Hays Salary Guide 2010-AU Eng

8/9/2019 Hays Salary Guide 2010-AU Eng

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THE 2010 HAYS

SALARY GUIDESHARING OUREXPERTISESalaries and recruiting trends across Australia and New Zealand.

hays.com.au hays.net.nz



Thank you

Hays would like to express our gratitude to allthose organisations that participated in ouronline survey and provided such invaluablefeedback, which we feel has contributed tomaking this the most accurate and up to datesurvey of its kind in Australia and New

Zealand. A list of all contributors who kindlygave their permission to be named asparticipants can be found on our website.

This survey is reproduced in full in PDF formaton our website –hays.com.au and hays.net.nz

Feedback

We welcome any feedback or commentsregarding this survey whether positive ornegative to ensure that it continues to berelevant to Australian and New Zealandorganisations across all industries. Pleaseaddress any suggestions to your local Hays

office or to:HaysLevel 11, The Chifley Tower, 2 Chifley SquareSydney NSW 2000

E: [email protected]

Disclaimer

The Hays Salary Survey is representative of avalue added service to our clients, prospectiveclients and candidates. Whilst every care istaken in the collection and compilation ofdata, the survey is interpretive and indicative,not conclusive. Therefore information should

be used as a guideline only and should not bereproduced in total or by section withoutwritten prior permission from Hays.

HAYS AUSTRALIA & NEW ZEALAND

10,000+PEOPLE PLACED IN PERMANENT JOBS EACH YEAR

8,500+TEMPORARY AND CONTRACT STAFF ENGAGED EACH WEEK

670+CONSULTANTS IN AUSTRALIA & NEW ZEALAND

36LOCATIONS ACROSS AUSTRALIA & NEW ZEALAND

33+YEARS OF EXPERIENCE

2010 Hays Salary Guide | 3



4 | 2010 Hays Salary Guide

THE BEST

DECISIONSARE INFORMEDDECISIONS

“There is new optimism in the market with 67 per centof employers surveyed predicting the economy willstrengthen in the next 6 to 12 months. This is in stark

contrast to this time last year when only 6 per centthought the economy would improve. This increasedconfidence is further illustrated by 45 per cent ofrespondents intending to increase permanentheadcount and 22 per cent expecting to increasetheir use of temporary and contract staff. A verydifferent picture to this time last year.”

Nigel Heap, Managing Director of Hays Asia Pacific




SECTION ONE

MARKET OVERVIEW& TRENDSResults gained from over 1,800 employersthroughout Australia and New Zealand.




Market Overview & Trends Salary Policy

1. On average in your last review,by what percentage did youincrease salaries?

Across all industries

Less than 3%

From 3% to 6%

From 6% to 10%

More than 10%

62%

29%

6%3%

For specific industries

77%

10%

13%

Advertising & Media

64%

4%5%

27%

Construction, Property & Engineering

68%

2%4%

26%

Financial Services

63%

2%5%

30%

Hospitality, Travel & Entertainment




Salary Policy Market Overview & Trends

1. On average in your last review,by what percentage did youincrease salaries? continued...


56%

4%8%

32%

Mining & Resources

60%

4%

10%

26%

Professional Services

43%

1%4%

52%

Public Sector

66%

2%5%

27%

Retail

78%

1%2%

19%

Transport & Distribution

62%

1%4%

33%

Other

72%

8%

20%

IT & Telecommunications

67%

2%5%

26%

Manufacturing





2. When you next review, bywhat percentage do youintend to increase salaries?


Less than 3%

From 3% to 6%

From 6% to 10%

More than 10%

43%

47%

8% 2%


69%

5%

26%

Advertising & Media

43%

3%10%

44%


44%

1%7%

48%

Financial Services

54%

5%

41%





Salary Policy Market Overview & Trends

2. When you next review, bywhat percentage do youintend to increase salaries?continued...


28%

3%

15%

54%

Mining & Resources

36%

2%8%

54%


47%

1%1%

51%

Public Sector

52%

1%

47%

Retail

51%

2%4%

43%


53%

4%

43%

Other

57%

7%

36%


46%

1%4%

49%

Manufacturing





3. Does your company offerflexible salary packaging?

Yes

No

79% 21%

0% 20% 40% 60% 80% 100%

4. What is your company’sFringe Benefits Tax policy?(Australia only)

Employer bearsFBT costEmployee bearsFBT costCost shared betweenEmployer & Employee

Other

52%

31%

12%

5%

Of those who answered yes, thefollowing benefits were indicatedas being commonly offered to...

14% 9% 27% 50%

30% 14% 22% 34%

33% 5% 9% 53%

35% 14% 16% 35%

57% 8% 13% 22%

86% 4% 3% 7%

15% 5% 14% 66%

38% 7% 10% 45%

All Employees More than 50% Less than 50% Few Employees

Car

Bonuses

Private Health Insurance

Parking

Salary Sacrifice

Superannuation

Private Expenses

Other





Recruitment Trends Market Overview & Trends

5. Over the last 12 months, havepermanent staff levels in yourdepartment...

For specific departments

26%

50%

24%

Accountancy & Finance

39%

32%

29%

Engineering

30%

47%

23%Human Resources

43%

32%

25%

Information Technology

30%

45%

25%

Marketing

38%

35%

27%

Operations

Across all departments

25%33% 42%

0% 20% 40% 60% 80% 100%

Increased

Decreased

Remained the same




Market Overview & Trends Recruitment Trends

6. Over the coming year, do you

expect permanent stafflevels to...


9%45% 46%

0% 20% 40% 60% 80% 100%

Increase

Decrease

Remain the same

For specific departments 40%

43%

17%

Purchasing

39%

30%

31%

Sales

37%

40%

23%

Other


29%

62% 9%


60%

31%

9%

Engineering

5. Over the last 12 months, havepermanent staff levels in yourdepartment... continued...





6. Over the coming year, do youexpect permanent stafflevels to... continued...

For specific departments 48%

45%

7%

Human Resources

36%

46%

18%


40%

55%

5%

Marketing

50%

39%

11%

Operations

57%

37%

6%

Purchasing

43%

49%

8%

Sales

52%

40%

8%

Other





7. If you expect staffing levels toincrease, please specify how:

Employment of Part-time Staff

% of respondents answered yes

Job Sharing

Full time/Permanent Staff

Employment of Casual Staff(on your payroll)

Temporary/Contractors(through an employment consultancy)

Mixture, Other(inc. overseas recruitment, acquisitions)

0% 20% 40% 60% 80% 100%

8. How often do you employ

temporary/contract staff?


47%20% 33%

0% 20% 40% 60% 80% 100%

Regular ongoing basis

Special projects/WorkloadsExceptionalcircumstances/Never


12%

42%

46%


29%25%

46%

Engineering





8. How often do you employtemporary/contract staff?continued...


18%

30%

52%

Human Resources

30%29%

41%


10%

30%

60%

Marketing

24%

31%

45%

Operations

7%

20%

73%

Purchasing

14%

47%

39%

Sales

25%29%

46%

Other





9. In the next 12 months, do youexpect your use oftemporary/contract staff to...


9%22% 69%

0% 20% 40% 60% 80% 100%

Increase

Decrease

Remain the same


12%

80%

8%


37%

56%

7%

Engineering

20%

70%

10%

Human Resources

25%

64%11%


25%

60%

15%

Marketing

25%

63% 12%

Operations





9. In the next 12 months, do youexpect your use oftemporary/contract staff to...continued...


10%

73%

17%

Purchasing

29%

65%6%

Sales

24%

67%

9%

Other

10. In skill-short areas, would

you consider employing orsponsoring a qualifiedoverseas candidate?

Yes

No

59% 41%

0% 20% 40% 60% 80% 100%

11. For which areas have yourecently found it difficultto recruit?

10% 4%

12% 9%

2% 1%

4% 2%

10% 7%

2% 1%

6% 4%

10% 5%

7% 3%

Junior to Mid Management Senior Management


Engineering

Human Resources

IT

Operations

Purchasing

Sales & Marketing

Technical

Other




Market Overview & Trends Human Resources Trends

12. Has overtime/extra hours inyour organisation over thelast 12 months...

Increased

Decreased

Remained the same

26%

14%60%

13. For non-award staff in your

organisation, isovertime/extra hoursworked...

Paid

Unpaid

27%

73%

If increased, by how much?

21% 41% 46%

37% 11% 5%

31% 23% 10%

11% 25% 39%

Per Week Month End Year End

None

5 Hours or Less

5 - 10 Hours

More than 10 Hours




Human Resources Trends Market Overview & Trends

14. Is it your policy to counter-offer staff when they resign?

Yes

Sometimes

No

1%

39%

60%

Of those you counter-offered,on average , did they....

Stay less than3 months

Stay 3 – 12 months

Stay longer than12 months

Leave anyway

4%

19%

33%

44%Across all industries




Market Overview & Trends Economic Outlook

15. In the past 12 months, hasbusiness activity...


Increased

Decreased

Remained the same

56%

23%

21%

For specific industries 50%

18%

32%

Advertising & Media

51%

21%

28%


58%

27%

15%

Financial Services

53%

18%

29%





Economic Outlook Market Overview & Trends


62%

18%

20%

Mining & Resources

54%

22%

24%


67%

28%

5%

Public Sector

55%

18%

27%

Retail

54%

22%

24%


58%

23%

19%

Other

59%

20%

21%


53%

17%

30%

Manufacturing

15. In the past 12 months, hasbusiness activity... continued...




Market Overview & Trends Economic Outlook

16. What are the key factorsdriving your business activity?

17. Do you see the general

outlook for the economyin the forthcoming6-12* months as...

*This data was collected during March 2010.

30% 3%67%

0% 20% 40% 60% 80% 100%

Strengthening

Static

Weakening

14%

41%

45%

Interest Rates

13%

51%

36%

Currency/Forex Rates

38%

19%

43%

Consumer Confidence

30%

39%

31%

Capex Investment(by customers)

Significant impact

Some impact

No impact




SECTION TWO

SALARY INFORMATION




USINGOUR

SALARYTABLES

175 220 260

140 - 200 170 - 240 210+

Finance Director/CFO

(Turnover up to $50m)Salaries in ‘000


(Turnover $50m - $150m)


(Turnover > $150m)

NSW - Sydney

Salaries are in ‘000. The bold number represents the typical salary. The number(s)

underneath represent the salary range. Refer to the notes section under the salary

table to determine if superannuation or other benefits are included. All salaries are

represented in local currencies.

Salary range Typical salary



Construction & Engineering

AustraliaMarket changes

Not since the 1980’s has Australia’s architecture, engineering andconstruction industries experienced such significant market changes asthose experienced in 2009. Last year, private sector construction projectsand investment was extremely low, hitting New South Wales, Queenslandand Victoria the hardest. Western Australia was somewhat protected by anumber of projects close to completion, but the forecast of new workand commercial building approvals in not just that state but all ofAustralia was very bleak.

A remedy to this dismal outlook came in the form of the FederalGovernment’s stimulus package, which funded upgrades to most schoolsacross Australia. Billions of dollars was pumped into the building industry.

This created thousands of jobs and successfully stimulated theconstruction industry.

By the first quarter of 2010, the shift was in full swing. Private sectorprojects were awarded and demand continued to rise in housing inresponse to extremely high population growth. Also helping the marketturn a corner was the strength of infrastructure and rail, fuelled byprivate, state and federal government investment, especially in Victoriaand New South Wales.

In early 2010, Western Australia and South Australia also felt the benefitsof the upturn as, for the first time in 18 months, employers recruited inanticipation of tender wins. While some hesitancy from developers existsdue to finances, overall confidence is returning for all states.

Looking ahead, Australia’s engineering and construction sectors will beboosted by the billion dollar national broadband roll out. It commenced

in Tasmania in late 2009 and has already led to the state experiencing itsstrongest project volumes in many years.

Architecture and engineering consultancies are also making their wayback to positive territory. They benefited from the stimulus packages andare enjoying the fact there are projects to tender for.

Changes in recruitment practices

In 2009 recruitment practices were simply frozen, but a dramatic reversalcame from organisations that were awarded education stimulus packagework. For these companies, recruitment activity became frenzied andcandidates with educational expertise were in high demand. Employershad to act quickly to resource their teams and it was not uncommon foran offer of employment to be made during an interview. This was mostobvious when recruiting Foremen/women and Site Supervisors.

The use of contractors and fixed-term contractors also rose over the year,

while there was a 180 degree swing in power from employees toemployers. As the broader economic recovery takes hold, the demand forpermanent employees is rising. This has already been noted in the firstquarter of 2010, and as recruitment activity continues to grow it is likely tosignal the return of power back to candidates.

Positions in demand

Engineering demand exists for 12d Engineers, Senior Structural Drafters,Senior Civil Design Engineers and professionals that can develop newbusiness. In building services the scarcity of fire safety specialists andSenior Engineers remain. Water and environment projects continue toincrease, which has created demand at the entry level, with industrytraining essential.

The architecture market needs Revit or Codebook software professionalsas well as candidates with construction documentation and contractadministration skills. Demand for professionals with expertise inresidential has increased. So too has the need for healthcare experienceas a result of the Federal Government’s health reform plan.

In construction, Contract Administrators and Estimators continue to be indemand. Infrastructure, rail and water professionals are also needed inresponse to national and state project approvals.

Public sector

The initial surge of stimulus funded projects led to an increase intemporary contracts within architecture, project and developmentmanagement for housing and education projects.

Engineering and planning consultancies and construction firms have ledthe job market’s recovery by quickly staffing up. This has reduced thenumber of candidates available to public sector organisations. As a result,suitably qualified and experienced candidates are becoming scarce,although we do expect more to enter the job market after remaining in arole in the early part of the year. The public sector will have to movequickly with their recruitment processes in order to secure thesecandidates ahead of the private sector.

Town Planners and Civil Engineers, Designers and Drafters remain in highdemand as the contract market improves. Demand is also increasing forBuilding Surveyors, Environmental Health Officers and those with waterengineering experience.

Salary movements

In architecture, there were some cases of small upwards movements atthe graduate level. No significant increases occurred to engineering orconstruction salaries, however this is expected to change as organisationswith leaner resources begin to win work and act to attract and retainsought after expertise.

Advice to candidates

Despite the turbulent last 18 months, things are looking very positive.There has been a huge trend to downsize and cut back over the past 12months, but with the market back on track good employers are makingstrategic hires. Make sure you demonstrate commitment, have good

references and move for the right long-term reasons.

New ZealandMarket changes

New Zealand’s construction industry felt the full force of the GFC. A numberof major commercial projects were in full swing at the time, and this provideda small buffer. But the pain was still felt across the industry and manyoperations closed down or made large numbers of employees redundant.With these projects now coming to an end, the hope is that additionalinfrastructure investment will be the catalyst for a broader industry bounceback and more finance will be available for private investment.

Changes to recruitment practices

Given the current availability of candidates, employers have higherexpectations. Consequently the recruitment process has slowed asemployers locate the best fit. If a candidate does not tick every box theywill not be considered, which contrasts with practices 18 months ago.

Positions in demand

Infrastructure projects have supported the construction industry and thisis where the greatest demand for candidates exists. Roads, Traffic andTransport Engineers with major project experience are in demand at asenior level, while Estimators and Quantity Surveyors with relevant sectorand project experience are also needed.

Salary movements

Salaries across New Zealand’s construction sector remained static. Wewitnessed a slight decrease in some salaries, such as for Senior QuantitySurveyors. But there were also cases of employers offering a packageabove the current market level in order to secure top talent. As a result,the strength of their team improved.

In general though, employers remain conscious of the relative abundance

of candidates, which in theory should suppress salary increases.

Advice to candidates

Local market or project knowledge and experience are critical to secure arole at present. It is important to be flexible in your salary and locationrequirements since fewer opportunities are available. It is advisable toaccept temporary or contract opportunities until the market improves.


“Infrastructure projects have supported the construction industryand this is where the greatest demand for candidates exists.”




Architecture

Notes

• Australian salaries include superannuation • New Zealand salaries do not include superannuation• New Zealand salaries are represented in New Zealand Dollars

40 - 45 45 - 60 60 - 90 40 - 45 45 - 60

40 - 45 45 - 55 55 - 75 40 - 45 45 - 60

43 - 50 45 - 65 60 - 90 39 - 50 45 - 60

45 - 50 45 - 60 60 - 85 40 - 45 45 - 55

40 - 50 50 - 65 65 - 85 40 - 45 45 - 65

38 - 43 44 - 55 55 - 90 38 - 45 45 - 55

40 - 55 55 - 65 65 - 90 35 - 50 50 - 65

40 - 45 45 - 70 70 - 90 38 - 45 45 - 65

35 - 40 40 - 60 50 - 80 35 - 40 55 - 60

40 - 55 50 - 60 65 - 90 35 - 55 50 - 65

35 - 45 50 - 70 75 - 90 35 - 45 45 - 60

30 - 50 50 - 70 60 - 90 30 - 35 40 - 50

Graduate

Architect

Architect

2-5 Years

Architect

5-10 Years

GraduateInteriorDesigner

InteriorDesigner2-5 Years

NSW - Sydney

NSW - Regional

VIC - Melbourne

QLD - Brisbane & Gold Coast

QLD - Regional

SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland

NZ - Chch/Wellington

Architecture

60 - 85 45 - 65 45 - 85 50 - 100

55 - 80 45 - 65 45 - 65 45 - 85

60 - 90 45 - 75 45 - 80 45 - 120

55 - 85 40 - 60 45 - 90 55 - 120

65 - 80 40 - 60 45 - 85 45 - 110

60 - 100 35 - 60 50 - 90 45 - 100

65 - 90 45 - 85 45 - 90 50 - 95

55 - 95 35 - 55 45 - 85 40 - 85

50 - 80 30 - 55 35 - 75 40 - 80

55 - 75 45 - 65 45 - 80 50 - 85

65 - 100 35 - 90 45 - 95 50 - 100

55 - 80 35 - 70 40 - 80 45 - 80

Interior Designer5-10 Years

CAD Drafter LandscapeArchitect

Town/UrbanPlanner

NSW - Sydney

NSW - Regional

VIC - Melbourne


QLD - Regional

SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland


Salaries in ‘000

Salaries in ‘000




Engineering

Notes


Building ServicesDesign Consultancy

Building ServicesContractor

45 - 70 75 - 100 45 - 60 60 - 100 110 - 150 150 - 210

45 - 60 65 - 75 50 - 65 60 - 90 110 - 150 150+

40 - 60 65 - 85 45 - 70 65 - 100 100 - 140 140+

35 - 65 65 - 95 50 - 70 70 - 120 120 - 150 150+

35 - 65 65 - 90 40 - 60 60 - 110 95 - 130 130+

40 - 55 65 - 85 40 - 60 60 - 85 100 - 140 140+

40 - 65 70 - 95 55 - 70 70 - 100 100 - 140 140+

40 - 50 50 - 85 55 - 65 70 - 90 100 - 120 130+

30 - 40 50 - 75 40 - 60 55 - 90 75 - 110 120+

40 - 60 65 - 90 45 - 65 65 - 85 100 - 150 140+

40 - 70 70 - 100 40 - 70 75 - 95 100 - 120 110+

35 - 65 55 - 80 40 - 60 55 - 90 100 - 120 110+

Principal/

Director

Associate/ SeniorAssociate

Intermediate

-SeniorDesign Engineer

Graduate/ Entry-levelDesign Engineer

CAD

Manager

CAD Drafter- DesignDrafter

NSW - Sydney

NSW - Regional

VIC - Melbourne


QLD - Regional

SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland


75 - 90 75 - 150 90 - 130 120 - 150 150 - 180 140 - 200

60 - 70 65 - 85 90 - 100 110 - 130 120 - 150 120 - 180

65 - 80 65 - 120 90 - 130 100 - 150 120 - 170 120 - 190

60 - 100 65 - 140 85 - 130 100 - 165 150 - 225 140 - 190

60 - 90 60 - 140 90 - 120 100 - 145 110 - 150 110 - 150

50 - 75 55 - 95 60 - 120 80 - 150 110 - 140 120 - 160

75 - 90 60 - 85 80 - 100 90 - 120 110 - 150 110 - 150

60 - 70 60 - 80 75 - 100 90 - 120 100 - 140 100 - 140

50 - 70 50 - 65 60 - 90 80 - 120 120 - 140 90 - 140

70 - 80 60 - 85 100 - 130 120 - 160 140 - 170 130 - 160

50 - 70 50 - 70 75 - 90 85 - 120 90 - 120 100 - 160

50 - 65 50 - 70 70 - 90 80 - 100 90 - 120 100 - 140

BuildingServicesManager

OperationsManager

SeniorProjectManager

ProjectManager

Estimator -SeniorEstimator

Foreperson/ Supervisor

NSW - Sydney

NSW - Regional

VIC - Melbourne


QLD - Regional

SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland


Salaries in ‘000

Salaries in ‘000




Engineering

Notes


40 - 80 60 - 100 60 - 140 65 - 120

35 - 60 40 - 75 50 - 90 50 - 90

35 - 70 45 - 85 60 - 110 65 - 120

40 - 75 50 - 90 60 - 130 80 - 140

40 - 65 50 - 85 60 - 130 80 - 140

40 - 55 50 - 65 45 - 80 50 - 80

40 - 70 55 - 120 55 - 110 65 - 120

40 - 60 45 - 80 55 - 110 65 - 120

40 - 60 45 - 65 55 - 95 70 - 105

40 - 55 50 - 90 60 - 105 80 - 120

45 - 70 50 - 75 65 - 110 75 - 120

35 - 55 40 - 65 50 - 100 60 - 110

DrafterCivil Designer

Drafter

Civil/Structural

Engineer

Client SideRepresentative/ Resident Engineer

NSW - Sydney

NSW - Regional

VIC - Melbourne


QLD - Regional

SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland


55 - 140 120 - 160 160+

50 - 100 120 - 140 140+

50 - 100 110 - 140 150+

65 - 130 120 - 160 150+

70 - 120 120 - 150 150+

60 - 100 100 - 130 150+

80 - 140 120 - 160 150+

55 - 110 90 - 130 120+

70 - 110 100 - 140 120+

60 - 110 110 - 140 150+

60 - 110 100 - 150 115+

50 - 100 90 - 130 100+

Structural/Civil ProjectEngineer

Associate Group Manager/ Principal

NSW - Sydney

NSW - Regional

VIC - Melbourne


QLD - Regional

SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland


90 - 120 90 - 120 90 - 115 90 - 120 95 - 130

70 - 95 70 - 90 50 - 80 75 - 100 75 - 105

85 - 120 80 - 120 65 - 95 90 - 120 80 - 110

80 - 120 75 - 100 65 - 90 85 - 120 75 - 120

80 - 120 75 - 100 65 - 90 85 - 120 75 - 110

75 - 90 65 - 95 60 - 80 75 - 110 75 - 100

80 - 110 80 - 100 65 - 85 90 - 110 80 - 100

70 - 100 65 - 90 60 - 80 70 - 95 65 - 95

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

80 - 110 80 - 100 65 - 85 90 - 110 80 - 100

65 - 95 65 - 95 50 - 80 70 - 110 65 - 100

55 - 80 65 - 95 50 - 70 70 - 110 80 - 110

Signalling

Designers

Signalling

Supervisors

SignallingMaintenanceTechnicians

Permanent

Way Designers

Permanent

Way Track

NSW - Sydney

NSW - Regional

VIC - Melbourne


QLD - Regional

SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland


Rail Infrastructure

Civil & Structural

Salaries in ‘000

Salaries in ‘000

Salaries in ‘000




Construction

Notes


65 - 75 75 - 120 50 - 70 70 - 110 100 - 180

50 - 65 60 - 105 50 - 70 50 - 80 90 - 150

45 - 65 70 - 130 50 - 70 70 - 110 90 - 150

50 - 60 70 - 100 55 - 75 75 - 110 90 - 170

55 - 65 70 - 100 55 - 75 70 - 100 100 - 150

50 - 70 75 - 110 45 - 65 55 - 90 90 - 140

60 - 70 90 - 120 60 - 80 80 - 120 120 - 180

50 - 65 65 - 90 55 - 65 60 - 90 80 - 120

40 - 60 60 - 75 45 - 65 60 - 90 70 - 100

55 - 70 75 - 110 55 - 75 70 - 100 100 - 150

45 - 55 55 - 70 45 - 65 65 - 85 80 - 120

40 - 55 50 - 70 45 - 70 70 - 90 80 - 120

Leading Hand Foreperson Site EngineerProject

Engineer

Project

Manager

NSW - Sydney

NSW - Regional

VIC - Melbourne


QLD - Regional

SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland


80 - 150 140 - 250 55 - 80 90 - 140 90 - 130

65 - 90 95 - 160 55 - 80 70 - 95 90 - 120

80 - 180 130 - 200 60 - 80 80 - 130 85 - 125

80 - 140 120 - 220 65 - 85 75 - 140 100 - 140

80 - 120 125 - 200 50 - 80 80 - 125 100 - 125

70 - 100 120 - 180 55 - 80 80 - 120 60 - 110

100 - 180 150 - 200 65 - 80 90 - 130 100 - 150

70 - 100 90 - 170 50 - 70 70 - 100 80 - 125

60 - 95 100 - 160 40 - 60 60 - 90 70 - 120

80 - 120 125 - 200 50 - 80 80 - 140 100 - 130

45 - 120 90 - 160 45 - 60 75 - 120 100 - 150

60 - 100 85 - 140 55 - 75 70 - 90 90 - 125

Estimator ConstructionManager

ContractsAdministrator/ Qty Surveyor - Junior

ContractsAdministrator/ Qty Surveyor - Senior

DesignManager

NSW - Sydney

NSW - Regional

VIC - Melbourne


QLD - Regional

SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland


Construction Civil

Salaries in ‘000

Salaries in ‘000




Construction

Notes


170 - 250 45 - 75 75 - 130 120 - 170 100 - 180

100 - 160 40 - 75 70 - 95 110 - 170 75 - 110

160 - 250 45 - 80 80 - 150 120 - 180 110 - 180

140 - 250 40 - 85 90 - 150 100 - 175 90 - 165

125 - 200 50 - 80 85 - 120 100 - 120 100 - 150

120 - 180 40 - 60 60 - 110 70 - 110 75 - 110

150 - 250 55 - 75 100 - 150 100 - 130 100 - 150

140 - 180 45 - 70 70 - 120 80 - 120 90 - 150

90 - 120 40 - 60 60 - 90 70 - 110 80 - 120

125 - 200 50 - 80 85 - 120 100 - 120 110 - 150

120 - 160 40 - 60 80 - 120 85 - 120 65 - 95

110 - 150 35 - 50 75 - 120 80 - 115 70 - 110

ConstructionManager

ContractsAdministrator/ Qty Surveyor - Junior

ContractsAdministrator/ Qty Surveyor - Senior

DesignManager

Site Manager

NSW - Sydney

NSW - Regional

VIC - Melbourne


QLD - Regional

SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland


Construction Building

55 - 80 75 - 115 50 - 75 90 - 130 120 - 200 70 - 170

55 - 70 65 - 105 50 - 70 65 - 100 90 - 150 60 - 110

65 - 80 70 - 110 50 - 80 80 - 130 120 - 200 70 - 150

50 - 70 65 - 125 50 - 80 80 - 130 110 - 200 70 - 180

60 - 70 75 - 100 50 - 80 80 - 110 120 - 185 80 - 120

50 - 70 70 - 110 40 - 60 60 - 90 80 - 150 70 - 120

60 - 70 75 - 100 60 - 75 80 - 120 150 - 200 90 - 150

60 - 80 70 - 110 65 - 75 80 - 130 100 - 150 80 - 130

40 - 60 50 - 75 60 - 75 60 - 90 80 - 150 70 - 120

60 - 70 75 - 100 50 - 80 80 - 110 120 - 185 80 - 120

45 - 55 55 - 70 60 - 75 65 - 90 85 - 130 60 - 120

44 - 60 55 - 70 55 - 75 60 - 80 90 - 110 80 - 110

EstimatorProject

Manager

Project

Engineer

Site

EngineerForeperson

Leading

Hand

NSW - Sydney

NSW - Regional

VIC - Melbourne


QLD - Regional

SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland


Salaries in ‘000

Salaries in ‘000




Construction

Notes


60 - 100 60 - 90 100 - 120 75 - 95 50 - 95

60 - 100 55 - 80 75 - 100 65 - 85 38 - 90

50 - 80 50 - 80 75 - 90 50 - 80 50 - 80

60 - 100 60 - 90 75 - 120 60 - 95 45 - 95

45 - 70 45 - 65 60 - 120 60 - 95 45 - 70

45 - 60 40 - 60 60 - 75 60 - 75 45 - 80

60 - 70 45 - 60 60 - 90 60 - 70 45 - 75

55 - 95 50 - 80 N/A N/A 45 - 90

45 - 70 50 - 80 N/A N/A 40 - 70

45 - 70 45 - 65 60 - 120 60 - 95 45 - 70

45 - 100 40 - 90 80 - 150 70 - 120 50 - 100

60 - 80 50 - 80 80 - 120 60 - 80 55 - 90

Traffic

EngineerCivil Designer

Civil Project

ManagerAsset Manager Town Planner

NSW - Sydney

NSW - Regional

VIC - Melbourne


QLD - Regional

SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland


Local Government

50 - 65 45 - 60 55 - 95 80 - 110 50 - 125

50 - 60 40 - 50 55 - 85 70 - 100 40 - 115

60 - 90 40 - 60 55 - 100 60 - 110 50 - 100

55 - 90 45 - 60 65 - 100 65 - 110 50 - 80

55 - 85 45 - 60 65 - 100 65 - 110 50 - 80

50 - 65 40 - 55 50 - 70 60 - 85 50 - 70

50 - 65 45 - 55 50 - 60 60 - 90 45 - 60

N/A N/A N/A N/A N/A

N/A N/A N/A N/A N/A

55 - 85 45 - 60 65 - 100 65 - 110 50 - 80

50 - 85 40 - 55 60 - 85 60 - 110 70 - 100

50 - 70 40 - 60 60 - 80 60 - 90 70 - 100

BuildingSurveyor

FacilitiesCoordinator

FacilitiesManager

ProjectManager

PropertyManager

NSW - Sydney

NSW - Regional

VIC - Melbourne


QLD - Regional

SA - Adelaide

WA - Perth

ACT - Canberra

TAS - Hobart

NT - Darwin

NZ - Auckland


Salaries in ‘000

Salaries in ‘000



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Hays Salary Guide 2010-AU Eng