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Key statistics

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

3 of 8

Track

Executive

Family rungs priced

E1 · E2 · E3 · E4 · E5

29-0000

retail_hospitality

Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

Top executive accountable for an organization's entire pharmacy operations, strategy, and medication-use policy. At the Vice President (E3) level, the role owns a division, market and competitive strategy, and drives division-wide. Leads a division's leadership team.

What this level does

Lead the full store-pharmacy business area — a large division or the national retail-pharmacy operation — through senior executives, carrying enterprise risk from patient-safety and controlled-substance exposure at scale
Shape the corporate strategy for retail pharmacy: which health-care programs to promote, dispensing footprint, and the balance between clinical care at the bench and store commercial performance
Represent the pharmacy business externally with regulators, payer organizations and industry bodies on matters affecting dispensing practice and reimbursement
Decide the strategic trade-off between bench-pharmacist staffing and investment in pharmacy automation/systems across the network, weighing safety, service and margin
Govern the enterprise compliance framework for prescription legality, controlled substances and payer billing so risk is contained across all business regions

Knowledge applied: Shapes corporate strategy for the large store-pharmacy business area, applying enterprise understanding of clinical, commercial and regulatory dynamics.
Complexity & problem solving: Addresses enterprise-level risk — patient-safety and controlled-substance exposure at scale, dispensing-footprint and automation-investment strategy — with critical strategic impact.
Collaboration & interaction: Represents the pharmacy business externally with regulators, payers and industry bodies; participates in corporate strategy.
Typical experience: 15–20+ years, including enterprise-impact leadership of a large pharmacy division or national operation.

Skills at this level

Pharmacy software & data-entry accuracy: — Operating pharmacy software, entering and retrieving information accurately across multiple pharmacy system applications, and interpreting and following dispensing instructions while maintaining an organized workspace.
Regulatory compliance: — Operating within legal frameworks and ensuring compliance with local, state, federal and company regulations, maintaining prescription files and controlled-substance paperwork to auditable standards.
Controlled-substance & prescription legality verification: — Enforcing legality checks on prescriptions — physician name, business address, phone, patient details — and verifying dosage instructions before dispensing, and governing controlled-substance handling and record integrity across sites.
Insurance/third-party claims literacy: — Verifying patient eligibility with third-party payers, processing insurance claims and billing, and troubleshooting coverage issues so prescriptions are dispensed and reimbursed correctly.
Inventory & expense management: — Monitoring stock levels, placing supplier orders, tracking expiration dates, running cycle counts with discrepancy resolution, and controlling purchasing cost, gross margin and pharmacy expense across the site or network.
Pharmacy automation & bar-code systems: — Using bar-code scanning and pharmacy automation systems to speed and de-risk the dispensing and inventory workflow, and setting standards for their consistent use across stores.
Patient-facing customer service: — Providing the direct patient-facing service central to retail pharmacy — answering questions, resolving coverage and prescription issues at the counter, and promoting health-care programs to patients.
Retail pharmacy operations management: — Owning full-site pharmacy operations — customer service, sales, gross-margin improvement, inventory, expense control and staff development — while sustaining bench practice, since retail pharmacy management is additive to, not a replacement for, dispensing work.
Pharmacy staff development & succession: — Continually evaluating, training and developing retail pharmacy staff across floater/staff/manager positions and building the pipeline of future Pharmacy Manager candidates.
Payer & supplier negotiation: — Negotiating reimbursement terms with major third-party payers and purchasing terms with wholesale drug suppliers that set the cost and revenue basis for the store-pharmacy network.

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

Pharmacy — median with , by . Real canon data.

National-base pricing — this family's function differential is pending review, so dollar levels are not function-adjusted (level-over-level % is unaffected).

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 29-0000 · national

Employment growth 2019–2024, BLS OEWSobserved

+5.7%Pharmacists · United States

311,200 → 328,870 jobs

14,200 openings / year, split into:

replacement / exits 12,659

Growth — new jobs (11%)Exits — backfill (89%)

11% of hiring here is genuine expansion; the rest backfills people who move on.

Projected growth 2024–34 expanding: +4.6%
Growth share of hiring: 11%
Exit / retention pressure high: 89%
Openings / year: 14,200

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 E3 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$572k

San Francisco-Oakland-Fremont, CA$513k

Washington-Arlington-Alexandria, DC-VA-MD-WV$475k

Boulder, CO$468k

Seattle-Tacoma-Bellevue, WA$468k

Boston-Cambridge-Newton, MA-NH$448k

Lexington Park, MD$437k

Trenton-Princeton, NJ$434k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $343k; 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 E3 (E3 — Vice President) from the levels around it — this level only. Every word is real canon for this profile.

Scope: A division
Autonomy: Accountable for division strategy and P&L
Complexity: Market and competitive strategy
Impact: Division-wide
Decision rights: Owns division strategy, budget, and org
Leadership: Leads a division's leadership team

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

Promotion

The next rung from E3 is E4.

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
Pharmacy Manager	jf_pharmacy::M3	$120,351†	confident0.06
Pharmacist	jf_pharmacy::P3	$82,468†	confident0.06
Senior Pharmacy Technician	jf_pharmacy::S3	$49,566†	confident0.06
Senior Vice President of Pharmacy	jf_pharmacy::E2	$322,728†	confident0.06

†National-base pricing — this family's function differential is pending review, so the dollar level is not function-adjusted.

Capability cluster

O*NET 29-1051

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

E3

jf_pharmacy::E3

Chief Pharmacy Officer

Pharmacy

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: retail_hospitality
Function: store_operations
Family: pharmacy
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").

Cashier · E3review0.17

Loss Prevention · E3review0.17

Optical · E3review0.17

Product Specialty · E3review0.17

Store Management · E3review0.17

General · E3review0.17

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 29-1051	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)