australian it market insights salary guide 2014/2015 market insights and...australian it market...

Australian IT

Market Insights &Salary Guide 2014/2015

Government/NFP Sector (Pay rate)

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2Greythorn Australiawww.greythorn.com.au @GreythornAU Greythorn Australia Greythorn Australia| | |

Government/NFP Market Insights & Salary Guide 2014/2015


Contents Government/NFP Market Insights & Salary Guide 2014/2015

Market Insights

Salary Guide .......................

Executive Summary ...................................

Demographics ...........................................

Market Conditions .....................................

Current Role/Employment ..........................

Skills in Demand/Not in Demand ...............

Remuneration ............................................

Benefits .....................................................

Training, Onboarding & Induction ...............

Outsourcing ..............................................

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4

6

7

9

10

11

12

14

29

30

15

About Greythorn ........................................

Contacts/Disclaimer ..................................

About the Surveys

Jobseeker Survey

These survey results are recognised throughout

the Australian IT industry as an accurate

representation of the industry and a market

leading source of quality insights and opinions.

All survey responses, comments and insights

have been consolidated for this Australian IT

Recruitment Market Insights and Salary Guide

2014-2015.

The survey was carried out during May 2014,

and was distributed in the form of an online

questionnaire.

Nearly 3000 professionals voiced their opinion

about the job market in Australia, of these, 673

worked in the Government/NFP sector.

This report outlines the results from this sector.

Where applicable we have compared the results

to the total survey responses and/or previous

years results.

Hiring Manager Survey

In addition to our jobseeker survey, Greythorn

annually survey our IT Hiring Managers to

produce the Greythorn Technology Market

Landscape. Our 2014 Hiring Manager survey

generated 1106 results and some of these

findings have also been used in this Market

Insights and Salary Guide report.





3

of the recruitment process. We need to see a further improvement in the private sector market and therefore more competition in order for this to filter through and create shorter hiring timeframes within the public sector.

In summary, we expect over the next financial year selected Government departments will receive funding for high priority IT projects, however, others will need to continue to look for cost savings as budgets become increasingly tighter and under closer review, a two-speed market. Overall there is a general theme of change across Government which is set to continue through the next financial year – in our opinion with change comes opportunity in the IT contracts space.

Managing Consultant, Government/NFP


Executive Summary Government/NFP Market Insights & Salary Guide 2014/2015

It has been an interesting 12 months in the IT Government space with a number of significant changes.

Some departments are very busy with IT Programs, whilst others are showing very little activity at all. Large programs currently in process such as the Department of Education and Transport’s SAP Implementations and also the Data Centre Reform Program across the NSW state have not been affected and have continued to hire. Other departments have had budgets scaled back. We have seen many long term contract positions convert into temporary or permanent positions during review processes.

Government remains a very attractive employer for IT contractors, with many believing the work-life balance is better than the private sector and engagement on projects scoring very highly. However, there is not the same demand as previous years and rates have remained fairly static over the last 12 months with little room for rate increases due to budget constraints - in real terms this effectively means rates are marginally being reduced. With expected cost cutting initiatives from the Federal Government, job security is at an all time low within the public sector. This also highlights and aligns with further feedback received that a huge 92% of respondents working in the Government sector are either actively looking for a new role or they are keeping their eye on the market - hardly surprising when at least a third believe their roles may change with impending reviews, reforms and restructures.Candidates applying for positions in the Government Sector are still frustrated at process times due to the drawn out nature of the end to end recruitment cycle. Nearly 75% of our respondents align with this trend stating they have, at least in one instance, lost interest in a Government based role due to the length

Catherine Buck






4Greythorn Australiawww.greythorn.com.au @GreythornAU Greythorn Australia Greythorn Australia| | |

Demographics

2928

Male81%

Female19%

Respondents

ALL

673GOV/NFP > 65 1%

67%

Which age bracket are you?

30-49

28%50-65

4%18-29

VIC 26%

Where are you currently located?

NSW 40% QLD 8% Other 4%ACT 22%


The numbers of Gen Y and females entering the industry are at the lowest point in 4 years.

Surprisingly only 4% of respondents in

Government/NFP were under 30, in 2011 this

figure was 14%. Is the IT industry attracting

enough new talent?

Similarly, this year the ratio of females to males

was the lowest it has been in 4 years - in 2011

the breakdown was 78% male to 22% females.

Why are women not attracted to this industry?

Our own research shows that long hours, lack

of flexibility and unconscious bias from already

male-dominated IT teams are all contributing

factors.

The Victorian Government has recently

announced they are creating a Victorian ICT

Workforce Development Plan aimed at 3 key

areas: increasing awareness and overcoming

misconceptions of IT careers; enhancing the

contribution IT offers to business; and better

alignment of business and IT qualifications. Part

of this plan is to also address the lack of women

in IT by hosting events such as: Vic ICT for

Women to deliver Go Girl Go for IT, and attract

more graduates through ICT career and course

awareness activities targeting students and

influencers.







5

Demographics

How are you currently employed?

Permanent & Fixed Term Contract

Temporary Contract & Independent Contractor

Commerce

Finance

Government/NFP

74%

68%

49% 51%

26%

33%

We received responses from a broad range of

job types.

The top job types are project based positions

- Project Managers and Business Analysts

followed by senior IT leaders, managers

and CIO’s. It would seem project based IT

recruitment remains as in demand as last year.

Permanent and Fixed Term Contract job types

hold the majority of responses, apart from in the

Government sector where the split was almost

50:50.

Interestingly, however, contractors are now

much more likely to accept a permanent role

to perform the same duties, than in 2011

(45% vs 25%). The erosion of contracting pay

rates in addition to the increased security of a

permanent position, appear to be the drivers for

this change.

Respondents were from a broad cross section of job types.

If you are contracting, how likely would you accept apermanent position within the Public Sector to performthe same duties as you currently do now?

Likely

Unlikely

2014

55%45%

2011

75%

25%

Project Manager or Business/Systems Analyst

Leadership & Transformation (incl. CIO, IT Director, IT Manager & Team Leader)

Infrastructure, Networks and Support

Software Development

Which of the following best describes your job title/specialisation?

29%

16%

13%

12%Business Intelligence & Data Warehousing 6%

IT Sales & Marketing 1%

Architecture 5%SAP/ERP 4%

Database Development & Administration2%

IT Security, Compliance & Risk 3%

Telecommunications 1%Digital & Media 1%CRM 1%

None of these 6%







6

Market Conditions

How do you expect the size of your team to change in thenext 12 months?

Government/NFP:

50% 29%21%Increase Remain the same Decrease

All:

47% 25%28%Increase Remain the same Decrease

How are you feeling about the future of the economy overthe next 12 months?

33%

31%

36%

Optimistic

Indifferent

Pessimistic

Candidates remain on the fence when it comes

to market conditions with an almost exact split

for team growth (28%) and team decline (25%).

When analysing results by industry, only 21% in

Government/NFP expected an increase in team

size, and 29% of respondents were expecting

a decrease. Given the timing of this survey was

just prior to the Federal Budget announcements,

it would appear that government candidates

suspected a department shake up.

Our Hiring Manager survey was slightly more

positive - 24% expected to hire additional staff

and a further 40% expected to replace leavers in

the Government/NFP Sector.

Level of optimism/pessimism in the market

is slightly more pessimistic (36%) in the

Government/NFP sector vs 33% optimistic.

Of particular interest, however, was that the level

of optimism for the market as a whole in 2014

is significantly lower than 2013 (35% vs 43%

respectively). Again, perhaps due to the Federal

Budget announcements and subsequent budget

cuts.

Federal budget cuts cause concern for IT candidates

What is your perception of working in Goverment atthe moment?

Optimistic Indifferent Pessimistic

26% 26%48%







7

Job insecurity at an all time high.

Current Role/Employment

Very insecure

Gov/NFP

All industries

Insecure

Secure

Very secure

7%6%

35%28%

47%54%

11%12%

How would you rate your current job security?

Actively looking

Government/NFP All

Not actively looking, but keeping an eye on the market

Not interested in changing jobs

Which of the following best describes your current jobseeking behaviour?

63%

8%

29%43%

8%

49%

Would you recommend your current employer to afriend/colleague?

Yes No71%

29%

There has been a significant shift in job security

over the past 4 years. Candidates are now

more insecure than ever in their current role

(34% in 2014 vs 11% in 2011). This was

particularly evident in the Government/NFP

sector with 42% of respondents feeling insecure.

Again, this would appear to have a direct

correlation to the proposed Federal Government

agency reshuffle.

A huge 92% of candidates are either actively

looking for a new role or keeping an eye on

the market. When hiring managers were asked

how many of their IT staff they believed were

looking to move, the response was a mere 20%.

This illustrates a significant disparity between

perception by hiring managers and the reality

from job seekers. Employers would do well to

address this issue if they are to retain their staff.

Whilst there are significantly less candidates in

the Government/NFP sector actively looking for

a job compared to the market as a whole (29%

vs 43% respectively), the number of passive

candidates keeping an eye on the market makes

up this difference. It would seem Government/

NFP candidates are just waiting for the right

opportunity to present itself.

Over two thirds of staff would recommend their

current employer to a friend, which remains on

par with previous years.







8

Current Role/Employment

Good remuneration package

Flexible working arrangements

The challenge of your role

Convenient location

Job security

Strong relationship with your manager

Other

Your colleagues

Why do you stay with your current employer?

49%

42%

36%

35%

28%

24%

19%

Career progression opportunities 13%

Loyalty/company engagement14%

Belief in the company values 13%

Excellent benefits available 8%

12%

Very

Fairly

Not very

How satisfied/engaged are you in your current role?

32%

50%

18%

Does your company regularly update their technologysystems?

Yes63% No

37%

Government/NFP

All Industries Yes70% No

30%

Is there an opportunity for career development in yourcurrent role?

30% 49% 21%Yes No Unsure

Asked why candidates “stay” with their current

employer, the key retention factor was salary.

However, the main reason people “left” their

last role was for career development and a new

challenge. Whilst good remuneration will keep

an employee for so long, the lure of climbing the

ladder will still be enough incentive to leave.

Only 30% stated that there were career

development opportunities available to them

in their current role, illustrating a potential

opportunity for companies to retain talent by

providing clear career paths.

Following this, only 32% of respondents stated

they are “very” engaged and satisfied in their

current role, a further 50% said “fairly” and 18%

said “no”. The challenge for employers is how to

engage and thereby retain their top staff. Whilst

monetary rewards are keeping them at their job,

it would appear it is not keeping them engaged.

Flexible working arrangements was also a key

retention factor, and convenient location similarly

featured high on the list.

It would appear Government/NFP’s are not

updating their technology systems as often as the

private sector, perhaps due to budget restraints.

Employees looking to enhance their IT skills with

the latest technologies may be deterred by this.

Whilst remuneration can retain staff, career development is still the key driver to leave.







9

Skills In Demand/Not In Demand

Cloud Computing

Mobility Solutions

Business Intelligence

Big Data

Information Systems Security

Security (Infastructure)

Cloud Computing

Project Management

Business Intelligence

Business Analysts

Information/Knowledge Management

Security

54%

42%

29%

28%

25%

26%

50%

49%

33%

31%

29%

29%

Candidate Hiring Manager’s view

What do you believe will be the TOP valuable skill sets in ICT in the next 12-24 months?

Which skill sets will be LESS in demand?

ProgrammersTesting

Infrastructure

Helpdesk Support/Desktop Support

Developers

Mainframe

Unix

Administrators

Skills/Technologies

Unsurprisingly, Cloud computing is still ranked

as the most valuable skill set in 2014, mirroring

last year’s results. Mobility solutions and

business intelligence also remain unchanged.

With the technology world evolving at a rapid

pace, big data and security issues feature high

on the list. We predict this will continue to climb.

Hiring Managers echoed these with 3 of the 5

top skill sets being the same.

Candidates also believed Government/NFP

expenditure over the next few months will be

focused on Cloud, followed by Mobility.

Candidates were also asked which skills or

technologies they believed were no longer in

demand. Given the emergence of Cloud, it is

unsurprising that Mainframe and Programmers

are on this list.

It is likely candidates with these skill sets

will trade off salary for career development

opportunities and be re-skilled in new areas.

This is a good opportunity for employers to

access a motivated workforce by re-skilling

existing IT employees.

Security, Cloud, BI and mobility solutions are the key skills for 2014

Where do you see Government spend over the next few months?

ERP/CRMspace

Mobility Cloud Analytics/Big Data

Other

16%19%

34%

16% 15%







10

Remuneration

How much has your overall remuneration increased in the last 12 months?

Remuneration increase

Gov/NFP

All Industries

% R

espo

nse

0% 1% 2% 3% 4% 5% 6-9% 10% 15%+

41%44%

3% 4% 5%

11% 10%

17%

12%8% 7% 7% 7%

4%4% 6% 6%

1%

Over the next 12 months, what do you anticipate will happenwith contract rates within your specific skill set?

Strongdecrease

Moderatedecrease

Remainthe same

Moderateincrease

Strongincrease

2%3%

13%

29%

53%

Remuneration remains static for most

candidates over the past 12 months with 44%

stating they have not had a pay increase. Those

working in the Government/NFP sector faired

slightly better with 59% stating they had an

increase of some kind.

Contractor rates are expected to rise slightly for

32% of respondents however 53% believed they

will remain static. Our own research on rates

show that they have remained static in most

areas with some pockets showing an increase

and others declining slightly.

The average contract length for those in

Government/NFP was 1-2 years for one third

of respondents. Many contracts are now much

shorter, with 14% under 3 months, compared to

just 4% in 2011. Although conversely, the

number of contracts over 3 years is also

significantly higher in 2014 (11%) than 2011 (3%).

Remuneration has remained flat across most skill sets.

What is your average contract length?

Avg. contract length

0-3months

3-6months

7-12months

1-2years

2-3years

2014 2011

3+ years

14%

4% 3%5%

19%

26%28%

18%

29% 31%

9%11%







11

Benefits

Which of the following benefits are included in your currentpackage?

39%

32%

25%

23%

18%

10%

10%

9%

7%

7%

3%

1%

32%

9%

Flexible working (homeworking/flexitime)

Over 20 days holiday

Additional (ie over 9%) superannuation contribution

Training

Annual bonus scheme

Share incentive/option scheme

Extended maternity/paternity leave

Paid study leave

Not applicable, I don’t receive any benefits

Mobile phone

Insurance (death in service/life insurance)

Gym membership

Healthcare

Other

Top 5 most important benefits

Flexible working

Flexible benefits

Annual bonus scheme

>20 days holiday

Training

Flexible working more desired than ever!

What is your perception on work/life balance inGovernment/NFP compared to the private sector?

55%Better

37%Same

8%Worse

Flexible working is perceived as the most

important benefit in 2014 however only 39% of

Government/NFP respondents currently have

access to this in their current job.

With Mobile and Cloud technologies allowing

greater remote access, it is surprising more

Australian businesses are not offering this

benefit.

When asked which flexible working scenarios

were most in demand the majority answered

working from home and flexitime working hours.

The Government/NFP sector is perceived to be

better at providing a work/life balance than the

private sector for the majority of respondents

with only 8% stating it was worse.

Training was ranked as the number 2 most

important benefit, however was only given to

23% of respondents!







12

Training, Onboarding & Induction

0-3months

4-6months

7-9months

10-12months

1-2years

2-5years

Never

When did you last participate in formal training relating toyour current role?

16%

9%6%

8%

17%

21%23%

In the last 3 years, have you ever self funded study toprogress your work skills and/or career?

No 38%

Yes 62%

Do you feel pressure to increase your non IT skills in orderto advance your career?

53%Yes

47%No

Training opportunities lacking for many IT candidates.

Despite training ranking as a “very important”

or “vital” benefit to job seekers (previous page),

23% have not had any at all, and a further

38% have not had any in the past 2 years. This

is disappointing and given that we know job

seekers leave roles for career development,

illustrates a missed opportunity for employers

seeking to develop and retain their own staff.

In addition, employers who are offering training

as part of their employment value proposition

should be promoting this at the beginning of the

recruitment process as they are more likely to

attract top talent.

Job seekers are, however, self-funding their own

study illustrating the importance this has for

them. Candidates understand the importance of

keeping their skills up-to-date in today’s evolving

technology climate, as noted on previous pages.

Fifty three percent of respondents feel they

need to increase their non IT skills to further

their career. This number is rising every

year by approximately 5%. Hiring Managers’

feedback also stated that those IT professionals

who develop skills like business acumen and

negotiation will put themselves at an advantage

in this competitive labour market.







13

Training, Onboarding & Induction

Have you ever lost interest in a role because the recruitmentprocess was taking too long?

No

N/A, I have not lookedat changing jobs

24%

2%

Yes, once 20%

Yes, twoor more times54%

How would you rate your company’s on-boarding andinduction process?

60%Adequate orComprehensive

40%Inadequate orNon-existent

Companies are at risk of losing key talent due to poor internal processes.

“Don’t let process get in the way” is the key

message to employers. A significant 74%

of respondents have lost interest in a role

because the recruitment process took too

long. Companies are at risk of losing quality

candidates to a competitor, perhaps due to

hesitation or red tape. Speed to hire is one of

the cheapest competitive advantages in the

recruitment market.

A good on-boarding and induction process is

key to ensuring candidates hit the floor running,

and reduce early turnover. Unfortunately a huge

40% of respondents stated that this was either

non-existent or inadequate at their company.

By comparison, only 30% of Hiring Managers

felt this was the case, with 70% believing it was

adequate or comprehensive, again a significant

disparity between manager and staff perception.







14

Outsourcing

Do you fear your current job may be outsourced?

Government/NFP

All industries

78%No

22%Yes

Commerce

21%Yes

Financial Services

33%Yes

30%Yes

Would you consider taking a pay-cut to save your jobbeing outsourced?

No 80% No 71%

Yes 20% Yes 29%

Government/NFP All

The fear of outsourcing is back on the agenda this year.

The fear of outsourcing has leapt from 20% to

30% this year for the market overall, however

those working in Government/NFP felt a little

less fearful, with 22%. Candidate’s concerns

are well founded - Greythorn’s Hiring Manager’s

Survey (January 2014) found that 34% in

Government/NFP intend to outsource IT roles

in the next 12 months. One third of candidates

would consider taking a pay cut to save their job

being outsourced, however this figure was less

in the Government/NFP sector, where only 20%

would consider a pay cut.

IT professionals working in the finance sector

are particularly concerned with 33% stating they

fear their role will be outsourced.

In addition to the fear of losing a job through

outsourcing, candidates also feel threatened

by the number of skilled IT workers entering

Australia. Despite this, it would appear some

immigration is necessary to address the skills

shortages faced in some areas and the lack of IT

graduates coming through University programs.






CONTRACT $ Rate per day (incl. super)

Salary Guide 2014/2015 | GOVERNMENT/NFPArchitecture

Role Junior Intermediate Senior

Cisco Architect 800 1000 1100

Data Architect 750 880 1200

Enterprise Architect 900 1100 1300

Network Architect 700 800 900

Process Architect 800 1000 1100

Security Architect 1000 1100 1200

Software Architect 800 900 1000

Solutions Architect 800 900 1000

Technical Architect 800 950 1100

15







Business Intelligence & Data Warehousing


Big Data Analyst 600 750 900

Business Intelligence Developer/Analyst 600 750 900

Business Intelligence Architect 800 950 1100

Data Analyst 550 680 800

Data Architect 750 880 1000

Data Warehousing/Modelling Specialist 600 750 900

Data Warehouse Developer 600 750 900

Data Warehouse Architect 800 950 1100

ETL Architect 800 950 1100

ETL Developer 600 750 850

Technical Architect 800 950 1100

16

Salary Guide 2014/2015 | GOVERNMENT/NFP







CRM


Siebel Functional Consultant 900 1100 1300

Siebel Technical Consultant 900 1100 1300

Siebel Architect 900 1100 1300

Siebel Team Lead 1000 1200 1400

Siebel Developer 800 900 1000

Siebel Administrator 800 900 1000

MS Dynamics Functional Consultant 800 1000 1100

MS Dynamics Technical Consultant 800 1000 1100

MS Dynamics Architect 800 1000 1100

MS Dynamics Team Lead 1000 1100 1200

MS Dynamics Developer 800 900 1000

MS Dynamics Administrator 800 900 1000

17








Database Development & Administration


Database Administrator - DBA 500 700 900

Database Designer 750 850 950

Database Manager 800 900 1000

Database Programmer/Developer 600 700 800

18








Digital & Media


Back-End Developer (.NET/Java/Open-Source & CMS)

600 700 850

Graphic Designer 400 550 700

Information Architect 800 950 1100

iOS Developer 600 700 800

PHP Developer 600 750 900

Responsive Web Designer 500 650 800

Software Engineer 600 750 900

Solutions Architect 800 900 1000

UX Designer 500 600 750

Web Designer 600 700 800

Web Developer - Back End 600 700 850

Web Developer - Front End 600 700 850

19








Infrastructure, Networks & Support


Application Packager 400 500 600

Application Support Analyst 400 500 600

Citrix System Administrator 500 600 700

Citrix System Engineer 450 550 650

Desktop Support Analyst 250 350 450

Field Service Technician 250 350 450

Helpdesk/Service Desk/Desktop Support Manager 300 400 500

Helpdesk/Service Desk/Desktop Team Leader 250 350 450

Helpdesk/Service Desk Analyst 250 300 350

Infrastructure Architect 900 1000 1100

Infrastructure Manager 1000 1100 1200

IT Manager 1000 1100 1200

Network Administrator 550 700 800

Network Architect 700 800 900

Network Designer 800 900 1000

Network Engineer 550 700 800

Network Manager 750 900 1050

Network Support Analyst 300 400 500

Network Team Leader 600 750 900

Problem Manager 400 500 600

20








Infrastructure, Networks & Support


Release Co-ordinator 400 500 600

Release Manager 700 750 800

SCCM/SCOM Engineer 650 750 850

SOE Build Engineer 500 600 700

System Administrator 600 700 800

System Engineer 500 600 700

Systems Analyst 500 600 700

Transition Co-ordinator 550 650 750

Transition Manager 800 900 1000

UNIX System Administrator (AIX, HP-UX, Solaris) 700 800 900

UNIX System Engineer (AIX, HP-UX, Solaris) 700 800 900

21








IT Security, Compliance & Risk


Chief Information Security Officer (CISO) 900 1100 1300

Governance & Security Analyst 700 800 900

GRC Consultant 1000 1200 1400

IDAM Architect 1000 1100 1200

Identity & Access Management Consultant 1000 1100 1200

Information Security Analyst 800 900 1000

IT Security Manager 900 1000 1100

Network Compliance Officer 700 800 900

Network Security Administrator 650 750 850

Network Security Analyst/Engineer 650 750 850

PCI DSS Analyst 600 750 900

Risk & Compliance Analyst 700 800 900

Risk & Compliance Manager 800 900 1000

Risk Analyst 700 800 900

Security Administrator 750 850 950

Security Analyst 800 900 1000

Security Architect 1000 1100 1200

Security Consultant 900 1000 1100

Security Program Manager 900 1000 1100

Security Project Manager 800 900 1000

Systems Security Administrator 650 750 850

22








Leadership & Executive


Applications Development Manager - Large Scale 900 1100 1200

Applications Development Manager - Small Scale 800 900 1000

CIO/IT Director 1100 1300 1500

CTO (Chief Technology Officer) 1100 1300 1500

General Manager 1100 1300 1500

Head of IT 1100 1300 1500

Infrastructure Manager 800 950 1100

IT Manager 900 1000 1100

IT Vendor Manager/IT Procurement Manager 900 1050 1200

Network Infrastructure Manager 900 1000 1100

Release Manager 800 900 1000

23








Project Managers & Business/Systems Analysts


Business Analyst 650 750 900

Change Co-ordinator 600 700 800

Change Manager 700 900 1200

CTO (Chief Technology Officer) 1100 1300 1500

Data Analyst 600 700 800

Head of PMO 1000 1200 1400

Lead Business Analyst 750 850 950

Master Scheduler 800 950 1100

PMO Analyst 600 700 850

PMO Co-ordinator 600 700 850

PMO Manager 800 950 1100

Portfolio Manager 1000 1100 1200

Practice Lead 1000 1100 1200

Process Analyst 600 750 850

Program Manager/Program Director 1000 1100 1200

Project Co-ordinator 550 620 700

Project Director 1000 1100 1200

Project Leader 750 900 1000

Project Manager 700 800 900

Project Officer/Admin 400 500 600

24








Project Managers & Business/Systems Analysts


Project Scheduler 600 700 800

Service Delivery Manager 800 900 1000

Technical Business Analyst 650 750 850

Technical Writer 650 750 850

Trainer 600 750 850

25








SAP/ERP


SAP Consultant - Functional (Core modules) 800 900 1100

SAP Consultant - Technical (Core modules) 800 900 1100

SAP Consultant - Functional (Industry Specific (IS) modules)

800 900 1100

SAP ABAP 800 900 1100

SAP Architect (Core modules) 1000 1100 1300

SAP Architect (Industry Specific (IS) modules) 1000 1100 1300

SAP Basis Administrator 800 900 1000

SAP Team Leader 1000 1200 1300

SAP Systems Support Manager 900 1000 1100

JDE/Oracle/Peoplesoft Functional Consultant 800 900 1100

JDE/Oracle/Peoplesoft Technical Consultant 800 900 1100

JDE/Oracle/Peoplesoft Architect 1000 1150 1300

JDE/Oracle/Peoplesoft Team Lead 1000 1150 1300

JDE/Oracle/Peoplesoft Developer 800 900 1100

JDE/Oracle/Peoplesoft Administrator 800 900 1100

26








Software Development


.Net Architect 800 900 1000

Application Architect 800 900 1000

Applications Support Developer 550 650 750

Applications Support Team Leader 600 700 800

Developer - .NET 550 650 750

Developer - C++ 450 550 650

Developer - Java/J2EE 550 650 750

Developer - PHP 550 650 750

Development Manager 750 850 950

Development Team Leader 700 800 900

Enterprise Architect 900 1000 1100

iOS Developer 650 750 850

Sharepoint Developer 800 900 1000

Solution Architect 800 900 1050

Solution Designer 700 800 900

Technical Lead 800 900 1000

WebSphere Developer 600 700 800

27








Testing & Quality Assurance


Automation Test Analyst 450 550 650

Datawarehouse Test Analyst 550 650 750

Penetration Tester 450 550 650

Performance Test Analyst 450 550 650

Systems Test Lead 550 700 800

Systems Test Manager 600 800 1000

Systems Tester 450 550 650

Technical Writer 500 600 700

Test Analyst 500 600 700

Test Lead 650 750 850

Test Manager 750 850 950

UAT Test Analyst 500 600 700

28








29

About Greythorn

Established in 1976, Greythorn specialist technology recruitment has developed an enviable position as one of Australia’s most reputable recruitment agencies. This reputation has been earned through countless proven solutions in permanent and contract technology recruitment. We utilise one of the most unique but highly effective recruitment models in the world - that is, the ability to supply a range and depth of technology professionals combined with a coordinated service delivery approach to ensure results quickly and efficiently.

We are leaders in the supply of specialist technology professionals, placing over 500 permanent positions and more than 1000 contractors in new roles annually.

Our consultants are subject matter experts in their verticals and this is reflected in their industry knowledge and ability to determine candidate suitability based on their skills and experience in a very short period of time.

We have a candidate care consultant in every office managing our dedicated candidate care program which includes a number of financial benefits, incentives and an efficient communication plan.

For us, reputation is everything.

• Architecture

• Business Intelligence & Data Warehousing

• CRM

• Database Development & Administration

• Digital & Media

• Infrastructure, Networks & Support

• IT Sales & Marketing

• IT Security, Compliance & Risk

• Project Managers & Business Systems Analysts

• SAP/ERP

• Software Development

• Telecommunications

• Testing & Quality Assurance

of our candidates would use us again*

of our candidates would recommend us*

of candidates rate the quality of our service higher than our competitors*

of our clients would use us again*

*Greythorn Post Placement Questionnaire 2013

97%

96%

88%

98%

ASIA PACIFIC

Brisbane Canberra

Melbourne Singapore

Sydney

AMERICAS

Chicago Sao Paulo

Seattle

EUROPE

Dublin London

Our Specialties

Our Locations





30

Greythorn Market Insights & Salary Guide 2014/2015Contact Us

Brisbane

P: +61 7 3009 9222 E: [email protected]

Canberra


Melbourne


Sydney


International Offices

Chicago


Dublin


London

P: +44 (0)20 7850 7400 E: [email protected]

Sao Paulo


Seattle


Singapore

P: +65 6590 9150 E: [email protected]

National Offices

Disclaimer This research was carried out by means of an electronic questionnaire. The remuneration tables are supplemented with data and market information that Greythorn has access to. The results are provided as generic market information only. Greythorn does not make any warranties regarding the use, validity, accuracy or reliability of the results and information obtained. Greythorn will not be liable for any damages of any kind arising out of or relating to use of this information.






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