IT occupations to further come of the MODL list
Nov 14th 2003, 11:48 am
#16
Bubble blowing member
Joined: May 2003
Location: Townsville, QLD
Posts: 312
Re: IT occupations to further come of the MODL list
I guess it was a blessing in disguise that we didn't have a MODL to start with, as this would certainly have cost us valuable points.
Any theories about how this will affect the processing times for ICT skilled visa classes if there are to be fewer fast tracked applications?
Any theories about how this will affect the processing times for ICT skilled visa classes if there are to be fewer fast tracked applications?
Nov 14th 2003, 11:51 am
#17
Ex Mod (2002-2005)
Joined: May 2002
Location: NSW
Posts: 5,464
Re: IT occupations to further come of the MODL list
Originally posted by ohsohopeful
Any theories about how this will affect the processing times for ICT skilled visa classes if there are to be fewer fast tracked applications?
Any theories about how this will affect the processing times for ICT skilled visa classes if there are to be fewer fast tracked applications?
Peter
Nov 14th 2003, 3:22 pm
#18
A Bored of waiting member
Joined: May 2003
Location: Take Off 4th Feb .....
Posts: 535
Re: IT occupations to further come of the MODL list
Hi Steve
Am i right in thinking from your posts that the IT Job Market is quite saturated at the moment
My interest is in Perth and im a C++ programmer
is this going to be hard to get work then ?
Would be great if you could answer
Thanks
Stephen
Am i right in thinking from your posts that the IT Job Market is quite saturated at the moment
My interest is in Perth and im a C++ programmer
is this going to be hard to get work then ?
Would be great if you could answer
Thanks
Stephen
Nov 14th 2003, 11:33 pm
#19
BE Enthusiast
Thread Starter
Joined: Nov 2002
Location: Perth, Western Australia
Posts: 368
Re: IT occupations to further come of the MODL list
Hi Stephen
I can't talk about specialisations, but generally the IT market in the short term is not in oversupply. I have many recent graduates in Perth who have had to go to Sydney to find employment opportunities. Although this may be reflection of their lack of experience as much as anything.
In short, it is not EASY to find work in Perth in the IT field at the moment. In the longterm prospects are in my opinion good though.
Regards
Steven O'Neil
Iscah Migration, Perth
www.iscah.com
I can't talk about specialisations, but generally the IT market in the short term is not in oversupply. I have many recent graduates in Perth who have had to go to Sydney to find employment opportunities. Although this may be reflection of their lack of experience as much as anything.
In short, it is not EASY to find work in Perth in the IT field at the moment. In the longterm prospects are in my opinion good though.
Regards
Steven O'Neil
Iscah Migration, Perth
www.iscah.com
Feb 22nd 2004, 6:51 am
#20
Retired *********
Joined: Jan 2002
Location: The Dandenongs
Posts: 349
Re: IT occupations to further come of the MODL list
George,
I, too, am with a management company, contracting via various agencies to various clients. I started with a new agency in the New Year, and now they and my management company have agreed that I should reapply for my 457 with the agency as my sponsor. Let's assume I do that. Next time I change agencies, which could be within months, I'll have to do the same again, and again etc. A huge waste of time, paperwork & money. And there's always the potential that I might need to reapply for a new 457 before my last one has come through !
My management company originally promised that, after 12 months working through them, they would sponsor me for PR via the ENS scheme. That period was due at the end of next month, but now everything has changed.
In the excerpt from Geoffrey Nathan Consulting, it was mentioned that they might be able to bill the client directly, and pay the Agency margin separately. Is this possible ? On the face of it, it looks like a loophole that DIMIA would be quick to close.
A skilled Independent application is still an option to me, currently I score 115 points. But not having any tertiary qualifications means I would have to go the RPL route, which is by no means a guarantee. And in the meantime I would still have this 457-hopping scenario. Any idea what my options are ?
Cheers,
Paul.
I, too, am with a management company, contracting via various agencies to various clients. I started with a new agency in the New Year, and now they and my management company have agreed that I should reapply for my 457 with the agency as my sponsor. Let's assume I do that. Next time I change agencies, which could be within months, I'll have to do the same again, and again etc. A huge waste of time, paperwork & money. And there's always the potential that I might need to reapply for a new 457 before my last one has come through !
My management company originally promised that, after 12 months working through them, they would sponsor me for PR via the ENS scheme. That period was due at the end of next month, but now everything has changed.
In the excerpt from Geoffrey Nathan Consulting, it was mentioned that they might be able to bill the client directly, and pay the Agency margin separately. Is this possible ? On the face of it, it looks like a loophole that DIMIA would be quick to close.
A skilled Independent application is still an option to me, currently I score 115 points. But not having any tertiary qualifications means I would have to go the RPL route, which is by no means a guarantee. And in the meantime I would still have this 457-hopping scenario. Any idea what my options are ?
Cheers,
Paul.
Originally posted by George Lombard
Hi Steven, Jeremy, Peter,
Actually there is a para in the Financial Review piece which is probably or
much greater significance than the MODL list (although apologies to those
who were relying on SAP and PeopleSoft points), and that is the virtual end
of PQBS labour hire firms. We learned today that DIMIA is amending the PAMS
to prevent the kind of short-term contract arrangements they have previously
used. The following email from one of the PQBS firms explains the position.
Cheers
George Lombard
--
www.austimmigration.com.au
For a number of years now Geoffrey Nathan Consulting has been working in a
complementary way to assist recruitment agencies in meeting client demands
for skilled personnel. Geoffrey Nathan Consulting has been able to sponsor
people from overseas who have skills in demand in Australia, and then
provide those personnel under contract to recruitment agencies to satisfy
their client's demands. This mechanism enabled recruitment agencies to
place skilled expatriates at different client sites to meet changing client
needs, whilst the expatriate remained a sponsored employee of Geoffrey
Nathan Consulting.
CHANGING THE WAY WE DO BUSINESS
Geoffrey Nathan Consulting and a number of other similar organisations have
been engaged in detailed and intensive discussions with the Department of
Immigration and Multicultural and Indigenous Affairs regarding the
application of migration law and policy to sponsored employment
arrangements.
It is now clear that the arrangements that have operated until now between
Geoffrey Nathan Consulting and recruitment agencies that facilitated short
term contract placement of expatriates sponsored by Geoffrey Nathan
Consulting must now cease.
It has been agreed with the immigration department that all future
sponsored employees of Geoffrey Nathan Consulting may be contracted only
directly to client sites pursuant to contractual arrangements between
Geoffrey Nathan Consulting and the client site employer. That is, Geoffrey
Nathan Consulting must have a direct relationship with the employer at the
client site at which the sponsored employee is performing services.
No further short-term contract placements will be entered into between
Geoffrey Nathan Consulting and recruitment agencies. Geoffrey Nathan
Consulting will be working with recruitment agencies with whom existing
arrangements exist, to regularise the visa and employment status of those
visa holders who are working under current arrangements.
The immigration department understands that many labour hire firms and
recruitment agencies will need to change the way they do business with each
other when a sponsored expatriate is involved.
Some things will not change. For example, Geoffrey Nathan Consulting will
continue to sponsor skilled expatriates for whom a recruitment agency has
arranged a permanent placement. Under this arrangement the sponsored
employee will be contracted directly by Geoffrey Nathan Consulting to the
client site.
LOOKING AHEAD TO SOME NEW BUSINESS
Geoffrey Nathan Consulting does have some alternatives to suggest about how
we can continue to work with recruitment agencies and would like your
feedback on these:
1. Geoffrey Nathan Consulting can deal directly with the work site client
employer and invoice directly for the sponsored employee's hourly rate as
well as the recruitment agency's margin and on costs. Upon receipt by
Geoffrey Nathan Consulting of the funds from the client, Geoffrey Nathan
Consulting will pay immediately the recruitment agency their margin.
2. A recruitment agency may be interested in participating with Geoffrey
Nathan Consulting in a joint venture whereby the two parties have a joint
account into which the work site client employer client is able to pay the
contractor rate, from which the recruitment agency is able to directly
withdraw its margin and on cost, and Geoffrey Nathan Consulting is also
able to withdraw its payment to enable the sponsored employee to be paid.
Geoffrey Nathan Consulting is an ethical company and in entering into an
arrangement with a recruitment agency, would not contact the agency's
clients directly without prior agreement, nor would Geoffrey Nathan
Consulting offer the agency's clients a recruitment service.
STARTING NOW
Geoffrey Nathan Consulting is currently reviewing its sponsorship processes
for candidates and there will be some changes made in the next few days to
facilitate the firm's commitment to compliance with the immigration
department's requirements.
Until such time that we have agreed upon new arrangements with recruitment
agencies, we will not be able to process any visa applications for your
candidates.
Regards,
Nisha Patel
Placement Account Manager
Geoffrey Nathan Consulting
Level 14, 23-25 Hunter Street,
Sydney, NSW, 2000
Ph: (02) 9235 3598
Fax: (02) 9235 3605
Email: [email protected]
Hi Steven, Jeremy, Peter,
Actually there is a para in the Financial Review piece which is probably or
much greater significance than the MODL list (although apologies to those
who were relying on SAP and PeopleSoft points), and that is the virtual end
of PQBS labour hire firms. We learned today that DIMIA is amending the PAMS
to prevent the kind of short-term contract arrangements they have previously
used. The following email from one of the PQBS firms explains the position.
Cheers
George Lombard
--
www.austimmigration.com.au
For a number of years now Geoffrey Nathan Consulting has been working in a
complementary way to assist recruitment agencies in meeting client demands
for skilled personnel. Geoffrey Nathan Consulting has been able to sponsor
people from overseas who have skills in demand in Australia, and then
provide those personnel under contract to recruitment agencies to satisfy
their client's demands. This mechanism enabled recruitment agencies to
place skilled expatriates at different client sites to meet changing client
needs, whilst the expatriate remained a sponsored employee of Geoffrey
Nathan Consulting.
CHANGING THE WAY WE DO BUSINESS
Geoffrey Nathan Consulting and a number of other similar organisations have
been engaged in detailed and intensive discussions with the Department of
Immigration and Multicultural and Indigenous Affairs regarding the
application of migration law and policy to sponsored employment
arrangements.
It is now clear that the arrangements that have operated until now between
Geoffrey Nathan Consulting and recruitment agencies that facilitated short
term contract placement of expatriates sponsored by Geoffrey Nathan
Consulting must now cease.
It has been agreed with the immigration department that all future
sponsored employees of Geoffrey Nathan Consulting may be contracted only
directly to client sites pursuant to contractual arrangements between
Geoffrey Nathan Consulting and the client site employer. That is, Geoffrey
Nathan Consulting must have a direct relationship with the employer at the
client site at which the sponsored employee is performing services.
No further short-term contract placements will be entered into between
Geoffrey Nathan Consulting and recruitment agencies. Geoffrey Nathan
Consulting will be working with recruitment agencies with whom existing
arrangements exist, to regularise the visa and employment status of those
visa holders who are working under current arrangements.
The immigration department understands that many labour hire firms and
recruitment agencies will need to change the way they do business with each
other when a sponsored expatriate is involved.
Some things will not change. For example, Geoffrey Nathan Consulting will
continue to sponsor skilled expatriates for whom a recruitment agency has
arranged a permanent placement. Under this arrangement the sponsored
employee will be contracted directly by Geoffrey Nathan Consulting to the
client site.
LOOKING AHEAD TO SOME NEW BUSINESS
Geoffrey Nathan Consulting does have some alternatives to suggest about how
we can continue to work with recruitment agencies and would like your
feedback on these:
1. Geoffrey Nathan Consulting can deal directly with the work site client
employer and invoice directly for the sponsored employee's hourly rate as
well as the recruitment agency's margin and on costs. Upon receipt by
Geoffrey Nathan Consulting of the funds from the client, Geoffrey Nathan
Consulting will pay immediately the recruitment agency their margin.
2. A recruitment agency may be interested in participating with Geoffrey
Nathan Consulting in a joint venture whereby the two parties have a joint
account into which the work site client employer client is able to pay the
contractor rate, from which the recruitment agency is able to directly
withdraw its margin and on cost, and Geoffrey Nathan Consulting is also
able to withdraw its payment to enable the sponsored employee to be paid.
Geoffrey Nathan Consulting is an ethical company and in entering into an
arrangement with a recruitment agency, would not contact the agency's
clients directly without prior agreement, nor would Geoffrey Nathan
Consulting offer the agency's clients a recruitment service.
STARTING NOW
Geoffrey Nathan Consulting is currently reviewing its sponsorship processes
for candidates and there will be some changes made in the next few days to
facilitate the firm's commitment to compliance with the immigration
department's requirements.
Until such time that we have agreed upon new arrangements with recruitment
agencies, we will not be able to process any visa applications for your
candidates.
Regards,
Nisha Patel
Placement Account Manager
Geoffrey Nathan Consulting
Level 14, 23-25 Hunter Street,
Sydney, NSW, 2000
Ph: (02) 9235 3598
Fax: (02) 9235 3605
Email: [email protected]
Feb 22nd 2004, 8:53 am
#21
Forum Regular
Joined: Oct 2002
Posts: 271
Re: IT occupations to further come of the MODL list
Steven O'Neil,
That means if u have recieved acknowledgment later but no case officer yet it would affect you!!
I have applied since JULY !
How will i know if i have been assigned a CASE OFFICER?
Thx
That means if u have recieved acknowledgment later but no case officer yet it would affect you!!
I have applied since JULY !
How will i know if i have been assigned a CASE OFFICER?
Thx
Originally posted by Steven O'Neil
Hiya George
You are right, there does seem to be a bit of a time lag. Was just the article that got me interested. But to everyone out there who may find they don't meet the passmark because they may lose 10 points for their specialisation dropping off MODL.. take George's advice and encourage your case officer to assess your points before it happens !
Cheers
Steven O'Neil
Perth
www.iscah.com
Hiya George
You are right, there does seem to be a bit of a time lag. Was just the article that got me interested. But to everyone out there who may find they don't meet the passmark because they may lose 10 points for their specialisation dropping off MODL.. take George's advice and encourage your case officer to assess your points before it happens !
Cheers
Steven O'Neil
Perth
www.iscah.com
Feb 23rd 2004, 10:05 am
#22
BE Enthusiast
Thread Starter
Joined: Nov 2002
Location: Perth, Western Australia
Posts: 368
Re: IT occupations to further come of the MODL list
If you applied in July and have heard nothing yet, I would think that you have NOT been allocated your points yet. As such if you were relying on your IT specialisation giving you 10 MODL points, I think you can safely say you have missed out.
Sorry !
Steven O'Neil
Perth
www.iscah.com
Sorry !
Steven O'Neil
Perth
www.iscah.com
Feb 23rd 2004, 9:22 pm
#23
Forum Regular
Joined: Oct 2002
Posts: 271
Re: IT occupations to further come of the MODL list
Thx for the email.
I had recieved an acknowledgment letter last year.But i haven't recieved Police/Medicals checks yet.And 'm not relying on MODL points!So is my application still missed out!!
Reply
I had recieved an acknowledgment letter last year.But i haven't recieved Police/Medicals checks yet.And 'm not relying on MODL points!So is my application still missed out!!
Reply
Originally posted by Steven O'Neil
If you applied in July and have heard nothing yet, I would think that you have NOT been allocated your points yet. As such if you were relying on your IT specialisation giving you 10 MODL points, I think you can safely say you have missed out.
Sorry !
Steven O'Neil
Perth
www.iscah.com
If you applied in July and have heard nothing yet, I would think that you have NOT been allocated your points yet. As such if you were relying on your IT specialisation giving you 10 MODL points, I think you can safely say you have missed out.
Sorry !
Steven O'Neil
Perth
www.iscah.com
