KEEP TRACK OF THE TRENDS INSIGHTS FROM THE EXPERTSiminco.net/pdf/HaysSalaryGuide_2014-AU-mining-resources.pdf · 2014 Hays Salary Guide | 5 As part of our Hays Salary Guide, every

KEEP TRACK OFTHE TRENDSINSIGHTS FROM THE EXPERTSThe 2014 Hays Salary Guide: Salary & Recruiting Trends

GET READY FOR THE HIRINGTURNAROUND

Recent business surveys and jobs advertising data have all pointed to a turnaround in hiring. After a few bumpy years and the fading of the mining investment boom, it seems that employers now feel more positive about hiring in 2014-15. But as recruitment activity increases, that old threat of a skills shortage again looms.

It’s quite a paradox; for some job functions there is still a surplus of candidates yet in others, often those that require highly-skilled and experienced professionals, there is a shortage of suitable talent.

While this can cause obvious and understandable frustration amongst sections of the talent pool, those with the skills in demand are again starting to receive multiple offers and even counter offers.

But despite this, in most cases base salaries remain stable. This is unsurprising given that cost pressure and the desire to do more with less remain dominant concerns.

So too does the need for a flexible workforce, although permanent job numbers are starting to rise for highly-skilled candidates as employers want to secure skills they cannot do without.

When the pressure is on to hire great people, it’s easy to make the mistake of bringing in the right skills above the right culture fit. Getting the hiring right will make retaining and developing great people much easier, which is why ongoing candidate engagement is so important to us at Hays. The relationships we build with both our candidates and clients mean that we see the whole picture – from all angles.

With candidate confidence returning it will be more likely that candidates are willing to move in the next 12 months. Why not talk to us when you are next looking to access the most comprehensive, current and global network of talent?

Nick Deligiannis

Managing Director, Hays Australia & New Zealand

THANK YOU

Hays would like to express our gratitude to all those organisations that participated in our online survey and provided such invaluable feedback, which we feel has contributed to making this the most accurate and up to date survey of its kind in Australia and New Zealand. This year’s results are based on a survey of more than 2,500 employers. A list of all contributors who kindly gave their permission to be named as participants can be found on our website.

This Guide is reproduced in full in PDF format and can be requested from our website – hays.com.au and hays.net.nz

FEEDBACK

We welcome any feedback or comments regarding this guide whether positive or negative to ensure that it continues to be relevant to Australian and New Zealand organisations across all industries. Please address any suggestions to your local Hays office or to: Hays, Level 11, Chifley Tower, 2 Chifley Square, Sydney NSW 2000. E: [email protected]

DISCLAIMER

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

Therefore information should be used as a guideline only and should not be reproduced in total or by section without written prior permission from Hays.

2014 Hays Salary Guide | 3

4 | 2014 Hays Salary Guide

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THE SKILLSSHORTAGECHALLENGE ARE YOURPLANS INPLACE?


As part of our Hays Salary Guide, every year we survey employers to gather their views on salary policy, recruitment trends and economic outlook. This year’s insights reveal an environment where 41% see a more positive economic outlook on the horizon. 66% expect their levels of business activity to increase in the year ahead, and 63% have already seen an increase in business activity over the 12 months prior to the survey. Perhaps that is why overtime increased in 31% of organisations over the same period.

This supports an emerging trend; the desire to do more with less. So too does the focus on curbing costs, which salaries were not immune from. Of the total employer group, 9% have no plans to increase salaries in the 12 months ahead (up from 8% last year) and 12% did not award any increases in their last review, also up 1% year-on-year.

When they next review, a massive 64% of employers plan salary increases of less than 3%, up from 57% last year. And while 27% of employers off ered increases between 3 and 6% when they last reviewed, only 24% will do so when they next review.

There are few instances of generous salary increases; just 4% of employers increased salaries by more than 6% in their last review, and 3% intend to do so in their next review. Clearly, large salary increases will not be bountiful in 2014-2015.

Candidates have slightly higher expectations for their next salary increase. When asked, 12% expect an increase above 6% and 27% expect an increase between 3 and 6%. Almost half (48%) expect to receive an increase of less than 3% while the fi nal 13% expect no increase in their next review.

When asked about permanent headcount over the next 12 months, 34% of surveyed employers say it will increase, 51% say it will remain the same and 15% will make decreases. Refl ecting on the past 12 months, 34% of employers increased permanent headcount, 43% kept it on hold and 23% decreased numbers.

Of those employers planning to hire, 79% say the roles will be full-time (down from 83% in 2013), 25% will increase their use of temporary/contract staff (up from 17% in 2013), 16% plan more part-time staff (20% in 2013) and 15% more casual staff (14% in 2013).

By sector, 56% of employers predict permanent headcount growth in their marketing department. In addition, 42% expect to increase headcount in their engineering and operational management departments, while 37% will increase their information technology and sales headcounts. Headcounts in project management (35%) and human resources (31%) departments will also rise.

A large 62% of employers intend to keep their accountancy and fi nance headcount unchanged, while 24% plan increases.

As an indicator of the preference for a fl exible workforce, 21% of employers now use temporary and contract staff on an ongoing basis, up from 19% last year. And while 71% expect their use of temporary and contract staff to remain the same, 16% said it will increase.

In terms of skills shortages, 58% of those surveyed said that the eff ectiveness of their operations would be impacted by not fi nding the right skills for their business. In skill-short areas, 64% of employers would consider employing or sponsoring a qualifi ed overseas candidate.

The largest area of skills shortage appears to be junior to mid management talent in both operations and accountancy and fi nance. This is followed by junior to mid management talent for technical, sales and marketing, IT and engineering roles.

When it comes to attracting the best candidates, 37% of employers said career path and development was the most critical, although only 9% say their organisation is publicly perceived as off ering such opportunities.

Furthermore 42% said it is an individual’s ‘fi t’ with the company’s vision, culture and values that has the greatest impact on their employment brand, but only 23% said they are perceived as getting this right. 60% said their organisation has a diversity policy for hiring new staff .


SALARY INCREASES

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1. Average % increases from last reviews: across all industries

For specifi c industries:

12%Nil

57%Less than 3%

27%From 3% to 6%

3%From 6% to 10%

1%More than 10%

Advertising & Media

Construction, Property & Engineering

Financial Services

Hospitality, Travel & Entertainment

IT & Telecommunications

Manufacturing

Professional Services

Public Sector

Retail

Transport & Distribution

Other

15

22

9

10

13

11

14

8

10

8

10

55

47

51

67

54

61

46

63

70

62

62

20 10

25

34

23

26

25

31

28

17

29

25

4

4

6

2

6

1

3

2

2

1

1

23

Resources & Mining

52 23

2

3

1

3

1


SALARY INCREASES

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


9%Nil

64%Less than 3%

24%From 3% to 6%

2%From 6% to 10%

1%More than 10%

Advertising & Media


Financial Services



Manufacturing


Public Sector

Retail


Other

5

11

7

4

12

9

5

12

60

64

54

77

58

66

519

709

79

62

709

25 10

22

35

17

2

24

23

Resources & Mining

18 62 20

32

21

15

24

20

2

4

6

11

8

1

1

1

11


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CANDIDATE SALARY EXPECTATIONS

In a separate survey we also asked our candidates what their expected salary increases were

In your next review, what percentage increase do you expect to receive? across all industries


13%Nil

48%Less than 3%

27%From 3% to 6%

8%From 6% to 10%

4%More than 10%

Advertising & Media


Financial Services



Manufacturing


Public Sector

Retail


Other

9

14

10

10

22

10

36

40

51

60

35

58

53

56

16

6

57

50

49

9

6

17

55

27

22 8 9

30

29

26

17

25

11

13

28

25 13 6

28

4

4

2

2

13 6

7 7

3 3

Resources & Mining

18 38 32 9

3

3


BENEFITS

STAFFING

3. Does your company off er fl exible salary packaging?

Of those who answered yes, the following benefi ts were indicated as being commonly off ered to...

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

Car 15% 7% 23% 55%

Bonuses 30% 15% 20% 35%

Private health insurance 38% 5% 7% 50%

Parking 32% 13% 18% 37%

Salary sacrifi ce 55% 9% 12% 24%

Above mandatory superannuation 42% 6% 7% 45%

Private expenses 12% 5% 12% 71%

Other 31% 6% 8% 55%

78%YES

22%NO

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

23%Decreased

43%Remained the same

34%Increased

For specifi c departments:

Accountancy & Finance

Distribution

Engineering

Human Resources

Information Technology

Marketing

Operational Management

Project Management

Purchasing/Procurement

Sales

18

10

31

20

29

31

26

33

31

23

54

71

30

43

31

33

39

30

46

46

28

19

39

37

40

36

35

37

23

31


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STAFFING

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


6. If you expect staffi ng levels to increase, please specify how:

Note: Multiple choices permitted.

Full time/permanent staff

79%

Temporary/contractors

(through an employment consultancy)

25%

Employment of casual staff (on your payroll)

15%

Employment of part-time staff

16%

Job sharing

3%

Mixture, other (inc. overseas recruitment,

acquisitions)

2%

15%Decrease

51%Remain the same

34%Increase


Distribution

Engineering

Human Resources


Marketing


Project Management


Sales

14

19

9

16

20

5

15

22

27

12

62

62

49

53

43

39

43

43

50

51

24

19

42

31

37

56

42

35

23

37


STAFFING


7. How often do you employ temporary/contract staff ? across all departments

21%Regular ongoing

basis

44%Special projects/

workloads

35%Exceptional

circumstances/never


Distribution

Engineering

Human Resources


Marketing


Project Management


Sales

12

53

23

20

25

19

29

33

23

12

40

33

50

48

52

50

38

45

35

36

48

14

27

32

23

31

33

22

42

52


STAFFING

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

13%Decrease

71%Remain the same

16%Increase


Distribution

Engineering

Human Resources


Marketing


Project Management


Sales

10

14

12

14

19

14

15

12

23

8

80

72

63

71

59

67

69

51

58

83

10

14

25

15

22

19

16

37

19

9


SKILL SHORTAGES

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

42%No

41%Yes - in a minor way

17%Yes - signifi cantly

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

10. For which areas have you recently found it diffi cult to recruit?

64%YES

36%NO

Junior to mid

management

Senior

management

Junior to mid

management

Senior

management

Accountancy & Finance 14% 7% Operations 14% 8%

Distribution 3% 1% Purchasing 4% 1%

Engineering 9% 7% Sales & Marketing 12% 7%

Human Resources 4% 2% Technical 13% 8%

IT 11% 5% Other 8% 4%


WORK PRACTICES

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11. Does your workplace allow for fl exible work practices?

84%YES

16%NO

12. If yes, which practices do you currently off er?*

Flexible leave options

Career breaks Phased retirement

Flexible working hours

81%

Part time employment

80%

Flex-place

59%

Job sharing

34%

42%

24%16%

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

If increased, by how much?

11%Decreased


31%Increased

*Multiple choices permitted.

5 hours or less Between 5-10 hours More than 10 hours

Per Week 40% 34% 8%

Month End 19% 23% 24%

Year End 10% 14% 37%


WORK PRACTICES

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

15. Is it your policy to counter-off er staff when they resign?

Of those you counter-off ered, on average, did they....

35%Paid

65%Unpaid

66%No

33%Sometimes

1%Yes

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

20%Decreased


25%Increased

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

1%

Stay less than 3 months

19%

Stay 3-12 months

35%

Stay longer than 12 months

45%

Leave anyway


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DIVERSITY

17. Does your organisation have a diversity policy for hiring new staff ?

If yes, do you think the people who hire in your organisation generally adhere to it?

60%YES

87%YES

40%NO

13%NO


EMPLOYER BRANDING

18. How important do you think the following factors are for an employer brand and how well do you think

your organisation is perceived on the same criteria?

Level of importance

Organisational perception

Career path/training & development

An individual’s ‘fi t’ with the company’s vision, culture and values

People’s direct/indirect experience of the company

Salary and benefi ts

Work/life balance

1

1

1

1

1

3

4

9

3

3

13

15

33

23

16

46

38

41

53

47

4

3

2

3

3

16

11

9

13

13

38

26

34

41

29

33

37

42

37

39

37

42

16

20

33

9

23

13

6

16

Poor

No impact

Okay

Minor impact

Good

Some impact

Very Good

Signifi cant impact

Excellent

Major impact


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ECONOMIC OUTLOOK

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

15%Decreased


63%Increased

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

7%Decreasing

27%Remaining the same

66%Increasing


Advertising & Media


Financial Services



Manufacturing


Public Sector

Retail


Other

6

4

2

13

3

4

3

3

7

279

20

14

149

33

33

34

11

23

26

94

64

76

84

77

54

Resources & Mining

14 39 47

64

62

86

74

67


ECONOMIC OUTLOOK

21. What are the key factors driving your business activity?

Current economic conditions

Projects driven by government

Capex investments

Consumer/business confi dence

Currency/forex rates

Interest rates 49

51

14

41

27

5

42

33

42

32

37

40

9

16

44

27

36

55

None Some Signifi cant

22. Do you see the general outlook for the economy in the forthcoming 6-12* months as...

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

13%Weakening

46%Static

41%Strengthening

*This data was collected during March 2014.

HOW TO NAVIGATE THIS GUIDE


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Using our salary tables

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

Head of HR

Sydney300 Typical salary220 - 400 Salary range

The complete Hays 2014 Salary Guide is available as an app free to download from iTunes. Search over 1,000 salaries and find offices in your area.


47%OF EMPLOYERS IN AUSTRALIA AND NEW ZEALAND FORESEE AN INCREASE IN BUSINESS ACTIVITY IN THE NEXT 12 MONTHS

AUSTRALIA

Despite the many headlines about the end of Australia’s mining boom, recruitment activity is still strong in certain areas of resources and mining. This selective investment is best explored state -by-state.

In Western Australia, iron ore production in the Pilbara remains the biggest earner and the largest area for recruitment. A steady iron ore price coupled with a forecast for strong medium to long-term demand from China as part of that country’s ongoing urbanisation efforts is expected to continue to generate robust employment activity into the foreseeable future.

But we have seen a shortage of experienced candidates to fill several roles in iron ore, including Process Engineers, Crusher Operators, Mobile Crushing professionals and Trainers. To meet employment needs, employers are enticing candidates with similar skill sets away from the gold and base metals sector. However, iron ore employers face an attraction challenge from well-backed and highly professional gold miners.

In North Queensland, the metalliferous market has been steadily recovering after a difficult 2013. We have seen increased demand for temporary technical white collar candidates, such as Mining and Maintenance Engineers and Mine Surveyors. We have also seen steady demand for blue collar workers such as HD Fitters and Mobile and Process Plant Operators with coal experience in the Bowen Basin. Permanent vacancies are available, particularly in operations where residential requirements are mandatory. We expect the metalliferous market to strengthen significantly in the second half of 2014.

South Australia’s mining industry is expected to remain challenging in 2014-15. Business conditions have impacted the volume of vacancies and there is thus less flexibility over pay and conditions. But there is some good news with new mining activity planned for the Eyre Peninsula. Similarly to Queensland, fly-in fly-out (FIFO) roles will decrease in South Australia as part of productivity drives by major miners. This will result in more opportunities for residential and drive-in drive-out (DIDO) employees in proximity to the major mining areas.

In NSW, environmental issues and the high Australian dollar are driving up operational costs at a time when supply and demand for thermal coal has reached equilibrium. However, export levels of thermal coal through the Port of Newcastle continue to break records. As a result, hiring activity will be primarily focused on the coal space as overall sentiment suggests a strong outlook for the price of coal. Fixed and Mobile Plant Operators and Supervisors will be sought, with a particular emphasis on those with a track record in cost management.

Major miners will continue to focus on the bottom line. Similar to Western Australia, employers that can afford to take a medium term view in areas such as gold will continue to selectively invest in talent.

Across the country, resources and mining employers face increasing competition for candidates from the oil and gas sector, which is particularly interested in key operations and maintenance experts.

In terms of salaries, we are seeing a broadly stable outlook as the very best talent is still commanding a premium. However, reductions may occur for the blue collar workforce and middle management candidates as a result of the drive to reduce FIFO roles in all regions.

NEW ZEALAND

New Zealand’s mining sector faced significant challenges in 2013-14. Given the industry’s heavy reliance on coal, the drop in the coal price means it is unlikely that any new mines will open in the year ahead. While prices and demand remain low, foreign investment will be limited and consolidation in the industry will continue.

This is a concern long-term. Despite more than 15 billion tonnes of coal reserves, the country’s largest coal mining company has made redundancies. Given the shortage of work in this sector, talent is relocating offshore or transitioning to civil roles to assist with the infrastructure rebuild of Christchurch. But without investment in new staff, future skills shortages are certain once the global market stabilises.

In terms of current job opportunities, there have been some operations roles available.

Other than coal, New Zealand has a wide variety of prospective mineral deposits and the most important metallic minerals produced are gold, silver and ironsands.

Unsurprisingly, there has been continued downward pressure on salaries. Typically candidates in New Zealand receive rates that are 50 per cent lower than those offered in Australia. This is unlikely to change while operators remain focused on cost effective production.

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

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

• New Zealand salaries are represented in New Zealand dollars

NOTES:

RESOURCES & MINING

METALLIFEROUS MINING ENGINEERING

Registered

Mine Manager

Underground/

Quarry Manager

Technical

Services Mgr

Senior Mining

Engineer

Mining

Engineer

WA 240 - 280 180 - 220 180 - 220 150 - 180 100 - 145

QLD - Hard Rock 220 - 275 160 - 190 180 - 220 150 - 170 110 - 150

QLD - Coal 220 - 280 170 - 200 180 - 230 150 - 180 110 - 150

NSW 160 - 220 140 - 160 180 - 210 130 - 160 90 - 130

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

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

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

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

New Zealand 130 - 210 100 - 155 N/A 95 - 140 75 - 110

Graduate

Mining Engineer

Geotechnical

Engineer Chief Surveyor

Senior

Surveyor Mine Surveyor

WA 80 - 110 120 - 160 155 - 175 140 - 170 110 - 150

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

QLD - Coal 80 - 110 120 - 160 155 - 175 120 - 160 110 - 130

NSW 60 - 90 130 - 160 150 - 175 120 - 150 120 - 150

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

SA 60 - 80 120 - 140 120 - 150 110 - 125 90 - 120

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

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

New Zealand 50 - 70 N/A 75 - 120 80 - 120 60 - 110


NOTES:




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

RESOURCES & MINING

METALLIFEROUS

GEOLOGY - MINING

Chief

Geologist

Senior Mine

Geologist

Mine

Geologist

Graduate

Geologist

Pit Technician/

Geological

Technician

WA 175 - 220 130 - 170 90 - 125 70 - 90 70 - 95

QLD - Hard Rock 180 - 230 140 - 170 110 - 140 75 - 90 70 - 95

QLD - Coal 160 - 200 130 - 170 100 - 130 80 - 100 65 - 80

NSW 180 - 220 120 - 160 90 - 120 60 - 80 70 - 90

VIC 150 - 180 120 - 150 100 - 120 65 - 75 50 - 80

SA 145 - 160 120 - 140 90 - 120 65 - 80 65 - 75

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

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

New Zealand 100 - 120 90 - 140 70 - 95 50 - 65 45 - 60

METALLIFEROUS

GEOLOGY - EXPLORATION

Exploration

Manager

Senior

Exploration

Geologist

Exploration

Geologist Field Assistant

WA 175 - 220 130 - 170 90 - 135 70 - 95

QLD - Hard Rock 175 - 210 130 - 160 95 - 130 65 - 90

QLD - Coal 170 - 200 130 - 170 100 - 130 65 - 85

NSW 180 - 220 120 - 160 80 - 110 50 - 70

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

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

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

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

New Zealand 90 - 130 90 - 120 70 - 90 50 - 60


NOTES:




RESOURCES & MINING

MINERAL PROCESSING Process Manager

Process Engineer

- Mid level 3-7yrs

Senior

Metallurgist Metallurgist

Graduate

Metallurgist

WA 180 - 245 110 - 160 130 - 170 100 - 140 75 - 100

QLD 180 - 220 90 - 110 120 - 160 80 - 100 60 - 75

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

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

SA 160 - 180 95 - 120 110 - 130 80 - 110 60 - 75

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

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

New Zealand 130 - 190 70 - 100 100 - 130 70 - 110 50 - 65

Mill

Superintendent Shift Supervisor Mill Operator

Metallurgical

Technician

Laboratory

Technician

WA 140 - 180 110 - 160 85 - 120 75 - 90 75 - 100

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

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

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

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

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

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

New Zealand 100 - 120 70 - 90 60 - 80 50 - 80 50 - 80


NOTES:




RESOURCES & MINING

Leading Hand Mechanical Fitter Electrician

Boiler Maker/

Welder

Instrumentation

Technician

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

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

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

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

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

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

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

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

FIXED PLANT MAINTENANCE

Maintenance

Superintendent

Maintenance

Planner

Maintenance

Supervisor

Mechanical Eng

Mid level 3-7yrs

Electrical Eng

Mid level 3-7yrs

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

QLD 140 - 180 120 - 150 110- 140 95 - 120 95 - 130

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

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

SA 120 - 140 90 - 135 90 - 120 90 - 110 90 - 110

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

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

New Zealand 100 - 170 70 - 120 70 - 100 70 - 100 70 - 100


RESOURCES & MINING

MOBILE PLANT

- SURFACE MAINTENANCE

Workshop

Supervisor HD Fitter Auto Electrician

Boiler Maker/

Welder Service Person

WA 130 - 165 130 - 175 130 - 175 125 - 160 110 - 140

QLD 140 - 160 110 - 120 110 - 120 90 - 110 85 - 95

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

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

SA 95 - 130 80 - 120 80 - 120 70 - 110 80 - 100

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

NT 130 - 155 125 - 150 125 - 150 125 - 150 100 - 120

New Zealand 70 - 110 70 - 95 70 - 100 65 - 95 50 - 70

Open Pit

Supervisor

Excavator

Operator

Dump Truck

Operator Driller All-Rounder

WA 150 - 180 125 - 150 100 - 120 105 - 125 120 - 145

QLD 110 - 140 110 - 120 95 - 105 100 - 110 95 - 105

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

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

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

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

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

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

NOTES:





RESOURCES & MINING

MOBILE PLANT

- UNDERGROUND MAINTENANCE

Workshop

Supervisor HD Fitter Auto Electrician

Boiler Maker/

Welder

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

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

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

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

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

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

NT 140 - 160 125 - 150 125 - 150 125 - 150

New Zealand 100 - 130 80 - 110 80 - 100 70 - 95

MOBILE PLANT

- UNDERGROUND OPERATORS

Underground

Supervisor

Jumbo

Operator

Bogger

Operator Service Crew

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

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

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

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

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

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

NT 130 - 160 135 - 170 110 - 140 90 - 120

New Zealand 90 - 130 80 - 150 80 - 100 60 - 90

NOTES:








NOTES:

RESOURCES & MINING

OHS & ENVIRONMENTAL HSE Manager

OH&S Manager/

Superintendent OH&S Coordinator OH&S Offi cer

WA 170 - 220 140 - 170 120 - 145 100 - 120

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

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

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

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

TAS 130 - 200 120 - 180 100 - 130 90 - 120

NT 150 - 220 150 - 170 80 - 100 65 - 80

New Zealand 100 - 150 90 - 130 80 - 95 50 - 90

Environmental

Superintendent

Environmental

Coordinator Environmental Offi cer

Training

Coordinator

WA 140 - 160 90 - 150 70 - 90 110 - 140

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

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

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

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

TAS 100 - 150 100 - 130 65 - 90 65 - 110

NT 90 - 120 80 - 90 75 - 90 90 - 120

New Zealand 90 - 110 80 - 120 60 - 100 60 - 100


RESOURCES & MINING

INDUSTRIAL DESIGN

Engineering

Manager

Principal/

Lead Engineer

Project

Manager

Senior Design

Engineer

Design

Engineer

Senior Project

Engineer

(EPCM)

WA 230 - 250 150 – 200 250 – 300 120 - 150 100 - 130 120 - 160

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

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

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

SA 140 - 180 120 - 130 120 - 150 110 - 140 90 - 130 120 - 160

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

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

New Zealand 100 - 200 95 - 130 100 - 150 80 - 140 60 - 90 70 - 130

Project

Engineer

(EPCM)

Design

Manager/

Chief Drafter

Senior Design

Drafter Design Drafter

Piping

Designer

WA 80 – 100 120 – 150 90 – 110 70 - 95 95 - 140

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

NSW 80 - 120 100 - 130 80 - 100 70 - 90 80 - 100

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

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

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

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

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

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


NOTES:


RESOURCES & MINING

INDUSTRIAL CONSTRUCTION

Project

Manager

Construction

Manager/

Superintendent

Senior

Estimator

Planning

Manager

Contracts

Manager

Project

Engineer

(Civil/Mech/

Elec)

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

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

NSW 140 - 180 150 - 220 125 - 160 120 - 170 130 - 180 100 - 120

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

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

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

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

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

Estimator

Contracts

Administrator Planner

Site

Supervisor

Site Engineer

(Civil/Mech/

Elec) Safety Advisor

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

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

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

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

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

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

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

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

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

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


NOTES:

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