The Energy and Chemicals (E&C) sector is a cornerstone of Singapore’s manufacturing output, transforming the nation into a leading global hub for petroleum refining and chemical production. As the industry pivots toward a sustainable future and a circular economy, companies are navigating a critical transition by integrating traditional refining strengths with green growth opportunities in biofuels and carbon capture.

While this evolution presents substantial new markets, the sector faces the dual challenge of upskilling its 27,000-strong workforce and attracting specialised talent to drive its "net-zero" transformation. Companies are actively reducing their carbon footprint through efficiency improvements and low-carbon solutions such as hydrogen and ammonia. This transition is expected to significantly impact the workforce, presenting opportunities for skill development in new energy domains while necessitating strategic initiatives to ensure a skilled and adaptable labour force.

The Career Conversion Programme for Future Energy & Chemicals Sector is aimed at supporting companies in the entire E&C value chain as they continue to hire new and reskill existing workers, while pivoting towards decarbonisation and sustainability as part of the medium to longer-term energy transition plan in line with Singapore’s decarbonisation strategy.

Administered by the Singapore Chemical Industry Council (SCIC) as WSG’s Programme Partner (PP), the CCP operates under the following modalities:

1. Place-and-Train (New hires): Targeted at companies with mid-career new hires to take on new job roles.
2. Job Redesign (JR) Reskilling (Existing employees): Targeted at companies undergoing business transformation. Existing employees that are identified for JR Reskilling will be reskilled to take on redesigned or new job roles that are of higher value-add within the same company.

Trainees under the CCP for Future Energy & Chemicals Sector will undergo structured On-the-Job Training (OJT) at the company and be equipped with the necessary competencies and skills for the job role.

For more information on the CCP, please refer to the infokit.

Mid-career individuals and companies will need to meet the following criteria:

Mid-career individuals:

• Singapore Citizen (SC) or Permanent Resident (PR)
• Minimum 21 years old
• Must not be a shareholder [1]  of the company, or its related companies
• Must not be related to the owner(s) [2] of the company
• Must not be undergoing any programmes funded by WSG concurrently

For Place-and-Train (PnT) modality:

• Graduated or completed National Service, for at least two (2) years [3]  at the point of application
• Career conversion is required. New hires’ new job role under the CCP should be substantially different from the previous job role(s) [4] 
• New hire must be offered an employment contract* on permanent terms or on contract terms that are no less than one (1) year, directly related to the job which the CCP is for, with remuneration that commensurate with the market rate
• New hire’s CCP commencement date should be within the first three (3) months of employment

For Job Redesign Reskilling (JRR) modality:

• Career conversion is required. Existing employee’s new job role should be a growth job identified under the Industry Transformation Maps (ITMs) or Jobs Transformation Maps (JTMs)
• Existing employee must be employed by the company for more than 1 year at the point of application.
• Existing employee has not been enrolled in the same / similar programme [5] before.

Companies:

• Registered or incorporated in Singapore
• Must be able to offer an employment contract* on permanent terms or on contract terms that are no less than one (1) year, directly related to the job which the CCP is for, with remuneration that commensurate with the market rate
• Be committed to the CCP arrangements for the mid-career individuals that they have selected
• Be committed to work with WSG or its appointed partner on the necessary administrative matters related to the programme
• Impacted job roles (permanent positions only) should be paying a fixed monthly salary of at least $3,000 (applies to Place-and-Train and Job Redesign Reskilling modalities)
• Offer the new hire a job role with a sound OJT plan that supports the growth of the company
• Provide details of their business transformation plan and a sound job redesign reskilling plan in place for existing employees that supports the growth of the company and meet intended outcomes 

[1] Does not apply to shareholders who hold publicly traded shares in listed companies

[2] Refers to individuals with shareholding per ACRA profile for non-publicly listed companies

[3] This will be counted from the date of graduation from the latest qualification, or date of completion of National Service, whichever is later

[4] CCPs are geared towards helping mid-career individuals acquire skills to change careers. Hence, there is a requirement for career conversion when mid-career individuals undergo a CCP. However, individuals who have a continuous employment gap of at least 2 years prior to CCP commencement will be allowed to apply for CCP job roles similar to their previous jobs

[5] CCP for Future Energy & Chemicals Sector

* With effect from 1 April 2025, companies participating in Place-and-Train/Job Redesign Reskilling CCPs may offer either full-time or flexi-load working arrangements (e.g. part-time employment) and qualify for CCP support.

For Professionals, Managers, Executives and Technicians (PMETs)

Place-and-Train (New Hires) modality:

• 6 months of structured On-the-Job-Training (OJT)

Job Redesign Reskilling (Existing Employees) modality:

• 3 months of structured OJT

Note:

OJT and classroom training plan (if any) will need to be validated and endorsed by appointed Programme Partner before the commencement of CCP.

Salary support for the CCP duration will be provided to eligible companies at the following rates upon fulfilment of the corresponding requirements:

[1] Long-term Unemployed (LTU) is defined as being unemployed and actively seeking employment for six (6) months or more

[2] Mature trainee is defined as being aged 40 and above