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Key statistics

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

3 of 8

Track

Support

Family rungs priced

—

13-0000

—

Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

Delivers and coordinates technical training programs with a high degree of independence and skill. 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

Independently run the course-build pipeline for non-routine requests, judging which authoring tool and packaging standard (SCORM vs xAPI vs cmi5) fits the delivery need
Troubleshoot LMS tracking and content-import failures — bad manifests, broken completion triggers, cross-tool interoperability — and resolve them without step-by-step direction
Administer the LMS day-to-day: manage enrollments, course catalog structure, user groups and completion reporting for training coordinators and managers
Coordinate build tasks across multiple concurrent projects, sequencing SME reviews, revisions and publish dates against competing deadlines
Support course reviews by assembling review builds, tracking feedback and applying corrections consistently across modules

Knowledge applied: Detailed knowledge of the build pipeline and LMS internals sufficient to handle non-routine requests — choosing tools, packaging standards and fixing tracking failures.
Complexity & problem solving: Makes judgments on moderately difficult problems (import failures, broken completion tracking) and works independently with little instruction on daily tasks.
Collaboration & interaction: Substantial procedural understanding; coordinates SME reviews and revision cycles across projects and advises coordinators on reporting.
Typical experience: 2–4 years; skilled in the course-production and LMS-administration function.

Skills at this level

eLearning Development: — Creating interactive online courses packaged in standards-compliant formats using authoring tools such as Storyline 360, Rise 360, Captivate and iSpring.
E-learning Standards Knowledge: — Applying packaging and tracking standards — SCORM, xAPI (Tin Can), cmi5 and AICC — so courses import, launch and report completion correctly across LMS platforms.
LMS Administration: — Loading courses, managing enrollments, catalog structure and user groups, and running completion reporting in learning platforms such as Moodle, Absorb LMS, Intellum and Halogen eLMS.
Learning Content Coordination: — Gathering source content from subject-matter experts and organizing it, and sequencing SME reviews and revision cycles to keep course builds moving to deadline.
Multimedia Integration: — Recording, editing and embedding video and animation from tools such as Camtasia and Vyond into eLearning modules while meeting formatting standards.
Training Logistics Coordination: — Scheduling classes and webinars, setting up delivery equipment, and handling registrations, waitlists and resource booking across the training calendar.
Course Accessibility Standards: — Applying accessibility and quality conventions to module builds — navigation, captions and structure — so courses meet the studio's learner-engagement bar.
LMS Troubleshooting: — Diagnosing and resolving content-import and tracking failures such as broken SCORM manifests, faulty completion triggers and cross-standard interoperability conflicts.
Authoring Tool Evaluation: — Assessing eLearning authoring tools and platforms for capability and fit, and recommending which tool and packaging standard to use for a given delivery need.
Production Procedure Development: — Creating and documenting build, packaging and LMS-administration procedures, template libraries and reusable interaction components for the production team to follow.
Learning Content Formatting: — Formatting supplied slides, documents and media into standardized eLearning templates with consistent layout, quizzes and navigation.

Model-authored from 10 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 13-0000 · national

Employment growth 2019–2024, BLS OEWSobserved

+39.7%Training and Development Specialists · United States

312,450 → 436,610 jobs

43,900 openings / year, split into:

replacement / exits 39,015

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: +10.8%
Growth share of hiring: 11%
Exit / retention pressure high: 89%
Openings / year: 43,900

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 13-1151

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_learning-organizational-development-technical-training::S3

Senior Technical Training 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: 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 13-1151	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)