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 our recruitment landscape. Last year employers were conservative; there was a focus on cost savings, process improvements, and temporary and contract roles. While cost savings remain a priority, organisations are now poised to boost revenue growth. As a result we re seeing rising permanent vacancy activity, increased candidate movement and new skills shortages. This will lift candidate confidence in the year to come and give employers access to candidates leaving long-term employment in search of new opportunities. Driving this change is a need for staff for the growing number of residential and infrastructure projects (especially in NSW), the expansion of sales teams to increase revenue, a need to secure IT and marketing experts in response to emerging new technology, the constant demand for healthcare services, and the addition of people who can spot opportunities for productivity and performance improvements. Green shoots are even emerging in states and territories that once relied heavily on the resources and mining industry. Thanks to this, employers tell us that they will transition away from high levels of temporary/contract roles back to more permanent positions, which is a sure indication of employer confidence. While salaries will remain stable during this transition phase; in the long-term we will start to see a broader pick-up in salaries. Until then, our advice to candidates is to focus on securing a role where you can expand your skills base and take a step forward. For employers with permanent hiring intentions, the pressure will be on to find highly-skilled talent with the right combination of technical skills and cultural fit, and then to secure and retain them with a tailored offer. With improved confidence, permanent vacancies increasing and heightened staff turnover, why not talk to us when you next need to access the most comprehensive, current and global network of talent? Nick Deligiannis Managing Director, Hays Australia & New Zealand 2015 Hays Salary Guide 3

MARKET OVERVIEW & TRENDS 36% OF EMPLOYERS WILL INCREASE PERMANENT STAFF LEVELS 68% SAID BUSINESS ACTIVITY WILL INCREASE IN THE NEXT 12 MONTHS 4 2015 Hays Salary Guide

EMPLOYERS EYE HEADCOUNT GROWTH ARE YOU READY? This year as part of our Hays Salary Guide we surveyed 2,610 organisations, representing 2,891,747 employees, to gather their views on salary policy, hiring intentions and recruitment trends. As a group these employers have a positive outlook, with permanent headcount increases planned, flexible working practices on offer and an expectation that business activity will rise. In contrast, the year behind us will be remembered for cost cutting and doing more with less. Unsurprisingly then, 17% of employers did not increase salaries in their last review. Like the previous financial year (2013-14), those who did receive a salary increase in 2014-15 found that their wallet was not that much heavier. 56% of employers increased salaries by less than 3%, while 22% gave increases between 3 and 6%. Just 5% of employers gave increases of 6% or more. This cost-consciousness will remain when it comes to salaries in the year ahead, with 65% of employers intending to increase salaries by less than 3%. A further 19% will boost salaries between 3 and 6%, while just 3% will increase by 6% or more. Employers in the professional services, advertising & media, financial services and IT & telecommunications industries are at the front of the small pack offering these increases. While candidates have higher hopes for their next salary increase, the expectations of employees and employers are not that far apart that they can t be bridged. One way to do this is through benefits, which are offered by 77% of our total employer group. Another is through flexible work practices, offered by 84% of employers. Hiring intentions While 15% of employers plan to decrease permanent headcount in the year ahead, this will be absorbed more than twice over by the 36% who expect to increase permanent staff levels. The IT department will lead this headcount expansion, followed by project management, operational management, marketing and sales. In addition, 68% expect business activity to increase in the next 12 months, while 62% have already seen an increase in business activity over the 12 months prior to the survey. Candidates too are confident, with staff turnover increasing in 27% of organisations. This willingness of candidates to change permanent jobs and of employers to expand permanent headcount helps to explain why 45% of employers expect to decrease their use of temporary/contract staff in the year ahead. Emerging skills shortages As the available candidate pool is absorbed into new and replacement permanent roles, it is natural that skills shortages emerge. In the year ahead, 57% of employers think that skill shortages are likely to impact the effective operation of their business or department. Already we re seeing shortages of certain skilled professionals. Of our total employer group, 15% have recently found it difficult to recruit operations staff at the entry to mid management level. Employers also report challenges recruiting accountancy & finance (14%), technical (12%), sales & marketing (also 12%), IT (10%) and engineering (9%) talent at this level. Perhaps that s why 28% of employers said overtime levels had increased in their organisation. 2015 Hays Salary Guide 5

SALARY INCREASES 1. Average % increases from last reviews: across all industries 17% 56% 22% 4% 1% Nil Less than 3% From 3% to 6% From 6% to 10% More than 10% For specific industries: MARKET OVERVIEW & TRENDS: SALARY POLICY 19 44 30 Advertising & Media 23 45 24 Construction, Property & Engineering 11 49 30 Financial Services 15 64 18 Hospitality, Travel & Entertainment 19 55 23 IT & Telecommunications 14 58 25 Manufacturing 6 2015 Hays Salary Guide 7 2 6 4 6 3 12 21 3 9 46 32 10 Professional Services 12 12 74 12 Public Sector 2 37 42 19 Resources & Mining 2 13 57 23 5 Retail 1 14 69 16 Transport & Distribution 4 18 59 19 Other

SALARY INCREASES 2. When you next review, by what percentage do you intend to increase salaries? across all industries 13% 65% 19% 2% 1% Nil Less than 3% From 3% to 6% From 6% to 10% More than 10% For specific industries: 7 59 26 8 7 56 30 7 Advertising & Media Professional Services 16 61 18 3 2 12 76 11 1 Construction, Property & Engineering Public Sector 8 57 30 3 2 36 51 12 1 Financial Services Resources & Mining 12 70 17 1 10 71 16 21 Hospitality, Travel & Entertainment Retail 9 65 22 22 13 71 16 IT & Telecommunications Transport & Distribution 10 71 17 11 12 69 17 2 Manufacturing Other 2015 Hays Salary Guide 7

CANDIDATE SALARY EXPECTATIONS In a separate survey we also asked our candidates what their expected salary increases were In your next review, what percentage increase do you expect to receive? across all industries 20% 47% 25% 5% 3% Nil Less than 3% From 3% to 6% From 6% to 10% More than 10% For specific industries: MARKET OVERVIEW & TRENDS: SALARY POLICY 10 34 Advertising & Media 23 Construction, Property & Engineering 15 Financial Services 15 Hospitality, Travel & Entertainment 22 IT & Telecommunications 17 46 46 62 40 32 Manufacturing 8 2015 Hays Salary Guide 56 30 26 25 31 8 19 8 7 7 8 8 16 Professional Services Public Sector Resources & Mining Retail 29 Transport & Distribution Other 44 3 1 12 69 17 2 39 34 20 7 8 13 56 46 43 28 36 24 28 7 5 12 5

BENEFITS 3. Does your company offer flexible salary packaging? 77% 23% YES NO Of those who answered yes, the following benefits were indicated as being commonly offered to... All employees More than 50% Less than 50% Few employees Car 13% 9% 25% 53% Bonuses 25% 17% 21% 37% Private health insurance 30% 5% 8% 57% Parking 34% 13% 16% 37% Salary sacrifice 56% 8% 12% 24% Above mandatory superannuation 38% 8% 10% 44% Private expenses 13% 5% 13% 69% Other 30% 8% 8% 54% 2015 Hays Salary Guide 9

STAFFING 4. Over the last 12 months, have permanent staff levels in your department... across all departments MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS 23% Decreased For specific departments: 17 Accountancy & Finance 29 Distribution 28 Engineering 26 Human Resources 17 52 32 35 32 39 Information Technology 10 2015 Hays Salary Guide 51 40 36 35 31 40% Remained the same 17 Marketing 26 Operational Management 24 Project Management 28 Purchasing/Procurement 33 Sales 35 36 34 48 24 37% Increased 48 42 43 38 24

STAFFING 5. Over the coming year, do you expect permanent staff levels to... across all departments 15% Decrease 49% Remain the same 36% Increase For specific departments: 10 64 26 10 52 38 Accountancy & Finance Marketing 14 57 29 20 38 42 Distribution Operational Management 28 38 34 12 42 46 Engineering Project Management 15 49 36 14 53 33 Human Resources Purchasing/Procurement 10 46 44 16 48 36 Information Technology Sales 6. If you expect staffing levels to increase, please specify how: 80% 27% 20% 18% Full time/ permanent staff Temporary/ contractors (through an employment consultancy) Employment of part-time staff Employment of casual staff (on your payroll) 2% 2% Job sharing Mixture, other (inc. overseas recruitment, acquisitions) Note: Multiple choices permitted. 2015 Hays Salary Guide 11

STAFFING 7. How often do you employ temporary/contract staff? across all departments MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS For specific departments: 41 33% Exceptional circumstances/never Accountancy & Finance 36 Distribution 25 Engineering 30 Human Resources 19 62 40 46 21 Information Technology 12 2015 Hays Salary Guide 46 43 35 24 19 13 45% Special projects/ workloads 26 Marketing 31 Operational Management 23 Project Management 33 Purchasing/Procurement 46 Sales 46 52 41 48 26 22% Regular ongoing basis 31 28 28 22 19

STAFFING 8. In the next 12 months, do you expect your use of temporary/contract staff to... across all departments 45% Decrease 32% Remain the same 23% Increase For specific departments: 11 74 15 5 59 36 Accountancy & Finance Marketing 71 29 12 68 20 Distribution Operational Management 22 57 21 11 57 32 Engineering Project Management 10 70 20 19 62 19 Human Resources Purchasing/Procurement 11 55 34 10 73 17 Information Technology Sales 2015 Hays Salary Guide 13

SKILL SHORTAGES MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS 9a. Do you think that skill shortages are likely to impact the effective operation of your business/department? 43% No 14 2015 Hays Salary Guide 40% Yes - in a minor way 17% Yes - significantly 9b. In skill-short areas, would you consider employing or sponsoring a qualified overseas candidate? 62% 38% YES NO

SKILL SHORTAGES 10a. For which areas have you recently found it difficult to recruit? Junior to mid management: 15% OPERATIONS 14% ACCOUNTANCY & FINANCE 12% TECHNICAL 12% SALES & MARKETING Senior management: 9% OPERATIONS 8% TECHNICAL 7% ACCOUNTANCY & FINANCE 6% SALES & MARKETING 10b. Other areas for which you have recently found it difficult to recruit? Junior to mid management Senior management Junior to mid management Distribution 3% 1% IT 10% 6% Engineering 9% 7% Purchasing 3% 1% Human Resources 4% 3% Other 11% 5% Senior management 2015 Hays Salary Guide 15

WORK PRACTICES 11. Does your workplace allow for flexible work practices? 84% 16% YES NO 12. If yes, which practices do you currently offer?* 79% 74% 58% 36% MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS Flexible working hours 30% Job sharing *Multiple choices permitted. 16 2015 Hays Salary Guide Part time employment Career breaks Flex-place 20% 15% Phased retirement 13. Has overtime/extra hours in your organisation over the last 12 months... If increased, by how much? Flexible leave options 11% 61% 28% Decreased Remained the same Increased 5 hours or less Between 5-10 hours More than 10 hours Per Week 33% 34% 11% Month End 13% 19% 28% Year End 7% 9% 40%

WORK PRACTICES 14. For non-award staff in your organisation, is overtime/extra hours worked... $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$ $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$ 62% Unpaid 38% Paid 15. Is it your policy to counter-offer staff when they resign? 64% 35% 1% No Sometimes Yes Of those you counter-offered, on average, did they... 43% 33% 19% 5% Leave anyway Stay longer than 12 months Stay 3-12 months Stay less than 3 months 16. Over the last 12 months has your staff turnover rate: 18% Decreased 55% Remained the same 27% Increased 2015 Hays Salary Guide 17

DIVERSITY MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS 17. Does your organisation have a diversity policy for hiring new staff? 57% YES If yes, do you think the people who hire in your organisation generally adhere to it? 87% YES 18 2015 Hays Salary Guide 43% NO 13% NO

EMPLOYER BRANDING 18. How important do you think the following factors are for an employer brand and how well do you think your organisation is perceived on the same criteria? Level of importance No impact Minor impact Some impact Significant impact Major impact Organisational perception Poor Okay Good Very Good Excellent 1 3 15 43 38 3 17 41 Career path/training & development 30 9 2 3 15 37 43 3 11 28 37 An individual s fit with the company s vision, culture and values 21 2 8 34 39 17 3 9 34 42 People s direct/indirect experience of the company 12 1 3 20 51 25 3 14 40 Salary and benefits 36 7 1 3 16 44 36 3 13 33 Work/life balance 37 14 2015 Hays Salary Guide 19

ECONOMIC OUTLOOK 19. In the past 12 months, has business activity... 17% 21% 62% Decreased Remained the same Increased 20. In the next 12 months, do you envisage business activity: across all industries 9% 23% 68% Decreasing Remaining the same Increasing MARKET OVERVIEW & TRENDS: ECONOMIC OUTLOOK For specific industries: 5 21 74 Advertising & Media 10 26 64 Construction, Property & Engineering 3 16 81 Financial Services 7 25 68 Hospitality, Travel & Entertainment 3 18 79 IT & Telecommunications 10 28 62 Manufacturing 20 2015 Hays Salary Guide 5 24 71 Professional Services 9 24 67 Public Sector 28 37 35 Resources & Mining 6 6 88 Retail 19 15 66 Transport & Distribution 6 21 73 Other

ECONOMIC OUTLOOK 21. What are the key factors driving your business activity? No impact Some impact Significant impact Interest rates 52 39 9 Currency/forex rates 52 33 15 Consumer/business confidence 18 42 40 Capex investments 43 30 27 Projects driven by government 28 35 37 Current economic conditions 7 38 55 22. Do you see the general outlook for the economy in the forthcoming 6-12* months as... $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$ $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$ 22% Weakening *This data was collected during March 2015. 51% Static 27% Strengthening 2015 Hays Salary Guide 21

HOW TO NAVIGATE THIS GUIDE 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. Sydney Head of HR/HR Director 250 Typical salary 150-320 Salary range SALARY INFORMATION: SALARIES & SECTOR OVERVIEWS The complete Hays 2015 Salary Guide is available as an app free to download from itunes. Search over 1,000 salaries and find offices in your area. 22 2015 Hays Salary Guide

ENERGY SALARY INFORMATION: ENERGY AUSTRALIA Political disruption was the major factor influencing Australia s energy sector in 2014-15 as state governments debated privatisation and asset recycling. While the end result is yet to be fully determined in all regions, we suspect recruitment will return to some level of normality later in 2015 but will be underscored by fiscal conservatism. In NSW, a busy agenda of change in the transmission and distribution sector (T&D) was announced after the state election in March. As a result, we expect employers to continue to favour temporary contracts to provide flexibility but this could change quickly when some level of certainty for future projects is reached. As many new projects in NSW reach their apex in terms of project delivery staff, the focus begins to turn to operations and maintenance skills. However, rising demand for Estimators and Design Engineers is a sign that the next wave of projects is in motion. Larger companies are also looking to hire talent returning from mining projects now that salaries in that sector are more realistic compared to those in the utilities sector. In Western Australia, wages in the major utilities space have stabilised after a period of decline that started more than 12 months ago. While there has been a loss of some specialist skill sets to national and international projects, candidates are willing to reduce their expectations on both salary and conditions to secure a more sustainable role. In response, employers are focusing on retention and succession planning rather than overusing contractors. Roles that can expect salary increases this year include Sales Engineers with generator experience and qualified Drillers, Cable Layers and Switching Operators with specific Western Australian trade accreditation and licenses. Recruitment is focused on fit for purpose and the significant use of contractors continues. 134 2015 Hays Salary Guide In Victoria, the reduction of capital expenditure and the impact of cost overruns on advance metering infrastructure (AMI) see employers taking a conservative approach. Like NSW, employers are opting for the flexibility of contract staff. In contrast, utilities employers are looking to bring specialist skills like Glove & Barrier (G&B) Linesworkers in-house to avoid using contractors and reduce their supply chain costs. We expect strong salaries for technical tender/bid specialists in Victoria and around the country this year as a result of projects competing for candidates. New legislation will also see increased demand for metering specialists as the State Government looks to encourage greater competition. However, the number one driver for all candidates remains job security rather than salary. The Queensland election was won on the back of a promise of no privatisation of assets, which should bring some certainty to the recruitment market in north eastern construction. G&B Lineworkers are in high demand, particularly in population growth hotspots around Queensland s south-east as more and more load is placed on the existing network. Employers are operating with very tight budgets. Recruitment is focused on fit for purpose and the significant use of contractors continues. As a result, candidates are far more flexible and willing to take on contract roles. NEW ZEALAND The last 12 months has been one of general positive consolidation in New Zealand s energy sector and this will continue over the next year. Demand for highly skilled trades and engineering candidates also continues and shows no sign of abating, particularly for Line Mechanics and Electrical Engineers. With many of the larger infrastructure projects ending in 2012/13, the network owners did not engage in large-scale projects in 2014 and have been holding back on future investment spend. However, feedback from contractors indicates there is more work around in 2015-16 particularly for project staff such as Managers, Engineers and Trades in transmission & distribution. In power generation the main focus remains on replacing retiring operational and maintenance staff. Recruiting skilled Operators and Maintainers is the priority, especially in remote areas, and higher salaries could be needed to attract candidates. Overall, salaries in the sector remain similar to last year. Energy employers in New Zealand have always used recruiting from overseas as a strategy to offset local skills shortages. While employers remain open to this strategy, a quieter 2014 saw a reluctance to use this sourcing method in 2015, partly due to cost and partly because of the increase in skilled New Zealanders returning home from Australia and other countries. Overall, salaries in the sector remain similar to last year although we do expect to see some general increases in the next 12 months with the onset of more investment from the networks, including some larger capital projects due to start in 2015-16.

ENERGY Design Engineering TRANSMISSION & DISTRIBUTION/ GENERATION Senior Design Design Engineer* Engineer* Principal Design Engineer Engineering Manager Design Manager NSW - Sydney 80-100 100-140 145-170 160-200 130-150 VIC - Melbourne 75-100 100-140 150-200 160-200 110-160 QLD - Brisbane 80-100 100-140 140-180 150-190 110-160 WA - Perth 80-105 120-150 160-220 160-210 150-190 SA - Adelaide 80-100 100-130 135-155 150-185 130-155 NT - Darwin 85-115 115-150 120-170 145-190 130-170 NZ - Auckland 70-90 90-110 110-130 135-160 135-155 Design Drafter Senior Design Drafter Project Engineer (EPCM) Senior Project Engineer (EPCM) NSW - Sydney 50-80 70-100 80-115 130-170 VIC - Melbourne 50-80 70-90 90-130 140-190 QLD - Brisbane 60-80 80-100 90-140 140-190 WA - Perth 65-85 85-110 130-160 150-190 SA - Adelaide 55-75 75-95 80-115 125-160 NT - Darwin 65-85 80-110 115-140 125-170 NZ - Auckland 55-70 70-85 80-100 90-120 Power Systems Engineer Protection Engineer Transmission Line Design Engineer Project Manager NSW - Sydney 80-120 75-110 110-150 130-175 VIC - Melbourne 80-120 75-125 120-150 120-170 QLD - Brisbane 80-110 110-150 80-150 120-160 WA - Perth 100-145 120-160 125-160 145-190 SA - Adelaide 85-115 85-125 90-130 120-160 NT - Darwin 95-140 100-130 90-140 135-180 NZ - Auckland 90-120 90-120 90-120 110-130 RENEWABLE Wind Farm Engineer Solar Engineer Geothermal Engineer Technician NSW - Sydney 95-135 80-125 80-110 65-80 VIC - Melbourne 95-120 95-105 80-110 65-95 QLD - Brisbane 95-125 75-115 90-135 65-95 WA - Perth 100-145 100-120 120-140 80-100 SA - Adelaide 100-130 100-120 90-120 70-90 NT - Darwin N/A 105-125 95-125 75-110 NZ - Auckland 80-110 90-120 90-115 70-90 NOTES: All salaries shown exclude superannuation New Zealand salaries are represented in New Zealand dollars * Design Engineer - Discipline (Mechanical/Process/Elec/I&C) 2015 Hays Salary Guide 135

ENERGY Operations & Maintenance OPERATIONS & MAINTENANCE Control Room Operator Control Room Manager Maintenance Superintendent Maintenance Operations Planning/Scheduler Manager NSW - Sydney 75-100 85-120 85-100 80-105 140-170 VIC - Melbourne 80-95 95-120 85-100 80-105 120-160 QLD - Brisbane 75-100 95-125 110-140 100-120 150-200 WA - Perth 80-130 130-160 130-160 115-150 160-220 SA - Adelaide 80-110 95-125 95-125 95-130 120-160 NT - Darwin 85-95 95-125 105-140 100-130 160-220 NZ - Auckland 65-95 95-125 75-115 70-95 120-140 Asset Engineer (3-7 yrs)* Leading Hand Electrician Mechanical Fitter E&I Technician NSW - Sydney 85-110 65-80 65-75 65-75 65-85 VIC - Melbourne 85-130 70-90 60-80 60-80 70-95 QLD - Brisbane 80-115 85-120 70-100 70-100 80-140 WA - Perth 125-150 95-125 90-110 90-110 110-130 SA - Adelaide 95-120 75-100 80-100 70-90 75-100 NT - Darwin 90-130 90-125 85-110 85-110 90-120 NZ - Auckland 70-90 65-80 60-85 65-75 80-100 Line worker G&B Linesworker Switching Operator Protection Technician Generator Technician NSW - Sydney 70-100 N/A 65-85 70-85 70-85 VIC - Melbourne 80-105 85-130 80-110 95-120 80-100 QLD - Brisbane 75-100 90-130 85-120 120-160 90-140 WA - Perth 85-115 85-120 95-140 90-135 80-120 SA - Adelaide 70-100 85-110 85-120 110-150 85-130 NT - Darwin 80-120 85-120 95-140 90-135 80-120 NZ - Auckland 60-85 80-110 70-90 80-120 70-90 Directional Driller Cable Jointer Cable Layer Operator/ Maintainer NSW - Sydney N/A 75-100 65-90 75-95 VIC - Melbourne 70-100 80-100 70-90 80-95 QLD - Brisbane 110-140 85-110 85-110 120-150 WA - Perth 70-95 80-120 60-85 120-150 SA - Adelaide 100-130 85-110 85-110 120-150 NT - Darwin 70-95 80-120 60-85 120-150 NZ - Auckland 60-80 70-100 50-70 60-85 NOTES: All salaries shown exclude superannuation New Zealand salaries are represented in New Zealand dollars * Engineer (Mechanical/Electrical) 136 2015 Hays Salary Guide

ENERGY Project Development PROJECT DELIVERY Project Manager Project Engineer* Construction ManagerSite Superintendent NSW - Sydney 140-175 80-120 140-175 110-140 VIC - Melbourne 120-170 80-120 130-150 100-120 QLD - Brisbane 120-170 90-125 140-170 95-130 WA - Perth 150-220 130-165 160-200 140-160 SA - Adelaide 125-160 85-125 130-160 110-135 NT - Darwin 120-160 110-140 120-160 95-140 NZ - Auckland 100-135 85-105 120-140 70-80 Site Engineer Commissioning Engineer Commissioning Manager NSW - Sydney 65-95 110-135 140-180 VIC - Melbourne 80-120 120-140 150-180 QLD - Brisbane 75-110 115-160 130-170 WA - Perth 120-165 150-180 160-200 SA - Adelaide 75-100 120-150 150-180 NT - Darwin 80-120 100-150 140-170 NZ - Auckland 75-90 90-150 120-200 PROJECT SERVICES Estimator Senior Estimator Planner/Scheduler Planning Manager NSW - Sydney 90-130 140-180 80-120 120-160 VIC - Melbourne 100-120 140-170 80-110 100-150 QLD - Brisbane 85-130 135-180 70-120 120-155 WA - Perth 110-150 150-180 150-180 160-200 SA - Adelaide 100-120 120-140 120-140 130-160 NT - Darwin 85-120 115-150 100-135 95-150 NZ - Auckland 65-90 90-120 65-90 90-120 Contracts Administrator Contracts Manager OHS Supervisor OHS Manager NSW - Sydney 80-110 110-140 90-115 140-180 VIC - Melbourne 80-100 110-140 80-110 110-140 QLD - Brisbane 80-115 110-150 90-120 115-135 WA - Perth 90-125 140-170 110-150 140-180 SA - Adelaide 80-110 110-145 90-110 105-120 NT - Darwin 85-115 120-150 100-130 100-150 NZ - Auckland 60-80 80-120 60-80 80-120 NOTES: All salaries shown exclude superannuation New Zealand salaries are represented in New Zealand dollars * Mechanical/Electrical/Instrumentation & Controls 2015 Hays Salary Guide 137

ABOUT US Our passion lies in helping people develop their professional careers, in whatever sector they work; this principle is what makes Hays the world s leading expert in powering the world of work. We believe that the right job can transform a person s life and the right person can transform an organisation. We have the depth of expertise and market insight to offer advice to both clients and candidates. Fuelled by energy and passion, we look beyond skills and experience to find the right cultural fit. This allows us to find the right match that enables individuals and organisations to flourish. Working across a wide variety of specialist areas, we have experts recruiting for professions from HR, legal and accountancy & finance to information technology, construction and life sciences, meaning we have the breadth of expertise to find the people you need. Our extensive candidate database allows our consultants to search millions of candidates globally using Google search technology to find the best people in the fastest timeframe. In addition, our exciting collaboration with LinkedIn provides real-time data on the active candidate market, behavioural trend analysis for future movers and an additional talent pool of over 200 million potential candidates. OUR SPECIALISMS Accountancy & Finance Architecture Banking Construction Contact Centres Education Energy Engineering Executive Facilities Management Healthcare Human Resources Insurance Information Technology Legal Life Sciences Logistics Manufacturing & Operations Marketing Office Support Oil & Gas Policy & Strategy Procurement Property Resources & Mining Retail Sales Trades & Labour GET SOCIAL Hays is the most followed recruitment agency on LinkedIn in the world. Join our growing network by following Hays Worldwide. Get expert advice, insights and the latest recruitment news by following us on Twitter: @HaysAustralia @HaysNewZealand

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