~ $13 million set aside to attract locals, up-skill and train 1,000 technicians and engineers ~
The National Trades Union Congress’ (NTUC) Oil, Petrochemical, Energy & Chemical (OPEC) Cluster will move the OPEC sectors towards progressively higher wages by setting aside a $13 million funding for training and skills upgrading so as to grow the Singaporean Core. The OPEC sectors have been facing the key challenges of an ageing Singaporean Core in the technical professional workforce and attracting new entrants, despite competitive pay and prospects.
Mr K Karthikeyan, Chairman of NTUC’s OPEC Cluster said, “We have committed to this initiative to highlight that our Progressive Wage Model (PWM) (Annex A) is a model for all levels of workers. It aims to help them earn higher pay progressively throughout their careers, even in industries where salaries are relatively better. The Cluster and NTUC’s e2i (Employment and Employability Institute) will continue to work with our companies to tap on the funding to develop more structured approaches towards training for better jobs and good career progression for all Singaporeans.”
Singapore Power (SP), a leading energy utility company in the Asia Pacific, is a prime example of a company which has spearheaded efforts in concert with the Labour Movement. Aligned with the Cluster’s objectives of achieving better wages and strengthening the Singaporean Core in the OPEC sector, the Cluster joined hands with SP to organise a comprehensive Learning Journey (LJ) today. SP presented its career progression track, development programmes and new technologies that have helped workers enhance their skills and job scopes, resulting in higher productivity and wages.
To augment the Labour Movement’s commitment towards enhancing the skills of workers, the OPEC Cluster, in close partnership and funding support from the e2i and Singapore Workforce Development Agency (WDA), will set aside $13 million over the next three years to benefit 1,000 technical professionals (i.e. technicians and engineers). The Cluster will work with companies in the sectors to cultivate T-shaped capabilities for more locals to enhance the Singaporean Core.
Mr Ang Chai Soon, Director of Manufacturing & Construction Division, WDA, said: “WDA and e2i are pleased to work with the OPEC Cluster and the industry on Workforce Skills Qualifications (WSQ) training programmes and traineeships to help attract locals to join the sectors and develop strong technical expertise for them. The presence of a structured career progression and development pathway will enable companies to plan and develop their workforce capabilities for growth and expansion.”
Career uplifting for technical professionals
The OPEC Cluster and tripartite partners aim to help 1,000 workers achieve progressively higher wages through various strategies (Annex B), namely:
Career Progression Path – The Singapore Power (SP) Way
As more businesses progress to strengthen the core of Singaporean workers, raise productivity and enhance job and wage progression, there are companies who have made good inroads in these areas.
SP is a unionised company under the Union of Power and Gas Employees (UPAGE). At today’s Learning Journey, the company shared its career progression pathway. SP has put in place a structured path for Technicians to progress to Senior Technician, and thereafter to Technical Officer, Senior Technical Officer and Engineer.
SP invests in the training and upgrading of workers to help them develop their potential and advance to higher responsibilities. One such example is Mr Abdul Rahman bin Suthamoo who joined SP as a Technician Apprentice. He underwent structured training and within 3 years, he became a fully qualified Technician. Last year, he completed his diploma through SP’s sponsorship and is now a Technical Officer. Another example is Mr Murugaiah Selvam who made the leap from Technical Officer to Engineer when he completed a degree course fully sponsored by SP. (See Annex C for the detailed profiles of Mr Selvam, Mr Rahman and two other workers who are now enjoying better jobs and wages through their respective career progressions).
Mr Wong Kim Yin, Group Chief Executive Officer, Singapore Power, explained, "We want to equip our staff with the right skills, tools and support to do their jobs well and take care of their families. Through continuous learning, as they advance to each stage of their career, they can look forward to upgrading their skills, improving productivity and attaining higher wages in a progressive manner."
RKS Nachiappan, General Secretary of the Union Of Power and Gas Employees (UPAGE) commended the move, “UPAGE and Singapore Power have worked hard over many years to cultivate an excellent working relationship. We are united in our journey towards creating “Better Jobs for All”. Through this partnership, we hope to promote inclusive growth for all workers, strengthen the Singaporean core, and implement productivity measures to create higher value jobs.”
In summary, what this means for:
The Oil, Petrochemical, Energy & Chemical (OPEC) Cluster
The Employers – Companies and service providers
The Employees – Technicians and Engineers
Consumers and Service Buyers
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ANNEX A
ANNEX B
ANNEX C
SINGAPORE POWER’S PROFILE STORIES
Feature 1: Progressed from Technician Apprentice to Technical Officer with Diploma sponsorship by SP
Name: Abdul Rahman Bin Suthamoo
Age: 40 years old
Designation: Technical Officer
Section: Regional Network West
Company: SP PowerGrid Ltd
Mr Abdul Rahman Bin Suthamoo, 40, joined SP PowerGrid as a Technician Apprentice in 1994. After going through a 3-year Apprenticeship programme gaining hands-on knowledge in operations and maintenance of distribution network, he was posted to Distribution West Section (currently known as Regional Network West) as a Technician (Grade C) in 1997.
With good performance, Abdul Rahman progressed steadily in his career; he became a Technician (Grade A) in 2004.
At this stage of his career, Abdul Rahman realised that it was only through continuous learning would he be able to take on higher roles with greater responsibilities. When he found out that SP offered sponsorship for employees seeking Diploma qualifications, he decided to upgrade himself. Abdul Rahman pursued a part-time Diploma in Technology (Electrical) with Ngee Ann Polytechnic in 2006. It was not easy for Abdul Rahman to strike a balance between his work and studies, but with strong support from SP and his family, he completed the course within three years.
In 2011, he was promoted to a Technical Officer in 2011 in recognition of his contributions and good performance.
In the past, Abdul Rahman carried out instructions at work without fully understanding how it contributes to the operations. He now enjoys his work at SP even more, as he feels a greater sense of responsibility and ownership in his new role. He also appreciates the opportunities to work in different technical areas like 22kV and 66kV equipment maintenance, substations maintenance and distribution equipment reinforcement works.
To Abdul Rahman, SP is not just a place where he earns a living, but a community where strong friendships have been fostered among colleagues and is an integral part of his life.
Feature 2: Progressed from Technical Officer to Engineer with Degree sponsorship by SP
Name: Murugaiah Selvam
Age: 45 years old
Designation: Engineer
Section: Customer Projects East section
Company: SP PowerGrid Ltd
When Murugaiah Selvam joined Feb 2007 as Technical Officer (TO), he had a Diploma in Electrical & Computer Control Engineering. At the point of interview, Murugaiah wanted to pursue his ambition of attaining a degree. He was pleasantly surprised to discover that SP is highly supportive of staff’s continuous upgrading efforts, and offered to sponsor him on a part-time degree in Electrical & Electronic Engineering.
Selvam started his course in May 2007, and completed it in Dec 2011. In May 2012, Selvam was promoted to Engineer. His main responsibility is to implement and supervise customer projects, and meet the regulatory performance standards. He also supervises a team of 20 TOs, Senior Technicians and Technicians. Selvam enjoys his new role, as it also gives him opportunities to hone his problem-solving, people management and communication skills.
Selvam is currently going through on-the-job training to acquire a certificate in high voltage (HT) switching. He constantly encourages his colleagues to upgrade themselves for a better future. He plans to pursue a Masters degree next year, so that he can acquire more knowledge and contribute further to SP.
Feature 3: Progressed from Technician to Technical Officer with Diploma sponsorship by SP
Name: Ranvijay s/o Rambiris
Age: 31 years old
Designation: Technical Officer
Section: Gas Pipelines Operations & Maintenance
Company: SP PowerGrid Ltd
Mr Ranvijay s/o Rambiris, 31, has an Intermediate NITEC certificate in Mechanical Servicing. He joined SP PowerGrid as a technician in gas operations in 2005. He went back to school in 2006 to attain NITEC and Higher NITEC certificates in Mechanical Engineering while continuing to work full-time. With sheer perseverance, he completed the two courses within two and a half years as compared to the usual four years.
The desire to learn did not stop there. Ranvijay was highly encouraged and motivated when he found out that SP offered sponsorship for employees seeking Diploma qualifications. Ranvijay decided to take up the challenge. He pursued a part-time Diploma in Technology (Mechanical) with Ngee Ann Polytechnic in 2008 and completed it within three years. Juggling between family, work and study commitments was a challenge, but Ranvijay took it all in stride. He knew that only through continuous upgrading would he be able to secure a better future for his wife and two young children.
Upon completion of his studies in 2011, Ranvijay was promoted to Technical Officer in recognition of his contributions and performance in Gas Distribution Operations and Maintenance Section. His main responsibility is to carry out renewal and diversion works on Singapore’s gas distribution pipeline network to ensure the reliability of gas supply to customers. He now also supervises a team of technicians.
Ranvijay’s higher education has improved his technical knowledge, allowed him to respond better to different situations at work, and perform more effectively and efficiently. However, he does not intend to stop at a Diploma qualification. Ranvijay hopes to concentrate on building up his career in the next few years before he embarks on the next education journey – pursuing a degree.
Feature 4: Progressed from Motor Transport Driver to Technician through Customised in-house training
Name: Ong Thian Sang
Age: 61 years old
Designation: Technician Grade C
Section: Regional Network Central
Company: SP PowerGrid Ltd
Among SP's long-serving staff is Ong Thian Sang who joined SP in 1977. Armed with partial Primary School education, Thian Sang started out as a Motor Transport Driver under the corporate services function and later on for technical operations as well.
Thian Sang did not allow himself to be limited by his role as a driver as he took the initiative to learn beyond his work scope by assisting technical staff in supervising contractors' works at site, and preparing equipment for cable testing.
Early this year, Thian Sang was identified as a potential candidate for SP’s emplacement & upskilling programme developed to help staff acquire higher level skill-sets and consequently, higher wages. He underwent a customised in-house upskilling programme, comprising classroom and on-the-job training, equipping him with hands-on technical knowledge. After completion of the training in July, he was appointed as a Technician.
In his new role as a substation inspector, Thian Sang is responsible for conducting checks on SP’s substation facilities, including low voltage boards and batteries within the switch room. He enjoys his new role, which also allows him to interact with customers. With this advancement, Thian Sang takes home a higher pay package and his family can now enjoy a higher standard of living.
In recognition of Thian Sang's good performance, SP has offered him a 3-year re-employment term after his retirement in Jan 2013. Thian Sang values the investment in his development and skills upgrading, even when he is in his 60s. He enjoys working at SP and hopes to continue his learning journey, remain productive and contribute meaningfully to the company and the economy.
