Raffles Consulting Services
Flexible-work job-redesign evidence should connect the role, process, employee input, outcomes and grant file under WDG(JR+).
Flexible-work job-redesign evidence should show how a role and its work process will change, who was consulted, what the business expects to improve and how the result will be measured. Buying collaboration software or allowing occasional remote work does not, by itself, prove job redesign.
A useful project file connects the business problem, redesigned duties, flexible-work arrangement, technology, employee safeguards and outcome measures. It also separates the company’s operating decision from any funding decision.
Start with the job, not the grant
Describe the current role in practical terms. Record its core duties, handoffs, work location, service hours, peak periods, approval points and measures. Identify the part that prevents flexibility or creates avoidable delay.
The MOM parliamentary answer of 10 September 2026 says employers can use the SkillsFuture Workforce Development Grant (Job Redesign+) for projects that redesign roles and work processes to better accommodate employees across life stages and caregiving responsibilities. That statement supports genuine work redesign. It does not make every flexible-work cost eligible.
Write the business reason without funding language. For example, a team may need to preserve service coverage while reducing manual handoffs, improve retention in a hard-to-fill role, or spread specialist work across locations.
Map the redesigned work
Set out what the employee will stop, start and continue doing. Show which tasks must remain on site, which can move, and which need a different approval or scheduling process. Name every affected role, not only the grant applicant’s chosen job title.
Record the before and after workflow. A hybrid schedule may fail when a physical signature, paper file, customer queue or manager-only decision still requires the employee to return to the office. Redesign these dependencies before describing the arrangement as workable.
If technology is required, connect each feature to a redesigned step. State who owns access, data quality, security, support and fallback. The system is an enabler, not the outcome.
Consult the employees who do the work
Ask affected employees where delays, interruptions and coverage gaps occur. Record their concerns about workload, communication, progression, performance measures and access to supervisors. A consultation record should include the issue raised, the response and the resulting design decision.
The TAFEP guidance on flexible-work arrangement requests explains the formal request process and the need for employers to consider requests properly. A project-level consultation does not replace that process, and a grant application does not remove the employer’s employment obligations.
Include employees who cannot use the same arrangement. Test whether the redesign shifts undesirable duties, peak coverage or customer pressure onto colleagues who work on site.
Define fair operating rules
State eligibility, core hours, service coverage, location, equipment, response expectations, data handling and review dates. Explain how the company will handle comparable roles consistently while allowing genuine operational differences.
Use output and service measures where possible. Monitoring presence through constant video or activity logs can undermine trust and may produce poor information. Managers should know what result is expected and when intervention is needed.
Record how training, meetings, promotions and high-value assignments will remain accessible. A flexible worker should not become less visible merely because a manager has not changed the team’s routines.
Build the funding evidence separately
The MOM WDG(JR+) factsheet states that support can reach 70% of project costs, capped at S$150,000 per enterprise, with higher support levels for SMEs. Participating enterprises must be registered or incorporated and operating in Singapore and have at least three local employees.
Keep the current programme page, approved scope, quotation, contract, project plan, invoices, payment evidence and acceptance record together. Do not present the headline support level as a promised reimbursement. The approved activity, costs and conditions control the claim.
Separate internal payroll, vendor fees, software, equipment, training and other costs. Note which items are within the approved project and which are company-funded operating costs.
Measure a real baseline
Choose measures before the change begins. Useful measures may include processing time, rework, service coverage, overtime, error rate, vacancy duration, employee retention and employee experience. Use a stable period and explain any unusual event.
Do not claim that flexible work caused every improvement. Record hiring changes, demand shifts, system upgrades and policy changes that also affected the result. A credible review can report a mixed outcome.
Set short and longer review dates. The first review can catch access and scheduling problems. A later review can test whether performance and retention effects lasted.
Preserve the raw baseline and the calculation method, not only a presentation chart. When the measurement changes, show the earlier and revised definitions so management can distinguish a genuine improvement from a different way of counting.
Use a flexible-work job-redesign evidence table
| Area | Evidence | Decision owner |
|---|---|---|
| Current work | Role and workflow baseline | Business lead |
| Redesign | Before and after duties | Role manager |
| Employee input | Issues and responses | HR lead |
| Operating rules | Coverage and access controls | Department head |
| Funding | Approved scope and costs | Finance owner |
| Results | Baseline and review data | Project sponsor |
Close the project without ending the review
At completion, compare the delivered process with the approved design and explain any variation. Obtain employee feedback, management acceptance and evidence that the operating rules are now part of normal supervision.
Keep a short exception register for recurring coverage failures, access problems and uneven workload. Assign an owner and review date. If the arrangement no longer works, change it through a fair process and retain the reason.
The Job Redesign+ evidence guide covers the wider project file. The Singapore business support decision guide is the pillar cornerstone.
Flexible-work job-redesign evidence should prove a better operating model and a fair employee experience. The Enterprise Support and Grants hub connects the wider funding library.