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Key statistics

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

3 of 8

Track

Support

Family rungs priced

—

51-0000

—

Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

Experienced individual contributor who applies continuous improvement and lean manufacturing methods to optimize plant floor processes. At the Senior Support Specialist (S3) level, the role owns escalated / complex cases, complex or non-standard cases, and drives resolution quality on the team's hardest cases. Guides junior support informally.

What this level does

Perform non-routine data pulls and cross-reference multiple KPI sources to isolate where an inefficiency or variation is arising, judging which data is relevant
Build value-stream-map data sets and takt/cycle-time observations independently, deciding sampling approach for a given line study
Draft new and revised SOPs from observed process changes and route them for the OpEx engineer's sign-off
Coordinate the logistics and follow-up of Kaizen events end to end — scheduling, action-item tracking, and verifying that closed actions actually held
Deliver hands-on training to operators on new standard work and 5S routines, and monitor early compliance

Knowledge applied: Detailed knowledge of CI procedures sufficient to run non-routine data studies (VSM data, cycle-time observations) and draft SOPs.
Complexity & problem solving: Makes judgments on moderately difficult tasks — chooses sampling and relevant data — with little instruction on daily work.
Collaboration & interaction: Coordinates Kaizen logistics and trains operators; some task coordination but no formal leadership.
Typical experience: 2–4 yrs; skilled in the OpEx support function.

Skills at this level

Production Data Collection & KPI Tracking: — Captures cycle counts, downtime, scrap and throughput data on the shop floor and maintains KPI trackers and boards used to monitor process performance against target.
SOP Documentation & Version Control: — Drafts, versions and maintains standard operating procedures, replacing superseded copies at the line and confirming operators work to the current revision.
5S & Standard-Work Auditing: — Runs scheduled 5S and standard-work audits, records findings against visual-management standards, and re-checks previously open items for closure.
Kaizen Event Support & Action-Item Tracking: — Stages Kaizen event logistics and materials, tracks the resulting action-item lists to closure, and verifies that implemented changes actually held.
Value Stream Mapping (VSM) Data Support: — Gathers takt, cycle-time and inventory data and assembles the data sets used to build value-stream maps for line studies.
Root Cause Problem Solving: — Assembles and reconciles process data to help locate where variation or inefficiency arises and to support root-cause analysis sessions.
Improvement-Project Tracking Administration: — Administers the system that logs improvement projects, resolving data-integrity issues and defining how projects are recorded and reported across process areas.
Operator Training on Standard Work: — Delivers hands-on instruction to line operators on new standard work and 5S routines and monitors early adoption and compliance.
Statistical / Quantitative Data Analysis: — Applies basic statistical tools to production data to describe process capability, identify variation, and quantify the effect of implemented improvements.

Model-authored from 22 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 S3 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$83k

San Francisco-Oakland-Fremont, CA$74k

Washington-Arlington-Alexandria, DC-VA-MD-WV$69k

Boulder, CO$68k

Seattle-Tacoma-Bellevue, WA$68k

Boston-Cambridge-Newton, MA-NH$65k

Lexington Park, MD$63k

Trenton-Princeton, NJ$63k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $50k; 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 S3 (S3 — Senior Support Specialist) from the levels around it — this level only. Every word is real canon for this profile.

Scope: Escalated / complex cases
Autonomy: Limited supervision
Complexity: Complex or non-standard cases
Impact: Resolution quality on the team's hardest cases
Decision rights: Owns escalation resolution within policy
Leadership: Guides junior support informally

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

Promotion

The next rung from S3 is S4.

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 Accountant	jfo_jfm_accounting-controllership-accounting-management::S3	—	confident0.00
Senior Cost Accountant	jfo_jfm_accounting-cost-accounting::S3	—	confident0.00
Senior General Accountant	jfo_jfm_accounting-general-accounting-management::S3	—	confident0.00
Senior General Accountant	jfo_jfm_accounting-general-accounting::S3	—	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

S3

jfo_jfm_manufacturing-operations-operational-excellence-in-manufactu::S3

Senior Operational Excellence Technician

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: S
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-controllership-accounting-management::S3 · S3confident0.00

jfo_jfm_accounting-cost-accounting::S3 · S3confident0.00

jfo_jfm_accounting-general-accounting-management::S3 · S3confident0.00

jfo_jfm_accounting-general-accounting::S3 · S3confident0.00

jfo_jfm_administrative-corporate-services-administrative-services-ma::S3 · S3confident0.00

jfo_jfm_administrative-corporate-services-service-delivery::S3 · S3confident0.00

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)