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Key statistics

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

4 of 8

Track

Management

Family rungs priced

—

Coordinates

2 / 4 spaces

pay@2 · 2026-07

What this role is

Senior manager overseeing the calibration function across multiple teams, sites, or product lines to ensure measurement accuracy and compliance. At the Director (M4) level, the role owns a function or department, strategic priorities and cross-functional alignment, and drives function-level results. Leads managers; sets direction for the function.

What this level does

Manages calibration and metrology across multiple departments or sections, aligning program policy with plant quality and compliance objectives where lapses could jeopardize production release.
Sets strategic calibration policy and standards-traceability methods that govern how all technicians and labs execute and document work.
Engages senior quality, engineering, and regulatory leaders on metrology strategy, audit readiness, and capital investment in standards and calibration systems.
Oversees resolution of complex, systemic measurement-uncertainty and traceability issues that span multiple product lines or instrument classes.
Owns the multi-department calibration budget and workforce plan, including certification pathways such as ISA Certified Calibration Technician and field service engineering routes for the team.

Knowledge applied: Sets calibration and traceability policy across multiple departments, aligning metrology strategy with plant quality and regulatory objectives.
Complexity & problem solving: Solves strategic, systemic measurement-assurance problems where failure could jeopardize production release.
Collaboration & interaction: Engages senior quality, engineering, and regulatory leaders on functional metrology strategy and audit readiness.
Typical experience: 8–10+ years leading complex calibration teams and multi-department operations.

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 M4 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$279k

San Francisco-Oakland-Fremont, CA$251k

Washington-Arlington-Alexandria, DC-VA-MD-WV$232k

Boulder, CO$229k

Seattle-Tacoma-Bellevue, WA$229k

Boston-Cambridge-Newton, MA-NH$219k

Lexington Park, MD$213k

Trenton-Princeton, NJ$212k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $168k; 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 M4 (M4 — Director) from the levels around it — this level only. Every word is real canon for this profile.

Scope: A function or department
Autonomy: Owns area strategy and budget
Complexity: Strategic priorities and cross-functional alignment
Impact: Function-level results
Decision rights: Owns strategy, budget, and org design for the area
Leadership: Leads managers; sets direction for the function

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

Promotion

The next rung from M4 is M5.

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 Manager, Cost Accounting	jfo_jfm_accounting-cost-accounting::M4	—	confident0.00
Senior Manager, General Accounting	jfo_jfm_accounting-general-accounting::M4	—	confident0.00
Senior Manager, Administrative Support	jfo_jfm_administrative-corporate-services-administrative-support::M4	—	confident0.00
Senior Manager, Service Delivery	jfo_jfm_administrative-corporate-services-service-delivery::M4	—	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

M4

jfo_jfm_manufacturing-industrial-engineering-calibration-technician::M4

Senior Manager, Calibration

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: 4 / 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::M4 · M4confident0.00

jfo_jfm_accounting-general-accounting::M4 · M4confident0.00

jfo_jfm_administrative-corporate-services-administrative-support::M4 · M4confident0.00

jfo_jfm_administrative-corporate-services-service-delivery::M4 · M4confident0.00

jfo_jfm_aerospace-propulsion-engineering-aerospace-engineering::M4 · M4confident0.00

jfo_jfm_aerospace-propulsion-engineering-propulsion-engineering::M4 · M4confident0.00

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)