The WSG Board provides guidance and advice to the WSG Management on all matters under WSG's scope, including its policy, operational and promotional roles.

The WSG Board also reviews and approves the strategic plans and budgets of WSG. WSG Board members are selected from a diverse range of backgrounds, from the unions, and the private and public sectors to tap on their varied experience and perspective.

Under the Workforce Singapore Agency Act, the WSG Board shall comprise a Chairman, a Deputy Chairman (if appointed), and a minimum of 9 but not more than 15 members in total as determined by the Minister for Manpower.

The WSG Act empowers the WSG Board to form committees from among its own members or other persons to support the work of the WSG Board. In order to guide the development of specific areas of WSG and perform the necessary due diligence and reporting to the WSG Board, three committees have been formed. They are the Audit and Risk Committee, the Finance Committee, and the Remuneration Committee.

The WSG Board Committees are:  

a) Audit and Risk Committee - The Audit and Risk Committee ensures that WSG has a rigorous and robust system of internal controls. It reviews WSG’s risk assessment and management systems, rigor of internal control systems, as well as the set-up of the internal audit function. Internal and external auditors are engaged to conduct audit reports on WSG’s work and processes. The committee will also review and monitor the integrity of the annual financial statements.

b) Finance Committee - The Finance Committee ensures that WSG has a robust financial system to fulfill WSG’s mission. It provides advice on grant policies, and also approves finance policies and funding proposals that are within budget values specified by the WSG Board.

c) Remuneration Committee - The Remuneration Committee sets human resource management and development policies, which includes approving staff remuneration policies, major changes to schemes of service, early retirement and early release schemes, as well as the appointment, promotion and performance bonuses for senior management in WSG. It also reviews and deliberates on staff appeals related to personnel matters.

WSG’s internal control system ensures that assets and resources are safeguarded, and that the risk management, control measures and procedures are adequate and effective. It also ensures compliance with established policies and regulations, proper maintenance of accounting records and reliability of the financial statements.

The risk items and mitigation measures are monitored regularly by the WSG Management and reported to the Audit and Risk Committee and the WSG Board. The WSG Management is responsible for reviewing and monitoring the effectiveness of internal controls to safeguard WSG’s interests, and will evaluate the need to implement other internal control policies from time to time, to ensure compliance with all regulatory and statutory standards.

The Internal Audit Unit provides independent reasonable assurance to the WSG Board and the WSG Management through the evaluation of adequacy and effectiveness of internal controls, risk management and governance of WSG. It adopts risk-based approach as the key audit assurance practice, and the results of audits and recommendations for enhancements are promptly communicated to the WSG Management.  The Internal Audit Unit reports directly to the Audit and Risk Committee and administratively to the WSG's Chief Executive.

The external auditor performs the annual statutory audit and its audit observations (if any) are detailed in the Management Letter which is reported to the Audit and Risk Committee. The Audit and Risk Committee (ARC) will meet with the external auditors, without the presence of the Management, at least once a year. The financial statements are endorsed by ARC and approved by the Board.

All WSG staff must adhere to high standards of professional integrity and personal conduct.  They are to avoid placing themselves in matters where a conflict of interest may arise and are to declare these types of situations to their supervisor. WSG staff are also subject to provisions of the Official Secrets Act.

To reinforce WSG's commitment to a culture of integrity and transparency within the organisation, WSG has in place a whistle blowing policy and reporting mechanism to facilitate the reporting of fraud and wrongdoing of staff (see section on Whistle-Blowing).

The WSG Whistle-blowing channels provide individuals secured avenues to disclose in confidence and without the fear of reprisal, occurrences of possible wrongful practices within or related to WSG, for appropriate investigation and action.

The channels are independently managed by the WSG’s Internal Audit Unit and the results of investigation will be reported to the WSG Audit and Risk Committee.

Wrongful practices include but are not limited to the following:

a) Fraud, corruption or theft;

b) Misappropriation of funds/ grants/ classified documents;

c) Disclosure of confidential and sensitive information to outside parties;

d) Breaches of legal obligation or statute (including negligence, breach of contract and breaches of Acts);

e) Collusion for financial gain;

f) Abuse and misrepresentation of power and authority;

g) Discrimination on the basis of gender, race and disabilities;

h) Harassment or intimidation;

i) Gross negligence of duty, acts against public interest or detrimental to the organisation’s interest and image; and

j) Improper conduct or unethical behaviour.

Protection of whistle-blowers

All disclosures should be made in good faith, without malice, and when the whistle-blower has reasonable grounds for suspecting that an incident of wrongful practice has occurred.

WSG will not tolerate discrimination, retaliation, or harassment of any kind against a whistle-blower who submits a complaint or report in good faith.

Reporting Channels

You may report any irregularities or wrongdoings, with supporting documents where possible through the channels indicated in this link.

To enable WSG to effectively investigate your concerns, the following information should be provided, where possible:

• Your name and contact information;


• Name(s) of person(s)/ company(ies) involved;


• Your relationship with the reported person(s)/company(ies);


• Detailed description of the incident(s) (including date, time, location, methods and action/ behaviour);


• Period of time the impropriety had been perpetuated;


• If any other WSG staff had been informed, please provide the notification date and contact information of the person notified; and


• Physical or material evidence, and any other information which may substantiate the incident(s).

We encourage whistle-blowers to leave their name and contact information in case further information or clarifications are required. The ability to investigate depends on the quality and adequacy of the information provided by the whistle-blower.

To the extent feasible and permissible under the law, WSG will make every effort not to reveal the identity of the whistle-blower.