Overview

Career Conversion Programmes (CCPs) are programmes run by Workforce Singapore (WSG) to help mid-career individuals (new hires or existing employees) reskill/convert into growth job roles with good long-term prospects. For employers, CCPs offer salary support during the training/transition period to reduce the cost burden of reskilling. CCPs are aligned with Industry Transformation Maps (ITMs) and Jobs Transformation Maps (JTMs), ensuring participants move into roles aligned with industry trends and future demand.

Support Details

Support Rate

From 1 April 2024 - Standard rate: up to 70% monthly salary (SC/PR <40), Enhanced rate: up to 90% for mature (≥40) or long-term unemployed participants. For Attach-and-Train: 50-70% training allowance support

Cap

Monthly salary support capped at S$5,000/month (standard rate) and S$7,500/month (enhanced rate). Course fee grant at 70% for applicable external training courses

Project Duration & Scope

CCP training durations typically range from 3 months to 24 months depending on reskilling requirements

Eligibility Criteria

Must be Singapore Citizen (SC) or Permanent Resident (PR)
Age ≥ 21 years and graduated/completed National Service for at least 2 years
For new hires: job being reskilled for must be substantially different from previous roles
For existing employees: new role must be a growth job under ITMs/JTMs
Should not be shareholder, immediate ex-employee, or related to owners of employer
Employer must be registered/incorporated in Singapore with valid UEN
Must offer full-time employment contract (or at least 1 year contract terms)
Employer must commit to On-the-Job Training (OJT) arrangements

Supported Categories

Place-and-Train: Employer hires new mid-career individual for growth job role with training during transition period

Attach-and-Train: Employer acts as host/placement organisation providing attachments/training to jobseeker

Job Redesign/JR Reskilling: Existing employees' roles are redesigned/expanded and they are reskilled for new growth roles

Application Process

Explore and register interest in CCPs via MyCareersFuture/conversion portal

Identify CCP relevant to your sector/role (manufacturing, ICT, services)

Employer nominates individual (new hire or existing employee) for CCP

Submit application via WSG/programme partner system with required documents

Include employment contract, training plan/curriculum, role descriptions

Wait for approval and receive confirmation/award letter

Undergo training/conversion period with OJT, external training as required

Submit monitoring reports/evidence during training period

Complete conversion and validate successful transition to growth job role

Receive disbursement after validation as per CCP rules

Processing Time

Application processing varies by CCP programme, Training duration: 3-24 months depending on role requirements

Project Duration & Completion

CCP training durations typically range from 3 months to 24 months depending on reskilling requirements

Best Practices for a Successful Application

Apply before incurring any costs or signing contracts/payments linked to CCP training

Ensure role conversion requirement is clear - must be substantially different or growth job

Prepare comprehensive documentation for monitoring and compliance requirements

Understand salary support caps - only portion within cap is supported even if actual salary is higher

Verify training courses are CCP-approved and within programme structure

Ensure both employer and trainee commitment to training and conversion path

Avoid double claiming overlapping grants for same costs

Plan for potential clawback risk if conversion does not proceed or conditions violated

Sample Use Cases & Scenarios

Manufacturing company reskilling shopfloor workers into automation/control roles

Tech company converting non-ICT staff into software/data roles under tech CCPs

Service firms redesigning roles (digital marketing, analytics) and reskilling existing staff

Lower cost barrier for reskilling with salary support reducing employer cost risk

Talent pipeline building for emerging/growth roles aligned to industry demand

Boosting retention, mobility, and job satisfaction for mid-career workers

Additional Information

Recent Enhancements (Budget 2024/MOM Updates): Salary Support Cap Increases: • For mature/long-term unemployed: cap raised from S$6,000 to S$7,500/month • For other participants: cap raised from S$4,000 to S$5,000/month • Enhanced support rates up to 90% for mature (≥40) or long-term unemployed participants Expanded Scope for Existing Employees: • Previously only employees in at-risk roles could be reskilled • Now any existing employee can be supported if new role is growth job under ITMs/JTMs Structured Career Planning (SCP): • Workshops for HR/employers to better support reskilling/conversion journey • Integration with career planning tools and resources Stacking Benefits: • CCP is supported under SFEC for employer's claim of out-of-pocket costs • Can combine with other workforce development initiatives Challenges to Watch: • Must not start training/pay costs before CCP approval • Role must qualify as growth job or substantial conversion • Adherence to reporting and compliance requirements is essential • Course/training must be within CCP's approved structure