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SELECTIVEINVESTMENTINSIGHTSTO INFORMThe 2013 Hays Salary Guide: Salary & Recruiting Trends
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STABILITYRETURNS
While it is clear that there is now sustained demand, much o it
in the more traditional disciplines such as Accountancy &Finance, IT and Sales & Marketing – it’s not in every unction, in
every region. Our clients are making strategic hires into roles that
will oer long term beneits or the organisation – be they
permanent or short term.
The qualities o the most valued candidates are consistent
though, with capability, culture it and speciic relevance to the
job at the top o many shortlists. The keys to attracting those
high potential candidates still lies with inding them, engaging
with them and making sure that they see the right opportunities
at the right time.
Nick DeligiannisManaging Director, Hays Australia & New Zealand
THANK YOU
Hays would like to express our gratitude to all those organisations thatparticipated in our online survey and provided such invaluable eedback, whichwe eel has contributed to making this the most accurate and up to date surveyo its kind in Australia and New Zealand. A list o all contributors who kindly gavetheir permission to be named as participants can be ound on our website.
This Guide is reproduced in ull in PDF ormat and can be requested rom ourwebsite – hays.com.au and hays.net.nz
FEEDBACK
We welcome any eedback or comments regarding this guide whether positive ornegative to ensure that it continues to be relevant to Australian and New Zealandorganisations across all industries. Please address any suggestions to your localHays oice or to: Hays, Level 11, Chiley Tower, 2 Chiley Square, Sydney NSW2000. E: [email protected]
DISCLAIMER
The Hays Salary Guide is representative o a value added service to our clients,prospective clients and candidates. Whilst every care is taken in the collectionand compilation o data, the guide 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 prior permission rom Hays.
2013 Hays Salary Guide | 3
As the dust starts to settle on the shiting picture or WA and
QLD, orecasts point towards a more stable economic climate
with increased confidence; 68% o respondents say they envisage
business activity increasing in the coming months and record low
interest rates will only support that.
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4 | 2013 Hays Salary Guide M A R K E T O
V E R V I E W & T R E N D S
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2013 Hays Salary Guide | 5
Employers are cautiously optimistic about the year
ahead. Last year, only 27% saw the outlook or the
economy as strengthening. In comparison, this
year 40% say they see a more positive outlook on
the horizon.
When asked about the 12 months ahead, an encouraging
68% o employers expected their levels o business activityto increase. And 55% had already seen an increase inbusiness activity over the 12 months prior to the survey.
O the total employer group, 8% had no plans to increasesalaries in the 12 months ater the survey and 11% hadnot awarded any increases in the preceding 12 months.Continuing to look at theses two time periods, 57% oemployers plan salary increases o less than 3% (49% hadawarded such increases in 2012); 32% increases o 3% to6% (33% in 2012) and 2% increases o 6% to 10% (5% in2012). Only 1% o employers planned salary increases omore than 10% compared to 2% in 2012.
When asked about permanent headcount over the next
12 months, 37% o those surveyed expected headcount toincrease, 51% or staf levels to stay the same and 12% ornumbers to decrease. Reflecting on the past 12 months,35% o employers had increased permanent headcount,42% kept it on hold and 23% decreased numbers.
O those employers planning to hire, 83% say the roleswill be ull-time (down rom 85% in 2012), 20% plan morepart-time staf (18% in 2012), 14% more casual staf (15%in 2012) and 17% will increase their use o temporary/contracting staf (unchanged).
By sector, permanent headcount is expected to grow mostwithin Engineering and Project Management with 60%and 49% respectively o employers predicting growth in
these areas. Hiring intentions in Accountancy & Finance areconsistent with the prior year at 26% planning to increasehiring. A large 80% o employers plan to keep Marketingheadcount unchanged but o those employers surveyednone were planning to decrease headcount.
Sales proessionals are in demand but mostly or “hunter”roles that will increase the revenues o the organisationwhile demand or Account Management talent hasdeclined. Resources & Mining employers remain ocusedon retention, a continuing trend rom 2012.
The largest area o skills shortage appears to be juniorto mid management talent in both Operations andAccountancy & Finance. The next highest areas o skillsshortage were or Junior to Mid Management talent orEngineering, Technical roles, Sales & Marketing and IT roles.
As an indicator o the need to increase flexibility in theworkorce we’ve seen a 25% increase in the number orespondents expecting to utilize temporary and contractstaf on an ongoing basis. In terms o skills shortages, morethan 63% o those surveyed said that the efectivenesso their operations would be impacted by not finding theright skills or their business. Interestingly, career path anddevelopment was identified as being critical to attractingthe best candidates by 41% o respondents, yet in contrastonly 10% say their organization is perceived as oferingthose opportunities by the market. Similarly, in orderto cope with skills shortages, 61% o employers wouldconsider sponsoring candidates rom overseas comparedto 59% in 2012.
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6 | 2013 Hays Salary Guide
SALARY INCREASES
M A R K E T O
V E R V I E W & T R E N D S : S
A L A R Y P O L I C Y
1. Average % increases rom last reviews: across all countries
For specific industries:
11%Nil
49%Less than 3%
33%From 3% to 6%
5%From 6% to 10%
2%More than 10%
Advertising & Media
Construction, Property & Engineering
Financial Services
Hospitality, Travel & Entertainment
IT & Telecommunications
Manuacturing
Mining & Resources
Proessional Services
Public Sector
Retail
Transport & Distribution
Other
18
20
7
10
11
9
17
7
7
8
7
9
46
45
53
62
51
54
29
48
55
57
54
48
32
26
35
23
28
31
45
34
36
33
38
37
7
3
5
7
3
6
9
1
4
4
2
2
3
3
3
2
11
2
1
2
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2013 Hays Salary Guide | 7
SALARY INCREASES
2. When you next review, by what percentage do you intend to increase salaries? across all countries
For specific industries:
8%Nil
57%Less than 3%
32%From 3% to 6%
2%From 6% to 10%
1%More than 10%
Advertising & Media
Construction, Property & Engineering
Financial Services
Hospitality, Travel & Entertainment
IT & Telecommunications
Manuacturing
Mining & Resources
Proessional Services
Public Sector
Retail
Transport & Distribution
Other
21
16
5
5
8
9
10
4
3
2
14
5
39
52
58
72
46
59
41
56
65
67
60
59
32
25
35
23
36
30
43
37
31
29
25
33
4
6
1
7
2
5
2
1
1
4
1
1
3
1
1
2
1
2
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8 | 2013 Hays Salary Guide M A R K E T O
V E R V I E W & T R E N D S : S
A L A R Y P O L I C Y
3. Does your company ofer flexible salary packaging?
O those who answered yes, the ollowing benefits were indicated as being commonly ofered to...
BENEFITS
All employees More than 50% Less than 50% Few employees
Car 13% 8% 29% 51%
Bonuses 25% 16% 22% 37%
Private health insurance 32% 5% 8% 55%
Parking 33% 14% 18% 36%
Salary sacrifice 54% 7% 14% 26%
Above mandatory superannuation 34% 6% 12% 48%
Private expenses 14% 5% 12% 70%
76%YES
24%NO
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2013 Hays Salary Guide | 9
4. Over the last 12 months, have permanent staf levels in your department... across all departments
STAFFING
M A R K E T O
V E R V I E W &
T R E N D S : R
E C R U I T M E N T T R E N D S
23%Decreased
42%Remained the same
35%Increased
For specific departments:
Accountancy & Finance
Engineering
Human Resources
Inormation Technology
Marketing
Operations
Project Management
Purchasing
Sales
Other
19
16
21
21
30
25
27
21
26
31
53
44
45
54
60
34
24
29
48
31
28
40
34
25
10
41
49
50
26
38
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10 | 2013 Hays Salary Guide
STAFFING
M A R K E T O
V E R V I E W & T R E N D S : R
E C R U I T M E N T T R E N D S
5. Over the coming year, do you expect permanent staf levels to... across all departments
12%Decrease
51%Remain the same
37%Increase
For specific departments:
Accountancy & Finance
Engineering
Human Resources
Inormation Technology
Marketing
Operations
Project Management
Purchasing
Sales
Other
9
4
14
11
14
16
28
9
9
65
36
51
57
80
38
35
36
61
48
26
60
35
32
20
48
49
36
30
43
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2013 Hays Salary Guide | 11
6. I you expect stang levels to increase, please speciy how:
STAFFING
Note: Multiple choices permitted.
Full time/
permanent staf
83%
Employment o
part-time staf
20%
Employment
o casual staf(on your payroll)
14%
Temporary/
contractors(through an employment
consultancy)
17%
Job sharing
3%
Mixture, other(inc. overseas recruitment,
acquisitions)
3%
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12 | 2013 Hays Salary Guide M A R K E T O
V E R V I E W & T R E N D S : R
E C R U I T M E N T T R E N D S
STAFFING
7. How oten do you employ temporary/contract staf? across all departments
19%Regular ongoing
basis
43%Special projects/
workloads
38%Exceptional
circumstances/never
For specific departments:
Accountancy & Finance
Engineering
Human Resources
Inormation Technology
Marketing
Operations
Project Management
Purchasing
Sales
Other
13
20
18
25
10
23
27
43
26
16
39
48
45
57
70
42
54
21
30
42
48
32
37
18
20
35
19
36
44
42
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2013 Hays Salary Guide | 13
STAFFING
8. In the next 12 months, do you expect your use o temporary/contract staf to... across all departments
14%Decrease
71%Remain the same
15%Increase
For specific departments:
Accountancy & Finance
Engineering
Human Resources
Inormation Technology
Marketing
Operations
Project Management
Purchasing
Sales
Other
12
8
15
18
30
15
13
14
9
12
77
84
71
57
70
67
65
57
56
72
11
8
14
25
18
22
29
35
16
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14 | 2013 Hays Salary Guide M A R K E T O
V E R V I E W & T R E N D S : R
E C R U I T M E N T T R E N D S
SKILL SHORTAGES
9a. Do you think that skill shortages are likely to impact the efective operation o your business/department?
37%No
45%Yes - in a minor way
18%Yes - signicantly
9b. In skill-short areas, would you consider employing or sponsoring a qualified overseas candidate?
10. For which areas have you recently ound it dicult to recruit?
61%YES
39%NO
Junior to midmanagement
Seniormanagement
Junior to midmanagement
Seniormanagement
Accountancy & Finance 19% 8% Operations 19% 11%
Distribution 3% 1% Purchasing 2% 1%
Engineering 15% 13% Sales & Marketing 14% 8%Human Resources 5% 2% Technical 15% 7%
IT 12% 3% Other 15% 6%
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2013 Hays Salary Guide | 15
WORK PRACTICES
11. Does your workplace allow or flexible work practices?
83%YES
17%NO
12. I yes, which practices do you currently ofer?*
Flexible leave options
Career breaks Phased retirement
Part time
employment
80%
Flexible working
hours
76%
Flex-place
54%
Job sharing
29%
35%
17% 14%
13. Has overtime/extra hours in your organisation over the last 12 months...
I increased, by how much?
Per week Month end Year end
5 hours or less 37% 15% 9%5 - 10 hours 35% 26% 15%
More than 10 hours 10% 22% 34%
11%Decreased
63%Remained the same
26%Increased
*Multiple choices permitted.
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16 | 2013 Hays Salary Guide
14. For non-award staf in your organisation, is overtime/extra hours worked...
15. Is it your policy to counter-ofer staf when they resign?
O those you counter-ofered, on average, did they....
M A R K E T O
V E R V I E W & T R E N D S : R
E C R U I T M E N T T R E N D S
& E M P L O Y E R B R A N D I
N G
WORK PRACTICES
38%Paid
62%Unpaid
61%No
38%Sometimes
1%Yes
16. Over the last 12 months has your staf turnover rate:
22%Decreased
52%Remained the same
26%Increased
3% 22%
42%33%
$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
Stay less than
3 months
Stay
3 - 12 months
Stay longer than
12 months
Leave anyway
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2013 Hays Salary Guide | 17
EMPLOYER BRANDING
17. How important do you think the ollowing actors are or an employer brand and how well do you thinkyour organisation is perceived on the same criteria?
Level o importance
Organisational perception
Career path/training & development
An individual’s ‘fit’ with the company’s vision, culture and values
Direct/indirect experience o the company
Salary and benefits
Work/lie balance
2
2
2
1
2
3
3
9
4
4
14
14
29
20
18
40
38
41
52
45
5
2
2
2
3
16
12
8
12
11
35
30
33
41
34
34
36
45
38
37
41
43
19
23
31
10
20
12
7
15
Poor
No impact
Okay
Minor impact
Good
Some impact
Very Good
Significant impact
Excellent
Major impact
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18 | 2013 Hays Salary Guide
ECONOMIC OUTLOOK
M A R K E T O
V E R V I E W & T R E N D S : E
C O N O M I C O U T L O O K
18. In the past 12 months, has business activity...
21%Decreased
24%Remained the same
55%Increased
19. In the next 12 months, do you envisage business activity: across all industries
7%Decreasing
25%Remaining the same
68%Increasing
For specific industries:
Advertising & Media
Construction, Property & Engineering
Financial Services
Hospitality, Travel & Entertainment
IT & Telecommunications
Manuacturing
Mining & Resources
Proessional Services
Public Sector
Retail
Transport & Distribution
Other
15
13
2
4
8
7
4
7
5
13
5
25
24
25
19
8
32
23
26
26
22
24
26
60
63
73
81
88
60
70
70
67
73
63
69
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2013 Hays Salary Guide | 19
ECONOMIC OUTLOOK
20. What are the key actors driving your business activity?
Current economic conditions
Projects driven by government
Capex investments
Consumer/business confidence
Currency/orex rates
Interest rates 46
50
15
39
30
5
46
37
42
37
36
36
8
13
43
24
34
59
None Some Significant
21. Do you see the general outlook or the economy in the orthcoming 6-12* months as...
$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
10%Weakening
50%Static
40%Strengthening
*This data was collected during March 2013.
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SKILLSSHORTAGES
STILL POWERINGSALARY MOVES
20 | 2013 Hays Salary Guide S A L A R Y I N
F O R M A T I O N : S A L A R I E
S & S E C T O R O V E R V I E W
S
Using our salary tables
Salaries are in ‘000. The bold number represents the typical salary. The
number(s) underneath represent the salary range. Reer to the notes
section under the salary table to determine i superannuation or other
beneits are included. All salaries are represented in local currencies.
Head o HR
Sydney300 Typical salary
220 - 400 Salary range
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136 | 2013 Hays Salary Guide S A L A R Y I N
F O R M A T I O N : E N E R G Y
ENERGY
AUSTRALIA
The energy sector has remained largely
buoyant over the course of the last twelvemonths. Conditions vary from one state orterritory to another yet there are severalcommon threads that run across each region.
Transmission and distribution remain strongas ageing networks and growingpopulations have seen candidate demandincrease and salaries follow suit. Criticalareas of candidate shortage includetransmission line and substation designroles, Level 3 Design Engineers, LineWorkers and Project Management. We haveassisted several clients to successfully searchfor quality candidates outside of Australia inboth Europe and the United Kingdom.
Within the power generation sector localfactors such as privatisation of assets, andlocal government cutbacks have keptsalaries fairly stable. The exception wouldbe in resource-rich Western Australiawhere salaries have increased marginally.
Hiring and salaries in the renewable energysector have remained somewhat static.Despite public backing, the mandatory RETand the introduction of the carbon tax,access to funding is still challenging andthis in turn has kept the sector from gainingany meaningful traction. We do anticipate apositive change in this area of the energymarket, with major solar schemes plannedfor NSW and other renewable projects areplanned or underway in Victoria and South
Australia. This increased activity will drivehiring demand. The talent pool ofexperienced candidates with renewableenergy experience is limited and weanticipate as hiring in this sector heats up,salaries will increase for a number of roles.
The longer-term outlook for candidate andsalary demand in the energy sector is verypositive. A lack of human resources andincreasing project loads, combined with theneed for the maintenance and developmentof our energy networks will see salariesincrease, particularly in those areas wherethe talent pool is already very shallow.
NEW ZEALAND
More skilled trades people and Engineers are
needed to maintain New Zealand’s electricitynetwork which is more than 50 years old.Also, New Zealand’s population in urbanareas is growing thus creating a need forwhole segments of the electricity network tobe rebuilt. Demand for skilled talent inChristchurch is also likely to continue.
Power generation hiring is quieter thanin previous years but demand forEngineers in the hydro and geothermalareas remains high.
Demand for Distribution Line Mechanics isalso strong driven by network projects andessential works as well as to back fill rolesvacated by Line Mechanics relocating toAustralia for higher wages. There is also acritical shortage of Cable Jointers and HVTechnicians - the highest paid roles of allthe trades in the transmission anddistribution sector – and employers arelooking to hire electricians to train to workin the high demand areas of this veryrobust part of the industry.
Leading employers continue to consideroverseas candidates with provenexperience, particularly those withoverseas qualifications recognised by theElectricity Workers Regulation Board.Employers are willing to sponsor thosecandidates that meet the criteria and paymore competitive salaries for top talent.
KEY TRENDTRANSMISSION & DISTRIBUTION
REMAIN STRONG AS AGEING
NETWORKS & GROWING
POPULATIONS HAVE SEENCANDIDATE DEMAND
INCREASE AND SALARIES
FOLLOW SUIT IN AUSTRALIA
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2013 Hays Salary Guide | 137
• All salaries shown exclude superannuation
• New Zealand salaries are represented in New Zealand dollars
* Design Engineer - Discipline (Mechanical/Process/Elec/I&C)
NOTES:
ENERGYDesign Engineering
TRANSMISSION & DISTRIBUTION/
GENERATION Design Engineer*
Senior Design
Engineer*
Principal Design
Engineer
Engineering
Manager Design Manager
NSW - Sydney 80 - 100 100 - 140 145 - 170 165 - 195 110 - 150
VIC - Melbourne 80 - 100 100 - 140 150 - 200 160 - 200 110 - 160
QLD - Brisbane 60 - 100 100 - 140 140 - 180 140 - 190 110 - 160
WA - Perth 90 - 120 130 - 165 160 - 220 160 - 210 150 - 190
SA - Adelaide 80 - 100 100 - 130 135 - 155 150 - 185 130 - 155
NT - Darwin 85 - 115 115 - 150 120 - 170 145 - 190 130 - 170
NZ - Auckland 70 - 90 90 - 110 110 - 130 130 - 150 130 - 150
Design Drafter
Senior Design
Drafter
Project Engineer
(EPCM)
Senior Project
Engineer (EPCM)
NSW - Sydney 50 - 80 70 - 100 80 - 115 130 - 170
VIC - Melbourne 50 - 80 70 - 90 90 - 130 140 - 190
QLD - Brisbane 50 - 70 70 - 100 75 - 120 120 - 170
WA - Perth 80 - 90 85 - 110 130 - 160 150 - 190
SA - Adelaide 55 - 75 75 - 95 80 - 115 125 - 160
NT - Darwin 65 - 85 80 - 110 115 - 140 125 - 170
NZ - Auckland 55 - 70 70 - 85 80 - 100 90 - 120
Power Systems
Engineer
Protection
Engineer
Transmission Line
Design Engineer Project Manager
NSW - Sydney 80 - 120 75 - 110 110 - 150 130 - 175
VIC - Melbourne 80 - 120 75 - 120 120 - 150 120 - 180
QLD - Brisbane 80 - 110 110 - 150 90 - 150 100 - 160
WA - Perth 100 - 145 110 - 160 125 - 160 145 - 190
SA - Adelaide 85 - 115 85 - 125 90 - 130 120 - 160
NT - Darwin 95 - 140 100 - 130 90 - 140 135 - 180
NZ - Auckland 90 - 120 90 - 120 90 - 120 110 - 130
RENEWABLE
Wind Farm
Engineer Solar Engineer
Geothermal
Engineer Technician
NSW - Sydney 95 - 135 80 - 125 80 - 110 65 - 80
VIC - Melbourne 95 - 120 95 - 105 80 - 110 70 - 95
QLD - Brisbane 95 - 125 75 - 115 90 - 135 65 - 95
WA - Perth 100 - 145 100 - 120 120 - 140 90 - 110
SA - Adelaide 100 - 130 100 - 120 90 - 120 70 - 90
NT - Darwin N/A 105 - 125 95 - 125 75 - 110
NZ - Auckland 80 - 110 90 - 120 90 - 115 70 - 90
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138 | 2013 Hays Salary Guide
NOTES:
• All salaries shown exclude superannuation
• New Zealand salaries are represented in New Zealand dollars
* Engineer (Mechanical/Electrical)
ENERGYOperations & Maintenance
OPERATIONS & MAINTENANCE
Control Room
Operator
Control Room
Manager
Maintenance
Superintendent
Maintenance
Planning/Scheduler
Asset Engineer
(3-7yrs)*
NSW - Sydney 75 - 100 85 - 120 85 - 100 80 - 105 85 - 110
VIC - Melbourne 80 - 95 95 - 120 85 - 100 80 - 105 85 - 120
QLD - Brisbane 75 - 95 85 - 125 110 - 140 100 - 120 80 - 115
WA - Perth 80 - 130 130 - 160 130 - 160 115 - 150 125 - 150
SA - Adelaide 80 - 110 95 - 125 95 - 125 95 - 130 95 - 120
NT - Darwin 85 - 95 95 - 125 105 - 140 100 - 130 90 - 130
NZ - Auckland 60 - 90 90 - 120 70 - 110 65 - 90 70 - 90
Leading Hand Electrician Mechanical Fitter
Instrumentation
Technician Line Worker
NSW - Sydney 65 - 80 65 - 75 65 - 75 65 - 85 70 - 100
VIC - Melbourne 70 - 90 60 - 80 60 - 80 70 - 90 80 - 115
QLD - Brisbane 65 - 110 60 - 85 60 - 85 65 - 80 75 - 90
WA - Perth 95 - 125 90 - 110 90 - 110 110 - 130 85 - 115
SA - Adelaide 75 - 100 80 - 100 70 - 90 75 - 100 70 - 100
NT - Darwin 90 - 125 85 - 110 85 - 110 90 - 120 80 - 120
NZ - Auckland 65 - 80 65 - 75 65 - 75 75 - 90 55 - 80
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2013 Hays Salary Guide | 139
• All salaries shown exclude superannuation
• New Zealand salaries are represented in New Zealand dollars
* Mechanical/Electrical/Instrumentation & Controls
NOTES:
ENERGYProject Development
PROJECT DELIVERY Project Manager Project Engineer* Construction Manager Site Superintendent
NSW - Sydney 140 - 175 80 - 120 140 - 175 110 - 140
VIC - Melbourne 120 - 180 80 - 110 130 - 150 100 - 120
QLD - Brisbane 120 - 170 90 - 125 140 - 170 95 - 130
WA - Perth 150 - 220 130 - 165 160 - 200 140 - 160
SA - Adelaide 125 - 160 85 - 125 130 - 160 110 - 135
NT - Darwin 120 - 160 110 - 140 120 - 160 95 - 140
NZ - Auckland 90 - 120 80 - 100 120 - 140 70 - 80
Site Engineer
Commissioning
Engineer
Commissioning
Manager
NSW - Sydney 65 - 95 110 - 135 135 - 175
VIC - Melbourne 80 - 120 120 - 140 150 - 180
QLD - Brisbane 75 - 110 115 - 160 130 - 170
WA - Perth 120 - 165 150 - 180 160 - 200
SA - Adelaide 75 - 100 120 - 150 150 - 180
NT - Darwin 80 - 120 100 - 150 140 - 170
NZ - Auckland 75 - 90 90 - 150 120 - 200
PROJECT SERVICES Estimator Senior Estimator Planner/Scheduler Planning Manager
NSW - Sydney 90 - 130 140 - 180 80 - 120 120 - 160
VIC - Melbourne 100 - 120 140 - 170 80 - 100 100 - 150
QLD - Brisbane 85 - 130 135 - 180 70 - 120 120 - 155
WA - Perth 110 - 150 150 - 180 150 - 180 160 - 200
SA - Adelaide 100 - 120 120 - 140 120 - 140 130 - 160
NT - Darwin 85 - 120 115 - 150 100 - 135 95 - 150
NZ - Auckland 65 - 90 90 - 120 65 - 90 90 - 120
Contracts
Administrator
Contracts
Manager OHS Supervisor OHS Manager
NSW - Sydney 80 - 110 110 - 140 90 - 115 105 - 120
VIC - Melbourne 80 - 100 110 - 140 80 - 110 110 - 140
QLD - Brisbane 80 - 115 110 - 150 90 - 120 115 - 135
WA - Perth 90 - 125 140 - 170 110 - 150 140 - 180
SA - Adelaide 80 - 110 110 - 145 90 - 110 105 - 120
NT - Darwin 85 - 115 120 - 150 100 - 130 100 - 150
NZ - Auckland 55 - 65 90 - 100 60 - 80 80 - 100
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AUSTRALIA
Australia’s oil & gas sector has had to stare
down the challenge o weakerinternational markets but overall domesticdemand is strong and the workorce inAustralia has continued to grow.
The region continues to perorm well, witha strong pipeline o committed projects,particularly in liqueied natural gas (LNG).
Limited skilled labour pools have also keptsalaries high. Our data clearly demonstratesthat Australia continues to lead the way inboth local and imported annual salaries inthe global oil and gas marketplace.
Overall negative sentiment around the globaleconomy primarily driven out o Europe withits continued debt issues, weighed down
consumer demand. This in turn impacted onmanuacturing output, most notably in China.Resultant alls in the oil prices have set aragile economic backdrop that looks tocontinue well into 2013.
However, there is guarded conidence in oiland gas sector too. The oil and gasworkorce has continued to grow insideAustralia at a signiicant rate, with most othe candidate demand illed by Australiannationals. The local workorce has alsobeen growing in line with the large numbero major projects across the region.
With many projects still in the constructionphase, we have seen the demand orproject development skills rise quickly,
particularly or candidates with LNGexperience and we have seen salaries risein line with this demand.
As projects progress, we have seen increasinginterest in operations & maintenancedisciplines. Demand rom other allied sectorshas already created a skills shortage in theoperations & maintenance market and weexpect the added interest in these candidatesto inevitably drive salary levels higher.Proessionals will also have a choice oprojects, employers and locations, ascompanies continue to implement strategiesto address this anticipated shortall.
Other areas o demand include health,
saety and environment and as weprogress urther in 2013 we anticipate anincreased demand in geosciences in linewith increased levels o unding oronshore and oshore exploration.
NEW ZEALAND
The oil and gas industry has had its
challenges over recent years but NewZealand is ast-emerging as a producerwith signiicant opportunities. Oilexploration in New Zealand has increasedover the past ew years, particularly acrossthe Taranaki region, which has experiencedconsiderable skills shortages.
The New Zealand government is excitedabout the prospect o many underexploredbasins and signiicant petroleum potential.Geologists are in high demand as theseopportunities are investigated across theGisborne and Hawkes Bay regions andcontinued exploration in the South Islandand Taranaki.
Almost 2,500 additional proessionals andskilled trades will be in demand in Taranakialone over the next 10-15 years with thisnumber doubling to 5,000 should there beany new discoveries. Employers areexperiencing diiculty recruiting skilledControl Room and Plant Operators, Fitters,Welders and Electricians, InstrumentTechnicians and Process Engineers
As demand or highly skilled workerscontinues, employers will need to lookoutside New Zealand to secure talent.Attracting talent is diicult, particularly whencomparing overseas earnings, so the beneitso working in New Zealand will need to bepromoted including liestyle, work/liebalance and saety, which is a major concernin many international locations.
KEY TRENDAUSTRALIA IS LEADING
THE WAY IN BOTH LOCALAND IMPORTED ANNUAL
SALARIES IN THE GLOBAL OIL
AND GAS MARKETPLACE
S A L A R Y I N
F O R M A T I O N : O I L & G A
S
OIL & GAS
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NOTES:
• All salaries shown exclude superannuation
• New Zealand salaries are represented in New Zealand dollars
* These salaries represent Onshore salaries - or Ofshore you can typically add 15-20 per cent
* Design Engineer - Discipline (Civil/Mechanical/Process/Elec/I&C)
OIL & GASProject Development
DESIGN/ENGINEERING
Graduate
Engineer
Design
Engineer*
Senior Design
Engineer
Principal/Lead
Engineer
WA 65 - 95 90 - 135 135 - 180 160 - 250
QLD 60 - 90 80 - 140 140 - 180 160 - 200
NSW 55 - 75 75 - 120 120 - 150 160 - 180
VIC 65 - 75 80 - 125 120 - 170 160 - 210
SA 60 - 85 80 - 120 110 - 150 140 - 180
NT 65 - 95 90 - 135 140 - 180 160 - 250
New Zealand 40 - 50 75 - 80 90 - 100 115 - 150
Engineering
Manager
Senior Design
Drater
Design
Manager
WA 220 - 285 90 - 130 150 - 190
QLD 230 - 280 80 - 120 140 - 180
NSW 180 - 230 80 - 110 120 - 180
VIC 180 - 260 90 - 120 130 - 180
SA 180 - 220 80 - 120 140 - 180
NT 200 - 260 90 - 130 150 - 190
New Zealand 150 - 210 70 - 80 90 - 105
SUBSEA DESIGN/ENGINEERING
Graduate
Engineer Engineer
Senior
Engineer
Principal/
Lead Engineer Manager
WA 65 - 95 110 - 150 160 - 220 200 - 275 225 - 300
QLD N/A N/A N/A N/A N/A
NSW N/A N/A N/A N/A N/A
VIC 70 - 80 90 - 140 130 - 180 160 - 220 200 - 260
SA 70 - 90 90 - 130 130 - 190 180 - 220 200 - 250
NT 60 - 90 80 - 125 150 - 220 180 - 250 200 - 325
New Zealand 40 - 60 70 - 90 90 - 110 110 - 140 150 - 200
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• All salaries shown exclude superannuation
• New Zealand salaries are represented in New Zealand dollars
x These salaries represent onshore salaries - or ofshore you can typically add 15-20 per cent
* Project Engineer - Discipline (Civil/Structural/Mechanical/Process/Elec/I&C)
** Superintendent - Discipline (Civil/Structural/Mechanical/Process/Elec/I&C)
NOTES:
OIL & GASProject Development
PROJECT DELIVERY/CONTROLS Planner
Senior
Planner
Planning
Manager
Contracts
Admin
Senior
Contracts
Admin Cost Engineer
WA 120 - 160 140 - 180 170 - 220 100 - 130 150 - 200 120 - 170
QLD 90 - 115 120 - 150 170 - 220 70 - 120 110 - 170 90 - 140
NSW 90 - 110 110 - 140 150 - 190 70 - 110 110 - 150 110 - 150
VIC 90 - 130 120 - 160 140 - 190 70 - 110 100 - 150 90 - 140
SA 120 - 160 140 - 180 170 - 220 80 - 110 100 - 150 110 - 150
NT 120 - 160 140 - 180 170 - 220 80 - 130 120 - 190 120 - 170
New Zealand 80 - 110 90 - 120 120 - 150 60 - 110 80 - 130 80 - 120
Senior Cost
Engineer
Commercial
Manager
Project
Controls
Manager
Commissioning
Engineer
Commissioning
Manager
WA 150 - 200 200 - 300 200 - 300 120 - 170 150 - 210
QLD 120 - 180 170 - 250 180 - 240 110 - 160 160 - 200
NSW 150 - 190 160 - 230 140 - 200 110 - 150 150 - 190
VIC 120 - 180 150 - 210 150 - 190 90 - 130 150 - 180
SA 140 - 180 170 - 250 180 - 240 90 - 140 150 - 190
NT 155 - 210 200 - 275 200 - 270 120 - 170 150 - 210
New Zealand 100 - 130 120 - 140 130 - 160 70 - 110 110 - 150
Project
Engineer*x
Senior Project
Engineer
Project
Manager
Senior Project
Manager Superintendent**x
WA 120 - 190 165 - 230 170 - 220 195 - 240 140 - 180
QLD 110 - 160 140 - 190 160 - 210 180 - 225 140 - 180
NSW 100 - 130 130 - 170 150 - 190 190 - 220 130 - 150
VIC 90 - 140 130 - 160 150 - 200 190 - 220 100 - 140
SA 90 - 150 130 - 180 150 - 200 180 - 220 140 - 180
NT 120 - 190 165 - 230 170 - 220 195 - 240 140 - 180
New Zealand 75 - 110 100 - 140 110 - 170 150 - 210 80 - 120
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• All salaries shown exclude superannuation
• New Zealand salaries are represented in New Zealand dollars
NOTES:
OIL & GASProject Development
PROJECT DELIVERY/CONTROLS HSEQ
Onshore
Advisor/Ocer
Ofshore
Advisor/Ocer HSE Manager
QA/QC
Manager
WA 90 - 160 180 - 260 180 - 240 140 - 180
QLD 90 - 140 N/A 140 - 180 120 - 170
NSW 80 - 120 N/A 120 - 200 110 - 160
VIC 90 - 130 N/A 140 - 220 120 - 150
SA 90 - 140 N/A 150 - 200 130 - 170
NT 90 - 160 150 - 200 170 - 245 135 - 175
New Zealand 90 - 120 90 - 120 100 - 160 85 - 120
Corporate
HSE Manager
Environmental
Engineer
Environmental
Advisor
WA 220 - 300 140 - 190 160 - 200
QLD 160 - 200 130 - 180 150 - 195
NSW 190 - 250 115 - 165 125 - 180
VIC 180 - 280 120 - 155 130 - 170
SA 180 - 240 125 - 160 135 - 175
NT 220 - 300 140 - 185 155 - 190
New Zealand 150 - 180 90 - 120 60 - 90
SUBSEA PROJECT DELIVERY
Technician
(non degree)
Senior Technician
(non degree) Installation Engineer
Senior
Installation Engineer
WA 80 - 120 100 - 160 130 - 175 160 - 220
QLD N/A N/A N/A N/A
NSW N/A N/A N/A N/A
VIC N/A N/A N/A N/A
SA N/A N/A N/A N/A
NT 80 - 120 100 - 160 130 - 175 160 - 220
New Zealand 70 - 90 90 - 110 N/A N/A
Installation Manager/
Client Rep
Vessel Mgr/
Marine Ops Manager
WA 180 - 260 160 - 220
QLD N/A N/A
NSW N/A N/A
VIC N/A N/A
SA N/A N/A
NT 180 - 260 160 - 220
New Zealand 140 - 170 130 - 150
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• All salaries shown exclude superannuation
• New Zealand salaries are represented in New Zealand dollars
* Discipline Engineer - Discipline (E&I/Mech/Process/Corrosion/Materials/Reliability)
** Discipline Tech - Discipline (E&I/Mech/Process/Corrosion/Materials/Reliability)
NOTES:
OIL & GASOperations & Maintenance
OPERATIONS & MAINTENANCE
Discipline
Engineer*
Maintenance
Planner
Maintenance
Supervisor
Production
Superintendent
Production
Manager
Process
Operator
WA 120 - 180 140 - 180 120 - 160 135 - 180 150 - 250 100 - 120
QLD 110 - 150 110 - 160 100 - 145 120 - 170 150 - 200 100 - 120
NSW 110 - 150 100 - 140 110 - 140 110 - 150 150 - 190 75 - 115
VIC 90 - 150 100 - 140 90 - 130 110 - 150 140 - 200 90 - 120
SA 130 - 160 110 - 150 120 - 140 130 - 160 150 - 200 80 - 110
NT 135 - 180 120 - 170 120 - 160 120 - 170 150 - 210 100 - 120
New Zealand 90 - 140 70 - 90 70 - 100 120 - 160 140 - 180 80 - 110
DESIGN/ENGINEERING
Discipline
Tech** OIM
Ops Support
Engineer
Ops
Superintendent Ops Manager
WA 85 - 120 190 - 250 100 - 150 150 - 200 220 - 300
QLD 70 - 110 N/A 100 - 140 130 - 180 200 - 260
NSW 70 - 90 N/A 80 - 110 120 - 180 190 - 260
VIC 70 - 100 N/A 90 - 130 120 - 170 170 - 260
SA 80 - 110 170 - 220 90 - 130 140 - 180 180 - 250
NT 85 - 120 N/A 100 - 150 150 - 200 210 - 300
New Zealand 60 - 80 190 - 240 100 - 130 110 - 150 180 - 250
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154 | 2013 Hays Salary Guide
• All salaries shown exclude superannuation
• New Zealand salaries are represented in New Zealand dollars
NOTES:
OIL & GASGeosciences & Petroleum Engineering
GEOSCIENCES
Graduate
Geoscientist
Intermediate
Geoscientist
Senior
Geoscientist
Lead
Geoscientist
Exploration
Manager
Technical
Assistant
WA 70 - 110 90 - 140 150 - 230 200 - 280 230 - 300 60 - 110
QLD 70 - 110 90 - 140 130 - 230 200 - 280 230 - 300 80 - 110
NSW 65 - 95 90 - 130 120 - 185 180 - 250 210 - 290 70 - 95
VIC 65 - 85 80 - 130 130 - 190 180 - 250 200 - 290 75 - 95
SA 70 - 100 80 - 130 140 - 180 175 - 245 215 - 285 75 - 100
NT 70 - 110 90 - 140 150 - 230 200 - 280 230 - 300 80 - 110
New Zealand 60 - 80 90 - 120 130 - 170 200 - 280 230 - 300 50 - 70
Geologist Hydrogeologist
Environmental
Geologist Petrophysicist
WA 120 - 200 120 - 200 120 - 200 160 - 220
QLD 120 - 200 110 - 190 N/A 140 - 220
NSW 120 - 190 100 - 170 100 - 150 150 - 230
VIC 140 - 190 N/A N/A N/A
SA 120 - 150 90 - 130 90 - 130 130 - 160
NT 120 - 200 120 - 200 120 - 200 140 - 220
New Zealand 50 - 120 50 - 120 50 - 120 50 - 120
PETROLEUM/RESERVOIR ENGINEERING
Graduate
Engineer
Intermediate
Engineer
Senior
Engineer Lead Engineer
Engineering
Manager
WA 75 - 100 100 - 160 140 - 200 170 - 240 230 - 300
QLD 75 - 100 100 - 160 140 - 200 170 - 240 220 - 300
NSW 70 - 90 95 - 135 120 - 150 130 - 190 180 - 220
VIC 70 - 90 85 - 130 130 - 180 150 - 200 170 - 290
SA 70 - 85 90 - 130 130 - 180 170 - 220 200 - 250
NT 75 - 125 120 - 180 160 - 220 185 - 240 230 - 300
New Zealand 60 - 80 70 - 100 100 - 120 130 - 190 180 - 220
DRILLING
Drilling
Engineer
Senior
Drilling
Engineer
Drilling
Manager
LWD/MWD
Engineer Rig Manager
WA 145 - 180 170 - 240 240 - 320 110 - 160 160 - 200
QLD 145 - 180 170 - 240 240 - 320 120 - 150 160 - 200
NSW 110 - 150 150 - 190 200 - 270 N/A 155 - 185
VIC 110 - 170 150 - 200 210 - 290 N/A 155 - 190
SA 130 - 170 180 - 220 200 - 250 110 - 140 150 - 200
NT 145 - 180 170 - 240 240 - 320 90 - 140 165 - 195
New Zealand 150 - 180 180 - 230 250 - 300 N/A N/A
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3%-6%THE AVERAGE SALARY
INCREASE THAT RESOURCESAND MINING PROFESSIONALS
CAN EXPECT IN THEIR
NEXT REVIEW
AUSTRALIA
The decrease in activity in the resources &
mining sector and general move awayrom the “boom” mentality o previousyears, that characterised the latter part o2012 is likely to remain in 2013.
With commodity price luctuations,decreased Chinese demand, tighter creditavailability, the high Australian dollar,industrial action and poor weather have allplayed their part to dampen demand.
Whilst pockets o labour marketmovement remain through committedprojects, productivity ramp ups andlimited expansions, the overall recruitmentactivity has been modest.
The wider picture across resources &
mining is one o a steady but limitednumber o opportunities as companiestarget eiciency, limit their expenditure onexploration and generally squeeze costswherever possible.
The ocus or employers has been on staretention with the understanding that anynew headcount will be conined only toessential roles. This tightening o the belthas impacted on salary increases across theboard or mining organisations too, inparticular within global organisations whereinternational actors have impactedAustralian salaries. We predict that salarieswill remain airly stable except in areas ocritical need. Essential skills demand strong
salaries and there is some willingness to paya higher salary in areas o skill shortage thatwe see continuing in the uture.
Particular demand exist in a range o areas.Those projects currently in construction areproviding opportunities or the heavyindustrial construction sector. Highly skilledpeople who are essential or eicient andproductive operation o a mine are indemand, as are the support positions tothose roles. Those in highest demandinclude senior level management to mid-management roles, in particular, MiningEngineers, Geologists, Metallurgists, andMaintenance Engineers with both technicalskills and leadership capabilities – a rare
combination. Despite a shortage o skills inthis area, group-wide considerations meanthat companies are still not oeringincreased salaries. This trend is the sameor Skilled Operators and Tradespeople.
Despite needing essential skills to providethe successul maintenance and operationo a mine-site, salaries remain steady or
these roles.
Roles currently in limited demand arethose involved with early exploration,development and design. The ocus oninding the next deposits and designingthe next mine has slowed in avour o aocus on eiciency and extracting themaximum return rom existing operations.Many promising exploration targets areawaiting urther investment. Geologists,Field Assistants and Mechanical, Electricaland Process Engineers ocussed on designare not in high demand at present,however salaries remain stable despite alarger pool o available talent.
For companies that are recruiting, 2013 is agood time to do so, as more talent isavailable in most areas, salaries are stableand competition or top talent has lessened.
For job-seekers, the search or your nextrole is more competitive and the big
jumps in salary once typical o theResources & Mining sector do not existright now, but modest increases in salaryare still being oered.
NEW ZEALAND
New opportunities or candidates appearunlikely until the global market orresources picks up later this year or in
early 2014. However, when the marketdoes strengthen, skill shortages areinevitable, as many candidates havealready let the sector to work overseas ortransition to construction roles working inthe inrastructure rebuild o Christchurch.
Skill shortages were typical in the NewZealand sector until mid-2012 when almostovernight commodity prices plummetedwhile the New Zealand dollar stayed high.Not only did global demand or NewZealand resources and minerals drop butmajor customers China also startedaccessing cheaper resources rom Arica.As a result, projects in New Zealand wereput on hold, recruitment stopped and
redundancies started. In 2013 thesechallenges continued. New Zealand’ssector is very reliant on coal, with twothirds o output produced by state-ownedSolid Energy, which has carried out rounds
o redundancies and is currently workingthrough some high proile issues.
In contrast, gold prices have been buoyant -good news or New Zealand’s two main goldmines, Macraes and Martha Hill, and thesmall alluvial operations in Otago, althoughthe recent price volatility may cause a projectreview. While New Zealand has undiscoveredhigh-grade underground prospects, these arelargely in environmentally sensitive areas sonew exploration is likely to be a highlypolitical process.
S A L A R Y I N
F O R M A T I O N : R E S O U R
C E S & M I N I N G
RESOURCES & MINING
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NOTES:
• In WA/SA all salaries are based on 9&5 and 2&1 rosters excluding superannuation and additional benefits.
• For all other states, salaries are based on residential positions excluding superannuation and additional benefits.
• New Zealand salaries are represented in New Zealand dollars
RESOURCES & MINING
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 130 160 120 - 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 - 120 90 - 120
TAS 105 - 130 85 - 105 80 - 105 75 - 100 75 - 100
NT 130 - 180 100 - 140 100 - 140 115 - 145 115 - 145
New Zealand 115 - 180 80 - 110 75 - 95 70 - 100 70 - 100
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 - 120 110 - 125 115 - 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 90 - 110 90 - 110 80 - 95 80 - 95 80 - 95
METALLIFEROUS MINING ENGINEERING Mine Manager
Underground/
Quarry Manager
Technical
Services Mgr
Senior Mining
Engineer
Mining
Engineer
WA 210 - 285 160 - 200 200 - 230 150 - 180 110 - 145
QLD 200 - 260 160 - 190 180 - 220 150 - 170 110 - 150
NSW 160 - 250 130 - 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 160 - 250 120 - 175 N/A 95 - 130 90 - 120
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142 | 2013 Hays Salary Guide
• In WA/SA all salaries are based on 9&5 and 2&1 rosters excluding superannuation and additional benefits.
• For all other states, salaries are based on residential positions excluding superannuation and additional benefits.
• New Zealand salaries are represented in New Zealand dollars
• In Queensland more employers are ofering fly-in fly-out (FIFO) options, which has been taken into consideration in these salaries presented.
• In WA/SA all salaries are based on 9&5 and 2&1 rosters excluding superannuation and additional benefits.
• For all other states, salaries are based on residential positions excluding superannuation and additional benefits.
• New Zealand salaries are represented in New Zealand Dollars
NOTES:
NOTES:
RESOURCES & MINING
METALLIFEROUS
GEOLOGY - EXPLORATION
Exploration
Manager
Senior
Exploration
Geologist
Exploration
Geologist Field Assistant
Pit Technician/
Geological
Technician
WA 175 - 210 130 - 170 100 - 135 65 - 90 65 - 90
QLD 175 - 210 130 - 160 95 - 130 65 - 90 70 - 95
NSW 150 - 200 120 - 150 70 - 120 50 - 90 50 - 90
VIC 150 - 180 130 - 160 100 - 125 60 - 80 50 - 80
SA 130 - 180 120 - 150 90 - 120 65 - 80 65 - 80
TAS 120 - 150 95 - 130 80 - 100 55 - 70 55 - 70
NT 150 - 205 120 - 165 100 - 130 70 - 95 80 - 95
New Zealand 100 - 140 100 - 120 70 - 90 50 - 60 45 - 55
Graduate
Mining Engineer
Geo - Technical
Engineer Chie Surveyor
Senior
Surveyor Mine Surveyor
WA 90 - 110 120 - 160 155 - 175 140 - 160 110 - 140
QLD 90 - 110 120 - 160 150 - 170 140 - 160 110 - 130
NSW 60 - 90 130 - 160 150 - 170 120 - 150 100 - 120
VIC 60 - 80 110 - 130 110 - 150 90 - 120 75 - 110
SA 60 - 80 120 - 160 120 - 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 60 - 70 N/A 75 - 120 90 - 140 60 - 110
METALLIFEROUS
GEOLOGY - MINING
Chie
Geologist
Senior Mine
Geologist
Mine
Geologist
Graduate
Geologist
WA 190 - 250 135 - 170 90 - 125 70 - 90
QLD 180 - 230 140 - 170 110 - 140 75 - 90
NSW 140 - 200 120 - 160 80 - 120 60 - 80
VIC 150 - 180 120 - 150 100 - 120 65 - 75
SA 145 - 180 120 - 150 90 - 120 65 - 80
TAS 120 - 160 95 - 115 80 - 100 55 - 70
NT 160 - 200 120 - 170 90 - 130 80 - 95
New Zealand 110 - 130 100 - 150 70 - 95 50 - 60
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• In WA/SA all salaries are based on 9&5 and 2&1 rosters excluding superannuation and additional benefits.
• For all other states, salaries are based on residential positions excluding superannuation and additional benefits.
• New Zealand salaries are represented in New Zealand dollars
NOTES:
RESOURCES & MINING
MINERAL PROCESSING Process Manager
Process Engineer
- Mid level 3-7yrs
Senior
Metallurgist Metallurgist
Graduate
Metallurgist
WA 190 - 245 120 - 160 130 - 170 110 - 140 75 - 100
QLD 170 - 200 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 170 - 200 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 150 - 200 75 - 100 105 - 135 75 - 100 55 - 70
Mill
Superintendent Shit Supervisor Mill Operator
Metallurgical
Technician
Laboratory
Technician
WA 150 - 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 120 - 150 80 - 95 70 - 85 60 - 75 55 - 75
MOBILE PLANT
- SURFACE MAINTENANCE
Workshop
Supervisor HD Fitter Auto Electrician
Boiler Maker/
Welder Service Person
WA 130 - 165 130 - 160 130 - 160 125 - 145 110 - 130
QLD 140 - 160 120 - 130 120 - 135 110 - 120 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 95 - 140 80 - 140 90 - 120 80 - 100
TAS 85 - 110 80 - 110 75 - 95 65 - 85 70 - 85
NT 110 - 150 120 - 140 120 - 140 120 - 140 90 - 120
New Zealand 85 - 110 80 - 95 75 - 95 80 - 95 55 - 65
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144 | 2013 Hays Salary Guide
• In WA/SA all salaries are based on 9&5 and 2&1 rosters excluding superannuation and additional benefits.
• For all other states, salaries are based on residential positions excluding superannuation and additional benefits.
• New Zealand salaries are represented in New Zealand dollars
NOTES:
RESOURCES & MINING
MOBILE PLANT
- SURFACE OPERATORS
Open Pit
Supervisor
Excavator
Operator
Dump Truck
Operator Driller All-Rounder
WA 150 - 180 110 - 140 90 - 110 105 - 125 105 - 135
QLD 110 - 140 120 - 130 105 - 115 110 - 120 105 - 120
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 - 130 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
MOBILE PLANT
- UNDERGROUND MAINTENANCE
Underground
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 - 160 130 - 150 120 - 140 120 - 140
New Zealand 100 - 130 80 - 110 80 - 100 80 - 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 - 140 110 - 120 80 - 100 90 - 110
TAS 90 - 110 85 - 110 80 - 105 60 - 75
NT 130 - 160 150 - 180 110 - 150 90 - 130
New Zealand 90 - 130 130 - 160 110 - 140 70 - 90
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2013 Hays Salary Guide | 145
• In WA/SA all salaries are based on 9&5 and 2&1 rosters excluding superannuation and additional benefits.
• For all other states, salaries are based on residential positions excluding superannuation and additional benefits.
• New Zealand salaries are represented in New Zealand dollars
NOTES:
RESOURCES & MINING
OHS & ENVIRONMENTAL HSE Manager
OH&S Manager/
Superintendent OH&S Coordinator OH&S Ofcer
WA 170 - 220 150 - 170 130 - 145 100 - 125
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 110 - 170 100 - 130 80 - 100 70 - 90
NT 150 - 220 150 - 170 100 - 140 70 - 120
New Zealand 100 - 150 90 - 130 80 - 95 70 - 90
Environmental
Superintendent
Environmental
Coordinator Environmental OfcerTraining Coordinator
WA 145 - 185 90 - 150 75 - 90 120 - 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 90 - 120 75 - 100 65 - 90 65 - 90
NT 130 - 180 90 - 150 75 - 90 90 - 140
New Zealand 90 - 110 90 - 110 80 - 100 80 - 100
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146 | 2013 Hays Salary Guide
• In WA/SA all salaries are based on 9&5 and 2&1 rosters excluding superannuation and additional benefits.
• For all other states, salaries are based on residential positions excluding superannuation and additional benefits.
• New Zealand salaries are represented in New Zealand dollars
NOTES:
RESOURCES & MINING
COAL - TECHNICAL
ENGINEERING/MANAGEMENT Mine Manager CHPP Manager
Project
Manager
Technical
Services
Manager
Senior Mining
Engineer
Mine Planning
Engineer
QLD 225 - 280 180 - 220 160 - 230 180 - 240 140 - 180 120 - 150
NSW 180 - 230 170 - 220 180 - 220 180 - 230 150 - 180 130 - 150
VIC 150 - 200 130 - 170 120 - 150 90 - 140 100 - 130 90 - 120
SA 150 - 200 130 - 170 120 - 140 100 - 140 100 - 130 90 - 130
New Zealand 130 - 175 110 - 145 120 - 165 110 - 160 95 - 120 90 - 110
Drill & Blast
Engineer
Mining
Engineer
Graduate
Engineer
Statutory
Surveyor Surveyor
QLD 100 - 140 100 - 150 70 - 100 140 - 190 90 - 140
NSW 130 - 160 90 - 120 80 - 100 130 - 160 100 - 130
VIC 90 - 100 100 - 130 60 - 80 90 - 110 70 - 90
SA 100 - 120 100 - 120 70 - 80 90 - 110 100 - 130
New Zealand 80 - 105 120 - 150 60 - 70 100 - 130 60 - 80
COAL - PRODUCTION MANAGEMENT
Production
Superintendent Undermanager Deputy
Open Cut
Examiner
QLD 160 - 220 150 - 180 140-170 150 - 190
NSW 160 - 180 180 - 200 130 - 180 140 - 180
VIC 100 - 130 N/A N/A 90 - 110
SA 100 - 135 N/A 120 - 140 90 - 110
New Zealand 90 - 135 115 - 130 105 - 120 N/A
COAL GEOLOGY
Senior
Geologist
Mine
Geologist
Exploration
Manager
Senior
Exploration
Geologist
QLD 135 - 150 115 - 135 180 - 220 140 - 170
NSW 150 - 180 120 - 160 180 - 210 160 - 180
VIC 110 - 130 70 - 100 130 - 160 110 - 140
SA 115 - 135 80 - 115 140 - 180 120 - 150
New Zealand 140 - 160 120 - 140 120 - 180 140 - 170
Project
Geologist
Exploration
Geologist
Graduate
Geologist
QLD 90 - 110 100 - 135 75 - 90
NSW 100 - 130 90 - 120 60 - 90
VIC 80 - 95 80 - 95 65 - 75
SA 90 - 120 85 - 120 70 - 90
New Zealand 70 - 95 120 - 140 50 - 65
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2013 Hays Salary Guide | 147
• Salaries are based on residential positions excluding superannuation and additional benefits .
• New Zealand salaries are represented in New Zealand dollars
• In WA/SA all salaries are based on 9&5 and 2&1 rosters excluding superannuation and additional benefits.
• For all other states, salaries are based on residential positions excluding superannuation and additional benefits.
• New Zealand salaries are represented in New Zealand dollars
NOTES:
NOTES:
RESOURCES & MINING
COAL - MAINTENANCE ENGINEERING
Maintenance
Manager
Engineering
Manager
Maintenance
Superintendent
Maintenance
Supervisor
Maintenance
Planner
QLD 180 - 240 160 - 200 160 - 180 120 - 140 100 - 130
NSW 160 - 200 170 - 200 150 - 180 125 - 140 90 - 130
VIC 120 - 150 110 - 140 110 - 130 80 - 110 100 - 130
SA 135 - 180 150 - 180 125 - 150 110 - 130 100 - 135
New Zealand 100 - 120 110 - 130 110 - 130 110 - 130 110 - 130
Statutory
Mechanical
Engineer
Mechanical
Engineer (3-7yrs)
Statutory
Electrical
Engineer
Electrical
Engineer
(3-7 yrs)
Longwall
Coordinator
QLD 150 - 190 90 - 145 160 - 200 110 - 150 150 - 170
NSW 150 - 200 90 - 130 150 - 200 90 - 130 120 - 140
VIC 90 - 120 80 - 100 90 - 120 80 - 100 N/A
SA 130 - 150 90 - 130 130 - 150 90 - 130 N/A
New Zealand 120 - 130 120 - 130 120 - 160 120 - 160 125 - 135
COAL - TRADES Electrician
Instrumentation
Technician Mechanical Fitter
Boiler maker/
welder Leading Hand
QLD 120 - 140 130 - 150 110 - 135 110 - 135 140 - 160
NSW 100 - 125 120 - 140 90 - 110 90 - 120 100 - 120
VIC 80 - 110 85 - 115 80 - 105 85 - 110 95 - 125
SA 80 - 120 80 - 110 80 - 100 85 - 110 100 - 120
New Zealand 80 - 100 80 - 100 90 - 110 70 - 90 75 - 95
INDUSTRIAL DESIGN
Engineering
Manager
Principal/
Lead Engineer
Project
Manager
Senior Design
Engineer
Design
Engineer
Senior Project
Engineer
(EPCM)
WA 250 - 280 170 - 210 260 - 330 140 - 170 100 - 130 120 - 160
QLD 200 - 260 180 - 230 180 - 250 130 - 170 85 - 120 120 - 170
NSW 170 - 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 160 - 200 140 - 180 140 - 200 110 - 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 140 - 220 95 - 130 110 - 160 80 - 140 60 - 90 70 - 130
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148 | 2013 Hays Salary Guide
• In WA/SA all salaries are based on 9&5 and 2&1 rosters excluding superannuation and additional benefits.
• Salaries are based on residential positions excluding superannuation and additional benefits.
• Site allowances are paid on base salary and range rom 15 to 45 per cent depending on location.
• New Zealand salaries are represented in New Zealand dollars
• Salaries are based on residential positions excluding superannuation and additional benefits.
• New Zealand salaries are represented in New Zealand dollars
NOTES:
NOTES:
RESOURCES & MINING
INDUSTRIAL DESIGN
Project
Engineer
(EPCM)
Design
Manager/
Chie Drater
Senior Design
Drater Design Drater
Piping
Designer
WA 90 - 120 130 - 180 100 - 130 70 - 95 95 - 140
QLD 90 - 120 140 - 175 85 - 130 65 - 100 80 - 120
NSW 80 - 130 100 - 130 80 - 115 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
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 - 220 150 - 220 125 - 170 120 - 170 130 - 180 100 - 150
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) Saety 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 - 130 100 - 140 100 - 150 70 - 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
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