2015 GREATER CHINA SALARY & EMPLOYMENT OUTLOOK SALARY & EMPLOYMENT 2015/16 AUSTRALIAN OUTLOOK 1 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK
CONTENTS Click on the below headings to navigate to each section. DIGITAL 08 ENGINEERING 17 FINANCE 26 FINANCIAL SERVICES 46 HOSPITALITY & LEISURE 59 HUMAN RESOURCES 69 LEGAL 77 MANUFACTURING 89 MARKETING 98 MINING & RESOURCES 116 OIL & GAS 125 PROCUREMENT 131 PROPERTY 137 RETAIL 144 SALES 176 SUPPLY CHAIN & LOGISTICS 188 TECHNOLOGY 194 2 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK
2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK Welcome to the 2015/16 Michael Page Salary & Employment Outlook. This year s survey was completed by more than 2,700 employers and covers a range of trends and issues relevant to today s recruitment landscape. The Michael Page Salary & Employment Outlook combines qualitative and quantitative research, as well as expert insights and commentary from our extensive involvement in the senior executive and professional employment market. Our clients come from all major industry sectors and range from market-leading multinationals to small and mediumsized enterprises. Consistent with our specialist approach to recruitment, where we have dedicated teams of recruitment professionals servicing all of our industry sectors or functions, the report provides in-depth market insights as well as detailed salary guides with tables divided into job types, years of experience or company size and state, to show accurate and concise salary ranges. Alongside this report, we also provide a range of salary tools, advice and information on our website including; salary calculators, the latest salary rates and a salary appraisal service. Go to michaelpage. com.au/salary-centre to find these features. Thank you to everyone who contributed to this year s Salary & Employment Outlook, I hope you find it helpful and informative. We welcome your feedback and encourage you to contact us at michaelpage.com.au/contact-us for further information and advice. Matthew Gribble Regional Managing Director, Michael Page and Page Personnel Australia 3 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK
MARKET OVERVIEW 4 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK
MARKET OVERVIEW Our coverage across the Australian market yet again provides unrivalled insight into the white collar professional employment market in all major Australian cities. Each specific area of the report provides a detailed insight into what is actually happen in the market right now. As always, we hope this proves useful, whether you are hiring or considering a move personally. At the half-year mark hiring levels overall are looking stable to positive. The market was inconsistent through 2011-13, and hiring activity at the executive level froze. Senior candidates were no longer moving unless the role was a 100% fit because they were risk averse. However, last year and in the first half of 2015, we have seen more candidates willing to make a confident career move. Increased movement at the top, ironically, slows down the volume of opportunities in the entry level and mid-level for a period of 3-9 months as senior managers assess and restructure teams. This period is now coming to an end and we expect hiring activity for mid-level and management to pick up in Q4 and the first half of 2016. New South Wales has returned to its traditional role of engine room for the employment market in Australia; we are back to a much more typical economic pattern and the hiring activity in each state is reflecting that. Queensland and Western Australia continue to recalibrate and Victoria has settled down quite significantly after the changes in the automotive and manufacturing sector last year, and is starting to gain momentum. This bodes well for the new financial year and for new job opportunities going forward. In regards to salary and remuneration, the base inflation around packages in Australia is slowing. In this climate, it is only the professionals doing a fantastic job, driving performance and delivering exceptional results who will be in line for a bonus and other forms of longer term incentives. Work/life balance and company culture have been key aspects of what drives an Australian employee post-gfc. Attracting and retaining good quality employees is not just about money, it has got to be more than that. The majority of businesses base their head offices in New South Wales and Victoria, so as those markets heat up big organisations have to consider how their attraction methods differ from other organisations across the board. Even when an organisation is not competing for key talent with their direct competitors, they might be competing with other sectors for the best people. Another key trend is the rise in focus around diversity, inclusion and flexibility in the work environment. The best organisations that Michael Page engages with are offering more on that front than they have ever offered before as a way to retain their best people. This trend is by no means new this year; it is a theme we have seen in the Michael Page Salary & Employment Outlook in the past two to three years. It would be very dangerous for organisations not to review their attraction and retention methods in 2015, if they have not already done so... We hope you find the report useful. 5 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK
KEY INSIGHTS MARKET OVERVIEW More than ever in 2015, it is critical to review our report at a detailed level to understand the variation by sector in the Australian market. With the mining and resources boom now subsided, 2015 has been a fascinating year in terms of employment opportunities returning to more traditional sectors within the Australian economy. Of particular note, has been the surge in demand for talent across infrastructure, large scale project work and government. Do survey respondents expect to grow their teams this year? Overall confidence in sector/function 34 % 54 % 9 % Very good 5 % Very poor Poor 23 % YES NO 12 % UNSURE 28 % Good 35 % Fair Current national economy rating 20 % 3 % 21 % Good 2 % Very good 1 % No opinion Very poor Poor Do survey respondents feel their current budget allocation is enough? 56 % YES 44 % 53 % Fair NO 6 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK
KEY INSIGHTS MARKET OVERVIEW It is interesting that the top attraction and retention method this year will be strong company culture. Because the war for talent is warming up again, organisations are either dusting off their employer value proposition (EVP) or launching a new EVP in order to attract top talent. This means thinking about their brand positioning and the value that they offer employees, which is what strong company culture is all about. There are currently some discrepancies in terms of incentive programmes, but bonuses and flexible aspects of packages may balance out. Do survey respondents expect their direct employees to receive a salary increase? Work/life balance options already on offer to survey respondents * 71 % YES 29 % NO Sabbaticals Increased maternity/paternity leave Work from home options Flexible working hours Alternate leave options (e.g. volunteering) Team building/offsite activities Other * Respondents could select more than one answer. 7% 18% 47% 75% 23% 24% 16% Top talent attraction methods used * Do survey respondents expect their direct employees to receive a bonus? 23 % 65 % Financial incentives Strong company culture 49 % y to learn 34 % 30 % Recognition and rewards Training and mentoring partnerships YES Work/life balance initiatives 51 % Global career opportunities 18 % 11 % Other * Respondents could select more than one answer. 51 % NO 7 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK
DIGITAL Digital 8 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK
DIGITAL OVERVIEW CONTENT FOR CONTENT S SAKE IS NO LONGER AN ADEQUATE STRATEGY. Hiring activity in the digital space is strong, particularly in New South Wales and specifically in financial services, insurance and retail, where there has been significant investment in digital teams. Blue-chip, not-for-profit, public sector and SME businesses are all seeing the value of digital and are investing by adding new roles to their structures. The executive job market is stronger in New South Wales and Victoria, due to corporate head offices often being located in Sydney and Melbourne, however, there has been little change in this positive market over the last year and we expect this trend to continue over the next 12 months. Australia is still catching up to the UK and the US in terms of digital presence, so there is a strong focus on targeting expat communities. Strong competition across businesses, particularly in financial services, to acquire, convert and retain customers, means digital marketing managers with acquisition exposure are in high demand. Other roles currently required are content specialists and managers and digital product managers. We expect to see a shift in demand towards digital acquisition managers, digital strategy managers and content and social media managers over the next 12 months. Job types that could be awarded above average salary increases due to skills shortages are content, UX, SEO and SEM. The increase in demand for strong digital content and social managers has not been a coincidence. Companies are becoming more aware of the need to integrate content and social strategies to create better customer engagement and brand awareness. The focus going forward will shift to hiring those candidates who can measure the success of content and social strategies in order to show how it adds value to long-term marketing goals. Content for content s sake is no longer an adequate strategy. Digital content and social media must drive conversions, so candidates in this area should be able to show proven results if they want to be considered for the best opportunities. 9 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK
KEY INSIGHTS DIGITAL Professional services, government, FMCG and retail are the areas in greatest demand of digital professionals as they see the ROI on digital roles driving revenue and brand awareness. The levels of experience in the highest demand are mid-level and management as there is increased focus on specific divisions of the business, (i.e. credit card division within financial services). Do survey respondents expect to grow their teams this year? Levels of experience in highest demand 63 % 29 % 44 % 39 % Specialists Mid level YES NO 8 % UNSURE 17 % Management Do survey respondents feel their current budget allocation is enough? How survey respondents would use a bigger budget allocation 30 % YES 70 % NO Team building activities Team development Marketing Increase headcount Technology Salary & benefits Other 0% 12% 0% 58% 24% 6% 0% 10 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK
KEY INSIGHTS DIGITAL Businesses are seeing the need to drive brand awareness through digital channels so overall confidence in digital is strong. Permanent recruitment of digital professionals has increased in the past 12 months and will continue to increase in the next year the majority of businesses being corporate head offices. Salaries have been slightly higher than last year as businesses compete for highly sought after candidates in a skills short market, particularly in New South Wales and Victoria. Work/life balance continues to be one of the top attraction and retention methods and training and development is on the rise as a retention method. Overall confidence in digital 28 % Very good 11 % Poor 39 % Fair Do survey respondents expect their direct employees to receive a salary increase? 72 % YES 28 % 22 % Good NO Do survey respondents expect their direct employees to receive a bonus? Top talent attraction methods used * 44 % Broaden experience / opportunity to learn YES 25 % 63 % 31 % 19 % Financial incentives Strong company culture Recognition and rewards Training and mentoring partnerships Work/life balance initiatives 56 % NO 63 % Global career opportunities 19 % 13 % Other * Respondents could select more than one answer. 11 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK
DIGITAL DIGITAL DIGITAL State NSW VIC Experience 0 3 yrs 3 5 yrs 5 7 yrs 7+ yrs 0 3 yrs 3 5 yrs 5 7 yrs 7+ yrs $ 000 $ 000 $ 000 $ 000 Digital Producer 60 75 70 85 80 95 90 105 60 75 70 85 80 95 90 105 Social Media Specialist 50 75 65 80 75 90 85 100 50 75 65 80 75 90 85 100 Social Media Manager 70 85 80 95 90 105 100 125 70 85 80 95 90 105 100 125 User Experience (UX) Specialist 65 80 80 95 95 115 120+ 65 80 80 95 95 115 120+ SEO/SEM Executive 55 65 60 75 70 85 80 95 55 65 60 75 70 85 80 95 SEM/SEO Manager 70 85 80 105 100 115 115 140 70 85 80 105 100 115 115 140 SEO/SEM Director 75 90 85 110 110 130 135+ 75 90 85 110 110 130 135+ Web Designer 65 75 65 80 75 90 90 110 65 75 65 80 75 90 90 110 Product Manager 70 85 80 95 90 110 100 140 70 85 80 95 90 105 100 135 Analytics/Insights 70 85 80 95 90 110 110 130 70 85 80 95 90 110 110 130 Content Production 55 70 65 80 75 90 90 105 55 70 65 80 75 90 90 105 Content Manager 60 75 70 85 80 95 90 105 60 75 70 85 80 95 90 105 Senior Content Manager 80 90 85 100 100 115 115 130 80 90 85 100 100 115 115 130 Head of Content 85 105 105 125 125 145 150+ 85 105 105 125 125 145 150+ Online Executive 55 70 65 80 75 90 90 105 55 70 65 80 75 90 90 105 Online Manager 65 80 75 90 85 100 95 115 65 80 75 90 85 100 95 115 Digital Marketing Executive 60 75 70 85 80 95 95 110 60 75 70 85 80 95 95 110 Digital Marketing Specialist 65 80 80 95 90 105 100 115 65 80 80 95 90 105 100 115 Digital Marketing Manager 70 85 80 95 90 110 110 140 70 85 80 95 90 110 110 140 Digital CRM Analyst 65 80 80 95 95 115 120+ 65 80 80 95 95 115 120+ Digital Acquisition Executive 55 70 65 80 75 90 85 100 55 70 65 80 75 90 85 100 Digital Acquisition Manager 70 85 80 95 90 105 105 125 70 85 80 95 90 105 105 125 e-commerce Executive 55 65 60 75 70 85 80 95 55 65 60 75 70 85 80 95 e-commerce Manager 65 80 80 95 95 110 110 140 65 80 80 95 95 110 110 135 Digital Project Manager 85 100 95 110 105 120 120 150 85 100 95 110 105 120 120 150 Digital CRM Manager 75 90 85 100 95 110 105 125 75 90 85 100 95 110 105 125 Director/Head of Digital N/A 140 160 150 200 220+ N/A 140 160 150 200 220+ Ad Ops Manager 55 70 70 85 90 105 105 125 55 70 70 85 90 105 105 125 Ad Ops Executive 45 60 65 80 80 95 95 110 45 60 65 80 80 95 95 110 Digital Strategy Manager 70 90 90 110 110 135 140+ 70 90 90 110 110 135 140+ 1. Salaries indicated are in Australian dollars and based on an annual basic salary, including superannuation at 9.5%, excluding bonus/incentive schemes. 2. Experience refers to total years experience in the stated role. 3. Roles marked N/A in this report are not commonly found for the specified years of experience. 4. Market rates are becoming much less uniform. While we have taken great care, these salary ranges can only be approximate guides, as there are often specific circumstances relating to individual companies. Please call us for additional information. 12 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK
DIGITAL DIGITAL DIGITAL State QLD WA Experience 0 3 yrs 3 5 yrs 5 7 yrs 7+ yrs 0 3 yrs 3 5 yrs 5 7 yrs 7+ yrs $ 000 $ 000 $ 000 $ 000 Digital Producer 60 75 70 85 80 95 90 105 60 75 70 80 80 90 85 100 Social Media Specialist 50 75 65 80 75 90 85 100 50 75 65 80 75 85 80 95 Social Media Manager 70 85 80 95 90 105 100 120 70 80 80 90 85 100 95 120 User Experience (UX) Specialist 65 80 80 95 95 115 120+ 65 80 80 90 90 110 115+ SEO/SEM Executive 55 65 60 75 70 85 80 95 55 65 60 75 70 80 80 90 SEM/SEO Manager 70 85 80 105 100 115 115 135 70 80 80 100 95 110 110 135 SEO/SEM Director 75 90 85 110 110 125 130+ 75 85 80 105 105 125 130+ Web Designer 65 75 65 80 75 90 90 110 65 75 65 80 75 85 85 105 Product Manager 70 85 80 95 90 105 100 130 70 80 80 90 85 100 100 120 Analytics/Insights 70 85 80 95 90 110 110 125 70 80 80 90 85 105 105 125 Content Production 55 70 65 80 75 90 90 105 55 70 65 80 75 85 85 100 Content Manager 60 75 70 85 80 95 90 105 60 75 70 80 80 90 85 100 Senior Content Manager 80 90 85 100 100 115 115 125 80 85 80 95 95 110 110 125 Head of Content 85 105 105 120 120 140 145+ 80 100 100 120 120 140 145+ Online Executive 55 70 65 80 75 90 90 105 55 70 65 80 75 85 85 100 Online Manager 65 80 75 90 85 100 95 115 65 80 75 85 80 95 90 110 Digital Marketing Executive 60 75 70 85 80 95 95 110 60 75 70 80 80 90 90 105 Digital Marketing Specialist 65 80 80 95 90 105 100 115 65 80 80 90 85 100 95 110 Digital Marketing Manager 70 85 80 95 90 110 110 135 70 80 80 90 85 105 105 135 Digital CRM Analyst 65 80 80 95 95 115 120+ 65 80 80 90 90 110 115+ Digital Acquisition Executive 55 70 65 80 75 90 85 100 55 70 65 80 75 85 80 95 Digital Acquisition Manager 70 85 80 95 90 105 105 120 70 80 80 90 85 100 100 120 e-commerce Executive 55 65 60 75 70 85 80 95 55 65 60 75 70 80 80 90 e-commerce Manager 65 80 80 95 95 110 110 135 65 80 80 90 90 105 105 130 Digital Project Manager 85 100 95 110 105 120 120 145 80 95 90 105 100 115 115 145 Digital CRM Manager 75 90 85 100 95 110 105 120 75 85 80 95 90 105 100 120 Director/Head of Digital N/A 135 155 145 195 215+ N/A 135 155 145 190 210+ Ad Ops Manager 55 70 70 85 90 105 105 120 55 70 70 80 85 100 100 120 Ad Ops Executive 45 60 65 80 80 95 95 110 45 60 65 80 80 90 90 105 Digital Strategy Manager 70 90 90 110 110 130 135+ 70 85 85 105 105 130 135+ 1. Salaries indicated are in Australian dollars and based on an annual basic salary, including superannuation at 9.5%, excluding bonus/incentive schemes. 2. Experience refers to total years experience in the stated role. 3. Roles marked N/A in this report are not commonly found for the specified years of experience. 4. Market rates are becoming much less uniform. While we have taken great care, these salary ranges can only be approximate guides, as there are often specific circumstances relating to individual companies. Please call us for additional information. 13 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK
DIGITAL DIGITAL DIGITAL State SA Experience 0 3 yrs 3 5 yrs 5 7 yrs 7+ yrs Digital Producer 60 70 65 80 75 90 85 100 Social Media Specialist 50 70 60 75 70 85 80 95 Social Media Manager 65 80 75 90 85 100 95 115 User Experience (UX) Specialist 60 75 75 90 90 110 115+ SEO/SEM Executive 55 60 60 70 65 80 75 90 SEM/SEO Manager 65 80 75 100 95 110 110 130 SEO/SEM Director 70 85 80 105 105 120 125+ Web Designer 60 70 60 75 70 85 85 105 Product Manager 65 80 75 90 85 100 100 120 Analytics/Insights 65 80 75 90 85 105 105 120 Content Production 55 65 60 75 70 85 85 100 Content Manager 60 70 65 80 75 90 85 100 Senior Content Manager 75 85 80 95 95 110 110 120 Head of Content 80 100 100 115 115 135 140+ Online Executive 55 65 60 75 70 85 85 100 Online Manager 60 75 70 85 80 95 90 110 Digital Marketing Executive 60 70 65 80 75 90 90 105 Digital Marketing Specialist 60 75 75 90 85 100 95 110 Digital Marketing Manager 65 80 75 90 85 105 105 130 Digital CRM Analyst 60 75 75 90 90 110 115+ Digital Acquisition Executive 55 65 60 75 70 85 80 95 Digital Acquisition Manager 65 80 75 90 85 100 100 115 e-commerce Executive 55 60 60 70 65 80 75 90 e-commerce Manager 60 75 75 90 90 105 105 125 Digital Project Manager 80 95 90 105 100 115 115 140 Digital CRM Manager 70 85 80 95 90 105 100 115 Director/Head of Digital N/A 130 150 140 185 205+ Ad Ops Manager 55 65 65 80 85 100 100 115 Ad Ops Executive 45 60 60 75 75 90 90 105 Digital Strategy Manager 65 85 85 105 105 125 130+ 1. Salaries indicated are in Australian dollars and based on an annual basic salary, including superannuation at 9.5%, excluding bonus/incentive schemes. 2. Experience refers to total years experience in the stated role. 3. Roles marked N/A in this report are not commonly found for the specified years of experience. 4. Market rates are becoming much less uniform. While we have taken great care, these salary ranges can only be approximate guides, as there are often specific circumstances relating to individual companies. Please call us for additional information. 14 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK
DIGITAL DIGITAL AGENCY State NSW VIC Experience 0 3 yrs 3 5 yrs 5 7 yrs 7+ yrs 0 3 yrs 3 5 yrs 5 7 yrs 7+ yrs $ 000 $ 000 $ 000 $ 000 Social Media Executive 50 65 60 75 70 85 80 95 50 65 60 75 70 85 80 95 Social Media Manager 60 75 70 85 80 95 95 120 60 75 70 85 80 95 95 120 SEO/SEM Executive 50 60 60 70 70 80 80 90 50 60 60 70 70 80 80 90 SEO/SEM Manager 65 80 75 90 85 100 100 120 65 80 75 90 85 100 100 120 Account Manager (Digital) 45 55 50 60 60 70 70 85 45 55 50 60 60 70 70 85 Senior Account Manager (Digital) 50 60 60 70 70 80 80 95 50 60 60 70 70 80 80 95 SEO/SEM Director N/A 100 115 110 130 140+ N/A 100 115 110 130 140+ Head of Search N/A 70 90 90 120 120+ N/A 70 90 90 120 120+ Affiliates Manager 60 80 80 90 90 110 110+ 60 80 80 90 90 110 110+ Ad Ops Executive 40 55 55 70 70 85 85 100 40 55 55 70 70 85 85 100 Ad Ops Manager 40 65 65 85 85 120 115 130 40 65 65 85 85 120 115 130 Media Buyer/Planner 55 65 60 75 70 85 80 95 55 65 60 75 70 85 80 95 State QLD WA Experience 0 3 yrs 3 5 yrs 5 7 yrs 7+ yrs 0 3 yrs 3 5 yrs 5 7 yrs 7+ yrs $ 000 $ 000 $ 000 $ 000 Social Media Executive 50 65 60 75 70 85 80 95 50 65 60 75 70 80 80 90 Social Media Manager 60 75 70 85 80 95 95 120 60 75 70 80 80 90 90 115 SEO/SEM Executive 50 60 60 70 70 80 80 90 50 60 60 70 70 80 80 85 SEO/SEM Manager 65 80 75 90 85 100 100 120 65 80 75 85 80 95 95 115 Account Manager (Digital) 45 55 50 60 60 70 70 85 45 55 50 60 60 70 70 80 Senior Account Manager (Digital) 50 60 60 70 70 80 80 95 50 60 60 70 70 80 80 90 SEO/SEM Director N/A 100 115 110 125 135+ N/A 95 110 105 125 135+ Head of Search N/A 70 90 90 120 120+ N/A 70 85 85 115 115+ Affiliates Manager 60 80 80 90 90 110 110+ 60 80 80 85 85 105 105+ Ad Ops Executive 40 55 55 70 70 85 85 100 40 55 55 70 70 80 80 95 Ad Ops Manager 40 65 65 85 85 120 115 125 40 65 65 80 80 115 110 125 Media Buyer/Planner 55 65 60 75 70 85 80 95 55 65 60 75 70 80 80 90 1. Salaries indicated are in Australian dollars and based on an annual basic salary, including superannuation at 9.5%, excluding bonus/incentive schemes. 2. Experience refers to total years experience in the stated role. 3. Roles marked N/A in this report are not commonly found for the specified years of experience. 4. Market rates are becoming much less uniform. While we have taken great care, these salary ranges can only be approximate guides, as there are often specific circumstances relating to individual companies. Please call us for additional information. 15 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK
DIGITAL DIGITAL AGENCY State SA Experience 0 3 yrs 3 5 yrs 5 7 yrs 7+ yrs Social Media Executive 50 60 60 70 65 80 75 90 Social Media Manager 60 70 65 80 75 90 90 115 SEO/SEM Executive 50 60 60 65 65 75 75 85 SEO/SEM Manager 60 75 70 85 80 95 95 115 Account Manager (Digital) 45 55 50 60 60 65 65 80 Senior Account Manager (Digital) 50 60 60 65 65 75 75 90 SEO/SEM Director N/A 95 110 105 120 130+ Head of Search N/A 65 85 85 115 115+ Affiliates Manager 60 75 75 85 85 105 105+ Ad Ops Executive 40 55 55 65 65 80 80 95 Ad Ops Manager 40 60 60 80 80 115 110 120 Media Buyer/Planner 55 60 60 70 65 80 75 90 1. Salaries indicated are in Australian dollars and based on an annual basic salary, including superannuation at 9.5%, excluding bonus/incentive schemes. 2. Experience refers to total years experience in the stated role. 3. Roles marked N/A in this report are not commonly found for the specified years of experience. 4. Market rates are becoming much less uniform. While we have taken great care, these salary ranges can only be approximate guides, as there are often specific circumstances relating to individual companies. Please call us for additional information. 16 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK
ENGINEERING Engineering 17 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK
ENGINEERING OVERVIEW WE EXPECT KEY RETENTION STRATEGIES TO FOCUS AROUND DIVERSITY OF EXPERIENCE AND CAREER PROGRESSION. Over the last five years the demand for engineers has been volatile, as domestic supply has increased and there have been reduced levels of spending in infrastructure. Demand has further been impacted by the movement of the mining and resources boom from project delivery to operation. This has resulted in significant variation of hiring sentiment by industry, state and discipline. This year hiring levels within the engineering sector have remained consistent in manufacturing, specifically in consumer goods and dairy, with capital investment remaining steady. Hiring in civil and infrastructure is experiencing geographical variations, with activity being strongest in New South Wales. Professionals with project management experience are in highest demand as some industries experience increased capital expenditure, particularly in the consumer goods, FMCG and dairy sectors. On the whole there remains volatility in demand for engineers on a regional basis. While salaries have generally remained stable, some states are experiencing marked reductions in remuneration, specifically in relation to demand. An example of this is the reduction in demand for engineers in Queensland and Western Australia, causing a material impact on remuneration. Meanwhile, demand has remained consistent in New South Wales and Victoria. Candidates are now moving for increases in salary and are attracted to businesses which are focusing on innovation and growth. In the next 12 months we expect key retention strategies to focus around diversity of experience and career progression; employers with the ability to provide a strong pipeline of diverse project work will be best placed to retain employees in 2015. 18 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK
KEY INSIGHTS ENGINEERING The level of experience in highest demand for most businesses is mid-level to management. Project management roles are currently the most in demand, however there remains both sector and geographical volatility. Do survey respondents expect to grow their teams this year? Current national economy rating 12 % Good Very good 2 % 8 % 1 % No opinion Very poor 33 % YES 57 % NO 10 % UNSURE 48 % Fair 29 % Poor Overall confidence in engineering Levels of experience in highest demand 10 % Good 7 % Very good 10 % Very poor 41 % 1 % 23 % 6 % 56 % Poor Senior Specialists Entry level Mid level management 32 % Fair 14 % Management 19 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK
KEY INSIGHTS ENGINEERING Salaries have generally remained consistent year-on-year, with the exception of engineers with niche experience. Some industries are experiencing uplifts in salary and rewards year-on-year. Do survey respondents expect their direct employees to receive a salary increase? Average salary increase percentage 57 % YES 43 % NO 1% - 2% 3% - 5% 6% - 9% 10% - 15% 16% - 20% 21% - 30% More than 30% 34% 62% 2% 0% 0% 2% 0% Average bonus percentage Do survey respondents expect their direct employees to receive a bonus? 1% - 2% 3% - 5% 6% - 9% 10% - 15% 16% - 20% 21% - 30% More than 30% 24% 37% 34% 0% 5% 0% 0% 45 % YES 55 % NO 20 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK
ENGINEERING ENGINEERING EQUIPMENT State NSW VIC QLD Company size Sml/Med Large Sml/Med Large Sml/Med Large $ 000 $ 000 Graduate Engineer 50 65 55 75 50 65 55 75 50 65 55 75 Quality Engineer 60 90 80 110 60 90 80 110 60 90 80 110 Design Engineer 65 90 80 110 65 90 80 110 65 90 80 110 Shift Supervisor 65 90 80 110 65 90 80 110 65 90 80 110 Structural Engineer 70 100 80 120 70 100 80 120 70 100 80 120 Project Engineer 70 100 90 130 70 100 90 130 70 100 90 130 Health and Safety Manager 80 120 100 150 80 120 100 150 80 120 100 150 Electrical Engineer 80 120 100 140 80 120 100 140 80 120 100 140 Process Improvement 80 110 100 140 80 110 100 140 80 110 100 140 Quality Manager 90 120 110 150 90 120 110 150 90 120 110 150 Reliability Engineer 90 120 110 140 90 120 110 140 90 120 110 140 Maintenance Manager 90 120 110 140 90 120 110 140 90 120 110 140 Plant Manager 120 150 140+ 120 150 140+ 120 150 140+ Reliability Manager 100 130 120+ 100 130 120+ 100 130 120+ Operations Manager 120 160 150+ 120 160 150+ 120 160 150+ Senior Design Engineer 90 120 100 130 90 120 100 130 90 120 100 130 Lead/Principal Engineer 100 130 130 180 100 130 130 180 100 130 130 180 Chief Engineer 130 180 150+ 130 180 150+ 130 180 150+ Engineering Manager 130 180 150+ 130 180 150+ 130 180 150+ Operations Director 200+ 200+ 200+ 200+ 200+ 200+ 1. Salaries indicated are in Australian dollars and based on annual basic salary, including superannuation at 9.5%, excluding bonus/incentive schemes. 2. Small to medium companies are defined as having a turnover of less than $50 million. Large companies are defined as having a turnover of more than $50 million. 3. Market rates are becoming much less uniform. While we have taken great care, these salary ranges can only be approximate guides, as there are often specific circumstances relating to individual companies. Please call us for additional information. 21 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK
ENGINEERING ENGINEERING EQUIPMENT State WA SA Company size Sml/Med Large Sml/Med Large Graduate Engineer 50 65 55 75 50 65 55 75 Quality Engineer 60 90 80 110 60 90 80 110 Design Engineer 65 90 80 110 65 90 80 110 Shift Supervisor 65 90 80 110 65 90 80 110 Structural Engineer 70 100 80 120 70 100 80 120 Project Engineer 70 100 90 130 70 100 90 130 Health and Safety Manager 80 120 100 150 80 120 100 150 Electrical Engineer 80 120 100 140 80 120 100 140 Process Improvement 80 110 100 140 80 110 100 140 Quality Manager 90 120 110 150 90 120 110 150 Reliability Engineer 90 120 110 140 90 120 110 140 Maintenance Manager 90 120 110 140 90 120 110 140 Plant Manager 120 150 140+ 120 150 140+ Reliability Manager 100 130 120+ 100 130 120+ Operations Manager 120 160 150+ 120 160 150+ Senior Design Engineer 90 120 100 130 90 120 100 130 Lead/Principal Engineer 100 130 130 180 100 130 130 180 Chief Engineer 130 180 150+ 130 180 150+ Engineering Manager 130 180 150+ 130 180 150+ Operations Director 200+ 200+ 200+ 200+ 1. Salaries indicated are in Australian dollars and based on annual basic salary, including superannuation at 9.5%, excluding bonus/incentive schemes. 2. Small to medium companies are defined as having a turnover of less than $50 million. Large companies are defined as having a turnover of more than $50 million. 3. Market rates are becoming much less uniform. While we have taken great care, these salary ranges can only be approximate guides, as there are often specific circumstances relating to individual companies. Please call us for additional information. 22 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK
ENGINEERING ENGINEERING PACKAGING State NSW VIC QLD Company size Sml/Med Large Sml/Med Large Sml/Med Large $ 000 $ 000 Graduate Engineer 55 75 65 85 55 75 65 85 55 75 65 85 Design Engineer 70 90 90 120 70 90 90 120 70 90 90 120 Risk Engineer 70 90 90 120 70 90 90 120 70 90 90 120 Process Improvement 90 120 120 160 90 120 120 160 90 120 120 160 Risk Manager 100 130 120 180 100 130 120 180 100 130 120 180 Senior Design Engineer 90 130 120 150 90 130 120 150 90 130 120 150 Lead/Principal Engineer 100 130 130 180 100 130 130 180 100 130 130 180 Chief Engineer 130 180 150+ 130 180 150+ 130 180 150+ Engineering Manager 130 180 150+ 130 180 150+ 130 180 150+ State WA SA Company size Sml/Med Large Sml/Med Large Graduate Engineer 55 75 65 85 55 75 65 85 Design Engineer 70 90 90 120 70 90 90 120 Risk Engineer 70 90 90 120 70 90 90 120 Process Improvement 90 120 120 160 90 120 120 160 Risk Manager 100 130 120 180 100 130 120 180 Senior Design Engineer 90 130 120 150 90 130 120 150 Lead/Principal Engineer 100 130 130 180 100 130 130 180 Chief Engineer 130 180 150+ 130 180 150+ Engineering Manager 130 180 150+ 130 180 150+ 1. Salaries indicated are in Australian dollars and based on annual basic salary, including superannuation at 9.5%, excluding bonus/incentive schemes. 2. Small to medium companies are defined as having a turnover of less than $50 million. Large companies are defined as having a turnover of more than $50 million. 3. Market rates are becoming much less uniform. While we have taken great care, these salary ranges can only be approximate guides, as there are often specific circumstances relating to individual companies. Please call us for additional information. 23 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK
ENGINEERING ENGINEERING UTILITIES State NSW VIC QLD Company size Sml/Med Large Sml/Med Large Sml/Med Large $ 000 $ 000 Graduate Engineer 55 75 65 85 55 75 65 85 55 75 65 85 Quality Engineer 70 90 90 120 70 90 90 120 70 90 90 120 Structural Engineer 70 90 90 120 70 90 90 120 70 90 90 120 Quality Manager 90 120 120 160 90 120 120 160 90 120 120 160 Health and Safety Manager 100 130 120 180 100 130 120 180 100 130 120 180 Reliability Engineer 90 130 120 150 90 130 120 150 90 130 120 150 Maintenance Manager 100 130 130 180 100 130 130 180 100 130 130 180 Engineering Manager 130 180 150+ 130 180 150+ 130 180 150+ Operations Manager 130 180 150+ 130 180 150+ 130 180 150+ Operations Director 200 250 250 300 200 250 250 300 200 250 250 300 State WA SA Company size Sml/Med Large Sml/Med Large Graduate Engineer 55 75 65 85 55 75 65 85 Quality Engineer 70 90 90 120 70 90 90 120 Structural Engineer 70 90 90 120 70 90 90 120 Quality Manager 90 120 120 160 90 120 120 160 Health and Safety Manager 100 130 120 180 100 130 120 180 Reliability Engineer 90 130 120 150 90 130 120 150 Maintenance Manager 100 130 130 180 100 130 130 180 Engineering Manager 130 180 150+ 130 180 150+ Operations Manager 130 180 150+ 130 180 150+ Operations Director 200 250 250 300 200 250 250 300 1. Salaries indicated are in Australian dollars and based on annual basic salary, including superannuation at 9.5%, excluding bonus/incentive schemes. 2. Small to medium companies are defined as having a turnover of less than $50 million. Large companies are defined as having a turnover of more than $50 million. 3. Market rates are becoming much less uniform. While we have taken great care, these salary ranges can only be approximate guides, as there are often specific circumstances relating to individual companies. Please call us for additional information. 24 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK
ENGINEERING ENGINEERING OIL & GAS State NSW VIC QLD Company size Sml/Med Large Sml/Med Large Sml/Med Large $ 000 $ 000 Graduate Engineer 60 75 60 85 60 75 60 85 60 75 60 85 Quality Engineer 80 100 90 120 80 100 90 120 80 100 90 120 Quality Manager 80 100 100 150 80 100 100 150 80 100 100 150 Structural Engineer 80 100 100 120 80 100 100 120 80 100 100 120 Electrical Engineer 80 100 100 150 80 100 100 150 80 100 100 150 Health and Safety Manager 80 120 120+ 80 120 120+ 80 120 120+ Reliability Engineer 100 130 120 150 100 130 120 150 100 130 120 150 Maintenance Manager 100 150 130 180 100 150 130 180 100 150 130 180 Engineering Manager 140 180 160 220 140 180 160 220 140 180 160 220 Operations Manager 180 250 200+ 180 250 200+ 180 250 200+ Operations Director 250+ 300+ 250+ 300+ 250+ 300+ State WA SA Company size Sml/Med Large Sml/Med Large Graduate Engineer 60 75 60 85 60 75 60 85 Quality Engineer 80 100 90 120 80 100 90 120 Quality Manager 80 100 100 150 80 100 100 150 Structural Engineer 80 100 100 120 80 100 100 120 Electrical Engineer 80 100 100 150 80 100 100 150 Health and Safety Manager 80 120 120+ 80 120 120+ Reliability Engineer 100 130 120 150 100 130 120 150 Maintenance Manager 100 150 130 180 100 150 130 180 Engineering Manager 140 180 160 220 140 180 160 220 Operations Manager 180 250 200+ 180 250 200+ Operations Director 250+ 300+ 250+ 300+ 1. Salaries indicated are in Australian dollars and based on annual basic salary, including superannuation at 9.5%, excluding bonus/incentive schemes. 2. Small to medium companies are defined as having a turnover of less than $50 million. Large companies are defined as having a turnover of more than $50 million. 3. Market rates are becoming much less uniform. While we have taken great care, these salary ranges can only be approximate guides, as there are often specific circumstances relating to individual companies. Please call us for additional information. 25 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK
FINANCE Finance 26 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK
FINANCE OVERVIEW SERVICE, CONSUMER AND TECHNOLOGY-BASED BUSINESSES ARE TYPICALLY DOING BETTER THAN THOSE IN MANUFACTURING OR HEAVY INDUSTRY. Hiring activity is better than it was last year but we are still seeing fairly low job flow, however, we expect to see a slow and steady increase monthon-month. The market in New South Wales is the strongest due to a higher proportion of global and international service-based businesses. Global organisations are hiring more and service, consumer and technology-based businesses are typically doing better than those in manufacturing or heavy industry. In Western Australia and Queensland, the re-balancing from mining to services sectors is in full swing, with newly created finance roles in healthcare, not-for-profit, aged care and state based organisations. Companies within mining and mining services are continuing to maintain tight control on headcount to reduce costs. Roles in the highest demand are those that focus on business partnering such as: Financial planning and analysis specialists Commercial managers Group strategy roles Commercial skills are in high demand, for example people who have lateral finance skills and can interpret finance data and balance sheet data, then make commercial sense out of the numbers and provide that back to the business, so providing insight and effective decision making across sales, product and distribution teams. There has been a decrease in overseas returnees because some international economies are faring better than Australia, so there has been no need for Australians to return. The executive job market is stronger than it has been over the last 12 months businesses are being firmer on moving non-performers and there is a lot more change taking place now across chief executives and managing directors, which often means a change in senior leadership, including finance leadership. 27 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK
KEY INSIGHTS FINANCE Over the last six months, private equity firms have been more noticeable with activity in acquiring businesses, which shows their confidence in the economy. Due to the nature of current finance teams, people who are true specialists in only one area of accounting are less in demand than people who are able to do both financial accounting and management accounting. The levels of experience in highest demand are mid-level and management because they are the most adaptable; the structure of finance teams now means there are far fewer roles at a very senior level compared with past years. Current national economy rating Do survey respondents expect to grow their teams this year? 21 % 2 % 21 % Good 1 % Very good Very poor Poor 21 % YES 68 % NO 11 % 55 % Fair UNSURE Do survey respondents feel their current budget allocation is enough? 72 % Levels of experience in highest demand 4 % 10 % 6 % Senior Management Specialists Entry level YES 28 % NO 14 % Management 66 % Mid level 28 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK
KEY INSIGHTS FINANCE Although finance headcount within organisations has decreased over the past decade, it has remained constant for the last 12 months and should remain constant in the coming year. People with business partnering finance skills might be awarded above average increases but most salary increases have remained consistent at 3-5% or more if you make a move. Do survey respondents expect their direct employees to receive a salary increase? Average salary increase percentage 77 % YES 23 % NO 1% - 2% 3% - 5% 6% - 9% 10% - 15% 16% - 20% 21% - 30% More than 30% 34% 60% 5% 1% 0% 0% 0% Top talent attraction methods used * Work/life balance options already on offer to survey respondents * y to learn 27 % 63 % 36 % 29 % Financial incentives Strong company culture Recognition and rewards Training and mentoring partnerships Work/life balance initiatives 57 % Global career opportunities 11 % 9 % Other * Respondents could select more than one answer. Sabbaticals Increased maternity/paternity leave Work from home options Flexible working hours Alternate leave options (e.g. volunteering) Team building/offsite activities Other * Respondents could select more than one answer. 7% 19% 47% 77% 20% 25% 13% 29 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK
FINANCE FINANCE COMMERCE & INDUSTRY ACCOUNTS PAYABLE State NSW VIC QLD Company size Sml/Med Large Sml/Med Large Sml/Med Large $ 000 $ 000 Assistant Accountant 55 75 60 80 55 75 60 80 50 70 55 75 Accounts Payable Officer 55 65 60 75 55 65 60 75 50 60 55 70 Accounts Payable Supervisor 65 80 80 90 65 80 80 90 60 75 75 85 Accounts Payable Manager 80 90 80 125 80 90 80 120 75 85 75 115 State WA SA Company size Sml/Med Large Sml/Med Large Assistant Accountant 50 70 55 75 50 65 55 70 Accounts Payable Officer 50 60 55 70 50 60 55 65 Accounts Payable Supervisor 60 75 75 85 60 70 70 80 Accounts Payable Manager 75 85 75 115 70 80 70 110 ACCOUNTS RECEIVABLE/CREDIT State NSW VIC QLD Company size Sml/Med Large Sml/Med Large Sml/Med Large $ 000 $ 000 Accounts Receivable Officer 55 65 65 80 55 65 65 80 50 60 60 75 Credit Officer 55 75 65 80 55 75 65 80 50 70 60 75 Supervisor 70 90 80 100 70 90 80 95 65 85 75 90 Manager 80 110 90 145 80 105 90 140 75 100 85 135 National Credit/AR Manager 90 125 125 170 90 120 120 165 85 115 115 155 State WA SA Company size Sml/Med Large Sml/Med Large Accounts Receivable Officer 50 60 60 75 50 60 60 70 Credit Officer 50 70 60 75 50 65 60 70 Supervisor 65 85 75 90 60 80 70 85 Manager 75 100 85 135 70 95 80 125 National Credit/AR Manager 85 115 115 155 80 110 110 145 1. Salaries indicated are in Australian dollars and based on annual basic salary, including superannuation at 9.5%, excluding bonus/incentive schemes. 2. Small to medium companies are defined as having a turnover of less than $50 million. Large companies are defined as having a turnover of more than $50 million. 3. Market rates are becoming much less uniform. While we have taken great care, these salary ranges can only be approximate guides, as there are often specific circumstances relating to individual companies. Please call us for additional information. 30 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK
FINANCE FINANCE COMMERCE & INDUSTRY PAYROLL State NSW VIC QLD Company size Sml/Med Large Sml/Med Large Sml/Med Large $ 000 $ 000 Payroll Officer 65 80 65 90 65 80 65 90 60 75 60 85 Payroll Supervisor 75 90 85 110 75 90 85 105 70 85 80 100 Payroll Manager 85 105 100 135 85 100 95 130 80 95 90 125 National Payroll Officer 95 145 125 185 95 140 120 180 90 135 115 170 State WA SA Company size Sml/Med Large Sml/Med Large Payroll Officer 60 75 60 85 60 70 60 80 Payroll Supervisor 70 85 80 100 65 80 75 95 Payroll Manager 80 95 90 125 75 90 85 115 National Payroll Officer 90 135 115 170 85 125 110 160 INTERNAL AUDIT State NSW VIC QLD Company size Sml/Med Large Sml/Med Large Sml/Med Large $ 000 $ 000 Internal Auditor 80 100 90 110 80 95 90 105 75 90 85 100 Internal Audit Manager 90 125 105 145 90 120 100 140 85 115 95 135 Internal Audit Director 140+ 160+ 135+ 155+ 130+ 145+ State WA SA Company size Sml/Med Large Sml/Med Large Internal Auditor 75 90 85 100 70 85 80 95 Internal Audit Manager 85 115 95 135 80 110 90 125 Internal Audit Director 130+ 145+ 120+ 140+ 1. Salaries indicated are in Australian dollars and based on annual basic salary, including superannuation at 9.5%, excluding bonus/incentive schemes. 2. Small to medium companies are defined as having a turnover of less than $50 million. Large companies are defined as having a turnover of more than $50 million. 3. Market rates are becoming much less uniform. While we have taken great care, these salary ranges can only be approximate guides, as there are often specific circumstances relating to individual companies. Please call us for additional information. 31 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK
FINANCE FINANCE COMMERCE & INDUSTRY TAX ADVISORY & COMPLIANCE State NSW VIC QLD Company size Sml/Med Large Sml/Med Large Sml/Med Large $ 000 $ 000 Tax Accountant 70 105 90 120 70 100 90 115 65 95 85 110 Tax Manager 120 150 140 170 115 145 135 165 110 135 130 155 Tax Director 150+ 185+ 145+ 180+ 135+ 170+ State WA SA Company size Sml/Med Large Sml/Med Large Tax Accountant 65 95 85 110 60 90 80 105 Tax Manager 110 135 130 155 105 130 120 145 Tax Director 135+ 170+ 130+ 160+ TREASURY State NSW VIC QLD Company size Sml/Med Large Sml/Med Large Sml/Med Large $ 000 $ 000 Treasury Accountant 80 100 85 120 80 95 85 115 75 90 80 110 Treasury Manager 110 140 130 170 105 135 125 165 100 130 120 155 Treasurer 155+ 185+ 150+ 180+ 140+ 170+ State WA SA Company size Sml/Med Large Sml/Med Large Treasury Accountant 75 90 80 110 70 85 75 105 Treasury Manager 100 130 120 155 95 120 115 145 Treasurer 140+ 170+ 135+ 160+ 1. Salaries indicated are in Australian dollars and based on annual basic salary, including superannuation at 9.5%, excluding bonus/incentive schemes. 2. Small to medium companies are defined as having a turnover of less than $50 million. Large companies are defined as having a turnover of more than $50 million. 3. Market rates are becoming much less uniform. While we have taken great care, these salary ranges can only be approximate guides, as there are often specific circumstances relating to individual companies. Please call us for additional information. 32 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK
FINANCE FINANCE COMMERCE & INDUSTRY QUALIFIED FINANCIAL & CORPORATE ACCOUNTANTS State NSW VIC QLD Company size Sml/Med Large Sml/Med Large Sml/Med Large $ 000 $ 000 Financial Accountant 80 105 90 115 80 100 90 110 75 95 85 105 Senior Financial Accountant 90 125 100 135 90 120 95 130 85 115 90 125 Group Accountant 100 130 120 150 95 125 115 145 90 120 110 135 State WA SA Company size Sml/Med Large Sml/Med Large Financial Accountant 75 95 85 105 70 90 80 100 Senior Financial Accountant 85 115 90 125 80 110 85 115 Group Accountant 90 120 110 135 85 115 105 130 QUALIFIED SYSTEMS ACCOUNTANTS State NSW VIC QLD Company size Sml/Med Large Sml/Med Large Sml/Med Large $ 000 $ 000 Systems Accountant 90 120 110 150 90 115 105 145 85 110 100 135 Systems Manager 120 140 140 180 115 135 135 175 110 130 130 165 State WA SA Company size Sml/Med Large Sml/Med Large Systems Accountant 85 110 100 135 80 105 95 130 Systems Manager 110 130 130 165 105 120 120 155 1. Salaries indicated are in Australian dollars and based on annual basic salary, including superannuation at 9.5%, excluding bonus/incentive schemes. 2. Small to medium companies are defined as having a turnover of less than $50 million. Large companies are defined as having a turnover of more than $50 million. 3. Market rates are becoming much less uniform. While we have taken great care, these salary ranges can only be approximate guides, as there are often specific circumstances relating to individual companies. Please call us for additional information. 33 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK
FINANCE FINANCE COMMERCE & INDUSTRY QUALIFIED MANAGEMENT ACCOUNTANTS & BUSINESS ANALYSTS State NSW VIC QLD Company size Sml/Med Large Sml/Med Large Sml/Med Large $ 000 $ 000 Commercial Analyst 100 120 110 130 95 115 105 125 90 110 100 120 Senior Commercial Analyst 115 140 125 150 110 135 120 145 105 130 115 135 FP&A Analyst 90 125 100 140 90 120 95 135 85 115 90 130 FP&A Manager 120 150 140 180 115 145 135 175 110 135 130 165 Project Accountant 90 120 100 130 90 115 95 125 85 110 90 120 Project Accounting Manager 135 175 165+ 130 170 160+ 125 160 150+ Management Accountant 80 105 90 115 80 100 90 110 75 95 85 105 Senior Management Accountant 85 125 100 135 85 120 95 130 80 115 90 125 Business/Financial Analyst 85 105 100 145 85 100 95 140 80 95 90 135 Cost Accountant 90 120 100 145 90 115 95 140 85 110 90 135 State WA SA Company size Sml/Med Large Sml/Med Large Commercial Analyst 90 110 100 120 85 105 95 115 Senior Commercial Analyst 105 130 115 135 100 120 110 130 FP&A Analyst 85 115 90 130 80 110 85 120 FP&A Manager 110 135 130 165 105 130 120 155 Project Accountant 85 110 90 120 80 105 85 115 Project Accounting Manager 125 160 150+ 115 150 145+ Management Accountant 75 95 85 105 70 90 80 100 Senior Management Accountant 80 115 90 125 75 110 85 115 Business/Financial Analyst 80 95 90 135 75 90 85 125 Cost Accountant 85 110 90 135 80 105 85 125 1. Salaries indicated are in Australian dollars and based on annual basic salary, including superannuation at 9.5%, excluding bonus/incentive schemes. 2. Small to medium companies are defined as having a turnover of less than $50 million. Large companies are defined as having a turnover of more than $50 million. 3. Market rates are becoming much less uniform. While we have taken great care, these salary ranges can only be approximate guides, as there are often specific circumstances relating to individual companies. Please call us for additional information. 34 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK
FINANCE FINANCE COMMERCE & INDUSTRY SENIOR MANAGEMENT State NSW VIC QLD Company size Sml/Med Large Sml/Med Large Sml/Med Large $ 000 $ 000 Commercial Manager 150 220 165+ 145 210 160+ 135 200 150+ Finance Manager 135 175 165+ 130 170 160+ 125 160 150+ Financial Controller 165+ 200+ 160+ 190+ 150+ 180+ Finance Director/Chief Financial Officer 220+ 300+ 210+ 285+ 200+ 270+ State WA SA Company size Sml/Med Large Sml/Med Large Commercial Manager 135 200 150+ 130 190 145+ Finance Manager 125 160 150+ 115 150 145+ Financial Controller 150+ 180+ 145+ 170+ Finance Director/Chief Financial Officer 200+ 270+ 190+ 255+ PUBLIC & NOT FOR PROFIT PART QUALIFIED ACCOUNTANTS State NSW VIC QLD Company size Sml/Med Large Sml/Med Large Sml/Med Large $ 000 $ 000 Accounts Clerk 55 70 55 75 55 70 55 75 50 65 50 70 Assistant Accountant 60 75 60 80 60 75 60 80 55 70 55 75 State WA SA Company size Sml/Med Large Sml/Med Large Accounts Clerk 50 65 50 70 50 60 50 65 Assistant Accountant 55 70 55 75 55 65 55 70 1. Salaries indicated are in Australian dollars and based on annual basic salary, including superannuation at 9.5%, excluding bonus/incentive schemes. 2. Small to medium companies are defined as having a turnover of less than $50 million. Large companies are defined as having a turnover of more than $50 million. 3. Market rates are becoming much less uniform. While we have taken great care, these salary ranges can only be approximate guides, as there are often specific circumstances relating to individual companies. Please call us for additional information. 35 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK