ROB E RT HA LF T EC H NO LO GY

A S IA PACI F IC SA L A RY G U I DE 2010/2011

Technology
 Introduction
The data collected in the 2010/2011 Technology Salary Survey has
revealed salaries across Asia Pacific are on the rise. This supports
the general positivity in the sector and the renewed focus on
retaining top talent, both within technology companies and in
organisations requiring technology professionals. Whilst the
increases are relatively steady across the board, technology
salaries are expected to continue their upward trend over the next
year.
The majority of employees across the region are confident in their
company’s growth prospects, which further reinforces the
opportunity for employers to leverage the loyalty of their staff and
continue to reward key people. While financial incentives are not
the sole motivator of technology employees, larger salaries still
remain attractive to top performers. Therefore, with competition
for good quality candidates on the rise, companies that provide
the most competitive pay are best placed to retain their talent.
As business confidence increases and companies reassess growth
strategies in the improved landscape, many are re-investing in
technology to gain a competitive edge. This increased investment
means that a large number of employers are looking to hire, a
situation which is intensifying the imminent skills shortage.
Furthermore, this highly fluid hiring market could increase staff
turnover, putting further pressure on employers to raise salaries.
Overall, the Asia Pacific technology industry is experiencing strong
growth and employers need to be prepared to respond to this
environment in order to succeed.
Get industry insights and career advice from some of the best
technology minds in Asia Pacific.
Featuring interviews with technology heads from Cisco, Google, Westpac
and AXA to name a few.
Watch the interviews at http://rhiwatch.viotv.com
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About this Guide
Robert Half Technology, a division of Robert Half International,
specialises in providing experienced technology professionals
across a range of industries, levels and locations. The 2010/2011
Robert Half Technology Salary Guide for Asia Pacific has been
developed for the first time, and is designed to offer employers
and employees detailed salary information from within the
technology industry. Based on information gathered from extensive
research and the expertise of specialist Robert Half Technology
consultants, the guide also provides insight into hiring trends
within the sector.
The salary guide is being published in the beginning of the fourth
quarter of 2010 in order to reflect survey results and salary
information from the third quarter of the year. It also provides the
most relevant guidance for employers and employees looking to
determine staff salary and benefits packages within their region.
How the Data was Collected
The survey was sent to the Robert Half Technology Asia Pacific
database and was completed online from 21 July to 1 August 2010.
The results of the survey were collated and analysed by Galaxy
Research, an independent and accredited market research
company.
Attracting responses from Robert Half Technology clients and
candidates in Australia, New Zealand, Hong Kong, Japan and
Singapore, the detailed salary information was gathered from
hundreds of placements throughout the region and cross checked
with the online survey data.
In addition to providing a salary benchmark for employers and
employees across various markets within the region, the survey
sought to determine current employee attitudes and perceptions
in the technology sector.
Technology
Outlook and Salary Section

The hiring outlook for Australia

As business confidence improves and companies start to re-invest in
technology, many projects that were put on hold during the downturn are
now being revisited. This is driving up the demand for skilled technology
professionals, resulting in two-thirds of Australian employers planning to
hire in the next six months. With more positive hiring intentions however,
comes growing pressure on employers to deliver salary increases.
Following a series of pay freezes during the downturn, employees are
now feeling restless and those that are unsatisfied with their pay will
begin to explore other options. Employers are recognising this too, with
70% concerned about losing top performers to other job opportunities in
the next year.
Employers that take a proactive approach to pay discussions stand to
retain their employees, especially as the market picks up. Australian
technology employees indicated that the non-financial incentives which
could entice them to accept less pay would include flexible working
hours (40%) and the ability to work from home (48%). With skilled
technology professionals in short supply, employers need to be more
flexible in order to nurture employee loyalty.
“Following a series of pay freezes during the downturn,
employees are now feeling restless, and those that are
unsatisfied with their pay will begin to explore other
options.”

Salary tables for Australia

Sydney and surrounding areas

Years of Experience in Role
Job Title
0-2 years 3-5 years 6-9 years 10 -15 years > 15 years
.net Developer 60,000-70,000 70,000-90,000 85,000-120,000 115,000-150,000 115,000-150,000

Java Developer 60,000-70,000 70,000-90,000 85,000-120,000 115,000-150,000 115,000-150,000

E commerce Manager 90,000-100,000 100,000-120,000 120,000-140,000 140,000-200,000 200,000+

Business Intelligence Developer 60,000-75,000 75,000-100,000 95,000-130,000 125,000-150,000 125,000-150,000

Business Intelligence Manager 110,000-120,000 120,000-140,000 140,000-180,000 180,000-250,000 250,000+

IT Manager 100,000-120,000 120,000-140,000 140,000-160,000 160,000-180,000 200,000+

Data Warehouse Consultant 60,000-75,000 75,000-100,000 95,000-130,000 125,000-150,000 125,000-150,000

Chief Information Officer/IT Director 150,000-180,000 180,000-230,000 230,000-300,000 300,000-400,000 400,000+

Development Manager 100,000-120,000 120,000-140,000 140,000-160,000 160,000-180,000 200,000+

Database Administrator 50,000-70,000 65,000-100,000 95,000-130,000 125,000-150,000 130,000+

Systems Administrator 50,000-70,000 65,000-80,000 75,000-90,000 95,000-120,000 120,000+

Enterprise Resourse Planning Consultant 60,000-80,000 80,000-100,000 95,000-130,000 135,000-160,000 160,000+

Infrastructure Manager 100,000-120,000 120,000-140,000 140,000-160,000 160,000-180,000 200,000+

Business Analyst 60,000-70,000 65,000-90,000 90,000-120,000 120,000-140,000 150,000+

Project Manager 60,000-70,000 70,000-120,000 110,000-140,000 140,000-180,000 180,000+

Note: Rates may vary due to regional variations, depth of specific system exposure, company size and industry type.
All salaries are listed in local currency.

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 Salary tables for Australia

Melbourne and surrounding areas

Years of Experience in Role
Job Title
0-2 years 3-5 years 6-9 years 10 -15 years > 15 years
.net Developer 55,000-65,000 55,000-65,000 75,000-110,000 100,000-135,000 100,000-135,000

Java Developer 55,000-65,000 55,000-65,000 75,000-110,000 100,000-135,000 100,000-135,000

E commerce Manager 80,000-90,000 90,000-110,000 110,000-125,000 125,000-180,000 180,000+

Business Intelligence Developer 55,000-70,000 70,000-90,000 85,000-115,000 110,000-135,000 115,000-135,000

Business Intelligence Manager 100,000-105,000 105,000-125,000 125,000-160,000 160,000-225,000 225,000+

IT Manager 90,000-110,000 110,000-125,000 125,000-145,000 145,000-165,000 180,000+

Data Warehouse Consultant 55,000-70,000 70,000-90,000 85,000-115,000 115,000-135,000 115,000-135,000

Chief Information Officer/IT Director 135,000-160,000 160,000-205,000 205,000-270,000 270,000-360,000 360,000+

Development Manager 90,000-110,000 110,000-125,000 125,000-145,000 145,000-160,000 180,000+

Database Administrator 45,000-65,000 55,000-90,000 85,000-115,000 110,000-135,000 120,000+

Systems Administrator 45,000-65,000 55,000-70,000 65,000-80,000 85,000-110,000 110,000+

Enterprise Resourse Planning Consultant 55,000-75,000 75,000-90,000 85,000-115,000 120,000-145,000 145,000+

Infrastructure Manager 90,000-110,000 110,000-125,000 125,000-145,000 145,000-165,000 180,000+

Business Analyst 55,000-65,000 60,000-80,000 80,000-110,000 110,000-125,000 135,000+

Project Manager 55,000-65,000 65,000-110,000 100,000-125,000 125,000-165,000 165,000+

Note: Rates may vary due to regional variations, depth of specific system exposure, company size and industry type.
All salaries are listed in local currency.

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The hiring outlook for Hong Kong
After a turbulent period, the technology employment market in
Hong Kong is rebounding, with the majority (79%) of employers
planning to hire in the next six months. Furthermore, as technology
projects recommence and there is more work in the pipeline, the
majority (80%) of employees are confident in their company’s
growth prospects in the next year and are recognising the potential
for greater career progression.
This new-found confidence could however, see more movement in
the job market over the next year – because employees who do not
get the promotion they feel they deserve may look for greener
pastures.
Of all employees across the Asia Pacific region, those in Hong Kong
are the most likely to leave their current employer, as 86% of the
respondents believe that it is necessary to switch jobs in order to
gain greater bargaining power in salary negotiations.
Furthermore, local employers are the most apprehensive of the
Asia Pacific region, with 81% admitting they are concerned about
losing top performers to other job opportunities in the next year.
This is leading many employers to increase salaries, in the hope
that the increase will satisfy employees. As such, over half (56%)
of employees in the sector received a salary increase over the past
12 months, but only 29% received an increase of more than 10%.
Employers need to take a proactive approach to retention and
open up the conversation with staff to ensure they are meeting
their needs.
“This new-found confidence could however, see more
movement in the job market over the next year – because
employees who do not get the promotion they feel they
deserve may look for greener pastures.”

Salary table for Hong Kong

Banking & Finance IT

Years of Experience in Role
Job Title
Less than 2 years 3-5 years 6-9 years 10-15 years 15 years and more

Analyst Programmer 240,000-336,000 300,000-600,000 480,000-840,000 600,000-960,000 720,000-960,000

Lead Software Developer - - 600,000-960,000 720,000-1,200,000 840,000-1,200,000

Software Development Manager - - 720,000-840,000 900,000-1,200,000 1,200,000-1,620,000

Architect – Applications, Solutions, - - 720,000-960,000 840,000-1,200,000 960,000-1,620,000

Systems, Data
Test/QA Analyst 240,000-300,000 300,000-480,000 420,000-600,000 600,000-720,000 720,000-780,000

Test/QA Lead / Manager - - 540,000-840,000 600,000-960,000 660,000-1,020,000

Database Administrator / Developer 240,000-300,000 300,000-540,000 480,000-720,000 600,000-900,000 720,000-960,000

Data Warehousing Specialist - - 420,000-600,000 540,000-780,000 600,000-840,000

Network Administrator 216,000-264,000 264,000-420,000 420,000-540,000 540,000-720,000 600,000-720,000

Network Engineer 240,000-300,000 300,000-540,000 420,000-660,000 600,000-780,000 600,000-840,000

Network Manager - - 540,000-660,000 600,000-960,000 720,000-1,200,000

Security Analyst/Consultant 240,000-300,000 300,000-420,000 480,000-720,000 600,000-840,000 720,000-960,000

Infrastructure Manager - - 660,000-900,000 720,000-1,200,000 960,000-1,680,000

Project Co-ordinator 216,000-300,000 300,000-540,000 420,000-660,000 480,000-720,000 480,000-720,000

Project Manager - 540,000-720,000 660,000-960,000 720,000-1,500,000 960,000-1,500,000

Programme Manager - - 720,000-960,000 960,000-1,200,000 1200,000-1,500,000

Project Management Officer - - 660,000-900,000 720,000-960,000 960,000-1,200,000

Business Analyst 300,000-420,000 420,000-720,000 540,000-720,000 720,000-960,000 840,000 - 960,000

Note: All salaries are listed in local currency.

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 Banking & Finance IT
Years of Experience in Role
Job Title
Less than 2 years 3-5 years 6-9 years 10-15 years 15 years and more

Chief Information Officer / - - - - 1,440,000-1,800,000

Chief Technology Officer
Helpdesk Analyst 204,000-264,000 240,000-420,000 360,000 - 420,000 - -

Desktop Analyst 240,000-300,000 300,000-420,000 420,000-600,000 480,000 - 600,000 -

Unix Administrator 240,000-300,000 360,000-540,000 540,000-780,000 720,000-840,000 720,000 - 960,000

Unix Manager - - - - 840,000 - 1,200,000

Helpdesk Lead / Manager - - 540,000-660,000 660,000-780,000 780,000 -1,080,000

Trade Floor Support 300,000-336,000 360,000-480,000 480,000-540,000 540,000-600,000 600,000 - 840,000

Front Office Application/ Production 300,000-360,000 360,000-600,000 480,000-780,000 720,000-840,000 720,000 - 960,000
Support
Back Office Application/ Production 240,000-336,000 360,000-480,000 480,000-660,000 600,000-720,000 600,000 - 840,000
Support
Application/ Production Support - - 720,000-840,000 840,000-960,000 960,000-1,200,000
Manager
Windows Administrator 216,000-300,000 300,000-420,000 420,000-540,000 540,000-660,000 660,000 - 840,000

Service Delivery Manager - - 480,000-600,000 600,000-720,000 720,000 - 1,080,000

IT Auditor - 420,000-540,000 540,000-660,000 660,000-780,000 780,000 - 1,020,000

Note: All salaries are listed in local currency.

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The hiring outlook for Japan
Technology teams in Japan are running on diminished staff levels due
to cuts made in the downturn, and as work increases, many are
feeling overwhelmed by significantly higher workloads. This is
reinforced by the fact that 19% of employees work more than 55 hours
a week and almost half (47%) feel pressured to work additional hours.
To avoid losing key talent because of stress and overwork, employers
need to provide support through investing in additional permanent
staff or hiring short-term, professional contractors.
Technology employees in Japan seem most pessimistic, with 32% not
confident in their company’s growth prospects in the forthcoming
year.
This negative sentiment is reinforced by the fact that 42% have had
no change in pay over the past 12 months and almost half (45%) are
dissatisfied with their current salary and benefits package - also the
highest levels of disappointment in the region. This situation could
potentially lead to a greater number of skilled people looking to move
overseas in search of more prosperous job opportunities.
“To avoid losing key talent because of stress and overwork,
employers need to provide support through investing in
additional permanent staff or hiring short-term, professional
contractors.”

Salary table for Tokyo

Banking & Finance IT

Years of Industry Experience
Job Title
Less than 2 years 2-5 years 6-9 years 10 years and more

Front Office Developer/Architect 6,000,000-8,000,000 8,000,000-13,000,000 12,000,000-16,000,000 14,000,000-18,000,000

Front Office Application / Production Support 6,000,000-8,000,000 8,000,000-12,000,000 11,000,000-16,000,000 14,000,000-18,000,000

Front Office Market Data Engineer 6,000,000-8,000,000 8,000,000-12,000,000 11,000,000-14,000,000 13,000,000-16,000,000

Front Office Project Manager 12,000,000-16,000,000 14,000,000-18,000,000

Front Office Business Analyst 8,000,000-12,00,000 11,000,000-14,000,000 13,000,000-16,000,000

Front Office Development Manager 18,000,000-22,000,000 20,000,000-26,000,000

Middle / Back Office Developer / Architect 8,000,000-12,000,000 10,000,000-14,000,000 12,000,000-16,000,000

Middle / Back Office Development Manager 14,000,000-18,000,000 16 ,000,000- 20,000,000

Middle / Back Office Application / Production 6,000,000-8,000,000 8,000,000-12,000,000 11,000,000-14,000,000 13,000,000-15,000,000

Support
Middle / Back Office Project Manager 10,000,000-16,000,000 14,000,000-18,000,000

Middle / Back Office Analyst 8,000,000-12,000,000 11,000,000-14,000,000 11,000,000-14,000,000

Quantitative Analyst 14,000,000-18,000,000 16,000,000-20,000,000

IT Security / IT Risk 12,000,000-15,000,000 14,000,000- 17,000,000 15,000,000-20,000,000

IT Audit 10,000,000-13,000,000 12,000,000-15,000,000 14,000,000-18,000,000

Business Continuity Planning Manager 14,000,000-20,000,000 18,000,000-22,000,000

Program Manager 14,000,000-20,000,000 18,000,000-25,000,000

Project Coordinator 6,000,000-7,000,000 7,000,000-9,000,000 8,000,000-11,000,000 8,000,000-11,000,000

Service Delivery Manager 12,000,000-17,000,000 16,000,000-22,000,000

Test / Quality Assurance Analyst 5,000,000-7,000,000 6,000,000-9,000,000 7,000,000-12,000,000 7,000,000-12,000,000

Test Manager / Quality Assurance Lead 8,000,000-12,000,000 10,000,000-14,000,000 15,000,000-18,000,000

Infrastructure Manager 18,000,000-24,000,000 22,000,000-26,000,000

IT Director 22,000,000-25,000,000 24,000,000-30,000,000

Note: All salaries are listed in local currency.

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 Banking & Finance IT
Years of Industry Experience
Job Title
Less than 2 years 2-5 years 6-9 years 10 years and more

Chief Information Officer 30,000,000-38,000,000

Unix Administrator 8,000,000-11,000,000 10,000,000-15,000,000 13,000,000-20,000,000

Windows Administrator 8,000,000-11,000,000 10,000,000-14,000,000 12,000,000-16,000,000

Network Engineer / Manager 8,000,000-10,000,000 9,000,000-12,000,000 13,000,000-18,000,000

Desktop Support / Analyst 5,000,000-6,000,000 6,000,000-10,000,000 8,000,000-11,000,000 8,000,000-11,000,000

Database Administrator / Developer 8,000,000-11,000,000 10,000,000-13,000,000 12,000,000-16,000,000

Commerce & Industry IT

Years of Industry Experience
Job Title
Less than 2 years 2-5 years 6-9 years 10 years and more

Programmer /Developer 4,000,000-6,000,000 5,000,000-8,000,000 7,000,000-10,000,000 9,000,000-12,000,000

Systems Analyst 5,000,000-7,000,000 7,000,000-9,000,000 9,000,000-12,000,000

Architect – Applications, Solutions, Systems, 6,000,000-9,000,000 8,000,000-13,000,000 12,000,000-18,000,000

Data, Infrastructure
Application Development Manager 10,000,000-15,000,000 14,000,000-22,000,000

QA / Test Analyst 3,000,000-5,000,000 4,000,000-7,000,000 6,000,000-9,000,000 6,000,000-9,000,000

QA / Test Team Leader 4,000,000-8,000,000 7,000,000-11,000,000 7,000,000-11,000,000

Database Administrator 7,000,000-9,000,000 8,000,000-10,000,000 10,000,000-13,000,000

Data Analyst 3,000,000-5,000,000 4,000,000-8,000,000 4,000,000-8,000,000 4,000,000-8,000,000

Business Intelligence Specialist 3,000,000-5,000,000 4,000,000-8,000,000 7,000,000-10,000,000 7,000,000-10,000,000

Date Warehousing/Modelling Specialist 6,000,000-10,000,000 10,000,000-15,000,000 10,000,000-15,000,000

Network Support / Engineer / Manager 4,000,000-5,000,000 5,000,000-7,000,000 7,000,000-10,000,000 10,000,000-15,000,000

Voice/Data/Telephony Engineer 6,000,000-9,000,000 8,000,000-11,000,000 10,000,000-14,000,000

Security Consultant 8,000,000-10,000,000 9,000,000-11,000,000 12,000,000-16,000,000

Storage Consultant 8,000,000-10,000,000 9,000,000-12,000,000 13,000,000-15,000,000

Infrastructure/Operations Manager 8,000,000-12,000,000 10,000,000-16,000,000

Pre-sales/Post-sales (ERP/Software/Solution/ 6,000,000-8,000,000 8,000,000-10,000,000 10,000,000-14,000,000

Infrastructure)
Project Co-ordinator 6,000,000-8,000,000 8,000,000-10,000,000 8,000,000-10,000,000

Project Manager 6,000,000-9,000,000 8,000,000-10,000,000 10,000,000-14,000,000

Programme Manager 9,000,000-14,000,000 13,000,000-18,000,000

Business Analyst 5,000,000-7,000,000 7,000,000-9,000,000 9,000,000-11,000,000 9,000,000-13,000,000

Note: All salaries are listed in local currency.

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 Commerce & Industry IT
Years of Industry Experience
Job Title
Less than 2 years 2-5 years 6-9 years 10 years and more

IT Manager 8,000,000-14,000,000 10,000,000-18,000,000

IT Director/Chief Information Officer 12,000,000-18,000,000 16,000,000-25,000,000

Change Manager 8,000,000-12,000,000 12,000,000-14,000,000

Client Relationship Manager 8,000,000-13,000,000 12,000,000-15,000,000

E-Business Manager 6,000,000-9,000,000 8,000,000-12,000,000 12,000,000-15,000,000

Helpdesk / Desktop Support 3,000,000-6,000,000 4,000,000-8,000,000 4,000,000-8,000,000 4,000,000-8,000,000

Systems Administrator - Wintel / Network / 3,000,000-6,000,000 4,000,000-8,000,000 7,000,000-12,000,000 12,000,000-14,000,000

Database
Helpdesk Manager 5,000,000-8,000,000 7,000,000-10,000,000 7,000,000-10,000,000

ERP Consultant 6,000,000-8,000,000 7,000,000-10,000,000 10,000,000-14,000,000

Service Delivery Manager 12,000,000-15,000,000 14,000,000-20,000,000

Data Center Manager 12,000,000-16,000,000 14,000,000-20,000,000

Sales Representative (ERP/Software/Solution/ 6,000,000-10,000,000 10,000,000-16,000,000 12,000,000-20,000,000

Infrastructure)
Professional Services Manager / Director 11,000,000-18,000,000 17,000,000-25,000,000

Business Development Director 12,000,000-18,000,000 17,000,000-27,000,000

Sales Director (ERP/Software/Solution/ 14,000,000-21,000,000 17,000,000-25,000,000

Infrastructure)

Note: All salaries are listed in local currency.

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 The hiring outlook for New Zealand
The research suggests that the New Zealand technology industry
escaped the worst of the downturn and remained fairly buoyant
compared to rest of the Asia Pacific region.
New Zealand employees are also being treated better than their
regional counterparts, which has left the majority (87%) feeling
confident in their company’s growth prospects. More than half
(52%) are also satisfied with their salary. Employees in New
Zealand have good work-life balance, with three quarters (75%)
sometimes, seldom or never feeling pressure to work additional
hours. This serves to prevent many from leaving as the market
picks up.
Encouragingly, New Zealand employees are very open to discussing
workplace concerns with their employer. That is, almost two-thirds
(65%) negotiate their salary once a year, which is the highest rate
in the region. New Zealand employees are also the least likely to
switch jobs in order to gain greater bargaining power in salary
negotiations - only 65% would consider doing this, compared to
74% of Australian’s who would.
“New Zealand employees are feeling confident in their
company’s growth prospects.”

Salary table for Auckland

Auckland and surrounding areas

Years of Industry Experience
Job Title
0-2 years 3-5 years 6-9 years 10 -15 years > 15 years
Analyst Programmer 40,000-60,000 60,000-85,000 85,000-100,000 85,000-100,000 85,000-100,000

Lead Analyst Programmer 100,000-115,000 100,000-115,000

Systems Programmer 40,000-60,000 60,000-80,000 80,000-100,000 100,000-110,000 100,000-110,000

Systems Analyst 60,000-75,000 75,000-100,000 100,000-110,000 100,000-110,000

Enterprise Architect 100,000-120,000 120,000-150,000

Architect – Applications, Solutions, Systems, Data 85,000-100,000 100,000-120,000 120,000-150,000

Application Development Manager 110,000-130,000 130,000-150,000

Test Analyst 45,000-65,000 65,000-80,000 80,000-100,000 80,000-100,000 80,000-100,000

Test Team Leader 80,000-90,000 90,000-110,000 90,000-110,000 90,000-110,000

Test Manager 100,000-120,000 100,000-120,000

Database Administrator 50,000-60,000 60,000-80,000 80,000-100,000 100,000-120,000 100,000-120,000

Data Analyst 40,000-55,000 55,000-70,000 70,000-90,000 70,000-90,000 70,000-90,000

Business Intelligence Specialist 50,000-60,000 60,000-80,000 80,000-100,000 80,000-100,000 80,000-120,000

Date Warehousing/Modeling Specialist 60,000-80,000 80,000-100,000 80,000-100,000 80,000-120,000

Data Architect 100,000-120,000 120,000-140,000 120,000-140,000

Network Support 40,000-50,000 50,000-65,000 50,000-65,000 50,000-65,000 50,000-65,000

Network Engineer 50,000-65,000 65,000-80,000 80,000-100,000 80,000-100,000

Network Architect 80,000-100,000 100,000-110,000 110,000-130,000 110,000-130,000

Note: All salaries are listed in local currency.

1 0 T E C H N O LO G Y A S I A PAC I F I C S A L A RY G U I D E 2 0 1 0 / 2 0 1 1
Auckland and surrounding areas
Years of Industry Experience
Job Title
0-2 years 3-5 years 6-9 years 10 -15 years > 15 years
Infrastructure/Operations Manager 95,000-110,000 110,000-135,000 110,000-135,000 110,000-135,000

Project Co-ordinator 60,000-70,000 70,000-80,000 70,000-80,000 70,000-80,000 70,000-80,000

Project Manager 70,000-80,000 80,000-95,000 95,000-110,000 95,000-110,000 95,000-110,000

Programme Manager 90,000-110,000 110,000-130,000 130,000-150,000 130,000-150,000

Business Analyst 60,000-70,000 70,000-80,000 70,000-80,000 70,000-80,000 70,000-80,000

Senior Business Analyst 80,000-95,000 95,000-110,000 95,000-110,000

IT Manager 85,000-100,000 100,000-115,000 115,000-135,000 115,000-135,000

IT Director/Chief Information Officer 150,000+ 150,000+ 150,000+

Network Administrator 65,000-80,000 80,000-100,000 80,000-100,000 80,000-100,000

Systems Administrator 65,000-80,000 80,000-100,000 80,000-100,000 80,000-100,000

Note: All salaries are listed in local currency.

T E C H N O LO G Y A S I A PAC I F I C S A L A RY G U I D E 2 0 1 0 / 2 0 1 1 11
 The hiring outlook for Singapore
Attracting and retaining talent are key business concerns for the Many companies are unable to offer pay rises or bonuses due to
Singapore technology industry. Companies are focusing on market uncertainty, and as such risk losing their staff to overseas
increasing staff levels with more than three quarters (78%) markets. In order to prevent this, employers need to ensure that
planning to hire in the next six months. While attracting talent is a they have appropriate retention strategies in place, such as
significant challenge, retaining talent is also proving to be a real offering reduced working hours or other non-financial incentives.
issue for employers in Singapore, with a high proportion (78%)
concerned about losing top performers to other job opportunities “Companies are focusing on increasing staff levels with
in the next year. more than 78% planning to hire in the next six months.”
Intensifying this concern is the fact that the employment market is
divided over whether pay is fair. That is, half believe their current
salary package is not fair nor in line with the market. The economy
in Singapore is still recovering and for many companies salary
freezes are still in place, with 40% having had no change in income
over the past 12 months.

Salary table for Singapore

Banking & Finance IT

Years of Industry Experience
Job Title
Less than 2 years 3-5 years 6-9 years 10-15 years 15 years and more

Systems Analyst 40,000 - 60,000 50,000 - 90 ,000 72,000 - 150 ,000 130 , 000 - 140,000 140,000 and above

Architect – Applications, Solutions, 35,000 - 55,000 55,000 -75,000 75,000 - 120,000 120,000 - 180,000 180,000 and above
Systems, Data
Applications Manager - - 75,000 - 110,000 110,000 -160,000 160,000 and above

Test Analyst 30,000 - 45,000 45,000 - 75,000 75,000 - 120,000 120,000 - 180,000 180,000 and above

QA Manager 30,000 - 45,000 45,000 -65,000 65,000 -95,000 95,000 - 135,000 135,000 and above

Network Engineer 30,000 - 45,000 45,000 - 75,000 75,000 -95,000 95,000 - 110,000 110,000 and above

Security Analyst/Consultant 35,000 -45,000 45,000 -75,000 75,000 -90,000 90,000 -135,000 135,000 and above

Network/Infrastructure Manager - 40,000 -75,000 75,000 - 110,000 110,000 - 150,000 150,000 and above

Project Manager 55,000 - 75,000 75,000 - 120,000 120,000 - 180,000 180,000 - 250,000 250,000 and above

Programme Manager - - 120,000 - 180,000 180,000 -250,000 250,000 and above

Business Analyst 45,000 -65,000 65,000 - 90,000 90,000 - 120,000 - -

Senior Business Analyst - - 90,000 - 140,000 140,000- 180,00 180,000 and above

IT Manager - - 60,000 - 90,000 90,000 -140,000 140,000 and above

IT Director/Chief Information Officer - - 90,000 - 140,000 140,000 - 220,000 220,000 and above

Helpdesk Manager - 45,000 -65,000 65,000 -95,000 95,000 -140,000 140,000 and above

Support Analyst 45,000 - 55,000 55,000 -75,000 75,000-110,000 110,000 - 130,000 130,000 and above

Developers 35,000 - 55,000 55,000-75,000 75,000 -110,000 110,000 - 180,000 180,000 and above

Test Manager - - 75,000 - 120,000 120,000 -180,000 180,000 and above

Application Analyst 45,000 - 55,000 55,000 - 75,000 75,000 -110,000 110,000 -130,000 130,000 and above

Project Management Officer 35,000 -55,000 55,000 -75,000 75,000- 110,000 110,000 - 200,000 200,000 and above

Note: All salaries are listed in local currency.

1 2 T E C H N O LO G Y A S I A PAC I F I C S A L A RY G U I D E 2 0 1 0 / 2 0 1 1
APAC Employee Findings & Comparisons

Salary trends and negotiations

How much has your total income changed over the past 12 months?

50

42
40
40 39 39
38

31
30 30
30 29
27
26
24
% of respondents

20 19
18 APAC Total

15 15 15
Australia
13 13
12
11 New Zealand
10 10 10
10 9
8 8
7 Hong Kong
6
5
Singapore

0 Japan
Decreased by Decreased by Salary has not Increased by Increased by
more than 10% up to 10% changed up to 10% more than 10%
Note: Percentages may not add up to 100% due to rounding

An improvement in economic conditions and general business
confidence has led to greater investment in technology projects
across Asia Pacific, especially as companies increase the emphasis
on upgrading technology to improve business performance and get
ahead of the competition.
As a result, the technology industry is gaining confidence, with
41% of Asia Pacific technology workers enjoying a salary increase
over the last year. This was largely due to the rising demand for
skilled technology staff in the wake of a tight employment market.
Hong Kong employees benefited the most from the upswing, with
more than half (56%) receiving a pay increase. Employees in Japan,
however, were not so fortunate with less than one-third (29%)
having received a pay rise.

T E C H N O LO G Y A S I A PAC I F I C S A L A RY G U I D E 2 0 1 0 / 2 0 1 1 13
 What has been the reason for the decrease in your income?

60 59

52
50 49
48
45
% of respondents

40
40

34

30
30

APAC Total
21
20 18 19 19
Australia
15
14 New Zealand
13 13
11 12
10 10 10 11 11
10 8
Hong Kong
8 8
6
5 5 Singapore

0
I lost my job and had
to accept a lower-paid
position
Note: Percentages may not add up to 100% due to rounding
0 Japan
My bonus decreased My salary was cut Both my salary and Others
because of economic because of economic bonus decreased
circumstances circumstances because of economic
circumstances

The downturn saw a large number of technology professionals lose
their jobs or downgrade their position, which was primarily a result
of freezes to technology-based infrastructure projects. Technology
employees in Japan and Australia were the most affected, with
more than half (52% and 59% respectively) citing job losses and
accepting lower paid positions, as reasons for a decrease in
salary.
Employers should pay attention to those talented full-time staff
that may have taken a pay decrease during the downturn, as these
people are the most likely to be the first to look around, especially
with the renewed optimistic outlook. Now is the time to discuss
salary expectations and professional development as possible
retention strategies.

Many workers were also forced to take part-time positions,

resulting in a pay decrease. For some, the opportunity to work
part-time was a welcome relief and offered the chance to regain
work-life balance, even into the upturn.

1 4 T E C H N O LO G Y A S I A PAC I F I C S A L A RY G U I D E 2 0 1 0 / 2 0 1 1
 What has been the reason for the increase in your income?

50

42
40

32
31
30 30
30
28
27
% of respondents

26
25
24 23 22
22
20 APAC Total
20
18
16 17 17 Australia
15 16
15 15
13 New Zealand
12

10 Hong Kong
8
6 6 5 6 5 6 6 Singapore
3 3 3
2 2 Japan
1 1
0 0 0
0 I was promoted My bonus increased My bonus increased My salary increased My salary increased Both my bonus and Others
to/ moved to a because I performed because the company because I performed because the company my salary increased
higher position well performed well well performed well

Note: Percentages may not add up to 100% due to rounding

A large majority of the technology employees across Asia Pacific “Although the future is looking brighter, companies remain
that received an increase in salary did so because of their personal cautious and continue to be fiscally responsible.”
performance (30%), rather than the overall performance of their
company. Although the future is looking brighter, companies
remain cautious and continue to be fiscally responsible. Employees
need to continue producing positive results and performing to a
high standard if they would like to receive a financial reward in the
next year.

T E C H N O LO G Y A S I A PAC I F I C S A L A RY G U I D E 2 0 1 0 / 2 0 1 1 15
 Do you think your current salary package is fair and in line with the market?

50
50

44 44
43
41 41 41
40 40
40 39 39

33
% of respondents

30

20 20 19 APAC Total
18 18
16 16 Australia

New Zealand

10
Hong Kong

Singapore

Japan
0
Current salary package is Current salary package is Don’t know
fair and in-line not fair and in-line

Note: Percentages may not add up to 100% due to rounding

The number of employees that believe their salary is not fair and In order to retain top talent, employers should attempt to meet
in-line with the market (44%) outweighs the number that believe it employee expectations by implementing a proactive retention
is (39%). This is most prominent in Singapore, where half of strategy. For example, making key performers aware of opportunities
technology employees do not believe that their current salary is for advancement can boost morale and help drive productivity.
fair and in-line with the market. As a result, employers can expect
greater restlessness within their teams, particularly as top
performers seek out fresh opportunities. In contrast, New Zealand
employees are the most content, with 44% satisfied that their
salary is fair and consistent with market conditions.

1 6 T E C H N O LO G Y A S I A PAC I F I C S A L A RY G U I D E 2 0 1 0 / 2 0 1 1
How satisfied or dissatisfied are you with your current salary and benefits package?

50
47 47

41
40
40 39

32 32
30 30
30 29
% of respondents

25 25

APAC Total
21
20
20 19 19 Australia
18
17
New Zealand
13
Hong Kong
10 8 8
7 Singapore
5 5 5
4 4 4 4
3 Japan

0
Very satisfied Satisfied Not sure Dissatisfied Very dissatisfied

Note: Percentages may not add up to 100% due to rounding

With many employees not receiving a pay rise for quite some time, If this situation is not addressed by employers, a larger number of
there is a strong sense of discontent across the region. For their staff may start to look for jobs in other markets.
example, in Japan there are more employees who are dissatisfied
with their salary, than those who are satisfied.

T E C H N O LO G Y A S I A PAC I F I C S A L A RY G U I D E 2 0 1 0 / 2 0 1 1 17
 Do you believe it is necessary to switch jobs in order to gain greater bargaining power in
salary negotiations?

100
86

80 74
76
73
68
65 APAC Total
% of respondents

60 Australia

New Zealand
40
Hong Kong
22 24
18 17 18
20 14 Singapore
12
9 9
5 7
4
Japan
0
Yes No Don’t know

Note: Percentages may not add up to 100% due to rounding

Almost three quarters (73%) of the technology employees across
Asia Pacific believe they need to switch jobs in order to gain a
salary increase, rather than negotiating their current salary with
their employer. Hong Kong employees are the least likely to
approach their current employer about salary concerns, with an
overwhelming 86% believing that they must switch jobs to gain
greater bargaining power.
Many employers still fail to effectively communicate pay decisions
to employees. Due to a general sentiment of employee
dissatisfaction with salaries and an unwillingness to discuss the
issue, employers should have the salary conversation with their
employees. This will allow employers to work with employees and
address any concerns while they still have the opportunity.

What do you believe is the most important factor to get a pay rise?

60
52
50
50 47 48
46
44
APAC Total
40
% of respondents

Australia
29
30 27 28
2626 26 New Zealand
20
20 17 Hong Kong
16
14
11
9 Singapore
10 6 5 6
3 33 4 3
2 2 1 2 3 2 2 1 1 1 23 2 2 23 Japan
0
Personal Length of time Delivering Work ethic Success of Other Don’t know
performance with the positive results the company
and attitude company
Note: Percentages may not add up to 100% due to rounding

A large percentage of technology employees (47%) rate personal
performance and attitude as the key factor in receiving a pay rise,
while only a small percentage (16%) believe the success of their
company can help secure a salary increase. This is because many
employees recognise that their organisations are still in recovery
mode and are unable to provide pay rises across the board.
Similarly, a significant number of employees (26%) acknowledge
that delivering positive results is a key factor in securing a pay
rise. Although employees are taking greater responsibility for their
financial position within an organisation, employers must also
recognise and reward high performance to drive morale.

1 8 T E C H N O LO G Y A S I A PAC I F I C S A L A RY G U I D E 2 0 1 0 / 2 0 1 1
 Which of the following factors would influence you to accept a slightly lower salary?*

50

50 48

44

42
41
40
40 39 39 39

37 37
36 36

34 34 34
33 33
32
31 31 31 31 31
30 30
30 29
% of respondents

29

27 27 27 27
26
25 25 25 25
24
23 23 23
22
21 21 APAC Total
21
20
20 18
19
Australia
17
16
15 15
14 New Zealand
13 13
12 12 12 12 12
11 11
Hong Kong
10 9
8 8
9
8
99 99 999 9

7
6 6 6
Singapore
4 4
33 3
Japan

0 Extra More Sabbatical Insurance Location Extra Flexible hours Ability to work Ability to Fast-tracked Organisational Working with Other None of the
holiday flexible contributions to from home work for an career culture a leading above
entitlements sick leave Superannuation / inspirational progression brand
policies Pension scheme leader

The top benefits for technology workers in the region are flexible As each employee is unique in what they deem to be a valuable
working hours (37%) and the ability to work from home (39%), benefit, two-way communication is vital in reaching the best
which are realistic incentives for many in the industry, given that outcome for both parties. Employers should discuss other benefits
much of their work can be completed remotely. Other top benefits with their staff, as this will aid in the attraction and retention of
include fast tracked career progression (31%) and organisational talented people.
culture (31%).

In Australia and Japan, having the ability to work from home was “As each employee is unique in what they deem to be a
rated as the most enticing reason to accept a lower salary (48% valuable benefit, two-way communication is vital in reaching
and 33% respectively). Similarly, employees in New Zealand and the best outcome for both parties.”
Singapore value flexibility in relation to the hours they work, with
this factor as the most influential (36% and 44% respectively).
In Hong Kong, however, exactly half of the respondents rated fast
tracked career progression as a key benefit, which indicates a far
more career-focused workforce.

*Respondents were able to select more than one answer to the survey question.

T E C H N O LO G Y A S I A PAC I F I C S A L A RY G U I D E 2 0 1 0 / 2 0 1 1 19
 Currently, how often do you negotiate your salary or benefits package?

80

70 65

60 56 55
50 50 49
50 APAC Total
% of respondents

40 38 Australia
33
30 29 New Zealand
30
21 Hong Kong
19
20
12 13
11 12 10 9 11 Singapore
10 6 6
8
4 3
Japan
0
Twice a year Once a year Longer than a year Never

Note: Percentages may not add up to 100% due to rounding

Half of all technology professionals in Asia Pacific negotiate their
salary and benefits once a year. Often these discussions stem from
when employees have their annual performance review. Employees
in Singapore are more hesitant to bring up the subject of pay with
their employer, with almost half (49%), admitting they never
negotiate salary or benefits. Employees in New Zealand however,
are the most open to the discussion with 65% revealing they bring
up the subject once a year.
A good way for employers to test the waters is to ask employees
about their ambitions. Highlighting the opportunities for career
progression available within the organisation is a good way to
demonstrate the future salary growth available. Tying personal
performance in with pay can also help employees feel more secure
and in control of their career prospects.

It is not particularly common for employers to initiate discussions

regarding pay, especially when costs are an issue for the business.
However, if employers are not proactive about the subject, they
risk losing their staff to other opportunities.

2 0 T E C H N O LO G Y A S I A PAC I F I C S A L A RY G U I D E 2 0 1 0 / 2 0 1 1
Industry growth

Compared to last year, how confident are you in your company’s growth prospects in the
forthcoming year?

70
62
60 56 56 55 55
54

50 APAC Total
% of respondents

40 Australia
33 32
31
New Zealand
30 26
23 20
21 Hong Kong
20 18 18
15
13 13
Singapore
10
Japan
0
Very confident Somewhat confident Not confident at all
Note: Percentages may not add up to 100% due to rounding

As technology evolves and has a greater impact on the productivity
and success of an organisation, the technology industry will
continue to prosper. As such, the majority (79%) of employees in
the industry are confident in the growth prospects of their company,
particularly as organisations begin to upgrade core technology
infrastructure.
Employees in New Zealand are the most positive, with 87% feeling
secure about their company’s growth prospects. Employees in
Japan however, are the least confident, with 32% saying they are
not at all confident that they will see growth in their organisation.

How concerned are you about losing top performers to other job opportunities in the next year?

80

70
63 63
60 57 57 57
% of respondents

50 APAC Total
44

40 Australia

29 New Zealand
30 26 25
23 21 22
20 21 19 Hong Kong
20 18 18
16
Singapore
10
Japan
0
Very concerned Somewhat concerned Not at all concerned
Note: Percentages may not add up to 100% due to rounding

Employers in the technology industry are concerned that their
employees are planning to leave the organisation in the next year,
with New Zealand (79%) and Hong Kong (81%) employers the most
concerned. This fear is not without grounds, as the market is
already in recovery and employees in technology are well poised to
benefit from greater opportunities and higher salaries that are now
being offered.
Organisations need to be aware that top performers can command
better compensation packages. Being more proactive and sensitive
to the changing landscape will ensure that companies with
technology requirements in Asia Pacific remain competitive.
Therefore, employers have a small window of opportunity in which
to maintain employee loyalty through the implementation of
alternative strategies, such as flexible working hours.

T E C H N O LO G Y A S I A PAC I F I C S A L A RY G U I D E 2 0 1 0 / 2 0 1 1 21
 At what levels do you expect to hire in the next 6 months?*

49
50

39
40 37
35 35 35
33
32 32 32
% of respondents

30 30 APAC Total
30 28
26
25
23 Australia
22 22 22
21
20 19 19 New Zealand
16 15
13 14 13 13 13 14
12 Hong Kong
10 9 10 11 11 10 9 11
10
Singapore
3
1 2 Japan
0
Entry Staff Senior Management Executive Not planning Don’t know
to recruit

The technology employment market across Asia Pacific continues
to show strength, with the majority of employers planning to
recruit in the next six months. In the downturn, hiring freezes
forced many employees to step up and take on positions of higher
responsibility. Having now proved their worth to their employer,
these people are graduating to management levels, resulting in a
need to fill more junior project execution roles.
Although Australian and New Zealand employers are hiring entry
level staff, there are less employers planning to hire entry level
staff in other Asia Pacific markets. Employers in Hong Kong, Japan
and Singapore are focused on hiring professionals at a higher
level, particularly to fill management and executive roles.
An ageing workforce in Japan and Hong Kong is seeing many
people at higher level positions retire, creating new challenges
around how to replace them. Forward thinking companies are
putting plans and strategies in place now, introducing mentoring
programs to capture the knowledge that would be lost and
developing the skills of more junior staff.
“Forward thinking companies are putting plans and
strategies in place now, introducing mentoring programs to
capture the knowledge that would be lost and developing
the skills of more junior staff.”

*Respondents were able to select more than one answer to the survey question.

2 2 T E C H N O LO G Y A S I A PAC I F I C S A L A RY G U I D E 2 0 1 0 / 2 0 1 1
Workplace conditions

How many hours do you work in an average week?

80
70
70

60 56

50 45
APAC Total
44
% of respondents

43 42
40
38 Australia
40 35
30 New Zealand
30
23
19 19 Hong Kong
20 16 15
12 13
Singapore
10 7 6 6
4 3 5
2 2 1 1 1 2 2 Japan
0
Less than 25 (20) 25-38 (31.5) 39-45 (42) 46-55 (50.5) More than 55 (60)

Is there pressure on you to work additional hours?

50

42
41 41
40
3737
% of respondents

30 APAC Total
27
24 Australia

20 19 New Zealand
17 17
15 16 15 16 16 15 14
14 13
13 Hong Kong
12
11 11 11 12 10 11 11
10
10 8 7
9 9
6 6 6 Singapore

Japan
0
Always Very often Often Sometimes Seldom Never

Note: Percentages may not add up to 100% due to rounding

The remote nature of technology work means that for many Given this general trend within the industry, employers trying to
employees, work-life balance is highly achievable. While this improve staff loyalty and morale could consider offering more
differs for individuals in high level positions such as Chief flexible work structures to their staff.
Information Officers (CIOs), the majority of technology professionals
in the region work average hours and only sometimes feel pressure
to work over time. New Zealand employees have the greatest work-
life balance with 70% working between 39-45 hours per week. In
contrast, employees in Japan are risking their work-life balance
with 61% working more than 45 hours a week.

T E C H N O LO G Y A S I A PAC I F I C S A L A RY G U I D E 2 0 1 0 / 2 0 1 1 23
 Training and Development

What type of training/development would you find most valuable at this point in your career?

50 48

42

40 40

35
34

31
30 APAC Total
% of respondents

28
26
Australia

20 20
19 New Zealand
16 16
14 14 14
12
13 Hong Kong
12 12

10 10
9 9
Singapore
6 6 6
5 5 5 5 5
4 4 4 4 4 4 4 4 4
3 3 3 3 3 3 3 3
2 2 2 2 2 2 2 Japan
1 1 1 1 1 0 0 1 1 1 1
0 Communications Negotiation Career Presentation Project
0
Career Hiring and staff Team Technical
Leadership / Other
management skills skills skills management skills management counseling retention building skills and software
skills training

Note: Percentages may not add up to 100% due to rounding

The vast majority (40%) of technology professionals identified Given the increase in movement in the employee market, the
leadership and management skills training as highly valuable at provision of training opportunities is not only critical to employee
this point in their career. Hiring freezes in the downturn meant retention, but also to the general growth of the business.
many employees were forced to step up and take on positions of
higher responsibility. As a result, these individuals are now more “Given the increase in movement in the employee market,
driven to move up the corporate ladder and are looking for training the provision of training opportunities is not only critical to
to support this growth.
employee retention, but also to the general growth of the
Communication skills training rated highly in Hong Kong (20%), in business.”
contrast with Australia and New Zealand, where technical and
software training were considered the most valuable.

2 4 T E C H N O LO G Y A S I A PAC I F I C S A L A RY G U I D E 2 0 1 0 / 2 0 1 1
Survey Demographics

Locations of respondents surveyed

Countries %
Australia 13

New Zealand 16

Hong Kong 13

Singapore 30

Japan 28

Gender

Total Australia New Zealand Hong Kong Singapore Japan

Gender
% % % % % %
Male 82 79 72 85 79 91

Female 18 21 28 15 21 9

Age

Total Australia New Zealand Hong Kong Singapore Japan

Age
% % % % % %
Under 25 years 1 1 2 1 1 1

25-35 years 42 47 39 61 47 27

36-45 years 39 31 34 33 41 45

46-55 years 17 19 21 5 11 25

56-65 years 1 1 4 0 0 2

Over 65 years 0 1 0 0 0 0

Years of work experience in a technology related role

Total Australia New Zealand Hong Kong Singapore Japan

Years of Experience
% % % % % %
Less than 4 years 8 10 9 11 5 8

4-5 years 8 18 8 10 7 5

6-10 years 30 24 32 39 35 23

11-19 years 35 29 32 31 42 35

20 years+ 18 19 19 8 11 29

Note: Percentage may not add up to 100% due to rounding

T E C H N O LO G Y A S I A PAC I F I C S A L A RY G U I D E 2 0 1 0 / 2 0 1 1 25
 Respondents who have staff management responsibilities

Respondents who have staff Total Australia New Zealand Hong Kong Singapore Japan
management responsibilities.
% % % % % %

Yes 53 46 33 52 59 61

No 47 54 67 48 41 39

Qualifications
60% of respondents from APAC have a professional Information Technology qualification

Professional qualifications Total Australia New Zealand Hong Kong Singapore Japan
% % % % % %
Yes 60 65 52 54 71 52

No 35 32 42 41 23 42

Currently studying towards 6 3 6 6 6 6

professional qualifications

Status of employment
The majority of respondents are in full-time permanent employment with their current employees

Total Australia New Zealand Hong Kong Singapore Japan

Employment
% % % % % %
Temp / contract 21 33 21 20 16 20

Permanent- full time 78 62 77 78 83 79

Permanent- part time 2 6 2 1 1 1

Note: Percentage may not add up to 100% due to rounding

2 6 T E C H N O LO G Y A S I A PAC I F I C S A L A RY G U I D E 2 0 1 0 / 2 0 1 1
T E C H N O LO G Y A S I A PAC I F I C S A L A RY G U I D E 2 0 1 0 / 2 0 1 1 27
MORE THAN 350 OFFICES WORLDWIDE HAMMERSMITH HAMBURG ANTWERP BIRMINGHAM PHOENIX
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