APPLICATION FORM
WorkPro is a new programme jointly developed by the Ministry of Manpower (MOM) and the Singapore Workforce
Development Agency (WDA), in consultation with the Singapore National Employers Federation (SNEF) and the National
Trades Union Congress (NTUC). The programme aims to augment local manpower, foster progressive workplaces and
strengthen the Singaporean core in our workforce.
The WorkPro Programme provides one-stop funding support and assistance for employers to re-design jobs and improve
workplace practices, as well as incentives to encourage the recruitment and retention of local employees, in particular
the Mature and Back-to-Work Locals.
Singapore National Employers Federation (SNEF) and National Trades Union Congress (NTUC) are the only official
programme partners appointed to market and administer WorkPro. Companies should approach only SNEF/NTUC for
assistance and advice to apply for WorkPro. This is a free service at NO cost to all companies. Only applications made by
the company applicants themselves and submitted to SNEF/NTUC will be recognised and considered for funding under
WorkPro. Application made by private consultants or external parties to act on a company’s behalf will not be
entertained.
Please fill up all fields under Company Information and indicate your areas of interest. Depending on whether all
documents are in order, we seek your understanding should the application process be delayed and this could take up to
6 weeks. Thank you.
COMPANY INFORMATION
Registered Name of Company:
Mailing Address:
Name / Designation of Contact Person:
Unionised Company:
Industry Sector /
Yes
No
Business Activity:
Total no. of
employees (includes
work pass holders):
ACRA No:
Contact Number:
Email Address:
Owns one or
more
subsidiaries:
Yes
No
Has one or
more sister
companies
Yes
No
No. of
Singapore
Citizens (SCs)
employees:
No. of
Singapore
Permanent
Residents
(SPRs)
employees:
My company is a Small Medium Enterprise (SME), defined as an enterprise with annual sales turnover of not more than
$100 million or employing no more than 200 staff:
Yes
No
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My company would like assistance in the following area(s):
You may tick more than 1 box of the four categories A, B, C, D and their corresponding areas.
Please refer to Factsheet attached for more information on each component.
Companies will also need to furnish the relevant information in the respective Annexes depending on the areas of
assistance selected.
A.
B.
Age Management
Grant
Job Redesign Grant
 For Mature Workers (i.e.
40 years & above)
C.
D.
Work-Life Grant
 For Back-to-Work
Locals*
Fair Employment Practices
Performance Management
Multi-generational Workforce
Training / Re-training of
Mature Workers
Workplace Well-Being
Programmes
Re-employment
Job Re-design Training
All of the above
Consultancy
Equipments / Automation
Work process re-engineering
Training of newly hired
workers
HR policies / systems
All of the above
Developmental Grant
Implement flexible work
arrangements
Implement selected
employee support
schemes e.g. lactation
facility
Recruitment &
Retention Incentives
for Mature Workers
and Back-to-Work
Locals
Mentorship Allowance
On-the-Job Training (OJT)
Allowance
New Hire Retention
Incentive
All of the above
FWA Incentive
Apply for FWA incentive
* Back-to-Work Locals refer to SC or SPRs aged 30 and above who have been unemployed for three months or more.
Mature Workers refer to SCs or SPRs aged 40 years and above. Mature Workers who have been unemployed for the past
three months or more will be considered as a Back-to-Work Local for Recruitment and Retention Incentives.
Referred by:
SNEF
e2i
NTUC ULive
NTUC Women’s Development Secretariat
WDA (Pls specify name of WDA division: _____________________________)
CET Centres (Pls specify name of CET Centre: ______________________________)
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Annex A: Age Management Grant
This section should be completed for companies who are applying for the Age Management Grant
under WorkPro. The Age Management Grant is intended to benefit Mature Workers who are SCs or
SPRs.
AGE PROFILE OF MATURE LOCAL EMPLOYEES AS AT DATE OF APPLICATION
(I) EXISTING STAFF AGED 40 – 54
No
Name (As in NRIC)
NRIC No
Age
Gender
SC or
SPR
Worker’s
highest
qualification
(eg. ‘O’
levels,
Diploma etc)
Worker’s gross monthly
salary (in S$) – please
choose one of the
following(a, b, c, or d):
(a)$0 - $1500
(b)$1501 - $1900
(c)$1901 - $3000
(d)$3001 - $4500
(e)$4500 and above
Worker’s
highest
qualification
(eg. ‘O’
levels,
Diploma etc)
Worker’s gross monthly
salary (in S$) – please
choose one of the
following(a, b, c, or d):
(a)$0 - $1500
(b)$1501 - $1900
(c)$1901 - $3000
(d)$3001 - $4500
(e) $4500 and above
(II) EXISTING STAFF AGED 55 AND ABOVE
No
Name (As in NRIC)
NRIC No
Gender
Age
SC or
SPR
Please give a short write-up of the Age Management practices that you intend to put in place,
and how the Age Management Grant will be utilised. Your proposal should to include (i) the
current situation; (ii) the age management practice proposed for implementation; and (iii)
describe how the age management practices would benefit the Mature Workers.
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Annex B: Job Redesign Grant
This section should be completed for companies who are applying for the Job Redesign Grant under
WorkPro. The Job Redesign Grant is intended to benefit Mature Workers or Back-to-Work Locals
who are SCs and SPRs. Please refer to the WorkPro factsheet on items that can be supported under
the Job Redesign Grant.
(I) PROPOSAL OF JOB REDESIGN FOR MATURE WORKERS1
(a) Breakdown of staff to be recruited and retained through the Job-Redesign Grant
No. of new workers aged 40 and above to be recruited (with at least one year
contract term)
No. of existing staff aged 55 and above to be retained
Please give a short write-up of the job redesign initiatives. Your proposal should include the (i)
current situation, (ii) proposed job redesign, (iii) describe how the job redesign will increase the
productivity of the workers and lastly, (iv) how the job redesign will benefit the workers.
(i) Current situation and problem/issue
(ii) Proposed job redesign
(iii) Productivity Improvements2
(iv) Other benefits for the workers and/or company
(b) Cost of redesign project (please note that GST is not funded under WorkPro)
S/N
1
2
ITEM(S)
PROJECT OBJECTIVES
PROPOSED
QUANTITY
UNIT
TOTAL
COST W/O COST W/O
GST (S$)
GST (S$)
Defined as SCs and SPRs aged 40 and above.
For instance, reduction in inputs needed (financial/cost, time, manpower) or increases in output or quality.
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(II) PROPOSAL OF JOB REDESIGN FOR BACK-TO-WORK LOCALS3
(a) Breakdown of staff to be recruited and retained through the Job Redesign Grant
No. of Back-to-Work Locals to be recruited (with at least one year contract term)
No. of existing staff to benefit from Job Redesign
Please give a short write-up of the job redesign initiatives and your proposal needs to include
the (i) current situation, (ii) proposed job redesign, (iii) describe how the job redesign
increase productivity of the Back-to-Work Locals and lastly, (iv) how the job redesign benefit
the Back-to-Work Locals:
(i) Current situation
(ii) Proposed job redesign
(iii) Productivity Improvements4
(iv) Other benefits for the Back-to-Work Locals and/or company
3
4
Defined as SCs or SPRs aged 30 and above who have been unemployed for 3 months or more.
For instance, the improvements in inputs (financial/cost, time, manpower savings) or increases in output or quality.
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(b) Cost of redesign project (please note that GST is not funded under WorkPro)
S/N
ITEM(S)
PROJECT OBJECTIVES
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PROPOSED
QUANTITY
UNIT
TOTAL
COST W/O COST W/O
GST (S$)
GST (S$)
Annex C: Work-Life Grant
Work-Life Ambassador
The company is required to appoint a work-life ambassador from the senior management who will
be responsible for championing a work-life friendly workplace and communicating the company’s
work-life policies to employees. Please provide the details of the work-life ambassador below.
i) Name
ii) Designation
iii) DID
iv) Email
(I) Developmental Grant
Have you been a beneficiary of the Work-Life Works! (WoW!) Fund before 1st April 2013?
Yes
No
Project details
1) As part of the Developmental Grant project, companies must formalise at least 2 new types of
Flexible Work Arrangements (FWAs). Under ‘Details’, please provide information on:
a. A brief description of the new FWAs
b. Which group of employees will benefit from the FWAs (e.g. administrative, operations,
sales etc)
c. How do the FWAs address employees’ work-life needs?
FWAs
Flexi-time
Employees can vary their working time to suit their work
and personal commitments so long as they work the
total hours agreed for an accounting period – usually a
week or month – in the office. For e.g., staggered hours.
Criteria: Staggered hours is a form of flexi-time. In such
an arrangement, employers usually provide employees
with the flexibility to vary their start and end times by at
least a 2-hour time band i.e., employees can start work
between 7am and 9am, and end work accordingly.
Flexi-place
Employees perform work at their own choice of location
other than the office, e.g. in the employees’ home etc.
The employee may be required to spend certain ‘core’
times or days in the office to stay in touch with
developments in the organisation.
Criteria: Employees must be allowed the flexibility to
work away from the office at least 24 times in a year (or
its equivalence).
Part-time
Criteria: Employees normally work for less than 35 hours
a week. This includes those who work half-days or only
some days per week, but excludes employees on
compressed work-weeks, as well as casual or temporary
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Details
staff.
Other FWAs
Please provide details.
Estimated number of employees that will
benefit from the FWAs
(Note: to qualify for the payout, employers must ensure
that at least 15% of the total workforce will be utilising
the FWAs)
If companies intend to implement employee support schemes as part of the project, please include
details below:
Employee Support Schemes
Details
Employee support schemes
E.g. lactation room, family day, bring children to work,
personal work-life effectiveness (PWLE) programme etc
2) Project Expenditure Breakdown (please note that GST is not funded under WorkPro)
UNIT COST
TOTAL COST
ITEM(S)
PROJECT OBJECTIVES
QUANTITY
W/O GST (S$)
W/O GST (S$)
Work-life training
(compulsory)
Total
3) (Optional) Work-Life Consultancy
Companies may engage a work-life consultant (an external third party) to provide assistance and
advice on work-life issues. Only consultancy fees charged by consultants listed on SNEF or NTUC
websites will be eligible for reimbursement under the Developmental Grant.
Consultant
Company
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(II)
FWA Incentive
If your company wishes to apply for the FWA Incentive, please complete the following selfassessment checklist before submitting your application.
S/N
1
2
3
4
5
6
Self-assessment Checklist
My company has/will formalise HR policy on 2 or more FWAs
recognised under the Work-Life Grant5 and have communicated it to all
the employees
I have/will have at least 30% of my employees on FWAs (subject to a
minimum of 5 Singaporean employees, whichever is higher)
(With reference to Qn 2) I have/will ensure that at least half of them
are Singaporean employees
I have/will ensure that no more than 6 in 10 employees counting
towards the 30% utilisation requirement are on the same FWA type
I understand that this is a 3 years programme and my company will
commit to it
I understand that to receive the subsequent 2nd and 3rd years of
payout, I need to demonstrate continuous improvements to work-life
harmony at the workplace
Yes/No (please tick
accordingly)
Yes
No
Yes
No
Yes
No
Yes
No
Yes
No
Yes
No
If your answers are ‘Yes’ to all the questions above and would like to apply for the FWA Incentive,
please indicate here
Yes
No
The administrator will work with you subsequently to collect the necessary data for the application.
5
The three broad FWA categories recognised under the Work-Life Grant are flexi-time, flexi-place and part-time.
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Annex D: Recruitment and Retention Incentives
This section should be completed for companies who are applying for the Recruitment and Retention
Incentives for Mature Workers and Back-to-Work Locals. Only Singapore Citizens (SCs) and Singapore
Permanent Residents (SPRs) can benefit from this grant. Please refer to the WorkPro factsheet on
the three recruitment and retention incentives under WorkPro.
Please note the following requirements in the grant components:
(I) Mentorship allowance: all companies have to assign a trained mentor from the companies to all
newly-hired Back-to-Work Locals to benefit from any recruitment and retention incentives for a
period of 3 months. If companies do not have trained mentors, they should send existing staff for
mentorship training, e.g. WSQ mentoring courses.
(II) On-the-Job (OJT) Training Allowance: this is only applicable for newly-hired Back-to-Work Locals,
and if the company has implemented OJT for these employees, for 2 months. Companies would need
to submit a structured OJT plan to claim for this component. The worker must be retained for at
least 3 months.
(III) New Hire Retention Incentive: this is applicable for newly-hired Mature Workers or Back-toWork Locals who are retained on the job for at least 6 months. The following are the eligibility
criteria for companies to benefit from the recruitment and retention incentives:
1. Companies must apply and implement for at least 1 of the following grants:
a. Age Management Grant
b. Job Redesign Grant
c. Work-life Grant
2. All positions must offer minimum employment duration of 12 months.
3. Only applicable for positions with a monthly gross salary of up to $4,500.
4. Only for new hires hired through WorkPro Programme Partners (NTUC, e2i and SNEF) or via
rerferrals from WDA Career Centres and Caliberlink
(I)
Projected number of job vacancies for the Mature Workers6 and Back-to-Work Locals7
(II)
Job Description for the recruitment and retention of Mature Workers and Back-to-Work
Locals
Permanent or contract
Job Title 1
(For contract please indicate
the contract period)
6
7
No. of Full Time
No. of Part Time
Vacancies
Vacancies
Defined as SCs or SPRs aged 40 and above.
Defined as SCs or SPRs aged 30 and above who have been unemployed for 3 months or more.
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Qualification(s)
Years of Experience
Skills Required (if any)
Salary
Job Description (pls
indicate if job offers
flexible work
arrangements)
Permanent or contract
Job Title 2
(For contract please indicate
the contract period)
No. of Full Time
No. of Part Time
Vacancies
Vacancies
Qualification(s)
Years of Experience
Skills Required (if any)
Salary
Job Description (pls
indicate if job offers
flexible work
arrangements)
Please attach separate sheets if necessary.
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DECLARATION
(To be completed by applicant company)
Yes / No
1. This is the first time the applicant-company is applying to the WorkPro Programme
since its inception in April 2013. None of the applicant-company’s related
companies (including parent company, wholly-owned / majority-owned / partiallyowned subsidiary, associated / affiliated companies, branch, or any other business
entity with a substantial managerial or functional overlap) has applied for the
WorkPro programme before this application is made.
2. This is the first time the applicant-company is applying for WorkPro funding
pertaining to the proposed project.
3. The company and its directors, shareholders, partners, employees or any other
person related to the aforesaid persons is not given any monies, loans, rebates,
discounts, refunds, liquidated damages or any other payment, whether in cash or in
kind, by consultants or vendors or their directors, shareholders, partners,
employees or any other person related to the aforesaid persons, in connection to
the project; and there is no intention to give such monies, loans, rebates, discounts,
refunds, liquidated damages or any other payment.
I/We understand that exchange of such monies, loans, rebates, discounts,
refunds, liquidated damages or any other payment without seeking the approval
of Ministry of Manpower / Singapore Workforce Development Agency constitutes
an offence under the Penal Code.
4. The facts stated in this application and the accompanying information are true,
complete and correct to the best of my knowledge and I have not
withheld/distorted any material facts.
I/We understand that if I/We obtain the grant by false or misleading statements,
I/We may be prosecuted, and in addition, the Ministry of Manpower may, at its
discretion, withdraw the grant and recover immediately from my company any
amount of the grant that may have been disbursed.
5. The applicant-company shall agree to release the information on job vacancies to
employment facilitation touchpoints of Singapore Workforce Development Agency
to facilitate the placement of relevant individuals into suitable job positions.
6. The applicant-company shall agree to being profiled by the media as a beneficiary of
the WorkPro Programme when approached by the Ministry of Manpower or the
Singapore Workforce Development Agency.
7. The applicant-company understands that it is its responsibility to ensure that the
timelines and outcomes of the various grant components are met. The applicantcompany should also make timely submission of the relevant documents when
claiming for the various grant components under WorkPro.
8. I/We am aware that I/We can apply for WorkPro directly through SNEF or NTUC
who are the appointed programme partners for WorkPro. The grants received
under WorkPro should be used mainly for the company to implement measures to
benefit the targeted employees, e.g. Mature Workers for age management grant.
Companies that require assistance or consultancy services should approach SNEF or
NTUC as they will offer such assistance to companies under WorkPro at NO cost.
WDA reserves the right to, through SNEF/NTUC, to reject WorkPro applications
based on our internal evaluation, and/or to recover from companies funds provided
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or disbursed under WorkPro should the funds be used for a purpose (or purposes as
the case may be) other than the purpose (or purposes) which the funds ought to be
used or for other reasons such as submission of untruthful information.
Signature & Company Stamp
Name
Designation
Note: Only the sole proprietor, partner or company director
of the applicant company, as registered with ACRA,
professional bodies or registry of societies, may sign this
declaration.
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Date