People Analytics Toolbox

Ask about this role

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.

1 of 8

Track

Management

Family rungs priced

M1 · M2 · M3 · M4 · M5 · M6

41-0000

retail_hospitality

Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

Oversees the daily activities of opticians and optical staff in an eyewear or vision care setting. At the Manager (Team Lead) (M1) level, the role owns a single team, day-to-day delivery and people issues, and drives team output and health. Direct people management of one team.

What this level does

Supervise the daily operations of the optical floor, ensuring opticians assist customers in selecting frames and coordinate frames with optical measurements and prescriptions
Oversee dispensing activities on the shift — checking that eyeglasses are properly fit, aligned, and adjusted before hand-off to the customer
Track orders, perform inventory checks, and reorder frames, lenses and supplies as stock runs down
Resolve routine customer service issues at the counter and instruct customers on adapting to, wearing, and caring for their eyewear
Ensure staff follow lensometry verification and measurement procedures so work orders to the lab are accurate

Knowledge applied: Functional expert in optical dispensing and measurement who applies established store practices to supervise a single unit's daily optical floor operations.
Complexity & problem solving: Handles limited-scope issues within established practices — routine dispensing errors, adjustment problems, and customer counter complaints.
Collaboration & interaction: Daily interaction with optical staff and customers on the floor; coordinates with lab technicians on work orders.
Typical experience: Seasoned optician with some leadership exposure; ABO certification typically preferred.

Skills at this level

Optical retail P&L management: — Owns the target and the strategy to hit it for an optical unit or portfolio, driving profitable store sales and managing the operational and financial machinery behind them.
Optical measurement and dispensing oversight: — Ensures correct measurement of ophthalmic lenses, neutralization and verification of prescriptions via auto and manual lensometry, and proper fit, alignment, and adjustment of dispensed eyewear.
Lens and frame product knowledge: — Maintains current knowledge of retail optical, lens technology, coatings, and diverse optical products to guide recommendations matched to occupational use, sports, and tints.
Lab work-order accuracy: — Governs creation and verification of work orders for ophthalmic laboratory technicians, ensuring lens type, product number, coatings, and measurements are precisely recorded.
Optical inventory and demand planning: — Manages retail optical inventory — ordering frames, lenses and supplies, running inventory checks, and predicting demand from sales data and market trends.
Optical team leadership and development: — Leads, trains, and mentors optical staff and junior optical managers, building talent pipelines and readiness for ABO certification.
Customer service and dispensing communication: — Explains frame and lens options clearly, instructs customers on adapting to and caring for eyewear, and resolves optical service issues at and beyond the counter.
Multi-site optical operations: — Scales operating standards, service offerings, and process foresight from a single store to a cluster, region, or portfolio of optical locations.
Optical service and technology rollout: — Introduces new optical technologies and service offerings and oversees complex projects such as store renovations and lensometry/system upgrades.
Dispensing decision-making: — Decides which lens materials, designs, and adjustments best suit each customer's prescription, preferences, and lifestyle within optical dispensing standards.

Model-authored from 21 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

Optical — median with , by . Real canon data.

National-base pricing — this family's function differential is pending review, so dollar levels are not function-adjusted (level-over-level % is unaffected).

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 41-0000 · national

Employment growth 2019–2024, BLS OEWSobserved

-5.0%First-Line Supervisors of Retail Sales Workers · United States

1,171,900 → 1,113,160 jobs

125,100 openings / year, split into:

replacement / exits 132,263

Growth — new jobs (-6%)Exits — backfill (100%)

This occupation is projected to contract — every opening is replacing someone leaving, not net new demand.

Projected growth 2024–34 contracting: -5.0%
Growth share of hiring: -6%
Exit / retention pressure high: 100%
Openings / year: 125,100

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 M1 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$139k

San Francisco-Oakland-Fremont, CA$125k

Washington-Arlington-Alexandria, DC-VA-MD-WV$115k

Boulder, CO$114k

Seattle-Tacoma-Bellevue, WA$114k

Boston-Cambridge-Newton, MA-NH$109k

Lexington Park, MD$106k

Trenton-Princeton, NJ$106k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $84k; 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 M1 (M1 — Manager (Team Lead)) from the levels around it — this level only. Every word is real canon for this profile.

Scope: A single team
Autonomy: Manages within established goals
Complexity: Day-to-day delivery and people issues
Impact: Team output and health
Decision rights: Owns team execution, hiring input, performance
Leadership: Direct people management of one team

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

Promotion

The next rung from M1 is M2.

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 Optical Services	jf_optical::E1	$169,459†	confident0.06
Optician	jf_optical::P1	$61,862†	confident0.06
Optical Assistant	jf_optical::S1	$37,323†	confident0.06
Senior Supervisor, Optical	jf_optical::M2	$110,455†	confident0.06

†National-base pricing — this family's function differential is pending review, so the dollar level is not function-adjusted.

Capability cluster

O*NET 41-1011

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

M1

jf_optical::M1

Optical Supervisor

Optical

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: retail_hospitality
Function: store_operations
Family: optical
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").

Cashier · M1review0.17

Loss Prevention · M1review0.17

Pharmacy · M1review0.17

Product Specialty · M1review0.17

Store Management · M1review0.17

General · M1review0.17

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 41-1011	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)