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~ PWM baseline wages of landscape maintenance employees will increase by an average Compound Annual Growth Rate of 6.3% from 2022 to 2028 – more than double the minimum 3% annual increase announced in 2018 ~
The Tripartite Cluster for Landscape Industry (TCL) announced the Progressive Wage Model (PWM) for the landscape maintenance sub-sector in April 2015, as part of the tripartite partners’ efforts to ensure that the wages in the industry increase along with the skills, productivity and job responsibilities of employees in the sector. Since then, the Landscape PWM has undergone several rounds of reviews, including the announcement of a six-year schedule of wage increases in 2018, and enhancements to the PWM Career and Skills Ladder in January 2021.
The COVID-19 pandemic has severely impacted the landscape industry, especially due to the lock-down of borders and movement restrictions in migrant workers’ dormitories. While the industry navigates to a new normal and puts in place various measures to mitigate the impact brought on by the pandemic, the TCL has sought the views of industry stakeholders to address industry challenges that it continues to face, such as in attracting new and younger entrants to the sector. The TCL’s latest set of recommendations aims to support the industry’s transformation efforts and ensure it continues to be vibrant, with a strong Singapore core.
Enhanced PWM Wage Ladder
Following a review of the minimum 3% annual increase announced in 2018, the TCL recommends a six-year schedule of PWM baseline wage increases for each of the PWM job roles from 1 July 2023 to 30 June 2029. This entails a dollar quantum for each role for the same period. On average, the PWM baseline wages will increase by a Compound Annual Growth Rate of 6.3% from 2022 to 2028, which is more than double the minimum 3% annual increase announced in 2018. Details are summarised in the table below:
Taking Landscape Worker as an example, those at this job level will see their PWM baseline wages increasing year-on-year by 6.3%, and cumulatively by 45% from 2022 to 2028. The TCL will further review the wage schedule in 2025.
Attracting Younger Entrants into the Industry
In January 2021, the Government had accepted the TCL recommendations to introduce a Specialist Track under the PWM Career Ladder as part of its ongoing efforts to professionalise the sector, attract new and younger entrants to the industry and strengthen the Singapore core workforce.
Effective 1 July 2023, students who graduate with the necessary IHL qualifications may be emplaced on the Specialist Track when they are employed by landscape companies.
Enhanced PWM Skills Ladder
To meet the training and upskilling needs of landscape maintenance employees, the TCL had sought industry feedback and further reviewed the PWM training requirements. With effect from 1 July 2023, all PWM job roles will require the same number of mandatory WSQ modules to be completed. This will ensure new entrants receive adequate training at each job level.
To ensure workplace safety remains a high priority, all WSQ modules at the Landscape Worker level would also cover hazards and prevention measures. To help landscape technicians and supervisors identify and minimise potential workplace injury risks, the TCL recommends for all Landscape Technicians and above to attain the WSQ module on “Hazards and Risk Control, and Policy Management” at the appropriate proficiency level.
Full details of the above recommendations can be found in the TCL Report.
NTUC Deputy Secretary-General Chee Hong Tat said, “The Progressive Wage Model (PWM) for the landscape industry has benefited our workers since it started in 2015. With support from tripartite partners, we are now further extending the base wage increases by an average of 6.3% per year from 2022 to 2028. We are also providing skills upgrading pathways. These moves will not only raise the earnings and skills of existing workers, they will also help landscape companies to attract more young Singaporeans and mid-career entrants.”
NTUC Assistant Director-General Zainal Sapari, who is Chairman of the TCL, said, “These recommendations were made after extensive discussion with key industry stakeholders with the intention of supporting the industry’s transformation plan and ensuring we have a skilled Singapore Core. It is therefore important that landscape employees are duly recognised as professionals in their respective fields, and the wages commensurate with their skills and competencies. I urge all landscape maintenance employees to continue to stay relevant by being open to learning new methods to ensure a high degree of professionalism.”
Additional Quotes from TCL representatives:
Felix Loh, Deputy Honorary Secretary, Singapore National Employers Federation and CEO, Gardens by the Bay
“It is not by chance that Singapore is widely regarded as one of the greenest cities in the world, and our landscape maintenance workers have a huge part to play in this effort. We support the recommendations of TCL as we recognise the importance of having a motivated and skilled workforce that can leverage technology to take better care of our living environment and maintain the beauty of our green spaces for a sustainable future. While employers of landscape maintenance workers would do their part to raise their wages, skills and productivity, the support of service buyers and end-consumers to pay better fees for quality services is also crucial. I also urge the industry to adopt outcome-based contracting to incentivise service providers to innovate and deliver better performances.”
Mr Goh Eng Lam, Chairman, Landscape Industry Association Singapore
“Despite the current challenges brought on by COVID-19, Singapore’s landscaping needs will continue to grow. The industry must therefore ensure we position ourselves well for the long term. This includes ensuring we have a pipeline of well skilled landscape maintenance employees who see the landscape industry as a viable and attractive career choice. A better skilled workforce benefits all stakeholders, so I urge all landscape companies to proactively look at upskilling your workers, and be transparent in explaining any contract price increases brought about by the impending PWM wage increases.”
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