Ong Ye Kung
Singapore
“The Ministry of Health (MOH) recently enhanced the Community Health Assist Scheme (CHAS) dental subsidies, which are tiered by income, for common preventive and restorative procedures.”
“Healthier SG GP clinics may also refer their enrolled patients to Active Ageing Centres and Community Health Posts to fulfill their social prescriptions and for subsidised services, such as medication management.”
“Public hospitals, such as the National University Hospital, the Singapore General Hospital and Tan Tock Seng Hospital, have deployed robotic-assisted surgical (RAS) systems for minimally invasive soft-tissue surgeries.”
“The Health Sciences Authority (HSA) welcomes drug producers to choose Singapore as part of their first-wave filings. As long as a pharmaceutical product is approved by at least one regulatory agency, such as China's National Medical Products Administration (NMPA), it would also qualify for the abridged route.”
“A decrease in estimated glomerular filtration rate in patients with diabetes can be due to multiple reasons. Doctors will first investigate the underlying cause before determining whether the patient should be referred to a specialist. Some causes are reversible and cause transient reduction in renal function.”
“Information on the Lasting Power of Attorney (LPA) cannot be made visible on the National Electronic Health Record system as it is protected under the Mental Capacity Act. Such information may only be disclosed by the Public Guardian to specified persons upon satisfactory submission of evidence(s) required under the law.”
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“As AGO pointed out ‒ and we are appreciative of AGO pointing it out ‒ today, the fee is based on a percentage of the total loan amount outstanding. I think that should be reviewed and we are already doing so. There are various ways to tweak the formula and we will need to strike a balance. But more importantly, if need be, we will have to articulate the social objective and the purpose of student loans more clearly, so as to facilitate future auditors' work in this area.”
“MOE currently publishes comprehensive information on the employment outcomes of fresh graduates from the full-time degree programmes offered by the five local Autonomous Universities (AUs), that is, NTU, NUS, SMU, SIT and SUTD. Results for UniSIM will be available in 2018 when its first batch of full-time students graduates. Instead of having one comprehensive survey for all AUs, each AU conducts its own survey, with MOE standardising the methodology. That way, students have access to more information on the full-time permanent employment rates and monthly salaries for graduates from each degree programme from each University and can make better-informed decisions when choosing their course of study. The Council for Private Education (CPE) has commissioned a pilot graduate employment survey for graduates from Private Education Institutions (PEIs). The pilot survey polled graduates from nine of the largest PEIs, which covered the majority of private degree graduates in 2014. As mentioned in Parliament on 28 January 2016, CPE will make available information from this survey to help support individuals in their decision making. MOE, however, does not track Singaporeans who go overseas to pursue their undergraduate studies. Page: 115”
“SkillsFuture is really an inclusive concept. Everything can be included under SkillsFuture. I think maybe the differentiation the Member wants to make is not so much between companies or non-companies because even CET Centres are companies – they are training providers. But maybe what the Member is referring to are employers or non-employers. We do support employers because some of their workers are vulnerable or they are trying to raise their productivity. So, as part of SkillsFuture, we can support them – to raise the capabilities of their workers. But there are also other employers who are trying to provide training for the entire industry and we have them. For example, Ascott has been providing training for the entire hotel industry. In those cases, we have to ask them to set up a separate entity, negotiate the terms so that it continues to be open, accessible to the entire industry. And the entire industry must also be comfortable – that I am sending my workers to a particular company, maybe my competitor, for training. I think industry players have to start working together to raise the standard of the industry overall.”
“We started maybe 10-12 years ago with one or two CET Centres. Today, we have 41, I believe. We started one or two ELPs. Last year, we started about 15. This year, we are aiming for 20 ELPs. The system is always expanding every year. Throughout these 10-12 years of this work, we went through a Global Financial Crisis. We set up CET Centres and rolled out programmes that were needed by workers at that point in time. Should we enter a new phase where we have older PMEs or other vulnerable workers that require help, certainly, we have to set up CET Centres and ELPs that will cater to their needs. This will have to be a tripartite effort.”
“There are 61 private education institutions (PEIs) that offer Workforce Skills Qualifications (WSQ) training in a range of industries from hospitality to digital animation. In addition, another 18 PEIs offer other industry-related courses supported by Government agencies such as the Civil Aviation Authority of Singapore (CAAS) and Early Childhood Development Agency (ECDA). These include PEIs such as ST Aerospace Academy and SEED Institute, which offer training in niche fields, such as aerospace and early childhood education. PEIs need to work with industry and constantly update its curriculum to stay relevant. Individuals also need to assess a course carefully before enrolling. To help support individuals in their decision-making, the Council for Private Education (CPE) makes available information on a PEI’s registration validity and course offerings on its website. CPE also releases online advisories which provide key facts and guides for prospective students in choosing a PEI and lists enforcement actions taken against PEIs and/or managers.”
“I thank the Member for the questions. As I mentioned in my speech, ultimately, our local universities and the teachers, whether they are teaching or researching, must be able to teach Singaporean students about Singapore and put it in the context of what is happening in our part of the world. Must it be only Singaporean faculty that can do that? I do not want to judge. I have met many foreign faculty and foreigners living in Singapore for a long time. Some of them serve in the SAF Volunteer Corp I talked about yesterday. And their hearts are with Singapore. So, I would not say that this is something only Singaporean faculty can do. So, I suspend judgement here. Ultimately, I do think, in a faculty, putting whatever they teach in our context is important. That, I agree with the Member.”
“I thank the Member for the question. As the Member knows, in NTUC, they set up e2i, which is a tripartite organisation with about 100 employability coaches. Likewise, when we set up WDA in 2003, we also took in all the employability coaches from the Community Development Councils (CDCs) and on the ground, that is, another 100-plus. So, we have over 200 people in the system who have done this for the last 10 years: meeting industry, meeting jobseekers and giving coaching. Let us be very careful. Let us not hire a whole new army every time we start a new scheme. There is an existing group of people with the experience that we can use and leverage to deliver this service that Mr Desmond Choo spoke about. And I think he has also just realised I have shot the arrow back to him.”
“I thank Ms Denise Phua for her questions. The SkillsFuture plan for MOE will comprise the following. One is for teachers and, that is, at NIE. NIE has always been updating its curriculum and moving forward. It has a big role to play in SkillsFuture to upgrade and deepen the skills of our teachers. At the polytechnics and ITE, many of them come from industry and they have to continue this strong effort to make sure that there is a rotation of their lecturers moving between academia and industry. That way, they keep abreast of what is happening in the industry and bring the lessons back into the polytechnics and ITE. In universities, I actually spoke about this in my speech, where I shared research plays a big role because in our research universities, generation of knowledge is a core business and this is something we have to do better, especially for subjects relevant to Singapore and involving both global as well as local talent. Finally, throughout MOE, all of us have the SkillsFuture Credit. As a Ministry, we will be giving them time, space and freedom to decide what to study.”
“I thank Ms Foo Mee Har. I confirm that I have received her appeal and we will look into it. But I just want to sound a note of caution here. Because the Member rattled off some things that he did. When we talk about aptitude-based admissions, it is different from saying that you cannot meet the academic cut-off and, therefore, I take your sports and your community work into account and I deem that you meet the cut-off point. It is not like that. That is what we call Page: 65 discretionary admission, to make up for a failure to meet a cut-off point. This is aptitude-based admission. That means, if he has really worked very hard on the ground over all the years, helping the disabled, the needy and the low-income and now he says, "I want to do a degree or I want to do a Diploma in Social Work", that is a consideration for aptitude-based admission. I just handled a case recently. She is a mature candidate. She never did a diploma before; worked in the food and beverage (F&B) industry for 17 years; now, being a mature worker, she wants to do a diploma full time and so she puts her name through the system based on aggregate score, in her case it is GCE "O" levels 17 years ago. On that, she was sent to the nursing course. She appealed to me to say, "Why nursing? I have been working in F&B for 17 years." So, we raised her appeal to the polytechnic. The polytechnic interviewed her and put her into a Food Science and Nutrition programme, which is exactly what she wanted. These are the kinds of examples that we hope we can have more of in future.”
“I thank Mr Ang Hin Kee. On SEED Institute, as Members know, we have actually supported it for some years and, in fact, SEED was a very strong contributor in training Page: 64 early childhood educators into the market. So, it has been a very strong partner. Today, if I remember correctly, it still has a contract with WDA to work in partnership until 2019. Of course, we cannot pre-promise further contract extensions but I think it has a strong track record of being a good partner. I hope we can continue to work with SEED so long as it can continue to maintain its high standards of professionalism, governance and quality of training. As for life coaching, we will take in the Member's suggestions. We will consider it in a way that does not lead to abuse.”
“The training is different from the full-time NS training. It is in three different phases and it will be structured according to the physical abilities and also the interests of the volunteers.”
“There is a limit. Of course, make-up high-key ICT is to redeploy them to another unit which is going through a high-key ICT. In the process, what we lose is that he is no longer in the unit. To many NSmen, that actually is quite important because your friends and comrades are all from that unit. While we try to implement the make-up high-key ICT, it is also in our interest to cater to young people and their many preoccupations. If they can finish their ORNS by their early 30s, then start to have babies, get their flats and start to work hard and be more focused on their career, I think it is a good thing. So, it is totally in our interest to make sure it ends as early as we can, early 30s if possible.”
“I thank the Member for the questions. For the first point on the Statutory Boards, I would say that MINDEF agrees with the Member. As for the details of the NS Mark Scheme, they will be announced in the latter part of the year. On accumulating low-key ICTs to become high-key ICTs, this is a suggestion that had been raised before. We have looked at it and we will probably continue to look at it. But I think there is a limit. Just as I do some extra push-ups, do one more broad jump, one more shuttle run, it does not equal a 2.4-kilometre run. So, there is a limit to that logic.”
“Alexander Voss, a Singapore PR and one of our Volunteer Auxiliary Security Troopers, shared, "I have had a growing desire to give back to Singapore, which I think of as my home, and play a part in our nation's defence". Just last week, the first intake for 2016 completed their Basic Training. Moving forward, we will continue to see SAFVC volunteers deployed in diverse roles to better support our NSmen in defending Singapore. Mdm Chair, next year, we celebrate 50 years of NS. The introduction of NS is a significant milestone in our nation-building journey, occurring shortly after Singapore gained Independence. Then, in this House, there were heated debates by an earlier generation of Members. Today, I think the situation is totally different. We are all united in upholding the institution of NS and, as Dr Lim Wee Kiak said, NS has even become a form of national identity. Indeed, the efforts of our NSmen and those who support them have been instrumental in establishing the bedrock of peace and stability upon which we have built Singapore. Let us continue to ensure NS will remain a source of pride and strength for Singapore.”
“We also see NSmen extending service to contribute to national defence. For instance, NSmen with the relevant expertise in engineering and psychology have volunteered for the Expertise Conversion Scheme. Often, what motivates our NSmen to serve with such dedication are the camaraderie and friendships forged with their fellow NSmen in the units. Last year, one of our NS Commanding Officers, Lieutenant Colonel (NS) Darren Tan, shared a Facebook note dedicated to his battalion, 823 Singapore Infantry Regiment (SIR). Let me quote him on his battalion's mission statement, I assume he wrote it, "One family with unwavering passion to excel in the protection of our home." Corporal (NS) Mohammad Azmi Bin Arifin deferred his honeymoon so that he could complete an important evaluation test with his battalion. I assume it was with his wife's approval. First Sergeant (NS) Mok Shing Chi, despite being diagnosed with cancer, continued to serve his ICT with the help and support of his NS buddies. Our NSmen can keep this spirit of serving going because Singaporeans are united in supporting NS. This spirit is also demonstrated by women, new citizens and first-generation Permanent Residents (PRs) who have come forth to serve in the SAF Volunteer Corps (SAFVC), which Assoc Prof Fatimah Lateef had asked about. We are proud that last year, 226 volunteers from a diverse range of backgrounds and ages completed their Basic Training. More than 80% of the Volunteers have progressed to the next phases of training. Volunteers who have completed the requisite training have since been deployed in vocations, such as Auxiliary Security Troopers and Naval Bridge Watch Keepers.”
“It means we charge up the hills together, build camaraderie, train together, and that is something we take back and is valuable to us, but there is no certificate for that. But each of us understands, that when we went through that, we took back something and we grew from "boys to men". We must also recognise stakeholders that support NS, something that Assoc Prof Fatimah Lateef raised. Last year, we revamped the Total Defence Awards and recognised 122 NS Advocates who have demonstrated tremendous support for NS. There is one example. Digistore Solutions Pte Ltd is an SME that has provided strong support for their NSmen employees. In addition to ensuring that their employees' work responsibilities are covered, they provide paid family trips to nearby locations, such as Malacca, Bintan, for employees who complete their ICTs. I heard that during ICTs, they even deploy company transport to send their employees' kids to school. To better recognise such companies, this year, we will launch a national accreditation scheme, the NS Mark. This scheme recognises organisations supportive of NS and Total Defence and encourages more employers and businesses to adopt human resource practices that support our NSmen. Under the scheme, organisations will be awarded either the NS Mark or the higher-tiered NS Mark (Gold), and top NS Mark (Gold) organisations will be further recognised as NS Advocates. Third, serving with pride. The NS institution is only as strong as the commitment and fighting spirit of our NSmen. We see this spirit in many of our NSmen. Despite having to juggle NS duties with day-to-day family and job commitments, these NSmen set aside time to attend courses to upgrade their vocational and leadership skills in preparation for their higher appointments in NS.”
“Each serviceman will be covered for $150,000 in group term life and in group personal accident insurance. Third, we will improve SAFRA facilities. The new SAFRA Punggol club will be completed in April 2016. Actually, it is kind of completed and is just waiting to be opened. I have visited the clubhouse. It has a very attractive set of facilities. In the northeastern region, there are 82,000 NSmen and their families. I believe the clubhouse will serve them well. But ultimately, the best reward for NSmen is that, together, all of us, we live in a peaceful Singapore and our families are safe. That is the best form of recognition. Dr Lim Wee Kiak also asked what more we can do to help NSmen in their professional and personal development. Today, SAF already deploys some NSFs to vocations where their existing skills can contribute to operational requirements. These include NSFs with relevant medical or engineering backgrounds, who can serve as medics or technicians or navy medical officers. In addition, we will continue to work with the Workforce Development Agency (WDA) to accredit the leadership and vocational skills learnt during NS, such as for military police, paramedics, and aircraft technicians. This would be useful to our NSmen. We will do more to consider the skills and abilities of our servicemen during deployment, while balancing operational requirements. For example, the manning of critical vocations and commander positions must always remain a priority. Ironically, these are the key positions where you do not receive skills certificates. In NS, the commanders always say, "In NS, we chiong sua".”
“But, at the same time, this disrupts and affects the completion of the ORNS cycle. We will continue to do our best to facilitate as many NSmen as possible to complete their ORNS cycle early, while meeting the SAF's operational needs. Ms Joan Pereira and Dr Lim Wee Kiak asked about updates on what we can do more in terms of recognition for NSmen, and this is one of the key recommendations of CSNS. We have been finding ways to show appreciation to our NSmen and those who support them – the NSman Tax Relief, National Service Housing, Medical and Education (NS HOME) Awards, SAFRA facilities. These forms of recognition are important to let them know that their sacrifices are deeply appreciated and for the greater good of Singapore. We will enhance the recognition for NSmen in three ways. First, today, we have the Family Recognition Voucher scheme where NSmen receive vouchers which they can use at many outlets and merchants. We will enhance it and rename it as the NS Excellence Award. But the change is not just in name. The number of NSmen who are awarded vouchers in recognition of their good performance during ICTs and NS courses will increase. Today, it is the top 10%; it will increase to the top 30%. The amount will also increase. The top 10% will receive $200 while the next 20% will receive $100, which is the amount awarded today. We will also be introducing Celebratory Gifts for NSmen. They will receive $100 worth of vouchers when they get married or welcome a new child into their families. Second, in the later part of 2016, we will enhance the basic life and personal accident insurance coverage for NSmen from SAF, SPF and SCDF. This will cover all incidents during full-time NS and ORNS activities.”
“Third, is to make some changes to how we deploy NSmen. For example, trainers who went through full-time NS at the Basic Military Training Centre (BMTC) may be deployed as training instructors at our Training Institutes. These measures ensure that ORNS training starts early. More importantly, it holds the unit together, keeping the camaraderie going. Then, there is the issue of when ORNS ends. Since 2006, we were able to reduce the ORNS cycle from 13 years to 10 years. A great number were able to complete by their early 30s, when they have many more preoccupations in life. There is a structure to the 10 years of ORNS – starting with low-key, perhaps company-level training, before ramping up to high-key, longer exercises. However, when an NSman misses a high-key training due to health reasons, extended overseas assignment or, like Mr Baey Yam Keng just told the story, due to being given an incentive trip, he may then disrupt his ORNS cycle. Some of us may have experienced that ourselves and we end up undergoing more low-key ICTs and not fulfilling our high-key ones. There are a couple of scenarios when that happens; when you miss high-key ICTs. If he remains in the same unit, then he may be called up for other ORNS activities throughout the year, such as operational briefings, exercise preparations. These are typically low-key ICTs and they clock up. If he is deployed to another unit, he will then follow the operational requirements and call-ups of the new unit, which will include both low- and high-key ICTs. Ultimately, this is not an easy issue. Deferments for various work, health, family reasons, they are ever rising. We are all getting so busy, and the SAF needs to be understanding to these competing life priorities – a point that Mr Baey had just made, too.”
“Because it will never be enough. You lost a limb, you lost a loved one. It will never be enough. But we will have to do what we can that is fair, and we hope that our compensation and welfare frameworks can provide adequate support when unfortunate incidents happen in the course of service. Mr Pritam Singh also asked about the management of NSmen undergoing Operationally Ready NS (ORNS). Let us first talk about when ORNS starts. And I must say that it is also in the interest of the SAF for ORNS to start as soon as possible. But not in the first year, because those would have just "ORD-ed" or completed their compulsory two-year NS stint, and it is quite difficult for them to be called back in the first year. 3.00 pm Currently, the majority of NSmen in operational units are called up for ORNS training within the first two years after their ORD. But some NSmen may begin their ORNS training cycle later for a variety of reasons, such as their being overseas for work or study, deferred due to heavy commitments, academic or professional, or they are pending medical reviews. They may also be trainers or headquarter staff who do not have a unit and need to be redeployed to another unit. That accounts for the majority of the reasons why ORNS starts later for certain people. Notwithstanding, where feasible, we will ensure ORNS training starts as soon as possible. It is in our interest because, especially when you ORD as a unit, you want to keep the unit together and the camaraderie going. There are a few ways. One way is to ensure that the first few years of ORNS comprise shorter, low-key trainings. And that facilitates the calling up. Second, we have tied up with local universities to facilitate the call-up of the students. This also ensures that ORNS training starts early.”
“We recognise that for every Singaporean male serving NS, there will be loved ones at home worrying about their safety. To give them peace of mind, family members who visit the Basic Military Training Centre (BMTC) are shown how training is conducted and the safety precautions we take. Training safety is also featured in many of our public engagement events. And I have noted Mr Pritam Singh's suggestions for more of them. I hope the Members of this House, especially all those like Dr Lim Wee Kiak, who are still actively serving NS, will help us by playing a part to assure the public and all our residents on our strong emphasis on training safety. Unfortunately, much as we try, there will inevitably be injuries and casualties. Mr Faisal Manap asked about our compensation framework, and gave several suggestions, when that happens. Our compensation framework takes reference from and is more generous than that under the Work Injury Compensation Act (WICA). Any compensation amounts are generally two to four times that provided under WICA. MINDEF also pays for all necessary medical expenses incurred at Government and restructured hospitals or clinics for the treatment of service-related injury, for as long as required. Beyond compensation provisions, our welfare frameworks provide additional support to the servicemen and their families through the SAF Benevolent Fund and the SAF Care Fund. But any form of compensation would never be adequate to make up for any permanent loss of limb, or worse, life. Mr Faisal Manap rattled off many suggestions. I was trying to catch them, after hearing them for the first time. But the impression I get is, I think, do not go down the road where recognition of NS becomes a valuation of the sacrifice and any compensation counts to the dollar.”
“Mdm Chair, I am having a bad cough but I will try my best. As our security environment becomes increasingly complex and volatile, we need not only advanced equipment and technologies, but also the continued contribution and commitment of every NSman. Today, I will talk about three areas of efforts important to NSmen – effective training, meaningful recognition and instilling pride. In the process, I should be able to answer most of the questions raised by Members in their cuts. Mr Lee Yi Shyan asked about improvement in our training and learning systems. The soldiering skills of our servicemen are gained, honed and maintained through rigorous training. But Singapore does not have large tracts of land for military training and we have to make training realistic through innovative means. Take, for example, live-firing. To allow servicemen to gain greater confidence in their shooting skills and handling weapon systems, live-firing ranges are now equipped with targetry systems that can replicate realistic operational scenarios. Further, live training is augmented by simulation training, which develops our soldiers' cognitive decision-making skills, while sharpening their physical war-fighting skills. One example is the Motorised Infantry Simulator Centre, launched in October 2015. It hosts a suite of simulators that provide tactical training for selected weapons and platforms. Besides rigour and realism, another critical element of training is safety. Mr Pritam Singh asked about public engagement on training safety. I think this is a very valid concern that we also share. SAF has a very good safety record. But we are not congratulating ourselves. Instead, we will strive to continue to improve.”
“In recognition of students' interest in multi-disciplinary learning opportunities, we have created new programmes, such as the Dual Degree Programme in Technology and Management, jointly offered by the Singapore University of Technology and Design (SUTD) and Singapore Management University (SMU). c. To groom top engineering talent, we established the SUTD as an engineering- and design-centric research university. d. The National University of Singapore (NUS) and the Nanyang Technological University (NTU) have also launched premium engineering programmes such as the Global Engineering Programme and the Renaissance Engineering Programme respectively, attracting the very best students. With greater exposure upstream and a variety of engineering programmes, more students will be able to develop an interest in engineering and pursue it at the tertiary level.”
“Every year, the Ministry of Education (MOE) works in close consultation with various economic agencies to ensure that the supply of engineering training places in the Institutes of Technical Education (ITEs), polytechnics and the Autonomous Universities (AUs) are aligned with the demand for manpower by the industry. As the demand for engineers has increased, the number of full-time engineering graduates from our AUs has also risen from about 3,700 graduates in 2012 to 4,400 graduates projected this year. We have initiatives at various levels to interest students to take up engineering as a course of study. In secondary schools, the Applied Learning Programmes (ALP) in Science, Technology, Engineering and Mathematics (STEM) enable students to apply their knowledge and skills in authentic situations, to address real-world problems and offer opportunities to interact with engineering professionals. More than 50% of our secondary schools offer ALP in STEM areas. We have partnered Science Centre Singapore to set up STEM Inc., a new unit within Science Centre Singapore, to support schools starting ALP in STEM areas. Currently, STEM Inc. supports 64 schools. The polytechnics regularly organise activities and events, such as engineering competitions and seminars, offering education and career guidance. These events raise awareness amongst students of the progression opportunities of a polytechnic education in engineering. At the university level, we have introduced more options for the study of engineering to attract a wider pool of students. a. For example, we have new degree programmes in Sustainable Infrastructure Engineering and Telematics by the Singapore Institute of Technology, which are targeted at meeting our transport engineering needs. b.”
“Yes, of course, the answer is yes. We recover liquidated damages, failing which we will take serious, adverse actions against them.”
“I thank the Member for the supplementary questions. There are students who are non-contactable. We try to reach out to them, there is no response, you cannot locate them. It is a dynamic situation. Over the years, the numbers that we can contact to ascertain their situation to see whether they are working, have been improving. Slowly, we are able to contact more and more. There will be some that are non-contactable. Just like some of our friends. We also cannot contact them; no response. If some of them are really non-contactable, they will be considered in default. As for what then is the active action taken against them, as I have mentioned earlier, serious, adverse consequences, if they ever try to apply to enter or reside in Singapore. As you know, if you apply for work pass or Long-Term Visit Pass (LTVP), the answer is a binary one – yes or no. The Member can infer what "adverse, serious consequences" means.”
“I am quite new to this job and even I got to launch the SkillsFuture Credit Scheme, which goes to show the scheme is very new. The answer to the Member's question is, yes, we will review it, whether quarterly or not, let us look at it. I would really like to invite NTUC and Labour Members of Parliament, if there are courses out there that the unions give feedback that these are helpful, do let us know. The intention is to broaden as much as we can.”
“I thank the Member for her supplementary questions. About finding jobs for her constituents, it is an inter-play of many factors of which training is one; the person's attitude is one; how picky the employer is is also one. That is why, for many years now, with the CDCs and with NTUC under the Employment and Employability Institute (e2i), there have been many career coaches being trained and they have been in the job for many years. They coach jobseekers and advise them on what courses to take, which companies to go for. For companies that are more picky, over time, e2i and the CDCs would no longer consider them their clients. They work with employers who are more welcoming to different kinds of workers. So, it is many factors at play, of which training continues to be but one. It is necessary but it is not sufficient. If you have constituents or residents who need help, do feel free to approach the CDCs or e2i, which MOE works closely with. As for the second question on quality and assurance, the Member asked how frequent the accreditation of courses is. Those are one-time events. If a training provider has come up with a course which it thinks can help workers and students, it can come forth to WDA. WDA has quite a speedy and efficient course accreditation system. Within months, it can be accredited. With accreditation, the course can enjoy Government funding. After that, it will be a yearly or two-yearly audit process to make sure that the course continues to be relevant to the industry and continues to be able to help workers.”
“About three in 10 GCE "A" level students who graduated from junior colleges from 2007 to 2011 chose not to or were unable to progress to a full-time programme in a local autonomous university (AU). This is about 4,400 students per year, of which, about 1,600 per year, or two in five, were male students who have served their National Service. Most of the students who do not progress to AUs have been pursuing other upgrading options based on their interest and strengths, such as polytechnics, arts institutions, overseas universities and private education institutions, or proceed to work. Page: 152”
“Various measures are taken to educate students on their basic employment rights, especially for those involved in part-time jobs. At the national level, the Ministry of Manpower (MOM) and the Central Provident Fund (CPF) Board have stepped up public education and outreach efforts on the Employment Act and CPF Act via the WorkRight initiative since 2012. Recent efforts include social media videos on Facebook and mobile clinics across 16 locations in Page: 127 the heartlands in January 2016. Both workers and students can also find out and verify their employment rights at the MOM website. At the institutions level, the Institutes of Higher Learning (IHLs) have supplemented national efforts with their own initiatives. Some initiatives include ensuring that staff at the Career Guidance Offices are educated on the Employment Act and can provide first-line advice to students, and making resources available to students through their online career resource portals. At the Institute of Technical Education (ITE), basic employment rights under the Employment Act are highlighted to ITE students as part of their 40-hour Education and Career Guidance (ECG) curriculum introduced in January 2015. This covers details such as the maximum number of working hours in a week, and the timeframe within which employers must pay their salaries. IHLs also use guidebooks provided by WorkRight to educate their graduating students about their employment rights. I look forward to IHLs working even closer with the National Trade Union Congress' Professionals, Managers and Executives Unit and its U-Care Centre, to better educate our students on their employment rights, be it through on-campus talks or roadshows.”
“So, over time, together with expansion of University places, more disclosure of information and effective regulation of the PEI space, we hope we have a better balance.”
“I thank the Member for that question. The enrolment numbers are not small. Every year, the intake of Singaporean students alone is about 14,000. In comparison, for NUS, it is about 7,000. So, it is not a small number. It reflects the fact that many students and their parents want a degree. They feel that a degree is the way to have a good career, which is why SkillsFuture is so important. It is to turn the question around to ask, "What do you want to do with your career?" and "What area are you interested in?" We are putting career guidance in education and career guidance right down to the Secondary school level so that, hopefully, with early intervention and discussions, students can discover what they like to do, what they are interested in and what is the path to pursue. It may or may not be a degree. It may not be a degree now, it may be a degree later and all kinds of paths start to open up. This is why, along with SkillsFuture, it is an important initiative to raise our University cohort participation rate from the current 32% to 40% by 2020. This is done by expanding our University space, particularly we now have SUTD, which is expanding its enrolment and intake and also SIT, which is also opening up its range of courses and also raising its intake. At the same time, I fully agree with the Member that we need to watch the PEI space closely. I think there has to be more disclosure of information with regard to the employment outcomes. As the Member may notice, The Straits Times picked up news on MOE calling for a tender, picking out eight or nine of the top PEIs with the largest intake, to conduct a survey in order to establish what are the employment outcomes.”