Compensation InsightHow Worley Pays
A comprehensive analysis of Worley's career bands (W1-W8), compensation by location and role, billable-hours model, PSP equity plans, GID India hub operations, and executive pay in the global engineering and professional services sector.
At a Glance
Career Band Hierarchy
Worley uses an inferred band system (W1–W8) across ~45,500 employees globally. Compensation driven by billable-hours model with heavy project-based incentives.
Executive Leadership (above W7)
Billable-Hours Model
Worley operates on a project-based billable-hours model where engineers and PMs are expected to achieve utilization targets (typically 70–85%). Bonuses are heavily tied to project profitability and individual billability, with GID India hub providing cost arbitrage (14.9% of total work delivered).
Compensation by Band
Total compensation breakdown for Sydney, Australia. All values in AUD.
| Band | Title | Base (Range) | Variable % | Total CTC (Range) | ESOP |
|---|---|---|---|---|---|
| W1 | Graduate / Entry 0–2 yrs | A$76K – A$92K | 5% | A$76K – A$97K | None |
| W2 | Engineer 2–5 yrs | A$87K – A$125K | 8% | A$91K – A$135K | None |
| W3 | Senior Engineer 5–10 yrs | A$120K – A$188K | 12% | A$130K – A$211K | ESP eligible |
| W4 | Principal / Lead Engineer 10–15 yrs | A$170K – A$240K | 18% | A$190K – A$283K | PSP eligible |
| W5 | Manager / Project Manager 10–18 yrs | A$175K – A$320K | 25% | A$201K – A$400K | PSP eligible |
| W6 | Director / Project Director 15–22 yrs | A$250K – A$425K | 35% | A$300K – A$574K | PSP + LTI |
| W7 | Vice President 18–25 yrs | A$350K – A$550K | 50% | A$455K – A$825K | Full PSP + LTI |
| W8 | Group President / Executive 20+ yrs | A$500K – A$2.0M | 75% | A$750K – A$8.6M | Full PSP + LTI |
Source: Glassdoor, Levels.fyi, Worley Annual Report FY2024, ASX filings, H1B visa data (US), industry benchmarks. Australian values include superannuation (12%).
Total Compensation Range by Band
W8 (CEO/Executive) excluded to avoid scale distortion. CEO compensation shown separately in Executive Compensation section.
Salary by Role — Australia
Breakdown by role across Worley's key engineering disciplines and support functions. All figures in AUD per year. Actual total comp includes variable pay (5–25% depending on band).
Engineering
| Role | Average | Range | P90 |
|---|---|---|---|
| Graduate Engineer | A$76,000 | A$70K–A$96K | — |
| Process Engineer | A$102,000 | A$87K–A$130K | A$140K |
| Mechanical Engineer | A$98,000 | A$87K–A$125K | A$135K |
| Electrical Engineer | A$105,000 | A$90K–A$130K | A$142K |
| Civil Engineer | A$95,000 | A$85K–A$120K | A$130K |
| Senior Process Engineer | A$145,000 | A$120K–A$200K | A$220K |
| Principal Engineer | A$195,000 | A$170K–A$260K | A$285K |
| Lead Engineer | A$185,000 | A$165K–A$245K | A$270K |
Project Management
| Role | Average | Range | P90 |
|---|---|---|---|
| Project Engineer | A$115,000 | A$95K–A$140K | — |
| Project Manager | A$165,000 | A$140K–A$220K | A$275K |
| Senior Project Manager | A$220,000 | A$175K–A$340K | A$410K |
| Project Director | A$320,000 | A$250K–A$450K | A$540K |
Specialized / Technical
| Role | Average | Range | P90 |
|---|---|---|---|
| Safety Engineer | A$110,000 | A$95K–A$135K | — |
| HSE Manager | A$145,000 | A$125K–A$175K | — |
| Cost Estimator | A$125,000 | A$105K–A$155K | — |
| Contract Administrator | A$102,000 | A$88K–A$125K | — |
| Technical Authority | A$205,000 | A$175K–A$250K | — |
| Technical Specialist | A$185,000 | A$160K–A$230K | — |
Corporate Functions
| Role | Average | Range | P90 |
|---|---|---|---|
| HR Business Partner | A$120,000 | A$100K–A$145K | — |
| Finance Manager | A$135,000 | A$115K–A$165K | — |
| Marketing Manager | A$130,000 | A$110K–A$160K | — |
| Procurement Manager | A$140,000 | A$120K–A$170K | — |
| IT Manager | A$145,000 | A$125K–A$175K | — |
| Legal Counsel | A$155,000 | A$130K–A$190K | — |
Source: Glassdoor, Levels.fyi, PayScale, Worley Annual Report FY2024, H1B visa data. P90 = 90th percentile where available. Perth premium reflects mining/resources sector demand.
STI Payout & Bonus History
Worley's STI (Short-Term Incentive) is tied to company EBITA, project profitability, and individual performance. Variable pay ranges from 5% (W1) to 75% (W8).
5-Year STI Outcome (% of Target)
Variable Pay % by Band
STI Formula & Metrics
Final STI = Company Performance × BU Performance × Individual Performance × Target STI %
- Company Performance: EBITA, safety (TRIR), customer satisfaction (NPS)
- BU Performance: Project profitability, utilization rates, revenue growth
- Individual Performance: Billable hours, project delivery, leadership
- Billability Target: Engineers typically 70–85% utilization; PMs 60–75%
COVID-19 Impact (FY2020)
In FY2020, Worley cut 11,400 jobs globally (~20% of workforce) and paid zero bonuses due to the pandemic's impact on project pipelines. Recovery began in FY2021 with 65% STI payout, reaching 95% in FY2024 as EBITA hit a record A$751M (+24% YoY).
Equity & Share Plans
Worley uses a three-tier equity structure: PSP (performance shares for executives), ESP (employee share plan for all staff), and DSP (deferred STI for W6+).
Active Plans
STI Deferral Split (W6+): 40/60
Eligibility by Band
| Band | PSP Eligibility | ESP | DSP | STI Deferral |
|---|---|---|---|---|
| W1–W2 | Not eligible | Yes | No | 0% |
| W3 | ESP only | Yes | No | 0% |
| W4–W5 | Eligible (grants) | Yes | No | 0% |
| W6 | Full PSP + LTI | Yes | Yes | 40% |
| W7 | Full PSP + LTI | Yes | Yes | 40% |
| W8 | Full PSP + LTI | Yes | Yes | 40% |
PSP Details (Performance Share Plan)
- Instrument: Performance rights that convert to Worley shares
- Vesting: 3-year cliff vesting subject to performance hurdles
- Hurdles: Relative TSR (Total Shareholder Return) vs ASX 100 peers
- TSR measured using 30-day VWAP at start and end of performance period
- Maximum: 100% vesting if TSR is at or above 75th percentile
- No retest: if hurdles are not met, rights lapse permanently
- Clawback: 7-year clawback period for misconduct or material misstatement
ESP & Share Buyback
- All employees can participate in Employee Share Plan (ESP)
- Aug 2025: Worley announced A$168M share buyback (13M shares @ A$12.92/share)
- Dividend policy: 50–70% payout ratio; recent dividend ~A$0.44/share
- ESP shares typically have 1-year trading restriction
ASX Substantial Shareholder Notices & Trades
Disclosed to ASX under Corporations Act. Includes substantial holder notices (5%+ ownership) and company share buyback activity.
| Date | Person / Entity | Role | Type | Shares | Price (A$) | Value |
|---|---|---|---|---|---|---|
| Aug 2025 | Share Buyback Program | Company | Acquisition | 13,000,000 | A$12.92 | A$168.0M |
| May 2024 | T. Rowe Price Associates | Substantial Holder (5.60%) | Acquisition | 29,600,000 | A$14.50 | A$429.2M |
| Aug 2024 | State Street Corporation | Substantial Holder (5.32%) | Acquisition | 28,100,000 | A$13.80 | A$387.8M |
| 2024 | L1 Capital Pty Ltd | Substantial Holder (5.15%) | Acquisition | 27,200,000 | A$14.20 | A$386.2M |
| Aug 2025 | Chris Ashton | CEO & MD (EEP vesting) | Acquisition | 76,260 | A$12.92 | A$985K |
Substantial Shareholders (SAST)
Under ASX rules, any entity holding 5%+ of Worley's shares must file a substantial shareholder notice. T. Rowe Price Associates, State Street Corporation, and L1 Capital Pty Ltd are the three largest institutional holders as of 2024. These holdings reflect long-term institutional investment in Worley's engineering services and global project pipeline.
Share Buyback (Aug 2025)
Worley announced an on-market share buyback of up to A$168M in August 2025, purchasing 13M shares at an average price of A$12.92/share. The buyback reflects strong cash generation (EBITA A$751M in FY2024) and management's confidence in the business outlook. Shares bought back are typically cancelled, increasing earnings per share for remaining shareholders.
Source: ASX announcements, Worley Annual Report FY2024, substantial shareholder notices.
Executive Compensation — FY2024
| Year | FR | Total | Note |
|---|---|---|---|
| FY2019 | A$1.8M | A$4.6M | Final year before retirement |
| FY2020 | A$1.8M | A$0 | COVID-19; zero bonuses |
FY2024 Record Pay
Chris Ashton's A$8.58M represents the highest CEO pay in Worley's history, driven by record EBITA (A$751M, +24% YoY) and strong TSR performance. LTI vesting reflects 3-year performance period ending FY2024.
Executive & Leadership Compensation
Executive compensation uses PSP (Performance Share Plan) with vesting over 3 years subject to performance hurdles. STI for W6+ has 40% cash / 60% equity split. All equity subject to clawback and malus provisions.
PSP Vesting & Performance Hurdles
- PSP shares vest over 3 years subject to relative TSR (Total Shareholder Return) vs ASX 100
- 40/60 cash/equity split for STI (W6+); equity deferred for 2 years
- LTI uses performance rights with 3-year vesting (ROCE and relative TSR hurdles)
- Clawback applies for 7 years post-vesting in case of misconduct or material misstatement
- No hedging of unvested equity permitted; all subject to Board discretion
Benefits & Perks
Australia
United States (Houston)
Global Programs
- Graduate Development Program — 2-year rotational program across engineering disciplines
- Growth Future Leaders — leadership development for high-potential talent
- Safety Awards & Recognition — monthly SAFE Awards for safety excellence
- Technical Communities of Practice — knowledge-sharing across global offices
- Employee Assistance Program (EAP) — counselling and support services
- Internal Mobility — priority for internal transfers and project assignments
- Professional Chartership — support for CEng, PE, and other professional qualifications
FIFO & Project-Based Work
Many Worley engineers work on Fly-In/Fly-Out (FIFO) arrangements for remote mining and resources projects, particularly in Western Australia. FIFO workers receive additional allowances and typically work 2-week on / 1-week off rosters. Project-based assignments may include international rotations with relocation assistance and hardship allowances.
Performance & Pay Progression
Worley uses a project-based performance model tied to billable utilization, project delivery, and technical excellence. Promotions depend heavily on project leadership and client delivery track record.
Promotion Timeline & Hike
Performance Framework
Glassdoor Ratings
Billability Pressure
Engineers report pressure to maintain high utilization rates, especially during project lulls. Bench time (non-billable) can impact STI outcomes and promotion prospects.
Promotion Criteria
- Technical Authority: Demonstrated expertise in discipline (PE/CEng helpful)
- Project Leadership: Led successful projects as PM or Lead Engineer
- Client Delivery: Strong client relationships and repeat business
- Billability: Consistent 75%+ utilization over 2+ years
- Mentorship: Developing junior engineers and contributing to teams
Key Nuances & Insights
Unlike salaried product companies, Worley engineers are expected to achieve 70–85% billable utilization. Your career trajectory, bonus, and promotion prospects all hinge on hitting billability targets. Bench time (non-billable) can quickly hurt your STI and reputation.
India's 7,500+ engineers in the GID hub deliver 14.9% of total work by value at ~60% lower cost than AU/US. This arbitrage drives margin expansion. However, it also creates tension around onshore role security and limits premium pay for AU-based junior/mid engineers.
Worley is investing heavily in AI-powered engineering tools, digital twins, and automation. Target: 15–20% reduction in project delivery time. This will compress junior engineer roles (W1–W2) and elevate demand for senior technical authorities who can supervise AI-augmented workflows.
Western Australia's LNG and iron ore boom creates fierce engineer competition. Worley pays 8–12% more in Perth vs other AU cities. FIFO roles to remote sites offer additional allowances. If willing to work mining/resources, Perth is the highest-paying AU location.
Despite 75% of revenue targeting sustainability projects by 2030, Worley doesn't pay a premium for sustainability-focused engineers vs traditional oil & gas. Energy transition skills (hydrogen, CCUS, renewables) are in demand, but pay parity with hydrocarbons persists.
Engineers from the 2019 Jacobs ECR acquisition sometimes retain legacy pay structures. Some ex-Jacobs staff report higher base pay for equivalent roles. Pay harmonization is ongoing, creating internal equity concerns.
Chris Ashton's record A$8.58M is half of AECOM's Troy Rudd (US$12.5M / ~A$18M) and Jacobs' Bob Pragada (US$10.8M / ~A$16M). ASX regulations and Australian norms keep exec pay lower than US engineering sector peers despite similar global scale.
Worley's W3–W4 engineers (A$120K–A$240K) increasingly face tech sector poaching (AWS/Google/Atlassian pay A$180K–A$350K for senior engineers). Worley's billable-hours pressure and limited equity upside make retention harder vs tech's RSU packages and better WLB.