Report for 392312 Small Offset Printer
Subclass Eligibility
- 494 - Skilled Employer Sponsored Regional (provisional) (subclass 494) -...
Australian Labour Market for Small Offset Printer
National shortage ratings from the Skills Priority List
2026, with 2025 for comparison. The list is Jobs and Skills Australia's assessment of the Australian labour
market, including occupations in shortage. This is general guidance and is indicative
but not directly (1:1) relevant for 189/190/491 invitations. Please refer to the State Eligibility subsection (States tab above) to know specific
eligibility requirements for 190/491 state nomination.
National 2026
On-balance confidence
National 2025
What do the ratings mean?
Shortage
Shortages exist when employers are unable to fill or have considerable difficulty filling vacancies for an occupation or significant specialised skill needs within that occupation, at current levels of remuneration and conditions of employment and in reasonably accessible locations.
In some instances, shortages may be apparent in particular specialisations within an occupation, but otherwise shortages are not apparent. In these instances, provided there is sufficient evidence, the occupation will still be considered in shortage.
Metropolitan Shortage
Shortages (as defined above) are restricted to metropolitan areas.
Regional Shortage
Shortages (as defined above) are restricted to regional areas.
No Shortage
Research has not identified any significant difficulty filling vacancies. For some occupations, a lack of evidence overall will, by default, result in an occupation being rated as โNo Shortageโ.
โ
"โ" indicates that the occupations did not exist before ANZSCO 2022.
2026 shortage drivers
Education and training gap
An education and training gap shortage focuses on labour supply capacity. The shortage occurs when there are insufficient commencement, completion and qualified applicants. That is, when education and training is not delivering the pipeline supply of workers needed in the labour market.
Retention gap
A retention gap shortage occurs when employers are unable to retain workers. Workers may not remain in the role due to low pay, poor working conditions or moving to higher skilled roles. Poor pay and conditions affect retention. As such, employers may be required to increase the frequency of recruitment activities to fill the vacant roles.
Suitability gap
The suitability gap shortage focuses on labour supply capability. The unit group has enough qualified applicants, but the applicants are not deemed suitable by employers. Reasons include a lack of employability skills and work experience.
Previous years shortage drivers (2023-2025)
Retention gap (Previous)
Retention gap shortages are where there are below average rates of retention, potentially reinforced by low numbers of new applicants per vacancy.
This is a category where increasing the throughput of qualified applicants is unlikely to solve the problem because of the low likelihood of retaining them. Ways to enhance the attractiveness of the occupation through improved remuneration and/or working conditions, professional development and clearer career pathways would be potential solutions to alleviate this kind of shortage.
Suitability gap (Previous)
The suitability gap category is those occupations where there are enough qualified applicants, but they are not regarded as suitable. Reasons cited include a lack of employability skills and work experience. Another factor which may be in play is unconscious bias of employers.
This is a category where simply increasing the throughput of qualified people is a questionable strategy. A solution may be to enhance the attributes of qualified applicants through investing in their employability skills and work experience.
Long training gap
Longer training gap shortages are defined by there being few qualified applicants per vacancy and a long training pathway โ corresponding to a Certificate III or above.
This suggests that there is a need to increase the number of available skilled workers but with significant time lags involved in the training process.
Short training gap
Shorter training gap shortages arise when there are few applicants per vacancy and qualifications less than a Certificate III are required.
This suggests a need to increase the number of available skilled workers, with shorter time lags involved in the training process.
Uncertain
There may be cases where the shortage driver of a unit group is uncertain. This may occur when unit groups do not satisfy any of the above definitions or requirements. Uncertainty can also arise when there is not enough data of sufficient quality to identify the primary driver of a shortage.
Clear
The evidence strongly and consistently supports the rating.
On-balance
The evidence points towards the rating, but it is close to the threshold between shortage and no shortage, or the evidence is mixed or limited.