Compare profiles
Side-by-side leveling, scope, and market pay. Add up to four via ?keys=SWE.GEN.P5,SWE.GEN.P6.
| vs | M2 OEM.GEN.M2 Senior CI Specialist/Lean Supervisor | M1 OEM.GEN.M1 Operational Excellence Analyst/Coordinator or Lean Supervisor | M3 OEM.GEN.M3 Operational Excellence Manager | M4 OEM.GEN.M4 Sr. Manager or Associate Director, Operational Excellence |
|---|---|---|---|---|
| Market pay | — | — | — | — |
| Level | M2 · M2 — Manager II | M1 · M1 — Manager (Team Lead) | M3 · M3 — Senior Manager | M4 · M4 — Director |
| Function | Operational Excellence in Manufacturing | Operational Excellence in Manufacturing | Operational Excellence in Manufacturing | Operational Excellence in Manufacturing |
| Focus | General | General | General | General |
| Typical years | 5–8 | 3–6 | 8–12 | 10–15 |
| Scope | An established team or sub-function | A single team | Multiple teams or a sub-function | A function or department |
| Autonomy | Owns planning for the group | Manages within established goals | Sets goals within functional strategy | Owns area strategy and budget |
| Impact | Group delivery and development | Team output and health | Sub-function outcomes | Function-level results |
| Decision rights | Owns staffing, priorities, performance for the group | Owns team execution, hiring input, performance | Owns goals, budget input, and people decisions across teams | Owns strategy, budget, and org design for the area |