How to Write a CCP OJT Training Plan That Gets Approved (2026)

To write a CCP OJT training plan that gets approved, map how your new hire moves from the old job to the new one during the funded training. Split it into topics of no more than a month where your programme sets that limit, and give each topic a competency, action steps, dates and sign-off by company and trainee.

For a new hire, approval must land within 3 months of starting employment, according to the CCP FAQ from SWDA (formerly WSG). SBF's CCP-SME page requires a plan covering the 3-month training period. The trainee and supervisor must both acknowledge it. Read the three-month CCP application deadline alongside your plan.

Key takeaways

• 3 months is the clock. For a new hire, approval must land within 3 months of the start date, so the plan can't wait.
• 3 topics, 1 month each. On CCP for SME Professionals, SBF asks for at least 3 topics, none longer than 1 month.
• 3 to 6 months of OJT. Length depends on the programme: AutomationSG's engineer CCP prints 6 months for a new hire.
• Endorsed before day 1 of training. The Wholesale Trade page says the plan must be validated and endorsed by the partner before CCP training starts.
• 2 signatures, 3 years of records. SBF's template is signed by the company and the trainee, and evidence is kept for at least 3 years.

What is a CCP OJT training plan?

It's a dated explanation of what your new hire needs to learn. Your CCP on-the-job training plan should link the previous job, the new role and the work that builds the new skills.

SWDA describes training as structured OJT delivered by the hiring employer, with external structured training where required. So your workplace tasks matter. They're how the hire builds the skills.

Under Place-and-Train, you hire a jobseeker and provide OJT for a new growth role. This article covers new hires only. Job Redesign Reskilling for existing staff isn't covered here, as explained in Place-and-Train versus Job Redesign.

A job description tells you what the employee will do. The plan should explain how they'll learn to do it.

What is CCP in Singapore, and where does the plan fit?

CCP is SWDA's salary-support scheme for employers who hire and reskill mid-career switchers. The OJT plan is the part of the file that shows the reskilling is real.

SWDA runs CCPs in around 30 sectors, and close to 44,000 workers were placed through them from 2020 to 2025. For a new hire aged 40 and above, or one unemployed and actively seeking work for 6 months or more, SWDA's enhanced rate is up to 90% of monthly salary, capped at S$7,500 a month. Where a programme needs structured external training, the factsheet adds a 70% course fee subsidy.

Where external training applies, pages such as Wholesale Trade treat it as one "OJT and classroom training plan". Our note on the CCP course fee subsidy covers the cost side.

Why the plan is really a calendar problem

The approval deadline gets closer while you write. A clear plan helps you build a complete file, but it doesn't promise approval.

The money riding on it is real. For a hire under 40, SWDA's factsheet sets salary support at up to 70% of monthly salary for the training duration, capped at S$5,000 a month. On a 3-month plan that's up to S$15,000 at the cap, on our arithmetic. Miss the window and, under SWDA's FAQ, the hire no longer counts as a Place-and-Train new hire.

Take a hire starting on Monday 12 October 2026. Applying SWDA's 3-month approval rule puts the line at Tuesday 12 January 2027.

SBF estimates around 6 weeks after receiving all documents. It rejects submissions that leave less than 4 weeks for approval. In our practice, approval takes 12–15 weeks; that's our own figure, not SWDA's or SBF's, so with a hire already on payroll there's little slack. The dates below are our arithmetic from SBF's and SWDA's published rules.

Milestone	Date	Source
Hire starts	Mon 12 Oct 2026	Our example
Complete file: latest under the 6-week estimate	Tue 1 Dec 2026	Our calculation using SBF's estimate
4-week submission hard edge	Tue 15 Dec 2026	Our calculation using SBF's cutoff
3-month approval line	Tue 12 Jan 2027	Our calculation using SWDA's rule

Count back from the last row: a complete file by 1 December keeps you inside SBF's estimate, and anything after 15 December risks rejection on timing alone. Neither date decides the outcome. You write the plan yourself, so it's the part of this timetable you control.

What the official documents actually ask for

The documents ask for structured learning and a real employer commitment. They don't ask you to make ordinary duties sound impressive.

SWDA's factsheet requires employers to commit to training arrangements for the individuals they select. On CCP for SME Professionals, SBF adds that you "must put in place structured OJT for the candidate". The plan must align with the training period and be acknowledged by the trainee and supervisor.

SBF's CCP-SME briefing deck puts the assessment question plainly:

“Is company able to develop structure OJT plan for the CCP period?”

Read that as a delivery question. Your company has to show it can teach the new skills through real work, and your supervisor has to be able to say what progress looks like.

SBF's declaration also warns that inaccurate declarations can lead to grants being withheld or clawed back. Write only what your team can deliver.

What goes in each column of the partner's template?

Each column links a learning goal to its delivery and completion. Keep planned activity separate from evidence of what actually happened.

SBF publishes an OJT Development Plan (Dec 2025 Version). Its fields appear below, with our advice on filling each one. The template calls for signatures at the start of the CCP, during application submission, and again at the end. The programme partner may audit.

Column	What it asks	How to fill it (our advice)
S/N	Topic sequence	Keep the learning order clear.
Training/OJT Duration (Estimated in Weeks / Months)	Planned duration	Show the planned block for each topic.
Competencies/Skills/Knowledge needed	Learning target	Name a skill the new role needs.
Action Steps to develop the competency	Learning activity	Describe work the supervisor can observe.
Actual OJT Duration (Date)	Actual delivery dates	Record the real dates as training happens.
Completed (signed off by Host Company)	Company completion sign-off	Review the work before the company signs.
Completed (signed off by Trainee)	Trainee completion sign-off	Have the trainee confirm the learning is done.

Don't fill in completion fields for training that hasn't happened yet. Initial acknowledgement and completion sign-off serve different purposes.

How long should the plan run on your programme?

Use your programme's own duration. A timetable borrowed from another sector may not fit your application.

SWDA's FAQ puts CCPs typically at 3 to 6 months. Compare SBF's SME page with the programme pages for Wholesale Trade, AutomationSG, Sustainability and Tourism. SBF's factsheet and briefing deck supply the SME workshop and topic details below.

Programme	New-hire OJT length	Plan rule printed
CCP for SME Professionals (SBF)	3 months including a 3-day workshop	Each topic maximum 1 month; minimum 3 topics; aligned to the new role; trainee and supervisor acknowledgement.
Wholesale Trade Professionals	6 months, Tracks 1–4; 4 months, Tracks 5–7	Partner validation and endorsement before CCP training starts.
AutomationSG engineer/assistant engineer	6 months	Endorsement before CCP starts.
Sustainability Professionals (SBF)	6 months	Endorsement before starting; at least one approved sustainability course during OJT.
Tourism Professionals (SHA)	Check the programme page	Companies contextualise plans with the partner: 100% OJT or a mix with external training.

For another sector example, see the OJT blueprint for logistics hires. Check your own programme page before you fix any dates.

Can training start before the plan is approved?

Not on programmes that print a prior-approval rule. Don't start funded training until your partner says you can.

SBF's CCP-SME page states:

“Must not have started training before application is approved”

SBF's factsheet explains:

“The OJT can commence once: The PM has approved the SME's participation in the CCP and its training development plan; and The newly hired PMET has been enrolled onto the CCP.”

SBF's briefing deck adds that the company may start OJT after signing the grant's letter of offer (LOO) and accepting it. That's the grant offer, not your employment offer letter.

SWDA's 3-month window counts from the start date of employment, so the hire can already be working. Our reading: on these programmes, funded training follows approval. Confirm that with your partner before you schedule any learning.

Three calls that make a plan easy to approve

Agape Ko's view is that a readable plan makes the proposed conversion easier to assess. These are our judgements, not extra partner rules or a promise of acceptance.

1. Build from the skills gap. Compare the old job with the new role. Don't simply retell the CV. Our guides to reasons CCP applications get rejected and what counts as a growth job role explain the wider decision.
2. Give each topic a visible result. Name the competency, the learning actions and something the hire produces. Then check that the dates cover the programme's training period.
3. Name a supervisor who will review the work. Choose someone who can explain the learning and sign the record. Plan acknowledgement and completion signatures happen at different stages. Keep the evidence, too.

A simple drafting test: could your supervisor teach from this document without asking you what it means?

Five weak spots to fix before you submit

Fix vague learning, mismatched dates and missing ownership before you submit. These are our review checks. The topic limits for CCP-SME come from SBF.

• Duties copied from the job description. Replace “manage campaigns” with the skills and supervised actions that teach campaign management.
• Oversized or missing topics. For CCP-SME, SBF specifies at least 3 topics, each no longer than 1 month. Check both limits.
• Durations that don't add up. Read the dates together. Look for gaps, overlaps and unexplained blocks.
• No named supervisor or acknowledgement. Make responsibility clear before you ask anyone to sign.
• Induction presented as conversion. HR forms and IT set-up don't show how the hire learns the new role. Describe the learning work instead.

Don't hide a weak topic behind more words. Ask what the hire will be able to do afterwards, then write that plainly.

Our fill-in OJT plan template

This is our template, built from SBF's published OJT Development Plan. It's not an official form. Use your partner's own form when it has one.

The layout follows SBF's published template. Brackets are prompts for your draft, not completed evidence.

No.	Planned duration	Competency to build	Action steps	Actual dates	Company sign-off	Trainee sign-off
1	[Month 1, or a week range]	[A competency the old job did not need]	[2–4 actions the hire performs]	[Actual dates]	[Supervisor signs at end]	[Trainee signs at end]
2	[Month 2]	[Next capability needed]	[Observed tasks and output]	[Actual dates]	[Supervisor signs at end]	[Trainee signs at end]
3	[Month 3]	[Further capability needed]	[Practice, feedback and output]	[Actual dates]	[Supervisor signs at end]	[Trainee signs at end]

Before you transfer your draft, check these points:

• The total matches the training period.
• Each CCP-SME topic stays within the monthly limit stated above.
• The CCP-SME plan includes the minimum topic count stated above.
• The topics align with the new role.
• You've arranged signatures at the start and end.

A worked example: three topics for a new marketing executive

This example is illustrative, not an official sample. It shows a retail store supervisor moving into a marketing executive role at an SME.

The example uses CCP-SME's 3-month programme. Each topic runs one month, which keeps it inside SBF's limit.

Topic	Duration	Competency	Action steps and output
1	Month 1	Market and customer research	Build a competitor list, analyse customer data and present findings.
2	Month 2	Campaign planning and budgeting	Draft a campaign brief, propose a budget and review the plan with the supervisor.
3	Month 3	Running and reporting a digital campaign	Prepare campaign materials, run agreed activity and report results for review.

SBF's deck includes this AI-related task example:

“Using an AI-enabled tool (____________________), analyse data pertaining to the business landscape and environment”

Adapt it if the role uses such tools. Name the actual tool and the work involved.

Which sector guides show an OJT plan in practice?

These sector guides show OJT blocks for real roles, plus one check to run first. Read the one closest to your hire before you draft.

• IMDA's 8 ICT tracks: where the training blueprint can be up to 100% on the job.
• CCP for retail professionals: what a retailer can claim for a new hire.
• the 4 connection exclusions: check these before you write a plan for anyone you know.

Write the plan this week, in six steps

Draft the learning first, then check dates and acknowledgement. Weak topics show up faster when the old and new duties sit side by side.

1. Confirm the programme. Read its application window, training length and plan rule.
2. Compare the jobs. List old-job and new-job duties side by side. Mark the skills the hire needs to develop.
3. Group the gaps. Turn them into 3 or more topics with week or month ranges. Then check your programme's own limits.
4. Write observable actions. We suggest 2–4 action steps per topic. Use verbs that describe work the supervisor can review.
5. Arrange acknowledgement. Name the supervisor. Get trainee and supervisor acknowledgement on the required form.
6. Submit a complete file early. Allow time for partner review. Read CCP for SME Professionals for the wider application and salary questions.

You don't need polished prose. You need a plan your team understands and can follow.

What happens to the plan after approval?

The plan becomes the training record you claim against. Update actual dates and completion evidence as learning happens.

For claims, SBF's briefing deck lists a completed and duly signed OJT logbook by the employee and trainer. Don't treat an OJT log sheet as paperwork to rebuild from memory later.

SBF requires evidence to be kept for at least 3 years from final disbursement. The programme partner may audit. Read how claims and disbursement work before training ends.

Our advice: keep the plan, the reviewed work and the signed records together. That makes the learning easier to trace.

Should you write it yourself?

Yes. An owner who knows the role can write a sound CCP training plan. The template helps you organise that knowledge.

The risk often lies in the calendar and in how clearly you explain the conversion. If you can't separate learning from ordinary duties, go back to the skills gap. Don't add jargon to hide uncertainty.

Our practice handles new hires only, not the redeployment of staff you already employ. For the wider funding picture, read what CCP pays for one new hire.

Check the hire before you write a line

Check the hire's fit before drafting your CCP OJT training plan. That gives you a clearer starting point.

Our free one-minute eligibility check screens company, role, salary and timing. Our screen starts at a basic salary of S$3,000. That's our threshold, not the programme's rule. Approval letters we receive stay valid for 6 months; that's our practice figure.

If you qualify, the check shows the published payment options. You can also email us.

Frequently asked questions

Your programme's documents govern the details. These answers separate SBF's requirements from our drafting guidance.

What should a CCP OJT training plan include?

Include the competency, learning actions, planned duration, actual dates, and company and trainee sign-off. Show how each topic builds skills for the new role. Keep planned learning separate from completed training. A reader should see what the hire will practise and how the supervisor will review it.

How many topics does the OJT plan need?

For CCP-SME, SBF requires at least 3 topics, each no longer than 1 month. Other programmes may work differently, so check their own pages and forms. Don't turn the SME requirement into a general CCP rule. Build topics around real learning needs, then check the dates.

Who signs the OJT plan?

Under SBF's template, the company and trainee sign at the start and end. SBF's programme page also calls for trainee and supervisor acknowledgement. Arrange this before submission, then follow the form's completion process after training. Naming the supervisor makes clear who will review the work and keep the record.

Can the new hire start work before approval?

Yes, because SWDA's window counts from the start date of employment. On programmes that print a rule, funded training follows approval, so confirm this with your partner before scheduling OJT. The 3-month approval deadline runs from the employment start date. So the clock is already running while you write the plan.

Is there an official OJT plan template?

Yes, SBF publishes a template for its programmes. Other programme partners may use their own forms, so ask which version applies before you transfer your draft. Our fill-in table is a guide to the fields and wording. It doesn't replace the partner's form or decide whether your proposed training will be accepted.

How long must I keep OJT records?

Keep evidence for at least 3 years from final disbursement, under SBF's template. The programme partner may audit. Our advice is to keep the signed CCP OJT training plan with the work and records that support it. Make the final disbursement date easy to find, so your team can work out the retention period.

SWDA funds and sets CCP rules. Programme partners run each CCP and decide each application. Our template and example are guidance, not official forms, so confirm current forms and rules with your partner. CCP Consulting does not decide or influence any approval.

Last checked: 1 October 2026.