Cents/kWh MEDIA RELEASE ELECTRICITY TARIFF REVISION FOR THE PERIOD 1 JULY TO 30 SEPTEMBER 2018 Singapore, 29 June 2018 – For the period from 1 July to 30 September 2018, electricity tariffs will increase by an average of 6.9% or 1.50 cents per kWh compared to the previous quarter. The increase is mainly due to the higher cost of natural gas for electricity generation compared to the previous quarter. For households, the electricity tariff will increase from 22.15 to 23.65 cents per kWh for 1 July to 30 September 2018. The average monthly electricity bill for families living in four-room HDB flats will increase by $5.61 (see Appendix 3 for the average monthly electricity bill for different household types). 25.00 24.00 23.00 22.00 21.00 20.00 19.00 18.00 17.00 16.00 Quarterly Household Electricity Tariff 23.65 22.15 21.39 21.56 20.72 20.20 20.30 19.13 Oct - Dec '16 Jan - Mar '17 Apr - Jun '17 Jul - Sep '17 Oct - Dec '17 Jan - Mar '18 Apr - Jun '18 Jul - Sep '18 SP Group reviews the electricity tariffs quarterly based on guidelines set by the Energy Market Authority (EMA), the electricity industry regulator. The tariffs given in Appendix 1 have been approved by the EMA. Issued by: SP Group 2 Kallang Sector Singapore 349277 www.spgroup.com.sg Appendix 1 ELECTRICITY TARIFFS FROM 1 JULY 2018 Existing Tariff (without GST) New Tariff (without GST) New Tariff (with 7% GST) LOW TENSION SUPPLIES, DOMESTIC All units, ¢/kWh LOW TENSION SUPPLIES, NON-DOMESTIC All units, ¢/kWh HIGH TENSION SMALL (HTS) SUPPLIES Contracted Capacity Charge $/kW/month Uncontracted Capacity Charge $/chargeable kW/month kWh charge, ¢/kWh Peak period (7.00am to 11.00pm) Off-peak period (11.00pm to 7.00am) Reactive power Charge ¢/chargeable kVARh HIGH TENSION LARGE (HTL) SUPPLIES Contracted Capacity Charge $/kW/month Uncontracted Capacity Charge $/chargeable kW/month kWh charge, ¢/kWh Peak period (7.00am to 11.00pm) Off-peak period (11.00pm to 7.00am) Reactive power Charge ¢/chargeable kVARh EXTRA HIGH TENSION (EHT) SUPPLIES Contracted Capacity Charge $/kW/month Uncontracted Capacity Charge $/chargeable kW/month kWh charge, ¢/kWh Peak period (7.00am to 11.00pm) Off-peak period (11.00pm to 7.00am) Reactive power Charge ¢/chargeable kVARh 22.15 23.65 25.31 22.15 23.65 25.31 8.58 8.58 9.18 12.87 12.87 13.77 19.56 21.27 22.76 11.77 12.65 13.54 0.59 0.59 0.63 8.58 8.58 9.18 12.87 12.87 13.77 19.34 21.05 22.52 11.76 12.64 13.52 0.59 0.59 0.63 7.68 7.68 8.22 11.52 11.52 12.33 18.44 20.12 21.53 11.66 12.54 13.42 0.48 0.48 0.51 Appendix 2 BREAKDOWN OF ELECTRICITY TARIFF 1. The electricity tariff consists of the following four components: a) Energy costs (paid to the generation companies): This component is adjusted quarterly to reflect changes in the cost of power generation. b) Network costs (paid to SP PowerAssets): This fee is reviewed annually. c) Market Support Services Fee (paid to SP Services): This fee is reviewed annually. d) Market Administration and Power System Operation Fee (paid to Energy Market Company and Power System Operator): This fee is reviewed annually to recover the costs of operating the electricity wholesale market and power system. Q3 2018 TARIFF Market Admin & PSO Fee (No Change) 0.05¢/kWh (<1%) MSS Fee (No Change) 0.40¢/kWh (1.7%) Network Costs (No Change) 5.31¢/kWh (22.5%) Energy Costs (Increase by 1.50¢/kWh) 17.89¢/kWh (75.6%) Appendix 3 AVERAGE MONTHLY ELECTRICITY BILLS OF DOMESTIC CUSTOMERS (TARIFF WEF 1 JULY 2018) Types of Premises Average monthly consumption per Customer Average Monthly Bill New Average Monthly Bill Average Change in Monthly Bill kWh $(a) $(b) $(b-a) % HDB 1 Room 136.44 30.22 32.27 2.05 6.8 HDB 2 Room 184.98 40.97 43.75 2.78 6.8 HDB 3 Room 276.60 61.27 65.42 4.15 6.8 HDB 4 Room 373.88 82.81 88.42 5.61 6.8 HDB 5 Room 432.44 95.79 102.27 6.48 6.8 HDB Executive 529.80 117.35 125.30 7.95 6.8 Apartment 555.91 123.13 131.47 8.34 6.8 Terrace 919.17 203.60 217.38 13.78 6.8 Semi-Detached 1,217.99 269.78 288.05 18.27 6.8 Bungalow 2,523.36 558.92 596.77 37.85 6.8 Average 448.12 99.26 105.98 6.72 6.8

Media Release Electricity Tariff Revision for the Period 1 January to 31 March 2026 Singapore, 30 December 2025 – For the period from 1 January 2026 to 31 March 2026, the electricity tariffs (before GST) for households will decrease by 3.0% or 0.84 cent per kWh compared with the previous quarter due to lower energy costs. The average monthly electricity bill for families living in HDB four-room flats will decrease by $3.17 (before GST). * before GST The overall electricity tariff (before GST), including tariffs for non-households, will decrease by an average of 3.1% or 0.84 cent per kWh compared with the previous quarter. SP Group reviews the electricity tariffs every quarter based on guidelines set by the Energy Market Authority (EMA). The energy cost component of the electricity tariffs for each quarter is set using the average natural gas prices in the first two and a half months in the preceding quarter. The electricity tariffs may fluctuate quarter to quarter due to volatile global fuel prices. Please refer to Appendix 1 for the components of the electricity tariff, Appendix 2 for the electricity tariffs approved by EMA, and Appendix 3 for the average monthly electricity bill for households. Appendix 1 BREAKDOWN OF ELECTRICITY TARIFF The electricity tariff consists of the following four components: Energy costs (paid to the generation companies): This component is adjusted quarterly to reflect changes in the cost of fuel and power generation. The fuel cost is the cost of imported natural gas, which is tied to oil prices by commercial contracts. The cost of power generation covers mainly the costs of operating the power stations, such as the manpower and maintenance costs, as well as the capital cost of the stations. Network costs (paid to SP Group): This is to recover the cost of transporting electricity through the power grid. Market Support Services Fee (paid to SP Group): This is to recover the costs of billing and meter reading, data management and retail market systems. Market Administration and Power System Operation Fee (paid to Energy Market Company and Power System Operator): This fee is reviewed annually to recover the costs of operating the electricity wholesale market and power system. Q1 2026 TARIFF FOR HOUSEHOLDS (before 9% GST) Appendix 2 ELECTRICITY TARIFFS FROM 1 JANUARY 2026 Appendix 3 AVERAGE MONTHLY ELECTRICITY BILL FOR HOUSEHOLDS TARIFF WEF 1 JANUARY 2026 (before GST)

SP Group labur $30j dalam inisiatif penyelidikan dan pendidikan bersama NTU PENGENDALI grid elektrik nasional SP Group telah mengetepikan $20 juta untuk melancarkan makmal bersama dengan Universiti Teknologi Nanyang (NTU) dan memberi sumbangan $10 juta untuk menubuhkan dua dana endowmen. Makmal itu, yang terletak di NTU, akan memberi tumpuan kepada projek berkaitan tenaga dalam bidang urusan aset dan operasi rangkaian. Apabila siap pada 2021, makmal itu akan menempatkan 60 penyelidik, 85 mahasiswa dan pelajar possiswazah, dan berperanan sebagai platform latihan bagi jurutera SP Group. Kolaborasi $30 juta itu akan “mempertingkat daya tahan rangkaian elektrik Singapura, mempertingkat keandalannya dan keberkesanan bekalan elektrik dibekalkan kepada pengguna dan memupuk pakar bagi sektor tenaga,” kata SP Group dan NTU dalam kenyataan bersama semalam. Satu dana endowmen itu, Dana Jawatan Profesor SP Group, akan memberi sokongan kepada dua anggota fakulti cemerlang dalam penyelidikan dan biasiswa. Dana kedua bertujuan memberi sokongan kepada saintis dan jurutera penyelidikan pada awal kerjaya mereka dalam bidang tenaga dan sistem kuasa. Penerima kededua dana akan memberi sumbangan kepada penyelidikan yang dilakukan di makmal itu, kata kenyataan itu. Menteri Kedua Perdagangan dan Perusahaan Dr Tan See Leng berkata: “Singapura mempunyai antara rangkaian elektrik yang paling andal di dunia. Kita perlu terus membangun dan mempertingkat keupayaan setempat bagi persediaan masa depan. “Kerjasama antara NTU dan SP Group ini akan memberi rangsangan kepada daya tahan rangkaian kita dan membangun huraian inovatif yang boleh memenuhi keperluan tenaga di masa depan,” kata Dr Tan. Makmal baru itu akan diperlengkapkan dengan teknologi kecerdasan buatan dan pembelajaran mesin supaya penyelidik boleh menganalisis dan memantau aset SP Group dalam masa sebenar. Ini membolehkan mereka meramalkan masalah yang boleh dihadapi rangkaian itu di masa hadapan, sebelum ia berlaku. Buat masa ini, teknik pemantauan yang ada hanya boleh dilaksanakan pada skala lebih kecil dalam rangkaian penyaluran tenaga, tetapi makmal baru itu membenarkan SP Group dan penyelidik NTU untuk membuat rekaan dan membangun sistem berkesan dari segi kos dan yang boleh diperluas menggunakan teknologi.

SINGAPORE INSTITUTE OF POWER AND GAS TRAINING CALENDAR OCT - DEC 2024 No. Course Code Course Title Duration (hr) Mode of Delivery Course Fee (1) Course Fee (after Funding) (2) (3) PDU (5) Course Outline Upcoming Schedule 1 ECL05 High Voltage Cable Jointing Techniques 21 Face-to-Face $2,950 N.A. 21 Download 26 - 28 Nov 2 EFD02 Essential Test Instruments for Low Voltage 7 Face-to-Face $700 N.A. 4 Download 11 Nov 3 ENO39 Electrical Testing and Inspection for Non-Licensed Electrical Installation 7 Face-to-Face $700 N.A. 7 Download 9 Dec 4 EPG01 Overview of Power Generation Plants 7 Face-to-Face $700 $210 5 Download 28 Oct 5 EPG03 Process Control and Monitoring of Power and Process Plants 14 Face-to-Face $1,400 $420 12 Download 17 - 18 Oct 6 EPG06 Power Plant Efficiency 14 Face-to-Face $1,400 $420 13 Download 13 - 14 Nov 7 EPG11 Power Plant Operations and Process Controls + 35 Face-to-Face $3,500 $1,050 29 Download 8 ERG01 SS638 Code of Practice for Electrical Installations 14 Face-to-Face $700 $210 13 Download Run 1: 7 - 9, 14 - 15 Oct Run 2: 18 - 22 Nov Run 1: 11 - 12 Nov Run 2: 20 - 21 Nov 9 ERG05 Lightning and Lightning Protection 14 Face-to-Face $700 $210 13 Download 9 - 10 Oct 10 ERG06 Electrical Earthing Principles and Practices 7 Face-to-Face $350 $105 6 Download 28 Nov 11 ESG04 Operation and Maintenance of High Voltage Switchgear 14 Face-to-Face $1,400 N.A. 14 Download 17 - 18 Oct 12 NGD03 Introduction to Microgrid Systems 7 Face-to-Face $700 $210 4 Download 5 Dec 13 PDC202 Masterclass - Cable Operation & Maintenance (Distribution) (NEW COURSE) 14 Face-to-Face $2,600 N.A. Pending Download 14 - 15 Oct 14 PDC204 Masterclass - Switchgear Operation & Maintenance (Distribution) (NEW COURSE) 14 Face-to-Face $2,600 N.A. Pending Download 7 - 8 Nov + Courses conducted using the latest Centralised Power Plant Simulator Important Notes: (1) Course fees are subject to prevailing GST. (2) Only Singapore Citizens, Permanent Residents & Long-Term Visit Pass Plus (LTVP+) Holders are eligible for Course Fee Funding (if any). (3) Funding grant is subject to funding agency's approval. (4) SkillsFuture Mid-Career Enhanced Subsidy only applicable for Singapore Citizens 40 years old and above. (5) PDU: Professional Development Unit awarded by Professional Engineers Board; PEB reserves the right to reject or adjust the PDUs awarded for each run. (6) Minimim class size is required to be met to start the class. Updated: 2 Sep 2024 SINGAPORE INSTITUTE OF POWER AND GAS TRAINING CALENDAR JAN - MAR 2025 No. Course Code Course Title Duration (hr) Mode of Delivery Course Fee (1) Course Fee (after Funding) (2) (3) PDU (5) Course Outline Upcoming Schedule UPCOMING COURSES 1 EFD08 Singapore Electricity Network and Market 14 Face-to-Face $720 $216 10 Download 24 - 25 Feb 2 EPG11 Power Plant Operations and Process Controls + 35 Face-to-Face $3,500 $1,050 29 Download 17 - 21 Mar 3 EPG12 Power Plant Operations and Performance + 35 Face-to-Face $3,500 $1,050 NIL Download 10 - 14 Feb 4 EPG13 Managing Multiple Malfunctions in Power Plants +# 14 Face-to-Face $1,400 $420 NIL Download 19 - 20 Feb EPG14 Best Practices for Power Plant Optimisation +# 14 Face-to-Face $1,400 $420 NIL Download 26 - 27 Feb 5 PDC208 Hydrogen Industry Masterclass 14 Face-to-Face $2,200 $660 Pending Download Run 1: 10 - 11 Feb Run 2: 13 - 14 Feb 6 PDC215 Masterclass - Carbon Capture, Utilisation and Storage (NEW COURSE) 14 Face-to-Face $2,200 $660 Pending Download Jan * + Courses conducted using the latest Centralised Power Plant Simulator # Courses EPG13 and EPG14 are part of the Advanced Certificate in Power Plant Operations and Performance and both courses must be taken together, following the training dates stated in this training calendar *To be confirmed, please contact SIPG. Important Notes: (1) Course fees are subject to prevailing GST. (2) Only Singapore Citizens, Permanent Residents & Long-Term Visit Pass Plus (LTVP+) Holders are eligible for Course Fee Funding (if any). (3) Funding grant is subject to funding agency's approval. (4) SkillsFuture Mid-Career Enhanced Subsidy only applicable for Singapore Citizens 40 years old and above. (5) PDU: Professional Development Unit awarded by Professional Engineers Board; PEB reserves the right to reject or adjust the PDUs awarded for each run. Updated: 2 Sep 2024 EMA, WSG and SSG 104 58 9 *Figures accurate as of Dec 2023

Consumption_Water Average consumption of Water (CuM) Premises Types Jun-23 Jul-23 Aug-23 Sep-23 Oct-23 Nov-23 Dec-23 Jan-24 Feb-24 Mar-24 Apr-24 May-24 HDB 1-Room 8.1 8.0 7.9 8.0 8.0 8.0 7.8 7.8 8.0 8.3 8.4 8.1 HDB 2-Room 9.7 9.4 9.5 9.5 9.5 9.6 9.3 9.3 9.3 9.7 10.0 9.5 HDB 3-Room 12.5 12.1 12.4 12.4 12.4 12.3 12.0 12.0 12.2 12.8 12.9 12.0 HDB 4-Room 15.6 15.1 15.5 15.7 15.7 15.5 15.1 15.0 15.5 16.2 16.3 15.3 HDB 5-Room 16.9 16.3 16.8 17.1 17.1 16.9 16.4 16.1 16.7 17.8 17.7 16.7 HDB Executive 18.8 18.2 18.9 19.0 19.2 18.8 18.1 18.1 18.8 19.9 19.7 18.6 Apartment 13.7 13.2 13.3 13.7 13.9 13.7 13.1 12.8 13.1 14.4 14.3 13.2 Terrace 26.0 25.5 25.9 26.0 26.5 26.5 25.2 24.3 25.8 28.0 28.4 24.2 Semi-Detached 30.9 30.7 31.5 31.6 32.9 31.9 30.4 30.0 30.7 34.9 34.6 30.2 Bungalow 48.1 48.0 48.5 51.7 54.8 54.2 48.6 49.4 46.3 59.5 58.1 50.4

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Consumption_Water Average consumption of Water (CuM) Premises Types Nov-23 Dec-23 Jan-24 Feb-24 Mar-24 Apr-24 May-24 Jun-24 Jul-24 Aug-24 Sep-24 Oct-24 HDB 1-Room 8.0 7.8 7.8 8.0 8.3 8.4 8.1 7.7 7.5 8.1 8.3 7.9 HDB 2-Room 9.6 9.3 9.3 9.3 9.7 10.0 9.5 8.7 8.7 9.4 9.5 9.2 HDB 3-Room 12.3 12.0 12.0 12.2 12.8 12.9 12.0 11.5 11.6 12.4 12.5 12.2 HDB 4-Room 15.5 15.1 15.0 15.5 16.2 16.3 15.3 14.7 14.6 15.6 15.7 15.3 HDB 5-Room 16.9 16.4 16.1 16.7 17.8 17.7 16.7 16.0 15.6 16.9 17.1 16.7 HDB Executive 18.8 18.1 18.1 18.8 19.9 19.7 18.6 17.7 17.7 18.8 19.1 18.5 Apartment 13.7 13.1 12.8 13.1 14.4 14.3 13.2 12.7 12.5 13.1 13.8 13.8 Terrace 26.5 25.2 24.3 25.8 28.0 28.4 24.2 24.1 24.7 25.7 26.7 25.9 Semi-Detached 31.9 30.4 30.0 30.7 34.9 34.6 30.2 28.3 30.0 31.5 33.4 31.4 Bungalow 54.2 48.6 49.4 46.3 59.5 58.1 50.4 42.1 49.6 48.1 54.7 52.4

Authorisation/Deauthorisation of Personnel to Access SP eBusiness Portal Table 1 - Authorised Personnel (New and Existing) S/N Name Designation 1 2 3 4 5 6 7 8 9 10 Mobile No Email Address Table 2 - Authorised Personnel To Remove S/N 1 2 3 4 5 Name Designation Mobile No Email Address Please keep the original copy of your company's authorisation form and use it to update the list of authorised personnel by adding/deleting their names in Table 1/Table 2. SP Group will maintain only the latest copy of your company's authorisation form. I/We hereby authorise the personnel listed in Table 1 to create user accounts under my/our company's vendor number and have access to works orders/installation orders issued to my/our company, and/or deauthorise the personnel listed in Table 2. Signature: Company Stamp: Name: Vendor No (1) : Designation: Date: Note (1) : Your 6-digit vendor number can be found in the works orders/installation orders issued to your company. Revised July 2020

Consumption_Elect Average consumption of Electricity (kWh) Premises Types Sep-25 Oct-25 Nov-25 Dec-25 Jan-26 Feb-26 Mar-26 Apr-26 May-26 Jun-26 Jul-26 Aug-26 HDB 1-Room 136 136 144 127 124 119 118 135 139 144 139 146 HDB 2-Room 177 177 188 164 165 158 158 181 185 192 186 195 HDB 3-Room 257 259 271 242 239 231 234 264 267 281 268 285 HDB 4-Room 358 355 377 334 330 322 325 365 369 388 369 391 HDB 5-Room 423 417 444 392 386 378 383 430 435 459 434 461 HDB Executive 520 513 546 478 472 462 474 525 528 557 528 563 Apartment 513 501 538 500 451 429 450 509 544 559 521 546 Terrace 817 818 836 785 734 735 722 788 830 870 827 844 Semi-Detached 1,072 1,056 1,107 1,016 951 940 939 1,007 1,073 1,132 1,078 1,070 Bungalow 2,190 2,074 2,202 2,040 1,950 1,863 1,918 2,054 2,212 2,279 2,164 2,162 Note: The figures exclude electricity consumption for PAYU customers and customers who are not purchasing electricity at the regulated tariff.

B4 | INSIGHT | THE STRAITS TIMES | SATURDAY, MAY 4, 2024 | | SATURDAY, MAY 4, 2024 | THE STRAITS TIMES | INSIGHT | B5 Steps to ensure economy continues humming A wide range of productivity and workforce measures has been taken or mooted for Singapore to adequately address the complex challenges it faces. Helping more to 1join the workforce, and remain for longer Several measures are already in place or set to kick in, with the overarching goal of spurring more Singapore workers to join the workforce and stay in it for longer. These include: RAISING THE RETIREMENT AGE Singapore has been raising the limits as it moves the nation towards a retirement age of 65 and a re-employment age of 70 by 2030. The shift, which was first announced in 2019, will be done in stages. The retirement age is currently 63, and the re-employment age 68, after the first increase in July 2022. The next jump, to ages 64 and 69 is set for July 2026. Population expert Jean Yeung said a higher retirement age will add to numbers in the resident labour force, compensating for the decline in residents aged 20 to 64 in the labour force. The need for a larger nest egg with longer life expectancies, the health benefits of working as an older adult, and the value of those aged 60 to 65 in the labour market provide further impetus to raise the retirement age, she added. Revised Central Provident Fund (CPF) contribution rates and various bonuses under the Majulah Package and the SkillsFuture Level- Up Programme, with SkillsFuture Credit top-ups and a training allowance for select upskilling programmes, are among support measures that have been introduced for mid-career and older workers. One senior worker who intends to continue working, even ahead of the upcoming changes, is Mr Chua Bee Kim, 71. He currently works on prototypes of automation solutions for UOB as a gig worker through the bank’s Gig+U initiative. Mr Chua worked full-time at UOB as a credit approver from age 50 to 69, before retiring in June 2022, and subsequently took up his current gig in January 2023. He said: “The good thing is it allows me to stay connected to UOB, and allows me to further improve my Excel (spreadsheet) skills because there’s always something new that comes up.” His five decades of work experience have given him a front-seat view of Singapore’s productivity growth from its days as a fledgling nation. In the most recent example, he noted that over his full-time employment with UOB from 2004 to 2022, the approval time of complex loans has at least halved as applicant checks became increasingly automated. FLEXIBLE WORKING ARRANGEMENTS Flexible work arrangements are another key move to improve labour participation by tapping those in under-represented segments who might otherwise not be able to join the labour force, such as caregivers. This is one main aim of the Tripartite Guidelines on Flexible Work Arrangement Requests that the work group behind it highlighted in April. Under the guidelines, all employers here must fairly consider formal requests by employees for these arrangements. The work group, which consists of government, employer and labour movement representatives, hopes that the guidelines will increase the share of employers that provide at least one flexi-work arrangement from the 68 per cent recorded in 2023. This comes as the Ministry of Manpower’s (MOM) labour force survey data indicated that housework and caregiving remained common reasons for being outside the labour force, making up 23.8 per cent of this group in 2023. PLATFORM WORK Platform work is another option that could well improve labour force participation, with a model of work beyond regular employment that could appeal to various groups of people. Official data points at a general rise in the number of resident regular platform workers, from 56,000 in 2016 to 70,500 in 2023, though the share of total resident employment they accounted for in 2023 was similar to the pre-Covid-19 years of 2016 to 2019. Those who prefer platform work to their previous occupation, and those who are committed to such work as a good source of income are among two distinct groups of platform workers the Digital Platforms Industry Association (DPIA) identified in an August 2023 survey. The association, which counts major operators Deliveroo, foodpanda and Grab as its members, was set up in 2022 to shape industry practices. DPIA said: “Depending on how platform workers themselves seek to fit platform work into their lives, it is for them to decide if platform work is a form of interim or longerterm employment.” It added that its member operators support the aspirations platform workers have, and help is tailored to workers’ preferences. For instance, those who wish to develop their skills in the hope of moving on to full-time employment can take up educational and upskilling programmes. However, Associate Professor Walter Theseira of the Singapore University of Social Sciences said the effect of platform work on the labour force and productivity – and hence economic growth potential – is mixed. “Platform work can increase labour force participation and options for workers, but can also reduce the quality of jobs.” Prof Theseira, a transport and labour economist, added: “The concern is that platform work, especially for younger workers at the start of their career, as well as midcareer workers who are retrenched, can trap workers. “Specifically, platform work is easy to enter, and (can offer) relatively good take-home pay due to not having benefits or CPF deductions.” CPF payments will be made mandatory for platform workers who are aged below 30 from late 2024. But in 2023, only 7.2 per cent of resident regular primary platform workers – those for whom platform work was their main source of livelihood – were aged below 30. Employers could also reduce their full-time workforce in favour of gig workers to cut costs, reducing the number of available fulltime jobs with solid career progression, Prof Theseira said. The cost to productivity due to workers who could have taken up higher-skilled jobs with more progression being diverted to platform work may outweigh the benefits of any increased labour force participation platform work enables, he added. “It is good to encourage people whom the traditional employment model doesn’t always fit – like caregivers, retirees, persons with disabilities – to work on platforms, but it’s not good if these jobs are taken up instead of regular employment, especially if the worker would prefer regular employment,” he said. In 2023, more than 89 per cent of resident regular primary platform workers MOM polled indicated they were platform workers by choice. Mr Muhammad Ariff, 42, has been a platform deliveryman since 2019, and the gig has been his main livelihood since 2020. Previously a full-time lift engineer, Mr Ariff, who requested that only his first name be used, decided to become a full-time platform worker after his maid left for her home country during the pandemic. This enabled him to care for his three children, aged six to 18. “I was on standby 24 hours a day for my previous work, and there’d be emergency calls for me to resolve things when I was out with my family... it didn’t give me satisfaction because I want to see my kids grow up,” he added. However, as much as the arrangement works for him, he is worried about those fresh out of school or national service committing to full-time platform work for the long haul. “People of our age have already... built up (our) CPF from past employment, probably secured housing, and most things are settled down.” Mr Ariff also said he is considering taking up a data analytics course to prepare for a potential return to full-time work, as such digital skills are applicable to and desirable for a wide range of jobs. STAYING CONNECTED The good thing is it allows me to stay connected to UOB, and allows me to further improve my Excel (spreadsheet) skills because there’s always something new that comes up. ”MR CHUA BEE KIM, 71, on his gig with UOB after retirement. Mr Chua Bee Kim receiving a long-service award in 2016 from Ms Chia Siew Cheng, UOB’s credit head, personal financial services. Mr Chua worked full-time at the bank as a credit approver from 2004 to 2022. He took up his current gig in UOB in January 2023. PHOTO: UOB A workforce of 2local globals and global locals Apart from increasing the options available for workers to ensure greater participation in the resident labour force, Singapore is seeking to create a more complementary foreign workforce that can speed up productivity growth through their talent, all while increasing the size of the overall labour force. The push to provide overseas exposure opportunities to groom Singaporeans for global roles based back here at home is intensifying as well. FOREIGN WORKFORCE MEASURES Labour economist Kelvin Seah said foreign workers may contribute to growth in different ways, depending on their skill levels. For instance, higher-skilled foreigners, like Employment Pass holders, may contribute to growth by bringing innovation. Meanwhile, lower-skilled foreigners, like work permit holders, could contribute by augmenting resident labour in short supply in sectors such as construction. Dr Seah, who is a senior lecturer with the National University of Singapore, said it is possible for easy access to a foreign workforce to undercut the effectiveness or uptake HOBBY, JOB COME TOGETHER I feel it is a real privilege to get to do something that I love for work. ”MR MUHAMMAD SHAMIL ABU BAKAR, 43, who had been a drone hobbyist for three years before he was sent for training in 2022 to become a certified drone pilot for building inspections. Mr Muhammad Shamil Abu Bakar is one of nine technicians in utilities provider SP Group’s facilities management team who were sent to be trained as certified drone pilots for building inspections. PHOTO: SP GROUP of policies to improve resident workforce participation and productivity. He added that displacement of resident labour as a result of foreign labour can be measured, with sufficient public data. Jointly responding to Insight’s queries, MOM and the Ministry of Trade and Industry said that building a strong economy requires a world-class talent pool in Singapore. “This means building a complementary local-foreign workforce that can work together to enlarge the economic pie,” they said. “As a small country, we are selective about the quality of foreign professionals that we take in.” However, on measuring how the presence of foreign professionals has benefited the local workforce via skills transfer, the ministries said the process of skills transfer is complex, non-linear and therefore impractical to measure. “Skills transfer can take place through structured training, mentorship, exposure to different industries and markets, or overseas attachments and postings.” However, they added that the Government also facilitates skills transfer through programmes such as Workforce Singapore’s Capability Transfer Programme, which has benefited more than 140 companies and more than 1,000 Singaporeans. OVERSEAS EXPOSURE The Government is equally committed to helping Singaporeans achieve their career aspirations and potential, the ministries said. “For local talent, we are looking at how we can develop and nurture more Singaporeans for corporate leadership roles, especially in companies that leverage Singapore as a regional or global business hub.” These companies must have the ability to select and appoint their top leaders based on merit to stay competitive globally, they added. The ministries said: “Based on our engagements with businesses, employers that operate in multiple regions value employees with regional or global experience who can navigate overseas markets effectively, manage culturally diverse teams across countries, and support business expansion abroad. “These skills and knowledge cannot be acquired through training alone but must be honed through actual overseas postings.” That is why the ministries hope to empower more Singaporeans to compete globally for top jobs that drive Singapore’s next wave of innovation and growth through equipping them with relevant overseas work experience. But they added: “Even as we encourage more Singaporeans to venture on these overseas postings for their careers, they must be self-motivated to take on these challenges, be it in their 20s when they are likely to have fewer familial responsibilities, or in their 30s or 40s when they may have settled down and started families.” 3 Job redesign Another part of Singapore’s push lies in job redesign. Job redesign broadly means altering work processes and job tasks to unlock higher-skilled jobs with more room for wage and productivity growth that existing workers can be trained for. Jobs may also be redesigned to better accommodate flexi-work, which in turn increases the likelihood that those outside of the labour force can take up these jobs. Mr Aslam Sardar, chief executive of the Institute for Human Resource Professionals, said that new skills employees learn for these jobs help them stay relevant. “There is often a misconception that job redesign is a targeted move to reduce headcount, or tends to apply only to lower-skilled workers, or both,” he said, adding that firms may not know how to redesign jobs. However, he noted that support is available for companies keen to redesign jobs, such as the Support for Job Redesign under Productivity Solutions Grant administered by the Singapore National Employers Federation. Mr Sardar also said roles that involve repetitive or manual tasks are particularly suited to be redesigned at relatively low cost. These include administrative, customer service and production roles. One company that has successfully redesigned jobs in a way that saves costs, upskills workers and improves efficiency is SP Group. Mr Muhammad Shamil Abu Bakar, 43, is one of nine technicians in the utilities provider’s facilities management team who were sent to be trained as certified drone pilots for building inspections. Previously, building inspections had to be conducted with the help of contractors. It was a process that could take three to four days, involving both heavy equipment like boom lifts and trained rope access workers. Now, weather permitting, an industrial drone is used for inspections and the job can be completed in a day. The drone also gives a better view of hard-to-reach areas. Mr Shamil, who had already been a drone hobbyist for three years before he took up training in 2022, said: “I feel it is a real privilege to get to do something that I love for work.” 4 Training moves Even as Singapore positions itself to grow its workforce and productivity at once, concerns inevitably emerge about who is left behind. One way the Republic has sought to ensure that lower-wage workers can also benefit from growth is through the Progressive Wage Model. The model is a wage ladder with pay rises pegged to training and productivity, and it is already in place for seven sectors and two occupations. The labour movement has also stepped in, most notably through advocating the formation of company training committees. Employers form these committees with unions to map out the skills workers need given business and industry prospects, guided by the National Trades Union Congress. There are now more than 2,100 of them, according to the latest update by NTUC chief Ng Chee Meng during May Day festivities on May1. Industry experts say looking further ahead, artificial intelligence (AI) has the potential to shake up the labour market. Some commentators have called for a tax on AI usage in the light of potential job displacement. But Assistant Professor Vincent Ooi of the Singapore Management University said that any tax on AI usage should only be used to slow down the rate of job displacement, to enable employees to undergo training and to give the economy time to find new roles for them. The tax expert, however, added that Singapore already has strong, sufficiently funded systems in place to support displaced workers and retrain them, and that attempts to tax AI usage may make the Republic less attractive as a place to do business. Likewise, Associate Professor Terence Ho of the Lee Kuan Yew School of Public Policy said that given Singapore’s slowing workforce growth and significant manpower needs as the population ages, AI could be seen as a boon to help alleviate manpower shortage, rather than a threat to employment level. “The key is to anticipate and address the risks of job displacement in particular sectors and occupations, and to improve the overall matching of skills with jobs.” Tay Hong Yi

Consumption_Elect Average consumption of Electricity (kWh) Premises Types Dec-23 Jan-24 Feb-24 Mar-24 Apr-24 May-24 Jun-24 Jul-24 Aug-24 Sep-24 Oct-24 Nov-24 Dec-24 Jan-25 Feb-25 Mar-25 Apr-25 May-25 Jun-25 Jul-25 Aug-25 Sep-25 Oct-25 Nov-25 HDB 1-Room 135 126 126 132 150 152 149 140 151 148 139 142 128 127 121 119 128 136 150 143 150 136 136 144 HDB 2-Room 176 164 167 173 199 199 195 183 198 192 183 186 166 168 161 156 169 181 195 190 195 177 177 188 HDB 3-Room 247 236 241 250 292 285 277 264 283 277 266 266 243 238 231 231 250 265 284 273 280 257 259 271 HDB 4-Room 342 321 330 342 398 396 383 360 385 381 363 365 338 327 320 309 341 363 390 381 388 358 355 377 HDB 5-Room 401 367 381 399 463 466 448 416 447 446 427 429 397 379 374 359 399 425 457 450 459 423 417 444 HDB Executive 478 456 474 489 575 568 544 515 546 548 520 523 481 462 458 445 495 522 562 554 562 520 513 546 Apartment 483 430 435 486 578 573 543 500 513 539 523 519 486 446 419 417 476 516 548 536 541 513 501 538 Terrace 804 740 794 821 957 900 872 838 847 885 851 851 785 747 744 714 775 823 881 848 866 817 818 836 Semi-Detached 1,065 1,019 1,038 1,109 1,254 1,224 1,170 1,128 1,126 1,168 1,137 1,141 1,056 1,000 974 960 1,031 1,080 1,173 1,123 1,121 1,072 1,056 1,107 Bungalow 2,075 2,106 1,951 2,146 2,432 2,360 2,266 2,220 2,121 2,347 2,192 2,190 2,012 2,004 1,872 1,904 2,016 2,154 2,244 2,175 2,168 2,190 2,074 2,202