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Becoming a Residential Care Officer is one possible pathway to live and work in New Zealand.

An offer of employment as a Residential Care Officer may make you eligible to apply for an Essential Skills Work Visa – subject to an employer demonstrating that they have tried to recruit New Zealanders for the position and have been unsuccessful.

Employment as a Residential Care Officer could also allow you to claim points under the Skilled Migrant Category (SMC) Resident Visa – provided you have sufficient total points to meet the requirements of this points-based resident visa.

What is a Residential Care Officer?

Residential Care Officer is one of the jobs listed by the Australia & New Zealand Standard Classification of Occupations (ANZSCO). The ANZSCO lists the jobs recognized by Immigration New Zealand for visa application purposes. The ANZSCO also lists the Skill Level of each job, which is important information for deciding which visa types an applicant may qualify for. A Residential Care Officer role has a Skill Level of 2.

According to the ANZSCO description, a Residential Care Officer “[p]rovides care and supervision for children or disabled persons in group housing or institutional care.” The ANZSCO also lists the tasks a Residential Care Officer performs as follows:

  • assessing clients’ needs and planning, developing and implementing educational, training and support programs
  • interviewing clients and assessing the nature and extent of difficulties
  • monitoring and reporting on the progress of clients
  • referring clients to agencies that can provide additional help
  • supporting families and providing education and care for children and disabled persons in adult service units, group housing and government institutions

 

How do you know if you are a Residential Care Officer?

Meeting the standards required of an ANZSCO occupation is not dependant on your job title. Your official job title might be “Residential Care Officer” on your employment contract, but that does not necessarily mean you meet the ANZSCO requirements of the role. Conversely, though your official job title might be completely different from “Residential Care Officer”, you may still meet the ANZSCO requirements. More important than your job title, and even more important than your written job description, are the tasks and duties that you actually perform in your role and how these are able to be evidenced.

Unlike other roles in the care sector, Residential Care Officers are not primarily engaged in looking after the day to day needs of patients and clients. Instead they have strategic and long-term oversight of client care. In this way, Residential Care Officer roles differ from roles like that of Personal Care Assistant, Nursing Support Worker or Aged or Disabled Carer, and carry a higher ANZSCO Skill Level. However, Immigration New Zealand (INZ) has shown a tendency to assume roles in the fields of care and welfare, are primarily about personal caregiving. This is why it is important to provide very credible and well-documented evidence in support of an application, proving that you routinely perform the relevant ANZSCO tasks, as core components of your daily work. Recent decisions of the Immigration & Protection Tribunal (IPT) confirm the critical importance of evidence that specifically addresses the Residential Care Officer tasks listed by the ANZSCO.

If you currently work, or plan to work, as a Residential Care Officer, there are a number of immigration pathways to New Zealand potentially available to you. Before making an application it is strongly advised that you seek the guidance of a licensed immigration advisor. Contact Pathways NZ for more detailed information and a free preliminary assessment.

Last year some 24,000 work visas were approved for a wide range of migrant trades workers. The demand for skilled workers from overseas to fill New Zealand’s skill shortages, and the forthcoming KiwiBuild requirements, is growing. However, while the numbers of work visas is increasing the pathway for these work visa holders to live and work permanently in New Zealand is getting harder. There are challenges ahead for employers to attract and retain their migrant workers.

In the most recent immigration year to June 2018, some 24,000 overseas workers were approved for work visas under the general category of Technicians and Trades Workers. This number is a 6,000, or 33%, increase over the previous year.

While there were 230,000 work visas approved in total during this year, only 4,000 more than in the previous year, some 145,000 of these work visa approvals were not recorded against any particular occupation. These work visas most likely relate to working holiday, graduate student and various partnership categories which all result in the issue of (open) work visas allowing work in any occupation.

Within the Technicians and Trade Workers category the following occupations had most visas issued last year – carpenter/joiner (2850), motor/diesel mechanic (1050), telecommunications technician (850), scaffolder (700), metal fabricator (675), fitter/turner and fitter/welder (650), steel fixer (575), electrician (460), welder (380), mechanical engineering technician (340), plasterer (300), painter (290), panelbeater (270), sheet metal trades worker (220), brick layer (200), plumber (190) and metal machinist (165).

A number of the open work visa holders will also work in the trade sector so the above figures are indicative only. This situation will become more unclear if the current Government proposal to provide graduating international students with 3 year open work visas is implemented, and if work visas issued under the KiwiBuild programme only designate an occupation and not a specific employer (which may happen). In such instances, the holders of these particular work visas will potentially be more transient as their visas will not tie them to any specific employer. The move towards more accommodating work visas is partly promulgated by the Government’s concern with migrant exploitation and wanting migrant workers to be “less obligated” to some employers.

It is interesting to note that only 1,967 Skilled Migrant Category (SMC) residence applications were approved for Technicians and Trade Workers which is less than half the 4,090 approved in the previous year. When compared to the total number of work visas holders, the small number who have successfully transitioned to SMC residence may be surprising given the skilled employment roles these people have. However this reduction is a direct consequence of the changes made by the previous Government in 2017 which introduced an English test requirement and an arbitrary pay threshold (currently $24.29 ph) for SMC residence applicants. Previously SMC applicants could meet the English requirement through being employed in New Zealand for 12 months and there was no mandatory pay threshold. Although it is understood the current Government is “unconvinced” that the pay threshold is an appropriate mechanism for SMC residence, there is no current priority to effect any change in this regard.

These policy changes have seen the total number of SMC residence approvals reduce from 12,106 applications in the previous year to 8,419 last year (representing 17,000 people). The Skilled Migrant Category is the main category within the New Zealand Residence Programme with around 60% of all residence applicants coming from this and the business categories. The Residence Programme is set every two years and in the two year period to 30 June 2018 the programme was set at between 85,000 and 95,000 people. In fact, only 38,000 people were actually approved for residence in the 2017/2018 year, down on the 47,600 people approved the year before.

To meet the SMC English requirement, applicants’ must achieve an IELTS score of 6.5, or the equivalent in one of the other acceptable English tests. This is a high standard given that the same score, in the IELTS academic version, is required for international students to enter into postgraduate study in New Zealand.

Those workers who cannot meet the English requirement are still able, currently, to transition to residence if they hold a work-to-residence work visa under the Long Term Skills Shortage (LTSSL) policy or are working for an Immigration New Zealand accredited employer. These work visas are issued for 30 months and enable the holder to apply for residence after working in a specified role for a designated employer after 24 months. The catch is the pay rate for the accredited employer role must be at least $55,000 pa based on a 40 hour work week ($26.45 ph). The Government is now reviewing the accredited employer policy with the likely outcome that the pay threshold will be significantly increased – potentially to around $70,000 pa ($33.65 ph). If this happens it will mean that this pathway to residence for many skilled trades workers will be lost and the reason for many employers to become INZ accredited will be negated. Given the current Government’s focus on the regions and attracting migrants to work and settle out of Auckland there is a case to be made for the pay threshold applying to work-to-residence applicants under the accredited employer policy to be lower in the regions so that this pathway to residence can still be viable to attract and retain workers – perhaps $70,000 in Auckland and $60,000 out of Auckland?

There is still an option for those workers holding a work visa issued under the LTSSL work-to-residence instructions to later obtain residence as the current pay threshold for this remains at $45,000 pa. However, most of the roles on the LTSSL require applicants to hold qualifications which are assessed as equivalent to particular New Zealand qualifications and this is often not the case, or the process to establish such equivalence is expensive and time consuming. In reality these qualifications can be quite old and of little current relevance and it is the more recent, relevant, work experience which is of primary interest to the New Zealand employer and the basis on which they are generally offered their trade-related work role. It would be helpful if the LTSSL was revised to place greater emphasis on recent work experience rather than on qualifications as this is really what, in most cases, matters to employers.

The accredited employer and the LTSSL work-to-residence policies do not have any English language requirement.

The situation now is that, of the 24,000 people approved for work visas as Technicians and Trades Workers in the past year, together with those previously approved and still holding work visas, the majority are now (or will soon be) unlikely to have any immediate pathway to residence. This situation has implications for those employers with a significant, or key migrant workforce as they will need to carefully consider how this will impact on their ability to attract and retain such migrant employees. It can be an expensive and time-consuming process to firstly identify, and then facilitate workers to travel from across the world to come and work in New Zealand. Many workers will, understandably, only make this commitment if they can have security about their long term future here. If employers cannot provide this long term security, the reality is that their migrant workers may become unsettled and be more easily motivated to move to higher paying employers or leave New Zealand for other work opportunities offshore or back in their home country.

While a number of migrant workers do move between countries for work, many (if not most) will have considered the potential to obtain New Zealand residence as one of factors which influenced their decision to come to New Zealand. For these workers, employers can consider several options to help keep these workers motivated and retain their services for the long(er) term if they do not have a current pathway to residence.

Firstly, there is the option of providing English language assistance and support. This will enable workers to improve their language skills, make any communications more efficient, reduce misunderstanding and mistakes in the workplace, and help develop their self-confidence and social networks. Progressing migrant workers English skills can lead them to achieving the English language requirement to apply for residence under the Skilled Migrant residence category and will genuinely help with their successful integration into New Zealand society.

Secondly, employers can assist and support their workers to achieve recognised New Zealand qualifications. This can enable them to become eligible for Skilled Migrant Category qualification points, which may also open the option for a work-to-residence work visa under LTSSL instructions. Supporting migrant workers to attain New Zealand qualifications can also promote greater employer loyalty and commitment to the employer.

Workers who are accompanied to New Zealand by their family are generally more settled and better placed to manage the transition – although care is needed that any expectation they may have about what is possible for their future in New Zealand is feasible and well founded.

With continuing skills shortages and KiwiBuild on the horizon, New Zealand employers need to be increasingly aware of what motivates their migrant workers to come and stay. Employers would be wise to think about what they can do to secure their services, and commitment, for the long term, ensuring their investment in their migrant workforce is maximised. It is always helpful to begin this process with the benefit of professional advice and assistance on visa matters from an experienced Licenced Immigration Adviser or Immigration Lawyer.

Article provided by Richard Howard, Managing Director of Pathways to New Zealand Ltd – New Zealand’s second largest immigration consultancy business with 13 Licenced Immigration Advisers based in its Hamilton and Wellington Offices.

Pharmacy Technicians are in demand and is a role that can provide a viable pathway to permanent residence in New Zealand

If you are offered a position of Pharmacy Technician in New Zealand, you may have a bright future to work and live here permanently. The occupation of Pharmacy Technician is included on the Immediate Skill Shortage List which recognises there is current shortage of such skills in New Zealand.

How to become a Pharmacy Technician in New Zealand

To become a Pharmacy Technician and undertake basic dispensary work you need to have a New Zealand Certificate in Pharmacy (Pharmacy Technician (Level 4)) which is the minimum requirement to work in New Zealand as a Pharmacy Technician.

To become a fully qualified pharmacy technician you need to have a New Zealand Certificate in Pharmacy – Pharmacy Technician (Level 5).

You can qualify in one of three ways:

  • Part-time distance study through Open Polytechnic of New Zealand, while you do paid work of at least 20 hours a week in a community or hospital pharmacy as a Pharmacy Assistant or Trainee Pharmacy Technician. To complete a New Zealand Certificate in Pharmacy (Pharmacy Technician) Level 4, you need to complete 115 credits. For each credit, it is about 10 hours of study.
  • Full-time study for around 70 weeks to complete a Certificate in Pharmacy Technician Level 5

Trainee Pharmacy Technicians usually earn $36,000 to $42,000 per year and a qualified Pharmacy Technician can earn from $42,000 to $56,000 per year.

An opportunity for overseas Pharmacy Technician

If you are an overseas qualified and experienced Pharmacy Technician it is possible for you to be accepted to study for the New Zealand Certificate in Pharmacy – Pharmacy Technician (Level 4) course if you are also offered employment as a Trainee Pharmacy Technician or Pharmacy Assistant.

Alternatively you can enrol as an international student in the Level 5 programme and on graduation be entitled to the 12 month open job search work visa to help you in finding a suitable Pharmacy Technician job – with some 88% of graduates are successful in obtaining such employment.

Employment as a Pharmacy Technician on a pay rate of $24.29 per hour or more can be acceptable for a Skilled Migrant Category Residence application if an applicant can also achieve the required SMC points.

Contact a Pathways adviser now for detailed information and a FREE preliminary assessment!

The Skilled Migrant Category (SMC) is the main residence category and makes up over 50% of New Zealand’s residence programme.  In April the Government announced a number of changes to the SMC and these will take effect from 28 August 2017. Expressions of Interest under the existing policy, the first stage of a SMC application, were stopped on 19 July and from this time, and until the new policy takes effect, it has not been possible to begin a new SMC application.

A key change of the new SMC policy is the introduction of salary thresholds to, in part, determine if employment is “skilled”. These salary thresholds are indexed to the New Zealand median income of $48,859 and will be reviewed every year. Employment roles which are classified as ANZSCO (Australia & New Zealand Standard Classification of Occupations) skill level 1, 2 or 3 roles must have a salary of $48,859 in order to be able to be awarded SMC points. This salary equates to $23.49 per hour for a 40 hour work week.

For all other employment roles which are not at ANZSCO skill level 1,2 or 3 the salary must be $73,299 or $35.24 per hour.

If the employment is for at least 30 hours per week and at, or above, the mentioned hourly rates, then this is acceptable.

There will also be bonus points for applicants who earn over $97,718 per year.

It is expected that INZ will closely investigate those applicants who will have had recent significant pay increases which have resulted in their salary rising to the above thresholds to confirm these increases were genuine and merited.

More SMC points will be available for greater work experience. However this work experience must be assessed as being skilled work experience requiring, most likely, that this experience be consistent with ANZSCO skill level 1,2 or 3 roles. This requirement is expected to prove one of the more contentious and challenging changes as it will significantly disadvantage younger applicants and recent graduates whose work experience is less likely to be assessed as being skilled.

The changes will also result in applicants aged 30-39 years, and those with postgraduate qualifications, to be able to claim more points (than currently).

A number of points criteria from the existing SMC policy will be removed including those relating to close family in New Zealand, points associated with Identified Future Growth Area and for qualifications in an area of absolute skills shortage. The additional points offered for skilled employment outside of Auckland will remain but the points available for New Zealand work experience will be limited to 12 months only.

INZ will need to allow some time, after 28 August, for applicants who have EOIs currently sitting in the EOI pool to review and edit their EOIs according to the policy changes and for new EOIs to be submitted under the new policy. For this reason we do not expect to see the next EOI selection draw until at least 6 September and probably 13 September. While applicants only need to claim 100 points for their EOI to be submitted into the pool the passmark has been retained at 160 points since October 2016. It is expected the Government may initially keep this same passmark and wait and see the level of EOIs which are able to be selected. There will be a build up of EOIs due to the 2 month closure and due to the group of applicants who are immediately eligible under the new points criteria, however the expectation is that the passmark will need to reduce from 160 points in the future in order for the residence programme target to be met.

It is always highly recommended professional advice is obtained from a licensed immigration adviser to best determine how these or any other policy changes may affect a person’s current immigration situation and future visa pathways.

Significant and wide ranging changes to the skilled migrant category (SMC) have been announced and are due to become effective from August.

The NZ Government has announced a range of changes for what it says are “designed to better manage immigration and improve the labour market contribution of temporary and permanent migration.”

Two wage thresholds are being introduced for SMC residence applicants which will be used to determine whether employment is skilled for the purpose of granting points for any employment role. An equally significant change is that points for work experience will be increased but only work experience which is assessed as “skilled” can be relied upon. SMC points for age will increase for applicants aged 30-39 as the Government changes its focus from younger, recently graduated, applicants, to those who have more work experience and who can contribute more quickly and constructively to the workforce. Points will no longer be available for qualifications in areas of absolute skills shortage, future growth areas and for having close family living in New Zealand.

Those who will benefit from these changes include people:

  • Whose jobs are not currently recognised as being skilled and cannot currently rely on these jobs for a SMC residence application. The proposed changes will allow these jobs to be assessed as being skilled if they are paid at or above $73,299 per year (or $35.24 per hour).
  • Whose income is $97,719 per year (or $46.98 per hour) will be eligible for 20 bonus points.
  • Who are aged from 30 to 39 will be awarded 30 points for their age
  • Who have longer work experience and this is experience is in skilled roles
  • Who have recognised higher level qualifications at level 9 or 10 (Master’s degrees or Doctorates) who will be awarded 70 points.

Who will be disadvantaged by the policy changes?

  • People whose jobs are currently considered skilled but who are paid less than $48,859 per year (or $23.49 per hour) will not be able to claim points for skilled employment. This new wage threshold will affect many occupations but particularly Restaurant Managers, Chefs, Retail Managers and ICT Technicians which are the most popular occupations under the current SMC policy.
  • Younger people and recent graduates will be disadvantaged as they will unlikely be able to claim points for skilled work experience

It has yet to be confirmed but it is expected that the proposed changes will be introduced in mid August 2017. The last Expression of Interest (EOI) selection draw may therefore be on the 2nd or the 16th of August. It is our understanding that EOIs selected before the changes are implemented will have their residence applications processed under the current SMC policy. NB: an EOI cannot proceed until the principal applicant has met the English language requirement.

Anyone who is considering a SMC residence application should urgently seek professional advice from a Pathways Licensed Immigration Adviser to determine if they are eligible to apply for residence now and before the proposed policy changes are introduced.

Immigration New Zealand announced major changes to the Skilled Migrant Category (SMC) to take effect from 12 October.

These changes affect many prospective migrants and are part of an overall strategy to reduce, by 5,000 per year, the number of people who are granted New Zealand residence. The new planning range is for 85,000 to 95,000 people to obtain residence over the next two years of whom 50,500 to 57,500 people will obtain residence from the SMC and business categories.

Places under the SMC have been in very high demand and there have been concerns raised at the increasing number of places taken up by people with relatively low level qualifications and employment roles. The policy changes increase the points threshold required for applicants to become eligible to apply for SMC residence and implement more robust English language requirements, and how these are to be met.

Summary of key changes

  • Minimum points required for EOI selection has been increased from 140 to 160 and only EOI’s scoring 160 points or more will be selected for the foreseeable future. Previously applicants scoring 100 points, including points for skilled employment, were able to be selected.
  • New English Language evidence requirements;
    • citizenship of Canada, the Republic of Ireland, the United Kingdom or the United States of America provided the applicant has spent at least five years in work or education in one or more of those countries or Australia or New Zealand; or
    • a recognised qualification comparable to a New Zealand level 7 bachelor’s degree and gained in Australia, Canada, New Zealand, the Republic of Ireland, the United Kingdom or the United States of America as a result of study undertaken for at least two academic years in one or more of those countries; or
    • a recognised qualification comparable to a New Zealand qualification at level 8 or above and gained in Australia, Canada, New Zealand, the Republic of Ireland, the United Kingdom or the United States of America as a result of study undertaken for at least one academic year in one or more of those countries; otherwise
    • IELTS 6.5 mandatory requirement

Previously there was a wider range of options to evidence an applicant’s English language including working in skilled employment in New Zealand for one year. This option is no longer available and applicants who do not otherwise meet one of the above requirements must pass the IELTS test. Additional English test options will also be introduced from 21 November.

Applicants who already have Skilled Migrant Category residence applications under process or received their residence invitation before 12 October, and are yet to submit their application, will not be affected by the changes.

For many prospective applicants the main challenge will be to achieve the required 160 points for their EOI to be selected and in this regard the 30 bonus points available for employment outside of Auckland are likely to prove pivotal. The new English language requirement may also prove a difficult hurdle for many applicants.

More policy changes are expected in November to further fine tune the SMC policy. It is possible these changes may include the introduction of additional points criteria to recognise applicants in high level employment roles who would otherwise not be able to achieve the 160 points. It is also possible changes may be made to employment roles such as retail and restaurant manager, and chef, which Immigration New Zealand have identified as being “over-weighted” in SMC statistics.

Immigration policy changes always result in a great deal of uncertainty and misinformation and obtaining professional advice from a Licensed Immigration Adviser is timely and appropriate in this situation.