Singapore EP COMPASS C3 Diversity: Nationality Share, the 25-PMET Rule and Scoring

What Does C3 Diversity Assess?

C3 assesses the candidate’s nationality share among the organisation’s PMET employees. A smaller share can earn more points, reflecting nationality diversity. Classification follows passport nationality in government records, including for permanent residents, and differs from local-worker status.

Fewer Than 25 Versus At Least 25 PMETs

Fewer than 25 PMETs

The small-firm default applies

C3: 10 points

25 or more PMETs

Score by the candidate’s nationality share, using the table below.

Candidate’s nationality share among the firm’s PMETs	C3 points
Less than 5%	20
5% to less than 25%	10
25% or more	0

Check headcount first, then the share. 25 employees determine which method applies; 25% is a nationality-share scoring boundary.

Boundary Examples: 5% and 25%

These examples assume 100 PMET employees, with the candidate sharing the nationality of the employees counted below.

Same-nationality PMETs	Nationality share	C3 points
4	4%	20
5	5%	10
24	24%	10
25	25%	0

Two boundaries to watch: Exactly 5% earns 10 points; exactly 25% earns 0. A firm with exactly 25 PMETs uses share-based scoring, rather than the small-firm default.

C3 and C5 Use Different Nationality Thresholds

Criterion	What it assesses	Share boundaries
C3	Nationality diversity	5% / 25%
C5	Qualifying SOL shortage skills roles	One-third

A zero for C3 does not mean zero for C5. Assess each criterion separately, then calculate the COMPASS total.

How Should Employers Check the Data?

Review nationality shares through Workforce Insights on myMOM Portal and assess the application with SAT. Internal staff records should distinguish occupations, PMET counting eligibility, nationality and residency status. Do not use all employees as the denominator. If estimates differ from official results, check definitions and update timing rather than changing nationality declarations.

Official Eligibility and Requirements

MOM Official Guidance ↗