hays salary guide 2010-au it

THE 2010 HAYSSALARY GUIDESHARING OUREXPERTISESalaries and recruiting trends across Australia and New Zealand.

hays.com.au hays.net.nz

Thank you

Hays would like to express our gratitude to allthose organisations that participated in ouronline survey and provided such invaluablefeedback, which we feel has contributed tomaking this the most accurate and up to datesurvey of its kind in Australia and NewZealand. A list of all contributors who kindlygave their permission to be named asparticipants can be found on our website.

This survey is reproduced in full in PDF formaton our website – hays.com.au and hays.net.nz

Feedback

We welcome any feedback or commentsregarding this survey whether positive ornegative to ensure that it continues to berelevant to Australian and New Zealandorganisations across all industries. Pleaseaddress any suggestions to your local Haysoffice or to:

HaysLevel 11, The Chifley Tower, 2 Chifley SquareSydney NSW 2000

E: [email protected]

Disclaimer

The Hays Salary Survey is representative of avalue added service to our clients, prospectiveclients and candidates. Whilst every care istaken in the collection and compilation ofdata, the survey is interpretive and indicative,not conclusive. Therefore information shouldbe used as a guideline only and should not bereproduced in total or by section withoutwritten prior permission from Hays.

HAYS AUSTRALIA & NEW ZEALAND

10,000+PEOPLE PLACED IN PERMANENT JOBS EACH YEAR

8,500+TEMPORARY AND CONTRACT STAFF ENGAGED EACH WEEK

670+ CONSULTANTS IN AUSTRALIA & NEW ZEALAND

36 LOCATIONS ACROSS AUSTRALIA & NEW ZEALAND

33+YEARS OF EXPERIENCE

2010 Hays Salary Guide | 3

4 | 2010 Hays Salary Guide

THE BEST DECISIONS ARE INFORMED DECISIONS

“There is new optimism in the market with 67 per centof employers surveyed predicting the economy willstrengthen in the next 6 to 12 months. This is in starkcontrast to this time last year when only 6 per centthought the economy would improve. This increasedconfidence is further illustrated by 45 per cent ofrespondents intending to increase permanentheadcount and 22 per cent expecting to increasetheir use of temporary and contract staff. A verydifferent picture to this time last year.”

Nigel Heap, Managing Director of Hays Asia Pacific


SECTION ONEMARKET OVERVIEW& TRENDSResults gained from over 1,800 employers throughout Australia and New Zealand.


Market Overview & Trends Salary Policy

1. On average in your last review,by what percentage did youincrease salaries?

Across all industries

Less than 3%

From 3% to 6%

From 6% to 10%

More than 10%

62%

29%

6%3%

For specific industries

77%

10%

13%

Advertising & Media

64%

4%5%

27%

Construction, Property & Engineering

68%

2%4%

26%

Financial Services

63%

2%5%

30%

Hospitality, Travel & Entertainment


Salary Policy Market Overview & Trends

1. On average in your last review,by what percentage did youincrease salaries? continued...


56%

4%8%

32%

Mining & Resources

60%

4%10%

26%

Professional Services

43%

1%4%

52%

Public Sector

66%

2%5%

27%

Retail

78%

1%2%

19%

Transport & Distribution

62%

1%4%

33%

Other

72%

8%

20%

IT & Telecommunications

67%

2%5%

26%

Manufacturing



2. When you next review, bywhat percentage do youintend to increase salaries?


Less than 3%

From 3% to 6%

From 6% to 10%

More than 10%

43%

47%

8% 2%


69%

5%

26%

Advertising & Media

43%

3%10%

44%


44%

1%7%

48%

Financial Services

54%

5%

41%



Salary Policy Market Overview & Trends

2. When you next review, bywhat percentage do youintend to increase salaries?continued...


28%

3%

15%

54%

Mining & Resources

36%

2%8%

54%


47%

1%1%

51%

Public Sector

52%

1%

47%

Retail

51%

2%4%

43%


53%

4%

43%

Other

57%

7%

36%


46%

1%4%

49%

Manufacturing



3. Does your company offerflexible salary packaging?

Yes

No

79% 21%

0% 20% 40% 60% 80% 100%

4. What is your company’sFringe Benefits Tax policy?(Australia only)

Employer bears FBT costEmployee bears FBT costCost shared between Employer & EmployeeOther

52%

31%

12%

5%

Of those who answered yes, thefollowing benefits were indicatedas being commonly offered to...

14% 9% 27% 50%

30% 14% 22% 34%

33% 5% 9% 53%

35% 14% 16% 35%

57% 8% 13% 22%

86% 4% 3% 7%

15% 5% 14% 66%

38% 7% 10% 45%

All Employees More than 50% Less than 50% Few Employees

Car

Bonuses

Private Health Insurance

Parking

Salary Sacrifice

Superannuation

Private Expenses

Other



Recruitment Trends Market Overview & Trends

5. Over the last 12 months, havepermanent staff levels in yourdepartment...

For specific departments

26%

50%

24%

Accountancy & Finance

39%

32%

29%

Engineering

30%

47%

23%

Human Resources

43%

32%

25%

Information Technology

30%

45%

25%

Marketing

38%35%

27%

Operations

Across all departments

25%33% 42%

0% 20% 40% 60% 80% 100%

Increased

Decreased

Remained the same


Market Overview & Trends Recruitment Trends

6. Over the coming year, do youexpect permanent staff levels to...


9%45% 46%

0% 20% 40% 60% 80% 100%

Increase

Decrease

Remain the same

For specific departments 40%

43%

17%

Purchasing

39%

30%

31%

Sales

37%40%

23%Other


29%

62% 9%


60%

31%

9%

Engineering

5. Over the last 12 months, havepermanent staff levels in yourdepartment... continued...



6. Over the coming year, do youexpect permanent staff levels to... continued...

For specific departments48%

45%

7%Human Resources

36%

46%

18%


40%

55%

5%

Marketing

50%

39%

11%

Operations

57%

37%

6%

Purchasing

43%

49%

8%Sales

52%

40%

8%

Other



7. If you expect staffing levels toincrease, please specify how:

Employment of Part-time Staff

% of respondents answered yes

Job Sharing

Full time/Permanent Staff

Employment of Casual Staff(on your payroll)

Temporary/Contractors(through an employment consultancy)

Mixture, Other(inc. overseas recruitment, acquisitions)

0% 20% 40% 60% 80% 100%

8. How often do you employtemporary/contract staff?


47%20% 33%

0% 20% 40% 60% 80% 100%

Regular ongoing basis

Special projects/ Workloads Exceptional circumstances/Never


12%

42%

46%


29%25%

46%Engineering



8. How often do you employtemporary/contract staff?continued...


18%

30%

52%

Human Resources

30%29%

41%


10%

30%

60%

Marketing

24%31%

45%

Operations

7%

20%

73%

Purchasing

14%

47%

39%

Sales

25%29%

46%

Other



9. In the next 12 months, do youexpect your use of temporary/contract staff to...


9%22% 69%

0% 20% 40% 60% 80% 100%

Increase

Decrease

Remain the same


12%

80%

8%


37%

56%

7%

Engineering

20%

70%

10%

Human Resources

25%

64%11%


25%

60%15%

Marketing

25%

63% 12%

Operations



9. In the next 12 months, do youexpect your use of temporary/contract staff to...continued...


10%

73%

17%

Purchasing

29%

65%6%

Sales

24%

67%

9%

Other

10. In skill-short areas, wouldyou consider employing orsponsoring a qualified overseas candidate?

Yes

No

59% 41%

0% 20% 40% 60% 80% 100%

11. For which areas have yourecently found it difficult to recruit?

10% 4%

12% 9%

2% 1%

4% 2%

10% 7%

2% 1%

6% 4%

10% 5%

7% 3%

Junior to Mid Management Senior Management


Engineering

Human Resources

IT

Operations

Purchasing

Sales & Marketing

Technical

Other


Market Overview & Trends Human Resources Trends

12. Has overtime/extra hours inyour organisation over thelast 12 months...

Increased

Decreased

Remained the same

26%

14%60%

13. For non-award staff in yourorganisation, isovertime/extra hoursworked...

Paid

Unpaid

27%

73%

If increased, by how much?

21% 41% 46%

37% 11% 5%

31% 23% 10%

11% 25% 39%

Per Week Month End Year End

None

5 Hours or Less

5 - 10 Hours

More than 10 Hours


Human Resources Trends Market Overview & Trends

14. Is it your policy to counter-offer staff when they resign?

Yes

Sometimes

No

1%

39%

60%

Of those you counter-offered,on average , did they....

Stay less than 3 monthsStay 3 – 12 months

Stay longer than 12 monthsLeave anyway

4%

19%

33%

44%Across all industries


Market Overview & Trends Economic Outlook

15. In the past 12 months, hasbusiness activity...


Increased

Decreased

Remained the same

56%

23%

21%

For specific industries 50%

18%

32%

Advertising & Media

51%

21%

28%


58%

27%

15%

Financial Services

53%

18%

29%



Economic Outlook Market Overview & Trends


62%

18%

20%

Mining & Resources

54%

22%

24%


67%

28%

5%

Public Sector

55%

18%

27%

Retail

54%

22%

24%


58%

23%

19%

Other

59%

20%

21%


53%

17%

30%

Manufacturing

15. In the past 12 months, hasbusiness activity... continued...


Market Overview & Trends Economic Outlook

16. What are the key factorsdriving your business activity?

17. Do you see the generaloutlook for the economy in the forthcoming 6-12* months as...

*This data was collected during March 2010.

30% 3%67%

0% 20% 40% 60% 80% 100%

Strengthening

Static

Weakening

14%

41%

45%

Interest Rates

13%

51%

36%

Currency/Forex Rates

38%

19%

43%

Consumer Confidence

30%

39%

31%

Capex Investment (by customers)

Significant impact

Some impact

No impact


SECTION TWOSALARY INFORMATION


USING OUR SALARY TABLES

175 220 260140 - 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 salarytable to determine if superannuation or other benefits are included. All salaries arerepresented in local currencies.

Salary range Typical salary


AustraliaMarket changesRecovery is the word that best encapsulates Australia’s IT market today,with all states and territories experiencing rising IT vacancy activity inresponse to project approvals. Victoria and New South Wales have ledthe way, with the commencement of several major IT projects increasingjob flow. The resource-rich states of Western Australia and Queenslandare following closely behind.

The upswing in market sentiment has meant that candidates who werepreviously unwilling or reticent to move are now confident to enter themarket and advance their career. In a further sign of the market’srecovery, candidates have started to receive multiple offers.

The belief that information technology provides competitive advantageensures IT executives will justify their budgets. Consequently a largenumber of niche technology companies are doing well.

Changes to recruitment practicesThe past financial year could best be described as a year of two halves. Inthe first half of the year, recruitment was not a priority. Headcountreduced and companies spent a lot less time attracting and retaining staff.

In December 2009 a turnaround took place fuelled by broader economicconfidence. Astute companies began to focus on retention plans oncemore. They worked with staff on their careers, offering training andproviding non-financial incentives.

Positions in demandAcross the board, many positions are in demand and skills shortageshave again emerged. Specifically, within business companies are lookingfor strong Project Managers and Business Analysts with functionalexperience. The development sector needs strong Microsoft developmentskills as we move into the MS.Net 4.0 space, and 2010 versions ofSharepoint and Visual Studio. JEE skills and Business Intelligence skillsare sought as companies seek to gain advantage. Shortages haveemerged for strong web-based skills in applications to take advantage ofthe rollout of newer networks. Within infrastructure, convergence skillsare still in demand while virtualisation skills and strong NetworkEngineers are needed.

The birth of new technologies creates skills shortages as demand rises forparticular skill sets. Consequently NBN, Cloud Computing, virtualisationand smart grids are all areas that will see an increase in opportunities.

Public sector trendsHourly rates for contractors have started to increase, although they arenot expected to return to pre-GFC levels. Skills shortages continue forspecialist Project Managers, Business Analysts and Test Analysts, despitethe high number of active candidates in the market.

When contractors are utilised, many organisations offer short-termcontracts of between three to six months, as opposed to 12 months orlonger which was the norm prior to the GFC.

The demand for excellent communications skills will continue across allareas of IT, as will the demand for candidates with more than therequired skill set.

Salary movementsPermanent salaries have mostly remained steady over the past year. Theimplication of the economic downturn on salaries was offset by theongoing shortage of good IT skills in the areas listed above. Contractrates were however impacted by market-driven reductions.

With signs of life again appearing in Australia’s IT market, salaries havestarted to move up. No massive increases have been noted, but there is asense of cautious optimism.

In some areas such as Perth, salaries started to increase in the latter half ofthe financial year as an improving market corrected salaries and ongoing

skills shortages were felt. In response to the Gershon report, permanentroles were created in Canberra. In a contract-led city, this meant that highersalaries had to be offered to attract and secure candidates.

Advice to candidatesMake sure you provide a compelling reason for looking for a new role. It isnot enough to say you want a change as employers still value candidatesthat expect to remain in their role long-term. Demonstrate how you canadd value to an organisation. Be realistic in your salary expectations, anddo not accept a role based on salary alone. Instead, we suggest you alsoconsider benefits, cultural fit and non-financial incentives.

New ZealandMarket changesNew Zealand’s IT market underwent a dramatic change over the last 18months. The global recession severely impacted the private sector whilepublic sector spending declined sharply. Together this created adepressed technology sector. A lack of ongoing project work saw theproject delivery space fall quiet, impacting PMOs, Project Managers andBusiness Analysts via downsizing and restructures.

A marked reversal began in October 2009 with the resurgence ofbusiness confidence. Today employers are resourcing for upcomingprojects as new budgets become available. Even those who are notactively recruiting at present are confident that budgets will allow hiresover the coming months.

Changes to recruitment practicesAs budgets are released and the candidate market tightens, manyorganisations have found the recruitment process to be time consumingand frustrating. Companies are once again openly engaging with trustedrecruitment partners as a result.

Many candidates are looking for a new role in response to staff treatmentand employee satisfaction during the downturn. Consequently wesuggest employers measure their staff engagement levels internally andactively work on their retention strategies.

Positions in demandAn encouraging sign of long-term recovery is the increased demand forSDLC and business-focused Business Analysts (both Functional andTechnical), driven by continual demand within the development domain.

Candidates with strong Microsoft .Net technology skills are needed, withbusiness intelligence, reporting and data warehousing projects remainingpopular. Mid to senior hands-on technical candidates in the .Net or Javadomains as well as specialist skills in BizTalk, SharePoint, MOSS andBI/DW remain strong areas of interest.

With new budgets being released and the project space picking up, theERP market is on the rise again with strong demand for skilledPeopleSoft and SAP experts. This is driven by large corporate spend aswell as Public Sector activities.

Salary movements Salaries for technical development roles remain constant. Those project-reliant candidates, such as Project Managers, Business Analysts, ProjectCoordinators and PMO Managers have become more flexible in both theirpermanent and contract expectations as a result of decreased activity inthis field over the last year. Infrastructure salaries also remain constant,although following initial restructures there has been a distinct lack ofmovement within this space.

Advice to candidatesThe market is improving but tight controls remain on spending and astrong ROI is required prior to project approvals. So remain flexible inyour remuneration expectations and ensure you are not pricing yourselfout of the market. All indications point to a good year for the IT sector,so expect salaries and rates to increase in the latter part of the year oncethe market fully engages.


“Many candidates are looking for a new role in response to stafftreatment and employee satisfaction during the downturn.”



Notes• All salaries shown exclude superannuation • New Zealand salaries are represented in New Zealand Dollars

System Support & Administration

40 45 55 7035 - 47 43 - 48 45 - 60 60 - 80

40 45 55 7535 - 50 40 - 52 50 - 65 65 - 85

38 40 55 7035 - 40 35 - 50 45 - 65 60 - 85

35 40 50 6530 - 40 35 - 45 45 - 55 55 - 70

45 45 55 7340 - 50 40 - 50 45 - 60 60 - 85

38 43 50 6533 - 45 38 - 48 45 - 60 60 - 75

35 40 50 6530 - 40 35 - 45 45 - 55 55 - 70

35 38 48 5530 - 38 35 - 42 45 - 52 52 - 57

38 40 55 6535 - 42 38 - 45 45 - 60 60 - 80

38 40 55 7035 - 42 38 - 45 45 - 58 62 - 82

Helpdesk Level 1 Support Level 2 Support Level 3 Support

NSW - Sydney

VIC - Melbourne

QLD - Brisbane

SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland

NZ - Wellington

75 95 80 8065 - 85 80 - 110 60 - 100 60 - 100

75 90 85 7065 - 85 80 - 110 75 - 95 60 - 85

75 85 80 7575 - 95 75 - 120 75 - 110 70 - 95

70 80 70 6565 - 75 70 - 90 65 - 100 55 - 90

65 83 75 7060 - 75 65 - 100 60 - 90 50 - 80

70 75 85 7565 - 100 55 - 85 70 - 100 55 - 80

70 80 55 6565 - 75 70 - 90 45 - 65 55 - 75

60 60 60 5050 - 80 50 - 80 55 - 70 45 - 65

70 80 70 6565 - 82 65 - 110 55 - 90 55 - 80

70 82 78 7662 - 82 77 - 105 72 - 95 52 - 95

Team Leader Helpdesk Manager SystemsAdministrator

ApplicationsSupport

NSW - Sydney

VIC - Melbourne

QLD - Brisbane

SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland

NZ - Wellington

Salaries in ‘000

Salaries in ‘000




Network Management

95 100 110 12580 - 110 85 - 110 90 - 130 110 - 140

95 100 95 13580 - 120 80 - 120 90 - 120 120 - 155

90 85 75 11075 - 120 70 - 100 60 - 90 80 - 120

80 80 85 9560 - 100 70 - 100 75 - 100 85 - 150

95 95 90 11580 - 110 70 - 120 80 - 100 100 - 130

90 85 85 10570 - 100 70 - 90 65 - 100 80 - 120

75 80 85 9560 - 90 70 - 100 75 - 100 85 - 110

90 75 80 9075 - 95 60 - 85 70 - 90 70 - 100

85 80 80 9570 - 110 70 - 95 70 - 95 85 - 110

90 87 90 11089 - 120 78 - 100 80 - 120 100 - 140

DBA Network Security Network Designer Network Architect

NSW - Sydney

VIC - Melbourne

QLD - Brisbane

SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland

NZ - Wellington

105 75 85 8090 - 120 70 - 85 80 - 100 70 - 90

120 75 90 85100 - 135 65 - 85 85 - 110 70 - 90

100 75 85 7590 - 140 60 - 90 65 - 95 55 - 90

90 80 75 7075 - 110 75 - 100 65 - 100 60 - 90

110 80 80 7580 - 130 60 - 100 65 - 95 65 - 90

90 65 80 8085 - 110 50 - 75 60 - 85 60 - 90

90 80 75 7075 - 110 75 - 100 65 - 100 60 - 90

90 70 70 6875 - 100 45 - 65 60 - 80 55 - 70

110 70 80 7585 - 150 55 - 100 70 - 105 65 - 85

110 71 88 8285 - 140 60 - 83 73 - 92 73 - 86

Data/VoiceEngineer Telco Engineer UNIX

Administrator WAN Engineer

NSW - Sydney

VIC - Melbourne

QLD - Brisbane

SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland

NZ - Wellington

Salaries in ‘000

Salaries in ‘000




70 90 115 70 9060 - 80 80 - 100 100 - 130 60 - 80 80 - 100

65 80 110 60 8550 - 75 70 - 90 95 - 120 55 - 70 70 - 100

60 80 95 65 8545 - 70 65 - 120 75 - 120 60 - 80 65 - 110

55 75 90 55 7540 - 60 65 - 85 85 - 100 40 - 60 65 - 85

65 75 90 65 7550 - 70 65 - 85 80 - 100 50 - 70 65 - 85

60 75 85 60 9050 - 65 60 - 80 60 - 100 50 - 95 70 - 100

55 75 90 65 7540 - 60 65 - 85 85 - 100 50 - 80 65 - 85

50 75 90 55 7040 - 55 60 - 80 80 - 100 40 - 60 60 - 80

55 70 90 55 7045 - 65 60 - 85 75 - 110 42 - 65 60 - 85

50 70 85 50 7045 - 60 60 - 85 75 - 110 45 - 60 60 - 85

Programmer MS.Net

AnalystProgrammer MS.Net

Team Leader MS.Net

Programmer J2EE

AnalystProgrammer J2EE

NSW - Sydney

VIC - Melbourne

QLD - Brisbane

SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland

NZ - Wellington

115 70 90 115 135100 - 130 60 - 80 80 - 100 100 - 130 120 - 150

120 60 80 100 105100 - 130 50 - 70 70 - 90 90 - 110 90 - 140

105 50 75 90 10080 - 120 40 - 60 55 - 90 75 - 120 90 - 140

90 55 75 90 10585 - 100 40 - 60 65 - 85 85 - 100 90 - 115

90 60 70 80 10080 - 100 50 - 65 60 - 75 70 - 90 90 - 120

95 50 70 100 11070 - 100 45 - 55 60 - 73 90 - 120 100 - 140

90 55 75 90 8585 - 100 40 - 60 65 - 85 85 - 100 80 - 90

85 50 65 80 8080 - 95 40 - 55 50 - 70 55 - 85 75 - 90

90 45 55 80 10575 - 110 40 - 55 45 - 65 70 - 85 85 - 120

85 45 55 80 9075 - 110 40 - 55 45 - 65 70 - 85 75 - 110

Team Leader J2EE

Programmer Other

AnalystProgrammer Other

Team Leader Other

ApplicationsArchitect

NSW - Sydney

VIC - Melbourne

QLD - Brisbane

SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland

NZ - Wellington

SoftwareSalaries in ‘000

Salaries in ‘000



Notes• All Salaries shown exclude superannuation • New Zealand Salaries are represented in New Zealand Dollars

Data

80 90 110 10065 - 90 80 - 100 90 - 120 90 - 110

70 80 100 9060 - 90 70 - 90 90 - 120 75 - 105

70 80 95 8065 - 95 65 - 90 80 - 140 70 - 110

60 70 85 8555 - 70 60 - 75 70 - 100 70 - 95

70 75 90 9060 - 80 65 - 80 80 - 100 80 - 100

55 75 85 8550 - 65 70 - 80 80 - 90 80 - 90

55 75 90 8540 - 60 65 - 85 85 - 100 80 - 90

50 75 85 8545 - 55 65 - 80 70 - 90 75 - 90

65 75 100 8560 - 80 65 - 80 90 - 130 75 - 110

68 75 100 8564 - 86 65 - 80 90 - 130 80 - 110

DatabaseDeveloper Data Modeller DWH Designer ETL Developer

NSW - Sydney

VIC - Melbourne

QLD - Brisbane

SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland

NZ - Wellington

65 75 110 13055 - 75 65 - 85 95 - 120 110 - 150

60 80 110 13045 - 70 70 - 90 90 - 125 120 - 180

80 80 85 10060 - 110 50 - 100 65 - 110 80 - 140

65 65 85 9055 - 70 55 - 70 70 - 90 75 - 105

65 75 90 12057 - 70 60 - 85 75 - 100 100 - 130

50 65 80 10540 - 60 60 - 75 75 - 90 90 - 125

55 75 90 10540 - 65 65 - 85 85 - 100 90 - 125

55 65 80 10045 - 65 60 - 70 75 - 95 85 - 110

55 70 80 11050 - 65 65 - 80 75 - 90 90 - 120

62 70 84 9255 - 67 65 - 75 77 - 86 86 - 100

Report Writer Data Analyst BI Developer DWH DBA

NSW - Sydney

VIC - Melbourne

QLD - Brisbane

SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland

NZ - Wellington

Salaries in ‘000

Salaries in ‘000



Notes• All Salaries shown exclude superannuation • New Zealand Salaries are represented in New Zealand Dollars

75 85 100 85 6565 - 85 75 - 95 95 - 110 80 - 95 55 - 70

60 85 105 90 6050 - 75 75 - 95 95 - 125 70 - 110 45 - 75

65 80 105 80 6555 - 80 70 - 95 85 - 130 65 - 120 50 - 75

50 75 87 75 5850 - 65 70 - 80 80 - 110 65 - 90 55 - 70

70 85 110 80 6560 - 75 70 - 95 90 - 125 70 - 90 55 - 70

80 90 105 100 6070 - 105 75 - 110 90 - 125 90 - 120 50 - 75

50 75 100 75 5050 - 65 70 - 85 80 - 120 65 - 90 50 - 65

55 70 90 60 5542 - 65 60 - 80 85 - 120 50 - 90 50 - 65

60 75 85 75 6048 - 65 65 - 85 75 - 100 70 - 90 55 - 70

65 71 85 80 5857 - 72 67 - 90 80 - 110 70 - 90 48 - 50

BA - Junior BA - Mid BA - Senior SystemsAnalyst

ProjectAdministrator

NSW - Sydney

VIC - Melbourne

QLD - Brisbane

SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland

NZ - Wellington

Project Management & Business Analysis

75 120 150 170 13065 - 80 110 - 130 130 - 170 155 - 215 110 - 160

80 110 140 170 12065 - 90 80 - 150 130 - 180 130 - 180 100 - 140

85 110 145 160 10070 - 115 85 - 130 120 - 200 120 - 220 70 - 145

60 90 110 145 12550 - 65 65 - 135 105 - 150 110 - 170 110 - 170

75 120 150 170 12065 - 80 90 - 125 140 - 170 150 - 180 90 - 130

70 100 160 140 10060 - 80 80 - 115 120 - 190 110 - 150 75 - 115

75 90 100 145 12570 - 85 80 - 110 100 - 150 110 - 170 110 - 170

70 80 100 120 10060 - 75 70 - 90 85 - 130 100 - 125 100 - 110

65 90 125 125 12560 - 80 85 - 120 120 - 165 120 - 170 120 - 170

65 100 145 170 13558 - 70 86 - 130 130 - 170 140 - 220 130 - 148

ProjectCoordinator

ProjectManager

ProjectDirector

ProgramDirector PMO Manager

NSW - Sydney

VIC - Melbourne

QLD - Brisbane

SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland

NZ - Wellington

Salaries in ‘000

Salaries in ‘000




Management

300 300 150 130250 - 350 250 - 350 125 - 175 120 - 140

220 200 130 110180 - 300 180 - 300 110 - 150 80 - 150

150 150 110 120120 - 210 110 - 200 90 - 160 80 - 150

150 120 100 90110 - 190 100 - 140 85 - 110 80 - 130

230 220 140 130160 - 320 160 - 310 100 - 150 90 - 150

150 145 110 140130 - 175 130 - 165 80 - 125 120 - 150

150 120 100 90110 - 190 100 - 140 85 - 110 80 - 130

150 110 100 130110 - 160 80 - 120 90 - 120 100 - 150

135 135 120 105120 - 220 120 - 180 95 - 150 80 - 120

150 150 110 120120 - 185 120 - 185 75 - 130 110 - 140

CIO CTO DevelopmentManager IT Manager

NSW - Sydney

VIC - Melbourne

QLD - Brisbane

SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland

NZ - Wellington

110 110 120100 - 120 100 - 120 100 - 140

120 120 10090 - 150 80 - 140 80 - 140

115 100 10085 - 150 70 - 115 90 - 150

105 100 9095 - 140 70 - 115 65 - 100

120 120 110100 - 135 90 - 135 90 - 125

110 100 9090 - 125 80 - 100 85 - 110

105 100 9095 - 140 75 - 115 65 - 95

100 100 90100 - 120 80 - 110 85 - 110

105 95 9080 - 120 90 - 110 85 - 120

110 98 9590 - 132 92 - 110 88 - 130

Infrastructure Manager Change Manager Service Delivery Manager

NSW - Sydney

VIC - Melbourne

QLD - Brisbane

SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland

NZ - Wellington

Salaries in ‘000

Salaries in ‘000




Miscellaneous

85 7570 - 100 65 - 80

80 8570 - 110 70 - 110

85 8070 - 120 65 - 100

72 7560 - 80 65 - 85

80 8065 - 95 70 - 90

80 8075 - 120 75 - 100

70 7560 - 80 65 - 85

70 8065 - 90 70 - 100

63 7350 - 70 55 - 85

72 8866 - 78 78 - 91

IT Trainer TechnicalWriter

NSW - Sydney

VIC - Melbourne

QLD - Brisbane

SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland

NZ - Wellington

Salaries in ‘000

65 75 95 120 12060 - 70 70 - 80 85 - 120 110 - 130 100 - 130

60 75 95 115 11545 - 70 60 - 85 85 - 100 100 - 130 90 - 130

65 80 90 110 9055 - 80 65 - 100 80 - 120 80 - 120 70 - 130

60 70 85 90 9055 - 70 65 - 80 75 - 90 80 - 100 80 - 100

65 80 90 105 8055 - 75 75 - 85 85 - 100 95 - 120 65 - 90

75 85 90 130 8560 - 85 70 - 100 70 - 90 120 - 145 60 - 90

55 65 65 70 8540 - 60 55 - 70 55 - 70 60 - 80 60 - 90

60 70 85 90 8550 - 70 55 - 75 65 - 95 85 - 110 70 - 90

55 65 90 110 11050 - 65 55 - 80 80 - 110 95 - 120 95 - 120

55 65 90 110 11050 - 65 55 - 80 80 - 110 95 - 125 95 - 125

Tester Test Analyst Test TeamLeader Test Manager QA Manager

NSW - Sydney

VIC - Melbourne

QLD - Brisbane

SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland

NZ - Wellington

Testing & QASalaries in ‘000

hays.com.au hays.net.nz

HAYS and the H device are protected by trade mark and design laws in many jurisdictions ©HAYS 2009.

This guide is reproduced in full in PDF format on our websites.

AustraliaNew South WalesSydneyChifley Tower T: 02 8226 9600Hunter Street T: 02 9249 2200Spring Street T: 02 9221 5852City South T: 02 9280 3577North Sydney T: 02 9957 5733Chatswood T: 02 9411 8122Parramatta T: 02 9635 1133Liverpool T: 02 9601 8822Burwood T: 02 9744 3344Hurstville T: 02 9580 8333Newcastle T: 02 4925 3663Wollongong T: 02 4222 0100

VictoriaMelbourne360 Collins St T: 03 9604 9604410 Collins St T: 03 8638 8400St Kilda Rd T: 03 9804 5313Mulgrave T: 03 8562 4250Moonee Ponds T: 03 9326 2149Camberwell T: 03 9946 3500Geelong T: 03 5226 8000

QueenslandBrisbaneBrisbane T: 07 3243 3000Brisbane City T: 07 3231 2600Mt. Gravatt T: 07 3349 6563Ipswich T: 07 3817 1900Gold Coast T: 07 5571 0751Townsville T: 07 4771 5100Maroochydore T: 07 5412 1100Chermside T: 07 3259 4900

ACTCanberra T: 02 6257 6344

Western AustraliaPerth T: 08 9254 4595

South AustraliaAdelaide T: 08 8231 0820

TasmaniaHobart T: 03 6234 9554

Northern TerritoryDarwin T: 08 8943 6000

New ZealandAuckland T: 09 377 4774South Auckland T: 09 525 1333Wellington T: 04 471 4490Christchurch T: 03 377 6656

Our international reach -operating in 28 countriesAustria

Belgium

Brazil

Canada

China

Czech Republic

Denmark

France

Germany

Hong Kong

Hungary

India

Ireland

Italy

Japan

Luxembourg

Netherlands

Poland

Portugal

Russia

Singapore

Spain

Sweden

Switzerland

United Arab Emirates

United Kingdom

hays salary guide 2010-au it

Documents