executive monitor

EXECUTIVE MONITORunderstanding the perception, behaviour and intention of executives in Australia

Phillip Tusing 2nd March, 2010 Melbourne

portrait of an executive

educationremuneration

job searchemployment

Well Qualified/Educated No Formal Edu, 0.5%

PHD, 2.1%

High School, 4.7%

Diploma/Certificate, 13.7%

Bachelor's, 31.6%

Master's , 47.5%

Qualification < $100K $100-150K $250-300K >$500K

PHD/Doctorate Degree 0% 3% 5% 0%

Master's Degree/Post Grad 34% 44% 59% 67%Bachelor's Degree 39% 32% 23% 20%

Diploma/Certificate 20% 15% 10% 7%

High School 8% 5% 3% 7%

No Formal Education 1% 1% 0% 0%

higher education, higher income?

education is important tofurther career 

1.0%

2.5%

5.1%

6.0%

22.0%

63.5%

Lack of Support by Family

Location of Education Provider

Lack of Support by Employer

Duration of the Course

Financial Burden/Costs

Lack of Time

barriers to further study

1.1%

1.5%

1.4%

2.7%

5.9%

12.2%

22.2%

38.0%

15.0%

500,001 +

400,001 ‐ 500,000

350,001 ‐ 400,000

300,001 ‐ 350,000

250,001 ‐ 300,000

200,001 ‐ 250,000

150,001 ‐ 200,000

100,001 ‐ 150,000

< 100,000

salary range

executives are highly aware of salary/worth

Current market rate45%

Below market rate30%

Above market rate17%

Don't know8%

30.4% of executives are DISSATISFIED with their current salary

6.5%

39.5%

25.3%

22.2%

5.3%

1.3%

5.0%

28.8%

27.8%

23.4%

9.9%

5.2%

Very Satisfied Satisfied Neutral Dissatisfied Very Dissatisfied

Not Applicable

Salary (Base + Super) Perk & Benefits 

more dissatisfied with perks thanbase salary

Base Salary74%

Super 13%

Perks & Benefits13%

ideal salary structure

35% want 10-20%

9.8% want 20-30%

3% want 100%

FAVOURITE perks & benefits

0.3%

2.0%

2.1%

2.7%

2.7%

2.8%

3.9%

5.1%

6.1%

6.6%

6.8%

6.8%

7.0%

8.0%

8.1%

8.3%

8.5%

12.3%

Legal Services

Loans (Home & investment)

Golden Parachute Provisions

Private School Fees for …

Termination Provisions

First/Business Class Air Travel

Professional Memberships

Educational Assistance

Salary Sacrifice

Laptop / Mobile Phone

Health Benefits

Profit Sharing

Company Car

Higher Super Contribution

Flexi Time

Equity / Share Option

Additional Leave / Vacation

Annual Bonus

Every 1 yr (87%)

Every 2 yrs (7%)

Every 6 months (6%)Every 3 yrs (1%)

How often do Executives want a pay rise? 

want more with new employer

19%

54%

18%

5%

2%

2%

7%

22%

29%

24%

10%

8%

0‐5

6‐10

11‐15

16‐20

21‐25

>26

New Employer Current Employer% increase

what triggers a Pay Rise?

1%

3%

9%

13%

20%

53%

Completion of Study/Training

Company Restructure

Internal Movement (Change Departments)

Internal Promotion

Changed Employer

Performance Review

salary disparity: How female/male get their pay rise

1.5%

4.4%

11.3%

12.8%

23.6%

46.4%

0.5%

3.0%

8.7%

13.5%

18.6%

55.7%

Completion of Study/Training

Company Restructure

Internal movement (change department)

Internal Promotion

Changed Employer

Performance Review

Male Female

remuneration is a strong motivator in doing my job effectively

51%

17% 17%11% 3%

Agree Neutral Strongly Agree

Disagree Strongly Disagree

salary is important in choosing  employer: 79%

43%36%

20%

1% 1%

Very Important Important Somewhat Important

Not Important No Opinion

5%8%

15%19%

23%

30%

Location Considerations 

(e.g. want to move overseas)

Personal and Family 

Considerations (e.g. marriage, health issues)

Company Consideration (e.g. you do not like your current workplace)

Lifestyle Consideration (e.g. you want more 

work/life balance)

Career Considerations (e.g. you want to change industry)

Financial Considerations (e.g. want more 

pay)

what triggers a job search

2000 2010

• Generalist Job Boards

• Niche Job Boards

• Association Job boards

• Online forums

• Association newsletters

• Job Aggregators

• Internet Classifieds

• Search Engines

• Blogs

• Communities

• Social Networks

• Mailing List s

• Print

• Radio /Podcast

• Web Portals

• Recruitment Firms

• Referral Networks

• Job Boards

• Print Media

• Personal Networks

• Staffing Agencies

• Podcast

• Video Resume

• SMS

• Widgets

• RSS

• MySpace

• Flickr

• Facebook

• Twitter

• Forums

• Mobile Phones

• Website

• LinkedIn

effective channels to find a job

0.4%

0.4%

0.7%

0.8%

0.8%

1.1%

3.2%

3.9%

4.7%

7.2%

7.7%

8.0%

15.6%

22.3%

23.2%

Social Media (e.g blogs)

Headhunted (approached by …

Job/Career Fairs

Alumni & Professional Associations

Social Networking Sites (e.g. …

Cold Calling

Employer Website

Job Boards (Niche/Specialist)

Other 

Print Media/Newspapers

Job Boards (Generalist)

Internal Promotion

Referrals (Someone referred you)

Personal Contacts/Network

Recruitment/Search Firms

Yes, 64%

No, 36%

ever found a job through a recruitment 

firm?

No Opinion1% Very Favourable

4% Mainly Unfavourable

14%

Very Unfavourable

19%

Neutral30%

Mainly Favourable

32%

view on recruitment firms 

will use JOB BOARDS in the next 12 months for finding jobs? 

46%

21% 20%

8% 4%

Agree Strongly Agree Neutral Disagree Strongly Disagree

Use social media?

No, 37%

Yes, 35%

Maybe, 28%

View on Social Media.

Neutral, 39%

Mainly Favourable, 

29%

Unfavourable, 15%

Mainly Unfavourable, 

7%

Very Favourable, 

6%

No Opinion, 5%

executive work tenure shorter than national average

9%

15%17%

14%11%

12%

22%

2%5%

13%16% 17%

23%25%

20+ yrs 10‐20 yrs 5‐10 yrs 2‐3 yrs 3‐5 yrs 1‐2 yrs 0‐1 yrs

Executive MonitorABS National 

8 employers

on average executives worked for 8 employers since joining the workforce

38%

24%

17%13%

7%

Satisfied Neutral Dissatisfied Very Satisfied Very Dissatisfied

satisfaction with current employer

40% 37%

15%5% 4%

Agree Strongly Agree Neutral Strongly Disagree Disagree

77% Ready to Leave?

2%

3%

8%

8%

17%

17%

21%

25%

Company Benefits

Bonuses & Perks

Learning & Development

Recognition

Generous Base Salary

Career Path

Company Culture & Reputation

Work‐Life Balance

what do you value in an employer? 

6%

8%

27%

44%

16%

Not confident

Twelve months

Six months

Three months

One month

confident to jump and find a job within

majority willing to relocate

Yes , 48%

No, 21%

Maybe, 30% Yes , 43%

No, 22%

Maybe, 36%

overseas locally

thinks ‘personal branding’ is important

brand me

because executives are vigilant

be vigilant about changing behaviour of executives

download the complete report @ 

www.ExecutiveMonitor.com.au

EXECUTIVE MONITOR SUPPORTERS

Image Credit Slide 2: http://www.flickr.com/photos/stephenpoff/2968643074/sizes/l/ Slide 3: http://www.flickr.com/photos/cryptic_star/3443110610/sizes/l/ Slide 5: http://www.flickr.com/photos/troyholden/4114564467/sizes/l/ Slide 6:  http://www.flickr.com/photos/moriza/96724309/sizes/o/Slide 19: http://flickr.com/photos/practicalowl/314989744/sizes/l/ Slide  21: http://www.flickr.com/photos/nevenka/2771333038/sizes/l/ Slide  23: http://www.flickr.com/photos/danzen/432388521/sizes/o/ Slide 27: http://www.flickr.com/photos/eschipul/3569072694/    Slide 28 : http://www.flickr.com/photos/eddus/102239677/sizes/l/in/set‐72057594105107468/ Slide  29: http://www.flickr.com/photos/danielgreene/523681672/ Slide 30: Slide 31: http://www.flickr.com/photos/yinto/3213182939/sizes/l/ Slide 34: http://www.flickr.com/photos/stephenpoff/2968643074/sizes/l/  

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