Security Sector's Readiness to Implement Progressive Wage Model

Ms Irene Ng Phek Hoong asked the Minister for Manpower (a) what is the status of the security sector's readiness to implement the Progressive Wage Model (PWM) from 1 September 2016 given the need to meet training requirements and wage levels by then; (b) whether there are measures to assist security guards who fail to meet the training requirements, to meet the new standards or to transition to another industry; and (c) what measures will be taken to ensure that service buyers will support the anticipated cost increases when tendering for new contracts or renewing existing contracts under PWM.

The Security Tripartite Cluster (STC) announced its recommendations on the Progressive Wage Model (PWM) for the security industry in October 2014. The PWM wage and training requirements will be incorporated in the existing licensing framework for security agencies administered by the Police Licensing and Regulatory Department (PLRD). From 1 September 2016, security agencies which do not comply with the PWM requirements will not have their licences renewed.

Since the announcement of PWM, members of STC, including PLRD, the security industry associations, U Care Centre and the Union of Security Employees, have been actively engaging security agencies and service buyers to brief them on PWM. In these briefings,

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security agencies have been advised to enrol their employees for training and to comply with the PWM requirements early, ahead of the 2016 deadline.

All current security officers will be able to remain in the industry and retain their rank of Security Officer under PWM. They will not be compelled to transition to other industries. For those keen to progress through the ranks to take on greater job functions and responsibilities, they need to attend specific Workforce Skills Qualification (WSQ) training courses to gain the necessary skills.

The Singapore Workforce Development Agency (WDA) has been working closely with training providers and STC members to implement several measures to help the industry meet the training requirements. First, training capacity has been increased to accommodate up to 2,800 training places per month. The current monthly average take-up for PWM modules across all levels is about 200 training places.

Second, an Assessment Only Pathway (AOP) process will be provided to allow more experienced security officers who are proficient and familiar with the security operations to be certified, without having to go through training. Preparatory AOP sessions will be made available to familiarise AOP candidates with the certification process.

Third, WDA is working with its appointed security industry training providers, such as the Security Industry Institute (SII) under Temasek Polytechnic, to implement an integrated curriculum that incorporates technology and workplace learning, to improve training outcomes.

Fourth, to help security agencies overcome operational constraints in sending their employees for training, flexible training arrangements, such as weekend classes, accessible on-site training and bite-sized training, have been put in place. Service buyers can also complement these efforts by encouraging flexible work arrangements that enable security officers to attend training and assessments.

STC also intends to showcase security agencies and security officers who have met their PWM training requirements during the upcoming Security Industry Conference next month. We want to commend these early adopters and encourage the rest of the industry to begin working towards full PWM compliance.

Ms Ng has asked if efforts are being made to reach out to service buyers so that they will support the anticipated cost increases associated with PWM. STC is doing so. Aside from briefings to security agencies, STC members have also been reaching out to service buyers to explain the implications of PWM and the benefits to them arising from a better quality

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workforce and improved service standards. Funding schemes are also available to help defray the initial costs that service buyers face when tendering for new contracts or renewing their existing contracts under PWM. For example, the Progressive Wage Incentive administered by the Employment and Employability Institute (e2i) provides grants of up to $150,000 for service buyers that best source from early adopters of PWM.

STC meets regularly to get updates from member agencies involved in the implementation of PWM and to consider the need for further measures to promote awareness and facilitate compliance with the PWM requirements. The Ministry of Manpower will work closely with the Ministry of Home Affairs and our tripartite partners on STC to ensure that the security sector is ready to implement PWM by September 2016.