萨省雇主担保移民工作批准信 SINP Job Approval Letter

萨省雇主担保工作批准信(SINP Job Approval Letter)

SINP工作批准信(JAL)是雇主雇用外国工人的预先批准的授权,获得 JAL 后才能支持海外雇员通过 SINP 申请萨省雇主担保移民。

获得 COR 注册资格的雇主才可以申请 JAL,JAL 有效期 6 个月。

雇主需要在线申请 JAL,并提供相关资料:

1.针对打算提供给外劳的每种职位,提交一份工作批准表。
2.提供该职位的职位描述,确定职责和职责。
3.概述该职位所需的教育,技能,知识,能力,语言和薪水。

雇主服务部将评估每份工作批准表,以确定该职位是否符合SINP标准。所有提交的职位必须:

  • 符合区域平均工资

  • 职业满足 NOC 要求:

    • 职业符合 NOC Skill Level 里的 0,A,B(即熟练工人职位)
    • 职业满足SINP萨斯喀彻温省工作经验申请标准;或者
    • 职业满足萨斯喀彻温省的指定行业要求* ;

    *如果工人目前在萨斯喀彻温省工作并且符合[萨斯喀彻温省学徒和贸易证明委员会指定的职业]下所有适用的许可标准,则发型师,美甲师和皮肤护理师这些指定职业也可以被 SINP 认可。

  • 符合全职永久性标准(每周至少30个小时);和

  • 工作地点在萨斯喀彻温省的地理范围内。

JAL 工作批准信由雇主为申请人申请,打算了解更多信息的请参考下方英文介绍。

Obtain SINP Approval for the Position

The SINP Job Approval Letter is a pre-approved authorization for an employer to hire a foreign worker through the SINP. Once approved by Employer Services at the Ministry of Immigration and Career Training, the employer must provide the Job Approval Letter to the foreign worker for inclusion in the application to the SINP.

Employers must submit an online application for a SINP Job Approval by following the steps outlined below:

  1. Submit a Job Approval Form for each type of position you intend to offer to a foreign worker.
  2. Provide a job description for the position, identifying the responsibilities and duties.
  3. Outline the education, skills, knowledge, abilities, language and salary required for the position.

Employer Services will assess each Job Approval Form to determine if the position meets SINP criteria. All submitted positions must:

  • meet the Regional Median Wage;

  • meet the required National Occupation Classification (NOC) level for the applicable category (i.e. Skilled worker positions must fall into the high skilled (Level 0, A, or B) under the NOC system; meet the application criteria through SINP Saskatchewan Work Experience; OR be a designated trade* in Saskatchewan);

  • The designated trade occupations of Hairstylist, Esthetician Nail Technician and Esthetician Skin Care Technician may be considered through SINP if workers are currently working in Saskatchewan and meet all licensing criteria where applicable under the Saskatchewan Apprenticeship and Trade Certification Commission (SATCC) Designated Trades; and application criteria through SINP Saskatchewan Work Experience.

  • meet full time permanent criteria (minimum of 30 hours/week); and

  • have a place of work that is within the geographic boundaries of Saskatchewan.

If the submitted position meets Employer Services criteria the position will be approved. Once it’s approved, the employer can add a candidate’s name to the position, creating a Candidate Specific Job Approval Letter which must be provided to the candidate for inclusion in the SINP application.

A Job Approval Letter is valid for a period of six months from the date of approval.

Search Internationally

To search for foreign workers internationally:

  1. Consider and select the country (or countries) that you are interested in recruiting from. You can also use SaskJobs or Canada Job Bank to post job vacancies.
  2. Advertise your vacancy and receive resumes, attend recruitment job fair events or travel to the country of choice to conduct interviews.
  3. Conduct interviews by webcam/skype or other appropriate methods to determine the qualifications and skills of the candidates you are considering.
  4. Select the candidate(s) you want to hire with the qualifications for the position.
  5. Prepare the Job Offer Letter.

It’s your responsibility as the employer to provide your employee with the following documents to include with their SINP application package:

  • The Candidate Specific Job Approval Letter
  • The Job Offer Letter

A job offer letter will be required for each candidate for approved SINP positions.

Prepare a Job Offer Letter

The Job Offer must:

  • indicate that the position is a permanent, full time (minimum 30 hours/week) skilled position(s) in Saskatchewan (non-seasonal);
  • meet prevailing Regional Median Wage standards;
  • be made to persons who meet the required qualifications and licensing, and possess the skills, experience and language abilities for the position;
  • not conflict with existing collective bargaining agreements or labour disputes;
  • be addressed to the Principal Applicant and written on company letterhead;
  • include the contact name, phone number, e-mail address and company mailing address of the employer;
  • indicate the location, job title, main duties and responsibilities of the position being offered;
  • state that the applicant has the required qualifications and licensing if required, as well as the skills, experience and language abilities for the position;
  • indicate the salary for the position being offered;
  • describe any benefits that the principal applicant will receive (e.g., health, dental, short/long term disability, accommodation, etc.); and
  • the job title, main duties and wages on the letter of offer must match those identified in the SINP Job Approval Letter for the position.

Fees

As the employer, it’s your responsibility to cover the cost of recruiting foreign workers. It’s also your decision how you want to recruit, as any costs associated with recruitment are your expense.

All employers under the International Mobility Program must submit the offer of employment form and pay the employer compliance fee through the IRCC Employer Portal. IRCC will charge a fee to complete the process once your employee has been nominated for permanent residence. The employer is responsible for arranging payment of these fees.

For more information on IRCC fees, visit Fee List.

Timelines

There are various timelines associated with the recruiting and hiring of foreign workers – both of which can vary. Learn more about the fees and timelines you can expect when hiring a foreign worker.

Nomination through SINP

Complete SINP applications for nomination are assessed as quickly as possible. You can view the SINP Average Processing Time, which is updated quarterly.

  • Once a candidate is nominated they’ll receive a Work Permit Support Letter along with their Nomination Certificate. They can use this to apply for a temporary work permit to allow them to live and work in Saskatchewan while they wait for permanent residency.
  • If your candidate doesn’t require a temporary resident visa to enter Canada, or if they’re from the U.S., Greenland or St. Pierre and Miquelon, they may be eligible to apply for a work permit at the port of entry into Canada, most often the airport of first landing.

Visit IRCC’s Find out if you need a visa page for visa-exempt countries. If your candidate is from a country that is not visitor visa-exempt, they’ll need to apply for a work permit before leaving their country of origin. Please account for the work permit processing time in your plans.

Permanent Residence through the Government of Canada

If your worker meets the program criteria and is nominated through the SINP, you will receive a notification that your worker has been issued a Certificate of Nomination. Your worker must then apply to IRCC for a permanent resident visa with the provincial nomination. Processing times at Canadian embassies abroad will vary.

IRCC’s process includes health, security, and criminal reviews. Additional information may also be requested, including International Language Testing System results.

Recruitment Tips

Recruiting International Workers

Target your search and recruitment procedures so that you get the best possible candidates applying for your employment opportunities.

  • Gather feedback from employers in your area who have experience recruiting international workers.
  • Talk to recent immigrants to Saskatchewan who are working in your field.
  • Contact officials from provincial and federal immigration programs.
  • Contact immigrant service agencies to seek advice on your recruitment efforts and find out if there are eligible/interested workers currently in the province.
  • Advertise on international websites that connect employers with job seekers.

It’s the employer’s responsibility to make sure the candidate hired has the qualifications, skills and abilities for the position. There are a number of resources available to help you in recruiting and hiring international workers. Choose the services that best meet your needs. Visit Hire, Train, and Manage Employees for more information.

Using a Recruiter or Immigration Consultant

  • If you plan on using a recruiter or immigration consultant, you’re only allowed to use those licensed by the Government of Saskatchewan under FWRISA.
  • There must be a signed contract between you and the recruiter listing all of the services to be provided, along with the corresponding fees.
  • If an immigration consultant is providing immigration services to a foreign worker and recruiting services to you as an employer, the consultant must be licensed as a recruiter and a consultant. In this situation, they must obtain written consent from the employer and the worker. The consultant must also enter separate contracts with the worker and employer, identifying all services and associated fees.

Only use Licensed Immigration Consultants or Licensed Foreign Worker Recruiters. Otherwise, you may:

  • Incur penalties; or
  • Have your COR application refused.

You can view lists of Licensed Consultants and Licensed Foreign Worker Recruiters the Immigration Consultant and Foreign Worker Recruiter Licensing and Responsibilities page.

If your recruiter or immigration consultant is not listed, contact the Program Integrity Unit at 306-798-1350 or FWRISA@gov.sk.ca or the Legislation Unit by at 306-787-0006 or at immigrationpi@gov.sk.ca.

Interviewing and Selecting International Applicants

There are several resources to help you prepare to interview your international worker:

Assessing English Language Skills

It’s important to consider a potential employee’s language ability for the position you’re seeking to fill. There are free tools to help with an employee’s language skills, including assessments and programs that can help improve English for both the workplace and community.

Assessing Work Skills and International Credentials

It may be difficult to assess credentials granted in a foreign country, so they may need to be formally assessed. If the occupation is regulated, the regulatory body will assess the candidate’s qualifications and credentials.