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Key statistics

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

4 of 8

Track

Management

Family rungs priced

M1 · M2 · M3 · M4 · M5 · M6

11-0000

industrial_energy_operations

Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

Senior manager leading multiple electrical engineering teams responsible for power and signaling system design, construction, and maintenance. At the Director (M4) level, the role owns a function or department, strategic priorities and cross-functional alignment, and drives function-level results. Leads managers; sets direction for the function.

What this level does

Manages multiple electrical engineering sections or departments, aligning their technical roadmaps and resourcing with broader business objectives
Sets and applies engineering policies and standards for electrical design, verification, and installation where lapses could jeopardize program delivery or safety
Engages senior leaders and key customers on electrical engineering strategy, feasibility, and major technical trade-offs
Governs schedule, cost, and quality across a portfolio of electrical projects, resolving cross-project resource and priority conflicts
Directs investment in specialized electrical capability (control systems, RF and analog, power systems) to close capability gaps across the function

Knowledge applied: Applies strategic engineering policy across multiple electrical sections, aligning technical work with business objectives.
Complexity & problem solving: Sets policies and resolves cross-project problems where lapses could jeopardize program delivery or safety.
Collaboration & interaction: Engages senior leaders and key customers on electrical engineering strategy and major trade-offs.
Typical experience: 8–10+ yrs; complex multi-team or multi-section electrical engineering leadership.

Skills at this level

Engineering/Design Software Proficiency: — Operates and directs teams' use of CAD and simulation tools (e.g., AutoCAD Electrical, OrCAD) to produce electrical designs and perform the calculations that recur throughout electrical projects.
Electrical Systems Design: — Designs, implements, maintains, and improves electrical instruments, equipment, facilities, components, products, and systems for commercial, industrial, military, or scientific use.
Control Systems: — Applies control systems engineering — a core competency for senior electrical work — to the design and verification of electrical equipment and instrumentation.
Electrical Equipment Production Oversight: — Oversees device production and the installation and maintenance of electrical devices, inspecting installations and confirming they meet specification.
RF and Analog Engineering: — Provides deeper specialized mastery of RF and analog design, a distinguishing technical capability expected at principal/senior electrical engineering levels.
Schedule and Cost Discipline: — Maintains schedule and cost discipline over electrical project production efforts to assure projects are completed on time and within budget.
Engineering Science Knowledge: — Draws on engineering science, electronics, and mathematics to guide technical decisions and evaluate the soundness of electrical designs.
Design Review and Inspection: — Inspects installations, reviews designs against requirements, and confers with cross-functional teams to resolve project and installation issues.
Technical Direction and Strategy: — Sets engineering strategy and connects electrical technical direction to business needs, spanning multiple projects, departments, or the engineering organization.
Engineering Team Leadership: — Supervises, mentors, and develops electrical engineers and technicians, and manages managers as scope grows across departments and divisions.

Model-authored from 17 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 Engineering — 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 11-0000 · national

Employment growth 2019–2024, BLS OEWSobserved

+8.3%Architectural and Engineering Managers · United States

194,250 → 210,340 jobs

14,500 openings / year, split into:

replacement / exits 13,693

Growth — new jobs (6%)Exits — backfill (94%)

6% of hiring here is genuine expansion; the rest backfills people who move on.

Projected growth 2024–34 expanding: +3.8%
Growth share of hiring: 6%
Exit / retention pressure high: 94%
Openings / year: 14,500

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 M4 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$279k

San Francisco-Oakland-Fremont, CA$251k

Washington-Arlington-Alexandria, DC-VA-MD-WV$232k

Boulder, CO$229k

Seattle-Tacoma-Bellevue, WA$229k

Boston-Cambridge-Newton, MA-NH$219k

Lexington Park, MD$213k

Trenton-Princeton, NJ$212k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $168k; 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 M4 (M4 — Director) from the levels around it — this level only. Every word is real canon for this profile.

Scope: A function or department
Autonomy: Owns area strategy and budget
Complexity: Strategic priorities and cross-functional alignment
Impact: Function-level results
Decision rights: Owns strategy, budget, and org design for the area
Leadership: Leads managers; sets direction for the function

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

Promotion

The next rung from M4 is M5.

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
Chief Electrical Engineering Officer	jf_electrical_engineering::E4	$389,207†	confident0.06
Senior Electrical Engineer	jf_electrical_engineering::P4	$109,466†	confident0.06
Advanced Electrical Technician	jf_electrical_engineering::S4	$56,408†	confident0.06
Electrical Engineering Manager	jf_electrical_engineering::M3	$120,351†	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 11-9041

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

M4

jf_electrical_engineering::M4

Senior Manager, Electrical Engineering

Electrical Engineering

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: engineering_expansion
Family: electrical_engineering
Universal level: 4 / 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").

Aeronautical · M4review0.17

Agricultural · M4review0.17

Agronomist · M4review0.17

Application Services · M4review0.17

Chemical · M4review0.17

Communication · M4review0.17

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 11-9041	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)