Bridge gap in progression between degree holders and non-graduates

The recommendations of the Applied Study in Polytechnics and ITE Review (ASPIRE) Committee are necessary and timely (“Better prospects for poly, ITE grads as S’pore adopts ‘cultural shift’”; Aug 26).

From recent forums at post-secondary institutes, I realised many of the students are pursuing courses for the sake of a paper qualification.

The mentality of getting a degree/diploma over and done with is increasing due to society, family and peer influences. Many usually see paper qualifications as the only route to good jobs and success in life.

We also have a group of graduates who expect faster promotion to management and higher salaries just because they are degree holders.

Companies are facing a need to create more managerial positions and redesign operational roles into supervisory roles to retain staff. The danger is we will have a top-heavy workforce and fewer operationally skilled workers.

Everyone should be hired based on their merits, and remunerated based on what they do. It is tough to provide equal opportunities in all areas, but what is important is to bridge the gap in remuneration, progression and personal development.

We can still have a differentiated starting salary range for Institute of Technical Education (ITE), polytechnic and university graduates, but we must consider closing the gaps.

And whether the salaries of degree holders should be increased should be based on future market demands and growth.

We must provide a fair assessment system to determine an employee’s career progression and reward him fairly — based on performance and not only his entry point. Firms must provide non-graduates with professional development support to take on graduate appointments.

Each job and sector has its demands. However, the intent of ensuring a progressive and inclusive workforce, where no one is left behind in career opportunities and personal development, must cut across all sectors even as the approach and process can be different.

Change takes time and we are looking at a mindset shift for all parties: Parents, employers, customers and employees themselves.

Whether the implementation of the ASPIRE recommendations is effective will be evident only in seven to 10 years.

The place-and-train programme will be piloted in 2016, which means two or three years in the ITE or polytechnic, two years in National Service and three years in the programme. That already makes up seven years.

We need a collaborative effort between the Government and the private sector to ensure success in implementing the recommendations. And I say we would see the fruits of the labour 15 to 20 years from now.

The ASPIRE committee’s report provides the direction ahead, but details of the operational plans and execution are still vague.

I believe, in due time, the Education Ministry will enlighten us with more information.