18 October, 2015
Capabilities Delivered Locally
Note: This article is only intended for general reading. Under no circumstances is it to be relied upon in substitution for specific advice on any issue(s) that may arise relating to its subject matter.
Following the Ministry of Manpower’s (“MOM”) announcement on 8 July 2015 on new measures to enhance support for Singaporean professionals, managers and executives (“PMEs ”), some of these measures have come into effect from 1 October 2015. This article provides an overview of these measures as well as other recent changes to the Singapore employment landscape, which are intended to strengthen the Singaporean core of PMEs.
1. New Career Support Programme and Private Placement Provider Programme for mature Singaporean PMEs
The Workforce Development Agency (“WDA”) has launched a pilot of the following programmes from 1 October 2015 for a period of 2 years:
(a) Career Support Programme (“CSP”); and
(b) Private Placement Provider Programme (“PPP”) CSP
The objective of the CSP is to encourage employers to increase its number of mature Singaporean PMEs.
For employers who employ mature Singapore PMEs who have been looking for jobs for at least six months, in mid-level jobs that pay at least S$4,000 per month, such employers will be given wage support, as set out in the following table:
| For PMEs aged 50 and abovFor PMEs aged 50 and above |
For PMEs aged between 40 and 50 |
|
|
Wage support for first 6 months |
40% of gross monthly salary, capped at S$2,800 per month |
20% of gross monthly salary, capped at S$1,400 per month |
|
Wage support for next 6 months |
20% of gross monthly salary, capped at S$1,400 per month |
10% of gross monthly salary, capped at S$700 per month |
As the table shows, wage support is only provided for the first 12 months of employment. It is not clear whether any further wage support will be offered to encourage employers to continue to employ the mature Singaporean PMEs beyond the 12-month period.
PPP
The PPP expands WDA’s employment facilitation services through collaboration with private search and placement firms to help mature Singaporean PMEs who face greater difficulties in finding employment. The appointed private placement providers will provide services such as career services (e.g. individual profiling and coaching) and placement related services (e.g. job referrals and post-placement support.
2. SkillsFuture Mid-Career Enhanced Subsidy
To support and encourage lifelong learning, the WDA has, from 1 October 2015, implemented higher course fee subsidies for Singapore Citizens aged 40 and above.
Under the SkillsFuture Mid-Career Enhanced Subsidy, mid-career Singaporeans will enjoy course fee subsidies of up to 90% of WDA-supported certifiable courses, as well as a wider range of training courses to choose from. The WDA expects to roll out more Skills Future initiatives in due course.
3. Publishing salary range of job vacancy in the Jobs Bank For Employment Pass (“EP”) applications filed from 1 October 2015, employers are required to state the salary range in the accompanying job postings on Jobs Bank. If this requirement is not complied with, the MOM will reject the EP applications. The rationale for this measure is to improve labour market transparency.
It is not expressly mentioned whether or not employers can indicate a salary which falls outside the salary range posted on the Jobs Bank, when they make the EP applications subsequently. However, since the MOM will have the Job Posting ID to check that the job in the EP application matches the job posting advertised on the Jobs Bank, the salary to be stated in the EP application would be required to fall within the salary range posted on the Jobs Bank.
Conclusion
The recent measures launched by the WDA and the MOM are welcome as they will enhance employment and career opportunities for Singaporean PMEs, who form an important and growing core of our workforce in Singapore.
