JobFrame / Quality Assurance
manufacturing
Quality Assurance
Quality Assurance is a job family — a stable cluster of work with shared purpose, outputs, responsibilities, and labor-market identity. On the frame it spans 16 canonical roles across 3 tracks (E, M, S), 16 levels in all.
Titles that map here
Employers call this work many things — these all resolve to Quality Assurance.
- Quality Assurance
- Quality Assurance I
- Quality Assurance V
- Quality Assurance Ii
- Quality Assurance Iv
- Quality Assurance Vi
- Quality Assurance Iii
- Lead Quality Assurance
- Staff Quality Assurance
- Expert Quality Assurance
- Junior Quality Assurance
- Senior Quality Assurance
- Associate Quality Assurance
- Principal Quality Assurance
The job family matrix
Every level of the family, side by side — what genuinely changes as the work scales, and what it pays. Open any level for its full profile.
E1 VP, Quality Assurance 12–18 yrs · $172k open profile › | M1 Quality Assurance Supervisor 3–6 yrs · $87k open profile › | S1 Quality Assurance Support Associate 0–1 yrs · $38k open profile › | E2 SVP of Quality Assurance 14–20 yrs · $327k open profile › | M2 Senior Quality Assurance Supervisor 5–8 yrs · $112k open profile › | S2 GMP Compliance Trainer 1–3 yrs · $43k open profile › | E3 Chief Quality Officer 15–22 yrs · $357k open profile › | M3 Quality Assurance Manager 8–12 yrs · $122k open profile › | S3 Senior Quality Assurance Specialist 3–5 yrs · $50k open profile › | E4 Global Chief Quality Officer 18–25 yrs · $394k open profile › | M4 Senior Manager, Quality Assurance 10–15 yrs · $170k open profile › | S4 Quality Assurance Trainer 5–8 yrs · $57k open profile › | E5 Chief Quality Officer 20–30 yrs · $345k open profile › | M5 Director of Quality Assurance 12–18 yrs · $191k open profile › | S5 Lead Quality Assurance Specialist 8–12 yrs · $61k open profile › | M6 Senior Director, Quality Assurance 15–25 yrs · $245k open profile › | |
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
| Median pay | $172k | $87k | $38k | $327k | $112k | $43k | $357k | $122k | $50k | $394k | $170k | $57k | $345k | $191k | $61k | $245k |
| Scope | A significant function with strategic authority | A single team | A single task type or queue | Multiple functions or a major area | An established team or sub-function | A defined queue or customer set | A division | Multiple teams or a sub-function | Escalated / complex cases | Multiple divisions | A function or department | Team process and quality | A major organization line | Multiple functions or a large department | Function-wide support practice | A major function or division |
| Autonomy | Sets functional strategy | Manages within established goals | Close supervision; follows defined procedures | Owns area-level strategy | Owns planning for the group | General supervision; handles standard cases independently | Accountable for division strategy and P&L | Sets goals within functional strategy | Limited supervision | Owns cross-division strategy | Owns area strategy and budget | Works independently; owns improvements | Owns org-line strategy and outcomes | Owns multi-year strategy for the area | Sets direction for the support discipline | Accountable for division strategy and outcomes |
| Complexity | Strategic and cross-functional | Day-to-day delivery and people issues | Routine, well-defined requests | Multi-function strategy and risk | Cross-project coordination and priorities | Standard issues within known procedures | Market and competitive strategy | Multi-team execution and resourcing trade-offs | Complex or non-standard cases | Enterprise strategy and external stakeholders | Strategic priorities and cross-functional alignment | Cross-case patterns and process gaps | Enterprise- and market-shaping | Org-level trade-offs and investment | Program-level and systemic support problems | Enterprise priorities and external factors |
| Impact | Function-wide enterprise impact | Team output and health | Individual transactions | Major-area outcomes | Group delivery and development | Customer satisfaction for own queue | Division-wide | Sub-function outcomes | Resolution quality on the team's hardest cases | Cross-division / enterprise | Function-level results | Team-level quality and efficiency | Organization-line / enterprise | Multi-function results | Support strategy across the function | Division-wide / organization-wide |
| Decision rights | Owns strategy and investment for the function | Owns team execution, hiring input, performance | Acts within scripts; escalates exceptions | Owns strategy and resourcing across functions | Owns staffing, priorities, performance for the group | Resolves standard cases; escalates complex | Owns division strategy, budget, and org | Owns goals, budget input, and people decisions across teams | Owns escalation resolution within policy | Owns strategy and investment across divisions | Owns strategy, budget, and org design for the area | Owns process and quality decisions for the team | Owns a major P&L and org line | Owns investment and org design across functions | Authority over support practice and standards | Owns strategy, budget, and org for a division |
| Leadership | Executive leadership of a function | Direct people management of one team | None | Leads function leaders | Manages a team; sometimes manages leads | None | Leads a division's leadership team | Manages managers and/or several teams | Guides junior support informally | Leads division leaders | Leads managers; sets direction for the function | Mentors and coordinates the support team | Senior-most leadership of an org line | Leads directors and managers | Subject-matter authority; shapes the practice | Leads the leadership of a division |
Adjacent families
The work that sits closest to Quality Assurance on the frame — by coordinate distance, not by hand.