Where to find your profile.
Employers can use MOM's Workforce Insights tool in myMOM Portal. Corppass is required, and access depends on the employer's existing work-pass eService access.
Log in
Open myMOM Portal using the employer's Corppass access.
Open
Select Workforce Insights from the available workforce tools.
Review
Use the Diversity and Local PMETs views for the organisation profile.
Plan
Use the current profile when modelling a candidate and do not rely on an old screenshot.
Check the Diversity position.
C3 awards points based on the share of the candidate's nationality among the organisation's PMET workforce. Smaller employers receive a default score; larger employers should review the current nationality share in Workforce Insights.
10 points by default
The organisation receives the default C3 score under MOM's current framework.
Share determines the points
Less than 5% can receive 20 points, 5% to less than 25% can receive 10 points, and 25% or more receives 0 points.
Use the current MOM table when advising. C3 thresholds and application rules are not a substitute for a complete COMPASS assessment.
Check local employment too.
C4 compares the organisation's local PMET share with other employers in its sector. The Workforce Insights Local PMETs view helps the employer see the relevant sector position before the application is modelled.
20 points
The organisation's local PMET share is at or above its sector benchmark.
10 points
The organisation sits between the current sector percentile bands.
0 points
The organisation may need to understand the workforce position before relying on C4.
The number has context.
For C3, the nationality share is based on the number of PMETs of the candidate's nationality divided by the organisation's total PMETs. MOM includes Permanent Residents when determining nationality and uses the nationality recorded in government records.
MOM's COMPASS workforce profile is updated on the 6th of each month using the latest available three-month average. That means the figure can change, and a previous review may not represent the position on the filing date.
C3 is not C5.
C3 concerns the candidate's nationality share in the employer's PMET workforce. C5 is the Skills Bonus, which may apply when the role is on the current Shortage Occupation List. C5 uses different thresholds and role-specific requirements.
Review the workforce profile for C3 and C4, then review the occupation, duties and evidence separately for C5. A strong position under one criterion does not prove the others.
Use the profile as a starting point.
- Check access early. Confirm that the person preparing the case can access the employer's current Workforce Insights data.
- Save the review date. Keep a dated internal note of the profile used for the initial assessment.
- Model the whole case. Combine C3 and C4 with salary, qualifications, role fit, C1/C2 and any bonus criteria.
- Do not promise a result. Workforce Insights supports planning; it does not replace MOM's assessment of the application.
FAQ
Can AIS check the employer's C3 and C4 profile without access?
No. The employer should provide the current Workforce Insights information or review it with AIS during the case assessment.
Is the PMET nationality share something I can calculate from a public website?
No. The official employer-specific profile is available through myMOM Portal. A manual estimate can be useful for discussion, but it should not replace the current Workforce Insights position.
Does a low C3 score mean the EP cannot be approved?
No. C3 is one criterion in COMPASS. The complete score, qualifying salary and other applicable requirements still need to be assessed.
Does the SOL change the C3 score?
No. SOL is connected to the separate C5 Skills Bonus. It does not turn C3 into a different criterion.
References.
This guide explains a current planning workflow. MOM's portal, thresholds and COMPASS rules can change.