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Report for 312199 Architectural, Building and Surveying Technicians nec

Architectural, Building and Surveying Technicians nec Priority

312199 STSOL Skill level 2

190 491

Skill assessment: VETASSESS

Subclass Eligibility

190 - Skilled Nominated (subclass 190)
407 - Training visa (subclass 407)
489 - Skilled Regional (Provisional) visa (subclass 489) - State or...
494 - Skilled Employer Sponsored Regional (provisional) (subclass 494) -...
491 - Skilled Work Regional (provisional) visa (subclass 491) State or...
482 - Skills in Demand (subclass 482) - Core Skills stream
186 - Employer Nomination Scheme visa (subclass 186) - Direct Entry Pathway

Australian Labour Market for Architectural, Building and Surveying Technicians nec

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

No Shortage

National 2025

No Shortage

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 ‘No Shortage’.

–

"–" 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 – 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.

Source: Jobs and Skills Australia, Occupation Shortage List

Report for 312199 Architectural, Building and Surveying Technicians nec

Architectural, Building and Surveying Technicians nec Priority

Subclass Eligibility

Australian Labour Market for Architectural, Building and Surveying Technicians nec

Shortage

Metropolitan Shortage

Regional Shortage

No Shortage

–

2026 shortage drivers

Education and training gap

Retention gap

Suitability gap

Previous years shortage drivers (2023-2025)

Retention gap (Previous)

Suitability gap (Previous)

Long training gap

Short training gap

Uncertain

Clear

On-balance

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