A Guide to Singapore Employment Pass: 8 Tips for Passing the COMPASS Points System
Renewing a Singapore Employment Pass now means clearing the COMPASS points system, which looks beyond degrees to overall contribution.
Not every door in life opens itself with a smile; they require proof. Proof that you are contributing value, proof that you are part of the big picture, and proof that you make the whole more powerful. The Singapore Employment Pass renewal is an example of such a requirement.
It is what allows foreign executives, managers, and professionals to be able to work and live in the country lawfully and is a vital key for many occupations. And today, with the COMPASS points system in place, renewal is no longer merely about qualifications but about proving balance in skills, diversity, and contribution.
What is COMPASS, and when does it apply?
COMPASS is a points system for Employment Pass applications and renewals. You need at least 40 points to clear it. It applies to new EPs now and to renewals that fall from September 2024 onward. Here’s how you can walk through that door with confidence.
How to Pass the COMPASS Points System
1) Confirm that COMPASS applies to your renewal window
Look at your pass expiry. If your renewal window opens starting September 2024, COMPASS rules apply. If you renew earlier than that window, you may not be assessed under COMPASS. When in doubt, verify your MyMOM Portal dates.
Example: Your EP expires in November 2025, and renewal opens three months before. That renewal sits under COMPASS.
2) Map your four core scores
COMPASS adds points across four “foundational” areas. Each can give 0, 10, or 20 points.
- Salary against your sector and age group
- Qualifications
- Firm diversity
- Firm support for local employment
Small firms with fewer than 25 PMETs (Professionals, Managers, Executives & Technicians) get a default 10 points on diversity and support for local employment, which helps younger teams.
Example: A designer in a 12-person studio starts with 10 points on diversity and 10 on local-employment support by default.
3) Check salary against your market band
MOM (Ministry of Manpower) compares your fixed monthly pay with locals in your sector and age band. Near the 90th percentile earns 20 points. Around the 65th to 90th range earns 10. Below that earns 0. If your score is light here, you can balance with other criteria or bonus points.
Example: A software engineer paid near the 70th percentile picks up 10 points. A targeted adjustment to cross the 90th can lift that to 20.
4) Get your qualifications verified early
A degree-equivalent earns 10 points. A degree from a top-tier institution can earn 20. To claim these points, your employer must verify your credentials through an approved service. Start the process early so your renewal does not stall.
Example: A marketing lead with a bachelor’s degree secures 10 points once verification is complete.
5) Understand your firm’s two “health” signals
Diversity looks at the share of your nationality among the company’s PMETs. A low share earns more points. Support for local employment compares your firm’s local PMET share with peers in the same subsector. Stronger local hiring earns more points. Your HR team can view both in MOM’s Workforce Insights tool.
Example: A fintech firm with a broad mix of nationalities and strong local hiring might score 20 on both, which can carry a candidate who is light on salary points.
6) Hunt for bonus points you can claim
Two bonus paths can raise a borderline score.
- Shortage Occupation List (SOL)
If your job is on the SOL, you can add up to 20 bonus points. If your nationality already makes up one-third or more of your firm’s PMETs, the bonus is 10. - Strategic Economic Priorities bonus
Firms that join approved transformation or innovation programs and commit to building local capability can add 10 bonus points for each EP application. Support usually lasts up to three years.
Example: A data scientist on the SOL with a mid-band salary might land 10 salary points, 10 qualification points, 10 to 20 from firm signals, plus up to 20 SOL bonus. That can clear 40 with room to spare.
7) Do the math and plan your moves
Add up likely points. If you fall short of 40, choose the fastest lever. Options include a pay adjustment to lift the salary band, completing degree verification, aligning your role to an SOL job description, or timing the application after the firm secures SEP support.
Example: A product manager totals 35. A modest salary tweak to reach the next percentile band and a completed verification step can push the score to 45.
8) Prepare documents and submit cleanly
Line up the passport, education verification report, role description aligned to the job family, and any firm letters that support SEP status. Make sure the job title and duties match what MOM expects for that occupation. Clean files speed processing.
Example: An applicant once lost weeks because their payslips were missing. Having everything in order makes your renewal smoother and less stressful.
Quick checklist before you hit submit
- Do I pass 40 points on paper
- Are my qualifications verified
- Did I claim any SOL or SEP bonuses I qualify for
- Do my job title and duties match the intended occupation
Conclusion
COMPASS may sound like a maze, but at its heart it’s about balance. Match your pay to the market, verify your degree, know how your company stands on diversity and local hiring, and grab the bonus points that fit your role. With preparation and timing, an EP renewal doesn’t have to feel like a gamble; it can be a straightforward, confident step forward.
Ogbonda Chivumnovu
