here - Singapore National Employers Federation

Transcription

APPLICATION FORM
WorkPro is jointly developed by the Ministry of Manpower (MOM) and the Singapore
Workforce Development Agency (WDA), in consultation with the National Trades Union
Congress (NTUC) and the Singapore National Employers Federation (SNEF). The scheme
aims to augment local manpower, foster progressive workplaces and strengthen the
Singaporean core in our workforce.
WorkPro provides funding support and assistance for employers to adopt age management
practices, facilitates job redesign and improve workplace practices, as well as incentives to
encourage the recruitment and retention of local employees, in particular the back-to-work
locals and mature workers.
NTUC and SNEF are the only official Programme Partners appointed to market and
administer WorkPro. Interested applicants should approach only *NTUC/SNEF (*delete
where appropriate) for assistance and advice to apply for WorkPro. This is a free service at
NO cost to all applicants. Only applications made by the applicants themselves and
submitted to *NTUC/SNEF (*delete where appropriate) will be recognised and considered for
funding under WorkPro. Applications made by private consultants or external parties who act
on the applicant‟s behalf will not be entertained.
Please fill up all fields under Business Entity Information, indicate your areas of interest
and furnish all relevant and supporting documents required for the application. We seek your
understanding in the application process which may take up to eight weeks. Thank you.
Business Entity Information
Registered Name of Business Entity:
Mailing Address:
Name / Designation of Contact Person:
ACRA Number:
Contact Number:
Email Address:
Is
your
business entity
unionised?
Yes
No
Total number
of employees
(includes
work
pass
holders):
Industry
Sector
Business
Activity:
Owns one or
/ more
subsidiaries:
Yes
No
Has one or
more
sister
companies
Yes
No
Number of
Singapore
Citizens
(SCs)
employees:
Number of
Singapore
Permanent
Residents
(SPRs)
employees:
My business entity is a Small Medium Enterprise (SME), defined as an enterprise with
annual sales turnover of not more than $100 million or employing no more than 200
employees:
Yes
No
Version 1.7 effective as at 7 January 2015
Page 1 of 18
Please indicate your areas of interest in A, B, C, D and their corresponding areas, you may
tick more than one component.
Please refer to the WorkPro factsheet for more information on each component.
You will also need to furnish the relevant information in the respective Annexes depending
on the areas selected.
A.
B.
Age
Management
Grant
Fair Employment
Practices
Performance
Management
Multi-generational
Workforce
Training / Re-training of
Mature Workers
Workplace Well-Being
Programmes
Re-employment
All of the above
C.
Job Redesign
Grant
 For mature workers
D.
Recruitment &
Retention
Incentives for
Mature Workers
and Back-toWork locals
Work-Life
Grant
(i.e. 40 years &
above)
 For back-to-work
locals*
Consultancy
Equipments /
Automation
Work process
re-engineering
Training of newly-hired
workers
HR policies / systems
All of the above
Developmental Grant
Pilot flexible work
arrangements
(FWAs)
Formalise FWAs
Implement selected
employee
support
schemes such as
lactation facility
All of the above
FWA Incentive
Apply for
incentive
On-the-Job Training
(OJT) Allowance
**New Hire Retention
Incentive (NHRI)
Mentorship Allowance
(optional)
All of the above
FWA
*Under WorkPro, back-to-work locals refer to Singapore Citizen (SCs) or Singapore Permanent Residents
(SPRs) aged 30 and above and have not been working for the past three months or more. Mature workers refer
to SCs or SPRs aged 40 years and above.
**Employers must first tap on either the Age Management Grant, Job Redesign Grant or Work-Life Grant to
apply for NHRI.
Referred by:
NTUC Women‟s Development Secretariat
NTUC ULive
WDA (Please specify name of WDA division:
CET Centres (Please specify name of CET Centre:
Page 2 of 18
e2i
SNEF
)
)
Annex A: Age Management Grant
Please complete this section if you are applying for the Age Management Grant. The Age
Management Grant is intended to benefit mature workers who are SCs or SPRs.
Profile of Mature Workers as at Date of Application
(I) Existing Employee(s) Aged 40 – 54
No.
Name (As in NRIC)
NRIC No.
Gender
Age
SC
or
SPR
Worker’s
highest
qualification
(eg.
‘O’
levels,
Diploma etc)
Worker’s
gross
monthly salary (in S$)
– please choose one
of the following(a, b, c,
d or e):
(a)$0 - $1500
(b)$1501 - $1900
(c)$1901 - $3000
(d)$3001 - $4500
(e)$4500 and above
Worker’s
highest
qualification
(eg.
‘O’
levels,
Diploma etc)
Worker’s
gross
monthly salary (in S$)
– please choose one
of the following(a, b, c,
d or e):
(a)$0 - $1500
(b)$1501 - $1900
(c)$1901 - $3000
(d)$3001 - $4500
(e) $4500 and above
(II) Existing Employee(s) Aged 55 and Above
No.
Name (As in NRIC)
NRIC No.
Page 3 of 18
Gender
Age
SC
or
SPR
Pre-Application for Age Management Grant
Please give a short write-up of the age management practices that you intend to put in place
using the template provided, and how the Age Management Grant will be utilised. You may
seek advice on the list of age management practices from WorkPro‟s Programme Partners –
NTUC and SNEF at no cost. You are encouraged to check with NTUC/SNEF on the type of
eligible practices/courses before you proceed to embark on the practices/courses. You are
required to submit a pre-application report together with this WorkPro – Age Management
Grant application form.
Please provide a short write-up of the age management practices that you intend to
adopt. Your proposal should include all of the following:
i.
What is the current situation of your business operations and areas of age
management that the business entity plans to adopt and why?
ii.
Describe briefly how the age management activities or practices will be
implemented.
iii.
How do you plan to encourage your mature workers and employees to participate in
the practices?
iv.
How will the practices be communicated to your employees including mature
workers?
Page 4 of 18
Annex B: Job Redesign Grant
Please complete this section if you are applying for the Job Redesign Grant. The Job
Redesign Grant is intended to benefit mature workers or back-to-work locals who are SCs or
SPRs. Please refer to the WorkPro factsheet on items that can be supported under the Job
Redesign Grant.
(I) Proposal of Job Redesign for Mature Workers1
(a) Breakdown of mature workers to be recruited and retained through the Job
Redesign Grant
Number of new mature workers aged 40 and above to be recruited (with
at least one year contract term) and to benefit from the job redesign
Number of existing mature workers aged 55 and above to be retained and
to benefit from the job redesign
Please give a short write-up of the job redesign initiatives. Your proposal should include
the following:
(i) Current situation and problem/issue
(ii) Proposed job redesign
(iii) Describe how the job redesign will improve mature workers‟ productivity2
(iv) Other benefits of the job redesign for mature workers and/or business entity
1
2
Mature workers refer to SCs or SPRs aged 40 and above.
For instance, reduction in inputs needed (financial/cost, time, manpower) or increases in output or quality.
Page 5 of 18
(b) Cost of redesign project (Please note that GST is not funded under WorkPro)
S/N
Item(s)
Project Objective(s)
Quantity
Unit
Total
Cost w/o Cost w/o
GST (S$) GST (S$)
(II) Proposal of Job Redesign for Back-to-work Locals3
(a) Breakdown of employees to be recruited and retained through the Job
Redesign Grant
Number of back-to-work locals to be recruited (with at least one year
contract term) and to benefit from the job redesign
Number of existing employees to benefit from job redesign
Please give a short write-up of the job redesign initiatives and your proposal needs to
include the following:
(i) Current situation
(ii) Proposed job redesign
(iii) Describe how the job redesign will improve the back-to-work locals‟
productivity4
(iv) Other benefits of the job redesign for the back-to-work locals and/or business
entity
3
Back-to-work locals refer to SCs or SPRs aged 30 and above and have not been working for the past three
months or more.
4
For instance, the improvements in inputs (financial/cost, time, manpower savings) or increases in output or
quality.
Page 6 of 18
(b) Cost of Job Redesign Project (Please note that GST is not funded under WorkPro)
S/N
Item(s)
Quantity
Unit
Total
Cost w/o Cost w/o
GST (S$) GST (S$)
Job Redesign Evaluation Report
Before you can claim for the second tranche of the Job Redesign Grant, you must
submit a job redesign evaluation report. The report should detail the job redesign project
being carried out by your business entity and the outcomes of the project.
A template for reference will be provided together with your Letter of Offer.
Page 7 of 18
Annex C: Work-Life Grant
Please complete this section if you are applying for the WorkPro Work-Life Grant.
Work-Life Ambassador
You are required to appoint a work-life ambassador from the senior management who will be
responsible for championing a work-life friendly workplace and communicating the
business‟s work-life policies to employees.
Please provide the details of the work-life ambassador below.
i) Name
iii) Contact Number
(I)
ii) Designation
iv) Email
Developmental Grant for Employers
Is your business entity a beneficiary of the Work-Life Works! (WoW!) Fund before 1 April
2013?
Yes
No
Project Details
(a)
As part of the Developmental Grant project, you will be required to pilot at least
two new types of flexible work arrangements (FWAs) or substantially enhance
two existing FWAs (or a combination of both).
Please provide a short write-up on (i) needs analysis; (ii) proposed FWA pilot; (iii)
description of how the new and/or substantially enhanced FWAs will benefit your
employees; (iv) implementation plan; and a (v) communication plan.
(i) Needs Analysis
You are required to conduct a needs analysis for your business entity before implementing any
FWAs. *You may refer to http://www.mom.gov.sg/Documents/employment-practices/tripartiteadvisory-on-fwas.pdf for guidelines on implementing FWAs. At the space below, please provide a
short description on the following:

Current situation (including business model and operations)

How will the proposed FWAs fit into your business strategies?

What issues/gaps are you trying to address by implementing the FWAs?
Page 8 of 18
(ii) Proposed FWA Pilot
In the box below, please provide a short description on the FWAs you wish to pilot
(e.g. flexi-time, what is the time band offered to the employees etc)
Flexi-time
Employees can vary their working time to suit their
work and personal commitments so long as they
work the total hours agreed for an accounting
period – usually a week or month – in the office.
For e.g., staggered hours.
Criteria: Staggered hours is a form of flexi-time. In
such an arrangement, employers usually provide
employees with the flexibility to vary their start and
end times by at least a two-hour time band i.e.,
employees can start work between 7am and 9am,
and end work accordingly.
Flexi-place
Employees perform work at their own choice of
location other than the office, e.g. in the
employees‟ home etc. The employee may be
required to spend certain „core‟ times or days in
the office to stay in touch with developments in
the organisation.
Criteria: Employees must be allowed the flexibility
to work away from the office at least 24 times in a
year (or its equivalence).
Part-time
Criteria: Employees normally work for less than 35
hours a week. This includes those who work halfdays or only some days per week, but excludes
employees on compressed work-weeks, as well
as casual or temporary staff.
Other FWAs
Please provide details.
Estimated number of employees that
will benefit from the FWAs
(Note: to qualify for the incentive, employers must
ensure that at least 10% of the total workforce, or a
minimum of five employees try out the FWAs
(whichever is higher) for at least three months)
(iii) Benefits of the New and/or Substantially Enhanced FWAs to Employees
At the space below, please include details on the group(s) of employees who will
benefit from the FWAs (e.g., administrative, operations, sales etc) and how the
FWAs address their work-life needs.
Page 9 of 18

Group(s) of employees benefitting from the FWAs

How will the FWAs address the mentioned employees‟ work-life needs
(iv) Implementation Plan
Please provide a brief description on how the FWAs indicated above will be
implemented, including the people involved in implementing the projects, the actual
steps to be taken, project timeline etc.

People involved in the project implementation

Actual steps to be taken

Project timeline

Others
(v) Communication Plan
Please provide details on how the FWAs will be communicated to the employees

How will the FWAs be communicated to the employees?

What are the communication and feedback channels that will be used?

Communication timeline
Page 10 of 18
(b) If you intend to implement employee support schemes as part of the project,
please include the details below:
Employee Support Schemes
Details
Employee support schemes
E.g. Lactation room, family care room
(c) Project Expenditure Breakdown (Please note that GST is not funded under
WorkPro)
Item(s)
Quantity
Unit
Cost Total
Cost
w/o GST (S$) w/o GST (S$)
Work-life
training5
(compulsory)
Total
(d) (Optional) Work-Life Consultancy
You may engage a work-life consultant (an external third party) to provide assistance
and advice on work-life issues. Only consultancy fees charged by Work-Life Grant
approved consultants listed on NTUC, SNEF and MOM websites will be eligible for
reimbursement under the Developmental Grant.
Consultant
Company
(e) Formalisation of the Piloted FWAs into Human Resource (HR) policies
Do you have any intention at this point in time to formalise the piloted FWAs into your
HR policy?
Yes
No
Please note that you will qualify for additional payout of $10,000 if you formalise the
piloted FWAs into your HR policy. You will be required to submit evidence of the FWAs
formalisation that will include items such as communication materials to all employees
and an updated employee handbook at a later stage.
5
Refer to NTUC, SNEF and MOM websites for a list of approved Work-Life Grant trainers.
Page 11 of 18
(II) Developmental Grant for Office Building Owners, Management
Corporation and Developers
Have you been a beneficiary of the BCA‟s Accessibility Fund?
Yes
No
Project details
(a)
Office building owners, Management Corporation and developers can only tap on
the grant for the sole purpose of building lactation facilities in their office
buildings.
Under “Details”, please provide (i) projected expenditure breakdown; and (ii) letter of
undertaking to complete the works for lactation facilities within the stipulated time.
i) Project Expenditure Breakdown (Please note that GST is not funded under
WorkPro)
Unit
Cost Total
Cost
Item(s)
Quantity
w/o GST (S$) w/o GST (S$)
Total
ii) Letter of Undertaking
I,
(NRIC/Fin No:
), the *office building owner/Management
Corporation/developer (*delete where appropriate) hereby undertake that the works for
building lactation facilities is estimated to complete within
months. If a delay of
more than three months is expected, a written notification must be given to
*NTUC/SNEF (*delete where appropriate) at least two weeks before the indicated time
of completion.
In the event when the works are delayed and no written notification is given to
NTUC/SNEF (delete where appropriate) within the stipulated period, NTUC/SNEF
reserves the right to reject the claim(s).
Date:
Signature: ____________________
After completion of the works, the applicant shall notify *NTUC/SNEF (*delete where
appropriate) to audit the facilities constructed.
Page 12 of 18
(III) FWA Incentive
Please complete the self-assessment checklist if you are applying for the FWA Incentive.
(Note: Fill in Qn 2 or Qn 3 based on the FWA utilisation that your business entity
can achieve. Please do not tick all the boxes.)
Qn
Self-assessment Checklist
Yes/No (please tick
accordingly)
1
My business entity has formalised HR policy on two or more
Yes
No
6
FWAs recognised under the Work-Life Grant and have
communicated it to all the employees.
If your business entity can achieve at least 20% FWA utilisation, please fill in Qn 2a, b
and c.
2a
I have/will have at least 20% of total employees utilising FWAs
Yes
No
on a regular basis (subject to a minimum of five Singaporean
employees, whichever is higher).
2b
(With reference to Qn 2a) I have/will ensure that at least half of
Yes
No
the employees utilising FWAs are SCs.
2c
(With reference to Qn 2a) I have/will ensure that no more than 6
Yes
No
in 10 employees counting towards the 20% utilisation
requirement are on the same FWA type.
If your business entity can achieve at least 30% FWA utilisation, please fill in Qn 3a, b
and c.
3a
I have/will have at least 30% of my employees utilising FWAs on
Yes
No
a regular basis (subject to a minimum of five Singaporean
employees, whichever is higher).
3b
(With reference to Qn 3a) I have/will ensure that at least half of
Yes
No
the employees utilising the FWAs are SCs.
3c
(With reference to Qn 3a) I have/will ensure that no more than 6
Yes
No
in 10 employees counting towards the 30% utilisation
requirement are on the same FWA type.
4
I understand that this is a three year programme and my
Yes
No
business entity will commit to it.
5
I understand that to receive the subsequent second and third
Yes
No
year of payout, I need to sustain my current work-life practices at
the workplace.
If your answers are „Yes‟ to all the questions above and would like to apply for the FWA
Incentive, please indicate here:
Yes
No
*NTUC/SNEF (*delete where appropriate) will work with you subsequently to collect the
necessary data for the application.
6
The three broad FWA categories recognised under the Work-Life Grant are flexi-time, flexi-place and parttime.
Page 13 of 18
Annex D: Recruitment and Retention Incentives (RRIs)
Please complete this section if you are applying for the RRIs. The RRIs is intended to benefit
back-to-work locals or mature workers who are SCs and SPRs. Please refer to the WorkPro
factsheet on the three RRIs under WorkPro.
Please note the following requirements in the grant components under RRIs:
(I) Mentorship Allowance: The business entity must either assign a mentor who is trained
in mentorship skills or had previously accumulated relevant experience to all back-to-work
locals and newly-hired mature workers for a period of three months to benefit from any RRIs.
The business entity can tap on the Mentorship Allowance and award the mentor with $100
after three months of mentorship. If the business entity does not have trained mentors, they
can send existing employee(s) for mentorship training, e.g. WSQ mentoring courses.
(II) On-the-Job Training (OJT) Allowance: This is only applicable for back-to-work locals or
newly-hired mature workers on a new job scope, and if the business entity has implemented
OJT for these workers, for a period up to two months. The business entity will need to submit
a structured OJT plan to claim for this component. The worker must be retained for at least
three months.
(III) New Hire Retention Incentive (NHRI): This is applicable for back-to-work locals or
newly-hired mature workers who are retained on the job for at least six months. The
business entity must meet all the following criteria to be eligible for the RRIs:
1. The business entity must apply and implement for at least one of the following grants:
a. Age Management Grant
b. Job Redesign Grant
c. Work-Life Grant (Developmental Grant and/or FWA Incentive)
2. All positions must offer minimum employment duration of at least 12 months.
3. Only applicable for positions with a gross monthly income of not more than $4,500.
4. Only for back-to-work locals or newly-hired mature workers hired through the WorkPro
Programme Partners (NTUC, e2i and SNEF) or via referrals from WDA Career
Centres and Caliberlink.
(I)
Projected Number of Job Vacancies for the Mature Workers7 and Back-to-Work
Locals8
(II)
Job Description for the Recruitment and Retention of Mature Workers and Backto-Work Locals
Permanent
Job Title 1
Contract
(For
7
8
or
contract
please
Defined as SCs or SPRs aged 40 and above.
Defined as SCs or SPRs aged 30 and above who have been unemployed for three months or more.
Page 14 of 18
indicate the contract period)
No. of Full Time
No.
Vacancies
Vacancies
Qualification(s)
Years of Experience
Skills Required (if
any)
of
Part
Time
Salary
Job Description (pls
indicate if job offers
FWA)
Permanent
Job Title 2
or
contract
(For
contract
please
indicate the contract period)
No. of Full Time
No.
Vacancies
Vacancies
Qualification(s)
Years of Experience
Skills Required (if
any)
Job Description (pls
indicate if job offers
FWA)
Please attach separate sheets if necessary.
Page 15 of 18
of
Salary
Part
Time
Terms and Conditions
1) The Applicant understands that it can apply for WorkPro directly through
*NTUC/SNEF who are the appointed programme partners for WorkPro;
2) The Applicant agrees to and shall comply with the following terms:
i.
The Applicant agrees to release the information on job vacancies in the Applicant‟s
business entity to employment facilitation touchpoints of WDA to facilitate the
placement of relevant individuals into suitable job positions for the period of one (1)
year from the date of the Letter of Offer.
ii.
The Applicant agrees to be profiled by the media as a beneficiary of the WorkPro
Scheme when approached by the MOM, WDA, NTUC or SNEF.
iii.
The Applicant agrees that it is its responsibility to ensure that the timelines and
outcomes of the various grant components are met. The Applicant shall also make
timely submission of the relevant documents (e.g. ACRA, CPF form-90) as
requested by *NTUC/SNEF when applying or claiming for the various grant
components under WorkPro. The Applicant‟s WorkPro application will be consider
void if the Applicant fails to submit the necessary documents as requested by
*NTUC/SNEF within one (1) month from the date of request of documents for
verification.
iv.
The Applicant understands that the cost it incurs for the various grant components
under WorkPro prior to issuance of the Letter of Offer by *NTUC/SNEF will not be
funded by MOM, WDA, NTUC or SNEF. However, if the Applicant applies for the
Work-Life Grant Developmental Grant and incurs costs for work-life training prior
to the issuance of the Letter of Offer by *NTUC/SNEF, it will be funded if the
Applicant‟s application is approved subsequently.
v.
Before the Applicant submits its applicaton, the Applicant shall obtain all of its
employees‟ clear and unambiguous consent to disclose their personal data to
MOM, WDA, NTUC and SNEF and to allow MOM, WDA, NTUC and SNEF to use
the personal data for the purposes of processing, evaluating, verifying, auditing,
investigating or researching matters relating to WorkPro.
vi.
MOM, WDA, NTUC or SNEF will evaluate whether to award the grant to the
Applicant, and MOM/WDA reserves the right to, through *NTUC/SNEF, reject
WorkPro applications and claims without stating reason(s) for rejection.
vii.
If the Applicant is successful in its application for the grant(s), terms which apply to
a “Grantee” shall bind the Applicant.
3) The Grantee agrees to and shall comply with the following terms:
i.
The grant(s) received under WorkPro should only be used by the Grantee to
implement measures to benefit the targeted employees, e.g. mature workers for
Age Management Grant. Business entities that require assistance on WorkPro may
approach *NTUC/SNEF as they offer such assistance to the business entity under
WorkPro at NO cost to the business entity.
Page 16 of 18
ii.
MOM/WDA reserves the right to recover from the Grantee funds provided or
disbursed under WorkPro in circumstances deemed appropriate by MOM/WDA,
which includes but is not limited to the following circumstances:
a. the Grantee has or had used the funds for a purpose (or purposes as the
case may be) which is not approved by MOM/WDA;
b. the Applicant or Grantee breached any of the terms and conditions which
an Applicant or Grantee of WorkPro has to comply with; or
c. the Applicant or Grantee or any person on behalf of the Applicant or
Grantee has submitted false information to MOM, WDA, NTUC or SNEF.
(*delete where appropriate)
Page 17 of 18
Declaration (To be completed by Applicant)
Yes/No
1. This is the first time the Applicant is applying for the WorkPro
Scheme since its inception in April 2013. None of the Applicant‟s related
business entities (including parent company, wholly-owned / majority-owned /
partially-owned subsidiary, associated / affiliated companies, branch, or any
other business entity with a substantial managerial or functional overlap)
have applied for the WorkPro scheme before this application is made.
2. This is the first time the Applicant is applying for WorkPro funding pertaining
to the proposed project.
3. The Applicant and its directors, shareholders, partners, employees or any
other person related to the aforesaid persons has not received or will not
receive any monies, loans, rebates, discounts, refunds, liquidated damages
or any other payment, whether in cash or in kind, from consultants or vendors
or their directors, shareholders, partners, employees or any other person
related to the aforesaid persons, in connection to the project; and there is no
intention to give such monies, loans, rebates, discounts, refunds, liquidated
damages or any other payment.
4. The facts stated in this application and the accompanying information are
true, complete and correct to the best of my knowledge and I have not
withheld or distorted any material facts.
The Applicant understands that if the Applicant obtains the grant by
false or misleading statements, MOM/WDA may, at its discretion,
withdraw the grant and recover immediately from my business entity
any amount of the grant that may have been disbursed. The Applicant
may be also face criminal charges.
5. The Applicant has obtained all of its employees‟ clear and unambiguous
consent to disclose their personal data to MOM, WDA, NTUC and SNEF and
to allow MOM, WDA, NTUC and SNEF to use the personal data for the
purposes of processing, evaluating, verifying, auditing, investigating or
researching matters relating to WorkPro.
Signature & Applicant’s Official Stamp
Name:
Designation:
Note: Only the sole proprietor, partner or company
director of the Applicant, as registered with ACRA, Date:
professional bodies or registry of societies, may sign
this declaration.
Page 18 of 18

here - Singapore National Employers Federation

Transcription

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