Do your research before engaging an agency or recruiter.
http://www.stuff.co.nz/national/80658422/immigration-adviser-exploited-filipino-migrant
Wednesday, June 8, 2016
Sunday, May 11, 2014
Source:
http://www.khaleejtimes.com/kt-article-display-1.asp?xfile=data/international/2014/May/international_May85.xml§ion=international
Indian national too qualified for New Zealand?
Staff Report / 4 May 2014
Kiran Kumar Kalamraju, 38, was denied the opportunity to apply for residence in the skilled migrant category for the occupation of computer network and systems engineer.
Accusations of racism have erupted on social media after an Indian national was denied residency in New Zealand despite exceeding the standards required by the South Pacific country in an industry in which it is trying to fill a skills shortage.
Kiran Kumar Kalamraju, 38, was denied the opportunity to apply for residence in the skilled migrant category for the occupation of computer network and systems engineer. Kiran holds a Bachelor of Commerce and a Master’s degree in Computer Applications from Bharathidasan University.
Immigration New Zealand said Kiran lost points for not having a bachelor’s degree in computing and had "work experience in a labour market that is not comparable to New Zealand", which had immigration professionals in New Zealand crying foul.
New Zealand Association for Migration and Investment chairwoman June Ranson said the decision was illogical and the Immigration's list of countries deemed to have comparable labour markets with New Zealand's was "seriously out of date".
"To further state the applicant is from a labour market not comparable to New Zealand is correct," she said sarcastically. "India is in fact far more advanced in IT than NZ."
Kiran talked to local media about his frustrations, saying he was “absolutely gutted”.
"New Zealand is a beautiful country and I believe I could contribute positively to Kiwi society by working in an area where there is an identified skills shortage," he told The New Zealand Herald.
In Kiran’s initial application he stated he had 140 points, which would make him automatically selected and invited to apply for residence. The total amount of points needed to apply is 100. Immigration New Zealand gave him a total of 85 points.
Many social media users went online to express their opinion. The majority said that New Zealanders should be offered jobs first.
“Give New Zealanders the jobs over any race. Australia gives to theirs first. It’s only fair. Stop complaining. People who belong get first priority. This should always be the way,” one Facebook user said, a comment which got 140 likes.
“We need to take care of our own people before we worry about what migrants we let in,” another said.
Others questioned whether India’s IT industry was really superior to New Zealand’s and questioned the legitimacy of qualifications from the subcontinent.
“They work in huge teams with very narrow job roles and they struggle in the NZ environment, where we have to be versatile due to our small size,” one user said.
“The main perpetrators of (education fraud) … nationals from the subcontinent,” another said.
“Work experience in the Indian market does compare but only to some extent. Reputed universities in India wouldn't let a Commerce grad pursue a PhD in I.T. He would need to have an I.T. degree,” an Indian user said.
But others expressed embarrassment and disappointment at the decision to exclude Kiran.
“What if a kiwi doesn't have the skills? Who is going to train them? Experience and knowledge has to come from somewhere.”
“Seems like NZ has a bigger racism issue than I thought.”
Others criticized the system, saying it was obviously flawed if such a skilled person was denied residence.
“This sucks, a man with qualifications turned away when he has something to offer our country… Not fair at all.”
jenna@khaleejtimes.com
For more news from Khaleej Times, follow us on Facebook at facebook.com/khaleejtimes, and on Twitter at @khaleejtimes
http://www.khaleejtimes.com/kt-article-display-1.asp?xfile=data/international/2014/May/international_May85.xml§ion=international
Indian national too qualified for New Zealand?
Staff Report / 4 May 2014
Kiran Kumar Kalamraju, 38, was denied the opportunity to apply for residence in the skilled migrant category for the occupation of computer network and systems engineer.
 |
| Kiran Kumar Kalamraju. Photo: www.nzherald.co.nz |
Accusations of racism have erupted on social media after an Indian national was denied residency in New Zealand despite exceeding the standards required by the South Pacific country in an industry in which it is trying to fill a skills shortage.
Kiran Kumar Kalamraju, 38, was denied the opportunity to apply for residence in the skilled migrant category for the occupation of computer network and systems engineer. Kiran holds a Bachelor of Commerce and a Master’s degree in Computer Applications from Bharathidasan University.
Immigration New Zealand said Kiran lost points for not having a bachelor’s degree in computing and had "work experience in a labour market that is not comparable to New Zealand", which had immigration professionals in New Zealand crying foul.
New Zealand Association for Migration and Investment chairwoman June Ranson said the decision was illogical and the Immigration's list of countries deemed to have comparable labour markets with New Zealand's was "seriously out of date".
"To further state the applicant is from a labour market not comparable to New Zealand is correct," she said sarcastically. "India is in fact far more advanced in IT than NZ."
Kiran talked to local media about his frustrations, saying he was “absolutely gutted”.
"New Zealand is a beautiful country and I believe I could contribute positively to Kiwi society by working in an area where there is an identified skills shortage," he told The New Zealand Herald.
In Kiran’s initial application he stated he had 140 points, which would make him automatically selected and invited to apply for residence. The total amount of points needed to apply is 100. Immigration New Zealand gave him a total of 85 points.
Many social media users went online to express their opinion. The majority said that New Zealanders should be offered jobs first.
“Give New Zealanders the jobs over any race. Australia gives to theirs first. It’s only fair. Stop complaining. People who belong get first priority. This should always be the way,” one Facebook user said, a comment which got 140 likes.
“We need to take care of our own people before we worry about what migrants we let in,” another said.
Others questioned whether India’s IT industry was really superior to New Zealand’s and questioned the legitimacy of qualifications from the subcontinent.
“They work in huge teams with very narrow job roles and they struggle in the NZ environment, where we have to be versatile due to our small size,” one user said.
“The main perpetrators of (education fraud) … nationals from the subcontinent,” another said.
“Work experience in the Indian market does compare but only to some extent. Reputed universities in India wouldn't let a Commerce grad pursue a PhD in I.T. He would need to have an I.T. degree,” an Indian user said.
But others expressed embarrassment and disappointment at the decision to exclude Kiran.
“What if a kiwi doesn't have the skills? Who is going to train them? Experience and knowledge has to come from somewhere.”
“Seems like NZ has a bigger racism issue than I thought.”
Others criticized the system, saying it was obviously flawed if such a skilled person was denied residence.
“This sucks, a man with qualifications turned away when he has something to offer our country… Not fair at all.”
jenna@khaleejtimes.com
For more news from Khaleej Times, follow us on Facebook at facebook.com/khaleejtimes, and on Twitter at @khaleejtimes
Friday, April 18, 2014
Work visa problems need monitoring - Fenton
Source: http://www.voxy.co.nz/politics/work-visa-problems-need-monitoring-fenton/5/188109
The Government is handing out temporary work visas to migrants to work in jobs that could easily be filled by unemployed Kiwi workers in the Christchurch rebuild, says Darien Fenton, Labour’s Associate Immigration spokesperson.
"In the past 12 months, temporary visas have been granted to overseas workers to work as fork lift drivers, builder’s and other labourers, clerical and admin workers, painters and truck drivers - jobs that could have gone to out-of-work Kiwi workers with a little training.
"At a time when reports of migrant worker abuse in the Christchurch rebuild are increasing, there has been no completion of any prosecutions under either labour laws or the Immigration Act in the last year.
"Neither Immigration nor the labour arm of MBIE record the number of complaints or investigations of workers on temporary visas, thus making it impossible to know the size of the problem.
"What’s bizarre is they don’t seem to talk to each other or share information.
"The Ministers of Labour and Immigration can’t tell us whether employers who were approved to bring in overseas workers to fill these relatively low skilled positions are among those who have failed to pay their workers, put their health and safety at risk and left them vulnerable.
"The Government cannot claim to be both promoting Kiwi jobs and protecting migrant workers when they are approving migrants in low skill jobs, not prosecuting breaches, nor collecting the data."
The Government is handing out temporary work visas to migrants to work in jobs that could easily be filled by unemployed Kiwi workers in the Christchurch rebuild, says Darien Fenton, Labour’s Associate Immigration spokesperson.
"In the past 12 months, temporary visas have been granted to overseas workers to work as fork lift drivers, builder’s and other labourers, clerical and admin workers, painters and truck drivers - jobs that could have gone to out-of-work Kiwi workers with a little training.
"At a time when reports of migrant worker abuse in the Christchurch rebuild are increasing, there has been no completion of any prosecutions under either labour laws or the Immigration Act in the last year.
"Neither Immigration nor the labour arm of MBIE record the number of complaints or investigations of workers on temporary visas, thus making it impossible to know the size of the problem.
"What’s bizarre is they don’t seem to talk to each other or share information.
"The Ministers of Labour and Immigration can’t tell us whether employers who were approved to bring in overseas workers to fill these relatively low skilled positions are among those who have failed to pay their workers, put their health and safety at risk and left them vulnerable.
"The Government cannot claim to be both promoting Kiwi jobs and protecting migrant workers when they are approving migrants in low skill jobs, not prosecuting breaches, nor collecting the data."
Saturday, May 4, 2013
Philippines Now Major Source of Skilled Migrates to NZ
Source: Stuff.co.nz
Philippines Now Major Source of Skilled Migrates to NZ
Filipinos have been migrating to New Zealand for the last 15 years and many New Zealand employers have become aware of their work ethics and skills. Many other countries around the world have been recruiting Filipinos for years because of their skills and their willingness to work in jobs that their local population has been unwilling to undertake. There is an increasing interest from New Zealand employers recently in hiring skilled migrant workers from the Philippines to fill the skills shortage in the local market.
For some years many hundreds of dairy farm workers have been employed by New Zealand farmers if they have been unable to find suitable staff locally. Today the NZ dairy farming industry has become dependent on Filipino workers to provide the labour force to meet their requirements of this rapidly growing industry. Many of the Filipinos coming to NZ have previously been working on commercial dairy farms in the Middle East or Japan, and have settled as residents with their families.
Over 11 million Filipinos work outside the Philippines. They can be found working around the world. Many Middle Eastern countries are dependent on their Filipino guest workers to keep their economies growing, where they work under contract for a certain number of years. Employers have recognised their willingness to work, their cheerful dispositions, and their ability to pick up language and new skills.
Before Filipinos can leave their country to work abroad they must obtain an Overseas Employment Certificate from the Philippines Overseas Employment Agency (POEA). Without this they cannot depart though many thousands do illegally out of desperation to find jobs abroad. The reason why the POEA requires this process is to ensure that workers going abroad have a genuine job offer and not subject to scams. The process requires employers to have their employment contracts examined and approved by the POEA, along with other under-takings before the workers they wish to hire will be issues their OECs.
Why have so many Filipinos forced to work abroad, rather than in their own country? The main reason is the lack of job opportunities for Filipinos in the Philippines. Unlike most of the rest of Asia, the Philippines have been unable to attract overseas investment to finance the growth in manufacturing and jobs as elsewhere in Asia. Yet the Philippines are one of the richest countries in Asia, with many natural resources and a talented English-speaking work-force.
Overseas investors have preferred other Asian countries for investment as a result of poor government policies, and less flexible labour laws, a weak and corrupt legal system, poor infrastructure and high electricity costs. (As recently pointed out in an IMF report). Yet in recent years the country has benefited enormously from the remittances from their overseas workers (OFWS) – over $US20 billion is sent back into the country annually providing an inflow of capital to fiancĂ© domestic growth. The No 1 earner of overseas currency is the remittances from OFWs.
In spite of this, nearly a third of the population lives in poverty and wages in the Philippines remain low. While the economy is expected to grow 7% this year driven by a boom in property construction, the population is growing faster than new jobs are being created. As in the nineteenth century, when many migrated from the UK and Ireland to settle around the world, today Filipinos are likewise migrating around the world to seek better opportunities than can be obtained at home. Migration of Filipinos is likely to continue until structural changes are made to the Philippines economy to become competitive to investors with other Asian economies.
As the only New Zealand Company based in the Philippines (for the last five years) supplying skilled migrants to meet the skills shortage in New Zealand, Immigration Placement Services Ltd has helped settle many hundreds of Filipinos successfully in the country. Many of these have now bought their families to New Zealand and have since become permanent residents, contributing to our society. New Zealand is a preferred destination for Filipinos as Immigration policies allow for approved skilled migrants on a work visa to bring their partners and children, something that is not possible for many Filipinos working in many other countries. Many Filipino children grew up not knowing their parents as one or both need to work abroad to provide for their children’s education and necessities in live.
Filipinos have integrated into NZ society well. As English is widely spoken throughout the Philippines they have fitted into NZ society much better than other Asian ethic groups, and can now be found from one end of NZ to the other.
Philippines Now Major Source of Skilled Migrates to NZ
Immigration Placement Services Ltd – Press ReleasePhilippines Now Major Source of Skilled Migrates to NZ
Filipinos have been migrating to New Zealand for the last 15 years and many New Zealand employers have become aware of their work ethics and skills. Many other countries around the world have been recruiting Filipinos for years because of their skills and their willingness to work in jobs that their local population has been unwilling to undertake. There is an increasing interest from New Zealand employers recently in hiring skilled migrant workers from the Philippines to fill the skills shortage in the local market.
For some years many hundreds of dairy farm workers have been employed by New Zealand farmers if they have been unable to find suitable staff locally. Today the NZ dairy farming industry has become dependent on Filipino workers to provide the labour force to meet their requirements of this rapidly growing industry. Many of the Filipinos coming to NZ have previously been working on commercial dairy farms in the Middle East or Japan, and have settled as residents with their families.
Over 11 million Filipinos work outside the Philippines. They can be found working around the world. Many Middle Eastern countries are dependent on their Filipino guest workers to keep their economies growing, where they work under contract for a certain number of years. Employers have recognised their willingness to work, their cheerful dispositions, and their ability to pick up language and new skills.
Before Filipinos can leave their country to work abroad they must obtain an Overseas Employment Certificate from the Philippines Overseas Employment Agency (POEA). Without this they cannot depart though many thousands do illegally out of desperation to find jobs abroad. The reason why the POEA requires this process is to ensure that workers going abroad have a genuine job offer and not subject to scams. The process requires employers to have their employment contracts examined and approved by the POEA, along with other under-takings before the workers they wish to hire will be issues their OECs.
Why have so many Filipinos forced to work abroad, rather than in their own country? The main reason is the lack of job opportunities for Filipinos in the Philippines. Unlike most of the rest of Asia, the Philippines have been unable to attract overseas investment to finance the growth in manufacturing and jobs as elsewhere in Asia. Yet the Philippines are one of the richest countries in Asia, with many natural resources and a talented English-speaking work-force.
Overseas investors have preferred other Asian countries for investment as a result of poor government policies, and less flexible labour laws, a weak and corrupt legal system, poor infrastructure and high electricity costs. (As recently pointed out in an IMF report). Yet in recent years the country has benefited enormously from the remittances from their overseas workers (OFWS) – over $US20 billion is sent back into the country annually providing an inflow of capital to fiancĂ© domestic growth. The No 1 earner of overseas currency is the remittances from OFWs.
In spite of this, nearly a third of the population lives in poverty and wages in the Philippines remain low. While the economy is expected to grow 7% this year driven by a boom in property construction, the population is growing faster than new jobs are being created. As in the nineteenth century, when many migrated from the UK and Ireland to settle around the world, today Filipinos are likewise migrating around the world to seek better opportunities than can be obtained at home. Migration of Filipinos is likely to continue until structural changes are made to the Philippines economy to become competitive to investors with other Asian economies.
As the only New Zealand Company based in the Philippines (for the last five years) supplying skilled migrants to meet the skills shortage in New Zealand, Immigration Placement Services Ltd has helped settle many hundreds of Filipinos successfully in the country. Many of these have now bought their families to New Zealand and have since become permanent residents, contributing to our society. New Zealand is a preferred destination for Filipinos as Immigration policies allow for approved skilled migrants on a work visa to bring their partners and children, something that is not possible for many Filipinos working in many other countries. Many Filipino children grew up not knowing their parents as one or both need to work abroad to provide for their children’s education and necessities in live.
Filipinos have integrated into NZ society well. As English is widely spoken throughout the Philippines they have fitted into NZ society much better than other Asian ethic groups, and can now be found from one end of NZ to the other.
Wednesday, August 10, 2011
Immigrant Engineers
For aspiring migrant engineers to New Zealand and fellow migrant engineers wanted to gain network in the industry or need help with employment, I would suggest visiting the link below. The Institute of Professional Engineers New Zealand (IPENZ) formed this new group SIGIE (The Special Group for Immigrant Engineers) to assist immigrant engineers
The aim of the group is to facilitate settlement of immigrant engineers into meaningful professional employment in New Zealand. Objectives include continued training, professional development, employment and career counselling and social and work opportunity networking.
Website: http://www.ipenz.org.nz/ie/
If you have any questions, please feel free to ask.
Regards,
Andre
MIPENZ, CPEng
Saturday, July 30, 2011
Skilled Asian migrants giving the West cold shoulder
More professional and skilled Asians are giving New Zealand, Australia and other Western nations a wide berth, choosing instead to migrate to other Asian cities, a study has found.
"Asian professionals, who had aimed for labour markets in Western countries, have instead begun to emigrate in large numbers to East Asia due to the prosperity in these Asian economies."
Massey University sociologist Paul Spoonley said the annual net migration gain for New Zealand over the past 20 years was 12,000. But in the 12 months to May 31, the net gain was 4600, down from 18,000 the previous year.
"The things that we can offer are lifestyle, an English education and a New Zealand passport, so there are real advantages for New Zealand and we've got to stress those advantages."
Full article by Lincoln Tan http://www.nzherald.co.nz/business/news/article.cfm?c_id=3&objectid=10739122
Below are my thoughts of the article above relating to Skilled Migrants here in New Zealand.
Given the ever changing immigration policies, high fees for immigration both to Government and immigration agent, the reality that there's not much work in New Zealand and the attitude of Kiwi employers towards migrants applicants, shade most of the issues behind this fall of numbers in migrants in New Zealand.
As a migrant here in New Zealand, I went through all of this immigration process that took me almost 3 years in preparation, landed in New Zealand and had the experience of difficult job hunting and difficult adjustment in work place and now struggling on high cost of living.
For me the fall of numbers of migrants in New Zealand is a good indicator that people are become aware of the real situation here in New Zealand. I've read a lot of stories of migrants and had a few friends that had been sent back to our Country because they cannot find a job in New Zealand, this is not restricted to Asian people alone but also people from South Africa, UK, etc.
The following are the main issues about skilled migrant here in New Zealand based on my personal knowledge;
Firstly, Immigration New Zealand needs to re-evaluate or re-assess their skill shortage lists to ensure that they will only invite people related to the skills they required. This way, it is fair to aspiring migrants who spend their hard end money or worst sell their properties that most migrants do to pay immigration fees, consultant fees, medical fees, airfare and etc in the hope of getting a better life in New Zealand. However, this was not always the case of hundreds of migrants here in New Zealand. I've known a lot of people who are professional and highly skilled who are working in McDonalds, at the supermarket or in production shops. Others has Masters degree and now working as Cleaner (Master Janitor).
Secondly, Immigration New Zealand must educate Kiwi employers about Skilled Migrant. When I was applying for a job before, most of the employers representative don't have any idea what is Skilled Migrant Visa is. Also some employers are avoiding applicants with Skilled Migrant Visa because of hassles that immigration processes they have to do.
And lastly, Kiwi employers must embrace the reality that New Zealand needs migrants for their Country to sustain the economy and keeps everything going. This is quite funny and annoying, when you're applying for a job here as migrant, they will not accept you because you don't have Kiwi experience. WHATTTT???? you'll probably fell down from your chair upon hearing this during interview...how on earth you can get kiwi experience where you just arrived to New Zealand...it's common sense really but it's sad that common sense isn't common here.
Thursday, January 6, 2011
Migrant CAD Drafting Company
Finally, we were able to set-up our CAD Drafting company here in New Zealand which we aimed to help other migrants engineers/architects to use their full potential through CAD.
Initially we will offer pure drafting in a few months, however we will offer CAD Training in the future which will really help other migrants to have a feel of NZ drawing standards. As most of the engineers and architects got related job through CAD, we aimed to offer this opportunity to new migrants and other engineers/architects who are working in different fields.
If you want to know more about the company please visit link below.
http://cadworld.co.nz/
Regards,
Andre
Initially we will offer pure drafting in a few months, however we will offer CAD Training in the future which will really help other migrants to have a feel of NZ drawing standards. As most of the engineers and architects got related job through CAD, we aimed to offer this opportunity to new migrants and other engineers/architects who are working in different fields.
If you want to know more about the company please visit link below.
http://cadworld.co.nz/
Regards,
Andre
Friday, July 30, 2010
Shortfall in migrants could cost NZ economy 'over $1b'
By Lincoln Tan
New Zealand is threatening to undershoot the number of migrants it needs to keep the economy healthy, say immigration consultants.
Immigration New Zealand has returned its lowest number of "expressions of interest", after a period of six months where selections have been around 30 per cent lower than previous years.
If the trend continues, less than 13,500 applications will be selected this year.
The numbers of skilled and business migrants finally approved could fall far short of the 27,000 to 30,000 people the New Zealand Residence Programme targets, an immigration commentator has said.
Mike Bell, who runs the online move2nz site, says this is the lowest selection since the present rules were introduced in 2005.
"At this rate, it suggests that an additional 5500 people would be required to meet the minimum numbers under the quota," said Mr Bell.
The direct financial impact on New Zealand of fewer skilled migrants coming could be a loss of more than $1 billion, because an average migrant family spends about $200,000 in New Zealand to start their new lives.
But other immigration observers say the impact could be greater, as it would leave New Zealand short of skills in vital industries and stall economic growth.
"This is worrying. There may be concerns for jobless New Zealanders but slashing skilled migration numbers is not the solution," said Dr Henry Chung, senior marketing researcher at Massey University.
Immigration expert Paul Spoonley says the global economic crisis has also resulted in a reduced number considering migration, and this could impact on migration numbers to New Zealand this year.
But head of Immigration Nigel Bickle says it is on track to meet immigration targets, despite the low selection on July 14.
By Lincoln Tan | Email Lincoln
4:00 AM Wednesday Jul 28, 2010
Photo / David White
Immigration New Zealand has returned its lowest number of "expressions of interest", after a period of six months where selections have been around 30 per cent lower than previous years.
If the trend continues, less than 13,500 applications will be selected this year.
The numbers of skilled and business migrants finally approved could fall far short of the 27,000 to 30,000 people the New Zealand Residence Programme targets, an immigration commentator has said.
Mike Bell, who runs the online move2nz site, says this is the lowest selection since the present rules were introduced in 2005.
"At this rate, it suggests that an additional 5500 people would be required to meet the minimum numbers under the quota," said Mr Bell.
The direct financial impact on New Zealand of fewer skilled migrants coming could be a loss of more than $1 billion, because an average migrant family spends about $200,000 in New Zealand to start their new lives.
"This is worrying. There may be concerns for jobless New Zealanders but slashing skilled migration numbers is not the solution," said Dr Henry Chung, senior marketing researcher at Massey University.
Immigration expert Paul Spoonley says the global economic crisis has also resulted in a reduced number considering migration, and this could impact on migration numbers to New Zealand this year.
But head of Immigration Nigel Bickle says it is on track to meet immigration targets, despite the low selection on July 14.
By Lincoln Tan | Email Lincoln
Monday, July 19, 2010
Is swearing bullying or a career tool?
By LEON GETTLER - The Age
OPINION: Swearing at work is common. When you think about it, the "F" word often passes as a substitute for "very".
Swear words are thrown into everyday sentences. You can hear all sorts of people doing it, from people in the canteen to the boss.
And yet, it’s not advisable to let it rip in the workplace. As Jillian Insley writes in The Guardian, the problem with swearing is that it can often turn into bullying. It’s okay to curse under your breath but it’s different if you are getting stuck into someone. There have been rulings here that using the F-word at staff can constitute bullying. Apart from that, it’s never a great idea to swear in front of the boss, unless he’s doing it all the time and everyone else is.
But then, the problem is not the words but the behaviour. So therein lies the problem. Swearing is now part of everyday life but you should not do it every day, everywhere. What are the rules in today’s workplace?
There are those who say swearing is necessary in today’s workplace. It’s a way of venting your spleen and releasing pent up emotion.
One study from Britain’s University of East Anglia finds that swearing can relieve stress. When used in a non-abusive manner, it can also enable the development of personal relationships among co-workers because it reveals their personality and opens up the lines of communication.
"Social swearing" in private conversations with colleagues allows people to show candour and strong feeling. It can be used to create a certain esprit de corps, like "we're-all-in-this-together".
Significantly, researchers have also found that there are more instances of swearing in male-dominated work places. And according to another study, there are women who insist that swearing is a way of getting ahead because you become more assertive, particularly in a high tech culture.
The problem occurs when people don’t know what the rules are, or when they start throwing around F-bombs in front of customers and clients.
US management expert Bob Sutton knows a fair bit about swearing, having an authored a book The No Asshole Rule: Building a Civilized Workplace and Surviving One That Isn't.
Sutton argues that swearing can be used strategically to help build a certain company culture. He suggests some obvious rules. First, if you’re not sure, don’t do it. Secondly, remember there is a difference between saying things in private and going public.
Also, dropping the occasional F-word can be effective for shock value, if that’s what you’re trying to achieve. Besides, there are times where you may want to offend people, particularly if they’re stupid, incompetent and generally clueless. And the most important part is to remember the norms of the organisation. There are some places where if you don’t swear, you are looked on with suspicion.
If Sutton is right, swearing at work can actually be used strategically to boost your career.
OPINION: Swearing at work is common. When you think about it, the "F" word often passes as a substitute for "very".
Swear words are thrown into everyday sentences. You can hear all sorts of people doing it, from people in the canteen to the boss.
And yet, it’s not advisable to let it rip in the workplace. As Jillian Insley writes in The Guardian, the problem with swearing is that it can often turn into bullying. It’s okay to curse under your breath but it’s different if you are getting stuck into someone. There have been rulings here that using the F-word at staff can constitute bullying. Apart from that, it’s never a great idea to swear in front of the boss, unless he’s doing it all the time and everyone else is.
But then, the problem is not the words but the behaviour. So therein lies the problem. Swearing is now part of everyday life but you should not do it every day, everywhere. What are the rules in today’s workplace?
There are those who say swearing is necessary in today’s workplace. It’s a way of venting your spleen and releasing pent up emotion.
One study from Britain’s University of East Anglia finds that swearing can relieve stress. When used in a non-abusive manner, it can also enable the development of personal relationships among co-workers because it reveals their personality and opens up the lines of communication.
"Social swearing" in private conversations with colleagues allows people to show candour and strong feeling. It can be used to create a certain esprit de corps, like "we're-all-in-this-together".
Significantly, researchers have also found that there are more instances of swearing in male-dominated work places. And according to another study, there are women who insist that swearing is a way of getting ahead because you become more assertive, particularly in a high tech culture.
The problem occurs when people don’t know what the rules are, or when they start throwing around F-bombs in front of customers and clients.
US management expert Bob Sutton knows a fair bit about swearing, having an authored a book The No Asshole Rule: Building a Civilized Workplace and Surviving One That Isn't.
Sutton argues that swearing can be used strategically to help build a certain company culture. He suggests some obvious rules. First, if you’re not sure, don’t do it. Secondly, remember there is a difference between saying things in private and going public.
Also, dropping the occasional F-word can be effective for shock value, if that’s what you’re trying to achieve. Besides, there are times where you may want to offend people, particularly if they’re stupid, incompetent and generally clueless. And the most important part is to remember the norms of the organisation. There are some places where if you don’t swear, you are looked on with suspicion.
If Sutton is right, swearing at work can actually be used strategically to boost your career.
Tuesday, June 22, 2010
Job Description – Production Technician
Job Description – Production Technician
Purpose To undertake maintenance work and service as directed through the Company’s
maintenance planning function to ensure uptime is maximised and processing
operations are fully supported.
To provide hands on expertise in event of an emergency breakdown.
This position supports processing operations therefore it is a key expectation of
this role that you provide shift coverage.
Core
competencies
• Ability to communicate well.
• Ability to work in a team.
• Ability to focus on the customer.
• Ability to be innovative.
• Ability to build good relationships.
• Ability to add value and reduce cost.
• Ability to involve employees.
• Ability to operate/manage according to company health and safety policies
and procedures.
Competencies
specific to job
• Knowledge of preventative and condition-based maintenance and how to
apply it in the plant.
• Ability to work flexible hours to cover production requirements.
• Strong motivation and ability to learn and utilise new skills.
• Commitment to manage the reduction of maintenance cost and improve the
reliability of machinery.
Reporting
relationships
The Production Technician reports to the Production Engineer.
Principal
Accountabilities
1. Conduct themselves and carry out all duties in line with the Sealord Group
Ltd core values including Safety above all, Quality & Environment and
Deliver what we promise.
2. Reports to the site Production Engineer. This is a hands on technical role.
3. Is responsible for supporting operators and ensuring that the machinery and
plant runs at the most efficient settings to give optimal yield, cascade, speed
and efficiency.
4. Is responsible for assisting with technical machine setup at the start of the
shift/production run and for the continual adjustment to maintain optimal
production.
5. Will undertake some maintenance of the machines as called upon by the
Maintenance planner in conjunction with the Production Engineer.
6. Will advise Production Engineer of any symptoms that may indicate
machine is not running optimally and steps taken to rectify the situation.
7. Will assist the Production Engineer in the training of future Operators and
Production Technicians to ensure a very high factory standard.
8. In conjunction with the Production Engineer will assist in the monitoring of
contractor activity within their area of responsibility to ensure best value
from contractors and housekeeping and safety standards are maintained.
9. During their shift as duty Production Technician will immediately attend to
breakdowns and advise production engineer of first steps taken to mitigate
damage, product loss/contamination etc.
10. Identify factory efficiency improvements and implement and document in
conjunction with Production Engineer and Shift Controller
11. Have continuing dialogue with Production Engineer over new equipment,
improvement ideas and training requirements.
12. Will make themselves available to the company for purposes of training
internally or internationally if required.
Health and
Safety
• Active involvement in the company’s “Stay Safe” programme:
- assist in the management of hazards
- participate in TALK meetings
- abide by safety rules and requirements
- encourage others to act safely
- participate in WALK behavioural observation programme
- report and record safety incidents
- assist in the investigation of safety incidents
Purpose To undertake maintenance work and service as directed through the Company’s
maintenance planning function to ensure uptime is maximised and processing
operations are fully supported.
To provide hands on expertise in event of an emergency breakdown.
This position supports processing operations therefore it is a key expectation of
this role that you provide shift coverage.
Core
competencies
• Ability to communicate well.
• Ability to work in a team.
• Ability to focus on the customer.
• Ability to be innovative.
• Ability to build good relationships.
• Ability to add value and reduce cost.
• Ability to involve employees.
• Ability to operate/manage according to company health and safety policies
and procedures.
Competencies
specific to job
• Knowledge of preventative and condition-based maintenance and how to
apply it in the plant.
• Ability to work flexible hours to cover production requirements.
• Strong motivation and ability to learn and utilise new skills.
• Commitment to manage the reduction of maintenance cost and improve the
reliability of machinery.
Reporting
relationships
The Production Technician reports to the Production Engineer.
Principal
Accountabilities
1. Conduct themselves and carry out all duties in line with the Sealord Group
Ltd core values including Safety above all, Quality & Environment and
Deliver what we promise.
2. Reports to the site Production Engineer. This is a hands on technical role.
3. Is responsible for supporting operators and ensuring that the machinery and
plant runs at the most efficient settings to give optimal yield, cascade, speed
and efficiency.
4. Is responsible for assisting with technical machine setup at the start of the
shift/production run and for the continual adjustment to maintain optimal
production.
5. Will undertake some maintenance of the machines as called upon by the
Maintenance planner in conjunction with the Production Engineer.
6. Will advise Production Engineer of any symptoms that may indicate
machine is not running optimally and steps taken to rectify the situation.
7. Will assist the Production Engineer in the training of future Operators and
Production Technicians to ensure a very high factory standard.
8. In conjunction with the Production Engineer will assist in the monitoring of
contractor activity within their area of responsibility to ensure best value
from contractors and housekeeping and safety standards are maintained.
9. During their shift as duty Production Technician will immediately attend to
breakdowns and advise production engineer of first steps taken to mitigate
damage, product loss/contamination etc.
10. Identify factory efficiency improvements and implement and document in
conjunction with Production Engineer and Shift Controller
11. Have continuing dialogue with Production Engineer over new equipment,
improvement ideas and training requirements.
12. Will make themselves available to the company for purposes of training
internally or internationally if required.
Health and
Safety
• Active involvement in the company’s “Stay Safe” programme:
- assist in the management of hazards
- participate in TALK meetings
- abide by safety rules and requirements
- encourage others to act safely
- participate in WALK behavioural observation programme
- report and record safety incidents
- assist in the investigation of safety incidents
SENIOR DESIGN ENGINEER - Responsibilities
| Design and Drawing § Design pressure equipment to relevant design codes (Australian & International) § Structural design of support structures for pressure vessels and tanks to relevant loading codes (covers wind, seismic etc) § To ensure technical competence and adherence to relevant standards in all work taken § To ensure timely and accurate provision of designs and drawings for fabrication facilities Project Involvement § Work closely with Project Managers to ensure customer requirements and variations are documented correctly and within contractual conditions, advising Project Manager of any variations from original specifications. § Working closely with manufacturing staff to ensure correct and accurate drawings are available for issue to the workshop. § To liaise with the Sales/Project Managers to ensure accurate & timely submission of competitive tender documents/pricing; § To ensure timely provision of construction drawings for the company’s production facilities and encourage good production practices § Ensure targets and milestones are met. § To ensure customer requirements are met Quality § Encourages ethical and accurate practices; § To show, by example and motivation, commitment to the Company’s objectives by controlling, analysing and implementing improvements in quality, productivity and efficiency; § Observe and implement guidelines, principles and instructions as laid down in the company Quality Assurance Manual and in particular, the specific requirements of the Company Design Manual. General § Assist other departments or with special projects where required; § Contribute to the progress and prosperity of the Company by full participation in the activities of the Team. Health & Safety § Take personal responsibility for H&S § Ensure proactive approach to H&S issues, this covers OH&S requirements for client drawings/design as well as OH&S practices on-site at Burton; § Undertake hazard and risk assessments of all items designed and ensure all statutory regulations are complied with. |
POSITION DESCRIPTION - ACCOUNTS CLERK / ADMINISTRATOR (PART-TIME)
Reports to: X ( Line Manager)
Interacts with: Internal
All X staff and contractors and their staff
External
Customers, suppliers
• Local/ regional and National organisations
• Whanau / hapu / iwi organisations
• Funding assistance Agencies
• Business Networks
• Local and Central Government agencies
Primary Purposes:
• To provide an effective and efficient administration service to all internal and external customers with empathy and professionalism.
• To efficiently and accurately manage the Accounts Payable function and other accounting procedures as directed.
• Manage reception and the telephone system with professionalism and promptness.
Principal Objectives:
• Respond efficiently and effectively to all enquiries.
• Maintain integrity of inward and outward correspondence and filing systems.
• Actively support and assist all co-workers with a quality administrative service.
• To communicate internal/external events and/or meetings in a timely fashion.
• Effectively manage the accounts payable processes and monitor all purchasing requisitions within the required deadlines.
• Undertake all other accounts duties as required.
• To manage all filing requirements.
• To undertake special projects as directed.
• Be aware of ’s Customer Target Groups as defined from time to time by the CEO.
Key Accountabilities:
• Produce accurate documents within negotiated time frames.
• Organise and prioritise workload so as to allow for regular flow within acceptable time frames.
• Maintain confidentiality of inwards and outwards correspondence and filing systems.
• Accurate processing of Accounts Payable and filing of invoices for payment by the due dates.
• Accurate reconciliation of supplier statements against invoices and the addressing of discrepancies each month.
• Effective reconciliation of accounts and bank statements.
• Respond efficiently and effectively to all administrative enquiries, including room bookings and customer appointments.
• Assist in the set up of Seminar Rooms as required.
• Co-ordinate mail-outs as required
• Control and manage administrative duties, including purchasing requisitions and accounts; monitor/respond to all payments and debts.
• Assist in the management of the booking systems for seminars, workshops and courses as per any quality processes or requirements and input data into appropriate databases or schedules as required to meet time-frames.
• Assist in the control, monitor and organise of all stationery, kitchen, cleaning and toiletry requirements.
• Carry out quality verifications for the functions performed.
• Establish customer/visitor needs and make appropriate referral.
• Create a welcoming/culturally comfortable environment in reception area, by being empathetic and professional at all times.
• Ensure inwards and outwards mail is processed, distributed and posted daily.
• Maintain a safe workplace in accordance with OSH requirements.
• Manage special projects according to project plan and objectives
• Be aware of co-worker’s workloads/time constraints and be actively supportive and assist wherever possible
• Adhere to ’s Q-Base Quality Programme, the Heath & Safety Policy, the Privacy Act and other statutory obligations
Key Result Areas:
• Quality reception service to internal/external customers.
• All invoicing and accounts processes undertaken are accurate and on time
• Up to date tidy accurate files
• Prompt availability of documents/files.
• Maintain adequate internal resources.
• Timely/accurate word processing completions.
• Timely/accurate data input and schedules maintained.
• Support is provided to all other Administration staff as required
• Directives from the ( Line Manager) have been met
LIMITS OF AUTHORITY
• All personal tolls, faxes and mail must be recorded for private payment.
• All purchases over $100 must be covered by a Purchase Order signed by your supervisor prior to any commitment to purchase.
PERSON SPECIFICATION
Qualifications: (Minimum)
• Relevant tertiary/professional qualification is desirable.
Experience: (Minimum)
• At least 2 yrs of proven experience in planning and organising work and priorities.
• At least 2 years Accounts Payable experience
Physical Requirements:
• Able to use PC for long periods of time.
• Ability to sit at Reception Desk alone.
• Driving Licence.
Knowledge:
• High level of knowledge & skill of Microsoft Office programmes
• Empathy for cultural and gender differences.
• Minimum of two years of Bookkeeping experience
• Working knowledge of computerised accounting systems
• Understanding of management principles and Best Practice Models
• Understand the dynamics of manawhenua / tangatawhenua and iwi Maori in relation to an urban environment
Skills:
• Facilitation and networking skills.
• Problem solving and mediation skills.
• Highly developed interpersonal and representational skills and a proven superior standard of written and oral communication skills.
• Ability to exercise sound judgement.
• Good computer skills
• Team building.
• Negotiation skills.
Desired Attributes:
• Ability to work autonomously, with self-management and prioritising skills.
• Initiator.
• Ability to meet deadlines.
• Effective communication.
• Ability to work collaboratively with team members and internal and external stakeholders to accomplish organisational goals and contractual obligations.
• Empathy, listening skills and ability to use appropriate interpersonal skills.
• Non-judgemental attitude.
• Understand, value and respect differences
• Energy and enthusiasm.
• Networking skills.
• Analytical and problem solving skills.
Interacts with: Internal
All X staff and contractors and their staff
External
Customers, suppliers
• Local/ regional and National organisations
• Whanau / hapu / iwi organisations
• Funding assistance Agencies
• Business Networks
• Local and Central Government agencies
Primary Purposes:
• To provide an effective and efficient administration service to all internal and external customers with empathy and professionalism.
• To efficiently and accurately manage the Accounts Payable function and other accounting procedures as directed.
• Manage reception and the telephone system with professionalism and promptness.
Principal Objectives:
• Respond efficiently and effectively to all enquiries.
• Maintain integrity of inward and outward correspondence and filing systems.
• Actively support and assist all co-workers with a quality administrative service.
• To communicate internal/external events and/or meetings in a timely fashion.
• Effectively manage the accounts payable processes and monitor all purchasing requisitions within the required deadlines.
• Undertake all other accounts duties as required.
• To manage all filing requirements.
• To undertake special projects as directed.
• Be aware of ’s Customer Target Groups as defined from time to time by the CEO.
Key Accountabilities:
• Produce accurate documents within negotiated time frames.
• Organise and prioritise workload so as to allow for regular flow within acceptable time frames.
• Maintain confidentiality of inwards and outwards correspondence and filing systems.
• Accurate processing of Accounts Payable and filing of invoices for payment by the due dates.
• Accurate reconciliation of supplier statements against invoices and the addressing of discrepancies each month.
• Effective reconciliation of accounts and bank statements.
• Respond efficiently and effectively to all administrative enquiries, including room bookings and customer appointments.
• Assist in the set up of Seminar Rooms as required.
• Co-ordinate mail-outs as required
• Control and manage administrative duties, including purchasing requisitions and accounts; monitor/respond to all payments and debts.
• Assist in the management of the booking systems for seminars, workshops and courses as per any quality processes or requirements and input data into appropriate databases or schedules as required to meet time-frames.
• Assist in the control, monitor and organise of all stationery, kitchen, cleaning and toiletry requirements.
• Carry out quality verifications for the functions performed.
• Establish customer/visitor needs and make appropriate referral.
• Create a welcoming/culturally comfortable environment in reception area, by being empathetic and professional at all times.
• Ensure inwards and outwards mail is processed, distributed and posted daily.
• Maintain a safe workplace in accordance with OSH requirements.
• Manage special projects according to project plan and objectives
• Be aware of co-worker’s workloads/time constraints and be actively supportive and assist wherever possible
• Adhere to ’s Q-Base Quality Programme, the Heath & Safety Policy, the Privacy Act and other statutory obligations
Key Result Areas:
• Quality reception service to internal/external customers.
• All invoicing and accounts processes undertaken are accurate and on time
• Up to date tidy accurate files
• Prompt availability of documents/files.
• Maintain adequate internal resources.
• Timely/accurate word processing completions.
• Timely/accurate data input and schedules maintained.
• Support is provided to all other Administration staff as required
• Directives from the ( Line Manager) have been met
LIMITS OF AUTHORITY
• All personal tolls, faxes and mail must be recorded for private payment.
• All purchases over $100 must be covered by a Purchase Order signed by your supervisor prior to any commitment to purchase.
PERSON SPECIFICATION
Qualifications: (Minimum)
• Relevant tertiary/professional qualification is desirable.
Experience: (Minimum)
• At least 2 yrs of proven experience in planning and organising work and priorities.
• At least 2 years Accounts Payable experience
Physical Requirements:
• Able to use PC for long periods of time.
• Ability to sit at Reception Desk alone.
• Driving Licence.
Knowledge:
• High level of knowledge & skill of Microsoft Office programmes
• Empathy for cultural and gender differences.
• Minimum of two years of Bookkeeping experience
• Working knowledge of computerised accounting systems
• Understanding of management principles and Best Practice Models
• Understand the dynamics of manawhenua / tangatawhenua and iwi Maori in relation to an urban environment
Skills:
• Facilitation and networking skills.
• Problem solving and mediation skills.
• Highly developed interpersonal and representational skills and a proven superior standard of written and oral communication skills.
• Ability to exercise sound judgement.
• Good computer skills
• Team building.
• Negotiation skills.
Desired Attributes:
• Ability to work autonomously, with self-management and prioritising skills.
• Initiator.
• Ability to meet deadlines.
• Effective communication.
• Ability to work collaboratively with team members and internal and external stakeholders to accomplish organisational goals and contractual obligations.
• Empathy, listening skills and ability to use appropriate interpersonal skills.
• Non-judgemental attitude.
• Understand, value and respect differences
• Energy and enthusiasm.
• Networking skills.
• Analytical and problem solving skills.
Admin Assistant Position Description
Interacts with: Internal
All ( organisation) staff and contractors and their staff
External
§ Customers, suppliers
· Local/ regional and National organisations
· Whanau / hapu / iwi organisations
· Funding assistance Agencies
· Business Networks
· Local and Central Government agencies
Primary Purpose:
· To provide an effective and efficient administration service to all internal and external customers with empathy and professionalism.
· Regularly review resources i.e. petty cash, stationery, cleaning, meeting and training rooms and catering supplies.
· Manage reception and the telephone system with professionalism and promptness.
Principal Objectives:
· Respond efficiently and effectively to all enquiries.
· Maintain integrity of inward and outward correspondence and filing systems.
· Actively support and assist all co-workers with a quality administrative service.
· To communicate internal/external events and/or meetings in a timely fashion.
· To manage all filing requirements.
· To undertake special projects as directed.
· Be aware of X ( organisation) Customer Target Groups as defined from time to time by the CEO.
Key Accountabilities:
· Produce accurate documents within negotiated time frames.
· Organise and prioritise workload so as to allow for regular flow within acceptable time frames.
· Effectively manage a scheduling system for boardroom, interview and seminar rooms.
· Maintain confidentiality of inwards and outwards correspondence and filing systems.
· Manage the collection and despatch of inwards/outwards mail.
· Respond efficiently and effectively to all administrative enquiries, including room bookings and customer appointments.
· Assist in the set up of Seminar Rooms as required.
· Co-ordinate mail-outs as required
· Control and manage administrative duties, including purchasing requisitions and accounts; monitor/respond to all payments and debts; monitor and manage petty cash system.
· Active maintenance of the organisation’s databases to ensure that the database remains credible.
· Control and manage booking systems for seminars, workshops and courses as per any quality processes or requirements and input data into appropriate databases or schedules as required to meet time-frames.
· Control, monitor and organise of all stationery, kitchen, cleaning and toiletry requirements.
· Carry out quality verifications for the functions performed.
· Establish customer/visitor needs and make appropriate referral.
· Create a welcoming/culturally comfortable environment in reception area, by being empathetic and professional at all times.
· Ensure inwards and outwards mail is processed, distributed and posted daily.
· Maintain a safe workplace in accordance with OSH
· Manage special projects according to project plan and objectives
· Be aware of co-worker’s workloads/time constraints and be actively supportive and assist wherever possible
· Adhere to X ( organisation) Q-Base Quality Programme, the Heath & Safety Policy, the Privacy Act and other statutory obligations
Key Result Areas:
· Quality reception service to internal/external customers.
· Up to date tidy accurate files
· Prompt availability of documents/files.
· Maintain adequate internal resources.
· Timely/accurate word processing completions.
· Timely/accurate data input and schedules maintained.
· Directives from the (Line Manager ) have been met
LIMITS OF AUTHORITY
· All personal tolls, faxes and mail must be recorded for private payment.
· All purchases over $100 must be covered by a Purchase Order signed by your supervisor prior to any commitment to purchase
HOURS OF WORK
· Monday to Friday 8.30 am to 1.30 pm
· On Reception – 8.30 am to 1.00 pm each day
PERSON SPECIFICATION
Qualifications: (Minimum)
· Relevant tertiary/professional qualification is desirable.
Experience: (Minimum)
· At least 2 yrs of proven experience in planning and organising work and priorities.
· At least 2 years Accounts Payable experience
Physical Requirements:
· Able to use PC for long periods of time.
· Ability to sit at Reception Desk alone.
· Driving Licence.
Knowledge:
· High level of knowledge & skill of Microsoft Office programmes
· Empathy for cultural and gender differences.
· Minimum of two years of Bookkeeping experience
· Working knowledge of computerised accounting systems
· Understanding of management principles and Best Practice Models
· Understand the dynamics of manawhenua / tangatawhenua and iwi Maori in relation to an urban environment
Skills:
· Facilitation and networking skills.
· Problem solving and mediation skills.
· Highly developed interpersonal and representational skills and a proven superior standard of written and oral communication skills.
· Ability to exercise sound judgement.
· Good computer skills
· Team building.
· Negotiation skills.
Desired Attributes:
· Ability to work autonomously, with self-management and prioritising skills.
· Initiator.
· Ability to meet deadlines.
· Effective communication.
· Ability to work collaboratively with team members and internal and external stakeholders to accomplish organisational goals and contractual obligations.
· Empathy, listening skills and ability to use appropriate interpersonal skills.
· Non-judgemental attitude.
· Understand, value and respect differences
· Energy and enthusiasm.
· Networking skills.
· Analytical and problem solving skills.
Subscribe to:
Posts (Atom)
