Raffles Consulting Services
Build a useful WDG Job Redesign+ evidence file covering business diagnosis, redesigned roles, staff outcomes, costs and delivery records.
A Job Redesign+ project file should show why the business needed to change, which roles changed, what employees experienced and whether the approved work was delivered. Keep that evidence while the project is running. Reconstructing it after implementation is slower and usually produces a weaker account of the changes.
The SkillsFuture Workforce Development Grant (Job Redesign+), or WDG(JR+), launched in March 2026. It supports workforce consultancy, capability building and workforce technology. The funding headline is useful, but it is not the project plan. Employers still need a clear business case, an approved scope and records that connect spending to workforce outcomes.
Check that the company and project fit first
The Ministry of Manpower’s Enterprise Workforce Transformation Package factsheet says a participating enterprise must be registered or incorporated and operating in Singapore and have at least three local employees. Local employees are Singapore citizens or permanent residents.
The current official WDG and Job Redesign+ questions and answers state support of up to 70 per cent for SMEs and 50 per cent for non-SMEs, subject to an overall S$150,000 cap per enterprise. The three component caps are up to S$50,000 for workforce consultancy, S$60,000 for capability building and S$90,000 for workforce technology. A workforce technology component must be combined with workforce consultancy or capability building.
Those are ceilings, not automatic awards. Use the approved offer, agreement and programme-partner instructions for the actual project scope, supported costs, milestones and evidence. If those documents conflict with a general summary, the project-specific requirements need attention before work proceeds.
Start with the business diagnosis
Keep the documents that explain the original problem. Useful records include workload data, process maps, vacancy or turnover figures, service delays, employee feedback and the management decision that authorised the project. A short dated note should state which problems the company expected job redesign to solve.
Do not rely on a broad statement such as improving productivity. Record the starting facts. A logistics team might have repeated manual scheduling, supervisors spending several hours a week correcting rosters and employees performing duplicate data entry. These facts create a baseline against which the redesigned work can be assessed.
Record each role before and after the change
For every affected role, keep the old job description, the approved redesign and the final job description. Add a simple task comparison showing what was removed, added, automated, combined or moved to another role. If responsibilities changed during implementation, record who approved the change and why.
| Evidence area | What to retain | Question it answers |
|---|---|---|
| Starting position | Old job descriptions, process data and staff numbers | What was happening before the project? |
| Approved design | Scope, role maps, milestones and approval correspondence | What change was authorised? |
| Delivery | Workshop records, system configuration, training and acceptance | Was the agreed work completed? |
| Employee effect | New duties, skills records, feedback and deployment dates | How did work change for local employees? |
| Cost | Contracts, invoices, payment proof and ledger entries | Do the costs match the approved scope? |
Keep capability-building evidence specific
The official scheme material describes capability building as developing in-house expertise through onsite support, mentoring and training for line managers and HR personnel. An attendance sheet alone may show who was present, but it does not show what the participants can now do.
Retain the agenda, materials, attendance, exercises and completed work products. If line managers learned to conduct task analysis, keep a sample analysis completed by them. If HR learned workforce planning, retain the skills inventory or staffing plan produced during the project. Make sure personal data is handled properly and unnecessary employee information is not copied into a grant file.
Match technology records to redesigned work
The current government workforce-support directory confirms that WDG(JR+) covers workforce consultancy, capability building and workforce technology. The official questions and answers give examples such as skills diagnostics, learning systems, workforce analytics, gap-analysis tools and AI-enabled HR technology. Keep the needs assessment, approved solution, configuration record, testing, user acceptance and deployment evidence.
A software invoice does not explain which job changed. Add a short link between the system function and the redesigned task. For example, automated roster suggestions may remove manual compilation from a supervisor role while leaving final scheduling judgment with the supervisor. That account is more useful than a generic claim that the system saved time.
Build a monthly evidence check
Once a month, the project owner, finance lead and HR lead should review the file together. Confirm that the current scope still matches the approval, new commitments are authorised, deliverables have acceptance evidence and invoices reconcile to the ledger. List missing items with a named owner and due date.
Suppose an SME has an approved consultancy and capability-building project. The consultant completes a diagnostic, six roles are redesigned and eight managers attend workshops. A credible file would contain the diagnostic, approved role changes, old and new job descriptions, workshop evidence, manager work products, employee communication, implementation dates and the related cost records. If two roles are later removed from scope, the file should show the approved change rather than quietly omitting them.
Separate grant records from normal management records
The grant file should be complete enough for the programme process, but management should also retain the operational evidence it needs after the claim. Post-project measures may include cycle time, error rates, overtime, vacancies, employee adoption and service quality. Choose measures that fit the actual redesign instead of forcing every project into the same productivity percentage.
Employers comparing funding routes can read our 2026 SkillsFuture Enterprise Credit transition guide and Singapore business support guide. The Enterprise Support and Grants hub connects the wider schemes.
A well-kept file gives management the same answer it gives the programme administrator: this was the problem, this was the approved change, this is what was delivered, these are the costs and this is how employees’ work changed.