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Key statistics

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

3 of 8

Track

Individual contributor

Family rungs priced

—

51-0000

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Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

Experienced individual contributor who independently operates and troubleshoots upstream bioprocessing equipment to produce in-process material meeting quality and yield targets. At the Mid-Level Professional (P3) level, the role owns features or a sub-system end-to-end, adapts existing approaches, and drives project / team outcomes. Mentors juniors informally.

What this level does

Independently plan day-to-day work across diverse upstream processing situations, adjusting crew assignments and run sequencing to hold schedule with milestone-level review.
Read and analyze production schedules, work orders, and reports to determine production requirements and evaluate current production estimates and outputs for the processing area.
Conduct employee training and communicate with management to resolve problems with workers or production processes.
Make recommendations on hiring and promotions and monitor employee effectiveness across the crew.
Diagnose recurring defects or throughput losses on the raw-material conversion steps and put in place corrective methods.

Knowledge applied: Applies broad knowledge of processing methods, raw-material behavior, quality control, and cost to plan work independently across varied situations.
Complexity & problem solving: Evaluates identifiable factors to solve diverse problems; diagnoses root causes of recurring processing losses.
Collaboration & interaction: Networks with senior professionals and management; coordinates crew activities and recommends personnel actions.
Typical experience: 5+ yrs in production supervision with day-to-day independence.

Skills at this level

Production and Processing: — Applies knowledge of raw materials, conversion processes, quality control, and costs to run and improve the early-stage manufacture of goods; the raw-materials behavior component is load-bearing for upstream processing supervision.
Administration and Management: — Uses business and management principles — resource allocation, staffing models, production methods, and coordination of people and equipment — to set standards, budgets, and goals for the processing area.
Communication and Directing People: — Guides, directs, and motivates operators by setting performance standards and monitoring performance, and coaches and develops crew members by identifying developmental needs on the line.
Making Decisions and Solving Problems: — Analyzes information from gauges, records, and observations to choose the best course when defects or throughput losses arise; judgment under ambiguity grows with the consequence of the decision.
Mechanical Knowledge: — Applies knowledge of the machines and tools used in the conversion process — their designs, uses, repair, and maintenance — to inspect equipment and identify causes of errors or defects.
Manufacturing ERP Recordkeeping (SAP / Oracle JD Edwards EnterpriseOne / Epicor Vantage / Enterprise 21): — Uses manufacturing ERP systems to enter and retrieve work orders, production schedules, and efficiency/accuracy records, and to evaluate current output against production estimates for the processing area.
Quality Data Tracking (Microsoft Access / Total Quality Control Management): — Maintains and queries defect, efficiency, and quality-control records in database and TQM tools to keep records on accuracy and surface recurring defects on the raw-material conversion steps.

Model-authored from 11 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 P3 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$137k

San Francisco-Oakland-Fremont, CA$123k

Washington-Arlington-Alexandria, DC-VA-MD-WV$114k

Boulder, CO$112k

Seattle-Tacoma-Bellevue, WA$112k

Boston-Cambridge-Newton, MA-NH$108k

Lexington Park, MD$105k

Trenton-Princeton, NJ$104k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $82k; 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 P3 (P3 — Mid-Level Professional) from the levels around it — this level only. Every word is real canon for this profile.

Scope: Features or a sub-system end-to-end
Autonomy: Works independently on standard work; reviewed on the non-standard
Complexity: Diverse problems; adapts existing approaches
Impact: Project / team outcomes
Decision rights: Owns implementation decisions for own scope
Leadership: Mentors juniors 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 P3 is P4.

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::P3	—	confident0.00
General Accountant	jfo_jfm_accounting-general-accounting-management::P3	—	confident0.00
Administrative Services Coordinator	jfo_jfm_administrative-corporate-services-administrative-services-ma::P3	—	confident0.00
Administrative Coordinator	jfo_jfm_administrative-corporate-services-administrative-support::P3	—	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

P3

jfo_jfm_manufacturing-operations-production-supervision-upstream-processing::P3

Upstream Processing 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: P
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::P3 · P3confident0.00

jfo_jfm_accounting-general-accounting-management::P3 · P3confident0.00

jfo_jfm_administrative-corporate-services-administrative-services-ma::P3 · P3confident0.00

jfo_jfm_administrative-corporate-services-administrative-support::P3 · P3confident0.00

jfo_jfm_business-development-corporate-strategy::P3 · P3confident0.00

jfo_jfm_business-process-operations-management-general-operations::P3 · P3confident0.00

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 of2026-07-30Editioncanon-v2@2.1.0-completeSourcecanon-v2 cell + salary-benchmark (model)