What is COMPASS Scoring and How to Pass in 2026

The Ministry of Manpower (MOM)’s 1 January 2026 update to the Complementarity Assessment (COMPASS) framework has changed how all Employment Pass (EP) applications are evaluated in Singapore this year.

Sector-specific salary benchmarks have moved upward, the list of recognised top-tier institutions has been refreshed, and the Shortage Occupation List (SOL) has been redrawn. Applications that previously cleared the threshold under 2025 assumptions may now sit short of it.

For employers and foreign professionals navigating the framework, knowing how COMPASS scoring works and what it takes to secure the required points is essential for successful EP approval.

COMPASS is the points-based system used by the MOM to assess EP applications and renewals. It evaluates candidates and their hiring firms across six criteria. This includes four foundational criteria: salary, qualifications, workforce diversity, and support for local employment. It also incorporates two bonus criteria that recognise shortage occupations and alignment with strategic economic priorities.

The Fundamentals of the COMPASS Framework

COMPASS replaced the earlier approach to EP assessment with a transparent, points-based methodology. The change has given employers an organised way to assess the likelihood of approval before submitting an EP application. That insight in turn supports better compensation, hiring, and workforce decisions.

Objectives of the COMPASS Framework

COMPASS was introduced to create a predictable framework for EP assessments and to ensure that foreign hiring supports Singapore’s local workforce objectives.

Attracting High-Quality Foreign Professionals: COMPASS evaluates individual attributes such as salary competitiveness and recognised qualifications to ensure that foreign professionals bring the skills, expertise, and economic value needed to strengthen the workforce.
Building a Stronger Local Core: The COMPASS framework encourages employers to support and develop the local professional workforce by assessing a company’s commitment to maintaining strong representation of Professionals, Managers, Executives, and Technicians (PMETs) alongside foreign talent.
Improving Workforce Diversity: By rewarding firms that maintain a balanced mix of nationalities, COMPASS promotes a more diverse and resilient workforce while reducing overdependence on any single foreign labour source.
Enhancing Transparency and Predictability: Clear scoring benchmarks provide employers with certainty in long-term hiring, compensation, and manpower planning decisions.
Recognising Specialised Skills in Shortage Areas: Through bonus points for shortage occupations, the COMPASS system supports targeted recruitment in sectors facing critical talent shortages, including advanced technology and specialised professional roles.
Supporting Strategic Economic Priorities: COMPASS incentivises firms that contribute to the country’s broader economic goals through innovation, investment, and internationalisation initiatives supported by government agencies.

Scope of Application

COMPASS applies to EP candidates under the two-stage eligibility framework.

New EP Applications: All new EP applicants must first meet the qualifying salary requirement and then pass COMPASS unless exempted. This applies across eligible sectors, including both general industries and financial services.
EP Renewals: Existing EP holders renewing their passes must also comply with the prevailing EP salary thresholds and applicable COMPASS requirements, in line with the updated MOM implementation timelines.

Establishing the Passing Benchmark

COMPASS requires candidates to secure a minimum number of points to qualify for EP approval, provided they also meet the separate EP qualifying salary threshold.

Minimum Score Requirement: Applicants must achieve at least 40 points across the framework’s six criteria to pass COMPASS.
Foundational Criteria Scoring: Each of the four foundational criteria can contribute 0, 10, or 20 points, depending on performance relative to MOM benchmarks.
Shortage Occupation Bonus: Eligible candidates in approved shortage occupations can receive up to 20 additional bonus points.
Strategic Economic Priorities Bonus: Firms participating in qualifying government-supported economic initiatives may contribute up to 10 bonus points to an application.

The Foundational COMPASS Pillars Defined

The four foundational criteria carry most of the scoring weight under the COMPASS framework.

1. Foundational Pillar 1: Salary Benchmarks (C1)

C1 benchmarks the candidate’s fixed monthly salary against local PMET salaries in the same sector and age band.

Candidate’s Fixed Monthly Salary Against Sector-Specific Benchmark Levels	Points
At or above the 90th percentile	20
At or above the 65th percentile but below the 90th percentile	10
Below the 65th percentile	0

Note: Candidates who do not meet the EP qualifying salary are not eligible for an EP, even if their C1 salary benchmark would otherwise result in points under COMPASS.

2. Foundational Pillar 2: Academic and Professional Credentials (C2)

C2 awards points based on the candidate’s qualifications, with the awarding agency assessed against MOM’s published lists.

Candidate’s Qualification Profile	Points
Degree-equivalent qualifications from MOM’s top-tier institutions, including top 100 QS-ranked universities, Singapore’s autonomous universities, highly reputed Asian institutions, or specialised qualifications endorsed by relevant agencies	20
Other recognised degree-equivalent qualifications, including credentials comparable to a UK bachelor’s degree or approved professional qualifications endorsed by relevant sector agencies	10
No recognised degree-equivalent qualifications	0

Note: Supporting verification documents must be submitted with the EP application whenever points are claimed under C2.

3. Foundational Pillar 3: Workforce Nationality Diversity (C3)

C3 rewards firms that maintain a diverse workforce by avoiding excessive concentration of any single foreign nationality. This is a firm-level criterion that evaluates the share of PMETs of the candidate’s nationality within the organisation’s existing PMET workforce.

Organisations with fewer than 25 PMETs automatically receive 10 points. For firms with at least 25 PMETs, COMPASS scoring depends on the share of PMETs of the candidate’s nationality in the organisation’s PMET workforce.

Candidate’s Nationality Share Within the Firm’s PMET Workforce	Points
Less than 5%	20
5% to less than 25%	10
25% or more	0

Note: Employers can verify their current share of nationalities using the Workforce Insights tool on the myMOM Portal before submitting an application.

4. Foundational Pillar 4: Contribution to Local Employment (C4)

C4 measures the firm’s local PMET share against its sector. The objective is to reward employers who build complementary teams of local and foreign professionals rather than rely disproportionately on foreign hiring.

Organisations with fewer than 25 PMETs receive 10 points by default. For firms with at least 25 PMETs, scoring depends on the organisation’s local PMET share relative to sector benchmarks.

Candidate’s Nationality Share Within the Firm’s PMET Workforce	Points
At or above the 50th percentile	20
20th to less than 50th percentile	10
Below 20th percentile	0

Note: If a firm’s local PMET share is at least 70%, regardless of where that figure sits within the sector, the application earns at least 10 points on C4. This avoids penalising firms in sectors with a high economy-wide share of local PMETs.

Bonus Categories for Extra Points

When foundational criteria alone are insufficient, two bonus categories can provide additional points to help an EP application reach the required threshold.

1. Shortage Occupation List (C5)

C5 recognises roles that require highly specialised skills that are in short supply in the local workforce. The SOL is established through a comprehensive assessment process that considers industry demand alongside local workforce development priorities.

Eligible sectors under the SOL include Agritech, Financial services, Green economy, Healthcare, Infocomm technology, Maritime, and Semiconductor.

Within infocomm technology, notable roles include Artificial Intelligence (AI) engineer, researcher or scientist, cloud specialist, cybersecurity architect, data scientist, digital forensics specialist, penetration testing specialist, software developer, and web or mobile applications developer.

Selected infocomm technology roles that meet both SOL and tech EP salary requirements may qualify for a five-year EP duration.

Eligibility Criteria	Points
The role is on the SOL, and the candidate’s nationality share among the firm’s PMETs is less than one-third	20
The role is on the SOL, and the candidate’s nationality share among the firm’s PMETs is one-third or more	10

To qualify for the C5 Skills bonus, the following conditions must be met:

Job Role Alignment: The candidate must perform the specific job duties listed for the relevant shortage occupation.
Eligible Job Title Selection: The EP application must reflect an approved job title associated with the SOL.
Additional Requirement Checks: Further conditions apply if:

The candidate requires SOL bonus points to meet the COMPASS threshold
The candidate is applying for a five-year EP under a designated tech occupation on the SOL

Note: Where SOL bonus points are required to pass COMPASS, the candidate must continue to perform that specific shortage occupation. A redeployment to a different role will require an EP reassessment.

2. Strategic Economic Priorities (SEP) (C6)

C6 awards 10 points to firms participating in eligible programmes administered by economic agencies, including the Economic Development Board (EDB) and Enterprise Singapore (EnterpriseSG). The bonus also extends to firms endorsed by the National Trades Union Congress (NTUC) for company and workforce transformation activities.

SEP Bonus Eligibility	Points
Participate in or meet the criteria for at least one eligible SEP programme	10

The SEP bonus is subject to assessment and ongoing eligibility conditions set by the relevant supporting agencies.

Award and Notification Process: The granting of C6 points is determined by the supporting agency administering the eligible programme. MOM will inform the organisation if the SEP bonus is awarded, and the points will be reflected in the Self-Assessment Tool (SAT). For clarification or eligibility queries, firms may approach the relevant agency directly.
Renewal Assessment: At the end of the programme’s validity period, the supporting agency will reassess whether the organisation continues to qualify for the SEP bonus based on ongoing participation and performance.

C3 Diversity Requirement for Renewal: The organisation must maintain a minimum of 10 points under C3 for each of the three months preceding the renewal assessment.
C4 Local Employment Requirement for Renewal: The organisation must also maintain at least 10 points under C4 for each of the three months before renewal.

Note: Bonus points are valid for up to 3 years, or for the duration of the firm’s participation in the eligible programme, whichever is shorter.

The COMPASS Assessment Matrix

The structure of the COMPASS points system reveals which criteria can be moved within an application cycle, and which cannot. A clear view of the matrix helps employers focus on what is actually within reach.

Point Distribution Summary: Each of the four foundational criteria can score 0, 10, or 20 points. C5 can add up to 20 bonus points. C6 can add up to 10 bonus points. The maximum possible score is 110 points, but the operative threshold is 40.
Score Interdependence: COMPASS is designed to allow stronger performance in certain criteria to offset weaker results in others. For example, a candidate who scores zero under C1 due to a salary below the 65th percentile may still pass if they earn 20 points for qualifications under C2, 20 points for workforce diversity under C3, and 10 points for local employment support under C4. In this scenario, the total reaches 50 points, demonstrating how the framework supports a balanced overall assessment rather than relying on any single factor.
Firm-Level Versus Candidate-Level Factors: Salary and qualifications under C1 and C2 are candidate-specific and can often be addressed during compensation and hiring negotiations. In contrast, C3, C4, and C6 are determined by firm-level workforce composition and broader business practices, making them less flexible on an individual application basis. C5 depends on whether the role accurately aligns with an approved shortage occupation. For employers planning EP-heavy hiring, evaluating firm-level scoring capacity before structuring offers is essential for stronger approval outcomes.

Exemptions from the COMPASS Framework

This section outlines the categories of EP applications that are not required to undergo COMPASS scoring under the prevailing framework.

Salary-Based Exemption: Candidates with a fixed monthly salary of at least S$22,500 are exempt from COMPASS. This threshold aligns with the existing exemption from the Fair Consideration Framework’s job advertising requirement.
Role-Based Exemption (Short-Term Assignments): Candidates filling a role for one month or less are exempt from COMPASS. This covers short projects and limited engagements that do not warrant a full points-based assessment.
Role-Based Exemption (Intra-Corporate Transferees): Candidates applying as overseas intra-corporate transferees are exempt from COMPASS.
Exemption Limits: Exempt candidates must still satisfy the EP qualifying salary requirement, and employers remain subject to Fair Consideration Framework job advertising obligations where applicable. The COMPASS exemption removes only the Stage 2 points-based assessment requirement, not the broader EP framework.

Analysing Common Pitfalls and Failure Points

Common pitfalls in COMPASS applications often arise from avoidable errors in classification, salary alignment, workforce composition, and documentation accuracy.

Misalignment of Singapore Standard Occupational Classification (SSOC) Codes: The SSOC code selected in the EP application drives the salary benchmark used in C1. A senior manager classified under a more junior SSOC code may appear to clear the salary threshold; the same candidate, when classified correctly, may sit below the 65th percentile and score zero on C1. Equally, a misclassification can disqualify a role from the SOL, removing 10 to 20 bonus points that the candidate would otherwise have earned.
Ignoring Age-Weighted Salaries: The EP qualifying salary rises progressively with age. A 23-year-old candidate may qualify at S$5,600 per month. A candidate aged 45 or above must earn at least S$10,700 in the non-financial services sectors to clear Stage 1. C1 benchmarks under COMPASS are similarly age-weighted. An offer that suits a junior hire will not, without adjustment, secure points for a senior hire. Employers who structure compensation primarily on internal equity rather than age-band benchmarks frequently encounter this problem at renewal.
Overlooking the 25-PMET Threshold: Firms with fewer than 25 PMETs receive 10 default points each on C3 and C4. Once headcount crosses 25 PMETs, the default disappears, and the actual workforce profile drives the score. Consider a foreign-owned subsidiary that grew from 18 to 30 PMETs over the prior year, without diversifying nationality or building local PMET share. The first time it submits an EP application above the 25-PMET threshold, it may receive a score of 0 on both C3 and C4. The transition is not announced; it simply applies.
Overreliance on Bonus Points: Bonus criteria should not be assumed to automatically support COMPASS scoring. C5 eligibility depends on an exact match between the role and an approved shortage occupation, with candidates required to perform the specified duties. Where SOL bonus points are necessary for approval, post-approval employment is restricted to that occupation. C6, meanwhile, is determined at the firm level and depends on participation in qualifying programmes. Both bonuses are conditional and should be treated as advantages rather than guaranteed score enhancements.
Delayed Qualification Verification: Educational qualifications must be verified by an MOM-approved background screening agency to be eligible for C2 points. Verification typically takes one to two weeks and should be initiated well in advance of the application. Submission with incomplete or unverified credentials may result in a delay or the complete refusal of C2 points.

Measures to Strengthen COMPASS Eligibility

A low preliminary COMPASS score does not automatically prevent EP approval. The framework allows employers and candidates to assess potential weaknesses in advance and make adjustments before submission to strengthen scoring outcomes.

Use the Self-Assessment Tool (SAT): MOM provides an enhanced Self-Assessment Tool (SAT) that offers an indicative COMPASS outcome before an EP application is formally submitted. The updated SAT, reflecting the revised criteria effective 1 January 2026, has been available since 1 December 2025. Assessing prospective candidates with the SAT is one of the most effective pre-submission measures, as it helps identify criterion-specific weaknesses early, enabling employers and applicants to make changes.
Targeted Salary Adjustments: Where a candidate’s proposed salary falls slightly below key C1 benchmark thresholds, a carefully calibrated increase may significantly improve COMPASS scoring. Moving compensation above the 65th or 90th percentile benchmark can raise C1 points from 0 to 10 or from 10 to 20. In many cases, relatively modest salary adjustments can materially strengthen the application, making compensation restructuring one of the most direct employer-controlled strategies for improving approval prospects.
Confirm Top-Tier Institution Status: For a candidate’s degree institution, verify its placement on the refreshed 2026 top-tier list and ensure the qualification is correctly captured in the application. The difference between a recognised top-tier institution (20 points) and another degree-equivalent qualification (10 points) is decisive in borderline cases. The list is published on MOM’s website and updated annually.
Verify Credentials Early: Use an MOM-approved screening agency for educational verification, and start the process at least two weeks before the intended submission date. Late verification is one of the more avoidable causes of application delay.
Confirm Any Active EDB or EnterpriseSG Scheme Membership: Firms occasionally hold an EDB Pioneer Certificate, a Development and Expansion Incentive, or an Enterprise Singapore programme designation without realising it qualifies for the C6 bonus. Where eligible, MOM is informed directly by the supporting agency, and the 10 points apply to every EP application the firm submits during the validity period.
Diversify the Nationality Mix Where Possible: Where C3 is constrained by historical hiring patterns, future foreign hires can be drawn from underrepresented nationalities. The C3 score is recalculated from current workforce data, so a deliberate change in hiring mix improves the score on subsequent applications.
Plan Renewals Against the 1 July 2026 Trigger: Every EP renewal from 1 July 2026 is scored against the new benchmarks. Employers should pull a list of every EP holder with a pass expiring in the second half of 2026. Each candidate should be rescored against the 2026 thresholds, and any gaps should be addressed before the renewal window opens.

Professional Advisory and EP Application Support from Xignam

A clear understanding of COMPASS scoring is only the first step. Successfully navigating the framework requires careful planning, accurate assessment, and strategic execution, particularly as revised salary benchmarks, qualification standards, and shortage occupation criteria continue to influence EP outcomes.

At Xignam, a Singapore immigration agency, we provide structured advisory support for professionals and companies managing EP applications. Our approach is aligned with current MOM requirements and focuses on guiding clients through each stage of the process, from eligibility assessment to documentation preparation and submission.

With over 20 years of immigration advisory experience, we support both new EP applications and renewals, ensuring that each case is reviewed against relevant criteria and prepared with a clear understanding of regulatory expectations.

We also prioritise data protection and confidentiality, following the Data Protection Essentials (DPE) framework, developed by Singapore’s Personal Data Protection Commission, to safeguard client information throughout the engagement.

If you are evaluating your eligibility, preparing an EP application, or planning for future renewals, contact our employment pass application agency for a confidential profile review and practical guidance tailored to Singapore’s latest immigration framework.

Strategic Breakdown: What is COMPASS Scoring and How to Pass in 2026