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Rail Newsletter | February 2022

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Spotlight on Rail

The Rail Industry showed no signs of slowing down across Australia throughout last year with several major project announcements across the Metronet, Inland Rail, Melbourne Level Crossing Removal program, Port Botany, Regional Rail Revival, and the Sydney Metro Station upgrades. It has been just as busy for the Freight industry with significant investment being plowed into Tier 2 Train Lines and with CBH production increasing to an estimated 2.2 million tonnes per month. They have been given the go-ahead for four additional grain load-out facilities at Moora, Brookton, Cranbrook and Broomehill.

Titan has also seen growth within the Rail discipline from hosting our first Rail Networking event here in WA to sponsoring the RTSA WA Annual Dinner in November 2021. We have also partnered with an additional six Rail businesses across Australia, whilst bringing on two additional Consultants dedicated to recruiting within the Rail Industry.

For more information on our Rail event summary please click here.

Key Rail Projects

Key Project announcements over the past 6 months:

  • Midland Station

  • LXR Armadale Level Crossing

  • Byford Rail Extension

  • Shepparton Line

  • Blackheath Station

  • North East Rail Line

  • Narromine to Narrabri

  • Narrabri to North Start

  • Border to Gowrie

  • Pakenham Level Crossings 

Projects Given the Green Light:

  • The Melbourne Airport Link

  Airport Station Package

  Viaduct Package

  Corridor Package

  Maribyrnong River Bridge Package

  Sunshine to Albion Package, and

  Rail Systems Package.

  • Stockinbingal to Parkes

  • High Capacity Signalling – Perth 

Skills Shortage

Whilst all the project work is increasing, we still have a shortage of the technical skills that we require to deliver these projects. Expertise within track, signalling and OLE are always the main pressure points in the Rail Industry. 

We’re pleased to announce that Titan has the approval to provide Skilled International Candidates to our client base in Australia via a TS482 Labour-On Hire Agreement. This means that we work with the Department of Immigration to fast-track visa sponsorship for international individuals, supplying our clients with these skilled candidates to support the demands of their ongoing rail projects.

For more information about our international candidate sponsorship please click here.

Gender Diversity

According to the Australian Rail Association, we’re seeing a focus on gender diversity with more women advancing their careers in Rail. Their recent survey showed that women now make up 27% of the national Rail workforce. This is a 6% improvement over the past 2 years! They have also reported that 22% of management roles are now held by women, which is excellent to see their career progression as these women become promoted.

Salary Reporting

The Professional Engineers Employment and Remuneration Report 2021/22 states that salaries have increased by 1.6% in the last year within the Engineering Profession. Those with an accreditation like RPEQ have had a premium increase of 27.3% with a median package of $165,138, compared to a median of $131,400 for those without the accreditation. Average salaries across Australia within the Rail industry are currently reported at: 

  • Level 1 (0-2 years) $77,223 package

  • Level 2 (3-4 years) $132,237 package

  • Level 3 (5-7) $156,798 package

  • Level 4 (8-9) $171,863 package

  • Level 5 (10-20) $274,742 package

  • Level 6 Senior Leader $297,115 package

To download and read the report please click here.

Over the last six months, the biggest challenge that our clients are facing is trying to fill a range of the below roles, where we are pleased to assist with numerous successful placements from both local and international candidates.

  • Track Inspector

  • Track Engineers

  • Engineering Managers

  • Design Managers

  • Rail Designers

  • Project Engineers

  • Project Managers

  • Signalling Engineers

  • Supervisors – Track, Overhead and Signalling

  • Protection Officers

  • SCADA / Communication Engineers

  • Planners

  • Dot Controllers / Admins

Key Workplace Factors

From sourcing these Candidates and finding out their key motivators on wishing to pursue other opportunities, I have found that the reasons they are seeking new employment have been widely to do with the below factors. I’ve found that the top reason candidates are choosing a new role is because their personal development plan was not being put in place effectively in their existing role.

  • Professional Development

  • An Increase in pay

  • Unhealthy workplace culture

  • A more challenging workload

  • Seeking better management

  • Improved work-life balance

  • Promotion

In my opinion, professional development is a critical aspect of staff retention, and I encourage all leaders across any business to reflect on this information and ask themselves, “have I done all I can to ensure I am doing right by my current employees?.” I’d be interested to hear your thoughts on why you believe 12.9% of the Engineering community have moved into a new opportunity in the last 12 months. Is this a high percentage? What do you see as key factors for staff retention? 

Want to know more information? From specific job titles to market information and project awards, please do let me know! I’d be happy to provide further insights over a coffee / virtual coffee throughout the coming month.

Please contact Lianne Adlington on (08) 6467 0603 or for assistance.

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