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Key statistics

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

3 of 8

Track

Management

Family rungs priced

—

51-0000

—

Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

Manages a manufacturing operation or shift, leading supervisors and production teams to meet output, quality, and cost targets. At the Senior Manager (M3) level, the role owns multiple teams or a sub-function, multi-team execution and resourcing trade-offs, and drives sub-function outcomes. Manages managers and/or several teams.

What this level does

Oversee the production process for a department, manage inventory, and develop procedures to increase productivity and reduce cost
Own the department operating budget and are accountable for its day-to-day operations and performance metrics
Keep track of production trends, anticipate potential issues, and make decisions on equipment, technology, or layout changes
Provide regular updates to senior management on production status and performance metrics
Lead functional or cross-functional teams, evaluating diverse operational issues and coordinating process improvements

Knowledge applied: Applies broad manufacturing and operational knowledge to run a department, its budget, and its improvement agenda.
Complexity & problem solving: Evaluates diverse operational issues and production trends, deciding on equipment, technology, or layout changes.
Collaboration & interaction: Leads functional or cross-functional teams and reports production status to senior management.
Typical experience: 5–7+ years managing production professionals and departmental budgets.

Skills at this level

Manufacturing process knowledge: — Applies a strong understanding of manufacturing processes and operational procedures to keep day-to-day production running smoothly and to hit schedules and targets.
Production scheduling and inventory management: — Oversees the production process, manages inventory, and develops procedures to increase productivity and reduce cost across the operating unit.
Leadership and team development: — Hires, trains, mentors, and develops production teams, inspiring and adapting them to changing production demands and resolving performance and conflict issues.
Health, safety, and regulatory compliance: — Ensures production workers and operations comply with health and safety regulations and industry regulations across the shop floor.
Performance metrics and data analysis: — Tracks production performance metrics, identifies areas of underperformance, and uses data analysis to inform operational decisions and improvement plans.
Process improvement and lean manufacturing: — Identifies production trends and initiates process improvements — including new equipment, technology, or layout changes — to raise throughput and cut cost.
Strategic planning: — Engages in strategic planning and organizational leadership, setting and cascading plant strategy down through layers of management to the shop floor.
P&L management: — Owns profit and loss accountability across single or multi-site manufacturing operations, a key inflection point at senior levels.
Communication and problem-solving: — Communicates production status to staff and senior management and solves operational problems under pressure while prioritizing effectively.
ERP systems for operations: — Uses ERP systems (e.g., SAP, Oracle) to plan production, manage inventory and materials, and monitor manufacturing operational performance.

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 M3 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$201k

San Francisco-Oakland-Fremont, CA$180k

Washington-Arlington-Alexandria, DC-VA-MD-WV$166k

Boulder, CO$164k

Seattle-Tacoma-Bellevue, WA$164k

Boston-Cambridge-Newton, MA-NH$157k

Lexington Park, MD$153k

Trenton-Princeton, NJ$152k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $120k; 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 M3 (M3 — Senior Manager) from the levels around it — this level only. Every word is real canon for this profile.

Scope: Multiple teams or a sub-function
Autonomy: Sets goals within functional strategy
Complexity: Multi-team execution and resourcing trade-offs
Impact: Sub-function outcomes
Decision rights: Owns goals, budget input, and people decisions across teams
Leadership: Manages managers and/or several teams

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

Promotion

The next rung from M3 is M4.

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
Cost Accounting Manager	jfo_jfm_accounting-cost-accounting::M3	—	confident0.00
General Accounting Manager	jfo_jfm_accounting-general-accounting::M3	—	confident0.00
Administrative Support Manager	jfo_jfm_administrative-corporate-services-administrative-support::M3	—	confident0.00
Service Delivery Manager	jfo_jfm_administrative-corporate-services-service-delivery::M3	—	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

M3

jfo_jfm_manufacturing-operations-manufacturing-operations-general::M3

Manufacturing Operations Manager

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: 3 / 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-cost-accounting::M3 · M3confident0.00

jfo_jfm_accounting-general-accounting::M3 · M3confident0.00

jfo_jfm_administrative-corporate-services-administrative-support::M3 · M3confident0.00

jfo_jfm_administrative-corporate-services-service-delivery::M3 · M3confident0.00

jfo_jfm_aerospace-propulsion-engineering-aerospace-engineering::M3 · M3confident0.00

jfo_jfm_aerospace-propulsion-engineering-propulsion-engineering::M3 · M3confident0.00

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)