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Key statistics

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

3 of 8

Track

Support

Family rungs priced

—

51-0000

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Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

Experienced individual contributor who coordinates daily production activities and supports operational execution across manufacturing lines. 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

Reconciles production, labor and scrap data across shifts and resolves mismatches between SCADA-captured counts and JobBOSS entries using judgment, with little day-to-day instruction.
Builds and adjusts weekly production schedules against known capacity and labor availability, resequencing runs when priorities shift within the plan.
Handles non-routine documentation cases — expedited work orders, off-standard material substitutions, incident reports — by applying detailed knowledge of plant procedures.
Prepares compliance packages for internal safety and quality audits, pulling the correct records from CMMS, performance and QMS systems.
Coordinates the flow of paperwork and information between maintenance, production and quality without supervisory hand-off on standard cases.

Knowledge applied: Detailed procedural knowledge sufficient to handle non-routine documentation and scheduling cases and to reconcile data across systems independently.
Complexity & problem solving: Makes judgments on moderately difficult tasks — data mismatches, run resequencing, audit-package assembly — with little instruction on daily work.
Collaboration & interaction: Coordinates paperwork and information flow across maintenance, production and quality; no formal leadership.
Typical experience: 2–4 years; skilled in manufacturing-operations support.

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 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$83k

San Francisco-Oakland-Fremont, CA$74k

Washington-Arlington-Alexandria, DC-VA-MD-WV$69k

Boulder, CO$68k

Seattle-Tacoma-Bellevue, WA$68k

Boston-Cambridge-Newton, MA-NH$65k

Lexington Park, MD$63k

Trenton-Princeton, NJ$63k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $50k; 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
Senior Accountant	jfo_jfm_accounting-controllership-accounting-management::S3	—	confident0.00
Senior Cost Accountant	jfo_jfm_accounting-cost-accounting::S3	—	confident0.00
Senior General Accountant	jfo_jfm_accounting-general-accounting-management::S3	—	confident0.00
Senior General Accountant	jfo_jfm_accounting-general-accounting::S3	—	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

S3

jfo_jfm_manufacturing-operations-manufacturing-management-operations::S3

Senior 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: 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").

jfo_jfm_accounting-controllership-accounting-management::S3 · S3confident0.00

jfo_jfm_accounting-cost-accounting::S3 · S3confident0.00

jfo_jfm_accounting-general-accounting-management::S3 · S3confident0.00

jfo_jfm_accounting-general-accounting::S3 · S3confident0.00

jfo_jfm_administrative-corporate-services-administrative-services-ma::S3 · S3confident0.00

jfo_jfm_administrative-corporate-services-service-delivery::S3 · S3confident0.00

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)