WorkPro Scheme

22 November 2013

WorkPro for

workers

WorkPro for

employers

Background

& overview

on WorkPro

Implementation of WorkPro

About A new 3-year scheme commencing on 1

April 2013

Create age-friendly workplace for hiring and retention of mature workers

Foster work-life harmony in the workplaces through FWAs and other work-life strategies

Enhance employability and encourage back-to-work locals to return to work

WorkPro for workers

WorkPro for employers

Background & overview on WorkPro

Implementation of WorkPro

WorkPro

(A) For Employers

Workplace Improvement and Job-Redesign

Age Management Grant ($20k per company)

Job Redesign Grant (max $300k per company)

Work-Life Grant (max $160K per company)

Recruitment & Retention Incentives

New Hire Retention* Incentives (max $50k per

company)

OJT Training Allowance (max $50k per company)

Mentorship Allowance ($100 per mentor)

(B) For Workers

Assistance for Jobseekers

Job Preparation Support

Mentor to help them settle into workplace

Incentives for recruited workers

Transport Allowance

(max $200 per worker)

Retention Bonus* (max $1,200 per worker)

* NHRI: Only for workers (i) earning $4,500 or less & (ii) hired through SNEF or NTUC, or referred by Employment

Facilitation touchpoints like Career Centres at CDCs, CaliberLink and e2i, and (iii) if company taps on any of the

grants under WorkPro

Overview of

• Introduce capabilities in age management practices for integrating multi-generational workforce as well as to implement age friendly practices and culture, in turn creating an age friendly workplace

Age Management Grant (Up to $20,000)

• Funds JR to create age-friendly workplace to enhance the physical environment

• Funds JR consultancy, equipment for automation , training, apprenticeship programme, recruitment ads

• Sub-caps of $150,000 for projects for mature workers, and $150,000 for projects for back-to-work locals

Job Redesign Grant (Up to $300,000)

• Development Grant of up to $40,000 to help employers defray the costs of implementing FWAs and other work-life programmes

• FWA incentive of up to $120,000 (disbursed in equal tranches over 3 years) to encourage employers to support more employees on FWAs

Work-Life Grant (Up to $160,000)

for Employers

Age Management Grant (Up to $20,000)

The Age Management Grant will be disbursed in two tranches

Tranche Process & criteria to fulfill

1st tranche of $5,000 will be paid upon fulfilling the following criteria *Companies must have at least 5 mature workers age 40 & above- Singaporeans and PRs in order to be eligible for the grant

a) Submit the following: I. Details of company re-employment policy that has

been aligned to Tripartite Guidelines, and proof that the policy has been communicated to all staff

II. Name list of all employees aged 40 and above

b) Offer eligible employees re-employment in line with Tripartite Guidelines.

c) At least one supervisory staff of company to attend a one-day job redesign and process improvement course.

d) HR staff of company to attend a one-day age management course which will cover the following 7 areas of good age management: Fair Employment; Re-employment; Performance Management; Managing a Multi-generational Workforce; Job Re-design; Flexible Work Arrangements and Worker Well-being

Age Management Grant (Up to $20,000)

The Age Management Grant will be disbursed in two tranches

Tranche Process & criteria to fulfill

2nd tranche of $15,000 will be paid upon fulfilling the following criteria

a) Sign the TAFEP fair employment practices pledge;

b) Adopt any two age management practices from the following 7 areas: the following 7 areas of good age management: Fair Employment; Re-employment; Performance Management; Managing a Multi-generational Workforce; Job Re-design; Flexible Work Arrangements and Worker Well-being. The two practices must be from different categories.

a) Organise at least one health programme for mature

workers.

b) The grants will be disbursed upon submission of documentary evidence that the activities have been conducted.

Job Redesign Grant (Up to $300,000 for all projects)

Job Redesign Grant

The Job Redesign Grant can be used to cover the following expenses *Subsidises the costs of redesigning jobs and work processes to improve the productivity and performance of mature workers and back-to-work locals.

a) Equipment for automation b) Consultancy costs for the following enterprise productivity programmes:

CPIM, QIANG, OMNI, CPP and Silver Productivity c) Costs involved in procurement and implementation of mature/older

worker-centric HR policies and systems d) Course fees for Singapore Workforce Skills Qualifications (WSQ) courses,

and course fees and absentee payroll for non-WSQ courses, capped at S$1,000 for each newly employed worker

e) Recruitment advertising cost, capped at $10,000 Employers can claim for expenses for items under (d) and (e) only if they have embarked on a job-redesign project. Recruitment advertisements must state that mature workers, or back-to-work locals such as individuals who have not been working for three months or more, are welcome to apply for the positions. Disbursement schedule : 20% upon acceptance of Letter of Offer : up to 80% upon project completion, based on no. of workers who benefitted from the project

Work-Life Grant (Up to $160,000)

Key Features Developmental Grant

Requirements *A one-time grant of up to $40,000 to defray the developmental costs of implementing work-life strategies, particularly FWAs. Payment Mode

• Appoint a work-life ambassador from senior management to champion a work-life friendly workplace for the employees and to communicate the company’s work-life policies to its employees. • Formalise 2 or more new FWAs recognised under the Work-Life Grant and communicate policy to employees. • At least 15% of the company’s employees, subject to a minimum of 5 employees must benefit from these FWAs by the completion of the project (maximum duration of project is a year). Reimbursement for approved budget/actual costs (whichever is lower) of work-life strategies.

Key Features Developmental Grant

Items Eligible for Co-Funding

Up to 80% for the following: • Work-life training • Work-life consultancy • Personal Work-Life Effectiveness (PWLE) programme Up to 30% for the following: IT Infrastructure for FWAs (total funding cap of $10,000) • Selected employee support schemes such as lactation facility (total funding cap of $10,000) Other items could be considered on a case-by-case basis.

Work-Life Grant (Up to $160,000)

Key Features FWA Incentive

Requirements *A grant of up to $120,000 per organisation (disbursed in tranches of up to $40,000 each over three years)

• Appoint a work-life ambassador from senior management to champion a work-life friendly workplace for the employees and to communicate the company’s work-life policies to its employees. • Have formalised policy on 2 or more FWAs recognised under the Work-Life Grant and communicated it to employees. • At least 30% of the company’s employees must be utilising these FWAs on a regular basis throughout each one year period, 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 FWA type (flexi-time, flexi-place or part-time). • To receive subsequent tranches of payouts, the company must demonstrate continuous improvements to work-life harmony at the workplace.

Work-Life Grant (Up to $160,000)

Key Features FWA Incentive

Payment Mode Items Eligible for Co-Funding

Disbursement is based on fulfillment of grant requirements. The yearly incentive is based on the number of unique Singaporean employees using the FWAs: • $10,000 for first 5 Singaporean employees • $1,500 per additional Singaporean employee, up to a maximum of $30,000 Organisations are encouraged to put the incentive towards efforts to nurture and further workplace cultures supportive of better work-life harmony. Not applicable

WorkPro for Employers – Hiring & Retention of Workers

• To conduct OJT training for back-to-work locals who have not been working for more than three months or more to help them to better so as to assimilate them into the workplace and culture

• 50% of monthly salary for 2 months, capped at $1,000 per worker per month

On-the-Job (OJT) Training Allowance (up to $50,000 per company)

• To encourage employers to implement measures to better retain newly-hired workers. Employers must first tap on either the Age Management Grant, the Work-Life Grant or the Job-Redesign Grant

• Up to one month salary capped at $2,000, only for workers earning $4,500 or less

• All workers must be hired through referred SNEF or NTUC, or referred by Employment Facilitation touchpoints like Career Centres at CDCs, CaliberLink and e2i

New Hire Retention Incentive (up to $50,000 per company)

• Employers to assign a trained mentor to the newly hired worker to better facilitate their integration into the workplace

• Mentorship allowance of $100 after 3 months of mentorship; companies are encouraged to provide a higher mentorship allowance where possible

• In general, each mentor can coach up to 5 mentees at any single point

Mentorship ($100 per newly-hired back-to-work local mentored)

Age Management Grant

Companies can claim up to $580k in total Workers can potentially receive $1,400 each

– Work-Life Grant

Job-redesign Grant

OJT Training Allowance

New Hire Retention Incentive

Retention Bonus

Job-prep Courses

Transport Allowance

$20k

$300k

$50k

$50k

$160k

$1,200

$200

Mentorship Allowance $100/worker

WorkPro for workers

WorkPro for employers

Background & overview on WorkPro

Implementation of WorkPro

Enhance

employability &

improve retention of

back-to-work locals

Mentor assigned to every back-

to-work locals for 3

months

EZ Link cards of up to $200

given to mature workers

and back-to-work locals

Up to $1,200 Retention Bonuses

for back-to-work locals

Job Prep Workshop

Mentorship Transport Allowance

Retention Bonuses

*Refers to mature workers, or back-to-work locals, i.e. those who have not been working for three months or more. Workers are only eligible for the mentorship support, transport allowance & retention bonus if their companies are on board WorkPro. Additional criteria for each component may apply.

for Workers*

WorkPro for workers

WorkPro for employers

Background & overview on WorkPro

Implementation of WorkPro

WorkPro’s Programme Partners – NTUC & SNEF

Promote, Process applications, Disburse claims, track and monitor progress, approve JR grants Prepare back-to-work locals for jobs and referring them to suitable jobs

Promote, Process applications, Disburse claims, track and monitor progress Prepare back-to-work locals for jobs and referring them to suitable jobs

Process Flow for Companies

Companies contact

SNEF/NTUC to find out

about WorkPro & application

details

Application forms to be

submitted to SNEF/NTUC

SNEF/NTUC process

applications and to issue

Letter of Offer (LOO)

to companies

Companies to carry out

necessary tasks, e.g. attend age management

workshop, disburse

retention bonus to workers

Companies submit

claims at respective timelines based on

LOO, e.g. 6th and 12th

month marks

Thank you – Questions?