Singapore grant planning
WDG(JR+) Application Guide: Prepare Your Workforce Project
To prepare a WDG(JR+) application, define the business change and affected roles, check employer eligibility, and agree the consultant route and project scope. Gather the proposal, quotation and outcome measures before committing expenditure. Use the programme administrator’s current instructions; CLEAR Talent’s planning checklist is not an official application form.
By the CLEAR Talent team4 min readLast reviewed
Key takeaways
- Define the changed role before choosing tools.
- Confirm eligibility, consultant involvement and costs before commitments.
- Keep the proposed outcomes, evidence and accountable owners together.
A strong starting point is a problem in the work, not a list of software features. Explain which tasks need to change, who performs them today and what the redesigned job should achieve. That gives an adviser something concrete to assess.
The steps below help you prepare a useful discovery conversation. They do not predict an award, determine eligible expenditure or replace the administrator’s application requirements. JustHR is CLEAR Talent’s Singapore HR partner; confirm the named delivery and application parties for your own project.
1. Describe the business change in one page
Write down the process that is changing, the current tasks and the intended future responsibilities. Include the approximate number of people affected and the manager accountable for the work. Explain what will stop or become simpler as well as what will be added.
For example, a service team moving towards proactive customer success needs more than a new title. Discovery conversations, account planning and adoption analysis create different capability requirements. Keep this as an illustrative design discussion until the project and its outcomes have been agreed.
2. Check the employer and the proposed engagement
SBF’s published entry criteria include being registered or incorporated and operating in Singapore and employing at least three local employees, meaning Singapore citizens or permanent residents. Check the current conditions and any case-specific questions directly with the administrator.
SBF also identifies pre-application restrictions on payments and signed contracts or purchase orders. Resolve timing before committing to the proposed work. The preparation conversation should establish the relevant consultant, proposal and quotation requirements rather than assume any HR provider can submit any project.
3. Assemble a discovery pack
Use the checklist as a working folder for the first discussion. It separates the evidence you can collect internally from the proposal and cost breakdown that need agreement with the delivery parties. It is not an exhaustive list of official submission documents.
Checklist
Employer preparation checklist
Business and roles
- A short description of the process or business change.
- Current role descriptions and a draft of the future responsibilities.
- Affected departments, indicative headcount and internal project owner.
Capabilities and outcomes
- An initial skills-gap assessment with its rating scale and evidence.
- Proposed worker and business outcomes, with the current baseline where known.
- A manager adoption and review plan, including who will collect the evidence.
Scope and commercial checks
- The named consultant and administrator route, confirmed for the engagement.
- A proposal and quotation that distinguish consultancy, capability building and technology.
- Written confirmation of application timing and which commitments must wait.
A preparation checklist created by CLEAR Talent, not an official grant form.
4. Explain why technology belongs in the project
The government FAQ states that workforce technology must be combined with consultancy or capability building. Describe which part of the changed work the tool supports and how the people using it will learn the new practice.
For CLEAR Talent, a practical discussion is the connection between role requirements, assessments, development actions and progress reporting. Keep the platform scope specific. Do not describe an ordinary subscription as funded before the employer, project and costs have been assessed.
5. Agree evidence and decision points
Decide when the team will review the role design, the pilot and the development outcomes. A useful evidence record identifies the measure, its owner, the baseline date and the follow-up date. Mark a baseline as unknown if it has not been measured; do not invent a starting number.
Keep administrator correspondence and the approved scope with the working plan. If the proposed role, cost or delivery arrangement changes, check whether that affects the application before proceeding. The platform can organise performance evidence, but the administrator decides what is acceptable for a claim.