New TRA Pathway D Information

[SOMV]

Hello,

The MIA have released the following information about the shape of things to come with the new TRA Pathway D (note: this is still only a "proposal" and more changes may be forthcoming - I certainly hope so):


The proposed new approach is quite different to previous pathways but offers good prospects for many would-be migrant applicants to qualify on the basis of their trade skills.

It is expected that the new policy will come into effect on 1 September 2008 but, to some extent, this will depend upon the feedback which DEEWR receives.

Of particular interest:

•1. Replacement for Pathway D.

The old Pathway D allowed for a consideration of workplace experience alone. This will not be a feature of the new system. Under the new system, skills assessment will rely on qualifications, which can include licensing, industry certificates, recognition of prior learning (RPL) and gap training, with independent verification. All of this will, of course, depend on comparability with Australian equivalents.

Training and workplace assessment can be conducted by an Australian Registered Training Organisation (RTO) either inside or outside Australia. Form 1 January 2009, training and assessments conducted outside Australia will be accepted only if that RTO is registered with AusLIST. Training or assessments conducted by RTOs within Australia are not subject to this restriction.

TRA would expect any training by RTOs to take an appropriate length of time for any particular occupation. While each case will be assessed on its merits, a Certificate III gained in a few days would most likely be closely scrutinised! Training that seems to be extraordinarily short or quick would be unlikely to be the trainee skills commensurate with Australian standards and expectations.

•2. 900 hours work experience.

Work experience, now more clearly defined as employment, can be counted once the applicant has a Certificate III. The work does not have to be at a highly skilled level from the outset. In the case of Cooks, for example, while 900 hours spent peeling potatoes or working at McDonalds will not satisfy the requirements, in the earlier period of the 900 hours period they may have done some of those things. The important thing is that over the 900 hours they can show that they have developed their skills and abilities as a Cook, so that by the end of the time they are cooking a wide range of recipes at a skilled level.

•3. TRA will be introducing fillable and downloadable application forms

•4. A completed, ready-to-assess TRA application is essential. TRA will not ask for missing documentation, they will simply refuse the application. With over 30,000 applications each year, any other procedure would badly affect their processing times of 10 days for MODL occupations and 20 days for others.

•5. There is a recognition by TRA that no migration agent is in a position to know the comparability of every qualification, licence, etc, for every country. TRA has always been open to agents calling them prior to lodging applications if they have genuine uncertainties. While TRA cannot, at that enquiry stage, make a definitive statement about the outcome of an application, they may be able to indicate potential problems or give other advice.

•6. Review and appeal options will be available.


•a. Review: Applicants may lodge an application (which can include new evidence) for review if they do not agree with the original assessment.

This must be done within 90 days of the original assessment. There is a fee for this, which is refundable if the overturning of the original assessment is based on the evidence provided in the original application.

If the review is unsuccessful, a fresh skills assessment application can be lodged at any time.

•b. Appeal: Applicants may lodge an appeal where they do not agree with the review outcome.

This must be done within 28 days of the review outcome and is free.

If the appeal is unsuccessful, a new skills assessment application in the same occupation cannot be lodged for a period of 6 months from the date of the appeal outcome.


From the above it looks like the RPL (recognition of prior learning) assessments which many applicants have begun relying on, will be the way to go.

For the full draft document the link is here:
http://mia.org.au/download/TRA_Migra...olicy_2008.pdf

[CarterTucker]

Hi Veronika,

Many thanks for that information, but..... Im am mind boggled!

That sure is alot of information to take in! Im still none the wiser as to what may be?

Are the possible new propsals saying that under pathway D applicants will need qualifications of somesort? We are considering starting my husband on a course, but to be honest, the hours he works as a self employed roofer, we wonder how he would fit it in (But needs must & if thats the only way we can reach our dream, he will have to) We are just hoping & praying that this isnt the case?

(our situation was the one that my husband learnt his trade from his previous boss & so has no formal qualifications, but now owns a successfull roofing business)

Kind Regards, Kelly.

[fazinaz]

Hi
What does mean by Recognition of Prior Learning? Would you please clarify? If one gets Recognition of one’s Prior Learning by some Trade Testing Authority NOW and is recognized as tradesperson will that Certificate be sufficient to get positive skill assessment from TRA, while the job experience is definitely prior to this Certificate?

Fozinaz

Originally Posted by SOMV

Hello,

The MIA have released the following information about the shape of things to come with the new TRA Pathway D (note: this is still only a "proposal" and more changes may be forthcoming - I certainly hope so):


The proposed new approach is quite different to previous pathways but offers good prospects for many would-be migrant applicants to qualify on the basis of their trade skills.

It is expected that the new policy will come into effect on 1 September 2008 but, to some extent, this will depend upon the feedback which DEEWR receives.

Of particular interest:

•1. Replacement for Pathway D.

The old Pathway D allowed for a consideration of workplace experience alone. This will not be a feature of the new system. Under the new system, skills assessment will rely on qualifications, which can include licensing, industry certificates, recognition of prior learning (RPL) and gap training, with independent verification. All of this will, of course, depend on comparability with Australian equivalents.

Training and workplace assessment can be conducted by an Australian Registered Training Organisation (RTO) either inside or outside Australia. Form 1 January 2009, training and assessments conducted outside Australia will be accepted only if that RTO is registered with AusLIST. Training or assessments conducted by RTOs within Australia are not subject to this restriction.

TRA would expect any training by RTOs to take an appropriate length of time for any particular occupation. While each case will be assessed on its merits, a Certificate III gained in a few days would most likely be closely scrutinised! Training that seems to be extraordinarily short or quick would be unlikely to be the trainee skills commensurate with Australian standards and expectations.

•2. 900 hours work experience.

Work experience, now more clearly defined as employment, can be counted once the applicant has a Certificate III. The work does not have to be at a highly skilled level from the outset. In the case of Cooks, for example, while 900 hours spent peeling potatoes or working at McDonalds will not satisfy the requirements, in the earlier period of the 900 hours period they may have done some of those things. The important thing is that over the 900 hours they can show that they have developed their skills and abilities as a Cook, so that by the end of the time they are cooking a wide range of recipes at a skilled level.

•3. TRA will be introducing fillable and downloadable application forms

•4. A completed, ready-to-assess TRA application is essential. TRA will not ask for missing documentation, they will simply refuse the application. With over 30,000 applications each year, any other procedure would badly affect their processing times of 10 days for MODL occupations and 20 days for others.

•5. There is a recognition by TRA that no migration agent is in a position to know the comparability of every qualification, licence, etc, for every country. TRA has always been open to agents calling them prior to lodging applications if they have genuine uncertainties. While TRA cannot, at that enquiry stage, make a definitive statement about the outcome of an application, they may be able to indicate potential problems or give other advice.

•6. Review and appeal options will be available.


•a. Review: Applicants may lodge an application (which can include new evidence) for review if they do not agree with the original assessment.

This must be done within 90 days of the original assessment. There is a fee for this, which is refundable if the overturning of the original assessment is based on the evidence provided in the original application.

If the review is unsuccessful, a fresh skills assessment application can be lodged at any time.

•b. Appeal: Applicants may lodge an appeal where they do not agree with the review outcome.

This must be done within 28 days of the review outcome and is free.

If the appeal is unsuccessful, a new skills assessment application in the same occupation cannot be lodged for a period of 6 months from the date of the appeal outcome.


From the above it looks like the RPL (recognition of prior learning) assessments which many applicants have begun relying on, will be the way to go.

For the full draft document the link is here:
http://mia.org.au/download/TRA_Migra...olicy_2008.pdf

[s0uLja girL]

I read through all of that info about the changes that may come about with the Replacement for Pathway D, but still have a few queries.

• What would you term as RPL in the case of a Training Officer?
  
• I see TRA mentioned in all of this. My understanding is that VETASSESS is the assessing authority for Training Officer.
  Does VETASSESS come under the purview of this replacement? If yes, then to what extent?

Any help / answers / support / advice would be appreciated.


hugzyz...
s0uLja gurL

[Alan Collett]

Here is an update following a migration agents' seminar I attended in Melbourne last weeks at which the Director and Assistant Director of TRA presented the new MAP, and responded to questions and "observations" from the floor.

I also took the opportunity to ask questions directly of the presenters afterwards.

For those in the UK I fear we are not going to achieve a great deal more certainty than we have now, beyond it being made quite clear at the presentation that an application based purely on work experience is a non starter.

In other words those applicants who have been hoping for a return of Skill Pathway D or an equivalent should reconcile themselves to the fact that they will now need to have a suitable qualification or licence that will validate their competencies.

Importantly, there is not going to be a list of "formally recognised qualifications" (at least not in the foreseeable future - see the definition of "formally recognised qualifications" in TRA's new MAP), so applicants are left with the question of whether to go with an application based on a UK qualification or licence, or to incur the costs of a workplace assessment leading to an AQF Certificate III.

I quizzed the TRA people on NVQ2s (a subject dear to my heart), and was advised that "each case will be looked at individually and on its own merits".

The reality borne out of our own experience though (and I left the presentation with the view that this will not change under the new Skills Streams) is that a well documented application from a UK based individual with a NVQ2 (or indeed some other related licence/qualification - so long as supporting documentation is provided that evidences the technical requirements that had to be satisfied to attain the licence/qualification), together with related documentation that evidences skilled employment and/or a skills transition is likely to be successful.

Finally, trade skills applicants that have undertaken formal training, have attained some form of qualification outside Australia, and who want to optimise their chances of a successful application to TRA without committing to a reasonably expensive UK workplace assessment should consider engaging a competent agent who has lodged a significant number of applications with TRA in the past. For example, Veronika on this forum, George Lombard, Ian Harrop/Tony Coates. Or us:
Go Matilda - Your Gateway to Australia - Contact and Feedback

Best regards.