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Key statistics

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

3 of 8

Track

Management

Family rungs priced

M1 · M2 · M3 · M4 · M5 · M6

49-0000

industrial_energy_operations

Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

Manages a team of electrical technicians and engineers responsible for power line, cable, and substation installation and maintenance. At the Senior Manager (M3) level, the role owns multiple teams or a sub-function, multi-team execution and resourcing trade-offs, and drives sub-function outcomes. Manages managers and/or several teams.

What this level does

Manage the electrical operation for a full project or facility, responsible for crew scheduling, labor and material budgets, and delivery of electrical systems on time and to code
Plan and take final field responsibility for electrical systems on the project rather than performing hands-on work, evaluating recurring circuit, load, and equipment issues across crews for root cause
Supervise and approve electrical work performed by journeymen and crew leads, and ensure work is inspection-ready and signed off before energizing
Manage cross-functional coordination with general contractors, inspectors, and the customer's site team on scope, changes, and code questions
Recruit, evaluate, and develop foremen and journeymen, setting crew staffing levels and skill mix for the project's electrical scope

Knowledge applied: Applies broad electrical and project knowledge to plan systems and take final field responsibility rather than perform hands-on work.
Complexity & problem solving: Evaluates diverse recurring circuit, load, and equipment issues across crews for trends and root cause.
Collaboration & interaction: Leads the project electrical team and interacts with contractors, inspectors, and customers.
Typical experience: 5–7+ years managing electricians, projects, and budgets.

Skills at this level

Electrical crew supervision: — Assigns apprentices, journeymen, and master electricians to installation, alteration, and repair tasks, oversees daily crew operations, and takes responsibility for completing electrical work to spec.
NEC compliance and electrical safety enforcement: — Enforces best-practice electrical safety and National Electric Code adherence across crews, verifying wiring, lockout, and PPE standards before systems are energized.
Electrical work sign-off and inspection readiness: — Supervises and approves electrical work performed by journeymen and crews, ensures work is inspection-ready, and carries final sign-off accountability for electrical installations in the facility.
Electrical system planning and design oversight: — Plans and designs electrical systems and takes final field responsibility for projects — wire and conduit sizing, buss feeder and switchgear layout — rather than performing primarily hands-on work.
Circuit and equipment troubleshooting: — Diagnoses and directs resolution of problems in electrical circuits, systems, and equipment, reading test results from voltmeters, ohmmeters, and oscilloscopes to guide repair decisions.
Apprentice and journeyman development: — Mentors, trains, and advises less experienced electricians, structuring on-the-job learning toward independent execution, licensure, and inspection-readiness.
Cross-trade project coordination: — Sequences electrical rough-in and finish work with mechanical, framing, and low-voltage trades and coordinates with general contractors and inspectors to avoid rework.
Electrical labor and material budgeting: — Manages crew scheduling, labor hours, materials, and equipment needs against project and division budgets, tracking variance to margin targets.
Reading and interpreting electrical documentation: — Reads and interprets specifications, instructional manuals, work-site directions, and drawings to plan installations and confirm compliance.
Licensed-workforce capacity planning: — Sets crew staffing levels and skill mix, and sponsors apprenticeship and licensure pipelines to secure the journeyman and master capacity the electrical business requires.

Model-authored from 16 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

Electrical — 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?

SOC 49-0000 · national

Employment growth 2019–2024, BLS OEWSobserved

+10.8%Electrical Power-Line Installers and Repairers · United States

111,660 → 123,680 jobs

10,700 openings / year, split into:

replacement / exits 9,859

Growth — new jobs (8%)Exits — backfill (92%)

8% of hiring here is genuine expansion; the rest backfills people who move on.

Projected growth 2024–34 expanding: +6.6%
Growth share of hiring: 8%
Exit / retention pressure high: 92%
Openings / year: 10,700

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 M3 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$207k

San Francisco-Oakland-Fremont, CA$186k

Washington-Arlington-Alexandria, DC-VA-MD-WV$172k

Boulder, CO$169k

Seattle-Tacoma-Bellevue, WA$169k

Boston-Cambridge-Newton, MA-NH$162k

Lexington Park, MD$158k

Trenton-Princeton, NJ$157k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $124k; 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 M3 (M3 — Senior Manager) from the levels around it — this level only. Every word is real canon for this profile.

Scope: Multiple teams or a sub-function
Autonomy: Sets goals within functional strategy
Complexity: Multi-team execution and resourcing trade-offs
Impact: Sub-function outcomes
Decision rights: Owns goals, budget input, and people decisions across teams
Leadership: Manages managers and/or several teams

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

Promotion

The next rung from M3 is M4.

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
Electrical Engineer	jf_electrical::P3	$82,468†	confident0.06
Senior Lineworker	jf_electrical::S3	$49,566†	confident0.06
Electrical Senior Supervisor	jf_electrical::M2	$110,455†	confident0.06
Senior Manager, Electrical Operations	jf_electrical::M4	$167,689†	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 49-9051

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

M3

jf_electrical::M3

Electrical Manager

Electrical

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: skilled_trades
Family: electrical
Universal level: 3 / 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").

General · M3review0.17

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 49-9051	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)