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Key statistics

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

1 of 8

Track

Executive

Family rungs priced

—

11-0000

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Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

Executive leader accountable for manufacturing performance, capacity, and operational strategy across multiple sites or a major production division. At the Director (Executive) (E1) level, the role owns a significant function with strategic authority, strategic and cross-functional, and drives function-wide enterprise impact. Executive leadership of a function.

What this level does

Lead a complete manufacturing operations sub-function or single plant through Operations Directors/plant managers (M5s), holding full accountability for that facility's production, quality, safety, maintenance and logistics against QCDS benchmarks
Own and manage the plant's P&L, translating functional operations strategy into annual cost, delivery and safety targets and driving continuous business improvement against standards
Set the operational strategy for the sub-function and ensure it is cascaded through management layers to the shop floor
Apply detailed company and manufacturing-process knowledge to resolve serious operational issues where failures carry direct functional and business consequences (line stoppages, delivery misses, safety events)
Interface with peer executives and major customers on operational commitments, capacity and delivery performance

Knowledge applied: Detailed company and manufacturing-process knowledge (including lean principles) applied to run one plant or operations sub-function; contributes to and executes functional operations strategy and policy.
Complexity & problem solving: Functional operations strategy; resolves serious problems within the plant/sub-function where own area's integration with quality, maintenance and logistics must be understood.
Collaboration & interaction: Interfaces with other executives and major customers on delivery, capacity and operational commitments; leads through Operations Directors/plant managers.
Typical experience: 12–15+ years of operations and management experience, including running a plant or major operations department.

Skills at this level

Manufacturing process & Lean knowledge: — Applies a strong understanding of manufacturing processes, lean manufacturing principles and operational procedures to keep plant day-to-day operations running smoothly and improving against QCDS benchmarks.
Plant P&L and operational strategy: — Develops and executes operational strategy while managing the plant or multi-site P&L — owning production, quality, safety, maintenance and logistics performance as an integrated business.
Strategy cascade through management layers: — Sets the overall manufacturing plant/division strategy and ensures it is translated and cascaded through management layers down to the shop floor so targets are executed consistently.
Manufacturing software proficiency: — Uses manufacturing and industry-specific systems (ERP/production-scheduling, MES, MOM) to plan, schedule and control production and monitor plant performance against targets.
Operational data & predictive-maintenance analytics: — Interprets data from smart factories and oversees AI-powered predictive maintenance and robotic process automation to drive operational decisions and continuous improvement.
Health & safety regulation and compliance: — Applies health and safety regulations and industry compliance standards across manufacturing operations, safeguarding the plant's safety performance and regulatory standing.
Executive stakeholder communication: — Articulates complex operational concepts to stakeholders at every level, from front-line employees and Directors to the CEO and board members.
Continuous business improvement: — Drives operations toward defined quality, cost, delivery and safety targets by improving against benchmarks and standards across the plant or portfolio of plants.

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 11-0000 · national

Employment growth 2019–2024, BLS OEWSobserved

+26.2%Industrial Production Managers · United States

185,790 → 234,380 jobs

17,100 openings / year, split into:

replacement / exits 16,640

Growth — new jobs (3%)Exits — backfill (97%)

3% of hiring here is genuine expansion; the rest backfills people who move on.

Projected growth 2024–34 expanding: +1.9%
Growth share of hiring: 3%
Exit / retention pressure high: 97%
Openings / year: 17,100

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 E1 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$282k

San Francisco-Oakland-Fremont, CA$253k

Washington-Arlington-Alexandria, DC-VA-MD-WV$234k

Boulder, CO$231k

Seattle-Tacoma-Bellevue, WA$231k

Boston-Cambridge-Newton, MA-NH$221k

Lexington Park, MD$216k

Trenton-Princeton, NJ$214k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $169k; 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 E1 (E1 — Director (Executive)) from the levels around it — this level only. Every word is real canon for this profile.

Scope: A significant function with strategic authority
Autonomy: Sets functional strategy
Complexity: Strategic and cross-functional
Impact: Function-wide enterprise impact
Decision rights: Owns strategy and investment for the function
Leadership: Executive leadership of a 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 E1 is E2.

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
VP, Controllership / Accounting Management	jfo_jfm_accounting-controllership-accounting-management::E1	—	confident0.00
Vice President, Cost Accounting	jfo_jfm_accounting-cost-accounting::E1	—	confident0.00
VP, General Accounting	jfo_jfm_accounting-general-accounting-management::E1	—	confident0.00
VP, General Accounting	jfo_jfm_accounting-general-accounting::E1	—	confident0.00

Capability cluster

O*NET 11-3051

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

E1

jfo_jfm_manufacturing-operations-manufacturing-operations-general::E1

VP, Manufacturing Operations

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: E
Universal level: 1 / 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::E1 · E1confident0.00

jfo_jfm_accounting-cost-accounting::E1 · E1confident0.00

jfo_jfm_accounting-general-accounting-management::E1 · E1confident0.00

jfo_jfm_accounting-general-accounting::E1 · E1confident0.00

jfo_jfm_administrative-corporate-services-administrative-services-ma::E1 · E1confident0.00

jfo_jfm_administrative-corporate-services-administrative-support::E1 · E1confident0.00

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 11-3051	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)