Industrial Engineering Technologists and Technicians Salary

The median industrial engineering technologists and technicians salary in the United States is $66,120 per year ($31.79/hour). Salaries range from $47,300 at the entry level to $99,150+ for the top 10% of earners. There are 75,570 industrial engineering technologists and technicians jobs nationwide. Employment is projected to grow 1.7% through 2034.

Last updated: June 2026 Β· Source: U.S. Bureau of Labor Statistics

Median Salary
$66,120
per year
Hourly Rate
$31.79
per hour
Employment
75,570
jobs in the U.S.

Salary Distribution

10th percentile
$47,300
25th percentile
$55,760
Median
$66,120
75th percentile
$80,280
90th percentile
$99,150

Job Growth (2024-2034)

+1.7%
Slower than average

Annual Openings

6,300
jobs/year (growth + replacements)

Education Required

Associate's degree

Industrial Engineering Technologists and Technicians Career Guide

Interview questions, resume templates, and a career ladder written specifically for industrial engineering technologists and technicianss.

Industrial engineering technologists and technicians (IE Techs) do the on-the-floor work that turns line-balancing math into cycle-time reduction, WIP shrinkage, and OEE (Overall Equipment Effectiveness) improvement. Day-to-day means MOST / MTM-UAS / MODAPTS work measurement, time studies with stopwatch and Kronos labor-tracking data, standard-work documentation, line balancing, ergonomics (RULA / REBA / NIOSH lifting equation), Value Stream Mapping, 5S / kaizen event facilitation, and the SolidWorks / AutoCAD Mechanical layout drawings that go with a line-move project. BLS reports 75,570 employed with a median of $66,120, p10 $41,800, p90 $99,200+. Entry IE Tech at OEMs and contract manufacturers $50-62k; established IE Tech II $62-78k; Sr IE Tech / Continuous Improvement Tech $78-95k; Lead IE Tech / Kaizen Facilitator $92-115k+. Aerospace & defense (Boeing, Lockheed Martin, Northrop Grumman, RTX/Raytheon) and automotive Tier 1s (Toyota North America, Ford, GM, Stellantis, Bosch, Denso) pay 10-20% above BLS median. The single biggest single comp lever is completing a Lean Six Sigma Black Belt plus 3-5 documented projects with hard-dollar savings β€” an IE Tech with a BB and a $650k-$1.5M annual savings portfolio is a Manufacturing Engineer candidate, not a Tech.

Core Skills Hiring Managers Screen For

Work measurement β€” MOST, MTM-UAS, MODAPTS, direct time study, work sampling
MOST (Maynard Operation Sequence Technique) β€” BasicMOST for cycles > 30 sec, MiniMOST for 5-30 sec, MaxiMOST for >2 min operations. MTM-UAS (Methods-Time Measurement β€” Universal Analyzing System) for medium-cycle assembly. MODAPTS for high-mix low-volume light-assembly. Direct time-study per MTM/PMTS methodology with stopwatch (or timer app), 10-25 cycles minimum, performance-rating factor (75-115% typical), plus allowances (PF&D: personal / fatigue / delay, 12-18%). Work sampling for indirect labor and batch operations.
Line balancing, takt time, and cell layout
Calculate takt (available production time / customer demand); balance station cycle times to takt with a target 85-92% balance-loss. Yamazumi (balance) charts hung on the line; heijunka (level-loading) boards; supermarket / kanban sizing per EPEI (Every Part Every Interval). Cell layout β€” U-cell, straight-line, mixed-model; walking-distance minimization; POU (point-of-use) material presentation.
Ergonomics β€” RULA, REBA, NIOSH Lifting Equation, Snook & Ciriello tables
RULA (Rapid Upper Limb Assessment) for repetitive-motion / seated / static-posture tasks; REBA (Rapid Entire Body Assessment) for whole-body dynamic; NIOSH Lifting Equation for two-hand lift risk (RWL and LI calculations); Snook & Ciriello tables for push / pull / carry. Countermeasures: fixture redesign, jig / gravity feed, height-adjustable workstation (Rice Lake, Bosch Rexroth Aluminum Structural Framing), lift assist (Gorbel G-Force, ErgoTech). Cornell / Michigan / OSHA ergonomics guidelines.
Value Stream Mapping (VSM) β€” current and future state
Current-state VSM: cycle times, changeover times, uptime, scrap %, inventory (in days) at each stage, information flow, push-pull triggers. Future-state VSM with kaizen bursts identifying specific improvement projects. VSM is the entry point to a Lean transformation and the deliverable IE Techs at Sr level produce most often.
PLC / SCADA / MES integration β€” Rockwell / Allen-Bradley, Siemens, Ignition
Read a Rockwell / Allen-Bradley RSLogix 5000 / Studio 5000 ladder-logic program to trace a machine-stop; work with Controls Engineering on Siemens TIA Portal for S7-1500 / ET-200SP systems. MES integration β€” Ignition SCADA (Inductive Automation), Rockwell FactoryTalk, Siemens Opcenter β€” for OEE data collection, WIP tracking, and downtime coding. Reading a program isn't debugging it, but tracing signal flow is table-stakes.
SolidWorks + AutoCAD Mechanical + Bosch Rexroth aluminum framing / MISUMI
SolidWorks or AutoCAD Mechanical for facility layout, fixture design, workstation drawings. Bosch Rexroth aluminum structural framing (30x30, 45x45, 45x60 profile) for workstations, guarding, and light fixtures; MISUMI catalog for shop-floor solutions (linear guides, jigs, sensors, pneumatic components). PLM systems (Windchill, Teamcenter, or Aras Innovator) for drawing revision control.
Statistical process control (SPC) and Six Sigma tools
Xbar-R and Xbar-S charts for variables; p / np / c / u charts for attributes; Cpk / Ppk process capability. DMAIC methodology (Define, Measure, Analyze, Improve, Control) for Green / Black Belt projects. Minitab or JMP for hypothesis testing (t-test, ANOVA, chi-square, regression). MSA (Measurement System Analysis) with Gage R&R at 10-30% total variation acceptable.
Facility layout, MHE (material handling equipment), and safety
Facility layout in AutoCAD or Visio; forklift / AGV / AMR (autonomous mobile robot) routes and clearances (OSHA 29 CFR 1910.178); safety-integrated fencing and light curtains (Sick, Keyence, Rockwell Guardmaster); overhead lift and hoist coordination (Gorbel, Kito); egress and fire code compliance (NFPA 101). Aerospace and Class-III cleanroom projects require additional cleanroom-classification and gowning-flow planning.

How to Become a Industrial Engineering Technologists and Technicians

  1. 1
    Earn an Associate's degree in Industrial Engineering Technology (IET) or Manufacturing Engineering Technology from an ABET-accredited program
    2-year AAS/AS degree; ~$5-25k tuition depending on public vs private. ABET accreditation matters at aerospace / defense and Fortune-500 automotive employers. Some employers accept a 4-year BS in IET as equivalent to a 2-yr AAS + 2-4 years experience or an internal promotion.
  2. 2
    Alternative path β€” military logistics / manufacturing / process specialty + industry transition
    US Army 88N Transportation Management Coordinator, 92A Automated Logistical Specialist, or 91X Maintenance Supervisor; US Navy LS (Logistics Specialist); US Air Force 2T2X1 Air Transportation, 2A5X4 Refuel/Bomber Aircraft Maintenance. Military-trained NCOs often bypass the associate's degree at aerospace and defense OEMs.
  3. 3
    Start as IE Tech I / Manufacturing Tech / Continuous Improvement Tech at $50-62k
    First 12-24 months is stopwatch and floor-time heavy: time studies, standard-work documentation, 5S event facilitation, shadowing Sr IE Techs on line-balancing and cell-layout projects. Complete internal Lean orientation (typically a Lean 101 + Yellow Belt equivalent) in first 90 days.
  4. 4
    Complete Lean Six Sigma Yellow Belt + Green Belt certifications
    Yellow Belt (Lean 101 + basic DMAIC) is typically internal / employer-delivered at no cost. Green Belt (~40-80 hrs training + 1 documented DMAIC project) via ASQ ($395 exam), IASSC ($295 exam), or Villanova / Michigan State / Purdue OpEx ($1,500-3,500 employer-paid). Green Belt on the resume is table-stakes for the Sr IE Tech promotion.
  5. 5
    Move to IE Tech II / Manufacturing Tech II at $62-78k
    3-6 years experience. Own line-balancing projects end-to-end; run 5-8 kaizen events per year as co-facilitator; produce final future-state VSMs and cell layouts; supervise 1-2 IE Techs on major projects. Complete MSSC CPT (Certified Production Technician) or SME CMfgT / CMfgE if not already.
  6. 6
    Earn Lean Six Sigma Black Belt + specialty (Ergonomics, Six Sigma Master Black Belt, PMP)
    Black Belt (~120-180 hrs training + 2 documented DMAIC projects with $250k+ combined savings) via ASQ ($495 exam), IASSC ($395 exam), or Villanova / Purdue ($3,500-6,500 employer-paid). BCPE (Board of Certification in Professional Ergonomics) CPE / AEP for ergonomics-heavy shops; PMP for project-management-heavy IE Techs.
  7. 7
    Advance to Sr IE Tech / Lead Continuous Improvement Tech at $78-95k
    8-15 years experience. Lead cross-functional Lean transformations across a plant or a value stream; own hard-dollar savings targets ($350k-$1.2M/yr); calibrate and mentor 3-6 IE Techs; represent the IE function in plant-manager staff meetings. Deputy Plant IE at some Tier 1 automotive shops sits at this level with a bump toward $95-115k.
  8. 8
    Optional path β€” complete BS IET or MET + transition to Industrial Engineer at $75-115k+
    Some experienced IE Techs complete a BS IET or MET (usually employer-subsidized under Section 127 up to $5,250/yr federal tax-free) and transition to full Industrial Engineer, Manufacturing Engineer, or CI Engineer roles at $75-115k+ base + bonus + RSU. This is a real ladder step, not a lateral move. The other advancement path is Lead Kaizen Facilitator / Plant CI Manager at $95-135k+.

Career Progression

IE Tech I / Manufacturing Tech / CI Tech
0-3 yrs$50-62k base + $2-5k shift differential at 24/7 shops + OT
  • β€’Run direct time studies (10-25 cycle observations) with stopwatch or timer app; produce standard-work documents
  • β€’Facilitate 5S events on assigned work-cells; produce before-and-after photo boards
  • β€’Support Sr IE Tech on kaizen events as scribe / data analyst / participant
  • β€’Complete Lean Yellow Belt + 40-hr OSHA General Industry + forklift certification in first 90 days
Next: IE Tech II at 2-4 years after Green Belt and 3-5 documented projects.
IE Tech II / Manufacturing Tech II / CI Tech II
3-6 yrs$62-78k base + 4-8% bonus + shift differential
  • β€’Own line-balancing projects end-to-end β€” data collection, analysis, future-state design, implementation, and post-implementation audit
  • β€’Co-facilitate 5-8 kaizen events per year with a Master Black Belt / Lead Tech as sponsor
  • β€’Produce final SolidWorks / AutoCAD facility layouts and Bosch Rexroth workstation drawings
  • β€’Ergonomic assessments using RULA / REBA / NIOSH; countermeasure recommendations and implementation oversight
Next: Sr IE Tech at 5-9 years after Black Belt and $350k+ cumulative documented savings.
Sr IE Tech / Lead CI Tech / Sr Manufacturing Tech
6-12 yrs$78-95k base + 6-12% bonus + shift differential
  • β€’Lead cross-functional Lean transformations across a value stream or a plant sub-area
  • β€’Own hard-dollar savings targets of $350k-$1.2M/yr
  • β€’Mentor and calibrate 3-6 IE Tech I / II professionals; own their development plans
  • β€’Represent the IE function in plant-manager staff meetings; own the plant's OEE and productivity dashboards
Next: Lead IE Tech / Kaizen Facilitator / Plant CI Manager at 10-16 years or transition to IE proper at $95-135k+.
Lead IE Tech / Kaizen Facilitator / Plant CI Manager
10+ yrs$92-135k base + 10-18% bonus + shift differential
  • β€’Own the plant-wide Lean transformation roadmap; report to Plant Manager or Director of CI
  • β€’Deliver $1.5-6M/yr in documented hard-dollar savings across the plant
  • β€’Lead 15-25 kaizen events per year as sponsor / lead facilitator
  • β€’Represent the plant in corporate CI reviews and network-wide best-practice sharing (Toyota TPS, GM GMS, Ford FPS, Boeing Production System)
Next: Corporate CI Lead / Manufacturing Engineering Manager at 15+ years with cross-plant scope.
Corporate CI Lead / Manufacturing Engineering Manager (post-BS IET transition)
15+ yrs$120-175k base + 12-22% bonus + RSU / LTIP at Fortune-500
  • β€’Own Lean transformation across a network of 3-12 plants or a corporate manufacturing function
  • β€’Calibrate and hold accountable Plant CI Managers and Lead IE Techs (10-40 professionals)
  • β€’Report to VP Manufacturing / VP Operations; sit on the operations leadership team
  • β€’Own the corporate Lean audit function and internal Master Black Belt certification program

Interview Questions & Answers

5 free questions below. Career Kit unlocks 15 total plus resume bullets for every level.

Q1. Walk me through a line-balancing project you led.technical
Structure with takt-time framework. Situation: an automotive Tier 1 assembly line at Denso running 12 stations with 76-second cycle-time variance across stations and an unbalanced 82% OEE. Task: rebalance to a takt of 62 seconds with target 90% balance-loss and 88% OEE. Action: (1) direct time studies at 10 cycles per station with performance rating, plus work sampling on indirect / walking / material fetching to characterize non-value-added time; (2) drew a Yamazumi chart showing the imbalance; (3) redesigned the station splits by moving 3 specific operations (torque check, harness routing, IC/label application) across stations and adding a POU (point-of-use) supermarket for a 4th; (4) SolidWorks layout of the revised cell with Bosch Rexroth aluminum-framing workstation modifications ($22k capex); (5) trained operators to new standard-work; (6) 30-day post-audit. Result: cycle-time variance dropped to 8%, OEE lifted to 91%, throughput up 18%, and labor hours per unit down 12%. Annualized hard-dollar savings $485k. Interviewers want to hear specific takt / OEE / balance metrics, specific tools, and a specific hard-dollar outcome.
Q2. You're doing a time study and the operator slows down when you show up with a stopwatch. How do you handle it?situational
First: acknowledge that this happens (Hawthorne effect + observer bias) and factor it into your methodology. Second: don't do a one-shot study. Do 15-25 observations across multiple shifts, days, and operators; use a performance-rating factor (75-115% typical, Westinghouse system) applied by an experienced observer. Third: work-sampling as a cross-check β€” 30-100 random observations across a full shift to establish the true % of time in each activity. Fourth: for high-mix / high-stakes lines, use continuous video observation instead of stopwatch β€” modern smartphone video with QCPro / TimerPro Video / iVicos analysis provides frame-level accuracy and removes the observer from the floor. Interviewers screen for people who understand time-study methodology at more than a surface level.
Q3. Describe a kaizen event you facilitated and the hard-dollar savings.technical
STAR. Situation: 5-day kaizen at a Ford Tier 1 wire-harness supplier with a 22% first-pass yield issue at electrical test. Task: root-cause the failure mode and implement countermeasures in the week. Action: Day 1 β€” VSM the process, run 5-Why on the top 3 defect codes (contact insertion, connector polarization, wire routing); Day 2 β€” plot Pareto of scrap dollars ($3,200/day, 68% from contact-insertion errors); Day 3 β€” brainstorm countermeasures (poka-yoke fixture for the insertion, standard-work sheet at the station, color-coded connectors); Day 4 β€” build and trial the poka-yoke fixture; Day 5 β€” report-out to plant leadership with commitments. Result: first-pass yield rose from 78% to 96% in 30 days, scrap-cost reduction of $2,650/day = annualized $685k. Interviewers want to see a specific defect, specific countermeasure, and specific hard-dollar outcome.
Q4. How do you handle a Manufacturing Engineer or shop-floor supervisor who pushes back on a CI project?situational
Direct. First: understand their concern. Usually the pushback is (a) 'we tried this before and it didn't stick,' (b) 'my line is running fine, don't disrupt it,' or (c) 'the operators will hate it.' For (a) I bring the after-action data on the prior attempt and identify what's different this time; for (b) I bring the specific data showing the gap (OEE, throughput, quality) β€” data cuts through opinion; for (c) I run a pilot on 1 cell with the operators involved in the design (not just the receiving end). Second: never go over their head unilaterally. If we can't align after 2-3 conversations, I escalate jointly through the plant CI leader and their manager with the specific data and the specific ask. Interviewers screen for CI Techs who partner with the line, not confront it.
Q5. Where do you see your career in 5 years?closer
Show the fork clearly. Two paths β€” technical (Sr IE Tech β†’ Lead IE Tech β†’ Master Black Belt) or engineering (BS IET + Manufacturing Engineer β†’ Sr ME β†’ CI Manager). I'm on the engineering path β€” I'm 18 months into a BS Industrial Engineering Technology (part-time, employer-subsidized under Section 127), targeting Manufacturing Engineer within 3 years and Plant CI Manager within 5-6. Specifically: Black Belt this year, 2 completed BB projects with $600k+ cumulative hard-dollar savings, PMP within 24 months, and 4 kaizen events per year as sponsor / lead facilitator. That's a concrete answer mapped to a hiring manager's promotion criteria.

Resume Template β€” IE Tech II / CI Tech II (3-6 yrs)

Copy these bullets into your resume as a starting point. Career Kit includes bullets for every level of the ladder.

IE Tech II / CI Tech II (3-6 yrs)
  • β–ΈIE Tech II in the Chassis assembly value stream at Toyota North America Georgetown; 3 Green Belt projects completed with $685k cumulative annualized hard-dollar savings in FY24.
  • β–ΈLed line-balancing on 4 assembly cells raising OEE from 82% to 91%; cycle-time variance reduced from 18% to 6% across 12 stations.
  • β–ΈFacilitated 8 kaizen events as co-facilitator; drove 5S implementation across 22 work-cells; documented 145 standard-work sheets to TWI job-instruction format.
  • β–ΈLean Six Sigma Green Belt (ASQ) + MSSC CPT + OSHA 30-hr + Yale forklift + BCPE ergonomic-associate. AAS Industrial Engineering Technology. $72k base + 6% bonus + shift diff.

What Gets You Rejected

  • βœ—No time-study experience β€” can't articulate performance-rating factor or Westinghouse system; screens out at any Tier-1 automotive or aerospace shop.
  • βœ—Vague on Lean tools β€” mixes up VSM, kaizen, and 5S; can't name specific standard-work tools (TWI, JIS, JES).
  • βœ—No Green Belt at 4+ years β€” signals the IE Tech hasn't invested in the discipline; typically screened at the Sr IE Tech promotion.
  • βœ—Zero documented hard-dollar savings β€” CI is a hard-dollar business; a resume without $ amounts on projects is a red flag.
  • βœ—Poor floor-time / shop-floor discipline β€” CI Techs live on the floor; anyone who describes themselves as 'office-based CI' isn't a serious candidate.
  • βœ—Can't read a Rockwell / Allen-Bradley ladder-logic program at a basic level β€” signal-tracing is table-stakes for line-side troubleshooting.
  • βœ—Weak Ergonomics β€” can't calculate NIOSH Lifting Equation RWL or LI on the whiteboard; standard interview screening at repetitive-motion / lift-heavy shops.

Salary Negotiation Levers

  • βœ“Black Belt premium β€” Lean Six Sigma Black Belt with 2+ documented projects adds 8-15% at Sr IE Tech promotion; Master Black Belt commands another 10-15% at Lead / CI Manager level.
  • βœ“Specialty premium β€” aerospace / defense (Boeing, Lockheed, Northrop, Raytheon) pays 12-20% over automotive Tier 1s; medical device (Medtronic, Boston Scientific, Stryker) pays a similar premium.
  • βœ“Metro premium β€” Detroit / Grand Rapids / Louisville / Nashville pay 5-10% below Boston / SF Bay / San Diego / Puget Sound; contract manufacturers (Jabil, Flex, Sanmina) in the Sunbelt pay near median.
  • βœ“Shift differential and OT β€” 2nd shift +$1-3/hr, 3rd shift +$2-5/hr, weekend premium at 24/7 shops; OT at 1.5x can add $8-25k/yr at floor-heavy roles.
  • βœ“Sign-on bonus β€” Sr IE Techs and Lead CI Techs moving between OEMs routinely negotiate $8-25k sign-on plus a 12-24 month retention hook.
  • βœ“Tuition reimbursement β€” Section 127 caps at $5,250/yr federal tax-free; some Fortune-500 (GE, GM, Boeing) offer $8-15k/yr with retention clause. Negotiate this alongside base for the BS IET / MET path.
  • βœ“PMP and Ergonomics certification support β€” full reimbursement for exam fees + prep materials + PDUs / CEUs; $600-1,500/yr in employer-paid credentialing.
  • βœ“Book of documented savings β€” Sr IE Techs and Lead CI Techs with a $2-5M portable annualized savings portfolio negotiate at the top of the band; the portfolio moves with you.

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Industrial Engineering Technologists and Technicians Salary by State

Best Cities (cost-adjusted) β†’

Salary Map β€” Click a state for details

$50K
$79Kβ–  No data

Top Paying States

Oklahoma
$79K
+20%
Maryland
$79K
+20%
California
$79K
+20%
Washington
$78K
+19%
Oregon
$76K
+15%
New Jersey
$73K
+10%
Vermont
$72K
+10%
Massachusetts
$72K
+9%
Illinois
$71K
+8%
Minnesota
$70K
+7%
Vertical line = national median. Click a state for full details.
StateMedianvs. National
Oklahoma$79,330+20.0%
Maryland$79,090+19.6%
California$79,070+19.6%
Washington$78,430+18.6%
Oregon$75,760+14.6%
New Jersey$72,890+10.2%
Vermont$72,410+9.5%
Massachusetts$71,830+8.6%
Illinois$71,090+7.5%
Minnesota$70,490+6.6%
1–10 of 45

Industrial Engineering Technologists and Technicians Salary by Metro Area

Metro AreaMedianvs. National
Beaumont-Port Arthur, TX$121,320+83.5%
Midland, TX$114,140+72.6%
San Jose-Sunnyvale-Santa Clara, CA$90,660+37.1%
Seattle-Tacoma-Bellevue, WA$90,620+37.1%
Savannah, GA$89,850+35.9%
Santa Maria-Santa Barbara, CA$84,410+27.7%
Oklahoma City, OK$83,370+26.1%
Albany-Schenectady-Troy, NY$82,480+24.7%
Ogden, UT$82,370+24.6%
Kiryas Joel-Poughkeepsie-Newburgh, NY$82,270+24.4%
1–10 of 205
Data Source: U.S. Bureau of Labor Statistics, Occupational Employment and Wage Statistics (OEWS). Data reflects the most recent annual survey.
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View Industrial Engineering Technologists and Technicians salary trend (2011–2024) β†’