Download - 2013 Kelly Australia Salary Guide
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Kelly ServiceS auStralia
2013 Salary guide
aPril 2013
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The Kelly Services 2013 Salary Guide is
designed to provide both employers and
job seekers with salary information on a
wide range of roles, providing the ability to
benchmark a role or an individual against
other areas of expertise or against the same
role in another area of the country.
The Kelly Services 2013 Salary Guide covers
both qualified and non-qualified roles across
the Industrial, Accounting and Finance,
Banking and Financial Services, Scientific,
Engineering, Office Support, Professional
Support, Call Centre and Information
Technology (IT) industries. The guide also
provides a state by state overview of
Australias diverse employment market.
about the Kelly ServiceS Salary guide
ABOUT KELLY SERVICES
Kelly Services is a recognised provider of
world-class workforce solutions, offering
an array of outsourcing and consulting
services as well as staffing on a temporary,
contract and permanent placement
basis. Kelly Services has been leading the
recruitment industry for over 60 years,
setting the industry benchmark with unique
and innovative recruitment and retention
strategies. Headquartered in Troy, Michigan,
US, Kelly serves clients in all major markets
throughout the world, including more than
90% of the Fortune 500.
In Australia, Kelly Services is a formidable
player in the local recruitment market. An
in-depth understanding of local talent issues
and business needs, allows Kelly Services to
tailor workforce solutions in accordance with
client requirements.
Kelly Australia holds an enviable reputation
in the local market having been awarded
Legend status in the Seek Annual
Recruitment Awards (SARAs) following
nine consecutive years of success in the
Best Specialist Large Recruiter category,
demonstrating longstanding excellence in
the recruitment industry.
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Methodology: Salary figures included in the 2013 Kelly Services Salary Guide are derived by combining the expert market knowledge of senior recruitment professionals within the Kelly Australia network with input from clients and the latest job placement data recorded on the Kelly Services database.
4 Introduction
5 National Overview
6 Australian Capital Territory
7 New South Wales
8 Queensland
9 South Australia
10 Victoria
11 Western Australia
12 KELLY SERVICES
13 Salaries: Office Support
14 Salaries: Professional Support
15 Salaries: Call Centre
16 Salaries: Industrial
18 KELLY EXECUTIVE
19 Overview
20 Salaries: Accounting and Finance
21 Salaries: Banking and Financial Services
22 Salaries: Engineering
25 Salaries: IT
26 KELLY SCIENTIFIC RESOURCES
27 Overview
28 Salaries: FMCG
28 Salaries: Pharmaceutical
29 Salaries: Sales and Marketing
29 Salaries: Environment
contentS
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Australia has been relatively cushioned
from the worst influences of the deteriorating
global economy. However softer domestic
conditions can be expected ahead, as
bullish growth strategies within the mining
and resources sector ease and the high
Australian dollar hinders international
competitiveness for some major sectors.
For the Australian jobs market, conditions
have remained fairly favourable for many areas
of the workforce, although some fundamental
shifts are taking place.
More employees are taking on contract and
temporary roles, and record numbers of
seniors are re-entering the jobs market. The
national unemployment rate is rising, albeit
remaining low when compared with other
advanced global economies and, with the
exception of resource-rich Western Australia,
salary growth has largely flattened.
introduction
At the same time, new dynamics are set to
emerge as the Australian Government looks
to stimulate and protect employment, with
job creation forming as a central platform in
the lead up to the September 2013 Federal
Election. This includes legislation to give local
businesses more opportunities to win work,
the creation of industry innovation precincts,
and new funding for Australian start-ups.
Changes are also planned for the Fair Work
Act which seek to enshrine greater flexibility
in parental leave, increased rostering
protections and broader rights to request
flexible working arrangements.
For many employers, adding further
complexity to this shifting recruitment
environment is the need to manage
aspirational employees whose talents
are critical, who are more demanding
about benefits and whose careers are in
perpetual motion.
Whether an organisations most pressing issue
is retaining talent, attracting new people or
creating the best workforce structure for an
unpredictable economic future, salaries remain
a key factor.
To help guide salary based decisions during
2013, the Kelly Australia Salary Guide
provides a state-by-state overview of current
employment market trends and their impact
on salaries across a range of industries.
I trust this will be a useful resource.
Karen colfer
vP & Managing director,
Kelly Services australia
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The drag of deteriorating global economic
conditions has failed to overpower the
outlook for Australias economy which,
overall, remains relatively positive.
Despite the distinct slowdown many of
Australias largest mining organisations during
the latter half of 2012, Australias economic
growth continues to be underpinned by
investment in the resources sector, with over
$260 billion of resources projects approved
and the majority already under construction.
Western Australia, which enjoys the countrys
greatest mineral wealth, remains the
powerhouse of Australias economic and
employment growth. In fact, Western Australia
generated a remarkable 37% of national
employment growth last year1.
national overview
While other States and Territories have not
demonstrated the same buoyancy as Western
Australia, spin-offs from the resources-boom
have benefited other sectors, including
demand for manufacturing, professional, and
technical services. Evidence is also emerging
that stability is returning to traditionally strong
sectors, such as the NSW banking and finance
sector, as cautious optimism is restored
following the recent period of GFC-induced
job contraction.
There are other pockets of increased hiring
appetite across the nation, such as the
rapidly expanding information, media and
telecommunications sector, the health care
sector and the trade services sector. The
temporary and contract market also remains
very active across many sectors as employers
seek to maintain a level of flexibility within
their workforce.
Highly skilled employees continue to be in
strong demand across most sectors and as
a result are commanding commensurate
salary increases.
In stark contrast, the dramatic contraction
in public sector jobs during the past year is
set to continue into 2013 as Federal
and State governments significantly cut
labour costs. As a result, public service
salaries are moderating.
According to most major polls, job vacancies
in both the public and private sectors are
in decline. In fact, in November 2012, the
Federal Governments Internet Vacancy Index
showed online job vacancies fell to the lowest
level since the series commenced in January
2006. Nationally, the unemployment rate
is expected to nudge up further to at least
Against a weaker international backdrop, the Australian economy managed to grow and outperform every major advanced economy in 2013. The positive flow through to employment and salary growth is expected in the coming year, albeit at lower, more uneven rates.
5.5% in 2013, but this remains very low when
contrasted with the high unemployment rates
in other major advanced economies around
the world.
In aggregate, the pace of employment growth
is expected to moderate in 2013 as conditions
generally soften, employment investment
decisions are delayed pending the outcome
of Septembers Federal election, and the high
Australian dollar impacts export volumes.
Despite these challenges, Australias
employment market remains fundamentally
sound. As optimism gradually returns to the
business community, increased employment
activity will naturally flow. Similarly, as we
move into 2013, the outlook for salaries is one
of uneven and constrained growth.
1 WA Government 2013-13 Government Mid Year Financial Projections Statement December 2012, p69
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The sluggish growth which has
characterised the ACTs economy over
the past two years looks set to continue
in 2013. However, business confidence
has been kept afloat by Government-led
initiatives such as tax reforms, infrastructure
investment and renewable energy projects,
all of which were designed to boost business
opportunities and jobs in the Territory.
Despite these efforts, growth in the ACT
employment market, which is heavily
influenced by the public sector, is likely to
remain flat this year.
The Australian Governments quest for
operating efficiencies will see the reduction
of an estimated 4,000 public sector jobs in
2013, with further losses up to 12,000 in
total expected by the end of 2015. This
represents the first significant contraction in
two decades. Senior executive roles will also
be capped for the next five years, halting
historically rapid growth.
The resulting insecurity in the public sector,
combined with significant delays in investment
decisions by businesses pending the outcome
of the September 2013 elections, will flow
through to hiring decisions in the private
sector.
With the number of vacancies shrinking and
the pool of candidates expanding, it is no
surprise that salaries are reflecting these
conditions, with weakness in growth evident
across the private sector.
Most federal Government collective
agreements are now aligned in timing, with a
2.5-3% increase in July 2013. A large round of
collective bargaining will take place in 2014
for Government positions.
In the face of these challenging economic
conditions, the ACTs labour market remains
fundamentally strong and the unemployment
rate is expected to remain well below the
national average.
auStralian caPital territoryThe ACTs jobs market remains fundamentally strong, although growth is likely to be slower in 2013 reflecting a contraction in the public sector and the associated flow through to private business.
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Employment growth in NSW is currently
showing welcome signs of improvement, with
a moderate strengthening during 2013 set to
counter the marked slowdown of recent years.
This recovery coincides with a return to a
relatively positive outlook for the States
economy, and improving business sentiment,
with expectations suggesting recent below-
trend growth will reverse in 2013.
In a positive shift, higher than average hiring
activity has been evident across a range of
industries. The high Australian dollar has
propelled import volumes, and as a result
the NSW logistics sector has seen robust
jobs growth. Demand is also solid from
resource-rich states for NSW-based niche
manufacturing and engineering services,
particularly in areas of machinery, water
recycling and environmental innovation.
Likewise, stability is returning to NSWs
traditionally strong banking and finance sector,
as cautious optimism is restored following the
recent period of GFC-induced job contraction.
Contract roles continue to be in stronger
demand than permanent.
Public sector employees, however, are not
enjoying the same positive trends, as the
Government looks to reduce around 10,000
public sector jobs over the next four years,
in addition to the previously announced
voluntary redundancies of 5,000 roles. This is
likely to contribute to a moderate expansion
of NSWs unemployment pool over the next
two years.
Average salary growth is set to remain firm
into 2013. This is expected to be driven by an
above-trend growth in private sector wages
with higher rises rewarded where talent is in
most demand, offset by moderating salaries in
the public sector.
An expanding pipeline of engineering
construction activity, supported by an uptick
in public spending on major infrastructure
projects, and steady demand from resource-
intensive states for NSW services, will combine
to boost the NSW business communitys
investment confidence. This is set to underpin
the return to positive growth for NSWs
employment market.
new South waleSA relatively positive outlook for the NSW economy is generating welcome signs of improvement in the States employment market.
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Queenslands business sentiment remains
cautious. This reflects a combination of the
weak global outlook, a fall in commodity
prices affecting future investment in
the traditionally strong mining, energy
and resources sector, the impact of the
strong Australian dollar on the tourism,
retail and manufacturing sectors and
further severe flooding in early 2013.
While these factors will have a short term
impact on economic growth, the medium term
outlook remains relatively positive.
As many businesses look to achieve
productivity and efficiency gains, redundancies
have resulted across the board in the private
sector. At the same time, as many as 14,000
public service jobs have been cut. Both of
these factors are expanding Queenslands
already crowded pool of job seekers.
The low employment growth of last year is
expected to decline to almost zero in 2013,
with average unemployment forecast to grow
above the national rate to around 6.25%.
In a bright spot for employees, there are
growing pockets of hiring appetite evident.
Recruitment has been relatively buoyant in
health care, oil and gas and, as the State again
recovers from severe floods, in insurance and
construction.
Job creation in a number of these areas is
expected to continue, as the Queensland
Government rolls out its four pillar economy
initiatives to reignite the States historic
strength in tourism, agriculture, resources and
construction.
The clear trend has continued towards hiring
contract positions over permanent roles
as businesses look to maintain workforce
flexibility. At the same time, more workers are
becoming increasingly willing to be mobile,
either relocating or opting for fly-in, fly-
out arrangements, to go where the work is
throughout regional and remote Queensland.
QueenSland Growing pockets of hiring appetite provide a bright spot for Queenslands employees, underpinned by expectations of medium term improvement in the States economy.
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With less than 1.5% of Australias major
businesses headquartered in South Australia
and no one particular sector currently
dominating, small to medium sized business
across the board have seen the bulk of job
market activity.
Employment growth has been weaker than
expected over the last 12 months in line with
the States economy, and is likely to be flat
in 2013.
The mining sector continued to be a strong
source of employment, with jobs growing
by around 44% between 2011 and 2013.
However, BHP Billitons decision to postpone
expansion plans at its Olympic Dam mine
one of the largest copper and uranium
deposits in the world has been a blow to the
local market.
At the same time, the South Australian
government is actively reducing around 5,000
public service jobs over the coming five years;
and the high Australian dollar is influencing
production levels in the States traditionally
strong manufacturing sectors including
automotive and winemaking, resulting in
higher than average staff movements.
The temporary market has remained buoyant,
as businesses look to hire staff for the
duration of specific projects, so as to maintain
flexibility. Greatest demand has concentrated
on specialist roles including qualified and
non-qualified accounting, skilled trades,
light industrial roles and engineering. The
challenge of finding appropriately qualified
people to fill business critical roles continues.
Business and consumer confidence is
expected to lift as the economy revives, with
a helping hand from the low interest rate
environment, coupled with planned public
investment in areas including the states
South East timber sawmilling industry and the
Murray Futures Program.
As a result, while nominal growth is
expected to return to South Australias job
market, average salaries are unlikely to vary
significantly in the coming year.
South auStraliaSteady activity levels in the SME space, are expected to drive a return to business confidence in South Australia as the economy revives, following the weakness of the past 12 months.
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Victoria experienced a year of flat jobs
growth last year, as the creation of roles in
some industries was offset by major losses in
others.
Sectors enjoying the greatest employment
activity include healthcare, scientific,
professional, technical and financial services.
These sectors have been key to keeping
the States economic growth stable and
have remained competitive in the face
of challenging economic conditions. The
preference for temporary and contract roles
remains prevalent in these sectors.
The tremendous demand for skilled workers in
Victorias trade and services sector continues
to accelerate. Those who are job ready,
with appropriate training and experience,
are in short supply and, accordingly, are
commanding improving salaries.
In contrast, the traditional stronghold of
manufacturing remains under severe pressure
as the strong Australian dollar lends increasing
difficultly to local manufacturers ability to
compete globally thereby impacting export
volumes. This has resulted in major job losses
across the sector.
Redundancies are also prevalent in the public
sector, reflecting the Victorian governments
decision to significantly reduce labour costs.
However, there are some signs that affected
employees are taking up roles in the relatively
strong local government sector.
In the face of the weak economic conditions,
there is cautious optimism that Victorias
economy will return to moderate growth
in 2013. This gradual improvement is set
to be bolstered by both State and Federal
Government efforts to stimulate job creation
through targeted investment. For example,
the Australian Governments $1 billion
plan to support the manufacturing industry
includes the establishment of a new Industry
Innovation Precinct to be headquartered in
south east Melbourne.
The general wait and see approach is
widespread among Victorias employers.
When economic growth kick-starts, job market
activity is expected to return. Accordingly,
growth in salaries will remain marginally
below the national average, until business
confidence returns.
victoria Job creation in some Victorian industries is being offset by major losses in others. Employers current wait and see approach should transition to more activity as economic optimism returns.
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A resources-led boom in business
investment, coupled with above-average
population growth, has again secured
Western Australias position as the
powerhouse of economic and employment
growth in Australia.
The economy grew by a record 6.7% in 2011-
12, the strongest of all Australian States and
Territories, and further growth is expected
in 2013.
The jobs market is reflecting this buoyant
environment, with the robust employment
growth experienced last year expected
to continue in 2013. The active resources
sector, along with the industries that support
it such as infrastructure and construction,
manufacturing and health care, continue
to drive the bulk of the States ongoing
employment growth.
Western Australia is, in fact, the key driver of
employment growth nationally, accounting for
almost 37% of Australias growth last year. The
States unemployment rate also continues to
fall and remains substantially lower than the
national average.
In line with the upbeat employment market,
salaries continue to grow at above average
rates across the State. However, evidence of
a slight tempering is emerging as the pool
of skilled workers expands, helping to ease
salaries back from recent disproportionately
high levels to more realistic levels.
Fixed term contracts and fly-in, fly-out
arrangements continue to dominate, reflecting
the recruitment needs of the States major
resources projects.
Beyond 2013-14, an economic rebalancing
is expected to emerge, as the current phase
of major investment in construction of
resource projects shifts to the commencement
of production and exportation. While this
shift may have a longer term softening
effect on Western Australias jobs market,
forecasts continue to outpace those for the
national economy.
weStern auStraliaWestern Australias economy continues to support the growth of the nation.
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Figures are base salary not including superannuation.
Kelly ServiceS: SalarieSoffice SuPPort
ProfeSSional SuPPort
call centre
induStrial
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Figures are base salary not including superannuation.
low $000s high $000s average $000s
act nSw Qld Sa vic wa act nSw Qld Sa vic wa act nSw Qld Sa vic wa
Administration Assistant 44 40 35 40 37 45 60 60 50 50 60 60 48 50 40 45 45 53
Data Entry Operator 38 35 33 38 35 40 50 50 45 42 45 50 42 40 38 40 40 45
Executive Assistant (EA) 50 60 55 55 65 60 85 100 75 70 110 95 65 70 60 65 70 80
Human Resources Assistant 45 50 43 45 52 45 65 65 55 55 67 55 55 55 50 50 55 53
Human Resources Coordinator 50 48 48 60 55 60 70 55 65 75 65 70 60 50 55 70 60 52
Marketing Assistant 45 45 45 45 45 40 60 60 55 52 65 55 54 50 50 50 58 48
Marketing Coordinator 50 42 48 50 48 45 68 55 65 75 68 65 56 45 60 60 58 55
Office Manager 50 50 50 50 57 60 75 75 75 75 83 80 60 65 65 65 70 70
Personal Assistant (PA) 50 50 45 48 55 55 80 80 65 68 80 85 60 65 60 60 65 70
Project Administration 43 45 45 45 50 60 65 70 70 60 80 85 52 55 60 53 70 78
Project Coordinator 43 45 50 52 60 70 72 60 90 80 90 90 55 48 65 65 80 80
Receptionist 40 35 35 38 40 40 55 60 40 55 58 60 48 47 38 48 50 50
Secretary - General 48 50 40 42 45 50 63 65 55 55 65 65 53 52 47 50 54 60
Secretary - Senior 60 55 45 55 55 60 85 75 60 70 82 72 70 58 55 60 67 68
Switchboard Operator 36 35 35 38 40 50 42 50 45 50 57 56 38 40 38 45 50 52
Team Coordinator 44 45 45 48 45 60 60 55 55 55 65 70 48 48 50 53 58 65
office SuPPort
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Figures are base salary not including superannuation.
low $000s high $000s average $000s
act nSw Qld Sa vic wa act nSw Qld Sa vic wa act nSw Qld Sa vic wa
Accountant (Non Qualified) 47 50 50 50 51 55 70 60 70 70 81 75 50 65 60 58 65 65
Accounts Clerk 45 38 40 43 39 45 60 55 55 50 56 60 48 45 45 45 50 53
Accounts Payable (0-2 yrs) 45 45 40 40 41 43 55 55 45 50 61 55 47 48 42 45 48 48
Accounts Payable (3-6+ yrs) 50 48 45 45 51 50 65 60 55 55 66 65 58 52 50 48 55 57
Accounts Receivable (0-2 yrs) 45 45 40 40 41 45 53 55 45 50 56 60 47 48 42 45 52 52
Accounts Receivable (3-6+ yrs) 50 48 42 45 51 50 58 65 55 55 71 65 53 55 47 48 60 55
Accounts Supervisor 50 55 48 50 66 60 76 75 70 75 86 70 62 60 57 60 75 65
Assistant Accountant 50 45 45 50 41 58 70 70 65 70 71 70 60 60 55 60 60 65
Bookkeeper 45 50 45 50 51 60 70 70 55 65 76 80 58 55 50 55 65 70
Collections Officer 45 46 40 48 46 50 58 65 58 60 66 65 46 50 53 55 55 57.5
Credit Controller 50 50 45 55 51 48 70 70 58 65 71 60 55 60 50 60 60 56
Credit Manager 60 65 55 70 61 70 85 80 60 100 96 90 70 70 57 80 75 80
Credit Officer 45 48 42 43 46 55 55 65 55 65 66 65 50 50 50 48 55 60
Credit Supervisor 52 55 48 55 66 60 72 70 60 65 86 70 62 65 53 60 70 65
Data Entry Clerk 45 38 33 38 39 40 48 50 45 45 56 60 46 40 38 42 47 50
Payroll Manager 65 60 60 65 76 70 85 120 80 100 112 90 70 80 70 80 85 80
Payroll Officer 47 45 45 50 51 55 63 65 60 65 76 70 56 50 55 60 60 63
Payroll Supervisor 55 55 55 60 66 65 70 85 65 70 91 75 60 65 65 65 75 70
Procurement/Purchasing Officer 50 46 45 50 56 60 65 70 80 80 81 90 55 54 65 60 65 75
Reconciliations Officer 45 45 40 50 46 50 60 60 55 65 61 60 56 52 48 60 55 55
ProfeSSional SuPPort
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Figures are base salary not including superannuation.
low $000s high $000s average $000s
act nSw Qld Sa vic wa act nSw Qld Sa vic wa act nSw Qld Sa vic wa
Call Centre Manager 46 60 55 55 75 70 90 120 80 90 155 100 53 75 65 80 105 85
Customer Service Representative - inbound 35 40 35 38 40 45 46 55 45 45 50 55 40 45 40 40 45 50
Customer Service Representative - outbound 35 40 38 38 40 50 50 60 45 45 60 60 40 48 42 42 47 55
Helpdesk Level 1 42 34 40 40 45 52 53 60 45 55 68 60 43 45 42 50 55 56
Team Leader/Manager 46 55 48 53 60 60 58 85 65 85 77 75 53 60 57 75 65 67.5
Workforce Analyst 53 50 50 60 50 70 85 85 70 75 77 90 65 65 60 70 64 82
Workforce Planner 50 50 50 58 52 70 100 100 80 80 96 90 70 70 65 65 70 80
call centre
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Figures are base salary not including superannuation.
low $000s high $000s average $000s
act nSw Qld Sa vic wa act nSw Qld Sa vic wa act nSw Qld Sa vic wa
Dispatch/Receiving Supervisor 46 55 40 45 50 45 58 65 65 75 65 55 52 60 48 58 55 50
Inventory Controller 50 55 40 45 50 50 65 70 65 65 70 60 55 65 48 55 60 55
Logistics Manager 85 80 50 65 90 75 120 120 70 110 130 150 103 100 60 85 100 105
Maintenance Manager 75 90 70 68 80 75 120 120 90 120 120 150 85 110 79 95 90 105
Manufacturing Manager 80 90 65 70 90 70 130 110 100 130 150 140 100 100 80 100 120 100
Operations Manager 90 90 65 70 85 65 150 120 120 130 130 135 120 110 90 100 100 90
Procurement Manager 85 80 65 70 90 80 150 150 90 105 150 160 110 100 78 90 120 120
Production Manager 70 80 65 65 70 75 100 120 100 115 120 140 80 100 80 95 90 100
Production Supervisor 55 65 45 53 60 55 75 80 65 75 85 82 65 75 60 65 75 72
Quality Assurance Manager 55 55 50 78 65 60 85 80 80 105 110 90 65 65 60 90 80 75
Quality Assurance Representative 45 45 45 58 50 56 63 65 60 75 65 63 48 50 55 63 60 59
Storeperson 38 40 38 38 38 40 50 50 55 55 55 52 43 45 45 43 45 46
Transport Allocator 55 55 45 47 50 42 66 75 60 58 65 60 60 65 55 50 60 52
Transport Manager 73 85 55 64 85 70 102 110 80 105 120 100 87 90 70 80 100 85
Warehouse Manager 60 70 50 58 60 65 93 100 85 95 100 85 75 85 70 78 80 75
Warehouse Supervisor 48 55 45 48 55 55 67 70 70 72 80 70 58 65 60 64 70 63
induStrial / oPerationS
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Figures are base salary not including superannuation.
low $000s high $000s average $000s
act nSw Qld Sa vic wa act nSw Qld Sa vic wa act nSw Qld Sa vic wa
Boiler Maker 53 55 50 48 55 55 72 70 90 85 85 105 63 65 80 60 70 70
Diesel Plant Fitter 65 65 50 54 60 63 85 75 90 88 90 120 70 70 80 62 75 75
Electrical Fitter 65 75 55 54 60 65 95 90 90 85 85 92 73 85 80 63 75 75
Electrician A Class 65 65 50 52 70 70 95 80 90 85 110 120 73 75 80 63 85 90
Electrician Special Class 65 75 80 62 80 75 95 100 120 95 120 120 75 85 90 78 100 95
HVAC Refrigeration Technician 60 60 55 64 65 55 72 75 70 90 95 95 62 65 65 78 75 70
Maintenance/Mechanical Fitter 55 65 50 48 65 58 83 75 100 78 90 100 67 70 80 62 80 72
Service Manager 55 65 55 65 60 63 75 80 80 95 80 96 67 75 70 85 70 72
Service/Field Technician 58 65 45 62 58 50 76 80 80 85 75 90 67 75 60 70 65 70
Trades Assistant 40 45 40 38 48 45 60 55 70 55 65 80 45 50 45 44 55 58
Welder/Fabricator 45 50 50 48 48 52 53 60 85 80 68 86 45 55 60 60 60 65
induStrial / tradeS
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Figures are base salary not including superannuation.
accounting & finance
banKing & financial ServiceS
engineering
inforMation technology
Kelly executive: SalarieS
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Kelly executive overviewWhile the employment market for senior candidates is expected to improve throughout 2013, it remains subdued when compared to historical standards.
accounting & finance
Ongoing uncertainty in global economic
markets has seen Australian employers
erring towards retaining lean accounting
and finance teams. Hiring is being directed
towards business critical positions such as
financial reporting. The notable shift towards
hiring contract and temporary staff, rather
than permanent staff, is expected to continue
throughout 2013.
With opportunities remaining rare in an
overcrowded recruitment market, salary
growth is expected to remain weak.
However, certain sectors requiring niche
experience are continuing to offer competitive
salaries coupled with above average
non-financial incentives.
banKing & financial ServiceS
Cautious optimism is gradually returning to
the banking and finance sector and with it
a willingness to invest in business growth.
This trend reverses the recent period of
contraction, and is set to restore measured
employment growth across many areas of
the sector, although the desire for job security
may deter much movement among
executives in 2013.
A tighter regulatory environment is driving
consistent demand for risk and compliance
candidates, and mortgage and lending
roles have escalated as the low interest rate
environment spurs life in this arena.
inforMation technology
In 2013, continued growth is expected as
companies invest in IT infrastructure to further
improve operational efficiency. Strong activity
is expected in the resources sector as mining
sites become increasingly technology based
and major system development projects
commence.
Demand for candidates with niche skills will
continue throughout 2013, with a focus on
cloud, mobile application development and
data analytics.
engineering
Despite the recent softening in commodity
prices and delays on a number of major
projects, steady demand is expected for
engineering professionals across the
resources sector. While demandin mining
is expected to moderate throughout 2013,
ticketed professionals with engineering
qualifications coupled with mining experience
will remain among the most in-demand
individuals in the country.
engineering civil engineering and
infrastructure
Western Australia will lead a strong pipeline
of heavy industrial projects, especially in oil
and gas processing, and as such, demand for
civil engineering professionals in the West
is expected to remain strong during 2013.
Elsewhere in the country it will be the second
half of the year before major infrastructure
projects gather momentum.
engineering construction
As confirmed by the Australian Performance
of Construction Index, the national
construction sector finished 2013 in
negative territory, following declines in both
commercial and residential construction.
With forecasts suggesting the sector will
return to positive growth over the next 12
months, contract based roles are expected
to be a notable feature of the construction
sector throughout 2013, as employers look
to address short term workload peaks whilst
operating with a leaner structure.
engineering architecture
Whilst there has been contraction within some
of the major firms, project architects with an
ability to work across a wide range of project
types continue to be held in high regard.
With headcount numbers being restricted,
demand for candidates (top to bottom) with
transferable skills and experience in multiple
verticals, is high. Additionally, there is demand
for professionals with technical expertise in
health, hospitals and aged care as companies
look to strengthen their position in some of
these more robust markets.
engineering Mechanical and electrical
Demand for electrical engineers remains
robust. Again the major challenge in this
area is the availability of suitably qualified
candidates. Despite the high Australian dollar
making investment within manufacturing
companies less attractive, general demand
levels for mechanical and electrical engineers
remains relatively strong due to the
transferable nature of their skills.
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Figures are base salary not including superannuation.
accounting & finance
low high avge
$000s $000s $000s
Accountant 60 90 75
Accounting Manager 80 110 95
Accounts Administrator 45 60 50
Accounts Payable Manager 65 85 75
Accounts Payable Officer 35 45 40
Accounts Payable Supervisor 50 70 60
Accounts Rec./ Credit Manager 70 100 85
Accounts Rec./ Credit Supervisor 60 85 70
Accounts Recivable Officer 40 60 50
Assistant Accountant 45 65 55
Audit Manager 100 140 120
Auditor 70 90 80
Business Analyst 80 110 95
Chartered Accountant 70 100 90
Chief Financial Officer 160 220+ 200
Entry Level/ Graduate Accountant 45 65 55
low high avge
$000s $000s $000s
Finance Director 140 200 175
Financial Accountant 80 120 100
Financial Analyst 80 125 105
Financial Controller 140 220 180
Financial Reporting Analyst 80 100 90
Management Accountant 90 130 110
Payroll Manager 80 120 100
Payroll Officer 50 60 55
Payroll Supervisor 65 85 75
Product Control 80 140 110
Project Accountant 100 150 130
Reconciliations Clerk 45 65 55
Senior Accountant 80 110 95
Senior Auditor 90 110 100
Tax Manager 100 140 120
20
-
Figures are base salary not including superannuation.
banKing & financial ServiceS
low high avge
$000s $000s $000s
branch Staff
Bank Teller 35 55 40
Branch Manager 75 115 90
Customer Service Consultant 35 55 45
retail banKing
Loan Administration Manager 60 85 75
Loans Officer 45 70 60
Loans Manager 60 95 75
Mobile Banker 65 90 75
Personal Banker 60 80 70
Document Prep/ Settlements 45 65 55
buSineSS & corPorate banKing
Assistant Manager 65 90 80
Relationship Manager/Banker 90 135 120
Senior Relationship Manager 120 170 150
Business Development Manager 130 180 150
Regional Manager 160 230 185
State Manager 190 260 230
corPorate finance / adviSory
Analyst 80 110 90
Associate 90 130 110
Manager 120 160 140
Associate Director 150 220 175
Director 230 230+ 230+
financial MarKetS (fx / MM / derivS / fixed incoMe)
Officer 40 60 50
Team Leader 60 80 70
Manager 80 110 90
Senior Manager 110 150 130
low high avge
$000s $000s $000s
riSK and coMPliance
Credit Analyst 75 110 90
Senior Credit Analyst 85 120 105
Credit/Risk Manager 110 150 130
Senior Credit/Risk Manager 130 180 160
Compliance Analyst 70 90 80
Compliance Manager 90 140 115
Senior Compliance Manager 120 160 140
inSurance
Claims Assessor 45 70 60
Claims Manager 70 120 85
Senior Claims Manager 85 135 110
Insurance Clerk 40 60 50
Insurance Underwriter 50 85 70
Senior Insurance Underwriter 65 100 85
Underwriting Manager 80 130 110
wealth ManageMent
Para Planner 50 80 65
Financial Planner 70 120 95
Senior Financial Planner/CFP 80 130 110
Practice Manager 110 160 140
Dealership Manager 130 210 180
Private Banking - Relationship Manager 85 125 110
oPerationS
Officer 40 55 45
Team Leader 60 80 70
Operations Manager 70 95 80
Senior Manager 85 140 120
21
-
Figures are base salary not including superannuation.
low high avge
$000s $000s $000s
engineering civil / water / rail / Power
Cadet / Engineer 40 60 50
Site Engineer (2-5 years) 65 80 70
Site Engineer (5+ years) 80 95 85
Project Engineer 80 120 100
Senior Project Engineer 120 145 120
Junior Project Manager 75 100 85
Project Manager 130 170 145
Senior Project Manager 160 200 160
Construction Manager 170 250 200
Cadet / Contracts Administrator 40 60 50
Contracts Administrator (2-5 years) 60 80 70
Contracts Administrator (5+) 90 130 110
Senior Contracts Administrator 120 150 130
Commercial Manager 150 230 180
Design Manager 125 180 145
Cadet / Estimator 35 60 45
Estimator 75 130 120
Senior Estimaor 120 175 135
Chief Estimator 160 230 175
Leading Hand 55 88 70
Supervisor 75 95 80
Foreman 85 125 100
General Foreman 120 150 130
HSE Advisor 75 90 80
HSE Manager 90 160 120
low high avge
$000s $000s $000s
Procurement Manager 75 130 110
Plant Manager 90 130 105
Quality Manager 85 125 100
Quantity Surveyor 75 130 100
Environmental Engineer 75 130 100
Environmental Manager 140 180 150
Planner 135 220 150
engineering Manufacturing / ProceSS
Instrumentation & Electrical Engineer (0-2 years) 50 60 55
Instrumentation & Electrical Engineer (2-5 years) 65 75 70
Instrumentation & Electrical Engineer (5-10 years) 90 110 100
Instrumentation & Electrical Engineer (10+ years) 120 150 130
Manufacturing Engineer (0-2 years) 50 60 55
Manufacturing Engineer (2-5 years) 65 70 65
Manufacturing Engineer (5-10 years) 85 110 95
Manufacturing Engineer (10+ years) 100 120 111
Plant Engineer (0-2 years) 55 65 60
Plant Engineer (2-5 years) 65 70 65
Plant Engineer (5-10 years) 80 100 90
Plant Engineer (10+ years) 100 130 120
Production Engineer (0-2 years) 50 60 55
Production Engineer (2-5 years) 65 75 70
Production Engineer (5-10 years) 75 100 95
Production Engineer (10+ years) 100 130 120
engineering
continued next Page
22
-
Figures are base salary not including superannuation.
low high avge
$000s $000s $000s
engineering conStruction
Architect (0-2 years) 43 50 45
Architect (2-5 years) 45 65 60
Architect (5-10 years) 60 110 110
Architect (10+ years) 100 160 130
Architectural Designer 60 100 85
Architectural Drafter 45 70 65
Building Surveyor 75 110 80
Cadet / Engineer 35 60 45
Site Engineer (2-5 years) 65 90 75
Site Engineer (5+ years) 90 130 110
Project Engineer 100 165 120
Senior Project Engineer 140 200 165
Junior Project Manager 75 100 85
Project Manager 90 160 130
Senior Project Manager 125 200 150
Construction Manager 170 250 200
Cadet / Contracts Administrator 35 60 45
Contracts Administrator (2-5 years) 75 110 90
Contracts Administrator (5+) 90 130 110
Senior Contracts Administrator 115 150 130
Contracts Manager 120 175 135
Commercial Manager 150 220 165
Operations Manager 170 260 200
Design Manager 125 180 145
Cadet / Estimator 35 60 45
Estimator 75 130 110
Senior Estimator 120 175 135
low high avge
$000s $000s $000s
Chief Estimator 150 220 165
Leading Hand 55 88 70
Foreman 90 130 110
Site Manager 120 150 130
Facilities Manager 75 110 90
HSE Advisor 75 90 80
HSE Manager 130 200 150
Procurement Manager 75 130 110
Structural Engineer (0-2 years) 40 50 45
Structural Engineer (2-5 years) 60 75 70
Structural Engineer (5-10 years) 80 120 100
Structural Engineer (10+ years) 100 150 130
Surveyor 75 135 95
engineering Mechnical
Electrical Engineer (0-2 years) 40 50 45
Electrical Engineer (2-5 years) 60 75 70
Electrical Engineer (5-10 years) 80 120 100
Electrical Engineer (10+ years) 100 150 130
Electronics Designer 65 90 75
Electronics Drafter 50 90 75
Mechanical Designer 65 90 75
Mechanical Drafter 50 90 75
Mechanical Engineer (0-2 years) 40 50 45
Mechanical Engineer (2-5 years) 60 75 70
Mechanical Engineer (5-10 years) 80 120 100
Mechanical Engineer (10+ years) 100 150 130
engineering continued
continued next Page
23
-
Figures are base salary not including superannuation.
low high avge
$000s $000s $000s
engineering electrical
Electrical Engineer (0-2 years) 45 55 50
Electrical Engineer (2-5 years) 60 75 70
Electrical Engineer (5-10 years) 80 150 100
Electrical Engineer (10+ years) 100 180 150
engineering Mining, energy & reSourceS
Graduate Engineer 55 85 60
Mining Engineer 110 150 120
Drill & Blast Engineer 105 130 115
Surveyor 90 135 110
Project Manager 120 200 180
CHPP Manager 170 230 195
Mine Manager 180 250 220
Mine Planning Engineer 95 165 125
Technical Services Manager 160 210 185
Deputy 110 150 130
Undermanager 140 180 160
Open Cut Examiner 135 180 150
Production Superintendant 140 180 160
OH&S Manager 120 160 140
low high avge
$000s $000s $000s
OH&S Coordinator 90 130 120
Mine Geologist 90 145 115
Senior Geologist 130 170 155
Environmental Officer 90 155 140
Environmental Manager / Superintendent 145 200 170
Maintenance Planner 90 135 120
Maintenance Superintendent 140 180 150
Maintenance Manager 170 220 190
Electrical Engineer 90 160 130
Mechanical Engineer 90 155 130
Engineering Manager 150 210 180
Workshop Supervisor 120 150 130
Open Cut Supervisor 115 165 135
Underground Supervisor 120 175 145
Contracts Administrator 100 160 135
Contracts Manager 150 240 190
Planner 120 145 125
Senior Planner 145 200 165
Estimator 115 150 135
Senior Estimator 150 210 170
Construction Manager 150 225 190
engineering continued
24
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Figures are base salary not including superannuation.
inforMation technology
low high avge
$000s $000s $000s
it ManageMent
Applications Development Manager 120 180 150
CIO/IT Director 160 350 200
Computer Operations Manager 120 140 130
Help Desk Manager 90 130 110
IT Manager 120 170 135
Infrastructure Manager 110 160 125
infraStructure & it SuPPort
Help Desk Support 50 75 60
Desktop/PC Support 60 80 70
Incident Manager 75 95 80
Operator 48 65 58
Operations Analyst 55 80 65
Problem Manager 80 115 100
Wintel Server Engineer 75 115 85
Network Administrator 75 115 85
WAN Engineer 80 115 100
Data Communications Engineer 75 120 100
Change Manager 100 130 120
Network Designer (WAN) 90 130 115
Infrastructure Architect 120 155 140
DBA - DB2 80 120 110
DBA - Oracle 75 125 110
DBA - SQL Server 75 110 100
DBA - Sybase 75 110 100
Security Administrator 80 135 100
Security Architect 120 160 130
Security Engineer 65 95 85
Service Delivery Manager 110 150 135
low high avge
$000s $000s $000s
Unix Systems Administration 85 145 110
Operations Manager 120 145 130
ERP Technical Consultant 85 165 135
ERP Functional Consultant 75 120 85
Trainers 45 95 65
Web Content Manager/Web Master 75 115 100
aPPlication develoPMent & teSting
C++ Software Developer 60 110 80
Java (J2EE) Developer 60 120 85
.Net Developer (C#/VB.Net/ASP.Net) 55 110 85
Analyst/Programmer - Oracle 60 100 85
Mainframe Developer (Cobol, CICS, DB2) 55 110 75
ETL Developer 90 110 95
BI Architect 90 170 120
Applications Architect 85 160 115
Team Leader - (.Net or J2EE) 90 125 110
Tester 60 80 65
Senior Tester 75 95 85
Test Team Leader 85 120 95
Test Manager 100 130 120
Project ManageMent & buSineSS analySiS
Business Analyst 70 95 80
Senior Business Analyst 85 110 95
Systems Analyst 65 90 80
Project Administrator 50 70 60
Project Coordinator 65 85 75
Project Manager 110 140 115
Project Director 125 180 150
25
-
Figures are base salary not including superannuation.
Kelly Scientific reSourceS: SalarieSfMcg
PharMaceutical
SaleS and MarKeting
environMent
26
-
Kelly Scientific reSourceS overviewWhile the trend towards hiring scientific professionals on a temporary or contract basis is expected to continue across all scientific sectors for the next 12 months, the challenge of attracting suitable volumes of qualified talent again looms as the single largest issue facing scientific employers in 2013.
fMcg
The FMCG manufacturing sector is expected
to produce stronger than average levels of
demand for qualified scientists in 2013 across
disciplines including Applied Science and
Quality Assurance. The scientific employment
market within this industry is traditionally less
volatile as the role functions including Product
Development and Quality are central to the
success of any organisation in this space.
PharMaceutical
International currency pressures and
high labour costs impacted on the local
Pharmaceutical industry throughout 2012.
Regardless of that fact Australia is still looked
upon internationally as having first class
quality systems and ethics which mirror the
operating mandates of European and US
based Pharmaceutical companies. This means
these companies can in turn utilise the mature
local manufacturing operations as a conduit
into the rapidly growing markets in Asia.
Cutting edge research and innovative
technologies continue to manifest from
Australias booming biotechnology sphere.
The challenge for Australias research institutes
is keeping up with demand for post doctoral
drug development and delivery scientists.
Demand is also expected to continue for
career oriented Clinical Research professionals
and Regulatory Affairs specialists who can
facilitate the journey from IP to market, post
commercialisation.
SaleS and MarKeting
As distribution agencies jostle for position in
an increasingly global market, the competition
for suitably qualified and proven Sales and
Marketing professionals has risen significantly
despite there being a year on year increase
in the number of positions available. With a
larger number of products and services being
imported, local manufacturers are also in a
tight race to maintain and/or increase market
share through their Sales and Marketing
function. Conversely attracting and retaining
talent in this area remains a challenge in a
traditionally high turnover sub-section of the
Scientific Industry.
environMent
Jobs growth in the environmental science field
has been, without doubt, the most notable
aspect of the scientific employment market
during recent times, with further growth in
this area confirmed for 2013. In fact, the
Australian Government forecasts a further 11%
increase in jobs in this field over the five years
to 2016-17.
The introduction of the Australian
Governments price on carbon has supported
this increase. The mining sector in particular
continues to seek environmental scientists,
while green jobs in carbon offset generating
projects are also on the rise.
Given the undersupply of suitably qualified
environmental science candidates, many
corporations are competing fiercely to
hire and invest in up skilling workers from
traditional scientific roles. These corporate
roles are attracting higher salaries and more
extensive benefits than traditional scientific
roles.
Despite recent efforts by Government and
Tertiary Education institutions to improve the
appeal of scientific courses, these corporate
opportunities are expected to result in a
shortage of workers in traditional scientific
areas in the short to medium term.
27
-
Figures are base salary not including superannuation.
low high avge
$000s $000s $000s
fMcg
Laboratory Assistant 39 46 43
New Graduate 39 51 45
Laboratory Technician 41 57 45
Technical Officer 51 66 55
QA/QC Analyst 49 70 60
Industrial Chemist 56 81 65
Senior Chemist 69 81 75
Senior Food Technologist 73 102 90
Food Technologist 51 83 63
Sensory Analyst 51 81 61
Microbiologist 40 66 56
QA Supervisor 64 86 70
Laboratory Manager 81 132 100
QA Manager 80 132 95
Technical Manager 81 183 132
Product Development Manager 80 150 110
Sensory Specialist 55 90 75
Food Safety Coordinator 60 85 72
PharMaceutical
QA Associate 56 85 70
Compliance Associate 51 66 60
Reg Affairs Associate 61 81 75
Senior Reg Affairs Associate 86 107 90
Compliance Manager 86 142 120
Research Assistant 51 64 55
Scientific Officer 66 79 69
low high avge
$000s $000s $000s
Instrument Technician 51 76 60
Analytical Chemist 56 81 65
Formulations Chemist 61 96 85
Chief Chemist 76 102 95
Research Chemist 63 81 72
Senior Research Scientist 70 91 80
Biomedical Scientist 56 82 61
Molecular Biologist 56 82 64
Laboratory Supervisor 61 76 65
Project Manager - Development 86 132 120
Formulation/R&D Manager 80 152 125
Reg Affairs Manager 81 152 135
Reg Affairs Director 147 203 180
Regional Reg Affairs Director 178 254 230
Clinical Trial Administer CTA 41 61 50
Clinical Research Associate CRA 56 81 70
Senior CRA 76 102 88
Clinical Data Manager 61 71 66
Clinical Project Manager 91 132 110
Clinical Operations Manager 112 142 120
Clinical Business Manager 102 152 125
Clinical Statistician 81 132 92
Drug Safety Manager 112 152 130
Medical Affairs Associate 71 112 85
Medical Affairs Manager 91 132 110
Medical Director 183 254 225
Scientific / regulatory affairS / clinical reSearch
28
-
Figures are base salary not including superannuation.
low high avge
$000s $000s $000s
SaleS & MarKeting
GP Representative 56 76 60
Hospital Representative 76 96 80
Medical Devices Representative 76 102 85
Scientific Sales Representative 71 102 88
Account Manager 76 96 80
Regional Sales Manager 91 147 110
National Sales Manager 132 188 150
Sales Director 173 223 220
Marketing Assistant 56 66 60
Marketing Analyst 81 112 90
Product Specialist 76 96 80
Brand Manager 81 127 100
Product Manager 96 127 105
Business Development Manager 91 152 123
Marketing Manager 122 152 138
National Marketing Manager 132 167 142
Marketing Director 152 203 180
low high avge
$000s $000s $000s
environMent
Environmental Consultant CBD Based 71 91 80
Environmental Principle Consultant CBD 102 132 115
Environmental Superintendent 152 193 180
Environmental Advisor FIFO 117 152 130
Metallurgist FIFO 91 127 112
Laboratory Technician FIFO 61 81 70
Mine Geologist 91 157 124
Exploration Geologist 81 132 95
HSE Manager FIFO 152 183 160
HSE Officer 76 112 83
Environmental Scientist 64 112 89
SaleS & MarKeting / environMent
29
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actcanberra 7 Mort Street Canberra, ACT, 2600 Phone: 61 2 6209 1060Fax: 61 2 6230 0237E-Mail: [email protected]
nSwParraMatta Suite 2, Level 2, 60 Phillip StreetParramatta, NSW, 2150Phone: 61 2 9865 8383Fax: 61 2 9865 8393E-Mail: [email protected]
SydneyGround Floor, 15 Castlereagh Street Sydney, NSW, 2001Ph: 61 2 9246 6000 Fax: 61 2 9246 6080 E-Mail: [email protected]
weStern Sydney Unit 8, 55 Newton Road Wetherill Park, NSW, 2164 Phone: 61 2 9827 0900Fax: 61 2 9827 0999E-Mail: [email protected]
QueenSlandbriSbane Level 6, 100 Edward Street Brisbane, Qld, 4000 Phone: 61 7 3405 3333 Fax: 61 7 3405 3300E-mail: [email protected]
gold coaStLevel 3, 12-14 Marine Parade Southport, Qld, 4215 Phone: 61 7 5558 5777 Fax: 61 7 5564 0684 E-Mail: [email protected]
townSville Level 4, 370 Flinders Street Townsville, Qld, 4810 Phone: 61 7 4760 1022 Fax: 61 7 4760 1039 E-Mail: [email protected]
South auStralianorth adelaide 192 Melbourne StreetNorth Adelaide, SA, 5006Phone: 61 8 8403 8181Fax: 61 8 8403 8191E-Mail: [email protected]
victoriaMelbourne Level 20, 459 Collins Street Melbourne, VIC, 3000Phone: 61 3 9204 4242Fax: 61 3 9204 4200E-Mail: [email protected]
oaKleigh Level 1, 2 Eaton Street Oakleigh, VIC, 3166 Phone: 61 3 9203 5999Fax: 61 3 9203 5959E-Mail: [email protected] weStern auStraliaPerth Level 1, Quayside, 2 Mill StreetPerth, WA, 6000 Phone: 61 8 9229 1800Fax: 61 8 9229 1899E-Mail: [email protected]
head officeGround Floor, 15 Castlereagh Street Sydney, NSW, 2001Phone: 61 2 9246 6000 Fax: 61 2 9246 6793E-Mail: [email protected]
30
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