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Eligibility Criteria
7
In general, WorkPro is open to all Singapore-registered or incorporated
companies, societies and non-profit organisations, excluding government agencies.
Employees used for the computation of grant amounts or to meet eligibility criteria
must be either Singapore Citizens (SCs) or Singapore Permanent Residents (SPRs),
and employed on contracts that are at least 12 months in duration. Each component
of WorkPro will have further eligibility criteria.
Version 2.2 (effective 14 Apr 2014)
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Contact Details
8
National Trades Union Congress (NTUC) and Singapore National Employers
Federation (SNEF) are the only official programme partners appointed to market and
administer WorkPro. Companies should approach only NTUC/SNEF for assistance
and advice to apply for WorkPro. This is a free service at NO cost to all companies.
Only applications made by the company applicants themselves and submitted to
NTUC/SNEF will be recognised and considered for funding under WorkPro.
Application made by private consultants or external parties to act on a companys
behalf will not be entertained.
More information can also
www.mom.gov.sg/workpro.
be
found
at
www.wda.gov.sg/workpro
NTUC
SNEF
and
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ANNEX A
SUMMARY OF FUNDING SUPPORT PROVIDED BY WORKPRO
WorkPro
For
workers
For employers
Workplace Improvement
and Job Redesign
Age Management
Grant
Job Redesign
Grant
Recruitment and
Retention Incentives
Work-Life Grant
New Hire
Retention
Incentive
On-the-job
Training
Allowance
Mentorship
Allowance
Job Preparatory
Workshops
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Job Referrals
and Matching
Services
Incentives for
Recruited Workers
Retention
Bonus
Transport
Allowance
Mentorship
Support
For Employers
Workplace Improvement and Job-Redesign
Age Management What is it?
Grant
One-off grant to help employers learn about and implement age management practices such as good reemployment practices, performance management and job redesign.
Up to
$20,000 How much is the grant?
per company
The Age Management Grant has two tranches: Tranche 1 is worth $5,000 and Tranche 2 is worth $15,000.
Who can apply for the grant?
Companies must have at least 5 mature workers and submit a pre-application report using the template provided
of the on the age management practices they plan to adopt at the point of application to be eligible for the grant.
What do I have to do to claim the grant?
Tranche 1 ($5,000)
Employers must complete the following 5 requirements within 6 months:
a) Show (i) details of a policy of continuing to employ employees who are turning 62 years old on the same
employment contract (i.e. sail-through) and/or a policy offering eligible employees re-employment in line
with Tripartite Guidelines, and (ii) proof that the policy has been communicated to all staff.
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b) Send one supervisory staff to attend a 1-day job redesign and process improvement course conducted by
SNEF.
c) Send one HR staff to attend a 1-day age management course conducted by SNEF.
d) Sign the TAFEP fair employment practices pledge if the company has yet to do so.
Tranche 2 ($15,000)
After completing the requirements in tranche 1, employers must complete the following 3 requirements to claim
tranche 2. Employers have 1 year to complete both tranches.*
1. Adopt any two age management practices from Appendix 1. The two practices must be from different
categories.
2. Organise at least one health programme for mature workers.
3. Submit a post-application report on the age management practices implemented to benefit mature
workers using the template provided.
4. Submit a name list of all employees aged 40 and above at the end of the tranche 2.
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For Employers
Workplace Improvement and Job-Redesign
Job
Redesign What is it?
Grant
The Job Redesign Grant subsidises the costs of redesigning jobs and work processes to improve the
Up to $300,000 productivity and performance of mature workers and back-to-work locals.
per company
What can I claim for?
1. Equipment to support hiring and retention of back-to-work locals and mature workers, subject to approval
by programme partners and WDA.
2. Consultancy costs for the following productivity programmes: CPIM, QIANG, OMNI, CPP and Silver
Productivity (See Appendix 2 for more information). Please see Appendix 3 for a sample list of
productivity consultants for consideration. Other consultancy services will be considered on a case by
case basis, subject to approval by programme partners and WDA (Please check with NTUC or SNEF
directly for more information)
3. Costs involved in procuring and implementing policies and systems to support mature or older workers, or
back-to-work locals.
4.
In addition, employers who have embarked on a job redesign project can claim subsidies for the following
expenses:
5. Course fees for Singapore Workforce Skills Qualifications (WSQ) courses, and course fees and absentee
payroll for non-WSQ courses relevant to the JR project, capped at S$1,000 per mature worker or back-towork local.
6. Recruitment advertising cost, capped at $10,000 per company. Recruitment advertisements must state
that mature workers and back-to-work locals who have not been working for three months or more are
welcome to apply for the job vacancies.
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over 12 months.
For Employers
Workplace Improvement and Job-Redesign
Work-Life Grant
What is it?
Up to $160,000 The Work-Life Grant provides funding support for the implementation of work-life strategies, particularly flexible
per company
work arrangements (FWAs), to help employers attract and retain workers and to better support work-life
harmony. The grant consists of 2 components, a Developmental Grant and a FWA Incentive.
Organisations may tap on either or both components of the Work-Life Grant.
What is considered as FWA under this grant?
In general, the FWAs that can be funded are flexi-time, flexi-place and/or part-time. Other FWAs may be
considered on a case-by-case basis. Employees using FWAs must be working on a regular basis (i.e. not ad-hoc
or casual employees).
What are the requirements? How much can I claim?
Developmental Grant
A one-time grant of up to $40,000 per organisation to defray the developmental costs of implementing
work-life strategies, particularly FWAs.
It co-funds up to 80% of expenditure on :
- Work-life training,
- Work-life consultancy,
- Personal Work-Life Effectiveness (PWLE) programme,
It co-funds up to 30% of expenditure on :
- IT infrastructure for FWAs (funding capped at $10,000),
- Selected employer support schemes such as lactation facility (funding capped at $10,000).
The Developmental Grant replaces the previous Work-Life Works! (WoW!) Fund. Employers who have
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previously benefitted from the WoW! Fund and wish to apply for additional developmental assistance can
only receive up to an additional $20,000 from the Developmental Grant. This is provided that they meet all
the qualifying criteria and put in place work-life strategies that have not already been implemented or
covered in their previous work-life projects funded by the WoW! Fund.
Requirements
Appoint a work-life ambassador from senior management to champion a work-life friendly workplace for
the employees and to communicate the organisations work-life policies to its employees.
Have at least 1 employee complete the work-life training course.
Formalise 2 or more new FWAs and communicate policy to employees.
At least 15% of the organisations employees, subject to a minimum of 5 employees must benefit from
these FWAs by the completion of the project.
FWA Incentive
A grant of up to $120,000 per organisation (disbursed in tranches of up to $40,000 each over three years)
The incentive should be put towards efforts to nurture and further workplace cultures supportive of better
work-life harmony.
The grant computation is based on the number of Singaporean employees benefitting from FWAs. Eligible
employers can receive $10,000 for the first 5 Singaporean employees using FWAs regularly and an
additional $1,500 per additional Singaporean employee on FWAs (from the 6th Singaporean employee
onwards).
Requirements
Appoint a work-life ambassador from senior management to champion a work-life friendly workplace for
the employees and to communicate the organisations work-life policies to its employees.
Have formalised 2 or more FWAs and communicated it to employees.
At least 30% of the organisations employees must be utilising these FWAs on a regular basis throughout
the year, and half of them must be Singaporean employees, subject to a minimum of 5 Singaporean
employees.
No more than 6 in 10 employees counting towards the 30% utilisation requirement can be on the same
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FWA type.
To receive subsequent tranches of payouts, the organisation must demonstrate continuous improvements
to work-life harmony at the workplace.
For Employers
Recruitment and Retention Incentives
New Hire
What is it?
Retention
Incentive (NHRI)
An incentive to encourage employers to retain newly-hired mature workers or back-to-work locals.
Up to $50,000
per company
(excluding the
mentorship
allowance cap)
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For Employers
Recruitment and Retention Incentives
On-the-Job
What is it?
Training (OJT)
Allowance
An allowance provided to employers who conduct OJT for newly hired back-to-work locals to help them pick up
the necessary skills and adapt to the workplace.
Up to $50,000
per company
How much can I claim and what do I need to do?
Employers can claim the OJT training allowance only on newly hired back-to-work.
Employers will receive an OJT training allowance of one months salary, capped at $2,000, for each eligible
worker
Hired and placed on a structured OJT programme for at least 2 months, AND
Retained for at least 3 months.
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For Workers
Assistance for jobseekers
Job Preparation
What is it?
Support
Fully-funded job preparatory workshops to prepare back-to-work locals to return to work and help them in their
job search efforts.
Participants will learn the following:
a) Interview techniques, resume preparation, and personal grooming to enhance their job search efforts.
b) Communication skills and teamwork
c) Employment rights and benefits
d) Information on job vacancies and opportunities
How can I sign up?
Interested individuals can approach NTUC or SNEF to find out more about these workshops and register.
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For Workers
Incentives for recruited workers
Retention Bonus What is it?
Up to $1,200 per A grant awarded to back-to-work locals who stay on the job for at least 3 months. Those who stay on the job
worker
longer will receive more.
Who is eligible for the Retention Bonus?
Only workers newly-hired in WorkPro companies and who meet all the following 3 criteria are eligible for the
retention bonus:
1. Back-to-work locals
2. Earn a gross monthly income of not more than $4,500;
3. Hired by employers onboard the WorkPro programme through the WorkPro programme partners (NTUC,
e2i and SNEF) or via referrals from WDA career centres and CaliberLink
How much will I receive?
The retention bonus is awarded in three tranches. Those who stay on the job longer will get more retention
bonus.
End of the 3rd month of employment with the same employer - $300
End of the 6th month of employment with the same employer - $300
End of the 12th month of employment with the same employer - $600
The retention bonus will be paid to the worker through the employer and it attracts CPF contributions.
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For Workers
Incentives for recruited workers
Transport
What is it?
Allowance
The transport allowance is a one-time grant to eligible workers from low income households to help them remain
Up to $200 per in employment by defraying part of their transport costs.
worker
Who is eligible for the Transport Allowance?
Only workers who meet all the following 3 criteria are eligible for the transport allowance:
Newly hired mature workers or back-to-work locals
Have a household income of not more than $3,000 OR per capita household income of not more than
$800
Hired by employers on board the WorkPro programme
How much will I receive?
A transport allowance of $200 will be provided in the form of Ez-Link cards issued by employers for the first 2
months at work.
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Appendix 1
List of Age Management Practices
A. Performance Management
i.
ii.
B. Fair Employment
(Recommended for HR personnel to attend)
i.
ii.
iii.
ii.
iii.
iv.
Page 15 of 25
Attend training courses / talks on worker well-being that benefit older workers
Financial (e.g. financial literacy and retirement adequacy talks)
Medical & wellness (health talks)
Safety
ii.
iii.
iv.
v.
vi.
E. Training / Re-training
(Companies are to ensure 50% increase in training hours for Mature
Workers. For companies with no existing training in place, at least 50% of
Mature Workers must be sent for training)
Create training roadmap for mature workers including On-the-Job training
READY
Productivity
Training needs analysis (eg TRM-Training Route Map)
and other relevant training courses
Send mature workers for further skills competency training and/or soft skills training
and increase older workers training hours by 50%
Develop opportunities and recognition for the contribution of mature workers
e.g. Older workers are given opportunities to become a mentor/ trainer to help new
workers in their job
F. Re-employment
Attend 4R programme with audit
G. Job Re-design
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Page 17 of 25
Course
Type
Course
Provider
Non-WSQ
NTUC e2i
Non-WSQ
SNEF
Non-WSQ
SNEF
Non-WSQ
SNEF
Non-WSQ
SNEF
WSQ
WSQ
SNEF
SNEF
WSQ
SNEF
WSQ
SNEF
WSQ
SNEF
WSQ
SNEF
WSQ
SNEF
WSQ
SNEF
WSQ
SNEF
WSQ
SNEF
WSQ
SNEF
WSQ
SNEF
WSQ
SNEF
WSQ
SNEF
WSQ
SNEF
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Non-WSQ
SNEF
Non-WSQ
SNEF
WSQ
SNEF
WSQ
SNEF
WSQ
SNEF
Non-WSQ
CFS
Non-WSQ
CFS
Non-WSQ
SNEF
Non-WSQ
SNEF
Non-WSQ
SNEF
Non-WSQ
SNEF
Non-WSQ
CFS
WSQ
SNEF
Non-WSQ
SNEF
4R Programme
(Implement Strategies to Employ, Retain and
Re-Employ Older Employees) (2 Days)
2. 4R Programme
(Performance Appraisal and Re-Career) (1
Day)
1.
Page 19 of 25
Appendix 2
Eligible Job-redesign and Process Improvements Programmes
S/N Programme
1
Singapore
Workforce Skills
Qualifications
(WSQ) Certified
Productivity and
Innovation
(CPI) Manager
Programme
Brief overview
The WSQ CPI Manager programme is
designed for key staff identified as
change agents by their organisation to
implement productivity and business
innovation tools at the enterprise level.
It equips participants with specific and
practical training in Operations, Lean
Six Sigma and Business Process
Reengineering to enable them to
analyse and reengineer existing
business
process
to
achieve
productivity gains.
Contact details
SMF Centre for
Corporate
Learning
Tel: 6826 3100
Fax: 6826 3021
Email:
ccl@smafederati
on.org.sg
Website:
The WSQ CPI Manager programme www.smaccl.sg
also
incorporates
a
mentorship
component critical in ensuring the
success of the Enterprise Productivity
Improvement
Project.
Productivity
Coaches
will
be
attached
to
participating companies to implement
strategies to raise productivity levels.
SME
QIANG
(Quality
Initiatives
to
Assist, Nurture
and Grow)
Page 20 of 25
Singapore
Workforce Skills
Qualifications
(WSQ)
Operations
Management
Innovation
(OMNI)
Programme
Certified
Productivity
Practitioner
(CPP)
Programme
Silver
Productivity
Programme
This
Operations
MaNagement
Innovation
(OMNI)
Singapore
Workforce Skills Qualifications (WSQ)
Programme is a joint initiative by the
Singapore Institute of Manufacturing
Technology (SIMTech), a research
institute of the Agency for Science,
Technology and Research (A*STAR),
and
the
Singapore
Workforce
Development Agency (WDA). The
objective is to train key personnel engineers, managers and senior staff of
companies to be technology innovators
to achieve manufacturing excellence.
This is accomplished by promoting the
use
of
operations
management
techniques and technologies that
support a company's strategy. This will
ensure that improvements in operations
are aligned to the company's strategy
and efficient to achieve productivity
gains.
Singapore
Institute of
Manufacturing
Technology
(SIMTech)
Singapore
Productivity
Association
(SPA)
Contact Person:
Ms Tan Puay
Siew
Tel: 6793 8377
Email:
pstan@SIMTech.
a-star.edu.sg
Website:
http://pewsq.simtech.astar.edu.sg/progr
amme_SME.htm
Contact Person:
Ms Angela Poh
Tel: 6375 0938
Email:
cpp@spa.org.sg
Website:
http://www.spa.or
g.sg/
Silver Productivity is a training SMF Centre for
programme
aimed
at
raising Corporate
productivity and enhancing the well- Learning
being of older workers at the workplace.
Targeted at HR Professional and Tel: 6826 3100
Line/Operations
Managers,
this
strategic business improvement course
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*Consultancy costs for other job redesign programmes will be considered on a case
by case basis
Page 22 of 25
Appendix 3
Sample list of Consultants for WorkPro Job Redesign Grant : Productivity Improvement Projects Productivity
Management
Scope: To engage an external consultant to develop a productivity improvement project:
1. Reduction in costs and/or wastage
2. Increase in efficiency of manpower
3. Increase in efficiency of equipment
4. Increase in efficiency and effectiveness of the use of space
Service Provider
Contact Person
David Chew
Contact
Number
9825 5118
6779 6377/
9755 5104
9671 0132
9363 1934
9452 1622
9848 2650/
6255 2487
9638 2707
8173 8823/
6248 4717
9739 2463/
6243 2463
9456 1387
9085 1256
9366 7196/
Contact Email
kwanhong@singnet.com.sg
kirpal@adlerblick.com.sg
changkw@alphact.com.sg
qat2005@gmail.com
mitesh@authorsconsulting.com.sg
tanpuayhoon@bole.com.sg
sjlim@bwg.com.sg
yewseng.lee@chaucerconsulting.com
davidchew@dachbc.com
hokokkin@singnet.com.sg
deepnat@gmail.com
ianng@fairworth.com.sg
Page 23 of 25
Dr Charles Chen
Tian Hoong
Foo Ming Tay
Jeremy Chew
Greenwich Management
Consultancy
HCS Productivity & Consulting Pte
Ltd
Hoclink Systems & Services Pte Ltd
Institute of Competent Manager Pte
Ltd
JM Innovations
Isaac Tan
6338 5633
6841 6068/
9691 2396
9002 9933/
6758 9771
6471 6181/
9710 5566
9876 6828
charles.chen@foodnetconsultants.com
foomingtay@goshenconsilium.com
jeremychew@greenleansys.com
michelle@greenwich.com.sg
6603 8043
hogeokchoo@hcs.com.sg
9662 2613
9199 3768/
9272 8933
6242 8039/
9678 5338
9823 6764
george@hoclink.com.sg
Icms.sin@gmail.com
6748 8894
9169 1006/
6842 1006
6254 5959/
9828 8889
9003 7535
aprcline@singnet.com.sg
leekit@learnershub.com
queekee@nexusquest.com.sg
9821 3743/
9642 3887
9735 1298
GP Chua
9639 1733
oxbridge@singnet.com.sg
9732 2432/
siewheng_tr21@retailcom.org
George Wong
Michael Tay Keng
Loo
Joe Hui
Ng Quee Kee
joehui@starhub.net.sg
kaizenms@singnet.com.sg
sfleong@lqgoodman.com
isaac@mindscape.com.sg
ccwee@orielgroup.com
Page 24 of 25
6223 8113
6826 3006
michaelteng@smfederation.org.sg
9668 4979
pklim@smeinternl.com
9734 7088
singming@spectrumconsulting.com.sg
Suhaimi Salleh
Kelvin Chan Keng
Chuen
Johnaten Zhang Xue
Yuan
Lin Chin Yen
6842 5483
6844 2236/
9487 7068
9004 5618
ceo@ssagroup.com
Kelvin@teian.com.sg
9689 4492/
9389 1771
nicole.lim@vismaad.com
zhang@tnz-group.com
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