Jessica Tan Soon Neo
Singapore
“Thank you, Mr Speaker, and I thank the Senior Minister of State for his comprehensive reply. I am also very happy to hear that the Ministry of Manpower (MOM) will continue to review that. I agree with the writer that structurally, there are some challenges, and productivity is important.”
“And as global supply chains re-organise, how are we positioning Singapore as a trusted, stable hub so that businesses continue to choose Singapore, create good jobs and keep our economy strong?”
“Caregiving is not only a financial load. It is a time load and a well-being load. Employers have a role to play as well. Incentives for caregiving friendly workplace policies, such as caregiving leave, flexible hours and phased return-to-work schemes, would encourage more companies to adopt practices that keep caregivers employed and prod…”
“I thank the Senior Minister of State for her reply. The reason I am asking this is because I have seen an increasing trend of appeals with regard to these kinds of issues, especially mould caused by continuous use of air-conditioning by neighbours.”
“Mr Speaker, I do have a clarification for the Senior Minister of State. He says that the AV is not relevant for retirees. I would say it is relevant with regard to CareShield Life premium because the assumption is that people only retire at 67.”
“Yet, we must ensure that Singaporeans understand that CareShield Life does not stand alone. It is complemented by a suite of targeted schemes like MediSave Care, which allows monthly withdrawals for care expenses; the Home Caregiving Grant, which offsets informal caregiving costs; and the ElderFund, which provides discretionary support fo…”
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“Sir, I am heartened to hear about the work that is being done by the agencies on the charity status for NSAs. My question for the Parliamentary Secretary is whether there is a timeline to achieve this.”
“However, the software is also necessary to fill these sporting facilities and to be able to promote the appreciation of sports.”
“Madam, I applaud the increased focus for sports in Singapore and investments to build world-class infrastructure. The Sports Hub is clearly an example of this. The drive to promote sporting excellence and supporting and developing our athletes with goals to achieving medals and competitive success is heartening. All this is good to heighten and motivate sports in Singapore and the promotion of Singapore as a sporting hub. I would have, however, also asked for an equal focus on building a sporting culture. The support and strategy to work with National Sports Associations (NSAs) is a good one in the move to building a sports culture and greater participation in sports in Singapore. However, in 2007, what we are seeing is that NSAs are getting less funding to support their initiatives. Although there is an expectation for NSAs to garner private sector sponsorship, many are struggling to do so as sponsors too are keener to support the more prominent sports. 6.15 pm In the pursuit for gold and excellence, we run the risk of elitism in sports and we will miss out on all the other benefits of broad-based sporting participation. The same trend can be seen in schools where we have to take part in certain sports or CCAs. There is a need for making the qualification. Here, again, the focus is on competitive sports. Let us not forget the fun in sports. I can understand the business case for focusing our limited resources to promote sports excellence and goal. However, our KPIs cannot just be on this as this will lead to an imbalance, and we need both the hardware, the great sporting facilities and infrastructure like the sports hub and the sports stars to be role models.”
“I was very heartened to hear about the progress made with WOW! as well as the Worklife Excellence Award. But I did not hear much about the civil service actually adopting flexible work arrangements in the light of not just part time work, but the kind of work that I was talking about. So I would like to ask the Ministry what has been done to encourage the civil service to also look into that direction because it is a large employer, and it really helps with the worklife balance.”
“Given the flexible work arrangement, to actually manage that as a workgroup such that they get flexibility, they do not have to all come in at the same time, it does not reduce child-teacher face time, and it actually increases the motivation and reduces job pressure. Think about that, and think about a lot of other jobs like call centres which, today, I think it is more physical in terms of one centre located in the homes of individuals, and you could actually make it more accessible to the disabled and the old as well. I think a lot more can be done in terms of flexible work arrangements and this could increase the workforce participation and address some of the challenges and filling up the quality jobs that we are looking for. Maternity Leave”
“It has been found that in many developed countries and companies, flexible work arrangements, apart from talent attraction and retention, have also helped in motivating high-performing and experienced employees, reduce absenteeism, help the employees manage worklife balance and increase job satisfaction and creativity, energy and ability to manage stress, and, in some cases, also reduce cost of operations. I must say that good progress is being made in Singapore to recognise and promote flexible work arrangements. The Worklife Excellence Award is one good example, but I think more can be done because it requires a mindset change. Today, flexible work arrangement is seen in Singapore as more a benefit to the employee. But, it is also a benefit to the organisation and it should be looked that way. If you go and surf the websites today, even our civil service website is seen as an employee benefit. I would tell you that I have benefited from flexible work arrangements for more than 10 years now, as it has allowed me, when my children were very young, to stay very active in the workforce. It has not affected my career and pay and my job opportunities. At the same time, it has allowed me to do worklife balance. I think I actually do more work, because you are more committed as the company has given you the flexibility to balance that. From that perspective, I will give Members a very radical example. We talked about the pressure on teachers yesterday. If you look at teachers, for example, if their classes start a little later in the early morning, could we not look at the group of teachers and say, "Manage that."?”
“Flexible work arrangement includes whether we are talking about part-time or full-time work, areas like when and where work is done, tools to support effective and productive work, including mobile or tele-work, employment arrangements, such as compass work week, job sharing, and work in family programmes that include provision of facilities to support special requirements of different groups. For example, access and tools for physically disabled and elderly, and mothers who are nursing, providing programmes that ease childcare logistics for employees. A good example of this is Giordano, which was cited by Dr Ahmad Magad in his Budget speech. Giordano has a programme that actually allows working mothers to take a work schedule that ends before 7 pm. That allows them to be able to pick up their children. For the elderly workers, they assign them to less strenuous physical work in the outlets as well as one with lower customer traffic. And this allows for an inclusive workforce. Of course, flexible work arrangement should not be done just for the individual. It has got to be done without adversely affecting actual job or performance. In many cases, flexible work arrangements have actually shown that work has been done and done better. Let me also clarify that flexible arrangement at work is not just about attracting more women to the workforce. Both men and women, young and old, able or disabled, will benefit from flexible work arrangements.”
“Mr Chairman, when we think of flexible work arrangements, many of us think of part-time work. Flexible work arrangement is about providing the right work environment to enable us to attract the right talent to the right job opportunities as well as to provide individuals who can and want to work, the choice to do so. But why am I asking for more serious thought to be put into this area? Yesterday, in this House, Minister Ng Eng Hen spoke about the challenge of getting enough people to fill the jobs - the 450,000 jobs that would be created over the next five years, as growth of our labour supply would shrink with an ageing population and declining birth rates. In June 2006, there were one million persons economically inactive. What this means is that they were neither seeking employment nor working. Of these, 3.2% and 5% respectively had polytechnic diplomas and university degrees. That seems small, but if you take in absolute numbers, that is 32,000 and 50,000 respectively. This equals to the supply of our resident workforce each year, which is at 33,000, as mentioned by Minister Ng yesterday. 38% of economically inactive persons cited family responsibilities as the reason for not seeking work; 16% cited disability and old age. 90% of women aged 25 to 54 who stayed out of the workforce mainly did it to take care of the family. 15% of all economically inactive residents indicated a desire to work in the next two years. 54% of these potential entrants indicated preference for full-time work.”
“More really needs to and can be done to support PMETs stay relevant and employed. Structural Unemployment”
“Sir, with PMETs forming a large and growing proportion of local employee population, should not MOM put in more resources to understand the trends of employment and changes this group faces? Can the Minister share with the House if there are plans to do so? And, with this, it will then make it possible to understand and then provide the right level of support for PMETs. Although PMETs are skilled and are more able to compete for opportunities that globalisation presents, paradoxically, they also face greater competition from low-cost labour markets. Career transitions are not always that straightforward for the knowledge worker as there may be some retraining required to take advantage of opportunities in relevant but different industry sectors. If this is not managed, it will lead to frustration and anxieties of this group. In fact, I had one MPS case last night. I really saw the level of frustration this PMET was going through. And this could affect social cohesion and integration of foreign talent in Singapore as they may be seen as cannibalising the opportunities in this segment. Although this may or may not be the case, the perception is there, if the PMETs are worse off with career changes and if they are unemployed to make transitions into industry sectors where employment opportunities exist. Sir, if I could make a suggestion, I would like to propose that there be an appropriate body or group, for example, the WDA, to focus on supporting PMETs and understanding market opportunities, and, where appropriate, help match relevant organisations to these job opportunities. There should be more coordinated support given to PMETs in areas like training, retraining and career and industry changes.”
“Sir, PMETs form 47% of the resident workforce in Singapore in June 2006. This is a sizeable proportion of our workforce, reflecting on the ageing population. There is also a higher share of the resident workforce ageing and above 40 years of age, in fact, 52% versus 40% a decade ago. The good news is that new jobs taken by resident workforce are higher value-add. More than eight out of 10 new jobs gained by residents in 1996 to 2006 belonged to PMETs, especially in the services sector. Although these are positive trends of PMETs with the growth of the economy, we must be cognisant that this group is also one of the more vulnerable groups with globalisation especially PMETs that are 40 years and above, as my hon. colleagues have also mentioned in their speeches. As the recent Asian crisis has shown, PMETs were the hard hit ones with retrenchment and unemployment changes and many had to make career changes and transitions were not easy. Another trend is that of contract work. Increasingly, we are seeing term contract employment being more prevalent and 12% of resident employees were engaged on contract terms in 2006. Although these include lower, casual and lower-skilled jobs, local contract workers with at least one year tenure are actually the mostly highly skilled PMETs. With contract terms, there is also the concern of job security, especially amongst older workers. As mentioned in this House recently, although MOM does track duration of unemployment for PMETs, there is, however, no tracking of whether PMETs are worse off or better off when they do find employment and how long they stay in the new roles or careers.”
“Sir, the industry sector accounts for 54% of all carbon dioxide emissions in Singapore. Greenhouse gas emissions are said to be responsible for the effects of global warming, which Mr Edwin Khew has so elaborately talked about. In Singapore, greenhouse gas emissions are mainly due to carbon dioxide emissions. Can the Minister inform the House on the energy consumption trends in the industry sector as it is the largest contributor of energy consumption in Singapore? Given investments on growth and the impending initiatives like the IRs, I am sure that our energy consumption will be rising. Hence, it is important that we take positive steps to address the increasing energy consumption. Can the Ministry also share on what is being done to help and promote local industries and industries operating in Singapore to be more efficient and responsible in their energy consumption? Is the public sector taking the lead in this area, and where do we stand vis-a-vis other developed markets? As mentioned in my Budget speech, there are also good economic reasons for promoting responsible energy consumption, eg, increasingly, companies in the US are realising the consumers' favourable impression of their bottomlines. Sir, Singapore has made good efforts to continue to improve infrastructure and quality of living. Beyond infrastructure, we must complement this effort with how we live and work. Otherwise, our efforts will be like someone making efforts to be clean and well-dressed but forgetting about oral hygiene - nice to look at but, when we start to speak, everyone will avoid because of bad breath. Alternative Energy Vehicles”
“Sir, the Ministry and IE Singapore have good initiatives to promote internationalisation and growth for local enterprises. In 2006, the internationalisation efforts included organising and supporting a hundred over trade missions and incoming missions as well as facilitation of alliances to help local enterprises exploit overseas market opportunities. I would like to ask the Ministry how successful have these programmes been in the growth of our local enterprises overseas? How much business have the local enterprises been able to secure? What is the Ministry's assessment of the success of these programmes and what have been the challenges? Have these efforts been coordinated in supporting our local enterprises? On a related matter, on participation in larger projects overseas, has there been success in the Singapore consortium approach and has this enabled our SMEs that have good skills but lack business development capabilities grow and penetrate overseas markets and participate in these large deals? As someone said to me recently, a dwarf standing from the shoulders of a giant may see further than the giant himself. 12.15 pm”
“Sir, with the GST increased to 7%, to be implemented from 1st July 2007, more SMEs will be considering registering their companies, as the GST increase will increase the cost of business and they may no longer be able to continue absorbing GST. It is good that there is a GST assistance package capped at $5,000 per SME to help defray cost for the SMEs voluntarily registering for GST for the first time. However, operationally, the impact of GST to SMEs will be more than the set-up cost. The current GST filing requirements and payment terms are not aligned to support SMEs. Most SMEs operate with 90 days and, in some cases, six months' payment terms with their clients. The current GST filing is on issue of invoice for these SMEs. Hence, Mr Chairman, I ask the Minister that there be consideration given to the refinement of the filing and payment schedules for GST to allow SMEs to make payment when paid. This will help minimise the cashflow impact for SMEs and prove a good win-win situation. This will help achieve the objective, as Minister Tharman Shanmugaratnam said earlier, to make Singapore the best place to start, grow and globalise businesses for our SMEs.”
“Minister Teo, with regard to performance-based pay for the civil service, what is being done to also encourage outcome-based? As you know, in the civil service, there is a lot of focus on doing more of the same, of being perfect and effective in decision. What is being done for creativity, for risk-taking, not ruthless risk-taking, but risk-taking such that new ideas are created, and also, in terms of providing an environment for retention of talent because it is really then that it promotes creativity and excellence?”
“With that, Mr Speaker, Sir, I support the Budget. 1.04 pm”
“Hence, refinement to the filing and payment schedules for GST can help minimise cashflow impact for SMEs and this could prove a good win-win situation. Although the Budget Statement does include expenditures to enhance the quality of life in Singapore with quality infrastructure, for example, the Active, Beautiful, Clean (ABC) Water Programme, the park connectors network, the upgrading programmes, etc, I must say that I was surprised by the lack of any attention on the energy consumption trends and initiatives to address the growing concerns on the impact of global warming. I will be the first to admit that I am no expert in this area nor an active advocate. However, as a country, dependent on the global market for growth of our economy, we cannot ignore the need for more responsible energy consumption. Some may argue that Singapore is small and, hence, does not contribute much to global warming pollution and greenhouse emissions. It is precisely that Singapore is small that we need to pay attention as it will impact our living conditions with our high and growing population density. And even if we take a purely economic view on this, there is a business case as there are implications for both companies and industries with potential regulatory actions from countries and companies that we do business with internationally. Aptly, as the theme for the Budget Statement for 2007 is, "Ready for the future and ready for the world", we must continue to be bold and compete in an increasingly global economy. We must never forget that success is dependent on people and, therefore, our focus should be on developing and retaining the people that choose to make Singapore the base for their success as well as the quality of living conditions that make us proud to call Singapore home.”
“Having employment policies and programmes promoting flexible work arrangements will definitely help in encouraging greater workforce participation of this segment. So we must also not forget another important segment that needs talent. The retention of talent in our public sector will also be crucial for the on-going development of key policies that help Singapore stay competitive and forward looking. With an aggressive growth agenda, we will need the right talents to set the right policies, to create and sustain an environment that companies and individuals will want to leverage on as a base for their growth. This retention will be made all the more difficult as the competition for talent heightens in a global labour market. The Budget measures taken to reduce costs for businesses operating in Singapore and for SMEs are viewed positively and from the many feedback which we have received, this clearly has been welcomed. But as the GST increases, with the effective date of 1st July 2007, this will mean that businesses only have a few months and will have to gear up quickly to prepare for the change and to understand the impact of the changes to their businesses, especially for the smaller companies. In our pursuit, to quote Mr Tharman Shanmugaratnam, "in making Singapore the best place to start, grow and globalise businesses, more can be done to create supportive environments to support SMEs". A small example is the current GST filing and payment schedules for SMEs. The current filing requirements and payment terms are not really in sync with the operations of most SMEs, as most operate under 90 days to six months' payment terms with their clients.”
“This will also call for more effective and creative Government policies and services to provide the structure and support for growth and talent. Singapore must continue to be an open and globalised economy to make it attractive for investment and talent to make Singapore a base for business and growth. With the positive economic outlook and the Integrated Resort, there is increasing concern, especially in the service sectors and expressed in the many dialogues that we have had on the constrained labour situation here. To share my own personal experience, in my commercial work, I face the on-going challenge of finding the right talent to fill key positions to support our business growth, both in Singapore and for the region where we have operations. So even taking day-to-day examples, I recently spoke to a friend who shared with me that her sister-in-law was asking her son to brush up on his Mandarin so that he could look at prospects of working in China. It is good that local talents are able to leverage and compete in the global markets. It is, however, worrying if there is a net outflow of talent. The Budget does clearly encourage workforce participation. However, more can be done to develop and retain talent for Singapore. These could range from the personal income tax to quality of life programmes and more conducive work arrangements that will allow for greater participation in the workforce. In 2006, there were one million economically inactive residents. 38% cited family responsibilities as the main reason for not seeking work. 24.5% of economically inactive residents have attained polytechnic diplomas or degrees.”
“Through additional investments in R&D, promoting new sectors of economic activity, enhancing the economic infrastructure, eg, connectivity, building Singapore as a global hub, education for both the young and continual learning. One area, however, that I feel will continue to need attention as we drive for growth is that of people. To have sustained and quality growth for Singapore, people and talent are key. Globalisation presents opportunities and challenges for Singapore. Technology advancement enables new business models and shifts our behaviour. Unconstrained by size or geography, people now interact across geographical boundaries, new connections, relationships, and business models are evolving. This is changing the landscape and competition for talent. Today, the industry and the labour market are already experiencing the impact of foreign talent and competition from low-cost markets. Increasingly, we are now seeing a shift and strain on the knowledge worker. As much as this will hold greater opportunity for our highly skilled and educated workforce, it will, if we are not careful, lead to a drain on our own talent beds. The Singapore brand, as many of us know, is both an opportunity and a challenge as a Singapore talent is valued. But this very fact, in itself, is also increasing competition for limited labour and talent. With our high employment situation, where employment for resident population was at 3.6% last year, higher-value added jobs taken up by PMETs forming about 47% of resident workforce and an ageing population of 52% of resident workforce aged 40 and above, we will need to continue to ensure that we are able, as a country, to attract, develop and retain talent.”
“Mr Speaker, Sir, I rise in support of the Budget Statement for financial year 2007/2008 presented by the Second Minister for Finance, Mr Tharman Shanmugaratnam. I believe that many will agree with me, as well as from the feedback received, that this Budget Statement for financial year 2007/2008 is a focused one that is targeted at ensuring that Singapore is investing and positioned for growth. It is also trying to provide for all segments, as our colleague, Mr Inderjit Singh, had alluded to earlier, while benefiting the lower-income earners to address the widening income distribution gap. I must congratulate the Second Minister for Finance for a Budget that while introducing tax changes to drive growth and operating revenues, it is one that gives equal attention to addressing the impact of these changes for both individuals and businesses. For example, the impact of the 2% GST increase is cushioned with the GST offset package comprising various credits and rebates. What is significant is a fundamental change in the Government's policy on addressing the widening income distribution gap through Workfare Income Supplement (WIS) scheme. This is not a one-off scheme to support lower-income workers but one where, on a continuing basis, assistance is provided for those with income below $1,500. I do hope that this however is not viewed as an end in itself, as it is really meant to be complemented with growth. Workfare, while providing support for the low-wage earners, will enable them, where possible, and must enable them where possible, to participate in the areas of economic growth, thus enabling them in the longer term to earn higher wages. The Budget is also one that promotes building capabilities for Singapore's future.”
“Mr Speaker, Sir, with reference to the EEIA and the extension of the investment allowance, I ask if there will be consideration given to the repairs and returns industry, in terms of inclusion into this investment allowance scheme.”
“What is the knock-on effect with regard to commercial property? Recently, there were reports that rental prices year-on-year have increased double digit in the high end. I cannot remember the target now. If that is the case, how is it affecting our competitiveness, especially in the central area, for companies like financial institutions, whom we are trying to attract to Singapore? How is this affecting our cost competitiveness and what is being done to help the situation?”