Talent Acquisition And Retention

CDL adheres to the Tripartite Guidelines on Managing Excess Manpower issued by the Ministry of Manpower (MOM) and its tripartite partners, Singapore National Employers Federation and the National Trades Union Congress. The company supports and shares a similar philosophy as the Tripartite Guidelines, which strongly encourage companies to manage excess manpower and consider reorganisation as a last resort. The Guidelines also suggest providing company retraining programmes for workers, redeployment of workers to alternative areas of work, implementing shorter work weeks, temporary layoffs, flexible work arrangements, and managing wage costs through a flexible wage system.

In the event of termination or employee resignation, a minimum notice period of one to three months needs to be fulfilled, depending on the employee’s job grade. Due to operational requirements, middle and senior management are required to provide a notice period of two and three months respectively.

As at 31 December 2016, CDL has a workforce of a total of 413 employees. 93% of the Head of Departments (HODs) are Singaporeans or Permanent Residents, hired from our local community. Close to 7% of our employees are hired on permanent contract basis.

New Hires

Out of the 52 new hires in 2016, 44 were replacements for existing positions and 8 were for newly created positions to support the company’s expansion and diversification plans.

Employee Retention

CDL’s successful employee engagement is evident from our employees’ length of service. The average tenure of our employees is about 9.4 years and more than 55% of our employees have been with CDL for more than five years. CDL’s employee turnover rate of 14.6% continued to remain significantly lower than the national average of 21.6% in 2016.

* Computation of annual employee turnover
is based on cumulative monthly attrition rate
derived from the number of resignations for the
month / headcount for the month found on the
Ministry of Manpower website.

*+ Using National Average as at 2016

Retirement and Re-employment Practices

The re-employment legislation requires employers to offer re-employment to employees with satisfactory performance and who are medically fit.

Since 2005, CDL has extended re-employment to employees who have reached retirement age. Employees who are due for retirement but still able to contribute to CDL can remain employed at full pay. At age 62, employees who meet CDL’s re-employment criteria (i.e. satisfactory performance and medically fit, with availability of a suitable role), will be re-employed in the same job. They will be offered an annual contract with no change in existing benefits and salary, and are also eligible for all bonuses.

As stipulated by legislation, CDL also provides a one-off Employment Assistance Payment for employees who reach age 62 but do not meet the criteria for re-employment.

In 2016, CDL had 15 employees above the age of 62. Five employees (at age 62) were re-employed in the same job, while two employees were eligible for the Employee Assistance Payment.