Since the Complementarity Assessment Framework (COMPASS) took full effect in September 2023, every new Employment Pass (EP) application and renewal must clear a points-based test, not just the minimum salary threshold. For HR teams, foreign professionals, and the founders sponsoring their first hires, this changed the game. EPs used to be granted on a holistic basis; now MOM scores each application against a transparent set of attributes, and an applicant who scores below 40 points fails the test outright.
This 2026 guide explains how COMPASS works, walks through each attribute, gives a worked example, and shows you how to plan an EP application to maximise the score. It is written for both employers and prospective EP holders.
What COMPASS Is and Why It Exists
COMPASS is the Ministry of Manpower’s points-based assessment for Employment Pass applications. It was introduced to make the EP system more transparent and to align Singapore’s foreign workforce with the country’s long-term economic priorities. The framework applies to all new EP applications submitted on or after 1 September 2023, and to all renewals on or after 1 September 2024.
An applicant must score at least 40 points out of a possible 50 across the foundational and bonus criteria to pass.
The Two-Stage Framework
COMPASS has two parts:
- Foundational criteria (C1–C4): Four attributes worth up to 10 points each, maximum 40 points.
- Bonus criteria (C5–C6): Two attributes worth up to 20 bonus points (10 each).
Applicants must also meet the EP minimum salary threshold, which is a precondition for being assessed under COMPASS at all.
The Minimum Salary Threshold (2026)
The qualifying salary depends on age and sector. For general roles in 2026, the minimum salary is at least SGD 5,600 per month. For financial services, the minimum is SGD 6,400 per month. Older candidates (in their 40s and 50s) need progressively higher salaries to qualify, the exact bands are published on the MOM website. Without meeting the salary threshold, COMPASS does not even come into play.
Foundational Criterion 1: Salary
Compares the applicant’s fixed monthly salary against local PMET (Professional, Manager, Executive and Technician) salaries in the same sector and age band.
| Where the salary sits | Points |
|---|---|
| At least 90th percentile of local PMET salaries | 20 (top points) |
| 65th to 90th percentile | 10 |
| Below 65th percentile | 0 |
Note: Some bands score 20 points (rather than 10) because they double as foundational and bonus weight. Always refer to the latest MOM calculator for the exact numbers.
Foundational Criterion 2: Qualifications
| Highest qualification | Points |
|---|---|
| Degree from a top-tier institution (MOM list) | 20 |
| Degree-equivalent (recognised university) | 10 |
| No degree or below threshold | 0 |
MOM publishes a list of “top” universities (similar in concept to QS World Rankings top 100), which scores higher points. For applicants without a degree, professional experience and qualifications under the C5 and C6 bonus criteria can compensate.
Foundational Criterion 3: Diversity
Measures how much the applicant’s nationality contributes to diversity in the employer’s PMET workforce. The intent is to discourage employers from over-concentrating one nationality in their professional ranks.
| Nationality share of PMET workforce | Points |
|---|---|
| Under 5% | 20 |
| 5% to under 25% | 10 |
| 25% or more | 0 |
If your company has one French employee out of 100 PMETs, hiring a second French applicant likely still scores 20 here. If you have 30 French PMETs, you score zero.
Foundational Criterion 4: Support for Local Employment
Measures how the employer’s local PMET share compares to the sector benchmark, the so-called Local Workforce Index. It rewards employers who have invested in growing local talent.
| Local PMET share vs sector benchmark | Points |
|---|---|
| Above 50th percentile | 20 |
| 20th to 50th percentile | 10 |
| Below 20th percentile | 0 |
Bonus Criterion 5: Skills Bonus (Shortage Occupation List, SOL)
If the role is on MOM’s Shortage Occupation List, the application gets 20 bonus points. The SOL is updated periodically and currently includes roles such as cybersecurity professionals, AI engineers, advanced manufacturing specialists, and sustainability-related roles. If the role is not on the SOL, the points score is 0 here.
Bonus Criterion 6: Strategic Economic Priorities Bonus
Companies participating in specific economic agency partnerships (EDB, MAS, ESG-related programmes) can receive up to 10 bonus points for EP applications tied to those initiatives. This is the least transparent of the criteria and is awarded case by case.
Worked Example
Consider a software engineer applying for an EP at a Singapore SaaS company:
- Monthly salary SGD 8,500 (75th percentile in their sector and age band) -> 10 points (Salary)
- Degree from National University of Singapore (top institution) -> 20 points (Qualifications)
- Applicant is German; the company has 2% German PMETs -> 20 points (Diversity)
- Company’s local PMET share is at the 40th percentile of the sector -> 10 points (Support for Local Employment)
- Software engineer is on the SOL -> 20 bonus points (Skills Bonus)
- Not in an economic agency partnership -> 0 points (Strategic Economic Priorities)
Total: 80 points, well above the 40 threshold. Application is highly likely to be approved.
What Happens If You Score Below 40
The EP application will not be approved through the standard COMPASS pathway. The employer can:
- Re-evaluate the salary offer. Often the cleanest fix.
- Re-evaluate the role and seniority. Senior roles attract higher percentiles.
- Consider alternative passes (S Pass, ONE Pass for higher-earning candidates).
- Wait until the company’s diversity or local employment profile improves.
- Add a role to the SOL if your industry has organised case-making.
Exemptions exist: roles paying very high salaries (fixed monthly salary ≥ SGD 22,500), short-term inter-corporate transfers (≤ 12 months), and certain skilled trade roles may bypass COMPASS. The MOM exemption list is updated periodically.
COMPASS at Renewal
From 1 September 2024, COMPASS also applies at renewal. EP holders whose roles, salaries, or employers fall below the threshold at renewal time may not have their pass renewed even if they were granted under the old framework. Plan ahead: the second EP cycle is not a rubber stamp.
How Employers Can Improve Their COMPASS Profile
- Track local PMET share quarterly. Even small shifts in headcount change your sector percentile.
- Diversify nationalities at the PMET level. A concentrated workforce reduces C3 points.
- Pay above the 65th percentile of the sector salary benchmark.
- Engage with MOM’s SkillsFuture-linked programmes. Bonus points may follow.
- Build a credible local training pipeline. Invest in entry-level and mid-career local hires.
Common Pitfalls
- Treating COMPASS like an HR formality. It is a substantive policy lever; engage your CFO and CEO.
- Submitting borderline applications. A 40-point application carries renewal risk. Aim for 60+.
- Missing the MOM list update. The SOL and top universities list refresh periodically.
- Ignoring the renewal effect on existing EP holders. Roles, salaries, and qualifications need to keep clearing the threshold.
- Forgetting the parallel MyCareersFuture posting requirement. See our Fair Consideration Framework guide.
Alternative Work Pass Options
If COMPASS cannot be cleared, consider:
- ONE Pass for very high earners.
- Tech.Pass for established tech talent.
- EntrePass for founders.
- S Pass for mid-skilled roles.
- Dependant’s Pass or LTVP for spouses and family of EP holders.
How Raffles Corporate Services Helps
We support Singapore employers through the full EP and COMPASS lifecycle. Our team prepares the application package, runs the COMPASS scoring against your real candidate data, advises on salary and role positioning to maximise the score, and coordinates with MOM on appeals and post-approval queries. For companies hiring at scale, we also build internal dashboards that track local PMET share, nationality concentration, and percentile salaries so that COMPASS becomes a managed metric rather than a renewal surprise.
Statutory references: Employment of Foreign Manpower Act 1990 (SSO). Practice references: MOM publishes the COMPASS framework, the SOL, the top universities list, and benchmark salaries.
— The Editorial Team, Raffles Corporate Services