AMP Singapore was established on 10 October 1991, as an important resolution of the First National Convention of Singapore Malay/Muslim Professionals which was held on 6 and 7 October 1990. The Convention was attended by 500 Malay/Muslim professionals who met to brainstorm new directions for the community. AMP was formed with core programmes in education, human resource development, social development and research.
AMP is a registered charitable organisation and is accorded the status of an Institution of Public Character.
AMP is guided by its core principles of being independent, non-partisan and working in critical collaboration with all parties that share its mission to bring about a Dynamic Muslim Community in the 21st Century. AMP will partner with any player who identifies with and supports its mission in society and will support government policies which serve to advance the community and the interest of the people at large.
Aspiration for the Community
A dynamic Muslim community
A model organisation in community leadership
To be a thought leader, problem solver and mobiliser for the advancement of the community
We are committed to serve the community with passion. We take pride in our role in society.
We place community interest before self and maintain high moral values and discipline.
We aim for excellence in our work and add value to what we do.
We champion creativity and dare to explore new ideas to overcome challenges.
We work as a team, believe in shared responsibility and value partnerships with others.
AMP is headed by its Board of Directors, which charts AMP’s strategic direction towards achieving its mission and vision. Our board members are from various backgrounds and provide varying perspectives on issues facing the Malay/Muslim community.
The AMP Management Team ensures the effective and efficient operations of AMP in providing relevant and up-to-date programmes and services to its clients and beneficiaries. The team is headed by the Executive Director.
Ms Zarina Yusof Acting Executive Director Ms Hameet Khanee J H Senior Manager Ms Fauziah Rahman Manager, Training & Education and Youth
Ms Farahyn Banu Mohd Hasrat Manager, Community Engagement
Ms Illy Tahirah Mohd Rashid Assistant Manager, Family Services Ms Maisarah Dasukie Manager, Human Resource Mr Mohd Alfian Mohd Ismail Assistant Manager, Young AMP Mr Mohd Khalid Bohari Manager, Management of Information System
Mr Saiful Nizam Jemain Manager, Debt Advisory Centre Mr Sarjono Salleh Khan Manager, Facilities Management Mr Shahjehan Ibrahim Kutty Manager, Finance & Administration Mr Shaikh Loqman Shaikh Hasan Lead Counsellor, Marriage Hub Ms Shiffa Khumaira Abdul Khaliq Assistant Manager, Fund Raising Ms Winda Guntor Manager, Corporate Communications Ms Yassemin Md Said Assistant Manager, Marriage Hub Ms Zaleha Ahmad Centre Director, Marriage Hub
The Nominating Committee proposes candidates for election to the Board of Directors and recommends Additional Directors to the Board as and when necessary for appointment by the Board.
Chairman: Dr Md Badrun Nafis Saion
Members: Mr Abdul Hamid Abdullah, Mr Muhamad Nazzim Muhamad Hussain
Finance & Investment Committee
The Finance & Investment Committee ensures all activities by the organisation are conducted within the operational budget and explores investment opportunities to enhance the financial stability of the organisation.
Chairman: Mr Mohamad Azmi Muslimin
Members: Mr Fazrihan Dzuriat, Mr Nazzi Beck
The Audit Committee oversees compliance with statutory governance requirements and ensures adherence to established internal controls to protect the assets of the company and promote transparency.
Chairman: Mr Fairuz Adam
Members: Mr Fadhillah Goh, Ms Karen Chia
Human Resource Committee
The Human Resource Committee develops and reviews the compensation and benefits structure and terms for the employees of the organisation. It also reviews their training needs annually to facilitate competency and capacity building.
Chairman: Mr Othman Marican
Members: Mr Mohamed Shahar Hussein, Mr Fathurrahman Hj M Dawoed
Corporate Governance Committee
The Corporate Governance Committee oversees compliance with statutory governance requirements and ensures adherence to established internal controls to protect the assets of the company and promote transparency.
Chairman: Mr Abdul Hamid Abdullah
Members: Mr Mohd Noordin Yusuff Marican, Mr Moiz A Tyebally, Mr Ng Cheng Hwa, Mr S. Sivanesan, Mr Zamir Hassan Chew
Fund Raising Committee
The Fund Raising Committee assists in the sourcing of funds, planning, coordination and implementation of all fund raising activities in support of the projects and activities of AMP.
Chairman: Dr Md Badrun Nafis Saion
Members: Mr Khairulnizam Massuan, Mr Mohd Anuar Yusop
Media & Relations Resource Panel
The Media & Relations Resource Panel provides recommendations to Management on the identification and implementation of innovative and effective marketing, outreach and communication strategies in order to promote greater awareness of AMP’s objectives and foster closer community relations with internal and external stakeholders.
Chairman: Mr Hazni Aris
Members: Mr Muhammad Tarmizi Abdul Wahid
AMP has two wholly-owned subsidiaries and a youth wing: a full-fledged research centre, Centre for Research on Islamic and Malay Affairs (RIMA), a provider of child and youth education, MERCU Learning Point and Young AMP.
Centre for Research on Islamic and Malay Affairs (RIMA)
Since its inception, the Centre for Research on Islamic and Malay Affairs (RIMA) has developed a range of programmes in research and established several platforms for the meeting of minds. RIMA currently conducts research in a number of key areas, which includes economics, education, religion, family, social integration, leadership and civil society. With time, RIMA expects to expand the scope of its research activities beyond local issues and looks forward to collaborating with partners in the regional and larger international community.
RIMA has contributed to scholarly discourses on numerous issues relevant to the community. Conferences and seminars are organised to add vibrancy to these discourses and to create awareness of these issues. Roundtable and focus group discussions involving key stakeholders are also organised to foster greater understanding of issues and to keep abreast of emerging trends. Additionally, RIMA produces publications and contributes articles in both print and online media regularly.
For more information on RIMA, click here.
MERCU Learning Point
Set up in 1999, MERCU now has 12 centres comprising one kindergarten, five childcare centres and six student care centres.
MERCU prides in establishing a collaborative environment with parents and schools as it believes they are important catalysts in the children’s development. With the tagline, Starting Young, Aiming High, its programmes are robustly designed with the aim to maximise children’s capabilities and propelling them to greater heights.
For more information on MERCU, click here.
The youth wing of AMP, Young AMP, regularly organises seminars and workshops to encourage critical thinking among youths. Participants of Young AMP’s activities are equipped with skills and knowledge aimed at developing their capacity to the future leaders of the community. They are also exposed to other relevant issues at the national and global levels.
For more information on Young AMP, check out their Facebook.
AMP’s volunteers and full-time officers work together to run programmes in educational enrichment, work skills training, family and economic empowerment, and research. These programmes aim to catalyse and accelerate the development of the community and optimise human potential.
Corporate Services Division
AMP’s Corporate Services Division provides support for all programmes and services.
The Division comprises the Community Engagement, Corporate Communications, Executive Director’s Office, Finance & Administration, Fund Raising, Human Resource, and Management of Information System departments.
Social Services Division
AMP’s Social Services Division is made up of five units – the Debt Advisory Centre, Family Services, Marriage Hub, Training & Education and Youth units.
The donations that stream in during the year reflect the community’s confidence in our programmes and services. To assure the community of AMP’s commitment towards corporate governance and transparency, AMP developed a reserve policy in 2010 to build up and maintain a reserve of between one and five years of its annual operating expenditure. This reserve is reviewed by the Finance Committee at least once a year. This reserve will also act as a buffer in the event of tough times to ensure the continuity of AMP’s services to its clients and beneficiaries.
Please click here to view AMP’s financial performance over the last five years.
Compliance with Code of Governance
AMP, as a registered charity and an Institution of Public Character, is required to comply with the Charity Council’s Code of Governance. As part of the process of transparency and good governance, AMP does a self evaluation on the compliance of the Code online through the Charity Portal at www.charities.gov.sg.
You can view the evaluation done on AMP’s compliance with the Code of Governance here.
Charity Transparency Award 2019
AMP was received the Charity Transparency Award 2019 presented by the Charity Council on 3 December 2019. For four years in a row, AMP had received the award in recognition of its efforts in maintaining standards in governance and transparency.
For more info on the award, click here.
The 13ᵗʰ Singapore HR Awards
AMP was conferred the Leading HR Practices (Special Mention) in Total Rewards, and Leading HR Practices in Quality Work-Life Integration awards at the 13th Singapore HR Awards. AMP had made a submission to be considered for the awards when the new Not-for-Profit Category was introduced for the Awards in 2018.
Among the non-profit organisations that received awards for commendable human resource practices and policies, AMP was the sole Malay/Muslim organisation that received the two awards presented by the Singapore Human Resources Institute (SHRI) at the Presentation Gala on 20 July 2018 at Marina Bay Sands.
Some of the commendable human resource practices and policies by AMP include flexible work arrangements such as telecommuting from home when the need arises, scholarships and support for skills upgrading, exposure in media and networking platforms, as well as biennial overseas staff retreat and short trips to foster staff bonding.
Adopting the Tripartite Standards is part of AMP’s commitment towards building a better workplace. Our employees will continue to be treated fairly and with respect, and we will do our best to support them to achieve their full potential.
Flexible Work Arrangements
AMP helps our employees better manage their work and personal needs by offering Flexible Work Arrangements.
Pledge of Fair Employment Practices
AMP was recognised under the Tripartite Alliance for Fair & Progressive Employment Practices (TAFEP) as at 5 March 2018 for its commitment to fair employment practices.
The Tripartite partners – the Ministry of Manpower, the National Trades Union Congress, and the Singapore National Employers Federation – have a shared vision for Singapore to be one of the best places in the world to work; a place where every worker is given an equal opportunity for employment, rewarded according to his or her merit, treated fairly and with respect, and given the opportunity to optimise his or her unique talents; a place where businesses are able to attract, develop and retain valued employees, and create a harmonious and inclusive work environment, where employees are highly motivated and contribute their fullest to their organisations and the economy.
AMP shares this vision and will adopt five key principles of fair employment practices:
- Recruit and select employees on the basis of merit (such as skills, experience or ability to perform the job) and regardless of age, race, gender, religion, marital status and family responsibilities or disability.
- Treat employees fairly and with respect, and implement progressive human resource management systems.
- Provide employees with equal opportunity to be considered for training and development based on their strengths and needs to help them achieve their full potential.
- Reward employees fairly based on their ability, performance, contributions and experience.
- Abide by labour laws and adopt the Tripartite Guidelines on Fair Employment Practices.
We believe that the effective implementation of fair employment practices will bring about a more harmonious and progressive work environment within our organisation and contribute towards making Singapore a great place to work.