Private Practice Australia Survey 2007

Size: px
Start display at page:

Download "Private Practice Australia Survey 2007"

Transcription

1 07

2 Foreword 1 2 In Brief Partners Figures contained within tables in this survey have been rounded to the nearest $500 and are quoted in local currency. Designed by Savanah Design Mahlab Recruitment (NSW) Pty Ltd 2007 Mahlab Recruitment (VIC) Pty Ltd 2007

3 Foreword By Dr Bob Birrell n employers are about to experience some fundamental changes in the underlying domestic workforce situation. The annual rate of growth in s workforce (those either working or seeking work) which has recently been at a very high level of 2% or above, or over 200,000 per year, is about to fall. Over the next decade, the rate of workforce growth will subside to half this rate and the absolute number of net new entrants will fall below 100,000 per year. This will occur even if the present high rate of net overseas migration continues, and even if it is assumed, as I have in this projection, that the workforce participation rate of older workers continues to increase. Foreword The dominant reason for this impending change is the inevitable retirement of the large baby boomer generation, that is, those born in the 1950s and early 1960s. Assuming that the global economy continues to favour high growth in, the balance of power in the employment market will swing towards employees. In the case of professionals, shortages are likely to be particularly severe because of s poor higher education training record. There has been very little growth in domestic undergraduate commencements in s universities since Yet over the decade the numbers of persons employed as professionals in has increased by nearly 40%. Much of the shortfall has been covered by an increasing inflow of professionals through overseas movement. This number greatly exceeds the loss of resident professionals each year. When all such movements in and out of are taken into account, there was a net inflow of about 45,000 professionals in By contrast, in 2005 there were just 110,000 domestic undergraduate completions in n universities. As many employers will be well aware, the underlying mismatch between employer demand and domestic training is now manifesting in severe shortages across a variety of professions, including most health professions, engineering, accounting and, as the Mahlab survey indicates, law. The implication is that will have to sharply increase the level of domestic university training. To do so, a much larger share of the late teen to early 20s age group will have to be attracted to university than is currently the case. This in turn will require that the share of bright young people from lower middle and blue collar family backgrounds attending university has to increase. If this is to occur, university attendance will have to be made more welcoming than at present. Currently, most students face life at university without any government financial assistance for their living expenses at all, because of the ferocity of the means tests in place for the higher education Youth Allowance. Mahlab Recruitment 2007 page 1

4 In the case of law, there are plenty of well qualified prospective students eager to take on legal training. Moreover, n universities will expand their domestic enrolment levels now that they are free to offer an unlimited number of full fee places to domestic students, after they have filled their quota of subsidised places. Foreword The legal profession faces the moral issue of whether it is happy to go along with these arrangements, given that the likely outcome will be to remove access to the ranks of the profession for all but the well off. Bob Birrell is Reader in Sociology and Director of the Centre for Population and Urban Research at Monash University. Mahlab Recruitment 2007 page 2

5 Welcome to We re delighted to introduce you once again to s most comprehensive survey of the legal profession, encapsulating market trends and accurate, current remuneration ranges compiled after the standard annual review process for 1 July In Brief Information provided by respondents allows us to report with assurance on market conditions and broader employment issues facing organisations and individuals, including private practitioners here and overseas (employed solicitors and partners), corporate counsel and company secretaries, and marketing, human resources, and knowledge management professionals. We are pleased to include a foreword written by Dr Bob Birrell, Director of the Centre for Population and Urban Research and Reader in Sociology at Monash University. Dr Birrell has acted as an advisor on immigration issues to both Labor and Coalition governments and was a member of the Commonwealth Government s National Population Council from 1987 to Recently he was a member of the independent Review of the General Skilled Migration Program which reported in May We re sure you ll find his comments on the future of the n workforce thought provoking. Each year we aim to extend the reach and relevance of our survey. This year, for the first time, we have spread our research results and conclusions over 4 booklets, Corporate, International and Practice Development Professionals. We have extended our international coverage to include China and Hong Kong, London, the USA and the Middle East. After consultation with you, our clients and candidates, we have focused our questionnaires and our commentary for 2007 on three core areas: recruitment, remuneration and retention. Our survey reveals interesting trends and benchmarks across these inextricably linked drivers for employers, and areas of key interest to all employees saw an extraordinary year in legal recruitment, with heightened business activity placing heavy demands on practitioners at all levels and the professionals who support them. A shortage of talent in has led to the continuing development of creative recruitment and retention strategies, including increased use of sign on bonuses, spotters fees, hefty remuneration increases and bonuses, and aggressive headhunting. Overall, private practice salary bands rose by 4.65% nationally, with overall individual salaries rising by 14%, higher than last year s 8%, although increases exceeding 20% were reported by high performers. Bonus payments were more prevalent at 42%, up from 33% in Katherine Sampson Lisa Gazis Mahlab Recruitment 2007 page 3

6 Partner income has experienced significant increases, particularly in the larger firms. The sheer volume of work and client demands, and the resultant increase in drawings for partners at all levels has led to a slow down in partner movement, although the trend of senior partner movement into key general counsel roles continues. Corporate salaries also increased by 5.9% nationally as corporations compete with law firms for quality lawyers. Whilst Sydney and Melbourne continue to offer more in-house opportunities, the mining and resources boom has had a dramatic effect on the number of corporate roles in Perth and Brisbane. Interestingly, many lawyers returning from private practice roles overseas view an in-house role as their next career move. Many of the larger law firms now reluctantly accept that the lure of gaining overseas experience is often too strong for their young employees to resist, and encourage them to return to the firm in the future through ongoing alumni activities. The choice for lawyers in the international market has widened, with New York becoming an accessible and popular destination. Business activity in London continues to draw n and New Zealand practitioners, while the Middle East is also an attractive option. Interest in, and movement to the main Asian markets remains steady. In Brief Mahlab gratefully acknowledges the support of these industry associations in circulating links to the online questionnaire to their members. There was a significant increase in demand for company secretaries in A notable trend in company secretarial recruitment is the preference of many organisations to recruit legally qualified employees. There was also a strong increase in the number of individuals who hold combined general counsel and company secretary roles. Salary increases for practice development professionals increased, with HR professionals receiving significant increases of up to 13% for specialist roles. The national increase for marketers was 6.2% and 5.7% for knowledge management professionals. As with previous surveys, we are assisted in this ever expanding project by many organisations including n Corporate Lawyers Association (ACLA), Asia-Pacific Professional Services Marketing Association (APSMA), Victorian Women Lawyers, NSW Young Lawyers, Young Lawyers Section of the Law Institute of Victoria, Queensland Young Lawyers Inc, Precedents Network Group and Women Lawyers Association of NSW. We appreciate their ongoing involvement in making a success. Thank you. As always, we thank you, our clients and candidates, for taking the time to fill out the questionnaires. We greatly value your continued support and interest. Naturally, we are always keen to learn what you think. Please direct feedback to our consultants in either of our Melbourne or Sydney offices. Precedents Network Group Lisa Gazis Katherine Sampson Mahlab Recruitment 2007 page 4

7 To say that the past financial year has been a busy one would be an understatement. High levels of corporate activity have generated enormous opportunity for growth in private practice firms, resulting in interesting and challenging work at all levels and across all tiers. With the quality and volume of work on the rise, law firms have worked hard to retain their lawyers and to recruit new ones with significant remuneration increases designed to dilute the lure of overseas firms, perhaps reflecting an increased willingness of partners to share the profit with those who are necessary to generate it. In addition to the influx of quality work and the benefits which form the cornerstone of many retention strategies in local firms, talented lawyers are also enjoying a plethora of overseas and local in-house opportunities created by the buoyant economy. Consequently, although relatively happy with their current conditions, at least 29% of respondents to intend to pursue a lucrative overseas role. Indeed the overseas stint has become de rigueur for lawyers with 2+ years experience. This view is fuelled by key international practices conducting recruitment campaigns targeting the best and brightest legal talent from the n and New Zealand markets. Simultaneously the in-house sector showed increased interest in recruiting lawyers at the 2 6 year level. With the demand for lawyers consistently outstripping supply at this intermediate level, the catch cry from firms for was severe candidate shortage. Areas of practice in which the demand for lawyers was strongest in in Melbourne included corporate/commercial (particularly mergers & acquisitions), private equity, banking & finance and property. Tax, litigation, projects and workplace relations have also been busy. In Sydney, the highest level of recruitment activity was in corporate, mergers & acquisitions, banking & finance, construction (front end), employment and financial services (funds management and superannuation). law firms have worked hard to recruit and retain their lawyers National salary increases of 14% Brisbane and Perth have also generated strong needs for lawyers with 2 5 years experience across most practice areas. The need for lawyers with construction/infrastructure, projects, commercial property and energy & resources experience has been acute and this need has resulted in a steady increase in salaries. Perth has been exceptionally busy with significant activity in the energy & resources and Public Private Partnerships areas generated by the major resources players and government authorities. Offering high profile, cutting-edge work, Perth is fast becoming a favoured destination for lawyers. Consequently the migration of Perth based lawyers to the east has slowed down. The lawyers enjoying this resources boom are also attracting interest from international firms, particularly in the UK and Middle East. Faced with the dual conditions of busy practice groups and fierce competition for a seemingly shrinking pool of talented lawyers, local firms are engaging teams of partners and their star lawyers in their recruitment drives. As a recruitment strategy this has been particularly effective. Executive search, traditionally used to source senior lawyers for specialist roles, is now used routinely to fill vacancies at all levels. Mahlab Recruitment 2007 page 5

8 Firms also showed greater interest in high calibre candidates seeking part time or flexible work arrangements, as well as contract lawyers or lawyers trained interstate or overseas. An increasing number of firms sweetened their offers with sign on bonuses, as verified by 17% of respondents confirming receipt of a sign on bonus comprising a one-off lump sum payment (usually refundable upon resignation within 6 or 12 months of joining the firm). More than half of the respondents to were satisfied with the outcome of their salary review. This is not surprising considering that salary bands rose by an average of 4.65% nationally and individual salaries rose by an average of 14% nationally. Lawyers in Sydney and Perth enjoyed the highest increases with some high performers achieving increases exceeding 20%. Melbourne and Brisbane followed closely behind. As with last year, and not surprisingly, lawyers paid at the higher end of bands were those whose performance was rated as outstanding. The percentage of respondents confirming that their firm also offered discretionary performance based bonuses rose to 42%. 35% of respondents who had moved to a new role within the last 12 months had also received a salary increase following completion of their probation. The development and implementation of innovative and effective retention strategies has been a key focus for firms as they grapple with the demands of generation Y lawyers. Policies for flexibility, diversity and equality in the workplace as well as leadership, networking, marketing and management training, mentoring and coaching programs have again featured in , especially at senior associate level. Firms have also continued to offer secondments, travel and study assistance. Several have developed sophisticated alumni programs to maximise the possibility of securing lawyers returning from overseas but also to maintain a network with those working locally. Notwithstanding these efforts, in more than half of the respondents reported that they were considering leaving their current position (58%). This compares to 49% last year. Interestingly the percentage of respondents considering a move to another law firm dropped from 43% in to 30% in The percentage of respondents who expressed an interest in pursuing partnership also dropped from 56% last year to 42% this year. In % of respondents were most likely to pursue a role overseas, 27% expressed interest in making a move in-house and 7% were likely to leave the law altogether. The most important factors that would influence a move were reported, in order, as remuneration, work/life balance, career progression and quality of work. In the top 3 factors were identical but in a different order, with career progression topping the list. Remuneration, the leading factor in , was also cited by respondents as the prime reason for moving overseas. Importantly, when asked what their firms could do to increase their job satisfaction, respondents listed a better work/life balance, effective and meaningful performance reviews and better leadership and management by partners ahead of remuneration. Lawyers it seems, do not measure job satisfaction solely by how much they are paid. However, when it comes to moving, remuneration features as a key consideration. The message is that all these factors are important when developing retention strategies. Salary increases designed to dilute the lure of overseas firms Mahlab Recruitment 2007 page 6

9 Sydney Salaries Top Tier Firms* Year level Range Mode Graduate $63,000 $70,000 $65,000 1 $72,000 $80,000 $75,000 2 $80,000 $95,000 $87,000 3 $90,000 $115,000 $103,000 4 $95,000 $135,000 $115,000 5 $100,000 $145,000 $125,000 SA 1 $130,000 $145,000 $135,000 SA 2 $140,000 $165,000 $155,000 SA 3 $150,000 $190,000 $170,000 SA 4 $160,000 $220,000 $180,000 SA 5 Special Counsel $180,000 $295,000 $220,000 Mid Tier Firms Year Level Range Mode Graduate $50,000 $66,000 $60,000 1 $59,000 $78,000 $70,000 2 $67,000 $85,000 $78,000 3 $68,000 $105,000 $90,000 4 $78,000 $130,000 $102,000 5 $98,000 $125,000 $110,000 SA 1 $105,000 $145,000 $125,000 SA 2 $114,000 $150,000 $135,000 SA 3 $123,000 $180,000 $145,000 SA 4 $135,000 $180,000 $150,000 SA 5 Special Counsel $145,000 $255,000 $190,000 Small Firms Year Level Range Mode Graduate $45,000 $65,000 $50,000 1 $50,000 $70,000 $58,000 2 $56,000 $80,000 $67,000 3 $65,000 $100,000 $76,000 4 $75,000 $110,000 $88,000 5 $80,000 $120,000 $100,000 SA 1 $98,000 $120,000 $108,000 SA 2+ $105,000 $220,000 $155,000 * This category also includes some practices with a strong presence in a particular city as well as a limited number of boutique practices. Figures include superannuation but do not include bonuses or other benefits. Given that firms take into account a range of factors when determining remuneration, an individual s position within a band will vary based on their background, experience and performance. Lawyers paid at the higher end of the bands are usually top performers and/or employees who bring with them an additional skill that is over and above the general requirements of the role. For tailored advice, please contact our consultants. Mahlab Recruitment 2007 page 7

10 Melbourne Salaries Top Tier Firms* Year level Range Mode 1 $57,500 $70,000 $65,000 2 $64,000 $90,000 $80,000 3 $68,000 $105,000 $90,000 4 $85,000 $120,000 $100,000 5 $90,000 $140,000 $120,000 SA1 $110,000 $170,000 $130,000 SA2 $125,000 $180,000 $145,000 SA3 $130,000 $210,000 $155,000 SA4 $140,000 $245,000 $185,000 SA5 Special Counsel $165,000 $290,000 $215,000 Mid Tier Firms Year level Range Mode 1 $53,000 $74,000 $60,000 2 $58,000 $80,000 $71,500 3 $66,500 $105,000 $82,500 4 $76,500 $120,000 $95,000 5 $92,000 $125,000 $110,000 SA1 $95,000 $130,000 $125,000 SA2 $125,000 $140,000 $132,000 SA3 $130,000 $160,000 $145,000 SA4 $140,000 $222,000 $175,000 SA5 Special Counsel $145,000 $260,000 $195,000 Small Firms Year level Range Mode 1 $38,500 $57,000 $48,000 2 $43,000 $70,000 $60,000 3 $48,000 $78,500 $67,500 4 $52,500 $85,500 $73,000 5 $61,500 $116,000 $80,000 SA1 $77,000 $130,000 $96,500 SA2 $85,000 $197,000 $135,000 * This category also includes some practices with a strong presence in a particular city as well as a limited number of boutique practices. Figures include superannuation but do not include bonuses or other benefits. Given that firms take into account a range of factors when determining remuneration, an individual s position within a band will vary based on their background, experience and performance. Lawyers paid at the higher end of the bands are usually top performers and/or employees who bring with them an additional skill that is over and above the general requirements of the role. For tailored advice, please contact our consultants. Mahlab Recruitment 2007 page 8

11 Brisbane Salaries Top Tier Firms* Year Level Range Mode 1 $50,000 $62,000 $60,000 2 $65,000 $75,000 $67,000 3 $65,000 $85,000 $78,000 4 $76,000 $100,000 $90,000 5 $87,000 $110,000 $96,000 SA 1 $105,000 $125,000 $110,000 SA 2 $110,000 $138,000 $118,000 Perth Salaries Top Tier Firms* Year Level Range Mode 1 $60,000 $70,000 $65,000 2 $67,000 $85,000 $78,000 3 $75,000 $95,000 $90,000 4 $85,000 $128,000 $105,000 5 $95,000 $130,000 $110,000 SA 1 $118,000 $130,000 $125,000 SA 2 $125,000 $160,000 $135,000 Adelaide Salaries Top Tier Firms* Year level Range Mode 1 $42,500 $56,500 $50,000 2 $50,000 $68,000 $60,900 3 $55,000 $78,000 $70,000 4 $60,000 $95,000 $80,000 5 $65,500 $115,000 $88,500 SA1 $74,000 $125,000 $105,000 SA2 $88,000 $175,000 $130,000 * This category also includes some practices with a strong presence in a particular city as well as a limited number of boutique practices. Figures include superannuation but do not include bonuses or other benefits. Given that firms take into account a range of factors when determining remuneration, an individual s position within a band will vary based on their background, experience and performance. Lawyers paid at the higher end of the bands are usually top performers and/or employees who bring with them an additional skill that is over and above the general requirements of the role. For tailored advice, please contact our consultants. Mahlab Recruitment 2007 page 9

12 Benefits Offered in to Lawyers % of surveyed lawyers offered benefit Benefit Technology Mobile phone Laptop Home computer Internet connection 9 13 Blackberry 8 23 Financial Share plans/options n/a 2 Vehicle 2 2 Car parking Additional superannuation 3 5 After hours travel allowance Subsidised meals Income protection insurance Life insurance Private health insurance 4 6 Paid parental leave Lifestyle Additional leave without pay Reduced working days per week Work from home Gym membership Stress management (yoga, massage, chiropractic) Career Development Secondments local Secondments international Travel interstate Travel international Management training Professional memberships Further study full fees Further study part fees Paid study leave Unpaid study leave Mahlab Recruitment 2007 page 10

13 Partners With strong market conditions, has been characterised by high levels of corporate activity, prolific working hours, and soaring billings, all resulting in significant revenue growth. In particular, the corporate/commercial, private equity and banking & finance practice areas have benefited greatly from the buoyant economy. Business growth is not however the sole factor behind partners working the sort of hours not seen since the heady 1980 s. The high attrition rate of more junior lawyers to take up positions overseas has seriously depleted the associate and senior associate ranks of all major law firms. As a consequence, partners are spending longer hours in the office servicing their clients needs. Law firms have attempted to harness the opportunities afforded by the busier market to expand their practices, acquire practices and merge with other firms. Partner search is at an all time high with firms aggressively recruiting laterally. However, while partners are busy billing and earning well, they are less inclined to look around for new roles. Over the past year, partner movement has been principally motivated by the desire to achieve greater work/life balance or greater control in terms of the management of one s own practice and input into that of the firm generally. The trend of partners to downsize from the larger, highly structured firms to mid tier or boutique firms has continued. The past year has seen the movement of whole teams to firms offering greater flexibility and more opportunity for input into firm direction. It does not appear that drawings are reduced to any significant extent. In fact, the reduced cost structure of the smaller firm often affords greater gains in income. Partners Significant revenue growth Busier market affords opportunities to expand, acquire and merge A trend that has emerged in the past few years is the establishment of small, commercially focused CBD firms comprising partners with similar values to those at major firms. Bringing quality client bases, they aim to maintain a harmonious, collegiate atmosphere, and individual management of their practices. There is still considerable interest at senior levels in legal and management roles in-house. This push has accelerated over the past year as a result of the groundswell at the more junior ranks. Partnership is seen as a less attractive option for younger lawyers. Only a minority (15 20%) of lawyers work their way up through the ranks of private practice to partnership and now more partners are putting their hands up for the opportunity to diversify. The increasing flexibility of movement between private practice and in-house can pave the way for future opportunities in business and management roles in the broader context. Mahlab Recruitment 2007 page 11

14 What defines the current trend in partner movement is that continuing at one s current firm is, in fact, a decision. Save for the more senior partners who have opted to finish their careers with their present law firm, all partners in the current market are potentially moveable. Discontent comes in many forms: levels of remuneration, lack of work/life balance, or the perennial politics of the law firm. Loyalty, both that of the partnership and clients, is clearly a thing of the past. Client bases are fragile at the best of times. In an increasingly competitive environment, there is little tolerance for a declining practice. Moving to a smaller firm which can appreciate the client mix of a diminished practice and the skill set of the experienced practitioner is an excellent option. Minimum practices of $1.2 $1.5 million are generally required for equity in mid tier firms and around $700,000 $900,000 in small firms, in contrast to the $2 million plus requirement of top tier law firms. However, partnerships of all sizes will continue to grow while the economy remains buoyant, whether this growth is due to lateral recruitment or internal promotions. Partners Partners work longer hours to service client needs Mahlab Recruitment 2007 page 12

15 Partnership Salaries Sydney Mode Top Tier Firms* $1,084,000 Mid Tier Firms 676,500 Small Firms 442,800 Partners Melbourne Mode Top Tier Firms* $1,028,500 Mid Tier Firms $588,000 Small Firms $368,000 Brisbane Mode Top Tier Firms* $795,000 Mid Tier Firms $520,000 Small Firms $285,000 Perth Mode Top Tier Firms* $805,000 Mid Tier Firms $543,000 Small Firms $372,000 Adelaide Mode Top Tier Firms* $780,000 Mid Tier Firms $510,000 Small Firms $280,000 *This category also includes some practices with a strong Presence in a particular city as well as a limited number of boutique practices. Figures include superannuation but do not include bonuses or other benefits. Mahlab Recruitment 2007 page 13

16 Benefits Offered in to Partners % of surveyed partners offered benefit Benefit 2007 Partners Technology Mobile phone 83 Laptop 63 Home computer Internet connection 50 Blackberry 41 Financial Share plans/options 0 Vehicle 6 Car parking 67 Additional superannuation 12 After hours travel allowance 25 Subsidised meals 37 Income protection insurance 37 Life insurance 27 Private health insurance 6 Paid parental leave 19 Lifestyle Additional leave without pay 31 Reduced working days per week 19 Work from home 50 Gym membership 12 Stress management (yoga, massage, chiropractic) 12 Career Development Secondments local 0 Secondments international 6 Travel interstate 50 Travel international 31 Management training 56 Professional memberships 88 Further study full fees 31 Further study part fees 36 Paid study leave 50 Unpaid study leave 50 Mahlab Recruitment 2007 page 14

17 Melbourne Level 1, 535 Bourke Street, Melbourne 3000 Sydney Level 9, 6 O'Connell Street, Sydney 2000 T: (03) F: (03) E: T: (02) F: (02) E:

PRIVATE PRACTICE AUSTRALIA INTERNATIONAL

PRIVATE PRACTICE AUSTRALIA INTERNATIONAL PRIVATE PRACTICE AUSTRALIA INTERNATIONAL Mahlab gratefully acknowledges the support of the following industry associations in sharing access to the Mahlab Survey with their members: All artwork reproduced

More information

Mahlab Report 2015. Private Practice. Australia International

Mahlab Report 2015. Private Practice. Australia International Mahlab Report 2015 Private Practice Australia International Mahlab Report 2015 Private Practice Australia International Introduction...1 Partners...6 Private Practice Lawyers...8 International... 14 All

More information

Salary Survey 2013. Building partnerships, developing solutions & creating a safer future

Salary Survey 2013. Building partnerships, developing solutions & creating a safer future Salary Survey Building partnerships, developing solutions & creating a safer future www.nsrltd.com.au 1300 722 693 Contents Foreword 3 Introduction & methodology 4 Key findings & summary 5 Demographics

More information

Salary Survey 2014. legal talent

Salary Survey 2014. legal talent Salary Survey 2014 legal talent legal talent Welcome to the 2014 edition of enl Legal s annual salary survey. This has been compiled using results gathered from a comprehensive national survey of law firms

More information

Report into the Rural, Regional and Remote Areas Lawyers Survey. Prepared by the Law Council of Australia and the Law Institute of Victoria

Report into the Rural, Regional and Remote Areas Lawyers Survey. Prepared by the Law Council of Australia and the Law Institute of Victoria Report into the Rural, Regional and Remote Areas Lawyers Survey Prepared by the Law Council of Australia and the Law Institute of Victoria July 2009 Acknowledgements The Law Council is grateful for the

More information

Queensland Legal Salary Survey Report 2011. A guide to salaries and recruiting trends for the Queensland legal profession.

Queensland Legal Salary Survey Report 2011. A guide to salaries and recruiting trends for the Queensland legal profession. Queensland Legal Salary Survey Report 2011 A guide to salaries and recruiting trends for the Queensland legal profession. thanks for participating We would like to express our gratitude to all who participated

More information

Legal in-house financial services salary guide 2011. taylorroot.com

Legal in-house financial services salary guide 2011. taylorroot.com Legal in-house financial services salary guide 2011 Introduction Our legal financial services division specialises in recruiting permanent and temporary legal professionals at all levels from paralegals

More information

HUDSON SALARY GUIDES 2015

HUDSON SALARY GUIDES 2015 Australia HUDSON SALARY GUIDES 2015 Legal about this publication This Salary Guide is a compilation of salary and market information provided by Hudson consultants, clients, candidates and other sources

More information

TECHNOLOGY SALARY & EMPLOYMENT. technology FORECAST

TECHNOLOGY SALARY & EMPLOYMENT. technology FORECAST FORECAST TECHNOLOGY ENCYCONSTRUCTIONDIGITALENGINEERINGFINANCEFINANCIALSERVICESHOSPITALITY&LEISU ANRESOURCESLEGALMANUFACTURINGMARKETINGMINING&RESOURCESOIL&GASPROCURE PROPERTYRETAILSALESSUPPLYCHAIN&LOGISTICSTECHNOLOGYAGENCYCONSTRUCTIONDIG

More information

MEDIA RELEASE. Survey 2012: Re-shaping the Model The Push to Go Global

MEDIA RELEASE. Survey 2012: Re-shaping the Model The Push to Go Global Mahlab Recruitment To: MEDIA RELEASE Attention Date: 3 August 2012 Re: Survey 2012 From: Mahlab Recruitment Contact: Sophie Waters Survey 2012: Re-shaping the Model The Push to Go Global Today, Mahlab

More information

FORECAST GINEERINGFINANCEHRMANUFACTURINGTECHNOLOGYSALESRETAILDIGITALAGENCYENGINE

FORECAST GINEERINGFINANCEHRMANUFACTURINGTECHNOLOGYSALESRETAILDIGITALAGENCYENGINE market overview FORECAST IGITALAGENCYENGINEERINGFINANCEHRMANUFACTURINGTECHNOLOGYSALESRETAILDIGIT LAGENCYENGINEERINGFINANCEHRMANUFACTURINGTECHNOLOGYSALESRETAILDIGITALAG NCYENGINEERINGFINANCEHRMANUFACTURINGTECHNOLOGYSALESRETAILDIGITALAGENCYE

More information

KEEP TRACK OF THE TRENDS INSIGHTS FROM THE EXPERTS. The 2015 Hays Salary Guide: Salary & Recruiting Trends. hays.com.au hays.net.

KEEP TRACK OF THE TRENDS INSIGHTS FROM THE EXPERTS. The 2015 Hays Salary Guide: Salary & Recruiting Trends. hays.com.au hays.net. KEEP TRACK OF THE TRENDS INSIGHTS FROM THE EXPERTS The 2015 Hays Salary Guide: Salary & Recruiting Trends hays.com.au hays.net.nz OPPORTUNITIES FOR GROWTH We are on the verge of a significant shift in

More information

Employee Benefits Report 2014

Employee Benefits Report 2014 Employee Benefits Report 2014 Foreword Attraction, Retention, Motivation: from listening to our clients these are the three most common words used when discussing employees. And given that the war for

More information

HUDSON SALARY GUIDES 2015

HUDSON SALARY GUIDES 2015 Australia HUDSON SALARY GUIDES 2015 Human Resources about this publication This Salary Guide is a compilation of salary and market information provided by Hudson consultants, clients, candidates and other

More information

Tax Market Report 2013-2014. Executive Search and Selection Market Intelligence & Research Remuneration Studies Talent Mapping Career Management

Tax Market Report 2013-2014. Executive Search and Selection Market Intelligence & Research Remuneration Studies Talent Mapping Career Management Tax Market Report 2013-2014 Executive Search and Selection Market Intelligence & Research Remuneration Studies Talent Mapping Career Management Jon Michel Executive Search ABN 75 068 366 101 www.jmes.com.au

More information

NEW ZEALAND 2014/15. salary & employment FORECAST. & construction

NEW ZEALAND 2014/15. salary & employment FORECAST. & construction NEW ZEALAND 2014/15 salary & employment FORECAST property & construction ANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&CONSTRUCTION SFINANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&CONSTRUC

More information

employment insights 2013/14

employment insights 2013/14 salary & employment insights 2013/14 legal Australia table of contents Introduction About Hudson legal under pressure: doing more with less is the new commercial reality Market commentary conclusions salary

More information

Manager briefing. Gender pay equity guide for managers GENDER P Y EQUITY

Manager briefing. Gender pay equity guide for managers GENDER P Y EQUITY Manager briefing Gender pay equity guide for managers GENDER P Y EQUITY Manager briefing Gender pay equity guide for managers Managers play a vital role in addressing pay equity as they are responsible

More information

Legal Private Practice Market Report & Salary Survey 2012/2013 Hong Kong

Legal Private Practice Market Report & Salary Survey 2012/2013 Hong Kong Legal Private Practice Market Report & Salary Survey 2012/2013 Hong Kong Introduction Welcome to the Taylor Root Hong Kong Private Practice market report for 2012/2013. Our report includes an appraisal

More information

THE HUDSON REPORT HONG KONG EMPLOYMENT AND HR TRENDS OCTOBER - DECEMBER 2011 FROM GREAT PEOPLE TO GREAT PERFORMANCE

THE HUDSON REPORT HONG KONG EMPLOYMENT AND HR TRENDS OCTOBER - DECEMBER 2011 FROM GREAT PEOPLE TO GREAT PERFORMANCE THE HUDSON REPORT EMPLOYMENT AND HR TRENDS OCTOBER - DECEMBER 2011 HONG KONG FROM GREAT PEOPLE TO GREAT PERFORMANCE INTRODUCTION The Hudson Report is an established and highly respected publication, based

More information

Salary & Employment Forecast HONG KONG 2014

Salary & Employment Forecast HONG KONG 2014 Salary & Employment Forecast HONG KONG 2014 legal Market Analysis Recruitment Activity Strength of current hiring activity compared to the last 12 months Expectation of a professional skills shortage in

More information

2015 GREATER CHINA SALARY & EMPLOYMENT OUTLOOK 2015/16 AUSTRALIAN OUTLOOK 1 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK

2015 GREATER CHINA SALARY & EMPLOYMENT OUTLOOK 2015/16 AUSTRALIAN OUTLOOK 1 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK 2015 GREATER CHINA SALARY & EMPLOYMENT OUTLOOK SALARY & EMPLOYMENT 2015/16 AUSTRALIAN OUTLOOK 1 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK CONTENTS Click on the below headings to navigate to each section.

More information

Salary Survey 2012 London Private Practice

Salary Survey 2012 London Private Practice Salary Survey 2012 London Private Practice 1 gmk is a legal recruitment company specialising in the placement of lawyers at all levels in private practice. Founded in 1998, we place lawyers in London,

More information

US law firms in London Associate salary guide 2011/2012

US law firms in London Associate salary guide 2011/2012 US law firms in London Associate salary guide 2011/2012 US law firms in London: Associate salary guide 2011 About the survey Market overview The results of this survey relate to UK qualified associates

More information

new zealand law society & hays legal salary guide 2015

new zealand law society & hays legal salary guide 2015 new zealand law society & hays legal salary guide 2015 A guide to salaries and recruiting trends for the New Zealand legal profession. CONTENTS introduction 3 thank you 3 Foreword 4 SECTION ONE: MARKET

More information

Employee Benefit Trends Study Australia

Employee Benefit Trends Study Australia Employee Benefit Trends Study Australia The easy and effective way to differentiate your business Contents About us 1 Global expertise 1 1. Latest trends in employee benefits 2 2. Key issues 3 3. The rest

More information

2015 WAS A MIXED YEAR FOR THE INDONE- SIAN RECRUITMENT MARKET.

2015 WAS A MIXED YEAR FOR THE INDONE- SIAN RECRUITMENT MARKET. Indonesia 2015 WAS A MIXED YEAR FOR THE INDONE- SIAN RECRUITMENT MARKET. A slowdown in growth, political challenges, a continuing failure to address critical infrastructure issues and a declining rupiah

More information

It s great to be working for a bank that helps build a future for local business and industry.

It s great to be working for a bank that helps build a future for local business and industry. Total Reward Terms and conditions apply please refer to the BNZ Intranet or your People Leader for full details. All benefits contained in this document are not part of the terms and conditions of employment.

More information

Australian Market Insights & Salary Guide General Insurance

Australian Market Insights & Salary Guide General Insurance Australian Market Insights & Salary Guide General Insurance 2016 Contents Executive Summary 3 Market Overview 4 Salary Guide 10 About Marks Sattin 11 Contact us 11 These survey results are recognised throughout

More information

THE 2011 HAYS SALARY GUIDE SHARING OUR EXPERTISE. Salaries and recruiting trends across Australia and New Zealand.

THE 2011 HAYS SALARY GUIDE SHARING OUR EXPERTISE. Salaries and recruiting trends across Australia and New Zealand. THE 2011 HAYS SALARY GUIDE SHARING OUR EXPERTISE Salaries and recruiting trends across Australia and New Zealand. hays.com.au hays.net.nz Contents 3 Hays Australia & New Zealand - Facts & Figures Section

More information

career legal Market Review

career legal Market Review career legal Market Review & Salary Survey 2013 introduction Welcome to the Career Legal Market Review and Salary Survey for 2013. Following a turbulent time across the industry over the last few years

More information

NEW ZEALAND 2014/15 FORECAST ESFINANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&CONSTRU

NEW ZEALAND 2014/15 FORECAST ESFINANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&CONSTRU NANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&CONSTRUCTIO ESFINANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&CONSTRU SALESFINANCEMARKETINGOFFICESUPPORTPROCUREMENT&SUPPLYCHAINPROPERTY&CONS

More information

New Zealand Law Society/ Momentum Legal Salary Survey 2012

New Zealand Law Society/ Momentum Legal Salary Survey 2012 New Zealand Law Society/ Momentum Legal Salary Survey 2012 This is the second year that the New Zealand Law Society and Momentum have combined to carry out a survey of legal salaries. The objective is

More information

HARNHAM DATA & ANALYTICS SALARY GUIDE 2013 The definitive source of salary information for the UK Data & Analytics market

HARNHAM DATA & ANALYTICS SALARY GUIDE 2013 The definitive source of salary information for the UK Data & Analytics market HARNHAM DATA & ANALYTICS SALARY GUIDE 2013 The definitive source of salary information for the UK Data & Analytics market HARNHAM SALARY GUIDE 2013 - PAGE 2 SEEKING ROLES THIS YEAR SALARY GUIDE INTRODUCTION

More information

The 5 Forces that are Changing Employee www.namely.com Performance Reviews

The 5 Forces that are Changing Employee www.namely.com Performance Reviews REINVENTING THE PERFORMANCE REVIEW The 5 Forces that are Changing Employee Performance Reviews 1 REINVENTING THE PERFORMANCE REVIEW The 5 Forces that are Changing Employee Performance Reviews Summary This

More information

CommBank Accounting Market Pulse Conducted by Beaton Research + Consulting

CommBank Accounting Market Pulse Conducted by Beaton Research + Consulting CommBank Accounting Market Pulse Conducted by Beaton Research + Consulting July 215 COMMBANK ACCOUNTING MARKET PULSE JULY 215 Contents Foreword 2 Economic outlook 3 Snapshot of survey findings 5 Business

More information

CommBank Accounting Market Pulse. Conducted by Beaton Research + Consulting November 2014

CommBank Accounting Market Pulse. Conducted by Beaton Research + Consulting November 2014 CommBank Accounting Market Pulse. Conducted by Beaton Research + Consulting November 2014 Contents Increasing confidence underpinned by strong economic outlook 2 Australian economic outlook 3 November

More information

KEEP TRACK OF THE TRENDS INSIGHTS FROM THE EXPERTS. The 2015 Hays Salary Guide: Salary & Recruiting Trends. hays.com.au hays.net.

KEEP TRACK OF THE TRENDS INSIGHTS FROM THE EXPERTS. The 2015 Hays Salary Guide: Salary & Recruiting Trends. hays.com.au hays.net. KEEP TRACK OF THE TRENDS INSIGHTS FROM THE EXPERTS The 2015 Hays Salary Guide: Salary & Recruiting Trends hays.com.au hays.net.nz OPPORTUNITIES FOR GROWTH We are on the verge of a significant shift in

More information

Workforce Management Plan 2013-2017

Workforce Management Plan 2013-2017 Workforce Management Plan 2013-2017 Adopted on Wednesday 19 June 2013 Contents Message from the General Manager 5 city Plan: Cascade of Plans 6 our Vision, Mission and Community Outcomes 7 Introduction

More information

MASTER OF FINANCIAL PLANNING COURSE BROCHURE. Your success is how we measure our own

MASTER OF FINANCIAL PLANNING COURSE BROCHURE. Your success is how we measure our own MASTER OF FINANCIAL PLANNING COURSE BROCHURE Your success is how we measure our own Contents Master of Financial Planning 4 Graduate Diploma of Financial Planning 5 Graduate Certificate of Financial Planning

More information

avoiding the top 10 recruiting mistakes BeaconFey

avoiding the top 10 recruiting mistakes BeaconFey avoiding the top 10 recruiting mistakes BeaconFey Better thinking. Better results. market situation The future is now! >Experts say that the country s nursing corps is aging faster than nearly any other

More information

2013 RAIL SALARY SURVEY

2013 RAIL SALARY SURVEY 2013 RAIL SALARY SURVEY KINETIC RECRUITMENT Kinetic Recruitment is an award-winning recruitment solutions provider operating within the Australian Rail, Defence, Energy & Resources and ing marketplaces,

More information

redefining financial recruitment salary survey 2016

redefining financial recruitment salary survey 2016 redefining financial recruitment salary survey 2016 INTRODUCtion & background It is no surprise that this phenomenal escalation in demand for finance professionals both part and fully qualified has intensified

More information

Asia Salary Guide 2011-2012. Reputation is everything

Asia Salary Guide 2011-2012. Reputation is everything Asia Salary Guide 2011-2012 Reputation is everything Contents Executive Summary... 3 Salary Tables Banking & Financial Services Market Overview... 4 Project Management & Business Analysis... 5 Senior Management...

More information

2013 Salary + Benefits Benchmarker. douglas scott. legal recruitment. So, where does the happiest person in legal work?

2013 Salary + Benefits Benchmarker. douglas scott. legal recruitment. So, where does the happiest person in legal work? 2013 Salary + Benefits Benchmarker So, where does the happiest person in legal work? Introduction The happiest person in legal is a 4 years PQE Solicitor working for a big city based Top 50 UK commercial

More information

Commonwealth Bank Legal Market Pulse report

Commonwealth Bank Legal Market Pulse report Commonwealth Bank Legal Market Pulse report Conducted by Beaton Research + Consulting 3 Contents Confidence continues to rise as long-term outlook improves 2 Economic Update 3 Overall Business Conditions

More information

HUDSON SALARY GUIDES 2015

HUDSON SALARY GUIDES 2015 Australia HUDSON SALARY GUIDES 2015 Office Support about this publication This Salary Guide is a compilation of salary and market information provided by Hudson consultants, clients, candidates and other

More information

Managing Staff Retention

Managing Staff Retention Managing Staff Retention Stephen Bevan, Institute for Employment Studies It wasn t so long ago that UK employers were worried about labour surpluses. Inevitably, as recession turns into boom, concern about

More information

ATTRACT REWARD RETAIN

ATTRACT REWARD RETAIN LABORATORIES ATTRACT REWARD RETAIN My Benefits at IDEXX ATTRACT, REWARD, RETAIN My Benefits at IDEXX At IDEXX, our Mission is 'to be a great company by creating exceptional longterm value for our employees,

More information

2012 Salary Survey - Results NSW Building and Construction Industry

2012 Salary Survey - Results NSW Building and Construction Industry 2012 Salary Survey - Results NSW Building and Construction Industry Contents Foreword 1 Survey Partners 2 Section A General Questions on Company Operations 3 Section B Questions on Salary Package levels

More information

HONG KONG 2014 SALARY & EMPLOYMENT FORECAST

HONG KONG 2014 SALARY & EMPLOYMENT FORECAST HONG KONG 2014 SALARY & EMPLOYMENT FORECAST CONTENTS Welcome 3 Market Overview 4 Finance 11 Financial Services 19 Human Resources 34 Legal 43 Marketing 54 Procurement & Supply Chain 64 Property & Construction

More information

WORKFORCE PLAN 2012-2014

WORKFORCE PLAN 2012-2014 2012-2014 ADOPTED 25 JUNE 2012 Contents Council Vision Statement... 1 A Workforce Plan as an integral component of Integrated Planning and Reporting... 1 Workforce Strategy objectives... 1 Introduction

More information

HONG KONG October December 2004. The Hudson Report EMPLOYMENT & HR TRENDS

HONG KONG October December 2004. The Hudson Report EMPLOYMENT & HR TRENDS HONG KONG October December 2004 The Hudson Report EMPLOYMENT & HR TRENDS Introduction The Hudson Report has established a reputation as a key socioeconomic indicator in today s marketplace. It has been

More information

Guide to Living and Working as a Lawyer in Australia

Guide to Living and Working as a Lawyer in Australia 2016 Guide to Living and Working as a Lawyer in Australia Includes: Introduction to Australia The Legal Market Visas and Relocation Salaries Requalification After Work Nicholas Scott Legal Services GUIDE

More information

SELECTIVE INVESTMENT INSIGHTS TO INFORM. The 2013 Hays Salary Guide: Salary & Recruiting Trends

SELECTIVE INVESTMENT INSIGHTS TO INFORM. The 2013 Hays Salary Guide: Salary & Recruiting Trends SELECTIVE INVESTMENT INSIGHTS TO INFORM The 2013 Hays Salary Guide: Salary & Recruiting Trends STABILITY RETURNS As the dust starts to settle on the shifting picture for WA and QLD, forecasts point towards

More information

Sydney office - 2016 Firm Profile. Sydney NSW 2000. http://www.klgates.com/ Telephone: (02) 9513 2000. Facsimile: (02) 9513 2399

Sydney office - 2016 Firm Profile. Sydney NSW 2000. http://www.klgates.com/ Telephone: (02) 9513 2000. Facsimile: (02) 9513 2399 Sydney office - 2016 Firm Profile Firm Name: Office address: Website: K&L Gates Level 31, 1 O'Connell Street, Sydney NSW 2000 http://www.klgates.com/ Telephone: (02) 9513 2000 Facsimile: (02) 9513 2399

More information

Global Cities and Housing

Global Cities and Housing Global Cities and Housing The Sydney Case in its Australian and International Context Vivienne Milligan Context Demography and urban settlement patterns Economic conditions Governance, policy and institutions

More information

KEEP TRACK OF THE TRENDS INSIGHTS FROM THE EXPERTS. The 2015 Hays Salary Guide: Salary & Recruiting Trends. hays.com.au hays.net.

KEEP TRACK OF THE TRENDS INSIGHTS FROM THE EXPERTS. The 2015 Hays Salary Guide: Salary & Recruiting Trends. hays.com.au hays.net. KEEP TRACK OF THE TRENDS INSIGHTS FROM THE EXPERTS The 2015 Hays Salary Guide: Salary & Recruiting Trends hays.com.au hays.net.nz OPPORTUNITIES FOR GROWTH We are on the verge of a significant shift in

More information

Workflow and Productivity in the Legal Industry. How today s legal professionals are responding to the changing landscape

Workflow and Productivity in the Legal Industry. How today s legal professionals are responding to the changing landscape Workflow and Productivity in the Legal Industry How today s legal professionals are responding to the changing landscape September 2014 FOREWORD The rise of the use of technology in the legal profession

More information

2015/16 AUSTRALIAN SALARY & EMPLOYMENT OUTLOOK LEGAL & COMPLIANCE. Legal 1 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK

2015/16 AUSTRALIAN SALARY & EMPLOYMENT OUTLOOK LEGAL & COMPLIANCE. Legal 1 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK 2015/16 AUSTRALIAN SALARY & EMPLOYMENT OUTLOOK Legal 1 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK OVERVIEW SIGNIFICANT NUMBERS OF PRIVATE PRACTICE CANDIDATES WHO HAVE BEEN DISSATISFIED WITH THEIR ROLES

More information

2015 Healthcare. Recruiting Trends Survey. Key Findings. Contents. About this Survey. n Key Findings. n The Healthcare Employment Landscape

2015 Healthcare. Recruiting Trends Survey. Key Findings. Contents. About this Survey. n Key Findings. n The Healthcare Employment Landscape 2015 Healthcare Recruiting Trends Survey Contents n Key Findings n The Healthcare Employment Landscape n Recruiting Challenges n Recruiting Tools & Strategies n Conclusion About this Survey HEALTHeCAREERS

More information

font Market Pulse 2013 Annual Salary Report

font Market Pulse 2013 Annual Salary Report font Market Pulse 2013 Annual Salary Report About the font Market Pulse font s 2013 Market Pulse provides insights into the year s remuneration and employment trends in the marketing, communications, PR,

More information

Introduction. From the taskforce Chair

Introduction. From the taskforce Chair From the taskforce Chair The South Australian Teacher Education Taskforce is a unique and collaborative body that now, in its third year of operation, looks forward to strengthening the links between the

More information

GLOBAL TREND REPORT TAX H1 JAN-JUN

GLOBAL TREND REPORT TAX H1 JAN-JUN GLOBAL TREND REPORT TAX 014 H1 JAN-JUN STRONG MOMENTUM IN UK & IRELAND In line with our commitment to keep professionals working in the Tax discipline up to date with employment and recruitment trends,

More information

The Future of HR in Europe Key Challenges Through 2015

The Future of HR in Europe Key Challenges Through 2015 The Future of HR in Europe Key Challenges Through 2015 The Future of HR in Europe 1 Executive Summary Companies in Europe will face five particularly critical HR challenges in the near future: managing

More information

International Recruitment 2015. International Recruitment 2015. International Recruitment 2015 1

International Recruitment 2015. International Recruitment 2015. International Recruitment 2015 1 International Recruitment 2015 International Recruitment 2015 International Recruitment 2015 1 Contents Executive summary 1 The UK nursing labour market 1 Recruitment 1 International recruitment 2 Retention

More information

Report of the 2013 salary survey of the IP profession

Report of the 2013 salary survey of the IP profession Report of the 13 salary survey of the IP profession Hosted by Fellows and Associates Table of Contents 1. Introduction 2 2. The sample 2 2.1. Sample size 2 2.2. Descriptive statistics 3 2.2.1. Location

More information

SOUTH AFRICA. It was a relatively good year for recruitment in South Africa.

SOUTH AFRICA. It was a relatively good year for recruitment in South Africa. SOUTH AFRICA It was a relatively good year for recruitment in South Africa. Market conditions improved compared to 2013, although the country continued to face a number of key challenges. During 2014,

More information

MARKET REVIEW & SALARY SURVEY 2014

MARKET REVIEW & SALARY SURVEY 2014 INTRODUCTION GRMSearch is pleased to present its annual market review and salary survey for the financial year in the People s Republic of China (the PRC). We aim to provide our clients and candidates,

More information

CONSULTING RESEARCH TRAINING VOLUME 2 - ISSUE 11. Three Hot Trends in Recruiting and Retaining Sales Talent

CONSULTING RESEARCH TRAINING VOLUME 2 - ISSUE 11. Three Hot Trends in Recruiting and Retaining Sales Talent CONSULTING RESEARCH TRAINING VOLUME 2 - ISSUE 11 Three Hot Trends in Recruiting and Retaining Sales Talent The Miller Heiman Sales Performance Journal, Volume 2, Issue 11 Copyright 2007 by Miller Heiman,

More information

Pensions & Benefits Salary Survey 2012. www.alexanderlloyd.co.uk

Pensions & Benefits Salary Survey 2012. www.alexanderlloyd.co.uk Pensions & Benefits Salary Survey 2012 Pensions Welcome to the 2012 edition of Alexander Lloyd s salary survey for the Pensions and Benefits sector. 2011 was a challenging year for the Pensions industry,

More information

Human Resources Report 2014 and People Strategy

Human Resources Report 2014 and People Strategy 24 February 2015 Council 5 To consider Human Resources Report 2014 and People Strategy Issue 1 The annual report on Human Resources issues and a proposed People Strategy. Recommendations 2 Council is asked

More information

2014 IVAN WOOD MEMORIAL AWARD FOR EXCELLENCE IN HRM Application Package

2014 IVAN WOOD MEMORIAL AWARD FOR EXCELLENCE IN HRM Application Package 2014 IVAN WOOD MEMORIAL AWARD FOR EXCELLENCE IN HRM Application Package Proudly supported by and Who is Eligible? Applicants must be currently enrolled full-time in the Bachelor of Business (Human Resource

More information

ATTACHMENT. Response to the International Education Discussion Paper VICTORIA S FUTURE INDUSTRIES

ATTACHMENT. Response to the International Education Discussion Paper VICTORIA S FUTURE INDUSTRIES ATTACHMENT Response to the International Education Discussion Paper VICTORIA S FUTURE INDUSTRIES AUGUST 2015 Introduction There are over 34,000 international students living and/or studying at one of the

More information

IT Contracting Options

IT Contracting Options IT Contracting Options RIGHT PEOPLE! RIGHT PLACE! RIGHT OPTION! Welcome to Paxus! Australia s 1 st choice for IT people! We have been placing IT people since 1973 and our focus hasn t changed. You can

More information

ICT Salary & Employment Index. Autumn 2015

ICT Salary & Employment Index. Autumn 2015 ICT Salary & Employment Index Autumn 2015 Market Update NATIONAL Australia s ICT jobs market bounced into gear after the seasonal January lull, reflecting predictions that 2015 will be another big year

More information

Doctors and romance: Not only of interest to Mills and Boon readers

Doctors and romance: Not only of interest to Mills and Boon readers Doctors and romance: Not only of interest to Mills and Boon readers Paul Callister PhD (Social Policy); 1 Juthika Badkar MPH; 2 Robert Didham PhD (Asian Studies) 3 ABSTRACT Introduction: Internationally

More information

we re all about you ABOUT US

we re all about you ABOUT US HR Consulting Executive and Executive Recruitment and Recruitment HR Consulting ABOUT US Quinton Anthony s point of difference is their ability to intimately understand our business and objectives, enabling

More information

Newly Qualified Lawyers. Career planning guide UK & US Firms. taylorroot.com

Newly Qualified Lawyers. Career planning guide UK & US Firms. taylorroot.com Newly Qualified Lawyers Career planning guide UK & US Firms Introduction t Taylor Root, we believe that what you decide to do upon qualification is the single most important career decision you will ever

More information

KEEP TRACK OF THE TRENDS INSIGHTS FROM THE EXPERTS. The 2015 Hays Salary Guide: Salary & Recruiting Trends. hays.com.au hays.net.

KEEP TRACK OF THE TRENDS INSIGHTS FROM THE EXPERTS. The 2015 Hays Salary Guide: Salary & Recruiting Trends. hays.com.au hays.net. KEEP TRACK OF THE TRENDS INSIGHTS FROM THE EXPERTS The 2015 Hays Salary Guide: Salary & Recruiting Trends hays.com.au hays.net.nz OPPORTUNITIES FOR GROWTH We are on the verge of a significant shift in

More information

FACULTY OF EDUCATION AND SOCIAL WORK

FACULTY OF EDUCATION AND SOCIAL WORK FACULTY OF EDUCATION AND SOCIAL WORK Strategic Plan for Teaching and Learning 2000-2004 (Revised February 2003) 1 Part 1. Faculty Strategic Plan for Teaching and Learning 2000-2004 (Revised February 2003)

More information

FRONTLINE HOSPITALITY SALARY GUIDE 2013 WWW.FRONTLINEHOSPITALITY.COM.AU

FRONTLINE HOSPITALITY SALARY GUIDE 2013 WWW.FRONTLINEHOSPITALITY.COM.AU FRONTLINE HOSPITALITY SALARY GUIDE 2013 The Annual Frontline Hospitality Salary Guide for 2013 is dedicated to the salary information taken from our annual collection of hospitality salaries across Australia.

More information

HUDSON SALARY GUIDES 2015

HUDSON SALARY GUIDES 2015 Australia HUDSON SALARY GUIDES 2015 Supply Chain & Procurement about this publication This Salary Guide is a compilation of salary and market information provided by Hudson consultants, clients, candidates

More information

Fulfilling Careers Instead Of Filling Jobs. How Successful Companies Are Winning The Competition For Talent In The Human Age

Fulfilling Careers Instead Of Filling Jobs. How Successful Companies Are Winning The Competition For Talent In The Human Age Fulfilling Careers Instead Of Filling Jobs How Successful Companies Are Winning The Competition For Talent In The Human Age OVERVIEW Challenge Companies today are hungry for talent. But what is talent

More information

HCPC 2015 Employee Exit Interview Report

HCPC 2015 Employee Exit Interview Report HCPC 2015 Employee Exit Interview Report Section Page 1. Introduction 3 2. Scope 3 3. Employee turnover rates 3 4. Summary of findings 3 5. Analysis of data 4 6. Conclusions and actions 11 2 1. Introduction

More information

DEPARTMENT OF EDUCATION & TRAINING. TEACHER SUPPLY AND DEMAND for government schools

DEPARTMENT OF EDUCATION & TRAINING. TEACHER SUPPLY AND DEMAND for government schools DEPARTMENT OF EDUCATION & TRAINING TEACHER SUPPLY AND DEMAND for government schools State of Victoria, Department of Education & Training 2004 Published by the Communications Division Department of Education

More information

Australian Market Insights & Salary Guide Life Insurance & Workers Compensation

Australian Market Insights & Salary Guide Life Insurance & Workers Compensation Australian Market Insights & Salary Guide Life Insurance & Workers Compensation 2016 Contents Executive Summary 3 Market Overview 4 Salary Guide 11 About Marks Sattin 12 Contact us 12 These survey results

More information

MORTGAGE FOCUS with Kelly Wealth Lending Services and Acceptance Finance

MORTGAGE FOCUS with Kelly Wealth Lending Services and Acceptance Finance July/August 2015 MORTGAGE FOCUS with Kelly Wealth Lending Services and Acceptance Finance Happy New Financial Year! We hope that tax time is not proving to be too tedious for you and you re looking forward

More information

2010-2011 Migration Program Consultations

2010-2011 Migration Program Consultations 2010-2011 Migration Program Consultations Comments on issues raised during Canberra stakeholder meeting, 13 January 2010 10 February 2010 Contact: Kate Hurford Associate Director Public Policy International

More information

Insights into IT Professionals (Australia) Manpower Market Insights Paper

Insights into IT Professionals (Australia) Manpower Market Insights Paper Insights into IT Professionals (Australia) Manpower Market Insights Paper April 2009 Australia Building and maintaining a sustainable and world-class ICT workforce and ICT skills base is necessary to meet

More information

Cambridge Judge Business School Further particulars

Cambridge Judge Business School Further particulars Cambridge Judge Business School Further particulars JOB TITLE: REPORTS TO: MBA ADMISSIONS CO-ORDINATOR CANDIDATE MANAGEMENT HEAD OF MBA ADMISSIONS & CAREERS Background The MBA is a major teaching programme

More information

Law Firm HR Challenges for the Future

Law Firm HR Challenges for the Future May 2007 Law Firm HR Challenges for the Future Barend Blondé & Antoine Henry de Frahan Antoine Henry de Frahan We believe that the HR challenges many law firms are facing outweigh their marketing challenges.

More information

THAILAND. Despite major political unrest in 2014, the labour market in Thailand remained buoyant.

THAILAND. Despite major political unrest in 2014, the labour market in Thailand remained buoyant. THAILAND Despite major political unrest in 2014, the labour market in Thailand remained buoyant. The national currency stabilised, unemployment stayed below 1%, and the general outlook for the Thai economy

More information

On the Floodplain Manager Skills Shortage

On the Floodplain Manager Skills Shortage A.R. and K. A. Austin Sinclair Knight Merz Pty Ltd, 590 Orrong Rd, Armadale Vic. 3143 arladson@skm.com.au Abstract In Australia, issues of an aging workforce and skills shortages are affecting most businesses

More information

Resource Article Talent Management: Seven Keys to Success

Resource Article Talent Management: Seven Keys to Success Resource Article Talent Management: Seven Keys to Success Talent management: seven keys to success. Lee Iacocca is quoted as saying In the end, all business operations can be reduced to three words: people,

More information

The value of sales incentive programs.

The value of sales incentive programs. The value of sales incentive programs. White Paper 2014 Sydney Brisbane Melbourne Perth New York Auckland London Birmingham Hong Kong A full service event management agency for the corporate market. Sales

More information

Introduction. Page 2 of 11

Introduction. Page 2 of 11 Page 1 of 11 Introduction It has been a year since The Walton Centre brought its recruitment function in-house and it was critical that the organisation took this step. This is a specialist organisation

More information

TPP Not for Profit Fundraising Salary Survey 2014

TPP Not for Profit Fundraising Salary Survey 2014 TPP Not for Profit Fundraising Salary Survey 2014 Welcome to the 2014 TPP Not for Profit Fundraising Salary Survey. This report aims to benchmark fundraising salaries across the sector, allowing employees

More information

DRAFT SCHOOL TEACHER DEMAND AND SUPPLY PRIMARY AND SECONDARY. prepared by

DRAFT SCHOOL TEACHER DEMAND AND SUPPLY PRIMARY AND SECONDARY. prepared by SCHOOL TEACHER DEMAND AND SUPPLY PRIMARY AND SECONDARY prepared by National Teacher Supply and Demand Working Party Conference of Education System Chief Executive Officers July 1998 Disclaimer The contents

More information

Skills & Demand in Industry

Skills & Demand in Industry Engineering and Technology Skills & Demand in Industry Annual Survey www.theiet.org The Institution of Engineering and Technology As engineering and technology become increasingly interdisciplinary, global

More information