Debated in Parliament on 14 Jan 2013.
Er Dr Lee Bee Wah asked the Acting Minister for Manpower in view of the policy to tighten the inflow of foreign talent under the Personalised Employment Pass (PEP) (a) what are the criteria used to assess if an applicant's skills qualify him for a PEP; (b) how many PEP holders are currently performing support staff functions; and (c) how many PEPs were issued over the past three years.
The Personalised Employment Pass (PEP) affords the foreign professional some temporary degree of flexibility on top of the Employment Pass (EP) framework, if he meets our requirements. Unlike the typical EP holder, PEP holders have up to six months to move between jobs to facilitate their continued stay and contributions in Singapore. In addition, the PEP is only issued once for a limited duration of five years and is non-renewable.
Thus, given the additional privilege the PEP accords, the qualifying requirements for the PEP are higher. MOM uses salary as a key criterion to assess a foreigner's eligibility for the PEP as it acts as a proxy for his contributions, expertise and calibre.
In line with the recent moves to raise the quality of EP holders, we have also raised the qualifying criteria for the PEP. From 1 December 2012, P1 Pass holders who earn a fixed monthly salary of at least $12,000 and overseas-based foreign professionals whose last drawn fixed monthly salary was at least
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$18,000 will be eligible for the PEP.
As at June 2012, there were 12,000 PEP holders. Based on PEP holders' declared occupations, a small minority of 1% were performing support staff functions. On average, around 3,000 PEPs were issued annually from 2010 to 2012. We will continue to review the PEP scheme regularly for relevancy, taking into consideration the changing operating environment and needs.
PAPERCUTS