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Key statistics

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

5 of 8

Track

Support

Family rungs priced

—

51-0000

—

Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

Senior individual-contributor expert who drives manufacturing operations performance improvements and standardizes best practices across production areas. At the Principal Support Specialist (S5) level, the role owns function-wide support practice, program-level and systemic support problems, and drives support strategy across the function. Subject-matter authority; shapes the practice.

What this level does

Creates and standardizes production-scheduling, downtime-tracking and compliance-documentation procedures for the plant, then trains and facilitates peers in their use.
Acts as the plant's go-to specialist for the operational reporting and CMMS/SCADA data ecosystem, resolving the most complex reconciliation and configuration issues.
Develops the reporting concepts and workbook/query structures that management relies on for cost, quality and speed metrics, refining them as the operation changes.
Leads the operational documentation and record-keeping workstream for major changes — audits, plant expansions, system migrations — as a working lead facilitating other support staff.
Advises production and maintenance leadership on procedural gaps surfaced by the records, proposing new methods and driving their adoption across shifts.

Knowledge applied: Highly skilled specialist in the plant's operational reporting, scheduling and CMMS/SCADA data ecosystem; contributes to creating new procedures and methods.
Complexity & problem solving: Resolves the most complex reconciliation, configuration and documentation issues; develops the concepts and templates others use.
Collaboration & interaction: Acts as working lead/facilitator for support staff and advises production and maintenance leadership on procedural gaps.
Typical experience: 6+ years; expert in manufacturing-operations support and its systems.

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 S5 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$101k

San Francisco-Oakland-Fremont, CA$91k

Washington-Arlington-Alexandria, DC-VA-MD-WV$84k

Boulder, CO$83k

Seattle-Tacoma-Bellevue, WA$83k

Boston-Cambridge-Newton, MA-NH$79k

Lexington Park, MD$77k

Trenton-Princeton, NJ$77k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $61k; 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 S5 (S5 — Principal Support Specialist) from the levels around it — this level only. Every word is real canon for this profile.

Scope: Function-wide support practice
Autonomy: Sets direction for the support discipline
Complexity: Program-level and systemic support problems
Impact: Support strategy across the function
Decision rights: Authority over support practice and standards
Leadership: Subject-matter authority; shapes the practice

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

Promotion

S5is 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
Lead Accounting Specialist	jfo_jfm_accounting-controllership-accounting-management::S5	—	confident0.00
Lead Cost Accountant	jfo_jfm_accounting-cost-accounting::S5	—	confident0.00
Lead General Accounting Specialist	jfo_jfm_accounting-general-accounting-management::S5	—	confident0.00
Lead General Accountant	jfo_jfm_accounting-general-accounting::S5	—	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

S5

jfo_jfm_manufacturing-operations-manufacturing-management-operations::S5

Lead Manufacturing Operations Specialist

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: 5 / 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::S5 · S5confident0.00

jfo_jfm_accounting-cost-accounting::S5 · S5confident0.00

jfo_jfm_accounting-general-accounting-management::S5 · S5confident0.00

jfo_jfm_accounting-general-accounting::S5 · S5confident0.00

jfo_jfm_administrative-corporate-services-administrative-services-ma::S5 · S5confident0.00

jfo_jfm_administrative-corporate-services-administrative-support::S5 · S5confident0.00

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)