MINISTRY OF MANPOWER

DR LEE BOON YANG Minister for Manpower

1. Manpower 21 is the blueprint for developing our manpower resources. Its key components comprise manpower planning, manpower development, attracting international talent, occupational safety and health, and tripartite co-operation and industrial harmony.

Manpower Planning and Policy

2. We will set up a comprehensive manpower planning system including a National Manpower Council to address our manpower needs. We will provide training to upgrade and develop workers for high growth industries. For the declining industries, we will assist displaced workers to re-skill and move on to alternative jobs.

Manpower Development

3. Singaporeans must expect to re-skill themselves several times over their working lives. We will work closely with employers, industry groups, unions, community organisations and training providers to create a "School of Lifelong Learning". This will comprise:

a. National Skills Recognition System to establish and recognise skills standards in all industries. This will help workers to acquire new skills on a modular basis, and be certified as they progress.

b. continued support for the Skills Redevelopment Programme (SRP) to upgrade older, less-educated workers and prepare them for higher value-added jobs.

c. information and guidance for individuals to make decisions about career and learning opportunities. We will set up a network of one-stop career centres in partnership with the Community Development Councils, as well as provide such information through the Internet.

d. expanded training infrastructure to cater to the increased demand for continuing education and training, including the adoption of in-employment training by post-secondary educational institutions.

e. lifelong learning among the people. The promotion programme will include an annual Singapore Learning Festival with an array of learning-related activities at the national, corporate and community levels.

International Talent

4. We will work towards making Singapore a talent capital, an intellectual focal point where diverse talent from all over the world congregate and supplement our own talent.

5. We will co-ordinate the national effort to augment our talent pool by reaching out to talent around the world through our expanding network of overseas Contact Singapore offices. We will streamline policies and programmes to facilitate the inflow of talent. We have simplified work pass rules and procedures governing the entry, work and stay of foreign talent. We will also review our work permit policy to reduce the proportion of unskilled work permit holders in favour of those who are better skilled and qualified. Occupational Safety and Health

6. Every worker matters and is entitled to a safe and healthy work environment. Our laws to protect workers' safety and health will be strengthened. We will provide safety and health training for all levels of workers and promote a culture of safety and health as a way of life. We will enforce safety and health laws, particularly for industries with poor safety records like the construction sector. We will establish a responsive work injury compensation system that promotes accident prevention.

7. Maintaining high standards of safety and health at work requires the commitment and efforts of both employers and workers. We will work closely with employers, unions and other agencies to achieve a safe and healthy work environment for all.

Tripartite Co-operation and Industrial Harmony

8. Industrial harmony is key to building a globally competitive workforce. We will strengthen tripartite partnership between the Government, employers and trade unions to foster stronger teamwork and preserve our harmonious industrial relations climate.

Wage Flexibility

9. To adapt to rapid changes in the business environment, we need a more flexible wage system. The Ministry will work closely with employers and trade unions to implement the monthly variable component (MVC) as recommended by the NWC, so that companies can adjust their monthly wage bill quickly when the need arises, to remain competitive and minimise job losses.

10. We will refine the components of our employment benefits system, including the implementation of medical co-payment and the adoption of a more rational approach in the payment of retrenchment benefits so that companies can have greater flexibility in managing their wage costs.

Social Security

11. The employers' CPF contribution has again proved an effective mechanism of last resort, to reduce wage costs in a downturn. As the economy recovers, we will restore the contribution rate as quickly as possible, at a pace which will not hurt our competitiveness.

12. We will refine the CPF system, to ensure members have adequate savings to meet old-age needs and medical care. We will explore new avenues for CPF members to invest their savings for higher returns, taking into consideration the changing workforce profile and the ageing population. For the self-employed, we will encourage them to save beyond the Medisave to better meet their old age needs. We will also encourage CPF members to plan early for adequate financial security for their retirement.