Every Employment Pass (EP) applicant since 1 September 2023 has had to pass the COMPASS (Complementarity Assessment) framework, and every EP renewal from 1 September 2024. In 2026, COMPASS is no longer a novelty — it is the gatekeeper for hiring foreign professional talent in Singapore. Employers who once relied on comfortable salary buffers are finding that COMPASS forces a broader assessment: the salary premium, the applicant’s qualifications, the firm’s workforce diversity, and the firm’s local hiring track record all matter.
This guide walks through the COMPASS scoring in detail, explains how to project a score before submitting a fresh EP or a renewal, and identifies where employers most often lose points unnecessarily. Use it as a pre-application check. If you score below 40, you should not submit — you need to fix the structural issues first.
The COMPASS Framework: 40 Points to Pass
COMPASS scores every EP application on six criteria, split into four foundational and two bonus. To pass, an application must score at least 40 points. Each foundational criterion awards 0, 10, or 20 points; each bonus criterion awards 0 or 10 (with a Shortage Occupation List bonus of 20).
| Criterion | Type | Points |
|---|---|---|
| C1: Salary compared to local PMET salaries by sector | Foundational | 0 / 10 / 20 |
| C2: Qualifications of the candidate | Foundational | 0 / 10 / 20 |
| C3: Firm’s workforce diversity | Foundational | 0 / 10 / 20 |
| C4: Firm’s support of local employment | Foundational | 0 / 10 / 20 |
| C5: Skills Bonus (Shortage Occupation List) | Bonus | 0 / 10 / 20 |
| C6: Strategic Economic Priorities Bonus | Bonus | 0 / 10 |
The Ministry of Manpower publishes the full framework at mom.gov.sg.
Criterion C1: Salary Benchmark
The most common misconception is that the qualifying salary threshold (S$5,600 general; S$6,200 for financial services in 2026) is the whole story. It is not. That is only the minimum gate. COMPASS C1 compares the applicant’s fixed monthly salary against local PMET salaries in the same sector.
- 20 points — salary is at or above the 90th percentile of local PMETs in that sector by age band
- 10 points — salary is at or above the 65th percentile
- 0 points — salary below the 65th percentile
MOM refreshes benchmarks annually. As of 2026, the 65th percentile salary for a mid-career tech professional (age 35–39) sits above S$8,000, and for financial services closer to S$9,500. If you are offering S$5,600 to a 40-year-old candidate, you are scoring zero on C1.
Criterion C2: Qualifications
- 20 points — top-tier institution (MOM curates a Top Global Universities list)
- 10 points — degree-equivalent qualification from a recognised institution
- 0 points — no verified degree
Non-degree candidates with exceptional professional experience can sometimes earn C2 points if MOM accepts equivalency, but this is fact-specific and not guaranteed. Get the qualification verified through an authorised verification service before submitting.
Criterion C3: Firm’s Workforce Diversity
C3 measures whether the employer’s PMET workforce is dominated by one nationality (excluding Singapore Citizens and PRs).
- 20 points — the applicant’s nationality forms less than 5% of the firm’s PMET workforce
- 10 points — nationality forms 5% to below 25%
- 0 points — nationality forms 25% or more
Small firms (fewer than 25 PMETs) receive 10 default points regardless of concentration. Firms that have historically over-relied on one source country need to plan diversity actively.
Criterion C4: Firm’s Support for Local Employment
C4 compares the firm’s local (Singaporean and PR) PMET share against the industry average.
- 20 points — local PMET share is at or above the 50th percentile of the industry
- 10 points — 20th to 50th percentile
- 0 points — below 20th percentile
Firms with high foreign PMET concentrations pay a compounding penalty: they lose points on both C3 (nationality concentration) and C4 (low local share).
Criteria C5 and C6: Bonuses
C5: Skills Bonus (Shortage Occupation List)
If the role is on MOM’s Shortage Occupation List (SOL) and the candidate has related qualifications and experience, the application scores 20 bonus points. Roles typically on the SOL include AI/ML engineers, senior actuaries, quantitative analysts, cybersecurity leads, and clinical research directors.
C6: Strategic Economic Priorities Bonus
Firms participating in eligible national programmes (e.g. Enterprise Singapore’s Global Innovation Alliance, EDB partnerships) can earn 10 bonus points. The list is published by MOM.
Sample Score: A Mid-Career Tech Hire
Scenario: A firm with 40 PMETs, 30% of whom are Country X nationals; local PMET share around industry median; candidate from Country X, age 34, from a recognised (non-Top Global) university, offered S$7,500 monthly; role not on Shortage Occupation List.
| Criterion | Score |
|---|---|
| C1 (Salary — likely 65th percentile) | 10 |
| C2 (Recognised degree) | 10 |
| C3 (Nationality concentration 30%) | 0 |
| C4 (Local PMET at industry median) | 20 |
| C5 (Not on SOL) | 0 |
| C6 (No strategic partnership) | 0 |
| Total | 40 |
This just clears the 40-point threshold. It is fragile — any small change (a lower salary offer, a nationality concentration drift, a diversity metric shift) tips the application into refusal territory. Employers should aim for a comfortable buffer above 40.
How to Boost a Weak COMPASS Score
- Increase the offer salary to clear the 90th percentile for the sector and age band
- Hire more local PMETs to improve C4 (structural, takes time)
- Diversify hiring pipeline away from one source country to improve C3
- Restructure the role to fall within a Shortage Occupation List category (with genuine job scope justification)
- Verify credentials through MOM-approved services to unlock C2 points
These are structural changes. If the firm’s fundamentals score below 40, no amount of salary tweaking will fix it — the employer needs to invest in local hiring and workforce diversity.
FAQ
Do I need 40 points on every EP renewal, not just new applications?
Yes. Since 1 September 2024, all EP renewals are also subject to COMPASS. Renewals that fail to clear 40 points are refused unless a specific exemption applies.
Are ONE Pass and EntrePass subject to COMPASS?
No. The ONE Pass (S$30,000+ monthly salary) and EntrePass are outside COMPASS. However, the ordinary EP is the vast majority of foreign professional pass applications.
What is the qualifying salary threshold in 2026?
The general minimum EP salary in 2026 is S$5,600, rising with age; financial services minimum is S$6,200 rising with age. These are gate values only — clearing them is not sufficient to pass COMPASS.
Where do I check my firm’s C3 and C4 scores?
MOM’s Self-Assessment Tool (SAT) on mom.gov.sg lets employers preview their C3 and C4 scores. Small firms (under 25 PMETs) get default 10-point scores on C3 and C4.
Can I appeal a refusal?
Yes. Appeals are considered where the employer can show significant recent hiring of local PMETs, strategic economic contribution, or exceptional individual qualifications. Blanket appeals with no new evidence rarely succeed.
The Bottom Line
COMPASS has structurally changed how Singapore evaluates foreign professional talent. Successful employers plan hiring holistically: attractive salaries, verified qualifications, deliberate diversity, and a genuine local hiring track record. Rushing an application without pre-scoring is the fastest way to a refusal.
Related reading: Employment Pass vs ONE Pass vs PEP, and Singapore Employment Agency for pass administration.
— The Editorial Team, Raffles Corporate Services