HaysSalaryGuide 2012 AU NRG Oil Res

2012 HAYS SALARY GUIDE SHARING OUR EXPERTISE
Salary and recruiting trends across Australia & New Zealand
YEARS OF EXPERIENCE
LOCATIONS IN THE REGION
CONSULTANTS IN AUSTRALIA & NEW ZEALAND
TEMPORARY & CONTRACT STAFF ENGAGED WEEKLY
PEOPLE PLACED IN PERMANENT JOBS EACH YEAR
36 38 850+ 12,000 15,000

DISCLAIMER The Hays Salary Guide is representative of a value added service to our clients, prospective clients and candidates. Whilst every care is taken in the collection and compilation of data, the guide is interpretive and indicative, not conclusive. Therefore information should be used as a guideline only and should not be reproduced in total or by section without written prior permission from Hays.
THANK YOU Hays would like to express our gratitude to all those organisations that participated in our online survey and provided such invaluable feedback, which we feel has contributed to making this the most accurate and up to date survey of its kind in Australia and New Zealand. A list of all contributors who kindly gave their permission to be named as participants can be found on our website. This Guide is reproduced in full in PDF format and can be requested from our website hays.com.au and hays.net.nz 2 | 2012 Hays Salary Guide
FEEDBACK We welcome any feedback or comments regarding this guide whether positive or negative to ensure that it continues to be relevant to Australian and New Zealand organisations across all industries. Please address any suggestions to your local Hays office or to: Hays Level 11, Chifley Tower, 2 Chifley Square Sydney NSW 2000 E: salaryguide@hays.com.au
CONTENTS
EMPLOYER QUESTIONNAIRE RESULTS 4 Market Overview & Trends SALARY INFORMATION 29 Accountancy & Finance 31 Commerce & Industry - Financial Executives 38 Commerce & Industry - Financial Services 40 Commerce & Industry - Accounting Support 44 Professional Practice 59 Banking 71 Insurance 77 Office Support 82 Contact Centres 86 Human Resources
Western Australia, Queensland and the Northern Territory are firmly in the express lanes of Australias economy and there is no denying that the surging staffing needs of organisations involved in Australias resources boom have driven the jobs market forward over the past year.
They have also, to some degree, insulated Australia from economic woes in the Eurozone and volatility in the worlds major stock markets. New Zealands economy meanwhile continues to recover from 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 of negative headlines in the media, the reality is that organisations across Australia and New Zealand are hiring and specialist professionals remain in short supply both within and outside our mining and resources industry. There is also a wide-ranging understanding from employers in all industries that to find and retain the best people remains a challenge. Often the candidates that are available do not match all the requirements employers have. There is still a shortage of the right candidates to fill vacancies and competition for 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 of innovative benefits to compete for candidates with the unique combination of skills needed. Nick Deligiannis Managing Director, Hays Australia & New Zealand
89 Sales & Marketing 93 Retail 95 Logistics 98 Procurement 100 Legal 105 Life Sciences 107 Healthcare 109 Education 110 Policy & Strategy 112 Information Technology 120 Construction, Architecture & Engineering 122 Architecture 123 Engineering 126 Construction 128 Local Government 129 Property & Facilities Management 130 Property 132 Facilities Management 133 Manufacturing & Operations 135 Energy 136 Design Engineering 137 Operations & Maintenance 138 Project Development 139 Resources & Mining 148 Oil & Gas 149 ProjectDevelopment 152 Operations & Maintenance 153 Geosciences & Petroleum Engineering
2012 Hays Salary Guide | 3
MARKET OVERVIEW & TRENDS
SKILLS SHORTAGES INTENSIFY
4 | 2012 Hays Salary Guide
The demand for candidates in a broad range of industries across Australia and New Zealand can be easily overshadowed by the colossal staffing needs of those involved in Australias resources boom. Our survey clearly shows that not only are employers across most industries continuing to register both permanent and temporary jobs, but for positions in demand skills shortages have intensied over the past year in both countries.
According to our survey of employers, skills shortages are most prominent at the junior to mid management level for operations staff (up ten per cent year-on-year), followed by technical (up ten per cent), accountancy & nance (up four per cent), sales & marketing (up seven per cent) and engineering (up nine per cent). Compared to last years ndings, these skills shortages have clearly become more intense over the year. Perhaps thats why 59 per cent of employers would consider employing or sponsoring a qualied overseas candidate in skill-short areas. In terms of vacancy activity, 39 per cent of employers increased permanent staff levels in their department over the last 12 months. Over the coming year, 40 per cent expect permanent staff levels to increase, of which the overwhelming majority will be full-time staff. Meanwhile 15 per cent of employers said they employ temporary or contract staff on a regular ongoing basis and a further 45 per cent said they employ them for special projects or workloads. Looking ahead, 17 per cent expect their use of temporary and contract staff to increase. In response, employers are increasing salaries, albeit moderately. According to our survey, 44 per cent increased salaries in their last review less than three per cent, while 46 per cent increased between three and six per cent. A lucky 10 per cent received increases above six per cent. It should come as no surprise that the mining and resources industry led the way when it came to salary increases; 55 per cent of employers increased salaries between three and six per cent while a further 20 per cent increased above six per cent. This was closely followed by professional services, where 53 per cent of employers increased salaries between three and six per cent and 17 per cent increased above six per cent. Looking ahead, the mining and resources industry has the highest expectations for future salaries increases, followed by professional services. In other key ndings, 84 per cent of workplaces allow for exible work practices, with part-time employment and exible working hours or compressed working weeks the most popular options, followed by ex-place (such as working from home or alternative location). Staff turnover increased in 30 per cent of organisations, indicating that candidates have become more condent about seeking new challenges, while business activity increased in 60 per cent of organisations and remained steady in a further 22 per cent.
MARKET OVERVIEW & TRENDS SALARY POLICY

1. On average in your last review, by what percentage did you increase salaries? Across all industries:
9% 35% 46% 8% 2%
Nil Less than 3% From 3% to 6% From 6% to 10% More than 10%
For specic industry: Advertising & Media 10% 38% 33% 19%
Construction, Property & Engineering 10% 26% 49% 12%
3%
Financial Services 9% 30% 51% 7%
3%
Hospitality, Travel & Entertainment 7% 53% 38%
2%
IT & Telecommunications 14% 27% 45% 9% 5%
Nil
Less than 3%
From 3% to 6%
From 6% to 10%
More than 10%
For specic industry continued: Manufacturing 10% 44% 43% 2% 1%
Mining & Resources 6% 19% 55% 12% 8%
Professional Services 7% 23% 53% 17%
Public Sector 6% 45% 43% 4%
2%
Retail 9% 49% 35% 5%
2%
Transport & Distribution 7% 53% 38%
1% 1%
Other 9% 42% 43% 4%
2%

2. When you next review, by what percentage do you intend to increase salaries? Across all industries:
6% 46% 42% 5% 1%
Nil Less than 3% From 3% to 6% From 6% to 10% More than 10%
For specic industry: Advertising & Media 5% 48% 38% 9%
Construction, Property & Engineering 7% 39% 46% 7%
1%
Financial Services 10% 42% 43% 5%
Hospitality, Travel & Entertainment 7% 60% 31%
2%
IT & Telecommunications 4% 42% 50%
3%
1%
Nil
Less than 3%
From 3% to 6%
From 6% to 10%
More than 10%
For specic industry continued: Manufacturing 4% 59% 35% 2%
Mining & Resources 30% 55% 13%
2%
Professional Services 5% 39% 46% 9%
1%
Public Sector 6% 53% 41%
Retail 12% 46% 38%
2% 2%
Transport & Distribution 6% 54% 37%
3%
Other 9% 50% 39%
2%

3. Does your company offer exible salary packaging? Yes 77% No 23%
Of those who answered yes, the following benets were indicated as being commonly offered to...
All employees Car Bonuses Private health insurance Parking Salary sacrice Above mandatory superannuation Private expenses 12% 28% 28% 39% 53% 31% 13% More than 50% 9% 18% 5% 13% 9% 6% 5% Less than 50% 25% 21% 9% 15% 12% 11% 14% Few employees 54% 33% 58% 33% 26% 52% 68%
MARKET OVERVIEW & TRENDS RECRUITMENT TRENDS

4. Over the last 12 months, have permanent staff levels in your department... Across all departments:
18%
Decreased
43%
Remained the same
39%
Increased
For specic departments: Accountancy & Finance 20% 51% 29%
Engineering 24% 24% 52%
Human Resources 16% 46% 38%
Information Technology 24% 43% 33%
Decreased
Remained the same
Increased

For specic departments continued: Marketing 12% 50% 38%
Operations 21% 34% 45%
Project Management 34% 31% 35%
Purchasing 14% 72% 14%
Sales 26% 22% 52%
Other 16% 34% 50%
Decreased
Remained the same
Increased
5. Over the coming year, do you expect permanent staff levels to... Across all departments:
10%
Decrease
50%
Remain the same
40%
Increase
Decrease
Remain the same
Increase

For specic departments continued: Marketing 12% 25% 63%
Operations 10% 43% 47%
Purchasing 57% 43%
Sales 9% 48% 43%
Other 8% 42% 50%
Decrease
Remain the same
Increase
6. If you expect staffing levels to increase, please specify how:
85%
Full time/ permanent staff
18%
Employment of part-time staff
15%
Employment of casual staff
(on your payroll)
17%
Temporary/ contractors
(through an employment consultancy)
3%
Job sharing
2%
Mixture, other
(inc. overseas recruitment, acquisitions)
Note: Multiple choices permitted.

7. How often do you employ temporary/contract staff? Across all departments:
15%
Regular ongoing basis
45%
Special projects/ workloads
40%
Exceptional circumstances/ never
Marketing 12% 63% 25%
Regular ongoing basis
Special projects/ workloads
Exceptional circumstances/ never
For specic departments continued: Operations 16% 45% 39%
Purchasing 71% 29%
Sales 39% 31% 30%
Other 19% 36% 45%

8. In the next 12 months, do you expect your use of temporary/contract staff to... Across all departments:
10%
Decrease
73%
Remain the same
17%
Increase
Marketing 88% 12%
Decrease
Remain the same
Increase
For specic departments continued: Operations 10% 69% 21%
Purchasing 28% 43% 29%
Sales 9% 56% 35%
Other 11% 69% 20%
9a. D o you think that skill shortages are likely to impact the effective operation of your business/department? 31% 48% 21%
No
Yes - in a minor way
Yes signifcantly

9b. I n skill-short areas, would you consider employing or sponsoring a qualied overseas candidate? Yes 59% No 41%
10. For which areas have you recently found it difficult to recruit?
Junior to mid Senior management management Accountancy & Finance Distribution Engineering Human Resources IT 19% 4% 18% 5% 14% 11% 1% 11% 3% 5% Operations Purchasing Sales & Marketing Technical Other Junior to mid Senior management management 21% 4% 18% 19% 18% 11% 1% 9% 9% 6%
11. D oes your workplace allow for exible work practices? Yes 84% No 16%
12. If yes, which practices do you currently offer?
78%
Part-time employment
78%
Flexible working hours/compressed working weeks
56%
Flex-place
(such as working from home or alternative)
27%
Job sharing
27%
Flexible leave options
(such as purchased leave)
16%
Career breaks
12%
Phased retirement
Note: Multiple choices permitted.
MARKET OVERVIEW & TRENDS HUMAN RESOURCES TRENDS

13. Has overtime/extra hours in your organisation over the last 12 months...
10%
Decreased
63%
Remained the same Per week Month end 27% 19% 30% 24% 16% 33% 41% 10%
27%
Increased Year end 31% 11% 17% 41%
By how much?
None 5 hours or less 5 - 10 hours More than 10 hours
14. For non-award staff in your organisation, is overtime/extra hours worked... Paid 37% Unpaid 63%
15. Is it your policy to counter-offer staff when they resign? 59% 40%
1%
No
Sometimes
Yes
Of those you counter-offered, on average, did they....
3%
Stay less than 3 months
25%
Stay 3 - 12 months
32%
Stay longer than 12 months
40%
Leave anyway
MARKET OVERVIEW & TRENDS HUMAN RESOURCES TRENDS

16. Over the last 12 months has your staff turnover rate:
17%
Decreased
53%
Remained the same
30%
Increased
17. W hich factors do you think have the most impact on your organisations employment brand in the market?
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 of the company
Salary and benets
Work/life balance
0% 20% 40% 60% 80% 100%
Not important
Minor Importance
Important
Very important
Extremely important
18. How well do you think your organisation rates in terms of perception on the following factors?
Career path/training and development available
The companys vision, culture and values
Direct/indirect experience of the company
Salary and benets
Work/life balance
0% 20% 40% 60% 80% 100%
Poor
Okay
Good
Very well
Excellent
MARKET OVERVIEW & TRENDS ECONOMIC OUTLOOK

19. In the past 12 months, has business activity...
18%
Decreased
22%
Remained the same
60%
Increased
20. In the next 12 months, do you envisage business activity... Across all industries:
6%
Decreasing
22%
Remaining the same
72%
Increasing
For specic industries: Advertising & Media 6% 19% 75%
Construction, Property & Engineering 6% 25% 69%
Financial Services 5% 16% 79%
Decreasing
Remaining the same
Increasing
For specic industries continued: Hospitality, Travel & Entertainment 15% 24% 61%
IT & Telecommunications 4% 10% 86%
Manufacturing 16% 19% 65%
Mining & Resources 8% 15% 77%
Professional Services 4% 27% 69%
Public Sector 4% 25% 71%
Retail 4% 29% 67%
MARKET OVERVIEW & TRENDS ECONOMIC OUTLOOK

For specic industries continued: Transport & Distribution 4% 19% 77%
Other 5% 27% 68%
Decrease
Remain the same
Increase
21. What are the key factors driving your business activity? Interest rates 10% 49% 41%
Currency/forex rates 16% 41% 43%
Consumer/business condence 47% 42% 11%
Signicant impact
Some impact
No impact
21. What are the key factors driving your business activity? (continued) Capex investment (by customers) 23% 37% 40%
Projects driven (by Federal or State Government) 30% 37% 33%
Current economic conditions 58% 37% 5%
Natural disaster restoration (New Zealand and Queensland only) 28% 43% 29%
Signicant impact
Some impact
No impact
22. Do you see the general outlook for the economy in the forthcoming 6-12* months as...
16%
Weakening
*This data was collected during March 2012.
57%
Static
27%
Strengthening
ENERGY SECTOR OVERVIEW

AUSTRALIA
The deepening of Australias energy skills shortage has been the most dominant trend over the past year. Across the country several areas of high demand but low supply now exist. In Queensland the growth of the mining sector and the upgrade and ongoing maintenance of the electricity network are fuelling demand for experienced Lineworkers, technical Tradespeople, Primary & Secondary Design Engineers, Project Managers, Operations Managers, HV Substation Engineers, Supervisors, Transmission Line Engineers and Technicians and operations and maintenance candidates. Major resources projects are also fuelling high demand in Western Australia, along with stand alone power generation projects and new and upgraded transmission and distribution networks. While demand exists across the board, Design Engineers within transmission and distribution experience, Project Managers and Supervisors with power generation construction experience and Electrical/Mechanical Engineers with coal and gas operations and maintenance experience are most highly sought. As a result, salaries have increased by approximately 10 to 20 per cent. In South Australia, demand is evident for Senior Design Engineers, particularly those with primary, secondary and protection experience and experienced Project Managers. Salaries have increased for these candidates, but not to a sufficient level to attract candidates from interstate. While employers are mindful of the wage disparity with other states, senior management is rarely prepared to match interstate salaries in order to secure suitable candidates. As a result, many senior candidates have been lured interstate. In Victoria, transmission and distribution maintenance work is creating demand for Primary and Secondary Design Engineers and Transmission Line Design Engineers. The retirement of baby boomers is also fuelling demand for senior candidates. Salaries are increasing for these candidates, particularly in the design consultancies and power contracting companies as they attempt to keep candidates away from the booming resources states. Similarly, in New South Wales we also continue to see a large volume of work within the transmission and distribution industry. Capital expenditure to improve network capacity is entering the construction phase and creating high demand for Construction Managers, Project Managers, Site Managers, Site Engineers, Lineworkers and HV Electricians. This increase in demand is causing salaries and wages to increase. Towards the end of 2012 a large scale solar flagship project will also add to candidate demand in the state, and possibly salary pressure. Adding to Australias skills shortage is the challenge of attracting candidates to remote locations and competition with the mining and oil & gas sectors, where salaries are higher. In the mining states, the cost of accommodation in areas affected by the mining boom is another challenge. As a result employers, particularly in regional Queensland, are offering relocation allowances or accommodation to encourage rural working or relocation. We have also seen counter offers increase along with the provision of additional incentives as employers attempt to retain current staff. Another popular strategy to help overcome the skills shortage is to consider candidates with transferable skills. In a welcome trend, the energy industry is attracting candidates from other industries. While energy professionals previously often moved to mining or oil & gas for a higher salary or continuity of work, today we are seeing a greater number of skilled professionals electing to remain within the energy industry. In fact, the trend has now reversed in some cases, and we are seeing candidates without traditional energy backgrounds looking to move into power. This is a welcome trend, since to overcome the skills shortage employers will consider candidates with transferable skills. Also adding to the candidate pool are overseas candidates. Some companies are becoming more open to sponsoring international candidates, particularly those from the UK and New Zealand. Interstate recruitment is also on the rise, particularly in Western Australia and Queensland. Looking ahead, on the back of mining development and infrastructure upgrades the next 12 months will continue to see strong demand for energy professionals. Companies will continue to reassess their candidate attraction strategies and make improvements. Salary pressure is also likely to remain as employers act to secure appropriate resources.
NEW ZEALAND
Better economic conditions and increased electricity usage is creating demand for new power stations and improved supply routes across both the South and North Islands. The national grid owner has outlined a multi-million dollar investment over the next three to five years to replace and upgrade the infrastructure. This has filtered down to other local service providers and contractors who are also busy recruiting talent. Demand is high for industry experienced transmission and distribution personnel from trade level right through to management level. An increased shortage of Design and Project Managers of lines and substations, trade qualified Electrical Fitters, Line Mechanics, Protection Technicians and Glove & Barrier Line Mechanics has also been reported across the industry. This has been compounded by the increased demand for the same skill sets offshore, particularly from Australia, where salaries on offer are attractive, and migration for local workers is simple. New Zealand employers are trying to attract and retain valued employees by promoting the local lifestyle, however it is difficult to compete with the lure of higher wages. Due to the skills shortage, New Zealands energy industry will need to consider internationally competitive salary levels, training, or utilising a flexible workforce to ensure projects are not put at risk. Salaries have increased over the last 12 months, with the largest gains occurring in rural areas with smaller populations as opposed to the larger cities where they have remained reasonably constant. Christchurch is likely to be a unique market compared to other metropolitan areas once the construction and rebuild work gets into full swing. The strong demand for energy professionals will increase, which will push salaries up and draw candidates out of other regions, amplifying the shortage in smaller locations.
Employers, particularly in regional Queensland, are offering relocation allowances or accommodation to encourage rural working or relocation.
ENERGY DESIGN ENGINEERING

TRANSMISSION & DISTRIBUTION/ GENERATION NSW - Sydney VIC - Melbourne QLD - Brisbane WA - Perth SA - Adelaide NT - Darwin NZ - Auckland Senior Design Design Engineer*Engineer* 80 - 100 85 - 105 70 - 100 90 - 110 80 - 100 85 - 115 70 - 90 Design Drafter NSW - Sydney VIC - Melbourne QLD - Brisbane WA - Perth SA - Adelaide NT - Darwin NZ - Auckland 50 - 80 70 - 85 55 - 90 75 - 100 55 - 75 65 - 85 55 - 70 Power Systems Engineer NSW - Sydney VIC - Melbourne QLD - Brisbane WA - Perth SA - Adelaide NT - Darwin NZ - Auckland RENEWABLE NSW - Sydney VIC - Melbourne QLD - Brisbane WA - Perth SA - Adelaide NT - Darwin NZ - Auckland 80 - 120 95 - 125 80 - 140 100 - 145 85 - 115 95 - 140 90 - 120 Wind Farm Engineer 95 - 135 95 - 125 95 - 125 100 - 145 100 - 130 N/A 80 - 110 100 - 140 115 - 140 110 - 140 130 - 160 100 - 130 115 - 150 90 - 120 Senior Design Drafter 70 - 100 80 - 110 75 - 95 85 - 110 75 - 95 80 - 110 70 - 80 Protection Engineer 75 - 110 75 - 115 75 - 125 90 - 135 85 - 125 100 - 130 90 - 120 Solar Engineer 80 - 125 85 - 125 75 - 115 100 - 120 100 - 120 105 - 125 90 - 120 Principal Design Engineer 145 - 170 140 - 160 120 - 160 150 - 175 135 - 155 120 - 170 120 - 140 Engineering Manager 165 - 195 145 - 185 150 - 185 160 - 195 150 - 185 145 - 190 130 - 150 Design Manager 110 - 150 130 - 155 110 - 160 160 - 195 130 - 155 130 - 170 130 - 150
Project Engineer Senior Project (EPCM) Engineer (EPCM) 80 - 115 90 - 115 85 - 110 130 - 160 80 - 115 115 - 140 70-85 130 - 170 135 - 170 125 - 160 150 - 190 125 - 160 125 - 170 90 - 110
Transmission Line Design Engineer Project Manager 110 - 150 85 - 120 90 - 140 125 - 160 90 - 130 90 - 140 90 - 120 Geothermal Engineer 80 - 110 85 - 115 90 - 135 120 - 140 90 - 120 95 - 125 90 - 115 130 - 175 135 - 175 100 - 170 145 - 190 120 - 160 135 - 180 110 - 130 Technician 65 - 80 65 - 85 65 - 95 80 - 100 70 - 90 75 - 110 70 - 90
NOTES ON SALARIES All salaries shown exclude superannuation New Zealand salaries are represented in New Zealand dollars
NOTES ON CLASSIFICATIONS Design Engineer - Discipline (Mechanical/Process/Elec/I&C)
ENERGY OPERATIONS & MAINTENANCE

OPERATIONS & MAINTENANCE NSW - Sydney VIC - Melbourne QLD - Brisbane WA - Perth SA - Adelaide NT - Darwin NZ - Auckland Control Room Operator 75 - 100 80 - 110 75 - 95 125 - 145 80 - 110 85 - 95 70 - 110 Leading Hand NSW - Sydney VIC - Melbourne QLD - Brisbane WA - Perth SA - Adelaide NT - Darwin NZ - Auckland 65 - 80 65 - 85 65 - 110 95 - 125 75 - 100 90 - 125 70 - 90 Control Room Manager 85 - 120 95 - 125 85 - 125 140 - 160 95 - 125 95 - 125 90 - 120 Electrician 65 - 75 70 - 80 60 - 85 90 - 110 80 - 100 85 - 110 65 - 75 Maintenance Superintendent 85 - 100 85 - 100 110 - 140 130 - 160 95 - 125 105 - 140 70 - 110 Maintenance Asset Engineer Planning/Scheduler (3-7yrs)* 80 - 105 90 - 115 100 - 120 130 - 160 95 - 130 100 - 130 70 - 110 85 - 110 90 - 115 80 - 115 140 - 180 95 - 120 90 - 130 70 - 90 Line Worker 70 - 100 70 - 100 75 - 90 85 - 115 70 - 100 80 - 120 N/A
Instrumentation Mechanical Fitter Technician 65 - 75 70 - 85 60 - 85 90 - 110 70 - 90 85 - 110 65 - 75 65 - 85 70 - 90 65 - 80 110 - 130 75 - 100 90 - 120 75 - 90
NOTES ON CLASSIFICATIONS Engineer (Mechanical/Electrical)
ENERGY PROJECT DEVELOPMENT

PROJECT DELIVERY NSW - Sydney VIC - Melbourne QLD - Brisbane WA - Perth SA - Adelaide NT - Darwin NZ - Auckland Project Manager 140 - 175 130 - 170 120 - 155 135 - 185 125 - 160 120 - 160 90 - 120 Site Engineer NSW - Sydney VIC - Melbourne QLD - Brisbane WA - Perth SA - Adelaide NT - Darwin NZ - Auckland PROJECT SERVICES NSW - Sydney VIC - Melbourne QLD - Brisbane WA - Perth SA - Adelaide NT - Darwin NZ - Auckland 65 - 95 75 - 115 75 - 110 110 - 150 75 - 100 80 - 120 75 - 90 Estimator 90 - 130 95 - 115 85 - 130 110 - 150 100 - 120 85 - 120 65 - 90 Contracts Administrator NSW - Sydney VIC - Melbourne QLD - Brisbane WA - Perth SA - Adelaide NT - Darwin NZ - Auckland 80 - 110 85 - 110 80 - 115 90 - 125 80 - 110 85 - 115 55 - 65 Project Engineer* 80 - 120 85 - 130 90 - 125 130 - 160 85 - 125 110 - 140 80 - 100 Commissioning Engineer 110 - 135 120 - 140 115 - 160 150 - 180 120 - 150 100 - 150 90 - 150 Senior Estimator 140 - 180 115 - 150 110 - 155 150 - 180 120 - 140 115 - 150 90 - 120 Contracts Manager 110 - 140 110 - 145 110 - 150 140 - 170 110 - 145 120 - 150 90 - 100 Construction Manager Site Superintendent 140 - 175 130 - 165 140 - 170 160 - 200 130 - 160 120 - 160 120 - 140 Commissioning Manager 135 - 175 140 - 170 130 - 170 160 - 200 150 - 180 140 - 170 120 - 200 Planner/Scheduler 80 - 120 85 - 105 95 - 135 150 - 180 120 - 140 100 - 135 65 - 85 OHS Supervisor 90 - 115 95 - 120 90 - 120 135 - 185 90 - 110 100 - 130 60 - 80 Planning Manager 120 - 160 110 - 145 130 - 155 160 - 200 130 - 160 95 - 150 90 - 120 OHS Manager 105 - 120 115 - 140 115 - 135 160 - 220 105 - 120 100 - 150 80 - 100 110 - 140 110 - 140 95 - 130 140 - 160 110 - 135 95 - 140 70 - 80
NOTES ON CLASSIFICATIONS Mechanical/Electrical/ Instrumentation & Controls
OIL & GAS SECTOR OVERVIEW

AUSTRALIA
Australias oil & gas industry continues to gain momentum and the outlook remains bright, particularly in the contract market where continued growth is expected for both technical and specialist trades roles. One of the biggest trends over the past year has been the increase in contract rates. Contractors are being paid over and above their permanent counterparts, which is increasing the level of candidate interest in temporary roles. The benefit is mutual as employers prefer to recruit contractors for the greater flexibility they provide while candidates profit from the higher rates. Another major trend has been the salaries on offer in Western Australia and Queensland. Candidates are increasingly willing to relocate to these two oil & gas heartlands to take advantage of these salaries. In order to compete, employers in other states are showing more flexibility on salaries, although most still remain well below those on offer in Queensland and Western Australia. The Northern Territory will become a major oil and gas hub and the labour shortage will intensify in the year ahead given the needs of the Ichthys LNG project. With 4,000 workers needed for this project alone, and major LNG projects coming on line in Queensland and Western Australia, other major projects are finding themselves increasingly short of quality candidates. On top of the thousands of construction personnel needed in the Northern Territory, there is also a specific demand for Mechanical Engineers with static equipment experience, Project Engineers and Process Engineers. The number of companies focusing on succession planning has created a need for a large number of Senior and Principal Engineers. Western Australia needs high calibre Engineers, particularly within the process/flow assurance and subsea sectors. Senior Mechanical and Electrical Engineers and project controls staff also remain in short supply. In most demand in Queensland are Geologists, Reservoir Engineers, Drilling Engineers, Gas Exploration Project Managers with onshore experience in unconventional gas, Project Control candidates and Registered Professional Engineer of Queensland (RPEQ) candidates. In addition, extensive exploration and well development programs have increased the need for Health & Safety Advisors, Rig Managers and Drilling Engineers. In South Australia, demand has increased for blue collar personnel within the drilling industry as well as maintenance candidates since the current pipeline structure has aged and will need both constant maintenance and major upgrades over the next few years. A number of interstate companies have moved into South Australia and are establishing local teams. This will increase opportunities for both senior and entry level candidates across the board. New South Wales is seeing the greatest demand for intermediate and senior level Engineers. There is a shortage of candidates with five to ten years of experience who have the potential to be future business leaders. In Victoria, skill shortages exist across the board but particularly for candidates with 15 to 20 years of experience, including Project Engineers with 10 or more years of experience. We are seeing a slow but gradual increase in the salaries offered to entice candidates to remain or return to Victoria. We noted above that salaries are highest in Western Australia and Queensland. Salaries in South Australia are still below those offered in Western Australia and Queensland, although the state is becoming more competitive. New South Wales faces a similar issue, but it is augmented by the number of candidates interested in working offshore. But despite this growing shortage of quality candidates, employers in the state are not willing to increase base salary packages. They are instead offering attractive relocation packages and bonus schemes to attempt to attract candidates. Across the country, EPCM organisations are attractive to candidates for their higher salaries. This of course is a huge challenge for smaller organisations trying to secure top talent. All in all there is a lot of salary pressure across Australias oil and gas industry. But some relief could be in sight given the number of professionals now looking to enter the industry from other heavy industrial environments. This could potentially ease some of the salary pressure for companies that are prepared to consider these candidates and their transferable skills, despite their lack of oil and gas experience. Another major trend to watch in the year ahead will be the change to expatriate packages. The overall remuneration of expatriates will be impacted by the Australian Governments decision to withdraw LAFHA (Living Away From Home Allowance). This will either further tighten the labour shortage as staff and contractors leave due to their reduced income, or it will force employers to increase salaries by 10 to 20 per cent to make up the shortfall.
NEW ZEALAND
Despite the global downturn, the outlook for employment across theoil and gas sector in New Zealand has remained positive. This is primarily driven by consistent international demand for oil and the recovery in oil prices. However volatility remains, and given global conditions there has not been a wholesale increase in salaries. The New Zealand market has been buoyed by the recent increase in exploration activity and the increased interest in offshore drilling opportunities. Even with the current uncertainties there is still a broad and deep skills shortage. The static nature of permanent salaries has not helped New Zealands attractiveness in what is a truly internationally competitive market for specialised talent. The levels of permanent employment remain steady but there has been an increase in the use of contract labour. Concurrently, many skilled candidates are not willing to permanently relocate to New Zealand to work in the oil and gas fields on contract roles, since more attractive and permanent opportunities are available offshore. If planned exploration opportunities proceed the demand for specialists will increase. A broad spectrum of skills will be needed, from exploration, project design and development, construction, asset operations and maintenance, geosciences and petroleum engineering to subsea and offshore engineering, equipment manufacture, supply and service, logistics, specialist trades and labour and corporate services. It is expected that salaries for permanent roles will increase over the coming 12 months. This increase will gather momentum in line with the wider global economy. Locally, our resource friendly Government plans to open new oil and gas opportunities, which will also have a positive effect on salaries as demand increases.
Across Australia, EPCM organisations are attractive to candidates for their higher salaries. This of course is a huge challenge for smaller organisations trying to secure top talent.
OIL & GAS PROJECT DEVELOPMENT

DESIGN/ENGINEERING WA QLD NSW VIC SA NT New Zealand Graduate Engineer 65 - 95 60 - 90 55 - 75 65 - 75 60 - 85 65 - 95 40 - 50 Engineering Manager WA QLD NSW VIC SA NT New Zealand 220 - 285 230 - 280 180 - 230 180 - 250 180 - 220 200 - 260 150 - 210 Graduate Engineer 60 - 90 N/A N/A 70 - 80 70 - 90 60 - 90 40 - 50 Design Engineer* 90 - 135 80 - 140 75 - 120 80 - 125 80 - 120 90 - 135 75 - 80 Senior Design Drafter 90 - 130 80 - 120 80 - 110 90 - 120 80 - 120 90 - 130 70 - 80 Senior Design Engineer 140 - 180 140 - 180 120 - 150 120 - 170 110 - 150 140 - 180 90 - 100 Design Manager 150 - 190 140 - 180 120 - 180 130 - 180 140 - 180 150 - 190 90 - 105 Senior Engineer 160 - 220 N/A N/A 130 - 180 130 - 190 150 - 220 90 - 110 Principal/ Lead Engineer 180 - 250 N/A N/A 160 - 220 180 - 220 180 - 250 110 - 130 Principal/Lead Engineer 160 - 250 160 - 200 160 - 180 160 - 210 140 - 180 160 - 250 115 - 150
SUBSEA DESIGN/ENGINEERING WA QLD NSW VIC SA NT New Zealand
Engineer 110 - 160 N/A N/A 80 - 130 90 - 130 80 - 125 70 - 90
Manager 225 - 300 N/A N/A 180 - 250 200 - 250 200 - 325 150 - 200
salaries represent Onshore * These salaries - for Offshore you can typically add 15-20 per cent
NOTES ON CLASSIFICATIONS Design Engineer - Discipline (Civil/ Mechanical/Process/Elec/I&C)
OIL & GAS PROJECT DEVELOPMENT

PROJECT DELIVERY/CONTROLS WA QLD NSW VIC SA NT New Zealand Planner 120 - 160 90 - 115 90 - 110 90 - 130 120 - 160 120 - 160 70 - 90 Senior Cost Engineer WA QLD NSW VIC SA NT New Zealand 155 - 210 120 - 180 150 - 190 120 - 180 140 - 180 155 - 210 100 - 130 Project Engineer*x WA QLD NSW VIC SA NT New Zealand 120 - 190 110 - 160 100 - 130 90 - 140 90 - 150 120 - 190 80 - 100 Planning Senior Planner Manager 140 - 180 120 - 150 110 - 140 120 - 160 140 - 180 140 - 180 90 - 120 Commercial Manager 200 - 275 170 - 250 160 - 230 150 - 210 170 - 250 200 - 275 130 - 160 170 - 220 170 - 220 150 - 190 140 - 190 170 - 220 170 - 220 120 - 150 Project Controls Manager 200 - 300 180 - 240 140 - 200 150 - 190 180 - 240 200 - 270 100 - 140 Contracts Admin 80 - 130 70 - 120 70 - 110 70 - 110 80 - 110 80 - 130 55 - 75 Senior Contracts Admin 120 - 190 110 - 170 110 - 150 100 - 150 100 - 150 120 - 190 75 - 100 Cost Engineer 120 - 170 90 - 140 110 - 150 90 - 140 110 - 150 120 - 170 80 - 100
Commissioning Commissioning Engineer Manager 120 - 170 110 - 160 110 - 150 90 - 130 90 - 140 120 - 170 70 - 110 150 - 210 160 - 200 150 - 190 130 - 180 150 - 190 150 - 210 110 - 150
Senior Project Project Engineer Manager 165 - 230 140 - 190 130 - 170 130 - 160 130 - 180 165 - 230 100 - 120 170 - 220 160 - 210 150 - 190 150 - 200 150 - 200 170 - 220 110 - 170
Senior Project Manager Superintendent**x 195 - 240 180 - 225 190 - 220 170 - 220 180 - 220 195 - 240 170 - 200 140 - 180 140 - 180 130 - 150 100 - 140 140 - 180 140 - 180 80 - 90
These salaries represent onshore salaries - for offshore you can typically add 15-20 per cent
NOTES ON CLASSIFICATIONS P roject Engineer - Discipline (Civil/ Structural/Mechanical/Process/Elec/I&C)
uperintendent - Discipline (Civil/ ** S Structural/Mechanical/Process/Elec/I&C)
PROJECT DELIVERY/CONTROLS HSEQ WA QLD NSW VIC SA NT New Zealand
Onshore Offshore QA/QC Advisor/Officer Advisor/Officer HSE Manager Manager 90 - 140 90 -140 80 - 120 90 - 125 90 - 140 90 - 160 90 - 120 180 - 260 N/A N/A N/A 180 - 260 150 - 200 90 - 120 165 - 240 140 - 180 120 - 200 130 - 200 150 - 200 170 - 245 100 - 160 135 - 175 120 - 170 110 - 160 120 - 150 130 - 170 135 - 175 85 - 120 Senior Installation Engineer 160 - 220 N/A N/A N/A 140 - 180 160 - 220 100 - 140
Corporate HSE Manager 220 - 300 160 - 200 190 - 250 160 - 230 180 - 240 220 - 300 150 - 180 Installation Manager/ Client Rep 180 - 260 N/A N/A N/A 180 - 220 180 - 260 120 - 150 Vessel Mgr/ Marine Ops Manager 160 - 220 N/A N/A N/A 160 - 220 160 - 220 130 - 150
SUBSEA PROJECT DELIVERY WA QLD NSW VIC SA NT New Zealand
Senior Technician Technician Installation (non degree) (non degree) Engineer 80 - 120 N/A N/A N/A 80 - 120 80 - 120 60 - 80 100 - 160 N/A N/A N/A 100 - 160 100 - 160 70 - 90 130 - 175 N/A N/A N/A 125 - 160 130 - 175 90 - 110
OIL & GAS OPERATIONS & MAINTENANCE

OPERATIONS & MAINTENANCE WA QLD NSW VIC SA NT New Zealand Discipline Engineer* 135 - 180 110 - 150 110 - 150 90 - 150 130 - 160 135 - 180 90 - 140 Maintenance Planner 120 - 170 90 - 150 100 - 140 85 - 140 110 - 150 120 - 170 75 - 100 Maintenance Supervisor 120 - 160 100 - 145 110 - 140 90 - 130 120 - 140 120 - 160 80 - 100 Ops Support Engineer 100 - 150 100 - 140 80 - 110 90 - 130 90 - 130 100 - 150 100 - 130 Production Superintendent 120 - 170 120 - 170 110 - 150 110 - 150 130 - 160 120 - 170 120 - 160 Ops Superintendent 150 - 200 130 - 180 120 - 180 120 - 170 140 - 180 150 - 200 110 - 150 Production Manager 150 - 210 150 - 200 150 - 190 140 - 200 150 - 200 150 - 210 140 - 180 Ops Manager 210 - 300 200 - 260 190 - 260 170 - 260 180 - 250 210 - 300 180 - 250
Discipline Tech** OIM WA QLD NSW VIC SA NT New Zealand 85 - 120 70 - 110 70 - 90 70 - 100 80 - 110 85 - 120 60 - 80 190 - 250 N/A N/A N/A 170 - 220 250 190 - 240
NOTES ON CLASSIFICATIONS iscipline Engineer - Discipline (E&I/ * D Mech/Process/Corrosion/Materials/ Reliability) iscipline Tech - Discipline (E&I/ ** D Mech/Process/Corrosion/Materials/ Reliability)
OIL & GAS GEOSCIENCES & PETROLEUM ENGINEERING

GEOSCIENCES WA QLD NSW VIC SA NT New Zealand Graduate Geoscientist 70 - 110 70 - 110 65 - 95 65 - 85 70 - 100 70 - 110 60 - 80 Geologist WA QLD NSW VIC SA NT New Zealand 120 - 200 160 - 220 120 - 190 140 - 190 N/A 120 - 200 50 - 120 Intermediate Geoscientist 90 - 140 90 - 160 90 - 130 80 - 130 80 - 130 90 - 140 90 - 120 Senior Geoscientist 150 - 230 130 - 230 120 - 185 130 - 190 140 - 180 150 - 230 130 - 170 Lead Geoscientist 200 - 280 200 - 280 180 - 250 180 - 250 175 - 245 200 - 280 200 - 280 Exploration Manager 230 - 300 230 - 300 210 - 290 200 - 290 215 - 285 230 - 300 230 - 300 Technical Assistant 80 - 110 80 - 110 70 - 95 75 - 95 75 - 100 80 - 110 50 - 70
Environmental Hydrogeologist Geologist Petrophysicist 120 - 200 110 - 190 100 - 170 N/A N/A 120 - 200 50 - 120 Intermediate Engineer 100 - 160 100 - 160 95 - 135 85 - 130 90 - 130 120 - 180 70 - 100 100 - 150 N/A N/A 120 - 200 50 - 120 Senior Engineer 140 - 200 140 - 200 120 - 150 120 - 160 130 - 180 160 - 220 100 - 120 120 - 200 140 - 220 160 - 240 150 - 230 N/A N/A 140 - 220 50 - 120 Engineering Lead Engineer Manager 170 - 240 170 - 240 130 - 190 140 - 200 170 - 220 185 - 240 130 - 190 230 - 300 220 - 300 180 - 220 170 - 290 200 - 250 230 - 300 180 - 220
Graduate PETROLEUM/RESERVOIR ENGINEERING Engineer WA QLD NSW VIC SA NT New Zealand 75 - 100 75 - 100 70 - 90 70 - 90 70 - 85 75 - 125 60 - 80
OIL & GAS GEOSCIENCES & PETROLEUM ENGINEERING

DRILLING WA QLD NSW VIC SA NT New Zealand Drilling Engineer 145 - 180 145 - 180 110 - 150 100 - 150 130 - 170 145 - 180 150 - 180 Senior Drilling Engineer 170 - 240 170 - 240 150 - 190 150 - 200 180 - 220 170 - 240 180 - 230 Drilling Manager 240 - 320 240 - 320 200 - 270 190 - 280 200 - 250 240 - 320 250 - 300 LWD/MWD Engineer 90 - 140 120 - 150 N/A N/A 110 - 140 90 - 140 N/A
RESOURCES & MINING SECTOR OVERVIEW

AUSTRALIA
To say the booming resources & mining sector is the highlight of Australias recruitment landscape is an understatement. New major projects as well as expansions and of course the ongoing skills shortage is fuelling a very active and fierce race for the top talent. In Western Australia, this race for talent is most notable for Mine Managers, Quarry Managers, Mine and Exploration Geologists, Mining Engineers, Surveyors, maintenance professionals, Process Engineers and Metallurgists. HD Fitters and Electricians in maintenance and Drillers and Machine Operators in production are also highly sought after. In Queensland many projects have now commenced and a huge increase in demand for skilled professionals will be seen. Technical Managers, Mining Engineers, Maintenance Superintendents, Environmental Engineers, Study Managers in port and rail operations, Electrical tradespeople and Electrical Engineers are all needed. Given the planned development of a series of mines over the coming three to four years, the current severe shortage of talent will very quickly turn into a market defining drought. In the Northern Territory, the Ichthys project and other LNG projects are attracting top talent away from the resources and mining sector. Add the expansion of existing mines and demand is high for Geotechnical Engineers, Geologists, Scheduling and Planning Engineers, skilled HD Fitters, Auto Electricians, Boilermakers and E&I Technicians. In New South Wales a large pipeline of major projects and new mining operations is creating demand for design & construction experts, Construction Managers, Project Managers and Civil, Mechanical and Electrical Engineers. Operational staff across production, engineering, maintenance, health, safety & environment, training and processing are sought. Consistent with last year, Mining Engineers, Geologists, Geotechnical Engineers, skilled tradespeople and statutory ticket holders are in demand. South Australia is entering an unprecedented phase of growth. With an exciting pipeline of projects across iron ore and base metals in addition to uranium expansion, the demand for Engineers, Geologists and tradespeople has never been higher. New underground mines, billion dollar open pit iron ore studies and the emergence of coal-togas have increased demand for Mine Engineers. In design and construction, intermediate Engineers with heavy industry experience are needed. Skilled Diesel Mechanics, Digger Operators and Drillers are in short supply. In geosciences, mid-level Mine and Exploration Geologists are needed. Victoria has seen a steady increase in both operational activity and exploration across an increasing range of mineral resources. The demand for Geotechnical Engineers, Surveyors, Geologists and Mining Engineers is high, with serious candidate shortages affecting productivity. EPCMs and design consultancies require Senior Engineers across all disciplines with suitable candidates increasingly hard to come by. In Tasmania a major gold producer has increased the life of their mine by five years, which has created operational job opportunities. Investing heavily in exploration, they feel this number could double to ten years, which would create further employment opportunities moving forward. Demand also exists for Senior Mining Engineers, Maintenance Superintendents and Geologists across the state. In response to the skills shortage, many employers are turning to contract staff, interstate candidates or sponsorship to fill skills gaps. They are becoming more flexible in terms of experience and will provide training to get a candidate to the required level. At the trades level they will recruit candidates with heavy industrial experience and there has been an increase in graduate vacancies and apprenticeships. Mining specific universities in Europe and North America are the target for a number of mining companies looking to secure graduates. They are also looking further afield to source specific tradespeople and skilled operators that qualify for a 457 visa. Retention is an increasingly important priority and benefits are rising as a result. They include health insurance, novated car leases, share options, income protection, flexible super contributions, long service leave and even part time rosters. Improved FIFO rosters are offered. Of course the greatest salary increases have been seen in Western Australia, most notably for Mine Managers, certain areas of Occupational Health and Safety, Geologists, Engineers and in maintenance and production. Contract rates have increased. But even in Western Australia this is not a universal trend and some companies are relying on the quality of their benefits, rosters, camp accommodation or project strength to attract and retain staff. Another notable salary trend has occurred in New South Wales where the gap is closing with Queensland and Western Australia (excluding FIFO benefits or site uplifts).Employers in New South Wales are also using the residential lifestyle to attract candidates. In South Australia, companies are increasing salaries but remain reluctant to compete with other mining states by matching salaries.In Tasmania, the salary disparity with the mainland continues. Despite the ongoing skills shortage, the needs of the resources and mining industry are so particular that a new phrase has been coined to describe the unique talent needed. The term orange collar evolved from the fluorescent orange, high visibility uniform commonly worn by employees in the sector. Orange collar staff are identified by their highly technical and specialist skills. They are likely to work in remote locations, and are typified by their level of relevant training, adherence to compliance and long-term commitment to a project. The sheer number of mining projects in Australia will see employers continue to compete for orange collar candidates over the year ahead.
NEW ZEALAND
Following the well publicised challenges and tragedy of the previous year, 2011/2012 saw the mining industry start to recuperate, with the development of new mining ventures on the West Coast of the South Island. With local mining companies already struggling to find the required staff, this increased competition has intensified demand. As a result, established mine sites are attempting to retain valued staff as they compete with increased salaries and the ever present and buoyant Australian mining sector. Skills shortages and wage inflation have impacted on recruitment trends. Companies are taking a serious approach to attracting talent who can add significant value. Greater flexibility including reduced hours, accommodation, flexible rosters and fly-in, fly-out (FIFO) options to the West Coast from other New Zealand regions are being offered to top talent. Skills shortages exist at the senior level for Engineers, Managers and Superintendents. Maintenance crews and Diesel Mechanics are difficult to attract and retain and are constantly exposed to offshore recruitment campaigns. The aggressive attraction strategies of these offshore companies have seen some local companies offer salaries that match their Australian counterparts. At the same time, they are promoting the West Coast lifestyle as a key differentiator. The challenges of the past 12 months have ensured that mining salaries remained constant and at manageable levels, although this is set to change. The thriving mining industry in both Western Australian and Queensland, combined with increased activity in New Zealands mining sector will intensify the competition for talent. Salary expectations and demands will increase as a result.
RESOURCES & MINING

MAINTENANCE WA QLD NSW VIC SA TAS NT New Zealand Maintenance Superintendent 150 - 180 160 - 180 160 - 180 120 - 150 115 - 140 105 - 130 130 - 180 115 - 180 Leading Hand WA QLD NSW VIC SA TAS NT New Zealand 135 - 170 100 - 130 100 - 125 90 - 110 85 - 110 80 - 95 95 - 115 90 - 110 Maintenance Planner 120 - 160 120 - 145 100 - 130 100 - 130 90 - 135 85 - 105 100 - 140 80 - 110 Maintenance Supervisor 130 - 170 140 - 160 130 - 150 90 - 110 85 - 130 80 - 105 100 - 140 75 - 95 Mechanical Eng Mid level 3-7yrs 120 - 150 95 - 120 90 - 120 80 - 110 80 - 120 75 - 100 115 - 145 70 - 100 Boiler Maker/ Welder 120 - 140 90 - 110 75 - 90 80 - 100 75 - 110 75 - 85 90 - 120 80 - 95 Senior Mining Engineer 150 - 170 160 - 190 130 - 160 140 - 160 120 - 150 120 - 140 130 - 170 95 - 130 Electrical Eng Mid level 3-7yrs 120 - 150 95 - 130 90 - 120 78 - 110 85 - 130 75 - 100 155 - 145 70 - 100 Instrumentation Technician 130 - 160 90 - 110 80 - 110 80 - 100 85 - 110 75 - 85 90 - 120 80 - 95 Mining Engineer 100 - 145 120 - 150 90 - 130 100 - 130 85 - 130 90 - 120 110 - 150 90 - 120
Mechanical Fitter Electrician 120 - 150 80 - 95 90 - 115 80 - 100 70 - 110 70 - 85 100 - 120 90 - 110 Underground/ Quarry Manager 160 - 200 150 - 180 130 - 160 100 - 120 130 - 160 110 - 140 150 - 200 120 - 175 120 - 140 90 - 120 90 - 120 80 - 120 85 - 120 70 - 85 90 - 120 80 - 95 Technical Services Mgr 200 - 230 180 - 250 180 - 210 170 - 200 140 - 180 130 - 170 160 - 180 N/A
METALLIFEROUS MINING ENGINEERING Mine Manager WA QLD NSW VIC SA TAS NT New Zealand 200 - 285 180 - 230 160 - 250 180 - 220 160 - 250 150 - 200 150 - 230 160 - 250
NOTES ON SALARIES In WA/SA all salaries are based on 9&5 and 2&1 rosters excluding superannuation and additional benets.
F or all other states, salaries are based on residential positions excluding superannuation and additional benets.
New Zealand salaries are represented in New Zealand dollars
Graduate METALLIFEROUS MINING ENGINEERING Mining Engineer WA QLD NSW VIC SA TAS NT New Zealand
Geo - Technical Engineer 120 -160 115 - 150 130 - 160 110 - 130 120 -160 105 - 130 120 - 160 N/A
Chief Surveyor 155 - 170 130 - 170 150 - 170 90 - 115 120 - 140 95 - 120 120 - 160 75 - 120
Senior Surveyor 135 - 155 120 - 150 120 - 150 90 - 120 110 - 125 85 - 115 135 - 155 90 - 140
Mine Surveyor 100 - 135 110 - 130 100 - 120 75 - 100 90 - 120 70 - 90 90 - 135 60 - 110
90 - 100 70 - 90 60 - 90 60 - 80 60 - 80 60 - 85 70 - 90 60 - 70
For all other states, salaries are based on residential positions excluding superannuation and additional benets.
New Zealand salaries are represented in New Zealand Dollars
METALLIFEROUS GEOLOGY - MINING WA QLD NSW VIC SA TAS NT New Zealand METALLIFEROUS GEOLOGY - EXPLORATION WA QLD NSW VIC SA TAS NT New Zealand
Chief Geologist 180 - 240 150 - 200 140 - 200 150 - 180 145 - 180 120 - 160 160 - 200 110 - 130 Exploration Manager 160 - 210 150 - 200 150 - 200 150 - 180 130 - 180 120 - 150 150 - 205 100 - 140
Senior Mine Geologist 125 - 170 130 - 160 120 - 160 120 - 150 110 - 140 95 - 115 110 - 160 100 - 150
Mine Geologist 90 - 125 110 - 140 80 - 120 100 - 120 90 - 120 80 - 100 90 - 130 70 - 95
Graduate Geologist 75 - 95 75 - 90 60 - 80 65 - 75 65 - 80 55 - 70 80 - 95 50 - 60 Pit Technician/ Geological Technician 65 - 90 70 - 95 50 - 90 50 - 80 60 - 70 55 - 70 80 - 95 45 - 55
Senior ExplorationExploration Geologist Geologist 130 - 170 120 - 150 120 - 150 130 - 160 110 - 140 95 - 130 120 - 165 100 - 120 100 - 135 95 - 130 70 - 120 100 - 125 90 - 120 80 - 100 100 - 130 70 - 90
Field Assistant 65 - 90 65 - 90 50 - 90 60 - 80 65 - 80 55 - 70 70 - 95 50 - 60
In Queensland more employers are offering y-in y-out (FIFO) options, which has been taken into consideration in these salaries presented.
RESOURCES & MINING

MINERAL PROCESSING WA QLD NSW VIC SA TAS NT New Zealand Process Engineer Senior Process Manager - Mid level 3-7yrs Metallurgist 180 - 250 170 - 200 170 - 190 170 - 200 125 - 160 150 - 180 170 - 220 150 - 200 Mill Superintendent WA QLD NSW VIC SA TAS NT New Zealand MOBILE PLANT - SURFACE MAINTENANCE WA QLD NSW VIC SA TAS NT New Zealand 145 - 185 125 - 160 130 - 155 120 - 140 120 - 155 110 - 140 110 - 165 120 - 150 Workshop Supervisor 130 - 165 130 - 150 95 - 130 95 - 125 95 - 130 85 - 110 110 - 150 85 - 110 100 - 140 90 - 110 80 - 100 85 - 110 95 - 120 70 - 100 100 - 130 75 - 100 Shift Supervisor 115 - 160 85 - 110 85 - 105 90 - 120 75 - 90 75 - 90 90 - 140 80 - 95 HD Fitter 140 - 170 120 - 130 90 - 120 85 - 120 95 - 140 80 - 110 110 - 140 80 - 95 130 - 165 120 - 160 100 - 130 110 - 135 110 - 130 100 - 125 115 - 155 105 - 135 Mill Operator 80 - 110 80 - 100 65 - 80 80 - 100 70 - 90 65 - 80 70 - 100 70 - 85 Auto Electrician 140 - 160 120 - 135 90 - 120 90 - 120 80 - 140 75 - 95 110 - 140 75 - 95 Metallurgist 90 - 125 80 - 100 80 - 100 85 - 100 80 - 110 75 - 100 90 - 120 75 - 100 Metallurgical Technician 65 - 80 60 - 70 60 - 70 60 - 70 55 - 75 55 - 70 70 - 85 60 - 75 Boiler Maker/ Welder 115 - 150 110 - 120 80 - 95 85 - 100 90 - 120 65 - 85 100 - 140 80 - 95 Graduate Metallurgist 75 - 85 60 - 75 60 - 75 60 - 75 60 - 75 55 - 70 60 - 80 55 - 70 Laboratory Technician 65 - 80 60 - 75 60 - 70 50 - 70 55 - 70 50 - 70 70 - 85 55 - 75 Service Person 110 - 130 85 - 95 70 - 90 70 - 95 80 - 100 70 - 85 80 - 120 55 - 65
MOBILE PLANT - SURFACE OPERATORS WA QLD NSW VIC SA TAS NT New Zealand MOBILE PLANT - UNDERGROUND MAINTENANCE WA QLD NSW VIC SA TAS NT New Zealand MOBILE PLANT - UNDERGROUND OPERATORS WA QLD NSW VIC SA TAS NT New Zealand
Open Pit Supervisor 140 - 160 110 - 140 110 - 140 105 - 140 110 - 140 90 - 110 90 - 160 70 - 100 Workshop Supervisor 130 - 160 120 - 140 105 - 120 85 - 130 90 - 130 80 - 100 120 - 140 100 - 130 Underground Supervisor 130 - 150 130 - 150 130 - 150 105 - 145 100 - 140 90 - 110 90 - 120 90 - 130
Excavator Operator 100 - 130 125 - 140 90 - 120 90 - 115 75 - 120 70 - 90 100 - 130 60 - 85 HD Fitter 130 - 150 120 - 140 80 - 115 85 - 120 90 - 130 80 - 100 110 - 140 80 - 110 Jumbo Operator 140 - 180 110 - 130 110 - 130 130 - 150 110 - 120 85 - 110 135 - 170 130 - 160
Dump Truck Operator 90 - 110 110 - 125 75 - 110 70 - 110 85 - 100 60 - 85 90 - 110 55 - 65 Auto Electrician 130 - 150 120 - 130 90 - 120 90 - 115 80 - 130 80 - 100 110 - 140 80 - 100 Bogger Operator 110 - 150 105 - 120 110 - 135 110 - 130 80 - 100 80 - 105 110 - 150 110 - 140
Driller 110 - 130 110 - 130 75 - 115 75 - 120 75 - 120 70 - 95 100 - 130 70 - 110 Boiler Maker/ Welder 110 - 150 110 - 130 80 - 115 85 - 115 70 - 120 70 - 85 100 - 140 80 - 95 Service Crew 90 - 130 90 - 105 90 - 110 85 - 105 90 - 110 60 - 75 90 - 130 70 - 90
All-Rounder 100 - 130 120 - 130 80 - 120 80 - 115 85 - 120 65 - 85 100 - 130 65 - 85
RESOURCES & MINING

COAL - HEALTH SAFETY ENVIRONMENT & TRAINING POSITIONS HSE Manager WA QLD NSW VIC TAS SA New Zealand 170 - 220 160 - 185 180 - 220 140 - 180 110 - 170 140 - 170 100 - 150 Environmental Superintendent WA QLD NSW VIC TAS SA New Zealand 145 - 185 145 - 185 140 - 170 90 - 120 90 - 120 120 - 160 90 - 110 OH&S Manager/ Superintendent 150 - 170 120 - 160 140 - 200 90 - 120 N/A 120 - 160 90 - 130 Environmental Coordinator 90 - 150 90 - 150 110 - 140 65 - 85 75 - 100 80 - 120 90 - 110 OH&S Coordinator 130 - 145 75 - 110 90 - 120 80 - 100 80 - 100 75 - 120 80 - 95 OH&S Officer 100 - 125 80 - 100 90 - 120 70 - 95 70 - 90 55 - 90 70 - 90
Environmental Officer Training Coordinator 75 - 90 75 - 90 90 - 120 65 - 85 65 - 90 65 - 90 80 - 100 120 - 140 80 - 90 100 - 120 60 - 75 65 - 90 80 - 100 80 - 100
COAL - TECHNICAL ENGINEERING/MANAGEMENT QLD NSW VIC New Zealand
Project Mine Manager CHPP Manager Manager 200 - 250 180 - 230 150 - 200 130 - 175 Drill & Blast Engineer 180 - 220 170 - 220 130 - 170 110 - 145 140 - 200 180 - 220 120 - 150 120 - 165
Technical Services Manager 180 - 200 180 - 230 90 - 140 110 - 160 Statutory Surveyor 125 - 165 130 - 160 90 - 110 100 - 130 Open Cut Examiner 150 - 180 140 - 180 90 - 110 90 - 110 N/A Senior Exploration Geologist 135 - 150 160 - 180 110 - 140 120 - 150 140 - 170
Senior Mining Mine Planning Engineer Engineer 160 - 180 150 - 180 100 - 130 95 - 120 Surveyor 110 - 130 100 - 130 70 - 90 60 - 80 120 - 150 130 - 150 90 - 120 90 - 110
Graduate Mining Engineer Engineer 120 - 150 90 - 120 100 - 130 120 - 150 70 - 100 80 - 100 60 - 80 60 - 70
QLD NSW VIC New Zealand COAL - PRODUCTION MANAGEMENT QLD NSW VIC SA New Zealand
100 - 120 130 - 160 90 - 100 80 - 105
Production Superintendent Undermanager Deputy 140 - 180 160 - 180 100 - 130 100 - 135 90 - 135 Senior Geologist 135 - 150 150 - 180 110 - 130 115 - 135 140 - 160 Project Geologist 150 - 180 180 - 200 N/A N/A 115 - 130 120 - 150 130 - 180 N/A 120 - 140 105 - 120
COAL GEOLOGY QLD NSW VIC SA New Zealand
Exploration Mine Geologist Manager 115 - 135 120 - 160 70 - 100 80 - 115 120 - 140 Exploration Geologist 100 - 135 90 - 120 80 - 95 85 - 120 120 - 140 180 - 230 180 - 210 130 - 160 140 - 180 120 - 180 Graduate Geologist 75 - 90 60 - 90 65 - 75 70 - 90 50 - 65
QLD NSW VIC SA New Zealand
90 - 110 100 - 130 80 - 95 90 - 120 70 - 95
RESOURCES & MINING

COAL - MAINTENANCE ENGINEERING QLD NSW VIC SA New Zealand Maintenance Manager 180 - 210 160 - 200 120 - 150 135 - 180 100 - 120 Statutory Mechanical Engineer QLD NSW VIC SA New Zealand COAL - TRADES QLD NSW VIC SA New Zealand
Engineering Manager 160 - 200 170 - 200 110 - 140 150 - 180 110 - 130
Maintenance Superintendent 160 - 180 150 - 180 110 - 130 125 - 150 110 - 130
Maintenance Supervisor 120 - 140 125 - 140 80 - 110 110 - 130 110 - 130 Electrical Engineer (3-7 yrs) 90 - 115 90 - 130 80 - 100 90 - 130 120 - 160
Maintenance Planner 100 - 130 90 - 130 100 - 130 100 - 135 110 - 130 Longwall Coordinator 150 - 170 120 - 140 N/A N/A 125 - 135 Leading Hand 140 - 160 100 - 120 95 - 125 100 - 120 75 - 95
Statutory Mechanical Electrical Engineer (3-7yrs) Engineer 90 - 125 90 - 130 80 - 100 90 - 130 120 - 130 Instrumentation Technician 130 - 150 120 - 140 85 - 115 80 - 110 80 - 100 120 - 150 150 - 200 90 - 120 130 - 150 120 - 160
120 - 150 150 - 200 90 - 120 130 - 150 120 - 130 Electrician 125 - 145 100 - 125 80 - 110 80 - 120 80 - 100
Boiler Maker/ Mechanical Fitter Welder 110 - 135 90 - 110 80 - 105 80 - 100 90 - 110 110 - 135 90 - 120 85 - 110 85 - 110 70 - 90
INDUSTRIAL DESIGN WA QLD NSW VIC SA TAS NT New Zealand

NOTES ON SALARIES Salaries are based on residential positions excluding superannuation and additional benets.
Engineering Manager 250 - 280 200 - 260 170 - 220 180 - 220 150 - 200 150 - 190 200 - 250 140 - 220
N ew Zealand salaries are represented in New Zealand dollars
Principal/ Project Lead Engineer Manager 170 - 210 180 - 230 140 - 170 150 - 180 125 - 170 110 - 140 165 - 210 95 - 130 260 - 330 180 - 250 130 - 150 150 - 220 120 - 160 110 - 140 160 - 240 110 - 160
Senior Design Design Engineer Engineer 140 - 170 130 - 170 100 - 130 100 - 150 120 - 140 90 - 110 120 - 170 80 - 140 100 - 130 85 - 120 80 - 110 70 - 110 100 - 130 80 - 100 110 - 130 60 - 90
Senior Project Engineer (EPCM) 120 - 160 120 - 170 130 - 160 110 - 150 100 - 145 90 - 120 135 - 170 70 - 130
INDUSTRIAL DESIGN WA QLD NSW VIC SA TAS NT New Zealand

Project Engineer (EPCM) 90 - 120 90 - 120 80 - 130 80 - 120 80 - 110 80 - 110 110 - 145 70 - 100
Design Manager/ Chief Drafter 130 - 170 140 - 200 100 - 130 110 - 150 100 - 130 110 - 160 115 - 170 70 - 90
Senior Design Piping Drafter Design Drafter Designer 100 - 130 85 - 130 80 - 115 100 - 130 85 - 110 80 - 140 75 - 120 60 - 75 70 - 95 65 - 100 70 - 90 70 - 100 50 - 85 70 - 100 70 - 95 40 - 60 95 - 140 65 - 100 80 - 100 80 - 110 85 - 125 80 - 140 100 - 120 60 - 95
INDUSTRIAL CONSTRUCTION WA QLD NSW VIC SA TAS NT New Zealand
Project Manager 190 - 240 190 - 250 140 - 220 180 - 220 140 - 200 120 - 160 160 - 240 120 - 180
Construction Manager/ Senior Superintendent Estimator 160 - 230 170 - 230 150 - 220 180 - 200 130 - 180 120 - 160 140 - 200 90 - 130 170 - 200 160 - 220 125 - 170 120 - 150 130 - 150 100 - 130 155 - 200 90 - 120
Planning Manager 160 - 200 160 - 220 120 - 170 140 - 170 120 - 180 110 - 130 140 - 200 90 - 120 Site Supervisor 110 - 140 100 - 150 100 - 150 80 - 110 100 - 150 80 - 110 110 - 150 80 - 100
Contracts Manager 160 - 240 160 - 220 130 - 180 150 - 180 125 - 180 110 - 130 140 - 200 80 - 120
Project Engineer (Civil/Mech/ Elec) 120 - 150 130 - 180 100 - 150 90 - 135 110 - 140 80 - 110 120 - 160 80 - 120
Estimator WA QLD NSW VIC SA TAS NT New Zealand

Contracts Administrator Planner 100 - 140 100 - 140 90 - 130 80 - 120 80 - 120 80 - 110 95 - 140 60 - 80 110 - 140 90 - 140 100 - 140 110 - 140 100 - 160 80 - 110 90 - 140 75 - 100
Site Engineer (Civil/Mech/ Elec) Safety Advisor 95 - 115 100 - 140 70 - 120 80 - 120 75 - 115 80 - 115 110 - 140 70 - 110 90 - 120 90 - 140 90 - 140 80 - 110 90 - 125 80 - 100 110 - 130 80 - 100
110 - 140 100 - 150 75 - 125 110 - 130 100 - 150 80 - 120 110 - 150 60 - 80
Site allowances are paid on base salary and range from 15 to 45 per cent depending on location.
Australia
New South Wales Sydney Chifley Tower T: 02 8226 9600 O'Connell Street T: 02 9249 2200 Spring Street T: 02 9221 5852 City South T: 02 9280 3577 North Sydney T: 02 9957 5733 Chatswood T: 02 9411 8122 Parramatta T: 02 9635 1133 Liverpool T: 02 9601 8822 Burwood T: 02 9744 3344 Hurstville T: 02 9580 8333 Newcastle T: 02 4925 3663 Wollongong T: 02 4222 0100 Victoria Melbourne 360 Collins St 410 Collins St St Kilda Rd Mulgrave Moonee Ponds Camberwell Geelong Queensland Brisbane Brisbane Brisbane City Mt. Gravatt Ipswich Gold Coast Townsville Maroochydore Chermside ACT Canberra
Our international reach operating in 32 countries

Australia Austria Belgium Brazil Canada Chile China Columbia Czech Republic
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Ireland Italy Japan Luxembourg Mexico Netherlands New Zealand Poland Portugal Russia Singapore Spain Sweden Switzerland
Western Australia Perth T: 08 9254 4595 South Australia Adelaide Tasmania Hobart Launceston T: 08 8231 0820 T: 03 6234 9554 T: 03 6333 9400
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HaysSalaryGuide 2012 AU NRG Oil Res

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2012 HAYS SALARY GUIDE SHARING OUR EXPERTISE

Salary and recruiting trends across Australia & New Zealand

LOCATIONS IN THE REGION

CONSULTANTS IN AUSTRALIA & NEW ZEALAND

TEMPORARY & CONTRACT STAFF ENGAGED WEEKLY

PEOPLE PLACED IN PERMANENT JOBS EACH YEAR

36 38 850+ 12,000 15,000

MARKET OVERVIEW & TRENDS

SKILLS SHORTAGES INTENSIFY

4 | 2012 Hays Salary Guide

MARKET OVERVIEW & TRENDS SALARY POLICY

Construction, Property & Engineering 10% 26% 49% 12%

Financial Services 9% 30% 51% 7%

Hospitality, Travel & Entertainment 7% 53% 38%

IT & Telecommunications 14% 27% 45% 9% 5%

More than 10%

6 | 2012 Hays Salary Guide

For specic industry continued: Manufacturing 10% 44% 43% 2% 1%

Mining & Resources 6% 19% 55% 12% 8%

Professional Services 7% 23% 53% 17%

Public Sector 6% 45% 43% 4%

Retail 9% 49% 35% 5%

Transport & Distribution 7% 53% 38%

Other 9% 42% 43% 4%

2012 Hays Salary Guide | 7

MARKET OVERVIEW & TRENDS SALARY POLICY

For specic industry: Advertising & Media 5% 48% 38% 9%

Construction, Property & Engineering 7% 39% 46% 7%

Financial Services 10% 42% 43% 5%

Hospitality, Travel & Entertainment 7% 60% 31%

IT & Telecommunications 4% 42% 50%

More than 10%

8 | 2012 Hays Salary Guide

For specic industry continued: Manufacturing 4% 59% 35% 2%

Mining & Resources 30% 55% 13%

Professional Services 5% 39% 46% 9%

Public Sector 6% 53% 41%

Retail 12% 46% 38%

Transport & Distribution 6% 54% 37%

Other 9% 50% 39%

2012 Hays Salary Guide | 9

MARKET OVERVIEW & TRENDS SALARY POLICY

10 | 2012 Hays Salary Guide

MARKET OVERVIEW & TRENDS RECRUITMENT TRENDS

For specic departments: Accountancy & Finance 20% 51% 29%

Engineering 24% 24% 52%

Human Resources 16% 46% 38%

Information Technology 24% 43% 33%

Remained the same

2012 Hays Salary Guide | 11

MARKET OVERVIEW & TRENDS RECRUITMENT TRENDS

Operations 21% 34% 45%

Project Management 34% 31% 35%

Purchasing 14% 72% 14%

Sales 26% 22% 52%

Other 16% 34% 50%

Remained the same

12 | 2012 Hays Salary Guide

For specic departments: Accountancy & Finance 10% 64% 26%

Engineering 12% 24% 64%

Human Resources 10% 51% 39%

Information Technology 16% 46% 38%

Remain the same