The Complementarity Assessment Framework — known everywhere in Singapore as COMPASS — is the points-based system the Ministry of Manpower (MOM) uses to decide whether an Employment Pass (EP) applicant should be approved. Since 1 September 2023 it has replaced the old fixed salary threshold as the primary lens for EP evaluation, and from 1 September 2024 it applies to every EP renewal as well as new applications.
Yet many employers still submit EP applications without running the numbers first — and then find themselves scrambling to appeal a rejection they could have predicted. This guide walks you through every attribute, exactly how points are allocated, and how to work out your candidate’s likely COMPASS score before you file.
What Is COMPASS and Why It Matters
COMPASS is a transparent framework MOM uses to score EP applicants across four foundational attributes and up to two bonus attributes. To pass, a candidate must score at least 40 out of 80 foundational points. Bonus points can push a marginal candidate over the line but cannot rescue a candidate whose foundational score is very low.
The framework applies to all EP applicants earning below S$22,500 in fixed monthly salary. Those earning S$22,500 or more (as of 1 September 2025 for financial services roles; S$20,500 for other sectors) are COMPASS-exempt, though they still need to meet the qualifying salary threshold. For most white-collar hires, COMPASS is the decisive gate.
For newer employers who have never handled a work pass application, our guide on choosing the right Singapore work visa covers when EP is appropriate versus alternatives like the ONE Pass or PEP.
The Four Foundational Attributes
Each foundational attribute awards 0, 10 or 20 points. You need at least 40 points to pass, so you can fail on two attributes if you excel on the other two — but you cannot fail on three.
C1: Salary (up to 20 points)
MOM compares the candidate’s fixed monthly salary against the local PMET (Professionals, Managers, Executives and Technicians) salary benchmark for the same sector and age group. The comparison is expressed as a percentile:
- 20 points: Salary at or above the 90th percentile of local PMETs in the same sector.
- 10 points: Salary between the 65th and 90th percentiles.
- 0 points: Salary below the 65th percentile.
MOM publishes the sector-specific benchmark tables on its website. Note that only fixed monthly salary counts — bonuses, allowances and stock options are excluded. See the MOM COMPASS reference tables for current figures.
C2: Qualifications (up to 20 points)
Points depend on the ranking and quality of the candidate’s institution:
- 20 points: Degree from a Top-Tier institution on MOM’s approved list (the list draws from QS, Times Higher Education and Shanghai rankings).
- 10 points: Degree-equivalent qualification from any other accredited institution.
- 0 points: No degree, or the qualification cannot be verified.
Qualifications must be verified by an MOM-approved verification agency such as Dataflow or CHED. Employers should build a two- to four-week verification window into their hiring timeline.
C3: Diversity (up to 20 points)
This attribute assesses how strongly your workforce is dominated by one nationality. MOM compares the candidate’s nationality against the top nationality in your firm’s PMET headcount:
- 20 points: The candidate’s nationality forms less than 5% of your firm’s PMET workforce.
- 10 points: Between 5% and 25%.
- 0 points: 25% or more.
For firms with fewer than 25 PMET employees, C3 is capped at 10 points. This attribute is often the silent killer for firms hiring their fifth or sixth Indian or Chinese national in a row — diversify or lose 20 points every time.
C4: Support for Local Employment (up to 20 points)
MOM compares the share of local PMETs (Singapore Citizens and PRs) in your firm against the sector median:
- 20 points: Local PMET share at or above the 50th percentile for your sector.
- 10 points: Between the 20th and 50th percentiles.
- 0 points: Below the 20th percentile.
Startups with fewer than 25 employees are automatically awarded 10 points on C4. Firms that have shed local PMETs recently should expect this score to drop.
The Two Bonus Attributes (up to 20 more points)
C5: Skills Bonus (up to 20 points)
Awarded when the candidate is being hired for a job on MOM’s Shortage Occupation List (SOL). The current list covers roles in tech, healthcare, financial services and green economy sectors.
- 20 points: Role is on the SOL and the candidate holds a Top-Tier qualification.
- 10 points: Role is on the SOL but candidate does not hold a Top-Tier qualification.
- 0 points: Role is not on the SOL.
C6: Strategic Economic Priorities Bonus (up to 20 points)
Awarded when the employing firm participates in an EDB, Enterprise Singapore or MAS strategic partnership programme — for example, the Global Investor Programme, an Innovation Hub scheme, or a designated fund manager under a MAS scheme. Most SMEs will not qualify for this bonus.
Worked Example: A Typical SME Hire
Consider a Singapore fintech startup hiring a 32-year-old Indian software engineer at S$8,000/month. The startup has 15 employees, of which 8 are locals.
- C1 Salary: S$8,000 sits above the 65th percentile for tech PMETs aged 30–34 → 10 points.
- C2 Qualifications: The candidate has a BSc from IIT Delhi (a Top-Tier institution) → 20 points.
- C3 Diversity: 3 of 7 PMETs in the firm are Indian nationals (43%) → 0 points.
- C4 Local Employment: Firm has <25 employees → automatic 10 points.
- C5 Skills Bonus: Software engineering is on the SOL, candidate has a Top-Tier qualification → 20 points.
Total: 60 points. Comfortably above 40. Approval likely.
Now change one variable — the candidate is a Chinese national with a mid-tier degree, and the firm already has 3 Chinese PMETs out of 7:
- C1: 10 points | C2: 10 points | C3: 0 points | C4: 10 points | C5: 0 points (software engineering SOL requires Top-Tier for full points, otherwise 10 points, so this becomes 10 points)
Total: 40 points. On the borderline. Any small change (salary drops, headcount shifts) could push the application under.
How to Improve a Weak COMPASS Score
If your pre-application scoring shows a candidate below 40 points, options include:
- Increase the fixed salary — moving from 10 to 20 points on C1 usually costs S$1,000–3,000 more per month but adds 10 solid points.
- Diversify your workforce — hire locals or nationals of underrepresented countries before submitting new EP applications.
- Target Shortage Occupation List roles — restructure the job to fall within an SOL category (tech, healthcare, ESG).
- Wait and rehire under a different nationality mix — the C3 score improves the moment the ratio changes.
- Consider alternatives — the S Pass, Work Permit or EntrePass have different criteria entirely and may be better fits.
For senior hires above the qualifying salary threshold, a strategy shift to the ONE Pass or PEP route may bypass COMPASS entirely.
Common COMPASS Mistakes
Not verifying qualifications early. Verification can take three to four weeks. Firms that discover mid-application that a “degree” was actually a diploma lose 10–20 points instantly.
Ignoring firm-level attributes. C3 and C4 look at your firm, not your candidate. Onboarding a fifth Vietnamese employee will drag every future Vietnamese EP application down.
Assuming salary alone is enough. Under the old fixed-salary system, hitting the threshold was sufficient. Under COMPASS, hitting the 90th percentile salary still only gives you 20 points — you need 40.
Missing the renewal cliff. Since 1 September 2024, existing EP holders coming up for renewal must also score 40 points. A firm whose diversity ratio has drifted may find long-serving EP holders suddenly rejected on renewal.
Practical Timeline for Employers
A realistic EP application timeline under COMPASS looks like:
- Week 0: Run internal COMPASS estimate. Confirm salary, review firm diversity data.
- Weeks 1–4: Initiate qualification verification via Dataflow / CHED.
- Week 4: Submit application via MyMOM portal.
- Weeks 5–8: MOM processing. Approval-in-Principle usually issued within three weeks.
- Weeks 8–12: Candidate arrives, medical examination, pass issuance.
The MOM Self-Assessment Tool gives you a preliminary indication of whether a candidate is likely to pass COMPASS. It is not conclusive but is a useful sanity check.
Getting Professional Help
Employment pass work in Singapore is handled by MOM-licensed employment agencies. Raffles Corporate Services can coordinate the full EP lifecycle through our associated MOM-licensed agency — from pre-application COMPASS scoring to application filing, renewal, and cancellation. For companies also considering longer-term staff relocation, we can bundle EP work with PR application planning so the pathway from EP to PR to citizenship is mapped out from day one.
For directors sponsoring their own EPs while also incorporating the company, our team can handle both together — see our guide to the CSP Act 2024 for the current regulatory framework governing incorporation service providers.
— The Editorial Team, Raffles Corporate Services