How To Become A Construction Worker In Nsw

Transcription

1 2012 Salary Survey - Results NSW Building and Construction Industry

2 Contents Foreword 1 Survey Partners 2 Section A General Questions on Company Operations 3 Section B Questions on Salary Package levels and Hiring Factors 7 Top Tier Contractor 7 Mid Tier Contractor 11 Third Tier Contractor 17 Fitout/Refurbishment Contractor 22 Residential Contractor 26 Project Home Builder 31

3 Foreword The Master Builders Association of New South Wales is delighted to launch the 2012 salary survey in conjunction with our recruitment partners, Clinton Recruitment and Conduit Recruitment. This year we have decided to make the survey available online to embrace a paper free approach. The option to be able to print a copy still exists should you wish to. The survey is divided into the following categories; Top Tier Builders, Medium Tier Builders, Third Tier Builders, Fit out and Refurbishment, Residential Contractors and Project Home Builders. We have also included some helpful industry comments that may assist you when reviewing your salary levels for the next 12 months. The salary survey has been compiled from information supplied directly to the Master Builders Association of New South Wales, with a copy of the survey questionnaire having been sent to every member. This means that the survey has been completed by companies which range from one man band builders to top tier globally recognised companies. The Master Builders Association of New South Wales hopes that you find the salary survey both informative and interesting. I would like to thank both Conduit Recruitment and Clinton Recruitment for their invaluable assistance in compiling the 2012 salary survey. Brian Seidler Executive Director Master Builders Association of NSW

4 Survey Partners This survey was compiled in June 2012 and was brought together with the help of the preferred recruitment agencies of the Master Builders Association of New South Wales - Conduit Recruitment and Clinton Recruitment Pty Ltd. Constructing Relationships that Last Clinton Recruitment Pty Ltd is a boutique recruitment agency based in Sydney specialising in the recruitment of building and construction professionals throughout Australia. Clinton Recruitment focuses on quality rather than quantity. Tel: louise@clintonrecruitment.com.au Conduit Recruitment is a Sydney based agency specialising in the Construction, Property and Engineering markets throughout Australia. Our clients include Builders, Property Developers, Consultants, Property Owners, Institutions and Government Departments. We are known for our market focus and expert knowledge. Tel: recruitment@conduitgroup.com.au Notes Please note the following when reading this survey: Salaries, unless otherwise noted, are the entire salary package and inclusive of base salary, superannuation and car or car allowance. The salary packages do not include such things as bonuses, shares or tools of the trade such as laptops, telephones or computers. The number of years (0-5 years, 5-10 years and 10 years+) indicated throughout the survey are the number of years spent in that specific role not the total time spent in the industry. Please note that the findings of this survey are the property of the Master Builders Association of New South Wales and are for reference purposes only. The survey should not be quoted, copied or printed by any third party without the permission of the Master Builders Association of New South Wales. We would like to sincerely thank the members of the Master Builders Association of New South Wales for their contributions to the survey. We would also like to thank Brian Seidler, Executive Director and Juliet Pratley, Business Development Manager for the Master Builders Association of New South Wales. 2 - Master Builders Association of NSW

5 Section A General Questions and Observations on Company Operations 1. How many full time staff do you employ? 14% 30% 7% 49% 2. Do you currently employ contract staff? YES 54% Less than 20 people people people 150+ people NO 46% There was an increase in the percentage of staff that were employed on a contract basis. A large number of small companies, project home builders, and residential builders, those that specialised in fit out and refurbishment projects and subcontractors all relied on the use of contract staff to allow their businesses to operate. Many people who were previously employed as full time employees have taken contract employment as a result of being made redundant and not being able to secure a full time position immediately. Employers who have never taken on contract staff previously have done so for the first time because they are uncertain about ongoing work opportunities and the economic climate. 3. Do you employ any females in construction based roles in your company? 29% of those surveyed said that they did employ at least one female in a construction based role. From those surveyed it was mostly the top tier and medium tier companies who employed multiple females in construction based roles. In the smaller companies there are very few females employed in construction based roles What type of construction projects do you undertake? Commercial Industrial Residential Retail Fit out/refurbishment Health Defence Government Education/Institutional Housing Construction 5. What percentage of projects are: 14.0% 15.0% 15% 19.0% 37.0% Hard Dollar Design & Construct Construction Management Negotiated Cost Plus Section A General Questions and Observations on Company Operations 6. Over the last 12 months, has there been a major shift in the type of construction projects undertaken and how has this changed your business? Some of the comments included the following: There is less residential construction work. A sharp decline in work in the private sector and a slight decline of work in the public sector More people are renovating rather than buying new houses so less demand in residential sector Less infrastructure work Hard dollar projects are not worth it any more. We have all but given up tendering as it costs too much for so little return Increase in the number of Construction Management projects that we are undertaking Salary Survey

6 7. The most difficult roles to fill were (in order of difficulty): Building Services Managers, Senior Estimators, Contract Administrators, Carpenters, administrative support. Many companies said that they had not been employing in the last 12 months. 8. What is your main method of recruiting staff? 6% 8.0% 8.0% 10.0% 68.0% 9. Do you have a Graduate / Cadet Scheme? YES 14% NO 86% Word of Mouth Recruitment Agency Newspaper Adverts Online Adverts Other 13. Apart from monetary bonuses how do you reward high performing staff? Extra training Weekends away with partner Staff BBQ Praise Time off Gifts More responsibility Recognition Staff gatherings 14. Do you pay extra superannuation to any staff? NO 95% YES 5% 15. How many pay / performance reviews do you undertake per year? 3% 1 2 More than What is the average length of service of staff in your company? The average length of service of staff in companies that responded was 4.5 years. It must be noted that many companies have large numbers of people who have worked with them for 10 years + and some companies who only employ contractors. 41% 56% 11. Do you give bonuses? YES 77% NO 23% 12. If yes, how are they achieved? Individual performance only 20% Company performance only 13% Both 67% 16a. Do you have a Human Resources Department? NO 92% YES 8% 16b. If yes, what are the benefits of having a Human Resources Department? To keep up to date with new legislation with regards to employment Work closely with staff to address any concerns 16c. If no, why do you not have a Human Resources department? We are too small We work closely with our staff and therefore do not need one An expensive overhead We do not see the value in having one 4 - Master Builders Association of NSW

7 17. How many interviews do you normally conduct in your interview process? 6% 40.0% 54.0% One Two Three or more 18. What do you think will be the greatest challenge faced by the New South Wales Construction Industry in the next 12 months? General state of the construction industry in New South Wales is not good. We can t afford another builder to go into liquidation. A sharp decline in government spending on construction projects in the public sector, difficulty obtaining finance from the banks, limited tender opportunities, controlling salary inflation and aggressive competition No young apprentices Lack of good tradespeople Funding for development - cost of materials and trades Insurance costs and tax costs NSW government releasing work to proceed Lack of sub trades Future good tradespeople Hard to find good young staff - they are leaving the industry to work in the mines for more money Section A General Questions and Observations on Company Operations Salary Survey

8 Section B Questions on Salary Package Levels and Hiring Factors TOP TIER CONTRACTOR Please remember that salaries are total packages including super, base salary and car or car allowance. Please also note when stating salaries we are referring to years of experience in that position. Cadets / Graduates 1. First Year Cadet Annual Salary $42,000 $50,000 $32, How many days does a first year cadet work per week? 4 days 4 days 3 days 3. Second Year Cadet Annual Salary $45,124 $52,000 $34, How many days does a second year cadet work per week? 4 days 5 days 3 days 5. Third Year Cadet Annual Salary $48,000 $55,000 $40, How many days does a third year cadet work per week? 5 days 6 days 4 days 7. Fourth Year Cadet Annual Salary $54,239 $65,000 $45, How many days does a fourth year cadet work per week? 9. What do you normally pay a Graduate who has completed studies? 5 days 5 days 5 days $62,000 $75,000 $45, What is the most important characteristic that you look for in a Cadet / Graduate? Academic grade 5% Past work history 0% Overall attitude and appearance 95% Leading Hand / Sub Foreman (M/F) 11. What do you normally pay a Leading Hand / Sub Foreman? 0-2 years experience $91, years experience $106, What is most important when looking for a Leading Hand / Sub Foreman? Carpentry trade background 32% Communication skills / presentation 45% Safety Experience 15% Certificates 0% Other 8% 13. What do you normally pay a Foreman (m/f)? $135, year experience $160, year + $175, Master Builders Association of NSW

9 14. What is most important when looking for a Foreman? Type of projects undertaken 30% Size of projects 20% Carpenter by trade 9% Technical Knowledge (e.g set out / structures / finishes etc) 41% Other 0% Site Manager 15. What do you normally pay a Site Manager? $150,000 $180,000 $220, What is most important when looking for a Site Manager? Type of project undertaken 22% Size of project delivered 40% Trade Background 8% Programming skills / experience 30% Client interaction skills 0% Other 0% Project Manager 17. What do you normally pay a Project Manager? $162,000 $195,000 $253, What is the most important when looking for a Project Manager? Type of projects undertaken 10% Size of projects delivered 50% Commercial acumen 9% Client interaction skills 11% Leadership and mentoring abilities 20% Other 0% Contract Administrator 19. What do you normally pay a Contract Administrator? $110,000 $147,321 $160, What is most important when looking for a Contract Administrator? Size of projects delivered 29% Computer skills (Cheops, Jobpac) 40% Head Contract and sub contract experience 20% Degree / Qualifications 10% Industry Experience 1% Other 21. Do you employ a Contracts Manager? YES 90% NO 10% 22. What do you normally pay a Contracts Manager? $145,000 $180,000 $246, What is most important when looking for a Contacts Manager apart from commercial acumen? Project values that they have worked on previously 39% Types of construction projects worked on 31% Ability to lead, train and mentor a team 10% Qualifications 10% Other 10% Commercial Manager 24. Do you employ a Commercial Manager? YES 100% NO 0% 25. What do you normally pay a Commercial Manager? $180,000 $200,000 $250, What is most important when looking for a Commercial Manager? Project values that they have worked on previously 80% Ability to look at big picture 10% Types of Projects 10% Project Engineer 27. Do you employ Project Engineers? Section B Questions on Salary Package Levels and Hiring Factors : Top Tier Contractor YES 100% NO 0% Salary Survey

10 28. What do you normally pay a Project Engineer? $95,000 $138, years experience $160, What is most important when looking for a Project Engineer? Subcontractor Management Skills OH&S Officer 30. What do you normally pay an OH&S Officer? $130,000 $150, years experience $162, What do you normally pay an OH&S Manager? $150,000 $170, year experience $185, What is most important when looking for an OH&S Manager? Experience developing and implementing OH&S systems Quality / Systems Manager 33. What do you normally pay a Quality / Systems Manager? $150,000 $167, years experience $238,000 Cost Planner / Quantity Surveyor 34. What do you normally pay a Cost Planner / Quantity Surveyor? $120,000 $180,000 $260,000 Design Manager 36. Do you employ a Design Manager? YES 87% NO 13% 37. What do you normally pay a Design Manager? $120,000 $144, years $170, What is the preferred education background for a Design Manager? Architecture 38% Structural / Civil Engineering 30% Trade Background 0% Degree in Construction Management 32% Construction Manager 39. What do you normally pay a Construction Manager? $220,000 $250,000 $350,000 Building Services Manager 40. What do you normally pay a Building Services Manager? $140,000 $172,000 $200, What is most important when looking for a Building Services Manager? Types of projects undertaken Estimator 35. What do you normally pay an Estimator? $120,000 $180,000 $267, Master Builders Association of NSW

11 MID TIER CONTRACTOR Please remember that salaries are total packages including super, base salary and car or car allowance. Please also note when stating salaries we are referring to years of experience in that position. Cadet / Graduate 1. First Year Cadet Annual Salary $36,500 $45,000 $27, How many days does a first year cadet work per week? 3. Second Year Cadet Annual Salary 3.8 Days 4 days 3 days $39,800 $47,000 $32, How many days does a second year cadet work per week? 5. Third Year Cadet Annual Salary 3.8 days 5 days 3 days $43,287 $50,000 $36, How many days does a third year cadet work per week? 7. Fourth Year Cadet Annual Salary 4.6 days 6 days 4 days $48,149 $60,000 $40, How many days does a fourth year cadet work per week? 10. What is the most important characteristic that you look for in a Cadet / Graduate? Academic grade 10% Past work history 3% Overall attitude and appearance 87% Site Engineer / Project Coordinator 11. What do you normally pay a Site Engineer / Project Coordinator? 0-2 years experience $64,286 $80,000 $45, years experience $79,375 $100,000 $65, years experience $100,555 $130,000 $80,000 Leading Hand / Sub Foreman 12. What do you normally pay a Leading Hand / Sub Foreman? 0-2 years experience $73,750 $100, years experience $90,272 $110,000 $78, What is most important when looking for a Leading Hand / Sub Foreman? Section B Questions on Salary Package Levels and Hiring Factors : Mid Tier Contractor 9. What do you normally pay a Graduate who has completed studies? 4.4 days 5 days 3 days $59,555 $75,000 $45,000 Carpentry trade background 40% Communication skills / presentation 41% Safety Experience 17% Certificates 0% Other 2% (All of the above) Salary Survey

12 Foreman 14. What do you normally pay a Foreman (m/f)? $91,250 $110, year experience $133,636 $65, year + $131,000 $175,000 $75,000 Salary vs Project Value up to $20M $111,875 $160,000 $20M - $50M $131,666 $175,000 $50M - $100M $145,000 $175,000 $90,000 $100M + $164,000 $175,000 $120, What is most important when looking for a Foreman? Type of projects undertaken 31% Size of projects 5% Carpenter by trade 10% Technical Knowledge (e.g set out / structures / finishes etc) 29% Other (Work ethic, attitude, knowlege of safety) 25% Site Manager 16. What do you normally pay a Site Manager? $113,750 $160,000 $90,000 $135,714 $185,000 $100,000 $156,666 $200,000 $120,000 Salary vs Project Value Up to $20M $118,333 $130,000 $100,000 $20M - $50M $165,200 $185,000 $150,000 $50M - $100M $168,002 $200,000 $150,000 $100M + $172,500 $200,000 $150, What is most important when looking for a Site Manager? Type of project undertaken 30% Size of project delivered 10% Trade Background 15% Programming skills / experience 33% Client interaction skills 2% Other 10% Broad and diverse skillset required which includes strong construction knowledge, communication skills, computer skills and programming skills All of the above are important 10 - Master Builders Association of NSW

13 Project Manager 18. What do you normally pay a Project Manager? $122,000 $90,000 $141,125 $160,000 $120,000 $175,000 $250,000 $145,000 Salary vs Project Value Up to $20M $124,285 $110,000 $20M to $50M $160,083 $180,000 $135,000 $50M to $100M $173,000 $250,000 $130,000 $100M + $207,000 $250,000 $165, What is the most important when looking for a Project Manager? Contract Administrator 20. What do you normally pay a Contract Administrator? $75,125 $100,000 $65,000 $104,000 $120,000 $90,000 $132,085 $180,000 $120,000 Salary vs Project Value Up to $20M $91,428 $110,000 $70,000 $20M to $50M $114,000 $90,000 $50M to $100M $135,000 $170,000 $120,000 $100M + $139,825 $180,000 $125, What is most important when looking for a Contract Administrator? Section B Questions on Salary Package Levels and Hiring Factors : Mid Tier Contractor Type of projects undertaken 22% Size of projects delivered 9% Commercial acumen 25% Client interaction skills 22% Leadership and mentoring abilities 19% Other 3% Communication skills, construction knowledge, tenacity, proactive, diverse size of projects, client interaction skills All of the above are important Size of projects delivered 10% Computer skills (Cheops, Jobpac) 49% Head Contract and sub contract experience 39% Degree / Qualifications 0% Industry Experience 2% Other Head contract and subcontract experience is crucial Being able to acutally use Jobpac correctly is essential. Lots of candidates say they can use it but the reality is somewhat different In this industry everyone is in such a rush to become a Project Manager. What they do not understand is that being a good Contract Administrator is a crucial step to becoming a good Project Manager Salary Survey

14 Contracts Manager 22. What do you normally pay a Contracts Manager? $126,250 $100,000 $155,000 $185,000 $120,000 $170,250 $210,000 $150,000 Salary vs Project Value Up to $20M $122,000 $170,000 $100,000 $20M to $50M $155,232 $170,000 $120,000 $50M to $100M $170,333 $200,000 $150,000 $100M + $176,500 $210,000 $150, What is most important when looking for a Contacts Manager apart from commercial acumen? Project values that they have worked on previously 5% Types of construction projects worked on 16% Ability to lead, train and mentor a team 61% Qualifications 0% Other 18% Strong contractual knowledge, strong understanding of state legislation and strong construction knowledge Commercial Manager 24. Do you employ a Commercial Manager? YES 14% NO 86% 25. What do you normally pay a Commercial Manager? $173,250 $200,000 $150,000 $187,333 $210,000 $160,000 $220,000 $250,000 $200,000 Salary vs Project Value Up to $20M $150,000 $20M to $50M $170,500 $50M to $100M $220,000 $100M + $233, What is most important when looking for a Commercial Manager? The ability to look at the big picture in relation to the direction of the company in the market place. Project Engineer 27. Do you employ Project Engineers? YES 78% NO 22% 28. What do you normally pay a Project Engineer? $76,000 $120,000 $65,000 $115,000 $130,000 $90, Master Builders Association of NSW

15 10 + years experience $128,500 $152,000 $120,000 Salary vs Project Value Up to $20M $77,000 $105,000 $65,000 $20M to $50M $121,400 $96,000 $50M - $100M $130,000 $145,000 $126,000 $100M + $150,000 $152,000 $130, What is most important when looking for a Project Engineer? Attitude, strong construction knowledge Tenacity, proactive, dynamic Good written and verbal communication skills Ability to work well under pressure Good all round construction knowledge Occupational Health & Safety Officer 30. What do you normally pay an OH&S Officer? $96,666 $110,000 $75,000 $114,166 $140,000 $80, years experience $133,333 $170,000 $110, What do you normally pay an OH&S Manager? $120,000 $110,000 $136,666 $170,000 $110, year experience $162,000 $200,000 $130, What is most important when looking for an OH&S Manager? Leadership and management skills Experience with Quality Assurance and Environmental issues Experience developing and implementing systems Quality / Systems Manager 33. What do you normally pay a Quality / Systems Manager? Avearge $117,000 $100,000 $145,714 $170,000 $105, Year $165,357 $250,000 $110, What is most important when looking for a Quality / Systems person? Extensive experience in the construction industry Sharp brain Someone who is able to keep pace with all the legislation and constant changes A professional who is able to complement the work done by the OH&S Manager on site 35. Do you employ Cost Planners / Quantity Surveyors? Section B Questions on Salary Package Levels and Hiring Factors : Mid Tier Contractor YES 13% NO 87% Salary Survey

16 Cost Planner / Quantity Surveyor 36. What do you normally pay a Cost Planner / Quantity Surveyor? $90,000 $120,000 $75,000 $124,000 $160,000 $90,000 $153,000 $175,000 $142, What is most important when looking for a Cost Planner? Cost planning expertise Experience of working within the New South Wales construction industry Estimator 38. What do you normally pay an Estimator? $94,375 $120,000 $80,000 $170,000 $250,000 $145,000 $252,000 $300,000 $200, What is most important when looking for an Estimator? Meticulous, strong construction knowledge, thoroughness, sense of urgency, transparency, communication skills, market rate knowledge and measurement skills New South Wales construction experience Large project experience eg $50M + Lump sum tender experience A positve outlook Strong construction knowledge An ability to train and mentor others 40. How will the industry attract young people to this profession? What a good question - I wish I knew the answer The young talented and tenacious estimators should be treated with more respect and paid according to output, as opposed to years of experience More mentoring is essential A more defined career path needs to be established across the entire industry The concept of choosing a career in Estimating needs to be encouraged at university stage Estimating needs an image overhaul Construction Directors and Construction Managers need to praise and encourage the younger Estimators in companies Design Manager 41. Do you employ a Design Manager? YES 38% NO 62% 42. What do you normally pay a Design Manager? $100,000 $120,000 $80,000 $140,000 $180,000 $110, years $162,500 $185,000 $125, What is most important when looking for a Design Manager? Client interaction skills Design team leadership. Co-ordination expertise Commercial understanding of construction A practical, logical thinker who is also motivated by deadlines 44. What is the preferred education background for a Design Manager? Architecture 40% Structural / Civil Engineering 6% Trade Background 9% Degree in Costruction Management 45% 14 - Master Builders Association of NSW

17 Construction Manager 45. What do you normally pay a Construction Manager? $176,250 $230,000 $145,000 $204,000 $250,000 $150,000 $250,000 $300,000 $180, What is most important when looking for a Construction Manager? The size of teams that they have previously managed Elite level construction knowledge Someone who is well respected Strong project delivery portfolio Confident client interaction A degree Leadership 47. How long has your Construction Manager been employed in that role? 6.8 years 48. Does your Construction Manager have a Degree or a Trade Background or both? Degree 68% Trade 29% Both 3% Building Services Manager 49. Do you employ a full time Building Services Manager? Is it a crucial role within your company? YES 17% NO 83% Our Building Services Manager is one of the most important people in our company We could not operate successfully without a Building Services Manager We would like to employ someone in that role but all the good ones are too expensive and are working for the top tier contractors 50. What do your normally pay a Building Services Manager? $133,000 $120, years $167,333 $175,000 $140, years + $177,000 $250,000 $152, What is most important when looking for a Building Services Manager? A strong working knowledge across all the essential services Good people skills An ability to influence people in a positive way on site An electrical background Section B Questions on Salary Package Levels and Hiring Factors : Mid Tier Contractor Salary Survey

18 THIRD TIER CONTRACTOR Please remember that salaries are total packages including super, base salary and car or car allowance. Please also note when stating salaries we are referring to years of experience in that position. Cadet / Graduate 1. First Year Cadet Annual Salary $31,412 $36,000 $24, How many days does a first year cadet work per week? 3.5 days 4 days 3 days 3. Second Year Cadet Annual Salary $36,016 $50,000 $24, How many days does a second year cadet work per week? 3.5 days 5 days 3 days 5. Third Year Cadet Annual Salary $42,806 $50,000 $29, How many days does a third year cadet work per week? 4.6 days 5 days 4 days 7. Fourth Year Cadet Annual Salary $48,232 $70,000 $25, How many days does a fourth year cadet work per week? 5 days 6 days 4 days 9. What do you normally pay a Graduate who has completed studies? $53,362 $75,000 $40, What is the most important characteristic that you look for in a Cadet / Graduate? Academic grade 7% Past work history 33% Overall attitude and appearance 60% Site Engineer / Project Co-ordinator 11. Do you employ Site Engineers / Project Coordinators? YES 19.6% NO 80.4% 12. What do you normally pay a Site Engineer / Project Coordinator? 0-2 years experience $60,833 $85,000 $40, years experience $71,166 $110,000 $55, years experience $87,142 $100,000 Leading Hand / Sub Foreman 13. What do you normally pay a Leading Hand / Sub Foreman? 0-2 years experience $70,000 $80, years experience $80,000 $100, Master Builders Association of NSW

19 14. What is most important when looking for a Leading Hand / Sub Foreman? Carpentry trade background 51% Communication skills / presentation 27% Safety Experience 0% Certificates 4% Other 18% Foreman 15. What do you normally pay a Foreman (m/f)? $72,011 $95,000 $62, year experience $82,169 $115,000 $67, year + $96,806 $74,000 Salary vs Project Value up to $5M $85,453 $102,000 $68,000 $5M - $10M $96,314 $114,000 $10M + $104,854 $75,000 Site Manager 17. What do you normally pay a Site Manager? $79,182 $120,000 $65,000 $95,000 $118,000 $70,000 $116,516 $170,000 $80,000 Salary vs Project Value Up to $5M $93,666 $120,000 $5M - $10M $114,655 $170,000 $70,000 $10M + $122,253 $170,000 $80, What is most important when looking for a Site Manager? Type of project undertaken 42% Size of project delivered 7% Trade Background 9% Programming skills / experience 12% Client interaction skills 7% Other 23% Section B Questions on Salary Package Levels and Hiring Factors : Third Tier Contractor 16. What is most important when looking for a Foreman? Type of projects undertaken 35% Size of projects 4% Carpenter by trade 14% Technical Knowledge (e.g set out / structures / finishes etc) 35% Other 12% Salary Survey

20 Project Manager 19. What do you normally pay a Project Manager? $104,970 $68,000 $117,584 $72,000 $138,027 $236,000 $78,000 Salary vs Project Value Up to $5M $111,418 $85,000 $5M to $10M $133,162 $165,000 $92,000 $10M + $145,000 $236,000 $105, What is the most important when looking for a Project Manager? Type of projects undertaken 35% Size of projects delivered 7% Commercial acumen 2% Client interaction skills 7% Leadership and mentoring abilities 21% Other 28% Contract Administrator 21. What do you normally pay a Contract Administrator? $72,158 $95,000 $99,654 $105,000 $81,000 $118,400 $132,000 $100,000 Salary vs Project Value Up to $5M $76,041 $95,000 $5M to $10M $98,178 $103,000 $78,000 $10M + $113,057 $132,000 $98, What is most important when looking for a Contract Administrator? Size of projects delivered 26% Computer skills (Cheops, Jobpac) 2% Head Contract and sub contract experience 38% Degree / Qualifications 5% Industry Experience 29% Other 23. Do you employ a Contracts Manager? YES 2% NO 98% Occupational Health & Safety Officer 24. What do you normally pay an OH&S Officer? $84,300 $101,300 $90,500 $110,000 $80, Master Builders Association of NSW

21 10 + years experience $117,500 $85, What do you normally pay an OH&S Manager? $93,200 $95,000 $100,100 $115,000 $80, year experience $117,500 $140,000 $100, What is most important when looking for an OH&S Manager? Experience developing and implementing systems 44.4% Past employer 11.1% Experience in QA & Environmental Management 11.1% Leadership & Management skills 22.2% Tertiary Qualification 0.0% Other 11.2% Estimator 27. What do you normally pay an Estimator? $65,000 $75,000 $55,000 $102,146 $165,600 $70,000 $121,544 $175,000 $80, What is most important when looking for an Estimator? Lump sum tender experience winning projects 46.3% Negotiation skills 4.9% Other 19.5% 29. How will the industry attract young people to this profession? Provide visible career paths By offering training and career paths Remuneration Offering cadetships and maybe an estimator only degree to help them focus on a set career path Construction Manager 30. What do you normally pay a Construction Manager? $148,571 $200,000 $125,000 $150,000 $220,000 $130,000 $160,000 $257,000 $135, What is most important when looking for a Construction Manager? Size of projects delivered 0.0% Size of teams managed 0.0% Past employers (e.g. top tier builders) 14.3% Business acumen 28.6% Client interaction skills 0.0% Leadership abilities 57.1% 32. How long has your Construction Manager been employed in that role? 7.8 years 33. Does your Construction Manager have a Degree or a Trade Background or both? Degree 22% Trade 45% Both 33% Section B Questions on Salary Package Levels and Hiring Factors : Third Tier Contractor Large project experience e.g. $50M + 7.4% NSW experience 2.4% Measurement skills 14.6% Software knowledge (e.g. Buildsoft etc) 4.9% Salary Survey