hayssalaryguide 2013 au nrg oil res

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SELECTIVEINVESTMENTINSIGHTSTO INFORMThe 2013 Hays Salary Guide: Salary & Recruiting Trends



STABILITYRETURNS

While it is clear that there is now sustained demand, much o it

in the more traditional disciplines such as Accountancy &Finance, IT and Sales & Marketing – it’s not in every unction, in

every region. Our clients are making strategic hires into roles that

will oer long term beneits or the organisation – be they

permanent or short term.

The qualities o the most valued candidates are consistent

though, with capability, culture it and speciic relevance to the

job at the top o many shortlists. The keys to attracting those

high potential candidates still lies with inding them, engaging

with them and making sure that they see the right opportunities

at the right time.

Nick DeligiannisManaging Director, Hays Australia & New Zealand

THANK YOU

Hays would like to express our gratitude to all those organisations thatparticipated in our online survey and provided such invaluable eedback, whichwe eel has contributed to making this the most accurate and up to date surveyo its kind in Australia and New Zealand. A list o all contributors who kindly gavetheir permission to be named as participants can be ound on our website.

This Guide is reproduced in ull in PDF ormat and can be requested rom ourwebsite – hays.com.au and hays.net.nz

FEEDBACK

We welcome any eedback or comments regarding this guide whether positive ornegative to ensure that it continues to be relevant to Australian and New Zealandorganisations across all industries. Please address any suggestions to your localHays oice or to: Hays, Level 11, Chiley Tower, 2 Chiley Square, Sydney NSW2000. E: [email protected]

DISCLAIMER

The Hays Salary Guide is representative o a value added service to our clients,prospective clients and candidates. Whilst every care is taken in the collectionand compilation o data, the guide is interpretive and indicative, not conclusive.

Thereore inormation should be used as a guideline only and should not bereproduced in total or by section without written prior permission rom Hays.

2013 Hays Salary Guide | 3

As the dust starts to settle on the shiting picture or WA and

QLD, orecasts point towards a more stable economic climate

with increased confidence; 68% o respondents say they envisage

business activity increasing in the coming months and record low

interest rates will only support that.



4 | 2013 Hays Salary Guide M A R K E T O

V E R V I E W & T R E N D S




Employers are cautiously optimistic about the year

ahead. Last year, only 27% saw the outlook or the

economy as strengthening. In comparison, this

year 40% say they see a more positive outlook on

the horizon.

When asked about the 12 months ahead, an encouraging

68% o employers expected their levels o business activityto increase. And 55% had already seen an increase inbusiness activity over the 12 months prior to the survey.

O the total employer group, 8% had no plans to increasesalaries in the 12 months ater the survey and 11% hadnot awarded any increases in the preceding 12 months.Continuing to look at theses two time periods, 57% oemployers plan salary increases o less than 3% (49% hadawarded such increases in 2012); 32% increases o 3% to6% (33% in 2012) and 2% increases o 6% to 10% (5% in2012). Only 1% o employers planned salary increases omore than 10% compared to 2% in 2012.

When asked about permanent headcount over the next

12 months, 37% o those surveyed expected headcount toincrease, 51% or staf levels to stay the same and 12% ornumbers to decrease. Reflecting on the past 12 months,35% o employers had increased permanent headcount,42% kept it on hold and 23% decreased numbers.

O those employers planning to hire, 83% say the roleswill be ull-time (down rom 85% in 2012), 20% plan morepart-time staf (18% in 2012), 14% more casual staf (15%in 2012) and 17% will increase their use o temporary/contracting staf (unchanged).

By sector, permanent headcount is expected to grow mostwithin Engineering and Project Management with 60%and 49% respectively o employers predicting growth in

these areas. Hiring intentions in Accountancy & Finance areconsistent with the prior year at 26% planning to increasehiring. A large 80% o employers plan to keep Marketingheadcount unchanged but o those employers surveyednone were planning to decrease headcount.

Sales proessionals are in demand but mostly or “hunter”roles that will increase the revenues o the organisationwhile demand or Account Management talent hasdeclined. Resources & Mining employers remain ocusedon retention, a continuing trend rom 2012.

The largest area o skills shortage appears to be juniorto mid management talent in both Operations andAccountancy & Finance. The next highest areas o skillsshortage were or Junior to Mid Management talent orEngineering, Technical roles, Sales & Marketing and IT roles.

As an indicator o the need to increase flexibility in theworkorce we’ve seen a 25% increase in the number orespondents expecting to utilize temporary and contractstaf on an ongoing basis. In terms o skills shortages, morethan 63% o those surveyed said that the efectivenesso their operations would be impacted by not finding theright skills or their business. Interestingly, career path anddevelopment was identified as being critical to attractingthe best candidates by 41% o respondents, yet in contrastonly 10% say their organization is perceived as oferingthose opportunities by the market. Similarly, in orderto cope with skills shortages, 61% o employers wouldconsider sponsoring candidates rom overseas comparedto 59% in 2012.



6 | 2013 Hays Salary Guide

SALARY INCREASES

M A R K E T O

V E R V I E W & T R E N D S : S

A L A R Y P O L I C Y

1. Average % increases rom last reviews: across all countries

For specific industries:

11%Nil

49%Less than 3%

33%From 3% to 6%

5%From 6% to 10%

2%More than 10%

Advertising & Media

Construction, Property & Engineering

Financial Services

Hospitality, Travel & Entertainment

IT & Telecommunications

Manuacturing

Mining & Resources

Proessional Services

Public Sector

Retail

Transport & Distribution

Other

18

20

7

10

11

9

17

7

7

8

7

9

46

45

53

62

51

54

29

48

55

57

54

48

32

26

35

23

28

31

45

34

36

33

38

37

7

3

5

7

3

6

9

1

4

4

2

2

3

3

3

2

11

2

1

2




SALARY INCREASES

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


8%Nil

57%Less than 3%

32%From 3% to 6%

2%From 6% to 10%

1%More than 10%

Advertising & Media


Financial Services



Manuacturing

Mining & Resources


Public Sector

Retail


Other

21

16

5

5

8

9

10

4

3

2

14

5

39

52

58

72

46

59

41

56

65

67

60

59

32

25

35

23

36

30

43

37

31

29

25

33

4

6

1

7

2

5

2

1

1

4

1

1

3

1

1

2

1

2




V E R V I E W & T R E N D S : S

A L A R Y P O L I C Y

3. Does your company ofer flexible salary packaging?

O those who answered yes, the ollowing benefits were indicated as being commonly ofered to...

BENEFITS

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

Car 13% 8% 29% 51%

Bonuses 25% 16% 22% 37%

Private health insurance 32% 5% 8% 55%

Parking 33% 14% 18% 36%

Salary sacrifice 54% 7% 14% 26%

Above mandatory superannuation 34% 6% 12% 48%

Private expenses 14% 5% 12% 70%

76%YES

24%NO




4. Over the last 12 months, have permanent staf levels in your department... across all departments

STAFFING

M A R K E T O

V E R V I E W &

T R E N D S : R

E C R U I T M E N T T R E N D S

23%Decreased

42%Remained the same

35%Increased

For specific departments:

Accountancy & Finance

Engineering

Human Resources

Inormation Technology

Marketing

Operations

Project Management

Purchasing

Sales

Other

19

16

21

21

30

25

27

21

26

31

53

44

45

54

60

34

24

29

48

31

28

40

34

25

10

41

49

50

26

38




STAFFING

M A R K E T O

V E R V I E W & T R E N D S : R


5. Over the coming year, do you expect permanent staf levels to... across all departments

12%Decrease

51%Remain the same

37%Increase



Engineering

Human Resources


Marketing

Operations

Project Management

Purchasing

Sales

Other

9

4

14

11

14

16

28

9

9

65

36

51

57

80

38

35

36

61

48

26

60

35

32

20

48

49

36

30

43




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

STAFFING

Note: Multiple choices permitted.

Full time/

permanent staf

83%

Employment o

part-time staf

20%

Employment

o casual staf(on your payroll)

14%

Temporary/

contractors(through an employment

consultancy)

17%

Job sharing

3%

Mixture, other(inc. overseas recruitment,

acquisitions)

3%






STAFFING

7. How oten do you employ temporary/contract staf? across all departments

19%Regular ongoing

basis

43%Special projects/

workloads

38%Exceptional

circumstances/never



Engineering

Human Resources


Marketing

Operations

Project Management

Purchasing

Sales

Other

13

20

18

25

10

23

27

43

26

16

39

48

45

57

70

42

54

21

30

42

48

32

37

18

20

35

19

36

44

42




STAFFING

8. In the next 12 months, do you expect your use o temporary/contract staf to... across all departments

14%Decrease

71%Remain the same

15%Increase



Engineering

Human Resources


Marketing

Operations

Project Management

Purchasing

Sales

Other

12

8

15

18

30

15

13

14

9

12

77

84

71

57

70

67

65

57

56

72

11

8

14

25

18

22

29

35

16






SKILL SHORTAGES

9a. Do you think that skill shortages are likely to impact the efective operation o your business/department?

37%No

45%Yes - in a minor way

18%Yes - signicantly

9b. In skill-short areas, would you consider employing or sponsoring a qualified overseas candidate?

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

61%YES

39%NO

Junior to midmanagement

Seniormanagement

Junior to midmanagement

Seniormanagement

Accountancy & Finance 19% 8% Operations 19% 11%

Distribution 3% 1% Purchasing 2% 1%

Engineering 15% 13% Sales & Marketing 14% 8%Human Resources 5% 2% Technical 15% 7%

IT 12% 3% Other 15% 6%




WORK PRACTICES

11. Does your workplace allow or flexible work practices?

83%YES

17%NO

12. I yes, which practices do you currently ofer?*

Flexible leave options

Career breaks Phased retirement

Part time

employment

80%

Flexible working

hours

76%

Flex-place

54%

Job sharing

29%

35%

17% 14%

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

I increased, by how much?

Per week Month end Year end

5 hours or less 37% 15% 9%5 - 10 hours 35% 26% 15%

More than 10 hours 10% 22% 34%

11%Decreased


26%Increased

*Multiple choices permitted.




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

15. Is it your policy to counter-ofer staf when they resign?

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

M A R K E T O



& E M P L O Y E R B R A N D I

N G

WORK PRACTICES

38%Paid

62%Unpaid

61%No

38%Sometimes

1%Yes

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

22%Decreased


26%Increased

3% 22%

42%33%

$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$

Stay less than

3 months

Stay

3 - 12 months

Stay longer than

12 months

Leave anyway




EMPLOYER BRANDING

17. How important do you think the ollowing actors are or an employer brand and how well do you thinkyour organisation is perceived on the same criteria?

Level o importance

Organisational perception

Career path/training & development

An individual’s ‘fit’ with the company’s vision, culture and values

Direct/indirect experience o the company

Salary and benefits

Work/lie balance

2

2

2

1

2

3

3

9

4

4

14

14

29

20

18

40

38

41

52

45

5

2

2

2

3

16

12

8

12

11

35

30

33

41

34

34

36

45

38

37

41

43

19

23

31

10

20

12

7

15

Poor

No impact

Okay

Minor impact

Good

Some impact

Very Good

Significant impact

Excellent

Major impact




ECONOMIC OUTLOOK

M A R K E T O

V E R V I E W & T R E N D S : E

C O N O M I C O U T L O O K

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

21%Decreased


55%Increased

19. In the next 12 months, do you envisage business activity: across all industries

7%Decreasing

25%Remaining the same

68%Increasing


Advertising & Media


Financial Services



Manuacturing

Mining & Resources


Public Sector

Retail


Other

15

13

2

4

8

7

4

7

5

13

5

25

24

25

19

8

32

23

26

26

22

24

26

60

63

73

81

88

60

70

70

67

73

63

69




ECONOMIC OUTLOOK

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

Current economic conditions

Projects driven by government

Capex investments

Consumer/business confidence

Currency/orex rates

Interest rates 46

50

15

39

30

5

46

37

42

37

36

36

8

13

43

24

34

59

None Some Significant

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

$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$

10%Weakening

50%Static

40%Strengthening

*This data was collected during March 2013.



SKILLSSHORTAGES

STILL POWERINGSALARY MOVES

20 | 2013 Hays Salary Guide S A L A R Y I N

F O R M A T I O N : S A L A R I E

S & S E C T O R O V E R V I E W

S

Using our salary tables

Salaries are in ‘000. The bold number represents the typical salary. The

number(s) underneath represent the salary range. Reer to the notes

section under the salary table to determine i superannuation or other

beneits are included. All salaries are represented in local currencies.

Head o HR

Sydney300 Typical salary

220 - 400 Salary range



136 | 2013 Hays Salary Guide S A L A R Y I N

F O R M A T I O N : E N E R G Y

ENERGY

AUSTRALIA

The energy sector has remained largely

buoyant over the course of the last twelvemonths. Conditions vary from one state orterritory to another yet there are severalcommon threads that run across each region.

Transmission and distribution remain strongas ageing networks and growingpopulations have seen candidate demandincrease and salaries follow suit. Criticalareas of candidate shortage includetransmission line and substation designroles, Level 3 Design Engineers, LineWorkers and Project Management. We haveassisted several clients to successfully searchfor quality candidates outside of Australia inboth Europe and the United Kingdom.

Within the power generation sector localfactors such as privatisation of assets, andlocal government cutbacks have keptsalaries fairly stable. The exception wouldbe in resource-rich Western Australiawhere salaries have increased marginally.

Hiring and salaries in the renewable energysector have remained somewhat static.Despite public backing, the mandatory RETand the introduction of the carbon tax,access to funding is still challenging andthis in turn has kept the sector from gainingany meaningful traction. We do anticipate apositive change in this area of the energymarket, with major solar schemes plannedfor NSW and other renewable projects areplanned or underway in Victoria and South

Australia. This increased activity will drivehiring demand. The talent pool ofexperienced candidates with renewableenergy experience is limited and weanticipate as hiring in this sector heats up,salaries will increase for a number of roles.

The longer-term outlook for candidate andsalary demand in the energy sector is verypositive. A lack of human resources andincreasing project loads, combined with theneed for the maintenance and developmentof our energy networks will see salariesincrease, particularly in those areas wherethe talent pool is already very shallow.

NEW ZEALAND

More skilled trades people and Engineers are

needed to maintain New Zealand’s electricitynetwork which is more than 50 years old.Also, New Zealand’s population in urbanareas is growing thus creating a need forwhole segments of the electricity network tobe rebuilt. Demand for skilled talent inChristchurch is also likely to continue.

Power generation hiring is quieter thanin previous years but demand forEngineers in the hydro and geothermalareas remains high.

Demand for Distribution Line Mechanics isalso strong driven by network projects andessential works as well as to back fill rolesvacated by Line Mechanics relocating toAustralia for higher wages. There is also acritical shortage of Cable Jointers and HVTechnicians - the highest paid roles of allthe trades in the transmission anddistribution sector – and employers arelooking to hire electricians to train to workin the high demand areas of this veryrobust part of the industry.

Leading employers continue to consideroverseas candidates with provenexperience, particularly those withoverseas qualifications recognised by theElectricity Workers Regulation Board.Employers are willing to sponsor thosecandidates that meet the criteria and paymore competitive salaries for top talent.

KEY TRENDTRANSMISSION & DISTRIBUTION

REMAIN STRONG AS AGEING

NETWORKS & GROWING

POPULATIONS HAVE SEENCANDIDATE DEMAND

INCREASE AND SALARIES

FOLLOW SUIT IN AUSTRALIA




• All salaries shown exclude superannuation

• New Zealand salaries are represented in New Zealand dollars

* Design Engineer - Discipline (Mechanical/Process/Elec/I&C)

NOTES:

ENERGYDesign Engineering

TRANSMISSION & DISTRIBUTION/

GENERATION Design Engineer*

Senior Design

Engineer*

Principal Design

Engineer

Engineering

Manager Design Manager

NSW - Sydney 80 - 100 100 - 140 145 - 170 165 - 195 110 - 150

VIC - Melbourne 80 - 100 100 - 140 150 - 200 160 - 200 110 - 160

QLD - Brisbane 60 - 100 100 - 140 140 - 180 140 - 190 110 - 160

WA - Perth 90 - 120 130 - 165 160 - 220 160 - 210 150 - 190

SA - Adelaide 80 - 100 100 - 130 135 - 155 150 - 185 130 - 155

NT - Darwin 85 - 115 115 - 150 120 - 170 145 - 190 130 - 170

NZ - Auckland 70 - 90 90 - 110 110 - 130 130 - 150 130 - 150

Design Drafter

Senior Design

Drafter

Project Engineer

(EPCM)

Senior Project

Engineer (EPCM)

NSW - Sydney 50 - 80 70 - 100 80 - 115 130 - 170

VIC - Melbourne 50 - 80 70 - 90 90 - 130 140 - 190

QLD - Brisbane 50 - 70 70 - 100 75 - 120 120 - 170

WA - Perth 80 - 90 85 - 110 130 - 160 150 - 190

SA - Adelaide 55 - 75 75 - 95 80 - 115 125 - 160

NT - Darwin 65 - 85 80 - 110 115 - 140 125 - 170

NZ - Auckland 55 - 70 70 - 85 80 - 100 90 - 120

Power Systems

Engineer

Protection

Engineer

Transmission Line

Design Engineer Project Manager

NSW - Sydney 80 - 120 75 - 110 110 - 150 130 - 175

VIC - Melbourne 80 - 120 75 - 120 120 - 150 120 - 180

QLD - Brisbane 80 - 110 110 - 150 90 - 150 100 - 160

WA - Perth 100 - 145 110 - 160 125 - 160 145 - 190

SA - Adelaide 85 - 115 85 - 125 90 - 130 120 - 160

NT - Darwin 95 - 140 100 - 130 90 - 140 135 - 180

NZ - Auckland 90 - 120 90 - 120 90 - 120 110 - 130

RENEWABLE

Wind Farm

Engineer Solar Engineer

Geothermal

Engineer Technician

NSW - Sydney 95 - 135 80 - 125 80 - 110 65 - 80

VIC - Melbourne 95 - 120 95 - 105 80 - 110 70 - 95

QLD - Brisbane 95 - 125 75 - 115 90 - 135 65 - 95

WA - Perth 100 - 145 100 - 120 120 - 140 90 - 110

SA - Adelaide 100 - 130 100 - 120 90 - 120 70 - 90

NT - Darwin N/A 105 - 125 95 - 125 75 - 110

NZ - Auckland 80 - 110 90 - 120 90 - 115 70 - 90




NOTES:



* Engineer (Mechanical/Electrical)

ENERGYOperations & Maintenance

OPERATIONS & MAINTENANCE

Control Room

Operator

Control Room

Manager

Maintenance

Superintendent

Maintenance

Planning/Scheduler

Asset Engineer

(3-7yrs)*

NSW - Sydney 75 - 100 85 - 120 85 - 100 80 - 105 85 - 110

VIC - Melbourne 80 - 95 95 - 120 85 - 100 80 - 105 85 - 120

QLD - Brisbane 75 - 95 85 - 125 110 - 140 100 - 120 80 - 115

WA - Perth 80 - 130 130 - 160 130 - 160 115 - 150 125 - 150

SA - Adelaide 80 - 110 95 - 125 95 - 125 95 - 130 95 - 120

NT - Darwin 85 - 95 95 - 125 105 - 140 100 - 130 90 - 130

NZ - Auckland 60 - 90 90 - 120 70 - 110 65 - 90 70 - 90

Leading Hand Electrician Mechanical Fitter

Instrumentation

Technician Line Worker

NSW - Sydney 65 - 80 65 - 75 65 - 75 65 - 85 70 - 100

VIC - Melbourne 70 - 90 60 - 80 60 - 80 70 - 90 80 - 115

QLD - Brisbane 65 - 110 60 - 85 60 - 85 65 - 80 75 - 90

WA - Perth 95 - 125 90 - 110 90 - 110 110 - 130 85 - 115

SA - Adelaide 75 - 100 80 - 100 70 - 90 75 - 100 70 - 100

NT - Darwin 90 - 125 85 - 110 85 - 110 90 - 120 80 - 120

NZ - Auckland 65 - 80 65 - 75 65 - 75 75 - 90 55 - 80






* Mechanical/Electrical/Instrumentation & Controls

NOTES:

ENERGYProject Development

PROJECT DELIVERY Project Manager Project Engineer* Construction Manager Site Superintendent

NSW - Sydney 140 - 175 80 - 120 140 - 175 110 - 140

VIC - Melbourne 120 - 180 80 - 110 130 - 150 100 - 120

QLD - Brisbane 120 - 170 90 - 125 140 - 170 95 - 130

WA - Perth 150 - 220 130 - 165 160 - 200 140 - 160

SA - Adelaide 125 - 160 85 - 125 130 - 160 110 - 135

NT - Darwin 120 - 160 110 - 140 120 - 160 95 - 140

NZ - Auckland 90 - 120 80 - 100 120 - 140 70 - 80

Site Engineer

Commissioning

Engineer

Commissioning

Manager

NSW - Sydney 65 - 95 110 - 135 135 - 175

VIC - Melbourne 80 - 120 120 - 140 150 - 180

QLD - Brisbane 75 - 110 115 - 160 130 - 170

WA - Perth 120 - 165 150 - 180 160 - 200

SA - Adelaide 75 - 100 120 - 150 150 - 180

NT - Darwin 80 - 120 100 - 150 140 - 170

NZ - Auckland 75 - 90 90 - 150 120 - 200

PROJECT SERVICES Estimator Senior Estimator Planner/Scheduler Planning Manager

NSW - Sydney 90 - 130 140 - 180 80 - 120 120 - 160

VIC - Melbourne 100 - 120 140 - 170 80 - 100 100 - 150

QLD - Brisbane 85 - 130 135 - 180 70 - 120 120 - 155

WA - Perth 110 - 150 150 - 180 150 - 180 160 - 200

SA - Adelaide 100 - 120 120 - 140 120 - 140 130 - 160

NT - Darwin 85 - 120 115 - 150 100 - 135 95 - 150

NZ - Auckland 65 - 90 90 - 120 65 - 90 90 - 120

Contracts

Administrator

Contracts

Manager OHS Supervisor OHS Manager

NSW - Sydney 80 - 110 110 - 140 90 - 115 105 - 120

VIC - Melbourne 80 - 100 110 - 140 80 - 110 110 - 140

QLD - Brisbane 80 - 115 110 - 150 90 - 120 115 - 135

WA - Perth 90 - 125 140 - 170 110 - 150 140 - 180

SA - Adelaide 80 - 110 110 - 145 90 - 110 105 - 120

NT - Darwin 85 - 115 120 - 150 100 - 130 100 - 150

NZ - Auckland 55 - 65 90 - 100 60 - 80 80 - 100




AUSTRALIA

Australia’s oil & gas sector has had to stare

down the challenge o weakerinternational markets but overall domesticdemand is strong and the workorce inAustralia has continued to grow.

The region continues to perorm well, witha strong pipeline o committed projects,particularly in liqueied natural gas (LNG).

Limited skilled labour pools have also keptsalaries high. Our data clearly demonstratesthat Australia continues to lead the way inboth local and imported annual salaries inthe global oil and gas marketplace.

Overall negative sentiment around the globaleconomy primarily driven out o Europe withits continued debt issues, weighed down

consumer demand. This in turn impacted onmanuacturing output, most notably in China.Resultant alls in the oil prices have set aragile economic backdrop that looks tocontinue well into 2013.

However, there is guarded conidence in oiland gas sector too. The oil and gasworkorce has continued to grow insideAustralia at a signiicant rate, with most othe candidate demand illed by Australiannationals. The local workorce has alsobeen growing in line with the large numbero major projects across the region.

With many projects still in the constructionphase, we have seen the demand orproject development skills rise quickly,

particularly or candidates with LNGexperience and we have seen salaries risein line with this demand.

As projects progress, we have seen increasinginterest in operations & maintenancedisciplines. Demand rom other allied sectorshas already created a skills shortage in theoperations & maintenance market and weexpect the added interest in these candidatesto inevitably drive salary levels higher.Proessionals will also have a choice oprojects, employers and locations, ascompanies continue to implement strategiesto address this anticipated shortall.

Other areas o demand include health,

saety and environment and as weprogress urther in 2013 we anticipate anincreased demand in geosciences in linewith increased levels o unding oronshore and oshore exploration.

NEW ZEALAND

The oil and gas industry has had its

challenges over recent years but NewZealand is ast-emerging as a producerwith signiicant opportunities. Oilexploration in New Zealand has increasedover the past ew years, particularly acrossthe Taranaki region, which has experiencedconsiderable skills shortages.

The New Zealand government is excitedabout the prospect o many underexploredbasins and signiicant petroleum potential.Geologists are in high demand as theseopportunities are investigated across theGisborne and Hawkes Bay regions andcontinued exploration in the South Islandand Taranaki.

Almost 2,500 additional proessionals andskilled trades will be in demand in Taranakialone over the next 10-15 years with thisnumber doubling to 5,000 should there beany new discoveries. Employers areexperiencing diiculty recruiting skilledControl Room and Plant Operators, Fitters,Welders and Electricians, InstrumentTechnicians and Process Engineers

As demand or highly skilled workerscontinues, employers will need to lookoutside New Zealand to secure talent.Attracting talent is diicult, particularly whencomparing overseas earnings, so the beneitso working in New Zealand will need to bepromoted including liestyle, work/liebalance and saety, which is a major concernin many international locations.

KEY TRENDAUSTRALIA IS LEADING

THE WAY IN BOTH LOCALAND IMPORTED ANNUAL

SALARIES IN THE GLOBAL OIL

AND GAS MARKETPLACE

S A L A R Y I N

F O R M A T I O N : O I L & G A

S

OIL & GAS




NOTES:



* These salaries represent Onshore salaries - or Ofshore you can typically add 15-20 per cent

* Design Engineer - Discipline (Civil/Mechanical/Process/Elec/I&C)

OIL & GASProject Development

DESIGN/ENGINEERING

Graduate

Engineer

Design

Engineer*

Senior Design

Engineer

Principal/Lead

Engineer

WA 65 - 95 90 - 135 135 - 180 160 - 250

QLD 60 - 90 80 - 140 140 - 180 160 - 200

NSW 55 - 75 75 - 120 120 - 150 160 - 180

VIC 65 - 75 80 - 125 120 - 170 160 - 210

SA 60 - 85 80 - 120 110 - 150 140 - 180

NT 65 - 95 90 - 135 140 - 180 160 - 250

New Zealand 40 - 50 75 - 80 90 - 100 115 - 150

Engineering

Manager

Senior Design

Drater

Design

Manager

WA 220 - 285 90 - 130 150 - 190

QLD 230 - 280 80 - 120 140 - 180

NSW 180 - 230 80 - 110 120 - 180

VIC 180 - 260 90 - 120 130 - 180

SA 180 - 220 80 - 120 140 - 180

NT 200 - 260 90 - 130 150 - 190

New Zealand 150 - 210 70 - 80 90 - 105

SUBSEA DESIGN/ENGINEERING

Graduate

Engineer Engineer

Senior

Engineer

Principal/

Lead Engineer Manager

WA 65 - 95 110 - 150 160 - 220 200 - 275 225 - 300

QLD N/A N/A N/A N/A N/A

NSW N/A N/A N/A N/A N/A

VIC 70 - 80 90 - 140 130 - 180 160 - 220 200 - 260

SA 70 - 90 90 - 130 130 - 190 180 - 220 200 - 250

NT 60 - 90 80 - 125 150 - 220 180 - 250 200 - 325

New Zealand 40 - 60 70 - 90 90 - 110 110 - 140 150 - 200






x These salaries represent onshore salaries - or ofshore you can typically add 15-20 per cent

* Project Engineer - Discipline (Civil/Structural/Mechanical/Process/Elec/I&C)

** Superintendent - Discipline (Civil/Structural/Mechanical/Process/Elec/I&C)

NOTES:


PROJECT DELIVERY/CONTROLS Planner

Senior

Planner

Planning

Manager

Contracts

Admin

Senior

Contracts

Admin Cost Engineer

WA 120 - 160 140 - 180 170 - 220 100 - 130 150 - 200 120 - 170

QLD 90 - 115 120 - 150 170 - 220 70 - 120 110 - 170 90 - 140

NSW 90 - 110 110 - 140 150 - 190 70 - 110 110 - 150 110 - 150

VIC 90 - 130 120 - 160 140 - 190 70 - 110 100 - 150 90 - 140

SA 120 - 160 140 - 180 170 - 220 80 - 110 100 - 150 110 - 150

NT 120 - 160 140 - 180 170 - 220 80 - 130 120 - 190 120 - 170

New Zealand 80 - 110 90 - 120 120 - 150 60 - 110 80 - 130 80 - 120

Senior Cost

Engineer

Commercial

Manager

Project

Controls

Manager

Commissioning

Engineer

Commissioning

Manager

WA 150 - 200 200 - 300 200 - 300 120 - 170 150 - 210

QLD 120 - 180 170 - 250 180 - 240 110 - 160 160 - 200

NSW 150 - 190 160 - 230 140 - 200 110 - 150 150 - 190

VIC 120 - 180 150 - 210 150 - 190 90 - 130 150 - 180

SA 140 - 180 170 - 250 180 - 240 90 - 140 150 - 190

NT 155 - 210 200 - 275 200 - 270 120 - 170 150 - 210

New Zealand 100 - 130 120 - 140 130 - 160 70 - 110 110 - 150

Project

Engineer*x

Senior Project

Engineer

Project

Manager

Senior Project

Manager Superintendent**x

WA 120 - 190 165 - 230 170 - 220 195 - 240 140 - 180

QLD 110 - 160 140 - 190 160 - 210 180 - 225 140 - 180

NSW 100 - 130 130 - 170 150 - 190 190 - 220 130 - 150

VIC 90 - 140 130 - 160 150 - 200 190 - 220 100 - 140

SA 90 - 150 130 - 180 150 - 200 180 - 220 140 - 180

NT 120 - 190 165 - 230 170 - 220 195 - 240 140 - 180

New Zealand 75 - 110 100 - 140 110 - 170 150 - 210 80 - 120






NOTES:


PROJECT DELIVERY/CONTROLS HSEQ

Onshore

Advisor/Ocer

Ofshore

Advisor/Ocer HSE Manager

QA/QC

Manager

WA 90 - 160 180 - 260 180 - 240 140 - 180

QLD 90 - 140 N/A 140 - 180 120 - 170

NSW 80 - 120 N/A 120 - 200 110 - 160

VIC 90 - 130 N/A 140 - 220 120 - 150

SA 90 - 140 N/A 150 - 200 130 - 170

NT 90 - 160 150 - 200 170 - 245 135 - 175

New Zealand 90 - 120 90 - 120 100 - 160 85 - 120

Corporate

HSE Manager

Environmental

Engineer

Environmental

Advisor

WA 220 - 300 140 - 190 160 - 200

QLD 160 - 200 130 - 180 150 - 195

NSW 190 - 250 115 - 165 125 - 180

VIC 180 - 280 120 - 155 130 - 170

SA 180 - 240 125 - 160 135 - 175

NT 220 - 300 140 - 185 155 - 190

New Zealand 150 - 180 90 - 120 60 - 90

SUBSEA PROJECT DELIVERY

Technician

(non degree)

Senior Technician

(non degree) Installation Engineer

Senior

Installation Engineer

WA 80 - 120 100 - 160 130 - 175 160 - 220

QLD N/A N/A N/A N/A

NSW N/A N/A N/A N/A

VIC N/A N/A N/A N/A

SA N/A N/A N/A N/A

NT 80 - 120 100 - 160 130 - 175 160 - 220

New Zealand 70 - 90 90 - 110 N/A N/A

Installation Manager/

Client Rep

Vessel Mgr/

Marine Ops Manager

WA 180 - 260 160 - 220

QLD N/A N/A

NSW N/A N/A

VIC N/A N/A

SA N/A N/A

NT 180 - 260 160 - 220

New Zealand 140 - 170 130 - 150






* Discipline Engineer - Discipline (E&I/Mech/Process/Corrosion/Materials/Reliability)

** Discipline Tech - Discipline (E&I/Mech/Process/Corrosion/Materials/Reliability)

NOTES:

OIL & GASOperations & Maintenance

OPERATIONS & MAINTENANCE

Discipline

Engineer*

Maintenance

Planner

Maintenance

Supervisor

Production

Superintendent

Production

Manager

Process

Operator

WA 120 - 180 140 - 180 120 - 160 135 - 180 150 - 250 100 - 120

QLD 110 - 150 110 - 160 100 - 145 120 - 170 150 - 200 100 - 120

NSW 110 - 150 100 - 140 110 - 140 110 - 150 150 - 190 75 - 115

VIC 90 - 150 100 - 140 90 - 130 110 - 150 140 - 200 90 - 120

SA 130 - 160 110 - 150 120 - 140 130 - 160 150 - 200 80 - 110

NT 135 - 180 120 - 170 120 - 160 120 - 170 150 - 210 100 - 120

New Zealand 90 - 140 70 - 90 70 - 100 120 - 160 140 - 180 80 - 110

DESIGN/ENGINEERING

Discipline

Tech** OIM

Ops Support

Engineer

Ops

Superintendent Ops Manager

WA 85 - 120 190 - 250 100 - 150 150 - 200 220 - 300

QLD 70 - 110 N/A 100 - 140 130 - 180 200 - 260

NSW 70 - 90 N/A 80 - 110 120 - 180 190 - 260

VIC 70 - 100 N/A 90 - 130 120 - 170 170 - 260

SA 80 - 110 170 - 220 90 - 130 140 - 180 180 - 250

NT 85 - 120 N/A 100 - 150 150 - 200 210 - 300

New Zealand 60 - 80 190 - 240 100 - 130 110 - 150 180 - 250






NOTES:

OIL & GASGeosciences & Petroleum Engineering

GEOSCIENCES

Graduate

Geoscientist

Intermediate

Geoscientist

Senior

Geoscientist

Lead

Geoscientist

Exploration

Manager

Technical

Assistant

WA 70 - 110 90 - 140 150 - 230 200 - 280 230 - 300 60 - 110

QLD 70 - 110 90 - 140 130 - 230 200 - 280 230 - 300 80 - 110

NSW 65 - 95 90 - 130 120 - 185 180 - 250 210 - 290 70 - 95

VIC 65 - 85 80 - 130 130 - 190 180 - 250 200 - 290 75 - 95

SA 70 - 100 80 - 130 140 - 180 175 - 245 215 - 285 75 - 100

NT 70 - 110 90 - 140 150 - 230 200 - 280 230 - 300 80 - 110

New Zealand 60 - 80 90 - 120 130 - 170 200 - 280 230 - 300 50 - 70

Geologist Hydrogeologist

Environmental

Geologist Petrophysicist

WA 120 - 200 120 - 200 120 - 200 160 - 220

QLD 120 - 200 110 - 190 N/A 140 - 220

NSW 120 - 190 100 - 170 100 - 150 150 - 230

VIC 140 - 190 N/A N/A N/A

SA 120 - 150 90 - 130 90 - 130 130 - 160

NT 120 - 200 120 - 200 120 - 200 140 - 220

New Zealand 50 - 120 50 - 120 50 - 120 50 - 120

PETROLEUM/RESERVOIR ENGINEERING

Graduate

Engineer

Intermediate

Engineer

Senior

Engineer Lead Engineer

Engineering

Manager

WA 75 - 100 100 - 160 140 - 200 170 - 240 230 - 300

QLD 75 - 100 100 - 160 140 - 200 170 - 240 220 - 300

NSW 70 - 90 95 - 135 120 - 150 130 - 190 180 - 220

VIC 70 - 90 85 - 130 130 - 180 150 - 200 170 - 290

SA 70 - 85 90 - 130 130 - 180 170 - 220 200 - 250

NT 75 - 125 120 - 180 160 - 220 185 - 240 230 - 300

New Zealand 60 - 80 70 - 100 100 - 120 130 - 190 180 - 220

DRILLING

Drilling

Engineer

Senior

Drilling

Engineer

Drilling

Manager

LWD/MWD

Engineer Rig Manager

WA 145 - 180 170 - 240 240 - 320 110 - 160 160 - 200

QLD 145 - 180 170 - 240 240 - 320 120 - 150 160 - 200

NSW 110 - 150 150 - 190 200 - 270 N/A 155 - 185

VIC 110 - 170 150 - 200 210 - 290 N/A 155 - 190

SA 130 - 170 180 - 220 200 - 250 110 - 140 150 - 200

NT 145 - 180 170 - 240 240 - 320 90 - 140 165 - 195

New Zealand 150 - 180 180 - 230 250 - 300 N/A N/A




3%-6%THE AVERAGE SALARY

INCREASE THAT RESOURCESAND MINING PROFESSIONALS

CAN EXPECT IN THEIR

NEXT REVIEW

AUSTRALIA

The decrease in activity in the resources &

mining sector and general move awayrom the “boom” mentality o previousyears, that characterised the latter part o2012 is likely to remain in 2013.

With commodity price luctuations,decreased Chinese demand, tighter creditavailability, the high Australian dollar,industrial action and poor weather have allplayed their part to dampen demand.

Whilst pockets o labour marketmovement remain through committedprojects, productivity ramp ups andlimited expansions, the overall recruitmentactivity has been modest.

The wider picture across resources &

mining is one o a steady but limitednumber o opportunities as companiestarget eiciency, limit their expenditure onexploration and generally squeeze costswherever possible.

The ocus or employers has been on staretention with the understanding that anynew headcount will be conined only toessential roles. This tightening o the belthas impacted on salary increases across theboard or mining organisations too, inparticular within global organisations whereinternational actors have impactedAustralian salaries. We predict that salarieswill remain airly stable except in areas ocritical need. Essential skills demand strong

salaries and there is some willingness to paya higher salary in areas o skill shortage thatwe see continuing in the uture.

Particular demand exist in a range o areas.Those projects currently in construction areproviding opportunities or the heavyindustrial construction sector. Highly skilledpeople who are essential or eicient andproductive operation o a mine are indemand, as are the support positions tothose roles. Those in highest demandinclude senior level management to mid-management roles, in particular, MiningEngineers, Geologists, Metallurgists, andMaintenance Engineers with both technicalskills and leadership capabilities – a rare

combination. Despite a shortage o skills inthis area, group-wide considerations meanthat companies are still not oeringincreased salaries. This trend is the sameor Skilled Operators and Tradespeople.

Despite needing essential skills to providethe successul maintenance and operationo a mine-site, salaries remain steady or

these roles.

Roles currently in limited demand arethose involved with early exploration,development and design. The ocus oninding the next deposits and designingthe next mine has slowed in avour o aocus on eiciency and extracting themaximum return rom existing operations.Many promising exploration targets areawaiting urther investment. Geologists,Field Assistants and Mechanical, Electricaland Process Engineers ocussed on designare not in high demand at present,however salaries remain stable despite alarger pool o available talent.

For companies that are recruiting, 2013 is agood time to do so, as more talent isavailable in most areas, salaries are stableand competition or top talent has lessened.

For job-seekers, the search or your nextrole is more competitive and the big

jumps in salary once typical o theResources & Mining sector do not existright now, but modest increases in salaryare still being oered.

NEW ZEALAND

New opportunities or candidates appearunlikely until the global market orresources picks up later this year or in

early 2014. However, when the marketdoes strengthen, skill shortages areinevitable, as many candidates havealready let the sector to work overseas ortransition to construction roles working inthe inrastructure rebuild o Christchurch.

Skill shortages were typical in the NewZealand sector until mid-2012 when almostovernight commodity prices plummetedwhile the New Zealand dollar stayed high.Not only did global demand or NewZealand resources and minerals drop butmajor customers China also startedaccessing cheaper resources rom Arica.As a result, projects in New Zealand wereput on hold, recruitment stopped and

redundancies started. In 2013 thesechallenges continued. New Zealand’ssector is very reliant on coal, with twothirds o output produced by state-ownedSolid Energy, which has carried out rounds

o redundancies and is currently workingthrough some high proile issues.

In contrast, gold prices have been buoyant -good news or New Zealand’s two main goldmines, Macraes and Martha Hill, and thesmall alluvial operations in Otago, althoughthe recent price volatility may cause a projectreview. While New Zealand has undiscoveredhigh-grade underground prospects, these arelargely in environmentally sensitive areas sonew exploration is likely to be a highlypolitical process.

S A L A R Y I N

F O R M A T I O N : R E S O U R

C E S & M I N I N G

RESOURCES & MINING




NOTES:

• In WA/SA all salaries are based on 9&5 and 2&1 rosters excluding superannuation and additional benefits.

• For all other states, salaries are based on residential positions excluding superannuation and additional benefits.


RESOURCES & MINING

FIXED PLANT MAINTENANCE

Maintenance

Superintendent

Maintenance

Planner

Maintenance

Supervisor

Mechanical Eng

Mid level 3-7yrs

Electrical Eng

Mid level 3-7yrs

WA 160 - 190 140 - 170 140 - 170 120 - 150 120 - 150

QLD 130 160 120 - 150 110- 140 95 - 120 95 - 130

NSW 160 - 180 100 - 130 130 - 150 90 - 120 90 - 120

VIC 120 - 160 100 - 130 90 - 110 80 - 110 78 - 110

SA 120 - 140 90 - 135 90 - 120 90 - 120 90 - 120

TAS 105 - 130 85 - 105 80 - 105 75 - 100 75 - 100

NT 130 - 180 100 - 140 100 - 140 115 - 145 115 - 145

New Zealand 115 - 180 80 - 110 75 - 95 70 - 100 70 - 100

Leading Hand Mechanical Fitter Electrician

Boiler Maker/

Welder

Instrumentation

Technician

WA 140 - 170 125 - 150 130 - 160 125 - 150 130 - 160

QLD 100 - 130 105 - 125 105 - 120 110 - 125 115 - 140

NSW 100 - 125 90 - 115 90 - 120 75 - 90 80 - 110

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

SA 95 - 110 90 - 110 90 - 120 75 - 110 85 - 110

TAS 80 - 95 70 - 85 70 - 85 75 - 85 75 - 85

NT 95 - 115 100 - 120 90 - 120 90 - 120 90 - 120

New Zealand 90 - 110 90 - 110 80 - 95 80 - 95 80 - 95

METALLIFEROUS MINING ENGINEERING Mine Manager

Underground/

Quarry Manager

Technical

Services Mgr

Senior Mining

Engineer

Mining

Engineer

WA 210 - 285 160 - 200 200 - 230 150 - 180 110 - 145

QLD 200 - 260 160 - 190 180 - 220 150 - 170 110 - 150

NSW 160 - 250 130 - 160 180 - 210 130 - 160 90 - 130

VIC 180 - 220 100 - 150 170 - 200 140 - 160 100 - 130

SA 160 - 250 130 - 160 160 - 200 140 - 170 90 - 120

TAS 150 - 200 110 - 140 130 - 170 120 - 140 90 - 120

NT 180 - 250 150 - 200 160 - 180 130 - 170 110 - 150

New Zealand 160 - 250 120 - 175 N/A 95 - 130 90 - 120







• In Queensland more employers are ofering fly-in fly-out (FIFO) options, which has been taken into consideration in these salaries presented.



• New Zealand salaries are represented in New Zealand Dollars

NOTES:

NOTES:

RESOURCES & MINING

METALLIFEROUS

GEOLOGY - EXPLORATION

Exploration

Manager

Senior

Exploration

Geologist

Exploration

Geologist Field Assistant

Pit Technician/

Geological

Technician

WA 175 - 210 130 - 170 100 - 135 65 - 90 65 - 90

QLD 175 - 210 130 - 160 95 - 130 65 - 90 70 - 95

NSW 150 - 200 120 - 150 70 - 120 50 - 90 50 - 90

VIC 150 - 180 130 - 160 100 - 125 60 - 80 50 - 80

SA 130 - 180 120 - 150 90 - 120 65 - 80 65 - 80

TAS 120 - 150 95 - 130 80 - 100 55 - 70 55 - 70

NT 150 - 205 120 - 165 100 - 130 70 - 95 80 - 95

New Zealand 100 - 140 100 - 120 70 - 90 50 - 60 45 - 55

Graduate

Mining Engineer

Geo - Technical

Engineer Chie Surveyor

Senior

Surveyor Mine Surveyor

WA 90 - 110 120 - 160 155 - 175 140 - 160 110 - 140

QLD 90 - 110 120 - 160 150 - 170 140 - 160 110 - 130

NSW 60 - 90 130 - 160 150 - 170 120 - 150 100 - 120

VIC 60 - 80 110 - 130 110 - 150 90 - 120 75 - 110

SA 60 - 80 120 - 160 120 - 150 110 - 125 90 - 120

TAS 60 - 85 105 - 130 95 - 120 85 - 115 70 - 90

NT 70 - 90 120 - 160 140 - 160 135 - 155 90 - 135

New Zealand 60 - 70 N/A 75 - 120 90 - 140 60 - 110

METALLIFEROUS

GEOLOGY - MINING

Chie

Geologist

Senior Mine

Geologist

Mine

Geologist

Graduate

Geologist

WA 190 - 250 135 - 170 90 - 125 70 - 90

QLD 180 - 230 140 - 170 110 - 140 75 - 90

NSW 140 - 200 120 - 160 80 - 120 60 - 80

VIC 150 - 180 120 - 150 100 - 120 65 - 75

SA 145 - 180 120 - 150 90 - 120 65 - 80

TAS 120 - 160 95 - 115 80 - 100 55 - 70

NT 160 - 200 120 - 170 90 - 130 80 - 95

New Zealand 110 - 130 100 - 150 70 - 95 50 - 60







NOTES:

RESOURCES & MINING

MINERAL PROCESSING Process Manager

Process Engineer

- Mid level 3-7yrs

Senior

Metallurgist Metallurgist

Graduate

Metallurgist

WA 190 - 245 120 - 160 130 - 170 110 - 140 75 - 100

QLD 170 - 200 90 - 110 120 - 160 80 - 100 60 - 75

NSW 170 - 190 80 - 100 100 - 130 80 - 100 60 - 75

VIC 160 - 190 85 - 110 110 - 135 85 - 100 60 - 75

SA 170 - 200 95 - 120 110 - 130 80 - 110 60 - 75

TAS 150 - 180 70 - 100 100 - 125 75 - 100 55 - 70

NT 170 - 220 100 - 130 130 - 160 90 - 120 60 - 80

New Zealand 150 - 200 75 - 100 105 - 135 75 - 100 55 - 70

Mill

Superintendent Shit Supervisor Mill Operator

Metallurgical

Technician

Laboratory

Technician

WA 150 - 180 110 - 160 85 - 120 75 - 90 75 - 100

QLD 140 - 160 95 - 120 80 - 100 60 - 70 60 - 75

NSW 130 - 155 85 - 105 65 - 80 60 - 70 60 - 70

VIC 120 - 140 90 - 120 80 - 100 60 - 70 50 - 70

SA 120 - 155 80 - 100 70 - 90 55 - 75 55 - 75

TAS 110 - 140 75 - 90 65 - 80 55 - 70 50 - 70

NT 110 - 165 90 - 140 70 - 100 70 - 85 70 - 85

New Zealand 120 - 150 80 - 95 70 - 85 60 - 75 55 - 75

MOBILE PLANT

- SURFACE MAINTENANCE

Workshop

Supervisor HD Fitter Auto Electrician

Boiler Maker/

Welder Service Person

WA 130 - 165 130 - 160 130 - 160 125 - 145 110 - 130

QLD 140 - 160 120 - 130 120 - 135 110 - 120 85 - 95

NSW 140 - 160 120 - 130 120 - 135 110 - 120 85 - 95

VIC 95 - 125 85 - 120 90 - 120 85 - 100 70 - 95

SA 95 - 130 95 - 140 80 - 140 90 - 120 80 - 100

TAS 85 - 110 80 - 110 75 - 95 65 - 85 70 - 85

NT 110 - 150 120 - 140 120 - 140 120 - 140 90 - 120

New Zealand 85 - 110 80 - 95 75 - 95 80 - 95 55 - 65







NOTES:

RESOURCES & MINING

MOBILE PLANT

- SURFACE OPERATORS

Open Pit

Supervisor

Excavator

Operator

Dump Truck

Operator Driller All-Rounder

WA 150 - 180 110 - 140 90 - 110 105 - 125 105 - 135

QLD 110 - 140 120 - 130 105 - 115 110 - 120 105 - 120

NSW 110 - 140 90 - 120 75 - 110 75 - 115 80 - 120

VIC 105 - 140 90 - 115 70 - 110 75 - 120 80 - 115

SA 110 - 140 100 - 140 85 - 100 75 - 130 85 - 120

TAS 90 - 110 70 - 90 60 - 85 70 - 95 65 - 85

NT 100 - 160 100 - 130 100 - 120 110 - 130 110 - 130

New Zealand 70 - 100 60 - 85 55 - 65 70 - 110 65 - 85

MOBILE PLANT

- UNDERGROUND MAINTENANCE

Underground

Supervisor HD Fitter Auto Electrician

Boiler Maker/

Welder

WA 130 - 160 125 - 150 125 - 150 110 - 130

QLD 120 - 140 120 - 140 120 - 130 110 - 130

NSW 105 - 120 80 - 115 90 - 120 80 - 115

VIC 90 - 125 85 - 120 90 - 115 85 - 115

SA 90 - 130 90 - 130 80 - 130 70 - 120

TAS 80 - 100 80 - 100 80 - 100 70 - 85

NT 140 - 160 130 - 150 120 - 140 120 - 140

New Zealand 100 - 130 80 - 110 80 - 100 80 - 95

MOBILE PLANT

- UNDERGROUND OPERATORS

Underground

Supervisor

Jumbo

Operator

Bogger

Operator Service Crew

WA 140 - 170 145 - 180 115 - 140 90 - 120

QLD 130 - 150 110 - 130 105 - 120 90 - 105

NSW 130 - 150 110 - 130 110 - 135 90 - 110

VIC 105 - 145 130 - 150 110 - 130 85 - 105

SA 100 - 140 110 - 120 80 - 100 90 - 110

TAS 90 - 110 85 - 110 80 - 105 60 - 75

NT 130 - 160 150 - 180 110 - 150 90 - 130

New Zealand 90 - 130 130 - 160 110 - 140 70 - 90







NOTES:

RESOURCES & MINING

OHS & ENVIRONMENTAL HSE Manager

OH&S Manager/

Superintendent OH&S Coordinator OH&S Ofcer

WA 170 - 220 150 - 170 130 - 145 100 - 125

QLD 160 - 185 120 - 160 75 - 110 80 - 100

NSW 180 - 220 140 - 200 90 - 130 80 - 120

VIC 140 - 180 90 - 120 80 - 100 70 - 95

SA 140 - 170 120 - 160 75 - 120 55 - 90

TAS 110 - 170 100 - 130 80 - 100 70 - 90

NT 150 - 220 150 - 170 100 - 140 70 - 120

New Zealand 100 - 150 90 - 130 80 - 95 70 - 90

Environmental

Superintendent

Environmental

Coordinator Environmental OfcerTraining Coordinator

WA 145 - 185 90 - 150 75 - 90 120 - 140

QLD 145 - 185 90 - 150 75 - 90 80 - 90

NSW 140 - 170 110 - 140 90 - 120 100 - 120

VIC 90 - 120 65 - 85 65 - 85 60 - 75

SA 120 - 160 80 - 120 65 - 90 80 - 100

TAS 90 - 120 75 - 100 65 - 90 65 - 90

NT 130 - 180 90 - 150 75 - 90 90 - 140

New Zealand 90 - 110 90 - 110 80 - 100 80 - 100







NOTES:

RESOURCES & MINING

COAL - TECHNICAL

ENGINEERING/MANAGEMENT Mine Manager CHPP Manager

Project

Manager

Technical

Services

Manager

Senior Mining

Engineer

Mine Planning

Engineer

QLD 225 - 280 180 - 220 160 - 230 180 - 240 140 - 180 120 - 150

NSW 180 - 230 170 - 220 180 - 220 180 - 230 150 - 180 130 - 150

VIC 150 - 200 130 - 170 120 - 150 90 - 140 100 - 130 90 - 120

SA 150 - 200 130 - 170 120 - 140 100 - 140 100 - 130 90 - 130

New Zealand 130 - 175 110 - 145 120 - 165 110 - 160 95 - 120 90 - 110

Drill & Blast

Engineer

Mining

Engineer

Graduate

Engineer

Statutory

Surveyor Surveyor

QLD 100 - 140 100 - 150 70 - 100 140 - 190 90 - 140

NSW 130 - 160 90 - 120 80 - 100 130 - 160 100 - 130

VIC 90 - 100 100 - 130 60 - 80 90 - 110 70 - 90

SA 100 - 120 100 - 120 70 - 80 90 - 110 100 - 130

New Zealand 80 - 105 120 - 150 60 - 70 100 - 130 60 - 80

COAL - PRODUCTION MANAGEMENT

Production

Superintendent Undermanager Deputy

Open Cut

Examiner

QLD 160 - 220 150 - 180 140-170 150 - 190

NSW 160 - 180 180 - 200 130 - 180 140 - 180

VIC 100 - 130 N/A N/A 90 - 110

SA 100 - 135 N/A 120 - 140 90 - 110

New Zealand 90 - 135 115 - 130 105 - 120 N/A

COAL GEOLOGY

Senior

Geologist

Mine

Geologist

Exploration

Manager

Senior

Exploration

Geologist

QLD 135 - 150 115 - 135 180 - 220 140 - 170

NSW 150 - 180 120 - 160 180 - 210 160 - 180

VIC 110 - 130 70 - 100 130 - 160 110 - 140

SA 115 - 135 80 - 115 140 - 180 120 - 150

New Zealand 140 - 160 120 - 140 120 - 180 140 - 170

Project

Geologist

Exploration

Geologist

Graduate

Geologist

QLD 90 - 110 100 - 135 75 - 90

NSW 100 - 130 90 - 120 60 - 90

VIC 80 - 95 80 - 95 65 - 75

SA 90 - 120 85 - 120 70 - 90

New Zealand 70 - 95 120 - 140 50 - 65




• Salaries are based on residential positions excluding superannuation and additional benefits .





NOTES:

NOTES:

RESOURCES & MINING

COAL - MAINTENANCE ENGINEERING

Maintenance

Manager

Engineering

Manager

Maintenance

Superintendent

Maintenance

Supervisor

Maintenance

Planner

QLD 180 - 240 160 - 200 160 - 180 120 - 140 100 - 130

NSW 160 - 200 170 - 200 150 - 180 125 - 140 90 - 130

VIC 120 - 150 110 - 140 110 - 130 80 - 110 100 - 130

SA 135 - 180 150 - 180 125 - 150 110 - 130 100 - 135

New Zealand 100 - 120 110 - 130 110 - 130 110 - 130 110 - 130

Statutory

Mechanical

Engineer

Mechanical

Engineer (3-7yrs)

Statutory

Electrical

Engineer

Electrical

Engineer

(3-7 yrs)

Longwall

Coordinator

QLD 150 - 190 90 - 145 160 - 200 110 - 150 150 - 170

NSW 150 - 200 90 - 130 150 - 200 90 - 130 120 - 140

VIC 90 - 120 80 - 100 90 - 120 80 - 100 N/A

SA 130 - 150 90 - 130 130 - 150 90 - 130 N/A

New Zealand 120 - 130 120 - 130 120 - 160 120 - 160 125 - 135

COAL - TRADES Electrician

Instrumentation

Technician Mechanical Fitter

Boiler maker/

welder Leading Hand

QLD 120 - 140 130 - 150 110 - 135 110 - 135 140 - 160

NSW 100 - 125 120 - 140 90 - 110 90 - 120 100 - 120

VIC 80 - 110 85 - 115 80 - 105 85 - 110 95 - 125

SA 80 - 120 80 - 110 80 - 100 85 - 110 100 - 120

New Zealand 80 - 100 80 - 100 90 - 110 70 - 90 75 - 95

INDUSTRIAL DESIGN

Engineering

Manager

Principal/

Lead Engineer

Project

Manager

Senior Design

Engineer

Design

Engineer

Senior Project

Engineer

(EPCM)

WA 250 - 280 170 - 210 260 - 330 140 - 170 100 - 130 120 - 160

QLD 200 - 260 180 - 230 180 - 250 130 - 170 85 - 120 120 - 170

NSW 170 - 220 140 - 170 130 - 150 100 - 130 80 - 110 130 - 160

VIC 180 - 220 150 - 180 150 - 220 100 - 150 70 - 110 110 - 150

SA 160 - 200 140 - 180 140 - 200 110 - 140 90 - 130 120 - 160

TAS 150 - 190 110 - 140 110 - 140 90 - 110 80 - 100 90 - 120

NT 200 - 250 165 - 210 180 - 250 120 - 170 85 - 120 120 - 170

New Zealand 140 - 220 95 - 130 110 - 160 80 - 140 60 - 90 70 - 130





• Salaries are based on residential positions excluding superannuation and additional benefits.

• Site allowances are paid on base salary and range rom 15 to 45 per cent depending on location.


• Salaries are based on residential positions excluding superannuation and additional benefits.


NOTES:

NOTES:

RESOURCES & MINING

INDUSTRIAL DESIGN

Project

Engineer

(EPCM)

Design

Manager/

Chie Drater

Senior Design

Drater Design Drater

Piping

Designer

WA 90 - 120 130 - 180 100 - 130 70 - 95 95 - 140

QLD 90 - 120 140 - 175 85 - 130 65 - 100 80 - 120

NSW 80 - 130 100 - 130 80 - 115 70 - 90 80 - 100

VIC 80 - 120 110 - 150 100 - 130 70 - 100 80 - 110

SA 80 - 110 100 - 130 85 - 120 60 - 90 85 - 120

TAS 80 - 110 110 - 160 80 - 140 70 - 100 80 - 140

NT 90 - 140 115 - 170 75 - 130 70 - 100 100 - 120

New Zealand 70 - 100 70 - 90 60 - 75 40 - 60 60 - 95

INDUSTRIAL CONSTRUCTION

Project

Manager

Construction

Manager/

Superintendent

Senior

Estimator

Planning

Manager

Contracts

Manager

Project

Engineer

(Civil/Mech/

Elec)

WA 190 - 240 160 - 230 170 - 200 160 - 200 160 - 240 120 - 150

QLD 190 - 250 170 - 230 160 - 200 160 - 220 160 - 220 130 - 180

NSW 140 - 220 150 - 220 125 - 170 120 - 170 130 - 180 100 - 150

VIC 180 - 220 180 - 200 120 - 150 140 - 170 150 - 180 90 - 135

SA 140 - 200 130 - 180 130 - 150 120 - 180 140 - 180 110 - 140

TAS 120 - 160 120 - 160 100 - 130 110 - 130 110 - 130 80 - 110

NT 160 - 240 140 - 200 155 - 200 140 - 200 140 - 200 120 - 170

New Zealand 120 - 180 90 - 130 90 - 120 90 - 120 80 - 120 80 - 120

Estimator

Contracts

Administrator Planner

Site

Supervisor

Site Engineer

(Civil/Mech/

Elec) Saety Advisor

WA 110 - 140 100 - 140 110 - 140 110 - 140 95 - 115 90 - 120

QLD 100 - 150 100 - 140 90 - 140 100 - 150 100 - 140 90 - 140

NSW 75 - 125 90 - 130 100 - 140 100 - 150 70 - 120 90 - 140

VIC 110 - 130 80 - 120 110 - 140 80 - 110 80 - 120 80 - 110

SA 90 - 120 80 - 120 100 - 160 100 - 150 75 - 115 90 - 125

TAS 80 - 120 80 - 110 80 - 110 80 - 110 80 - 115 80 - 100

NT 100 - 150 95 - 140 90 - 140 110 - 150 100 - 140 110 - 130

New Zealand 60 - 80 60 - 80 75 - 100 80 - 100 70 - 110 80 - 100



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