1 Restaurant & Catering Australia s Submission for Labour Template Agreement Introduction Restaurant & Catering Australia (R&CA) is the only peak organisation representing the interests of the 40,000 restaurants, cafes and caterers in Australia. The Association has combined membership of 7,000 in the calendar year of 2011. Industry Background The industry turns over $29.9 Billion per annum and is looking down the barrel of significant employment growth in the next twelve (12) months. This growth is on top of a sizeable attrition from the industry due to the large number of causal employees engaged. The cafes, restaurants and take-away food sector dominates employment in the Accommodation and Food Service industry accounting for 456,600 workers (or 61.6% of the industry employment) as described in figure 1 below Figure 1 Accommodation and Food Service Sectors Employment Levels ( 000s February 2010). The industry is facing a significant shortage of chefs, cooks and managers. The restaurant, café and catering industry is a larger employer, with one of the strongest projected jobs growth of any industry. The demand for employees in the industry is likely to be in the order of 64,700 new jobs, as described in figure 2 below.
2 The demand is likely to be filled through immigration and employees sourced from the welfare system. Given the profile of the available jobs (many in customer service roles), immigration may be a better longer-term source of labour. Over the last ten years, total turnover in the restaurant, café and take away food industry has doubled. In 1999 turnover was $15.0 Billion per annum and the 12 months from March 2010 turnover was 29.9 Billion. Australia is in a well entrenched love affair with food. The industry is going from strength to strength; however from a profitability perspective the margins are being continually eroded. At the same time work force numbers have increased in 2011 by 4.5% and are expected to grow a further 2.7% next year. This increase in food can be attributed to high profile television shows such as Master Chef, My Kitchen Rules and Ramsay s Kitchen. The biggest challenge for the industry is the skills and labour shortage. The restaurant and catering industry has grown over 7% in the last two (2) years and maintained an attrition rate of 11.8% per annum over the last ten years (against an all industry of 13%). Each and every year, the industry needs more new skilled workers to maintain staffing levels given the growth in demand and attrition from the workforce. The first set of data for the end of 2011 was released by the ABS, as expected, restaurant, café and catering turnover in November saw another record month and was 8.1% above the same month in 2010. At $1.629 Billion, November 2011 was the second highest turnover month ever. Western Australia and New South Wales have lead the charge with a slump in Queensland seeing Western Australian revenues exceed Queensland for the first time ever.
3 Figure 3 - Turnover (Millions) Cafes, restaurants and Catering Businesses by State Despite sustained revenue, the most recent report released by the Australian Bureau of Statistics in April 2008 shows a slowing in restaurant profits (as forecast by the R&CA) with overall net return sitting at 3.6% of turnover and small business (under 5 employees) facing an loss of -0.3%. The Employment Outlook publication from the Department of Education, Employment and Workplace Relations reported 456, 600 people employed in the cafes and restaurants in February 2010. The projection in the report is for the growth of 2.6% per annum in employment in cafes and restaurants. The major occupations in the wider hospitality industry include waiters, kitchenhands and bar attendants. These occupations are all regarded as having good to very good career prospects or are in other words, still undergoing significant growth and are in shortage. Figure 4 - ABS Labour Force Survey cat. no. 6291.0.55.003 (DEEWR trend data); DEEWR projections to 2014-15 The Department of Immigration and Citizenship released a Migration Report in 2010-2011 reviewing which occupations have been the most common for overseas workers coming to Australia. Consistently year after year, cooks rate highly. R&CA advocate this type of data reaffirms the importance of a Labour Agreement for the hospitality industry but also for peak industry bodies.
4 How should employers be identified as belonging to the industry in order to be allowed to access the template agreement? The Department would expect that either this is done by only having occupations very specific to the industry available under the template or by having a very clear definition of tourism and hospitality that employers must meet. What would be the best approach? R&CA encourages DIAC to allow employers direct access to the template agreement by an employer proving they are a member of a peak industry body. These industry bodies are best suited to provide a list of occupations that are very specific to the industry and therefore employers are able to recruit overseas workers through a designated channel. The scope of Associations involved should be those in tourism and hospitality. In defining tourism and hospitality, the start point is generally hospitality. The hospitality industry includes businesses that provide accommodation, food and drinks. As a result, this includes cafes, restaurants and takeaway food, pubs, taverns and bars, hotels, motels and other accommodation, and hospitality clubs. The Australian Bureau of Statistics (ABS) classifies these businesses under the Australia New Zealand Standard Industrial Classification (ANZSIC) of Accommodation and Food Services i. Tourism however, is more difficult to define given that it is not an industry in the strict sense. Industries are defined by the goods and services they produce, whereas tourism is defined by whether consumption is by visitors. ii Tourism is measured in the ABS Tourism Satellite Account (TSA), which calculates the portions of industries that are tourism related. The TSA captures the activities of tourism characteristic and tourism connected industries. Tourism characteristic industries encompass the industries in which visitors consume 25 percent or more of its output iii and capture those industries that would be significantly affected if tourism were to cease iv. However, tourism connected industries are those in which consumption of goods by visitors is significant, but below 25 percent v. This includes the education and retail industries.
Overall, tourism related industries include travel agencies and tour operator services; accommodation; cafés, restaurants and takeaway food services; pubs, clubs, bars and taverns; casinos and other gambling services; cultural services; retail; sport and recreation; transport, and education and training vi. Restaurant & Catering contends that the definition (and hence eligibility to apply for sponsorship through the labour agreement) should be based around the nature of the employers business. If the employer is in tourism or the hospitality industry (according to the definition above) they should be eligible. 5 Should occupations that are available under the standard program be made available under a template labour agreement? What benefit would there be to such an arrangement? The template would need to provide some benefit over the standard program sponsorship process for it to be worthwhile to include occupations that are in that standard program. In the event that such benefit was framed into the agreement, the occupations of cook, chef, restaurant manager / supervisor and food and beverage attendant should be made available through the template. In a recent Industry Benchmarking report, Restaurant & Catering asked respondents to indicate how easy or difficult it has been for you to attract staff in key occupations. Responses were returned on that cook, chef, restaurant manager / supervisor and food and beverage attendant were all difficult of very difficult categories. Please rate how easy or difficult it has been for you to attract staff to the following jobs? Managers Supervisors Food & Beverage Assistant kitchen hand Chef / Cook 0.00 1.00 2.00 3.00 4.00 5.00 Table 3-12 Preferred Option to Employing New Staff Of these occupations only Restaurant Manager and Chef are able to be made available under the standard program. Restaurant & Catering contends that the occupations of cook, restaurant supervisor and food and beverage attendant, should be made available under a template labour agreement. These areas of need are supported by the Delloite Access Labour Market study completed as part of the National Long Term Tourism Strategy. It should be noted that the market salary for these roles would be under the TISMT and therefore, based on current arrangements, they would be struck out of contention by the salary arrangements. Given the significant demand for these roles, Restaurant & Catering contends that some arrangement should be made to allow for the determined market rate (and/or the Award rate) to be paid. What sources of information are available about labour market conditions in areas where there are shortages of skilled workers in the tourism and hospitality industry? The Association is a source of information to the members in regional or city areas that wish to employ overseas workers. An outreach officer from the DIAC works with the Association for two (2) days a week and provides assistance to members when they call. The Association also has a number
of migration agents nationally who are able to assist a sponsor with any particulars issues that may arise in the application process. The Association conducts regular surveys of its members asking them to detail issues they find in employing locals for the various roles they may have and if this proves unsuccessful in filling these roles, then the Association helps members to contact the relevant authorities to assist with sponsoring overseas workers. The Association believes that the process of developing the agreement should include demonstrating labour market failure. Individual businesses would not be required to do so. As noted above, there is very little doubt that there are very significant shortages in all major occupations in the hospitality industry. 6 Stakeholder feedback is sought in relation to this list of occupations, the level of qualification appropriate for these as skilled workers and the nature of any concessions that the industry seeks. Restaurant & Catering have provided the following levels of qualifications in relation to the positions of chef, cook, restaurant manager and waiters. The Association understands that waiters (ANZSCO 431511) would not be added as the wages for this position is lower and therefore would exclude them from the labour agreement in the cities, however, employers in regional areas are not required to pay TSMIT and the Award wage would be suitable. However, the Association notes there is a shortage of employees wanting to work as waiters in restaurants and cafes in cities as there are in regional areas. This below job descriptions were obtained from ANZSCO 1. Descriptor CHEF This qualification provides the skills and knowledge for an individual to be competent as a qualified chef or cook in a supervisory or team leading role in the kitchen. Work would be undertaken in various kitchen settings, such as in restaurants, hotels, clubs, pubs, cafes, cafeterias and coffee shops. The qualification is suitable for an Australian apprenticeship pathway. Job Roles: Individuals with this qualification are able to perform roles such as: Supervising one or more sections in a large kitchen; and Supervising a small kitchen. Possible Job Titles Include: Chef; and Chef de Partie Perquisite Requirements: There are no prerequisite requirements for this qualification Qualification Rules: 1 Information obtained at http://www.abs.gov.au/ausstats/abs@.nsf/latestproducts/1220.0search0first%20edition,%20revision%201?opendocument&tabname=su mmary&prodno=1220.0&issue=first%20edition,%20revision%201&num=&view=
7 To achieve a Certificate IV in Hospitality (Commercial Cookery), 39 Units must be completed: All 34 core units; 5 elective units: - A minimum of 4 elective units must be selected from the electives; - The remaining unit may be selected from any endorsed Training Package. - A maximum of 1 languages other than English unit may be counted as an elective within this qualification. In all cases selection of electives must be guided by the job outcome sought, local industry requirements and the characteristics of this qualification. Descriptor COOK This qualification provides the skills and knowledge for an individual to be competent as a qualified cook. Work would be undertaken in various hospitality enterprises where food is prepared and served, including restaurants, hotels, clubs, pubs, cafes, cafeterias and coffee shops. Individuals may have some responsibility for others and provide technical advice and support to a team. The qualification is suitable for an Australian apprenticeship pathway. Job roles Individuals with this qualification are able to perform roles such as: Preparing appetisers, salads, stocks, sauces and soups; Preparing vegetables, fruit, eggs and farinaceous dishes; Selecting, preparing and cooking poultry, seafood and meat; Preparing hot and cold desserts, pastries, cakes and yeast goods; and Planning and preparing food for buffets. Prerequisite requirements There are no prerequisites for entry into this qualification. Qualification Rules To achieve a Certificate III in Hospitality (Commercial Cookery), 29 units must be completed: All 26 core units; 3 elective units: - A minimum of 2 elective units must be selected from the electives; - The remaining unit may be selected from any endorsed Training Package. - A maximum of 1 languages other than English unit may be counted as an elective within this qualification. Descriptor Café / Restaurant Manager This qualification provides the skills and knowledge for an individual to be competent in skilled operations and team leading or supervision. Work would be undertaken in various hospitality settings such as restaurants, hotels, motels, clubs, pubs, cafes and coffee shops.
8 The qualification is suitable for an Australian apprenticeship pathway. Job Rules Individuals with this qualification are able to perform roles such as: Supervising the operation of a bar or restaurant; Supervising activities of a front desk or reception; Supervising concierge services; Providing butler services; Possible Job Titles Include: Food and Beverage Supervisor; Front Office Supervisor; Concierge; Butler; and Gaming Supervisor Prerequisite Requirements: There are no prerequisites for entry to this qualification. Qualification Rules: To achieve a Certificate IV in Hospitality, 26 units must be completed: All 14 core units 12 elective units: - A minimum of 8 elective units must be selected from the electives. - The remaining 4 units may be selected form any endorsed Training package - A maximum of 1 languages other than English unit may be counted as an elective within this qualification. In all cases selection of electives must be guided by the job outcome sought, local industry requirements and the characteristics of this qualification. Waiters WAITERS serve food and beverages in hotels, restaurants, clubs and dining establishments. Indicative Skill Level: Most occupations in this unit group have a level of skill commensurate with the qualifications and experience outlined below. In Australia: AQF Certificate II or III (ANZSCO Skill Level 4) In New Zealand: NZ Register Level 2 or 3 qualification (ANZSCO Skill Level 4) At least one year of relevant experience may substitute for the formal qualifications listed above. In some instances relevant experience and/or on-the-job training may be required in addition to the formal qualification. Tasks Include:
setting and arranging tables greeting customers and presenting them with menus and beverage lists taking orders and relaying them to kitchen and bar staff serving food and beverages opening bottles and pouring beverages clearing tables and returning dishes and cutlery to kitchen removing empty bottles and used glasses from tables, and refilling and replacing glasses collecting payments for sales and operating point of sales machines and cash registers may recommend wines to complement food 9 Occupation: 431511 Waiter 431511 WAITER Alternative Title: Food and Beverage Attendant Serves food and beverages in a hotel, restaurant, club or dining establishment. Skill Level: 4 Specialisations: Drink Waiter Formal Service Waiter Silver Service Waiter Sommelier Wine Steward The industry is NOT seeking any concession in relation to these qualification levels. The industry IS seeking to have the occupations of cook, chef, restaurant manager / supervisor and food and beverage attendant deemed to be in skills shortage and include these occupations within a labour agreement. This objective is sought to facilitate skilled migration in these occupations. The industry is seeking arrangements under the template agreement where (a) these occupations can be included (free of the TISMT restriction), and (b) that other constraints on the use of overseas workers in this occupations be addressed within the labour agreement (i.e. English Language Level see below) Occupations ANZSCO code Skill level Eligible for standard 457? Indicative market salary from www.joboutlook.gov.au Café and Restaurant Managers 141111 2 Y $45 865 Accommodation and Hospitality Managers nec 141999 2 y $46 800 Caravan Park and Camping Ground Managers 141211 2 Y $62 400 Hotel and Motel Managers 141311 2 Y $49 400 (includes Resort Manager) Massage therapist 411611 2 Y $25 220 Chef 351311 2 Y $45 550 Bakers 351111 3 Y $41 600 Pastry cooks 351112 3 Y $41 600 Cook 351411 3 Y $38 480 Hotel Service Manager includes Front Office Manager (Hotel) 431411 3 N $43 160
Occupations Head Housekeeper Head Porter (Hotel) Hotel Concierge Hotel Office Manager ANZSCO code Skill level Eligible for standard 457? 10 Indicative market salary from www.joboutlook.gov.au Bar Attendant and Barista 431111 4 N $41 600 Beauty therapist 451111 4 N $36 400 Food and Beverage Attendant (includes waiter, sommelier) 431511 4 N $33 800 Gaming Worker 431311 4 N $53 195 Tour guide including Foreign Language Guides (a template labour agreement already exists for this occupation) 451412 4 N $24 700 Travel Consultant 451611 4 N $41 860 Travel Information Officer 451612 4 N $41 860 Charter and Tour Bus Drivers 731212 4 N $62 400 Electrician (General) 341111 3 Y $62 400 Plumber (General) 341111 3 Y $52 000 Butchers 351211 3 Y $44 200 Should only industry-specific occupations (i.e. excluding trades) be available under a template agreement? (Arguably the last three occupations in the table do not have a great deal of specificity to the industry.) Yes only industry specific occupations should be included. How should employers wishing to access the template agreement identify themselves as being part of the tourism and hospitality industry? R&CA advocate the best way for employers to have access to the template agreement, would be through a peak industry body such Restaurant & Catering Australia. Peak bodies have been part of the negotiation process on behalf of their members and R&CA believes this would enable better management of the template agreement. This would allow Associations to deal with members and keep them updated of any changes to the labour agreement via various communications channels. If employers were having issues with employees under a labour agreement they could contact the peak industry bodies for which they are a member and the Association then could contact the Department of Immigration & Citizenship directly or speak with the Immigration Outreach Officer which some Associations have working at their Associations. R&CA has an outreach officer for two (2) days a week. In the Association s experience, inquiries in relation to the engagement of overseas workers usually involve some question about salary levels and/or training. Advice on salary levels and training is core business for organisations such as Restaurant & Catering. Should the template labour agreement be available only to regional employers or to all employers in the tourism and hospitality industry? R&CA advocates the template labour agreement is available to all businesses whether they are located in metropolitan areas or regional. Members of R&CA are finding difficult to employ locals in all of Australia.
11 What are the market salary rates for Australian workers in these positions in different regions in Australia? R&CA believe that employers should be paid the same rates for any role they employ an overseas worker as they pay locals. In most cases this is the Award rate (generally under the Restaurant Industry Award 2010). What other terms and conditions of employment, including salary packaging are provided to workers in these occupations? Under the Award there are several terms and conditions of employment that are provided for these roles. The annualised salary provision clause provides that: by agreement between the employer and an individual employee, an employee other than a casual, can be paid at a rate equivalent to an annual salary of at least 25% or more above the weekly rate prescribed in clause 20 Minimum wages, multiplied by 52 for the work being performed. In such cases, there is no requirement under clauses 24.2, 33 Overtime, 34.1 and 34.2 to pay overtime and penalty rates in addition to the weekly wage, provided that the salary paid over a year was sufficient to cover what the employee would have been entitled to if all award overtime and penalty rate payment obligations had been complied with. Is there room for employers to improve the provision of salary and other terms and conditions to better attract workers? It is important that the Labour Agreement is able to be used to negotiate conditions of sponsorship for a group of employers and retained as an option to discharge sponsorship obligations. In order to achieve this, it is suggested that the principles behind each of the reforms be expressed (e.g. to protect the employee in the case of displacement or to protect the Commonwealth against the possibility of incurring health care costs of overseas workers or their families). If the principle behind each of the obligations were detailed, it would enable a Labour Agreement to deal with these obligations in a different manner. For example, a large employer (or group of employers) may choose to guarantee payment of wages upon displacement, rather than paying income protection insurance. This flexibility would not be to the detriment of the employee but may allow the employer / group of employers a more effective means of meeting their obligations. Dealing with these changing obligations in the context of the Labour Agreement will retain the control of meeting the obligations with both Department of Immigration and Citizenship (DIAC) and Department of Education Employment and Workplace Relations (DEEWR). The Associations believes that one way to improve the provisions of salary and other terms and conditions to better attract workers, would be to reduce the burden the new sponsorship obligations place on business. To remove the requirement for businesses to pay superannuation for overseas workers and to redirect the 9% compulsory superannuation to meet some of the sponsorship obligations, would be a good start. Based on an salary of $45,000 per annum, this would amount to $4,000 which may reduce the additional burden to a level where value still exists in recruiting overseas workers. In the past R&CA has advocated the removal of the superannuation obligation for overseas workers as the funds are not directed to retirement savings (the objective of superannuation). This proposal was rejected on the basis that the 9% remained as a means of ensuring there was not an incentive to engage overseas workers. These proposals certainly provide a sufficient disincentive that would in part be offset by removing the superannuation requirement.
The development, by the Rudd Government in 2007, of the Superannuation Clearing house enables the option of reallocation of the Superannuation payment for overseas workers to be realised. Given that the two insurance-based additional cost areas are close to the superannuation amount, it is suggested that the superannuation payment could be used to cover the costs of income protection and health insurance. 12 What skill and experience requirements and assessment processes should be set to ensure overseas workers have the right skill set to effectively perform these positions in Australia? Is this proposed policy setting appropriate? The Association believes overseas workers applying for positions in the hospitality industry as chefs, cooks or restaurant managers, will be required to have started some formal training (if not completed) and work experience in the role of the occupations before making an application. If an overseas worker has not completed their studies in their home country, they will be encouraged to continue their education in Australia, however most business owners are seeking overseas workers who can bring a level of experience to the positions such as a speciality in certain cuisines, such as Japanese, Chinese and Indian cuisines as it is difficult to find local employees who have this experience or training in preparing these cuisines. The assessment processes used through the Job Ready assessment used by Trades Recognition Australia (TRA) is an appropriate assessment methodology to determine the skills for the occupations referenced in this submission. Australian RTOs on and off-shore would be able to apply these assessments to existing and potential overseas workers. This is the test that should apply in situations where local or recognised off-shore qualifications are not available. If stakeholders consider that lower levels of English are justifiable, what measures should employers be required to put in place to ensure that workers are aware of their rights and responsibilities in the Australian workplace, can interact successfully with customers and coworkers, and can participate actively in the community in which they live and work? R&CA believes that the level of language proficiency should be determined, on a case-by-case basis. The assumption that all language requirements in all levels of job role (i.e. ANZSCO) consistently is flawed. The Association believes that in terms of the migration program in Australia, there is a need to remain internationally competitive in facilitating labour movement. The Association understands that IELTS Level 5 is required by applicants and where the English ability is limited to familiar situations and the applicant may have frequent problems in understanding and expression. The Association believes that the high level of English proficiency is either driven by specific vocational requirements, or the desire to limit the migration intake. If Australia were serious about encouraging skilled migration (as opposed to only higher skilled migration), it would lower the requirement for language proficiency to IELTS 4 or equivalent (unless there is a specific requirement for additional skills in the vocation in which they are applying for a visa). Restaurant & Catering Australia believes that the level of proficiency set should reflect the job requirements for the individual. In industries, such as restaurants and catering businesses, where the language spoken in the workplace may be other than English, the requirement should be set at the lowest practical level.
In Front of House occupations, there is certainly no barrier to increasing the level of proficiency required. Managers and Supervisors would need proficiency to be at least IELTS 4.5 or above. However, chefs, cooks and kitchenhands would best be able to function with basic English and language skills in the language spoke in the kitchen in which they are working. Many restaurants and cafes around Australia, whether it be in the major cities or in regional areas, are feeling the effects of the skills shortage in qualified and specialist chefs. Most restaurateurs are raising this particular issue with the Association. The industry needs speciality in a range of culinary areas such as: Thai; Japanese; Indian and Latin American. The advantages and expertise these culinary practitioners can bring to the industry is invaluable. They have knowledge and skills in these specialist areas that can only be obtained by growing up and working in these particular cultures. Travellers have acquired a taste of these authentic menus and dishes and once they have arrived home, they would like to find these favourite dishes. This is where restaurateurs will be able to help by employing specialist culinary chefs and bringing them to Australia to work. Overseas candidates are known to mostly stay in their employment for their duration of their visa, therefore reducing costs for staff turnover, recruitment and training. These overseas workers bring an international flavour with higher level of skill, strong work ethic and help to increase moral through a stable team, as Australian qualified Chefs want to learn how their overseas colleagues master these cuisine styles. There are many factors taken into account, such as English language ability, experience in different working environments, professional achievements beyond day to day work and their overall attitude to the profession they have chose. The Association believes English and language skills for Chefs and Cooks would best be able to function with basic English and language skills in the kitchen and this level of English should be 4 or higher. Front of house staff need a higher level of English skills as they are greeting customers regularly, where as Chefs and Cooks are mainly consigned to the kitchen area. The Association advocates that the IELTS could be designed to allow an score across the different categories that overseas candidates are tested on, rather than having to receive a prescribed score in each of the assessment areas (Listening, Reading, Writing and Speaking). The Association agrees as stated above, that front of house staff who greet customers regularly are required to have a higher score on the IELTS, where as Chefs and Cooks are mainly consigned to the kitchen area and very rarely deal with customers. The Association agrees that the level of language skills of the back of house employees need to be satisfactory so these employees can understand occupational health & safety instructions. 13 Are these training requirements sufficient to ensure employers are investing in the up-skilling of their Australian workforce? The Association believes there are strong training initiatives in the hospitality industry and with the assistance of DEEWR and Skills Australia there will be a continued effort to have the best qualified employees working in the industry. The size of the employer makes demonstration of commitment to training at a unit level impractical. Commitment should be at an industry level. There is a significant industry wide training effort.
14 Figure 7: Apprentice and trainees in 2009 The above table shows that for every mining student commencing training, there are five students from the Tourism and Hospitality industry. In terms of completions, for every mining student that completed, there were over 4 Tourism and Hospitality completions. Similarly, for every student who commenced a Construction course, there were 1.6 students commencing in Tourism and Hospitality. With regards to Manufacturing, for every student who commenced a course, there were three Tourism and Hospitality students and for every Manufacturing completion, there were four in Tourism and Hospitality vii.
15 Are there merits in the inclusion of a permanent visa pathway under a template labour agreement? The Association believes there would be merits for the inclusion of a permanent visa pathway under a labour agreement. The overseas workers are attracted to work in Australia to fill a labour shortage in a particular role and if there is a possibility of a permanent visa pathway then it is likely to stop overseas workers completing their four years sponsorship and then finding other jobs that may pay cash in the hand and staying in Australia illegally. The Association believes merits for the inclusion of a permanent visa pathway under a labour agreement would be: A competitive international market as it would attract highly skilled workers; Would help address long term skill needs and reduce reliance on temporary residents It frees the employers from onerous employer obligations thus freeing up funds and capital to be invested in business growth investment; and Potential for permanent residents investing in their own business ventures, thereby increasing the market competition thus benefiting the consumer. For a number of years there has been a shortage of chefs, cooks and restaurant managers in Australia, if there is a clear permanent visa pathway through the labour agreement for overseas workers this would be considered more suitable and encouraged by the industry rather than employers having to employ overseas workers via 457 visa s. If employers were to keep employing overseas workers on these visas Australia ends up with work force made up of temporary workers. If these visa holders are given a clear pathway to permanent visas, the employers will have a pool of permanent employees to choose from.
1 Attachment A Occupation ANZSCO code Skill level DEEWR National Skills Shortage List Job Prospects Percentage of jobs in the occupations that are full time (national total for all occupations is 70%) Average weekly hours worked of those in fulltime employment (national total for all occupations is 41.3) Employment Growth to 2015-16 Internet Vacancy Level Unemployment Café and Restaurant Managers 141111 2 N 78.9% 48.1 strong low above Caravan Park and Camping Ground Managers Hotel and Motel Managers (includes Resort Manager) Accommodation and Hospitality Managers nec Percentage of the workforce needing to be replaced each year (national total for all occupations is 13.1%) 17.1% 141211 2 N below 89.8% 58.9 declining low high 17.1% 141311 2 N 88.9% 56.7 declining moderate below 17.1% 141999 2 N below 62.3% 51.3 declining very low low 17.1% Chef 351311 2 Y good 82.6% 45.3 very strong very high above 11.8% Massage therapist 411611 2 N good 23.5% 36.6 very strong moderate below 10.5% Electrician (General) 341111 3 N good 94.5% 41.3 very strong moderate below 7.6% Plumber (General) 341111 3 Y good 93.2% 40.7 very strong moderate 4.4% Bakers 351111 3 N good 85.3% 44.3 very strong high above 11.8% Pastry cooks 351112 3 Y good 85.3% 44.3 very strong high above 11.8% Butchers 351211 3 Y 85.7% 42.0 slight high high 11.8% Cook 351411 3 Y good 54.6% 41.5 moderate very high high 11.8% Hotel Service Manager includes Front Office Manager (Hotel) Head Housekeeper Head Porter (Hotel) Hotel Concierge Hotel Office Manager 431411 3 N good 76.8% 42.4 very strong moderate above Bar Attendant 431111 4 N 35.9% 39.8 moderate high high 29.7% Gaming Worker 431311 4 N 75% 35.9 moderate high 29.7% 29.7%
Occupation ANZSCO code Skill level DEEWR National Skills Shortage List Job Prospects Percentage of jobs in the occupations that are full time (national total for all occupations is 70%) Average weekly hours worked of those in fulltime employment (national total for all occupations is 41.3) Employment Growth to 2015-16 Internet Vacancy Level Unemployment 2 Percentage of the workforce needing to be replaced each year (national total for all occupations is 13.1%) Food and Beverage Attendant 431511 4 N good 23% 37 very strong high high 29.7% (includes waiter, sommelier) Beauty therapist 451111 4 N good 53.9% 38.1 very strong high above 18.7% Tour guide incl Foreign Language 451412 4 N 40.6% 43.1 moderate moderate 18.7% Guides Travel Consultant 451611 4 N 82.2% 41.0 moderate very high 18.7% Travel Information Officer 451612 4 N 82.2% 41.0 moderate very high 18.7% i ABS, 2008, Cat. No. 1292.0, Australia and New Zealand Standard Industrial Classification (ANZSIC), 2006 (Revision 1.0). ii ABS, 2011, Cat. No. 5249.0, Tourism Satellite Account 2010-11. iii Centre for Research on Education Systems, 2011. Destinations Survey for the Service Industries: Literature Review, prepared for Service Skills Australia, Melbourne: University of Melbourne, p. 66. iv ABS, 2011, Cat. No. 5249.0, Tourism Satellite Account 2010-11. v Ibid. vi I bid. vii Ibid