Employment Pass COMPASS

Points Calculation

Candidate attributes drive the first two criteria which focus on compensation and academic qualifications. Applicants receive points if their fixed monthly salary equals or exceeds the benchmarks set for their specific industry sector. Higher salary tiers allow candidates to secure maximum points regardless of their industry classification.

Educational attainment provides a second pathway for points where candidates present credentials from accredited tertiary institutions. This scoring grid prioritizes degrees that local regulators recognize as equivalent to existing national standards. The assessment process assigns higher values to individuals holding advanced academic certifications or professional qualifications that align with specific demand sectors.

Companies must input accurate data for these metrics during the digital filing process. Data verification confirms that the declared salary matches standard market expectations for the role and that the academic degree originates from a valid institution.

Corporate Context

Firm performance metrics influence the final two criteria which account for workforce diversity and local staff integration. Organizations receive points based on their proportion of foreign employees compared to their industry peers. Companies maintaining a high ratio of local employees earn higher scores as they contribute to domestic workforce participation.

This structure targets businesses with a heavy reliance on single-nationality hiring practices. Firms demonstrate their commitment to the local economy by maintaining diverse teams that include citizens at various levels of professional responsibility. Regulators calculate these scores by examining company filings that detail the composition of the resident staff.

Businesses operating with smaller headcounts receive consideration through specific sub-categories that normalize the score against the scale of the firm.

Evaluation Bonus

Supplementary points become available through two bonus categories linked to specific national strategic goals. Candidates receive bonus credit if their occupation appears on a defined list of roles facing acute labor shortages. This mechanism responds to technical gaps that local training institutions cannot yet fill.

Further points accrue if the employing firm successfully invests in specific innovation or internationalization projects that the government supports. Companies earn these points by proving their engagement in projects that expand the capacity of the local economy. These bonus points allow an applicant to remain competitive even if their base score falls slightly below the threshold.

The entire model functions as an objective filter that shifts the burden of proof to the employer. A rigorous application of this scoring methodology reduces administrative discretion in the approval process. The resulting score dictates the final outcome of the work permit application.