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Key statistics

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

6 of 8

Track

Management

Family rungs priced

—

49-0000

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Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

Senior leader overseeing multi-site facilities, maintenance, and metrology engineering functions to ensure reliable, compliant, and efficient manufacturing operations. At the Vice President (M6) level, the role owns a major function or division, enterprise priorities and external factors, and drives division-wide / organization-wide. Leads the leadership of a division.

What this level does

Sets multi-year facilities and maintenance engineering strategy through senior managers across divisions, determining the plant reliability and asset-availability capabilities that constrain company production capacity for years
Defines the asset-management and capital-renewal philosophy for abstract, cross-functional problems where equipment life-cycle, plant expansion, and technology bets interact across business units
Negotiates directly with executives and major external OEM/service partners on enterprise-scale capital, safety, and infrastructure commitments, and authors policy that binds all sites
Governs the organization-wide engineering standards, compliance frameworks, and maintenance-system architecture, deciding which platforms and reliability methodologies the enterprise adopts
Owns the workforce and technology-adoption strategy for the reliability engineering discipline, building the management bench that runs the function beneath the executive tier

Knowledge applied: Applies enterprise-level judgment to set the long-term asset-management philosophy and decide which platforms and reliability methodologies the organization standardizes on.
Complexity & problem solving: Frames abstract, cross-functional problems where equipment life-cycle, plant expansion, and technology adoption interact, defining strategy years ahead.
Collaboration & interaction: Negotiates with executives and major OEM/service partners on enterprise capital and safety commitments; sets binding cross-site policy.
Typical experience: 12–15+ years with deep leadership across departments or divisions.

Skills at this level

Engineering and Technology knowledge: — Knowledge of the practical application of engineering science and technology, applying principles, techniques, procedures, and equipment to the design and production of goods and services.
Production and Processing knowledge: — Knowledge of raw materials, production processes, quality control, costs, and other techniques for maximizing the effective manufacture and distribution of goods.
Mechanical knowledge: — Knowledge of machines and tools, including their designs, uses, repair, and maintenance.
Design knowledge: — Knowledge of design techniques, tools, and principles involved in production of precision technical plans, blueprints, drawings, and models.
Computers and Electronics knowledge: — Knowledge of circuit boards, processors, chips, electronic equipment, and computer hardware and software, including applications and programming.
Corrective Action Preventive Action (CAPA): — Finds the root cause of recurring equipment failures and reliability problems, develops corrective solutions, and informs the organization to prevent the problem from reoccurring across production lines.
Computerized Maintenance Management System (CMMS): — Uses a CMMS to schedule preventive maintenance, log equipment condition and downtime data, and track work orders across plant assets to keep reliability targets on track.
Enterprise Resource Planning (SAP / Oracle) for maintenance: — Uses SAP and Oracle ERP platforms (JD Edwards EnterpriseOne, PeopleSoft) to link maintenance activity, spare-parts procurement, and asset data to production and cost objectives.
ISO 9000 Quality Compliance: — Applies ISO 9000 quality-management standards to maintenance and facilities processes, ensuring inspections, documentation, and corrective actions meet audit and regulatory requirements.
Six Sigma reliability improvement: — Applies Six Sigma methods to reduce variation and defects in equipment reliability and maintenance processes, driving measurable uptime and efficiency gains.

Model-authored from 24 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 49-0000 · national

Employment growth 2019–2024, BLS OEWSobserved

+23.7%First-Line Supervisors of Mechanics, Installers, and Repairers · United States

485,700 → 600,680 jobs

52,400 openings / year, split into:

replacement / exits 50,486

Growth — new jobs (4%)Exits — backfill (96%)

4% of hiring here is genuine expansion; the rest backfills people who move on.

Projected growth 2024–34 expanding: +3.1%
Growth share of hiring: 4%
Exit / retention pressure high: 96%
Openings / year: 52,400

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 M6 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$403k

San Francisco-Oakland-Fremont, CA$361k

Washington-Arlington-Alexandria, DC-VA-MD-WV$334k

Boulder, CO$330k

Seattle-Tacoma-Bellevue, WA$330k

Boston-Cambridge-Newton, MA-NH$315k

Lexington Park, MD$307k

Trenton-Princeton, NJ$306k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $242k; 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 M6 (M6 — Vice President) from the levels around it — this level only. Every word is real canon for this profile.

Scope: A major function or division
Autonomy: Accountable for division strategy and outcomes
Complexity: Enterprise priorities and external factors
Impact: Division-wide / organization-wide
Decision rights: Owns strategy, budget, and org for a division
Leadership: Leads the leadership of a division

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

Promotion

M6is the top of this family's ladder — progression from here is a lattice move (see adjacent roles below), not a rung.

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 Director, Controllership / Accounting Management	jfo_jfm_accounting-controllership-accounting-management::M6	—	confident0.00
Senior Director of Cost Accounting	jfo_jfm_accounting-cost-accounting::M6	—	confident0.00
Senior Director, General Accounting Management	jfo_jfm_accounting-general-accounting-management::M6	—	confident0.00
Senior Director, General Accounting	jfo_jfm_accounting-general-accounting::M6	—	confident0.00

Capability cluster

O*NET 49-1011

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

M6

jfo_jfm_manufacturing-production-engineering-facilities-maintenance-::M6

Senior Director, Facilities, Maintenance & Metrology Engineering

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: 6 / 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::M6 · M6confident0.00

jfo_jfm_accounting-cost-accounting::M6 · M6confident0.00

jfo_jfm_accounting-general-accounting-management::M6 · M6confident0.00

jfo_jfm_accounting-general-accounting::M6 · M6confident0.00

jfo_jfm_administrative-corporate-services-administrative-services-ma::M6 · M6confident0.00

jfo_jfm_administrative-corporate-services-administrative-support::M6 · M6confident0.00

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 49-1011	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)