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Key statistics

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

2 of 8

Track

Management

Family rungs priced

M1 · M2 · M3 · M4 · M5 · M6

—

industrial_energy_operations

Coordinates

2 / 4 spaces

pay@2 · 2026-07

What this role is

Senior supervisor accountable for shift-level control room, mine crew, or wellsite operations and the supervisors who run them. 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

Manages skilled control operators and junior shift leads across multiple shifts, owning tactical outcomes for utility system uptime and service delivery
Coordinates outage planning and contingency operations for the unit — maintaining call trees and restoration procedures for critical water, electricity, and gas systems
Provides training and structured guidance to operators to ensure they have the knowledge and skills to operate utility control systems effectively
Applies judgment within known operating factors to balance loads, minimize fuel usage, and maintain system redundancy using BAS/SCADA data
Coordinates with maintenance and engineering peers to schedule work and resolve control-panel and instrumentation issues affecting operations

Knowledge applied: Applies deeper operating and control-system knowledge to manage skilled operators and junior leads across shifts.
Complexity & problem solving: Makes judgments within known operating factors — load balancing, outage coordination, and contingency execution.
Collaboration & interaction: Cross-functional cooperation with maintenance and engineering peers on scheduling and issue resolution.
Typical experience: 2–5 years in control-operations team leadership or specialist control/system operator roles.

Skills at this level

SCADA / EMS Operational Command: — Directs the use of Supervisory Control and Data Acquisition and Energy Management Systems to monitor and control utility networks in real time, interpreting system data to tune control strategies and manage complex power-system operations.
Control System Operation and Monitoring: — Oversees operation of utility control panels, monitoring software, switches, valves, and control devices, ensuring operators correctly manage alarms, production rates, and system-status logging across shifts.
Outage and Contingency Planning: — Develops and exercises emergency plans, call trees, and restoration procedures for critical water, electricity, and gas systems, coordinating outage planning and contingency operations to minimize service disruption.
Load Optimization and System Redundancy: — Uses BAS/SCADA and energy-management data to balance loads, minimize fuel usage, and maintain redundancy so utility systems deliver service efficiently and reliably.
Utility Safety and Regulatory Compliance: — Enforces lockout/tagout, confined space, and hot work procedures on the operating floor and ensures control operations comply with standards such as NERC and IEEE.
Root Cause Analysis of System Failures: — Performs and directs investigation of repeat utility control-system failures to identify underlying causes and implements corrective actions across shift crews.
Shift Operations Supervision: — Schedules and directs control-room operators across nights, weekends, and holidays, assigning coverage and ensuring proper documentation of system activities and operational records.
Operator Training and Development: — Provides structured training and guidance so control operators gain the knowledge and skills needed to operate utility control systems safely and effectively.
Commissioning and Field Engineering Oversight: — Provides oversight and direction for commissioning, testing, and inspection of control systems, including for new wind, solar, and battery-farm integrations.
DER and Fleet Control Integration: — Applies power-plant electrical and control-subsystem expertise to integrate distributed energy resources and an expanding fleet of renewable assets into utility control operations.
Control Operations Budget and Resource Management: — Sets and manages operating budgets, staffing models, and resource allocation for control-operations units to meet reliability targets against cost constraints.

Model-authored from 22 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

Control Operations — median with , by . Real canon data.

National-base pricing — this family's function differential is pending review, so dollar levels are not function-adjusted (level-over-level % is unaffected).

Pay figures are modeled estimates from our market equation — level-differentiated, with honest-wide bands. They refresh as new leveling evidence lands; treat per-role dollars as directional.

Demand — is the field growing, or just turning over?

Employment growth 2019–2024, BLS OEWSobserved

+23.2%Plant and System Operators, All Other · United States

12,950 → 15,950 jobs

1,600 openings / year, split into:

replacement / exits 1,574

Growth — new jobs (2%)Exits — backfill (98%)

2% of hiring here is genuine expansion; the rest backfills people who move on.

Projected growth 2024–34 expanding: +1.6%
Growth share of hiring: 2%
Exit / retention pressure high: 98%
Openings / year: 1,600

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$179k

San Francisco-Oakland-Fremont, CA$161k

Washington-Arlington-Alexandria, DC-VA-MD-WV$149k

Boulder, CO$147k

Seattle-Tacoma-Bellevue, WA$147k

Boston-Cambridge-Newton, MA-NH$141k

Lexington Park, MD$137k

Trenton-Princeton, NJ$136k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $108k; 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
SVP, Control Operations	jf_control_operations::E2	$322,728†	confident0.06
Control Room Operator	jf_control_operations::P2	$72,357†	confident0.06
Control Room Operator	jf_control_operations::S2	$42,923†	confident0.06
Control Operations Supervisor	jf_control_operations::M1	$85,619†	confident0.06

†National-base pricing — this family's function differential is pending review, so the dollar level is not function-adjusted.

Capability cluster

O*NET 51-8099

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

jf_control_operations::M2

Senior Supervisor, Control Operations

Control Operations

no content fingerprint

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
Superfunction: industrial_energy_operations
Function: energy_utilities_business_operations
Family: control_operations
Universal level: 2 / 8

Content

content@2

What it's about— a fingerprint over the role's tasks & capabilities.

No content fingerprint for this profile.

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").

Assets · M2review0.17

Emissions · M2review0.17

Energy Grid · M2review0.17

Energy Operations · M2review0.17

Land / Property · M2review0.17

Mining Operations · M2review0.17

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 51-8099	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 of2026-07-30Editioncanon-v2@2.1.0-completeSourcecanon-v2 cell + salary-benchmark (model)