Hays Salary Guide 2010 AU Nrg Res Oil

8/3/2019 Hays Salary Guide 2010 AU Nrg Res Oil

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THE 2010 HAYS

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

hays.com.au hays.net.nz


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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 ZEALAND33+YEARS OF EXPERIENCE

2010 Hays Salary Guide | 3


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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


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SECTION ONE

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


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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


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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


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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%



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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


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3. Does your company offerflexible salary packaging?

Yes

No

79% 21%

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

4. What is your companysFringe 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



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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


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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...


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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


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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


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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


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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


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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


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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


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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


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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%



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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...


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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


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SECTION TWO

SALARY INFORMATION


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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


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Energy

AustraliaMarket changes

As the shadow of the GFC recedes, Australias energy market is gainingmuch needed momentum. Significant investment decisions regarding thestate networks and the strong push on clean and renewable energy (inthe form of the renewable energy target) have increased investment,particularly from overseas.

State-by-state, Victorias energy industry is looking at clean coal initiativesand companies are piloting alternative methods of carbon capture andstorage. Following the states 2009 bushfires, the maintenance oftransmission and distribution lines has also been a priority.

Renewed demand for specialist trades from the generation industry was

the first sign of a turnaround in Western Australias energy market. Othercontributing factors included new power stations, increased demand onexisting stations and major wind farm and solar projects at feasibility andplanning stages. While the transmission and distribution industry is yet tofully recover, employers are recruiting experienced Designers and Drafters.

Growing residential and industrial demand brought investment in theNorthern Territorys energy sector to the fore. A number of solar projectswill continue to be a focus of both private enterprise and government.

New South Wales major utility companies continue to update an aginginfrastructure, which has created job opportunities within thetransmission and distribution industry. The states renewable energysector has grown and opportunities within wind, geothermal and solarare increasing.

Queensland has focused on carbon reducing technologies for existing

hydrocarbon power generation assets.

Changes to recruitment practices

During the last 12 months employers were understandably selective whenrecruiting. Limited graduate recruitment took place, which could putfurther pressure on skills shortages long-term. The recruitment ofoverseas talent also fell as organisations reduced their demand. But asthe market improves at a significant pace, the search for high calibretalent will once again make the importation of international candidates anecessary option.

We also expect to see an increase in candidates moving interstate. Anumber of organisations are already proactively targeting regions oflower demand. As projects are completed they are also redeploying staffto states with increased demand or projects.

The improving market has also led to the return of counter offers. In such

a market, both employees and employers need to consider the careerplanning, training and development offered.

Positions in demand

Candidates with transmission and distribution experience are definitewinners in Australias energy market at present. These skills are sought inmost states and territories, and include Drafters and Designers, ElectricalEngineers and Project Managers.

In other areas of demand, Perth requires Mechanical and Electrical DesignEngineers with experience on generation projects, in particular gas andsteam turbines. Demand is also high for OH&S Officers and MaintenanceTechnicians (electrical).

Queenslands growing list of skills in demand includes Senior ProtectionEngineers, Primary and Secondary Design Engineers, Mechanical PowerGeneration Engineers, Project Managers with switchgear experience,Contracts Managers, Civil Site Engineers with substation/power stationexperience and Senior Design Managers.

In the Northern Territory there is a continuing requirement for MechanicalEngineers to design and maintain both developed and remote turbinesand diesel engines.

Victoria needs candidates with niche renewable energy skills and NewSouth Wales wants both commercial and technical candidates within thewind, solar and hydro power sectors.

Salary movements

Salaries were fairly static in 2009. In fact the majority of organisationshad a salary freeze in place and instead attracted candidates on the basisof the quality and security of their projects.

Today however salaries are increasing and employers are willing to bemore flexible for top candidates. For example, good Design Engineerswith project experience are in demand and salaries are slowly increasingback to the levels that they attracted 12 months ago.

There has been a marked change in the reluctance to offer fly-in fly-outpackages to the Northern Territory, although employers are insteadoffering flexibility when it comes to housing packages, transport andcareer development.

Advice to candidates

Career planning remains a critical component of your professionaldevelopment. Ensure that you continue to achieve continuousprogression in your field of expertise. If you are looking to moveinterstate ensure that you have the right qualifications and ticketsrequired to work.

When deciding on future employers take into consideration anorganisations project pipeline.

There is a shortage of candidates with renewable energy experience so itis worthwhile considering your transferable skills.

New ZealandMarket changes

Company restructures and the delay of major projects had an impact onthe demand for staff within this sector over the last 12 months. But with anumber of major projects now underway or scheduled to start across thegeneration and transmission sectors, the country is expected to beoperating in a highly competitive candidate short-market once again. Infact, the energy sector is poised for a significant uplift.


In response to market changes employers are increasingly consideringthe way they attract and retain talent. Counter offers are becomingmore prevalent as they realise the cost and time factors involved infinding staff.

Employers are moving towards strategic partnership recruitment for

enhanced candidate attraction. As the search for talent moves offshoreorganisations with a greater global reach are preferred.

Positions in demand

Transmission Line Engineers and Protection Engineers are in demandacross the market. The need for skilled project professionals withgeothermal experience is expected to become a hotspot of demandmoving forward.

Salary movements

Salaries have remained largely static across the market, but as thecandidate shortage tightens this will change. As mentioned, counteroffers are already taking place for skills in high demand, and it is only amatter of time before these salary increases filter through to theremainder of the workforce.

Advice to candidatesTo be successful candidates need to avoid multiple applications. Instead,we suggest you select one or two consultants who have a goodreputation and knowledge of the market to represent you. Keep a trackof companies you have applied to directly and ensure you focus on keyvacancies relevant to your skill set and experience.


Counter offers are becoming more prevalent as (employers)realise the cost and time factors involved in finding staff.


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Energy Design Engineering

Notes

All salaries shown exclude superannuation New Zealand salaries are represented in New Zealand Dollars

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

65 - 95 100 - 140 145 - 160 150 - 200 110 - 150

65 - 85 100 - 140 120 - 150 140 - 180 110 - 150

70 - 100 90 - 120 110 - 150 140 - 180 110 - 160

70 - 110 90 - 130 100 - 150 130 - 170 110 - 160

70 - 85 80 - 120 100 - 130 120 - 140 110 - 140

85 - 110 110 - 140 120 - 150 130 -180 130 - 150

65 - 80 80 - 90 90 - 110 120 - 150 100 - 140

Design

Engineer

Senior Design

Engineer

PrincipalDesignEngineer

Engineering

Manager

Design

Manager

NSW - Sydney

VIC - Melbourne

QLD - Brisbane

WA - Perth

SA - Adelaide

NT - Darwin

New Zealand

Transmission &Distribution/Generation

Renewable

50 - 80 70 - 100 90 - 120 120 - 160

50 - 80 70 - 100 90 - 120 120 - 160

55 - 80 65 - 90 85 - 110 110 - 150

60 - 85 70 - 110 100 - 130 125 - 165

55 - 75 70 - 90 90 - 115 130 - 145

65 - 80 75 - 90 95 - 125 120 - 155

55 - 60 70 - 80 70 - 85 85 - 100

Design DrafterSenior Design

Drafter

Project Engineer

(EPCM)

Senior Project

Engineer (EPCM)

NSW - Sydney

VIC - Melbourne

QLD - Brisbane

WA - Perth

SA - Adelaide

NT - Darwin

New Zealand

80 - 115 110 - 140 100 - 120 125 - 175

80 - 120 110 - 140 100 - 120 120 - 170

85 - 130 115 - 145 90 - 130 110 - 160

80 - 135 120 - 150 110 - 120 130 - 190

80 - 115 100 - 130 110 - 120 125 - 160

95 - 135 100 - 145 100 - 125 120 - 160

70 - 120 70 - 110 65 - 110 100 - 135

Power Systems

Engineer

Protection

Engineer

Transmission Line

Design EngineerProject Manager

NSW - Sydney

VIC - Melbourne

QLD - Brisbane

WA - Perth

SA - Adelaide

NT - Darwin

New Zealand

95 - 135 95 - 125 85 - 120 65 - 80

100 - 135 100 - 135 90 - 125 65 - 90

90 - 120 85 - 115 90 - 140 65 - 95

110 - 140 100 - 120 120 - 150 70 - 90

90 - 125 100 - 120 115 - 140 70 - 90

N/A 105 - 125 95 - 125 85 - 115

90 - 120 N/A 80 - 120 60 - 80

Wind Farm

EngineerSolar Engineer

Geothermal

EngineerTechnician

NSW - Sydney

VIC - Melbourne

QLD - Brisbane

WA - Perth

SA - Adelaide

NT - Darwin

New Zealand

Salaries in 000

Salaries in 000

Salaries in 000

Salaries in 000


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Operations & Maintenance Energy

Notes


* Engineer (Mechanical/Electrical)

70 - 90 65 - 80 70 - 85 70 - 85 60 - 75

70 - 90 65 - 85 70 - 85 70 - 85 70 - 85

80 - 105 70 - 100 65 - 85 65 - 80 65 - 85

100 - 125 100 - 130 80 - 100 80 - 100 90 - 115

75 - 85 75 - 95 65 - 85 65 - 80 70 - 90

100 - 130 80 - 90 70 - 90 70 - 85 75 - 90

80 - 90 60 - 75 55 - 60 55 - 60 65 - 80

Asset Engineer

(3-7yrs)*Leading Hand Electrician

Mechanical

Fitter

Instrumentation

Technician

NSW - Sydney

VIC - Melbourne

QLD - Brisbane

WA - Perth

SA - Adelaide

NT - Darwin

New Zealand

Operations & Maintenance

55 - 75 70 - 100 85 - 100 80 - 95

55 - 75 70 - 100 85 - 100 85 - 105

65 - 80 75 - 110 95 - 110 95 - 115

70 - 100 85 - 130 110 - 135 95 - 120

70 - 100 85 - 125 90 - 110 85 - 100

85 - 95 95 - 110 105 - 115 90 - 110

65 - 75 80 - 100 75 - 80 N/A

Control Room

Operator

Control Room

Manager

Maintenance

Superintendent

Maintenance

Planning/Scheduler

NSW - Sydney

VIC - Melbourne

QLD - Brisbane

WA - Perth

SA - Adelaide

NT - Darwin

New Zealand

Salaries in 000

Salaries in 000


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Energy Project Development

Notes


* Mechanical/Electrical/Instrumentation & Controls

Project Delivery

120 - 175 80 - 130 160 - 180 110 - 140

120 - 175 80 - 125 140 - 180 110 - 140

130 - 160 90 - 130 140 - 185 95 - 130

140 - 175 110 - 140 150 - 170 120 - 145

140 - 160 80 - 115 130 - 160 100 - 135

110 - 130 95 - 120 110 - 140 95 - 125

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

Project Manager Project EngineerConstruction

Manager

Site

Superintendent

NSW - Sydney

VIC - Melbourne

QLD - Brisbane

WA - Perth

SA - Adelaide

NT - Darwin

New Zealand

Project Services

90 - 105 120 - 150 85 - 115 115 - 140

90 - 110 120 - 150 85 - 120 120 - 140

95 - 130 110 - 150 95 - 135 120 - 150

100 - 140 130 - 170 110 - 145 130 - 160

90 - 105 120 - 150 85 - 110 120 - 135

85 - 100 90 - 120 85 - 95 95 - 125

65 - 90 80 - 95 70 - 80 85 - 90

Estimator Senior Estimator Planner/Scheduler Planning Manager

NSW - Sydney

VIC - Melbourne

QLD - Brisbane

WA - Perth

SA - Adelaide

NT - Darwin

New Zealand

70 - 110 120 - 160 75 - 100 90 - 120

70 - 110 115 - 155 80 - 105 90 - 125

80 - 120 110 - 160 80 - 120 100 - 140

85 - 130 140 - 160 100 - 125 110 - 145

70 - 100 110 - 140 80 - 110 90 - 120

70 - 90 95 - 130 85 - 105 100 - 120

55 - 65 90 - 100 75 - 95 95 - 120

Contracts

Administrator

Contracts

ManagerOHS Supervisor OHS Manager

NSW - Sydney

VIC - Melbourne

QLD - Brisbane

WA - Perth

SA - Adelaide

NT - Darwin

New Zealand

80 - 110 110 - 135 140 - 190

90 - 125 110 - 135 140 - 185

85 - 120 115 - 145 130 - 170

120 - 130 120 - 150 155 - 185

85 - 110 100 - 130 130 - 165

105 - 125 95 - 120 110 - 140

75 - 85 90 - 120 110 - 135

Site Engineer Commissioning Engineer Commissioning Manager

NSW - Sydney

VIC - Melbourne

QLD - Brisbane

WA - Perth

SA - Adelaide

NT - Darwin

New Zealand

Salaries in 000

Salaries in 000

Salaries in 000

Salaries in 000


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Resources & Mining

AustraliaMarket changes

Following a major dent in the confidence of Australias resources andmining sector during the economic downturn, this key market is bouncingback. Ultimately, we have seen a comprehensive recovery. Strengtheningcommodity prices across the board and resurgence in demand fromsome of Australias key export markets through quarters one and two ofthe 2009/10 financial year resulted in production ramp ups, increasedexploration spending and higher levels of investor activity.

State-by-state, Western Australia is back on its feet. As demandincreases, production levels improve and efficiencies in productionbecome paramount. New projects such as Karara in the states mid westare pushing ahead at a rapid pace and projects such as RGP5, Pluto and

CP Mining have created high demand in industrial construction. Theremainder of the states sector is full of activity, including heavy industrialdesign which was slow to rebound.

Before the downturn Queensland was our other mining powerhouse. It isalso on track for a strong recovery, with employment rising and the coalexport industry recording record volumes, boosted in no small part bydemand from China.

South Australia was a state to watch before the GFC and will be again. Itis already showing signs of life with several new mining projects indevelopment phase and production expected to commence soon.

Along with key mining projects, new mining infrastructure is also helpingto drive jobs growth. The expansion of Newcastle Port for example hasallowed sites in New South Wales to increase production. Explorationprograms, mine expansions, infrastructure and equipment upgrades,

greenfield developments and the ramping up of care and maintenancesites signal a promising future for the state.

A number of world class projects continue to be developed in theNorthern Territory, where the State Government has actively fostered newprojects. Meanwhile, as momentum changes for the better in Victoria, theappetite for senior strategic candidates has gathered pace and seniorexecutives are testing the market for the first time in 18 to 24 months.

In fact, across the country candidates are again entering the market,encouraged by the return of confidence, investment and project activity.In an industry where vacancy activity is rising but skills are alreadystretched to the limit, the ability to source required skills will againbecome a considerable challenge for employers.


In recognition of the markets improvements, employers are actively

promoting the career path and development they offer to help attractcandidates. Furthermore as candidate shortages emerge, theirrecruitment process is quickening in order to secure top talent.

However companies remain cautious and place heavy emphasis oncultural fit. They are also very selective and only candidates with similarcommodity, mining or equipment experience will be successful.

Providing some short-term relief to imminent skills shortages is the agingpopulation of mining professionals who are working to recoupsuperannuation lost during the GFC, particularly at the statutory andsenior levels. But succession planning still needs to remain a focus, withgraduate to intermediate employees requiring support and developmentto fill senior roles long-term.

Positions in demand

The return of confidence to the market has, not surprisingly, increasedrecruitment activity in most areas of mining. In highest demand acrossAustralia are Mining Engineers at all levels of experience.

In state-specific areas of demand, Western Australia needs explorationcandidates from Geologists to Field Assistants, Mobile PlantOperators/Maintenance Trades in mine production and Maintenance staffin mineral processing.

Darwin is also experiencing a continuing shortage of high-levelMaintenance candidates, and also needs Geologists at all levels. In SouthAustralia it is Civil and Structural Engineers, Mine Geologists and MiningInfrastructure specialists that are needed. In Victoria candidates forstrategic roles, such as Principle Engineers and Team Leaders, are insignificant demand.

In New South Wales Mechanical and Electrical Engineers, open cut andunderground Geotechnical Engineers and Geologists are in demand.Employers are also looking for Project Managers and Engineers across alldisciplines, Mechanical Supervisors and Senior and Lead Structural,Mechanical and Electrical Design Engineers.

Salary movements

In most cases permanent salaries held steady over the last year and bonuseswere awarded, albeit at lower percentages than previously experienced.

FIFO rosters that lengthened throughout 2009 have begun to shorten aspart of an attraction and retention program.

Towards the end of 2010 we expect local talent pools will havediminished, so as new mine developments enter their critical phasesalaries will consequently increase. At this time employers are also likelyto return their attention to interstate and overseas recruitment to help filltheir vacancies.

Advice to candidates

A shortage of technical candidates for design, mining and constructionpositions will present you with significant opportunities to move your careerforward. So be clear and realistic about your goals and your next step.

Ensure that your resume is clear and concise, summarising the positions,employers and key responsibilities you have held.

Consider your options carefully and choose wisely. Ensure you are wellbriefed on the position and research the company, role, rotation,accommodation and overall lifestyle before the interview.

Many employers have gone the extra mile to win work and in returnexpect you to be flexible in terms of work locations. Be prepared for this.

New ZealandMarket changes

New Zealands mining employment market was cautious but steady overthe last 12 months. The decreasing fortunes of coal were largely offset bythe resurgence of gold. This was a major switch to the areas of demand.Global market conditions led to a cautious approach to recruitment and acooling of the previously red hot salary increases.

Decreasing demand elsewhere in the world led to a rise in the number ofreturning New Zealanders. Encouragingly, these candidates returned forlifestyle rather than salary reasons. This increase was enough to fill most,but not all, gaps left by the previous skills shortage.

But given that supply and demand is only now balanced, any future netmigration of skills will soon lead to another severe skills shortage. Atpresent the biggest threat comes from the expected increase in demandfrom Australia.

Positions in demand

Not all pockets of demand were met by the increase of returning NewZealanders. In most demand are Senior Managers, Mine Managers andEngineers. There is also a steady demand for almost all trade candidates.

Salary movements

Salaries remained static over the last 12 months. As we move forward andglobal demand for skills increases, we expect salaries will either riseaccordingly or employers will offer the work/life balance for which NewZealand is famous.


...vacancy activity is rising but skills are already stretched to thelimit, the ability to source required skills will again become a

considerable challenge for employers.


29/40


Resources & Mining

Notes

In WA all salaries are based on 9&5 and 2&1 rosters excluding superannuation and additional benefits. For all other states, salaries are based on residential positions excluding superannuation and additional benefits. New Zealand salaries are represented in New Zealand Dollars

130 - 160 115 - 165 80 - 125 65 - 85 90 - 135

125 - 160 110 - 160 80 - 100 60 - 75 90 - 110

115 - 135 100 - 120 80 - 95 60 - 70 75 - 100

120 - 140 110 - 135 85 - 100 60 - 75 75 - 100

120 - 155 105 - 125 75 - 100 60 - 75 85 - 105

110 - 135 110 - 135 90 - 110 60 - 75 85 - 100

120 - 150 105 - 135 75 - 100 55 - 70 75 - 100

Mill

Superintendent

Senior

MetallurgistMetallurgist

Graduate

Metallurgist

ProcessEngineer -Mid level 3-7yrs

WA - Perth

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

SA - Adelaide

NT - Darwin

New Zealand

130 - 180 90 - 130 110 - 140 110 - 130 110 - 145

130 - 170 90 - 130 95 - 145 90 - 120 90 - 120

120 - 150 90 - 110 90 - 130 90 - 120 90 - 120

115 - 135 85 - 110 90 - 110 75 - 110 75 - 100

115 - 140 90 - 130 85 - 125 80 - 110 85 - 110

115 - 145 85 - 110 95 - 125 95 - 120 95 - 120

115 - 180 80 - 110 75 - 95 70 - 100 70 - 100

Maintenance

Superintendent

Maintenance

Planner

Maintenance

Supervisor

MechanicalEng Mid level3-7yrs

ElectricalEng Mid level3-7yrs

WA - Perth

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

SA - Adelaide

NT - Darwin

New Zealand

110 - 140 90 - 110 94 - 120 90 - 110 94 - 120

100 - 130 80 - 95 90 - 120 90 - 110 90 - 110

95 - 110 75 - 95 90 - 120 75 - 90 N/A

85 - 100 75 - 85 80 - 120 75 - 85 80 - 100

85 - 105 70 - 85 85 - 120 75 - 95 85 - 110

90 - 110 80 - 95 80 - 95 80 - 95 80 - 95

85 - 105 80 - 95 80 - 115 80 - 95 75 - 95

Leading HandMechanical

FitterElectrician

Boiler

Maker/Welder

Instrumentation

Technician

WA - Perth

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

SA - Adelaide

NT - Darwin

New Zealand

Mineral Processing

Maintenance

90 - 135 75 - 110 65 - 80 60 - 80

85 - 115 80 - 100 60 - 70 60 - 75

85 - 105 65 - 80 60 - 70 60 - 70

80 - 95 70 - 85 60 - 70 50 - 70

75 - 90 70 - 85 55 - 65 55 - 70

90 - 110 70 - 85 65 - 85 65 - 85

80 - 95 70 - 85 60 - 75 55 - 75

Shift Supervisor Mill OperatorMetallurgical

Technician

Laboratory

Technician

WA - Perth

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

SA - Adelaide

NT - Darwin

New Zealand

Salaries in 000

Salaries in 000

Salaries in 000

Salaries in 000


30/40


Resources & Mining

Notes

In WA all salaries are based on 9&5 and 2&1 rosters excluding superannuation and additional benefits. For all other states, salaries are based on residential positions excluding superannuation and additional benefits. New Zealand salaries are represented in New Zealand Dollars In Queensland more employers are offering fly-in fly-out (FIFO)options, which has been taken into consideration in these salaries presented.

130 - 200 115 - 150 75 - 115 70 - 85 140 - 240

130 - 180 110 - 150 80 - 110 60 - 75 120 - 180

130 - 180 110 - 150 80 - 115 55 - 70 120 - 180

115 - 150 90 - 140 80 - 100 65 - 75 110 - 150

125 - 165 100 - 135 80 - 110 60 - 70 140 - 180

120 - 150 110 - 130 85 - 110 75 - 85 130 - 180

110 - 130 90 - 120 70 - 95 50 - 60 100 - 140

Chief

Geologist

Senior Mine

Geologist

Mine

Geologist

Graduate

Geologist

Exploration

Manager

WA - Perth

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

SA - Adelaide

NT - Darwin

New Zealand

Metalliferous Geology

120 - 150 85 - 130 70 - 90 65 - 90

100 - 150 85 - 120 60 - 80 60 - 80

100 - 140 75 - 110 50 - 80 50 - 80

90 - 140 75 - 100 50 - 70 50 - 60

95 - 135 80 - 110 60 - 70 60 - 85

110 - 130 85 - 120 70 - 90 80 - 90

100 - 120 70 - 90 50 - 60 45 - 55

Senior Exploration

Geologist

Exploration

GeologistField Assistant

Pit Technician/GeologicalTechnician

WA - Perth

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

SA - Adelaide

NT - Darwin

New Zealand

Salaries in 000

Salaries in 000


31/40


Resources & Mining

Notes


85 - 125 75 - 90 120 - 145 105 - 135 75 - 105

80 - 120 70 - 90 110 - 140 100 - 125 80 - 105

90 - 120 60 - 90 110 - 130 100 - 120 70 - 100

80 - 110 60 - 80 90 - 115 90 - 120 75 - 100

80 - 115 60 - 80 110 - 130 90 - 120 75 - 100

85 - 120 70 - 90 120 - 145 105 - 130 85 - 110

80 - 105 60 - 70 75 - 120 80 - 120 60 - 110

Drill & Blast

Engineer

GraduateMiningEngineer

Chief SurveyorSenior

SurveyorMine Surveyor

WA - Perth

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

SA - Adelaide

NT - Darwin

New Zealand

Metalliferous MiningEngineering

180 - 285 140 - 190 150 - 220 125 - 170 90 - 135 90 - 135

160 - 250 120 - 160 120 - 170 120 - 150 90 - 120 100 - 125

160 - 250 130 - 160 120 - 180 110 - 140 90 - 120 90 - 120

160 - 220 100 - 120 110 - 150 115 - 140 85 - 120 100 - 120

150 - 235 110 - 140 115 - 160 110 - 140 95 - 120 90 - 125

140 - 200 120 - 150 110 - 150 120 - 150 100 - 130 95 - 130

160 - 250 120 - 175 130 - 200 95 - 130 75 - 105 90 - 120

Mining

Engineer

Project

Engineer

SeniorMiningEngineer

Project

Manager

Underground/QuarryManager

Mine

Manager

WA - Perth

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

SA - Adelaide

NT - Darwin

New Zealand

Salaries in 000

Salaries in 000


32/40


Resources & Mining

Notes


Coal Technical Positions

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

140 - 200 160 - 200 140 - 180 100 - 125 120 - 175 100 - 140

140 - 180 140 - 180 140 - 170 90 - 120 120 - 160 100 - 140

120 - 140 110 - 150 100 - 120 85 - 110 100 - 130 90 - 120

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


120 - 165 110 - 160 90 - 135 90 - 110 95 - 120 90 - 110

MinePlanningEngineer

Senior

Engineer

Project

Engineer

Production

Superintendent

TechnicalServicesManager

Project

Manager

WA - Perth

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

SA - Adelaide

NT - Darwin

New Zealand


70 - 100 90 - 110 70 - 90 90 - 130 95 - 110 115 - 150

70 - 100 80 - 110 60 - 80 90 - 120 80 - 110 110 - 150

60 - 80 80 - 95 65 - 75 65 - 80 70 - 90 85 - 110

60 - 80 80 - 95 65 - 75 70 - 90 70 - 95 90 - 120


60 - 70 70 - 95 50 - 65 60 - 80 70 - 90 90 - 130

OH&S

Manager

OH&S

OfficerSurveyor

Graduate

Geologist

Project

Geologist

Graduate

Engineer

WA - Perth

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

SA - Adelaide

NT - Darwin

New Zealand


140 - 160 120 - 140 105 - 130 100 - 120 105 - 130 N/A

120 - 140 120 - 140 110 - 130 90 - 120 120 - 140 120 - 140


N/A N/A N/A 90 - 100 90 - 110 90 - 110


125 - 135 115 - 130 105 - 120 80 - 105 N/A 100 - 130

Statutory

Surveyor

Open Cut

Examiner

Drill & Blast

EngineerDeputyUndermanager

Longwall

Coordinator

WA - Perth

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

SA - Adelaide

NT - Darwin

New Zealand

Salaries in 000

Salaries in 000

Salaries in 000


33/40


Resources & Mining

Notes


120 - 150 110 - 140 100 - 140 100 - 140 100 - 135

110 - 140 95 - 135 110 - 130 100 - 120 80 - 95

110 - 140 95 - 130 90 - 120 90 - 120 80 - 95

90 - 120 80 - 110 80 - 105 80 - 100 65 - 85

90 - 125 95 - 120 85 - 115 80 - 105 70 - 115

90 - 120 90 - 110 90 - 100 90 - 100 90 - 100

70 - 100 85 - 110 80 - 95 75 - 95 80 - 95

Open Pit

Supervisor

Workshop

SupervisorHD Fitter

Auto

ElectricianBoiler Maker/Welder

WA - Perth

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

SA - Adelaide

NT - Darwin

New Zealand

100 - 120 100 - 130 90 - 110 100 - 125 100 - 125

75 - 95 90 - 120 80 - 110 80 - 110 90 - 110

70 - 90 90 - 120 75 - 110 N/A N/A

60 - 75 70 - 90 60 - 85 70 - 95 70 - 85

60 - 75 75 - 95 65 - 85 75 - 95 85 - 105

70 - 85 70 - 85 70 - 85 70 - 95 70 - 85

55 - 65 60 - 85 55 - 65 70 - 110 65 - 85

Service PersonExcavator

Operator

Dump Truck

OperatorDriller All-Rounder

WA - Perth

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

SA - Adelaide

NT - Darwin

New Zealand

120 - 140 120 - 140 110 - 140 110 - 140 110 - 140

130 - 150 120 - 140 100 - 130 100 - 120 90 - 100

100 - 120 90 - 120 80 - 110 90 - 120 80 - 100

90 - 110 80 - 100 80 - 95 80 - 95 70 - 80

100 - 130 100 - 115 90 - 115 80 - 105 70 - 105

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

90 - 130 100 - 130 80 - 110 80 - 100 80 - 95

Underground

Supervisor

Workshop

SupervisorHD Fitter

Auto

ElectricianBoiler Maker/Welder

WA - Perth

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

SA - Adelaide

NT - Darwin

New Zealand

130 - 180 110 - 150 90 - 130 110 - 160 N/A

125 - 165 95 - 120 75 - 90 95 - 130 N/A

110 - 140 110 - 140 75 - 90 70 - 90 55 - 70

85 - 110 80 - 100 65 - 75 80 - 100 N/A

110 - 125 80 - 100 65 - 75 80 - 100 N/A

70 - 85 70 - 85 70 - 85 70 - 95 N/A

130 - 160 110 - 140 70 - 90 80 - 110 40 - 60

Jumbo

Operator

Bogger

OperatorService Crew Driller

Drillers

Offsiders

WA - Perth

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

SA - Adelaide

NT - Darwin

New Zealand

Mobile Plant - Surface

Mobile Plant - Service Person

Mobile Plant - Underground

Salaries in 000

Salaries in 000

Salaries in 000

Salaries in 000


34/40


Resources & Mining

Notes

Salaries are based on residential positions excluding superannuation and additional benefits. New Zealand salaries are represented in New Zealand Dollars

90 - 120 100 - 150 100 - 130 70 - 95 80 - 140

90 - 110 110 - 140 85 - 110 65 - 85 100 - 130

80 - 130 100 - 130 70 - 90 65 - 85 80 - 100

75 - 115 90 - 130 75 - 100 50 - 70 80 - 100

90 - 110 110 - 130 85 - 110 50 - 75 75 - 110

90 - 130 110 - 130 85 - 110 70 - 100 90 - 120

70 - 100 70 - 90 60 - 75 40 - 60 60 - 95

ProjectEngineer(EPCM)

DesignManager/Chief Drafter

Senior Design

DrafterDesign Drafter

Piping

Designer

WA - Perth

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

SA - Adelaide

NT - Darwin

New Zealand

Industrial Design

210 - 240 170 - 210 200 - 300 140 - 170 100 - 130 130 - 160

180 - 220 170 - 200 180 - 240 120 - 170 70 - 120 120 - 170

150 - 220 140 - 170 130 - 150 80 - 130 70 - 100 130 - 160

160 - 200 130 - 160 130 - 200 100 - 150 70 - 110 110 - 150

180 - 220 125 - 170 130 - 180 110 - 125 80 - 110 110 - 135

170 - 210 140 - 170 120 - 200 110 - 150 90 - 130 130 - 160

140 - 220 95 - 130 110 - 160 80 - 140 60 - 90 70 - 130

Senior ProjectEngineer(EPCM)

Design

Engineer

SeniorDesignEngineer

Project

Manager

Principal/LeadEngineer

Engineering

Manager

WA - Perth

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

SA - Adelaide

NT - Darwin

New Zealand

Salaries in 000

Salaries in 000


35/40


Resources & Mining

Notes

Salaries are based on residential positions excluding superannuation and additional benefits. Site allowances are paid on base salary and range from 15 to 45 per cent depending on location. New Zealand salaries are represented in New Zealand Dollars

Industrial Construction

190 - 240 160 - 230 170 - 200 160 - 200 160 - 240 120 - 150

170 - 220 150 - 220 120 - 175 140 - 200 135 - 180 110 - 150

140 - 160 150 - 200 90 - 140 120 - 150 130 - 150 100 - 135

140 - 180 130 - 170 100 - 140 140 - 170 140 - 170 90 - 135

140 - 200 125 - 180 125 - 160 125 - 150 125 - 160 110 - 140

135 - 180 130 - 170 110 - 140 120 - 150 125 - 150 110 - 140

120 - 180 90 - 130 90 - 120 90 - 120 80 - 120 80 - 120

ProjectEngineer(Civil/Mech/Elec)

Contracts

Manager

Planning

Manager

Senior

Estimator

ConstructionManager/Superintendent

Project

Manager

WA - Perth

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

SA - Adelaide

NT - Darwin

New Zealand

110 - 140 100 - 140 100 - 140 110 - 140 95 - 115 90 - 120

100 - 130 100 - 140 85 - 130 100 - 130 100 - 120 90 - 120

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

85 - 120 80 - 120 90 - 130 80 - 110 80 - 120 80 - 110

90 - 135 80 - 125 85 - 125 90 - 110 75 - 125 90 - 125

110 - 130 90 - 120 90 - 125 110 - 140 100 - 135 95 - 130

60 - 80 60 - 80 75 - 100 80 - 100 70 - 110 80 - 100

Safety

Advisor

SiteEngineer(Civil/Mech/Elec)

Site

SupervisorPlanner

Contracts

AdministratorEstimator

WA - Perth

QLD - Brisbane

NSW - Sydney

VIC - Melbourne

SA - Adelaide

NT - Darwin

New Zealand

Salaries in 000

Salaries in 000


36/40

Oil & Gas

AustraliaMarket Changes

With prices stabilising, confidence is returning to the Australian oil andgas industry. Projects put on hold during the global financial crisis are infocus again and with more than $200 billion of work due to come on lineover the next 12 months in Australias gas infrastructure alone, a majorskills shortage is imminent.

Western Australia remains the hub of activity and the advancement of majorLNG projects like Pluto, Gorgon and Prelude will continue to spur momentum.

The industry is waiting for a number of final investment decisions to bemade on major CSG/LNG projects in Queensland. Exploration and drillingactivities continue and engineering consultancies are starting to

strengthen their oil and gas capabilities locally rather than relying oninternational or interstate staff to deliver the work.

For the most part there has been a major shift from temporary topermanent staff. The Downstream sector is the exception; refineries arefacing increased pressure on profit margins and favour temporary staff tosupplement peak workload requirements.

Changes to Recruitment Practices

Prior to the GFC, sponsorship of overseas workers under the 457 visaprogram was a popular solution to address the shortage of skilledAustralian oil and gas professionals. There has been significant changes tothe program, making the process more onerous on the employer. As aresult there has been some reluctance from employers to enter into suchagreements. As the market tightens again this will slowly change howeverits clear that employers still have a strong preference for candidates withfull Australian work rights.

In terms of the interview process, the lead time between initial interviewand acceptance of an offer has proven to be a lot longer than during2007/08. Employers risk missing their preferred candidate ascompetition for the best talent is high.

Candidates in some disciplines are now going into interviews with at leastone other offer on the table or are being counter offered when handingin their notice. These candidates are aware of this shift and some arebecoming less flexible during negotiations with their salary expectationsincreasing. So retention will be a primary focus as organisations face thethreat of losing their valued staff members.

Positions in Demand

There has been an increase in demand for permanent staff and this willcontinue into 2011.

Projects in Western Australia are creating opportunities for SeniorGeoscientists, Technical Assistants and Data Managers, Subsea Engineers,Commercial Advisors and Analysts, Drilling Engineers, Offshore ProcessTechnicians and Mechanical Engineers.

Both operators and engineering consultancies have increased resources.There is demand for Geologists, Geophysicists, Reservoir Engineers andDesign and Project Engineers of all disciplines.

In Victoria, the majority of opportunities are for Senior and Principal levelroles within Mechanical and I&E. We are starting to see a demand forstrong applicants in Health & Safety, Quality and Geoscience.

CSG/LNG projects in Queensland will create openings for Lead PipelineEngineers, Senior Pipeline Engineers, Lead Electrical and InstrumentationEngineers, Civil Engineers Design, Study experience, Technical ServiceEngineers Water treatment, Application Engineers Natural GasCompression and Reliability Engineers.

Salary Movements

Experienced professionals in the oil and gas industry continue tocommand higher salaries than other industries. Day rates for engineers,particularly in Subsea and Drilling disciplines are on the rise but overallannual salaries havent changed dramatically.

While base salaries need to be competitive, candidates are interested inthe overall salary package including bonuses, superannuation higher thanthe statutory nine per cent, and in some cases equity in the company.

Expatriate packages are becoming a thing of the past, with majoroperators insisting that their international employees accept localAustralian salary packages or be rotated to other locations.

Advice to CandidatesWhilst the industry is project driven and candidates are more mobile thanin other sectors, employers are growing increasingly wary of candidateswho jump from company to company. Make sure you are making theright move.

Also, be mindful that while salary is an important component whenconsidering a new job, it is not the only factor be sure to consideradvancement opportunities, quality of work environment and scope ofproject work as well.

New ZealandMarket Changes

Renewed confidence in the oil and gas industry in New Zealand has seen anumber of permits released to the marketplace. The impending drilling onthe Great South Basin and the continued exploration and production inthe Taranaki region have seen the sector bounce back in 2010, however,

with oil prices at such a low last year most companies are still recoveringand are somewhat cautious when it comes to future recruitment.

Changes to Recruitment Practices

Many New Zealanders are returning home so companies have had morechoice when recruiting for specialist roles. However this does notdiminish the importance of the recruitment process. Hirers have beenthorough with recruitment practices, utilising psychometric profiling andbehavioural interviews in addition to normal screening practices.

Positions in Demand

With exploration and drilling back on the agenda, Drilling Engineers andSuperintendents will be in high demand. There will also be opportunitiesfor I&E Engineers, Lead Process Engineers and Reservoir Engineers. Thelure of higher salary packages, particularly in Australia, will be a majorchallenge for employers when trying to fill these positions.

Salary Movements

While salaries have remained stable, organisations have made packagesmore attractive through non-monetary benefits such as flexible workinghours, education and gym memberships. Approximately 80 per cent ofcompanies now have extensive benefits packages.

Advice to Candidates

As the global economy moves out of recession, the increased demand forresources will create greater opportunities for exploration investment.Highly skilled candidates will be in demand to facilitate this growth, andmany are starting to look now, particularly those currently in unsatisfying

jobs due to a lack of recent options elsewhere. Candidates should notexpect immediate salary movements and employers will need to promote

job satisfaction and lifestyle improvements to compete with remunerationpackages offered in Australia.


Experienced professionals in the oil and gas industry continue tocommand higher salaries than other industries.


37/40


Oil & Gas Project Development

Notes

New Zealand salaries are represented in New Zealand Dollars

130 - 180 180 - 220 180 - 250 120 - 150 150 - 210

100 - 130 130 - 160 100 - 140 70 - 110 110 - 150

Senior Cost

Engineer

Commercial

Manager

ProjectControlsManager

Commissioning

Engineer

Commissioning

Manager

Australia

New Zealand

80 - 110 110 - 150 160 - 220 180 - 250 200 - 280

40 - 50 70 - 90 90 - 110 110 - 130 150 - 200

Graduate

EngineerEngineer

Senior

Engineer

Principal/

Lead EngineerManager

Australia

New Zealand

120 - 170 140 - 200 170 - 220 180 - 240 140 - 180

80 - 100 100 - 120 110 - 170 170 - 200 80 - 90

Project

Engineer

Senior Project

Engineer

Project

Manager

Senior Project

ManagerSuperintendent

Australia

New Zealand

90 - 140 180 - 260 150 - 200 140 - 170 220 - 290

90 - 120 90 - 120 100 - 160 85-120 150 - 180

Onshore

Advisor/Officer

Offshore

Advisor/OfficerHSE Manager

QA/QC

Manager

Corporate

HSE Manager

Australia

New Zealand

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

70 - 90 90 - 120 120 - 150 55 - 75 75 - 100 80 - 100

Cost

Engineer

SeniorContractsAdmin

Contracts

Admin

Planning

Manager

Senior

PlannerPlanner

Australia

New Zealand

80 - 120 100 - 160 130 - 175 160 - 220 180 - 260 160 - 220

60 - 80 70 - 90 90 - 110 100 - 140 120 - 150 130 - 150

Vessel Mgr/Marine OpsManager

InstallationManager/Client Rep

SeniorInstallationEngineer

Installation

Engineer

SeniorTechnician(non degree)

Technician

(non degree)

Australia

New Zealand

Design/Engineering

Subsea Design/Engineering

Project Delivery/Controls

Project Delivery/Controls HSEQ

Subsea Project Delivery

70 - 100 100 - 140 140 - 180 160 - 220

40 - 50 75 - 80 90 - 100 115 - 150

Graduate Engineer Design EngineerSenior Design

Engineer

Principal/Lead

Engineer

Australia

New Zealand

180 - 260 110 - 140 140 - 180

150 - 210 70 - 80 90 - 105

Engineering Manager Senior Design Drafter Design Manager

Australia

New Zealand

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

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

Salaries in 000

Salaries in 000

Salaries in 000

Salaries in 000

Salaries in 000

Salaries in 000

Salaries in 000

Salaries in 000


38/40


Operations & Maintenance Oil & Gas

Notes


140 - 200 110 - 140 120 - 160 120 - 170 150 - 210

120 - 180 75-100 80 - 100 120 - 160 140 - 180

Discipline

Engineer

Maintenance

Planner

Maintenance

Supervisor

Production

Superintendent

Production

Manager

Australia

New Zealand

85 - 120 190 - 250 100 - 150 150 - 190 210 - 290

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

Discipline Tech OIMOps Support

Engineer

Ops

SuperintendentOps Manager

Australia

New Zealand

Operations & Maintenance

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

Salaries in 000

Salaries in 000


39/40


Oil & Gas Geosciences and Petroleum Engineering

Notes


80 - 100 100 - 150 140 - 185 170 - 240 230 - 300

60 - 80 80 - 100 100 - 120 150 - 190 180 - 220

Graduate

Engineer

Intermediate

Engineer

Senior

EngineerLead Engineer

Engineering

Manager

Australia

New Zealand

70 - 110 90 - 140 130 - 200 200 - 280 230 - 300 80 - 110

60 - 80 100 - 140 130 - 170 200 - 280 230 - 300 50 - 70

Technical

Assistant

Exploration

Manager

Lead

Geoscientist

Senior

Geoscientist

Intermediate

Geoscientist

Graduate

Geoscientist

Australia

New Zealand

Geosciences

Petroleum/ ReservoirEngineering

Drilling

145 - 180 170 - 240 240 - 320 120 - 150

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

Drilling EngineerSenior Drilling

EngineerDrilling Manager

LWD/MWD

Engineer

Australia

New Zealand

Salaries in 000

Salaries in 000

Salaries in 000


40/40

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Documents

Hays Salary Guide 2010 AU Nrg Res Oil