RETAIL SALES COMPENSATION SURVEY 2021 Edition

INVITATION TO PARTICIPATE 01 January 2021

The attached materials contain the instructions for preparing your input to the Seventeenth Edition of the Retail Sales Compensation Survey. Initiated as a collaboration with leading retail companies, the survey has been designed to fulfill the need for a specialized and detailed compensation study for the industry. At Western Management, we are looking forward to working closely with you over the coming months to ensure the continued success and growth of this survey.

This survey collects and reports data for Total Cash Remuneration in the form of Base Pay, Target Variable Cash, Actual Variable Cash and Allowances. Data is collected on an incumbent basis to ensure a complete picture of all compensation elements and true percentile analysis.

The survey covers 35 countries, 300+ benchmarks, and over 300 major metropolitan centers. The functional areas covered include specific Retail Sales, plus Specialty Retail, In-Store Support and Corporate-level roles.

The survey fee is $2,850 for ALL countries submitted. Includes access to BOTH the Standard AND Custom Reports for the 2021 survey results through our highly acclaimed DataCentral® reporting system. Reports can be produced in familiar PDF and XLS formats. The Custom reporting capabilities give you the ability to compare your data to that of your selected set of participants. Be sure to review the various DISCOUNTS that we offer to help moderate your costs this year. The results are NOT available to non-participants.

The schedule for this study is:

01 March 2021 Effective Date of Data 1 May 2021 Deadline for submission of data input to WMG ($150 Discount) July 2021 Results Available for Participants via DataCentral®

In order to ensure that participating companies will be able to use this data for salary planning purposes, participants will need to meet the 1 May input deadline. Those who submit data on-time will receive a $150 discount. If you anticipate having difficulty in meeting this deadline, please contact us directly.

All of the Policy & Practice information covered in this survey is collected and analyzed on our website at PolicyCentral®. You can logon at www.wmgnet.com to report and access this information. If you are a previous participant in any WMG survey, your policy information may already be entered in PolicyCentral. Just logon, review and update them as necessary.

Western Management Group is a consulting firm whose practice, since 1972, has been exclusively oriented to the development and conduct of third party, specialized compensation surveys. All data received by Western Management Group is safeguarded in accord with the highest professional standards. You may be assured that no company will have independent access to your confidential data and will not be divulged to any outside party.

We invite and welcome your participation and trust that the resulting report will be of considerable value in the analysis of your compensation programs across the globe. Should you have any questions regarding the survey, please feel free to contact either of us directly.

Best Regards,

Soo Lee DeLynn Gentile Soo Lee Survey Director Survey Manager +1 408 335 7822 +1 408 660 3272 [email protected] [email protected]

237 West Main Street | Los Gatos, CA 95030-6818 | tel: +1 408 399 4900 | fax: +1 408 399 4901 | www.wmgnet.com RETAIL SALES COMPENSATION SURVEY 2021 Edition

TABLE OF CONTENTS

Key Survey Features ...... 3

New for 2021 ...... 3

Survey Schedule ...... 3

Survey Fees ...... 4

Survey Discounts ...... 4

Survey Results - DataCentral® Subscription ...... 5

Sample Reports ...... 6

2020 Participant List ...... 10

PolicyCentral®- Online Policies and Practices Resource ...... 12

Survey Support ...... 13

Data Confidentiality, Privacy, and Security ...... 13

Preparing Your Survey Input ...... 14

Previous Job Match Report ...... 14

SmartScreen®- Data Entry Simplified ...... 15

SmartScreen® - Layout and Specifications...... 16

Survey Data Elements ...... 17

Job Matching ...... 25

Organizational Relationships / Leveling Schema ...... 26

Survey Job Leveling Factors ...... 27

Survey Jobs Index ...... 33

Survey Job Descriptions ...... 42

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KEY SURVEY FEATURES

 Total Cash Compensation data including Base Pay, Variable Pay Targets / Actuals and Allowances

 Long Term Incentive Program prevalence

 Geographic breakouts of data for each of the 35 countries

 Over 100 participants were included in the 2020 edition

 Over 300 jobs specific to the Retail Sales industry, including store-level Sales, Management and Support positions

 Specialty Retail jobs including Beauty/Fragrance, Optical, Pharmacy, Grocery, e-Commerce and Telesales

 Enhanced Job Matching Tools to help validate input and matching

 Standardized Leveling Schema to give more clarity and ease of matching on the input-side and help with the analyses of the survey results

NEW FOR 2021

2021 RESULTS AT 2020 PRICES!

The survey fee for 2021 remains a flat $2,850, for ALL countries submitted. The fee includes a FULL YEAR of access to the survey results via our DataCentral® online survey report tool. You will have complete access to a wide variety of reports which provide a number of analyses, comparisons, and customization of results from the survey database. With all reports you can produce the results in PDF and XLS Formats, including uploadable versions.

SURVEY SCHEDULE

Our schedule calls for generation of survey final reports to be available in July. In order to meet this schedule, it is extremely important for you to submit your information to us as soon as possible, so we may audit and verify your entries, and have ample time to clarify any data questions with you.

January 2021 Distribution of Input Materials 01 March 2021 Effective Date of Data 1 May 2021 Deadline for submission of data. Earn a $150 discount for “on-time” data July 2021 Results available for participants via DataCentral®

In order to meet the output schedule, it is extremely important for you to submit your information to Western Management as soon as possible, so we may audit and verify your entries, and have ample time to clarify any data or policy questions with you.

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SURVEY FEES

2021 RESULTS AT 2020 PRICES!

The survey fee remains a single fee of $2,850 regardless of the number of countries for which data is submitted. The fee includes a FULL YEAR of access to the survey results via our DataCentral® online survey report tool. You will have complete access to a wide variety of reports which provide a number of analyses, comparisons, and customization of results from the survey database for the countries for which data was submitted. With all reports you can produce the results in PDF and XLS Formats, including uploadable versions.

Survey Fee - Provides BOTH Standard and Custom Report Access $2,850

Hard Copy of Standard Report (in addition to the fee above) $250

Survey results are now available on your iPhone/iPad via our new mobile delivery tool DataMobile®: Simply go to the Apple App Store and download DataMobile, our new app, developed exclusively for your iPhone/iPad. It’s free of charge and gives you convenient, easy access to results for those quick “need to know it now” situations, while you are on the go, wherever you are.

SURVEY DISCOUNTS

Significant discounts are available help to moderate your costs. Here are some important dates and discounts to keep in mind:

$150 On-Time Discount if you submit your pay data by 1 May 2021

$350 Previous Participant Discount for all 2020 Retail Survey Participants

$500 New Participant Referral Discount for each new participant you refer - PLUS the company you refer also receives this discount!

$1,000 Multi-Survey Discount if you participate and purchase both the Retail Sales Compensation Survey and the Distribution Center Compensation Survey in 2020, you will receive $1,000 off of your Retail Sales Survey Fees.

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SURVEY RESULTS - DataCentral® SUBSCRIPTION

All participants will receive 24x7 access to DataCentral® where you can download important survey demographic and results definitions information, and have Custom Reporting capabilities, where you can define your own selection criteria for selected cuts.

 STANDARD DOWNLOADABLE REPORTS

Download the full survey Standard Report which contains ALL data from ALL participants. Your data is included in the computation of job data statistics and totals. Available in both Adobe Acrobat and Excel formats, at no additional cost. A hard copy, printed version of the US Standard Report is also available for an additional $250.

 General Information: Includes participant demographics, data element definitions, and results presentation and calculation definitions.

 Participant Directory: Lists all survey participants and pertinent demographic information of each.

 Job Descriptions: Available in Word, Excel and PDF formats.

 Standard Report - US Only: Contains all US data from all US participants only. Your data is included in the computation of all data statistics and totals. Available in PDF and Uploadable Excel formats.

 CUSTOM GENERATED REPORTS

The Custom Reports offer detailed and full customized reporting capability. Ideal for participants who need reports based on a selected set of participants or to meet specific scoping criteria. You have complete control and flexibility in defining your own peer group for the reports. Results are provided in both PDF and XLS Formats at no additional cost.

 Company Selections  Custom Percentiles  Store Type  Weighted and Simple Averages  Geographic Area  Data Aging  Data Elements and Statistics Calculations  And much more!

 Summary Report: Displays the employee weighted or simple average of each pay element for each survey job.

 Detail Report: For each survey job, displays employee weighted averages, simple averages and percentile data for each pay element as well as base-to-bonus earnings mix data, and number of companies and employees reported to each pay element.

 Breakout Report: For each survey job, displays averages of each pay element broken out by Geographic Area, Age, Years of Service, Gender, Store Type, and the like.

 Market Comparison Report: For each survey job, provides a graphic display of your position to market.

 Uploadable Excel Report: Designed to provide an uploadable job-by-job spreadsheet with all of the major statistics and pay elements laid out in a readily uploadable format for third party analysis software. You may select your choice of data elements to be displayed.

 Uploadable Excel Breakout Report: Similar to the Uploadable Excel Report above, PLUS the ability to split the results into categories such as Geography, Store Type, Revenue Size, etc.

For a live demonstration of the power, flexibility and capabilities of DataCentral go to www.wmgnet.com and log on to DataCentral with the User Name: DEMO and the Password: DEMO, contact DeLynn Gentile at +1 408 335 7822, [email protected] or Soo Lee at +1 408 660 3272, [email protected] for a guided tour.

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SAMPLE - SUMMARY REPORT

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SAMPLE - DETAIL REPORT

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SAMPLE - BREAKOUT REPORT

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SAMPLE - MARKET COMPARISON REPORT

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2020 PARTICIPANT LIST

SURVEY PARTICIPANTS - U.S.

Aaron's Kohl's Abercrombie & Fitch Kwik Trip Abercrombie Outlets L Brands Advance Auto Parts L.L. Bean Altria Group Lego System A/S Amazon.com Lin's Supermarkets American Eagle Outfitters L'Oreal USA American Girl Macey's Supermarkets Associated Food Stores Madewell Associated Fresh Markets Mars North America AT&T Oshkosh B'Gosh AutoZone PacSun Bath & Body Works Pet Supermarket Belk Pet Valu Best Buy PETCO Big Lots Stores Pier 1 Imports BJ's Wholesale Club PINK Bose Pottery Barn Brookshire Grocery Pottery Barn Kids Calvin Klein Pottery Barn Teens Carter's PVH Comcast PVH Dress Furnishings Crate & Barrel PVH The Underwear Group CVS Health REI Recreational Equipment Dan's Supermarkets Rejuvenation Deckers Brands rue21 Dick's Markets Sally Beauty Holdings Disney Parks, Experiences & Products Sam's Club Dollar General Savers Eddie Bauer Stop & Shop Supermarkets Express Swarovski Fanatics Talbots Follett The Children's Place Food Lion The Fruitful Yield Foot Locker Tiffany Genuine Parts T-Mobile USA Giant Food Tommy Hilfiger Giant Food Stores of Maryland Torrid Grocery Outlet Tractor Supply Hallmark Cards U.S. Cellular Hanesbrands United Rentals Hannaford Bros Van Heusen Herman Miller Victoria's Secret Hershey's Chocolate World Walmart Hertz Wayfair Hollister West Elm Hollister Outlets Williams-Sonoma J. Crew Williams-Sonoma Outlet J. Crew Outlets Williams-Sonoma Stores J. Jill Zumiez

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2020 PARTICIPANT LIST (Continued)

SURVEY PARTICIPANTS - CANADA

Abercrombie & Fitch Pet Valu Advance Auto Parts PINK American Eagle Outfitters Sally Beauty Holdings Bath & Body Works Savers Carter's Swarovski Follett Talbots Foot Locker Tiffany Hollister Torrid J. Crew United Rentals J. Crew Outlets Victoria's Secret Oshkosh B'Gosh Zumiez

SURVEY PARTICIPANTS -OTHER INTERNATIONAL

Abercrombie & Fitch Lego System A/S Abercrombie Outlets Tiffany American Eagle Outfitters TJX Europe Hollister

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PolicyCentral® - ONLINE POLICIES AND PRACTICES RESOURCE

Compensation and benefits related policy and practices information from all of our surveys is collected and analyzed through the PolicyCentral section of our website - your online source for the compensation policy issues. Simply log on to https://www.wmgnet.com/ and click on PolicyCentral to complete this portion of your survey.

We ask that “Core Topics” are completed/updated by all of our participants each year.

 2021 Pay Increase Budgets and Salary Structure Adjustments  Cost of Employee Benefits as a Percentage of Payroll  Employment Turnover/Reduction In Force (RIF)  Holidays - 2021  Individual Performance Bonus (Excluding Sales Positions)  Insurance: Health & Medical  Paid Personal Time Off - PPTO  Paid Sick Leave  Paid Vacation  Pay Increase Plan Design  Retirement: Defined Contribution Plans (401(k) Type Plans)

Once you enter your own data on any topic, you can generate a report for that topic.

We understand that it may require an initial investment of your time to enter your company’s data the first time, but once your data is in, updating it next year won’t take as much of your time; you only need to review and update your changes for “time sensitive” topics annually. All of your previous data is retained for modification, and if you are in multiple WMG surveys, you only need to enter/update annually, and it covers all of your surveys, and you may be eligible for multiple discounts!

In PolicyCentral you are able to customize your reports by selecting specific companies, product groups, survey groups, geographic areas, and more. You can also receive reports in colorful graphics and uploadable spreadsheet format - all free of any additional charge.

Enhanced Selection and Reporting Capability can be based on the following: (Data will not be displayed if there are less than 5 organizations reporting.)

• Industry • Age of Data • Headquarters Location • Specific Company Selections • Size of Organization • Ability to Include or Exclude your own data • Employee Population • Tabular and Graphic Analysis/Display • Annual Revenue • Results loadable to Excel files • Specific WMG Survey Participants

You can logon at https://www.wmgnet.com/ to report and access your PolicyCentral information. If you are a new participant, or have misplaced your username and password, contact DeLynn Gentile at +1 408 335 7822, [email protected] or Soo Lee at +1 408 660 3272, [email protected].

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SURVEY SUPPORT

If you have questions regarding any aspect of the survey, website, SmartScreen®, DataCentral® or PolicyCentral® operation, please contact the appropriate WESTERN MANAGEMENT representative from the list below.

 Website Address https://www.wmgnet.com/

 General Survey Support

DeLynn Gentile OR Soo Lee +1 408 335 7822 +1 408 660 3272 [email protected] [email protected]

 Website and Technical Support

Ray Lake +1 408 533 8501 [email protected]

DATA CONFIDENTIALITY, PRIVACY, AND SECURITY

Participation in this survey implies agreement to provide employee pay and benefits data to WMG to be used for the production of compensation surveys. The results of said surveys will be released to all participants on a mutual exchange basis, providing that the normal data privacy, confidentiality, and security provisions are met. WMG does not collect personally-identifiable information for our surveys (such as Employee ID, Social Security, name, phone numbers, eMail, credit card, etc.), and has a number of safeguards in effect to protect the confidentiality of the company and employee data:

• No company or individual employee identification will be associated with any data or reports generated from the database, except a participant's own data presented to them in the reports.

• All reports and data presentations are available in "aggregate" form only and display summary information only.

• To ensure confidentiality, reports will NOT be produced for any participant unless the following criteria are met:

• Report requests should contain a minimum of five or more survey participants, in addition to the requester.

• No reports on individual jobs will be produced in which data from any single participant (other than the requester) represents over 25% of the total data in a given job OR if there are less than five companies (including your own) reporting data on a given job.

With regards to GDPR, we continually follow and monitor the best practices of data collection, handling, storage, and security to ensure that we are in full compliance with this and similar regulations. Please contact us directly for the latest copy of our GDPR, privacy, and data protection policy.

Western Management Group conducts a variety of surveys. Each is designed to uniquely cover a particular industry, function, and/or geography. Nevertheless, in some cases there is overlap of specific jobs over two or more WMG surveys.

When there are identical job descriptions in two or more surveys, WMG shares the data submitted on those jobs between the surveys. In this way we’re able to maximize the data coverage, and present the most robust possible reflection of the true labor market.

Therefore, on some jobs, the data participants submit to a specific WMG survey may be reported back in two or more WMG surveys that year.

If you have any questions regarding our data-sharing policy and procedure, please feel free to contact us.

At no time is any of the information provided by participants to our surveys shared, stored, or handled by any third parties.

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PREPARING YOUR SURVEY INPUT

Before starting data submission, we recommend that you follow the steps outlined below to help streamline your submittal.

 Print this document in color, as these materials have many key-points outlined in red print.

 Read this document completely, taking notes and "marking-up" your copy. If you have any questions, please feel free to contact us directly for clarification.

 Prepare your proposed Job Matches comparing and translating your internal job-structures and positions to those found in the survey, using the provided Job Match Tools, which include the Leveling Decision Tree, the Job Code Matrix, and the Survey Rosetta Stone.

 Collect and prepare your Company, Country, and Incumbent Data.

 Download and use the SmartScreen® Excel Template from our website and follow the instructions below.

PREVIOUS JOB MATCH REPORT

If you were a participant in the 2020 Retail Sales Compensation Survey, you can access your previous job matches and data by logging on at https://www.wmgnet.com. Once logged in, go to “My Recent Survey History” to access your Previous Job Match Report or click on “Previous Data Submissions” to request a copy of a previous SmartScreen®. If you have misplaced your username and password, contact DeLynn Gentile at +1 408 335 7822, [email protected] or Soo Lee at +1 408 660 3272, [email protected].

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SmartScreen® - DATA ENTRY SIMPLIFIED

A pre-formatted SmartScreen® Excel template is provided for your data entry. The SmartScreen template is an Excel based application that provides a flexible/user friendly interface to input, validate and securely submit your survey data. SmartScreen also provides you with an import capability and validity checking for those with large files for submission. You can “cut & paste” into it from your other internal data sources. The spreadsheet will highlight data that is not formatted correctly and/or data that does not fall within specified reasonable limits on each job. You are able to verify your data before submitting it to WMG, thus greatly increasing the validity of the data. It is available at no additional cost.

You can download the SmartScreen Excel template from:

https://www.wmgnet.com/dnn8/Portals/0/Surveys/RS/RS21%20SmartScreen.xls

Once you have entered your data, performed the “Validate Pay Data” function of your SmartScreen and saved your data on your computer, you can submit your SmartScreen as follows:

 Save the file, click on the “SUBMIT” tab and follow the easy steps to upload directly and securely to the WMG website. This is your most secure method to submit your data, as it is sent in an encrypted format.

OR

 Save the SmartScreen file to a location of your choice on your computer. Attach the completed file to an e-mail message and send to DeLynn Gentile at [email protected]

OR

 Use the following secure URL to upload your file directly to WMG:

https://www.wmgnet.com/SmartScreenUpload/SmartScreenUpload.aspx?survey=RS21

When your SmartScreen data is received in our office, it is reviewed and edited for completeness, reasonability and validity prior to acceptance and use in the survey database. All data is passed against complex edit standards that have been designed to identify questionable data entries and job matches. All data entries that do not meet this check will be brought to your attention for verification and must be either substantiated or eliminated.

We strongly recommend that you keep a file copy of all information submitted to the survey for reference should we need to contact you for verification, and as a protection against loss. If you need assistance interpreting the input requirements, matching your jobs to the survey classifications or completing your SmartScreen, contact DeLynn Gentile at +1 408 335 7822, [email protected] or Soo Lee at +1 408 660 3272, [email protected].

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SmartScreen® - LAYOUT AND SPECIFICATIONS

Participants with large data files are advised to format them as specified below and import to the SmartScreen template for validation prior to submission to WMG. Please contact DeLynn Gentile at +1 408 335 7822, [email protected] or Soo Lee at +1 408 660 3272, [email protected] if you have questions about the use of the SmartScreen, if you have a data file exceeding 65,000 records, or proper formatting of your file.

 If you have used formulas to calculate fields, convert the formulas to “values” prior to uploading to SmartScreen  DO NOT include currency signs ($ or €) - These will be formatted for you  DO NOT add columns of information not defined on the layout below  DO NOT use any field delimiters  DO NOT include or add hidden columns  DO NOT change the order of the columns  DO NOT assign a password to the document. You can use the “Submit” tab to directly and securely upload your file

Column Survey Data Element Definitions Page

A Country Code 17 B Code (Exclude CA, GB & US) 18 C Postal / ZIP Code (CA, GB & US Only) 18 D Survey Job Code 18 E Company Job Title 18 F Survey Record Number 19 G Year of Birth 19 H Year of Hire 19 I Gender 19 J Industry Sector 20 K Collective / Union or Market Based Pay 20 L Overtime Eligibility 20 M Employment Type 21 N Currency 21 O Allowances / Guaranteed Payments 21 P Number of Months Pay 21 Q Base Pay Type 21 R Base Pay 22 S Variable Cash Eligibility 22 T Target Variable Percent 22 U Target Variable Cash 22 V Actual Variable Cash 22 W Store Type / Channel 23 X Brand / Identity Name 24 Y Total Span of Control / Headcount (Store Management ONLY) 24 Z Annual Revenue Responsibility (Store Management ONLY) 24 AA Notes and Comments 24

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SURVEY DATA ELEMENTS

Below are the definitions of each item on the SmartScreen®, listed in order by column.

NOTE: Please enter all pay figures for a given incumbent in Pay Currency indicated in Column O of the SmartScreen. Do not enter more than one currency for an individual. Any currency conversions shall be based on the Interbank Rates as of 1 March 2020. All other conversion rates will give inconsistent survey results.

Data Effective Date for the survey is 1 March 2021. Data reported should reflect policies and compensation in effect on 1 March 2021. All employees submitted must be on Active Pay Status as of 1 March 2021. EXCLUDE those who are on LOA, disability, sabbatical, or similar non-active status. Report data for each individual employee matched to the survey job.

A. COUNTRY CODE: Enter the two-digit ISO country code of the WORK LOCATION (not residence) of the employee:

AU = Australia LU = Luxembourg

AT = MX = Mexico

BE = NL =

BR = Brazil NO =

CA = Canada PL =

CN = China PT =

CZ = RU = Russian Federation

DK = SG = Singapore

FI = SK = Slovakia

FR = ES =

DE = SE =

GR = CH =

HK = Hong Kong TW = Taiwan

HU = TR =

IE = Ireland AE = UAE

IL = Israel GB =

IT = US = United States

JP = Japan

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B. METRO CODE: Enter the four-digit Metro Code of the WORK LOCATION (not residence) of the employee. EXCLUDE CA, GB and US

AEDB = Dubai Metro GRZZ = Greece Other AEZZ = UAE Other HKZZ = Hong Kong Metro ATWI = Vienna Metro HUBP = ATZZ = Austria Other HUZZ = Hungary Other AUBB = Brisbane Metro IEDB = Dublin AUMB = Melbourne Metro IEZZ = Ireland Other AUPT = Perth Metro ILHF = Haifa Metro AUSD = Sydney Metro ILTV = Tel Aviv Metro AUZZ = Australia Other ILZZ = Israel Other BEBR = ITMI = BEZZ = Belgium Other ITRO = BRBR = Brasilia Metro ITZZ = Italy Other BRRO = Rio de Janeiro Metro JPTK = Tokyo Metro BRSL = Salvador Metro JPZZ = Japan Other BRSP = São Paulo Metro LUZZ = Luxembourg BRZZ = Brazil Other MXMX = Mexico City Metro CHGE = Geneva Metro MXZZ = Mexico Other CHLU = Lugano NLAM = Metro CHZH = Zurich Metro NLZZ = Netherlands Other CHZZ = Switzerland Other NOOS = CNBG = Beijing Metro NOZZ = Norway Other CNGZ = Guangzhou Metro PLKR = Krakow Metro CNSH = Shanghai Metro PLWR = CNZZ = China Other PLZZ = Poland Other CZPR = PTLI = CZZZ = Czech Republic Other PTZZ = Portugal Other DEBE = Berlin Metro RUCD = Central District (excluding Moscow) DEDK = Düsseldorf/Koln Metro RUFE = Far East District DEFM = Frankfurt AM Metro RUMS = DEHM = Hamburg Metro RUNW = Northwestern District DEMU = Munich Metro RUSB = Siberian District DENB = Nürnberg Metro RUSO = Southern District DEST = Stuttgart Metro RUSP = DEZZ = Germany Other RUUR = Urals District DKKH = RUVG = Volga District DKZZ = Denmark Other RUZZ = Other ESBA = SESH = ESMA = SEZZ = Sweden Other ESZZ = Spain Other SGZZ = Singapore Metro FIHI = SKBR = Bratislava Metro FIZZ = Finland Other SKZZ = Slovakia Other FRCA = Côte d'Azur Metro TRAN = FRPA = Paris Metro TRIS = FRZZ = France Other TRZZ = Turkey Other GRAT = TWZZ = Taiwan Metro

C. POSTAL / ZIP CODE: ONLY REPORT FOR CA, GB & US EMPLOYEES. Enter the WORK LOCATION Postal / ZIP Code of the employee. For US employees enter the 5-digit Postal / ZIP Code (do not include 4-digit extension).

D. SURVEY JOB CODE: Please enter the Survey Job Code which matches the appropriate job description. These descriptions are brief outlines of the survey jobs. They can be used as the basis to decide whether or not you have a comparable job.

E. COMPANY JOB TITLE: Please enter the internal Company Job Title for the incumbent.

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F. SURVEY RECORD NUMBER: Enter a unique record number assigned to the line of data which enables internal tracking and verification of the pay information reported to the survey. This can be as simple as a number sequence starting at 1 for the first record, and indexing up to the full count of records being submitted.

You may use any scheme meeting your own needs which will allow you to associate the data with your own employees and provide for easy reference should we need to contact you to clarify, audit, or verify your input data. DO NOT submit Social Security Number, Employee ID, Payroll ID, or any other personally-identifiable- information which you would consider confidential, or could in any way compromise the confidentiality of the individual pay data reported for your employees.

G. YEAR OF BIRTH: Please enter the Year of Birth for the incumbent. The date format is YYYY.

H. YEAR OF HIRE: Please enter the Year of Hire for the incumbent. The date format is YYYY.

I. GENDER: Please enter the Gender of the incumbent.

F = Female

M = Male

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J. INDUSTRY SECTOR: Please enter the Industry Sector code of the business for which the incumbent is responsible/works/supports. If the job supports several businesses, e.g. General Manager, then enter the code most applicable to your company in this location.

AM = Apparel, and Fashion Accessories

AU = Automotive/Farm Equipment, Parts, Accessories

BO = Books/Printed and Electronic Media

BU = Home Improvement/Building Supplies/Hardware

CF = Cosmetics/Fragrances/Health and Beauty/Personal Care Products

ES = Electronics

FW = Footwear

FF = Furniture

GR = Grocery/Convenience Store Products

HA = Housewares/Kitchen/Bed and Bath

LU = Luxury Products

OX = Optical

RP = Recreation/Sporting Goods

TS = Telecommunications

TY = Toys/Games/Hobby Supplies (excludes Consumer Electronics and Computer Gaming)

ZZ = Other/Combination/Multiple Categories

K. COLLECTIVE / UNION OR MARKET BASED PAY: Indicate whether the pay for the incumbent has been determined by a Collective Bargaining Agreement (Union), or Market Based Pay practices. Please note that if an incumbent is covered under a Collective Bargaining Agreement, but the company pays salaries well above the agreement based on “Market” rates, to report them as being Market-Based, not Collective-Based.

C = Incumbent pay is determined by a Collective Bargaining Agreement / Union

M = Incumbent pay is determined by the company based on the Market

L. OVERTIME ELIGIBILITY: Indicate if the employee is eligible for overtime pay.

Y = Eligible for overtime payments. For US employees, comparable to the Non-Exempt FLSA status.

N = Not eligible for overtime payments. For US employees, comparable to the Exempt FLSA status.

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M. EMPLOYMENT TYPE: Please report the employment status of the individual.

A = Apprentice / Intern / Student Employee who has been hired on a pay schema which is typically below the standard rates for the role as allowed by law or contract. NOTE: Report Base Pay rates for "Apprentice / Intern / Student” employees as hourly ONLY.

F = Full-Time Employee who works a full-time schedule of more than 30 hours per week, year-round, and is typically eligible to receive related benefits.

P = Part-Time Employee who works a partial-schedule of 30 hours or less per week, year-round, and is typically eligible to receive partial or no benefits. NOTE: Report Base Pay rates for "Part-Time” employees as hourly ONLY.

S = Seasonal Employee on a short term employment arrangement that is no longer than 90 days, regardless of hours worked per week. Benefits are not normally provided. NOTE: Report Base Pay rates for "Seasonal” employees as hourly ONLY.

N. CURRENCY: Enter the three-digit ISO Currency Code for the currency in which the pay is reported for this employee. Use a single country Currency for ALL pay data for any given employee. Do not mix country currencies for pay data for a single employee. Do not report data for currencies other than those listed below:

AED = UAE Dirham ILS = Israeli New Shekel AUD = Australian Dollar JPY = Japanese Yen BRL = Brazilian Real MXN = Mexican Peso CAD = Canadian Dollar NOK = Norwegian Krone CHF = Swiss Franc PLN = Polish Zloty CNY = Chinese Yuan RUB = Russian Ruble CZK = Czech Koruna SGD = Singapore Dollar DKK = Danish Krone SEK = Swedish Krona EUR = Euro TRY = Turkish Lira GBP = Pound Sterling TWD = Taiwan Dollar HKD = Hong Kong Dollar USD = US Dollar HUF = Hungarian Forint

NOTE: Enter ALL pay data for a given country in LOCAL CURRENCY. Do not enter non-local currency. Use the EURO for ALL Euro-Monetary-Unit (EMU) member countries. Any currency conversions shall be based on the Interbank Rates as of 1 March 2020.

O. ALLOWANCES / GUARANTEED PAYMENTS: Please enter the total annual CASH payments for items which are “guaranteed” and NOT part of normal Base Pay, Variable Cash, Profit Sharing, Bonus, Incentive schemes, or LTI. Applies to all countries. If you are unable to report this figure, please leave blank.

INCLUDES: Car Allowances, Holiday Bonuses, Housing Allowances (UAE), Uniforms, Meals, Luggage, Travel, Cash Paid in Lieu of Benefits, etc.

EXCLUDES: Gratuities, Base Pay, Variable Cash, Profit Sharing, Bonus, Incentives, and LTI as described below.

P. NUMBER OF MONTHS PAY: Please indicate the number of months used in your "Annual Base" compensation calculation. This number should be 12, 13, 14 or 15.

This field MUST BE COMPLETED for all incumbents with their Base Pay being reported as an Annual OR Monthly figure.

Q. BASE PAY TYPE: Please enter the Base Pay frequency / type for the incumbent Base Pay Reported in Column R.

H = Hourly - Employee pay rate is by the hour (Default to this pay type when possible)

A = Annual - Employee pay rate is based on a full-time annual figure.

15 RETAIL SALES COMPENSATION SURVEY 2021 Edition

R. BASE PAY: Please indicate “Base” compensation effective as of 1 March 2021 in the format indicated in Column Q, and currency indicated in Column N.

INCLUDES: Base Pay, all guaranteed fixed legal or contractual payments, and cost of living adjustments.

EXCLUDES: Allowances, Incentives, Shift Differentials, Gratuities, Variable Cash, LTI, Cash Profit Sharing, Gainsharing.

NOTE: Report the FULL-TIME-EQUIVALENT PAY RATE for all employees.

S. VARIABLE CASH ELIGIBILITY: Indicate whether an incumbent is eligible for Variable Cash Programs, as described below. If you have selected any code other than NO, please also provide your Target Variable and Actual Variable information for the individual.

Y = Yes, Eligible for Variable Cash Program

N = NO, Not Eligible for any form of Variable Cash

NOTE: You may report Target Variable Pay information in EITHER a Percent or Cash format in Column T or U.

T. TARGET VARIABLE PERCENT: Please indicate all Variable Cash Targets as a single percentage of Base Pay. These may include bonus and commission payments such as sales commission including sales incentive, executive bonus, incentive bonus, discretionary commission, quota related bonuses, or a defined targeted individual, group, or team related performance goal for the current calendar year. State total percentage amount which you expect to be paid in respect of the current year, assuming 100% achievement for all performance goals (target). Example: enter 10% as 10 or 10.0 (not .10).

DO NOT INCLUDE Profit Sharing (legislative or non-compulsory), Gainsharing, overtime, or shift differentials. Do not enter the value of any stock options granted (or their cash equivalents, such as phantom stock).

NOTE: Use this field if you are ONLY able to report Target Variable Cash as a percent figure.

U. TARGET VARIABLE CASH: Please indicate all Variable Cash Targets as an annual cash amount. These may include bonus and commission payments such as sales commission including sales incentive, executive bonus, incentive bonus, discretionary commission, quota related bonuses, or a defined targeted individual, group, or team related performance goal for the current calendar year. State total cash amount which you expect to be paid in respect of the current year, assuming 100% achievement for all performance goals (target).

DO NOT INCLUDE Profit Sharing (legislative or non-compulsory), Gainsharing, overtime, or shift differentials. Do not enter the value of any stock options granted (or their cash equivalents, such as phantom stock).

NOTE: Use this field if you are only able to report Target Variable Cash as an actual amount in LOCAL CURRENCY. Report target variable pay data in column T OR column U. Report the FULL-TIME-EQUIVALENT ANNUAL FIGURE.

V. ACTUAL VARIABLE CASH: Please indicate all Variable Cash payments as defined above as earned in respect of the previous year (actual earned in 2020, even if paid in 2021). If jobholder is a new incumbent (less than 12 months in job) or a Part-Time employee, pro-rate to an Annual Full-Time-Equivalent figure; leave blank if unable to pro-rate. Enter ZERO only if there were no payments made to the individual. If unknown or unavailable, leave this field blank.

DO NOT INCLUDE Profit Sharing (legislative or non-compulsory), Gainsharing, overtime, or shift differentials. Do not enter the value of any stock options granted (or their cash equivalents, such as phantom stock).

NOTE: Report in LOCAL CURRENCY ONLY. DO NOT report as a percentage. Report the FULL-TIME-EQUIVALENT ANNUAL FIGURE.

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W. STORE TYPE / CHANNEL: Please enter the Store Type/Sales Channel/Business Segment which best describes the primary approach to market. This code may vary by employee, or be the same for all in your company.

BB = Big Box/Value Player Store - Generally stand-alone facilities offering high volume/low cost in either a major product category such as drugs, personal care items, apparel, automotive, building supplies, electronics, house & garden, office supplies, toys, etc. or a combination of product categories. Customer focus is on the general consumer at all levels with emphasis on price/volume considerations.

DF = Duty Free/Airport Store - Typical examples include World Duty Free or any brand name stores located in a duty free zone.

DS = Department Store - Large multi-merchandise, “Anchor” type of store, carrying multiple lines in a variety of departments from apparel through housewares and cosmetics. Customer focus is on the broad cross-section of customers at every level.

FL = Flagship Store - Indicates incumbent is located in and/or responsible for a Flagship store. Flagship status is usually assigned to a major property or very few properties within the organization.

FR = Franchise Store - Retail stores which are owned and operated by a franchise operation.

GD = Grocery/Drug/Convenience Store - Retail stores selling groceries, over-the-counter and prescriptive drugs, convenience items and related products. Customer focus is on the general consumer at all levels.

HQ = Headquarters - This code can be used for Headquarters roles which do not fall into a single store type.

HS = Hosted Store - Products sold through stores which “hosted” in another companies facility.

KK = Kiosk - Products sold through smaller Kiosk type outlets.

OT = Outlet - Products sold through stores offering name brand products at discounted prices. Range from a major product category to a combination of product categories. Customer focus is on the general consumer at all levels with emphasis on price considerations.

OL = Online/Catalog - Products sold through the internet and/or through catalogs. Range from a major product category to a combination of product categories. Customer focus is on the general consumer at all levels with emphasis on expedience and convenience.

PR = Premium/High End/Luxury Retail Store - Feature products in a specific Product Category or a focused group of Product Categories that represent "discretionary" types of purchases, which are not normally considered as the necessities of daily living. Generally aimed at the high-end market, with premium pricing, high quality and uniqueness of product. Customer focus is on the affluent consumer of what might often be considered up-scale / luxury / non-essential items.

SP = Specialty Retailer Store - Generally focus is on a specific product category such as shoes, drugs, automotive, sporting goods, electronics, apparel, etc. Customer focus is on the general consumer at all levels who are seeking variety and value.

SR = Service Retailer Store - Selling services such as telecommunications, optical, personal care services, video rentals. Customer focus is on the general consumer at all levels who are seeking variety and value.

ZZ = Other - Other/Combination/Multiple Channels.

17 RETAIL SALES COMPENSATION SURVEY 2021 Edition

X. BRAND / IDENTITY NAME: If you are reporting data for multiple brands or entities, use this field to indicate to which brand each employee belongs.

Y. TOTAL SPAN OF CONTROL / HEADCOUNT: Applies to Sales Department Management (SLM) and Store Management (STM) jobs ONLY. Enter the actual number of employees the incumbent supervises or manages on an on-going basis, including direct and indirect employees. For example: A manager who has three subordinate supervisors or managers, each of which have five employees, would be reported as 18 (3+5+5+5).

Z. ANNUAL REVENUE RESPONSIBILITY: Applies to Sales Department Management (SLM) and Store Management (STM) jobs ONLY. Enter the total annual dollar volume for all stores for which the incumbent has responsibility. Provide the actual dollar amount (do not truncate), rounded to the nearest whole dollar. For example: Enter $1,278,425.00 as 1278425. If the actual amount is unavailable, provide the closest reasonable estimate. If a reasonable estimate is not possible, then leave blank.

AA. NOTES AND COMMENTS: Enter information which will help to explain where data has been derived, or why the value of a field is outside of the audit limits. The information entered here is only visible to your company and WMG, and is not distributed to other participants.

18 RETAIL SALES COMPENSATION SURVEY 2021 Edition

JOB MATCHING

The quality of the results depends on your job matches. The survey descriptions reflect the normal range of duties, responsibilities and requirements found in the level of job specified. It is not intended that the description list every specific task which might be conceivably be assigned to that level of job. Thus it is unlikely that your job will be an exact match to the benchmark classification.

NOTE: Please match as many jobs within the countries as you reasonably can and make sure all compensation elements are reported - especially the incentives. Please ensure that your input is as accurate as possible by using the SmartScreen® audit reports.

This survey is aimed at collecting data for a variety of levels of individual contributors, supervisory and management level positions within several functions.

A general job description is provided for each job covered in the survey. These descriptions are prepared to reflect the normal range of duties, responsibilities and requirements found in the level of job specified. It is not intended that the description list every specific task that might conceivably be assigned to that job. Rather, it is a general indication of the scope and complexity of the job. Thus, it is unlikely that your jobs will be exact matches to the job descriptions.

The description should be used as a reference and guide to the general level of skill required for the performance of the typical duties listed. As a basic guide, you should have a minimum of an 80% confidence level that your job is a match. Pay particular attention to the exclusions and qualifying remarks in some descriptions.

MULTIPLE LEVEL MATCHING

Your job family may have more, or less levels within it than are identified in the survey. Review the content of the survey description to determine if two or more of your levels may need to be combined for reporting to a given survey level.

For Example: The survey has five levels in a job family. Your company has six. Upon review of the survey descriptions, you may determine that your 3rd and 4th level would be best reported to the 3rd level in the survey. Therefore, combine your 3rd & 4th level and report both in the 3rd level of the survey.

Conversely, if you have two levels, and the survey has five, try to allocate your employees among the five survey levels based on job content, experience, and complexity, where possible, but do not force fit.

BLENDED JOBS - DO NOT DOUBLE MATCH:

If your employee performs a combination of duties from two or more survey job levels or groups, pick the one survey job or group where at least 80% of the survey job content fits the employee. DO NOT match the same employee to more than one survey job level or group. If no survey job represents at least 80% of the duties of the employee, DO NOT REPORT that employee. “If in doubt, leave it out.”

Please report ALL incumbents you have in positions matched to the survey jobs.

There are several Job Matching Tools which will make this task easier, and answer most leveling questions which you may have.

 Leveling Decision Tree - which will help to determine what survey level to match your internal roles.

 Survey Rosetta Stone - a helpful job leveling cross-reference to many different surveys.

19 RETAIL SALES COMPENSATION SURVEY 2021 Edition

ORGANIZATIONAL RELATIONSHIPS / LEVELING SCHEMA

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SURVEY JOB LEVELING FACTORS

Please use the following Job Leveling Factors to determine the proper leveling of a job family matched to the survey.

 Labor / Production / Manual Structure - Roles typically are those which perform Labor, Operational or Manual tasks.

 Entry Level - “L1”  Skill Level: Unskilled tasks or procedures.  Assignments: Routine or repetitive tasks with specific instructions and set procedures.  Minimum Experience: No experience required.  Typical Experience: Zero to three years of experience.  Education: None required.  Supervision: Requires close supervision.  Population Distribution: 5% to 10%.

 Intermediate Level - “L2”  Skill Level: Unskilled tasks or procedures, with relevant Informal or Formal Training Program.  Assignments: Semi-routine tasks requiring some discretion and use of limited judgment and initiative.  Minimum Experience: One or more years of directly related experience.  Typical Experience: Three to four years of experience.  Education: None required.  Supervision: Limited supervision required, with spot checks.  Population Distribution: 15% to 25%.

 Career Level - “L3”  Skill Level: Semi-skilled tasks or procedures, with relevant Formal Training Program.  Assignments: Full range of set procedures and practices requiring judgment and initiative.  Minimum Experience: Three or more years of directly related experience.  Typical Experience: Five to eight years of experience.  Education: None required.  Supervision: Works with general supervision.  Population Distribution: 45% to 60, bulk of job family population.

 Specialist Level - “L4”  Skill Level: Skilled tasks, procedures and practices.  Assignments: Full range of activities, set procedures and practices requiring specialized skills, considerable judgment, and independent decision making.  Minimum Experience: Six or more years of directly related experience.  Typical Experience: Nine to fifteen years of experience.  Education: May require some specialized training or certification.  Supervision: Requires minimal supervision, and typically provides guidance to lower-level employees.  Population Distribution: 5% to 10%.

 Lead Level - “L5”  Skill Level: Skilled tasks, procedures and practices, PLUS proven leadership capabilities.  Assignments: Primarily dedicated to the leadership of work teams, requires specialized skills, considerable judgment, independent decision making, and full knowledge of the positions supervised: its concepts, practices and procedures.  Minimum Experience: Nine or more years of directly related experience.  Typical Experience: More than twelve years of experience.  Education: Typically requires some specialized training or certification, including coursework in leadership.  Supervision: Highly independent, provides working leadership to lower-level employees, but is not a Supervisor.  Population Distribution: Up to 5%, small and exclusive population.

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SURVEY JOB LEVELING FACTORS (Continued)

 Administrative / Specialized Support Structure - Roles typically are those which perform Clerical/Administrative or Specialized Support task.

 Entry Level - “A1”  Skill Level: Basic Skills.  Assignments: Routine or repetitive tasks with specific instructions and set procedures.  Minimum Experience: No experience required.  Typical Experience: Zero to three years of experience.  Education: None required.  Supervision: Requires close supervision.  Population Distribution: 5% to 10%.

 Intermediate Level - “A2”  Skill Level: Fully Trained, with relevant Informal or Formal Training Program.  Assignments: Semi-routine tasks or activities requiring some discretion and use of limited judgment and initiative.  Minimum Experience: One or more year of directly related experience.  Typical Experience: Three to four years of experience.  Education: None required.  Supervision: Limited supervision, with spot checks.  Population Distribution: 15% to 25%.

 Career Level - “A3”  Skill Level: Fully Qualified, received relevant Formal Training Program.  Assignments: Moderately complicated activities and processes requiring knowledge and skills, judgment, independent analysis, and problem solving.  Minimum Experience: Three or more years of directly related experience.  Typical Experience: Five to eight years of experience.  Education: May require some specialized training or certification.  Supervision: Works with general supervision, and may provide guidance to lower-level employees.  Population Distribution: 45% to 60%, bulk of job family population.

 Specialist Level - “A4”  Skill Level: Specialized Knowledge of the field’s concepts, practices, procedures, systems or tools. Recognized internally as a specialist resource or subject matter expert.  Assignments: Relatively complex activities and processes requiring specialized knowledge and skills, considerable judgment, analysis, and independent decision making.  Minimum Experience: Six or more years of directly related experience.  Typical Experience: Nine to fifteen years of experience.  Education: Typically requires some specialized training or certification.  Supervision: Requires minimal supervision, and may provide working leadership to employees performing routine tasks.  Population Distribution: 5% to 10%.

 Lead Level - “A5”  Skill Level: Advanced Knowledge of the field’s concepts, practices, procedures, systems or tools PLUS proven leadership capabilities. Recognized internally as a being in a leadership role.  Assignments: Primarily dedicated to the leadership of work teams, requires specialized knowledge and skills, considerable judgment, independent decision making, and full knowledge of the positions supervised: its concepts, practices, procedures, systems and tools.  Minimum Experience: Nine or more years of directly related experience.  Typical Experience: More than twelve years of experience.  Education: Requires some specialized training or certification, including coursework in leadership.  Supervision: Highly independent, provides working leadership to one or more teams typically performing relatively complex tasks, but is not a Supervisor.  Population Distribution: Up to 5%, small and exclusive population.

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SURVEY JOB LEVELING FACTORS (Continued)

 Technical Support / Skilled-Trade Structure - Roles typically are those which perform Technical tasks.

 Entry Level - “T1”  Skill Level: Basic Technical Skills.  Assignments: Works with specific instruction, methods, guidelines or set procedures.  Minimum Experience: No experience required.  Typical Experience: Zero to three years of experience.  Education: None required.  Supervision: Requires close supervision.  Population Distribution: 5% to 10%.

 Intermediate Level - “T2”  Skill Level: Fully Trained, still acquiring skills.  Assignments: Semi-routine tasks of moderate complexity requiring some discretion and use of limited judgment and initiative.  Minimum Experience: One or more year of directly related experience.  Typical Experience: Three to four years of experience.  Education: May require some higher education or specialized training or certification.  Supervision: Limited supervision, with spot checks.  Population Distribution: 15% to 25%.

 Career Level - “T3”  Skill Level: Fully Qualified, has developed proficiency in a number of processes, procedures, methods, techniques, systems or tools.  Assignments: Advanced and complicated tasks requiring considerable judgment, independent analysis and detailed knowledge of the position and procedures.  Minimum Experience: Three or more years of directly related experience.  Typical Experience: Five to eight years of experience.  Education: Typically requires higher education or specialized training or certification.  Supervision: Works with general supervision, and typically provides guidance to lower-level employees.  Population Distribution: 45% to 60%, bulk of job family population.

 Specialist Level - “T4”  Skill Level: Specialized Knowledge and Expertise on the field’s concepts, practices, procedures, methods, techniques, systems or tools. Recognized internally as a specialist resource or subject matter expert.  Assignments: Advanced and highly complex tasks requiring specialized knowledge and expertise, considerable judgment, and independent decision making.  Minimum Experience: Six or more years of directly related experience.  Typical Experience: Nine to fifteen years of experience.  Education: Requires higher education or specialized training or certification.  Supervision: Requires minimal supervision, and typically provide working leadership to a team performing routine tasks.  Population Distribution: 5% to 10%.

 Lead Level - “T5”  Skill Level: Advanced and Specialized Knowledge and Expertise on the field’s concepts, practices, procedures, methods, techniques, systems or tools PLUS proven leadership capabilities. Recognized internally as a being in a leadership role.  Assignments: Primarily dedicated to the leadership of work teams, requires advanced and specialized knowledge and expertise, considerable judgment, independent decision making, and full knowledge of the positions supervised: its concepts, practices, processes, procedures, methods, systems and tools.  Minimum Experience: Nine or more years of directly related experience.  Typical Experience: More than twelve years of experience.  Education: Requires higher education or specialized training or certification, including coursework in leadership.  Supervision: Highly independent, provides working leadership to one or more teams typically performing complex tasks, but is not a Supervisor.  Population Distribution: Up to 5%, small and exclusive population.

23 RETAIL SALES COMPENSATION SURVEY 2021 Edition

SURVEY JOB LEVELING FACTORS (Continued)

 Professional Structure - Roles which are highly skilled professionals of a technical, professional-administrative or sales- nature. Typically require a University degree or equivalent experience.

 Entry Level - “P1”  Skill Level: Entry-level, still acquiring knowledge and skills through Informal or Formal Training Program.  Assignments: Entry-level professional activities. Routine or repetitive tasks with specific instructions and set procedures.  Minimum Experience: No experience required.  Typical Experience: Three years of experience.  Education: Typically requires University degree or equivalent experience.  Supervision: Close supervision required.  Population Distribution: 5% to 10%.

 Intermediate Level - “P2”  Skill Level: Fully Trained, still developing knowledge and skills.  Assignments: Semi-routine tasks of moderate complexity requiring discretion and the use of judgment and initiative.  Minimum Experience: One or more year of directly related experience.  Typical Experience: Three to four years of experience.  Education: Typically requires University degree or equivalent experience.  Supervision: Limited supervision required.  Population Distribution: 15% to 25%.

 Career Level - “P3”  Skill Level: Fully Qualified, has developed proficiency in knowledge and skills.  Assignments: Wide variety of complex tasks. Participates in the analysis, design, development and implementation of policies, plans, programs, objectives, or technical systems.  Minimum Experience: Three or more years of directly related experience  Typical Experience: Six to eight years of experience.  Education: Typically requires University degree or equivalent experience. Post-graduate work may be required.  Supervision: General supervision required. May provide working leadership or guidance to lower-level employees.  Population Distribution: 40% to 60%, bulk of job family population.

 Specialist Level - “P4”  Skill Level: Recognized internally as a specialist/resource/subject matter expert.  Assignments: Complex and specialized tasks. Responsible for the analysis, design and development of policies, plans, programs, objectives, or technical systems.  Minimum Experience: Six or more years of directly related experience. Additional specialized knowledge in breadth and/or depth required. Not an automatic progression to this level.  Typical Experience: Nine to fifteen years of experience.  Education: University degree or equivalent experience. Post-graduate degree and/or certification may be required.  Supervision: Minimal supervision required. Typically provides working leadership or guidance to lower-level employees.  Population Distribution: 15% to 25%.

 Consultant Level - “P5”  Skill Level: Recognized internally and externally as a cross-discipline consultant.  Assignments: Highly Complex and specialized tasks. Typically has a functional management or technical leadership role.  Minimum Experience: Ten or more years of directly related experience. This is a gated position which typically requires high-level managerial review to be promoted into.  Typical Experience: Twelve to twenty years of experience. May be the highest level individual contributor within the job family.  Education: Typically requires University degree or equivalent experience. Post-graduate degree and/or certification required.  Supervision: Independent and self-directed. Leads project teams.  Population Distribution: 5% to 10%, very small and exclusive population. 24 RETAIL SALES COMPENSATION SURVEY 2021 Edition

SURVEY JOB LEVELING FACTORS (Continued)

 Professional Structure (Continued)

 Guru Level - “P6”  Skill Level: Peer Recognized externally as a cross-discipline consultant.  Assignments: The Most Complex and specialized tasks. Has a functional management or technical leadership role.  Minimum Experience: Fifteen or more years of directly related experience. This is a gated position which requires high-level managerial review to be promoted into.  Typical Experience: More than twenty years of experience. The highest level of individual contributor within the job family.  Education: Typically requires University degree or equivalent experience. Post-graduate degree and/or certification required.  Supervision: Highly independent and self-directed. Leads large project teams.  Population Distribution: 1% to 5%, extremely small and exclusive population. Does not exist for all families and industries.

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SURVEY JOB LEVELING FACTORS (Continued)

 Management Structure - Roles which are dedicated towards the supervision and management of other employees.

 Supervisor - “M0”  Assignments: Tactical in nature, directly coordinates and supervises daily work of individual contributors Low- Level Professional and/or Labor/Production/Manual, Administration and Technical Support employees. Typically continues to perform as an individual contributor. Matching Notes: If you are also a participant in one of our Executive surveys, positions which at the “Supervisor Level” should NOT be matched to the Executive roles. Match “Lead” type of roles directly to the job family and job level in which the individual works, not to this, the Supervisory level.  Experience: Requires previous directly related experience as an individual contributor.  Education: Typically requires the same level of education as the employees being supervised.  Supervision: Is not responsible for human resource actions such as hiring, firing, and discipline. Provides input on performance and salary decisions. Typically reports to a Tactical Manager.

 Tactical Manager - “M1”  Assignments: Tactical in nature, directly coordinates and supervises daily work of individual contributors Mid- Level Professional and/or Production/Manual, Administration and Technical Support. May continue to perform as an individual contributor. Performs budgetary development and monitoring for the area managed. Have a role based on influencing, interpreting, and implementing policy and practice within their organization. Matching Notes: If you are also a participant in one of our Executive surveys, positions which are matched to the “First Level Manager” should NOT be matched to the Executive roles.  Experience: Requires previous related experience as a supervisor and individual contributor.  Education: Typically requires University degree or equivalent experience.  Supervision: Responsible for human resource actions such as hiring, firing, and discipline. Writes performance reviews and makes salary decisions. Typically reports to a Strategic Manager.

 Strategic Manager - “M2”  Assignments: Strategic in nature, can be the functional leader. This level of management takes a leading, deciding, driving and integrating approach to managing the organization. Plans programs to achieve high-level business objectives established by top-level management. Achieves expense objectives within assigned area. Assists in the recruiting, training and development of employees. May also have management responsibilities in secondary or related operations. Limited input to functional strategy. Matching Notes: If you are also a participant in one of our Executive surveys, positions which are matched to the “Second Level Manager” should NOT typically be matched to the Executive roles, and only on rare occasions as agreed during the match sessions, or with Western Management.  Experience: Requires considerable previous related experience as a as a first level manager and individual contributor.  Education: Typically requires University degree or equivalence experience. May require post-graduate degree.  Supervision: Typically supervises one or more first level managers in assigned area of responsibility. Typically reports directly to Country Manager if in small country, or top functional area manager in large country.

 Top Manager - “M3”  Assignments: Strategic in nature, is the functional leader. This level of management leads, decides, drives and integrates the management of the organization. Plans programs to achieve high-level business objectives established by top-level management. Achieves expense objectives within assigned area. Assists in the recruiting, training and development of employees. May also have management responsibilities in secondary or related operations. Impacts/executes functional strategy. Matching Notes: If you are also a participant in one of our Executive surveys, positions which are matched to the “Third Level Manager” may be matched to the Executive roles, as agreed during the match sessions, or with Western Management.  Experience: Requires considerable related experience as a second level manager and individual contributor.  Education: Typically requires University degree or equivalence experience. May require post-graduate degree.  Supervision: Typically supervises one or more second level managers in assigned area of responsibility. Typically reports directly to Country or Regional Manager/Executive.

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SURVEY JOBS INDEX

STORE SALES / STORE MANAGEMENT JOB FAMILIES

Cashier Job Code Notes

Cashier - Entry CSH-A1 Cashier - Career CSH-A3 Cashier - Lead CSH-A5

Greeter

Greeter - Entry GTR-A1

Sales Associate

Sales Associate / General - Entry SLA-A1-A Sales Associate / General - Intermediate SLA-A2-A Sales Associate / General - Career SLA-A3-A Sales Associate / General - Lead SLA-A5-A

Sales Associate / Specialist Non-Technical - Entry SLA-A1-B Sales Associate / Specialist Non-Technical - Intermediate SLA-A2-B Sales Associate / Specialist Non-Technical - Career SLA-A3-B Sales Associate / Specialist Non-Technical - Specialist SLA-A4-B Sales Associate / Specialist Non-Technical - Lead SLA-A5-B

Sales Associate / Specialist Technical - Entry SLA-A1-C Sales Associate / Specialist Technical - Intermediate SLA-A2-C Sales Associate / Specialist Technical - Career SLA-A3-C Sales Associate / Specialist Technical - Specialist SLA-A4-C Sales Associate / Specialist Technical - Lead SLA-A5-C

Sales Associate / Personal Shopper - Career SLA-A3-D Sales Associate / Personal Shopper - Specialist SLA-A4-D Sales Associate / Personal Shopper - Lead SLA-A5-D

Sales Associate / Draw or Commission - Career SLA-A3-E Sales Associate / Draw or Commission - Specialist SLA-A4-E

Sales Department Management

Sales Supervisor / Assistant Sales Manager - Single Unit/Department SLM-M0-A Sales Supervisor / Assistant Sales Manager - Multiple Units/Departments SLM-M0-B

Sales Tactical Manager - Single Unit/Department SLM-M1-A Sales Tactical Manager - Multiple Units/Departments SLM-M1-B

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Store Management Job Code Notes

Store Manager Trainee - Single Store STM-A5-A

Assistant Store Manager / Store Supervisor - Single Store STM-M0-A

Store Tactical Manager - Single Store STM-M1-A Store Tactical Manager - Multi-Store STM-M1-B Store Tactical Manager - Area STM-M1-C Store Tactical Manager - District STM-M1-D

Store Strategic Manager - District STM-M2-D Store Strategic Manager - Multi-District STM-M2-E Store Strategic Manager - Country STM-M2-F Store Strategic Manager - Multi-Country STM-M2-G

SPECIALTY RETAIL JOB FAMILIES

Beauty/Fragrance

Beauty / Fragrance Consultant - Entry BFR-A1 Beauty / Fragrance Consultant - Career BFR-A3 Makeup Artist - Specialist BFR-T4 Beauty / Fragrance Counter Manager BFR-M1

Optical

Optician - Career OPT-T3 Optometrist - Career OPT-P3 Optical Manager OPT-M1

Pharmacy

Pharmacy Clerk - Career PHA-A3 Pharmacy Technician - Entry PHA-T1 Pharmacy Technician - Career PHA-T3 Pharmacist - Entry PHA-P1 Pharmacist - Career PHA-P3 Pharmacy Manager PHA-M1

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GROCERY JOB FAMILIES

Grocery Customer Assistant Job Code Notes

Grocery Customer Assistant - Entry - Bakery GCA-A1-A Grocery Customer Assistant - Career - Bakery GCA-A3-A Grocery Customer Assistant - Entry - Dairy GCA-A1-B Grocery Customer Assistant - Career - Dairy GCA-A3-B Grocery Customer Assistant - Entry - Frozen Food GCA-A1-C Grocery Customer Assistant - Career - Frozen Food GCA-A3-C Grocery Customer Assistant - Entry - Deli GCA-A1-D Grocery Customer Assistant - Career - Deli GCA-A3-D Grocery Customer Assistant - Entry - Health / Beauty GCA-A1-E Grocery Customer Assistant - Career - Health / Beauty GCA-A3-E Grocery Customer Assistant - Entry - Meat GCA-A1-F Grocery Customer Assistant - Career - Meat GCA-A3-F Grocery Customer Assistant - Entry - Seafood GCA-A1-G Grocery Customer Assistant - Career - Seafood GCA-A3-G Grocery Customer Assistant - Entry - Produce GCA-A1-H Grocery Customer Assistant - Career - Produce GCA-A3-H Grocery Customer Assistant - Entry - Beverage GCA-A1-I Grocery Customer Assistant - Career - Beverage GCA-A3-I Grocery Customer Assistant - Entry - Other GCA-A1-J Grocery Customer Assistant - Career - Other GCA-A3-J Grocery Customer Assistant - Entry - Combination GCA-A1-Z Grocery Customer Assistant - Career - Combination GCA-A3-Z

Grocery Stocker

Grocery Stocker - Entry - Bakery GSK-L1-A Grocery Stocker - Career - Bakery GSK-L3-A Grocery Stocker - Entry - Dairy GSK-L1-B Grocery Stocker - Career - Dairy GSK-L3-B Grocery Stocker - Entry - Frozen Food GSK-L1-C Grocery Stocker - Career - Frozen Food GSK-L3-C Grocery Stocker - Entry - Deli GSK-L1-D Grocery Stocker - Career - Deli GSK-L3-D Grocery Stocker - Entry - Health / Beauty GSK-L1-E Grocery Stocker - Career - Health / Beauty GSK-L3-E Grocery Stocker - Entry - Meat GSK-L1-F Grocery Stocker - Career - Meat GSK-L3-F Grocery Stocker - Entry - Seafood GSK-L1-G Grocery Stocker - Career - Seafood GSK-L3-G Grocery Stocker - Entry - Produce GSK-L1-H Grocery Stocker - Career - Produce GSK-L3-H Grocery Stocker - Entry - Beverage GSK-L1-I Grocery Stocker - Career - Beverage GSK-L3-I Grocery Stocker - Entry - Other GSK-L1-J Grocery Stocker - Career - Other GSK-L3-J Grocery Stocker - Entry - Combination GSK-L1-Z Grocery Stocker - Career - Combination GSK-L3-Z

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Grocery Specialty Job Code Notes

Grocery Specialist - Entry - Food Preparer/Cook GSP-T1-A Grocery Specialist - Career - Food Preparer/Cook GSP-T3-A Grocery Specialist - Entry - Baker GSP-T1-B Grocery Specialist - Career - Baker GSP-T3-B Grocery Specialist - Entry - Cake Decorator GSP-T1-C Grocery Specialist - Career - Cake Decorator GSP-T3-C Grocery Specialist - Entry - Butcher GSP-T1-D Grocery Specialist - Career - Butcher GSP-T3-D Grocery Specialist - Entry - Fish Monger GSP-T1-E Grocery Specialist - Career - Fish Monger GSP-T3-E Grocery Specialist - Entry - Other GSP-T1-F Grocery Specialist - Career - Other GSP-T3-F Grocery Specialist - Entry - Combination GSP-T1-Z Grocery Specialist - Career - Combination GSP-T3-Z

Grocery Department Management

Department Supervisor / Assistant Manager - Bakery GMG-M0-A Department Tactical Manager - Bakery GMG-M1-A Department Supervisor / Assistant Manager - Dairy GMG-M0-B Department Tactical Manager - Dairy GMG-M1-B Department Supervisor / Assistant Manager - Frozen Food GMG-M0-C Department Tactical Manager - Frozen Food GMG-M1-C Department Supervisor / Assistant Manager - Deli GMG-M0-D Department Tactical Manager - Deli GMG-M1-D Department Supervisor / Assistant Manager - Health / Beauty GMG-M0-E Department Tactical Manager - Health / Beauty GMG-M1-E Department Supervisor / Assistant Manager - Meat GMG-M0-F Department Tactical Manager - Meat GMG-M1-F Department Supervisor / Assistant Manager - Seafood GMG-M0-G Department Tactical Manager - Seafood GMG-M1-G Department Supervisor / Assistant Manager - Produce GMG-M0-H Department Tactical Manager - Produce GMG-M1-H Department Supervisor / Assistant Manager - Beverage GMG-M0-I Department Tactical Manager - Beverage GMG-M1-I Department Supervisor / Assistant Manager - Other GMG-M0-J Department Tactical Manager - Other GMG-M1-J Department Supervisor / Assistant Manager - Combination GMG-M0-Z Department Tactical Manager - Combination GMG-M1-Z

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IN-STORE SUPPORT FAMILIES

Customer Service Job Code Notes

Customer Service Representative - Entry CUS-A1 Customer Service Representative - Intermediate CUS-A2 Customer Service Representative - Career CUS-A3 Customer Service Representative - Specialist CUS-A4 Customer Service Supervisor CUS-M0 Customer Service Tactical Manager CUS-M1 Customer Service Strategic Manager CUS-M2

Customer Technical Support - Entry CUS-A1-B Customer Technical Support - Intermediate CUS-A2-B Customer Technical Support - Career CUS-A3-B Customer Technical Support - Specialist CUS-A4-B Customer Technical Support Supervisor CUS-M0-B Customer Technical Support Tactical Manager CUS-M1-B Customer Technical Support Strategic Manager CUS-M2-B

Facilities Maintenance

Facilities Maintenance Worker - Entry FMM-L1 Facilities Maintenance Worker - Career FMM-L3 Facilities Maintenance Worker - Specialist FMM-L4 Facilities Maintenance Worker - Lead FMM-L5 Facilities Supervisor FMM-M0 Facilities Tactical Manager FMM-M1

Human Resources

Human Resources Representative - Entry HRM-P1 Human Resources Representative - Intermediate HRM-P2 Human Resources Representative - Career HRM-P3 Human Resources Representative - Specialist HRM-P4 Human Resources Tactical Manager HRM-M1

Janitorial

Janitor / Custodian - Entry JAN-L1 Janitor / Custodian - Career JAN-L3

Merchandise Processing

Receiver - Entry MCP-L1-A Receiver - Career MCP-L3-A Receiver - Lead MCP-L5-A Receiving Tactical Manager MCP-M1-A

Stocker - Entry MCP-L1-B Stocker - Career MCP-L3-B Stocker - Lead MCP-L5-B Stocking Tactical Manager MCP-M1-B

Receiver / Stocker - Entry MCP-L1-Z Receiver / Stocker - Career MCP-L3-Z Receiver / Stocker - Lead MCP-L5-Z Merchandise Processing Tactical Manager MCP-M1-Z

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Security / Surveillance Job Code Notes

Security Guard - Entry - Armed SEC-A1-D Security Guard - Career - Armed SEC-A3-D

Security Guard - Entry - Unarmed SEC-A1-E Security Guard - Career - Unarmed SEC-A3-E

Security Representative - Entry SEC-P1-A Security Representative - Intermediate SEC-P2-A Security Representative - Career SEC-P3-A

Security Representative - Entry - Surveillance SEC-P1-B Security Representative - Intermediate - Surveillance SEC-P2-B Security Representative - Career - Surveillance SEC-P3-B

Security Representative - Entry - Investigator SEC-P1-C Security Representative - Intermediate - Investigator SEC-P2-C Security Representative - Career - Investigator SEC-P3-C

Security Supervisor SEC-M0-Z Security Tactical Manager SEC-M1-Z

Visual Merchandising

Display Coordinator - Entry - Store Level VMC-A1-A Display Coordinator - Career - Store Level VMC-A3-A

Visual Merchandiser - Entry - Store Level VMC-P1-A Visual Merchandiser - Intermediate - Store Level VMC-P2-A Visual Merchandiser - Career - Store Level VMC-P3-A Visual Merchandiser Supervisor - Store Level VMC-M0-A Visual Merchandiser Tactical Manager - Store Level VMC-M1-A

Visual Merchandiser - Entry - Headquarters VMC-P1-B Visual Merchandiser - Intermediate - Headquarters VMC-P2-B Visual Merchandiser - Career - Headquarters VMC-P3-B Visual Merchandiser Tactical Manager - Headquarters VMC-M1-B Visual Merchandiser Strategic Manager - Headquarters VMC-M2-B Visual Merchandiser Top Manager - Headquarters VMC-M3-B

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CORPORATE / CROSS-INDUSTRY JOB FAMILIES

Buying Job Code Notes

Buyer - Entry BUY-P1 Buyer - Intermediate BUY-P2 Buyer - Career BUY-P3 Buyer - Specialist BUY-P4 Buying Tactical Manager BUY-M1

Dispatcher

Dispatcher - Entry DSP-A1 Dispatcher - Career DSP-A3

E-Commerce

E-Commerce Digital Marketing Analyst - Entry ECM-P1-E E-Commerce Digital Marketing Analyst - Intermediate ECM-P2-E E-Commerce Digital Marketing Analyst - Career ECM-P3-E E-Commerce Digital Marketing Analyst - Specialist ECM-P4-E E-Commerce Digital Marketing Tactical Manager ECM-M1-E

E-Commerce Online Merchandising - Entry ECM-P1-G E-Commerce Online Merchandising - Intermediate ECM-P2-G E-Commerce Online Merchandising - Career ECM-P3-G E-Commerce Online Merchandising - Specialist ECM-P4-G E-Commerce Online Merchandising Tactical Manager ECM-M1-G

Finance

General Accounting Representative - Career FIN-P3-A General Accounting Tactical Manager FIN-M1-A General Accounting Strategic Manager FIN-M2-A

Payroll Representative - Career FIN-P3-B Payroll Tactical Manager FIN-M1-B Payroll Strategic Manager FIN-M2-B

Credit / Collection Representative - Career FIN-P3-C Credit / Collection Tactical Manager FIN-M1-C Credit / Collection Strategic Manager FIN-M2-C

Controlling / Business Analyses Representative - Career FIN-P3-D Controlling / Business Analyses Tactical Manager FIN-M1-D Controlling / Business Analyses Strategic Manager FIN-M2-D

Audit Representative - Career FIN-P3-F Audit Tactical Manager FIN-M1-F Audit Strategic Manager FIN-M2-F

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Information Technologies Job Code Notes

IT Technician - Career - Internal Technical Support ITM-T3-B IT Engineer - Intermediate - Internal Technical Support ITM-P2-B IT Engineer - Career - Internal Technical Support ITM-P3-B IT Tactical Manager - Internal Technical Support ITM-M1-B

IT Technician - Career - Point of Sales ITM-T3-F IT Engineer - Intermediate - Point of Sales ITM-P2-F IT Engineer - Career - Point of Sales ITM-P3-F IT Tactical Manager - Point of Sales ITM-M1-F

IT Technician - Career - Pricing Systems ITM-T3-G IT Engineer - Intermediate - Pricing Systems ITM-P2-G IT Engineer - Career - Pricing Systems ITM-P3-G IT Tactical Manager - Pricing Systems ITM-M1-G

IT Technician - Career - Combination/Other ITM-T3-Z IT Engineer - Intermediate - Combination/Other ITM-P2-Z IT Engineer - Career - Combination/Other ITM-P3-Z IT Tactical Manager - Combination/Other ITM-M1-Z

Inventory Control

Inventory Analyst - Entry INV-P1 Inventory Analyst - Intermediate INV-P2 Inventory Analyst - Career INV-P3 Inventory Analyst - Specialist INV-P4 Inventory Control Supervisor INV-M0 Inventory Control Tactical Manager INV-M1 Inventory Control Top Manager INV-M3

Logistics / Transportation

Logistics / Transportation Analyst- Entry LOG-P1 Logistics / Transportation Analyst - Intermediate LOG-P2 Logistics / Transportation Analyst - Career LOG-P3 Logistics / Transportation Analyst - Specialist LOG-P4 Logistics / Transportation Supervisor LOG-M0 Logistics / Transportation Tactical Manager LOG-M1 Logistics / Transportation Strategic Manager LOG-M2 Logistics / Transportation Top Manager LOG-M3

Loss Prevention

Loss Prevention Representative - Entry - Single Store LPV-P1-A Loss Prevention Representative - Intermediate - Single Store LPV-P2-A Loss Prevention Representative - Career - Single Store LPV-P3-A

Loss Prevention Tactical Manager - Single Store LPV-M1-A Loss Prevention Tactical Manager - Area LPV-M1-B Loss Prevention Tactical Manager - District LPV-M1-C Loss Prevention Tactical Manager - Multi-District LPV-M1-D

Loss Prevention Strategic Manager - Multi-District LPV-M2-D Loss Prevention Strategic Manager - Country LPV-M2-E Loss Prevention Strategic Manager - Multi-Country LPV-M2-F

Loss Prevention Top Manager - Country LPV-M3-E Loss Prevention Top Manager - Multi-Country LPV-M3-F

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Planning / Allocation Job Code Notes

Planning / Allocation Analyst - Entry MPA-P1 Planning / Allocation Analyst - Intermediate MPA-P2 Planning / Allocation Analyst - Career MPA-P3 Planning / Allocation Analyst - Specialist MPA-P4 Planning / Allocation Supervisor MPA-M0 Planning / Allocation Tactical Manager MPA-M1 Planning / Allocation Strategic Manager MPA-M2 Planning / Allocation Top Manager MPA-M3

Real Estate

Real Estate Representative - Career - Property Management RES-P3-A Real Estate Representative - Specialist - Property Management RES-P4-A Real Estate Tactical Manager - Property Management RES-M1-A Real Estate Strategic Manager - Property Management RES-M2-A

Real Estate Representative - Career - Development / Acquisitions RES-P3-B Real Estate Representative - Specialist - Development / Acquisitions RES-P4-B Real Estate Tactical Manager - Development / Acquisitions RES-M1-B Real Estate Strategic Manager - Development / Acquisitions RES-M2-B

Real Estate Representative - Career - Space Planning RES-P3-D Real Estate Representative - Specialist - Space Planning RES-P4-D Real Estate Tactical Manager - Space Planning RES-M1-D Real Estate Strategic Manager - Space Planning RES-M2-D

Real Estate Representative - Career - Design & Construction RES-P3-F Real Estate Representative - Specialist - Design & Construction RES-P4-F Real Estate Tactical Manager - Design & Construction RES-M1-F Real Estate Strategic Manager - Design & Construction RES-M2-F

Real Estate Representative - Career - Combination/Other RES-P3-Z Real Estate Representative - Specialist - Combination/Other RES-P4-Z Real Estate Tactical Manager - Combination/Other RES-M1-Z Real Estate Strategic Manager - Combination/Other RES-M2-Z

Store Operations

Store Operations Specialist - Entry SOP-P1 Store Operations Specialist - Career SOP-P3 Store Operations Specialist - Specialist SOP-P4 Store Operations Tactical Manager SOP-M1 Store Operations Strategic Manager SOP-M2 Store Operations Top Manager SOP-M3

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Telesales / Inside Sales Job Code Notes

Telesales Representative - Entry - Outbound TSL-A1-A Telesales Representative - Intermediate - Outbound TSL-A2-A Telesales Representative - Career - Outbound TSL-A3-A Inside Sales Supervisor - Outbound TSL-M0-A Inside Sales Tactical Manager - Outbound TSL-M1-A

Telesales Representative - Entry - Inbound TSL-A1-B Telesales Representative - Intermediate - Inbound TSL-A2-B Telesales Representative - Career - Inbound TSL-A3-B Inside Sales Supervisor - Inbound TSL-M0-B Inside Sales Tactical Manager - Inbound TSL-M1-B

Telesales Representative - Entry - Combination TSL-A1-Z Telesales Representative - Intermediate - Combination TSL-A2-Z Telesales Representative - Career - Combination TSL-A3-Z Inside Sales Supervisor - Combination TSL-M0-Z Inside Sales Tactical Manager - Combination TSL-M1-Z

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SURVEY JOB DESCRIPTIONS

COPYRIGHT 2021

Review the job descriptions below to identify those jobs which may exist in your company. ONLY report data on jobs which match the description by at least an 80% confidence level. Jobs which cannot meet this criteria should NOT be reported. Please refer to the Survey Job Leveling Factors to determine the proper leveling of each incumbent.

STORE SALES / STORE MANAGEMENT JOB FAMILIES

Survey Job Family: Cashier CSH Functional Description: Receives payment from customers and records monetary transactions incidental to the conduct of a retail sales business. Verifies amounts of purchase and issues receipts for funds received using a cash register, electronic scanner and other related equipment. Answers customers’ questions and provides information. Computes and records totals of transactions. Identifies prices of goods and services. Greets customers entering retail stores. Monitors checkout stations to ensure there is adequate cash available. Bags, boxes or gift-wraps merchandise purchased.

Job Level: Survey Job Title Survey Job Code Cashier - Entry CSH-A1 Cashier - Career CSH-A3 Cashier - Lead CSH-A5

Survey Job Family: Greeter GTR Functional Description: Responsible for greeting and assisting new and existing customers. Controls the general customer flow within the store.

Job Level: Survey Job Title Survey Job Code Greeter - Entry GTR-A1

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Survey Job Family: Sales Associate SLA Functional Description: Assists customers in determining which products and services best fit their needs and interests them in the merchandise. Promotes the sale of merchandise by meeting or exceeding standards for productivity. Maintains awareness of all product requirements and information, promotions and advertising. Maintains inventory and provides customer service. Accountable for accurate and complete sales transactions.

Matching Notes: Use the “Sales Associate / Draw or Commission” jobs when the employee Base Pay is either zero or below minimum wage and total compensation is driven primarily by variable pay.

Use "Specialist" for incumbents who typically maintain product knowledge and/or product certification specific to the industry. Companies selling non-technical products should only match the “Specialist” jobs if the specialists bring a true expertise specific to their industry. Companies selling technical equipment or products typically require this level of expertise for sales employees.

Job Level: Survey Job Title Survey Job Code Sales Associate / General - Entry SLA-A1-A Sales Associate / General - Intermediate SLA-A2-A Sales Associate / General - Career SLA-A3-A Sales Associate / General - Lead SLA-A5-A

Sales Associate / Specialist Non-Technical - Entry SLA-A1-B Sales Associate / Specialist Non-Technical - Intermediate SLA-A2-B Sales Associate / Specialist Non-Technical - Career SLA-A3-B Sales Associate / Specialist Non-Technical - Specialist SLA-A4-B Sales Associate / Specialist Non-Technical - Lead SLA-A5-B

Sales Associate / Specialist Technical - Entry SLA-A1-C Sales Associate / Specialist Technical - Intermediate SLA-A2-C Sales Associate / Specialist Technical - Career SLA-A3-C Sales Associate / Specialist Technical - Specialist SLA-A4-C Sales Associate / Specialist Technical - Lead SLA-A5-C

Sales Associate / Personal Shopper - Career SLA-A3-D Sales Associate / Personal Shopper - Specialist SLA-A4-D Sales Associate / Personal Shopper - Lead SLA-A5-D

Sales Associate / Draw or Commission - Career SLA-A3-E Sales Associate / Draw or Commission - Specialist SLA-A4-E

Survey Job Family: Sales Department Management SLM Functional Description: Responsible for the supervision, development and management of a retail sales team or department in an effort to achieve all market and budget objectives. Oversees designated retail operations and ensures that all company policies and procedures are followed. Provides leadership and direction to sales management teams and coordinates assigned activities for related sales, advertising, pricing, and marketing programs. Monitors sales performance, incentive and compensation programs. Modifies or creates improved programs designed to maximize market success. Provides excellent customer service, strong leadership and upholds all visual and operational standards within the department. Analyzes sales statistics gathered by staff to determine sales potential and inventory requirements.

Matching Notes: When leveling “Sales Management” incumbents be aware that skills, education, knowledge and/or experience requirements may vary based on the Business Segment and/or Product Line managed. For example, Premium/High End/Luxury Goods establishments generally place a high value on providing specialized customer service, and therefore may have heavier minimum requirements, than Outlet stores, which are typically more operational in nature.

Job Level: Survey Job Title Survey Job Code Sales Supervisor / Assistant Sales Manager - Single Unit/Department SLM-M0-A Sales Supervisor / Assistant Sales Manager - Multiple Units/Departments SLM-M0-B

Sales Tactical Manager - Single Unit/Department SLM-M1-A Sales Tactical Manager - Multiple Units/Departments SLM-M1-B

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Survey Job Family: Store Management STM Functional Description: Manage day-to-day store activities. Responsible for all aspects of running a profitable store. Sets the tone for store culture and environment to ensure success in all aspects of customer service, profitability, operations, staff development, loss prevention, human resource duties, merchandise flow, store maintenance, budget and expense management.

Matching Notes: When leveling “Store Management” incumbents be aware that skills, education, knowledge and/or experience requirements may vary based on the Business Segment and/or Product Line managed. For example, Premium/High End/Luxury Goods establishments generally place a high value on providing specialized customer service, and therefore may have heavier minimum requirements, than Outlet stores, which are typically more operational in nature.

Area: Normally 2-4 stores in a close geographic proximity. Store Managers typically report to this position. District: Normally 2 or more Areas. Area Managers typically report to this position. Multi-District: Normally 2 or more Districts in a defined geographic or sub-country area (e.g. Southeast UK). District Managers typically report to this position. Country: Manages a single country. Multi-District Managers typically report to this position. Multi-Country: Manages a small cluster of countries (Benelux, Iberia, etc.)

Job Level: Survey Job Title Survey Job Code Store Manager Trainee - Single Store STM-A5-A Assistant Store Manager / Store Supervisor - Single Store STM-M0-A

Store Tactical Manager - Single Store STM-M1-A Store Tactical Manager - Multi-Store STM-M1-B Store Tactical Manager - Area STM-M1-C Store Tactical Manager - District STM-M1-D

Store Strategic Manager - District STM-M2-D Store Strategic Manager - Multi-District STM-M2-E Store Strategic Manager - Country STM-M2-F Store Strategic Manager - Multi-Country STM-M2-G

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SPECIALTY RETAIL JOB FAMILIES

Survey Job Family: Beauty / Fragrance BFR Functional Description: Presents, demonstrates and sells beauty products to customers in a designated retail location. Provides a high level of customer service support with product expertise and advanced selling skills. Engages in company-sponsored programs and events to develop new customer prospects or referrals. Sales specialists use both experience and knowledge to build customer relationships and drive sales.

Make-up Artist, as the company’s beauty product line specialist, trains store beauty/fragrance staff in all aspects of the company’s products. Develops applications of new and existing products to achieve “new looks” that reflect current fashion trends. Develops “face charts” and templates and trains store staff in the use and application of products in order to achieve the desired looks on a variety of client types.

Job Level: Survey Job Title Survey Job Code Beauty / Fragrance Consultant - Entry BFR-A1 Beauty / Fragrance Consultant - Career BFR-A3 Makeup Artist - Specialist BFR-T4 Beauty / Fragrance Counter Manager BFR-M1

Survey Job Family: Optical OPT Functional Description: Prescribes and fills corrective eye prescriptions. Assists and advises customers in selecting eyeglass frames and lenses, and fills orders for contact lenses. Applies specialized training, knowledge and experience in the performance of assigned duties. Maintains awareness of all product requirements and information, promotions and advertising. Maintains files, inventories and control records.

Matching Notes: If "Sales Associates" only, match into "Sales Associate - Specialist Non-Technical" (SLA-B)

Job Level: Survey Job Title Survey Job Code Optician - Career OPT-T3 Optometrist - Career OPT-P3 Optical Manager OPT-M1

Survey Job Family: Pharmacy PHA Functional Description: Compounds, prepares and dispenses medications following prescriptions issued by physicians, dentists or other authorized medical practitioners by calculating, weighing, measuring, and mixing ingredients or oversee these activities. Maintains files, inventories and control records. Assists and advises customers by answering questions, locating items, medical equipment and health-care supplies.

Job Level: Survey Job Title Survey Job Code Pharmacy Clerk - Career PHA-A3 Pharmacy Technician - Entry PHA-T1 Pharmacy Technician - Career PHA-T3 Pharmacist - Entry PHA-P1 Pharmacist - Career PHA-P3 Pharmacy Manager PHA-M1

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GROCERY JOB FAMILIES

Survey Job Family: Grocery Customer Assistant GCA Functional Description: Assists customers in the selection and purchase of products. Assists customers with product information and selection; prepares, packages and labels products. Stocks shelves, cases and bins, while maintaining neat attractive conditions and properly signed displays. Maintains product level, quality, and freshness according to standards. Maintains safety and sanitation standards. Requires strong verbal and communication skills, knowledge of principles and processes for providing customer and personal services.

Matching Notes: Match “Management” roles into “Grocery Department Management” Job Family (GMG)

Match “Cashiers” into “Cashier” Job Family (CSH)

Match “Customer Services” roles into “Customer Service” Job Family (CUS)

Match “Stockers” into “Grocery Stocker” Job Family (GSK)

Job Level: Survey Job Title Survey Job Code Grocery Customer Assistant - Entry - Bakery GCA-A1-A Grocery Customer Assistant - Career - Bakery GCA-A3-A Grocery Customer Assistant - Entry - Dairy GCA-A1-B Grocery Customer Assistant - Career - Dairy GCA-A3-B Grocery Customer Assistant - Entry - Frozen Food GCA-A1-C Grocery Customer Assistant - Career - Frozen Food GCA-A3-C Grocery Customer Assistant - Entry - Deli GCA-A1-D Grocery Customer Assistant - Career - Deli GCA-A3-D Grocery Customer Assistant - Entry - Health/Beauty GCA-A1-E Grocery Customer Assistant - Career - Health/Beauty GCA-A3-E Grocery Customer Assistant - Entry - Meat GCA-A1-F Grocery Customer Assistant - Career - Meat GCA-A3-F Grocery Customer Assistant - Entry - Seafood GCA-A1-G Grocery Customer Assistant - Career - Seafood GCA-A3-G Grocery Customer Assistant - Entry - Produce GCA-A1-H Grocery Customer Assistant - Career - Produce GCA-A3-H Grocery Customer Assistant - Entry - Beverage GCA-A1-I Grocery Customer Assistant - Career - Beverage GCA-A3-I Grocery Customer Assistant - Entry - Other GCA-A1-J Grocery Customer Assistant - Career - Other GCA-A3-J Grocery Customer Assistant - Entry - Combination GCA-A1-Z Grocery Customer Assistant - Career - Combination GCA-A3-Z

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Survey Job Family: Grocery Stocker GSK Functional Description: Stocks and rotates merchandise onto shelves, displays or bins. Assembles and sets up merchandise displays and promotional items. Marks identifying codes, tags, and prices on merchandise. Stocks storage and display areas with new or transferred merchandise. Maintains safety and sanitation standards in assigned area. Provides customer service as required.

Matching Notes: Match “Management” roles into “Grocery Department Management” Job Family (GMG)

Match “Grocery Customer Assistants” into “Grocery Customer Assistant” Job Family (GCA)

Job Level: Survey Job Title Survey Job Code Grocery Stocker - Entry - Bakery GSK-A1-A Grocery Stocker - Career - Bakery GSK-A3-A Grocery Stocker - Entry - Dairy GSK-A1-B Grocery Stocker - Career - Dairy GSK-A3-B Grocery Stocker - Entry - Frozen Food GSK-A1-C Grocery Stocker - Career - Frozen Food GSK-A3-C Grocery Stocker - Entry - Deli GSK-A1-D Grocery Stocker - Career - Deli GSK-A3-D Grocery Stocker - Entry - Health/Beauty GSK-A1-E Grocery Stocker - Career - Health/Beauty GSK-A3-E Grocery Stocker - Entry - Meat GSK-A1-F Grocery Stocker - Career - Meat GSK-A3-F Grocery Stocker - Entry - Seafood GSK-A1-G Grocery Stocker - Career - Seafood GSK-A3-G Grocery Stocker - Entry - Produce GSK-A1-H Grocery Stocker - Career - Produce GSK-A3-H Grocery Stocker - Entry - Beverage GSK-A1-I Grocery Stocker - Career - Beverage GSK-A3-I Grocery Stocker - Entry - Other GSK-A1-J Grocery Stocker - Career - Other GSK-A3-J Grocery Stocker - Entry - Combination GSK-A1-Z Grocery Stocker - Career - Combination GSK-A3-Z

Survey Job Family: Grocery Specialty GSP Functional Description: Provides specialized services in a specialty grocery department. Applies unique training, knowledge and experience in the performance of assigned duties. Maintains awareness of all product requirements and information, promotions and advertising. Maintains inventory and provides customer service as required.

Matching Notes: Match “Management” roles into “Grocery Department Management” Job Family (GMG)

Match generic “Grocery Customer Assistants” into “Grocery Customer Assistant” Job Family (GCA)

Match “Cashiers” into “Cashier” Job Family (CSH)

Match “Customer Services” roles into “Customer Service” Job Family (CUS)

Job Level: Survey Job Title Survey Job Code Grocery Specialist - Entry - Food Preparer/Cook GSP-T1-A Grocery Specialist - Career - Food Preparer/Cook GSP-T3-A Grocery Specialist - Entry - Baker GSP-T1-B Grocery Specialist - Career - Baker GSP-T3-B Grocery Specialist - Entry - Cake Decorator GSP-T1-C Grocery Specialist - Career - Cake Decorator GSP-T3-C Grocery Specialist - Entry - Butcher GSP-T1-D Grocery Specialist - Career - Butcher GSP-T3-D Grocery Specialist - Entry - Fish Monger GSP-T1-E Grocery Specialist - Career - Fish Monger GSP-T3-E Grocery Specialist - Entry - Other GSP-T1-F Grocery Specialist - Career - Other GSP-T3-F Grocery Specialist - Entry - Combination GSP-T1-Z Grocery Specialist - Career - Combination GSP-T3-Z

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Survey Job Family: Grocery Department Management GMG Functional Description: Responsible for the supervision, development and management of a grocery department in an effort to achieve all customer service, sales and budget objectives. Ensures that all company policies and procedures are followed. Provides leadership and direction to department staff and coordinates assigned activities for related sales, advertising, pricing, and marketing programs. Monitors sales performance, incentive and compensation programs. Modifies or creates improved programs designed to maximize market success. Provides excellent customer service, strong leadership and upholds all visual and operational standards within the department. Analyzes sales statistics gathered by staff to determine sales potential and inventory requirements.

Matching Notes: Match “Sales Managers” into the “Sales Management” Job Family (SLM)

Job Level: Survey Job Title Survey Job Code Department Supervisor / Assistant Manager - Bakery GMG-M0-A Department Tactical Manager - Bakery GMG-M1-A Department Supervisor / Assistant Manager - Dairy GMG-M0-B Department Tactical Manager - Dairy GMG-M1-B Department Supervisor / Assistant Manager - Frozen Food GMG-M0-C Department Tactical Manager - Frozen Food GMG-M1-C Department Supervisor / Assistant Manager - Deli GMG-M0-D Department Tactical Manager - Deli GMG-M1-D Department Supervisor / Assistant Manager - Health/Beauty GMG-M0-E Department Tactical Manager - Health/Beauty GMG-M1-E Department Supervisor / Assistant Manager - Meat GMG-M0-F Department Tactical Manager - Meat GMG-M1-F Department Supervisor / Assistant Manager - Seafood GMG-M0-G Department Tactical Manager - Seafood GMG-M1-G Department Supervisor / Assistant Manager - Produce GMG-M0-H Department Tactical Manager - Produce GMG-M1-H Department Supervisor / Assistant Manager - Beverage GMG-M0-I Department Tactical Manager - Beverage GMG-M1-I Department Supervisor / Assistant Manager - Other GMG-M0-J Department Tactical Manager - Other GMG-M1-J Department Supervisor / Assistant Manager - Combination GMG-M0-Z Department Tactical Manager - Combination GMG-M1-Z

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IN-STORE SUPPORT JOB FAMILIES

Survey Job Family: Customer Service CUS Functional Description: Provides support to customers as the first-tier of contact for inquiries and problems regarding satisfaction, technical support, billing, product service, status of orders, product selection, placement of orders, complaints, returns, shortages, adjustments to invoice, expediting of order, requests for literature and repair. Reviews customer problem and initiates action for repair, replacement return or service dispatch; or refers highly unusual situations to higher authority for review and reconciliation. May prepare initial recommendations for review.

Job Level: Survey Job Title Survey Job Code Customer Service Representative - Entry CUS-A1 Customer Service Representative - Intermediate CUS-A2 Customer Service Representative - Career CUS-A3 Customer Service Representative - Specialist CUS-A4 Customer Service Supervisor CUS-M0 Customer Service Tactical Manager CUS-M1 Customer Service Strategic Manager CUS-M2

Customer Technical Support - Entry CUS-A1-B Customer Technical Support - Intermediate CUS-A2-B Customer Technical Support - Career CUS-A3-B Customer Technical Support - Specialist CUS-A4-B Customer Technical Support Supervisor CUS-M0-B Customer Technical Support Tactical Manager CUS-M1-B Customer Technical Support Strategic Manager CUS-M2-B

Survey Job Family: Facilities Maintenance FMM Functional Description: Supports all aspects of building services and facilities maintenance by performing various maintenance tasks. Maintenance may involve welding, fabrication, painting, plumbing, carpentry, data and voice line installation, office setup/takedown. Also performs preventive maintenance in warehouse such as roofing, siding and concrete repairs. Operates power and hand tools as needed. May perform seasonal work such as removing snow. Assists with conference room sets ups and office moves.

Matching Notes: Match Janitors/Custodians to “Janitorial” job family (JAN).

Job Level: Survey Job Title Survey Job Code Facilities Maintenance Worker - Entry FMM-L1 Facilities Maintenance Worker - Career FMM-L3 Facilities Maintenance Worker - Specialist FMM-L4 Facilities Maintenance Worker - Lead FMM-L5 Facilities Supervisor FMM-M0 Facilities Tactical Manager FMM-M1

Survey Job Family: Human Resources HRM Functional Description: Located in a store, performs a wide variety of human resources activities in functions such as employment, compensation, benefits, training, employee relations, security, and related areas. Typical tasks include assisting in the development and conduct of recruiting programs, interviewing, screening, evaluating and selecting qualified applicants; reviewing requests for classification/grade changes, recommending appropriate salary grades, analyzing salary survey data, developing compensation structures; reviewing competitive benefits, developing recommendations for benefit additions and changes; interpreting human resources policies for supervision, counseling employees concerning work related problems and conducting termination interviews; preparing company benefit brochures and conducting employee orientations; preparing and presenting unemployment claims; developing programs and similar tasks. Conducts research, analyzes data and prepares recommendations on assigned projects. Provides assistance to line management regarding employee relations practices.

Job Level: Survey Job Title Survey Job Code Human Resources Generalist - Entry HRM-P1 Human Resources Generalist - Intermediate HRM-P2 Human Resources Generalist - Career HRM-P3 Human Resources Generalist - Specialist HRM-P4 Human Resources Tactical Manager HRM-M1

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Survey Job Family: Janitorial JAN Functional Description: Responsible for cleaning offices, restrooms, employee lounges and/or retail areas. Maintains floors (sweeping and mopping), empties trash receptacles and replenishes supply of personal items in restrooms. Overall responsibility for general good housekeeping in work areas.

Job Level: Survey Job Title Survey Job Code Janitor / Custodian - Entry JAN-L1 Janitor / Custodian - Career JAN-L3

Survey Job Family: Merchandise Processing MCP Functional Description: Receives and unloads incoming shipments, directs merchandise to the appropriate area. Unpacks and examines goods received, rejects damaged items, records shortages, and corresponds with shipper to rectify damages and shortages. Responsible for the distribution of merchandise. Stocks shelves, racks, cases, bins and tables with merchandise and arrange displays to attract customers. Periodically takes inventory of merchandise or checks and marks items. Provides customer service as required. Assembles customer orders from stock.

The Management supervises and manages the receipt, stocking and flow of store/department merchandise. Ensures the store/department is “customer ready” by managing the flow and placement of merchandise into and out of the store/department, monitoring inventory and ensuring proper display and presentation of merchandise.

Matching Notes: Match “Grocery Stockers” into “Grocery Stocker” Job Family (GSK)

Job Level: Survey Job Title Survey Job Code Receiver - Entry MCP-L1-A Receiver - Career MCP-L3-A Receiver - Lead MCP-L5-A Receiving Tactical Manager MCP-M1-A

Stocker - Entry MCP-L1-B Stocker - Career MCP-L3-B Stocker - Lead MCP-L5-B Stocking Tactical Manager MCP-M1-B

Receiver / Stocker - Entry MCP-L1-Z Receiver / Stocker - Career MCP-L3-Z Receiver / Stocker - Lead MCP-L5-Z Merchandise Processing Tactical Manager MCP-M1-Z

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Survey Job Family: Security / Surveillance SEC Functional Description: Plans, organizes, directs, and controls the activities and staff involved in developing and administering the company security policies, procedures and programs. Provides security controls of company facilities, equipment, and merchandise. Recommends procedures and systems for visitor control, employee identification, security clearance administration, and the safeguard of company facilities, equipment, material, and employee property. Provides security control through direction of a guard force or through retention of contract services. Investigates security and related problems and maintains liaison with appropriate law enforcement agencies.

Matching Notes: Match “Loss Prevention” into “Los Prevention” Job Family (LPV)

Job Level: Survey Job Title Survey Job Code Security Guard - Entry - Armed SEC-A1-D Security Guard - Career - Armed SEC-A3-D

Security Guard - Entry - Unarmed SEC-A1-E Security Guard - Career - Unarmed SEC-A3-E

Security Representative - Entry SEC-P1-A Security Representative - Intermediate SEC-P2-A Security Representative - Career SEC-P3-A

Security Representative - Entry - Surveillance SEC-P1-B Security Representative - Intermediate - Surveillance SEC-P2-B Security Representative - Career - Surveillance SEC-P3-B

Security Representative - Entry - Investigator SEC-P1-C Security Representative - Intermediate - Investigator SEC-P2-C Security Representative - Career - Investigator SEC-P3-C

Security Supervisor SEC-M0-Z Security Tactical Manager SEC-M1-Z

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Survey Job Family: Visual Merchandising VMC Functional Description: Supports sales through the development/implementation/installation of design and visual merchandising displays to promote merchandise and increase sales revenues while reflecting the company’s standards and values. These displays may include: windows, signage, platforms, shelves, interior point-of-sales displays, point of purchase, special promotions and showcases.

Matching Notes: Match as “Display Coordinators” those who implement the visual merchandise displays within a store.

Match as “Visual Merchandisers” those who develop the design/display concept, and monitor the implementation of displays by “Display Coordinators”.

Job Level: Survey Job Title Survey Job Code Display Coordinator - Entry - Store Level VMC-A1-A Display Coordinator - Career - Store Level VMC-A3-A

Visual Merchandiser - Entry - Store Level VMC-P1-A Visual Merchandiser - Intermediate - Store Level VMC-P2-A Visual Merchandiser - Career - Store Level VMC-P3-A Visual Merchandiser Supervisor - Store Level VMC-M0-A Visual Merchandiser Tactical Manager - Store Level VMC-M1-A

Visual Merchandiser - Entry - Headquarters VMC-P1-B Visual Merchandiser - Intermediate - Headquarters VMC-P2-B Visual Merchandiser - Career - Headquarters VMC-P3-B Visual Merchandiser Tactical Manager - Headquarters VMC-M1-B

Visual Merchandiser Strategic Manager - Headquarters VMC-M2-B Visual Merchandiser Top Manager - Headquarters VMC-M3-B

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CORPORATE / CROSS-INDUSTRY JOB FAMILIES

Survey Job Family: Buying BUY Functional Description: Manages sources, evaluates, negotiates and prices products for assigned categories, including commodities, office products, services, technical, vendor compliance and retail merchandise. Monitors sales and margins through vendor negotiations and promotional opportunities. Maximizes sales and profitability through the development and implementation of a strategy, analysis and appropriate reaction to sales.

The Management is responsible for providing leadership, direction and support for the buying function. Develops and implements buying programs and procedures to achieve buying management goals.

Matching Notes: Enter the appropriate Product Code in the SmartScreen to indicate specific merchandise for which the Buyer is responsible.

Job Level: Survey Job Title Survey Job Code Buyer - Entry BUY-P1 Buyer - Intermediate BUY-P2 Buyer - Career BUY-P3 Buyer - Specialist BUY-P4 Buying Tactical Manager BUY-M1

Survey Job Family: Dispatcher DSP Functional Description: Dispatcher: Coordinates all delivery activity to and from a distribution center to ensure a timely process and flow of materials. Schedules the movement of all inbound and outbound goods with shipping, receiving, security and other departments as necessary. May trace lost or delayed deliveries. Tracks shortages and determines reasons for delays; provides information to various departments regarding materials status. Coordinates planned receipts of materials through appropriate channels to ensure and expedite delivery. Determines the number of drivers needed to meet delivery schedules and assigns carriers as needed. Directs the activities of commercial drivers and may have responsibility for the maintenance of company vehicles.

Job Level: Survey Job Title Survey Job Code Dispatcher - Entry DSP-A1 Dispatcher - Career DSP-A3

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Survey Job Family: E-Commerce ECM Functional Description: Develops, implements and analyzes the effectiveness of marketing, merchandising and creative strategies to promote and sell the company's products and/or services through the Internet. Specifies, improves, and implements the look, feel, and function of online projects for the marketing of products and/or services. Interfaces directly with users, in-house writers, graphic artists, engineers, as well as with outside freelancers/contractors. Extensive knowledge of Internet/Intranet, WWW, FTP, HTML, standard graphics applications, web-based programming languages, tools and technologies, and other design-related applications is essential.

Job Level: Survey Job Title Survey Job Code E-Commerce Digital Marketing Analyst - Entry ECM-P1-E E-Commerce Digital Marketing Analyst - Intermediate ECM-P2-E E-Commerce Digital Marketing Analyst - Career ECM-P3-E E-Commerce Digital Marketing Analyst - Specialist ECM-P4-E E-Commerce Digital Marketing Tactical Manager ECM-M1-E

E-Commerce Online Merchandising Analyst - Entry ECM-P1-G E-Commerce Online Merchandising Analyst - Intermediate ECM-P2-G E-Commerce Online Merchandising Analyst - Career ECM-P3-G E-Commerce Online Merchandising Analyst - Specialist ECM-P4-G E-Commerce Online Merchandising Tactical Manager ECM-M1-G

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Survey Job Family: Finance FIN Functional Description: Performs tasks providing general or specialized analyses in various accounting functions such as General Accounting, Payroll, Credit/Collection, Financial Analysis, Treasury, Tax and the like. Prepares specialized reports and analyses (including sales/business analyses). Develops or modifies major segments of a financial system including associated accounts, records, reports and controls.

Matching Notes: Match in "A3" those positions that are "Administrative" in its content but belong to the above Job Family.

Job Level: Survey Job Title Survey Job Code General Accounting Representative - Career FIN-P3-A General Accounting Tactical Manager FIN-M1-A General Accounting Strategic Manager FIN-M2-A

Payroll Representative - Career FIN-P3-B Payroll Tactical Manager FIN-M1-B Payroll Strategic Manager FIN-M2-B

Credit / Collection Representative - Career FIN-P3-C Credit / Collection Tactical Manager FIN-M1-C Credit / Collection Strategic Manager FIN-M2-C

Controlling / Business Analysis Representative - Career FIN-P3-D Controlling / Business Analysis Tactical Manager FIN-M1-D Controlling / Business Analysis Strategic Manager FIN-M2-D

Audit Representative - Career FIN-P3-F Audit Tactical Manager FIN-M1-F Audit Strategic Manager FIN-M2-F

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Survey Job Family: Information Technologies ITM Functional Description: Manages and maintains the company’s automated systems, networks and databases within retail store locations. Responsible for development, installation, maintenance, and technical support of systems, applications and equipment. Responsible for pricing data accuracy and database functionality. Provides functional training on automated systems to all store employees. Not responsible for developing software for external customer applications. May be responsible for work scheduling, routing and control of all computer input and output.

Job Level: Survey Job Title Survey Job Code IT Technician - Career - Internal Technical Support ITM-T3-B IT Engineer - Intermediate - Internal Technical Support ITM-P2-B IT Engineer - Career - Internal Technical Support ITM-P3-B IT Tactical Manager - Internal Technical Support ITM-M1-B

IT Technician - Career - Point of Sales ITM-T3-F IT Engineer - Intermediate - Point of Sales ITM-P2-F IT Engineer - Career - Point of Sales ITM-P3-F IT Tactical Manager - Point of Sales ITM-M1-F

IT Technician - Career - Pricing Systems ITM-T3-G IT Engineer - Intermediate - Pricing Systems ITM-P2-G IT Engineer - Career - Pricing Systems ITM-P3-G IT Tactical Manager - Pricing Systems ITM-M1-G

IT Technician - Career - Combination/Other ITM-T3-Z IT Engineer - Intermediate - Combination/Other ITM-P2-Z IT Engineer - Career - Combination/Other ITM-P3-Z IT Tactical Manager - Combination/Other ITM-M1-Z

Survey Job Family: Inventory Control INV Functional Description: Ensures sufficient merchandise/product inventory in order to meet customer demand. Tracks, controls and reports inventory usage to ensure availability of product. Analyzes prior inventory usage and forecasts future needs. Ensures the optimal level and content of merchandise at the store level to achieve financial objectives and maximize profitability for a particular segment of the retail business. Develops and implements the strategies to maximize business opportunities and minimize down-trending business.

Job Level: Survey Job Title Survey Job Code Inventory Analyst - Entry INV-P1 Inventory Analyst - Intermediate INV-P2 Inventory Analyst - Career INV-P3 Inventory Analyst - Specialist INV-P4 Inventory Control Supervisor INV-M0 Inventory Control Tactical Manager INV-M1 Inventory Control Top Manager INV-M3

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Survey Job Family: Logistics / Transportation LOG Functional Description: Coordinates and analyzes the logistical functions of the organization ensuring the entire life cycle of product movement is conducted in the most economical, effective and efficient manner. This includes analysis of product arrival to the facility, flow of product through the facility, movement out of the facility and to the final destination. Monitors the daily transportation plan and recommends the most economically advantageous and efficient means of delivering products. Evaluates freight classifications, tariff rates, and operating capabilities concurrent with delivery schedules and deadlines. Reviews proposals by carriers and administrative agencies for modification in rates and transportation regulations to determine their impact. Performs special research, studies, and analysis to determine the most effective flow of materials and merchandise. Gathers information and assists in preparation of reports on contractual and export compliance status, identifying deviations. Notifies company personnel regarding contract commitments, modifications and revisions.

Matching Notes: Match Dispatchers to “Dispatcher (DSP)” job family.

Job Level: Survey Job Title Survey Job Code Logistics / Transportation Analyst - Entry LOG-P1 Logistics / Transportation Analyst - Intermediate LOG-P2 Logistics / Transportation Analyst - Career LOG-P3 Logistics / Transportation Analyst - Specialist LOG-P4 Logistics / Transportation Supervisor LOG-M0 Logistics / Transportation Tactical Manager LOG-M1 Logistics / Transportation Strategic Manager LOG-M2 Logistics / Transportation Top Manager LOG-M3

Survey Job Family: Loss Prevention LPV Functional Description: Responsible for supporting management in minimizing the loss of company assets and supporting loss prevention goals. Detects and resolves issues regarding theft and any other criminal activities that apply to protection of company merchandise, property, and assets. Ensures adherence to loss prevention policies and procedures. Conducts interviews, investigations, shortage research and comprehensive loss prevention audits. Provides loss prevention education and training. Provides necessary documentation and evidence relating to loss control matters. Prepares and submits reports on loss prevention activity. May complete monthly operational compliance and safety audits.

Matching Notes: When selecting the appropriate geographic area, please treat them just as a guideline. For example: if an incumbent is in charge of a small country like Luxembourg, do not match “Country” but the category that better describes the number of stores in that territory.

Match “Armed and Unarmed Security Guards/Officers” into the “Security / Surveillance” Job Family (SEC)

Area: Normally 2-4 stores in a close geographic proximity. Store LP Managers typically report to this position. District: Normally 2 or more Areas. Area LP Managers typically report to this position. Multi-District: Normally 2 or more Districts in a defined geographic or sub-country area (e.g. Southeast UK). District LP Managers typically report to this position. Country: Manages a single country. Multi-District LP Managers typically report to this position. Multi-Country: Manages a small cluster of countries (Benelux, Iberia, etc.)

Job Level: Survey Job Title Survey Job Code Loss Prevention Representative - Entry - Single Store LPV-P1-A Loss Prevention Representative - Intermediate - Single Store LPV-P2-A Loss Prevention Representative - Career - Single Store LPV-P3-A

Loss Prevention Tactical Manager - Single Store LPV-M1-A Loss Prevention Tactical Manager - Area LPV-M1-B Loss Prevention Tactical Manager - District LPV-M1-C Loss Prevention Tactical Manager - Multi-District LPV-M1-D

Loss Prevention Strategic Manager - Multi-District LPV-M2-D Loss Prevention Strategic Manager - Country LPV-M2-E Loss Prevention Strategic Manager - Multi-Country LPV-M2-F

Loss Prevention Top Manager - Country LPV-M3-E Loss Prevention Top Manager - Multi-Country LPV-M3-F

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Survey Job Family: Planning / Allocation MPA Functional Description: Responsible for development, execution and communication of financial objectives, strategies and budget plans that support a specific department(s)/division(s) within the company. Drives financial results that are responsible for maximizing the retail department(s)/division(s) profitability. Creates and implements annual tops down and bottoms up sales, margin and inventory budgets for designated divisions. Plans and forecasts business by category, theme and key items. Provides and directs sales analysis, assortment planning, sales planning and maintenance, and inventory management for the organization and makes recommendations for changes. Develops monthly reforecast of sales, margin and inventory plans. Analyzes historical data and current trends to identify risks and opportunities. Uses data to make recommendations for necessary adjustments.

The Management is responsible for providing leadership, direction and support at the merchandise division level to plan, distribute and monitor inventory content at the location level to maximize sales, inventory, turnover and profit. Ensures the optimal level and content of merchandise content at the store level to achieve financial objectives and maximize profitability for a particular segment of the retail business. Develops and implements the strategies to maximize business opportunities and minimize down-trending business.

Job Level: Survey Job Title Survey Job Code Planning / Allocation Analyst - Entry MPA-P1 Planning / Allocation Analyst - Intermediate MPA-P2 Planning / Allocation Analyst - Career MPA-P3 Planning / Allocation Analyst - Specialist MPA-P4 Planning / Allocation Supervisor MPA-M0 Planning / Allocation Tactical Manager MPA-M1 Planning / Allocation Strategic Manager MPA-M2 Planning / Allocation Top Manager MPA-M3

Survey Job Family: Real Estate RES Functional Description: Plans, organizes, directs, and controls the activities and staff involved in one or more of the following Real Estate transactions: site location, building and land acquisition, right-of-way negotiation, space leasing, design and construction.

Matching Notes: Match "Facilities Maintenance" into "Facilities Maintenance" Job Family (FMM)

Job Level: Survey Job Title Survey Job Code Real Estate Representative - Career - Property Management RES-P3-A Real Estate Representative - Specialist - Property Management RES-P4-A Real Estate Tactical Manager - Property Management RES-M1-A Real Estate Strategic Manager - Property Management RES-M2-A

Real Estate Representative - Career - Development / Acquisitions RES-P3-B Real Estate Representative - Specialist - Development / Acquisitions RES-P4-B Real Estate Tactical Manager - Development / Acquisitions RES-M1-B Real Estate Strategic Manager - Development / Acquisitions RES-M2-B

Real Estate Representative - Career - Space Planning RES-P3-D Real Estate Representative - Specialist - Space Planning RES-P4-D Real Estate Tactical Manager - Space Planning RES-M1-D Real Estate Strategic Manager - Space Planning RES-M2-D

Real Estate Representative - Career - Design & Construction RES-P3-F Real Estate Representative - Specialist - Design & Construction RES-P4-F Real Estate Tactical Manager - Design & Construction RES-M1-F Real Estate Strategic Manager - Design & Construction RES-M2-F

Real Estate Representative - Career - Combination / Other RES-P3-Z Real Estate Representative - Specialist - Combination / Other RES-P4-Z Real Estate Tactical Manager - Combination / Other RES-M1-Z Real Estate Strategic Manager - Combination / Other RES-M2-Z

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Survey Job Family: Store Operations SOP Functional Description: Focal point for overall communications to stores within the company. Responsible for serving as liaison between stores and home office operations. Ensures optimal efficiency in stores through consistent communication of operational processes and establishing consistent standards of performance. Activities may include handling communication regarding pricing, marketing, store openings/Reopening/closings, store remodels, store systems and supplies, policies, scheduling, visual presentation changes, incentives, sales education, product launches.

Job Level: Survey Job Title Survey Job Code Store Operations Specialist - Entry SOP-P1 Store Operations Specialist - Career SOP-P3 Store Operations Specialist - Specialist SOP-P4 Store Operations Tactical Manager SOP-M1 Store Operations Strategic Manager SOP-M2 Store Operations Top Manager SOP-M3

Survey Job Family: Telesales / Inside Sales TSL Functional Description: Contracts and sells products, services, supplies to selected customers in a designated market area or accounts via the telephone. Closes the sales on assigned products, or may generate leads for outside sales staff. May have account responsibility with quota and/or goals. Pro-actively sells to installed-base in support of company promotion and upgrade campaigns. The bulk of activities are "inbound", where the sales products and/or of commodity products are typically of a less complex nature.

Job Level: Survey Job Title Survey Job Code Telesales Representative - Entry - Outbound TSL-A1-A Telesales Representative - Intermediate - Outbound TSL-A2-A Telesales Representative - Career - Outbound TSL-A3-A Inside Sales Supervisor - Outbound TSL-M0-A Inside Sales Tactical Manager - Outbound TSL-M1-A

Telesales Representative - Entry - Inbound TSL-A1-B Telesales Representative - Intermediate - Inbound TSL-A2-B Telesales Representative - Career - Inbound TSL-A3-B Inside Sales Supervisor - Inbound TSL-M0-B Inside Sales Tactical Manager - Inbound TSL-M1-B

Telesales Representative - Entry - Combination TSL-A1-Z Telesales Representative - Intermediate - Combination TSL-A2-Z Telesales Representative - Career - Combination TSL-A3-Z Inside Sales Supervisor - Combination TSL-M0-Z Inside Sales Tactical Manager - Combination TSL-M1-Z

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