Heng Chee How
Singapore
“And in the case of overseas training, then there will be specific link-ups into the systems of our overseas partners, for example, if there is a need to further send the injured NSman to the local hospitals for more specialised treatment, that, too, was all planned in as well in terms of the protocols.”
“In addition to conducting regular exchanges with their professional counterparts, SAF personnel in our overseas training detachments participate actively in local community life and contribute back to the local communities, thus contributing to the strengthening of bilateral ties.”
“Mr Chairman, I thank Mr Giam for his question. The NS allowance, the nature of it, it is in a form of honorarium and for that, CPF is not payable. However, I just wanted to emphasise two points. One, within the NS journey, they are actually eligible for NS HOME Awards, which are paid out in the course of the NSmen's journey.”
“Mr Chairman, as we look forward, MINDEF/SAF’s commitment to NS and to our NSmen remains steadfast. We will continue to enhance the NS experience, maximise the contributions of our NSmen, and strengthen recognition for their service.”
“Mr Speaker, we have shown care for our older workers as a Government, as tripartite partners, not only in words but in deeds. As a result, we have made very substantial progress for our older workers, often bucking global trends. The environment we must deal with will be increasingly challenging.”
“Ultimately, fighting age discrimination is not only a legal matter nor is it just a moral imperative. It is also an economic necessity that will help sustain long-term prosperity for all.”
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“And in the case of overseas training, then there will be specific link-ups into the systems of our overseas partners, for example, if there is a need to further send the injured NSman to the local hospitals for more specialised treatment, that, too, was all planned in as well in terms of the protocols. As I have said earlier, we take the safety of every NSmen very, very seriously, locally and certainly overseas as well. In this context, if there ever was going to be any injury or worse, the necessary inquiries would also be opened up in order to inquire into what happened in each case, so that we could then learn from it and put in the necessary measures to the extent possible to prevent recurrences. On top of that, and as I have shared each year, for several years at the Ministry of Defence’s Committee of Supply debates, we also have external expert panels to help evaluate our protocols and so on to ensure that we remain robust in safeguarding the safety of our NSmen, even as we train robustly to ensure mission success.”
“Mr Speaker, I thank Mr Neil Parekh for the supplementary question. To begin with, I want to take this opportunity to also stress this point that, while we seek realistic training in order to hone our warfighting skills, we do so with utmost priority also accorded to the safety of our soldiers across different terrains and different scenarios, both locally as well as overseas. The SAF trains realistically in challenging terrain and tempo of drills locally and especially in overseas exercises. Safe training can only be achieved with a strong safety culture and robust safety management system which emphasises both leadership accountability as well as personal responsibility of soldiers. To achieve safety outcomes and zero fatalities in these exercises, detailed assessments of risks in each part of each exercise are required, together with concrete plans to avoid injuries. Commanders lead in these measures and the safe conduct of exercises is a key deliverable. Safety standards and protocol procedures are specified for a range of training activities. Soldier training is conducted progressively to ensure that they master the basics before moving on to more demanding tasks and complex situations, and pre-activity safety briefs and drills are also conducted as reminders. On top of the pre-planning to make sure that we lower any possible risk to the minimum, obviously, in the protocols, there would also be safety provisions on site in the event that, despite the planning, there could be certain injuries, in which case, then the response and the responsiveness will be very key.”
“In addition to conducting regular exchanges with their professional counterparts, SAF personnel in our overseas training detachments participate actively in local community life and contribute back to the local communities, thus contributing to the strengthening of bilateral ties. For example, the RSAF’s 150 Squadron based in Cazaux Air Base in France joins the French in Bastille Day flypast ceremonies and celebrations. Our personnel also stand ready to render assistance in times of need, just as an example, our CH-47 Chinooks in Queensland had done so last month, in supporting Australia’s flood relief efforts. We thank our foreign partner countries and their people who have welcomed us warmly into their countries and communities and extended valuable training opportunities to the SAF.”
“Mr Speaker, the primary purpose of overseas training detachments is to enable the Singapore Armed Forces (SAF) to train realistically and remain operationally ready. Singapore’s limited land, air and sea space constrains the scale and complexity of military training that the SAF can conduct locally. The Ministry of Defence and the SAF are grateful to our foreign partners and their people who have extended valuable overseas training opportunities to us. With access to overseas training spaces, the SAF is able to hone its warfighting skills in complex scenarios, realistic conditions and varied terrain. For example, the Shoalwater Bay Training Area in Australia, which is the location for Exercise Wallaby, is about five times the size of Singapore. It allows the SAF to exercise the full range of capabilities and cross-service integrated training. Its varied terrain, ranging from beaches to light forests and open fields, allows our commanders to hone their military training and leadership, and our soldiers to polish their execution and capabilities. Long-term overseas training detachments also offer the added benefit of learning and benchmarking with our foreign counterparts. Our Air Force’s overseas training detachments in the United States (US), for example, do not just provide our F-16 fighter aircraft and Apache attack helicopter pilots and crew access to large airspaces and live-firing ranges to sharpen their skills. They also provide our people valuable opportunities to participate in exercises and competitions to learn from and benchmark against their US counterparts.”
“Mr Chairman, I thank Mr Giam for his question. The NS allowance, the nature of it, it is in a form of honorarium and for that, CPF is not payable. However, I just wanted to emphasise two points. One, within the NS journey, they are actually eligible for NS HOME Awards, which are paid out in the course of the NSmen's journey. Those actually come in a mixture of CPF as well as cash. So, if you look at the entire journey, SAF and MINDEF does help to improve or invest in the retirement adequacy for our NSmen as well. More broadly, I think one should really see how the Government looks after Singaporeans and find different ways in which to help Singaporeans get a good education, to be able to access good jobs and then, to be able to earn and to save in a regular manner. Taken together, we would want to ensure that a Singaporean who works consistently and pays into CPF during his work life, will have the ability to have basic retirement adequacy.”
“Mr Chairman, as we look forward, MINDEF/SAF’s commitment to NS and to our NSmen remains steadfast. We will continue to enhance the NS experience, maximise the contributions of our NSmen, and strengthen recognition for their service. Most importantly, we will uphold the safety and well-being of every soldier, ensuring that they return home safely to their loved ones. I thank all NSmen for their sacrifices and service. Together, we will keep Singapore safe and secure for generations to come.”
“A study conducted by the Institute of Policy Studies in 2022 found that seven in 10 Singaporeans agreed that NS was beneficial for learning skills useful for civilian employment. Beyond practical skills, about nine in 10 agreed that NS was important for personal character development, such as instilling discipline and values, and transforming our NSFs from “boys to men”. Mr Alex Yam asked how we have enhanced NSFs’ employability and supported their transition into the workforce and further education. Apart from the Certificate of Service package that documents the skills and competencies they gained during NS, the SAF also works with SkillsFuture Singapore to accredit certifiable skills under the national Workforce Skills Qualification (WSQ) system. For example, NSFs can receive accreditation for the skills they acquire through BMT and specialist courses, such as in leadership, medical and logistics. In addition, since 2022, MINDEF and MHA have partnered the NTUC Learning Hub and the NTUC Employment and Employability Institute to enhance the SkillsFuture@NS programmes. NSFs attend the SkillsFuture@NS Fairs which, aside from providing job opportunities in growing industries, also feature workshops that provide them with resources and tools for skills planning. For NSFs who prefer self-directed training, the Learning eXperience Platform (LXP) offers a range of courses from data analytics to self-management and interpersonal communications. These are transferrable skills that NSFs can apply in their transition to work and studies. Since Nov 2022, about half of our NSFs have signed up for accounts. We continue to encourage more of them to sign up to benefit from this resource.”
“I have covered how MINDEF/SAF will continue to enhance the NS experience and would like to wrap up my speech by underlining our efforts to recognise our Servicemen's contributions to the defence and security of Singapore, which Ms Denise Phua asked about. Members will recall that in November last year, MINDEF and the Ministry of Home Affairs (MHA) disbursed $200 worth of NS LifeSG credits to 1.2 million past and present NSmen. These credits can be used for a variety of essential goods and services. Over 77% of eligible NSmen have made at least one transaction using their NS LifeSG credits. I am glad that our NSmen have found these credits helpful. Mr Gerald Giam shared his views on how NS should be value-accretive and suggested some ways to do so. As I shared with Members last year, we fully recognise and value our NSFs' contributions to the defence of this country and for which there is an NS allowance which recognises those contributions. Beyond recognition packages, each NSF receives a monthly allowance that supports his personal upkeep and recognises his service. We regularly review the NS allowances so that they remain adequate. The last adjustment was made in July 2023. Following our latest review, we will raise our NSFs' monthly allowances by between $35 to $75 from 1 July this year. This is an increase of about 4% to 5% for most NSFs. With the change, NSFs will receive a monthly allowance of between $790 and $1,955, depending on their rank and vocation. 2.15 pm Another key effort in supporting our NSFs is to facilitate their transition to work and studies after completing NS. This includes helping NSFs develop skills that can apply in their civilian life after NS.”
“Ms Jean See asked for updates about the new Central Manpower Base (CMPB). Last year, I shared with Members that the new CMPB was under construction. This new CMPB, located opposite Cashew Mass Rapid Transit (MRT) station, will be an integrated one-stop service centre consolidating Servicemen's various NS administrative needs. This includes completing medical screenings, attending NS fitness activities at the all-weather Fitness Conditioning Centre, as well as purchasing NS necessities. The new CMPB will also house the second Regional Health Hub (RHH), which will span two levels. And that RHH will consolidate key healthcare facilities into one location. Today, a pre-enlistee with pre-existing medical conditions will have to visit multiple locations on different days for his medical classification test and specialist reviews. At RHH, which will come up at the new CMPB, this pre-enlistee will be able to complete his medical assessments in a single visit, with specialist appointments scheduled on the same day. An improved queue management system will also reduce waiting times. By streamlining these medical processes, the hub is expected to serve around 200 Servicemen daily, ensuring prompt and comprehensive healthcare support throughout their NS journey. Beyond consolidating NS-related administrative needs, the new CMPB also functions as a community space. The public can access exercise facilities, such as an outdoor running path, fitness zone and even a soccer field. Residents who live nearby will have access to amenities, such as a childcare centre, a café and a food court that will operate even in the evenings and on weekends. The new CMPB will open progressively from the middle of 2025.”
“Apart from enhancing NSmen's operational effectiveness and sustaining a strong safety culture, we also want to improve the NS experience. We will do more to facilitate the enlistment process. MINDEF is collaborating with GovTech and the Public Service Division to incorporate pre-enlistment features on the LifeSG app to complement existing MINDEF touchpoints. Since May 2024, information guides on preparation for NS have been made available to pre-enlistees and their parents on the LifeSG app and website. This year, we will progressively roll out personalised features on the app to pre-enlistees commencing NS registration, when they turn 16 and a half years old. This includes push notifications to provide timely reminders on key tasks, and a milestone tracker which tracks their progress from NS registration to enlistment, providing information, such as their Physical Employment Standard (PES) status as well as enlistment dates. Members who are NSmen would also be familiar with the OneNS app and web portal released last April. Mr Lim Biow Chuan asked about the enhancements. NSmen can now access NS digital services with fewer disruptions. NSmen can submit applications for deferment of In-Camp Trainings (ICT) on the platform. The OneNS Portal is constantly enhanced to address feedback from Servicemen through surveys submitted after their NS activities in order to improve the user experience. In March 2024, the Smart Mobilisation system, which digitises mobilisation status in real-time, was onboarded to the OneNS app for selected SAF units. This will be extended to all SAF units by the end of the year. We will continue to enhance OneNS, so that Servicemen can access their ICT records on-the-go and utilise their NS credits more conveniently.”
“We will build on the foundation of the SAF's Enterprise Safety Information System, which is a platform for Servicemen to submit safety reports and access safety operating manuals. The system will be upgraded with AI-enabled business processes and personalisation. The Army also leveraged AI to develop a model that recognises and detects safety transgressions in activities, such as live-firing in ranges and driving. Beyond training safety, the psychological well-being of our Servicemen is just as important. Ms Joan Pereira and Dr Wan Rizal asked for an update. Between 2020 and 2022, Care Hubs were set up in Basic Military Training (BMT) Centres to support NSFs during their transition to NS. To sustain the delivery of care, we piloted the deployment of Roving Care Teams last year, and these teams comprised psychologists and counsellors, to partner unit commanders to enhance the immediacy of care for Servicemen after BMT. In 2024, our Mental Health Office's well-being campaign focused on fostering a positive workplace culture across MINDEF/SAF. A new mental health e-learning module was launched to equip Servicemen with the knowledge and skills to build a positive workplace culture and offer peer support. The SAF is also applying evidence-based best practices to strengthen psychological resilience. The Army Resilience Centre (AReC), established in March 2024, partners Army training centres and units in implementing structured resilience-training curriculums and redesigning training programmes to bolster Servicemen's mental resilience and adjustment to military life. AReC has implemented these in BMT, and we have seen higher training participation and Servicemen reporting improved ability to cope with challenging tasks during military training.”
“So, I want to reassure Assoc Prof Jamus Lim that we are doing our best in order to ensure that we can defend our skies, protect our country and, at the same time, minimise the inconvenience to Singaporeans. I spoke earlier about the initiatives to strengthen NS. Now, I would like to elaborate on how upholding a strong safety culture in the SAF remains a priority, which is something that Mr Patrick Tay asked about. The Inspector-General's Office (IGO), established in 2019, conducts 40 to 50 audits and system reviews every year to ensure adherence to safety protocols in SAF Formations. For example, arising from IGO's focus on driving safety, we designed "safe-to-fail" driving circuits that allow our transport operators to experience driving transgressions safely. Such circuits, coupled with driver monitoring systems installed in all SAF vehicles, have enabled us to correct improper driving habits and to ensure safer driving. Likewise, NSmen training now incorporates safety sharing and incident reporting in both the planning stages and debriefs, reflecting greater emphasis on safety. To help the SAF benchmark against best practices and standards in training safety, the fourth ERPSS, inaugurated in May 2024, will continue to review selected SAF Formations' training. We are confident that the ERPSS, like in previous panels, will offer valuable insights to shape improvements in our safety systems. Mr Zhulkarnain Abdul Rahim asked how technology is used to improve training safety. To sustain this strong safety culture, SAF has leveraged digitalisation to provide insights into safety performance, allowing safety efforts to be more targeted and more effective in accident prevention.”
“This will alleviate the challenges faced by a lean ambulance crew, consequently resulting in enhanced patient care. NSFs in the Island Defence Task Force will also be equipped with non-lethal pepper-spray projectile guns. This avails a more calibrated response to manage security incidents for better operational outcomes. Maintaining operational effectiveness is crucial and this does not always come easy. With respect to Assoc Prof Jamus Lim's question on aircraft noise, MINDEF had previously shared with Members how local flight training is critical to our pilots' continued proficiency and operational readiness, and the measures RSAF has taken to reduce public inconveniences arising from aircraft noise. For example, where possible, local flying is conducted over waters rather than land and avoids residential areas during take-off, landing and transit to-and-from training areas. The RSAF also flies at higher altitudes and lower airspeeds over land, to minimise noise to housing estates. The Air Force also adjusts its training tempo during selected periods, such as the national exams. And this is over and above the training that we conduct overseas, which obviously does not result in noise over Singapore. While we are aware of experimental noise-reducing aerospace technology, such as fin-lined nozzles, engine insulation and aircraft fuselage shaping, there are, to our knowledge, currently no aircraft manufacturers that have certified or successfully incorporated the use of these technologies in the manufacturing of military aircraft. Our Air Force will continue to monitor the development of such technologies and whether any can meet the operational requirements in a cost-effective way.”
“Mr Shawn Huang asked for an update on how we are tapping on the rich skills and expertise of our Operationally Ready NSmen. Under the Enhanced Expertise Deployment Scheme (EEDS), we have redeployed more than 600 NSmen over the past three years by tapping on their civilian expertise and qualifications. 2.00 pm One example is ME4(A) He Jianyuan who had served in the Air Force during his full-time NS. He was redeployed as an Assistant Engineering Officer in the Navy in view of his civilian expertise, leveraging a decade's worth of his marine engineering knowledge to assist the Chief Engineering Officer in mechanical and engineering operations. Mr Gan Thiam Poh asked about our efforts to improve the operational effectiveness of our Servicemen. We have been attaching SAF medics to the Singapore Civil Defence Force (SCDF) under a collaborative programme which allows them to respond to critical incidents, gain hands-on experience and contribute to saving lives in high-pressure emergency situations. For example, Lance Corporal (LCP) Chen Anhong was attached to the SCDF's paramedic team at Alexandra Fire Station for six months. During the attachment, he responded to emergency calls daily, including a traffic accident with multiple casualties. As a first responder, LCP Chen administered life-saving treatment to casualties before they were conveyed to the hospital. Such experiences sharpen our medics' clinical skills and ensure that they are well-prepared to respond to emergencies. We will enhance the SAF's medical responsiveness by acquiring a new fleet of ambulances, which are equipped with mechanical chest compression devices and powered stretchers, similar to the ambulances used by SCDF.”
“The SAF has also continued to leverage technology and redesign jobs to expand deployment opportunities. Since 2021, more than 1,000 servicemen have taken on important operational roles, such as Combat Medics, Infantry Carrier Vehicle Operators and Military Police, which they would not have been able, or been eligible for if the roles were not redesigned. Mr Fahmi asked for an update on how we are continuously investing in the skills of our servicemen. Since 2018, we have partnered Institutes of Higher Learning on Work-Learn Schemes that allow Full-time NSFs to attain diplomas or partial university credits, while serving for a duration of three to four years. This enables NSFs to fulfil their academic aspirations and contribute meaningfully to the SAF. Since its inception, over 650 NSFs have enrolled in nine Work-Learn Schemes, serving in roles, such as Cyber Specialists, Air Force Technicians and Naval Warfare Systems Specialists. We are also looking upstream to tap on the potential of pre-enlistees. Last year, we introduced new schemes for polytechnic students to enlist and serve in the SAF while fulfilling their final-year internship requirements. We opened it to students in aerospace electronics, cybersecurity, electrical and electronic engineering and information technology courses. Most recently, we partnered Temasek Polytechnic on the SAF-Polytechnic Sponsorship for Naval Warfare System Experts, where those selected will serve five years, fulfilling their polytechnic internship requirements, while picking up relevant skills. The take-up rate for these schemes have been promising and this will be expanded to other polytechnics and vocations in due course.”
“Mr Chairman, Defence Minister Dr Ng Eng Hen described our geopolitical environment as being marked by heightened tensions in recent years. Across generations, our NSmen's dedication has ensured that Singapore remains ready to face an increasingly complex security environment. We do not take for granted the strong support for NS that we have. Today, I will outline ongoing efforts to further strengthen NS and highlight new initiatives to enhance its effectiveness and to recognise our NSmen's contributions. Let me begin by how we seek to optimise the contributions of every soldier. Mr Chong Kee Hiong and Mr Mohd Fahmi asked how we are ensuring NSmen are deployed safely to meaningful operational roles. In 2021, I shared that the SAF is redesigning the way we medically classify our servicemen, shifting away from the binary classification of servicemen as either being Combat Fit or Non-Combat Fit. The new system will assess each serviceman on a more granular scale, allowing better characterisation of their medical fitness and functional capacity so that they can be better matched to more operationally effective roles. This is a fundamental change that we are carefully studying and determining how to implement. Over the past two years, we have been conducting functional assessments for pre-enlistees with selected orthopaedic conditions, in addition to the standard medical screening. Since 2022, some 300 pre-enlistees have undergone selected functional assessments, and 230, or about two-thirds of them, were able to contribute more effectively over a wider range of roles. This is heartening because it opens up more deployment options for our servicemen. It also allows the country as a whole to make best use of as many of our servicemen as possible in the defence of this nation.”
“Mr Speaker, we have shown care for our older workers as a Government, as tripartite partners, not only in words but in deeds. As a result, we have made very substantial progress for our older workers, often bucking global trends. The environment we must deal with will be increasingly challenging. We must come together even more to seize opportunities, overcome constraints and to forge ahead for the sake of our older workers, for the sake of Singapore. Forward Singapore! Mr Speaker, I support the Budget. [Applause.]”
“And this ranged from flexible work arrangements to job redesign to self-employment on the part of the labour market and what employers and businesses can do because when you make your jobs more flexible, then it is not a zero one, either a full-time job or there is not a job. There are different combinations in which a person can continue to have the opportunity to stay at work while catering to care responsibilities, for example. But for those who have already left because of whatever the reason, including where the companies do not yet offer those flexible arrangements, to come back is a different proposition because they have to care for someone at home. Therefore, for them, it is not only whether there are potential employers with flexible work arrangements ready to receive them back. It is also that they need a system that creates affordable, accessible and sustainable senior care of various types so that they, as caregivers, have truly viable alternatives to provide that care to their loved ones and then they can come back. And that, pairing up with the availability of flexible work arrangements on the company's side, that will make things happen. I believe that, since then, and with the more recent advent of initiatives, such as the Ministry of Health's (MOH's) Healthier SG, Age Well SG and various relevant initiatives on the part of MOM, I think this is a time for us to really relook how we can look at integrating the solutions both on the manpower or the labour market side as well as on the social and health side as a continuum in order to enable this return to work to happen for middle-aged caregivers in a substantial way. I think we are more ready than before.”
“We turned; we not only made lemonade out of lemons, but we turned challenges into opportunities, and we must do so because, if we do not and others do, then both our companies and workers will pay dearly for it. NTUC stands ready to work hard and work hand in hand with businesses and the Government to move in these areas. On company-level business road mapping and workforce training, NTUC’s CTCs continue to scale, broaden and deepen their effectiveness within the companies and the sectors to benefit workers of all levels and wages. Here, I join my fellow Labour Members of Parliament in thanking the Government for the $250 million further injection in support of the CTCs. NTUC is also reimagining our Job Security Council to achieve faster, wider and better outcomes in industry manpower, skills, job design and match outcomes, in close liaison with the Government and industry. Beyond safeguarding the interests of older workers currently in the workforce, the tripartite partners must also press on with innovative thinking on how to further activate, mobilise and enable more Singaporeans to rejoin and participate in our economy. Getting more Singaporeans to participate in our economy is important to businesses, certainly very important to our returning workers and very important to our overall national resilience. In a speech I made at the Budget debate back in 2019, I specifically pointed to the potential benefit of enabling a considerable number of middle-aged caregivers to remain in work or to return to work for the purposes of increasing the participation of Singaporeans within our workforce and economy. At that time, I had pointed out that for that to happen, it certainly takes a host of adjustments in companies, workers and Government policy.”
“We have to come together, look at the picture together and find the way forward together. Next, I want to speak about the importance of training in the face of such uncertainty. Against this backdrop of heightened uncertainty and economic challenge, it is important that we keep our focus on strengthening our fundamentals. This remains our best bet to tackle all scenarios. For older workers and their companies, one such fundamental must be the workforce competency. This relates directly to a company's competitiveness and resilience and an older worker's employability and work prospects. The NTUC's Survey on Economic Sentiments 2025 found that workers' career confidence decreases as they get older. Sixty-six percent of younger workers, defined as those below 35 years old, said that there would be sufficient good jobs in the market for them. When older workers, those 55 years old and above, are asked, 43% had that confidence. Earlier findings from NTUC's #EveryWorkerMatters Conversations also found that a significant proportion of older workers are worried that they would not be given equitable consideration and access to skills upgrading and training opportunities compared to younger peers. If you are talking about these concerns in a stable environment, it is one thing. It is a challenge. But if you are talking about these concerns in such a time of volatility, then I think we have to be even bolder, and I believe that it is a great opportunity, in fact, for Singapore Inc to once again rise to the occasion and upskill our workforce, older workers included, to uplift our competitiveness, enhance our enterprise resilience, improve our career adaptability and forge ahead of other economies. We have done that before. Every time we had a crisis, we upturned the downturn.”
“Initiatives, such as the SkillsFuture Jobseeker Support scheme, stem from our work with our tripartite partners to innovate practical help. We thank the Government for introducing the scheme. Examples of this close collaboration, looking forward, analysing what the real challenges are based on our older workers and finding win-win ways, practical pathways, practical arrangements that are sustainable and implementing them in good time is our hallmark. This must continue to describe our joint approach going forward. Earlier, I said that I expect the road ahead to be more bumpy. This is firstly because the lower-hanging fruits that policy levers can achieve have been well harvested over the past years. More importantly, we must expect the international business environment, likely one where there will be a pronounced increase in nativist and protectionist behaviour by countries big and small, to put pressure on our businesses' cost and market access. As a result, there will be knock-on effects for both enterprises and their workforces. The inherent vulnerability of older workers is, therefore, likely to be put under more pressure. In this regard, our tripartite partners must carefully monitor the external environment and its impact on our economy and labour market and, at the same time, plan ahead together to move swiftly to seize opportunities and be able to protect our joint gains and not let them slip away. In this regard, it is opportune that the Government is convening a Tripartite Workgroup on Senior Employment to frankly and cohesively take stock of these ongoing headwinds and forge new consensus and effective ways of maximising value for both businesses and our older workers. I fully support such a forward-looking approach. We really need this.”
“This is not a trivial remark, because we must not underestimate the immensity of the challenge. As many colleagues have already said in their speeches, the world is entering into a very difficult and turbulent geopolitical and geo-economic era. What we are seeing now is a world where win-win mindsets wane. And instead, we see law-of-the-jungle and beggar-thy-neighbour instincts rise and be on the ascendant. In such a climate, safeguarding our gains and achieving further good progress is not going to be easy. It requires sustained, strong mutual understanding of joint interests and ever closer collaboration on the part of the tripartite partners to look for bold and innovative pathways forward. I cannot over-emphasise this, because if you look back, progress has not been easy. But compared to the path ahead, I think the path that we have trodden so far is still relatively more stable. The road ahead is not going to be like that. I expect it to be a lot more bumpy. While the employment and labour force participation rates for our older workers have reached new highs in recent years and even bucked the trend in the rest of the world, it is not without its challenges. Through NTUC's extensive engagements with PMEs through the work of our PME task force, many older PMEs have shared that they had faced significant hurdles in getting back into work after mid-life job loss. Many also indicated that new jobs often entail substantial downward adjustment of the pay and job nature. This points to the need for more concerted efforts to help middle-aged jobseekers adjust and transit so as to benefit from their continued contributions while managing the negativities. NTUC understands these challenges that our older PMEs are facing.”
“I thank the Government for raising the CPF contribution rates for senior workers again in 2026 and extending the CPF Transition Offset towards companies in order to facilitate this improvement. I look forward to the scheduled increases up to 2030 in line with the recommendations of the Tripartite Workgroup on Older Workers. These increases will allow the contribution rates of those aged above 55 up to 60 to match those of younger workers. The Government has also supported the tripartite consensus and announced the next statutory increase in the retirement and re-employment ages to 64 and 69 respectively, to take place from 1 July 2026. On our part, the NTUC and our enterprises have moved ahead and raised our retirement and re-employment ages from 1 January 2025. The Public Service has also announced that it will raise its retirement and re-employment ages from 1 July 2025, which is a year ahead of the national timeline. Additionally, the new Matched MediSave Scheme will help eligible older workers increase their MediSave balances and better cater for their healthcare needs. The extension of the Senior Employment Credit till end-2026 is also welcome. This will help businesses defray part of their hiring costs for older workers. That should make older workers more attractive to hire. Just in January this year, Parliament passed the Workplace Fairness Bill into law. This Act is an important step in our fight against ageism and all forms of discrimination in the workplace. Unions will work proactively and sensibly with companies to foster age neutrality and fairness in the treatment of older workers in our workplaces. We have, indeed, achieved much. But how do we ensure that we can hold on to our gains and build positively on them as we move into the future?”
“Thank you, Mr Speaker. Thank you for allowing me to join this debate. Although this is later in the afternoon now, it is not time to disconnect yet. I stand here as a Labour Member of Parliament to once again speak up for and focus on advancing the interests of our older workers. First of all, I must observe and say that our older workers have made much progress in terms of their employment, in terms of their wage and employability over the decades. How come? It is due to the enlightened policies of the People's Action Party Government and the hard work of the tripartite partners. The employment rate of older workers aged 55 to 64 has risen from 66.3% in 2014 to 70.4% in last year. Wages for workers aged 50 and above have also risen faster than median income. Training participation rates for those aged 50 to 64 in the resident workforce have also increased from 27.1% in 2014 to 33.5% in 2024. The percentage of active CPF members who turn age 55 and who have been able to save up to their cohort Basic Retirement Sum has increased from six in 10 in 2016 to about seven in 10 in 2022. MOM projects it to reach eight in 10 by 2027. The Labour Movement is certainly heartened that our work advocating for improvements for the sake of our older workers, together with the support and partnership with our tripartite partners, have borne fruit systematically to improve older workers' livelihoods. Older workers have even more improvements to look forward to. To boost the retirement adequacy of both current and future cohorts of senior workers, NTUC has advocated for increases in CPF contribution rates for our senior workers.”
“Ultimately, fighting age discrimination is not only a legal matter nor is it just a moral imperative. It is also an economic necessity that will help sustain long-term prosperity for all. Mr Speaker, the slant of my speech is really to say that age discrimination has got to be tackled in terms of its negative manifestations, the biases against older workers. But at the same time, I think we should pay good attention to the name of this Bill and I think it is core intent – which is fairness. And I think there is a difference between just acting against discrimination as against, also focusing enough attention on promoting and operationalising fairness. I think those two must go hand-in-hand in terms of how we can get the best out of our workforce and how we can leverage our strong tripartite relationship and industrial harmony to do the best for Singapore and Singaporeans. Mr Speaker, I support the Bill.”
“The recruitment stage is also an area that employers must be vigilant about to carefully examine the tools they use in recruitment and hiring. For example, on top of potential human biases, in other words, the interviewers, you can also see that companies might increasingly make use of artificial intelligence (AI) tools in their hiring processes. And depending on the way in which their algorithms are determined, that can inadvertently also introduce bias into the process. Therefore, it is important that employers be vigilant about these potential downsides and take concrete action to make sure that their human recruiters are properly selected and trained and briefed and that their AI filters and hiring algorithms avoid ageist biases so that the companies can benefit from capable candidates, regardless of their age and give all candidates a fair shot at securing employment and that their organisation can bring on the best candidate to serve its purpose. Age discrimination undermines the potential of older workers and the broader economy. As our workforce ages, it is critical that we address the barriers that prevent older workers from accessing good jobs that bar them from training opportunities and deprive them of fair career progression. This requires a multi-faceted approach, combining strong legal protections, age-friendly workplace practices and ongoing efforts at the tripartite level and in each workplace to promote inclusivity and diversity in the workforce. By strengthening and systematically promoting age fairness and tackling ageism resolutely, we can help ensure that older workers are given the respect and opportunities they deserve and that businesses can benefit from the wealth of experience and knowledge that they bring to the table.”
“Together with the law, it is critical that organisations also adopt age-friendly workplace practices that promote inclusion and provide equal opportunities for workers of all ages. FWAs is one of the common ways in which employers can accommodate the needs of older workers, allowing them to remain productive and engaged in the workforce longer, while simultaneously facilitating succession and renewal for the organisation. A joint study conducted in 2023 by NTUC with the Singapore University of Social Sciences and Tsao Foundation revealed that nearly half of the employers surveyed said that they had implemented such practices to extend the employment of their older workers. These flexible arrangements help to mitigate the challenges that come with ageing, such as physical limitations or caregiving responsibilities and allow workers to continue contributing their skills and expertise to the organisation. Additionally, job redesign is another key area where employers can create more inclusive workplaces. Age-friendly job design takes into account the needs and capabilities of older workers and provides them with the tools and resources necessary to succeed. For example, companies can offer training programmes to help older workers develop new skills, especially in areas like digital literacy, which is critical in today's rapidly evolving job market. Through various Government schemes and tripartite initiatives, including the NTUC's Company Training Committee and various job redesign grants, employers can work together with their unions to create age-friendly workplaces and businesses can ensure that their multi-generational workforce remains competitive and well-equipped to meet the challenges of the future.”
“This not only affects the workers but also their families, as they face what could be prolonged periods of unemployment or under-employment. To address these issues, it is important that our legislative frameworks evolve to offer stronger protection against age discrimination and promote age fairness. I therefore welcome the introduction of the Workplace Fairness Bill. This Bill marks a significant step in the fight against workplace discrimination, including workplace ageism, in Singapore. I am glad that this point is acknowledged on both sides of the House. Under the WFL, age is recognised as a protected characteristic, meaning that employers cannot make adverse employment decisions based solely on a person's age. This legislative clarity sends a clear signal and message that age discrimination will not be tolerated and that every worker, regardless of age, deserves equitable opportunities in the workforce and in the workplace. The WFL not only prohibits discriminatory practices but it also allows for policies that favour older workers in certain contexts. For instance, employers can give preferential treatment to senior workers in hiring decisions, which can be particularly beneficial in addressing the challenges of an ageing population. The WFL, together with other age-friendly laws, such as the Retirement and Re-employment Act will further strengthen the advocacy and realisation of equitable protection of the rights of older workers vis-a-vis their younger counterparts. While legal protections are essential, they are not sufficient in their own to eliminate ageism or, as the Minister puts it, it is not a panacea.”
“As populations age, fewer young workers enter the workforce while more older workers reach the end of their work lives, they retire, leading to a declining labour force participation rate. In our case in Singapore, for example, our labour force participation rate has shown a small, gradual decline, for example, over the last three years. This demographic trend is expected to limit workforce growth, exacerbating the challenges of economic sustainability. Older workers represent a critical component of the workforce. In Singapore, workers aged 50 and above account for approximately 37% of our resident workforce and this is a substantial portion that cannot be overlooked. However, when ageism hinders their employment opportunities, wages and career progression, it not only impacts individual workers but also reduces the overall productivity potential of the economy. An Organisation for Economic Co-operation and Development (OECD) study has shown that an age-diverse workforce actually offers a larger set of skills and enhances organisational sustainability and profitability. By excluding older workers from the labour force or by not giving them fair opportunities due to age bias, businesses miss out on valuable experience and expertise that can help drive growth and innovation. Furthermore, with the increasing rate of job turnover, especially in sectors like informcomms technology and financial services, mid-career workers are especially vulnerable to age discrimination. Even not-so-old workers, like those retrenched in their 40s or 50s from these industries, may struggle to find new employment opportunities due to biases in recruitment and hiring practices.”
“Mr Speaker, Sir, despite progress in many areas of employment equity, age discrimination continues to be cited as a barrier. This challenge will be heightened by our growing demographic shift toward an ageing population and if age discrimination is not adequately addressed, it could have serious economic and social implications. Recent reports indicate that age discrimination is not only present in our labour market. In 2023, age discrimination was the most commonly cited form of workplace discrimination according to TAFEP figures and is placed ahead of complaints about race discrimination and gender discrimination. The stickiness in age bias indicates that there are older workers who will continue to face barriers in accessing good job opportunities and prospects on a fair basis. This issue would be particularly pertinent in industries where experience and expertise are highly valued and where older workers still find themselves sidelined in favour of younger candidates. The struggle is especially evident in PME workers who are in their 40s and 50s. These workers often report that their age is viewed as a disadvantage and it limits their in-employment prospects. A survey conducted by NTUC found that 60% of older workers surveyed felt they were discriminated against when it came to training opportunities, with younger workers receiving priority for consideration for upgrading and upskilling programmes. This gap in access to opportunities for growth and development across because of age is not trivial. The effects of age discrimination extend beyond individual workers. They ripple through the entire economy. The ageing population is one of the most significant challenges facing global economies today.”
“On our vehicular platforms, technologies such as vehicular proximity sensors and cameras have been adopted to reduce human judgement errors. Most recently, technologies like driver monitoring systems to detect driver fatigue, as well as sensors and video analytics to spot unsafe driving practices and safety transgressions have also been deployed. From 2021 to 2023, vehicle incident rate in the SAF decreased from 3.04 per 100,000 kilometres driven in the work year 2021, to 2.54 in work year 2023. Another area of attention is heat injuries, given our rising ambient temperatures. The SAF has raised awareness of units, commanders and servicemen on the importance of heat acclimatisation and early identification of heat injury symptoms. More wet bulb globe temperature sensors have been installed in camps and training areas to provide real-time environmental heat measure for better work rest cycle decisions. In 2023, the SAF partnered the National University of Singapore and the DSO National Laboratories to establish the Heat Resilience and Performance Centre to conduct research and development on soldier heat resilience and adaptation. Between 2021 and 2023, the annual number of heat strokes and heat exhaustion injuries has fallen from seven to two, with no heat strokes during that period.”
“Mr Speaker, each year the Singapore Armed Forces' (SAF's) Inspector General's Office (IGO) conducts between 40 and 50 physical audits and reviews of safety standards and practices involving SAF Formations and units. The safety policies, management system and culture, day-to-day practices, compliance to training safety instructions and attention of commanders to safety outcomes form part of these inspections. In addition, the IGO also looks into notable safety incidents and near misses to establish their root causes, to determine if there are safety lapses and recommend corrective actions where necessary. In carrying out its work, the IGO also taps on external experts and review panels, including the External Review Panel on SAF Safety, which provides further independent reviews, benchmarking and recommendations on the SAF's safety management systems and practices. While there have been no significant systemic weaknesses identified, the IGO recognises that the journey to zero accidents is a continuous one that requires constant effort to improve the safety culture for all units. From time to time, particular attention is paid to strengthen safety in specific areas. For example, the current area of focus is to reduce vehicular incidents, as the SAF operates a large number and range of vehicles, ranging from jeeps, utility vehicles and trucks, as well as armoured vehicles such as tanks. The SAF has been strengthening its training regime. Vehicle operators are trained progressively, first qualifying to drive, before gaining experience and confidence to operate larger and more complex vehicles. Simulators and driving circuits are used to increase training hours and expand the range of training scenarios, including challenging and contingency situations.”
“If we care for that fish in there, let us do something practical. This is my heartfelt response: be fair to our union leaders, be fair to our unions, be fair to the NTUC. NTUC is not expecting the WP to support us, but at least be fair. [Applause.]”
“Why do you think the workers will support their unions who affiliate themselves to the NTUC? It is because we work for the workers. So, when we say every worker matters, NTUC means it. And that goes to also when we go into a symbiotic relationship – we do so for the sake of the workers. So, I just wanted Mr Giam to know, you are entitled to your views, certainly, but what I wanted to say is can we at least deal with the facts? And we are not forming this yesterday. The Leader of the House has earlier also stated that a close relationship, you can call it what you like, a partnership, an alliance, between political parties and trade unions, is not uncommon. And they do not do this out of stupidity. They do this because it serves the interests of the constituents that they represent, concurrently. That is what they do. And the recommendations that Mr Giam makes, be very careful, Mr Speaker, because on the one hand he says that this is good to work for the workers and so on. On the other hand, you look at some of the recommendations he makes, is it more likely or less likely for those tripartite partners in the context in which Mr Giam has promoted, likely or less likely to come to some sensible agreement that can then be implemented for the good of the workers? And if it is not, then it just goes round and round, and we can tear our hair out, beat our chest and we say we love the workers; but their lot is not going to get better. So, I say be very, very careful. I once saw a poster, I think it is available on YouTube. It shows some water, it shows a snake, head reared above the water with a fish in the mouth. And the slogan says, caring snake saves fish from drowning. So, we must be very, very careful. What exactly are we recommending?”
“Thank you, Mr Speaker. Because Mr Gerald Giam in his speech spoke about the role of union leaders and then he spoke about the NTUC and the symbiotic relationship with the PAP. So, I must respond to that. Mr Giam thanked our union leaders for taking good care of our workers. We thank him for that. At least he acknowledges that. But I think in saying that, then you must also give due respect to our union leaders. They are not stooges. [Applause.] Their hearts are in the right place. They do all this for their fellow workers. That is what they are doing this for. And you acknowledge that. And all our unions are doing that. And every union that is affiliated to the NTUC chooses to do that. And the NTUC has a symbiotic relationship with the PAP so that we can convey the views and the needs of the workers to our political partner, so that when they become the ruling party, when they win the trust of Singaporeans and have the mandate to be the ruling party, that the interests of workers in this country will always be taken care of, be given great priority. You look at the track record of the PAP. For all these years that it has been in government, what has it delivered for this country? What has it delivered for the workers? Has it sold out the workers? Has it embarrassed our union leaders? So, you are talking about some theoretical construct. Look at the results. Look at the context in which we are debating today. This very Bill that your party is supporting, where does this come from? This comes from a symbiotic relationship where both sides are trying to undermine and throw the workers under the bus? No. You supported it because it is good for the workers. Is this the only thing that is good for the workers? No. We have decades of track record.”
“MINDEF and SAF, however, do not cover the cybersecurity of foreign militaries' internal, unilateral virtual meetings, which are outside the scope of these events.”
“Mr Speaker, I thank the Member for his supplementary question. First, I must explain that there is a difference between conferences and meetings that are organised by Singapore, that are of a sensitive nature, like Government meetings, military meetings where communications are sensitive. Secured measures are implemented for those meetings. That is one type. Then, there are the general communications that visitors to Singapore – tourists and other visitors to Singapore – may choose to use, such as open communication lines. These are not within the purview of the Government or the military meetings that we are referring to. For those, the visitors would have to, as I said in my reply, take necessary measures themselves, such as using encryption hardware and software, or other means that they are confident of being secure. Overall, we will also encourage everybody to practise cyber hygiene and take care when using, for example, open wi-fi access. For MINDEF and SAF, we take a proactive approach to cybersecurity when we are involved in high signature events, inclusive of those involving high level foreign dignitaries. And we work closely with event organisers, who remain accountable for the overall cybersecurity of these events. These proactive efforts would include identifying events' digital footprint and cybersecurity risk areas, scanning the event websites and checking the commercial systems and applications used for the event, and working out the cybersecurity incident escalation and reporting processes. If vulnerabilities are uncovered through these checks, the event organisers would be required to resolve them, prior to the events.”
“Mr Speaker, this reply will only address the hon Member's question as to whether Singapore can safeguard the security of communications used by visitors to international and military events held here. It is a reply in general, without reference to any incident referred to by the Member. Participants to international events and conferences, including those attended by military personnel and government leaders and officials do not, as a rule, expect the host country to provide secured means of communications. Even if a host country is to offer such means, it is questionable whether foreign participants are comfortable using it. Foreign guests who need to transmit sensitive information will typically arrange their own secured means, such as encryption hardware or software, commercial secured or embassy lines and other security measures. This is the practice of the Ministry of Defence (MINDEF) and the Singapore Armed Forces (SAF) officials when attending meetings overseas.”
“Yes, Sir. I am sorry. The reply is for Question Nos 1 and 2, Sir.”
“Reactions have been positive and service personnel are more open to discuss mental health issues and seek help. To coordinate all these efforts, a MINDEF/SAF Mental Health Office was set up in December 2022. It consolidates our mental health professionals under one roof to better synergise and deliver care. This office also works with the other Ministries and their efforts, which my colleagues have touched on at the Parliamentary Motion debate on advancing mental health on 7 February. We understand that mental health is a national challenge. MINDEF recognises that we need soldiers who are both healthy physically and mentally for a strong defence. To this end, MINDEF and the SAF will work with other agencies to improve mental health and well-being for our NSFs and Regulars.”
“Therefore, we have increased our mental health support over the years, particularly during Basic Military Training, or BMT. New Care Hubs have been set up in Pulau Tekong in 2022 and Kranji Camp in 2020, where BMT is conducted. These Care Hubs comprise medical doctors, psychologists, counsellors and orientation officers, working closely together with commanders to provide mental health support to servicemen during their transition into NS. But all of us are also aware that signs of mental distress can be subtle and often it is those who we spend most time around who can pick it up. Therefore, for BMT, all recruits also undergo psychological first aid training to help them to recognise distress signs, cope with challenges, exercise self-care and provide support for their buddies whom they are paired with. Beyond self-help, our commanders interview BMT recruits regularly to identify potential problems and render assistance. Training is provided to our commanders to recognise mental health issues and distress. However, there may be recruits who are not comfortable to share their problems openly. For that, there is an anonymous 24-hour SAF counselling hotline that they can call. NSFs detected with mental health conditions are closely monitored by a team of psychiatrists, psychologists, counsellors and medical officers during BMT and beyond. Should their conditions worsen during NS to the extent that they pose a danger to themselves or others, their NS duties may be suspended till they become better or for some, indefinitely. Our approach to mental health also includes prevention to promote mental well-being. Well-being campaigns target both NSFs and Regulars to promote effective self-care, strengthen coping skills and better recognition of mental health issues.”
“Over the past five years, the proportion of pre-enlistees detected to have mental health issues jumped from 6% in 2019 to 11% in 2023, although the majority have mild to moderate conditions. This is in line with the increasing prevalence of mental health issues at the national level. To deal with this rising trend, the Ministry of Defence (MINDEF) and the Singapore Armed Forces (SAF) reviewed our overall system and instituted a slew of measures to better support psychological and psychiatric conditions of our Full-Time National Servicemen (NSFs) and Regulars. We have doubled the number of full-time mental health professionals in MINDEF and SAF to 80 today, up from about 40 a decade ago. The increase in professional expertise is necessary and the SAF will hire more if needed. But other measures are also needed to meet these rising demands. The prevailing practice to screen for mental health issues among pre-enlistees continues, so that they can receive professional help and treatment. Severe cases that pose harm to themselves and/or to others are deferred from National Service (NS) until the professionals assess that their conditions have improved and no longer pose those risks. For NSFs with mild and even moderate conditions but are assessed by our professionals to be able to serve in selected vocations, they will receive additional monitoring while in service. These assessments and determinations are performed by our in-house professionals, guided by the advice of the SAF Psychiatry Specialist Advisory Board. This is an external panel comprising senior psychiatrists from our national healthcare system. The SAF recognises that mental health issues can surface later, even when not picked up at pre-enlistment.”
“Mr Chairman, I thank Mr Giam for his question. I think we agree that serving NS to protect this country is a duty of citizens. And when we enlist our young male citizens into NS, we do not just take them in as volunteers. 12.30 pm We recognise that we call on their time for two years – well, 22 months if they have a certain level of fitness – and that during this period they do need basic upkeep as they fulfil their duty to this country. That is why we recognise that in the fulfilment of their duty, we also provide for this basic upkeep. And this is also why we regularly update and enhance the allowance that we so pay to our NSFs.”
“Since its implementation, about 21,000 NSFs have signed up on the platform. MINDEF/SAF and Young NTUC also launched the Career Starter Lab programme to NSFs in September 2023, to support them with structured job training and career mentorship after NS. About 100 companies across a wide range of industries, such as food and beverage, retail and trade, health, energy and finance services, are already on board – and of course, every effort will be made to broaden this. NSFs may apply to take advantage of the programme and strengthen their value in the labour market. Therefore, we care for NSFs not only during the full-time service. We care for them their future. Finally, Mr Chairman, in the area of recreation, we opened SAFRA's seventh clubhouse in Choa Chu Kang in 2023. The Float@Marina Bay's redevelopment into the NS Square is on track, with construction commencing next month. When completed in 2027, it will again play host to major national events like the National Day Parade and bigger-scale community, sporting and recreational activities. Mr Chairman, NS remains the cornerstone in safeguarding our security, sovereignty and way of life. We must continue to do our utmost to strengthen the NS system, to make full use of our NSFs' and NSmen's talents and skills, and to appreciate their valuable contributions. We must take good care of them.”
“It is not a form of employment. Instead of a salary, NSF receive an allowance to support their basic personal upkeep. And this allowance is regularly reviewed, most recently in July 2023. And I must also say that if you look over 10 years since 2012, from 2012 to 2023, this allowance was reviewed four times. When we say that we will provide an allowance to support the basic upkeep of our NSFs, we mean it and we will ensure it. I note that Mr Giam has also used the word "obligation" in his cut – not wrong, but I also noted Dr Wan Rizal in his cut used the words "honour" and "duty" – also correct. We are all on the same page because Mr Giam also finished his cut by saying that we all recognise the importance of citizens defending this country. Because for whom are we defending this country? For MINDEF? For the SAF? No. It is for each and every Singaporean, for now and for the future. We will continue to review regularly to make sure that the allowance remains relevant. I spoke about the recognition packages, the ongoing allowances for our NSFs. There is something else which is that as they transit out of full-time NS into post-NSF life, many of them will either immediately or soon enough either further their studies or commence work. Therefore, we also pay close attention to ensuring that our NSFs' transition to employment is made as smooth as possible. In 2022, MINDEF and the Ministry of Home Affairs (MHA) partnered the National Trades Union Congress' (NTUC's) Learning Hub and NTUC's Employment and Employability Institute (e2i) to enhance the SkillsFuture@NS initiatives. Under this enhancement, NSFs can use the SkillsFuture@NS Learning eXperience Platform to gain unlimited access to 75,000 online courses. Ms Jean See asked for an update on this.”
“Most recently, Deputy Prime Minister Lawrence Wong announced that all past and present NSmen will receive $200 in LifeSG credits in November this year. This is on top of the $100 presented in 2022 to commemorate NS55. These initiatives and others in this nature demonstrate and manifest and reflect MINDEF's continued strong emphasis on appreciating the valuable contributions of our NSmen. I note that Mr Neil Parekh also asked, "What about employers? How can employers also play a part in this?" Here, I want to record my thanks to the Advisory Council on Community Relations in Defence (ACCORD). We have a council within the ACCORD on employers and businesses. Through the work of that council, as well as broad employer groups and chambers, I think the message has really gone out to many employers that strong NS is synonymous with conditions to do good business in Singapore, because safety and security of this land enables proper business planning and investment decisions to be taken, for good business operations to be proceeded with. I think that over the years, more and more employers have understood this. You can see this manifested in the increasing numbers of employers who have merited the NS Mark recognition as well as so many employers, who in their own ways, have made arrangements to support their NSmen when they have to report for their ICT, to recognise the leadership skills of the NSmen as they apply to their work, to recognise the relevant vocational skills like in logistics, like cyber, as they apply to those particular industries, for example. I want to thank these progressive employers for doing so and I hope that all employers can take a leaf from their book and also do so. Mr Gerald Giam asked about the NS allowance. NS is a duty to the country.”
“We envisage these amenities to be open even on weekends, bringing convenience to NSmen and the community nearby. The new CMPB will also be home to the SAF's second Regional Health Hub (RHH), which Miss Rachel Ong asked about. RHHs consolidate the SAF's essential healthcare services under one roof for each region to provide even more responsive care. The first RHH serving the northwest region was officially opened in Kranji in 2023. Over the next decade, the SAF will be establishing up to four more RHHs in different parts of the island. The third RHH will be located at the Dieppe Barracks to serve the north. It will house the SAF's first Sports and Exercise Medicine Centre, to better manage musculoskeletal injuries and that is slated to commence operations in 2027. Mr Neil Parekh asked how do we recognise the contributions of NSmen. Sir, we have a strong track record of showing our appreciation to our NSmen. Examples include the NS Recognition Awards first introduced in the year 2010, which was subsequently enhanced into the NS HOME (Housing, Medical and Education) Awards in 2014. These awards support the NSmen's housing, healthcare and educational financing, and they are presented to NSmen in cash credits and top ups to their CPF and Post-Secondary Education Accounts at various milestones of their NS journey. After we enhanced the NS HOME Awards again in 2022, a NSman can receive up to $18,500 in the course of his NS journey. Good performance during NS is also recognised through the NS Excellence Awards. In addition, NSmen and their families receive tax relief every year. We also celebrate our NSmen's life milestones with celebratory gifts of $100, when they solemnise their marriage, or welcome a child to the family.”
“00 pm OneNS is not just a web portal but a broader platform, including a mobile app that consolidates NS-related services and transactions. The app will make the daily routine more efficient for NSmen on In-Camp Training (ICT). NSmen currently queue and scan their physical IDs for in-processing for ICT. With this enhancement, they will be able to register their attendance easily with the app's geo-location and QR code scanning features. This will be rolled out to all NS units in 2024. Aside from the digital experience, we are also consolidating physical NS services for NSmen's greater convenience. Miss Rachel Ong asked about the progress of this one-stop location. As the Defence Minister spoke about last evening when he made his speech, the new Central Manpower Base (CMPB) will be open in phases from the year 2025. Once completed, the building will bear the CMPB name because of its significance for multiple generations of NSmen. This new CMPB will be an integrated service location for NS-related administration. NSmen will be able to undergo the Health Screening Programme, take their IPPT or attend NS FIT training at the all-weather Fitness Conditioning Centre. They can then buy NS necessities at the Lifestyle mart located on-premise, or make use of the "Click and Collect" and "Pick and Pack" services if they so wish. Pre-enlistees will attend medical screening and take their pre-enlistment IPPT there. The medical screening time will be shortened, thanks to an easier registration process and improved sequencing of stations. Enlistees, NSmen and the public can also look forward to amenities such as a food court, café, childcare centre, soccer field and fitness zone.”
“We have also doubled the number of full-time mental health professionals to 80 over the past decade and established a Mental Health Office for better synergy and delivery of care. I note that Ms He Ting Ru has also mentioned the importance of soldier moral strengths as well as resilience and how these will affect the effectiveness of the fighting units and fighting morale. This is an important aspect and I can assure Ms He Ting Ru that through the use of appropriate instruments, not necessarily the ones that she particularly mentioned, we pick up signals of weakness, as well as discern strengths for better deployment and development of our servicemen for different vocations and for different levels of command. We certainly want to press on with all efforts to make the most of the contributions of our servicemen. We understand also that Parliamentary Questions have been filed on this topic of mental health for our servicemen and we will give a more substantive reply at a subsequent Parliament Sitting. We also continue to enhance the NS experience and improve administrative efficiency, so that our NSmen can focus on their NS duties. Mr Shawn Huang asked about OneNS and the digitalisation of NS systems. Today, NSmen use the NS Portal for their major NS-related transactions, such as to apply for Exit Permits, to book Individual Physical Proficiency Tests (IPPT), and to receive and acknowledge NS notices. This year, the NS Portal will be replaced by a new OneNS web portal. This web portal will be hosted on a commercial cloud platform and feature an improved design, allowing NSmen to access NS services more easily and with few disruptions. Through OneNS, we aim to introduce a more personalised and engaging digital experience for all NSmen. 12.”
“They also noted the SAF's use of data in safety management and to prevent accidents. We appreciate the good work of ERPSS and the next term will commence soon. We will never let our guard down on safety. Care for our servicemen also goes beyond ensuring their physical safety. Dr Wan Rizal and Ms He Ting Ru asked how MINDEF/SAF is looking at the mental wellness and well-being of our servicemen. MINDEF/SAF has in place efforts to promote effective self-care, strengthen coping skills and better recognise potential mental health issues. All Regulars and NSFs also undergo psychological first-aid training to help them recognise distress signs, exercise self-care and support their peers. We have also continued our practice of screening for mental health conditions before enlistment. Those with severe conditions that pose harm to themselves or others are deferred from NS until they are professionally assessed to have improved and no longer pose those risks. Those with mild or moderate conditions, but who have been assessed to be able to serve in selected vocations, will receive additional monitoring during NS. Beyond pre-enlistment screening, we have increased our mental health support over the years, particularly during Basic Military Training (BMT). Care Hubs have been set up in the BMT centres since 2020 so that mental health professionals and medical doctors can work closely with Commanders to support NSFs during their transition to military life. Commanders interview NSFs regularly to identify potential problems and to render assistance. Those who are uncomfortable sharing their problems openly can call an anonymous 24-hour SAF counselling hotline.”