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

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1 THE 2011 HAYS SALARY GUIDE SHARING OUR EXPERTISE Salaries and recruiting trends across Australia and New Zealand. hays.com.au hays.net.nz

2 Contents 3 Hays Australia & New Zealand - Facts & Figures Section One - Employer Questionnaire Results 4 Market Overview & Trends 6 Introduction from Managing Director Section Two - Salary Information 29 Accountancy & Finance 31 Commerce & Industry - Financial Executives 38 Commerce & Industry - Financial Services 40 Commerce & Industry - Accounting Support 44 Professional Practice 59 Banking 71 Insurance 77 Office Support 82 Contact Centres 86 Human Resources 89 Sales & Marketing 93 Retail 95 Logistics 98 Procurement 100 Legal 10 Pharma 107 Healthcare 109 Education 110 Policy & Strategy 112 Information Technology 120 Construction, Architecture & Engineering 121 Architecture 122 Engineering 124 Construction 126 Local Government 127 Property & Facilities Management 128 Property 129 Facilities Management 130 Manufacturing & Operations 132 Energy 133 Design Engineering 134 Operations & Maintenance 135 Project Development 136 Resources & Mining 144 Oil & Gas 145 Project Development 146 Operations & Maintenance 146 Geosciences & Petroleum Engineering Hays Salary Guide

3 HAYS AUSTRALIA & NEW ZEALAND 15,000 PEOPLE PLACED IN PERMANENT JOBS EACH YEAR 11,000 TEMPORARY AND CONTRACT STAFF ENGAGED EACH WEEK 820 CONSULTANTS 38 LOCATIONS 35 YEARS OF EXPERIENCE Thank you Hays would like to express our gratitude to all those organisations that participated in our online survey and provided such invaluable feedback, which we feel has contributed to making this the most accurate and up to date survey of its kind in Australia and New Zealand. A list of all contributors who kindly gave their permission to be named as participants can be found on our website. This Guide is reproduced in full in PDF format and can be requested from our website hays.com.au and hays.net.nz Feedback We welcome any feedback or comments regarding this guide whether positive or negative to ensure that it continues to be relevant to Australian and New Zealand organisations across all industries. Please address any suggestions to your local Hays office or to: Hays Level 11, The Chifley Tower, 2 Chifley Square Sydney NSW 2000 E: Disclaimer The Hays Salary Guide is representative of a value added service to our clients, prospective clients and candidates. Whilst every care is taken in the collection and compilation of data, the guide is interpretive and indicative, not conclusive. Therefore information should be used as a guideline only and should not be reproduced in total or by section without written prior permission from Hays Hays Salary Guide 3

4 SECTION ONE MARKET OVERVIEW & TRENDS A RETURN TO POSITIVE GROWTH Hays Salary Guide

5 Improved market conditions and the subsequent rise in recruitment activity have been the catalysts for the movement of candidates back into a position of power across Australia and New Zealand s job markets. Skills shortages are now emerging in all of the sectors surveyed. According to our survey data, they are most prominent in accountancy & finance, operations, sales & marketing and engineering disciplines. But while candidates have more negotiating power, we are yet to see widespread salary increases. Our survey data shows that 37 per cent of employers increased salaries by less than 3 per cent and 43 per cent by between 3 and 6 per cent. Looking forward, employers are predicting similar conservative increases (43 per cent and 44 per cent respectively). This is lower than candidate expectations which have risen in response to rising job numbers and demand for particular skills. Thus the gap between candidate expectations and actual offers is widening in some areas significantly Hays Salary Guide 5

6 THE INSIGHTS THAT YOU NEED TO SUCCEED The second mining boom and a two-speed economy in Australia, tighter credit conditions and higher terms of trade, in addition to the short-term impact of natural disasters in both Australia and New Zealand, have not stopped 74 per cent of organisations indicating they expect business activity to increase over the next 12 months. Certainly the increased number of jobs registered with us supports this trend, and employers now need to find a way to bridge the skills gap while candidates gain confidence and increase their salary expectations. Hiring intentions continue to rise with 45 per cent of organisations intending to increase their permanent staff levels and at the same time 31 per cent of employers have experienced an increase in staff turnover. So a competitive talent race will emerge. In such cases, salary is just one element in a comprehensive range of strategies that employers should consider for recruiting success. Nigel Heap, Managing Director of Hays Asia Pacific Hays Salary Guide

7 MARKET OVERVIEW & TRENDS SALARY POLICY 1. On average in your last review, by what percentage did you increase salaries? 7% 2% 11% Across all industries 43% 37% Nil Less than 3% From 3% to 6% From 6% to 10% More than 10% 1% 12% 6% 9% 12% 5% 21% For specific industries 40% 33% 61% Advertising & Media 3% Construction, Property & Engineering 3% 8% 8% 9% 35% 27% 46% 61% Financial Services Hospitality, Travel & Entertainment 2011 Hays Salary Guide 7

8 MARKET OVERVIEW & TRENDS SALARY POLICY 1. On average in your last review, by what percentage did you increase salaries? continued... 9% 3% 16% 3% 1% 9% For specific industries Nil Less than 3% 43% 38% 34% 44% From 3% to 6% From 6% to 10% More than 10% IT & Telecommunications Manufacturing 9% 4% 13% 10% 4% 5% 32% 26% 48% 49% Mining & Resources 2% Professional Services 2% 6% 6% 13% 43% 37% 49% 42% Public Sector 2% Retail 2% 15% 4% 7% 33% 48% 39% 50% Transport & Distribution Other Hays Salary Guide

9 MARKET OVERVIEW & TRENDS SALARY POLICY 2. When you next review, by what percentage do you intend to increase salaries? 5% 1% 7% Across all industries 44% 43% Nil Less than 3% From 3% to 6% From 6% to 10% More than 10% 3% 2% 1% 9% 6% 14% For specific industries 30% 36% 52% 47% Advertising & Media 1% Construction, Property & Engineering 3% 5% 8% 15% 33% 45% 41% 49% Financial Services Hospitality, Travel & Entertainment 2011 Hays Salary Guide 9

10 MARKET OVERVIEW & TRENDS SALARY POLICY 2. When you next review, by what percentage do you intend to increase salaries? continued... 7% 3% 8% 2% 5% For specific industries Nil 37% 48% 45% Less than 3% 45% From 3% to 6% From 6% to 10% More than 10% IT & Telecommunications Manufacturing 1% 3% 1% 10% 12% 5% 22% 41% 41% 64% Mining & Resources 3% Professional Services 2% 4% 4% 8% 43% 40% 50% 46% Public Sector 4% Retail 3% 6% 46% 43% 50% 48% Transport & Distribution Other Hays Salary Guide

11 MARKET OVERVIEW & TRENDS SALARY POLICY 3. Does your company offer flexible salary packaging? 81% 19% Yes 0% 20% 40% 60% 80% 100% No Of those who answered yes, the following benefits were indicated as being commonly offered to... Car Bonuses Private Health Insurance Parking Salary Sacrifice Above Mandatory Superannuation Private Expenses Other All Employees More than 50% Less than 50% Few Employees 11% 10% 23% 56% 29% 17% 20% 34% 31% 6% 8% 55% 36% 13% 17% 34% 53% 7% 13% 27% 33% 7% 12% 48% 12% 7% 16% 65% 35% 9% 9% 47% 2011 Hays Salary Guide 11

12 MARKET OVERVIEW & TRENDS RECRUITMENT TRENDS 4. Over the last 12 months, have permanent staff levels in your department... Across all departments 38% 17% 45% Increased Decreased 0% 20% 40% 60% 80% 100% Remained the same 27% 25% For specific departments 54% 19% 75% Accountancy & Finance Distribution 32% 50% 45% 41% 18% 14% Engineering Human Resources 39% 42% 46% 31% 19% 23% Information Technology Marketing Hays Salary Guide

13 MARKET OVERVIEW & TRENDS RECRUITMENT TRENDS 4. Over the last 12 months, have permanent staff levels in your department... continued... For specific departments Increased 41% 44% 50% 50% Decreased Remained the same 15% Operations Purchasing 48% 44% 39% 41% 8% 20% Sales Other 5. Over the coming year, do you expect permanent staff levels to... Across all departments 45% 7% 48% Increase Decrease 0% 20% 40% 60% 80% 100% Remain the same For specific departments 29% 50% 50% 64% 7% Accountancy & Finance Distribution 2011 Hays Salary Guide 13

14 MARKET OVERVIEW & TRENDS RECRUITMENT TRENDS 5. Over the coming year, do you expect permanent staff levels to... continued... For specific departments 25% Increase Decrease 7% 68% 47% 48% Remain the same 5% Engineering Human Resources 29% 23% 12% 59% 54% 23% Information Technology Marketing 39% 53% 50% 50% 8% Operations Purchasing 48% 41% 52% 52% 7% Sales Other Hays Salary Guide

15 MARKET OVERVIEW & TRENDS RECRUITMENT TRENDS 6. If you expect staffing levels to increase, please specify how: Full time/permanent Staff Employment of Part-time Staff Job Sharing Temporary/Contractors (through an employment consultancy) Employment of Casual Staff (on your payroll) Mixture, Other (inc. overseas recruitment, acquisitions) 0% 20% 40% 60% 80% 100% % of respondents answered yes Note: Multiple choices permitted. 7. How often do you employ temporary/ contract staff? Across all departments 15% 46% 39% Regular ongoing basis Special projects/ Workloads 0% 20% 40% 60% 80% 100% Exceptional circumstances/ Never 6% For specific departments 25% 48% 46% 75% Accountancy & Finance Distribution 2011 Hays Salary Guide 15

16 MARKET OVERVIEW & TRENDS RECRUITMENT TRENDS 7. How often do you employ temporary/ contract staff? continued... 18% 15% For specific departments 35% Regular ongoing basis Special projects/ Workloads Exceptional circumstances/ Never 50% Engineering 32% Human Resources 50% 22% 27% 15% 23% 51% 62% Information Technology Marketing 17% 38% 45% 100% Operations Purchasing 20% 24% 37% 48% 32% 39% Sales Other Hays Salary Guide

17 MARKET OVERVIEW & TRENDS RECRUITMENT TRENDS 8. In the next 12 months, do you expect your use of temporary/contract staff to... Across all departments 15% 10% 75% Increase Decrease 0% 20% 40% 60% 80% 100% Remain the same 9% 7% For specific departments 84% 100% Accountancy & Finance Distribution 18% 16% 11% 8% 71% 76% Engineering Human Resources 37% 31% 41% 46% 22% 23% Information Technology Marketing 2011 Hays Salary Guide 17

18 MARKET OVERVIEW & TRENDS RECRUITMENT TRENDS 8. In the next 12 months, do you expect your use of temporary/contract staff to... continued... 11% For specific departments 14% Increase Decrease Remain the same 75% 100% Operations Purchasing 24% 18% 11% 64% 12% 71% Sales Other 9. In skill-short areas, would you consider employing or sponsoring a qualified overseas candidate? 58% 42% 0% 20% 40% 60% 80% 100% No Yes 10. For which areas have you recently found it difficult to recruit? Junior to Mid Management Senior Management Accountancy & Finance Distribution Engineering Human Resources IT Operations Purchasing Sales & Marketing Technical Other 15% 8% 2% 1% 9% 7% 2% 1% 8% 4% 11% 6% 1% 1% 11% 6% 9% 6% 8% 3% Hays Salary Guide

19 MARKET OVERVIEW & TRENDS RECRUITMENT TRENDS 11. Does your workplace allow for flexible work practices? 83% 17% Yes 0% 20% 40% 60% 80% 100% No 12. If yes, which practices do you currently offer: Part-time employment Flexible working hours/ Compressed working weeks Flex-place (such as working from home or alternative) Career breaks Job sharing Flexible leave options (such as purchased leave) Phased retirement 0% 20% 40% 60% 80% 100% % of respondents answered yes Note: Multiple choices permitted Hays Salary Guide 19

20 MARKET OVERVIEW & TRENDS HUMAN RESOURCES TRENDS 13. Has overtime/extra hours in your organisation over the last 12 months... 27% 66% 7% Increased Decreased Remained the same If increased, by how much? Per Week Month End Year End None 5 Hours or Less 5-10 Hours More than 10 Hours 16% 29% 37% 45% 22% 10% 29% 28% 18% 10% 21% 35% 14. For non-award staff in your organisation, is overtime/extra hours worked... 24% 76% Paid Unpaid Hays Salary Guide

21 MARKET OVERVIEW & TRENDS HUMAN RESOURCES TRENDS 15. 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... 2% 21% 43% Across all industries 34% Stay less than 3 months Stay 3 12 months Stay longer than 12 months Leave anyway 16. Over the last 12 months has your staff turnover rate: 31% 53% 16% Increased Decreased Remained the same 2011 Hays Salary Guide 21

22 MARKET OVERVIEW & TRENDS HUMAN RESOURCES TRENDS 17. Which factors do you think have the most impact on your organisation s employment brand in the market? Not Important Minor Importance Important Very Important Extremely Important Career path/training and development available The company's financial health and stability The company s products or services An individual's fit with the company s vision, culture and values Direct/Indirect experience of the company Salary & Benefits Work/life balance 0% 20% 40% 60% 80% 100% 18. How well do you think your organisation rates in terms of perception on the following factors? Poor Okay Good Very Good Excellent Career path/training and development available The company s vision, culture and values Direct/Indirect experience of the company Salary & Benefits Work/life balance 0% 20% 40% 60% 80% 100% Hays Salary Guide

23 MARKET OVERVIEW & TRENDS ECONOMIC OUTLOOK 19. In the past 12 months, has business activity: 24% Across all industries 13% 63% Increased Decreased Remained the same 20. In the next 12 months, do you envisage business activity increasing / decreasing for your organisation? 21% Across all industries 5% 74% Increase Decrease Remain the same 2011 Hays Salary Guide 23

24 MARKET OVERVIEW & TRENDS ECONOMIC OUTLOOK 20. In the next 12 months, do you envisage business activity increasing / decreasing for your organisation? continued... For specific industries 7% 14% 28% Increase Decrease Remain the same 79% 22% 50% Advertising & Media Construction, Property & Engineering 24% 35% 10% 58% 66% 7% Financial Services Hospitality, Travel & Entertainment 20% 25% 12% 68% 18% 57% IT & Telecommunications Manufacturing 17% 31% 8% 60% 75% 9% Mining & Resources Professional Services Hays Salary Guide

25 MARKET OVERVIEW & TRENDS ECONOMIC OUTLOOK 20. In the next 12 months, do you envisage business activity increasing / decreasing for your organisation? continued... For specific industries 20% 19% Increase 7% 52% Decrease Remain the same 73% 29% Public Sector Retail 22% 20% 17% 61% 13% 67% Transport & Distribution Other 2011 Hays Salary Guide 25

26 MARKET OVERVIEW & TRENDS ECONOMIC OUTLOOK 21. What are the key factors driving your business activity? 12% 13% Significant impact Some impact 40% 48% No impact 48% 39% Interest Rates Currency/Forex Rates 12% 47% 40% 26% 41% 34% Consumer Confidence Capex Investment (by customers) 31% 31% 38% Projects driven (by Federal or State Government) 22. Do you see the general outlook for the economy in the forthcoming 6-12* months as... 40% 50% 10% Strengthening Static 0% 20% 40% 60% 80% 100% Weakening Hays Salary Guide *This data was collected during March 2011.

27 SECTION TWO SALARY INFORMATION 2011 Hays Salary Guide 27

28 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 (Turnover up to $50m) Finance Director/CFO (Turnover $50m - $150m) Finance Director/CFO (Turnover > $150m) Salary range Typical salary Hays Salary Guide

29 SECTOR OVERVIEW ACCOUNTANCY & FINANCE Given the level of demand that is emerging across industry, the profession and the public sector, candidate shortages are heating up the race for the top talent. AUSTRALIA Almost as soon as the new financial year had been ushered in, the previously tentative approach to hiring took on a real sense of urgency as many organisations adopted a growth strategy to drive their post Global Financial Crisis recovery. This recovery was characterised by demand for experienced, qualified and newly qualified staff. In particular there was a noticeable increase in demand for new recruits in the private sector and the profession, with consistent and steady levels of demand from the public sector. By the end of the 2010 calendar year, optimism amongst candidates had also shot up and candidates were once again considering a career move. In commerce, organisations were not just backfilling gaps, but were increasing headcount. As a result, demand rose for qualified accountants with large multinational, listed company and Big 4 chartered firm experience. Candidates with specific skills in financial reporting, tax and internal audit were sought. We ve also seen increasing demand for operational risk management and compliance skills. As organisations focused on driving growth while enhancing more cost effective processes, demand grew for Management Accountants and Financial/Business Analysts to assist with commercial decision making. As financial and systems projects commenced, demand rose for contract Systems Accountants, Corporate Accountants, Financial Accountants and Analysts. Similarly demand for interim Financial Reporting s, Statutory Accountants, Cost Controllers and Financial Controllers grew. The accounting support segment of the market has seen a similar trend of steady growth in demand for both permanent and temporary staff. Pressure points are expected to emerge for Payrollers, Accounts Payable, Accounts Receivable, Bookkeepers and Credit Controllers. It is likely that increased business confidence and investment will drive demand for Assistant Accountants. Turning to the profession, a shortage of good quality candidates at the Senior, Assistant and levels is evident, particularly within business services, corporate tax and external audit. Within business services, demand is highest for candidates who are technically strong, with exposure to listed/larger clients, business development skills and local networks. Many large accounting firms are growing their internal audit and risk management consulting teams and Seniors and s with a strong mix of skills are coveted. The demand for Senior s and Directors with strong business development skills and/or a transferable client base remains strong. Similarly corporate tax candidates have been keenly sought. In localised trends, Melbourne and Sydney have experienced an increase in M&A activity, which has driven up demand for candidates with corporate finance, transaction services and valuations experience. Firms are also open to considering first class candidates with an audit, insolvency or business advisory background. This flexibility also extends to audit, where firms are willing to go outside their usual selection criteria for the right candidate. This includes considering the influx of international Auditors with strong audit experience who are seeking work in Australia. In Perth, candidates with a resources background as well as those in corporate tax, audit and corporate finance are sought. Adelaide needs senior accountants and managers, while Brisbane and Canberra firms look for candidates at the intermediate through to supervisory levels. In Tasmania tax specialists are needed and in Darwin demand is highest across business services. Also augmenting demand in professional practice is the continued tendency of Accountants, upon achieving their CA or CPA qualifications, to move across to management accounting, business analyst and financial accounting positions in industry. The public sector is also heading back into a candidate short market. Commercial salaries are increasing the competition for specialist candidates and the public sector is experiencing particular shortages of qualified candidates (CA, CPA, CIMA), Senior Management Accountants, Business Improvement specialists, Internal Auditors and Systems Accountants. There is also such a high demand for candidates with payroll systems exposure in the public sector that some organisations are lifting role levels to increase the competitiveness of salaries on offer. Billings and credit candidates are also sought. Given the level of demand that is emerging across industry, the profession and the public sector, candidate shortages are heating up the race for the top talent. Over the past year, many organisations have invested in their Employee Value Proposition, strengthened their brand and streamlined their recruitment process; they have led the way in talent acquisition as a result. The speed of the recruitment process has also increased and in most cases offers are made after one or two interview/s. Another noticeable change has been the number of companies revising their policies towards sponsoring overseas candidates. Those organisations willing to adopt this strategy are increasing the pool of candidates they can access to satisfy demand. Firms are becoming more flexible in their requirements, particularly when recruiting in the skills short areas within business services, corporate tax and external audit for Seniors, Assistant s and s. Firms are also becoming more open to considering external audit contractors to alleviate demand during the busy season. Such flexibility can also be seen in the public sector where employers, when recruiting for payroll vacancies, are prepared to look past specific systems skills and take on candidates with similar HRIS exposure. In terms of salary trends, in the qualified space significant and wholesale salary increases are yet to be seen. However there have been exceptions to this rule, with consistent demand for Management Accountants, Analysts, Systems Accountants, Cost Controllers, Tax Accountants and Financial Controllers leading to salary increases as employers act to attract and retain top talent. By contrast, the senior executive market has been much more subdued with an oversupply of candidates still evident and thus little upward movement in salary levels. At the accounting support level, we expect growing demand and the shortage of supply to lead to upward pressure on salaries. In the profession, salaries remained fairly steady over the past year and as we move into the second half of 2011 many employers will place more emphasis on the market rating of individual salaries and will undertake wholesale reviews of overall salary bandings. Having said this, high calibre candidates within the profession are once again receiving multiple job offers which at times drive salaries upward for the best talent. In particular, within business services, salaries for technically strong candidates are becoming much more flexible to overcome counter offers and multiple job offers. Within internal audit and risk management, those with a mix of consulting and in-house experience are commanding the highest salaries. While corporate advisory salaries have remained fairly stable, we expect this to change as the appetite for M&A continues to improve Hays Salary Guide 29

30 SECTOR OVERVIEW ACCOUNTANCY & FINANCE The challenge ahead for all sectors will be to convince candidates to relocate to Christchurch as demand increases across the rest of the country. Many employers across commerce, the profession and the public sector prefer to offer improved benefits, such as work/life balance, flexible working arrangements, gym memberships, life insurance, salary packaging and parking, rather than compete for candidates based on salary. Accounting firms for example are offering performance related bonuses while in industry, particularly at the support level, investment in training is common. Failure to take such measures, or to run an effective and streamlined recruitment process, will result in employers missing out on the top talent in an increasingly competitive market. NEW ZEALAND Over the last twelve months many New Zealand businesses entered recovery mode and increased their headcount once more. Demand for accountancy and finance specialists has steadily increased as a result of returning confidence and rising revenue. Candidates too are confident, which has increased turnover as they explore their options. Those companies who wish to strategically grow headcount in preparation for an improving economic climate instead often find themselves maintaining present staff levels. Another challenge has come from the strength of the New Zealand dollar in relation to international currencies, which has made it attractive for newly qualified Accountants and Analysts to travel overseas for their Big OE, leaving gaps in the market behind them. Thus the shortage of skilled candidates in the domestic market has been quickly exposed and CA firms and corporate business have consequently focused on attracting both local and international candidates. In particular demand are Analysts as organisations focus on maximising profitability and revenue in response to the improving market, through analysing pricing strategies, costs and overall business performance. Positions that can add value in these areas, aid executive decision making and immediately impact on the bottom line have increased. Management Accountants, Cost Accountants as well as Financial Accountants with a formal qualification and at least two years commercial experience are in high demand. In particular, those with extensive experience in the manufacturing, FMCG, utilities or telco industries are sought. These industries had strict headcount restrictions during the downturn but are recruiting once more. Like last year, Credit Controllers and collections specialists have remained in strong demand given the need to manage credit risk and collect bad debt. Temporary and contract recruitment activity has also increased, particularly in the first quarter of In addition to the standard requirements of maternity, holiday and sick leave cover, many businesses are using interim assistance while a permanent candidate is recruited. Demand for contract Systems Accountants or senior finance executives with sound experience in systems implementation has also increased dramatically in response to the renewal of system implementation and upgrade projects. Within practice, demand has increased for Senior to BAS Accountants with between four and seven years experience due to the number of people at this level moving off shore for opportunities. Senior and Partner level Auditors are also sought. Many audit contracts have changed hands, which increases the need for External Auditors. In addition, the need for two Partner sign-off on most audits has created senior and partnership roles. Given the demand for experienced professionals, employers are becoming more flexible. The most obvious example of this is the willingness to consider candidates with strong experience but no professional qualification. In addition, many employers are reviewing the salary and benefits on offer to make their firm or company more attractive to candidates. If the candidate can add value and make a positive impact on business performance, benefits such as performance-based bonuses, healthcare, car or car allowances are included in the overall package. Returning Kiwi s and overseas candidates on working holiday visas are also actively considered. Salaries are being pushed up due to the demand in the commercial and public sector for CA trained candidates, where higher remuneration can be gained. Despite rising demand for professionals, many employers are slowing the recruitment process and still seek specific industry expertise or system proficiency. Psychometric testing is more common at all levels, and candidates need to extensively research the company prior to an interview. Yet smart employers have started to speed up the recruitment process, streamlining it to act quickly and thus secure the services of the best talent After September 2010, demand was high for finance specialists for national and international companies involved in the Christchurch rebuild. Now, following the devastation in February, a number of expatriates have left the Canterbury region, leaving behind them a large void in the skills base and putting more pressure on the local and national talent pool. The challenge ahead for all sectors will be to convince candidates to relocate to Christchurch as demand increases across the rest of the country. This will drive up salaries in the Canterbury region Hays Salary Guide

31 Commerce & Industry/Financial Executives Accountancy & Finance Senior Qualified Accountants NZ - Wellington NZ - Christchurch Finance Director/CFO (Turnover up to $50m) Finance Director/CFO (Turnover $50m - $150m) Finance Director/CFO (Turnover > $150m) NZ - Wellington NZ - Christchurch Financial Controller (Turnover up to $50m) Financial Controller (Turnover $50m - $150m) Financial Controller (Turnover > $150m) Typical Benefits that may be included on top of base salaries shown Additional Super Health Cover Interest Free Loans Car/Car Allowance Cash Bonuses Study Assistance Parking Share Options in Company Laptops Vehicle Expenses Professional Memberships School Fees All salaries shown exclude superannuation New Zealand salaries are represented in New Zealand Dollars 2011 Hays Salary Guide 31

32 Accountancy & Finance Commerce & Industry/Financial Executives Senior Qualified Accountants NZ - Wellington NZ - Christchurch Finance (Turnover up to $50m) Finance (Turnover $50m - $150m) Finance (Turnover > $150m) Typical Benefits that may be included on top of base salaries shown Additional Super Health Cover Interest Free Loans Car/Car Allowance Cash Bonuses Study Assistance Parking Share Options in Company Laptops Vehicle Expenses Professional Memberships School Fees NZ - Wellington NZ - Christchurch Mine Accountant N/A N/A N/A Typical Benefits that may be included on top of base salaries shown Subsidised accommodation/accommodation - provided LAFHA Rental/utilities Allowance Health Cover Bonus based on mine production and performance Relocation Assistance Site Allowance Flights home if overseas residential All salaries shown exclude superannuation New Zealand salaries are represented in New Zealand Dollars Hays Salary Guide

33 Commerce & Industry/Financial Executives Accountancy & Finance Senior Qualified Accountants NZ - Wellington NZ - Christchurch Commercial (Turnover up to $50m) Commercial (Turnover $50m - $150m) Commercial (Turnover > $150m) NZ - Wellington NZ - Christchurch Group Accountant (Turnover up to $50m) Group Accountant (Turnover $50m - $150m) Group Accountant (Turnover > $150m) Typical Benefits that may be included on top of base salaries shown Additional Super Health Cover Study Assistance Car/Car Allowance Cash Bonuses Laptops Parking Share Options in Company School Fees Vehicle Expenses Professional Memberships All salaries shown exclude superannuation New Zealand salaries are represented in New Zealand Dollars 2011 Hays Salary Guide 33

34 Accountancy & Finance Commerce & Industry/Financial Executives Senior Qualified Accountants NZ - Wellington NZ - Christchurch Divisional Accountant (Turnover up to $100m) Divisional Divisional Accountant Accountant (Turnover up to $500m) (Turnover > $500m) Project Accountant NZ - Wellington NZ - Christchurch Corporate Accountant (Turnover up to $100m) Corporate Accountant (Turnover up to $500m) Corporate Accountant (Turnover > $500m) Typical Benefits that may be included on top of base salaries shown Additional Super Vehicle Expenses Professional Memberships Car/Car Allowance Health Cover Laptops Parking Cash Bonuses Study Assistance All salaries shown exclude superannuation New Zealand salaries are represented in New Zealand Dollars Hays Salary Guide

35 Commerce & Industry/Financial Executives Accountancy & Finance Senior Qualified Accountants NZ - Wellington NZ - Christchurch Financial Accountant (Turnover up to $50m) Financial Accountant (Turnover up to $150m) Financial Accountant (Turnover > $150m) NZ - Wellington NZ - Christchurch Management Accountant (Turnover up to $50m) Management Accountant (Turnover up to $150m) Management Accountant (Turnover > $150m) Typical Benefits that may be included on top of base salaries shown Additional Super Laptops Health Cover Study Assistance Cash Bonuses Professional Memberships All salaries shown exclude superannuation New Zealand salaries are represented in New Zealand Dollars 2011 Hays Salary Guide 35

36 Accountancy & Finance Commerce & Industry/Financial Executives Senior Qualified Accountants NZ - Wellington NZ - Christchurch Financial Analyst (Turnover up to $100m) Financial Analyst (Turnover up to $500m) Financial Analyst (Turnover > $500m) NZ - Wellington NZ - Christchurch Systems Accountant (Turnover up to $100m) Systems Accountant (Turnover up to $500m) Systems Accountant (Turnover > $500m) Typical Benefits that may be included on top of base salaries shown Additional Super Laptops Health Cover Study Assistance Cash Bonuses Professional Memberships All salaries shown exclude superannuation New Zealand salaries are represented in New Zealand Dollars Hays Salary Guide

37 Commerce & Industry/Financial Executives Accountancy & Finance Senior Qualified Accountants Tax Accountant Senior Tax Accountant Tax NZ - Wellington NZ - Christchurch NZ - Wellington NZ - Christchurch Treasury Accountant (Turnover up to $100m) Treasury Accountant (Turnover up to $500m) Treasury Accountant (Turnover > $500m) Typical Benefits that may be included on top of base salaries shown Additional Super Laptops Health Cover Study Assistance Cash Bonuses Professional Memberships All salaries shown exclude superannuation New Zealand salaries are represented in New Zealand Dollars 2011 Hays Salary Guide 37

38 Accountancy & Finance Commerce & Industry/Financial Services Product and Funds NZ - Wellington NZ - Christchurch Product Control Product Control Fund/ Investment Accountant Senior Fund/ Investment Accountant Fund/Inv. Accountant Acctg. Mgr N/A N/A N/A N/A Statutory and Tax Regulatory/Statutory Accounting Tax Accountant Tax NZ - Wellington NZ - Christchurch Typical Benefits that may be included on top of base salaries shown Additional Super Health Cover Study Assistance Laptops Cash Bonuses Professional Memberships All salaries shown exclude superannuation New Zealand salaries are represented in New Zealand Dollars Hays Salary Guide

39 Commerce & Industry/Financial Services Accountancy & Finance Compliance NZ - Wellington NZ - Christchurch Compliance Analysts Compliance Operations Risk Analyst Operations Risk Internal Audit Internal Auditor Senior Internal Auditor Internal Audit NZ - Wellington NZ - Christchurch Typical Benefits that may be included on top of base salaries shown Additional Super Health Cover Study Assistance Laptops Cash Bonuses Professional Memberships All salaries shown exclude superannuation New Zealand salaries are represented in New Zealand Dollars 2011 Hays Salary Guide 39

40 Accountancy & Finance Commerce & Industry/Accounting Support Non CPA/CA Qualified Experienced Accountants in Commerce/Industry NZ - Chch/Wellington 3-5 yrs Experience 5-10 yrs Experience Over 10 yrs Experience All salaries shown exclude superannuation New Zealand salaries are represented in New Zealand Dollars For internal audit and taxation salary details, please see the professional practice section or ask your consultant for advice Assistant Accountants Degree Qualified NZ - Chch/Wellington Graduate (No Experience) Assistant Accountant (up to 2 yrs) Assistant Accountant (2-4 yrs) Assistant Accountant (4 yrs +) All salaries shown exclude superannuation New Zealand salaries are represented in New Zealand Dollars Hays Salary Guide

41 Commerce & Industry/Accounting Support Accountancy & Finance Assistant Accountants Diploma Qualified NZ - Chch/Wellington Graduate (No Experience) Assistant Accountant (up to 2 yrs) Assistant Accountant (2-4 yrs) Assistant Accountant (4 yrs +) Payroll NZ - Chch/Wellington Payroll Officer Senior Payroll Officer Supervisor/ (<250 employees) Supervisor/ Supervisor/ ( employees) (>500 employees) All salaries shown exclude superannuation New Zealand salaries are represented in New Zealand Dollars 2011 Hays Salary Guide 41

42 Accountancy & Finance Commerce & Industry/Accounting Support Credit Control NZ - Chch/Wellington Accounts Receivable Officer Credit Controller Supervisor/ (1-5 staff) Supervisor/ (> 5 staff) Bookkeepers To Trial Balance To Balance Sheet Senior Bookkeeper NZ - Chch/Wellington All salaries shown exclude superannuation New Zealand salaries are represented in New Zealand Dollars Hays Salary Guide

43 Commerce & Industry/Accounting Support Accountancy & Finance Accounts Officers/Payables NZ - Chch/Wellington General Accounts Officer Payables/ Receivables Senior Officer Accounts Payable Experienced Supervisor Accounts Payable Accounts Payable Accounts Officers/Assistants NZ - Chch/Wellington School Leaver Data Entry Accounts Officer All salaries shown exclude superannuation New Zealand salaries are represented in New Zealand Dollars 2011 Hays Salary Guide 43

44 Accountancy & Finance Professional Practice Bookkeepers Bookkeeper Senior Bookkeeper NZ - Wellington NZ - Christchurch Business Services Undergraduates 0-2yrs Experience 2-3yrs Experience 3yrs+ Experience NZ - Wellington NZ - Christchurch Typical Benefits that may be included on top of base salaries shown Flexible Packaging High level of training Performance based bonuses Professional Development Study support for professional & academic studies All salaries shown exclude superannuation New Zealand salaries are represented in New Zealand Dollars Hays Salary Guide

45 Professional Practice Accountancy & Finance Business Services Graduates No Experience 1-2yrs Experience 2-3yrs Experience 3yrs+ Experience Business Services (Typically CA/CPA Complete) Senior, Supervisor, Assistant s NZ - Wellington NZ - Christchurch NZ - Wellington NZ - Christchurch yrs Experience 4-5yrs Experience 5-6yrs Experience 6yrs+ Experience Typical Benefits that may be included on top of base salaries shown Flexible Packaging High level of training Performance based bonuses Professional Development Study support for professional & academic studies All salaries shown exclude superannuation New Zealand salaries are represented in New Zealand Dollars 2011 Hays Salary Guide 45

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