FACTSHEET ON WORKPRO WorkPro is jointly developed by the Ministry of Manpower (MOM) and the Singapore Workforce Development Agency (WDA) to augment local manpower, foster progressive workplaces and strengthen the Singaporean core in our workforce. The scheme is designed in consultation with the tripartite partners - National Trades Union Congress (NTUC) and Singapore National Employers Federation (), who will manage and administer WorkPro from 1 April 2013 to 31 March 2016. WorkPro for Employers 2 WorkPro provides funding support for employers to improve their workplace practices, in particular to enhance work-life harmony, and to attract and retain backto-work locals including mature workers. 3 Employers can receive a wide range of funding assistance to redesign their workplace practices, processes and jobs Employers will also receive incentives when they recruit and retain mature workers and back-to-work locals, or place their employees on flexible work arrangements (FWAs). 4 Please note that costs incurred for the various grant components under WorkPro prior to the issuance of the Letter of Offer by NTUC and will not be funded under WorkPro. However, if the employer applies for the Work-Life Grant Developmental Grant and incurs costs for work-life training 1 prior to the issuance of the Letter of Offer, it will be funded if the application is approved subsequently. WorkPro for Workers 5 WorkPro will help employees to benefit from good work-life practices. It also improves the employability of mature employees, back-to-work locals, and individuals who have not been working for three months or more. WorkPro will help these groups of people become more job ready, and encourage them to return to work and stay on the job through retention bonuses and other measures like workplace mentorship support. 6 Please refer to Annex A for more details on the funding support provided under WorkPro. Eligibility Criteria 7 WorkPro is open to all Singapore-registered or incorporated companies, societies and non-profit organisations, excluding government agencies. Employees 1 Only training fees charged by Work-Life Grant approved consultants listed on NTUC, and MOM websites will be eligible for reimbursement under the Developmental Grant Version 2.9 (effective 1 August 2015) Page 1 of 26
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. Contact Details 8 NTUC and are the only official Programme Partners appointed to market and administer WorkPro. Companies should approach only NTUC / for assistance and advice when applying 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 / will be recognised and considered for funding under WorkPro. Application made by private consultants or external parties who claim to act on the company s behalf will not be entertained. More information can also be found at www.wda.gov.sg/workpro and www.mom.gov.sg/workpro. NTUC Hotline: 6213 8383 Email: workpro@ntuc.org.sg Website: www.ntuc.org.sg Hotline: 6290 7694 Email: wdm@snef.org.sg Website: www.sgemployers.com Version 2.9 (effective 1 August 2015) Page 2 of 26
ANNEX A SUMMARY OF FUNDING SUPPORT PROVIDED BY WORKPRO WorkPro For Employers For Workers Workplace Improvement and Job Redesign Recruitment and Retention Incentives Assistance for Job-seekers Incentives for Recruited Workers Age Management Grant Job Redesign Grant Work-Life Grant New Hire Retention Incentive On-the- Job Training Allowance Mentorship Allowance Job Preparatory Workshops Job Referrals and Matching Services Retention Bonus Transport Allowance Mentorship Support OJT Support Version 2.9 (effective 1 August 2015) Page 3 of 26
Definitions of terms used in this factsheet Mature workers refer to SCs or SPRs who are aged 40 years and above. Back-to-work locals refer to SCs or SPRs who are aged 30 and above, and have not been working for the past three months or more. For Employers Workplace Improvement and Job-Redesign Age Management What is it? Grant Up to $20,000 per company One-off grant to help employers learn about and implement age management practices such as good reemployment and performance management practices.. How much is the grant? 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 five mature workers and submit a pre-application report using the template provided 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? Upon fulfilling the deliverables of the Age Management Grant of each tranche, companies must have at least five mature workers at the point of claim. Version 2.9 (effective 1 August 2015) Page 4 of 26
For Employers Workplace Improvement and Job-Redesign Age Management Tranche 1 ($5,000) Grant Employers must complete the following five requirements within six months: Up to $20,000 per company 1. 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 the Tripartite Guidelines on Re-employment of Older Employees and the Tripartite Advisory on Reemployment of Older Employees from age 65 to 67, and (ii) proof that the policy has been communicated to all employees. 2. Send a supervisory employee to attend a one-day job redesign and process improvement course conducted by. 3. Send a HR employee to attend a one-day age management course 4. Send an employee 2 to attend a two-day Workplace Health Promotion (WHP) Facilitator course 5. 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 four requirements to claim tranche 2. Employers have 12 months to complete both tranches. 1. Adopt any two types of age management practices 3 from Appendix 1. The two practices must be from different categories. 2. Organise a standardised Health and Wellness Programme which includes the following: i. Knowledge of Personal Health At least 50% of the total number of mature workers (SCs/SPRs) in the company, subject to a minimum of five to undergo the Health Practices Survey to be administered by the appointed health provider. Companies are to return the completed surveys to the health 2 The employee should be involved in managing, planning and implementing WHP programmes in the company. 3 Companies with exactly five mature workers would need to undertake at least three types of age management practices instead of two types of age management practices in Tranche 2. Version 2.9 (effective 1 August 2015) Page 5 of 26
For Employers Workplace Improvement and Job-Redesign provider for further analysis. ii. Behavioral Change for Change for Healthy Living Send at least 20% of the total number of mature workers (SCs/SPRs), subject to a minimum of five to attend at least one Holistic Health and Wellness Workshop and at least one Topical Health and Wellness Workshop. Mature workers who attend the workshops must complete and return the Health Practices Survey to the provider. 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 tranche 2. Version 2.9 (effective 1 August 2015) Page 6 of 26
For Employers Workplace Improvement and Job-Redesign Job Redesign What is it? Grant Up to $300,000 per company The Job Redesign Grant subsidises the costs of redesigning jobs and work processes to improve the productivity and performance of back-to-work locals and mature workers. What can I claim for? 1. Equipment to support hiring and retention of mature workers and back-to-work locals, subject to approval by programme partners and WDA. 2. Costs for job redesign/productivity-related programmes and consultancy services. Please see Appendix 2 for a sample list of such programmes and consultancy services. 3. Costs involved in procuring and implementing policies and systems to support mature workers or back-towork locals. 4. In addition, employers who have embarked on either 1, 2 or 3 can claim for the following expenses: a. Course fees for Singapore Workforce Skills Qualifications () courses, and course fees and absentee payroll for non- courses relevant to the job redesign project, capped at S$1,000 per mature worker or back-to-work local. If a course is eligible for funding via WDA s SkillsConnect, the Job Redesign Grant will fund the remaining 80% of the net course fee after the funding subsidy. b. 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. Version 2.9 (effective 1 August 2015) Page 7 of 26
For Employers Workplace Improvement and Job-Redesign Job Redesign How much can I claim? Grant For job redesign projects targeted at mature workers: Up to $300,000 per company 1. Maximum claimable amount per project = a. (Number of newly-hired workers aged 40 and above who benefitted from the project + Number of existing workers aged 55 and above who will be retained in employment and benefitted from the project) X $3,000, OR b. 80% of declared project cost, whichever is lower. 2. 80% of recruitment advertisement cost to recruit mature worker, capped at $10,000. Total funding = [Lower of 1(a) OR 1(b)] + (2) capped at $150,000 per company For job redesign projects targeted at back-to-work locals: 1. Maximum claimable amount per project = a. (Number of local workers who benefitted from the project)* X $3,000, OR b. 80% of declared project cost, whichever is lower. 2. 80% of recruitment advertisement cost to recruit back-to-work local, capped at $10,000 *At least 60% of the workers must be newly-hired back-to-work locals. The remaining 40% can be any other local workers under the company s employment. Total funding = [Lower of 1(a) OR 1(b)] + (2) capped at $150,000 per company Version 2.9 (effective 1 August 2015) Page 8 of 26
For Employers Workplace Improvement and Job-Redesign Job Redesign Grant Up to $300,000 per company Employers may submit multiple application/projects, up to a cap of $150,000 for all job redesign projects targeted at back-to-work locals or mature workers. Employers also have to submit a job redesign evaluation report for each project when claiming for the second disbursement using the template provided. A template for reference will be provided together with your Letter of Offer. How much and when am I eligible to claim? First disbursement of 20% of project grant upon acceptance of terms and conditions stated in the Letter of Offer. Second disbursement of 80% of project grant upon completion of job redesign project and achieved outcomes within 12 months. Version 2.9 (effective 1 August 2015) Page 9 of 26
For Employers Workplace Improvement and Job-Redesign Work-Life Grant What is it? Up to $160,000 per company The Work-Life Grant provides funding support for the implementation of work-life strategies, especially flexible work arrangements (FWAs). The grant has two components, a Developmental Grant and a FWA Incentive. Companies may tap on either or both components of the Work-Life Grant. What is considered as a 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? [For Employers] Developmental Grant of up to $40,000 for the Implementation of FWAs and Selected Employee Support Schemes A $10,000 Developmental Grant would be given to companies that pilot at least two new FWAs or substantially enhance two existing FWAs. Companies must complete the step-by-step process in implementing new FWA pilots: Step 1: Step 2: Step 3: Step 4: Assess specific FWAs that are suitable for implementation (i.e. meet business needs); Conduct a needs analysis to understand employees work-life needs and identify suitable FWAs; Develop a FWA implementation plan which includes a communication plan to engage employees; Send at least an employee/employer to complete the work-life training that includes the implementation and management of employees on FWAs; Version 2.9 (effective 1 August 2015) Page 10 of 26
For Employers Workplace Improvement and Job-Redesign Step 5: Pilot at least two new FWAs and/or substantially enhance existing FWAs with at least 10% of Work-Life Grant the total workforce, or a minimum of five employees (whichever is higher) trying out the FWAs for at least three months; Up to $160,000 Step 6: Monitor the FWAs and consult relevant stakeholders on the FWAs effectiveness before making per company any refinements. Another $10,000 would be given to companies that formalise the piloted FWAs into policy. Companies that incur expenses for the FWA pilots can claim for reimbursement of expenses (capped at $20,000 in total) based on the following percentages: Up to 80% of expenditure on: - work-life training - work-life consultancy Up to 50% of expenditure on: - IT infrastructure for FWAs - selected employee support schemes such as lactation facilities The Developmental Grant replaces the previous Work-Life Works! (WoW!) Fund. Companies that have previously benefitted from the WoW! Fund and wish to apply for additional developmental assistance can only receive up to a $20,000 from the Developmental Grant. This is provided that they meet all the qualifying criteria and put in place work-life strategies or FWAs that have not already been implemented or covered in their previous work-life projects funded by the WoW! Fund. Additional Requirements Appoint a work-life ambassador from senior management to champion a work-life friendly workplace for the employees and communicate the company s work-life policies to its employees. [For Office Building Owners / Management Corporation / Developers] Developmental Grant for Building of Lactation Facilities It co-funds up to 50% of expenditure on lactation facilities per office building (funding capped at $20,000) Office building owners / Management Corporation / developers who have previously benefitted from BCA s Accessibility Fund for purposes other than building lactation facilities can apply for the Developmental Grant Version 2.9 (effective 1 August 2015) Page 11 of 26
For Employers Workplace Improvement and Job-Redesign and receive up to $20,000 funding per office building. This is provided that all the qualifying criteria are met. Work-Life Grant Requirements Up to $160,000 per company Complete the works for lactation facilities as stipulated in the letter of undertaking. [For Employers] FWA Incentive Employers can receive a FWA Incentive of up to $120,000 (disbursed in three tranches over three years) if they sustain the FWA utilisation rate among their employees. Half of those utilising FWAs must be Singaporean employees. No more than six in 10 employees counting towards the 20% or 30% FWA utilisation requirement can be on the same FWA type. FWA Utilisation Rate Annual Payment Total Incentive At least 20% of total workforce Up to $25,000 Up to $75,000 At least 30% of total workforce Up to $40,000 Up to $120,000 The grant computation is based on the number of Singaporean employees benefitting from FWAs. Eligible companies can receive $10,000 for the first five Singaporean employees using FWAs regularly and an additional $1,500 per additional Singaporean employee using FWAs regularly (from the 6 th Singaporean employee onwards). Additional Requirements Appoint a work-life ambassador from senior management to champion a work-life friendly workplace for the employees and communicate the company s work-life policies to its employees. Have formalised HR policy on two or more FWAs recognised under the Work-Life Grant and have communicated the HR policy to all employees. To receive subsequent tranches of payouts, the company must sustain current FWA utilisation rates at the workplace. Version 2.9 (effective 1 August 2015) Page 12 of 26
For Employers Recruitment and Retention Incentives New Hire What is it? Retention Incentive (NHRI) Up to $50,000 per company (excluding the mentorship allowance cap) An incentive to encourage employers to retain back-to-work locals or newly-hired mature workers. Employers are required to assign a mentor to a back-to-work local or newly-hired mature worker to help them assimilate into the new workplace. How much can I claim and what do I need to do? Employers must first tap on one of the following grants; Age Management Grant, Job Redesign Grant or Work- Life Grant. Employers can claim the NHRI only on workers who meet all four criteria below: 1. Either newly hired back-to-work locals or newly-hired mature workers; 2. Earn a gross monthly income of not more than $4,500; 3. Hired through WorkPro programme partners (NTUC, e2i and ) or via referrals from WDA career centres; and 4. The worker must be hired on a permanent or part-time position with an employment contract of one year For each eligible worker retained for at least six months, employers will receive a NHRI equivalent to 50% of the worker s monthly salary, capped at $1,000. If the worker is retained for an additional six months, employers will receive an additional NHRI equivalent to 50% of the worker s monthly salary, capped at $1,000. Additional Requirements To be eligible for NHRI, employers must tap on the Mentorship Allowance if they have hired back-to-work locals, and for each newly-hired mature worker on an optional basis. Mentorship Allowance Employers can award the mentor with $100 after three months of mentorship. Please note the following: Version 2.9 (effective 1 August 2015) Page 13 of 26
The mentor should have been trained in mentorship skills or previously accumulated relevant experience in mentoring. Mentorship allowance attracts CPF contributions. Employers should assign no more than five mentees per mentor at any point of time. Employers can claim reimbursement for the mentorship allowance after the 6 th month mark of the newly hired worker s employment. Version 2.9 (effective 1 August 2015) Page 14 of 26
For Employers Recruitment and Retention Incentives On-the-Job What is it? Training (OJT) Allowance Up to $50,000 per company An allowance provided to employers who conduct OJT for back-to-work locals or newly-hired mature workers on a new job scope to help them pick up the necessary skills and adapt to the workplace. How much can I claim and what do I need to do? Employers can claim the OJT Allowance only on back-to-work locals or newly-hired mature workers on a new job scope. Employers will receive an OJT Allowance of one month s salary, capped at $2,000, for each eligible worker Hired and placed on a structured OJT programme for up to two months, AND Retained for at least three months.. Version 2.9 (effective 1 August 2015) Page 15 of 26
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 to find out more about these workshops and register. Version 2.9 (effective 1 August 2015) Page 16 of 26
For Workers Incentives for recruited workers Retention Bonus What is it? Up to $1,200 per worker A grant awarded to back-to-work locals who stay on the job for at least three months. Those who stay on the job longer will receive more. Who is eligible for the Retention Bonus? Only workers newly-hired in WorkPro companies and who meet all the following three criteria are eligible for the retention bonus: 1. Back-to-work locals; 2. Earn a gross monthly income of not more than $4,500; and 3. Hired by employers onboard WorkPro through the WorkPro sprogramme Partners (NTUC, e2i and ) or via referrals from WDA Career Centres. 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 3 rd month of employment with the same employer - $300 End of the 6 th month of employment with the same employer - $300 End of the 12 th 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. Version 2.9 (effective 1 August 2015) Page 17 of 26
For Workers Incentives for recruited workers Transport What is it? Allowance Up to $200 per worker The Transport Allowance is a one-time grant to eligible workers from low income households to help them remain in employment by defraying part of their transport costs. Who is eligible for the Transport Allowance? Only workers who meet all the following three criteria are eligible for the transport allowance: Back-to-work locals or newly hired mature workers Have a monthly household income of not more than $3,000 OR per capita household income of not more than $800 Hired by employers on board WorkPro 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 two months at work. Version 2.9 (effective 1 August 2015) Page 18 of 26
List of Revised Age Management Practices Appendix 1 A. Performance Management (Companies must fulfil (i) + (ii)) i. Implement a new on-line appraisal system or formalised a performance appraisal process 4. ii. Carry out performance assessment using (i) on workers aged 40 & above B. Fair Employment (Companies must fulfil either (i) + (ii) or (i) + (iii)) (Recommended for HR personnel to attend) i. Companies are required to send one HR employee to attend the fair employment workshop/training and complete either one of the following practices: ii. iii. Companies will have to develop an employee handbook and disseminate the information to employee. The employee handbook should incorporate all of the following e.g.: Codes for fair employment practices Codes for fair recruitment practices Companies will have to organise a campaign (e.g. put up poster/notice at workplace, email circular to employee and distribute the Tripartite Guidelines for Fair Employment) or conduct a session to communicate fair employment practices to employee to enhance acceptance and integration among co-workers. C. Managing a Multi-Generational Workforce (Companies must fulfil either (i) + (ii) or (i) + (iii)) (Recommended for HR personnel to attend) i. Companies are required to send a supervisory/hr employee to attend multigeneration management training courses. This could include, but not limited to, the following courses: Leading Diverse High Performance Teams Cultivate Workplace Relationships to Optimise Team Performance ii. Companies will need to create additional opportunities and enhance communication for older and younger workers through various programmes/projects. The intention to facilitate bonding between workers of different age group must be clearly communicated in email/notice to employee. Companies must also submit the details of a new project or program. Details should include the objective, activities carried out and the feedback from the older and younger workers. E.g. A mix of younger and older workers in workplace activities, project such as Recreation Club Committee, Workplan Committee, Team building/bonding program etc. but 4 Companies can request for a template from WorkPro Programme Partners, and modify it to suit their organisation s needs. Version 2.9 (effective 1 August 2015) Page 19 of 26
iii. exclude company functions and leisure activities such as excursions, company dinner and dance etc. Implement Mentoring Program (Buddy System) E.g. One younger worker who has just joined the company or change job scope can be paired with an older worker for three months for an OJT program D. Worker Well-Being Programme (Companies are required to show proof that they have conducted a workplace risk assessment in accordance with the Workplace Safety and Health (Risk Assessment) Regulation and must fulfil either (i) + (ii) or (iii) + (iv)) (At least 20% of mature workers to attend training courses/programmes, subject to a minimum of five mature workers. i. Companies are required to send a supervisory/hr employee to attend a workers well-being course e.g.: Maintain Workplace Safety & Health Policies & Procedures Manage Workplace Safety and Health System ii. iii. iv. Improve workplace ergonomics. E.g. Companies redesign their work environment through shifting and purchasing of equipment to reduce workplace risk, send out circular to educate mature workers on ergonomic risk factors. Companies are required to send their mature workers to attend Worker wellbeing courses e.g.: Senior Employment Guidance Career Coaching for Mature Employees Implement wellness activities and proof of communication on healthy tips such as posters on to raise awareness on stress management, balance diet, healthy living exercise programme etc. which benefit older workers E. Training / Re-training (Companies must fulfil either (i) + (ii) or (iii) only) (For companies with no existing training in place, at least 50% of mature workers must be sent for training) i. Companies are required to send one HR employee to attend training / retraining courses e.g.: Productivity Training Needs Analysis (e.g. TRM-Training Route Map) ii. Create training roadmap for mature workers iii. Companies are required to send 50% of their mature workers to attend 36 hours of training / re-training courses within a six months period for further skills competency training and/or soft skills training. Version 2.9 (effective 1 August 2015) Page 20 of 26
F. Re-employment (Companies must fulfill (i) + (ii)) i. Companies are required to attend two courses under 4R programme, e.g.: HR : Implement Strategies to Employ Retain and Re-employ Older Employees and Performance Appraisal and Re-career ii. Implement 4R programme with audit *Companies can refer to Table 1 for a sample list of relevant courses for the areas of Age Management. Please note that companies may also take other relevant courses that are not listed in table 1, subject to approval by NTUC or on a case by case basis. For more information, please contact NTUC or. Version 2.9 (effective 1 August 2015) Page 21 of 26
Table 1 List of Relevant Courses for Age Management Practices Training Courses for the optional items of Age Management Grant Course Type Course Provider B. Fair Employment 1. Implement Performance Management Programme 2. Develop Strategies for Performance Management 3. Administer Performance Review Process 4. Administer a Recruitment and Selection Process 5. Conduct Interview and Make Hiring Decisions 6. Implement Recruitment and Selection Methods 7. Develop and Implement Recruitment and Selection Strategies 8. Resolve Grievances and Disputes 9. Discipline and Grievances Handling Non- C. Managing a Multi-Generational Workforce 1. Leading Diverse High Performance Teams Non- NTUC e2i 2. The Power and Passion of Teambuilding (1 Day) Non- 3. Develop Motivated and Productive Workforce (1 Day) Non- 4. Leadership Effectiveness (2 Days) Non- 5. Enhance Relationships with Assertiveness and Persuasion (2 Days) Non- 6. Foster Team Adaptability (2 Days) 7. Develop a Work Team 8. Manage Cross Functional and Cultural Diverse Teams (2 Days) 9. Cultivate Workplace Relationships to Optimise Team Performance (2 Days) 10. Achieve Result Through your Team (2 Days) 11. Leading Teams Toward Organisational Excellence (2 Days) 12. Power up Your People Through Encouragement 13. Implement Innovative Change (2 Days) 14. Lead Change Management Effectively (2 Days) 15. Contribute Towards a Learning Organisation (2 Days) 16. Facilitate Effective Communication and Engagement (2 Days) 17. Lead Workplace Communication and Engagement (2 Days) Version 2.9 (effective 1 August 2015) Page 22 of 26
18. Apply Emotional Competence to Manage Self and Others in a Business Context 19. Solve Problems & Make Decisions at Supervisory level (2 Days) 20. Solve Problems & Make Decisions at Managerial Level (2 Days) D. Worker Well-Being Programme 1. Effective Time Management in the Workplace (1 day) and Effective Stress and Anger Management in the Workplace (1 Day) 2. Maintain Workplace Safety & Health Policies & Procedures (3 Days) 3. Supervise Workplace Safety and Health Practices (3 Days) 4. Manage Workplace Safety and Health System (3 Days) Non- 5. Senior Employment Guidance (2 Days) Non- CFS 6. Career Coaching for Mature Employees (2 Days) Non- CFS E. Training/ Re-Training 1. Training Needs Analysis A Practical Approach using ACTION Model (2 Days) 2. Maximising Performance Through Coaching (2 Days) Non- Non- 3. Interpersonal Communication Skills (1 Day) Non- 4. How to Influence People (1 Day) Non- 5. Re-employment: Equipping and Developing Yourself(Enhanced READY) (1 Day) Non- CFS F. Re-Employment 1. 4R Programme (Implement Strategies to Employ, Retain and Re-Employ Older Employees) (2 Days) 2. 4R Programme (Performance Appraisal and Re-Career) (1 Day) Non- Version 2.9 (effective 1 August 2015) Page 23 of 26
Sample List of Job Redesign / Productivity-Related Programmes Appendix 2 S/N Programme Brief overview Contact details 1 Singapore Workforce Skills Qualifications () Certified Productivity and Innovation (CPI) Manager Programme SMF Centre for Corporate Learning Tel: 6826 3100 Fax: 6826 3113 The 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. The CPI Manager programme 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. Email: enquiry.ccl@smf ederation.org.sg Website: www.smaccl.sg 2 SME QIANG (Quality Initiatives to Assist, Nurture and Grow) The SME QIANG (Quality Initiative to Assist, Nurture and Growth) programme is an effective training solution to enhance productivity in SMEs, contextualised to the SME daily operations. Supported by WDA and conducted by the Singapore Manufacturing Federation (SMF) Centre for Corporate Learning, the SME QIANG programme equips participants with practical training in Lean Six Sigma and Productivity Improvement Projects to enable them to analyse existing business processes to achieve productivity gains. The SME QIANG also incorporates a mentorship by Productivity Coaches critical in ensuring the success of the Productivity Improvement Project. Participants will also be coached on planning and implementing an organisational Productivity Framework SMF Centre for Corporate Learning Tel: 6826 3100 Fax: 6826 3113 Email: enquiry.ccl@smf ederation.org.sg Website: www.smfccl.sg Version 2.9 (effective 1 August 2015) Page 24 of 26
to sustain the productivity initiative within the enterprise. 3 Singapore Workforce Skills Qualifications () Operations Management Innovation (OMNI) Programme 4 Certified Productivity Practitioner (CPP) Programme 5 Silver Productivity Programme This Operations MaNagement Innovation (OMNI) Singapore Workforce Skills Qualifications () 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. The CPP programme, accredited by the Asian Productivity Organisation, is specially designed for working professionals who are identified by their organisations as champions of the Productivity Movement. Supported by WDA and conducted by the Singapore Productivity Association (SPA), the CPP programme trains participants on various productivity tools and techniques that can be implemented to drive productivity improvements. Silver Productivity is a training programme aimed at raising productivity and enhancing the wellbeing of older workers at the workplace. Targeted at HR Professional and Line/Operations Managers, this strategic business improvement course Singapore Institute of Manufacturing Technology (SIMTech) Contact Person: Ms Tan Puay Siew Tel: 6793 8383 Email: ktoenquiry@simtec h.a-star.edu.sg Website: http://kto.simtech. a-star.edu.sg/pewsq-operationsmanagementinnovation-omniprogramme Singapore Productivity Association (SPA) Contact Person: Ms Koh Yi Lok Tel: 6375 0939 Email: cpp@spa.org.sg Website: http://www.spa.or g.sg/ SMF Centre for Corporate Learning Tel: 6826 3100 Version 2.9 (effective 1 August 2015) Page 25 of 26
6 -TP Silver Productivity Programme will enable them to identify challenges of a mature worker, redesign policies, processes and improve the working environment. SMF s Productivity Managers who specialise in ergonomics and lean enterprise will also be attached to companies to coach in the project implementation. The -TP Silver Productivity Programme is a funded internship programme where graduating students from Temasek Polytechnic work with companies to improve on work processes / job re-design to enhance the productivity of the mature workforce in the company. The phases of the internship covers: i. Collect data to understand and analyze the current situation of the company ii. Define project scope and objectives iii. Identify possible solutions and select best solution based on cost, time and resources iv. Plan and seek approval of plans v. Execute the plan vi. Review of outcomes and conclude Fax: 6826 3113 Email: enquiry.ccl@smf ederation.org.sg Website: www.smaccl.sg Singapore National Employers Federation () Tel: 6290 7694 Email: wdm@snef.org.s g Website: www.sgemployer s.com *Other job redesign/productivity-related programmes will be considered on a case by case basis. Sample List of Consultants for WorkPro Job Redesign Grant Companies can also engage an external consultant to develop a productivity improvement project. For sample list of consultants for WorkPro Job Redesign Grant, please refer to http://www.spring.gov.sg/enterprise/icv/pages/icv_productivity_sp.aspx under Productivity Management - Productivity Improvement Projects Version 2.9 (effective 1 August 2015) Page 26 of 26