hayssalaryguide 2010 au eng mfg res
TRANSCRIPT
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THE 2010 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 invaluablefeedback, which we feel has contributed tomaking this the most accurate and up to datesurvey of its kind in Australia and New
Zealand. A list of all contributors who kindlygave their permission to be named asparticipants can be found on our website.
This survey is reproduced in full in PDF formaton our website –hays.com.au and hays.net.nz
Feedback
We welcome any feedback or commentsregarding this survey 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
office or to:HaysLevel 11, The Chifley Tower, 2 Chifley SquareSydney NSW 2000
Disclaimer
The Hays Salary Survey is representative of avalue added service to our clients, prospectiveclients and candidates. Whilst every care istaken in the collection and compilation ofdata, the survey is interpretive and indicative,not conclusive. Therefore information should
be used as a guideline only and should not bereproduced in total or by section withoutwritten prior permission from Hays.
HAYS AUSTRALIA & NEW ZEALAND
10,000+PEOPLE PLACED IN PERMANENT JOBS EACH YEAR
8,500+TEMPORARY AND CONTRACT STAFF ENGAGED EACH WEEK
670+CONSULTANTS IN AUSTRALIA & NEW ZEALAND
36LOCATIONS ACROSS AUSTRALIA & NEW ZEALAND
33+YEARS OF EXPERIENCE
2010 Hays Salary Guide | 3
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4 | 2010 Hays Salary Guide
THE BEST
DECISIONSARE INFORMEDDECISIONS
“There is new optimism in the market with 67 per centof employers surveyed predicting the economy willstrengthen in the next 6 to 12 months. This is in stark
contrast to this time last year when only 6 per centthought the economy would improve. This increasedconfidence is further illustrated by 45 per cent ofrespondents intending to increase permanentheadcount and 22 per cent expecting to increasetheir use of temporary and contract staff. A verydifferent picture to this time last year.”
Nigel Heap, Managing Director of Hays Asia Pacific
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2010 Hays Salary Guide | 5
SECTION ONE
MARKET OVERVIEW& TRENDSResults gained from over 1,800 employersthroughout Australia and New Zealand.
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6 | 2010 Hays Salary Guide
Market Overview & Trends Salary Policy
1. On average in your last review,by what percentage did youincrease salaries?
Across all industries
Less than 3%
From 3% to 6%
From 6% to 10%
More than 10%
62%
29%
6%3%
For specific industries
77%
10%
13%
Advertising & Media
64%
4%5%
27%
Construction, Property & Engineering
68%
2%4%
26%
Financial Services
63%
2%5%
30%
Hospitality, Travel & Entertainment
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2010 Hays Salary Guide | 7
Salary Policy Market Overview & Trends
1. On average in your last review,by what percentage did youincrease salaries? continued...
For specific industries
56%
4%8%
32%
Mining & Resources
60%
4%
10%
26%
Professional Services
43%
1%4%
52%
Public Sector
66%
2%5%
27%
Retail
78%
1%2%
19%
Transport & Distribution
62%
1%4%
33%
Other
72%
8%
20%
IT & Telecommunications
67%
2%5%
26%
Manufacturing
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8 | 2010 Hays Salary Guide
Market Overview & Trends Salary Policy
2. When you next review, bywhat percentage do youintend to increase salaries?
Across all industries
Less than 3%
From 3% to 6%
From 6% to 10%
More than 10%
43%
47%
8% 2%
For specific industries
69%
5%
26%
Advertising & Media
43%
3%10%
44%
Construction, Property & Engineering
44%
1%7%
48%
Financial Services
54%
5%
41%
Hospitality, Travel & Entertainment
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2010 Hays Salary Guide | 9
Salary Policy Market Overview & Trends
2. When you next review, bywhat percentage do youintend to increase salaries?continued...
For specific industries
28%
3%
15%
54%
Mining & Resources
36%
2%8%
54%
Professional Services
47%
1%1%
51%
Public Sector
52%
1%
47%
Retail
51%
2%4%
43%
Transport & Distribution
53%
4%
43%
Other
57%
7%
36%
IT & Telecommunications
46%
1%4%
49%
Manufacturing
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10 | 2010 Hays Salary Guide
Market Overview & Trends Salary Policy
3. Does your company offerflexible salary packaging?
Yes
No
79% 21%
0% 20% 40% 60% 80% 100%
4. What is your company’sFringe Benefits Tax policy?(Australia only)
Employer bearsFBT costEmployee bearsFBT costCost shared betweenEmployer & Employee
Other
52%
31%
12%
5%
Of those who answered yes, thefollowing benefits were indicatedas being commonly offered to...
14% 9% 27% 50%
30% 14% 22% 34%
33% 5% 9% 53%
35% 14% 16% 35%
57% 8% 13% 22%
86% 4% 3% 7%
15% 5% 14% 66%
38% 7% 10% 45%
All Employees More than 50% Less than 50% Few Employees
Car
Bonuses
Private Health Insurance
Parking
Salary Sacrifice
Superannuation
Private Expenses
Other
Across all industries
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2010 Hays Salary Guide | 11
Recruitment Trends Market Overview & Trends
5. Over the last 12 months, havepermanent staff levels in yourdepartment...
For specific departments
26%
50%
24%
Accountancy & Finance
39%
32%
29%
Engineering
30%
47%
23%Human Resources
43%
32%
25%
Information Technology
30%
45%
25%
Marketing
38%
35%
27%
Operations
Across all departments
25%33% 42%
0% 20% 40% 60% 80% 100%
Increased
Decreased
Remained the same
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12 | 2010 Hays Salary Guide
Market Overview & Trends Recruitment Trends
6. Over the coming year, do you
expect permanent stafflevels to...
Across all departments
9%45% 46%
0% 20% 40% 60% 80% 100%
Increase
Decrease
Remain the same
For specific departments 40%
43%
17%
Purchasing
39%
30%
31%
Sales
37%
40%
23%
Other
For specific departments
29%
62% 9%
Accountancy & Finance
60%
31%
9%
Engineering
5. Over the last 12 months, havepermanent staff levels in yourdepartment... continued...
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2010 Hays Salary Guide | 13
Recruitment Trends Market Overview & Trends
6. Over the coming year, do youexpect permanent stafflevels to... continued...
For specific departments 48%
45%
7%
Human Resources
36%
46%
18%
Information Technology
40%
55%
5%
Marketing
50%
39%
11%
Operations
57%
37%
6%
Purchasing
43%
49%
8%
Sales
52%
40%
8%
Other
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14 | 2010 Hays Salary Guide
Market Overview & Trends Recruitment Trends
7. If you expect staffing levels toincrease, 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%
8. How often do you employ
temporary/contract staff?
Across all departments
47%20% 33%
0% 20% 40% 60% 80% 100%
Regular ongoing basis
Special projects/WorkloadsExceptionalcircumstances/Never
For specific departments
12%
42%
46%
Accountancy & Finance
29%25%
46%
Engineering
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2010 Hays Salary Guide | 15
Recruitment Trends Market Overview & Trends
8. How often do you employtemporary/contract staff?continued...
For specific departments
18%
30%
52%
Human Resources
30%29%
41%
Information Technology
10%
30%
60%
Marketing
24%
31%
45%
Operations
7%
20%
73%
Purchasing
14%
47%
39%
Sales
25%29%
46%
Other
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16 | 2010 Hays Salary Guide
Market Overview & Trends Recruitment Trends
9. In the next 12 months, do youexpect your use oftemporary/contract staff to...
Across all departments
9%22% 69%
0% 20% 40% 60% 80% 100%
Increase
Decrease
Remain the same
For specific departments
12%
80%
8%
Accountancy & Finance
37%
56%
7%
Engineering
20%
70%
10%
Human Resources
25%
64%11%
Information Technology
25%
60%
15%
Marketing
25%
63% 12%
Operations
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2010 Hays Salary Guide | 17
Recruitment Trends Market Overview & Trends
9. In the next 12 months, do youexpect your use oftemporary/contract staff to...continued...
For specific departments
10%
73%
17%
Purchasing
29%
65%6%
Sales
24%
67%
9%
Other
10. In skill-short areas, would
you consider employing orsponsoring a qualifiedoverseas candidate?
Yes
No
59% 41%
0% 20% 40% 60% 80% 100%
11. For which areas have yourecently found it difficultto recruit?
10% 4%
12% 9%
2% 1%
4% 2%
10% 7%
2% 1%
6% 4%
10% 5%
7% 3%
Junior to Mid Management Senior Management
Accountancy & Finance
Engineering
Human Resources
IT
Operations
Purchasing
Sales & Marketing
Technical
Other
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18 | 2010 Hays Salary Guide
Market Overview & Trends Human Resources Trends
12. Has overtime/extra hours inyour organisation over thelast 12 months...
Increased
Decreased
Remained the same
26%
14%60%
13. For non-award staff in your
organisation, isovertime/extra hoursworked...
Paid
Unpaid
27%
73%
If increased, by how much?
21% 41% 46%
37% 11% 5%
31% 23% 10%
11% 25% 39%
Per Week Month End Year End
None
5 Hours or Less
5 - 10 Hours
More than 10 Hours
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2010 Hays Salary Guide | 19
Human Resources Trends Market Overview & Trends
14. Is it your policy to counter-offer staff when they resign?
Yes
Sometimes
No
1%
39%
60%
Of those you counter-offered,on average , did they....
Stay less than3 months
Stay 3 – 12 months
Stay longer than12 months
Leave anyway
4%
19%
33%
44%Across all industries
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20 | 2010 Hays Salary Guide
Market Overview & Trends Economic Outlook
15. In the past 12 months, hasbusiness activity...
Across all industries
Increased
Decreased
Remained the same
56%
23%
21%
For specific industries 50%
18%
32%
Advertising & Media
51%
21%
28%
Construction, Property & Engineering
58%
27%
15%
Financial Services
53%
18%
29%
Hospitality, Travel & Entertainment
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2010 Hays Salary Guide | 21
Economic Outlook Market Overview & Trends
For specific industries
62%
18%
20%
Mining & Resources
54%
22%
24%
Professional Services
67%
28%
5%
Public Sector
55%
18%
27%
Retail
54%
22%
24%
Transport & Distribution
58%
23%
19%
Other
59%
20%
21%
IT & Telecommunications
53%
17%
30%
Manufacturing
15. In the past 12 months, hasbusiness activity... continued...
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22 | 2010 Hays Salary Guide
Market Overview & Trends Economic Outlook
16. What are the key factorsdriving your business activity?
17. Do you see the general
outlook for the economyin the forthcoming6-12* months as...
*This data was collected during March 2010.
30% 3%67%
0% 20% 40% 60% 80% 100%
Strengthening
Static
Weakening
14%
41%
45%
Interest Rates
13%
51%
36%
Currency/Forex Rates
38%
19%
43%
Consumer Confidence
30%
39%
31%
Capex Investment(by customers)
Significant impact
Some impact
No impact
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2010 Hays Salary Guide | 23
SECTION TWO
SALARY INFORMATION
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24 | 2010 Hays Salary Guide
USINGOUR
SALARYTABLES
175 220 260
140 - 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
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Construction & Engineering
AustraliaMarket changes
Not since the 1980’s has Australia’s architecture, engineering andconstruction industries experienced such significant market changes asthose experienced in 2009. Last year, private sector construction projectsand investment was extremely low, hitting New South Wales, Queenslandand Victoria the hardest. Western Australia was somewhat protected by anumber of projects close to completion, but the forecast of new workand commercial building approvals in not just that state but all ofAustralia was very bleak.
A remedy to this dismal outlook came in the form of the FederalGovernment’s stimulus package, which funded upgrades to most schoolsacross Australia. Billions of dollars was pumped into the building industry.
This created thousands of jobs and successfully stimulated theconstruction industry.
By the first quarter of 2010, the shift was in full swing. Private sectorprojects were awarded and demand continued to rise in housing inresponse to extremely high population growth. Also helping the marketturn a corner was the strength of infrastructure and rail, fuelled byprivate, state and federal government investment, especially in Victoriaand New South Wales.
In early 2010, Western Australia and South Australia also felt the benefitsof the upturn as, for the first time in 18 months, employers recruited inanticipation of tender wins. While some hesitancy from developers existsdue to finances, overall confidence is returning for all states.
Looking ahead, Australia’s engineering and construction sectors will beboosted by the billion dollar national broadband roll out. It commenced
in Tasmania in late 2009 and has already led to the state experiencing itsstrongest project volumes in many years.
Architecture and engineering consultancies are also making their wayback to positive territory. They benefited from the stimulus packages andare enjoying the fact there are projects to tender for.
Changes in recruitment practices
In 2009 recruitment practices were simply frozen, but a dramatic reversalcame from organisations that were awarded education stimulus packagework. For these companies, recruitment activity became frenzied andcandidates with educational expertise were in high demand. Employershad to act quickly to resource their teams and it was not uncommon foran offer of employment to be made during an interview. This was mostobvious when recruiting Foremen/women and Site Supervisors.
The use of contractors and fixed-term contractors also rose over the year,
while there was a 180 degree swing in power from employees toemployers. As the broader economic recovery takes hold, the demand forpermanent employees is rising. This has already been noted in the firstquarter of 2010, and as recruitment activity continues to grow it is likely tosignal the return of power back to candidates.
Positions in demand
Engineering demand exists for 12d Engineers, Senior Structural Drafters,Senior Civil Design Engineers and professionals that can develop newbusiness. In building services the scarcity of fire safety specialists andSenior Engineers remain. Water and environment projects continue toincrease, which has created demand at the entry level, with industrytraining essential.
The architecture market needs Revit or Codebook software professionalsas well as candidates with construction documentation and contractadministration skills. Demand for professionals with expertise inresidential has increased. So too has the need for healthcare experienceas a result of the Federal Government’s health reform plan.
In construction, Contract Administrators and Estimators continue to be indemand. Infrastructure, rail and water professionals are also needed inresponse to national and state project approvals.
Public sector
The initial surge of stimulus funded projects led to an increase intemporary contracts within architecture, project and developmentmanagement for housing and education projects.
Engineering and planning consultancies and construction firms have ledthe job market’s recovery by quickly staffing up. This has reduced thenumber of candidates available to public sector organisations. As a result,suitably qualified and experienced candidates are becoming scarce,although we do expect more to enter the job market after remaining in arole in the early part of the year. The public sector will have to movequickly with their recruitment processes in order to secure thesecandidates ahead of the private sector.
Town Planners and Civil Engineers, Designers and Drafters remain in highdemand as the contract market improves. Demand is also increasing forBuilding Surveyors, Environmental Health Officers and those with waterengineering experience.
Salary movements
In architecture, there were some cases of small upwards movements atthe graduate level. No significant increases occurred to engineering orconstruction salaries, however this is expected to change as organisationswith leaner resources begin to win work and act to attract and retainsought after expertise.
Advice to candidates
Despite the turbulent last 18 months, things are looking very positive.There has been a huge trend to downsize and cut back over the past 12months, but with the market back on track good employers are makingstrategic hires. Make sure you demonstrate commitment, have good
references and move for the right long-term reasons.
New ZealandMarket changes
New Zealand’s construction industry felt the full force of the GFC. A numberof major commercial projects were in full swing at the time, and this provideda small buffer. But the pain was still felt across the industry and manyoperations closed down or made large numbers of employees redundant.With these projects now coming to an end, the hope is that additionalinfrastructure investment will be the catalyst for a broader industry bounceback and more finance will be available for private investment.
Changes to recruitment practices
Given the current availability of candidates, employers have higherexpectations. Consequently the recruitment process has slowed asemployers locate the best fit. If a candidate does not tick every box theywill not be considered, which contrasts with practices 18 months ago.
Positions in demand
Infrastructure projects have supported the construction industry and thisis where the greatest demand for candidates exists. Roads, Traffic andTransport Engineers with major project experience are in demand at asenior level, while Estimators and Quantity Surveyors with relevant sectorand project experience are also needed.
Salary movements
Salaries across New Zealand’s construction sector remained static. Wewitnessed a slight decrease in some salaries, such as for Senior QuantitySurveyors. But there were also cases of employers offering a packageabove the current market level in order to secure top talent. As a result,the strength of their team improved.
In general though, employers remain conscious of the relative abundance
of candidates, which in theory should suppress salary increases.
Advice to candidates
Local market or project knowledge and experience are critical to secure arole at present. It is important to be flexible in your salary and locationrequirements since fewer opportunities are available. It is advisable toaccept temporary or contract opportunities until the market improves.
2010 Hays Salary Guide | 107
“Infrastructure projects have supported the construction industryand this is where the greatest demand for candidates exists.”
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108 | 2010 Hays Salary Guide
Architecture
Notes
• Australian salaries include superannuation • New Zealand salaries do not include superannuation• New Zealand salaries are represented in New Zealand Dollars
40 - 45 45 - 60 60 - 90 40 - 45 45 - 60
40 - 45 45 - 55 55 - 75 40 - 45 45 - 60
43 - 50 45 - 65 60 - 90 39 - 50 45 - 60
45 - 50 45 - 60 60 - 85 40 - 45 45 - 55
40 - 50 50 - 65 65 - 85 40 - 45 45 - 65
38 - 43 44 - 55 55 - 90 38 - 45 45 - 55
40 - 55 55 - 65 65 - 90 35 - 50 50 - 65
40 - 45 45 - 70 70 - 90 38 - 45 45 - 65
35 - 40 40 - 60 50 - 80 35 - 40 55 - 60
40 - 55 50 - 60 65 - 90 35 - 55 50 - 65
35 - 45 50 - 70 75 - 90 35 - 45 45 - 60
30 - 50 50 - 70 60 - 90 30 - 35 40 - 50
Graduate
Architect
Architect
2-5 Years
Architect
5-10 Years
GraduateInteriorDesigner
InteriorDesigner2-5 Years
NSW - Sydney
NSW - Regional
VIC - Melbourne
QLD - Brisbane & Gold Coast
QLD - Regional
SA - Adelaide
WA - Perth
ACT - Canberra
TAS - Hobart
NT - Darwin
NZ - Auckland
NZ - Chch/Wellington
Architecture
60 - 85 45 - 65 45 - 85 50 - 100
55 - 80 45 - 65 45 - 65 45 - 85
60 - 90 45 - 75 45 - 80 45 - 120
55 - 85 40 - 60 45 - 90 55 - 120
65 - 80 40 - 60 45 - 85 45 - 110
60 - 100 35 - 60 50 - 90 45 - 100
65 - 90 45 - 85 45 - 90 50 - 95
55 - 95 35 - 55 45 - 85 40 - 85
50 - 80 30 - 55 35 - 75 40 - 80
55 - 75 45 - 65 45 - 80 50 - 85
65 - 100 35 - 90 45 - 95 50 - 100
55 - 80 35 - 70 40 - 80 45 - 80
Interior Designer5-10 Years
CAD Drafter LandscapeArchitect
Town/UrbanPlanner
NSW - Sydney
NSW - Regional
VIC - Melbourne
QLD - Brisbane & Gold Coast
QLD - Regional
SA - Adelaide
WA - Perth
ACT - Canberra
TAS - Hobart
NT - Darwin
NZ - Auckland
NZ - Chch/Wellington
Salaries in ‘000
Salaries in ‘000
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2010 Hays Salary Guide | 109
Engineering
Notes
• Australian salaries include superannuation • New Zealand salaries do not include superannuation• New Zealand salaries are represented in New Zealand Dollars
Building ServicesDesign Consultancy
Building ServicesContractor
45 - 70 75 - 100 45 - 60 60 - 100 110 - 150 150 - 210
45 - 60 65 - 75 50 - 65 60 - 90 110 - 150 150+
40 - 60 65 - 85 45 - 70 65 - 100 100 - 140 140+
35 - 65 65 - 95 50 - 70 70 - 120 120 - 150 150+
35 - 65 65 - 90 40 - 60 60 - 110 95 - 130 130+
40 - 55 65 - 85 40 - 60 60 - 85 100 - 140 140+
40 - 65 70 - 95 55 - 70 70 - 100 100 - 140 140+
40 - 50 50 - 85 55 - 65 70 - 90 100 - 120 130+
30 - 40 50 - 75 40 - 60 55 - 90 75 - 110 120+
40 - 60 65 - 90 45 - 65 65 - 85 100 - 150 140+
40 - 70 70 - 100 40 - 70 75 - 95 100 - 120 110+
35 - 65 55 - 80 40 - 60 55 - 90 100 - 120 110+
Principal/
Director
Associate/ SeniorAssociate
Intermediate
-SeniorDesign Engineer
Graduate/ Entry-levelDesign Engineer
CAD
Manager
CAD Drafter- DesignDrafter
NSW - Sydney
NSW - Regional
VIC - Melbourne
QLD - Brisbane & Gold Coast
QLD - Regional
SA - Adelaide
WA - Perth
ACT - Canberra
TAS - Hobart
NT - Darwin
NZ - Auckland
NZ - Chch/Wellington
75 - 90 75 - 150 90 - 130 120 - 150 150 - 180 140 - 200
60 - 70 65 - 85 90 - 100 110 - 130 120 - 150 120 - 180
65 - 80 65 - 120 90 - 130 100 - 150 120 - 170 120 - 190
60 - 100 65 - 140 85 - 130 100 - 165 150 - 225 140 - 190
60 - 90 60 - 140 90 - 120 100 - 145 110 - 150 110 - 150
50 - 75 55 - 95 60 - 120 80 - 150 110 - 140 120 - 160
75 - 90 60 - 85 80 - 100 90 - 120 110 - 150 110 - 150
60 - 70 60 - 80 75 - 100 90 - 120 100 - 140 100 - 140
50 - 70 50 - 65 60 - 90 80 - 120 120 - 140 90 - 140
70 - 80 60 - 85 100 - 130 120 - 160 140 - 170 130 - 160
50 - 70 50 - 70 75 - 90 85 - 120 90 - 120 100 - 160
50 - 65 50 - 70 70 - 90 80 - 100 90 - 120 100 - 140
BuildingServicesManager
OperationsManager
SeniorProjectManager
ProjectManager
Estimator -SeniorEstimator
Foreperson/ Supervisor
NSW - Sydney
NSW - Regional
VIC - Melbourne
QLD - Brisbane & Gold Coast
QLD - Regional
SA - Adelaide
WA - Perth
ACT - Canberra
TAS - Hobart
NT - Darwin
NZ - Auckland
NZ - Chch/Wellington
Salaries in ‘000
Salaries in ‘000
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110 | 2010 Hays Salary Guide
Engineering
Notes
• Australian salaries include superannuation • New Zealand salaries do not include superannuation• New Zealand salaries are represented in New Zealand Dollars
40 - 80 60 - 100 60 - 140 65 - 120
35 - 60 40 - 75 50 - 90 50 - 90
35 - 70 45 - 85 60 - 110 65 - 120
40 - 75 50 - 90 60 - 130 80 - 140
40 - 65 50 - 85 60 - 130 80 - 140
40 - 55 50 - 65 45 - 80 50 - 80
40 - 70 55 - 120 55 - 110 65 - 120
40 - 60 45 - 80 55 - 110 65 - 120
40 - 60 45 - 65 55 - 95 70 - 105
40 - 55 50 - 90 60 - 105 80 - 120
45 - 70 50 - 75 65 - 110 75 - 120
35 - 55 40 - 65 50 - 100 60 - 110
DrafterCivil Designer
Drafter
Civil/Structural
Engineer
Client SideRepresentative/ Resident Engineer
NSW - Sydney
NSW - Regional
VIC - Melbourne
QLD - Brisbane & Gold Coast
QLD - Regional
SA - Adelaide
WA - Perth
ACT - Canberra
TAS - Hobart
NT - Darwin
NZ - Auckland
NZ - Chch/Wellington
55 - 140 120 - 160 160+
50 - 100 120 - 140 140+
50 - 100 110 - 140 150+
65 - 130 120 - 160 150+
70 - 120 120 - 150 150+
60 - 100 100 - 130 150+
80 - 140 120 - 160 150+
55 - 110 90 - 130 120+
70 - 110 100 - 140 120+
60 - 110 110 - 140 150+
60 - 110 100 - 150 115+
50 - 100 90 - 130 100+
Structural/Civil ProjectEngineer
Associate Group Manager/ Principal
NSW - Sydney
NSW - Regional
VIC - Melbourne
QLD - Brisbane & Gold Coast
QLD - Regional
SA - Adelaide
WA - Perth
ACT - Canberra
TAS - Hobart
NT - Darwin
NZ - Auckland
NZ - Chch/Wellington
90 - 120 90 - 120 90 - 115 90 - 120 95 - 130
70 - 95 70 - 90 50 - 80 75 - 100 75 - 105
85 - 120 80 - 120 65 - 95 90 - 120 80 - 110
80 - 120 75 - 100 65 - 90 85 - 120 75 - 120
80 - 120 75 - 100 65 - 90 85 - 120 75 - 110
75 - 90 65 - 95 60 - 80 75 - 110 75 - 100
80 - 110 80 - 100 65 - 85 90 - 110 80 - 100
70 - 100 65 - 90 60 - 80 70 - 95 65 - 95
85 - 120 80 - 120 65 - 95 90 - 130 80 - 110
80 - 110 80 - 100 65 - 85 90 - 110 80 - 100
65 - 95 65 - 95 50 - 80 70 - 110 65 - 100
55 - 80 65 - 95 50 - 70 70 - 110 80 - 110
Signalling
Designers
Signalling
Supervisors
SignallingMaintenanceTechnicians
Permanent
Way Designers
Permanent
Way Track
NSW - Sydney
NSW - Regional
VIC - Melbourne
QLD - Brisbane & Gold Coast
QLD - Regional
SA - Adelaide
WA - Perth
ACT - Canberra
TAS - Hobart
NT - Darwin
NZ - Auckland
NZ - Chch/Wellington
Rail Infrastructure
Civil & Structural
Salaries in ‘000
Salaries in ‘000
Salaries in ‘000
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2010 Hays Salary Guide | 111
Construction
Notes
• Australian salaries include superannuation • New Zealand salaries do not include superannuation• New Zealand salaries are represented in New Zealand Dollars
65 - 75 75 - 120 50 - 70 70 - 110 100 - 180
50 - 65 60 - 105 50 - 70 50 - 80 90 - 150
45 - 65 70 - 130 50 - 70 70 - 110 90 - 150
50 - 60 70 - 100 55 - 75 75 - 110 90 - 170
55 - 65 70 - 100 55 - 75 70 - 100 100 - 150
50 - 70 75 - 110 45 - 65 55 - 90 90 - 140
60 - 70 90 - 120 60 - 80 80 - 120 120 - 180
50 - 65 65 - 90 55 - 65 60 - 90 80 - 120
40 - 60 60 - 75 45 - 65 60 - 90 70 - 100
55 - 70 75 - 110 55 - 75 70 - 100 100 - 150
45 - 55 55 - 70 45 - 65 65 - 85 80 - 120
40 - 55 50 - 70 45 - 70 70 - 90 80 - 120
Leading Hand Foreperson Site EngineerProject
Engineer
Project
Manager
NSW - Sydney
NSW - Regional
VIC - Melbourne
QLD - Brisbane & Gold Coast
QLD - Regional
SA - Adelaide
WA - Perth
ACT - Canberra
TAS - Hobart
NT - Darwin
NZ - Auckland
NZ - Chch/Wellington
80 - 150 140 - 250 55 - 80 90 - 140 90 - 130
65 - 90 95 - 160 55 - 80 70 - 95 90 - 120
80 - 180 130 - 200 60 - 80 80 - 130 85 - 125
80 - 140 120 - 220 65 - 85 75 - 140 100 - 140
80 - 120 125 - 200 50 - 80 80 - 125 100 - 125
70 - 100 120 - 180 55 - 80 80 - 120 60 - 110
100 - 180 150 - 200 65 - 80 90 - 130 100 - 150
70 - 100 90 - 170 50 - 70 70 - 100 80 - 125
60 - 95 100 - 160 40 - 60 60 - 90 70 - 120
80 - 120 125 - 200 50 - 80 80 - 140 100 - 130
45 - 120 90 - 160 45 - 60 75 - 120 100 - 150
60 - 100 85 - 140 55 - 75 70 - 90 90 - 125
Estimator ConstructionManager
ContractsAdministrator/ Qty Surveyor - Junior
ContractsAdministrator/ Qty Surveyor - Senior
DesignManager
NSW - Sydney
NSW - Regional
VIC - Melbourne
QLD - Brisbane & Gold Coast
QLD - Regional
SA - Adelaide
WA - Perth
ACT - Canberra
TAS - Hobart
NT - Darwin
NZ - Auckland
NZ - Chch/Wellington
Construction Civil
Salaries in ‘000
Salaries in ‘000
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112 | 2010 Hays Salary Guide
Construction
Notes
• Australian salaries include superannuation • New Zealand salaries do not include superannuation• New Zealand salaries are represented in New Zealand Dollars
170 - 250 45 - 75 75 - 130 120 - 170 100 - 180
100 - 160 40 - 75 70 - 95 110 - 170 75 - 110
160 - 250 45 - 80 80 - 150 120 - 180 110 - 180
140 - 250 40 - 85 90 - 150 100 - 175 90 - 165
125 - 200 50 - 80 85 - 120 100 - 120 100 - 150
120 - 180 40 - 60 60 - 110 70 - 110 75 - 110
150 - 250 55 - 75 100 - 150 100 - 130 100 - 150
140 - 180 45 - 70 70 - 120 80 - 120 90 - 150
90 - 120 40 - 60 60 - 90 70 - 110 80 - 120
125 - 200 50 - 80 85 - 120 100 - 120 110 - 150
120 - 160 40 - 60 80 - 120 85 - 120 65 - 95
110 - 150 35 - 50 75 - 120 80 - 115 70 - 110
ConstructionManager
ContractsAdministrator/ Qty Surveyor - Junior
ContractsAdministrator/ Qty Surveyor - Senior
DesignManager
Site Manager
NSW - Sydney
NSW - Regional
VIC - Melbourne
QLD - Brisbane & Gold Coast
QLD - Regional
SA - Adelaide
WA - Perth
ACT - Canberra
TAS - Hobart
NT - Darwin
NZ - Auckland
NZ - Chch/Wellington
Construction Building
55 - 80 75 - 115 50 - 75 90 - 130 120 - 200 70 - 170
55 - 70 65 - 105 50 - 70 65 - 100 90 - 150 60 - 110
65 - 80 70 - 110 50 - 80 80 - 130 120 - 200 70 - 150
50 - 70 65 - 125 50 - 80 80 - 130 110 - 200 70 - 180
60 - 70 75 - 100 50 - 80 80 - 110 120 - 185 80 - 120
50 - 70 70 - 110 40 - 60 60 - 90 80 - 150 70 - 120
60 - 70 75 - 100 60 - 75 80 - 120 150 - 200 90 - 150
60 - 80 70 - 110 65 - 75 80 - 130 100 - 150 80 - 130
40 - 60 50 - 75 60 - 75 60 - 90 80 - 150 70 - 120
60 - 70 75 - 100 50 - 80 80 - 110 120 - 185 80 - 120
45 - 55 55 - 70 60 - 75 65 - 90 85 - 130 60 - 120
44 - 60 55 - 70 55 - 75 60 - 80 90 - 110 80 - 110
EstimatorProject
Manager
Project
Engineer
Site
EngineerForeperson
Leading
Hand
NSW - Sydney
NSW - Regional
VIC - Melbourne
QLD - Brisbane & Gold Coast
QLD - Regional
SA - Adelaide
WA - Perth
ACT - Canberra
TAS - Hobart
NT - Darwin
NZ - Auckland
NZ - Chch/Wellington
Salaries in ‘000
Salaries in ‘000
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2010 Hays Salary Guide | 113
Construction
Notes
• Australian salaries include superannuation • New Zealand salaries do not include superannuation• New Zealand salaries are represented in New Zealand Dollars
60 - 100 60 - 90 100 - 120 75 - 95 50 - 95
60 - 100 55 - 80 75 - 100 65 - 85 38 - 90
50 - 80 50 - 80 75 - 90 50 - 80 50 - 80
60 - 100 60 - 90 75 - 120 60 - 95 45 - 95
45 - 70 45 - 65 60 - 120 60 - 95 45 - 70
45 - 60 40 - 60 60 - 75 60 - 75 45 - 80
60 - 70 45 - 60 60 - 90 60 - 70 45 - 75
55 - 95 50 - 80 N/A N/A 45 - 90
45 - 70 50 - 80 N/A N/A 40 - 70
45 - 70 45 - 65 60 - 120 60 - 95 45 - 70
45 - 100 40 - 90 80 - 150 70 - 120 50 - 100
60 - 80 50 - 80 80 - 120 60 - 80 55 - 90
Traffic
EngineerCivil Designer
Civil Project
ManagerAsset Manager Town Planner
NSW - Sydney
NSW - Regional
VIC - Melbourne
QLD - Brisbane & Gold Coast
QLD - Regional
SA - Adelaide
WA - Perth
ACT - Canberra
TAS - Hobart
NT - Darwin
NZ - Auckland
NZ - Chch/Wellington
Local Government
50 - 65 45 - 60 55 - 95 80 - 110 50 - 125
50 - 60 40 - 50 55 - 85 70 - 100 40 - 115
60 - 90 40 - 60 55 - 100 60 - 110 50 - 100
55 - 90 45 - 60 65 - 100 65 - 110 50 - 80
55 - 85 45 - 60 65 - 100 65 - 110 50 - 80
50 - 65 40 - 55 50 - 70 60 - 85 50 - 70
50 - 65 45 - 55 50 - 60 60 - 90 45 - 60
N/A N/A N/A N/A N/A
N/A N/A N/A N/A N/A
55 - 85 45 - 60 65 - 100 65 - 110 50 - 80
50 - 85 40 - 55 60 - 85 60 - 110 70 - 100
50 - 70 40 - 60 60 - 80 60 - 90 70 - 100
BuildingSurveyor
FacilitiesCoordinator
FacilitiesManager
ProjectManager
PropertyManager
NSW - Sydney
NSW - Regional
VIC - Melbourne
QLD - Brisbane & Gold Coast
QLD - Regional
SA - Adelaide
WA - Perth
ACT - Canberra
TAS - Hobart
NT - Darwin
NZ - Auckland
NZ - Chch/Wellington
Salaries in ‘000
Salaries in ‘000
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Manufacturing & Operations
Market changes
The arrival of the 2009/10 financial year brought a degree of stability toa manufacturing industry which had suffered hard nationally. Towards theend of 2009 vacancy activity began to increase slowly amid positivesentiment and new projects in the resources sector in both WesternAustralia and Queensland. Add the continued growth of China’s exportdemand and an increase in the number of R&D temporary roles in early2010, and the manufacturing industry is in a far better shape today.Headcount freezes are lifting, recruitment activity is rising and demandfor skilled professionals is slowly returning.
Changes to recruitment practices
Apart from the obvious decline in vacancy activity, recruitment practicesremained unchanged last year. Employers focused on retaining their top
talent, necessary for leading them successfully out of the downturn.
When recruiting today, employers are cautious. They have highexpectations surrounding their ideal candidate’s suitability, experience,qualifications and cultural fit. This is forcing candidates to raise theirstandards across the sector. While this will ultimately improve theindustry, employers that go one step too far and draw out the timeframe,risk losing the right candidates to competitors with more succinctprocesses. Finding the right balance is the key. Employers who follow astructured process, listen to advice from a professional recruiter and actdecisively will take advantage of the recovering market.
Positions in demand
Nationally, a broad range of positions are now in demand asorganisations recruit in response to rising demand for their products.Most notable is the increase in vacancies for Site Managers andProduction Supervisors. Demand is also growing for maintenance
candidates as companies rebuild their maintenance and servicedepartments.
In trades and labour, permanent Mechanical Fitters and MaintenanceManagers are sought.
In a significant national trend, there has been a sudden rise in demandwithin Quality Assurance. Strong candidates who have a provenbackground in continuous improvement and expertise in efficiency arenow sought.
Design, Research and Development and Engineering candidates can beheartened by the first glimpses of stabilisation in their job markets asvacancies become available once again.
Salary movements
In 2009 salaries either fell slightly or remained the same as companiesfocused on reducing costs and productivity. However salaries have nowstarted to improve and we expect increases in the third and fourth quartersof 2010 as competition to retain and recruit top talent ignites. The salariesfor mid-level production candidates are expected to be among the first tomove, specifically for Production Supervisors, Planners and Engineers.Quality Assurance salaries will also rise in response to demand.
We expect rates for Tradespeople to move back to pre-global financialcrisis levels in line with the increased demand for their services. This willoccur quickest in Queensland and Western Australia as the resourcessector bounces back strongly.
Advice to candidatesVacancy activity in Australia’s manufacturing industry continues to easeback to pre-GFC levels, but at a slower pace than initially expected. It istherefore important to be strategic when looking for your next role andfocus your applications on your core skill areas. Rightly or wrongly,employers continue to request candidates with specific skills, rather thantrain people looking to transfer to a new industry sector, so consolidateyour experience and apply for appropriate vacancies.
Maintain realistic expectations. The industry is improving but it doesn’tfollow that demand will be as high as it was in 2007/08. This extends tosalaries. With the exception of candidates with continuous improvementor change management skills, if you expect a significant salary increaseby changing roles you will be disappointed. Instead, focus your jobsearch on finding a position that offers good work conditions.
The industry will continue to improve over the next 12 months with goodcareer opportunities becoming available for experienced candidates.
2010 Hays Salary Guide | 117
“...salaries have now started to improve and we expect increases inthe third and fourth quarters of 2010 as competition to retain and
recruit top talent ignites.”
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118 | 2010 Hays Salary Guide
Manufacturing & Operations
Notes
• All salaries are representative of the total package value• Package includes superannuation
40 - 55 65 - 85 100 - 130 110 - 160 100 - 130
40 - 55 65 - 80 100 - 150 110 - 160 80 - 110
40 - 55 60 - 80 100 - 135 110 - 140 80 - 100
40 - 55 60 - 75 95 - 135 105 - 140 80 - 95
40 - 55 60 - 80 95 - 135 110 - 150 80 - 110
GraduateEngineer(all disciplines)
Production
Supervisor
Engineering
Manager
Operations
Manager
Production
Manager
NSW - Sydney
VIC - Melbourne
QLD - Brisbane
WA - Perth
SA - Adelaide
Product Design& Manufacturing
80 - 120 70 - 90 45 - 70 70 - 100 65 - 85
80 - 120 70 - 90 45 - 70 90 - 120 70 - 90
75 - 110 65 - 90 45 - 70 90 - 120 65 - 90
80 - 120 65 - 90 50 - 70 75 - 110 70 - 90
75 - 110 65 - 90 45 - 60 75 - 110 65 - 85
ProjectEngineer(5yrs+ exp)
Process
EngineerDrafter
Electronics/
Elec Engineer
Design
Engineer
NSW - Sydney
VIC - Melbourne
QLD - Brisbane
WA - Perth
SA - Adelaide
75 - 120 100 - 150 90 - 100 55 - 75 80 - 120
65 - 110 90 - 130 90 - 120 55 - 65 75 - 120
65 - 110 90 - 130 90 - 120 60 - 75 80 - 120
60 - 100 90 - 130 90 - 120 60 - 75 80 - 120
60 - 100 80 - 110 80 - 110 60 - 75 80 - 120
Controls/ AutomationEngineer
R&D ManagerMaintenance
Manager
QA
CoordinatorQA Manager
NSW - Sydney
VIC - Melbourne
QLD - Brisbane
WA - Perth
SA - Adelaide
50 - 60 60 - 70 75 - 80 65 - 80 90 - 110
55 - 65 65 - 75 75 - 80 65 - 85 90 - 110
50 - 60 60 - 70 75 - 80 75 - 90 90 - 110
63 - 75 65 - 80 75 - 80 65 - 85 90 - 110
50 - 60 60 - 70 75 - 80 65 - 80 80 - 100
Maintenance
Fitter
Maintenance
Electrician
Maintenance
Planner
Service
Engineer
Service
Manager
NSW - Sydney
VIC - Melbourne
QLD - Brisbane
WA - Perth
SA - Adelaide
Manufacturing Maintenance
Salaries in ‘000
Salaries in ‘000
Salaries in ‘000
Salaries in ‘000
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Resources & Mining
AustraliaMarket changes
Following a major dent in the confidence of Australia’s resources andmining sector during the economic downturn, this key market is bouncingback. Ultimately, we have seen a comprehensive recovery. Strengtheningcommodity prices across the board and resurgence in demand fromsome of Australia’s key export markets through quarters one and two ofthe 2009/10 financial year resulted in production ramp ups, increasedexploration spending and higher levels of investor activity.
State-by-state, Western Australia is back on its feet. As demandincreases, production levels improve and efficiencies in productionbecome paramount. New projects such as Karara in the state’s mid westare pushing ahead at a rapid pace and projects such as RGP5, Pluto and
CP Mining have created high demand in industrial construction. Theremainder of the state’s sector is full of activity, including heavy industrialdesign which was slow to rebound.
Before the downturn Queensland was our other mining powerhouse. It isalso on track for a strong recovery, with employment rising and the coalexport industry recording record volumes, boosted in no small part bydemand from China.
South Australia was a state to watch before the GFC and will be again. Itis already showing signs of life with several new mining projects indevelopment phase and production expected to commence soon.
Along with key mining projects, new mining infrastructure is also helpingto drive jobs growth. The expansion of Newcastle Port for example hasallowed sites in New South Wales to increase production. Explorationprograms, mine expansions, infrastructure and equipment upgrades,
greenfield developments and the ramping up of care and maintenancesites signal a promising future for the state.
A number of world class projects continue to be developed in theNorthern Territory, where the State Government has actively fostered newprojects. Meanwhile, as momentum changes for the better in Victoria, theappetite for senior strategic candidates has gathered pace and seniorexecutives are testing the market for the first time in 18 to 24 months.
In fact, across the country candidates are again entering the market,encouraged by the return of confidence, investment and project activity.In an industry where vacancy activity is rising but skills are alreadystretched to the limit, the ability to source required skills will againbecome a considerable challenge for employers.
Changes to recruitment practices
In recognition of the market’s improvements, employers are actively
promoting the career path and development they offer to help attractcandidates. Furthermore as candidate shortages emerge, theirrecruitment process is quickening in order to secure top talent.
However companies remain cautious and place heavy emphasis oncultural fit. They are also very selective and only candidates with similarcommodity, mining or equipment experience will be successful.
Providing some short-term relief to imminent skills shortages is the agingpopulation of mining professionals who are working to recoupsuperannuation lost during the GFC, particularly at the statutory andsenior levels. But succession planning still needs to remain a focus, withgraduate to intermediate employees requiring support and developmentto fill senior roles long-term.
Positions in demand
The return of confidence to the market has, not surprisingly, increasedrecruitment activity in most areas of mining. In highest demand acrossAustralia are Mining Engineers at all levels of experience.
In state-specific areas of demand, Western Australia needs explorationcandidates from Geologists to Field Assistants, Mobile PlantOperators/Maintenance Trades in mine production and Maintenance staffin mineral processing.
Darwin is also experiencing a continuing shortage of high-levelMaintenance candidates, and also needs Geologists at all levels. In SouthAustralia it is Civil and Structural Engineers, Mine Geologists and MiningInfrastructure specialists that are needed. In Victoria candidates forstrategic roles, such as Principle Engineers and Team Leaders, are insignificant demand.
In New South Wales Mechanical and Electrical Engineers, open cut andunderground Geotechnical Engineers and Geologists are in demand.Employers are also looking for Project Managers and Engineers across alldisciplines, Mechanical Supervisors and Senior and Lead Structural,Mechanical and Electrical Design Engineers.
Salary movements
In most cases permanent salaries held steady over the last year and bonuseswere awarded, albeit at lower percentages than previously experienced.
FIFO rosters that lengthened throughout 2009 have begun to shorten aspart of an attraction and retention program.
Towards the end of 2010 we expect local talent pools will havediminished, so as new mine developments enter their critical phasesalaries will consequently increase. At this time employers are also likelyto return their attention to interstate and overseas recruitment to help filltheir vacancies.
Advice to candidates
A shortage of technical candidates for design, mining and constructionpositions will present you with significant opportunities to move your careerforward. So be clear and realistic about your goals and your next step.
Ensure that your resume is clear and concise, summarising the positions,employers and key responsibilities you have held.
Consider your options carefully and choose wisely. Ensure you are wellbriefed on the position and research the company, role, rotation,accommodation and overall lifestyle before the interview.
Many employers have gone the extra mile to win work and in returnexpect you to be flexible in terms of work locations. Be prepared for this.
New ZealandMarket changes
New Zealand’s mining employment market was cautious but steady overthe last 12 months. The decreasing fortunes of coal were largely offset bythe resurgence of gold. This was a major switch to the areas of demand.Global market conditions led to a cautious approach to recruitment and acooling of the previously red hot salary increases.
Decreasing demand elsewhere in the world led to a rise in the number ofreturning New Zealanders. Encouragingly, these candidates returned forlifestyle rather than salary reasons. This increase was enough to fill most,but not all, gaps left by the previous skills shortage.
But given that supply and demand is only now balanced, any future netmigration of skills will soon lead to another severe skills shortage. Atpresent the biggest threat comes from the expected increase in demandfrom Australia.
Positions in demand
Not all pockets of demand were met by the increase of returning NewZealanders. In most demand are Senior Managers, Mine Managers andEngineers. There is also a steady demand for almost all trade candidates.
Salary movements
Salaries remained static over the last 12 months. As we move forward andglobal demand for skills increases, we expect salaries will either riseaccordingly or employers will offer the work/life balance for which NewZealand is famous.
2010 Hays Salary Guide | 123
“...vacancy activity is rising but skills are already stretched to thelimit, the ability to source required skills will again become a
considerable challenge for employers.”
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124 | 2010 Hays Salary Guide
Resources & Mining
Notes
• In WA 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
130 - 160 115 - 165 80 - 125 65 - 85 90 - 135
125 - 160 110 - 160 80 - 100 60 - 75 90 - 110
115 - 135 100 - 120 80 - 95 60 - 70 75 - 100
120 - 140 110 - 135 85 - 100 60 - 75 75 - 100
120 - 155 105 - 125 75 - 100 60 - 75 85 - 105
110 - 135 110 - 135 90 - 110 60 - 75 85 - 100
120 - 150 105 - 135 75 - 100 55 - 70 75 - 100
Mill
Superintendent
Senior
MetallurgistMetallurgist
Graduate
Metallurgist
ProcessEngineer -Mid level 3-7yrs
WA - Perth
QLD - Brisbane
NSW - Sydney
VIC - Melbourne
SA - Adelaide
NT - Darwin
New Zealand
130 - 180 90 - 130 110 - 140 110 - 130 110 - 145
130 - 170 90 - 130 95 - 145 90 - 120 90 - 120
120 - 150 90 - 110 90 - 130 90 - 120 90 - 120
115 - 135 85 - 110 90 - 110 75 - 110 75 - 100
115 - 140 90 - 130 85 - 125 80 - 110 85 - 110
115 - 145 85 - 110 95 - 125 95 - 120 95 - 120
115 - 180 80 - 110 75 - 95 70 - 100 70 - 100
Maintenance
Superintendent
Maintenance
Planner
Maintenance
Supervisor
MechanicalEng Mid level3-7yrs
ElectricalEng Mid level3-7yrs
WA - Perth
QLD - Brisbane
NSW - Sydney
VIC - Melbourne
SA - Adelaide
NT - Darwin
New Zealand
110 - 140 90 - 110 94 - 120 90 - 110 94 - 120
100 - 130 80 - 95 90 - 120 90 - 110 90 - 110
95 - 110 75 - 95 90 - 120 75 - 90 N/A
85 - 100 75 - 85 80 - 120 75 - 85 80 - 100
85 - 105 70 - 85 85 - 120 75 - 95 85 - 110
90 - 110 80 - 95 80 - 95 80 - 95 80 - 95
85 - 105 80 - 95 80 - 115 80 - 95 75 - 95
Leading HandMechanical
FitterElectrician
Boiler
Maker/Welder
Instrumentation
Technician
WA - Perth
QLD - Brisbane
NSW - Sydney
VIC - Melbourne
SA - Adelaide
NT - Darwin
New Zealand
Mineral Processing
Maintenance
90 - 135 75 - 110 65 - 80 60 - 80
85 - 115 80 - 100 60 - 70 60 - 75
85 - 105 65 - 80 60 - 70 60 - 70
80 - 95 70 - 85 60 - 70 50 - 70
75 - 90 70 - 85 55 - 65 55 - 70
90 - 110 70 - 85 65 - 85 65 - 85
80 - 95 70 - 85 60 - 75 55 - 75
Shift Supervisor Mill OperatorMetallurgical
Technician
Laboratory
Technician
WA - Perth
QLD - Brisbane
NSW - Sydney
VIC - Melbourne
SA - Adelaide
NT - Darwin
New Zealand
Salaries in ‘000
Salaries in ‘000
Salaries in ‘000
Salaries in ‘000
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2010 Hays Salary Guide | 125
Resources & Mining
Notes
• In WA 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.
130 - 200 115 - 150 75 - 115 70 - 85 140 - 240
130 - 180 110 - 150 80 - 110 60 - 75 120 - 180
130 - 180 110 - 150 80 - 115 55 - 70 120 - 180
115 - 150 90 - 140 80 - 100 65 - 75 110 - 150
125 - 165 100 - 135 80 - 110 60 - 70 140 - 180
120 - 150 110 - 130 85 - 110 75 - 85 130 - 180
110 - 130 90 - 120 70 - 95 50 - 60 100 - 140
Chief
Geologist
Senior Mine
Geologist
Mine
Geologist
Graduate
Geologist
Exploration
Manager
WA - Perth
QLD - Brisbane
NSW - Sydney
VIC - Melbourne
SA - Adelaide
NT - Darwin
New Zealand
Metalliferous Geology
120 - 150 85 - 130 70 - 90 65 - 90
100 - 150 85 - 120 60 - 80 60 - 80
100 - 140 75 - 110 50 - 80 50 - 80
90 - 140 75 - 100 50 - 70 50 - 60
95 - 135 80 - 110 60 - 70 60 - 85
110 - 130 85 - 120 70 - 90 80 - 90
100 - 120 70 - 90 50 - 60 45 - 55
Senior Exploration
Geologist
Exploration
GeologistField Assistant
Pit Technician/ GeologicalTechnician
WA - Perth
QLD - Brisbane
NSW - Sydney
VIC - Melbourne
SA - Adelaide
NT - Darwin
New Zealand
Salaries in ‘000
Salaries in ‘000
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126 | 2010 Hays Salary Guide
Resources & Mining
Notes
• In WA 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
85 - 125 75 - 90 120 - 145 105 - 135 75 - 105
80 - 120 70 - 90 110 - 140 100 - 125 80 - 105
90 - 120 60 - 90 110 - 130 100 - 120 70 - 100
80 - 110 60 - 80 90 - 115 90 - 120 75 - 100
80 - 115 60 - 80 110 - 130 90 - 120 75 - 100
85 - 120 70 - 90 120 - 145 105 - 130 85 - 110
80 - 105 60 - 70 75 - 120 80 - 120 60 - 110
Drill & Blast
Engineer
GraduateMiningEngineer
Chief SurveyorSenior
SurveyorMine Surveyor
WA - Perth
QLD - Brisbane
NSW - Sydney
VIC - Melbourne
SA - Adelaide
NT - Darwin
New Zealand
Metalliferous MiningEngineering
180 - 285 140 - 190 150 - 220 125 - 170 90 - 135 90 - 135
160 - 250 120 - 160 120 - 170 120 - 150 90 - 120 100 - 125
160 - 250 130 - 160 120 - 180 110 - 140 90 - 120 90 - 120
160 - 220 100 - 120 110 - 150 115 - 140 85 - 120 100 - 120
150 - 235 110 - 140 115 - 160 110 - 140 95 - 120 90 - 125
140 - 200 120 - 150 110 - 150 120 - 150 100 - 130 95 - 130
160 - 250 120 - 175 130 - 200 95 - 130 75 - 105 90 - 120
Mining
Engineer
Project
Engineer
SeniorMiningEngineer
Project
Manager
Underground / QuarryManager
Mine
Manager
WA - Perth
QLD - Brisbane
NSW - Sydney
VIC - Melbourne
SA - Adelaide
NT - Darwin
New Zealand
Salaries in ‘000
Salaries in ‘000
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2010 Hays Salary Guide | 127
Resources & Mining
Notes
• In WA 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
Coal Technical Positions
N/A N/A N/A N/A N/A N/A
140 - 200 160 - 200 140 - 180 100 - 125 120 - 175 100 - 140
140 - 180 140 - 180 140 - 170 90 - 120 120 - 160 100 - 140
120 - 140 110 - 150 100 - 120 85 - 110 100 - 130 90 - 120
120 - 150 90 - 140 100 - 120 90 - 110 100 - 130 90 - 120
N/A N/A N/A N/A N/A N/A
120 - 165 110 - 160 90 - 135 90 - 110 95 - 120 90 - 110
MinePlanningEngineer
Senior
Engineer
Project
Engineer
Production
Superintendent
TechnicalServicesManager
Project
Manager
WA - Perth
QLD - Brisbane
NSW - Sydney
VIC - Melbourne
SA - Adelaide
NT - Darwin
New Zealand
N/A N/A N/A N/A N/A N/A
70 - 100 90 - 110 70 - 90 90 - 130 95 - 110 115 - 150
70 - 100 80 - 110 60 - 80 90 - 120 80 - 110 110 - 150
60 - 80 80 - 95 65 - 75 65 - 80 70 - 90 85 - 110
60 - 80 80 - 95 65 - 75 70 - 90 70 - 95 90 - 120
N/A N/A N/A N/A N/A N/A
60 - 70 70 - 95 50 - 65 60 - 80 70 - 90 90 - 130
OH&S
Manager
OH&S
OfficerSurveyor
Graduate
Geologist
Project
Geologist
Graduate
Engineer
WA - Perth
QLD - Brisbane
NSW - Sydney
VIC - Melbourne
SA - Adelaide
NT - Darwin
New Zealand
N/A N/A N/A N/A N/A N/A
140 - 160 120 - 140 105 - 130 100 - 120 105 - 130 N/A
120 - 140 120 - 140 110 - 130 90 - 120 120 - 140 120 - 140
N/A N/A N/A N/A N/A N/A
N/A N/A N/A 90 - 100 90 - 110 90 - 110
N/A N/A N/A N/A N/A N/A
125 - 135 115 - 130 105 - 120 80 - 105 N/A 100 - 130
Statutory
Surveyor
Open Cut
Examiner
Drill & Blast
EngineerDeputyUndermanager
Longwall
Coordinator
WA - Perth
QLD - Brisbane
NSW - Sydney
VIC - Melbourne
SA - Adelaide
NT - Darwin
New Zealand
Salaries in ‘000
Salaries in ‘000
Salaries in ‘000
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128 | 2010 Hays Salary Guide
Resources & Mining
Notes
• In WA 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
120 - 150 110 - 140 100 - 140 100 - 140 100 - 135
110 - 140 95 - 135 110 - 130 100 - 120 80 - 95
110 - 140 95 - 130 90 - 120 90 - 120 80 - 95
90 - 120 80 - 110 80 - 105 80 - 100 65 - 85
90 - 125 95 - 120 85 - 115 80 - 105 70 - 115
90 - 120 90 - 110 90 - 100 90 - 100 90 - 100
70 - 100 85 - 110 80 - 95 75 - 95 80 - 95
Open Pit
Supervisor
Workshop
SupervisorHD Fitter
Auto
ElectricianBoiler Maker/ Welder
WA - Perth
QLD - Brisbane
NSW - Sydney
VIC - Melbourne
SA - Adelaide
NT - Darwin
New Zealand
100 - 120 100 - 130 90 - 110 100 - 125 100 - 125
75 - 95 90 - 120 80 - 110 80 - 110 90 - 110
70 - 90 90 - 120 75 - 110 N/A N/A
60 - 75 70 - 90 60 - 85 70 - 95 70 - 85
60 - 75 75 - 95 65 - 85 75 - 95 85 - 105
70 - 85 70 - 85 70 - 85 70 - 95 70 - 85
55 - 65 60 - 85 55 - 65 70 - 110 65 - 85
Service PersonExcavator
Operator
Dump Truck
OperatorDriller All-Rounder
WA - Perth
QLD - Brisbane
NSW - Sydney
VIC - Melbourne
SA - Adelaide
NT - Darwin
New Zealand
120 - 140 120 - 140 110 - 140 110 - 140 110 - 140
130 - 150 120 - 140 100 - 130 100 - 120 90 - 100
100 - 120 90 - 120 80 - 110 90 - 120 80 - 100
90 - 110 80 - 100 80 - 95 80 - 95 70 - 80
100 - 130 100 - 115 90 - 115 80 - 105 70 - 105
90 - 120 100 - 120 70 - 95 70 - 95 70 - 95
90 - 130 100 - 130 80 - 110 80 - 100 80 - 95
Underground
Supervisor
Workshop
SupervisorHD Fitter
Auto
ElectricianBoiler Maker/ Welder
WA - Perth
QLD - Brisbane
NSW - Sydney
VIC - Melbourne
SA - Adelaide
NT - Darwin
New Zealand
130 - 180 110 - 150 90 - 130 110 - 160 N/A
125 - 165 95 - 120 75 - 90 95 - 130 N/A
110 - 140 110 - 140 75 - 90 70 - 90 55 - 70
85 - 110 80 - 100 65 - 75 80 - 100 N/A
110 - 125 80 - 100 65 - 75 80 - 100 N/A
70 - 85 70 - 85 70 - 85 70 - 95 N/A
130 - 160 110 - 140 70 - 90 80 - 110 40 - 60
Jumbo
Operator
Bogger
OperatorService Crew Driller
Drillers
Offsiders
WA - Perth
QLD - Brisbane
NSW - Sydney
VIC - Melbourne
SA - Adelaide
NT - Darwin
New Zealand
Mobile Plant - Surface
Mobile Plant - Service Person
Mobile Plant - Underground
Salaries in ‘000
Salaries in ‘000
Salaries in ‘000
Salaries in ‘000
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2010 Hays Salary Guide | 129
Resources & Mining
Notes
• Salaries are based on residential positions excluding superannuation and additional benefits.• New Zealand salaries are represented in New Zealand Dollars
90 - 120 100 - 150 100 - 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 75 - 100 50 - 70 80 - 100
90 - 110 110 - 130 85 - 110 50 - 75 75 - 110
90 - 130 110 - 130 85 - 110 70 - 100 90 - 120
70 - 100 70 - 90 60 - 75 40 - 60 60 - 95
ProjectEngineer(EPCM)
DesignManager/ Chief Drafter
Senior Design
DrafterDesign Drafter
Piping
Designer
WA - Perth
QLD - Brisbane
NSW - Sydney
VIC - Melbourne
SA - Adelaide
NT - Darwin
New Zealand
Industrial Design
210 - 240 170 - 210 200 - 300 140 - 170 100 - 130 130 - 160
180 - 220 170 - 200 180 - 240 120 - 170 70 - 120 120 - 170
150 - 220 140 - 170 130 - 150 80 - 130 70 - 100 130 - 160
160 - 200 130 - 160 130 - 200 100 - 150 70 - 110 110 - 150
180 - 220 125 - 170 130 - 180 110 - 125 80 - 110 110 - 135
170 - 210 140 - 170 120 - 200 110 - 150 90 - 130 130 - 160
140 - 220 95 - 130 110 - 160 80 - 140 60 - 90 70 - 130
Senior ProjectEngineer(EPCM)
Design
Engineer
SeniorDesignEngineer
Project
Manager
Principal/ LeadEngineer
Engineering
Manager
WA - Perth
QLD - Brisbane
NSW - Sydney
VIC - Melbourne
SA - Adelaide
NT - Darwin
New Zealand
Salaries in ‘000
Salaries in ‘000
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130 | 2010 Hays Salary Guide
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
Industrial Construction
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 - 160 150 - 200 90 - 140 120 - 150 130 - 150 100 - 135
140 - 180 130 - 170 100 - 140 140 - 170 140 - 170 90 - 135
140 - 200 125 - 180 125 - 160 125 - 150 125 - 160 110 - 140
135 - 180 130 - 170 110 - 140 120 - 150 125 - 150 110 - 140
120 - 180 90 - 130 90 - 120 90 - 120 80 - 120 80 - 120
ProjectEngineer(Civil/Mech/Elec)
Contracts
Manager
Planning
Manager
Senior
Estimator
ConstructionManager/ Superintendent
Project
Manager
WA - Perth
QLD - Brisbane
NSW - Sydney
VIC - Melbourne
SA - Adelaide
NT - Darwin
New Zealand
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 - 130 90 - 120 100 - 140 80 - 120 90 - 130 90 - 120
85 - 120 80 - 120 90 - 130 80 - 110 80 - 120 80 - 110
90 - 135 80 - 125 85 - 125 90 - 110 75 - 125 90 - 125
110 - 130 90 - 120 90 - 125 110 - 140 100 - 135 95 - 130
60 - 80 60 - 80 75 - 100 80 - 100 70 - 110 80 - 100
Safety
Advisor
SiteEngineer(Civil/Mech/Elec)
Site
SupervisorPlanner
Contracts
AdministratorEstimator
WA - Perth
QLD - Brisbane
NSW - Sydney
VIC - Melbourne
SA - Adelaide
NT - Darwin
New Zealand
Salaries in ‘000
Salaries in ‘000
7/29/2019 HaysSalaryGuide 2010 AU Eng Mfg Res
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