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Fair and Progressive Employment Practices (TGFEP) and Fair Consideration…
Fair and Progressive Employment Practices (TGFEP) and Fair Consideration Framework (FCF)
1) Fair employment practices
5 principles
recruit on the basis of merit
treat fairly, with respect and implement progressive HR system
provide equal opportunities
reward fairly
abide by labour law and adopt TGFEP
will help to
openness and transparency in selection
job fit and retention
recruit the best candidate
effective hiring and placement
preserve reputation
2) Value of progressive hiring
holistic approach
hard skills
soft skills
future potential
note
multiple ways to holistic assessments. be open to them
skill based assessments to assess proficiency in doing the job
clear distinction between required, preferred, and taken into consideration
take advantage of government's supports and schemes
Workforce Singapore (WSG)
NTUC Employment and Employability Institute (e2i)
Singapore National Employers Federation (SNEF)
not to stereotype candidates based on criteria that are not relevant for the job
avoid pitfalls
overly generic job requirements
too early disqualifying candidate
focus on current/past experience w/o considering potential
job market
hard to fill vacancy
give consideration to candidate's potential to do the job
invest in training and development
mid-career switcher can leverage experience and bring value
3) Promote Singaporean core
Fair Consideration Framework
Advertising requirement
adhere to Tripartite Guidelines on Fair Employment Practices
show the hiring process is fair, open, merit based, non-discriminatory
job adv time line
usually open for 1 month
can be extended for another 2 months
exempted if (one of the following)
has 25 or fewer employees (w.e.f. 1 Jul 18, before that 10)
monthly salary $12K and above (w.e.f. 1 Jul 18, before was 15K)
job is to be filled by an intra-corporate transferee (WTO General Agreement on Trade in Services)
short term contingencies (less than 1 month)
no job vacancy
conversion from work pass to EP
EP renewal
overseas vendor's staff placement to service work contract
Employment Pass
application
indicate the job posting ID from Jobs Bank
same employing company on job adv and EP form
no of EP application can't be greater than no of vacancy
salary range. max salary can't be 1.5 - 2 times of min salary
Day 15 is the earliest EP submission (if no major change in job desc.)
latest EP application time using the job adv is 3 months after the job adv closes
Criteria
before hiring
must advertise on jobs bank (WSG)
fair hiring process (selection and interview)
run the adv for 14 days before EP application
extend another 14 day if changes in job desc are major
Hiring and developing
make a reasonable effort to attract and develop Singaporean based on merit
jobs are open to Singaporean
considered fairly for the job
to reach out to larger pool, working with
career centres
recruitment agencies
educational institutions
developing skills and expertise for higher level job
train and develop potential and career
4) Job advertisement without discrimination
outline
skills
knowledge
qualifications
experience
Provide the reason for the special requirement or any data collection
MOM and TAFEP will make reference to TGFEP when assessing complaints
area of cautions
Age
do not use as requirement
do not suggest preference
Race
not to state preference for a certain race
Language
justification is needed to reduce risk of
ambiguity
misunderstanding
Gender
Nationality
words or phrases that exclude Singaporeans or indicate preference for non-Singaporean should not be used
avoid specifying any nationality
Marital Status
Religion
unacceptable unless part of the job is performing religious function
Elements of good Adv
clear job title
highlight the attractive features of the job
clear and concise
state relevant requirements
skills
knowledge
experience
qualifications
info about the job and company
non-discriminatory language
explain if needed
6) consequences
work pass privileges curtailed
further disciplinary action
demerit points
license suspension/revocation
5) what to do when discriminatory job ad posted?
email from MOM to
follow up with TAFEP on remedial actions to prevent re-occurrence
familiarize with TGFEP
post public apology
give explanation
remove ads (within next day)
your role
advise to phrase ads
support Fair Employment
uphold TGFEP