Singapore lift supervisor, 24, shows why PWM matters for workers

When Nur Shafiqah Irwandy, 24, walks onto a worksite, she commands respect not because she demands it but because she’s earned it.

As one of only two women lift specialists in her workplace at Fujitec, she supervises a team of 10 to 13 technicians responsible for maintaining 500 to 600 lifts across Sengkang and Punggol.

“I’m very outspoken. If I need help, I will ask for it, and they will help me,” she said.

Shafiqah is also one of the 1,300 workers in the lift and escalator maintenance industry who would see a pay increase come 1 July 2025 as part of the Progressive Wage Model (PWM).

From ITE to the Work-Study Diploma

After secondary school, then 17-year-old Shafiqah was drawn to electrical engineering despite knowing it was “much more of a male-dominated industry.”

Her affinity for hands-on work and calculations led her to pursue a NITEC and later a Higher NITEC at the Institute of Technical Education (ITE).

The turning point came when Fujitec sponsored her Work-Study Diploma in Electrical Engineering—making her both a full-time employee and a part-time student.

This approach aligns perfectly with the PWM’s goal of helping workers gain better skills while earning, a key principle championed by NTUC and its industry partners.

“It was difficult at first,” she recalls of balancing work and studies. “The last six months was the very toughest time.”

But her perseverance paid off.

“To graduate and finish this programme for two-and-a-half years is definitely an achievement. I feel like this kind of programme is not for everyone. It’s mentally and physically challenging,” said Shafiqah.

Breaking barriers in lift maintenance

Being one of the youngest employees and among the only women in the company presented initial challenges.

“It was a bit awkward at first. I was out of my comfort zone,” she admitted.

What made the difference was how her colleagues treated her, not as an outsider but as an equal.

“They treated me as one of them. They don’t look at me as though, ‘Oh, she’s a girl. She can’t do it.’ They look at me as one of them,” she shared.

This integration wasn’t accidental. Shafiqah made deliberate efforts to build relationships with her teammates.

“I will try to make small conversation with them, then get to know each other, then from there we just slowly built the friendship.”

Why lift maintenance can be a fulfilling career

Today, Shafiqah’s workday starts as early as 7.30am. She schedules technicians, visits sites, assists with troubleshooting technical issues, and manages paperwork and client communications.

Her proudest moments come from solving complex problems. She recounts an incident where her team struggled with a lift that wouldn’t run. After discussion sessions that stretched into overtime, they discovered a rare defect in the motor.

“We brainstormed, we planned, thought and thought until it got very late,” she said, highlighting the collaborative problem-solving that makes her role fulfilling.

This hands-on troubleshooting exemplifies why Shafiqah finds her career rewarding; it combines technical knowledge, teamwork, and the satisfaction of solving problems that directly impact residents’ daily lives.

Impact of the Progressive Wage Model

The PWM has transformed Shafiqah’s career trajectory and financial stability.

Developed by NTUC and implemented by the Tripartite Cluster for Lift and Escalator Industry (TCLE), the PWM establishes structured wage progression and training requirements for Singapore citizens and permanent residents in the sector.

As part of Singapore’s broader effort to uplift lower-wage workers across multiple sectors, the PWM ensures annual wage increases that help narrow income disparities while promoting skills development.

Before PWM, Shafiqah noted that lift maintenance was “one of the lowest” paying industries compared to aerospace or oil and gas.

“When they introduced us to this PWM programme, my pay did increase by a lot. I was shocked. We work hard, and then we get good pay, which is really good,” she said.

With the current PWM structure, lift supervisors like Shafiqah earn a minimum of $3,230 per month (as of July 2024), with scheduled annual increases–rising to $3,445 in July 2025 and reaching $4,090 by July 2028.

Across the lift and escalator sector, PWM-wage requirements will range from $2,525 to $3,590 from July 2025, depending on job level and experience.

For Shafiqah, this means security and independence.

“I can provide more for my family, and since I am getting married soon, I feel like all is stable,” she said.

The PWM also includes a mandatory annual bonus, equal to at least one month of the basic salary, for eligible workers employed for at least 12 months, further enhancing financial stability in the sector.

She counters misconceptions about her industry: “I have friends who actually tease me … ‘You work fixing lifts, it’s so dirty. Your pay is also so little.’ But they don’t know what my pay is because they never looked up PWM,” she said cheekily.

Looking ahead, Shafiqah plans to stay with Fujitec and continue developing her skills through PWM-aligned courses and certifications.

Her recent focus has been on management-related training such as “Managing Work at Height” courses—a necessity as her role now involves supervising a team rather than just performing technical work.

Her message to others considering similar paths is clear: with the right support systems and progressive wage structures in place, fields like lift maintenance can offer rewarding careers—regardless of age or gender.

Ready to upgrade and upskill yourself? Visit NTUC’s LearningHub to find certified WSQ courses and discover how the PWM Skills Ladder can advance your career in the lift and escalator industry. For more information, contact NTUC U Care Centre at 1800-CALL-PWM (1800-2255-796) or visit the NTUC website.