2013 Kelly Australia Salary Guide

Kelly ServiceS auStralia

2013 Salary guide

aPril 2013

The Kelly Services 2013 Salary Guide is

designed to provide both employers and

job seekers with salary information on a

wide range of roles, providing the ability to

benchmark a role or an individual against

other areas of expertise or against the same

role in another area of the country.

The Kelly Services 2013 Salary Guide covers

both qualified and non-qualified roles across

the Industrial, Accounting and Finance,

Banking and Financial Services, Scientific,

Engineering, Office Support, Professional

Support, Call Centre and Information

Technology (IT) industries. The guide also

provides a state by state overview of

Australias diverse employment market.

about the Kelly ServiceS Salary guide

ABOUT KELLY SERVICES

Kelly Services is a recognised provider of

world-class workforce solutions, offering

an array of outsourcing and consulting

services as well as staffing on a temporary,

contract and permanent placement

basis. Kelly Services has been leading the

recruitment industry for over 60 years,

setting the industry benchmark with unique

and innovative recruitment and retention

strategies. Headquartered in Troy, Michigan,

US, Kelly serves clients in all major markets

throughout the world, including more than

90% of the Fortune 500.

In Australia, Kelly Services is a formidable

player in the local recruitment market. An

in-depth understanding of local talent issues

and business needs, allows Kelly Services to

tailor workforce solutions in accordance with

client requirements.

Kelly Australia holds an enviable reputation

in the local market having been awarded

Legend status in the Seek Annual

Recruitment Awards (SARAs) following

nine consecutive years of success in the

Best Specialist Large Recruiter category,

demonstrating longstanding excellence in

the recruitment industry.

2

Methodology: Salary figures included in the 2013 Kelly Services Salary Guide are derived by combining the expert market knowledge of senior recruitment professionals within the Kelly Australia network with input from clients and the latest job placement data recorded on the Kelly Services database.

4 Introduction

5 National Overview

6 Australian Capital Territory

7 New South Wales

8 Queensland

9 South Australia

10 Victoria

11 Western Australia

12 KELLY SERVICES

13 Salaries: Office Support

14 Salaries: Professional Support

15 Salaries: Call Centre

16 Salaries: Industrial

18 KELLY EXECUTIVE

19 Overview

20 Salaries: Accounting and Finance

21 Salaries: Banking and Financial Services

22 Salaries: Engineering

25 Salaries: IT

26 KELLY SCIENTIFIC RESOURCES

27 Overview

28 Salaries: FMCG

28 Salaries: Pharmaceutical

29 Salaries: Sales and Marketing

29 Salaries: Environment

contentS

3

Australia has been relatively cushioned

from the worst influences of the deteriorating

global economy. However softer domestic

conditions can be expected ahead, as

bullish growth strategies within the mining

and resources sector ease and the high

Australian dollar hinders international

competitiveness for some major sectors.

For the Australian jobs market, conditions

have remained fairly favourable for many areas

of the workforce, although some fundamental

shifts are taking place.

More employees are taking on contract and

temporary roles, and record numbers of

seniors are re-entering the jobs market. The

national unemployment rate is rising, albeit

remaining low when compared with other

advanced global economies and, with the

exception of resource-rich Western Australia,

salary growth has largely flattened.

introduction

At the same time, new dynamics are set to

emerge as the Australian Government looks

to stimulate and protect employment, with

job creation forming as a central platform in

the lead up to the September 2013 Federal

Election. This includes legislation to give local

businesses more opportunities to win work,

the creation of industry innovation precincts,

and new funding for Australian start-ups.

Changes are also planned for the Fair Work

Act which seek to enshrine greater flexibility

in parental leave, increased rostering

protections and broader rights to request

flexible working arrangements.

For many employers, adding further

complexity to this shifting recruitment

environment is the need to manage

aspirational employees whose talents

are critical, who are more demanding

about benefits and whose careers are in

perpetual motion.

Whether an organisations most pressing issue

is retaining talent, attracting new people or

creating the best workforce structure for an

unpredictable economic future, salaries remain

a key factor.

To help guide salary based decisions during

2013, the Kelly Australia Salary Guide

provides a state-by-state overview of current

employment market trends and their impact

on salaries across a range of industries.

I trust this will be a useful resource.

Karen colfer

vP & Managing director,

Kelly Services australia

4

The drag of deteriorating global economic

conditions has failed to overpower the

outlook for Australias economy which,

overall, remains relatively positive.

Despite the distinct slowdown many of

Australias largest mining organisations during

the latter half of 2012, Australias economic

growth continues to be underpinned by

investment in the resources sector, with over

$260 billion of resources projects approved

and the majority already under construction.

Western Australia, which enjoys the countrys

greatest mineral wealth, remains the

powerhouse of Australias economic and

employment growth. In fact, Western Australia

generated a remarkable 37% of national

employment growth last year1.

national overview

While other States and Territories have not

demonstrated the same buoyancy as Western

Australia, spin-offs from the resources-boom

have benefited other sectors, including

demand for manufacturing, professional, and

technical services. Evidence is also emerging

that stability is returning to traditionally strong

sectors, such as the NSW banking and finance

sector, as cautious optimism is restored

following the recent period of GFC-induced

job contraction.

There are other pockets of increased hiring

appetite across the nation, such as the

rapidly expanding information, media and

telecommunications sector, the health care

sector and the trade services sector. The

temporary and contract market also remains

very active across many sectors as employers

seek to maintain a level of flexibility within

their workforce.

Highly skilled employees continue to be in

strong demand across most sectors and as

a result are commanding commensurate

salary increases.

In stark contrast, the dramatic contraction

in public sector jobs during the past year is

set to continue into 2013 as Federal

and State governments significantly cut

labour costs. As a result, public service

salaries are moderating.

According to most major polls, job vacancies

in both the public and private sectors are

in decline. In fact, in November 2012, the

Federal Governments Internet Vacancy Index

showed online job vacancies fell to the lowest

level since the series commenced in January

2006. Nationally, the unemployment rate

is expected to nudge up further to at least

Against a weaker international backdrop, the Australian economy managed to grow and outperform every major advanced economy in 2013. The positive flow through to employment and salary growth is expected in the coming year, albeit at lower, more uneven rates.

5.5% in 2013, but this remains very low when

contrasted with the high unemployment rates

in other major advanced economies around

the world.

In aggregate, the pace of employment growth

is expected to moderate in 2013 as conditions

generally soften, employment investment

decisions are delayed pending the outcome

of Septembers Federal election, and the high

Australian dollar impacts export volumes.

Despite these challenges, Australias

employment market remains fundamentally

sound. As optimism gradually returns to the

business community, increased employment

activity will naturally flow. Similarly, as we

move into 2013, the outlook for salaries is one

of uneven and constrained growth.

1 WA Government 2013-13 Government Mid Year Financial Projections Statement December 2012, p69

5

The sluggish growth which has

characterised the ACTs economy over

the past two years looks set to continue

in 2013. However, business confidence

has been kept afloat by Government-led

initiatives such as tax reforms, infrastructure

investment and renewable energy projects,

all of which were designed to boost business

opportunities and jobs in the Territory.

Despite these efforts, growth in the ACT

employment market, which is heavily

influenced by the public sector, is likely to

remain flat this year.

The Australian Governments quest for

operating efficiencies will see the reduction

of an estimated 4,000 public sector jobs in

2013, with further losses up to 12,000 in

total expected by the end of 2015. This

represents the first significant contraction in

two decades. Senior executive roles will also

be capped for the next five years, halting

historically rapid growth.

The resulting insecurity in the public sector,

combined with significant delays in investment

decisions by businesses pending the outcome

of the September 2013 elections, will flow

through to hiring decisions in the private

sector.

With the number of vacancies shrinking and

the pool of candidates expanding, it is no

surprise that salaries are reflecting these

conditions, with weakness in growth evident

across the private sector.

Most federal Government collective

agreements are now aligned in timing, with a

2.5-3% increase in July 2013. A large round of

collective bargaining will take place in 2014

for Government positions.

In the face of these challenging economic

conditions, the ACTs labour market remains

fundamentally strong and the unemployment

rate is expected to remain well below the

national average.

auStralian caPital territoryThe ACTs jobs market remains fundamentally strong, although growth is likely to be slower in 2013 reflecting a contraction in the public sector and the associated flow through to private business.

6

Employment growth in NSW is currently

showing welcome signs of improvement, with

a moderate strengthening during 2013 set to

counter the marked slowdown of recent years.

This recovery coincides with a return to a

relatively positive outlook for the States

economy, and improving business sentiment,

with expectations suggesting recent below-

trend growth will reverse in 2013.

In a positive shift, higher than average hiring

activity has been evident across a range of

industries. The high Australian dollar has

propelled import volumes, and as a result

the NSW logistics sector has seen robust

jobs growth. Demand is also solid from

resource-rich states for NSW-based niche

manufacturing and engineering services,

particularly in areas of machinery, water

recycling and environmental innovation.

Likewise, stability is returning to NSWs

traditionally strong banking and finance sector,

as cautious optimism is restored following the

recent period of GFC-induced job contraction.

Contract roles continue to be in stronger

demand than permanent.

Public sector employees, however, are not

enjoying the same positive trends, as the

Government looks to reduce around 10,000

public sector jobs over the next four years,

in addition to the previously announced

voluntary redundancies of 5,000 roles. This is

likely to contribute to a moderate expansion

of NSWs unemployment pool over the next

two years.

Average salary growth is set to remain firm

into 2013. This is expected to be driven by an

above-trend growth in private sector wages

with higher rises rewarded where talent is in

most demand, offset by moderating salaries in

the public sector.

An expanding pipeline of engineering

construction activity, supported by an uptick

in public spending on major infrastructure

projects, and steady demand from resource-

intensive states for NSW services, will combine

to boost the NSW business communitys

investment confidence. This is set to underpin

the return to positive growth for NSWs

employment market.

new South waleSA relatively positive outlook for the NSW economy is generating welcome signs of improvement in the States employment market.

7

Queenslands business sentiment remains

cautious. This reflects a combination of the

weak global outlook, a fall in commodity

prices affecting future investment in

the traditionally strong mining, energy

and resources sector, the impact of the

strong Australian dollar on the tourism,

retail and manufacturing sectors and

further severe flooding in early 2013.

While these factors will have a short term

impact on economic growth, the medium term

outlook remains relatively positive.

As many businesses look to achieve

productivity and efficiency gains, redundancies

have resulted across the board in the private

sector. At the same time, as many as 14,000

public service jobs have been cut. Both of

these factors are expanding Queenslands

already crowded pool of job seekers.

The low employment growth of last year is

expected to decline to almost zero in 2013,

with average unemployment forecast to grow

above the national rate to around 6.25%.

In a bright spot for employees, there are

growing pockets of hiring appetite evident.

Recruitment has been relatively buoyant in

health care, oil and gas and, as the State again

recovers from severe floods, in insurance and

construction.

Job creation in a number of these areas is

expected to continue, as the Queensland

Government rolls out its four pillar economy

initiatives to reignite the States historic

strength in tourism, agriculture, resources and

construction.

The clear trend has continued towards hiring

contract positions over permanent roles

as businesses look to maintain workforce

flexibility. At the same time, more workers are

becoming increasingly willing to be mobile,

either relocating or opting for fly-in, fly-

out arrangements, to go where the work is

throughout regional and remote Queensland.

QueenSland Growing pockets of hiring appetite provide a bright spot for Queenslands employees, underpinned by expectations of medium term improvement in the States economy.

8

With less than 1.5% of Australias major

businesses headquartered in South Australia

and no one particular sector currently

dominating, small to medium sized business

across the board have seen the bulk of job

market activity.

Employment growth has been weaker than

expected over the last 12 months in line with

the States economy, and is likely to be flat

in 2013.

The mining sector continued to be a strong

source of employment, with jobs growing

by around 44% between 2011 and 2013.

However, BHP Billitons decision to postpone

expansion plans at its Olympic Dam mine

one of the largest copper and uranium

deposits in the world has been a blow to the

local market.

At the same time, the South Australian

government is actively reducing around 5,000

public service jobs over the coming five years;

and the high Australian dollar is influencing

production levels in the States traditionally

strong manufacturing sectors including

automotive and winemaking, resulting in

higher than average staff movements.

The temporary market has remained buoyant,

as businesses look to hire staff for the

duration of specific projects, so as to maintain

flexibility. Greatest demand has concentrated

on specialist roles including qualified and

non-qualified accounting, skilled trades,

light industrial roles and engineering. The

challenge of finding appropriately qualified

people to fill business critical roles continues.

Business and consumer confidence is

expected to lift as the economy revives, with

a helping hand from the low interest rate

environment, coupled with planned public

investment in areas including the states

South East timber sawmilling industry and the

Murray Futures Program.

As a result, while nominal growth is

expected to return to South Australias job

market, average salaries are unlikely to vary

significantly in the coming year.

South auStraliaSteady activity levels in the SME space, are expected to drive a return to business confidence in South Australia as the economy revives, following the weakness of the past 12 months.

9

Victoria experienced a year of flat jobs

growth last year, as the creation of roles in

some industries was offset by major losses in

others.

Sectors enjoying the greatest employment

activity include healthcare, scientific,

professional, technical and financial services.

These sectors have been key to keeping

the States economic growth stable and

have remained competitive in the face

of challenging economic conditions. The

preference for temporary and contract roles

remains prevalent in these sectors.

The tremendous demand for skilled workers in

Victorias trade and services sector continues

to accelerate. Those who are job ready,

with appropriate training and experience,

are in short supply and, accordingly, are

commanding improving salaries.

In contrast, the traditional stronghold of

manufacturing remains under severe pressure

as the strong Australian dollar lends increasing

difficultly to local manufacturers ability to

compete globally thereby impacting export

volumes. This has resulted in major job losses

across the sector.

Redundancies are also prevalent in the public

sector, reflecting the Victorian governments

decision to significantly reduce labour costs.

However, there are some signs that affected

employees are taking up roles in the relatively

strong local government sector.

In the face of the weak economic conditions,

there is cautious optimism that Victorias

economy will return to moderate growth

in 2013. This gradual improvement is set

to be bolstered by both State and Federal

Government efforts to stimulate job creation

through targeted investment. For example,

the Australian Governments $1 billion

plan to support the manufacturing industry

includes the establishment of a new Industry

Innovation Precinct to be headquartered in

south east Melbourne.

The general wait and see approach is

widespread among Victorias employers.

When economic growth kick-starts, job market

activity is expected to return. Accordingly,

growth in salaries will remain marginally

below the national average, until business

confidence returns.

victoria Job creation in some Victorian industries is being offset by major losses in others. Employers current wait and see approach should transition to more activity as economic optimism returns.

10

A resources-led boom in business

investment, coupled with above-average

population growth, has again secured

Western Australias position as the

powerhouse of economic and employment

growth in Australia.

The economy grew by a record 6.7% in 2011-

12, the strongest of all Australian States and

Territories, and further growth is expected

in 2013.

The jobs market is reflecting this buoyant

environment, with the robust employment

growth experienced last year expected

to continue in 2013. The active resources

sector, along with the industries that support

it such as infrastructure and construction,

manufacturing and health care, continue

to drive the bulk of the States ongoing

employment growth.

Western Australia is, in fact, the key driver of

employment growth nationally, accounting for

almost 37% of Australias growth last year. The

States unemployment rate also continues to

fall and remains substantially lower than the

national average.

In line with the upbeat employment market,

salaries continue to grow at above average

rates across the State. However, evidence of

a slight tempering is emerging as the pool

of skilled workers expands, helping to ease

salaries back from recent disproportionately

high levels to more realistic levels.

Fixed term contracts and fly-in, fly-out

arrangements continue to dominate, reflecting

the recruitment needs of the States major

resources projects.

Beyond 2013-14, an economic rebalancing

is expected to emerge, as the current phase

of major investment in construction of

resource projects shifts to the commencement

of production and exportation. While this

shift may have a longer term softening

effect on Western Australias jobs market,

forecasts continue to outpace those for the

national economy.

weStern auStraliaWestern Australias economy continues to support the growth of the nation.

11

Figures are base salary not including superannuation.

Kelly ServiceS: SalarieSoffice SuPPort

ProfeSSional SuPPort

call centre

induStrial

12


low $000s high $000s average $000s

act nSw Qld Sa vic wa act nSw Qld Sa vic wa act nSw Qld Sa vic wa

Administration Assistant 44 40 35 40 37 45 60 60 50 50 60 60 48 50 40 45 45 53

Data Entry Operator 38 35 33 38 35 40 50 50 45 42 45 50 42 40 38 40 40 45

Executive Assistant (EA) 50 60 55 55 65 60 85 100 75 70 110 95 65 70 60 65 70 80

Human Resources Assistant 45 50 43 45 52 45 65 65 55 55 67 55 55 55 50 50 55 53

Human Resources Coordinator 50 48 48 60 55 60 70 55 65 75 65 70 60 50 55 70 60 52

Marketing Assistant 45 45 45 45 45 40 60 60 55 52 65 55 54 50 50 50 58 48

Marketing Coordinator 50 42 48 50 48 45 68 55 65 75 68 65 56 45 60 60 58 55

Office Manager 50 50 50 50 57 60 75 75 75 75 83 80 60 65 65 65 70 70

Personal Assistant (PA) 50 50 45 48 55 55 80 80 65 68 80 85 60 65 60 60 65 70

Project Administration 43 45 45 45 50 60 65 70 70 60 80 85 52 55 60 53 70 78

Project Coordinator 43 45 50 52 60 70 72 60 90 80 90 90 55 48 65 65 80 80

Receptionist 40 35 35 38 40 40 55 60 40 55 58 60 48 47 38 48 50 50

Secretary - General 48 50 40 42 45 50 63 65 55 55 65 65 53 52 47 50 54 60

Secretary - Senior 60 55 45 55 55 60 85 75 60 70 82 72 70 58 55 60 67 68

Switchboard Operator 36 35 35 38 40 50 42 50 45 50 57 56 38 40 38 45 50 52

Team Coordinator 44 45 45 48 45 60 60 55 55 55 65 70 48 48 50 53 58 65

office SuPPort

13




Accountant (Non Qualified) 47 50 50 50 51 55 70 60 70 70 81 75 50 65 60 58 65 65

Accounts Clerk 45 38 40 43 39 45 60 55 55 50 56 60 48 45 45 45 50 53

Accounts Payable (0-2 yrs) 45 45 40 40 41 43 55 55 45 50 61 55 47 48 42 45 48 48

Accounts Payable (3-6+ yrs) 50 48 45 45 51 50 65 60 55 55 66 65 58 52 50 48 55 57

Accounts Receivable (0-2 yrs) 45 45 40 40 41 45 53 55 45 50 56 60 47 48 42 45 52 52

Accounts Receivable (3-6+ yrs) 50 48 42 45 51 50 58 65 55 55 71 65 53 55 47 48 60 55

Accounts Supervisor 50 55 48 50 66 60 76 75 70 75 86 70 62 60 57 60 75 65

Assistant Accountant 50 45 45 50 41 58 70 70 65 70 71 70 60 60 55 60 60 65

Bookkeeper 45 50 45 50 51 60 70 70 55 65 76 80 58 55 50 55 65 70

Collections Officer 45 46 40 48 46 50 58 65 58 60 66 65 46 50 53 55 55 57.5

Credit Controller 50 50 45 55 51 48 70 70 58 65 71 60 55 60 50 60 60 56

Credit Manager 60 65 55 70 61 70 85 80 60 100 96 90 70 70 57 80 75 80

Credit Officer 45 48 42 43 46 55 55 65 55 65 66 65 50 50 50 48 55 60

Credit Supervisor 52 55 48 55 66 60 72 70 60 65 86 70 62 65 53 60 70 65

Data Entry Clerk 45 38 33 38 39 40 48 50 45 45 56 60 46 40 38 42 47 50

Payroll Manager 65 60 60 65 76 70 85 120 80 100 112 90 70 80 70 80 85 80

Payroll Officer 47 45 45 50 51 55 63 65 60 65 76 70 56 50 55 60 60 63

Payroll Supervisor 55 55 55 60 66 65 70 85 65 70 91 75 60 65 65 65 75 70

Procurement/Purchasing Officer 50 46 45 50 56 60 65 70 80 80 81 90 55 54 65 60 65 75

Reconciliations Officer 45 45 40 50 46 50 60 60 55 65 61 60 56 52 48 60 55 55

ProfeSSional SuPPort

14




Call Centre Manager 46 60 55 55 75 70 90 120 80 90 155 100 53 75 65 80 105 85

Customer Service Representative - inbound 35 40 35 38 40 45 46 55 45 45 50 55 40 45 40 40 45 50

Customer Service Representative - outbound 35 40 38 38 40 50 50 60 45 45 60 60 40 48 42 42 47 55

Helpdesk Level 1 42 34 40 40 45 52 53 60 45 55 68 60 43 45 42 50 55 56

Team Leader/Manager 46 55 48 53 60 60 58 85 65 85 77 75 53 60 57 75 65 67.5

Workforce Analyst 53 50 50 60 50 70 85 85 70 75 77 90 65 65 60 70 64 82

Workforce Planner 50 50 50 58 52 70 100 100 80 80 96 90 70 70 65 65 70 80

call centre

15




Dispatch/Receiving Supervisor 46 55 40 45 50 45 58 65 65 75 65 55 52 60 48 58 55 50

Inventory Controller 50 55 40 45 50 50 65 70 65 65 70 60 55 65 48 55 60 55

Logistics Manager 85 80 50 65 90 75 120 120 70 110 130 150 103 100 60 85 100 105

Maintenance Manager 75 90 70 68 80 75 120 120 90 120 120 150 85 110 79 95 90 105

Manufacturing Manager 80 90 65 70 90 70 130 110 100 130 150 140 100 100 80 100 120 100

Operations Manager 90 90 65 70 85 65 150 120 120 130 130 135 120 110 90 100 100 90

Procurement Manager 85 80 65 70 90 80 150 150 90 105 150 160 110 100 78 90 120 120

Production Manager 70 80 65 65 70 75 100 120 100 115 120 140 80 100 80 95 90 100

Production Supervisor 55 65 45 53 60 55 75 80 65 75 85 82 65 75 60 65 75 72

Quality Assurance Manager 55 55 50 78 65 60 85 80 80 105 110 90 65 65 60 90 80 75

Quality Assurance Representative 45 45 45 58 50 56 63 65 60 75 65 63 48 50 55 63 60 59

Storeperson 38 40 38 38 38 40 50 50 55 55 55 52 43 45 45 43 45 46

Transport Allocator 55 55 45 47 50 42 66 75 60 58 65 60 60 65 55 50 60 52

Transport Manager 73 85 55 64 85 70 102 110 80 105 120 100 87 90 70 80 100 85

Warehouse Manager 60 70 50 58 60 65 93 100 85 95 100 85 75 85 70 78 80 75

Warehouse Supervisor 48 55 45 48 55 55 67 70 70 72 80 70 58 65 60 64 70 63

induStrial / oPerationS

16




Boiler Maker 53 55 50 48 55 55 72 70 90 85 85 105 63 65 80 60 70 70

Diesel Plant Fitter 65 65 50 54 60 63 85 75 90 88 90 120 70 70 80 62 75 75

Electrical Fitter 65 75 55 54 60 65 95 90 90 85 85 92 73 85 80 63 75 75

Electrician A Class 65 65 50 52 70 70 95 80 90 85 110 120 73 75 80 63 85 90

Electrician Special Class 65 75 80 62 80 75 95 100 120 95 120 120 75 85 90 78 100 95

HVAC Refrigeration Technician 60 60 55 64 65 55 72 75 70 90 95 95 62 65 65 78 75 70

Maintenance/Mechanical Fitter 55 65 50 48 65 58 83 75 100 78 90 100 67 70 80 62 80 72

Service Manager 55 65 55 65 60 63 75 80 80 95 80 96 67 75 70 85 70 72

Service/Field Technician 58 65 45 62 58 50 76 80 80 85 75 90 67 75 60 70 65 70

Trades Assistant 40 45 40 38 48 45 60 55 70 55 65 80 45 50 45 44 55 58

Welder/Fabricator 45 50 50 48 48 52 53 60 85 80 68 86 45 55 60 60 60 65

induStrial / tradeS

17


accounting & finance

banKing & financial ServiceS

engineering

inforMation technology

Kelly executive: SalarieS

18

Kelly executive overviewWhile the employment market for senior candidates is expected to improve throughout 2013, it remains subdued when compared to historical standards.


Ongoing uncertainty in global economic

markets has seen Australian employers

erring towards retaining lean accounting

and finance teams. Hiring is being directed

towards business critical positions such as

financial reporting. The notable shift towards

hiring contract and temporary staff, rather

than permanent staff, is expected to continue

throughout 2013.

With opportunities remaining rare in an

overcrowded recruitment market, salary

growth is expected to remain weak.

However, certain sectors requiring niche

experience are continuing to offer competitive

salaries coupled with above average

non-financial incentives.


Cautious optimism is gradually returning to

the banking and finance sector and with it

a willingness to invest in business growth.

This trend reverses the recent period of

contraction, and is set to restore measured

employment growth across many areas of

the sector, although the desire for job security

may deter much movement among

executives in 2013.

A tighter regulatory environment is driving

consistent demand for risk and compliance

candidates, and mortgage and lending

roles have escalated as the low interest rate

environment spurs life in this arena.


In 2013, continued growth is expected as

companies invest in IT infrastructure to further

improve operational efficiency. Strong activity

is expected in the resources sector as mining

sites become increasingly technology based

and major system development projects

commence.

Demand for candidates with niche skills will

continue throughout 2013, with a focus on

cloud, mobile application development and

data analytics.

engineering

Despite the recent softening in commodity

prices and delays on a number of major

projects, steady demand is expected for

engineering professionals across the

resources sector. While demandin mining

is expected to moderate throughout 2013,

ticketed professionals with engineering

qualifications coupled with mining experience

will remain among the most in-demand

individuals in the country.

engineering civil engineering and

infrastructure

Western Australia will lead a strong pipeline

of heavy industrial projects, especially in oil

and gas processing, and as such, demand for

civil engineering professionals in the West

is expected to remain strong during 2013.

Elsewhere in the country it will be the second

half of the year before major infrastructure

projects gather momentum.

engineering construction

As confirmed by the Australian Performance

of Construction Index, the national

construction sector finished 2013 in

negative territory, following declines in both

commercial and residential construction.

With forecasts suggesting the sector will

return to positive growth over the next 12

months, contract based roles are expected

to be a notable feature of the construction

sector throughout 2013, as employers look

to address short term workload peaks whilst

operating with a leaner structure.

engineering architecture

Whilst there has been contraction within some

of the major firms, project architects with an

ability to work across a wide range of project

types continue to be held in high regard.

With headcount numbers being restricted,

demand for candidates (top to bottom) with

transferable skills and experience in multiple

verticals, is high. Additionally, there is demand

for professionals with technical expertise in

health, hospitals and aged care as companies

look to strengthen their position in some of

these more robust markets.

engineering Mechanical and electrical

Demand for electrical engineers remains

robust. Again the major challenge in this

area is the availability of suitably qualified

candidates. Despite the high Australian dollar

making investment within manufacturing

companies less attractive, general demand

levels for mechanical and electrical engineers

remains relatively strong due to the

transferable nature of their skills.

19



low high avge

$000s $000s $000s

Accountant 60 90 75

Accounting Manager 80 110 95

Accounts Administrator 45 60 50

Accounts Payable Manager 65 85 75

Accounts Payable Officer 35 45 40

Accounts Payable Supervisor 50 70 60

Accounts Rec./ Credit Manager 70 100 85

Accounts Rec./ Credit Supervisor 60 85 70

Accounts Recivable Officer 40 60 50

Assistant Accountant 45 65 55

Audit Manager 100 140 120

Auditor 70 90 80

Business Analyst 80 110 95

Chartered Accountant 70 100 90

Chief Financial Officer 160 220+ 200

Entry Level/ Graduate Accountant 45 65 55

low high avge

$000s $000s $000s

Finance Director 140 200 175

Financial Accountant 80 120 100

Financial Analyst 80 125 105

Financial Controller 140 220 180

Financial Reporting Analyst 80 100 90

Management Accountant 90 130 110

Payroll Manager 80 120 100

Payroll Officer 50 60 55

Payroll Supervisor 65 85 75

Product Control 80 140 110

Project Accountant 100 150 130

Reconciliations Clerk 45 65 55

Senior Accountant 80 110 95

Senior Auditor 90 110 100

Tax Manager 100 140 120

20



low high avge

$000s $000s $000s

branch Staff

Bank Teller 35 55 40

Branch Manager 75 115 90

Customer Service Consultant 35 55 45

retail banKing

Loan Administration Manager 60 85 75

Loans Officer 45 70 60

Loans Manager 60 95 75

Mobile Banker 65 90 75

Personal Banker 60 80 70

Document Prep/ Settlements 45 65 55

buSineSS & corPorate banKing

Assistant Manager 65 90 80

Relationship Manager/Banker 90 135 120

Senior Relationship Manager 120 170 150

Business Development Manager 130 180 150

Regional Manager 160 230 185

State Manager 190 260 230

corPorate finance / adviSory

Analyst 80 110 90

Associate 90 130 110

Manager 120 160 140

Associate Director 150 220 175

Director 230 230+ 230+

financial MarKetS (fx / MM / derivS / fixed incoMe)

Officer 40 60 50

Team Leader 60 80 70

Manager 80 110 90

Senior Manager 110 150 130

low high avge

$000s $000s $000s

riSK and coMPliance

Credit Analyst 75 110 90

Senior Credit Analyst 85 120 105

Credit/Risk Manager 110 150 130

Senior Credit/Risk Manager 130 180 160

Compliance Analyst 70 90 80

Compliance Manager 90 140 115

Senior Compliance Manager 120 160 140

inSurance

Claims Assessor 45 70 60

Claims Manager 70 120 85

Senior Claims Manager 85 135 110

Insurance Clerk 40 60 50

Insurance Underwriter 50 85 70

Senior Insurance Underwriter 65 100 85

Underwriting Manager 80 130 110

wealth ManageMent

Para Planner 50 80 65

Financial Planner 70 120 95

Senior Financial Planner/CFP 80 130 110

Practice Manager 110 160 140

Dealership Manager 130 210 180

Private Banking - Relationship Manager 85 125 110

oPerationS

Officer 40 55 45

Team Leader 60 80 70

Operations Manager 70 95 80

Senior Manager 85 140 120

21


low high avge

$000s $000s $000s

engineering civil / water / rail / Power

Cadet / Engineer 40 60 50

Site Engineer (2-5 years) 65 80 70

Site Engineer (5+ years) 80 95 85

Project Engineer 80 120 100

Senior Project Engineer 120 145 120

Junior Project Manager 75 100 85

Project Manager 130 170 145

Senior Project Manager 160 200 160

Construction Manager 170 250 200

Cadet / Contracts Administrator 40 60 50

Contracts Administrator (2-5 years) 60 80 70

Contracts Administrator (5+) 90 130 110

Senior Contracts Administrator 120 150 130

Commercial Manager 150 230 180

Design Manager 125 180 145

Cadet / Estimator 35 60 45

Estimator 75 130 120

Senior Estimaor 120 175 135

Chief Estimator 160 230 175

Leading Hand 55 88 70

Supervisor 75 95 80

Foreman 85 125 100

General Foreman 120 150 130

HSE Advisor 75 90 80

HSE Manager 90 160 120

low high avge

$000s $000s $000s

Procurement Manager 75 130 110

Plant Manager 90 130 105

Quality Manager 85 125 100

Quantity Surveyor 75 130 100

Environmental Engineer 75 130 100

Environmental Manager 140 180 150

Planner 135 220 150

engineering Manufacturing / ProceSS

Instrumentation & Electrical Engineer (0-2 years) 50 60 55



Instrumentation & Electrical Engineer (10+ years) 120 150 130

Manufacturing Engineer (0-2 years) 50 60 55



Manufacturing Engineer (10+ years) 100 120 111

Plant Engineer (0-2 years) 55 65 60



Plant Engineer (10+ years) 100 130 120

Production Engineer (0-2 years) 50 60 55



Production Engineer (10+ years) 100 130 120

engineering

continued next Page

22


low high avge

$000s $000s $000s

engineering conStruction

Architect (0-2 years) 43 50 45



Architect (10+ years) 100 160 130

Architectural Designer 60 100 85

Architectural Drafter 45 70 65

Building Surveyor 75 110 80

Cadet / Engineer 35 60 45

Site Engineer (2-5 years) 65 90 75

Site Engineer (5+ years) 90 130 110

Project Engineer 100 165 120

Senior Project Engineer 140 200 165

Junior Project Manager 75 100 85


Senior Project Manager 125 200 150


Cadet / Contracts Administrator 35 60 45

Contracts Administrator (2-5 years) 75 110 90

Contracts Administrator (5+) 90 130 110

Senior Contracts Administrator 115 150 130

Contracts Manager 120 175 135

Commercial Manager 150 220 165


Design Manager 125 180 145

Cadet / Estimator 35 60 45


Senior Estimator 120 175 135

low high avge

$000s $000s $000s

Chief Estimator 150 220 165

Leading Hand 55 88 70

Foreman 90 130 110

Site Manager 120 150 130

Facilities Manager 75 110 90

HSE Advisor 75 90 80

HSE Manager 130 200 150

Procurement Manager 75 130 110

Structural Engineer (0-2 years) 40 50 45



Structural Engineer (10+ years) 100 150 130

Surveyor 75 135 95

engineering Mechnical

Electrical Engineer (0-2 years) 40 50 45



Electrical Engineer (10+ years) 100 150 130

Electronics Designer 65 90 75

Electronics Drafter 50 90 75

Mechanical Designer 65 90 75

Mechanical Drafter 50 90 75

Mechanical Engineer (0-2 years) 40 50 45



Mechanical Engineer (10+ years) 100 150 130

engineering continued

continued next Page

23


low high avge

$000s $000s $000s

engineering electrical




Electrical Engineer (10+ years) 100 180 150

engineering Mining, energy & reSourceS

Graduate Engineer 55 85 60

Mining Engineer 110 150 120

Drill & Blast Engineer 105 130 115

Surveyor 90 135 110


CHPP Manager 170 230 195

Mine Manager 180 250 220

Mine Planning Engineer 95 165 125

Technical Services Manager 160 210 185

Deputy 110 150 130

Undermanager 140 180 160

Open Cut Examiner 135 180 150

Production Superintendant 140 180 160

OH&S Manager 120 160 140

low high avge

$000s $000s $000s

OH&S Coordinator 90 130 120

Mine Geologist 90 145 115

Senior Geologist 130 170 155

Environmental Officer 90 155 140

Environmental Manager / Superintendent 145 200 170

Maintenance Planner 90 135 120

Maintenance Superintendent 140 180 150

Maintenance Manager 170 220 190

Electrical Engineer 90 160 130

Mechanical Engineer 90 155 130

Engineering Manager 150 210 180

Workshop Supervisor 120 150 130

Open Cut Supervisor 115 165 135

Underground Supervisor 120 175 145

Contracts Administrator 100 160 135

Contracts Manager 150 240 190

Planner 120 145 125

Senior Planner 145 200 165


Senior Estimator 150 210 170


engineering continued

24



low high avge

$000s $000s $000s

it ManageMent

Applications Development Manager 120 180 150

CIO/IT Director 160 350 200

Computer Operations Manager 120 140 130

Help Desk Manager 90 130 110

IT Manager 120 170 135

Infrastructure Manager 110 160 125

infraStructure & it SuPPort

Help Desk Support 50 75 60

Desktop/PC Support 60 80 70

Incident Manager 75 95 80

Operator 48 65 58

Operations Analyst 55 80 65

Problem Manager 80 115 100

Wintel Server Engineer 75 115 85

Network Administrator 75 115 85

WAN Engineer 80 115 100

Data Communications Engineer 75 120 100

Change Manager 100 130 120

Network Designer (WAN) 90 130 115

Infrastructure Architect 120 155 140

DBA - DB2 80 120 110

DBA - Oracle 75 125 110

DBA - SQL Server 75 110 100

DBA - Sybase 75 110 100

Security Administrator 80 135 100

Security Architect 120 160 130

Security Engineer 65 95 85

Service Delivery Manager 110 150 135

low high avge

$000s $000s $000s

Unix Systems Administration 85 145 110


ERP Technical Consultant 85 165 135

ERP Functional Consultant 75 120 85

Trainers 45 95 65

Web Content Manager/Web Master 75 115 100

aPPlication develoPMent & teSting

C++ Software Developer 60 110 80

Java (J2EE) Developer 60 120 85

.Net Developer (C#/VB.Net/ASP.Net) 55 110 85

Analyst/Programmer - Oracle 60 100 85

Mainframe Developer (Cobol, CICS, DB2) 55 110 75

ETL Developer 90 110 95

BI Architect 90 170 120

Applications Architect 85 160 115

Team Leader - (.Net or J2EE) 90 125 110

Tester 60 80 65

Senior Tester 75 95 85

Test Team Leader 85 120 95

Test Manager 100 130 120

Project ManageMent & buSineSS analySiS

Business Analyst 70 95 80

Senior Business Analyst 85 110 95

Systems Analyst 65 90 80

Project Administrator 50 70 60

Project Coordinator 65 85 75


Project Director 125 180 150

25


Kelly Scientific reSourceS: SalarieSfMcg

PharMaceutical

SaleS and MarKeting

environMent

26

Kelly Scientific reSourceS overviewWhile the trend towards hiring scientific professionals on a temporary or contract basis is expected to continue across all scientific sectors for the next 12 months, the challenge of attracting suitable volumes of qualified talent again looms as the single largest issue facing scientific employers in 2013.

fMcg

The FMCG manufacturing sector is expected

to produce stronger than average levels of

demand for qualified scientists in 2013 across

disciplines including Applied Science and

Quality Assurance. The scientific employment

market within this industry is traditionally less

volatile as the role functions including Product

Development and Quality are central to the

success of any organisation in this space.

PharMaceutical

International currency pressures and

high labour costs impacted on the local

Pharmaceutical industry throughout 2012.

Regardless of that fact Australia is still looked

upon internationally as having first class

quality systems and ethics which mirror the

operating mandates of European and US

based Pharmaceutical companies. This means

these companies can in turn utilise the mature

local manufacturing operations as a conduit

into the rapidly growing markets in Asia.

Cutting edge research and innovative

technologies continue to manifest from

Australias booming biotechnology sphere.

The challenge for Australias research institutes

is keeping up with demand for post doctoral

drug development and delivery scientists.

Demand is also expected to continue for

career oriented Clinical Research professionals

and Regulatory Affairs specialists who can

facilitate the journey from IP to market, post

commercialisation.

SaleS and MarKeting

As distribution agencies jostle for position in

an increasingly global market, the competition

for suitably qualified and proven Sales and

Marketing professionals has risen significantly

despite there being a year on year increase

in the number of positions available. With a

larger number of products and services being

imported, local manufacturers are also in a

tight race to maintain and/or increase market

share through their Sales and Marketing

function. Conversely attracting and retaining

talent in this area remains a challenge in a

traditionally high turnover sub-section of the

Scientific Industry.

environMent

Jobs growth in the environmental science field

has been, without doubt, the most notable

aspect of the scientific employment market

during recent times, with further growth in

this area confirmed for 2013. In fact, the

Australian Government forecasts a further 11%

increase in jobs in this field over the five years

to 2016-17.

The introduction of the Australian

Governments price on carbon has supported

this increase. The mining sector in particular

continues to seek environmental scientists,

while green jobs in carbon offset generating

projects are also on the rise.

Given the undersupply of suitably qualified

environmental science candidates, many

corporations are competing fiercely to

hire and invest in up skilling workers from

traditional scientific roles. These corporate

roles are attracting higher salaries and more

extensive benefits than traditional scientific

roles.

Despite recent efforts by Government and

Tertiary Education institutions to improve the

appeal of scientific courses, these corporate

opportunities are expected to result in a

shortage of workers in traditional scientific

areas in the short to medium term.

27


low high avge

$000s $000s $000s

fMcg

Laboratory Assistant 39 46 43

New Graduate 39 51 45

Laboratory Technician 41 57 45

Technical Officer 51 66 55

QA/QC Analyst 49 70 60

Industrial Chemist 56 81 65

Senior Chemist 69 81 75

Senior Food Technologist 73 102 90

Food Technologist 51 83 63

Sensory Analyst 51 81 61

Microbiologist 40 66 56

QA Supervisor 64 86 70

Laboratory Manager 81 132 100

QA Manager 80 132 95

Technical Manager 81 183 132

Product Development Manager 80 150 110

Sensory Specialist 55 90 75

Food Safety Coordinator 60 85 72

PharMaceutical

QA Associate 56 85 70

Compliance Associate 51 66 60

Reg Affairs Associate 61 81 75

Senior Reg Affairs Associate 86 107 90

Compliance Manager 86 142 120

Research Assistant 51 64 55

Scientific Officer 66 79 69

low high avge

$000s $000s $000s

Instrument Technician 51 76 60

Analytical Chemist 56 81 65

Formulations Chemist 61 96 85

Chief Chemist 76 102 95

Research Chemist 63 81 72

Senior Research Scientist 70 91 80

Biomedical Scientist 56 82 61

Molecular Biologist 56 82 64

Laboratory Supervisor 61 76 65

Project Manager - Development 86 132 120

Formulation/R&D Manager 80 152 125

Reg Affairs Manager 81 152 135

Reg Affairs Director 147 203 180

Regional Reg Affairs Director 178 254 230

Clinical Trial Administer CTA 41 61 50

Clinical Research Associate CRA 56 81 70

Senior CRA 76 102 88

Clinical Data Manager 61 71 66

Clinical Project Manager 91 132 110

Clinical Operations Manager 112 142 120

Clinical Business Manager 102 152 125

Clinical Statistician 81 132 92

Drug Safety Manager 112 152 130

Medical Affairs Associate 71 112 85

Medical Affairs Manager 91 132 110

Medical Director 183 254 225

Scientific / regulatory affairS / clinical reSearch

28


low high avge

$000s $000s $000s

SaleS & MarKeting

GP Representative 56 76 60

Hospital Representative 76 96 80

Medical Devices Representative 76 102 85

Scientific Sales Representative 71 102 88

Account Manager 76 96 80

Regional Sales Manager 91 147 110

National Sales Manager 132 188 150

Sales Director 173 223 220

Marketing Assistant 56 66 60

Marketing Analyst 81 112 90

Product Specialist 76 96 80

Brand Manager 81 127 100

Product Manager 96 127 105

Business Development Manager 91 152 123

Marketing Manager 122 152 138

National Marketing Manager 132 167 142

Marketing Director 152 203 180

low high avge

$000s $000s $000s

environMent

Environmental Consultant CBD Based 71 91 80

Environmental Principle Consultant CBD 102 132 115

Environmental Superintendent 152 193 180

Environmental Advisor FIFO 117 152 130

Metallurgist FIFO 91 127 112

Laboratory Technician FIFO 61 81 70

Mine Geologist 91 157 124

Exploration Geologist 81 132 95

HSE Manager FIFO 152 183 160

HSE Officer 76 112 83

Environmental Scientist 64 112 89

SaleS & MarKeting / environMent

29

actcanberra 7 Mort Street Canberra, ACT, 2600 Phone: 61 2 6209 1060Fax: 61 2 6230 0237E-Mail: [email protected]

nSwParraMatta Suite 2, Level 2, 60 Phillip StreetParramatta, NSW, 2150Phone: 61 2 9865 8383Fax: 61 2 9865 8393E-Mail: [email protected]

SydneyGround Floor, 15 Castlereagh Street Sydney, NSW, 2001Ph: 61 2 9246 6000 Fax: 61 2 9246 6080 E-Mail: [email protected]

weStern Sydney Unit 8, 55 Newton Road Wetherill Park, NSW, 2164 Phone: 61 2 9827 0900Fax: 61 2 9827 0999E-Mail: [email protected]

QueenSlandbriSbane Level 6, 100 Edward Street Brisbane, Qld, 4000 Phone: 61 7 3405 3333 Fax: 61 7 3405 3300E-mail: [email protected]

gold coaStLevel 3, 12-14 Marine Parade Southport, Qld, 4215 Phone: 61 7 5558 5777 Fax: 61 7 5564 0684 E-Mail: [email protected]

townSville Level 4, 370 Flinders Street Townsville, Qld, 4810 Phone: 61 7 4760 1022 Fax: 61 7 4760 1039 E-Mail: [email protected]

South auStralianorth adelaide 192 Melbourne StreetNorth Adelaide, SA, 5006Phone: 61 8 8403 8181Fax: 61 8 8403 8191E-Mail: [email protected]

victoriaMelbourne Level 20, 459 Collins Street Melbourne, VIC, 3000Phone: 61 3 9204 4242Fax: 61 3 9204 4200E-Mail: [email protected]

oaKleigh Level 1, 2 Eaton Street Oakleigh, VIC, 3166 Phone: 61 3 9203 5999Fax: 61 3 9203 5959E-Mail: [email protected] weStern auStraliaPerth Level 1, Quayside, 2 Mill StreetPerth, WA, 6000 Phone: 61 8 9229 1800Fax: 61 8 9229 1899E-Mail: [email protected]

head officeGround Floor, 15 Castlereagh Street Sydney, NSW, 2001Phone: 61 2 9246 6000 Fax: 61 2 9246 6793E-Mail: [email protected]

30

Banking & Financial Services

Executive & Management

Outsourcing & Consulting

Information Technology

Accounting & Finance

Professional Support

Office Support

Engineering

Call Centre

Industrial

Scientific

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2013 Kelly Australia Salary Guide

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