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Key statistics

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

5 of 8

Track

Support

Family rungs priced

—

49-0000

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Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

Senior individual contributor who drives facility upkeep, equipment maintenance, and calibration/metrology programs across a plant or site. At the Principal Support Specialist (S5) level, the role owns function-wide support practice, program-level and systemic support problems, and drives support strategy across the function. Subject-matter authority; shapes the practice.

What this level does

Develop new preventive-maintenance procedures, inspection methods and reliability standards for a specialty area (e.g. PLC-controlled lines, CNC machining, SCADA-monitored process equipment) and roll them into the plant-maintenance system.
Resolve the most complex, ambiguous equipment failures that others cannot, translating production needs into durable maintenance strategies.
Build and maintain the reliability-data framework — defining what capability and failure data is captured and analyzing it to drive equipment and PM-interval decisions.
Serve as working lead and technical authority for the maintenance crew, facilitating peer execution, training on new equipment and procedures, and setting the standard others follow.
Partner with engineering to evaluate new equipment and tooling against maintainability and reliability before it enters the plant.

Knowledge applied: Highly skilled in a maintenance specialty; contributes to the creation of new procedures, reliability standards and inspection methods.
Complexity & problem solving: Resolves the most complex equipment issues and develops new concepts/techniques for reliability and preventive maintenance.
Collaboration & interaction: Acts as working lead and peer authority — facilitates crew execution, trains others and partners with engineering; leads work, not people.
Typical experience: 6+ years; expert in maintenance of the plant's equipment.

Skills at this level

Preventive Maintenance Execution: — Performs scheduled inspection and servicing rounds on production equipment against PM checklists and intervals, logging condition readings and completion to keep lines available.
Mechanical Knowledge: — Applies knowledge of machines and tools — their design, use, repair and maintenance — to diagnose and restore production equipment.
PLC-Controlled Equipment Troubleshooting: — Interprets programmable logic controller (PLC) status and program logic to isolate and correct faults on automated production equipment.
CNC Machine Support: — Diagnoses and clears alarm conditions and mechanical faults on CNC machining equipment such as Siemens SINUMERIK controls, returning it to spec.
SCADA Monitoring: — Reads supervisory control and data acquisition (SCADA) displays to spot process/equipment abnormalities and trace them to the failing asset.
Work Order Administration in Plant-Maintenance Systems: — Opens, updates and closes maintenance work orders in the plant-maintenance / SAP maintenance module, entering labor, fault codes and parts against the correct asset.
Maintenance Parts and MRP Records: — Stages spares against work orders and reconciles consumption using materials-requirement-planning (MRP) stock records to keep required parts on hand.
Equipment Reliability Data Compilation: — Constructs and compiles capability and failure data for manufacturing equipment using analytical and CIM tools to identify repeat-failure machines.
Root Cause and Corrective/Preventive Action: — Traces recurring equipment problems to their root cause and defines corrective and preventive actions, revising PM procedures to stop recurrence.
Quality and Specification Verification: — Evaluates repaired and serviced equipment against specifications and quality standards before returning it to production.
Maintenance Work Prioritization: — Sequences and schedules work orders against production needs, coordinating equipment access and downtime windows with line supervisors.
Maintenance Procedure Development: — Creates new preventive-maintenance procedures, inspection methods and reliability standards for a specialty equipment area and embeds them in the maintenance system.
Working Lead / Peer Guidance: — Assigns and coordinates maintenance work on a shift, guides less experienced technicians through difficult repairs, and trains the crew on new equipment and procedures.

Model-authored from 21 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

+7.9%Maintenance and Repair Workers, General · United States

1,418,990 → 1,531,700 jobs

159,800 openings / year, split into:

replacement / exits 153,607

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: +3.8%
Growth share of hiring: 4%
Exit / retention pressure high: 96%
Openings / year: 159,800

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 S5 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$101k

San Francisco-Oakland-Fremont, CA$91k

Washington-Arlington-Alexandria, DC-VA-MD-WV$84k

Boulder, CO$83k

Seattle-Tacoma-Bellevue, WA$83k

Boston-Cambridge-Newton, MA-NH$79k

Lexington Park, MD$77k

Trenton-Princeton, NJ$77k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $61k; 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 S5 (S5 — Principal Support Specialist) from the levels around it — this level only. Every word is real canon for this profile.

Scope: Function-wide support practice
Autonomy: Sets direction for the support discipline
Complexity: Program-level and systemic support problems
Impact: Support strategy across the function
Decision rights: Authority over support practice and standards
Leadership: Subject-matter authority; shapes the practice

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

Promotion

S5is 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
Lead Accounting Specialist	jfo_jfm_accounting-controllership-accounting-management::S5	—	confident0.00
Lead Cost Accountant	jfo_jfm_accounting-cost-accounting::S5	—	confident0.00
Lead General Accounting Specialist	jfo_jfm_accounting-general-accounting-management::S5	—	confident0.00
Lead General Accountant	jfo_jfm_accounting-general-accounting::S5	—	confident0.00

Capability cluster

O*NET 49-9071

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

S5

jfo_jfm_manufacturing-production-engineering-facilities-maintenance-::S5

Lead Facilities, Maintenance & Metrology Specialist

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: 5 / 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::S5 · S5confident0.00

jfo_jfm_accounting-cost-accounting::S5 · S5confident0.00

jfo_jfm_accounting-general-accounting-management::S5 · S5confident0.00

jfo_jfm_accounting-general-accounting::S5 · S5confident0.00

jfo_jfm_administrative-corporate-services-administrative-services-ma::S5 · S5confident0.00

jfo_jfm_administrative-corporate-services-administrative-support::S5 · S5confident0.00

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 49-9071	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)