hays salary guide 2011

7/30/2019 Hays Salary Guide 2011

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THE 2011 HAYS

SALARY GUIDESHARING OUREXPERTISESalaries and recruiting trends across Australia and New Zealand.

hays.com.au hays.net.nz


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Thank you

Hays would like to express our gratitude to allthose organisations that participated in ouronline survey and provided such invaluableeedback, which we eel has contributed tomaking this the most accurate and up to datesurvey o its kind in Australia and New Zealand.

A list o all contributors who kindly gave theirpermission to be named as participants can beound on our website.

This Guide is reproduced in ull in PDF ormatand can be requested rom our website hays.com.au and hays.net.nz

Feedback

We welcome any eedback or commentsregarding this guide whether positive ornegative to ensure that it continues to berelevant to Australian and New Zealandorganisations across all industries. Pleaseaddress any suggestions to your local Hays

oice or to:HaysLevel 11, The Chiley Tower, 2 Chiley SquareSydney NSW 2000

E: [email protected]

Disclaimer

The Hays Salary Guide is representative o avalue added service to our clients, prospectiveclients and candidates. Whilst every care istaken in the collection and compilation o data,the guide is interpretive and indicative, notconclusive. Thereore inormation should be

used as a guideline only and should not bereproduced in total or by section withoutwritten prior permission rom Hays.

HAYS AUSTRALIA & NEW ZEALAND

15,000PEOPLE PLACED IN PERMANENT JOBS EACH YEAR11,000TEMPORARY AND CONTRACT STAFF ENGAGED EACH WEEK

820CONSULTANTS

38LOCATIONS35YEARS OF EXPERIENCE

2011 Hays Salary Guide | 3


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MARKET

OVERVIEW &TRENDSA RETURN

TO POSITIVEGROWTH

SECTION ONE

4 | 2011 Hays Salary Guide


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Improved market conditions and the subsequent rise in recruitment

activity have been the catalysts or the movement o candidates back into

a position o power across Australia and New Zealands job markets. Skillsshortages are now emerging in all o the sectors surveyed. According

to our survey data, they are most prominent in accountancy & finance,

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 o

employers increased salaries by less than 3 per cent and 43 per cent by

between 3 and 6 per cent. Looking orward, 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 or particular skills.

Thus the gap between candidate expectations and actual ofers is

widening in some areas significantly.



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THE INSIGHTS

THAT YOU NEEDTO 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 andNew Zealand, have not stopped 74 per cent of organisationsindicating they expect business activity to increase over thenext 12 months.

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

So a competitive talent race will emerge. In such cases, salary isjust one element in a comprehensive range of strategies that

employers should consider for recruiting success.

Nigel Heap, Managing Director of Hays Asia Pacific



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SALARY POLICYMARKET OVERVIEW & TRENDS

Across all industries

1. On average in your last review, by whatpercentage 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%


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Mining & Resources Proessional Services

Public Sector Retail

Transport & Distribution Other

IT & Telecommunications Manuacturing

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 whatpercentage did you increase salaries?continued...

From 3% to 6%

From 6% to 10%

More than 10%

Less than 3%

Nil


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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 whatpercentage do you intend toincrease salaries?


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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 whatpercentage do you intend toincrease salaries? continued...

From 3% to 6%

From 6% to 10%

More than 10%

Less than 3%

Nil


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3. Does your company oer lexible salarypackaging?

O those who answered yes, the ollowingbeneits were indicated as being commonlyoered to...

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

Yes

81% 19%

Car

Bonuses

Private Health Insurance

Parking

Salary Sacrifice

Above Mandatory

Superannuation

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


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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

Inormation 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 permanentsta levels in your department...


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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 permanentsta levels in your department... continued...

5. Over the coming year, do you expect

permanent sta levels to...

Remained the same

Decreased

Increased


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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 expectpermanent sta levels to... continued...

RECRUITMENT TRENDS

Remain the same

Decrease

Increase


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RECRUITMENT TRENDSMARKET OVERVIEW & TRENDS

6. I you expect staing levels to increase,please speciy how:

Employment o Part-time Staf

% o respondents answered yes

Job Sharing

Full time/Permanent Staf

Employment o Casual Staf(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% Exceptionalcircumstances/Never

Special projects/

Workloads

Regular ongoingbasis

46%15% 39%


7. How oten do you employ temporary/

contract sta?

Note: Multiple choices permitted.


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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 TRENDS

7. How oten do you employ temporary/contract sta? continued...


Exceptionalcircumstances/Never

Special projects/Workloads

Regular ongoingbasis


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RECRUITMENT TRENDS

8. In the next 12 months, do you expectyour use o temporary/contract sta 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%


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RECRUITMENT TRENDS

8. In the next 12 months, do you expectyour use o temporary/contract sta to...continued...


9. In skill-short areas, would you consider

employing or sponsoring a qualiiedoverseas candidate?

10. For which areas have you recently oundit diicult 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


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RECRUITMENT TRENDS

11. Does your workplace allow or lexiblework practices?*

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

Yes

83% 17%

12. I yes, which practices do you currentlyoer:

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

Part-time employment

% o respondents answered yes

Flex-place(such as working rom 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 inormation and thereore not comparable to previous editions.


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HUMAN RESOURCES TRENDS

13. Has overtime/extra hours in yourorganisation over the last 12 months...

14. For non-award sta 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 End

I increased, by how much?


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15. Is it your policy to counter-oer stawhen they resign?

HUMAN RESOURCES TRENDSMARKET OVERVIEW & TRENDS

O those you counter-oered, on average,did they....

1%

39%

60%Yes

No

Sometimes

21%

34%

43%

2%

Stay less than3 months

Stay 3 12 months

Stay longer than12 months

Leave anyway


16. Over the last 12 months has your sta

turnover rate*:

31%

16%

53%

Increased

Decreased

Remained the same



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HUMAN RESOURCES TRENDS

17. Which actors do you think have themost impact on your organisationsemployment brand in the market?*

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

Career path/training anddevelopment available

An individual's fit with thecompanys vision, cultureand values

Direct/Indirect

experience o the company

The company's financialhealth and stability

The companys productsor services

Salary & Benefits

Work/lie balance

18. How well do you think your organisationrates in terms o perception on the

ollowing actors?* Career path/training anddevelopment available

Salary & Benefits

Work/lie balance

The companys vision,

culture and values

Direct/Indirect experience

o the company

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

Important

Very Important

Extremely Important

Minor Importance

Not Important

Good

Very Good

Excellent

Okay

Poor



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ECONOMIC OUTLOOK

19. In the past 12 months, has businessactivity:

20. In the next 12 months, do you envisagebusiness activity increasing / decreasing

or your organisation?*



Increased

Decreased

Remained

the same

63%13%

24%

Increase

Decrease

Remain

the same

74%

5%

21%



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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 envisagebusiness activity increasing / decreasingor your organisation? continued...


Remain the same

Decrease

Increase


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ECONOMIC OUTLOOK

20. In the next 12 months, do you envisagebusiness activity increasing / decreasingor your organisation? continued...




73%

20%

7%

52%

19%

29%

61%

22%

17%67%

20%

13%

Remain the same

Decrease

Increase


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ECONOMIC OUTLOOK

21. What are the key actors driving yourbusiness activity?

22. Do you see the general outlook or theeconomy in the orthcoming6-12* 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

Strengthening

50%40% 10%

*This data was collected during March 2011.


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SECTION TWO

SALARY INFORMATION



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USINGOUR

SALARYTABLES

175 220 260

140 - 200 170 - 240 210+

Finance Director/CFO

(Turnover up to $50m)Salaries in 000


(Turnover $50m - $150m)


(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


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SECTOR OVERVIEW


The demand for mining engineering and geology candidates has nowreached acute levels across the country.

AUSTRALIAAustralias booming resources and mining sector is restoring growthacross the nation as it spearheads our economic recovery. But amidsuch buoyancy comes a significant challenge in the form of ashortage of appropriate skills, which could yet cast a shadow overthe resources sector.

Over the past year, skills shortages began to hit this sector hard, withnew start ups, expansion projects and aggressive hiring activityreducing Australias candidate pool. In this boom cycle, where bigprojects are making unprecedented demands on this tight labourmarket, we expect the impact to be greater than ever before.

The demand for mining engineering and geology candidates has nowreached acute levels across the country. Over the past year risinginvestment saw exploration gain strength, to record levels in somestates, necessitating more geology skills in what is already acandidate-tight market. At the same time, the expansion of existingmines and a number of new mines saw the requirement climb forexperienced Mine Engineers across the country, both undergroundand open pit.

The needs of these same expansion projects and new mines alsoseverely diminished the supply of construction personnel.

Allied industries such as Australias booming oil & gas and energymarkets further drained the candidate pool. In particular, LNGprojects have attracted large numbers of talent away from theresources sector. Add rising commodity prices and almost insatiabledemand from China, Japan and India, and demand for skillssurpasses supply.

Production candidates are also sought as expansions and highcommodity prices motivate producers to get equipment back to

full productivity following past Global Financial Crisis-inducedbudget restraints.

Heavy engineering firms are also very active, and seek seniorstrategic candidates in response to confidence and the higher valueof commodities.

Additional labour demand is evident in localised trends. In WesternAustralia environmental, business improvement and maintenancestaff are needed. Along with Victoria, the state also lacks surveyingstaff, underground staff and Geotechnical Engineers.

Queensland has a major requirement for operators and maintenancecrews as hard rock mines re-open, while mining houses and coalcompanies are all recruiting. The floods had a major but short-termimpact on productivity; Queensland mines are again operational anddemand has not waned.

In a market this active, the ability to secure the top talent is criticalto business success.

In many states, interstate recruitment is now increasingly on theagenda, while companies are becoming more receptive tointernational applicants, particularly experienced Mining Engineers,Geologists, Geotechnical Engineers and senior level strategiccandidates. As evidenced by our white paper Bridging the skills gap,this is one practical step organisations can take to overcome theskills shortage.

Another is flexibility. Most employers have found that adhering to a rigidcriteria and a long recruitment process will not secure top talent.

This flexibility extends to the level of experience required. There arestill few opportunities for unskilled people, or those without relevantindustry experience. Yet considering transferable skills will allow anemployer to open their vacancy to a wider pool of talent, who mayhave the desired behaviours and cultural fit, and who, with a littletraining, can become a valued asset.

Given rising demand and falling supply, salaries are increasing asemployers compete for available expertise. Remuneration andbenefits packages are already gaining momentum as sought aftercandidates choose between offers, and employers act to retainexisting staff.

Further salary trends are seen in New South Wales coal sector,where salaries are now starting to match those offered in WesternAustralia. This is exacerbating Western Australias skill shortage.

In South Australia, salary levels are still a few steps behind WesternAustralia and Queensland, but this is offset by the states lower livingcosts, closer proximity of projects to the capital city and attractiveFIFO arrangements.

Benefits have also increased in response to the shortage of skills andmore employers are now paying out long service leave in order tosecure candidates. Weve also seen a big push on non-financialbenefits over the year, with employers willing to match past benefitsand offer greater flexibility in terms of hours, FIFO rosters andcommencement date. Candidates are also looking very hard atrosters and the quality of accommodation on offer, and this is adefinite factor in their decision-making.

As we move forward, there is no doubt that the resources boom willfuel a continued and highly competitive talent race which willreshape our labour market. Thus salary pressure will remain aconstant companion in the year ahead.

NEW ZEALANDThe shortage of domestic talent in New Zealands mining sectorcontinues to be exacerbated by the flow of talent overseas,particularly to Australia where salaries are higher. Heavy DieselMechanics who maintain the plant and technical staff, such as

Engineers and Geologists, are in high demand across the Tasman aswell as in New Zealand.

In response, some companies have slightly increased salaries in anattempt to retain New Zealand expertise.

But is this enough? As new mining prospects on the West Coast ofthe North and South Islands are assessed, candidate demand will beeven greater and companies will need to review their overallapproach to recruitment; New Zealand has to be seen as anattractive and lucrative prospect for any overseas applicant lookingto relocate.

Another proactive step to help overcome the skills shortage is therecruitment and subsequent training and development of candidatesat a lower skills level. Utilising contract workers combined with agenerous roster, such as seven days on, seven days off, may also helpentice key talent.

RESOURCES & MINING

3211_hays_anz_sec2b_2011.indd 136 3/05/11 12:22 PM


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Notes

In WA/SA all salaries are based on 9&5 and 2&1 rosters excluding superannuation and additional benefits.

For all other states, salaries are based on residential positions excluding superannuation and additional benefits. New Zealand salaries are represented in New Zealand Dollars

Resources & Mining

WA - Perth

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

SA - Adelaide

TAS - Hobart

NT - Darwin

New Zealand

WA - Perth

QLD - Brisbane

NSW - Sydney

VIC - MelbourneSA - Adelaide

TAS - Hobart

NT - Darwin

New Zealand

WA - Perth

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

SA - AdelaideTAS - Hobart

NT - Darwin

New Zealand

WA - Perth

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

SA - Adelaide

TAS - Hobart

NT - Darwin

New Zealand

145 - 185 130 - 165 90 - 125 75 - 85 100 - 140

125 - 160 110 - 160 80 - 100 60 - 75 90 - 110

130 - 155 100 - 130 80 - 100 60 - 75 80 - 100

120 - 140 110 - 135 85 - 100 60 - 75 75 - 100

120 - 155 105 - 125 80 - 110 60 - 75 85 - 110

110 - 140 100 - 125 75 - 100 55 - 70 70 - 100

110 - 135 110 - 135 90 - 110 60 - 75 85 - 100

120 - 150 105 - 135 75 - 100 55 - 70 75 - 100

130 - 180 110 - 150 125 - 165 105 - 135 110 - 145

160 - 180 90 - 130 130 - 160 95 - 120 95 - 130

120 - 155 90 - 120 100 - 130 90 - 120 90 - 120

115 - 135 85 - 110 90 - 110 75 - 110 75 - 100

115 - 140 90 - 130 85 - 110 80 - 110 85 - 110105 - 130 85 - 105 80 - 105 75 - 100 75 - 100

115 - 145 85 - 110 95 - 125 95 - 120 95 - 120

115 - 180 80 - 110 75 - 95 70 - 100 70 - 100

110 - 140 100 - 130 100 - 130 100 - 130 100 - 130

100 - 130 80 - 95 90 - 120 90 - 110 90 - 110

100 - 125 75 - 115 90 - 120 75 - 90 80 - 110

85 - 100 75 - 85 80 - 120 75 - 95 80 - 100

85 - 105 70 - 85 85 - 120 75 - 95 85 - 110

80 - 95 70 - 85 70 - 85 75 - 85 75 - 85

90 - 110 80 - 95 80 - 95 80 - 95 80 - 95

85 - 105 80 - 95 80 - 115 80 - 95 75 - 95

Salaries in 000

Salaries in 000

Salaries in 000

Mineral Processing

Maintenance

90 - 140 75 - 110 65 - 80 60 - 80

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

85 - 105 65 - 80 60 - 70 60 - 70

80 - 95 70 - 85 60 - 70 50 - 7075 - 90 70 - 90 55 - 65 55 - 70

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

90 - 110 70 - 85 70 - 85 70 - 85

80 - 95 70 - 85 60 - 75 55 - 75

Salaries in 000

Mill

Superintendent

Senior

MetallurgistMetallurgist

Graduate

Metallurgist

ProcessEngineer -Mid level 3-7yrs

Shift Supervisor Mill OperatorMetallurgical

Technician

Laboratory

Technician

Maintenance

Superintendent

Maintenance

Planner

Maintenance

Supervisor

MechanicalEng Mid level3-7yrs

ElectricalEng Mid level3-7yrs

Leading HandMechanical

FitterElectrician

Boiler Maker/

Welder

Instrumentation

Technician



30/36


Resources & Mining

Notes

In WA/SA all salaries are based on 9&5 and 2&1 rosters excluding superannuation and additional benefits. For all other states, salaries are based on residential positions excluding superannuation and additional benefits. New Zealand salaries are represented in New Zealand Dollars In Queensland more employers are offering fly-in fly-out (FIFO)options, which has been taken into consideration in these salaries presented.

WA - Perth

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

SA - Adelaide

TAS - Hobart

NT - Darwin

New Zealand

WA - Perth

QLD - Brisbane

NSW - Sydney


TAS - Hobart

NT - Darwin

New Zealand

150 - 240 120 - 165 90 - 125 75 - 85 145 - 200

150 - 200 130 - 160 110 - 140 75 - 90 150 - 200

140 - 200 120 - 160 80 - 120 60 - 80 140 - 180

115 - 150 90 - 140 80 - 100 65 - 75 110 - 150

130 - 180 110 - 140 90 - 110 65 - 80 130 - 180

120 - 160 95 - 115 80 - 100 55 - 70 120 - 150

120 - 150 110 - 130 85 - 110 80 - 95 130 - 180

110 - 130 90 - 120 70 - 95 50 - 60 100 - 140

Salaries in 000

Metalliferous Geology

125 - 165 85 - 125 65 - 90 65 - 90

115 - 140 95 - 130 65 - 90 70 - 95

120 - 140 70 - 120 50 - 90 50 - 90

90 - 140 75 - 100 60 - 80 50 - 80100 - 130 90 - 110 60 - 70 60 - 70

95 - 130 80 - 100 55 - 70 55 - 70

110 - 140 100 - 120 70 - 95 80 - 95

100 - 120 70 - 90 50 - 60 45 - 55

Salaries in 000

Chief

Geologist

Senior Mine

Geologist

Mine

Geologist

Graduate

Geologist

Exploration

Manager

Senior Exploration

Geologist

Exploration

GeologistField Assistant

Pit Technician/GeologicalTechnician

WA - Perth

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

SA - Adelaide

TAS - Hobart

NT - Darwin

New Zealand

90 - 125 80 - 90 120 - 155 110 - 135 75 - 115

80 - 120 70 - 90 130 - 170 120 - 150 110 - 130

90 - 120 60 - 90 120 - 150 100 - 130 70 - 100

80 - 110 60 - 80 90 - 115 90 - 120 75 - 100

80 - 115 60 - 80 120 - 140 110 - 125 80 - 100

80 - 110 60 - 85 95 - 120 85 - 115 70 - 90

100 - 120 70 - 85 120 - 140 110 - 130 90 - 110

80 - 105 60 - 70 75 - 120 80 - 120 60 - 110

Salaries in 000

Metalliferous MiningEngineering

Drill & Blast

Engineer

GraduateMining

Engineer

Chief SurveyorSenior

Surveyor

Mine Surveyor

WA - Perth

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

SA - Adelaide

TAS - Hobart

NT - Darwin

New Zealand

180 - 285 160 - 200 150 - 220 125 - 170 90 - 135 100 - 145

180 - 230 150 - 180 160 - 190 160 - 180 90 - 125 120 - 150

160 - 250 130 - 160 130 - 180 120 - 140 90 - 120 90 - 120

160 - 220 100 - 120 110 - 150 115 - 140 85 - 120 100 - 120

160 - 250 130 - 160 120 - 175 110 - 140 95 - 120 85 - 115

150 - 200 110 - 140 115 - 160 120 - 140 90 - 120 90 - 120

140 - 210 120 - 150 110 - 160 120 - 150 110 - 130 100 - 130

160 - 250 120 - 175 130 - 200 95 - 130 75 - 105 90 - 120

Salaries in 000MiningEngineer

ProjectEngineer

SeniorMiningEngineer

ProjectManager

Underground/QuarryManager

MineManager

Notes





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Notes



Resources & Mining

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

New Zealand

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

New Zealand

100 - 120 120 - 150 70 - 100 125 - 165 110 - 130

110 - 140 90 - 120 70 - 85 130 - 160 100 - 130

90 - 100 100 - 130 60 - 80 90 - 110 70 - 90

80 - 105 120 - 150 60 - 70 100 - 130 60 - 80

Salaries in 000

Coal - Production Management

140 - 180 150 - 180 120 - 150 150 - 180

150 - 180 140 - 160 120 - 140 120 - 150

100 - 130 N/A N/A 90 - 110

90 - 135 115 - 130 105 - 120 N/A

Salaries in 000

Drill & Blast

Engineer

Mining

Engineer

Graduate

Engineer

Statutory

SurveyorSurveyor

Production

SuperintendentUndermanager Deputy

Open Cut

Examiner

Coal - TechnicalEngineering/Management

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

New Zealand

200 - 250 180 - 220 140 - 200 180 - 200 160 - 180 120 - 150

180 - 220 170 - 220 140 - 180 160 - 200 140 - 180 120 - 160

150 - 200 130 - 170 120 - 150 90 - 140 100 - 130 90 - 120

130 - 175 110 - 145 120 - 165 110 - 160 95 - 120 90 - 110

Salaries in 000MinePlanningEngineer

SeniorMiningEngineer

TechnicalServicesManager

Project

Manager

CHPP

Manager

Mine

Manager



32/36


Resources & Mining

Notes



QLD - Brisbane

NSW - Sydney

VIC - Melbourne

New Zealand

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

New Zealand

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

New Zealand

Coal Geology

Coal - Health SafetyEnvironment & TrainingPositions

135 - 150 115 - 135 180 - 230 135 - 150

150 - 180 120 - 160 160 - 180 130 - 160

95 - 130 70 - 100 105 - 140 95 - 130

140 - 160 120 - 140 120 - 180 140 - 170

160 - 185 120 - 160 75 - 110 95 - 110

140 - 180 130 - 150 110 - 130 80 - 120

140 - 180 90 - 120 65 - 85 70 - 95

90 - 120 90 - 130 80 - 95 70 - 90

145 - 185 90 - 150 75 - 90 80 - 90

120 - 160 90 - 130 60 - 90 100 - 120

90 - 120 65 - 85 65 - 85 60 - 75

90 - 110 90 - 110 80 - 100 80 - 100

Salaries in 000

Salaries in 000

Salaries in 000

Senior Geologist

HSE Manager

Environmental

Superintendent

Mine Geologist

OH&S Manager/

Superintendent

Environmental

Coordinator

Exploration

Manager

OH&S Coordinator

Environmental

Officer

Senior Exploration

Geologist

OH&S Officer

Training

Coordinator

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

New Zealand

90 - 110 100 - 135 75 - 90

95 - 120 80 - 110 60 - 90

80 - 95 80 - 95 65 - 75

70 - 95 120 - 140 50 - 65

Salaries in 000 Project Geologist Exploration Geologist Graduate Geologist



33/36


Notes



Resources & Mining

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

New Zealand

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

New Zealand

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

New Zealand

180 - 210 160 - 200 160 - 180 120 - 140 100 - 130

140 - 180 150 - 180 130 - 150 110 - 130 90 - 120

110 - 140 100 - 140 80 - 120 80 - 110 80 - 120

100 - 120 110 - 130 110 - 130 110 - 130 110 - 130

120 - 150 90 - 125 120 - 150 90 - 115 150 - 170

130 - 150 90 - 130 130 - 150 90 - 130 120 - 140

90 - 120 80 - 100 90 - 120 80 - 100 N/A

120 - 130 120 - 130 120 - 160 120 - 160 125 - 135

120 - 140 130 - 150 110 - 130 110 - 130 140 - 160

80 - 100 80 - 100 80 - 100 80 - 100 100 - 120

80 - 110 85 - 115 80 - 105 85 - 110 95 - 125

80 - 100 80 - 100 90 - 110 70 - 90 75 - 95

Salaries in 000

Salaries in 000

Salaries in 000

Coal - Maintenance Engineering

Coal - Trades

Maintenance

Manager

StatutoryMechanicalEngineer

Electrician

Engineering

Manager

MechanicalEngineer(3-7yrs)

Instrumentation

Technician

Maintenance

Superintendent

StatutoryElectricalEngineer

Mechanical

Fitter

Maintenance

Supervisor

ElectricalEngineer(3-7 yrs)

Boiler maker/

welder

Maintenance

Planner

Longwall

Coordinator

Leading Hand



34/36


Resources & Mining

Notes



WA - Perth

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

SA - Adelaide

TAS - Hobart

NT - Darwin

New Zealand

WA - Perth

QLD - Brisbane

NSW - Sydney


TAS - Hobart

NT - Darwin

New Zealand

WA - Perth

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

SA - AdelaideTAS - Hobart

NT - Darwin

New Zealand

WA - Perth

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

SA - Adelaide

TAS - Hobart

NT - Darwin

New Zealand

125 - 160 120 - 160 110 - 140 110 - 140 100 - 140

110 - 140 95 - 135 110 - 130 100 - 120 80 - 95

110 - 140 95 - 130 90 - 120 90 - 120 80 - 95

105 - 140 95 - 125 85 - 120 90 - 120 85 - 100

110 - 140 95 - 130 85 - 130 80 - 140 90 - 120

90 - 110 85 - 110 80 - 110 75 - 95 65 - 85

90 - 120 90 - 120 90 - 120 90 - 110 90 - 120

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

100 - 120 100 - 130 90 - 110 110 - 130 100 - 130

75 - 95 90 - 120 80 - 110 80 - 110 90 - 110

70 - 90 90 - 120 75 - 110 75 - 115 80 - 120

70 - 95 90 - 115 70 - 110 75 - 120 80 - 11580 - 100 75 - 130 85 - 100 75 - 100 85 - 120

70 - 85 70 - 90 60 - 85 70 - 95 65 - 85

70 - 85 70 - 95 70 - 85 70 - 95 70 - 110

55 - 65 60 - 85 55 - 65 70 - 110 65 - 85

125 - 150 120 - 140 110 - 140 110 - 140 110 - 140

130 - 150 120 - 140 100 - 130 100 - 120 90 - 100

120 - 135 90 - 120 80 - 115 90 - 120 80 - 115

105 - 145 85 - 130 85 - 120 90 - 115 85 - 115

100 - 140 90 - 130 90 - 130 80 - 130 70 - 10590 - 110 80 - 100 80 - 100 80 - 100 70 - 85

90 - 120 90 - 110 70 - 110 70 - 95 70 - 110

90 - 130 100 - 130 80 - 110 80 - 100 80 - 95

130 - 180 110 - 150 90 - 130 110 - 160 65 - 85

125 - 165 95 - 120 75 - 90 95 - 130 65 - 80

110 - 130 110 - 135 90 - 110 70 - 90 55 - 70

110 - 130 95 - 125 85 - 105 80 - 100 55 - 80

110 - 120 80 - 100 65 - 90 80 - 120 60 - 80

85 - 110 80 - 105 60 - 75 80 - 100 55 - 75

70 - 120 70 - 115 70 - 90 70 - 100 60 - 80

130 - 160 110 - 140 70 - 90 80 - 110 40 - 60

Salaries in 000

Salaries in 000

Salaries in 000

Salaries in 000

Mobile Plant - Surface

Mobile Plant - Service Person

Mobile Plant - Underground

Open Pit

Supervisor

Workshop

SupervisorHD Fitter

Auto

ElectricianBoiler Maker/Welder

Service PersonExcavator

Operator

Dump Truck

OperatorDriller All-Rounder

Underground

Supervisor

Workshop

SupervisorHD Fitter

Auto

ElectricianBoiler Maker/Welder

Jumbo

Operator

Bogger

OperatorService Crew Driller

Drillers

Offsiders



35/36


Resources & Mining

Notes

Salaries are based on residential positions excluding superannuation and additional benefits.

Site allowances are paid on base salary and range from 15 to 45 per cent depending on location. New Zealand salaries are represented in New Zealand Dollars

Notes

Salaries are based on residential positions excluding superannuation and additional benefits. New Zealand salaries are represented in New Zealand Dollars

WA - Perth

QLD - Brisbane

NSW - Sydney


TAS - Hobart

NT - Darwin

New Zealand

90 - 120 130 - 170 100 - 130 70 - 95 80 - 140

90 - 110 110 - 140 85 - 110 65 - 85 100 - 130

80 - 130 100 - 130 70 - 90 65 - 85 80 - 100

75 - 115 90 - 130 80 - 110 55 - 90 80 - 11080 - 110 100 - 130 85 - 110 50 - 85 75 - 100

80 - 110 80 - 110 80 - 95 50 - 75 50 - 75

110 - 145 110 - 130 75 - 120 70 - 95 100 - 120

70 - 100 70 - 90 60 - 75 40 - 60 60 - 95

Salaries in 000

Industrial Design

Industrial Construction

WA - Perth

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

SA - Adelaide

TAS - Hobart

NT - Darwin

New Zealand

WA - Perth

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

SA - Adelaide

TAS - Hobart

NT - Darwin

New Zealand

WA - Perth

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

SA - Adelaide

TAS - Hobart

NT - Darwin

New Zealand

250 - 280 170 - 210 250 - 350 140 - 170 100 - 130 120 - 160

180 - 220 170 - 200 180 - 240 120 - 170 85 - 120 120 - 170

150 - 220 140 - 170 130 - 150 80 - 130 75 - 105 130 - 160

160 - 220 140 - 180 120 - 200 100 - 150 70 - 110 110 - 150

150 - 200 125 - 170 120 - 160 100 - 125 80 - 110 110 - 145

150 - 190 110 - 140 110 - 140 90 - 110 80 - 100 90 - 120

170 - 210 130 - 170 120 - 160 110 - 150 110 - 130 140 - 170

140 - 220 95 - 130 110 - 160 80 - 140 60 - 90 70 - 130

190 - 240 160 - 230 170 - 200 160 - 200 160 - 240 120 - 150

170 - 220 150 - 220 120 - 175 140 - 200 135 - 180 110 - 150

140 - 220 150 - 220 130 - 200 120 - 150 130 - 180 100 - 150

150 - 200 150 - 200 100 - 140 140 - 170 140 - 170 90 - 135

140 - 200 130 - 180 110 - 130 115 - 140 125 - 160 110 - 140

120 - 160 120 - 160 100 - 130 110 - 130 110 - 130 80 - 110

120 - 160 120 - 160 110 - 140 110 - 150 120 - 160 110 - 140

120 - 180 90 - 130 90 - 120 90 - 120 80 - 120 80 - 120

110 - 140 100 - 140 100 - 140 110 - 140 95 - 115 90 - 120

100 - 130 100 - 140 85 - 130 100 - 130 100 - 120 90 - 120

75 - 140 90 - 140 100 - 140 100 - 130 80 - 130 90 - 140

85 - 120 80 - 120 90 - 130 80 - 110 80 - 120 80 - 110

90 - 120 80 - 120 85 - 125 90 - 110 75 - 115 90 - 125

80 - 120 80 - 110 80 - 110 80 - 110 80 - 115 80 - 100

110 - 150 80 - 100 90 - 115 110 - 140 110 - 140 110 - 130

60 - 80 60 - 80 75 - 100 80 - 100 70 - 110 80 - 100

Salaries in 000

Salaries in 000

Salaries in 000

ProjectEngineer(EPCM)

DesignManager/Chief Drafter

Senior Design

DrafterDesign Drafter

Piping

Designer

Senior ProjectEngineer(EPCM)

Design

Engineer

SeniorDesignEngineer

Project

Manager

Principal/LeadEngineer

Engineering

Manager

ProjectEngineer(Civil/Mech/Elec)

ContractsManager

PlanningManager

SeniorEstimator

ConstructionManager/Superintendent

ProjectManager

Safety

Advisor

Site

Engineer(Civil/Mech/Elec)

Site

SupervisorPlanner

Contracts

AdministratorEstimator



36/36

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transmission of all or part of this work, whether by photocopying or storing in any medium by electronic means or otherwise, without the writtenpermission of the owner, is prohibited. The commission of any unauthorised act in relation to the work may result in civil or criminal actions.

Australia

New South Wales

Sydney

Chifley Tower T: 02 8226 9600O'Connell Street T: 02 9249 2200

Spring Street T: 02 9221 5852

City South T: 02 9280 3577

North Sydney T: 02 9957 5733

Chatswood T: 02 9411 8122

Parramatta T: 02 9635 1133

Liverpool T: 02 9601 8822

Burwood T: 02 9744 3344

Hurstville T: 02 9580 8333

Newcastle T: 02 4925 3663

Wollongong T: 02 4222 0100

Victoria

Melbourne

360 Collins St T: 03 9604 9604

410 Collins St T: 03 8638 8400St Kilda Rd T: 03 9804 5313

Mulgrave T: 03 8562 4250

Moonee Ponds T: 03 9326 2149

Camberwell T: 03 9946 3500

Geelong T: 03 5226 8000

Queensland

Brisbane

Brisbane T: 07 3243 3000

Brisbane City T: 07 3231 2600

Mt. Gravatt T: 07 3349 6563

Ipswich T: 07 3817 1900

Gold Coast T: 07 5571 0751

Townsville T: 07 4771 5100

Maroochydore T: 07 5412 1100

Chermside T: 07 3259 4900

ACT

Canberra T: 02 6257 6344

Western Australia

Perth T: 08 9254 4595

South Australia

Adelaide T: 08 8231 0820

Tasmania

Hobart T: 03 6234 9554

Launceston T: 03 6333 9400

Northern Territory

Darwin T: 08 8943 6000

New Zealand

Auckland T: 09 377 4774

North Auckland T: 09 917 8824

South Auckland T: 09 525 1333

Wellington T: 04 471 4490

Christchurch T: 03 377 6656

Our international reach -

operating in 30 countries

Australia

Austria

Belgium

Brazil

Canada

China

Czech Republic

Denmark

France

Germany

Hong Kong

Hungary

India

Ireland

Italy

Japan

Luxembourg

Mexico

Netherlands

New Zealand

Poland

Portugal

Russia

Singapore

Spain

Sweden

Switzerland

United Arab Emirates

United States

United Kingdom

hays salary guide 2011

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