Rather, it is to enable the entry of high-quality global talent in a more transparent and flexible way to complement the local workforce in Singapore. The enhanced framework has three key features that facilitate bringing in of talent that businesses need. First, the framework is based on a transparent points-based system. It clearly lists out the criteria that will be assessed for each application. Second, the system is more flexible. If an application for an employment pass falls short in certain criteria, the shortfall can be offset by scoring well in other criteria. Third, the framework facilitates applications where there is a skills shortage locally for specific job roles. A list of job roles where there is local shortage, will be developed for each sector. We want this list to reflect the needs of our financial institutions. MAS will be seeking the industry’s inputs in the next 1 to 2 months, to identify job roles where there is a shortage. The framework has been designed such that most existing employment pass holders will have no problem meeting its requirements. Of course, some financial institutions may need to adjust their workforce profiles, as they transition to the new framework. But they will have ample time to make these adjustments – at least 15 months for new employment pass applications and 27 months for renewals. MAS will work closely with financial firms to ensure they have access to the talent they need to grow and that is in short supply locally.
The programme has provided 20 students with the opportunity to gain exposure to tech roles in finance that leads to potential employment with the bank. The 12-month programme – double the duration of typical internships – ties in students’ work projects with their final year core curriculum, making their learning more applied and practical. These examples show that with the right support and programmes, polytechnic graduates who are willing to put in their best can succeed in the financial sector. We need more financial institutions to do what JP Morgan, OCBC, and some others are doing. And we need to scale up these efforts. MAS is working with the industry to develop meaningful programmes and support mechanisms to facilitate the hiring of polytechnic graduates by financial institutions. The second group that we’re looking at is mid-career professionals from other sectors who are keen to pivot to the financial sector. This is already happening organically. Take for example Zainon Yussof, who started her career as a customer service officer in the healthcare sector. Last year, she took up a traineeship opportunity offered by BlackRock, a global asset management firm. Zainon learnt to help people plan their financial future and also picked up valuable tech programming skills. Her background in customer service enabled her to address client queries effectively and collaborate with stakeholders to find solutions to problems. This landed her a permanent role, as an analyst with BlackRock’s Aladdin Technology Team. Another example is Edris Boey. Edris started her career as a financial auditor at KPMG.