COMPASS framework — points, bonuses, shortage list — Step-by-step walkthrough
The COMPASS framework is the Complementarity Assessment Framework the Ministry of Manpower uses to assess Employment Pass applications in Singapore, scoring candidates on salary, qualifications, firm diversity and local employment, with bonus points for skills on the shortage list. This walkthrough explains the points, bonuses and how to pass in 2026.
What the COMPASS framework is
COMPASS is a points-based system that applies to Employment Pass (EP) applications and renewals in Singapore. A candidate must score at least 40 points across the framework’s criteria to be eligible, on top of meeting the qualifying salary. The Ministry of Manpower introduced COMPASS to make EP assessment more transparent and to reward firms that build a diverse and locally rooted workforce.
COMPASS does not replace the qualifying salary; it sits on top of it. A candidate must first meet the EP qualifying salary and then pass COMPASS, unless an exemption applies.
Who COMPASS applies to and the exemptions
COMPASS applies to new EP applications and to renewals. It does not apply to candidates earning a fixed monthly salary at or above the high earner exemption threshold, to those filling a role for one month or less, or to certain intra-corporate transferees under trade agreements. Most ordinary EP candidates earning below the exemption salary must clear COMPASS.
Employers should treat COMPASS as an integral part of workforce planning, because the firm-level criteria, diversity and local employment share, depend on the company’s overall hiring, not just the individual candidate.
For a closely related perspective, see our guide on Common Reporting Standard (CRS) for Singapore Reporting Financial Institutions: 2026 Compliance Guide.
The points: foundational and bonus criteria
COMPASS has four foundational criteria, each scoring 0, 10 or 20 points: the candidate’s salary compared to local PMET salaries in the sector; the candidate’s qualifications; the firm’s nationality diversity; and the firm’s local employment share among PMETs. There are two bonus criteria worth up to 20 points each: holding a skill on the Shortage Occupation List, and being part of a Strategic Economic Priorities initiative such as significant investment or innovation activity.
A candidate needs 40 points to pass. In practice strong candidates often score on salary and qualifications, while the firm-level diversity and local-share points reward companies that are not over-concentrated in one nationality or thin on local PMETs.
Official guidance is published by the relevant Singapore authorities; see www.mom.gov.sg and www.ica.gov.sg for current requirements.
You may also find it useful to read Nominee Director in Singapore: Legal Requirements, Risks and How It Works (2026).
Cost, timeline and numerical thresholds
The EP application fee in 2026 is S$105 per application and S$225 on issuance, payable to MOM. The qualifying salary for new EP candidates is at least S$5,600 a month for most sectors and higher, at least S$6,200, for the financial services sector, rising with age. Processing usually takes within three weeks for online applications, though complex cases take longer.
The Shortage Occupation List bonus awards 20 points where the role appears on MOM’s published list of occupations facing local shortages, and the candidate meets the role and qualification conditions. These thresholds are reviewed periodically, so check the current figures before applying.
Step-by-step process
First, confirm the candidate meets the qualifying salary for the sector and age. Second, run the COMPASS self-assessment on the MOM portal to project the score across the four foundational and two bonus criteria. Third, address any firm-level gaps, for example improving nationality diversity or local PMET share, where feasible.
Fourth, prepare the application with qualifications verified by a recognised body where points depend on them. Fifth, submit through MOM and respond to any clarifications. Sixth, on approval, complete issuance, arrange the candidate’s entry and registration, and diarise the renewal so COMPASS is re-tested before expiry.
Common mistakes and gotchas
The biggest error is focusing only on the candidate and ignoring the firm-level criteria, which can sink an otherwise strong application. Another is assuming a high salary alone guarantees a pass; salary is only one criterion unless the candidate exceeds the exemption threshold. A third is unverified qualifications, which forfeits points.
A 2026 gotcha: the Shortage Occupation List and Strategic Economic Priorities bonuses change over time, and relying on an outdated list can leave a candidate short of 40 points.
Improving a borderline COMPASS score
When a candidate sits near the 40-point pass mark, several levers can help. Verifying qualifications with a recognised assessment body can secure the qualification points. Offering a salary that clears not just the floor but the higher band relative to local PMET pay can move the salary criterion from 10 to 20 points. At firm level, improving nationality diversity and the local PMET employment share lifts both foundational firm criteria for every future application.
The bonus criteria can be decisive: a role on the Shortage Occupation List awards 20 points, and participation in a Strategic Economic Priorities initiative awards another 20. Where a candidate is short, check whether the role qualifies for either bonus before assuming the application will fail.
Firm-level criteria and workforce planning
Two of the four foundational criteria depend on the firm, not the individual: nationality diversity among PMETs and the local PMET employment share. A company heavily concentrated in one nationality, or thin on local PMETs, will score poorly on these for every applicant. This makes COMPASS a workforce-planning issue, not just a per-application checkbox.
Employers should monitor their workforce profile over time and, where feasible, build local PMET headcount and diversify their team. Improvements compound, because they raise the score for the whole pipeline of future EP candidates rather than one person.
How COMPASS interacts with other passes
COMPASS applies to the Employment Pass, not to the S Pass or Work Permit, which have their own quotas and levies. Employers planning their foreign workforce should view COMPASS alongside the Dependency Ratio Ceiling for S Pass and Work Permit holders, because the overall mix of passes shapes both eligibility and cost.
For senior or specialist hires who comfortably exceed the high-earner exemption salary, COMPASS does not apply, which can make a higher fixed salary a clean route for genuinely senior roles. For everyone else, plan the COMPASS score deliberately rather than hoping a strong CV alone will carry the application.
For more detail on a connected topic, see 2026 Singapore Salary Benchmarks and Your Work Pass Strategy: EP, S Pass and Market Reality.
FAQs
How many points do I need to pass COMPASS?
At least 40 points across the four foundational and two bonus criteria, in addition to meeting the EP qualifying salary.
Who is exempt from COMPASS?
Candidates earning at or above the high-earner exemption salary, very short assignments of one month or less, and certain intra-corporate transferees under trade agreements.
Does a high salary alone pass COMPASS?
Only if it reaches the exemption threshold. Below that, salary is one of several criteria and the firm-level diversity and local-share points still matter.
Can the Shortage Occupation List rescue a borderline application?
Often yes. A qualifying role on the list awards 20 bonus points, which can lift a candidate over the 40-point threshold where foundational points fall short.
Why does my firm’s profile affect every application?
Because two foundational criteria measure firm-level nationality diversity and local PMET share. A concentrated or local-light workforce lowers the score for all EP candidates.
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.