English term (edited): technical and equivalent specialist grades and above

"technical and equivalent specialist grades" tartozik egybe, és az "xxx and above" kifejezést szerencsésebb fordított logikával fordítani, vagyis nem "xxx-el egyenlő vagy attól magasabb", hanem "legalább xxx"
Mint már Sándor válaszához odaírtam, a "grade" itt kulcsszó, ez alkalmazotti besorolást, rangot, beosztási kategóriát, minősítést jelent.
Itt lehet erről többet olvasni, általánosságban:
https://www.thebalancecareers.com/employee-grade-levels-2276...

Eszerint:
... the employee’s superior (technical and equivalent specialist grades and above)...
így lehetne magyarul:
...az alkalmazott (legalább technikai vagy azzal egyenértékű specialista besorolású) felettese...
VAGY
...az alkalmazott felettese (aki legalább technikai vagy azzal egyenértékű specialista besorolással rendelkezik) ...

Ha a "besorolás" nem tetszik, akkor lehet választani a fentebb felsorolt szinonímák közül. Az a lényeg, hogy ezek előre meghatározott, pontos kategóriák, a cégen belül egyértelmű.

A szöveg (link lent) további részéből kiderül, hogy két magasabb szint van, a "Supervisor" és a "Manager, equivalent specialist grades and anyone in an equivalent role" - mindez arra vonatkozik, hogy melyik szintű felettes milyen típusú fegyelmi eljárást hajthat végre.

--------------------------------------------------
Note added at 5 days (2020-11-24 05:52:38 GMT) Post-grading
--------------------------------------------------

Utólag teszem ezt ide, hogy még világosabb legyen, hogy mi is ez a besorolási (grade) rendszer az alkalmazottak ill. a munkakörük tekintetében. Ez egy amerikai dolog, egy egységes rendszer, alfanumerikus kódokkal.
A grade mindenképpen besorolás, kategória. Nem beosztás, az angolul position, vagy job title. Tehát a job grade és a job title nem ugyanaz, a második referencia ezt is tárgyalja, példákkal is.

https://www.mightyrecruiter.com/recruiter-guide/hiring-gloss...
"Job grade

A job grade is a grouping that encompasses positions with the same or similar values in order to assign compensation rates and structures.

The range of pay for every job within a job grade is traditionally the same, with a minimum and maximum rate being established. Job grades help determine pay scales for jobs on a national level and can help to ensure equal compensation for equal work based on federal guidelines. Job grades are similar to job classifications and are founded on broad categories, rather than specific positions at individual employers. Nationally, companies use the same grades to make comparisons possible and to determine allocation patterns."

https://www.compa.as/blog/understanding-salary-bands
"At Compaas, we talk a lot about Salary Bands and Job Grades (or Job Levels). Not only in blog posts, but every single day. Salary Bands and Job Grades are essential frameworks in any compensation strategy.

Job Grades

A Job Grade could have the name “Job Level” or even “Job Classification,” depending on the company. No matter which name you use, the concept is the same. A Job Grade is a method to decide the impact, seniority, and expectations for a specific role. In the best cases, a Job Grade will reflect knowledge, skills, and responsibility.

Job Grades to the rescue!

Let’s look at an engineering organization for an example. We must clarify expectations for a “junior engineer” vs. a “senior engineer.” Both are engineers, but their job demands are very different. We’ll define our Technology Job Function with six levels: T1-T6.

T1: Very early career. Learning technical and professional skills.
T2: Early career. Basic skills developed. Work contributes to success of team/product goals.
T3: Seasoned professional. Variety of technical skills developed. Strong problem solver. Key for success of team/product goals.
T4: Very senior. Can solve most problems or issues that arise. Uses experience to forward company goals/objectives.
T5: Exceptional. Considered expert/thought leader inside the company (and sometimes external as well). Drives timeline/features/development through broad influence.
T6: Luminary. Very rare! Central to the company’s success. Translates organizational strategic goals into department/team plans. Provides fundamental contributions to long-term company planning in area of expertise.

The same concept applies to each department/organization within a company. What are the basic progressive steps along a professional career? How do they translate to the company’s expectations for employee success?

But isn’t a Job Grade the same as a Job Title?

Sometimes, but not always!

In some companies–and in government–Job Titles say a lot about seniority levels. You would immediately know from the title “Staff Engineer” that an employee is an E5. This is common in companies where Job Levels are open, and any employee can discover another’s Level.

Titles don’t always confer deeper meaning, though. In my career I’ve had some unusual Job Titles, which I generally chose for myself. They have ranged from Data Diva to Geek Wrangler, none of which reflected a Job Grade. In those companies, Job Levels were completely opaque. I didn’t even know my own Job Grade—though in retrospect, I realize that I did have one.

Finally, you can have both an internal Title and an external Title. A Title may be nothing more than a handy label for people outside the company. I’ve worked with people who put “Vice President” on their business cards, even when we had no VP roles. Those Titles fostered credibility, in roles where people might demand to speak with “someone in charge.”


--------------------------------------------------
Note added at 5 days (2020-11-24 06:42:57 GMT) Post-grading
--------------------------------------------------

Végül, hogy miért nem fordítottam a "technical"-t műszakinak?
Mert nem feltétlenül az. A műszaki is technical, de a "technical" jelző egy csomó más munkakörre is utalhat. Az a lényeg, hogy valamilyen technikai/technológiai/eljárásbeli tudásra, gyakorlatra van szükség, annak a szakterületnek a meghatározott lépéseit kell követni, adott technikákat kell használni a munka során.
A besorolásoknál a "technical" jelzőnek erről a jelentéséről van szó.

Pl. ha ezt kellene lefordítani, itt sem lenne jó ötlet a "műszaki" szó használata: "Technical accounting skills are required for accurate recording of financial information and recommending courses of action to management. Technical skills include journalizing financial transactions, creating financial statements and reconciling account balances."