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Key statistics

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

2 of 8

Track

Management

Family rungs priced

—

Coordinates

2 / 4 spaces

pay@2 · 2026-07

What this role is

Senior supervisor overseeing a team of calibration technicians and daily calibration operations. At the Manager II (M2) level, the role owns an established team or sub-function, cross-project coordination and priorities, and drives group delivery and development. Manages a team; sometimes manages leads.

What this level does

Leads a skilled team of calibration technicians across multiple instrument types (O.D. micrometers, gauges, electronic units), owning tactical outcomes for calibration turnaround, backlog, and traceability integrity.
Applies judgment within known factors to resolve recurring out-of-tolerance and repair issues, deciding when to substitute standards, adjust units, or route to vendor calibration.
Coordinates with maintenance, production, and outside calibration vendors to schedule instrument down-time and keep tooling within the calibration cycle.
Reviews and enforces SOP adherence and OSHA/ISPE/FDA-relevant safety and documentation practices during team calibration work.
Identifies faulty equipment and recommends upgrades or facility improvements, building the case for capital or tooling requests to the manager.

Knowledge applied: Applies deeper calibration and troubleshooting knowledge to lead a skilled team across several instrument types, owning tactical calibration outcomes.
Complexity & problem solving: Makes judgments within known factors — standards substitution, repair-vs-vendor decisions, recurring out-of-tolerance resolution.
Collaboration & interaction: Cross-functional cooperation with maintenance, production, and outside calibration vendors.
Typical experience: 2–5 years in team leadership or specialist calibration/metrology roles.

Skills at this level

Metrology: — Knowledge of measurement principles, measurement science, and familiarity with metrology and calibration equipment used to run and govern a calibration program.
Calibration techniques and methodologies: — Proficiency in calibration procedures and methodologies, including manual and automated calibration, standards substitution, and unit troubleshooting/repair.
Standards traceability and records management: — Establishes and audits calibration records and traceability to reference standards for tooling calibrated in-shop and by outside vendors.
Reading technical drawings and specifications: — Reads and interprets technical drawings, schematics, GD&T, and specifications to direct and verify calibration work.
Regulatory and quality compliance: — Applies OSHA, ISPE, FDA, and ISO metrology requirements to calibration SOPs, documentation, and audit readiness across the facility.
Statistical analysis of calibration data: — Uses statistical tools such as Minitab to evaluate out-of-tolerance trends, instrument drift, and vendor turnaround, and drives corrective action.
Corrective Action Preventive Action (CAPA): — Finds the root cause of recurring measurement and calibration problems and develops preventive solutions to stop recurrence.
Calibration program management: — Manages the facility calibration program including recall scheduling, budgets, staffing, and technical ownership as the facility's metrology expert.
Team leadership and technician development: — Supervises calibration technicians and maintenance personnel, providing coaching, training, and certification pathways such as ISA Certified Calibration Technician.
Performance metrics reporting: — Presents calibration performance metrics and improvement initiatives to senior management and cross-functional teams.

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?

Employment growth 2014–2024, BLS OEWSobserved

-4.8%Engineering Technologists and Technicians, Except Drafters, All Other · United States

67,640 → 64,410 jobs

BLS published no Engineering Technologists and Technicians, Except Drafters, All Other employment before 2014 (this occupation code enters the OEWS series then), so the window shown is the widest one actually observed.

5,700 openings / year, split into:

replacement / exits 5,599

Growth — new jobs (2%)Exits — backfill (98%)

2% of hiring here is genuine expansion; the rest backfills people who move on.

Projected growth 2024–34 expanding: +1.5%
Growth share of hiring: 2%
Exit / retention pressure high: 98%
Openings / year: 5,700

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 M2 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$184k

San Francisco-Oakland-Fremont, CA$165k

Washington-Arlington-Alexandria, DC-VA-MD-WV$153k

Boulder, CO$151k

Seattle-Tacoma-Bellevue, WA$151k

Boston-Cambridge-Newton, MA-NH$144k

Lexington Park, MD$141k

Trenton-Princeton, NJ$140k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $110k; 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 M2 (M2 — Manager II) from the levels around it — this level only. Every word is real canon for this profile.

Scope: An established team or sub-function
Autonomy: Owns planning for the group
Complexity: Cross-project coordination and priorities
Impact: Group delivery and development
Decision rights: Owns staffing, priorities, performance for the group
Leadership: Manages a team; sometimes manages leads

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

Promotion

The next rung from M2 is M3.

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 Cost Accounting Supervisor	jfo_jfm_accounting-cost-accounting::M2	—	confident0.00
Senior Supervisor, General Accounting	jfo_jfm_accounting-general-accounting::M2	—	confident0.00
Senior Supervisor, Administrative Support	jfo_jfm_administrative-corporate-services-administrative-support::M2	—	confident0.00
Senior Supervisor, Service Delivery	jfo_jfm_administrative-corporate-services-service-delivery::M2	—	confident0.00

Capability cluster

O*NET 17-3029

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

M2

jfo_jfm_manufacturing-industrial-engineering-calibration-technician::M2

Calibration Senior Supervisor

no content fingerprint

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: M
Universal level: 2 / 8

Content

content@2

What it's about— a fingerprint over the role's tasks & capabilities.

No content fingerprint for this profile.

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-cost-accounting::M2 · M2confident0.00

jfo_jfm_accounting-general-accounting::M2 · M2confident0.00

jfo_jfm_administrative-corporate-services-administrative-support::M2 · M2confident0.00

jfo_jfm_administrative-corporate-services-service-delivery::M2 · M2confident0.00

jfo_jfm_aerospace-propulsion-engineering-aerospace-engineering::M2 · M2confident0.00

jfo_jfm_aerospace-propulsion-engineering-propulsion-engineering::M2 · M2confident0.00

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 17-3029	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)