Hays Salary Guide 2010 AU Off NRG Oil

THE 2010 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
10,000+ 8,500+ 670+
PEOPLE PLACED IN PERMANENT JOBS EACH YEAR
TEMPORARY AND CONTRACT STAFF ENGAGED EACH WEEK
CONSULTANTS IN AUSTRALIA & NEW ZEALAND
36 33+
Thank you
LOCATIONS ACROSS AUSTRALIA & NEW ZEALAND
YEARS OF EXPERIENCE
Feedback We welcome any feedback or comments regarding this survey 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: salarysurvey@hays.com.au
Disclaimer The Hays Salary Survey 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 survey 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 survey is reproduced in full in PDF format on our website hays.com.au and hays.net.nz
2010 Hays Salary Guide | 3
THE BEST DECISIONS ARE INFORMED DECISIONS
There is new optimism in the market with 67 per cent of employers surveyed predicting the economy will strengthen in the next 6 to 12 months. This is in stark contrast to this time last year when only 6 per cent thought the economy would improve. This increased confidence is further illustrated by 45 per cent of respondents intending to increase permanent headcount and 22 per cent expecting to increase their use of temporary and contract staff. A very different picture to this time last year. Nigel Heap, Managing Director of Hays Asia Pacific
4 | 2010 Hays Salary Guide
SECTION ONE MARKET OVERVIEW & TRENDS

Results gained from over 1,800 employers throughout Australia and New Zealand.
Market Overview & Trends

1. On average in your last review, by what percentage did you increase salaries?
Salary Policy
6%
3%
Across all industries
29%
62%
Less than 3% From 3% to 6% From 6% to 10% More than 10%
10%
5%
4%
13% 27%
For specific industries
64% 77%
Advertising & Media
Construction, Property & Engineering
4% 2%
5%
2%
26% 30%
68%
63%
Financial Services
Hospitality, Travel & Entertainment
Salary Policy
1. On average in your last review, by what percentage did you increase salaries? continued...
20% 26%
8%
5%
2%
67% 72%
IT & Telecommunications
Manufacturing
8%
4% 10%
4%
26% 32% 56% 60%
Mining & Resources
Professional Services
4% 1%
5%
2%
43%
27%
52%
66%
Public Sector
Retail
2% 1% 19%
4% 1%
33%
62% 78%
Transport & Distribution
Other

2. When you next review, by what percentage do you intend to increase salaries?
Salary Policy
8%
2%
43%
47%
Less than 3% From 3% to 6% From 6% to 10% More than 10%
5%
10%
3%
26% 43%
44% 69%
Advertising & Media
7%
1%
5%
44% 41% 54% 48%
Financial Services
Salary Policy
2. When you next review, by what percentage do you intend to increase salaries?
continued...
7%
4% 1%

36% 57% 49%
46%
Manufacturing
3% 15% 28%
8%
2%
36%
54%
54%
Mining & Resources
1% 1%
1%
47% 51% 47% 52%
Public Sector
Retail
4% 2%
4%
43%
51%
43%
53%
Other

3. Does your company offer flexible salary packaging?
Salary Policy
79%
0% 20% 40% 60% 80%
21%
100%
Yes No
Of those who answered yes, the following benefits were indicated as being commonly offered to... Car Bonuses Private Health Insurance Parking Salary Sacrifice Superannuation Private Expenses Other
All Employees 14% 30% 33% 35% 57% 86% 15% 38%
More than 50% Less than 50% 9% 14% 5% 14% 8% 4% 5% 7% 27% 22% 9% 16% 13% 3% 14% 10%
Few Employees 50% 34% 53% 35% 22% 7% 66% 45%
4. What is your companys Fringe Benefits Tax policy? (Australia only)
5% 12%
52% 31% Employer bears FBT cost Employee bears FBT cost Cost shared between Employer & Employee Other
Recruitment Trends
5. Over the last 12 months, have permanent staff levels in your department...
Across all departments
Increased 33%
0% 20% 40%
25%
60% 80%
42%
100%
Decreased Remained the same
26% 32% 39%
For specific departments
50%
24% 29%
Accountancy & Finance
Engineering
30%
32% 43%
47%
23%
25%
Human Resources
Information Technology
30% 35% 45%
38%
25%
27%
Marketing
Operations

5. Over the last 12 months, have permanent staff levels in your department... continued...
30% 43%
Recruitment Trends
39% 40%
17%
31%
Purchasing
Sales
37% 40%
23%
Other
6. Over the coming year, do you expect permanent staff levels to...
Increase 45% 9%
0% 20% 40% 60% 80%
46%
100%
Decrease Remain the same
29%
31%
62%
9% 9%
60%
Accountancy & Finance 12 | 2010 Hays Salary Guide
Engineering
Recruitment Trends
6. Over the coming year, do you expect permanent staff levels to... continued...
36% 45% 48% 46%
Human Resources
7%
18%
40%
39% 50%
55%
5%
11%
Marketing
Operations
37%
43% 49% 57%
6%
Purchasing
Sales
8%
40%
52%
8%
Other

7. If you expect staffing levels to increase, please specify how:
Recruitment Trends
Employment of Part-time Staff Employment of Casual Staff

(on your payroll)
Temporary/Contractors Job Sharing
(through an employment consultancy)
Full time/Permanent Staff Mixture, Other

(inc. overseas recruitment, acquisitions)
0%
20%
40%
60%
80%
100%
% of respondents answered yes
8. How often do you employ temporary/contract staff?
Regular ongoing basis 20%

0% 20% 40%
47%
60% 80%
33%
100%
Special projects/ Workloads Exceptional circumstances/Never
12% 25% 29%
42%
46%
46%
Accountancy & Finance 14 | 2010 Hays Salary Guide
Engineering
Recruitment Trends
8. How often do you employ temporary/contract staff?
continued... 30% 18% 29%
30%
52%
41%
Human Resources
10% 24% 30% 31%
60% 45%
Marketing
Operations
7% 20%
14%
47%
39% 73%
Purchasing
Sales
29%
25%
46%
Other

9. In the next 12 months, do you expect your use of temporary/contract staff to...
Recruitment Trends
Increase 22% 9%
0% 20% 40% 60% 80%
69%
100%
Decrease Remain the same
12%
8% 37%

56%
80% 7%
Accountancy & Finance
Engineering
20%
25%
10% 11%
64% 70%
Human Resources
25%
25%
60% 15%
63%
12%
Marketing
Operations
Recruitment Trends
9. In the next 12 months, do you expect your use of temporary/contract staff to...
continued...
10% 29% 17%
65% 73%
6%
Purchasing
Sales
24%
9% 67%
Other
10. In skill-short areas, would you consider employing or sponsoring a qualified overseas candidate?
59%
0% 20% 40% 60% 80%
41%
100%
Yes No
11. For which areas have you recently found it difficult to recruit? Accountancy & Finance Engineering Human Resources IT Operations Purchasing Sales & Marketing Technical Other
Junior to Mid Management 10% 12% 2% 4% 10% 2% 6% 10% 7%
Senior Management 4% 9% 1% 2% 7% 1% 4% 5% 3% 2010 Hays Salary Guide | 17

12. Has overtime/extra hours in your organisation over the last 12 months...
Human Resources Trends
26%
60%
14%
Increased Decreased Remained the same
If increased, by how much? Per Week None 5 Hours or Less 5 - 10 Hours More than 10 Hours 21% 37% 31% 11% Month End 41% 11% 23% 25% Year End 46% 5% 10% 39%
13. For non-award staff in your organisation, is overtime/extra hours worked...
27%
73%
Paid Unpaid
Human Resources Trends

14. Is it your policy to counteroffer staff when they resign?

1%
39%
60%
Yes Sometimes No
Of those you counter-offered, on average , did they....
4% 19%
44%
Stay less than 3 months Stay 3 12 months 33% Stay longer than 12 months Leave anyway

15. In the past 12 months, has business activity...
Economic Outlook
21%
56% 23%
Increased Decreased Remained the same
18% 21%
50% 51%
32%
28%
Advertising & Media
18% 27%
53% 58% 15% 29%
Financial Services
Economic Outlook
15. In the past 12 months, has business activity... continued...
20% 17%

53% 21% 59% 30%
Manufacturing
18%
22%
20% 62% 24%
54%
Mining & Resources
18% 28%
5% 27% 67%
55%
Public Sector
Retail
22%
23%
54% 19% 24% 58%
Other

16. What are the key factors driving your business activity?
14%
Economic Outlook
13%
Significant impact Some impact No impact

45% 41% 51% 36%
Interest Rates
Currency/Forex Rates
19% 30% 38% 39%
43% 31%
Consumer Confidence
Capex Investment
(by customers)
17. Do you see the general outlook for the economy in the forthcoming 6-12* months as...
Strengthening 67%
0% 20% 40% 60% 80%
30% 3%
100%
Static Weakening
*This data was collected during March 2010.
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
Office Support
In another sign of the markets turnaround, demand has also risen for entry-level candidates.
Australia
Market changes The GFC took its toll on the office support market, cooling recruitment activity and candidate demand. However economic stability has seen this market turn a corner and recruitment activity is starting to rise modestly. Government infrastructure projects in the mining, construction, engineering, oil and gas and property industries helped rally the market. Also playing its part has been the financial services sector, which has started to re-hire administrative and support functions. The early skill sets to benefit from rising demand have been Senior Executive Assistants and Administrators. This is positive news following the redundancies of Executive Assistants and the Senior Executive they supported during the GFC. In another sign of the markets turnaround, demand has also risen for entry-level candidates. Yet while recruitment freezes are lifting, employers remain very specific and inflexible in their selection criteria. They seek candidates that are not only well qualified but offer their organisation long-term potential. Changes to recruitment practices Employers have demonstrated a preference for recruiting on a temporary-to-permanent basis. More employers need to fill their vacancies immediately, but they also value a candidate with the flexibility to move into a permanent role. The recruitment process has lengthened with the introduction of numerous interviews and internal processes. Employers are becoming more focused on the representation of their brand in the market and want to recruit candidates who have the right motivation and cultural fit. Employers value commitment, longevity and industry-specific skill sets. Positions in demand During the downturn many organisations chose to add reception duties to the existing duties of their administrative team, rather than employ a dedicated Receptionist. The return of demand for Corporate Receptionists is another indication of the markets improvement. So too is the demand for multi-skilled and flexible Team Administrators with at least two years experience. These candidates are sought by companies that want to provide high level support to their teams. Demand for candidates with construction and mining industry experience is also on the rise as these sectors surge back to life. As previously mentioned there is a strong demand for Senior Executive Assistants, but these candidates will remain in their current role until they find their ideal job. Public sector trends In response to reduced budgets, public sector organisations are taking on shorter term temporary staff to help overcome critical shortages without increasing their headcount. In the Federal Government we are seeing formal recruitment processes being run for short-term temporary assignments, with candidates having to submit an expression of interest and attend one to two interviews before a final decision is made. There has been a steady increase in the number of candidates with a commercial background seeking to move into the public sector for stability and work/life balance, although most positions require recent public sector experience. Salary movements Salary levels remained fairly stable over the past year. Those candidates available following redundancy were flexible in their expectations in order to secure a permanent position. This kept salaries level and, by doing so, created more opportunities for the candidates. In general, the Queensland market was a relative bright spot for salaries. In particular regional Queensland leveraged the financial crisis to increase salaries to help attract candidates out of the metropolitan population zones. Candidates today are still open in their salary expectations, particularly when benefits such as flexible hours, working locations close to home and study allowance are on offer. Advice to candidates It is important to be flexible regarding your salary expectations and look at the bigger picture in terms of the quality of the organisation, the potential longevity of the career step, the opportunity to develop and the additional benefits on offer. If you are in a permanent role then you can exercise patience and wait for the right job for you. If you are not currently working, a temporary-topermanent role is a great way to get your foot in the door.
New Zealand
Market changes Office Support vacancy activity reduced considerably over the last 12 months as organisations restructured and merged positions and responsibilities. Many businesses favoured a temporary rather than permanent candidate for administrative projects and remained cautious about the economic outlook. Confidence has now started to return, although many support roles are dependent upon increased business activity. In addition, many organisations need a value-based business case to justify increasing headcount. Changes to recruitment practices Employers have been cautious when recruiting, carrying out several interviews and conducting skills testing before making a hiring decision. The days of hiring an Administrator at first interview are long gone and candidates can expect a more extensive testing and recruitment process. Positions in demand Versatile Office Managers who can take on a range of skills, from stocktake to office administration, personal assistant duties and overseeing entry-level staff are in demand. Mid-level Administrators are sought and employers expect a high level of skill and capability for their investment. Team/Group Secretaries who can effectively support a team and allow them to focus on their core business are also sought. Businesses want robust processes in place to take advantage of the upturn and Team Secretaries ensure administration consistency. Many businesses are going through transitions in their processes and so temporary, fast and accurate Data Entry candidates are required to clear backlogs of work and position systems for upgrades. Salary movements While most salaries remained stable, some are lower than they were two years ago. Over the last year some employers attempted to pay below market salaries in response to the larger candidate pool, undervaluing administrative skill-sets. Candidates have had to be flexible as a result, often considering roles at reduced rates of pay. This situation is slowly changing. Employers are beginning to re-evaluate their salaries since in an improving market candidate quality will suffer if salaries remain low. Advice to candidates Employers want flexible all-rounders who can support more than one department and are able to take on ad hoc work as required. We therefore suggest you up-skill and draw from your experience to promote a broad skill set in an interview.
Office Support
Administration Salaries in 000 NSW - Sydney NSW - Regional VIC - Melbourne Administration Administration Project Admin Office Assistant Assistant Assistant Manager (6-12mths exp) (12mths+ exp) (3yrs+ exp) 35 30 - 38 30 28 - 33 34 28 - 36 40 32 - 45 35 32 - 38 42 36 - 46 38 35 - 45 38 33 - 45 38 35 - 42 40 35 - 50 45 42 - 47 32 30 - 34 34 32 - 37 38 32 - 45 38 32 - 40 50 45 - 55 45 42 - 48 48 45 - 55 50 45 - 55 43 40 - 50 48 45 - 52 45 40 - 60 55 52 - 60 36 34 - 42 45 42 - 47 50 45 - 55 50 45 - 55 65 50 - 70 50 48 - 53 60 50 - 75 60 55 - 65 50 43 - 55 60 55 - 65 70 60 - 80 59 55 - 65 42 38 - 50 50 48 - 55 60 50 - 75 60 50 - 65 Project Coordinator 55 48 - 60 48 46 - 50 55 50 - 65 55 50 - 60 50 40 - 55 48 45 - 52 60 55 - 75 60 55 - 65 40 35 - 45 57 55 - 60 55 45 - 65 65 60 - 70
QLD - Brisbane & Gold Coast 32 30 - 35 QLD - Regional SA - Adelaide WA - Perth ACT - Canberra TAS - Hobart NT - Darwin NZ - Auckland NZ - Chch/Wellington 32 30 - 35 34 32 - 35 35 30 - 38 38 35 - 40 30 29 - 32 32 28 - 34 34 30 - 36 34 28 - 38
Admin/Specialists Salaries in 000 NSW - Sydney NSW - Regional VIC - Melbourne
Data Entry Operator 38 30 - 40 38 36 - 40 38 32 - 40
Sales Coordinator 45 40 - 50 40 38 - 43 45 40 - 55 45 45 - 55 38 35 - 40 40 36 - 42 40 35 - 50 35 34 - 39 35 32 - 38 40 35 - 40 48 42 - 58 43 38 - 48
Records Officer 45 40 - 55 40 38 - 43 42 32 - 50 40 38 - 40 38 35 - 40 40 35 - 45 50 45 - 65 41 40 - 44 34 30 - 36 45 42 - 50 44 38 - 48 40 35 - 45
Medical Secretary 50 45 - 55 45 43 - 48 48 43 - 52 45 40 - 53 42 38 - 46 45 42 - 50 48 40 - 55 45 43 - 47 40 37 - 42 38 35 - 40 50 43 - 58 45 38 - 50
Notes
All salaries shown exclude superannuation New Zealand salaries are represented in New Zealand Dollars
Office Support
Reception Salaries in 000 NSW - Sydney NSW - Regional VIC - Melbourne Switchboard Operator 40 35 - 45 40 37 - 42 40 35 - 45 Receptionist Receptionist (Up to 12mths exp) (12mths+ exp) 38 30 - 40 38 36 - 40 38 30 - 40 35 30 - 40 33 28 - 38 35 32 - 38 35 30 - 40 36 35 - 38 32 28 - 35 35 30 - 37 32 28 - 38 34 30 - 40 45 38 - 50 40 38 - 42 45 35 - 50 40 35 - 45 38 33 - 42 40 38 - 42 40 35 - 45 40 38 - 42 35 32 - 40 40 38 - 42 37 35 - 45 38 35 - 45 Receptionist/ Admin Assistant (12mths+ exp) 45 42 - 55 45 43 - 47 45 38 - 48 42 40 - 45 38 36 - 43 42 38 - 45 40 38 - 50 43 38 - 45 38 35 - 42 42 38 - 45 40 38 - 48 40 35 - 45
Secretarial Salaries in 000 NSW - Sydney NSW - Regional VIC - Melbourne
Secretary Secretary Team Secretary Personal Executive Assistant/ (Up to 12mths exp) (12mths+ exp) (3yrs+ exp) Team Assistant Assistant 38 30 - 40 37 34 - 40 35 30 - 42 45 40 - 50 40 38 - 43 46 40 - 52 40 40 - 45 40 33 - 45 45 38 - 50 50 45 - 55 43 40 - 45 37 34 - 38 39 37 - 42 46 40 - 48 41 38 - 45 50 45 - 55 50 47 - 53 53 45 - 60 60 45 - 60 43 38 - 48 55 48 - 57 55 50 - 65 53 50 - 55 40 38 - 50 50 46 - 52 52 48 - 56 45 40 - 50 55 50 - 60 55 53 - 57 55 48 - 60 55 50 - 65 50 47 - 53 60 48 - 65 60 50 - 70 55 52 - 57 45 40 - 55 55 48 - 57 55 48 - 65 55 45 - 60 65 50 - 75 55 52 - 57 63 57 - 75 65 50 - 70 55 50 - 60 65 55 - 75 65 60 - 80 65 60 - 68 50 40 - 60 40 35 - 45 65 55 - 75 60 45 - 65
Notes
Office Support
Legal Support Salaries in 000 NSW - Sydney NSW - Regional VIC - Melbourne Legal Secretary (Up to 2yrs exp) 50 45 - 55 32 28 - 35 48 35 - 50 Legal Secretary (2-4yrs exp) 55 50 - 60 34 30 - 36 52 37 - 55 50 42 - 54 48 45 - 50 48 44 - 52 50 45 - 55 50 47 - 52 40 38 - 42 46 44 - 48 54 48 - 58 50 43 - 55 Legal Secretary (4yrs+ exp) 60 55 - 65 45 42 - 48 55 42 - 60 55 45 - 60 55 50 - 60 52 48 - 60 50 45 - 57 55 52 - 58 43 40 - 48 55 48 - 58 56 50 - 60 55 48 - 60 Legal Personal Assistant 65 60 - 70 50 45 - 55 58 50 - 65 60 50 - 65 50 45 - 55 55 50 - 60 51 43 - 57 60 55 - 62 45 42 - 50 50 45 - 52 60 56 - 64 55 45 - 60
Banking & Finance Support
Salaries in 000 NSW - Sydney NSW - Regional VIC - Melbourne
Specialist Finance PA 63 60 - 70 45 42 - 48 55 48 - 60
Investment Banking Personal Assistant 65 60 - 70 50 47 - 53 60 50 - 65 60 57 - 62 48 46 - 53 54 45 - 60 60 57 - 62 50 46 - 53 43 41 - 45 52 45 - 55 66 58 - 70 54 48 - 60
Advisor Support 58 55 - 65 45 40 - 50 50 45 - 55 52 40 - 55 45 40 - 50 48 42 - 52 45 40 - 47 46 42 - 49 45 42 - 48 48 42 - 52 55 50 - 60 48 40 - 52
Notes
Office Support
Property & Construction Support Project Secretary/ Administrator 50 45 - 55 40 35 - 45 50 45 - 55 55 48 - 65 55 50 - 65 48 40 - 50 60 55 - 65 48 45 - 53 42 37 - 45 60 50 - 80 50 45 - 54 45 38 - 50 Site Secretary/ Administrator 50 45 - 55 42 40 - 45 45 42 - 55 50 45 - 55 55 50 - 60 52 44 - 57 55 48 - 70 50 47 - 52 43 40 - 45 60 55 - 80 50 45 - 55 48 38 - 52
Document Controller 55 50 - 60 45 42 - 47 55 50 - 65
Facilities Administrator 45 40 - 50 42 37 - 47 45 40 - 50
Contracts Administrator (Residential) 50 45 - 60 45 40 - 50 45 40 - 55 50 38 - 55 55 45 - 60 45 40 - 50 40 36 - 45 45 40 - 52 45 40 - 50 55 50 - 60 53 45 - 60 46 40 - 55
Client Liaison (Residential) 50 45 - 55 45 40 - 50 50 46 - 55 53 47 - 56 50 45 - 55 48 42 - 50 45 40 - 50 47 40 - 50 47 40 - 52 50 45 - 55 50 45 - 60 43 38 - 55
Notes
Energy
Counter offers are becoming more prevalent as (employers) realise the cost and time factors involved in finding staff.
Australia
Market changes As the shadow of the GFC recedes, Australias energy market is gaining much needed momentum. Significant investment decisions regarding the state networks and the strong push on clean and renewable energy (in the form of the renewable energy target) have increased investment, particularly from overseas. State-by-state, Victorias energy industry is looking at clean coal initiatives and companies are piloting alternative methods of carbon capture and storage. Following the states 2009 bushfires, the maintenance of transmission 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. Other contributing factors included new power stations, increased demand on existing stations and major wind farm and solar projects at feasibility and planning stages. While the transmission and distribution industry is yet to fully recover, employers are recruiting experienced Designers and Drafters. Growing residential and industrial demand brought investment in the Northern Territorys energy sector to the fore. A number of solar projects will continue to be a focus of both private enterprise and government. New South Wales major utility companies continue to update an aging infrastructure, which has created job opportunities within the transmission and distribution industry. The states renewable energy sector has grown and opportunities within wind, geothermal and solar are 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 when recruiting. Limited graduate recruitment took place, which could put further pressure on skills shortages long-term. The recruitment of overseas talent also fell as organisations reduced their demand. But as the market improves at a significant pace, the search for high calibre talent will once again make the importation of international candidates a necessary option. We also expect to see an increase in candidates moving interstate. A number of organisations are already proactively targeting regions of lower demand. As projects are completed they are also redeploying staff to 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 career planning, training and development offered. Positions in demand Candidates with transmission and distribution experience are definite winners in Australias energy market at present. These skills are sought in most states and territories, and include Drafters and Designers, Electrical Engineers and Project Managers. In other areas of demand, Perth requires Mechanical and Electrical Design Engineers with experience on generation projects, in particular gas and steam turbines. Demand is also high for OH&S Officers and Maintenance Technicians (electrical). Queenslands growing list of skills in demand includes Senior Protection Engineers, Primary and Secondary Design Engineers, Mechanical Power Generation Engineers, Project Managers with switchgear experience, Contracts Managers, Civil Site Engineers with substation/power station experience and Senior Design Managers. In the Northern Territory there is a continuing requirement for Mechanical Engineers to design and maintain both developed and remote turbines and diesel engines. Victoria needs candidates with niche renewable energy skills and New South Wales wants both commercial and technical candidates within the wind, solar and hydro power sectors. Salary movements Salaries were fairly static in 2009. In fact the majority of organisations had a salary freeze in place and instead attracted candidates on the basis of the quality and security of their projects. Today however salaries are increasing and employers are willing to be more flexible for top candidates. For example, good Design Engineers with project experience are in demand and salaries are slowly increasing back to the levels that they attracted 12 months ago. There has been a marked change in the reluctance to offer fly-in fly-out packages to the Northern Territory, although employers are instead offering flexibility when it comes to housing packages, transport and career development. Advice to candidates Career planning remains a critical component of your professional development. Ensure that you continue to achieve continuous progression in your field of expertise. If you are looking to move interstate ensure that you have the right qualifications and tickets required to work. When deciding on future employers take into consideration an organisations project pipeline. There is a shortage of candidates with renewable energy experience so it is worthwhile considering your transferable skills.
New Zealand
Market changes Company restructures and the delay of major projects had an impact on the demand for staff within this sector over the last 12 months. But with a number of major projects now underway or scheduled to start across the generation and transmission sectors, the country is expected to be operating in a highly competitive candidate short-market once again. In fact, the energy sector is poised for a significant uplift. Changes to recruitment practices In response to market changes employers are increasingly considering the way they attract and retain talent. Counter offers are becoming more prevalent as they realise the cost and time factors involved in finding staff. Employers are moving towards strategic partnership recruitment for enhanced candidate attraction. As the search for talent moves offshore organisations with a greater global reach are preferred. Positions in demand Transmission Line Engineers and Protection Engineers are in demand across the market. The need for skilled project professionals with geothermal experience is expected to become a hotspot of demand moving forward. Salary movements Salaries have remained largely static across the market, but as the candidate shortage tightens this will change. As mentioned, counter offers are already taking place for skills in high demand, and it is only a matter of time before these salary increases filter through to the remainder of the workforce. Advice to candidates To be successful candidates need to avoid multiple applications. Instead, we suggest you select one or two consultants who have a good reputation and knowledge of the market to represent you. Keep a track of companies you have applied to directly and ensure you focus on key vacancies relevant to your skill set and experience. 2010 Hays Salary Guide | 119
Energy
Transmission & Distribution/Generation Design Engineer 65 - 95 65 - 85 70 - 100 70 - 110 70 - 85 85 - 110 65 - 80 Senior Design Engineer 100 - 140 100 - 140 90 - 120 90 - 130 80 - 120 110 - 140 80 - 90 Principal Design Engineer 145 - 160 120 - 150 110 - 150 100 - 150 100 - 130 120 - 150 90 - 110
Design Engineering
Engineering Manager 150 - 200 140 - 180 140 - 180 130 - 170 120 - 140 130 -180 120 - 150 Design Manager 110 - 150 110 - 150 110 - 160 110 - 160 110 - 140 130 - 150 100 - 140
Salaries in 000 NSW - Sydney VIC - Melbourne QLD - Brisbane WA - Perth SA - Adelaide NT - Darwin New Zealand
* Design Engineer - Discipline (Mechanical/Process/Elec/I&C)
Design Drafter 50 - 80 50 - 80 55 - 80 60 - 85 55 - 75 65 - 80 55 - 60
Senior Design Drafter 70 - 100 70 - 100 65 - 90 70 - 110 70 - 90 75 - 90 70 - 80
Project Engineer (EPCM) 90 - 120 90 - 120 85 - 110 100 - 130 90 - 115 95 - 125 70 - 85
Senior Project Engineer (EPCM) 120 - 160 120 - 160 110 - 150 125 - 165 130 - 145 120 - 155 85 - 100
Power Systems Engineer 80 - 115 80 - 120 85 - 130 80 - 135 80 - 115 95 - 135 70 - 120
Protection Engineer 110 - 140 110 - 140 115 - 145 120 - 150 100 - 130 100 - 145 70 - 110
Transmission Line Design Engineer 100 - 120 100 - 120 90 - 130 110 - 120 110 - 120 100 - 125 65 - 110
Project Manager 125 - 175 120 - 170 110 - 160 130 - 190 125 - 160 120 - 160 100 - 135
Renewable Salaries in 000 NSW - Sydney VIC - Melbourne QLD - Brisbane WA - Perth SA - Adelaide NT - Darwin New Zealand
Wind Farm Engineer 95 - 135 100 - 135 90 - 120 110 - 140 90 - 125 N/A 90 - 120
Solar Engineer 95 - 125 100 - 135 85 - 115 100 - 120 100 - 120 105 - 125 N/A
Geothermal Engineer 85 - 120 90 - 125 90 - 140 120 - 150 115 - 140 95 - 125 80 - 120
Technician 65 - 80 65 - 90 65 - 95 70 - 90 70 - 90 85 - 115 60 - 80
Notes
Operations & Maintenance

Operations & Maintenance Salaries in 000 NSW - Sydney VIC - Melbourne QLD - Brisbane WA - Perth SA - Adelaide NT - Darwin New Zealand Control Room Operator 55 - 75 55 - 75 65 - 80 70 - 100 70 - 100 85 - 95 65 - 75 Control Room Manager 70 - 100 70 - 100 75 - 110 85 - 130 85 - 125 95 - 110 80 - 100 Maintenance Superintendent 85 - 100 85 - 100 95 - 110 110 - 135 90 - 110 105 - 115 75 - 80
Energy
Maintenance Planning/Scheduler 80 - 95 85 - 105 95 - 115 95 - 120 85 - 100 90 - 110 N/A
Asset Engineer Leading Hand (3-7yrs)* 70 - 90 70 - 90 80 - 105 100 - 125 75 - 85 100 - 130 80 - 90 65 - 80 65 - 85 70 - 100 100 - 130 75 - 95 80 - 90 60 - 75
Electrician 70 - 85 70 - 85 65 - 85 80 - 100 65 - 85 70 - 90 55 - 60
Mechanical Fitter 70 - 85 70 - 85 65 - 80 80 - 100 65 - 80 70 - 85 55 - 60
Instrumentation Technician 60 - 75 70 - 85 65 - 85 90 - 115 70 - 90 75 - 90 65 - 80
* Engineer (Mechanical/Electrical)
Notes
Energy
Project Delivery Salaries in 000 NSW - Sydney VIC - Melbourne QLD - Brisbane WA - Perth SA - Adelaide NT - Darwin New Zealand Project Manager 120 - 175 120 - 175 130 - 160 140 - 175 140 - 160 110 - 130 110 - 120 Project Engineer 80 - 130 80 - 125 90 - 130 110 - 140 80 - 115 95 - 120 80 - 90 Construction Manager 160 - 180 140 - 180 140 - 185 150 - 170 130 - 160 110 - 140 110 - 120
Project Development
Site Superintendent 110 - 140 110 - 140 95 - 130 120 - 145 100 - 135 95 - 125 70 - 80
* Mechanical/Electrical/Instrumentation & Controls
Site Engineer 80 - 110 90 - 125 85 - 120 120 - 130 85 - 110 105 - 125 75 - 85
Commissioning Engineer 110 - 135 110 - 135 115 - 145 120 - 150 100 - 130 95 - 120 90 - 120
Commissioning Manager 140 - 190 140 - 185 130 - 170 155 - 185 130 - 165 110 - 140 110 - 135
Project Services Salaries in 000 NSW - Sydney VIC - Melbourne QLD - Brisbane WA - Perth SA - Adelaide NT - Darwin New Zealand Estimator 90 - 105 90 - 110 95 - 130 100 - 140 90 - 105 85 - 100 65 - 90 Senior Estimator 120 - 150 120 - 150 110 - 150 130 - 170 120 - 150 90 - 120 80 - 95 Planner/Scheduler Planning Manager 85 - 115 85 - 120 95 - 135 110 - 145 85 - 110 85 - 95 70 - 80 115 - 140 120 - 140 120 - 150 130 - 160 120 - 135 95 - 125 85 - 90
Contracts Administrator 70 - 110 70 - 110 80 - 120 85 - 130 70 - 100 70 - 90 55 - 65
Contracts Manager 120 - 160 115 - 155 110 - 160 140 - 160 110 - 140 95 - 130 90 - 100
OHS Supervisor 75 - 100 80 - 105 80 - 120 100 - 125 80 - 110 85 - 105 75 - 95
OHS Manager 90 - 120 90 - 125 100 - 140 110 - 145 90 - 120 100 - 120 95 - 120
Notes
Oil & Gas
Experienced professionals in the oil and gas industry continue to command higher salaries than other industries.
Australia
Market Changes With prices stabilising, confidence is returning to the Australian oil and gas industry. Projects put on hold during the global financial crisis are in focus again and with more than $200 billion of work due to come on line over the next 12 months in Australias gas infrastructure alone, a major skills shortage is imminent. Western Australia remains the hub of activity and the advancement of major LNG projects like Pluto, Gorgon and Prelude will continue to spur momentum. The industry is waiting for a number of final investment decisions to be made on major CSG/LNG projects in Queensland. Exploration and drilling activities continue and engineering consultancies are starting to strengthen their oil and gas capabilities locally rather than relying on international or interstate staff to deliver the work. For the most part there has been a major shift from temporary to permanent staff. The Downstream sector is the exception; refineries are facing increased pressure on profit margins and favour temporary staff to supplement peak workload requirements. Changes to Recruitment Practices Prior to the GFC, sponsorship of overseas workers under the 457 visa program was a popular solution to address the shortage of skilled Australian oil and gas professionals. There has been significant changes to the program, making the process more onerous on the employer. As a result there has been some reluctance from employers to enter into such agreements. As the market tightens again this will slowly change however its clear that employers still have a strong preference for candidates with full Australian work rights. In terms of the interview process, the lead time between initial interview and acceptance of an offer has proven to be a lot longer than during 2007/08. Employers risk missing their preferred candidate as competition for the best talent is high. Candidates in some disciplines are now going into interviews with at least one other offer on the table or are being counter offered when handing in their notice. These candidates are aware of this shift and some are becoming less flexible during negotiations with their salary expectations increasing. So retention will be a primary focus as organisations face the threat of losing their valued staff members. Positions in Demand There has been an increase in demand for permanent staff and this will continue into 2011. Projects in Western Australia are creating opportunities for Senior Geoscientists, Technical Assistants and Data Managers, Subsea Engineers, Commercial Advisors and Analysts, Drilling Engineers, Offshore Process Technicians and Mechanical Engineers. Both operators and engineering consultancies have increased resources. There is demand for Geologists, Geophysicists, Reservoir Engineers and Design and Project Engineers of all disciplines. In Victoria, the majority of opportunities are for Senior and Principal level roles within Mechanical and I&E. We are starting to see a demand for strong applicants in Health & Safety, Quality and Geoscience. CSG/LNG projects in Queensland will create openings for Lead Pipeline Engineers, Senior Pipeline Engineers, Lead Electrical and Instrumentation Engineers, Civil Engineers Design, Study experience, Technical Service Engineers Water treatment, Application Engineers Natural Gas Compression and Reliability Engineers. Salary Movements Experienced professionals in the oil and gas industry continue to command higher salaries than other industries. Day rates for engineers, particularly in Subsea and Drilling disciplines are on the rise but overall annual salaries havent changed dramatically. While base salaries need to be competitive, candidates are interested in the overall salary package including bonuses, superannuation higher than the statutory nine per cent, and in some cases equity in the company. Expatriate packages are becoming a thing of the past, with major operators insisting that their international employees accept local Australian salary packages or be rotated to other locations. Advice to Candidates Whilst the industry is project driven and candidates are more mobile than in other sectors, employers are growing increasingly wary of candidates who jump from company to company. Make sure you are making the right move. Also, be mindful that while salary is an important component when considering a new job, it is not the only factor be sure to consider advancement opportunities, quality of work environment and scope of project work as well.
New Zealand
Market Changes Renewed confidence in the oil and gas industry in New Zealand has seen a number of permits released to the marketplace. The impending drilling on the Great South Basin and the continued exploration and production in the Taranaki region have seen the sector bounce back in 2010, however, with oil prices at such a low last year most companies are still recovering and are somewhat cautious when it comes to future recruitment. Changes to Recruitment Practices Many New Zealanders are returning home so companies have had more choice when recruiting for specialist roles. However this does not diminish the importance of the recruitment process. Hirers have been thorough with recruitment practices, utilising psychometric profiling and behavioural interviews in addition to normal screening practices. Positions in Demand With exploration and drilling back on the agenda, Drilling Engineers and Superintendents will be in high demand. There will also be opportunities for I&E Engineers, Lead Process Engineers and Reservoir Engineers. The lure of higher salary packages, particularly in Australia, will be a major challenge for employers when trying to fill these positions. Salary Movements While salaries have remained stable, organisations have made packages more attractive through non-monetary benefits such as flexible working hours, education and gym memberships. Approximately 80 per cent of companies now have extensive benefits packages. Advice to Candidates As the global economy moves out of recession, the increased demand for resources will create greater opportunities for exploration investment. Highly skilled candidates will be in demand to facilitate this growth, and many are starting to look now, particularly those currently in unsatisfying jobs due to a lack of recent options elsewhere. Candidates should not expect immediate salary movements and employers will need to promote job satisfaction and lifestyle improvements to compete with remuneration packages offered in Australia.
Oil & Gas

Design/Engineering Salaries in 000 Australia New Zealand Graduate Engineer Design Engineer 70 - 100 40 - 50 100 - 140 75 - 80 Senior Design Engineer 140 - 180 90 - 100
Project Development
Principal/Lead Engineer 160 - 220 115 - 150
Salaries in 000 Australia New Zealand
Engineering Manager 180 - 260 150 - 210
Senior Design Drafter 110 - 140 70 - 80
Design Manager 140 - 180 90 - 105
* These salaries represent Onshore salaries - for Offshore you can typically add 15-20 per cent
Subsea Design/Engineering Salaries in 000 Australia New Zealand
Graduate Engineer 80 - 110 40 - 50
Engineer 110 - 150 70 - 90
Senior Engineer 160 - 220 90 - 110
Principal/ Manager Lead Engineer 180 - 250 110 - 130 200 - 280 150 - 200
Project Delivery/Controls Salaries in 000 Australia New Zealand Planner 120 - 160 70 - 90
Senior Planner 140 - 180 90 - 120
Planning Manager 170 - 220 120 - 150
Contracts Admin 80 - 130 55 - 75
Senior Contracts Admin 120 - 180 75 - 100
Cost Engineer 120 - 160 80 - 100
Senior Cost Engineer 130 - 180 100 - 130
Commercial Manager 180 - 220 130 - 160
Project Controls Manager 180 - 250 100 - 140
Commissioning Commissioning Engineer Manager 120 - 150 70 - 110 150 - 210 110 - 150
Project Engineer 120 - 170 80 - 100
Senior Project Project Engineer Manager 140 - 200 100 - 120 170 - 220 110 - 170
Senior Project Superintendent Manager 180 - 240 170 - 200 140 - 180 80 - 90
Project Delivery/Controls HSEQ Salaries in 000 Australia New Zealand
Onshore Offshore HSE Manager Advisor/Officer Advisor/Officer 90 - 140 90 - 120 180 - 260 90 - 120 150 - 200 100 - 160
QA/QC Manager 140 - 170 85-120
Corporate HSE Manager 220 - 290 150 - 180
Subsea Project Delivery Salaries in 000 Australia New Zealand
Technician Senior Installation Technician (non degree) (non degree) Engineer 80 - 120 60 - 80 100 - 160 70 - 90 130 - 175 90 - 110
Senior Installation Engineer 160 - 220 100 - 140
Installation Manager/ Client Rep 180 - 260 120 - 150
Vessel Mgr/ Marine Ops Manager 160 - 220 130 - 150
* 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)
Notes
New Zealand salaries are represented in New Zealand Dollars
Operations & Maintenance

Operations & Maintenance Salaries in 000 Australia New Zealand Discipline Engineer 140 - 200 120 - 180 Maintenance Planner 110 - 140 75-100 Maintenance Supervisor 120 - 160 80 - 100
Oil & Gas

Production Production Superintendent Manager 120 - 170 120 - 160 150 - 210 140 - 180
Discipline Tech OIM 85 - 120 60 - 80 190 - 250 190 - 240
Ops Support Engineer 100 - 150 100 - 130
Ops Ops Manager Superintendent 150 - 190 110 - 150 210 - 290 180 - 250
* Discipline Engineer - Discipline (E&I/Mech/Process/Corrosion/Materials/Reliability) * Discipline Tech - Discipline (E&I/Mech/Process)
Notes
Oil & Gas

Geosciences Salaries in 000 Australia New Zealand
Geosciences and Petroleum Engineering

Graduate Intermediate Senior Lead Exploration Technical Geoscientist Geoscientist Geoscientist Geoscientist Manager Assistant 70 - 110 60 - 80 90 - 140 100 - 140 130 - 200 130 - 170 200 - 280 200 - 280 230 - 300 230 - 300 80 - 110 50 - 70
Petroleum/ Reservoir Engineering
Graduate Engineer 80 - 100 60 - 80
Intermediate Engineer 100 - 150 80 - 100
Senior Engineer 140 - 185 100 - 120
Lead Engineer 170 - 240 150 - 190
Engineering Manager 230 - 300 180 - 220
Drilling Salaries in 000 Australia New Zealand Drilling Engineer 145 - 180 150 - 180
Senior Drilling Engineer 170 - 240 180 - 230
Drilling Manager 240 - 320 250 - 300
LWD/MWD Engineer 120 - 150 N/A
Notes
Australia New South Wales

Sydney Chifley Tower Hunter 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 28 countries

Austria Belgium Brazil Canada China Czech Republic Denmark France
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
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
Ireland Italy Japan Luxembourg Netherlands
ACT
Canberra T: 02 6257 6344
Poland Portugal Russia
Western Australia
Perth T: 08 9254 4595
South Australia
Adelaide T: 08 8231 0820
Singapore Spain Sweden Switzerland United Arab Emirates United Kingdom
Tasmania
Hobart T: 03 6234 9554
Northern Territory
Darwin T: 08 8943 6000
New Zealand
Auckland South Auckland Wellington Christchurch T: 09 377 4774 T: 09 525 1333 T: 04 471 4490 T: 03 377 6656
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Hays Salary Guide 2010 AU Off NRG Oil

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THE 2010 HAYS SALARY GUIDE SHARING OUR EXPERTISE

Salaries and recruiting trends across Australia and New Zealand.

HAYS AUSTRALIA & NEW ZEALAND

10,000+ 8,500+ 670+

PEOPLE PLACED IN PERMANENT JOBS EACH YEAR

TEMPORARY AND CONTRACT STAFF ENGAGED EACH WEEK

CONSULTANTS IN AUSTRALIA & NEW ZEALAND

LOCATIONS ACROSS AUSTRALIA & NEW ZEALAND

2010 Hays Salary Guide | 3

THE BEST DECISIONS ARE INFORMED DECISIONS

SECTION ONE MARKET OVERVIEW & TRENDS

2010 Hays Salary Guide | 5

Market Overview & Trends

Across all industries

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

For specific industries

Advertising & Media

Construction, Property & Engineering

Hospitality, Travel & Entertainment

6 | 2010 Hays Salary Guide

Market Overview & Trends

For specific industries

26% 32% 56% 60%

Mining & Resources

Transport & Distribution

2010 Hays Salary Guide | 7

Market Overview & Trends

Across all industries

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

For specific industries

Advertising & Media

Construction, Property & Engineering

44% 41% 54% 48%

Hospitality, Travel & Entertainment

8 | 2010 Hays Salary Guide

Market Overview & Trends

For specific industries

Mining & Resources

47% 51% 47% 52%

Transport & Distribution

2010 Hays Salary Guide | 9

Market Overview & Trends

Few Employees 50% 34% 53% 35% 22% 7% 66% 45%

4. What is your companys Fringe Benefits Tax policy? (Australia only)

Across all industries

10 | 2010 Hays Salary Guide

Market Overview & Trends

Across all departments

Decreased Remained the same

26% 32% 39%

For specific departments

Accountancy & Finance

30% 35% 45%

2010 Hays Salary Guide | 11

Market Overview & Trends

For specific departments

Across all departments

Decrease Remain the same

For specific departments

Accountancy & Finance 12 | 2010 Hays Salary Guide

Market Overview & Trends

36% 45% 48% 46%