The Workforce Singapore Career Conversion Programme (CCP) helps Singapore-registered employers hire or reskill mid-career workers into new or redesigned roles, with up to 90% salary support capped at S$45,000 per eligible employee. This page covers what the programme is, who it’s for, and how it fits SME and corporate hiring plans.
The CCP is a Workforce Singapore (WSG) initiative that co-funds an employee’s salary while they are reskilled into a new or redesigned role. It runs across multiple sector-specific pathways, from sustainability and digital marketing to overseas markets and HR functions. The defining feature is structured on-the-job training (OJT), a documented plan with measurable activities, supervision, and milestones that the funded employee follows during the programme period.
For employers, the programme reduces the cost and risk of hiring or upgrading talent in growth areas. For mid-career Singaporeans and PRs, it opens roles they may not have qualified for on paper.
Eligibility is assessed across three dimensions, the employer, the employee, and the role. All three must hold for an application to proceed.
Pathway-specific minimums apply. Examples:
See all CCP pathways for the full sector-by-sector breakdown.
Anonymised illustration of a CCP placement under the “different job scope” pathway.
A Singapore HVAC and industrial SME hired a mid-career engineer to take on a hybrid technical and customer-facing role. The position required structured exposure to service workflows, product knowledge across multiple HVAC lines, and a CRM discipline that the employee did not previously have.
Details anonymised. Funding figures are subject to WSG’s prevailing guidelines and the employer’s SME status at the time of application.
Confirm employer, employee, and role meet the eligibility framework. Map the role to the right CCP pathway and salary band.
Draft the redesigned job description, OJT plan with measurable activities and KPIs, and the supporting evidence narrative.
Compile the application pack, submit through the relevant programme channel, and respond to any clarifications.
Run the OJT for the approved duration, keeping evidence (logs, supervisor sign-offs, training records) in a single tracker.
Submit periodic salary-support claims with the supporting evidence; reimbursements flow to payroll.
For the detailed employer journey including timelines and deliverables at each stage, see the CCP-for-employers process guide.
Up to S$45,000 per eligible employee on a single CCP placement. The exact amount depends on the employee’s monthly salary, the pathway’s OJT duration, and whether your company qualifies for SME-enhanced rates (90%) or the standard rate (70%).
Yes, provided the role is being meaningfully redesigned (typically at least 50% change in job content) and the employee will follow a structured OJT plan to acquire the new skills required. Pure title changes or minor scope tweaks won’t qualify.
Typical end-to-end timelines are 2 to 6 weeks depending on the pathway, document readiness, and the volume of clarifications requested by the assessor. Sustainability and overseas-market pathways tend to need more iteration than “different job scope” placements.
Roles in digital marketing, sustainability and ESG, HR and people functions, sales and business development, design, biomedical manufacturing, wholesale trade, hotel and tourism, infocomm, and built-environment professions. The full sector list is in the CCP pathways reference.
Some employers stack the CCP with related schemes like the SkillsFuture Enterprise Credit (SFEC) or sector-specific transformation grants. Combinations depend on the role, the timing, and which costs each scheme actually covers, we work this through during scoping. See CCP vs JGI vs SFEC for a comparison.
Standard pack: company ACRA particulars, employment contract, salary evidence, CPF contribution statements, previous employment history (for the candidate), signed undertakings, the redesigned job description, and the OJT plan. Pathway-specific evidence may be added.
Salary support is claimed only for periods the employee is actually employed and undergoing OJT. Mid-programme exits typically end the placement; previously claimed support is not generally clawed back if the engagement was genuine, but the unclaimed remainder lapses.
No. Larger Singapore-registered employers can apply too. SMEs typically attract the enhanced co-funding rate (90% vs 70%) and longer support windows, but the eligibility framework itself is open to corporates of any size.