新西兰比较急 毕业前拿到JOB OFFER 应该申请哪种work vis

在新西兰

我的学生签证3月31号到期，现在拿到了JOB OFFER，是跟我的学位一致的专业，NZ硕士学位。用人单位说，等我的工签下来后，工作可以随时开始了。我是申请graduate open work visa 好呢 还是之前申请2年的工签？PR可以同时递上去吗？算了一下分数140以上了。单位说会协助我提供材料。希望有经验的能指点一下。非常感谢。

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申请graduate open work visa 更好。一样可以递pr申请，这样你可以获得多1年的工签时间，对自己对雇主都很有利。
建议工签下来后干2、3个月再递pr申请较好。

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谢谢你 lovegame. 但是我不太明白这样可以得到多一年的工签，这个是什么意思呢？ 比如说我现在申请graduate open work permit 后， 我又立刻递上2年的work visa申请 可以吗？这样会变3年（1年graduate open+2年work visa)吗？请再指教下，非常感谢！

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哈哈，这你都木有弄清楚啊，学校问问也知道的啊。
open工签是在你正规学习结束后凭毕业证等等就可以申请的，不需要job offer， 不需要雇主支持，目的是让留学生用来找本地工作或实习的。如果你不利用它，过期它是会作废的。
等这1年的open工签快过期的时候，你再请雇主填个supplementary form of employer和合同以及其他必需的材料申请under study to work policy的2年工签。这时候你就只能在具体的某一家公司工作了，要换公司必须先换签证。也不能同时打2份工。关键是如果你先申请了under study to work policy的2年工签，以后就不能再回头申请那个1年的open工签了。

有了1年的open工签，你可以随便在哪家公司工作（当然不工作也可以）或者同时打几份工都是合法的。你可以利用1年的open工签继续找更好更skilled工作，并申请移民。绝大多数雇主都愿意雇佣持有open工签的人，因为不需要雇主做份外的事情就可以雇佣你。

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所以，在可以利用open工签的情况下干嘛不用呢？
再说，如果你持open工签在那里工作如果你不满意，你随时可以找更好的工作。但是如果你不是open工签，去应聘新的公司时，另外也有一个人应聘但他有open工签，不需要雇主做任何份外的事情就可以用他，你俩都是没有经验的，你说作为雇主更愿意要谁啊？
虽然有本地学历如果工作是与所学专业也基本相关的话批下来第一次申请的2年正式工签也很容易，但open工签的好处是其他工签无法比拟的。好好用它吧。这也是本人花了大代价换来的教训。

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说的不错。。。。。。

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说的很好哦 顶一个 lovegame 太棒了 5# lovegame

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超级感谢lovegame!!!回答的实在太详细了，对于我这种对签证没有特别考究的菜鸟实在太有帮助了：D

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不客气哈。能帮到大家就好。
只要你提问清楚——不像有些人问个问题除了他/她自己其他人根本不知道他/她要问什么，俺还是比较耐心的，尽量把话说清楚点。

BTW，俺只捡简单的问题回答，嘿嘿

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LZ和我情况一样...
我是和老板商量先签了一个20 hours per week 的contract. 工签下来立刻转成permanent job.
你可以将你递work visa的document copy一下. 拿过去和HR说一说.
应该没什么问题.

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再次顶下lovegame 哈哈
LS的朋友握手，我的情况也是一样的哦，在我办好work visa前同公司先做20小时的工，下来工签后就可以改成permenant ft了。28号开工啦。。祝大家开工顺利

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congratulations...
apply your work permit as soon as you can. it seems quite slow during this particular time. I applied last Friday. however, they still haven't received my application yet (Wed).

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谢谢LS的薛佳，也分析的很全面。我衡量了一下，决定申请2年work visa.顺便提个问题，有些还能申请3年的work visa? 要有职业registration那种？

我的专业是social worker,我现在刚毕业只能申请provisional registration. 要full registration需要1000个supervised hours.我跟现在的单位商量过，他们是全力支持我full registration.不知我这种情况能不能申请3年的work visa?

祝LS的同届快快批，我也要赶快递了，现在就是等国内的无犯罪证明。。
还有我现在的job title不是social worker,是employment consultant，我是跟clients recovered from mental health issues直接接触，协助他们找工作。单位是专门做mental health recovery的，跟我学的专业是相关的。顺便附上一份我的job description.应该符合专业和工作对口吧，当时seek上单位写了要招mental health, nurse, occupational therapist或social work 背景的。 如果不符合就晕死了。。下面是job description.


Position:  Employment Consultant
               


Date prepared:  October 2010       
Prepared by: HR, NB

Manager’s approval:

Job holder’s approval:


Purpose of position:
To provide individualised support to Workfocus clients aimed at facilitating their successful entry to the work-force and maintenance of that employment.  This involves identifying needs, setting goals, providing support, role-modelling and coaching.

Reports to:        Team Leader, Workfocus in the first instance

Functional relationships:

        Clients seeking open employment
Clients in employment
Internal
        Family/Whanau
        Vocational services
        Other FW services
External
        Other mental health agencies
        Identified clinicians
        Employers
        Community Mental Health Centres
        ASENZ (The Association for Supported Employment in New Zealand)
Authorities

        N/A






Key Result Area        Performance Standard        Performance Measure

Supporting client to identify ‘natural’, employment and community supports through the Workfocus Service.
        Process ensures that the client’s career development process is on-going and attempts to identify, develop and meet the client’s strengths, needs and aspirations.

The Employment Consultant assists and encourages natural community supports that enhance employment opportunities and interdependent relationships.

Ongoing liaison with identified clinicians and support workers.

        Every client has a completed Personal Plan and on-going goal setting is evidenced.
Individual career development is evident through Personal Plans.

Strengths Based model is implemented and documented.

Natural supports are identified and documented.




Multi-disciplinary meetings and inter-service liaison is evidenced for best practice service delivery. Evidence of Group supervision as per Strengths Model.
Facilitating client entry into the mainstream work-force.
        Pre-vocational
        Study
        Job Cub        The Employment Consultant supports the client towards growth and development in the fulfilment of individual employment goals and objectives.        Personal Plans completed.

Client acknowledgment of increased job seeking competencies.

Client placement into mainstream employment.

On-the job support.        The Employment Consultant ensures the development of a Job Support Plan which identifies and addresses the client’s needs whilst in employment.
        Job Support plan is established and assistance is offered to the client as learning outcomes are identified through the Strengths Model review process.

On-going improvement in the client’s quality of employment experiences.         Relationship building with         communities, family / whanau and client.        The Employment Consultant establishes a pro-active, open and ongoing liaison with: employers, other MH services, and community resources in order to maintain a safe environment and ‘pre-empt’ problems before they occur. (This includes formal and informal linkages with the community)
        Early intervention, observation, and demonstration of knowledge in order to provide quick and appropriate solutions/actions.




On-going improvement in the client’s relationships         with people in his/her employment environment.          Relationship building with         employers.        The Employment Consultant facilitates the process and establishment of positive relationships in the workplace.        The Employment Consultant is able to coach and act as a role model for clients in a wide range of   communication skills.
Relationships building in FW services.
                Vocational Services
        Personal Development
        Like Minds, Like Mine
        Clinical Teams        Integral internal relationships are evidenced.
Meeting FW’s expectations.






        The Employment Consultant understands and follows the policy and procedures of both FW and Workfocus Vocational Services.
Undertakes ongoing personal and professional development and training.


Also includes Health and Safety, ASENZ principles and standards, core business training, marketing and promotion.


Undertakes regular ongoing supervision.

Operates within the parameters of the Treaty of Waitangi in observance of cultural safety protocols.

Participates actively and constructively in team meetings, group supervision and service development.

Reporting
        Adherence to FW’s Performance Standards.

Completes Performance Review requirements as per schedule.

Observes and role models FW values and can be evidenced in Performance Review.

Completion of developmental plan within 3 months of commencement of position in consultation with the Team Leader and Workfocus.

Regular attendance at monthly internal supervision.

Delivery of culturally safe service is evidenced.



Attends and contributes to team meetings.


Maintains accurate and timely client records, both computerised and files.

Provides accurate monthly statistical reporting as per requirements.

Provides other reports as required by the Team Leader and /or Operations Manager.

General        As directed by Workfocus Team Leader.
To adhere to the ASENZ principles and standards.       


Evident through ASENZ quality standards evaluation.
Health and Safety        Monitor Health and Safety relevant to the needs of               Service and which comply with Health and Safety Act 1992 and Amendment May 2003

Ensure your own health and safety and also the health and safety of other colleagues and/or visitors to our premises        •        Compliance with the Health and Safety Act.  Specifically in relation to the induction of new staff
•        Potential risks are identified and appropriate action is taken.


The above statements are intended to describe the general nature and level of work being performed. They are not intended to be construed as a list of all responsibilities, duties and skills required of the position and the incumbent.


KEY COMPETENCIES:         fully detailed in the Competency Framework

Skills:
•        Working with Data and Information
-        Gathering and analysing information
-        Record keeping/documentation
-        Decision making
•        Working with People
-        Managing relationships and networking
-        Team working, coaching and guiding
-        Communicating, influencing and negotiating
•        Working with Service Users
•        Working with Maori
•        Working with Families/Whanau
•        Working within Communities
•        Challenging Stigma and Discrimination
•        Law, Policy and Practice
•        Professional and Personal Development

Personal Attributes:

•        Compassionate & Caring: sensitive and empathetic
•        Genuine: warm, friendly, fun, have aroha and a sense of humour
•        Non-judgmental: non-discriminatory
•        Open-minded: culturally aware, self-aware, innovative, creative and positive risk takers
•        Optimistic: positive, encouraging and enthusiastic
•        Patient: tolerant and flexible
•        Professional: accountable, reliable and responsible
•        Resilient
•        Supportive: validating, empowering and accepting
•        Understanding


Role-models and upholds key FW Values:

•        Demonstrating Integrity
•        Evidence Informed
•        Person centred
•        Outcomes focused
•        Innovation
•        Valuing Diversity
•        Working Collaboratively
•        Striving for Excellence
•        Communicating Effectively
•        Financial Sustainability
•        Environmental Responsibility
•        Embracing Aroha











HR-16 – EMPLOYMENT HAZARDS & CONTROLS

                       
       

All work roles have inherent hazards associated with them.  The roles that you will be involved in at FW are no exception.  As an employer, FW is required by law to manage such hazards.

Possible hazards associated with your role are listed in this brochure, together with measures which have been designed to ensure your health and safety.  The listed “control” measures include various equipment, processes, policies and/or approved procedures.

All employees are expected and required to follow the established controls.

In addition to the above, all work areas have processes in place to identify hazards specific to that area.  Trained Health and Safety Representatives in your area can assist you with any Health & Safety issue.







Role/Task/Position        Hazard        Outcome        Controls in place to Manage
VDU users
(all employees)        Overuse/ergonomics        Strain injury        •        Workstation assessment, equipment and setup
•        VDU Training
•        Manually varying tasks
Manual and patient handling
(all clinical staff)        Excess weight        Strain        •        Back Care Training
•        Utilizing appropriate services
Working with public and clients
(all clinical staff)        Unwell/stressed service users and families        Verbal Abuse, violence/aggression
Stress        •        Attend appropriate training                           Supervision
•        Utilize team based processes                       Debriefs
•        Be familiar with procedures for dealing with violence (watches, security, police)
Working with public and clients
(all clinical staff)        Unwell service users        Infectious diseases        •        Infection control training appropriate to area – local procedures
•        Utilizing protective equipment                     Vaccination programmes
•        Paid sick leave and return to work programme
Working with public in the community         Isolation/lack of support        Poor outcomes, stress, potential injury        •        Community Visits Policy  (Health & Safety Manual)
•        Local procedures (e.g. cell phones, access to consultation)
•        Team based reviews, risk management plans
•        Organisational Counselling Programmes (OCP)   (free counselling)                                                                  regular supervision with manager
Driving for work – company vehicles
(All staff)         Usual traffic hazards        Breakdown/injury        •        Current drivers licence                                 Driver Responsibility
•        Vehicle maintenance                                    Insurance/roadside rescue
All Staff        Slips and falls        Potential Injury        •        All staff members are required to cleanup a spill or remove an unsafe obstacle
•        Report hazard to Manager or Health & Safety Rep.
All Staff        Long hours
Lack of training/support
Bullying        Stress        •        Report hazards, alert  direct manager, attend regular supervision
•        Regular meetings and appropriate training
•        Organisational Counselling Programmes (OCP)   (free counselling)                                 Harassment Policy/Officers
•        Utilising own GP
All Staff        Machinery/electrical appliances        Potential Injury
Lack of service        •        Regular maintenance / checklist               Utilizing appropriate support services
•        Report hazard to Manager or Health & Safety Rep
All Staff        Chemicals (very limited)        Exposure/injury        •        Clearly labelled and correctly stored         Staff training
•        Accompanying  Safety Data Sheet (S.D.S)
AREA OR ROLE SPECIFIC

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沉好快。。。顶顶

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薛家妹子说的道理其实我思考过，但是权衡利弊，我认为无论那种情况，还是先申请open工签较有利些。

因为就算你签下2年工签，如果你老板不满意你，肯定不会支持你移民，有工作有合同也一样无济于事：
老板不解雇你继续用你，让你做unskilled的工作或者回答vo说你工作不够skilled，就是不支持你移民，这种情况下就算申请，没有其支持，你是断难申请下来的。

再说如果是open工签，如果工作得老板满意，支持你申请移民，那在open工签期间也可以申请。如果觉得你暂时还不能做得让老板满意，你也可以缓一缓，继续努力争取做到他满意的时候再申请，这样也多了1年的机会；也可以利用open签证的灵活性特点马上找其他的更好的或者愿意支持你申请移民的。

请不要以为如果你持的是关闭式的2年或3年工签就就可以套牢雇主，他对你的工作不满意，你持任何签证都无济于事，签证对于雇主并无任何约束。

而你持open工签在他那里工作期间，他也一样必须给你签合同的。合同才是套牢雇主的一种方式。当然如前所属，就算你们签了合同套牢了雇主，但是如果他不满意你的工作就算他不主动叫你走人也有很多方法逼你辞职（比如把你调离skilled岗位）；最简单的就是不支持不配合你移民（比如不出支持信；调查时说对你工作不满意等）。

一旦换了关闭式工签，你就没有任何退路了，有类似想法的朋友慎重吧。

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似乎申请3年的关闭式工签是需要某些特殊专业需要有实习经历的毕业生，因不是业内人士我不了解具体哪些专业可以申请3年。

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LOVEGAME回答的超级仔细，谢谢你！ 这么一说我又开始动摇在open跟2年的工签上。我的单位是政府部门，我也不知道谁是老板啊说真的,属于minstry of health下边的。顶头上司是team leader和manager。其实我觉得还是有信心能胜任的，因为工作的属性跟我学的专业和性格挺配合，但是真正上场就不知道什么情况了。。。3年的那种明天打电话immigration问下，我就是没耐性排队等N久也没轮到问，还是要认真对待了看来。

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大的公司或政府部门，你的老板就是你的部门的上司，有决定权的key man。但是你必须要先让你的顶头上司满意你才会获得更上一级的支持，所以先要让顶头上司满意你的工作。

不管谁是真正的老板，不管你干得好与坏，认真思考对比两种工签的利弊，无论你从哪个角度去考虑，都会得出open工签更加有利于自己。这是两种工签的特性决定了的。

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看来你看懂我说的了。
btw,俺很喜欢你这部跑车。

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LZ的OPEN工签要到6月31日才作废
如果已经签了2年的工签，开始工作了不顺利，辞职了，还可以换OPEN工签吗？

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I would like to suggest LZ apply open work visa rather than 2 years work visa, because it will approved quite faster. That s mean you can work full time as soon as you can. The reason why the employee seek a full time role is they need the staff work full time, however, you cant work full time during the visa's processing time. that will be trouble. also, I heard that the average processing time of 2 years work permit is 2 months.

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这这这.........这个...想法够大胆，it's a good question.
一旦你在毕业后换了关闭工签，就视作自动放弃open,不可以回头了吧。否则移民局还不乱套？！

抛砖引玉，期待懂的人来解答。

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I am not sure how many immi score does LZ have, apply open work visa if you pretty sure you can get the residency. I got 155 immi point by myself, what i am applying currently is open work permit. However, I am not confident my answer is correct, because I have been nz only 1.5 years. maybe you could call the immigration, tell them your situation, and ask which type of visa you gotta apply.

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我是这样理解的：因为移民局的OPEN工签，是给毕业生找工作用的，
只是说在你毕业之后的3个月之前可以申请。
其实一份工作则取决于双方。谁都不知道以后会怎么样，除非你对自己的工作专业和雇主很有信心。
还有，也会有老板觉得你依赖他的签证比较好，他有安全感？你还不可以在外面瞎搞花头。

同时也期待官方回答。

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个人觉得还是OPEN工签比较保险
虽然我自己没有用OPEN工签。

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Thank you all love game, zidane,邂逅彩虹.

I've rang the immigration today. The immi officer suggested  I apply for the graduate open work permit. Given reasons are similar to what lovegame mentioned. Regarding the uncertainties once I start working & the longer process time, I think I should apply for the open work visa for good.

@Zidane. Coincidently, we have the same EOI points haha handshake. Been here bit longer than u. 2 years. When are you starting to submit your EOI mate?

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lz和我学的是一样的专业啊。。不过我是Bachelor的。恭喜找到单位~但是我不知道你的job title不是social worker 是 Employment Consultant 不知道符不符合pr要求呢。。给个link你参考下
http://www.immigration.govt.nz/m ... ormation/anzsco.htm
http://www.abs.gov.au/AUSSTATS/a ... A63CA2575DF002DA6A6
Occupation:
272511 Social Worker
中介说title就得是这个。。要不你打电话和immigration咨询下。或问问律师
只是给个建议

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呵呵，因为俺代表官方来的，所以官方说法和俺一致。否则俺手上的“三个表”岂不是“白带”了？！