Media Release Singapore Power Wins Smart Grid Project Of The Year With Silver Spring Networks Partners Achieve Flexible Countrywide Deployment of 21st Century Energy Infrastructure Through Silver Spring IPv6 Platform with MicroAP Technology Kuala Lumpur, Malaysia - September 12, 2014 - Singapore Power (SP) won the 'Smart Grid Project of the Year' award at the Asian Power Awards 2014 today, for its programme with Silver Spring Networks, Inc. (NYSE: SSNI) to enable deregulated energy services in Singapore. This was enabled by SP's successful deployment of a smart infrastructure networking platform, with nation-wide coverage, through Silver Spring's IPv6 technology. Since April 2014, SP has successfully begun delivering deregulated energy services to 15,000 commercial and industrial (C&I) customers, in support of the Singapore government's policy to progressively liberalise the retail electricity market. In addition, SP leveraged Silver Spring's MicroAP Technology and a RF mesh canopy network to reach geographically dispersed customers, and maintain 99.5% meter read success rate. This helps SP ensure reliable communications from anywhere, at all times. "The Smart Grid Project of the Year award recognises Singapore Power for delivering reliable and efficient energy services to consumers. Through the deployment of new technology, SP has empowered our customers with more choice and the ability to better manage their energy usage, so as to achieve savings on electricity bills," said Peter Leong, Managing Director, Sp PowerGrid. "Silver Spring Networks is a key partner in the implementation of this country-wide platform. Through such partnerships, Singapore Power can continue to deliver greater value to Singapore consumers." "We congratulate Singapore Power on today's win and are happy to partner with them to deploy world-class infrastructure that helps deliver lower prices and greater choice to their customers," said Eric Dresselhuys, EVP of Global Development and Sales, Silver Spring Networks. "Utilities across Asia can look to Singapore Power as a best practice example for how to deploy smart grid services. Their sophisticated network canopy delivers scalable smart grid and smart city applications to help drive energy efficiency and new services for consumers for years to come." About Singapore Power Singapore Power Group (SP) is a leading energy utility group in the Asia Pacific. It owns and operates electricity and gas transmission and distribution businesses in Singapore and Australia. More than 1.4 million industrial, commercial and residential customers in Singapore benefit from SP's world-class transmission, distribution and market support services. The networks in Singapore are amongst the most reliable and cost-effective worldwide. For more information, please visit www.singaporepower.com.sg. About Silver Spring Networks Silver Spring Networks is a leading networking platform and solutions provider for smart energy networks. Silver Spring's pioneering IPv6 networking platform, with over 19 million Silver Spring enabled devices delivered, is connecting utilities to homes and business throughout the world with the goal of achieving greater energy efficiency for the planet. Silver Spring's innovative solutions enable utilities to gain operational efficiencies, improve grid reliability, and empower consumers to monitor and manage energy consumption. Silver Spring Networks' customers include major utilities around the globe such as Baltimore Gas & Electric, CitiPower & Powercor, Commonwealth Edison, CP Energy, Florida Power & Light, Jemena Electricity Networks Limited, Pacific Gas & Electric, Pepco Holdings, Progress Energy and Singapore Power, among others. To learn more, please visit www.silverspringnet.com. # # # # Forward-Looking Statements This press release contains forward-looking statements about Silver Spring Networks' expectations, plans, intentions, and strategies, including, but not limited to statements regarding Silver Spring Networks' engagement with Singapore Power, and the benefits of that engagement to SP and its customers. Statements including words such as "anticipate", "believe", "estimate", "expect" or "future" and statements in the future tense are forward- looking statements. These forward-looking statements involve risks and uncertainties, as well as assumptions, which, if they do not fully materialize or prove incorrect, could cause our results to differ materially from those expressed or implied by such forward-looking statements. The risks and uncertainties include those described in Silver Spring Networks' documents filed with or furnished to the Securities and Exchange Commission. All forward-looking statements in this press release are based on information available to Silver Spring Networks as of the date hereof. Silver Spring Networks assumes no obligation to update these forward-looking statements.

Form CS/7 Request for Installation of Electricity kWh Meter (for Load Exceeding 45kVA) For Official Use Serial No. : ____________________________ EBS Installation No. : ________________________________ PART I : Customer Details – To be completed by LEW To: Meters Section, SP PowerGrid through SP Services (Email: install@spgroup.com.sg) Name of Customer (Mr/Mdm) /Company (Messrs): __________________________________________________________ Forwarding Address: _______________________________________________________________________________ UEN No.: ___________ or NRIC No.: Note : Please state the last 4 characters (i.e. last three digits and alphabet) of NRIC / FIN / passport or other personal identification number. Handphone No.: ____________ Name of Contact Person for Company: ________________ Site Address for Installation of Meter: ____________________________________________________________________ Detail Location of Supply Intake Point: ____________________________________________________________________ Account No.: ___________________________ Master Account No.: _________________________ Source of Supply: SP PowerAssets Landlord HDB Type of Connection: New Connection Upgrading Downgrading Others : ______________ Supply Capacity: ___________ kW at ___________ Volts (Form CS/3 or CS3/H, COC and LEI shall be submitted together with this form) Type of Business: ___________________________ Details of Landlord/MCST Name of Landlord/MCST: _______________________________ Landlord’s Account No.: _________________________ Forwarding Address : ______________________________________________________ Postal Code: _____________ Name of LEW in charge of Landlord’s Electrical Installation: ___________________________________________________ Contact No. of Landlord’s LEW: ____________________________ I hereby confirm that the electrical wirings at the meter installation have been checked and certified correct. Name of LEW: ________________________________________ LEW Licence No.: ___________________________ Forwarding Address: ________________________________________________ Postal Code: ______________________ (as registered with EMA) Telephone No.: ___________________ Handphone No.: _____________________ Signature : __________________________________ Date: ________________________ _______________________________________________________________________________________________ PART II – To be completed by SP Services To: Meters Section, SP PowerGrid – Application is in order. Please arrange to install the revenue meters. Name : ________________________ Signature: ___________________ Date: ____________________ _______________________________________________________________________________________________ PART III –To be completed by Meters Section, SP PowerGrid To: Supply Application, SP Services – Meters had been installed on _____________________. (Details in EBS) Name : ________________________ Signature: ___________________ Date: ____________________ _______________________________________________________________________________________________ PART IV – (For official use) Check and perform Master-sub Tagging Sent to CRO for account move in on _________________ Move in/ Turn-On Date is on _______________________

Consumption_Elect Average consumption of Electricity (kWh) Premises Types Mar-25 Apr-25 May-25 Jun-25 Jul-25 Aug-25 Sep-25 Oct-25 Nov-25 Dec-25 Jan-26 Feb-26 HDB 1-Room 119 128 136 150 143 150 136 136 144 127 124 119 HDB 2-Room 156 169 181 195 190 195 177 177 188 164 165 158 HDB 3-Room 231 250 265 284 273 280 257 259 271 242 239 231 HDB 4-Room 309 341 363 390 381 388 358 355 377 334 330 322 HDB 5-Room 359 399 425 457 450 459 423 417 444 392 386 378 HDB Executive 445 495 522 562 554 562 520 513 546 478 472 462 Apartment 417 476 516 548 536 541 513 501 538 500 451 429 Terrace 714 775 823 881 848 866 817 818 836 785 734 735 Semi-Detached 960 1,031 1,080 1,173 1,123 1,121 1,072 1,056 1,107 1,016 951 940 Bungalow 1,904 2,016 2,154 2,244 2,175 2,168 2,190 2,074 2,202 2,040 1,950 1,863 Note: The figures exclude electricity consumption for PAYU customers and customers who are not purchasing electricity at the regulated tariff.

Letter of Appointment – Electrical Installation Please fill up this form to appoint a Licensed Electrical Worker (LEW) to take charge of your electrical installation. You need your appointed LEW’s card license to fill up this form. To: Name of Licensed Electrical Worker (LEW): ___________________________________________ License No. of LEW: _____________________________ Signature of LEW: _____________________________ APPOINTMENT TO TAKE CHARGE OF THE ELECTRICAL INSTALLATION AT __________________________________________________________________________ __________________________________________________________________________ (Installation Address) FOR ____________________________________________________________________ (Name of Company) I would like to appoint you as the licensed electrical worker to take charge of the above-mentioned electrical installation. __________________________________________ Full Name & Designation of Applicant’s Authorised Person _____________________ Signature / Date Correspondence Address: __________________________________________ __________________________________________ Postal Code: ________________________________ Email Address: _______________________________ (Company Stamp) UEN: ___________________ Business Tel. No.: ___________________ ext.: ______ Fax No.: ___________________________________ This form is intended for SP Services Ltd only.

Singapore Institute of Power and Gas Distribution Switchboard Maintenance for Commercial and Industrial Low Voltage Installation (SS538) Course Code: ENO51 COURSE OBJECTIVES Upon completion of this course, participants will be able to: • Know the applications of IEC 61439 and SS:619 • Understand the constructional requirements of Low Voltage (LV) Switchboard, and protection for the switchboard closure • Understand the testing requirements, making and breaking capacity, and form of internal segregation • Learn the types, characteristics, and applications of switchboard protection relay • Understand the SS538:2008 requirement on maintenance of LV Switchboard • Know the procedures for switchboard maintenance MAIN CONTENTS • Applications of IEC 61439 • Constructional requirements of LV Switchboard • Testing requirements, making and breaking capacity, forms of segregation • Switchboard protection relay • SS538 Code of Practice for Maintenance • Switchboard maintenance METHODOLOGY Lecture TARGET AUDIENCE Technical staff who wishes to acquire knowledge and perform maintenance work of electrical equipment in electrical installations COURSE DETAILS Duration : 7 hours Mode of Delivery : Face-to-face or Synchronous E-learning Certification : SIPG Certificate of Completion PDU by PE Board : 7 Additional Requirement/s : Not applicable COURSE FEES Full Course Fee : S$800(before GST) For Singapore Citizens/PR/LTVP+* : Not applicable For Singapore Citizens (40 years old and above) : Not applicable Singapore Institute of Power and Gas Pte Ltd UEN: 201427065Z 2 Kallang Sector, Singapore 349277 Ver 4.0_0323 Singapore Institute of Power and Gas ADDITIONAL REMARKS • Trainee must attain at least 75% attendance rate and pass the assessment to receive Certificate of Completion and funding grant (if applicable). • Subsidy of up to 70% is applicable for Singapore Citizens, Permanent Residents or Long-Term Visitor Pass Plus (LTVP+) Holders, subject to funding agency’s approval. • Enhanced subsidy of up to 90% is applicable for Singapore Citizens aged 40 years and above, subject to funding agency’s approval. Note that GST payable will be computed from fee after 70% funding. • Professional Development Unit (PDU) is applicable for Professional Engineers registered under the Professional Engineers (PE) Board only. • All published fees are subject to prevailing GST. CONTACT US For more information, please contact SIPG at +65 6916 7930 or email training-institute@spgroup.com.sg. OTHER SIPG COURSES For more courses, visit our website at: https://www.spgroup.com.sg/about-us/training or Scan the QR code below: Singapore Institute of Power and Gas Pte Ltd UEN: 201427065Z 2 Kallang Sector, Singapore 349277 Ver 4.0_0323

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 Aug-24 Sep-24 Oct-24 Nov-24 Dec-24 Jan-25 Feb-25 Mar-25 Apr-25 May-25 Jun-25 Jul-25 HDB 1-Room 151 148 139 142 128 127 121 119 128 136 150 143 HDB 2-Room 198 192 183 186 166 168 161 156 169 181 195 190 HDB 3-Room 283 277 266 266 243 238 231 231 250 265 284 273 HDB 4-Room 385 381 363 365 338 327 320 309 341 363 390 381 HDB 5-Room 447 446 427 429 397 379 374 359 399 425 457 450 HDB Executive 546 548 520 523 481 462 458 445 495 522 562 554 Apartment 513 539 523 519 486 446 419 417 476 516 548 536 Terrace 847 885 851 851 785 747 744 714 775 823 881 848 Semi-Detached 1,126 1,168 1,137 1,141 1,056 1,000 974 960 1,031 1,080 1,173 1,123 Bungalow 2,121 2,347 2,192 2,190 2,012 2,004 1,872 1,904 2,016 2,154 2,244 2,175 Note: The figures exclude electricity consumption for PAYU customers and customers who are not purchasing electricity at the regulated tariff.

Media Statement Electricity Supply Disruption ELECTRICITY SUPPLY DISRUPTION Singapore, 18 September 2018 – Electricity supply to parts of Singapore was disrupted at about 1.18 am today. Supply was fully restored within 38 minutes, by 1.56 am today. (Timing updated) We apologise for the inconvenience caused and thank the public for their patience. About 146,797 residential and commercial customers were affected. Our officers were immediately deployed to the affected areas and our priority was to restore supply as safely and quickly as possible. The areas affected were Boon Lay, Choa Chu Kang, Clementi, Jurong, Pandan Loop, Aljunied, Geylang, Tanjong Rhu, Mountbatten, Kembangan, Bedok, East Coast, Ang Mo Kio, Bishan, Thomson, Mandai, Admiralty, Sembawang and Woodlands. In our preliminary findings, the disruption was due to partial loss of supply from two power generation units. Our investigations are ongoing.

SP Energy HubAnnual ReportReliabilitySustainabilityInnovation Mobile Generators: Powering Continuity RELIABILITY Mohamed Nasir bin Mohamed Ismail, Technical Officer, Electricity Operations (center) together with Ismet Imran bin Chuma'ing, Senior Technician, Electricity Operations (left) and Mohammad Najib bin Jalil, Technical Officer, Electricity Operations (right) from SP Group's Mobile Generator Unit. When an electrical glitch hit Kian Teck Avenue in Jurong last month, a team from SP Group’s Mobile Generator Unit was charged and ready to roll. In minutes, a mobile generator mounted on a 30-ft trailer left a facility in Pasir Panjang for the site of the incident. The generator carried some 2,000 litres of diesel, enough to power up a housing estate for around eight hours, and up to 40 metres of cable to hook up to a low-voltage (LV) board, which distributes electricity. “We need to always be prepared to provide temporary power,” says Mr Mohamed Nasir bin Mohamed Ismail, 42, a technical officer who is part of the unit. Readiness is key for the Mobile Generator Unit. This begins at 7.30am with a daily “warm up”, conducted by the 10 men on the morning shift. During the one-hour ritual, all the operational mobile generators – the larger ones mounted on fourteen 30-ft trailers, and the smaller ones on seven 20-ft lorries – are started and tested to ensure they are ready to be deployed. The team members also conduct cable insulation tests and checks on their toolboxes and personal protection gear. This enables them to act swiftly and safely, in the event of an electricity disruption. The men, who work on three shifts round the clock, are deployed by SP Group’s Electricity Service Centre in teams of three – a leader, an assistant, and a driver. Mr Nasir, the leader of his team, has been with SP for 21 years, joining right after he completed his National Service in 1998. He studied mechanical engineering at the ITE and plays the role of synchroniser, ensuring that the voltage and frequency of the mobile generator matches that of the grid network. Mr Nasir, who has both a Class 4 and Class 5 driving license, doubles up as a driver, and says navigating these massive vehicles is an exercise that requires both practice and courage. The trailer-mounted mobile generators cannot travel through tunnels, including those on expressways like the MCE, CTE or KPE. The 60km/h speed limit also keeps them in the slowest lanes most of the time. The trailer-mounted generators are part of a fleet of 22 vehicles of different sizes and capacities used for power restoration. “You need to know the quickest alternative route around traffic or restrictions. Outage in Ang Mo Kio and leaving from Pasir Panjang? Alexandra, Farrer, Adam, Braddell, then join the CTE after the tunnel,” Mr Nasir rattles off. The narrow roads in some estates and parked vehicles can also pose problems for the 13 metres by 2.6 metres by 4.3 metres trailers, and it is up to the two men with the driver to recce for a spot to hunker down – which must also be close enough to an electrical room to hook up. While Singapore enjoys one of the lowest occurrences of outages in the world, it is gratifying to be a part of a team that helps “get the lights back on" if supply is disrupted, Mr Nasir says. “We are usually greeted by frustrated faces when we arrive, so seeing them happy again makes us very happy,” he quipped. — 1 May 2019 TAGS PEOPLE OF SPRELIABILITY YOU MIGHT BE INTERESTED TO READ Ground feedback, digital tools: How she helps 8,000 workers end their day safely Faster repairs, fewer disruptions: Meet the innovative teams using smart tech to keep your piped gas supply flowing Engineer, 27, shares how she is undaunted by male-dominated energy industry & climbs the ranks