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Recruitment demand in Australia’s social care industry continues to be buoyed by the shortage of degree-qualified and experienced Case Managers, Support Workers and Psychologists. However, newly-qualified Social Workers and Psychologists are finding it increasingly difficult to get a first foot on the career ladder. Services in the not-forprofit sector are looking for more experienced staff with commercial flair to help them operate in environments increasingly focused on outcomes and deliverables due to more competitive funding renewal requirements. Disability, child protection, children and families, courts and corrections as well as asylum seeker/refugee organisations are constantly on the lookout for qualified and experienced workers both on a temporary and permanent basis. Demand in the aged care sector continues to be sustained by the shortage of experienced Personal Care Assistants and Senior Managers. Aged care providers are vying for business-minded Nurse Managers capable of maximising the Aged Care Funding Instrument and who also have strong people management and leadership skills. Experienced Nurses are the most sought after in aged care, and consequently some larger providers are hiring Facilities Managers from hospitality or soft services to fill the gaps. Clinical Care Coordinators and Managers continue to be in high demand as employers balance the pressures of promoting Registered Nurses (RN) into these roles with the desire of employees to move up into Director of Nursing/Facilities Manager roles. Lacklustre salary growth for these roles is further compounding the shortage of suitable candidates. At the RN level there is a shortage of people looking to move into aged care to fill the rising number of vacancies. Graduating nurses prefer to work in an acute care environment both for the experience and better salaries on offer. Nursing Shortfall New South Wales is on the cusp of a nursing crisis, with south-west Sydney set to face a "catastrophic" shortage of staff, according to official data. Alarming figures predict that the state's pool of about 70,000 full-time staff will soon be unable to meet patient demand. And over the next decade, the shortfall will only intensify. By 2030, the modelling suggests while 82,000 full-time registered nurses and midwives will be needed, only 74,000 will be available — a gap of 8,000 workers. For hospitals and aged-care centres who rely on enrolled nurses — the less-qualified workers who provide vital one-on-one care — the situation looks particularly dire, according to documents released through a long-running Freedom of Information (FOI) application. This year alone, NSW will need to find 2,000 full-time enrolled nurses to meet demand, and on current trends, the shortage will continue to grow. The current workforce of 9,000 full-time staff will plummet to 7,500 by 2030, while at the same time demand will sky-rocket to about 13,000. The risk of a shortfall of enrolled nurses for Sydney, rural NSW, the Mid-North Coast and the entire Metro NSW public sector is charted as a major risk, only one step down from catastrophic. ** Health Workforce Australia data shows the shortfall of nurses across the whole of Australia is expected to hit 85,000 by 2025 and 123,000 by 2030. Regional Australia Regional Australia still faces a unique set of challenges in attracting suitable candidates to remote areas. In particular, attracting quality candidates to specialist roles such as midwifery in remote locations remains difficult. While allowances and free or subsidised accommodation are typical perks, employers are not increasing salaries. National Disability Insurance Scheme The National Disability Insurance Scheme (NDIS) roll out continues to pick up pace creating new roles but also redundancies as the provision of services moves increasingly from the public to the private sector in some states. In South Australia the opposite is true with the state government announcing the creation of more than 6,000 jobs. The NDIS involves a move to the provision of person-centred care models and extra fee-paying services. We expect to see increased levels of recruitment activity over the year ahead, particularly from small to medium-sized organisations that are restructuring and looking to fill management roles. These employers are typically looking for candidates with experience driving feepaying services in private or not-for-profit healthcare with proven organisational change management skills. SALARY GUIDE Nursing Professionals • Above salaries exclude superannuation, bonuses, on-call, or penalty rates Medical Imaging Specialists • Above salaries exclude superannuation, bonuses, on-call, or penalty rates Social Care & Psychology Above salaries exclude superannuation, bonuses, on-call, or penalty rates • Salaries might vary for regional/remote roles • There are bandings for NFP under SCHADS and grades in Government/Health • Salary packaging available for most NFP roles Allied Health Professionals • Above salaries exclude superannuation, bonuses, on-call, or penalty rates If you work in a medical profession and are interested in emigrating to Australia, have a look at https://www.homeaffairs.gov.au/trav/work/work/Skills-assessment-and-assessing-authorities/skilled-occupations-lists/combined-stsol-mltssl which is the current list of eligible skilled occupations which will assist you to determine which visa program may be available to you depending on your occupation. 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Hi everyone! I'm an elderly/disabled carer in the UK. I am currently in the process of emigrating to Australia using a large migration company based in Christchurch. As the final part of this process, I require a sponsorhip job. We've been fighting through the migration process for 2 YEARS now, and have spent more than 9000 good old english pounds on it. I have a positive Vetassess skills and qualifications assessment, and an IELTS 7.5 (meaning I'm an expert user of English), have more than 3 years experience with disabled care, severe Alzheimers, aged care. I am very keen to carry on professional and respectful levels of care I currently give in the UK and wish to settle permanently in any area of Australia. Sponsorship would be the last thing we need to apply for visa, and we try to find a company that could/would help. Having spent almost 10.000 pounds on migration already, I am 1000% committed to living permanently in Australia, I am also willing, at my very own cost, to upgrade my qualification to the Australian certificate III/IV on arrival. I lived in New Zealand and loved it, i'm familiar with working in that corner of the world Naturally we constantly look for possibilities on the net, making enquiries, but no luck yet. If you could help, or know someone who could, please let me know! You can change our lives!! thank you for your consideration! Szabina
Hi we are looking into moving to Tasmania (Hobart, we think) and would like more information regarding job prospects and cost of living etc. My partner is a motor mechanic for diesel and unleaded motors. (self employed for over 6 year) . he has also worked on plant machinery. i work as a home help care assistant but do not hold any qualifications only manual handling cirtificates. We will be moving with our two daughters, age 1 and 5. we are looking at houses within a 20 min drive of hobart and beach. but not sure of best location to bring family up. My partner would like to consider setting his own business (garage or mobile). looking at state sponsorship on 176 visa. Any advise welcomed. (we are from Barnsley, south yorkshire, uk)