WoW! Fund

What is this?? boss asked me to handle this..i just have no idea wat is tis about..
Miss Mun Har from don't knw what consultant firm will come to give me some advises before the MOM people call to interview me. aiyoo...i reli scared and worry le. I don't want to but i have no choice. Actually I really have no idea what is that about but I'm sure it is going to boost up my blood pressure....wahahhaha...
ok la..till I meet the Miss Mun Har then I will update what is the Wow!Fund about, tho I've actually go to the website and found out some info but it is still insufficient for me to thoroughly understand the whole story..

The following is what I've got the offical website about this fund~~~

All private-sector organisations (including non-profit organisations) can apply for the grant. Organisations must be able to show proof of five or more paid employees to be eligible for the grant.

The Work-Life Works! (WoW!) Fund will subsidise up to 70% of the costs of approved projects, with the subsidy capped at $30,000.

The grant of up to $30,000 will be disbursed in two phases:

1. First 20% for items approved, upon the applicant's acceptance of the grant.
   
2. Remaining amount (based on actual costs incurred), upon submission of final report and/or successful audit.

Organisations can apply for WoW! Fund to defray the costs of:

• Training HR managers and line supervisors on how to implement Work-Life Strategies. Funded training includes compulsory training for project leaders and payroll supported staff, as well as optional courses on good Work-Life or HR management. Only training courses approved by the Ministry of Manpower (MOM) will be funded - these include both public courses publicised, as well as approved in-house training by consultants. Upcoming courses can be found at Calendar of Events.
  • With effect from 1 December 2006, the Project Leader has the option to attend MOM-approved Work-Life training before the project starts. Only successful applicants will get refunded for project leader training as part of their WoW! Fund package. Applicants bear the risk of incurring the cost of the project leader training if application is subsequently not approved.
    
    
• Manpower to manage the project
  • Payroll support for employing/deploying staff to manage the Work-Life project. The payroll support will be recommended by MOM officers based on the size of your project. Only trained staff will qualify for the grant.
  • Engaging a qualified work-life consultant.

Funding for consultancy cost and payroll of dedicated staff to drive Work-Life implementation will be capped at $10,000.

• On a case-by-case basis, one-time infrastructural costs in implementing flexible work arrangements (e.g. network systems to facilitate flexible work arrangements) and selected employee support schemes (e.g. Personal Work-Life Effectiveness (PWLE) Workplace Programmes; lactation rooms).The following apply for infrastructural costs:
  • The subsidy for costs related to IT infrastructure will be capped at $15,000;
  • The purchase of laptops for supporting workplace mobility (or telecommuting) will be funded at a flat rate of $1,000 per laptop (Note: that the cap for electronic and IT equipment applies); and
  • Organisations can now defray up to 70% of the cost incurred for approved PWLE Workplace Programmes, subject to a cap of $3,000 per organisation.
    

The WoW! Fund will not cover:

• Schemes to enhance personal wellness (e.g. gym membership) or foster employee bonding (e.g. family day, dinner-and-dance, etc);
  
  
• Recurrent costs after implementation of a Work-Life project (e.g. maintenance of lactation rooms or IT equipment, etc); and
  
  
• GST. The amount reimbursed is based on the principal sum.
  Please note that organisations must obtain prior approval for the project before incurring any costs (except for project leader training) related to the project. Projects must be completed within one year.

Commonly Approved & Rejected Items

The lists below contain items that are commonly funded as part of established Work-Life Strategies, as well as items that are typically rejected. Please note that some applicants might not receive approvals for items typically funded, or receive full 70% funding, especially when

• Applicants are unable to convince case officers of their Work-Life intention;
• There appear to be different motivations behind certain requested items;
• Request are unusually expensive relative to the project size or nature

Commonly Funded Items:

• Work-Life training
• Work-Life consultancy
• Payroll support for deployed staff
• Telecommuting infrastructure, eg, server, laptops, essential server software like OS;
• Software that directly supports flexible work, eg, remote access, time-clocking;
• Hardware that directly supports flexible work, eg, time-clocking, teleconferencing;
• Lactation or family care room (items that lead directly to welfare of mothers or staff's family, and are not extravagant)

Items Typically Not Funded:

• Recurrent programs, eg, subsidizing family leave, monthly broadband fees, maintenance;
• Software that are primarily business tools, eg, HR software, invoicing programs;
• Business hardware, eg, printers, handphones, blackberries;
• Desktops & other infrastructure that is located out of and hard to return to office;
• Staff retreats, Family Day.

1. The grant awarded is at the discretion of the Ministry of Manpower (MOM) and may be withdrawn at any time prior to its disbursement. The grant may also be reduced if there are downward variations in actual expenditure for which the grant was based.
   
   
2. The grant is based on co-funding by the Government of up to 70% of the costs incurred for approved projects subject to a cap of $30,000 per project. The grant shall be used to defray the cost of:
   
   1. Training of HR managers and line supervisors;
   2. On a case by case basis, one time infrastructure costs in implementing flexible work arrangements and development of employee support schemes that contribute to the care of dependents;
   3. Manpower to manage the project:

• Engaging a Work-Life consultant; and
• Employing or deploying staff dedicated to drive work-life implementation within the organisation.

The funding for consultancy cost and payroll of staff is capped at $10,000.

3. The grant will be disbursed in two phases:
   
   1. First 20% for budget approved, upon approval of project; and acceptance of the project; and
   2. Remaining 80% or less upon completion of project, delivering of interim outcomes, submission and approval of final report and proof of payment, as well as successful audit.
   
   
4. Successful applicants must vie for the next round of the Work-Life Excellence Award or its equivalent as specified by MOM and must also consent to share their knowledge and best practices. The applicant will consciously track prescribed performance indicators to satisfy MOM that the project had been administered responsibly and successfully.
   
   
5. The applicant shall implement the project as indicated at the point of application and cannot vary or alter any part of the proposal without first obtaining the written approval of MOM. The disbursement of the grant may also be reduced, withheld or withdrawn in the event of the failure of the applicant to carry out the approved project to the satisfaction of MOM.
   
   
6. The grant may be withdrawn or cancelled, in full or in part by MOM at any time in the event of any breach of terms and conditions, misrepresentation or the giving of false or misleading statements by or on behalf of the applicant, or the commencement of proceedings relating to liquidation, insolvency, bankruptcy, receivership, winding up or judicial management (where applicable) of the applicant and the applicant shall upon demand, forthwith refund and repay to MOM all monies which have been disbursed or paid to the applicant by way of the grant.
   
   Applicants and consultants should be aware that if they obtained the grant by false or misleading statements, they may be prosecuted under the Penal Code.
   
   
7. The grant shall be subject to the terms and conditions set out in the letter of offer and the application form which may be modified or amended at the discretion of MOM.

Project Duration

Project Duration

1. Projects must be completed within one year (effective from the date of approval). Applicants must also submit a progress report within six months of the commencement of the project or at the mid point of the project (whichever comes first).

Consultant/Employed Staff

1. Only Work-Life consultants endorsed by MOM may be engaged for consultancy or training.
   
   
2. For employed/deployed staff, details of staff including name, qualification and whether staff is recruited solely for the project and scope of work must be specified. Proof of staff's monthly pay must also be provided. The employed/deployed staff as well as the project leader must attend a work-life training course approved by MOM.

Claim for Disbursement of Grant

1. The Final Report and Official Claim Form together with all claims for disbursements for all expenditure (including invoices and receipts) pertaining to the project must be received by MOM within one year from the date of approval. Otherwise, the offer of the grant shall automatically lapse.
   
   
2. As all payments will be made via GIRO, a duly completed application form for Interbank GIRO must be submitted.

To apply for the Work-Life Works! (WoW!) Fund, employers should submit the:

• WoW! Fund Application Form; and
  
• A Work-Life project proposal.

There is no closing date. Applications are accepted throughout the year.

• Priority will be given to projects that introduce flexible work arrangements.

The Ministry of Manpower reserves the right to audit successful applicants at random to ensure that the disbursed Work-Life grant is used appropriately.