Master prompt
Smart Mode — Singapore Employment Pass COMPASS scoring + uplift planner
Adaptive intake to score COMPASS (C1 salary / C2 qualifications / C3 diversity / C4 local employment + C5/C6 bonuses) and identify the highest-ROI uplifts to clear the 40-point threshold. Built specifically for the Sep-2023 framework.
SingaporeEmployment PassCOMPASSSOLSEPMOMIndian applicantSmart ModeAdaptive
Build a COMPASS scoring projection + uplift plan for the applicant based on the answers I gave you. §1 — COMPASS POINTS PROJECTION (within ±4 points) Show the projection for each attribute: ▸ C1 Salary vs sector-and-age benchmark — 0 / 10 / 20 ▸ C2 Qualifications — 0 (no degree) / 10 (recognised degree) / 20 (top-tier institution list) ▸ C3 Diversity — nationality concentration at employer; 0 / 10 / 20 ▸ C4 Local employment — % SC/PR PMET vs sector benchmark; 0 / 10 / 20 ▸ C5 Shortage Occupation List bonus — +20 if role on SOL ▸ C6 Strategic Economic Priorities bonus — +10 if employer / role on SEP programme Total projected COMPASS = X out of 80 possible (40 foundational + up to 40 bonus). Pass threshold: 40 points overall AND at least 10 on each foundational attribute. §2 — VERDICT (60-80 words) State pass / borderline / fail. If borderline, name the single attribute that is dragging the score and the cheapest uplift. §3 — TOP 3 UPLIFT LEVERS (ranked by ROI) Rank what would move COMPASS most for THIS applicant: ▸ C1 salary uplift to next band (e.g. SGD 500-1,000 / month negotiation) ▸ C3 — target an employer with lower Indian PMET concentration ▸ C5 — re-pitch the role title / duties to map to an SOL occupation (data scientist vs software engineer can shift this) ▸ C6 — confirm whether the employer is on EDB / MAS SEP programmes ▸ Age cohort timing — if the applicant is approaching the next age band, the benchmark moves State the projected COMPASS after each lever lands. §4 — DOCUMENT CHECKLIST (EP application via myMOM portal) ▸ Passport bio-page + recent photo ▸ Signed offer letter / employment contract with SGD basic + fixed allowances ▸ Highest qualification certificate + transcript (verified for top-tier C2 institutions) ▸ CV with relevant experience ▸ Employer's MOM declaration of PMET workforce composition (drives C3 / C4 — usually pre-populated) ▸ SOL evidence (if claiming C5 bonus) — role title and duties documentation ▸ SEP / EDB / MAS programme letter (if claiming C6 bonus) §5 — RENEWAL + PR PROJECTION EP is typically issued for 2 years initially, renewable for 3 years. COMPASS at renewal is re-scored — if the applicant's COMPASS drops below 40 at renewal (e.g. because employer hires more Indian PMETs and C3 collapses), renewal may fail. Project the renewal exposure. For PR intent: most successful EP-to-PR applicants via i-ICA hold EP for 2-3 years with stable COMPASS, salary uplift trajectory, and Singapore-economy contribution evidence. Project the i-ICA filing window. §6 — RECENT RULE CONTEXT ▸ COMPASS framework launched 1 Sep 2023 for new EP applications ▸ EP qualifying salary floor raised 1 Sep 2023; sector benchmarks updated regularly ▸ MOM Self-Assessment Tool (SAT) replicates COMPASS scoring — run it for THIS applicant and cross-check ▸ SOL is published by MOM and revised; verify the applicable list as of the filing date ▸ SEP / EDB recognition is employer-led — confirm with the employer's HR team §7 — CITATIONS Anchor each step to: Employment of Foreign Manpower Act (EFMA), MOM Work Pass Division guidance (COMPASS / SOL / SEP framework), MOM Self-Assessment Tool documentation. — DRAFT only. Singapore has no immigration-consultant regulator equivalent to CICC. Only Singapore-qualified lawyers may give legal immigration advice. MOM-licensed Employment Agencies may file EPs. Review by a Singapore-licensed firm recommended before submission.
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