hayssalaryguide 2010 au eng mfg res

7/29/2019 HaysSalaryGuide 2010 AU Eng Mfg Res

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THE 2010 HAYS

SALARY 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 New

Zealand. 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 Hays

office 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 should

be 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

36LOCATIONS ACROSS AUSTRALIA & NEW ZEALAND

33+YEARS OF EXPERIENCE

2010 Hays Salary Guide | 3



4 | 2010 Hays Salary Guide

THE BEST

DECISIONSARE INFORMEDDECISIONS

“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 stark

contrast 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 ONE

MARKET OVERVIEW& TRENDSResults gained from over 1,800 employersthroughout 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 bearsFBT costEmployee bearsFBT costCost shared betweenEmployer & Employee

Other

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 you

expect permanent stafflevels 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 stafflevels to... continued...

For specific departments 48%

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 employ

temporary/contract staff?


47%20% 33%

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

Regular ongoing basis

Special projects/WorkloadsExceptionalcircumstances/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 oftemporary/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 oftemporary/contract staff to...continued...


10%

73%

17%

Purchasing

29%

65%6%

Sales

24%

67%

9%

Other

10. In skill-short areas, would

you consider employing orsponsoring a qualifiedoverseas candidate?

Yes

No

59% 41%

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

11. For which areas have yourecently found it difficultto 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 your

organisation, 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 than3 months

Stay 3 – 12 months

Stay longer than12 months

Leave 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 general

outlook for the economyin the forthcoming6-12* 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 TWO

SALARY INFORMATION




USINGOUR

SALARYTABLES

175 220 260

140 - 200 170 - 240 210+

Finance Director/CFO

(Turnover up to $50m)Salaries in ‘000


(Turnover $50m - $150m)


(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



Construction & Engineering

AustraliaMarket changes

Not since the 1980’s has Australia’s architecture, engineering andconstruction industries experienced such significant market changes asthose experienced in 2009. Last year, private sector construction projectsand investment was extremely low, hitting New South Wales, Queenslandand Victoria the hardest. Western Australia was somewhat protected by anumber of projects close to completion, but the forecast of new workand commercial building approvals in not just that state but all ofAustralia was very bleak.

A remedy to this dismal outlook came in the form of the FederalGovernment’s stimulus package, which funded upgrades to most schoolsacross Australia. Billions of dollars was pumped into the building industry.

This created thousands of jobs and successfully stimulated theconstruction industry.

By the first quarter of 2010, the shift was in full swing. Private sectorprojects were awarded and demand continued to rise in housing inresponse to extremely high population growth. Also helping the marketturn a corner was the strength of infrastructure and rail, fuelled byprivate, state and federal government investment, especially in Victoriaand New South Wales.

In early 2010, Western Australia and South Australia also felt the benefitsof the upturn as, for the first time in 18 months, employers recruited inanticipation of tender wins. While some hesitancy from developers existsdue to finances, overall confidence is returning for all states.

Looking ahead, Australia’s engineering and construction sectors will beboosted by the billion dollar national broadband roll out. It commenced

in Tasmania in late 2009 and has already led to the state experiencing itsstrongest project volumes in many years.

Architecture and engineering consultancies are also making their wayback to positive territory. They benefited from the stimulus packages andare enjoying the fact there are projects to tender for.

Changes in recruitment practices

In 2009 recruitment practices were simply frozen, but a dramatic reversalcame from organisations that were awarded education stimulus packagework. For these companies, recruitment activity became frenzied andcandidates with educational expertise were in high demand. Employershad to act quickly to resource their teams and it was not uncommon foran offer of employment to be made during an interview. This was mostobvious when recruiting Foremen/women and Site Supervisors.

The use of contractors and fixed-term contractors also rose over the year,

while there was a 180 degree swing in power from employees toemployers. As the broader economic recovery takes hold, the demand forpermanent employees is rising. This has already been noted in the firstquarter of 2010, and as recruitment activity continues to grow it is likely tosignal the return of power back to candidates.

Positions in demand

Engineering demand exists for 12d Engineers, Senior Structural Drafters,Senior Civil Design Engineers and professionals that can develop newbusiness. In building services the scarcity of fire safety specialists andSenior Engineers remain. Water and environment projects continue toincrease, which has created demand at the entry level, with industrytraining essential.

The architecture market needs Revit or Codebook software professionalsas well as candidates with construction documentation and contractadministration skills. Demand for professionals with expertise inresidential has increased. So too has the need for healthcare experienceas a result of the Federal Government’s health reform plan.

In construction, Contract Administrators and Estimators continue to be indemand. Infrastructure, rail and water professionals are also needed inresponse to national and state project approvals.

Public sector

The initial surge of stimulus funded projects led to an increase intemporary contracts within architecture, project and developmentmanagement for housing and education projects.

Engineering and planning consultancies and construction firms have ledthe job market’s recovery by quickly staffing up. This has reduced thenumber of candidates available to public sector organisations. As a result,suitably qualified and experienced candidates are becoming scarce,although we do expect more to enter the job market after remaining in arole in the early part of the year. The public sector will have to movequickly with their recruitment processes in order to secure thesecandidates ahead of the private sector.

Town Planners and Civil Engineers, Designers and Drafters remain in highdemand as the contract market improves. Demand is also increasing forBuilding Surveyors, Environmental Health Officers and those with waterengineering experience.

Salary movements

In architecture, there were some cases of small upwards movements atthe graduate level. No significant increases occurred to engineering orconstruction salaries, however this is expected to change as organisationswith leaner resources begin to win work and act to attract and retainsought after expertise.

Advice to candidates

Despite the turbulent last 18 months, things are looking very positive.There has been a huge trend to downsize and cut back over the past 12months, but with the market back on track good employers are makingstrategic hires. Make sure you demonstrate commitment, have good

references and move for the right long-term reasons.

New ZealandMarket changes

New Zealand’s construction industry felt the full force of the GFC. A numberof major commercial projects were in full swing at the time, and this provideda small buffer. But the pain was still felt across the industry and manyoperations closed down or made large numbers of employees redundant.With these projects now coming to an end, the hope is that additionalinfrastructure investment will be the catalyst for a broader industry bounceback and more finance will be available for private investment.

Changes to recruitment practices

Given the current availability of candidates, employers have higherexpectations. Consequently the recruitment process has slowed asemployers locate the best fit. If a candidate does not tick every box theywill not be considered, which contrasts with practices 18 months ago.

Positions in demand

Infrastructure projects have supported the construction industry and thisis where the greatest demand for candidates exists. Roads, Traffic andTransport Engineers with major project experience are in demand at asenior level, while Estimators and Quantity Surveyors with relevant sectorand project experience are also needed.

Salary movements

Salaries across New Zealand’s construction sector remained static. Wewitnessed a slight decrease in some salaries, such as for Senior QuantitySurveyors. But there were also cases of employers offering a packageabove the current market level in order to secure top talent. As a result,the strength of their team improved.

In general though, employers remain conscious of the relative abundance

of candidates, which in theory should suppress salary increases.


Local market or project knowledge and experience are critical to secure arole at present. It is important to be flexible in your salary and locationrequirements since fewer opportunities are available. It is advisable toaccept temporary or contract opportunities until the market improves.


“Infrastructure projects have supported the construction industryand this is where the greatest demand for candidates exists.”




Architecture

Notes

• Australian salaries include superannuation • New Zealand salaries do not include superannuation• New Zealand salaries are represented in New Zealand Dollars

40 - 45 45 - 60 60 - 90 40 - 45 45 - 60

40 - 45 45 - 55 55 - 75 40 - 45 45 - 60

43 - 50 45 - 65 60 - 90 39 - 50 45 - 60

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

40 - 50 50 - 65 65 - 85 40 - 45 45 - 65

38 - 43 44 - 55 55 - 90 38 - 45 45 - 55

40 - 55 55 - 65 65 - 90 35 - 50 50 - 65

40 - 45 45 - 70 70 - 90 38 - 45 45 - 65

35 - 40 40 - 60 50 - 80 35 - 40 55 - 60

40 - 55 50 - 60 65 - 90 35 - 55 50 - 65

35 - 45 50 - 70 75 - 90 35 - 45 45 - 60

30 - 50 50 - 70 60 - 90 30 - 35 40 - 50

Graduate

Architect

Architect

2-5 Years

Architect

5-10 Years

GraduateInteriorDesigner

InteriorDesigner2-5 Years

NSW - Sydney

NSW - Regional

VIC - Melbourne

QLD - Brisbane & Gold Coast

QLD - Regional

SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland

NZ - Chch/Wellington

Architecture

60 - 85 45 - 65 45 - 85 50 - 100

55 - 80 45 - 65 45 - 65 45 - 85

60 - 90 45 - 75 45 - 80 45 - 120

55 - 85 40 - 60 45 - 90 55 - 120

65 - 80 40 - 60 45 - 85 45 - 110

60 - 100 35 - 60 50 - 90 45 - 100

65 - 90 45 - 85 45 - 90 50 - 95

55 - 95 35 - 55 45 - 85 40 - 85

50 - 80 30 - 55 35 - 75 40 - 80

55 - 75 45 - 65 45 - 80 50 - 85

65 - 100 35 - 90 45 - 95 50 - 100

55 - 80 35 - 70 40 - 80 45 - 80

Interior Designer5-10 Years

CAD Drafter LandscapeArchitect

Town/UrbanPlanner

NSW - Sydney

NSW - Regional

VIC - Melbourne


QLD - Regional

SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland


Salaries in ‘000

Salaries in ‘000




Engineering

Notes


Building ServicesDesign Consultancy

Building ServicesContractor

45 - 70 75 - 100 45 - 60 60 - 100 110 - 150 150 - 210

45 - 60 65 - 75 50 - 65 60 - 90 110 - 150 150+

40 - 60 65 - 85 45 - 70 65 - 100 100 - 140 140+

35 - 65 65 - 95 50 - 70 70 - 120 120 - 150 150+

35 - 65 65 - 90 40 - 60 60 - 110 95 - 130 130+

40 - 55 65 - 85 40 - 60 60 - 85 100 - 140 140+

40 - 65 70 - 95 55 - 70 70 - 100 100 - 140 140+

40 - 50 50 - 85 55 - 65 70 - 90 100 - 120 130+

30 - 40 50 - 75 40 - 60 55 - 90 75 - 110 120+

40 - 60 65 - 90 45 - 65 65 - 85 100 - 150 140+

40 - 70 70 - 100 40 - 70 75 - 95 100 - 120 110+

35 - 65 55 - 80 40 - 60 55 - 90 100 - 120 110+

Principal/

Director

Associate/ SeniorAssociate

Intermediate

-SeniorDesign Engineer

Graduate/ Entry-levelDesign Engineer

CAD

Manager

CAD Drafter- DesignDrafter

NSW - Sydney

NSW - Regional

VIC - Melbourne


QLD - Regional

SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland


75 - 90 75 - 150 90 - 130 120 - 150 150 - 180 140 - 200

60 - 70 65 - 85 90 - 100 110 - 130 120 - 150 120 - 180

65 - 80 65 - 120 90 - 130 100 - 150 120 - 170 120 - 190

60 - 100 65 - 140 85 - 130 100 - 165 150 - 225 140 - 190

60 - 90 60 - 140 90 - 120 100 - 145 110 - 150 110 - 150

50 - 75 55 - 95 60 - 120 80 - 150 110 - 140 120 - 160

75 - 90 60 - 85 80 - 100 90 - 120 110 - 150 110 - 150

60 - 70 60 - 80 75 - 100 90 - 120 100 - 140 100 - 140

50 - 70 50 - 65 60 - 90 80 - 120 120 - 140 90 - 140

70 - 80 60 - 85 100 - 130 120 - 160 140 - 170 130 - 160

50 - 70 50 - 70 75 - 90 85 - 120 90 - 120 100 - 160

50 - 65 50 - 70 70 - 90 80 - 100 90 - 120 100 - 140

BuildingServicesManager

OperationsManager

SeniorProjectManager

ProjectManager

Estimator -SeniorEstimator

Foreperson/ Supervisor

NSW - Sydney

NSW - Regional

VIC - Melbourne


QLD - Regional

SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland


Salaries in ‘000

Salaries in ‘000




Engineering

Notes


40 - 80 60 - 100 60 - 140 65 - 120

35 - 60 40 - 75 50 - 90 50 - 90

35 - 70 45 - 85 60 - 110 65 - 120

40 - 75 50 - 90 60 - 130 80 - 140

40 - 65 50 - 85 60 - 130 80 - 140

40 - 55 50 - 65 45 - 80 50 - 80

40 - 70 55 - 120 55 - 110 65 - 120

40 - 60 45 - 80 55 - 110 65 - 120

40 - 60 45 - 65 55 - 95 70 - 105

40 - 55 50 - 90 60 - 105 80 - 120

45 - 70 50 - 75 65 - 110 75 - 120

35 - 55 40 - 65 50 - 100 60 - 110

DrafterCivil Designer

Drafter

Civil/Structural

Engineer

Client SideRepresentative/ Resident Engineer

NSW - Sydney

NSW - Regional

VIC - Melbourne


QLD - Regional

SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland


55 - 140 120 - 160 160+

50 - 100 120 - 140 140+

50 - 100 110 - 140 150+

65 - 130 120 - 160 150+

70 - 120 120 - 150 150+

60 - 100 100 - 130 150+

80 - 140 120 - 160 150+

55 - 110 90 - 130 120+

70 - 110 100 - 140 120+

60 - 110 110 - 140 150+

60 - 110 100 - 150 115+

50 - 100 90 - 130 100+

Structural/Civil ProjectEngineer

Associate Group Manager/ Principal

NSW - Sydney

NSW - Regional

VIC - Melbourne


QLD - Regional

SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland


90 - 120 90 - 120 90 - 115 90 - 120 95 - 130

70 - 95 70 - 90 50 - 80 75 - 100 75 - 105

85 - 120 80 - 120 65 - 95 90 - 120 80 - 110

80 - 120 75 - 100 65 - 90 85 - 120 75 - 120

80 - 120 75 - 100 65 - 90 85 - 120 75 - 110

75 - 90 65 - 95 60 - 80 75 - 110 75 - 100

80 - 110 80 - 100 65 - 85 90 - 110 80 - 100

70 - 100 65 - 90 60 - 80 70 - 95 65 - 95

85 - 120 80 - 120 65 - 95 90 - 130 80 - 110

80 - 110 80 - 100 65 - 85 90 - 110 80 - 100

65 - 95 65 - 95 50 - 80 70 - 110 65 - 100

55 - 80 65 - 95 50 - 70 70 - 110 80 - 110

Signalling

Designers

Signalling

Supervisors

SignallingMaintenanceTechnicians

Permanent

Way Designers

Permanent

Way Track

NSW - Sydney

NSW - Regional

VIC - Melbourne


QLD - Regional

SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland


Rail Infrastructure

Civil & Structural

Salaries in ‘000

Salaries in ‘000

Salaries in ‘000




Construction

Notes


65 - 75 75 - 120 50 - 70 70 - 110 100 - 180

50 - 65 60 - 105 50 - 70 50 - 80 90 - 150

45 - 65 70 - 130 50 - 70 70 - 110 90 - 150

50 - 60 70 - 100 55 - 75 75 - 110 90 - 170

55 - 65 70 - 100 55 - 75 70 - 100 100 - 150

50 - 70 75 - 110 45 - 65 55 - 90 90 - 140

60 - 70 90 - 120 60 - 80 80 - 120 120 - 180

50 - 65 65 - 90 55 - 65 60 - 90 80 - 120

40 - 60 60 - 75 45 - 65 60 - 90 70 - 100

55 - 70 75 - 110 55 - 75 70 - 100 100 - 150

45 - 55 55 - 70 45 - 65 65 - 85 80 - 120

40 - 55 50 - 70 45 - 70 70 - 90 80 - 120

Leading Hand Foreperson Site EngineerProject

Engineer

Project

Manager

NSW - Sydney

NSW - Regional

VIC - Melbourne


QLD - Regional

SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland


80 - 150 140 - 250 55 - 80 90 - 140 90 - 130

65 - 90 95 - 160 55 - 80 70 - 95 90 - 120

80 - 180 130 - 200 60 - 80 80 - 130 85 - 125

80 - 140 120 - 220 65 - 85 75 - 140 100 - 140

80 - 120 125 - 200 50 - 80 80 - 125 100 - 125

70 - 100 120 - 180 55 - 80 80 - 120 60 - 110

100 - 180 150 - 200 65 - 80 90 - 130 100 - 150

70 - 100 90 - 170 50 - 70 70 - 100 80 - 125

60 - 95 100 - 160 40 - 60 60 - 90 70 - 120

80 - 120 125 - 200 50 - 80 80 - 140 100 - 130

45 - 120 90 - 160 45 - 60 75 - 120 100 - 150

60 - 100 85 - 140 55 - 75 70 - 90 90 - 125

Estimator ConstructionManager

ContractsAdministrator/ Qty Surveyor - Junior

ContractsAdministrator/ Qty Surveyor - Senior

DesignManager

NSW - Sydney

NSW - Regional

VIC - Melbourne


QLD - Regional

SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland


Construction Civil

Salaries in ‘000

Salaries in ‘000




Construction

Notes


170 - 250 45 - 75 75 - 130 120 - 170 100 - 180

100 - 160 40 - 75 70 - 95 110 - 170 75 - 110

160 - 250 45 - 80 80 - 150 120 - 180 110 - 180

140 - 250 40 - 85 90 - 150 100 - 175 90 - 165

125 - 200 50 - 80 85 - 120 100 - 120 100 - 150

120 - 180 40 - 60 60 - 110 70 - 110 75 - 110

150 - 250 55 - 75 100 - 150 100 - 130 100 - 150

140 - 180 45 - 70 70 - 120 80 - 120 90 - 150

90 - 120 40 - 60 60 - 90 70 - 110 80 - 120

125 - 200 50 - 80 85 - 120 100 - 120 110 - 150

120 - 160 40 - 60 80 - 120 85 - 120 65 - 95

110 - 150 35 - 50 75 - 120 80 - 115 70 - 110

ConstructionManager

ContractsAdministrator/ Qty Surveyor - Junior

ContractsAdministrator/ Qty Surveyor - Senior

DesignManager

Site Manager

NSW - Sydney

NSW - Regional

VIC - Melbourne


QLD - Regional

SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland


Construction Building

55 - 80 75 - 115 50 - 75 90 - 130 120 - 200 70 - 170

55 - 70 65 - 105 50 - 70 65 - 100 90 - 150 60 - 110

65 - 80 70 - 110 50 - 80 80 - 130 120 - 200 70 - 150

50 - 70 65 - 125 50 - 80 80 - 130 110 - 200 70 - 180

60 - 70 75 - 100 50 - 80 80 - 110 120 - 185 80 - 120

50 - 70 70 - 110 40 - 60 60 - 90 80 - 150 70 - 120

60 - 70 75 - 100 60 - 75 80 - 120 150 - 200 90 - 150

60 - 80 70 - 110 65 - 75 80 - 130 100 - 150 80 - 130

40 - 60 50 - 75 60 - 75 60 - 90 80 - 150 70 - 120

60 - 70 75 - 100 50 - 80 80 - 110 120 - 185 80 - 120

45 - 55 55 - 70 60 - 75 65 - 90 85 - 130 60 - 120

44 - 60 55 - 70 55 - 75 60 - 80 90 - 110 80 - 110

EstimatorProject

Manager

Project

Engineer

Site

EngineerForeperson

Leading

Hand

NSW - Sydney

NSW - Regional

VIC - Melbourne


QLD - Regional

SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland


Salaries in ‘000

Salaries in ‘000




Construction

Notes


60 - 100 60 - 90 100 - 120 75 - 95 50 - 95

60 - 100 55 - 80 75 - 100 65 - 85 38 - 90

50 - 80 50 - 80 75 - 90 50 - 80 50 - 80

60 - 100 60 - 90 75 - 120 60 - 95 45 - 95

45 - 70 45 - 65 60 - 120 60 - 95 45 - 70

45 - 60 40 - 60 60 - 75 60 - 75 45 - 80

60 - 70 45 - 60 60 - 90 60 - 70 45 - 75

55 - 95 50 - 80 N/A N/A 45 - 90

45 - 70 50 - 80 N/A N/A 40 - 70

45 - 70 45 - 65 60 - 120 60 - 95 45 - 70

45 - 100 40 - 90 80 - 150 70 - 120 50 - 100

60 - 80 50 - 80 80 - 120 60 - 80 55 - 90

Traffic

EngineerCivil Designer

Civil Project

ManagerAsset Manager Town Planner

NSW - Sydney

NSW - Regional

VIC - Melbourne


QLD - Regional

SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland


Local Government

50 - 65 45 - 60 55 - 95 80 - 110 50 - 125

50 - 60 40 - 50 55 - 85 70 - 100 40 - 115

60 - 90 40 - 60 55 - 100 60 - 110 50 - 100

55 - 90 45 - 60 65 - 100 65 - 110 50 - 80

55 - 85 45 - 60 65 - 100 65 - 110 50 - 80

50 - 65 40 - 55 50 - 70 60 - 85 50 - 70

50 - 65 45 - 55 50 - 60 60 - 90 45 - 60

N/A N/A N/A N/A N/A

N/A N/A N/A N/A N/A

55 - 85 45 - 60 65 - 100 65 - 110 50 - 80

50 - 85 40 - 55 60 - 85 60 - 110 70 - 100

50 - 70 40 - 60 60 - 80 60 - 90 70 - 100

BuildingSurveyor

FacilitiesCoordinator

FacilitiesManager

ProjectManager

PropertyManager

NSW - Sydney

NSW - Regional

VIC - Melbourne


QLD - Regional

SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland


Salaries in ‘000

Salaries in ‘000



Manufacturing & Operations

Market changes

The arrival of the 2009/10 financial year brought a degree of stability toa manufacturing industry which had suffered hard nationally. Towards theend of 2009 vacancy activity began to increase slowly amid positivesentiment and new projects in the resources sector in both WesternAustralia and Queensland. Add the continued growth of China’s exportdemand and an increase in the number of R&D temporary roles in early2010, and the manufacturing industry is in a far better shape today.Headcount freezes are lifting, recruitment activity is rising and demandfor skilled professionals is slowly returning.


Apart from the obvious decline in vacancy activity, recruitment practicesremained unchanged last year. Employers focused on retaining their top

talent, necessary for leading them successfully out of the downturn.

When recruiting today, employers are cautious. They have highexpectations surrounding their ideal candidate’s suitability, experience,qualifications and cultural fit. This is forcing candidates to raise theirstandards across the sector. While this will ultimately improve theindustry, employers that go one step too far and draw out the timeframe,risk losing the right candidates to competitors with more succinctprocesses. Finding the right balance is the key. Employers who follow astructured process, listen to advice from a professional recruiter and actdecisively will take advantage of the recovering market.

Positions in demand

Nationally, a broad range of positions are now in demand asorganisations recruit in response to rising demand for their products.Most notable is the increase in vacancies for Site Managers andProduction Supervisors. Demand is also growing for maintenance

candidates as companies rebuild their maintenance and servicedepartments.

In trades and labour, permanent Mechanical Fitters and MaintenanceManagers are sought.

In a significant national trend, there has been a sudden rise in demandwithin Quality Assurance. Strong candidates who have a provenbackground in continuous improvement and expertise in efficiency arenow sought.

Design, Research and Development and Engineering candidates can beheartened by the first glimpses of stabilisation in their job markets asvacancies become available once again.

Salary movements

In 2009 salaries either fell slightly or remained the same as companiesfocused on reducing costs and productivity. However salaries have nowstarted to improve and we expect increases in the third and fourth quartersof 2010 as competition to retain and recruit top talent ignites. The salariesfor mid-level production candidates are expected to be among the first tomove, specifically for Production Supervisors, Planners and Engineers.Quality Assurance salaries will also rise in response to demand.

We expect rates for Tradespeople to move back to pre-global financialcrisis levels in line with the increased demand for their services. This willoccur quickest in Queensland and Western Australia as the resourcessector bounces back strongly.

Advice to candidatesVacancy activity in Australia’s manufacturing industry continues to easeback to pre-GFC levels, but at a slower pace than initially expected. It istherefore important to be strategic when looking for your next role andfocus your applications on your core skill areas. Rightly or wrongly,employers continue to request candidates with specific skills, rather thantrain people looking to transfer to a new industry sector, so consolidateyour experience and apply for appropriate vacancies.

Maintain realistic expectations. The industry is improving but it doesn’tfollow that demand will be as high as it was in 2007/08. This extends tosalaries. With the exception of candidates with continuous improvementor change management skills, if you expect a significant salary increaseby changing roles you will be disappointed. Instead, focus your jobsearch on finding a position that offers good work conditions.

The industry will continue to improve over the next 12 months with goodcareer opportunities becoming available for experienced candidates.


“...salaries have now started to improve and we expect increases inthe third and fourth quarters of 2010 as competition to retain and

recruit top talent ignites.”




Manufacturing & Operations

Notes

• All salaries are representative of the total package value• Package includes superannuation

40 - 55 65 - 85 100 - 130 110 - 160 100 - 130

40 - 55 65 - 80 100 - 150 110 - 160 80 - 110

40 - 55 60 - 80 100 - 135 110 - 140 80 - 100

40 - 55 60 - 75 95 - 135 105 - 140 80 - 95

40 - 55 60 - 80 95 - 135 110 - 150 80 - 110

GraduateEngineer(all disciplines)

Production

Supervisor

Engineering

Manager

Operations

Manager

Production

Manager

NSW - Sydney

VIC - Melbourne

QLD - Brisbane

WA - Perth

SA - Adelaide

Product Design& Manufacturing

80 - 120 70 - 90 45 - 70 70 - 100 65 - 85

80 - 120 70 - 90 45 - 70 90 - 120 70 - 90

75 - 110 65 - 90 45 - 70 90 - 120 65 - 90

80 - 120 65 - 90 50 - 70 75 - 110 70 - 90

75 - 110 65 - 90 45 - 60 75 - 110 65 - 85

ProjectEngineer(5yrs+ exp)

Process

EngineerDrafter

Electronics/

Elec Engineer

Design

Engineer

NSW - Sydney

VIC - Melbourne

QLD - Brisbane

WA - Perth

SA - Adelaide

75 - 120 100 - 150 90 - 100 55 - 75 80 - 120

65 - 110 90 - 130 90 - 120 55 - 65 75 - 120

65 - 110 90 - 130 90 - 120 60 - 75 80 - 120

60 - 100 90 - 130 90 - 120 60 - 75 80 - 120

60 - 100 80 - 110 80 - 110 60 - 75 80 - 120

Controls/ AutomationEngineer

R&D ManagerMaintenance

Manager

QA

CoordinatorQA Manager

NSW - Sydney

VIC - Melbourne

QLD - Brisbane

WA - Perth

SA - Adelaide

50 - 60 60 - 70 75 - 80 65 - 80 90 - 110

55 - 65 65 - 75 75 - 80 65 - 85 90 - 110

50 - 60 60 - 70 75 - 80 75 - 90 90 - 110

63 - 75 65 - 80 75 - 80 65 - 85 90 - 110

50 - 60 60 - 70 75 - 80 65 - 80 80 - 100

Maintenance

Fitter

Maintenance

Electrician

Maintenance

Planner

Service

Engineer

Service

Manager

NSW - Sydney

VIC - Melbourne

QLD - Brisbane

WA - Perth

SA - Adelaide

Manufacturing Maintenance

Salaries in ‘000

Salaries in ‘000

Salaries in ‘000

Salaries in ‘000



Resources & Mining

AustraliaMarket changes

Following a major dent in the confidence of Australia’s resources andmining sector during the economic downturn, this key market is bouncingback. Ultimately, we have seen a comprehensive recovery. Strengtheningcommodity prices across the board and resurgence in demand fromsome of Australia’s key export markets through quarters one and two ofthe 2009/10 financial year resulted in production ramp ups, increasedexploration spending and higher levels of investor activity.

State-by-state, Western Australia is back on its feet. As demandincreases, production levels improve and efficiencies in productionbecome paramount. New projects such as Karara in the state’s mid westare pushing ahead at a rapid pace and projects such as RGP5, Pluto and

CP Mining have created high demand in industrial construction. Theremainder of the state’s sector is full of activity, including heavy industrialdesign which was slow to rebound.

Before the downturn Queensland was our other mining powerhouse. It isalso on track for a strong recovery, with employment rising and the coalexport industry recording record volumes, boosted in no small part bydemand from China.

South Australia was a state to watch before the GFC and will be again. Itis already showing signs of life with several new mining projects indevelopment phase and production expected to commence soon.

Along with key mining projects, new mining infrastructure is also helpingto drive jobs growth. The expansion of Newcastle Port for example hasallowed sites in New South Wales to increase production. Explorationprograms, mine expansions, infrastructure and equipment upgrades,

greenfield developments and the ramping up of care and maintenancesites signal a promising future for the state.

A number of world class projects continue to be developed in theNorthern Territory, where the State Government has actively fostered newprojects. Meanwhile, as momentum changes for the better in Victoria, theappetite for senior strategic candidates has gathered pace and seniorexecutives are testing the market for the first time in 18 to 24 months.

In fact, across the country candidates are again entering the market,encouraged by the return of confidence, investment and project activity.In an industry where vacancy activity is rising but skills are alreadystretched to the limit, the ability to source required skills will againbecome a considerable challenge for employers.


In recognition of the market’s improvements, employers are actively

promoting the career path and development they offer to help attractcandidates. Furthermore as candidate shortages emerge, theirrecruitment process is quickening in order to secure top talent.

However companies remain cautious and place heavy emphasis oncultural fit. They are also very selective and only candidates with similarcommodity, mining or equipment experience will be successful.

Providing some short-term relief to imminent skills shortages is the agingpopulation of mining professionals who are working to recoupsuperannuation lost during the GFC, particularly at the statutory andsenior levels. But succession planning still needs to remain a focus, withgraduate to intermediate employees requiring support and developmentto fill senior roles long-term.

Positions in demand

The return of confidence to the market has, not surprisingly, increasedrecruitment activity in most areas of mining. In highest demand acrossAustralia are Mining Engineers at all levels of experience.

In state-specific areas of demand, Western Australia needs explorationcandidates from Geologists to Field Assistants, Mobile PlantOperators/Maintenance Trades in mine production and Maintenance staffin mineral processing.

Darwin is also experiencing a continuing shortage of high-levelMaintenance candidates, and also needs Geologists at all levels. In SouthAustralia it is Civil and Structural Engineers, Mine Geologists and MiningInfrastructure specialists that are needed. In Victoria candidates forstrategic roles, such as Principle Engineers and Team Leaders, are insignificant demand.

In New South Wales Mechanical and Electrical Engineers, open cut andunderground Geotechnical Engineers and Geologists are in demand.Employers are also looking for Project Managers and Engineers across alldisciplines, Mechanical Supervisors and Senior and Lead Structural,Mechanical and Electrical Design Engineers.

Salary movements

In most cases permanent salaries held steady over the last year and bonuseswere awarded, albeit at lower percentages than previously experienced.

FIFO rosters that lengthened throughout 2009 have begun to shorten aspart of an attraction and retention program.

Towards the end of 2010 we expect local talent pools will havediminished, so as new mine developments enter their critical phasesalaries will consequently increase. At this time employers are also likelyto return their attention to interstate and overseas recruitment to help filltheir vacancies.


A shortage of technical candidates for design, mining and constructionpositions will present you with significant opportunities to move your careerforward. So be clear and realistic about your goals and your next step.

Ensure that your resume is clear and concise, summarising the positions,employers and key responsibilities you have held.

Consider your options carefully and choose wisely. Ensure you are wellbriefed on the position and research the company, role, rotation,accommodation and overall lifestyle before the interview.

Many employers have gone the extra mile to win work and in returnexpect you to be flexible in terms of work locations. Be prepared for this.

New ZealandMarket changes

New Zealand’s mining employment market was cautious but steady overthe last 12 months. The decreasing fortunes of coal were largely offset bythe resurgence of gold. This was a major switch to the areas of demand.Global market conditions led to a cautious approach to recruitment and acooling of the previously red hot salary increases.

Decreasing demand elsewhere in the world led to a rise in the number ofreturning New Zealanders. Encouragingly, these candidates returned forlifestyle rather than salary reasons. This increase was enough to fill most,but not all, gaps left by the previous skills shortage.

But given that supply and demand is only now balanced, any future netmigration of skills will soon lead to another severe skills shortage. Atpresent the biggest threat comes from the expected increase in demandfrom Australia.

Positions in demand

Not all pockets of demand were met by the increase of returning NewZealanders. In most demand are Senior Managers, Mine Managers andEngineers. There is also a steady demand for almost all trade candidates.

Salary movements

Salaries remained static over the last 12 months. As we move forward andglobal demand for skills increases, we expect salaries will either riseaccordingly or employers will offer the work/life balance for which NewZealand is famous.


“...vacancy activity is rising but skills are already stretched to thelimit, the ability to source required skills will again become a

considerable challenge for employers.”




Resources & Mining

Notes

• In WA 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

130 - 160 115 - 165 80 - 125 65 - 85 90 - 135

125 - 160 110 - 160 80 - 100 60 - 75 90 - 110

115 - 135 100 - 120 80 - 95 60 - 70 75 - 100

120 - 140 110 - 135 85 - 100 60 - 75 75 - 100

120 - 155 105 - 125 75 - 100 60 - 75 85 - 105

110 - 135 110 - 135 90 - 110 60 - 75 85 - 100

120 - 150 105 - 135 75 - 100 55 - 70 75 - 100

Mill

Superintendent

Senior

MetallurgistMetallurgist

Graduate

Metallurgist

ProcessEngineer -Mid level 3-7yrs

WA - Perth

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

SA - Adelaide

NT - Darwin

New Zealand

130 - 180 90 - 130 110 - 140 110 - 130 110 - 145

130 - 170 90 - 130 95 - 145 90 - 120 90 - 120

120 - 150 90 - 110 90 - 130 90 - 120 90 - 120

115 - 135 85 - 110 90 - 110 75 - 110 75 - 100

115 - 140 90 - 130 85 - 125 80 - 110 85 - 110

115 - 145 85 - 110 95 - 125 95 - 120 95 - 120

115 - 180 80 - 110 75 - 95 70 - 100 70 - 100

Maintenance

Superintendent

Maintenance

Planner

Maintenance

Supervisor

MechanicalEng Mid level3-7yrs

ElectricalEng Mid level3-7yrs

WA - Perth

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

SA - Adelaide

NT - Darwin

New Zealand

110 - 140 90 - 110 94 - 120 90 - 110 94 - 120

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

95 - 110 75 - 95 90 - 120 75 - 90 N/A

85 - 100 75 - 85 80 - 120 75 - 85 80 - 100

85 - 105 70 - 85 85 - 120 75 - 95 85 - 110

90 - 110 80 - 95 80 - 95 80 - 95 80 - 95

85 - 105 80 - 95 80 - 115 80 - 95 75 - 95

Leading HandMechanical

FitterElectrician

Boiler

Maker/Welder

Instrumentation

Technician

WA - Perth

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

SA - Adelaide

NT - Darwin

New Zealand

Mineral Processing

Maintenance

90 - 135 75 - 110 65 - 80 60 - 80

85 - 115 80 - 100 60 - 70 60 - 75

85 - 105 65 - 80 60 - 70 60 - 70

80 - 95 70 - 85 60 - 70 50 - 70

75 - 90 70 - 85 55 - 65 55 - 70

90 - 110 70 - 85 65 - 85 65 - 85

80 - 95 70 - 85 60 - 75 55 - 75

Shift Supervisor Mill OperatorMetallurgical

Technician

Laboratory

Technician

WA - Perth

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

SA - Adelaide

NT - Darwin

New Zealand

Salaries in ‘000

Salaries in ‘000

Salaries in ‘000

Salaries in ‘000




Resources & Mining

Notes

• In WA 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.

130 - 200 115 - 150 75 - 115 70 - 85 140 - 240

130 - 180 110 - 150 80 - 110 60 - 75 120 - 180

130 - 180 110 - 150 80 - 115 55 - 70 120 - 180

115 - 150 90 - 140 80 - 100 65 - 75 110 - 150

125 - 165 100 - 135 80 - 110 60 - 70 140 - 180

120 - 150 110 - 130 85 - 110 75 - 85 130 - 180

110 - 130 90 - 120 70 - 95 50 - 60 100 - 140

Chief

Geologist

Senior Mine

Geologist

Mine

Geologist

Graduate

Geologist

Exploration

Manager

WA - Perth

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

SA - Adelaide

NT - Darwin

New Zealand

Metalliferous Geology

120 - 150 85 - 130 70 - 90 65 - 90

100 - 150 85 - 120 60 - 80 60 - 80

100 - 140 75 - 110 50 - 80 50 - 80

90 - 140 75 - 100 50 - 70 50 - 60

95 - 135 80 - 110 60 - 70 60 - 85

110 - 130 85 - 120 70 - 90 80 - 90

100 - 120 70 - 90 50 - 60 45 - 55

Senior Exploration

Geologist

Exploration

GeologistField Assistant

Pit Technician/ GeologicalTechnician

WA - Perth

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

SA - Adelaide

NT - Darwin

New Zealand

Salaries in ‘000

Salaries in ‘000




Resources & Mining

Notes


85 - 125 75 - 90 120 - 145 105 - 135 75 - 105

80 - 120 70 - 90 110 - 140 100 - 125 80 - 105

90 - 120 60 - 90 110 - 130 100 - 120 70 - 100

80 - 110 60 - 80 90 - 115 90 - 120 75 - 100

80 - 115 60 - 80 110 - 130 90 - 120 75 - 100

85 - 120 70 - 90 120 - 145 105 - 130 85 - 110

80 - 105 60 - 70 75 - 120 80 - 120 60 - 110

Drill & Blast

Engineer

GraduateMiningEngineer

Chief SurveyorSenior

SurveyorMine Surveyor

WA - Perth

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

SA - Adelaide

NT - Darwin

New Zealand

Metalliferous MiningEngineering

180 - 285 140 - 190 150 - 220 125 - 170 90 - 135 90 - 135

160 - 250 120 - 160 120 - 170 120 - 150 90 - 120 100 - 125

160 - 250 130 - 160 120 - 180 110 - 140 90 - 120 90 - 120

160 - 220 100 - 120 110 - 150 115 - 140 85 - 120 100 - 120

150 - 235 110 - 140 115 - 160 110 - 140 95 - 120 90 - 125

140 - 200 120 - 150 110 - 150 120 - 150 100 - 130 95 - 130

160 - 250 120 - 175 130 - 200 95 - 130 75 - 105 90 - 120

Mining

Engineer

Project

Engineer

SeniorMiningEngineer

Project

Manager

Underground / QuarryManager

Mine

Manager

WA - Perth

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

SA - Adelaide

NT - Darwin

New Zealand

Salaries in ‘000

Salaries in ‘000




Resources & Mining

Notes


Coal Technical Positions

N/A N/A N/A N/A N/A N/A

140 - 200 160 - 200 140 - 180 100 - 125 120 - 175 100 - 140

140 - 180 140 - 180 140 - 170 90 - 120 120 - 160 100 - 140

120 - 140 110 - 150 100 - 120 85 - 110 100 - 130 90 - 120

120 - 150 90 - 140 100 - 120 90 - 110 100 - 130 90 - 120


120 - 165 110 - 160 90 - 135 90 - 110 95 - 120 90 - 110

MinePlanningEngineer

Senior

Engineer

Project

Engineer

Production

Superintendent

TechnicalServicesManager

Project

Manager

WA - Perth

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

SA - Adelaide

NT - Darwin

New Zealand


70 - 100 90 - 110 70 - 90 90 - 130 95 - 110 115 - 150

70 - 100 80 - 110 60 - 80 90 - 120 80 - 110 110 - 150

60 - 80 80 - 95 65 - 75 65 - 80 70 - 90 85 - 110

60 - 80 80 - 95 65 - 75 70 - 90 70 - 95 90 - 120


60 - 70 70 - 95 50 - 65 60 - 80 70 - 90 90 - 130

OH&S

Manager

OH&S

OfficerSurveyor

Graduate

Geologist

Project

Geologist

Graduate

Engineer

WA - Perth

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

SA - Adelaide

NT - Darwin

New Zealand


140 - 160 120 - 140 105 - 130 100 - 120 105 - 130 N/A

120 - 140 120 - 140 110 - 130 90 - 120 120 - 140 120 - 140


N/A N/A N/A 90 - 100 90 - 110 90 - 110


125 - 135 115 - 130 105 - 120 80 - 105 N/A 100 - 130

Statutory

Surveyor

Open Cut

Examiner

Drill & Blast

EngineerDeputyUndermanager

Longwall

Coordinator

WA - Perth

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

SA - Adelaide

NT - Darwin

New Zealand

Salaries in ‘000

Salaries in ‘000

Salaries in ‘000




Resources & Mining

Notes


120 - 150 110 - 140 100 - 140 100 - 140 100 - 135

110 - 140 95 - 135 110 - 130 100 - 120 80 - 95

110 - 140 95 - 130 90 - 120 90 - 120 80 - 95

90 - 120 80 - 110 80 - 105 80 - 100 65 - 85

90 - 125 95 - 120 85 - 115 80 - 105 70 - 115

90 - 120 90 - 110 90 - 100 90 - 100 90 - 100

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

Open Pit

Supervisor

Workshop

SupervisorHD Fitter

Auto

ElectricianBoiler Maker/ Welder

WA - Perth

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

SA - Adelaide

NT - Darwin

New Zealand

100 - 120 100 - 130 90 - 110 100 - 125 100 - 125

75 - 95 90 - 120 80 - 110 80 - 110 90 - 110

70 - 90 90 - 120 75 - 110 N/A N/A

60 - 75 70 - 90 60 - 85 70 - 95 70 - 85

60 - 75 75 - 95 65 - 85 75 - 95 85 - 105

70 - 85 70 - 85 70 - 85 70 - 95 70 - 85

55 - 65 60 - 85 55 - 65 70 - 110 65 - 85

Service PersonExcavator

Operator

Dump Truck

OperatorDriller All-Rounder

WA - Perth

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

SA - Adelaide

NT - Darwin

New Zealand

120 - 140 120 - 140 110 - 140 110 - 140 110 - 140

130 - 150 120 - 140 100 - 130 100 - 120 90 - 100

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

90 - 110 80 - 100 80 - 95 80 - 95 70 - 80

100 - 130 100 - 115 90 - 115 80 - 105 70 - 105

90 - 120 100 - 120 70 - 95 70 - 95 70 - 95

90 - 130 100 - 130 80 - 110 80 - 100 80 - 95

Underground

Supervisor

Workshop

SupervisorHD Fitter

Auto

ElectricianBoiler Maker/ Welder

WA - Perth

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

SA - Adelaide

NT - Darwin

New Zealand

130 - 180 110 - 150 90 - 130 110 - 160 N/A

125 - 165 95 - 120 75 - 90 95 - 130 N/A

110 - 140 110 - 140 75 - 90 70 - 90 55 - 70

85 - 110 80 - 100 65 - 75 80 - 100 N/A

110 - 125 80 - 100 65 - 75 80 - 100 N/A

70 - 85 70 - 85 70 - 85 70 - 95 N/A

130 - 160 110 - 140 70 - 90 80 - 110 40 - 60

Jumbo

Operator

Bogger

OperatorService Crew Driller

Drillers

Offsiders

WA - Perth

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

SA - Adelaide

NT - Darwin

New Zealand

Mobile Plant - Surface

Mobile Plant - Service Person

Mobile Plant - Underground

Salaries in ‘000

Salaries in ‘000

Salaries in ‘000

Salaries in ‘000




Resources & Mining

Notes

• Salaries are based on residential positions excluding superannuation and additional benefits.• New Zealand salaries are represented in New Zealand Dollars

90 - 120 100 - 150 100 - 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 75 - 100 50 - 70 80 - 100

90 - 110 110 - 130 85 - 110 50 - 75 75 - 110

90 - 130 110 - 130 85 - 110 70 - 100 90 - 120

70 - 100 70 - 90 60 - 75 40 - 60 60 - 95

ProjectEngineer(EPCM)

DesignManager/ Chief Drafter

Senior Design

DrafterDesign Drafter

Piping

Designer

WA - Perth

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

SA - Adelaide

NT - Darwin

New Zealand

Industrial Design

210 - 240 170 - 210 200 - 300 140 - 170 100 - 130 130 - 160

180 - 220 170 - 200 180 - 240 120 - 170 70 - 120 120 - 170

150 - 220 140 - 170 130 - 150 80 - 130 70 - 100 130 - 160

160 - 200 130 - 160 130 - 200 100 - 150 70 - 110 110 - 150

180 - 220 125 - 170 130 - 180 110 - 125 80 - 110 110 - 135

170 - 210 140 - 170 120 - 200 110 - 150 90 - 130 130 - 160

140 - 220 95 - 130 110 - 160 80 - 140 60 - 90 70 - 130

Senior ProjectEngineer(EPCM)

Design

Engineer

SeniorDesignEngineer

Project

Manager

Principal/ LeadEngineer

Engineering

Manager

WA - Perth

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

SA - Adelaide

NT - Darwin

New Zealand

Salaries in ‘000

Salaries in ‘000




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

Industrial Construction

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 - 160 150 - 200 90 - 140 120 - 150 130 - 150 100 - 135

140 - 180 130 - 170 100 - 140 140 - 170 140 - 170 90 - 135

140 - 200 125 - 180 125 - 160 125 - 150 125 - 160 110 - 140

135 - 180 130 - 170 110 - 140 120 - 150 125 - 150 110 - 140

120 - 180 90 - 130 90 - 120 90 - 120 80 - 120 80 - 120

ProjectEngineer(Civil/Mech/Elec)

Contracts

Manager

Planning

Manager

Senior

Estimator

ConstructionManager/ Superintendent

Project

Manager

WA - Perth

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

SA - Adelaide

NT - Darwin

New Zealand

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 - 130 90 - 120 100 - 140 80 - 120 90 - 130 90 - 120

85 - 120 80 - 120 90 - 130 80 - 110 80 - 120 80 - 110

90 - 135 80 - 125 85 - 125 90 - 110 75 - 125 90 - 125

110 - 130 90 - 120 90 - 125 110 - 140 100 - 135 95 - 130

60 - 80 60 - 80 75 - 100 80 - 100 70 - 110 80 - 100

Safety

Advisor

SiteEngineer(Civil/Mech/Elec)

Site

SupervisorPlanner

Contracts

AdministratorEstimator

WA - Perth

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

SA - Adelaide

NT - Darwin

New Zealand

Salaries in ‘000

Salaries in ‘000



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New South Wales

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Melbourne

360 Collins St T: 03 9604 9604

410 Collins St T: 03 8638 8400St Kilda Rd T: 03 9804 5313

Mulgrave T: 03 8562 4250

Moonee Ponds T: 03 9326 2149

Camberwell T: 03 9946 3500

Geelong T: 03 5226 8000

Queensland

Brisbane

Brisbane T: 07 3243 3000

Brisbane City T: 07 3231 2600

Mt. Gravatt T: 07 3349 6563

Ipswich T: 07 3817 1900

Gold Coast T: 07 5571 0751

Townsville T: 07 4771 5100

Maroochydore T: 07 5412 1100

Chermside T: 07 3259 4900

ACT

Canberra T: 02 6257 6344

Western Australia

Perth T: 08 9254 4595

South Australia

Adelaide T: 08 8231 0820

Tasmania

Hobart T: 03 6234 9554

Northern Territory

Darwin T: 08 8943 6000

New Zealand

Auckland T: 09 377 4774

South Auckland T: 09 525 1333

Wellington T: 04 471 4490

Christchurch T: 03 377 6656

Our international reach -

operating in 28 countries

Austria

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

hayssalaryguide 2010 au eng mfg res

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