The Kimberley DAMA Designated Area aligns with the Local Government Area of the Shire of Wyndham East-Kimberley, The Shire of Broome, The Shire of Halls Creek, and The Shire of Derby-West Kimberley. Employers requesting endorsement must have operations in the Designated Area, and the position/s being sought must be located within the operations of the employer within the Designated area. The Kimberley DAMA is accessible to all employers operating in the Kimberley region and is not exclusive to EKCCI members.

The Kimberley DAMA is an agreement between the EKCCI and the Federal Government that allows employers operating in the Kimberley region to access a broader range of occupations than standard skilled migration avenues, and with numerous concessions including experience, age, and in some cases salary and English, among others. These arrangements help employers attract and retain the right people to our region on a sustainable basis, where they have not been able to fill positions from the Australian labour market.

The Kimberley DAMA occupation list is different to standard skilled migration programs and includes a range of concessions not accessible through those standard programs.

You and your Employer can get further Information and help by messaging us here or email SkilledMigrationGroup@pm.me

#DAMA

“Whether an occupation is recommended by JSA to be included on the CSOL in its final advice will be determined by reference to two key criteria:

The JSA Skills Priority List, developed using an in-depth analysis of business recruitment activity and an extensive range of other economic data, as well as significant input through submissions from meetings with businesses, unions, industry associations, state and territory governments and a wide range of other stakeholders.

Analysing whether migration is an appropriate path to address the identified shortages includes considering whether migrants stay in their nominated occupations in the years after arrival, how important sponsored skilled visa holders are to the workforce relative to total employment and job vacancies, the pipeline of graduates from the Australian education and training sectors, and the market salary for occupations.

There are over 700 occupations in scope for potential inclusion on the CSOL. While JSA has grouped these occupations into three categories for the purposes of undertaking stakeholder consultation, all occupations are open for consultation. To date, while the majority of stakeholder inputs have related to the ‘targeted for consultation’ group, JSA has also received stakeholder inputs with respect to both the ‘confident on list’ and ‘confident off list’ groupings, all of which we are considering before finalising our advice to Government.

Some occupations must be included on CSOL in line with Australia’s existing Free Trade Agreements.”
Draft CSOL Confident On List
Draft CSOL Confident Off List
Draft CSOL Targeted for Consultation List

(c) Australian Government Jobs and Skills Australia

Employers you can get further help and Information by messaging us here or email SkilledMigrationGroup@protonmail.com

Website: https://www.AustralianTrades.com/

Website: https://AustralianImmigrationVisas.com.au/

https://www.facebook.com/groups/AustralianVisasMigration/

https://www.linkedin.com/in/AustralianTradesRecruitVisas/

Text/Phone 0413124717

Caterpillar, the Irving-based construction equipment manufacturer, wants its dealers to hire 40,000 new technicians in two years to stem a global shortage.

Even before the pandemic, 70% of employers reported having trouble filling roles requiring skilled labor, per Bloomberg.

State of play: Not only are manufacturing giants like Caterpillar having trouble finding the workers to build this equipment, dealers are struggling to hire people to maintain and repair that equipment, Griffin Reome, the company’s manager of workforce development, tells Axios.

A lot of the technician workforce is also starting to retire, and the company is scrambling to transfer that institutional knowledge to a new generation.

Flashback: Caterpillar has watched this problem evolve over decades.

“We have articles within the Caterpillar organization that date back to the 1960s, talking about the skills gap and how people are being pushed into the post-secondary college route versus going into the workforce,” Reome says.

What they’re doing: The company created a development program that pays people to train and targets a wide range of potential workers, from recent high school graduates to military veterans to mothers who’ve been out of the workforce for years.

The company is also leaning into recruiting events — often alongside its biggest competitors like Komatsu and John Deere, who are having the same issues, Reome says.

“This is certainly an all-hands-on-deck issue.”

Plus: They’re working to hire women, who account for a mere 3% of the technician workforce in the U.S.

Technology shifts have made the job less labor-intensive and more accessible.

“You don’t have to be a 200-pound male,” Reome says. “And you won’t need a shoulder replacement when you’re 40.”

What they’re saying: “Women can easily do the job as efficiently as their male counterparts,” he says.

“Some would even say they can do it better because of the attention to detail and the ability to multitask.”

By the numbers: Though the company won’t release its pay scale, Reome says Caterpillar technicians make “20% over the median household income within the U.S.,” which amounts to a salary of about $90,000 a year. (c) Michael Mooney – axios

Employers you can get further help and Information by messaging us here or email SkilledMigrationGroup@protonmail.com

#CAT #caterpillar

In short: There are fresh warnings Australia is facing a skills shortage in the aviation industry. “Everyone wants to be a pilot but there’s a gap in the market for technicians,” she said. “The industry has job ads going out for 6 to 12 months with no qualified person applying.” From pilots to baggage handlers, maintenance, repairs and technicians – the aviation sector is contending with a worker shortage. An estimated 25,000 people left the commercial industry during the COVID-19 pandemic after airlines made drastic staffing cuts and accreditations lapsed. In the years following, many workers retrained in other industries and didn’t return to aviation.

Employers you can get further help and Information by messaging us here or email SkilledMigrationGroup@protonmail.com

The lack of standardized training creates hurdles for heavy-duty technician recruitment and retention. Unlike OEM dealerships with clear standards, independent dealerships face a different reality. The Heavy Duty Parts Report.
Employers you can get further help and Information by messaging us here or email SkilledMigrationGroup@protonmail.com

https://lnkd.in/gX64mAhx

#heavydutytechnician #truckmechanic #dieselmechanic

Skills shortage continues to impact the Australian construction industry – a vital contributor to the country’s GDP and economic growth – with just a little over half of trade apprentices completing their training.
While the Australian Apprenticeship System delivers a pipeline of skilled, trained individuals to the construction industry, apprenticeship completion rates remain a key area of concern. National data reveals that just 54 per cent of trade apprentices who started in 2017 completed by the end of 2021, down from 57 per cent of those who started a year earlier; one in three now drops out in their first year.