Hays salary guide 2014 australia new zealand

KEEP TRACK OF
THE TRENDS
INSIGHTS FROM
THE EXPERTS
The 2014 Hays Salary Guide: Salary & Recruiting Trends

GET READY
FOR THE HIRING
TURNAROUNDRecent 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: salaryguide@hays.com.au
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
MARKETOVERVIEW&TRENDS
THE SKILLS
SHORTAGE
CHALLENGE
ARE YOUR
PLANS IN
PLACE?

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 offered 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 final 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. Reflecting 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 finance
headcount unchanged, while 24% plan increases.
As an indicator of the preference for a flexible 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
effectiveness of their operations would be impacted by not finding the
right skills for their business. In skill-short areas, 64% of employers would
consider employing or sponsoring a qualified overseas candidate.
The largest area of skills shortage appears to be junior to mid
management talent in both operations and accountancy and finance.
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 offering such opportunities.
Furthermore 42% said it is an individual’s ‘fit’ 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
MARKETOVERVIEW&TRENDS:SALARYPOLICY
1. Average % increases from last reviews: across all industries
For speciﬁc 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

MARKETOVERVIEW&TRENDS:SALARYPOLICY&RECRUITMENTTRENDS
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
33
Resources & Mining
18 38 32 9
3
3

BENEFITS
STAFFING
3. Does your company offer flexible salary packaging?
Of those who answered yes, the following benefits were indicated as being commonly offered to...
All employees More than 50% Less than 50% Few employees
Car 15% 7% 23% 55%
Bonuses 30% 15% 20% 35%
Private health insurance 38% 5% 7% 50%
Parking 32% 13% 18% 37%
Salary sacrifice 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 specific 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

MARKETOVERVIEW&TRENDS:RECRUITMENTTRENDS
STAFFING
5. Over the coming year, do you expect permanent staff levels to... across all departments
6. If you expect staffing 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
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 effective operation of your business/department?
42%
No
41%
Yes - in a minor way
17%
Yes - signiﬁcantly
9b. In skill-short areas, would you consider employing or sponsoring a qualiﬁed overseas candidate?
10. For which areas have you recently found it difficult 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
11. Does your workplace allow for ﬂexible work practices?
84%YES
16%NO
12. If yes, which practices do you currently offer?*
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
58%Remained the same
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-offer staff when they resign?
Of those you counter-offered, 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
55%
Remained the same
25%
Increased
$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
1%
Stay less than
3 months
19%
Stay
3-12 months
35%
Stay longer than
12 months
45%
Leave anyway

MARKETOVERVIEW&TRENDS:RECRUITMENTTRENDS&EMPLOYERBRANDING
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 ‘fit’ with the company’s vision, culture and values
People’s direct/indirect experience of the company
Salary and benefits
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
Significant impact
Excellent
Major impact

MARKETOVERVIEW&TRENDS:ECONOMICOUTLOOK
ECONOMIC OUTLOOK
19. In the past 12 months, has business activity...
15%Decreased
22%Remained the same
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 conﬁdence
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 Signiﬁcant
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
SALARYINFORMATION:SALARIES&SECTOROVERVIEWS
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
Sydney
300 Typical salary
220 - 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
SALARYINFORMATION:BANKING
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 - Sydney
42 45 60
37 - 45 40 - 50 55 - 65
VIC - Melbourne
40 43 55
37 - 43 40 - 45 50 - 58
QLD - Brisbane, Gold Coast & Sunshine Coast
40 45 60
35 - 45 40 - 50 55 - 65
SA - Adelaide
40 45 58
38 - 44 42 - 50 50 - 60
WA - Perth
40 45 60
40 - 46 43 - 48 50 - 65
ACT - Canberra
38 42 50
35 - 45 36 - 48 45 - 55
TAS - Hobart/Launceston
36 38 46
33 - 38 35 - 40 42 - 50
NT - Darwin
45 50 60
38 - 44 45 - 55 50 - 65
NZ - Auckland
38 42 55
32 - 45 35 - 45 46 - 58
NZ - Christchurch/Wellington
36 42 52
35 - 42 34 - 45 46 - 55
Lending Officer Branch Manager Regional/District Manager
NSW - Sydney
55 85 130
50 - 60 75 - 110 110 - 150
VIC - Melbourne
55 80 130
48 - 60 65 - 120 110 - 150
55 75 130
50 - 60 65 - 90 100 - 150
SA - Adelaide
50 77 120
44 - 55 70 - 75 100 - 130
WA - Perth
55 75 120
50 - 60 65 - 90 90 - 150
ACT - Canberra
60 80 110
50 - 70 60 - 120 80 - 150
50 80 120
45 - 60 60 - 90 90 - 150
NT - Darwin
55 80 120
50 - 60 65 - 120 100 - 130
NZ - Auckland
55 85 130
45 - 65 70 - 120 90 - 145
57 85 110
45 - 65 75 - 110 90 - 130

BANKING
NOTES:
OPERATIONS SUPPORT
Data Entry
Officer
Banking/
Operations
Officer Securities Officer
Mortgage
Settlements
Officer
Collections
Officer
NSW - Sydney
42 45 48 52 50
38 - 45 42 - 48 45 - 50 48 - 55 46 - 55
VIC - Melbourne
40 45 45 45 45
40 - 45 40 - 50 45 - 50 45 - 55 45 - 55
40 45 50 50 50
35 - 42 40 - 48 45 - 55 45 - 55 45 - 55
SA - Adelaide
45 45 48 47 45
40 - 44 40 - 48 45 - 52 42 - 52 40 - 48
WA - Perth
45 45 50 50 55
40 - 50 44 - 46 42 - 55 42 - 55 48 - 60
ACT - Canberra
42 40 45 40 42
40 - 45 38 - 44 37 - 48 38 - 45 38 - 45
35 35 45 45 42
33 - 38 33 - 36 40 - 50 45 - 50 38 - 45
NT - Darwin
45 45 50 50 55
40 - 44 40 - 48 42 - 55 42 - 55 48 - 60
NZ - Auckland
38 40 45 45 48
30 - 40 35 - 45 38 - 48 40 - 50 42 - 52
35 35 40 40 45
30 - 36 32 - 40 36 - 46 35 - 45 37 - 48
Team Leader/
Supervisor Manager Senior Manager General Manager
NSW - Sydney
75 78 120 170
75 - 80 75 - 80 80 - 140 120 - 240
VIC - Melbourne
65 75 115 170
60 - 70 65 - 85 100 - 130 130 - 230
65 75 110 150
60 - 70 60 - 90 90 - 120 110 - 200
SA - Adelaide
65 80 90 130
60 - 70 70 - 90 80 - 110 110 - 150
WA - Perth
72 80 100 130
60 - 75 75 - 90 80 - 120 110 - 150
ACT - Canberra
52 55 80 120
45 - 65 50 - 65 70 - 85 110 - 150
55 75 90 150
50 - 60 60 - 90 75 - 100 110 - 200
NT - Darwin
72 80 100 130
60 - 75 70 - 90 80 - 120 110 - 150
NZ - Auckland
60 70 80 125
55 - 65 60 - 75 70 - 90 90 - 140
55 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 - Sydney
60 68 70 110
55 - 65 65 - 70 65 - 80 90 - 120
VIC - Melbourne
58 70 70 110
50 - 65 60 - 75 65 - 80 85 - 120
60 70 70 120
55 - 65 55 - 80 60 - 80 100 - 140
SA - Adelaide
49 60 75 90
45 - 55 55 - 65 65 - 85 85 - 100
WA - Perth
60 70 75 135
52 - 65 60 - 75 70 - 85 120 - 140
ACT - Canberra
55 60 75 90
50 - 60 55 - 65 60 - 90 85 - 100
49 60 75 90
45 - 52 55 - 65 60 - 90 85 - 100
NT - Darwin
60 70 80 135
52 - 65 60 - 75 65 - 85 120 - 140
NZ - Auckland
50 57 70 90
45 - 55 55 - 70 60 - 90 70 - 100
44 52 70 80
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 - Sydney
70 110 130 165 210 130
65 - 75 95 - 120 120 - 150 150 - 180 180 - 240 120 - 160
VIC - Melbourne
70 110 130 160 200 120
60 - 78 95 - 120 120 - 140 150 - 180 150 - 220 110 - 150
75 110 130 160 220 140
65 - 80 90 - 130 110 - 150 150 - 180 200 - 240 120 - 155
SA - Adelaide
70 85 120 135 175 120
60 - 70 75 - 90 100 - 130 120 - 140 130 - 180 100 - 130
WA - Perth
70 110 150 165 220 140
60 - 85 90 - 120 120 - 160 150 - 200 195 - 240 125 - 180
ACT - Canberra
70 90 115 120 150 120
60 - 85 60 - 110 90 - 120 100 - 150 140 - 200 100 - 150
65 100 115 150 175 110
60 - 85 85 - 110 110 - 130 130 - 170 150 - 200 90 - 130
NT - Darwin
70 85 120 135 175 120
60 - 70 70 - 85 100 - 130 120 - 140 130 - 180 100 - 130
NZ - Auckland
62 80 95 120 140 110
60 - 65 70 - 90 80 - 110 90 - 150 120 - 165 80 - 120
60 70 80 100 130 100
53 - 65 65 - 80 75 - 100 90 - 140 90 - 150 80 - 105

BANKING
NOTES:
ASSET/AUTO FINANCE/FINANCE
Settlements
Officer Credit Analyst
Senior
Credit Analyst
Business
Development
Manager
Senior Business
Development
Manager
NSW - Sydney
50 60 70 110 130
45 - 54 55 - 65 65 - 80 100 - 120 120 - 140
VIC - Melbourne
45 58 70 95 120
40 - 50 50 - 60 60 - 75 80 - 110 110 - 140
50 60 70 110 130
45 - 55 55 - 65 60 - 80 90 - 120 110 - 150
SA - Adelaide
48 60 70 100 125
42 - 50 55 - 62 60 - 75 90 - 110 90 - 130
WA - Perth
50 65 70 120 130
42 - 55 60 - 70 65 - 75 90 - 140 110 - 155
ACT - Canberra
42 50 65 75 110
40 - 50 46 - 55 63 - 67 65 - 100 90 - 120
42 50 60 95 110
40 - 50 45 - 55 55 - 65 90 - 110 90 - 120
NT - Darwin
50 65 70 120 130
42 - 55 60 - 70 65 - 75 90 - 140 110 - 155
NZ - Auckland
50 60 68 90 110
45 - 55 55 - 65 58 - 75 80 - 110 90 - 125
50 55 65 85 90
40 - 60 50 - 65 60 - 80 70 - 90 75 - 100
RURAL LENDING
Assistant
Relationship
Manager
Lending/
Relationship
Manager
Senior/District
Relationship
Manager
NSW - Sydney
65 90 130
60 - 70 75 - 100 120 - 150
VIC - Melbourne
60 85 130
55 - 65 70 - 90 110 - 145
70 100 150
60 - 80 80 - 110 135 - 170
SA - Adelaide
65 85 130
58 - 70 60 - 90 110 - 145
WA - Perth
70 100 150
65 - 85 90 - 120 130 - 175
ACT - Canberra
60 85 110
55 - 65 75 - 95 90 - 120
65 100 115
55 - 75 85 - 110 110 - 130
NT - Darwin
70 100 150
65 - 85 90 - 120 130 - 175
NZ - Auckland
60 85 110
50 - 65 75 - 100 90 - 130
55 70 100
50 - 65 60 - 95 70 - 120

BANKING
NOTES:
SUPERANNUATION Administrator
Senior
Administrator Team Leader Fund Manager Manager
NSW - Sydney
50 60 75 130 100
45 - 55 55 - 65 65 - 85 120 - 150 90 - 120
VIC - Melbourne
45 55 70 130 100
40 - 50 50 - 60 65 - 80 100 - 140 80 - 120
50 60 70 130 100
45 - 55 55 - 65 65 - 80 100 - 160 80 - 120
SA - Adelaide
46 55 70 120 110
40 - 50 44 - 55 60 - 75 100 - 125 80 - 120
WA - Perth
50 55 70 130 100
45 - 55 50 - 65 60 - 80 110 - 140 90 - 110
ACT - Canberra
40 42 64 100 75
35 - 45 40 - 45 58 - 72 90 - 110 65 - 90
40 45 55 100 75
35 - 45 40 - 50 50 - 70 90 - 110 65 - 90
NT - Darwin
50 55 70 120 110
45 - 55 44 - 55 60 - 75 100 - 125 80 - 120
NZ - Auckland
48 55 65 90 90
42 - 60 47 - 60 50 - 70 75 - 95 75 - 110
47 50 60 68 75
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 - Sydney
58 65 75 100 130
55 - 60 60 - 70 70 - 85 90 - 110 100 - 150
VIC - Melbourne
50 60 75 90 130
45 - 55 55 - 65 70 - 80 80 - 95 100 - 140
50 60 80 100 130
45 - 55 55 - 65 70 - 90 80 - 100 100 - 160
SA - Adelaide
45 55 77 100 130
38 - 48 45 - 55 65 - 85 80 - 120 120 - 150
WA - Perth
50 55 75 90 130
45 - 55 50 - 60 65 - 85 80 - 110 120 - 150
ACT - Canberra
45 50 55 80 100
38 - 50 48 - 52 53 - 58 75 - 85 90 - 120
40 45 55 80 100
38 - 50 45 - 55 50 - 70 70 - 85 90 - 110
NT - Darwin
50 55 77 100 130
45 - 55 45 - 55 65 - 85 80 - 120 120 - 150
NZ - Auckland
45 55 62 85 100
40 - 50 48 - 60 55 - 70 70 - 100 85 - 110
40 45 55 70 95
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 - Sydney
45 55 75 85 100
40 - 50 50 - 60 65 - 80 75 - 90 90 - 110
VIC - Melbourne
45 55 70 75 90
40 - 50 50 - 55 65 - 80 70 - 85 80 - 95
45 55 75 80 100
40 - 50 50 - 60 65 - 80 65 - 85 80 - 110
SA - Adelaide
46 50 65 75 110
40 - 50 44 - 52 60 - 70 65 - 87 80 - 120
WA - Perth
50 58 70 80 110
45 - 55 50 - 60 65 - 75 75 - 90 100 - 120
ACT - Canberra
35 37 50 60 80
33 - 36 35 - 38 45 - 55 50 - 65 70 - 85
40 45 60 65 90
35 - 45 38 - 48 55 - 65 55 - 75 70 - 100
NT - Darwin
50 58 70 80 110
45 - 55 50 - 60 65 - 75 75 - 90 100 - 120
NZ - Auckland
42 52 65 70 90
38 - 45 46 - 58 53 - 70 55 - 80 80 - 110
40 48 56 65 90
35 - 45 40 - 55 45 - 60 55 - 75 80 - 110
FUNDS MANAGEMENT Administrator
Senior
Administrator Manager
Business
Development
Manager General Manager
NSW - Sydney
55 65 100 110 160
50 - 60 55 - 70 85 - 120 100 - 120 140 - 170
VIC - Melbourne
50 60 90 110 160
45 - 50 50 - 65 80 - 100 90 - 120 140 - 170
50 60 90 120 160
45 - 55 55 - 65 80 - 100 110 - 130 140 - 170
SA - Adelaide
50 55 80 100 130
38 - 55 42 - 52 65 - 85 80 - 120 110 - 150
WA - Perth
50 55 85 120 150
45 - 50 50 - 60 80 - 100 110 - 130 140 - 160
ACT - Canberra
48 55 80 100 110
40 - 52 45 - 62 75 - 95 80 - 120 100 - 120
40 45 65 100 130
35 - 45 40 - 50 55 - 75 90 - 130 100 - 150
NT - Darwin
50 55 85 120 150
38 - 55 42 - 52 80 - 100 110 - 130 140 - 160
NZ - Auckland
50 55 85 90 130
45 - 55 42 - 65 70 - 105 85 - 120 110 - 150
42 48 65 80 100
38 - 48 38 - 52 50 - 75 65 - 90 90 - 120

BANKING
NOTES:
FUNDS MANAGEMENT
Settlements
Officer
Senior
Settlements
Officer Supervisor Unit Registry Unit Pricing
NSW - Sydney
55 60 80 55 60
50 - 60 55 - 65 70 - 85 50 - 60 55 - 65
VIC - Melbourne
50 60 70 50 50
45 - 55 55 - 65 60 - 75 45 - 55 45 - 55
50 60 70 50 50
45 - 55 55 - 65 65 - 75 45 - 58 45 - 55
SA - Adelaide
50 55 66 50 55
42 - 50 45 - 52 50 - 70 38 - 48 50 - 60
WA - Perth
55 60 75 47 55
50 - 60 55 - 65 70 - 80 45 - 50 49 - 60
ACT - Canberra
45 50 60 50 55
42 - 50 45 - 52 55 - 65 45 - 55 49 - 60
45 50 60 50 55
42 - 50 45 - 52 55 - 65 45 - 55 49 - 60
NT - Darwin
55 60 75 50 55
50 - 60 55 - 65 70 - 80 38 - 48 50 - 60
NZ - Auckland
50 55 60 47 52
43 - 53 45 - 60 50 - 75 40 - 50 45 - 60
44 48 52 38 55
38 - 47 40 - 53 46 - 60 36 - 44 45 - 60
Client Services
Officer
Senior Client
Services Officer
Client Services
Supervisor
NSW - Sydney
50 60 70
45 - 55 55 - 65 65 - 75
VIC - Melbourne
50 55 70
45 - 55 50 - 65 65 - 75
52 60 70
45 - 60 55 - 65 65 - 75
SA - Adelaide
50 60 70
45 - 60 55 - 65 60 - 75
WA - Perth
50 55 70
45 - 52 50 - 60 60 - 75
ACT - Canberra
50 53 60
45 - 55 48 - 58 50 - 75
43 47 55
40 - 50 45 - 55 50 - 60
NT - Darwin
50 60 70
45 - 60 55 - 65 60 - 75
NZ - Auckland
45 55 65
40 - 50 48 - 60 55 - 70
43 50 65
38 - 48 45 - 55 55 - 70

BANKING
NOTES:
TREASURY OPERATIONS
MONEYMARKET/FX/FIXEDINTEREST
SETTLEMENTS/DERIVATIVES/CAPITALMARKET Officer Senior Officer Supervisor Manager Senior Manager
NSW - Sydney
55 65 70 90 125
45 - 60 60 - 70 65 - 80 85 - 100 110 - 140
VIC - Melbourne
55 60 75 90 115
45 - 60 55 - 65 68 - 80 80 - 100 100 - 130
50 60 70 90 140
45 - 58 55 - 65 65 - 75 80 - 100 120 - 160
SA - Adelaide
50 60 70 90 120
40 - 50 50 - 60 50 - 70 70 - 95 75 - 120
WA - Perth
47 55 65 87 130
45 - 50 50 - 60 55 - 75 65 - 105 110 - 150
ACT - Canberra
45 50 50 70 90
40 - 50 45 - 55 49 - 58 68 - 78 80 - 95
45 50 55 70 90
40 - 50 45 - 55 50 - 60 60 - 75 80 - 110
NT - Darwin
50 60 70 90 120
40 - 50 50 - 60 50 - 70 70 - 95 75 - 120
NZ - Auckland
50 60 65 75 100
40 - 55 48 - 65 55 - 70 60 - 85 80 - 130
50 60 60 70 105
45 - 60 50 - 65 50 - 65 55 - 85 90 - 120
FINANCIAL MARKETS
Settlements
Officer Senior Officer Supervisor Manager
Corporate
Actions Officer
NSW - Sydney
55 65 75 95 70
50 - 60 60 - 70 70 - 80 80 - 120 65 - 75
VIC - Melbourne
50 60 67 90 55
45 - 55 60 - 65 55 - 72 75 - 100 48 - 65
55 65 75 90 60
50 - 60 60 - 70 70 - 80 80 - 100 55 - 65
SA - Adelaide
45 55 66 85 55
42 - 52 45 - 55 50 - 70 70 - 90 40 - 55
WA - Perth
52 58 65 85 60
48 - 55 50 - 60 55 - 75 70 - 100 55 - 70
ACT - Canberra
45 50 66 80 43
42 - 52 42 - 52 50 - 70 70 - 90 38 - 45
45 50 60 75 55
40 - 50 45 - 55 55 - 70 65 - 90 45 - 60
NT - Darwin
52 58 65 85 60
48 - 55 50 - 60 55 - 75 70 - 100 55 - 70
NZ - Auckland
46 55 65 75 50
40 - 52 45 - 60 55 - 75 65 - 85 40 - 55
45 55 60 75 45
40 - 52 50 - 60 55 - 65 60 - 85 40 - 55

BANKING
NOTES:
FINANCIAL MARKETS/
MARGIN LENDING Client Services Support
Business
Development
NSW - Sydney
60 50 110
55 - 65 45 - 55 100 - 120
VIC - Melbourne
50 50 100
45 - 55 45 - 55 75 - 120
55 45 100
50 - 60 40 - 55 90 - 130
SA - Adelaide
50 47 100
42 - 52 42 - 50 70 - 100
WA - Perth
50 47 100
47 - 52 45 - 50 80 - 120
ACT - Canberra
45 45 70
45 - 55 38 - 46 65 - 75
45 45 90
40 - 50 40 - 50 75 - 100
NT - Darwin
50 47 100
42 - 52 42 - 50 70 - 100
NZ - Auckland
49 42 90
45 - 53 35 - 48 80 - 110
46 38 85
40 - 50 35 - 45 80 - 95
TRADE FINANCE Processing Officer
Senior
Processing Officer Team Leader Manager
NSW - Sydney
50 55 70 100
45 - 55 50 - 60 65 - 75 80 - 110
VIC - Melbourne
45 50 60 110
40 - 47 45 - 55 50 - 65 80 - 120
45 50 65 100
40 - 48 48 - 58 60 - 80 80 - 120
SA - Adelaide
45 50 65 85
38 - 47 42 - 52 55 - 66 70 - 85
WA - Perth
52 55 65 100
50 - 55 55 - 65 60 - 70 80 - 110
ACT - Canberra
43 48 48 70
38 - 47 42 - 52 45 - 50 65 - 75
37 40 50 70
35 - 42 38 - 45 45 - 55 60 - 80
NT - Darwin
52 55 65 100
50 - 55 55 - 65 60 - 70 80 - 110
NZ - Auckland
40 47 60 75
37 - 45 39 - 50 50 - 65 67.5 - 85
39 46 54 70
36 - 47 42 - 49 45 - 60 65 - 85

BANKING
NOTES:
• Financial planner (qualified) salaries are exclusive of a bonus
* Education costs and performance based bonuses may also be
included on top of base salaries shown
FINANCIALPLANNING Para Planner
Senior
Para Planner
(Qualified)
Associate
Financial Planner
Financial Planner
(Qualified) Client Services
NSW - Sydney
65 80 65 100 55
60 - 70 75 - 90 60 - 75 90 - 110 52 - 60
VIC - Melbourne
55 75 60 90 50
50 - 65 55 - 80 50 - 70 70 - 110 45 - 55
62 80 65 85 54
50 - 75 75 - 90 55 - 75 75 - 105 49 - 60
SA - Adelaide
70 75 75 110 55
65 - 74 70 - 85 70 - 80 95 - 120 45 - 55
WA - Perth
65 80 75 100 60
60 - 70 70 - 90 70 - 85 80 - 120 50 - 70
ACT - Canberra
60 75 70 100 55
40 - 75 70 - 90 60 - 80 70 - 120 50 - 60
55 65 65 85 50
45 - 65 55 - 75 50 - 70 70 - 110 45 - 55
NT - Darwin
68 75 75 110 60
58 - 70 70 - 85 55 - 65 70 - 100 50 - 70
NZ - Auckland
55 70 68 95 60
50 - 65 55 - 80 60 - 75 80 - 120 55 - 65
50 62 65 95 60
43 - 60 53 - 70 60 - 70 80 - 110 55 - 65
Financial Planner
(Qualified -
Banking Ind.)*
Practice
Development
Manager*
Dealership
Manager*
Adviser
Assistant*
NSW - Sydney
90 140 190 55
80 - 120 120 - 180 170 - 210 50 - 60
VIC - Melbourne
90 130 180 45
80 - 120 110 - 170 130 - 200 40 - 55
90 140 190 50
70 - 120 120 - 170 150 - 230 45 - 60
SA - Adelaide
100 130 165 55
85 - 120 110 - 150 130 - 170 48 - 55
WA - Perth
90 130 180 60
70 - 120 110 - 155 170 - 200 50 - 70
ACT - Canberra
90 100 120 55
75 - 120 80 - 130 90 - 130 50 - 60
90 100 120 43
75 - 120 90 - 130 90 - 130 40 - 45
NT - Darwin
100 130 180 60
85 - 120 110 - 150 170 - 200 50 - 70
NZ - Auckland
85 95 140 50
80 - 110 85 - 125 110 - 160 45 - 55
85 85 140 50
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 - Sydney
110 140 110 130 110 130
100 - 140 130 - 150 90 - 120 120 - 140 90 - 120 110 - 140
VIC - Melbourne
100 120 110 130 110 130
85 - 115 110 - 130 90 - 120 120 - 140 90 - 120 110 - 140
100 120 100 130 110 130
90 - 120 110 - 140 90 - 110 120 - 140 95 - 120 110 - 140
SA - Adelaide
75 85 90 110 110 120
65 - 80 70 - 85 85 - 95 100 - 120 95 - 115 110 - 125
WA - Perth
90 125 110 130 110 130
80 - 120 110 - 130 90 - 120 120 - 140 90 - 120 110 - 140
ACT - Canberra
65 75 90 110 100 110
55 - 75 65 - 85 85 - 95 100 - 120 95 - 105 100 - 120
65 75 90 110 100 110
55 - 75 65 - 85 85 - 95 100 - 120 95 - 105 100 - 120
NT - Darwin
90 125 110 130 100 120
80 - 120 110 - 130 90 - 120 120 - 140 90 - 110 110 - 130
NZ - Auckland
75 90 80 90 120 95
60 - 90 70 - 110 70 - 110 80 - 120 90 - 140 70 - 130
75 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
NSW - Sydney
90 110 150
70 - 100 90 - 120 120 - 180
VIC - Melbourne
65 100 200
60 - 70 90 - 110 180 - 220
75 100 140
65 - 80 90 - 110 130 - 150
SA - Adelaide
70 80 120
60 - 75 70 - 85 100 - 130
WA - Perth
70 120 150
60 - 80 90 - 130 120 - 180
ACT - Canberra
65 90 110
60 - 75 80 - 110 90 - 120
60 110 120
50 - 65 90 - 120 110 - 140
NT - Darwin
60 85 130
55 - 65 70 - 100 100 - 160
NZ - Auckland
65 90 120
60 - 70 70 - 105 90 - 140
60 90 120
50 - 65 70 - 110 90 - 140

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