Age Management Grant for Mature Workers
Objective of Age Management Grant
Provides one-off grant of up to $20,000 per company to help raise awareness of age management practices and support companies in acquiring the competencies to implement these practices.
Eligibility for the Grant
Companies must have at least five (5) mature workers and submit a pre-application report using the template provided on the age management practices they plan to adopt at the point of application to be eligible for the grant.
“Mature workers” refer to Singapore Citizens (SCs) or Singapore Permanent Resident (SPRs) who are aged 50 years and above.
Requirements to meet before claiming Grant
Upon fulfilling the deliverables of the Age Management Grant, companies must have at least five (5) mature workers at the point of claim.
To be eligible for the Age Management Grant, companies have to complete within 12 months, the following deliverables:
a. Provide sail-through policy of continuing to employ employees turning 62 years old on the same employment contract and/or a re-employment policy offering eligible employees re-employment according to latest Tripartite Guidelines on Re-Employment of Older Employees and the Tripartite Advisory on Re-Employment of Older Employees from 65 to 67 years of age.
b. Communicate the sail-through/re-employment policy to all employees.
c. Send at least one supervisory/HR employee to at least 1 course from each of the 3 category in Appendix 1.
d. Sign the TAFEP Fair Employment Practices pledge if the company has yet to do so.
e. Adopt any four (4) categories of age management practices from Appendix 2. The four (4) practices must be new to the company.
f. Implement a standardised Health and Wellness Programme, which consists of:
I. Knowledge of Personal Health – Have at least 50% of older workers, subject to a minimum of five (5), to complete and submit a Health Practices Survey; and
II. Behavioral Change for Healthy Living – Send at least 20% of older workers, subject to a minimum of five (5), to attend at least one “Holistic Health and Wellness Workshop” and at least one “Topical Health and Wellness Workshop.” Older workers who attend the workshops must complete and return the Health Practices Survey to the provider.
g. Submit an impact evaluation report using the template provided.
h. Submit a name list of at least five (5) older workers at point of application and claims.
Appendix 1: List of Age Management Grant Courses
|SN||Training Courses||Course Type||Course Provider|
|1.||Basics of Age Management (1 Day)||WSQ||SNEF|
|2.||Human Resource Management in a Multi-Generational Workplace: Ethical Issues (1 Day)||Non-WSQ||UniSIM|
|3.||Sociological Aspects of Ageing (2 Days)||Non-WSQ||UniSIM|
|1.||Fundamentals of Job Redesign (1 Day)||WSQ||SNEF|
|2.||Job Redesign (1 Day)||Non-WSQ||UniSIM|
|Workplace Health Programme|
|1.||Implement Employee Health and Well Being in the Workplace (2.5 Days)||WSQ||SNEF|
|2.||Workplace Safety and Health (3 Days)||Non-WSQ||UniSIM|
Appendix 2: List of Age Management Practices
As part of the deliverables for Age Management Grant, companies must adopt any four (4) of the following six (6) age management practices:
Age Management Practices
Companies must complete 1 and 2
|1. Implement a new on-line appraisal system or formalise a performance appraisal process. (Companies can request for a template from WorkPro Programme Partners and modify it to suit their organisational needs.|
2. Carry out performance assessment using (1) on at least 5 employees aged 50 and above
|Fair Employment||1. Send a supervisory/HR employee to attend a training course/workshop on “Fair Employment.”|
|Companies must complete 1, 2 and either 3a or 3b.||2. Recruit at least 5 local new hires or 10% of current workforce size at application point, whichever is lower, that are more than or equal to 50 years old and retain them for at least 3 months. New hires must be employed on permanent basis or on employment contracts of at least 12 months.|
| 3a. Complete both (i) and (ii)|
(i) Develop an employee handbook and distribute it to all employees. The handbook must incorporate the Codes for Fair Employment Practices and the Codes for Fair Recruitment Practices.
(ii) Conduct a simple survey based on a 2-point scale (i.e. aware/not aware) to determine the level of awareness of fair employment and recruitment practices amongst all employees after implementation of 3 a (i).
| 3b. Complete both (i) and (ii)|
(i) Organise a campaign to communicate Fair Employment Practices to employees to increase acceptance and integration among co-workers (for example. put up poster/notice at workplace, email circular, briefing session and distribute the latest Tripartite Guidelines for Fair Employment).
(ii) Conduct a simple survey, based on a 2-point scale (i.e. aware,/ not aware) to ascertain the level of employees’ awareness of fair employment and recruitment practices in the Company after implementing 3b (i)
|Managing Multi-Generational Workforce||1. Send a supervisory/HR employee to attend a training course/workshop on “Managing a Multi-Generational Workforce.”|
|Companies must complete 1 and either 2a or 2b.||2a. Develop and implement a new project/programme aimed at creating opportunities and increasing communication between mature workers and younger employees. Communicate the intent of the new project/programme to all employees to facilitate bonding between different age groups or profiles. For example, a mix of younger and older workers coming together to form project groups such as Recreation Club Committee, Work Plan Committee, Team Building/Bonding Programme etc, but exclude company functions and leisure activities like excursions, company annual dinner and dance etc.|
|2b. Implement a Mentoring Programme (Buddy System). For example, a newly recruited younger worker may be paired with an older worker for 3 months as part of the On-the-Job (OJT) Training Programme. Both the Mentor and Mentee must be local Singaporean.|
|Worker Well-Being Programme||1. Send a supervisory/HR employee to attend a training course/workshop on “Worker Well-Being.”|
|2. Submit a workplace risk assessment in accordance with the Workplace Safety and Health (Risk Assessment) Regulations.|
|3a. Improve work ergonomics (For example, companies redesign their work environment through shifting and purchasing of equipment to reduce workplace risk, send out circular to educate older workers on ergonomic risk factors etc).|
|Companies must complete 1, 2 and either 3a or 3b.||3b. Implement wellness activities and proof of communication on healthy tips. (For example, posters for increasing awareness on stress management, balanced diet, healthy living exercise programme etc. which are beneficial to olders workers.|
|Training/Re-training||1. Send a supervisory/HR employee to attend a training course/workshop on “Training/Re-training.”|
|2a. Create training roadmap for older workers.|
|Companies must complete 1 and either 2a or 2b.||2b. Send at least 50% of older workers to attend at least 36 hours of training programmes each with a 6-month period for further technical and/or soft skills training.|
|Re-employment||1. Send a supervisory/HR employee to attend two training courses/workshops on “Re-employment.”|
|Companies must complete both 1 and 2.||2. Implement the 4R programme with audit|
Employees who benefitted from age management practices must include at least five (5) older workers who are Singapore Citizens or Singapore Permanent Residents.
Please refer to List of Relevant Courses for Age Management Practices for reference when selecting courses for older workers to attend.
Kindly refer to Fact Sheet on Enhanced WorkPro (effective 1 July 2016) of Ministry of Manpower and Workforce Singapore for more information on Age Management Grant for Mature Workers.