Hays Salary Guide 2010-AU It

THE 2010 HAYS
SALARY GUIDE
SHARING OUR
EXPERTISE
Salaries and recruiting trends across Australia and New Zealand.
hays.com.au hays.net.nz
HAYS AUSTRALIA & NEW ZEALAND
10,000+
PEOPLE PLACED IN PERMANENT JOBS EACH YEAR
8,500+
TEMPORARY AND CONTRACT STAFF ENGAGED EACH WEEK
670+
CONSULTANTS IN AUSTRALIA & NEW ZEALAND
36
LOCATIONS ACROSS AUSTRALIA & NEW ZEALAND
33+
YEARS OF EXPERIENCE
Thank you Feedback Disclaimer

Hays would like to express our gratitude to all We welcome any feedback or comments The Hays Salary Survey is representative of a
those organisations that participated in our regarding this survey whether positive or value added service to our clients, prospective
online survey and provided such invaluable negative to ensure that it continues to be clients and candidates. Whilst every care is
feedback, which we feel has contributed to relevant to Australian and New Zealand taken in the collection and compilation of
making this the most accurate and up to date organisations across all industries. Please data, the survey is interpretive and indicative,
survey of its kind in Australia and New address any suggestions to your local Hays not conclusive. Therefore information should
Zealand. A list of all contributors who kindly office or to: be used as a guideline only and should not be
gave their permission to be named as reproduced in total or by section without
participants can be found on our website. Hays written prior permission from Hays.
Level 11, The Chifley Tower, 2 Chifley Square
This survey is reproduced in full in PDF format Sydney NSW 2000
on our website –
hays.com.au and hays.net.nz E: salarysurvey@hays.com.au
2010 Hays Salary Guide | 3

THE BEST
DECISIONS
ARE INFORMED
DECISIONS
“There is new optimism in the market with 67 per cent

of employers surveyed predicting the economy will
strengthen in the next 6 to 12 months. This is in stark
contrast to this time last year when only 6 per cent
thought the economy would improve. This increased
confidence is further illustrated by 45 per cent of
respondents intending to increase permanent
headcount and 22 per cent expecting to increase
their use of temporary and contract staff. A very
different picture to this time last year.”
Nigel Heap, Managing Director of Hays Asia Pacific
4 | 2010 Hays Salary Guide
SECTION ONE
MARKET OVERVIEW
& TRENDS
Results gained from over 1,800 employers
throughout Australia and New Zealand.

Market Overview & Trends Salary Policy
1. On average in your last review,

by what percentage did you 3%
increase salaries?
6%
Across all industries

29%
62%
Less than 3%
From 3% to 6%
From 6% to 10%
More than 10%
10% 5% 4%
13%
27%
For specific industries
64%
77%
Advertising & Media Construction, Property & Engineering
4% 2% 5% 2%
26%
30%
68% 63%
Financial Services Hospitality, Travel & Entertainment

Salary Policy Market Overview & Trends
1. On average in your last review,

by what percentage did you 2%
8% 5%
increase salaries? continued...
20%
26%
67%
72%
IT & Telecommunications Manufacturing
4% 4%
8%
10%
26%
56%
32%
60%
Mining & Resources Professional Services
4% 1% 5% 2%
43% 27%
52%
66%
Public Sector Retail
2% 1% 4% 1%
19%
33%
62%
78%
Transport & Distribution Other

2. When you next review, by

what percentage do you 8% 2%
intend to increase salaries?
43%
47%
Less than 3%
From 3% to 6%
From 6% to 10%
More than 10%
5% 3%
10%
26%
43%
44%
69%
7% 1% 5%
44%
41%
54%
48%

Salary Policy Market Overview & Trends
2. When you next review, by

what percentage do you 7% 4% 1%
intend to increase salaries?
continued...
For specific industries 46%

36%
57%
49%
3% 8% 2%
15%
28%
36%
54%
54%
1% 1% 1%
47%
52%
47%
51%
4% 2% 4%
53%
43% 51% 43%

3. Does your company offer

flexible salary packaging?
79% 21% Yes
0% 20% 40% 60% 80% 100% No
Of those who answered yes, the

following benefits were indicated All Employees More than 50% Less than 50% Few Employees
as being commonly offered to...
Car 14% 9% 27% 50%
Bonuses 30% 14% 22% 34%
Private Health Insurance 33% 5% 9% 53%
Parking 35% 14% 16% 35%
Salary Sacrifice 57% 8% 13% 22%
Superannuation 86% 4% 3% 7%
Private Expenses 15% 5% 14% 66%
Other 38% 7% 10% 45%
4. What is your company’s

Fringe Benefits Tax policy? 5%
(Australia only)
12%
52%
Employer bears
FBT cost
31% Employee bears
FBT cost
Cost shared between
Employer & Employee
Other

Recruitment Trends Market Overview & Trends
5. Over the last 12 months, have

permanent staff levels in your
department...
Across all departments
Increased
33% 25% 42% Decreased
0% 20% 40% 60% 80% 100% Remained the same
26%
32%
39%
For specific departments

50%
24%
29%
Accountancy & Finance Engineering
30% 32%
43%
47%
23% 25%
Human Resources Information Technology
30% 38%
35%
45%
25% 27%
Marketing Operations

Market Overview & Trends Recruitment Trends
5. Over the last 12 months, have

permanent staff levels in your
department... continued...
30%
43% 39%
For specific departments 40%
17% 31%
Purchasing Sales
37%
40%
23%
Other
6. Over the coming year, do you

expect permanent staff
levels to...
Increase
45% 9% 46% Decrease
0% 20% 40% 60% 80% 100% Remain the same
29% 31%
62% 60%
9%
9%

6. Over the coming year, do you

expect permanent staff
levels to... continued...
36%
45%
48% 46%
7% 18%
40% 39%
50%
55%
5% 11%
37%
43%
49%
57%
6%
8%
Purchasing Sales
40%
52%
8%
Other

7. If you expect staffing levels to

increase, please specify how:
Employment of Part-time Staff
Employment of Casual Staff

(on your payroll)
Temporary/Contractors
(through an employment consultancy)
Job Sharing
Full time/Permanent Staff
Mixture, Other
(inc. overseas recruitment, acquisitions)
0% 20% 40% 60% 80% 100%

% of respondents answered yes
8. How often do you employ

temporary/contract staff?
Regular ongoing basis

20% 47% 33% Special projects/
Workloads
0% 20% 40% 60% 80% 100% Exceptional
circumstances/Never
12%
25%
29%
42%
46%
46%

8. How often do you employ

temporary/contract staff?
continued... 18%
30% 29%
30%
52%
41%
10%
24%
31%
30%
60%
45%
7%
14%
20%
47%
39%
73%
Purchasing Sales
25%
29%
46%
Other

9. In the next 12 months, do you

expect your use of
temporary/contract staff to...
Increase
22% 9% 69% Decrease
0% 20% 40% 60% 80% 100% Remain the same
12%
8%
37%
56%
80%
7%
20%
25%
10%
11%
64%
70%
25% 25%
60%
63% 12%
15%

9. In the next 12 months, do you

expect your use of
10%
temporary/contract staff to...
continued...
29%
17%
65%
73% 6%
Purchasing Sales
24%
9%
67%
Other
10. In skill-short areas, would

you consider employing or
sponsoring a qualified
overseas candidate?
59% 41% Yes
0% 20% 40% 60% 80% 100% No
11. For which areas have you

recently found it difficult Junior to Mid Management Senior Management
to recruit?
Accountancy & Finance 10% 4%
Engineering 12% 9%
Human Resources 2% 1%
IT 4% 2%
Operations 10% 7%
Purchasing 2% 1%
Sales & Marketing 6% 4%
Technical 10% 5%
Other 7% 3%

Market Overview & Trends Human Resources Trends
12. Has overtime/extra hours in

your organisation over the
last 12 months...
26%
60% Increased
14%
Decreased
Remained the same
If increased, by how much?

Per Week Month End Year End
None 21% 41% 46%

5 Hours or Less 37% 11% 5%
5 - 10 Hours 31% 23% 10%
More than 10 Hours 11% 25% 39%
13. For non-award staff in your

organisation, is
overtime/extra hours
worked...
27%
73%
Paid
Unpaid

Human Resources Trends Market Overview & Trends
14. Is it your policy to counter-

offer staff when they resign? 1%
39%
60% Yes
Sometimes
No
Of those you counter-offered,

on average , did they.... 4%
19%
44%
Stay less than

3 months
Stay 3 – 12 months
Stay longer than
33% 12 months
Leave anyway

Market Overview & Trends Economic Outlook
15. In the past 12 months, has

business activity...
21%
56%
23%
Increased
Decreased
Remained the same
18%
21%
For specific industries 50%

51%
32%
28%
18%
27%
53%
58%
29%
15%

Economic Outlook Market Overview & Trends
15. In the past 12 months, has

business activity... continued...
20% 17%
53%
21%
59% 30%
18%
22%
20% 54%
62%
24%
18%
28%
55%
5%
27%
67%
22% 23%
54%
19% 58%
24%

Market Overview & Trends Economic Outlook
16. What are the key factors

driving your business activity?
14% 13%
Significant impact
Some impact 41%
No impact 51%
36%
45%
Interest Rates Currency/Forex Rates
19%
30%
38%
39%
43%
31%
Consumer Confidence Capex Investment
(by customers)
17. Do you see the general

outlook for the economy
in the forthcoming
6-12* months as...
Strengthening
67% 30% 3%
Static
0% 20% 40% 60% 80% 100% Weakening
*This data was collected during March 2010.

SECTION TWO
SALARY INFORMATION

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.
Finance Director/CFO Finance Director/CFO Finance Director/CFO

Salaries in ‘000
(Turnover up to $50m) (Turnover $50m - $150m) (Turnover > $150m)
NSW - Sydney 175 220 260
140 - 200 170 - 240 210+
Salary range Typical salary

Information Technology
“Many candidates are looking for a new role in response to staff

treatment and employee satisfaction during the downturn.”
Australia skills shortages were felt. In response to the Gershon report, permanent
roles were created in Canberra. In a contract-led city, this meant that higher
Market changes salaries had to be offered to attract and secure candidates.
Recovery is the word that best encapsulates Australia’s IT market today,
with all states and territories experiencing rising IT vacancy activity in
Advice to candidates
response to project approvals. Victoria and New South Wales have led
the way, with the commencement of several major IT projects increasing Make sure you provide a compelling reason for looking for a new role. It is
job flow. The resource-rich states of Western Australia and Queensland not enough to say you want a change as employers still value candidates
are following closely behind. that expect to remain in their role long-term. Demonstrate how you can
add value to an organisation. Be realistic in your salary expectations, and
The upswing in market sentiment has meant that candidates who were do not accept a role based on salary alone. Instead, we suggest you also
previously unwilling or reticent to move are now confident to enter the consider benefits, cultural fit and non-financial incentives.
market and advance their career. In a further sign of the market’s
recovery, candidates have started to receive multiple offers. New Zealand
Market changes
The belief that information technology provides competitive advantage New Zealand’s IT market underwent a dramatic change over the last 18
ensures IT executives will justify their budgets. Consequently a large months. The global recession severely impacted the private sector while
number of niche technology companies are doing well. public sector spending declined sharply. Together this created a
depressed technology sector. A lack of ongoing project work saw the
Changes to recruitment practices project delivery space fall quiet, impacting PMOs, Project Managers and
The past financial year could best be described as a year of two halves. In Business Analysts via downsizing and restructures.
the first half of the year, recruitment was not a priority. Headcount
reduced and companies spent a lot less time attracting and retaining staff. A marked reversal began in October 2009 with the resurgence of
business confidence. Today employers are resourcing for upcoming
In December 2009 a turnaround took place fuelled by broader economic projects as new budgets become available. Even those who are not
confidence. Astute companies began to focus on retention plans once actively recruiting at present are confident that budgets will allow hires
more. They worked with staff on their careers, offering training and over the coming months.
providing non-financial incentives.
Changes to recruitment practices
Positions in demand As budgets are released and the candidate market tightens, many
Across the board, many positions are in demand and skills shortages organisations have found the recruitment process to be time consuming
have again emerged. Specifically, within business companies are looking and frustrating. Companies are once again openly engaging with trusted
for strong Project Managers and Business Analysts with functional recruitment partners as a result.
experience. The development sector needs strong Microsoft development
skills as we move into the MS.Net 4.0 space, and 2010 versions of Many candidates are looking for a new role in response to staff treatment
Sharepoint and Visual Studio. JEE skills and Business Intelligence skills and employee satisfaction during the downturn. Consequently we
are sought as companies seek to gain advantage. Shortages have suggest employers measure their staff engagement levels internally and
emerged for strong web-based skills in applications to take advantage of actively work on their retention strategies.
the rollout of newer networks. Within infrastructure, convergence skills
are still in demand while virtualisation skills and strong Network Positions in demand
Engineers are needed. An encouraging sign of long-term recovery is the increased demand for
SDLC and business-focused Business Analysts (both Functional and
The birth of new technologies creates skills shortages as demand rises for Technical), driven by continual demand within the development domain.
particular skill sets. Consequently NBN, Cloud Computing, virtualisation
and smart grids are all areas that will see an increase in opportunities. Candidates with strong Microsoft .Net technology skills are needed, with
business intelligence, reporting and data warehousing projects remaining
Public sector trends popular. Mid to senior hands-on technical candidates in the .Net or Java
Hourly rates for contractors have started to increase, although they are domains as well as specialist skills in BizTalk, SharePoint, MOSS and
not expected to return to pre-GFC levels. Skills shortages continue for BI/DW remain strong areas of interest.
specialist Project Managers, Business Analysts and Test Analysts, despite
the high number of active candidates in the market. With new budgets being released and the project space picking up, the
ERP market is on the rise again with strong demand for skilled
When contractors are utilised, many organisations offer short-term PeopleSoft and SAP experts. This is driven by large corporate spend as
contracts of between three to six months, as opposed to 12 months or well as Public Sector activities.
longer which was the norm prior to the GFC.
Salary movements
The demand for excellent communications skills will continue across all Salaries for technical development roles remain constant. Those project-
areas of IT, as will the demand for candidates with more than the reliant candidates, such as Project Managers, Business Analysts, Project
required skill set. Coordinators and PMO Managers have become more flexible in both their
permanent and contract expectations as a result of decreased activity in
Salary movements this field over the last year. Infrastructure salaries also remain constant,
Permanent salaries have mostly remained steady over the past year. The although following initial restructures there has been a distinct lack of
implication of the economic downturn on salaries was offset by the movement within this space.
ongoing shortage of good IT skills in the areas listed above. Contract
rates were however impacted by market-driven reductions. Advice to candidates
The market is improving but tight controls remain on spending and a
With signs of life again appearing in Australia’s IT market, salaries have strong ROI is required prior to project approvals. So remain flexible in
started to move up. No massive increases have been noted, but there is a your remuneration expectations and ensure you are not pricing yourself
sense of cautious optimism. out of the market. All indications point to a good year for the IT sector,
so expect salaries and rates to increase in the latter part of the year once
In some areas such as Perth, salaries started to increase in the latter half of the market fully engages.
the financial year as an improving market corrected salaries and ongoing

System Support
& Administration Salaries in ‘000 Helpdesk Level 1 Support Level 2 Support Level 3 Support
NSW - Sydney 40 45 55 70
35 - 47 43 - 48 45 - 60 60 - 80
VIC - Melbourne 40 45 55 75
35 - 50 40 - 52 50 - 65 65 - 85
QLD - Brisbane 38 40 55 70
35 - 40 35 - 50 45 - 65 60 - 85
SA - Adelaide 35 40 50 65
30 - 40 35 - 45 45 - 55 55 - 70
WA - Perth 45 45 55 73
40 - 50 40 - 50 45 - 60 60 - 85
ACT - Canberra 38 43 50 65
33 - 45 38 - 48 45 - 60 60 - 75
TAS - Hobart 35 40 50 65
30 - 40 35 - 45 45 - 55 55 - 70
NT - Darwin 35 38 48 55
30 - 38 35 - 42 45 - 52 52 - 57
NZ - Auckland 38 40 55 65
35 - 42 38 - 45 45 - 60 60 - 80
NZ - Wellington 38 40 55 70
35 - 42 38 - 45 45 - 58 62 - 82
Systems Applications
Salaries in ‘000 Team Leader Helpdesk Manager
Administrator Support
NSW - Sydney 75 95 80 80
65 - 85 80 - 110 60 - 100 60 - 100
65 - 85 80 - 110 75 - 95 60 - 85
75 - 95 75 - 120 75 - 110 70 - 95
65 - 75 70 - 90 65 - 100 55 - 90
WA - Perth 65 83 75 70
60 - 75 65 - 100 60 - 90 50 - 80
65 - 100 55 - 85 70 - 100 55 - 80
TAS - Hobart 70 80 55 65
65 - 75 70 - 90 45 - 65 55 - 75
NT - Darwin 60 60 60 50
50 - 80 50 - 80 55 - 70 45 - 65
65 - 82 65 - 110 55 - 90 55 - 80
62 - 82 77 - 105 72 - 95 52 - 95
Notes
• All salaries shown exclude superannuation
• New Zealand salaries are represented in New Zealand Dollars

Network Management
Salaries in ‘000 DBA Network Security Network Designer Network Architect
NSW - Sydney 95 100 110 125

80 - 110 85 - 110 90 - 130 110 - 140
80 - 120 80 - 120 90 - 120 120 - 155
75 - 120 70 - 100 60 - 90 80 - 120
60 - 100 70 - 100 75 - 100 85 - 150
WA - Perth 95 95 90 115
80 - 110 70 - 120 80 - 100 100 - 130
70 - 100 70 - 90 65 - 100 80 - 120
TAS - Hobart 75 80 85 95
60 - 90 70 - 100 75 - 100 85 - 110
NT - Darwin 90 75 80 90
75 - 95 60 - 85 70 - 90 70 - 100
70 - 110 70 - 95 70 - 95 85 - 110
89 - 120 78 - 100 80 - 120 100 - 140
Data/Voice UNIX
Salaries in ‘000 Telco Engineer WAN Engineer
Engineer Administrator
NSW - Sydney 105 75 85 80
90 - 120 70 - 85 80 - 100 70 - 90
100 - 135 65 - 85 85 - 110 70 - 90
90 - 140 60 - 90 65 - 95 55 - 90
75 - 110 75 - 100 65 - 100 60 - 90
WA - Perth 110 80 80 75
80 - 130 60 - 100 65 - 95 65 - 90
85 - 110 50 - 75 60 - 85 60 - 90
TAS - Hobart 90 80 75 70
75 - 110 75 - 100 65 - 100 60 - 90
NT - Darwin 90 70 70 68
75 - 100 45 - 65 60 - 80 55 - 70
NZ - Auckland 110 70 80 75
85 - 150 55 - 100 70 - 105 65 - 85
85 - 140 60 - 83 73 - 92 73 - 86
Notes

Software Analyst Analyst

Programmer Team Leader Programmer
Salaries in ‘000 Programmer Programmer
MS.Net MS.Net MS.Net J2EE J2EE
NSW - Sydney 70 90 115 70 90
60 - 80 80 - 100 100 - 130 60 - 80 80 - 100
VIC - Melbourne 65 80 110 60 85
50 - 75 70 - 90 95 - 120 55 - 70 70 - 100
QLD - Brisbane 60 80 95 65 85
45 - 70 65 - 120 75 - 120 60 - 80 65 - 110
SA - Adelaide 55 75 90 55 75
40 - 60 65 - 85 85 - 100 40 - 60 65 - 85
WA - Perth 65 75 90 65 75
50 - 70 65 - 85 80 - 100 50 - 70 65 - 85
ACT - Canberra 60 75 85 60 90
50 - 65 60 - 80 60 - 100 50 - 95 70 - 100
TAS - Hobart 55 75 90 65 75
40 - 60 65 - 85 85 - 100 50 - 80 65 - 85
NT - Darwin 50 75 90 55 70
40 - 55 60 - 80 80 - 100 40 - 60 60 - 80
NZ - Auckland 55 70 90 55 70
45 - 65 60 - 85 75 - 110 42 - 65 60 - 85
NZ - Wellington 50 70 85 50 70
45 - 60 60 - 85 75 - 110 45 - 60 60 - 85
Team Leader Programmer Analyst Team Leader Applications

Salaries in ‘000 Programmer
J2EE Other Other Other Architect
NSW - Sydney 115 70 90 115 135
100 - 130 60 - 80 80 - 100 100 - 130 120 - 150
VIC - Melbourne 120 60 80 100 105
100 - 130 50 - 70 70 - 90 90 - 110 90 - 140
QLD - Brisbane 105 50 75 90 100
80 - 120 40 - 60 55 - 90 75 - 120 90 - 140
SA - Adelaide 90 55 75 90 105
85 - 100 40 - 60 65 - 85 85 - 100 90 - 115
WA - Perth 90 60 70 80 100
80 - 100 50 - 65 60 - 75 70 - 90 90 - 120
ACT - Canberra 95 50 70 100 110
70 - 100 45 - 55 60 - 73 90 - 120 100 - 140
TAS - Hobart 90 55 75 90 85
85 - 100 40 - 60 65 - 85 85 - 100 80 - 90
NT - Darwin 85 50 65 80 80
80 - 95 40 - 55 50 - 70 55 - 85 75 - 90
NZ - Auckland 90 45 55 80 105
75 - 110 40 - 55 45 - 65 70 - 85 85 - 120
75 - 110 40 - 55 45 - 65 70 - 85 75 - 110
Notes

Data
Database
Salaries in ‘000 Data Modeller DWH Designer ETL Developer
Developer
NSW - Sydney 80 90 110 100
65 - 90 80 - 100 90 - 120 90 - 110
60 - 90 70 - 90 90 - 120 75 - 105
65 - 95 65 - 90 80 - 140 70 - 110
55 - 70 60 - 75 70 - 100 70 - 95
WA - Perth 70 75 90 90
60 - 80 65 - 80 80 - 100 80 - 100
50 - 65 70 - 80 80 - 90 80 - 90
TAS - Hobart 55 75 90 85
40 - 60 65 - 85 85 - 100 80 - 90
NT - Darwin 50 75 85 85
45 - 55 65 - 80 70 - 90 75 - 90
NZ - Auckland 65 75 100 85
60 - 80 65 - 80 90 - 130 75 - 110
64 - 86 65 - 80 90 - 130 80 - 110
Salaries in ‘000 Report Writer Data Analyst BI Developer DWH DBA
NSW - Sydney 65 75 110 130

55 - 75 65 - 85 95 - 120 110 - 150
45 - 70 70 - 90 90 - 125 120 - 180
60 - 110 50 - 100 65 - 110 80 - 140
55 - 70 55 - 70 70 - 90 75 - 105
WA - Perth 65 75 90 120
57 - 70 60 - 85 75 - 100 100 - 130
40 - 60 60 - 75 75 - 90 90 - 125
TAS - Hobart 55 75 90 105
40 - 65 65 - 85 85 - 100 90 - 125
NT - Darwin 55 65 80 100
45 - 65 60 - 70 75 - 95 85 - 110
NZ - Auckland 55 70 80 110
50 - 65 65 - 80 75 - 90 90 - 120
55 - 67 65 - 75 77 - 86 86 - 100
Notes
• All Salaries shown exclude superannuation
• New Zealand Salaries are represented in New Zealand Dollars

Project Management
Systems Project
& Business Analysis Salaries in ‘000 BA - Junior BA - Mid BA - Senior
Analyst Administrator
NSW - Sydney 75 85 100 85 65
65 - 85 75 - 95 95 - 110 80 - 95 55 - 70
VIC - Melbourne 60 85 105 90 60
50 - 75 75 - 95 95 - 125 70 - 110 45 - 75
QLD - Brisbane 65 80 105 80 65
55 - 80 70 - 95 85 - 130 65 - 120 50 - 75
SA - Adelaide 50 75 87 75 58
50 - 65 70 - 80 80 - 110 65 - 90 55 - 70
WA - Perth 70 85 110 80 65
60 - 75 70 - 95 90 - 125 70 - 90 55 - 70
ACT - Canberra 80 90 105 100 60
70 - 105 75 - 110 90 - 125 90 - 120 50 - 75
TAS - Hobart 50 75 100 75 50
50 - 65 70 - 85 80 - 120 65 - 90 50 - 65
NT - Darwin 55 70 90 60 55
42 - 65 60 - 80 85 - 120 50 - 90 50 - 65
NZ - Auckland 60 75 85 75 60
48 - 65 65 - 85 75 - 100 70 - 90 55 - 70
57 - 72 67 - 90 80 - 110 70 - 90 48 - 50
Project Project Project Program

Salaries in ‘000 PMO Manager
Coordinator Manager Director Director
NSW - Sydney 75 120 150 170 130
65 - 80 110 - 130 130 - 170 155 - 215 110 - 160
VIC - Melbourne 80 110 140 170 120
65 - 90 80 - 150 130 - 180 130 - 180 100 - 140
QLD - Brisbane 85 110 145 160 100
70 - 115 85 - 130 120 - 200 120 - 220 70 - 145
SA - Adelaide 60 90 110 145 125
50 - 65 65 - 135 105 - 150 110 - 170 110 - 170
WA - Perth 75 120 150 170 120
65 - 80 90 - 125 140 - 170 150 - 180 90 - 130
ACT - Canberra 70 100 160 140 100
60 - 80 80 - 115 120 - 190 110 - 150 75 - 115
TAS - Hobart 75 90 100 145 125
70 - 85 80 - 110 100 - 150 110 - 170 110 - 170
NT - Darwin 70 80 100 120 100
60 - 75 70 - 90 85 - 130 100 - 125 100 - 110
NZ - Auckland 65 90 125 125 125
60 - 80 85 - 120 120 - 165 120 - 170 120 - 170
NZ - Wellington 65 100 145 170 135
58 - 70 86 - 130 130 - 170 140 - 220 130 - 148
Notes
• All Salaries shown exclude superannuation
• New Zealand Salaries are represented in New Zealand Dollars

Management
Development
Salaries in ‘000 CIO CTO IT Manager
Manager
NSW - Sydney 300 300 150 130
250 - 350 250 - 350 125 - 175 120 - 140
VIC - Melbourne 220 200 130 110
180 - 300 180 - 300 110 - 150 80 - 150
QLD - Brisbane 150 150 110 120
120 - 210 110 - 200 90 - 160 80 - 150
SA - Adelaide 150 120 100 90
110 - 190 100 - 140 85 - 110 80 - 130
WA - Perth 230 220 140 130
160 - 320 160 - 310 100 - 150 90 - 150
ACT - Canberra 150 145 110 140
130 - 175 130 - 165 80 - 125 120 - 150
TAS - Hobart 150 120 100 90
110 - 190 100 - 140 85 - 110 80 - 130
NT - Darwin 150 110 100 130
110 - 160 80 - 120 90 - 120 100 - 150
NZ - Auckland 135 135 120 105
120 - 220 120 - 180 95 - 150 80 - 120
NZ - Wellington 150 150 110 120
120 - 185 120 - 185 75 - 130 110 - 140
Salaries in ‘000 Infrastructure Manager Change Manager Service Delivery Manager
NSW - Sydney 110 110 120

100 - 120 100 - 120 100 - 140
VIC - Melbourne 120 120 100
90 - 150 80 - 140 80 - 140
QLD - Brisbane 115 100 100
85 - 150 70 - 115 90 - 150
SA - Adelaide 105 100 90
95 - 140 70 - 115 65 - 100
WA - Perth 120 120 110
100 - 135 90 - 135 90 - 125
ACT - Canberra 110 100 90
90 - 125 80 - 100 85 - 110
TAS - Hobart 105 100 90
95 - 140 75 - 115 65 - 95
NT - Darwin 100 100 90
100 - 120 80 - 110 85 - 110
NZ - Auckland 105 95 90
80 - 120 90 - 110 85 - 120
NZ - Wellington 110 98 95
90 - 132 92 - 110 88 - 130
Notes

Testing & QA
Test Team
Salaries in ‘000 Tester Test Analyst Test Manager QA Manager
Leader
NSW - Sydney 65 75 95 120 120
60 - 70 70 - 80 85 - 120 110 - 130 100 - 130
VIC - Melbourne 60 75 95 115 115
45 - 70 60 - 85 85 - 100 100 - 130 90 - 130
QLD - Brisbane 65 80 90 110 90
55 - 80 65 - 100 80 - 120 80 - 120 70 - 130
SA - Adelaide 60 70 85 90 90
55 - 70 65 - 80 75 - 90 80 - 100 80 - 100
WA - Perth 65 80 90 105 80
55 - 75 75 - 85 85 - 100 95 - 120 65 - 90
ACT - Canberra 75 85 90 130 85
60 - 85 70 - 100 70 - 90 120 - 145 60 - 90
TAS - Hobart 55 65 65 70 85
40 - 60 55 - 70 55 - 70 60 - 80 60 - 90
NT - Darwin 60 70 85 90 85
50 - 70 55 - 75 65 - 95 85 - 110 70 - 90
NZ - Auckland 55 65 90 110 110
50 - 65 55 - 80 80 - 110 95 - 120 95 - 120
NZ - Wellington 55 65 90 110 110
50 - 65 55 - 80 80 - 110 95 - 125 95 - 125
Miscellaneous
Technical
Salaries in ‘000 IT Trainer
Writer
NSW - Sydney 85 75
70 - 100 65 - 80
VIC - Melbourne 80 85
70 - 110 70 - 110
QLD - Brisbane 85 80
70 - 120 65 - 100
SA - Adelaide 72 75
60 - 80 65 - 85
WA - Perth 80 80
65 - 95 70 - 90
ACT - Canberra 80 80
75 - 120 75 - 100
TAS - Hobart 70 75
60 - 80 65 - 85
NT - Darwin 70 80
65 - 90 70 - 100
NZ - Auckland 63 73
50 - 70 55 - 85
NZ - Wellington 72 88
66 - 78 78 - 91
Notes

Australia Our international reach -
New South Wales operating in 28 countries
Sydney Austria
Chifley Tower T: 02 8226 9600
Hunter Street T: 02 9249 2200 Belgium
Spring Street T: 02 9221 5852
City South T: 02 9280 3577 Brazil
North Sydney T: 02 9957 5733
Chatswood T: 02 9411 8122 Canada
Parramatta T: 02 9635 1133
Liverpool T: 02 9601 8822
Burwood T: 02 9744 3344 China
Hurstville T: 02 9580 8333
Newcastle T: 02 4925 3663 Czech Republic
Wollongong T: 02 4222 0100
Denmark
Victoria
Melbourne France
360 Collins St T: 03 9604 9604
410 Collins St T: 03 8638 8400 Germany
St Kilda Rd T: 03 9804 5313
Mulgrave T: 03 8562 4250 Hong Kong
Moonee Ponds T: 03 9326 2149
Camberwell T: 03 9946 3500 Hungary
Geelong T: 03 5226 8000
Queensland India
Brisbane
Ireland
Brisbane T: 07 3243 3000
Brisbane City T: 07 3231 2600
Italy
Mt. Gravatt T: 07 3349 6563
Ipswich T: 07 3817 1900
Gold Coast T: 07 5571 0751 Japan
Townsville T: 07 4771 5100
Maroochydore T: 07 5412 1100 Luxembourg
Chermside T: 07 3259 4900
Netherlands
ACT
Canberra T: 02 6257 6344 Poland
Western Australia Portugal

Perth T: 08 9254 4595
Russia
South Australia
Adelaide T: 08 8231 0820 Singapore
Tasmania Spain
Hobart T: 03 6234 9554
Sweden
Northern Territory
Darwin T: 08 8943 6000 Switzerland
New Zealand
United Arab Emirates
Auckland T: 09 377 4774
South Auckland T: 09 525 1333
United Kingdom
Wellington T: 04 471 4490
Christchurch T: 03 377 6656
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many jurisdictions ©HAYS 2009.
This guide is reproduced in full in PDF

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THE 2010 HAYS

Thank you Feedback Disclaimer

2010 Hays Salary Guide | 3

“There is new optimism in the market with 67 per cent

2010 Hays Salary Guide | 5

1. On average in your last review,

Across all industries

More than 10%

Advertising & Media Construction, Property & Engineering

Financial Services Hospitality, Travel & Entertainment

6 | 2010 Hays Salary Guide

1. On average in your last review,

IT & Telecommunications Manufacturing

Mining & Resources Professional Services

Public Sector Retail

Transport & Distribution Other

2010 Hays Salary Guide | 7

2. When you next review, by

More than 10%

Advertising & Media Construction, Property & Engineering

Financial Services Hospitality, Travel & Entertainment

8 | 2010 Hays Salary Guide

2. When you next review, by

For specific industries 46%

IT & Telecommunications Manufacturing

Mining & Resources Professional Services

Public Sector Retail

Transport & Distribution Other

2010 Hays Salary Guide | 9

3. Does your company offer

79% 21% Yes

0% 20% 40% 60% 80% 100% No

Of those who answered yes, the

4. What is your company’s

Across all industries

10 | 2010 Hays Salary Guide

5. Over the last 12 months, have

Across all departments

0% 20% 40% 60% 80% 100% Remained the same

For specific departments

Human Resources Information Technology

2010 Hays Salary Guide | 11

5. Over the last 12 months, have

For specific departments 40%

6. Over the coming year, do you

Across all departments

0% 20% 40% 60% 80% 100% Remain the same

For specific departments

Accountancy & Finance Engineering

12 | 2010 Hays Salary Guide

6. Over the coming year, do you

2010 Hays Salary Guide | 13

7. If you expect staffing levels to

Employment of Part-time Staff

Employment of Casual Staff

Full time/Permanent Staff

0% 20% 40% 60% 80% 100%

8. How often do you employ

Across all departments

Regular ongoing basis

14 | 2010 Hays Salary Guide

8. How often do you employ

For specific departments