hays salary guide 2011
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THE 2011 HAYS
SALARY GUIDESHARING OUREXPERTISESalaries and recruiting trends across Australia and New Zealand.
hays.com.au hays.net.nz
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Thank you
Hays would like to express our gratitude to allthose organisations that participated in ouronline survey and provided such invaluableeedback, which we eel has contributed tomaking this the most accurate and up to datesurvey o its kind in Australia and New Zealand.
A list o all contributors who kindly gave theirpermission to be named as participants can beound on our website.
This Guide is reproduced in ull in PDF ormatand can be requested rom our website hays.com.au and hays.net.nz
Feedback
We welcome any eedback or commentsregarding this guide whether positive ornegative to ensure that it continues to berelevant to Australian and New Zealandorganisations across all industries. Pleaseaddress any suggestions to your local Hays
oice or to:HaysLevel 11, The Chiley Tower, 2 Chiley SquareSydney NSW 2000
E: salaryguide@hays.com.au
Disclaimer
The Hays Salary Guide is representative o avalue added service to our clients, prospectiveclients and candidates. Whilst every care istaken in the collection and compilation o data,the guide is interpretive and indicative, notconclusive. Thereore inormation should be
used as a guideline only and should not bereproduced in total or by section withoutwritten prior permission rom Hays.
HAYS AUSTRALIA & NEW ZEALAND
15,000PEOPLE PLACED IN PERMANENT JOBS EACH YEAR11,000TEMPORARY AND CONTRACT STAFF ENGAGED EACH WEEK
820CONSULTANTS
38LOCATIONS35YEARS OF EXPERIENCE
2011 Hays Salary Guide | 3
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MARKET
OVERVIEW &TRENDSA RETURN
TO POSITIVEGROWTH
SECTION ONE
4 | 2011 Hays Salary Guide
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Improved market conditions and the subsequent rise in recruitment
activity have been the catalysts or the movement o candidates back into
a position o power across Australia and New Zealands job markets. Skillsshortages are now emerging in all o the sectors surveyed. According
to our survey data, they are most prominent in accountancy & finance,
operations, sales & marketing and engineering disciplines.
But while candidates have more negotiating power, we are yet to see
widespread salary increases. Our survey data shows that 37 per cent o
employers increased salaries by less than 3 per cent and 43 per cent by
between 3 and 6 per cent. Looking orward, employers are predicting
similar conservative increases (43 per cent and 44 per cent respectively).
This is lower than candidate expectations which have risen in response to
rising job numbers and demand or particular skills.
Thus the gap between candidate expectations and actual ofers is
widening in some areas significantly.
2011 Hays Salary Guide | 5
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THE INSIGHTS
THAT YOU NEEDTO SUCCEED
The second mining boom and a two-speed economy in Australia,tighter credit conditions and higher terms of trade, in addition to
the short-term impact of natural disasters in both Australia andNew Zealand, have not stopped 74 per cent of organisationsindicating they expect business activity to increase over thenext 12 months.
Certainly the increased number of jobs registered with ussupports this trend, and employers now need to find a way tobridge the skills gap while candidates gain confidence andincrease their salary expectations. Hiring intentions continue torise with 45 per cent of organisations intending to increase theirpermanent staff levels and at the same time 31 per cent ofemployers have experienced an increase in staff turnover.
So a competitive talent race will emerge. In such cases, salary isjust one element in a comprehensive range of strategies that
employers should consider for recruiting success.
Nigel Heap, Managing Director of Hays Asia Pacific
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2011 Hays Salary Guide | 7
SALARY POLICYMARKET OVERVIEW & TRENDS
Across all industries
1. On average in your last review, by whatpercentage did you increase salaries?
For specific industries
Financial Services Hospitality, Travel & Entertainment
Advertising & Media Construction, Property & Engineering
9%
12%12%
6%
61%
33%
21%
40%
1%
5%
35%
8%
3%
8%
46%61%
9%
3%
27%
Nil
Less than 3%From 3% to 6%
From 6% to 10%
More than 10%
11%
37%
7%
43%
2%
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8 | 2011 Hays Salary Guide
SALARY POLICYMARKET OVERVIEW & TRENDS
Mining & Resources Proessional Services
Public Sector Retail
Transport & Distribution Other
IT & Telecommunications Manuacturing
34%
16%
3%
9%
38% 44%
1%
9%
43%
3%
26%
4% 13%
48%
9%
32%
4%
10%
49%
2%
6%
43%
42%
2%
6%
50%
2%
15%
33%
39%
2%
4%
5%
49%
13%
37%
7%
48%
For specific industries
1. On average in your last review, by whatpercentage did you increase salaries?continued...
From 3% to 6%
From 6% to 10%
More than 10%
Less than 3%
Nil
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2011 Hays Salary Guide | 9
SALARY POLICYMARKET OVERVIEW & TRENDS
Across all industries
Financial Services Hospitality, Travel & Entertainment
Advertising & Media Construction, Property & Engineering
30%
9%
6%
52%
14%
47%
1%2%3%
36%
41%
5%
1%
8%
45%
15%
33%
3%
49%
Nil
Less than 3%From 3% to 6%
From 6% to 10%
More than 10%
7%
43%
5%
44%
1%
For specific industries
2. When you next review, by whatpercentage do you intend toincrease salaries?
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10 | 2011 Hays Salary Guide
SALARY POLICYMARKET OVERVIEW & TRENDS
For specific industries
Mining & Resources Proessional Services
Public Sector Retail
Transport & Distribution Other
IT & Telecommunications Manuacturing
37%
8%
3%
7%
45%
45%
2%
5%
48%
3% 1%1%
64%
22%
10%
41%
12%
50%
3%
4%
43%
46%
2%
4%
50%
4%
46%
48%
3%
5%
41%
8%
40%
6%
43%
2. When you next review, by whatpercentage do you intend toincrease salaries? continued...
From 3% to 6%
From 6% to 10%
More than 10%
Less than 3%
Nil
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2011 Hays Salary Guide | 11
SALARY POLICYMARKET OVERVIEW & TRENDS
3. Does your company oer lexible salarypackaging?
O those who answered yes, the ollowingbeneits were indicated as being commonlyoered to...
0% 20% 40% 60% 80% 100% No
Yes
81% 19%
Car
Bonuses
Private Health Insurance
Parking
Salary Sacrifice
Above Mandatory
Superannuation
Private Expenses
Other
11% 10% 23% 56%
29% 17% 20% 34%
31% 6% 8% 55%
36% 13% 17% 34%
53% 7% 13% 27%
33% 7% 12% 48%
12% 7% 16% 65%
35% 9% 9% 47%
All Employees More than 50% Less than 50% Few Employees
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12 | 2011 Hays Salary Guide
0% 20% 40% 60% 80% 100% Remained the same
Decreased
Increased17%38% 45%
For specific departments
Across all departments
RECRUITMENT TRENDSMARKET OVERVIEW & TRENDS
Engineering Human Resources
Inormation Technology Marketing
Accountancy & Finance Distribution
27%
54%
19%
25%
75%
50%
32%
18%
41%
45%
14%
42%39%
19%
31%
46%
23%
4. Over the last 12 months, have permanentsta levels in your department...
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2011 Hays Salary Guide | 13
MARKET OVERVIEW & TRENDS
RECRUITMENT TRENDS
For specific departments
For specific departments
Sales Other
Operations Purchasing
44%41%
15%
50%50%
44%48%
8%
41%39%
20%
Accountancy & Finance Distribution
29%
64% 7%
50%50%
0% 20% 40% 60% 80% 100% Remain the same
Decrease
Increase7%45% 48%
Across all departments
4. Over the last 12 months, have permanentsta levels in your department... continued...
5. Over the coming year, do you expect
permanent sta levels to...
Remained the same
Decreased
Increased
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14 | 2011 Hays Salary Guide
MARKET OVERVIEW & TRENDS
Inormation Technology Marketing
Operations Purchasing
Sales Other
Engineering Human Resources
68%
25%
7%
48%47%
5%
59%
29%
12%23%
54%
23%
53%
39%
8%
50% 50%
52%
48%
52%
41%
7%
For specific departments
5. Over the coming year, do you expectpermanent sta levels to... continued...
RECRUITMENT TRENDS
Remain the same
Decrease
Increase
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2011 Hays Salary Guide | 15
RECRUITMENT TRENDSMARKET OVERVIEW & TRENDS
6. I you expect staing levels to increase,please speciy how:
Employment o Part-time Staf
% o respondents answered yes
Job Sharing
Full time/Permanent Staf
Employment o Casual Staf(on your payroll)
Temporary/Contractors(through an employment consultancy)
Mixture, Other(inc. overseas recruitment, acquisitions)
0% 20% 40% 60% 80% 100%
For specific departments
Accountancy & Finance Distribution
6%
48%
46%
25%
75%
0% 20% 40% 60% 80% 100% Exceptionalcircumstances/Never
Special projects/
Workloads
Regular ongoingbasis
46%15% 39%
Across all departments
7. How oten do you employ temporary/
contract sta?
Note: Multiple choices permitted.
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16 | 2011 Hays Salary Guide
MARKET OVERVIEW & TRENDS
Inormation Technology Marketing
Operations Purchasing
Sales Other
Engineering Human Resources
18%
50%
32%
15%
35%
50%
27%22%
51%62%
15%
23%
17%
38%
45%
100%
20%
48%
32%
24%
37%
39%
RECRUITMENT TRENDS
7. How oten do you employ temporary/contract sta? continued...
For specific departments
Exceptionalcircumstances/Never
Special projects/Workloads
Regular ongoingbasis
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2011 Hays Salary Guide | 17
MARKET OVERVIEW & TRENDS
RECRUITMENT TRENDS
8. In the next 12 months, do you expectyour use o temporary/contract sta to...
0% 20% 40% 60% 80% 100% Remain the same
Decrease
Increase10%15% 75%
For specific departments
Across all departments
Engineering Human Resources
Inormation Technology Marketing
Accountancy & Finance Distribution
9%
84%
7%
100%
18%
71%
11%
16%
76%
8%
37%
41%
22%
31%
46%
23%
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18 | 2011 Hays Salary Guide
MARKET OVERVIEW & TRENDS
RECRUITMENT TRENDS
8. In the next 12 months, do you expectyour use o temporary/contract sta to...continued...
For specific departments
9. In skill-short areas, would you consider
employing or sponsoring a qualiiedoverseas candidate?
10. For which areas have you recently oundit diicult to recruit?
0% 20% 40% 60% 80% 100% No
Yes
58% 42%
Accountancy & Finance
Distribution
Engineering
Human Resources
IT
Operations
Purchasing
Sales & Marketing
Technical
Other
15% 8%
2% 1%
9% 7%
2% 1%
8% 4%
11% 6%
1% 1%
11% 6%
9% 6%
8% 3%
Junior to Mid Management Senior Management
Sales Other
Operations Purchasing
11%
75%
14%
100%
24%
64%12%
18%
71%
11%
Remain the same
Decrease
Increase
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2011 Hays Salary Guide | 19
MARKET OVERVIEW & TRENDS
RECRUITMENT TRENDS
11. Does your workplace allow or lexiblework practices?*
0% 20% 40% 60% 80% 100% No
Yes
83% 17%
12. I yes, which practices do you currentlyoer:
0% 20% 40% 60% 80% 100%
Part-time employment
% o respondents answered yes
Flex-place(such as working rom home or alternative)
Flexible leave options(such as purchased leave)
Job sharing
Flexible working hours/Compressed working weeks
Phased retirement
Career breaks
Note: Multiple choices permitted.
*New inormation and thereore not comparable to previous editions.
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20 | 2011 Hays Salary Guide
MARKET OVERVIEW & TRENDS
HUMAN RESOURCES TRENDS
13. Has overtime/extra hours in yourorganisation over the last 12 months...
14. For non-award sta in your organisation,
is overtime/extra hours worked...
27%
7%66%
Increased
Decreased
Remained the same
24%
76%
Paid
Unpaid
None
5 Hours or Less
5 - 10 Hours
More than 10 Hours
16% 29% 37%
45% 22% 10%
29% 28% 18%
10% 21% 35%
Per Week Month End Year End
I increased, by how much?
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2011 Hays Salary Guide | 21
15. Is it your policy to counter-oer stawhen they resign?
HUMAN RESOURCES TRENDSMARKET OVERVIEW & TRENDS
O those you counter-oered, on average,did they....
1%
39%
60%Yes
No
Sometimes
21%
34%
43%
2%
Stay less than3 months
Stay 3 12 months
Stay longer than12 months
Leave anyway
Across all industries
16. Over the last 12 months has your sta
turnover rate*:
31%
16%
53%
Increased
Decreased
Remained the same
*New inormation and thereore not comparable to previous editions.
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22 | 2011 Hays Salary Guide
MARKET OVERVIEW & TRENDS
HUMAN RESOURCES TRENDS
17. Which actors do you think have themost impact on your organisationsemployment brand in the market?*
0% 20% 40% 60% 80% 100%
Career path/training anddevelopment available
An individual's fit with thecompanys vision, cultureand values
Direct/Indirect
experience o the company
The company's financialhealth and stability
The companys productsor services
Salary & Benefits
Work/lie balance
18. How well do you think your organisationrates in terms o perception on the
ollowing actors?* Career path/training anddevelopment available
Salary & Benefits
Work/lie balance
The companys vision,
culture and values
Direct/Indirect experience
o the company
0% 20% 40% 60% 80% 100%
Important
Very Important
Extremely Important
Minor Importance
Not Important
Good
Very Good
Excellent
Okay
Poor
*New inormation and thereore not comparable to previous editions.
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2011 Hays Salary Guide | 23
MARKET OVERVIEW & TRENDS
ECONOMIC OUTLOOK
19. In the past 12 months, has businessactivity:
20. In the next 12 months, do you envisagebusiness activity increasing / decreasing
or your organisation?*
Across all industries
Across all industries
Increased
Decreased
Remained
the same
63%13%
24%
Increase
Decrease
Remain
the same
74%
5%
21%
*New inormation and thereore not comparable to previous editions.
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24 | 2011 Hays Salary Guide
ECONOMIC OUTLOOKMARKET OVERVIEW & TRENDS
Mining & Resources Proessional Services
IT & Telecommunications Manuacturing
68%
20%
12%
57%
25%
18%
75%
17%
8%
60%
31%
9%
Financial Services Hospitality, Travel & Entertainment
Advertising & Media Construction, Property & Engineering
79%
14%
7%
50%
28%
22%
66%
24%
10% 58%
35%
7%
20. In the next 12 months, do you envisagebusiness activity increasing / decreasingor your organisation? continued...
For specific industries
Remain the same
Decrease
Increase
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2011 Hays Salary Guide | 25
MARKET OVERVIEW & TRENDS
ECONOMIC OUTLOOK
20. In the next 12 months, do you envisagebusiness activity increasing / decreasingor your organisation? continued...
For specific industries
Public Sector Retail
Transport & Distribution Other
73%
20%
7%
52%
19%
29%
61%
22%
17%67%
20%
13%
Remain the same
Decrease
Increase
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26 | 2011 Hays Salary Guide
MARKET OVERVIEW & TRENDS
ECONOMIC OUTLOOK
21. What are the key actors driving yourbusiness activity?
22. Do you see the general outlook or theeconomy in the orthcoming6-12* months as...
Consumer/ Business Confidence Capex Investment(by customers)
Projects driven(by Federal or State Government)
Interest Rates Currency/Forex Rates
12%
40%
48%
13%
48%
39%
47%
12%
41%
26%
40%
34%
31%31%
38%
No impact
Some impact
Significant impact
0% 20% 40% 60% 80% 100% Weakening
Static
Strengthening
50%40% 10%
*This data was collected during March 2011.
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SECTION TWO
SALARY INFORMATION
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28 | 2011 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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SECTOR OVERVIEW
136 | 2011 Hays Salary Guide
The demand for mining engineering and geology candidates has nowreached acute levels across the country.
AUSTRALIAAustralias booming resources and mining sector is restoring growthacross the nation as it spearheads our economic recovery. But amidsuch buoyancy comes a significant challenge in the form of ashortage of appropriate skills, which could yet cast a shadow overthe resources sector.
Over the past year, skills shortages began to hit this sector hard, withnew start ups, expansion projects and aggressive hiring activityreducing Australias candidate pool. In this boom cycle, where bigprojects are making unprecedented demands on this tight labourmarket, we expect the impact to be greater than ever before.
The demand for mining engineering and geology candidates has nowreached acute levels across the country. Over the past year risinginvestment saw exploration gain strength, to record levels in somestates, necessitating more geology skills in what is already acandidate-tight market. At the same time, the expansion of existingmines and a number of new mines saw the requirement climb forexperienced Mine Engineers across the country, both undergroundand open pit.
The needs of these same expansion projects and new mines alsoseverely diminished the supply of construction personnel.
Allied industries such as Australias booming oil & gas and energymarkets further drained the candidate pool. In particular, LNGprojects have attracted large numbers of talent away from theresources sector. Add rising commodity prices and almost insatiabledemand from China, Japan and India, and demand for skillssurpasses supply.
Production candidates are also sought as expansions and highcommodity prices motivate producers to get equipment back to
full productivity following past Global Financial Crisis-inducedbudget restraints.
Heavy engineering firms are also very active, and seek seniorstrategic candidates in response to confidence and the higher valueof commodities.
Additional labour demand is evident in localised trends. In WesternAustralia environmental, business improvement and maintenancestaff are needed. Along with Victoria, the state also lacks surveyingstaff, underground staff and Geotechnical Engineers.
Queensland has a major requirement for operators and maintenancecrews as hard rock mines re-open, while mining houses and coalcompanies are all recruiting. The floods had a major but short-termimpact on productivity; Queensland mines are again operational anddemand has not waned.
In a market this active, the ability to secure the top talent is criticalto business success.
In many states, interstate recruitment is now increasingly on theagenda, while companies are becoming more receptive tointernational applicants, particularly experienced Mining Engineers,Geologists, Geotechnical Engineers and senior level strategiccandidates. As evidenced by our white paper Bridging the skills gap,this is one practical step organisations can take to overcome theskills shortage.
Another is flexibility. Most employers have found that adhering to a rigidcriteria and a long recruitment process will not secure top talent.
This flexibility extends to the level of experience required. There arestill few opportunities for unskilled people, or those without relevantindustry experience. Yet considering transferable skills will allow anemployer to open their vacancy to a wider pool of talent, who mayhave the desired behaviours and cultural fit, and who, with a littletraining, can become a valued asset.
Given rising demand and falling supply, salaries are increasing asemployers compete for available expertise. Remuneration andbenefits packages are already gaining momentum as sought aftercandidates choose between offers, and employers act to retainexisting staff.
Further salary trends are seen in New South Wales coal sector,where salaries are now starting to match those offered in WesternAustralia. This is exacerbating Western Australias skill shortage.
In South Australia, salary levels are still a few steps behind WesternAustralia and Queensland, but this is offset by the states lower livingcosts, closer proximity of projects to the capital city and attractiveFIFO arrangements.
Benefits have also increased in response to the shortage of skills andmore employers are now paying out long service leave in order tosecure candidates. Weve also seen a big push on non-financialbenefits over the year, with employers willing to match past benefitsand offer greater flexibility in terms of hours, FIFO rosters andcommencement date. Candidates are also looking very hard atrosters and the quality of accommodation on offer, and this is adefinite factor in their decision-making.
As we move forward, there is no doubt that the resources boom willfuel a continued and highly competitive talent race which willreshape our labour market. Thus salary pressure will remain aconstant companion in the year ahead.
NEW ZEALANDThe shortage of domestic talent in New Zealands mining sectorcontinues to be exacerbated by the flow of talent overseas,particularly to Australia where salaries are higher. Heavy DieselMechanics who maintain the plant and technical staff, such as
Engineers and Geologists, are in high demand across the Tasman aswell as in New Zealand.
In response, some companies have slightly increased salaries in anattempt to retain New Zealand expertise.
But is this enough? As new mining prospects on the West Coast ofthe North and South Islands are assessed, candidate demand will beeven greater and companies will need to review their overallapproach to recruitment; New Zealand has to be seen as anattractive and lucrative prospect for any overseas applicant lookingto relocate.
Another proactive step to help overcome the skills shortage is therecruitment and subsequent training and development of candidatesat a lower skills level. Utilising contract workers combined with agenerous roster, such as seven days on, seven days off, may also helpentice key talent.
RESOURCES & MINING
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2011 Hays Salary Guide | 137
Notes
In WA/SA all salaries are based on 9&5 and 2&1 rosters excluding superannuation and additional benefits.
For all other states, salaries are based on residential positions excluding superannuation and additional benefits. New Zealand salaries are represented in New Zealand Dollars
Resources & Mining
WA - Perth
QLD - Brisbane
NSW - Sydney
VIC - Melbourne
SA - Adelaide
TAS - Hobart
NT - Darwin
New Zealand
WA - Perth
QLD - Brisbane
NSW - Sydney
VIC - MelbourneSA - Adelaide
TAS - Hobart
NT - Darwin
New Zealand
WA - Perth
QLD - Brisbane
NSW - Sydney
VIC - Melbourne
SA - AdelaideTAS - Hobart
NT - Darwin
New Zealand
WA - Perth
QLD - Brisbane
NSW - Sydney
VIC - Melbourne
SA - Adelaide
TAS - Hobart
NT - Darwin
New Zealand
145 - 185 130 - 165 90 - 125 75 - 85 100 - 140
125 - 160 110 - 160 80 - 100 60 - 75 90 - 110
130 - 155 100 - 130 80 - 100 60 - 75 80 - 100
120 - 140 110 - 135 85 - 100 60 - 75 75 - 100
120 - 155 105 - 125 80 - 110 60 - 75 85 - 110
110 - 140 100 - 125 75 - 100 55 - 70 70 - 100
110 - 135 110 - 135 90 - 110 60 - 75 85 - 100
120 - 150 105 - 135 75 - 100 55 - 70 75 - 100
130 - 180 110 - 150 125 - 165 105 - 135 110 - 145
160 - 180 90 - 130 130 - 160 95 - 120 95 - 130
120 - 155 90 - 120 100 - 130 90 - 120 90 - 120
115 - 135 85 - 110 90 - 110 75 - 110 75 - 100
115 - 140 90 - 130 85 - 110 80 - 110 85 - 110105 - 130 85 - 105 80 - 105 75 - 100 75 - 100
115 - 145 85 - 110 95 - 125 95 - 120 95 - 120
115 - 180 80 - 110 75 - 95 70 - 100 70 - 100
110 - 140 100 - 130 100 - 130 100 - 130 100 - 130
100 - 130 80 - 95 90 - 120 90 - 110 90 - 110
100 - 125 75 - 115 90 - 120 75 - 90 80 - 110
85 - 100 75 - 85 80 - 120 75 - 95 80 - 100
85 - 105 70 - 85 85 - 120 75 - 95 85 - 110
80 - 95 70 - 85 70 - 85 75 - 85 75 - 85
90 - 110 80 - 95 80 - 95 80 - 95 80 - 95
85 - 105 80 - 95 80 - 115 80 - 95 75 - 95
Salaries in 000
Salaries in 000
Salaries in 000
Mineral Processing
Maintenance
90 - 140 75 - 110 65 - 80 60 - 80
85 - 110 80 - 100 60 - 70 60 - 75
85 - 105 65 - 80 60 - 70 60 - 70
80 - 95 70 - 85 60 - 70 50 - 7075 - 90 70 - 90 55 - 65 55 - 70
75 - 90 65 - 80 55 - 70 50 - 70
90 - 110 70 - 85 70 - 85 70 - 85
80 - 95 70 - 85 60 - 75 55 - 75
Salaries in 000
Mill
Superintendent
Senior
MetallurgistMetallurgist
Graduate
Metallurgist
ProcessEngineer -Mid level 3-7yrs
Shift Supervisor Mill OperatorMetallurgical
Technician
Laboratory
Technician
Maintenance
Superintendent
Maintenance
Planner
Maintenance
Supervisor
MechanicalEng Mid level3-7yrs
ElectricalEng Mid level3-7yrs
Leading HandMechanical
FitterElectrician
Boiler Maker/
Welder
Instrumentation
Technician
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138 | 2011 Hays Salary Guide
Resources & Mining
Notes
In WA/SA all salaries are based on 9&5 and 2&1 rosters excluding superannuation and additional benefits. For all other states, salaries are based on residential positions excluding superannuation and additional benefits. New Zealand salaries are represented in New Zealand Dollars In Queensland more employers are offering fly-in fly-out (FIFO)options, which has been taken into consideration in these salaries presented.
WA - Perth
QLD - Brisbane
NSW - Sydney
VIC - Melbourne
SA - Adelaide
TAS - Hobart
NT - Darwin
New Zealand
WA - Perth
QLD - Brisbane
NSW - Sydney
VIC - MelbourneSA - Adelaide
TAS - Hobart
NT - Darwin
New Zealand
150 - 240 120 - 165 90 - 125 75 - 85 145 - 200
150 - 200 130 - 160 110 - 140 75 - 90 150 - 200
140 - 200 120 - 160 80 - 120 60 - 80 140 - 180
115 - 150 90 - 140 80 - 100 65 - 75 110 - 150
130 - 180 110 - 140 90 - 110 65 - 80 130 - 180
120 - 160 95 - 115 80 - 100 55 - 70 120 - 150
120 - 150 110 - 130 85 - 110 80 - 95 130 - 180
110 - 130 90 - 120 70 - 95 50 - 60 100 - 140
Salaries in 000
Metalliferous Geology
125 - 165 85 - 125 65 - 90 65 - 90
115 - 140 95 - 130 65 - 90 70 - 95
120 - 140 70 - 120 50 - 90 50 - 90
90 - 140 75 - 100 60 - 80 50 - 80100 - 130 90 - 110 60 - 70 60 - 70
95 - 130 80 - 100 55 - 70 55 - 70
110 - 140 100 - 120 70 - 95 80 - 95
100 - 120 70 - 90 50 - 60 45 - 55
Salaries in 000
Chief
Geologist
Senior Mine
Geologist
Mine
Geologist
Graduate
Geologist
Exploration
Manager
Senior Exploration
Geologist
Exploration
GeologistField Assistant
Pit Technician/GeologicalTechnician
WA - Perth
QLD - Brisbane
NSW - Sydney
VIC - Melbourne
SA - Adelaide
TAS - Hobart
NT - Darwin
New Zealand
90 - 125 80 - 90 120 - 155 110 - 135 75 - 115
80 - 120 70 - 90 130 - 170 120 - 150 110 - 130
90 - 120 60 - 90 120 - 150 100 - 130 70 - 100
80 - 110 60 - 80 90 - 115 90 - 120 75 - 100
80 - 115 60 - 80 120 - 140 110 - 125 80 - 100
80 - 110 60 - 85 95 - 120 85 - 115 70 - 90
100 - 120 70 - 85 120 - 140 110 - 130 90 - 110
80 - 105 60 - 70 75 - 120 80 - 120 60 - 110
Salaries in 000
Metalliferous MiningEngineering
Drill & Blast
Engineer
GraduateMining
Engineer
Chief SurveyorSenior
Surveyor
Mine Surveyor
WA - Perth
QLD - Brisbane
NSW - Sydney
VIC - Melbourne
SA - Adelaide
TAS - Hobart
NT - Darwin
New Zealand
180 - 285 160 - 200 150 - 220 125 - 170 90 - 135 100 - 145
180 - 230 150 - 180 160 - 190 160 - 180 90 - 125 120 - 150
160 - 250 130 - 160 130 - 180 120 - 140 90 - 120 90 - 120
160 - 220 100 - 120 110 - 150 115 - 140 85 - 120 100 - 120
160 - 250 130 - 160 120 - 175 110 - 140 95 - 120 85 - 115
150 - 200 110 - 140 115 - 160 120 - 140 90 - 120 90 - 120
140 - 210 120 - 150 110 - 160 120 - 150 110 - 130 100 - 130
160 - 250 120 - 175 130 - 200 95 - 130 75 - 105 90 - 120
Salaries in 000MiningEngineer
ProjectEngineer
SeniorMiningEngineer
ProjectManager
Underground/QuarryManager
MineManager
Notes
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
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2011 Hays Salary Guide | 139
Notes
In WA/SA all salaries are based on 9&5 and 2&1 rosters excluding superannuation and additional benefits.
For all other states, salaries are based on residential positions excluding superannuation and additional benefits. New Zealand salaries are represented in New Zealand Dollars
Resources & Mining
QLD - Brisbane
NSW - Sydney
VIC - Melbourne
New Zealand
QLD - Brisbane
NSW - Sydney
VIC - Melbourne
New Zealand
100 - 120 120 - 150 70 - 100 125 - 165 110 - 130
110 - 140 90 - 120 70 - 85 130 - 160 100 - 130
90 - 100 100 - 130 60 - 80 90 - 110 70 - 90
80 - 105 120 - 150 60 - 70 100 - 130 60 - 80
Salaries in 000
Coal - Production Management
140 - 180 150 - 180 120 - 150 150 - 180
150 - 180 140 - 160 120 - 140 120 - 150
100 - 130 N/A N/A 90 - 110
90 - 135 115 - 130 105 - 120 N/A
Salaries in 000
Drill & Blast
Engineer
Mining
Engineer
Graduate
Engineer
Statutory
SurveyorSurveyor
Production
SuperintendentUndermanager Deputy
Open Cut
Examiner
Coal - TechnicalEngineering/Management
QLD - Brisbane
NSW - Sydney
VIC - Melbourne
New Zealand
200 - 250 180 - 220 140 - 200 180 - 200 160 - 180 120 - 150
180 - 220 170 - 220 140 - 180 160 - 200 140 - 180 120 - 160
150 - 200 130 - 170 120 - 150 90 - 140 100 - 130 90 - 120
130 - 175 110 - 145 120 - 165 110 - 160 95 - 120 90 - 110
Salaries in 000MinePlanningEngineer
SeniorMiningEngineer
TechnicalServicesManager
Project
Manager
CHPP
Manager
Mine
Manager
3211_hays_anz_sec2b_2011.indd 139 3/05/11 12:22 PM
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140 | 2011 Hays Salary Guide
Resources & Mining
Notes
In WA/SA all salaries are based on 9&5 and 2&1 rosters excluding superannuation and additional benefits.
For all other states, salaries are based on residential positions excluding superannuation and additional benefits. New Zealand salaries are represented in New Zealand Dollars
QLD - Brisbane
NSW - Sydney
VIC - Melbourne
New Zealand
QLD - Brisbane
NSW - Sydney
VIC - Melbourne
New Zealand
QLD - Brisbane
NSW - Sydney
VIC - Melbourne
New Zealand
Coal Geology
Coal - Health SafetyEnvironment & TrainingPositions
135 - 150 115 - 135 180 - 230 135 - 150
150 - 180 120 - 160 160 - 180 130 - 160
95 - 130 70 - 100 105 - 140 95 - 130
140 - 160 120 - 140 120 - 180 140 - 170
160 - 185 120 - 160 75 - 110 95 - 110
140 - 180 130 - 150 110 - 130 80 - 120
140 - 180 90 - 120 65 - 85 70 - 95
90 - 120 90 - 130 80 - 95 70 - 90
145 - 185 90 - 150 75 - 90 80 - 90
120 - 160 90 - 130 60 - 90 100 - 120
90 - 120 65 - 85 65 - 85 60 - 75
90 - 110 90 - 110 80 - 100 80 - 100
Salaries in 000
Salaries in 000
Salaries in 000
Senior Geologist
HSE Manager
Environmental
Superintendent
Mine Geologist
OH&S Manager/
Superintendent
Environmental
Coordinator
Exploration
Manager
OH&S Coordinator
Environmental
Officer
Senior Exploration
Geologist
OH&S Officer
Training
Coordinator
QLD - Brisbane
NSW - Sydney
VIC - Melbourne
New Zealand
90 - 110 100 - 135 75 - 90
95 - 120 80 - 110 60 - 90
80 - 95 80 - 95 65 - 75
70 - 95 120 - 140 50 - 65
Salaries in 000 Project Geologist Exploration Geologist Graduate Geologist
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2011 Hays Salary Guide | 141
Notes
In WA/SA all salaries are based on 9&5 and 2&1 rosters excluding superannuation and additional benefits.
For all other states, salaries are based on residential positions excluding superannuation and additional benefits. New Zealand salaries are represented in New Zealand Dollars
Resources & Mining
QLD - Brisbane
NSW - Sydney
VIC - Melbourne
New Zealand
QLD - Brisbane
NSW - Sydney
VIC - Melbourne
New Zealand
QLD - Brisbane
NSW - Sydney
VIC - Melbourne
New Zealand
180 - 210 160 - 200 160 - 180 120 - 140 100 - 130
140 - 180 150 - 180 130 - 150 110 - 130 90 - 120
110 - 140 100 - 140 80 - 120 80 - 110 80 - 120
100 - 120 110 - 130 110 - 130 110 - 130 110 - 130
120 - 150 90 - 125 120 - 150 90 - 115 150 - 170
130 - 150 90 - 130 130 - 150 90 - 130 120 - 140
90 - 120 80 - 100 90 - 120 80 - 100 N/A
120 - 130 120 - 130 120 - 160 120 - 160 125 - 135
120 - 140 130 - 150 110 - 130 110 - 130 140 - 160
80 - 100 80 - 100 80 - 100 80 - 100 100 - 120
80 - 110 85 - 115 80 - 105 85 - 110 95 - 125
80 - 100 80 - 100 90 - 110 70 - 90 75 - 95
Salaries in 000
Salaries in 000
Salaries in 000
Coal - Maintenance Engineering
Coal - Trades
Maintenance
Manager
StatutoryMechanicalEngineer
Electrician
Engineering
Manager
MechanicalEngineer(3-7yrs)
Instrumentation
Technician
Maintenance
Superintendent
StatutoryElectricalEngineer
Mechanical
Fitter
Maintenance
Supervisor
ElectricalEngineer(3-7 yrs)
Boiler maker/
welder
Maintenance
Planner
Longwall
Coordinator
Leading Hand
3211_hays_anz_sec2b_2011.indd 141 3/05/11 12:22 PM
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142 | 2011 Hays Salary Guide
Resources & Mining
Notes
In WA/SA all salaries are based on 9&5 and 2&1 rosters excluding superannuation and additional benefits.
For all other states, salaries are based on residential positions excluding superannuation and additional benefits. New Zealand salaries are represented in New Zealand Dollars
WA - Perth
QLD - Brisbane
NSW - Sydney
VIC - Melbourne
SA - Adelaide
TAS - Hobart
NT - Darwin
New Zealand
WA - Perth
QLD - Brisbane
NSW - Sydney
VIC - MelbourneSA - Adelaide
TAS - Hobart
NT - Darwin
New Zealand
WA - Perth
QLD - Brisbane
NSW - Sydney
VIC - Melbourne
SA - AdelaideTAS - Hobart
NT - Darwin
New Zealand
WA - Perth
QLD - Brisbane
NSW - Sydney
VIC - Melbourne
SA - Adelaide
TAS - Hobart
NT - Darwin
New Zealand
125 - 160 120 - 160 110 - 140 110 - 140 100 - 140
110 - 140 95 - 135 110 - 130 100 - 120 80 - 95
110 - 140 95 - 130 90 - 120 90 - 120 80 - 95
105 - 140 95 - 125 85 - 120 90 - 120 85 - 100
110 - 140 95 - 130 85 - 130 80 - 140 90 - 120
90 - 110 85 - 110 80 - 110 75 - 95 65 - 85
90 - 120 90 - 120 90 - 120 90 - 110 90 - 120
70 - 100 85 - 110 80 - 95 75 - 95 80 - 95
100 - 120 100 - 130 90 - 110 110 - 130 100 - 130
75 - 95 90 - 120 80 - 110 80 - 110 90 - 110
70 - 90 90 - 120 75 - 110 75 - 115 80 - 120
70 - 95 90 - 115 70 - 110 75 - 120 80 - 11580 - 100 75 - 130 85 - 100 75 - 100 85 - 120
70 - 85 70 - 90 60 - 85 70 - 95 65 - 85
70 - 85 70 - 95 70 - 85 70 - 95 70 - 110
55 - 65 60 - 85 55 - 65 70 - 110 65 - 85
125 - 150 120 - 140 110 - 140 110 - 140 110 - 140
130 - 150 120 - 140 100 - 130 100 - 120 90 - 100
120 - 135 90 - 120 80 - 115 90 - 120 80 - 115
105 - 145 85 - 130 85 - 120 90 - 115 85 - 115
100 - 140 90 - 130 90 - 130 80 - 130 70 - 10590 - 110 80 - 100 80 - 100 80 - 100 70 - 85
90 - 120 90 - 110 70 - 110 70 - 95 70 - 110
90 - 130 100 - 130 80 - 110 80 - 100 80 - 95
130 - 180 110 - 150 90 - 130 110 - 160 65 - 85
125 - 165 95 - 120 75 - 90 95 - 130 65 - 80
110 - 130 110 - 135 90 - 110 70 - 90 55 - 70
110 - 130 95 - 125 85 - 105 80 - 100 55 - 80
110 - 120 80 - 100 65 - 90 80 - 120 60 - 80
85 - 110 80 - 105 60 - 75 80 - 100 55 - 75
70 - 120 70 - 115 70 - 90 70 - 100 60 - 80
130 - 160 110 - 140 70 - 90 80 - 110 40 - 60
Salaries in 000
Salaries in 000
Salaries in 000
Salaries in 000
Mobile Plant - Surface
Mobile Plant - Service Person
Mobile Plant - Underground
Open Pit
Supervisor
Workshop
SupervisorHD Fitter
Auto
ElectricianBoiler Maker/Welder
Service PersonExcavator
Operator
Dump Truck
OperatorDriller All-Rounder
Underground
Supervisor
Workshop
SupervisorHD Fitter
Auto
ElectricianBoiler Maker/Welder
Jumbo
Operator
Bogger
OperatorService Crew Driller
Drillers
Offsiders
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2011 Hays Salary Guide | 143
Resources & Mining
Notes
Salaries are based on residential positions excluding superannuation and additional benefits.
Site allowances are paid on base salary and range from 15 to 45 per cent depending on location. New Zealand salaries are represented in New Zealand Dollars
Notes
Salaries are based on residential positions excluding superannuation and additional benefits. New Zealand salaries are represented in New Zealand Dollars
WA - Perth
QLD - Brisbane
NSW - Sydney
VIC - MelbourneSA - Adelaide
TAS - Hobart
NT - Darwin
New Zealand
90 - 120 130 - 170 100 - 130 70 - 95 80 - 140
90 - 110 110 - 140 85 - 110 65 - 85 100 - 130
80 - 130 100 - 130 70 - 90 65 - 85 80 - 100
75 - 115 90 - 130 80 - 110 55 - 90 80 - 11080 - 110 100 - 130 85 - 110 50 - 85 75 - 100
80 - 110 80 - 110 80 - 95 50 - 75 50 - 75
110 - 145 110 - 130 75 - 120 70 - 95 100 - 120
70 - 100 70 - 90 60 - 75 40 - 60 60 - 95
Salaries in 000
Industrial Design
Industrial Construction
WA - Perth
QLD - Brisbane
NSW - Sydney
VIC - Melbourne
SA - Adelaide
TAS - Hobart
NT - Darwin
New Zealand
WA - Perth
QLD - Brisbane
NSW - Sydney
VIC - Melbourne
SA - Adelaide
TAS - Hobart
NT - Darwin
New Zealand
WA - Perth
QLD - Brisbane
NSW - Sydney
VIC - Melbourne
SA - Adelaide
TAS - Hobart
NT - Darwin
New Zealand
250 - 280 170 - 210 250 - 350 140 - 170 100 - 130 120 - 160
180 - 220 170 - 200 180 - 240 120 - 170 85 - 120 120 - 170
150 - 220 140 - 170 130 - 150 80 - 130 75 - 105 130 - 160
160 - 220 140 - 180 120 - 200 100 - 150 70 - 110 110 - 150
150 - 200 125 - 170 120 - 160 100 - 125 80 - 110 110 - 145
150 - 190 110 - 140 110 - 140 90 - 110 80 - 100 90 - 120
170 - 210 130 - 170 120 - 160 110 - 150 110 - 130 140 - 170
140 - 220 95 - 130 110 - 160 80 - 140 60 - 90 70 - 130
190 - 240 160 - 230 170 - 200 160 - 200 160 - 240 120 - 150
170 - 220 150 - 220 120 - 175 140 - 200 135 - 180 110 - 150
140 - 220 150 - 220 130 - 200 120 - 150 130 - 180 100 - 150
150 - 200 150 - 200 100 - 140 140 - 170 140 - 170 90 - 135
140 - 200 130 - 180 110 - 130 115 - 140 125 - 160 110 - 140
120 - 160 120 - 160 100 - 130 110 - 130 110 - 130 80 - 110
120 - 160 120 - 160 110 - 140 110 - 150 120 - 160 110 - 140
120 - 180 90 - 130 90 - 120 90 - 120 80 - 120 80 - 120
110 - 140 100 - 140 100 - 140 110 - 140 95 - 115 90 - 120
100 - 130 100 - 140 85 - 130 100 - 130 100 - 120 90 - 120
75 - 140 90 - 140 100 - 140 100 - 130 80 - 130 90 - 140
85 - 120 80 - 120 90 - 130 80 - 110 80 - 120 80 - 110
90 - 120 80 - 120 85 - 125 90 - 110 75 - 115 90 - 125
80 - 120 80 - 110 80 - 110 80 - 110 80 - 115 80 - 100
110 - 150 80 - 100 90 - 115 110 - 140 110 - 140 110 - 130
60 - 80 60 - 80 75 - 100 80 - 100 70 - 110 80 - 100
Salaries in 000
Salaries in 000
Salaries in 000
ProjectEngineer(EPCM)
DesignManager/Chief Drafter
Senior Design
DrafterDesign Drafter
Piping
Designer
Senior ProjectEngineer(EPCM)
Design
Engineer
SeniorDesignEngineer
Project
Manager
Principal/LeadEngineer
Engineering
Manager
ProjectEngineer(Civil/Mech/Elec)
ContractsManager
PlanningManager
SeniorEstimator
ConstructionManager/Superintendent
ProjectManager
Safety
Advisor
Site
Engineer(Civil/Mech/Elec)
Site
SupervisorPlanner
Contracts
AdministratorEstimator
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