Contents
Executive Summary
i
CHAPTER 1
Our National Service Journey
pg 1
CHAPTER 2
Conversations on NS
pg 21
CHAPTER 3
More Opportunities to Contribute
pg 31
CHAPTER 4
Support and Recognition
pg 51
CHAPTER 5
Enhancing NS Management
pg 67
CHAPTER 6
Looking Ahead
pg 77
Executive Summary
i
Executive Summary
National Service (NS) provides the security and stability essential for Singapore’s progress
and prosperity. Introduced in 1967, NS is now deeply entrenched as a national institution.
Generations of Singaporean men remember the defining moments, experiences
and friendships forged during NS. Our national servicemen have served with pride
and commitment. They have made invaluable contributions toward a safe and secure
Singapore, our home.
Our servicemen and Regulars are at the heart of the Singapore Armed Forces (SAF),
Singapore Police Force (SPF) and Singapore Civil Defence Force (SCDF). Since
independence, NS has evolved to keep pace with the changes in our society and our
threat environment. This is necessary if NS is to remain relevant.
Against this backdrop, the Committee to Strengthen National Service (CSNS) was set
up in March 2013 to examine how the NS system can be strengthened for the future, to
better serve Singapore and Singaporeans.
The CSNS Steering Committee, chaired by Minister for Defence Dr Ng Eng Hen, was
supported by two Working Groups (WGs). The WG on “Support for NS”, chaired by
Second Minister for Defence Mr Chan Chun Sing, examined how we can better motivate
our servicemen and maximise their contributions. The WG also studied measures to
strengthen support for NS among the community. The WG on “Recognition and Benefits
for NS”, chaired by Minister of State for Defence Dr Mohamad Maliki Bin Osman,
examined how we can better recognise and show appreciation for the contributions of
our servicemen.
The CSNS engaged more than 40,000 people from all walks of life through extensive
conversations on NS. Many gave valuable feedback and useful suggestions. The
consultation efforts gave us a deeper understanding of how NS is perceived by different
stakeholders. The CSNS carefully examined the feedback and suggestions, and made
recommendations in six broad areas.
A Strong NS Training System
The CSNS recommends strengthening the NS training system with an additional 1,100
SAF Regulars and 230 SPF and SCDF Regulars, to improve training and inculcate values
more effectively. These Regulars will be well-versed in the latest training methods and
technology. They can also better emphasise and enforce training safety. As role models,
they will provide our full-time national servicemen (NSFs) with a better appreciation of
why they train and what they are defending.
More Opportunities for National
Servicemen to Contribute
The CSNS proposes that servicemen be deployed more flexibly, in a manner that takes
into account their skills and preferences, where possible. The percentage of officers
and specialists in the SAF, SPF and SCDF should be increased from 30% to 40%. This
reflects the need for more leaders in the 3rd Generation SAF as well as the increasing
abilities of young Singaporeans to contribute to our defence capabilities. Servicemen
who serve in non-combat vocations, such as administrative support assistants and
transport operators, should be given a wider range of options to take on operational,
instructional and leadership roles. NSFs who are interested in deepening their military
expertise and pursuing a military career can become Regulars on short contracts after
the completion of their full-time NS. In addition, scholarships can be awarded to NSFs
with the aptitude and a strong interest in science and engineering. Operationally Ready
National Servicemen (NSmen) with relevant civilian expertise can contribute to national
defence and security in their areas of expertise.
The Ministry of Defence (MINDEF) and Ministry of Home Affairs (MHA) should continue
to enhance the value proposition of NS. Soldiering competencies should be accredited
to reflect the leadership, technical and specialist skills acquired during NS. The Certificate
of Service should be enhanced to emphasise these competencies. This will provide
employers with useful information about prospective employees and highlight the value
that NS brings to the workforce.
The SAF Volunteer Corps
The CSNS proposes the establishment of the SAF Volunteer Corps (SAFVC). This will
enable women, first generation Permanent Residents and new citizens to contribute to
national defence and strengthen support for NS. The volunteers will undergo a four-week
course to gain basic military skills and values. They will be orientated to their operational
and professional roles in the SAFVC.
Recognition and Benefits for
National Servicemen
The CSNS proposes to revamp the National Service Recognition Award (NSRA) into
the NS HOME (HOusing, Medical and Education) Awards. The NS HOME Awards
will support servicemen in the areas of housing, healthcare and education. They will be
disbursed at each of these three milestones during their NS journey: (i) the completion
of full-time NS; (ii) the midpoint of the Operationally Ready NS (ORNS) training cycle; and
(iii) the completion of the ORNS training cycle. The first milestone award will be disbursed
into the Post-Secondary Education Account for studies in educational institutions, just like
the NSRA. An additional amount will be disbursed into the Central Provident Fund (CPF)
Medisave Account to help meet the healthcare needs of our servicemen.
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Executive Summary
iii
The second and third milestone awards will be disbursed into the CPF Ordinary Account to
provide more flexibility to use these awards for housing and education, with an additional
amount disbursed into the Medisave Account for healthcare. MINDEF and MHA should
also provide life and personal accident insurance coverage for our servicemen, to cover
incidents during full-time NS and the period of their ORNS call-ups.
After completing full-time NS, NSFs currently wait up to eight months to enter local
tertiary institutions. The CSNS recommends that MINDEF and MHA consider ways to
facilitate the NSFs’ onward transition to studies and work. This can include working
with the local tertiary institutions to explore ways to reduce the transition time after
full-time NS.
Expanding Community Support for NS
To increase convenience for NSmen, the MINDEF Notification Centre and Home Team
Overseas Notification Centre requirements should be reviewed, such that notification
is needed only for overseas trips of more than 14 days.
Families, employers, and the broader community play vital roles in supporting our
servicemen. The CSNS recommends that more be done to recognise the families of
servicemen. For instance, the Family Recognition Voucher scheme should be extended
to a larger number of servicemen who perform well during In-Camp Training (ICT). More
SAFRA and HomeTeamNS facilities should also be provided for NSmen to bond with
their families and their NS buddies.
To strengthen employer support, the CSNS proposes that the awards given to employers
and co-workers supportive of NS could be enhanced to provide higher levels of recognition.
For instance, an “NS Mark” could be introduced to recognise companies with pro-NS
policies and human resource practices. This award could be a factor for consideration
when companies bid for MINDEF/SAF and Home Team contracts. Community recognition
should be improved, through support for community-led initiatives that recognise
servicemen and raise public awareness of NS.
To reach out more effectively to different NS stakeholders and increase their support for
NS, the CSNS proposes that the Advisory Council for Community Relations in Defence
be restructured to comprise (i) an Employer and Business Council; (ii) an Educational
Institutions Council; and (iii) a Family and Community Council. National Education efforts
should be strengthened through the SAF Veterans’ League and Home Team veterans,
whose members can help impart core national values to the younger generation and
boost community support for defence and security.
A Positive NS Experience: Easing
Administrative Restrictions
The SAF, SPF and SCDF must be good stewards of the time that our servicemen commit
to serve Singapore. Currently, 45% of pre-enlistees are enlisted within four months
after their post-secondary studies. The other pre-enlistees are typically enlisted within
eight months. The CSNS proposes that the wait time for enlistment be reduced. Under
the revised enlistment system, 90% of pre-enlistees should be enlisted within four
months after their post-secondary studies, while the remaining pre-enlistees should
be enlisted within six months. The earlier enlistment will enable about 60% of NSFs to
start work earlier after completion of full-time NS, and polytechnic students need not be
disrupted for local university studies in August.
The CSNS proposes that MINDEF and MHA partner servicemen in their efforts to
keep fit. This includes giving NSmen more time and flexibility to meet their Individual
Physical Proficiency Test (IPPT), IPPT Preparatory Training (IPT), and Remedial Training
(RT) requirements. The IPPT/IPT window should be extended. This will give NSmen
more time to train and pass their IPPT, or improve their fitness through IPT. For
those who do not pass the IPPT, the RT window should also be extended. NSmen
who put in the extra effort to keep fit and do well in their IPPT should be recognised
through increased incentive awards. MINDEF and MHA should also work closely
with schools and educational institutions to help pre-enlistees build up their fitness
prior to full-time NS.
To help NSmen keep pace with their ORNS training cycle, the CSNS proposes to
implement make-up training for High-Key ICTs within the same work year. In addition,
NSmen should be allowed to use electronic devices such as tablets and laptops in
non-sensitive areas within camps, such as accommodation blocks and cookhouses,
so that NSmen can stay in touch with their family and work during ICT.
The CSNS recommends the establishment of NS Relations Offices in the SAF, SPF and
SCDF, to deepen engagement and communication with our servicemen. NSmen will be
able to approach their NS Relations Officer who can provide dedicated assistance on
their NS-related queries. The CSNS also recommends that MINDEF and MHA harness
technology to improve NS-related touch points such as the NS Portal, to make NS
administration more efficient and user friendly.
Having progressed so far together as a nation, we have more to defend today. To safeguard
our home and our way of life, it is crucial that our future generations continue to believe in
the value and purpose of NS. The recommendations made by the CSNS aim to strengthen
NS and secure a better future for Singapore.
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Our National Service Journey
1
2
CHAPTER 1:
Our National Service Journey
What Will You
Defend?
“I will defend my nation because I love my family. I do not
want to let them down. I understand how much my fellow
Singaporeans cherish their loved ones. That strengthens
my determination to protect our nation.”
“Singapore’s independence.”
– P r o f e s s o r To m m y K o h , A m b a s s a d o r - a t - L a r g e
“Our community.”
– M u t h h u k u m a r P a l a n i y a p a n , T O D AY V o i c e s
– S Lakshmanan, Businessman and
C o m m u n i t y Vo l u n t e e r
“My dreams.”
– Ta u f i k B a t i s a h , S i n g e r / S o n g w r i t e r
As a young nation, Singapore has overcome
many challenges to achieve the stability and
prosperity we enjoy today.
We are a small city state, heavily reliant on
our connectivity to the rest of the world. As
an open economy, we are subject to global
financial volatility and trade fluctuations. Our
experience of nation building has shown that
we cannot leave the survival of Singapore to
chance, or count on the generosity of others.
If Singapore does not defend itself, no one
will. Singaporeans alone are responsible for
the survival and continued prosperity of the
island we call home.
“Peace does not come for free. We need everyone
to see the significance of NS in preserving what
we have.” – 1 S G ( N S ) L o K e m S h e o n g , N S m a n o f t h e Ye a r 2 0 1 3
Our National Service Journey
3
Father to Son – NS through the Generations
When LTA(NS) Shamsul Bin Haron went to
Pulau Tekong for his Basic Military Training
(BMT) in October 2008, his father, Haron
bin Ghani, advised him to “take training
seriously and listen to your instructors.
When things get difficult, just tahan (endure)
and always aim to be the best.”
… The strength of a nation cannot
be measured by its material resources alone.
NS: 1977
Both in actual size and actual numbers of population,
we may be the smallest nation in Asia.
But the quality of our people should be second to
none. However, quality alone without the training and
discipline which are relevant would have no significance
for our future well-being in Singapore.
Therefore, it is imperative that we must develop our
human resources and ensure that we have a generation
of young people who can meet this challenge.
We are one nation, one people, and our Armed Forces
are here to defend and serve our people, the citizens
of Singapore.
– Code of Conduct for
the Singapore Armed Forces,
First Edition 1967
NS: 2008
With this advice in mind, Shamsul
excelled in BMT, and went on to Officer
Cadet School (OCS). He was subsequently
posted back to the Basic Military Training
Centre as an instructor.
Shamsul and his father.
Besides giving time-tested advice, Mr Haron, who enlisted in 1977 in 4 SIR (4th Battalion,
Singapore Infantry Regiment) as a rifleman, would always share his NS experiences
with his son. Mr Haron never tires of telling the story of his training in jungles overseas.
“After crossing a river, which was brownish-yellow in colour, we opened up the Maggi
Mee in our field packs, only to find that it was soggy from the river water. But we ate it
anyway… We also did a topo(graphical) exercise in the dense jungle. The maps we were
given showed very little detail, and we took two full days to reach our objective. Those
were really hard times that we will remember for life.”
While the conditions in NS were much better compared to what his father went
through, Shamsul still found the training tough. For instance, during the Individual
Field Craft training, his section did leopard crawls until they suffered abrasions and
cuts on their hands and knees. Before the wounds could heal, the section had to go
through field camp and did more leopard crawls in the rain.
When his commanders saw Shamsul having difficulty doing the leopard crawls,
they scolded him for not reporting his injuries and ordered Shamsul to see a medic.
Shamsul recounted that “at that moment, I learnt something. Even as your instructor
puts you through tough training, he always has your welfare at heart.”
For Mr Haron, it was gratifying to see his son come out of NS the better for it. “I’m
so proud that he became an officer. I told him to always remember that you might
not know the struggles your men are going through, so never push them to the
brink, and always take care of them.” Shamsul also noticed a change in himself: “NS
woke me up. I decided that if I carried a poor attitude during NS, it wouldn’t benefit
me in future. I might as well take the opportunity to learn to lead. I thus learnt to be
disciplined and responsible.”
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Our National Service Journey
4
Building
Our
National
Defence
1854
1963
1967
1974
1981
1986
1991
2003
2007
The Singapore Volunteer Rifle Corps was
formed to supplement the local constabulary
to ensure law and order.
Indonesia opposed the formation of the
Federation of Malaysia, which included
Singapore. This triggered Konfrontasi, which
ended in 1966. During Konfrontasi, the 1st
and 2nd Singapore Infantry Regiments, the
Singapore Volunteer Corps and the Vigilante
Corps were deployed to combat saboteurs
and ensure homeland defence.
Full-time NS was introduced. The NS
(Amendment) Act was passed in Parliament
in March. The first batch of 9,000 NS-eligible
Singaporeans registered for NS in April. At the
same time, part-time NS was introduced for
the Special Constabulary and Vigilante Corps
in the Singapore Police Force (SPF).
In January 1974, a group of foreign terrorists
hijacked the ferryboat Laju at the Bukom
jetty and held five crew members as hostages.
The Laju Incident demonstrated the need
to have a sufficient reserve of trained Police
officers who could supplement the regulars
during a security crisis.
The Civil Defence Command was formed
under the SPF. The first batch of Civil Defence
Full-time National Servicemen was enlisted
into the Civil Defence Command in October.
The Hotel New World collapse highlighted
the need for a strong civil defence force
to tackle public safety incidents effectively
and efficiently. This incident later led to the
transfer of SAF and SPF NSmen to augment
the SCDF.
A group of foreign terrorists hijacked SQ117,
a Singapore Airlines plane. Before any
hostages could be hurt, SAF commandos
stormed the plane, killing the hijackers
and freeing all hostages.
The SAF played a major role in combating
the SARS outbreak by contributing to
detection, contact tracing and quarantine
management efforts.
From 2007 to 2013, the SAF contributed to
the international community’s reconstruction
efforts to restore stability in Afghanistan.
Under the ambit of Operation Blue Ridge,
a total of 492 soldiers with a wide range of
capabilities were deployed to Afghanistan.
Photo credit: Ministry of Defence.
Photo credit: © Singapore Press Holdings Limited. Reproduced with permission.
Photo credit: Ministry of Defence.
Photo credit: © Singapore Press Holdings Limited. Reproduced with permission.
Photo credit: Ministry of Home Affairs.
Photo credit: Ministry of Defence.
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Photo credit: © Singapore Press Holdings Limited. Reproduced with permission.
1942
1965
1969
1975
1983
1990
1994
2004
2013
The British surrendered to the Japanese, and
Singapore was occupied by the Japanese for
three years and seven months. During the
occupation, Force 136 comprising individuals
such as Lim Bo Seng and Tan Chong Tee were
involved in resistance activities.
Singapore gained independence.
The Ministry of the Interior and
Defence took charge of internal
security and national defence, which
were safeguarded in the beginning
by the police, a small corps of militia
volunteers, and the 1st and 2nd Battalions
of the Singapore Infantry Regiment.
Our National Day Parade featured AMX-13
tanks for the first time.
Full-time NS was extended to the SPF
to supplement the regular forces.
The Singapore Armed Forces (SAF),
Singapore Civil Defence Force (SCDF) and
SPF were activated in the all-night rescue
operation during the Cable Car Incident,
where a ship struck the cable over the
waterway between Singapore and Sentosa.
The Committee to Recognise the Contribution
of Reservists to Total Defence (RECORD)
was formed.
The Police NS Key Installations Unit was
formed. National servicemen from the
SPF and SAF were mobilised to protect
Singapore’s key installations.
The SAF embarked on a 3rd Generation
(3G) transformation to meet new security
challenges effectively.
The Committee to Strengthen National Service
was formed.
Photo credit: © IWM.
Photo credit: Ministry of Information and the Arts Collection, Courtesy of National Archives of Singapore.
Photo credit: Ministry of Information and the Arts Collection, Courtesy of National Archives of Singapore.
Photo credit: Ministry of Home Affairs.
Photo credit: © Singapore Press Holdings Limited. Reproduced with permission.
Our National Service Journey
9
National Service: The Cornerstone of Singapore’s
Defence and Security
NS: Evolving with Singapore
NS has been the cornerstone of our nation’s defence and security since independence.
Our national servicemen form the backbone of the Singapore Armed Forces (SAF),
Singapore Police Force (SPF) and Singapore Civil Defence Force (SCDF) that keep
Singapore safe and secure.
To date, more than 900,000 male Singaporeans have served NS and journeyed through
this rite of passage. For many, this defining experience bonds servicemen from different
backgrounds and across generations.
The need for NS became clear when Singapore gained independence in 1965. It would
not have been possible to raise a regular force of a sufficient size to protect this island
state given our small population. On 21 February 1967, then Prime Minister Mr Lee
Kuan Yew announced the introduction of full-time NS. Conscription began with 900
of 9,000 eligible conscripts enlisting for full-time NS, while the rest served part-time in
the People’s Defence Force, the Vigilante Corps and the Special Constabulary. Full-time
NS was extended to the SPF and SCDF in 1975 and 1981 respectively.
DID YOU KNOW?
Prior to the announcement on NS, then Minister for
Defence, Dr Goh Keng Swee announced on
29 November 1966 that, with effect from
1 January 1967, all new government and statutory
board employees would have to undergo NS training.
This was done so that the government would set
the example in supporting NS.
Enlistees taking the Oath of Allegiance.
Recruits having their hair cut.
Recruits celebrating at their Basic Military Training Passing Out Parade.
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Our National Service Journey
11
When NS was introduced, officers served three years and other ranks served two
years, followed by ten years of reserve service. In 1971, the length of service was
changed to two-and-a-half years for servicemen holding the rank of corporal and
above. In 1983, the reservist training cycle was extended from 10 to 13 years, to
meet operational needs.
The roles of national servicemen have changed over time. Our first few batches of
enlistees were trained in infantry battalions. Enlistees also started joining the Republic
of Singapore Navy (RSN) and Republic of Singapore Air Force (RSAF) in 1969 and 1970
respectively. In 1975, the first intake of full-time Police National Servicemen was enlisted
and deployed for peacetime and emergency functions, such as crime prevention patrols
and protection of key installations, and preparation and training for national emergencies
and disasters. The SCDF enlisted its first intake of NSFs in 1981 to provide emergency
services to the nation during peacetime and crises.
In 2005, arising from improvements in training and technology, the duration of full-time
NS was reduced from two-and-a-half years to two years. The Operationally Ready
National Service (ORNS) duration was shortened to ten years in 2006. (ORNS replaced
the term “reservist” in 1994 to better signify the operational roles and readiness of
our main fighting force.)
Since then, our servicemen’s roles have expanded. They are now trained for a wide
spectrum of operations. In the SAF, our servicemen are trained to fight within units that
have to operate in a decentralised manner and in urban terrain. They are also technologically
savvy, and able to operate sophisticated equipment. This will enable the SAF to achieve
mission success decisively and efficiently.
For over 47 years, NS has evolved into a national institution that is well accepted and a
part of our way of life.
Beyond protecting Singapore from armed conflicts, our
servicemen are now involved in countering terrorism,
dealing with the aftermath of natural disasters and
tackling health epidemics. For instance, our NSFs
and NSmen from the SAF and the Home Team aided
relief efforts in Indonesia and Thailand in the wake of
the Boxing Day tsunami of 2004, working shoulder to
shoulder with our regular forces. Our SCDF NSmen
have participated in a total of nine relief missions in
the Asia-Pacific region, as part of Operation Lionheart.
Back home, our SAF NSFs contributed to detection,
contact tracing and quarantine management efforts
during the SARS crisis in 2003. SAF medics were
also deployed at Changi Airport to augment efforts to
screen air travellers.
The changing roles of our servicemen reflect the need
for NS to evolve and keep pace with the changes in
our society as well as our threat environment. This
is necessary if NS is to remain relevant.
An SAF exercise.
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Our National Service Journey
13
NS, as the bedrock of our fighting force and national security, remains critical for Singapore’s
continued survival and success. A strong defence underpins the peace and prosperity we
enjoy, by safeguarding Singapore’s independence and sovereignty, as well as providing us
with the political space and freedom to act in Singaporeans’ best interests.
Against this backdrop, the Committee to Strengthen National Service (CSNS) was set up in
March 2013 to examine how the NS system can be strengthened for the future, to better
serve Singapore and Singaporeans.
The turbulence and instability in our regional security environment in recent years
underscore the continued importance of defence for this generation. Countries have
become increasingly assertive over the maritime and territorial disputes in the East and
South China Seas. Tensions in Northeast Asia in particular have risen, as overlapping
claims intersect with historical animosities, domestic nationalism and changing power
dynamics. We also have to contend with non-traditional threats such as terrorism, piracy,
natural disasters and health epidemics. These unpredictable threats are complex, with
no easy solutions.
Dr Ng Eng Hen chairing a CSNS Steering Committee meeting at the Home Team Academy.
The CSNS Steering Committee
The CSNS comprises a Steering Committee supported by two Working Groups (WGs).
The Steering Committee, chaired by Minister for Defence Dr Ng Eng Hen,
has 20 members from diverse backgrounds and experiences, including
Members of Parliament, NSmen, women and employers.
Servicemen during training.
Having come so far together as a nation, we have more to defend today. To safeguard
our home and our way of life, we must build on the strong foundation established by our
pioneers, and strengthen NS to protect what we love and cherish. It is crucial that our future
generations continue to believe in the value and purpose of NS, and firmly support this
national institution.
“Support for NS”
Working Group
“Recognition and Benefits for NS”
The WG on “Support for NS” chaired by Second
Minister for Defence Mr Chan Chun Sing,
examined how we can better motivate our
servicemen and maximise their contributions.
The WG also studied measures to strengthen
support for NS among the community.
The WG on “Recognition and Benefits for NS”
chaired by Minister of State for Defence
Dr Mohamad Maliki Bin Osman, examined how
we can better recognise and show appreciation
for the contributions of our servicemen.
Working Group
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Our National Service Journey
15
16
Terms of Reference
A strong defence and security force is necessary to safeguard our sovereignty and way
of life. To strengthen NS as the critical institution for Singapore’s continued survival and
success, the CSNS will recommend measures to further:
Motivate national
servicemen to give their
fullest in performing
their duties.
CSNS members interacting with NSFs over lunch.
Help national servicemen
balance their duties with
family, career and
personal commitments.
The CSNS engaged Singaporeans extensively through conversations on NS, to draw
out the collective aspirations of our servicemen and understand what NS means
to Singaporeans. Public engagement began in May 2013, and involved over 40,000
participants. The participants included NSmen, NSFs, Regulars, parents, women,
employers, grassroots volunteers, students and other members of the public.
They took part in focus group discussions (FGDs), a Town Hall Session, a webchat,
dialogue sessions in NS units, and also provided feedback through emails, letters,
and our website.
The CSNS commissioned the Institute of Policy Studies (IPS) to conduct an independent
survey on the prevailing attitudes towards NS. In addition, we studied various conscript
systems, and visited Finland and Switzerland to better understand their systems and
how they sustain public support.
Strengthen support for NS
from families, employers,
schools, Permanent
Residents, new citizens and
the broader community.
DID YOU KNOW?
Chatham House Rules were adopted
during the FGDs to encourage candid
sharing. Under the Chatham House Rules,
perspectives and feedback gathered
during the FGDs can be used, but without
being attributed to individuals.
All unattributed quotes in this report
were from FGD participants.
Promote recognition
and appreciation of
the contributions of
national servicemen.
Dr Ng Eng Hen interacting with FGD participants.
Our National Service Journey
17
18
A Strong Belief in the Need for NS
IPS Survey Findings
Survival and Success
98% feel that NS is crucial for national
defence and security, which allows
Singapore to develop and prosper.
National Defence
96% believe that NS plays an
important role in national defence.
Discipline and Values
97% feel that NS instils discipline
and values among the young.
Personal Growth
95% view NS as a rite of passage,
transforming boys to men.
Opportunities
94% acknowledge that NS provides
opportunities to learn something useful.
97% feel that more can be done to
match servicemen’s personal skills
and abilities to NS vocations.
The IPS survey findings indicated a healthy level of support for NS. Singaporeans affirmed
that NS is a vital institution for securing the peace and prosperity of our homeland. Most
also believe that NS reinforces our Singaporean identity and feel that the values and skills
our young men gain from NS training are valuable for character building.
Respondents to the IPS survey said that more should be done to increase the broader
community’s involvement in NS. Many also supported offering women, new citizens
and first generation Permanent Residents (PRs) the opportunity to volunteer for
national defence.
95% agree that families are
supportive of NS commitments.
42% feel that employers prefer
National Day Parade 2013.
From July to September 2013, the IPS conducted face-to-face interviews with more
than 1,200 Singaporeans from all walks of life to better understand their perceptions
and attitudes towards NS and the defence of our nation.
Community Support
to hire people without
NS commitments.
Contributing as Volunteers
81% support women being allowed
to contribute to defence as volunteers.
78% feel that first generation PRs
and new citizens should be allowed
to contribute to defence as volunteers.
Recognising Our Servicemen
94% believe that servicemen’s
contributions during NS are valued.
98% feel that there should be
more recognition at key
life milestones.
Our National Service Journey
19
Study Visit to Finland and Switzerland
Minister for Defence Dr Ng Eng Hen led a CSNS delegation on a study visit to Finland
and Switzerland in October 2013.
For more
information
on the SAF
Volunteer
Corps and
deployment,
refer to
Chapter 3
The delegation noted that Finland and Switzerland enjoy strong public support for
their conscript systems, which have existed for nearly 100 years and over 150 years
respectively, during prolonged periods of peace. In a 2012 national poll, 72% of Finnish
citizens supported conscription. In a 2013 referendum, 73% of Swiss citizens voted in
support of the conscript system.
In Finland, this support is attributed to its history and relations with larger neighbours.
For the Swiss, they remain convinced that as a landlocked nation, they must protect
their neutrality and independence. The Finnish and Swiss conscript systems are part of
their national identity.
The Finnish and Swiss public are aware that their defence forces have evolved
along with society, and have adapted their conscript training through reviews and
consultation efforts.
Engaging Our Stakeholders
Dr Ng Eng Hen speaking to Finnish conscripts.
Dr Ng Eng Hen interacting with Swiss reservists.
The delegation also noted that in Switzerland, support from employers is strengthened
through initiatives by the Swiss Armed Forces to engage companies.
Finnish and Swiss conscripts can indicate their vocational preferences when they enlist.
In addition to operational requirements, the conscripts’ education, skills and professions
are taken into consideration when vocations are assigned.
Women can volunteer for military service. Each year, around 400 women join the Finnish
military as volunteers. In Switzerland, about 140 women join the military as volunteers annually.
The IPS survey captured the perceptions of NS in Singapore, and the study visit
provided points of reference on how other countries maintained strong public support
in their conscript systems. These findings complement the CSNS public consultation
efforts that will be elaborated in Chapter 2.
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Conversations on NS
21
CHAPTER 2:
Conversations on NS
Public support for NS is critical for national defence and security. The CSNS therefore
placed great emphasis on public engagement, and provided many avenues for
Singaporeans to give their views on how NS can be strengthened. There were two
phases in the CSNS consultation effort. Phase 1 focused on generating “Broad
Conversations” on NS. Phase 2 sought to “Gather Ideas” on specific topics raised in
Phase 1 for more in-depth discussions.
“Our feedback will help shape policy outcomes and ensure that
we have a strong and sustainable NS system that will benefit
Singapore and Singaporeans.”
Phase 1:
Broad Conversations
Our conversations on NS started in May 2013. Participants
responded with their feedback and suggestions through
online channels, during the FGDs and at dialogue sessions
in NS units. The Committee adopted a listening approach
during this phase.
CSNS Public Engagement Process
Dialogue
sessions within
NS units
Facebook
Institute of Policy
Studies survey
Website
Webchat
Town Hall
Emails
Focus Group
Discussions
Participants were forthcoming with their feedback
and suggestions. They affirmed that NS is critical to
Singapore’s security and prosperity. They also voiced
a need to strengthen NS for the present and future
generations, and provided practical suggestions on
how to do so.
Letters
Four broad themes covering a range of insights emerged:
Identity and Purpose
Opportunities and Commitment
Support and Recognition
Administration and Communication
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Conversations on NS
23
Identity and Purpose
Support and Recognition
NS strengthens national identity and social cohesion. The shared
experiences and friendships forged during NS form communities
and unite us as a people. Reinforcing the purpose of NS will inspire
servicemen to give their best when performing their duties. There
were also suggestions to encourage more people in the community,
including women, first generation Permanent Residents (PRs) and new
citizens, to play a part in national defence.
Greater community support and societal appreciation will motivate
servicemen to carry out their duties with honour and pride. We should
consider more ways to recognise their contributions but not erode the
significance of NS as a national duty.
“We should encourage more public support for our national servicemen and
demonstrate appreciation for their contributions to our country.”
“NS is the key reason why Singaporeans enjoy peace and prosperity today.
Forgetting this is dangerous and can undermine our future.”
NSmen during a training exercise.
An RSN NSF onboard a naval vessel.
“There are women and new citizens who may want to volunteer for national
defence. This will enable them to better empathise with our NSmen and develop
a stronger sense of national identity.”
Opportunities and Commitment
NS builds personal character and resilience. Servicemen value the
opportunities for personal growth and the life skills developed during NS.
Many would like to take on bigger roles in NS to contribute more to
safeguard our defence and security. While NS is a national duty, more can
be done to help servicemen manage their other commitments to family,
education and work.
“NS is a duty that we perform proudly without expecting anything in return. I am
confident that the next generation will serve with pride and conviction.”
Administration and Communication
We should always find ways to make NS more efficient and effective. We
can use technology that will multiply our efforts in view of Singapore’s scarce
manpower resource. We must also ensure that servicemen train safely in
a realistic environment. Good leadership and effective communication are
essential to keep servicemen motivated and engaged. This will strengthen
unit cohesion and resilience.
“We should think of improving the efficiency of NS administration, and invest in
technology to enhance the NS experience.”
“I would like to contribute more during NS. There could be avenues for us to
express our preference for vocations, based on our skills and abilities.”
SPF officer cadets on course.
An RSAF NSF firing from a helicopter.
“I believe in the importance of NS. However, I feel that I may lag behind in studies
and employment after serving NS.”
“My commanders were inspiring and well-respected. They were like my big
brothers and we worked well as a team.”
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Conversations on NS
25
Phase 2:
Gathering Ideas
WHAT SINGAPOREANS SUGGESTED
Optimising the Contributions of NSFs and NSmen
Phase 1 produced an extensive range of perspectives on NS. In order for the CSNS to tap
public feedback productively, the four key themes in Phase 1 were mapped onto specific
topics for a more focussed discussion in Phase 2. This enabled participants to go in-depth
into the various topics, and was useful for the crowd-sourcing of ideas on how we could
strengthen NS.
During Phase 2, participants provided feedback and suggestions through FGDs, internal
engagement sessions within the SAF, SPF and SCDF, emails and our website. Participants
included NSmen, NSFs, Regulars, employers, PRs, women and students. The following
section summarises the feedback received on the Phase 2 topics.
Phase 1
Key Themes of Focus Group
Discussions
Identity
and Purpose
Opportunities and
Commitment
Support and
Recognition
Providing
Opportunities
for the Broader
Community to
Contribute to
Defence
Managing
Demands of
NS, Work and
Personal Life
Improve vocation matching and deployment:
Allow servicemen to indicate their preferred
vocations, and take their preferences into
consideration during deployment
Introduce vocational assessment to select
suitable candidates for each vocation based on
their skill-sets
NSFs during field training.
For more
information,
refer to
Chapter 3
Match the vocations of servicemen to their
civilian skills
“Servicemen can be better deployed to vocations based on our skills and abilities.
This will add more value to our service and allow us to contribute our fullest.”
Facilitate servicemen’s vocation selection:
Provide more information about vocations
Administration and
Communication
Phase 2
Focus Group Discussion
Topics
Optimising the
Contributions
of NSFs and
NSmen
26
Recognising
and
Appreciating the
Contributions of
NSFs and
NSmen
Enhance the value proposition of NS:
Provide more assistance to NSFs as they make
the transition to higher education and work
“To facilitate servicemen in indicating their vocational preferences, information on the
roles and responsibilities of the different vocations is important so that they can
make suitable choices.”
Providing Opportunities for the
Broader Community to Contribute
to Defence
Allow women, first generation PRs and
new citizens to volunteer:
Offer them a variety of roles such as combat,
combat support, planning, administration,
and logistics
DID YOU KNOW?
Servicemen in the SAF, SPF and SCDF were engaged by the
CSNS through multiple platforms. The engagement included
dialogues by Unit Commanders during In-Camp Training (ICT).
On social media, our servicemen were able to post their thoughts
and suggestions on Facebook. They could also make use of
mobile applications to stay abreast of the CSNS discussions.
Gathering feedback from female FGD participants.
Tap on existing professional skills
“It would be great if there were avenues for PRs to volunteer their time and
contribute to national defence.”
For more
information,
refer to
Chapter 3
Conversations on NS
27
Town Hall
28
Managing Demands of NS,
Work and Personal Life
Better management of ICT:
Introduce greater flexibility in the management
of ICT commitments
Make administrative processes more efficient
and convenient
NSmen at the Mobilisation and Equipping Centre.
“While I am aware of the importance of NS, I feel that our training system can be
made more efficient so that our time is well-utilised.”
Engaging Town Hall participants.
Keep NS training relevant, effective and efficient:
Update training pedagogy to reflect different
learning styles of the younger generation
To gather further feedback on preliminary policy recommendations, Second Minister
for Defence Mr Chan Chun Sing, hosted a Town Hall Session in November 2013.
Improve training to enable soldiers to become
more resilient, adaptive and well-versed in
technological developments
This session was attended by participants comprising NSmen from the SAF, SPF, SCDF,
women and PRs. During the Town Hall, participants discussed (i) the SAF Volunteer Corps
(SAFVC) and (ii) Expanding Opportunities for National Servicemen. Participants felt that the
SAFVC should be inclusive and were supportive of training SAFVC volunteers to contribute
to supporting the SAF. Participants agreed that women, as well as first generation PRs and
new citizens can volunteer in the SAFVC.
On expanding opportunities for servicemen, participants welcomed the proposal to
better match servicemen to vocations based on their skills and preferences, though this
matching will be subject to the operational requirements of the SAF, SPF and SCDF.
Participants agreed that more leadership
opportunities can be given to our NSFs,
and that more can be done to accredit
skills acquired by servicemen during NS.
These skills should be recognised by
employers and educational institutions.
Small group discussions.
Reduce wait-time before enlistment
Enhance fitness of our servicemen:
Improve training programmes at education
institutions before enlistment
Inculcate the importance of a healthy lifestyle
Recruits undergoing physical training.
Review Individual Physical Proficiency Test (IPPT),
IPPT Preparatory Training (IPT) and Remedial Training
(RT) to give more time and flexibility for NSmen to
manage their NS, personal and work commitments
“In the private sector, some employers may not be supportive of their Singaporean
employees going for ICT, because they feel that ICT is not fully productive.”
“I want to keep fit, but I feel that I am not given enough time to be able to pass my
IPPT every year.”
For more
information,
refer to
Chapter 5
Conversations on NS
29
Recognising and Appreciating the
Contributions of NSFs and NSmen
Increase benefits for servicemen such as:
Housing and healthcare benefits
Enhance engagement of the public:
Create greater awareness and strengthen
public perceptions of NS through mainstream
media, guided tours of NS camps, and
National Education campaigns
SPF NSmen being recognised for
their contributions.
Tap on the rich experiences of our SAF and
Home Team Veterans to promote National
Education efforts
“Appreciation for servicemen may be shown through extending education and
career assistance. This will go a long way in helping NSmen as they step into the
work force or pursue further education.”
“We should get our SAF Veterans to share their deep knowledge on Singapore’s
history with us. They are a valuable resource to educate our younger generation
on the importance of national defence and security.”
For more
information,
refer to
Chapter 4
Increase employer engagement:
Increase employers’ awareness about NS through
direct engagement and partnership with business
associations and societies
Form an Employer and Business Council to promote
advocacy and support for NS
Enhance Total Defence Awards and establish the
NS Mark to recognise the support by companies
and employers
Establish awards for NS advocates
Strengthen community and family support:
Dr Ng Eng Hen engaging employers at the Total
Defence Symposium 2013.
Engage the grassroots to initiate activities to sustain
support for NS
Enhance existing measures to show appreciation to
families of servicemen
“While NS is important, there needs to be more public
appreciation and understanding to motivate our servicemen.”
The extensive CSNS consultation process reached out to diverse groups of people.
Many provided valuable feedback and useful suggestions on NS. The discussions in
Phase 1 led to specific topics that were explored in greater detail in Phase 2.
These ideas and insights guided the CSNS recommendations in six broad areas, which
will be explained in Chapters 3 to 5.
30
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More Opportunities to Contribute
CHAPTER 3:
More Opportunities
to Contribute
“I believe that every soldier can be a leader, and we must be able
to harness our servicemen’s energies and talents during NS.”
“We can be better deployed based on our existing skills. Our skills
can be better matched to available vocations. There should also be
a system to indicate the vocations we would like to serve in. That said,
the operational and manpower needs of the organisation must be met.”
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More Opportunities to Contribute
33
Our national servicemen are critical to the SAF, SPF and SCDF. They undergo realistic,
effective and relevant training to keep Singapore safe and secure. Our servicemen are
trained and supported by a professional and dedicated core of Regulars. Together,
Regulars stand shoulder to shoulder with our servicemen, ready to defend our
sovereignty and preserve our way of life.
Our servicemen’s aspirations have risen. They want to learn more, do more and achieve
more as they serve the nation. We should tap on the energy and talent of those eager
to contribute to Singapore’s defence and security and provide a more meaningful NS
experience for our servicemen. This will strengthen our military, security and public
safety capabilities. We can also reach out to the broader community, including women,
first generation Permanent Residents (PRs) and new citizens, and let them play a role
in national defence.
NSFs undergoing urban operations training.
The CSNS recommends the following initiatives to strengthen the NS training system and
provide more opportunities for our servicemen and the broader community to contribute
to national defence and security:
Strengthen the NS training system with more
regular trainers
Expand opportunities for our national servicemen
Increase leadership opportunities for NSFs
Increase deployment flexibility for NSFs
Enhance the value proposition of NS
Provide opportunities for NSFs to contribute as Regulars on
short contracts
Provide scholarships to develop talents in engineering and science
Expand opportunities for NSmen to contribute to national defence
Establish an SAF Volunteer Corps
NSFs undergoing field training.
Dr Ng Eng Hen interacting with NSFs at an exercise.
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35
Strengthen the NS Training System
Today, NSFs are enlisted every quarter. This system provides a constant flow of NSFs
to the various vocations. Over two years, two different sets of NSF commanders
supervise training in SAF units. The first set of commanders lays the foundation during
the first-year training of the soldiers, before the second set of commanders guides
the soldiers to attain operational readiness. Both sets of commanders require time to
adapt to the training and operating environment in their units after they graduate from
Officer Cadet School (OCS) and Specialist Cadet School (SCS).
The CSNS received feedback that we should make our current training system even more
robust. FGD participants felt that NS instilled discipline and values, which strengthened
our national identity and social cohesion. Training time should be better utilised and
systems made more efficient.
FGD participants commented that how we train must keep pace with how each generation
learns. Servicemen in the SAF must not only adhere to established procedures but
also think on their feet to cope with the decentralised and sophisticated nature of the
modern battlefield, such as in urban operations. SPF and SCDF servicemen operate in
an increasingly challenging environment, with rising public expectations. Our servicemen
must be resilient, adaptable, and able to make good judgments on the ground under
pressure. They must also be confident and competent users of technology.
Prime Minister Lee Hsien Loong interacting with servicemen at an exercise.
Regular trainer conducting a lesson.
More Regular Trainers
The CSNS proposes to employ about 1,100
Regulars in the SAF, and 230 Regulars in
the SPF and SCDF, to improve training and
inculcate values more effectively.
In the SAF, regular trainers will strengthen
training, reinforce the NSF commanders
and help provide additional supervision.
These trainers will be well versed in the
latest training methods and technological
developments. They can also better
emphasise and enforce training safety. In
the SPF and SCDF, employing additional
regular officers to train Home Team NSFs
will help equip them for more effective
operational deployment on the ground.
With their wealth of experience, these
trainers will play a crucial role in passing
on the values and ethos of NS to future
generations. The earlier generations of
servicemen still remember how trainers,
such as Encik Shamsudin and “Tiger” Hong,
inspired them. Regular trainers can be role
models for our NSFs today and provide them
with a better appreciation of why they train
and what they are defending.
Recruits being taught to assemble a rifle.
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37
Legendary Trainers in the SAF
Trainers
Shamsudin bin Shadan and Hong Seng Mak were legendary trainers in the SAF.
Shawn Selvam Maniam is an exemplary trainer in the Specialist and Warrant Officer
Advanced School.
Shamsudin bin Shadan was the Army’s first Regimental Sergeant Major (RSM). In 1966,
he was tasked to prepare 1,000 soldiers for our first National Day Parade at the Padang.
He was a respected and feared drill instructor who was dubbed the “King Of The Parade
Square”. Shamsudin explained that back in 1966, “we wanted to, and had to, show at this
National Day Parade that we were disciplined and a force to be reckoned with, despite
the uncertain times after independence.”
A firm believer in engaging his trainees, Shawn adapts his training styles to make
training more effective. When he takes on a new batch of trainees, he conducts a
detailed learning needs analysis that provides him useful information on each trainee.
The insights he gains from his interactions with each trainee enable him to shape his
training methods appropriately.
Hong Seng Mak, known to many as “Tiger Hong”, is remembered for his tenure as a
Company Sergeant Major and RSM at the SAF Training Institute in the 1960s and 1970s.
Mentioning the name “Tiger Hong” to older servicemen still sends shivers down their
spines. He earned his nickname from the first batch of Officer Cadets he trained because
he was a strict disciplinarian. He was a standard-bearer for military regimentation, always
reminding his cadets to maintain a strict military bearing. This inculcated in them the
importance of respect and the core values of the SAF.
Shawn Selvam Maniam.
Shawn recounted a memorable incident when he was training a group of specialist cadets
overseas: “We were conducting long marches from one site to another, and one of my
cadets was struggling physically. He was very demoralised, and wanted to give up and
be put out of course. Rather than simply forcing him to carry on, or fall out of the activity,
I allowed him to walk at a slower pace. During that walk, I had a conversation with him
about the meaning and purpose of the training, as well as the broader meaning and
purpose of NS. After that conversation, the cadet was reinvigorated and chose to rejoin
the rest of his fellow cadets and eventually completed the training.”
Shawn’s deployment in Timor Leste as part of the United Nations peacekeeping efforts in
2004 also gave him valuable experience. When he was deployed on patrols, he had to be
prepared at all times. He has shared his experience with his trainees, to remind them of
the importance of the fundamentals of soldiering, safety, and the need to always think on
your feet during operations.
Shamsudin bin Shadan.
“Tiger” Hong Seng Mak.
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39
Expand Opportunities
for Our National Servicemen
The 3G SAF is a force that can secure a swift and decisive victory in the modern battlefield,
as SAF servicemen are adequately trained and equipped for their roles in a wide spectrum
of operations. Similarly, rigorous training has enabled SPF and SCDF servicemen to be
well equipped for their roles, and enhanced their performance in day-to-day frontline
operations and in emergencies.
During the FGDs, many servicemen expressed the desire to contribute more during NS.
These are positive aspirations that the SAF, SPF and SCDF should tap on as we continue
to enhance the training experience for our servicemen.
Cadets celebrating at their Officer Cadet School Commissioning Parade.
Increase Leadership Opportunities for NSFs
“More NSFs should qualify for leadership positions, as some of
us gain deep expertise in our vocations, and have been tasked
to lead smaller groups in our units. This will make us feel more
valued in NS. More importantly, leadership skills gained in NS
can be useful in the working world.”
Parents with their sons.
The CSNS is of the view that we should tap on the enhanced potential of our servicemen
and provide more flexibility in deployment. This will strengthen the operational readiness
of the SAF, SPF and SCDF and meet the aspirations of servicemen. The CSNS proposes
six initiatives that span our servicemen’s NS journey:
Increase leadership opportunities for NSFs
Increase deployment flexibility for NSFs
Enhance the value proposition of NS
Provide opportunities for NSFs to contribute as Regulars on
short contracts
Provide scholarships to develop talents in engineering and science
Expand opportunities for NSmen to contribute to national defence
Currently, up to 30% of NSFs in the SAF, SPF and SCDF are selected to be officers and
specialists. Officers and specialists hold important command, staff, instructional and
operational appointments. The CSNS proposes to increase the percentage of officers
and specialists to 40%.
This increased percentage will enable the SAF to have more effective command and
control. This is necessary because today’s battlefield requires the 3G SAF to conduct
operations in a more decentralised manner, with lean and nimble tactical units. Small
teams operating sophisticated systems are critical to the success of the SAF’s overall
mission. In order to have effective and well-coordinated teams, more soldiers will be
required to take up leadership positions within these teams.
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More Opportunities to Contribute
41
Increasing the percentage of officers and specialists will allow us to recognise a number
of high-performing servicemen, who are proficient and experienced in their own domains.
They also shoulder significant operational responsibilities within their units. The specialist
rank recognises the responsibilities they bear, and the influence that they have because
of their expertise.
SPF NSFs are required to operate in small teams, perform multiple roles and hence
exercise leadership. This includes making arrests, handling persons in custody and
dealing with aggressive individuals and volatile situations. With new housing estates,
new airport terminals and expansion of the public transport network, more NSFs will be
in charge of patrol groups that keep Singapore safe and secure round the clock.
Similarly, SCDF NSFs perform critical and physically demanding frontline roles, such as
emergency response specialists, fire-fighters and ambulance medics. More NSFs can
assume leadership positions and more can be recognised for their specialist skills and training.
Leadership and Courage in the Face of Adversity
NSmen in a field exercise.
The CSNS proposes that, together with an increase in the number of leadership positions,
more pathways to leadership in the SAF should be opened. This will allow more soldiers
with leadership potential to be trained as commanders:
On 13 January 2014, LTA Poh Teng Kiat, an NSF Rota Commander (equivalent to a Platoon
Commander) at Marina Bay Fire Station was tasked with search, rescue and fire-fighting
operations when a fire broke out on the 65th floor of the Marina Bay Suites. Armed with
fire-fighting equipment, Teng Kiat and his team climbed 19 levels from the 46th floor,
encountering thick smoke and intense heat as they approached the fire. Keenly aware that
the evacuation of residents would be challenging due to the smoke-logged conditions,
Teng Kiat promptly called for additional resources while they continued their search for the
source of the fire. His leadership was further demonstrated when he led his crew through
extremely high temperatures and near-zero visibility conditions to battle the raging blaze.
Teng Kiat praised his fellow fire-fighters, and said: “I am honoured to have led this crew.
They were capable and courageous every step of the way, despite the physically draining
conditions in this high-rise operation.”
1. Entry into Command School after Unit Vocation Training
Outstanding servicemen in SAF units, such as the military police, combat medics
and maintenance and transport Section 2ICs, who are willing to assume greater
leadership responsibilities, should be given the opportunity to undergo leadership
training modules in SCS. With their unit and SCS training, these servicemen will be
equipped for their expanded roles.
2. Promotion after Vocation Training and Extended On-the-Job Training
This pathway will allow NSFs to be promoted through the ranks and become specialists
through a combination of on-the-job training and trade courses. For example, Naval
Combat Systems Operators and Armoured Vehicle Gunners will be able to assume
leadership positions.
Increasing the percentage of commanders and recognised specialists will provide SPF
and SCDF NSFs more opportunities to hold leadership positions and be recognised
for their specific skills and expertise.
LTA Poh Teng Kiat (in yellow uniform) and his team.
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43
Increase Deployment Flexibility for NSFs
“People want choices. Servicemen will be more motivated if they
are assigned based on their skills.”
“NS can be a meaningful experience, if you go through it with the
right attitude. I can either choose to find meaning in what I do, or
find fault in everything.”
3. Greater Deployment Flexibility for Service-fit NSFs
The CSNS proposes to give more options to service-fit servicemen who usually serve
in non-combat vocations, such as administrative support assistants and transport operators.
These servicemen should be allowed to take on more operational, instructional and leadership
roles, where their medical fitness allows.
Enhance the Value Proposition of NS
“A soldier trained in the management of camp security has
valuable skills, which should be recognised.”
We should encourage employers, educational institutions and the wider society to better
understand and appreciate the skills and personal qualities that servicemen gain during NS.
These skills and traits are relevant outside of NS. The CSNS proposes the following initiatives:
1. Accrediting Skills during NS
Soldiering competencies should be accredited to reflect the leadership, technical and
specialist skills acquired during NS. There is an existing Work Skills Qualification (WSQ)
certification for specialist skills in the SAF and SCDF in domains such as security,
medical, communications, transport, health and fire-fighting. The SPF will also be
obtaining WSQ certification for the Police Officers Basic Course and Neighbourhood
Police Centre Officers Course. In addition, SPF is working with an educational institution
to accredit these courses for exemption from Year 1 of the three-year part-time Bachelor
of Justice degree programme.
An Air Force technician conducting pre-flight checks on a helicopter.
A signaller in a field exercise.
The CSNS proposes that the deployment of servicemen takes into consideration their
skills and competencies as well as their vocational preferences. This will help to better
match servicemen to suitable vocations, thereby maximising their contributions and
providing them with a more positive NS experience. NSFs who wish to contribute more
during their NS should be given the opportunity to do so.
The CSNS recommends enhancing deployment flexibility in these three ways:
2. Enhancing the Certificate of Service (COS)
The COS was last enhanced in 2007 to recognise NSFs for their contributions during
full-time NS. For those who have excelled, the COS also serves them well when they
apply for employment or for admission into institutes of higher learning. The CSNS
proposes that the COS be further enhanced to highlight the competencies and skills
that servicemen acquire during full-time NS. This will provide employers with useful
information about their prospective employees, and highlight the value proposition
that NS brings to the workforce. The Ministry of Defence (MINDEF) and Ministry of
Home Affairs (MHA) should work with the Workforce Development Agency (WDA) on
this initiative.
1. Vocation Preference to Match Operational Needs
NSFs should be well-informed about the various roles that they could be suited for.
This will guide their preferences, which will be one of the factors taken into account
during their deployment.
2. Skills-to-Vocation Matching
More can be done to improve the matching of servicemen to vocations by tapping on
their pre-existing skills, including in the areas of science and technology. This should be
subject to operational needs and considerations such as medical fitness. For instance, a
combat-fit NSF should be deployed meaningfully as a combat medic if he has a nursing
diploma or in other combat vocations that use his skills.
An NSman operating radar equipment during a field exercise.
SCDF NSFs during a training exercise.
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45
Provide Scholarships to Develop Talents in Engineering
and Science
DID YOU KNOW?
Skills learnt during NS were relevant to Singapore’s industrialisation since the late 1960s.
Mr Fong Sip Chee, then Parliamentary Secretary in the Ministry for Culture, spoke about the
economic benefits of NS in this way: “In the Army, one can learn a trade, the mechanics of
repairing a car, fixing up wires and possibly repairing a bridge. Therefore in our new nation,
military service can be very important in one other aspect, that is, to provide sufficient trained
and, most important, disciplined men to fill up the vacancies in our industrial houses.”
The skills learnt in NS today remain valuable to our changing socioeconomic needs.
Our servicemen must keep abreast of the latest technological developments to achieve
an edge in the modern battlefield. The CSNS proposes that NSFs who have strong
academic records and show an interest in pursuing a career in engineering and science
related fields could be offered SAF scholarships. This will develop talents in engineering
and science, who will be able to contribute to the 3G SAF.
Expand Opportunities for NSmen to Contribute
to National Defence
Provide Opportunities for NSFs to Contribute
as Regulars on Short Contracts
The CSNS proposes that NSFs who have completed their full-time NS can
take up short-term regular contracts with the SAF before employment or
further studies. This can be done under the Enhanced Officer Scheme and
Enhanced Warrant Officer Scheme, which offer attractive remuneration
and benefits.
NSFs undergoing field training.
These short-term contracts will allow NSFs to continue contributing to the
defence of Singapore while honing important life skills. These servicemen
will be able to do meaningful work before they embark on the next phase
of their lives. The military expertise that they gain will be useful when they
return to serve during Operationally Ready National Service (ORNS). The
SPF and SCDF will implement similar schemes.
“I volunteered to be in the new media team for the National Day
Parade in 2011. Many have discussed how NSmen could be
rewarded monetarily, but the NS experience goes beyond that.”
– E p h r a i m L o y, F o r u m l e t t e r t o T O D AY
As NSmen pursue further education and enter the workforce after completing full-time
NS, many acquire new skills and competencies. The CSNS proposes that NSmen who
have completed their ORNS cycle can volunteer in niche areas where their specialised
expertise is required. In the SAF, they can be revocated as Military Domain Experts. SPF
and SCDF can also allow NSmen to volunteer in areas where the NSmen have relevant
civilian expertise. This will provide an avenue for NSmen to continue contributing to
national defence and security even after their ORNS, and strengthen our capabilities in
domains such as engineering, cyber defence and communications.
DID YOU KNOW?
The Military Domain Experts Scheme was introduced
in 2010 to develop experts with deep specialisation,
who will be able to meet the needs of the 3G SAF
in engineering and other technical roles.
Doing More During NS
Our servicemen have often volunteered to contribute more, above and beyond the call
of duty. CPT(NS) David Lim volunteered to serve on the RSN frigate, RSS Intrepid, on a
three-month deployment to the Gulf of Aden as part of the Combined Task Force (CTF)
151 in 2012. CTF 151 is a multinational naval task force which was established in 2009 to
respond to piracy attacks in the Gulf of Aden and off the eastern coast of Somalia.
Then a full-time student at the S. Rajaratnam School of International Studies, CPT (NS)
Lim had to disrupt his school term for three weeks in order to join the task group on
its deployment. “When I was asked if I would like to join this deployment, I agreed
without hesitation,” he said.
CFC(NS) Jeremy Tseng, also requested to be deployed on the RSS Intrepid. He
voluntarily extended his full-time national service by a month to do so. “It’s a once-ina-lifetime opportunity, and I now have a better understanding of why the SAF needs
to be deployed in places such as the Gulf of Aden,” said Tseng.
NSmen undergoing chemical defence training.
46
More Opportunities to Contribute
47
The Proposed SAF Volunteer Corps
ROLES
TRAINING
DEPLOYMENT
MEDICAL ELIGIBILITY
Operations
Track
SAFVC volunteers
(SVs) can be trained
and deployed in island
defence tasks such as
the protection of key
installations including
Jurong Island and
Changi Airport and
access control
during events.
SVs will undergo a
tailored four-week
Basic Volunteer
Course to gain
basic military skills
and values, and be
orientated to their
operational roles.
The annual
commitment could
be between one to
two weeks.
SVs must be
medically fit for field
deployment, so that
they can take on
operational roles.
Specialist
Track
SVs can contribute
in uniformed
specialist staff
roles, such as in the
legal, psychology,
information, medical,
engineering and
maritime fields.
SVs in this track will
undergo a four-week
course to induct
them into the military
and orientate them
to their professional
domains. As specialist
SVs would already
possess skills needed
by the SAF, the time
commitment and
training requirements
can be moderated.
The annual
commitment could
be between one to
two weeks.
Establish an SAF Volunteer Corps
“As PRs, we have benefitted from living and working in a safe
and secure Singapore. It will be meaningful for us to volunteer
as it will allow us to contribute to national defence.”
Singaporeans have suggested involving women, first generation PRs and new citizens in
national defence. Details on how they could contribute were discussed at the Town Hall
session in November 2013 chaired by Second Minister for Defence Mr Chan Chun Sing.
The overall response to the proposed Volunteer Corps was encouraging. Many offered
suggestions on how the Corps can be structured. Participants felt that such a Corps will
promote a deeper understanding and ownership of national defence and strengthen
the support for NS. The Committee therefore recommends the setting up of an SAF
Volunteer Corps (SAFVC) primarily for women, first generation PRs and new citizens.
“I’m open to women volunteering for national defence. When
I was younger, I actually wanted to volunteer. I think there are
many roles that women can perform.”
The SAFVC should support the SAF’s operations. Volunteers with specialised skills that
fit the SAF’s needs can be given the opportunity to apply them. Those who want to
contribute in a military capacity should also be trained adequately so that they can be
deployed and contribute meaningfully.
The CSNS proposes that the SAFVC can be structured along two tracks:
SVs must be
medically fit to train
and serve in their
specialist roles.
In order for the SAFVC to support the SAF’s operations and deliver a meaningful
experience, the CSNS recommends that SVs must commit to volunteer for a fixed period
of time upon completion of training. SVs will be subject to annual call-ups of up to 40
days, for a minimum of three years.
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More Opportunities to Contribute
49
Existing Volunteer Schemes
MINDEF and SAF Volunteer Schemes
The Volunteer Special Constabulary
and Civil Defence Auxiliary Unit
Voluntary Extension of Service
NSFs who extend their full-time NS beyond the mandatory two years.
SAF Volunteers
Ex-NSmen who continue to serve past statutory age.
Volunteers in SPF and SCDF perform meaningful and challenging roles which contribute to
the safety and security of Singapore. Since its formation in 1946, SPF’s Volunteer Special
Constabulary (VSC) has played a vital role in maintaining law and order. VSC officers are
deployed together with regular officers in a wide spectrum of law enforcement work,
for example, large-scale security operations (Formula One Race, National Day Parade
and New Year Countdown), anti-vice and anti-drug operations, sea patrols with the Police
Coast Guard and community engagement to spread the message of crime prevention
and road safety.
Reservist On Voluntary Extended Reserve Service (ROVERS)
NSmen who have completed their ORNS training cycle but continue to serve before reaching statutory age.
MINDEF Volunteers
Volunteers with private and public sector experience who serve on MINDEF’s boards and committees.
Home Team Volunteer Schemes
NSFs and NSmen
Voluntary Extension of Service: NSFs who extend their full-time NS beyond the mandatory two years.
Launched in 2006, the SCDF’s Civil Defence Auxiliary Unit (CDAU) provides an avenue
for the public to play an active role in supporting SCDF’s mission of saving lives and
protecting property. CDAU officers perform frontline duties alongside regular officers in the
areas of fire-fighting and rescue, emergency medical services, fire safety enforcement,
community involvement and public education on emergency preparedness.
Voluntary Extension beyond completion of training cycle: NSmen who have completed their ORNS training
cycle but continue to serve before reaching statutory age.
Photo credit: Ministry of Information and the Arts Collection, Courtesy of National Archives of Singapore.
SCDF Crisis Volunteers: Civil Defence NSmen who have completed their ORNS training cycle or are
above statutory age can volunteer their special skills and expertise during a crisis.
Volunteer Special Constabulary contingent marching in the 1967 National Day Parade.
Dr Ng Eng Hen interacting with volunteers.
Deputy Prime Minister Teo Chee Hean at a volunteer event.
Members of the Public
SPF Volunteer Special Constabulary
• Undergo a nine-month non-residential course at the Home Team Academy.
• Possess the same powers and status of Police Regulars. Deployed with Police Regulars in areas
such as Police Coast Guard and Traffic Police.
SCDF Civil Defence Auxiliary Unit
• Undergo two to nine weekday evening sessions at the Civil Defence Academy.
• Possess the same status and responsibilities as SCDF Regulars. Perform frontline duties alongside
regular officers in areas of fire-fighting and rescue, emergency medical services, fire safety
enforcement, community involvement, public education and other areas of specialisation.
Neighbourhood Watch Zones/Groups/Citizens on Patrol
Professionals from the public and private sectors who serve in MHA Boards, Councils and Committees
An SPF volunteer engaging the public.
Our servicemen want to learn and achieve more when they serve the nation. We should tap on their
energy and talent. The recommendations in this chapter will strengthen the NS training system and
create more opportunities for our servicemen and the broader community to contribute to national
defence and security. This will deliver a more meaningful NS experience.
50
Support and Recognition
51
Chapter 4:
Support and Recognition
Our national servicemen protect our homes, loved ones and way of life. No award or
accolade can fully reflect their contributions. Over the years, we have introduced many
initiatives and schemes to recognise our servicemen. These include broad-based
initiatives, such as the NSman tax relief. Initiatives such as the 40th anniversary NS Bonus
and the NS45 vouchers also celebrate key NS milestones.
“Members of society, such as the community, employers, and
families, should come together to recognise the contributions
of our national servicemen.”
Recent NS Recognition Initiatives
2006
th
40 Anniversary NS Bonus
•$100 for NSFs and NSmen who had yet to complete their ORNS training cycle
•$400 for NSmen who had completed their ORNS training cycle or were above statutory age
2007
Additional Allotment of GST Credits
2007
ORNS Completion Award
•$100 for NSmen
•$300 on completion of ORNS training cycle
2008
Additional Allotment of Growth Dividends
2010
NS Recognition Award (NSRA)
•$100 for NSmen
•The NSRA recognises three significant milestones, namely:
• The completion of full-time NS
• The midpoint of the ORNS training cycle
• The completion of the ORNS training cycle
“I am glad that servicemen are recognised for the effort we put
into defending our country. Nonetheless, I think more can be
done to show appreciation to us.”
“We should have more health benefits and services for both NSFs
and NSmen. These recognition measures will make me feel that
my contributions to national defence have been appreciated.”
•At each of these milestones, NSmen are given $3,000 and commanders are given $3,500
2011
Additional Allotment of Growth Dividends
•$100 for NSmen
2013
NS45 SAFRA & HomeTeamNS Benefits
•Up to $100 in vouchers and a one-year SAFRA / HomeTeamNS membership for NSmen
52
Support and Recognition
53
Community Support for Our Servicemen
Supporting Our Servicemen
For as long as he can remember, hawker Mr Tan Bee Seng has been giving NSFs discounts,
and extra portions of rice, chicken and eggs – all without them asking.
Most of those who benefit are from Bedok Camp, opposite the food centre where his
stall is. “It’s not a big deal to me to give them a little more food. I’ve done my national
service before, so I know that it’s very tiring,” said Mr Tan, who serves about 200 NSFs
a week.
Said an NSF based in Bedok Camp: “It’s very kind of the uncle to give us extra food and
I am thankful. It is heartwarming to know people recognise our service to the nation.”
In recognition of his support for NS, Mr Tan was given tickets to the 2013 National Day
Parade. He was overjoyed when the tickets were presented to him.
“This is going to be the first time I’m able to watch the National Day Parade ‘live’!”
Mr Tan said.
Our community has been showing appreciation for the contributions of our
servicemen in their own ways. Families support our servicemen when they serve
their NS duties. Many organisations have also done their part to support the NS
commitments of their employees.
Some employers have provided their own incentives to motivate their NSmen to do
well in the Individual Physical Proficiency Test (IPPT). Many employers have also made
adjustments to their workflow in view of their employees’ ICT schedules.
On 1 July 2013, to commemorate SAF Day, 21 retailers in the entertainment, food and
beverage, and petroleum industries gave discounts to our servicemen.
These are just a few instances where the larger community has touched our servicemen
with their gestures of appreciation, and inspired them to give their best for the defence
and security of Singapore.
Public Feedback on Recognition for NS
“We should do more to make NSFs feel appreciated and
respected, like building up the public image of NSFs.”
– M a r t i n Te o P e c k M o n g ( w e b s i t e f e e d b a c k )
“The NS45 vouchers are a thoughtful gesture. More can be
done to appreciate our service to the nation.”
“Commanders in camp do a lot to appreciate our efforts but
recognition in the civilian context should be improved. The
community should appreciate us more.”
Mr Tan Bee Seng at his stall.
Through the CSNS public consultation process, many provided suggestions on how
we could further recognise our servicemen. Suggestions included more subsidies for
housing, healthcare and transport, and increasing the NS allowance for servicemen.
Some participants also said that servicemen should get priority when they apply for
primary school admission or Housing Development Board (HDB) Build-To-Order flats,
while others said that the government should cover employers’ CPF contributions for
NSmen employees during their ICT.
54
Support and Recognition
55
Others saw the need to create greater awareness of NS and contributions of our
servicemen. They proposed better media publicity, improving National Education
(NE) efforts, and encouraging greater involvement of families in NS activities. Others
suggested that the SAF, SPF and SCDF can also get older servicemen to share their
experiences to increase awareness of what servicemen go through during NS training.
Revamp the NSRA into the NS HOME Awards
The current NSRA provides NSmen with $3,000 at each of the three significant milestones
during their NS journey: (i) the completion of full-time NS; (ii) the midpoint of the ORNS
training cycle; and (iii) the completion of the ORNS training cycle. Commanders receive an
additional $500 at each milestone, to recognise the heavier responsibilities they shoulder.
The CSNS proposes to revamp the NSRA into the NS HOME (HOusing, Medical and
Education) Awards.
The NS HOME Awards will support servicemen in education, housing and healthcare, as
described below:
98%
93%
98%
see the importance
of recognising the
contributions of our
servicemen
believe engaging
the public on NS
matters will enhance
understanding of NS
feel that it is important
to recognise servicemen
at different stages in NS
Source:
Institute of Policy
Studies survey
Having evaluated the various suggestions, the CSNS proposes the following recognition
measures, to show care for our servicemen and strengthen community support for NS:
Revamp the NSRA into the NS HOME (HOusing, Medical
and Education) Awards
The first milestone will be disbursed into the Post-Secondary Education Account (PSEA)
for studies in educational institutions, just like the NSRA. An additional amount will be
disbursed into the CPF-Medisave Account (MA) to help meet the healthcare needs of
our servicemen. This additional amount can also be used to pay for Medishield Life
premiums. Under the PSEA guidelines, unused funds in the PSEA are channelled into
the CPF Ordinary Account (OA) when the serviceman turns 30.
The second and third milestone awards will be disbursed into the serviceman’s OA
to provide him with more flexibility to use the money for housing and education. An
additional amount will be disbursed into the MA for healthcare.
Provide life and personal accident insurance for
NSFs and NSmen
Provide Life and Personal Accident Insurance for
NSFs and NSmen
Increase recognition for families of servicemen
Existing compensation and welfare frameworks provide substantial support to our
servicemen and their families if a service-related incident occurs. Our servicemen are
also currently offered competitive rates for a voluntary Group Term Life Insurance scheme
when they enlist for full-time NS. In 2009, the NS allowance for NSFs was raised by $20
to enable them to purchase insurance with coverage of $100,000. They can choose to opt
out of the scheme, or vary the coverage.
Restructure the Advisory Council on Community Relations
in Defence (ACCORD) to deepen engagement with
employers, families and educational institutions
Strengthen National Education efforts through the SAF
Veterans’ League and Home Team Veterans
Expand SAFRA and HomeTeamNS recreational facilities
for servicemen
Strengthen community recognition for servicemen
To ensure that all servicemen are covered by insurance, the CSNS recommends that
MINDEF and MHA provide life and personal accident insurance coverage for every
serviceman. Under this proposal, our servicemen will be covered for incidents during their
full-time NS or the period of their ORNS call-ups. This will recognise their contributions to
national defence and security, and strengthen our care for servicemen.
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Support and Recognition
57
Restructure ACCORD to Deepen Engagement with
Employers, Families and Educational Institutions
Increase Recognition for Families of Servicemen
Strong family support helps motivate our servicemen to give their best when
performing their duties. The CSNS suggests that MINDEF and MHA do more to
recognise the important role that families play in the lives of our servicemen.
Small gifts can be sent to our servicemen and their families to celebrate significant
milestones in their lives, such as marriage or the birth of their child. This recognises
that just as NS has become a part of their lives, we care for them and celebrate
joyous moments in their lives.
The CSNS recommends more engagement of NS stakeholders such as parents,
women, grassroots leaders, employers and students. Community engagement could be
enhanced through the Advisory Council on Community Relations in Defence (ACCORD).
ACCORD should be restructured to comprise (i) an Employer and Business Council; (ii)
an Educational Institutions Council; and (iii) a Family and Community Council. This will
promote greater participation and feedback on our NS system, and make ACCORD more
proactive and engaging. The three Councils will review and recommend measures to
raise support for NS and increase public understanding of Total Defence.
To further recognise NSmen who perform well during ICT, the current Family
Recognition Voucher (FRV) scheme can be enhanced. Currently, NSmen who
perform well during ICT receive $100 of FRVs, for family activities at designated
establishments. The number of NSmen awarded FRVs can be increased from the
top 10% to the top 30% of ICT performers, with a higher quantum for the top 10%.
Parents celebrating the commissioning of their son as an officer.
An NSman spending time with his family.
ACCORD members interacting with servicemen during a unit visit.
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Support and Recognition 60
59
Employer and Business Council
Support from employers is necessary for our NSmen to fulfil their NS duties. The
CSNS recognises the challenges faced by employers, especially Small and Medium
Enterprises. The Employer and Business Council, with expanded terms of reference,
could do more to engage employers and serve as an important platform for employers
to advocate and demonstrate support for NS. The Council should deepen outreach to the
companies which employ NSmen, and engage the 82 business associations. Employers
should be given more information on NS matters, so that they can better appreciate
the significance of NS. At the same time, recognition awards for supportive employers
should be enhanced in these three areas:
More recognition should be given to companies with pro-NS policies and human
resource practices. An “NS Mark” could be introduced for this purpose. This mark
could be an additional factor for consideration when companies and businesses
bid for MINDEF/SAF and Home Team contracts. A “Friend of NS” Award could also
be given to individuals, such as co-workers and immediate supervisors, who have
made special efforts to help NSmen fulfil their NS responsibilities.
Employers as Advocates for NS
Making special work arrangements and rewarding the staff with monetary incentives
when they do well in their NS training. These are just some of the ways which companies
support their NSmen employees.
A Minister for Defence Award recipient for its exemplary support for Total Defence, KH
Security Agency Pte Ltd keeps track of mobilisation code words so that it can inform its
NSmen employees when they are activated. Employees also get to leave work early for
physical fitness training and even get extra rest days before or after their ICT.
“As we are in the security industry, it’s very relevant for us to support Total Defence, and
we see it as a form of service to our nation. Many of our employees are NSmen, so we
want to make it as easy as possible for them when they go for their ICT,” said Mr Gary
Haris, Senior Business Development Manager.
“I enjoy working in such a supportive environment. When I receive an ICT call-up, I just
need to let my boss know about it, and my company will arrange for my duties to be
covered. I don’t have to worry about it at all,” said 3SG(NS) Chan Meng Chuen, a Senior
Security Officer.
“People may not be aware of how we can support or help our NSmen, and this is
something that I hope to share with other security companies, so that more companies
can come on board,” said Mr Haris.
A panel discussion at the Total Defence Symposium 2013.
Business associations in Singapore could play a more direct and proactive role by
recognising and giving awards to companies which are supportive of NS.
To provide top tier recognition for employers supporting NS, an “NS Advocate”
Corporate Award could be given to deserving companies and business associations.
This award could be presented by the Minister for Defence during an annual employer
and business recognition event. In the same event, an “Advocate of NS” Award could
also be given to outstanding co-workers and immediate supervisors of NSmen who
have shown exceptional support for NS.
Chan Meng Chuen interacting with his employer.
Support and Recognition
61
Educational Institutions Council
The Educational Institutions Council could review and recommend measures for schools
to better support students in their preparation for NS, as well as increase students’
awareness of NS. This council could also enable educational institutions to provide
feedback on defence and security matters.
Family and Community Council
The CSNS proposes that the Family and Community Council look into how families and
the community can support and motivate servicemen, and at the same time, accord
recognition to them. For instance, it could explore how the community can organise
events that celebrate and recognise NSmen. The Family and Community Council can also
gather feedback from families and the broader community on NS matters.
An NSF explaining to a student how to use a rifle.
SAF-Schools Partnership Programme
An NSF with his family at the Police Officer Basic Course graduation parade.
An SAF Armour Unit visiting a school.
The SAF-Schools Partnership Programme (SSPP) reaches out to the community and helps
students better appreciate the importance of the SAF and NS. As part of the SSPP, SAF
units have opened their premises to students through roadshows and exhibitions. Since
its inception in 2010, the SSPP has involved close to 21,000 NSFs, who have reached out
to over 66,000 students in total. Apart from helping students gain a better understanding
of national defence, the SSPP has been deeply encouraging for our NSFs who have
participated in the programme. By interacting with students and explaining their roles
in national defence, our NSFs feel proud to serve. They have received many notes of
appreciation penned by the students they meet.
An NSF with his friends.
DID YOU KNOW?
ACCORD was formed in 1984, for the public to share their feedback on defence matters. It focuses on shaping
MINDEF’s and MHA’s efforts in creating greater public awareness and support for NS. Currently, ACCORD comprises
representatives from various stakeholder groups, including employers, women, educators, grassroots leaders, media
representatives and NSmen.
62
Support and Recognition
63
Strengthen National Education Efforts through the SAF
Veterans’ League and Home Team Veterans
The CSNS proposes to tap on the deep
experience and knowledge of veterans
from the SAF Veterans’ League (SAFVL)
and Home Team who have seen operational
action or played important roles in our
defence and security. They can become
Ambassadors for National Education (NE)
through sharing their real-life stories with
the community. These NE Ambassadors
will be able to impart core national values to
the new generation, and boost community
support for national defence.
Konfrontasi memorial service in front of MacDonald House in 2014.
The SAFVL
The SAFVL was set up in 1990. It is actively involved in local veterans-related ceremonial
activities such as Remembrance Day and the Memorial Service in Commemoration of the
Civilian Victims of the Japanese Occupation. Veterans also share their life experiences
in the early years of nation building or their experience in the SAF at community events.
The SAFVL also represents Singapore in regional and international veterans’ activities.
A notable veteran is LTC(Ret) Daljeet Singh,
who helped to set up the SAF Training
Institute and the School of Infantry Support
Weapons. He imparted important skills, as
well as the values and ethos of the SAF, to
servicemen while in service. He continues
to do so now as part of the SAFVL.
LTC(Ret) Singh explained: “Our army relies
on servicemen; we wanted to make the
duty of defending Singapore everybody’s
business and not just that of one exclusive
group of volunteers or Regulars.”
Expand SAFRA &
HomeTeamNS Recreational
Facilities for Servicemen
SAFRA and HomeTeamNS help NSmen
bond through a network of lifestyle clubs
and activities that serve to recognise the
contributions of our NSmen. The clubs
provide a wide variety of social, recreational,
sports and educational facilities for NSmen
and their families.
The 6th SAFRA clubhouse is being built in
Punggol, and will be followed by a new
SAFRA clubhouse in north-west Singapore.
A new HomeTeamNS clubhouse at the
Tampines Town Hub will be ready in
2016. SAFRA and the Home Team have
embarked on infrastructural development
programmes which include upgrading their
existing clubhouses. The National Service
Resort and Country Club is also enhancing
its offerings to cater to the needs of
NSmen and their families. The CSNS is
encouraged that a lot is being done to
develop facilities for NSmen and their
families, and recommends that more of
such facilities could be provided in different
parts of Singapore.
Veterans at a reception after the BMT Passing Out Parade.
SAFRA and HomeTeamNS clubhouses.
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Support and Recognition
65
Strengthen Community Recognition for Servicemen
The CSNS proposes that MINDEF and MHA do more to encourage community
recognition initiatives. This could make servicemen feel appreciated for their efforts and
raise public awareness of NS.
To better help NSFs transit from full-time NS to further studies or employment, the
range of companies and institutes of higher learning at the existing career fairs should
be expanded. This will enable NSFs to interact with a wider selection of potential
employers and educational institutions. Collaborations with SPRING Singapore and
the WDA could also be considered. In addition, MINDEF and MHA should continue to
organise career talks and workshops for NSFs closer to their Operationally Ready Date.
The CSNS considered a wide range of ideas and suggestions. Some of them were
eventually not taken up after careful deliberation and evaluation.
The suggestion that we should grant children of NSmen preferential admission to
primary schools would have limited impact, as Singaporeans already enjoy priority, and
the fathers of most children entering Primary One are NSmen. Similarly, the suggestion
to accord priority to NSmen applying for Build-to-Order HDB flats would have limited
impact as most male applicants are NSmen. The CSNS also considered according
priority to selected groups of NSmen, but decided against this approach as it was not
in keeping with the spirit of ensuring broad support for NS.
Several housing and transport issues have been addressed in recent government
initiatives. The enhanced Special Housing Grant was announced by Prime Minister Lee
Hsien Loong at the National Day Rally 2013. The Public Transport Council announced
on 16 January 2014 that the rates for monthly concession passes for NSFs would be
reduced as follows: (i) bus passes from $61 to $52; (ii) train passes from $50 to $45;
and (iii) hybrid passes from $111 to $85.
Another suggestion was to increase the NS allowance substantially. The CSNS is of
the view that the NS allowance should continue to be based on the principle that NS
is a duty and service to the country. The NS allowance currently comprises a basic
component and a responsibility component. The basic component is the amount that a
typical NSF requires for his basic personal upkeep, taking into consideration that most
NSFs are provided accommodation, food and uniforms. The responsibility component
recognises those who take on heavier responsibilities. The NS allowance was increased
in April 2012. MINDEF will continue to review the NS allowance regularly and make
adjustments where necessary.
There was also feedback that the government should pay the employers’ share of
CPF contributions for NSmen employees during their ICT. The CSNS is of the view
that the present arrangement is appropriate, as NS contributes to a secure and stable
environment that is conducive for business. Companies should play their part to support
Singapore’s defence and security.
Navy, Army and Air Force Open Houses.
We cannot put a price tag on the contributions of our servicemen to national defence
and security. As a nation, we must continue to recognise and show appreciation to
our servicemen to let them know they are deeply valued. The recognition measures
proposed in this chapter are our efforts to acknowledge our servicemen’s commitment
to do their best in serving our nation, and we hope that everyone will play their part in
supporting them.
66
Enhancing NS Management
67
CHAPTER 5:
Enhancing
NS Management
“In a society with widespread social media use, and
tech-savvy youth, commanders have to communicate and
engage our soldiers in new ways.”
“We should enhance NS administration and use technology
to reduce inefficiencies, for a more positive NS experience.”
We must be good stewards of the time that our national servicemen commit to serving
Singapore. The SAF, SPF and SCDF have, through the years, improved efficiency in
many areas.
Operations
The Mobilisation and Equipping Centre (MEC) in Nee Soon Camp was set up as a one-stop
facility to get SAF NS units ready for operations in a shorter time. The SPF has also adopted
the use of biometrics to speed up the daily issuance of firearms, ammunition, batons,
handcuffs and communication sets. The SCDF’s NS Training Institute is a similar set-up to
the MEC. It is a one-stop centre for mobilisation reporting and the conduct of proficiency
tests and mission exercises. By using advanced IT systems to expedite in/out processing
and the issuance of equipment, such initiatives have reduced waiting time for NSmen
during ICT.
Training
The SAF’s Multi-Mission Range Complex (MMRC) at Pasir Laba is a training facility
housing seven indoor live-firing ranges. The MMRC uses advanced technology and
personalised coaching to improve our soldiers’ shooting competencies. It creates
different operational scenarios to train soldiers at the individual, group and section level.
This has allowed live firing to be conducted regardless of weather conditions.
Learning
LEARNet is an SAF initiative that encourages internet-based progressive learning. It
also lets servicemen collaborate actively to create and share knowledge.
Clear and open communication between commanders and servicemen is another key
ingredient for a positive NS experience. Improving communication with servicemen
has been a priority for the SAF, SPF and SCDF. When communication is effective,
servicemen are able to better understand the meaning and purpose of their NS duties,
and will be more committed and motivated during training.
• Servicemen are now able to provide their feedback and opinions through a wider
variety of platforms, ranging from the post-ICT survey and internal FGDs, to the
NS Portal and NS Call Centre. They can also access information on NS and defence
matters more conveniently through mobile applications and social media.
• New media has enabled us to reach out to a large number of servicemen and
stakeholders. Servicemen are kept up to date on developments in operations and
training via Facebook and other social media tools. NSmen have also used these tools
to share memories and milestones of their NS journey with their families and friends.
• Leaders in the SAF, SPF and SCDF regularly engage NS commanders to explain the
latest developments in policy and training. NS commanders will then convey the
information to their servicemen at the unit level.
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Enhancing NS Management
69
For a positive NS experience, our servicemen and their families must be assured that
safety is a top priority for the organisation, even as our soldiers are put through tough
and realistic training. We must continue to strengthen the safety culture in the SAF, SPF
and SCDF.
Participants in the CSNS public engagement process were supportive of current efforts
to enhance NS management, and suggested how we can build on these efforts. After
considering the feedback, the CSNS proposes the following measures:
Partner NSmen for Improved Fitness
Partner NSmen for Improved Fitness
Reduce Enlistment Wait-time
“When I failed my IPPT last year, I had to complete my Remedial
Training in three months. This was challenging as I did not have
enough time to do so.”
Reduce Transition Time after Full-time NS
Review MINDEF Notification Centre and
Home Team Overseas Notification Centre
Requirements
Implement Make-up Training for High-Key ICTs
Improve Access to Communication and
Lifestyle Devices
Better Engagement by Commanders
Establish NS Relations Offices
Use Technology to Enhance NS Administration
NSmen are currently required to pass
their Individual Physical Proficiency Test
(IPPT) within the first nine months of their
birthday window. Those who fail or default
on their IPPT have to attend 20 sessions of
Remedial Training in the last three months
of their birthday window. Alternatively,
NSmen can volunteer for IPPT Preparatory
Training (IPT) in the first nine months of
their birthday window. NSmen on IPT
are deemed to have fulfilled their IPPT
requirement for the year if they meet
their Personal Performance Targets (PPTs).
Those who fail to meet their PPTs have
to attend eight sessions of RT in the last
three months of their birthday window.
Army Half Marathon.
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Enhancing NS Management
71
Reduce Enlistment Wait-time
The CSNS received feedback from servicemen who would like to see a more flexible IPPT
framework. Instead of just enforcing requirements, FGD participants suggested that the
SAF, SPF and SCDF partner servicemen to keep fit by providing more opportunities and
platforms for them to exercise conveniently. The CSNS is supportive of these suggestions
and recommends the following:
The IPPT/IPT window should be extended. This will give NSmen more time to
train and pass their IPPT, or improve their fitness through IPT. For those who fail
IPPT, the RT window should also be extended.
The existing IPT programme should be further enhanced to support NSmen in their
physical training. IPT could be conducted at convenient venues such as sports and
recreation centres or community centre gymnasiums around Singapore to make it
more convenient for NSmen. Tie-ups could be explored with commercial or SAFRA
gyms for NSmen to train at their convenience.
NSmen who put in the extra effort to keep fit and do well in their IPPT should be
recognised through increased incentive awards for the attainment of Gold, Silver
and Pass with Incentive standards.
Schools and educational institutions should do more to help pre-enlistees prepare
themselves physically for NS. MINDEF and MHA should work closely with MOE
to explore more structured fitness training to help students build up their physical
fitness and lead healthy lifestyles.
An NSman at a pull-up station.
The enlistment system comprises four quarterly intakes spread across the year.
Currently, 45% of pre-enlistees are enlisted within four months after their postsecondary studies. The other pre-enlistees are typically enlisted within eight months.
The CSNS proposes that wait time for enlistment be reduced. Under the revised
enlistment system, 90% of pre-enlistees should be enlisted within four months
after their post-secondary studies, while the other pre-enlistees should be enlisted
within six months. The earlier enlistment will enable about 60% of NSFs to start
work earlier after completion of full-time NS, and polytechnic students need not be
disrupted for local university studies in August.
Reduce Transition Time after Full-time NS
Currently, NSFs wait up to eight months to enter local tertiary institutions after
completing full-time NS. The CSNS recommends that MINDEF and MHA consider ways
to facilitate the NSFs’ onward transition to studies and work. This could include working
with the local tertiary institutions to explore ways to reduce the transition time after
full-time NS.
Review MINDEF Notification Centre (MNC) and Home Team
Overseas Notification Centre (ONC) Requirements
MINDEF has regularly reviewed our exit control policies, taking into consideration the
need to maintain operational readiness and the impact on our NSmen. In 1992, when
the passport validity for NSmen was extended from two to ten years, the MNC for
SAF NSmen and ONC for SPF and SCDF NSmen were introduced. NSmen who are
overseas for more than 24 hours and less than six months are required to contact
the notification centres. Such notifications are important for operational readiness,
and serve as a psychological reminder to NSmen of their NS obligations. Over the
years, such notifications have become fully automated and can be accessed through
smartphone applications.
The CSNS recommends that only NSmen who travel overseas for more than 14 days and
less than six months be required to notify the MNC or ONC. This means that notification
will not be needed for the large majority of overseas trips made by NSmen. This will
reduce inconvenience to NSmen, while still providing MINDEF and MHA with information
on NSmen who are overseas for longer periods, which is important for manpower and
operational planning.
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Enhancing NS Management
73
Implement Make-up Training for High-Key ICTs
Improve Access to Communication and Lifestyle Devices
“I look forward to ICT because I can meet up with the friends
I made during my full-time NS. It is a chance for me to bond
with my ‘brothers’ again.”
Communication and lifestyle devices are a big part of daily life. In view of this, the SAF
has changed security zoning in a total of 29 SAF camps since 2012, to allow NSmen to
bring camera-equipped mobile phones into Green Zones of the camps, while maintaining
the security of more sensitive Red Zones.
To help NSmen stay connected to their family and work during ICT, the CSNS proposes
that they be allowed to use other electronic devices, such as tablets and laptops in nonsensitive areas within camps like accommodation blocks and cookhouses.
Better Engagement by Commanders
“My commanders were firm and reasonable. They also genuinely
cared for our wellbeing. They were my role models.”
“Commanders should communicate the rationale for certain
policies better. If we understand the rationale, we can achieve
training outcomes more effectively.”
Effective communication improves working relationships, enhances mutual
understanding and achieves better unit cohesion. The CSNS recommends that unit
commanders deepen their engagement with their servicemen to explain the need for
NS and its role in national defence and security. Commanders should also explain the
rationale behind key NS policies and practices.
NSmen celebrating the completion of their ORNS cycle.
The camaraderie that many NSmen experience is a key part of the NS journey. Building
cohesive units is crucial for operational readiness and mission success. To ensure
that servicemen are given sufficient time to make the necessary arrangements to
attend ICT, they are given at least six months’ notice for a High-Key ICT and three
months’ notice for a Low-Key ICT. When servicemen need to defer their ICT due
to unforeseen commitments, unit commanders can assess the situation and grant
deferment when there are strong grounds to do so.
To help NSmen keep pace with their ORNS training cycle, the CSNS proposes to
implement make-up training for High-Key ICTs within the same work year.
Lecture for recruits.
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Enhancing NS Management
75
A Robust NS Safety Culture
Establish NS Relations Offices
“An NS Relations Officer who knows the unit’s training and policies
well can assist with providing advice to NSmen who need help
with NS issues. I think that this face-to-face, personal touch will
be very useful.”
Today, NSmen can seek help on NS issues through various channels. For instance, they
can approach their unit commanders or contact the NS Call Centre. However, some
NSmen have more complex requests and appeals that require additional attention.
In view of this, the CSNS recommends the establishment of NS Relations Offices
at the Division or Formation level, and equivalent in the SAF, SPF and SCDF, to
deepen engagement and communication with our servicemen. NSmen will be able
to approach their NS Relations Officer who can provide dedicated assistance on their
NS-related queries.
Use Technology to Enhance NS Administration
The CSNS recommends using the latest technology to make NS administration more
efficient. This includes the introduction of NS-related mobile applications with interactive
features and smart design. These applications enable servicemen to access information
conveniently and complete their transactions smoothly.
The NS Portal is an interactive website that allows NSmen to access vital information
such as details about their ICT, as well as carry out NS-related transactions such as
booking IPPT and medical screening appointments. The NS portal can be enhanced to
be more user-friendly and updated with the latest tools to provide good service.
“We were pleased to be able to speak directly to the recruits after
watching them participate in a live grenade throwing exercise.
This helped us gain a better appreciation of what they were going
through and how they viewed safety.” – A l a n C h a n , C h a i r m a n o f t h e E x t e r n a l R e v i e w
P a n e l o n S A F S a f e t y, d u r i n g a v i s i t t o t h e B a s i c M i l i t a r y Tr a i n i n g C e n t r e i n D e c e m b e r 2 0 1 3
Safety is an SAF core value, and it is important that our servicemen continue to train
safely in a realistic environment. For the SPF and SCDF, safety is also a top priority. Robust
safety and risk mitigation measures are in place during training and operations.
In March 2013, the Safety and Systems Review Directorate (SSRD) was established.
The SSRD will review the systems within MINDEF and the SAF, placing training safety
as a key priority. The External Review Panel on SAF Safety (ERPSS) was set up to get a
first-hand view of how safety is managed on the ground and how the SAF can improve
its safety practices.
Safety and risk mitigation measures are reviewed regularly in SPF and SCDF. For
instance, SCDF introduced the Responders Performance Module (RPM) in April 2013.
The RPM is a high-tech body heat cooling and fatigue recovery station deployed at
incident sites. It prevents heat injuries and revitalises SCDF responders so that they
can quickly return to tackle the incident. As part of its training safety measures, SPF
requires that risk management be done to identify, assess and control identified risks
before the commencement of any training activity.
Members of the ERPSS interacting with recruits.
Creating a positive NS experience is essential to ensure that support for NS remains
strong in the years ahead. MINDEF and MHA should continue to enhance the NS
experience by keeping administrative processes efficient, communicating well with
our servicemen and making good use of technology.
76
Looking Ahead
77
CHAPTER 6:
Looking Ahead
Throughout the CSNS journey, we had many opportunities to connect with Singaporeans
from all walks of life and understand our collective aspirations for NS. Our stakeholders,
including national servicemen, employers, families and the community contributed useful
insights and practical suggestions. They participated in FGDs and dialogue sessions, and
contributed ideas through various feedback channels. Support for NS is high, and people
want to play a part in strengthening the institution of NS.
“NS should bring about a stronger sense of citizenship.
Everyone plays an important part in NS and we need to
strengthen Singapore by strengthening support for NS.”
The future of NS is closely intertwined with the future of our nation. Singapore has
changed significantly since full-time NS was introduced in 1967, and continues to
evolve. As we progress, there will be more at stake for us to defend. We must keep
building on the foundation that our pioneers laid, to leave a stronger NS system for
the next generation.
MINDEF and MHA should continue to enhance NS training so that it is effective and
efficient. NS administration should constantly be improved to address the needs of
servicemen and enhance the overall NS experience.
“It is my duty to serve NS. I hope the next generation will remain
committed to serving the country.”
“We need everyone to understand that NS is about sovereignty
and protecting what belongs to us.”
“Without the social stability and security provided by NS, the
educational and career opportunities we enjoy today would not exist.”
Many servicemen want to do more to defend Singapore and make Singapore a safe and
secure home. We should create more opportunities for them to do so. In addition, the
SAF Volunteer Corps should be established so that women, first generation Permanent
Residents (PRs) and new citizens can have an avenue to play a part in national defence.
As a nation, we can do more to recognise and appreciate our servicemen. The CSNS has
suggested initiatives that support servicemen in education, housing and healthcare. The
community should also play a greater role to celebrate our servicemen and be advocates
for NS.
With a common resolve and commitment to our national defence and security, we can be
confident about our shared future.
The CSNS presents the following recommendations.
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Looking Ahead 80
79
Summary of CSNS Recommendations
A Strong NS Training System
• Strengthen the NS training system by employing an additional 1,100 Regulars in
the SAF, and 230 Regulars in the SPF and SCDF, to improve training and inculcate
values more effectively. These Regulars will be well-versed in the latest training
methods and technology. They can also better emphasise and enforce training
safety. As role models, regular trainers will provide our servicemen with a better
appreciation of why they train and what they are defending.
More Opportunities for National Servicemen
to Contribute
• Increase leadership opportunities for our servicemen by raising the proportion of
officers and specialists from 30% to 40%, to meet new operational needs.
• Increase deployment flexibility for NSFs by taking into account skills and
preferences when deploying servicemen. This would maximise the contributions
of NSFs, provide them with a better NS experience and meet our operational
requirements.
• Provide more leadership opportunities and deployment options for servicemen in
service vocations (i.e. non-combat vocations) to enable them to contribute more.
Expand Community Support for National Servicemen
• Increase recognition for the families of servicemen, such as through an extension of the
Family Recognition Voucher (FRV) scheme. The number of NSmen who are awarded FRVs
could be increased from the top 10% to the top 30% of ICT performers. The quantum for
the top 10% can also be increased.
• Introduce small gifts to servicemen at significant milestones of their lives, such as marriage
or the birth of their child. Just as NS has become a part of NSmen’s lives, we care for them
and celebrate joyous moments in their lives too.
• Restructure the Advisory Council on Community Relations in Defence to comprise
(i) an Educational Institutions Council; (ii) an Employer and Business Council;
and (iii) a Family and Community Council, to deepen stakeholder engagement.
• Enhance awards for employers and individuals supportive of NS. These awards include
the “NS Mark” which recognises companies with pro-NS policies and human resource
practices, and could be a factor for consideration when companies bid for MINDEF/SAF
and Home Team contracts.
• Strengthen National Education efforts through the SAF Veterans’ League and Home Team
Veterans, to impart core national values to the younger generation and boost community
support for defence and security.
• Expand SAFRA and HomeTeamNS recreational facilities for our servicemen and their families.
• Improve community recognition by supporting community-led initiatives that recognise
servicemen and raise public awareness of NS.
• Facilitate NSFs’ transition to employment and further studies after they complete full-time NS
by expanding the range of companies and institutes of higher learning at career fairs.
• Enhance the value proposition of NS by accrediting skills that NSFs gain during NS,
and enhancing the Certificate of Service to highlight the competencies and skills
gained during full-time NS.
• Provide opportunities for NSFs to contribute as SAF, SPF and SCDF Regulars on
short contracts after they have completed their full-time NS. This will enable NSFs
to continue to contribute to the defence and security of Singapore while honing
important life skills.
• Provide scholarships to develop talents in engineering and science who will be able
to contribute to the 3rd Generation SAF.
• Expand opportunities for NSmen with relevant civilian expertise to contribute to
national defence and security in their areas of expertise.
A Positive NS Experience: Easing Administrative Restrictions
• Partner NSmen to improve their fitness by giving them more time and flexibility to meet
their Individual Physical Proficiency Test (IPPT), IPPT Preparatory Training and Remedial
Training requirements.
• Increase incentive awards for the attainment of Gold, Silver and Pass with Incentive for
IPPT, to recognise servicemen who put in the extra effort to keep fit.
• Engage schools and educational institutions to help pre-enlistees build up their fitness prior
to full-time NS.
• Reduce enlistment wait-time for pre-enlistees to between four and six months after the
completion of post-secondary education.
• Work with tertiary institutions to explore ways to reduce transition time after full-time NS.
The SAF Volunteer Corps
• Establish an SAF Volunteer Corps to enable the broader community, especially
women, first generation PRs and new citizens, to contribute to defence and
strengthen support for NS.
• Change the MINDEF Notification Centre and Home Team Overseas Notification Centre
requirements, such that notification will only need to be given for overseas trips
of more than 14 days. This will increase convenience for NSmen.
• Implement Make-up Training for high-key ICTs, which will allow NSmen to keep
pace with their ORNS training cycle.
• Allow NSmen to use electronic devices such as tablets and laptops during their ICT,
Recognition and Benefits for National Servicemen
• Revamp the NS Recognition Award into the NS HOME (HOusing, Medical and
Education) Awards to support servicemen in housing, healthcare and education
with an additional Medisave component.
• Provide life and personal accident insurance coverage for our servicemen, to cover
incidents during their full-time NS and the period of their ORNS call-ups.
in non-sensitive areas within their camps like accommodation blocks and cookhouses.
This will help NSmen remain connected to their family and work during ICT.
• Deepen engagement and communication between commanders and servicemen,
to achieve better unit cohesion.
• Establish NS Relations Offices in the SAF, SPF and SCDF to assist NSmen with complex
administrative issues.
• Harness technology to improve NS-related touch points, such as the NS Portal, to make
NS administration more efficient and user-friendly.
Looking Ahead
81
A Brighter Future for
NS and Singapore
82
The Committee to Strengthen National Service
83
The Committee to Strengthen National Service
Steering Committee
“Support for NS” Working Group
Dr Ng Eng Hen
Minister for Defence
Mr Chan Chun Sing
Minister for Social and Family Development and Second Minister for Defence
Mr Chan Chun Sing
Minister for Social and Family Development and Second Minister for Defence
Mr Zaqy Mohamad
Mr Masagos Zulkifli Bin Masagos Mohamad
Senior Minister of State, Ministry of Home Affairs and Ministry of Foreign Affairs
Chairman, Government Parliamentary Committee for Communications
and Information and Sales Director at Datacraft
Dr Amy Khor
Senior Minister of State, Ministry of Health and Ministry of Manpower
Mr Alvin Yeo
Member, Government Parliamentary Committee for Defence and Foreign Affairs;
and Senior Partner, Wong Partnership
Dr Mohamad Maliki Bin Osman
Minister of State, Ministry of National Development and Ministry of Defence
Mr Gunasekharan S/O Chellappan
Business Unit Executive, IBM
Dr Lim Wee Kiak
Former Chairman, Government Parliamentary Committee for Defence and Foreign Affairs
Mr Choo Keng Hui
Director of Student Development, Singapore Polytechnic
Mr Chan Yeng Kit
Permanent Secretary (Defence), Ministry of Defence
Mr Nicholas Fang
Lieutenant-General Ng Chee Meng
Chief of Defence Force, Singapore Armed Forces
Associate Editor, Singapore Desk, MediaCorp; and
Director, Singapore Institute of International Affairs
Brigadier-General Perry Lim
Chief of Army, Singapore Armed Forces
Dr Hsu Pon Poh
Chief and Senior Consultant Surgeon, Changi General Hospital
Major-General (NS) Ravinder Singh
Former Chief of Army, Singapore Armed Forces
Mr Kelly Koh Ben-Lin
Director of Admissions, Singapore Institute of Technology
Mr Suresh Divyanathan
Partner, Oon & Bazul LLP
Ms Low Mei Mei
Senior News Editor, Singapore Desk, MediaCorp
Mr Andy Lee
Founder, Sengkangbabies Blog
Mr Nicholas Mak
Head of Research and Consultancy, SLP International Property Consultants
Dr Bervyn Lee
Director, Office of Student Life, Singapore Management University
Mr James Ng Kian Kwang
Director of College Services, ITE College East
Dr Luisa Lee
President and Chief Executive Officer, The Farrer Park Company Pte Ltd
Mr Benjamin Ong
Chief Executive Officer, Alliance 21 Pte Ltd
Mr Danny Lien
Founder and Managing Director, Amos International (S) Pte Ltd
Mr Suhaimi Rafdi
Chief Executive Officer, Cathay Organisation Holdings
Mr Allan Lim
Chief Executive Officer, Alpha Biofuels Pte Ltd
Mr Malminderjit Singh
Correspondent, The Business Times
Mr Lim Jim Koon
Editor-in-Chief, Chinese Newspapers Division, Singapore Press Holdings Pte Ltd
A/P Paulin Tay Straughan
Vice Dean (Faculty of Arts and Social Sciences), NUS
Mr Ridzuan Bin Ismail
Chief Engineer, Catchment & Waterways Department, PUB
Mr Rae Yaw Tze Yim
Managing Director, Raptor Games
Mr Shaun Seow
Chief Executive Officer and Board Director, Mediacorp Pte Ltd
Mr Gerald Singham
Partner, Rodyk and Davidson LLP
Mr Wong Wei Peng
Founder, Canact Pte Ltd
“Recognition and Benefits” Working Group
Dr Mohamad Maliki Bin Osman
Minister of State, Ministry of National Development and Ministry of Defence
Ms Sim Ann
Minister of State, Ministry of Communications and Information and Ministry of Education
Ms Ellen Lee
Former Deputy Chairman, Government Parliamentary Committee for Defence and
Foreign Affairs; and Consultant, Ramdas & Wong
Ms Cheah Yean King, Winnie
Senior Director, American International Assurance
Mr Taranjit Singh Dhillon
Civil Service Officer and Certified Public Accountant, Singapore
Mr Foo Peow Yong, Douglas
Chairman, Sakae Holdings Limited
Mr Subash Lazar
Vice-Principal, Crest Secondary School
Mr Lo Leong Hay, Danny
Chief Executive Officer, Watt Wah Petroleum Haulage Pte Ltd
Mr Mohamed Najib Bin Mashuni
Engineer, Keppel FELS Ltd
Mr Mulyadi Bin Ahmad
Senior Manager, National Environment Agency
Mr Ong Chuen Tze, Felix
Undergraduate, Nanyang Technological University
Mr Adrian Rennie Pereira
Manager, MP Biomedicals Asia Pacific Pte Ltd
Mr Seah Kian Hong
Manager, Sincero Pte Ltd
Mr Tan Heng Huat
General Manager, Summit Planners Pte Ltd
Mr Tan Tze Hian
Associate Director, Biogen IDEC (S) Pte Ltd
Mr Yeo Wee Aik
Executive, Yamaha Music (Asia) Pte Ltd
The CSNS would like to express its appreciation to those who generously gave their time to participate in the
FGDs, dialogue sessions in NS units, Town Hall and webchat, and those who directly or indirectly assisted with
the CSNS efforts.
The CSNS Steering Committee.
84
85 Glossary
Glossary
ACCORD – Advisory Council on Community Relations in Defence
BMT – Basic Military Training
BMTC – Basic Military Training Centre
CDAU – Civil Defence Auxiliary Unit
COS – Certificate of Service
CSNS – Committee to Strengthen National Service
CTF – Combined Task Force
ERPSS – External Review Panel on SAF Safety
FGDs – Focus Group Discussions
FRV – Family Recognition Voucher
HDB – Housing Development Board
ICT – In-Camp Training
IFC – Individual Field Craft
IPPT – Individual Physical Proficiency Test
IPT – IPPT Preparatory Training
IPS – Institute of Policy Studies
OCS – Officer Cadet School
OCTs – Officer Cadets
OJT – On-the-Job Training
ONC – Overseas Notification Centre
ORNS – Operationally Ready National Service
MEC – Mobilisation and Equipping Centre
MHA – Ministry of Home Affairs
MINDEF – Ministry of Defence
MMRC – Multi-Mission Range Complex
MNC – MINDEF Notification Centre
NE – National Education
NS – National Service
NSF – Full-time National Serviceman
NSmen – Operationally Ready National Servicemen
NS HOME Awards – NS HOusing, Medical and Education Awards
NSRA – National Service Recognition Award
PPTs – Personal Performance Targets
PSEA – Post-Secondary Education Account
ROVERS – Reservist on Voluntary Extended Reserve Service
RPM – Responders Performance Module
RSAF – Republic of Singapore Air Force
RSM – Regimental Sergeant Major
RSN – Republic of Singapore Navy
RT – Remedial Training
SAF – Singapore Armed Forces
SAFTI – SAF Training Institute
SAFVC – SAF Volunteer Corps
SAFVL – SAF Veterans’ League
SCS – Specialist Cadet School
SCDF – Singapore Civil Defence Force
SPF – Singapore Police Force
SSRD – Systems and Safety Review Directorate
SVs – SAFVC Volunteers
VSC – Volunteer Special Constabulary
WDA – Workforce Development Agency
WGs – Working Groups
WSQ – Work Skills Qualification
www.strengthenNS.sg