Employment & labour — Topics

9 Jan 2018

ITE Students Progressing to Polytechnic and University

The Minister outlined that the education system has evolved to support multiple pathways, such as subject-based banding and aptitude-based admissions, to help students pursue their strengths and interests beyond exam results.
For ITE students, data shows that about one in four progress to polytechnics, and over 80% of ITE graduates find employment within six months, with rising median salaries indicating strong industry relevance.
The government is expanding higher education pathways, including the ITE Work-Learn Technical Diploma and Singapore Institute of Technology, to facilitate progression to degrees and cater to varied aspirations.

Summary written by AI

Overview Original source

9 Jan 2018

Workplace and Employment Discrimination for Pre-existing Medical History

The Ministry of Manpower and tripartite partners enforce guidelines that base employment on merit, prohibiting discrimination based on pre-existing medical history if it does not affect job performance, and actively engage employers to promote fair recruitment practices.
The Ministry reports a low incidence of discrimination cases related to medical conditions, with only three complaints over four years, and urges workers to report any discrimination to MOM or TAFEP for investigation and enforcement.
Efforts to build awareness include collaboration with employer federations and training for HR professionals through the Institute of Human Resource Professionals to foster non-discriminatory hiring practices.

Summary written by AI

Overview Original source

8 Jan 2018

Graduates of Biotechnology-related Courses from Institutes of Higher Learning and Other Institutions

Chen Show Mao asked for statistics on graduates of biotechnology-related courses over the past five years, including employment rates, sector distribution, and future job growth forecasts in the industry.
Ong Ye Kung reported that around 3,000 students graduate annually from such courses, with about 85% employed within six months, mostly in the private sector.
The Ministry of Education will continue collaborating with industry to ensure course relevance and appropriately sized student intakes.

Summary written by AI

Overview Original source

8 Jan 2018

Appointment of Foreign Job Placement Agencies by Workforce Singapore

Mr Pritam Singh questioned the rationale behind Workforce Singapore’s decision to appoint foreign job placement agencies over local ones, and sought projections on the number of job placements and costs for the two-year pilot scheme.
Minister Lim Swee Say explained that WSG adopts a multi-provider approach and, given low unemployment, most local agencies mainly serve passive jobseekers, so a global search was conducted to find agencies experienced in helping active jobseekers.
The minister added that partnerships with private providers in countries like the UK and Australia have been successful, leading WSG to appoint two foreign agencies to adapt their best practices for Singapore’s active jobseekers during the pilot phase.

Summary written by AI

Overview Original source

8 Jan 2018

Incentives for Extension of Employment Contracts to Elderly Workers

The Ministry of Manpower noted that over 98% of eligible employees aged 62 were offered re-employment since 2012, with low dispute rates, and highlighted incentives like the Special Employment Credit, reduced CPF contributions, and WorkPro funding to support hiring older workers.
The Ministry outlined initiatives such as the Adapt and Grow programme, Career Support Programme, and Professional Conversion Programmes to improve the employability of workers aged 60 and above, citing a 3.3% unemployment rate for this group in June 2017.
The Ministry reported an increase in the employment rate for residents aged 55–64 from 61.2% in 2011 to 67.3% in 2016, ranking Singapore ninth among 35 OECD countries, and emphasized continued collaboration with tripartite partners to enhance opportunities for older workers.

Summary written by AI

Overview Original source

8 Jan 2018

Workforce Singapore's Job Matching Success Rate

Dr. Lee Bee Wah asked Workforce Singapore (WSG) for statistics on job matching applications, successful placements, and improvement efforts since its inception.
Over 23,000 jobseekers registered with WSG and partner career centres in the first year, with about 14,000 placed directly and a further 10,000 through Adapt and Grow programmes, with a focus on PMETs, mature workers, and the long-term unemployed.
WSG remodeled its career centres into Careers Connect with enhanced personalized services and expanded Adapt and Grow initiatives like Professional Conversion Programmes and Career Support Programme to address skills and wage mismatches.

Summary written by AI

Overview Original source

8 Jan 2018

Civil Service's Criteria in Evaluating Older Applicants with GCE "O" and "A" Level Results for Vocational and Skills-based Jobs

Muhamad Faisal Bin Abdul Manap questioned how GCE "O" and "A" level results are used by the Civil Service when evaluating older applicants for vocational and skills-based jobs.
Teo Chee Hean, representing the Prime Minister, stated that recruitment prioritizes job-relevant skills over educational qualifications, especially for mid-career and older applicants.
The Civil Service uses academic results as a proxy for skills mainly for applicants without work experience, but relies more on demonstrated skills and work experience for older candidates.

Summary written by AI

Overview Original source

8 Jan 2018

Welfare of Contract Workers Hired by Public Agencies

Zainal Sapari asked about the guidelines for rehiring temporary contract workers, how welfare is protected during short-term employment cycles, and whether longer contracts of two to three years could be introduced.
Teo Chee Hean explained that agencies either directly hire temporary workers with full benefits or use employment agencies under demand aggregation contracts, where agencies ensure workers' welfare complies with laws and the Tripartite Advisory.
The advisory allows continuous benefits if work breaks are under a month, and agencies can extend contracts beyond one year for valid reasons while maintaining worker benefits.
For more permanent roles, the Public Service Division recommends direct recruitment of public officers instead of term contracts.

Summary written by AI

Overview Original source

8 Jan 2018

Effectiveness of Workfare Training Support Scheme in Encouraging Workers to Upskill

The Workfare Training Support (WTS) scheme provides substantial subsidies, training allowances, and cash awards to encourage low-wage Singaporeans to upskill, with over 270,000 unique workers benefiting since 2010.
WTS complements SkillsFuture by offering higher subsidies (up to 95% of course fees) for eligible workers, alongside support for employers and trainees without employer backing.
Additional measures like Progressive Wage Models and the Inclusive Growth Programme work alongside WTS to create clear career pathways and share productivity gains with low-wage workers.

Summary written by AI

Overview Original source

7 Nov 2017

Safeguarding Interests of Children and Employees in Pre-school Centres against Insolvency

Dennis Tan asked the Minister for Social and Family Development about safeguards for children and employees if pre-school centres become insolvent and cease operations.
The government ensures preschool safety and well-being, with ECDA intervening decisively when operations are at risk and involving other agencies for complex cases.
In unforeseen centre closures, ECDA assists parents in finding alternative placements for their children.
Employers who fail to pay salaries or CPF contributions commit an offence, which MOM and CPF Board will investigate.
The response emphasizes protecting children's development and employees' rights through regulatory oversight and agency support.

Summary written by AI

Overview Original source

7 Nov 2017

Ensuring Sufficient Engineering Graduates for Projected Needs in Rail Engineering

The Ministry is coordinating efforts through the Singapore Rail Academy and the Public Transport Skills Framework to establish industry-wide standards and training pathways for rail engineering, ensuring alignment between educational institutions, employers, and workers.
New and expanded training programs, including seven railway engineering courses from NITEC to Masters, as well as continuing education and Professional Conversion Programmes, are being rolled out to build a pipeline of skilled engineers and technicians for the expanding rail network.
The Minister emphasized the need to develop "deep engineering expertise," particularly in emerging areas like predictive maintenance, and highlighted the global opportunity for Singapore to position itself in the growing rail industry, though he acknowledged a shortage of mid-level mentors for on-the-job training.

Summary written by AI

Overview Original source

7 Nov 2017

Government Support for Full-time Sportsmen After Sports

The Ministry supports athletes' post-sports careers through the Singapore Sports Institute, offering financial grants, training, and career development opportunities via the spexBusiness Network, which connects athletes with internships, flexible work, and over 50 companies across 25 industries.
Structured programmes exist for athletes to pursue education and skills training in sports-related fields like coaching and facility management, with opportunities at Institutes of Higher Learning and through professional conversion pathways.
The government encourages more companies to join spexBusiness Network to aid athletes' transitions, while also creating jobs within sports ecosystems for former athletes to mentor and develop younger talent.
Athletes are provided options to continue in sports careers, such as coaching or management roles, or transition to non-sports sectors, with support for part-time or full-time internships and apprenticeships.
Examples include former athletes like Derek Wong, Charmaine Soh, and Gary Tan who have successfully moved into careers with partners like Deloitte or coaching roles, highlighting the effectiveness of the support system.

Summary written by AI

Overview Original source

7 Nov 2017

Updating Career Guidance Counsellors for Students on Industry Trends

The Ministry ensures career guidance counsellors stay updated on industry trends through networking sessions with industry practitioners, guided by Industry Transformation Maps and Skills Frameworks, and by using resources like the MySkillsFuture portal developed with SkillsFuture Singapore and Workforce Singapore.
Collaborations with agencies like SkillsFuture Singapore, Workforce Singapore, and the Employment and Employability Institute include joint events, workshops, and career fairs organized by Institutes of Higher Learning to support students transitioning into the workforce.
Career development for ECG counsellors includes professional training, on-the-job support, and opportunities for lateral postings and senior appointments, ensuring they build expertise and grow alongside students.
ECG counsellors regularly attend networking sessions with private and public sector agencies to stay informed about job market disruptions and opportunities, covering diverse industries such as aerospace, logistics, healthcare, and entrepreneurship.

Summary written by AI

Overview Original source

6 Nov 2017

Percentage of Re-employed Workers on One-year, Multi-year and Renewed Employment Contracts

Desmond Choo asked the Minister for Manpower about the percentages of re-employed workers on one-year contracts versus multi-year contracts, and about the renewal rates after the first and second contracts.
Lim Swee Say responded that over 98% of private-sector local employees aged 62 who wanted to continue working were offered re-employment since 2012.
Among those re-employed in 2016, two-thirds continued on their existing contracts unchanged, and one-third were offered new contracts lasting more than a year.
The Ministry does not track individual renewal rates after the first or second re-employment contract, but almost all employees aged 63 and 64 who wished to work were offered re-employment, indicating ongoing opportunities.

Summary written by AI

Overview Original source

6 Nov 2017

Number of Work Permit Holders Granted Transfer of Employer

As of October 2017, about 128,000 Work Permit holders in construction and process sectors transferred employers with consent, while around 400 did so after completing their permits without employer agreement.
The transfer policy, introduced for construction workers in 2005 and expanded to include process workers in 2017, allows employer changes under specific conditions to improve productivity and reduce costs.
The Ministry of Manpower is reviewing whether to extend the transfer policy to other sectors, considering impacts on businesses and workers.

Summary written by AI

Overview Original source

6 Nov 2017

Breakdown of Worker Profiles in the Finance Industry from 2012 to 2017

Miss Cheryl Chan inquired about the proportion of contract versus permanent workers, the breakdown of locals versus foreigners, and the retention rate of experienced workers under 40 in the finance industry from 2012 to 2017.
Lim Swee Say reported that over 90% of the local workforce in the financial and insurance services sector were permanent workers between 2012 and 2016, with locals constituting more than 80% of the sector’s workforce.
He also noted that close to 70% of local workers aged below 40 in the sector in 2012 were still working in the same sector in 2016.

Summary written by AI

Overview Original source

6 Nov 2017

Manpower for Infrastructure Projects

The government is working with tripartite partners to ensure a strong pipeline of engineers and technicians for Singapore’s infrastructure projects, with demand expected to grow notably in sectors like railways and lift maintenance.
Measures include industry-wide branding and promotion to uplift the image of technical careers, supported by initiatives like the LTA’s $12.5 million Public Transport Manpower Development Fund.
Efforts are being made to build a dedicated talent pipeline through expanded training programmes at various education levels and structured on-the-job training.
Agencies are also attracting mid-career switchers via Professional Conversion Programmes to equip workers from other sectors with relevant skills for infrastructure careers.

Summary written by AI

Overview Original source

6 Nov 2017

Impact of Heat on Workforce and Productivity Given Global Warming

Member of Parliament Saktiandi Supaat inquired about the government’s efforts to study heat’s impact on outdoor labor-intensive sectors and the workforce’s preparedness for climate change.
Minister S Iswaran responded that the government is monitoring temperature rises and noted that industries like construction, landscaping, marine, and logistics have implemented measures such as mobile shelters, cool clothing, hydration access, and air-conditioning.
The Workplace Safety and Health Act requires employers to minimize heat stress risks, and the WSH Council has issued guidelines including heat acclimatization and work-rest cycles.
For the long term, the government is collaborating with industries to adopt technologies like prefabrication in construction and robotics in marine work to reduce outdoor labor exposure.
Agencies are also supporting R&D to mitigate heat stress impacts in urban Singapore.

Summary written by AI

Overview Original source

6 Nov 2017

Implementation of Tripartite Advisory for Managing Workplace Harassment

Mr Kok Heng Leun asked how many employers have implemented the Tripartite Advisory for Managing Workplace Harassment, including having explicit policies and providing training.
Minister Lim Swee Say stated that the advisory is a non-prescriptive guide issued in 2015, and the government does not track how many companies adopt its measures.
Fewer than five workplace harassment complaints were received by TAFEP in the last three years, with each case investigated and follow-up actions taken where needed.
Over 450 company representatives have been trained in the last two years to adopt policies to prevent and manage workplace harassment.
Authorities continue to monitor the situation and urge workers to report harassment promptly to appropriate channels.

Summary written by AI

Overview Original source

6 Nov 2017

Grooming Talent for Clean Technology

The Singapore government is investing in research centres and talent grooming initiatives to develop local skills for clean technology jobs, focusing on areas like clean energy and water.
The cleantech sector currently employs over 20,000 workers, with projections of 2,000 new PMET jobs in clean energy by 2025, at least two-thirds of which are expected to be filled by Singaporeans.
Increased focus on clean technology is positioned to boost Singapore’s economy through domestic innovation, exportable solutions, and job creation in high-value sectors.

Summary written by AI

Overview Original source