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Key statistics

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

2 of 8

Track

Individual contributor

Family rungs priced

—

51-0000

—

Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

An individual contributor who supports daily manufacturing operations by monitoring performance data, coordinating schedules, and helping resolve routine production issues. At the Developing Professional (P2) level, the role owns defined deliverables / small features, applies established patterns, and drives own and immediate-team deliverables. May guide interns.

What this level does

Runs day-to-day operations of a defined production area, coordinating shift staffing and resolving familiar production issues using established procedures.
Applies lean manufacturing tools — 5S, work cells, inventory accuracy — within the assigned area and helps train frontline staff on their use.
Tracks yield, downtime, and inventory-accuracy metrics against targets and flags deviations for corrective action.
Contributes production-line inputs to budgeting and forecasting exercises, gathering labor-hour and throughput data for planners.
May mentor entry-level coordinators on operational systems and safety practices while working under general instruction.

Knowledge applied: Applies working knowledge of lean tools (5S, work cells, inventory accuracy) and production procedures to a defined area, using established methods.
Complexity & problem solving: Exercises judgment on moderately complex, familiar production issues; resolves recurring deviations within defined procedures.
Collaboration & interaction: Builds productive relationships across shifts and support functions; may mentor entry-level coordinators.
Typical experience: 2+ years with a BA/BS, or advanced degree with limited experience.

Skills at this level

Manufacturing Process & Lean Expertise: — Applies understanding of production processes and lean manufacturing principles — 5S, work cells, inventory accuracy — to drive product quality and process-efficiency improvements on the plant floor.
Production Capacity & Labor Planning: — Analyzes production labor requirements and implements capacity decisions within budget, feeding throughput and staffing assumptions into production planning.
Continuous Yield Improvement: — Leads Lean Culture initiatives within the plant to deliver continuous yield improvements, training staff on improvement tools and measuring gains in quality and efficiency.
Operational Budgeting & Forecasting: — Participates in and owns budgeting and forecasting for production planning, translating capacity and demand assumptions into department- and plant-level operating budgets.
Process Improvement & Problem-Solving: — Diagnoses root causes of operational and production performance gaps and creates actionable plans to resolve them, combining process-improvement proficiency with practical judgment.
Health & Safety Regulatory Knowledge: — Applies understanding of health and safety regulations to plant operations, ensuring production practices remain compliant.
Project Management & Prioritization: — Manages time and priorities across concurrent production and improvement initiatives, making delegation and scheduling decisions to keep operational commitments on track.
Cross-Level Operational Communication: — Articulates complex operational concepts to stakeholders at all levels, from frontline production employees to board members.
Manufacturing Compliance Frameworks: — Applies compliance and audit frameworks relevant to manufacturing operations — such as HACCP for food-safety-critical control points and SOX/SOC 2 controls — to production processes and records.
Operations Strategy & Organizational Design: — Shapes enterprise manufacturing strategy by integrating competitive analysis, market trends, global supply-chain strategy, technology adoption, and organizational design.
Executive Leadership & Change Management: — Leads organizational change across the manufacturing function, aligning teams and resources to deliver operational transformation at the site- and enterprise level.

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?

SOC 51-0000 · national

Employment growth 2019–2024, BLS OEWSobserved

+8.6%First-Line Supervisors of Production and Operating Workers · United States

631,100 → 685,140 jobs

67,700 openings / year, split into:

replacement / exits 66,862

Growth — new jobs (1%)Exits — backfill (99%)

1% of hiring here is genuine expansion; the rest backfills people who move on.

Projected growth 2024–34 expanding: +1.2%
Growth share of hiring: 1%
Exit / retention pressure high: 99%
Openings / year: 67,700

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 P2 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$121k

San Francisco-Oakland-Fremont, CA$108k

Washington-Arlington-Alexandria, DC-VA-MD-WV$100k

Boulder, CO$99k

Seattle-Tacoma-Bellevue, WA$99k

Boston-Cambridge-Newton, MA-NH$94k

Lexington Park, MD$92k

Trenton-Princeton, NJ$92k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $72k; 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 P2 (P2 — Developing Professional) from the levels around it — this level only. Every word is real canon for this profile.

Scope: Defined deliverables / small features
Autonomy: General supervision; reviewed at milestones
Complexity: Some non-routine problems; applies established patterns
Impact: Own and immediate-team deliverables
Decision rights: Routine technical choices within guidance
Leadership: May guide interns

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

Promotion

The next rung from P2 is P3.

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
Accountant	jfo_jfm_accounting-controllership-accounting-management::P2	—	confident0.00
General Accountant	jfo_jfm_accounting-general-accounting-management::P2	—	confident0.00
Administrative Services Coordinator	jfo_jfm_administrative-corporate-services-administrative-services-ma::P2	—	confident0.00
Administrative Coordinator	jfo_jfm_administrative-corporate-services-administrative-support::P2	—	confident0.00

Capability cluster

O*NET 51-1011

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

P2

jfo_jfm_manufacturing-operations-manufacturing-management-operations::P2

Manufacturing Operations Analyst

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: P
Universal level: 2 / 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::P2 · P2confident0.00

jfo_jfm_accounting-general-accounting-management::P2 · P2confident0.00

jfo_jfm_administrative-corporate-services-administrative-services-ma::P2 · P2confident0.00

jfo_jfm_administrative-corporate-services-administrative-support::P2 · P2confident0.00

jfo_jfm_business-development-corporate-strategy::P2 · P2confident0.00

jfo_jfm_business-process-operations-management-general-operations::P2 · P2confident0.00

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 51-1011	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)