Hawazi Daipi
Singapore
“Madam, between 2001 and 2014, of the international students at secondary and junior college levels who were granted permanent residence (PR) on their own merit, around one-quarter were on scholarships, such as the Association of Southeast Asian Nations (ASEAN) scholarship, for their studies.”
“Madam, we are aware that these are secondary and pre-university students who are not likely to start working immediately after they have completed their "A" levels. So, we do not require them to work in Singapore. It is separate from the university-level scholarships. Page: 34”
“Madam, as I have said in my reply, we leave it to the schools to decide on whether a student or a staff member is fit or good enough for certain types of overseas trips. Some overseas trips can be very physically challenging, but some may not be.”
“Madam, the Member may be aware that MOE has worked with the Temasek Cares for a programme to assist families to manage the cost of treatment after the insurance coverage cap has been reached.”
“I think, generally, yes, Madam. The travel insurance coverage includes accidents and treatment of injuries as a result of accidents, as well as repatriation.”
“At the ground-breaking event, a number of non-Muslim grassroots leaders asked me how they can also support the construction of this community institution in Woodlands. I am heartened by such a supportive spirit and inter-racial and inter-religious cooperation.”
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“Thank you, Madam. Yesterday, in my response to Mr Pritam Singh's supplementary question, I said that the Ministry of Education (MOE) has worked with Temasek Cares to assist families to manage the cost of treatment after the insurance coverage cap has been reached. [Please refer to "Travel Insurance for Overseas School Trips", Official Report, 17 August 2015, Vol 93, Issue No 22, Oral Answers to Questions section.] This is incorrect. What I was referring to was actually a joint MOE-Temasek Foundation initiative for the public to donate to the Sabah Earthquake Fund to benefit the dependants of three Singaporean adults who had lost their lives as their families had lost a breadwinner. Some of the proceeds are also intended for the Malaysian trainers and guides who have lost their lives or had their livelihoods affected by the earthquake. On the cost of injured students' medical treatment, I would like to clarify that MOE is already engaging the parents of affected students to assure them of appropriate continued support for the recovery process for their children in the event that this cost exceeds the coverage of the insurance policies. Thank you, Madam.”
“Madam, may I seek your approval to make a clarification to a reply I gave yesterday?”
“Madam, we are aware that these are secondary and pre-university students who are not likely to start working immediately after they have completed their "A" levels. So, we do not require them to work in Singapore. It is separate from the university-level scholarships. Page: 34”
“Madam, between 2001 and 2014, of the international students at secondary and junior college levels who were granted permanent residence (PR) on their own merit, around one-quarter were on scholarships, such as the Association of Southeast Asian Nations (ASEAN) scholarship, for their studies. There is no tuition grant at the secondary and junior college levels. The scholarship holders are required to attain the GCE "A" levels or equivalent, as part of their scholarship obligations. Almost all – more than 99% – of them attained the "A" levels or equivalent.”
“Madam, the Member may be aware that MOE has worked with the Temasek Cares for a programme to assist families to manage the cost of treatment after the insurance coverage cap has been reached. [Please refer to "Clarification by Senior Parliamentary Secretary to the Minister for Education", Official Report, 18 August 2015, Vol 93, Issue No 23.] Apart from that, there are also schemes to help other families which have been affected by the accidents involving the students and staff members of Tanjong Katong Primary School.”
“I think, generally, yes, Madam. The travel insurance coverage includes accidents and treatment of injuries as a result of accidents, as well as repatriation. As for the treatment after the participating students or staff members have returned to Singapore, the travel insurance cover a portion of further treatment back at home up to a cap. So, I think this is a common industry practice.”
“Madam, as I have said in my reply, we leave it to the schools to decide on whether a student or a staff member is fit or good enough for certain types of overseas trips. Some overseas trips can be very physically challenging, but some may not be. So, students with certain pre-existing medical conditions may be allowed or encouraged to take part in some overseas trips which may not require too much physical exertion. However, if the physical condition or pre-existing medical condition may be serious, we would not allow such students or staff members to take part in the overseas trip. Of course, it is up to the individual families or staff members to decide on whether they want to take part in the activities, for which we do not disallow, or whether they want to buy additional travel insurance coverage. So far, as far as I know – and this was only done from the end of last year – there is only one insurer that provides additional travel insurance coverage, which means that the demand for such additional travel insurance coverage for pre-existing medical condition is relatively low.”
“The Ministry of Education (MOE) already requires the schools that we directly supervise to purchase travel insurance that provides unlimited coverage for medical evacuations and repatriation expenses for overseas trips that are organised or endorsed by these schools. Similar arrangements are in place for the autonomous universities, polytechnics and the Institute for Technical Education. Most travel insurance policies do not cover expenses, including those relating to evacuation or repatriation, that are incurred as a result of pre-existing conditions. Rather than to simply require all schools to purchase enhanced policies, MOE's approach has been to require schools to undertake a careful assessment when deciding whether their students or staff should participate in such overseas trips. Where the pre-existing condition is serious or of a nature that makes it unsuitable for a student to go for the overseas trip, such as heart problems or epilepsy, alternative activities will be organised for the student. Where the pre-existing condition is less serious or can be managed safely with appropriate medication, schools will allow the student to participate in the overseas trip, provided, amongst other things, they are satisfied that the activities conducted are appropriate for the student and there are adequate medical facilities available at the destination to manage and support the student's pre-existing condition. The Page: 42 student's parents are also consulted to ensure that they are comfortable with the arrangements. A similar approach is adopted for school staff.”
“Mdm Speaker, I did not dispute her support to this Bill. But I disputed her intent in politicising this matter.”
“Mdm Speaker, allow me to conclude now in English. (In English): Mdm Speaker, allow me now to conclude in English. Indeed, Encik Yusof was a pre-eminent leader who played a crucial role in Singapore's difficult early years. He was a man with great foresight. When Encik Yusof first took on the role of Yang di-Pertuan Negara, the position carried with it little ready-made standing. As the Head of State of a young Singapore with little resources at its disposal and still uncertain of its place in the region, Encik Yusof had to imbue in the position the dignity and honour he believed was due to Singapore. This could not have been done by someone who did not firmly believe in Singapore and all that she could be. But Encik Yusof was someone with a vision to look beyond Singapore in her then prevailing state and be certain of what she could achieve, despite the limitations. He believed that there was little to stop Singapore from setting the pace of social change and economic development in the region. He envisioned that Singapore's struggle to find stability in diversity could one day be a beacon to other nations – evidence that a multi-racial society works and a source of inspiration to countries fighting against racial intolerance and religious bigotry. Page: 73 We are proud of our early forefathers for their belief in Singapore – their belief that if we band together, if we learn together and strive forward together, we will succeed despite the odds. And we did, thanks to them. Men, such as Encik Yusof Ishak, and institutions, such as ISEAS, have given Singapore the critical capital needed to succeed. We are proud to honour both today in having ISEAS bear Encik Yusof Ishak's name. 4.30 pm”
“It states that "it is written in history; about a pre-eminent leader who was held in high regard by everyone." In short, throughout his time as the Head of State, Encik Yusof Ishak truly became the Head of the nation as a whole, not just in terms of the job title, but also by embodying the spirit of the job. I sum up the tribute to him in this pantun. It states that "Yusof Ishak is an illustrious man. His deeds are never forgotten, his name will never fade away." Looking at his contributions to our nation and his confidence about Singapore's future, and how we can preserve his services and contributions through the renaming of ISEAS, I Page: 72 feel that I should comment on what was said by Ms Sylvia Lim. I think that it is not the right time, while we are giving the highest honour to a pre-eminent Singaporean − based on his contributions in the past − that we politicise this issue by questioning whether ISEAS will become a body that obeys the directions of the Government. What the Government has done – by contributing and giving support to ISEAS – has created outcomes that are acknowledged internationally and this will remain so even if the number of ISEAS members will be reduced, even if the organisations represented in ISEAS will no longer be represented by the same number of people as in the past. I do not see this as the Government interfering in ISEAS' role as an eminent body that studies the issues and developments in Southeast Asia to understand this region as best as possible, so that we can formulate policies that are strong and good as a nation and as a member of the ASEAN community. Hence, I feel quite hurt to hear Ms Sylvia Lim's comments which, in my view, politicises a Motion to put on record the name of our pre-eminent Singaporean when we rename ISEAS.”
“We can show, through our actions, how people of different races, languages and religions can work together to defeat the real enemies of the people – that is, poverty, ignorance, disease and the degradation of man by man. We can show how a rich variety of cultures, languages and religions can, in fact, enrich the life of a nation and yet unite the people… Singapore can be a role model and a source of inspiration to countries caught in the quagmire of racial intolerance and religious bigotry." This is a Malay pantun or short poem that reflects his spirit. The pantun states that "one must go through difficulties and hardship in order to have a country that is visionary". Encik Yusof envisioned that, in our struggle to find stability in diversity, Singapore could one day be a beacon to other nations. Encik Yusof did not just have intellectual wisdom, but was also well-attuned to the needs of the people of Singapore. When he was selected to be the Yang di-Pertuan Negara, then-Prime Minister Mr Lee Kuan Yew said that Encik Yusof Ishak was "one amongst us whose deep understanding of the hopes and fears of our people and whose natural dignity ensure that the duties of his high office will be discharged honourably and well". Some eight years later, after Encik Yusof Ishak became President, many placed their confidence in his capacity to continue to represent Singapore as the Head of State. Members of Parliament spoke of the way in which he embodied the Singaporean spirit and character, the devotion and dignity in which he discharged his duties and his ability to win the respect and confidence of the people. This is another Malay pantun that shows Singaporeans acknowledging his contributions.”
“In the 1968 parliamentary debate on ISEAS' establishment, Members of Parliament had agreed on the importance of a higher level of understanding and cooperation between Southeast Asian countries, given that Singapore's survival would be closely linked to the state of affairs in the region. It was envisioned that ISEAS could be a centre for knowledge generation, building a community that would come together to cast light on issues in the region and thus move towards finding solutions for these. In an increasingly complex global environment, ISEAS' role continues to be important. Its efforts thus far have helped to establish a strong regional understanding; a foundation we can build on, as we continue to work to anticipate and preempt the issues facing our nation. ISEAS has made no small contribution to Singapore and we are proud for it to bear Encik Yusof Ishak's name. Mdm Speaker, allow me now to continue my speech in Malay. (In Malay): [Please refer to Vernacular Speech.] In a speech delivered in Parliament in 1965, Encik Yusof shared his confidence in Singapore's potential. He said, "What we lack in land size and population, we more than make up for it through our strategic location and the quality of our people. With our dedication and determination, there is little to stop us from setting the pace of social transformation and economic development in the region." Encik Yusof also believed in Singapore as a multiracial and multi-religious society. His belief, however, was not limited to Singapore solely. During our National Day celebrations over 50 years ago, he shared the nation's hope that: "We in Singapore can make a Page: 71 contribution to political civilisation by proving that a multiracial society can work.”
“Thank you, Mdm Speaker, I rise to support the Bill. The Bill primarily seeks to honour our late President, Encik Yusof bin Ishak, by effecting the renaming of ISEAS as the "ISEAS–Yusof Ishak Institute". Both ISEAS and Encik Yusof have played important roles in our development as a nation. ISEAS was established as an autonomous research institute in 1968 – one of the first of its kind in the region. It aimed to contribute to a growing body of knowledge on issues related to Southeast Asia. Since then, with the many economic and political changes in the region, ISEAS has steadily extended its scope of study and grown in repute. Page: 70 Its research activities are wide-ranging. ISEAS publishes numerous reputable journals which are well-recognised in the international academic community and is also known for its in-depth analysis of issues through the books that it regularly publishes. With a wide collection of books and publications on Southeast Asia, its library serves as a valuable resource centre for scholars. ISEAS also contributes to the promotion of Southeast Asian scholarship by promoting and hosting various fellowships and programmes that bring together both experienced, eminent researchers, as well as young scholars, to contribute to the body of research on the region. Its outreach is not confined only to the scholarly community in the region, but also to the layman. ISEAS facilitates analysis and debate on key regional issues with those from the public and private sectors to explore possible solutions for these issues and inform policy-making. It also reaches out to the public through public lectures and forums.”
“At the ground-breaking event, a number of non-Muslim grassroots leaders asked me how they can also support the construction of this community institution in Woodlands. I am heartened by such a supportive spirit and inter-racial and inter-religious cooperation. The Yusof Ishak Mosque, scheduled to be ready at the end of 2016, will be able to accommodate 4,500 worshippers. It will ease overcrowding at the An-Nur Mosque, which is currently the only mosque in the North. Likewise, I am also happy that the Maarof Mosque in Jurong West, which can accommodate 4,500 people, will also relieve overcrowding at Assyakirin Mosque and Al-Mukminin Mosque. There are also other areas that need new mosques and I would like to ask the Minister what are MUIS' plans to build new mosques in other areas that also need additional space for Muslims, especially in the East, where I live. Joint Madrasah System (JMS) and Part-time Madrasahs”
“Madam, in Malay. (In Malay): [Please refer to Vernacular Speech.] Last Saturday, I attended the ground-breaking event for the Yusof Ishak Mosque in Woodlands Drive 17. I was very happy to be there together with a few other Members of this House, as well as Puan Noor Aishah, wife of our late President Yusof Ishak. Residents in Woodlands are of course very happy that the construction of this second modern mosque in Woodlands will be completed in two years. Mosques have a special place in the hearts of the Malay/Muslim community and play a central role in their lives. Mosques are not just places of worship; they are also institutions that fulfil the community's needs. Mosques are also centres of information, learning, personal improvement and also an agent for social cohesion. Yusof Ishak Mosque is a very special mosque. It bears the name of Singapore's founding President Mr Yusof Ishak, a national icon and a pride of our Malay/Muslim community. I was happy to learn that the Yusof Ishak Mosque will have a heritage corner to honour the contributions of our Pioneers. President Yusof Ishak was loved by Muslims and non-Muslims alike – a President for all Singaporeans. He was very active in the community and was an all-rounder, a journalist, a respected statesman, a sportsman and also a bright scholar. In our continuing efforts to build a progressive Malay/Muslim community in Singapore, it is fitting that the mosque is named after a luminary like President Yusof Ishak and that we promote the values of excellence, Page: 11 and racial and religious harmony, which he held. The construction plans for Yusof Ishak Mosque was off to a very good start. The Mosque Building Committee led by Haji Ayub Johari is working hard to collect funds.”
“Thank you, Madam, for giving me the opportunity to make a clarification to Mr Gerald Giam's statement on household income. Yesterday, Mr Giam stated in his speech that almost 85,000 resident households are earning a monthly income of less than $1,000. [Please refer to "Sectoral Minimum Wages", Official Report, 9 March 2015, Vol 93, Issue No 12.] These figures come from the Household Expenditure Survey published by the Department of Statistics. What Mr Giam did not mention is that 57% of these 85,000 households are not working. There are many of these retiree households. This information can be found in the same table that Mr Giam had used. Page: 10”
“Madam, I have actually responded to Mr Zainal Sapari's suggestion on the same point. Generally, I would say that what we have been offering to low-wage workers through WIS have been effective, and there are many other measures that we help them to boost their income. So, at the moment, we are not thinking of liberalising further the criterion for WIS payout.”
“Yes, a very quick one. We do not believe that we can only raise the income of low-wage workers in all sectors through Government-mandated initiatives like PWM. Where outsourcing is prevalent, widespread and there is a large number of local workers involved, there are many other ways to raise the income of low-wage workers. I have cited an example of how NTUC has worked with companies in the F&B, logistics and retail sectors where their members and individual workers working for companies can get better income through raising their productivity. And I cited the example of Baker's Heaven where workers enjoy up to 10% increase in their salary as a result of productivity improvement. In some sectors, in particular, three – security, landscaping and cleaning – where there is a necessity for a Government-mandated PWM, we would move in although it may take time to implement PWM. But for other sectors, we are quite happy to see NTUC working very closely with industry associations.”
“Madam, may I respond to Mr Giam's question?”
“This is but one example of the many low-wage workers who have been helped by our policies. The improvement we have seen so far will spur us in striving to create a better and safer workplace for everyone.”
“Mdm Chair, MOM has made concerted efforts over the years to uplift our low-wage workers while elevating safety standards at work. I would like to end my speech with an example of how our policies, taken together, can uplift low-wage workers in Singapore in a tangible way. Mr Kamaruddin Bin Syed Ibrahim, aged 54, is currently working for a cleaning company called AG Maintenance. When he first started out at AG, he was earning a monthly salary of about $1,200. With the support of his employer, he successfully completed the WSQ Certificate in Environment Cleaning that consisted of eight WSQ training modules in 2013. Because of this, he received the Training Commitment Award of $400 in the same year. The training that he underwent helped Mr Kamaruddin become more proficient in cleaning vertical surfaces, glass and ceiling. Amongst Page: 127 others, it also taught him the skills required to maintain the cleaning tools and equipment that he uses. Besides upgrading his skills and becoming more productive, Mr Kamaruddin also learnt to work safer. Through one of the training modules, he acquired the skills to identify and manage safety hazards at his workplace. His company, AG, recognising the value-add he was able to bring to his work following his training, increased his salary to $1,600. So, it is quite a substantial increase in his salary – from $1,200 more or less to about $1,600. Mr Kamaruddin continues to benefit from WIS that supplements his income and retirement savings. His employer, Mr Bala, shared that sending his employees for training has resulted in him being able to offer his clients better quality cleaning services. Generally, his clients have also commented that they have been satisfied with better trained workers.”
“I am glad to share that some companies recognise benefits of such Return to Work interventions and have been proactive in helping their injured employees get back to their work early. 3M Singapore is one such company. 3M's management views such interventions as an essential part of retaining valuable and skilled employees and provides the necessary support to their line managers to implement them. For their injured employees, these efforts not only aid their recovery, but also gave them assurance in terms of job and income security. For instance, when one of their production technologists returned after being on more than months of sick leave as a result of a fracture, 3M assessed his condition, worked out a temporary employment plan and assigned him light duties to facilitate his return to work. During this period, the employee continued to draw his original salary. I am pleased to note that not only was the employee able to return to his original job, he was subsequently promoted to the role of a production supervisor. We want to encourage more employers to implement such Return to Work interventions. As a start, we will be allowing expenditures that facilitate early Return to Work to be claimable as part of WICA medical expenses. Such costs include those incurred in engaging a professional to develop a return to work plan, to assess the work environment and to provide recommendations to employers on how to better accommodate their injured employees. In our preliminary consultation with the General Insurance Association of Singapore, the insurers are generally supportive of this initiative. We will be launching a public consultation on the proposed enhancements to WICA later this month.”
“The emotional and physical stress to place food on the table for their families while struggling to recover from their injuries could be overwhelming. We will be reviewing the compensation limits for death and permanent incapacity to be in line with the rise in nominal median wages since the limits were last revised in 2012. To address the increase in industrial accident medical bills, MOM will also be raising the cap for medical expenses claimable to ensure that WICA continues to fully cover more than 95% of claims where hospitalisation is required. Currently, this coverage is capped at $30,000 per accident or for a period of one year from the accident, whichever is reached first. While it is important that injured workers get fair compensation expeditiously, it is equally, if not more important, that injured workers are able to get back to work as soon as possible. In our dealings with injured workers, they often cite fear of losing their job as they may be unable to carry out their work properly due to their injury. This need not be the case for some of the cases if an early intervention programme was put in place to facilitate their rehabilitation and return to work. Page: 126 In 2012, MOM conducted a study to examine the benefits of early Return to Work. As part of the study, occupational therapists were engaged to help facilitate and coordinate the return to work for a group of employees injured at work. Through this intervention, we managed to help this group of employees to return to work 10 days earlier on average. This reduction in man-days lost also translated to a cost savings for the employers. So, quite clearly, we found that it is beneficial for both the employers and employees, and I am sure the insurance companies, too.”
“Nonetheless, we encourage self-employed persons to take responsibility for their own well-being and purchase adequate insurance to ensure some financial certainty in Page: 125 the event that they are injured whilst at work. Moreover, given the diverse nature of freelancers, there cannot be a one-size fits all solution. This is perhaps an area where the industry associations, working together with unions, may be better placed to take the lead. They would be able to identify measures meaningful to the conditions for the specific segment of freelancers they represent. For instance, I am heartened to note that the Association of Independent Producers worked with Media Development Authority (MDA) to establish a code of industry best practices to guide relations between companies and freelancers. The Code currently covers payment terms and contractual agreements and will eventually be expanded to touch on workplace insurance as well. I understand that NTUC's Freelancers and Self-Employed Unit has plans to embark on other initiatives for different freelance segments. Mr Patrick Tay spoke about the need to review the work injury compensation claim amounts and limits. MOM conducts regular reviews on the compensation limits under the Work Injury Compensation Act (WICA) to ensure that its payouts remain calibrated with rising income and healthcare costs. We agree with Mr Karthikeyan that the livelihood of workers can be affected after getting injured at work. Many of them are unable to perform their original work due to injury. We have seen cases of injured workers losing their jobs, especially if the recovery period is protracted. There are also some who were the sole breadwinner of their families.”
“MOM and WSH Council will continue to roll out engagement initiatives to reach out not only to factories, but to all workers in all workplaces. To reach out to these groups of workers, flash mob skits on common workplace hazards and good safety practice were put out at heartlands and shopping centres. WSH guidelines and collaterals are also made easily available on WSH Council website to help industries identify and mitigate risks associated with their operations. To raise WSH capability, employers could enrol their workers for training courses on risk management to equip them with workplace hazard identification and management skills. The employer can further complement these courses with on-the-job training to contextualise the risks that they face at their workplaces. For workplaces to be truly safe, comprehensive systems to manage WSH are not be enough. All workers must take personal ownership of WSH outcomes and put safety and health as the first priority in all the work they do. Such progressive and pervasive WSH culture needs to be nurtured. The WSH Council is leading efforts to champion a Vision Zero movement which requires a mindset that all injuries and ill health arising from work are preventable, and a belief that zero harm is possible. Mr Patrick Tay also spoke about medical and accident insurance coverage for freelancers who were injured at work. The Work Injury Compensation Act (WICA) imposes duty on employers to compensate their employees in the event of an injury arising from work. For freelancers, they are not covered under WICA as they are considered to be their own employers.”
“This is to effect the Safety Case regime and streamline existing SHE regulatory requirements for MHIs. To mitigate potential domino effects in the event of a major accident, MHI operators will be required to share pertinent information on the nature and extent of risks imposed on other installations within the cluster. This will allow neighbouring sites to take these additional risks into account in their risk management processes and emergency response planning. We are targeting to enact the MHI Regulations in the first half of 2016 for implementation in 2017. 5.30 pm Page: 124 Lastly, a National MHI Regulatory Office (NMRO) will be set up in 2016 to better coordinate safety case assessments, inspections and investigations. Led by MOM, the NMRO will also consist of officers from SCDF and NEA and will serve as a single regulatory front for MHIs on SHE matters. Assoc Prof Randolph Tan asked about workplace safety in sectors other than construction work sites. We share his concerns, and have programmes in place to address safety issues in workplaces such as the retail sector. I would like to assure Assoc Prof Tan that our efforts to improve workplace safety will not be affected by the reduction in the Budget for manpower development under the progressive workplaces programme. We also agree with Mr Patrick Tay that every employee has the right to a safe and healthy workplace. It was with this principle in mind that the WSH Act was extended to cover all workplaces since September 2011. We will continue to calibrate our measures to ensure they stay relevant and effective in raising safety standards amid in the dynamic landscape. One key area is through engagement to raise WSH awareness.”
“The likelihood of a major accident for such installations is low due to the stringent workplace safety and health management system in place. Notwithstanding this, their complex operating environment and high concentration of highly hazardous chemicals means that any accident can potentially result in catastrophic consequences. Therefore, I am glad that Mr Karthikeyan spoke about this. In March 2014, MOM set up an Inter-Agency Task Force to review and enhance our existing regulatory framework for MHIs to be in line with international best practices. Involving key Government agencies such as NEA, SCDF, EDB and JTC, the Task Force has completed its work and we will be implementing the following changes. First, we are shifting away from a prescriptive one-size-fits-all regulatory approach. Instead, MHI operators will be given greater flexibility to tailor their risk mitigating measures to best suit their needs. Operators will also take on greater responsibilities for their Safety, Health and Environment (SHE) by proactively identifying and managing the risks created. For this, we will be adopting a Safety Case regime where MHI operators will need to integrate all their SHE protocols onsite. They will also be required to demonstrate to the regulators that they have managed their risks to as low as reasonably practicable. Feedback from the industry consultations indicate that MHI operators understand the benefits of the Safety Case regime and are receptive to it. We will continue to work closely with the industry to jointly develop guidelines, including technical guidance, for the Safety Case regime. Next, we will introduce a set of MHI Regulations under the Workplace Safety and Health (WSH) Act.”
“Mr Karthikeyan has asked if MOM would be enhancing the system to identify errant contractors earlier for timely intervention. I am pleased to share that the review on the Demerit Points System (DPS) for contractors has been completed. The aim of the review was to strengthen DPS' deterrence against errant companies who blatantly flout safety rules. The enhancements were finalised after consultations with the construction industry, including the WSH Council's Construction and Landscape Committee and the Singapore Contractors Association Limited (SCAL). The enhanced DPS will come into force on 1 July 2015. There are four key changes. First, the DPS will be simplified to a single-stage system where accumulation of demerit points will trigger debarment of foreign workers. Second, the number of demerit points will be calibrated to deter employers from putting their workers to unnecessary risks at work. Third, the validity period of the demerit points will be extended from the current 12 months to 18 months to bring about sustained adherence to good WSH practices. Lastly, the demerit points will be accumulated on a company-wide basis and debarment of a contractor's access to foreign workers will apply to the entire company instead of by contract. Page: 123 We hope the enhanced DPS will help drive companies to put in greater coherent effort to address systemic safety lapses across their worksites. Mr Karthikeyan also asked about MOM's efforts on the management of Major Hazard Installations (MHIs). These installations include petroleum refining and manufacturing facilities, chemical processing plants and facilities where large quantities of toxic and flammable substances are stored or used.”
“We started the first half of 2014 with a spate of workplace accidents that resulted in a loss of 34 lives; 21 of which occurred in the first three months. Seventeen of the 34 fatalities were from the construction industry. In response, MOM and WSH Council implemented a series of short- and medium-term measures targeted Page: 122 at the construction industry. I am glad to note that the incidences of fatalities had moderated in the second half of 2014. There was a total of 60 workplace fatalities in 2014, 13 less than the 73 fatalities in 2013. As announced by the Minister, we have achieved our workplace fatality rate target of 1.8 per 100,000 workers four years ahead of the 2018 schedule. This did not happen by chance but is a result of relentless effort to identify problem areas and implement multi-pronged measures to improve WSH standards. I would like to acknowledge the support and hard work by every stakeholder in helping to achieve the workplace fatality rate target. We need to work together to ensure that the performance in 2014 was not a one-time phenomenon. There is also some cause to be concerned. While the number of fatalities has reduced, the number of non-fatal injury cases has increased over the last three years from 10,060 in 2011 to about 13,000 in 2014. We need to continue to press on and do more in order to achieve sustainable improvements in our Workplace Safety and Health performance. We will, therefore, see through the series of previously announced measures to enhance workplace safety in the construction sector, which accounted for 45% of workplace fatalities last year. So, we will continue to put a lot of resources and attention into the construction industry.”
“While mandatory PWMs have helped shift the focus of contracts back to productivity and service quality, more can be done to ensure that service buyers and providers in general move away from headcount-based contracts and contracting based on price alone. Going forward, we are also working with NTUC to expand our efforts to reach out to vulnerable low-wage workers and raise awareness of the avenues of help available. NTUC has set up its first U Care Centre (UCC) with funding support from the Government. It is situated at the Devan Nair Institute for Employment and Employability in Jurong East, and currently provides workplace advisory and job referral services for low-wage workers. It also regularly organises employment seminars to increase low-wage workers' awareness of their employment rights. Going forward, NTUC has plans to reach out to more low-wage workers by increasing access to the services of UCC at the heartlands, and this is something that the MOM is strongly supporting. I will now address Mrs Lina Chiam's comments on ensuring equitable terms for employers of foreign domestic workers. MOM would like to assure Members that we have a robust framework in place to safeguard the interests of both employers and their foreign domestic workers (FDWs). Employers must ensure the well-being of their FDWs, such as through providing them with food, accommodation and rest. Similarly, FDWs are required to follow a set of conditions tagged to their work passes, including employment obligations and personal conduct. MOM also regulates employment agencies to ensure that they provide proper services to both employers and workers. Madam, let us now turn to another important aspect of MOM's work, which is Workplace Safety and Health (WSH).”
“Second, it will focus on casual workers to better understand the profile and challenges of these workers. It will then develop measures to move them, where necessary, into more secured jobs with better pay and working conditions. Third, the TriCom will also recommend productivity and job redesign measures with a focus on jobs commonly undertaken by low-wage workers. As Mr Zainal Sapari has pointed out, there is a need to boost productivity in retail, logistics, and F&B sectors where there are many low-wage Singaporean workers. While there are on-going broader efforts to raise productivity, the TriCom aims to provide specific recommendations on how we can do so for jobs commonly undertaken by low-wage workers. This can yield tangible and meaningful benefits for all stakeholders. Page: 121 Baker's Heaven, a company that produces pastries and cakes, is an example. The company's earlier, more manual process of making pastries and cakes was highly labour intensive as employees had to manually cut the dough into appropriate sizes. At times, staff would have to work over the weekends to complete urgent orders. Tapping on e2i's Inclusive Growth Programme (IGP), Baker's Heaven developed an integrated production line that automated at least 80% of the pastry production process. With this improvement, Baker's Heaven is now able to produce more pastries and cakes to fulfil bulk and urgent orders as it has cut production time by up to 50%. This has also translated to tangible wage increases of up to 10% for employees who went through training to learn how to use the new machines. Lastly, the TriCom will also look into how companies can better adopt best-sourcing practices.”
“In fact, the unions have been working on negotiating PWMs with employers in a variety of sectors including hotel, F&B and retail. However, the approach of making the PWM mandatory through Government regulation should be used sparingly, in sectors where cheap-sourcing is prevalent. I had mentioned last year that the Government has no plans to extend the mandatory PWM to sectors beyond cleaning, security and landscaping and this position has not changed. We should allow the market to determine a suitable trajectory of wages based on productivity improvements over time. Also, low-wage workers in all sectors receive a boost to incomes and retirement savings via the Workfare Income Supplement (WIS) scheme. Madam, our Members have talked about the collective efforts taken by the tripartite partners to uplift low-wage workers. The concerns and challenges faced by low-wage workers are multi-faceted and require strong tripartite partnerships. We have seen this in action through various platforms, such as the tripartite clusters tasked with developing the PWMs as well as the National Wages Council. Another key platform to bring together the collective energies of tripartite partners to address low-wage worker issues would be the Tripartite Committee for Low-Wage Workers and Inclusive Growth (TriCom). Since its formation in 2010, the TriCom has provided valuable inputs to strengthen various Government policies including Workfare and WorkRight. The Low-Wage Worker TriCom has recently commenced its new two-year term. In the upcoming term, the TriCom will focus on several issues. First, it will look at the challenges of low-wage workers in SMEs which are currently facing multiple manpower challenges and industry competition.”
“With the various policies and programmes we have in place, our low-wage workers today are better supported than they were 10 years ago. We should continue to review and refine our existing programmes, as well as identify new solutions to better support low-wage workers. We have received several suggestions and feedback from Members on how we can do this. Mr Zainal Sapari has called for the Government to review WIS and consider further enhancements to give low-wage workers a better hope for their future. WIS is reviewed regularly, with the last major review in 2013. Our reviews take into account wage and labour force trends, among other considerations, to ensure that the scheme continues to provide meaningful support to the bottom 20% to 30% of working Singaporeans. Beyond WIS, the broader CPF enhancements, such as higher interest rates and higher CPF contributions for older workers would also help the low-wage group boost their retirement savings. We will work closely with our tripartite partners to gather further feedback and suggestions in the lead-up to the next WIS review in 2016. 5.15 pm Mr Zainal Sapari has also called for MOM to put in effort to enable a higher annual wage growth for the P20 worker vis-a-vis the median worker in a sustainable way. Our fundamental position is that income growth must be supported at all levels by corresponding productivity growth in the longer term. Hence, we will continue to focus on policies that contribute to a vibrant economy, improve employment outcomes and sustainably lift wages for all Singaporeans. Page: 120 Mr Gerald Giam and Mr Karthikeyan have asked if the PWM can be extended to more sectors of the economy.”
“One example is the English@Workplace Programme that provides customised English training at workplaces. Let me now address the issue of improving employment conditions. Since the 2005 Ministerial Committee, another area which we have looked at is the susceptibility of our low-wage workers to poor employment standards. Many low-wage workers may be unaware of their employment rights and CPF entitlements. At the same time, good employment standards are likely to encourage more regular work, and bring more people back into the workforce. This is why we introduced the WorkRight initiative in 2012. We have since scaled up our annual proactive inspections on employment rights ten-fold, from 500 to 5,000 a year. Page: 119 Employers have generally been forthcoming in rectifying non-compliance. Let us take a look at sectors such as cleaning, retail and F&B, where a high proportion of low-wage workers are employed. Today, nine out of 10 employers in these sectors comply with employment laws, up from seven out of 10. More than 35,000 Singaporeans have benefited as a result. They now enjoy their statutory entitlements, such as timely payment of salary, CPF contributions or payment of overtime allowance. Mdm Chair, we have made progress in the last decade. Our tight labour market and low unemployment rates have meant that finding a job is not difficult for our low-wage workers. Wages have also grown. Real income of full-time employed Singapore Citizens at the 20th percentile grew by 1.5% per annum, between 2009 and 2014. As Minister Tan Chuan-Jin mentioned earlier, we have managed to avoid the wage stagnation that many developed economies had been facing.”
“The Government supported this effort and agreed to enforce the PWM in three sectors – cleaning, security and landscaping. We then embarked on a tripartite process of developing a mandatory PWM in these sectors. Since we started on this journey in 2012, the PWMs for the cleaning and security sectors have already been announced, and the PWM for the landscaping sector is due to be released this year. In the case of the cleaning sector, enforcement has begun under NEA's new licensing regime for cleaning companies. Third, we raised the full-time equivalent (FTE) salary threshold for full-time local workers. The FTE salary threshold is used as a basis to calculate the foreign worker quota for the company. Raising the FTE salary threshold has helped to ensure that local workers are employed in a meaningful capacity and are not just being used in a token fashion to increase foreign worker quotas. To help our low-wage workers stay relevant and employable, much of our efforts are tied to equipping them with applicable skills and qualifications. In 2010, we introduced the Workfare Training Support (WTS) Scheme to encourage low-wage workers aged 35 and above to upgrade their skills through training to improve their employability. Over the years, we have enhanced its coverage to cover more courses and to provide allowances for self-initiated training. Training take-up rates have been improving steadily. Since the WTS scheme was enhanced in July 2013, we have seen encouraging take-up rates, with close to 88,000 low-wage workers benefiting from the WTS scheme as at December 2014. We are also looking at how to increase access to training by bringing CET opportunities closer to workers and workplaces.”
“Mdm Chair, several Members have raised queries on what the Government can do for low-wage workers. A decade ago, a Ministerial Committee on Low-Wage Workers was set up by the Prime Minister to address some of the key challenges facing our low-wage workers then. This includes slow wage growth and the need to stay relevant in the evolving economy. I thought it would be useful, 10 years on, to share how we have addressed these issues and the new challenges that have arisen and consider what more we can do in the years ahead. This would also address Mr Zainal Sapari's request for a stock-take on how our policies have helped uplift our low-wage workers. Since the 2005 Ministerial Committee was set up, the Government has embarked on a number of key initiatives to support low-wage workers. Let me quickly recap some of the things we have done. First, we embarked on efforts to support wages at the lower end. In 2007, we introduced the Workfare Income Supplement (WIS) which supplements the incomes and retirement savings of low-wage workers. Since then, we have expanded the coverage and quantum of the WIS payout on two occasions, in 2010 and 2013. Workfare is now a permanent feature of our social security system. Page: 118 Second, we recognised that there were market failures in certain sectors that were causing wages to stagnate. In some sectors, cheap-sourcing was prevalent and workers had limited bargaining power to improve their wages and employment terms. NTUC had been spearheading the development of a Progressive Wage Model (PWM), negotiated between employers and unions, as a way to help low-wage workers bargain for sustainable wage increases by tying these to productivity improvements and skills training.”
“The parents of Adly Azizi Adly Azamin are examples of how giving your child the space to explore something new can turn into a positive light for the future. When Adly Azizi first picked up dance as his CCA in Montfort Junior School, he had no formal training in dance but, through the CCA, he discovered his talent and developed a deep passion for it. Despite having limited dance experience, Adly auditioned for admission into School of the Arts (SOTA) with the support of his family. Today, Adly is a driven and enthusiastic 15-year-old pursuing his dance journey in SOTA's Faculty of Dance. Parents and schools must work together to help our children learn about the different pathways that are available to them, and give them the space to pursue what they are good at and interested in, to the highest level they are capable of. We should encourage them to pursue options that will bring them joy and fulfilment, and value them for whatever paths that they choose to take. In this way, opportunities for our child to succeed will be widened. Mdm Chair, thank you. 5.15 pm”
“These are also the qualities that employers look for in the worker of the future as they desire employees who show initiative, are motivated, and passionate when performing their duties. Therefore, it is critical that parents and schools work together to help children develop these qualities and discover what they are motivated by and passionate about. This can be done through Education and Career Guidance or ECG for their children. While MOE will provide secondary schools, junior colleges, centralised institutes, polytechnics and the Institutes of Technical Education (ITEs) with ECG counsellors, parents must do their part to really get to know their children. This means spending quality time with them to help them Page: 118 explore different opportunities and possibilities for themselves. I encourage all parents to support the schools' efforts in the Education and Career Guidance (ECG) by using resources such as the ECG portal and the Parents-in-Education website to explore different career pathways for their children in the future. These resources provide parents with tips on how they can guide and assist their children in making mature decisions about their future. There is also information on the various educational pathways, and guiding questions and self-profiling tools to help students make informed choices based on their interests, strengths and values. When our children discover what motivates them, and where their strengths and interests lie, parents and schools can work together to give them opportunities to pursue these. Sometimes, it requires parents to step out of their comfort zone so as to encourage their children to try something new. Only through such explorations will children be able to discover new aspects of themselves.”
“When COMPASS member, Mr Tio Chong Heng, shared at the inaugural PSG Conference in 2014 about the fathers' group in St Hilda's Primary School, PSG representatives from several schools, namely Rulang Primary, Bukit Timah Primary, Bedok Green Primary, and Guangyang Primary, were inspired to explore how fathers could be involved in their schools. A visit to St Hilda's Primary to observe how the fathers' group conducted itself paved the way for a rock-climbing father-child bonding activity last year for Bedok Green Primary School. Through this Scheme, we hope to encourage PSGs to strengthen their partnership with schools to benefit their children and prepare them for the world of tomorrow. Madam, when we work together as a community to provide opportunities for our children and extend our definitions of success, we will teach our children that they are each valued for their unique strengths, talents, and interests. We will better enable our children to succeed in society in the future. Madam, if I may, let me conclude my speech in Malay. (In Malay): [Please refer to Vernacular Speech.] Mdm Chair, the world that our children will live and work in when they grow up will be one that is very different from what we know of today. Lifelong learning is, therefore, very important. We need to help our children acquire the knowledge, skills, and competencies that will prepare them to face the uncertainties and complexities of the future. Such skills include communication skills, information skills and teamwork. More importantly, we need to help them develop into people of good character, capable of making sound decisions, and facing challenges with resilience and adaptability. These are the qualities that will hold them in good stead for the future.”
“Generally, PSGs comprise more mothers and I was especially encouraged therefore to see so many fathers at this session on 28 February. Mr Gordon Tan, PSG Chairman in St Hilda's Secondary School, joined the PSG in 2012 because he wanted to be "the Best Father" for his son, especially during the formative teenage years. Through parent-child bonding activities, he got to know his son better and together, they have created many treasured memories. Another father, Mr Muchtar Bin Abdul Karim, Chairman of PSG in Junyuan Primary School, was in the school's first graduating cohort. He enrolled his daughter in 2014 and joined the school's PSG as a way to give back to his alma mater. He believes that his presence in school helps his daughter grow in confidence and hopes that it inspires her to follow in his footsteps by giving back to the community. The fathers I met shared that their involvement in PSG allowed them to play greater role in shaping the way their children developed. They felt that it was important for PSGs to reach out to more fathers and want to do their part to promote this. Such engaged and supportive parents are positive role models for other parents. To further encourage these mentoring relationships, I am pleased to inform that the 9th Council of COMPASS will launch a COMPASS-PSG Mentoring Programme or Scheme. Depending on the needs of the school, the Scheme will match PSGs who would like support in developing Page: 117 further with PSG Mentors from COMPASS. Our PSG representatives on COMPASS are all experienced members of PSGs in schools and are well-placed to provide support to other PSGs.”
“By working collectively to enhance our ECG efforts, we are better placed to help widen our children's opportunities for success. Beyond involvement in ECG efforts, the PSG network helps parents support schools and each other in nurturing their children holistically. I am happy to note that almost all schools have a PSG made up of enthusiastic and supportive parents. MOE has been encouraging the development of PSGs and sees value in establishing supportive networks amongst them. We plan to organise a series of four networking sessions for PSG leaders this year. These sessions will bring together the PSG leaders and school staff to synergise efforts for Page: 116 enhancing school-home partnerships. About 730 participants will be attending these four sessions. I attended the first session on 28 February and was heartened to see such an engaged group of PSG leaders and staff from the East Zone, discussing the various ways parents and schools can collaborate and support each other in their clusters. I met a number of PSG leaders who have been active in their children's schools for many years, some of whom continue to contribute even after their children had graduated. One such parent is Mr George Punnoose, current PSG Chairman at Canossa Convent Primary. He has been with the PSG for nine years, and says that he continues to be active even though his daughter has graduated because of his love for the children and the desire to bring cheer to their school life through the PSG activities. I also met active PSG leaders who had come from other countries and had placed their children in our schools because they appreciate our education system. Their involvement in schools and PSGs enhances the cultural diversity and global awareness of the children in the school.”
“In Eunos Primary School, upper primary students use the e-careers portal to learn about different occupations during ECG lessons. These come to life through a work-shadowing programme where PSG members host Primary 6 students at their workplaces to give them real-world experiences. This initiative has benefited 120 students since its implementation in 2012, and more parents from the PSG are coming forward to support this programme. Pei Hwa Secondary School in Sengkang engages the PSG, alumni, school advisory committee or SAC and industry partners in a structured ECG programme for all students. The PSG, alumni and SAC host in-conversation sessions with students to share about their education and career choices, and the lessons learnt through their personal challenges. Secondary 3 students can opt to participate in work attachment opportunities at Resorts World Sentosa, Wildlife Reserves Singapore, and selected hotels and retail outlets. These efforts culminate in an ECG Day for Secondary 4 and 5 students where industry partners, former students or lecturers from IHLs are invited as keynote speakers and course advisors. Thus, industry partners are very important, and perhaps no one speaks as credibly on workplace requirements and expectations than our industry leaders. We will embark on a series, "What Bosses Want", where industry captains shared about the skills, attitudes, and attributes valued by employers. This series aims to raise parents' awareness and appreciation of the variety of career options available, and the importance of nurturing children's strengths and interests and imbibing in them values such as initiatives, resilience, motivation and adaptability.”
“Parents are also made more aware of various pathways through learning journeys to Post-Secondary Education Institutes and Institutes of Higher Learning. At Greenview Secondary School in Pasir Ris, parents are involved in the programme named "Work Attachment with Parents". For three days during the June holidays, parents of Secondary 2 and 3 students volunteer to take their children to work to expose them to the work they do in various jobs such as in the wet market, prisons, aviation and paediatric oncology. The students reflected that they had greater appreciation for their parents after witnessing how hard they worked and the kind of realities they faced in the workplace. Such authentic experiences are invaluable and prepare students well for the expectations of the workplace. By engaging in ECG efforts, parents may discover that their children want to pursue pathways that may be more unconventional. After the GCE "O" level examinations, Ariel De Silva qualified for the polytechnic but found that none of the courses she qualified for were of interest to her. Her mother, Mrs Sarie De Silva, recognised her strengths in creativity, language skills and storytelling, and encouraged her to pursue the early childhood education course at ITE. As a result of pursuing her passion, Ariel did well in ITE and went on to Temasek Polytechnic. She is now a qualified pre-school teacher. Page: 115 As parents, we must have faith that when our children pursue what they are strong in and passionate about, they will find success and fulfilment. Parents can also come together through the Parent Support Group (PSG) network to support schools' ECG efforts by giving students exposure to occupations beyond what their own parents are engaged in.”
“However, holistic development is not the sole responsibility of schools. Parents and the community must play their part to offer these opportunities. Community clubs, Sport Singapore, National Sports Associations and People's Association (PA) offer many such programmes and activities, and students and parents should participate in these to further develop their interests and strengths in various domains. Let me now talk about SkillsFuture. The Minister and Senior Minister of State Indranee have spoken about SkillsFuture and the importance of helping children discover their unique Page: 114 strengths and interests, enabling them to pursue different pathways to their fullest potential. All schools do this through their Education and Career Guidance (ECG) efforts. Let me respond to Mr Ang Wei Neng's query on the role parents can play in career counselling. It is important that parents recognise that the competencies and skills that were needed for jobs of today may not be the same ones that their children will need for the jobs of tomorrow. 5.00 pm Parents can partner schools in their ECG efforts. Using resources such as the MOE e-careers portal and Parents-in-Education website, parents can support our young in exploring various education pathways and making informed choices based on their interests, strengths and work values. In Presbyterian High School in Ang Mo Kio, students go through a Celebrate Life! Seminar that helps them identify various pathways based on their interests, strengths and aspirations. The school includes parents by introducing the e-careers portal to them and encouraging them to use its tools to guide their child in setting and achieving their goals in life.”
“Each type of sporting experience serves a different purpose and allows for excellence and mass participation to co-exist. Dr Tan may be pleased to know that through outdoor education in the curriculum, all primary and secondary school students learn simple navigation and outdoor living skills such as cooking and shelter building. All students would have attended at least one outdoor adventure camp by the end of Primary 6 and at least two camps by the end of Secondary 4, one of which is an outdoor adventure camp. Through sports, CCAs and outdoor education, our students experience to work in teams, develop resilience and ruggedness and discover aspects of themselves that they might not discover in the classroom. Such out-of-classroom experiences also occur through cross-cultural experiences provided by schools through multiple platforms, such as exchange programmes, overseas learning journeys and partnering foreign communities based in Singapore. These internationalisation efforts better prepare our students for the globalised environment as they develop the 21st Century Competencies of global awareness and cross-cultural skills. We agree with Dr Benedict Tan that sports is an effective platform that can be used to foster interaction between our youth and those of other nationalities. This is already being done through sports events, such as the Annual ASEAN School Games, National School Games, and school-based collaborations between local and international schools. For example, Jurong Secondary and North Vista Secondary meet the Singapore American School annually for friendly games in basketball; and Queensway Secondary has organised friendly games in football and basketball with the Australian International School for the past two years.”
“Mdm Chairperson, schools, parents and the community are key partners in the collective effort to forge a future where our people are valued for what they are and beyond the credentials they possess. To develop our children holistically and equip them with the strong foundation of values, the Ministry of Education (MOE) has strengthened art, music, sports and outdoor activities as well as internationalisation efforts in schools. In the area of sports, we agree with Dr Benedict Tan and Mr Yee Jenn Jong that all students would benefit from participating in sports and co-curricular activities (CCAs) at competitive and non-competitive levels as part of their holistic development. I am pleased to inform Members that with the revised Physical Education (PE) programme, all our students learn fundamental movement skills and concepts, and are given broad exposure to at least six sports, as well as dance, gymnastics, athletics, swimming and outdoor education. Dr Benedict Tan had suggested that all students should play a sport during Sports Day. Sports Day is one of many opportunities for student participation. Besides Sports Day, schools provide a wide range of sporting experiences for all students throughout the year, such as inter-class and inter-house games, cross-country meets, Sports Carnival and Page: 113 the Sports Education Programme. The CCA programme complements these experiences and more than 60 Sports CCAs are offered in our schools. About a third of all our students participate in sports CCAs, of which 60% are non-school team players. The range of CCAs offered within each school would depend on student interests and availability of facilities, financial and manpower resources.”
“Mdm Chairperson, I do not think I can complete my speech within 12.5 minutes. May I seek your permission to extend my speaking time for about five minutes?”
“Madam, I would say that this is a question of outsourcing tasks while, at the same time, retaining the responsibility. CCA is an integral part of education and we would like our students to learn not just to play the game. We want them to develop the right values, the ability to communicate and share wins and losses collectively. This is part of education. We would like teachers to be directly involved, apart from supervising or ensuring the safety of the students during CCA, in particular, games. During training, it is important for teachers to be there. They may not be good at a game and may not be able to teach the students to play the games, but they would be there to supervise and build team spirit. In some cases, the presence of teachers becomes even more critical. Where there are competitions, teachers may be adjudicators. They will have to mediate between the different stakeholders: organisers, parents, coaches and so on. It is, therefore, important for Page: 38 teachers to be there to supervise the training as well as during competitions as part of the holistic education for our students.”
“CCA is an integral part of students' holistic education. Through CCA, students discover their interests and talents while learning life skills, values and socio-emotional competencies. Page: 37 CCA activities are supervised as schools are concerned about the safety and well-being of students. The degree of supervision may vary, depending on the circumstances. As an example, for overnight or out-of-school CCA activities, CCA teachers will be present to provide more immediate response should somebody be injured. It would not be prudent to leave the duty of care fully to the external CCA provider in this case. As far as possible, schools will match teachers to their assigned CCA based on each teacher's interests and experience, so that they can better encourage and nurture students' passion in that CCA. MOE will continue to work closely with schools to enable students to develop holistically through CCAs in a conducive learning environment.”