australian it market insights salary guide 2014/2015 · australian it market insights & salary...
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Australian IT
Market Insights &Salary Guide 2014/2015
Financial Services (Pay rate)
Greythorn Australiawww.greythorn.com.au @GreythornAU Greythorn Australia Greythorn Australia| | |
2Greythorn Australiawww.greythorn.com.au @GreythornAU Greythorn Australia Greythorn Australia| | |
Financial Services | Market Insights & Salary Guide 2014/2015Contents Financial Services | Market Insights & Salary Guide 2014/2015
Market Insights
Executive Summary....................................
Demographics ...........................................
Market Conditions .....................................
Current Role/Employment ..........................
Skills in Demand/Not in Demand ...............
Remuneration ............................................
Benefits & Bonus .......................................
Training, Onboarding & Induction ...............
Relocation .................................................
3
4
6
7
9
10
11
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Salary Guide
Sydney ....................................................
Melbourne ................................................. 21
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24
15
About Greythorn ........................................
Contacts/Disclaimer ..................................
References ................................................
About the Surveys
Jobseeker Survey
These survey results are recognised throughout
the Australian IT industry as an accurate
representation of the industry and a market
leading source of quality insights and opinions.
All survey responses, comments and insights
have been consolidated for this Australian IT
Recruitment Market Insights and Salary Guide
2014-2015.
The survey was carried out during May 2014, and
distributed in the form of an online questionnaire.
Nearly 3000 professionals voiced their opinion
about the job market in Australia, of these, 375
worked in the Financial Services sector.
This report outlines the results from this sector.
Where applicable we have compared the results
to the total survey responses and/or previous
years results.
Hiring Manager Survey
In addition to our jobseeker survey, Greythorn
annually survey our IT Hiring Managers to
produce the Greythorn Technology Market
Landscape. Our 2014 Hiring Manager survey
generated 1106 results and some of these
findings have also been used in this Market
Insights and Salary Guide report.
It has been another record year in the Australian Financial Services sector with the major banks half year cash earnings up 5.8% (hoh) to $14.8 billion (PWC, 2014).
The spotlight has shifted to technology, with increasing customer engagement through new products and digital channels seen to be the most likely way to consolidate and grow earnings.
Google recently did a study on mobile banking which found that “two in five mobile users will turn to a competitor’s site if their bank is not mobile-optimized” (Starke, 2014). The challenge of creating innovative and responsive customer engagement has meant adopting a more agile approach to customer product development, whilst balancing robust technology and process infrastructure that minimises risk.
A Booz & Company report entitled “The Next Waveof Digitization”, found that “while the impact of digitization on customer-facing and operational aspects of the financial services industry will be high, the speed of this impact will be medium. This is not due to desire, but because of barriers to entry such as legacy technology. Banks and the financial services industry more broadly are facing unprecedented demand for online services, forcing many to weigh up the cost of completely replacing core business systems against continuing with legacy processes that might frustrate digital customers.”
We have seen contract rates and permanent packages remain stable or slightly decline across some IT functions as an increase in availability of skilled candidates and a reduction in the number of projects has created a buyers market for IT banking professionals. Fortunately for banking candidates, there is a positive outlook on
upcoming projects as organisations look to continue their upgrade of legacy systems.
In NSW, the reliance on fixed term contracts and statement of work contracts have increased due to an inability to secure permanent headcount whilst still needing resources. A number of our clients on high profile projects have also incorporated a completion bonus on their contract offerings to tie in key resources.
We have noted an upsurge in demand for ProjectManagers with business-facing experience, particularlyin areas with a regulatory slant. With APRA’s increased capital allocation rules, compliance and regulatory experience will come at a premium in the coming year.
There has also been strong demand by clients for banking professionals with experience managingvendors for design and build, as well as managingacross the distributed delivery model (both in-houseand external).
The demand for candidates in the BI and Analytics space with banking project experience has increased. The search for locally available talent in these area’s has led a number of the banks and banking consultancies to increase offers (contract and permanent hires) and aggressively counter-offer.
IT Security is likely to be an area of increased activity with budget for developing in-house security capabilities agreed for many organisations.
The year ahead will present challenges but should beviewed with optimism.
Manager, Financial Services
Greythorn Australiawww.greythorn.com.au @GreythornAU Greythorn Australia Greythorn Australia| | |
Financial Services | Market Insights & Salary Guide 2014/2015Executive Summary Financial Services | Market Insights & Salary Guide 2014/2015
3
Andrew Butterworth
4Greythorn Australiawww.greythorn.com.au @GreythornAU Greythorn Australia Greythorn Australia| | |
Financial Services | Market Insights & Salary Guide 2014/2015Demographics
75%
Which age bracket are you?
30-49
20%50-65
5%18-29
Respondents
375
Male86%
Female14%
VIC 40%
Where are you currently located?
NSW 41% QLD 8% Other 4%ACT 7%
The number of Gen Y and females entering the IT industry are at the lowest point in 4 years.
Surprisingly only 5% of respondents in Finance
were under 30, in 2011 this figure was 17%.
Is the IT industry attracting enough new talent?
The number of women in IT in the finance
industry was the lowest of all industries (14%
vs 16% for all results). This ratio of females to
males was also the lowest it has been in 4 years
- in 2011 the breakdown was 78% male to 22%
females. Why are women not attracted to the
IT industry? Our own research shows that: long
hours, lack of flexibility and unconscious bias
from already male-dominated IT teams are all
contributing factors.
The Victorian Government has recently
announced they are creating a Victorian ICT
Workforce Development Plan aimed at 3 key
areas: increasing awareness and overcoming
misconceptions of IT careers; enhancing the
contribution IT offers to business; and better
alignment of business and IT qualifications. Part
of this plan is to also address the lack of women
in IT by hosting events such as: Vic ICT for
Women to deliver Go Girl Go for IT, and attract
more graduates through ICT career and course
awareness activities targeting students and
influencers.
5Greythorn Australiawww.greythorn.com.au @GreythornAU Greythorn Australia Greythorn Australia| | |
Financial Services | Market Insights & Salary Guide 2014/2015Demographics
Project Manager or Business/Systems Analyst
Leadership & Transformation (incl. CIO, IT Director, IT Manager & Team Leader)
Infrastructure, Networks and Support
Software Development
Which of the following best describes your job title/specialisation?
24%
17%
13%
13%
Business Intelligence & Data Warehousing
IT Sales & Marketing
5%
1%
Architecture
5%
SAP/ERP
5%
Database Development & Administration3%
IT Security, Compliance & Risk
3%
Telecommunications 3%
Digital & Media
3%
CRM
1%
None of these 7%
How are you currently employed?
Permanent & Fixed Term Contract
Temporary Contract & Independent Contractor
Commerce
Finance
Government/NFP
74%
68%
49% 51%
26%
33%
Respondents were from a broad cross section of job types.
We received responses from a broad range of
job types.
The top job types are project based positions
- Project Managers and Business Analysts
followed by senior IT leaders, managers
and CIO’s. It would seem project based IT
recruitment remains as in demand as last year.
Permanent and Fixed Term Contract job types
hold the majority of respondents, with one third
of IT finance candidates working as a temporary
contractor or independent contractor.
6Greythorn Australiawww.greythorn.com.au @GreythornAU Greythorn Australia Greythorn Australia| | |
Financial Services | Market Insights & Salary Guide 2014/2015Market Conditions
How do you expect the size of your team to change in thenext 12 months?
45% 25%30%Increase Remain the same Decrease
How are you feeling about the future of the economy overthe next 12 months?
37%35%
32%30%
32%35%
Financial ServicesAll industries
Optimistic
Indifferent
Pessimistic
Finance candidates more optimistic than other sectors
Candidates in the finance sector are slightly
more positive than the overall market when it
comes to the growth of their teams in 2014/15.
Whilst 25% expected numbers to decline,
30% expected an increase and a further 45%
expected it to remain the same.
Similarly, the finance sector was more optimistic
about the economy – 37% versus 35% for the
market as a whole.
Asked to predict the biggest challenge for the
finance industry in the next 5 years, respondents
stated Big Data, Mobility and agility concerns,
whilst trying to maintain service levels amid
strong local and foreign competition and
economic uncertainty. What do you see as being the biggest challenge for the Australian banking industry in the next five years?
FOREIGN COMPETITION
ECONOMY
SECURITY
TALENT RETAINING
GOVERNMENT
LEGACY SYSTEMS
TECHNOLOGICAL ADVANCESDIGITALMOBILITY BIG
DATA
MAINTAININGSERVICELEVELS
AGILITY
RETENTION OF IP MAINTAINING MARGINS
OFFSHORING
OUTSOURCING
REGULATIONGROWTH
HOUSING BUBBLE
7Greythorn Australiawww.greythorn.com.au @GreythornAU Greythorn Australia Greythorn Australia| | |
Financial Services | Market Insights & Salary Guide 2014/2015Current role/employment
Very insecure
Insecure
Secure
Very secure
6%
26%
58%
10%
How would you rate your current job security?
Actively looking
All IndustriesFinancial Services
Not actively looking, but keeping an eye on the market
Not interested in changing jobs
Which of the following best describes your current jobseeking behaviour?
26%13%
61%
8%
43%
49%
Would you recommend your current employer to a friend?
Financial Services All industries
YesNo
79%
21% 28%
72%
Job insecurity at an all time high.
There has been a significant shift in job security
over the past 4 years. Candidates are now more
insecure than ever in their current role (32% in
2014 versus 11% in 2011). This was echoed
across all industries, with the market as a whole
reporting 34% insecure.
A huge 87% of candidates in finance are either
actively looking for a new role or keeping an eye
on the market, although this figure is slightly
lower than the overall market (92%). A key
difference however, is the number of finance
candidates actively looking (26%) is significantly
lower than the overall market (43%). When
hiring managers were asked how many of their
IT staff they believed were looking to move,
the response was a mere 20%. This illustrates
a significant disparity between perception by
hiring managers and the reality from job seekers.
Employers would do well to address this issue if
they are to retain their staff.
The finance industry fares better than others
when it comes to staff recommending their
employer - 79% vs 72%. This was the highest of
all the industries.
8Greythorn Australiawww.greythorn.com.au @GreythornAU Greythorn Australia Greythorn Australia| | |
Financial Services | Market Insights & Salary Guide 2014/2015Current role/employment
Good remuneration package
Flexible working arrangements
The challenge of your role
Convenient location
Job security
Your colleagues
Strong relationship with your manager
Why do you stay with your current employer?
Top 10
51%
42%
37%
34%
27%
26%
21%Career progression opportunities
13%
18%Belief in the company values 14%Excellent benefits available
Career development
New challenge/more interesting work
Higher salary
Immigration (moved to Australia)
Better work/life balance
Poor management/relationship with manager
Top 5
Please identify the primary reason you LEFT your last position
16%
11%
8%
6%
5%
5%
Very
Fairly
Not very
How satisfied/engaged are you in your current role?
18%31%
51%
Is there an opportunity for career development in yourcurrent role?
YesNo
38%35% 37%
27% 25%
38%Financial Services All Industries
Unsure
Career development still the key driver to move jobs.
Asked “why candidates ‘stay’ with their current
employer?” the key retention factor was salary.
However, the main reason people ‘left’ their
last role was for career development and a new
challenge. Whilst good remuneration will keep
an employee for so long, the lure of climbing the
ladder will still be enough incentive to leave.
Flexible working arrangements ranked second,
and convenient location also featured high on
the list.
A significant 35% of finance candidates stated
there were no career development opportunities
available to them in their current role. Those
companies that offer this, will no doubt have
a competitive advantage in retaining talent by
providing clear career progression opportunities.
Following this, only 31% of respondents stated
they are “very” engaged and satisfied in their
current role, a further 51% said “fairly” and 18%
said “no”. The challenge for employers is how to
engage and thereby retain their top staff. Whilst
monetary rewards are keeping them at their job,
it would appear it is not keeping them engaged.
9Greythorn Australiawww.greythorn.com.au @GreythornAU Greythorn Australia Greythorn Australia| | |
Financial Services | Market Insights & Salary Guide 2014/2015Skills in demand/not in demand
Cloud Computing
Mobility Solutions
Business Intelligence
Big Data
Information Systems Security
Business Analyst
49%
36%
34%
33%
24%
31%
What do you believe will be the TOP valuable skill setsin ICT in the next 12-24 months?
Which skill sets will be LESS in demand?
Programmers
Testing
Infrastructure
Helpdesk Support/Desktop Support
Developers
Mainframe
Unix
Administrators
Skills/Technologies
Big Data and Cloud are the key skills for 2014
Unsurprisingly Cloud Computing is still ranked
as the most valuable skill set in 2014, mirroring
last year’s results. Big Data was ranked second
for the finance industry, compared to fourth for
the IT market overall, illustrating the challenge
for this industry in managing the vast amount
of data now generated. With the technology
world evolving at a rapid pace, security issues
in dealing with Big Data in the finance sector
are also having an impact. We predict this
will continue to climb. Mobility solutions and
business intelligence remain unchanged on
previous years in the top 5 list.
Candidates were also asked which skills or
technologies they believed were no longer in
demand. Given the emergence of Cloud, it is
unsurprising that Mainframe and Programmers
are on this list.
Respondents were asked their opinion on future
regulation in the Financial Services industry.
Key themes were privacy, personal identity and
security as banks address challenges using
mobility solutions and big data.
What do you see as the next big regulatory compliance change in Financial Services?
DISCLOSURE
SMSF
FEES& CHARGES
DATA MANAGEMENT
REGULATIONPCI DSS
SUPERANNUATION
INTERNAL FRAUD PREVENTION
PRIVACY
SECURITY
PERSONALIDENTITY
FATCA
FOFATAX
BASEL
10Greythorn Australiawww.greythorn.com.au @GreythornAU Greythorn Australia Greythorn Australia| | |
Financial Services | Market Insights & Salary Guide 2014/2015Remuneration
How much has your overall remuneration increased in the last12 months?
Remuneration increase
% R
espo
nse
0% 1% 2% 3% 4% 5% 6-9% 10% 15%+
40%
7%11% 11%
4%
8% 9%6%
4%
Were you satisfied with your latest bonus fromyour employer?
Not entitled to a bonus
26%
34%
40%
YesNo
Over the next 12 months, what do you anticipate will happenwith contract rates within your specific skill set?
Strongdecrease
Moderatedecrease
Remainthe same
Moderateincrease
Strongincrease
4%4%
11%
23%
58%
Remuneration has remained flat across most skill sets.
Remuneration remained static for most
candidates over the past 12 months with 40%
stating they have not had a pay increase. This
compares to 44% to the industry overall.
Contractor rates are expected to rise for 27%
of respondents in Finance however over half
believed they will remain static. This was slightly
less promising than the market overall which
showed 32% of respondents predicting a rise.
Our own research on rates would show that
they have remained flat in most areas with some
pockets showing increase.
Of those candidates who received a bonus,
the majority were not satisfied with the amount
given. Forty percent of respondents were not
entitled to a bonus this year – these figures
remain virtually unchanged from 2013.
11Greythorn Australiawww.greythorn.com.au @GreythornAU Greythorn Australia Greythorn Australia| | |
Financial Services | Market Insights & Salary Guide 2014/2015Benefits & Bonus
Which of the following benefits are included in your currentpackage?
Flexible working (homeworking/flexitime)
Mobile phone
Annual bonus scheme
Over 20 days holiday
Additional (ie over 9%) superannuation contribution
Share incentive/option scheme
Extended maternity/paternity leave
Paid study leave
Not applicable, I don’t receive any benefits
Training
Insurance (death in service/life insurance)
Gym membership
Healthcare
Other
54%
53%
25%
24%
24%
22%
22%
21%
11%
11%
10%
8%
17%
5%
Top 5 most important benefits
Flexible working
Flexible benefits
Annual bonus scheme
>20 days holiday
Training
Which flexible working arrangements do you think aremost important?
Remote access(working from home)
Flexi-timeworking hours
Job sharing
Purchased leave
Other
Compressedworking hours
82%
80%
14%
14%
5%
1%
Flexible working more popular than ever!
Flexible working is perceived as the most
important benefit in 2014 however only 53%
of respondents currently have access to this in
their jobs. This figure has improved significantly
on last year however, when only 38% of
respondents were entitled to flexibility.
Given Mobile and Cloud technologies allow
greater remote access, it is surprising more
Australian businesses are not offering this
benefit.
When asked which flexible working scenarios
were most in demand the majority answered
working from home and flexitime working hours.
Training was ranked as the number 2 most
important benefit, however was only given to
22% of respondents!
Employers who are offering training as part
of their employment value proposition should
be promoting this at the beginning of the
recruitment process as they are more likely to
attract top talent.
12Greythorn Australiawww.greythorn.com.au @GreythornAU Greythorn Australia Greythorn Australia| | |
Financial Services | Market Insights & Salary Guide 2014/2015Training, Onboarding & Induction
0-3months
4-6months
7-9months
10-12months
1-2years
2-5years
Never
When did you last participate in formal training relating toyour current role?
19%
9%
5%
8%
15% 16%
28%
In the last 3 years, have you ever self funded study toprogress your work skills and/or career?
No 38%
Yes 62%
Do you feel pressure to increase your non IT skills in orderto advance your career?
57%Yes
43%No
Training opportunities lacking for many IT candidates.
Despite training ranking as a “very important”
or “vital” benefit to job seekers (previous page),
28% of candidates in the finance sector have
not had any at all, and a further 31% have not
had any in the past 2 years. This is disappointing
and given that we know job seekers leave roles
for career development, illustrates a missed
opportunity for employers seeking to develop
and retain their own staff.
Job seekers are, however, self-funding their own
study illustrating the importance this has for
them. Candidates understand the importance of
keeping their skills up-to-date in today’s evolving
technology climate, as noted on previous pages.
Fifty seven percent of respondents feel they
need to increase their non IT skills to further
their career. This number is rising every year by
approximately 5%. Hiring Managers’ feedback
also stated that those IT professionals who
develop skills like business acumen and
negotiation will put themselves at an advantage
in this competitive labour market.
13Greythorn Australiawww.greythorn.com.au @GreythornAU Greythorn Australia Greythorn Australia| | |
Financial Services | Market Insights & Salary Guide 2014/2015Training, Onboarding & Induction
Have you ever lost interest in a role because the recruitmentprocess was taking too long?
No
N/A, I have not lookedat changing jobs
25%
4%
Yes, once 20%
Yes, twoor more times51%
How would you rate your company’s training, on-boardingand induction process?
Candidate’s view
Hiring Manager’s view
60%Adequate or
Comprehensive
70%Adequate or
Comprehensive
40%Inadequate orNon-existent
30%Inadequate orNon-existent
Companies are at risk of losing key talent due to poor internal processes.
“Don’t let process get in the way” is the key
message to employers. A significant 71%
of respondents have lost interest in a role
because the recruitment process took too
long. Companies are at risk of losing quality
candidates to a competitor, perhaps due to
hesitation or red tape. Speed to hire is one of
the cheapest competitive advantages in the
recruitment market.
A good on-boarding and induction process is
key to ensuring candidates hit the floor running,
and reduce early turnover. Unfortunately a huge
40% of respondents stated that this was either
non-existent or inadequate at their company.
By comparison, only 30% of Hiring Managers
felt this was the case, with 70% believing it was
adequate or comprehensive, again a significant
disparity between manager and staff perception.
14Greythorn Australiawww.greythorn.com.au @GreythornAU Greythorn Australia Greythorn Australia| | |
Financial Services | Market Insights & Salary Guide 2014/2015Relocation
Do you fear your current job may be outsourced?
All industries
Government/NFP
22%Yes
Commerce
21%Yes
Financial Services
67%No
79%No
78%No
70%No
33%Yes
30%Yes
Would you consider taking a pay-cut to save your jobbeing outsourced?
No 76% No 71%
Yes 24% Yes 29%
Financial Services All
The fear of outsourcing is back on the agenda this year.One third of finance candidates fear their job
may be outsourced. This was the highest figure
of all the industries and above the market as
a whole which has leapt from 20% in 2013 to
30% this year. One third of candidates would
consider taking a pay cut to save their job being
outsourced, could this be an opportunity for
employers to keep jobs in Australia? Of those
33% who fear their job may be outsourced, half
would take a pay cut.
In addition to the fear of losing a job through
outsourcing, candidates also feel threatened
by the number of skilled IT workers entering
Australia. Despite this, it would appear some
immigration is necessary to address the skills
shortages faced in some areas and the lack of IT
graduates coming through University programs.Would you consider relocating internationally for a suitableattractive opportunity?
Yes 57%No 22%
Maybe 21%
If yes, where would you consider relocating to?
UK
Nth. America
Rest of Europe
Asia
New Zealand
Sth. America
Other
Africa
UAE
66%
58%
51%
44%
7%
4%
6%
18%
35%
Over half of IT candidates prepared to move abroad.Over half of respondents would consider a move
internationally. This is up from 36% in 2013 and
illustrates the risk of brain drain to the Australian
IT industry which is already facing a potential
crisis in skills shortages in the coming years. The
UK is still seen as the number one destination,
followed closely behind by North America.
With the UK economy now recovering, and
candidates in Australia voicing concern about
job security and market optimism, this is now a
very attractive opportunity.
15Greythorn Australiawww.greythorn.com.au @GreythornAU Greythorn Australia Greythorn Australia| | |
PROJECT MANAGEMENT & BUSINESS ANALYSIS
Role Intermediate Senior
Business Analyst - Investment Banking 100 140
Business Analyst - Retail Banking 95 135
Business Analyst - Insurance 90 135
Systems Analyst - Investment Banking 95 125
Systems Analyst - Retail Banking 95 125
Systems Analyst - Insurance 90 120
Business Analyst Team Leader 125 150
Program Manager - Investment Banking 160 210
Program Manager - Retail Banking 130 170
Program Manager - Insurance 125 160
Project Manager - Investment Banking 120 160
Project Manager - Retail Banking 120 145
Project Manager - Insurance 120 150
Project Admin/Co-ordinator 70 95
PMO Manager 145 180
Financial Services Salary Guide 2014/2015 | SYDNEY
SYDNEY | PERMANENT $000’s per annum (incl. super)
16Greythorn Australiawww.greythorn.com.au @GreythornAU Greythorn Australia Greythorn Australia| | |
SENIOR MANAGEMENT
Role Intermediate Senior
Head of Technology 200 250
Project/Program Director 200 225
CIO/CTO 210 275
Head of Architecture 200 250
BUSINESS INTELLIGENCE & DATA WAREHOUSE
Role Intermediate Senior
BI Developer 90 120
BI Architect 115 145
DW Developer 90 120
DW Architect 110 150
ETL Developer 80 110
Reports Developer/Writer 75 100
BI Manager 130 180
BI Team Leader 120 150
Financial Services Salary Guide 2014/2015 | SYDNEY
SYDNEY |
SYDNEY |
PERMANENT $000’s per annum (incl. super)
PERMANENT $000’s per annum (incl. super)
17Greythorn Australiawww.greythorn.com.au @GreythornAU Greythorn Australia Greythorn Australia| | |
DEVELOPMENT
Role Intermediate Senior
Algorithmic Developer 130 170
Quant Developer/Analyst 130 175
Enterprise Architect - Investment Banking 150 210
Enterprise Architect - Retail Banking 120 180
Enterprise Architect - Insurance 120 175
Solutions Architect - Investment Banking 125 180
Solutions Architect - Retail Banking 125 180
Solutions Architect - Insurance 125 170
Developer - Investment Banking - (Java, C#, C++) 105 135
Developer - Retail Banking - (Java, C#, C++) 85 125
Developer - Insurance - (Java, C#, C++) 85 125
Development Team Leader - Investment Banking 120 150
Development Team Leader - Retail Banking 115 135
Development Team Leader - Insurance 120 135
Development Manager - Investment Banking 140 170
Development Manager - Retail Banking 125 155
Development Manager - Insurance 120 155
Financial Services Salary Guide 2014/2015 | SYDNEY
SYDNEY | PERMANENT $000’s per annum (incl. super)
18Greythorn Australiawww.greythorn.com.au @GreythornAU Greythorn Australia Greythorn Australia| | |
APPLICATION SUPPORT & TESTING
Role Intermediate Senior
Application Support - General 90 130
Application Support - Investment Banking (Calypso/Murex) 110 160
Application Support Team Leader - General 110 140
Application Support Team Leader - Investment Banking 120 150
Application Support Manager - General 115 150
Application Support Manager - Investment Banking 140 190
Test Analyst 90 110
Test Manager 115 150
Test/QA Director 150 190
Test Team Lead 110 135
Financial Services Salary Guide 2014/2015 | SYDNEY
SYDNEY | PERMANENT $000’s per annum (incl. super)
19Greythorn Australiawww.greythorn.com.au @GreythornAU Greythorn Australia Greythorn Australia| | |
INFRASTRUCTURE
Role Intermediate Senior
Infrastructure Architect 130 180
Network Architect 120 170
Security Consultant/Admin 100 140
Network Engineer - Data 80 120
Network Engineer - Voice 80 120
Database Developer 80 115
Database Architect 110 150
Database Admin 80 115
Financial Services Salary Guide 2014/2015 | SYDNEY
SYDNEY | PERMANENT $000’s per annum (incl. super)
20Greythorn Australiawww.greythorn.com.au @GreythornAU Greythorn Australia Greythorn Australia| | |
PROJECT MANAGEMENT & BUSINESS ANALYSIS
Role Average/hr Range/hr
Business Analyst - Investment Banking 90 80 - 115
Business Analyst - Retail Banking 80 75 - 110
Business Analyst - Insurance 80 75 - 110
Technical Business Analyst - Investment Banking 80 75 - 110
Technical Business Analyst - Retail Banking 80 75 - 110
Technical Business Analyst - Insurance 80 75 - 110
Program Manager - Investment Banking 150 130 - 190
Program Manager - Retail Banking 135 125 - 165
Program Manager - Insurance 135 125 - 175
Project Manager - Investment Banking 110 100 - 160
Project Manager - Retail Banking 95 90 - 130
Project Manager - Insurance 95 90 - 130
Project Admin/Coordinator 55 50 - 90
PMO Manager 100 85 - 130
Financial Services Salary Guide 2014/2015 | SYDNEY
SYDNEY | CONTRACT $ Rate per hour (incl. super)
21Greythorn Australiawww.greythorn.com.au @GreythornAU Greythorn Australia Greythorn Australia| | |
Junior Intermediate Senior
125 150 165
100 125 150
80 95 115
85 90 100
100 110 130
75 90 100
100 120 150
60 75 90
55 70 85
Role Junior Intermediate Senior
Program Manager 180 200 230
Project Manager 135 155 175
Business Analyst 90 115 145
Technical Consultant 95 105 115
Change Manager 110 130 150
Programmer 85 100 120
Solutions Architect 120 145 170
Systems Engineer 95 110 120
QA/Tester 85 100 110
CONTRACT $ Rate per hour (incl. super)PERMANENT $000’s per annum (incl. super)
Financial Services Salary Guide 2014/2015 | MELBOURNE
MELBOURNE | MELBOURNE |
22Greythorn Australiawww.greythorn.com.au @GreythornAU Greythorn Australia Greythorn Australia| | |
Financial Services | Market Insights & Salary Guide 2014/2015Greythorn Market Insights & Salary Guide 2014/2015
Greythorn Australiawww.greythorn.com.au Greythorn Australia Greythorn Australia| | |
About Greythorn
Established in 1976, Greythorn specialist technology recruitment has developed an enviable position as one of Australia’s most reputable recruitment agencies. This reputation has been earned through countless proven solutions in permanent and contract technology recruitment. We utilise one of the most unique but highly effective recruitment models in the world - that is, the ability to supply a range and depth of technology professionals combined with a coordinated service delivery approach to ensure results quickly and efficiently.
We are leaders in the supply of specialist technology professionals, placing over 500 permanent positions and more than 1000 contractors in new roles annually.
Our consultants are subject matter experts in their verticals and this is reflected in their industry knowledge and ability to determine candidate suitability based on their skills and experience in a very short period of time.
We have a candidate care consultant in every office managing our dedicated candidate care program which includes a number of financial benefits, incentives and an efficient communication plan.
For us, reputation is everything.
• Architecture
• Business Intelligence & Data Warehousing
• CRM
• Database Development & Administration
• Digital & Media
• Infrastructure, Networks & Support
• IT Sales & Marketing
• IT Security, Compliance & Risk
• Project Managers & Business Systems Analysts
• SAP/ERP
• Software Development
• Telecommunications
• Testing & Quality Assurance
of our candidates would use us again*
of our candidates would recommend us*
of candidates rate the quality of our service higher than our competitors*
of our clients would use us again*
*Greythorn Post Placement Questionnaire 2013
97%
96%
88%
98%
ASIA PACIFIC
Brisbane Canberra
Melbourne Singapore
Sydney
AMERICAS
Chicago Sao Paulo
Seattle
EUROPE
Dublin London
Our Specialties
Our Locations
Greythorn Market Insights & Salary Guide 2014/2015
23
Greythorn Market Insights & Salary Guide 2014/2015Contact Us
Brisbane
P: +61 7 3009 9222 E: [email protected]
Canberra
P: +61 2 6213 5900 E: [email protected]
Melbourne
P: +61 3 9604 4200 E: [email protected]
Sydney
P: +61 2 9249 8000 E: [email protected]
International Offices
Chicago
P: +1 312 853 6100 E: [email protected]
Dublin
P: +353 1 669 8511 E: [email protected]
London
P: +44 (0)20 7850 7400 E: [email protected]
Sao Paulo
P: +55 11 3728 9276 E: [email protected]
Seattle
P: +1 425 635 0300 E: [email protected]
Singapore
P: +65 6590 9150 E: [email protected]
National Offices
Disclaimer This research was carried out by means of an electronic questionnaire. The remuneration tables are supplemented with data and market information that Greythorn has access to. The results are provided as generic market information only. Greythorn does not make any warranties regarding the use, validity, accuracy or reliability of the results and information obtained. Greythorn will not be liable for any damages of any kind arising out of or relating to use of this information.
Greythorn Australiawww.greythorn.com.au @GreythornAU Greythorn Australia Greythorn Australia| | |
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Greythorn Market Insights & Salary Guide 2014/2015
Greythorn Australiawww.greythorn.com.au @GreythornAU Greythorn Australia Greythorn Australia| | |
References
PWC, May 2014 Banking on Change
http://www.pwc.com.au/industry/banking-capital-markets/assets/MBA-May14.pdf
[Accessed 2nd June 2014]
Starke, A 2014 How banks are joining the dots
http://www.australianbankingfinance.com/banking/how-banks-are-joining-the-dots/
[Accessed 2nd June 2014]
Booz & Co, 2012 The Next Wave of Digitization: Setting Your Direction, Building Your Capabilities
http://www.strategyand.pwc.com/me/home/press_media/management_consulting_press_releases/article/50816846 [Accessed 2nd June 2014]