Media Advisory Advisory On Fake Emails 31 August 2016 Dear customers, Some of our customers have alerted us that they have received an email that appears to be from SP Services. The email claims to be from an SP Services account – ebillsummary@singaporepower.com.sg, and comes with an attachment whose name suggests it is a utility bill. These messages are NOT from SP Services and recipients are advised NOT to open the attachment. Do note that the official SP Services bill summary sent by email does NOT contain any attachment. A sample of the fake email is attached below. Notice that while the sender address states , the actual sender is . The official SP Services bill summary sent by email looks like this: For further enquiries, please contact SP Services at 1800 222 2333 or email spservices@singaporepower.com.sg. Customers can also visit https://www.scamalert.sg to understand and learn more about scams (including email scams). Thank you for your attention.

Utility Bill Avg_With Gas Utility Bill Average ($) for households with gas Premises Types Mar-23 Apr-23 May-23 Jun-23 Jul-23 Aug-23 Sep-23 Oct-23 Nov-23 Dec-23 Jan-24 Feb-24 HDB 1-Room 69.41 75.78 77.52 81.09 78.98 79.00 78.86 80.17 80.39 77.86 77.18 78.99 HDB 2-Room 82.76 87.98 92.13 96.52 91.92 92.92 92.62 94.12 94.79 90.73 89.63 91.78 HDB 3-Room 103.38 110.82 115.06 119.49 114.80 116.91 116.30 118.85 118.49 112.22 112.11 115.94 HDB 4-Room 122.32 130.09 135.09 139.94 134.96 137.64 137.70 140.19 140.04 133.47 131.31 137.04 HDB 5-Room 129.76 138.14 142.59 147.54 142.78 145.35 145.56 148.64 148.87 141.61 136.79 144.16 HDB Executive 143.69 153.42 158.62 164.05 158.23 162.29 161.77 166.18 164.43 154.00 153.21 160.98 Apartment 149.92 159.67 168.05 175.53 167.39 164.61 167.46 175.43 177.46 164.16 156.19 163.04 Terrace 240.69 247.23 258.91 267.44 262.12 265.22 265.40 276.88 276.46 260.00 252.25 270.34 Semi-Detached 302.15 312.42 331.22 340.32 333.05 332.47 336.34 351.53 349.78 325.65 324.20 335.52 Bungalow 585.38 598.72 648.84 666.12 646.66 633.47 662.99 688.41 699.45 627.26 650.18 619.13 Utility Bill Avg_WO Gas Utility Bill Average ($) for households without gas Premises Types Mar-23 Apr-23 May-23 Jun-23 Jul-23 Aug-23 Sep-23 Oct-23 Nov-23 Dec-23 Jan-24 Feb-24 HDB 1-Room 61.00 66.41 69.62 72.46 71.03 70.38 70.28 71.48 71.86 69.16 67.69 69.30 HDB 2-Room 73.69 78.51 82.96 87.55 83.48 84.15 83.90 85.46 85.94 81.99 80.46 82.23 HDB 3-Room 91.02 98.00 102.92 107.51 103.13 104.73 104.06 106.59 106.15 100.27 99.66 102.84 HDB 4-Room 106.81 114.19 120.14 125.27 120.86 122.70 122.47 125.06 124.99 118.78 116.20 120.97 HDB 5-Room 112.61 120.67 126.31 131.50 127.51 129.05 128.83 131.93 132.27 125.43 120.56 126.60 HDB Executive 125.79 135.24 141.39 147.11 141.81 144.94 144.02 148.42 146.81 137.03 135.88 142.35 Apartment 127.04 136.90 148.34 157.00 149.45 145.14 146.83 154.44 156.79 144.07 135.03 140.09 Terrace 213.47 221.92 235.82 244.04 239.52 241.71 240.94 251.32 251.12 235.05 227.31 243.21 Semi-Detached 273.12 283.78 303.14 313.22 305.01 304.96 308.47 323.21 319.99 297.18 295.56 305.12 Bungalow 536.08 549.93 596.94 621.34 599.37 589.03 615.12 636.98 650.72 578.80 597.47 570.77

Contractor Performance Management System Introduction 1. With effect from 1 October 2016, Singapore Power Limited and its Singaporeincorporated subsidiaries (SP Group) has implemented the SP Group’s Contractor Performance Management System (CPMS) to strengthen its partnership with and improve the safety and quality performance of its contractors. 2. Through the CPMS, SP Group aims to take a holistic approach to the selection of its contractors as part of enhancing procurement process, by looking at the performance of its contractors at a quarterly and annual basis and not only based at performance at each individual contract basis. The previous demerit scheme in respect of each contract will be abolished while an incentive and mitigation scheme that goes towards enabling contractors to improve their performance on a longer term basis is now implemented. Objectives 3. The objectives of the CPMS are: (a) (b) (c) to adopt a more holistic approach in reviewing contractors’ overall performance; to work with contractors to raise safety and quality standards; and to encourage an environment of continuous improvement by contractors. 4. In order to achieve the above objectives, CPMS will utilise the following 3 main components: (a) (b) (c) Contractor Performance Assessment (CPA); Business Under Surveillance (BUS) Programme; and Tender Evaluation Framework (TEF). SP Group CPMS V6.0 19 Jul 2023 1 Applicability 5. The CPMS will be applicable for procurement in relation of the following services and works: (a) (b) (c) (d) (e) (f) cable installation, cable jointing and road reinstatement; gas pipe-laying; milling and patching; transmission cable-laying; building and construction; and other road opening-related works (e.g., manhole access works). SP Group intends to broaden the scope of the CPMS to eventually apply the CPMS for procurement of other engineering-related works and services. 6. The CPMS will apply to contracts awarded on or after 1 October 2016 and any ongoing contracts which fall in any of the above categories set out in paragraph 5. All aspects of the CPMS, such as the BUS Programme and rewards and mitigations, will apply to such contracts. Contractor Performance Assessment 7. For each contract, a contractor will be assessed by the relevant SP Group project team in the following four (4) areas: (a) (b) (c) (d) Safety. Quality of Work; Project & Risk Management; and Value Added Services. These scores for each contract (Contract Quarterly Score) will be tabulated at fixed quarterly basis. The individual Contract Quarterly Scores applicable for each contract will then be averaged to derive the Contractor Quarterly Score. SP Group CPMS V6.0 19 Jul 2023 2 The criteria have a direct impact on risk mitigation which helps to review the way work activities are planned and executed. The objective of the enhancements is to reduce risk and improve safety at work sites. The PSR shall review the risk identification and mitigation measures to be taken during the design & construction for all contracts within SP Group. Emphasis will be given to the PSR communication to workers through the Risk Management workshops on site. ABSIS will be used to engage with the worker level to improve work processes and create a safer environment to work in. SP Group will assess the contractors’ senior management engagement with their workers through various in-house activities. 8. Examples of the factors taken into consideration in determining the individual Contract Quarterly Score are as follows Safety • Safety Performance • Site Safety Management • Safety Engagement by Management • Project Safety Review (PSR) • Risk Management workshop • Activity Based Safety Improvement System (ABSIS) Quality of Work • Documentation • Workmanship • Any damage to properties Project & Risk Management • Incident management • Cooperativeness • Meeting schedules Value Added Services • Initiatives to improve productivity and efficiency SP Group CPMS V6.0 19 Jul 2023 3 9. In addition to the above criteria, SP Group will also take into account the occurrence of any Critical Incidents when determining the Contractor’s Quarterly Score by applying a corresponding adjustment factor to their score. (a) The Critical Incidents includes: Critical Incidents Smoking or open flame in gas installations and electricity transmission substations Not adhering strictly to isolation procedures for live electricity or gas equipment and machinery at site Damage to Transmission Cables / Gas Pipes Damage to Distribution Cables / Gas Pipes Not anchoring safety harness while working at heights exceeding 3 metres Working in a confined space without conducting mandatory gas check Working under suspended load during lifting or excavator operations Fatality or serious injury Where Serious Injury is defined as: Serious Injuries Loss of 2 limbs Loss of both hands or of all fingers and both thumbs Loss of both feet Total loss of sight, including the loss of sight to such extent as to render the employee unable to perform any work for which eyesight is essential Total paralysis Injuries requiring more than 20 days of hospitalization. (Hospitalization refers to the period where injured remains warded in a hospital) Loss of arm at shoulder Loss of arm between elbow and shoulder Injuries resulting in being permanently bedridden Loss of arm at elbow Loss of arm between wrist and elbow SP Group CPMS V6.0 19 Jul 2023 4 Loss of hand at wrist Loss of 4 fingers and thumb of one hand Loss of 4 fingers Loss of leg • At or above knee • Below knee Loss of foot Loss of sight of one eye Total loss of hearing (b) The Serious Incidents includes: Serious Incidents Damage to Distribution Cables/ Gas pipes affecting less than or equal to 300 customers Damage to Public assets (e.g., PUB pipes, streetlights) Note: Contractors shall not be penalised for damages to the public assets if it was unavoidable due to Authorities’ drawings that provided inaccurate factual information and the Contractor’s detection works did not provide better information. 10. At the end of each quarter, SP Group will provide each contractor a grade relative to their score to provide them timely information on their performance. The names and grades for each contractor scored in each quarter shall be available on the SP Group corporate website. 11. In the event the Contractor’s Quarterly Score is lower than 50, the contractor will be suspended from participating in any new procurement activities for the next 3 months. In the event of an occurrence of a fatality or serious injury at his work site, the main contractor and its subcontractor will be suspended from participating in any new procurement activities for 12 months from the incident date. The suspended contractors and their subsidiaries are also not allowed to apply to be sub-contractors for any SP Group contracts during the suspension period. SP Group CPMS V6.0 19 Jul 2023 5 12. The Contractor Quarterly Scores will be aggregated on an annual basis [Contractor Annual Score]. Contractors must have at least two (2) Contractor Quarterly Scores to be included for the Contractor Annual Score computation. 13. At the end of each Assessment Year, the 5 contractors with the highest Contractor Annual Score for the year will be given an incentive of 2% of the total annual value of their respective contracts capped at $100,000.00 per year per contractor. The annual value of each contract is computed as follows: where: ACV is the annual value of a contract; ACV = A X B A is the Contract Sum divided by the Contract Period [weeks]; and B is the number of weeks [or part thereof] where Works carried out in that year under that contract. 14. The 2 contractors with the lowest annual scores will be subjected to a penalty deduction to their PQS scores in all subsequent SP Group tenders published during the next Assessment Year. In addition, they would also have to comply with performance improvement requirements specified by SP Group to address areas of deficiency. SP Group CPMS V6.0 19 Jul 2023 6 Business Under Surveillance (BUS) Programme 15. The BUS Programme is an educational and correctional tool aimed to partner contractors to address safety and quality issues encountered by contractors in the course of their work for the SP Group and in the longer term help improve their safety and quality standards. The BUS Programme and will be activated in the following situations: (a) (b) Occurrence of any Critical Incident; and/or 3 or more safety inspections at the project sites where major safety-related non-conformances (safety non-conformance) are observed. 16. In the event of the activation of the BUS Programme, the Contractor will be required to undergo the activities as follows: 17. Stopping work at the affected site[s] during a BUS Programme is important to allow contractors to review its safety practices and focus on its operational methods and processes with the aim of preventing further incidents from occurring again. 18. If the contractor placed on a BUS Programme is unable to meet the exit requirements at the end of the 5 th week, a further 2 weeks extension will be granted. If the contractor is still unable to meet the exit requirements at the end of the 7 th week, the contractor will be placed on a second BUS Programme to address the failure of the first BUS Programme. SP Group CPMS V6.0 19 Jul 2023 7 19. In the event the contractor is placed on the BUS Programme more than 2 times in a calendar quarter, the contractor will be suspended from participating in any new procurement activities for the next three months. The suspended contractors and their subsidiaries are also not allowed to apply to be sub-contractors for any SP Group contracts during the suspension period. 20. From 1 Apr 2023, Contractor shall not be under MOM’s Business Under Surveillance programme (BUS) OR not accumulated 25 or more demerit points under MOM’s DPS as at the Tender Closing Date and before the Tender Award Date. Tender Evaluation Framework 21. The CPMS adopts a tender evaluation framework that comprises the following 3 Stages: 22. Stage 1 (SET) aims to inculcate a mindset of safety being the highest priority among our contractors, by selecting only likeminded contractors who have adequate safety management system and track records to work on our projects. Contractors who meet the SET requirements will be pre-qualified to participate in SP Group’s tenders for works described in paragraph 5 above. Once such pre-qualification is granted by SP to the contractors, it shall be valid for the entire Assessment Year. Any contractor which fails the Stage 1 assessment can apply for re-assessment at the start of new calendar quarter after being notified of its failure to pre-qualify. SP Group CPMS V6.0 19 Jul 2023 8 23. In the subsequent Stage 2 and 3 of the evaluation of bids submitted for CPMS applicable tenders, each bidder’s Contractor Quarterly scores over the past 2 years will be taken into account to determine the successful bidder. Where a bidder does not have sufficient records of past Contractor Quarterly Scores (e.g. new contractors) a default score will be used instead. Amendments and FAQs 24. SP Group may modify the CPMS at any time and such amendments shall be deemed immediately applicable to the contracts that are ongoing at the time of such amendments. Contractors are strongly encouraged to check https://www.spgroup.com.sg/doing-business-with-us/procurement for amendments, updates and FAQs relating to the CPMS. 25. If you have any questions, comments or suggestions regarding the CPMS, please email to us at the following address: CPMS@spgroup.com.sg SP Group CPMS V6.0 19 Jul 2023 9

Media Coverage Catch the latest news on SP All Years 12 Jul 2024 SingHealth, SP Group tie up to roll out EV chargers across SingHealth institutions Source: The Business Times © SPH Media Limited. Permission required for reproduction. 12 Jul 2024 SingHealth's hospitals, facilities to get up to 300 EV chargers by 2028 Source: The Straits Times © SPH Media Limited. Permission required for reproduction. 11 Jul 2024 SingHealth facilities to install up to 300 EV chargers by 2028 Source: Lianhe Zaobao Online © SPH Media Limited. Permission required for reproduction. 18 Jun 2024 SP Group to design district cooling, heating system for Chengdu development Source: The Business Times © SPH Media Limited. Permission required for reproduction. 27 May 2024 Geneo Science Park to adopt district cooling solution, to reduce carbon emissions by 20,000 tonnes over 30 years Source: Lianhe Zaobao © SPH Media Limited. Permission required for reproduction. 23 May 2024 SP Group and Qingdao Daneng collaborates on Shandong's first aquavoltaic project Source: Lianhe Zaobao © SPH Media Limited. Permission required for reproduction. 22 May 2024 SP Group partners Chinese environmental company to build 90MW aquavoltaic farm Source: The Business Times Online © SPH Media Limited. Permission required for reproduction. 14 May 2024 The Straits Times - Preparing a future-ready workforce Source: The Straits Times Online © SPH Media Limited. Permission required for reproduction. 07 May 2024 SP Group and CMB Financial Leasing reaches $1.53 billion strategic alliances to finance renewable energy solutions investments in China Source: Lianhe Zaobao Online © SPH Media Limited. Permission required for reproduction. 03 May 2024 The Straits Times - Steps to ensure economy continues humming Source: The Straits Times © SPH Media Limited. Permission required for reproduction. 1 ... 5 6 7 ... 46

Cents/kWh MEDIA RELEASE ELECTRICITY TARIFF REVISION FOR THE PERIOD 1 JULY TO 30 SEPTEMBER 2017 Singapore, 30 June 2017 – For the period from 1 July to 30 September 2017, electricity tariffs will decrease by an average of 3.2% or 0.67 cent per kWh compared to the previous quarter. The reduction is due to the lower cost of natural gas for electricity generation, which fell by 7.5% compared to the previous quarter. For households, the electricity tariff will decrease from 21.39 to 20.72 cents per kWh for 1 July to 30 September 2017. The average monthly electricity bill for families living in four-room HDB flats will decrease by $2.55 (see Appendix 3 for the average monthly electricity bill for different household types). Quarterly Household Electricity Tariff 22.00 21.39 21.00 20.35 20.20 20.72 20.00 19.00 19.50 19.27 19.13 18.00 17.68 17.00 16.00 Oct - Dec 15 Jan - Mar 16 Apr - Jun 16 Jul - Sep 16 Oct - Dec 16 Jan - Mar 17 Apr - Jun 17 Jul - Sep 17 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 2017 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 21.39 20.72 22.17 21.39 20.72 22.17 8.36 8.36 8.95 12.54 12.54 13.42 kWh charge, ¢/kWh Peak period (7.00am to 11.00pm) 18.68 17.94 19.20 Off-peak period (11.00pm to 7.00am) 11.30 10.84 11.60 Reactive power Charge ¢/chargeable kVARh HIGH TENSION LARGE (HTL) SUPPLIES Contracted Capacity Charge $/kW/month 0.59 0.59 0.63 8.36 8.36 8.95 Uncontracted Capacity Charge $/chargeable kW/month kWh charge, ¢/kWh 12.54 12.54 13.42 Peak period (7.00am to 11.00pm) 18.46 17.72 18.96 Off-peak period (11.00pm to 7.00am) 11.29 10.83 11.59 Reactive power Charge ¢/chargeable kVARh EXTRA HIGH TENSION (EHT) SUPPLIES Contracted Capacity Charge $/kW/month 0.59 0.59 0.63 7.54 7.54 8.07 Uncontracted Capacity Charge $/chargeable kW/month kWh charge, ¢/kWh 11.31 11.31 12.10 Peak period (7.00am to 11.00pm) 17.57 16.84 18.02 Off-peak period (11.00pm to 7.00am) 11.19 10.74 11.49 Reactive power Charge ¢/chargeable kVARh 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 2017 TARIFF Market Admin & PSO Fee 0.05¢/kWh (<1%) MSS Fee 0.37¢/kWh (1.8%) Network Costs 5.30¢/kWh (25.6%) Energy Costs 15.00¢/kWh (72.4%) Appendix 3 AVERAGE MONTHLY ELECTRICITY BILLS OF DOMESTIC CUSTOMERS (TARIFF WEF 1 JULY 2017) Types of Premises Average monthly consumption per Customer Average Monthly Bill New Average Monthly Bill Average Decrease in Monthly Bill kWh $(a) $(b) $(b-a) % HDB 1 Room 141.19 30.20 29.25 (0.95) (3.1) HDB 2 Room 199.55 42.68 41.35 (1.33) (3.1) HDB 3 Room 283.59 60.66 58.76 (1.90) (3.1) HDB 4 Room 380.25 81.34 78.79 (2.55) (3.1) HDB 5 Room 436.73 93.42 90.49 (2.93) (3.1) HDB Executive 537.11 114.89 111.29 (3.60) (3.1) Apartment 563.01 120.43 116.66 (3.77) (3.1) Terrace 926.44 198.17 191.96 (6.21) (3.1) Semi-Detached 1,215.60 260.02 251.87 (8.15) (3.1) Bungalow 2,484.15 531.36 514.72 (16.64) (3.1) Average 454.74 97.27 94.22 (3.05) (3.1)

BEST PRACTICES BY DIMENSIONS CUSTOMER EMPOWERMENT & SATISFACTION • Enedis • ConEd • TaiPower • UKPN • WPD • DEWA • SP Energy Networks • e-distribuzione SECURITY • Enedis • ConEd • TaiPower • UKPN • CitiPower • WPD • DEWA • PG&E • SDGE • SP Energy Networks • e-distribuzione • FPL • Radius • SCE • ComEd • Northern Powergrid • Jemena • LADWP • SSEN GREEN ENERGY • Enedis • ConEd • TaiPower • UKPN • WPD • PG&E • SDGE • SP Energy Networks • e-distribuzione • ENWL • ENWL • Northern Powergrid • Jemena • LADWP • SSEN • Tata power-DDL • Westnetz • Ausnet • Tata power-DDL • Westnetz • APS • Hydro Ottawa • BC Hydro • PEPCO • BGE • Western Power • Toronto Hydro • CenterPoint Energy • PSE • Dominion Energy • Eversource • TNB • NIEN • Stromnetz Berlin • EVN Hanoi • Tata power Ltd • SCE • LADWP • Tata power-DDL • APS • Hydro Ottawa • i-DE • CLP • Western Power • Toronto Hydro • SP Group • Kansai • KEPCO • Fluvius • TNB • Light • Chubu • EDP • Eversource • ESB • Vector • Eskom • ACEA MONITORING & CONTROL • Enedis • TaiPower • UKPN • CitiPower • WPD • DEWA • PG&E • SDGE • SP Energy Networks • e-distribuzione • ENWL DATA ANALYTICS • Enedis • ComEd • CitiPower • Jemena • PG&E • State Grid Beijing • SDGE • BC Hydro • e-distribuzione • Duke Energy • FPL • Vattenfall • SCE • Vector • Stedin SUPPLY RELIABILITY • CitiPower • KEPCO • DEWA • HK Electric • TEPCO • Stromnetz Berlin • CLP • Helen • SP Group • CEM • Kansai • Enedis • ConEd • TaiPower • UKPN • WPD • PG&E • SDGE • SCE • FPL • Radius • SCE • ComEd • Tata power-DDL • APS • BC Hydro • i-DE • PEPCO • Shenzhen Power • CLP DER INTEGRATION • SP Energy Networks • TEPCO • Ausnet • Western Power • Eversource • ESB • NIEN • Duke Energy • Chubu • CenterPoint Energy • Fluvius • EVN HCMC • ESB • State Grid Sichuan • Helen • Meralco • Light • Edenor SMART GRID PROGRESS (2020-2021) Global Asia Pacific North America Europe Average score 2020 Average score 2021 Website : https://www.spgroup.com.sg/sp-powergrid/overview/smart-grid-index Email : sgi@spgroup.com.sg Scan this QR Code to learn more about us KEY FINDINGS UTILITIES are focusing on Green Energy AVERAGE SCORE BY REGION (2021 & 2020) North America Europe Asia Pacific UTILITIES’ SOLAR AND WIND CONTRIBUTING MORE THAN 10% OF SYSTEM DEMAND 2018 2019 2020 2021 ASIA PACIFIC UTILTIES’ EV INITIATIVES RELATIVE TO THE WORLD 2018 2019 2020 2021 Average score of 2020 Average score of 2021 Global 14% 2.6% 19.8% 15.8% Global 29.1 % 10.5% 31.4% 26.3% 47.8% 43.0% Europe 45.3% Asia Pacific 76.29% 70.19% 63.63% 69.22% 60.9% 55.8% 65.1% 78.47% 74.77% 78.3% 82.6% EUROPE is leading in RE penetration 2 3 ASIA PACIFIC is catching up on EV initiatives SMART GRID INDEX The Smart Grid Index (SGI) measures the smartness of electricity grids globally, in seven key dimensions. The benchmarking also identifies best practices to build smarter grids that deliver better value to customers. 7 1 4 5 6 7 DIMENSIONS OF A SMART GRID MONITORING & CONTROL • SCADA • DMS/ADMS DATA ANALYTICS • Smart Meter Coverage • Data Analytics Application SUPPLY RELIABILITY • SAIDI • SAIFI DER INTEGRATION • Management of DER Integration • Grid Scale Energy Storage GREEN ENERGY • Renewable Energy Penetration • EV Facilitation SECURITY • IT Cyber Security • OT Cyber Security CUSTOMER EMPOWERMENT & SATISFACTION • Real-Time Data to Customers • Customer Satisfaction Feedback BENCHMARKING RESULTS 2021 Utility Country/ Score +/- Best Practices Market Enedis FRA 96.4 17.9% ConEd USA 94.6 5.4% TaiPower TWN 94.6 12.5% UKPN GBR 94.6 0.0% CitiPower AUS 92.9 5.4% WPD GBR 92.9 1.8% DEWA ARE 89.3 10.7% PG&E USA 87.5 -5.4% SDGE USA 87.5 0.0% SP Energy Networks GBR 87.5 3.6% e-distribuzione ITA 85.7 1.8% ENWL GBR 85.7 7.1% FPL USA 85.7 7.1% Radius DNK 85.7 23.2% SCE USA 85.7 0.0% Stedin NLD 85.7 5.4% ComEd USA 83.9 3.6% Northern Powergrid GBR 83.9 1.8% TEPCO JPN 82.1 7.1% Jemena AUS 80.4 8.9% LADWP USA 80.4 1.8% SSEN GBR 80.4 3.6% State Grid Beijing CHN 80.4 7.1% Tata power-DDL IND 80.4 5.4% Westnetz DEU 80.4 0.0% APS USA 78.6 1.8% Ausnet AUS 78.6 5.4% Hydro Ottawa CAN 78.6 3.6% BC Hydro CAN 76.8 7.1% i-DE ESP 76.8 1.8% PEPCO USA 76.8 1.8% Shenzhen Power CHN 76.8 3.6% BGE USA 75.0 1.8% CLP HKG 75.0 0.0% Guangzhou Power CHN 75.0 5.4% SP Group SGP 75.0 0.0% State Grid Shanghai CHN 75.0 1.8% Western Power AUS 75.0 12.5% Duke Energy USA 73.2 8.9% Kansai JPN 73.2 14.3% KEPCO KOR 73.2 0.0% Toronto Hydro CAN 73.2 1.8% Ausgrid AUS 71.4 1.8% Utility Country/ Score +/- Best Practices Market Chubu JPN 71.4 3.6% State Grid Chongqing CHN 71.4 7.1% CenterPoint Energy USA 69.6 -5.4% Fluvius BEL 69.6 1.8% Liander NLD 69.6 3.6% PSE USA 69.6 1.8% Dominion Energy USA 67.9 5.4% EDP PRT 67.9 -1.8% Eversource USA 67.9 -1.8% EVN HCMC VNM 67.9 16.1% MEA THA 67.9 14.3% TNB MYS 67.9 5.4% Vattenfall SWE 67.9 1.8% ESB IRL 66.1 8.9% State Grid Sichuan CHN 66.1 3.6% EVN CPC VNM 64.3 8.9% NIEN GBR 64.3 8.9% HK Electric HKG 62.5 1.8% Kahramaa QAT 62.5 10.7% State Grid Hubei CHN 62.5 1.8% State Grid Nanjing CHN 62.5 0.0% State Grid Tianjin CHN 62.5 0.0% Stromnetz Berlin DEU 62.5 10.7% EVN Hanoi VNM 60.7 5.4% Helen FIN 60.7 0.0% Vector NZL 60.7 3.6% Meralco PHL 58.9 0.0% PEA THA 58.9 5.4% State Grid Changsha CHN 58.9 10.7% Eskom ZAF 55.4 5.4% Wiener Netze AUT 55.4 3.6% ACEA ITA 51.8 0.0% CEM MAC 51.8 0.0% Tata power Ltd IND 51.8 3.6% Light BRA 48.2 0.0% Rosseti RUS 48.2 0.0% Sarawak Energy MYS 46.4 8.9% Edenor ARG 44.6 7.1% PLN IDN 44.6 0.0% Enel Dist Sao Paulo BRA 37.5 0.0% Enel Dist Chile CHL 35.7 0.0% Edesur ARG 32.1 1.8% City Power ZAF 21.4 0.0% Disclaimer: We have arrived at the findings, opinions and conclusion set out in this paper based on application of our methodology to materials and information we believe to be accurate and reliable, and which are made available in the public domain at the time we carried out the relevant research and study. Despite our best efforts, the materials and information may include inaccuracies and errors. The findings, opinions and conclusion will be construed solely as statements of opinion on the matters addressed in this paper including the degree of grid smartness ratings and shall not in any way represent authoritative assessment or judgment on any such matters. You assume the sole risk of making use of and/or relying on the findings, opinions and conclusion made available in this paper. To the extent permitted by law, we disclaim liability to any person or entity for all and any liability, direct and indirect, special, consequential, incidental losses and damages whatsoever arising from or in connection with your access to or use of the findings, opinions and conclusions in this paper.

Utility Bill Avg_With Gas Utility Bill Average ($) for households with gas Premises Types Jan-24 Feb-24 Mar-24 Apr-24 May-24 Jun-24 Jul-24 Aug-24 Sep-24 Oct-24 Nov-24 Dec-24 HDB 1-Room 77.18 78.99 81.28 87.54 87.29 84.83 81.86 87.86 87.69 83.11 84.19 79.07 HDB 2-Room 89.63 91.78 94.78 103.49 102.84 98.53 96.07 102.96 101.39 96.90 97.62 92.27 HDB 3-Room 112.11 115.94 120.33 132.29 128.10 124.29 121.74 129.94 128.83 123.83 123.57 117.18 HDB 4-Room 131.31 137.04 142.66 156.01 153.34 147.42 143.11 152.92 152.86 146.17 146.88 140.21 HDB 5-Room 136.79 144.16 151.97 165.19 162.85 156.27 149.96 161.67 162.41 156.08 156.45 149.31 HDB Executive 153.21 160.98 168.72 184.59 180.19 172.48 168.80 178.86 180.50 172.04 172.61 163.45 Apartment 156.19 163.04 179.66 198.71 191.52 184.01 175.50 181.94 191.11 186.36 183.84 175.37 Terrace 252.25 270.34 290.38 311.38 286.03 283.33 283.80 289.68 301.49 291.00 290.49 277.89 Semi-Detached 324.20 335.52 370.67 392.95 372.29 354.71 361.00 367.73 385.46 366.17 370.19 349.08 Bungalow 650.18 619.13 718.02 776.44 731.30 675.72 711.32 685.95 762.28 719.32 712.26 661.91 Note: The figures exclude electricity charges for PAYU customers and customers who are not purchasing electricity at the regulated tariff. Utility Bill Avg_WO Gas Utility Bill Average ($) for households without gas Premises Types Jan-24 Feb-24 Mar-24 Apr-24 May-24 Jun-24 Jul-24 Aug-24 Sep-24 Oct-24 Nov-24 Dec-24 HDB 1-Room 67.69 69.30 71.92 78.05 78.52 76.28 73.55 78.77 78.62 74.36 75.37 70.55 HDB 2-Room 80.46 82.23 85.21 93.42 93.59 89.84 87.41 93.80 92.26 88.22 88.72 83.62 HDB 3-Room 99.66 102.84 107.06 118.11 115.38 112.09 109.70 116.95 115.78 111.35 111.05 105.02 HDB 4-Room 116.20 120.97 126.03 138.53 137.64 132.74 128.46 137.02 136.76 130.76 131.35 125.25 HDB 5-Room 120.56 126.60 133.43 145.81 145.63 140.07 134.00 144.16 144.59 138.87 139.24 132.77 HDB Executive 135.88 142.35 149.14 163.91 161.79 155.45 151.54 160.36 161.59 153.95 154.44 146.15 Apartment 135.03 140.09 155.96 175.31 171.33 164.80 156.02 161.06 169.18 164.23 161.75 154.01 Terrace 227.31 243.21 259.98 282.50 262.69 259.01 258.83 264.59 274.69 263.93 263.37 250.88 Semi-Detached 295.56 305.12 337.24 359.90 342.81 328.12 331.78 338.46 354.82 336.52 340.26 319.77 Bungalow 597.47 570.77 662.48 717.39 678.65 633.29 661.40 638.62 711.71 667.03 661.57 617.06 Note: The figures exclude electricity charges 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

30 Dec 2014 For Immediate Release MEDIA RELEASE ELECTRICITY TARIFF REVISION FOR THE PERIOD 1 JANUARY TO 31 MARCH 2015 1. For the period from 1 Jan to 31 Mar 2015, electricity tariffs will decrease by an average of 8.0% or 1.99 cents per kWh compared to the previous quarter. 2. The tariff reduction is due to lower cost of fuel (i.e. natural gas) for electricity generation, which fell by 16.4% compared to the previous quarter. As fuel cost makes up about 50% of the tariff, this translates to a proportional reduction of 8.0% in the Q1 2015 electricity tariff. 3. The electricity tariff for households will decrease from 25.28 to 23.29 cents per kWh for 1 Jan to 31 Mar 2015. The average monthly electricity bill for families living in four-room HDB flats will decrease by $7.93 (see Appendix 3 for the average decrease for different household types). 4. SP Services 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 EMA. _______________________________________________________________________________________________________ Issued by: SP Services Limited 10 Pasir Panjang Road #03-01 Mapletree Business City Singapore 117438 Co. Reg No : 199504470N www.spservices.com.sg Appendix 1 ELECTRICITY TARIFFS FROM 1 JAN 2015 Existing Tariff (without GST) New Tariff (without GST) New Tariff (with 7% GST) LOW TENSION SUPPLIES, DOMESTIC All units, ¢/kWh 25.28 23.29 24.92 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 25.28 23.29 24.92 7.49 7.49 8.01 11.24 11.24 12.03 23.22 21.05 22.52 14.19 12.71 13.60 0.59 0.59 0.63 7.49 7.49 8.01 11.24 11.24 12.03 23.00 20.83 22.29 14.18 12.70 13.59 0.59 0.59 0.63 6.90 6.90 7.38 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 10.35 10.35 11.07 22.06 19.91 21.30 14.08 12.60 13.48 0.48 0.48 0.51 Appendix 2 BREAKDOWN OF ELECTRICITY TARIFF 1. The electricity tariff consists of the following four components: a) Energy cost (paid to the generation companies): This component is adjusted quarterly to reflect changes in the cost of power generation. b) Network cost (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. Q1 2015 TARIFF Energy Costs 18.02¢/kWh Decreased by 1.99 ¢/kWh Generation Companies Network Costs 5.05¢/kWh MSS Fee 0.17¢/kWh Market Admin & PSO Fee 0.05¢/kWh No Change No Change No Change SP PowerAssets SP Services Power System Operator & Energy Market Company AVERAGE MONTHLY ELECTRICITY BILLS OF DOMESTIC CUSTOMERS (TARIFF WEF 1 JANUARY 2015) Appendix 3