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Key statistics

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

6 of 8

Track

Management

Family rungs priced

—

49-0000

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Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

Senior executive leading maintenance and reliability strategy across multiple sites or a major business unit. At the Vice President (M6) level, the role owns a major function or division, enterprise priorities and external factors, and drives division-wide / organization-wide. Leads the leadership of a division.

What this level does

Owns the long-term equipment-maintenance and asset-reliability strategy across all functions/divisions, with effects on company-level operational cost and capacity
Defines abstract, cross-functional reliability direction — connecting maintenance strategy to capital planning, manufacturing footprint and technology roadmaps
Leads through senior maintenance managers/directors across divisions, setting policy on predictive maintenance, CMMS platforms and reliability standards
Negotiates with executives and strategic OEM/technology partners on critical equipment lifecycle, automation and total-cost-of-ownership commitments
Shapes enterprise maintenance policy and multi-year investment strategy for equipment renewal, digitization and reliability capability

Knowledge applied: Sets long-term enterprise maintenance and asset-reliability strategy across functions and divisions.
Complexity & problem solving: Tackles abstract, cross-functional issues connecting maintenance to capital, footprint and technology roadmaps.
Collaboration & interaction: Negotiates with executives and strategic partners on critical equipment lifecycle and TCO matters; influences policy.
Typical experience: 12–15+ years of deep leadership across maintenance functions or divisions.

Skills at this level

Preventive & Predictive Maintenance Strategy: — Designs PM schedules and predictive-maintenance programs from equipment-lifecycle data to prevent failures and shift teams from reactive break-fix to planned reliability work.
Root Cause Analysis: — Directs structured investigation of recurring equipment failures and drives corrective actions that eliminate the fault rather than repeat the repair.
CMMS Work Management: — Governs use of Computerized Maintenance Management Systems (IBM Maximo, SAP PM) to schedule, dispatch, document and audit maintenance work, backlog and parts usage.
Controls & Automation Oversight: — Directs support of factory control technologies — PLCs (e.g., Allen-Bradley ControlLogix) and communication interfaces such as Profinet and RS232 — for maintenance and upgrades of automated equipment.
Multi-Domain Equipment Diagnostics: — Guides diagnosis and repair across mechanical, electrical and hydraulic/fluid systems, ensuring technicians apply the right tools and methods to each equipment type.
Industrial Safety Compliance: — Enforces OSHA protocols, lockout/tagout and industrial hazard awareness across maintenance execution in the manufacturing environment.
Lean Maintenance: — Applies Lean principles to standardize and optimize maintenance processes, cutting waste from PM routines and work-order execution.
Maintenance Budget & Resource Management: — Owns maintenance operating and capital-spares budgets, headcount and contractor decisions for the scope managed.
Equipment Lifecycle & Capital Planning: — Analyzes asset condition and lifecycle data to justify equipment renewal, replacement and automation-upgrade investments.
Reliability Program Leadership: — Sets uptime, downtime and reliability targets and standardizes maintenance and reliability practices across teams, plants or divisions.
Team Development & Technical Coaching: — Trains and mentors maintenance technicians and engineers on repair technique, controls literacy and reliability practices.
Technical Documentation Interpretation: — Reads and directs use of engineering drawings, schematics and equipment manuals to ensure accurate repairs and standardized procedures.

Model-authored from 20 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.

Demand — is the field growing, or just turning over?

SOC 49-0000 · national

Employment growth 2019–2024, BLS OEWSobserved

+23.7%First-Line Supervisors of Mechanics, Installers, and Repairers · United States

485,700 → 600,680 jobs

52,400 openings / year, split into:

replacement / exits 50,486

Growth — new jobs (4%)Exits — backfill (96%)

4% of hiring here is genuine expansion; the rest backfills people who move on.

Projected growth 2024–34 expanding: +3.1%
Growth share of hiring: 4%
Exit / retention pressure high: 96%
Openings / year: 52,400

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 M6 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$403k

San Francisco-Oakland-Fremont, CA$361k

Washington-Arlington-Alexandria, DC-VA-MD-WV$334k

Boulder, CO$330k

Seattle-Tacoma-Bellevue, WA$330k

Boston-Cambridge-Newton, MA-NH$315k

Lexington Park, MD$307k

Trenton-Princeton, NJ$306k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $242k; 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 M6 (M6 — Vice President) from the levels around it — this level only. Every word is real canon for this profile.

Scope: A major function or division
Autonomy: Accountable for division strategy and outcomes
Complexity: Enterprise priorities and external factors
Impact: Division-wide / organization-wide
Decision rights: Owns strategy, budget, and org for a division
Leadership: Leads the leadership of a division

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

Promotion

M6is the top of this family's ladder — progression from here is a lattice move (see adjacent roles below), not a rung.

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 Director, Controllership / Accounting Management	jfo_jfm_accounting-controllership-accounting-management::M6	—	confident0.00
Senior Director of Cost Accounting	jfo_jfm_accounting-cost-accounting::M6	—	confident0.00
Senior Director, General Accounting Management	jfo_jfm_accounting-general-accounting-management::M6	—	confident0.00
Senior Director, General Accounting	jfo_jfm_accounting-general-accounting::M6	—	confident0.00

Capability cluster

O*NET 49-1011

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

M6

jfo_jfm_manufacturing-industrial-engineering-equipment-maintenance-r::M6

Senior Director, Equipment Maintenance & Reliability

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: 6 / 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::M6 · M6confident0.00

jfo_jfm_accounting-cost-accounting::M6 · M6confident0.00

jfo_jfm_accounting-general-accounting-management::M6 · M6confident0.00

jfo_jfm_accounting-general-accounting::M6 · M6confident0.00

jfo_jfm_administrative-corporate-services-administrative-services-ma::M6 · M6confident0.00

jfo_jfm_administrative-corporate-services-administrative-support::M6 · M6confident0.00

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 49-1011	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)