有办法争取低些level么# Immigration - 落地生根
y*m
1 楼
在job title, job description 里面把档次降低么？但是eb2 with 5年工作经验的据
说一般都被判成 level 4么？
thx!
说一般都被判成 level 4么？
thx!
K*N
2 楼
不懂呀帮顶
y*m
3 楼
有了解么
【在 K*N 的大作中提到】
: 不懂呀帮顶
【在 K*N 的大作中提到】
: 不懂呀帮顶
x*1
4 楼
帮顶
y*m
5 楼
矛盾么
低要求level低 = 申请人多, 被否率高？老板好过
反之，approve容易，但要过老板和check收入那关?
Frequently, key words in the job title can be used as indicators that an
employer’s job offer is for an experienced worker. Words such as ‘lead’ (
lead analyst), ‘senior’ (senior programmer), ‘head’ (head nurse), ‘
chief’ (crew chief), or ‘journeyman’ (journeyman plumber) would be
indicators that a Level III wage should be considered.
http://www.flcdatacenter.com/download/NPWHC_Guidance_Revised_11
Level II (qualified) wage rates are assigned to job offers for qualified
employees who have attained, either through education or experience, a good
understanding of the occupation. They perform moderately complex tasks that
require limited judgment. An indicator that the job request warrants a wage
determination at Level II would be a requirement for years of education and/
or experience that are generally required as described in the O*NET Job
Zones.
Level III (experienced) wage rates are assigned to job offers for
experienced employees who have a sound understanding of the occupation and
have attained, either through education or experience, special skills or
knowledge. They perform tasks that require exercising judgment and may
coordinate the activities of other staff. They may have supervisory
authority over those staff. A requirement for years of experience or
educational degrees that are at the higher ranges indicated in the O*NET Job
Zones would be indicators that a Level III wage should be considered.
Level IV (fully competent) wage rates are assigned to job offers for
competent employees who have sufficient experience in the occupation to plan
and conduct work requiring judgment and the independent evaluation,
selection, modification, and application of standard procedures and
techniques. Such employees use advanced skills and diversified knowledge to
solve unusual and complex problems. These employees receive only technical
guidance and their work is reviewed only for application of sound judgment
and effectiveness in meeting the establishment’s procedures and
expectations. They generally have management and/or supervisory
responsibilities.
Frequently, key words in the job title can be used as indicators that an
employer’s job offer is for an experienced worker. Words such as ‘lead’ (
lead analyst), ‘senior’ (senior programmer), ‘head’ (head nurse), ‘
chief’ (crew chief), or ‘journeyman’ (journeyman plumber) would be
indicators that a Level III wage should be considered.
All employer applications for a prevailing wage determination shall
initially be considered an entry level or Level I wage. The employer’s
requirements for experience, education, training, and special skills shall
be compared to those generally required for an occupation as described in O*
NET and shall be used as indicators that the job opportunity is for an
experienced (Level II), qualified (Level III), or fully competent (Level IV)
worker and warrants a prevailing wage determination at a higher wage level.
will not be taken into consideration in making a wage determination. If the
NPWHC does not find the employerprovided wage survey acceptable, the NPWHC
must notify the employer in writing and include the reasons the survey was
not found to be acceptable. Upon receiving this determination, the employer
may provide supplemental information, file a new request, or appeal the
determination
In issuing wage determinations, the NPWHC may be required to convert an
hourly rate to a weekly, monthly, or annual rate, or to convert a weekly,
monthly, or annual rate to an hourly rate. As a matter of policy, such
conversions shall be based on 2,080 hours of work in a year.
Determine the wage level by summing the numbers in the Wage Level Column of
the worksheet. The sum total shall equal the wage for the prevailing wage
determination. If the sum total is greater than 4, then the wage level shall
be Level 4.
低要求level低 = 申请人多, 被否率高？老板好过
反之，approve容易，但要过老板和check收入那关?
Frequently, key words in the job title can be used as indicators that an
employer’s job offer is for an experienced worker. Words such as ‘lead’ (
lead analyst), ‘senior’ (senior programmer), ‘head’ (head nurse), ‘
chief’ (crew chief), or ‘journeyman’ (journeyman plumber) would be
indicators that a Level III wage should be considered.
http://www.flcdatacenter.com/download/NPWHC_Guidance_Revised_11
Level II (qualified) wage rates are assigned to job offers for qualified
employees who have attained, either through education or experience, a good
understanding of the occupation. They perform moderately complex tasks that
require limited judgment. An indicator that the job request warrants a wage
determination at Level II would be a requirement for years of education and/
or experience that are generally required as described in the O*NET Job
Zones.
Level III (experienced) wage rates are assigned to job offers for
experienced employees who have a sound understanding of the occupation and
have attained, either through education or experience, special skills or
knowledge. They perform tasks that require exercising judgment and may
coordinate the activities of other staff. They may have supervisory
authority over those staff. A requirement for years of experience or
educational degrees that are at the higher ranges indicated in the O*NET Job
Zones would be indicators that a Level III wage should be considered.
Level IV (fully competent) wage rates are assigned to job offers for
competent employees who have sufficient experience in the occupation to plan
and conduct work requiring judgment and the independent evaluation,
selection, modification, and application of standard procedures and
techniques. Such employees use advanced skills and diversified knowledge to
solve unusual and complex problems. These employees receive only technical
guidance and their work is reviewed only for application of sound judgment
and effectiveness in meeting the establishment’s procedures and
expectations. They generally have management and/or supervisory
responsibilities.
Frequently, key words in the job title can be used as indicators that an
employer’s job offer is for an experienced worker. Words such as ‘lead’ (
lead analyst), ‘senior’ (senior programmer), ‘head’ (head nurse), ‘
chief’ (crew chief), or ‘journeyman’ (journeyman plumber) would be
indicators that a Level III wage should be considered.
All employer applications for a prevailing wage determination shall
initially be considered an entry level or Level I wage. The employer’s
requirements for experience, education, training, and special skills shall
be compared to those generally required for an occupation as described in O*
NET and shall be used as indicators that the job opportunity is for an
experienced (Level II), qualified (Level III), or fully competent (Level IV)
worker and warrants a prevailing wage determination at a higher wage level.
will not be taken into consideration in making a wage determination. If the
NPWHC does not find the employerprovided wage survey acceptable, the NPWHC
must notify the employer in writing and include the reasons the survey was
not found to be acceptable. Upon receiving this determination, the employer
may provide supplemental information, file a new request, or appeal the
determination
In issuing wage determinations, the NPWHC may be required to convert an
hourly rate to a weekly, monthly, or annual rate, or to convert a weekly,
monthly, or annual rate to an hourly rate. As a matter of policy, such
conversions shall be based on 2,080 hours of work in a year.
Determine the wage level by summing the numbers in the Wage Level Column of
the worksheet. The sum total shall equal the wage for the prevailing wage
determination. If the sum total is greater than 4, then the wage level shall
be Level 4.
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