Queensland State Migration Plan (SMP)
Commencement of Queensland state migration plan
Joint Media Release with Andrew Fraser MP – Queensland Treasurer, Minister for Employment, Economic Development and Innovation and Senator Chris Bowen – Minister for Immigration and Citizenship
Friday, 26 November 2010
Federal Minister for Immigration and Citizenship, Chris Bowen, and Queensland Treasurer and Minister for Employment, Economic Development and Innovation, Andrew Fraser, today announced the commencement of the Queensland state migration plan.
‘State migration plans are part of the Gillard Government’s continued commitment to supporting the Australian economy by attracting skilled migrants who can positively contribute to our workforce,’ Mr Bowen said.
‘The implementation of state migration plans will provide flexibility for state and territory governments to nominate skilled migrants in a broader range of occupations than are currently offered on the Skilled Occupation List.’
State migration plans are agreements between individual states and territories and the Minister for Immigration and Citizenship. The agreements specify an overall number of applicants that each state and territory can nominate and in what occupations they can nominate skilled migrants to work.
The Queensland state migration plan enables the Queensland Government to nominate migrants who meet the particular needs of the Queensland economy.
‘Queensland is looking at sourcing highly skilled workers to meet critical skills shortages in priority industry areas and occupations, such as regional health practitioners and engineers for mining and coal seam gas projects,’ Mr Fraser said.
‘In total, 83 occupations in skills shortage areas are covered under the state migration plan.
‘State sponsorship is just one of the strategies the Queensland Government uses to address the future needs of its workforce. Other measures include education, training and employment initiatives.’
State sponsorship of skilled migrants to Queensland under the plan is limited to the skilled sponsored (subclasses 176 and 886) and skilled regional sponsored (subclasses 475 and 487) visas.
The lists of eligible occupations for these visas will be released on the Queensland Government website along with information on specific sponsorship requirements for each occupation.
Should the reader wish to discuss this email further or have a question regarding SMP, please either contact us via or email address or complete our FREE VISA ASSESSMENT on the Home Page.
AUSTRALIA’S LOOMING SKILLS SHORTAGE?
I read an article a short time ago which high-lights the possible future Australian Skills Shortage.
The article warns Australian businesses of the growing list of skills now in short supply in Australia’s available labour market which was released in a June – September Quarterly Report.
With Australia’s unemployment rate sitting around 5.1%, being able to draw on a pool of unemployed workers to fill a business’ skills shortages is going to become harder, with employers likely to end up in a bidding war for the required skills.
It has been mentioned that Australia’s job market is very healthy as businesses ramp up their hiring activity and activity in some sectors are now back to the levels seen just prior to the Global Financial Crisis (GFC) hitting Australia.
Businesses are switching part time staff to permanent positions, soaking up some of the excess productive capacity in the labour market and the point can be made that we, Australia, are closing in on the point where skills are in short supply.
The article went on to say that employers are putting on permanent as well as temporary staff and those organisations that reduced headcount during the GFC are now growing their teams to take advantage of business conditions. Even at the support level employers are recruiting to fill skills gaps.
Increased demand has quickly exposed the underlying shortage of specialist skills. The employee’s worries about job security may have gone, but now employers are bracing themselves for these shortages which are forecast.
In order to help overcome emerging skills shortages, it has been suggested that employers take action before it becomes a problem.
The article went further by intermating that most employers are aware that the market is becoming candidate short. Subsequently, there has been an increase in the number of candidates who receive multiple job offers and counter offers. Employers are also starting to shorten their recruitment timeframes in response to the growing competition for the top talent, becoming flexible in their set requirements. They’re also investing in their branding in order to ensure the best possible market perception.
Employers may take note of what is happening, so the they can plan for their future, now, by differentiating their offering to appeal to potential candidates. Knowing what factors each jobseeker is likely to base their decision making on is critical to a successful hire – i.e. – communicate clear progression opportunities.
Migration Program Statistics
The following was made available on the Department of Immigration and Citizenship (DIAC) site.
The following table contains migration program outcomes for 2005–06 to 2009–10 and planning levels for 2010–11.
| Category | 2005–06 Outcome | 2006–07 Outcome | 2007–08 Outcome | 2008–09 Outcome | 2009–10 Outcome | 2010–11 Planning Levels9 |
| Partner1 | 36 374 | 40 435 | 39 931 | 42 098 | 44 755 | 42 000 |
| Child2 | 2547 | 3008 | 3062 | 3238 | 3544 | 3300 |
| Preferential/Other Family3 | 1869 | 2136 | 2378 | 2530 | 2468 | 750 |
| Parent4 | 4501 | 4500 | 4499 | 8500 | 9487 | 8500 |
| Total Family | 45 291 | 50 079 | 49 870 | 56 366 | 60 254 | 54 550 |
| Employer Sponsored5 | 15 226 | 16 585 | 23 762 | 38 026 | 40 987 | 44 150 |
| Skilled Independent | 49 858 | 54 179 | 55 891 | 44 594 | 37 315 | 35 200 |
| State/Territory Sponsored6 | 8024 | 6928 | 7530 | 14 055 | 18 889 | 23 000 |
| Skilled Australian Sponsored7 | 19 062 | 14 167 | 14 579 | 10 504 | 3 688 | 3 500 |
| Distinguished Talent | 99 | 227 | 211 | 201 | 199 | 200 |
| Business Skills8 | 5060 | 5836 | 6565 | 7397 | 6789 | 7800 |
| 1 November Onshore | 7 | 0 | 2 | 0 | 1 | 0 |
| Total Skill | 97 336 | 97 922 | 108 540 | 114 777 | 107 868 | 113 850 |
| Skill as percent of total program | 68.1 | 66.1 | 68.4 | 67.0 | 64.0 | 67.5 |
| Total Special Eligibility | 306 | 199 | 220 | 175 | 501 | 300 |
| Total Program | 142 933 | 148 200 | 158 630 | 171 318 | 168 623 | 168 700 |
Note: Numbers have been rounded and totals may not be the exact sum of components.
Migration Program numbers do not include New Zealand citizens or holders of Secondary Movement Offshore Entry (Temporary), Secondary Movement Relocation (Temporary) and Temporary Protection Visas and are detailed at the top of the planning range.
1 Includes spouse, fiancé and interdependent. Net outcome as places taken by provisional visa holders who do not subsequently obtain permanent visas are returned to the Migration Program in the year that the temporary visas expire.
2 Includes Child-adoption, Child Dependent and Orphan Minor.
3 Includes Aged Dependent, Carer, Orphan Unmarried and Remaining Relatives.
4 Includes Designated, Contributory and Non-contributory Parents.
5 Includes Employer Nomination Scheme, Labour Agreement, Regional Sponsored Migration Scheme.
6 Includes State/Territory Nominated Independent Scheme and Skilled Independent Regional.
7 Includes brothers, sisters, nieces, nephews, non-dependent children, working age parents, grandchildren and first cousins who have been skill tested.
8 Net outcome as cancelled visas are returned to the Migration Program in that year.
9 Initial Planning Level.
