Hays Salary Guide 2011

THE 2011 HAYS SALARY GUIDE SHARING OUR EXPERTISE
Salaries and recruiting trends across Australia and New Zealand.
hays.com.au hays.net.nz
HAYS AUSTRALIA & NEW ZEALAND
15,000 11,000 820

CONSULTANTS
PEOPLE PLACED IN PERMANENT JOBS EACH YEAR
TEMPORARY AND CONTRACT STAFF ENGAGED EACH WEEK
38 35
Thank you
LOCATIONS
YEARS OF EXPERIENCE
Feedback We welcome any feedback or comments regarding this guide whether positive or negative to ensure that it continues to be relevant to Australian and New Zealand organisations across all industries. Please address any suggestions to your local Hays office or to: Hays Level 11, The Chifley Tower, 2 Chifley Square Sydney NSW 2000 E: salaryguide@hays.com.au
Disclaimer The Hays Salary Guide is representative of a value added service to our clients, prospective clients and candidates. Whilst every care is taken in the collection and compilation of data, the guide is interpretive and indicative, not conclusive. Therefore information should be used as a guideline only and should not be reproduced in total or by section without written prior permission from Hays.
Hays would like to express our gratitude to all those organisations that participated in our online survey and provided such invaluable feedback, which we feel has contributed to making this the most accurate and up to date survey of its kind in Australia and New Zealand. A list of all contributors who kindly gave their permission to be named as participants can be found on our website. This Guide is reproduced in full in PDF format and can be requested from our website hays.com.au and hays.net.nz
2011 Hays Salary Guide | 3
SECTION ONE
MARKET OVERVIEW & TRENDS A RETURN TO POSITIVE GROWTH
4 | 2011 Hays Salary Guide
Improved market conditions and the subsequent rise in recruitment activity have been the catalysts for the movement of candidates back into a position of power across Australia and New Zealands job markets. Skills shortages are now emerging in all of the sectors surveyed. According to our survey data, they are most prominent in accountancy & nance, operations, sales & marketing and engineering disciplines. But while candidates have more negotiating power, we are yet to see widespread salary increases. Our survey data shows that 37 per cent of employers increased salaries by less than 3 per cent and 43 per cent by between 3 and 6 per cent. Looking forward, employers are predicting similar conservative increases (43 per cent and 44 per cent respectively). This is lower than candidate expectations which have risen in response to rising job numbers and demand for particular skills. Thus the gap between candidate expectations and actual offers is widening in some areas signicantly.
THE INSIGHTS THAT YOU NEED TO SUCCEED
The second mining boom and a two-speed economy in Australia, tighter credit conditions and higher terms of trade, in addition to the short-term impact of natural disasters in both Australia and New Zealand, have not stopped 74 per cent of organisations indicating they expect business activity to increase over the next 12 months. Certainly the increased number of jobs registered with us supports this trend, and employers now need to find a way to bridge the skills gap while candidates gain confidence and increase their salary expectations. Hiring intentions continue to rise with 45 per cent of organisations intending to increase their permanent staff levels and at the same time 31 per cent of employers have experienced an increase in staff turnover. So a competitive talent race will emerge. In such cases, salary is just one element in a comprehensive range of strategies that employers should consider for recruiting success. Nigel Heap, Managing Director of Hays Asia Pacific
SALARY POLICY
1. On average in your last review, by what percentage did you increase salaries?
MARKET OVERVIEW & TRENDS
2% 7% 11%
Across all industries
43%
37%
Nil Less than 3% From 3% to 6% From 6% to 10% More than 10%
1% 6% 12% 9% 12% 5% 21%
For specific industries
40%
33% 61%
Advertising & Media Construction, Property & Engineering
3% 8% 8% 9%
3%
35%
27%
46%
61%
Financial Services
Hospitality, Travel & Entertainment
SALARY POLICY
1. On average in your last review, by what percentage did you increase salaries?
continued...
3% 9% 16%
3% 1% 9%
43% 38% 34% 44%
IT & Telecommunications
Manufacturing
9%
4%
13%
4% 5% 10% 32% 26%
48%
49%
Mining & Resources
Professional Services
2% 6% 6%
2% 13%
43% 37% 49% 42%
Public Sector
Retail
2% 15% 33% 4%
2% 7%
39% 48% 50%
Transport & Distribution
Other
SALARY POLICY
2. When you next review, by what percentage do you intend to increase salaries?
1% 5% 7%
44%
43%
3% 6% 9% 30%
2% 1% 14%
36%
52%
47%
Advertising & Media
Construction, Property & Engineering
1% 5% 8%
3% 15% 33%
45%
41% 49%
Financial Services
SALARY POLICY
2. When you next review, by what percentage do you intend to increase salaries? continued... For specific industries
3% 7% 8%
2% 5%

10%
37% 45%
48%
45%
Manufacturing
1% 3% 12% 22%
1% 5%
41% 41% 64%

Mining & Resources Professional Services
3% 4%
2% 4% 8%
43% 40% 50% 46%
Public Sector
Retail
3% 4% 6%
46% 50%
43% 48%
Other
SALARY POLICY
3. Does your company offer flexible salary packaging?
81%
19% Yes
0%
20%
40%
60%
80%
100%
No
Of those who answered yes, the following benefits were indicated as being commonly offered to... Car Bonuses Private Health Insurance Parking Salary Sacrifice Above Mandatory Superannuation Private Expenses Other
All Employees 11% 29% 31% 36% 53% 33% 12% 35%
More than 50% Less than 50% 10% 17% 6% 13% 7% 7% 7% 9% 23% 20% 8% 17% 13% 12% 16% 9%
Few Employees 56% 34% 55% 34% 27% 48% 65% 47%
RECRUITMENT TRENDS
4. Over the last 12 months, have permanent staff levels in your department...
Across all departments
38%
17%
45%
Increased Decreased
0%
20%
40%
60%
80%
100%
Remained the same
27%
For specific departments
25%
54% 19% 75%
Accountancy & Finance
Distribution
32% 41% 50% 45%
18%
14%
Human Resources
Engineering
31% 39% 42% 46%
19%
Information Technology 12 | 2011 Hays Salary Guide Marketing
23%
RECRUITMENT TRENDS
4. Over the last 12 months, have permanent staff levels in your department... continued...
41%
44% 50% 50%
Increased Decreased Remained the same

15%
Operations
Purchasing
48%
44%
39%
41%
8%
Sales 5. Over the coming year, do you expect permanent staff levels to...
20%
Other
45% 7%
48%
Increase Decrease
0%
20%
40%
60%
80%
100%
Remain the same
29%
50% 64% 7%
50%
Distribution 2011 Hays Salary Guide | 13
RECRUITMENT TRENDS
5. Over the coming year, do you expect permanent staff levels to... continued...
25%
47%
48%
Increase Decrease Remain the same
7% 68% 5%
Engineering Human Resources
29%
23%
59% 12%
54% 23%
Information Technology
Marketing
39% 53% 50% 50%
8%
Operations Purchasing
48% 52%
41% 52%
7%
Sales Other
RECRUITMENT TRENDS
6. If you expect staffing levels to increase, please specify how:
Full time/Permanent Staff Employment of Part-time Staff Temporary/Contractors

(through an employment consultancy)
Employment of Casual Staff

(on your payroll)
Job Sharing Mixture, Other

(inc. overseas recruitment, acquisitions)
0%
20%
40%
60%
80%
100%
% of respondents answered yes

Note: Multiple choices permitted.
7. How often do you employ temporary/ contract staff?
15%
46%
39%
0%
20%
40%
60%
80%
100%
Regular ongoing basis Special projects/ Workloads Exceptional circumstances/ Never
6% 25%
48% 46% 75%
Distribution 2011 Hays Salary Guide | 15
RECRUITMENT TRENDS
7. How often do you employ temporary/ contract staff? continued...
18%
15% 35%
Regular ongoing basis Special projects/ Workloads Exceptional circumstances/ Never
50% 32% 50%
Engineering
Human Resources
22%
15% 27%
23%
51%
Information Technology
62%
Marketing
17% 38%
45% 100%
Operations Purchasing
20% 37% 48%
24%
32% 39%
Sales Other
RECRUITMENT TRENDS
8. In the next 12 months, do you expect your use of temporary/contract staff to...
15% 10%
75%
Increase Decrease
0%
20%
40%
60%
80%
100%
Remain the same
9% 7%
84%
100%
Distribution
18%
16% 8% 11%
71%
76%
Engineering
Human Resources
37% 41% 46%
31%
22%
Information Technology Marketing
23%
RECRUITMENT TRENDS
8. In the next 12 months, do you expect your use of temporary/contract staff to...
continued...
11% 14%

Operations
75% 100%
Purchasing
24%
18%
11% 64% 12% 71%
Sales 9. In skill-short areas, would you consider employing or sponsoring a qualified overseas candidate?
Other
58%
42% Yes
0%
20%
40%
60%
80%
100%
No
10. For which areas have you recently found it difficult to recruit? Accountancy & Finance Distribution Engineering Human Resources IT Operations Purchasing Sales & Marketing Technical Other 18 | 2011 Hays Salary Guide
Junior to Mid Management 15% 2% 9% 2% 8% 11% 1% 11% 9% 8%
Senior Management 8% 1% 7% 1% 4% 6% 1% 6% 6% 3%
RECRUITMENT TRENDS
11. Does your workplace allow for flexible work practices?*
83%
17% Yes
0%
20%
40%
60%
80%
100%
No
12. If yes, which practices do you currently offer:
Part-time employment Flexible working hours/ Compressed working weeks Flex-place Job sharing Flexible leave options
(such as purchased leave) (such as working from home or alternative)
Career breaks Phased retirement
0%
20%
40%
60%
80%
100%
% of respondents answered yes

Note: Multiple choices permitted.
*New information and therefore not comparable to previous editions. 2011 Hays Salary Guide | 19
HUMAN RESOURCES TRENDS

13. Has overtime/extra hours in your organisation over the last 12 months...
27%
66%
7%
If increased, by how much? Per Week None 5 Hours or Less 5 - 10 Hours More than 10 Hours 16% 45% 29% 10% Month End 29% 22% 28% 21% Year End 37% 10% 18% 35%
14. For non-award staff in your organisation, is overtime/extra hours worked...
24%
76%
Paid Unpaid

15. Is it your policy to counter-offer staff when they resign?
1%
39%
60%
Yes Sometimes No
Of those you counter-offered, on average, did they....
2%
21% 43%
34%
Stay less than 3 months Stay 3 12 months Stay longer than 12 months Leave anyway
16. Over the last 12 months has your staff turnover rate*:
31%
53%
16%

17. Which factors do you think have the most impact on your organisations employment brand in the market?* Career path/training and development available The company's nancial health and stability The companys products or services An individual's t with the companys vision, culture and values Direct/Indirect experience of the company
Not Important Minor Importance Important Very Important Extremely Important
Salary & Benets
Work/life balance
0%
20%
40%
60%
80%
100%
18. How well do you think your organisation rates in terms of perception on the following factors?*
Career path/training and development available The companys vision, culture and values
Poor Okay Good Very Good Excellent
Direct/Indirect experience of the company
Salary & Benets
Work/life balance
0%
20%
40%
60%
80%
100%
*New information and therefore not comparable to previous editions. 22 | 2011 Hays Salary Guide
ECONOMIC OUTLOOK
19. In the past 12 months, has business activity:
24%
13%
63%
20. In the next 12 months, do you envisage business activity increasing / decreasing for your organisation?*
21%
5%
74%
ECONOMIC OUTLOOK
20. In the next 12 months, do you envisage business activity increasing / decreasing for your organisation? continued... For specific industries
14% 28% 7% 50% 79% 22%

Advertising & Media
Construction, Property & Engineering
24% 35%
10% 66% 7%
58%
Financial Services
20%
25%
12% 68% 57% 18%
Manufacturing
17% 31% 8% 60% 75% 9%
Mining & Resources
Professional Services
ECONOMIC OUTLOOK
20. In the next 12 months, do you envisage business activity increasing / decreasing for your organisation? continued... For specific industries
20%
19%
7%

Public Sector
52% 29% 73%
Retail
22%
20%
13% 17% 61% 67%
Other
ECONOMIC OUTLOOK
21. What are the key factors driving your business activity?
12% 40% 48%
13%
Signicant impact Some impact No impact
39% 48%
Interest Rates
Currency/Forex Rates
12% 26% 40% 47%
41% 34%
Consumer/ Business Condence
Capex Investment
(by customers)
31%
31%
38%
Projects driven
(by Federal or State Government)
22. Do you see the general outlook for the economy in the forthcoming 6-12* months as...
40%
50% 10%
Strengthening Static
0%
20%
40%
60%
80%
100%
Weakening
*This data was collected during March 2011. 26 | 2011 Hays Salary Guide
SECTION TWO SALARY INFORMATION
USING OUR SALARY TABLES

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.
Salaries in 000 NSW - Sydney Finance Director/CFO (Turnover up to $50m) 175 140 - 200
Salary range
Finance Director/CFO Finance Director/CFO (Turnover $50m - $150m) (Turnover > $150m) 220 170 - 240 260 210+
Typical salary
SECTOR OVERVIEW
RESOURCES & MINING

The demand for mining engineering and geology candidates has now reached acute levels across the country.
AUSTRALIA
Australias booming resources and mining sector is restoring growth across the nation as it spearheads our economic recovery. But amid such buoyancy comes a significant challenge in the form of a shortage of appropriate skills, which could yet cast a shadow over the resources sector. Over the past year, skills shortages began to hit this sector hard, with new start ups, expansion projects and aggressive hiring activity reducing Australias candidate pool. In this boom cycle, where big projects are making unprecedented demands on this tight labour market, we expect the impact to be greater than ever before. The demand for mining engineering and geology candidates has now reached acute levels across the country. Over the past year rising investment saw exploration gain strength, to record levels in some states, necessitating more geology skills in what is already a candidate-tight market. At the same time, the expansion of existing mines and a number of new mines saw the requirement climb for experienced Mine Engineers across the country, both underground and open pit. The needs of these same expansion projects and new mines also severely diminished the supply of construction personnel. Allied industries such as Australias booming oil & gas and energy markets further drained the candidate pool. In particular, LNG projects have attracted large numbers of talent away from the resources sector. Add rising commodity prices and almost insatiable demand from China, Japan and India, and demand for skills surpasses supply. Production candidates are also sought as expansions and high commodity prices motivate producers to get equipment back to full productivity following past Global Financial Crisis-induced budget restraints. Heavy engineering firms are also very active, and seek senior strategic candidates in response to confidence and the higher value of commodities. Additional labour demand is evident in localised trends. In Western Australia environmental, business improvement and maintenance staff are needed. Along with Victoria, the state also lacks surveying staff, underground staff and Geotechnical Engineers. Queensland has a major requirement for operators and maintenance crews as hard rock mines re-open, while mining houses and coal companies are all recruiting. The floods had a major but short-term impact on productivity; Queensland mines are again operational and demand has not waned. In a market this active, the ability to secure the top talent is critical to business success. In many states, interstate recruitment is now increasingly on the agenda, while companies are becoming more receptive to international applicants, particularly experienced Mining Engineers, Geologists, Geotechnical Engineers and senior level strategic candidates. As evidenced by our white paper Bridging the skills gap, this is one practical step organisations can take to overcome the skills shortage. Another is flexibility. Most employers have found that adhering to a rigid criteria and a long recruitment process will not secure top talent. This flexibility extends to the level of experience required. There are still few opportunities for unskilled people, or those without relevant industry experience. Yet considering transferable skills will allow an employer to open their vacancy to a wider pool of talent, who may have the desired behaviours and cultural fit, and who, with a little training, can become a valued asset.
Given rising demand and falling supply, salaries are increasing as employers compete for available expertise. Remuneration and benefits packages are already gaining momentum as sought after candidates choose between offers, and employers act to retain existing staff. Further salary trends are seen in New South Wales coal sector, where salaries are now starting to match those offered in Western Australia. This is exacerbating Western Australias skill shortage. In South Australia, salary levels are still a few steps behind Western Australia and Queensland, but this is offset by the states lower living costs, closer proximity of projects to the capital city and attractive FIFO arrangements. Benefits have also increased in response to the shortage of skills and more employers are now paying out long service leave in order to secure candidates. Weve also seen a big push on non-financial benefits over the year, with employers willing to match past benefits and offer greater flexibility in terms of hours, FIFO rosters and commencement date. Candidates are also looking very hard at rosters and the quality of accommodation on offer, and this is a definite factor in their decision-making. As we move forward, there is no doubt that the resources boom will fuel a continued and highly competitive talent race which will reshape our labour market. Thus salary pressure will remain a constant companion in the year ahead.
NEW ZEALAND
The shortage of domestic talent in New Zealands mining sector continues to be exacerbated by the flow of talent overseas, particularly to Australia where salaries are higher. Heavy Diesel Mechanics who maintain the plant and technical staff, such as Engineers and Geologists, are in high demand across the Tasman as well as in New Zealand. In response, some companies have slightly increased salaries in an attempt to retain New Zealand expertise. But is this enough? As new mining prospects on the West Coast of the North and South Islands are assessed, candidate demand will be even greater and companies will need to review their overall approach to recruitment; New Zealand has to be seen as an attractive and lucrative prospect for any overseas applicant looking to relocate. Another proactive step to help overcome the skills shortage is the recruitment and subsequent training and development of candidates at a lower skills level. Utilising contract workers combined with a generous roster, such as seven days on, seven days off, may also help entice key talent.
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3/05/11 12:22 PM
Resources & Mining

Mineral Processing Salaries in 000 WA - Perth QLD - Brisbane NSW - Sydney VIC - Melbourne SA - Adelaide TAS - Hobart NT - Darwin New Zealand Mill Senior Superintendent Metallurgist 145 - 185 125 - 160 130 - 155 120 - 140 120 - 155 110 - 140 110 - 135 120 - 150 130 - 165 110 - 160 100 - 130 110 - 135 105 - 125 100 - 125 110 - 135 105 - 135 Graduate Metallurgist 75 - 85 60 - 75 60 - 75 60 - 75 60 - 75 55 - 70 60 - 75 55 - 70 Process Engineer Mid level 3-7yrs 100 - 140 90 - 110 80 - 100 75 - 100 85 - 110 70 - 100 85 - 100 75 - 100
Metallurgist 90 - 125 80 - 100 80 - 100 85 - 100 80 - 110 75 - 100 90 - 110 75 - 100
Salaries in 000 WA - Perth QLD - Brisbane NSW - Sydney VIC - Melbourne SA - Adelaide TAS - Hobart NT - Darwin New Zealand Maintenance Salaries in 000 WA - Perth QLD - Brisbane NSW - Sydney VIC - Melbourne SA - Adelaide TAS - Hobart NT - Darwin New Zealand
Shift Supervisor 90 - 140 85 - 110 85 - 105 80 - 95 75 - 90 75 - 90 90 - 110 80 - 95
Mill Operator 75 - 110 80 - 100 65 - 80 70 - 85 70 - 90 65 - 80 70 - 85 70 - 85
Metallurgical Technician 65 - 80 60 - 70 60 - 70 60 - 70 55 - 65 55 - 70 70 - 85 60 - 75
Laboratory Technician 60 - 80 60 - 75 60 - 70 50 - 70 55 - 70 50 - 70 70 - 85 55 - 75
Maintenance Maintenance Superintendent Planner 130 - 180 160 - 180 120 - 155 115 - 135 115 - 140 105 - 130 115 - 145 115 - 180 110 - 150 90 - 130 90 - 120 85 - 110 90 - 130 85 - 105 85 - 110 80 - 110
Maintenance Supervisor 125 - 165 130 - 160 100 - 130 90 - 110 85 - 110 80 - 105 95 - 125 75 - 95
Mechanical Eng Mid level 3-7yrs 105 - 135 95 - 120 90 - 120 75 - 110 80 - 110 75 - 100 95 - 120 70 - 100
Electrical Eng Mid level 3-7yrs 110 - 145 95 - 130 90 - 120 75 - 100 85 - 110 75 - 100 95 - 120 70 - 100
Salaries in 000 WA - Perth QLD - Brisbane NSW - Sydney VIC - Melbourne SA - Adelaide TAS - Hobart NT - Darwin New Zealand
Leading Hand 110 - 140 100 - 130 100 - 125 85 - 100 85 - 105 80 - 95 90 - 110 85 - 105
Mechanical Fitter 100 - 130 80 - 95 75 - 115 75 - 85 70 - 85 70 - 85 80 - 95 80 - 95
Electrician 100 - 130 90 - 120 90 - 120 80 - 120 85 - 120 70 - 85 80 - 95 80 - 115
Boiler Maker/ Welder 100 - 130 90 - 110 75 - 90 75 - 95 75 - 95 75 - 85 80 - 95 80 - 95
Instrumentation Technician 100 - 130 90 - 110 80 - 110 80 - 100 85 - 110 75 - 85 80 - 95 75 - 95
Notes
In WA/SA all salaries are based on 9&5 and 2&1 rosters excluding superannuation and additional benefits. For all other states, salaries are based on residential positions excluding superannuation and additional benefits. New Zealand salaries are represented in New Zealand Dollars
3/05/11 12:22 PM
Resources & Mining

Metalliferous Geology Salaries in 000 WA - Perth QLD - Brisbane NSW - Sydney VIC - Melbourne SA - Adelaide TAS - Hobart NT - Darwin New Zealand Chief Geologist 150 - 240 150 - 200 140 - 200 115 - 150 130 - 180 120 - 160 120 - 150 110 - 130 Senior Mine Geologist 120 - 165 130 - 160 120 - 160 90 - 140 110 - 140 95 - 115 110 - 130 90 - 120 Mine Geologist 90 - 125 110 - 140 80 - 120 80 - 100 90 - 110 80 - 100 85 - 110 70 - 95 Graduate Geologist 75 - 85 75 - 90 60 - 80 65 - 75 65 - 80 55 - 70 80 - 95 50 - 60 Exploration Manager 145 - 200 150 - 200 140 - 180 110 - 150 130 - 180 120 - 150 130 - 180 100 - 140
Salaries in 000 WA - Perth QLD - Brisbane NSW - Sydney VIC - Melbourne SA - Adelaide TAS - Hobart NT - Darwin New Zealand Notes
Senior Exploration Exploration Geologist Geologist 125 - 165 115 - 140 120 - 140 90 - 140 100 - 130 95 - 130 110 - 140 100 - 120 85 - 125 95 - 130 70 - 120 75 - 100 90 - 110 80 - 100 100 - 120 70 - 90
Field Assistant 65 - 90 65 - 90 50 - 90 60 - 80 60 - 70 55 - 70 70 - 95 50 - 60
Pit Technician/ Geological Technician 65 - 90 70 - 95 50 - 90 50 - 80 60 - 70 55 - 70 80 - 95 45 - 55
In WA/SA all salaries are based on 9&5 and 2&1 rosters excluding superannuation and additional benefits. For all other states, salaries are based on residential positions excluding superannuation and additional benefits. New Zealand salaries are represented in New Zealand Dollars In Queensland more employers are offering fly-in fly-out (FIFO) options, which has been taken into consideration in these salaries presented.
Metalliferous Mining Engineering
Mine Manager 180 - 285 180 - 230 160 - 250 160 - 220 160 - 250 150 - 200 140 - 210 160 - 250
Underground Project /Quarry Manager Manager 160 - 200 150 - 180 130 - 160 100 - 120 130 - 160 110 - 140 120 - 150 120 - 175 150 - 220 160 - 190 130 - 180 110 - 150 120 - 175 115 - 160 110 - 160 130 - 200
Senior Mining Engineer 125 - 170 160 - 180 120 - 140 115 - 140 110 - 140 120 - 140 120 - 150 95 - 130
Project Engineer 90 - 135 90 - 125 90 - 120 85 - 120 95 - 120 90 - 120 110 - 130 75 - 105
Mining Engineer 100 - 145 120 - 150 90 - 120 100 - 120 85 - 115 90 - 120 100 - 130 90 - 120
Drill & Blast Engineer 90 - 125 80 - 120 90 - 120 80 - 110 80 - 115 80 - 110 100 - 120 80 - 105
Graduate Mining Engineer 80 - 90 70 - 90 60 - 90 60 - 80 60 - 80 60 - 85 70 - 85 60 - 70
Chief Surveyor 120 - 155 130 - 170 120 - 150 90 - 115 120 - 140 95 - 120 120 - 140 75 - 120
Senior Surveyor 110 - 135 120 - 150 100 - 130 90 - 120 110 - 125 85 - 115 110 - 130 80 - 120
Mine Surveyor 75 - 115 110 - 130 70 - 100 75 - 100 80 - 100 70 - 90 90 - 110 60 - 110
Notes
3/05/11 12:22 PM
Resources & Mining

Coal - Technical Engineering/Management Mine Manager 200 - 250 180 - 220 150 - 200 130 - 175 CHPP Manager 180 - 220 170 - 220 130 - 170 110 - 145 Project Manager 140 - 200 140 - 180 120 - 150 120 - 165 Technical Services Manager 180 - 200 160 - 200 90 - 140 110 - 160 Senior Mining Engineer 160 - 180 140 - 180 100 - 130 95 - 120 Mine Planning Engineer 120 - 150 120 - 160 90 - 120 90 - 110
Salaries in 000 QLD - Brisbane NSW - Sydney VIC - Melbourne New Zealand
Drill & Blast Engineer 100 - 120 110 - 140 90 - 100 80 - 105
Mining Engineer 120 - 150 90 - 120 100 - 130 120 - 150
Graduate Engineer 70 - 100 70 - 85 60 - 80 60 - 70
Statutory Surveyor 125 - 165 130 - 160 90 - 110 100 - 130
Surveyor 110 - 130 100 - 130 70 - 90 60 - 80
Coal - Production Management Salaries in 000 QLD - Brisbane NSW - Sydney VIC - Melbourne New Zealand
Production Superintendent 140 - 180 150 - 180 100 - 130 90 - 135
Undermanager 150 - 180 140 - 160 N/A 115 - 130
Deputy 120 - 150 120 - 140 N/A 105 - 120
Open Cut Examiner 150 - 180 120 - 150 90 - 110 N/A
Notes
3/05/11 12:22 PM
Resources & Mining

Coal Geology Salaries in 000 QLD - Brisbane NSW - Sydney VIC - Melbourne New Zealand Senior Geologist 135 - 150 150 - 180 95 - 130 140 - 160 Mine Geologist 115 - 135 120 - 160 70 - 100 120 - 140 Exploration Manager 180 - 230 160 - 180 105 - 140 120 - 180 Senior Exploration Geologist 135 - 150 130 - 160 95 - 130 140 - 170
Project Geologist 90 - 110 95 - 120 80 - 95 70 - 95
Exploration Geologist 100 - 135 80 - 110 80 - 95 120 - 140
Graduate Geologist 75 - 90 60 - 90 65 - 75 50 - 65
Coal - Health Safety Environment & Training Positions
HSE Manager 160 - 185 140 - 180 140 - 180 90 - 120
OH&S Manager/ Superintendent 120 - 160 130 - 150 90 - 120 90 - 130
OH&S Coordinator OH&S Officer 75 - 110 110 - 130 65 - 85 80 - 95 95 - 110 80 - 120 70 - 95 70 - 90
Environmental Superintendent 145 - 185 120 - 160 90 - 120 90 - 110
Environmental Coordinator 90 - 150 90 - 130 65 - 85 90 - 110
Environmental Officer 75 - 90 60 - 90 65 - 85 80 - 100
Training Coordinator 80 - 90 100 - 120 60 - 75 80 - 100
Notes
3/05/11 12:22 PM
Resources & Mining

Coal - Maintenance Engineering Salaries in 000 QLD - Brisbane NSW - Sydney VIC - Melbourne New Zealand Maintenance Manager 180 - 210 140 - 180 110 - 140 100 - 120 Engineering Manager 160 - 200 150 - 180 100 - 140 110 - 130 Maintenance Maintenance Superintendent Supervisor 160 - 180 130 - 150 80 - 120 110 - 130 120 - 140 110 - 130 80 - 110 110 - 130 Maintenance Planner 100 - 130 90 - 120 80 - 120 110 - 130
Statutory Mechanical Engineer 120 - 150 130 - 150 90 - 120 120 - 130
Mechanical Engineer (3-7yrs) 90 - 125 90 - 130 80 - 100 120 - 130
Statutory Electrical Engineer 120 - 150 130 - 150 90 - 120 120 - 160
Electrical Engineer (3-7 yrs) 90 - 115 90 - 130 80 - 100 120 - 160
Longwall Coordinator 150 - 170 120 - 140 N/A 125 - 135
Coal - Trades Salaries in 000 QLD - Brisbane NSW - Sydney VIC - Melbourne New Zealand Electrician 120 - 140 80 - 100 80 - 110 80 - 100
Instrumentation Mechanical Technician Fitter 130 - 150 80 - 100 85 - 115 80 - 100 110 - 130 80 - 100 80 - 105 90 - 110
Boiler maker/ welder 110 - 130 80 - 100 85 - 110 70 - 90
Leading Hand 140 - 160 100 - 120 95 - 125 75 - 95
Notes
3/05/11 12:22 PM
Resources & Mining

Mobile Plant - Surface Salaries in 000 WA - Perth QLD - Brisbane NSW - Sydney VIC - Melbourne SA - Adelaide TAS - Hobart NT - Darwin New Zealand Mobile Plant - Service Person Salaries in 000 WA - Perth QLD - Brisbane NSW - Sydney VIC - Melbourne SA - Adelaide TAS - Hobart NT - Darwin New Zealand Mobile Plant - Underground Salaries in 000 WA - Perth QLD - Brisbane NSW - Sydney VIC - Melbourne SA - Adelaide TAS - Hobart NT - Darwin New Zealand Service Person 100 - 120 75 - 95 70 - 90 70 - 95 80 - 100 70 - 85 70 - 85 55 - 65 Open Pit Supervisor 125 - 160 110 - 140 110 - 140 105 - 140 110 - 140 90 - 110 90 - 120 70 - 100 Workshop Supervisor 120 - 160 95 - 135 95 - 130 95 - 125 95 - 130 85 - 110 90 - 120 85 - 110 Auto Electrician 110 - 140 100 - 120 90 - 120 90 - 120 80 - 140 75 - 95 90 - 110 75 - 95 Boiler Maker/ Welder 100 - 140 80 - 95 80 - 95 85 - 100 90 - 120 65 - 85 90 - 120 80 - 95
HD Fitter 110 - 140 110 - 130 90 - 120 85 - 120 85 - 130 80 - 110 90 - 120 80 - 95
Excavator Operator 100 - 130 90 - 120 90 - 120 90 - 115 75 - 130 70 - 90 70 - 95 60 - 85
Dump Truck Operator 90 - 110 80 - 110 75 - 110 70 - 110 85 - 100 60 - 85 70 - 85 55 - 65
Driller 110 - 130 80 - 110 75 - 115 75 - 120 75 - 100 70 - 95 70 - 95 70 - 110
All-Rounder 100 - 130 90 - 110 80 - 120 80 - 115 85 - 120 65 - 85 70 - 110 65 - 85
Underground Supervisor 125 - 150 130 - 150 120 - 135 105 - 145 100 - 140 90 - 110 90 - 120 90 - 130
Workshop Supervisor 120 - 140 120 - 140 90 - 120 85 - 130 90 - 130 80 - 100 90 - 110 100 - 130
HD Fitter 110 - 140 100 - 130 80 - 115 85 - 120 90 - 130 80 - 100 70 - 110 80 - 110
Auto Electrician 110 - 140 100 - 120 90 - 120 90 - 115 80 - 130 80 - 100 70 - 95 80 - 100
Boiler Maker/ Welder 110 - 140 90 - 100 80 - 115 85 - 115 70 - 105 70 - 85 70 - 110 80 - 95
Jumbo Operator 130 - 180 125 - 165 110 - 130 110 - 130 110 - 120 85 - 110 70 - 120 130 - 160
Bogger Operator 110 - 150 95 - 120 110 - 135 95 - 125 80 - 100 80 - 105 70 - 115 110 - 140
Service Crew 90 - 130 75 - 90 90 - 110 85 - 105 65 - 90 60 - 75 70 - 90 70 - 90
Driller 110 - 160 95 - 130 70 - 90 80 - 100 80 - 120 80 - 100 70 - 100 80 - 110
Drillers Offsiders 65 - 85 65 - 80 55 - 70 55 - 80 60 - 80 55 - 75 60 - 80 40 - 60
Notes
3/05/11 12:22 PM
Resources & Mining

Industrial Design Salaries in 000 WA - Perth QLD - Brisbane NSW - Sydney VIC - Melbourne SA - Adelaide TAS - Hobart NT - Darwin New Zealand Principal/ Engineering Lead Manager Engineer 250 - 280 180 - 220 150 - 220 160 - 220 150 - 200 150 - 190 170 - 210 140 - 220 170 - 210 170 - 200 140 - 170 140 - 180 125 - 170 110 - 140 130 - 170 95 - 130 Project Manager 250 - 350 180 - 240 130 - 150 120 - 200 120 - 160 110 - 140 120 - 160 110 - 160 Senior Design Engineer 140 - 170 120 - 170 80 - 130 100 - 150 100 - 125 90 - 110 110 - 150 80 - 140 Design Engineer 100 - 130 85 - 120 75 - 105 70 - 110 80 - 110 80 - 100 110 - 130 60 - 90 Senior Project Engineer (EPCM) 120 - 160 120 - 170 130 - 160 110 - 150 110 - 145 90 - 120 140 - 170 70 - 130
Salaries in 000 WA - Perth QLD - Brisbane NSW - Sydney VIC - Melbourne SA - Adelaide TAS - Hobart NT - Darwin New Zealand Notes
Project Engineer (EPCM) 90 - 120 90 - 110 80 - 130 75 - 115 80 - 110 80 - 110 110 - 145 70 - 100
Design Manager/ Chief Drafter 130 - 170 110 - 140 100 - 130 90 - 130 100 - 130 80 - 110 110 - 130 70 - 90
Senior Design Drafter 100 - 130 85 - 110 70 - 90 80 - 110 85 - 110 80 - 95 75 - 120 60 - 75
Design Drafter 70 - 95 65 - 85 65 - 85 55 - 90 50 - 85 50 - 75 70 - 95 40 - 60
Piping Designer 80 - 140 100 - 130 80 - 100 80 - 110 75 - 100 50 - 75 100 - 120 60 - 95
Salaries are based on residential positions excluding superannuation and additional benefits. New Zealand salaries are represented in New Zealand Dollars
Industrial Construction Salaries in 000 WA - Perth QLD - Brisbane NSW - Sydney VIC - Melbourne SA - Adelaide TAS - Hobart NT - Darwin New Zealand
Project Manager 190 - 240 170 - 220 140 - 220 150 - 200 140 - 200 120 - 160 120 - 160 120 - 180
Construction Senior Manager/ Superintendent Estimator 160 - 230 150 - 220 150 - 220 150 - 200 130 - 180 120 - 160 120 - 160 90 - 130 170 - 200 120 - 175 130 - 200 100 - 140 110 - 130 100 - 130 110 - 140 90 - 120
Planning Manager 160 - 200 140 - 200 120 - 150 140 - 170 115 - 140 110 - 130 110 - 150 90 - 120
Contracts Manager 160 - 240 135 - 180 130 - 180 140 - 170 125 - 160 110 - 130 120 - 160 80 - 120
Project Engineer (Civil/Mech/Elec) 120 - 150 110 - 150 100 - 150 90 - 135 110 - 140 80 - 110 110 - 140 80 - 120
Estimator 110 - 140 100 - 130 75 - 140 85 - 120 90 - 120 80 - 120 110 - 150 60 - 80
Contracts Planner Administrator 100 - 140 100 - 140 90 - 140 80 - 120 80 - 120 80 - 110 80 - 100 60 - 80 100 - 140 85 - 130 100 - 140 90 - 130 85 - 125 80 - 110 90 - 115 75 - 100
Site Supervisor 110 - 140 100 - 130 100 - 130 80 - 110 90 - 110 80 - 110 110 - 140 80 - 100
Site Safety Engineer (Civil/Mech/Elec) Advisor 95 - 115 100 - 120 80 - 130 80 - 120 75 - 115 80 - 115 110 - 140 70 - 110 90 - 120 90 - 120 90 - 140 80 - 110 90 - 125 80 - 100 110 - 130 80 - 100
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
3/05/11 12:22 PM
Australia New South Wales

Sydney Chifley Tower O'Connell Street Spring Street City South North Sydney Chatswood Parramatta Liverpool Burwood Hurstville Newcastle Wollongong T: 02 8226 9600 T: 02 9249 2200 T: 02 9221 5852 T: 02 9280 3577 T: 02 9957 5733 T: 02 9411 8122 T: 02 9635 1133 T: 02 9601 8822 T: 02 9744 3344 T: 02 9580 8333 T: 02 4925 3663 T: 02 4222 0100
Our international reach operating in 30 countries

Australia Austria Belgium Brazil Canada China Czech Republic Denmark
Victoria
Melbourne 360 Collins St 410 Collins St St Kilda Rd Mulgrave Moonee Ponds Camberwell Geelong T: 03 9604 9604 T: 03 8638 8400 T: 03 9804 5313 T: 03 8562 4250 T: 03 9326 2149 T: 03 9946 3500 T: 03 5226 8000
France Germany Hong Kong Hungary India
Queensland
Brisbane Brisbane Brisbane City Mt. Gravatt Ipswich Gold Coast Townsville Maroochydore Chermside T: 07 3243 3000 T: 07 3231 2600 T: 07 3349 6563 T: 07 3817 1900 T: 07 5571 0751 T: 07 4771 5100 T: 07 5412 1100 T: 07 3259 4900 T: 02 6257 6344 T: 08 9254 4595 T: 08 8231 0820 T: 03 6234 9554 T: 03 6333 9400
Ireland Italy Japan Luxembourg Mexico Netherlands New Zealand Poland Portugal Russia Singapore Spain Sweden Switzerland United Arab Emirates United States United Kingdom
ACT
Canberra Perth
Western Australia South Australia

Adelaide
Tasmania
Hobart Launceston
Northern Territory
Darwin T: 08 8943 6000 T: 09 377 4774 T: 09 917 8824 T: 09 525 1333 T: 04 471 4490 T: 03 377 6656
New Zealand
Auckland North Auckland South Auckland Wellington Christchurch
HAYS and the H device are protected by trade mark and design laws in many jurisdictions. Copyright Hays plc 2011. The reproduction or transmission of all or part of this work, whether by photocopying or storing in any medium by electronic means or otherwise, without the written permission of the owner, is prohibited. The commission of any unauthorised act in relation to the work may result in civil or criminal actions. This guide is reproduced in full in PDF format on our websites.
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THE 2011 HAYS SALARY GUIDE SHARING OUR EXPERTISE

Salaries and recruiting trends across Australia and New Zealand.

HAYS AUSTRALIA & NEW ZEALAND

15,000 11,000 820

PEOPLE PLACED IN PERMANENT JOBS EACH YEAR

TEMPORARY AND CONTRACT STAFF ENGAGED EACH WEEK

2011 Hays Salary Guide | 3

MARKET OVERVIEW & TRENDS A RETURN TO POSITIVE GROWTH

4 | 2011 Hays Salary Guide

2011 Hays Salary Guide | 5

THE INSIGHTS THAT YOU NEED TO SUCCEED

MARKET OVERVIEW & TRENDS

Across all industries

Nil Less than 3% From 3% to 6% From 6% to 10% More than 10%

1% 6% 12% 9% 12% 5% 21%

For specific industries

Hospitality, Travel & Entertainment

2011 Hays Salary Guide | 7

MARKET OVERVIEW & TRENDS

For specific industries

Nil Less than 3% From 3% to 6% From 6% to 10% More than 10%

43% 38% 34% 44%

4% 5% 10% 32% 26%

Mining & Resources

43% 37% 49% 42%

39% 48% 50%

Transport & Distribution

8 | 2011 Hays Salary Guide

MARKET OVERVIEW & TRENDS

Across all industries

Nil Less than 3% From 3% to 6% From 6% to 10% More than 10%

Advertising & Media

Construction, Property & Engineering

Hospitality, Travel & Entertainment

2011 Hays Salary Guide | 9

MARKET OVERVIEW & TRENDS

Nil Less than 3% From 3% to 6% From 6% to 10% More than 10%

41% 41% 64%

43% 40% 50% 46%

Transport & Distribution

10 | 2011 Hays Salary Guide

MARKET OVERVIEW & TRENDS

2011 Hays Salary Guide | 11

MARKET OVERVIEW & TRENDS

Across all departments

Remained the same

54% 19% 75%

Accountancy & Finance

32% 41% 50% 45%

31% 39% 42% 46%

MARKET OVERVIEW & TRENDS

For specific departments

44% 50% 50%

Increased Decreased Remained the same

Across all departments

Remain the same

Accountancy & Finance

Distribution 2011 Hays Salary Guide | 13

MARKET OVERVIEW & TRENDS

Increase Decrease Remain the same

39% 53% 50% 50%

14 | 2011 Hays Salary Guide

MARKET OVERVIEW & TRENDS

Full time/Permanent Staff Employment of Part-time Staff Temporary/Contractors