidate’s age and sector. A salary at or above the top-third benchmark scores 20 points; below the bottom-third benchmark scores 0. C2 — Qualifications: top-tier institution (40 points), recognised institution (20 points), other (10 points), no recognised qualification (0 points). MOM publishes the top-tier institution list; degrees from outside the list typically require verification through an approved service.
C3 — Diversity: this is the firm-level test. If the candidate’s nationality represents less than 5% of the firm’s PMET workforce, the candidate scores 20 points. Between 5% and 25%, 10 points. Above 25%, 0 points. This attribute is firm-specific and changes as the workforce composition changes. C4 — Support for Local Employment: scored against the local PMET share at the firm relative to the industry average. Strong local hiring scores 20 points; near the industry average scores 10; significantly below the industry average scores 0.
Foundational scoring totals up to 80 points. A pass requires at least 40 across these four attributes.
The two bonus attributes
C5 — Skills Bonus: 20 additional points if the candidate fills a role on the Shortage Occupation List (SOL). The SOL is published by MOM and updated approximately annually based on labour-market shortage signals. In 2026 the SOL covers roles in semiconductors, life sciences, AI and data, green economy and other priority sectors. Check the current SOL at mom.gov.sg before relying on it for an application — the list changes.
C6 — Strategic Economic Priorities Bonus: 10 additional points where the employer is recognised by EDB or another government agency (e.g. Enterprise Singapore, IMDA, MAS) as supporting strategic economic priorities. Common bases for recognition include EDB Pioneer Status, Development and Expansion Incentive, Headquarter incentives, or sectoral schemes such as MAS’s Finance Sector Development Fund. The bonus is awarded firm-wide rather than candidate-specific.
With both bonuses, a borderline candidate scoring 30 points on the foundational attributes can still pass if the role is on the SOL and the firm has strategic-priorities recognition: 30 + 20 + 10 = 60 points.
Cost and timeline considerations
COMPASS scoring is free — MOM does not charge for the scoring exercise. EP application fees are S$105 (application) and S$225 (issuance) regardless of COMPASS path. Where the application is borderline, build a COMPASS pre-scoring step into the recruitment process to avoid filing applications that will fail.
Timeline impact: a clean 40-point pass typically completes in two to four weeks. Borderline applications scoring 35 to 39 points routinely receive additional information requests from MOM and can extend to six to ten weeks. Failed COMPASS scores result in EP rejection, and the candidate must wait until COMPASS metrics change (e.g. firm hires more locals, salary is raised, candidate’s nationality concentration drops as headcount grows) before reapplying.
Step-by-step COMPASS scoring process
First, calculate C1 by comparing the offered fixed monthly salary with MOM’s published top-one-third PMET wage table for the candidate’s age and sector. Allow margin — a salary just at the qualifying minimum scores 0 on C1. Second, verify C2 by checking the candidate’s degree-issuing institution against MOM’s top-tier list, then against the recognised-institution list. Third, calculate C3 from the firm’s current PMET workforce by nationality — this requires actual headcount data from HR.
Fourth, calculate C4 by comparing the firm’s local PMET share against the industry average published by MOM. Fifth, check whether the role is on the current Shortage Occupation List for C5. Sixth, check whether the firm has any strategic-priorities recognition for C6. Sum the points. If the foundational total is below 40, decide whether to delay the application, raise the offered salary, file in a higher-scoring sector, or pursue an alternative work pass.
Common mistakes and gotchas
Mistake one: assuming meeting the qualifying salary minimum is enough. The minimum is necessary but not sufficient — the salary minimum is a separate gate from the COMPASS score, and a salary at the minimum scores zero points on C1. Mistake two: under-counting diversity. Firms with one dominant nationality (often Indian or PRC nationals in tech firms) routinely score zero on C3 and need to compensate on C1, C2 and the bonuses. Mistake three: assuming SOL coverage is permanent. The list is updated and roles drop off; a January application that would have scored the 20-point Skills Bonus may not score it in October if the role has been removed.
Mistake four: assuming Strategic Economic Priorities recognition is automatic. The recognition must be confirmed by EDB or the relevant agency at the time of the EP application. Old recognition that has lapsed does not count. Mistake five: treating COMPASS as a one-time score. Renewals from 1 September 2024 are re-scored — a candidate who passed COMPASS in 2024 must pass it again at renewal, against updated benchmarks.
For wider work-pass strategy see our family office (13O/13U/13D) coverage and the Singapore incorporation for foreigners hub.
FAQs
What is the passing score? 40 points across the four foundational attributes (C1 to C4), with C5 and C6 as bonus top-ups for borderline cases.
What if my role isn’t on the Shortage Occupation List? You can still pass COMPASS — the SOL bonus is supplementary. Aim for 40+ points across the four foundational attributes.
Can a candidate score COMPASS as exempt? Yes — salary above S$22,500 monthly exempts the application from COMPASS scoring. Other narrow exemptions cover specific short assignments and certain intra-company transfers.
How does C3 Diversity work for new firms? Newly incorporated firms with very small PMET headcount (typically below 25) are scored on a transitional basis. As the firm grows, the diversity metric tightens.
Is COMPASS scored at application or at renewal? Both. From 1 September 2024, every renewal is re-scored against the prevailing benchmarks at the time of renewal.
Related guides
See mom.gov.sg for COMPASS scoring tables and the current Shortage Occupation List, ica.gov.sg for dependant immigration, and edb.gov.sg for strategic-economic-priorities recognition. Within the Raffles group see family office (13O/13U/13D) and Singapore incorporation for foreigners.
Need help with this? Call, SMS or WhatsApp +65 8501 7133, or email [email protected]. Little Big Employment Agency (EA Licence 19C9790) works with a panel of corporate and employment law firms; this article is general information, not legal advice.