Career Conversion Programme for Logistics Professionals: What Employers Can Claim

You're hiring someone from outside logistics into an operations, planning or coordinator role. The career conversion programme for logistics professionals pays 70% of their salary, capped at S$5,000 a month. Hires aged 40 and above, or out of work six months or more, get 90%, capped at S$7,500. Support runs up to six months for PMET roles and three for the rest. That's per the Supply Chain and Logistics Academy (SCALA).

Sources checked on 23 September 2026. Written for employers, not job seekers.

The rate is the easy part. The hard part is a three-month approval clock that starts on your hire's first day. Here's how the programme works, what it pays on real salaries, and where logistics applications stall.

Key takeaways

• SCALA runs the Place-and-Train CCP for Supply Chain and Logistics Professionals and Coordinators. Applications reopened on 7 July 2026, after the move to the new Business Grants Portal.
• Support is 70%, capped at S$5,000 a month. Hires aged 40 and above, or out of work six months or more, get 90%, capped at S$7,500.
• PMET roles get up to six months at a minimum fixed salary of S$3,200. Non-PMET roles get up to three months at S$2,400.
• Your hire must be registered and approved within three months of starting work.
• SCALA pays the grant only after the whole programme ends, so your payroll carries the full salary first.
• We work on new hires only. Retraining your own staff is a separate route, compared in Place-and-Train versus Job Redesign.

What the career conversion programme for logistics professionals covers

The logistics CCP funds salary while a mid-career hire learns a new logistics role on the job. SCALA's new-hire page names the programme and its mode: Place-and-Train. It serves people from a different sector or a different job. Your company hires them, trains them under a written plan, and claims part of their salary back.

SCALA frames the problem plainly. Logistics roles demand quick impact, so hiring from outside the industry feels risky. The programme buys you a structured ramp-up instead of a gamble.

Two limits shape everything below. The hire must be new to the role, and the role must sit inside SCALA's logistics scope. Get either wrong and the rate never matters.

Who runs it, and how do you apply in 2026?

You apply through SCALA, not directly to the agency. SWDA's CCP FAQs explain that programme partners, usually industry bodies, run individual CCPs with companies. For supply chain and logistics, that partner is SCALA, based at Bulim Avenue in Supply Chain City.

The route changed this year. SCALA's page says CCP applications resumed from 7 July 2026, after the transition to the new Business Grants Portal. It now splits the application by job level and fixed salary:

• Non-PMET, minimum fixed salary S$2,400.
• PMET, minimum fixed salary S$3,200.

Pick the wrong form and you start again. So settle the job level and the fixed pay before anyone opens a portal. You'll still see older pages call this a WSG programme. SWDA is the agency now, and we cite its current documents for the general rules.

The published numbers, side by side

Most confusion comes from mixing SWDA's general rules with SCALA's programme rules. Here they are apart, from SCALA's new-hire page and SWDA's factsheet.

Rule	Logistics CCP (SCALA)	SWDA, all CCPs
Standard support	70%, capped at S$5,000 a month (below 40)	Up to 70%, capped at S$5,000
Enhanced support	90%, capped at S$7,500 (40 and above, or unemployed 6 months plus)	Up to 90%, capped at S$7,500
Support period	Up to 6 months PMET; up to 3 months non-PMET	Typically 3 to 6 months
Minimum fixed salary	S$3,200 PMET; S$2,400 non-PMET	Market rate
Timing	Registered and approved within 3 months of starting work	Approved within 3 months of the employment start
Start date	Programme starts on the first day of each month	Not specified
Hours	Full-time or part-time (under 35 hours a week)	Flexi-load accepted since 1 April 2025
Payment	At completion of the whole programme	Via claims to the partner

Treat the middle column as the one that binds you. SWDA's factsheet lets individual CCPs add their own entry requirements, and these are SCALA's.

Which roles qualify? The SSIC test

Your business classification decides how wide the door opens. SCALA's page sets two rules, keyed to your Singapore Standard Industrial Classification (SSIC) code:

• Logistics companies can put forward all operational roles, plus generic roles that need logistics specialist knowledge.
• Non-logistics companies can put forward specific logistics roles only.

So a freight forwarder hiring a sales executive may qualify, because the role needs logistics knowledge. A food manufacturer hiring a general sales executive probably doesn't. That same manufacturer hiring a warehouse planner could.

SCALA's older new-hire brief, dated July 2025, gives examples of support roles that fit. It lists logistics services sales, e-commerce marketing with fulfilment support, HR business partner, and shipping insurance claims adjuster. Treat those as illustrations, not an approved list.

Does my hire count as a career conversion?

Only if they come from a different sector or held a different job role before. SCALA states that test directly. A retail supervisor moving into warehouse operations converts. A warehouse supervisor from a rival 3PL, joining your warehouse, doesn't.

One published exception helps. SWDA's employer page lets someone with a continuous two-year employment gap take a role like their old one. We explain that route in CCP and a career break.

Is it PMET or non-PMET? Why the label matters

The job level sets both the salary floor and the support period. SCALA gives examples of each.

Level	Example roles (SCALA)	Minimum fixed salary	Support period
PMET	Managers, engineers, technicians, supervisors, analysts, executives, directors	S$3,200	Up to 6 months
Non-PMET	Operators, assistants, administrators, coordinators	S$2,400	Up to 3 months

Fixed salary includes fixed monthly allowances, per SCALA. Overtime and shift premiums that move each month aren't fixed. Don't count them towards the floor until SCALA confirms your structure in writing.

One more line is ours, not SCALA's. Our eligibility check asks for a basic monthly salary of at least S$3,000. A coordinator on S$2,400 to S$2,999 clears SCALA's floor but falls below ours. We'd rather you heard that now.

What the support is worth on real salaries

Here's the arithmetic on SWDA's published rates. The sums are ours, not SCALA's or SWDA's, and assume the full period is approved.

Role	Fixed monthly salary	Rate	Months	Total support
Non-PMET	S$2,400	70%	3	S$5,040
Non-PMET	S$3,000	90%	3	S$8,100
PMET	S$3,200	70%	6	S$13,440
PMET	S$4,000	70%	6	S$16,800
PMET	S$4,000	90%	6	S$21,600

Caps don't bite at these salaries. A 70% cap of S$5,000 only binds above S$7,142.86 a month. Per SWDA's FAQs, pay above the cap still earns support, limited to the cap. Read the mechanics in CCP salary support explained, and the 40-plus band in the grant for hiring older workers.

Notice the gap between the rows. A PMET hire on six months earns roughly three times a non-PMET hire. That difference should shape how you define the role, honestly, before you advertise it.

The 3-month approval clock, and the first-of-the-month start

SCALA's page says new hires must be registered and approved within three months of starting employment. SWDA's FAQs carry the same rule for every Place-and-Train application. It's a deadline on approval, not on submission.

Now add our own number. Our pricing page puts expected approval at week 12 to week 15. That window overlaps the three-month limit. If you file on your hire's first day, approval could land after the deadline.

So work backwards. Our pricing FAQ advises securing the approval letter before you recruit. With SCALA, ask in writing whether it accepts registration before the employment start date. If it doesn't, you need the hire's paperwork ready on day one.

SCALA adds a second rule. The programme commences on the first day of each month. That holds even on a weekend or public holiday. On our reading, a hire who joins on 15 October starts the programme on 1 November. Confirm that with SCALA, because support follows logged training time.

The general rules sit in the three-month CCP application deadline.

The OJT blueprint: where applications are won or lost

Your hire trains on the job, supervised by a senior staff member for the whole three or six months. SCALA wants the on-the-job training (OJT) blueprint before the programme starts. If you don't have one, SCALA offers to create it based on the job role.

That blueprint does more work than most employers expect. SCALA says the trainee and supervisor log and sign OJT against it. It also says the grant is paid on the total time spent on OJT. A thin plan means thin logs, and thin logs mean a smaller claim.

Picture a new inventory planner in a Jurong warehouse. Week one covers the warehouse management system. Weeks two to four cover cycle counts, slotting and replenishment triggers. Months two and three move to demand signals and supplier lead times. Each block names who teaches it and what the hire produces.

Keep induction out of the plan. Orientation shows no skills gap, and it's one of the patterns in why CCP applications get rejected.

What SCALA asks you to submit

SCALA lists seven documents for each participant. Prepare them all before you start registration, because SCALA won't take responsibility for delays caused by resubmissions.

1. Company ACRA profile, less than six months old at the CCP start date.
2. Letter of Employment, duly signed.
3. Letter of Undertaking, signed by all parties.
4. The last six months of CPF contributions.
5. The participant's CV.
6. The participant's job description.
7. The OJT blueprint for the new role.

Check the candidate against SCALA's exclusions at the same time. Your hire can't be an immediate past employee, or a shareholder or relative of one. They can't draw other government funding for related employment. Our walkthrough of the four exclusions is in hiring a relative under CCP.

When does the money actually arrive?

After the programme ends, not during it. SCALA processes salary support for payment only at completion of the whole programme, after three or six months. Until then, you pay the full salary yourself.

Plan the cash for it. On a S$4,000 PMET hire approved for six months, you pay S$24,000 in salary before any claim. Employer CPF comes on top. That's our arithmetic, not SCALA's.

SCALA also warns about audits. WSG, SCALA or external auditors may check compliance. Non-compliant companies face clawback and risk a ban from grants across all government agencies. Keep training logs monthly, signed on time.

What happens after you submit is set out in when CCP grant money arrives. The tax side is in whether the CCP grant is taxable.

Does paying for help make sense here?

Sometimes it doesn't, so compare our fees with the support before you decide. Our published fees are S$4,600 in total under Option B. Option A is S$4,500 plus a success fee of 1.5%, capped at S$360.

Take a non-PMET hire on S$3,000 at 70% for three months. Support comes to S$6,300. Option B would leave S$1,700 of it; Option A comes to S$4,594.50. That's a thin margin for outside help, on our arithmetic.

Now take a PMET hire on S$4,000 at 70% for six months. Support comes to S$16,800. After Option B, S$12,200 remains. After Option A, at S$4,752, S$12,048 remains.

Our honest view: for a single non-PMET hire, file directly with SCALA. The criteria are public, and SCALA even drafts the blueprint. Help pays for itself on PMET hires, 40-plus hires, or a tight start date.

Who should stop here

You're retraining staff you already employ. That's Job Redesign Reskilling. SCALA runs it separately, and this practice doesn't take it on.

Your candidate has done this job before. SCALA needs a different sector or a different role, unless the two-year gap exception applies.

You're not a logistics company, and the role isn't a specific logistics role. The SSIC test rules it out.

You can't pay the full salary until the programme ends. The grant arrives at completion, not monthly.

The hire isn't a Singapore Citizen or PR aged 21 or above. No partial route exists.

You'd rather host a trainee without employing them. That's a different mode, covered in Attach-and-Train CCP for host employers.

What to do this week, in order

1. Check your SSIC code, then decide whether the role counts under SCALA's scope.
2. Label the job PMET or non-PMET honestly, and set fixed pay above the matching floor.
3. Test the person: new sector or new role, Singapore Citizen or PR, and 21 or older. Check they're two years past their last qualification or National Service.
4. Draft the OJT blueprint in monthly blocks, or ask SCALA to draft one.
5. Ask SCALA in writing whether it registers before the start date, and which first-of-month start applies.
6. Budget the full salary for the whole period, and open a folder for signed OJT logs.

Frequently asked questions

Can a non-logistics company use the logistics CCP?

Yes, but only for specific logistics roles. SCALA's page limits non-logistics companies that way, while logistics companies can put forward all operational roles. Your SSIC code decides which rule applies. Ask SCALA to confirm a borderline role before you make the offer.

Can I hire part-time under the logistics CCP?

Yes. SCALA accepts full-time or part-time employment, and defines part-time as under 35 hours a week. SWDA has accepted flexi-load on Place-and-Train since 1 April 2025. The mechanics are in CCP flexi-load explained.

How long does SCALA's salary support last?

Up to six months for PMET roles and up to three months for non-PMET roles. SCALA pays on total logged on-the-job training time. So an approved period only turns into money when the logs support it.

Can a hire aged 40 or above get 90%?

Yes. SCALA pays 90% of salary, capped at S$7,500 a month, for hires aged 40 and above. Hires unemployed for six months or more reach the same band. Below 40, the rate is 70%, capped at S$5,000.

What if my hire leaves before the programme ends?

SCALA pays only at completion, based on logged training time. Its published page doesn't say how an early exit is settled. Ask SCALA in writing before you rely on a partial claim, and keep monthly logs either way.

Check the hire before you commit to it

Your clock on this programme starts on your hire's first day, not when you decide to apply. So test the hire before you make the offer, while every date is still yours to set.

Run our eligibility check against the person and the role you have in mind. It takes about a minute, and passing it opens the payment options on our pricing page. A paid consultation then turns your case into a quotation, so you see the cost before anything is filed.

If you'd rather write first, send the role, your SSIC code, the salary and the planned start date. We read everything that arrives at hello@ccpconsulting.sg and reply with what we'd check first.

About this article. On 23 September 2026 we read SCALA's new-hire CCP page and SWDA's employer page. SWDA's factsheet and FAQs are cited by content. The July 2025 SCALA brief is cited for role examples only. Tables, payroll figures and fee comparisons are our arithmetic on published rates. Week 12 to 15 is this practice's published expectation, not a programme standard.

What's deliberately absent: SCALA's rule on early exits and whether it registers before the start date. Nor is there a formal list of approved roles. We haven't guessed at them.

Programme rules, salary floors and support periods are set by SWDA and its programme partners, and they change. Eligibility is assessed case by case. Confirm your position with SCALA or a qualified adviser before you commit to a hire. Nothing here implies influence over an approval decision, and nothing here is legal, tax or employment-law advice.