The 11th Annual Frontline Retail Salary Guide has been released. This year, the Salary Guide was based on 5684 randomly selected retail candidates. These candidates applied for retail positions with Frontline Retail over the last twelve months. Each Frontline Retail office has commented on local market conditions.

Please contact your local Frontline Retail consultant should you require any additional information about local market issues. For general information please contact national@frgteam.com

ACT

Canberra

The reason for increases in the salary range for the Canberra market is that we are finding that it's a tight market due candidate shortages. Candidates know it and they are demanding the dollars. Canberra has a small population and most of people who live in Canberra work for the Government. So we only have a small resource pool of candidates available who are willing to work in the retail industry.
Sheila Rowley – Canberra Agency

NSW

Sydney

Clients have had to be more competitive with their salary range in Sydney. With the candidate market shrinking clients have had to look at higher salaries to attract new talent into the business. We are also seeing candidates reacting to the market by demanding more for their skills and experience. Generally retailers in Sydney are becoming more flexible with packages as they realise the long term benefit of a good employee in their business.
Andrea Briggs – Sydney Agency

Wollongong

The candidate market in Wollongong is steady but job poor. This means the salary range is not as high. Having said that the market still requires a decent salary range for high calibre candidates. If you want the right person in the position then the businesses still needs to pay accordingly. Otherwise they will have a high staff turnover in the business.
Sheila Rowley – Wollongong Agency

North Coast

In the NSW North Coast area, we have seen a small increase over the last 12 months in Store Manager and Assistant Manager roles. We have seen the biggest increase at Salesperson level with an increase of approximately 15% on the base average. The candidate market is moving quicker then it ever has in this region due to major shopping centre refurbishments and new retailers coming in to the market. The increases in base average salaries are a reflection of more retailers and our clients having to move on salary offers to secure the right candidates for their business.
Melinda Flavell – North Coast NSW Agency

NT

Darwin

There has been a strong trend recently for clients to be negotiating salaries depending on the candidate and the urgency of their vacancy. Having been in this role for some time now, I haven't experienced it in previous years. This is consistent with the fact that we haven't experienced a candidate shortage before either. A case in point. I had a fashion client with a Sales Manager vacancy in Alice Springs. The salary was listed as 33K negotiable. The candidate in question was offered a job by another client and a bidding war started. The client ended up offering 40K. Even then they still did not secure the candidate who ended up going elsewhere for the same money and no weekend work. More than ever, salaries need to be looked at on a case by case, candidate by candidate basis.
Helen Wilson – Darwin Agency

Queensland

Brisbane

Salary movement in the Brisbane Metro area is consistent with the demand generated by a candidate short market. Increases in all roles are driven by the job rich market we are experiencing. Clients are willing to negotiate salaries to meet their needs and candidates continue to be educated by the market "really knowing their worth".

Gold Coast

The Gold Coast is in one of the fastest growing regions in Queensland. Population growth data indicates that the Gold Coast region has one of the highest population increases of any council area in Australia in the last year. Due to this influx of population we find the salaries to be generally 10% lower than the Brisbane market. With a transient workforce the market is fast and can prove to be unreliable. Retail continues to boom with shopping centres being redeveloped and expanded.
Julianne Stariha – Gold Coast Agency

Sunshine Coast

The buoyant retail industry’s latest national pay range figures reflect high employment in the capitals and solid figures in the regions. The latest Frontline Retail Salary Survey indicates that whilst the Sunshine Coast’s scales are 18 per cent under Brisbane’s, they are in line with those on the Gold Coast. Store manager salaries make interesting comparisons: selecting a $2 to $3 million job in Sydney the average is $47,000, in Melbourne and Brisbane $44,000 and the Sunshine Coast $41,000.
Amy Doberer – Sunshine Coast Agency

SA

Adelaide

Salary brackets are generally lower in South Australia than other Capital Cities and with that in mind experienced candidates know their worth and are able to choose where they would like to be and for the right money. In the current candidate short market we have noticed that our clients are more willing to negotiate salaries to bring the best candidate on board. In recent months we have noticed more and more new retailers move into the local market and this has had a positive effect on the attitudes of candidates. They look for a new challenge and it is exciting being involved in the new business on the ground floor. Candidates also look for a career path with ongoing training with new opportunities within the same retailer to step up to the next level.
Jacqualine Fullerton – Adelaide Agency

Victoria

Melbourne

Salary levels in Melbourne are lower than Sydney and Brisbane and are similar to Perth. The salary levels for assistant managers are a continual battle of being too low. Clients still want to pay $33k for an assistant manager at a centre such as Highpoint, or Knox and even in the city sometimes it’s just too low. These candidates are being placed in smaller store management roles for $38k. The minimum for a quality manager is $38k whether they are a second in charge or store manager.
Sarah Vockler – Melbourne Agency

Regional Vic

Understanding market salary levels is as important if not more important in regional areas, as the short supply of skilled candidates continues. Employee tenure is typically longer in regional areas, so it is important to have a proactive remuneration strategy in order to attract interest from quality candidates that are already employed elsewhere.
Michael Croxford – Regional Victoria Agency

WA

Perth

As Western Australia continues to have strong growth in the resource (mining sector) and one of lowest unemployment rates in the country we are finding this is the major driver towards large salary packages being offered. Companies are not just offering base salaries to candidates, they are now offering incentives that range from allowing staff to work rotational weekends (as a retailer you would know that managers were always required to work weekends) through to giving them better work life balance and achievable cash bonuses. The growth in WA is expected to continue as China commits to purchasing as much iron ore as they can. So we will continue to have a high demand for professional’s retailers in the future whose salaries will certainly reflect their value to a retail company.
Bronwyn Butcher – Perth Agency

South West WA

The SW area varies on salary in all positions. Sales positions vary from award wage to a base salary with commission and potential earnings of up to $50k depending on the role. Manager positions range from $35k - $60k. This also is dependant on turnover, location and retail division. The average Store Manager position would be more likely in the range of $45k - $48k. A scale would possibly look like average level $32 - $38 Medium level $45 - $48k and hi level $50 - $60 with car and TOT for $60k and above. This has increased at the medium level over the past year in the South West. In particular Bunbury location.
Jacky Saltarini – South West WA Agency