hayssalaryguide 2012-au it
TRANSCRIPT
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2012 HAYS SALARY GUIDESHARING OUR EXPERTISESalary and recruiting trends across Australia & New Zealand
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PEOPLE PLACED IN
PERMANENT JOBS EACH YEAR 15,000
TEMPORARY & CONTRACTSTAFF ENGAGED WEEKLY 12,000
CONSULTANTS INAUSTRALIA & NEW ZEALAND
850+
LOCATIONS IN THE REGION 38
YEARS OF EXPERIENCE 36
2 | 2012 Hays Salary Guide
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 Haysoice or to:
HaysLevel 11, Chiley Tower,2 Chiley SquareSydney NSW 2000E: [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 aguideline only and should not be reproduced intotal or by section without written priorpermission rom Hays.
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EMPLOYER QUESTIONNAIRE RESULTS
4 Market Overview & Trends
SALARY INFORMATION
29 Accountancy & Finance31 Commerce & Industry - Financial Executives
38 Commerce & Industry - Financial Services
40 Commerce & Industry - Accounting Support
44 Proessional Practice
59 Banking
71 Insurance
77 Oice Support
82 Contact Centres
86 Human Resources
89 Sales & Marketing
93 Retail
95 Logistics
98 Procurement
100 Legal
105 Lie Sciences
107 Healthcare
109 Education
110 Policy & Strategy
112 Inormation Technology
120 Construction, Architecture & Engineering
122 Architecture
123 Engineering
126 Construction
128 Local Government
129 Property & Facilities Management
130 Property
132 Facilities Management
133 Manuacturing & Operations
135 Energy
136 Design Engineering
137 Operations & Maintenance
138 Project Development
139 Resources & Mining
148 Oil & Gas
149 Project Development
152 Operations & Maintenance
153 Geosciences & Petroleum Engineering
CONTENTS
Western Australia, Queensland and the NorthernTerritory are irmly in the express lanes oAustralias economy and there is no denying thatthe surging staing needs o organisations involvedin Australias resources boom have driven the jobsmarket orward over the past year.
They have also, to some degree, insulated Australia rom
economic woes in the Eurozone and volatility in the worlds
major stock markets. New Zealands economy meanwhile
continues to recover rom the Christchurch earthquake and
employers are now more positive in their outlook.
Employers involved in Australias resources boom are not the
only ones hiring. Despite a barrage o negative headlines in
the media, the reality is that organisations across Australia
and New Zealand are hiring and specialist proessionals
remain in short supply both within and outside our mining
and resources industry.
There is also a wide-ranging understanding rom employers in
all industries that to ind and retain the best people remains a
challenge. Oten the candidates that are available do notmatch all the requirements employers have. There is still a
shortage o the right candidates to ill vacancies and
competition or the top talent remains.
For the most part, candidates with skills in demand have more
realistic salary expectations compared to last year. While
some employers will increase salaries, the savvier amongst
them are designing a comprehensive retention and
engagement package that includes not only a realistic salary
but also a development pathway and a range o innovative
beneits to compete or candidates with the unique
combination o skills needed.
Nick DeligiannisManaging Director, Hays Australia & New Zealand
2012 Hays Salary Guide | 3
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SKILLS SHORTAGESINTENSIFY
MARKET OVERVIEW & TRENDS
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The demand or candidates in a broad range o
industries across Australia and New Zealand can be
easily overshadowed by the colossal stang needs
o those involved in Australias resources boom. Oursurvey clearly shows that not only are employers
across most industries continuing to register both
permanent and temporary jobs, but or positions in
demand skills shortages have intensied over the past
year in both countries.
According to our survey o employers, skills shortages aremost prominent at the junior to mid management level oroperations sta (up ten per cent year-on-year), ollowedby technical (up ten per cent), accountancy & nance (upour per cent), sales & marketing (up seven per cent) andengineering (up nine per cent). Compared to last years
ndings, these skills shortages have clearly become moreintense over the year.
Perhaps thats why 59 per cent o employers would consideremploying or sponsoring a qualied overseas candidate inskill-short areas.
In terms o vacancy activity, 39 per cent o employersincreased permanent sta levels in their department overthe last 12 months. Over the coming year, 40 per cent expectpermanent sta levels to increase, o which the overwhelmingmajority will be ull-time sta.
Meanwhile 15 per cent o employers said they employtemporary or contract sta on a regular ongoing basis and a
urther 45 per cent said they employ them or special projectsor workloads. Looking ahead, 17 per cent expect their use otemporary and contract sta to increase.
In response, employers are increasing salaries, albeitmoderately. According to our survey, 44 per cent increasedsalaries in their last review less than three per cent, while 46per cent increased between three and six per cent. A lucky 10per cent received increases above six per cent.
It should come as no surprise that the mining and resourcesindustry led the way when it came to salary increases;55 per cent o employers increased salaries between threeand six per cent while a urther 20 per cent increased abovesix per cent.
This was closely ollowed by proessional services, where53 per cent o employers increased salaries between three andsix per cent and 17 per cent increased above six per cent.
Looking ahead, the mining and resources industry has thehighest expectations or uture salaries increases, ollowed byproessional services.
In other key ndings, 84 per cent o workplaces allow orfexible work practices, with part-time employment andfexible working hours or compressed working weeks the mostpopular options, ollowed by fex-place (such as working romhome or alternative location).
Sta turnover increased in 30 per cent o organisations,
indicating that candidates have become more condent aboutseeking new challenges, while business activity increased in60 per cent o organisations and remained steady in a urther22 per cent.
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MARKET OVERVIEW & TRENDSSALARY POLICY
Across all industries:
1. On average in your last review, by what percentage did you increase salaries?
For specic industry:
Advertising & Media
IT & Telecommunications
Construction, Property & Engineering
Financial Services
Hospitality, Travel & Entertainment
9% 35% 46% 8% 2%Nil
NilLess than3%
From 3%to 6%
From 6%to 10%
Morethan 10%
Less than
3%
From 3%
to 6%
From 6%
to 10%
More than
10%
10% 38% 33% 19%
14% 27% 45% 9% 5%
10% 26% 49% 12%
7% 53% 38%
9% 30% 51%
3%
2%
3%
7%
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2012 Hays Salary Guide | 7
1%
2%
For specic industry continued:
Public Sector
Retail
Transport & Distribution
Other
Manuacturing
Mining & Resources
Proessional Services
6% 45% 43% 4%
9% 49% 35% 5%
7% 53% 38%
9% 42% 43% 4%
10% 44% 43%
7% 23% 53% 17%
6% 19% 55%
2%
2%
1%
2%
1%
8%12%
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MARKET OVERVIEW & TRENDSSALARY POLICY
Across all industries:
2. When you next review, by what percentage do you intend to increase salaries?
For specic industry:
Advertising & Media
Construction, Property & Engineering
Financial Services
Hospitality, Travel & Entertainment
6% 46% 42% 5% 1%Nil
NilLess than3%
From 3%to 6%
From 6%to 10%
Morethan 10%
Less than
3%
From 3%
to 6%
From 6%
to 10%
More than
10%
5% 48% 38% 9%
7% 39% 46% 7%
7% 60% 31%
10% 42% 43%
1%
2%
1%3%
5%
IT & Telecommunications
4% 42% 50%
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For specic industry continued:
Public Sector
Retail
Transport & Distribution
Other
Manuacturing
Mining & Resources
Proessional Services
6% 53% 41%
12% 46% 38%
6% 54% 37%
9% 50% 39%
4% 59% 35%
5% 39% 46% 9%
30% 55%
2%
1%
2%2%
3%
2%
2%
13%
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MARKET OVERVIEW & TRENDSSALARY POLICY
3. Does your company oer exible salary packaging?
Yes 77% No 23%
O those who answered yes, the ollowing benets were indicated as being commonly oered to...
All employees More than 50% Less than 50% Few employees
Car 12% 9% 25% 54%
Bonuses 28% 18% 21% 33%
Private health insurance 28% 5% 9% 58%
Parking 39% 13% 15% 33%
Salary sacrice 53% 9% 12% 26%
Above mandatory superannuation 31% 6% 11% 52%
Private expenses 13% 5% 14% 68%
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MARKET OVERVIEW & TRENDSRECRUITMENT TRENDS
Across all departments:
4. Over the last 12 months, have permanent sta levels in your department...
20% 51% 29%
24% 24% 52%
16% 46% 38%
For specic departments:
Accountancy & Finance
Engineering
Human Resources
DecreasedRemainedthe same
Increased
18%Decreased
43%Remained
the same
39%Increased
Inormation Technology
24% 43% 33%
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MARKET OVERVIEW & TRENDSRECRUITMENT TRENDS
For specic departments continued:
Purchasing
Sales
Other
Marketing
Operations
Project Management
12% 50% 38%
21% 34% 45%
34% 31% 35%
14% 72% 14%
26% 22% 52%
16% 34% 50%
DecreasedRemainedthe same
Increased
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Across all departments:
5. Over the coming year, do you expect permanent sta levels to...
10% 64% 26%
12% 24% 64%
10% 51% 39%
For specic departments:
Accountancy & Finance
Engineering
Human Resources
DecreaseRemainthe same
Increase
10%Decrease
50%Remain
the same
40%Increase
Inormation Technology
16% 46% 38%
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MARKET OVERVIEW & TRENDSRECRUITMENT TRENDS
For specic departments continued:
Purchasing
Sales
Other
Marketing
Operations
Project Management
12% 25% 63%
10% 43% 47%
12% 42% 46%
57% 43%
9% 48% 43%
8% 42% 50%
DecreaseRemainthe same
Increase
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6. I you expect stang levels to increase, please speciy how:
85% 18% 15%
17% 3% 2%
Full time/
permanent
sta
Employment
o part-time
sta
Employment
o casual sta(on your payroll)
Temporary/
contractors(through an employmentconsultancy)
Job sharingMixture, other(inc. overseas recruitment,acquisitions)
Note: Multiple choices permitted.
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MARKET OVERVIEW & TRENDSRECRUITMENT TRENDS
Across all departments:
7. How oten do you employ temporary/contract sta?
7% 34% 59%
For specic departments:
Accountancy & Finance
15%Regular
ongoing
basis
45%Special
projects/
workloads
40%Exceptional
circumstances/
never
Regularongoingbasis
Specialprojects/workloads
Exceptionalcircumstances/never
28% 48% 24%
Engineering
Inormation Technology
8% 57% 35%
16% 51% 33%
Human Resources
Marketing
12% 63% 25%
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For specic departments continued:
Purchasing
Project Management
Sales
Other
Operations
16% 45% 39%
71% 29%
27% 46% 27%
39% 31% 30%
19% 36% 45%
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8. In the next 12 months, do you expect your use o temporary/contract sta to...
MARKET OVERVIEW & TRENDSRECRUITMENT TRENDS
Across all departments:
10% 82% 8%
4% 60% 36%
11% 74% 15%
For specic departments:
Accountancy & Finance
Engineering
Human Resources
DecreaseRemainthe same
Increase
10%Decrease
73%Remain
the same
17%Increase
Inormation Technology
13% 68% 19%
Marketing
88% 12%
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For specic departments continued:
Purchasing
Project Management
Sales
Other
Operations
10% 69% 21%
28% 43% 29%
8% 61% 31%
9% 56% 35%
11% 69% 20%
9a. Do you think that skill shortages are likely to impact the eective operation
o your business/department?
NoYes - in aminor way
Yes -signicantly
31% 48% 21%
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9b. In skill-short areas, would you consider employing or sponsoring
a qualifed overseas candidate?
11. Does your workplace allow or exible work practices?
MARKET OVERVIEW & TRENDSRECRUITMENT TRENDS
10. For which areas have you recently ound it diicult to recruit?
Yes 59% No 41%
Yes 84% No 16%
Junior to mid
management
Senior
management
Junior to mid
management
Senior
management
Accountancy & Finance 19% 11% Operations 21% 11%
Distribution 4% 1% Purchasing 4% 1%
Engineering 18% 11% Sales & Marketing 18% 9%
Human Resources 5% 3% Technical 19% 9%
IT 14% 5% Other 18% 6%
12. I yes, which practices do you currently oer?
78% 78% 56% 27%
27% 16% 12%
Part-timeemployment
Flexible working
hours/compressedworking weeks
Flex-place(such as working fromhome or alternative)
Job sharing
Flexible leave
options(such as purchased leave)
Career breaks Phased retirement
Note: Multiple choices permitted.
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MARKET OVERVIEW & TRENDSHUMAN RESOURCES TRENDS
13. Has overtime/extra hours in your organisation over the last 12 months...
By how much?
10%Decreased
63%Remained
the same
27%Increased
Per week Month end Year end
None 16% 27% 31%
5 hours or less 33% 19% 11%
5 - 10 hours 41% 30% 17%
More than 10 hours 10% 24% 41%
14. For non-award sta in your organisation, is overtime/extra hours worked...
Paid 37% Unpaid 63%
15. Is it your policy to counter-oer sta when they resign?
O those you counter-oered, on average, did they....
No Sometimes Yes
59%
1%
40%
3% 25% 32% 40%Stay less than
3 months
Stay
3 - 12 months
Stay longer
than 12 months Leave anyway
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16. Over the last 12 months has your sta turnover rate:
17. Which actors do you think have the most impact on your organisations employment
brand in the market?
MARKET OVERVIEW & TRENDSHUMAN RESOURCES TRENDS
17%Decreased
53%Remained
the same
30%Increased
Notimportant
MinorImportance
ImportantVeryimportant
Extremelyimportant
Career path/training and development available
The companys nancial health and stability
The companys products or services
An individuals t with the companys vision, culture and values
Direct/indirect experience o the company
Salary and benets
Work/lie balance
0% 20% 40% 60% 80% 100%
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0% 20% 40% 60% 80% 100%
18. How well do you think your organisation rates in terms o perception on the ollowing actors?
Poor Okay Good Very well Excellent
Career path/training and development available
The companys vision, culture and values
Direct/indirect experience o the company
Salary and benets
Work/lie balance
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MARKET OVERVIEW & TRENDSECONOMIC OUTLOOK
19. In the past 12 months, has business activity...
20. In the next 12 months, do you envisage business activity...
60%
72%
18%
6%
22%
22%
Increased
Increasing
Decreased
Decreasing
Remained
the same
Remaining
the same
Across all industries:
6% 19% 75%
6% 25% 69%
For specic industries:
DecreasingRemainingthe same
Increasing
5% 16% 79%
Advertising & Media
Construction, Property & Engineering
Financial Services
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For specic industries continued:
15% 24% 61%
4% 10% 86%
16% 19% 65%
8% 15% 77%
4% 27% 69%
4% 25% 71%
4% 29% 67%
Hospitality, Travel & Entertainment
IT & Telecommunications
Public Sector
Retail
Manuacturing
Mining & Resources
Proessional Services
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MARKET OVERVIEW & TRENDSECONOMIC OUTLOOK
For specic industries continued:
4% 19% 77%
5% 27% 68%
DecreaseRemainthe same
Increase
Transport & Distribution
Other
Signicantimpact
Someimpact
No impact
10% 49% 41%
16% 41% 43%
47% 42% 11%
Interest rates
Currency/orex rates
Consumer/business confdence
21. What are the key actors driving your business activity?
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22. Do you see the general outlook or the economy in the orthcoming 6-12* months as...
27%57%16%StrengtheningStaticWeakening
*This data was collected during March 2012.
58% 37% 5%
23% 37% 40%
28% 43% 29%
30% 37% 33%
Current economic conditions
Capex investment (by customers)
Natural disaster restoration (New Zealand and Queensland only)
Projects driven (by Federal or State Government)
Signicantimpact
Someimpact
No impact
21. What are the key actors driving your business activity? (continued)
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A dominant theme over
the past year has beenthe desire to achieve
cost savings, which
is why IT outsourcers
and integrators
need storage andvirtualisation skills.
AUSTRALIAAustralias IT sector was not immune to the impact of globaleconomic conditions over the past year, or the continued trend ofoffshoring IT roles. But it also was not deeply affected and wecontinued to see demand for skills and a cautious willingness from
both IT organisations and IT users to continue investing in theirtechnology. The mining sector in particular has had a huge impact asorganisations increase efficiency through better use of IT systems.
Over the last 12 months, we experienced high demand for mostdevelopment skills, ranging from Open Source through to web basedapplication skills including MS.Net, Java, Sharepoint and C++. Thisdemand continues today. Furthermore, as mobile technology continuesto improve, HTML5 and IOS Developers are highly sought after.
A dominant theme over the past year has been the desire to achievecost savings, which is why IT outsourcers and integrators needstorage and virtualisation skills. The telco industry meanwhile needsTelco Engineers with skills in radio frequency. We have also seen amassive demand from the resources industry for highly technicalCommunication Engineers.
Organisations want to remain flexible in their hiring, which is why
Project Managers and Business Analysts have been in continuousdemand. We have also seen a definite increase in demand for projectbased Information Managers.
Cloud technology shifted the way organisations use IT and this ishaving a huge impact on softer skills as IT continues to move fromthe back room into the mainstream. Almost every component of abusiness has a touch point on the technology that underpins it. As aresult, business-focused technology professionals will be in highdemand over the coming 12 months.
Given global economic conditions and an increase in contracting, wehave not seen huge upward pressure on IT salaries. Rather,organisations considered other ways of attracting staff, and therewere increased efforts to get employment branding right.
Having said this, our booming resources states of Queensland andWestern Australia did see salary increases, particularly for mid-level MS.
Net Developers. We have also seen slight increases for Java candidatesat both Developer and Team Lead levels. Salary increases in WesternAustralia were also seen for project roles, particularly for BusinessAnalysts at all levels, Systems Analysts and Project Managers.
Another trend has been global mobility. While employers in Australiaare not as comfortable sourcing candidates with the required skillsfrom overseas as employers are in the rest of Asia Pacific, they areslowly becoming more open to this attraction strategy.
We continue to see employers shorten the recruitment process tosecure highly skilled candidates quickly over competitors. In order toattract these skilled candidates, companies are committing totraining and providing honest appraisals of their corporate culture.
In the public sector, major technology upgrades and refreshprograms within government are having a positive impact oncandidate attraction since candidates find the technical aspects of
government more attractive than standard operational support roles.We are seeing a very active contract market with government recruitingcontractors for projects that are in implementation phases. Many publicsector organisations are also attempting to retain their IT IP by securingcontract staff in permanent or long-term contract roles. But manycontractors are resisting this change and will instead look for anotherrole where they can remain employed on a contract basis.
In high demand in the public sector are generalist System Engineers andAdministrators with key technical refresh/upgrade experience.Candidates with design and architecture skills, virtualization skills andthose who hold high level security clearances are also all highly soughtafter. However this is not impacting on salaries, which remain steady.
Looking ahead, over the coming year we expect hiring intentions toremain very positive within IT. Both the public and private sectors arecommitting to improving their systems as they look to provide a better
customer experience, in both the B2B and B2C space. The increasinguse of social networking and mobile apps will continue to createopportunities. Sustainability and green issues will influence the IT spaceas cloud computing continues to take off. Skilled development and
networking professionals will be in high demand in order to seizeopportunities in this space. Overall, the year looks promising.
NEW ZEALANDThe information technology and telecommunications sector is nowback to pre-recession levels of investment. Projects that were on holdduring the downturn have been given the green light resulting inskills shortages across the board. Telecommunications isexperiencing a significant skills shortage due to the Ultra FastBroadband and Rural Fibre Initiative projects. For the first time infour years managerial and leadership experience is in demand ascompanies look to new management teams to drive organisationalchange and new innovative ideas.
Christchurch has had a steady exodus of candidates following theearthquake, and with the increased activity aroundtelecommunications and infrastructure, employers are struggling tofind candidates with the right level of experience, or who are willingto relocate to the area. Wellington continues to be driven by thepublic sector but several key contract wins are seeing more private
sector companies investing in the local market.Candidate demand is being supported by a large influx of overseastalent, sourced from around the globe. Most employers are investingheavily in international recruitment partnerships that improve boththe speed and costs normally associated with this method ofcandidate sourcing. Professional contractors are enjoying consistentlong-term contracts that are intended to supplement permanentskills and also take ownership for individual programmes of work.Most telco employers are actively exploring overseas candidate poolsfor both one-off and bulk recruitment requirements
Key IT shortages exist within the mid-level software developmentsector, particularly around Java, Sharepoint and web basedintegration technology, for ERP/CRM Consultants (MS Dynamics,Oracle) and for experienced Architects across all sectors. There isalso a lack of skilled professionals with a background in middleware,database and storage technologies.
Salaries are beginning to respond to market pressure with employeesexpecting annual increases from their current employer or asignificant positive movement when changing jobs. Top applicantsreceive multiple offers and the frequency of counter offers isincreasing. Employers are realising the value of providing fringebenefits such as insurances, Kiwisaver, additional holiday and flexiblehours to either increase retention levels or attract new employees.Contractor rates are now back to pre-recession levels which isencouraging more people to consider the flexibility of thecontracting market ahead of permanent positions. This is a strongindicator of the confidence that has returned to the sector.
INFORMATION TECHNOLOGYSECTOR OVERVIEW
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All salaries shown exclude
superannuation
New Zealand salaries are represented
in New Zealand dollars
NOTES ON SALARIES
INFORMATION TECHNOLOGY
SYSTEM SUPPORT & ADMINISTRATION Helpdesk Level 1 Support Level 2 Support Level 3 Support
NSW - Sydney40 45 55 70
35 - 47 42.5 - 47.5 45 - 60 60 - 80
NSW - Regional40 45 55 70
35 - 47 42.5 - 47.5 50 - 60 60 - 80
VIC - Melbourne 45 45 55 7540 - 50 40 - 50 50 - 65 65 - 85
VIC - Regional40 45 50 65
35 - 50 35 - 50 45 - 55 55 - 70
QLD - Brisbane, Gold Coast & Sunshine Coast40 40 55 70
38 - 42 35 - 50 45 - 65 60 - 85
SA - Adelaide38 45 55 68
35 - 40 40 - 50 50 - 60 60 - 75
WA - Perth50 50 55+ 75
45 - 55 45 - 55 50 - 60 60 - 85
ACT - Canberra40 45 55 70
35 - 47 42.5 - 47.5 45 - 60 60 - 80
TAS - Hobart40 45 50 65
40 - 45 42.5 - 47.5 45 - 55 55 - 70
NT - Darwin 35 38 48 5530 - 38 35 - 42 45 - 52 52 - 57
NZ - Auckland45 50 60 75
40 - 50 45 - 55 55 - 65 65 - 85
NZ - Wellington38 40 55 75
35 - 42 38 - 45 45 - 58 67 - 85
NZ - Christchurch40 45 55 75
35 - 45 40 - 50 50 - 60 65 - 85
Team Leader Helpdesk Manager Systems Administrator Applications Support
NSW - Sydney75 85 80 80
65 - 85 70 - 110 60 - 100 60 - 100
NSW - Regional75 85 80 70
60 - 80 75 - 90 60 - 100 60 - 85
VIC - Melbourne 75 90 85 7565 - 85 80 - 110 75 - 100 60 - 90
VIC - Regional70 80 70 65
65 - 75 70 - 90 55 - 85 55 - 80
QLD - Brisbane, Gold Coast & Sunshine Coast75 85 80 75
75 - 95 75 - 110 75 - 110 70 - 95
SA - Adelaide70 80 70 65
65 - 75 70 - 90 65 - 100 55 - 90
WA - Perth70 85 80 70
65 - 80 65 - 100 70 - 95 50 - 80
ACT - Canberra75 80 85 75
65 - 85 70 - 90 70 - 90 60 - 80
TAS - Hobart70 80 60 65
65 - 75 70 - 90 45 - 65 55 - 75
NT - Darwin 60 60 60 5050 - 80 50 - 80 55 - 70 45 - 65
NZ - Auckland70 90 75 70
65 - 80 75 - 110 60 - 85 60 - 80
NZ - Wellington74 82 78 80
64 - 83 77 - 110 72 - 95 56 - 95
NZ - Christchurch65 82 75 70
57 - 75 70 - 95 65 - 85 60 - 80
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All salaries shown exclude
superannuation
New Zealand salaries are represented
in New Zealand dollars
NOTES ON SALARIES
INFORMATION TECHNOLOGY
NETWORK MANAGEMENT DBA Network Security Network Designer Network Architect
NSW - Sydney95 100 110 125
80 - 110 85 - 110 90 - 130 110 - 140
NSW - Regional85 90 100 115
75 - 100 80 - 110 80 - 120 100 - 130
VIC - Melbourne 95 100 110 13580 - 120 85 - 120 95 - 130 120 - 155
VIC - Regional75 80 85 95
60 - 90 70 - 100 75 - 100 85 - 120
QLD - Brisbane, Gold Coast & Sunshine Coast90 85 75 110
75 - 120 70 - 100 60 - 90 80 - 120
SA - Adelaide85 90 90 100
60 - 110 80 - 110 80 - 110 85 - 115
WA - Perth100 100 100 125
80 - 130 70 - 120 80 - 100 100 - 150
ACT - Canberra95 100 110 130
90 - 110 100 - 120 110 - 130 130 - 150
TAS - Hobart75 95 95 95
60 - 90 75 - 110 75 - 110 85 - 110
NT - Darwin 90 75 80 9075 - 95 60 - 85 70 - 90 70 - 100
NZ - Auckland95 90 110 130
80 - 110 80 - 100 95 - 125 100 - 140
NZ - Wellington110 90 110 120
90 - 125 80 - 100 85 - 120 110 - 140
NZ - Christchurch90 85 100 125
80 - 100 80 - 100 90 - 110 100 - 140
Data/Voice Engineer Telco Engineer UNIX Administrator WAN Engineer
NSW - Sydney105 75 85 75
90 - 120 70 - 85 80 - 100 60 - 90
NSW - Regional
100 70 85 80
80 - 110 65 - 80 80 - 100 70 - 90
VIC - Melbourne110 75 90 85
90 - 135 65 - 85 85 - 110 70 - 90
VIC - Regional90 80 75 70
75 - 110 75 - 100 65 - 100 60 - 90
QLD - Brisbane, Gold Coast & Sunshine Coast100 75 85 75
90 - 140 70 - 85 65 - 95 55 - 90
SA - Adelaide90 80 75 70
75 - 110 75 - 100 65 - 100 60 - 90
WA - Perth110 90 90 75
80 - 130 70 - 120 70 - 110 65 - 90
ACT - Canberra100 75 100 80
95 - 110 65 - 85 100 - 120 70 - 90
TAS - Hobart90 80 75 75
75 - 110 75 - 100 65 - 100 65 - 95
NT - Darwin90 70 70 68
75 - 100 45 - 70 60 - 80 55 - 70
NZ - Auckland95 95 85 90
80 - 120 75 - 115 75 - 90 75 - 95
NZ - Wellington98 85 88 84
85 - 115 70 - 100 74 - 95 73 - 92
NZ - Christchurch90 90 90 85
80 - 100 80 - 100 80 - 100 80 - 90
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2012 Hays Salary Guide | 115
All salaries shown exclude
superannuation
New Zealand salaries are represented
in New Zealand dollars
NOTES ON SALARIES
SOFTWARE
ProgrammerMS.Net
AnalystProgrammerMS.Net
Team LeaderMS.Net
ProgrammerJ2EE
AnalystProgrammerJ2EE
NSW - Sydney65 80 100 65 80
50 - 80 70 - 100 90 - 120 50 - 80 70 - 100
NSW - Regional65 80 100 65 80
55 - 75 70 - 90 95 - 110 55 - 75 70 - 90
VIC - Melbourne 65 80 110 70 9550 - 75 70 - 90 100 - 130 55 - 80 80 - 120
VIC - Regional60 75 90 70 75
50 - 70 65 - 85 85 - 100 60 - 80 65 - 85
QLD - Brisbane, Gold Coast & Sunshine Coast70 85 100 70 95
55 - 80 75 - 90 90 - 120 65 - 85 80 - 110
SA - Adelaide55 75 90 55 75
40 - 60 65 - 85 85 - 100 40 - 60 65 - 85
WA - Perth70 80 100 70 75
60 - 80 65 - 85 80 - 110 60 - 80 65 - 85
ACT - Canberra80 90 110 70 90
70 - 90 80 - 100 100 - 120 70 - 90 80 - 100
TAS - Hobart60 75 90 65 75
40 - 65 65 - 85 85 - 100 50 - 80 65 - 85
NT - Darwin50 75 90 55 70
40 - 55 60 - 80 80 - 100 40 - 60 60 - 80
NZ - Auckland60 75 95 60 80
50 - 65 65 - 85 85 - 110 50 - 65 65 - 90
NZ - Wellington60 78 95 60 75
50 - 70 67 - 95 85 - 110 50 - 70 65 - 90
NZ - Christchurch60 75 95 60 75
50 - 70 70 - 90 85 - 110 50 - 70 70 - 90
Team LeaderJ2EE
ProgrammerOther
AnalystProgrammerOther
Team LeaderOther
ApplicationsArchitect
NSW - Sydney100 65 80 100 120
90 - 120 50 - 80 70 - 100 90 - 120 110 - 140
NSW - Regional
100 65 80 100 125
95 - 110 55 - 75 70 - 90 95 - 110 110 - 140
VIC - Melbourne120 60 85 100 115
100 - 130 50 - 70 70 - 100 90 - 110 90 - 150
VIC - Regional90 55 75 90 90
85 - 120 40 - 60 65 - 85 85 - 100 85 - 105
QLD - Brisbane, Gold Coast & Sunshine Coast110 55 75 90 110
85 - 110 50 - 65 55 - 90 75 - 120 90 - 120
SA - Adelaide90 55 75 90 110
85 - 100 40 - 60 65 - 85 85 - 100 95 - 120
WA - Perth90 70 75 90 120
80 - 100 60 - 80 65 - 85 80 - 100 90 - 140
ACT - Canberra110 70 90 100 130
100 - 120 60 - 80 80 - 100 100 - 120 120 - 140
TAS - Hobart
90 60 75 90 85
85 - 100 40 - 65 65 - 85 85 - 100 80 - 90
NT - Darwin85 50 65 80 80
80 - 95 40 - 55 50 - 70 55 - 85 75 - 90
NZ - Auckland95 50 60 85 110
80 - 115 45 - 60 50 - 70 70 - 90 90 - 120
NZ - Wellington95 49 60 85 110
80 - 115 40 - 56 50 - 70 75 - 95 90 - 130
NZ - Christchurch95 45 55 80 90
85 - 115 40 - 55 45 - 65 70 - 85 75 - 110
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116 | 2012 Hays Salary Guide
All salaries shown exclude
superannuation
New Zealand salaries are represented
in New Zealand dollars
NOTES ON SALARIES
INFORMATION TECHNOLOGY
DATA Database Developer Data Modeller DWH Designer ETL Developer
NSW - Sydney80 90 110 100
65 - 90 80 - 110 90 - 120 85 - 110
NSW - Regional80 90 110 100
65 - 90 80 - 100 90 - 120 90 - 110
VIC - Melbourne 80 90 110 10060 - 100 70 - 100 90 - 120 75 - 105
VIC - Regional55 75 90 85
40 - 60 65 - 85 85 - 100 80 - 90
QLD - Brisbane, Gold Coast & Sunshine Coast70 95 100 95
65 - 95 65 - 90 80 - 140 70 - 110
SA - Adelaide60 70 85 85
55 - 70 60 - 75 70 - 100 70 - 95
WA - Perth70 75 90 90
60 - 80 65 - 80 80 - 100 80 - 100
ACT - Canberra90 90 100 100
80 - 100 80 - 100 100 - 120 90 - 110
TAS - Hobart60 75 90 85
45 - 65 65 - 85 85 - 100 80 - 90
NT - Darwin 50 75 85 8545 - 55 65 - 80 70 - 90 75 - 90
NZ - Auckland65 75 110 90
60 - 80 65 - 80 90 - 130 75 - 110
NZ - Wellington80 80 100 85
75 - 90 75 - 90 90 - 130 80 - 110
NZ - Christchurch65 70 100 80
60 - 80 60 - 75 90 - 130 75 - 100
Report Writer Data Analyst BI Developer DWH DBA
NSW - Sydney65 75 110 130
55 - 75 65 - 85 95 - 120 110 - 150
NSW - Regional70 75 110 130
60 - 80 65 - 85 90 - 125 120 - 160
VIC - Melbourne70 90 110 130
50 - 80 70 - 100 90 - 125 120 - 180
VIC - Regional55 75 90 105
40 - 65 65 - 85 85 - 100 90 - 125
QLD - Brisbane, Gold Coast & Sunshine Coast65 80 90 100
56 - 75 60 - 100 85 - 110 80 - 140
SA - Adelaide65 65 85 100
55 - 70 55 - 70 70 - 90 85 - 110
WA - Perth65 75 90 120
57 - 70 60 - 85 75 - 100 100 - 130
ACT - Canberra70 80 120 130
55 - 75 80 - 100 110 - 130 130 - 150
TAS - Hobart65 75 90 105
55 - 75 65 - 85 85 - 100 90 - 125
NT - Darwin55 65 80 100
45 - 65 60 - 70 75 - 95 85 - 110
NZ - Auckland55 70 90 110
50 - 65 65 - 80 85 - 95 90 - 120
NZ - Wellington65 80 90 110
55 - 75 70 - 85 80 - 100 85 - 120
NZ - Christchurch55 70 90 95
50 - 65 70 - 80 80 - 100 90 - 100
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2012 Hays Salary Guide | 117
NOTES ON SALARIES
All salaries shown exclude
superannuation
New Zealand salaries are represented
in New Zealand dollars
PROJECT MANAGEMENT
& BUSINESS ANALYSIS BA - Junior BA - Mid BA - Senior Systems AnalystProjectAdministrator
NSW - Sydney75 90 110 85 65
65 - 85 75 - 100 95 - 130 80 - 95 55 - 70
NSW - Regional60 80 95 80 60
50 - 75 70 - 90 80 - 120 70 - 95 55 - 70
VIC - Melbourne 75 90 110 90 6060 - 85 80 - 100 100 - 125 70 - 110 45 - 75
VIC - Regional50 75 100 75 50
50 - 65 70 - 85 80 - 120 65 - 90 50 - 65
QLD - Brisbane, Gold Coast & Sunshine Coast70 90 110 80 65
55 - 75 70 - 100 90 - 130 65 - 120 50 - 75
SA - Adelaide58 78 100 80 60
50 - 65 70 - 85 85 - 120 65 - 100 55 - 75
WA - Perth75 100 130 90 65
65 - 85 90 - 110 110 - 150 70 - 110 55 - 70
ACT - Canberra80 90 120 100 65
80 - 100 90 - 110 120 - 140 100 - 120 60 - 80
TAS - Hobart55 75 100 85 60
50 - 65 70 - 85 80 - 120 70 - 95 55 - 75
NT - Darwin 55 70 90 60 5542 - 65 60 - 80 85 - 120 50 - 90 50 - 65
NZ - Auckland65 85 100 80 60
55 - 75 75 - 90 90 - 110 70 - 90 55 - 70
NZ - Wellington65 78 89 86 58
57 - 72 67 - 90 82 - 108 70 - 95 48 - 58
NZ - Christchurch60 70 80 75 58
53 - 70 62 - 85 75 - 100 70 - 85 48 - 50
ProjectCoordinator Project Manager Project Director Program Director PMO Manager
NSW - Sydney75 125 150 170 130
65 - 80 110 - 150 140 - 180 155 - 215 140 - 190
NSW - Regional70 110 130 145 125
60 - 80 80 - 130 110 - 150 110 - 160 100 - 140
VIC - Melbourne80 115 150 170 125
65 - 90 80 - 150 130 - 180 130 - 180 100 - 150
VIC - Regional75 100 140 145 150
70 - 85 90 - 130 120 - 160 110 - 170 130 - 170
QLD - Brisbane, Gold Coast & Sunshine Coast85 125 145 160 115
70 - 100 85 - 140 120 - 200 120 - 220 70 - 145
SA - Adelaide75 100 135 145 125
55 - 85 65 - 135 105 - 170 110 - 180 110 - 170
WA - Perth75 135 165 180 140
65 - 80 90 - 160 150 - 175 165 - 210 125 - 155
ACT - Canberra70 110 160 180 120
60 - 80 110 - 130 160 - 180 180 - 200 110 - 130
TAS - Hobart75 90 100 145 125
70 - 85 80 - 110 100 - 150 110 - 170 110 - 170
NT - Darwin70 80 100 120 100
60 - 75 70 - 90 85 - 130 100 - 125 100 - 110
NZ - Auckland70 100 140 145 145
60 - 80 90 - 120 130 - 165 130 - 170 135 - 170
NZ - Wellington65 110 150 170 130
58 - 70 88 - 122 130 - 180 140 - 220 118 - 148
NZ - Christchurch65 95 130 150 130
58 - 70 90 - 120 120 - 155 130 - 170 125 - 140
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118 | 2012 Hays Salary Guide
NOTES ON SALARIES
All salaries shown exclude
superannuation
New Zealand salaries are represented
in New Zealand dollars
INFORMATION TECHNOLOGY
MANAGEMENT CIO CTO Development Manager IT Manager
NSW - Sydney300 300 150 130
250 - 350 250 - 350 125 - 175 130 - 200
NSW - Regional200 200 135 115
160 - 250 160 - 250 100 - 145 95 - 135
VIC - Melbourne 240 200 140 130180 - 300 180 - 300 110 - 180 80 - 160
VIC - Regional180 160 110 90
150 - 220 140 - 200 85 - 130 80 - 130
QLD - Brisbane, Gold Coast & Sunshine Coast160 160 110 120
120 - 250 110 - 235 90 - 160 80 - 175
SA - Adelaide160 120 130 120
110 - 210 100 - 140 90 - 160 90 - 165
WA - Perth275 245 145 140
160 - 360 220 - 390 115 - 150 90 - 175
ACT - Canberra150 160 130 130
150 - 170 180 - 200 120 - 140 120 - 150
TAS - Hobart130 130 100 90
120 - 200 120 - 200 85 - 110 80 - 130
NT - Darwin 150 110 100 130110 - 160 80 - 120 90 - 120 100 - 150
NZ - Auckland170 140 130 120
140 - 240 130 - 180 110 - 150 100 - 130
NZ - Wellington180 160 130 120
145 - 215 135 - 185 85 - 155 110 - 140
NZ - Christchurch150 150 100 110
120 - 170 110 - 170 80 - 120 100 - 120
Infrastructure Manager Change ManagerServiceDelivery Manager
NSW - Sydney110 110 120
120 - 160 110 - 140 100 - 140
NSW - Regional110 110 100
90 - 130 90 - 120 85 - 120
VIC - Melbourne120 120 110
90 - 140 80 - 140 90 - 140
VIC - Regional105 100 105
95 - 140 75 - 115 95 - 140
QLD - Brisbane, Gold Coast & Sunshine Coast115 120 100
85 - 150 70 - 125 90 - 150
SA - Adelaide115 110 90
95 - 180 90 - 150 65 - 110
WA - Perth135 120 125
100 - 155 90 - 135 90 - 160
ACT - Canberra110 100 120
100 - 120 80 - 100 120 - 140
TAS - Hobart105 100 90
95 - 140 75 - 115 65 - 95
NT - Darwin100 100 90
100 - 120 80 - 110 85 - 110
NZ - Auckland120 105 90
100 - 125 90 - 115 85 - 120
NZ - Wellington127 98 100
90 - 150 92 - 110 88 - 130
NZ - Christchurch100 100 90
80 - 120 90 - 115 80 - 110
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2012 Hays Salary Guide | 119
All salaries shown exclude
superannuation
New Zealand salaries are represented
in New Zealand dollars
NOTES ON SALARIES
TESTING & QA Tester Test Analyst Test Team Leader Test Manager QA Manager
NSW - Sydney60 75 90 120 120
50 - 75 60 - 80 80 - 110 110 - 130 100 - 130
NSW - Regional60 75 85 100 110
45 - 70 60 - 85 75 - 110 90 - 120 90 - 120
VIC - Melbourne 70 85 95 120 12060 - 80 70 - 90 90 - 110 100 - 140 100 - 140
VIC - Regional55 70 85 95 90
40 - 60 60 - 85 70 - 100 80 - 110 70 - 100
QLD - Brisbane, Gold Coast & Sunshine Coast65 80 90 110 110
55 - 80 65 - 100 80 - 120 80 - 120 70 - 130
SA - Adelaide60 70 85 100 90
55 - 70 65 - 80 75 - 90 90 - 110 80 - 100
WA - Perth65 80 100 125 100
55 - 75 75 - 85 85 - 110 100 - 135 80 - 110
ACT - Canberra80 85 90 120 85
60 - 80 80 - 100 80 - 100 120 - 140 70 - 90
TAS - Hobart65 65 65 70 85
55 - 80 55 - 70 55 - 70 60 - 80 60 - 90
NT - Darwin 60 70 85 90 8550 - 70 55 - 75 65 - 95 85 - 110 70 - 90
NZ - Auckland60 70 95 110 110
55 - 65 55 - 80 85 - 110 90 - 120 95 - 120
NZ - Wellington65 75 95 116 116
55 - 70 70 - 80 85 - 110 95 - 125 95 - 125
NZ - Christchurch60 70 95 105 100
55 - 65 60 - 85 85 - 110 95 - 110 90 - 110
MISCELLANEOUS IT Trainer Technical Writer
NSW - Sydney90 75
70 - 110 65 - 80
NSW - Regional75 70
60 - 110 60 - 80VIC - Melbourne
85 85
70 - 110 70 - 110
VIC - Regional70 75
60 - 80 65 - 85
QLD - Brisbane, Gold Coast & Sunshine Coast85 80
70 - 120 65 - 100
SA - Adelaide75 75
60 - 85 65 - 85
WA - Perth80 80
65 - 95 70 - 90
ACT - Canberra80 80
80 - 100 80 - 100
TAS - Hobart70 75
60 - 80 65 - 85
NT - Darwin70 80
65 - 90 70 - 100
NZ - Auckland75 80
60 - 90 75 - 95
NZ - Wellington72 88
66 - 78 78 - 91
NZ - Christchurch70 80
65 - 80 75 - 95
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