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Key statistics

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

1 of 8

Track

Individual contributor

Family rungs priced

P1 · P2 · P3 · P4 · P5 · P6

13-0000

manufacturing

Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

Entry-level professional responsible for handling inventory, kitting, and shipping tasks under general guidance. At the Entry-Level Professional (P1) level, the role owns own tasks within a defined component, routine problems with known solutions, and drives own deliverables. None — building the craft.

What this level does

Handles the distribution of goods and order processing per supply chain management procedures under close supervision.
Participates in the physical inventory process as directed by the Materials Manager, counting and recording stock.
Tracks inventory and places routine purchase orders against established reorder points.
Conducts regular audits of material inventories and reports stock levels and discrepancies to senior staff.

Knowledge applied: Applies basic supply chain and logistics fundamentals to routine order and inventory tasks; follows detailed instruction.
Complexity & problem solving: Handles routine problems with standard answers such as reorder-point counts and stock discrepancy reporting.
Collaboration & interaction: Maintains stable internal relationships with the Materials Manager and warehouse staff.
Typical experience: 0–1 years; new graduate or intern.

Skills at this level

Material Requirements Forecasting: — Analyzes and forecasts material requirements by translating production schedules and business demand into procurement and inventory plans.
Inventory Level Management: — Sets and maintains stock levels to meet production and customer demand while preventing overstocking and excess carrying cost.
Inventory Auditing & Reconciliation: — Conducts physical and cyclical audits of material inventories, reporting stock levels and investigating and reconciling discrepancies.
MAKE Material Capacity Setting: — Maintains current and accurate capacity settings for MAKE materials so planning reflects true production capability.
Supplier Coordination & Relationship Building: — Coordinates timely material acquisition with suppliers and builds key supplier relationships to secure continuity and mitigate shortage risk.
Supply Chain & Logistics Fundamentals: — Applies knowledge of supply chain processes, goods distribution, and order handling to move materials through the make/build flow.
Data and Statistical Analysis: — Conducts data and statistical analysis to interpret complex consumption and demand data and secure materials that meet demand at quality.
Supply Chain Optimization: — Analyzes material supply chains to identify inefficiencies and develops projects that improve flow, cost, and availability.
Master Production Scheduling Policy: — Establishes policies and procedures that translate customer demand into executable master production schedules within operational capacity limits.
Materials Supply Risk Management: — Leads initiatives to identify and mitigate material supply risks, including geopolitical and multi-tier disruption exposure.
Global Supply Chain Regulations Expertise: — Applies knowledge of global supply chain regulations and international logistics to govern cross-border material movement at the top of the ladder.
Materials Strategy Leadership: — Develops and directs enterprise materials strategy aligning inventory performance and supply resilience with organizational goals across a business unit or region.

Model-authored from 20 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

Materials — 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 13-0000 · national

Employment growth 2019–2024, BLS OEWSobserved

+29.4%Logisticians · United States

182,050 → 235,640 jobs

26,400 openings / year, split into:

growth 4,025

replacement / exits 22,375

Growth — new jobs (15%)Exits — backfill (85%)

15% of hiring here is genuine expansion; the rest backfills people who move on.

Projected growth 2024–34 expanding: +16.7%
Growth share of hiring: 15%
Exit / retention pressure moderate: 85%
Openings / year: 26,400

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 P1 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$106k

San Francisco-Oakland-Fremont, CA$95k

Washington-Arlington-Alexandria, DC-VA-MD-WV$88k

Boulder, CO$87k

Seattle-Tacoma-Bellevue, WA$87k

Boston-Cambridge-Newton, MA-NH$83k

Lexington Park, MD$81k

Trenton-Princeton, NJ$81k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $64k; 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 P1 (P1 — Entry-Level Professional) from the levels around it — this level only. Every word is real canon for this profile.

Scope: Own tasks within a defined component
Autonomy: Close supervision; work reviewed frequently
Complexity: Routine problems with known solutions
Impact: Own deliverables
Decision rights: Few independent decisions; escalates the rest
Leadership: None — building the craft

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

Promotion

The next rung from P1 is P2.

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
VP of Materials Management	jf_materials::E1	$174,847	confident0.06
Materials Supervisor	jf_materials::M1	$88,342	confident0.06
Materials Handler	jf_materials::S1	$38,510	confident0.06
Materials Coordinator	jf_materials::P2	$74,658	confident0.06

Capability cluster

O*NET 13-1081

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

P1

jf_materials::P1

Materials Associate

Materials

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: P
Superfunction: manufacturing
Function: supply_chain
Family: materials
Universal level: 1 / 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").

Demand / Forecast Planning · P1review0.17

Distribution Center / Warehouse · P1review0.17

Purchasing / Procurement · P1review0.17

Transportation · P1review0.17

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 13-1081	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)