hayssalaryguide 2011-au eng

7/30/2019 HaysSalaryGuide 2011-AU Eng

1/35

THE 2011 HAYS

SALARY GUIDESHARING OUREXPERTISESalaries and recruiting trends across Australia and New Zealand.

hays.com.au hays.net.nz


2/35

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: [email protected]

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


3/35

MARKET

OVERVIEW &TRENDSA RETURN

TO POSITIVEGROWTH

SECTION ONE

4 | 2011 Hays Salary Guide


4/35

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.



5/35

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



6/35


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%


7/35



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%


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


8/35






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%


2. When you next review, by whatpercentage do you intend toincrease salaries?


9/35








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


10/35



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


11/35


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...


12/35


MARKET OVERVIEW & TRENDS

RECRUITMENT TRENDS



Sales Other

Operations Purchasing

44%41%

15%

50%50%

44%48%

8%

41%39%

20%


29%

64% 7%

50%50%

0% 20% 40% 60% 80% 100% Remain the same

Decrease

Increase7%45% 48%


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


13/35





Sales Other


68%

25%

7%

48%47%

5%

59%

29%

12%23%

54%

23%

53%

39%

8%

50% 50%

52%

48%

52%

41%

7%


5. Over the coming year, do you expectpermanent sta levels to... continued...

RECRUITMENT TRENDS

Remain the same

Decrease

Increase


14/35


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%



6%

48%

46%

25%

75%

0% 20% 40% 60% 80% 100% Exceptionalcircumstances/Never

Special projects/

Workloads

Regular ongoingbasis

46%15% 39%


7. How oten do you employ temporary/

contract sta?

Note: Multiple choices permitted.


15/35





Sales Other


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...


Exceptionalcircumstances/Never

Special projects/Workloads

Regular ongoingbasis


16/35



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%






9%

84%

7%

100%

18%

71%

11%

16%

76%

8%

37%

41%

22%

31%

46%

23%


17/35



RECRUITMENT TRENDS

8. In the next 12 months, do you expectyour use o temporary/contract sta to...continued...


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


11%

75%

14%

100%

24%

64%12%

18%

71%

11%

Remain the same

Decrease

Increase


18/35



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.


19/35



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?


20/35


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


16. Over the last 12 months has your sta

turnover rate*:

31%

16%

53%

Increased

Decreased

Remained the same



21/35



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



22/35



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?*



Increased

Decreased

Remained

the same

63%13%

24%

Increase

Decrease

Remain

the same

74%

5%

21%



23/35


ECONOMIC OUTLOOKMARKET OVERVIEW & TRENDS



68%

20%

12%

57%

25%

18%

75%

17%

8%

60%

31%

9%



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...


Remain the same

Decrease

Increase


24/35



ECONOMIC OUTLOOK

20. In the next 12 months, do you envisagebusiness activity increasing / decreasingor your organisation? continued...




73%

20%

7%

52%

19%

29%

61%

22%

17%67%

20%

13%

Remain the same

Decrease

Increase


25/35



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.


26/35

SECTION TWO

SALARY INFORMATION



27/35


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


28/35

SECTOR OVERVIEW


Pressure will increase salaries towards the end of 2011 as the competitionfor talent heats up.

AUSTRALIA2010-11 was a year of contrast for Australias construction,engineering and architecture industries. While growth returned insome areas, others struggled to fight their way out of the GlobalFinancial Crisis-induced slowdown.

Across the country, government stimulus in the form of the NationBuilding Economic Stimulus Plan continued to aid the industry in thefirst half of the year. Nevertheless, the commercial and residentialconstruction sector remained a challenging environment in most statesand territories. Major infrastructure projects, both planned and floodrelated, and our strong mining industry should however alleviate thisconcern. They are also likely to lead to skills shortages and place upwardpressure on salaries that have thus far remained steady.

In New South Wales, Building the Education Revolution (BER)projects kept the industry afloat, and despite a slowdown as theseprojects ended, recent demand has emerged for buildingconstruction commercial staff, in particular Estimators. We have seensome salary increases as a result.

Salary increases have also been noted for civil infrastructureprofessionals, particularly those with experience on large road projects.2011/2012 should see additional spend on large infrastructure projects.

Engineering demand mirrors the construction industry, with the focuson major civil/infrastructure projects. The states architectureindustry experienced a tough year, with key appointments the maincentre of vacancy activity.

The ACT is one of the few areas nationally that saw a buoyantresidential market, which will continue as residential approvalsincrease from 2,000 to 5,000 per annum in the next three to five

years. Numerous major commercial and retail projects put pressureon building salaries and fuelled a shortage of professional and tradesstaff. The civil industry was given strong impetus throughinvestments in major roads, the Cotter Dam and utility assets, whichwill continue to put upward pressure on salaries.

Victoria enjoyed a strong year in construction, with both BERprojects and a reinvigorated private construction market boostingthe economy. As a result, demand has increased for candidates withexperience on major building and commercial projects across thearchitecture, engineering and commercial sectors.

Major civil infrastructure projects such as the Regional Rail Link havekept the civil market relatively stable. While salaries remain steady, weexpect increases in 2011-2012 in response to emerging skills shortage.

Queensland experienced a tough year, but positive signs are nowemerging. Civil infrastructure projects such as the Airport Link helped

cushion the state through a stagnant period for construction. Salariesacross construction, engineering and architecture remained steady.

The impact of flooding across the state will however lead tosignificant investment in major infrastructure projects, particularlyroads, and we are already seeing a significant uplift in demand forcandidates with experience in civil construction and engineering. Themining boom is also fuelling demand, with major LNG projects andmine expansions in the planning stage.

Western Australias construction sector remained positive as a result ofprojects such as Pluto LNG and Worsley Alumina. While suchconstruction projects are now drawing to a close, others are at finaltender stage and we are already seeing a significant increase in staffingrequirements which will have an inflationary effect on salaries.

Alongside the demand from the mining sector, the state is alsoexperiencing a significant shortage of construction and engineering

professionals as well as trades staff across numerous disciplines.Employers have responded by increasing hourly rates and salaries andthis flexibility will remain in the face of a significant skills shortage.

The states architecture market remains subdued, although we are nowseeing some movement at the senior level in anticipation of an improvement.

Like most states, South Australia benefited from the governmentstimulus package. While little salary movement has been evident,skills shortages are now emerging in South Australia for design andconstruction candidates with experience on projects above $50million, including Engineers and Supervisors with complexinfrastructure experience.

In the Northern Territory, the construction sector remained fairlysteady, again as a result of BER projects. Although salaries remainstable, increases are expected in 2011-2012 as the shortage ofprofessional and trades skills builds and major projects start.

Large-scale civil infrastructure projects in Tasmanias south placed highdemand on the labour market for both construction professionals andskilled labour over the year. There was little investment in commercial

projects, with the states largest contractors undertaking staff lay-offs towards the end of 2010-2011. Commercial builders do howeverexpect large federal projects to commence in the second half of 2011.

Across the public sector more jobs are now on offer, although vacancyactivity is yet to reach pre-2008 levels. Some organisations are opting torecruit candidates on a fixed-term basis as a way to quickly fill a needand for budgetary purposes. Salaries remain steady.

Skills in high demand across Australias public sector include CivilDesign Engineers, Project Engineers, Building Surveyors, TownPlanners and Project Managers for short-term contracts to finalisethe delivery of Nation Building projects. Following the Queenslandfloods, funds were diverted to remediation work, and thusconstruction jobs have fallen and we have seen an increase incandidates all vying for the same positions and depleted salaries.

NEW ZEALANDThe expectation was for recovery, but the past year did not deliver. Astalled residential sector and a decline in commercial projects due tothe continued lack of private investment hampered an upturn.However there was an upward trend in construction activity in late2010, stimulated by government infrastructure projects and aramping up of activity in preparation for the Rugby World Cup.

Demand currently exists for Estimators/Quantity Surveyors and staffat the intermediate level with industry experience and qualifications.Rugby World Cup projects and the awarding of big initiatives such asWaterview and Ultra-Fast Broadband will provide a catalyst tofurther drive this demand. Towards the end of 2011, the Christchurchrebuild will begin to deplete the spare capacity of constructionprofessionals across the country.

Within engineering, demand will emerge for Structural,Transportation and Geotechnical Engineers and 3D Modellers. Within

architecture, candidates will be required at all levels, with a particularfocus on Christchurch rebuild projects. But challenges will remain inthe short to medium term, particularly in the form of a weakresidential sector and a bottoming out of the commercial sector.Local Government may also feel the brunt of a diversion of fundstowards Christchurch projects.

Salaries have been static for several years. Over the last 12 months wehave seen some notable exceptions, with increases for Estimators/Quantity Surveyors the result of the fiercely competitive tender market.Increases were also noted for Intermediate Design Engineers since moreprojects are in the design phase. Pressure will increase salaries towardsthe end of 2011 as the competition for talent heats up.

Given the current availability of candidates, employers have anextremely high expectation when recruiting, which slows therecruitment process. Moving forward, this will need to be addressed.Smart employers will have recruitment strategies in place to hiretalent well in advance of when it is needed to avoid what has beencalled the construction industrys Perfect Storm. In other words, aChristchurch rebuild in full flight combined with a general overallupturn in the domestic market, will cause waves of candidatedemand as the recruitment of construction professionals acceleratestowards the last quarter of 2011 and into the first quarter of 2012.

CONSTRUCTION, ARCHITECTURE & ENGINEERING


29/35


Architecture

Notes

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

NSW - Sydney

NSW - Regional

VIC - Melbourne

VIC - Regional

QLD - Brisbane & Gold Coast

QLD - Regional

SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland

NZ - Chch/Wellington

NSW - Sydney

NSW - Regional

VIC - Melbourne

VIC - Regional


QLD - Regional

SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland


40 - 45 45 - 60 60 - 100 40 - 45 45 - 65

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

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

40 - 45 45 - 60 60 - 85 35 - 42 45 - 60

40 - 50 50 - 65 65 - 85 40 - 45 45 - 60

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

38 - 45 45 - 55 55 - 75 38 - 45 45 - 55

45 - 55 55 - 70 70 - 90 40 - 50 50 - 65

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

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

40 - 55 55 - 65 65 - 90 35 - 45 50 - 60

40 - 50 50 - 70 75 - 100 35 - 45 45 - 65

30 - 50 50 - 80 60 - 90 30 - 35 40 - 50

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

60 - 80 45 - 65 50 - 65 45 - 85

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

50 - 80 40 - 70 45 - 70 45 - 110

60 - 85 45 - 70 45 - 90 55 - 120

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

55 - 85 38 - 60 45 - 80 40 - 90

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

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

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

55 - 70 45 - 65 45 - 80 50 - 85

55 - 80 35 - 80 45 - 95 50 - 100

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

Salaries in 000

Salaries in 000

Graduate

Architect

Architect

2-5 Years

Architect

5-10 Years

GraduateInteriorDesigner

InteriorDesigner2-5 Years

Architecture

Interior Designer

5-10 YearsCAD Drafter

Landscape

Architect

Town/Urban

Planner


30/35


Engineering

Notes


Building ServicesDesign Consultancy

Building ServicesContractor

NSW - Sydney

NSW - Regional

VIC - Melbourne

VIC - Regional


QLD - Regional

SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland


NSW - Sydney

NSW - Regional

VIC - Melbourne

VIC - Regional


QLD - Regional

SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland


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

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

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

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 - 65 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+

45 - 65 65 - 90 45 - 55 65 - 85 100 - 140 140+

45 - 70 70 - 100 40 - 70 80 - 100 110 - 130 110 - 200

35 - 65 55 - 80 45 - 55 55 - 90 100 - 130 110+

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

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

60 - 100 65 - 140 85 - 130 100 - 165 120 - 180 140 - 190

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

60 - 75 55 - 120 60 - 120 80 - 180 110 - 180 120 - 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 70 - 100 100 - 130 130 - 160 140 - 170 110 - 140

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

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

Salaries in 000

Salaries in 000

Principal/

Director

Associate/SeniorAssociate

Intermediate

-SeniorDesign Engineer

Graduate/Entry-levelDesign Engineer

CAD

Manager

CAD Drafter- DesignDrafter

BuildingServicesManager

Operations

Manager

SeniorProjectManager

Project

Manager

Estimator -SeniorEstimator

Foreperson/

Supervisor


31/35


Engineering

Notes


Rail Infrastructure

Civil & Structural

NSW - Sydney

NSW - Regional

VIC - Melbourne

VIC - RegionalQLD - Brisbane & Gold Coast

QLD - Regional

SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland


NSW - Sydney

NSW - Regional

VIC - Melbourne

VIC - Regional


QLD - Regional

SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland


NSW - Sydney

NSW - Regional

VIC - Melbourne

VIC - Regional


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

85 - 120 80 - 120 65 - 95 90 - 120 80 - 11080 - 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

90 - 120 90 - 120 90 - 120 90 - 120 90 - 120

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

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

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

35 - 70 45 - 85 60 - 120 70 - 120

35 - 70 45 - 85 60 - 120 70 - 120

40 - 90 50 - 90 60 - 130 80 - 150

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

40 - 65 50 - 65 65 - 85 60 - 100

45 - 90 40 - 120 55 - 140 80 - 120

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

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

40 - 55 60 - 90 70 - 110 80 - 120

45 - 70 55 - 75 65 - 110 75 - 120

35 - 55 45 - 75 50 - 100 60 - 110

Salaries in 000

Salaries in 000

55 - 140 120 - 160 160+

50 - 100 120 - 140 140+

50 - 100 120 - 160 150+

50 - 100 120 - 160 150+

65 - 140 120 - 160 150+

70 - 120 120 - 150 150+

80 - 110 110 - 140 150+

80 - 160 130 - 200 150+

55 - 110 90 - 130 120+

70 - 110 100 - 140 120+

70 - 110 110 - 140 150+

60 - 110 110 - 150 115 - 180

50 - 100 90 - 130 100 - 170

Salaries in 000

DrafterCivil Designer

Drafter

Civil/Structural

Engineer

Client SideRepresentative/Resident Engineer

Structural/Civil Project

EngineerAssociate

Group Manager/

Principal

Signalling

Designers

Signalling

Supervisors

SignallingMaintenanceTechnicians

Permanent

Way Designers

Permanent

Way Track


32/35


Construction

Notes


Construction Civil

NSW - Sydney

NSW - Regional

VIC - Melbourne

VIC - Regional


QLD - Regional

SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland


NSW - Sydney

NSW - Regional

VIC - Melbourne

VIC - Regional


QLD - Regional

SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland


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

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

60 - 70 70 - 130 50 - 70 70 - 110 90 - 180

65 - 90 90 - 130 60 - 70 70 - 110 100 - 170

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 60 - 75 45 - 65 70 - 90 90 - 130

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

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

90 - 150 140 - 250 70 - 90 90 - 140 180 - 250

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 80 - 120 100 - 150

60 - 100 85 - 140 55 - 75 80 - 110 90 - 125

Salaries in 000

Salaries in 000

Leading Hand Foreperson Site EngineerProject

Engineer

Project

Manager

EstimatorConstruction

Manager

ContractsAdministrator/Qty Surveyor - Junior

ContractsAdministrator/Qty Surveyor - Senior

Design

Manager


33/35


Construction

Notes


Construction Building

NSW - Sydney

NSW - Regional

VIC - Melbourne

VIC - Regional


QLD - Regional

SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland


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

150 - 200 40 - 70 65 - 90 100 - 130 90 -150

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

125 - 200 40 - 80 85 - 120 100 - 120 100 - 150

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

150 - 25 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 45 - 60 80 - 120 85 - 120 65 - 95

110 - 150 35 - 50 75 - 120 80 - 115 70 - 95

Salaries in 000

NSW - Sydney

NSW - Regional

VIC - Melbourne

VIC - Regional


QLD - Regional

SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland


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

55 - 70 65 - 90 45 - 70 65 - 110 110 - 160 55 - 90

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

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

40 - 60 50 - 70 60 - 75 65 - 90 80 - 120 80 - 110

Salaries in 000 EstimatorProject

Manager

Project

Engineer

Site

EngineerForeperson

Leading

Hand

Construction

Manager

ContractsAdministrator/Qty Surveyor - Junior

ContractsAdministrator/Qty Surveyor - Senior

Design

ManagerSite Manager


34/35


Typical Benefits that may be included on top of base salaries shown

Additional Super Health Cover Interest Free Loans Car/Car Allowance

Cash Bonuses Study Assistance Parking Share Options in Company

Laptops Vehicle Expenses Professional Memberships School Fees

Construction

Notes


Local Government

NSW - Sydney

NSW - Regional

VIC - Melbourne

VIC - Regional


QLD - Regional

SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland


NSW - Sydney

NSW - Regional

VIC - Melbourne

VIC - Regional


QLD - Regional

SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland


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

N/A 50 - 80 80 - 110 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 50 - 90 80 - 150 70 - 120 45 - 100

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

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

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 - 80 40 - 60 60 - 80 60 - 110 70 - 100

Salaries in 000

Salaries in 000

Traffic

EngineerCivil Designer

Civil Project

ManagerAsset Manager Town Planner

Building

Surveyor

Facilities

Coordinator

Facilities

Manager

Project

Manager

Property

Manager


35/35

HAYS and the H device are protected by trade mark and design laws in many jurisdictions. Copyright Hays plc 2011. The reproduction or

transmission of all or part of this work, whether by photocopying or storing in any medium by electronic means or otherwise, without the writtenpermission of the owner, is prohibited. The commission of any unauthorised act in relation to the work may result in civil or criminal actions.

Australia

New South Wales

Sydney

Chifley Tower T: 02 8226 9600O'Connell Street T: 02 9249 2200

Spring Street T: 02 9221 5852

City South T: 02 9280 3577

North Sydney T: 02 9957 5733

Chatswood T: 02 9411 8122

Parramatta T: 02 9635 1133

Liverpool T: 02 9601 8822

Burwood T: 02 9744 3344

Hurstville T: 02 9580 8333

Newcastle T: 02 4925 3663

Wollongong T: 02 4222 0100

Victoria

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

Launceston T: 03 6333 9400

Northern Territory

Darwin T: 08 8943 6000

New Zealand

Auckland T: 09 377 4774

North Auckland T: 09 917 8824

South Auckland T: 09 525 1333

Wellington T: 04 471 4490

Christchurch T: 03 377 6656

Our international reach -

operating in 30 countries

Australia

Austria

Belgium

Brazil

Canada

China

Czech Republic

Denmark

France

Germany

Hong Kong

Hungary

India

Ireland

Italy

Japan

Luxembourg

Mexico

Netherlands

New Zealand

Poland

Portugal

Russia

Singapore

Spain

Sweden

Switzerland

United Arab Emirates

United States

United Kingdom

hayssalaryguide 2011-au eng

Documents