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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

—

Coordinates

2 / 4 spaces

pay@2 · 2026-07

What this role is

First-line manager overseeing a team of calibration technicians and daily calibration operations. 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

Supervises the daily calibration schedule for a single lab or shop unit, assigning technicians to instrument calibrations and ensuring SOPs and safety procedures are followed on the floor.
Reviews calibration records and traceability documentation for completeness and accuracy before they are filed, catching missing data and out-of-tolerance flags.
Coordinates test-equipment setup and standards substitution so technicians can complete calibrations, escalating equipment faults and schematic/repair-manual questions beyond the unit's scope.
Provides hands-on coaching to junior technicians on manual and automated calibration procedures, on reading technical drawings and GD&T, and on maintaining standards traceability.
Tracks unit-level calibration due dates and turnaround, keeping short-term throughput and consumable spend within the established budget.

Knowledge applied: Applies functional expertise in calibration procedures, metrology, and standards traceability to run the daily operations of a single lab or shop unit; task-focused with some leadership exposure.
Complexity & problem solving: Limited scope; resolves routine calibration and documentation issues using established SOPs and known practices, escalating anything outside the unit.
Collaboration & interaction: Daily interaction with technicians and immediate peers; coordinates instrument availability with adjacent shifts and areas.
Typical experience: Functional calibration expert with initial supervisory responsibility over individual contributors.

Skills at this level

Metrology: — Knowledge of measurement principles, measurement science, and familiarity with metrology and calibration equipment used to run and govern a calibration program.
Calibration techniques and methodologies: — Proficiency in calibration procedures and methodologies, including manual and automated calibration, standards substitution, and unit troubleshooting/repair.
Standards traceability and records management: — Establishes and audits calibration records and traceability to reference standards for tooling calibrated in-shop and by outside vendors.
Reading technical drawings and specifications: — Reads and interprets technical drawings, schematics, GD&T, and specifications to direct and verify calibration work.
Regulatory and quality compliance: — Applies OSHA, ISPE, FDA, and ISO metrology requirements to calibration SOPs, documentation, and audit readiness across the facility.
Statistical analysis of calibration data: — Uses statistical tools such as Minitab to evaluate out-of-tolerance trends, instrument drift, and vendor turnaround, and drives corrective action.
Corrective Action Preventive Action (CAPA): — Finds the root cause of recurring measurement and calibration problems and develops preventive solutions to stop recurrence.
Calibration program management: — Manages the facility calibration program including recall scheduling, budgets, staffing, and technical ownership as the facility's metrology expert.
Team leadership and technician development: — Supervises calibration technicians and maintenance personnel, providing coaching, training, and certification pathways such as ISA Certified Calibration Technician.
Performance metrics reporting: — Presents calibration performance metrics and improvement initiatives to senior management and cross-functional teams.

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

No priced rungs for this family's ladder yet.

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?

Employment growth 2014–2024, BLS OEWSobserved

-4.8%Engineering Technologists and Technicians, Except Drafters, All Other · United States

67,640 → 64,410 jobs

BLS published no Engineering Technologists and Technicians, Except Drafters, All Other employment before 2014 (this occupation code enters the OEWS series then), so the window shown is the widest one actually observed.

5,700 openings / year, split into:

replacement / exits 5,599

Growth — new jobs (2%)Exits — backfill (98%)

2% of hiring here is genuine expansion; the rest backfills people who move on.

Projected growth 2024–34 expanding: +1.5%
Growth share of hiring: 2%
Exit / retention pressure high: 98%
Openings / year: 5,700

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$143k

San Francisco-Oakland-Fremont, CA$128k

Washington-Arlington-Alexandria, DC-VA-MD-WV$118k

Boulder, CO$117k

Seattle-Tacoma-Bellevue, WA$117k

Boston-Cambridge-Newton, MA-NH$112k

Lexington Park, MD$109k

Trenton-Princeton, NJ$108k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $86k; 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
Cost Accounting Supervisor	jfo_jfm_accounting-cost-accounting::M1	—	confident0.00
General Accounting Supervisor	jfo_jfm_accounting-general-accounting::M1	—	confident0.00
Administrative Support Supervisor	jfo_jfm_administrative-corporate-services-administrative-support::M1	—	confident0.00
Service Delivery Supervisor	jfo_jfm_administrative-corporate-services-service-delivery::M1	—	confident0.00

Capability cluster

O*NET 17-3029

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

jfo_jfm_manufacturing-industrial-engineering-calibration-technician::M1

Calibration Supervisor

no content fingerprint

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
Universal level: 1 / 8

Content

content@2

What it's about— a fingerprint over the role's tasks & capabilities.

No content fingerprint for this profile.

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").

jfo_jfm_accounting-cost-accounting::M1 · M1confident0.00

jfo_jfm_accounting-general-accounting::M1 · M1confident0.00

jfo_jfm_administrative-corporate-services-administrative-support::M1 · M1confident0.00

jfo_jfm_administrative-corporate-services-service-delivery::M1 · M1confident0.00

jfo_jfm_aerospace-propulsion-engineering-aerospace-engineering::M1 · M1confident0.00

jfo_jfm_aerospace-propulsion-engineering-propulsion-engineering::M1 · M1confident0.00

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 17-3029	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 of2026-07-31Editioncanon-v2@2.1.0-completeSourcecanon-v2 cell + salary-benchmark (model)