Salary Survey

INDICATIVE QS SALARY SURVEY FOR MARCH 2007

The latest survey results for the QS indicative salaries are shown below. The first indicative QS salary survey was conducted in April 2001 and it was repeated in 2003.

Many employers offer staff additional rewards such as incentive/performance bonuses on a job by job or annual basis, salary sacrificing re superannuation, car/telephone, AIQS subscriptions, profit sharing etc.  However, the extent of these additional rewards (which may be from $500 up to $50,000 or more in some cases), will be dependent on the seniority/experience of the employee and the contribution they make to the firm's success.  Some of these rewards may only be available to Directors and Partners in the firms.

The ability of individuals to achieve the levels of salaries shown in this survey, will largely depend on the following:

1. The qualifications, skills, experience and personal abilities of the employee.

2. The geographic location of the employer and their ability to pay.

3. The prevailing economic conditions, level of construction activity and success of the employer to win work.

4. The type of services provided by the employer.

INDICATIVE QS SALARY SURVEY FOR MARCH 2007

INDICATIVE QS SALARY SURVEY FOR MARCH 2003

AIQS - INDICATIVE QS SALARIES REVIEW - Mar-Apr 2001

Number of QS firms in each salary range
Level	18-20K	20-25K	25-30K	30-35K	35-40K	40-50K	50-60k	60-70K	70-80K	80-90K	90-100K	100-120K	120-150K	150-250K
Graduate	4	12	15	13	6	1
Junior QS 1 to 5 yrs	1	6	13	24	23	19	7
Experienced QS 6 to 10 yrs				2	7	24	27	18	9	1
Senior QS 11 yrs & above						1	17	26	19	17	10	4	1
Very SeniorQS/ Directors/ Partners							1	2	12	23	26	20	14	8

Many employers offer staff additional rewards such as incentive/performance bonuses on a job by job or annual basis, salary sacrificing re superannuation, car/telephone, Institute subscriptions, profit sharing etc. However, the extent of these rewards will be dependent on the seniority/experience of the employee and the contribution they

The ability of individuals to achieve the levels of salaries shown in this survey, will largely depend on the following:

1. The qualifications, skills, experience and personal abilities of the employee.

2. The geographic location of the employer (ie from state to state, region to region) and their ability to pay.

3. The prevailing economic conditions, level of construction activity and success of the employer to win work.

4. The type of services provided by the employer.