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grounded in this role's JobFrame record + structure

Download this job's description (markdown) → derived live from this record.

Key statistics

The identity block — every fact is canon, none is generated.

2 of 8

Track

Management

Family rungs priced

M1 · M2 · M3 · M4 · M5 · M6

—

corporate_services

Coordinates

2 / 4 spaces

pay@2 · 2026-07

What this role is

Senior supervisor overseeing facilities maintenance, custodial, and grounds staff across a building or campus. At the Manager II (M2) level, the role owns an established team or sub-function, cross-project coordination and priorities, and drives group delivery and development. Manages a team; sometimes manages leads.

What this level does

Leads a skilled facilities team (maintenance technicians, janitorial leads and junior supervisors) across one or more building areas, owning tactical outcomes for uptime and service quality
Manages parking facilities and space allocation, and coordinates smaller refurbishment and renovation jobs from scoping through vendor completion
Applies judgment within known operating parameters to schedule preventive maintenance, sequence repairs and balance service levels against the unit's budget
Cooperates cross-functionally with security, catering, hospitality and HR/office teams to resolve building issues affecting occupants and to onboard vendors and suppliers

Knowledge applied: Applies deeper facilities operations knowledge across parking, space, refurbishment and vendor coordination for one or more building areas.
Complexity & problem solving: Makes judgments within known factors to schedule preventive maintenance, sequence repairs and balance service levels against a short-term budget.
Collaboration & interaction: Cross-functional cooperation with security, catering, hospitality and office teams, plus vendor and supplier onboarding.
Typical experience: 2–5 years in team leadership or specialist facilities roles, leading skilled technicians and junior supervisors.

Skills at this level

Building maintenance operations: — Oversees inspection and repair of electrical, plumbing and HVAC services and coordinates janitorial, catering and vending so buildings function smoothly throughout their operational life.
Facilities health, safety and environmental compliance: — Ensures facilities operations and workforce follow applicable safety, health and environmental laws and regulations, correcting unsafe conditions and maintaining compliance across sites.
Vendor and support-services management: — Selects, onboards and manages cleaning, catering, hospitality, security and parking vendors and suppliers, holding them to service-level agreements for facilities support.
CMMS and facilities technology: — Uses computerized maintenance management systems (CMMS), CAFM, building automation and HVAC monitoring systems to schedule preventive maintenance, track work orders and report on facility reliability.
Space planning and refurbishment: — Manages parking and space allocation and plans and oversees refurbishments and renovations, optimizing utilization of the physical workplace.
Preventive maintenance planning: — Develops and monitors preventive-maintenance schedules for building systems and equipment to reduce downtime and extend asset life across the operational lifecycle of facilities.
Facilities budgeting and cost management: — Builds and controls facilities operating and capital budgets, driving cost-effectiveness through maintenance planning, vendor consolidation and space optimization.
Long-term facilities strategy: — Sets multi-site strategic direction for the estate — cost reduction, space optimization, sustainability and business growth — aligning facilities plans with organizational objectives.
Facilities troubleshooting and problem-solving: — Diagnoses complex building and system faults across mechanical, electrical and support services and implements effective, cost-conscious solutions.
Facilities team leadership: — Leads maintenance trades, supervisors and regional facilities managers — including roving teams of electricians, HVAC technicians, plumbers and general maintenance staff — across a facilities organization.
Sustainability and space-utilization improvement: — Drives measurable improvements in energy use, sustainability initiatives, space optimization and employee/occupant satisfaction within the facilities portfolio.

Model-authored from 23 retrieved sources, then adversarially reviewed by an independent judge panel and held to a minimum-evidence floor before publication. Distinct from corpus-extracted content, which is labelled as such.

Pay across the ladder

Facilities Management — median with , by . Real canon data.

Pay figures are modeled estimates from our market equation — level-differentiated, with honest-wide bands. They refresh as new leveling evidence lands; treat per-role dollars as directional.

Demand — is the field growing, or just turning over?

Employment growth 2021–2024, BLS OEWSobserved

+39.4%Facilities Managers · United States

101,230 → 141,090 jobs

BLS published no Facilities Managers employment before 2021 (this occupation code enters the OEWS series then), so the window shown is the widest one actually observed.

13,200 openings / year, split into:

replacement / exits 12,625

Growth — new jobs (4%)Exits — backfill (96%)

4% of hiring here is genuine expansion; the rest backfills people who move on.

Projected growth 2024–34 expanding: +3.8%
Growth share of hiring: 4%
Exit / retention pressure high: 96%
Openings / year: 13,200

Two quantities, kept apart: observed = employment growth differenced from two BLS OEWS vintages (what already happened); projected = BLS Employment Projections 2024–34, openings decomposed into growth + exits (growth derived from projected employment change). Neither is a pay figure.

Where this role sits — growth vs. pay

level M2 held

Demand axis is projected growth (not raw openings — that just measures churn). A curated, de-duplicated set of recognizable occupations held at this level; this role is highlighted.

Where it pays — by metro

OEWS metro median

San Jose-Sunnyvale-Santa Clara, CA$196k

San Francisco-Oakland-Fremont, CA$176k

Washington-Arlington-Alexandria, DC-VA-MD-WV$162k

Boulder, CO$160k

Seattle-Tacoma-Bellevue, WA$160k

Boston-Cambridge-Newton, MA-NH$153k

Lexington Park, MD$149k

Trenton-Princeton, NJ$149k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $117k; the demand-cube initiative will add growth-by-metro.

What changes across the ladder

Level-distinction canon isn't available for the adjacent levels of this profile yet.

Level differentiators

What separates M2 (M2 — Manager II) from the levels around it — this level only. Every word is real canon for this profile.

Scope: An established team or sub-function
Autonomy: Owns planning for the group
Complexity: Cross-project coordination and priorities
Impact: Group delivery and development
Decision rights: Owns staffing, priorities, performance for the group
Leadership: Manages a team; sometimes manages leads

Full level-by-level matrix (side by side across the ladder) lives on the Ladder drill-down — not here.

Promotion

The next rung from M2 is M3.

Performance criteria for this profile render in the assessment kit →

People also watch

Nearest coordinate neighbors — same , same level. Each row's (confident / review / no match) comes from its — computed, not curated.

Profile	Key	Median	Δ structural
SVP of Facilities Management	jf_facilities_management::E2	$343,234	confident0.06
Facilities Coordinator	jf_facilities_management::P2	$76,954	confident0.06
Facilities Maintenance Technician	jf_facilities_management::S2	$45,650	confident0.06
Facilities Supervisor	jf_facilities_management::M1	$91,059	confident0.06

Capability cluster

No capability cluster is available for this profile yet.

The Job Swatch

M2

jf_facilities_management::M2

Senior Facilities Supervisor

Facilities Management

no content fingerprint

The swatch is JobFrame's core primitive: a hueset deterministically by the role's superfunction, the profileKey as its color code, the level ladder, and a content fingerprint. Two swatches that look alike are alike.

Because every role carries computable coordinates, similarity, leveling, and pricing become measurable instead of arguable— the whole point of "Pantone for jobs."

Structural

structural@1

Where it sits— position in the work taxonomy + level (weighted Gower, level > function > focus).

Track: M
Superfunction: corporate_services
Function: corporate_support_services
Family: facilities_management
Universal level: 2 / 8

Content

content@2

What it's about— a fingerprint over the role's tasks & capabilities.

No content fingerprint for this profile.

Two roles can sit far apart structurally yet be close in content — that gap is itself a signal.

3-state matching

How any two swatches compare — a real distance in coordinate space, resolved to a calibrated verdict (never a fake "94% match").

Administrative Support · M2review0.17

Ancillary Support · M2review0.17

Business Resilience & Security · M2review0.17

Corporate Real Estate · M2review0.17

Project Management · M2review0.17

Shared Services · M2review0.17

Editions — frozen & versioned

structural@1live

Released 2026-06-17

content@2live

Released 2026-07-28

pay@2live

Released 2026-07-02

semantic@1live

Released 2026-07-02

Coordinates belong to a frozen, versioned edition — a coordinate computed today still means the same thing next quarter. Re-fitting issues a new edition, so comparisons are never silently redefined.

How to read this profile

Every number here is traceable — to a named source, a stated method, and an as-of date — and each value is labeled by how we know it: observed from data, computed by a model, projected forward, or governed canon. Nothing is a black box, and nothing is invented to fill a gap.

Where every number comes from

What	Source & method	Edition	State
Median pay + range	JobFrame pay equation (function base × family multiplier × level × focus differential)	pay@2	computed
Pay across the ladder	Same equation applied at each universal level	pay@2	computed
Demand — growth & openings	BLS Employment Projections; openings decomposed into growth + exits	EP 2024–34	projected
Pay by metro	BLS OEWS metropolitan medians	OEWS 2024	observed
Level distinctions	JobFrame universal-level canon (scope · autonomy · complexity · impact · decision rights · leadership)	canon	canon
Capability cluster	O*NET Knowledge / Skills / Abilities	O*NET	computed
Coordinates	JobFrame coordinate system — structural (weighted Gower) + content fingerprint	structural@1 · content@2 · pay@2 · semantic@1	computed
Related roles	Nearest neighbors in the structural coordinate space	structural@1	computed

The principles behind the numbers

Ranges, not false precision

Pay is P10 · median · P90, never a single misleading number.

Three honest states, never a fake %

Role matches resolve to confident / review / no-match — a calibrated verdict, not a made-up percentage.

Provenance on every value

Each number carries whether it's observed, computed, projected, or canon — so you always know how much to lean on it.

Gaps shown as gaps

When a figure isn't available at the grain you need, we say so — we don't fabricate a number to fill the cell.

Frozen, versioned editions

Pay and coordinate editions are pinned, so a comparison you make today still means the same thing next quarter.

Privacy by min-N

Any aggregate over people is suppressed below a minimum count, so no individual is identifiable.

Freshness

As of2026-07-30Editioncanon-v2@2.1.0-completeSourcecanon-v2 cell + salary-benchmark (model)