HaysSalaryGuide 2014 AU It Oil

KEEP TRACK OF
THE TRENDS
INSIGHTS FROM
THE EXPERTS
The 2014 Hays Salary Guide: Salary & Recruiting Trends
GET READY
FOR THE HIRING
TURNAROUND
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.
Its 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, its 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 years 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: salaryguide@hays.com.au
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
MARKET OVERVIEW & TRENDS
THE SKILLS
SHORTAGE
CHALLENGE
ARE YOUR
PLANS IN
PLACE?
4 | 2014 Hays Salary Guide
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 years 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 offered 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 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. Reecting 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 nance
headcount unchanged, while 24% plan increases.
As an indicator of the preference for a 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
effectiveness of their operations would be impacted by not nding the
right skills for their business. In skill-short areas, 64% of employers would
consider employing or sponsoring a qualied overseas candidate.
The largest area of skills shortage appears to be junior to mid
management talent in both operations and accountancy and 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 offering such opportunities.
Furthermore 42% said it is an individuals t with the companys 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
1. Average % increases from last reviews: across all industries
12%57% 27% 3% 1%
Nil
Less than 3%
From 3% to 6%
From 6% to 10%
More than 10%
MARKET OVERVIEW & TRENDS: SALARY POLICY
For specic industries:

3
20
55
15
10
31
46
14
Professional Services
Advertising & Media

42
25
47
22
11
8
28
63
Public Sector
Construction, Property & Engineering

42
9
51
34
2
23
Financial Services
52
23
Resources & Mining

3
10
23
67
17
70
10
Retail
Hospitality, Travel & Entertainment

1
13
54
26
1
8
62
29
Transport & Distribution
IT & Telecommunications
21
11
61
Manufacturing
25
3
10
Other
62
25
SALARY INCREASES
2. When you next review, by what percentage do you intend to increase salaries? across all industries
9% 64% 24% 2% 1%
Nil
Less than 3%
From 3% to 6%
From 6% to 10%
More than 10%
25
5 60
10
51
32
Advertising & Media

21
11
22
64
70
21
Public Sector

4
7
54
35
18
62
20
Resources & Mining
Financial Services
2
4
17
77
5
79
15
Retail
11
12
58
24
62
12
24
11
9
66
Manufacturing
23
1
9
70
20
Other
MARKET OVERVIEW & TRENDS: SALARY POLICY & RECRUITMENT TRENDS
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% 48% 27% 8% 4%

Nil
Less than 3%
From 3% to 6%
From 6% to 10%
More than 10%

3
9
55
36
16
17
53
11
Advertising & Media
42
14
13
27
40
28
57
Public Sector
3
10
22
51
30
60
35
32
25
6 56
29
25
6 50
13
42
33
58
Manufacturing
10
13
Retail
22
38
Resources & Mining
Financial Services
10
18
26
17
Other
49
28
BENEFITS
3. Does your company offer exible salary packaging?
78% 22%
YES
NO
Of those who answered yes, the following benets were indicated as being commonly offered 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 sacrice
55%
9%
12%
24%
Above mandatory superannuation
42%
6%
7%
45%
Private expenses
12%
5%
12%
71%
Other
31%
6%
8%
55%
STAFFING
4. Over the last 12 months, have permanent staff levels in your department... across all departments
23%
43%
34%
Decreased
Remained the same
Increased
For specic departments:

18
54
28
31
Accountancy & Finance

10
19
Distribution
30
39
39
35
33
30
37
Project Management
43
37
Human Resources
29
26
Operational Management
Engineering
20
36
Marketing
71
31
33
31
Information Technology
31
46
23
Purchasing/Procurement
40
23
46
31
Sales
STAFFING
5. Over the coming year, do you expect permanent staff levels to... across all departments
15%
51%
34%
Decrease
Remain the same
Increase

14
62
24

19
62
19
49
42
MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS
43
22
42
53
31
43
43
35
Project Management
Human Resources
20
15
Engineering
16
56
Marketing
Distribution
9
5 39
27
50
23
37
12
51
37
Sales
6. If you expect staffing levels to increase, please specify how:
79%
25%
Full time/
permanent staff
Temporary/
contractors
(through an employment
consultancy)
3%
Job sharing
2%
Mixture, other
(inc. overseas recruitment,
acquisitions)
Note: Multiple choices permitted.
16%
15%
Employment of
part-time staff
Employment
of casual staff
(on your payroll)
STAFFING
7. How often do you employ temporary/contract staff? across all departments
35%
44%
21%
Exceptional
circumstances/never
Special projects/
workloads
Regular ongoing
basis

48
40
12

14
33
53
33
19
38
29
50
23
Engineering
22
45
33
Project Management
32
48
20
Human Resources
23
50
Marketing
Distribution
27
31
52
42
35
23
25
52
36
12
Sales
STAFFING
8. In the next 12 months, do you expect your use of temporary/contract staff to... across all departments
13%
71%
16%
Decrease
Remain the same
Increase

10
80
10

14
72
14
63
25
71
69
12
15
59
15
16
51
37
Project Management
Human Resources
19
19
Engineering
14
67
Marketing
Distribution
12
14
23
58
19
22
83
Sales
SKILL SHORTAGES
9a. Do you think that skill shortages are likely to impact the effective operation of your business/department?
42%
41%
17%
No
Yes - in a minor way
Yes - signicantly
9b. In skill-short areas, would you consider employing or sponsoring a qualied overseas candidate?
64% 36%
YES
NO
10. For which areas have you recently found it difficult to recruit?
Junior to mid
management
Senior
management
Junior to mid
management
Senior
management
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
11. Does your workplace allow for exible work practices?
84% 16%
YES
NO
12. If yes, which practices do you currently offer?*
81%
80%
59%
42%
Flex-place
Part time
employment
Flexible working
hours
34%
24%
Job sharing
Career breaks
Flexible leave options
16%
Phased retirement
*Multiple choices permitted.
13. Has overtime/extra hours in your organisation over the last 12 months...
11%
58%
31%
Decreased
Remained the same
Increased
If increased, by how much?

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...
$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
65%
35%
Unpaid
Paid
15. Is it your policy to counter-offer staff when they resign?
66%
33%
1%
No
Sometimes
Yes
Of those you counter-offered, on average, did they....
45%
Leave anyway
35%
Stay longer than

12 months
19%
1%
Stay
3-12 months
Stay less than

3 months
16. Over the last 12 months has your staff turnover rate:
20%
55%
25%
Decreased
Remained the same
Increased
MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS & EMPLOYER BRANDING
DIVERSITY
17. Does your organisation have a diversity policy for hiring new staff?
60% 40%
YES
NO
If yes, do you think the people who hire in your organisation generally adhere to it?
87% 13%
YES
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
No impact
Minor impact
Some impact
Signicant impact
Major impact
Organisational perception
Poor
Okay
Good
Very Good
Excellent
1 3 13
4
46
16
37
38
33
Career path/training & development
14
15
38
3 11
42
26
37
23
An individuals t with the companys vision, culture and values
19
2 9
33
41
34
16
42
13
Peoples direct/indirect experience of the company
1 3 23
3 13
53
20
41
37
Salary and benets
1 3 16
3 13
47
29
33
39
16
Work/life balance
ECONOMIC OUTLOOK
19. In the past 12 months, has business activity...
15%
22%
63%
Decreased
Remained the same
Increased
MARKET OVERVIEW & TRENDS: ECONOMIC OUTLOOK
20. In the next 12 months, do you envisage business activity: across all industries
7%
27%
66%
Decreasing
Remaining the same
Increasing

3
6 94
64
33
Advertising & Media
4
27
62
34
64
Public Sector
4
20
14
76
39
47
Financial Services
Resources & Mining
3
14
86
11
84
Retail
3
14
23
77
13
33
Manufacturing
74

54
26
Other
67
ECONOMIC OUTLOOK
21. What are the key factors driving your business activity?
None
Interest rates
49
Currency/forex rates
51
Consumer/business condence
14
Capex investments
41
Projects driven by government
27
Current economic conditions
Some
Signicant
42
33
42
16
44
32
27
37
40
36
55
22. Do you see the general outlook for the economy in the forthcoming 6-12* months as...
$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
13%
46%
41%
Weakening
Static
Strengthening
*This data was collected during March 2014.
HOW TO
NAVIGATE
THIS GUIDE
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
SALARY INFORMATION: SALARIES & SECTOR OVERVIEWS
Sydney
300
220 - 400
Typical salary
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.
INFORMATION TECHNOLOGY
Over the past year Australias 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 postelection 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
SALARY INFORMATION: INFORMATION TECHNOLOGY
AUSTRALIA
SYSTEM SUPPORT & ADMINISTRATION
Desktop Support/
Service Desk/Level 1 Level 2
50
40 - 55
48
NSW - Regional
40 - 55
48
VIC - Melbourne
42 - 55
50
VIC - Regional
45 - 55
50
QLD - Brisbane, Gold Coast & Sunshine Coast
45 - 55
45
SA - Adelaide
40 - 50
45
WA - Perth
40 - 50
45
ACT - Canberra
42.5 - 47.5
50
TAS - Hobart/Launceston
45 - 50
45
NT - Darwin
40 - 50
45
NZ - Auckland
40 - 50
42
NZ - Wellington
35 - 45
40
NZ - Christchurch
35 - 45
NSW - Sydney
Team Leader
75
NSW - Sydney
60 - 85
70
NSW - Regional
60 - 80
80
VIC - Melbourne
75 - 95
75
VIC - Regional
70 - 80
75
60 - 85
75
SA - Adelaide
60 - 90
78
WA - Perth
70 - 95
75
ACT - Canberra
65 - 85
70
60 - 75
60
NT - Darwin
50 - 80
75
NZ - Auckland
70 - 85
74
NZ - Wellington
64 - 83
70
NZ - Christchurch
60 - 85
NOTES:
All salaries shown exclude superannuation
New Zealand salaries are represented in New Zealand dollars
65
55 - 70
55
45 - 60
60
55 - 70
55
50 - 60
55
50 - 60
55
50 - 60
60
50 - 70
55
45 - 60
55
50 - 60
60
50 - 70
55
45 - 55
40
38 - 45
45
40 - 50
Systems
Administration/Level 3 UNIX Administration
85
70 - 90
70
60 - 80
85
75 - 100
65
55 - 70
80
70 - 90
70
60 - 80
90
70 - 110
70
60 - 80
65
60 - 70
90
70 - 110
70
65 - 75
65
50 - 70
55
50 - 60
Service Desk Manager Applications Support

85
70 - 100
80
70 - 90
95
80 - 110
80
75 - 95
85
70 - 100
70
65 - 90
90
70 - 100
80
70 - 90
80
70 - 90
60
50 - 80
90
75 - 110
82
77 - 110
85
70 - 100
80
60 - 100
75
60 - 90
75
60 - 90
70
65 - 80
75
60 - 90
60
55 - 65
75
55 - 85
75
60 - 80
70
65 - 75
50
45 - 65
70
60 - 80
85
75 - 95
85
70 - 95
85
80 - 100
85
80 - 100
95
80 - 110
85
75 - 100
85
70 - 100
80
70 - 100
100
75 - 120
100
90 - 120
75
65 - 90
70
60 - 80
85
75 - 95
88
75 - 95
90
80 - 100
NETWORK MANAGEMENT
Network
Administration
85
NSW - Sydney
75 - 90
70
NSW - Regional
60 - 80
80
VIC - Melbourne
70 - 90
70
VIC - Regional
60 - 85
80
70 - 90
70
SA - Adelaide
60 - 80
80
WA - Perth
60 - 90
85
ACT - Canberra
70 - 90
75
65 - 80
70
NT - Darwin
60 - 80
80
NZ - Auckland
80 - 110
80
NZ - Wellington
70 - 90
90
NZ - Christchurch
80 - 100
Network Architect
140
NSW - Sydney
120 - 160
115
NSW - Regional
90 - 140
135
VIC - Melbourne
120 - 150
110
VIC - Regional
95 - 125
115
100 - 130
120
SA - Adelaide
100 - 140
140
WA - Perth
120 - 160
130
ACT - Canberra
130 - 150
100
90 - 120
90
NT - Darwin
70 - 100
130
NZ - Auckland
100 - 140
120
NZ - Wellington
110 - 140
125
NZ - Christchurch
110 - 150
Network Engineer
Network Security
Network Designer
100
90 - 120
85
70 - 100
95
80 - 110
75
65 - 85
95
80 - 110
85
70 - 100
100
80 - 120
100
80 - 110
85
70 - 90
80
70 - 100
85
80 - 110
85
80 - 110
85
80 - 110
110
80 - 120
95
75 - 115
110
90 - 125
80
70 - 100
100
80 - 120
110
90 - 130
110
75 - 130
100
100 - 120
95
80 - 100
75
60 - 85
90
80 - 100
90
80 - 100
85
80 - 100
120
100 - 130
100
80 - 120
120
100 - 130
85
75 - 100
105
90 - 120
90
80 - 100
120
100 - 140
110
110 - 130
100
90 - 110
80
70 - 90
110
95 - 125
110
85 - 120
100
90 - 110
Data/Voice Engineer Telco Engineer

105
90 - 125
90
80 - 100
110
90 - 140
90
75 - 110
100
90 - 140
90
75 - 110
120
80 - 135
100
95 - 110
90
80 - 115
90
75 - 100
95
80 - 120
98
85 - 115
100
80 - 120
85
75 - 95
80
75 - 95
85
75 - 100
80
75 - 100
85
70 - 100
80
75 - 100
100
75 - 130
75
65 - 85
80
75 - 95
70
60 - 85
95
75 - 115
85
70 - 100
90
80 - 100
NOTES:
SOFTWARE
.Net
Developer
80
55 - 80
80
NSW - Regional
55 - 80
70
VIC - Melbourne
50 - 80
70
VIC - Regional
60 - 85
75
50 - 80
65
SA - Adelaide
50 - 75
80
WA - Perth
60 - 90
80
ACT - Canberra
70 - 90
80
75 - 85
70
NT - Darwin
60 - 85
60
NZ - Auckland
55 - 75
70
NZ - Wellington
60 - 80
70
NZ - Christchurch
60 - 80
NSW - Sydney
Mobile Apps
Developer
85
70 - 90
85
NSW - Regional
70 - 90
80
VIC - Melbourne
70 - 90
85
VIC - Regional
80 - 90
90
80 - 100
65
SA - Adelaide
55 - 80
70
WA - Perth
60 - 80
90
ACT - Canberra
80 - 100
80
70 - 90
70
NT - Darwin
60 - 80
75
NZ - Auckland
70 - 85
75
NZ - Wellington
70 - 90
75
NZ - Christchurch
70 - 90
NSW - Sydney
NOTES:
Senior .Net
Developer
Team Leader Java

- .Net
Developer
Senior Java
Developer
Team Leader
- Java
100
75 - 100
100
75 - 100
90
80 - 110
80
70 - 90
100
80 - 120
80
70 - 90
85
70 - 95
90
80 - 100
90
85 - 95
85
75 - 95
80
75 - 95
85
70 - 100
85
70 - 100
120
95 - 125
120
85 - 130
110
100 - 130
90
80 - 100
120
100 - 140
90
80 - 100
105
90 - 125
110
100 - 120
95
90 - 110
105
90 - 125
100
95 - 110
100
90 - 110
95
85 - 110
80
55 - 80
80
55 - 80
70
50 - 80
70
60 - 80
70
50 - 80
65
50 - 75
80
60 - 90
80
70 - 90
75
70 - 80
70
60 - 85
60
55 - 75
60
50 - 70
60
50 - 70
100
75 - 100
100
75 - 100
90
80 - 100
80
70 - 90
100
85 - 120
80
70 - 90
85
70 - 95
90
80 - 100
90
85 - 95
85
75 - 95
80
75 - 95
85
70 - 100
75
70 - 90
120
95 - 125
120
85 - 130
110
100 - 130
90
80 - 100
120
100 - 130
90
80 - 100
105
90 - 125
110
100 - 120
95
90 - 110
105
90 - 125
100
95 - 110
100
90 - 110
95
85 - 110
C/C++
Web Designer Developer
Snr C/C++
Developer
Developer
(Other)
Snr Developer
(Other)
100
80 - 100
100
70 - 100
80
70 - 90
70
60 - 80
90
70 - 100
70
55 - 80
80
70 - 90
90
80 - 100
80
70 - 90
75
65 - 85
80
70 - 85
80
70 - 85
80
70 - 90
100
75 - 100
100
75 - 100
80
70 - 90
80
70 - 90
90
80 - 100
80
70 - 90
85
70 - 95
90
80 - 100
90
85 - 95
85
75 - 95
80
75 - 95
85
70 - 100
75
70 - 90
80
55 - 80
80
55 - 80
65
50 - 75
60
50 - 70
70
50 - 80
65
50 - 70
80
60 - 90
80
70 - 90
75
70 - 80
70
60 - 85
60
55 - 75
60
50 - 70
60
50 - 70
100
75 - 100
100
75 - 100
80
70 - 90
80
70 - 90
100
85 - 110
80
70 - 90
85
70 - 95
90
80 - 100
90
85 - 95
85
75 - 95
80
75 - 95
85
70 - 100
75
70 - 90
80
55 - 80
80
55 - 80
65
50 - 75
60
50 - 70
70
50 - 80
65
50 - 75
80
60 - 90
80
70 - 90
75
70 - 80
70
60 - 85
60
55 - 75
60
50 - 70
60
50 - 70
DATA
Database
Report Writer Data Analyst Developer
BI/DW
Development Architect
DBA
125
110 - 160
130
120 - 160
130
110 - 150
105
90 - 125
100
80 - 140
100
85 - 110
120
100 - 130
130
130 - 150
105
90 - 125
100
85 - 110
110
90 - 120
110
85 - 120
110
85 - 120
75
NSW - Sydney
55 - 90
70
NSW - Regional
65 - 80
75
VIC - Melbourne
55 - 90
55
VIC - Regional
45 - 65
75
55 - 90
60
SA - Adelaide
55 - 70
75
WA - Perth
55 - 90
70
ACT - Canberra
55 - 75
80
65 - 85
60
NT - Darwin
45 - 65
65
NZ - Auckland
55 - 80
65
NZ - Wellington
55 - 80
65
NZ - Christchurch
55 - 80
90
75 - 105
80
70 - 90
90
75 - 105
75
65 - 88
80
65 - 95
65
55 - 70
90
75 - 105
80
80 - 100
75
60 - 80
90
75 - 105
75
65 - 85
75
65 - 85
75
65 - 85
85
70 - 100
85
70 - 100
80
70 - 105
60
50 - 70
85
70 - 100
70
55 - 80
85
70 - 100
90
80 - 100
75
55 - 80
85
70 - 100
95
75 - 110
80
75 - 90
65
60 - 80
90
80 - 120
85
75 - 100
90
80 - 120
90
85 - 105
105
90 - 120
85
70 - 95
90
80 - 120
90
80 - 120
85
75 - 95
90
80 - 120
110
90 - 120
110
85 - 120
95
90 - 100
TESTING & QA
Senior Test
Analyst
Automation
Test Analyst
Test/QA
Manager
85
75 - 105
85
70 - 100
85
75 - 100
90
80 - 100
90
80 - 100
80
75 - 90
85
70 - 110
90
90 - 110
90
80 - 100
85
70 - 110
85
70 - 100
85
70 - 100
85
70 - 100
90
75 - 110
85
70 - 100
90
75 - 110
85
75 - 95
110
90 - 120
70
60 - 80
90
80 - 100
80
80 - 100
75
70 - 90
75
60 - 90
95
85 - 110
110
90 - 120
105
95 - 110
128
115 - 140
115
100 - 130
130
100 - 150
105
95 - 120
140
120 - 160
100
80 - 110
120
100 - 130
90
80 - 100
90
80 - 100
95
80 - 110
110
95 - 120
110
95 - 120
100
90 - 110
Test Analyst
75
60 - 90
75
NSW - Regional
65 - 85
70
VIC - Melbourne
60 - 90
80
VIC - Regional
70 - 90
75
65 - 100
70
SA - Adelaide
60 - 80
70
WA - Perth
65 - 90
80
ACT - Canberra
70 - 90
80
70 - 90
70
NT - Darwin
60 - 80
75
NZ - Auckland
55 - 80
75
NZ - Wellington
70 - 80
70
NZ - Christchurch
60 - 85
NSW - Sydney
108
95 - 120
108
95 - 120
115
100 - 140
100
90 - 110
120
110 - 130
100
90 - 120
115
100 - 140
130
130 - 150
100
90 - 110
100
90 - 110
115
95 - 130
125
110 - 140
125
100 - 140
NOTES:
Systems
Analyst
Business
Analyst
Senior
Business
Analyst
BA Manager
Project
Project
Co-ordinator Manager
85
75 - 95
75
NSW - Regional
65 - 85
90
VIC - Melbourne
75 - 110
75
VIC - Regional
65 - 85
85
70 - 100
80
SA - Adelaide
65 - 100
90
WA - Perth
70 - 105
85
ACT - Canberra
75 - 100
80
75 - 85
90
NT - Darwin
70 - 105
85
NZ - Auckland
70 - 95
85
NZ - Wellington
70 - 95
85
NZ - Christchurch
70 - 95
85
75 - 110
85
75 - 100
95
90 - 120
75
70 - 85
85
75 - 110
85
70 - 95
85
70 - 100
90
90 - 110
80
75 - 85
85
70 - 100
85
75 - 90
85
75 - 100
70
62 - 85
120
100 - 130
100
80 - 120
110
100 - 130
100
85 - 120
120
100 - 130
110
85 - 125
115
90 - 130
120
120 - 140
80
75 - 95
115
90 - 130
100
90 - 110
100
95 - 110
80
75 - 100
135
120 - 150
115
100 - 130
130
120 - 145
115
100 - 125
125
110 - 135
130
100 - 150
125
110 - 150
90
90 - 110
95
90 - 100
125
110 - 150
110
90 - 130
110
100 - 120
100
85 - 130
70
60 - 80
70
60 - 80
80
65 - 90
75
70 - 85
75
60 - 90
75
60 - 85
80
70 - 90
70
60 - 80
70
65 - 80
80
70 - 90
70
60 - 80
65
58 - 70
65
58 - 70
Senior
Project
Manager
Project
Director
IT Project
PMO Manager Scheduler
Project
Delivery
Manager
195
170 - 220
160
140 - 180
180
160 - 220
160
140 - 180
170
150 - 200
160
130 - 210
175
150 - 210
160
160 - 180
130
120 - 150
160
120 - 180
140
130 - 165
150
130 - 180
150
120 - 180
180
160 - 200
170
140 - 200
160
130 - 200
160
140 - 180
170
140 - 200
145
120 - 180
190
180 - 200
120
110 - 130
150
130 - 180
155
120 - 180
145
135 - 170
130
118 - 148
135
125 - 145
150
140 - 160
140
130 - 150
160
140 - 180
160
140 - 180
130
120 - 160
130
120 - 160
125
80 - 150
130
120 - 140
120
100 - 130
125
80 - 150
125
110 - 140
135
120 - 150
135
120 - 150
PROJECT MANAGEMENT
& BUSINESS ANALYSIS
NSW - Sydney
155
140 - 170
140
NSW - Regional
130 - 150
155
VIC - Melbourne
130 - 190
140
VIC - Regional
120 - 160
130
120 - 160
130
SA - Adelaide
120 - 150
140
WA - Perth
110 - 160
120
ACT - Canberra
120 - 140
110
100 - 120
140
NT - Darwin
120 - 160
120
NZ - Auckland
110 - 140
130
NZ - Wellington
110 - 150
130
NZ - Christchurch
110 - 150
NSW - Sydney
NOTES:
85
70 - 100
80
60 - 90
110
90 - 140
75
70 - 85
75
60 - 90
110
90 - 140
70
60 - 90
110
100 - 120
70
65 - 75
70
60 - 90
65
55 - 75
60
52 - 65
60
52 - 65
125
100 - 150
120
100 - 140
125
100 - 150
100
90 - 130
100
90 - 130
100
85 - 120
125
80 - 150
110
90 - 140
90
80 - 110
110
90 - 140
100
90 - 120
100
90 - 120
95
90 - 120
MANAGEMENT
Infrastructure
Manager
130
NSW - Sydney
120 - 165
120
NSW - Regional
100 - 140
120
VIC - Melbourne
100 - 150
110
VIC - Regional
100 - 130
125
100 - 160
130
SA - Adelaide
100 - 160
130
WA - Perth
120 - 140
110
ACT - Canberra
100 - 120
110
100 - 120
130
NT - Darwin
120 - 140
120
NZ - Auckland
100 - 125
127
NZ - Wellington
90 - 150
115
NZ - Christchurch
100 - 130
Development
Manager
150
NSW - Sydney
125 - 180
130
NSW - Regional
110 - 150
140
VIC - Melbourne
110 - 180
120
VIC - Regional
100 - 140
140
120 - 160
130
SA - Adelaide
100 - 220
120
WA - Perth
100 - 140
130
ACT - Canberra
120 - 140
105
100 - 120
105
NT - Darwin
95 - 130
130
NZ - Auckland
110 - 150
130
NZ - Wellington
85 - 155
100
NZ - Christchurch
80 - 120
Service
Delivery Manager IT Manager
Change Manager Server Engineer
150
110 - 180
120
100 - 140
120
100 - 160
110
100 - 130
130
100 - 160
100
80 - 120
130
90 - 160
120
95 - 160
95
90 - 110
120
90 - 140
90
85 - 120
100
88 - 130
90
80 - 110
165
140 - 180
130
100 - 160
130
100 - 180
90
80 - 120
135
100 - 170
125
85 - 165
140
90 - 160
130
120 - 150
110
100 - 150
125
85 - 165
130
120 - 150
120
110 - 140
110
100 - 120
135
110 - 160
115
100 - 150
125
100 - 155
110
100 - 130
125
100 - 150
120
85 - 150
125
100 - 150
105
80 - 120
105
80 - 125
105
80 - 120
105
90 - 115
98
92 - 110
100
90 - 115
Applications
Manager
CIO
CTO
140
120 - 160
130
110 - 150
140
120 - 180
110
90 - 120
120
100 - 140
145
100 - 220
120
100 - 140
110
100 - 120
90
80 - 100
120
100 - 140
120
110 - 130
110
80 - 140
110
80 - 140
265
210 - 350
200
160 - 240
250
180 - 350
200
180 - 220
225
150 - 300
200
140 - 260
240
220 - 250
150
150 - 170
150
140 - 200
150
140 - 200
170
140 - 240
180
145 - 215
180
140 - 215
265
210 - 350
200
160 - 240
250
180 - 350
200
180 - 220
225
150 - 300
200
140 - 260
240
220 - 250
150
150 - 170
150
140 - 200
150
140 - 200
170
140 - 240
180
145 - 215
180
120 - 215
125
100 - 135
100
80 - 120
90
80 - 100
75
65 - 85
90
80 - 100
85
70 - 100
90
70 - 100
100
90 - 110
90
80 - 100
90
70 - 100
80
70 - 90
80
70 - 90
80
70 - 90
NOTES:
MISCELLANEOUS
IT Trainer
90
NSW - Sydney
65 - 110
85
NSW - Regional
60 - 110
85
VIC - Melbourne
70 - 110
75
VIC - Regional
65 - 85
90
65 - 120
75
SA - Adelaide
55 - 100
85
WA - Perth
65 - 105
80
ACT - Canberra
80 - 100
70
65 - 95
75
NT - Darwin
65 - 95
75
NZ - Auckland
60 - 90
90
NZ - Wellington
70 - 110
70
NZ - Christchurch
65 - 80
NOTES:
Technical Writer
Web/ UI Designer
80
65 - 95
85
70 - 100
85
70 - 110
85
75 - 95
85
65 - 100
67
55 - 90
90
80 - 100
80
80 - 100
75
70 - 90
85
70 - 100
80
75 - 95
88
78 - 91
80
75 - 95
90
75 - 105
80
75 - 90
80
60 - 100
85
75 - 95
90
75 - 100
65
55 - 80
95
80 - 110
80
80 - 100
80
75 - 85
80
70 - 95
80
70 - 90
80
70 - 90
80
70 - 90
OIL & GAS
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 worlds 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 highcost 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
Australias 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
Zealands 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
SALARY INFORMATION: OIL & GAS
AUSTRALIA
OIL & GAS

Project Development
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
NOTES:
* These salaries represent Onshore salaries - for Offshore you can typically add 15-20 per cent
* Design Engineer - Discipline (Civil/Mechanical/Process/Elec/I&C)
OIL & GAS

Project Development
Planning
Manager
Contracts
Admin
Senior
Contracts
Admin
Cost Engineer
PROJECT DELIVERY/CONTROLS
Planner
Senior
Planner
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 Commissioning
Engineer
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 Project

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

** Superintendent - Discipline (Civil/Structural/Mechanical/Process/Elec/I&C)
x These salaries represent onshore salaries - for offshore you can typically add 15-20 per cent
OIL & GAS

Project Development
PROJECT DELIVERY/CONTROLS HSEQ
Onshore
Advisor/Officer
Offshore
Advisor/Officer
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)
Senior
Installation Engineer 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/ Vessel Mgr/

Client Rep
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 & GAS

Operations & Maintenance
OPERATIONS & MAINTENANCE
Discipline
Engineer*
Maintenance Maintenance Production

Production
Planner
Supervisor
Superintendent 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
NOTES:
* Discipline Engineer - Discipline (E&I/Mech/Process/Corrosion/Materials/Reliability)

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

Geosciences & Petroleum Engineering
GEOSCIENCES
Graduate
Geoscientist
Intermediate Senior
Geoscientist 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
Environmental
Hydrogeologist 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 Senior
Engineer
Engineer
Engineering
Lead Engineer 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
NOTES:
RECRUITMENT
OUTSOURCING
SPEAK TO
THE EXPERTS
At Hays, we are one of the worlds leading outsourced recruitment providers,
offering end to end recruitment process outsourcing (RPO) and managed
service provision (MSP) services as well as modular and on demand solutions.
We also offer market leading vendor management systems (VMS) through our
subsidiary company, 3 Story Software.
These scalable services are designed to offer our clients a competitive
advantage in talent acquisition and customer experience, while also effectively
controlling cost, risk and quality of hire.
Integral to all of our solutions are our professional services and continuous
improvement programmes. These include research, insight, market reports,
process reviews, employer value proposition development and integrated social
and online marketing strategies ensuring our services are continually evolving.
We have been providing these services in Asia Pacic for more than 20 years
and support clients across the region in a range of sectors.
Hays is the regions leading recruitment company, powering the world of work
from 48 offices.
For your requirements in Australia & New Zealand please contact
Faye Aylward on +61 4 1010 9050 or email talentsolutions@hays.com.au
hays.com/talentsolutions
Australia
Our Specialisms
New South Wales

Sydney
Chifley Tower
T: 02 8226 9600
O'Connell Street T: 02 9249 2200
City South
T: 02 9280 3577
Spring Street
T: 02 9221 5852
North Sydney
Chatswood
Parramatta
Liverpool
Burwood
Hurstville
Newcastle
Wollongong
Victoria
Melbourne
360 Collins St
St Kilda Rd
Mulgrave
Moonee Ponds
Camberwell
Geelong
T: 02 9957 5733
T: 02 9411 8122
T: 02 9635 1133
T: 02 9601 8822
T: 02 9744 3344
T: 02 9580 8333
T: 02 4925 3663
T: 02 4222 0100
AF
AF BA CC ED HC HR IN LE LS OS PR PS RE SM
AR
BA
AR CO EN EY FM IT LG MO OG OS PY RM TL
CO
AF OS
CC
EX
ED
AF OS
EY
AF OS
EN
AF CO LG OS TL
EX
AF OS
FM
AF OS
HC
AF OS
HR
AF CC CO EN HR IT OS PR PY RM SM TL
IN
AF CO HR OS PY TL
IT
LE
LS
T: 03 9604 9604
T: 03 9804 5313
T: 03 8562 4250
T: 03 9326 2149
T: 03 9946 3500
T: 03 5226 8000
ALL
LG
AF EX OS SM
MO
AF CC CO HC IT OS TL
OS
AF IT MO OS SM
OG
AF HC OS
PS
AF CO EX HC HR IT OS PR PY SM TL
PR
PY
Queensland
Brisbane
Brisbane
Mt. Gravatt
Chermside
Gold Coast
Maroochydore
Ipswich
Mackay
Townsville
T: 07 3243 3000
T: 07 3349 6563
T: 07 3259 4900
T: 07 5571 0751
T: 07 5412 1100
T: 07 3817 1900
T: 07 4960 1100
T: 07 4771 5100
ALL
ACT
Canberra
T: 02 6257 6344
ALL
Western Australia
Perth
T: 08 9254 4595
ALL
South Australia
Adelaide
T: 08 8231 0820
ALL
Tasmania
Hobart
Launceston
T: 03 6234 9554
T: 03 6333 9400
ALL
RM
RE
Northern Territory
Darwin
T: 08 8943 6000
New Zealand
Auckland
South Auckland
Wellington
Christchurch
T: 09 377 4774
T: 09 525 1333
T: 04 471 4490
T: 03 377 6656
SM
AF CO MO OS RM TL
TL
AF CO OS TL
ALL
AF AR CC CO EN FM HR IT OS PY SM TL
AF AR CO EN EX HR OS PY SM TL
Our international reach operating in 33 countries
AF CO MO OS TL
AF CO EN MO OS RM TL
AF AR CC CO EN FM HR OS PR PY RM SM TL
ALL
ALL
ALL
AF CO MO OS TL
AF AR BA CC CO EN FM HR IT
IN OS OG PY SM TL
AF AR CC CO EN FM IT OS PY RM SM TL
HAYS and the H device are protected by trade mark and design laws in many jurisdictions.
Copyright Hays plc 2014. 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
hays.com.au hays.net.nz

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KEEP TRACK OF

MARKET OVERVIEW & TRENDS

4 | 2014 Hays Salary Guide

As part of our Hays Salary Guide, every year we survey

2014 Hays Salary Guide | 5

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

More than 10%

MARKET OVERVIEW & TRENDS: SALARY POLICY

For specic industries:

Advertising & Media

Construction, Property & Engineering

Resources & Mining

Hospitality, Travel & Entertainment

Transport & Distribution

6 | 2014 Hays Salary Guide

More than 10%

For specic industries:

Advertising & Media

Construction, Property & Engineering

Resources & Mining

Hospitality, Travel & Entertainment

Transport & Distribution

2014 Hays Salary Guide | 7

MARKET OVERVIEW & TRENDS: SALARY POLICY & RECRUITMENT TRENDS

CANDIDATE SALARY EXPECTATIONS

13% 48% 27% 8% 4%

More than 10%

For specic industries:

Advertising & Media

Construction, Property & Engineering

8 | 2014 Hays Salary Guide

Transport & Distribution

Hospitality, Travel & Entertainment

Resources & Mining

3. Does your company offer exible salary packaging?

More than 50%

Less than 50%

Private health insurance

Above mandatory superannuation

Remained the same

For specic departments:

Accountancy & Finance

2014 Hays Salary Guide | 9

Remain the same

For specic departments:

Accountancy & Finance

MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS

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

Note: Multiple choices permitted.

10 | 2014 Hays Salary Guide

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

For specic departments:

Accountancy & Finance

2014 Hays Salary Guide | 11

MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS

Remain the same

For specic departments:

Accountancy & Finance

12 | 2014 Hays Salary Guide

Yes - in a minor way

Accountancy & Finance

Sales & Marketing

2014 Hays Salary Guide | 13

11. Does your workplace allow for exible work practices?