What counts as reskilling under CCP? Examples and success stories
Many employers are unsure what Workforce Singapore considers true reskilling. Below are practical guidelines and case studies from projects supported by BizGrants.
How Workforce Singapore views reskilling
- The job must change in a meaningful way, often at least 50% of daily work
- Reskilling is not simply a promotion or routine upskilling
- There must be a new set of tools, systems or responsibilities
- Structured OJT is required, not just informal shadowing
Reskilling examples
- Admin Executive to HR Digitalisation Lead. From basic admin to managing HRIS, automation and analytics, with OJT on HR systems, process design and reporting.
- Marketing Manager to Sustainability Manager. From campaigns to ESG reporting and sustainable procurement, with OJT on carbon accounting and sustainability frameworks.
- Customer Service Executive to Data Analyst. From front line support to dashboard building and insight generation, with OJT on Excel automation, BI tools and process review.
What your OJT plan should show
- Clear mapping of old vs new responsibilities
- Milestones that describe what the staff will learn and deliver
- Supervisor with sufficient domain expertise
- Reference to SkillsFuture or sector frameworks if available
FAQ on reskilling in CCP
- Q: Is a short course enough to count as reskilling?
A: A course alone is not enough. The job itself must change and be supported by OJT.
- Q: Can a promotion be funded as reskilling?
A: Only if the work content also changes significantly, not just the job title.
- Q: Do we have to customise OJT by role?
A: Yes, each role requires its own OJT plan. Generic templates will not be accepted.
→ Next: The true cost of CCP, flat fee vs success based vs traditional consulting
See which roles are eligible for CCP
