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Key statistics

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

2 of 8

Track

Support

Family rungs priced

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51-0000

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Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

An individual contributor who supports daily manufacturing operations by tracking production activities and helping resolve routine issues. At the Support Specialist (S2) level, the role owns a defined queue or customer set, standard issues within known procedures, and drives customer satisfaction for own queue. None.

What this level does

Compiles daily production output, labor-hour and yield figures across multiple lines into the standard reporting workbook, following established deadlines and priorities.
Processes work orders and material requisitions in JobBOSS/SAP, sequencing multi-step entries and flagging discrepancies against the run schedule.
Maintains the CMMS preventive-maintenance calendar, logging completed inspections and generating the next-due notices for equipment.
Tracks that safety training records and PPE sign-offs are current for the shift, notifying the lead when a certification is approaching expiry.
Coordinates with line stations to confirm material availability against the day's schedule and adjusts documentation when a deviation is called for.

Knowledge applied: Broad knowledge of production-recording and scheduling routines; carries out varied multi-step tasks such as compiling cross-line reports and processing work orders in SAP/JobBOSS.
Complexity & problem solving: Semi-routine tasks; recognizes when a documentation deviation is needed and follows the procedure for it, seeking instruction on genuinely new tasks.
Collaboration & interaction: Routine coordination with line stations, maintenance and the lead; works to given deadlines and priorities.
Typical experience: 1–2 years; some related manufacturing-operations support experience.

Skills at this level

Production Scheduling: — Builds and adjusts production run schedules against known capacity, labor availability and priority, resequencing work when material or equipment constraints change.
Manufacturing Data Recording & Reconciliation: — Logs production counts, downtime and yield from HMI/SCADA and shift sources and reconciles discrepancies between machine-captured data and JobBOSS/SAP entries.
Work Order & Material Requisition Processing: — Enters, sequences and expedites work orders and material requisitions in the plant's ERP/job-tracking system, flagging and resolving discrepancies against the run schedule.
CMMS Preventive Maintenance Administration: — Maintains the computerized maintenance management system's PM calendar, logging completed inspections and issuing next-due notices for plant equipment.
Health & Safety Compliance Documentation: — Maintains safety forms, training records and PPE sign-offs and assembles compliance packages so the shift meets health-and-safety and industry regulatory requirements.
Audit Package Preparation: — Pulls and organizes records from CMMS, performance and quality-management systems into complete packages for internal safety and quality audits.
Operational Reporting: — Compiles output, labor-hour, scrap and yield figures across lines into standardized workbooks and, at senior levels, designs the query and template structures management uses to track cost, quality and speed.
SCADA/HMI Reading & Logging: — Reads production and equipment values off supervisory control and HMI displays, records them at prescribed intervals and escalates out-of-range conditions.
Resource Coordination: — Coordinates workforce assignments, equipment availability and material flow between production, maintenance and shipping to keep runs on schedule.
Procedure Adaptation & Standardization: — Adapts scheduling and documentation methods for line breakdowns, rush orders and shortages, and at the specialist level creates and standardizes new plant procedures and trains peers in them.
Root Cause Investigation of Process Errors: — Traces recurring data-entry or documentation errors across CMMS/ERP workflows to their source and revises the local procedure to prevent recurrence.

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?

SOC 51-0000 · national

Employment growth 2019–2024, BLS OEWSobserved

+8.6%First-Line Supervisors of Production and Operating Workers · United States

631,100 → 685,140 jobs

67,700 openings / year, split into:

replacement / exits 66,862

Growth — new jobs (1%)Exits — backfill (99%)

1% of hiring here is genuine expansion; the rest backfills people who move on.

Projected growth 2024–34 expanding: +1.2%
Growth share of hiring: 1%
Exit / retention pressure high: 99%
Openings / year: 67,700

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 S2 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$72k

San Francisco-Oakland-Fremont, CA$64k

Washington-Arlington-Alexandria, DC-VA-MD-WV$59k

Boulder, CO$59k

Seattle-Tacoma-Bellevue, WA$59k

Boston-Cambridge-Newton, MA-NH$56k

Lexington Park, MD$55k

Trenton-Princeton, NJ$54k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $43k; 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 S2 (S2 — Support Specialist) from the levels around it — this level only. Every word is real canon for this profile.

Scope: A defined queue or customer set
Autonomy: General supervision; handles standard cases independently
Complexity: Standard issues within known procedures
Impact: Customer satisfaction for own queue
Decision rights: Resolves standard cases; escalates complex
Leadership: None

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

Promotion

The next rung from S2 is S3.

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
Accountant	jfo_jfm_accounting-controllership-accounting-management::S2	—	confident0.00
Cost Accounting Assistant	jfo_jfm_accounting-cost-accounting::S2	—	confident0.00
General Accountant	jfo_jfm_accounting-general-accounting-management::S2	—	confident0.00
Accounting Support Associate	jfo_jfm_accounting-general-accounting::S2	—	confident0.00

Capability cluster

O*NET 51-1011

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

S2

jfo_jfm_manufacturing-operations-manufacturing-management-operations::S2

Manufacturing Operations Coordinator

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
Universal level: 2 / 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_accounting-controllership-accounting-management::S2 · S2confident0.00

jfo_jfm_accounting-cost-accounting::S2 · S2confident0.00

jfo_jfm_accounting-general-accounting-management::S2 · S2confident0.00

jfo_jfm_accounting-general-accounting::S2 · S2confident0.00

jfo_jfm_administrative-corporate-services-administrative-services-ma::S2 · S2confident0.00

jfo_jfm_administrative-corporate-services-service-delivery::S2 · S2confident0.00

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 51-1011	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 of2026-07-31Editioncanon-v2@2.1.0-completeSourcecanon-v2 cell + salary-benchmark (model)