EA Salary Survey 2009

2009ENGINEERS AUSTRALIASALARY AND BENEFITS SURVEY

Your guide to effective engineering remuneration planning

“Representing the remuneration of over 109,000 engineers”

Engineers AustraliaSalary and Benefi ts Survey 2009

Your guide to eff ective engineering remuneration planning

Published March 2010

Published by Engineers Media, the publishing company of Engineers Australia

THE ENGINEERS AUSTRALIA

RECRUITMENT SERVICEEngineers Australia will launch a new service to members – engteam.com.au – the Engineers Australia recruitment service in May this year.

The following quotation captures the essence of our new service. “Recruitment is the science of multiplying the right individual by the right environment to achieve inevitable success. Companies are built on one person at a time. High performing organisations result from work environments that create engaged, aligned and motivated employees. Success refers to the ability of an organisation to realise every part of its mission and vision, while driving measurable business outcomes.” (Source: Rudy Karsan, CEO, Global HR company Kenexa, 2009)

This service will deliver support to the engineering profession to assist employers in building high performing teams, as well as assisting individuals to fi nd the right job – the job that is the best match for their skills and experience.

Recruitment Outlook for the Engineering Profession.

Aside from the global economic and fi nancial crisis, securing future workloads is the most signifi cant challenge, but, however, the skills shortages remain the sector’s biggest concern. Engineers Australia estimates that Australia will need another 20,000 to 30,000 engineers, particularly in the electrical power, civil, resources and petroleum areas. While there is a lot of work being done to increase the number of skilled migrants coming into the engineering sector, the shortfall shows no sign of decreasing.

In Australia the supply of engineering graduates over the past fi ve years has been static and at some universities engineering courses and school have been closed. At the postgraduate level, the availability of coursework-based programs has declined signifi cantly at most universities. Conversely, the engineering workforce is ageing, with up to a third of the existing workforce reaching retirement age in the next 5 years.

The demand/supply relationship for engineers has, over recent years, resulted in upward pressure on engineer remuneration, particularly in Western Australia, Queensland and the Northern Territory, where the private sector resource based companies have been active in ensuring that they have appropriate engineering capability.

In the War for Talent, with skills shortages not likely to improve in the medium term, it is those companies that are able to develop strategic alliances with resourcing organisations that :

• understand the market and profession • have domestic and global reach to alternate candidate pools and • are able to most effectively profi le individuals against environments that will achieve the formula

for success.

Through Engineers Australia’s in-house recruitment service – engteam.com.au – members now have access to a service to ensure that they stay ahead of the competition, in the knowledge that they are also achieving signifi cant team and business outcomes.

http://www.engteam.com.au



© Engineers Media 2010

Published by Engineers Australia Pty Limited (ACN 001311511), trading as Engineers Media, the publishing company of Engineers Australia.

For further information on this survey please contact the National Manager Careers on 1300 366 631 or email [email protected]

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ISSN: 1448-8396

ENGINEERS AUSTRALIANational Offi ce11 National Circuit, Barton, ACT 2600Phone: (02) 6270 6555Fax: (02) 6273 1488Website: www.engineersaustralia.org.au

Customer ServiceEmail: [email protected]: 1300 653 113

Cover Design & Designer: Belinda KungCover Photo: iStockphoto

DIVISION OFFICES

CanberraPO Box E66, Kingston, ACT 2604Phone: (02) 6273 1314 Fax: (02) 6273 2051.

Newcastle122 Parry Street, Newcastle West 2302Phone: (02) 4926 4440 Fax: (02) 4929 7121.

NorthernGPO Box 417, Darwin 0801Phone: (08) 8981 4137 Fax: (08) 8941 3449.

Queensland447 Upper Edward Street, Brisbane 4000Phone: (07) 3832 3749 Fax: (07) 3832 2101.

South AustraliaLevel 11, 108 King William Street, Adelaide 5000Phone: (08) 8202 7100 Fax: (08) 8211 7702.

SydneyLevel 3, 8 Thomas Street, Chatswood 2067Phone: (02) 9410 5600 Fax: (02) 9410 0000.

Tasmania2 Davey Street, Hobart 7000Phone: (03) 6234 2228 Fax: (03) 6234 2216.

Victoria13-21 Bedford Street, North Melbourne 3051Phone: (03) 9329 8188 Fax: (03) 9326 6515.

Western Australia712 Murray Street, West Perth 6005Phone: (08) 9321 3340 Fax: (08) 9481 4332.

IIIEngineers Australia Salary and Benefi ts Survey 2009

mailto:[email protected]


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Chartered Status and the Professional Development Program (PDP)When you employ engineering practitioners with Chartered Status your company will benefi t now and for many years to come. Engineers with Chartered Status are assessed to have achieved the highest standard of competence, recognised globally and are committed to keep pace with advancing engineering knowledge.

Gaining Chartered Status is easier and quicker for a young engineer on a company Professional Development Program (PDP). The PDP involves Engineers Australia working with engineering employers to provide their engineering practitioners with an opportunity of continuous assessment and feedback while working towards Chartered Status.

For more information on Chartered Status and the Professional Development Program go to www.engineersaustralia.org.au or contact your local Engineers Australia Division Offi ce.

Canberra Division: phone 02 6270 6555Newcastle Division: phone 02 4926 4440Northern Division: phone 08 8981 4137Queensland Division: phone 07 3832 3749South Australia Division: phone 08 8202 7100Sydney Division: phone 02 9410 5600Tasmania Division: phone 03 6234 2228Victoria Division: phone 03 9329 8188Western Australia Division: phone 08 9321 3340



Foreword

Jennifer O’DonovanNational Manager Careers Engineers Australia

I am pleased to off er the Engineers Australia Salary and Benefi ts Survey which is produced by our subsidiary company Engineers Media. This is the largest survey to date – thank you to all those who responded – especially our PDP Industry Partners. Given that the survey is now in its seventh year we are able to see some emerging trends and similarities over the years.

The global fi nancial crisis has had a signifi cant impact on salaries. However, Engineering seems to have fared better than many other areas – paying (on average) more than the accounting, legal and medical professions – according to MyCareer Salary Centre.

It would be fair to say that cautious optimism is the term being used to describe the current engineering employment market. There was a reduction in the recruiting and training of graduates in 2009. However, experienced candidates were quickly absorbed into organisations that struggled to fi nd such candidates in the past. With the economy both locally and internationally starting to gain momentum we should continue to see an increase in the demand for engineers, with possible shortages re-emerging late 2010.

This salary and benefi ts survey is part of the package that we off er to members (and their employers) for career development. Other services include assistance with resume writing, helping understand the importance of Chartered Status, and general career advice on matters such as performance reviews and further training. Additional related information is available once you are logged in as a member at the Engineers Australia website – www.engineersaustralia.org.au – click on the professional development tab, then go to the career planning and advice section.

I trust that the data in this publication will assist with your workforce planning and salary decisions over the coming year.

VEngineers Australia Salary and Benefi ts Survey 2009

Engineers Australia Salary and Benefi ts Survey 2009VI

Recent history

In the past 12 months the global fi nancial crisis (GFC) took its toll in Australia especially with permanent vacancies disappearing faster than snowfl akes on a summer’s day. However, a number of other sectors were more drastically aff ected than engineering. The fi nancial and our own personnel services sectors experienced massive losses in staff as well as business closures.

On the upside, Australia regained many skilled engineering and technical personnel from overseas locations such as the United Arab Emirates where the previously frantic pace of engineering projects slowed and in some cases stopped altogether. There was also a movement of personnel from some mining and construction projects within Australia. Many professionals moved from the boom states of Queensland and Western Australia to lesser paid positions within both the private and public sectors in other states to ensure at least short term job security. A signifi cant percentage of such positions were of a contracting nature for defi ned or open ended periods of time.

Throughout this turbulent period it was our own experience that only rarely did we see massive responses to advertised vacancies and in some instances there were still shortages of quality, highly skilled candidates. This lack of signifi cant unemployment indicated that Australia weathered the GFC far better than most.

Expectations

Expectations for 2010 can be termed enthusiastic and optimistic. However, expectations can drastically change due to global issues and federal and state government decisions negatively impacting the employment market.

The federal government’s labour market update

for January 2010 states that “forward indicators point to some further improvement in labour market conditions”.

It is expected there will be jobs growth during 2010; however, the pace may not keep up with the rate of population growth including immigration, so unemployment growth overall may drift higher. However, highly skilled occupations will be less likely to be aff ected.

The Department of Education, Employment and Workplace Relations Skilled Vacancies Index for the 12 months ending November 2009 shows the most notable decreases for internet advertising. (Engineering vacancies were down 65.4% compared to the previous year). However, there is an air of optimism based on the perception the worst of the GFC is behind us, expectations of increased public sector spending and indications employers are expecting to employ more staff and pay higher salaries in 2010.

There will be positions for which the right skills mix cannot be located, but overall 2010 should see more engineering positions advertised with an expectation of increases in salary in the construction and engineering sectors of about 4% from 2008/09. Although commercial construction may contract during early 2010, as will some mining projects, infrastructure work such as public buildings and rail projects will continue to grow provided federal government funding continues. Additionally, there is expectation of growth in oil and gas processing projects and general transport infrastructure projects throughout Australia.

Changing times

At the time of writing (February 2010) we are seeing a strong increase in job advertisements (particularly permanent positions). Employer confi dence is high

Engineering employment market trends for 2010

by Bruce Exton and Steve Norman

VIIEngineers Australia Salary and Benefi ts Survey 2009

with graduate programs being reintroduced and/or expanded. Statistics are showing that up to 90% of graduates fi nding employment are starting on salaries higher than the minimal prescribed rates. Employee confi dence has been restored suffi ciently that many individuals are testing the job market again (which was not popular six months ago when the priority was to ensure a regular income, even if this was at a lower level than previously enjoyed).

We are already experiencing a lack of suitable candidates in some specialist positions. Additionally, signifi cant numbers of contractors currently working in the NSW public sector are starting to assess more lucrative opportunities (both contracting and permanent) within other public sector or private sector organisations. If there are large scale movements away from the NSW public sector, current and anticipated future employment market conditions indicate it will be very diffi cult to replace those people lost. While longer term contracts are being off ered as an inducement to stay, this may be too little too late.

The NSW government continues to limit departmental employment by apparently advertising and approving the fi lling of only critical vacancies, thus impacting on the ability of many NSW public sector organisations to acquire personnel (both contract and permanent) before the employment market turns further in favour of employees. If the employment market continues to improve some public sector employees will no doubt decide to forego their current security for more highly paid roles elsewhere. This scenario will further add to New South Wales’ reputation as one of the poor relatives when it comes to employment opportunities and retention compared with other Australian states.

One of the most signifi cant contingent (temporary/contract) workforce management contracts was awarded by the NSW government in early 2009. Contract 100 was designed to rationalise supplier numbers while maintaining the supply of skilled candidates at very competitive rates. Such contracts may become victims of the improving employment market. Lower pay rates

in an environment where security of employment and employer of choice considerations fi gure less prominently in the minds of candidates is not a formula for successful long-term retention of skilled resources.

Ironically, it may be that federal government funding of various public sector infrastructure projects could negatively impact on the state government’s ability to retain staff . The nature of such funding necessitates the awarding of the actual work in many cases to a range of private sector companies while the progress of the work is managed by the relevant state government organisation. Because in many instances the professional/technical skills mix required by both the private sector company and the public sector organisation are similar or the same there will be inevitable competition for limited skilled resources. This is a competition which will usually be won by the private sector due to a more fl exible approach to salary, benefi ts and bonuses.

Currently engineers in the following classifi cations are most scarce:• bridge design and timber heritage bridge

engineers• civil designers• electrical design engineers – reticulation systems• electrical / electronic – cctv – security • electrical engineers power distribution• rail specifi c engineers• road design engineers (civil)• strategic town planners• water/wastewater engineers (operations /

maintenance). By comparison, the largest numbers of engineers are available in the following classifi cations:• civil engineers (general infrastructure projects)• civil graduates• electrical engineers (non specialist)• environmental offi cers (generalist) • mechanical engineers (non specialist)

Engineers Australia Salary and Benefi ts Survey 2009VIII

• OH&S safety offi cers• scientifi c offi cers (generalists).

Predictions

• An increase in both permanent and contract (temporary) vacancies, with the percentage of permanent vacancies compared to contract (temporary) vacancies increased due to long-term employment confi dence.

• Diminishing availability of skilled personnel within Australia as a result of improving employment opportunities in mining and building construction industries (especially in Western Australia and Queensland).

• A slow return to the previously exceptional remuneration levels within the mining and building construction industries.

• Potential for some states to begin to lose skilled personnel to higher remuneration levels available in other states and the private sector generally.

• Employers off ering a range of incentives as a way of retaining key personnel (improved remuneration, longer contract periods etc).

• Candidate expectations regarding remuneration, location and contract duration to increase.

• More individuals to move between positions seeking greater rewards, challenges, career opportunities and better work/life balance.

• The continuing funding for infrastructure projects by the federal government to stimulate skilled employment opportunities, thereby increasing competition for resources.

Bruce Exton is the general manager and Steve Norman the operations manager of Clexan-Peak Personnel, an Australian-owned specialist provider of temporary (contract) and permanent professional, engineering, environmental, scientifi c and technical personnel. Based in Sydney, the company operates nationally.

http://www.clexanpeak.com.au

IXEngineers Australia Salary and Benefi ts Survey 2009

1. General Information 1

2. Introduction 3

2.1 Background 3

2.2 Aims and outcomes 3

2.3 Methodology and sample 4

3. Executive summary 5

4. Findings 6

4.1 Key fi ndings 6

4.2 Other fi ndings 19

4.3 Sample characteristics 29

5. Salary tables 32

5.1 Terms used 32

5.2 Description of grades 33

5.3 Engineers’ salary tables – total sectors by discipline and grade 34

5.4 Engineers’ salary tables – private and public sectors by discipline and grade 37

5.5 Engineers’ salary tables – private and public sectors by discipline, grade and location 41

CONTENTS

1Engineers Australia Salary and Benefi ts Survey 2009

1. General informationCondition of supplyIt is a condition of supply of this Report that the Purchaser may not, without the written consent of Engineers Media:(a) copy or reproduce any part of the Report;

(b) disclose any part of the Report to another person or organisation; or

(c) use any part of the Report except for the purpose of review of the Purchaser’s own operations.

Limitation of liabilityThis Salary and Benefi ts Report has been compiled using data, which to the best of Engineers Media’s knowledge, was current and correct at the time of printing.

Engineers Media gives no warranty as to the accuracy of the information contained herein nor its applicability to any specifi c circumstances. It is intended as a guide only and Engineers Media will not be liable to any person as a result of any actual or perceived inaccuracy contained in the Report.

All warranties, express or implied, statutory or otherwise are excluded to the extent permissible by the Trade Practices Act 1974 (Cth) and any similar legislation.

To the extent that these cannot be excluded, Engineers Media’s sole liability will be, at Engineers Media’s option:(a) the re-supply of an amended Report; or(b) the payment of the cost of having the Report

corrected and supplied again.

Additional copiesIf you would like to purchase additional copies, at a discount, please quote your original invoice number to EA Books Customer Service 02 9438 5355.

AcknowledgementsEngineers Media thanks all of the companies who contributed to the Engineers Australia Salary and Benefi ts Survey. If your company did not contribute to the 2009 survey and you would like to be included next year please contact (02) 9438 5355 or email [email protected] with your details.

PrivacyEngineers Media is committed to protecting the privacy of information collected from contributors. All steps have been taken to preserve the confi dentiality of contributor data. Engineers Media complies with the requirements of the Privacy Act 1988.


Engineers Australia Salary and Benefi ts Survey 20092

Advertising your vacant engineering position onEngineers Australia’s engineer.career website.

Engineers looking for employment are able to search by discipline – civil, structural, electrical, mechanical, chemical, IT, Others

and All – as well as by location, keyword and type of employment.

The member-only careers website can be accessed from within Engineers Australia’s website, as well as from a link in Engineers Australia eNews.

Database advertising is priced at $300 (including logo) plus GST, for 1-3 advertisements, up to 350 words in each ad, with discounts for regular advertisers.

Phone 02 9438 1533 or email [email protected].

National Engineering Employment Databasewww.engineercareer.com.auNEED

The engineer.career centre is a benefi t for members of Engineers Australia. The online service located at www.engineersaustralia.org.au has a range of services that can help engineers at any stage of their careers. Listed below are some of the services available at the site. More detailed career information can be obtained by contacting the Careers Adviser toll free on 1300 366 613 or email [email protected]

• National Engineering Employment Database • Job Alert Service

• Careers Advice • Career Trends• Resumes • Working in Australia • Working Overseas • Continuing Professional Development • Professional Development Program• Chartered Status

and links to services off ered by Engineering Education Australia Pty Ltd.



http://www.engineercareer.com.au



Engineers Australia is the key representative body for Australian engineers across all engineering disciplines and has a membership base of nearly 90,000. The organisation aims to enhance both the infl uence and professional standing of engineers in the community, and includes a range of activities such as:• advancing the science and practice of engineering• cultivating lifelong learning by members• championing professional and ethical conduct• celebrating excellence in engineering outcomes• sustaining the integrity of the profession• taking the lead in advocacy of the professionThe contribution of Engineers Australia to the engineering community is highly valued, with the organisation providing members with such resources as networking events, seminars, career advice and publications.

This report continues the salary and remuneration studies that newfocus has undertaken on behalf of Engineers Australia since 2003.

The survey has undergone minor modifi cations each year to ensure the most relevant data is captured. Since 2006, questions were included to assess the extent of the skills shortage in the engineering industry, as well as the impact it has had on engineering organisations. This year additional questions were included to capture anticipated industry skill shortages.

The total number of employers who completed the survey was 395, a substantial increase from the number of engineering organisations that participated in 2008 (n=234). The responses from 2009 are refl ective of the working conditions of approximately 109,192 permanent professional engineers.

2.2 Aims and OutcomesThe general aim of this study was to investigate the employment conditions of professional engineers. More specifi cally, this included obtaining data relating to:

• staff numbers:− total number of staff employed in the company− breakdown of part-time and full-time

engineering staff − types and grades of engineers employed− location (by state) of engineering employees− number of engineers employed who are under

30 years of age− any shortages of engineers (in relation to type

of engineer, grade and location by state)* issues experienced by companies due to

recruiting diffi culties* the consequence of professional

engineering skills shortages for the company

− any anticipated shortages of engineers (in relation to type of engineer, grade and location by state)

• salary of engineering staff :− monetary value of package items and content

of package (for example, mobile phone, car, etc)− extra benefi ts for engineers working in remote

areas or cities with above-average living expenses

− annual salary increases− anticipated salary increases

• company policies pertaining to:− sick leave− annual leave− maternity/paternity leave− carer’s leave− compassionate leave− study leave− overtime

• number of hours worked per week by:− all staff − engineering employees

• postgraduate qualifi cations of engineering employees

2. Introduction

2.1. Background


• the employment and salary conditions of Chartered Professional Engineers (CPEs) and perceived

benefi ts of employing CPEs• whether the company has an Engineers Australia

Professional Development Plan in place• whether company training is provided to

engineering students• biggest HR challenges facing the organisation The survey conducted by newfocus has facilitated the production of a report that addresses these points and will provide Engineers Australia, as well as engineering organisations, with valuable insight into the salary and remuneration packages off ered to engineers.

The instrument used to capture this information can be found in Appendix 2.

2.3 Methodology and SampleAn online survey methodology was again used in 2009.

This year conscious eff orts and strategies during the project setup phase were made to boost the response rate, including ensuring the survey was active prior to commencing marketing eff orts. Furthermore, an announcement in Engineers Australia’s eNews online newsletter alerted readers to the survey and encouraged participation. This, combined with other marketing and promotional activities, has been very eff ective in signifi cantly improving the response rate from previous years.

In addition to this, Engineers Australia supplied newfocus with lists of potential respondents which included companies running Engineers Australia’s Professional Development Program, past participants and 2009 contacts.

A number of incentives were again off ered to respondents in order to boost the response rates. Respondents were:• given automatic entry into a draw for a choice of

either a weekend package deal for two people at a quality hotel in their nearest capital city up to the value of $750, a Coles Myer voucher to the value of $750 or an iPod and iPod accessories to the value of $750

• off ered a copy of a summary report and discount on the price of the full report

Response rates were monitored on a daily basis throughout the research. Two reminder emails were sent to those on the lists. The survey was active from 16 November to 18 December.

Those individuals who participated in the survey were employers within engineering fi rms who had a thorough knowledge of the salary structure within their organisation. As an example, the types of people who responded included managers, human resource managers, payroll offi cers, and a variety of diff erent types of engineers (eg mining, electrical, etc).

In 2009, a total of 395 respondents completed the survey, which was signifi cantly higher than 2008 and 2007 (234 and 199, respectively). These respondents represented approximately 109,192 engineers and 395 companies in Australia.


The key fi ndings of the survey are:

The total average salary of professional engineers, with the private and public sectors combined, remained practically unchanged compared with 2008.

In fact, looking at the past two years, salary packages increased only marginally by 1.6%. Base salaries on the other hand increased by 4% in the same two-year period, suggesting that there was a relative reduction in extra-salary benefi ts.

Looking at the private and public sector salaries separately shows that the public sector seems to have been slightly less aff ected by the economic downturn than the private sector. However, the gap between the private and public sector average salary packages still stands at $16,562.

A breakdown of salaries into levels of experience reveals that grades 1 to 3 (up to 10 years experience) stagnated, while grade 4 (up to 15 years experience) had the biggest rise in both the private and public sectors.

Consistent with previous years the salary diff erence between the private and public sectors widened with years of experience. It started at about $7000 at grade 1 and increased to more than $30,000 in grade 5.

A comparison between what salary increases were forecast last year and what was actually paid shows a good match except in the 0% and the 5% ranges.

While a year ago only 10% of respondents forecast no pay rises, in this survey 25% of respondents said there were no pay rises; and while a year ago about 22% of respondents expected pay rises of 5%, only 11% of respondents reported actual pay rises of that magnitude.

The chartered professional engineer status remained valuable in some organisations. About one fi fth of all respondents indicated that their engineers with CPEng were paid higher salaries than those without, for comparable job duties.

As observed in previous years, engineers in the private sector worked more hours per week on average than their colleagues in the public sector. The majority of engineers in the public sector on average worked less than 40 hours a week, while only about a quarter of engineers in the private sector worked those hours. Nearly half the engineers in the private sector worked between 41 and 45 hours, compared with only about 25% in the public sector.

The main types of benefi ts included in the salary packages remained the same, with mobile phones, vehicles or vehicle allowances, professional membership payments and laptop computers being at the top.

Paid leave provisions are signifi cantly more generous in the public sector than in the private sector. This applies to all forms of leave – from study leave to maternity, paternity and carer’s leave. While in the private sector there was some increase only in the off er of maternity leave, the public sector signifi cantly increased the availability of maternity, paternity and carer’s leave, while the availability of study leave remained high at nearly 80%.

Despite the economic downturn, more than half the respondents (53%) still indicated that they experienced professional engineer shortages, even though this was down from nearly three quarters a year ago. The biggest shortages were reported in civil engineering, followed by electrical and mechanical engineering. However, there was some easing in the problems with staff turnover and recruitment.

3. Executive summary


4. Findings

4.1 Key fi ndingsDue to the turbulent economic conditions between the 2008 and 2009 surveys, the engineering profession has been aff ected in a number of ways. Following are the key fi ndings:• On average, base salaries of

engineers have grown at 2.0%, while salary packages have virtually remained unchanged.

• The economic situation seems to have aff ected the public sector less than the private sector, which has resulted in the gap between average salary packages in both sectors narrowing from $17,909 a year ago to $16,562 in the survey.

• The average base salary in the private sector for 2009 was $94,254, a slight increase from 2008, while the average salary package increased slightly to $107,106.

• In the public sector both base salary and salary package levels have increased, to $81,097 and $90,544 respectively. However, as noted earlier, caution should be used in interpreting these fi gures due to the small sample sizes.

4.1.1 Average salaries Total (private and public sectors combined)

87,925 89,574 91,436101,893 103,220 103,600

$0

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

Average salaries(2007 n=142)



Mea

n

Base salary Salary package

4.1.2 Average salariesPrivate and public sectors separated

105,726 106,657 107,106

82,15990,544

81,09792,15690,959

72,257

94,254

78,692

88,748

2007(n=122)

2008(n=196)

2009 (n=322)

2007(n=20)

2008(n=38)

2009 (n=73)

Private sector Public sector

$0

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

Mea

n

Base salary Salary package


Average Salary Packages – Private and Public Sectors combined

Grade 1 Starting

Grade 22-3 years

Grade 34-10 years

Grade 410-15 years

Grade 515 Years plus

Civil 61,956 74,308 94,894 117,463 156,409

Structural 59,417 72,861 91,598 125,720 148,961

Electrical 66,672 82,237 101,039 122,609 150,034

Mechanical 73,887 81,862 104,674 124,964 153,843

Chemical 69,972 79,331 102,567 132,777 148,833

IT & E 65,756 73,197 92,409 103,976 125,918

Environmental 61,829 73,471 97,860 109,061 134,433

Mining 75,885 100,800 125,889 177,929 205,667

Average Salary Packages – Private Sectors

Grade 1 Starting

Grade 22-3 years

Grade 34-10 years

Grade 410-15 years


Civil 63,815 77,984 101,146 127,312 168,128

Structural 59,762 73,375 92,147 126,792 154,021

Electrical 66,920 80,911 100,389 123,470 149,710

Mechanical 74,597 81,451 105,361 127,574 157,568

Chemical 73,367 83,980 104,932 135,842 154,640

IT & E 70,035 74,595 90,756 107,168 132,682

Environmental 63,687 76,009 106,830 117,822 147,900

Mining 75,885 100,800 125,889 177,929 215,273

Average Salary Packages – Public Sectors

Grade 1 Starting

Grade 22-3 years

Grade 34-10 years

Grade 410-15 years


Civil 57,373 66,066 79,767 94,587 118,548

Structural 56,449 67,600 84,878 110,000 110,167

Electrical 66,036 86,512 103,540 119,389 150,843

Mechanical 69,410 84,139 100,777 112,832 134,360

Chemical 53,000 56,083 73,000 96,000 115,000

IT & E 56,772 68,481 97,066 98,231 104,500

Environmental 58,114 68,076 80,667 93,000 107,500

Mining – – – – 100,000


Salaries and conditionsThe total range of salaries for professional engineers was broken down into base salary and salary packages in the private and public sectors. In addition, salaries were broken down into fi ve grades, which indicate years of experience. These grades are defi ned as follows:• Grade 1 represents starting salaries

for engineers with a bachelor in engineering (four years study) as a minimum tertiary qualifi cation

• Grade 2 represents engineers with 2 to 3 years experience

• Grade 3 represents 4 to 10 years experience

• Grade 4 represents 10 to 15 years experience

• Grade 5 represents 15 years experience and over

4.1.3 Average salariesPrivate and public sectors combined, by grades of experience

Grade 1

57,69152,188

57,632

66,80862,743 65,966

$0

$20,000

$40,000

$60,000

$80,000

2007 (n=142) 2008 (n=234) 2009 (n=395)

Mea

n

Base Salary Salary Package

Grade 2

69,758

63,74469,394

77,90972,183

78,128

$0

$20,000

$40,000

$60,000

$80,000

2007 (n=142) 2008 (n=234) 2009 (n=395)

Mea

n


Grade 3

87,37282,194

86,128

97,71193,174

98,913

$0

$20,000

$40,000

$60,000

$80,000

$100,000

2007 (n=142) 2008 (n=234) 2009 (n=395)

Mea

n



Salary movements were not uniform through the levels of experience. Grades 2, 3 and 4 showed a slight increase, whereas grades 1, 4 and 5 showed reductions. Engineers in grade 5 experienced the biggest reductions in their salary package, while their base salary showed a slight increase.

“Private and Public sectors salary packages Grade 5 – $151,794”

4.1.3 Average salariesPrivate and public sectors combined, by grades of experience (continued)

Grade 4

108,554106,301 103,248

118,784121,489 122,915

$0

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

$140,000

2007 (n=142) 2008 (n=234) 2009 (n=395)

Mea

n


Grade 5

133,330129,606 131,561

155,109152,688 151,794

$0

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

$140,000

$160,000

2007 (n=142) 2008 (n=234) 2009 (n=395)

Mea

n



Within the private sector, base salaries and salary packages saw an increase for grades 3 and 4 only. Grades 1 and 2 stayed virtually the same. Grade 5 experienced a slight decline.

“Private sector salary package Grade 1 – $67,489”

4.1.4 Average salaries Private sector

Grade 1

52,54658,599 58,776

68,356 67,48963,858

$0

$20,000

$40,000

$60,000

$80,000

2007 (n=122) 2008 (n=196) 2009 (n=322)

Mea

n


Grade 2

64,98470,060 70,921

79,015 79,44673,449

$0

$20,000

$40,000

$60,000

$80,000

$100,000

2007 (n=122) 2008 (n=196) 2009 (n=322)

Mea

n


Grade 3

84,505 86,730 89,17798,920 101,106

95,640

$0

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

2007 (n=122) 2008 (n=196) 2009 (n=322)

Mea

n



“Private sector salary package Grade 5 – $158,595”

4.1.4 Average salaries Private sector (continued)

Grade 4


111,814 107,057 112,512123,583 127,827127,577

$0

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

$140,000

2007 (n=122) 2008 (n=196) 2009 (n=322)

Mea

n

Grade 5

135,989 136,038 138,531

160,609 158,595161,255

$0

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

$140,000

$160,000

$180,000

2007 (n=122) 2008 (n=196) 2009 (n=322)

Mea

n



Consistent with previous years, public sector salaries across all grades were lower than their private sector counterparts. Grades 4 and 5 experienced the largest increase, while the other grades remained virtually the same. However, fi ndings for the public sector should be interpreted with caution due to the small sample sizes.

“Public sector salary package Grade 1 – $60,764”

4.1.5 Average salaries Public sector

Grade 1

49,97053,719 54,047

60,582 60,76455,898

$0

$20,000

$40,000

$60,000

$80,000

2007 (n=20) 2008 (n=38) 2009 (n=73)

Mea

n


Grade 2

57,428

66,947 65,571

73,847 73,26465,793

$0

$20,000

$40,000

$60,000

$80,000

2007 (n=20) 2008 (n=38) 2009 (n=73)

Mea

n


Grade 3

71,053

83,61980,341

92,669 90,27981,285

$0

$20,000

$40,000

$60,000

$80,000

$100,000

2007 (n=20) 2008 (n=38) 2009 (n=73)

Mea

n



“Public sector salary package Grade 5 – $126,083”

4.1.5 Average salaries Public sector (continued)

Grade 4

81,18587,759

93,79999,268 104,330

93,755

$0

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

2007 (n=20) 2008 (n=38) 2009 (n=73)

Mea

n


Grade 5

95,140107,306

113,793125,316 126,083

106,423

$0

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

$140,000

2007 (n=20) 2008 (n=38) 2009 (n=73)

Mea

n



4.1.6 Chartered Engineers

Do you have any Chartered Professional Engineers in your organisation? (Q18)

75% (n=368) had a Chartered Professional Engineer in their organisation.

Are the Chartered Professional Engineers paid a higher salary than other engineers with comparable job duties in your organisation? (Q19)

79% reported that they are not paid a higher salary, while 21% indicated that their salaries are indeed higher (n=188).

How much extra are Chartered Professional Engineers paid than other engineers with comparable job duties in your organisation? (Q20)

Even though the chartered status of engineers is still not widely recognised, one fi fth of respondents indicated that salaries of their chartered engineering staff are paid higher salaries than other engineers with comparable job duties, with the diff erence being up to 10% for the majority.

% response

2007 (n=19) 2008 (n=25) 2009 (n=31)

0-2% 2 – 1

3-5% 3 3 11

6-10% 4 8 12

11-20% 4 8 4

21-30% 5 2 1

31-40% 1 – –

41-50% – 1 1

More than 50% – 3 1

Note: given the small number of respondents who answered this question, this data should be interpreted with caution.


What do you see are the benefi ts of employing a Chartered Professional Engineer? (Q21)

% response

2009 (n=33) 2008 (n=25)

Well qualifi ed/confi dence of competencies/more extensive training 24 20

Experience 21 32

Professional standards 18 20

Industry recognition 15 32

Knowledge 12 12

Benchmark of expertise 9 8

Better client acceptance 9 32

Senior/higher/mentoring role/graduate engineer 9 16

Ethical/understanding code of ethics/responsibility 9 12

Meeting of legislative requirement 9 –

Can sign documentation 9 12

Improved management skills 6 4

Commitment to engineering 6 4

Regularly updated on changes 3 4

Marketing 3 –


4.1.7 Average hours worked by engineers per week

On average, how many hours per week do full-time engineers in your organisation work? (Q9)

As observed in previous years, engineers in the private sector work more hours on average than those in the public sector. The majority of private sector engineers (67%) work 36-45 hours, compared with 87% the public sector.

Average Hours Worked – Public Sector

<40

41-45

46-50

>51n=72

Average Hours Worked – Private Sector

<40

41-45

46-50

51-55

56-60

61+n=319


Does your company off er industrial training to engineering students? (Q16)

Do you have an Engineers Australia Professional Development Plan (PDP) in place? (Q17)

The number of organisations off ering additional training to their employees remained virtually unchanged, while the number of organisations with an Engineers Australia Professional Development Program in place was back above 40%.

4.1.8 Professional development

72 74 71

4334

41

0

20

40

60

80

100

2007(n=130)

2008(n=220)

2009(n=362)

2007(n=130)

2008(n=220)

2009(n=367)

Industrial training offered (Q16) Engineers Australi a ProfessionalDevelopment Plan (PDP) (Q17)

% y

es r

esp

ons

e


4.1.9 Benefi ts included in engineers’salary packages

Do you off er your engineers salary packages (ie benefi ts over and above base salary and compulsory superannuation)? (Q11)

The majority of respondents (68%) confi rmed that engineers are off ered salary packages, with the remaining 32% indicating that this was not the case at their organisation (n=395).

What types of benefi ts do you typically include in your engineers’ salary packages (over and above their base salary and compulsory superannuation)? (Q12)

% response

2007 (n= 103)

2008 (n= 173)

2009 (n= 267)

Mobile phone 75 68 67

Professional memberships 67 62 61

Vehicle or vehicle allowance 67 63 57

Laptop 51 58 56

Performance bonus 42 45 49

Extra superannuation (in addition to compulsory superannuation) 31 28 32

Parking 31 28 30

Annual leave loading 17 24 25

Employee share scheme 23 14 20

Profi t share 14 13 16

The most frequently off ered benefi ts in 2009 were:• mobile phone (67%)• professional memberships (61%)• vehicle or vehicle allowance (57%)• laptop (56%)• performance bonus (49%).The off er of these remained virtually unchanged, with the only exception being vehicle allowance, which dropped by 6%. The fact that some of the salary packages declined suggests that the value of these additional benefi ts has been reduced rather than cut altogether.


4.2 Other fi ndingsDoes your organisation provide extra salary or benefi ts to engineers who live in remote locations? (Q38)

Does your organisation provide extra salary or benefi ts to engineers who live in cities with above-average living expenses (eg Sydney)? (Q40)

The provision of extra salary or benefi ts to engineers living in remote locations remains consistent with the record low level experienced in 2008. Alternatively the provision of extra salary or benefi ts to engineers living in cities with above average living expenses has increased year-on-year to 11%.

How much in extra benefi ts do engineers living in cities with above-average living expenses receive? (Q41)

The benefi ts received by engineers living in cities with above average living expenses varied from 1% to more than 50%, however the largest proportion (72%) indicated a benefi t between 3% and 10% of their total salary package. These fi gures should be interpreted with caution, however, due to the small sample size.

How much in extra benefi ts do engineers living in remote areas receive? (Q39)

Based on their total salary package, the majority of engineers (83%) living in remote areas received between 3% and 30% in extra benefi ts.

% response (n=83)

1-2% 5

3-5% 17

6-10% 27

11-20% 17

21-30% 22

31-40% 7

41-50% 2

More than 50% 4

% response (n=29)

1-2% 3

3-5% 38

6-10% 34

11-20% 14

21-30% 3

More than 50% 7

4.2.1 Extra salary or benefi ts

35 32 32

10 8 11

0

20

40

60

80

100

2007(n=136)

2008(n=216)

2009(n=363)

2007(n=135)

2008(n=207)

2009(n=358)

Remote locations (Q38) Above-average living expenses (Q40)

% y

es r

espo

nse


How are engineers employed by your organisation normally compensated for working overtime? (Q10)

Methods for compensating overtime remain largely unchanged from previous years; however, there was a small decrease in time off in lieu for overtime worked, along with a drop in the number of employers providing monetary payments at an hourly rate for overtime. Approximately one-third of employers (31%) off ered no compensation for overtime worked, an increase on fi gures observed in previous years.

4.2.2 Overtime compensation

% response

2007 (n=143)

2008 (n=228)

2009 (n=387)

No compensation 24 25 31

Time off in lieu 26 29 26

Overtime built into base salary 22 20 20

Monetary payment at hourly rate 20 21 16

Combination of overtime/base salary/time off in lieu 1 0 2

Not applicable (engineers do not work overtime) 3 3 2

Performance bonus 1 1 1

Share profi t 1 0 1

Note: 0% represents n=1

How often are performance reviews for engineers conducted in your organisation? (Q15)

Of the engineers represented in the survey, a large percentage (55%) indicated that performance reviews were conducted on an annual basis. Again, similar to last year, approximately a third (31%) indicated that performance reviews were conducted every 6 months.

4.2.3 Frequency of performance review

(2007 n=143; 2008 n=231, 2009 n=390)

54 52 55

36 32 31

6 8 7 3 5 5 3 10

20

40

60

80

100

2007 2008 2009 2007 2008 2009 2007 2008 2009 2007 2008 2009 2007 2008 2009

Annually Every 6 mths On an ad hocbasis

Never Quarterly

% r

esp

onse


4.2.4 Percentage increase in salaries

On average, what annual percentage increase in salaries did your engineering employees receive in the last pay review? (Q42)

On average, what annual percentage increase do you expect your employees to receive in the next pay review? (Q43)

As in previous years, there was considerable variation in the range of salary increases for engineers. Regardless of the time of review, there was an increase in the number of engineers receiving 0% or a reduction in salary, or a pay increase of 3%. This suggests that for many fi rms the economic slow-down had a greater than anticipated impact; the number of fi rms who either did not increase or reduced salaries year on year was more than triple that predicted (7% expected 0% increase or reduced salary in 2008 compared with 25% who actually enacted a 0% increase or reduced salary).

Actual/Forecast Percentage Increases in Salaries

% Salary Increases

0

0.05

0.1

0.15

0.2

0.25

0.3

0% 1-2% 3% 4% 5% 6-7% 8-9% 10-15% 16-20% 20%+

Actual 2009

Forecast

% response

Actual 2009 n=355Forecast n=339

4.2.5 Leave entitlements

Sick leaveHow many days sick leave do you off er your engineers per annum? (Q13)

As observed in previous years, public sector employees have more sick days off ered to them than their private sector counterparts. 68% of private sector organisations off ered 1-10 days sick leave per annum, compared with 38% in the public sector. Conversely, only 14% of private sector organisations off ered 11-20 days sick leave per annum, compared with 47% in the public sector.

7 5 5 4 29

4 4 45 83 5 6

2 1

2007 2008 2009 2007 2008 2009 2007 2008 2009

Unlimited Determined on a case bycase basis

None

70 7268

15 17 14

1 0

30

53

38

56

34

47

3 5 4

0

20

40

60

80

100

2007 2008 2009 2007 2008 2009 2007 2008 2009

1-10 days 11-20 days >20 days

% r

esp

onse

Private Sector (2007 n=137, 2008 n=191, 2009 n=311)Public Sector (2007 n=61, 2008 n=38, 2009 n=68)

Private Sector (2007 n=137, 2008 n=191, 2009 n=311)Public Sector (2007 n=61, 2008 n=38, 2009 n=68)


4.2.5 Leave entitlements (continued)

Paid leave

Do you off er any of the following to your engineers? (Q14)

Consistent with previous years, public sector employees were more likely to be off ered a range of diff erent leave options when compared to the private sector. Study leave continues to trend down for private sector employees, with a slight decrease from 82% to 79% for the public sector. Both public and private sector has experienced an increase in maternity leave. Paternity leave has increased slightly for employees in the private sector year-on-year, whilst substantially increasing for public sector employees. Carer’s leave has continued to trend down for the private sector, whereas the public sector has had a 17% increase since 2008.

4553

4033

7582 79

60

7987

75

63

80

50

61

75

3024

4353

454150

56

0

20

40

60

80

100

2007 2008 2009 2007 2008 2009 2007 2008 2009 2007 2008 2009

Study leave Maternity leave Carer’s leave Paternity leave

% r

esp

ons

e

Private Sector (2007 n=120, 2008 n=193, 2009 n=309)

Public Sector (2007 n=20, 2008 n=38, 2009 n=71)

Other paid leave off ered in 2009

% response

Private Sector (n=309) Public Sector (n=71)

None 15 1

Applied on a case by case basis 1 –

Paid special leave/personal needs 1 1

Bereavement/compassionate leave 0 1

Comply to the award 1 –



Approximately what proportion of the engineers you employ on a permanent basis hold post graduate qualifi cations? (Q36)

There was no clear trend in the employment of engineers with postgraduate qualifi cations. For instance, while the number of respondents saying that between 1% and 5% of their engineers had postgraduate qualifi cations increased, the corresponding number for 6% to 10% decreased.

What are the main types of postgraduate qualifi cations your engineers hold? (Q37)

Masters in Engineering (68%) and Masters in Business Administration (49%) continue to remain the most common forms of post graduate qualifi cations stated by respondents. PhD was also frequently mentioned (25%).

% response

2007(n=97)

2008(n=148)

2009(n=242)

Masters in Engineering 69 7 68

Masters in Business Administration 54 48 49

PhD 28 28 25

Masters in Science 16 16 16

Masters in Finance 4 6 4

Project Management/Masters 3 – 3

Masters in Marketing 2 2 2

4.2.6 Postgraduate qualifi cations

100

(2007 n=129, 2008 n=207, 2009 n=335)

2117 16

8 712 10 8 12 15 18

11

0

10

20

30

40

50

60

70

80

90

2007 2008 2009 2007 2008 2009 2007 2008 2009 2007 2008 2009

None 1-2% 3-5% 6-10%

% r

esp

onse

(2007 n=129, 2008 n=207, 2009 n=335)

1115 13 12

7 105

93

8 8 711 11

16

0

10

20

30

40

50

60

70

80

90

100

11-20% 21-30% 31-40% 41-50% >50%

% r

esp

ons

e

2007 2008 2009 2007 2008 2009 2007 2008 2009 2007 2008 2009 2007 2008 2009


4.2.7 Female engineers

Of the total number of engineers your organisation employs, approximately what percentage of them are female? (Q6)

There has been no signifi cant change in the employment of female engineers. The big jump in the public sector employing 6-10% female engineers is more likely due to the small number of respondents in the sector in 2008 than an indication of an actual increase of that size.

Private n=310Public n=64

PrivatePublic

2009 Percentage of female engineers employed

0

10

20

30

40

50

60

70

<2% 3-5% 6-10% 11-20% 21-50% >50%

% responses

11

2014

2012 13 11 13

1 1

51

33


0

5

10

15

20

25

30

35

40

45

50

<2% 3-5% 6-10% 11-20% 21-50% >50%

% responses

Public n=35Private n=184

PrivatePublic

45 43

15

29

14 13 14 14

1

12

Private n=119Public n=19

PrivatePublic


0

10

20

30

40

50

60

70

<2% 3-5% 6-10% 11-20% 21-50% >50%

% responses

5558

8

1610

5 8

16 16

5 2


4.2.8 HR issues

What are the biggest HR issues for your organisation? (Q22)

Staff recruitment, retention and remuneration remain the key challenges facing HR teams. With remuneration continuing to be a key challenge faced by fi rms, Engineers Australia may seek to actively communicate to the industry, and leverage from, its market intelligence in this area (gained via this survey).

% response

2009 (n=283)

2008 (n=188)

Staff retention/constant turnover 20 32

Employ/recruit/attract/suitable/qualifi ed/experienced staff 18 31

Pay/remuneration/market rates/maintaining competitive salaries/ wage equality 17 13

Shortage of engineers/Australian educated/experienced/qualifi ed/good attitude/communication skills 7 15

No issues/none 7 6

Good communication/between departments/management/employees 5 –

Management/gaining approval to create positions/pay minimum/unpaid overtime/forced leave without pay 5 –

Career planning/development/promotional prospects/lack of ... 5 –

Skills shortage/various professions 4 5

Occupational health and safety/safe working environments 3 –

Training/identifying requirements/costs/locality/time 3 4

Recognition/hard working/valued employees/engineers 3 –

Has your company experienced professional engineer skill shortages over the past 12 months? (Q23)

No 47 Y% es 53%

(n=361)


4.2.8 HR issues (continued)

Please record the skills shortages experienced by your company by type of engineer and grade (Qs24-32)

The majority of respondents (53%) experienced a skill shortage over the past 12 months – a decrease on last year’s fi gure. Consistent with the past two years, the highest number of respondents to report shortages related to Civil Engineers.

% response

Grade 1 Grade 2 Grade 3 Grade 4 Grade 5 Total

Civil Engineers 25 31 50 34 16 75

Electrical Engineers 17 24 43 21 12 63

Mechanical Engineers 17 19 34 24 9 66

Structural Engineers 7 11 19 12 6 34

IT, Telecommunications and Electronic Engineers 5 13 17 11 5 29

Environmental Engineers 2 7 13 8 5 22

Chemical Engineers 3 5 5 10 4 15

Mining Engineers 3 6 7 9 4 14

What issues did your company experience due to recruiting diffi culties? (Q34)

% response

2009 (n=191) 2008 (n=107)

Could not recruit the required skill set 72 80

Longer recruitment period than normal 51 64

Paid a higher salary than expected to pay 32 58

Could not recruit at all 32 40

Recruited a diff erent skill set for re-training 20 28


In what states or territories did your company experience professional engineering skills shortages? (Q33)

% response

NSW(n=68)

QLD(n=71)

VIC(n=59)

ACT(n=20)

WA(n=56)

SA(n=34)

NT(n=13)

TAS(n=9)

Chemical Engineers 7 10 5 – 16 6 15 11

Civil Engineers 46 49 37 20 32 44 69 44

Electrical Engineers 29 38 25 35 34 29 54 44

Environmental Engineers 7 15 15 5 13 18 23 33

IT, Telecommunications and Electronic Engineers 25 10 27 55 18 21 23 11

Mechanical Engineers 31 35 24 25 52 35 46 33

Mining Engineers 7 13 3 – 13 9 31 11

Structural Engineers 22 30 17 20 18 35 31 44

4.2.8 HR issues (continued)

Which of the following best describes the consequence of professional engineering skill shortages for your business? (Q35)

(n=193)

Minor irritation but no monetary issues 21%

Moderate problem with somemonetary problems 43%

Major problems, including project delays and costs 28%

Did not proceed withavailable project 8%

Do you expect your company to experience a professional engineer skill shortage over the next 12 months? (Q35a)

% response (n=333)

Yes 47

No 53


In what States or Territories do you expect your company to experience the shortage? (Q35b)

% response

NSW(n= 53)

QLD(n= 60)

VIC(n= 41)

ACT(n= 15)

WA(n= 52)

SA(n= 23)

NT(n= 11)

TAS(n=4)

Chemical Engineers 11 15 5 – 23 22 36 50

Civil Engineers 42 45 44 20 42 48 64 100

Electrical Engineers 43 42 27 33 40 30 36 50

Environmental Engineers 11 20 12 – 13 26 27 25

IT, Telecommunications and Electronic Engineers 25 18 29 60 25 30 27 50

Mechanical Engineers 30 47 24 27 44 35 45 25

Mining Engineers 13 25 7 – 27 13 18 25

Structural Engineers 21 28 17 13 35 30 18 50


4.3 Sample characteristics

Which one of the following best describes your organisation? (Q2)

4.3.1 Organisation type

(2007 n=142, 2008 n=234, 2009 n=395)

5651 50

30 32 32

4 6 7

0

20

40

60

80

100

2007 2008 2009 2007 2008 2009 2007 2008 2009

Private sector Private sector consulting State Government

% r

esp

onse

(2007 n=142, 2008 n=234, 2009 n=395)

2 5 51 3 4 7

2 30

20

40

60

80

100

2007 2008 2009 2007 2008 2009 2007 2008 2009

Semi-Government (egstatutory authority)

CommonwealthGovernment

Local Government

% r

esp

onse


4.3.3 Part-time employees

What percentage of the engineers are employed part time by your organisation? (Q5)

% response

2009 (n=348) 2008 (n=212)

0-2% 61 64

3-5% 12 14

6-10% 12 10

11-20% 8 7

21-50% 3 4

More than 50% 3 2

4.3.2 Permanent employees

Approximately how many permanent employees do you employ in Australia? (Q3)

Approximately how many of the permanent employees are professional engineers? (Q4)

1722

8

45

22

101112

2528

141666

2925

4351

0

20

40

60

80

100

2007 2008 2009 2007 2008 2009 2007 2008 2009

001-1505-1101-1

% r

esp

on

se

25

8

2114

4 6

2214

310

2520

7253

913

2007 2008 2009 2007 2008 2009 2007 2008 2009

101-500 501-1000 >1000

Permanent (2007 n=142, 2008 n=234, 2009 n=395)

Professional engineers (2007 n=142, 2008 n=234, 200 9 n=395)

Permanent (2007 n=142, 2008 n=234, 2009 n=395)

Professional engineers (2007 n=142, 2008 n=234, 200 9 n=395)


In which state do the majority of your engineers work? (Q8)

Of the total number of engineers your organisation employs, approximately what percentage of them are under 30 years old? (Q7)

4.3.4 State

28 25 23 22 2327

2217 17 15

2218

10 7 81 3 2 1 2 4

0 20

20

40

60

80

100

07 08 09 07 08 09 07 08 09 07 08 09 07 08 09 07 08 09 07 08 09 07 08 09

NSW QLD WA VIC SA TAS ACT NT

% r

esp

ons

e

(2007 n=143, 2008 n=234, 2009 n=395)



4.3.5 Young engineers

(n=367)

10

35

20

106

19

0

20

40

60

80

100

0-2% 3-5% 6-10% 11-20% 21-50% More than50%

% r

espo

nse


5. Salary Tables

5.1 Terms used

Sample sizeIndicates the number of respondents from organisations.

SalaryGross base salaryAnnual salary excluding compulsory occupational superannuation.

Total salary package Annual salary plus benefi ts including items such as motor vehicle, professional memberships, superannuation, performance bonuses, discounted loans, laptop computer, profi t sharing, mobile phones, overtime, etc.

StatisticalMeanThe mean (or average) is the sum of the values divided by their number.

MedianThe median is the value of the middle item in a series after it has been arrayed according to size.

Upper and lower quartilesThe upper quartile is the top 25% and the lower quartile is the bottom 25% of values.


5.2 Description of grades

Grade Minimum qualifi cations Experience Job duties/

responsibilities Example of job title

Grade 1Bachelor of Engineering

(4 year degree)

Little or no experience in the practical side of work

Work is overseen Graduate Engineer

Grade 2 As per Grade 1 2 – 3 years experience Work is overseen

Chemical (or appropriate discipline) Engineer

Project Engineer

Grade 3 As per Grade 1 4 – 10 years experience

Moving into management of projects,

people and budgets

Grade 4 As per Grade 1 10 – 15 years experience

Manager of section, engineering function and review of technical work

Senior Engineer or Project Manager

Grade 5 As per Grade 1 More than 15 years experience

Senior Manager of department or organisation, may

or may not be ‘focused’ on engineering

General Manager or Deputy Director


5.3 Engineers’ salary tables – total sectors by discipline and grade

Civil Engineer

GROSS BASE SALARY ($ pa) TOTAL SALARY PACKAGE ($ pa)

Private &

Public

sector

Sample

size

Lower

Quartile Mean Median

Upper

Quartile

Lower


Upper

Quartile

GRADE 1 104 49,932 54,561 51,000 59,000 54,675 61,956 60,000 65,000

GRADE 2 94 56,000 66,882 65,000 73,714 60,000 74,308 71,000 80,000

GRADE 3 104 70,000 84,094 80,000 95,000 77,000 94,894 90,000 110,000

GRADE 4 102 86,135 103,859 100,000 120,000 95,000 117,463 119,607 135,000

GRADE 5 110 100,000 135,085 130,000 150,000 119,000 156,409 150,000 194,000

Structural Engineer


Private &

Public

sector

Sample

size

Lower


Upper

Quartile

Lower


Upper

Quartile

GRADE 1 47 46,000 53,503 50,000 60,000 50,000 59,417 57,000 64,500

GRADE 2 44 58,816 65,531 63,000 70,000 62,000 72,861 70,000 80,000

GRADE 3 52 70,000 82,910 80,000 90,000 78,000 91,598 89,000 99,000

GRADE 4 46 80,000 111,627 100,000 125,000 90,000 125,720 120,000 150,000

GRADE 5 51 90,000 131,925 130,000 160,000 102,500 148,961 140,000 180,000

Electrical Engineer


Private &

Public

sector

Sample

size

Lower


Upper

Quartile

Lower


Upper

Quartile

GRADE 1 80 50,000 58,488 56,150 65,000 57,700 66,672 62,250 75,000

GRADE 2 75 60,054 73,212 70,000 80,000 67,966 82,237 80,000 91,332

GRADE 3 97 75,000 89,423 85,800 98,000 83,000 101,039 99,000 110,000

GRADE 4 89 90,000 108,881 104,400 125,000 100,000 122,609 120,000 138,000

GRADE 5 69 120,000 134,381 130,000 150,000 125,000 150,034 150,000 170,000


Mechanical Engineer


Private &

Public

sector

Sample

size

Lower


Upper

Quartile

Lower


Upper

Quartile

GRADE 1 72 50,000 61,508 59,500 65,000 57,225 73,887 65,000 77,000

GRADE 2 85 60,054 72,300 70,000 80,000 68,000 81,862 80,000 90,000

GRADE 3 100 79,000 92,073 89,300 100,000 87,600 104,674 98,500 120,000

GRADE 4 95 91,000 109,370 108,000 125,000 105,704 124,964 121,515 140,850

GRADE 5 80 100,000 133,778 130,000 150,000 120,000 153,843 150,000 175,000

Chemical Engineer


Private &

Public

sector

Sample

size

Lower


Upper

Quartile

Lower


Upper

Quartile

GRADE 1 18 50,000 62,611 58,500 70,000 55,000 69,972 66,500 77,000

GRADE 2 24 60,000 71,292 69,000 80,000 64,700 79,331 77,500 90,000

GRADE 3 27 80,000 90,222 85,000 100,000 89,000 102,567 95,000 120,000

GRADE 4 26 110,000 118,490 114,375 140,000 117,000 132,777 130,000 150,000

GRADE 5 25 100,000 129,040 120,000 150,000 117,500 148,033 150,000 165,000

IT, Telecommunications and Electronics Engineer


Private &

Public

sector

Sample

size

Lower


Upper

Quartile

Lower


Upper

Quartile

GRADE 1 31 45,000 59,368 50,000 60,000 48,000 65,756 57,000 70,000

GRADE 2 35 50,000 66,061 64,000 75,000 60,000 73,197 70,000 82,060

GRADE 3 42 70,000 79,659 80,000 90,000 75,000 92,409 90,366 105,000

GRADE 4 28 77,500 92,985 95,508 103,000 82,000 103,976 110,000 120,000

GRADE 5 25 100,000 115,960 120,000 135,000 102,000 125,918 138,000 150,000


Environmental Engineer


Private &

Public

sector

Sample

size

Lower


Upper

Quartile

Lower


Upper

Quartile

GRADE 1 23 50,000 55,009 53,000 60,000 55,000 61,829 59,498 62,250

GRADE 2 24 56,000 65,443 61,000 74,357 62,000 73,471 70,000 81,750

GRADE 3 34 70,000 86,694 80,500 95,000 75,000 97,860 90,000 110,000

GRADE 4 16 77,500 98,938 100,000 115,000 90,000 109,061 110,000 120,000

GRADE 5 18 100,000 123,975 125,000 150,000 102,000 134,433 132,900 150,000

Mining Engineer


Private &

Public

sector

Sample

size

Lower


Upper

Quartile

Lower


Upper

Quartile

GRADE 1 13 50,000 65,769 70,000 80,000 55,000 75,885 80,000 90,000

GRADE 2 10 75,000 87,500 85,000 100,000 75,000 100,800 101,500 120,000

GRADE 3 9 90,000 106,667 100,000 130,000 95,000 125,889 120,000 160,000

GRADE 4 14 115,000 148,714 150,000 177,000 120,000 177,929 171,500 220,000

GRADE 5 12 110,000 173,333 155,000 225,000 130,000 205,667 165,000 275,000


5.4 Engineers’ salary tables – private and public sectorsby discipline and grade

Civil Engineer


Private

sector

Sample

size

Lower


Upper

Quartile

Lower


Upper

Quartile

GRADE 1 74 50,000 55,637 52,500 60,000 55,000 63,815 60,000 65,000

GRADE 2 64 60,000 69,749 65,000 80,000 66,000 77,984 75,000 88,000

GRADE 3 73 75,000 88,671 80,000 100,000 85,000 101,146 97,500 112,000

GRADE 4 71 90,000 111,056 105,000 125,000 108,250 127,312 120,000 143,500

GRADE 5 84 105,500 144,259 140,000 165,500 127,900 168,128 160,000 200,000


Public

sector

Sample

size

Lower


Upper

Quartile

Lower


Upper

Quartile

GRADE 1 30 49,863 51,907 50,000 56,889 50,000 57,373 56,385 62,000

GRADE 2 30 54,000 60,767 60,000 70,000 58,000 66,066 65,000 75,401

GRADE 3 31 62,000 73,317 70,000 82,810 65,000 79,767 75,000 91,141

GRADE 4 31 72,000 87,378 82,000 100,000 76,000 94,587 90,000 119,607

GRADE 5 26 90,000 105,446 100,000 120,000 100,000 118,548 118,330 130,000

Structural Engineer


Private

sector

Sample

size

Lower


Upper

Quartile

Lower


Upper

Quartile

GRADE 1 42 48,000 53,756 50,000 60,000 50,000 59,762 58,000 64,000

GRADE 2 40 58,816 65,983 63,000 72,500 62,000 73,375 70,000 80,000

GRADE 3 48 70,000 83,327 80,000 90,000 80,000 92,147 89,000 99,000

GRADE 4 43 80,000 112,670 100,000 130,000 90,000 126,792 118,692 150,000

GRADE 5 45 100,000 136,604 136,400 160,000 110,000 154,021 145,000 190,000


Public

sector

Sample

size

Lower


Upper

Quartile

Lower


Upper

Quartile

GRADE 1 5 45,000 51,378 50,000 56,889 50,000 56,449 54,000 65,000

GRADE 2 4 55,000 61,012 62,023 67,023 59,500 67,600 69,701 75,701

GRADE 3 4 68,500 77,914 74,828 87,328 72,500 84,878 83,006 97,256

GRADE 4 3 80,000 96,667 100,000 110,000 90,000 110,000 120,000 120,000

GRADE 5 6 90,000 96,833 90,000 100,000 100,000 110,167 102,500 120,000


Electrical Engineer


Private

sector

Sample

size

Lower


Upper

Quartile

Lower


Upper

Quartile

GRADE 1 57 50,000 58,718 56,000 65,000 56,000 66,920 62,500 75,000

GRADE 2 57 60,000 72,448 70,000 80,000 65,000 80,911 78,500 90,000

GRADE 3 77 75,000 89,035 85,800 100,000 83,000 100,389 98,000 110,000

GRADE 4 70 90,000 109,495 109,500 125,000 100,000 123,470 122,000 140,000

GRADE 5 49 120,000 133,822 130,000 150,000 130,000 149,710 150,000 162,000


Public

sector

Sample

size

Lower


Upper

Quartile

Lower


Upper

Quartile

GRADE 1 23 50,000 57,919 58,000 65,000 57,769 66,036 62,000 73,910

GRADE 2 18 65,900 75,631 74,357 81,244 71,830 86,512 90,000 91,560

GRADE 3 20 76,644 90,917 87,500 96,684 84,365 103,540 102,185 122,500

GRADE 4 19 90,000 106,618 98,000 115,079 100,000 119,389 113,000 135,000

GRADE 5 20 110,000 135,750 130,000 141,325 120,500 150,843 143,000 170,000

Mechanical Engineer


Private

sector

Sample

size

Lower


Upper

Quartile

Lower


Upper

Quartile

GRADE 1 62 50,000 62,007 58,500 65,000 55,000 74,597 65,000 80,000

GRADE 2 72 60,000 72,464 70,000 80,000 66,000 81,451 79,000 90,000

GRADE 3 85 80,000 93,111 90,000 100,000 85,000 105,361 100,000 120,000

GRADE 4 78 95,000 111,985 110,000 130,000 106,500 127,574 125,000 148,000

GRADE 5 67 100,000 136,564 130,000 155,000 123,000 157,568 150,000 180,000


Public

sector

Sample

size

Lower


Upper

Quartile

Lower


Upper

Quartile

GRADE 1 10 52,999 58,415 60,314 65,000 59,000 69,410 67,500 73,910

GRADE 2 13 68,000 71,392 70,000 75,000 75,000 84,139 80,000 91,500

GRADE 3 15 78,000 86,196 85,000 90,000 90,000 100,777 96,200 113,431

GRADE 4 17 87,000 97,371 94,308 106,000 99,000 112,832 110,000 123,868

GRADE 5 13 110,000 119,418 126,000 130,000 120,000 134,360 141,000 154,000

*Quartiles are only provided where n 10


Chemical Engineer


Private

sector

Sample

size

Lower


Upper

Quartile

Lower


Upper

Quartile

GRADE 1 15 54,000 64,800 65,000 70,000 58,000 73,367 70,000 83,000

GRADE 2 20 60,500 74,550 76,000 82,500 68,000 83,980 85,500 92,600

GRADE 3 25 80,000 91,440 85,000 100,000 90,000 104,932 100,000 120,000

GRADE 4 24 110,000 120,323 114,375 140,000 118,500 135,842 130,000 155,000

GRADE 5 21 110,000 132,667 130,000 150,000 125,000 154,640 150,000 175,000


Public

sector

Sample

size

Lower


Upper

Quartile

Lower


Upper

Quartile

GRADE 1 3 50,000 51,667 50,000 55,000 45,000 53,000 55,000 59,000

GRADE 2 4 50,000 55,000 57,500 60,000 50,000 56,083 54,167 62,167

GRADE 3 2 70,000 75,000 75,000 80,000 58,000 73,000 73,000 88,000

GRADE 4 2 78,000 96,500 96,500 115,000 62,000 96,000 96,000 130,000

GRADE 5 4 87,500 110,000 105,000 132,500 85,000 115,000 115,000 145,000

IT, Telecommunications and Electronics Engineer


Private

sector

Sample

size

Lower


Upper

Quartile

Lower


Upper

Quartile

GRADE 1 21 48,000 63,943 50,000 60,000 50,000 70,035 57,000 70,000

GRADE 2 27 50,000 67,322 65,000 80,000 55,000 74,595 71,500 82,060

GRADE 3 31 70,000 79,812 80,000 90,000 74,000 90,756 90,000 105,000

GRADE 4 18 80,000 96,723 100,000 110,000 84,000 107,168 110,000 120,000

GRADE 5 19 100,000 120,158 121,009 140,000 105,000 132,682 140,000 151,000


Public

sector

Sample

size

Lower


Upper

Quartile

Lower


Upper

Quartile

GRADE 1 10 40,000 49,760 47,865 60,000 45,000 56,772 54,500 67,000

GRADE 2 8 50,000 61,803 62,000 71,511 60,000 68,481 67,500 84,688

GRADE 3 11 77,388 79,229 80,000 85,000 82,000 97,066 90,731 110,000

GRADE 4 10 70,000 86,257 91,041 100,000 80,000 98,231 105,000 110,000

GRADE 5 6 90,000 102,667 105,500 120,000 100,000 104,500 105,000 120,000


Environmental Engineer


Private

sector

Sample

size

Lower


Upper

Quartile

Lower


Upper

Quartile

GRADE 1 15 50,000 55,867 53,000 56,000 55,250 63,687 59,498 62,000

GRADE 2 16 58,000 66,750 61,000 77,500 64,000 76,009 70,000 81,750

GRADE 3 22 75,000 92,386 83,000 100,000 84,000 106,830 93,000 122,000

GRADE 4 10 90,000 106,400 105,000 120,000 90,000 117,822 120,000 140,000

GRADE 5 12 115,000 136,379 135,500 150,000 130,400 147,900 150,000 162,500


Public

sector

Sample

size

Lower


Upper

Quartile

Lower


Upper

Quartile

GRADE 1 8 47,500 53,402 52,500 60,314 47,500 58,114 60,500 67,500

GRADE 2 8 53,500 62,830 61,500 71,857 57,500 68,076 68,000 80,500

GRADE 3 12 67,500 76,258 73,606 87,000 71,000 80,667 76,500 96,500

GRADE 4 6 70,000 86,500 77,500 110,000 75,000 93,000 87,500 120,000

GRADE 5 6 85,000 99,167 97,500 120,000 87,000 107,500 107,500 130,000

Mining Engineer


Private

sector

Sample

size

Lower


Upper

Quartile

Lower


Upper

Quartile

GRADE 1 13 50,000 65,769 70,000 80,000 55,000 75,885 80,000 90,000

GRADE 2 10 75,000 87,500 85,000 100,000 75,000 100,800 101,500 120,000

GRADE 3 9 90,000 106,667 100,000 130,000 95,000 125,889 120,000 160,000

GRADE 4 14 115,000 148,714 150,000 177,000 120,000 177,929 171,500 220,000

GRADE 5 11 120,000 180,909 160,000 230,000 160,000 215,273 170,000 300,000


Public

sector

Sample

size

Lower


Upper

Quartile

Lower


Upper

Quartile

GRADE 1 0 . . . . . . . .

GRADE 2 0 . . . . . . . .

GRADE 3 0 . . . . . . . .

GRADE 4 0 . . . . . . . .

GRADE 5 1 90,000 90,000 90,000 90,000 100,000 100,000 100,000 100,000


Civil Engineer Grade 1GROSS BASE SALARY ($ pa) TOTAL SALARY PACKAGE ($ pa)

Private sector

Sample size

Lower Quartile Mean Median

Upper Quartile


Upper Quartile

NSW 18 50,000 56,294 52,000 65,000 55,000 64,067 58,000 70,000

VIC 14 45,000 48,286 45,500 55,000 46,000 53,615 50,000 60,000

SA 6 * 51,833 51,000 * * 58,000 56,500 *

ACT 0 - - - - - - - -

WA 12 56,200 70,200 67,500 77,500 63,000 81,167 76,000 91,500

NT 0 - - - - - - - -

TAS 0 - - - - - - -

QLD 24 49,000 53,100 54,500 57,000 55,000 61,917 60,000 65,000

Total 74 50,000 55,637 52,500 60,000 55,000 63,815 60,000 65,000


GROSS BASE SALARY ($ pa) TOTAL SALARY PACKAGE ($ pa) Public sector

Sample size


Upper Quartile


Upper Quartile

NSW 6 * 51,209 50,000 * * 57,485 59,500 *

VIC 7 * 48,429 50,000 * * 55,143 55,000 *

SA 0 - - - - - - - -

ACT 2 * 53,445 53,445 * * 64,122 64,122 *

WA 5 * 54,890 52,999 * * 59,206 57,769 *

NT 2 * 54,314 54,314 * * 60,000 60,000 *

TAS 0 - - - - - - - -

QLD 8 * 52,625 50,000 * * 55,750 54,500 *

Total 30 49,863 51,907 50,000 56,889 50,000 57,373 56,385 62,000



Private sector

Sample size


Upper Quartile


Upper Quartile

NSW 16 62,500 72,813 67,500 80,000 68,000 82,159 72,000 95,200

VIC 7 * 64,714 65,000 * * 68,286 70,000 *

SA 7 * 59,357 58,000 * * 64,357 63,500 *

ACT 0 - - - - - - - -

WA 12 69,100 79,017 77,500 90,000 77,500 89,563 84,875 95,000

NT 0 - - - - - - - -

TAS 1 * 65,000 65,000 * * 80,000 80,000 *

QLD 21 60,000 67,487 65,000 69,000 68,000 75,668 75,000 80,000

Total 64 60,000 69,749 65,000 80,000 66,000 77,984 75,000 88,000



Sample size


Upper Quartile


Upper Quartile

NSW 8 * 60,493 60,027 * * 67,520 70,229 *

VIC 8 * 56,875 54,000 * * 60,042 60,000 *

SA 1 * 55,000 55,000 * * 62,000 62,000 *

ACT 1 * 64,046 64,046 * * 75,401 75,401 *

WA 2 * 74,655 74,655 * * 82,017 82,017 *

NT 2 * 63,857 63,857 * * 81,000 81,000 *

TAS 1 * 55,000 55,000 * * 58,000 58,000 *

QLD 7 * 61,857 60,000 * * 65,000 65,000 *

Total 30 54,000 60,767 60,000 70,000 58,000 66,066 65,000 75,401


5.5 Engineers’ salary tables – private and public sectors by discipline, grade and location



Private sector

Sample size


Upper Quartile


Upper Quartile

NSW 19 75,000 85,105 80,000 95,000 85,000 98,529 93,000 110,000

VIC 10 75,000 84,400 80,000 90,000 75,000 92,600 94,000 100,000

SA 8 * 84,100 76,400 * * 93,375 89,000 *

ACT 0 - - - - - - - -

WA 11 90,000 100,800 100,000 120,000 98,100 115,555 110,000 133,000

NT 1 * 65,000 65,000 * * 65,000 65,000 *

TAS 0 - - - - - - - -

QLD 24 73,698 90,225 80,000 109,500 83,750 104,490 97,875 120,000

Total 73 75,000 88,671 80,000 100,000 85,000 101,146 97,500 112,000



Sample size


Upper Quartile


Upper Quartile

NSW 9 * 79,336 80,000 * * 88,246 91,141 *

VIC 9 * 67,428 65,000 * * 72,622 72,000 *

SA 1 * 68,000 68,000 * * 75,000 75,000 *

ACT 1 * 79,656 79,656 * * 91,011 91,011 *

WA 3 * 85,970 93,999 * * 94,316 103,500 *

NT 1 * 77,388 77,388 * * 90,000 90,000 *

TAS 1 * 61,000 61,000 * * 65,000 65,000 *

QLD 6 * 68,000 68,500 * * 70,167 72,500 *

Total 31 62,000 73,317 70,000 82,810 65,000 79,767 75,000 91,141


Civil Engineer Grade 4

GROSS BASE SALARY ($ pa) TOTAL SALARY PACKAGE ($ pa) Private sector

Sample size


Upper Quartile


Upper Quartile

NSW 16 90,000 102,094 100,000 120,000 100,000 113,294 110,000 131,000

VIC 11 90,000 105,455 100,000 120,000 95,000 123,727 120,000 130,000

SA 6 * 96,000 90,500 * * 110,667 105,000 *

ACT 0 - - - - - - - -

WA 15 110,000 132,680 125,000 160,000 120,000 150,067 150,000 176,000

NT 1 * 100,000 100,000 * * 120,000 120,000 *

TAS 1 * 80,000 80,000 * * 150,000 150,000 *

QLD 21 96,330 111,678 100,917 125,000 115,000 128,307 120,000 140,000

Total 71 90,000 111,056 105,000 125,000 108,250 127,312 120,000 143,500



Sample size


Upper Quartile


Upper Quartile

NSW 12 76,500 92,600 90,000 102,500 85,500 102,595 98,067 120,000

VIC 7 * 74,000 72,000 * * 78,080 77,000 *

SA 2 * 77,500 77,500 * * 82,500 82,500 *

ACT 0 - - - - - - - -

WA 4 * 108,608 108,877 * * 119,629 119,804 *

NT 1 * 94,081 94,081 * * 110,000 110,000 *

TAS 0 - - - - - - - -

QLD 5 * 79,200 73,000 * * 80,200 76,000 *

Total 31 72,000 87,378 82,000 100,000 76,000 94,587 90,000 119,607




Private sector

Sample size


Upper Quartile


Upper Quartile

NSW 28 103,000 134,580 137,500 155,000 125,000 156,262 160,000 194,000

VIC 14 96,000 115,786 105,000 140,000 105,000 128,538 125,000 150,000

SA 5 * 140,750 130,000 * * 164,000 145,000 *

ACT 0 - - - - - - - -

WA 15 136,300 180,620 155,000 200,000 150,000 209,691 205,000 270,000

NT 1 * 200,000 200,000 * * 250,000 250,000 *

TAS 0 - - - - - - - -

QLD 21 120,000 148,356 140,000 180,000 150,000 176,417 165,000 200,000

Total 84 105,500 144,259 140,000 165,500 127,900 168,128 160,000 200,000



Sample size


Upper Quartile


Upper Quartile

NSW 10 100,000 114,783 106,415 120,000 120,000 132,717 127,500 144,000

VIC 5 * 94,800 85,000 * * 98,252 95,000 *

SA 0 - - - - - - - -

ACT 0 - - - - - - - -

WA 4 * 112,444 114,889 * * 123,455 126,660 *

NT 2 * 120,000 120,000 * * 150,000 150,000 *

TAS 1 * 90,000 90,000 * * 105,000 105,000 *

QLD 4 * 85,000 80,000 * * 91,250 92,500 *

Total 26 90,000 105,446 100,000 120,000 100,000 118,548 118,330 130,000



Structural Engineer Grade 1GROSS BASE SALARY ($ pa) TOTAL SALARY PACKAGE ($ pa)

Private sector

Sample size


Upper Quartile


Upper Quartile

NSW 11 50,000 56,964 50,000 60,000 55,000 62,667 57,000 65,000

VIC 7 * 47,429 46,000 * * 49,429 46,000 *

SA 6 * 57,667 56,000 * * 67,833 59,000 *

ACT 0 - - - - - - - -

WA 5 * 63,060 64,000 * * 68,600 65,000 *

NT 0 - - - - - - - -

TAS 2 * 48,500 48,500 * * 53,750 53,750 *

QLD 11 40,000 49,167 50,000 55,000 49,000 55,843 60,000 61,000

Total 42 48,000 53,756 50,000 60,000 50,000 59,762 58,000 64,000



Sample size


Upper Quartile


Upper Quartile

NSW 0 - - - - - - - -

VIC 1 * 45,000 45,000 * * 50,000 50,000 *

SA 0 - - - - - - - -

ACT 1 * 56,889 56,889 * * 68,244 68,244 *

WA 2 * 52,500 52,500 * * 55,000 55,000 *

NT 0 - - - - - - - -

TAS 0 - - - - - - - -

QLD 1 * 50,000 50,000 * * 54,000 54,000 *

Total 5 * 51,378 50,000 * * 56,449 54,000 *



Private sector

Sample size


Upper Quartile


Upper Quartile

NSW 11 60,000 65,091 65,000 70,000 66,750 72,542 70,500 78,500

VIC 5 * 58,600 60,000 * * 66,400 60,000 *

SA 5 * 60,520 58,000 * * 66,800 62,000 *

ACT 0 - - - - - - - -

WA 5 * 86,040 100,000 * * 93,000 100,000 *

NT 0 - - - - - - - -

TAS 1 * 82,900 82,900 * * 92,961 92,961 *

QLD 13 55,000 62,664 60,000 64,000 61,000 70,300 67,000 75,000

Total 40 58,816 65,983 63,000 72,500 62,000 73,375 70,000 80,000



Sample size


Upper Quartile


Upper Quartile

NSW 0 - - - - - - - -

VIC 1 * 50,000 50,000 * * 55,000 55,000 *

SA 0 - - - - - - - -

ACT 1 * 64,046 64,046 * * 75,401 75,401 *

WA 1 * 70,000 70,000 * * 76,000 76,000 *

NT 0 - - - - - - - -

TAS 0 - - - - - - - -

QLD 1 * 60,000 60,000 * * 64,000 64,000 *

Total 4 * 61,012 62,023 * * 67,600 69,701 *




Private sector

Sample size


Upper Quartile


Upper Quartile

NSW 10 70,000 81,700 80,000 90,000 80,000 91,045 89,000 99,000

VIC 9 * 77,556 85,000 * * 85,222 85,000 *

SA 7 * 78,625 80,000 * * 84,346 82,000 *

ACT 0 - - - - - - - -

WA 8 * 105,788 112,500 * * 114,203 117,500 *

NT 0 - - - - - - - -

TAS 3 * 79,335 80,000 * * 93,661 95,000 *

QLD 11 65,000 77,273 80,000 85,000 77,000 87,423 80,000 95,150

Total 48 70,000 83,327 80,000 90,000 80,000 92,147 89,000 99,000



Sample size


Upper Quartile


Upper Quartile

NSW 0 - - - - - - - -

VIC 0 - - - - - - - -

SA 1 * 70,000 70,000 * * 75,000 75,000 *

ACT 1 * 79,656 79,656 * * 91,011 91,011 *

WA 1 * 95,000 95,000 * * 103,500 103,500 *

NT 0 - - - - - - - -

TAS 0 - - - - - - - -

QLD 1 * 67,000 67,000 * * 70,000 70,000 *

Total 4 * 77,914 74,828 * * 84,878 83,006 *



Private sector

Sample size


Upper Quartile


Upper Quartile

NSW 10 80,000 98,400 100,000 110,000 95,000 108,727 105,000 130,000

VIC 4 * 111,250 105,000 * * 136,250 110,000 *

SA 6 * 100,667 94,500 * * 109,500 96,000 *

ACT 0 - - - - - - - -

WA 9 * 153,444 150,000 * * 168,578 160,000 *

NT 0 - - - - - - - -

TAS 2 * 97,212 97,212 * * 139,350 139,350 *

QLD 12 85,000 103,033 107,699 120,000 90,000 115,411 118,692 148,775

Total 43 80,000 112,670 100,000 130,000 90,000 126,792 118,692 150,000



Sample size


Upper Quartile


Upper Quartile

NSW 0 - - - - - - - -

VIC 1 * 80,000 80,000 * * 90,000 90,000 *

SA 0 - - - - - - - -

ACT 0 - - - - - - - -

WA 1 * 110,000 110,000 * * 120,000 120,000 *

NT 0 - - - - - - - -

TAS 0 - - - - - - - -

QLD 1 * 100,000 100,000 * * 120,000 120,000 *

Total 3 * 96,667 100,000 * * 110,000 120,000 *




Private sector

Sample size


Upper Quartile


Upper Quartile

NSW 16 100,000 130,625 130,000 160,000 125,000 149,412 145,000 180,000

VIC 7 * 120,857 120,000 * * 126,143 120,000 *

SA 4 * 142,500 135,000 * * 160,500 146,000 *

ACT 0 - - - - - - - -

WA 8 * 179,175 195,000 * * 199,672 208,000 *

NT 0 - - - - - - - -

TAS 1 * 151,779 151,779 * * 168,602 168,602 *

QLD 9 * 117,333 85,000 * * 139,333 110,000 *

Total 45 100,000 136,604 136,400 160,000 110,000 154,021 145,000 190,000



Sample size


Upper Quartile


Upper Quartile

NSW 1 * 90,000 90,000 * * 100,000 100,000 *

VIC 2 * 85,500 85,500 * * 97,500 97,500 *

SA 0 - - - - - - - -

ACT 0 - - - - - - - -

WA 1 * 130,000 130,000 * * 141,000 141,000 *

NT 1 * 100,000 100,000 * * 120,000 120,000 *

TAS 1 * 90,000 90,000 * * 105,000 105,000 *

QLD 0 - - - - - - - -

Total 6 * 96,833 90,000 * * 110,167 102,500 *



Electrical Engineer Grade 1GROSS BASE SALARY ($ pa) TOTAL SALARY PACKAGE ($ pa)

Private sector

Sample size


Upper Quartile


Upper Quartile

NSW 16 50,000 59,894 57,250 65,500 55,000 68,458 62,570 75,600

VIC 10 49,000 53,700 53,500 60,000 50,000 60,104 58,520 70,000

SA 4 * 53,500 54,500 * * 59,250 59,500 *

ACT 0 - - - - - - - -

WA 11 56,000 67,709 65,000 80,000 62,000 76,682 75,000 90,000

NT 0 - - - - - - - -

TAS 0 - - - - - - - -

QLD 16 52,500 55,800 57,000 62,500 56,250 64,656 63,000 74,000

Total 57 50,000 58,718 56,000 65,000 56,000 66,920 62,500 75,000



Sample size


Upper Quartile


Upper Quartile

NSW 5 * 51,000 50,000 * * 58,200 60,000 *

VIC 0 - - - - - - - -

SA 0 - - - - - - - -

ACT 2 * 55,433 55,433 * * 64,961 64,961 *

WA 7 * 63,136 66,586 * * 69,430 73,910 *

NT 1 * 60,628 60,628 * * 70,000 70,000 *

TAS 2 * 57,950 57,950 * * 63,450 63,450 *

QLD 6 * 57,967 58,900 * * 69,167 63,000 *

Total 23 50,000 57,919 58,000 65,000 57,769 66,036 62,000 73,910



Private sector

Sample size


Upper Quartile


Upper Quartile

NSW 16 62,500 66,538 68,000 73,800 66,230 74,655 75,000 84,000

VIC 6 * 63,667 60,000 * * 70,333 70,000 *

SA 5 * 57,000 58,000 * * 62,400 62,000 *

ACT 1 * 70,000 70,000 * * 80,000 80,000 *

WA 13 70,000 89,746 74,000 100,000 80,000 101,108 80,400 104,000

NT 0 - - - - - - - -

TAS 0 - - - - - - - -

QLD 16 60,000 72,577 76,620 85,000 60,000 80,955 83,140 95,500

Total 57 60,000 72,448 70,000 80,000 65,000 80,911 78,500 90,000



Sample size


Upper Quartile


Upper Quartile

NSW 3 * 73,351 80,000 * * 81,819 90,000 *

VIC 0 - - - - - - - -

SA 0 - - - - - - - -

ACT 3 * 65,340 68,021 * * 78,769 79,376 *

WA 5 * 83,133 81,244 * * 91,624 91,104 *

NT 2 * 81,857 81,857 * * 97,500 97,500 *

TAS 2 * 65,450 65,450 * * 71,665 71,665 *

QLD 3 * 78,333 75,000 * * 93,000 100,000 *

Total 18 65,900 75,631 74,357 81,244 71,830 86,512 90,000 91,560




Private sector

Sample size


Upper Quartile


Upper Quartile

NSW 18 75,000 83,822 85,400 95,000 83,000 94,317 95,500 110,000

VIC 13 75,000 82,538 80,000 90,000 81,000 92,231 93,000 100,000

SA 7 * 73,714 79,000 * * 79,897 80,000 *

ACT 3 * 96,667 98,000 * * 104,000 107,000 *

WA 13 81,800 106,069 90,000 125,000 91,000 123,385 110,000 142,000

NT 0 - - - - - - - -

TAS 0 - - - - - - - -

QLD 23 80,000 90,826 90,000 100,000 85,000 102,522 105,000 120,000

Total 77 75,000 89,035 85,800 100,000 83,000 100,389 98,000 110,000



Sample size


Upper Quartile


Upper Quartile

NSW 5 * 84,042 85,000 * * 96,306 95,000 *

VIC 1 * 96,900 96,900 * * 105,600 105,600 *

SA 0 - - - - - - - -

ACT 3 * 79,211 83,633 * * 98,196 90,731 *

WA 5 * 105,462 96,468 * * 115,070 107,080 *

NT 1 * 77,388 77,388 * * 90,000 90,000 *

TAS 2 * 76,950 76,950 * * 84,365 84,365 *

QLD 3 * 101,667 85,000 * * 118,333 125,000 *

Total 20 76,644 90,917 87,500 96,684 84,365 103,540 102,185 122,500



Private sector

Sample size


Upper Quartile


Upper Quartile

NSW 17 80,000 97,494 90,000 120,000 88,000 107,639 100,390 131,000

VIC 12 93,000 112,750 110,000 127,500 115,000 129,917 125,000 145,000

SA 5 * 85,600 80,000 * * 93,600 88,000 *

ACT 3 * 108,333 109,000 * * 116,667 115,000 *

WA 14 100,000 128,857 122,500 155,000 125,000 147,143 135,500 180,000

NT 1 * 85,000 85,000 * * 85,000 85,000 *

TAS 2 * 92,620 92,620 * * 102,935 102,935 *

QLD 16 100,000 114,188 112,500 132,500 110,000 131,313 126,500 145,000

Total 70 90,000 109,495 109,500 125,000 100,000 123,470 122,000 140,000



Sample size


Upper Quartile


Upper Quartile

NSW 4 * 109,250 103,500 * * 122,000 119,000 *

VIC 1 * 64,000 64,000 * * 75,000 75,000 *

SA 0 - - - - - - - -

ACT 3 * 92,005 92,607 * * 106,027 110,000 *

WA 5 * 118,649 115,079 * * 129,764 127,738 *

NT 1 * 94,081 94,081 * * 110,000 110,000 *

TAS 2 * 88,200 88,200 * * 96,750 96,750 *

QLD 3 * 128,333 95,000 * * 145,000 135,000 *

Total 19 90,000 106,618 98,000 115,079 100,000 119,389 113,000 135,000




Private sector

Sample size


Upper Quartile


Upper Quartile

NSW 9 * 136,556 130,000 * * 148,829 146,500 *

VIC 11 120,000 140,636 140,000 150,000 130,000 158,364 155,000 190,000

SA 3 * 94,000 92,000 * * 102,333 102,000 *

ACT 3 * 131,333 129,000 * * 143,667 140,000 *

WA 8 * 151,538 148,150 * * 169,500 170,000 *

NT 0 - - - - - - - -

TAS 0 - - - - - - - -

QLD 15 120,000 126,200 130,000 140,000 130,000 144,080 150,000 150,000

Total 49 120,000 133,822 130,000 150,000 130,000 149,710 150,000 162,000



Sample size


Upper Quartile


Upper Quartile

NSW 6 * 133,333 125,000 * * 150,833 142,500 *

VIC 0 - - - - - - - -

SA 0 - - - - - - - -

ACT 2 * 116,011 116,011 * * 121,011 121,011 *

WA 5 * 142,757 142,649 * * 155,968 162,299 *

NT 2 * 120,000 120,000 * * 150,000 150,000 *

TAS 3 * 116,400 110,000 * * 128,333 121,000 *

QLD 2 * 190,000 190,000 * * 202,500 202,500 *

Total 20 110,000 135,750 130,000 141,325 120,500 150,843 143,000 170,000



Mechanical Engineer Grade 1


Sample size


Upper Quartile


Upper Quartile

NSW 10 48,000 61,200 59,000 70,000 55,000 73,818 73,500 85,000

VIC 15 45,000 59,047 52,000 60,000 49,000 83,467 59,000 70,000

SA 7 * 58,000 55,000 * * 63,850 60,000 *

ACT 1 * 132,000 132,000 * * 140,000 140,000 *

WA 16 56,650 66,175 65,000 72,500 62,000 73,873 70,500 79,375

NT 0 - - - - - - - -

TAS 0 - - - - - - - -

QLD 13 50,000 57,687 57,000 65,000 50,000 66,670 68,000 80,000

Total 62 50,000 62,007 58,500 65,000 55,000 74,597 65,000 80,000



Sample size


Upper Quartile


Upper Quartile

NSW 3 * 50,000 50,000 * * 58,667 59,000 *

VIC 0 - - - - - - - -

SA 0 - - - - - - - -

ACT 1 * 60,866 60,866 * * 72,221 72,221 *

WA 4 * 61,915 63,293 * * 67,720 69,455 *

NT 1 * 60,628 60,628 * * 70,000 70,000 *

TAS 0 - - - - - - - -

QLD 1 * 65,000 65,000 * * 105,000 105,000 *

Total 10 52,999 58,415 60,314 65,000 59,000 69,410 67,500 73,910


Mechanical Engineer Grade 2GROSS BASE SALARY ($ pa) TOTAL SALARY PACKAGE ($ pa)

Private sector

Sample size


Upper Quartile


Upper Quartile

NSW 13 61,000 70,769 70,000 80,000 70,000 79,408 76,300 87,000

VIC 13 55,000 62,846 60,000 65,000 60,000 67,692 65,000 75,000

SA 6 * 82,500 65,000 * * 95,067 72,500 *

ACT 2 * 90,200 90,200 * * 101,400 101,400 *

WA 18 65,000 78,283 72,500 100,000 73,000 89,339 81,000 100,000

NT 0 - - - - - - - -

TAS 0 - - - - - - - -

QLD 20 61,280 69,796 70,000 77,500 71,295 78,542 80,875 90,000

Total 72 60,000 72,464 70,000 80,000 66,000 81,451 79,000 90,000



Sample size


Upper Quartile


Upper Quartile

NSW 4 * 66,764 67,500 * * 78,115 76,000 *

VIC 0 - - - - - - - -

SA 0 - - - - - - - -

ACT 2 * 69,011 69,011 * * 84,688 84,688 *

WA 4 * 76,005 76,422 * * 83,868 83,150 *

NT 0 - - - - - - - -

TAS 0 - - - - - - - -

QLD 3 * 73,000 75,000 * * 92,167 91,500 *

Total 13 68,000 71,392 70,000 75,000 75,000 84,139 80,000 91,500




Private sector

Sample size


Upper Quartile


Upper Quartile

NSW 14 70,000 81,429 82,500 92,000 88,000 92,793 91,500 107,100

VIC 18 70,000 80,925 80,000 87,150 80,000 90,078 88,600 97,200

SA 6 * 79,633 71,400 * * 85,550 78,150 *

ACT 2 * 87,000 87,000 * * 95,500 95,500 *

WA 18 90,000 116,167 117,500 130,000 105,000 130,819 129,950 160,000

NT 0 - - - - - - - -

TAS 1 * 97,250 97,250 * * 97,720 97,720 *

QLD 26 80,000 95,296 90,250 100,000 95,000 110,709 106,847 120,000

Total 85 80,000 93,111 90,000 100,000 85,000 105,361 100,000 120,000



Sample size


Upper Quartile


Upper Quartile

NSW 2 * 87,500 87,500 * * 105,000 105,000 *

VIC 0 - - - - - - - -

SA 0 - - - - - - - -

ACT 2 * 86,817 86,817 * * 110,366 110,366 *

WA 5 * 92,343 90,000 * * 101,346 99,000 *

NT 1 * 77,388 77,388 * * 90,000 90,000 *

TAS 1 * 85,000 85,000 * * 95,000 95,000 *

QLD 4 * 80,050 81,000 * * 97,300 92,100 *

Total 15 78,000 86,196 85,000 90,000 90,000 100,777 96,200 113,431



Private sector

Sample size


Upper Quartile


Upper Quartile

NSW 13 90,000 99,769 100,000 120,000 106,500 118,607 110,000 142,000

VIC 16 85,000 100,391 100,000 118,125 92,500 113,000 115,000 130,000

SA 6 * 103,500 88,000 * * 118,667 96,000 *

ACT 4 * 112,150 110,800 * * 123,235 123,970 *

WA 16 105,000 131,688 132,500 156,500 115,000 148,700 146,250 178,000

NT 0 - - - - - - - -

TAS 1 * 95,101 95,101 * * 106,408 106,408 *

QLD 22 98,000 116,358 117,500 136,000 123,029 132,697 132,900 148,000

Total 78 95,000 111,985 110,000 130,000 106,500 127,574 125,000 148,000



Sample size


Upper Quartile


Upper Quartile

NSW 3 * 95,333 95,000 * * 113,333 110,000 *

VIC 1 * 64,000 64,000 * * 75,000 75,000 *

SA 1 * 78,000 78,000 * * 85,000 85,000 *

ACT 2 * 93,458 93,458 * * 109,150 109,150 *

WA 5 * 118,862 111,429 * * 131,170 123,868 *

NT 2 * 92,041 92,041 * * 110,000 110,000 *

TAS 0 - - - - - - - -

QLD 3 * 87,333 87,000 * * 108,000 99,000 *

Total 17 87,000 97,371 94,308 106,000 99,000 112,832 110,000 123,868




Private sector

Sample size


Upper Quartile


Upper Quartile

NSW 12 115,000 144,250 142,500 170,000 145,000 170,391 160,000 200,000

VIC 15 90,000 110,590 115,000 140,000 100,000 126,733 135,000 150,000

SA 3 * 96,667 100,000 * * 100,667 100,000 *

ACT 2 * 126,550 126,550 * * 147,850 147,850 *

WA 9 * 164,556 150,000 * * 185,022 170,000 *

NT 0 - - - - - - - -

TAS 1 * 128,000 128,000 * * 143,735 143,735 *

QLD 25 120,000 144,314 150,000 165,000 150,000 167,676 175,000 182,700

Total 67 100,000 136,564 130,000 155,000 123,000 157,568 150,000 180,000



Sample size


Upper Quartile


Upper Quartile

NSW 3 * 116,667 130,000 * * 135,000 145,000 *

VIC 1 * 75,000 75,000 * * 87,000 87,000 *

SA 0 - - - - - - - -

ACT 3 * 119,340 122,021 * * 130,674 122,021 *

WA 3 * 140,970 140,000 * * 155,419 154,000 *

NT 0 - - - - - - - -

TAS 0 - - - - - - - -

QLD 3 * 115,500 117,000 * * 132,133 133,000 *

Total 13 110,000 119,418 126,000 130,000 120,000 134,360 141,000 154,000



Chemical Engineer Grade 1GROSS BASE SALARY ($ pa) TOTAL SALARY PACKAGE ($ pa)

Private sector

Sample size


Upper Quartile


Upper Quartile

NSW 3 * 73,333 70,000 * * 86,667 83,000 *

VIC 1 * 45,000 45,000 * * 45,000 45,000 *

SA 3 * 63,000 54,000 * * 69,167 58,000 *

ACT 0 - - - - - - - -

WA 4 * 72,750 67,500 * * 80,750 70,500 *

NT 0 - - - - - - - -

TAS 0 - - - - - - - -

QLD 4 * 56,750 58,500 * * 66,250 69,000 *

Total 15 54,000 64,800 65,000 70,000 58,000 73,367 70,000 83,000



Sample size


Upper Quartile


Upper Quartile

NSW 2 * 50,000 50,000 * * 57,000 57,000 *

VIC 0 - - - - - - - -

SA 0 - - - - - - - -

ACT 0 - - - - - - - -

WA 0 - - - - - - - -

NT 0 - - - - - - - -

TAS 0 - - - - - - - -

QLD 1 * 55,000 55,000 * * 45,000 45,000 *

Total 3 * 51,667 50,000 * * 53,000 55,000 *



Private sector

Sample size


Upper Quartile


Upper Quartile

NSW 3 * 82,333 80,000 * * 96,400 95,200 *

VIC 2 * 67,500 67,500 * * 73,500 73,500 *

SA 4 * 70,000 62,500 * * 75,850 67,200 *

ACT 0 - - - - - - - -

WA 5 * 79,800 70,000 * * 92,400 80,000 *

NT 0 - - - - - - - -

TAS 0 - - - - - - - -

QLD 6 * 71,667 77,500 * * 79,667 89,000 *

Total 20 60,500 74,550 76,000 82,500 68,000 83,980 85,500 92,600



Sample size


Upper Quartile


Upper Quartile

NSW 1 * 60,000 60,000 * * 66,000 66,000 *

VIC 1 * 55,000 55,000 * * 58,333 58,333 *

SA 0 - - - - - - - -

ACT 0 - - - - - - - -

WA 0 - - - - - - - -

NT 0 - - - - - - - -

TAS 0 - - - - - - - -

QLD 2 * 52,500 52,500 * * 50,000 50,000 *

Total 4 * 55,000 57,500 * * 56,083 54,167 *




Private sector

Sample size


Upper Quartile


Upper Quartile

NSW 2 * 92,000 92,000 * * 106,000 106,000 *

VIC 5 * 79,400 80,000 * * 94,800 89,000 *

SA 4 * 75,250 75,500 * * 82,825 83,150 *

ACT 0 - - - - - - - -

WA 5 * 100,600 90,000 * * 114,800 105,000 *

NT 1 * 80,000 80,000 * * 90,000 90,000 *

TAS 0 - - - - - - - -

QLD 8 * 102,625 97,500 * * 117,750 106,000 *

Total 25 80,000 91,440 85,000 100,000 90,000 104,932 100,000 120,000



Sample size


Upper Quartile


Upper Quartile

NSW 1 * 80,000 80,000 * * 88,000 88,000 *

VIC 0 - - - - - - - -

SA 0 - - - - - - - -

ACT 0 - - - - - - - -

WA 0 - - - - - - - -

NT 0 - - - - - - - -

TAS 0 - - - - - - - -

QLD 1 * 70,000 70,000 * * 58,000 58,000 *

Total 2 * 75,000 75,000 * * 73,000 73,000 *



Private sector

Sample size


Upper Quartile


Upper Quartile

NSW 3 * 103,333 110,000 * * 120,333 130,000 *

VIC 4 * 120,000 117,500 * * 135,000 135,000 *

SA 5 * 103,750 110,000 * * 115,840 117,000 *

ACT 0 - - - - - - - -

WA 6 * 121,167 113,500 * * 134,500 123,500 *

NT 0 - - - - - - - -

TAS 0 - - - - - - - -

QLD 6 * 142,000 150,000 * * 162,167 155,000 *

Total 24 110,000 120,323 114,375 140,000 118,500 135,842 130,000 155,000



Sample size


Upper Quartile


Upper Quartile

NSW 1 * 115,000 115,000 * * 130,000 130,000 *

VIC 0 - - - - - - - -

SA 0 - - - - - - - -

ACT 0 - - - - - - - -

WA 0 - - - - - - - -

NT 0 - - - - - - - -

TAS 0 - - - - - - - -

QLD 1 * 78,000 78,000 * * 62,000 62,000 * Total 2 * 96,500 96,500 * * 96,000 96,000 * *Quartiles are only provided where n 10



Private sector

Sample size


Upper Quartile


Upper Quartile

NSW 4 * 143,750 142,500 * * 163,750 165,000 *

VIC 3 * 113,333 110,000 * * 146,667 150,000 *

SA 3 * 100,667 100,000 * * 104,933 100,000 *

ACT 0 - - - - - - - -

WA 4 * 139,000 128,000 * * 160,000 150,000 *

NT 0 - - - - - - - -

TAS 0 - - - - - - - -

QLD 7 * 144,714 150,000 * * 171,857 156,000 *

Total 21 110,000 132,667 130,000 150,000 125,000 154,640 150,000 175,000



Sample size


Upper Quartile


Upper Quartile

NSW 3 * 118,333 120,000 * * 130,000 130,000 *

VIC 0 - - - - - - - -

SA 0 - - - - - - - -

ACT 0 - - - - - - - -

WA 0 - - - - - - - -

NT 0 - - - - - - - -

TAS 0 - - - - - - - -

QLD 1 * 85,000 85,000 * * 70,000 70,000 *

Total 4 * 110,000 105,000 * * 115,000 115,000 *



IT, Telecommunications and Electronics Engineer Grade 1GROSS BASE SALARY ($ pa) TOTAL SALARY PACKAGE ($ pa)

Private sector

Sample size


Upper Quartile


Upper Quartile

NSW 7 * 57,571 50,000 * * 66,643 55,000 *

VIC 3 * 58,667 56,000 * * 60,333 61,000 *

SA 2 * 62,000 62,000 * * 69,000 69,000 *

ACT 2 * 104,400 104,400 * * 114,614 114,614 *

WA 2 * 44,000 44,000 * * 48,000 48,000 *

NT 0 - - - - - - - -

TAS 0 - - - - - - - -

QLD 5 * 68,600 50,000 * * 72,000 55,000 *

Total 21 48,000 63,943 50,000 60,000 50,000 70,035 57,000 70,000



Sample size


Upper Quartile


Upper Quartile

NSW 2 * 55,000 55,000 * * 63,000 63,000 *

VIC 2 * 45,365 45,365 * * 49,750 49,750 *

SA 1 * 56,000 56,000 * * 60,000 60,000 *

ACT 4 * 50,217 50,433 * * 61,805 58,611 *

WA 0 - - - - - - - -

NT 0 - - - - - - - -

TAS 0 - - - - - - - -

QLD 1 * 40,000 40,000 * * 35,000 35,000 *

Total 10 40,000 49,760 47,865 60,000 45,000 56,772 54,500 67,000



Private sector

Sample size


Upper Quartile


Upper Quartile

NSW 8 * 57,125 60,000 * * 63,938 67,500 76,000

VIC 3 * 81,667 80,000 * * 96,667 100,000 110,000

SA 3 * 70,000 60,000 * * 76,333 64,000 110,000

ACT 2 * 84,850 84,850 * * 96,030 96,030 110,000

WA 3 * 57,667 58,000 * * 62,500 66,000 71,500

NT 0 - - - - - - - -

TAS 0 - - - - - - - -

QLD 8 * 70,375 60,000 * * 75,500 68,500 91,000

Total 27 50,000 67,322 65,000 80,000 55,000 74,595 71,500 82,060



Sample size


Upper Quartile


Upper Quartile

NSW 1 * 75,000 75,000 * * 90,000 90,000 *

VIC 1 * 50,000 50,000 * * 60,000 60,000 *

SA 1 * 64,000 64,000 * * 70,000 70,000 *

ACT 3 * 59,340 60,000 * * 68,125 65,000 *

WA 1 * 82,404 82,404 * * 91,468 91,468 *

NT 0 - - - - - - - -

TAS 0 - - - - - - - -

QLD 1 * 45,000 45,000 * * 32,000 32,000 *

Total 8 * 61,803 62,000 * * 68,481 67,500 *




Private sector

Sample size


Upper Quartile


Upper Quartile

NSW 6 * 78,000 77,500 * * 87,500 86,000 *

VIC 8 * 78,750 77,500 * * 90,875 91,500 *

SA 4 * 73,750 75,000 * * 76,913 74,500 *

ACT 4 * 96,541 95,500 * * 106,200 105,400 *

WA 3 * 89,333 88,000 * * 115,333 98,000 *

NT 0 - - - - - - - -

TAS 0 - - - - - - - -

QLD 6 * 71,167 72,500 * * 80,500 80,000 *

Total 31 70,000 79,812 80,000 90,000 74,000 90,756 90,000 105,000



Sample size


Upper Quartile


Upper Quartile

NSW 3 * 84,333 85,000 * * 133,333 120,000 *

VIC 1 * 80,000 80,000 * * 60,000 60,000 *

SA 1 * 77,500 77,500 * * 82,000 82,000 *

ACT 3 * 77,878 80,000 * * 93,577 90,731 *

WA 0 - - - - - - - -

NT 2 * 88,694 88,694 * * 100,000 100,000 *

TAS 0 - - - - - - - -

QLD 1 * 50,000 50,000 * * 45,000 45,000 *

Total 11 77,388 79,229 80,000 85,000 82,000 97,066 90,731 110,000



Private sector

Sample size


Upper Quartile


Upper Quartile

NSW 2 * 87,500 87,500 * * 94,500 94,500 *

VIC 5 * 104,000 100,000 * * 119,600 115,000 *

SA 1 * 80,000 80,000 * * 84,000 84,000 *

ACT 4 * 110,254 109,000 * * 121,258 120,015 *

WA 2 * 67,500 67,500 * * 71,500 71,500 *

NT 0 - - - - - - - -

TAS 0 - - - - - - - -

QLD 4 * 97,500 100,000 * * 107,500 115,000 *

Total 18 80,000 96,723 100,000 110,000 84,000 107,168 110,000 120,000



Sample size


Upper Quartile


Upper Quartile

NSW 2 * 100,500 100,500 * * 117,500 117,500 *

VIC 2 * 67,000 67,000 * * 77,500 77,500 *

SA 1 * 88,000 88,000 * * 95,000 95,000 *

ACT 2 * 85,000 85,000 * * 105,000 105,000 *

WA 1 * 116,491 116,491 * * 129,305 129,305 *

NT 1 * 94,081 94,081 * * 110,000 110,000 *

TAS 0 - - - - - - - -

QLD 1 * 59,000 59,000 * * 48,000 48,000 *

Total 10 70,000 86,257 91,041 100,000 80,000 98,231 105,000 110,000




Private sector

Sample size


Upper Quartile


Upper Quartile

NSW 2 * 120,000 120,000 * * 128,750 128,750 *

VIC 6 * 140,833 132,500 * * 157,667 150,000 *

SA 2 * 90,000 90,000 * * 93,500 93,500 *

ACT 4 * 130,752 130,505 * * 146,113 146,726 *

WA 1 * 72,000 72,000 * * 80,000 80,000 *

NT 0 - - - - - - - -

TAS 0 - - - - - - - -

QLD 4 * 105,750 106,500 * * 116,500 118,000 *

Total 19 100,000 120,158 121,009 140,000 105,000 132,682 140,000 151,000



Sample size


Upper Quartile


Upper Quartile

NSW 2 * 110,000 110,000 * * 122,500 122,500 *

VIC 1 * 120,000 120,000 * * 100,000 100,000 *

SA 1 * 101,000 101,000 * * 110,000 110,000 *

ACT 1 * 110,000 110,000 * * 120,000 120,000 *

WA 0 - - - - - - - -

NT 0 - - - - - - - -

TAS 0 - - - - - - - -

QLD 1 * 65,000 65,000 * * 52,000 52,000 *

Total 6 * 102,667 105,500 * * 104,500 105,000 *



Environmental Engineer Grade 1


Sample size


Upper Quartile


Upper Quartile

NSW 3 * 67,667 53,000 * * 73,875 60,250 *

VIC 3 * 49,667 50,000 * * 52,665 54,000 *

SA 1 * 54,000 54,000 * * 58,000 58,000 *

ACT 0 - - - - - - - -

WA 2 * 65,500 65,500 * * 78,000 78,000 *

NT 0 - - - - - - - -

TAS 0 - - - - - - - -

QLD 6 * 50,167 50,000 * * 58,583 59,500 *

Total 15 50,000 55,867 53,000 56,000 55,250 63,687 59,498 62,000



Sample size


Upper Quartile


Upper Quartile

NSW 2 * 45,000 45,000 * * 52,000 52,000 *

VIC 1 * 45,000 45,000 * * 50,000 50,000 *

SA 0 - - - - - - - -

ACT 0 - - - - - - - -

WA 2 * 63,293 63,293 * * 69,455 69,455 *

NT 1 * 60,628 60,628 * * 70,000 70,000 *

TAS 0 - - - - - - - -

QLD 2 * 52,500 52,500 * * 51,000 51,000 *

Total 8 * 53,402 52,500 * * 58,114 60,500 *




Sample size


Upper Quartile


Upper Quartile

NSW 3 * 78,333 80,000 * * 89,103 83,100 *

VIC 3 * 53,000 52,000 * * 54,667 52,000 *

SA 1 * 60,000 60,000 * * 64,000 64,000 *

ACT 0 - - - - - - - -

WA 5 * 78,600 75,000 * * 92,950 81,750 *

NT 0 - - - - - - - -

TAS 0 - - - - - - - -

QLD 4 * 55,250 59,500 * * 60,750 65,000 *

Total 16 58,000 66,750 61,000 77,500 64,000 76,009 70,000 81,750



Sample size


Upper Quartile


Upper Quartile

NSW 1 * 50,000 50,000 * * 55,000 55,000 *

VIC 2 * 53,500 53,500 * * 62,500 62,500 *

SA 0 - - - - - - - -

ACT 0 - - - - - - - -

WA 2 * 74,462 74,462 * * 81,803 81,803 *

NT 1 * 73,714 73,714 * * 85,000 85,000 *

TAS 0 - - - - - - - -

QLD 2 * 61,500 61,500 * * 58,000 58,000 *

Total 8 * 62,830 61,500 * * 68,076 68,000 *





Sample size


Upper Quartile


Upper Quartile

NSW 1 * 85,000 85,000 * * 88,500 88,500 *

VIC 4 * 86,875 86,250 * * 94,500 92,500 *

SA 3 * 73,667 70,000 * * 84,667 90,000 *

ACT 0 - - - - - - - -

WA 7 * 117,286 120,000 * * 138,157 143,000 *

NT 0 - - - - - - - -

TAS 0 - - - - - - - -

QLD 7 * 79,714 81,000 * * 97,286 95,000 *

Total 22 75,000 92,386 83,000 100,000 84,000 106,830 93,000 122,000



Sample size


Upper Quartile


Upper Quartile

NSW 1 * 76,211 76,211 * * 83,069 83,069 *

VIC 4 * 74,873 72,500 * * 76,900 71,000 *

SA 1 * 70,000 70,000 * * 75,000 75,000 *

ACT 0 - - - - - - - -

WA 2 * 94,500 94,500 * * 103,670 103,670 *

NT 1 * 77,388 77,388 * * 90,000 90,000 *

TAS 0 - - - - - - - -

QLD 3 * 67,667 70,000 * * 68,333 75,000 *

Total 12 67,500 76,258 73,606 87,000 71,000 80,667 76,500 96,500


Environmental Engineer Grade 4GROSS BASE SALARY ($ pa) TOTAL SALARY PACKAGE ($ pa)

Private sector

Sample size


Upper Quartile


Upper Quartile

NSW 1 * 130,000 130,000 * * 117,519 117,519 *

VIC 2 * 105,000 105,000 * * 115,000 115,000 *

SA 1 * 85,000 85,000 * * 90,000 90,000 *

ACT 0 - - - - - - - -

WA 1 * 100,000 100,000 * * 110,000 110,000 *

NT 1 * 100,000 100,000 * * 120,000 120,000 *

TAS 0 - - - - - - - -

QLD 4 * 109,750 110,000 * * 127,750 120,000 *

Total 10 90,000 106,400 105,000 120,000 90,000 117,822 120,000 140,000



Sample size


Upper Quartile


Upper Quartile

NSW 1 * 85,000 85,000 * * 95,000 95,000 *

VIC 3 * 84,667 70,000 * * 95,000 80,000 *

SA 0 - - - - - - - -

ACT 0 - - - - - - - -

WA 1 * 110,000 110,000 * * 120,000 120,000 *

NT 0 - - - - - - - -

TAS 0 - - - - - - - -

QLD 1 * 70,000 70,000 * * 58,000 58,000 *

Total 6 * 86,500 77,500 110,000 75,000 93,000 87,500 120,000



Environmental Engineer Grade 5GROSS BASE SALARY ($ pa) TOTAL SALARY PACKAGE ($ pa)

Private sector

Sample size


Upper Quartile


Upper Quartile

NSW 1 * 200,000 200,000 * * 218,000 218,000 *

VIC 4 * 131,250 132,500 * * 141,250 142,500 *

SA 1 * 100,000 100,000 * * 102,000 102,000 *

ACT 0 - - - - - - - -

WA 2 * 128,000 128,000 * * 140,400 140,400 *

NT 0 - - - - - - - -

TAS 0 - - - - - - - -

QLD 4 * 138,888 150,000 * * 152,250 162,500 *

Total 12 115,000 136,379 135,500 150,000 130,400 147,900 150,000 162,500



Sample size


Upper Quartile


Upper Quartile

NSW 3 * 105,000 105,000 * * 115,000 115,000 *

VIC 1 * 65,000 65,000 * * 87,000 87,000 *

SA 0 - - - - - - - -

ACT 0 - - - - - - - -

WA 1 * 130,000 130,000 * * 141,000 141,000 *

NT 0 - - - - - - - -

TAS 0 - - - - - - - -

QLD 1 * 85,000 85,000 * * 72,000 72,000 *

Total 6 * 99,167 97,500 * * 107,500 107,500 *



Mining Engineer Grade 1


Sample size


Upper Quartile


Upper Quartile

NSW 2 * 85,000 85,000 * * 105,000 105,000 *

VIC 3 * 50,000 50,000 * * 51,667 50,000 *

SA 0 - - - - - - - -

ACT 0 - - - - - - - -

WA 4 * 75,000 75,000 * * 85,250 86,500 *

NT 0 - - - - - - - -

TAS 0 - - - - - - - -

QLD 4 * 58,750 60,000 * * 70,125 67,750 *

Total 13 50,000 65,769 70,000 80,000 55,000 75,885 80,000 90,000


Please note: No Grade 1 Mining Engineers employed in Public sector.

Mining Engineer Grade 2


Sample size


Upper Quartile


Upper Quartile

NSW 2 * 115,000 115,000 * * 143,500 143,500 *

VIC 2 * 75,000 75,000 * * 75,000 75,000 *

SA 0 - - - - - - - -

ACT 0 - - - - - - - -

WA 4 * 90,000 90,000 * * 101,500 104,000 *

NT 0 - - - - - - - -

TAS 0 - - - - - - - -

QLD 2 * 67,500 67,500 * * 82,500 82,500 *

Total 10 75,000 87,500 85,000 100,000 75,000 100,800 101,500 120,000



Mining Engineer Grade 3GROSS BASE SALARY ($ pa) TOTAL SALARY PACKAGE ($ pa)

Private sector

Sample size


Upper Quartile


Upper Quartile

NSW 2 * 132,500 132,500 * * 170,000 170,000 *

VIC 2 * 100,000 100,000 * * 100,000 100,000 *

SA 0 - - - - - - - -

ACT 0 - - - - - - - -

WA 2 * 110,000 110,000 * * 121,500 121,500 *

NT 0 - - - - - - - -

TAS 0 - - - - - - - -

QLD 3 * 91,667 90,000 * * 116,667 120,000 *

Total 9 * 106,667 100,000 * * 125,889 120,000 *





Private sector

Sample size


Upper Quartile


Upper Quartile

NSW 3 * 160,000 150,000 * * 203,333 220,000 *

VIC 1 * 120,000 120,000 * * 120,000 120,000 *

SA 0 - - - - - - - -

ACT 0 - - - - - - - -

WA 5 * 172,000 170,000 * * 205,200 190,000 *

NT 0 - - - - - - - -

TAS 0 - - - - - - - -

QLD 5 * 124,400 115,000 * * 147,000 125,000 *

Total 14 115,000 148,714 150,000 177,000 120,000 177,929 171,500 220,000




Private sector

Sample size


Upper Quartile


Upper Quartile

NSW 1 * 250,000 250,000 * * 300,000 300,000 *

VIC 1 * 160,000 160,000 * * 160,000 160,000 *

SA 1 * 100,000 100,000 * * 100,000 100,000 *

ACT 0 - - - - - - - -

WA 3 * 218,333 220,000 * * 272,667 250,000 *

NT 0 - - - - - - - -

TAS 0 - - - - - - - -

QLD 5 * 165,000 150,000 * * 198,000 170,000 *

Total 11 120,000 180,909 160,000 230,000 160,000 215,273 170,000 300,000



Documents

EA Salary Survey 2009