Upload
dheevetti
View
190
Download
5
Embed Size (px)
Citation preview
THE 2010 HAYSSALARY GUIDESHARING OUREXPERTISESalaries and recruiting trends across Australia and New Zealand.
hays.com.au hays.net.nz
Thank you
Hays would like to express our gratitude to allthose organisations that participated in ouronline survey and provided such invaluablefeedback, which we feel has contributed tomaking this the most accurate and up to datesurvey of its kind in Australia and NewZealand. A list of all contributors who kindlygave their permission to be named asparticipants can be found on our website.
This survey is reproduced in full in PDF formaton our website – hays.com.au and hays.net.nz
Feedback
We welcome any feedback or commentsregarding this survey whether positive ornegative to ensure that it continues to berelevant to Australian and New Zealandorganisations across all industries. Pleaseaddress any suggestions to your local Haysoffice or to:
HaysLevel 11, The Chifley Tower, 2 Chifley SquareSydney NSW 2000
Disclaimer
The Hays Salary Survey is representative of avalue added service to our clients, prospectiveclients and candidates. Whilst every care istaken in the collection and compilation ofdata, the survey is interpretive and indicative,not conclusive. Therefore information shouldbe used as a guideline only and should not bereproduced in total or by section withoutwritten prior permission from Hays.
HAYS AUSTRALIA & NEW ZEALAND
10,000+PEOPLE PLACED IN PERMANENT JOBS EACH YEAR
8,500+TEMPORARY AND CONTRACT STAFF ENGAGED EACH WEEK
670+ CONSULTANTS IN AUSTRALIA & NEW ZEALAND
36 LOCATIONS ACROSS AUSTRALIA & NEW ZEALAND
33+YEARS OF EXPERIENCE
2010 Hays Salary Guide | 3
4 | 2010 Hays Salary Guide
THE BEST DECISIONS ARE INFORMED DECISIONS
“There is new optimism in the market with 67 per centof employers surveyed predicting the economy willstrengthen in the next 6 to 12 months. This is in starkcontrast to this time last year when only 6 per centthought the economy would improve. This increasedconfidence is further illustrated by 45 per cent ofrespondents intending to increase permanentheadcount and 22 per cent expecting to increasetheir use of temporary and contract staff. A verydifferent picture to this time last year.”
Nigel Heap, Managing Director of Hays Asia Pacific
2010 Hays Salary Guide | 5
SECTION ONEMARKET OVERVIEW& TRENDSResults gained from over 1,800 employers throughout Australia and New Zealand.
6 | 2010 Hays Salary Guide
Market Overview & Trends Salary Policy
1. On average in your last review,by what percentage did youincrease salaries?
Across all industries
Less than 3%
From 3% to 6%
From 6% to 10%
More than 10%
62%
29%
6%3%
For specific industries
77%
10%
13%
Advertising & Media
64%
4%5%
27%
Construction, Property & Engineering
68%
2%4%
26%
Financial Services
63%
2%5%
30%
Hospitality, Travel & Entertainment
2010 Hays Salary Guide | 7
Salary Policy Market Overview & Trends
1. On average in your last review,by what percentage did youincrease salaries? continued...
For specific industries
56%
4%8%
32%
Mining & Resources
60%
4%10%
26%
Professional Services
43%
1%4%
52%
Public Sector
66%
2%5%
27%
Retail
78%
1%2%
19%
Transport & Distribution
62%
1%4%
33%
Other
72%
8%
20%
IT & Telecommunications
67%
2%5%
26%
Manufacturing
8 | 2010 Hays Salary Guide
Market Overview & Trends Salary Policy
2. When you next review, bywhat percentage do youintend to increase salaries?
Across all industries
Less than 3%
From 3% to 6%
From 6% to 10%
More than 10%
43%
47%
8% 2%
For specific industries
69%
5%
26%
Advertising & Media
43%
3%10%
44%
Construction, Property & Engineering
44%
1%7%
48%
Financial Services
54%
5%
41%
Hospitality, Travel & Entertainment
2010 Hays Salary Guide | 9
Salary Policy Market Overview & Trends
2. When you next review, bywhat percentage do youintend to increase salaries?continued...
For specific industries
28%
3%
15%
54%
Mining & Resources
36%
2%8%
54%
Professional Services
47%
1%1%
51%
Public Sector
52%
1%
47%
Retail
51%
2%4%
43%
Transport & Distribution
53%
4%
43%
Other
57%
7%
36%
IT & Telecommunications
46%
1%4%
49%
Manufacturing
10 | 2010 Hays Salary Guide
Market Overview & Trends Salary Policy
3. Does your company offerflexible salary packaging?
Yes
No
79% 21%
0% 20% 40% 60% 80% 100%
4. What is your company’sFringe Benefits Tax policy?(Australia only)
Employer bears FBT costEmployee bears FBT costCost shared between Employer & EmployeeOther
52%
31%
12%
5%
Of those who answered yes, thefollowing benefits were indicatedas being commonly offered to...
14% 9% 27% 50%
30% 14% 22% 34%
33% 5% 9% 53%
35% 14% 16% 35%
57% 8% 13% 22%
86% 4% 3% 7%
15% 5% 14% 66%
38% 7% 10% 45%
All Employees More than 50% Less than 50% Few Employees
Car
Bonuses
Private Health Insurance
Parking
Salary Sacrifice
Superannuation
Private Expenses
Other
Across all industries
2010 Hays Salary Guide | 11
Recruitment Trends Market Overview & Trends
5. Over the last 12 months, havepermanent staff levels in yourdepartment...
For specific departments
26%
50%
24%
Accountancy & Finance
39%
32%
29%
Engineering
30%
47%
23%
Human Resources
43%
32%
25%
Information Technology
30%
45%
25%
Marketing
38%35%
27%
Operations
Across all departments
25%33% 42%
0% 20% 40% 60% 80% 100%
Increased
Decreased
Remained the same
12 | 2010 Hays Salary Guide
Market Overview & Trends Recruitment Trends
6. Over the coming year, do youexpect permanent staff levels to...
Across all departments
9%45% 46%
0% 20% 40% 60% 80% 100%
Increase
Decrease
Remain the same
For specific departments 40%
43%
17%
Purchasing
39%
30%
31%
Sales
37%40%
23%Other
For specific departments
29%
62% 9%
Accountancy & Finance
60%
31%
9%
Engineering
5. Over the last 12 months, havepermanent staff levels in yourdepartment... continued...
2010 Hays Salary Guide | 13
Recruitment Trends Market Overview & Trends
6. Over the coming year, do youexpect permanent staff levels to... continued...
For specific departments48%
45%
7%Human Resources
36%
46%
18%
Information Technology
40%
55%
5%
Marketing
50%
39%
11%
Operations
57%
37%
6%
Purchasing
43%
49%
8%Sales
52%
40%
8%
Other
14 | 2010 Hays Salary Guide
Market Overview & Trends Recruitment Trends
7. If you expect staffing levels toincrease, please specify how:
Employment of Part-time Staff
% of respondents answered yes
Job Sharing
Full time/Permanent Staff
Employment of Casual Staff(on your payroll)
Temporary/Contractors(through an employment consultancy)
Mixture, Other(inc. overseas recruitment, acquisitions)
0% 20% 40% 60% 80% 100%
8. How often do you employtemporary/contract staff?
Across all departments
47%20% 33%
0% 20% 40% 60% 80% 100%
Regular ongoing basis
Special projects/ Workloads Exceptional circumstances/Never
For specific departments
12%
42%
46%
Accountancy & Finance
29%25%
46%Engineering
2010 Hays Salary Guide | 15
Recruitment Trends Market Overview & Trends
8. How often do you employtemporary/contract staff?continued...
For specific departments
18%
30%
52%
Human Resources
30%29%
41%
Information Technology
10%
30%
60%
Marketing
24%31%
45%
Operations
7%
20%
73%
Purchasing
14%
47%
39%
Sales
25%29%
46%
Other
16 | 2010 Hays Salary Guide
Market Overview & Trends Recruitment Trends
9. In the next 12 months, do youexpect your use of temporary/contract staff to...
Across all departments
9%22% 69%
0% 20% 40% 60% 80% 100%
Increase
Decrease
Remain the same
For specific departments
12%
80%
8%
Accountancy & Finance
37%
56%
7%
Engineering
20%
70%
10%
Human Resources
25%
64%11%
Information Technology
25%
60%15%
Marketing
25%
63% 12%
Operations
2010 Hays Salary Guide | 17
Recruitment Trends Market Overview & Trends
9. In the next 12 months, do youexpect your use of temporary/contract staff to...continued...
For specific departments
10%
73%
17%
Purchasing
29%
65%6%
Sales
24%
67%
9%
Other
10. In skill-short areas, wouldyou consider employing orsponsoring a qualified overseas candidate?
Yes
No
59% 41%
0% 20% 40% 60% 80% 100%
11. For which areas have yourecently found it difficult to recruit?
10% 4%
12% 9%
2% 1%
4% 2%
10% 7%
2% 1%
6% 4%
10% 5%
7% 3%
Junior to Mid Management Senior Management
Accountancy & Finance
Engineering
Human Resources
IT
Operations
Purchasing
Sales & Marketing
Technical
Other
18 | 2010 Hays Salary Guide
Market Overview & Trends Human Resources Trends
12. Has overtime/extra hours inyour organisation over thelast 12 months...
Increased
Decreased
Remained the same
26%
14%60%
13. For non-award staff in yourorganisation, isovertime/extra hoursworked...
Paid
Unpaid
27%
73%
If increased, by how much?
21% 41% 46%
37% 11% 5%
31% 23% 10%
11% 25% 39%
Per Week Month End Year End
None
5 Hours or Less
5 - 10 Hours
More than 10 Hours
2010 Hays Salary Guide | 19
Human Resources Trends Market Overview & Trends
14. Is it your policy to counter-offer staff when they resign?
Yes
Sometimes
No
1%
39%
60%
Of those you counter-offered,on average , did they....
Stay less than 3 monthsStay 3 – 12 months
Stay longer than 12 monthsLeave anyway
4%
19%
33%
44%Across all industries
20 | 2010 Hays Salary Guide
Market Overview & Trends Economic Outlook
15. In the past 12 months, hasbusiness activity...
Across all industries
Increased
Decreased
Remained the same
56%
23%
21%
For specific industries 50%
18%
32%
Advertising & Media
51%
21%
28%
Construction, Property & Engineering
58%
27%
15%
Financial Services
53%
18%
29%
Hospitality, Travel & Entertainment
2010 Hays Salary Guide | 21
Economic Outlook Market Overview & Trends
For specific industries
62%
18%
20%
Mining & Resources
54%
22%
24%
Professional Services
67%
28%
5%
Public Sector
55%
18%
27%
Retail
54%
22%
24%
Transport & Distribution
58%
23%
19%
Other
59%
20%
21%
IT & Telecommunications
53%
17%
30%
Manufacturing
15. In the past 12 months, hasbusiness activity... continued...
22 | 2010 Hays Salary Guide
Market Overview & Trends Economic Outlook
16. What are the key factorsdriving your business activity?
17. Do you see the generaloutlook for the economy in the forthcoming 6-12* months as...
*This data was collected during March 2010.
30% 3%67%
0% 20% 40% 60% 80% 100%
Strengthening
Static
Weakening
14%
41%
45%
Interest Rates
13%
51%
36%
Currency/Forex Rates
38%
19%
43%
Consumer Confidence
30%
39%
31%
Capex Investment (by customers)
Significant impact
Some impact
No impact
2010 Hays Salary Guide | 23
SECTION TWOSALARY INFORMATION
24 | 2010 Hays Salary Guide
USING OUR SALARY TABLES
175 220 260140 - 200 170 - 240 210+
Finance Director/CFO (Turnover up to $50m) Salaries in ‘000 Finance Director/CFO
(Turnover $50m - $150m) Finance Director/CFO (Turnover > $150m)
NSW - Sydney
Salaries are in ‘000. The bold number represents the typical salary. The number(s)underneath represent the salary range. Refer to the notes section under the salarytable to determine if superannuation or other benefits are included. All salaries arerepresented in local currencies.
Salary range Typical salary
Information Technology
AustraliaMarket changesRecovery is the word that best encapsulates Australia’s IT market today,with all states and territories experiencing rising IT vacancy activity inresponse to project approvals. Victoria and New South Wales have ledthe way, with the commencement of several major IT projects increasingjob flow. The resource-rich states of Western Australia and Queenslandare following closely behind.
The upswing in market sentiment has meant that candidates who werepreviously unwilling or reticent to move are now confident to enter themarket and advance their career. In a further sign of the market’srecovery, candidates have started to receive multiple offers.
The belief that information technology provides competitive advantageensures IT executives will justify their budgets. Consequently a largenumber of niche technology companies are doing well.
Changes to recruitment practicesThe past financial year could best be described as a year of two halves. Inthe first half of the year, recruitment was not a priority. Headcountreduced and companies spent a lot less time attracting and retaining staff.
In December 2009 a turnaround took place fuelled by broader economicconfidence. Astute companies began to focus on retention plans oncemore. They worked with staff on their careers, offering training andproviding non-financial incentives.
Positions in demandAcross the board, many positions are in demand and skills shortageshave again emerged. Specifically, within business companies are lookingfor strong Project Managers and Business Analysts with functionalexperience. The development sector needs strong Microsoft developmentskills as we move into the MS.Net 4.0 space, and 2010 versions ofSharepoint and Visual Studio. JEE skills and Business Intelligence skillsare sought as companies seek to gain advantage. Shortages haveemerged for strong web-based skills in applications to take advantage ofthe rollout of newer networks. Within infrastructure, convergence skillsare still in demand while virtualisation skills and strong NetworkEngineers are needed.
The birth of new technologies creates skills shortages as demand rises forparticular skill sets. Consequently NBN, Cloud Computing, virtualisationand smart grids are all areas that will see an increase in opportunities.
Public sector trendsHourly rates for contractors have started to increase, although they arenot expected to return to pre-GFC levels. Skills shortages continue forspecialist Project Managers, Business Analysts and Test Analysts, despitethe high number of active candidates in the market.
When contractors are utilised, many organisations offer short-termcontracts of between three to six months, as opposed to 12 months orlonger which was the norm prior to the GFC.
The demand for excellent communications skills will continue across allareas of IT, as will the demand for candidates with more than therequired skill set.
Salary movementsPermanent salaries have mostly remained steady over the past year. Theimplication of the economic downturn on salaries was offset by theongoing shortage of good IT skills in the areas listed above. Contractrates were however impacted by market-driven reductions.
With signs of life again appearing in Australia’s IT market, salaries havestarted to move up. No massive increases have been noted, but there is asense of cautious optimism.
In some areas such as Perth, salaries started to increase in the latter half ofthe financial year as an improving market corrected salaries and ongoing
skills shortages were felt. In response to the Gershon report, permanentroles were created in Canberra. In a contract-led city, this meant that highersalaries had to be offered to attract and secure candidates.
Advice to candidatesMake sure you provide a compelling reason for looking for a new role. It isnot enough to say you want a change as employers still value candidatesthat expect to remain in their role long-term. Demonstrate how you canadd value to an organisation. Be realistic in your salary expectations, anddo not accept a role based on salary alone. Instead, we suggest you alsoconsider benefits, cultural fit and non-financial incentives.
New ZealandMarket changesNew Zealand’s IT market underwent a dramatic change over the last 18months. The global recession severely impacted the private sector whilepublic sector spending declined sharply. Together this created adepressed technology sector. A lack of ongoing project work saw theproject delivery space fall quiet, impacting PMOs, Project Managers andBusiness Analysts via downsizing and restructures.
A marked reversal began in October 2009 with the resurgence ofbusiness confidence. Today employers are resourcing for upcomingprojects as new budgets become available. Even those who are notactively recruiting at present are confident that budgets will allow hiresover the coming months.
Changes to recruitment practicesAs budgets are released and the candidate market tightens, manyorganisations have found the recruitment process to be time consumingand frustrating. Companies are once again openly engaging with trustedrecruitment partners as a result.
Many candidates are looking for a new role in response to staff treatmentand employee satisfaction during the downturn. Consequently wesuggest employers measure their staff engagement levels internally andactively work on their retention strategies.
Positions in demandAn encouraging sign of long-term recovery is the increased demand forSDLC and business-focused Business Analysts (both Functional andTechnical), driven by continual demand within the development domain.
Candidates with strong Microsoft .Net technology skills are needed, withbusiness intelligence, reporting and data warehousing projects remainingpopular. Mid to senior hands-on technical candidates in the .Net or Javadomains as well as specialist skills in BizTalk, SharePoint, MOSS andBI/DW remain strong areas of interest.
With new budgets being released and the project space picking up, theERP market is on the rise again with strong demand for skilledPeopleSoft and SAP experts. This is driven by large corporate spend aswell as Public Sector activities.
Salary movements Salaries for technical development roles remain constant. Those project-reliant candidates, such as Project Managers, Business Analysts, ProjectCoordinators and PMO Managers have become more flexible in both theirpermanent and contract expectations as a result of decreased activity inthis field over the last year. Infrastructure salaries also remain constant,although following initial restructures there has been a distinct lack ofmovement within this space.
Advice to candidatesThe market is improving but tight controls remain on spending and astrong ROI is required prior to project approvals. So remain flexible inyour remuneration expectations and ensure you are not pricing yourselfout of the market. All indications point to a good year for the IT sector,so expect salaries and rates to increase in the latter part of the year oncethe market fully engages.
2010 Hays Salary Guide | 99
“Many candidates are looking for a new role in response to stafftreatment and employee satisfaction during the downturn.”
100 | 2010 Hays Salary Guide
Information Technology
Notes• All salaries shown exclude superannuation • New Zealand salaries are represented in New Zealand Dollars
System Support & Administration
40 45 55 7035 - 47 43 - 48 45 - 60 60 - 80
40 45 55 7535 - 50 40 - 52 50 - 65 65 - 85
38 40 55 7035 - 40 35 - 50 45 - 65 60 - 85
35 40 50 6530 - 40 35 - 45 45 - 55 55 - 70
45 45 55 7340 - 50 40 - 50 45 - 60 60 - 85
38 43 50 6533 - 45 38 - 48 45 - 60 60 - 75
35 40 50 6530 - 40 35 - 45 45 - 55 55 - 70
35 38 48 5530 - 38 35 - 42 45 - 52 52 - 57
38 40 55 6535 - 42 38 - 45 45 - 60 60 - 80
38 40 55 7035 - 42 38 - 45 45 - 58 62 - 82
Helpdesk Level 1 Support Level 2 Support Level 3 Support
NSW - Sydney
VIC - Melbourne
QLD - Brisbane
SA - Adelaide
WA - Perth
ACT - Canberra
TAS - Hobart
NT - Darwin
NZ - Auckland
NZ - Wellington
75 95 80 8065 - 85 80 - 110 60 - 100 60 - 100
75 90 85 7065 - 85 80 - 110 75 - 95 60 - 85
75 85 80 7575 - 95 75 - 120 75 - 110 70 - 95
70 80 70 6565 - 75 70 - 90 65 - 100 55 - 90
65 83 75 7060 - 75 65 - 100 60 - 90 50 - 80
70 75 85 7565 - 100 55 - 85 70 - 100 55 - 80
70 80 55 6565 - 75 70 - 90 45 - 65 55 - 75
60 60 60 5050 - 80 50 - 80 55 - 70 45 - 65
70 80 70 6565 - 82 65 - 110 55 - 90 55 - 80
70 82 78 7662 - 82 77 - 105 72 - 95 52 - 95
Team Leader Helpdesk Manager SystemsAdministrator
ApplicationsSupport
NSW - Sydney
VIC - Melbourne
QLD - Brisbane
SA - Adelaide
WA - Perth
ACT - Canberra
TAS - Hobart
NT - Darwin
NZ - Auckland
NZ - Wellington
Salaries in ‘000
Salaries in ‘000
2010 Hays Salary Guide | 101
Information Technology
Notes• All salaries shown exclude superannuation • New Zealand salaries are represented in New Zealand Dollars
Network Management
95 100 110 12580 - 110 85 - 110 90 - 130 110 - 140
95 100 95 13580 - 120 80 - 120 90 - 120 120 - 155
90 85 75 11075 - 120 70 - 100 60 - 90 80 - 120
80 80 85 9560 - 100 70 - 100 75 - 100 85 - 150
95 95 90 11580 - 110 70 - 120 80 - 100 100 - 130
90 85 85 10570 - 100 70 - 90 65 - 100 80 - 120
75 80 85 9560 - 90 70 - 100 75 - 100 85 - 110
90 75 80 9075 - 95 60 - 85 70 - 90 70 - 100
85 80 80 9570 - 110 70 - 95 70 - 95 85 - 110
90 87 90 11089 - 120 78 - 100 80 - 120 100 - 140
DBA Network Security Network Designer Network Architect
NSW - Sydney
VIC - Melbourne
QLD - Brisbane
SA - Adelaide
WA - Perth
ACT - Canberra
TAS - Hobart
NT - Darwin
NZ - Auckland
NZ - Wellington
105 75 85 8090 - 120 70 - 85 80 - 100 70 - 90
120 75 90 85100 - 135 65 - 85 85 - 110 70 - 90
100 75 85 7590 - 140 60 - 90 65 - 95 55 - 90
90 80 75 7075 - 110 75 - 100 65 - 100 60 - 90
110 80 80 7580 - 130 60 - 100 65 - 95 65 - 90
90 65 80 8085 - 110 50 - 75 60 - 85 60 - 90
90 80 75 7075 - 110 75 - 100 65 - 100 60 - 90
90 70 70 6875 - 100 45 - 65 60 - 80 55 - 70
110 70 80 7585 - 150 55 - 100 70 - 105 65 - 85
110 71 88 8285 - 140 60 - 83 73 - 92 73 - 86
Data/VoiceEngineer Telco Engineer UNIX
Administrator WAN Engineer
NSW - Sydney
VIC - Melbourne
QLD - Brisbane
SA - Adelaide
WA - Perth
ACT - Canberra
TAS - Hobart
NT - Darwin
NZ - Auckland
NZ - Wellington
Salaries in ‘000
Salaries in ‘000
102 | 2010 Hays Salary Guide
Information Technology
Notes• All salaries shown exclude superannuation • New Zealand salaries are represented in New Zealand Dollars
70 90 115 70 9060 - 80 80 - 100 100 - 130 60 - 80 80 - 100
65 80 110 60 8550 - 75 70 - 90 95 - 120 55 - 70 70 - 100
60 80 95 65 8545 - 70 65 - 120 75 - 120 60 - 80 65 - 110
55 75 90 55 7540 - 60 65 - 85 85 - 100 40 - 60 65 - 85
65 75 90 65 7550 - 70 65 - 85 80 - 100 50 - 70 65 - 85
60 75 85 60 9050 - 65 60 - 80 60 - 100 50 - 95 70 - 100
55 75 90 65 7540 - 60 65 - 85 85 - 100 50 - 80 65 - 85
50 75 90 55 7040 - 55 60 - 80 80 - 100 40 - 60 60 - 80
55 70 90 55 7045 - 65 60 - 85 75 - 110 42 - 65 60 - 85
50 70 85 50 7045 - 60 60 - 85 75 - 110 45 - 60 60 - 85
Programmer MS.Net
AnalystProgrammer MS.Net
Team Leader MS.Net
Programmer J2EE
AnalystProgrammer J2EE
NSW - Sydney
VIC - Melbourne
QLD - Brisbane
SA - Adelaide
WA - Perth
ACT - Canberra
TAS - Hobart
NT - Darwin
NZ - Auckland
NZ - Wellington
115 70 90 115 135100 - 130 60 - 80 80 - 100 100 - 130 120 - 150
120 60 80 100 105100 - 130 50 - 70 70 - 90 90 - 110 90 - 140
105 50 75 90 10080 - 120 40 - 60 55 - 90 75 - 120 90 - 140
90 55 75 90 10585 - 100 40 - 60 65 - 85 85 - 100 90 - 115
90 60 70 80 10080 - 100 50 - 65 60 - 75 70 - 90 90 - 120
95 50 70 100 11070 - 100 45 - 55 60 - 73 90 - 120 100 - 140
90 55 75 90 8585 - 100 40 - 60 65 - 85 85 - 100 80 - 90
85 50 65 80 8080 - 95 40 - 55 50 - 70 55 - 85 75 - 90
90 45 55 80 10575 - 110 40 - 55 45 - 65 70 - 85 85 - 120
85 45 55 80 9075 - 110 40 - 55 45 - 65 70 - 85 75 - 110
Team Leader J2EE
Programmer Other
AnalystProgrammer Other
Team Leader Other
ApplicationsArchitect
NSW - Sydney
VIC - Melbourne
QLD - Brisbane
SA - Adelaide
WA - Perth
ACT - Canberra
TAS - Hobart
NT - Darwin
NZ - Auckland
NZ - Wellington
SoftwareSalaries in ‘000
Salaries in ‘000
2010 Hays Salary Guide | 103
Information Technology
Notes• All Salaries shown exclude superannuation • New Zealand Salaries are represented in New Zealand Dollars
Data
80 90 110 10065 - 90 80 - 100 90 - 120 90 - 110
70 80 100 9060 - 90 70 - 90 90 - 120 75 - 105
70 80 95 8065 - 95 65 - 90 80 - 140 70 - 110
60 70 85 8555 - 70 60 - 75 70 - 100 70 - 95
70 75 90 9060 - 80 65 - 80 80 - 100 80 - 100
55 75 85 8550 - 65 70 - 80 80 - 90 80 - 90
55 75 90 8540 - 60 65 - 85 85 - 100 80 - 90
50 75 85 8545 - 55 65 - 80 70 - 90 75 - 90
65 75 100 8560 - 80 65 - 80 90 - 130 75 - 110
68 75 100 8564 - 86 65 - 80 90 - 130 80 - 110
DatabaseDeveloper Data Modeller DWH Designer ETL Developer
NSW - Sydney
VIC - Melbourne
QLD - Brisbane
SA - Adelaide
WA - Perth
ACT - Canberra
TAS - Hobart
NT - Darwin
NZ - Auckland
NZ - Wellington
65 75 110 13055 - 75 65 - 85 95 - 120 110 - 150
60 80 110 13045 - 70 70 - 90 90 - 125 120 - 180
80 80 85 10060 - 110 50 - 100 65 - 110 80 - 140
65 65 85 9055 - 70 55 - 70 70 - 90 75 - 105
65 75 90 12057 - 70 60 - 85 75 - 100 100 - 130
50 65 80 10540 - 60 60 - 75 75 - 90 90 - 125
55 75 90 10540 - 65 65 - 85 85 - 100 90 - 125
55 65 80 10045 - 65 60 - 70 75 - 95 85 - 110
55 70 80 11050 - 65 65 - 80 75 - 90 90 - 120
62 70 84 9255 - 67 65 - 75 77 - 86 86 - 100
Report Writer Data Analyst BI Developer DWH DBA
NSW - Sydney
VIC - Melbourne
QLD - Brisbane
SA - Adelaide
WA - Perth
ACT - Canberra
TAS - Hobart
NT - Darwin
NZ - Auckland
NZ - Wellington
Salaries in ‘000
Salaries in ‘000
104 | 2010 Hays Salary Guide
Information Technology
Notes• All Salaries shown exclude superannuation • New Zealand Salaries are represented in New Zealand Dollars
75 85 100 85 6565 - 85 75 - 95 95 - 110 80 - 95 55 - 70
60 85 105 90 6050 - 75 75 - 95 95 - 125 70 - 110 45 - 75
65 80 105 80 6555 - 80 70 - 95 85 - 130 65 - 120 50 - 75
50 75 87 75 5850 - 65 70 - 80 80 - 110 65 - 90 55 - 70
70 85 110 80 6560 - 75 70 - 95 90 - 125 70 - 90 55 - 70
80 90 105 100 6070 - 105 75 - 110 90 - 125 90 - 120 50 - 75
50 75 100 75 5050 - 65 70 - 85 80 - 120 65 - 90 50 - 65
55 70 90 60 5542 - 65 60 - 80 85 - 120 50 - 90 50 - 65
60 75 85 75 6048 - 65 65 - 85 75 - 100 70 - 90 55 - 70
65 71 85 80 5857 - 72 67 - 90 80 - 110 70 - 90 48 - 50
BA - Junior BA - Mid BA - Senior SystemsAnalyst
ProjectAdministrator
NSW - Sydney
VIC - Melbourne
QLD - Brisbane
SA - Adelaide
WA - Perth
ACT - Canberra
TAS - Hobart
NT - Darwin
NZ - Auckland
NZ - Wellington
Project Management & Business Analysis
75 120 150 170 13065 - 80 110 - 130 130 - 170 155 - 215 110 - 160
80 110 140 170 12065 - 90 80 - 150 130 - 180 130 - 180 100 - 140
85 110 145 160 10070 - 115 85 - 130 120 - 200 120 - 220 70 - 145
60 90 110 145 12550 - 65 65 - 135 105 - 150 110 - 170 110 - 170
75 120 150 170 12065 - 80 90 - 125 140 - 170 150 - 180 90 - 130
70 100 160 140 10060 - 80 80 - 115 120 - 190 110 - 150 75 - 115
75 90 100 145 12570 - 85 80 - 110 100 - 150 110 - 170 110 - 170
70 80 100 120 10060 - 75 70 - 90 85 - 130 100 - 125 100 - 110
65 90 125 125 12560 - 80 85 - 120 120 - 165 120 - 170 120 - 170
65 100 145 170 13558 - 70 86 - 130 130 - 170 140 - 220 130 - 148
ProjectCoordinator
ProjectManager
ProjectDirector
ProgramDirector PMO Manager
NSW - Sydney
VIC - Melbourne
QLD - Brisbane
SA - Adelaide
WA - Perth
ACT - Canberra
TAS - Hobart
NT - Darwin
NZ - Auckland
NZ - Wellington
Salaries in ‘000
Salaries in ‘000
2010 Hays Salary Guide | 105
Information Technology
Notes• All salaries shown exclude superannuation • New Zealand salaries are represented in New Zealand Dollars
Management
300 300 150 130250 - 350 250 - 350 125 - 175 120 - 140
220 200 130 110180 - 300 180 - 300 110 - 150 80 - 150
150 150 110 120120 - 210 110 - 200 90 - 160 80 - 150
150 120 100 90110 - 190 100 - 140 85 - 110 80 - 130
230 220 140 130160 - 320 160 - 310 100 - 150 90 - 150
150 145 110 140130 - 175 130 - 165 80 - 125 120 - 150
150 120 100 90110 - 190 100 - 140 85 - 110 80 - 130
150 110 100 130110 - 160 80 - 120 90 - 120 100 - 150
135 135 120 105120 - 220 120 - 180 95 - 150 80 - 120
150 150 110 120120 - 185 120 - 185 75 - 130 110 - 140
CIO CTO DevelopmentManager IT Manager
NSW - Sydney
VIC - Melbourne
QLD - Brisbane
SA - Adelaide
WA - Perth
ACT - Canberra
TAS - Hobart
NT - Darwin
NZ - Auckland
NZ - Wellington
110 110 120100 - 120 100 - 120 100 - 140
120 120 10090 - 150 80 - 140 80 - 140
115 100 10085 - 150 70 - 115 90 - 150
105 100 9095 - 140 70 - 115 65 - 100
120 120 110100 - 135 90 - 135 90 - 125
110 100 9090 - 125 80 - 100 85 - 110
105 100 9095 - 140 75 - 115 65 - 95
100 100 90100 - 120 80 - 110 85 - 110
105 95 9080 - 120 90 - 110 85 - 120
110 98 9590 - 132 92 - 110 88 - 130
Infrastructure Manager Change Manager Service Delivery Manager
NSW - Sydney
VIC - Melbourne
QLD - Brisbane
SA - Adelaide
WA - Perth
ACT - Canberra
TAS - Hobart
NT - Darwin
NZ - Auckland
NZ - Wellington
Salaries in ‘000
Salaries in ‘000
106 | 2010 Hays Salary Guide
Information Technology
Notes• All salaries shown exclude superannuation • New Zealand salaries are represented in New Zealand Dollars
Miscellaneous
85 7570 - 100 65 - 80
80 8570 - 110 70 - 110
85 8070 - 120 65 - 100
72 7560 - 80 65 - 85
80 8065 - 95 70 - 90
80 8075 - 120 75 - 100
70 7560 - 80 65 - 85
70 8065 - 90 70 - 100
63 7350 - 70 55 - 85
72 8866 - 78 78 - 91
IT Trainer TechnicalWriter
NSW - Sydney
VIC - Melbourne
QLD - Brisbane
SA - Adelaide
WA - Perth
ACT - Canberra
TAS - Hobart
NT - Darwin
NZ - Auckland
NZ - Wellington
Salaries in ‘000
65 75 95 120 12060 - 70 70 - 80 85 - 120 110 - 130 100 - 130
60 75 95 115 11545 - 70 60 - 85 85 - 100 100 - 130 90 - 130
65 80 90 110 9055 - 80 65 - 100 80 - 120 80 - 120 70 - 130
60 70 85 90 9055 - 70 65 - 80 75 - 90 80 - 100 80 - 100
65 80 90 105 8055 - 75 75 - 85 85 - 100 95 - 120 65 - 90
75 85 90 130 8560 - 85 70 - 100 70 - 90 120 - 145 60 - 90
55 65 65 70 8540 - 60 55 - 70 55 - 70 60 - 80 60 - 90
60 70 85 90 8550 - 70 55 - 75 65 - 95 85 - 110 70 - 90
55 65 90 110 11050 - 65 55 - 80 80 - 110 95 - 120 95 - 120
55 65 90 110 11050 - 65 55 - 80 80 - 110 95 - 125 95 - 125
Tester Test Analyst Test TeamLeader Test Manager QA Manager
NSW - Sydney
VIC - Melbourne
QLD - Brisbane
SA - Adelaide
WA - Perth
ACT - Canberra
TAS - Hobart
NT - Darwin
NZ - Auckland
NZ - Wellington
Testing & QASalaries in ‘000
hays.com.au hays.net.nz
HAYS and the H device are protected by trade mark and design laws in many jurisdictions ©HAYS 2009.
This guide is reproduced in full in PDF format on our websites.
AustraliaNew South WalesSydneyChifley Tower T: 02 8226 9600Hunter Street T: 02 9249 2200Spring Street T: 02 9221 5852City South T: 02 9280 3577North Sydney T: 02 9957 5733Chatswood T: 02 9411 8122Parramatta T: 02 9635 1133Liverpool T: 02 9601 8822Burwood T: 02 9744 3344Hurstville T: 02 9580 8333Newcastle T: 02 4925 3663Wollongong T: 02 4222 0100
VictoriaMelbourne360 Collins St T: 03 9604 9604410 Collins St T: 03 8638 8400St Kilda Rd T: 03 9804 5313Mulgrave T: 03 8562 4250Moonee Ponds T: 03 9326 2149Camberwell T: 03 9946 3500Geelong T: 03 5226 8000
QueenslandBrisbaneBrisbane T: 07 3243 3000Brisbane City T: 07 3231 2600Mt. Gravatt T: 07 3349 6563Ipswich T: 07 3817 1900Gold Coast T: 07 5571 0751Townsville T: 07 4771 5100Maroochydore T: 07 5412 1100Chermside T: 07 3259 4900
ACTCanberra T: 02 6257 6344
Western AustraliaPerth T: 08 9254 4595
South AustraliaAdelaide T: 08 8231 0820
TasmaniaHobart T: 03 6234 9554
Northern TerritoryDarwin T: 08 8943 6000
New ZealandAuckland T: 09 377 4774South Auckland T: 09 525 1333Wellington T: 04 471 4490Christchurch T: 03 377 6656
Our international reach -operating in 28 countriesAustria
Belgium
Brazil
Canada
China
Czech Republic
Denmark
France
Germany
Hong Kong
Hungary
India
Ireland
Italy
Japan
Luxembourg
Netherlands
Poland
Portugal
Russia
Singapore
Spain
Sweden
Switzerland
United Arab Emirates
United Kingdom