HaysSalaryGuide 2012 AU NRG Oil Res

2012 HAYS SALARY GUIDE
SHARING OUR EXPERTISE

Salary and recruiting trends across Australia & New Zealand
YEARS OF EXPERIENCE
36
LOCATIONS IN THE REGION
38
CONSULTANTS IN
AUSTRALIA & NEW ZEALAND
850+
TEMPORARY & CONTRACT
STAFF ENGAGED WEEKLY
12,000
PEOPLE PLACED IN
PERMANENT JOBS EACH YEAR
15,000
THANK YOU FEEDBACK DISCLAIMER

Hays would like to express our gratitude to all We welcome any feedback or comments The Hays Salary Guide is representative of a
those organisations that participated in our regarding this guide whether positive or value added service to our clients, prospective
online survey and provided such invaluable negative to ensure that it continues to be clients and candidates. Whilst every care is
feedback, which we feel has contributed to relevant to Australian and New Zealand taken in the collection and compilation of data,
making this the most accurate and up to date organisations across all industries. Please the guide is interpretive and indicative, not
survey of its kind in Australia and New Zealand. address any suggestions to your local Hays conclusive.
A list of all contributors who kindly gave their office or to:
permission to be named as participants can be Therefore information should be used as a
found on our website. Hays guideline only and should not be reproduced in
Level 11, Chifley Tower, total or by section without written prior
This Guide is reproduced in full in PDF format 2 Chifley Square permission from Hays.
and can be requested from our website – Sydney NSW 2000
hays.com.au and hays.net.nz E: salaryguide@hays.com.au
2 | 2012 Hays Salary Guide

CONTENTS
EMPLOYER QUESTIONNAIRE RESULTS

4 Market Overview & Trends
SALARY INFORMATION
29 Accountancy & Finance
31 Commerce & Industry - Financial Executives
38 Commerce & Industry - Financial Services
40 Commerce & Industry - Accounting Support
44 Professional Practice
59 Banking
71 Insurance
77 Office Support
82 Contact Centres
86 Human Resources
Western Australia, Queensland and the Northern 89 Sales & Marketing

Territory are firmly in the express lanes of 93 Retail
Australia’s economy and there is no denying that
95 Logistics
the surging staffing needs of organisations involved
in Australia’s resources boom have driven the jobs 98 Procurement
market forward over the past year. 100 Legal
They have also, to some degree, insulated Australia from 105 Life Sciences
economic woes in the Eurozone and volatility in the world’s
107 Healthcare
major stock markets. New Zealand’s economy meanwhile
continues to recover from the Christchurch earthquake and 109 Education
employers are now more positive in their outlook.
110 Policy & Strategy
Employers involved in Australia’s resources boom are not the 112 Information Technology
only ones hiring. Despite a barrage of negative headlines in
the media, the reality is that organisations across Australia 120 Construction, Architecture & Engineering
and New Zealand are hiring and specialist professionals 122 Architecture
remain in short supply – both within and outside our mining 123 Engineering
and resources industry. 126 Construction
128 Local Government
There is also a wide-ranging understanding from employers in
all industries that to find and retain the best people remains a 129 Property & Facilities Management
challenge. Often the candidates that are available do not 130 Property
match all the requirements employers have. There is still a
132 Facilities Management
shortage of the right candidates to fill vacancies and
competition for the top talent remains. 133 Manufacturing & Operations
For the most part, candidates with skills in demand have more 135 Energy
realistic salary expectations compared to last year. While 136 Design Engineering
some employers will increase salaries, the savvier amongst 137 Operations & Maintenance
them are designing a comprehensive retention and 138 Project Development
engagement package that includes not only a realistic salary
but also a development pathway and a range of innovative 139 Resources & Mining
benefits to compete for candidates with the unique 148 Oil & Gas
combination of skills needed.
149 Project Development
Nick Deligiannis 152 Operations & Maintenance
Managing Director, Hays Australia & New Zealand 153 Geosciences & Petroleum Engineering
2012 Hays Salary Guide | 3

MARKET OVERVIEW & TRENDS
SKILLS SHORTAGES
INTENSIFY

The demand for candidates in a broad range of
industries across Australia and New Zealand can be
easily overshadowed by the colossal staffing needs
of those involved in Australia’s resources boom. Our
survey clearly shows that not only are employers
across most industries continuing to register both
permanent and temporary jobs, but for positions in
demand skills shortages have intensified over the past
year in both countries.
According to our survey of employers, skills shortages are
most prominent at the junior to mid management level for
operations staff (up ten per cent year-on-year), followed
by technical (up ten per cent), accountancy & finance (up
four per cent), sales & marketing (up seven per cent) and
engineering (up nine per cent). Compared to last year’s
findings, these skills shortages have clearly become more
intense over the year.
Perhaps that’s why 59 per cent of employers would consider
employing or sponsoring a qualified overseas candidate in
skill-short areas.
In terms of vacancy activity, 39 per cent of employers
increased permanent staff levels in their department over
the last 12 months. Over the coming year, 40 per cent expect
permanent staff levels to increase, of which the overwhelming
majority will be full-time staff.
Meanwhile 15 per cent of employers said they employ
temporary or contract staff on a regular ongoing basis and a
further 45 per cent said they employ them for special projects
or workloads. Looking ahead, 17 per cent expect their use of
temporary and contract staff to increase.
In response, employers are increasing salaries, albeit
moderately. According to our survey, 44 per cent increased
salaries in their last review less than three per cent, while 46
per cent increased between three and six per cent. A lucky 10
per cent received increases above six per cent.
It should come as no surprise that the mining and resources
industry led the way when it came to salary increases;
55 per cent of employers increased salaries between three
and six per cent while a further 20 per cent increased above
six per cent.
This was closely followed by professional services, where
53 per cent of employers increased salaries between three and
six per cent and 17 per cent increased above six per cent.
Looking ahead, the mining and resources industry has the
highest expectations for future salaries increases, followed by
professional services.
In other key findings, 84 per cent of workplaces allow for
flexible work practices, with part-time employment and
flexible working hours or compressed working weeks the most
popular options, followed by flex-place (such as working from
home or alternative location).
Staff turnover increased in 30 per cent of organisations,
indicating that candidates have become more confident about
seeking new challenges, while business activity increased in
60 per cent of organisations and remained steady in a further
22 per cent.

SALARY POLICY
1. On average in your last review, by what percentage did you increase salaries?
Across all industries:
9% 35% 46% 8% 2%
Less than From 3% From 6% More than
Nil
3% to 6% to 10% 10%
For specific industry:
Advertising & Media

10% 38% 33% 19%
Construction, Property & Engineering 3%

10% 26% 49% 12%
Financial Services 3%
9% 30% 51% 7%
Hospitality, Travel & Entertainment 2%

7% 53% 38%
IT & Telecommunications
14% 27% 45% 9% 5%
Less than From 3% From 6% More

Nil
3% to 6% to 10% than 10%

For specific industry continued:
Manufacturing 2%
1%
10% 44% 43%
Mining & Resources

6% 19% 55% 12% 8%
Professional Services
7% 23% 53% 17%
Public Sector 2%
6% 45% 43% 4%
Retail 2%
9% 49% 35% 5%
Transport & Distribution 1%

1%
7% 53% 38%
Other 2%
9% 42% 43% 4%

SALARY POLICY
2. When you next review, by what percentage do you intend to increase salaries?
6% 46% 42% 5% 1%
Less than From 3% From 6% More than
Nil
3% to 6% to 10% 10%
For specific industry:
Advertising & Media

5% 48% 38% 9%
Construction, Property & Engineering 1%

7% 39% 46% 7%
Financial Services
10% 42% 43% 5%
Hospitality, Travel & Entertainment 2%

7% 60% 31%
IT & Telecommunications 3%
1%
4% 42% 50%
Less than From 3% From 6% More

Nil
3% to 6% to 10% than 10%

For specific industry continued:
Manufacturing 2%
4% 59% 35%
Mining & Resources 2%

30% 55% 13%
Professional Services 1%
5% 39% 46% 9%
Public Sector
6% 53% 41%
Retail 2%
2%
12% 46% 38%
Transport & Distribution 3%

6% 54% 37%
Other 2%
9% 50% 39%

SALARY POLICY
3. Does your company offer flexible salary packaging?
Yes 77% No 23%
Of those who answered yes, the following benefits were indicated as being commonly offered to...
All employees More than 50% Less than 50% Few employees
Car 12% 9% 25% 54%
Bonuses 28% 18% 21% 33%
Private health insurance 28% 5% 9% 58%
Parking 39% 13% 15% 33%
Salary sacrifice 53% 9% 12% 26%
Above mandatory superannuation 31% 6% 11% 52%
Private expenses 13% 5% 14% 68%

RECRUITMENT TRENDS
4. Over the last 12 months, have permanent staff levels in your department...
Across all departments:
18% 43% 39%

Remained
Decreased Increased
the same
For specific departments:
Accountancy & Finance

20% 51% 29%
Engineering
24% 24% 52%
Human Resources
16% 46% 38%
Information Technology
24% 43% 33%
Remained
Decreased Increased
the same

RECRUITMENT TRENDS
For specific departments continued:
Marketing
12% 50% 38%
Operations
21% 34% 45%
Project Management
34% 31% 35%
Purchasing
14% 72% 14%
Sales
26% 22% 52%
Other
16% 34% 50%
Remained
Decreased Increased
the same

5. Over the coming year, do you expect permanent staff levels to...
10% 50% 40%

Remain
Decrease Increase
the same

10% 64% 26%
Engineering
12% 24% 64%
Human Resources
10% 51% 39%
16% 46% 38%
Remain
Decrease Increase
the same

RECRUITMENT TRENDS
Marketing
12% 25% 63%
Operations
10% 43% 47%
Project Management
12% 42% 46%
Purchasing
57% 43%
Sales
9% 48% 43%
Other
8% 42% 50%
Remain
Decrease Increase
the same

6. If you expect staffing levels to increase, please specify how:
85% 18% 15%

Full time/ Employment Employment
permanent of part-time of casual staff
staff staff (on your payroll)
17% 3% 2%
Temporary/
Mixture, other
contractors Job sharing (inc. overseas recruitment,
(through an employment acquisitions)
consultancy)
Note: Multiple choices permitted.

RECRUITMENT TRENDS
7. How often do you employ temporary/contract staff?
15% 45% 40%

Regular Special Exceptional
ongoing projects/ circumstances/
basis workloads never

7% 34% 59%
Engineering
28% 48% 24%
Human Resources
16% 51% 33%
8% 57% 35%
Marketing
12% 63% 25%
Regular Special Exceptional

ongoing projects/ circumstances/
basis workloads never

Operations
16% 45% 39%
Project Management
27% 46% 27%
Purchasing
71% 29%
Sales
39% 31% 30%
Other
19% 36% 45%

RECRUITMENT TRENDS
8. In the next 12 months, do you expect your use of temporary/contract staff to...
10% 73% 17%

Remain
Decrease Increase
the same

10% 82% 8%
Engineering
4% 60% 36%
Human Resources
11% 74% 15%
13% 68% 19%
Marketing
88% 12%
Remain
Decrease Increase
the same

Operations
10% 69% 21%
Project Management
8% 61% 31%
Purchasing
28% 43% 29%
Sales
9% 56% 35%
Other
11% 69% 20%
9a. D
o you think that skill shortages are likely to impact the effective operation
of your business/department?
31% 48% 21%
Yes - in a Yes -
No
minor way signifcantly

RECRUITMENT TRENDS
9b. I n skill-short areas, would you consider employing or sponsoring
a qualified overseas candidate?
Yes 59% No 41%
10. For which areas have you recently found it difficult to recruit?
Junior to mid Senior Junior to mid Senior
management management management management
Accountancy & Finance 19% 11% Operations 21% 11%
Distribution 4% 1% Purchasing 4% 1%
Engineering 18% 11% Sales & Marketing 18% 9%
Human Resources 5% 3% Technical 19% 9%
IT 14% 5% Other 18% 6%
11. D
oes your workplace allow for flexible work practices?
Yes 84% No 16%
12. If yes, which practices do you currently offer?
78% 78% 56% 27%

Flexible working Flex-place
Part-time
hours/compressed (such as working from Job sharing
employment home or alternative)
working weeks
27% 16% 12%

Flexible leave
options Career breaks Phased retirement
(such as purchased leave)
Note: Multiple choices permitted.

HUMAN RESOURCES TRENDS
13. Has overtime/extra hours in your organisation over the last 12 months...
10% 63% 27%

Remained
Decreased Increased
the same
By how much?
Per week Month end Year end
None 16% 27% 31%
5 hours or less 33% 19% 11%
5 - 10 hours 41% 30% 17%
More than 10 hours 10% 24% 41%
14. For non-award staff in your organisation, is overtime/extra hours worked...
Paid 37% Unpaid 63%
15. Is it your policy to counter-offer staff when they resign? 1%

59% 40%
No Sometimes Yes
Of those you counter-offered, on average, did they....
3% 25% 32% 40%

Stay less than Stay Stay longer
Leave anyway
3 months 3 - 12 months than 12 months

HUMAN RESOURCES TRENDS
16. Over the last 12 months has your staff turnover rate:
17% 53% 30%

Remained
Decreased Increased
the same
17. W
hich factors do you think have the most impact on your organisation’s employment
brand in the market?
Career path/training and development available
The company’s financial health and stability
The company’s products or services
An individual’s ‘fit’ with the company’s vision, culture and values
Direct/indirect experience of the company
Salary and benefits
Work/life balance
0% 20% 40% 60% 80% 100%
Not Minor Very Extremely

Important
important Importance important important

18. How well do you think your organisation rates in terms of perception on the following factors?
Career path/training and development available
The company’s vision, culture and values
Direct/indirect experience of the company
Salary and benefits
Work/life balance
0% 20% 40% 60% 80% 100%
Poor Okay Good Very well Excellent

ECONOMIC OUTLOOK
19. In the past 12 months, has business activity...
18% 22% 60%

Remained
Decreased Increased
the same
20. In the next 12 months, do you envisage business activity...
6% 22% 72%
Remaining
Decreasing Increasing
the same
For specific industries:
Advertising & Media

6% 19% 75%
Construction, Property & Engineering

6% 25% 69%
Financial Services
5% 16% 79%
Remaining
Decreasing Increasing
the same

For specific industries continued:
Hospitality, Travel & Entertainment

15% 24% 61%
IT & Telecommunications
4% 10% 86%
Manufacturing
16% 19% 65%
Mining & Resources

8% 15% 77%
Professional Services
4% 27% 69%
Public Sector
4% 25% 71%
Retail
4% 29% 67%

ECONOMIC OUTLOOK
For specific industries continued:
Transport & Distribution

4% 19% 77%
Other
5% 27% 68%
Remain
Decrease Increase
the same
21. What are the key factors driving your business activity?
Interest rates
10% 49% 41%
Currency/forex rates
16% 41% 43%
Consumer/business confidence
47% 42% 11%
Significant Some
No impact
impact impact

21. What are the key factors driving your business activity? (continued)
Capex investment (by customers)

23% 37% 40%
Projects driven (by Federal or State Government)

30% 37% 33%
Current economic conditions

58% 37% 5%
Natural disaster restoration (New Zealand and Queensland only)

28% 43% 29%
Significant Some
No impact
impact impact
22. Do you see the general outlook for the economy in the forthcoming 6-12* months as...
16% 57% 27%

Weakening Static Strengthening
*This data was collected during March 2012.

SALARY INFORMATION
SALARIES & SECTOR OVERVIEWS
SECTION TWO
SALARY
INFORMATION
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.
Finance Director/CFO
SENIOR QUALIFIED ACCOUNTANTS (Turnover up to $50m)
175
NSW - Sydney
TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN 140 - 200
NOTES ON SALARIES
• Additional super • Study assistance • Professional memberships • All salaries shown exclude
• Health cover • Parking • School fees superannuation
• Interest free loans • Share options in company • New Zealand salaries are represented
• Car/car allowance • Laptops in New Zealand dollars
• Cash bonuses • Vehicle expenses
Salary range Typical salary

ENERGY
SECTOR OVERVIEW
AUSTRALIA
The deepening of Australia’s energy skills shortage has been the Looking ahead, on the back of mining development and
most dominant trend over the past year. Across the country several infrastructure upgrades the next 12 months will continue to see
areas of high demand but low supply now exist. strong demand for energy professionals. Companies will continue to
In Queensland the growth of the mining sector and the upgrade and reassess their candidate attraction strategies and make
ongoing maintenance of the electricity network are fuelling demand for improvements. Salary pressure is also likely to remain as employers
experienced Lineworkers, technical Tradespeople, Primary & Secondary act to secure appropriate resources.
Design Engineers, Project Managers, Operations Managers, HV
Substation Engineers, Supervisors, Transmission Line Engineers and NEW ZEALAND
Technicians and operations and maintenance candidates. Better economic conditions and increased electricity usage is
Major resources projects are also fuelling high demand in Western creating demand for new power stations and improved supply routes
Australia, along with stand alone power generation projects and new across both the South and North Islands. The national grid owner has
and upgraded transmission and distribution networks. While demand outlined a multi-million dollar investment over the next three to five
exists across the board, Design Engineers within transmission and years to replace and upgrade the infrastructure. This has filtered
distribution experience, Project Managers and Supervisors with down to other local service providers and contractors who are also
power generation construction experience and Electrical/Mechanical busy recruiting talent.
Engineers with coal and gas operations and maintenance experience Demand is high for industry experienced transmission and
are most highly sought. As a result, salaries have increased by distribution personnel from trade level right through to management
approximately 10 to 20 per cent. level. An increased shortage of Design and Project Managers of lines
In South Australia, demand is evident for Senior Design Engineers, and substations, trade qualified Electrical Fitters, Line Mechanics,
particularly those with primary, secondary and protection experience Protection Technicians and Glove & Barrier Line Mechanics has also
and experienced Project Managers. Salaries have increased for these been reported across the industry.
candidates, but not to a sufficient level to attract candidates from This has been compounded by the increased demand for the same
interstate. While employers are mindful of the wage disparity with skill sets offshore, particularly from Australia, where salaries on offer
other states, senior management is rarely prepared to match are attractive, and migration for local workers is simple. New Zealand
interstate salaries in order to secure suitable candidates. As a result, employers are trying to attract and retain valued employees by
many senior candidates have been lured interstate. promoting the local lifestyle, however it is difficult to compete with
In Victoria, transmission and distribution maintenance work is the lure of higher wages.
creating demand for Primary and Secondary Design Engineers and Due to the skills shortage, New Zealand’s energy industry will need
Transmission Line Design Engineers. The retirement of baby boomers to consider internationally competitive salary levels, training, or
is also fuelling demand for senior candidates. Salaries are increasing utilising a flexible workforce to ensure projects are not put at risk.
for these candidates, particularly in the design consultancies and
Salaries have increased over the last 12 months, with the largest
power contracting companies as they attempt to keep candidates
gains occurring in rural areas with smaller populations as opposed to
away from the booming resources states.
the larger cities where they have remained reasonably constant.
Similarly, in New South Wales we also continue to see a large volume Christchurch is likely to be a unique market compared to other
of work within the transmission and distribution industry. Capital metropolitan areas once the construction and rebuild work gets into
expenditure to improve network capacity is entering the construction full swing. The strong demand for energy professionals will increase,
phase and creating high demand for Construction Managers, Project which will push salaries up and draw candidates out of other regions,
Managers, Site Managers, Site Engineers, Lineworkers and HV amplifying the shortage in smaller locations.
Electricians. This increase in demand is causing salaries and wages
to increase.
Towards the end of 2012 a large scale solar flagship project will also
add to candidate demand in the state, and possibly salary pressure.
Adding to Australia’s skills shortage is the challenge of attracting
candidates to remote locations and competition with the mining and
oil & gas sectors, where salaries are higher. In the mining states, the
cost of accommodation in areas affected by the mining boom is
another challenge. As a result employers, particularly in regional
Queensland, are offering relocation allowances or accommodation to
encourage rural working or relocation.
We have also seen counter offers increase along with the provision of
additional incentives as employers attempt to retain current staff.
Another popular strategy to help overcome the skills shortage is to
consider candidates with transferable skills. In a welcome trend, the
‘Employers, particularly
energy industry is attracting candidates from other industries. While
energy professionals previously often moved to mining or oil & gas
for a higher salary or continuity of work, today we are seeing a
in regional Queensland,
greater number of skilled professionals electing to remain within the
energy industry. In fact, the trend has now reversed in some cases,
and we are seeing candidates without traditional energy
are offering relocation
backgrounds looking to move into power. This is a welcome trend,
since to overcome the skills shortage employers will consider
candidates with transferable skills.
allowances or
Also adding to the candidate pool are overseas candidates. Some
companies are becoming more open to sponsoring international
candidates, particularly those from the UK and New Zealand.
accommodation
Interstate recruitment is also on the rise, particularly in Western
Australia and Queensland. to encourage rural
working or relocation.’
ENERGY
DESIGN ENGINEERING
TRANSMISSION & DISTRIBUTION/ Senior Design Principal Design Engineering
GENERATION Design Engineer* Engineer* Engineer Manager Design Manager
NSW - Sydney 80 - 100 100 - 140 145 - 170 165 - 195 110 - 150
VIC - Melbourne 85 - 105 115 - 140 140 - 160 145 - 185 130 - 155
QLD - Brisbane 70 - 100 110 - 140 120 - 160 150 - 185 110 - 160
WA - Perth 90 - 110 130 - 160 150 - 175 160 - 195 160 - 195
SA - Adelaide 80 - 100 100 - 130 135 - 155 150 - 185 130 - 155
NT - Darwin 85 - 115 115 - 150 120 - 170 145 - 190 130 - 170
NZ - Auckland 70 - 90 90 - 120 120 - 140 130 - 150 130 - 150
Senior Design Project Engineer Senior Project

Design Drafter Drafter (EPCM) Engineer (EPCM)
NSW - Sydney 50 - 80 70 - 100 80 - 115 130 - 170
VIC - Melbourne 70 - 85 80 - 110 90 - 115 135 - 170
QLD - Brisbane 55 - 90 75 - 95 85 - 110 125 - 160
WA - Perth 75 - 100 85 - 110 130 - 160 150 - 190
SA - Adelaide 55 - 75 75 - 95 80 - 115 125 - 160
NT - Darwin 65 - 85 80 - 110 115 - 140 125 - 170
NZ - Auckland 55 - 70 70 - 80 70-85 90 - 110
Power Systems Protection Transmission Line

Engineer Engineer Design Engineer Project Manager
NSW - Sydney 80 - 120 75 - 110 110 - 150 130 - 175
VIC - Melbourne 95 - 125 75 - 115 85 - 120 135 - 175
QLD - Brisbane 80 - 140 75 - 125 90 - 140 100 - 170
WA - Perth 100 - 145 90 - 135 125 - 160 145 - 190
SA - Adelaide 85 - 115 85 - 125 90 - 130 120 - 160
NT - Darwin 95 - 140 100 - 130 90 - 140 135 - 180
NZ - Auckland 90 - 120 90 - 120 90 - 120 110 - 130
Wind Farm Geothermal

RENEWABLE Engineer Solar Engineer Engineer Technician
NSW - Sydney 95 - 135 80 - 125 80 - 110 65 - 80
VIC - Melbourne 95 - 125 85 - 125 85 - 115 65 - 85
QLD - Brisbane 95 - 125 75 - 115 90 - 135 65 - 95
WA - Perth 100 - 145 100 - 120 120 - 140 80 - 100
SA - Adelaide 100 - 130 100 - 120 90 - 120 70 - 90
NT - Darwin N/A 105 - 125 95 - 125 75 - 110
NZ - Auckland 80 - 110 90 - 120 90 - 115 70 - 90
NOTES ON SALARIES NOTES ON CLASSIFICATIONS

• All salaries shown exclude
superannuation
*Design Engineer - Discipline
(Mechanical/Process/Elec/I&C)
• New Zealand salaries are represented
in New Zealand dollars

ENERGY
OPERATIONS & MAINTENANCE
Control Room Control Room Maintenance Maintenance Asset Engineer
OPERATIONS & MAINTENANCE Operator Manager Superintendent Planning/Scheduler (3-7yrs)*
NSW - Sydney 75 - 100 85 - 120 85 - 100 80 - 105 85 - 110
VIC - Melbourne 80 - 110 95 - 125 85 - 100 90 - 115 90 - 115
QLD - Brisbane 75 - 95 85 - 125 110 - 140 100 - 120 80 - 115
WA - Perth 125 - 145 140 - 160 130 - 160 130 - 160 140 - 180
SA - Adelaide 80 - 110 95 - 125 95 - 125 95 - 130 95 - 120
NT - Darwin 85 - 95 95 - 125 105 - 140 100 - 130 90 - 130
NZ - Auckland 70 - 110 90 - 120 70 - 110 70 - 110 70 - 90
Instrumentation
Leading Hand Electrician Mechanical Fitter Technician Line Worker
NSW - Sydney 65 - 80 65 - 75 65 - 75 65 - 85 70 - 100
VIC - Melbourne 65 - 85 70 - 80 70 - 85 70 - 90 70 - 100
QLD - Brisbane 65 - 110 60 - 85 60 - 85 65 - 80 75 - 90
WA - Perth 95 - 125 90 - 110 90 - 110 110 - 130 85 - 115
SA - Adelaide 75 - 100 80 - 100 70 - 90 75 - 100 70 - 100
NT - Darwin 90 - 125 85 - 110 85 - 110 90 - 120 80 - 120
NZ - Auckland 70 - 90 65 - 75 65 - 75 75 - 90 N/A

superannuation
*Engineer (Mechanical/Electrical)


ENERGY
PROJECT DEVELOPMENT
PROJECT DELIVERY Project Manager Project Engineer* Construction Manager Site Superintendent
NSW - Sydney 140 - 175 80 - 120 140 - 175 110 - 140
VIC - Melbourne 130 - 170 85 - 130 130 - 165 110 - 140
QLD - Brisbane 120 - 155 90 - 125 140 - 170 95 - 130
WA - Perth 135 - 185 130 - 160 160 - 200 140 - 160
SA - Adelaide 125 - 160 85 - 125 130 - 160 110 - 135
NT - Darwin 120 - 160 110 - 140 120 - 160 95 - 140
NZ - Auckland 90 - 120 80 - 100 120 - 140 70 - 80
Commissioning Commissioning
Site Engineer Engineer Manager
NSW - Sydney 65 - 95 110 - 135 135 - 175
VIC - Melbourne 75 - 115 120 - 140 140 - 170
QLD - Brisbane 75 - 110 115 - 160 130 - 170
WA - Perth 110 - 150 150 - 180 160 - 200
SA - Adelaide 75 - 100 120 - 150 150 - 180
NT - Darwin 80 - 120 100 - 150 140 - 170
NZ - Auckland 75 - 90 90 - 150 120 - 200
PROJECT SERVICES Estimator Senior Estimator Planner/Scheduler Planning Manager

NSW - Sydney 90 - 130 140 - 180 80 - 120 120 - 160
VIC - Melbourne 95 - 115 115 - 150 85 - 105 110 - 145
QLD - Brisbane 85 - 130 110 - 155 95 - 135 130 - 155
WA - Perth 110 - 150 150 - 180 150 - 180 160 - 200
SA - Adelaide 100 - 120 120 - 140 120 - 140 130 - 160
NT - Darwin 85 - 120 115 - 150 100 - 135 95 - 150
NZ - Auckland 65 - 90 90 - 120 65 - 85 90 - 120
Contracts Contracts
Administrator Manager OHS Supervisor OHS Manager
NSW - Sydney 80 - 110 110 - 140 90 - 115 105 - 120
VIC - Melbourne 85 - 110 110 - 145 95 - 120 115 - 140
QLD - Brisbane 80 - 115 110 - 150 90 - 120 115 - 135
WA - Perth 90 - 125 140 - 170 135 - 185 160 - 220
SA - Adelaide 80 - 110 110 - 145 90 - 110 105 - 120
NT - Darwin 85 - 115 120 - 150 100 - 130 100 - 150
NZ - Auckland 55 - 65 90 - 100 60 - 80 80 - 100

superannuation
*Mechanical/Electrical/
Instrumentation & Controls

OIL & GAS
SECTOR OVERVIEW
AUSTRALIA
Australia’s oil & gas industry continues to gain momentum and the All in all there is a lot of salary pressure across Australia’s oil and gas
outlook remains bright, particularly in the contract market where industry. But some relief could be in sight given the number of
continued growth is expected for both technical and specialist professionals now looking to enter the industry from other heavy
trades roles. industrial environments. This could potentially ease some of the
One of the biggest trends over the past year has been the increase in salary pressure for companies that are prepared to consider these
contract rates. Contractors are being paid over and above their candidates and their transferable skills, despite their lack of oil and
permanent counterparts, which is increasing the level of candidate gas experience.
interest in temporary roles. The benefit is mutual as employers prefer Another major trend to watch in the year ahead will be the change
to recruit contractors for the greater flexibility they provide while to expatriate packages. The overall remuneration of expatriates will
candidates profit from the higher rates. be impacted by the Australian Government’s decision to withdraw
Another major trend has been the salaries on offer in Western LAFHA (Living Away From Home Allowance). This will either further
Australia and Queensland. Candidates are increasingly willing to tighten the labour shortage as staff and contractors leave due to
relocate to these two oil & gas heartlands to take advantage of these their reduced income, or it will force employers to increase salaries
salaries. In order to compete, employers in other states are showing by 10 to 20 per cent to make up the shortfall.
more flexibility on salaries, although most still remain well below
those on offer in Queensland and Western Australia. NEW ZEALAND
The Northern Territory will become a major oil and gas hub and the Despite the global downturn, the outlook for employment across
labour shortage will intensify in the year ahead given the needs of the oil and gas sector in New Zealand has remained positive. This is
the Ichthys LNG project. With 4,000 workers needed for this project primarily driven by consistent international demand for oil and the
alone, and major LNG projects coming on line in Queensland and recovery in oil prices. However volatility remains, and given global
Western Australia, other major projects are finding themselves conditions there has not been a wholesale increase in salaries.
increasingly short of quality candidates. The New Zealand market has been buoyed by the recent increase in
On top of the thousands of construction personnel needed in the exploration activity and the increased interest in offshore drilling
Northern Territory, there is also a specific demand for Mechanical opportunities. Even with the current uncertainties there is still a
Engineers with static equipment experience, Project Engineers and broad and deep skills shortage. The static nature of permanent
Process Engineers. The number of companies focusing on succession salaries has not helped New Zealand’s attractiveness in what is a
planning has created a need for a large number of Senior and truly internationally competitive market for specialised talent.
Principal Engineers. The levels of permanent employment remain steady but there has
Western Australia needs high calibre Engineers, particularly within been an increase in the use of contract labour. Concurrently, many
the process/flow assurance and subsea sectors. Senior Mechanical skilled candidates are not willing to permanently relocate to New
and Electrical Engineers and project controls staff also remain in Zealand to work in the oil and gas fields on contract roles, since
short supply. more attractive and permanent opportunities are available offshore.
In most demand in Queensland are Geologists, Reservoir Engineers, If planned exploration opportunities proceed the demand for
Drilling Engineers, Gas Exploration Project Managers with onshore specialists will increase. A broad spectrum of skills will be needed,
experience in unconventional gas, Project Control candidates and from exploration, project design and development, construction,
Registered Professional Engineer of Queensland (RPEQ) asset operations and maintenance, geosciences and petroleum
candidates. In addition, extensive exploration and well development engineering to subsea and offshore engineering, equipment
programs have increased the need for Health & Safety Advisors, Rig manufacture, supply and service, logistics, specialist trades and
Managers and Drilling Engineers. labour and corporate services.
In South Australia, demand has increased for blue collar personnel It is expected that salaries for permanent roles will increase over the
within the drilling industry as well as maintenance candidates since coming 12 months. This increase will gather momentum in line with
the current pipeline structure has aged and will need both constant the wider global economy. Locally, our resource friendly Government
maintenance and major upgrades over the next few years. plans to open new oil and gas opportunities, which will also have a
positive effect on salaries as demand increases.
A number of interstate companies have moved into South Australia
and are establishing local teams. This will increase opportunities for
both senior and entry level candidates across the board.
New South Wales is seeing the greatest demand for intermediate
and senior level Engineers. There is a shortage of candidates with
five to ten years of experience who have the potential to be future
‘Across Australia, EPCM
business leaders.
In Victoria, skill shortages exist across the board but particularly for
candidates with 15 to 20 years of experience, including Project
organisations are
Engineers with 10 or more years of experience. We are seeing a slow
but gradual increase in the salaries offered to entice candidates to
remain or return to Victoria.
attractive to candidates
We noted above that salaries are highest in Western Australia and
Queensland. Salaries in South Australia are still below those offered
in Western Australia and Queensland, although the state is becoming
for their higher salaries.
more competitive.
New South Wales faces a similar issue, but it is augmented by the
This of course is a huge
challenge for smaller
number of candidates interested in working offshore. But despite this
growing shortage of quality candidates, employers in the state are
not willing to increase base salary packages. They are instead
offering attractive relocation packages and bonus schemes to
attempt to attract candidates.
Across the country, EPCM organisations are attractive to candidates
organisations trying to
secure top talent.’
for their higher salaries. This of course is a huge challenge for smaller
organisations trying to secure top talent.

OIL & GAS
PROJECT DEVELOPMENT
Graduate Design Senior Design Principal/Lead
DESIGN/ENGINEERING Engineer Engineer* Engineer Engineer
WA 65 - 95 90 - 135 140 - 180 160 - 250
QLD 60 - 90 80 - 140 140 - 180 160 - 200
NSW 55 - 75 75 - 120 120 - 150 160 - 180
VIC 65 - 75 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 - 100 115 - 150
Engineering Senior Design Design

Manager Drafter Manager
WA 220 - 285 90 - 130 150 - 190
QLD 230 - 280 80 - 120 140 - 180
NSW 180 - 230 80 - 110 120 - 180
VIC 180 - 250 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
Graduate Senior Principal/

SUBSEA DESIGN/ENGINEERING Engineer Engineer Engineer Lead Engineer Manager
WA 60 - 90 110 - 160 160 - 220 180 - 250 225 - 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 - 130 130 - 180 160 - 220 180 - 250
SA 70 - 90 90 - 130 130 - 190 180 - 220 200 - 250
NT 60 - 90 80 - 125 150 - 220 180 - 250 200 - 325
New Zealand 40 - 50 70 - 90 90 - 110 110 - 130 150 - 200

superannuation
* These salaries represent Onshore
salaries - for Offshore you can
*Design Engineer - Discipline (Civil/
Mechanical/Process/Elec/I&C)
• New Zealand salaries are represented typically add 15-20 per cent

OIL & GAS
PROJECT DEVELOPMENT
Senior
Planning Contracts Contracts
PROJECT DELIVERY/CONTROLS Planner Senior Planner Manager Admin Admin Cost Engineer
WA 120 - 160 140 - 180 170 - 220 80 - 130 120 - 190 120 - 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 70 - 90 90 - 120 120 - 150 55 - 75 75 - 100 80 - 100
Project
Senior Cost Commercial Controls Commissioning Commissioning
Engineer Manager Manager Engineer Manager
WA 155 - 210 200 - 275 200 - 300 120 - 170 150 - 210
QLD 120 - 180 170 - 250 180 - 240 110 - 160 160 - 200
NSW 150 - 190 160 - 230 140 - 200 110 - 150 150 - 190
VIC 120 - 180 150 - 210 150 - 190 90 - 130 130 - 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 - 130 130 - 160 100 - 140 70 - 110 110 - 150
Project Senior Project Project Senior Project

Engineer*x Engineer Manager Manager Superintendent**x
WA 120 - 190 165 - 230 170 - 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 - 160 150 - 200 170 - 220 100 - 140
SA 90 - 150 130 - 180 150 - 200 180 - 220 140 - 180
NT 120 - 190 165 - 230 170 - 220 195 - 240 140 - 180
New Zealand 80 - 100 100 - 120 110 - 170 170 - 200 80 - 90

superannuation
x
These salaries represent onshore
salaries - for offshore you can
*P
roject Engineer - Discipline (Civil/
Structural/Mechanical/Process/Elec/I&C)
typically add 15-20 per cent
** SStructural/Mechanical/Process/Elec/I&C)
uperintendent - Discipline (Civil/

Onshore Offshore QA/QC Corporate
PROJECT DELIVERY/CONTROLS HSEQ Advisor/Officer Advisor/Officer HSE Manager Manager HSE Manager
WA 90 - 140 180 - 260 165 - 240 135 - 175 220 - 300
QLD 90 -140 N/A 140 - 180 120 - 170 160 - 200
NSW 80 - 120 N/A 120 - 200 110 - 160 190 - 250
VIC 90 - 125 N/A 130 - 200 120 - 150 160 - 230
SA 90 - 140 180 - 260 150 - 200 130 - 170 180 - 240
NT 90 - 160 150 - 200 170 - 245 135 - 175 220 - 300
New Zealand 90 - 120 90 - 120 100 - 160 85 - 120 150 - 180
Senior Senior Installation Vessel Mgr/

Technician Technician Installation Installation Manager/ Marine Ops
SUBSEA PROJECT DELIVERY (non degree) (non degree) Engineer Engineer Client Rep Manager
WA 80 - 120 100 - 160 130 - 175 160 - 220 180 - 260 160 - 220
QLD N/A N/A N/A N/A N/A N/A
NSW N/A N/A N/A N/A N/A N/A
VIC N/A N/A N/A N/A N/A N/A
SA 80 - 120 100 - 160 125 - 160 140 - 180 180 - 220 160 - 220
NT 80 - 120 100 - 160 130 - 175 160 - 220 180 - 260 160 - 220
New Zealand 60 - 80 70 - 90 90 - 110 100 - 140 120 - 150 130 - 150
NOTES ON SALARIES
superannuation

OIL & GAS
OPERATIONS & MAINTENANCE
Discipline Maintenance Maintenance Production Production
OPERATIONS & MAINTENANCE Engineer* Planner Supervisor Superintendent Manager
WA 135 - 180 120 - 170 120 - 160 120 - 170 150 - 210
QLD 110 - 150 90 - 150 100 - 145 120 - 170 150 - 200
NSW 110 - 150 100 - 140 110 - 140 110 - 150 150 - 190
VIC 90 - 150 85 - 140 90 - 130 110 - 150 140 - 200
SA 130 - 160 110 - 150 120 - 140 130 - 160 150 - 200
NT 135 - 180 120 - 170 120 - 160 120 - 170 150 - 210
New Zealand 90 - 140 75 - 100 80 - 100 120 - 160 140 - 180
Ops Support Ops

Discipline Tech** OIM Engineer Superintendent Ops Manager
WA 85 - 120 190 - 250 100 - 150 150 - 200 210 - 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 - 120 250 100 - 150 150 - 200 210 - 300
New Zealand 60 - 80 190 - 240 100 - 130 110 - 150 180 - 250

superannuation
* DMech/Process/Corrosion/Materials/
iscipline Engineer - Discipline (E&I/ ** DMech/Process/Corrosion/Materials/
iscipline Tech - Discipline (E&I/
• New Zealand salaries are represented Reliability) Reliability)


OIL & GAS
GEOSCIENCES & PETROLEUM ENGINEERING
Graduate Intermediate Senior Lead Exploration Technical
GEOSCIENCES Geoscientist Geoscientist Geoscientist Geoscientist Manager Assistant
WA 70 - 110 90 - 140 150 - 230 200 - 280 230 - 300 80 - 110
QLD 70 - 110 90 - 160 130 - 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 - 190 180 - 250 200 - 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 - 170 200 - 280 230 - 300 50 - 70
Environmental
Geologist Hydrogeologist Geologist Petrophysicist
WA 120 - 200 120 - 200 120 - 200 140 - 220
QLD 160 - 220 110 - 190 160 - 240
NSW 120 - 190 100 - 170 100 - 150 150 - 230
VIC 140 - 190 N/A N/A N/A
SA N/A N/A N/A N/A
NT 120 - 200 120 - 200 120 - 200 140 - 220
New Zealand 50 - 120 50 - 120 50 - 120 50 - 120
Graduate Intermediate Senior Engineering

PETROLEUM/RESERVOIR ENGINEERING Engineer Engineer Engineer Lead Engineer Manager
WA 75 - 100 100 - 160 140 - 200 170 - 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 - 130 120 - 160 140 - 200 170 - 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
NOTES ON SALARIES
superannuation

OIL & GAS
GEOSCIENCES & PETROLEUM ENGINEERING
Senior
DRILLING Drilling Engineer Drilling Engineer Drilling Manager LWD/MWD Engineer
WA 145 - 180 170 - 240 240 - 320 90 - 140
QLD 145 - 180 170 - 240 240 - 320 120 - 150
NSW 110 - 150 150 - 190 200 - 270 N/A
VIC 100 - 150 150 - 200 190 - 280 N/A
SA 130 - 170 180 - 220 200 - 250 110 - 140
NT 145 - 180 170 - 240 240 - 320 90 - 140
New Zealand 150 - 180 180 - 230 250 - 300 N/A
NOTES ON SALARIES
superannuation

RESOURCES & MINING
SECTOR OVERVIEW
AUSTRALIA
To say the booming resources & mining sector is the highlight of Of course the greatest salary increases have been seen in Western
Australia’s recruitment landscape is an understatement. New major Australia, most notably for Mine Managers, certain areas of
projects as well as expansions and of course the ongoing skills Occupational Health and Safety, Geologists, Engineers and in
shortage is fuelling a very active and fierce race for the top talent. maintenance and production. Contract rates have increased.
In Western Australia, this race for talent is most notable for Mine But even in Western Australia this is not a universal trend and some
Managers, Quarry Managers, Mine and Exploration Geologists, Mining companies are relying on the quality of their benefits, rosters, camp
Engineers, Surveyors, maintenance professionals, Process Engineers and accommodation or project strength to attract and retain staff.
Metallurgists. HD Fitters and Electricians in maintenance and Drillers and
Another notable salary trend has occurred in New South Wales
Machine Operators in production are also highly sought after.
where the gap is closing with Queensland and Western Australia
In Queensland many projects have now commenced and a huge (excluding FIFO benefits or site uplifts). Employers in New South
increase in demand for skilled professionals will be seen. Technical Wales are also using the residential lifestyle to attract candidates.
Managers, Mining Engineers, Maintenance Superintendents,
In South Australia, companies are increasing salaries but remain
Environmental Engineers, Study Managers in port and rail operations,
reluctant to compete with other mining states by matching salaries. In
Electrical tradespeople and Electrical Engineers are all needed. Given
Tasmania, the salary disparity with the mainland continues.
the planned development of a series of mines over the coming three
to four years, the current severe shortage of talent will very quickly Despite the ongoing skills shortage, the needs of the resources and
turn into a market defining drought. mining industry are so particular that a new phrase has been coined
to describe the unique talent needed. The term ‘orange collar’
In the Northern Territory, the Ichthys project and other LNG projects are
evolved from the fluorescent orange, high visibility uniform
attracting top talent away from the resources and mining sector. Add
commonly worn by employees in the sector.
the expansion of existing mines and demand is high for Geotechnical
Engineers, Geologists, Scheduling and Planning Engineers, skilled HD Orange collar staff are identified by their highly technical and
Fitters, Auto Electricians, Boilermakers and E&I Technicians. specialist skills. They are likely to work in remote locations, and are
typified by their level of relevant training, adherence to compliance
In New South Wales a large pipeline of major projects and new
and long-term commitment to a project.
mining operations is creating demand for design & construction
experts, Construction Managers, Project Managers and Civil, The sheer number of mining projects in Australia will see employers
Mechanical and Electrical Engineers. Operational staff across continue to compete for orange collar candidates over the year ahead.
production, engineering, maintenance, health, safety & environment,
training and processing are sought. Consistent with last year, Mining NEW ZEALAND
Engineers, Geologists, Geotechnical Engineers, skilled tradespeople Following the well publicised challenges and tragedy of the previous
and statutory ticket holders are in demand. year, 2011/2012 saw the mining industry start to recuperate, with the
South Australia is entering an unprecedented phase of growth. With development of new mining ventures on the West Coast of the South
an exciting pipeline of projects across iron ore and base metals in Island. With local mining companies already struggling to find the
addition to uranium expansion, the demand for Engineers, Geologists required staff, this increased competition has intensified demand. As
and tradespeople has never been higher. New underground mines, a result, established mine sites are attempting to retain valued staff
billion dollar open pit iron ore studies and the emergence of coal-to- as they compete with increased salaries and the ever present and
gas have increased demand for Mine Engineers. In design and buoyant Australian mining sector.
construction, intermediate Engineers with heavy industry experience Skills shortages and wage inflation have impacted on recruitment
are needed. Skilled Diesel Mechanics, Digger Operators and Drillers trends. Companies are taking a serious approach to attracting talent
are in short supply. In geosciences, mid-level Mine and Exploration who can add significant value. Greater flexibility including reduced
Geologists are needed. hours, accommodation, flexible rosters and fly-in, fly-out (FIFO)
Victoria has seen a steady increase in both operational activity and options to the West Coast from other New Zealand regions are being
exploration across an increasing range of mineral resources. The offered to top talent.
demand for Geotechnical Engineers, Surveyors, Geologists and Skills shortages exist at the senior level for Engineers, Managers and
Mining Engineers is high, with serious candidate shortages affecting Superintendents. Maintenance crews and Diesel Mechanics are
productivity. EPCM’s and design consultancies require Senior difficult to attract and retain and are constantly exposed to offshore
Engineers across all disciplines with suitable candidates increasingly recruitment campaigns. The aggressive attraction strategies of these
hard to come by. offshore companies have seen some local companies offer salaries
In Tasmania a major gold producer has increased the life of their that match their Australian counterparts. At the same time, they are
mine by five years, which has created operational job opportunities. promoting the West Coast lifestyle as a key differentiator.
Investing heavily in exploration, they feel this number could double The challenges of the past 12 months have ensured that mining
to ten years, which would create further employment opportunities salaries remained constant and at manageable levels, although this is
moving forward. Demand also exists for Senior Mining Engineers, set to change. The thriving mining industry in both Western
Maintenance Superintendents and Geologists across the state. Australian and Queensland, combined with increased activity in New
In response to the skills shortage, many employers are turning to Zealand’s mining sector will intensify the competition for talent.
contract staff, interstate candidates or sponsorship to fill skills gaps. Salary expectations and demands will increase as a result.
They are becoming more flexible in terms of experience and will provide
training to get a candidate to the required level. At the trades level they
will recruit candidates with heavy industrial experience and there has
been an increase in graduate vacancies and apprenticeships.
Mining specific universities in Europe and North America are the
target for a number of mining companies looking to secure
graduates. They are also looking further afield to source specific
tradespeople and skilled operators that qualify for a 457 visa.
Retention is an increasingly important priority and benefits are rising
as a result. They include health insurance, novated car leases, share
options, income protection, flexible super contributions, long service
leave and even part time rosters. Improved FIFO rosters are offered.

RESOURCES & MINING
Maintenance Maintenance Maintenance Mechanical Eng Electrical Eng
MAINTENANCE Superintendent Planner Supervisor Mid level 3-7yrs Mid level 3-7yrs
WA 150 - 180 120 - 160 130 - 170 120 - 150 120 - 150
QLD 160 - 180 120 - 145 140 - 160 95 - 120 95 - 130
NSW 160 - 180 100 - 130 130 - 150 90 - 120 90 - 120
VIC 120 - 150 100 - 130 90 - 110 80 - 110 78 - 110
SA 115 - 140 90 - 135 85 - 130 80 - 120 85 - 130
TAS 105 - 130 85 - 105 80 - 105 75 - 100 75 - 100
NT 130 - 180 100 - 140 100 - 140 115 - 145 155 - 145
New Zealand 115 - 180 80 - 110 75 - 95 70 - 100 70 - 100
Boiler Maker/ Instrumentation

Leading Hand Mechanical Fitter Electrician Welder Technician
WA 135 - 170 120 - 150 120 - 140 120 - 140 130 - 160
QLD 100 - 130 80 - 95 90 - 120 90 - 110 90 - 110
NSW 100 - 125 90 - 115 90 - 120 75 - 90 80 - 110
VIC 90 - 110 80 - 100 80 - 120 80 - 100 80 - 100
SA 85 - 110 70 - 110 85 - 120 75 - 110 85 - 110
TAS 80 - 95 70 - 85 70 - 85 75 - 85 75 - 85
NT 95 - 115 100 - 120 90 - 120 90 - 120 90 - 120
New Zealand 90 - 110 90 - 110 80 - 95 80 - 95 80 - 95
Underground/ Technical Senior Mining Mining

METALLIFEROUS MINING ENGINEERING Mine Manager Quarry Manager Services Mgr Engineer Engineer
WA 200 - 285 160 - 200 200 - 230 150 - 170 100 - 145
QLD 180 - 230 150 - 180 180 - 250 160 - 190 120 - 150
NSW 160 - 250 130 - 160 180 - 210 130 - 160 90 - 130
VIC 180 - 220 100 - 120 170 - 200 140 - 160 100 - 130
SA 160 - 250 130 - 160 140 - 180 120 - 150 85 - 130
TAS 150 - 200 110 - 140 130 - 170 120 - 140 90 - 120
NT 150 - 230 150 - 200 160 - 180 130 - 170 110 - 150
New Zealand 160 - 250 120 - 175 N/A 95 - 130 90 - 120
NOTES ON SALARIES
• In WA/SA all salaries are based •F
or all other states, salaries are • New Zealand salaries are represented
on 9&5 and 2&1 rosters excluding based on residential positions in New Zealand dollars
superannuation and additional excluding superannuation and
benefits. additional benefits.

Graduate Geo - Technical Senior
METALLIFEROUS MINING ENGINEERING Mining Engineer Engineer Chief Surveyor Surveyor Mine Surveyor
WA 90 - 100 120 -160 155 - 170 135 - 155 100 - 135
QLD 70 - 90 115 - 150 130 - 170 120 - 150 110 - 130
NSW 60 - 90 130 - 160 150 - 170 120 - 150 100 - 120
VIC 60 - 80 110 - 130 90 - 115 90 - 120 75 - 100
SA 60 - 80 120 -160 120 - 140 110 - 125 90 - 120
TAS 60 - 85 105 - 130 95 - 120 85 - 115 70 - 90
NT 70 - 90 120 - 160 120 - 160 135 - 155 90 - 135
New Zealand 60 - 70 N/A 75 - 120 90 - 140 60 - 110
NOTES ON SALARIES
• In WA/SA all salaries are based • For all other states, salaries are • New Zealand salaries are represented
on 9&5 and 2&1 rosters excluding based on residential positions in New Zealand Dollars
METALLIFEROUS Chief Senior Mine Mine Graduate

GEOLOGY - MINING Geologist Geologist Geologist Geologist
WA 180 - 240 125 - 170 90 - 125 75 - 95
QLD 150 - 200 130 - 160 110 - 140 75 - 90
NSW 140 - 200 120 - 160 80 - 120 60 - 80
VIC 150 - 180 120 - 150 100 - 120 65 - 75
SA 145 - 180 110 - 140 90 - 120 65 - 80
TAS 120 - 160 95 - 115 80 - 100 55 - 70
NT 160 - 200 110 - 160 90 - 130 80 - 95
New Zealand 110 - 130 100 - 150 70 - 95 50 - 60
Pit Technician/
METALLIFEROUS Exploration Senior ExplorationExploration Geological
GEOLOGY - EXPLORATION Manager Geologist Geologist Field Assistant Technician
WA 160 - 210 130 - 170 100 - 135 65 - 90 65 - 90
QLD 150 - 200 120 - 150 95 - 130 65 - 90 70 - 95
NSW 150 - 200 120 - 150 70 - 120 50 - 90 50 - 90
VIC 150 - 180 130 - 160 100 - 125 60 - 80 50 - 80
SA 130 - 180 110 - 140 90 - 120 65 - 80 60 - 70
TAS 120 - 150 95 - 130 80 - 100 55 - 70 55 - 70
NT 150 - 205 120 - 165 100 - 130 70 - 95 80 - 95
New Zealand 100 - 140 100 - 120 70 - 90 50 - 60 45 - 55
NOTES ON SALARIES
• In WA/SA all salaries are based • For all other states, salaries are • New Zealand salaries are • In Queensland more employers
on 9&5 and 2&1 rosters excluding based on residential positions represented in New Zealand dollars are offering fly-in fly-out (FIFO)
superannuation and additional excluding superannuation and options, which has been taken
benefits. additional benefits. into consideration in these salaries
presented.

RESOURCES & MINING
Process Engineer Senior Graduate
MINERAL PROCESSING Process Manager - Mid level 3-7yrs Metallurgist Metallurgist Metallurgist
WA 180 - 250 100 - 140 130 - 165 90 - 125 75 - 85
QLD 170 - 200 90 - 110 120 - 160 80 - 100 60 - 75
NSW 170 - 190 80 - 100 100 - 130 80 - 100 60 - 75
VIC 170 - 200 85 - 110 110 - 135 85 - 100 60 - 75
SA 125 - 160 95 - 120 110 - 130 80 - 110 60 - 75
TAS 150 - 180 70 - 100 100 - 125 75 - 100 55 - 70
NT 170 - 220 100 - 130 115 - 155 90 - 120 60 - 80
New Zealand 150 - 200 75 - 100 105 - 135 75 - 100 55 - 70
Mill Metallurgical Laboratory

Superintendent Shift Supervisor Mill Operator Technician Technician
WA 145 - 185 115 - 160 80 - 110 65 - 80 65 - 80
QLD 125 - 160 85 - 110 80 - 100 60 - 70 60 - 75
NSW 130 - 155 85 - 105 65 - 80 60 - 70 60 - 70
VIC 120 - 140 90 - 120 80 - 100 60 - 70 50 - 70
SA 120 - 155 75 - 90 70 - 90 55 - 75 55 - 70
TAS 110 - 140 75 - 90 65 - 80 55 - 70 50 - 70
NT 110 - 165 90 - 140 70 - 100 70 - 85 70 - 85
New Zealand 120 - 150 80 - 95 70 - 85 60 - 75 55 - 75
MOBILE PLANT Workshop Boiler Maker/

- SURFACE MAINTENANCE Supervisor HD Fitter Auto Electrician Welder Service Person
WA 130 - 165 140 - 170 140 - 160 115 - 150 110 - 130
QLD 130 - 150 120 - 130 120 - 135 110 - 120 85 - 95
NSW 95 - 130 90 - 120 90 - 120 80 - 95 70 - 90
VIC 95 - 125 85 - 120 90 - 120 85 - 100 70 - 95
SA 95 - 130 95 - 140 80 - 140 90 - 120 80 - 100
TAS 85 - 110 80 - 110 75 - 95 65 - 85 70 - 85
NT 110 - 150 110 - 140 110 - 140 100 - 140 80 - 120
New Zealand 85 - 110 80 - 95 75 - 95 80 - 95 55 - 65
NOTES ON SALARIES

MOBILE PLANT Open Pit Excavator Dump Truck
- SURFACE OPERATORS Supervisor Operator Operator Driller All-Rounder
WA 140 - 160 100 - 130 90 - 110 110 - 130 100 - 130
QLD 110 - 140 125 - 140 110 - 125 110 - 130 120 - 130
NSW 110 - 140 90 - 120 75 - 110 75 - 115 80 - 120
VIC 105 - 140 90 - 115 70 - 110 75 - 120 80 - 115
SA 110 - 140 75 - 120 85 - 100 75 - 120 85 - 120
TAS 90 - 110 70 - 90 60 - 85 70 - 95 65 - 85
NT 90 - 160 100 - 130 90 - 110 100 - 130 100 - 130
New Zealand 70 - 100 60 - 85 55 - 65 70 - 110 65 - 85
MOBILE PLANT Workshop Boiler Maker/

- UNDERGROUND MAINTENANCE Supervisor HD Fitter Auto Electrician Welder
WA 130 - 160 130 - 150 130 - 150 110 - 150
QLD 120 - 140 120 - 140 120 - 130 110 - 130
NSW 105 - 120 80 - 115 90 - 120 80 - 115
VIC 85 - 130 85 - 120 90 - 115 85 - 115
SA 90 - 130 90 - 130 80 - 130 70 - 120
TAS 80 - 100 80 - 100 80 - 100 70 - 85
NT 120 - 140 110 - 140 110 - 140 100 - 140
New Zealand 100 - 130 80 - 110 80 - 100 80 - 95
MOBILE PLANT Underground Jumbo Bogger

- UNDERGROUND OPERATORS Supervisor Operator Operator Service Crew
WA 130 - 150 140 - 180 110 - 150 90 - 130
QLD 130 - 150 110 - 130 105 - 120 90 - 105
NSW 130 - 150 110 - 130 110 - 135 90 - 110
VIC 105 - 145 130 - 150 110 - 130 85 - 105
SA 100 - 140 110 - 120 80 - 100 90 - 110
TAS 90 - 110 85 - 110 80 - 105 60 - 75
NT 90 - 120 135 - 170 110 - 150 90 - 130
New Zealand 90 - 130 130 - 160 110 - 140 70 - 90
NOTES ON SALARIES

RESOURCES & MINING
COAL - HEALTH SAFETY ENVIRONMENT OH&S Manager/

& TRAINING POSITIONS HSE Manager Superintendent OH&S Coordinator OH&S Officer
WA 170 - 220 150 - 170 130 - 145 100 - 125
QLD 160 - 185 120 - 160 75 - 110 80 - 100
NSW 180 - 220 140 - 200 90 - 120 90 - 120
VIC 140 - 180 90 - 120 80 - 100 70 - 95
TAS 110 - 170 N/A 80 - 100 70 - 90
SA 140 - 170 120 - 160 75 - 120 55 - 90
New Zealand 100 - 150 90 - 130 80 - 95 70 - 90
Environmental Environmental
Superintendent Coordinator Environmental Officer Training Coordinator
WA 145 - 185 90 - 150 75 - 90 120 - 140
QLD 145 - 185 90 - 150 75 - 90 80 - 90
NSW 140 - 170 110 - 140 90 - 120 100 - 120
VIC 90 - 120 65 - 85 65 - 85 60 - 75
TAS 90 - 120 75 - 100 65 - 90 65 - 90
SA 120 - 160 80 - 120 65 - 90 80 - 100
New Zealand 90 - 110 90 - 110 80 - 100 80 - 100
NOTES ON SALARIES

Technical
COAL - TECHNICAL Project Services Senior Mining Mine Planning
ENGINEERING/MANAGEMENT Mine Manager CHPP Manager Manager Manager Engineer Engineer
QLD 200 - 250 180 - 220 140 - 200 180 - 200 160 - 180 120 - 150
NSW 180 - 230 170 - 220 180 - 220 180 - 230 150 - 180 130 - 150
VIC 150 - 200 130 - 170 120 - 150 90 - 140 100 - 130 90 - 120
New Zealand 130 - 175 110 - 145 120 - 165 110 - 160 95 - 120 90 - 110
Drill & Blast Graduate Statutory

Engineer Mining Engineer Engineer Surveyor Surveyor
QLD 100 - 120 120 - 150 70 - 100 125 - 165 110 - 130
NSW 130 - 160 90 - 120 80 - 100 130 - 160 100 - 130
VIC 90 - 100 100 - 130 60 - 80 90 - 110 70 - 90
New Zealand 80 - 105 120 - 150 60 - 70 100 - 130 60 - 80
Production Open Cut

COAL - PRODUCTION MANAGEMENT Superintendent Undermanager Deputy Examiner
QLD 140 - 180 150 - 180 120 - 150 150 - 180
NSW 160 - 180 180 - 200 130 - 180 140 - 180
VIC 100 - 130 N/A N/A 90 - 110
SA 100 - 135 N/A 120 - 140 90 - 110
New Zealand 90 - 135 115 - 130 105 - 120 N/A
Senior
Senior Exploration Exploration
COAL GEOLOGY Geologist Mine Geologist Manager Geologist
QLD 135 - 150 115 - 135 180 - 230 135 - 150
NSW 150 - 180 120 - 160 180 - 210 160 - 180
VIC 110 - 130 70 - 100 130 - 160 110 - 140
SA 115 - 135 80 - 115 140 - 180 120 - 150
New Zealand 140 - 160 120 - 140 120 - 180 140 - 170
Project Exploration Graduate

Geologist Geologist Geologist
QLD 90 - 110 100 - 135 75 - 90
NSW 100 - 130 90 - 120 60 - 90
VIC 80 - 95 80 - 95 65 - 75
SA 90 - 120 85 - 120 70 - 90
New Zealand 70 - 95 120 - 140 50 - 65
NOTES ON SALARIES

RESOURCES & MINING
Maintenance Engineering Maintenance Maintenance Maintenance

COAL - MAINTENANCE ENGINEERING Manager Manager Superintendent Supervisor Planner
QLD 180 - 210 160 - 200 160 - 180 120 - 140 100 - 130
NSW 160 - 200 170 - 200 150 - 180 125 - 140 90 - 130
VIC 120 - 150 110 - 140 110 - 130 80 - 110 100 - 130
SA 135 - 180 150 - 180 125 - 150 110 - 130 100 - 135
New Zealand 100 - 120 110 - 130 110 - 130 110 - 130 110 - 130
Statutory Statutory Electrical

Mechanical Mechanical Electrical Engineer Longwall
Engineer Engineer (3-7yrs) Engineer (3-7 yrs) Coordinator
QLD 120 - 150 90 - 125 120 - 150 90 - 115 150 - 170
NSW 150 - 200 90 - 130 150 - 200 90 - 130 120 - 140
VIC 90 - 120 80 - 100 90 - 120 80 - 100 N/A
SA 130 - 150 90 - 130 130 - 150 90 - 130 N/A
New Zealand 120 - 130 120 - 130 120 - 160 120 - 160 125 - 135
Instrumentation Boiler Maker/

COAL - TRADES Electrician Technician Mechanical Fitter Welder Leading Hand
QLD 125 - 145 130 - 150 110 - 135 110 - 135 140 - 160
NSW 100 - 125 120 - 140 90 - 110 90 - 120 100 - 120
VIC 80 - 110 85 - 115 80 - 105 85 - 110 95 - 125
SA 80 - 120 80 - 110 80 - 100 85 - 110 100 - 120
New Zealand 80 - 100 80 - 100 90 - 110 70 - 90 75 - 95
NOTES ON SALARIES
Senior Project
Engineering Principal/ Project Senior Design Design Engineer
INDUSTRIAL DESIGN Manager Lead Engineer Manager Engineer Engineer (EPCM)
WA 250 - 280 170 - 210 260 - 330 140 - 170 100 - 130 120 - 160
QLD 200 - 260 180 - 230 180 - 250 130 - 170 85 - 120 120 - 170
NSW 170 - 220 140 - 170 130 - 150 100 - 130 80 - 110 130 - 160
VIC 180 - 220 150 - 180 150 - 220 100 - 150 70 - 110 110 - 150
SA 150 - 200 125 - 170 120 - 160 120 - 140 100 - 130 100 - 145
TAS 150 - 190 110 - 140 110 - 140 90 - 110 80 - 100 90 - 120
NT 200 - 250 165 - 210 160 - 240 120 - 170 110 - 130 135 - 170
New Zealand 140 - 220 95 - 130 110 - 160 80 - 140 60 - 90 70 - 130
NOTES ON SALARIES
• Salaries are based on residential •N
ew Zealand salaries are represented
positions excluding superannuation in New Zealand dollars
and additional benefits.

Project Design
Engineer Manager/ Senior Design Piping
INDUSTRIAL DESIGN (EPCM) Chief Drafter Drafter Design Drafter Designer
WA 90 - 120 130 - 170 100 - 130 70 - 95 95 - 140
QLD 90 - 120 140 - 200 85 - 130 65 - 100 65 - 100
NSW 80 - 130 100 - 130 80 - 115 70 - 90 80 - 100
VIC 80 - 120 110 - 150 100 - 130 70 - 100 80 - 110
SA 80 - 110 100 - 130 85 - 110 50 - 85 85 - 125
TAS 80 - 110 110 - 160 80 - 140 70 - 100 80 - 140
NT 110 - 145 115 - 170 75 - 120 70 - 95 100 - 120
New Zealand 70 - 100 70 - 90 60 - 75 40 - 60 60 - 95
NOTES ON SALARIES
• Salaries are based on residential • New Zealand salaries are represented
positions excluding superannuation in New Zealand dollars
and additional benefits.
Project
Construction Engineer
Project Manager/ Senior Planning Contracts (Civil/Mech/
INDUSTRIAL CONSTRUCTION Manager Superintendent Estimator Manager Manager Elec)
WA 190 - 240 160 - 230 170 - 200 160 - 200 160 - 240 120 - 150
QLD 190 - 250 170 - 230 160 - 220 160 - 220 160 - 220 130 - 180
NSW 140 - 220 150 - 220 125 - 170 120 - 170 130 - 180 100 - 150
VIC 180 - 220 180 - 200 120 - 150 140 - 170 150 - 180 90 - 135
SA 140 - 200 130 - 180 130 - 150 120 - 180 125 - 180 110 - 140
TAS 120 - 160 120 - 160 100 - 130 110 - 130 110 - 130 80 - 110
NT 160 - 240 140 - 200 155 - 200 140 - 200 140 - 200 120 - 160
New Zealand 120 - 180 90 - 130 90 - 120 90 - 120 80 - 120 80 - 120
Site Engineer
Contracts Site (Civil/Mech/
Estimator Administrator Planner Supervisor Elec) Safety Advisor
WA 110 - 140 100 - 140 110 - 140 110 - 140 95 - 115 90 - 120
QLD 100 - 150 100 - 140 90 - 140 100 - 150 100 - 140 90 - 140
NSW 75 - 125 90 - 130 100 - 140 100 - 150 70 - 120 90 - 140
VIC 110 - 130 80 - 120 110 - 140 80 - 110 80 - 120 80 - 110
SA 100 - 150 80 - 120 100 - 160 100 - 150 75 - 115 90 - 125
TAS 80 - 120 80 - 110 80 - 110 80 - 110 80 - 115 80 - 100
NT 110 - 150 95 - 140 90 - 140 110 - 150 110 - 140 110 - 130
New Zealand 60 - 80 60 - 80 75 - 100 80 - 100 70 - 110 80 - 100
NOTES ON SALARIES
• Salaries are based on residential • Site allowances are paid on base • New Zealand salaries are represented
positions excluding superannuation salary and range from 15 to 45 per in New Zealand dollars
and additional benefits. cent depending on location.

Australia Our international reach -
operating in 32 countries
New South Wales
Sydney Australia
Chifley Tower T: 02 8226 9600
O'Connell Street T: 02 9249 2200 Austria
Spring Street T: 02 9221 5852
City South T: 02 9280 3577 Belgium
North Sydney T: 02 9957 5733 Brazil
Chatswood T: 02 9411 8122
Parramatta T: 02 9635 1133 Canada
Liverpool T: 02 9601 8822
Burwood T: 02 9744 3344 Chile
Hurstville T: 02 9580 8333 China
Newcastle T: 02 4925 3663
Wollongong T: 02 4222 0100 Columbia
Victoria Czech Republic
Melbourne
360 Collins St T: 03 9604 9604 Denmark
410 Collins St T: 03 8638 8400
France
St Kilda Rd T: 03 9804 5313
Mulgrave T: 03 8562 4250 Germany
Moonee Ponds T: 03 9326 2149
Camberwell T: 03 9946 3500 Hong Kong
Geelong T: 03 5226 8000 Hungary
Queensland
Brisbane India
Brisbane T: 07 3243 3000 Ireland
Brisbane City T: 07 3231 2600
Mt. Gravatt T: 07 3349 6563 Italy
Ipswich T: 07 3817 1900 Japan
Gold Coast T: 07 5571 0751
Townsville T: 07 4771 5100 Luxembourg
Maroochydore T: 07 5412 1100
Chermside T: 07 3259 4900 Mexico
ACT Netherlands
Canberra T: 02 6257 6344
New Zealand
Western Australia
Perth T: 08 9254 4595 Poland
South Australia Portugal
Adelaide T: 08 8231 0820
Russia
Tasmania
Hobart T: 03 6234 9554 Singapore
Launceston T: 03 6333 9400
Spain
Northern Territory
Darwin T: 08 8943 6000 Sweden
New Zealand Switzerland
Auckland T: 09 377 4774 United Arab Emirates
North Auckland T: 09 917 8824
South Auckland T: 09 525 1333 United Kingdom
Wellington T: 04 471 4490
Christchurch T: 03 377 6656 United States of America
HAYS and the H device are protected by trade mark and design laws in many jurisdictions. Copyright © Hays plc 2012. 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 written
permission of the owner, is prohibited. The commission of any unauthorised act in relation to the work may result in civil or criminal actions.
This Guide is reproduced in full in PDF format and can be requested from our website hays.com.au and hays.net.nz
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SHARING OUR EXPERTISE

THANK YOU FEEDBACK DISCLAIMER

2 | 2012 Hays Salary Guide

EMPLOYER QUESTIONNAIRE RESULTS

Western Australia, Queensland and the Northern 89 Sales & Marketing

2012 Hays Salary Guide | 3

4 | 2012 Hays Salary Guide

2012 Hays Salary Guide | 5

For specific industry:

Advertising & Media

Construction, Property & Engineering 3%

Hospitality, Travel & Entertainment 2%

Less than From 3% From 6% More

6 | 2012 Hays Salary Guide

Mining & Resources

Transport & Distribution 1%

2012 Hays Salary Guide | 7

For specific industry:

Advertising & Media

Construction, Property & Engineering 1%

Hospitality, Travel & Entertainment 2%

Less than From 3% From 6% More

8 | 2012 Hays Salary Guide

Mining & Resources 2%

Transport & Distribution 3%

2012 Hays Salary Guide | 9

Yes 77% No 23%

10 | 2012 Hays Salary Guide

18% 43% 39%

For specific departments:

Accountancy & Finance

2012 Hays Salary Guide | 11

12 | 2012 Hays Salary Guide

10% 50% 40%

For specific departments:

Accountancy & Finance

2012 Hays Salary Guide | 13

14 | 2012 Hays Salary Guide

85% 18% 15%

Note: Multiple choices permitted.

2012 Hays Salary Guide | 15

15% 45% 40%

For specific departments:

Accountancy & Finance

Regular Special Exceptional

16 | 2012 Hays Salary Guide

2012 Hays Salary Guide | 17

10% 73% 17%

For specific departments:

Accountancy & Finance

18 | 2012 Hays Salary Guide

31% 48% 21%

2012 Hays Salary Guide | 19

Yes 59% No 41%

Yes 84% No 16%

12. If yes, which practices do you currently offer?

78% 78% 56% 27%

27% 16% 12%

Note: Multiple choices permitted.

20 | 2012 Hays Salary Guide

10% 63% 27%

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