Show Me The Money

10 February 2025

An end-to-end salary computation and offer platform to help the Public Service reward talent equitably.

Summary

Hiring public officers at the right grade with the right salary requires benchmarking a candidates' competencies and job fit into an objectively justified salary offer, in line with service norms and parity.

Together with the Public Service Division, we aim to:

(1) incorporate competencies from candidate assessments into salary computation;

(2) provision better tools and data to help contextualise salary offers;

(3) improve the ability to gather insights for compensation-related policy-making.

Priorities today include:

Instilling Competency-Based Assessment Practices for Salary Determination

Public Service jobs vary greatly depending on the agency, and there is a need to widely instill as a practice the use of competencies across service to inform salary proposals and for benchmarking.

Navigating Necessarily Complex Salary Computation Rules

As the salary determination framework for the service needs to be equitable and effective for the entire service, there is complexity to the rules behind the process of salary computation which led to a difficult user experience, that could be eased with better tech.

Long Feedback Loops

The Service relies on accurate and timely salary and offer data across agencies for sensemaking. Gathering data across various sources introduces time lags that delay the benefit of salary review exercises in a rapidly changing labour market.

What we discovered

Through stakeholder consultation, we discovered that

Agencies are required to operate with official renumeration constructs and other internal datasets before making an approved offer. They can benefit from a tech platform consolidating all necessary information and providing automation to support this workflow.
Securing candidates could sometimes take a few weeks, and the length of this process is detrimental to both to the candidate's experience as well as the organisation's outcome.
Salary reviews across the Service is a concerted effort that requires significant data points to enable nuanced analysis and could benefit from better tooling.

Why this matters

Talent attraction. By making more accurate salary offers that recognise competencies and experience, we do right by candidates and agencies, and do not lose candidates due to remuneration reasons
Improve knowledge and retention. Improve retention while reducing regrettable attrition among key areas of the public service

Our solution

A platform that allows HR to make more accurate salary offers while taking into account candidate competencies, market data, and civil service norms.

Who we are building for

Candidates applying for Public Service Roles

Ensuring that candidates receive equitable and justifiable offers, so that candidates of right calibre are not detered from entering service for solely remuneration-related reasons.

Public Service HR Teams

Provide an easy-to-use system that allows recruiters to make data-driven and contextualized offers, with reduced transaction time.

Policymakers

Being able to reference real-time data for nuanced sensemaking.

What success looks like

Reduced Time to Offer

Candidates experience faster offers by at least one week compared to other previously offered candidates.
Improved candidate CSAT

Agency Adoption

Number of public service agencies on the platform
Public Service HR Team CSAT

Strategic Policymaking and Implementation

Ability for targeted policy intervention at scale
Policy Team CSAT

Next Steps

Key stakeholders as well as public feedback during Demo Day indicated strong interest. The product team is invited to discuss with key stakeholders on implementation strategy and timelines.

If you are from a public service agency and would like to take a look at our prototype, please reach out to any of us via Teams!

Brought to you by

Yuanruo L. - Software Engineer
Jun Yi L. - Product Manager
Cher Yuan L. - Domain Expert