People Analytics Toolbox

Ask about this role

grounded in this role's JobFrame record + structure

Download this job's description (markdown) → derived live from this record.

Key statistics

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

2 of 8

Track

Management

Family rungs priced

—

17-0000

—

Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

Senior supervisor leading a manufacturing/production engineering team responsible for process performance and continuous improvement on the shop floor. At the Manager II (M2) level, the role owns an established team or sub-function, cross-project coordination and priorities, and drives group delivery and development. Manages a team; sometimes manages leads.

What this level does

Leads a skilled team of manufacturing engineers (and may direct junior supervisors) responsible for developing manufacturing methods and maintaining production equipment across multiple lines
Owns tactical outcomes for lean strategy implementation and cost-reduction initiatives, exercising judgment within known fabrication, tooling and assembly factors
Coordinates cross-functional cooperation with quality, production and design to resolve new/existing product problems involving designs, materials or processes
Manages the team's contribution to NPIs, ensuring process capability and quality standards are met before ramp

Knowledge applied: Applies methods-development, tooling and lean knowledge to guide a skilled team; makes judgments within known technical factors.
Complexity & problem solving: Solves varied process and product problems across multiple lines, weighing tradeoffs among fabrication, assembly and quality constraints.
Collaboration & interaction: Cross-functional cooperation with quality, production and design teams on tactical outcomes.
Typical experience: 2–5 years in team leadership or specialist manufacturing engineering roles.

Skills at this level

Quality Control Methods (including FMEA): — Evaluates manufactured products against specifications and quality standards, and develops and maintains PFMEA to anticipate and control process failure modes on the production line.
Manufacturing Process Development: — Develops manufacturing methods and selects fabrication, tooling and assembly approaches to bring products from design into repeatable, capable production.
Manufacturing Equipment Troubleshooting: — Designs, installs and troubleshoots manufacturing equipment, diagnosing and resolving faults, downtime and process weaknesses on new or existing lines.
Lean Manufacturing: — Implements lean strategies to reduce waste, cost and cycle time while improving productivity and quality across manufacturing operations.
New Product Introduction (NPI) Support: — Supports the transition of new products into manufacturing, establishing process capability, tooling and quality checks before ramp to volume.
Operational Problem Resolution: — Investigates and resolves operational problems such as material use variances and bottlenecks, restoring throughput and controlling cost on the shop floor.
Cost Reduction & Process Improvement: — Identifies and implements changes to manufacturing processes and products to reduce cost, using knowledge of fabrication processes, tooling, production equipment, assembly methods and product design.
Corrective and Preventive Action (CAPA): — Finds the root cause of manufacturing quality problems, develops corrective and preventive solutions, and drives changes that prevent recurrence.
Capacity & Production Planning: — Plans manufacturing capacity and production schedules against demand, aligning equipment, staffing and material availability to meet output targets.
Manufacturing Team Leadership: — Leads and develops manufacturing engineers and technicians, assigning work, mentoring, and owning the operations and budget of the engineering team.
CAD & PLM for Manufacturing: — Uses CAD tools (AutoCAD, CATIA, SolidWorks, Creo) and PLM software to design tooling and fixtures and manage manufacturing engineering documentation and change control.
Capital Equipment & Automation Strategy: — Evaluates and directs investment in production equipment and automation, balancing throughput, cost, quality and lifecycle to advance manufacturing capability.

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 17-0000 · national

Employment growth 2019–2024, BLS OEWSobserved

+20.1%Industrial Engineers · United States

291,710 → 350,230 jobs

25,200 openings / year, split into:

growth 3,862

replacement / exits 21,338

Growth — new jobs (15%)Exits — backfill (85%)

15% of hiring here is genuine expansion; the rest backfills people who move on.

Projected growth 2024–34 expanding: +11.0%
Growth share of hiring: 15%
Exit / retention pressure moderate: 85%
Openings / year: 25,200

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 M2 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$184k

San Francisco-Oakland-Fremont, CA$165k

Washington-Arlington-Alexandria, DC-VA-MD-WV$153k

Boulder, CO$151k

Seattle-Tacoma-Bellevue, WA$151k

Boston-Cambridge-Newton, MA-NH$144k

Lexington Park, MD$141k

Trenton-Princeton, NJ$140k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $110k; 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 M2 (M2 — Manager II) from the levels around it — this level only. Every word is real canon for this profile.

Scope: An established team or sub-function
Autonomy: Owns planning for the group
Complexity: Cross-project coordination and priorities
Impact: Group delivery and development
Decision rights: Owns staffing, priorities, performance for the group
Leadership: Manages a team; sometimes manages leads

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

Promotion

The next rung from M2 is M3.

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 Cost Accounting Supervisor	jfo_jfm_accounting-cost-accounting::M2	—	confident0.00
Senior Supervisor, General Accounting	jfo_jfm_accounting-general-accounting::M2	—	confident0.00
Senior Supervisor, Administrative Support	jfo_jfm_administrative-corporate-services-administrative-support::M2	—	confident0.00
Senior Supervisor, Service Delivery	jfo_jfm_administrative-corporate-services-service-delivery::M2	—	confident0.00

Capability cluster

O*NET 17-2112

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

M2

jfo_jfm_manufacturing-production-engineering-manufacturing-productio::M2

Senior Manufacturing Engineering Supervisor

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: 2 / 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::M2 · M2confident0.00

jfo_jfm_accounting-general-accounting::M2 · M2confident0.00

jfo_jfm_administrative-corporate-services-administrative-support::M2 · M2confident0.00

jfo_jfm_administrative-corporate-services-service-delivery::M2 · M2confident0.00

jfo_jfm_aerospace-propulsion-engineering-aerospace-engineering::M2 · M2confident0.00

jfo_jfm_aerospace-propulsion-engineering-propulsion-engineering::M2 · M2confident0.00

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 17-2112	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)