Hays Salary Guide 2015

KEEP TRACK OF
THE TRENDS
INSIGHTS FROM
THE EXPERTS
The 2015 Hays Salary Guide:
Salary & Recruiting Trends
hays.com.au | hays.net.nz
OPPORTUNITIES FOR GROWTH
We are on the verge of a significant shift in our recruitment landscape. Last year
employers were conservative; there was a focus on cost savings, process
improvements, and temporary and contract roles. While cost savings remain a priority,
organisations are now poised to boost revenue growth. As a result were seeing rising
permanent vacancy activity, increased candidate movement and new skills shortages.
This will lift candidate confidence in the year to come and give employers access to
candidates leaving long-term employment in search of new opportunities.
Driving this change is a need for staff for the growing number
of residential and infrastructure projects (especially in NSW),
the expansion of sales teams to increase revenue, a need to
secure IT and marketing experts in response to emerging new
technology, the constant demand for healthcare services, and
the addition of people who can spot opportunities for
productivity and performance improvements.
Green shoots are even emerging in states and territories that
once relied heavily on the resources and mining industry.
Thanks to this, employers tell us that they will transition away from
high levels of temporary/contract roles back to more permanent
positions, which is a sure indication of employer confidence.
Until then, our advice to candidates is to focus on securing a

role where you can expand your skills base and take a step
forward. For employers with permanent hiring intentions, the
pressure will be on to find highly-skilled talent with the right
combination of technical skills and cultural fit, and then to
secure and retain them with a tailored offer.
With improved confidence, permanent vacancies increasing and
heightened staff turnover, why not talk to us when you next
need to access the most comprehensive, current and global
network of talent?
Nick Deligiannis
Managing Director, Hays Australia & New Zealand
While salaries will remain stable during this transition phase; in

the long-term we will start to see a broader pick-up in salaries.
2015 Hays Salary Guide | 3
MARKET OVERVIEW & TRENDS
36%
68%
OF EMPLOYERS WILL INCREASE PERMANENT STAFF LEVELS
SAID BUSINESS ACTIVITY WILL INCREASE IN THE NEXT 12 MONTHS

4 | 2015 Hays Salary Guide
EMPLOYERS EYE
HEADCOUNT GROWTH
ARE YOU READY?
This year as part of our Hays Salary Guide we surveyed
2,610 organisations, representing 2,891,747 employees, to
gather their views on salary policy, hiring intentions and
recruitment trends. As a group these employers have a
positive outlook, with permanent headcount increases
planned, exible working practices on offer and an
expectation that business activity will rise.
In contrast, the year behind us will be remembered for cost cutting and
doing more with less. Unsurprisingly then, 17% of employers did not increase
salaries in their last review. Like the previous nancial year (2013-14), those
who did receive a salary increase in 2014-15 found that their wallet was not
that much heavier. 56% of employers increased salaries by less than 3%,
while 22% gave increases between 3 and 6%. Just 5% of employers gave
increases of 6% or more.
This cost-consciousness will remain when it comes to salaries in the year
ahead, with 65% of employers intending to increase salaries by less than
3%. A further 19% will boost salaries between 3 and 6%, while just 3% will
increase by 6% or more. Employers in the professional services, advertising
& media, nancial services and IT & telecommunications industries are at the
front of the small pack offering these increases.
While candidates have higher hopes for their next salary increase, the
expectations of employees and employers are not that far apart that they
cant be bridged. One way to do this is through benets, which are offered
by 77% of our total employer group. Another is through exible work
practices, offered by 84% of employers.
Hiring intentions
While 15% of employers plan to decrease permanent headcount in the year
ahead, this will be absorbed more than twice over by the 36% who expect to
increase permanent staff levels. The IT department will lead this headcount
expansion, followed by project management, operational management,
marketing and sales.
In addition, 68% expect business activity to increase in the next 12 months,
while 62% have already seen an increase in business activity over the 12
months prior to the survey.
Candidates too are condent, with staff turnover increasing in 27% of organisations.
This willingness of candidates to change permanent jobs and of employers
to expand permanent headcount helps to explain why 45% of employers
expect to decrease their use of temporary/contract staff in the year ahead.
Emerging skills shortages

As the available candidate pool is absorbed into new and replacement
permanent roles, it is natural that skills shortages emerge. In the year ahead,
57% of employers think that skill shortages are likely to impact the effective
operation of their business or department.
Already were seeing shortages of certain skilled professionals. Of our total
employer group, 15% have recently found it difficult to recruit operations
staff at the entry to mid management level. Employers also report challenges
recruiting accountancy & nance (14%), technical (12%), sales & marketing
(also 12%), IT (10%) and engineering (9%) talent at this level.
Perhaps thats why 28% of employers said overtime levels had increased in
their organisation.
SALARY INCREASES
1. Average % increases from last reviews: across all industries
17% 56% 22% 4% 1%

Nil
Less than 3%
From 3% to 6%
From 6% to 10%
More than 10%
MARKET OVERVIEW & TRENDS: SALARY POLICY
For specic industries:

3
44
19
30
10
32
46
Professional Services
Advertising & Media

2
6
24
45
23
12
12
12
74
Public Sector
Construction, Property & Engineering

4
11
30
49
2
37
Financial Services
42
19
Resources & Mining

3
15
18
64
2
13
23
57
Retail
Hospitality, Travel & Entertainment

12
55
19
23
1
14
16
69
Transport & Distribution
IT & Telecommunications
21
14
58
Manufacturing
25
4
18
Other
59
19
SALARY INCREASES
2. When you next review, by what percentage do you intend to increase salaries? across all industries
13% 65% 19% 2% 1%

Nil
Less than 3%
From 3% to 6%
From 6% to 10%
More than 10%
26
59
30
56
Advertising & Media

32
18
61
16
1
12
11
76
Public Sector

32
8
57
30
1
36
51
12
Resources & Mining
Financial Services
1
12
17
70
21
10
71
16
Retail

22
9
65
22
13
71
16
11
10
71
Manufacturing
17
2
12
69
17
Other
CANDIDATE SALARY EXPECTATIONS
In a separate survey we also asked our candidates what their expected salary increases were
In your next review, what percentage increase do you expect to receive? across all industries
20% 47% 25% 5% 3%

Nil
Less than 3%
From 3% to 6%
From 6% to 10%
More than 10%
MARKET OVERVIEW & TRENDS: SALARY POLICY
10
56
34
16
44
28
Advertising & Media

3
26
40
23
12
25
46
31
20
56
24
12
Retail
32
34
Resources & Mining
46
22
17
39
Financial Services
15
69
Public Sector
15
11
30
43
29
28
2
17
62
Manufacturing
19
13
Other
46
36
BENEFITS
3. Does your company offer exible salary packaging?
77% 23%
YES
NO
Of those who answered yes, the following benets were indicated as being commonly offered to...
Car
All employees
More than 50%
Less than 50%
Few employees
13%
9%
25%
53%
Bonuses
25%
17%
21%
37%
Private health insurance
30%
5%
8%
57%
Parking
34%
13%
16%
37%
Salary sacrice
56%
8%
12%
24%
Above mandatory superannuation
38%
8%
10%
44%
Private expenses
13%
5%
13%
69%
Other
30%
8%
8%
54%
STAFFING
MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS
4. Over the last 12 months, have permanent staff levels in your department... across all departments
23%
40%
37%
Decreased
Remained the same
Increased
For specic departments:

17
52
31
Accountancy & Finance

29
36
Distribution
40
Engineering
26
36
38
24
34
42
Project Management
39
35
Human Resources
17
48
Operational Management
32
26
35
Marketing
35
28
17
32
Information Technology
28
48
24
Purchasing/Procurement
51
33
Sales
24
43
STAFFING
5. Over the coming year, do you expect permanent staff levels to... across all departments
15%
49%
36%
Decrease
Remain the same
Increase

10
64
26

14
57
29
38
20
38
42
28
38
34
Engineering
49
36
46
12
42
46
Project Management
14
Human Resources
10
52
Marketing
Distribution
15
10
53
33
44
16
48
36
Sales
6. If you expect staffing levels to increase, please specify how:
80%
Full time/
permanent staff
27%
20%
18%
Temporary/
contractors
Employment of
part-time staff
Employment
of casual staff
(through an employment
consultancy)
2%
Job sharing
(on your payroll)
2%
Mixture, other
(inc. overseas recruitment,
acquisitions)
Note: Multiple choices permitted.
STAFFING
7. How often do you employ temporary/contract staff? across all departments
33%
45%
22%
Exceptional
circumstances/never
Special projects/
workloads
Regular ongoing
basis

41
46
13

36
21
43
31
35
23
Engineering
41
28
46
31
Project Management
46
24
Human Resources
19
22
40
30
52
Marketing
Distribution
25
26
62
33
48
19
19
46
Sales
26
28
STAFFING
8. In the next 12 months, do you expect your use of temporary/contract staff to... across all departments
45%
32%
23%
Decrease
Remain the same
Increase

11
74
15

71
12
Distribution
57
21
20
70
55
11
57
32
Project Management
20
Human Resources
11
68
Engineering
10
36
Marketing
29
22
5 59
19
62
19
34
10
73
17
Sales
SKILL SHORTAGES
9a. Do you think that skill shortages are likely to impact the effective operation of your business/department?
43%
40%
17%
No
Yes - in a minor way
Yes - signicantly
9b. In skill-short areas, would you consider employing or sponsoring a qualied overseas candidate?
62% 38%
YES
NO
SKILL SHORTAGES
10a. For which areas have you recently found it difficult to recruit?
Junior to mid management:
15% 14% 12% 12%

OPERATIONS
ACCOUNTANCY
& FINANCE
TECHNICAL
SALES & MARKETING
Senior management:
9% 8% 7%
6%
OPERATIONS
SALES & MARKETING
TECHNICAL
ACCOUNTANCY
& FINANCE
10b. Other areas for which you have recently found it difficult to recruit?
Junior to mid
management
Senior
management
Junior to mid
management
Senior
management
Distribution
3%
1%
IT
10%
6%
Engineering
9%
7%
Purchasing
3%
1%
Human Resources
4%
3%
Other
11%
5%
WORK PRACTICES
11. Does your workplace allow for exible work practices?
84% 16%
YES
NO
12. If yes, which practices do you currently offer?*
79%
74%
58%
36%
Flexible working
hours
30%
Job sharing
Part time
employment
Flex-place
20%
15%
Career breaks
Phased retirement
Flexible leave options
*Multiple choices permitted.
13. Has overtime/extra hours in your organisation over the last 12 months...
11%
61%
28%
Decreased
Remained the same
Increased
If increased, by how much?

5 hours or less
Between 5-10 hours
More than 10 hours
Per Week
33%
34%
11%
Month End
13%
19%
28%
Year End
7%
9%
40%
WORK PRACTICES
14. For non-award staff in your organisation, is overtime/extra hours worked...
$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
62%
38%
Unpaid
Paid
15. Is it your policy to counter-offer staff when they resign?
64%
35%
1%
No
Sometimes
Yes
Of those you counter-offered, on average, did they....
43%
Leave anyway
33%
Stay longer than
12 months
19%
5%
Stay
3-12 months
Stay less than

3 months
16. Over the last 12 months has your staff turnover rate:
18%
55%
27%
Decreased
Remained the same
Increased
DIVERSITY
17. Does your organisation have a diversity policy for hiring new staff?
57% 43%
YES
NO
If yes, do you think the people who hire in your organisation generally adhere to it?
87% 13%
YES
NO
EMPLOYER BRANDING
18. How important do you think the following factors are for an employer brand and how well do you think
your organisation is perceived on the same criteria?
Level of importance
No impact
Minor impact
Some impact
Signicant impact
Major impact
Organisational perception
Poor
Okay
Good
Very Good
Excellent
1 3 15
43
3 17
38
41
30
Career path/training & development
2 3 15
37
3 11
43
28
37
21
An individuals t with the companys vision, culture and values
2 8
3 9
34
39
34
17
42
12
Peoples direct/indirect experience of the company
1 3 20
51
3 14
25
40
36
Salary and benets
1 3 16
3 13
44
33
36
37
14
Work/life balance
ECONOMIC OUTLOOK
19. In the past 12 months, has business activity...
17%
21%
62%
Decreased
Remained the same
Increased
MARKET OVERVIEW & TRENDS: ECONOMIC OUTLOOK
20. In the next 12 months, do you envisage business activity: across all industries
9%
23%
68%
Decreasing
Remaining the same
Increasing
5 21
71
5 24
74
Advertising & Media
10
26
64
67
24
Public Sector
3
16
28
81
37
35
Financial Services
Resources & Mining
6 6 88
25
68
Retail
3
18
19
79
66
15
10
6 21
28
62
Manufacturing
Other
73
ECONOMIC OUTLOOK
21. What are the key factors driving your business activity?
No
impact
Some
impact
Signicant
impact
Interest rates
52
39
Currency/forex rates
52
33
Consumer/business condence
18
Capex investments
43
Projects driven by government
28
Current economic conditions
42
9
15
40
30
35
38
27
37
55
22. Do you see the general outlook for the economy in the forthcoming 6-12* months as...
$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
22%
51%
27%
Weakening
Static
Strengthening
*This data was collected during March 2015.
HOW TO
NAVIGATE
THIS GUIDE
Using our salary tables
Salaries are in 000. The bold number represents the typical salary. The
number(s) underneath represent the salary range. Refer to the notes
section under the salary table to determine if superannuation or other
benefits are included. All salaries are represented in local currencies.
Head of HR/HR Director
SALARY INFORMATION: SALARIES & SECTOR OVERVIEWS
Sydney
250
150 - 320
Typical salary
Salary range
The complete Hays 2015 Salary Guide is available as an app free to download
from iTunes. Search over 1,000 salaries and find offices in your area.
EDUCATION
AUSTRALIA
In the last 12 months, there has been little
salary movement in public schools. As a
result many experienced teachers have
moved to better-paid roles in private and
independent schools, which pay teachers
upwards of $10,000 more and offer
attractive allowances for extracurricular
activities and leadership development.
In addition, independent schools provide
teachers with greater access to leadership
roles as they are not as bound by the red
tape seen in the public sector so can
create roles as the need arises.
Many experienced
teachers have moved to
better-paid roles in private
and independent schools.
SALARY INFORMATION: EDUCATION
Elsewhere in education, a clear salary

discrepancy continues to exist between
the schools and early childhood sectors.
Salary and other factors are driving many
qualified Early Childhood Teachers (ECTs)
to prioritise looking for work in an already
flooded primary school market. This trend
has only worsened the existing ECT
shortage. We note that candidate
shortages extend beyond ECTs to other
roles at all levels including Cooks.
Exceptional early childhood candidates
can dictate higher salaries in this
candidate short and fluid market - a key
factor to consider when recruiting an
early childhood position. However, while
employers are willing to pay above award
salaries to attract staff they prefer to use
non-salary tactics to retain them, such as
career development opportunities, better
staff management practices and more
desirable working environments.
The reason is that the financial focus for

early childhood employers is on viability
and profitability, which sees them
investing in facilities and educational
resources rather than increasing salaries.
However, ever increasing childcare
regulations has resulted in more
leadership opportunities so savvy
candidates are achieving a higher salary
by applying for a more senior role.
In the vocational sector were also seeing
salary movement driven by a boost in
government funding and the rapid growth
of private education providers.
In a final trend of note, salary sacrificing
remains a popular option for those
employed in the public and not-for-profit
sectors as a way of boosting their
personal bottom lines.
SCHOOLS
Principal
Deputy Principal Director of Study Head of Department Teacher
Australia - Government Schools
97 - 160
97 - 117
95 - 105
95 - 105
60 - 96
Australia - Non-Government Schools
140 - 400
120 - 150
130 - 150
105 - 120
70 - 110
VOCATIONAL EDUCATION AND TRAINING Tutor
Educator/
VET Teacher
Head of Faculty/ Director of

Head Teacher
Studies
Manager/
Principal
Australia
42 - 65
52 - 92
70 - 125
75 - 180
EARLY CHILDHOOD
Area Manager
Director
Director
(Degree Qualied) (Diploma Qualified)
Australia
70 - 140
60 - 95
70 - 140
50 - 75
Early Childhood Diploma Trained Certicate 111

Teacher
Childcare Worker Childcare Worker Cook
Australia
NOTES:
All salaries are base salary excluding superannuation
50 - 80
40 - 60
39 - 45
33 - 50
HEALTHCARE
AUSTRALIA
Australias aged care sector continues to
undergo major structural changes with
the overall number of facilities increasing,
which is creating demand for additional
staff at all levels.
In the private sector, a number of aged
care providers are expanding either by
developing new facilities or acquiring
additional facilities.
Clinical Care Coordinators/Managers are in
incredibly high demand as employers
balance the pressures of promoting
Registered Nurses (RN) into these roles with
the desire of employees to move up into
Director of Nursing/Facility Manager roles.
demand will include those with high-level

disability support experience able to fill
management roles. Overall, despite the
increased demand for staff, salaries are
expected to remain at current levels.
With major changes to the funding of
social care programs and many up for
review this year, roles in this market will
be subject to flux. For example, the
Asylum Seeker and Refugee programs
were reorganised at the end of 2014.
Staffing requirements are expected to
continue and focus mainly on locums.
At the RN level there is a shortage of

people looking to move into aged care to
fill the increasing number of vacancies
being created. Graduating nurses prefer
to work in an acute care environment.
the Registered Nurse

levelAtthere
is a shortage
of people looking to
move into aged care.
SALARY INFORMATION: HEALTHCARE
Recruiting Physiotherapists for aged care

providers in outer suburban and regional
locations is also a challenge. Outsourcing
has been one strategy used by aged care
providers to overcome the shortage. This
spike in demand is expected to continue as
the industry moves towards consumerdirected care models. The same can be said
for other allied health professionals such as
Occupational Therapists and Podiatrists.
Midwives remain in demand the world
over and Australia is no different. In
Western Australia and the Northern
Territory finding staff for remote locations
is a particular challenge. Attractive
salaries are being used to secure staff but
retention remains an issue.
In the disability services sector, it was
envisaged that the National Disability
Insurance Scheme (NDIS) would
significantly impact staffing in 2014. While
the full NDIS roll out is yet to happen,
when it does intense competition is
expected amongst employers for Social
Workers at all levels. Candidates in
HEALTHCARE
Nursing Professionals
NURSING PROFESSIONALS AGED CARE
Registered
Enrolled Nurse Nurse
Clinical Care
Coordinator/
Nurse Unit
Care Manager/ DON/Facility Executive
Manager
DDON
Manager
DON
NSW - Sydney
45 - 65
60 - 80
70 - 95
75 - 100
95 - 140
140 - 170
ACT - Canberra
45 - 65
60 - 80
70 - 95
75 - 100
95 - 140
140 - 170
NT - Darwin
50 - 60
60 - 70
70 - 80
80 - 100
100 - 120
120 - 150
WA - Perth
50 - 85
60 - 90
70 - 95
75 - 110
90 - 140
130 - 160
VIC - Melbourne
50 - 65
55 - 90
75 - 95
80 - 110
90 - 140
130 - 160
QLD - Regional
55 - 75
60 - 90
75 - 90
93 - 110
100 - 140
130 - 160
TAS - Hobart
49 - 65
55 - 75
65 - 80
85 - 95
90 - 110
120 - 170
SA - Adelaide
48 - 60
57 - 80
85 - 95
97 - 108
110 - 130
120 - 165
Quality
ACFI Manager Manager
Lifestyle
Assistant
Lifestyle
Manager
Nurse
Educator
NSW - Sydney
90 - 110
120 - 130
45 - 60
75 - 100
70 - 95
ACT - Canberra
90 - 110
120 - 130
45 - 60
75 - 100
70 - 95
NT - Darwin
70 - 80
80 - 90
55 - 65
65 - 70
65 - 90
WA - Perth
90 - 110
75 - 125
45 - 60
60 - 80
65 - 97
VIC - Melbourne
95 - 105
95 - 130
40 - 60
75 - 95
80 - 110
QLD - Regional
70 - 85
75 - 90
50 - 60
80 - 100
80 - 95
TAS - Hobart
85 - 105
85 - 100
38 - 55
65 - 80
80 - 110
SA - Adelaide
95 - 108
96 - 108
38 - 55
65 -80
96 - 108
NURSING PROFESSIONALS
NON-AGED CARE
Enrolled
Nurse
Registered
Nurse/
Midwife
Clinical
Clinical Manager/Clinical
Nurse/
Services Coordinator/
Midwife/ACSC Education Facilitator
NSW - Sydney
45 - 65
55 - 70
70 - 85
80 - 95
ACT - Canberra
45 - 65
55 - 70
70 - 85
80 - 95
NT - Darwin
50 - 60
60 - 70
70 - 80
80 - 90
WA - Perth
50 - 76
50 -76
55 - 80
65 - 95
VIC - Melbourne
47 - 63
54 - 86
73 - 78
78 - 99
QLD - Regional
55 - 65
60 - 80
80 - 90
90 - 100
TAS - Hobart
50 - 58
50 - 70
70 - 80
80 - 90
SA - Adelaide
48 - 60
57 - 80
66 - 86
96 - 102
NOTES:
Above salaries exclude superannuation, bonuses, on-call, or penalty rates
HEALTHCARE
Nursing Professionals
NURSING PROFESSIONALS
NON-AGED CARE
Advanced Clinical Service Coordinator/

Clinical Practice Consultant
Director of Nursing/
Midwifery
Practice Nurse
NSW - Sydney
90 - 110
110 - 150
60 - 85
ACT - Canberra
90 - 110
110 - 150
60 - 85
NT - Darwin
90 - 100
100 - 110
110 - 120
WA - Perth
75 - 105
85 - 135
65 - 85
VIC - Melbourne
88 - 114
90 - 140
85 - 95
QLD - Regional
100 - 110
115 - 145
55 - 65
TAS - Hobart
90 - 100
100 - 110
50 - 70
SA - Adelaide
101 - 108
110 - 160
56 - 73
NOTES:
Medical Imaging Specialists
Australia
Australia
Australia
Radiographer
1-3 yrs
Radiographer
3-5 yrs
Radiographer
5-10 yrs
Radiographer
10+ yrs
54 - 65
65 - 78
75 - 110
110 - 135
Sonographer
1-3 yrs
Sonographer
3-5 yrs
Sonographer
5-10 yrs
Sonographer
10+ yrs
60 - 70
70 - 90
90 - 130
120 - 150
Mammographer
1-3 yrs
Mammographer
3-5 yrs
Mammographer
5-10 yrs
Mammographer
10+ yrs
50 - 62
60 - 75
73 - 90
85 - 120
NOTES:
HEALTHCARE
Social Care & Psychology
SOCIAL/COMMUNITY SERVICES
Support Worker Case Worker
Social Worker
Team Leader/
Program
Coordinator
NSW - Sydney
40 - 50
50 - 60
60 - 85
60 - 85
ACT - Canberra
40 - 50
50 - 60
60 - 85
60 - 85
NT - Darwin
45 - 55
55 - 65
65 - 70
65 - 70
WA - Perth
45 - 50
50 - 55
65 - 75
65 - 85
VIC - Melbourne
40 - 50
50 - 60
55 - 70
65 - 75
QLD - Regional
35 - 50
40 - 55
55 - 65
60 - 75
TAS - Hobart
35 - 47
40 - 50
55 - 60
60 - 70
SA - Adelaide
34 - 45
45 - 65
50 - 70
48 - 60
Program
Manager
Program
Director
NSW - Sydney
75 - 95
90+
ACT - Canberra
75 - 95
90+
NT - Darwin
70 - 90
90+
WA - Perth
70 - 90
90+
VIC - Melbourne
75 - 90
90+
QLD - Regional
70 - 85
90+
TAS - Hobart
70 - 80
80 - 90
SA - Adelaide
55 - 80
80 - 110
PSYCHOLOGISTS
Graduate
Counsellor
Psychologist
Senior
Psychologist
Clinical
Psychologist
NSW - Sydney
45 - 55
60 - 80
60 - 85
75 - 90
85 - 110
ACT - Canberra
45 - 55
60 - 80
60 - 85
75 - 90
85 - 110
NT - Darwin
40 - 50
45 - 65
70 - 85
80 - 95
90 - 110
WA - Perth
45 - 55
55 - 65
65 - 85
80 - 95
90 - 115
VIC - Melbourne
45 - 55
55 - 65
60 - 80
75 - 90
80 - 100
QLD - Regional
40 - 50
50 - 60
60 - 70
70 - 85
80 - 110
TAS - Hobart
40 - 49
45 - 50
55 - 75
74 - 85
75 - 95
SA - Adelaide
48 - 52
48 - 70
52 - 60
60 - 80
55 - 90
NOTES:
Salaries might vary for regional/remote roles
There are bandings for NFP under SCHADS and grades in
Government/Health
Salary packaging available for most NFP roles
HEALTHCARE
Allied Health Professionals
ALLIED HEALTH PROFESSIONALS
Occupational
Therapist
(Graduate)
Occupational
Therapist
Senior
Occupational
Therapist
Team Leader
Physiotherapist
(Graduate)
NSW - Sydney
50 - 57
55 - 75
70 - 85
80 - 95
50 - 57
ACT - Canberra
50 - 57
55 - 75
70 - 85
80 - 95
50 - 57
NT - Darwin
55 - 65
65 - 75
75 - 85
85 - 95
50 - 57
WA - Perth
50 - 55
55 - 65
70 - 80
85 - 95
55 - 60
VIC - Melbourne
50 - 57
55 - 75
70 - 85
80 - 90
50 - 57
QLD - Regional
45 - 50
58 - 65
65 - 75
80 - 95
45 - 50
TAS - Hobart
42 - 50
55 - 65
65 - 70
75 - 85
36 - 45
SA - Adelaide
48 - 55
55 - 65
65 - 75
70 - 80
48 - 55
Senior
Physiotherapist Physiotherapist Team Leader
Speech
Pathologist
(Graduate)
Speech
Pathologist
NSW - Sydney
55 - 75
70 - 90
80 - 95
50 - 57
55 - 70
ACT - Canberra
55 - 75
70 - 90
80 - 95
50 - 57
55 - 70
NT - Darwin
55 - 70
70 - 80
80 - 90
45 - 55
56 - 65
WA - Perth
60 - 70
70 - 85
86 - 96
45 - 50
50 - 65
VIC - Melbourne
55 - 75
70 - 85
80 - 95
45 - 55
55 - 70
QLD - Regional
55 - 70
70 - 80
85 - 95
50 - 55
60 - 70
TAS - Hobart
50 - 60
60 - 70
70 - 80
50 - 55
60 - 65
SA - Adelaide
50 - 65
55 - 70
65 - 80
48 - 55
55 - 70
Senior Speech
Pathologist
Team Leader
Diversional
Therapist
(Graduate)
Diversional
Therapist
NSW - Sydney
70 - 80
75 - 90
45 - 50
50 - 60
ACT - Canberra
70 - 80
75 - 90
45 - 50
50 - 60
NT - Darwin
65 - 75
75 - 85
40 - 45
45 - 55
WA - Perth
60 - 75
75 - 90
40 - 45
45 - 55
VIC - Melbourne
70 - 80
75 - 90
45 - 50
55 - 60
QLD - Regional
65 - 80
80 - 90
40 - 45
45 - 55
TAS - Hobart
65 - 70
75 - 85
42 - 46
48 - 55
SA - Adelaide
65 - 75
65 - 80
40 - 48
48 - 55
NOTES:
LIFE SCIENCES
Recruitment in Australias life sciences

sector remained stable over the last year
despite tough business conditions.
Predictions for the next 12 months are
positive with most companies projecting
sales growth. Factors driving confidence
include our aging population, which is
increasing demand for treatments for
chronic and lifestyle diseases, as well as
technological advances, growing
consumer wealth and economic
confidence. Life sciences is operating in
an era of significant transformation. The
challenge ahead is how companies will
adapt and build capability around
operating more commercially,
transparently, efficiently and effectively.
Companies continue to be buffeted by

blockbuster drug patent expirations, and
a rapid increase in competition for
candidates from generics organisations.
Business Development Managers and
Senior Regulatory Affairs Associates are
also in demand.
The loss of revenue from blockbuster
patent expirations and rising demand for
generic drugs is also driving high merger
and acquisitions activity. Over the past
year the sector has witnessed some of the
most notable and sizable deals on record.
Subsequent restructures have resulted in
both redundancies and the addition of
newly created jobs.
are positive
withPredictions
most companies
projecting sales growth.
Sydney
Melbourne
Sydney
Melbourne
We continue to see rapid growth from

smaller companies and recent market
entrants resulting in newly created roles
in medical and regulatory affairs, sales
and marketing.
Salaries have mostly remained stable,
with S/CRAs in the CRO space seeing the
biggest uplift due to the shortage of
suitable candidates.
Globally, the clinical trials industry has

seen tremendous growth over the last
decade and more trials have been
awarded to Australia in the last 12 months.
This has resulted in demand for strong
Senior Clinical Research Associates and
Clinical Research Associates (S/CRAs)
with independent multisite monitoring
experience. However demand for such
The business environment remains

competitive but at the same time
organisations are adopting a more
personalised and transparent approach,
which is creating demand for Medical
Affairs professionals. Medical Science
OPERATIONS
candidates continues to outstrip supply.

We have also seen an increase in the
co-sourced model with companies
outsourcing their clinical teams to CROs
but still wishing to retain a level of control
over quality, collaboration and cross
functional opportunities.
Clinical Trial
Administrator CRA
55
50 - 60
55
50 - 60
72
60 - 80
72
60 - 80
Senior CRA
Lead/
Principal
CRA
Clinical
Team
Manager
Clinical
Project
Manager
85
80 - 95
85
80 - 95
100
90 - 110
100
90 - 110
115
105 - 125
115
105 - 125
120
115 - 130
120
115 - 130
Senior Clinical Clinical

Project
Operations
Manager
Manager
Clinical
Director/Head Clinical Data
of Clinical
Manager
Statistician
140
120 - 170
140
120 - 170
200
180 - 220
200
180 - 220
110
80 - 130
110
80 - 130
140
120 - 170
140
120 - 170
100
80 - 120
100
80 - 120
NOTES:
All salaries shown exclude superannuation, car allowance and
any other benets
SALARY INFORMATION: LIFE SCIENCES
Liaisons with good therapy area

knowledge as well as strong soft skills,
such as superior communication,
relationship building and public speaking,
are in particularly short supply.
AUSTRALIA
LIFE SCIENCES
OPERATIONS
Sydney
Melbourne
Sydney
Melbourne
Sydney
Melbourne
Sydney
Melbourne
Sydney
Melbourne
Sydney
Melbourne
Sydney
Melbourne
Regulatory
Affairs
Assistant
Regulatory
Affairs
Associate
Snr RegulatoryRegulatory
Affairs
Project
Associate
Manager
Regulatory
Affairs
Manager
Head of
Regulatory
Affairs
64
57 - 68
61
55 - 64
75
68 - 85
72
65 - 80
100
85 - 120
95
80 - 110
110
105 - 125
105
105 - 115
130
120 - 140
125
120 - 135
175
140 - 200
165
140 - 180
Drug Safety
Associate
Senior Drug
Safety
Associate
Drug Safety
Manager
Medical
Head of Drug
Information
Safety
Medical Writer Associate
85
70 - 90
80
70 - 85
100
80 - 110
90
80 - 100
120
110 - 145
115
105 - 140
165
145 - 175
155
140 - 170
Melbourne
Senior Medical Medical

Services
Information
Associate
Manager
Medical
Science
Liaison
Medical
Science Liaison
Manager
105
85 - 120
100
80 - 110
90
80 - 95
85
78 - 90
105
90 - 120
100
90 - 115
130
105 - 145
120
110 - 130
125
90 - 140
125
90 - 140
140
125 - 150
130
120 - 147
Medical
Manager
Medical
Advisor
Senior
Medical
Advisor
Medical
Director
Health
Economics
Associate
Senior Health
Economics
Associate
120
110 - 145
120
110 - 145
135
120 - 150
130
120 - 145
155
130 - 170
145
125 - 165
220
180 - 250
210
175 - 240
95
85 - 125
90
85 - 125
125
115 - 135
125
115 - 135
Health
Economics
Manager
Health Economics/
Market Access
Director
GP sales rep
Hospital
Specialist
Sales Rep
Medical
Device
Sales Rep
150
120 - 180
150
120 - 180
200
175 - 230
200
175 - 230
100
90 - 110
100
90 - 110
95
85 - 110
95
85 - 110
Regional/
State Sales
Manager
Business Unit
National Sales Manager/
Product
Manager
Sales Director Manager
Senior Product
Manager
130
110 - 140
130
110 - 140
160
140 - 190
160
140 - 190
190
160 - 220
190
160 - 220
110
95 - 130
110
95 - 130
140
120 - 160
140
120 - 160
Marketing
Manager
Marketing
Director
Quality
Assurance
Associate
Senior Quality Quality

Assurance
Assurance
Associate
Manager
150
130 - 175
150
130 - 175
180
175 - 220
180
175 - 220
65
55 - 75
60
50 - 70
83
70 - 95
80
70 - 90
80
70 - 90
80
70 - 90
58
50 - 65
53
45 - 60
75
65 - 85
72
62 - 82
100
90 - 110
95
85 - 105
TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN:

Additional super
Cash bonuses
Laptops
Health cover
Study assistance
Vehicle expenses
Interest free loans
Parking
Professional memberships
Car/car allowance
Share options in company
85
75 - 90
82
70 - 90
Senior Medical Medical

Information Services
Associate
Associate
Quality Control Senior Quality Quality Control Quality

Associate
Control Associate Manager
Director
Sydney
105
85 - 125
105
85 - 125
155
140 - 170
145
130 - 160
118
100 - 135
110
90 - 130
Validation
Engineer
Validation
Manager
83
70 - 95
80
70 - 90
128
115 - 140
118
105 - 130
NOTES:
All salaries shown exclude superannuation, car allowance and
any other benets
ABOUT US
Our passion lies in helping people
develop their professional careers,
in whatever sector they work;
this principle is what makes Hays the
worlds leading expert in powering the
world of work.
We believe that the right job can transform a persons
life and the right person can transform an organisation.
We have the depth of expertise and market insight to
offer advice to both clients and candidates.
Fuelled by energy and passion, we look beyond
skills and experience to nd the right cultural t.
This allows us to nd the right match that enables
individuals and organisations to ourish.
Working across a wide variety of specialist areas, we
have experts recruiting for professions from HR, legal
and accountancy & nance to information technology,
construction and life sciences, meaning we have the
breadth of expertise to nd the people you need.
Our extensive candidate database allows our
consultants to search millions of candidates globally
using Google search technology to nd the best
people in the fastest timeframe. In addition, our
exciting collaboration with LinkedIn provides real-time
data on the active candidate market, behavioural trend
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What trends are discussed regarding the job market?

What trends are discussed regarding the job market?

What advice is given to candidates?

What advice is given to candidates?

KEEP TRACK OF

OPPORTUNITIES FOR GROWTH

Until then, our advice to candidates is to focus on securing a

While salaries will remain stable during this transition phase; in

2015 Hays Salary Guide | 3

MARKET OVERVIEW & TRENDS

OF EMPLOYERS WILL INCREASE PERMANENT STAFF LEVELS

SAID BUSINESS ACTIVITY WILL INCREASE IN THE NEXT 12 MONTHS

Emerging skills shortages

2015 Hays Salary Guide | 5

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

17% 56% 22% 4% 1%

More than 10%

MARKET OVERVIEW & TRENDS: SALARY POLICY

For specic industries:

Advertising & Media

Construction, Property & Engineering

Resources & Mining

Hospitality, Travel & Entertainment

Transport & Distribution

6 | 2015 Hays Salary Guide

13% 65% 19% 2% 1%

More than 10%

For specic industries:

Advertising & Media

Construction, Property & Engineering

Resources & Mining

Hospitality, Travel & Entertainment

Transport & Distribution

2015 Hays Salary Guide | 7

CANDIDATE SALARY EXPECTATIONS

20% 47% 25% 5% 3%

More than 10%

MARKET OVERVIEW & TRENDS: SALARY POLICY

For specic industries:

Advertising & Media

Hospitality, Travel & Entertainment

Resources & Mining

Construction, Property & Engineering

Transport & Distribution

8 | 2015 Hays Salary Guide

3. Does your company offer exible salary packaging?

More than 50%

Less than 50%

Private health insurance

Above mandatory superannuation

2015 Hays Salary Guide | 9

MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS

Remained the same

For specic departments:

Accountancy & Finance

10 | 2015 Hays Salary Guide

Remain the same

For specic departments:

Accountancy & Finance

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