HaysSalaryGuide 2014 AU It Oil

KEEP TRACK OFTHE TRENDSINSIGHTS FROM THE EXPERTSThe 2014 Hays Salary Guide: Salary & Recruiting Trends

GET READY FOR THE HIRINGTURNAROUND

Recent business surveys and jobs advertising data have all pointed to a turnaround in hiring. After a few bumpy years and the fading of the mining investment boom, it seems that employers now feel more positive about hiring in 2014-15. But as recruitment activity increases, that old threat of a skills shortage again looms.

It’s quite a paradox; for some job functions there is still a surplus of candidates yet in others, often those that require highly-skilled and experienced professionals, there is a shortage of suitable talent.

While this can cause obvious and understandable frustration amongst sections of the talent pool, those with the skills in demand are again starting to receive multiple offers and even counter offers.

But despite this, in most cases base salaries remain stable. This is unsurprising given that cost pressure and the desire to do more with less remain dominant concerns.

So too does the need for a flexible workforce, although permanent job numbers are starting to rise for highly-skilled candidates as employers want to secure skills they cannot do without.

When the pressure is on to hire great people, it’s easy to make the mistake of bringing in the right skills above the right culture fit. Getting the hiring right will make retaining and developing great people much easier, which is why ongoing candidate engagement is so important to us at Hays. The relationships we build with both our candidates and clients mean that we see the whole picture – from all angles.

With candidate confidence returning it will be more likely that candidates are willing to move in the next 12 months. Why not talk to us when you are next looking to access the most comprehensive, current and global network of talent?

Nick Deligiannis

Managing Director, Hays Australia & New Zealand

THANK YOU

Hays would like to express our gratitude to all those organisations that participated in our online survey and provided such invaluable feedback, which we feel has contributed to making this the most accurate and up to date survey of its kind in Australia and New Zealand. This year’s results are based on a survey of more than 2,500 employers. A list of all contributors who kindly gave their permission to be named as participants can be found on our website.

This Guide is reproduced in full in PDF format and can be requested from our website – hays.com.au and hays.net.nz

FEEDBACK

We welcome any feedback or comments regarding this guide whether positive or negative to ensure that it continues to be relevant to Australian and New Zealand organisations across all industries. Please address any suggestions to your local Hays office or to: Hays, Level 11, Chifley Tower, 2 Chifley Square, Sydney NSW 2000. E: [email protected]

DISCLAIMER

The Hays Salary Guide is representative of a value added service to our clients, prospective clients and candidates. Whilst every care is taken in the collection and compilation of data, the guide is interpretive and indicative, not conclusive.

Therefore information should be used as a guideline only and should not be reproduced in total or by section without written prior permission from Hays.

2014 Hays Salary Guide | 3

4 | 2014 Hays Salary Guide

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THE SKILLSSHORTAGECHALLENGE ARE YOURPLANS INPLACE?


As part of our Hays Salary Guide, every year we survey employers to gather their views on salary policy, recruitment trends and economic outlook. This year’s insights reveal an environment where 41% see a more positive economic outlook on the horizon. 66% expect their levels of business activity to increase in the year ahead, and 63% have already seen an increase in business activity over the 12 months prior to the survey. Perhaps that is why overtime increased in 31% of organisations over the same period.

This supports an emerging trend; the desire to do more with less. So too does the focus on curbing costs, which salaries were not immune from. Of the total employer group, 9% have no plans to increase salaries in the 12 months ahead (up from 8% last year) and 12% did not award any increases in their last review, also up 1% year-on-year.

When they next review, a massive 64% of employers plan salary increases of less than 3%, up from 57% last year. And while 27% of employers off ered increases between 3 and 6% when they last reviewed, only 24% will do so when they next review.

There are few instances of generous salary increases; just 4% of employers increased salaries by more than 6% in their last review, and 3% intend to do so in their next review. Clearly, large salary increases will not be bountiful in 2014-2015.

Candidates have slightly higher expectations for their next salary increase. When asked, 12% expect an increase above 6% and 27% expect an increase between 3 and 6%. Almost half (48%) expect to receive an increase of less than 3% while the fi nal 13% expect no increase in their next review.

When asked about permanent headcount over the next 12 months, 34% of surveyed employers say it will increase, 51% say it will remain the same and 15% will make decreases. Refl ecting on the past 12 months, 34% of employers increased permanent headcount, 43% kept it on hold and 23% decreased numbers.

Of those employers planning to hire, 79% say the roles will be full-time (down from 83% in 2013), 25% will increase their use of temporary/contract staff (up from 17% in 2013), 16% plan more part-time staff (20% in 2013) and 15% more casual staff (14% in 2013).

By sector, 56% of employers predict permanent headcount growth in their marketing department. In addition, 42% expect to increase headcount in their engineering and operational management departments, while 37% will increase their information technology and sales headcounts. Headcounts in project management (35%) and human resources (31%) departments will also rise.

A large 62% of employers intend to keep their accountancy and fi nance headcount unchanged, while 24% plan increases.

As an indicator of the preference for a fl exible workforce, 21% of employers now use temporary and contract staff on an ongoing basis, up from 19% last year. And while 71% expect their use of temporary and contract staff to remain the same, 16% said it will increase.

In terms of skills shortages, 58% of those surveyed said that the eff ectiveness of their operations would be impacted by not fi nding the right skills for their business. In skill-short areas, 64% of employers would consider employing or sponsoring a qualifi ed overseas candidate.

The largest area of skills shortage appears to be junior to mid management talent in both operations and accountancy and fi nance. This is followed by junior to mid management talent for technical, sales and marketing, IT and engineering roles.

When it comes to attracting the best candidates, 37% of employers said career path and development was the most critical, although only 9% say their organisation is publicly perceived as off ering such opportunities.

Furthermore 42% said it is an individual’s ‘fi t’ with the company’s vision, culture and values that has the greatest impact on their employment brand, but only 23% said they are perceived as getting this right. 60% said their organisation has a diversity policy for hiring new staff .


SALARY INCREASES

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1. Average % increases from last reviews: across all industries

For specifi c industries:

12%Nil

57%Less than 3%

27%From 3% to 6%

3%From 6% to 10%

1%More than 10%

Advertising & Media

Construction, Property & Engineering

Financial Services

Hospitality, Travel & Entertainment

IT & Telecommunications

Manufacturing

Professional Services

Public Sector

Retail

Transport & Distribution

Other

15

22

9

10

13

11

14

8

10

8

10

55

47

51

67

54

61

46

63

70

62

62

20 10

25

34

23

26

25

31

28

17

29

25

4

4

6

2

6

1

3

2

2

1

1

23

Resources & Mining

52 23

2

3

1

3

1


SALARY INCREASES

2. When you next review, by what percentage do you intend to increase salaries? across all industries


9%Nil

64%Less than 3%

24%From 3% to 6%

2%From 6% to 10%

1%More than 10%

Advertising & Media


Financial Services



Manufacturing


Public Sector

Retail


Other

5

11

7

4

12

9

5

12

60

64

54

77

58

66

519

709

79

62

709

25 10

22

35

17

2

24

23

Resources & Mining

18 62 20

32

21

15

24

20

2

4

6

11

8

1

1

1

11


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CANDIDATE SALARY EXPECTATIONS

In a separate survey we also asked our candidates what their expected salary increases were

In your next review, what percentage increase do you expect to receive? across all industries


13%Nil

48%Less than 3%

27%From 3% to 6%

8%From 6% to 10%

4%More than 10%

Advertising & Media


Financial Services



Manufacturing


Public Sector

Retail


Other

9

14

10

10

22

10

36

40

51

60

35

58

53

56

16

6

57

50

49

9

6

17

55

27

22 8 9

30

29

26

17

25

11

13

28

25 13 6

28

4

4

2

2

13 6

7 7

3 3

Resources & Mining

18 38 32 9

3

3


BENEFITS

STAFFING

3. Does your company off er fl exible salary packaging?

Of those who answered yes, the following benefi ts were indicated as being commonly off ered to...

All employees More than 50% Less than 50% Few employees

Car 15% 7% 23% 55%

Bonuses 30% 15% 20% 35%

Private health insurance 38% 5% 7% 50%

Parking 32% 13% 18% 37%

Salary sacrifi ce 55% 9% 12% 24%

Above mandatory superannuation 42% 6% 7% 45%

Private expenses 12% 5% 12% 71%

Other 31% 6% 8% 55%

78%YES

22%NO

4. Over the last 12 months, have permanent staff levels in your department... across all departments

23%Decreased

43%Remained the same

34%Increased

For specifi c departments:

Accountancy & Finance

Distribution

Engineering

Human Resources

Information Technology

Marketing

Operational Management

Project Management

Purchasing/Procurement

Sales

18

10

31

20

29

31

26

33

31

23

54

71

30

43

31

33

39

30

46

46

28

19

39

37

40

36

35

37

23

31


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STAFFING

5. Over the coming year, do you expect permanent staff levels to... across all departments


6. If you expect staffi ng levels to increase, please specify how:

Note: Multiple choices permitted.

Full time/permanent staff

79%

Temporary/contractors

(through an employment consultancy)

25%

Employment of casual staff (on your payroll)

15%

Employment of part-time staff

16%

Job sharing

3%

Mixture, other (inc. overseas recruitment,

acquisitions)

2%

15%Decrease

51%Remain the same

34%Increase


Distribution

Engineering

Human Resources


Marketing


Project Management


Sales

14

19

9

16

20

5

15

22

27

12

62

62

49

53

43

39

43

43

50

51

24

19

42

31

37

56

42

35

23

37


STAFFING


7. How often do you employ temporary/contract staff ? across all departments

21%Regular ongoing

basis

44%Special projects/

workloads

35%Exceptional

circumstances/never


Distribution

Engineering

Human Resources


Marketing


Project Management


Sales

12

53

23

20

25

19

29

33

23

12

40

33

50

48

52

50

38

45

35

36

48

14

27

32

23

31

33

22

42

52


STAFFING

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8. In the next 12 months, do you expect your use of temporary/contract staff to... across all departments

13%Decrease

71%Remain the same

16%Increase


Distribution

Engineering

Human Resources


Marketing


Project Management


Sales

10

14

12

14

19

14

15

12

23

8

80

72

63

71

59

67

69

51

58

83

10

14

25

15

22

19

16

37

19

9


SKILL SHORTAGES

9a. Do you think that skill shortages are likely to impact the eff ective operation of your business/department?

42%No

41%Yes - in a minor way

17%Yes - signifi cantly

9b. In skill-short areas, would you consider employing or sponsoring a qualifi ed overseas candidate?

10. For which areas have you recently found it diffi cult to recruit?

64%YES

36%NO

Junior to mid

management

Senior

management

Junior to mid

management

Senior

management

Accountancy & Finance 14% 7% Operations 14% 8%

Distribution 3% 1% Purchasing 4% 1%

Engineering 9% 7% Sales & Marketing 12% 7%

Human Resources 4% 2% Technical 13% 8%

IT 11% 5% Other 8% 4%


WORK PRACTICES

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11. Does your workplace allow for fl exible work practices?

84%YES

16%NO

12. If yes, which practices do you currently off er?*

Flexible leave options

Career breaks Phased retirement

Flexible working hours

81%

Part time employment

80%

Flex-place

59%

Job sharing

34%

42%

24%16%

13. Has overtime/extra hours in your organisation over the last 12 months...

If increased, by how much?

11%Decreased


31%Increased

*Multiple choices permitted.

5 hours or less Between 5-10 hours More than 10 hours

Per Week 40% 34% 8%

Month End 19% 23% 24%

Year End 10% 14% 37%


WORK PRACTICES

14. For non-award staff in your organisation, is overtime/extra hours worked...

15. Is it your policy to counter-off er staff when they resign?

Of those you counter-off ered, on average, did they....

35%Paid

65%Unpaid

66%No

33%Sometimes

1%Yes

16. Over the last 12 months has your staff turnover rate:

20%Decreased


25%Increased

$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$

1%

Stay less than 3 months

19%

Stay 3-12 months

35%

Stay longer than 12 months

45%

Leave anyway


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DIVERSITY

17. Does your organisation have a diversity policy for hiring new staff ?

If yes, do you think the people who hire in your organisation generally adhere to it?

60%YES

87%YES

40%NO

13%NO


EMPLOYER BRANDING

18. How important do you think the following factors are for an employer brand and how well do you think

your organisation is perceived on the same criteria?

Level of importance

Organisational perception

Career path/training & development

An individual’s ‘fi t’ with the company’s vision, culture and values

People’s direct/indirect experience of the company

Salary and benefi ts

Work/life balance

1

1

1

1

1

3

4

9

3

3

13

15

33

23

16

46

38

41

53

47

4

3

2

3

3

16

11

9

13

13

38

26

34

41

29

33

37

42

37

39

37

42

16

20

33

9

23

13

6

16

Poor

No impact

Okay

Minor impact

Good

Some impact

Very Good

Signifi cant impact

Excellent

Major impact


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ECONOMIC OUTLOOK

19. In the past 12 months, has business activity...

15%Decreased


63%Increased

20. In the next 12 months, do you envisage business activity: across all industries

7%Decreasing

27%Remaining the same

66%Increasing


Advertising & Media


Financial Services



Manufacturing


Public Sector

Retail


Other

6

4

2

13

3

4

3

3

7

279

20

14

149

33

33

34

11

23

26

94

64

76

84

77

54

Resources & Mining

14 39 47

64

62

86

74

67


ECONOMIC OUTLOOK

21. What are the key factors driving your business activity?

Current economic conditions

Projects driven by government

Capex investments

Consumer/business confi dence

Currency/forex rates

Interest rates 49

51

14

41

27

5

42

33

42

32

37

40

9

16

44

27

36

55

None Some Signifi cant

22. Do you see the general outlook for the economy in the forthcoming 6-12* months as...

$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$

13%Weakening

46%Static

41%Strengthening

*This data was collected during March 2014.

HOW TO NAVIGATE THIS GUIDE


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Using our salary tables

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.

Head of HR

Sydney300 Typical salary220 - 400 Salary range

The complete Hays 2014 Salary Guide is available as an app free to download from iTunes. Search over 1,000 salaries and find offices in your area.


AUSTRALIA

Over the past year Australia’s technology employment market was characterised by caution and flexibility mixed with a dose of skills shortages in certain specialised areas. We witnessed a lot of excitement about new technology trends, but this did not quite extend through to investment or dramatic increases in job numbers.

While demand for candidates has been high, candidate perception of the jobs market has been the exact opposite. This is because many employers have been very specific and uncompromising about the skill set candidates must possess to fill their jobs.

The major trends in IT continue to be big data, mobile and the cloud. Contracting rather than permanent hires dominated both the private and public sectors this year and we expect this trend to continue into 2015.

Project activity has been mixed. Some organisations continued with major projects, some increased the number of new projects while others made cutbacks, particularly in the public sector following the federal election and some state elections.

Projects within data management range from structuring data and analysing data to how consumer-led organisations can use data efficiently. As data continues to aid strategy, Technologists with a talent for combining their technical skills with outstanding strategic thinking will remain in demand.

Digital-led advances also continue to gather pace, as Australia follows the US, Europe and Asia. When viewed within the mobile space, candidates in highest demand are Integration Specialists with specific skills in content management, digital experts with online and apps-based mobile development skills and Designers with user experience (UX) design skills.

The cloud remains a strong area for hiring. Interconnectivity is creating demand for networking and infrastructure skills from the design level through to support roles. IT security professionals are also highly sought as organisations focus on both keeping information secure and complying with privacy regulations.

Solid demand for Project Managers, Project Directors and Business Analysts

with specific functional or industry experience will continue but job briefs are exacting, such as experience with compliance and regulatory adherence.

In terms of salaries, they remained broadly steady over the year. Some key specialist areas, such as data, mobile and web, saw the range increase but base salaries remained generally static.

Turning to the public sector, over the year we saw a significant increase in Federal Government project-driven opportunities as individual departments received approval for strategically important hires across their IT branches in the post-election environment.

While contractors are seen as highly valuable to program delivery, rates have decreased significantly due to an abundance of available candidates, many of whom are willing to drop their rate to get an edge on their competition.

In terms of demand, Business Analysts and Project Managers are also sought in the government sector to build the foundations of newly approved projects and work on projects that were delayed. Skill sets in demand include data warehousing, business intelligence and open source technologies.

Going forward the challenge for IT is to integrate more seamlessly within organisations to deliver both an efficiency of service and a competitive advantage. IT has increasingly moved away from being a support function to a driver of innovation.

The contemporary ideal IT professional has a business-led mentality as well as an ability to translate project requirements effectively to non-IT people.

NEW ZEALAND

Over the past year numerous organisations built up their IT capabilities as a result of the steady increase in confidence across New Zealand. But a challenge came in the form of ongoing candidate shortages, especially in the areas of development, automation testing and project services.

Organisations appear to be confident and are willing to invest in strong senior IT specialists. They are also looking to

up-skill entry-level staff and consequently IT Technical Trainers are in demand.

In contrast, hiring is more cautious for helpdesk professionals, and employers are securing these candidates in temporary assignments.

When they recruit, employers look for individuals with relevant technical skills combined with New Zealand work experience. They are often recruiting candidates in temporary assignments, although this leads to retention challenges since candidates on contracts often continue to look for a permanent role.

Over the next 12 months technical candidates such as Automation Test Specialists, Mobile Developers, Technical Business Analysts, Network Engineers and UI / UX Specialists will be in demand. Salaries and contract rates have started to increase as the war for technology heats up, but candidates need to be mindful not to price themselves out of the market.

3%THE SALARY INCREASE MOST IT PROFESSIONALS IN AUSTRALIA AND NEW ZEALAND CAN EXPECT IN THEIR NEXT PAY REVIEW

IN DEMAND TECHNOLOGISTS WITH A TALENT FOR COMBINING THEIR TECHNICAL SKILLS WITH OUTSTANDING STRATEGIC THINKING WILL REMAIN IN DEMAND IN AUSTRALIA

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INFORMATION TECHNOLOGY


• All salaries shown exclude superannuation

• New Zealand salaries are represented in New Zealand dollars

NOTES:


SYSTEM SUPPORT & ADMINISTRATION Service Desk/Level 1

Desktop Support/

Level 2

Systems

Administration/Level 3 UNIX Administration

NSW - Sydney50 65 85 85

40 - 55 55 - 70 70 - 90 80 - 100

NSW - Regional48 55 70 85

40 - 55 45 - 60 60 - 80 80 - 100

VIC - Melbourne48 60 85 95

42 - 55 55 - 70 75 - 100 80 - 110

VIC - Regional50 55 65 85

45 - 55 50 - 60 55 - 70 75 - 100

QLD - Brisbane, Gold Coast & Sunshine Coast50 55 80 85

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

SA - Adelaide45 55 70 80

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

WA - Perth45 60 90 100

40 - 50 50 - 70 70 - 110 75 - 120

ACT - Canberra45 55 70 100

42.5 - 47.5 45 - 60 60 - 80 90 - 120

TAS - Hobart/Launceston50 55 65 75

45 - 50 50 - 60 60 - 70 65 - 90

NT - Darwin45 60 90 70

40 - 50 50 - 70 70 - 110 60 - 80

NZ - Auckland45 55 70 85

40 - 50 45 - 55 65 - 75 75 - 95

NZ - Wellington42 40 65 88

35 - 45 38 - 45 50 - 70 75 - 95

NZ - Christchurch40 45 55 90

35 - 45 40 - 50 50 - 60 80 - 100

Team Leader Service Desk Manager Applications Support

NSW - Sydney75 85 80

60 - 85 70 - 100 60 - 100

NSW - Regional70 80 75

60 - 80 70 - 90 60 - 90

VIC - Melbourne80 95 75

75 - 95 80 - 110 60 - 90

VIC - Regional75 80 70

70 - 80 75 - 95 65 - 80

QLD - Brisbane, Gold Coast & Sunshine Coast75 85 75

60 - 85 70 - 100 60 - 90

SA - Adelaide75 70 60

60 - 90 65 - 90 55 - 65

WA - Perth78 90 75

70 - 95 70 - 100 55 - 85

ACT - Canberra75 80 75

65 - 85 70 - 90 60 - 80

TAS - Hobart/Launceston70 80 70

60 - 75 70 - 90 65 - 75

NT - Darwin60 60 50

50 - 80 50 - 80 45 - 65

NZ - Auckland75 90 70

70 - 85 75 - 110 60 - 80

NZ - Wellington74 82 85

64 - 83 77 - 110 75 - 95

NZ - Christchurch70 85 85

60 - 85 70 - 100 70 - 95




NOTES:


NETWORK MANAGEMENT

Network

Administration Network Engineer Network Security Network Designer

NSW - Sydney85 100 110 120

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


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


70 - 90 80 - 110 90 - 125 100 - 130


60 - 85 65 - 85 70 - 100 75 - 100


70 - 90 80 - 110 80 - 120 90 - 120


60 - 80 70 - 100 90 - 130 80 - 100

WA - Perth80 100 110 120

60 - 90 80 - 120 75 - 130 100 - 140

ACT - Canberra85 100 100 110

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


65 - 80 70 - 90 80 - 100 90 - 110

NT - Darwin70 80 75 80

60 - 80 70 - 100 60 - 85 70 - 90


80 - 110 80 - 110 80 - 100 95 - 125


70 - 90 80 - 110 80 - 100 85 - 120


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

Network Architect Data/Voice Engineer Telco Engineer


120 - 160 90 - 125 75 - 95


90 - 140 80 - 100 75 - 95


120 - 150 90 - 140 75 - 100


95 - 125 75 - 110 75 - 100


100 - 130 90 - 140 70 - 100


100 - 140 75 - 110 75 - 100

WA - Perth140 120 100

120 - 160 80 - 135 75 - 130


130 - 150 95 - 110 65 - 85


90 - 120 80 - 115 75 - 95

NT - Darwin90 90 70

70 - 100 75 - 100 60 - 85


100 - 140 80 - 120 75 - 115


110 - 140 85 - 115 70 - 100


110 - 150 80 - 120 80 - 100




NOTES:


SOFTWARE

.Net

Developer

Senior .Net

Developer

Team Leader

- .Net

Java

Developer

Senior Java

Developer

Team Leader

- Java

NSW - Sydney80 100 120 80 100 120

55 - 80 75 - 100 95 - 125 55 - 80 75 - 100 95 - 125

NSW - Regional80 100 120 80 100 120

55 - 80 75 - 100 85 - 130 55 - 80 75 - 100 85 - 130

VIC - Melbourne70 90 110 70 90 110

50 - 80 80 - 110 100 - 130 50 - 80 80 - 100 100 - 130

VIC - Regional70 80 90 70 80 90

60 - 85 70 - 90 80 - 100 60 - 80 70 - 90 80 - 100

QLD - Brisbane, Gold Coast & Sunshine Coast75 100 120 70 100 120

50 - 80 80 - 120 100 - 140 50 - 80 85 - 120 100 - 130

SA - Adelaide65 80 90 65 80 90

50 - 75 70 - 90 80 - 100 50 - 75 70 - 90 80 - 100

WA - Perth80 85 105 80 85 105

60 - 90 70 - 95 90 - 125 60 - 90 70 - 95 90 - 125

ACT - Canberra80 90 110 80 90 110

70 - 90 80 - 100 100 - 120 70 - 90 80 - 100 100 - 120

TAS - Hobart/Launceston80 90 95 75 90 95

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

NT - Darwin70 85 105 70 85 105

60 - 85 75 - 95 90 - 125 60 - 85 75 - 95 90 - 125

NZ - Auckland60 80 100 60 80 100

55 - 75 75 - 95 95 - 110 55 - 75 75 - 95 95 - 110

NZ - Wellington70 85 100 60 85 100

60 - 80 70 - 100 90 - 110 50 - 70 70 - 100 90 - 110

NZ - Christchurch70 85 95 60 75 95

60 - 80 70 - 100 85 - 110 50 - 70 70 - 90 85 - 110

Mobile Apps

Developer Web Designer

C/C++

Developer

Snr C/C++

Developer

Developer

(Other)

Snr Developer

(Other)

NSW - Sydney85 100 80 100 80 100

70 - 90 80 - 100 55 - 80 75 - 100 55 - 80 75 - 100

NSW - Regional85 100 80 100 80 100

70 - 90 70 - 100 55 - 80 75 - 100 55 - 80 75 - 100

VIC - Melbourne80 80 65 80 65 80

70 - 90 70 - 90 50 - 75 70 - 90 50 - 75 70 - 90

VIC - Regional85 70 60 80 60 80

80 - 90 60 - 80 50 - 70 70 - 90 50 - 70 70 - 90


80 - 100 70 - 100 50 - 80 80 - 100 50 - 80 85 - 110

SA - Adelaide65 70 65 80 65 80

55 - 80 55 - 80 50 - 75 70 - 90 50 - 70 70 - 90

WA - Perth70 80 80 85 80 85

60 - 80 70 - 90 60 - 90 70 - 95 60 - 90 70 - 95

ACT - Canberra90 90 80 90 80 90

80 - 100 80 - 100 70 - 90 80 - 100 70 - 90 80 - 100


70 - 90 70 - 90 70 - 80 85 - 95 70 - 80 85 - 95

NT - Darwin70 75 70 85 70 85

60 - 80 65 - 85 60 - 85 75 - 95 60 - 85 75 - 95

NZ - Auckland75 80 60 80 60 80

70 - 85 70 - 85 55 - 75 75 - 95 55 - 75 75 - 95

NZ - Wellington75 80 60 85 60 85

70 - 90 70 - 85 50 - 70 70 - 100 50 - 70 70 - 100


70 - 90 70 - 90 50 - 70 70 - 90 50 - 70 70 - 90




NOTES:


DATA Report Writer Data Analyst

Database

Developer

BI/DW

Development Architect DBA

NSW - Sydney75 90 85 90 108 125

55 - 90 75 - 105 70 - 100 80 - 120 95 - 120 110 - 160

NSW - Regional70 80 85 85 108 130

65 - 80 70 - 90 70 - 100 75 - 100 95 - 120 120 - 160

VIC - Melbourne75 90 80 90 115 130

55 - 90 75 - 105 70 - 105 80 - 120 100 - 140 110 - 150

VIC - Regional55 75 60 90 100 105

45 - 65 65 - 88 50 - 70 85 - 105 90 - 110 90 - 125


55 - 90 65 - 95 70 - 100 90 - 120 110 - 130 80 - 140

SA - Adelaide60 65 70 85 100 100

55 - 70 55 - 70 55 - 80 70 - 95 90 - 120 85 - 110

WA - Perth75 90 85 90 115 120

55 - 90 75 - 105 70 - 100 80 - 120 100 - 140 100 - 130

ACT - Canberra70 80 90 90 130 130

55 - 75 80 - 100 80 - 100 80 - 120 130 - 150 130 - 150


65 - 85 60 - 80 55 - 80 75 - 95 90 - 110 90 - 125

NT - Darwin60 90 85 90 100 100

45 - 65 75 - 105 70 - 100 80 - 120 90 - 110 85 - 110

NZ - Auckland65 75 95 110 115 110

55 - 80 65 - 85 75 - 110 90 - 120 95 - 130 90 - 120

NZ - Wellington65 75 80 110 125 110

55 - 80 65 - 85 75 - 90 85 - 120 110 - 140 85 - 120

NZ - Christchurch65 75 65 95 125 110

55 - 80 65 - 85 60 - 80 90 - 100 100 - 140 85 - 120

TESTING & QA Test Analyst

Senior Test

Analyst

Automation

Test Analyst

Test/QA

Manager

NSW - Sydney75 85 90 128

60 - 90 75 - 105 75 - 110 115 - 140


65 - 85 70 - 100 70 - 100 100 - 130


60 - 90 75 - 100 75 - 110 100 - 150


70 - 90 80 - 100 75 - 95 95 - 120


65 - 100 80 - 100 90 - 120 120 - 160


60 - 80 75 - 90 60 - 80 80 - 110

WA - Perth70 85 90 120

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

ACT - Canberra80 90 80 90

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


70 - 90 80 - 100 70 - 90 80 - 100

NT - Darwin70 85 75 95

60 - 80 70 - 110 60 - 90 80 - 110


55 - 80 70 - 100 85 - 110 95 - 120


70 - 80 70 - 100 90 - 120 95 - 120


60 - 85 70 - 100 95 - 110 90 - 110




NOTES:


PROJECT MANAGEMENT

& BUSINESS ANALYSIS

Systems

Analyst

Business

Analyst

Senior

Business

Analyst BA Manager

Project

Co-ordinator

Project

Manager

NSW - Sydney85 85 120 135 70 125

75 - 95 75 - 110 100 - 130 120 - 150 60 - 80 100 - 150

NSW - Regional75 85 100 115 70 120

65 - 85 75 - 100 80 - 120 100 - 130 60 - 80 100 - 140

VIC - Melbourne90 95 110 130 80 125

75 - 110 90 - 120 100 - 130 120 - 145 65 - 90 100 - 150

VIC - Regional75 75 100 115 75 100

65 - 85 70 - 85 85 - 120 100 - 125 70 - 85 90 - 130


70 - 100 75 - 110 100 - 130 110 - 135 60 - 90 90 - 130

SA - Adelaide80 85 110 130 75 100

65 - 100 70 - 95 85 - 125 100 - 150 60 - 85 85 - 120

WA - Perth90 85 115 125 80 125

70 - 105 70 - 100 90 - 130 110 - 150 70 - 90 80 - 150

ACT - Canberra85 90 120 90 70 110

75 - 100 90 - 110 120 - 140 90 - 110 60 - 80 90 - 140


75 - 85 75 - 85 75 - 95 90 - 100 65 - 80 80 - 110

NT - Darwin90 85 115 125 80 110

70 - 105 70 - 100 90 - 130 110 - 150 70 - 90 90 - 140

NZ - Auckland85 85 100 110 70 100

70 - 95 75 - 90 90 - 110 90 - 130 60 - 80 90 - 120

NZ - Wellington85 85 100 110 65 100

70 - 95 75 - 100 95 - 110 100 - 120 58 - 70 90 - 120


70 - 95 62 - 85 75 - 100 85 - 130 58 - 70 90 - 120

Senior

Project

Manager

Project

Director PMO Manager

IT Project

Scheduler

Project

Delivery

Manager

NSW - Sydney155 195 180 85 150

140 - 170 170 - 220 160 - 200 70 - 100 140 - 160

NSW - Regional140 160 170 80 140

130 - 150 140 - 180 140 - 200 60 - 90 130 - 150

VIC - Melbourne155 180 160 110 160

130 - 190 160 - 220 130 - 200 90 - 140 140 - 180

VIC - Regional140 160 160 75 160

120 - 160 140 - 180 140 - 180 70 - 85 140 - 180

QLD - Brisbane, Gold Coast & Sunshine Coast130 170 170 75 130

120 - 160 150 - 200 140 - 200 60 - 90 120 - 160

SA - Adelaide130 160 145 110 130

120 - 150 130 - 210 120 - 180 90 - 140 120 - 160

WA - Perth140 175 190 70 125

110 - 160 150 - 210 180 - 200 60 - 90 80 - 150

ACT - Canberra120 160 120 110 130

120 - 140 160 - 180 110 - 130 100 - 120 120 - 140

TAS - Hobart/Launceston110 130 150 70 120

100 - 120 120 - 150 130 - 180 65 - 75 100 - 130

NT - Darwin140 160 155 70 125

120 - 160 120 - 180 120 - 180 60 - 90 80 - 150

NZ - Auckland120 140 145 65 125

110 - 140 130 - 165 135 - 170 55 - 75 110 - 140

NZ - Wellington130 150 130 60 135

110 - 150 130 - 180 118 - 148 52 - 65 120 - 150

NZ - Christchurch130 150 135 60 135

110 - 150 120 - 180 125 - 145 52 - 65 120 - 150




NOTES:


MANAGEMENT

Infrastructure

Manager

Service

Delivery Manager IT Manager Change Manager Server Engineer

NSW - Sydney130 150 165 135 125

120 - 165 110 - 180 140 - 180 110 - 160 100 - 135

NSW - Regional120 120 130 115 100

100 - 140 100 - 140 100 - 160 100 - 150 80 - 120

VIC - Melbourne120 120 130 125 90

100 - 150 100 - 160 100 - 180 100 - 155 80 - 100

VIC - Regional110 110 90 110 75

100 - 130 100 - 130 80 - 120 100 - 130 65 - 85

QLD - Brisbane, Gold Coast & Sunshine Coast125 130 135 125 90

100 - 160 100 - 160 100 - 170 100 - 150 80 - 100

SA - Adelaide130 100 125 120 85

100 - 160 80 - 120 85 - 165 85 - 150 70 - 100

WA - Perth130 130 140 125 90

120 - 140 90 - 160 90 - 160 100 - 150 70 - 100

ACT - Canberra110 120 130 105 100

100 - 120 95 - 160 120 - 150 80 - 120 90 - 110

TAS - Hobart/Launceston110 95 110 105 90

100 - 120 90 - 110 100 - 150 80 - 125 80 - 100

NT - Darwin130 120 125 105 90

120 - 140 90 - 140 85 - 165 80 - 120 70 - 100

NZ - Auckland120 90 130 105 80

100 - 125 85 - 120 120 - 150 90 - 115 70 - 90

NZ - Wellington127 100 120 98 80

90 - 150 88 - 130 110 - 140 92 - 110 70 - 90

NZ - Christchurch115 90 110 100 80

100 - 130 80 - 110 100 - 120 90 - 115 70 - 90

Development

Manager

Applications

Manager CIO CTO

NSW - Sydney150 140 265 265

125 - 180 120 - 160 210 - 350 210 - 350

NSW - Regional130 130 200 200

110 - 150 110 - 150 160 - 240 160 - 240


110 - 180 120 - 180 180 - 350 180 - 350

VIC - Regional120 110 200 200

100 - 140 90 - 120 180 - 220 180 - 220


120 - 160 100 - 140 150 - 300 150 - 300

SA - Adelaide130 145 200 200

100 - 220 100 - 220 140 - 260 140 - 260

WA - Perth120 120 240 240

100 - 140 100 - 140 220 - 250 220 - 250

ACT - Canberra130 110 150 150

120 - 140 100 - 120 150 - 170 150 - 170


100 - 120 80 - 100 140 - 200 140 - 200

NT - Darwin105 120 150 150

95 - 130 100 - 140 140 - 200 140 - 200

NZ - Auckland130 120 170 170

110 - 150 110 - 130 140 - 240 140 - 240


85 - 155 80 - 140 145 - 215 145 - 215


80 - 120 80 - 140 140 - 215 120 - 215




NOTES:


MISCELLANEOUS IT Trainer Technical Writer Web/ UI Designer


65 - 110 65 - 95 75 - 105


60 - 110 70 - 100 75 - 90


70 - 110 70 - 110 60 - 100


65 - 85 75 - 95 75 - 95


65 - 120 65 - 100 75 - 100


55 - 100 55 - 90 55 - 80

WA - Perth85 90 95

65 - 105 80 - 100 80 - 110


80 - 100 80 - 100 80 - 100


65 - 95 70 - 90 75 - 85

NT - Darwin75 85 80

65 - 95 70 - 100 70 - 95


60 - 90 75 - 95 70 - 90


70 - 110 78 - 91 70 - 90


65 - 80 75 - 95 70 - 90


AUSTRALIA

A number of oil and gas projects are ramping up worldwide and generating solid recruitment activity. This is positive news and follows sluggish conditions in most of the world’s economies in 2013.

For the most part, employers are able to source candidates locally but there are some new project areas where experience from overseas is relevant, such as floating liquefied natural gas (FLNG) and dynamic positioning.

As infrastructure comes into completion, companies are preparing for operations. Given the lack of previous local expertise within coal seam gas (CSG) and liquefied natural gas (LNG) we will see demand increase for operations and training personnel from similar industries to assist in the transition.

After a number of remarkable years of investment, there will likely be a pause in new LNG projects as US exports are potentially more favorable from a standpoint of pricing, contractual terms, and supply portfolio diversification. New Australian opportunities for LNG expansion have to overcome our high-cost environment and, at present, our highly valued currency.

In the marine support sector, wages and expenses have risen substantially in recent years, only partially offset by rises in revenue. This raises concerns about the ongoing health and competitiveness of the offshore industry.

Despite these challenges, the outlook for Australia’s oil and gas sector in 2014-15 remains promising. Although stagnant over the last six months, the transition to maintenance and operations in the Queensland region and continued growth in South Australia and Western Australia will see salaries continue to rise for specialist skills.

Thus the salary dichotomy in oil and gas will continue this year with highly skilled professionals able to negotiate salary increases, at the same time as lower skilled workers face downward salary pressure.

Key disciplines in demand include quality assurance/quality control (QA/QC) and specialist trades and labour. We have seen a stable market for subsea installation,

project controls and operations and maintenance candidates.

In terms of specific demand by location, the Northern Territory has seen increased demand for QA/QC Advisors to work on major projects moving further into construction/fabrication phases.

In Western Australia Subsea Installation Engineers, Marine/Technical Superintendents and Subsea Project Coordinators are in demand. So too are Sales Engineers, especially within the subsea market.

Queensland will continue to recruit in technical trades, particularly dual trades, and organisations will address the skills shortage by improving rosters and/or site allowances.

As projects develop the IOCs will return to growth, which will impact the markets in Melbourne, and to a lesser extent Sydney.

NEW ZEALAND

Following a healthy rate of growth in New Zealand’s oil and gas market in 2013, 2014-15 is looking positive with the prospect of more opportunities and expansion in the industry.

Experienced oil and gas professionals are secured quickly. Companies that have slower recruitment processes and longer turnaround times therefore find it difficult to attract and secure quality individuals.

The attraction of candidates from overseas into or back to New Zealand also remains a challenge, although employers are having some success by offering long-term career progression or incentives such as relocation expenses and visa assistance.

We continue to see an increase in downstream job opportunities for experienced Process, Mechanical and Electrical Engineers, as well as Health and Safety professionals.

Upstream professionals are also in short supply, particularly Geoscience and Reservoir Engineers. Consequently these candidates are quickly targeted and not on the market for long.

With more operators entering the market, an increase in exploration activities is expected in the year ahead. All in all, it will be a positive year for oil and gas professionals in New Zealand.

KEY TREND THE SALARY DICHOTOMY WILL CONTINUE THIS YEAR IN AUSTRALIA WITH HIGHLY SKILLED PROFESSIONALS ABLE TO NEGOTIATE SALARY INCREASES, BUT LOWER SKILLED WORKERS FACE DOWNWARD SALARY PRESSURE

IN DEMAND ATTRACTION OF CANDIDATES FROM OVERSEAS INTO OR BACK TO NEW ZEALAND REMAINS A CHALLENGE

SALA

RY IN

FOR

MAT

ION

: OIL

& G

AS

OIL & GAS


OIL & GASProject Development

NOTES:



* These salaries represent Onshore salaries - for Off shore you can typically add 15-20 per cent

* Design Engineer - Discipline (Civil/Mechanical/Process/Elec/I&C)

DESIGN/ENGINEERING

Graduate

Engineer

Design

Engineer*

Senior Design

Engineer

Principal/Lead

Engineer

WA 65 - 95 90 - 135 135 - 180 160 - 250

QLD 60 - 90 80 - 140 130 - 180 160 - 200

NSW 55 - 75 75 - 120 120 - 150 160 - 180

VIC 65 - 85 80 - 125 120 - 170 160 - 210

SA 60 - 85 80 - 120 110 - 150 140 - 180

NT 65 - 95 90 - 135 140 - 180 160 - 250

New Zealand 40 - 50 75 - 80 90 - 110 115 - 150

Engineering

Manager

Senior Design

Drafter

Design

Manager

WA 220 - 270 90 - 130 150 - 190

QLD 220 - 260 80 - 120 140 - 180

NSW 180 - 230 80 - 110 120 - 180

VIC 180 - 260 90 - 120 130 - 180

SA 180 - 220 80 - 120 140 - 180

NT 200 - 260 90 - 130 150 - 190

New Zealand 150 - 210 70 - 80 90 - 105

SUBSEA DESIGN/ENGINEERING

Graduate

Engineer Engineer

Senior

Engineer

Principal/

Lead Engineer Manager

WA 65 - 95 100 - 140 150 - 200 200 - 275 225 - 300

QLD N/A N/A N/A N/A N/A

NSW N/A N/A N/A N/A N/A

VIC 70 - 80 80 - 140 130 - 180 160 - 220 200 - 260

SA 70 - 90 90 - 130 130 - 190 180 - 220 200 - 250

NT 60 - 90 80 - 125 150 - 220 180 - 250 200 - 325

New Zealand 45 - 70 70 - 90 90 - 110 115 - 150 150 - 210





x These salaries represent onshore salaries - for off shore you can typically add 15-20 per cent

* Project Engineer - Discipline (Civil/Structural/Mechanical/Process/Elec/I&C)

** Superintendent - Discipline (Civil/Structural/Mechanical/Process/Elec/I&C)

NOTES:

PROJECT DELIVERY/CONTROLS Planner

Senior

Planner

Planning

Manager

Contracts

Admin

Senior

Contracts

Admin Cost Engineer

WA 120 - 160 140 - 180 170 - 220 100 - 130 150 - 200 120 - 170

QLD 90 - 115 120 - 150 170 - 220 70 - 120 110 - 170 90 - 140

NSW 90 - 110 110 - 140 150 - 190 70 - 110 110 - 150 110 - 150

VIC 90 - 130 120 - 160 140 - 190 70 - 110 100 - 150 90 - 140

SA 120 - 160 140 - 180 170 - 220 80 - 110 100 - 150 110 - 150

NT 120 - 160 140 - 180 170 - 220 80 - 130 120 - 190 120 - 170

New Zealand 80 - 110 90 - 120 120 - 150 60 - 110 80 - 130 80 - 120

Senior Cost

Engineer

Commercial

Manager

Project

Controls

Manager

Commissioning

Engineer

Commissioning

Manager

WA 150 - 200 200 - 300 200 - 300 170 - 200 200 - 250

QLD 120 - 180 170 - 250 180 - 240 110 - 160 160 - 220

NSW 150 - 190 160 - 230 140 - 200 110 - 150 150 - 190

VIC 120 - 180 150 - 220 150 - 190 90 - 130 150 - 180

SA 140 - 180 170 - 250 180 - 240 90 - 140 150 - 190

NT 155 - 210 200 - 275 200 - 270 120 - 170 150 - 210

New Zealand 100 - 130 120 - 140 130 - 160 70 - 110 110 - 150

Project

Engineer*x

Senior Project

Engineer

Project

Manager

Senior Project

Manager Superintendent**x

WA 110 - 150 160 - 200 170 - 220 195 - 240 140 - 180

QLD 110 - 160 140 - 190 160 - 210 180 - 225 140 - 180

NSW 100 - 130 130 - 170 150 - 190 190 - 220 130 - 150

VIC 90 - 140 130 - 170 150 - 200 190 - 220 120 - 160

SA 90 - 150 130 - 180 150 - 200 180 - 220 140 - 180

NT 120 - 190 165 - 230 170 - 220 195 - 240 140 - 180

New Zealand 75 - 110 100 - 140 110 - 170 150 - 210 80 - 120




NOTES:


PROJECT DELIVERY/CONTROLS HSEQ

Onshore

Advisor/Offi cer

Off shore

Advisor/Offi cer HSE Manager

QA/QC

Manager

WA 90 - 160 180 - 260 180 - 240 140 - 180

QLD 90 - 140 N/A 140 - 180 120 - 170

NSW 80 - 120 N/A 120 - 200 110 - 160

VIC 90 - 130 N/A 140 - 220 120 - 150

SA 90 - 140 N/A 150 - 200 130 - 170

NT 90 - 160 150 - 200 170 - 245 135 - 175

New Zealand 90 - 120 90 - 120 110 - 170 85 - 120

Corporate

HSE Manager

Environmental

Engineer

Environmental

Advisor

WA 220 - 300 140 - 190 160 - 200

QLD 160 - 200 130 - 180 150 - 195

NSW 190 - 250 115 - 165 125 - 180

VIC 180 - 280 120 - 155 130 - 170

SA 180 - 240 125 - 160 135 - 175

NT 220 - 300 140 - 185 155 - 190

New Zealand 150 - 180 90 - 120 60 - 90

SUBSEA PROJECT DELIVERY

Technician

(non degree)

Senior Technician

(non degree) Installation Engineer

Senior

Installation Engineer

WA 80 - 120 100 - 140 130 - 175 160 - 220

QLD N/A N/A N/A N/A

NSW N/A N/A N/A N/A

VIC N/A N/A N/A N/A

SA N/A N/A N/A N/A

NT 80 - 120 100 - 160 130 - 175 160 - 220

New Zealand 70 - 90 90 - 110 N/A N/A

Installation Manager/

Client Rep

Vessel Mgr/

Marine Ops Manager

WA 180 - 260 160 - 220

QLD N/A N/A

NSW N/A N/A

VIC N/A N/A

SA N/A N/A

NT 180 - 260 160 - 220

New Zealand 140 - 170 130 - 150




NOTES:

OIL & GASOperations & Maintenance

OPERATIONS & MAINTENANCE

Discipline

Engineer*

Maintenance

Planner

Maintenance

Supervisor

Production

Superintendent

Production

Manager

Process

Operator

WA 120 - 180 140 - 180 120 - 160 135 - 180 150 - 250 100 - 120

QLD 110 - 150 110 - 160 100 - 145 130 - 190 150 - 200 100 - 120

NSW 110 - 150 100 - 140 110 - 140 110 - 150 150 - 190 75 - 115

VIC 90 - 150 100 - 140 90 - 130 110 - 150 140 - 200 90 - 120

SA 130 - 160 110 - 150 120 - 140 130 - 160 150 - 200 80 - 110

NT 135 - 180 120 - 170 120 - 160 120 - 170 150 - 210 100 - 120

New Zealand 90 - 140 70 - 90 70 - 100 120 - 160 140 - 180 80 - 110

DESIGN/ENGINEERING

Discipline

Tech** OIM

Ops Support

Engineer

Ops

Superintendent Ops Manager

WA 85 - 120 190 - 250 100 - 150 150 - 200 220 - 300

QLD 70 - 110 N/A 100 - 140 130 - 180 200 - 260

NSW 70 - 90 N/A 80 - 110 120 - 180 190 - 260

VIC 70 - 100 N/A 90 - 130 120 - 170 170 - 260

SA 80 - 110 170 - 220 90 - 130 140 - 180 180 - 250

NT 85 - 120 N/A 100 - 150 150 - 200 210 - 300

New Zealand 60 - 80 190 - 240 100 - 130 110 - 150 180 - 250

* Discipline Engineer - Discipline (E&I/Mech/Process/Corrosion/Materials/Reliability)

** Discipline Tech - Discipline (E&I/Mech/Process)




NOTES:

OIL & GASGeosciences & Petroleum Engineering

GEOSCIENCES

Graduate

Geoscientist

Intermediate

Geoscientist

Senior

Geoscientist

Lead

Geoscientist

Exploration

Manager

Technical

Assistant

WA 70 - 110 90 - 130 160 - 230 220 - 280 230 - 300 60 - 110

QLD 65 - 95 90 - 140 120 - 230 200 - 280 230 - 300 80 - 110

NSW 65 - 95 90 - 130 120 - 185 180 - 250 210 - 290 70 - 95

VIC 65 - 85 80 - 130 130 - 200 180 - 250 220 - 290 75 - 95

SA 70 - 100 80 - 130 140 - 180 175 - 245 215 - 285 75 - 100

NT 70 - 110 90 - 140 150 - 230 200 - 280 230 - 300 80 - 110

New Zealand 60 - 80 90 - 120 130 - 170 180 - 280 230 - 300 50 - 70

Geologist Hydrogeologist

Environmental

Geologist Petrophysicist

WA 120 - 230 120 - 200 120 - 200 150 - 230

QLD 120 - 200 110 - 190 N/A 140 - 220

NSW 120 - 190 100 - 170 100 - 150 150 - 230

VIC 140 - 190 N/A N/A N/A

SA 120 - 150 90 - 130 90 - 130 130 - 160

NT 120 - 200 120 - 200 120 - 200 140 - 220

New Zealand 50 - 120 50 - 120 50 - 120 50 - 120

PETROLEUM/RESERVOIR ENGINEERING

Graduate

Engineer

Intermediate

Engineer

Senior

Engineer Lead Engineer

Engineering

Manager

WA 75 - 100 100 - 160 160 - 220 170 - 240 230 - 300

QLD 75 - 100 100 - 160 140 - 200 170 - 240 220 - 300

NSW 70 - 90 95 - 135 120 - 150 130 - 190 180 - 220

VIC 70 - 90 85 - 140 130 - 180 150 - 210 170 - 290

SA 70 - 85 90 - 130 130 - 180 170 - 220 200 - 250

NT 75 - 125 120 - 180 160 - 220 185 - 240 230 - 300

New Zealand 60 - 80 70 - 100 100 - 120 130 - 190 180 - 220

DRILLING

Drilling

Engineer

Senior

Drilling

Engineer

Drilling

Manager

LWD/MWD

Engineer Rig Manager

WA 145 - 180 180 - 240 240 - 320 110 - 160 180 - 250

QLD 145 - 180 170 - 240 240 - 320 120 - 150 160 - 200

NSW 110 - 150 150 - 190 200 - 270 N/A 155 - 185

VIC 120 - 170 150 - 200 210 - 290 N/A 155 - 190

SA 130 - 170 180 - 220 200 - 250 110 - 140 150 - 200

NT 145 - 180 170 - 240 240 - 320 90 - 140 165 - 195

New Zealand 150 - 180 180 - 230 250 - 300 N/A N/A

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