If you understand what the CCP is and how the application process works, the next question is the money: how much, when, and against what evidence. This page covers the funding mechanics, salary support caps, the 70% vs 90% co-funding split, claim cycles, evidence requirements, and timing from approval to payout.
CCP salary support is a reimbursement, not an upfront grant. The employer pays the employee’s monthly salary in full throughout the OJT period, then claims back a percentage from Workforce Singapore: 70% standard, or 90% for SMEs and mature workers, capped at S$45,000 per eligible placement. Claims are submitted against documented evidence (OJT logs, payroll proof, supervisor sign-offs) and reimbursed within roughly 4–8 weeks of submission.
A worked example: an SME hires a mid-career Singaporean into a Sustainability Manager role at S$5,000/month, on a 6-month OJT under the ESG/Sustainability pathway.
For higher-salary placements or longer OJT durations (e.g., biomedical manufacturing at 12 months), the cap is the binding constraint rather than the monthly rate. We model the trade-off during scoping so the structure is optimised before submission.
Anonymised illustration of how the overseas-markets pathway uses the longer OJT window.
A Singapore-based business hired a mid-career professional for a regional International Markets Manager role with on-the-ground execution responsibilities in a target overseas market. The CCP overseas-markets pathway supports a longer OJT window (up to 9 months) reflecting the time needed to build market-specific commercial capability.
Details anonymised. Funding figures are subject to WSG’s prevailing guidelines and the employer’s SME status at the time of application.
S$45,000 per eligible employee. The actual amount depends on the monthly salary, the co-funding rate that applies (70% standard or 90% enhanced for SMEs and mature workers), and the OJT duration of the chosen pathway.
Two factors: (1) whether the employer qualifies as an SME under the prevailing definition, and (2) whether the employee is a mature worker. Both criteria are checked at application time. Most SMEs hiring or reskilling a Singaporean PMET into a redesigned role will qualify for the enhanced 90% rate.
Yes. CCP salary support is a reimbursement, not an upfront grant. You pay the employee’s salary in full each month, then claim a percentage back at the end of the OJT period (or in cycles for longer placements).
Typically 4–8 weeks from claim submission to reimbursement reaching the employer’s bank account. Faster turnarounds happen when the evidence pack is complete on first submission and no clarifications are requested.
No. Support is only claimed for OJT periods that fall within the approved start and end dates of the placement. Salary paid before the official OJT start is not reimbursable.
Claims for completed months are still submittable. Future months not delivered cannot be claimed. Previously approved support that has been paid is generally not clawed back if the engagement was genuine, but the unused balance lapses.
Sometimes. Eligibility windows and overlapping coverage matter. JGI is a hiring-side incentive; SFEC is a training-side credit. CCP is the OJT-anchored salary support. We model combinations during scoping so each scheme covers a distinct cost. See the CCP vs JGI vs SFEC comparison.
Per eligible placement, meaning per employee per CCP application. A company running multiple CCP placements (each with their own redesigned role and OJT plan) can claim up to the cap on each placement separately.