Factsheet on Alliance for Action on Empowering Multi-Stage Careers for Mature Workers (AfA-EMW)

The Alliance for Action on Empowering Multi-Stage Careers for Mature Workers (AfA-EMW) was convened under the ambit of the Tripartite Workgroup on Senior Employment (TWG-SE) to bring together diverse stakeholders to co-create innovative ideas in support of senior employment.

2.          The AfA-EMW aims to empower mature workers to stay productive and relevant, while supporting employers to develop age-friendly jobs and multi-generational workplaces. The AfA-EMW is partnering around 30 organisations, which will receive funding support to co-create solutions in the following areas:

a. Training and Career Guidance: Provide upskilling, reskilling and career planning support best suited to the needs of mature workers to stay relevant
b. Job Matching: Provide support to hire, train and retain mature workers to adapt to evolving workforce needs
c. Alternative Employment Models: Redesigning work processes or job roles, for mature workers to take on flexi-load arrangements
d. Phased Retirement: Schemes/processes to encourage mature workers to take on structured mentorship or transition into stepped-down roles.

Prototype by Tower Transit Singapore

3. Tower Transit Singapore (TTS) is a local Bus Operator and employer, serving communities in Singapore. At TTS, over 40% of Bus Captains are aged 50 and above. Mature Bus Captains possess valuable knowledge through their deep operational experience, and strong safety judgement.

4. TTS is trialling three complementary career pathways for senior Bus Captains involving a pilot group of 15 mature workers. These pathways allow Bus Captains to transition into roles that are less physically demanding and better match their evolving capabilities, while continuing to contribute through structured mentoring. This can in turn encourage higher retention and a stronger safety culture. The various pathways are as follows:

a. Dual Vocation Pathway allows Bus Captains aged 60 to 69 to alternate between driving duties and a secondary role as Interchange Officers. They are supported by cross-training in operations and basic digital skills.
b. Retirement Transition – Buddy Role allows senior Bus Captains aged 60 and above to become mentors for new recruits, supporting route familiarisation, confidence building and a culture of safety.
c. Retirement Transition – Part-Time Driver gives Bus Captains aged 70 and above an option for phased retirement through reduced and flexible driving duties.