21 amazing teams participated at the AIA-Konica Minolta Digital Health Hackathon on 12 and 13 December 2015. With ideas that either help monitor health, modify health-related behaviour or improve health via the workplace, each team gave their best shot at creating technology solutions fit for a Smart Nation...
The inaugural Manpower Hackathon aimed at finding Singapore-wide solutions that could enable change and empower employees from the various service and construction sectors in Singapore. Participants came up with ideas that could help educate and inform employees across Singapore, or improve their workplace safety and health.
The three themes for this hackathon were: • Improving Engagement with Workers • Designing the Next Generation Work Pass • Driving Excellence in Workplace Safety and Health
Learn more about the three themes of this hackathon here.
MOM’s first open innovation event saw developers, designers, safety professionals, data-crunchers and more awesome people come together and produce great prototypes, from an NFC-enabled smart Work Pass to SMS-based information platforms for foreign workers!
The top three winners of the Manpower Hackathon were invited to apply for the funding provided by the Public-Private Co-Innovation Partnership (CI Partnership) programme, after further evaluation by MOM. The CI Partnership funding is worth up to $250,000 for Proof-of-Concept.
Improving Engagement with Workers
In Singapore, there are a large number of local and foreign workers in the service industry, such as F&B, retail and hospitality, and also in the manufacturing and construction sectors. These workers are important contributors to Singapore’s ongoing success. MOM’s aim is to ensure that these workers are given fairer, better and safer workplaces.
MOM has a lot of information to be communicated to these workers. The Employment Act (EA) sets the basic employment standards in Singapore for workers and employers. In addition, for the employment of foreign workers, the Employment of Foreign Manpower Act (EFMA) covers other responsibilities for both the employer and the foreign worker.
Part of MOM’s role is to make sure that employers comply with these standards and that workers are aware of their rights. Workers who need assistance can also approach MOM.
MOM messages will thus have to be understandable for the relevant worker groups (for example, providing translations or simplifying of the message through more graphical presentations). Its main challenge is in the distribution of the message.
Particularly for foreign workers, MOM works with employment agents, employers, as well as their respective embassies in informing workers of their employment rights. MOM also organises events at foreign worker dormitories, but it can only reach up to 50% of all foreign workers because of the large number of dormitories. The rest of the workers occupy a range of shared accommodation and therefore are too de-centralised to effectively reach out to them. A similar challenge faced by MOM is disseminating various employment-related messages to local workers.
Most foreign workers and local low wage workers do not own smart phones. Access to the internet is also limited. Foreign workers tend to use pre-paid mobile cards and frequently change their mobile numbers (which may also be registered under a friend or co-worker’s name).
This hackathon is focused on establishing solutions to engage and interact with foreign workers and local low-wage workers so that they are better aware of their employment rights. How can technology be leveraged to better communicate with and engage these workers? How can we provide information regarding various employment laws to these workers in an easy-to-understand manner?
Designing the Next Generation Work Pass
All foreign workers receive a work pass card upon granting of the work pass. They first need to register in person at MOM before they are issued a pass, which is usually valid for two years. The card shows the worker’s employment details (employer and occupation), personal details (date of birth, nationality, etc.) and expiry date of this card / work permit.
Like a Singaporean’s identity card, this card serves as a form of identity for this worker. The cardholder will need this when purchasing a mobile SIM card, renting a room or house or applying for banking facilities, for example.
Today, the information displayed on the work pass card is static; changes to the worker’s profile, for example, the worker’s employment details or residency status are only reflected with the issuance of a new card.
How can we best relay/ reflect updates to the worker’s profile while saving time and resources required to reprint and reissue new and renewed work pass cards? How would a ‘smart’ Next-Generation Work Pass look like or work? You may consider the pass itself and / or the system supporting its issuance and use.
How can we make the Work Pass do more than just display basic information, to serve MOM, employers and employees better? For example, it can hold the person’s CV (employment history, skill sets, etc.). Can it become a healthcare or insurance card or an access card to facilities (like dormitories)?
What is the potential to use wearable technology as a way to interact with the pass holder, push personalised information, etc.?
Driving Excellence in Workplace Safety and Health
Part 1: Engaging Workplace Safety and Health StakeholdersBackground
Singapore’s national Workplace Safety and Health (WSH) framework was revamped in 2005 with three key principles: (i) greater industry ownership of WSH outcomes; (ii) reduction of risk at source by requiring all stakeholders to eliminiate or minimise the risk they create; and (iii) prevention of accidents through tougher penalties for poor WSH management. Under the new framework, the legislation and enforcement moved from a prescriptive-oriented to a performance-based one.
With the launch of the WSH 2018 national blueprint in 2009, and the extension of WSH Act to all workplaces in 2011, the workplace fatality rates have halved from 4.0 per 100,000 employees in 2005 to 2.1 per 100,000 employees in 2013. The target is to further reduce the fatality rate to less than 1.8 per 100,000 employees in 2018. This would allow Singapore to have one of the best workplace safety records in the world.Challenges
While Singapore’s WSH performance has improved since 2005, there are challenges that we need to address. Although efforts have been geared towards bringing down the fatality and injury rates, these seem to be reaching a point of stagnation and have been hovering around the same levels since 2011. An analysis of the statistics suggest that while the other sectors have generally made improvements in WSH performance over the years, the incidences of fatality and injury have increased in the construction industry.
If we are to realise our goal of having one of the best safety records in the world, the right mindset and attitude are needed at the workplace to reinforce the importance of WSH. Accordingly, WSH 2018 makes explicit the need to establish a progressive and pervasive safety and health culture.
We have made great strides in engendering collective industry ownership of WSH outcomes. As a next step, we need to strengthen personal ownership of WSH, where individuals see WSH as a matter of course, taking responsibility for their personal safety and that of those around them. This can only be done when people start to view safety and health as a way of life, rather than as a set of safety rules and procedures to be adhered to, with penalties imposed for non-compliance. One way of cultivating this attitude is by instilling the value of safety and health at an early stage.
How can technology-enabled tools also assist more experienced employees not to be complacent and change their mindsets and behaviour; and to take greater personal responsibility for their safety and health at the workplace?
What technology-enabled tools can be developed to instill the value of WSH early on (in school, in vocational training, etc.), so that every individual will see WSH as a way of life and not just ‘compliance’ with regulations?
How can knowledge management and collaboration tools, social media and other options extend the reach and depth of our outreach and other engagement efforts to proliferate WSH messages to all workplaces, especially SMEs and reach every single employee?
Part 2: Managing Workplace Safety And Health RisksBackground
Many injuries and work-related ill health could be prevented, if risk management was carried out effectively. Since the introduction of mandatory risk assessment in 2006, companies in Singapore had made progress in WSH. However, investigation into the various accidents revealed that more must be done to make the risk management process more effective.
In the longer term, there is also need to make sure that we are ready for the changing demographics of Singapore’s workforce and address the associated challenges it poses. Singapore’s workforce is rapidly aging, with an increasing incidence of chronic diseases. We are also seeing the emergence of new health threats, such as work-related stress, musculoskeletal disorders, as well as hazards arising from the introduction of new technologies and processes.Challenges
A holistic approach needed to be taken on to manage safety, health and wellbeing of employees in the workplace. It involves the integration of workplace safety, health and wellbeing interventions as workplace safety will affect health and vice versa. For example, a crane operator may suffer from diabetes that is poorly controlled. If he faints as a result of low blood sugar level during work, the crane he is operating could crash. If his health condition had been managed properly, the accident may be avoided.
Success requires all industry stakeholders to appreciate potential risks, assume full accountability and be competent in managing risks at the workplace and individual level.
How do we transform risk management beyond a mere “paper exercise” of filling up templates and checklists in compliance to a highly pragmatic, effective and action-based tool implemented at all workplaces?
How can technology improve risk management by assisting stakeholders (particularly at employer side) to better identify and analyse, plan and implement risk controls? SMEs, in particular, could need more help in this area.
How can we effectively manage risks related to employees’ safety and health with better tracking and monitoring of health parameters e.g. body temperature, respiratory rate, etc.? What role can Internet of Things (sensors, wearables, etc.) play?
MOM will be releasing a range of data for this hackathon, including:
Improving Engagement with Workers
• Employment statistics by Occupation, Industry, Gross Monthly Income, Highest Qualification Attained, Age and Sex • List of employment agencies • List of employee data Employment statistics of blue-collar workers (period of employment, location, types of employment) provided by WPD • List of claims data • List of common EFMA contraventions • Foreign workers address data • and more!
Next Generation Work Pass
• Number of work passes issued
Workplace Safety and Health
• List of confirmed occupational diseases cases • List of work injury compensation • List of violations in workplaces • List of Bizsafe enterprises • List of companies with a workplace safety and health trained professional • List of inspected workplaces with / without risk assessment • List of culture safe companies • Survey / feedback on workplaces form SNAP@MOM • WSH Awards (2013/2014) • Workplace Injuries by Incident Types / Degree of Injury / Incident Agent / Industry • Workplace Safety and Health Indicators by Industry • Confirmed Cases of Chronic Occupational Disease by Type of Disease, 2003_2013 • and more!
For the full list, please refer to the data sandbox, DEX. We also encourage you to look up: • Manpower Research and Statistics Department: stats.mom.gov.sg • OneMap, which has data layers from over 60 government agencies: onemap.sg • Singapore Government data portal:
• ACRA – List of companies in Singapore • Key Indicators Of Employment And Employability Institute (e2i) (WDA) • Job Seekers Placed in Employment by Career Centres by Age (WDA) • Workplace Health Promotion Programme Survey 2006 & 2010 (HPB) • Workplace injuries by incident / industry / top incident agents • National Health Survey 2010- Tables of datasets (Ministry of Health) • and more!
While attendance for the Pre-Hackathon Workshop is not compulsory, we highly recommend that you attend. All participants are expected to abide by UP Singapore’s Code of Conduct.
The workshop is a great opportunity for you to hear from experts, meet like-minded individuals and start forming teams ahead of the hackathon weekend.
• Introduction and background to Engagement theme and datasets by Gabriel Koh, Senior Assistant Director (Joint Operations Directorate), MOM • Insights into the challenges and opportunities in Foreign Worker Engagement • Introduction and background to Work Pass theme by Silas Sng, Director Customer Experience, Policy & Strategy, MOM • Introduction and background to WSH / Risk Management theme and datasets by Richard Wong, Senior Asst. Director, OSHD, MOM • Presentation of tech opportunities or case studies – Foreign Worker engagement through mobile / SMS by Anurag Banerjee, Board Member, Ozonetel – Next Generation Work Pass – e.g. Smart Card – Jimmy Ang, Marketing Director for Government Programs, Asia Pacific in Gemalto
Date Tuesday, 3 February 2015
Venue 237 South Bridge Road
At the kick-off on Friday evening, get inspiration from speakers to spark ideas, pitch your ideas and form teams.
Kick-off Programme Outline
• Welcome address • Introduction and background to Engagement theme and datasets by Gabriel Koh, Senior Assistant Director (Joint Operations Directorate), MOM • Panel discussion on the challenges and opportunities in worker engagement with Dr Tan Lai Yong, Lee Kuan Yew School of Public Policy and FAST representative • Introduction and background to Work Pass theme by Silas Sng, Director Customer Experience, Policy & Strategy, MOM • Introduction and background to Risk Management theme and datasets by Richard Wong, Senior Asst. Director, OSHD, MOM • Panel discussion on the challenges and opportunities in WSH and Risk Management with Don Wilson Paua, WSHE Manager, Woh Hup, Lucy Tan, Chief HR Officer, Natsteel and Dr Goh Yang Miang, Assistant Professor, Department of Building, School of Design and Enviroment, NUS
Date Friday, 6 February 2015
Venue 237 South Bridge Road
MentorsDesign – Angela Ognev, Coach & Program Designer, Redesign Happy Hardware – Bill Barman, Founder, Anantya; IoT expert Digital Business/Strategy – Jon Hoel, The Farm Digital WSH – Dr Goh Yang Miang, Assistant Professor, Department of Building, School of Design and Environment, NUS
MOM ConsultantsSherwin Tan, Senior Assistant Director, Housing Management Cherubim Chan Senior Manager, Promotions & Publications Lilian Ong, Senior Assistant Director, Media, Promo & Edn Ng Hwei Min, Director, Employment Standards & Advisory Silas Sng, Director Customer Experience, Policy & Strategy Lynn Chng, Senior Assistant Director, Industry Sensing & Development Lilian Quah, Assistant Director, Policy & Planning Tan Kia Tang, Senior Consultant for OSH Specs Veronica Chow, Senior Assistant Director – Occupational Hygiene Cindy Tan, Team Lead (Data Management)
JudgesAugustin Lee, Deputy Secretary (Manpower), MOM Kevin Teoh, Divisional Director, Foreign Manpower Management Division, MOM Jacqueline Poh, Managing Director, IDA Lee Tzu Yang, Chairman, Workplace Safety and Health Council Ng Lai Yee, Managing Director – Health and Public Services, Accenture
Guest Of HonourTan Chuan-Jin, Minister for Manpower
Check out the winning ideas from the Hackathon!
The Card designed an NFC-enabled smart card with a 'health bar' that provides monthly bonuses to workers, incentivising them to tap their card on a smartphone to check in. This provides for monthly validation of the work pass, allows the government to engage with the workers through online information and entertainment and reduces wastage of cards due to constant replacement.
Team SDI Academy built a web-based service that allows foreign workers to learn English by performing small translation quizzes in their own preferred languages - focussing on conversational English relevant for their living and working in Singapore.
Underwater Firefighters built a mobile social gaming service that rewards workers with mobile credit for answering questions relating to workplace safety. The system also requires them to provide another phone number before receiving the reward - thus growing the database and engaging more workers.
Best Use of Open Data
Awarded to the team that demonstrates best use of any government data from data.gov.sg, OneMap or other government sources.
Awarded to the team with the ‘best hack’, based on technical difficulty and ‘Wow’ factor.
Awarded to the team with the best UI/UX and clearly expressed brand identity through messaging and graphics.
Solution to a Problem / New Opportunity – 30%
- How well does the proposed solution address the challenge or opportunity?
- How well do you think the target users will adopt it? (How likely is it for this idea to catch on, i.e. potential market demand?)
- Is there a large enough addressable market?
Feasibility – 30%
- Is it logistically and technically feasible?
- How significant are the changes required of the community to make it successful?
- How scalable is the idea, and how much impact could it have?
Innovativeness – 25%
- How unique is the idea or its execution?
- Has anything like this been considered or implemented before? How does it compare to what already exists in the market?
Quality of the Prototype Presented – 10%
- How developed was the prototype or data visualisation presented?
- Was the prototype presented entirely developed over the weekend?
What is UP Singapore?
“Urban Prototyping” is a new movement where people from the public, private and people sectors come together to tackle the wide range of social and environmental challenges facing our cities. Urban Prototyping (UP) is a platform managed by Padang & Co, the Open Innovation Company, for crowdsourcing ground-breaking innovations – creating technology and data-enabled enterprises by giving participants access to new technologies and data. At the heart of this platform is an UP Singapore community of 5,000 innovators and change-makers.
Do I need to be a tech or data specialist?
Not necessary. We welcome people with different skillsets and would expect everyone to contribute to their respective teams. We may ask you to indicate what type of participant you are at registration, so we know the mix.
It’s my first UP Singapore hackathon. What exactly will happen during the hackathon weekend?
Our hackathons are intended to be a fun work event, where people volunteer their time to work on their ideas in teams. The hackathon starts on Friday evening. There is a pitch session that happens that evening. If you have an idea for a project, you can do a one-minute pitch to the audience to attract people to join your team.
The Saturday and most of Sunday is work time for the teams. On Saturday, mentors and resource persons are invited to come and help the teams develop their ideas. The weekend culminates in the team presentations on the Sunday afternoon, and prizes are awarded.
Participants are free to come and go as they please. But if you want to work on a team, please make sure you come on Friday evening to hear the pitches and join a team. If you are joining a team, please commit enough time, so that you are sharing the workload with your team mates.
Please also see the UP hackathon Code of Conduct.
Check out the UP Singapore blog post “How to Hack a Hackathon” for tips and tricks to make the most of your hackathon experience here!
Is attendance at the pre-hackathon workshops mandatory? What is in the workshop?
Attendance is not mandatory, but is highly encouraged. It will be a useful orientation to the maritime and port industry, and a good primer for the hackathon. We introduce the themes and specific challenges and invite experts to give these themes and challenges the context.
How many people are allowed in a team? Can I form a team beforehand?
Teams typically have 3 to 5 people. No one-man teams are allowed. Yes, teams can be formed beforehand, but we still encourage you to pitch on Friday evening to share what you are working on.
Are the participants free to use any technology?
Yes, you are free to use any technology. Wifi is provided, and please bring your own laptop.
Are the participants free to use external datasets?
Yes, you are free to use any external datasets that complement or mash-up with the datasets released for this hackathon. You shall be responsible appropriate use of these external datasets, subject to the originators’ terms and conditions.
What is the closing date for registration for the hackathon?
We accept registrations up to the start of the hackathon on Friday. However, as space is limited, we encourage you to register as soon as you can.
Do the participants need to be present throughout the weekend? Must participants stay overnight?
There is no restriction on your movement. However, if you intend to participate in a team over the weekend, we would encourage you to come on Friday evening, since team formations happen during that session. The workspace at 237 South Bridge Road will stay open till late on Saturday. But you are not required to work overnight!
Is there any age limit for the participants?
There is no age limit. We welcome anyone of any age, so long as they have something to contribute. However, if you are below 18 years old, please let us know ahead of time, so we can prepare a parental / guardian consent form for you.