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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

29-0000

retail_hospitality

Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

Manages the daily operations and staff of a pharmacy, overseeing prescription fulfillment, compliance, and customer service. 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 overall operations of a pharmacy location — staffing, scheduling, budget, and inventory — while the staff pharmacist retains professional judgment, counseling, and final clinical review
Own the pharmacy's operating budget and labor costs, evaluating turnover, script-volume trends, and shortage patterns to adjust ordering and staffing
Recruit, develop, and manage performance of technicians and pharmacists, running training programs and setting service and accuracy standards
Ensure the location complies with all federal and state requirements, maintaining meticulous records and correcting audit findings
Evaluate diverse operational issues — insurance rejections, drug shortages, workflow bottlenecks — and implement practices that improve dispensing efficiency and patient safety

Knowledge applied: Manages full operations of a pharmacy location, applying budget, staffing, compliance, and inventory knowledge to run the unit.
Complexity & problem solving: Addresses diverse operational issues and evaluates volume/shortage/turnover trends to improve efficiency and safety.
Collaboration & interaction: Leads the location team and interacts with district leadership, payers, and regulators on operational matters.
Typical experience: 5–7+ years managing professionals and pharmacy budgets.

Skills at this level

Pharmacy Operations Management: — Runs day-to-day pharmacy dispensing workflow — queue balancing, medication assembly and storage, and record-keeping — so prescriptions are prepared accurately and on time.
Regulatory Compliance: — Ensures pharmacy records, controlled-substance handling, and dispensing practices comply with all federal and state requirements and reflect current legal best practices.
Drug Inventory and Shortage Management: — Purchases drugs, identifies and manages drug shortages, and modifies inventory within automated dispensing systems to keep a diverse, adequately stocked selection available.
Pharmacy Automation Systems: — Uses and oversees pharmacy automation and medication-use information systems, including bar-code scanning, to prepare and verify medications safely and efficiently.
Insurance Claims Processing: — Processes and troubleshoots pharmacy insurance claims and rejections, ensuring billing accuracy and resolving coverage issues for patients.
Staff Training and Development: — Trains and onboards technicians and pharmacists on labeling, claim processing, medication assembly, ordering, and customer interaction, and supervises interns.
Fiscal and Budget Management: — Manages pharmacy operating budgets, labor costs, and contracts, using volume and turnover data to adjust staffing and purchasing.
Attention to Detail: — Maintains accuracy with names, strengths, quantities, directions, dates, and records throughout the dispensing and verification process.
Communication: — Communicates effectively with patients, pharmacists, prescribers' offices, and team members to resolve prescription and service issues.
Strategic Program Planning: — Develops pharmacy program goals, represents the program in strategic planning, and coordinates program development across state, federal, and local agencies and partners.
Computer Literacy: — Works confidently with POS systems, pharmacy management software, patient records, and barcode tools used in retail pharmacy operations.
Contract Management: — Manages pharmacy vendor and payer contracts as part of directing program fiscal operations and service delivery.

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

Pharmacy — 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 29-0000 · national

Employment growth 2019–2024, BLS OEWSobserved

+5.7%Pharmacists · United States

311,200 → 328,870 jobs

14,200 openings / year, split into:

replacement / exits 12,659

Growth — new jobs (11%)Exits — backfill (89%)

11% of hiring here is genuine expansion; the rest backfills people who move on.

Projected growth 2024–34 expanding: +4.6%
Growth share of hiring: 11%
Exit / retention pressure high: 89%
Openings / year: 14,200

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 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$196k

San Francisco-Oakland-Fremont, CA$175k

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$148k

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 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 Pharmacy Officer	jf_pharmacy::E3	$352,063†	confident0.06
Pharmacist	jf_pharmacy::P3	$82,468†	confident0.06
Senior Pharmacy Technician	jf_pharmacy::S3	$49,566†	confident0.06
Pharmacy Senior Supervisor	jf_pharmacy::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 29-1051

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_pharmacy::M3

Pharmacy Manager

Pharmacy

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: pharmacy
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").

Cashier · M3review0.17

Loss Prevention · M3review0.17

Optical · M3review0.17

Product Specialty · M3review0.17

Store Management · M3review0.17

General · 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 29-1051	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)