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Key statistics

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

2 of 8

Track

Executive

Family rungs priced

E1 · E2 · E3 · E4 · E5

51-0000

manufacturing

Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

Executive leader accountable for the organization's entire machining and automated production operations across all sites. At the Senior Director (Executive) (E2) level, the role owns multiple functions or a major area, multi-function strategy and risk, and drives major-area outcomes. Leads function leaders.

What this level does

Leads machining across multiple shops or divisions through VPs/directors, where consolidation, insourcing/outsourcing, or capacity decisions can materially affect the business unit's viability
Standardizes CAD/CAM toolchains, G-code programming methodology, and inspection protocols across sites so a part can be produced to spec regardless of which shop runs it
Negotiates critical cross-functional trade-offs with engineering and operations leaders — balancing design-for-manufacturability against R&D innovation timelines and fixture-design constraints
Directs a portfolio of continuous-improvement and automation programs (CNC automation, lean cells) that reset the cost, quality, and cycle-time baseline for machining
Builds the machining leadership and technical-talent pipeline across sites, addressing the 8–10+ year path to expert-level machinist and the shift from 'my machine' to process/shop ownership

Knowledge applied: Applies cross-functional machining and manufacturing knowledge to standardize CAM toolchains, programming methodology, and inspection across multiple shops or divisions.
Complexity & problem solving: Solves abstract, high-consequence issues — multi-site capacity, make-vs-buy, automation — where decisions may impact the business unit's viability.
Collaboration & interaction: Negotiates critical matters with top engineering and operations leaders, resolving design-for-manufacturability versus innovation and fixturing trade-offs.
Typical experience: 15+ years, with proven strategic leadership of manufacturing functions or significant machining business units.

Skills at this level

CNC/CAM Machining Strategy: — Sets enterprise-level standards for generating and optimizing G-code via CAD/CAM software, governing speeds and feeds, tooling, work holding, and material behavior so machined parts meet spec across shops.
Fixture and Tooling Portfolio Management: — Directs tooling-inventory and fixture-design strategy and capital investment across the machining function, ensuring the right cutting tools and work holding are available to hold tight tolerances at scale.
Manufacturing Process Ownership: — Owns the machining process chain from blueprint/CAD interpretation through setup, machining, and inspection at the shop or network level, shifting scope from individual machines to the whole process.
Lean and Six Sigma Program Leadership: — Institutionalizes continuous-improvement techniques such as lean manufacturing and Six Sigma across machining operations to reset cost, cycle-time, and quality baselines.
Tolerance and Quality Governance: — Governs inspection and quality-control systems that verify machined parts meet specifications, using CAPA-driven root-cause analysis to prevent recurrence of tolerance and defect problems.
Cross-Functional Engineering Collaboration: — Leads the interface with R&D, manufacturing, and fixture-design engineering teams on troubleshooting, process improvement, and design feedback to keep parts manufacturable.
Machining Talent Development: — Builds the machinist and machining-leadership pipeline, accounting for the multi-year apprenticeship and 8–10+ year path to expert level and the transition of experienced machinists into leadership and technical-support roles.
Manufacturing Capital and Footprint Strategy: — Allocates multi-year capital for machine tools, automation, and shop network footprint, and makes make-vs-buy and capacity decisions that affect manufacturing competitiveness.
Executive Stakeholder and Board Engagement: — Represents machining and manufacturing capability to major customers, boards, investors, and industry partners on precision, quality, continuity, and delivery commitments.
Precision Machining Technical Judgment: — Applies detail-focused technical judgment — grounded in blueprint reading, applied machining mathematics, and material knowledge — as the ultimate escalation authority on the shop's hardest machining problems.

Model-authored from 21 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

Machine Shop — median with , by . Real canon data.

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

-22.1%Machinists · United States

383,470 → 298,790 jobs

29,500 openings / year, split into:

replacement / exits 29,500

Growth — new jobs (0%)Exits — backfill (100%)

This occupation is projected to contract — every opening is replacing someone leaving, not net new demand.

Projected growth 2024–34 contracting: 0.0%
Growth share of hiring: 0%
Exit / retention pressure high: 100%
Openings / year: 29,500

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 E2 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$555k

San Francisco-Oakland-Fremont, CA$498k

Washington-Arlington-Alexandria, DC-VA-MD-WV$460k

Boulder, CO$454k

Seattle-Tacoma-Bellevue, WA$454k

Boston-Cambridge-Newton, MA-NH$435k

Lexington Park, MD$424k

Trenton-Princeton, NJ$421k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $333k; 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 E2 (E2 — Senior Director (Executive)) from the levels around it — this level only. Every word is real canon for this profile.

Scope: Multiple functions or a major area
Autonomy: Owns area-level strategy
Complexity: Multi-function strategy and risk
Impact: Major-area outcomes
Decision rights: Owns strategy and resourcing across functions
Leadership: Leads function leaders

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

Promotion

The next rung from E2 is E3.

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 Supervisor, Machine Shop	jf_machine_shop::M2	$113,967	confident0.06
CNC Machinist	jf_machine_shop::P2	$74,658	confident0.06
CNC Machine Operator	jf_machine_shop::S2	$44,288	confident0.06
VP of Machine Shop Operations	jf_machine_shop::E1	$174,847	confident0.06

Capability cluster

O*NET 51-4041

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

E2

jf_machine_shop::E2

SVP of Machining Operations

Machine Shop

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: E
Superfunction: manufacturing
Function: manufacturing_expansion
Family: machine_shop
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").

Chemistry, Manufacturing & Controls (CMC) · E2review0.17

Lean Manufacturing · E2review0.17

Maintenance · E2review0.17

Manufacturing Engineering · E2review0.17

Pilot Plant Operations · E2review0.17

Production Test · E2review0.17

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 51-4041	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 of2026-07-30Editioncanon-v2@2.1.0-completeSourcecanon-v2 cell + salary-benchmark (model)