Hays salary guide 2014 australia new zealand

KEEP TRACK OFTHE TRENDSINSIGHTS FROM THE EXPERTSThe 2014 Hays Salary Guide: Salary & Recruiting Trends

GET READY FOR THE HIRINGTURNAROUND

Recent business surveys and jobs advertising data have all pointed to a turnaround in hiring. After a few bumpy years and the fading of the mining investment boom, it seems that employers now feel more positive about hiring in 2014-15. But as recruitment activity increases, that old threat of a skills shortage again looms.

It’s quite a paradox; for some job functions there is still a surplus of candidates yet in others, often those that require highly-skilled and experienced professionals, there is a shortage of suitable talent.

While this can cause obvious and understandable frustration amongst sections of the talent pool, those with the skills in demand are again starting to receive multiple offers and even counter offers.

But despite this, in most cases base salaries remain stable. This is unsurprising given that cost pressure and the desire to do more with less remain dominant concerns.

So too does the need for a flexible workforce, although permanent job numbers are starting to rise for highly-skilled candidates as employers want to secure skills they cannot do without.

When the pressure is on to hire great people, it’s easy to make the mistake of bringing in the right skills above the right culture fit. Getting the hiring right will make retaining and developing great people much easier, which is why ongoing candidate engagement is so important to us at Hays. The relationships we build with both our candidates and clients mean that we see the whole picture – from all angles.

With candidate confidence returning it will be more likely that candidates are willing to move in the next 12 months. Why not talk to us when you are next looking to access the most comprehensive, current and global network of talent?

Nick Deligiannis

Managing Director, Hays Australia & New Zealand

THANK YOU

Hays would like to express our gratitude to all those organisations that participated in our online survey and provided such invaluable feedback, which we feel has contributed to making this the most accurate and up to date survey of its kind in Australia and New Zealand. This year’s results are based on a survey of more than 2,500 employers. A list of all contributors who kindly gave their permission to be named as participants can be found on our website.

This Guide is reproduced in full in PDF format and can be requested from our website – hays.com.au and hays.net.nz

FEEDBACK

We welcome any feedback or comments regarding this guide whether positive or negative to ensure that it continues to be relevant to Australian and New Zealand organisations across all industries. Please address any suggestions to your local Hays office or to: Hays, Level 11, Chifley Tower, 2 Chifley Square, Sydney NSW 2000. E: [email protected]

DISCLAIMER

The Hays Salary Guide is representative of a value added service to our clients, prospective clients and candidates. Whilst every care is taken in the collection and compilation of data, the guide is interpretive and indicative, not conclusive.

Therefore information should be used as a guideline only and should not be reproduced in total or by section without written prior permission from Hays.

2014 Hays Salary Guide | 3

4 | 2014 Hays Salary Guide

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THE SKILLSSHORTAGECHALLENGE ARE YOURPLANS INPLACE?


As part of our Hays Salary Guide, every year we survey employers to gather their views on salary policy, recruitment trends and economic outlook. This year’s insights reveal an environment where 41% see a more positive economic outlook on the horizon. 66% expect their levels of business activity to increase in the year ahead, and 63% have already seen an increase in business activity over the 12 months prior to the survey. Perhaps that is why overtime increased in 31% of organisations over the same period.

This supports an emerging trend; the desire to do more with less. So too does the focus on curbing costs, which salaries were not immune from. Of the total employer group, 9% have no plans to increase salaries in the 12 months ahead (up from 8% last year) and 12% did not award any increases in their last review, also up 1% year-on-year.

When they next review, a massive 64% of employers plan salary increases of less than 3%, up from 57% last year. And while 27% of employers off ered increases between 3 and 6% when they last reviewed, only 24% will do so when they next review.

There are few instances of generous salary increases; just 4% of employers increased salaries by more than 6% in their last review, and 3% intend to do so in their next review. Clearly, large salary increases will not be bountiful in 2014-2015.

Candidates have slightly higher expectations for their next salary increase. When asked, 12% expect an increase above 6% and 27% expect an increase between 3 and 6%. Almost half (48%) expect to receive an increase of less than 3% while the fi nal 13% expect no increase in their next review.

When asked about permanent headcount over the next 12 months, 34% of surveyed employers say it will increase, 51% say it will remain the same and 15% will make decreases. Refl ecting on the past 12 months, 34% of employers increased permanent headcount, 43% kept it on hold and 23% decreased numbers.

Of those employers planning to hire, 79% say the roles will be full-time (down from 83% in 2013), 25% will increase their use of temporary/contract staff (up from 17% in 2013), 16% plan more part-time staff (20% in 2013) and 15% more casual staff (14% in 2013).

By sector, 56% of employers predict permanent headcount growth in their marketing department. In addition, 42% expect to increase headcount in their engineering and operational management departments, while 37% will increase their information technology and sales headcounts. Headcounts in project management (35%) and human resources (31%) departments will also rise.

A large 62% of employers intend to keep their accountancy and fi nance headcount unchanged, while 24% plan increases.

As an indicator of the preference for a fl exible workforce, 21% of employers now use temporary and contract staff on an ongoing basis, up from 19% last year. And while 71% expect their use of temporary and contract staff to remain the same, 16% said it will increase.

In terms of skills shortages, 58% of those surveyed said that the eff ectiveness of their operations would be impacted by not fi nding the right skills for their business. In skill-short areas, 64% of employers would consider employing or sponsoring a qualifi ed overseas candidate.

The largest area of skills shortage appears to be junior to mid management talent in both operations and accountancy and fi nance. This is followed by junior to mid management talent for technical, sales and marketing, IT and engineering roles.

When it comes to attracting the best candidates, 37% of employers said career path and development was the most critical, although only 9% say their organisation is publicly perceived as off ering such opportunities.

Furthermore 42% said it is an individual’s ‘fi t’ with the company’s vision, culture and values that has the greatest impact on their employment brand, but only 23% said they are perceived as getting this right. 60% said their organisation has a diversity policy for hiring new staff .


SALARY INCREASES

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1. Average % increases from last reviews: across all industries

For specifi c industries:

12%Nil

57%Less than 3%

27%From 3% to 6%

3%From 6% to 10%

1%More than 10%

Advertising & Media

Construction, Property & Engineering

Financial Services

Hospitality, Travel & Entertainment

IT & Telecommunications

Manufacturing

Professional Services

Public Sector

Retail

Transport & Distribution

Other

15

22

9

10

13

11

14

8

10

8

10

55

47

51

67

54

61

46

63

70

62

62

20 10

25

34

23

26

25

31

28

17

29

25

4

4

6

2

6

1

3

2

2

1

1

23

Resources & Mining

52 23

2

3

1

3

1


SALARY INCREASES

2. When you next review, by what percentage do you intend to increase salaries? across all industries


9%Nil

64%Less than 3%

24%From 3% to 6%

2%From 6% to 10%

1%More than 10%

Advertising & Media


Financial Services



Manufacturing


Public Sector

Retail


Other

5

11

7

4

12

9

5

12

60

64

54

77

58

66

519

709

79

62

709

25 10

22

35

17

2

24

23

Resources & Mining

18 62 20

32

21

15

24

20

2

4

6

11

8

1

1

1

11


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CANDIDATE SALARY EXPECTATIONS

In a separate survey we also asked our candidates what their expected salary increases were

In your next review, what percentage increase do you expect to receive? across all industries


13%Nil

48%Less than 3%

27%From 3% to 6%

8%From 6% to 10%

4%More than 10%

Advertising & Media


Financial Services



Manufacturing


Public Sector

Retail


Other

9

14

10

10

22

10

36

40

51

60

35

58

53

56

16

6

57

50

49

9

6

17

55

27

22 8 9

30

29

26

17

25

11

13

28

25 13 6

28

4

4

2

2

13 6

7 7

3 3

Resources & Mining

18 38 32 9

3

3


BENEFITS

STAFFING

3. Does your company off er fl exible salary packaging?

Of those who answered yes, the following benefi ts were indicated as being commonly off ered to...

All employees More than 50% Less than 50% Few employees

Car 15% 7% 23% 55%

Bonuses 30% 15% 20% 35%

Private health insurance 38% 5% 7% 50%

Parking 32% 13% 18% 37%

Salary sacrifi ce 55% 9% 12% 24%

Above mandatory superannuation 42% 6% 7% 45%

Private expenses 12% 5% 12% 71%

Other 31% 6% 8% 55%

78%YES

22%NO

4. Over the last 12 months, have permanent staff levels in your department... across all departments

23%Decreased

43%Remained the same

34%Increased

For specifi c departments:

Accountancy & Finance

Distribution

Engineering

Human Resources

Information Technology

Marketing

Operational Management

Project Management

Purchasing/Procurement

Sales

18

10

31

20

29

31

26

33

31

23

54

71

30

43

31

33

39

30

46

46

28

19

39

37

40

36

35

37

23

31


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STAFFING

5. Over the coming year, do you expect permanent staff levels to... across all departments


6. If you expect staffi ng levels to increase, please specify how:

Note: Multiple choices permitted.

Full time/permanent staff

79%

Temporary/contractors

(through an employment consultancy)

25%

Employment of casual staff (on your payroll)

15%

Employment of part-time staff

16%

Job sharing

3%

Mixture, other (inc. overseas recruitment,

acquisitions)

2%

15%Decrease

51%Remain the same

34%Increase


Distribution

Engineering

Human Resources


Marketing


Project Management


Sales

14

19

9

16

20

5

15

22

27

12

62

62

49

53

43

39

43

43

50

51

24

19

42

31

37

56

42

35

23

37


STAFFING


7. How often do you employ temporary/contract staff ? across all departments

21%Regular ongoing

basis

44%Special projects/

workloads

35%Exceptional

circumstances/never


Distribution

Engineering

Human Resources


Marketing


Project Management


Sales

12

53

23

20

25

19

29

33

23

12

40

33

50

48

52

50

38

45

35

36

48

14

27

32

23

31

33

22

42

52


STAFFING

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8. In the next 12 months, do you expect your use of temporary/contract staff to... across all departments

13%Decrease

71%Remain the same

16%Increase


Distribution

Engineering

Human Resources


Marketing


Project Management


Sales

10

14

12

14

19

14

15

12

23

8

80

72

63

71

59

67

69

51

58

83

10

14

25

15

22

19

16

37

19

9


SKILL SHORTAGES

9a. Do you think that skill shortages are likely to impact the eff ective operation of your business/department?

42%No

41%Yes - in a minor way

17%Yes - signifi cantly

9b. In skill-short areas, would you consider employing or sponsoring a qualifi ed overseas candidate?

10. For which areas have you recently found it diffi cult to recruit?

64%YES

36%NO

Junior to mid

management

Senior

management

Junior to mid

management

Senior

management

Accountancy & Finance 14% 7% Operations 14% 8%

Distribution 3% 1% Purchasing 4% 1%

Engineering 9% 7% Sales & Marketing 12% 7%

Human Resources 4% 2% Technical 13% 8%

IT 11% 5% Other 8% 4%


WORK PRACTICES

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11. Does your workplace allow for fl exible work practices?

84%YES

16%NO

12. If yes, which practices do you currently off er?*

Flexible leave options

Career breaks Phased retirement

Flexible working hours

81%

Part time employment

80%

Flex-place

59%

Job sharing

34%

42%

24%16%

13. Has overtime/extra hours in your organisation over the last 12 months...

If increased, by how much?

11%Decreased


31%Increased

*Multiple choices permitted.

5 hours or less Between 5-10 hours More than 10 hours

Per Week 40% 34% 8%

Month End 19% 23% 24%

Year End 10% 14% 37%


WORK PRACTICES

14. For non-award staff in your organisation, is overtime/extra hours worked...

15. Is it your policy to counter-off er staff when they resign?

Of those you counter-off ered, on average, did they....

35%Paid

65%Unpaid

66%No

33%Sometimes

1%Yes

16. Over the last 12 months has your staff turnover rate:

20%Decreased


25%Increased

$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$

1%

Stay less than 3 months

19%

Stay 3-12 months

35%

Stay longer than 12 months

45%

Leave anyway


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DIVERSITY

17. Does your organisation have a diversity policy for hiring new staff ?

If yes, do you think the people who hire in your organisation generally adhere to it?

60%YES

87%YES

40%NO

13%NO


EMPLOYER BRANDING

18. How important do you think the following factors are for an employer brand and how well do you think

your organisation is perceived on the same criteria?

Level of importance

Organisational perception

Career path/training & development

An individual’s ‘fi t’ with the company’s vision, culture and values

People’s direct/indirect experience of the company

Salary and benefi ts

Work/life balance

1

1

1

1

1

3

4

9

3

3

13

15

33

23

16

46

38

41

53

47

4

3

2

3

3

16

11

9

13

13

38

26

34

41

29

33

37

42

37

39

37

42

16

20

33

9

23

13

6

16

Poor

No impact

Okay

Minor impact

Good

Some impact

Very Good

Signifi cant impact

Excellent

Major impact


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ECONOMIC OUTLOOK

19. In the past 12 months, has business activity...

15%Decreased


63%Increased

20. In the next 12 months, do you envisage business activity: across all industries

7%Decreasing

27%Remaining the same

66%Increasing


Advertising & Media


Financial Services



Manufacturing


Public Sector

Retail


Other

6

4

2

13

3

4

3

3

7

279

20

14

149

33

33

34

11

23

26

94

64

76

84

77

54

Resources & Mining

14 39 47

64

62

86

74

67


ECONOMIC OUTLOOK

21. What are the key factors driving your business activity?

Current economic conditions

Projects driven by government

Capex investments

Consumer/business confi dence

Currency/forex rates

Interest rates 49

51

14

41

27

5

42

33

42

32

37

40

9

16

44

27

36

55

None Some Signifi cant

22. Do you see the general outlook for the economy in the forthcoming 6-12* months as...

$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$

13%Weakening

46%Static

41%Strengthening

*This data was collected during March 2014.

HOW TO NAVIGATE THIS GUIDE


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Using our salary tables

Salaries are in ‘000. The bold number represents the typical salary. The number(s) underneath represent the salary range. Refer to the notes section under the salary table to determine if superannuation or other benefits are included. All salaries are represented in local currencies.

Head of HR

Sydney300 Typical salary220 - 400 Salary range

The complete Hays 2014 Salary Guide is available as an app free to download from iTunes. Search over 1,000 salaries and find offices in your area.


BANKING

76%OF AUSTRALIAN AND NEW ZEALAND EMPLOYERS WITHIN FINANCIAL SERVICES ENVISAGE BUSINESS ACTIVITY INCREASING OVER THE NEXT 12 MONTHS

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AUSTRALIA

Australia’s banking and financial services employment market is more dynamic than it has been in years and we expect this to continue in the year ahead.

We have seen several areas of skills shortage develop and predict it will not be long before the stagnant salary levels for many roles need reviewing as competition for candidates in a number of areas intensifies.

A marked increase in permanent hiring, which started during the second half of 2013, gained momentum in the first half of 2014 and we expect this trend to continue. But while permanent hiring has replaced some contract roles, most employers still want a flexible workforce. This has kept demand for contract and temporary candidates high.

The resurgence of the property market in Australia has seen a spike in demand for mortgage lending talent with all the big banks now vying for candidates. Strong sales-focused Mortgage Brokers, Mobile Lenders and branch-based Relationship Managers are sought. Credit Analysts and Mortgage Settlements/Processing staff are also in strong demand.

While salaries are yet to increase for these roles, we expect that continued hiring demand for mortgage candidates will create areas of acute skill shortages. As a result we should see salary increases over the next six to 12 months.

Across banking we are already witnessing an increase in the use of counter offers by employers trying to retain key staff as well as the re-emergence of the sign-on bonus to secure new recruits in selected cases.

Many of the large banks are accessing temporary staff to fill up to 80 to 90 per cent of their back office processing roles, which has driven up hourly rates. The larger banks are using bulk recruitment campaigns to secure sufficient numbers of back office staff, so candidates can expect to be selected via assessment centres.

An acute skill shortage remains in the wealth management sector with high demand for qualified Financial Planners to work for the full range of employers from large banks to boutique financial

institutions. Financial Planners with strong self management super funds experience are in particular demand and therefore able to command a premium on salary.

Paraplanning continues to be a very candidate-short market too so to attract the best candidates employers are offering new hires flexible work arrangements including work from home options.

Salaries are also becoming increasingly competitive for risk and compliance specialists well versed in the changing regulations currently taking place across the financial services industry.

Candidates contemplating a move this year should act sooner rather than later as the higher salaries will only be offered during the period when regulations are changing and organisations need to hit certain regulatory deadlines to embed the associated framework.

We expect leading banking and financial services employers will continue to make gender diversity a goal this year. For top female talent this means ensuring you stay in touch with recruitment consultants and keeping your professional social networks up-to-date.

All candidates should keep in touch with a recruiting expert in the year ahead as salary trends continue to unfold. While salaries have not increased across the board, the signs are there in the form of counter offers, sign-on bonuses, flexible working conditions and emerging areas of skills shortage.

NEW ZEALAND

It has been a mixed year for New Zealand’s banking sector. Increased activity in the residential market created employment opportunities in mortgage broking services. But this activity slowed once the new loan-to-value ratio (LVR) restrictions were introduced by the Reserve Bank. Despite this, continued business and consumer confidence resulted in solid growth for all major players in the industry.

With activity in commercial construction predicted to increase this year, there are still plenty of opportunities in the sector. The main challenge for employers

will be navigating through future interest rate hikes.

Both permanent and temporary hiring activity has increased across the banking sector. Roles have been created in customer relations, relationship management and wealth/investment analysis as banks develop their customer acquisition strategies. Looking ahead, this demand is set to continue.

We saw limited salary movements over the past 12 months, but this is likely to change as competition between the major players heats up and talent becomes a sought after commodity.


NOTES:

• Australian salaries include superannuation

• New Zealand salaries exclude superannuation

• New Zealand salaries are represented in New Zealand dollars

BANKING

BRANCH STAFF Teller Customer Service Advisor Branch Supervisor

NSW - Sydney42 45 60

37 - 45 40 - 50 55 - 65

VIC - Melbourne40 43 55

37 - 43 40 - 45 50 - 58

QLD - Brisbane, Gold Coast & Sunshine Coast40 45 60

35 - 45 40 - 50 55 - 65

SA - Adelaide40 45 58

38 - 44 42 - 50 50 - 60

WA - Perth40 45 60

40 - 46 43 - 48 50 - 65

ACT - Canberra38 42 50

35 - 45 36 - 48 45 - 55

TAS - Hobart/Launceston36 38 46

33 - 38 35 - 40 42 - 50

NT - Darwin45 50 60

38 - 44 45 - 55 50 - 65

NZ - Auckland38 42 55

32 - 45 35 - 45 46 - 58

NZ - Christchurch/Wellington36 42 52

35 - 42 34 - 45 46 - 55

Lending Offi cer Branch Manager Regional/District Manager


50 - 60 75 - 110 110 - 150


48 - 60 65 - 120 110 - 150


50 - 60 65 - 90 100 - 150


44 - 55 70 - 75 100 - 130

WA - Perth55 75 120

50 - 60 65 - 90 90 - 150


50 - 70 60 - 120 80 - 150


45 - 60 60 - 90 90 - 150

NT - Darwin55 80 120

50 - 60 65 - 120 100 - 130


45 - 65 70 - 120 90 - 145


45 - 65 75 - 110 90 - 130


BANKING

NOTES:




OPERATIONS SUPPORT

Data Entry

Offi cer

Banking/

Operations

Offi cer Securities Offi cer

Mortgage

Settlements

Offi cer

Collections

Offi cer

NSW - Sydney42 45 48 52 50

38 - 45 42 - 48 45 - 50 48 - 55 46 - 55

VIC - Melbourne40 45 45 45 45

40 - 45 40 - 50 45 - 50 45 - 55 45 - 55

QLD - Brisbane, Gold Coast & Sunshine Coast40 45 50 50 50

35 - 42 40 - 48 45 - 55 45 - 55 45 - 55

SA - Adelaide45 45 48 47 45

40 - 44 40 - 48 45 - 52 42 - 52 40 - 48

WA - Perth45 45 50 50 55

40 - 50 44 - 46 42 - 55 42 - 55 48 - 60

ACT - Canberra42 40 45 40 42

40 - 45 38 - 44 37 - 48 38 - 45 38 - 45

TAS - Hobart/Launceston35 35 45 45 42

33 - 38 33 - 36 40 - 50 45 - 50 38 - 45

NT - Darwin45 45 50 50 55

40 - 44 40 - 48 42 - 55 42 - 55 48 - 60

NZ - Auckland38 40 45 45 48

30 - 40 35 - 45 38 - 48 40 - 50 42 - 52

NZ - Christchurch/Wellington35 35 40 40 45

30 - 36 32 - 40 36 - 46 35 - 45 37 - 48

Team Leader/

Supervisor Manager Senior Manager General Manager

NSW - Sydney75 78 120 170

75 - 80 75 - 80 80 - 140 120 - 240

VIC - Melbourne65 75 115 170

60 - 70 65 - 85 100 - 130 130 - 230

QLD - Brisbane, Gold Coast & Sunshine Coast65 75 110 150

60 - 70 60 - 90 90 - 120 110 - 200

SA - Adelaide65 80 90 130

60 - 70 70 - 90 80 - 110 110 - 150

WA - Perth72 80 100 130

60 - 75 75 - 90 80 - 120 110 - 150

ACT - Canberra52 55 80 120

45 - 65 50 - 65 70 - 85 110 - 150

TAS - Hobart/Launceston55 75 90 150

50 - 60 60 - 90 75 - 100 110 - 200

NT - Darwin72 80 100 130

60 - 75 70 - 90 80 - 120 110 - 150

NZ - Auckland60 70 80 125

55 - 65 60 - 75 70 - 90 90 - 140

NZ - Christchurch/Wellington55 60 70 110

45 - 65 50 - 75 65 - 90 90 - 130


BANKING

NOTES:




RESIDENTIAL LENDING

Mortgage

Assessor

/Credit Analyst

Senior

Mortgage

Assessor

/Credit Analyst

Mobile

Lending

Manager

Senior

Manager

NSW - Sydney60 68 70 110

55 - 65 65 - 70 65 - 80 90 - 120


50 - 65 60 - 75 65 - 80 85 - 120


55 - 65 55 - 80 60 - 80 100 - 140


45 - 55 55 - 65 65 - 85 85 - 100

WA - Perth60 70 75 135

52 - 65 60 - 75 70 - 85 120 - 140


50 - 60 55 - 65 60 - 90 85 - 100


45 - 52 55 - 65 60 - 90 85 - 100

NT - Darwin60 70 80 135

52 - 65 60 - 75 65 - 85 120 - 140


45 - 55 55 - 70 60 - 90 70 - 100


38 - 50 45 - 60 55 - 90 70 - 95

CORPORATE & COMMERCIAL LENDING

Assistant

Relationship

Manager

Relationship

Manager

Senior

Relationship

Manager

Executive

Manager State Manager

Business

Development

Manager

NSW - Sydney70 110 130 165 210 130

65 - 75 95 - 120 120 - 150 150 - 180 180 - 240 120 - 160

VIC - Melbourne70 110 130 160 200 120

60 - 78 95 - 120 120 - 140 150 - 180 150 - 220 110 - 150

QLD - Brisbane, Gold Coast & Sunshine Coast75 110 130 160 220 140

65 - 80 90 - 130 110 - 150 150 - 180 200 - 240 120 - 155

SA - Adelaide70 85 120 135 175 120

60 - 70 75 - 90 100 - 130 120 - 140 130 - 180 100 - 130

WA - Perth70 110 150 165 220 140

60 - 85 90 - 120 120 - 160 150 - 200 195 - 240 125 - 180

ACT - Canberra70 90 115 120 150 120

60 - 85 60 - 110 90 - 120 100 - 150 140 - 200 100 - 150

TAS - Hobart/Launceston65 100 115 150 175 110

60 - 85 85 - 110 110 - 130 130 - 170 150 - 200 90 - 130

NT - Darwin70 85 120 135 175 120

60 - 70 70 - 85 100 - 130 120 - 140 130 - 180 100 - 130

NZ - Auckland62 80 95 120 140 110

60 - 65 70 - 90 80 - 110 90 - 150 120 - 165 80 - 120

NZ - Christchurch/Wellington60 70 80 100 130 100

53 - 65 65 - 80 75 - 100 90 - 140 90 - 150 80 - 105


BANKING

NOTES:




ASSET/AUTO FINANCE/FINANCE

Settlements

Offi cer Credit Analyst

Senior

Credit Analyst

Business

Development

Manager

Senior Business

Development

Manager

NSW - Sydney50 60 70 110 130

45 - 54 55 - 65 65 - 80 100 - 120 120 - 140


40 - 50 50 - 60 60 - 75 80 - 110 110 - 140


45 - 55 55 - 65 60 - 80 90 - 120 110 - 150

SA - Adelaide48 60 70 100 125

42 - 50 55 - 62 60 - 75 90 - 110 90 - 130

WA - Perth50 65 70 120 130

42 - 55 60 - 70 65 - 75 90 - 140 110 - 155

ACT - Canberra42 50 65 75 110

40 - 50 46 - 55 63 - 67 65 - 100 90 - 120


40 - 50 45 - 55 55 - 65 90 - 110 90 - 120

NT - Darwin50 65 70 120 130

42 - 55 60 - 70 65 - 75 90 - 140 110 - 155

NZ - Auckland50 60 68 90 110

45 - 55 55 - 65 58 - 75 80 - 110 90 - 125


40 - 60 50 - 65 60 - 80 70 - 90 75 - 100

RURAL LENDING

Assistant

Relationship

Manager

Lending/

Relationship

Manager

Senior/District

Relationship

Manager


60 - 70 75 - 100 120 - 150


55 - 65 70 - 90 110 - 145


60 - 80 80 - 110 135 - 170


58 - 70 60 - 90 110 - 145

WA - Perth70 100 150

65 - 85 90 - 120 130 - 175


55 - 65 75 - 95 90 - 120


55 - 75 85 - 110 110 - 130

NT - Darwin70 100 150

65 - 85 90 - 120 130 - 175


50 - 65 75 - 100 90 - 130


50 - 65 60 - 95 70 - 120


BANKING

NOTES:




SUPERANNUATION Administrator

Senior

Administrator Team Leader Fund Manager Manager

NSW - Sydney50 60 75 130 100

45 - 55 55 - 65 65 - 85 120 - 150 90 - 120

VIC - Melbourne45 55 70 130 100

40 - 50 50 - 60 65 - 80 100 - 140 80 - 120


45 - 55 55 - 65 65 - 80 100 - 160 80 - 120

SA - Adelaide46 55 70 120 110

40 - 50 44 - 55 60 - 75 100 - 125 80 - 120

WA - Perth50 55 70 130 100

45 - 55 50 - 65 60 - 80 110 - 140 90 - 110

ACT - Canberra40 42 64 100 75

35 - 45 40 - 45 58 - 72 90 - 110 65 - 90


35 - 45 40 - 50 50 - 70 90 - 110 65 - 90

NT - Darwin50 55 70 120 110

45 - 55 44 - 55 60 - 75 100 - 125 80 - 120

NZ - Auckland48 55 65 90 90

42 - 60 47 - 60 50 - 70 75 - 95 75 - 110


47 - 60 47 - 60 50 - 65 55 - 75 65 - 90

SUPERANNUATION ADMINISTRATION

(DEFINED BENEFIT)

Fund

Administrator

Senior

Administrator Team Leader

Administration

Manager Fund Manager

NSW - Sydney58 65 75 100 130

55 - 60 60 - 70 70 - 85 90 - 110 100 - 150


45 - 55 55 - 65 70 - 80 80 - 95 100 - 140


45 - 55 55 - 65 70 - 90 80 - 100 100 - 160

SA - Adelaide45 55 77 100 130

38 - 48 45 - 55 65 - 85 80 - 120 120 - 150

WA - Perth50 55 75 90 130

45 - 55 50 - 60 65 - 85 80 - 110 120 - 150

ACT - Canberra45 50 55 80 100

38 - 50 48 - 52 53 - 58 75 - 85 90 - 120


38 - 50 45 - 55 50 - 70 70 - 85 90 - 110

NT - Darwin50 55 77 100 130

45 - 55 45 - 55 65 - 85 80 - 120 120 - 150

NZ - Auckland45 55 62 85 100

40 - 50 48 - 60 55 - 70 70 - 100 85 - 110


37 - 45 38 - 50 47 - 60 60 - 85 85 - 110


BANKING

NOTES:




SUPERANNUATION CLIENT SERVICES

Call Centre

Member Services

Senior Member

Services

Senior Member

Services

Team Leader

Team Leader

Call Centre

Manager

Call Centre

Manager

NSW - Sydney45 55 75 85 100

40 - 50 50 - 60 65 - 80 75 - 90 90 - 110


40 - 50 50 - 55 65 - 80 70 - 85 80 - 95


40 - 50 50 - 60 65 - 80 65 - 85 80 - 110

SA - Adelaide46 50 65 75 110

40 - 50 44 - 52 60 - 70 65 - 87 80 - 120

WA - Perth50 58 70 80 110

45 - 55 50 - 60 65 - 75 75 - 90 100 - 120

ACT - Canberra35 37 50 60 80

33 - 36 35 - 38 45 - 55 50 - 65 70 - 85


35 - 45 38 - 48 55 - 65 55 - 75 70 - 100

NT - Darwin50 58 70 80 110

45 - 55 50 - 60 65 - 75 75 - 90 100 - 120

NZ - Auckland42 52 65 70 90

38 - 45 46 - 58 53 - 70 55 - 80 80 - 110


35 - 45 40 - 55 45 - 60 55 - 75 80 - 110

FUNDS MANAGEMENT Administrator

Senior

Administrator Manager

Business

Development

Manager General Manager

NSW - Sydney55 65 100 110 160

50 - 60 55 - 70 85 - 120 100 - 120 140 - 170

VIC - Melbourne50 60 90 110 160

45 - 50 50 - 65 80 - 100 90 - 120 140 - 170


45 - 55 55 - 65 80 - 100 110 - 130 140 - 170

SA - Adelaide50 55 80 100 130

38 - 55 42 - 52 65 - 85 80 - 120 110 - 150

WA - Perth50 55 85 120 150

45 - 50 50 - 60 80 - 100 110 - 130 140 - 160

ACT - Canberra48 55 80 100 110

40 - 52 45 - 62 75 - 95 80 - 120 100 - 120


35 - 45 40 - 50 55 - 75 90 - 130 100 - 150

NT - Darwin50 55 85 120 150

38 - 55 42 - 52 80 - 100 110 - 130 140 - 160

NZ - Auckland50 55 85 90 130

45 - 55 42 - 65 70 - 105 85 - 120 110 - 150


38 - 48 38 - 52 50 - 75 65 - 90 90 - 120


BANKING

NOTES:




FUNDS MANAGEMENT

Settlements

Offi cer

Senior

Settlements

Offi cer Supervisor Unit Registry Unit Pricing

NSW - Sydney55 60 80 55 60

50 - 60 55 - 65 70 - 85 50 - 60 55 - 65


45 - 55 55 - 65 60 - 75 45 - 55 45 - 55


45 - 55 55 - 65 65 - 75 45 - 58 45 - 55

SA - Adelaide50 55 66 50 55

42 - 50 45 - 52 50 - 70 38 - 48 50 - 60

WA - Perth55 60 75 47 55

50 - 60 55 - 65 70 - 80 45 - 50 49 - 60

ACT - Canberra45 50 60 50 55

42 - 50 45 - 52 55 - 65 45 - 55 49 - 60


42 - 50 45 - 52 55 - 65 45 - 55 49 - 60

NT - Darwin55 60 75 50 55

50 - 60 55 - 65 70 - 80 38 - 48 50 - 60

NZ - Auckland50 55 60 47 52

43 - 53 45 - 60 50 - 75 40 - 50 45 - 60


38 - 47 40 - 53 46 - 60 36 - 44 45 - 60

Client Services

Offi cer

Senior Client

Services Offi cer

Client Services

Supervisor


45 - 55 55 - 65 65 - 75


45 - 55 50 - 65 65 - 75


45 - 60 55 - 65 65 - 75


45 - 60 55 - 65 60 - 75

WA - Perth50 55 70

45 - 52 50 - 60 60 - 75


45 - 55 48 - 58 50 - 75


40 - 50 45 - 55 50 - 60

NT - Darwin50 60 70

45 - 60 55 - 65 60 - 75


40 - 50 48 - 60 55 - 70


38 - 48 45 - 55 55 - 70


BANKING

NOTES:




TREASURY OPERATIONS

MONEY MARKET/FX/FIXED INTEREST

SETTLEMENTS/DERIVATIVES/CAPITAL MARKET Offi cer Senior Offi cer Supervisor Manager Senior Manager

NSW - Sydney55 65 70 90 125

45 - 60 60 - 70 65 - 80 85 - 100 110 - 140


45 - 60 55 - 65 68 - 80 80 - 100 100 - 130


45 - 58 55 - 65 65 - 75 80 - 100 120 - 160

SA - Adelaide50 60 70 90 120

40 - 50 50 - 60 50 - 70 70 - 95 75 - 120

WA - Perth47 55 65 87 130

45 - 50 50 - 60 55 - 75 65 - 105 110 - 150

ACT - Canberra45 50 50 70 90

40 - 50 45 - 55 49 - 58 68 - 78 80 - 95


40 - 50 45 - 55 50 - 60 60 - 75 80 - 110

NT - Darwin50 60 70 90 120

40 - 50 50 - 60 50 - 70 70 - 95 75 - 120

NZ - Auckland50 60 65 75 100

40 - 55 48 - 65 55 - 70 60 - 85 80 - 130


45 - 60 50 - 65 50 - 65 55 - 85 90 - 120

FINANCIAL MARKETS

Settlements

Offi cer Senior Offi cer Supervisor Manager

Corporate

Actions Offi cer

NSW - Sydney55 65 75 95 70

50 - 60 60 - 70 70 - 80 80 - 120 65 - 75


45 - 55 60 - 65 55 - 72 75 - 100 48 - 65


50 - 60 60 - 70 70 - 80 80 - 100 55 - 65

SA - Adelaide45 55 66 85 55

42 - 52 45 - 55 50 - 70 70 - 90 40 - 55

WA - Perth52 58 65 85 60

48 - 55 50 - 60 55 - 75 70 - 100 55 - 70

ACT - Canberra45 50 66 80 43

42 - 52 42 - 52 50 - 70 70 - 90 38 - 45


40 - 50 45 - 55 55 - 70 65 - 90 45 - 60

NT - Darwin52 58 65 85 60

48 - 55 50 - 60 55 - 75 70 - 100 55 - 70

NZ - Auckland46 55 65 75 50

40 - 52 45 - 60 55 - 75 65 - 85 40 - 55


40 - 52 50 - 60 55 - 65 60 - 85 40 - 55


BANKING

NOTES:




FINANCIAL MARKETS/

MARGIN LENDING Client Services Support

Business

Development


55 - 65 45 - 55 100 - 120


45 - 55 45 - 55 75 - 120


50 - 60 40 - 55 90 - 130


42 - 52 42 - 50 70 - 100

WA - Perth50 47 100

47 - 52 45 - 50 80 - 120


45 - 55 38 - 46 65 - 75


40 - 50 40 - 50 75 - 100


42 - 52 42 - 50 70 - 100


45 - 53 35 - 48 80 - 110


40 - 50 35 - 45 80 - 95

TRADE FINANCE Processing Offi cer

Senior

Processing Offi cer Team Leader Manager

NSW - Sydney50 55 70 100

45 - 55 50 - 60 65 - 75 80 - 110


40 - 47 45 - 55 50 - 65 80 - 120


40 - 48 48 - 58 60 - 80 80 - 120


38 - 47 42 - 52 55 - 66 70 - 85

WA - Perth52 55 65 100

50 - 55 55 - 65 60 - 70 80 - 110


38 - 47 42 - 52 45 - 50 65 - 75


35 - 42 38 - 45 45 - 55 60 - 80

NT - Darwin52 55 65 100

50 - 55 55 - 65 60 - 70 80 - 110


37 - 45 39 - 50 50 - 65 67.5 - 85


36 - 47 42 - 49 45 - 60 65 - 85


BANKING

NOTES:




• Financial planner (qualifi ed) salaries are exclusive of a bonus

* Education costs and performance based bonuses may also be included on top of base salaries shown

FINANCIAL PLANNING Para Planner

Senior

Para Planner

(Qualifi ed)

Associate

Financial Planner

Financial Planner

(Qualifi ed) Client Services

NSW - Sydney65 80 65 100 55

60 - 70 75 - 90 60 - 75 90 - 110 52 - 60


50 - 65 55 - 80 50 - 70 70 - 110 45 - 55


50 - 75 75 - 90 55 - 75 75 - 105 49 - 60

SA - Adelaide70 75 75 110 55

65 - 74 70 - 85 70 - 80 95 - 120 45 - 55

WA - Perth65 80 75 100 60

60 - 70 70 - 90 70 - 85 80 - 120 50 - 70

ACT - Canberra60 75 70 100 55

40 - 75 70 - 90 60 - 80 70 - 120 50 - 60


45 - 65 55 - 75 50 - 70 70 - 110 45 - 55

NT - Darwin68 75 75 110 60

58 - 70 70 - 85 55 - 65 70 - 100 50 - 70

NZ - Auckland55 70 68 95 60

50 - 65 55 - 80 60 - 75 80 - 120 55 - 65


43 - 60 53 - 70 60 - 70 80 - 110 55 - 65

Financial Planner

(Qualifi ed -

Banking Ind.)*

Practice

Development

Manager*

Dealership

Manager*

Adviser

Assistant*

NSW - Sydney90 140 190 55

80 - 120 120 - 180 170 - 210 50 - 60


80 - 120 110 - 170 130 - 200 40 - 55


70 - 120 120 - 170 150 - 230 45 - 60

SA - Adelaide100 130 165 55

85 - 120 110 - 150 130 - 170 48 - 55

WA - Perth90 130 180 60

70 - 120 110 - 155 170 - 200 50 - 70


75 - 120 80 - 130 90 - 130 50 - 60


75 - 120 90 - 130 90 - 130 40 - 45

NT - Darwin100 130 180 60

85 - 120 110 - 150 170 - 200 50 - 70


80 - 110 85 - 125 110 - 160 45 - 55


80 - 100 80 - 105 110 - 160 45 - 55


BANKING

NOTES:




TRANSACTIONAL BANKING

Relationship

Manager

Senior

Relationship

Manager

Transaction

Banking

Managers

Senior

Transaction

Banking

Managers

Implementation

Managers

Transaction

Banking BDMs

NSW - Sydney110 140 110 130 110 130

100 - 140 130 - 150 90 - 120 120 - 140 90 - 120 110 - 140

VIC - Melbourne100 120 110 130 110 130

85 - 115 110 - 130 90 - 120 120 - 140 90 - 120 110 - 140

QLD - Brisbane, Gold Coast & Sunshine Coast100 120 100 130 110 130

90 - 120 110 - 140 90 - 110 120 - 140 95 - 120 110 - 140

SA - Adelaide75 85 90 110 110 120

65 - 80 70 - 85 85 - 95 100 - 120 95 - 115 110 - 125

WA - Perth90 125 110 130 110 130

80 - 120 110 - 130 90 - 120 120 - 140 90 - 120 110 - 140

ACT - Canberra65 75 90 110 100 110

55 - 75 65 - 85 85 - 95 100 - 120 95 - 105 100 - 120

TAS - Hobart/Launceston65 75 90 110 100 110

55 - 75 65 - 85 85 - 95 100 - 120 95 - 105 100 - 120

NT - Darwin90 125 110 130 100 120

80 - 120 110 - 130 90 - 120 120 - 140 90 - 110 110 - 130

NZ - Auckland75 90 80 90 120 95

60 - 90 70 - 110 70 - 110 80 - 120 90 - 140 70 - 130

NZ - Christchurch/Wellington75 85 80 90 100 90

60 - 90 70 - 100 70 - 110 80 - 120 90 - 120 70 - 120

PRIVATE BANKING

Assistant

Relationship

Manager

Relationship

Manager State Manager


70 - 100 90 - 120 120 - 180


60 - 70 90 - 110 180 - 220


65 - 80 90 - 110 130 - 150


60 - 75 70 - 85 100 - 130

WA - Perth70 120 150

60 - 80 90 - 130 120 - 180


60 - 75 80 - 110 90 - 120


50 - 65 90 - 120 110 - 140


55 - 65 70 - 100 100 - 160


60 - 70 70 - 105 90 - 140


50 - 65 70 - 110 90 - 140

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