What COMPASS does.
Most new Employment Pass applications need to meet two stages: the EP qualifying salary and, unless an exemption applies, the Complementarity Assessment Framework, known as COMPASS.
COMPASS requires the application to earn at least 40 points. It is not a general score for the candidate alone; some criteria depend on the employer's workforce and sector.
The EP qualifying salary is the minimum eligibility bar. C1 then awards COMPASS points by comparing fixed monthly salary with local PMET benchmarks for the sector and age.
Forty points, built from four criteria.
Salary
Candidate salary compared with the sector's local PMET salary benchmarks.
Qualifications
Candidate degree-equivalent or recognised professional qualification.
Diversity
Candidate nationality share among the employer's PMET workforce.
Local employment
Employer local PMET share compared with other firms in the sector.
Each foundational criterion can contribute 0, 10 or 20 points under the current framework. A case may pass with different combinations, but it still needs at least 40 points overall.
C1: salary is relative.
C1 compares the candidate's fixed monthly salary with local PMET salaries in the employer's sector, adjusted for age. Under the current table, salary at or above the 90th percentile earns 20 points, salary from the 65th to below the 90th percentile earns 10 points, and salary below the 65th percentile earns 0 points.
The benchmark is separate from the EP qualifying salary. A candidate can meet the minimum salary stage and still need to understand how the proposed salary performs under C1.
Check MOM's current C1 salary benchmarks before using a figure in a hiring decision.
C2: qualifications need a proper route.
C2 can award 20 points for qualifying degree-equivalent qualifications from recognised institutions, or 10 points for other accepted degree-equivalent or recognised professional qualifications. A qualification that is not degree-equivalent does not earn C2 points.
If the case needs C2 points, the employer must submit the qualification and verification proof. If C2 points are not needed, MOM says the employer does not need to submit those documents for this criterion.
Read the separate guide to EP qualifications and verification proof before requesting documents.
C3 and C4 belong to the employer.
C3 looks at the candidate's nationality share among the organisation's PMETs. C4 looks at the organisation's local PMET share compared with its sector. These are not figures an employer should guess from a spreadsheet when the official Workforce Insights profile is available.
C3 Diversity
For organisations with at least 25 PMETs, a candidate nationality share below 5% can earn 20 points, 5% to below 25% earns 10, and 25% or more earns 0.
C4 Local employment
At least the 50th sector percentile earns 20 points, the 20th to below 50th earns 10, and below the 20th earns 0 under the current framework.
For organisations with fewer than 25 PMETs, MOM currently gives 10 points by default for both C3 and C4. Use the dedicated Workforce Profile guide to find the data and understand its update cycle.
C5 and C6 are bonuses, not shortcuts.
Some applications may receive bonus points in addition to the four foundational criteria. The bonus route must be supported by the role, employer and current MOM requirements.
A role on the current Shortage Occupation List may earn 20 or 10 points, depending on the candidate's nationality share, if the role duties and additional requirements match.
Eligible employers participating in qualifying government-supported programmes may receive bonus points under the Strategic Economic Priorities route.
Read the SOL guide for C5. C6 depends on eligible programmes and supporting agencies, so use MOM's current C6 programme list rather than assuming that an industry label is enough.
Some applications are exempt from COMPASS.
Current COMPASS exemptions include candidates earning a fixed monthly salary of at least $22,500, overseas intra-corporate transferees and roles lasting one month or less, subject to MOM's conditions.
An exemption from COMPASS does not automatically remove every other EP requirement. Check the EP qualifying salary, FCF position, documents and the exact exemption route before relying on it.
Model the case in the right order.
Salary
Check the EP qualifying salary for the candidate's age and sector.
Profile
Review C3 and C4 in Workforce Insights, not an outdated estimate.
Candidate
Assess salary percentile, qualifications and verification needs.
Role
Check FCF, role fit and any SOL or strategic-priority route.
Test
Use MOM's Self-Assessment Tool and recheck the live official criteria.
FAQ
How many points are needed to pass COMPASS?
The application needs at least 40 points, unless an applicable exemption means COMPASS does not apply.
Can a candidate pass COMPASS with 0 points under one criterion?
Yes. The application can still pass if the overall total reaches 40 points and the other requirements are met.
Does meeting the EP salary automatically mean C1 points?
No. The EP qualifying salary is a separate minimum stage. C1 compares the fixed monthly salary with sector and age benchmarks.
Can the SOL replace a weak employer profile?
No. The SOL is a C5 bonus with its own conditions. It does not erase the need to assess the rest of the application.
Where should I start if the case is close?
Start with the qualifying salary, then check the employer's Workforce Insights profile, model C1 to C4 and only then assess whether C5 or C6 is genuinely available.
References.
This guide is general information for employers. COMPASS criteria, salary benchmarks, exemptions and bonus programmes can change.