FAIR AND PROGRESSIVE EMPLOYMENT PRACTICES SELF-ASSESSMENT TOOL

Singapore is a meritocratic society and implementing fair and merit-based employment practices is the right thing to do. Singapore also has a diverse workforce in terms of its ethnic, religious, age and gender makeup. It will be increasingly so in terms of age and gender, as our population ages and as we encourage more women to enter the workforce. Implementing fair and merit-based employment practices widens the pool of candidates that employers can recruit from, increasing their chances of finding the best person for the job. Treating employees fairly and with respect also helps employers to retain valued employees to sustain and grow their businesses. Employees will also be more motivated to put in their best for the organisation.

Objectives of Fair and Progressive Online Self-assessment Tool:

  • Creates a roadmap for building and sustaining a fair and inclusive workplace for an organisation. It enables your organisation to examine and evaluate its current status regarding fair and progressive employment initiatives.
  • Enables your organisation to identify and close the gaps, thus improving the policies and processes and establishing a working environment which is fair, responsible and merit-based.
  • The 5 Levels of Fair and Progressive Employment Practices Roadmap are mutually exclusive.

Roadmap to Fair & Progressive Employment Practices

COMPANY INFORMATION

Please complete the following for our background information (mandatory)

Nationality Workforce Profile (%)

 

 

Employers’ Pledge of Fair Employment Practices

Has your organisation signed the Employers’ Pledge of Fair Employment Practices?


Has your organisation communicate about the pledge and principles of fair employment practices to the staff?

More than 3,000 employers have signed the employer’s Pledge of Fair Employment Practices. Fair and Progressive Employment Practices will help to foster an inclusive workplace, one that is built on merit and based on progressive HR practices.

To find out more about the pledge click here

Level 1 – FEP Compliant Job Advertisement

Does your Job Advertisement (on-line and hardcopy) contain any of the following criteria such as nationality, age, race (language), religion, gender, and marital status?


Does your organisation provide the reason for the special requirement or the details of the administration purpose of any data collection?

A fair and progressive job advertisement clearly outlines what a candidate is required to share: the qualifications, skills, knowledge and experience. These must be relevant to the job.
Should you need to include a special requirement or are asking for information that may be viewed as discriminatory, do ensure that this is indeed needed for the job and is in no way discriminatory. Provide the reason for the special requirement or the details of the administration purpose of any data collection. This way, you can be sure that the job requirements in your advertisement are well understood.

For details on Job Advertisement click here.

Level 2 – FEP Compliant Job Application Form

Does your Job Application Form request for any of the following information from the job seeker? Age, date of birth, race, religion, gender, marital status and family responsibilities?


Does the job application form states that the information is captured for administrative purposes only and give the reasons or details of the administrative purpose of the collection in the form?

Information asked in the job application form must be relevant to job in terms of qualifications, skills, knowledge and experience. This will make the form simpler and assess candidate fairly and based on merit.
If any personal information is required for administrative purposes, this can be collected after selection or shortlisting for the job offer.
If there is a need to ask for personal information before selection or shortlisting for job offer, the job application form should state that the information will be for administrative purposes only, and give the reasons, or details of the administrative purpose of the collection in the form.

For sample Job Application Form, click here.

Level 2 – Recruitment and Selection Process

Do you have an interview panel or 2nd sign-off to ensure objectivity in selection?


Are your interviewers aware of the Tripartite Guidelines on Fair Employment Practices?

The selection interview is one of the most important steps in the recruitment process. As such, organisations should ensure that their recruitment team be trained to conduct interviews in a fair and unbiased manner.  For more information on recruitment and selection, click here

Level 2 – Recruitment and Selection Process

Do you have objective selection/evaluation criteria written down and used for assessing candidates?


Does your organisation have job descriptions for hiring positions?

Attracting and hiring the most qualified candidates to fill positions are essential to achieving any company’s goals. While there is no perfect recruitment model, given that organisations have differing hiring needs, hiring on merit significantly increases the likelihood that you will get the best person for the job. For more information on recruitment and selection, click here

Level 3 – Grievance Handling Process

Does your organisation have grievance handling procedures in place?


Are the grievance handling procedures communicated to all staff?

Employers should set up fair and objective grievance handling procedures to deal with complaints of discrimination. Confidentiality should be observed and unionised employees may also seek advice from their unions. For details on Fair Grievance Handling Process, click here.

Level 4 – Appraisal and Promotion Process

Are there objective and measurable targets set for all staff?


Are there regular reviews and feedback on work performances?


Is promotion criteria communicated to all staff?


Are there appeal channels in place?

Employers should adopt appraisal systems that are fair and objective, with measurable standards for evaluating job performance. This would help ensure that employees are assessed and promoted on the basis of merit.  For details on Appraisal and Promotion, click here.

Level 4 – Dismissals and Retrenchment Process

Are there documentation of poor performance and conduct to justify decision to dismiss an employee?


Are there any retrenchments being conducted and documented in the past 3 years?

Employers should keep records of employees’ performance and conduct. An enquiry should be conducted to allow the employee to present his or her case before any decision is made with regard to dismissing the employee.
When retrenchments are necessary, they should be carried out responsibly in consultation with the union (if the company is unionised), or with the employees affected (if the company is no unionised). For details on Dismissal and Retrenchment Process, click here.

Level 4 – Training and Development

Are training and development opportunities available for all staff?


Are career development opportunities open to Singaporeans?


Are there any plans to develop Singaporeans for key positions?

Employers should provide training and development opportunities for all staff based on objective criteria. In-line with Hiring and developing a Singaporean Core under the Tripartite Guidelines on Fair Employment Practices, employers are advised to make reasonable efforts to attract and consider Singaporeans for job positions on merit, and to train and develop their potential and careers. TAFEP conducts regular training workshops. For details click here.

Level 5 – Progressive Employment Practices

Does your organisation have diversity and inclusion policies and practices in place?

Some examples will include:

  • Policies / Practices / Programmes to appreciate employees for the unique value they bring to the workplace
  • Pro-family Benefits (e.g. Marriage Leave / Paternity Leave / Extended maternity leave)
  • Celebration of festive occasions *Diversity & Inclusion day / Racial Harmony day

Does your organisation have flexible work arrangements policies and practices in place?

Some examples will include:

  • Telecommuting
  • Flexi-Time/Staggered Start and End Time
  • Flexible Hours
  • Part-time Work
  • Job Sharing
  • Compressed work schedule

Does your organisation have policies and practices to support the employment of mature employees?

Some examples will include:

  • Re-employment policy
  • Job re-design
  • Providing training to upgrade skills of mature workers
  • Providing part-time work arrangements or flexi-hours
  • Providing mentoring opportunities for mature workers

With an ageing population and an age-diverse workforce, it is imperative for organisations to ensure that their managers and supervisors be equipped with necessary knowledge and skills to manage their workforce more effectively. For more details on age management, please click here

 

Singapore’s workforce is evolving with growing number of Generation X and Y employees. Shorter business cycles and increased communication and technological advancements mean that the workforce can operate 24/7. These have increased the pace of work tremendously. Organisations need to ensure employees’ well-being and work-life needs are met. For more details on work-life harmony, please click here

Level 5 – Progressive Employment Practices

Does your organisation have policies and practices that support the employment of PWDs?

Some examples will include:

  • Job re-design
  • Office re-design
  • Partnering with SGEnable and other relevant VWOs to employ PWDs

Does your organisation have policies and practices that support the employment of Ex-offenders?

Some examples will include:

  • Partnering SCORE to employ ex-offenders
  • Involvement in Yellow Ribbon projects


Thank you for utilising the TAFEP’s online self-assessment tool.

This report is intended to assist your organisation by providing relevant feedback of where you stand and suggestions that may help your organisation progress further on your fair and progressive employment journey.

Based on your inputs:

Your organisation have passed the following levels, indicated by ( )


 

For companies that have signed the Employers’ Pledge of Fair Employment Practices, TAFEP offers complimentary on-site company advisory service aimed at helping them enhance their employment practices. Also, with a minimum guaranteed attendance of 30 participants, TAFEP also offers complimentary in-company briefings on fair and progressive employment practices, fair recruitment and selection, diversity and inclusion. For additional information or support on how to implement fair and progressive employment practices, please do not hesitate to contact TAFEP at query@tafep.sg  We wish you continued success on your journey as a fair, responsible and progressive employer.