Hays Salary Guide 2010-AU Eng

THE 2010 HAYS
SALARY GUIDE
SHARING OUR
EXPERTISE
Salaries and recruiting trends across Australia and New Zealand.
hays.com.au hays.net.nz
HAYS AUSTRALIA & NEW ZEALAND
10,000+
PEOPLE PLACED IN PERMANENT JOBS EACH YEAR
8,500+
TEMPORARY AND CONTRACT STAFF ENGAGED EACH WEEK
670+
CONSULTANTS IN AUSTRALIA & NEW ZEALAND
36
LOCATIONS ACROSS AUSTRALIA & NEW ZEALAND
33+
YEARS OF EXPERIENCE
Thank you Feedback Disclaimer

Hays would like to express our gratitude to all We welcome any feedback or comments The Hays Salary Survey is representative of a
those organisations that participated in our regarding this survey whether positive or value added service to our clients, prospective
online survey and provided such invaluable negative to ensure that it continues to be clients and candidates. Whilst every care is
feedback, which we feel has contributed to relevant to Australian and New Zealand taken in the collection and compilation of
making this the most accurate and up to date organisations across all industries. Please data, the survey is interpretive and indicative,
survey of its kind in Australia and New address any suggestions to your local Hays not conclusive. Therefore information should
Zealand. A list of all contributors who kindly office or to: be used as a guideline only and should not be
gave their permission to be named as reproduced in total or by section without
participants can be found on our website. Hays written prior permission from Hays.
Level 11, The Chifley Tower, 2 Chifley Square
This survey is reproduced in full in PDF format Sydney NSW 2000
on our website –
hays.com.au and hays.net.nz E: salarysurvey@hays.com.au
2010 Hays Salary Guide | 3

THE BEST
DECISIONS
ARE INFORMED
DECISIONS
“There is new optimism in the market with 67 per cent

of employers surveyed predicting the economy will
strengthen in the next 6 to 12 months. This is in stark
contrast to this time last year when only 6 per cent
thought the economy would improve. This increased
confidence is further illustrated by 45 per cent of
respondents intending to increase permanent
headcount and 22 per cent expecting to increase
their use of temporary and contract staff. A very
different picture to this time last year.”
Nigel Heap, Managing Director of Hays Asia Pacific
4 | 2010 Hays Salary Guide
SECTION ONE
MARKET OVERVIEW
& TRENDS
Results gained from over 1,800 employers
throughout Australia and New Zealand.

Market Overview & Trends Salary Policy
1. On average in your last review,

by what percentage did you 3%
increase salaries?
6%
Across all industries

29%
62%
Less than 3%
From 3% to 6%
From 6% to 10%
More than 10%
10% 5% 4%
13%
27%
For specific industries
64%
77%
Advertising & Media Construction, Property & Engineering
4% 2% 5% 2%
26%
30%
68% 63%
Financial Services Hospitality, Travel & Entertainment

Salary Policy Market Overview & Trends
1. On average in your last review,

by what percentage did you 2%
8% 5%
increase salaries? continued...
20%
26%
67%
72%
IT & Telecommunications Manufacturing
4% 4%
8%
10%
26%
56%
32%
60%
Mining & Resources Professional Services
4% 1% 5% 2%
43% 27%
52%
66%
Public Sector Retail
2% 1% 4% 1%
19%
33%
62%
78%
Transport & Distribution Other

2. When you next review, by

what percentage do you 8% 2%
intend to increase salaries?
43%
47%
Less than 3%
From 3% to 6%
From 6% to 10%
More than 10%
5% 3%
10%
26%
43%
44%
69%
7% 1% 5%
44%
41%
54%
48%

Salary Policy Market Overview & Trends
2. When you next review, by

what percentage do you 7% 4% 1%
intend to increase salaries?
continued...
For specific industries 46%

36%
57%
49%
3% 8% 2%
15%
28%
36%
54%
54%
1% 1% 1%
47%
52%
47%
51%
4% 2% 4%
53%
43% 51% 43%

3. Does your company offer

flexible salary packaging?
79% 21% Yes
0% 20% 40% 60% 80% 100% No
Of those who answered yes, the

following benefits were indicated All Employees More than 50% Less than 50% Few Employees
as being commonly offered to...
Car 14% 9% 27% 50%
Bonuses 30% 14% 22% 34%
Private Health Insurance 33% 5% 9% 53%
Parking 35% 14% 16% 35%
Salary Sacrifice 57% 8% 13% 22%
Superannuation 86% 4% 3% 7%
Private Expenses 15% 5% 14% 66%
Other 38% 7% 10% 45%
4. What is your company’s

Fringe Benefits Tax policy? 5%
(Australia only)
12%
52%
Employer bears
FBT cost
31% Employee bears
FBT cost
Cost shared between
Employer & Employee
Other

Recruitment Trends Market Overview & Trends
5. Over the last 12 months, have

permanent staff levels in your
department...
Across all departments
Increased
33% 25% 42% Decreased
0% 20% 40% 60% 80% 100% Remained the same
26%
32%
39%
For specific departments

50%
24%
29%
Accountancy & Finance Engineering
30% 32%
43%
47%
23% 25%
Human Resources Information Technology
30% 38%
35%
45%
25% 27%
Marketing Operations

Market Overview & Trends Recruitment Trends
5. Over the last 12 months, have

permanent staff levels in your
department... continued...
30%
43% 39%
For specific departments 40%
17% 31%
Purchasing Sales
37%
40%
23%
Other
6. Over the coming year, do you

expect permanent staff
levels to...
Increase
45% 9% 46% Decrease
0% 20% 40% 60% 80% 100% Remain the same
29% 31%
62% 60%
9%
9%

6. Over the coming year, do you

expect permanent staff
levels to... continued...
36%
45%
48% 46%
7% 18%
40% 39%
50%
55%
5% 11%
37%
43%
49%
57%
6%
8%
Purchasing Sales
40%
52%
8%
Other

7. If you expect staffing levels to

increase, please specify how:
Employment of Part-time Staff
Employment of Casual Staff

(on your payroll)
Temporary/Contractors
(through an employment consultancy)
Job Sharing
Full time/Permanent Staff
Mixture, Other
(inc. overseas recruitment, acquisitions)
0% 20% 40% 60% 80% 100%

% of respondents answered yes
8. How often do you employ

temporary/contract staff?
Regular ongoing basis

20% 47% 33% Special projects/
Workloads
0% 20% 40% 60% 80% 100% Exceptional
circumstances/Never
12%
25%
29%
42%
46%
46%

8. How often do you employ

temporary/contract staff?
continued... 18%
30% 29%
30%
52%
41%
10%
24%
31%
30%
60%
45%
7%
14%
20%
47%
39%
73%
Purchasing Sales
25%
29%
46%
Other

9. In the next 12 months, do you

expect your use of
temporary/contract staff to...
Increase
22% 9% 69% Decrease
0% 20% 40% 60% 80% 100% Remain the same
12%
8%
37%
56%
80%
7%
20%
25%
10%
11%
64%
70%
25% 25%
60%
63% 12%
15%

9. In the next 12 months, do you

expect your use of
10%
temporary/contract staff to...
continued...
29%
17%
65%
73% 6%
Purchasing Sales
24%
9%
67%
Other
10. In skill-short areas, would

you consider employing or
sponsoring a qualified
overseas candidate?
59% 41% Yes
0% 20% 40% 60% 80% 100% No
11. For which areas have you

recently found it difficult Junior to Mid Management Senior Management
to recruit?
Accountancy & Finance 10% 4%
Engineering 12% 9%
Human Resources 2% 1%
IT 4% 2%
Operations 10% 7%
Purchasing 2% 1%
Sales & Marketing 6% 4%
Technical 10% 5%
Other 7% 3%

Market Overview & Trends Human Resources Trends
12. Has overtime/extra hours in

your organisation over the
last 12 months...
26%
60% Increased
14%
Decreased
Remained the same
If increased, by how much?

Per Week Month End Year End
None 21% 41% 46%

5 Hours or Less 37% 11% 5%
5 - 10 Hours 31% 23% 10%
More than 10 Hours 11% 25% 39%
13. For non-award staff in your

organisation, is
overtime/extra hours
worked...
27%
73%
Paid
Unpaid

Human Resources Trends Market Overview & Trends
14. Is it your policy to counter-

offer staff when they resign? 1%
39%
60% Yes
Sometimes
No
Of those you counter-offered,

on average , did they.... 4%
19%
44%
Stay less than

3 months
Stay 3 – 12 months
Stay longer than
33% 12 months
Leave anyway

Market Overview & Trends Economic Outlook
15. In the past 12 months, has

business activity...
21%
56%
23%
Increased
Decreased
Remained the same
18%
21%
For specific industries 50%

51%
32%
28%
18%
27%
53%
58%
29%
15%

Economic Outlook Market Overview & Trends
15. In the past 12 months, has

business activity... continued...
20% 17%
53%
21%
59% 30%
18%
22%
20% 54%
62%
24%
18%
28%
55%
5%
27%
67%
22% 23%
54%
19% 58%
24%

Market Overview & Trends Economic Outlook
16. What are the key factors

driving your business activity?
14% 13%
Significant impact
Some impact 41%
No impact 51%
36%
45%
Interest Rates Currency/Forex Rates
19%
30%
38%
39%
43%
31%
Consumer Confidence Capex Investment
(by customers)
17. Do you see the general

outlook for the economy
in the forthcoming
6-12* months as...
Strengthening
67% 30% 3%
Static
0% 20% 40% 60% 80% 100% Weakening
*This data was collected during March 2010.

SECTION TWO
SALARY INFORMATION

USING
OUR
SALARY
TABLES
Salaries are in ‘000. The bold number represents the typical salary. The number(s)
underneath represent the salary range. Refer to the notes section under the salary
table to determine if superannuation or other benefits are included. All salaries are
represented in local currencies.
Finance Director/CFO Finance Director/CFO Finance Director/CFO

Salaries in ‘000
(Turnover up to $50m) (Turnover $50m - $150m) (Turnover > $150m)
NSW - Sydney 175 220 260
140 - 200 170 - 240 210+
Salary range Typical salary

Construction & Engineering
“Infrastructure projects have supported the construction industry

and this is where the greatest demand for candidates exists.”
Australia Public sector

Market changes The initial surge of stimulus funded projects led to an increase in
temporary contracts within architecture, project and development
Not since the 1980’s has Australia’s architecture, engineering and management for housing and education projects.
construction industries experienced such significant market changes as
those experienced in 2009. Last year, private sector construction projects Engineering and planning consultancies and construction firms have led
and investment was extremely low, hitting New South Wales, Queensland the job market’s recovery by quickly staffing up. This has reduced the
and Victoria the hardest. Western Australia was somewhat protected by a number of candidates available to public sector organisations. As a result,
number of projects close to completion, but the forecast of new work suitably qualified and experienced candidates are becoming scarce,
and commercial building approvals in not just that state but all of although we do expect more to enter the job market after remaining in a
Australia was very bleak. role in the early part of the year. The public sector will have to move
quickly with their recruitment processes in order to secure these
A remedy to this dismal outlook came in the form of the Federal candidates ahead of the private sector.
Government’s stimulus package, which funded upgrades to most schools
across Australia. Billions of dollars was pumped into the building industry. Town Planners and Civil Engineers, Designers and Drafters remain in high
This created thousands of jobs and successfully stimulated the demand as the contract market improves. Demand is also increasing for
construction industry. Building Surveyors, Environmental Health Officers and those with water
engineering experience.
By the first quarter of 2010, the shift was in full swing. Private sector
projects were awarded and demand continued to rise in housing in
response to extremely high population growth. Also helping the market Salary movements
turn a corner was the strength of infrastructure and rail, fuelled by In architecture, there were some cases of small upwards movements at
private, state and federal government investment, especially in Victoria the graduate level. No significant increases occurred to engineering or
and New South Wales. construction salaries, however this is expected to change as organisations
with leaner resources begin to win work and act to attract and retain
In early 2010, Western Australia and South Australia also felt the benefits sought after expertise.
of the upturn as, for the first time in 18 months, employers recruited in
anticipation of tender wins. While some hesitancy from developers exists Advice to candidates
due to finances, overall confidence is returning for all states. Despite the turbulent last 18 months, things are looking very positive.
There has been a huge trend to downsize and cut back over the past 12
Looking ahead, Australia’s engineering and construction sectors will be months, but with the market back on track good employers are making
boosted by the billion dollar national broadband roll out. It commenced strategic hires. Make sure you demonstrate commitment, have good
in Tasmania in late 2009 and has already led to the state experiencing its references and move for the right long-term reasons.
strongest project volumes in many years.
New Zealand
Architecture and engineering consultancies are also making their way
back to positive territory. They benefited from the stimulus packages and Market changes
are enjoying the fact there are projects to tender for. New Zealand’s construction industry felt the full force of the GFC. A number
of major commercial projects were in full swing at the time, and this provided
Changes in recruitment practices a small buffer. But the pain was still felt across the industry and many
operations closed down or made large numbers of employees redundant.
In 2009 recruitment practices were simply frozen, but a dramatic reversal
With these projects now coming to an end, the hope is that additional
came from organisations that were awarded education stimulus package
infrastructure investment will be the catalyst for a broader industry bounce
work. For these companies, recruitment activity became frenzied and
back and more finance will be available for private investment.
candidates with educational expertise were in high demand. Employers
had to act quickly to resource their teams and it was not uncommon for
an offer of employment to be made during an interview. This was most Changes to recruitment practices
obvious when recruiting Foremen/women and Site Supervisors. Given the current availability of candidates, employers have higher
expectations. Consequently the recruitment process has slowed as
The use of contractors and fixed-term contractors also rose over the year, employers locate the best fit. If a candidate does not tick every box they
while there was a 180 degree swing in power from employees to will not be considered, which contrasts with practices 18 months ago.
employers. As the broader economic recovery takes hold, the demand for
permanent employees is rising. This has already been noted in the first Positions in demand
quarter of 2010, and as recruitment activity continues to grow it is likely to Infrastructure projects have supported the construction industry and this
signal the return of power back to candidates. is where the greatest demand for candidates exists. Roads, Traffic and
Transport Engineers with major project experience are in demand at a
Positions in demand senior level, while Estimators and Quantity Surveyors with relevant sector
Engineering demand exists for 12d Engineers, Senior Structural Drafters, and project experience are also needed.
Senior Civil Design Engineers and professionals that can develop new
business. In building services the scarcity of fire safety specialists and Salary movements
Senior Engineers remain. Water and environment projects continue to Salaries across New Zealand’s construction sector remained static. We
increase, which has created demand at the entry level, with industry witnessed a slight decrease in some salaries, such as for Senior Quantity
training essential. Surveyors. But there were also cases of employers offering a package
above the current market level in order to secure top talent. As a result,
The architecture market needs Revit or Codebook software professionals the strength of their team improved.
as well as candidates with construction documentation and contract
administration skills. Demand for professionals with expertise in In general though, employers remain conscious of the relative abundance
residential has increased. So too has the need for healthcare experience of candidates, which in theory should suppress salary increases.
as a result of the Federal Government’s health reform plan.
Advice to candidates
In construction, Contract Administrators and Estimators continue to be in
Local market or project knowledge and experience are critical to secure a
demand. Infrastructure, rail and water professionals are also needed in
role at present. It is important to be flexible in your salary and location
response to national and state project approvals.
requirements since fewer opportunities are available. It is advisable to
accept temporary or contract opportunities until the market improves.

Architecture
Architecture Graduate Interior

Graduate Architect Architect
Salaries in ‘000 Interior Designer
Architect 2-5 Years 5-10 Years Designer 2-5 Years
NSW - Sydney 40 - 45 45 - 60 60 - 90 40 - 45 45 - 60
NSW - Regional 40 - 45 45 - 55 55 - 75 40 - 45 45 - 60
VIC - Melbourne 43 - 50 45 - 65 60 - 90 39 - 50 45 - 60
QLD - Brisbane & Gold Coast 45 - 50 45 - 60 60 - 85 40 - 45 45 - 55
QLD - Regional 40 - 50 50 - 65 65 - 85 40 - 45 45 - 65
SA - Adelaide 38 - 43 44 - 55 55 - 90 38 - 45 45 - 55
WA - Perth 40 - 55 55 - 65 65 - 90 35 - 50 50 - 65
ACT - Canberra 40 - 45 45 - 70 70 - 90 38 - 45 45 - 65
TAS - Hobart 35 - 40 40 - 60 50 - 80 35 - 40 55 - 60
NT - Darwin 40 - 55 50 - 60 65 - 90 35 - 55 50 - 65
NZ - Auckland 35 - 45 50 - 70 75 - 90 35 - 45 45 - 60
NZ - Chch/Wellington 30 - 50 50 - 70 60 - 90 30 - 35 40 - 50
Interior Designer Landscape Town/Urban

Salaries in ‘000 CAD Drafter
5-10 Years Architect Planner
NSW - Sydney 60 - 85 45 - 65 45 - 85 50 - 100
NSW - Regional 55 - 80 45 - 65 45 - 65 45 - 85
VIC - Melbourne 60 - 90 45 - 75 45 - 80 45 - 120
QLD - Brisbane & Gold Coast 55 - 85 40 - 60 45 - 90 55 - 120
QLD - Regional 65 - 80 40 - 60 45 - 85 45 - 110
SA - Adelaide 60 - 100 35 - 60 50 - 90 45 - 100
WA - Perth 65 - 90 45 - 85 45 - 90 50 - 95
ACT - Canberra 55 - 95 35 - 55 45 - 85 40 - 85
TAS - Hobart 50 - 80 30 - 55 35 - 75 40 - 80
NT - Darwin 55 - 75 45 - 65 45 - 80 50 - 85
NZ - Auckland 65 - 100 35 - 90 45 - 95 50 - 100
NZ - Chch/Wellington 55 - 80 35 - 70 40 - 80 45 - 80
Notes
• Australian salaries include superannuation • New Zealand salaries do not include superannuation
• New Zealand salaries are represented in New Zealand Dollars

Engineering
Building Services CAD Drafter CAD Graduate/ Intermediate Associate/ Principal/

Design Consultancy Salaries in ‘000 - Design Entry-level -Senior Senior
Drafter Manager Design Engineer Design Engineer Associate Director
NSW - Sydney 45 - 70 75 - 100 45 - 60 60 - 100 110 - 150 150 - 210
NSW - Regional 45 - 60 65 - 75 50 - 65 60 - 90 110 - 150 150+
VIC - Melbourne 40 - 60 65 - 85 45 - 70 65 - 100 100 - 140 140+
QLD - Brisbane & Gold Coast 35 - 65 65 - 95 50 - 70 70 - 120 120 - 150 150+
QLD - Regional 35 - 65 65 - 90 40 - 60 60 - 110 95 - 130 130+
SA - Adelaide 40 - 55 65 - 85 40 - 60 60 - 85 100 - 140 140+
WA - Perth 40 - 65 70 - 95 55 - 70 70 - 100 100 - 140 140+
ACT - Canberra 40 - 50 50 - 85 55 - 65 70 - 90 100 - 120 130+
TAS - Hobart 30 - 40 50 - 75 40 - 60 55 - 90 75 - 110 120+
NT - Darwin 40 - 60 65 - 90 45 - 65 65 - 85 100 - 150 140+
NZ - Auckland 40 - 70 70 - 100 40 - 70 75 - 95 100 - 120 110+
NZ - Chch/Wellington 35 - 65 55 - 80 40 - 60 55 - 90 100 - 120 110+
Building Services
Foreperson/ Estimator - Project Senior Operations Building
Contractor Salaries in ‘000 Senior Project Services
Supervisor Estimator Manager Manager Manager Manager
NSW - Sydney 75 - 90 75 - 150 90 - 130 120 - 150 150 - 180 140 - 200
NSW - Regional 60 - 70 65 - 85 90 - 100 110 - 130 120 - 150 120 - 180
VIC - Melbourne 65 - 80 65 - 120 90 - 130 100 - 150 120 - 170 120 - 190
QLD - Brisbane & Gold Coast 60 - 100 65 - 140 85 - 130 100 - 165 150 - 225 140 - 190
QLD - Regional 60 - 90 60 - 140 90 - 120 100 - 145 110 - 150 110 - 150
SA - Adelaide 50 - 75 55 - 95 60 - 120 80 - 150 110 - 140 120 - 160
WA - Perth 75 - 90 60 - 85 80 - 100 90 - 120 110 - 150 110 - 150
ACT - Canberra 60 - 70 60 - 80 75 - 100 90 - 120 100 - 140 100 - 140
TAS - Hobart 50 - 70 50 - 65 60 - 90 80 - 120 120 - 140 90 - 140
NT - Darwin 70 - 80 60 - 85 100 - 130 120 - 160 140 - 170 130 - 160
NZ - Auckland 50 - 70 50 - 70 75 - 90 85 - 120 90 - 120 100 - 160
NZ - Chch/Wellington 50 - 65 50 - 70 70 - 90 80 - 100 90 - 120 100 - 140
Notes

Engineering
Civil & Structural Client Side

Civil Designer Civil/Structural
Salaries in ‘000 Drafter Representative/
Drafter Engineer Resident Engineer
NSW - Sydney 40 - 80 60 - 100 60 - 140 65 - 120
NSW - Regional 35 - 60 40 - 75 50 - 90 50 - 90
VIC - Melbourne 35 - 70 45 - 85 60 - 110 65 - 120
QLD - Brisbane & Gold Coast 40 - 75 50 - 90 60 - 130 80 - 140
QLD - Regional 40 - 65 50 - 85 60 - 130 80 - 140
SA - Adelaide 40 - 55 50 - 65 45 - 80 50 - 80
WA - Perth 40 - 70 55 - 120 55 - 110 65 - 120
ACT - Canberra 40 - 60 45 - 80 55 - 110 65 - 120
TAS - Hobart 40 - 60 45 - 65 55 - 95 70 - 105
NT - Darwin 40 - 55 50 - 90 60 - 105 80 - 120
NZ - Auckland 45 - 70 50 - 75 65 - 110 75 - 120
NZ - Chch/Wellington 35 - 55 40 - 65 50 - 100 60 - 110
Structural/Civil Project Group Manager/

Salaries in ‘000 Associate
Engineer Principal
NSW - Sydney 55 - 140 120 - 160 160+
NSW - Regional 50 - 100 120 - 140 140+
VIC - Melbourne 50 - 100 110 - 140 150+
QLD - Brisbane & Gold Coast 65 - 130 120 - 160 150+
QLD - Regional 70 - 120 120 - 150 150+
SA - Adelaide 60 - 100 100 - 130 150+
WA - Perth 80 - 140 120 - 160 150+
ACT - Canberra 55 - 110 90 - 130 120+
TAS - Hobart 70 - 110 100 - 140 120+
NT - Darwin 60 - 110 110 - 140 150+
NZ - Auckland 60 - 110 100 - 150 115+
NZ - Chch/Wellington 50 - 100 90 - 130 100+
Rail Infrastructure Signalling

Signalling Signalling Permanent Permanent
Salaries in ‘000 Maintenance
Designers Supervisors Technicians Way Designers Way Track
NSW - Sydney 90 - 120 90 - 120 90 - 115 90 - 120 95 - 130
NSW - Regional 70 - 95 70 - 90 50 - 80 75 - 100 75 - 105
VIC - Melbourne 85 - 120 80 - 120 65 - 95 90 - 120 80 - 110
QLD - Regional 80 - 120 75 - 100 65 - 90 85 - 120 75 - 110
SA - Adelaide 75 - 90 65 - 95 60 - 80 75 - 110 75 - 100
WA - Perth 80 - 110 80 - 100 65 - 85 90 - 110 80 - 100
ACT - Canberra 70 - 100 65 - 90 60 - 80 70 - 95 65 - 95
TAS - Hobart 85 - 120 80 - 120 65 - 95 90 - 130 80 - 110
NT - Darwin 80 - 110 80 - 100 65 - 85 90 - 110 80 - 100
NZ - Auckland 65 - 95 65 - 95 50 - 80 70 - 110 65 - 100
Notes

Construction
Construction Civil
Project Project
Salaries in ‘000 Leading Hand Foreperson Site Engineer
Engineer Manager
NSW - Sydney 65 - 75 75 - 120 50 - 70 70 - 110 100 - 180
NSW - Regional 50 - 65 60 - 105 50 - 70 50 - 80 90 - 150
VIC - Melbourne 45 - 65 70 - 130 50 - 70 70 - 110 90 - 150
QLD - Regional 55 - 65 70 - 100 55 - 75 70 - 100 100 - 150
SA - Adelaide 50 - 70 75 - 110 45 - 65 55 - 90 90 - 140
WA - Perth 60 - 70 90 - 120 60 - 80 80 - 120 120 - 180
ACT - Canberra 50 - 65 65 - 90 55 - 65 60 - 90 80 - 120
TAS - Hobart 40 - 60 60 - 75 45 - 65 60 - 90 70 - 100
NT - Darwin 55 - 70 75 - 110 55 - 75 70 - 100 100 - 150
NZ - Auckland 45 - 55 55 - 70 45 - 65 65 - 85 80 - 120
Construction Contracts Contracts Design

Salaries in ‘000 Estimator Administrator/ Administrator/
Manager Qty Surveyor - Junior Qty Surveyor - Senior Manager
NSW - Sydney 80 - 150 140 - 250 55 - 80 90 - 140 90 - 130
NSW - Regional 65 - 90 95 - 160 55 - 80 70 - 95 90 - 120
VIC - Melbourne 80 - 180 130 - 200 60 - 80 80 - 130 85 - 125
QLD - Regional 80 - 120 125 - 200 50 - 80 80 - 125 100 - 125
SA - Adelaide 70 - 100 120 - 180 55 - 80 80 - 120 60 - 110
WA - Perth 100 - 180 150 - 200 65 - 80 90 - 130 100 - 150
ACT - Canberra 70 - 100 90 - 170 50 - 70 70 - 100 80 - 125
TAS - Hobart 60 - 95 100 - 160 40 - 60 60 - 90 70 - 120
NT - Darwin 80 - 120 125 - 200 50 - 80 80 - 140 100 - 130
NZ - Auckland 45 - 120 90 - 160 45 - 60 75 - 120 100 - 150
Notes

Construction
Construction Building
Leading Site Project Project
Salaries in ‘000 Foreperson Estimator
Hand Engineer Engineer Manager
NSW - Sydney 55 - 80 75 - 115 50 - 75 90 - 130 120 - 200 70 - 170
NSW - Regional 55 - 70 65 - 105 50 - 70 65 - 100 90 - 150 60 - 110
VIC - Melbourne 65 - 80 70 - 110 50 - 80 80 - 130 120 - 200 70 - 150
QLD - Brisbane & Gold Coast 50 - 70 65 - 125 50 - 80 80 - 130 110 - 200 70 - 180
QLD - Regional 60 - 70 75 - 100 50 - 80 80 - 110 120 - 185 80 - 120
SA - Adelaide 50 - 70 70 - 110 40 - 60 60 - 90 80 - 150 70 - 120
WA - Perth 60 - 70 75 - 100 60 - 75 80 - 120 150 - 200 90 - 150
ACT - Canberra 60 - 80 70 - 110 65 - 75 80 - 130 100 - 150 80 - 130
TAS - Hobart 40 - 60 50 - 75 60 - 75 60 - 90 80 - 150 70 - 120
NT - Darwin 60 - 70 75 - 100 50 - 80 80 - 110 120 - 185 80 - 120
NZ - Auckland 45 - 55 55 - 70 60 - 75 65 - 90 85 - 130 60 - 120
NZ - Chch/Wellington 44 - 60 55 - 70 55 - 75 60 - 80 90 - 110 80 - 110
Construction Contracts Contracts Design

Salaries in ‘000 Administrator/ Administrator/ Site Manager
Manager Qty Surveyor - Junior Qty Surveyor - Senior Manager
NSW - Sydney 170 - 250 45 - 75 75 - 130 120 - 170 100 - 180
NSW - Regional 100 - 160 40 - 75 70 - 95 110 - 170 75 - 110
VIC - Melbourne 160 - 250 45 - 80 80 - 150 120 - 180 110 - 180
QLD - Regional 125 - 200 50 - 80 85 - 120 100 - 120 100 - 150
SA - Adelaide 120 - 180 40 - 60 60 - 110 70 - 110 75 - 110
WA - Perth 150 - 250 55 - 75 100 - 150 100 - 130 100 - 150
ACT - Canberra 140 - 180 45 - 70 70 - 120 80 - 120 90 - 150
TAS - Hobart 90 - 120 40 - 60 60 - 90 70 - 110 80 - 120
NT - Darwin 125 - 200 50 - 80 85 - 120 100 - 120 110 - 150
NZ - Auckland 120 - 160 40 - 60 80 - 120 85 - 120 65 - 95
Notes

Construction
Local Government
Traffic Civil Project
Salaries in ‘000 Civil Designer Asset Manager Town Planner
Engineer Manager
NSW - Sydney 60 - 100 60 - 90 100 - 120 75 - 95 50 - 95
NSW - Regional 60 - 100 55 - 80 75 - 100 65 - 85 38 - 90
VIC - Melbourne 50 - 80 50 - 80 75 - 90 50 - 80 50 - 80
QLD - Regional 45 - 70 45 - 65 60 - 120 60 - 95 45 - 70
SA - Adelaide 45 - 60 40 - 60 60 - 75 60 - 75 45 - 80
WA - Perth 60 - 70 45 - 60 60 - 90 60 - 70 45 - 75
ACT - Canberra 55 - 95 50 - 80 N/A N/A 45 - 90
TAS - Hobart 45 - 70 50 - 80 N/A N/A 40 - 70
NT - Darwin 45 - 70 45 - 65 60 - 120 60 - 95 45 - 70
NZ - Auckland 45 - 100 40 - 90 80 - 150 70 - 120 50 - 100
Building Facilities Facilities Project Property

Salaries in ‘000
Surveyor Coordinator Manager Manager Manager
NSW - Sydney 50 - 65 45 - 60 55 - 95 80 - 110 50 - 125
NSW - Regional 50 - 60 40 - 50 55 - 85 70 - 100 40 - 115
VIC - Melbourne 60 - 90 40 - 60 55 - 100 60 - 110 50 - 100
QLD - Regional 55 - 85 45 - 60 65 - 100 65 - 110 50 - 80
SA - Adelaide 50 - 65 40 - 55 50 - 70 60 - 85 50 - 70
WA - Perth 50 - 65 45 - 55 50 - 60 60 - 90 45 - 60
ACT - Canberra N/A N/A N/A N/A N/A
TAS - Hobart N/A N/A N/A N/A N/A
NT - Darwin 55 - 85 45 - 60 65 - 100 65 - 110 50 - 80
NZ - Auckland 50 - 85 40 - 55 60 - 85 60 - 110 70 - 100
Notes

Australia Our international reach -
New South Wales operating in 28 countries
Sydney Austria
Chifley Tower T: 02 8226 9600
Hunter Street T: 02 9249 2200 Belgium
Spring Street T: 02 9221 5852
City South T: 02 9280 3577 Brazil
North Sydney T: 02 9957 5733
Chatswood T: 02 9411 8122 Canada
Parramatta T: 02 9635 1133
Liverpool T: 02 9601 8822
Burwood T: 02 9744 3344 China
Hurstville T: 02 9580 8333
Newcastle T: 02 4925 3663 Czech Republic
Wollongong T: 02 4222 0100
Denmark
Victoria
Melbourne France
360 Collins St T: 03 9604 9604
410 Collins St T: 03 8638 8400 Germany
St Kilda Rd T: 03 9804 5313
Mulgrave T: 03 8562 4250 Hong Kong
Moonee Ponds T: 03 9326 2149
Camberwell T: 03 9946 3500 Hungary
Geelong T: 03 5226 8000
Queensland India
Brisbane
Ireland
Brisbane T: 07 3243 3000
Brisbane City T: 07 3231 2600
Italy
Mt. Gravatt T: 07 3349 6563
Ipswich T: 07 3817 1900
Gold Coast T: 07 5571 0751 Japan
Townsville T: 07 4771 5100
Maroochydore T: 07 5412 1100 Luxembourg
Chermside T: 07 3259 4900
Netherlands
ACT
Canberra T: 02 6257 6344 Poland
Western Australia Portugal

Perth T: 08 9254 4595
Russia
South Australia
Adelaide T: 08 8231 0820 Singapore
Tasmania Spain
Hobart T: 03 6234 9554
Sweden
Northern Territory
Darwin T: 08 8943 6000 Switzerland
New Zealand
United Arab Emirates
Auckland T: 09 377 4774
South Auckland T: 09 525 1333
United Kingdom
Wellington T: 04 471 4490
Christchurch T: 03 377 6656
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THE 2010 HAYS

Thank you Feedback Disclaimer

2010 Hays Salary Guide | 3

“There is new optimism in the market with 67 per cent

2010 Hays Salary Guide | 5

1. On average in your last review,

Across all industries

More than 10%

Advertising & Media Construction, Property & Engineering

Financial Services Hospitality, Travel & Entertainment

6 | 2010 Hays Salary Guide

1. On average in your last review,

IT & Telecommunications Manufacturing

Mining & Resources Professional Services

Public Sector Retail

Transport & Distribution Other

2010 Hays Salary Guide | 7

2. When you next review, by

More than 10%

Advertising & Media Construction, Property & Engineering

Financial Services Hospitality, Travel & Entertainment

8 | 2010 Hays Salary Guide

2. When you next review, by

For specific industries 46%

IT & Telecommunications Manufacturing

Mining & Resources Professional Services

Public Sector Retail

Transport & Distribution Other

2010 Hays Salary Guide | 9

3. Does your company offer

79% 21% Yes

0% 20% 40% 60% 80% 100% No

Of those who answered yes, the

4. What is your company’s

Across all industries

10 | 2010 Hays Salary Guide

5. Over the last 12 months, have

Across all departments

0% 20% 40% 60% 80% 100% Remained the same

For specific departments

Human Resources Information Technology

2010 Hays Salary Guide | 11

5. Over the last 12 months, have

For specific departments 40%

6. Over the coming year, do you

Across all departments

0% 20% 40% 60% 80% 100% Remain the same

For specific departments

Accountancy & Finance Engineering

12 | 2010 Hays Salary Guide

6. Over the coming year, do you

2010 Hays Salary Guide | 13

7. If you expect staffing levels to

Employment of Part-time Staff

Employment of Casual Staff

Full time/Permanent Staff

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

8. How often do you employ

Across all departments

Regular ongoing basis

14 | 2010 Hays Salary Guide

8. How often do you employ

For specific departments