- This FAQ covers all the questions you will have about the Professional Conversion Programme (PCP). The questions are laid up in sections to address your questions through the process of hiring through the PCP.
Section A: About PCP in general
Section B: About salary funding and training grant matters
Section C: Talent Sourcing
1. Employers sourcing for their own Talent for PCP
2. About Lithan sourcing for talent for PCP employers
Section D: What happens during employment process
Section E: About PCP training, programme requirements, balancing work demands
Section F: Managing employer & employee expectations
Please register your interest.
What is the purpose of the PCP?
In today’s evolving digital job market, job descriptions are changing constantly. There is a talent shortage for certain job roles hence the creation of the PCP by WSG. Employers join Lithan with the intention of filling these job roles. The primary purpose of PCP is to reskill working adults to prepare them for job restructuring which is now taking place at an unprecedented pace.
Who is PCP for?
PCP is targeted at Professionals, Managers, Executives and Technicians (PMETs), including mid-career switchers, who are committed to undergo skills conversion, to move into new occupations or sectors that have good prospects and opportunities for progression.
PCP is for any Singaporeans and PR adults 21 years and older who have been working for a minimum of 1 to 2 years.
How does PCP work?
As a PCP employer, you will hire talent who will learn on the job while undergoing skills conversion via a structured training programme.
What do I need to get started to employ talent under the PCP?
Lithan needs you to sign a Letter of Undertaking (LOU) with us. You will then need to provide your ACRA Bizfile statement and a list of job descriptions for the roles you plan to fill under the PCP. Lithan will not open an account for you until these documents are received.
Does Lithan charge a placement fee or any other fee for services?
Lithan does not charge a placement fee nor are there any direct fees payable.
What is my commitment level to this LOU?
Lithan takes every request for talent very seriously. As we have plenty of requirements by numerous employers, you are expected to be responsive and attend to interviews as arranged. Employers who change their requirements, are not responsive or do not show a commitment will be placed in a lower priority list.
If I the talent I hire starts out in one job roles and training programme under my employment, can I switch their job roles while undergoing the PCP?
No, each job roles is closely mapped to the training programme which aligns with the on-job-training, so switching to a new job role is not an option under the PCP.
Can I hire a professional already in a particular industry, digital marketer for digital marketer role?
There must be a professional conversion element where you are switching from one career type to another under the PCP. However, if the talent has been out of work for 6 months or more, you can hire them and still qualify for the training and salary grants. The talent’s CPF statement for the last 6 months will be used as proof.
Will the talents be required to take a test to be considered for acceptance in the PCP?
There are specific entrance tests to be taken online. Talents will be provided a link at the right time to do so. The tests gauge their suitability for the role and job to be filled.
How will the training grant be paid and disbursed for talent I hire under the PCP?
Once the talent is hired, PCP employer pays 30% of the training fee (eg. 30% +GST for $13k upfront). Claim back of 20% ($2.6k) can be made through Skillsconnect at the end of 9 months when the talent competes the programme. So in fact, employer pays 10% while government picks up 90%.
Once the talent is hired, how soon must they start the training?
The talent must commence training in the next available start of class date. Usually within one month from the date of starting employment.
Please elaborate on the salary funding?
Salary funding is as follow;
- • Salary subsidy of up to 70% of monthly salary, capped at S$4,000 per employee per month, for the duration of the training programme. This applies for Singaporeans or PRs older than 21 years of age.
- • If employee is aged 40 years old and above, OR any Singaporean talent under 40 who have been unemployed for more than 6 months, salary subsidy of up to 90% of the monthly salary, capped at S$6,000 per employee per month, for the training duration.
How does the salary funding work?
Employers need to pay the full salary to the talent hired under the PCP on a monthly basis together with CPF contributions. You will need to submit their CPF statements and a one page training record document to Lithan. Lithan will submit claims on your behalf every quarter. On average it takes 3 to 6 months for the salary reimbursement on the claim amount to be disbursed to you. This means on average you need to keep 6 to 9 months cash flow for each talent’s salary.
Can employers tap both the PCP and Career Support Programme (CSP) Grant?
Yes, this is now possible. Lithan does not facilitate the CSP so each employer needs to engage WSG directly to make enquiries and apply. A very comprehensive FAQ on CSP can be found in the following link here.
Can I propose my own candidates I wish to hire under the PCP?
This solution is actually preferable to having Lithan sourcing for talent for you. 70% of our PCP employers successfully source and place their The one condition you have to mindful of is the talent cannot already be in that job role or have the qualifications of that role already (eg. Digital Marketer cannot be hired for a Digital Marketing job role. A traditional marketer can be hired though). BUT if the candidate has been out of work for 6 months or more if in that particular job role, they can be considered under the PCP.
How do I go about proposing my own candidate for PCP?
if you have candidates you wish to propose for hiring under the PCP, send their CVs and past 6 months CPF statement to your assigned Lithan sales consultant. This is so that we can provide accurate information to qualify eligibility, expectations and conditions for you to hire them under the PCP.
Is my company obliged to hire under the PCP?
PCP employers have full authority to hire candidates based on merit. The selection, interview and hiring process follows the same structure as any job interview.
What is the profile of the candidates in the talent pool offered by Lithan?
Lithan is constantly building a pool of agile multi-disciplinary PMET talent who have been in the workforce long enough to understand work discipline and culture. They have the necessary soft skills, industry domain knowledge, adaptability and a willingness to reskill themselves. They are only lacking to a certain extent the skills required for the new digital workforce.
How do talent prepare for interviews with PCP Employers?
As with any interview, preparation is important. Talent are advised to read up on the industry broadly, industry trends, the employer’s company background, competitors, and latest developments.
What relevance is the past qualifications and working experience to me as a PCP employer?
Past qualifications may not have much relevance especially since talent are switching industries or their job role is no longer current in the job marketplace. Their general working experience will always be an asset as these are transferable skills you as an employer are looking for. Their ability to demonstrate how you overcome obstacles and challenges in a work environment are also assets.
How will talent know what the job description and is about for a job role they are interviewing for?
PCP employers create job descriptions for the roles they intend to hire for. You then present it to Lithan for our talent management to match your CV to PCP employers and job roles. Talent will be given the job description and have their own FAQ on how PCP works.
Since this is a conversion programme, how will talent qualify to fill the job description of the job role?
As a PCP employer, you must accept talent will not be able to perform 100% of the job role initially. Think of the job description as a role for talent to grow into and aspire to master over the duration of the training programme.
If qualifications has little relevance to PCP employers, how should I assess talent during the interview?
While they may not have the specific skills for the role they are interviewing for, look at their personality, attitude and to gauge how they would fit in their company culture in assessing their suitability. Their willingness to learn and adapt are also key considerations.
How does Lithan match me to PCP employers?
PCP employers may provide Lithan with specific requirements in terms of prior industry experience and domain knowledge of candidates. However, you are encouraged to look broadly at talent from a perspective of their potential to fill the role given the training and on-the-job application of skills acquired. Using all the above together with the job description provided, Lithan shortlists candidates for employers to select for interviews.
How will interviews be scheduled for me?
CVs and profiles of talent will be matched with PCP Employers. You then indicate your interest to interview any number of them . We will contact you to schedule an interview at a pre-arranged time and venue. Employers will also be strongly encouraged to attend our Recruitment events, networking and Career events to increase your chances of picking up talent under the PCP.
At what level will we hire for a job role?
Every PCP employers has a job description and level (position of responsibility) for each job role. Expectations and responsibilities may be higher if talent are more senior. They should be expected to grow into the role based on your age and work experience.
Will talent be expected to take a pay cut from their last drawn salary if employed under the PCP?
PCP Employers are encouraged to offer suitable candidates salary packages that are reasonable and fair in keeping with the age and needs at each age group. At the same time, they are reminded that they need time to grow in confidence and productivity in the role under the PCP.
Will Lithan help to negotiate salary between talent and prospective PCP employer?
Lithan does not get involved in negotiations between employers and candidates but we are on hand to offer advice and manage expectations of both parties when needed. The employment contract is signed directly between employer and employee. You should negotiate as you would with any employment contract.
What if talent is uncomfortable with certain terms of the employment contract?
As above, you should discuss these concerns and come to an agreement on all terms of the employment contract. If there are any clauses which they feel are not in keeping with the spirit of the PCP, they are encouraged to let Lithan know and we will address the points for concern with you, the PCP employer.
Will the talent be able to cope with training and work demands at the same time?
Every project and assignment is contextualized to the job so you can derive meaningful use immediately. On-campus time is optimized and focused on face-to-face interaction with learning facilitators and mentors. Training can be time intensive in the first 4 months.
What happens if the talent is unable to meet programme requirements?
We have many processes in place to ensure that each student completes the programme requirements successfully. Learning facilitators and mentors will provide real time assistance to help keep students on track.
Tell me more about the training?
Lithan’s training is ‘Learning on demand with Mentorship’. The 70/20/10 rule applies. 70% of your training is self-directed on your own time using our Learning Management System (LMS). 20% is on-time campus where you get to meet your learning facilitators and mentors who will give talent face to face guidance and feedback. 10% is spent on assessments and assignments. The curriculum allows you to apply what is learnt directly to your new job.
What if talent can’t meet the minimum attendance for classes on Campus?
They are required to achieve 75% attendance for each module. They should be able to do so with proper allocation of time. The schedule will be given to you ahead of each module.
Upon graduation, what will certification will talent receive from completing the training?
They will receive Statements of Attainment by SSG, for every module that they successfully complete. In addition, they will receive a Lithan Professional Diploma upon the completion of the full programme.
What will happen if the relationship between the PCP employer and talent is not good or deteriorates?
Just as in any employer-employee working relationship, constant and open communication is the key to a cordial and productive relationship. Be open and honest in working out mutual expectations and concerns regularly.
Can I as a PCP employer make my talent perform a job role which is not mapped to their training and job description?
Strictly, no. The PCP is meant for you to extract applicable value from the training which is closely mapped to your particular job description. At the same time, if they are asked to take on additional projects or tasks outside of your primary role due to your confidence in their ability to do so, you should discuss the scope, your bandwidth and capability to take on such projects with them first and obtain mutual agreement.
What happens if talent needs to break contract and cannot complete the full 9 months of training?
Naturally, there will be situations where personal events prevent talent from continuing with seeing through the 9 months of training. However, the commitment made by both employer and employee in taking part in the PCP should be seen through as far as possible. The talent recognises your investment in their training and the opportunity costs involved. So, every effort to complete the 9 months of training while being a productive contributor to the business should be strived for by talent.
If talent choose to break contract before the 9 months of training is complete, will they be able to continue with the training to attain the Diploma even if they pay for it themselves?
No, they will not be able to continue the training if their employment ends before the training is complete.
Can talent switch to another PCP employer before the 9 months of training is complete?
No, they will have to see the 9 months out with their original PCP employer.
Can the talent or employer choose not to he retained under full employment for a further 6 months after I have attained my Diploma?
The employer is required to retain talent for a minimum of 6 months under the agreement. At the same time, both employer and employer may mutually agree to enter a full employment contract or decide to end the employment contract at the end of the training programme
What relevance is my work experience to PCP employers? What are the employers looking for?
Employers are looking for agile multi-disciplinary PMET talent who have been in the workforce long enough to understand work discipline and culture. You want to see their adaptability and a willingness to reskill themselves.