2024年4月3日，非选区议员梁文辉在国会上，向人力部长陈诗龙医生提问关于申请EP准证相关问题。
以下内容为新加坡眼根据国会英文资料翻译整理：
议员梁文辉（非选区议员）提问人力部长：
自2023年9月1日以来，成功申请新的就业准证（EP）的申请人中，
（i）有多少人豁免互补人才框架（COMPASS）资格标准要求；
（ii）多少人因国籍人数超过公司专业技术人员（PMET）的25%，而得零分；
（iii）多少人因没有有效学历资格得零分；
（iv）多少人因公司员工少于25人而自动获得10分。
陈诗龙（人力部长兼贸工部第二部长）：根据互补人才框架的规定，如果申请人固定月薪达到至少22,500新元、公司内部员工调动或者申请职位不超过一个月，可以豁免互补人才框架要求。豁免互补人才框架的薪资门槛与公平考量框架（FCF）的职位广告要求类似，并且以EP持有者中排名前10%为基准。自2023年9月1日以来，约有10%的成功申请EP的人获得了互补人才框架豁免。
不到10%的获批申请在国籍多样性标准（C3）上因公司专业技术人员（专业人员、管理人员、执行人员和技术人员）中申请人国籍超过25%而获得零分。约有20%的获批申请在资格标准（C2）上因未申报任何与学位有关的资格证明而获得零分。然而，实际上没有学位资格的申请比例更低，因为任何资格申报都需要伴随验证证明。在其他标准中获得足够分数的申请人可能选择不申报其资格。
大约30%的获批申请因公司规模较小——少于25名专业技术人员，在多样性标准（C3）和支持本地就业标准（C4）方面默认得分为10分。较小的公司在C3和C4上被给予默认分数，因为它们的员工比例很容易因人员的微小变化而产生偏差。这些申请仍然需要在其他标准上获得至少20分，以满足互补人才框架所需的最低标准40分。
不应仅凭单一标准来评估EP候选人的质量。互补人才框架认识到定义候选人质量没有一刀切的方法。它横跨六个标准进行评估，考虑到个人和公司层面的属性，以及候选人是否填补了短缺职位或对新加坡经济优先战略作出贡献。这些标准定期更新，得到经济机构和三方合作伙伴——全国职工总会及新加坡全国雇主联合会的意见，以确保保持相关性和严密设定范围。
以下是英文质询内容：
Mr Leong Mun Wai asked the Minister for Manpower since 1 September 2023, what is the percentage of successful new Employment Pass applicants who received (i) an exemption from the COMPASS eligibility criteria (ii) zero points for having over 25% of the candidate’s nationality among the organisation’s PMETs (iii) zero points for having no degree-equivalent qualifications and (iv) 10 points automatically because the company has less than 25 employees, respectively.
Dr Tan See Leng: Candidates are exempted from COMPASS if they have a fixed monthly salary of at least $22,500, are applying as an intra-corporate transferee or are filling the role for one month or less. The salary threshold for exemption from COMPASS is similar to that for the Fair Consideration Framework job advertising requirement and is benchmarked to the top 10% of Employment Pass (EP) holders. Since 1 September 2023, about 10% of successful EP applications were exempted from COMPASS.
Less than 10% of approved applications scored zero points on the Diversity Criterion (C3) for having over 25% of the candidate’s nationality among the organisation’s professionals, managers, executives and technicians (PMETs). About 20% of approved applications scored zero points on the Qualifications Criterion (C2) for not declaring any degree-equivalent qualifications. However, the actual proportion of approved applications without any degree-qualifications is lower. This is because any qualification declared would need to be accompanied by verification proof. Candidates who have obtained sufficient points across other criteria to pass COMPASS may thus choose not to declare their qualifications.
About 30% of all approved applications scored 10 points by default for the Diversity Criterion (C3) and Support for Local Employment Criterion (C4) because the company was a small firm with less than 25 PMETs. Smaller firms are given default points on C3 and C4 as their workforce ratios are easily skewed by small changes in their personnel. These applications will still need to score at least 20 points on the other criteria to meet the minimum 40 points required to pass COMPASS.
The Member should not judge the quality of EP candidates on the basis of how they perform on any single criterion. COMPASS recognises that there is no one-size-fits-all approach to defining the quality of candidates. Instead, it looks across six criteria, taking into account individual and firm-level attributes, as well as whether the candidate fills a shortage occupation or contributes to a strategic economic priority. The various criteria are updated on a regular basis, with inputs from economic agencies and tripartite partners, the National Trades Union Congress and Singapore National Employers Federation, to ensure that it remains relevant and tightly scoped.
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新加坡国会丨来源
