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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.

2014 Hays Salary Guide | 5

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

6 | 2014 Hays Salary Guide

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%

For specic industries:

25

5 60

10

51

32

Professional Services

Advertising & Media


21
11

22

64

70

21

Public Sector

Construction, Property & Engineering


4
7

54

35

18

62

20

Resources & Mining

Financial Services
2

4
17

77

5
79

15

Retail

Hospitality, Travel & Entertainment

11
12

58

24

62

12

24

Transport & Distribution

IT & Telecommunications
11
9

66

Manufacturing

23

1
9

70

20

Other

2014 Hays Salary Guide | 7

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%

For specic industries:


3
9

55

36

16

17

53

11

Professional Services

Advertising & Media

42
14

13

27

40

28

57

Public Sector

Construction, Property & Engineering

3
10

22

51

30

60

35

32

25

6 56

29

25

6 50

13

42

33
58

Manufacturing

8 | 2014 Hays Salary Guide

Transport & Distribution

IT & Telecommunications

10

13

Retail

Hospitality, Travel & Entertainment

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

2014 Hays Salary Guide | 9

STAFFING

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

15%

51%

34%

Decrease

Remain the same

Increase

For specic departments:


14

62

24

Accountancy & Finance


19

62

19

49

42

MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS

43

22

42

53

31

43

43

35

Project Management

Human Resources
20

15

Operational Management

Engineering
16

56

Marketing

Distribution
9

5 39

27

50

23

Purchasing/Procurement
37

12

Information Technology

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.

10 | 2014 Hays Salary Guide

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

For specic departments:


48

40

12

Accountancy & Finance


14

33

53

33

19

38

29

Operational Management
50

23

Engineering

22

45

33

Project Management

32

48

20

Human Resources
23

50

Marketing

Distribution
27

31

52

Information Technology

42

35

23

Purchasing/Procurement
25

52

36

12

Sales

2014 Hays Salary Guide | 11

STAFFING

MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS

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

For specic departments:


10

80

10

Accountancy & Finance


14

72

14

63

25

71

Information Technology

12 | 2014 Hays Salary Guide

69

12

15

59

15

16

51

37

Project Management

Human Resources
19

19

Operational Management

Engineering
14

67

Marketing

Distribution
12

14

23

58

19

Purchasing/Procurement
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

Accountancy & Finance

14%

7%

Operations

14%

8%

Distribution

3%

1%

Purchasing

4%

1%

Engineering

9%

7%

Sales & Marketing

12%

7%

Human Resources

4%

2%

Technical

13%

8%

IT

11%

5%

Other

8%

4%

2014 Hays Salary Guide | 13

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%

MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS

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%

14 | 2014 Hays Salary Guide

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

2014 Hays Salary Guide | 15

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

16 | 2014 Hays Salary Guide

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

2014 Hays Salary Guide | 17

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

For specic industries:


3
6 94

64

33

Advertising & Media

Professional Services
4

27

62

34

64

Construction, Property & Engineering

Public Sector

4
20

14

76

39

47

Financial Services

Resources & Mining

3
14

86

11

84

Hospitality, Travel & Entertainment

Retail
3

14

23

77

IT & Telecommunications
13

33

Manufacturing

18 | 2014 Hays Salary Guide

74

Transport & Distribution


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.

2014 Hays Salary Guide | 19

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.

20 | 2014 Hays Salary Guide

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
2014 Hays Salary Guide | 113

SALARY INFORMATION: INFORMATION TECHNOLOGY

AUSTRALIA

INFORMATION TECHNOLOGY

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
QLD - Brisbane, Gold Coast & Sunshine Coast
60 - 85
75
SA - Adelaide
60 - 90
78
WA - Perth
70 - 95
75
ACT - Canberra
65 - 85
70
TAS - Hobart/Launceston
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

114 | 2014 Hays Salary Guide

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

INFORMATION TECHNOLOGY

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
QLD - Brisbane, Gold Coast & Sunshine Coast
70 - 90
70
SA - Adelaide
60 - 80
80
WA - Perth
60 - 90
85
ACT - Canberra
70 - 90
75
TAS - Hobart/Launceston
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
QLD - Brisbane, Gold Coast & Sunshine Coast
100 - 130
120
SA - Adelaide
100 - 140
140
WA - Perth
120 - 160
130
ACT - Canberra
130 - 150
100
TAS - Hobart/Launceston
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:
All salaries shown exclude superannuation
New Zealand salaries are represented in New Zealand dollars

2014 Hays Salary Guide | 115

INFORMATION TECHNOLOGY

SOFTWARE

.Net
Developer

80
55 - 80
80
NSW - Regional
55 - 80
70
VIC - Melbourne
50 - 80
70
VIC - Regional
60 - 85
75
QLD - Brisbane, Gold Coast & Sunshine Coast
50 - 80
65
SA - Adelaide
50 - 75
80
WA - Perth
60 - 90
80
ACT - Canberra
70 - 90
80
TAS - Hobart/Launceston
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
QLD - Brisbane, Gold Coast & Sunshine Coast
80 - 100
65
SA - Adelaide
55 - 80
70
WA - Perth
60 - 80
90
ACT - Canberra
80 - 100
80
TAS - Hobart/Launceston
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:
All salaries shown exclude superannuation
New Zealand salaries are represented in New Zealand dollars

116 | 2014 Hays Salary Guide

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

INFORMATION TECHNOLOGY

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
QLD - Brisbane, Gold Coast & Sunshine Coast
55 - 90
60
SA - Adelaide
55 - 70
75
WA - Perth
55 - 90
70
ACT - Canberra
55 - 75
80
TAS - Hobart/Launceston
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
QLD - Brisbane, Gold Coast & Sunshine Coast
65 - 100
70
SA - Adelaide
60 - 80
70
WA - Perth
65 - 90
80
ACT - Canberra
70 - 90
80
TAS - Hobart/Launceston
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:
All salaries shown exclude superannuation
New Zealand salaries are represented in New Zealand dollars

2014 Hays Salary Guide | 117

INFORMATION TECHNOLOGY

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
QLD - Brisbane, Gold Coast & Sunshine Coast
70 - 100
80
SA - Adelaide
65 - 100
90
WA - Perth
70 - 105
85
ACT - Canberra
75 - 100
80
TAS - Hobart/Launceston
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
QLD - Brisbane, Gold Coast & Sunshine Coast
120 - 160
130
SA - Adelaide
120 - 150
140
WA - Perth
110 - 160
120
ACT - Canberra
120 - 140
110
TAS - Hobart/Launceston
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:
All salaries shown exclude superannuation
New Zealand salaries are represented in New Zealand dollars

118 | 2014 Hays Salary Guide

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

INFORMATION TECHNOLOGY

MANAGEMENT

Infrastructure
Manager

130
NSW - Sydney
120 - 165
120
NSW - Regional
100 - 140
120
VIC - Melbourne
100 - 150
110
VIC - Regional
100 - 130
125
QLD - Brisbane, Gold Coast & Sunshine Coast
100 - 160
130
SA - Adelaide
100 - 160
130
WA - Perth
120 - 140
110
ACT - Canberra
100 - 120
110
TAS - Hobart/Launceston
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
QLD - Brisbane, Gold Coast & Sunshine Coast
120 - 160
130
SA - Adelaide
100 - 220
120
WA - Perth
100 - 140
130
ACT - Canberra
120 - 140
105
TAS - Hobart/Launceston
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:
All salaries shown exclude superannuation
New Zealand salaries are represented in New Zealand dollars

2014 Hays Salary Guide | 119

INFORMATION TECHNOLOGY

MISCELLANEOUS

IT Trainer

90
NSW - Sydney
65 - 110
85
NSW - Regional
60 - 110
85
VIC - Melbourne
70 - 110
75
VIC - Regional
65 - 85
90
QLD - Brisbane, Gold Coast & Sunshine Coast
65 - 120
75
SA - Adelaide
55 - 100
85
WA - Perth
65 - 105
80
ACT - Canberra
80 - 100
70
TAS - Hobart/Launceston
65 - 95
75
NT - Darwin
65 - 95
75
NZ - Auckland
60 - 90
90
NZ - Wellington
70 - 110
70
NZ - Christchurch
65 - 80

NOTES:
All salaries shown exclude superannuation
New Zealand salaries are represented in New Zealand dollars

120 | 2014 Hays Salary Guide

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

2014 Hays Salary Guide | 149

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:
All salaries shown exclude superannuation
New Zealand salaries are represented in New Zealand dollars
* These salaries represent Onshore salaries - for Offshore you can typically add 15-20 per cent

150 | 2014 Hays Salary Guide

* 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:
All salaries shown exclude superannuation
New Zealand salaries are represented in New Zealand dollars

* 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

2014 Hays Salary Guide | 151

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:
All salaries shown exclude superannuation
New Zealand salaries are represented in New Zealand dollars

152 | 2014 Hays Salary Guide

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:
All salaries shown exclude superannuation
New Zealand salaries are represented in New Zealand dollars

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


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

2014 Hays Salary Guide | 153

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:
All salaries shown exclude superannuation
New Zealand salaries are represented in New Zealand dollars

154 | 2014 Hays Salary Guide

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
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T: 02 9280 3577
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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
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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
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T: 07 3243 3000
T: 07 3349 6563
T: 07 3259 4900
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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

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