and unreliable. For some, engaging temporary manpower agencies may mean high fees for the company. For others, the quality of work from short-term contractors may be inferior to that of permanent workers. When we shared our findings that there were indeed self-motivated workers who wished to take up permanent jobs but were deterred by the low pay, employers were quick to point out that they paid “market rates”. They also highlighted the slew of benefits they provided, including CPF contributions, medical and annual leave entitlements. The short-term versus longterm costs to employers of hiring casual workers deserve closer examination. Could the direct and indirect costs of offering non-permanent work arrangements be redistributed to enable higher salaries for permanent work? Members of the reference group session also considered the value of introducing minimum wage in Singapore. One thread of discussion was that minimum wage had been typically set low, and was not meaningful for motivated workers seeking to improve their work situation as was the case for most of the workers we interviewed. NTUC’s Progressive Wage Model (PWM) appears more promising, since it promises wage increases tied to higher productivity. Members in the reference group session thus asked for PWM to be introduced to more sectors. We think this may be more viable, and welcome especially the Sectoral Manpower Plan announced by the government to coordinate efforts to effect sectoral transformation through job redesign. This has the potential to go beyond simple increments, which has been the complaint about the PWM.
Section 4.4 also suggests an extended work-study
arrangement that can help tip workers over to better jobs.
4.3 Effects of Casual Work on Skills Deepening, Progression and Longterm Employability Members of the reference group session additionally questioned if the policy focus in Singapore to get non-permanent workers into permanent work is desirable, as workers are already earning more and enjoying higher flexibility in casual work arrangements. Some suggested that casual employment be acknowledged as an alternative and legitimate employment system, and workers be channelled into such jobs accordingly. The case of the technical theatre industry discussed in the preceding chapter suggests that casual work can lead to skills specialisation and progression. Workers,
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