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Key statistics

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

1 of 8

Track

Executive

Family rungs priced

E1 · E2 · E3 · E4 · E5

11-0000

manufacturing

Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

Executive responsible for leading all manufacturing and production operations across the organization's plants. At the Director (Executive) (E1) level, the role owns a significant function with strategic authority, strategic and cross-functional, and drives function-wide enterprise impact. Executive leadership of a function.

What this level does

Lead a complete production function of a single major manufacturing operation through Directors/senior managers, owning the daily coordination of manufacturing to ensure efficiency, quality and timeliness across scheduling, resourcing and performance monitoring.
Set and cascade the site production strategy and annual operational budget, translating Sales & Operations Planning targets into achievable production goals for Assemblers, Testers and Technicians.
Own design transfer of new products into production for the site, coordinating with Manufacturing Engineering, Quality Engineering, R&D and Process Engineering on equipment, fixture and process validations.
Drive throughput, downtime reduction and cost efficiency for the operation, accepting serious functional consequences when line performance, yield or delivery commitments slip.
Interface with other site executives and major customers on production capability, capacity commitments and escalated delivery issues.

Knowledge applied: Applies deep functional production knowledge and detailed company knowledge to run a complete production function of one major operation; translates S&OP targets into production strategy for the site.
Complexity & problem solving: Solves functional production problems — scheduling conflicts, line downtime, yield and delivery gaps — where errors carry serious functional and business consequences for the operation.
Collaboration & interaction: Interfaces with other site executives and major customers; coordinates closely with Manufacturing, Quality, R&D and Process Engineering on design transfer and validations.
Typical experience: 12–15+ years of manufacturing and management experience, including direct oversight of production areas, lines or shifts.

Skills at this level

Production Coordination and Scheduling: — Coordinates daily manufacturing operations by scheduling production runs, sequencing work across teams, lines and shifts, and monitoring performance to keep goods produced on time and without delays.
Sales & Operations Planning Translation: — Converts S&OP demand and volume targets into achievable production goals and resource plans for Assemblers, Testers and Technicians, and holds the operation accountable to them.
Design Transfer of New Products: — Drives the introduction of new products into production by coordinating with Manufacturing Engineering, Quality Engineering, R&D and Process Engineering on equipment, fixture, process and procedure validations.
Production and Processing Knowledge: — Applies knowledge of raw materials, production processes, quality control, costs and other techniques for maximizing the effective manufacture and distribution of goods.
Manufacturing Budget and Cost Management: — Sets and manages production budgets and drives efficiency initiatives so goods are produced within cost targets while meeting throughput and delivery commitments.
Production Efficiency and Downtime Reduction: — Minimizes downtime and drives throughput improvement across teams and lines to help the organization meet financial and operational objectives.
Quality and Safety Standards Enforcement: — Maintains and enforces quality and safety standards across production teams, ensuring finished products meet specification through inspection and process discipline.
Multi-Site Operations Strategy: — Sets strategic production goals, footprint and capacity direction across multiple teams, departments or plants, coordinating planning, quality control and logistics into an efficient whole.
Executive Stakeholder and Board Engagement: — Represents manufacturing capability and production risk to major customers, industry leaders, the CEO and the board, and participates in enterprise strategic development.
Machinery and Equipment Operations Oversight: — Applies a strong grasp of machinery operation and technical equipment to govern how production lines are run, started, stopped, troubleshot and maintained for efficient production.
Production Scheduling and Planning Software: — Uses production scheduling and planning software to model production runs, allocate resources and monitor line performance against manufacturing targets.

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

Production — 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 11-0000 · national

Employment growth 2019–2024, BLS OEWSobserved

+26.2%Industrial Production Managers · United States

185,790 → 234,380 jobs

17,100 openings / year, split into:

replacement / exits 16,640

Growth — new jobs (3%)Exits — backfill (97%)

3% of hiring here is genuine expansion; the rest backfills people who move on.

Projected growth 2024–34 expanding: +1.9%
Growth share of hiring: 3%
Exit / retention pressure high: 97%
Openings / year: 17,100

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 E1 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$291k

San Francisco-Oakland-Fremont, CA$261k

Washington-Arlington-Alexandria, DC-VA-MD-WV$242k

Boulder, CO$238k

Seattle-Tacoma-Bellevue, WA$238k

Boston-Cambridge-Newton, MA-NH$228k

Lexington Park, MD$222k

Trenton-Princeton, NJ$221k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $175k; 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 E1 (E1 — Director (Executive)) from the levels around it — this level only. Every word is real canon for this profile.

Scope: A significant function with strategic authority
Autonomy: Sets functional strategy
Complexity: Strategic and cross-functional
Impact: Function-wide enterprise impact
Decision rights: Owns strategy and investment for the function
Leadership: Executive leadership of a function

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

Promotion

The next rung from E1 is E2.

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
Production Supervisor	jf_production::M1	$88,342	confident0.06
Production Associate	jf_production::P1	$63,829	confident0.06
Production Worker	jf_production::S1	$38,510	confident0.06
SVP of Production	jf_production::E2	$332,990	confident0.06

Capability cluster

O*NET 11-3051

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

E1

jf_production::E1

VP of Production

Production

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: E
Superfunction: manufacturing
Function: manufacturing_expansion
Family: production
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").

Chemistry, Manufacturing & Controls (CMC) · E1review0.17

Lean Manufacturing · E1review0.17

Machine Shop · E1review0.17

Maintenance · E1review0.17

Manufacturing Engineering · E1review0.17

Pilot Plant Operations · E1review0.17

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 11-3051	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)