Hays Salary Guide 2011 AUSTRALIA IT

THE 2011 HAYS SALARY GUIDE SHARING OUR EXPERTISE
Salaries and recruiting trends across Australia and New Zealand.
hays.com.au hays.net.nz
HAYS AUSTRALIA & NEW ZEALAND
15,000 11,000 820

CONSULTANTS
PEOPLE PLACED IN PERMANENT JOBS EACH YEAR
TEMPORARY AND CONTRACT STAFF ENGAGED EACH WEEK
38 35
Thank you
LOCATIONS
YEARS OF EXPERIENCE
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, The 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.
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. 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
2011 Hays Salary Guide | 3
SECTION ONE
MARKET OVERVIEW & TRENDS A RETURN TO POSITIVE GROWTH
4 | 2011 Hays Salary Guide
Improved market conditions and the subsequent rise in recruitment activity have been the catalysts for the movement of candidates back into a position of power across Australia and New Zealands job markets. Skills shortages are now emerging in all of the sectors surveyed. According to our survey data, they are most prominent in accountancy & nance, operations, sales & marketing and engineering disciplines. But while candidates have more negotiating power, we are yet to see widespread salary increases. Our survey data shows that 37 per cent of employers increased salaries by less than 3 per cent and 43 per cent by between 3 and 6 per cent. Looking forward, employers are predicting similar conservative increases (43 per cent and 44 per cent respectively). This is lower than candidate expectations which have risen in response to rising job numbers and demand for particular skills. Thus the gap between candidate expectations and actual offers is widening in some areas signicantly.
THE INSIGHTS THAT YOU NEED TO SUCCEED
The second mining boom and a two-speed economy in Australia, tighter credit conditions and higher terms of trade, in addition to the short-term impact of natural disasters in both Australia and New Zealand, have not stopped 74 per cent of organisations indicating they expect business activity to increase over the next 12 months. Certainly the increased number of jobs registered with us supports this trend, and employers now need to find a way to bridge the skills gap while candidates gain confidence and increase their salary expectations. Hiring intentions continue to rise with 45 per cent of organisations intending to increase their permanent staff levels and at the same time 31 per cent of employers have experienced an increase in staff turnover. So a competitive talent race will emerge. In such cases, salary is just one element in a comprehensive range of strategies that employers should consider for recruiting success. Nigel Heap, Managing Director of Hays Asia Pacific
SALARY POLICY
1. On average in your last review, by what percentage did you increase salaries?
MARKET OVERVIEW & TRENDS
2% 7% 11%
Across all industries
43%
37%
Nil Less than 3% From 3% to 6% From 6% to 10% More than 10%
1% 6% 12% 9% 12% 5% 21%
For specific industries
40%
33% 61%
Advertising & Media Construction, Property & Engineering
3% 8% 8% 9%
3%
35%
27%
46%
61%
Financial Services
Hospitality, Travel & Entertainment
SALARY POLICY
1. On average in your last review, by what percentage did you increase salaries?
continued...
3% 9% 16%
3% 1% 9%
43% 38% 34% 44%
IT & Telecommunications
Manufacturing
9%
4%
13%
4% 5% 10% 32% 26%
48%
49%
Mining & Resources
Professional Services
2% 6% 6%
2% 13%
43% 37% 49% 42%
Public Sector
Retail
2% 15% 33% 4%
2% 7%
39% 48% 50%
Transport & Distribution
Other
SALARY POLICY
2. When you next review, by what percentage do you intend to increase salaries?
1% 5% 7%
44%
43%
3% 6% 9% 30%
2% 1% 14%
36%
52%
47%
Advertising & Media
Construction, Property & Engineering
1% 5% 8%
3% 15% 33%
45%
41% 49%
Financial Services
SALARY POLICY
2. When you next review, by what percentage do you intend to increase salaries? continued... For specific industries
3% 7% 8%
2% 5%

10%
37% 45%
48%
45%
Manufacturing
1% 3% 12% 22%
1% 5%
41% 41% 64%

Mining & Resources Professional Services
3% 4%
2% 4% 8%
43% 40% 50% 46%
Public Sector
Retail
3% 4% 6%
46% 50%
43% 48%
Other
SALARY POLICY
3. Does your company offer flexible salary packaging?
81%
19% Yes
0%
20%
40%
60%
80%
100%
No
Of those who answered yes, the following benefits were indicated as being commonly offered to... Car Bonuses Private Health Insurance Parking Salary Sacrifice Above Mandatory Superannuation Private Expenses Other
All Employees 11% 29% 31% 36% 53% 33% 12% 35%
More than 50% Less than 50% 10% 17% 6% 13% 7% 7% 7% 9% 23% 20% 8% 17% 13% 12% 16% 9%
Few Employees 56% 34% 55% 34% 27% 48% 65% 47%
RECRUITMENT TRENDS
4. Over the last 12 months, have permanent staff levels in your department...
Across all departments
38%
17%
45%
Increased Decreased
0%
20%
40%
60%
80%
100%
Remained the same
27%
For specific departments
25%
54% 19% 75%
Accountancy & Finance
Distribution
32% 41% 50% 45%
18%
14%
Human Resources
Engineering
31% 39% 42% 46%
19%
Information Technology 12 | 2011 Hays Salary Guide Marketing
23%
RECRUITMENT TRENDS
4. Over the last 12 months, have permanent staff levels in your department... continued...
41%
44% 50% 50%
Increased Decreased Remained the same

15%
Operations
Purchasing
48%
44%
39%
41%
8%
Sales 5. Over the coming year, do you expect permanent staff levels to...
20%
Other
45% 7%
48%
Increase Decrease
0%
20%
40%
60%
80%
100%
Remain the same
29%
50% 64% 7%
50%
Distribution 2011 Hays Salary Guide | 13
RECRUITMENT TRENDS
5. Over the coming year, do you expect permanent staff levels to... continued...
25%
47%
48%
Increase Decrease Remain the same
7% 68% 5%
Engineering Human Resources
29%
23%
59% 12%
54% 23%
Information Technology
Marketing
39% 53% 50% 50%
8%
Operations Purchasing
48% 52%
41% 52%
7%
Sales Other
RECRUITMENT TRENDS
6. If you expect staffing levels to increase, please specify how:
Full time/Permanent Staff Employment of Part-time Staff Temporary/Contractors

(through an employment consultancy)
Employment of Casual Staff

(on your payroll)
Job Sharing Mixture, Other

(inc. overseas recruitment, acquisitions)
0%
20%
40%
60%
80%
100%
% of respondents answered yes

Note: Multiple choices permitted.
7. How often do you employ temporary/ contract staff?
15%
46%
39%
0%
20%
40%
60%
80%
100%
Regular ongoing basis Special projects/ Workloads Exceptional circumstances/ Never
6% 25%
48% 46% 75%
Distribution 2011 Hays Salary Guide | 15
RECRUITMENT TRENDS
7. How often do you employ temporary/ contract staff? continued...
18%
15% 35%
Regular ongoing basis Special projects/ Workloads Exceptional circumstances/ Never
50% 32% 50%
Engineering
Human Resources
22%
15% 27%
23%
51%
62%
Marketing
17% 38%
45% 100%
Operations Purchasing
20% 37% 48%
24%
32% 39%
Sales Other
RECRUITMENT TRENDS
8. In the next 12 months, do you expect your use of temporary/contract staff to...
15% 10%
75%
Increase Decrease
0%
20%
40%
60%
80%
100%
Remain the same
9% 7%
84%
100%
Distribution
18%
16% 8% 11%
71%
76%
Engineering
Human Resources
37% 41% 46%
31%
22%
Information Technology Marketing
23%
RECRUITMENT TRENDS
8. In the next 12 months, do you expect your use of temporary/contract staff to...
continued...
11% 14%

Operations
75% 100%
Purchasing
24%
18%
11% 64% 12% 71%
Sales 9. In skill-short areas, would you consider employing or sponsoring a qualified overseas candidate?
Other
58%
42% Yes
0%
20%
40%
60%
80%
100%
No
10. For which areas have you recently found it difficult to recruit? Accountancy & Finance Distribution Engineering Human Resources IT Operations Purchasing Sales & Marketing Technical Other 18 | 2011 Hays Salary Guide
Junior to Mid Management 15% 2% 9% 2% 8% 11% 1% 11% 9% 8%
Senior Management 8% 1% 7% 1% 4% 6% 1% 6% 6% 3%
RECRUITMENT TRENDS
11. Does your workplace allow for flexible work practices?*
83%
17% Yes
0%
20%
40%
60%
80%
100%
No
12. If yes, which practices do you currently offer:
Part-time employment Flexible working hours/ Compressed working weeks Flex-place Job sharing Flexible leave options
(such as purchased leave) (such as working from home or alternative)
Career breaks Phased retirement
0%
20%
40%
60%
80%
100%
% of respondents answered yes

Note: Multiple choices permitted.
*New information and therefore not comparable to previous editions. 2011 Hays Salary Guide | 19
HUMAN RESOURCES TRENDS

13. Has overtime/extra hours in your organisation over the last 12 months...
27%
66%
7%
If increased, by how much? Per Week None 5 Hours or Less 5 - 10 Hours More than 10 Hours 16% 45% 29% 10% Month End 29% 22% 28% 21% Year End 37% 10% 18% 35%
14. For non-award staff in your organisation, is overtime/extra hours worked...
24%
76%
Paid Unpaid

15. Is it your policy to counter-offer staff when they resign?
1%
39%
60%
Yes Sometimes No
Of those you counter-offered, on average, did they....
2%
21% 43%
34%
Stay less than 3 months Stay 3 12 months Stay longer than 12 months Leave anyway
16. Over the last 12 months has your staff turnover rate*:
31%
53%
16%

17. Which factors do you think have the most impact on your organisations employment brand in the market?* Career path/training and development available The company's nancial health and stability The companys products or services An individual's t with the companys vision, culture and values Direct/Indirect experience of the company
Not Important Minor Importance Important Very Important Extremely Important
Salary & Benets
Work/life balance
0%
20%
40%
60%
80%
100%
18. How well do you think your organisation rates in terms of perception on the following factors?*
Career path/training and development available The companys vision, culture and values
Poor Okay Good Very Good Excellent
Direct/Indirect experience of the company
Salary & Benets
Work/life balance
0%
20%
40%
60%
80%
100%
*New information and therefore not comparable to previous editions. 22 | 2011 Hays Salary Guide
ECONOMIC OUTLOOK
19. In the past 12 months, has business activity:
24%
13%
63%
20. In the next 12 months, do you envisage business activity increasing / decreasing for your organisation?*
21%
5%
74%
ECONOMIC OUTLOOK
20. In the next 12 months, do you envisage business activity increasing / decreasing for your organisation? continued... For specific industries
14% 28% 7% 50% 79% 22%

Advertising & Media
Construction, Property & Engineering
24% 35%
10% 66% 7%
58%
Financial Services
20%
25%
12% 68% 57% 18%
Manufacturing
17% 31% 8% 60% 75% 9%
Mining & Resources
Professional Services
ECONOMIC OUTLOOK
20. In the next 12 months, do you envisage business activity increasing / decreasing for your organisation? continued... For specific industries
20%
19%
7%

Public Sector
52% 29% 73%
Retail
22%
20%
13% 17% 61% 67%
Other
ECONOMIC OUTLOOK
21. What are the key factors driving your business activity?
12% 40% 48%
13%
Signicant impact Some impact No impact
39% 48%
Interest Rates
Currency/Forex Rates
12% 26% 40% 47%
41% 34%
Consumer/ Business Condence
Capex Investment
(by customers)
31%
31%
38%
Projects driven
(by Federal or State Government)
22. Do you see the general outlook for the economy in the forthcoming 6-12* months as...
40%
50% 10%
Strengthening Static
0%
20%
40%
60%
80%
100%
Weakening
*This data was collected during March 2011. 26 | 2011 Hays Salary Guide
SECTION TWO SALARY INFORMATION
USING OUR SALARY TABLES

Salaries are in 000. The bold number represents the typical salary. The number(s) underneath represent the salary range. Refer to the notes section under the salary table to determine if superannuation or other benefits are included. All salaries are represented in local currencies.
Salaries in 000 NSW - Sydney Finance Director/CFO (Turnover up to $50m) 175 140 - 200
Salary range
Finance Director/CFO Finance Director/CFO (Turnover $50m - $150m) (Turnover > $150m) 220 170 - 240 260 210+
Typical salary
SECTOR OVERVIEW
INFORMATION TECHNOLOGY
Salaries have slowly increased across the board, particularly for roles where contracting is widespread as employers attempt to secure candidates on a permanent basis.
AUSTRALIA
Technological advances and continued positive market sentiment underpinned a buoyant year for Australias IT sector, in which investment and new projects were common. There were many technological trends over the year. Cloud computing came to the fore; in association, security remained a focus as companies secured not just the network, but applications too. Mobile computing and convergent technologies became business as usual as did the use of social media. Within this, data storage and content management were key areas. Of course, focus was placed on the national broadband network (NBN) and telecommunications. Telecommunications technologies and the way they are used was a key trend as many companies focused on upgrades. The way companies use their technology was also a key factor over the past year. We saw large numbers of both public and private sector projects aimed at rationalising IT spend, as well as integration projects as companies merged, were acquired or entered joint ventures. Of course, the advantages that can be gained from the efficient use of technology remained a key focus of CEOs and CIOs. Given these trends, it should be no surprise that demand increased for skilled IT professionals. In some areas, notably projects, business analysis, software development and certain infrastructure areas, shortages were prevalent throughout the year. Given project approvals, Project Managers and Business Analysts have been in demand. Employers demonstrate a preference for candidates with relevant industry knowledge, such as banking or public sector, which further tightens the pool of suitable candidates. In terms of the technologies in demand, the year saw a shortage of candidates with solid Microsoft development skills, notably MS.Net suite, Biztalk and Sharepoint. JEE skills remain in high demand as do skills in developing for iPad/iPhone and other mobile/tablet based technologies. In the infrastructure and networking space, candidates with CISCO, F5, Juniper and Nortel vendor skills are in demand, while demand is growing for skilled data centre, Citrix and virtualisation skills. Adding to the shortage of skills is the expectation from employers that candidates not only possess the core skills, but can also demonstrate soft skills such as customer-centricity, management or team building abilities. But employers are also aware of the shortage and so, where possible, many are trying to dilute their pure technical requirements in order to broaden the pool of suitable talent. This has not been the only response to the skills shortage. Companies have also begun to focus on their employee value proposition in order to aid attraction. Those who maintained their attraction strategies during the downturn are now reaping the benefits. Employers are also focusing on retention by offering staff solid career paths and training. We are also witnessing a definite shift to permanent recruitment over temporary assignments as companies seek to secure skills. Meanwhile, the speed of recruitment has picked up in the public sector. Informal meetings and phone interviews are replacing formal face-to-face interviews as organisations attempt to secure talent quicker. This is causing problems for many organisations that have long hiring processes. Salaries have slowly increased across the board, particularly for roles where contracting is widespread as employers attempt to secure candidates on a permanent basis. This is most notable for Project Managers and Business Analysts. In addition, we have seen an increase in permanent salaries in Canberra as organisations, in both the public and private sector, attract permanent staff in a traditionally contract-led market. In the public sector, salaries are increasing for skills in demand, in particular Engineers with VMware skills, Engineers with Exchange 2010, Server 2008 and Windows 7, Win7 SOE Architects, as well as Business Analysts and Project Managers with highly specific skill sets.
Like the private sector, candidates with cloud computing skills are in short supply. The gulf between permanent salaries and contract rates continues to increase in the public sector, since contractors with skills in demand are reluctant to take on either permanent or fixed-term contract roles. Looking forward, we expect skills shortages to deepen in cloud computing and support areas such as security, storage and data centre. We will see organisations start to upgrade enterprise systems and this will create demand for roll-out co-ordinators and SCCM candidates. Of course, the NBN should generate massive demand for Telecoms Engineers, Designers and Architects. This in turn will have a knock-on effect across IT as companies look to take advantage of improved services, leading to advances in e-health, content and communications technology. This means that the IT industry should remain buoyant into the future. IT skills will therefore continue to be in high demand. E-health, mobile systems, content delivery and management will be trends to watch in the year ahead. With IT budgets rising to take advantage of technology, we expect a buoyant 12 months ahead. Permanent salaries will rise gradually as companies increase headcount. In certain areas, sign-on bonuses will be seen once more, while performance related pay will be used to ensure that there are defined outcomes in IT projects. We expect to see poaching increase in response to the skills shortage, while employers will also import certain skills to meet demand.
NEW ZEALAND
Recovery was the dominant trend in New Zealands information technology and telecommunications sector over the past 12 months. This is perhaps best illustrated by the bounce back of project work and the high demand for functional Project Managers and Business Analysts as technology teams fulfilled business expectations. In Wellington, the public sector remains the driving force behind demand, while in Christchurch the demand is for on the ground break-fix candidates as the earthquake recovery gathers momentum. Both functional and technical resources are now sought right across the technology sector, creating a demand for international candidates in the development, project and high end infrastructure fields. While vacancies at the middle and senior management level are minimal, with most companies promoting from within, several key CIO and PMO positions did come to market. In the year ahead, candidates at this level with a background in business strategy and organisational change will find themselves in demand. Permanent salaries remained steady, partly due to an influx of overseas candidates. Most employers have re-introduced yearly salary increases and ensure bonus structures are realistic and achievable. Contract rates have slowly risen as candidates seek to get back to pre-recession rates. Employers are willing to match these candidate expectations since they still remain a cost effective way to quickly increase headcount for key projects that have been delayed. To recruit successfully over the year ahead, it will be essential to utilise a thorough recruitment process to identify top talent and then act quickly to avoid losing out to competitors. Fringe benefits are once again becoming important to candidates, and include health insurance, phone and laptop. However, candidates also place importance on workplace culture and internal career opportunities. Thus we recommend using an interview to not only evaluate the candidate, but to promote the organisation. For example, this could include introducing the candidate to the team and presenting both the companys goals and the individual opportunities these will potentially create for the candidate. For candidates, the year ahead will produce a number of refreshing challenges, career opportunities and higher salaries. But we advise candidates to have clear expectations before commencing their job search so they do not waste the time of potential employers.
System Support & Administration
Salaries in 000 NSW - Sydney NSW - Regional VIC - Melbourne VIC - Regional
Helpdesk 40 35 - 47 40 35 - 47 45 35 - 53 35 30 - 40
Level 1 Support 45 42.5 - 47.5 45 42.5 - 47.5 45 40 - 53 40 35 - 45 40 35 - 50 40 35 - 45 45 40 - 50 45 42.5 - 47.5 45 42.5 - 47.5 38 35 - 42 45 40 - 50 40 38 -45 45 40 - 50 Helpdesk Manager 85 70 - 110 85 75 - 90 90 80 - 110 80 70 - 90 85 75 - 120 80 70 - 90 82.5 65 - 100 80 70 - 90 80 70 - 90 60 50 - 80 90 75 - 110 82 77 - 105 82 70 - 95
Level 2 Support 55 45 - 60 55 50 - 60 55 50 - 65 50 45 - 55 55 45 - 65 50 45 - 55 55 45 - 60 55 45 - 60 50 45 - 55 48 45 - 52 57.5 50 - 65 55 45 - 58 55 50 - 60 Systems Administrator 80 60 - 100 80 60 - 100 85 75 - 10 55 45 - 65 80 75 - 110 70 65 - 100 75 60 - 90 85 70 - 100 55 45 - 65 60 55 - 70 75 60 - 85 78 72 - 95 70 60 - 80
Level 3 Support 70 60 - 80 70 60 - 80 75 65 - 85 65 55 - 70 70 60 - 85 65 55 - 70 72.5 60 - 85 70 60 - 80 65 55 - 70 55 52 - 57 75 65 - 85 74 67 - 86 70 62 - 82 Applications Support 80 60 - 100 70 60 - 85 70 60 - 90 65 55 - 75 75 70 - 95 65 55 - 90 70 50 - 80 75 55 - 80 65 55 - 75 50 45 - 65 65 55 - 80 78 56 - 95 65 50 - 80
QLD - Brisbane & Gold Coast 40 38 - 42 SA - Adelaide WA - Perth ACT - Canberra TAS - Hobart NT - Darwin NZ - Auckland NZ - Wellington NZ - Christchurch 35 30 - 40 45 40 - 50 40 35 - 47 40 40 - 45 35 30 - 38 40 35 - 45 38 35 - 42 38 35 - 42 Team Leader 75 65 - 85 75 60 - 80 75 65 - 85 70 65 - 75
QLD - Brisbane & Gold Coast 75 75 - 95 SA - Adelaide WA - Perth ACT - Canberra TAS - Hobart NT - Darwin NZ - Auckland NZ - Wellington NZ - Christchurch 70 65 - 75 65 60 - 75 75 65 - 85 70 65 - 75 60 50 - 80 70 65 - 80 74 64 - 83 65 57 - 75
Notes
All salaries shown exclude superannuation New Zealand salaries are represented in New Zealand Dollars
Network Management Salaries in 000 NSW - Sydney NSW - Regional VIC - Melbourne VIC - Regional DBA 95 80 - 110 85 75 - 100 95 80 - 120 75 60 - 90 Network Security 100 85 - 110 90 80 - 110 100 80 - 120 80 70 - 100 85 70 - 100 80 70 - 100 95 70 - 120 95 70 - 120 80 70 - 100 75 60 - 85 85 75 - 100 86.5 78 - 100 80 70 - 90 Telco Engineer 75 70 - 85 70 65 - 80 75 65 - 85 80 75 - 100 75 60 - 90 80 75 - 100 80 60 - 100 75 65 - 85 80 75 - 100 70 45 - 65 90 75 - 115 85 70 - 100 85 70 - 100 Network Designer 110 90 - 130 100 80 - 120 100 90 - 130 85 75 - 100 75 60 - 90 90 75 - 110 90 80 - 100 110 90 - 130 85 75 - 100 80 70 - 90 100 85 - 120 98 85 - 120 100 90 - 110 UNIX Administrator 85 80 - 100 85 80 - 100 90 85 - 110 75 65 - 100 85 65 - 95 75 65 - 100 85 65 - 100 85 85 - 110 75 65 - 100 70 60 - 80 85 75 - 90 88 74 - 95 80 70 - 85 Network Architect 125 110 - 140 115 100 - 130 135 120 - 155 95 85 - 110 110 80 - 120 95 85 - 150 120 100 - 140 125 110 - 140 95 85 - 110 90 70 - 100 125 100 - 140 120 110 - 140 125 100- 140 WAN Engineer 75 60 - 90 80 70 - 90 85 70 - 90 70 60 - 90 75 55 - 90 70 60 - 90 75 65 - 90 80 60 - 90 70 60 - 90 68 55 - 70 85 75 - 95 83.5 73 - 92 80 70 - 80
QLD - Brisbane & Gold Coast 90 75 - 120 SA - Adelaide WA - Perth ACT - Canberra TAS - Hobart NT - Darwin NZ - Auckland NZ - Wellington NZ - Christchurch 85 60 - 110 95 80 - 130 95 80 - 110 75 60 - 90 90 75 - 95 85 70 - 110 91 89 - 126 85 70 - 100 Data/Voice Engineer 105 90 - 120 100 80 - 110 120 100 - 135 90 75 - 110
Notes
Software Salaries in 000 NSW - Sydney NSW - Regional VIC - Melbourne VIC - Regional Programmer MS.Net 70 60 - 80 65 55 - 75 65 50 - 75 55 40 - 60 Analyst Programmer MS.Net 90 80 - 100 80 70 - 90 80 70 - 90 75 65 - 85 80 75 - 90 75 65 - 85 80 65 - 85 85 75 - 100 75 65 - 85 75 60 - 80 75 65 - 85 78 67 - 95 65 60 - 80 Programmer Other 70 60 - 80 65 55 - 75 60 50 - 70 55 40 - 60 55 50 - 65 55 40 - 60 60 50 - 65 60 50 - 80 55 40 - 60 50 40 - 55 50 45 - 60 49 40 - 56 45 40 - 55 Team Leader MS.Net 115 100 - 130 100 95 - 110 110 95 - 120 90 85 - 100 95 90 - 120 90 85 - 100 100 80 - 110 105 95 - 130 90 85 - 100 90 80 - 100 95 85 - 110 95 85 - 110 85 75 - 110 Analyst Programmer Other 90 80 - 100 80 70 - 90 80 70 - 90 75 65 - 85 75 55 - 90 75 65 - 85 70 60 - 75 80 70 - 100 75 65 - 85 65 50 - 70 60 50 - 70 60 50 - 70 55 45 - 65 Programmer J2EE 70 60 - 80 65 55 - 75 70 55 - 80 65 50 - 80 70 60 - 80 55 40 - 60 65 50 - 70 70 60 - 90 65 50 - 80 55 40 - 60 60 50 - 65 52 49 - 60 50 45 - 60 Team Leader Other 115 100 - 130 100 95 - 110 100 90 - 110 90 85 - 100 90 75 - 120 90 85 - 100 80 70 - 90 100 90 - 120 90 85 - 100 80 55 - 85 85 70 - 90 85 75 - 95 80 70 - 85 Analyst Programmer J2EE 90 80 - 100 80 70 - 90 95 80 - 110 75 65 - 85 95 75 - 110 75 65 - 85 75 65 - 85 90 80 - 100 75 65 - 85 70 60 - 80 75 65 - 90 75 65 - 90 65 60 - 80 Applications Architect 135 120 - 150 125 110 - 140 105 90 - 140 85 80 - 90 110 90 - 140 105 90 - 115 120 90 - 140 130 100 - 140 85 80 - 90 80 75 - 90 110 90 - 120 100 85 - 120 90 75 - 110
QLD - Brisbane & Gold Coast 70 50 - 75 SA - Adelaide WA - Perth ACT - Canberra TAS - Hobart NT - Darwin NZ - Auckland NZ - Wellington NZ - Christchurch 55 40 - 60 65 50 - 70 70 60 - 90 55 40 - 60 50 40 - 55 60 50 - 65 54 51 - 65 50 45 - 60 Team Leader J2EE 115 100 - 130 100 95 - 110 120 100 - 130 90 85 - 100
Notes
Data Salaries in 000 NSW - Sydney NSW - Regional VIC - Melbourne VIC - Regional Database Developer 80 65 - 90 80 65 - 90 80 60 - 100 55 40 - 60
Data Modeller 100 80 - 120 90 80 - 100 90 70 - 100 75 65 - 85 80 65 - 90 70 60 - 75 75 65 - 80 90 80 - 100 75 65 - 85 75 65 - 80 75 65 - 80 75 65 - 80 70 60 - 75 Data Analyst 75 65 - 85 75 65 - 85 90 70 - 100 75 65 - 85 80 60 - 100 65 55 - 70 75 60 - 85 80 70 - 100 75 65 - 85 65 60 - 70 70 65 - 80 80 70 - 85 65 60 - 70
DWH Designer 110 90 - 120 110 90 - 120 110 90 - 120 90 85 - 100 95 80 - 140 85 70 - 100 90 80 - 100 100 90 - 120 90 85 - 100 85 70 - 90 110 90 - 130 100 90 - 130 100 90 - 130 BI Developer 110 95 - 120 110 90 - 125 110 90 - 125 90 85 - 100 85 80 - 110 85 70 - 90 90 75 - 100 100 90 - 120 90 85 - 100 80 75 - 95 85 80 - 95 84 77 - 92 80 75 - 90
ETL Developer 100 90 - 110 100 90 - 110 100 75 - 105 85 80 - 90 80 70 - 110 85 70 - 95 90 80 - 100 100 90 - 110 85 80 - 90 85 75 - 90 90 75 - 110 85 80 - 110 80 75 - 100 DWH DBA 130 110 - 150 130 120 - 160 130 120 - 180 105 90 - 125 100 80 - 140 90 75 - 105 120 100 - 130 120 105 - 150 105 90 - 125 100 85 - 110 110 90 - 120 108 86 - 120 95 90 - 100
QLD - Brisbane & Gold Coast 70 65 - 95 SA - Adelaide WA - Perth ACT - Canberra TAS - Hobart NT - Darwin NZ - Auckland NZ - Wellington NZ - Christchurch 60 55 - 70 70 60 - 80 70 60 - 90 55 40 - 60 50 45 - 55 65 60 - 80 72 64 - 86 65 60 - 80 Report Writer 65 55 - 75 70 60 - 80 70 50 - 80 55 40 - 65
Notes
Project Management & Business Analysis Systems Analyst 85 80 - 95 80 70 - 95 90 70 - 110 75 65 - 90 80 65 - 120 75 65 - 90 80 70 - 90 100 90 - 120 75 65 - 90 60 50 - 90 80 70 - 90 86 70 - 95 75 70 - 85 Program Director 170 155 - 215 145 110 - 160 170 130 - 180 145 110 - 170 160 120 - 220 145 110 - 170 170 150 - 180 170 140 - 200 145 110 - 170 120 100 - 125 135 120 - 170 170 140 - 220 150 130 - 170 Project Administrator 65 55 - 70 60 55 - 70 60 45 - 75 50 50 - 65 65 50 - 75 60 55 - 75 65 55 - 70 65 60 - 75 60 55 - 75 55 50 - 65 60 55 - 70 58 48 - 58 58 48 - 50 PMO Manager 130 110 - 160 125 100 - 140 125 100 - 150 125 110 - 170 115 70 - 145 125 110 - 170 140 90 - 150 120 100 - 170 125 110 - 170 100 100 - 110 145 135 - 170 130 118 - 148 130 125 - 140
BA - Junior 75 65 - 85 60 50 - 75 70 60 - 80 50 50 - 65
BA - Mid 85 75 - 95 80 70 - 90 85 75 - 100 75 70 - 85 80 70 - 95 78 70 - 85 85 70 - 95 90 75 - 110 75 70 - 85 70 60 - 80 80 75 - 85 78 67 - 90 70 62 - 85 Project Manager 120 110 - 130 110 80 - 130 115 80 - 150 90 80 - 110 110 85 - 130 100 65 - 135 120 90 - 125 110 95 - 130 90 80 - 110 80 70 - 90 95 85 - 120 100 88 - 122 95 90 - 120
BA - Senior 100 95 - 110 95 80 - 120 105 100 - 125 100 80 - 120 110 90 - 130 90 85 - 110 110 90 - 125 110 90 - 125 100 80 - 120 90 85 - 120 90 75 - 110 89 82 - 108 80 75 - 100 Project Director 150 130 - 170 130 110 - 150 150 130 - 180 100 100 - 150 145 120 - 200 125 105 - 150 150 140 - 170 160 120 - 190 100 100 - 150 100 85 - 130 130 120 - 165 150 130 - 180 130 120 - 155
QLD - Brisbane & Gold Coast 65 55 - 75 SA - Adelaide WA - Perth ACT - Canberra TAS - Hobart NT - Darwin NZ - Auckland NZ - Wellington NZ - Christchurch 57.5 50 - 65 70 60 - 75 80 70 - 105 55 50 - 65 55 42 - 65 65 55 - 75 65 57 - 72 60 53 - 70 Project Coordinator 75 65 - 80 70 60 - 80 80 65 - 90 75 70 - 85
Notes
Management Salaries in 000 NSW - Sydney NSW - Regional VIC - Melbourne VIC - Regional CIO 300 250 - 350 200 160 - 250 240 180 - 300 150 110 - 190 CTO 300 250 - 350 200 160 - 250 200 180 - 300 120 100 - 140 160 110 - 200 120 100 - 140 220 160 - 310 160 150 - 220 120 100 - 140 110 80 - 120 135 120 - 180 160 135 - 185 130 110 - 160 Development Manager 150 125 - 175 135 100 - 145 140 110 - 150 100 85 - 110 110 90 - 160 100 85 - 110 135 100 - 150 130 100 - 175 100 85 - 110 100 90 - 120 120 95 - 150 130 85 - 145 100 80 - 120
IT Manager 130 120 - 140 115 95 - 135 130 80 - 160 90 80 - 130 120 80 - 150 90 80 - 130 130 90 - 150 130 120 - 150 90 80 - 130 130 100 - 150 115 90 - 130 120 110 - 140 110 100 - 120 Service Delivery Manager 120 100 - 140 100 85 - 120 110 90 - 140 90 65 - 95 100 90 - 150 90 65 - 110 110 90 - 125 105 95 - 140 90 65 - 95 90 85 - 110 90 85 - 120 95 88 - 130 90 80 - 110
Infrastructure Manager 110 100 - 120 110 90 - 130 120 90 - 140 105 95 - 140
Change Manager 110 100 - 120 110 90 - 120 120 80 - 140 100 75 - 115 110 70 - 125 100 70 - 115 120 90 - 135 100 80 - 100 100 75 - 115 100 80 - 110 95 90 - 110 98 92 - 110 90 85 - 100
Notes
Testing & QA Salaries in 000 NSW - Sydney NSW - Regional VIC - Melbourne VIC - Regional Tester 70 60 - 80 60 45 - 70 70 60 - 80 55 40 - 60 Test Analyst 80 70 - 90 75 60 - 85 85 70 - 90 65 55 - 70 80 65 - 100 70 65 - 80 80 75 - 85 85 70 - 100 65 55 - 70 70 55 - 75 65 55 - 80 72 67 - 80 65 60 - 75 Technical Writer 75 65 - 80 70 60 - 80 85 70 - 110 75 65 - 85 80 65 - 100 75 65 - 85 80 70 - 90 80 75 - 100 75 65 - 85 80 70 - 100 72.5 55 - 85 88 78 - 91 75 70 - 80 Test Team Leader 95 85 - 120 85 75 - 110 95 90 - 110 65 55 - 70 90 80 - 120 85 75 - 90 90 85 - 100 90 70 - 90 65 55 - 70 85 65 - 95 90 80 - 110 92 85 - 110 90 80 - 110
Test Manager 120 110 - 130 100 90 - 120 115 100 - 130 70 60 - 80 110 80 - 120 92 85 - 120 105 95 - 120 130 120 - 145 70 60 - 80 90 85 - 110 105 90 - 120 116 95 - 125 100 90 - 110
QA Manager 120 100 - 130 110 90 - 120 115 90 - 130 85 60 - 90 110 70 - 130 90 80 - 100 80 65 - 90 85 60 - 90 85 60 - 90 85 70 - 90 110 95 - 120 116 95 - 125 100 90 - 110
QLD - Brisbane & Gold Coast 65 55 - 80 SA - Adelaide WA - Perth ACT - Canberra TAS - Hobart NT - Darwin NZ - Auckland NZ - Wellington NZ - Christchurch Miscellaneous Salaries in 000 NSW - Sydney NSW - Regional VIC - Melbourne VIC - Regional IT Trainer 90 70 - 110 75 60 - 110 80 70 - 110 70 60 - 80 60 55 - 70 65 55 - 75 75 60 - 85 65 55 - 80 60 50 - 70 55 50 - 65 56 52 - 65 55 50 - 65
Notes
Australia New South Wales

Sydney Chifley Tower O'Connell Street Spring Street City South North Sydney Chatswood Parramatta Liverpool Burwood Hurstville Newcastle Wollongong T: 02 8226 9600 T: 02 9249 2200 T: 02 9221 5852 T: 02 9280 3577 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
Our international reach operating in 30 countries

Australia Austria Belgium Brazil Canada China Czech Republic Denmark
Victoria
Melbourne 360 Collins St 410 Collins St St Kilda Rd Mulgrave Moonee Ponds Camberwell Geelong T: 03 9604 9604 T: 03 8638 8400 T: 03 9804 5313 T: 03 8562 4250 T: 03 9326 2149 T: 03 9946 3500 T: 03 5226 8000
France Germany Hong Kong Hungary India
Queensland
Brisbane Brisbane Brisbane City Mt. Gravatt Ipswich Gold Coast Townsville Maroochydore Chermside T: 07 3243 3000 T: 07 3231 2600 T: 07 3349 6563 T: 07 3817 1900 T: 07 5571 0751 T: 07 4771 5100 T: 07 5412 1100 T: 07 3259 4900 T: 02 6257 6344 T: 08 9254 4595 T: 08 8231 0820 T: 03 6234 9554 T: 03 6333 9400
Ireland Italy Japan Luxembourg Mexico Netherlands New Zealand Poland Portugal Russia Singapore Spain Sweden Switzerland United Arab Emirates United States United Kingdom
ACT
Canberra Perth
Western Australia South Australia

Adelaide
Tasmania
Hobart Launceston
Northern Territory
Darwin T: 08 8943 6000 T: 09 377 4774 T: 09 917 8824 T: 09 525 1333 T: 04 471 4490 T: 03 377 6656
New Zealand
Auckland North Auckland South Auckland Wellington Christchurch
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Hays Salary Guide 2011 AUSTRALIA IT

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THE 2011 HAYS SALARY GUIDE SHARING OUR EXPERTISE

Salaries and recruiting trends across Australia and New Zealand.

HAYS AUSTRALIA & NEW ZEALAND

15,000 11,000 820

PEOPLE PLACED IN PERMANENT JOBS EACH YEAR

TEMPORARY AND CONTRACT STAFF ENGAGED EACH WEEK

2011 Hays Salary Guide | 3

MARKET OVERVIEW & TRENDS A RETURN TO POSITIVE GROWTH

4 | 2011 Hays Salary Guide

2011 Hays Salary Guide | 5

THE INSIGHTS THAT YOU NEED TO SUCCEED

MARKET OVERVIEW & TRENDS

Across all industries

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

1% 6% 12% 9% 12% 5% 21%

For specific industries

Hospitality, Travel & Entertainment

2011 Hays Salary Guide | 7

MARKET OVERVIEW & TRENDS

For specific industries

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

43% 38% 34% 44%

4% 5% 10% 32% 26%

Mining & Resources

43% 37% 49% 42%

39% 48% 50%

Transport & Distribution

8 | 2011 Hays Salary Guide

MARKET OVERVIEW & TRENDS

Across all industries

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

Advertising & Media

Construction, Property & Engineering

Hospitality, Travel & Entertainment

2011 Hays Salary Guide | 9

MARKET OVERVIEW & TRENDS

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

41% 41% 64%

43% 40% 50% 46%

Transport & Distribution

10 | 2011 Hays Salary Guide

MARKET OVERVIEW & TRENDS

2011 Hays Salary Guide | 11

MARKET OVERVIEW & TRENDS

Across all departments

Remained the same

54% 19% 75%

Accountancy & Finance

32% 41% 50% 45%

31% 39% 42% 46%

MARKET OVERVIEW & TRENDS

For specific departments

44% 50% 50%

Increased Decreased Remained the same

Across all departments

Remain the same

Accountancy & Finance

Distribution 2011 Hays Salary Guide | 13

MARKET OVERVIEW & TRENDS

Increase Decrease Remain the same

39% 53% 50% 50%

14 | 2011 Hays Salary Guide

MARKET OVERVIEW & TRENDS