Are you looking for ways to strategically address skill gaps and unlock diverse talent pools in today's dynamic business landscape? Career Conversion Programmes (CCPs) can be your answer! Explore our comprehensive guide as we equip you with insights to navigate CCPs effectively, from eligibility criteria to funding support and application information. With our guidance, you can harness CCPs to drive talent acquisition, retention, and organisational growth!
The Career Conversion Programme, facilitated by Workforce Singapore (WSG), is a dynamic initiative designed to facilitate the transition of mid-career individuals into new sectors or occupations. It aims to equip individuals with the necessary skills and knowledge to embark on new career pathways, thereby fostering a resilient and adaptable workforce.
CCPs offers 3 modes tailored to meet the diverse needs and preferences of mid-career individuals seeking career transitions:
By enrolling existing employees in CCP, companies can access salary support of up to 90%* for 3-6 months, providing several advantages:
Employers can also leverage the Career Conversion Programme (CCP) to expand their talent pipeline beyond job-ready candidates, effectively meeting their manpower needs.
*Terms and conditions apply
Here are the general eligibility criteria for your employees to apply for CCP:
Additionally, other course-specific entry criteria and employer-specific shortlisting processes may apply for different CCPs.
CCP applicants should also not be:
For Place-and-Train / Redeployment / Job Redesign (JR) Reskilling:
The participating company must fulfil the following criteria:
Attach-and-Train:
Hosting employers will need to meet the following criteria:
Yes! SMEs are eligible to apply for the Career Conversion Programme as long as they meet the above criteria.
Career Conversion Programme (CCP) are typically administered by Programme Partners, often industry partners collaborating with companies on CCP initiatives.
If you're interested, you can explore the CCPs currently available. Once you've identified CCPs suitable for your company, you can register your interest by completing this form. The respective Programme Partner will then follow up on your submission.
For applications involving redeployment/JR Reskilling CCPs, companies need to provide details of their business transformation plan for evaluation by the appointed Programme Partners
As announced in MOM’s Committee of Supply 2024, MOM will increase CCP salary support caps and expand eligibility of existing employees who qualify for reskilling into growth jobs.
For mature or long-term unemployed workers eligible for up to 90% salary support, the cap will rise from $6,000 to $7,500 per month. Likewise, other CCP participants eligible for up to 70% salary support will see the cap increase from $4,000 to $5,000 per month. With these adjustments, employers can now receive up to $45,000 of salary support for each trainee over a standard six-month programme. Further details on funding rate changes can be found in this MOM site (Annexe A).
Previously, CCP reskilling support for existing employees was limited to those in at-risk or vulnerable roles. However, we will now support the reskilling of any existing employee transitioning into growth roles identified under the Industry Transformation Maps (ITMs) or Jobs Transformation Maps (JTMs).
In an effort to help employers prepare their workforce for career transitions, the government introduced Structured Career Planning (SCP) workshops for employers and HR personnel. Initially targeting sectors like Financial Services, Infocomm and Media, Retail, and Precision Engineering, these workshops aim to facilitate meaningful one-to-one career conversations between employers/HR and employees embarking on CCP. Through SCP workshops, line managers and HR professionals will gain the necessary skills to assist workers in crafting comprehensive career development plans.
Funding support for Place-and-Train and JR-Reskilling CCPs initiatives is primarily facilitated by Workforce Singapore (WSG). Under these programmes, WSG provides financial assistance to employers to help cover the costs associated with training and reskilling their employees. The funding support will be provided to employers, and employers will co-fund the remaining salary.
From 1 April 2024
Table 1: Funding Rates for Place-and-Train / JR-Reskilling CCPs
WSG’s Funding to Employers | Standard Rate (SCs/PRs below age of 40) | Enhanced Rate |
Salary Support* | Up to 70% of Monthly Salary for CCP training duration (capped at $5,000 per month) | Up to 90% of Monthly Salary for CCP training duration(capped at $7,500 per month) For Long-term Unemployed SC/PR traineesorMature SC/PR trainees |
Note: For selected CCPs where facilitated/structured training is required for individuals to undergo career conversion, course fee subsidy of 70% will be provided. Where applicable, employers can receive a 20% course fee subsidy top-up from SSG’s SkillsFuture Mid-Career Enhanced Subsidy for mature SCs, or a 20% course fee subsidy top-up from SSG’s Enhanced Training Support for SMEs for SME-sponsored SC/PR employees.
Under this CCP mode, trainees will receive funding support from WSG, with hosting employers contributing a minimum of 10% of the prevailing salary as co-funding.
From 1 April 2024
Table 4: Funding Rates for Attach-and-Train CCPs
WSG’s Funding to Trainees | Standard Rate (SCs below age of 40/ PRs) | Enhanced Rate (SCs aged 40 and above) |
Training Allowance* | WSG’s funding for AnT training durationBetween 50 - 70% of Prevailing Salary(capped at $5,000 per month) Co-funding by hosting employerAt least an additional 10% of Prevailing Salary# |
* For selected CCPs where facilitated/structured training is required for individuals to undergo career conversion, course fee subsidy of 70% will be provided. Where applicable, employers can receive a 20% course fee subsidy top-up from SSG’s SkillsFuture Mid-Career Enhanced Subsidy for mature SCs.
#Based on jobs the trainee is being prepared for, to be determined by WSG for each Attach-and-Train CCP
By investing in your employees, you can make sure they know about the latest changes and trends in the industry. This will help your company's bottom line in the long run.
While Excel or Google Sheets can be used to manage employee training, there are some drawbacks to doing so:
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