resources & mining salary guide 2013

7/27/2019 Resources & Mining Salary Guide 2013

1/24

RESOURCES& MININGGLOBAL SALARYGUIDE 2013Global salaries and recruiting trends.


2/24

SURVEY RESPONDENTS

RESPONDENTS ALSO

RESPONSIBLE OR hIRING

IN ThE INDUSTRY

RESPONDENTS WORKING

OR MINING hOUSES

COUNTRIES WORLDWIDE

REPRESENTED

DISCIPLINEAREAS COVERED

10,000

1,30018%

3718

ThANK YOUWe would like to express our gratitude to all those organisations and individuals who participatedin the collection o data or this years survey.

Disclaimer: The Resources & Mining Global Salary Guide 2013 is representative o a value added service to our clients and candidates. Whilst every care is taken in thecollection and compilation o data, the survey is interpretive and indicative, not conclusive. Thereore inormation should be used as a guideline only and should not bereproduced in total or by section without written permission rom the producers o this guide.

SURVEY SUMMARY


3/24

1 Overview

2 A Global Perspective

Section One - Salary Inormation

6 Salaries

Section Two - Industry Beneits

9 Overview

Section Tree - Industry Employment

11 Staing levels

12 Diversity & movement o workorce

14 Experience and tenure

16 Employment mix

Section our - Economic Outlook

18 Industry outlook

19 Most signiicant issues

CONTENTSOVERVIEW

The past year was another eventul year in the resources and mining

industry and we ind ourselves working through the cycle o a

downturn in commodity prices, and the subsequent recovery.

This cycle is the ultimate driver in the industry as ar as the staing

markets are concerned, however, not all geographical regions are

aected in the same way, and the world is a patchwork o the wealthy

and not so wealthy. Remuneration in the industry is as a consequence

enormously diverse, relecting local economies, skill shortages and thenature and type o operations that exist.

With a large percentage o mining proessionals working overseas rom

their country o origin, this document seeks to record and inorm

readers o the various remuneration levels around the world, and the

employment trends, orces and events that govern those salaries. With

commodities luctuating enormously over the last ew years and seeing

the eect that this ultimately has had on staing levels, understanding

and insight into the current and orecasted cost o labour in the

industry has surely never been in such demand.

As part o the global leader in specialist recruitment, Hays Resources &

Mining has a long and successul history in recruiting proessionals and

skilled operatives within this industry. This capability is built on more

than ten years experience and a network o 17 oices across 6countries. Where possible we have included this knowledge and

experience into the many acts and igures that the survey has

produced, and in so doing have created a reerence document to guide

and inorm both recruit decision makers and job seekers alike.

Despite this experience and insight Hays would not have been able to

produce this document without the comprehensive assistance o our

partners, Inomine. We would like to thank them or their eorts and

invaluable insights.

2012 was dominated by the downturn in commodity prices, brought

about by a slow-down in growth rom China. This saw the majority o

mining houses quickly re-align their cost base with the new economic

environment which resulted in a sharp downturn in hiring throughout

the back end o the year as capital expenditure was slashed and

projects were put on hold. Our survey was conducted over Decemberand January and consequently coincided with the bottom o the

market in terms o the downturn. Certainly rom our own experience

the market has bottomed out and as 2013 moves orward we see

some renewed conidence or the medium term.

In comparison to the previous downturn in 2008/9, this cycle is neither

as deep nor as prolonged, and relects a desire by companies to

balance the cost/revenue equation rather than any ight or survival.

O course, it goes without saying those businesses that have been less

than prudent with their costs will be eeling the pinch.

Whilst the mature markets o Australia, Canada and to some extent

Brazil elt the ull orce o the decline in demand, the emerging markets

in Arica were capitalising on those seeking higher margins and a

better potential return at lower product prices. The obviousimpediment to these investment dollars came in the orm o security

issues, irstly with events in South Arica at the Marikana mine, and

more recently in Mali.

Inextricably linked with levels o security is the political back drop in

each country and region, and this also impacts on how each country

ares in being able to attract investment dollars, which in turn drives

activity and salaries.

The results o our indings make or some ascinating reading with

each piece o data having a story to tell. From political strie to armed

conlict, a new ind o rare metals, or increased demand rom

neighbouring markets, each countrys salaries relect the rise or all in

their mining industry or the year 2012. As with our other salary guides,

it is the trends over time that become o most interest and we very

much look orward to producing this guide again in years to come. In

the meantime we hope you enjoy our 2013 edition.

2013 Resources & Mining Salary Guide | 1


4/24

A GLOBALPERSPECTIVE

CHILE

Strong proessional base and

stable political environment

ensures Chile outperorms

neighbours.

CANADA

Despite downturn, skill shortages

exacerbated by rapidly aging workorce.

SCANDINAVIA

Norway, Sweden and Finland touted

as next big resource opportunity.

2 | 2013 Resources & Mining Salary Guide


5/24

AUSTRALIA

Bears the brunt o the

downturn in late 2012.

CHINA

Slowdown in manuacturing

output, causes a global drop in

commodity prices.

AFRICA

Benefts rom downturn as investors

seek low cost mining opportunities.



6/24

SECTIO

NONE:SALARYINfORMATIO

N

SECTION ONESALARYINORMATIONMore than 62 per cent o respondents saw their permanent

base salary rise over the last 12 months



7/24

Despite the downturn in late 2012, salaryexpectations rise or 2013


ChANGES TO SALARIES IN ThE LAST 12 MONThS

EXPECTED SALARY ChANGES IN ThE NEXT 12 MONThS

40%

41% 21%

32%

31%

25%

7%

3%

Increase

more tan 5%

Increase

more tan 5%

Increase

up to 5%

Remain

Static

Increase

up to 5%

Decrease

Remain

Static

Decrease


8/24

SALARY INFORMATIONSalaries


PERMANENT BASE SALARIES

In December 2012 to January 2013 we polled over 10,000 individuals and

asked them a range o questions on their world o work within the resourcesand mining industry. Utilising both the database o Hays Resources & Miningand that o our partners Inomine, we were able to engage with proessionalsand skilled workers in the industry throughout the world, and this hasresulted in over a quarter o a million separate pieces o data. It is the irsttime that such a comprehensive worldwide study o remuneration trends inthe resources industry has been concluded.

At the time o polling, respondents were asked to provide us their base salaryin US dollars and these igures have been collated and presented opposite.(Further data was also collected on beneits and allowances and these arepresented in the ollowing section) The igures are split by local and importedsalaries as the two can vary enormously. Local salaries are ar more indicativeo the local environment, pay scales and domestic economies. Importedsalaries are more relective o the global industry and are a mix o expatproessionals and a smaller portion o imported cheaper labour. Consequentlythey are, with a ew exceptions, higher than the local equivalent salary.

O the six countries importing skills at a lower cost than local labour, ive o

them are in Europe and the sixth is Australia. This phenomenon in theEuropean countries relects in the most part the ree movement o labourallowed within the European Union. The other two - Norway (Outside o theEuropean Union) and Australia both sit at the top o the league tables onlocal salaries and consequently anyone coming in rom other nations will bydeinition come rom a lower paying country.

Making up the top ive local salaries are Norway, Australia, Canada, Germany,and the USA. As discussed above, local economies outside o the resourcesindustry and their relative pay scales have the largest eect on the localsalary igures we have listed or the mining industry; however these numberscan also be impacted by how much investment the country can attract to itsresources industry.

On the imported salaries there are a multitude o other orces at play. Manyo the countries paying the highest levels o salaries to oreign proessionalshave to do so, to oset perceived low standards o living. These can includeunattractive work locations, diicult environments, or in some cases adversesecurity through insurgency or even armed conlict. The top ive imported

salaries can be ound in Mongolia, Papua New Guinea, Russia, Bolivia, andKazhakstan, although there are many other countries paying in excess oUS$100,000 in order to attract the talent they need.

ANNUAL SALARIESBY COUNTRY (US$)

Local average

annual salary

Imported average

annual salary

Angola 40,800 135,700

Argentina 41,600 133,300

Australia 137,100 135,600

Bolivia 52,300 156,900

Botswana 49,500 N/A

Brazil 76,800 112,100

Canada 101,800 110,600

Chile 92,200 112,800

China 51,400 132,500

Colombia 61,100 131,500

Congo (DRC) 53,000 104,500

Germany 99,100 84,200

Ghana 39,200 152,100

India 46,000 110,000

Indonesia 40,300 149,100

Ireland 90,900 70,500

Italy 57,400 39,300

Kazakhstan 22,500 153,900

Malaysia 43,400 137,100

Mexico 56,100 120,600

Mongolia 35,400 165,600

Mozambique 45,100 116,700

Namibia 47,700 93,700

New Zealand 85,300 109,500

Norway 158,700 121,900

Peru 73,100 137,200

PNG 35,200 162,200

Poland 51,800 65,500

Russia 42,700 157,900

South Arica 68,400 114,000

Spain 48,500 128,600

UK 89,100 82,000

Ukraine 54,200 15,700

USA 96,900 110,500

Vietnam N/A 146,500

Zambia 48,600 127,000

Zimbabwe 41,200 113,500

Background or this sectionOnly where the sample size is large enough have we listed gures in these tables. Where not enough responses were received, entries are returned as N/A.

Permanent sta salaries are the gures returned by respondents as their base salary in US dollar equivalent gures (respondents were asked to convert their salary into US

dollars using xe.com at the time o responding) excluding one-o bonuses, pension, share options and other non-cash benets, or those working on a yearly payroll. Those

on a daily payroll are extracted and listed separately. The average salaries listed under local labour are representative o respondents based in their country o origin. Salaries

listed under imported labour are representative o those who are working in that country but originate rom another.

Note: Base salary only in USD equivalent.


9/24

SECTIONONE:SALARYINFORMATION

SECTIONTWO:INDUSTRY

BENEFITS

SECTIONTHREE:INDUSTRYEMPLOYM

ENT

SECTION

FOUR:ECONOMICOUTLOOK

SALARY INFORMATIONSalaries

SALARIES BY DISCIPLINE

This table combines both imported and local salaries and is split by the principal disciplines within the resources and mining industry. Analysingthe igures by regions it is clear that Australasia is currently leading the way or most o these. North America is the next most expensive region,ollowed by Europe, Arica, Asia, and inally South America.

O some surprise were a number o low rates o pay in Europe, however, with most o the action (and these salaries) emanating rom EasternEurope, it is perhaps understandable. The act that most o the continent is in recession should also not be overlooked.

The disciplines demanding the highest rates o pay were General Management, Construction Management and Business Development. At the timeo writing each o these job groups were coming under some stress with the lack o orward investment, consequently we would expect theseigures to all urther rom their current levels.

At the other end o the spectrum Procurement/Supply Chain, Mine Operations and Mine Engineering/Surveying were at the bottom. The latter two

certainly account or a large proportion o entry level sta, which would naturally see their averages brought down. With the downturn in activity,demand or skills in supply chain and procurement has been particularly reduced.


ANNUAL SALARIES

BY DISCIPLINE TYPE (US$) Arica Asia Australasia Europe

Nort

America

Sout

AmericaProject Controls 68,857 89,500 157,520 139,857 135,469 86,962

Civil/Structural Design 91,800 N/A 137,118 N/A 106,105 111,000

HSEQ 75,879 76,758 137,128 87,905 102,556 64,907

General Management 139,267 136,526 179,822 156,242 146,615 156,875

Construction Management 163,750 N/A 167,972 N/A 119,400 128,667

Business Development & Strategy 114,473 120,102 165,372 141,806 109,250 82,343

Procurement/Supply Chain 59,161 78,626 108,033 100,250 87,319 72,077

Geology 83,982 79,865 128,857 N/A 90,032 87,986

Mechanical/Electrical Design 84,333 N/A 144,846 N/A 101,821 58,500

Mine Operations 74,082 78,550 126,754 72,867 95,654 66,412

Maintenance 108,125 115,273 133,335 82,667 111,856 81,214

Mine Engineering/Surveying 76,980 61,980 143,070 77,845 92,528 70,831

DAY RATES OR CONTRACTORS BY REGION

Day rates are much more relective o how industries are aringand tend to be more in tune with short term changes in industrydemand, whether this is seasonal or geographical. For this reasonit is oten necessary to analyse such trends on a regional basis toiron out speciic inluences that are particular to local events orprojects. Our igures in the ollowing table represent the day rateso those respondents working on contract by continent.

With the market alling in the second hal o the year, these rateswould have already been in decline when they were taken and weestimate that they had already come down 15 per cent rom peak.

We see that there is urther erosion to come as we move into 2013,although most o the all has already occurred.

Australasian salaries and day rates in particular were experiencingextreme pressure towards the latter part o the year and over the inal quarter many were in ree all. This said by the time we took our data theystill remained the highest on average worldwide. The region was also the only one globally to be hiring contractors at a cheaper rate than what ispaid to local contractors.

Whilst Asia, Arica and to some extent South America, still lag behind their counterparts in the value o contractor rates (at least locally) it is inthese ormative labour markets that the use o contractors are growing most rapidly. As the rights o permanent sta increase in these regionsand the hire and ire regimes o the past decline, so does the need to employ some lexibility in the workorce increases, and this is driving theuse o contractors.

CONTRACTOR DAY RATESBY REGION (US$) Local Imported

Arica 260 530

Asia 240 660

Australasia 710 700

Europe 450 630

North America 420 580

South America 350 630

NotesContractor rates are listed as US dollar equivalent day rates as listed by respondents.

HSEQ - Health, Saety, Environment, Quality


10/24

SECTIO

NTWO:INDUSTRYBENEfITS

Bonuses now representthe dominantmechanism by whichcompanies attract andretain their talent.

SECTION TWOINDUSTRY BENEITSO those that receive a bonus, it is on average worth 18.6 per cent

o their total package


TOP BENEITS

Value o the benet as a

percentage o the overall

remuneration pool.

2013

Bonuses 6.12%

Health Plan 2.44%

Pensions 2.20%

Overtime 1.35%

Housing 2.28%


11/24



ENT

SECTION


SECTIONONE:SALARYINfORMATION

SECTIONTWO:INDUSTRY

BENEfITS

INDUSTRY BENEFITSOverview o industry benets

BENEITS

Perhaps unsurprisingly, bonuses represent the most prevalent beneit

provided to sta in the industry, with just ewer than 33 per cent orespondents stating that they receive one. Despite being a slow adopter,the use o bonuses is now very much a part o the remuneration strategyin the resources industry. Indeed most employers will seek to pay basesalaries in line with market orces, and then tailor the bonuses to alignthe candidate and companys interests. In this way they improve hiringresults and retention rates.

O those that receive a bonus, it is on average worth 18.6 per cent o theirtotal package. Combining the percentage o respondents receiving thebeneit with the value it is worth to them, gives us the value o thatbeneit in relation to the overall remuneration pool. For bonuses, thisigure is 6.12 per cent.

The second largest beneit in this regard is health plans at 2.44 per cent,and then pensions are third at 2.20 per cent.

Clearly the management and structuring o pensions varies hugely as youmove around the world between various jurisdictions. With our igureswe have sought to capture only the amounts paid to individuals by theiremployers, omitting any contributions made by the individual. Howeverwe do note that almost 40 per cent o pensions were supplementary.

18.6%

7.8%

7.8%

14.3%

9.4%

9.1%

12.9%

9.9%

10.4%

10.0%

8.4%

13.5%

9.9%

8.0%

11.4%

32.9%

8.0%

16.3%

9.5%

2.1%

24.0%

4.5%

3.9%

2.6%

7.5%

29.2%

2.7%

10.5%

9.8%

15.5%

11.2%

18.4%

Bonuses

Meal allowance

Car/Transport/

Petrol

Overtime

Commission

Pension

hardsipallowance

Scooling

hazardous

danger pay

Sare sceme

healt Plan

Tax Assistance

home leaveallowance/igts

Training

Accident/Lie

Insurance orequivalent

housing

No Benefts

Percentage

tat receivete beneft

Average

percentage o teirtotal package

OVERVIEW O INDUSTRY BENEITS

WhAT TYPE O PENSION ARE YOU ON?

60.5%Company paid

39.5%Supplementary

8.0%


12/24

SECTIO

NTHREE:INDUSTRYEMPLOYMENT

SECTION ThREEINDUSTRYEMPLOYMENTCondence remains high with over 50 per cent

o employers expecting salaries to rise in the next year.



13/24


SECTIONTWO:INDUSTRY

BENEFITS

SECTION


INDUSTRY EMPLOYMENTStafng levels


ENT


Despite the tough trading conditions o the latter hal o the year, 56 percent o employers in the industry still remain bullish about the outlook andbelieve that staing levels will increase in the next 12 months. This is urther

boosted by over 17 per cent o them believing that levels will increase by 10per cent or more, and only 13 per cent seeing any level o decline.

In comparison to recent years, this level o conidence has clearly taken adownturn; however it is still a positive response and one that wouldcompare avourably with most other industries at this time. Regionallythere were o course marked dierences with Arica and South Americahaving the most positive outlook.

TEMPORARY VS CONTRACT

O our sample we had just over 22 per cent o respondents working oncontract, either directly or through a recruitment consultancy such asHays. This, we believe, is a air relection o the level o contractinghappening in the wider industry; however, with the recent realignment inrevenue we expect this level to decline marginally in the irst hal o 2013,beore starting to recover and once again climb towards the end o the

second quarter 2013.There was a slightly larger pool o respondents that believe the year willsee an increase in contracting levels than a decline and this is consistentwith our belie that this sector will rebound all be in the latter part o 2013.

Perhaps more signiicantly, over 23 per cent o those employers thatresponded stated that they did not use contractors whatsoever. It will beinteresting to see how this igure changes in subsequent years.

USE O EXPATS

The use o expats appears to be relatively lat at around 5 per cent o theworkorce. Typically these are senior roles with incumbents movedbetween countries by their existing employers. It is becoming increasinglyrare to see new sta recruited and employed on an expat package, unlessthe mine is in a particularly adverse environment. Indeed almost 50 percent o employers do not employ any sta on expat packages.

Interestingly there were twice as many respondents that believe the levelo expats in the industry will increase, and this perhaps relects theshiting ocus to developing countries in such locations as Arica.

CONIDENCE ThAT STAING LEVELS

WILL ChANGE IN ThE NEXT 12 MONThS

PERCENTAGE O STA EMPLOYED

ON A TEMPORARY OR CONTRACT ASSIGNMENT

PERCENTAGE O WORKORCE

EMPLOYED AS AN EXPAT

EXPECTATION ThAT CONTRACTOR

LEVELS WILL ChANGE IN ThE NEXT 12 MONThS

EXPECTATION ThAT EXPAT

LEVELS WILL ChANGE IN ThE NEXT 12 MONThS

27.2%Increase

20.7%Increase

50.8%Remain the same

68.7%Remain the same

22.0%Decrease

10.6%Decrease

Remain static

None

None

31.8%

23.1%

49.8%

Increase between 5-10%

Between 5-20%

Between 5-10%

16.0%

20.4%

13.6%

Decrease11.9%

Increase up to 5%

Up to 5%

Up to 5%

23.3%

24.3%

25.2%

Increase more than 10%

More than 20%

More than 10%

17.0%

32.2%

11.4%


14/24


INDUSTRY EMPLOYMENTDiversity & movement o workorce

GENDER DIVERSITY

At just over 13 per cent o the total workorce being emale, this is a low

to moderate level o representation in comparison to other industries.With skill shortages remaining prevalent despite the downturn, thiswould appear an opportunity missed by most employers. That said, theissue is not easily resolved with a range o actors contributing to lowparticipation rates. From our own studies we know that there are lowlevels o emale uptake in engineering or mining related courses, this isthen exacerbated by an adverse perception o the industry by womenseeking long term careers.

There appears no shortage o motivation to increase the level o emalesin the industry, so we look orward to tracking these numbers in uture.

DEMOGRAPhICS

When considering the age demographic in the industry, there appears

to be more than enough representation in the entry level ranks toreplenish those retiring. Indeed when comparing the numbers under 30to those over 55 the ratio is 1.35 (replacement ratio).

When breaking this down by region Arica has the highest ratio in thisregard at 2.49 and Asia is second at just over 2.03. The lowest ratio is tobe ound in North America, which is widely perceived as a region withan ageing population problem across multiple engineering industries.This said, we ound a replacement ratio in the region o 1.06 which is stilla positive result and does not cause too much concern.

13.0%

9.0%

13.7%

11.3%

14.7%

10.6%

87.0%4.7%

11.6%

91.0%

15.2%

8.3%

86.3%

15.7%

4.8%

88.7%

12.9%

1.6%

85.3%

13.0%

89.4%

12.3%

Arica

24 and under

50-54

Asia

25-29

55-59

Australasia

30-34

60-64

Europe

35-39

65 and over

Nort America

40-44

Sout America

45-49

Male emale

REGIONAL GENDER DIERENCES AGE DEMOGRAPhICS

DIVERSITY O STA

86.8%Male

13.2%Female


15/24


SECTIONTWO:INDUSTRY

BENEFITS

SECTION


INDUSTRY EMPLOYMENTDiversity & movement o workorce


ENT


MOVEMENT O WORKORCE

With 23.15 per cent o the workorce working outside o their country o

origin this is a sizeable proportion o the market place. Comparativelythis level o migration would be signiicantly above most industriesdomestically, however it is someway behind those in oil and gas whichtypically runs at approaching 50 per cent.

Regionally North America has lowest level o inward migration at just 12per cent. Canada accounts or a large amount o this market and hasenjoyed a buoyant market or some time. It has also had the acility toutilise top up labour rom south o the border when its own extensiveresources get stretched.

The Australian market has no such pressure release valve close to handand has to import rom multiple geographies all around the world.Traditionally this has meant North America and the UK, althoughincreasingly Asia is supplying these skills. In terms o which region isimporting the most skills again it is Asia with over 45 per cent o thoseworking in Asia working outside o their country o origin.

In terms o which region is the largest exporter o skills to oreigncountries, Europe outstrips the rest by some way, and has a hugepopulation o over 63 per cent working in overseas markets. Part o thishigh igure can be attributed to the reedom o movement within theEuropean Union, however the UK continues to be one o the worldslargest exporters o sta overseas particularly to the Arican and Asianmarkets, and we ound almost 77 per cent o UK nationals working abroad.

36.5%

30.7%

63.5%

69.3%

45.5% 54.5%

38.2% 61.8%

30.8% 69.2%

22.0% 78.0%

33.5% 66.5%

64.3% 35.7%

12.0% 88.0%

14.5% 85.5%

26.1% 73.9%

22.4% 77.6%

Arica

Aricans

Asia

Asians

Australasia

Australasians

Europe

Europeans

Nort America

Nort Americans

Sout America

Sout Americans

Imported labour

Working overseas

Local labour

Working in ome country

IMPORTED WORKORCE VERSUS LOCAL WORKORCE BY REGION

WORKING OVERSEAS VERSUS WORKING IN hOME COUNTRY BY REGIONAL NATIONALITY

MOVEMENT O ThE WORKORCE


16/24


17/24


SECTIONTWO:INDUSTRY

BENEFITS

SECTION


INDUSTRY EMPLOYMENTExperience and tenure


ENT


WhEN CONSIDERING A NEW ROLE WhAT IS MOST IMPORTANT TO YOU?

24.5%Salary

10.5%Location

16.9%Career opportunities

8.1%Workplace culture/environment

2.5%Potential bonuses

15.4%Work/lie balance

3.7%Opportunity or travel

5.7%Training& development

12.7%Job security

SOURCE O NEW EMPLOYMENT

Newspaper Company website Online job board Word o mouth

Head hunter Agency Internal move Other

4% 12%

28%

16%12% 9% 9%

10%

SEEKING WORK

It is perhaps ironic that in an age where our lives are controlled by what is online that word o mouth remains the largest method or candidates seeking a

new role. This, however, is consistent with most industries, and the use o third parties is still viewed by many as a back up. As expected, the use o printmedia continues to wane as an eective channel, and the advent o social media is sure to erode this urther.

MOTIVATIONS TO SEEK A NEW ROLE

As we would expect, salary remains the number one motivation or thoseseeking a new role. However it is not quite as dominant as some mightexpect with only 24.5 per cent claiming it as the number one actor toconsider when changing jobs. Second on the list were career opportunitieswith 16.9 per cent and then work/lie balance at 15.4 per cent.

The industry is oten perceived as being one that doesnt allow or agood work/lie balance hence we suspect the high score or this element.Whether job seekers are being successul in inding what they seek in anew role (i.e. better work/lie balance) remains to be seen. From arecruiters perspective it is worth taking note.


18/24


INDUSTRY EMPLOYMENTEmployment mix

EMPLOYMENT MIX

The results in this table clearly show that not all companies employ their

sta in the same way, with contractors, EPCMs and consultancies; allemploying a large part o their workorce on contract. Many o these areworking on projects so this is perhaps understandable.

Interestingly the junior explorers also built in a proportion o theirworkorce on temporary contracts; however this seems to reducesigniicantly as you progress through to the mining houses.

EMPLOYMENT MIX BY COMPANY TYPE

Junior Explorers

Equipment Manuacturer

& Supplier

Owner Operators

Mining houses

Mining Services

EPCM

Contractor

Consultancy

77.8%

93.1%

93.0%

90.7%

83.9%

72.6%

67.6%

69.1%

22.2%

6.9%

7.0%

9.3%

16.1%

27.4%

32.4%

30.9%

Permanent Contract

hOW MUCh ANNUAL LEAVE ARE YOU PROVIDED?

6 weeks5.4%

4 weeks42.8%

7 weeks plus4.4%

2 weeks11.9%

5 weeks12.3%

3 weeks20.1%

1 week3.1%


19/24

Skill shortages are now by ar the majorconcern or employers in the industry.


EMPLOYERS CONIDENCE IN ThE CURRENT EMPLOYMENT MARKET

15.7%Extremely positive

42.5%Postive

29.9%Neutral

11.9%Negative

text TBA

2013

SECTIO

NFOUR:ECONOMICOUTLOO

K

SECTION OURECONOMIC OUTLOOKCondence in the market rebounds strongly despite difcult year



20/24


ECONOMIC OUTLOOKIndustry outlook

EMPLOYERS CONIDENCE IN ThE EMPLOYMENT

MARKET

With over 58 per cent o the respondents positive or extremely positiveabout the employment market in the year, these igures appear to deysome o the commentary coming out o the press regarding the state othe industry.

Breaking this level o conidence down by region, we ind consistencyacross most continents with Arica and Asia at the top with 66 per centand 68 per cent respectively o the sample being positive or very positiveon the employment market in the next twelve months. Australasia wasthe only odd one out with only 50 per cent o those in the marketpositive or very positive on the employment market.

We also asked employers where they thought their companys key ocuswould be in the coming year, outside o their own region. This showsSouth America is the clear winner in this regard, ollowed by Asia andArica. All three represent cheaper investment opportunities or newmines, with South America, particularly Chile having an advantage obeing both politically stable and without social conlict.

EMPLOYERS CONIDENCE IN ThE CURRENT EMPLOYMENT MARKET

15.7%Extremely positive

42.5%Positive

29.9%Neutral

11.9%Negative

EMPLOYERS GEOGRAPhICAL OCUS OVER ThE NEXT 12 MONThS OUTSIDE ThEIR OWN REGIONAL AREA

Arica Asia Europe

Australasia North America South America

20% 10%

10% 8% 33%

19%


21/24


SECTIONTWO:INDUSTRY

BENEFITS


ENT

ECONOMIC OUTLOOKMost signicant issues

SECTION



EMPLOYERS CONCERNS IN ThE INDUSTRY

Clearly the recent downturn has shited peoples ocus to the economyand the damage that this can do in terms o employment in a market that

is prone to boom and bust. Whilst capital expenditure projects are noteasily turned o overnight, it is apparent that many o those in thepipeline are not tenable at this level o the market and modern inanciersare quite prepared to shut down operations and wait until such time.

Analysing the igures by region, it is the Australasian continent that isconcerned most by the economy. This is not surprising considering thecost base in Australia is already signiicantly above other regions whichimmediately places new projects under stress when revenues all.

In terms o skill shortages, the North American market is a stand out withover 35 per cent o respondents seeing this as the major concern.Certainly the economy in North America is a current positive and theindustry has perhaps not reached some o the extremes seen in Australiaover the last year so the alignment is not as great. It is not that NorthAmericans arent concerned about the economy, only that skill shortagesremain an issue more there, than anywhere else.

South America was a stand out in terms o the level o concernsurrounding the environment, and with a signiicant portion o the

geographic region still untouched wilderness this is understandable. Asiawas the region that had most concern or saety, and its thereore nocoincidence that they have the worst track record in this regard.

Europe or their part was the region that had most concern onimmigration and overseas visa programs, and not to be let out Arica,was the continent that is most troubled by security issues caused bysocial unrest.

EMPLOYERS CONCERNS IN ThE CURRENT EMPLOYMENT MARKET

EMPLOYERS CONCERNS IN ThE INDUSTRY

Sout America

Nort America

Europe

Australasia

Asia

Arica 25.5% 39.9%

5.4%5.4%4.2%

12.9% 6.6%

18.0% 43.7% 17.4% 6.0%4.2%

6.6%4.2%

21.3% 64.3%

23.6% 46.3% 11.4% 6.5% 5.7%

4.1%

4.4%

2.4%

35.6% 41.7% 12.6%

3.6%

17.0% 37.8% 29.5% 7.1%4.5%

Skills

sortages

Economic

instability

Environmental

Concerns

Saety

regulations

Immigration/

overseas visa

program

Security/Saety

caused by

social unrest

Oter

26.2%Skills shortages

1.8%Immigration/overseas

visa program

50.1%Economic instability

3.9%Security/saety caused

by social unrest

10.5%Environmental

concerns

4.2%Other

3.2%Saety regulations


22/24


PEOPLE PLACED INTO

TEMPORARY ASSIGNMENTS

LAST YEAR

PERMANENT CANDIDATES

PLACED LAST YEAR

CONSULTANTS

WORLDWIDE

OICES WORLDWIDE

COUNTRIES WORLDWIDE

182,000

55,0007,800

24533

We are leading global experts in qualiied, proessional and skilled recruitment. Last year ourexperts placed around 55,000 candidates into permanent jobs and around 182,000 people intotemporary assignments.

We employ 5,500 consultants operating rom 245 oices in 33 countries across 20 specialisms.We have market-leading positions in the UK, Asia Paciic, Continental Europe and Latin America.

hAYS SUMMARY

ays.com


23/24


Global MiningJob Board -Where MiningFinds Its People

InfoMineMining Intelligence & Technology

CareerMineWhere Mining Finds Its People

www.InfoMine.com

Connect to a World

of Mining Informationy News

y Mining Intelligence

y Careers

y Education

y Suppliers

y Cost Estimating

www.CareerMine.com


24/24

Copyright Hays plc 2013 and Inomine Inc. HAYS, the Corporate and Sector H devices, Recruiting experts worldwide, the HAYS Recruiting expertsworldwide logo and Powering the World o Work are trademarks o Hays plc. The Corporate and Sector H devices are original designs protected byregistration in many countries. All rights are reserved. The InoMine logo is protected by trade mark and design laws in many jurisdictions. Thereproduction or transmission o all or part o this work, whether by photocopying or storing in any medium by electronic means or otherwise,without the written permission o the owner, is restricted. The commission o any unauthorised act in relation to the work may result in civil and/orcriminal action.

To ind your local oice please visit the Hays website: ays.com

Australia:AdelaideT: +61 8 7221 4141E: [email protected]

BrisbaneT: +61 7 3231 2692E: [email protected]

DarwinT: +61 8 8943 6000E: [email protected]

hobartT: +61 3 6234 9554E: [email protected]

MelbourneT: +61 3 9670 2066E: [email protected]

Newcastle

T: +61 2 4925 3663E: [email protected]

PertT: +61 8 9254 4595E: [email protected]

TownsvilleT: +61 7 4771 5100E: [email protected]

WollongongT: +61 2 4222 0100E: [email protected]

BrazilRio de JaneiroT: +55 21 2430 6600E: [email protected]

CileSantiagoT: +56 2 24491 340E: [email protected]

CinaBeijingT: +86 10 5765 2688E: [email protected]

CanadaTorontoT: +1 416 367 4297E: [email protected]

VancouverT: +1 604 648 4297E: [email protected]

ColombiaBogot D.C.T: +57 1 742 25 02E: [email protected]

MexicoMexico CityT: + 52 55 5249 2500E: [email protected]

New ZealandCristcurcT: +64 3 377 6656

E: [email protected]

WellingtonT: +64 4 473 6860E: [email protected]

RussiaMoscowT: +7 495 228 22 08E: [email protected]

SingaporeSingapore CityT: +65 6303 0152E: [email protected]

United KingdomLondonT: +44 203 465 0133E: [email protected]

CanadaVancouverT: +1 604 683 2037E: [email protected]

AustraliaBrisbaneT: +61 7 3346 5876E: [email protected]

BrazilBelo horizonteT: +55 31 3284 9256E: [email protected]

MexicoMexico CityT: +52 55 5005 6786 or

+52 55 5005 6787E: [email protected]

Peru

LimaT: +51 1 446 6996E: [email protected] AricaJoannesburgT: +27 11 467 6873E: [email protected]

USASpokane ValleyT: +1 509 328 8023E: [email protected]

Website: inomine.com

resources & mining salary guide 2013

Documents