EP COMPASS Criteria: Skills Bonuses and Worked Examples

COMPASS is the points-based second stage of Employment Pass eligibility. The candidate must first meet the applicable qualifying salary. Unless exempt, the application then needs at least 40 COMPASS points. A worked example can explain the framework, but it cannot predict MOM’s decision.

For current salary tables, timing and the complete overview, read our EP salary requirements and COMPASS guide. This article focuses on interpreting the criteria and checking the assumptions behind an example.

Check qualifying salary before calculating points

Current starting salaries for candidates aged 23 or below are S$5,600 outside financial services and S$6,200 in financial services. They rise with age. Announced starting amounts of S$6,000 and S$6,600 apply to new applications from 1 January 2027 and renewals of passes expiring from 1 January 2028. Use MOM’s exact age-based tables.

COMPASS C1 salary points use sector- and age-based local PMET benchmarks. Meeting the initial qualifying salary is not the same as earning C1 points.

What the COMPASS criteria assess

Small firms with fewer than 25 PMET employees receive the specified default C3 and C4 scores. Do not substitute total headcount for the PMET measure or assume that a job title alone earns a skills bonus.

Skills and strategic-priority bonuses

The C5 skills bonus is 20 points, reduced to 10 where the candidate’s nationality forms one-third or more of the firm’s PMETs. The role and candidate must meet the applicable Shortage Occupation List requirements. C6 can provide 10 points for qualifying firms; participation in an unrelated government initiative is not enough.

An illustrative score: verify every assumption

Suppose a candidate meets the age-adjusted qualifying salary and has verified scores of C1: 10, C2: 10, C3: 10 and C4: 10. The total is 40, meeting the COMPASS points threshold. This is an arithmetic illustration, not an assessment of a real applicant. The employer must confirm the actual benchmarks, qualification evidence and firm data.

If an example assumes a C5 or C6 bonus, ask what evidence establishes that bonus. A salary figure without the appropriate benchmark cannot establish a percentile. Passing COMPASS does not remove other application requirements or guarantee approval.

Check whether an exemption applies

MOM lists exemptions for candidates earning at least S$22,500 fixed monthly salary, qualifying overseas intra-corporate transferees under the applicable definitions, and roles lasting one month or less. Confirm the precise exemption requirements rather than applying them to every transfer or short assignment.

Practical next steps

1. Confirm age, sector, application date and fixed monthly salary.
2. Check the official qualifying salary and any exemption.
3. Confirm the candidate and employer evidence supporting each criterion.
4. Use MOM’s Self-Assessment Tool.
5. Review advertising requirements and prepare the application documents.

See our EP application process guide and work-pass options without a degree. For assistance, discuss the scope with TIP’s work-pass team. COMPASS is not ICA’s PR or citizenship assessment system.

Policy details checked on 29 September 2026. Consult MOM for current criteria and application-specific instructions.