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Key statistics

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

5 of 8

Track

Management

Family rungs priced

—

Coordinates

2 / 4 spaces

pay@2 · 2026-07

What this role is

Directs the calibration function across multiple sites, setting strategy, standards, and resource allocation for measurement accuracy and compliance. At the Senior Director (M5) level, the role owns multiple functions or a large department, org-level trade-offs and investment, and drives multi-function results. Leads directors and managers.

What this level does

Directs the calibration and metrology function through subordinate managers, with decisions impacting quality assurance and production continuity across the division.
Defines the methods and standards governing measurement traceability, calibration intervals, and lab accreditation across the division.
Advises executives on metrology capability, regulatory posture, and investment in standards and calibration infrastructure as a key issue.
Resolves complex, division-wide metrology issues — new calibration technology adoption, uncertainty budgets, cross-site standardization — where no established practice exists.
Directs the strategic calibration budget, capital plan for reference standards, and the metrology talent and certification strategy across sites.

Knowledge applied: Directs strategic metrology areas through subordinate managers, defining methods governing measurement traceability and lab accreditation with division-wide implications.
Complexity & problem solving: Resolves complex organization-wide metrology issues and defines methods where no established practice exists.
Collaboration & interaction: Influences executives on key metrology capability, compliance, and investment issues.
Typical experience: 10–12+ years including second-level management and metrology strategy work.

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 M5 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$314k

San Francisco-Oakland-Fremont, CA$281k

Washington-Arlington-Alexandria, DC-VA-MD-WV$260k

Boulder, CO$257k

Seattle-Tacoma-Bellevue, WA$257k

Boston-Cambridge-Newton, MA-NH$246k

Lexington Park, MD$240k

Trenton-Princeton, NJ$238k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $188k; 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 M5 (M5 — Senior Director) from the levels around it — this level only. Every word is real canon for this profile.

Scope: Multiple functions or a large department
Autonomy: Owns multi-year strategy for the area
Complexity: Org-level trade-offs and investment
Impact: Multi-function results
Decision rights: Owns investment and org design across functions
Leadership: Leads directors and managers

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

Promotion

The next rung from M5 is M6.

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
Director of Cost Accounting	jfo_jfm_accounting-cost-accounting::M5	—	confident0.00
Director, General Accounting	jfo_jfm_accounting-general-accounting-management::M5	—	confident0.00
Director, General Accounting	jfo_jfm_accounting-general-accounting::M5	—	confident0.00
Director of Administrative Services	jfo_jfm_administrative-corporate-services-administrative-services-ma::M5	—	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

M5

jfo_jfm_manufacturing-industrial-engineering-calibration-technician::M5

Director of 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: 5 / 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::M5 · M5confident0.00

jfo_jfm_accounting-general-accounting-management::M5 · M5confident0.00

jfo_jfm_accounting-general-accounting::M5 · M5confident0.00

jfo_jfm_administrative-corporate-services-administrative-services-ma::M5 · M5confident0.00

jfo_jfm_administrative-corporate-services-administrative-support::M5 · M5confident0.00

jfo_jfm_administrative-corporate-services-service-delivery::M5 · M5confident0.00

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)