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Transcript of HaysSalaryGuide 2011-AU Eng
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THE 2011 HAYS
SALARY GUIDESHARING OUREXPERTISESalaries and recruiting trends across Australia and New Zealand.
hays.com.au hays.net.nz
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Thank you
Hays would like to express our gratitude to allthose organisations that participated in ouronline survey and provided such invaluableeedback, which we eel has contributed tomaking this the most accurate and up to datesurvey o its kind in Australia and New Zealand.
A list o all contributors who kindly gave theirpermission to be named as participants can beound on our website.
This Guide is reproduced in ull in PDF ormatand can be requested rom our website hays.com.au and hays.net.nz
Feedback
We welcome any eedback or commentsregarding this guide whether positive ornegative to ensure that it continues to berelevant to Australian and New Zealandorganisations across all industries. Pleaseaddress any suggestions to your local Hays
oice or to:HaysLevel 11, The Chiley Tower, 2 Chiley SquareSydney NSW 2000
Disclaimer
The Hays Salary Guide is representative o avalue added service to our clients, prospectiveclients and candidates. Whilst every care istaken in the collection and compilation o data,the guide is interpretive and indicative, notconclusive. Thereore inormation should be
used as a guideline only and should not bereproduced in total or by section withoutwritten prior permission rom Hays.
HAYS AUSTRALIA & NEW ZEALAND
15,000PEOPLE PLACED IN PERMANENT JOBS EACH YEAR11,000TEMPORARY AND CONTRACT STAFF ENGAGED EACH WEEK
820CONSULTANTS
38LOCATIONS35YEARS OF EXPERIENCE
2011 Hays Salary Guide | 3
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MARKET
OVERVIEW &TRENDSA RETURN
TO POSITIVEGROWTH
SECTION ONE
4 | 2011 Hays Salary Guide
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Improved market conditions and the subsequent rise in recruitment
activity have been the catalysts or the movement o candidates back into
a position o power across Australia and New Zealands job markets. Skillsshortages are now emerging in all o the sectors surveyed. According
to our survey data, they are most prominent in accountancy & finance,
operations, sales & marketing and engineering disciplines.
But while candidates have more negotiating power, we are yet to see
widespread salary increases. Our survey data shows that 37 per cent o
employers increased salaries by less than 3 per cent and 43 per cent by
between 3 and 6 per cent. Looking orward, employers are predicting
similar conservative increases (43 per cent and 44 per cent respectively).
This is lower than candidate expectations which have risen in response to
rising job numbers and demand or particular skills.
Thus the gap between candidate expectations and actual ofers is
widening in some areas significantly.
2011 Hays Salary Guide | 5
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THE INSIGHTS
THAT YOU NEEDTO SUCCEED
The second mining boom and a two-speed economy in Australia,tighter credit conditions and higher terms of trade, in addition to
the short-term impact of natural disasters in both Australia andNew Zealand, have not stopped 74 per cent of organisationsindicating they expect business activity to increase over thenext 12 months.
Certainly the increased number of jobs registered with ussupports this trend, and employers now need to find a way tobridge the skills gap while candidates gain confidence andincrease their salary expectations. Hiring intentions continue torise with 45 per cent of organisations intending to increase theirpermanent staff levels and at the same time 31 per cent ofemployers have experienced an increase in staff turnover.
So a competitive talent race will emerge. In such cases, salary isjust one element in a comprehensive range of strategies that
employers should consider for recruiting success.
Nigel Heap, Managing Director of Hays Asia Pacific
6 | 2011 Hays Salary Guide
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2011 Hays Salary Guide | 7
SALARY POLICYMARKET OVERVIEW & TRENDS
Across all industries
1. On average in your last review, by whatpercentage did you increase salaries?
For specific industries
Financial Services Hospitality, Travel & Entertainment
Advertising & Media Construction, Property & Engineering
9%
12%12%
6%
61%
33%
21%
40%
1%
5%
35%
8%
3%
8%
46%61%
9%
3%
27%
Nil
Less than 3%From 3% to 6%
From 6% to 10%
More than 10%
11%
37%
7%
43%
2%
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8 | 2011 Hays Salary Guide
SALARY POLICYMARKET OVERVIEW & TRENDS
Mining & Resources Proessional Services
Public Sector Retail
Transport & Distribution Other
IT & Telecommunications Manuacturing
34%
16%
3%
9%
38% 44%
1%
9%
43%
3%
26%
4% 13%
48%
9%
32%
4%
10%
49%
2%
6%
43%
42%
2%
6%
50%
2%
15%
33%
39%
2%
4%
5%
49%
13%
37%
7%
48%
For specific industries
1. On average in your last review, by whatpercentage did you increase salaries?continued...
From 3% to 6%
From 6% to 10%
More than 10%
Less than 3%
Nil
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2011 Hays Salary Guide | 9
SALARY POLICYMARKET OVERVIEW & TRENDS
Across all industries
Financial Services Hospitality, Travel & Entertainment
Advertising & Media Construction, Property & Engineering
30%
9%
6%
52%
14%
47%
1%2%3%
36%
41%
5%
1%
8%
45%
15%
33%
3%
49%
Nil
Less than 3%From 3% to 6%
From 6% to 10%
More than 10%
7%
43%
5%
44%
1%
For specific industries
2. When you next review, by whatpercentage do you intend toincrease salaries?
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10 | 2011 Hays Salary Guide
SALARY POLICYMARKET OVERVIEW & TRENDS
For specific industries
Mining & Resources Proessional Services
Public Sector Retail
Transport & Distribution Other
IT & Telecommunications Manuacturing
37%
8%
3%
7%
45%
45%
2%
5%
48%
3% 1%1%
64%
22%
10%
41%
12%
50%
3%
4%
43%
46%
2%
4%
50%
4%
46%
48%
3%
5%
41%
8%
40%
6%
43%
2. When you next review, by whatpercentage do you intend toincrease salaries? continued...
From 3% to 6%
From 6% to 10%
More than 10%
Less than 3%
Nil
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2011 Hays Salary Guide | 11
SALARY POLICYMARKET OVERVIEW & TRENDS
3. Does your company oer lexible salarypackaging?
O those who answered yes, the ollowingbeneits were indicated as being commonlyoered to...
0% 20% 40% 60% 80% 100% No
Yes
81% 19%
Car
Bonuses
Private Health Insurance
Parking
Salary Sacrifice
Above Mandatory
Superannuation
Private Expenses
Other
11% 10% 23% 56%
29% 17% 20% 34%
31% 6% 8% 55%
36% 13% 17% 34%
53% 7% 13% 27%
33% 7% 12% 48%
12% 7% 16% 65%
35% 9% 9% 47%
All Employees More than 50% Less than 50% Few Employees
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12 | 2011 Hays Salary Guide
0% 20% 40% 60% 80% 100% Remained the same
Decreased
Increased17%38% 45%
For specific departments
Across all departments
RECRUITMENT TRENDSMARKET OVERVIEW & TRENDS
Engineering Human Resources
Inormation Technology Marketing
Accountancy & Finance Distribution
27%
54%
19%
25%
75%
50%
32%
18%
41%
45%
14%
42%39%
19%
31%
46%
23%
4. Over the last 12 months, have permanentsta levels in your department...
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2011 Hays Salary Guide | 13
MARKET OVERVIEW & TRENDS
RECRUITMENT TRENDS
For specific departments
For specific departments
Sales Other
Operations Purchasing
44%41%
15%
50%50%
44%48%
8%
41%39%
20%
Accountancy & Finance Distribution
29%
64% 7%
50%50%
0% 20% 40% 60% 80% 100% Remain the same
Decrease
Increase7%45% 48%
Across all departments
4. Over the last 12 months, have permanentsta levels in your department... continued...
5. Over the coming year, do you expect
permanent sta levels to...
Remained the same
Decreased
Increased
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14 | 2011 Hays Salary Guide
MARKET OVERVIEW & TRENDS
Inormation Technology Marketing
Operations Purchasing
Sales Other
Engineering Human Resources
68%
25%
7%
48%47%
5%
59%
29%
12%23%
54%
23%
53%
39%
8%
50% 50%
52%
48%
52%
41%
7%
For specific departments
5. Over the coming year, do you expectpermanent sta levels to... continued...
RECRUITMENT TRENDS
Remain the same
Decrease
Increase
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2011 Hays Salary Guide | 15
RECRUITMENT TRENDSMARKET OVERVIEW & TRENDS
6. I you expect staing levels to increase,please speciy how:
Employment o Part-time Staf
% o respondents answered yes
Job Sharing
Full time/Permanent Staf
Employment o Casual Staf(on your payroll)
Temporary/Contractors(through an employment consultancy)
Mixture, Other(inc. overseas recruitment, acquisitions)
0% 20% 40% 60% 80% 100%
For specific departments
Accountancy & Finance Distribution
6%
48%
46%
25%
75%
0% 20% 40% 60% 80% 100% Exceptionalcircumstances/Never
Special projects/
Workloads
Regular ongoingbasis
46%15% 39%
Across all departments
7. How oten do you employ temporary/
contract sta?
Note: Multiple choices permitted.
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16 | 2011 Hays Salary Guide
MARKET OVERVIEW & TRENDS
Inormation Technology Marketing
Operations Purchasing
Sales Other
Engineering Human Resources
18%
50%
32%
15%
35%
50%
27%22%
51%62%
15%
23%
17%
38%
45%
100%
20%
48%
32%
24%
37%
39%
RECRUITMENT TRENDS
7. How oten do you employ temporary/contract sta? continued...
For specific departments
Exceptionalcircumstances/Never
Special projects/Workloads
Regular ongoingbasis
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2011 Hays Salary Guide | 17
MARKET OVERVIEW & TRENDS
RECRUITMENT TRENDS
8. In the next 12 months, do you expectyour use o temporary/contract sta to...
0% 20% 40% 60% 80% 100% Remain the same
Decrease
Increase10%15% 75%
For specific departments
Across all departments
Engineering Human Resources
Inormation Technology Marketing
Accountancy & Finance Distribution
9%
84%
7%
100%
18%
71%
11%
16%
76%
8%
37%
41%
22%
31%
46%
23%
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18 | 2011 Hays Salary Guide
MARKET OVERVIEW & TRENDS
RECRUITMENT TRENDS
8. In the next 12 months, do you expectyour use o temporary/contract sta to...continued...
For specific departments
9. In skill-short areas, would you consider
employing or sponsoring a qualiiedoverseas candidate?
10. For which areas have you recently oundit diicult to recruit?
0% 20% 40% 60% 80% 100% No
Yes
58% 42%
Accountancy & Finance
Distribution
Engineering
Human Resources
IT
Operations
Purchasing
Sales & Marketing
Technical
Other
15% 8%
2% 1%
9% 7%
2% 1%
8% 4%
11% 6%
1% 1%
11% 6%
9% 6%
8% 3%
Junior to Mid Management Senior Management
Sales Other
Operations Purchasing
11%
75%
14%
100%
24%
64%12%
18%
71%
11%
Remain the same
Decrease
Increase
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2011 Hays Salary Guide | 19
MARKET OVERVIEW & TRENDS
RECRUITMENT TRENDS
11. Does your workplace allow or lexiblework practices?*
0% 20% 40% 60% 80% 100% No
Yes
83% 17%
12. I yes, which practices do you currentlyoer:
0% 20% 40% 60% 80% 100%
Part-time employment
% o respondents answered yes
Flex-place(such as working rom home or alternative)
Flexible leave options(such as purchased leave)
Job sharing
Flexible working hours/Compressed working weeks
Phased retirement
Career breaks
Note: Multiple choices permitted.
*New inormation and thereore not comparable to previous editions.
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20 | 2011 Hays Salary Guide
MARKET OVERVIEW & TRENDS
HUMAN RESOURCES TRENDS
13. Has overtime/extra hours in yourorganisation over the last 12 months...
14. For non-award sta in your organisation,
is overtime/extra hours worked...
27%
7%66%
Increased
Decreased
Remained the same
24%
76%
Paid
Unpaid
None
5 Hours or Less
5 - 10 Hours
More than 10 Hours
16% 29% 37%
45% 22% 10%
29% 28% 18%
10% 21% 35%
Per Week Month End Year End
I increased, by how much?
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2011 Hays Salary Guide | 21
15. Is it your policy to counter-oer stawhen they resign?
HUMAN RESOURCES TRENDSMARKET OVERVIEW & TRENDS
O those you counter-oered, on average,did they....
1%
39%
60%Yes
No
Sometimes
21%
34%
43%
2%
Stay less than3 months
Stay 3 12 months
Stay longer than12 months
Leave anyway
Across all industries
16. Over the last 12 months has your sta
turnover rate*:
31%
16%
53%
Increased
Decreased
Remained the same
*New inormation and thereore not comparable to previous editions.
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22 | 2011 Hays Salary Guide
MARKET OVERVIEW & TRENDS
HUMAN RESOURCES TRENDS
17. Which actors do you think have themost impact on your organisationsemployment brand in the market?*
0% 20% 40% 60% 80% 100%
Career path/training anddevelopment available
An individual's fit with thecompanys vision, cultureand values
Direct/Indirect
experience o the company
The company's financialhealth and stability
The companys productsor services
Salary & Benefits
Work/lie balance
18. How well do you think your organisationrates in terms o perception on the
ollowing actors?* Career path/training anddevelopment available
Salary & Benefits
Work/lie balance
The companys vision,
culture and values
Direct/Indirect experience
o the company
0% 20% 40% 60% 80% 100%
Important
Very Important
Extremely Important
Minor Importance
Not Important
Good
Very Good
Excellent
Okay
Poor
*New inormation and thereore not comparable to previous editions.
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2011 Hays Salary Guide | 23
MARKET OVERVIEW & TRENDS
ECONOMIC OUTLOOK
19. In the past 12 months, has businessactivity:
20. In the next 12 months, do you envisagebusiness activity increasing / decreasing
or your organisation?*
Across all industries
Across all industries
Increased
Decreased
Remained
the same
63%13%
24%
Increase
Decrease
Remain
the same
74%
5%
21%
*New inormation and thereore not comparable to previous editions.
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24 | 2011 Hays Salary Guide
ECONOMIC OUTLOOKMARKET OVERVIEW & TRENDS
Mining & Resources Proessional Services
IT & Telecommunications Manuacturing
68%
20%
12%
57%
25%
18%
75%
17%
8%
60%
31%
9%
Financial Services Hospitality, Travel & Entertainment
Advertising & Media Construction, Property & Engineering
79%
14%
7%
50%
28%
22%
66%
24%
10% 58%
35%
7%
20. In the next 12 months, do you envisagebusiness activity increasing / decreasingor your organisation? continued...
For specific industries
Remain the same
Decrease
Increase
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2011 Hays Salary Guide | 25
MARKET OVERVIEW & TRENDS
ECONOMIC OUTLOOK
20. In the next 12 months, do you envisagebusiness activity increasing / decreasingor your organisation? continued...
For specific industries
Public Sector Retail
Transport & Distribution Other
73%
20%
7%
52%
19%
29%
61%
22%
17%67%
20%
13%
Remain the same
Decrease
Increase
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26 | 2011 Hays Salary Guide
MARKET OVERVIEW & TRENDS
ECONOMIC OUTLOOK
21. What are the key actors driving yourbusiness activity?
22. Do you see the general outlook or theeconomy in the orthcoming6-12* months as...
Consumer/ Business Confidence Capex Investment(by customers)
Projects driven(by Federal or State Government)
Interest Rates Currency/Forex Rates
12%
40%
48%
13%
48%
39%
47%
12%
41%
26%
40%
34%
31%31%
38%
No impact
Some impact
Significant impact
0% 20% 40% 60% 80% 100% Weakening
Static
Strengthening
50%40% 10%
*This data was collected during March 2011.
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SECTION TWO
SALARY INFORMATION
2011 Hays Salary Guide | 27
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28 | 2011 Hays Salary Guide
USINGOUR
SALARYTABLES
175 220 260
140 - 200 170 - 240 210+
Finance Director/CFO
(Turnover up to $50m)Salaries in 000
Finance Director/CFO
(Turnover $50m - $150m)
Finance Director/CFO
(Turnover > $150m)
NSW - Sydney
Salaries are in 000. The bold number represents the typical salary. The number(s)
underneath represent the salary range. Refer to the notes section under the salary
table to determine if superannuation or other benefits are included. All salaries are
represented in local currencies.
Salary range Typical salary
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SECTOR OVERVIEW
120 | 2011 Hays Salary Guide
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
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2011 Hays Salary Guide | 121
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 - Brisbane & Gold Coast
QLD - Regional
SA - Adelaide
WA - Perth
ACT - Canberra
TAS - Hobart
NT - Darwin
NZ - Auckland
NZ - Chch/Wellington
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
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122 | 2011 Hays Salary Guide
Engineering
Notes
Australian salaries include superannuation New Zealand salaries do not include superannuation New Zealand salaries are represented in New Zealand Dollars
Building ServicesDesign Consultancy
Building ServicesContractor
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 - Brisbane & Gold Coast
QLD - Regional
SA - Adelaide
WA - Perth
ACT - Canberra
TAS - Hobart
NT - Darwin
NZ - Auckland
NZ - Chch/Wellington
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
-
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2011 Hays Salary Guide | 123
Engineering
Notes
Australian salaries include superannuation New Zealand salaries do not include superannuation New Zealand salaries are represented in New Zealand Dollars
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
NZ - Chch/Wellington
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 - Brisbane & Gold Coast
QLD - Regional
SA - Adelaide
WA - Perth
ACT - Canberra
TAS - Hobart
NT - Darwin
NZ - Auckland
NZ - Chch/Wellington
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
-
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124 | 2011 Hays Salary Guide
Construction
Notes
Australian salaries include superannuation New Zealand salaries do not include superannuation New Zealand salaries are represented in New Zealand Dollars
Construction Civil
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 - Brisbane & Gold Coast
QLD - Regional
SA - Adelaide
WA - Perth
ACT - Canberra
TAS - Hobart
NT - Darwin
NZ - Auckland
NZ - Chch/Wellington
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
-
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2011 Hays Salary Guide | 125
Construction
Notes
Australian salaries include superannuation New Zealand salaries do not include superannuation New Zealand salaries are represented in New Zealand Dollars
Construction Building
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
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 - Brisbane & Gold Coast
QLD - Regional
SA - Adelaide
WA - Perth
ACT - Canberra
TAS - Hobart
NT - Darwin
NZ - Auckland
NZ - Chch/Wellington
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
-
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126 | 2011 Hays Salary Guide
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
Australian salaries include superannuation New Zealand salaries do not include superannuation New Zealand salaries are represented in New Zealand Dollars
Local Government
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 - Brisbane & Gold Coast
QLD - Regional
SA - Adelaide
WA - Perth
ACT - Canberra
TAS - Hobart
NT - Darwin
NZ - Auckland
NZ - Chch/Wellington
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
-
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