Points Test讨论稿

风再起时1204

http://www.immi.gov.au/skilled/g ... test-discussion.pdf

Factors for Consideration
This section examines two major factors for consideration for any future Points Test which have attracted the most comment during the initial discussion with key stakeholders, before outlining a comprehensive set of selection criteria as a basis for a new Points Test.
Points for Occupation
The following table details the points currently awarded for various occupations as well as a description of how the occupation comes to be awarded points:
Points
Description
60 points
Most occupations where training is specific to the occupation. In most cases, an applicant must have a qualification and experience which meets the relevant Australian standards and is specifically related to their nominated occupation and be able to meet any registration requirements in Australia. 60 point occupations must also have a specialised assessing authority assessing the applicant’s skills in the nominated occupation.
50 points
General professional occupations. Applicants must have a qualification equivalent to an Australian bachelor degree or higher qualification.
40 points
Other skilled occupations. Applicants must have a qualification equivalent to an Australian diploma or advanced diploma.
This classification system has a number of anomalies:
•
the existence or otherwise of a specialised assessing body (required for a 60 point occupation) is often a matter of chance rather than a reflection of the worth of the occupation; and
•
occupations with significantly different training requirements are awarded equal points;
o
many 50 point occupations require training specific to the occupation, but are deemed to be 50 point occupations because a generalist assessment is undertaken. Examples of such occupations include town planners, biochemists and actuaries;
o
occupations which require a diploma or advanced diploma are only awarded 40 points under this system, eg Ship’s Engineer, Dental Therapist, Ambulance Officer compared to other occupations where an associate diploma or work experience are considered sufficient to earn higher points.
If there are to be point gradations for occupations, then it is proposed that they should be allocated on the basis of the value of that occupation to the Australian economy. Alternatively, given the decision to move to a more targeted SOL, no points could be awarded for an occupation (ie all eligible occupations are weighted equally).
Your views: Should there be differentiation in points awarded for occupations under the revised Points Test or should no points be awarded for occupation?

Points for Overseas qualifications
The current Points Test provides additional points to applicants with Australian qualifications.
ranging from 5 points for meeting the Australian study requirement of 2 years study in Australia up to 25 points for a PhD completed in Australia. The points for Australian qualifications are in recognition of the general quality of Australian education, the fact that studies are conducted in English and that there is a significant period of acculturation and exposure to the Australian labour market and society.
Applicants with overseas qualifications do not accrue points for these qualifications even if the overseas education institution is recognised internationally as being of a very high standard. It could be argued that this may act as a disincentive for graduates from overseas institutions of a very high standard to apply for GSM. .
Points for overseas qualifications could be considered commensurate with the current points for Australian qualifications or at a lower level, for example 5 points could be allocated for this factor per the points currently awarded for regional study.
It is recognised there may be challenges in extending the allocation of points to include certain overseas qualifications. Options to address these concerns could include:
•
confining points for higher degree qualifications to a specific list of higher education institutions (for example those within the world’s top 200 or top 500 as ranked3) and courses which are directly linked to the SOL occupation of the applicant;
•
giving applicants with Australian qualifications additional points to reflect the labour market and social advantages of an Australian education;
•
some combination of the above (eg all qualifications from the selected 200 or 500 universities are given the same points as an Australian educational institution, possibly while also giving Australian universities on the select list additional points); and/or
•
requiring skills assessing authorities and/or professional bodies to attest to the standard of overseas qualifications (which may already be established through Accords or Agreements with international bodies).
If it is accepted that Australia’s interests are best served through maximising human capital in our economy, then the Points Test should be structured to attract migrants of the highest skill, including those with qualifications from internationally respected overseas institutions.
Your views: Should the Points Test differentiate between Australian and overseas qualifications? Should prospective applicants be awarded points for overseas and/or Australian qualifications? On what basis could ‘eligible’ overseas institutions and qualifications be determined?

Other Factors for a new Points Test
In accordance with the principles for a new Points Test outlined above, a new Points Test could address the following issues:
How should high level English language ability be recognised?
English language ability is widely recognised as the essential attribute for success in the Australian labour market4. Under current arrangements, applicants must have a minimum score of 6 in all four components of the International English Language Testing System (IELTS), for which they are awarded 15 points. Applicants with a score of IELTS 7 or above are awarded 25 points.
One option would be for all applicants to meet the threshold requirement with no additional points. Those who are able to meet higher English language standards could get bonus points.
Should there be changes to points awarded for the age factor (to recognise value of work experience)? Should there be a relaxation of the age limit at time of application or provides applicants who possess work experience with the ability to access greater points?
An extension of the GSM eligible age limit would not only reflect the Government’s expectation that workers will stay in the labour force longer in the future, but also acknowledge that applicants with high levels of human capital may be slightly older but have higher qualifications and greater work experience. By comparison, young, inexperienced workers do not necessarily achieve the best labour market outcomes.
Immigration plays an important role in ameliorating the ageing of the population because migrants tend to be younger on average than the resident population. In considering this factor, it should be noted that a relaxation of the age criteria – if it increases the average age of the GSM cohort – is from a policy perspective inconsistent with the aim of addressing ageing workforce and population issues (per Intergenerational Report). This would need to be balanced against the immediate gains to productivity provided by a more highly experienced worker.
Older migrants have a reduced time-frame in which they can contribute to the Australian tax base before they start accessing Government funded benefits and services (particularly health and old age pension). Further, if older migrants enter Australia during an economic downturn and less robust labour market they may be less competitive in terms of securing skilled employment and/or through increasing competition for available and suitable jobs, will undermine Government initiatives to increase workforce participation of mature age Australians.
Should there be more or differentiated points for higher degree qualifications?
Applicants with these qualifications have a demonstrated ability to study and succeed across a range of academic areas, which will equip them to compete for a wider range of jobs and adapt successfully to changing technological and workplace demands.
There is currently no differentiation between holders of an honours degree, and holders of a masters degree. One option for a new Points Test may be to introduce a differentiation.
In considering this factor, it is also important to consider what such a change would mean for the composition of the GSM intake, in particular if it would disadvantage trade qualified applicants who will continue to be in demand in the Australian labour market..
Should there be points for a well qualified partner?
A well-qualified partner would further increase Australia’s stock of human capital. The evidence on labour market outcomes for this cohort would need to be considered and balanced against the potential that a perverse incentive could be created for “marriages of convenience” in order to qualify for points and secure permanent entry. Currently, 5 points are awarded if the partner of an applicant meets the threshold criteria for skilled migration. Points for partners could be awarded on a flat or graduated scale for skills over and above threshold requirements.
Should there be points for family sponsorship?
Allocating points for family sponsorship recognises the value of family settlement support. The current Points Test enables applicants with reduced employment prospects and lower levels of human capital to migrate. Birrell et al note that, “offshore migrants who are sponsored - especially those sponsored by family … do least well in obtaining employment soon after arrival. Almost 30 per cent … are not employed. Furthermore, at least a quarter of those who are working are only employed part-time. While we cannot be completely certain of the reason for this lower rate of employment, it is likely that it is caused in part by the less stringent selection criteria that these two concessional categories require.5”
Should there be points for regional study?
Allocating points for regional study acknowledges the potential importance of this avenue to regional settlement. Retaining incentives to undertake study in regional Australia provides an opportunity to enrich regional communities with the human capital that highly skilled migrants bring. This needs to be balanced against the potentially distorting effects of bonus points for study in a particularly location and an examination of the evidence as to whether students studying in regional locations remain and contribute to the local labour market.
A possible extension would be to also include bonus points for regional work experience.
Should there be points for community languages?
This factor currently recognises that proficiency in a designated language is valuable to business and industry, particularly those languages of Australia’s major trading partners. It increases the level of human capital a migrant brings to Australia, as to gain these points requires professional level interpreting and/or translating skills. However, community language proficiency may not contribute directly to labour market outcomes.

Should there be points for State/Territory sponsorship?
State/Territory sponsorship recognises that a migrant possess characteristics that the State/Territory government has identified as being in particular need in their jurisdiction and allocates points accordingly.
Alignment of occupations with State/Territory Migration Plans could be incorporated into the points allocated for this factor.
The package of GSM measures announced by the Government, including the abolition of the MODL, the introduction of a new SOL from mid 2010, and the introduction of State Migration Plans may provide a sufficient mechanism to address jurisdictional skill needs.
Should Professional Year (PY) points be retained?
The PY assists recent graduates to obtain better labour market outcomes in their nominated profession through the acquisition of skills such as business language, workplace behaviour, presentation, occupational health and safety, knowledge of industrial democracy and mentored formal work placements formed and managed by approved professional bodies.
The Department has received advice from Professional Pathways Australia, that 48% of graduates from their PY programs are employed in their nominated occupation immediately upon graduation. Aside from this and anecdotally, the Department has received advice that between 25 and 50 per cent of PY graduates are employed in their nominated occupation immediately after completing their professional year.
Your views: Are these factors appropriate to form the basis of a new Points Test? What changes would you make? What other factors may be appropriate?

[ 本帖最后由 风再起时1204 于 16-2-2010 12:27 编辑 ]

seraph77

最想看到的其实是他们关于SOL有什么导向性的思路,现在看起来,约等于没说...
还是老一套,要符合澳洲XX年的人口战略,要符合本地的需求,要................
看起来,他们似乎没有要严厉收紧移民口袋的打算,也就是说,原来一年多少人,现在即使减少也不会太多.他们只是想把这个饼重新划分一下.
看了这个讨论稿,俺的收获是:大的关门不会,对某行业关门可能....要对哪些行业关门,这个讨论稿基本没提....
是这样吗

Juana

我感觉他们的方向是侧重于高英语水平、高学历和澳洲本地学历了……