COMPASS framework — points, bonuses, shortage list — Eligibility and requirements checklist
The COMPASS framework is the points-based system the Ministry of Manpower uses to assess most new and renewal Employment Pass applications in Singapore. This checklist explains how the points, bonuses and shortage-occupation list work, and what an employer must score to clear the pass. It is written for employers and foreign professionals planning an application.
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.
What COMPASS is
COMPASS, the Complementarity Assessment Framework, applies to Employment Pass applications for candidates who meet the qualifying salary. It scores each application across foundational and bonus criteria, awarding points that must reach a passing total. The framework was introduced to make EP outcomes more transparent and to reward firms that hire diverse, skilled teams and invest in the local workforce. It sits on top of, not in place of, the qualifying-salary requirement.
Who needs to clear COMPASS
Most new EP applications and renewals are assessed under COMPASS, with limited exceptions such as candidates earning a fixed monthly salary at or above the high-salary threshold, those filling roles for one month or less, and certain overseas intra-corporate transferees. Employers scoping a hire should run the assessment before committing to a start date. For the end-to-end application, read this alongside our on-site Employment Pass full application walkthrough.
How the points work — the checklist
COMPASS awards points across four foundational criteria: the candidate’s salary compared to local Professionals, Managers, Executives and Technicians in the sector; the candidate’s qualifications; the diversity of the firm’s workforce by nationality; and the firm’s support for the local workforce, measured by the share of locals among its PMET staff. Each foundational criterion can score 0, 10 or 20 points. Two bonus criteria add points: a Skills Bonus where the role sits on the Shortage Occupation List, and a Strategic Economic Priorities Bonus for firms partnering on ambitious economic activities. An application generally needs to reach 40 points to pass.
The salary and qualification criteria reward candidates who are paid competitively and hold recognised degrees, while the diversity and local-support criteria reward the firm’s profile rather than the individual. This is why two identical candidates can receive different outcomes at different employers. Small firms and those early in their hiring journey are given transitional consideration on the firm-level criteria.
The Shortage Occupation List and Skills Bonus
The Shortage Occupation List identifies roles where Singapore has a shortfall of local talent. Where the candidate will fill a listed occupation and the firm meets a local-workforce condition, the application earns the Skills Bonus of 20 points, which is often decisive. The list is reviewed periodically, so employers should confirm the current entries before relying on the bonus.
Cost, salary thresholds and timeline benchmarks
From 1 January 2025 the EP qualifying salary rose, with new applicants in most sectors needing to earn at least S$5,600 per month, and candidates in the financial services sector at least S$6,200, with both figures increasing progressively with age. MOM aims to process most online EP applications within about three weeks, though COMPASS-borderline or complex cases can take longer. Employers should budget for the pass application fee and issuance fee, and, where they engage an agency, a professional fee for preparation and submission. Family-office and wealth employers hiring sensitive roles should also review our guide on family office hiring.
Step-by-step: preparing a COMPASS-ready application
Confirm the candidate clears the age-adjusted qualifying salary, then score the four foundational criteria honestly, identify whether any bonus applies, and address weak criteria before submission, for example by improving salary positioning or documenting local-hiring plans. Prepare qualification evidence that MOM can verify, submit through EP Online, and respond quickly to any clarification. Employers investing in local capability alongside the hire may also benefit from the deduction framework in our cross-site guide to the Enterprise Innovation Scheme, and foreign founders structuring ownership should review shareholding structures for foreign founders.
Common mistakes and gotchas
Employers often assume clearing the qualifying salary is enough and overlook the firm-level criteria that COMPASS actually scores. Others rely on a Shortage Occupation List entry without meeting the local-workforce condition attached to the bonus, or submit qualification evidence that MOM cannot verify. Renewals are a further trap, because a firm’s diversity and local-support profile can drift below the passing mark between applications.
Improving a weak COMPASS position
Because COMPASS scores both the candidate and the firm, an employer facing a borderline application has several levers. On the candidate side, positioning salary competitively against local PMET benchmarks and evidencing recognised qualifications can move the salary and qualification criteria. On the firm side, improving the nationality diversity of the workforce and raising the share of locals among PMET staff lifts the diversity and local-support criteria over time, though these are structural rather than overnight changes. Where the role sits on the Shortage Occupation List and the firm meets the attached local-workforce condition, the 20-point Skills Bonus is often the decisive factor, so confirming the current list before applying is worthwhile.
Employers should also understand the transitional treatment for smaller and newer firms, which are not penalised as heavily on the firm-level criteria while they build their local base. This matters for startups, which frequently have small, internationally-mixed teams at the point they first need to hire on an EP.
Worked scenario: hiring a mid-level specialist
A firm hiring a specialist who clears the qualifying salary but whose employer has a foreign-heavy team should score the four foundational criteria honestly before applying. If diversity and local-support are weak, the application may hinge on the salary, qualification and any Shortage Occupation List bonus. The employer can strengthen the case by positioning salary above the sector median, documenting the candidate’s recognised qualifications, and confirming whether the role qualifies for the Skills Bonus. If the projected score still falls short of 40 points, it is better to address the gap before submitting than to lodge a weak application and rely on an appeal.
COMPASS framework: key takeaways
COMPASS is won by understanding that both the candidate and the firm are scored. Clear the age-adjusted qualifying salary first, then work the foundational criteria and any Shortage Occupation List bonus toward the 40-point pass, and fix weak criteria before submission rather than after a rejection.
Authoritative sources
The framework, criteria and salary thresholds are published by the Ministry of Manpower. Immigration and entry matters are handled by the Immigration and Checkpoints Authority, and economic-priority partnerships by the Economic Development Board.
FAQs
What score does an EP application need under COMPASS?
Generally 40 points across the foundational and bonus criteria.
What is the EP qualifying salary in 2025?
From 1 January 2025, at least S$5,600 per month for most sectors and S$6,200 for financial services, rising with age.
What is the Skills Bonus?
A 20-point bonus where the role sits on the Shortage Occupation List and the firm meets the local-workforce condition.
Is COMPASS assessed at renewal?
Yes. Most renewals are re-assessed under COMPASS against the criteria current at the time of renewal.
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.