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Key statistics

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

3 of 8

Track

Support

Family rungs priced

S1 · S2 · S3 · S4 · S5

43-0000

retail_hospitality

Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

Experienced individual contributor who supports company-wide store operations initiatives and standards. At the Senior Support Specialist (S3) level, the role owns escalated / complex cases, complex or non-standard cases, and drives resolution quality on the team's hardest cases. Guides junior support informally.

What this level does

Run a department or a shift's floor operations independently with little daily instruction — sequencing freight flow, coverage, and replenishment against the day's sales priorities
Resolve moderately difficult customer and transaction issues (disputed refunds, damaged-goods claims, complex exchanges) using judgment within store policy
Investigate inventory discrepancies from cycle counts, trace the likely cause (mis-scan, theft, receiving error), and take corrective steps to keep shrink at or below target
Coordinate loss-prevention standards and controls on the floor, ensuring associates follow security procedures during high-traffic periods

Knowledge applied: Detailed knowledge of store procedures sufficient to perform non-routine tasks — running a department, investigating discrepancies, and applying loss-prevention controls.
Complexity & problem solving: Makes judgments on moderately difficult customer and inventory issues within policy; works with little instruction on daily operations.
Collaboration & interaction: Coordinates tasks across a shift or department; no formal leadership but directs the flow of work.
Typical experience: 2–4 years; skilled in store operations.

Skills at this level

Transaction and Cash Handling: — Operates the register to process purchases, returns, exchanges, voids, and price overrides accurately; counts drawers, performs safe drops, and reconciles cash to the system at open and close.
Inventory Counting and Reconciliation: — Receives shipments, cycle-counts merchandise, scans quantities against system stock levels, and traces discrepancies to their cause (mis-scan, receiving error, or theft) for correction.
Loss Prevention and Shrink Control: — Monitors the sales floor for suspicious activity, applies security procedures and controls, and works to hold shrink at or below the store's target through investigation and corrective action.
Freight Flow and Replenishment: — Sequences the movement of shipments from receiving to backstock to shelf, sets floor per planograms, and paces replenishment against the day's sales priorities.
Store Opening and Closing Procedures: — Executes the multi-step opening and closing checklist — drawer setup and count, safe drops, floor set, and securing entrances — and covers general store supervision of these tasks when needed.
Customer Service and Issue Resolution: — Greets and assists customers with product selection and resolves floor-level complaints and disputed refunds or exchanges using judgment within store policy.
Associate Coaching and Task Coordination: — Assigns and checks the work of associates on a shift, onboards new hires on register and stocking basics, and communicates promotions and procedure changes across the team.
Store Procedure Development: — Documents and pilots store-level operating methods for freight flow, counts, and loss prevention, refining them before they become the standard others follow.

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

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 43-0000 · national

Employment growth 2019–2024, BLS OEWSobserved

+0.5%First-Line Supervisors of Office and Administrative Support Workers · United States

1,487,870 → 1,495,580 jobs

144,500 openings / year, split into:

replacement / exits 144,967

Growth — new jobs (0%)Exits — backfill (100%)

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

Projected growth 2024–34 contracting: -0.3%
Growth share of hiring: 0%
Exit / retention pressure high: 100%
Openings / year: 144,500

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 S3 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$81k

San Francisco-Oakland-Fremont, CA$72k

Washington-Arlington-Alexandria, DC-VA-MD-WV$67k

Boulder, CO$66k

Seattle-Tacoma-Bellevue, WA$66k

Boston-Cambridge-Newton, MA-NH$63k

Lexington Park, MD$61k

Trenton-Princeton, NJ$61k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $48k; 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 S3 (S3 — Senior Support Specialist) from the levels around it — this level only. Every word is real canon for this profile.

Scope: Escalated / complex cases
Autonomy: Limited supervision
Complexity: Complex or non-standard cases
Impact: Resolution quality on the team's hardest cases
Decision rights: Owns escalation resolution within policy
Leadership: Guides junior support informally

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

Promotion

The next rung from S3 is S4.

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 Stores Officer	jf_store_operations_general::E3	$352,063†	confident0.06
Store Operations Manager	jf_store_operations_general::M3	$120,351†	confident0.06
Store Operations Analyst	jf_store_operations_general::P3	$82,468†	confident0.06
Store Operations Coordinator	jf_store_operations_general::S2	$42,923†	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 43-1011

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

S3

jf_store_operations_general::S3

Senior Store Operations Coordinator

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: S
Superfunction: retail_hospitality
Function: store_operations
Family: store_operations_general
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 · S3review0.17

Loss Prevention · S3review0.17

Optical · S3review0.17

Pharmacy · S3review0.17

Product Specialty · S3review0.17

Store Management · S3review0.17

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 43-1011	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)