As Singapore businesses adapt to rapid changes in technology, global trends, and industry disruptions, employers face the pressing challenge of securing a future-ready workforce. The need to hire skilled workers, retrain existing staff, and shift operations toward emerging sectors has never been greater.
To support these efforts, the Singapore government has launched the Career Conversion Programmes (CCP)—a suite of initiatives designed to help employers bring in mid-career talent and reskill them for new or redesigned job roles. For forward-thinking employers, CCP is more than a grant—it’s a long-term workforce transformation strategy backed by generous financial support.
This article will explore what Career Conversion Programmes are, how they benefit employers, the available tracks, application process, and why leveraging CCP can future-proof your organisation.
What Are Career Conversion Programmes (CCP)?
Career Conversion Programmes (CCP) are government-supported initiatives that help employers hire and reskill mid-career individuals—those who may be switching industries, returning to the workforce, or transitioning into new roles due to economic restructuring.
The goal is to facilitate smooth career transitions for individuals while helping businesses fill critical skills gaps. These programmes are managed by Workforce Singapore (WSG) and SkillsFuture Singapore (SSG), in collaboration with industry partners, training providers, and trade associations.
Under CCP, employers receive salary support of up to 90% and/or subsidised training costs when they hire eligible mid-career jobseekers and place them in structured training programmes that lead to full employment.
Why Employers Should Participate in CCP
For employers in Singapore, Career Conversion Programmes offer a powerful combination of talent access, training support, and financial incentives. Here’s why more businesses are leveraging CCP to meet their hiring needs:
1. Access to New Talent Pools
With CCP, you can tap into mid-career jobseekers who are actively seeking new opportunities and willing to be retrained. These individuals bring with them prior work experience, strong work ethics, and adaptability—valuable traits in a competitive workforce.
2. Generous Salary Support
Hiring and training new staff can be costly, but CCP reduces the financial burden. Employers receive up to:
- 70% salary support for most participants.
- 90% salary support for long-term unemployed or mature workers aged 40 and above.
This makes it more affordable to onboard new hires and develop them into competent professionals aligned with your business goals.
3. Customised Job Redesign and Training
CCP allows you to design training specific to the actual job roles in your organisation. Whether you’re hiring for new technologies, digital functions, or redesigned positions due to restructuring, you can tailor the training content accordingly.
4. Support for Workforce Transformation
As companies digitise, automate, and pivot to new business models, CCP helps restructure job roles and train staff for the future, ensuring that your organisation remains competitive and agile.
5. Strengthens Employer Branding
Participating in CCP sends a strong message to potential employees and stakeholders: your company invests in people and is committed to workforce development. This enhances your reputation and attractiveness as an employer of choice.
Types of CCP Tracks for Employers
Depending on your hiring strategy and internal capabilities, there are three CCP tracks that employers can choose from:
A. Place-and-Train (PnT)
In this track, employers hire a mid-career jobseeker first, then place them in a structured training programme relevant to the job.
- Best suited for companies ready to employ and train immediately.
- Duration: Typically 3 to 6 months, depending on the role.
- Employers receive salary support during the training period.
B. Attach-and-Train (AnT)
This is offered in select sectors with strong growth potential but where companies may not be able to hire immediately.
- Jobseekers undergo industry-relevant training and attachments with host companies.
- Employers provide on-the-job training, but are not obliged to offer permanent roles after the attachment.
- Suitable for industries such as ICT, advanced manufacturing, and financial services.
C. Redeployment / Job Redesign Reskilling (JRR)
For companies undergoing business transformation, this track supports internal job redesign and reskilling of existing employees who may otherwise be retrenched.
- Helps companies retain workers while pivoting to new business areas.
- Training is tailored to redesigned job scopes or emerging skills.
- Reduces retrenchment costs and preserves corporate knowledge.
Each track is designed to provide flexibility for employers based on their business needs and workforce strategy.
Who Is Eligible to Participate?
Employer Eligibility Criteria:
- Must be a Singapore-registered business entity.
- Must be able to offer a full-time employment contract to the individual (except in AnT models).
- Must provide a structured training plan for the candidate.
- Must commit to retaining the participant beyond the funding period in PnT and JRR tracks.
- Must not receive overlapping funding for the same employee from other government sources.
Employee (Trainee) Eligibility:
While employers drive the application, it’s useful to know the basic requirements for participants:
- Singapore Citizens or Permanent Residents.
- At least 21 years old.
- Must not be existing employees in the same job role.
- Must not be undergoing similar training under other schemes.
- For JRR: Employee must be at risk of redundancy or undergoing job transition due to business restructuring.
CCP Supported Industries
CCPs are available across more than 30 sectors, including:
- Information and Communications Technology (ICT)
- Financial Services
- Healthcare
- Precision Engineering
- Manufacturing and Advanced Manufacturing
- Wholesale Trade
- Built Environment
- Logistics and Supply Chain
- Retail and F&B
- Professional Services
Each sector may have its own customised CCP structure, administered by relevant industry partners or training providers. This ensures training remains industry-specific and future-relevant.
Funding Support for Employers
Here’s a breakdown of typical government support under CCP:
1. Salary Support (for PnT and JRR)
- Standard Rate: Up to 70% of monthly salary, capped at $4,000 per month.
- Enhanced Rate (for mature or long-term unemployed workers): Up to 90%, capped at $6,000 per month.
2. Training Grant
- Training costs are subsidised by up to 90%, depending on course type and provider.
- Courses must be relevant to the new job scope and approved under CCP.
The funding support reduces your onboarding risks, improves retention, and accelerates your time-to-productivity for new hires.
Application Process for Employers
Getting started with a CCP is straightforward and supported by industry partners and WSG. Here’s a general overview:
Step 1: Identify Needs
Assess which roles in your organisation are suitable for mid-career conversions, either as new hires or internal redeployments.
Step 2: Connect with Programme Manager
Each CCP is administered by a Programme Manager—a WSG-appointed training provider, industry association, or chamber of commerce. They will guide you on eligibility, job role requirements, and the application process.
Step 3: Submit Training Plan & Job Description
Provide details of the job role, training roadmap, and supervision plan. Ensure alignment with CCP standards.
Step 4: Hire and Onboard Trainee
Once approved, hire the candidate, commence training, and integrate them into your workforce.
Step 5: Track Progress and Submit Claims
Keep records of salary payments and training milestones. Submit documentation to receive the salary support and training reimbursements.
Real-World Use Case Example
A mid-sized logistics company experiencing a digital transition wants to hire an Operations Executive with digital capabilities. Instead of hiring someone with years of logistics and digital experience (which is costly), they opt to hire a mid-career switcher from the hospitality sector.
Through CCP, the new hire receives structured training in logistics software, customer service workflows, and operational planning. The company benefits from:
- 70% salary support for 6 months.
- 90% subsidised training on supply chain software.
- A motivated, loyal employee who fits well into the team.
This is how CCP facilitates a win-win for both employers and jobseekers.
Best Practices for Employers Using CCP
To maximise the benefits of CCP, employers should:
- Provide a clear training roadmap aligned with actual job requirements.
- Appoint an internal mentor or supervisor to guide the trainee.
- Create opportunities for skills application, not just classroom learning.
- Regularly review progress and adjust training as needed.
- Retain the trainee post-programme to build long-term workforce strength.
Conclusion: Build Future Talent with Government Support
The Career Conversion Programmes (CCP) are not just for large enterprises or specific sectors—they are accessible and valuable for businesses of all sizes. Whether you are looking to hire fresh talent, shift into digital operations, or upskill your current team, CCP provides a cost-effective and structured way to transform your workforce.
Employers that adopt this proactive approach to hiring and training will stay ahead of the curve in today’s fast-changing economy. With generous government funding, tailored support, and strong candidate pipelines, CCP is one of the best hiring grant opportunities in Singapore.
Need help applying for CCP or want to understand which scheme suits your business best? Contact our hiring grant consultants today—we’re here to simplify the process and connect you with the right resources for your workforce needs.