What Counts as “Reskilling” Under CCP? (Singapore Examples & Success Stories)
Many Singapore employers struggle with the definition of “reskilling” for Career Conversion Programme (CCP) funding. What really qualifies as a substantial change? What will Workforce Singapore approve? Here’s how BizGrants Consulting approaches reskilling for successful CCP applications—with real case studies and OJT examples.
How Workforce Singapore Defines “Reskilling”
- The job role must change by at least 50% in terms of daily tasks, tools, or core skills required
- Reskilling is not just a promotion or routine upskilling—it involves a shift in job function or domain
- The staff must undergo structured On-the-Job Training (OJT) with new learning objectives, not just shadowing or observation
- Funding is prioritised for digital, tech, sustainability, HR, marketing, operations, and new growth roles
Reskilling Case Studies (BizGrants Consulting)
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Admin Executive to HR Digitalisation Lead
Company: SME in services
Reskilling: Transitioned from general admin (payroll, filing) to managing digital HR systems, staff analytics, and e-leave platforms. OJT focused on HRIS setup, process design, and compliance reporting.
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Marketing Manager to Sustainability & ESG Manager
Company: F&B chain
Reskilling: Moved from campaign management to overseeing carbon reporting, green procurement, and sustainable business transformation. OJT included GHG accounting, ESG reporting, and sustainability frameworks.
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Customer Service Executive to Data Analyst
Company: Logistics SME
Reskilling: Shifted from front-line support to analysing operational data, dashboard creation, and business intelligence tools. OJT covered Excel automation, Power BI, and process analysis.
What Should Your OJT Plan Include?
- Clear mapping of old vs new job scope—quantify what is changing (tools, responsibilities, KPIs)
- Milestones with training outcomes and practical application (“Learn to develop ESG reports”, “Implement new HRIS”, “Perform data cleansing and dashboarding”)
- Supervisor/mentor with domain expertise (HR, ESG, digital, etc.)
- Reference to SkillsFuture or sectoral frameworks (if available)
FAQ – CCP Reskilling in Singapore
- Q: Is upskilling considered reskilling for CCP?
A: Only if it results in a substantial job change—simple upskilling or a minor course is not enough.
- Q: Can promotions be funded as reskilling?
A: Only if the job function and day-to-day work changes significantly (e.g. Admin Exec promoted to Digital Transformation Lead).
- Q: Does the OJT plan have to be customised?
A: Yes. “One-size-fits-all” or generic OJT plans will not be approved by Workforce Singapore.
→ Next: The True Cost of CCP: Flat-Fee, Success-Based vs. Traditional Consulting
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