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Key statistics

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

7 of 8

Track

Individual contributor

Family rungs priced

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49-0000

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Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

The organization's foremost individual-contributor authority on equipment maintenance and reliability strategy, shaping enterprise-wide asset performance direction. At the Staff / Distinguished Professional (P7) level, the role owns cross-organization / enterprise technical strategy, industry-level, highly ambiguous problems, and drives enterprise-wide. Sets technical direction org-wide; develops principals.

What this level does

Defines the enterprise reliability and asset-management roadmap, anticipating emerging failure modes and technology shifts before they affect the fleet
Performs forensic failure analysis on catastrophic or industry-wide equipment events, finding the 'cause behind the cause' and driving paradigm change against established practice
Translates ambiguous business and safety needs into precedent-free reliability engineering programs with no presumption of success
Networks with executives, regulators, and industry bodies to shift standards and equipment specifications across the field
Sets long-term direction for the discipline, generating models and practices that become permanent organizational and industry knowledge

Knowledge applied: Develops new reliability models and forensic methods that shift industry practice and become permanent knowledge.
Complexity & problem solving: Solves ambiguous, precedent-free failure problems with fleet- and industry-wide consequences; finds the cause behind the cause.
Collaboration & interaction: Networks with executives, regulators, and industry leaders to change standards and specifications.
Typical experience: 20+ years, or equivalent recognition (often PhD, patents, or industry contributions).

Skills at this level

Reading technical documentation: — Reads and interprets engineering drawings, service manuals, blueprints, and diagrams to identify issues and locate components within production equipment.
Troubleshooting: — Determines the causes of equipment operating errors and decides on the appropriate corrective repair action.
Operations monitoring: — Watches gauges, dials, and other indicators to confirm a machine is running properly and to detect early signs of malfunction.
Problem-solving under time pressure: — Diagnoses equipment problems and develops effective, safe solutions within a timeframe set by how critical the machine's functionality is, servicing and repairing without causing extended production downtime.
Mechanical knowledge: — Knowledge of machines and tools — their design, use, repair, and maintenance — as applied to keeping production equipment operational.
Quantitative failure analysis: — Tests the performance of electrical, electronic, mechanical, or integrated systems and conducts quantitative analyses of operational downtime data to identify root causes and recurring failure modes.
Production and processing: — Knowledge of raw materials, production processes, quality control, and costs used to weigh maintenance decisions against effective manufacture and distribution of goods.
Preventive and predictive maintenance: — Builds and executes scheduled maintenance routines — bearing/coupling installation, precision shaft alignment, lubrication — and instruments equipment for condition-based prediction of failure before it occurs.
Reliability-centered design review: — Reviews equipment installations and modifications for maintainability and reliability, setting factor-of-safety and criticality assumptions the maintenance team relies on.
Maintenance system administration: — Logs downtime, repair actions, and parts consumption in plant maintenance and ERP software to build failure history that drives reliability decisions.

Model-authored from 22 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?

SOC 49-0000 · national

Employment growth 2019–2024, BLS OEWSobserved

+8.9%Industrial Machinery Mechanics · United States

387,630 → 421,940 jobs

45,700 openings / year, split into:

growth 7,078

replacement / exits 38,622

Growth — new jobs (15%)Exits — backfill (85%)

15% of hiring here is genuine expansion; the rest backfills people who move on.

Projected growth 2024–34 expanding: +16.1%
Growth share of hiring: 15%
Exit / retention pressure moderate: 85%
Openings / year: 45,700

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 P7 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$385k

San Francisco-Oakland-Fremont, CA$345k

Washington-Arlington-Alexandria, DC-VA-MD-WV$320k

Boulder, CO$315k

Seattle-Tacoma-Bellevue, WA$315k

Boston-Cambridge-Newton, MA-NH$302k

Lexington Park, MD$294k

Trenton-Princeton, NJ$292k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $231k; 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 P7 (P7 — Staff / Distinguished Professional) from the levels around it — this level only. Every word is real canon for this profile.

Scope: Cross-organization / enterprise technical strategy
Autonomy: Operates autonomously at the enterprise level
Complexity: Industry-level, highly ambiguous problems
Impact: Enterprise-wide
Decision rights: Final technical authority across multiple domains
Leadership: Sets technical direction org-wide; develops principals

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

Promotion

P7is the top of this family's ladder — progression from here is a lattice move (see adjacent roles below), not a rung.

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
Distinguished Civil & Structural Engineer	jfo_jfm_civil-structural-engineering::P7	—	confident0.00
Distinguished Clinical Operations Strategist	jfo_jfm_clinical-research-trials-clinical-operations::P7	—	confident0.00
Distinguished Clinical Project Strategist	jfo_jfm_clinical-research-trials-clinical-project-management::P7	—	confident0.00
Distinguished Clinical Research Scientist	jfo_jfm_clinical-research-trials-clinical-research::P7	—	confident0.00

Capability cluster

O*NET 49-9041

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

P7

jfo_jfm_manufacturing-industrial-engineering-equipment-maintenance-r::P7

Distinguished Reliability Engineer

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: P
Universal level: 7 / 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").

jfo_jfm_civil-structural-engineering::P7 · P7confident0.00

jfo_jfm_clinical-research-trials-clinical-operations::P7 · P7confident0.00

jfo_jfm_clinical-research-trials-clinical-project-management::P7 · P7confident0.00

jfo_jfm_clinical-research-trials-clinical-research::P7 · P7confident0.00

jfo_jfm_clinical-research-trials-clinical-trials-administration-mana::P7 · P7confident0.00

jfo_jfm_clinical-research-trials-clinical-trials-administration::P7 · P7confident0.00

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 49-9041	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)