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Key statistics

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

3 of 8

Track

Management

Family rungs priced

M1 · M2 · M3 · M4 · M5 · M6

49-0000

manufacturing

Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

Manages a team responsible for sourcing protective coating materials and applying them to manufactured parts and equipment. At the Senior Manager (M3) level, the role owns multiple teams or a sub-function, multi-team execution and resourcing trade-offs, and drives sub-function outcomes. Manages managers and/or several teams.

What this level does

Manage the maintenance department for a plant area or facility, owning the operating budget and the preventive/predictive maintenance program across diverse equipment types
Evaluate reliability trends across the equipment population, identify systemic failure patterns, and direct condition-based interventions rather than isolated fixes
Lead functional and cross-functional teams with Facilities, Quality, and Manufacturing Engineering on problem identification, root-cause analysis, and equipment issue resolution
Contribute to equipment engineering design evaluations and capital-replacement recommendations for aging or unreliable assets
Manage the maintenance workforce including junior supervisors — hiring, scheduling, and performance — and set departmental reliability and cost targets

Knowledge applied: Applies reliability and maintenance-program knowledge across diverse equipment; owns departmental operations and budget.
Complexity & problem solving: Evaluates failure trends across the equipment population and directs systemic condition-based interventions rather than one-off fixes.
Collaboration & interaction: Leads functional teams and coordinates with Facilities, Quality, and Manufacturing Engineering; may lead junior supervisors.
Typical experience: 5–7+ years managing maintenance professionals and budgets.

Skills at this level

Preventive & Predictive Maintenance Program Management: — Plans and directs preventive, predictive, and condition-based maintenance schedules for production equipment, using vibration analysis, infrared thermography, ultrasonic testing, and oil analysis to anticipate and prevent equipment failures.
Equipment Troubleshooting & Repair Oversight: — Directs the diagnosis and repair of mechanical, electrical, hydraulic, and pneumatic faults on conveyor systems, pumps, motors, HVAC, and production machines, prioritizing interventions to minimize production downtime.
Multi-Disciplinary Technical Knowledge: — Applies solid working knowledge of mechanics, electricity, hydraulics, pneumatics, and control systems to evaluate maintenance work and guide technicians across all trades.
CMMS / Spare-Parts Inventory Management: — Manages maintenance work orders and spare-parts and indirect-materials inventory through a computerized maintenance management system, setting reorder points and driving backlog reduction and data accuracy.
System-Level Reliability Ownership: — Owns the reliability of equipment systems rather than individual machines — analyzing failure patterns across the asset population and directing interventions that improve overall uptime.
Cross-Functional Equipment Issue Resolution: — Coordinates with Facilities, Quality, and Manufacturing Engineering on problem identification, troubleshooting, and resolution of production equipment issues.
Equipment Engineering & Capital Evaluation: — Contributes to equipment engineering design evaluations and capital-replacement decisions, assessing aging or unreliable assets for repair-versus-replace and total-cost-of-ownership.
Team Coaching & Technician Development: — Trains and mentors junior technicians and line employees in maintenance procedures and safe operation of equipment, building qualified crews.
Predictive-Maintenance Systems & IoT Analytics: — Designs predictive/condition-based maintenance systems by analyzing datasets from IoT-instrumented equipment and applying machine learning to anticipate equipment failures.
Continuous Improvement / Lean Maintenance: — Applies Lean manufacturing and continuous-improvement techniques to maintenance workflows to reduce downtime, waste, and cost while sustaining quality.
Maintenance Safety & Compliance: — Enforces routine safety checks and safe-operation standards during maintenance work, maintaining clean work areas and compliance-oriented maintenance reporting.
Maintenance Strategy & Policy Formulation: — Sets maintenance and reliability strategy and formulates policies that standardize methods and drive innovation and technology integration across the maintenance organization.

Model-authored from 19 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

Maintenance — 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?

SOC 49-0000 · national

Employment growth 2019–2024, BLS OEWSobserved

+23.7%First-Line Supervisors of Mechanics, Installers, and Repairers · United States

485,700 → 600,680 jobs

52,400 openings / year, split into:

replacement / exits 50,486

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: +3.1%
Growth share of hiring: 4%
Exit / retention pressure high: 96%
Openings / year: 52,400

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 M3 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$207k

San Francisco-Oakland-Fremont, CA$186k

Washington-Arlington-Alexandria, DC-VA-MD-WV$172k

Boulder, CO$169k

Seattle-Tacoma-Bellevue, WA$169k

Boston-Cambridge-Newton, MA-NH$162k

Lexington Park, MD$158k

Trenton-Princeton, NJ$157k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $124k; 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 M3 (M3 — Senior Manager) from the levels around it — this level only. Every word is real canon for this profile.

Scope: Multiple teams or a sub-function
Autonomy: Sets goals within functional strategy
Complexity: Multi-team execution and resourcing trade-offs
Impact: Sub-function outcomes
Decision rights: Owns goals, budget input, and people decisions across teams
Leadership: Manages managers and/or several teams

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

Promotion

The next rung from M3 is M4.

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
Chief Maintenance Officer	jf_maintenance::E3	$363,257	confident0.06
Protective Coatings Technician	jf_maintenance::P3	$85,090	confident0.06
Senior Protective Coatings Technician	jf_maintenance::S3	$51,142	confident0.06
Senior Supervisor, Maintenance & Coating Operations	jf_maintenance::M2	$113,967	confident0.06

Capability cluster

O*NET 49-1011

Core to this role. Click any element with an ⓘ for its O*NET definition. A job-specific capability model (SkillFrame) will sharpen this and add worked examples.

The Job Swatch

M3

jf_maintenance::M3

Maintenance Coatings Manager

Maintenance

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: manufacturing
Function: manufacturing_expansion
Family: maintenance
Universal level: 3 / 8

Content

content@2

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

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").

Chemistry, Manufacturing & Controls (CMC) · M3review0.17

Lean Manufacturing · M3review0.17

Machine Shop · M3review0.17

Manufacturing Engineering · M3review0.17

Pilot Plant Operations · M3review0.17

Production Test · M3review0.17

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 49-1011	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)