hays salary guide 2011 australia it

THE 2011 HAYSSALARY GUIDESHARING OUREXPERTISESalaries and recruiting trends across Australia and New Zealand.

hays.com.au hays.net.nz

Thank you

Hays would like to express our gratitude to all those organisations that participated in our online survey and provided such invaluable feedback, which we feel has contributed to making this the most accurate and up to date survey of its kind in Australia and New Zealand. A list of all contributors who kindly gave their permission to be named as participants can be found on our website.

This Guide is reproduced in full in PDF format and can be requested from our website – hays.com.au and hays.net.nz

Feedback

We welcome any feedback or comments regarding this guide whether positive or negative to ensure that it continues to be relevant to Australian and New Zealand organisations across all industries. Please address any suggestions to your local Hays office or to:

HaysLevel 11, The Chifley Tower, 2 Chifley SquareSydney NSW 2000

E: [email protected]

Disclaimer

The Hays Salary Guide is representative of a value added service to our clients, prospective clients and candidates. Whilst every care is taken in the collection and compilation of data, the guide is interpretive and indicative, not conclusive. Therefore information should be used as a guideline only and should not be reproduced in total or by section without written prior permission from Hays.

HAYS AUSTRALIA & NEW ZEALAND

15,000PEOPLE PLACED IN PERMANENT JOBS EACH YEAR

11,000TEMPORARY AND CONTRACT STAFF ENGAGED EACH WEEK

820 CONSULTANTS

38 LOCATIONS

35YEARS OF EXPERIENCE

2011 Hays Salary Guide | 3

MARKET OVERVIEW & TRENDSA RETURN TO POSITIVE GROWTH

SECTION ONE

4 | 2011 Hays Salary Guide

Improved market conditions and the subsequent rise in recruitment activity have been the catalysts for the movement of candidates back into a position of power across Australia and New Zealand’s job markets. Skills shortages are now emerging in all of the sectors surveyed. According to our survey data, they are most prominent in accountancy & fi nance, operations, sales & marketing and engineering disciplines.

But while candidates have more negotiating power, we are yet to see widespread salary increases. Our survey data shows that 37 per cent of employers increased salaries by less than 3 per cent and 43 per cent by between 3 and 6 per cent. Looking forward, employers are predicting similar conservative increases (43 per cent and 44 per cent respectively).

This is lower than candidate expectations which have risen in response to rising job numbers and demand for particular skills.

Thus the gap between candidate expectations and actual off ers is widening – in some areas signifi cantly.


THE INSIGHTS THAT YOU NEED TO SUCCEED

“ The second mining boom and a two-speed economy in Australia, tighter credit conditions and higher terms of trade, in addition to the short-term impact of natural disasters in both Australia and New Zealand, have not stopped 74 per cent of organisations indicating they expect business activity to increase over the next 12 months.

Certainly the increased number of jobs registered with us supports this trend, and employers now need to find a way to bridge the skills gap while candidates gain confidence and increase their salary expectations. Hiring intentions continue to rise with 45 per cent of organisations intending to increase their permanent staff levels and at the same time 31 per cent of employers have experienced an increase in staff turnover.

So a competitive talent race will emerge. In such cases, salary is just one element in a comprehensive range of strategies that employers should consider for recruiting success.”

Nigel Heap, Managing Director of Hays Asia Pacific



SALARY POLICYMARKET OVERVIEW & TRENDS

Across all industries

1. On average in your last review, by what percentage did you increase salaries?

For specific industries

Financial Services Hospitality, Travel & Entertainment

Advertising & Media Construction, Property & Engineering

9%

12%12%

6%

61%

33%

21%

40%

1%

5%

35%

8%

3%

8%

46% 61%

9%

3%

27%

Nil

Less than 3%

From 3% to 6%

From 6% to 10%

More than 10%

11%

37%

7%

43%

2%



Mining & Resources Professional Services

Public Sector Retail

Transport & Distribution Other

IT & Telecommunications Manufacturing

34%

16%

3%

9%

38% 44%

1%

9%

43%

3%

26%

4% 13%

48%

9%

32%

4%10%

49%

2%

6%

43%

42%

2%

6%

50%

2%

15%

33%

39%

2%

4%

5%

49%

13%

37%

7%

48%


1. On average in your last review, by what percentage did you increase salaries? continued...

From 3% to 6%

From 6% to 10%

More than 10%

Less than 3%

Nil






30%

9%6%

52%

14%

47%

1%2%3%

36%

41%

5%

1%

8%

45%

15%

33%

3%

49%

Nil

Less than 3%

From 3% to 6%

From 6% to 10%

More than 10%

7%

43%

5%

44%

1%


2. When you next review, by what percentage do you intend to increase salaries?








37%

8%

3%

7%

45%

45%

2%

5%

48%

3% 1%1%

64%

22%

10%

41%

12%

50%

3%

4%

43%

46%

2%

4%

50%

4%

46%

48%

3%

5%

41%

8%

40%

6%

43%

2. When you next review, by what percentage do you intend to increase salaries? continued...

From 3% to 6%

From 6% to 10%

More than 10%

Less than 3%

Nil



3. Does your company offer flexible salary packaging?

Of those who answered yes, the following benefits were indicated as being commonly offered to...

0% 20% 40% 60% 80% 100% No

Yes

81% 19%

Car

Bonuses

Private Health Insurance

Parking

Salary Sacrifice

Above MandatorySuperannuation

Private Expenses

Other

11% 10% 23% 56%

29% 17% 20% 34%

31% 6% 8% 55%

36% 13% 17% 34%

53% 7% 13% 27%

33% 7% 12% 48%

12% 7% 16% 65%

35% 9% 9% 47%

All Employees More than 50% Less than 50% Few Employees


0% 20% 40% 60% 80% 100% Remained the same

Decreased

Increased17%38% 45%

For specific departments

Across all departments

RECRUITMENT TRENDSMARKET OVERVIEW & TRENDS

Engineering Human Resources

Information Technology Marketing

Accountancy & Finance Distribution

27%

54%

19%

25%

75%

50%

32%

18%

41%45%

14%

42%39%

19%

31%

46%

23%

4. Over the last 12 months, have permanent staff levels in your department...


MARKET OVERVIEW & TRENDS

RECRUITMENT TRENDS



Sales Other

Operations Purchasing

44%41%

15%

50%50%

44%48%

8%

41%39%

20%


29%

64% 7%

50%50%

0% 20% 40% 60% 80% 100% Remain the same

Decrease

Increase7%45% 48%


4. Over the last 12 months, have permanent staff levels in your department... continued...

5. Over the coming year, do you expect permanent staff levels to...

Remained the same

Decreased

Increased





Sales Other


68%

25%

7%

48%47%

5%

59%

29%

12%23%

54%

23%

53%

39%

8%

50% 50%

52%

48%

52%

41%

7%


5. Over the coming year, do you expect permanent staff levels to... continued...

RECRUITMENT TRENDS

Remain the same

Decrease

Increase


RECRUITMENT TRENDSMARKET OVERVIEW & TRENDS

6. If you expect staffing levels to increase, please specify how:

Employment of Part-time Staff

% of respondents answered yes

Job Sharing

Full time/Permanent Staff

Employment of Casual Staff(on your payroll)

Temporary/Contractors(through an employment consultancy)

Mixture, Other(inc. overseas recruitment, acquisitions)

0% 20% 40% 60% 80% 100%



6%

48%46%

25%

75%

0% 20% 40% 60% 80% 100% Exceptional circumstances/Never

Special projects/ Workloads

Regular ongoing basis

46%15% 39%


7. How often do you employ temporary/contract staff?

Note: Multiple choices permitted.





Sales Other


18%

50%

32%

15%

35%

50%

27%22%

51% 62%

15%23%

17%

38%

45%

100%

20%

48%

32%

24%

37%

39%

RECRUITMENT TRENDS7. How often do you employ temporary/

contract staff? continued...


Exceptional circumstances/Never

Special projects/ Workloads

Regular ongoing basis



RECRUITMENT TRENDS8. In the next 12 months, do you expect

your use of temporary/contract staff to...

0% 20% 40% 60% 80% 100% Remain the same

Decrease

Increase10%15% 75%






9%

84%

7%

100%

18%

71%

11%

16%

76%

8%

37%

41%

22%

31%

46%

23%



RECRUITMENT TRENDS8. In the next 12 months, do you expect

your use of temporary/contract staff to... continued...


9. In skill-short areas, would you consider employing or sponsoring a qualified overseas candidate?

10. For which areas have you recently found it difficult to recruit?

0% 20% 40% 60% 80% 100% No

Yes

58% 42%

Accountancy & Finance

Distribution

Engineering

Human Resources

IT

Operations

Purchasing

Sales & Marketing

Technical

Other

15% 8%

2% 1%

9% 7%

2% 1%

8% 4%

11% 6%

1% 1%

11% 6%

9% 6%

8% 3%

Junior to Mid Management Senior Management

Sales Other


11%

75%

14%

100%

24%

64%12%

18%

71%

11%

Remain the same

Decrease

Increase



RECRUITMENT TRENDS11. Does your workplace allow for flexible

work practices?*

0% 20% 40% 60% 80% 100% No

Yes

83% 17%

12. If yes, which practices do you currently offer:

0% 20% 40% 60% 80% 100%

Part-time employment

% of respondents answered yes

Flex-place(such as working from home or alternative)

Flexible leave options(such as purchased leave)

Job sharing

Flexible working hours/Compressed working weeks

Phased retirement

Career breaks

Note: Multiple choices permitted.

*New information and therefore not comparable to previous editions.



HUMAN RESOURCES TRENDS13. Has overtime/extra hours in your

organisation over the last 12 months...

14. For non-award staff in your organisation, is overtime/extra hours worked...

27%

7%66%

Increased

Decreased

Remained the same

24%

76%

Paid

Unpaid

None

5 Hours or Less

5 - 10 Hours

More than 10 Hours

16% 29% 37%

45% 22% 10%

29% 28% 18%

10% 21% 35%

Per Week Month End Year EndIf increased, by how much?


15. Is it your policy to counter-offer staff when they resign?

HUMAN RESOURCES TRENDSMARKET OVERVIEW & TRENDS

Of those you counter-offered, on average, did they....

1%

39%

60%Yes

No

Sometimes

21%

34%

43%

2%

Stay less than 3 monthsStay 3 – 12 months

Stay longer than 12 monthsLeave anyway


16. Over the last 12 months has your staff turnover rate*:

31%

16%

53%

Increased

Decreased

Remained the same




HUMAN RESOURCES TRENDS17. Which factors do you think have the

most impact on your organisation’s employment brand in the market?*

0% 20% 40% 60% 80% 100%

Career path/training and development available

An individual's ‘fit’ with the company’s vision, culture and values

Direct/Indirect experience of the company

The company's financial health and stability

The company’s products or services

Salary & Benefits

Work/life balance

18. How well do you think your organisation rates in terms of perception on the following factors?* Career path/training and

development available

Salary & Benefits

Work/life balance

The company’s vision, culture and values

Direct/Indirect experience of the company

0% 20% 40% 60% 80% 100%

Important

Very Important

Extremely Important

Minor Importance

Not Important

Good

Very Good

Excellent

Okay

Poor




ECONOMIC OUTLOOK19. In the past 12 months, has business

activity:

20. In the next 12 months, do you envisage business activity increasing / decreasing for your organisation?*



Increased

Decreased

Remained the same

63%13%

24%

Increase

Decrease

Remainthe same

74%

5%

21%



ECONOMIC OUTLOOKMARKET OVERVIEW & TRENDS



68%

20%

12%57%

25%

18%

75%

17%

8%

60%

31%

9%



79%

14%

7%

50%

28%

22%

66%

24%

10% 58%

35%

7%

20. In the next 12 months, do you envisage business activity increasing / decreasing for your organisation? continued...


Remain the same

Decrease

Increase



ECONOMIC OUTLOOK20. In the next 12 months, do you envisage

business activity increasing / decreasing for your organisation? continued...




73%

20%

7%52%

19%

29%

61%

22%

17%67%

20%

13%

Remain the same

Decrease

Increase



ECONOMIC OUTLOOK21. What are the key factors driving your

business activity?

22. Do you see the general outlook for the economy in the forthcoming 6-12* months as...

Consumer/ Business Confidence Capex Investment (by customers)

Projects driven (by Federal or State Government)

Interest Rates Currency/Forex Rates

12%

40%

48%

13%

48%

39%

47%

12%

41%

26%

40%

34%

31%31%

38%

No impact

Some impact

Significant impact

0% 20% 40% 60% 80% 100% Weakening

Static

Strengthening50%40% 10%

*This data was collected during March 2011.

SECTION TWOSALARY INFORMATION



USING OUR SALARY TABLES

175 220 260140 - 200 170 - 240 210+

Finance Director/CFO (Turnover up to $50m) Salaries in ‘000 Finance Director/CFO

(Turnover $50m - $150m) Finance Director/CFO (Turnover > $150m)

NSW - Sydney

Salaries are in ‘000. The bold number represents the typical salary. The number(s) underneath represent the salary range. Refer to the notes section under the salary table to determine if superannuation or other benefits are included. All salaries are represented in local currencies.

Salary range Typical salary

SECTOR OVERVIEW


AUSTRALIA Technological advances and continued positive market sentiment underpinned a buoyant year for Australia’s IT sector, in which investment and new projects were common.

There were many technological trends over the year. Cloud computing came to the fore; in association, security remained a focus as companies secured not just the network, but applications too. Mobile computing and convergent technologies became business as usual as did the use of social media. Within this, data storage and content management were key areas.

Of course, focus was placed on the national broadband network (NBN) and telecommunications. Telecommunications technologies and the way they are used was a key trend as many companies focused on upgrades. The way companies use their technology was also a key factor over the past year. We saw large numbers of both public and private sector projects aimed at rationalising IT spend, as well as integration projects as companies merged, were acquired or entered joint ventures. Of course, the advantages that can be gained from the efficient use of technology remained a key focus of CEOs and CIOs.

Given these trends, it should be no surprise that demand increased for skilled IT professionals. In some areas, notably projects, business analysis, software development and certain infrastructure areas, shortages were prevalent throughout the year.

Given project approvals, Project Managers and Business Analysts have been in demand. Employers demonstrate a preference for candidates with relevant industry knowledge, such as banking or public sector, which further tightens the pool of suitable candidates.

In terms of the technologies in demand, the year saw a shortage of candidates with solid Microsoft development skills, notably MS.Net suite, Biztalk and Sharepoint. JEE skills remain in high demand as do skills in developing for iPad/iPhone and other mobile/tablet based technologies.

In the infrastructure and networking space, candidates with CISCO, F5, Juniper and Nortel vendor skills are in demand, while demand is growing for skilled data centre, Citrix and virtualisation skills.

Adding to the shortage of skills is the expectation from employers that candidates not only possess the core skills, but can also demonstrate soft skills such as customer-centricity, management or team building abilities. But employers are also aware of the shortage and so, where possible, many are trying to dilute their pure technical requirements in order to broaden the pool of suitable talent.

This has not been the only response to the skills shortage. Companies have also begun to focus on their employee value proposition in order to aid attraction. Those who maintained their attraction strategies during the downturn are now reaping the benefits. Employers are also focusing on retention by offering staff solid career paths and training. We are also witnessing a definite shift to permanent recruitment over temporary assignments as companies seek to secure skills.

Meanwhile, the speed of recruitment has picked up in the public sector. Informal meetings and phone interviews are replacing formal face-to-face interviews as organisations attempt to secure talent quicker. This is causing problems for many organisations that have long hiring processes.

Salaries have slowly increased across the board, particularly for roles where contracting is widespread as employers attempt to secure candidates on a permanent basis. This is most notable for Project Managers and Business Analysts. In addition, we have seen an increase in permanent salaries in Canberra as organisations, in both the public and private sector, attract permanent staff in a traditionally contract-led market.

In the public sector, salaries are increasing for skills in demand, in particular Engineers with VMware skills, Engineers with Exchange 2010, Server 2008 and Windows 7, Win7 SOE Architects, as well as Business Analysts and Project Managers with highly specific skill sets.

Like the private sector, candidates with cloud computing skills are in short supply.

The gulf between permanent salaries and contract rates continues to increase in the public sector, since contractors with skills in demand are reluctant to take on either permanent or fixed-term contract roles.

Looking forward, we expect skills shortages to deepen in cloud computing and support areas such as security, storage and data centre. We will see organisations start to upgrade enterprise systems and this will create demand for roll-out co-ordinators and SCCM candidates. Of course, the NBN should generate massive demand for Telecoms Engineers, Designers and Architects. This in turn will have a knock-on effect across IT as companies look to take advantage of improved services, leading to advances in e-health, content and communications technology. This means that the IT industry should remain buoyant into the future. IT skills will therefore continue to be in high demand.

E-health, mobile systems, content delivery and management will be trends to watch in the year ahead.

With IT budgets rising to take advantage of technology, we expect a buoyant 12 months ahead. Permanent salaries will rise gradually as companies increase headcount. In certain areas, sign-on bonuses will be seen once more, while performance related pay will be used to ensure that there are defined outcomes in IT projects. We expect to see poaching increase in response to the skills shortage, while employers will also import certain skills to meet demand.

NEW ZEALAND Recovery was the dominant trend in New Zealand’s information technology and telecommunications sector over the past 12 months. This is perhaps best illustrated by the bounce back of project work and the high demand for functional Project Managers and Business Analysts as technology teams fulfilled business expectations.

In Wellington, the public sector remains the driving force behind demand, while in Christchurch the demand is for on the ground break-fix candidates as the earthquake recovery gathers momentum.

Both functional and technical resources are now sought right across the technology sector, creating a demand for international candidates in the development, project and high end infrastructure fields.

While vacancies at the middle and senior management level are minimal, with most companies promoting from within, several key CIO and PMO positions did come to market. In the year ahead, candidates at this level with a background in business strategy and organisational change will find themselves in demand.

Permanent salaries remained steady, partly due to an influx of overseas candidates. Most employers have re-introduced yearly salary increases and ensure bonus structures are realistic and achievable. Contract rates have slowly risen as candidates seek to get back to pre-recession rates. Employers are willing to match these candidate expectations since they still remain a cost effective way to quickly increase headcount for key projects that have been delayed.

To recruit successfully over the year ahead, it will be essential to utilise a thorough recruitment process to identify top talent and then act quickly to avoid losing out to competitors. Fringe benefits are once again becoming important to candidates, and include health insurance, phone and laptop. However, candidates also place importance on workplace culture and internal career opportunities. Thus we recommend using an interview to not only evaluate the candidate, but to promote the organisation. For example, this could include introducing the candidate to the team and presenting both the company’s goals and the individual opportunities these will potentially create for the candidate.

For candidates, the year ahead will produce a number of refreshing challenges, career opportunities and higher salaries. But we advise candidates to have clear expectations before commencing their job search so they do not waste the time of potential employers.

“Salaries have slowly increased across the board, particularly for roles where contracting is widespread as employers attempt to secure candidates on a permanent basis.”

INFORMATION TECHNOLOGY


Notes• All salaries shown exclude superannuation • New Zealand salaries are represented in New Zealand Dollars

Information Technology

NSW - Sydney

NSW - Regional

VIC - Melbourne

VIC - Regional

QLD - Brisbane & Gold Coast

SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland

NZ - Wellington

NZ - Christchurch

NSW - Sydney

NSW - Regional

VIC - Melbourne

VIC - Regional


SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland

NZ - Wellington

NZ - Christchurch

40 45 55 7035 - 47 42.5 - 47.5 45 - 60 60 - 80

40 45 55 7035 - 47 42.5 - 47.5 50 - 60 60 - 80

45 45 55 7535 - 53 40 - 53 50 - 65 65 - 85

35 40 50 6530 - 40 35 - 45 45 - 55 55 - 70

40 40 55 7038 - 42 35 - 50 45 - 65 60 - 85

35 40 50 6530 - 40 35 - 45 45 - 55 55 - 70

45 45 55 72.540 - 50 40 - 50 45 - 60 60 - 85

40 45 55 7035 - 47 42.5 - 47.5 45 - 60 60 - 80

40 45 50 6540 - 45 42.5 - 47.5 45 - 55 55 - 70

35 38 48 5530 - 38 35 - 42 45 - 52 52 - 57

40 45 57.5 7535 - 45 40 - 50 50 - 65 65 - 85

38 40 55 7435 - 42 38 -45 45 - 58 67 - 86

38 45 55 7035 - 42 40 - 50 50 - 60 62 - 82

75 85 80 8065 - 85 70 - 110 60 - 100 60 - 100

75 85 80 7060 - 80 75 - 90 60 - 100 60 - 85

75 90 85 7065 - 85 80 - 110 75 - 10 60 - 90

70 80 55 6565 - 75 70 - 90 45 - 65 55 - 75

75 85 80 7575 - 95 75 - 120 75 - 110 70 - 95

70 80 70 6565 - 75 70 - 90 65 - 100 55 - 90

65 82.5 75 7060 - 75 65 - 100 60 - 90 50 - 80

75 80 85 7565 - 85 70 - 90 70 - 100 55 - 80

70 80 55 6565 - 75 70 - 90 45 - 65 55 - 75

60 60 60 5050 - 80 50 - 80 55 - 70 45 - 65

70 90 75 6565 - 80 75 - 110 60 - 85 55 - 80

74 82 78 7864 - 83 77 - 105 72 - 95 56 - 95

65 82 70 6557 - 75 70 - 95 60 - 80 50 - 80

System Support & Administration Salaries in ‘000

Salaries in ‘000

Helpdesk Level 1 Support Level 2 Support Level 3 Support

Team Leader Helpdesk Manager Systems Administrator

Applications Support




NSW - Sydney

NSW - Regional

VIC - Melbourne

VIC - Regional


SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland

NZ - Wellington

NZ - Christchurch

NSW - Sydney

NSW - Regional

VIC - Melbourne

VIC - Regional


SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland

NZ - Wellington

NZ - Christchurch

95 100 110 12580 - 110 85 - 110 90 - 130 110 - 140

85 90 100 11575 - 100 80 - 110 80 - 120 100 - 130

95 100 100 13580 - 120 80 - 120 90 - 130 120 - 155

75 80 85 9560 - 90 70 - 100 75 - 100 85 - 110

90 85 75 11075 - 120 70 - 100 60 - 90 80 - 120

85 80 90 9560 - 110 70 - 100 75 - 110 85 - 150

95 95 90 12080 - 130 70 - 120 80 - 100 100 - 140

95 95 110 12580 - 110 70 - 120 90 - 130 110 - 140

75 80 85 9560 - 90 70 - 100 75 - 100 85 - 110

90 75 80 9075 - 95 60 - 85 70 - 90 70 - 100

85 85 100 12570 - 110 75 - 100 85 - 120 100 - 140

91 86.5 98 12089 - 126 78 - 100 85 - 120 110 - 140

85 80 100 12570 - 100 70 - 90 90 - 110 100- 140

105 75 85 7590 - 120 70 - 85 80 - 100 60 - 90

100 70 85 8080 - 110 65 - 80 80 - 100 70 - 90

120 75 90 85100 - 135 65 - 85 85 - 110 70 - 90

90 80 75 7075 - 110 75 - 100 65 - 100 60 - 90

100 75 85 7590 - 140 60 - 90 65 - 95 55 - 90

90 80 75 7075 - 110 75 - 100 65 - 100 60 - 90

110 80 85 7580 - 130 60 - 100 65 - 100 65 - 90

100 75 85 8085 - 110 65 - 85 85 - 110 60 - 90

90 80 75 7075 - 110 75 - 100 65 - 100 60 - 90

90 70 70 6875 - 100 45 - 65 60 - 80 55 - 70

90 90 85 8580 - 120 75 - 115 75 - 90 75 - 95

98 85 88 83.585 - 115 70 - 100 74 - 95 73 - 92

80 85 80 8070 - 100 70 - 100 70 - 85 70 - 80

Network ManagementSalaries in ‘000

Salaries in ‘000

DBA Network Security Network Designer Network Architect

Data/Voice Engineer Telco Engineer UNIX

Administrator WAN Engineer




NSW - Sydney

NSW - Regional

VIC - Melbourne

VIC - Regional


SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland

NZ - Wellington

NZ - Christchurch

NSW - Sydney

NSW - Regional

VIC - Melbourne

VIC - Regional


SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland

NZ - Wellington

NZ - Christchurch

70 90 115 70 9060 - 80 80 - 100 100 - 130 60 - 80 80 - 100

65 80 100 65 8055 - 75 70 - 90 95 - 110 55 - 75 70 - 90

65 80 110 70 9550 - 75 70 - 90 95 - 120 55 - 80 80 - 110

55 75 90 65 7540 - 60 65 - 85 85 - 100 50 - 80 65 - 85

70 80 95 70 9550 - 75 75 - 90 90 - 120 60 - 80 75 - 110

55 75 90 55 7540 - 60 65 - 85 85 - 100 40 - 60 65 - 85

65 80 100 65 7550 - 70 65 - 85 80 - 110 50 - 70 65 - 85

70 85 105 70 9060 - 90 75 - 100 95 - 130 60 - 90 80 - 100

55 75 90 65 7540 - 60 65 - 85 85 - 100 50 - 80 65 - 85

50 75 90 55 7040 - 55 60 - 80 80 - 100 40 - 60 60 - 80

60 75 95 60 7550 - 65 65 - 85 85 - 110 50 - 65 65 - 90

54 78 95 52 7551 - 65 67 - 95 85 - 110 49 - 60 65 - 90

50 65 85 50 6545 - 60 60 - 80 75 - 110 45 - 60 60 - 80

115 70 90 115 135100 - 130 60 - 80 80 - 100 100 - 130 120 - 150

100 65 80 100 12595 - 110 55 - 75 70 - 90 95 - 110 110 - 140

120 60 80 100 105100 - 130 50 - 70 70 - 90 90 - 110 90 - 140

90 55 75 90 8585 - 100 40 - 60 65 - 85 85 - 100 80 - 90

105 55 75 90 11090 - 120 50 - 65 55 - 90 75 - 120 90 - 140

90 55 75 90 10585 - 100 40 - 60 65 - 85 85 - 100 90 - 115

90 60 70 80 12080 - 100 50 - 65 60 - 75 70 - 90 90 - 140

105 60 80 100 13095 - 130 50 - 80 70 - 100 90 - 120 100 - 140

90 55 75 90 8585 - 100 40 - 60 65 - 85 85 - 100 80 - 90

85 50 65 80 8080 - 95 40 - 55 50 - 70 55 - 85 75 - 90

95 50 60 85 11080 - 115 45 - 60 50 - 70 70 - 90 90 - 120

95 49 60 85 10080 - 115 40 - 56 50 - 70 75 - 95 85 - 120

85 45 55 80 9075 - 110 40 - 55 45 - 65 70 - 85 75 - 110

SoftwareSalaries in ‘000

Salaries in ‘000

Programmer MS.Net

Analyst Programmer MS.Net

Team Leader MS.Net

Programmer J2EE

Analyst Programmer J2EE

Team Leader J2EE

Programmer Other

Analyst Programmer Other

Team Leader Other

Applications Architect




NSW - Sydney

NSW - Regional

VIC - Melbourne

VIC - Regional


SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland

NZ - Wellington

NZ - Christchurch

NSW - Sydney

NSW - Regional

VIC - Melbourne

VIC - Regional


SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland

NZ - Wellington

NZ - Christchurch

80 100 110 10065 - 90 80 - 120 90 - 120 90 - 110

80 90 110 10065 - 90 80 - 100 90 - 120 90 - 110

80 90 110 10060 - 100 70 - 100 90 - 120 75 - 105

55 75 90 8540 - 60 65 - 85 85 - 100 80 - 90

70 80 95 8065 - 95 65 - 90 80 - 140 70 - 110

60 70 85 8555 - 70 60 - 75 70 - 100 70 - 95

70 75 90 9060 - 80 65 - 80 80 - 100 80 - 100

70 90 100 10060 - 90 80 - 100 90 - 120 90 - 110

55 75 90 8540 - 60 65 - 85 85 - 100 80 - 90

50 75 85 8545 - 55 65 - 80 70 - 90 75 - 90

65 75 110 9060 - 80 65 - 80 90 - 130 75 - 110

72 75 100 8564 - 86 65 - 80 90 - 130 80 - 110

65 70 100 8060 - 80 60 - 75 90 - 130 75 - 100

65 75 110 13055 - 75 65 - 85 95 - 120 110 - 150

70 75 110 13060 - 80 65 - 85 90 - 125 120 - 160

70 90 110 13050 - 80 70 - 100 90 - 125 120 - 180

55 75 90 10540 - 65 65 - 85 85 - 100 90 - 125

80 80 85 10070 - 110 60 - 100 80 - 110 80 - 140

65 65 85 9055 - 70 55 - 70 70 - 90 75 - 105

65 75 90 12057 - 70 60 - 85 75 - 100 100 - 130

60 80 100 12055 - 75 70 - 100 90 - 120 105 - 150

65 75 90 10555 - 75 65 - 85 85 - 100 90 - 125

55 65 80 10045 - 65 60 - 70 75 - 95 85 - 110

55 70 85 11050 - 65 65 - 80 80 - 95 90 - 120

65 80 84 10852 - 72 70 - 85 77 - 92 86 - 120

55 65 80 9545 - 65 60 - 70 75 - 90 90 - 100

DataSalaries in ‘000

Salaries in ‘000

Database Developer Data Modeller DWH Designer ETL Developer

Report Writer Data Analyst BI Developer DWH DBA




NSW - Sydney

NSW - Regional

VIC - Melbourne

VIC - Regional


SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland

NZ - Wellington

NZ - Christchurch

NSW - Sydney

NSW - Regional

VIC - Melbourne

VIC - Regional


SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland

NZ - Wellington

NZ - Christchurch

75 85 100 85 6565 - 85 75 - 95 95 - 110 80 - 95 55 - 70

60 80 95 80 6050 - 75 70 - 90 80 - 120 70 - 95 55 - 70

70 85 105 90 6060 - 80 75 - 100 100 - 125 70 - 110 45 - 75

50 75 100 75 5050 - 65 70 - 85 80 - 120 65 - 90 50 - 65

65 80 110 80 6555 - 75 70 - 95 90 - 130 65 - 120 50 - 75

57.5 78 90 75 6050 - 65 70 - 85 85 - 110 65 - 90 55 - 75

70 85 110 80 6560 - 75 70 - 95 90 - 125 70 - 90 55 - 70

80 90 110 100 6570 - 105 75 - 110 90 - 125 90 - 120 60 - 75

55 75 100 75 6050 - 65 70 - 85 80 - 120 65 - 90 55 - 75

55 70 90 60 5542 - 65 60 - 80 85 - 120 50 - 90 50 - 65

65 80 90 80 6055 - 75 75 - 85 75 - 110 70 - 90 55 - 70

65 78 89 86 5857 - 72 67 - 90 82 - 108 70 - 95 48 - 58

60 70 80 75 5853 - 70 62 - 85 75 - 100 70 - 85 48 - 50

75 120 150 170 13065 - 80 110 - 130 130 - 170 155 - 215 110 - 160

70 110 130 145 12560 - 80 80 - 130 110 - 150 110 - 160 100 - 140

80 115 150 170 12565 - 90 80 - 150 130 - 180 130 - 180 100 - 150

75 90 100 145 12570 - 85 80 - 110 100 - 150 110 - 170 110 - 170

85 110 145 160 11570 - 100 85 - 130 120 - 200 120 - 220 70 - 145

75 100 125 145 12555 - 85 65 - 135 105 - 150 110 - 170 110 - 170

75 120 150 170 14065 - 80 90 - 125 140 - 170 150 - 180 90 - 150

70 110 160 170 12060 - 80 95 - 130 120 - 190 140 - 200 100 - 170

75 90 100 145 12570 - 85 80 - 110 100 - 150 110 - 170 110 - 170

70 80 100 120 10060 - 75 70 - 90 85 - 130 100 - 125 100 - 110

65 95 130 135 14560 - 80 85 - 120 120 - 165 120 - 170 135 - 170

65 100 150 170 13058 - 70 88 - 122 130 - 180 140 - 220 118 - 148

65 95 130 150 13058 - 70 90 - 120 120 - 155 130 - 170 125 - 140

Project Management & Business Analysis Salaries in ‘000

Salaries in ‘000

BA - Junior BA - Mid BA - Senior Systems Analyst

Project Administrator

Project Coordinator

Project Manager

Project Director

Program Director PMO Manager



NSW - Sydney

NSW - Regional

VIC - Melbourne

VIC - Regional


SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland

NZ - Wellington

NZ - Christchurch

300 300 150 130250 - 350 250 - 350 125 - 175 120 - 140

200 200 135 115160 - 250 160 - 250 100 - 145 95 - 135

240 200 140 130180 - 300 180 - 300 110 - 150 80 - 160

150 120 100 90110 - 190 100 - 140 85 - 110 80 - 130

160 160 110 120120 - 210 110 - 200 90 - 160 80 - 150

150 120 100 90110 - 190 100 - 140 85 - 110 80 - 130

230 220 135 130160 - 320 160 - 310 100 - 150 90 - 150

150 160 130 130130 - 175 150 - 220 100 - 175 120 - 150

150 120 100 90110 - 190 100 - 140 85 - 110 80 - 130

150 110 100 130110 - 160 80 - 120 90 - 120 100 - 150

150 135 120 115130 - 230 120 - 180 95 - 150 90 - 130

180 160 130 120145 - 215 135 - 185 85 - 145 110 - 140

140 130 100 110120 - 170 110 - 160 80 - 120 100 - 120

ManagementSalaries in ‘000 CIO CTO Development

Manager IT Manager

NSW - Sydney

NSW - Regional

VIC - Melbourne

VIC - Regional


SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland

NZ - Wellington

NZ - Christchurch

110 110 120100 - 120 100 - 120 100 - 140

110 110 10090 - 130 90 - 120 85 - 120

120 120 11090 - 140 80 - 140 90 - 140

105 100 9095 - 140 75 - 115 65 - 95

115 110 10085 - 150 70 - 125 90 - 150

105 100 9095 - 140 70 - 115 65 - 110

120 120 110100 - 135 90 - 135 90 - 125

110 100 10590 - 125 80 - 100 95 - 140

105 100 9095 - 140 75 - 115 65 - 95

100 100 90100 - 120 80 - 110 85 - 110

115 95 9090 - 125 90 - 110 85 - 120

127 98 9590 - 150 92 - 110 88 - 130

100 90 9080 - 120 85 - 100 80 - 110

Salaries in ‘000 Infrastructure Manager Change Manager Service Delivery Manager





NSW - Sydney

NSW - Regional

VIC - Melbourne

VIC - Regional


SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland

NZ - Wellington

NZ - Christchurch

NSW - Sydney

NSW - Regional

VIC - Melbourne

VIC - Regional


SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland

NZ - Wellington

NZ - Christchurch

70 80 95 120 12060 - 80 70 - 90 85 - 120 110 - 130 100 - 130

60 75 85 100 11045 - 70 60 - 85 75 - 110 90 - 120 90 - 120

70 85 95 115 11560 - 80 70 - 90 90 - 110 100 - 130 90 - 130

55 65 65 70 8540 - 60 55 - 70 55 - 70 60 - 80 60 - 90

65 80 90 110 11055 - 80 65 - 100 80 - 120 80 - 120 70 - 130

60 70 85 92 9055 - 70 65 - 80 75 - 90 85 - 120 80 - 100

65 80 90 105 8055 - 75 75 - 85 85 - 100 95 - 120 65 - 90

75 85 90 130 8560 - 85 70 - 100 70 - 90 120 - 145 60 - 90

65 65 65 70 8555 - 80 55 - 70 55 - 70 60 - 80 60 - 90

60 70 85 90 8550 - 70 55 - 75 65 - 95 85 - 110 70 - 90

55 65 90 105 11050 - 65 55 - 80 80 - 110 90 - 120 95 - 120

56 72 92 116 11652 - 65 67 - 80 85 - 110 95 - 125 95 - 125

55 65 90 100 10050 - 65 60 - 75 80 - 110 90 - 110 90 - 110

90 7570 - 110 65 - 80

75 7060 - 110 60 - 80

80 8570 - 110 70 - 110

70 7560 - 80 65 - 85

85 8070 - 120 65 - 100

72 7560 - 80 65 - 85

80 8065 - 95 70 - 90

80 8075 - 120 75 - 100

70 7560 - 80 65 - 85

70 8065 - 90 70 - 100

70 72.550 - 90 55 - 85

72 8866 - 78 78 - 91

68 7565 - 75 70 - 80

Salaries in ‘000

Salaries in ‘000

Testing & QA

Miscellaneous

Tester Test Analyst Test Team Leader Test Manager QA Manager

IT Trainer Technical Writer

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