hayssalaryguide 2012-au it

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2012 HAYS SALARY GUIDESHARING OUR EXPERTISESalary and recruiting trends across Australia & New Zealand


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PEOPLE PLACED IN

PERMANENT JOBS EACH YEAR 15,000

TEMPORARY & CONTRACTSTAFF ENGAGED WEEKLY 12,000

CONSULTANTS INAUSTRALIA & NEW ZEALAND

850+

LOCATIONS IN THE REGION 38

YEARS OF EXPERIENCE 36

2 | 2012 Hays Salary Guide

THANK YOU

Hays would like to express our gratitude to allthose organisations that participated in ouronline survey and provided such invaluableeedback, which we eel has contributed tomaking this the most accurate and up to datesurvey o its kind in Australia and New Zealand.

A list o all contributors who kindly gave theirpermission to be named as participants can beound on our website.

This Guide is reproduced in ull in PDF ormatand can be requested rom our website hays.com.au and hays.net.nz

FEEDBACK

We welcome any eedback or commentsregarding this guide whether positive ornegative to ensure that it continues to berelevant to Australian and New Zealandorganisations across all industries. Pleaseaddress any suggestions to your local Haysoice or to:

HaysLevel 11, Chiley Tower,2 Chiley SquareSydney NSW 2000E: [email protected]

DISCLAIMER

The Hays Salary Guide is representative o avalue added service to our clients, prospectiveclients and candidates. Whilst every care istaken in the collection and compilation o data,the guide is interpretive and indicative, notconclusive.

Thereore inormation should be used as aguideline only and should not be reproduced intotal or by section without written priorpermission rom Hays.


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EMPLOYER QUESTIONNAIRE RESULTS

4 Market Overview & Trends

SALARY INFORMATION

29 Accountancy & Finance31 Commerce & Industry - Financial Executives

38 Commerce & Industry - Financial Services

40 Commerce & Industry - Accounting Support

44 Proessional Practice

59 Banking

71 Insurance

77 Oice Support

82 Contact Centres

86 Human Resources

89 Sales & Marketing

93 Retail

95 Logistics

98 Procurement

100 Legal

105 Lie Sciences

107 Healthcare

109 Education

110 Policy & Strategy

112 Inormation Technology

120 Construction, Architecture & Engineering

122 Architecture

123 Engineering

126 Construction

128 Local Government

129 Property & Facilities Management

130 Property

132 Facilities Management

133 Manuacturing & Operations

135 Energy

136 Design Engineering

137 Operations & Maintenance

138 Project Development

139 Resources & Mining

148 Oil & Gas

149 Project Development

152 Operations & Maintenance

153 Geosciences & Petroleum Engineering

CONTENTS

Western Australia, Queensland and the NorthernTerritory are irmly in the express lanes oAustralias economy and there is no denying thatthe surging staing needs o organisations involvedin Australias resources boom have driven the jobsmarket orward over the past year.

They have also, to some degree, insulated Australia rom

economic woes in the Eurozone and volatility in the worlds

major stock markets. New Zealands economy meanwhile

continues to recover rom the Christchurch earthquake and

employers are now more positive in their outlook.

Employers involved in Australias resources boom are not the

only ones hiring. Despite a barrage o negative headlines in

the media, the reality is that organisations across Australia

and New Zealand are hiring and specialist proessionals

remain in short supply both within and outside our mining

and resources industry.

There is also a wide-ranging understanding rom employers in

all industries that to ind and retain the best people remains a

challenge. Oten the candidates that are available do notmatch all the requirements employers have. There is still a

shortage o the right candidates to ill vacancies and

competition or the top talent remains.

For the most part, candidates with skills in demand have more

realistic salary expectations compared to last year. While

some employers will increase salaries, the savvier amongst

them are designing a comprehensive retention and

engagement package that includes not only a realistic salary

but also a development pathway and a range o innovative

beneits to compete or candidates with the unique

combination o skills needed.

Nick DeligiannisManaging Director, Hays Australia & New Zealand

2012 Hays Salary Guide | 3


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SKILLS SHORTAGESINTENSIFY

MARKET OVERVIEW & TRENDS


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The demand or candidates in a broad range o

industries across Australia and New Zealand can be

easily overshadowed by the colossal stang needs

o those involved in Australias resources boom. Oursurvey clearly shows that not only are employers

across most industries continuing to register both

permanent and temporary jobs, but or positions in

demand skills shortages have intensied over the past

year in both countries.

According to our survey o employers, skills shortages aremost prominent at the junior to mid management level oroperations sta (up ten per cent year-on-year), ollowedby technical (up ten per cent), accountancy & nance (upour per cent), sales & marketing (up seven per cent) andengineering (up nine per cent). Compared to last years

ndings, these skills shortages have clearly become moreintense over the year.

Perhaps thats why 59 per cent o employers would consideremploying or sponsoring a qualied overseas candidate inskill-short areas.

In terms o vacancy activity, 39 per cent o employersincreased permanent sta levels in their department overthe last 12 months. Over the coming year, 40 per cent expectpermanent sta levels to increase, o which the overwhelmingmajority will be ull-time sta.

Meanwhile 15 per cent o employers said they employtemporary or contract sta on a regular ongoing basis and a

urther 45 per cent said they employ them or special projectsor workloads. Looking ahead, 17 per cent expect their use otemporary and contract sta to increase.

In response, employers are increasing salaries, albeitmoderately. According to our survey, 44 per cent increasedsalaries in their last review less than three per cent, while 46per cent increased between three and six per cent. A lucky 10per cent received increases above six per cent.

It should come as no surprise that the mining and resourcesindustry led the way when it came to salary increases;55 per cent o employers increased salaries between threeand six per cent while a urther 20 per cent increased abovesix per cent.

This was closely ollowed by proessional services, where53 per cent o employers increased salaries between three andsix per cent and 17 per cent increased above six per cent.

Looking ahead, the mining and resources industry has thehighest expectations or uture salaries increases, ollowed byproessional services.

In other key ndings, 84 per cent o workplaces allow orfexible work practices, with part-time employment andfexible working hours or compressed working weeks the mostpopular options, ollowed by fex-place (such as working romhome or alternative location).

Sta turnover increased in 30 per cent o organisations,

indicating that candidates have become more condent aboutseeking new challenges, while business activity increased in60 per cent o organisations and remained steady in a urther22 per cent.


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MARKET OVERVIEW & TRENDSSALARY POLICY

Across all industries:

1. On average in your last review, by what percentage did you increase salaries?

For specic industry:

Advertising & Media

IT & Telecommunications

Construction, Property & Engineering

Financial Services

Hospitality, Travel & Entertainment

9% 35% 46% 8% 2%Nil

NilLess than3%

From 3%to 6%

From 6%to 10%

Morethan 10%

Less than

3%

From 3%

to 6%

From 6%

to 10%

More than

10%

10% 38% 33% 19%

14% 27% 45% 9% 5%

10% 26% 49% 12%

7% 53% 38%

9% 30% 51%

3%

2%

3%

7%


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1%

2%

For specic industry continued:

Public Sector

Retail

Transport & Distribution

Other

Manuacturing

Mining & Resources

Proessional Services

6% 45% 43% 4%

9% 49% 35% 5%

7% 53% 38%

9% 42% 43% 4%

10% 44% 43%

7% 23% 53% 17%

6% 19% 55%

2%

2%

1%

2%

1%

8%12%


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2. When you next review, by what percentage do you intend to increase salaries?

For specic industry:

Advertising & Media


Financial Services


6% 46% 42% 5% 1%Nil

NilLess than3%

From 3%to 6%

From 6%to 10%

Morethan 10%

Less than

3%

From 3%

to 6%

From 6%

to 10%

More than

10%

5% 48% 38% 9%

7% 39% 46% 7%

7% 60% 31%

10% 42% 43%

1%

2%

1%3%

5%


4% 42% 50%


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For specic industry continued:

Public Sector

Retail


Other

Manuacturing

Mining & Resources


6% 53% 41%

12% 46% 38%

6% 54% 37%

9% 50% 39%

4% 59% 35%

5% 39% 46% 9%

30% 55%

2%

1%

2%2%

3%

2%

2%

13%


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3. Does your company oer exible salary packaging?

Yes 77% No 23%

O those who answered yes, the ollowing benets were indicated as being commonly oered to...

All employees More than 50% Less than 50% Few employees

Car 12% 9% 25% 54%

Bonuses 28% 18% 21% 33%

Private health insurance 28% 5% 9% 58%

Parking 39% 13% 15% 33%

Salary sacrice 53% 9% 12% 26%

Above mandatory superannuation 31% 6% 11% 52%

Private expenses 13% 5% 14% 68%


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MARKET OVERVIEW & TRENDSRECRUITMENT TRENDS

Across all departments:

4. Over the last 12 months, have permanent sta levels in your department...

20% 51% 29%

24% 24% 52%

16% 46% 38%

For specic departments:

Accountancy & Finance

Engineering

Human Resources

DecreasedRemainedthe same

Increased

18%Decreased

43%Remained

the same

39%Increased

Inormation Technology

24% 43% 33%


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For specic departments continued:

Purchasing

Sales

Other

Marketing

Operations

Project Management

12% 50% 38%

21% 34% 45%

34% 31% 35%

14% 72% 14%

26% 22% 52%

16% 34% 50%

DecreasedRemainedthe same

Increased


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5. Over the coming year, do you expect permanent sta levels to...

10% 64% 26%

12% 24% 64%

10% 51% 39%



Engineering

Human Resources

DecreaseRemainthe same

Increase

10%Decrease

50%Remain

the same

40%Increase


16% 46% 38%


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Purchasing

Sales

Other

Marketing

Operations

Project Management

12% 25% 63%

10% 43% 47%

12% 42% 46%

57% 43%

9% 48% 43%

8% 42% 50%


Increase


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6. I you expect stang levels to increase, please speciy how:

85% 18% 15%

17% 3% 2%

Full time/

permanent

sta

Employment

o part-time

sta

Employment

o casual sta(on your payroll)

Temporary/

contractors(through an employmentconsultancy)

Job sharingMixture, other(inc. overseas recruitment,acquisitions)

Note: Multiple choices permitted.


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7. How oten do you employ temporary/contract sta?

7% 34% 59%



15%Regular

ongoing

basis

45%Special

projects/

workloads

40%Exceptional

circumstances/

never

Regularongoingbasis

Specialprojects/workloads

Exceptionalcircumstances/never

28% 48% 24%

Engineering


8% 57% 35%

16% 51% 33%

Human Resources

Marketing

12% 63% 25%


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Purchasing

Project Management

Sales

Other

Operations

16% 45% 39%

71% 29%

27% 46% 27%

39% 31% 30%

19% 36% 45%


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8. In the next 12 months, do you expect your use o temporary/contract sta to...



10% 82% 8%

4% 60% 36%

11% 74% 15%



Engineering

Human Resources


Increase

10%Decrease

73%Remain

the same

17%Increase


13% 68% 19%

Marketing

88% 12%


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Purchasing

Project Management

Sales

Other

Operations

10% 69% 21%

28% 43% 29%

8% 61% 31%

9% 56% 35%

11% 69% 20%

9a. Do you think that skill shortages are likely to impact the eective operation

o your business/department?

NoYes - in aminor way

Yes -signicantly

31% 48% 21%


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9b. In skill-short areas, would you consider employing or sponsoring

a qualifed overseas candidate?

11. Does your workplace allow or exible work practices?


10. For which areas have you recently ound it diicult to recruit?

Yes 59% No 41%

Yes 84% No 16%

Junior to mid

management

Senior

management

Junior to mid

management

Senior

management

Accountancy & Finance 19% 11% Operations 21% 11%

Distribution 4% 1% Purchasing 4% 1%

Engineering 18% 11% Sales & Marketing 18% 9%

Human Resources 5% 3% Technical 19% 9%

IT 14% 5% Other 18% 6%

12. I yes, which practices do you currently oer?

78% 78% 56% 27%

27% 16% 12%

Part-timeemployment

Flexible working

hours/compressedworking weeks

Flex-place(such as working fromhome or alternative)

Job sharing

Flexible leave

options(such as purchased leave)

Career breaks Phased retirement

Note: Multiple choices permitted.


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MARKET OVERVIEW & TRENDSHUMAN RESOURCES TRENDS

13. Has overtime/extra hours in your organisation over the last 12 months...

By how much?

10%Decreased

63%Remained

the same

27%Increased

Per week Month end Year end

None 16% 27% 31%

5 hours or less 33% 19% 11%

5 - 10 hours 41% 30% 17%

More than 10 hours 10% 24% 41%

14. For non-award sta in your organisation, is overtime/extra hours worked...

Paid 37% Unpaid 63%

15. Is it your policy to counter-oer sta when they resign?

O those you counter-oered, on average, did they....

No Sometimes Yes

59%

1%

40%

3% 25% 32% 40%Stay less than

3 months

Stay

3 - 12 months

Stay longer

than 12 months Leave anyway


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16. Over the last 12 months has your sta turnover rate:

17. Which actors do you think have the most impact on your organisations employment

brand in the market?

MARKET OVERVIEW & TRENDSHUMAN RESOURCES TRENDS

17%Decreased

53%Remained

the same

30%Increased

Notimportant

MinorImportance

ImportantVeryimportant

Extremelyimportant

Career path/training and development available

The companys nancial health and stability

The companys products or services

An individuals t with the companys vision, culture and values

Direct/indirect experience o the company

Salary and benets

Work/lie balance

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


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

18. How well do you think your organisation rates in terms o perception on the ollowing actors?

Poor Okay Good Very well Excellent

Career path/training and development available

The companys vision, culture and values

Direct/indirect experience o the company

Salary and benets

Work/lie balance


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MARKET OVERVIEW & TRENDSECONOMIC OUTLOOK

19. In the past 12 months, has business activity...

20. In the next 12 months, do you envisage business activity...

60%

72%

18%

6%

22%

22%

Increased

Increasing

Decreased

Decreasing

Remained

the same

Remaining

the same


6% 19% 75%

6% 25% 69%

For specic industries:

DecreasingRemainingthe same

Increasing

5% 16% 79%

Advertising & Media


Financial Services


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For specic industries continued:

15% 24% 61%

4% 10% 86%

16% 19% 65%

8% 15% 77%

4% 27% 69%

4% 25% 71%

4% 29% 67%



Public Sector

Retail

Manuacturing

Mining & Resources



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MARKET OVERVIEW & TRENDSECONOMIC OUTLOOK

For specic industries continued:

4% 19% 77%

5% 27% 68%


Increase


Other

Signicantimpact

Someimpact

No impact

10% 49% 41%

16% 41% 43%

47% 42% 11%

Interest rates

Currency/orex rates

Consumer/business confdence

21. What are the key actors driving your business activity?


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22. Do you see the general outlook or the economy in the orthcoming 6-12* months as...

27%57%16%StrengtheningStaticWeakening

*This data was collected during March 2012.

58% 37% 5%

23% 37% 40%

28% 43% 29%

30% 37% 33%

Current economic conditions

Capex investment (by customers)

Natural disaster restoration (New Zealand and Queensland only)

Projects driven (by Federal or State Government)

Signicantimpact

Someimpact

No impact

21. What are the key actors driving your business activity? (continued)


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A dominant theme over

the past year has beenthe desire to achieve

cost savings, which

is why IT outsourcers

and integrators

need storage andvirtualisation skills.

AUSTRALIAAustralias IT sector was not immune to the impact of globaleconomic conditions over the past year, or the continued trend ofoffshoring IT roles. But it also was not deeply affected and wecontinued to see demand for skills and a cautious willingness from

both IT organisations and IT users to continue investing in theirtechnology. The mining sector in particular has had a huge impact asorganisations increase efficiency through better use of IT systems.

Over the last 12 months, we experienced high demand for mostdevelopment skills, ranging from Open Source through to web basedapplication skills including MS.Net, Java, Sharepoint and C++. Thisdemand continues today. Furthermore, as mobile technology continuesto improve, HTML5 and IOS Developers are highly sought after.

A dominant theme over the past year has been the desire to achievecost savings, which is why IT outsourcers and integrators needstorage and virtualisation skills. The telco industry meanwhile needsTelco Engineers with skills in radio frequency. We have also seen amassive demand from the resources industry for highly technicalCommunication Engineers.

Organisations want to remain flexible in their hiring, which is why

Project Managers and Business Analysts have been in continuousdemand. We have also seen a definite increase in demand for projectbased Information Managers.

Cloud technology shifted the way organisations use IT and this ishaving a huge impact on softer skills as IT continues to move fromthe back room into the mainstream. Almost every component of abusiness has a touch point on the technology that underpins it. As aresult, business-focused technology professionals will be in highdemand over the coming 12 months.

Given global economic conditions and an increase in contracting, wehave not seen huge upward pressure on IT salaries. Rather,organisations considered other ways of attracting staff, and therewere increased efforts to get employment branding right.

Having said this, our booming resources states of Queensland andWestern Australia did see salary increases, particularly for mid-level MS.

Net Developers. We have also seen slight increases for Java candidatesat both Developer and Team Lead levels. Salary increases in WesternAustralia were also seen for project roles, particularly for BusinessAnalysts at all levels, Systems Analysts and Project Managers.

Another trend has been global mobility. While employers in Australiaare not as comfortable sourcing candidates with the required skillsfrom overseas as employers are in the rest of Asia Pacific, they areslowly becoming more open to this attraction strategy.

We continue to see employers shorten the recruitment process tosecure highly skilled candidates quickly over competitors. In order toattract these skilled candidates, companies are committing totraining and providing honest appraisals of their corporate culture.

In the public sector, major technology upgrades and refreshprograms within government are having a positive impact oncandidate attraction since candidates find the technical aspects of

government more attractive than standard operational support roles.We are seeing a very active contract market with government recruitingcontractors for projects that are in implementation phases. Many publicsector organisations are also attempting to retain their IT IP by securingcontract staff in permanent or long-term contract roles. But manycontractors are resisting this change and will instead look for anotherrole where they can remain employed on a contract basis.

In high demand in the public sector are generalist System Engineers andAdministrators with key technical refresh/upgrade experience.Candidates with design and architecture skills, virtualization skills andthose who hold high level security clearances are also all highly soughtafter. However this is not impacting on salaries, which remain steady.

Looking ahead, over the coming year we expect hiring intentions toremain very positive within IT. Both the public and private sectors arecommitting to improving their systems as they look to provide a better

customer experience, in both the B2B and B2C space. The increasinguse of social networking and mobile apps will continue to createopportunities. Sustainability and green issues will influence the IT spaceas cloud computing continues to take off. Skilled development and

networking professionals will be in high demand in order to seizeopportunities in this space. Overall, the year looks promising.

NEW ZEALANDThe information technology and telecommunications sector is nowback to pre-recession levels of investment. Projects that were on holdduring the downturn have been given the green light resulting inskills shortages across the board. Telecommunications isexperiencing a significant skills shortage due to the Ultra FastBroadband and Rural Fibre Initiative projects. For the first time infour years managerial and leadership experience is in demand ascompanies look to new management teams to drive organisationalchange and new innovative ideas.

Christchurch has had a steady exodus of candidates following theearthquake, and with the increased activity aroundtelecommunications and infrastructure, employers are struggling tofind candidates with the right level of experience, or who are willingto relocate to the area. Wellington continues to be driven by thepublic sector but several key contract wins are seeing more private

sector companies investing in the local market.Candidate demand is being supported by a large influx of overseastalent, sourced from around the globe. Most employers are investingheavily in international recruitment partnerships that improve boththe speed and costs normally associated with this method ofcandidate sourcing. Professional contractors are enjoying consistentlong-term contracts that are intended to supplement permanentskills and also take ownership for individual programmes of work.Most telco employers are actively exploring overseas candidate poolsfor both one-off and bulk recruitment requirements

Key IT shortages exist within the mid-level software developmentsector, particularly around Java, Sharepoint and web basedintegration technology, for ERP/CRM Consultants (MS Dynamics,Oracle) and for experienced Architects across all sectors. There isalso a lack of skilled professionals with a background in middleware,database and storage technologies.

Salaries are beginning to respond to market pressure with employeesexpecting annual increases from their current employer or asignificant positive movement when changing jobs. Top applicantsreceive multiple offers and the frequency of counter offers isincreasing. Employers are realising the value of providing fringebenefits such as insurances, Kiwisaver, additional holiday and flexiblehours to either increase retention levels or attract new employees.Contractor rates are now back to pre-recession levels which isencouraging more people to consider the flexibility of thecontracting market ahead of permanent positions. This is a strongindicator of the confidence that has returned to the sector.

INFORMATION TECHNOLOGYSECTOR OVERVIEW


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All salaries shown exclude

superannuation

New Zealand salaries are represented

in New Zealand dollars

NOTES ON SALARIES

INFORMATION TECHNOLOGY

SYSTEM SUPPORT & ADMINISTRATION Helpdesk Level 1 Support Level 2 Support Level 3 Support

NSW - Sydney40 45 55 70

35 - 47 42.5 - 47.5 45 - 60 60 - 80

NSW - Regional40 45 55 70

35 - 47 42.5 - 47.5 50 - 60 60 - 80

VIC - Melbourne 45 45 55 7540 - 50 40 - 50 50 - 65 65 - 85

VIC - Regional40 45 50 65

35 - 50 35 - 50 45 - 55 55 - 70

QLD - Brisbane, Gold Coast & Sunshine Coast40 40 55 70

38 - 42 35 - 50 45 - 65 60 - 85

SA - Adelaide38 45 55 68

35 - 40 40 - 50 50 - 60 60 - 75

WA - Perth50 50 55+ 75

45 - 55 45 - 55 50 - 60 60 - 85

ACT - Canberra40 45 55 70

35 - 47 42.5 - 47.5 45 - 60 60 - 80

TAS - Hobart40 45 50 65

40 - 45 42.5 - 47.5 45 - 55 55 - 70

NT - Darwin 35 38 48 5530 - 38 35 - 42 45 - 52 52 - 57

NZ - Auckland45 50 60 75

40 - 50 45 - 55 55 - 65 65 - 85

NZ - Wellington38 40 55 75

35 - 42 38 - 45 45 - 58 67 - 85

NZ - Christchurch40 45 55 75

35 - 45 40 - 50 50 - 60 65 - 85

Team Leader Helpdesk Manager Systems Administrator Applications Support

NSW - Sydney75 85 80 80

65 - 85 70 - 110 60 - 100 60 - 100


60 - 80 75 - 90 60 - 100 60 - 85

VIC - Melbourne 75 90 85 7565 - 85 80 - 110 75 - 100 60 - 90


65 - 75 70 - 90 55 - 85 55 - 80


75 - 95 75 - 110 75 - 110 70 - 95


65 - 75 70 - 90 65 - 100 55 - 90

WA - Perth70 85 80 70

65 - 80 65 - 100 70 - 95 50 - 80


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

TAS - Hobart70 80 60 65

65 - 75 70 - 90 45 - 65 55 - 75

NT - Darwin 60 60 60 5050 - 80 50 - 80 55 - 70 45 - 65


65 - 80 75 - 110 60 - 85 60 - 80


64 - 83 77 - 110 72 - 95 56 - 95


57 - 75 70 - 95 65 - 85 60 - 80


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superannuation



NOTES ON SALARIES


NETWORK MANAGEMENT DBA Network Security Network Designer Network Architect

NSW - Sydney95 100 110 125

80 - 110 85 - 110 90 - 130 110 - 140


75 - 100 80 - 110 80 - 120 100 - 130

VIC - Melbourne 95 100 110 13580 - 120 85 - 120 95 - 130 120 - 155


60 - 90 70 - 100 75 - 100 85 - 120


75 - 120 70 - 100 60 - 90 80 - 120


60 - 110 80 - 110 80 - 110 85 - 115

WA - Perth100 100 100 125

80 - 130 70 - 120 80 - 100 100 - 150

ACT - Canberra95 100 110 130

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

TAS - Hobart75 95 95 95

60 - 90 75 - 110 75 - 110 85 - 110

NT - Darwin 90 75 80 9075 - 95 60 - 85 70 - 90 70 - 100

NZ - Auckland95 90 110 130

80 - 110 80 - 100 95 - 125 100 - 140


90 - 125 80 - 100 85 - 120 110 - 140


80 - 100 80 - 100 90 - 110 100 - 140

Data/Voice Engineer Telco Engineer UNIX Administrator WAN Engineer

NSW - Sydney105 75 85 75

90 - 120 70 - 85 80 - 100 60 - 90

NSW - Regional

100 70 85 80

80 - 110 65 - 80 80 - 100 70 - 90

VIC - Melbourne110 75 90 85

90 - 135 65 - 85 85 - 110 70 - 90


75 - 110 75 - 100 65 - 100 60 - 90


90 - 140 70 - 85 65 - 95 55 - 90


75 - 110 75 - 100 65 - 100 60 - 90

WA - Perth110 90 90 75

80 - 130 70 - 120 70 - 110 65 - 90


95 - 110 65 - 85 100 - 120 70 - 90

TAS - Hobart90 80 75 75

75 - 110 75 - 100 65 - 100 65 - 95

NT - Darwin90 70 70 68

75 - 100 45 - 70 60 - 80 55 - 70


80 - 120 75 - 115 75 - 90 75 - 95


85 - 115 70 - 100 74 - 95 73 - 92


80 - 100 80 - 100 80 - 100 80 - 90


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superannuation



NOTES ON SALARIES

SOFTWARE

ProgrammerMS.Net

AnalystProgrammerMS.Net

Team LeaderMS.Net

ProgrammerJ2EE

AnalystProgrammerJ2EE

NSW - Sydney65 80 100 65 80

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

NSW - Regional65 80 100 65 80

55 - 75 70 - 90 95 - 110 55 - 75 70 - 90

VIC - Melbourne 65 80 110 70 9550 - 75 70 - 90 100 - 130 55 - 80 80 - 120

VIC - Regional60 75 90 70 75

50 - 70 65 - 85 85 - 100 60 - 80 65 - 85

QLD - Brisbane, Gold Coast & Sunshine Coast70 85 100 70 95

55 - 80 75 - 90 90 - 120 65 - 85 80 - 110

SA - Adelaide55 75 90 55 75

40 - 60 65 - 85 85 - 100 40 - 60 65 - 85

WA - Perth70 80 100 70 75

60 - 80 65 - 85 80 - 110 60 - 80 65 - 85

ACT - Canberra80 90 110 70 90

70 - 90 80 - 100 100 - 120 70 - 90 80 - 100

TAS - Hobart60 75 90 65 75

40 - 65 65 - 85 85 - 100 50 - 80 65 - 85

NT - Darwin50 75 90 55 70

40 - 55 60 - 80 80 - 100 40 - 60 60 - 80

NZ - Auckland60 75 95 60 80

50 - 65 65 - 85 85 - 110 50 - 65 65 - 90

NZ - Wellington60 78 95 60 75

50 - 70 67 - 95 85 - 110 50 - 70 65 - 90

NZ - Christchurch60 75 95 60 75

50 - 70 70 - 90 85 - 110 50 - 70 70 - 90

Team LeaderJ2EE

ProgrammerOther

AnalystProgrammerOther

Team LeaderOther

ApplicationsArchitect

NSW - Sydney100 65 80 100 120

90 - 120 50 - 80 70 - 100 90 - 120 110 - 140

NSW - Regional

100 65 80 100 125

95 - 110 55 - 75 70 - 90 95 - 110 110 - 140

VIC - Melbourne120 60 85 100 115

100 - 130 50 - 70 70 - 100 90 - 110 90 - 150

VIC - Regional90 55 75 90 90

85 - 120 40 - 60 65 - 85 85 - 100 85 - 105


85 - 110 50 - 65 55 - 90 75 - 120 90 - 120

SA - Adelaide90 55 75 90 110

85 - 100 40 - 60 65 - 85 85 - 100 95 - 120

WA - Perth90 70 75 90 120

80 - 100 60 - 80 65 - 85 80 - 100 90 - 140

ACT - Canberra110 70 90 100 130

100 - 120 60 - 80 80 - 100 100 - 120 120 - 140

TAS - Hobart

90 60 75 90 85

85 - 100 40 - 65 65 - 85 85 - 100 80 - 90

NT - Darwin85 50 65 80 80

80 - 95 40 - 55 50 - 70 55 - 85 75 - 90

NZ - Auckland95 50 60 85 110

80 - 115 45 - 60 50 - 70 70 - 90 90 - 120


80 - 115 40 - 56 50 - 70 75 - 95 90 - 130


85 - 115 40 - 55 45 - 65 70 - 85 75 - 110


32/36



superannuation



NOTES ON SALARIES


DATA Database Developer Data Modeller DWH Designer ETL Developer

NSW - Sydney80 90 110 100

65 - 90 80 - 110 90 - 120 85 - 110


65 - 90 80 - 100 90 - 120 90 - 110

VIC - Melbourne 80 90 110 10060 - 100 70 - 100 90 - 120 75 - 105


40 - 60 65 - 85 85 - 100 80 - 90


65 - 95 65 - 90 80 - 140 70 - 110


55 - 70 60 - 75 70 - 100 70 - 95

WA - Perth70 75 90 90

60 - 80 65 - 80 80 - 100 80 - 100


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

TAS - Hobart60 75 90 85

45 - 65 65 - 85 85 - 100 80 - 90

NT - Darwin 50 75 85 8545 - 55 65 - 80 70 - 90 75 - 90


60 - 80 65 - 80 90 - 130 75 - 110


75 - 90 75 - 90 90 - 130 80 - 110


60 - 80 60 - 75 90 - 130 75 - 100

Report Writer Data Analyst BI Developer DWH DBA

NSW - Sydney65 75 110 130

55 - 75 65 - 85 95 - 120 110 - 150


60 - 80 65 - 85 90 - 125 120 - 160

VIC - Melbourne70 90 110 130

50 - 80 70 - 100 90 - 125 120 - 180


40 - 65 65 - 85 85 - 100 90 - 125


56 - 75 60 - 100 85 - 110 80 - 140


55 - 70 55 - 70 70 - 90 85 - 110

WA - Perth65 75 90 120

57 - 70 60 - 85 75 - 100 100 - 130


55 - 75 80 - 100 110 - 130 130 - 150

TAS - Hobart65 75 90 105

55 - 75 65 - 85 85 - 100 90 - 125

NT - Darwin55 65 80 100

45 - 65 60 - 70 75 - 95 85 - 110


50 - 65 65 - 80 85 - 95 90 - 120


55 - 75 70 - 85 80 - 100 85 - 120


50 - 65 70 - 80 80 - 100 90 - 100


33/36


NOTES ON SALARIES


superannuation



PROJECT MANAGEMENT

& BUSINESS ANALYSIS BA - Junior BA - Mid BA - Senior Systems AnalystProjectAdministrator

NSW - Sydney75 90 110 85 65

65 - 85 75 - 100 95 - 130 80 - 95 55 - 70

NSW - Regional60 80 95 80 60

50 - 75 70 - 90 80 - 120 70 - 95 55 - 70

VIC - Melbourne 75 90 110 90 6060 - 85 80 - 100 100 - 125 70 - 110 45 - 75

VIC - Regional50 75 100 75 50

50 - 65 70 - 85 80 - 120 65 - 90 50 - 65


55 - 75 70 - 100 90 - 130 65 - 120 50 - 75

SA - Adelaide58 78 100 80 60

50 - 65 70 - 85 85 - 120 65 - 100 55 - 75

WA - Perth75 100 130 90 65

65 - 85 90 - 110 110 - 150 70 - 110 55 - 70

ACT - Canberra80 90 120 100 65

80 - 100 90 - 110 120 - 140 100 - 120 60 - 80

TAS - Hobart55 75 100 85 60

50 - 65 70 - 85 80 - 120 70 - 95 55 - 75

NT - Darwin 55 70 90 60 5542 - 65 60 - 80 85 - 120 50 - 90 50 - 65

NZ - Auckland65 85 100 80 60

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


57 - 72 67 - 90 82 - 108 70 - 95 48 - 58


53 - 70 62 - 85 75 - 100 70 - 85 48 - 50

ProjectCoordinator Project Manager Project Director Program Director PMO Manager

NSW - Sydney75 125 150 170 130

65 - 80 110 - 150 140 - 180 155 - 215 140 - 190

NSW - Regional70 110 130 145 125

60 - 80 80 - 130 110 - 150 110 - 160 100 - 140

VIC - Melbourne80 115 150 170 125

65 - 90 80 - 150 130 - 180 130 - 180 100 - 150

VIC - Regional75 100 140 145 150

70 - 85 90 - 130 120 - 160 110 - 170 130 - 170


70 - 100 85 - 140 120 - 200 120 - 220 70 - 145

SA - Adelaide75 100 135 145 125

55 - 85 65 - 135 105 - 170 110 - 180 110 - 170

WA - Perth75 135 165 180 140

65 - 80 90 - 160 150 - 175 165 - 210 125 - 155

ACT - Canberra70 110 160 180 120

60 - 80 110 - 130 160 - 180 180 - 200 110 - 130

TAS - Hobart75 90 100 145 125

70 - 85 80 - 110 100 - 150 110 - 170 110 - 170

NT - Darwin70 80 100 120 100

60 - 75 70 - 90 85 - 130 100 - 125 100 - 110

NZ - Auckland70 100 140 145 145

60 - 80 90 - 120 130 - 165 130 - 170 135 - 170

NZ - Wellington65 110 150 170 130

58 - 70 88 - 122 130 - 180 140 - 220 118 - 148


58 - 70 90 - 120 120 - 155 130 - 170 125 - 140


34/36


NOTES ON SALARIES


superannuation




MANAGEMENT CIO CTO Development Manager IT Manager

NSW - Sydney300 300 150 130

250 - 350 250 - 350 125 - 175 130 - 200

NSW - Regional200 200 135 115

160 - 250 160 - 250 100 - 145 95 - 135

VIC - Melbourne 240 200 140 130180 - 300 180 - 300 110 - 180 80 - 160

VIC - Regional180 160 110 90

150 - 220 140 - 200 85 - 130 80 - 130


120 - 250 110 - 235 90 - 160 80 - 175

SA - Adelaide160 120 130 120

110 - 210 100 - 140 90 - 160 90 - 165

WA - Perth275 245 145 140

160 - 360 220 - 390 115 - 150 90 - 175

ACT - Canberra150 160 130 130

150 - 170 180 - 200 120 - 140 120 - 150

TAS - Hobart130 130 100 90

120 - 200 120 - 200 85 - 110 80 - 130

NT - Darwin 150 110 100 130110 - 160 80 - 120 90 - 120 100 - 150

NZ - Auckland170 140 130 120

140 - 240 130 - 180 110 - 150 100 - 130


145 - 215 135 - 185 85 - 155 110 - 140


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

Infrastructure Manager Change ManagerServiceDelivery Manager

NSW - Sydney110 110 120

120 - 160 110 - 140 100 - 140

NSW - Regional110 110 100

90 - 130 90 - 120 85 - 120

VIC - Melbourne120 120 110

90 - 140 80 - 140 90 - 140

VIC - Regional105 100 105

95 - 140 75 - 115 95 - 140

QLD - Brisbane, Gold Coast & Sunshine Coast115 120 100

85 - 150 70 - 125 90 - 150

SA - Adelaide115 110 90

95 - 180 90 - 150 65 - 110

WA - Perth135 120 125

100 - 155 90 - 135 90 - 160

ACT - Canberra110 100 120

100 - 120 80 - 100 120 - 140

TAS - Hobart105 100 90

95 - 140 75 - 115 65 - 95

NT - Darwin100 100 90

100 - 120 80 - 110 85 - 110

NZ - Auckland120 105 90

100 - 125 90 - 115 85 - 120

NZ - Wellington127 98 100

90 - 150 92 - 110 88 - 130

NZ - Christchurch100 100 90

80 - 120 90 - 115 80 - 110


35/36



superannuation



NOTES ON SALARIES

TESTING & QA Tester Test Analyst Test Team Leader Test Manager QA Manager

NSW - Sydney60 75 90 120 120

50 - 75 60 - 80 80 - 110 110 - 130 100 - 130

NSW - Regional60 75 85 100 110

45 - 70 60 - 85 75 - 110 90 - 120 90 - 120

VIC - Melbourne 70 85 95 120 12060 - 80 70 - 90 90 - 110 100 - 140 100 - 140

VIC - Regional55 70 85 95 90

40 - 60 60 - 85 70 - 100 80 - 110 70 - 100


55 - 80 65 - 100 80 - 120 80 - 120 70 - 130

SA - Adelaide60 70 85 100 90

55 - 70 65 - 80 75 - 90 90 - 110 80 - 100

WA - Perth65 80 100 125 100

55 - 75 75 - 85 85 - 110 100 - 135 80 - 110

ACT - Canberra80 85 90 120 85

60 - 80 80 - 100 80 - 100 120 - 140 70 - 90

TAS - Hobart65 65 65 70 85

55 - 80 55 - 70 55 - 70 60 - 80 60 - 90

NT - Darwin 60 70 85 90 8550 - 70 55 - 75 65 - 95 85 - 110 70 - 90

NZ - Auckland60 70 95 110 110

55 - 65 55 - 80 85 - 110 90 - 120 95 - 120

NZ - Wellington65 75 95 116 116

55 - 70 70 - 80 85 - 110 95 - 125 95 - 125


55 - 65 60 - 85 85 - 110 95 - 110 90 - 110

MISCELLANEOUS IT Trainer Technical Writer

NSW - Sydney90 75

70 - 110 65 - 80

NSW - Regional75 70

60 - 110 60 - 80VIC - Melbourne

85 85

70 - 110 70 - 110

VIC - Regional70 75

60 - 80 65 - 85

QLD - Brisbane, Gold Coast & Sunshine Coast85 80

70 - 120 65 - 100

SA - Adelaide75 75

60 - 85 65 - 85

WA - Perth80 80

65 - 95 70 - 90

ACT - Canberra80 80

80 - 100 80 - 100

TAS - Hobart70 75

60 - 80 65 - 85

NT - Darwin70 80

65 - 90 70 - 100

NZ - Auckland75 80

60 - 90 75 - 95

NZ - Wellington72 88

66 - 78 78 - 91

NZ - Christchurch70 80

65 - 80 75 - 95


36/36

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