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Key statistics

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

4 of 8

Track

Management

Family rungs priced

M1 · M2 · M3 · M4 · M5 · M6

49-0000

industrial_energy_operations

Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

Senior manager overseeing multiple skilled trades teams and maintenance managers across a large facility, site cluster, or region. At the Director (M4) level, the role owns a function or department, strategic priorities and cross-functional alignment, and drives function-level results. Leads managers; sets direction for the function.

What this level does

Manages multiple trades departments or sections, aligning crew capacity, maintenance strategy and safety programs with broader operational objectives
Sets policy and standard practices for troubleshooting, preventive maintenance and inspection that reduce risk to business-critical equipment and uptime
Engages senior operations leaders on trades strategy, workforce planning and capital needs for tools, automation and facility systems
Oversees the apprenticeship and journeyman-to-master pipeline across sections, ensuring licensing, training-hour and certification requirements are met
Directs response to major equipment failures or safety incidents that could jeopardize production or project delivery

Knowledge applied: Sets standard practice and policy across multiple trades sections, aligning maintenance and safety strategy with operational objectives.
Complexity & problem solving: Resolves strategic issues where equipment failures or safety gaps could jeopardize production or project delivery.
Collaboration & interaction: Engages senior operations leaders on trades strategy, workforce planning and capital needs.
Typical experience: 8–10+ years leading complex multi-crew or multi-section trades operations.

Skills at this level

Safety and hazard awareness: — Enforces hazard-awareness protocols, safety procedures and compliance across trade crews to maintain safe working conditions on the job site and shop floor.
Technical proficiency and systems knowledge: — Understands how mechanical, electrical and automated systems work and directs troubleshooting of problems that arise on equipment and machinery.
Trade troubleshooting and root-cause analysis: — Diagnoses complex equipment failures independently, identifies the root cause of recurring breakdowns and directs corrective action to prevent recurrence.
Preventive maintenance program management: — Plans and oversees routine inspections, minor repairs and preventive-maintenance scheduling so equipment runs efficiently and downtime is minimized.
Crew supervision and scheduling: — Oversees daily crew operations, assigns trade tasks, manages shift schedules and coordinates labor across trades to complete projects to standard.
Apprenticeship development and training: — Trains apprentices and journeymen through hands-on mentoring and cross-trains technicians in skills for other production positions, advancing the licensing pipeline.
Licensing, permitting and sign-off authority: — Applies master-level legal authority to permit, inspect and sign off completed trade work, ensuring licensing and jurisdictional requirements are met.
Quality inspection and measurement precision: — Inspects and tests finished work for flaws, takes precise measurements and verifies work meets trade specifications before hand-off.
Project planning and resource allocation: — Designs and schedules trade projects, allocating skilled labor, tools, materials and timelines and coordinating with clients and cross-functional teams.
Communication and teamwork: — Coordinates with crew members, supervisors and clients through clear communication so trade tasks are completed safely and efficiently.
Trades workforce and talent strategy: — Builds the long-term pipeline from apprentice through master tradesperson, planning staffing, certification and retention across the trades organization.
Maintenance and operations budgeting: — Owns the trades department operating budget, controlling tool, equipment and labor spend while sustaining reliability and quality targets.

Model-authored from 17 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

General — 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 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 M4 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$288k

San Francisco-Oakland-Fremont, CA$259k

Washington-Arlington-Alexandria, DC-VA-MD-WV$239k

Boulder, CO$236k

Seattle-Tacoma-Bellevue, WA$236k

Boston-Cambridge-Newton, MA-NH$226k

Lexington Park, MD$220k

Trenton-Princeton, NJ$219k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $173k; 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 M4 (M4 — Director) from the levels around it — this level only. Every word is real canon for this profile.

Scope: A function or department
Autonomy: Owns area strategy and budget
Complexity: Strategic priorities and cross-functional alignment
Impact: Function-level results
Decision rights: Owns strategy, budget, and org design for the area
Leadership: Leads managers; sets direction for the 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 M4 is M5.

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
Senior Maintenance Technician	jf_skilled_trades_general::P4	$109,466†	confident0.06
Maintenance Technician	jf_skilled_trades_general::S4	$56,408†	confident0.06
Facilities Maintenance Manager	jf_skilled_trades_general::M3	$120,351†	confident0.06
Director of Maintenance and Trades Operations	jf_skilled_trades_general::M5	$188,371†	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 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

M4

jf_skilled_trades_general::M4

Senior Manager, Facilities Trades & Maintenance

General

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: industrial_energy_operations
Function: skilled_trades
Family: skilled_trades_general
Universal level: 4 / 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").

Electrical · M4review0.17

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)