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RESOURCES& MININGGLOBAL SALARYGUIDE 2013Global salaries and recruiting trends.
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SURVEY RESPONDENTS
RESPONDENTS ALSO
RESPONSIBLE OR hIRING
IN ThE INDUSTRY
RESPONDENTS WORKING
OR MINING hOUSES
COUNTRIES WORLDWIDE
REPRESENTED
DISCIPLINEAREAS COVERED
10,000
1,30018%
3718
ThANK YOUWe would like to express our gratitude to all those organisations and individuals who participatedin the collection o data or this years survey.
Disclaimer: The Resources & Mining Global Salary Guide 2013 is representative o a value added service to our clients and candidates. Whilst every care is taken in thecollection and compilation o data, the survey is interpretive and indicative, not conclusive. Thereore inormation should be used as a guideline only and should not bereproduced in total or by section without written permission rom the producers o this guide.
SURVEY SUMMARY
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1 Overview
2 A Global Perspective
Section One - Salary Inormation
6 Salaries
Section Two - Industry Beneits
9 Overview
Section Tree - Industry Employment
11 Staing levels
12 Diversity & movement o workorce
14 Experience and tenure
16 Employment mix
Section our - Economic Outlook
18 Industry outlook
19 Most signiicant issues
CONTENTSOVERVIEW
The past year was another eventul year in the resources and mining
industry and we ind ourselves working through the cycle o a
downturn in commodity prices, and the subsequent recovery.
This cycle is the ultimate driver in the industry as ar as the staing
markets are concerned, however, not all geographical regions are
aected in the same way, and the world is a patchwork o the wealthy
and not so wealthy. Remuneration in the industry is as a consequence
enormously diverse, relecting local economies, skill shortages and thenature and type o operations that exist.
With a large percentage o mining proessionals working overseas rom
their country o origin, this document seeks to record and inorm
readers o the various remuneration levels around the world, and the
employment trends, orces and events that govern those salaries. With
commodities luctuating enormously over the last ew years and seeing
the eect that this ultimately has had on staing levels, understanding
and insight into the current and orecasted cost o labour in the
industry has surely never been in such demand.
As part o the global leader in specialist recruitment, Hays Resources &
Mining has a long and successul history in recruiting proessionals and
skilled operatives within this industry. This capability is built on more
than ten years experience and a network o 17 oices across 6countries. Where possible we have included this knowledge and
experience into the many acts and igures that the survey has
produced, and in so doing have created a reerence document to guide
and inorm both recruit decision makers and job seekers alike.
Despite this experience and insight Hays would not have been able to
produce this document without the comprehensive assistance o our
partners, Inomine. We would like to thank them or their eorts and
invaluable insights.
2012 was dominated by the downturn in commodity prices, brought
about by a slow-down in growth rom China. This saw the majority o
mining houses quickly re-align their cost base with the new economic
environment which resulted in a sharp downturn in hiring throughout
the back end o the year as capital expenditure was slashed and
projects were put on hold. Our survey was conducted over Decemberand January and consequently coincided with the bottom o the
market in terms o the downturn. Certainly rom our own experience
the market has bottomed out and as 2013 moves orward we see
some renewed conidence or the medium term.
In comparison to the previous downturn in 2008/9, this cycle is neither
as deep nor as prolonged, and relects a desire by companies to
balance the cost/revenue equation rather than any ight or survival.
O course, it goes without saying those businesses that have been less
than prudent with their costs will be eeling the pinch.
Whilst the mature markets o Australia, Canada and to some extent
Brazil elt the ull orce o the decline in demand, the emerging markets
in Arica were capitalising on those seeking higher margins and a
better potential return at lower product prices. The obviousimpediment to these investment dollars came in the orm o security
issues, irstly with events in South Arica at the Marikana mine, and
more recently in Mali.
Inextricably linked with levels o security is the political back drop in
each country and region, and this also impacts on how each country
ares in being able to attract investment dollars, which in turn drives
activity and salaries.
The results o our indings make or some ascinating reading with
each piece o data having a story to tell. From political strie to armed
conlict, a new ind o rare metals, or increased demand rom
neighbouring markets, each countrys salaries relect the rise or all in
their mining industry or the year 2012. As with our other salary guides,
it is the trends over time that become o most interest and we very
much look orward to producing this guide again in years to come. In
the meantime we hope you enjoy our 2013 edition.
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A GLOBALPERSPECTIVE
CHILE
Strong proessional base and
stable political environment
ensures Chile outperorms
neighbours.
CANADA
Despite downturn, skill shortages
exacerbated by rapidly aging workorce.
SCANDINAVIA
Norway, Sweden and Finland touted
as next big resource opportunity.
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AUSTRALIA
Bears the brunt o the
downturn in late 2012.
CHINA
Slowdown in manuacturing
output, causes a global drop in
commodity prices.
AFRICA
Benefts rom downturn as investors
seek low cost mining opportunities.
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SECTIO
NONE:SALARYINfORMATIO
N
SECTION ONESALARYINORMATIONMore than 62 per cent o respondents saw their permanent
base salary rise over the last 12 months
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Despite the downturn in late 2012, salaryexpectations rise or 2013
2013 Resources & Mining Salary Guide | 5
ChANGES TO SALARIES IN ThE LAST 12 MONThS
EXPECTED SALARY ChANGES IN ThE NEXT 12 MONThS
40%
41% 21%
32%
31%
25%
7%
3%
Increase
more tan 5%
Increase
more tan 5%
Increase
up to 5%
Remain
Static
Increase
up to 5%
Decrease
Remain
Static
Decrease
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SALARY INFORMATIONSalaries
6 | 2013 Resources & Mining Salary Guide
PERMANENT BASE SALARIES
In December 2012 to January 2013 we polled over 10,000 individuals and
asked them a range o questions on their world o work within the resourcesand mining industry. Utilising both the database o Hays Resources & Miningand that o our partners Inomine, we were able to engage with proessionalsand skilled workers in the industry throughout the world, and this hasresulted in over a quarter o a million separate pieces o data. It is the irsttime that such a comprehensive worldwide study o remuneration trends inthe resources industry has been concluded.
At the time o polling, respondents were asked to provide us their base salaryin US dollars and these igures have been collated and presented opposite.(Further data was also collected on beneits and allowances and these arepresented in the ollowing section) The igures are split by local and importedsalaries as the two can vary enormously. Local salaries are ar more indicativeo the local environment, pay scales and domestic economies. Importedsalaries are more relective o the global industry and are a mix o expatproessionals and a smaller portion o imported cheaper labour. Consequentlythey are, with a ew exceptions, higher than the local equivalent salary.
O the six countries importing skills at a lower cost than local labour, ive o
them are in Europe and the sixth is Australia. This phenomenon in theEuropean countries relects in the most part the ree movement o labourallowed within the European Union. The other two - Norway (Outside o theEuropean Union) and Australia both sit at the top o the league tables onlocal salaries and consequently anyone coming in rom other nations will bydeinition come rom a lower paying country.
Making up the top ive local salaries are Norway, Australia, Canada, Germany,and the USA. As discussed above, local economies outside o the resourcesindustry and their relative pay scales have the largest eect on the localsalary igures we have listed or the mining industry; however these numberscan also be impacted by how much investment the country can attract to itsresources industry.
On the imported salaries there are a multitude o other orces at play. Manyo the countries paying the highest levels o salaries to oreign proessionalshave to do so, to oset perceived low standards o living. These can includeunattractive work locations, diicult environments, or in some cases adversesecurity through insurgency or even armed conlict. The top ive imported
salaries can be ound in Mongolia, Papua New Guinea, Russia, Bolivia, andKazhakstan, although there are many other countries paying in excess oUS$100,000 in order to attract the talent they need.
ANNUAL SALARIESBY COUNTRY (US$)
Local average
annual salary
Imported average
annual salary
Angola 40,800 135,700
Argentina 41,600 133,300
Australia 137,100 135,600
Bolivia 52,300 156,900
Botswana 49,500 N/A
Brazil 76,800 112,100
Canada 101,800 110,600
Chile 92,200 112,800
China 51,400 132,500
Colombia 61,100 131,500
Congo (DRC) 53,000 104,500
Germany 99,100 84,200
Ghana 39,200 152,100
India 46,000 110,000
Indonesia 40,300 149,100
Ireland 90,900 70,500
Italy 57,400 39,300
Kazakhstan 22,500 153,900
Malaysia 43,400 137,100
Mexico 56,100 120,600
Mongolia 35,400 165,600
Mozambique 45,100 116,700
Namibia 47,700 93,700
New Zealand 85,300 109,500
Norway 158,700 121,900
Peru 73,100 137,200
PNG 35,200 162,200
Poland 51,800 65,500
Russia 42,700 157,900
South Arica 68,400 114,000
Spain 48,500 128,600
UK 89,100 82,000
Ukraine 54,200 15,700
USA 96,900 110,500
Vietnam N/A 146,500
Zambia 48,600 127,000
Zimbabwe 41,200 113,500
Background or this sectionOnly where the sample size is large enough have we listed gures in these tables. Where not enough responses were received, entries are returned as N/A.
Permanent sta salaries are the gures returned by respondents as their base salary in US dollar equivalent gures (respondents were asked to convert their salary into US
dollars using xe.com at the time o responding) excluding one-o bonuses, pension, share options and other non-cash benets, or those working on a yearly payroll. Those
on a daily payroll are extracted and listed separately. The average salaries listed under local labour are representative o respondents based in their country o origin. Salaries
listed under imported labour are representative o those who are working in that country but originate rom another.
Note: Base salary only in USD equivalent.
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SECTIONONE:SALARYINFORMATION
SECTIONTWO:INDUSTRY
BENEFITS
SECTIONTHREE:INDUSTRYEMPLOYM
ENT
SECTION
FOUR:ECONOMICOUTLOOK
SALARY INFORMATIONSalaries
SALARIES BY DISCIPLINE
This table combines both imported and local salaries and is split by the principal disciplines within the resources and mining industry. Analysingthe igures by regions it is clear that Australasia is currently leading the way or most o these. North America is the next most expensive region,ollowed by Europe, Arica, Asia, and inally South America.
O some surprise were a number o low rates o pay in Europe, however, with most o the action (and these salaries) emanating rom EasternEurope, it is perhaps understandable. The act that most o the continent is in recession should also not be overlooked.
The disciplines demanding the highest rates o pay were General Management, Construction Management and Business Development. At the timeo writing each o these job groups were coming under some stress with the lack o orward investment, consequently we would expect theseigures to all urther rom their current levels.
At the other end o the spectrum Procurement/Supply Chain, Mine Operations and Mine Engineering/Surveying were at the bottom. The latter two
certainly account or a large proportion o entry level sta, which would naturally see their averages brought down. With the downturn in activity,demand or skills in supply chain and procurement has been particularly reduced.
2013 Resources & Mining Salary Guide | 7
ANNUAL SALARIES
BY DISCIPLINE TYPE (US$) Arica Asia Australasia Europe
Nort
America
Sout
AmericaProject Controls 68,857 89,500 157,520 139,857 135,469 86,962
Civil/Structural Design 91,800 N/A 137,118 N/A 106,105 111,000
HSEQ 75,879 76,758 137,128 87,905 102,556 64,907
General Management 139,267 136,526 179,822 156,242 146,615 156,875
Construction Management 163,750 N/A 167,972 N/A 119,400 128,667
Business Development & Strategy 114,473 120,102 165,372 141,806 109,250 82,343
Procurement/Supply Chain 59,161 78,626 108,033 100,250 87,319 72,077
Geology 83,982 79,865 128,857 N/A 90,032 87,986
Mechanical/Electrical Design 84,333 N/A 144,846 N/A 101,821 58,500
Mine Operations 74,082 78,550 126,754 72,867 95,654 66,412
Maintenance 108,125 115,273 133,335 82,667 111,856 81,214
Mine Engineering/Surveying 76,980 61,980 143,070 77,845 92,528 70,831
DAY RATES OR CONTRACTORS BY REGION
Day rates are much more relective o how industries are aringand tend to be more in tune with short term changes in industrydemand, whether this is seasonal or geographical. For this reasonit is oten necessary to analyse such trends on a regional basis toiron out speciic inluences that are particular to local events orprojects. Our igures in the ollowing table represent the day rateso those respondents working on contract by continent.
With the market alling in the second hal o the year, these rateswould have already been in decline when they were taken and weestimate that they had already come down 15 per cent rom peak.
We see that there is urther erosion to come as we move into 2013,although most o the all has already occurred.
Australasian salaries and day rates in particular were experiencingextreme pressure towards the latter part o the year and over the inal quarter many were in ree all. This said by the time we took our data theystill remained the highest on average worldwide. The region was also the only one globally to be hiring contractors at a cheaper rate than what ispaid to local contractors.
Whilst Asia, Arica and to some extent South America, still lag behind their counterparts in the value o contractor rates (at least locally) it is inthese ormative labour markets that the use o contractors are growing most rapidly. As the rights o permanent sta increase in these regionsand the hire and ire regimes o the past decline, so does the need to employ some lexibility in the workorce increases, and this is driving theuse o contractors.
CONTRACTOR DAY RATESBY REGION (US$) Local Imported
Arica 260 530
Asia 240 660
Australasia 710 700
Europe 450 630
North America 420 580
South America 350 630
NotesContractor rates are listed as US dollar equivalent day rates as listed by respondents.
HSEQ - Health, Saety, Environment, Quality
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SECTIO
NTWO:INDUSTRYBENEfITS
Bonuses now representthe dominantmechanism by whichcompanies attract andretain their talent.
SECTION TWOINDUSTRY BENEITSO those that receive a bonus, it is on average worth 18.6 per cent
o their total package
8 | 2013 Resources & Mining Salary Guide
TOP BENEITS
Value o the benet as a
percentage o the overall
remuneration pool.
2013
Bonuses 6.12%
Health Plan 2.44%
Pensions 2.20%
Overtime 1.35%
Housing 2.28%
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2013 Resources & Mining Salary Guide | 9
SECTIONTHREE:INDUSTRYEMPLOYM
ENT
SECTION
FOUR:ECONOMICOUTLOOK
SECTIONONE:SALARYINfORMATION
SECTIONTWO:INDUSTRY
BENEfITS
INDUSTRY BENEFITSOverview o industry benets
BENEITS
Perhaps unsurprisingly, bonuses represent the most prevalent beneit
provided to sta in the industry, with just ewer than 33 per cent orespondents stating that they receive one. Despite being a slow adopter,the use o bonuses is now very much a part o the remuneration strategyin the resources industry. Indeed most employers will seek to pay basesalaries in line with market orces, and then tailor the bonuses to alignthe candidate and companys interests. In this way they improve hiringresults and retention rates.
O those that receive a bonus, it is on average worth 18.6 per cent o theirtotal package. Combining the percentage o respondents receiving thebeneit with the value it is worth to them, gives us the value o thatbeneit in relation to the overall remuneration pool. For bonuses, thisigure is 6.12 per cent.
The second largest beneit in this regard is health plans at 2.44 per cent,and then pensions are third at 2.20 per cent.
Clearly the management and structuring o pensions varies hugely as youmove around the world between various jurisdictions. With our igureswe have sought to capture only the amounts paid to individuals by theiremployers, omitting any contributions made by the individual. Howeverwe do note that almost 40 per cent o pensions were supplementary.
18.6%
7.8%
7.8%
14.3%
9.4%
9.1%
12.9%
9.9%
10.4%
10.0%
8.4%
13.5%
9.9%
8.0%
11.4%
32.9%
8.0%
16.3%
9.5%
2.1%
24.0%
4.5%
3.9%
2.6%
7.5%
29.2%
2.7%
10.5%
9.8%
15.5%
11.2%
18.4%
Bonuses
Meal allowance
Car/Transport/
Petrol
Overtime
Commission
Pension
hardsipallowance
Scooling
hazardous
danger pay
Sare sceme
healt Plan
Tax Assistance
home leaveallowance/igts
Training
Accident/Lie
Insurance orequivalent
housing
No Benefts
Percentage
tat receivete beneft
Average
percentage o teirtotal package
OVERVIEW O INDUSTRY BENEITS
WhAT TYPE O PENSION ARE YOU ON?
60.5%Company paid
39.5%Supplementary
8.0%
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SECTIO
NTHREE:INDUSTRYEMPLOYMENT
SECTION ThREEINDUSTRYEMPLOYMENTCondence remains high with over 50 per cent
o employers expecting salaries to rise in the next year.
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2013 Resources & Mining Salary Guide | 11
SECTIONTWO:INDUSTRY
BENEFITS
SECTION
FOUR:ECONOMICOUTLOOK
INDUSTRY EMPLOYMENTStafng levels
SECTIONTHREE:INDUSTRYEMPLOYM
ENT
SECTIONONE:SALARYINfORMATION
Despite the tough trading conditions o the latter hal o the year, 56 percent o employers in the industry still remain bullish about the outlook andbelieve that staing levels will increase in the next 12 months. This is urther
boosted by over 17 per cent o them believing that levels will increase by 10per cent or more, and only 13 per cent seeing any level o decline.
In comparison to recent years, this level o conidence has clearly taken adownturn; however it is still a positive response and one that wouldcompare avourably with most other industries at this time. Regionallythere were o course marked dierences with Arica and South Americahaving the most positive outlook.
TEMPORARY VS CONTRACT
O our sample we had just over 22 per cent o respondents working oncontract, either directly or through a recruitment consultancy such asHays. This, we believe, is a air relection o the level o contractinghappening in the wider industry; however, with the recent realignment inrevenue we expect this level to decline marginally in the irst hal o 2013,beore starting to recover and once again climb towards the end o the
second quarter 2013.There was a slightly larger pool o respondents that believe the year willsee an increase in contracting levels than a decline and this is consistentwith our belie that this sector will rebound all be in the latter part o 2013.
Perhaps more signiicantly, over 23 per cent o those employers thatresponded stated that they did not use contractors whatsoever. It will beinteresting to see how this igure changes in subsequent years.
USE O EXPATS
The use o expats appears to be relatively lat at around 5 per cent o theworkorce. Typically these are senior roles with incumbents movedbetween countries by their existing employers. It is becoming increasinglyrare to see new sta recruited and employed on an expat package, unlessthe mine is in a particularly adverse environment. Indeed almost 50 percent o employers do not employ any sta on expat packages.
Interestingly there were twice as many respondents that believe the levelo expats in the industry will increase, and this perhaps relects theshiting ocus to developing countries in such locations as Arica.
CONIDENCE ThAT STAING LEVELS
WILL ChANGE IN ThE NEXT 12 MONThS
PERCENTAGE O STA EMPLOYED
ON A TEMPORARY OR CONTRACT ASSIGNMENT
PERCENTAGE O WORKORCE
EMPLOYED AS AN EXPAT
EXPECTATION ThAT CONTRACTOR
LEVELS WILL ChANGE IN ThE NEXT 12 MONThS
EXPECTATION ThAT EXPAT
LEVELS WILL ChANGE IN ThE NEXT 12 MONThS
27.2%Increase
20.7%Increase
50.8%Remain the same
68.7%Remain the same
22.0%Decrease
10.6%Decrease
Remain static
None
None
31.8%
23.1%
49.8%
Increase between 5-10%
Between 5-20%
Between 5-10%
16.0%
20.4%
13.6%
Decrease11.9%
Increase up to 5%
Up to 5%
Up to 5%
23.3%
24.3%
25.2%
Increase more than 10%
More than 20%
More than 10%
17.0%
32.2%
11.4%
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12 | 2013 Resources & Mining Salary Guide
INDUSTRY EMPLOYMENTDiversity & movement o workorce
GENDER DIVERSITY
At just over 13 per cent o the total workorce being emale, this is a low
to moderate level o representation in comparison to other industries.With skill shortages remaining prevalent despite the downturn, thiswould appear an opportunity missed by most employers. That said, theissue is not easily resolved with a range o actors contributing to lowparticipation rates. From our own studies we know that there are lowlevels o emale uptake in engineering or mining related courses, this isthen exacerbated by an adverse perception o the industry by womenseeking long term careers.
There appears no shortage o motivation to increase the level o emalesin the industry, so we look orward to tracking these numbers in uture.
DEMOGRAPhICS
When considering the age demographic in the industry, there appears
to be more than enough representation in the entry level ranks toreplenish those retiring. Indeed when comparing the numbers under 30to those over 55 the ratio is 1.35 (replacement ratio).
When breaking this down by region Arica has the highest ratio in thisregard at 2.49 and Asia is second at just over 2.03. The lowest ratio is tobe ound in North America, which is widely perceived as a region withan ageing population problem across multiple engineering industries.This said, we ound a replacement ratio in the region o 1.06 which is stilla positive result and does not cause too much concern.
13.0%
9.0%
13.7%
11.3%
14.7%
10.6%
87.0%4.7%
11.6%
91.0%
15.2%
8.3%
86.3%
15.7%
4.8%
88.7%
12.9%
1.6%
85.3%
13.0%
89.4%
12.3%
Arica
24 and under
50-54
Asia
25-29
55-59
Australasia
30-34
60-64
Europe
35-39
65 and over
Nort America
40-44
Sout America
45-49
Male emale
REGIONAL GENDER DIERENCES AGE DEMOGRAPhICS
DIVERSITY O STA
86.8%Male
13.2%Female
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2013 Resources & Mining Salary Guide | 13
SECTIONTWO:INDUSTRY
BENEFITS
SECTION
FOUR:ECONOMICOUTLOOK
INDUSTRY EMPLOYMENTDiversity & movement o workorce
SECTIONTHREE:INDUSTRYEMPLOYM
ENT
SECTIONONE:SALARYINfORMATION
MOVEMENT O WORKORCE
With 23.15 per cent o the workorce working outside o their country o
origin this is a sizeable proportion o the market place. Comparativelythis level o migration would be signiicantly above most industriesdomestically, however it is someway behind those in oil and gas whichtypically runs at approaching 50 per cent.
Regionally North America has lowest level o inward migration at just 12per cent. Canada accounts or a large amount o this market and hasenjoyed a buoyant market or some time. It has also had the acility toutilise top up labour rom south o the border when its own extensiveresources get stretched.
The Australian market has no such pressure release valve close to handand has to import rom multiple geographies all around the world.Traditionally this has meant North America and the UK, althoughincreasingly Asia is supplying these skills. In terms o which region isimporting the most skills again it is Asia with over 45 per cent o thoseworking in Asia working outside o their country o origin.
In terms o which region is the largest exporter o skills to oreigncountries, Europe outstrips the rest by some way, and has a hugepopulation o over 63 per cent working in overseas markets. Part o thishigh igure can be attributed to the reedom o movement within theEuropean Union, however the UK continues to be one o the worldslargest exporters o sta overseas particularly to the Arican and Asianmarkets, and we ound almost 77 per cent o UK nationals working abroad.
36.5%
30.7%
63.5%
69.3%
45.5% 54.5%
38.2% 61.8%
30.8% 69.2%
22.0% 78.0%
33.5% 66.5%
64.3% 35.7%
12.0% 88.0%
14.5% 85.5%
26.1% 73.9%
22.4% 77.6%
Arica
Aricans
Asia
Asians
Australasia
Australasians
Europe
Europeans
Nort America
Nort Americans
Sout America
Sout Americans
Imported labour
Working overseas
Local labour
Working in ome country
IMPORTED WORKORCE VERSUS LOCAL WORKORCE BY REGION
WORKING OVERSEAS VERSUS WORKING IN hOME COUNTRY BY REGIONAL NATIONALITY
MOVEMENT O ThE WORKORCE
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2013 Resources & Mining Salary Guide | 15
SECTIONTWO:INDUSTRY
BENEFITS
SECTION
FOUR:ECONOMICOUTLOOK
INDUSTRY EMPLOYMENTExperience and tenure
SECTIONTHREE:INDUSTRYEMPLOYM
ENT
SECTIONONE:SALARYINfORMATION
WhEN CONSIDERING A NEW ROLE WhAT IS MOST IMPORTANT TO YOU?
24.5%Salary
10.5%Location
16.9%Career opportunities
8.1%Workplace culture/environment
2.5%Potential bonuses
15.4%Work/lie balance
3.7%Opportunity or travel
5.7%Training& development
12.7%Job security
SOURCE O NEW EMPLOYMENT
Newspaper Company website Online job board Word o mouth
Head hunter Agency Internal move Other
4% 12%
28%
16%12% 9% 9%
10%
SEEKING WORK
It is perhaps ironic that in an age where our lives are controlled by what is online that word o mouth remains the largest method or candidates seeking a
new role. This, however, is consistent with most industries, and the use o third parties is still viewed by many as a back up. As expected, the use o printmedia continues to wane as an eective channel, and the advent o social media is sure to erode this urther.
MOTIVATIONS TO SEEK A NEW ROLE
As we would expect, salary remains the number one motivation or thoseseeking a new role. However it is not quite as dominant as some mightexpect with only 24.5 per cent claiming it as the number one actor toconsider when changing jobs. Second on the list were career opportunitieswith 16.9 per cent and then work/lie balance at 15.4 per cent.
The industry is oten perceived as being one that doesnt allow or agood work/lie balance hence we suspect the high score or this element.Whether job seekers are being successul in inding what they seek in anew role (i.e. better work/lie balance) remains to be seen. From arecruiters perspective it is worth taking note.
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16 | 2013 Resources & Mining Salary Guide
INDUSTRY EMPLOYMENTEmployment mix
EMPLOYMENT MIX
The results in this table clearly show that not all companies employ their
sta in the same way, with contractors, EPCMs and consultancies; allemploying a large part o their workorce on contract. Many o these areworking on projects so this is perhaps understandable.
Interestingly the junior explorers also built in a proportion o theirworkorce on temporary contracts; however this seems to reducesigniicantly as you progress through to the mining houses.
EMPLOYMENT MIX BY COMPANY TYPE
Junior Explorers
Equipment Manuacturer
& Supplier
Owner Operators
Mining houses
Mining Services
EPCM
Contractor
Consultancy
77.8%
93.1%
93.0%
90.7%
83.9%
72.6%
67.6%
69.1%
22.2%
6.9%
7.0%
9.3%
16.1%
27.4%
32.4%
30.9%
Permanent Contract
hOW MUCh ANNUAL LEAVE ARE YOU PROVIDED?
6 weeks5.4%
4 weeks42.8%
7 weeks plus4.4%
2 weeks11.9%
5 weeks12.3%
3 weeks20.1%
1 week3.1%
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Skill shortages are now by ar the majorconcern or employers in the industry.
2013 Resources & Mining Salary Guide | 17
EMPLOYERS CONIDENCE IN ThE CURRENT EMPLOYMENT MARKET
15.7%Extremely positive
42.5%Postive
29.9%Neutral
11.9%Negative
text TBA
2013
SECTIO
NFOUR:ECONOMICOUTLOO
K
SECTION OURECONOMIC OUTLOOKCondence in the market rebounds strongly despite difcult year
2013 Resources & Mining Salary Guide | 17
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18 | 2013 Resources & Mining Salary Guide
ECONOMIC OUTLOOKIndustry outlook
EMPLOYERS CONIDENCE IN ThE EMPLOYMENT
MARKET
With over 58 per cent o the respondents positive or extremely positiveabout the employment market in the year, these igures appear to deysome o the commentary coming out o the press regarding the state othe industry.
Breaking this level o conidence down by region, we ind consistencyacross most continents with Arica and Asia at the top with 66 per centand 68 per cent respectively o the sample being positive or very positiveon the employment market in the next twelve months. Australasia wasthe only odd one out with only 50 per cent o those in the marketpositive or very positive on the employment market.
We also asked employers where they thought their companys key ocuswould be in the coming year, outside o their own region. This showsSouth America is the clear winner in this regard, ollowed by Asia andArica. All three represent cheaper investment opportunities or newmines, with South America, particularly Chile having an advantage obeing both politically stable and without social conlict.
EMPLOYERS CONIDENCE IN ThE CURRENT EMPLOYMENT MARKET
15.7%Extremely positive
42.5%Positive
29.9%Neutral
11.9%Negative
EMPLOYERS GEOGRAPhICAL OCUS OVER ThE NEXT 12 MONThS OUTSIDE ThEIR OWN REGIONAL AREA
Arica Asia Europe
Australasia North America South America
20% 10%
10% 8% 33%
19%
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2013 Resources & Mining Salary Guide | 19
SECTIONTWO:INDUSTRY
BENEFITS
SECTIONTHREE:INDUSTRYEMPLOYM
ENT
ECONOMIC OUTLOOKMost signicant issues
SECTION
FOUR:ECONOMICOUTLOOK
SECTIONONE:SALARYINfORMATION
EMPLOYERS CONCERNS IN ThE INDUSTRY
Clearly the recent downturn has shited peoples ocus to the economyand the damage that this can do in terms o employment in a market that
is prone to boom and bust. Whilst capital expenditure projects are noteasily turned o overnight, it is apparent that many o those in thepipeline are not tenable at this level o the market and modern inanciersare quite prepared to shut down operations and wait until such time.
Analysing the igures by region, it is the Australasian continent that isconcerned most by the economy. This is not surprising considering thecost base in Australia is already signiicantly above other regions whichimmediately places new projects under stress when revenues all.
In terms o skill shortages, the North American market is a stand out withover 35 per cent o respondents seeing this as the major concern.Certainly the economy in North America is a current positive and theindustry has perhaps not reached some o the extremes seen in Australiaover the last year so the alignment is not as great. It is not that NorthAmericans arent concerned about the economy, only that skill shortagesremain an issue more there, than anywhere else.
South America was a stand out in terms o the level o concernsurrounding the environment, and with a signiicant portion o the
geographic region still untouched wilderness this is understandable. Asiawas the region that had most concern or saety, and its thereore nocoincidence that they have the worst track record in this regard.
Europe or their part was the region that had most concern onimmigration and overseas visa programs, and not to be let out Arica,was the continent that is most troubled by security issues caused bysocial unrest.
EMPLOYERS CONCERNS IN ThE CURRENT EMPLOYMENT MARKET
EMPLOYERS CONCERNS IN ThE INDUSTRY
Sout America
Nort America
Europe
Australasia
Asia
Arica 25.5% 39.9%
5.4%5.4%4.2%
12.9% 6.6%
18.0% 43.7% 17.4% 6.0%4.2%
6.6%4.2%
21.3% 64.3%
23.6% 46.3% 11.4% 6.5% 5.7%
4.1%
4.4%
2.4%
35.6% 41.7% 12.6%
3.6%
17.0% 37.8% 29.5% 7.1%4.5%
Skills
sortages
Economic
instability
Environmental
Concerns
Saety
regulations
Immigration/
overseas visa
program
Security/Saety
caused by
social unrest
Oter
26.2%Skills shortages
1.8%Immigration/overseas
visa program
50.1%Economic instability
3.9%Security/saety caused
by social unrest
10.5%Environmental
concerns
4.2%Other
3.2%Saety regulations
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20 | 2013 Resources & Mining Salary Guide
PEOPLE PLACED INTO
TEMPORARY ASSIGNMENTS
LAST YEAR
PERMANENT CANDIDATES
PLACED LAST YEAR
CONSULTANTS
WORLDWIDE
OICES WORLDWIDE
COUNTRIES WORLDWIDE
182,000
55,0007,800
24533
We are leading global experts in qualiied, proessional and skilled recruitment. Last year ourexperts placed around 55,000 candidates into permanent jobs and around 182,000 people intotemporary assignments.
We employ 5,500 consultants operating rom 245 oices in 33 countries across 20 specialisms.We have market-leading positions in the UK, Asia Paciic, Continental Europe and Latin America.
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ays.com
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2013 Resources & Mining Salary Guide | 21
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