Government Grants
SFIC Institute is a human capital solutions provider established in response to the needs of a rapidly evolving workplace environment. Other than courses, we also offer hands-on HR support. Everything we do is shaped around what your organisation actually needs. Here’s how we can help you make the most of available grants below.
WDG (JR+) Components
Case Study
Component 1
Component 2
Component 3
Application
How we help
End-to-end support on the Company Training Committee (CTC) Grant — from committee formation to a submission-ready application.
Expert guidance
We assist in forming your Company Training Committee (CTC) and developing a transformation roadmap that reflects both business priorities and worker outcomes.
Maximise funding
Identify eligible costs across equipment, training and software so your project draws down the full 70% funding support available.
Easy application
Simplify the process with step-by-step help and pre-submission reviews before anything reaches the funding agency.
Alignment throughout
Keep management, worker representatives and e2i aligned at every stage, so endorsement and approval move without avoidable delays.
The application process
A five-step path from committee formation to final submission.
Form a Company Training Committee (CTC)
We help set up your internal committee to kickstart your CTC Grant eligibility.
Develop your transformation plan
We facilitate CTC workshops to co-create your transformation plan, aligning with worker outcomes and business goals.
Secure stakeholder endorsement
Once your plan is drafted, we guide you in getting official endorsement from both senior management and NTUC / worker representatives.
Pre-submission review with e2i
We help you engage e2i for a preliminary review, ensuring your project ticks all boxes and aligns with grant expectations.
Final submission
We assist with the final submission process to ensure everything is in place and on time.
Eligibility criteria
Who can apply for the CTC Grant, and which entity types fall outside the scheme.
Organisations that can apply
- Companies — both SMEs and non-SMEs
- Societies
- Non-profit organisations
- Autonomous universities
Entities outside the scheme
- Government bodies
- Statutory boards
- Organs of State
- Wholly-owned government subsidiaries
Worker outcomes
Every CTC project must deliver tangible outcomes for the workers involved. The commitment required depends on whether the role itself is being transformed.
For roles undergoing transformation
Commit to at least one- Wage increment
- Career Development Plan (CDP)
- Recurrent Skills Allowance
For training-only roles
Commit to at least one- Wage increment
- Career Development Plan (CDP)
- One-Time Skills Allowance
Note: companies that have already committed to worker outcomes (for example, an existing Career Development Plan) can train workers without additional commitments.
Funding support
The CTC Grant covers up to 70% of qualifying costs across equipment, software and consultancy — the three cost categories most companies rely on when putting a transformation plan into practice. Eligible items are confirmed during scoping, so the funded portion of your project is clear before submission.
Project goals
A fundable CTC project has to move on two fronts at once — the business and the workforce.
Business transformation
- Focus
- Productivity and innovation — improving how work gets done and what the business is able to offer.
- Typical levers
- Equipment, software and process redesign supported by consultancy.
- Funding
- Up to 70% of qualifying costs
Worker outcomes
- Focus
- Wage increases, career development plans and skills allowances tied to the transformation.
- Commitment
- At least one outcome per affected role, depending on the role type.
- Endorsement
- Senior management and NTUC / worker representatives
Governance through the CTC
- Purpose
- The Company Training Committee owns the plan, keeps it on track and closes the loop with workers.
- Our role
- Facilitated workshops, roadmap drafting and pre-submission review with e2i.
- Outcome
- A submission-ready transformation plan
Funding levels and eligible cost categories are indicative and subject to eligibility assessment, prevailing scheme conditions and approval by the relevant agencies. Timelines assume timely provision of company information and stakeholder availability.
How We Help
- Expert Guidance: We assist in forming your Company Training Committee (CTC) and developing a transformation roadmap.
- Maximise Funding: Identify eligible costs (equipment, training, software) to optimise 70% funding support.
- Easy Application: Simplify the process with step-by-step help and pre-submission reviews.
Application
Step 1: Form a Company Training Committee (CTC)
We help set up your internal committee to kickstart your CTC Grant eligibility.
Step 2: Develop Your Transformation Plan
We facilitate CTC workshops to co-create your transformation plan, aligning with worker outcomes and business goals.
Step 3: Secure Stakeholder Endorsement
Once your plan is drafted, we guide you in getting official endorsement from both senior management and NTUC/worker representatives.
Step 4: Pre-Submission Review with e2i
We help you engage e2i for a preliminary review, ensuring your project ticks all boxes and aligns with grant expectations.
Step 5: Final Submission
We assist with the final submission process to ensure everything's in place and on time.
Eligibility Criteria
Eligible:
- Companies (SMEs & non-SMEs)
- Societies
- Non-Profit Organisations
- Autonomous Universities
NOT Eligible:
Government bodies
Statutory boards
Organs of State
Wholly-owned government subsidiaries
Worker Outcomes
A. For Roles Undergoing Transformation
Must commit to at least one:
- Wage increment
- Career Development Plan (CDP)
- Recurrent Skills Allowance
B. For Training-Only Roles
Must commit to at least one:
- Wage increment
- Career Development Plan (CDP)
- One-Time Skills Allowance
Funding Support
Up to 70% coverage of qualifying costs:
Equipment / Software / Consultancy
Project Goals:
- Business Transformation (productivity, innovation)
- Worker Outcomes (wage increases, career plans, skills allowances)
Who it’s for
For companies looking to future-proof their workforce — redesigning roles around where the business is heading, growing the people already on the team, and building a system that keeps them.
Restructuring roles
Your business model is shifting, or automation is changing what the work actually involves. Job scopes need to be redesigned around the direction you’re moving in — not the one you came from.
Reskilling over rehiring
You’d rather grow the team you already have than compete for external hires. Existing staff move into new roles through structured conversion, with salary support along the way.
Retaining & growing talent
You need a proper system for progression — clear growth plans and regular career conversations that keep good people engaged and moving in the same direction as the business.
How we help
A guided four-step path — from redesigning the role, to converting the person into it, to keeping them growing inside it.
Job Redesign Advisory
Align roles with your new business direction, so job scopes reflect where the company is going rather than where it has been.
Career Conversion Programme
Reskill existing staff into the new roles through structured conversion training — with salary support during the transition.
Structured Career Planning Workshops
Build employee growth plans that map individual progression directly against business goals, not in isolation from them.
Structured Career Conversations
Ongoing check-ins that keep career goals and company direction aligned as both continue to evolve.
Most steps in the pathway are funded, subject to eligibility and prevailing scheme conditions.
Eligibility, funding levels and programme support are subject to assessment, prevailing scheme conditions and approval by the relevant agencies. Timelines assume timely provision of company information and stakeholder availability.
Who it’s for
NACE is designed for companies that want to build learning into the way they work, not around it.
Enhance work process performance
Fulfil business transformation needs by redesigning jobs and reskilling staff through a sustainable and structured workplace learning (WpL) system.
Retain workforce competency
Retain and transfer ‘know-how’ in staff competencies through upskilling and reskilling, using proven workplace learning tools and strategies.
How we help
A guided path from readiness check to long-term optimisation.
Eligibility assessment
Assess your readiness to adopt a structured On-the-Job Training (OJT) system as part of building Workplace Learning capabilities.
Build a strong learning culture
Conduct a Training Needs and Skills Gap Analysis to pinpoint employee development areas, then develop a tailored OJT Workplace Learning Blueprint that supports practical, on-the-ground skill building.
Documentation & submission
We help you apply for NACE support and align your learning systems to your business goals.
Follow-through support
Track outcomes and continuously optimise your learning systems over time.
How companies benefit from NACE
Four outcomes companies consistently see after building a structured workplace learning system.
Time savings through retention of competencies
Structured training and coaching reduce staff turnover and reprofiling, keeping essential skills and knowledge inside the organisation.
Cost savings from better work processes
Job redesign and upskilling minimise errors and inefficiencies, leading to streamlined operations and lower operating costs.
Growth and scaling opportunities
NACE@TP supports business transformation, enabling companies to expand into new markets and scale operations effectively.
Access to subsidised training programmes
Enrol employees in NACE@TP training programmes with subsidies of up to 90%, making workforce development far more affordable.
Learning needs & skills gap analysis
An eight-step process that turns business objectives into targeted, measurable training.
Define business objectives
Understand what the organisation is aiming to achieve.
Map job roles & required skills
Outline the key competencies needed for each role.
Assess current workforce capabilities
Conduct evaluations such as surveys, interviews and self-assessments.
Identify skills gaps
Compare current capability against required skills for each role.
Prioritise learning needs
Focus on the gaps that directly affect performance or growth.
Develop targeted training plans
Align learning interventions with actual, evidenced needs.
Implement & monitor training
Roll out learning initiatives and track progress as they run.
Review & refine
Measure outcomes and continuously improve training efforts.
Mark National Workplace Learning Framework
The Workplace Learning Mark
The Workplace Learning Mark (WPL:READY Mark) is an accreditation standard introduced in February 2023 to recognise companies that are building a sustainable workplace learning culture. It forms part of Singapore’s National Workplace Learning (NWpL) Framework, adapted from Germany’s model, and aims to strengthen competency development, productivity and business performance.
Three main consultancy projects
To support companies in achieving the WPL Mark, NACE offers three key consultancy services.
OJT Blueprint Consultancy
- Purpose
- Capture the competencies of top performers and standardise structured on-the-job training for consistency.
- Timeline
- 4–6 weeks (~20 contact hours)
- Subsidy
- 70% non-SMEs / 90% SMEs
Training Needs & Skill Gap Analysis Consultancy
- Purpose
- Identify competency gaps and create holistic training plans for employee development.
- Timeline
- 12–20 weeks (~40 contact hours)
- Subsidy
- 70% non-SMEs / 90% SMEs
Competency Development Consultancy
- Purpose
- Implement workplace learning practices aligned with the NWpL Framework, covering at least three components.
- Timeline
- 12–24 weeks (~80 contact hours)
- Subsidy
- 70% non-SMEs / 90% SMEs
The accreditation process
Three phases across nine months, from foundation setup to platinum-tier certification.
Phase 1 · Foundation setup
3 monthsOJT Blueprint development
- Create two structured On-the-Job Training blueprints.
- Focus: standardising skills transfer for key roles.
Training Needs Analysis (TNA)
- Conduct competency and skills gap mapping.
- Align training plans with business goals.
Phase 2 · Culture & strategy
3 monthsCompetency consultancy
- Implement workplace learning practices across the business.
- Focus: strategy, leadership and learning environment.
Phase 3 · Accreditation & beyond
3 monthsWorkplace Learning Mark (Platinum)
- Final assessment for the highest-tier certification.
MSEP application
- Apply for the Manpower-Skills Eligibility Programme for optional quota benefits.
Subsidy levels are indicative and subject to eligibility assessment, prevailing scheme conditions and approval by the relevant agencies. Timelines assume timely provision of company information and stakeholder availability.
Who It’s For
This is designed for companies that want to:
- Enhance work process performance: Fulfill business transformation needs by redesigning jobs and reskilling staff through a sustainable and structured workplace learning (WpL) system.
- Retain workforce competency: Retain and transfer ‘know-how’ in staff competencies through upskilling and reskilling of staff utilising workplace learning tools and strategies.
How We Help
- Eligibility Assessment: Assess readiness to adopt a structured On-the-Job Training (OJT) system as part of building Workplace Learning (WpL) capabilities.
- Build a Strong Learning Culture: Conduct a “Training Needs and Skills Gap Analysis” to pinpoint employee development areas and develop a tailored “OJT Workplace Learning Blueprint” to support practical, on-the-ground skill building.
- Documentation & Submission: Help you apply for NACE support and align learning systems to business goals.
- Follow-through Support: Track outcomes and optimise your learning systems over time.
How Companies Can Benefit from NACE
- Time Savings through Retention of Work Competencies: By implementing structured training and coaching, companies can reduce staff turnover and reprofiling, ensuring that essential skills and knowledge are retained within the organisation.
- Cost Savings by Improving Work Process Performance: Through job redesign and upskilling initiatives, businesses can minimise errors and inefficiencies, leading to more streamlined operations and reduced costs.
- Growth and Scaling Opportunities: NACE@TP supports business transformation efforts, enabling companies to expand into new markets and scale their operations effectively.
- Access to Subsidized Training Programs: Companies can take advantage of significant subsidies—up to 90%—when enrolling their employees in NACE@TP’s training programs, making workforce development more affordable.
Learning Needs & Skills Gap Analysis Flowchart
Define Business Objectives
Understand what the organisation aims to achieve.
Map Job Roles & Required Skills
Outline key competencies needed per role.
Assess Current Workforce Capabilities
Conduct evaluations (e.g., surveys, interviews, self-assessments).
Identify Skills Gaps
Compare current vs required skills for each role.
Prioritise Learning Needs
Focus on gaps that directly affect performance or growth.
Develop Targeted Training Plans
Align learning interventions with actual needs.
Implement & Monitor Training
Roll out learning initiatives and track progress.
Review & Refine
Measure outcomes and continuously improve training efforts.
Workplace Learning Mark
What Is The Workplace Learning Mark (WPL:READY Mark)?
The Workplace Learning Mark (WPL:READY Mark) is an accreditation standard introduced in February 2023 to recognise companies that are building a sustainable workplace learning culture. It is part of Singapore’s National Workplace Learning (NWpL) Framework, adapted from Germany’s model, and aims to enhance competency development, productivity, and business performance.
Three Main Consultancy Projects
To support companies in achieving the WPL Mark, the National Centre of Excellence for Workplace Learning (NACE) offers three key consultancy services:
- OJT Blueprint Consultancy
- Purpose: Capture competencies of top performers and standardise structured on-the-job training (OJT) for consistency.
- Timeline: 4–6 weeks (~20 contact hours).
- Subsidy: 70% (non-SMEs) / 90% (SMEs).
- Training Needs & Skill Gap Analysis Consultancy
- Purpose: Identify competency gaps and create holistic training plans for employee development.
- Timeline: 12–20 weeks (~40 contact hours).
- Subsidy: 70% (non-SMEs) / 90% (SMEs).
- Competency Development Consultancy
- Purpose: Implement workplace learning practices aligned with the NWpL Framework (at least 3 components).
- Timeline: 12–24 weeks (~80 contact hours).
- Subsidy: 70% (non-SMEs) / 90% (SMEs).
Accreditation Process
Phase 1: Foundation Setup
3 months
1. OJT Blueprint Development
- Create 2 structured On-the-Job Training (OJT) blueprints.
- Focus: Standardising skills transfer for key roles.
- *Subsidy: Up to 90% (10% co-payment).*
2. Training Needs Analysis (TNA)
- Conduct competency and skills gap mapping
- Align training plans with business goals.
- *Subsidy: Up to 90% (10% co-payment).*
Phase 2: Culture & Strategy
3 months
3. Competency Consultancy
- Implement workplace learning practices.
- Focus: Strategy, Leadership, and Learning Environment.
- *Subsidy: Up to 90% (10% co-payment).*
Phase 3: Accreditation & Beyond
3 months
4. Workplace Learning Mark (Platinum)
- Final assessment for highest-tier certification.
- *Subsidy: Up to 90% (10% co-payment).*
5. MSEP Application
- Apply for Manpower-Skills Eligibility Program (optional quota benefits).
Career Conversion Programme (CCP)
Structured training paired with salary support, so people can move into growth roles while they learn on the job. Two tracks run under the same scheme — select the one that matches your situation.
About the programme
CCP for new hires, delivered through the Place-and-Train (PnT) pathway.
Place and Train
CCP offers structured training and wage support to reskill new hires into growth roles within your organisation. Salary support runs for up to six months, with on-the-job training beginning within 30 days of signing the CCP Agreement.
Who it’s for
Companies redesigning roles or building new manpower strategies as part of a wider transformation — and hiring into those roles from outside.
What it covers
Up to 90% of the new hire’s salary for up to six months, alongside a structured training plan built around the skills the role actually requires.
How we help
End-to-end support from role assessment through to claims filing.
Eligibility assessment
Identify which roles align with CCP’s job conversion pathways before any paperwork begins.
Training plan advisory
Support in mapping skills gaps and structuring a training plan that will hold up under review.
Application preparation
Drafting of documentation and handling of the CCP submission process on your behalf.
Execution support
Monitoring of training milestones and support with claims filing once the conversion is underway.
Eligibility criteria
Requirements apply to both the participating company and the individual being converted.
Company requirements
- Be registered or incorporated in Singapore
- Offer full-time employment, or contract terms of at least one (1) year
- Commit to the CCP training arrangements for selected candidates
- Commit to On-the-Job Training (OJT), starting within 30 days of CCP Agreement signing
- Provide a training plan for SFIC Institute’s review
Candidate requirements
- Be a Singapore Citizen or Permanent Resident
- Be at least 21 years old
- Have graduated or completed National Service at least 2 years ago
- Require a career conversion — the new role must be substantially different from previous roles
- Be able to commit to full-time employment
Exclusions
- Shareholders1 of the CCP participating company or its related entities2 (non-publicly listed companies only)
- Related3 to individuals in the CCP participating company who have the authority to make decisions4 in relation to the CCP application
- Immediate ex-staff of the CCP participating company or its related entities5
- Related3 to the owners6 of the CCP participating company (non-publicly listed companies only)
- Does not apply to shareholders who hold publicly traded shares in listed companies.
- Related entities are those from the same group of companies as the CCP participating company based on ACRA profile, or that share common shareholders with it.
- Related individuals refers to four groups: spouse or ex-spouse; children; parents or parents-in-law; and siblings.
- For example, an individual who is the brother of the CEO of the company would not be eligible for CCP.
- Defined as an individual whose immediate previous employment was with the CCP participating company or its related entities within the 6 months preceding the current employment or attachment. This prohibition does not apply to individuals under the Job Redesign Reskilling (JRR) and Redeployment modalities.
- For non-publicly listed companies, refers to individuals with shareholding per ACRA profile.
Process overview
The new hire pathway runs in two stages — company approval first, then candidate placement.
Register interest
The company registers its interest with the designated Programme Partner.
Eligibility assessment
The Programme Partner conducts a comprehensive eligibility assessment of the applicant company.
Eligibility confirmed
The Programme Partner formally confirms the company’s eligibility to participate in the CCP scheme.
Added to SWDA whitelist
The Programme Partner submits the approved company to the SWDA whitelist database.
Notification to post
The Programme Partner notifies the company to post a job vacancy on MyCareersFuture.
Job posted within 2 working days
The company publishes the job posting within 2 working days of receiving the Programme Partner’s notification.
Candidate accesses the CCP Portal
The prospective candidate retrieves the link to MyCareersFuture from the CCP Portal.
Reviews available positions
The candidate reviews all CCP-supported positions listed on MyCareersFuture.
Applies and interviews
The candidate submits a formal job application and participates in the structured interview process.
Offer extended
The company extends an offer of employment to the selected candidate.
Key considerations
What the Skills and Workforce Development Agency (SWDA) assesses when reviewing an application.
Growth skills requirement
A minimum of two (2) growth skills per candidate, with at least one job-role specific is required — ideally in areas such as Technology, AI or Sustainability.
Identifying eligible growth areas
The Sectoral Whitelist sets out which growth areas qualify. Use it to check your intended skills before the training plan is finalised.
Timeline and resources
Plan the submission around the review window — late applications carry real risk.
SFIC Institute requires around four weeks to review the application once all necessary information and documents have been submitted.
ImportantA CCP application submitted more than 2 months after the candidate’s start of employment can be rejected.
Company User Guide
The official SWDA guide walks through the CCP application process step by step, including FormSG and BGP portal submission.
Funding levels, salary support quantum and eligibility conditions are indicative and subject to assessment, prevailing scheme conditions and approval by the relevant agencies. Timelines assume timely provision of company information and supporting documents.
About the programme
CCP for Job Redesign and Reskilling (JRR), for employees already on your payroll.
Job Redesign & Reskilling
CCP offers structured training and wage support to reskill existing employees into growth roles within your organisation. Salary support runs for up to three months, with on-the-job training beginning within 30 days of signing the CCP Agreement.
Who it’s for
Companies redesigning roles or building new manpower strategies as part of a wider transformation — and moving existing staff into those redesigned roles.
What it covers
Up to 90% of the employee’s salary for up to three months, alongside a structured training plan tied to a growth role identified under the ITMs or JTMs.
How we help
End-to-end support from role assessment through to claims filing.
Eligibility assessment
Identify which roles align with CCP’s job conversion pathways before any paperwork begins.
Training plan advisory
Support in mapping skills gaps and structuring a training plan that will hold up under review.
Application preparation
Drafting of documentation and handling of the CCP submission process on your behalf.
Execution support
Monitoring of training milestones and support with claims filing once the conversion is underway.
Eligibility criteria
Requirements apply to both the participating company and the employee being converted.
Company requirements
- Be registered or incorporated in Singapore
- Offer full-time employment, or contract terms of at least one (1) year
- Commit to the CCP training arrangements for selected candidates
- Commit to On-the-Job Training (OJT), starting within 30 days of CCP Agreement signing
- Provide a training plan for SFIC Institute’s review
Employee requirements
- Be a Singapore Citizen or Permanent Resident
- Be at least 21 years old
- Have graduated or completed National Service at least 2 years ago
- Require a career conversion
- Have been employed in your company for more than 12 months
- Transition to a growth job role identified under the Industry Transformation Maps (ITMs) or Jobs Transformation Maps (JTMs)
- Be able to commit to full-time employment
Exclusions
- Shareholders1 of the CCP participating company or its related entities2 (non-publicly listed companies only)
- Related3 to individuals in the CCP participating company who have the authority to make decisions4 in relation to the CCP application
- Immediate ex-staff of the CCP participating company or its related entities5
- Related3 to the owners6 of the CCP participating company (non-publicly listed companies only)
- Does not apply to shareholders who hold publicly traded shares in listed companies.
- Related entities are those from the same group of companies as the CCP participating company based on ACRA profile, or that share common shareholders with it.
- Related individuals refers to four groups: spouse or ex-spouse; children; parents or parents-in-law; and siblings.
- For example, an individual who is the brother of the CEO of the company would not be eligible for CCP.
- Defined as an individual whose immediate previous employment was with the CCP participating company or its related entities within the 6 months preceding the current employment or attachment. This prohibition does not apply to individuals under the Job Redesign Reskilling (JRR) and Redeployment modalities.
- For non-publicly listed companies, refers to individuals with shareholding per ACRA profile.
Process overview
A single approval pathway — no job posting is required, since the employee is already with you.
Submit the application
The company submits a JRR / Redeployment CCP application to the designated Programme Partner.
Programme Partner evaluation
The Programme Partner conducts a formal evaluation of the submitted application.
Criteria confirmed
The Programme Partner determines that the CCP application meets all required criteria.
SWDA assessment
SWDA conducts a comprehensive assessment of the JRR / Redeployment CCP application.
Application approved
SWDA formally approves the CCP application.
Notification of outcome
The Programme Partner receives official notification of the approval decision.
Key considerations
What the Skills and Workforce Development Agency (SWDA) assesses when reviewing an application.
Transformation evidence
The company’s business transformation efforts, and how these have led to job redesign for existing employees.
Growth skills requirement
A minimum of three (3) growth skills per candidate, with at least two job-role specific — ideally in areas such as Technology, AI or Sustainability.
Eligible growth areas
The Sectoral Whitelist sets out which growth areas qualify. Check your intended skills against it before finalising the training plan.
Timeline and resources
Build the review window into your redeployment schedule.
SFIC Institute requires around six weeks to review the application once all necessary information and documents have been submitted.
Company User Guide
The official SWDA guide walks through the CCP application process step biy step, including FormSG and BGP portal submission.
Funding levels, salary support quantum and eligibility conditions are indicative and subject to assessment, prevailing scheme conditions and approval by the relevant agencies. Timelines assume timely provision of company information and supporting documents.
About the Programme
CCP offers structured training and wage support to reskill new hires into growth roles within your organisation. Up to 90% salary support, up to 6 months.
Who It’s For
Companies redesigning roles or creating new manpower strategies as part of transformation.
How We Help
- Eligibility Assessment: Identify roles aligned with CCP’s job conversion pathways.
- Training Plan Advisory: Support in drafting out skills gaps and structure training.
- Application Preparation: Draft documentation and handle the CCP submission process.
- Execution Support: Monitor training milestones and support claims filing.
WSG Career Conversion Programme (CCP): New Hire Process Overview
Stage 1: Company Applies for CCP (PnT)
Company Registers interest with Programme Partner
Programme Partner evaluates Company Eligibility
Programme Partner deems Company eligible for CCP
Programme Partner informs WSG to whitelist Company
Programme Partner informs Company to post job on MyCareerFutures
2 working days after receipt of Programme Partner's email
Company posts job on MyCareerFutures
Stage 2: Company Applies for CCP (PnT)
Individual browses CCP Portal and access link to MyCareersFuture
Individual browses CCP Supportable Jobs in MyCareersFuture
Individual submits job application and go for job interview
Company employs individual as new hire
Proceed to CCP application via SWDA FormSG and BGP portal
Eligibility Criteria
Companies must:
Be registered or incorporated in Singapore.
Offer full-time employment or contract terms of at least one (1) year.
Commit to the CCP training arrangements for selected candidates.
Commit to On-Job-Training (OJT), starting within 30 days of CCP Agreement signing.
Provide a training plan for SFICI’s review.
Applicants must:
Be a Singapore Citizen or Permanent Resident
Be at least 21 years old
Have graduated or completed National Service at least 2 years ago
Require a career conversion. New job role trained for under the CCP should be substantially different from previous job role(s)
Be able to commit to full-time employment
Minimum Qualifying Monthly Salary for RnF is $2,500 and PMET is $3,500
Applicants must not be:
- Shareholders¹ of the CCP participating company, or its related entities² (non-publicly listed companies only)
- Related³ to individuals in the CCP participating company who have the authority to make decisions⁴ in relation to the CCP application
- Immediate ex-staff of the CCP participating company or its related entities⁵
- Related² to the owners⁶ of the CCP participating company (non-publicly listed companies only)
1 This does not apply to shareholders who hold publicly traded shares in listed companies
2 Related entities are defined as those who come from the same group of companies as the CCP participating company based on ACRA profile or share common shareholders with the CCP participating company
3 Related individuals refer to these 4 groups:
- Spouse/ex-spouse
- Children
- Parents/parents-in-law
- Siblings
4 For example, an individual who is the brother of the CEO of the company would not be eligible for CCP.
5 Defined as an individual whose immediate previous employment was with the CCP participating company or its related entities within 6 months preceding the current employment or attachment
with the CCP participating company. This prohibition does not apply to individuals under the Job Redesign Reskilling (JRR) and Redeployment modalities.
6 For non-publicly listed companies, refers to individuals with shareholding per ACRA profile
About the Grant
CCP offers structured training and wage support to reskill existing hires into growth roles within your organisation. Up to 90% salary support, up to 3 months.
Who It’s For
Companies redesigning roles or creating new manpower strategies as part of transformation.
How We Help
- Eligibility Assessment: Identify roles aligned with CCP’s job conversion pathways.
- Training Plan Advisory: Support in drafting out skills gaps and structure training.
- Application Preparation: Draft documentation and handle the CCP submission process.
- Execution Support: Monitor training milestones and support claims filing.
Overseas Markets Immersion Programme
As the appointed multiplier for OMIP, SFIC Institute supports companies interested in overseas expansion by reskilling employees with little to no experience in the target market — allowing companies to invest in their people while building genuine global mobility.
A customised training plan, built with SBF
Participating companies work with the Singapore Business Federation (SBF) to create a tailored employee training plan. The plan runs for a minimum of six months and will consist of on-the-job training (OJT), optional classroom training, or both — depending on the company’s requirements.
At least six months based overseas
A minimum of six months must be based overseas in one identified country, on a relocation basis. This ensures the trainee gains real market exposure rather than short-term project travel.
Note: Disbursement of Claims will be on a 100% reimbursement basis after the approved training period.
Download the presentation slides, whitelisted job roles, FAQ & examples.
How the programme is structured
Two entry tracks feed into the same nine-month overseas on-the-job training pathway, producing global-ready talents.
New hires
Singapore Citizens or PRs with at least two years of working experience, hired into a new role, industry or market.
Existing employees
Singapore Citizens or PRs with at least one year of service with the company, entering a redesigned role.
Overseas on-the-job training
Minimum 6 months based overseas in one identified country, on a relocation basis.
Global-ready talents
Examples of job functions- Business development
- Sales & marketing
- Operations
- Project management
- Human resources
- Finance
- Information technology
PMETs = Professionals, Managers, Executives and Technicians, referring to SSOC Major Groups 1 to 3.
Salary support
Two stacked support components covering both salary and recurrent overseas living costs.
Capped at $5,000 per month, for up to 9 months.
At least 6 months must be based overseas in one identified country, on relocation.Capped at $3,000 per month, covering recurrent components such as accommodation, food and transport.
Items must be reflected in the trainee’s monthly payslip.Minimum salary for PMETs is S$4,000. Salary and overseas allowance may be paid by either the Singapore-based entity or its overseas-based entity with a direct business relationship — parent company, subsidiary, branch or joint venture where the Singapore-based company holds majority shareholding. Companies must submit an external audit report for OMIP claims where payments are made by overseas-based entities.
Company eligibility
Participating companies must meet all six of the following requirements.
Registered in Singapore
Registered or incorporated in Singapore.
Committed to programme administration
Committed to working with SWDA and SBF on the necessary administrative matters related to the programme.
Clear expansion plans with defined KPIs
A clear market expansion or business transformation plan with defined KPIs leading to business growth. The overseas posting must not be business-as-usual practice — such as part of required orientation or travel for a one-off project.
A sound training plan with a discernible gap
There must be a discernible gap in market knowledge or competencies — country regulatory practices, country operations, local stakeholder management, collaborations, technology adoption and similar — that the identified employee needs to be reskilled in.
Due diligence completed
The company has conducted its due diligence and ensured the overseas posting complies with the regulations of that country.
Full-time position at $4,000 minimum
Offer a full-time permanent or contract position of at least 12 months, with a minimum fixed monthly salary of $4,000.
Trainee eligibility
Candidates must fulfil the baseline criteria below, plus the additional requirements for their entry track.
Citizenship & age
Singapore Citizen or Permanent Resident, minimum 21 years old.
Not related to the participating company
Must not be a shareholder of the CCP company or its related companies, related to the owners of the CCP company, or an immediate ex-staff of the CCP company or related entities.
No concurrent funding
Must not be undergoing any programme concurrently for similar funding components, or receiving manpower funding for salaries from other government agencies for their operations.
Little or no prior experience
Should have little or no prior experience in the identified new role, industry and market. Training must not begin before the application is approved.
Mid-career individuals (new hires)
- CCP approval and OJT start date must fall within 6 months of the employment date.
- A minimum of 4 weeks is required for assessment and clarification upon submission of full information and documents.
- Applications submitted with less than 4 weeks for approval will be rejected.
Job redesign reskilling (existing employees)
- Employed by the company for at least 6 months at the time of application.
- A detailed career development plan outlining progression over 24 months, with quantifiable short-term KPIs to be achieved after training.
- Identified business-related short-term KPIs and outcomes post-training.
The application process
SBF requires approximately six weeks to review an application once all necessary information and documents have been submitted. Applications submitted less than six weeks from the posting date will be rejected.
Set up Corppass access
The Corppass Administrator grants the required e-service and BGP roles before anything is submitted.
Submit candidate details via WSG FormSG
Download the provided template, complete it, and upload the document in Excel format.
Invite candidates to submit their profile
The company’s Corppass holder logs in to trigger invitation links to each candidate. A step-by-step guide is available for this stage.
Trainee completes their section
Each trainee receives an email to complete their portion of the application form.
Company endorses & uploads documents
Company representatives log in to endorse the application and upload all required supporting documents.
Confirm submission
Applications can only be sighted and processed once the steps above are complete. Ensure candidates have submitted, then notify SBF that the company has acknowledged the applications.
Documents required
One shared company set, plus a track-specific set depending on whether the trainee is a new hire or an existing employee.
Company supporting documents
Latest ACRA Search or Instant Information, no more than 6 months old, including corporate shareholders where applicable.
Company and Trainee Endorsed Declaration Form. Download here
For new hires
Application form for new hires. Download here
Job description posted on a recruitment platform, or use the provided template. Download here
Endorsed employment contract of the trainee.
Trainee’s most updated CV, including start and end dates of last employment and designation.
For job redesign reskilling
Job Reskilling / Redesign (JRR) application form for existing employees. Download here
Endorsed employment contract or official letter of JRR for the trainee.
Submitting via BGP 2.0
Before submitting the CCP / OMIP application, confirm your Corppass Administrator has granted the following access.
Required Corppass access
- WSG FormSG e-Services
- ApplyGov e-Services
- BGP Prepare Role — up to application submission
- BGP Acceptor Role — to accept the Letter of Offer
- The company submits candidate details via WSG FormSG, downloading the provided template and uploading the completed document in Excel format.
- The trainee receives an email to complete their section of the application form.
- The company’s Corppass holder logs in to trigger invitation links to the respective candidates so they can submit their profile and details. Step-by-step guide
- Upon completion, company representatives log in to endorse the application and upload the required supporting documents.
Disbursement of claims is on a 100% reimbursement basis after the approved training period. Subsidy levels and timelines are indicative and subject to eligibility assessment, prevailing scheme conditions and approval by the relevant agencies. Processing timelines assume timely provision of company information and stakeholder availability.
Who It’s For
Businesses considering new market entry and looking for immersive exposure before committing long-term resources.
How We Help
- Eligibility Assessment: Identify if OMIP is the right fit for your stage of internationalisation.
- Immersion Design: Plan impactful immersion activities that align with your business goals.
- Application Preparation: Support with all OMIP documentation and logistical arrangements.
- Post-Trip Support: Help translate immersion insights into actionable strategies for market entry or partnership development.