Ng Eng Hen
Singapore
“I think we try to keep this virtuous state of affairs as long as we can to make sure that we can invest steadily. Year-to-year fluctuations would occur, whether it is economic, not so much in COVID-19, but remember the Global Financial Crisis? Everybody needs to take a haircut. If you have to take a haircut, you have to take a haircut.”
“Mr Chairman, as the World around us becomes more unpredictable and changes, the more we need to keep the strongest commitment to strengthen our own defences and, if needed, we must be willing to do more. Singapore celebrates 60 years of Independence this year.”
“MINDEF will continue to work with partners to encourage Singaporeans to raise their digital literacy, develop and maintain good cybersecurity habits, protect sensitive data and guard against scams, fake news and disinformation so as to make the digital domain a safer and more secure space.”
“The Singapore Armed Forces (SAF) conducts regular mobilisation exercises (MOBEX) of our National Service (NS) forces. In a silent mobilisation, NSmen are notified through their personal contact numbers. Open mobilisations include the broadcast of unit code-words through mass media.”
“In 2020, the Ministry of Defence replied to a Parliamentary Question on this matter that the relocation of Paya Lebar Air Base (PLAB) would likely occur around 2030 or beyond, after Changi Air Base and Tengah Air Base have been expanded to house the existing assets at PLAB.”
“When incidents or near-misses happen, as it did where one Hunter armoured fighting vehicle rear-ended another during Exercise Wallaby in Australia, thorough investigations are conducted and lessons learnt shared across the units.”
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“The number of abuses has come down, but we will continue to add on to the efforts that have been successful.”
“The Ministry's approach is two-pronged. One is specific, the other general. Specifically, we would like to allow the maids to have avenues for complaint. That is why we issue advisories. They are written in about 17 languages, because our foreign domestic workers come from 17 language-based regions. We also give hotline numbers so that they have avenues or recourse to reporting such abuses. The second, and more general approach, is to raise the threshold of reasonableness for employers. This is more difficult, because we have more than 140,000 foreign domestic workers and, therefore, more than 140,000 employers and their household members. The threshold for reasonableness and, therefore, the potential for other forms of abuse can vary from household to household. A household may declare it does not quite consider it abuse, but it may indeed be abuse. How do we raise this threshold of reasonableness? One, as we said, is that we encourage written contracts to stipulate mutual terms of employment. The other, which I have already mentioned, is the maid accreditation scheme. There are currently about 800 employment agencies that deal with placement of foreign domestic workers. We would like to raise this level so that the employment agencies can help better train and orientate these foreign domestic workers before they join the households. The other aspect is the mandatory orientation programmes which I have also mentioned, where both the employer and employee come for a course and we can explain the terms and conditions, and what to expect from one another. This will raise the general level of threshold to what would be a healthy relationship. Having said that, the majority of foreign domestic workers who work in Singapore, do find it rewarding.”
“For example, it is difficult to determine the actual hours of work for foreign domestic workers since they perform active work interspersed with some free time. Having prescribed rules would make it difficult for employers and foreign domestic workers to comply, and also for the authorities to enforce them. Notwithstanding the difficulty of defining standard conditions of employment, my Ministry has always encouraged employers and their domestic workers to work out defined terms, based on mutual agreement and on the specific needs of the two parties, to avoid any misunderstanding. Many foreign domestic workers have signed written contracts with their employers with the help of their employment agents and, in some instances, with the help of their Embassies. I agree with Mdm Halimah that this practice should be further encouraged. To safeguard the welfare of foreign workers, my Ministry has set up a Foreign Workers Unit to provide free conciliation services for those who encounter work-related problems with their employers. The Unit works closely with the Embassies of the foreign workers concerned, and has been able to resolve practically all disputes amicably. We would like to remind employers of foreign domestic workers that they are ultimately responsible for the welfare of the foreign domestic worker. It is an employer's duty to take good care of the workers under their employ. The penalties for abusing these workers are severe.”
“On the suggestion to make it compulsory for doctors to ascertain if a foreign domestic worker has been physically abused, the Member of Parliament may wish to know that under the Criminal Procedure Code, anyone, including the doctor who is aware of physical abuse, has a legal obligation to report the matter to the Police. The Ministry of Health and my Ministry are currently working on a set of guidelines to help doctors better identify cases of physical abuse. Doctors will also be reminded to report cases of abuse. However, it would be prudent to focus more on preventing abuse of foreign domestic workers. Accordingly, we will require first-time employers of foreign domestic workers to undergo a mandatory orientation programme. This measure will enhance the Ministry's ongoing educational efforts to promote good employment practices, harmonious working relationships and mutual respect. The orientation programme will also highlight to employers the severe consequences they face if they abuse their foreign domestic workers. Details of the orientation programme will be announced in due course. The present debate on maid abuse has also led to calls for the Government to impose minimum standards of employment, as suggested by Mdm Halimah, to protect foreign domestic workers. Unlike other workers, foreign domestic workers work and stay in their employer's house throughout the day. The nature of work, the duties performed and the standard of performance also vary from household to household. It is, therefore, not practical to lay down in law standard rules regarding the specific employment conditions for foreign domestic workers.”
“Let me first declare unequivocally to this House that the Government deplores ill-treatment of foreign domestic workers. We have and will continue to deal with abusive employers firmly. My Ministry reiterates its call for employers to treat foreign workers with dignity and respect. Indeed, the vast majority of foreign domestic workers in Singapore are well treated and have found work in Singapore to be rewarding. Regrettably, there remains a very small group of employers who treat their foreign workers shamefully. To this group, let me remind them that we are resolute in punishing errant employers who abuse their foreign domestic workers. As a strong deterrent against abuse, the Penal Code was amended in 1998 to enhance penalties committed against a domestic worker by one and a half times. Since then, the number of abuse cases has declined significantly. According to the Police, the number of substantiated abuse cases has dropped from 157 cases in 1997 to 41 cases in 2001 and 8 cases up till June this year. This shows that firm action and deterrent penalties are effective measures against such abuses. Let me now respond to Ms Irene Ng and Mr Chiam See Tong's queries more specifically. My Ministry had, in May, this year announced a mandatory accreditation scheme for employment agencies dealing with foreign domestic workers to help upgrade their professional standards. Accredited employment agents who put in greater effort to recruit, train and prepare foreign domestic workers for work in Singapore households will ensure a better match between the employer and foreign domestic worker. This will foster a more healthy employer-foreign domestic worker relationship and reduce the potential for conflict, complaints and abuses.”
“Bill considered in Committee; reported without amendment; read a Third time and passed. ADJOURNMENT Resolved, "That Parliament do now adjourn to a date to be fixed. " - [Dr Lee Boon Yang]. Adjourned accordingly at Fifteen minutes past Seven o'clock pm to a date to be fixed.”
“Mdm Deputy Speaker, I am gratified by the response from Members speaking on behalf of employers and unions in supporting this Bill. They have very strongly endorsed that this is needed. They have disagreed on section 25 and this is illustrative of the tensions that would arise in any negotiations between employers and unions. Those issues were extensively deliberated in the tripartie committee, and this is the best case scenario. We never get quite what we want but we have arrived at the best position, anyway. Mdm Ho Geok Choo also argued that, in fact, junior executives should be even more protected, and that they should have even more avenues apart from unions. Yes, this is being studied. With the review of the Employment Act, we will be making more deliberations regarding whether protection is to be extended to junior executives as well. Mdm Halimah spoke on principles and indemnity. She and I both know that this is quite a departure from the subject that is being discussed. But I would compliment her on her creativity and choose another time to answer them. Mdm Deputy Speaker, this piece of legislative amendment, which allows limited representation of certain executives by rank-and-file unions, has no precedent in other countries. It is illustrative of the ability and the uniqueness of our relationships and the close tripartite consultation and cooperation that have allowed this. This implementation would benefit employers, executives, employees, trade unions as well as our economy. Question put, and agreed to. Bill accordingly read a Second time and committed to a Committee of the whole House. The House immediately resolved itself into a Committee on the Bill. - [Dr Ng Eng Hen].”
“It avoids them having to seek legal recourse, which is costly and disruptive to industrial harmony. Strengthening industrial harmony will give us a greater competitive edge as we seek to attract more investments and create more jobs for Singaporeans. Mdm Deputy Speaker, the changes to the Act is a positive step for industrial harmony in Singapore. Thus, I support the Bill.”
“During the recession last year and even now, we again saw many executives looking for help, as I showed you the figures just now. Although executives can approach MOM to assist in conciliation, there is no law to compel employers to respond to requests for conciliation. Executives who feel aggrieved would have to resort to costly legal action. At that point, some union leaders wished the laws had been amended. They wished they could do more for the executives who were retrenched or faced dispute arising from breach of employment terms, but they felt helpless! They asked why the process took so long! Personally, I have also wished that the laws had been amended before this recession so that we would have been able to do more for the executives who have been affected by the downturn. Looking ahead, we can expect workers to get better educated and the proportion of executives will increase. The amendment to the Industrial Relations Act will thus be timely. It will achieve a win-win-win outcome for workers, employers and Singapore as a whole. For junior executives, the amendment will allow them to join unions to protect their interest. This expands the scope of protection to those who are not protected under the current law. For employers, they can continue to work with one union representing all their workers, rather than multiple unions. Having one union will strengthen industrial harmony, and more than one union in the workplace does not promote teamwork. This will expand the scope and depth of partnership between unions and companies further. For Singapore, the amendment will strengthen industrial harmony. Executives can seek redress for their grievances through the unions.”
“The usual objection from the employers is that there will be "conflict of interest" on areas, such as management control, grievance and disciplinary matters. Mdm Deputy Speaker, this concern is overstated. In Singapore, unions are not confrontational. They act in a very responsible manner. While the situation did not cause any major problems in the past, it was far from desirable. It became pronounced during the Asian financial crisis. We see more executives facing problems. Let us take a look at some of the statistics. For the year 1998, the percentage of retrenched workers with post-secondary, diploma and degree qualifications was getting higher. It was at 20.8%. For year 1999, it went up to 27.4%. And for last year, as we were hit by another downturn, the percentage went even higher to 30.2%. And for this year, with only the first quarter's figure, the percentage is 31.8%. Mdm Deputy Speaker, at the height of the Asian financial crisis, the labour movement found an increasing number of executives coming to us for help. They were mainly over retrenchments, dismissals, non-payment of retrenchment benefits and salaries. The problems they faced were no different from the rank-and-file workers that our unions represent. It was a clear sign that something must be done. In August 1999, I filed a question in Parliament and the Manpower Minister, Dr Lee Boon Yang, agreed that we should review the law. And here, we are today debating on the amendments. Mdm Deputy Speaker, much has happened since 1999 when the NTUC first started pushing for legislative changes of union representation for the executives. We recovered from the Asian financial crisis only to find ourselves in another downturn.”
“Since the necessary safeguards are in place, we do not anticipate any major problems during the process of implementation. However, as with any new piece of legislation, teething problems could arise. It is envisaged that with close tripartite cooperation and the release of the tripartite guidelines to facilitate the implementation, such teething problems could be resolved amicably with the common goal of maintaining our industrial harmony for the benefit of executive employees, unions, employers and the economy. Mdm Deputy Speaker, I beg to move. Question proposed. Mr Yeo Guat Kwang (Aljunied): Mdm Deputy Speaker, I support the Bill. The road leading to this Bill has been a long one. The labour movement here has, for a long time, called for both executives and rank-and-file workers to be allowed to join the same union. Although the current law does not prevent executives from forming unions, and indeed there are already several executive staff unions in Singapore, executives however, under our law, cannot be represented by unions whose membership consists of rank-and-file employees. Mdm Deputy Speaker, executives, like rank-and-file workers, are affected by restructuring in companies. Executives, like rank-and-file workers, also want fair treatment in the workplace. Therefore, executives in Singapore, like executives in all other countries, have felt the need to be represented by trade unions. The labour movement has not made much progress on this in the past. Our current law takes the position that executives should be able to look after their own interests as they are better educated and can negotiate and enter into employment contract by themselves. We also face resistance from employers.”
“Conclusion In conclusion, Mdm Deputy Speaker, the recommendations of the Tripartite Committee on Union Representation of Executives were formulated taking into account the concerns of employers, trade unions and executive employees. To prevent conflict of interest and ensure that management effectiveness would not be undermined, safeguards have been introduced by limiting the representation of executive employees to three pertinent areas on an individual basis and by allowing the employer to object to the representation of senior management personnel and certain categories of executive employees. Further, employees who can be represented and their unions as well as their rank-and-file colleagues are not allowed to commence, or participate in any industrial action in connection with a trade dispute affecting the executive employees. The legislative amendments would serve the interest of the executive employees in that they will provide them with an additional and lower cost alternative to settle their employment disputes. The amendments will serve the interest of the rank-and-file unions as it would allow them to enlarge their membership and invigorate their leadership. The amendments also serve the interests of the employers as this will discourage the formation of multiple unions at the workplace since executives can choose to be represented by the rank-and-file unions, instead of forming executive unions. A multi-union workplace could subject employers to tedious collective bargaining processes, or costly and time-consuming civil litigation to settle disputes. As representation is limited to three areas and allowed only an individual basis with no collective bargaining rights, management effectiveness will not be undermined.”
“Consequential Amendments to the Trade Unions Act Clause 10 of the Bill makes consequential amendments to sections 27 and 39 of the Trade Unions Act. Section 27 is amended to prohibit a rank-and-file union and its members from participating in, or taking any industrial action, in connection with any trade dispute between members employed in managerial and executive positions and their employer. The amendment will also prohibit members in executive and managerial positions from participating in or commencing any industrial action taken by the trade union. Section 39 is amended by inserting subsection (1A) to prohibit rank-and-file trade unions from conferring to members employed in executive or managerial position the right to vote in secret ballot taken for the purpose of commencing a strike, or any form of industrial action. Repeal of Section 25 of the Industrial Relations Act Mdm Deputy Speaker, section 25 of the Industrial Relations Act has outlived its usefulness, and this would be an appropriate time for it to be repealed. The section prohibited collective agreements from containing terms and conditions that are more favourable than those contained in Part IV of the Employment Act. It was introduced in 1968 to impose a ceiling on certain employees' benefits which are contained in collective agreements. These benefits in the collective agreements are now in line with those in non-unionised sector and are determined by market forces. Hence, the prohibition is no longer necessary. Clause 3 of the Bill is introduced to repeal section 25. Consequent on the repeal of section 25, section 42(b) is also deleted, while sections 42(a) and 59(1) are amended.”
“Section 30B allows employers to raise objection to such representation on the ground that the executive employee performs, or exercises a function, duty or power that may give rise to a real or potential conflict of interest if he or she is represented by the trade union. The section further provides that, where an employer raises such an objection, the employer and trade union shall make a joint application to the Industrial Arbitration Court for arbitration, if the dispute cannot be settled through conciliation. Sections 30C to 30F prescribe procedures to regulate negotiation and conciliation of disputes between executives who are represented and their employers. Court to Take Cognizance of Trade Disputes Clause 6 amends section 31 by inserting a new paragraph (ca) to allow trade disputes relating to retrenchment benefits and breach of contracts of executive employees to be submitted to arbitration. Paragraph (ca) empowers the Industrial Arbitration Court to take cognizance of a trade dispute related to the retrenchment benefits payable to an executive employee, or a breach of contract of employment by the executive employee, or his employer. To enable the court to take such cognizance of the dispute, either the employer or the trade union representing the employee may make an exparte application, or unilateral request, in writing to the Registrar. Inducing Persons Not to Join Trade Unions Currently, under section 79(2), an employer can require an employee who is to be appointed, or promoted, to a managerial, or executive position, to cease to be an officer or member of a rank-and-file trade union. This section will be amended to disallow an employer from imposing such a condition.”
“Representation should be limited to only three areas of disputes, involving dismissal, retrenchment benefits and breach of contracts. Further, these executive employees cannot be involved in industrial action although they would be allowed to hold union office to enhance the leadership of rank-and-file unions. The Committee's recommendations have been accepted by the Government and now form the basis of these legislative amendments. The details of these legislative amendments are given in the Explanatory Statement at the end of the Bill. Now let me address the key features of the Bill. Representation of Executives by Rank-and-File Unions and Procedures for Negotiation and Conciliation Mdm Deputy Speaker, as mentioned earlier, the current Industrial Relations Act, specifically section 16(3), prohibits unions, the majority of whose membership consists of employees in non-managerial or non-executive positions, that is, rank-and-file unions, from representing employees in managerial or executive positions. As it is a departure from section 16(3), clause 5 of the Bill inserts a new Part IIIA to enable rank-and-file trade unions to represent executive employees. Part IIIA consists of six sections, ie, sections 30A to 30F. While section 30A provides the required definitions to support the operation of Part IIIA, section 30B stipulates that an executive employee may be represented by a rank-and-file union only on an individual basis and limited to disputes pertaining to dismissal, retrenchment benefits and breach of contracts.”
“Correspondingly, the rank-and-file membership would dwindle, giving rise to concern that the trade union movement led by NTUC might reduce in relevance, if that trend persisted. The Committee also noted that as the number of executives and managers grew larger, the formation of executive unions, and hence increase in the number of unions within a workplace, would be inevitable. This would be undesirable as multiple unions, by their very nature, tend to represent the interests of different groups of employees. Indeed, the experience of other countries confirms that the dynamics arising from many unions within a workplace hinders labour-management cooperation and teamwork resulting in lowered productivity. Within a single union, the interests of employees could be better harmonised. Appropriately, the Committee recommended that certain executives and managers should be allowed representation by rank-and-file unions to provide them with an additional avenue to seek remedy for their disputes. To address employers' concern that such representation would give rise to conflict of interest and undermine management effectiveness, the Committee sensibly recommended that senior management staff and certain core management personnel could not be represented. These included those involved in hiring, firing, promotion, dismissals and disciplinary duties; those with access to confidential information, such as payroll and budgeting information; those who represent employers' interest in union-management matters and those whose union affiliation would give rise to conflict of interest. Executive employees could only be represented by rank-and-file union on an individual, but not for collective bargaining purpose.”
“The 1968 amendments restored certain management rights to employers and put in place a collective bargaining, conciliation and arbitration system which has enabled Singapore to achieve industrial harmony through tripartite cooperation for the past three decades. This Bill will further strengthen the harmonious labour relations that Singapore has enjoyed over the years. The amendments presented in the Bill are in line with recommendations from the Tripartite Committee on Union Representation of Executives formed in September 1999 and chaired by the then Minister of State for Manpower, Mr Othman Haron Eusofe. During the months preceding the formation of this Tripartite Committee, our economy was in severe recession following the 1997 Asian financial crisis. That recession saw a higher incidence of retrenchment of both executive and rank-and-file employees. While their rank-and-file colleagues, especially those represented by trade unions, were paid reasonably good compensation by their employers based on the company's financial position, industry norm and years of service, some executives and managers received little or no compensation. Consequently, dissatisfaction among them grew. Since executive employees are not covered by the Employment Act, their only legal recourse was under the Common Law. Civil litigation is, however, a costly affair. The desire to form executive unions to provide them with a lower cost alternative for their disputes therefore increased. It was against this backdrop that the Tripartite Committee on Union Representation of Executives was appointed. In its deliberation, the Committee noted that the profile of our local workforce had changed with more employees joining the executive ranks.”
“Mdm Deputy Speaker, I beg to move, "That the Bill be now read a Second time." Madam, the Industrial Relations Act (Cap. 136) provides for the regulation of the relations of employers and employees and the prevention and settlement of trade disputes by collective bargaining, conciliation and arbitration. Under existing laws, executive employees are already allowed to form their own unions to represent their interests and engage in collective bargaining with employers. However, the current Industrial Relations Act prohibits rank-and-file trade unions to seek recognition in representing employees holding managerial and executive positions. The Industrial Relations (Amendment) Bill presented to the House today would allow rank-and-file unions to represent certain executive employees in limited areas. However, representation will not be enabled for those executive employees entrusted with substantial managerial and decision-making responsibilities as the employer is granted the right to object to their representation by the rank-and-file unions. This is to avoid conflicts of interest and consequent loss of management effectiveness and flexibility. Executive employees can only be represented by the rank-and-file unions in disputes concerning dismissal, retrenchment benefits and breach of individual contract. I also like to point out that representation is allowed only on an individual basis. There will be no collective bargaining rights for executive employees when represented by rank-and-file unions. The last major review of the Act was carried out in 1968.”
“In addition, the programme includes Student Exchange Programmes with some Chinese universities, such as the Xin Hua, Fu Tan, and Xian Jiau Dong University. There are plans to expand this list of universities to include Nanjing and Jongshan universities.”
“Let me thank the Members for their comments. In my answer regarding the university sector, I spoke that many proceeded in terms of fulfilling aspirations. We have kept that to a minimum in our public universities by maintaining high standards. Therefore, the private commercial schools have now responded to their need. Do we want to keep an arm's length from it? We would like to tell the public that they would very much have to investigate the schools for themselves. We do not want to enter into the fray to decide which schools can. It is not exactly a bo jeng hu situation, as Mr Yeo Guat Kwang suggests. We do have criteria in registering commercial schools. For registration, we require private schools to demonstrate that they have adequate space and facilities to conduct their courses. They are also required to report to MOE any changes to the composition of their management committee, as well as appointment and termination of teachers. For external degree programmes, the degrees need to be granted by a bona fide overseas university, and should have minimum disparity with what is offered by the same on campus in terms of academic programmes. However, we do not accredit nor accord recognition to these external degree programmes, as it may take many forms, covering different disciplines, and can even be delivered by correspondence, or over the Internet. A more practical approach for such programmes is to subject themselves to the test of the market. Mr Yeo also asked about the NUS Chinese MBA programme. NUS is doing exactly what he has suggested. They are collaborating with the Bei Tah University. Students would spend one year in Bei Tah, and one year in NUS, taking a total of 22 modules in both English and Chinese.”
“Part of the problem is a practical one. If you are talking about putting a primary school child, with special education needs, with one in the mainstream, I think a period of time is required to assess the capability of bringing up the capability of the child with special needs. It is only after a few years that one can assess whether that child with special needs can integrate in the mainstream curriculum.”
“Part of the problem is that these VWOs are disparate, many of them individually do not have the economies of scale to provide a structured career programme. We will continue to work with NCSS to try to address this problem. We will continue to look after the education of children with special needs.”
“Let me respond to Dr Amy Khor's question on children with special education needs (SPED). First, let me thank her for her encouragement and positive remarks. She has asked regarding the possibility of integrating special schools with normal schools. We have, already in place, a multi-tier system to provide for the education of special needs children. Those who are able to follow the mainstream curriculum study in the mainstream schools. In certain designated schools, special facilities and additional resources are provided to help them in their learning. For example, we have about 502 pupils with hearing impairment and 61 with visual impairment in our mainstream schools. Other children who need specialised programmes and paramedical support are better served in the 19 special education schools. The key word is capability. If they can cope with the mainstream curriculum, we will expand the capacity required. Since 1999, MOE has increased its provision of facilities and resources for disabled children, both in the mainstream and SPED schools. These include one mainstream school per cluster to be fitted with full facilities for the physically handicapped, learning equipment for the mainstream schools with hearing impaired and visually handicapped pupils, computer-related facilities for the SPED schools for sensory-impaired children and purchase of IT-related facilities and maintenance of equipment for other SPED schools. NCSS has also put into place a structured socialisation programme to help mainstream schools and SPED school pupils integrate. The programme is working well and has proven to be effective. As regards her comment that there is low morale and high staff turnover in these schools, first of all, these staff are under NCSS, they are not under MOE.”
“The UNC at Chapel Hill is a centre of excellence in liberal arts and professional disciplines, while the North Carolina State University has a strong engineering school, with an emphasis on industrial engagement and entrepreneurship. Within the scenario of a multi-campus NUS, we can imagine the campus at Kent Ridge focusing more on R&D, together with research institutions in engineering, medicine and the sciences. NUS at Outram could house a graduate medical school and expand into biomedical sciences and nursing. NUS (X) would excel in industrially-oriented engineering and info-communications technology. We could also create a creative cluster within NUS (X) by incorporating the Arts Faculty, Architecture and a School of Design, Media and Visual Arts. Mr Iswaran asked if multi-campuses would drag down the flagship campus. It did not in the UNC system. We do not think it would in ours. Whatever the form, the over-arching mission for universities to bring wealth to Singapore will remain the raison d'etre. My committee will need to study all the options of expansion carefully and examine which will create a university sector that is best for Singapore. We target to complete our study by the end of 2002. On a final note, I could not agree more with Mr Zainul Abidin when he says that we must inculcate a sense of bonding and social responsibility in our graduates from ITE, the polytechnics and the universities. We have chosen to invest heavily in their education for a brighter future. It is up to each of them to determine how he or she repays that debt to society.”
“The first is that our universities must become engines of growth for our economy, not only just produce graduates to support the economy. All our public universities must find their niche in creating wealth. How can we help them do this? We can do so by matching capabilities with resources; allowing students and, indeed, faculties to move at the desired pace. We must create a robust eco-system incorporating our public universities, ie, NUS, NTU and SMU, research institutions and even private universities. We must allow each university and, indeed, each faculty or discipline within that university, to differentiate itself and find its niche in this economic imperative. 25% of our students will go to university by 2010. They will have differing capabilities and strengths. I agree absolutely with Dr Amy Khor that the university cannot try to be 'all things to all men'. Our universities must respond to that diversity, take ownership of their students, faculty and institutions, and understand their mission accordingly. Not all can or will want to do research. Some would prefer to be more industrially-oriented. So it is not only about setting up a fourth or even a fifth university, as Dr Amy Khor and Mr Iswaran enquired, but about establishing a university system that can fulfill our desired goals. We have not come to a conclusion, but the multi-campus model for NUS appears attractive for a number of reasons. By introducing a multi-campus structure, we can build on the strengths of our existing universities and still promote diversity. We can allow each campus to develop strengths in different disciplines. For example, the University of North Carolina (UNC) system is a state university comprising 16 campuses.”
“The precious material in a knowledge-based economy is brain power, and investments will flow to wherever there is a concentration of this. The Research Triangle Park in the state of North Carolina, where Deputy Prime Minister Tan and I visited recently, clearly exemplifies that universities can create wealth for the country. The state of North Carolina has about eight million people. Forty years ago, its per capita income was the second lowest in the USA, only above the state of Mississippi. They were very much dependent on tobacco, textiles and agricultural industries with diminishing profits. The leaders from business, academia and industry, with the help from legislators, decided to start a research park based on their three leading universities - the University of North Carolina at Chapel Hill, the North Carolina State University at Raleigh and the private Duke University. Today, the Research Triangle Park has achieved the wealth creation effect. Gross revenue generated last year was US$6.5 billion and the park provides work for 44,000 residents. The average incomes of the state have risen to be equivalent to the average income earned in the USA, and workers within the park earn 120% of the median income of workers within the USA. The average salary is about US$55,000 a year. This story of brains attracting investments is repeated across the USA and, indeed, much of the world, eg, the Oresund Region based in Sweden and Denmark. Some are planned more than others, but the elements of success are the same. Multi-national industrial corporations are moving away from their central laboratories to congregations of brains to mine for ideas. This creates wealth and it is a virtuous cycle. There are cogent lessons to be learnt.”
“We import engineers from abroad and a lot of our new technologies that we rely on for security reasons are developed abroad. And I don't think that's a safe path". Despite a dramatic increase in the country's demand for engineers, interest in the field has dropped significantly at colleges and universities nationwide. So this leading academician is now asking for more funds to reverse this trend. Even if he gets it, it will take some years for them to catch up. 4.45 pm Singapore has been more prudent and only funded students of sufficient calibre to enter our public universities and, more so, in particular disciplines of engineering and sciences that would help our overall economy. That policy of producing graduates relevant to industry enabled us to ride on globalisation and manufacturing in the last two decades and the economy thrived. This policy will continue but will not be enough to secure our future prosperity as we move up the value chain in a knowledge-intensive economy. China has a birth cohort of 24 million per year. Currently, they produce 1.6 million graduates, and that number will grow. In comparison, Singapore produces 10,000 graduates each year from our public universities. We cannot compete on size or the average of our graduates alone. The "peaks", in other words, the highs that our universities and their graduates attain, must be our differentiating factor. Our universities must now move further up the value chain and have people who can create new knowledge and innovate. They must be able to effectively transfer this new knowledge into the business and industry, so that wealth creation will ensue. This is not something that we want but need to have for our economy to grow.”
“This would be an opportune time to surface strategic issues regarding university education in Singapore. For brevity, I will simplify things by stating that the universities play three roles for Singaporeans. Firstly, they fulfil aspirations for those who want degrees. Secondly, they train and produce graduates to support our industries. Thirdly, they are incubators and "hatching grounds" for ideas that will lead and shape industry. We would have started on a very wrong footing if we approached the review mainly to fulfill aspirations - as Dr Amy Khor suggested, to give some people a second chance - of just deciding how to create an additional 3,000 more university places each year to accommodate 25% of our cohort of students. Governments in some European countries funded the expansion of their universities to cater to an ever-increasing pressure to allow more and more citizens to enter universities - and with diminishing returns. The idea is noble, well-intentioned but illusory: whoever seeks to be educated in whatever course shall be admitted. If the citizen is enriched through education, even if he does not have the academic ability required, then society is still enhanced. What happens? 30-50% of the first year cohort drop out; professors and lecturers become disheartened and demoralised. Standards drop, and the diminishing cycle perpetuates. Consider this. Despite 50% of the cohort in some European countries attending university, Europe is short of engineers (as told to me by Spanish, Danish industrialists and the UK Sterling Group of Professors)! So, too the United States. Let me quote to you what the Dean of Engineering at Tuft's University at Boston testified at the Capitol Hill last week. He said, "We have a severe shortage of engineers.”
“ITE indeed reaches out to 14,000 students in the Normal Stream and 1,800 parents annually. Special outreach programmes are also conducted for existing secondary school teachers and principals and the graduating trainee teachers at NIE, as they are significant groups of people who can advise students on their post-secondary educational choices. I am pleased to report that ITE's image has improved significantly in recent years. In an ITE public perception survey conducted in 1997, many Singaporeans felt that "ITE was good but not for me". However, in the 2000 survey, many people are now accepting that ITE does indeed provide an alternative and viable educational pathway which meets their career and academic aspirations. What is more encouraging is that 37% of respondents put ITE as one of their top three choices for post-secondary education. Let me now turn to the polytechnic sector. Mr Zainudin Nordin has asked if we should leverage on our reputation and strength to market services and products in quality technical education. Our institutions have already done that to a limited extent. I must, however, emphasise that marketing service overseas is not the primary mission of our polytechnics and ITE. Our polytechnics and ITE should continue to focus on providing accessible and quality technical education to Singaporeans. Sir, let me now speak about the university sector. I thank Dr Wang, Mr Iswaran and Dr Amy Khor for their interest in the Government's approach to expanding the capacity of the university sector. Both at the Inter-Ministry Committee and the ERC, we are fundamentally reviewing what roles the universities need to perform to continue to play an integral part in supporting our economic initiatives.”
“We have focused on substance, rather than form. We have done this because we assess correctly the abilities of that sector of the students, given them relevant value-added education and thereby help them find jobs and retain their dignity. Mr Ong Ah Heng can tell the parent, who was worried about her child who went to ITE, that not only is the moon very round, it is like a moon cake, you can taste the substance, with the yolk. The Minister has already reported that 88% of our ITE graduates find employment within three months of graduation. This is not not bad. This is very good. Hong Kong recently reported an unemployment rate of 14% for those aged 25 years and below, first time entering the job market. Many of these students went through the education system, but failed in so many subjects that they achieve neither substance nor form. Why do we get international praise for ITE whilst some locals perceive ITE negatively? Singaporeans will have to examine themselves to determine if they are making the correct value judgement. We will be proud, as my Minister says, to take them on a tour around ITE to help them make up their minds. But my ITE board, principals, teachers and students know full well my highest regard for them and their institution. More importantly, the teachers are proud to teach in ITE - they have a very low turnover rate. If the institution is bad, explain to me why the turnover rate is only 4%? They are proud despite the derision from some Singaporeans, many of whom have never visited ITE. These Singaporeans, by their unfair remarks, diminish the good work of committed teachers and the significant achievements of students in ITE. Thankfully, the majority of the public is more discerning and this has been helped by ITE's outreach programme.”
“Mr Chairman, the Minister has sketched an overview of our post-secondary education sector. I would like to address specific queries from some Members. Let me touch on ITE and the polytechnic first. The Ministry wholeheartedly agrees with Mr Ong, Mr Gan and Mr Zainudin Nordin that the polytechnic and ITE sectors are important pillars of our education system. I would like to assure Members that the Government will continue to invest in technical education. For FY2002, the Government has budgeted $1.2 billion which translates to an increase of about 25% over FY2001's provision. The proposed FY2002 budget may give some Members, including Mr Gan, the impression that the Government is spending less. This is because in FY2001, the operating budget included a one-off payment for the outstanding GST on the polytechnics and ITE for prior years. Excluding this item, Government's spending for the technical education sector is actually significantly higher for FY2002. A fifth polytechnic will be developed and we will be spending more than $350 million in developmental costs to build ITE's first Regional Campus at Simei. The construction of the first Regional Campus will begin in the second half of this year. I am happy to note that Mr Ong Ah Heng and Mr Gan Kim Yong agree with the Ministry that ITE is an excellent institution. They feel that the ITE has been wrongly maligned and asked if we can do more to improve the public perception of ITE. I agree that ITE has been unfairly misrepresented. MOE is extremely proud of what ITE has accomplished. We consistently "show off" ITE to overseas guests who go away with great admiration and commend us for doing it right. What they mean is that we have resisted, in the words of Dr Amy Khor, trying to be "all things to all men".”
“Mr Steve Chia sees NTUC as part of the problem. Many others would see it as part of the solution, particularly as other Members have rightly pointed out that NTUC has gained considerable goodwill from their past practices. Recently, they said they would absorb next year's increase in GST for one year. Mr Chia seems to suggest that if NTUC moves out of the way, then our SMEs would survive. That is clearly not the case. The competition will come, and in the form of competitors who would likely charge higher prices, and who are not likely to pass on the rebates to their members. I think the record for NTUC speaks for itself.”
“Sir, it is indeed an option that we have explored. The question is: can we create an informal sector formally? We have gone through the arguments. We tie ourselves in knots. It will be a difficult exercise, but we will continue to work on training, trying to adapt our workers, trying to change some flexible work arrangements, to increase the overall pie before we move on that. It is something that we want to look at, but we will look at it carefully. It is not that we do not want to do it, but it creates so many distortions that we are not sure how it will move.”
“Sir, certain sectors that have moved out may not come back. For example, yesterday, I mentioned Philips and Hitachi. Certain production operations that have moved out of Singapore may find it not cost competitive to come back to Singapore. The overall picture will take time to emerge. I think the lesson is that we have to be nimbler and respond to training, again the point that I brought up yesterday. We will have to monitor the situation and see which skills sets are more relevant and help our workers transit.”
“Sir, it was indeed answered, and this is the question of ring fencing, however you call it. In other words, can we introduce certain barriers before they applied for work permits? I said that if we did that, we could solve one problem, but probably create more problems. There are other mechanisms that we can use. I think we will want to move slowly on that because, it will be onerous on certain industries and we might end up reducing the overall pie to satisfy one sector. Dr Tan Boon Wan: Sir, may I ask the Minister to let me know how many of the jobs that were lost were lost permanently, because this is a reflection of the structural unemployment? If the Minister does not have the figures now, perhaps at some other time the figures could be released.”
“The National Wages Council has recommended that the Monthly Variable Component be part of our wage structure. How is this proceeding? Some 34% of unionised companies have implemented, but for non-unionised companies only 3.4% have implemented this. The current recession has impeded the progress of implementation. The ERC is studying further ways to enhance its progress. MOM also agrees with Mr Yeo Guat Kwang that greater flexibility in work arrangements will help our overall competitiveness and increase jobs. The ERC is studying the issue of "Quarterly work hours scheme" to help companies adjust to peaks and lulls due to seasonal demand. We will study this carefully, as he has advised, to ensure that workers' interests and health are still looked after with respect to overtime, rest days and safety. In response to Dr Tan Boon Wan's specific queries, we had about 26,000 workers who were retrenched in 2001. About 41% were production and related workers, another 39% were professionals, managers and executives, and 19% were clerical, sales and service workers. Sir, we will continue to change mindsets. We will continue to help Singaporeans adjust. This will take time, but our efforts will continue unimpeded.”
“I would like to inform the House that our workers' policy does have in place a dependency scheme. If we use the example that Ms Irene Ng brought up, where one had to apply for 20 foreign workers, he would have to hire about 50 Singaporeans in order to get the 20 foreign workers. So there are some measures in place. Should we further ring fence it? Should we further tighten foreign worker policies? It may solve one problem, but would create many more. Last year, we introduced the People-for-Jobs Traineeship Programme. As at April this year, about 2,000 workers above 40 have jobs under this programme. It is premature, and I think unwise, in this recession to judge the success or failure of any programme. We will have to wait till when the economy recovers and with a tighter labour market to gauge the level of discrimination against older workers and at what age that discrimination is most apparent. We will monitor the situation closely and introduce more measures, if need be. I do though agree with Mr Seng and Mdm Halimah that we should be looking at work redesign. Some cited McDonalds as a model that others can emulate as to how they successfully integrated a more mature workforce. MOM is now working with SPRING to identify specific industries for redesigning work, whether it is for elderly or females. We have been trying to change the image of certain industries, as Mdm Halimah suggested, for example, in the marine industry. We all agree that the solution to unemployment is a vibrant economy. Can we facilitate this through more flexible wage and work arrangements, asked Mr Gan, Mr Heng and Mr Yeo. I think this is a more enlightened path to pursue. I agree with Mr Gan and Mr Heng that the CPF cut for the purpose of helping companies to reduce cost is a blunt instrument.”
“But we chose that age 40 barrier to compensate in part for the seniority-based wage system, where older workers found it harder to compete with younger counterparts commanding a lower salary. We certainly did not mean to send the message that at 40 your brains go ga-ga and your body goes goo-goo. This myth flies against the face of reality where, as Mdm Ho and Ms Irene Ng rightly pointed out, many workers because of their skill sets, experience and networking, peak at that age. Sir, at this juncture I have to confess that I have a vested interest in supporting this argument. But I am sure that if I put the motion to this House that life begins at 40, the ayes will have it. Many here, who are above 40, will confidently attest that they are better now than they were 10 years ago. On a more serious note, no single remedy will quite work as the difficulty for older workers finding re-employment is multi-faceted. To quote my Minister, there is "no single magic bullet' and we will have to approach this problem holistically. To alleviate the problem, we will have to address the issues relating to disparity in skills sets and the seniority based wage system. Ms Irene Ng asked: should we move by way of legislation? Other countries which have tried that have realised that there were severe rigidities introduced, such that the overall pie shrank. We do have in place, for example, certain policies which actually protect against age discrimination. I talked about this yesterday when replying to Mdm Halimah in terms of anti-discriminatory practices. Mr Ong and Mr Seng suggest that we should further "ring fence" certain public sector contracts or vocations for locals, or tighten foreign manpower, to protect mature workers.”
“In Japan, the claim rate in a recession is so overwhelming that the scheme has become a severe financial burden to the state. There is a moral hazard inherent in unemployment insurance. In Canada, 'brunching' occurs - brunch, between breakfast and lunch. Workers abuse and game the system by working for the minimal qualifying period and then resign to claim the unemployment insurance benefits. The well-intentioned unemployment insurance system deteriorates into unemployment handouts. 2.00 pm I am aware of the counter argument of those who say that having seen and presumably learnt from the mistakes of others, we can craft our own version to avoid the pitfalls by tying up unemployment insurance with job search, training, etc. This argument is enticing, but we should remain wary. It reminds me of the latent alcoholic who rationalises that since most alcoholics are addicted to hard liquor, he would remain immune if he stuck to fine wines. The latent alcoholic would be quite wrong, and with devastating consequences. Once introduced, unemployment insurance would be difficult to roll back. MOM's view is that we should avoid introducing unemployment insurance at present. Members have quite rightly pointed out that we need to enhance the employability of older workers. I agree with Mr Seng Han Thong, Ms Irene Ng and Mdm Ho Geok Choo that negative attitudes towards older workers are unwarranted and unjustified. Mr Seng remains puzzled about how the age barrier for a mature worker got shifted from 60 to 50, and now rests at 40 years old. I am equally puzzled and I am not sure how the age 40 cropped out. I thought perhaps because we started our People-for-Jobs Traineeship at that age.”
“Sir, Members have expressed concern regarding the welfare of our workers especially in this downturn. We also share this concern. Mr Hawazi was worried that employers, in view of their difficulties, might be quick on the mark to dismiss their workforce. Sir, the law, specifically the Employment Act, protests against unfair dismissal, and MOM reiterates that workers who have been unfairly dismissed or denied their benefits should inform my Ministry. We will investigate, seek appropriate remedies and compensation. Nevertheless, Mr Hawazi will be heartened to note that unfair dismissals in the last three years, at least those reported to MOM, were stable - 32 last year, compared to 29 in the year 2000 and 33 the year before. Mr Yeo Guat Kwang asked what about the plight of retrenched workers. In this regard, let me applaud the unions' efforts. Our data shows that many retrenched workers in unionised companies were paid reasonable sums of retrenchment benefits, while those who were non-unionised were reported to have received little or no retrenchment benefits. Mr Yeo suggests an enhanced bonus system where a proportion of the company's profits is put aside and built up over the years to be utilised when workers get retrenched. It is a good idea, but may be better encouraged on a voluntary basis, rather than through Government intervention. Unions and employers could negotiate for such arrangements based on individual circumstances. Since employment will be more disruptive, should we protect and provide even more in the form of unemployment insurance, as suggested by Mr Chew Heng Ching? He asked whether MOM has studied this. Yes. Other countries that have instituted unemployment insurance have regretted doing so. As expected, there were abuses.”
“Notwithstanding that these discriminatory advertisements are no longer a serious problem, we will continue to urge employers to put into practice selection of candidates based on their merits and capabilities. Sir, at the end of the exercise, the message we want to send to investors is that when they set up shops in Singapore, the Singapore workforce has got skills, training and attitudes that far surpass that of our competitors. Yes, we cost more, but the Singapore brand worker is well worth it. When we can do that successfully, we will then be able to create jobs, jobs and more jobs.”
“It would be shortsighted not to enhance this asset. We must oversee, guide, facilitate the strengthening of our middle-management capability. We have some schemes in place, together with EDB, in terms of enhancing new technology with IDA, in terms of the critical infocomm technology, and with MAS in terms of the financial sector development, and for the strategic manpower conversion programme with MOM. But we can and should do more. I welcome the idea that Mdm Ho brought up in terms of her HEED. Government will facilitate, but whether we will donate is something that we will further consider. Sir, Mdm Halimah brought the point across of older workers, which I will touch perhaps tomorrow when more Members bring up the subject. But she also brought up another aspect, ie, to eliminate discriminatory job advertisements. I would like to inform her that a Tripartite Committee, comprising representatives from employers, trade unions and the Ministry of Manpower, was set up in 1999 to study these issues. The Committee recommended that an educational, instead of a legislative, approach be adopted. In line with the promotional approach in dealing with this issue, there have been guidelines introduced on non-discriminatory job advertisements to guide employers on how job advertisements should be presented without discriminating factors, such as age, language requirements or other criteria. The Tripartite Committee's guidelines have been implemented effectively. To-date, only a small percentage of job advertisements stipulate discriminatory criteria such as gender, age, race, religion or language.”
“One recurring impression gleaned from their successes is that specific and different approaches, quite different from student teaching, are required for adult learning. I guess that is intuitive. We all realise that as we grow older, we tend to learn differently, and our motivations also change. I agree with Mdm Halimah and Mr Hawazi that the more targeted train-and-place scheme might be more effective. MOM launched such schemes with NTUC and EDB for training of aerospace technicians and core centre operators. We will try to expand on these schemes. Ms Irene Ng made a similar point that we need to do more, rather than the ad hoc training and matching. Mr Yeo Guat Kwang echoed these sentiments. Indeed, to expand and deepen the effectiveness of these training initiatives, the ERC is considering the need for a national continuing employability and training body, including a centre for adult learning. These bodies can then work more closely with industry employers and professional associations to identify new and emerging skills and needs. We need to create a training and education system for working people that is seamless so that prior learning and work experience can contribute to the acquisition of formal qualifications. We have to study and understand why and how adults learn. We have to, as Mr Low Thia Khiang says, deepen our capabilities in career counselling so as to help our workers plan for alternative careers. I also agree with Mdm Ho Geok Choo that more attention needs to be paid to our professionals, executives, managers and technicians. They now form 40% of our workforce. So if we exclude our foreign workers, which constitute about 25%, PEMs form the majority of our workforce. It has by virtue of its composition become a strategic advantage.”
“70%, after attending SRP, secured employment in three months, and 80% said that the training they received was useful in helping them secure employment. But I agree with Mdm Halimah and other MPs that more needs to be done. A survey in 2001 showed that three out of 10 firms did not provide employees with training. So we have an arduous task to convince employers and workers. These are current issues that the Jobs Task Force and the ERC are grappling with. How do we accomplish this? Is it a question of insufficient funds? I do not think so. Government has set aside about $200 million for its various schemes and for various training programmes - the Manpower Development Assistance Scheme, the Lifelong Learning Endowment Scheme, the Skills Development Fund, the SRP. Deputy Prime Minister Lee has publicly committed more funds, if required. Mr Heng Chee How and Mr Yeo have suggested that if we individualised these funds - in other words, each person gets his own learning account - then the user may be more likely to use them. If we did, individualise these accounts, will more people take up courses? Perhaps. But there will be significant drawbacks. Even if we say 40% of account holders use their funds, the remainder would be wastage. Even if more went for training so that they can use up the money in that account, we might not achieve our ultimate goal, which is to enhance employability. The individualised learning account is not an idea which we summarily dismiss, but we should try other options first. Other countries, like Denmark, have had more success, even without these individualised accounts, in getting their workers to accept further training as a way of life. We will continue to learn from them.”
“We should move forward with our chins up and our confidence intact. The most important lesson to be learned is that life-long learning is here to stay. Mr Yeo Guat Kwang asked what has happened to the Manpower 21 plans. They are very much alive. I agree fully with Mr Zainul Abidin and Mr Heng Chee How that life-long learning is a strategic capability necessary for our survival. Lifelong learning must permeate the air we breathe, the way we think. It is no longer a choice, but an imperative for both workers and employers, without which we would not be able to secure further prosperity. Business cycles are shorter and growth sectors may change quickly and completely. Companies, like Philips and Matsushita, that have relocated their production operations may never come back. Workers will have to be more nimble and expand their skill sets. It is Government's role and responsibility to create jobs and provide training for workers. But no one can promise jobs that will always fall within the comfort and familiarity zones and expectations of Singaporeans. Mr Hawazi wanted to know the progress of our Skills Redevelopment Programme. Mdm Halimah also echoed these concerns and wanted to know how effective our training schemes have been in helping workers cope in this transition. Some are heeding the call for more training and benefiting. To-date, about 80,000 workers have taken up our Skills Redevelopment Programme since its inception in 1999. Of these, 70% of the employers noticed an increase in productivity. 65% were able to find jobs within six months. MENDAKI, one of our surrogate employers, conducted a survey last year among the retrenched.”
“The other limitation is that Singapore has never had a protracted time of unemployment, so that the expertise in terms of job placement, job counselling, never had the opportunities nor the length of time to develop. I am not ashamed of this. I am quite happy that we do not have the expertise. But we have learned as we go along. We will continue to try to do better. 6.30 pm As many of the MPs will rightly accept, the solution to unemployment is not job placement but job creation. Mr Yeo Guat Kwang rightly pointed out that even if you train someone and there are no jobs, it is a futile effort. The MTI economists report that every 1% of GDP growth translates into 14,000 jobs. So we need the economy to grow. It is Government's responsibility to create the conditions for growth. But each Singaporean must equip himself or herself with the necessary skills so that when the uptake in the economy arrives, he or she can be employed. In this regard, equanimity is in order. This is not the first recession Singapore has faced. Severe as it is, this recession would not last forever. Neither would it be the last. All countries face business cycles. So the pessimism in some quarters of our society is overdone. Yes, China is a formidable challenge. But the Singapore worker is no pushover. As Minister George Yeo rightly pointed out, the Washington-based Business Environment Risk Intelligence rates our workforce of the highest quality. We had uninterrupted growth for the last decade and our surpluses were ploughed back into infrastructure development and education. These continue to remain competitive advantages. There are adjustments to be made. But if we are to emerge stronger, we have to learn lessons from this current recession.”
“Mr Chairman, on behalf of my Minister, I share the concerns brought up by the hon. Members, Ms Irene Ng, Mr Yeo Guat Kwang, Mdm Halimah, Mr Hawazi, Mr Ong and Mr Zainul Abidin, regarding unemployment and how we can better help Singaporeans find jobs. This Government ran the General Election on the platform of "Jobs, Jobs, Jobs". An overwhelming 75% of the public voted for us, based on that pledge. We are honouring that commitment. The Jobs Task Force was formed in January, 2002, to oversee the national effort to help our workers cope with the downturn. Thus far, we have some impact, albeit limited. Mr Low Thia Khiang asked how successful have our efforts been together with the job centres and the CDCs, NTUC, SNEF, SPEM and other self-help groups. We are helping about 1,200 Singaporeans to secure jobs each month. About 70% of jobs seekers at our Career Centres receive referrals for interviews, and 15% of them are successfully placed. Many workers continue to harbour misconceptions about certain industries and are unwilling to take on jobs offered. We are highlighting some of these industries, like marine industry and hotel sector, which have been chronically short of workers, and where jobs are available. We are trying to change mindsets. We need, and will continue, to work harder to increase the number of job placements. I agree completely with Mr Hawazi that more counselling and training are required. In part, our limited success has been that there are a limited number of jobs. If the well has a little water, no matter how many times you throw the bucket in, you will draw little water. It is not that the well is completely dry, but there are little returns.”
“To be assured of the support from the community, the NLB would build a CCL only if there is a broad based community organisation to share both the building and the running costs. If Mr Chiam can present a case to show that there is demand for such a facility, and that he can ensure the support and long term commitment from his community, then NLB will consider his proposal.”
“Sir, the Member has asked a number of questions and I would try to understand the gist of it. Her main point was, if we move on to a completely unsubsidised track, would it create a burden for the undergraduate? The answer must be yes. A large proportion of US students - as we know, a lot of US students going to universities, and at the end of their education, they have huge loans. We have a peculiar system. In fact, in Asian countries the culture is such that the State bears the cost, the parents bear the cost. And I hope that our younger generation understands this. NEIGHBOURHOOD LIBRARY IN POTONG PASIR ESTATE 7. Mr Chiam See Tong asked the Acting Minister for Information, Communications and the Arts whether he is willing to open a neigbourhood library in Potong Pasir Estate this year and, if not, whether he is willing to assist the Potong Pasir Town Council to secure a void deck space to start a library there. The Acting Minister for Information, Communications and the Arts (Mr David T. E. Lim): Mr Speaker, Sir, I assume the neighbourhood library which Mr Chiam is asking for Potong Pasir is a community children's library, or CCL. CCLs form the third-tier of libraries under the network of libraries managed by the National Library Board (NLB). The first tier is our regional libraries, the second tier, community libraries and in the third tier, community children libraries. Compared to the larger regional and community libraries, the CCLs are not the most cost-effective. They help to bring the books closer to the children, but they do so at a higher cost. The NLB must therefore be satisfied that there is both a sufficient level of demand and sustainable support from the community before deciding to build a CCL.”
“In an economic sense, it is completely sensible. If you have paid for it, you have no moral obligation. On a social point of view, one can argue whether despite that, you could say that this does not cover developmental cost. The amount I quoted was $80,000 a year. It does not quite include developmental cost.”