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Key statistics

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

3 of 8

Track

Individual contributor

Family rungs priced

P1 · P2 · P3 · P4 · P5 · P6 · P7

17-0000

industrial_energy_operations

Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

A career-level individual contributor who designs, analyzes, and maintains electrical power and signaling systems with minimal supervision. At the Mid-Level Professional (P3) level, the role owns features or a sub-system end-to-end, adapts existing approaches, and drives project / team outcomes. Mentors juniors informally.

What this level does

Design, maintain, and improve electrical systems and equipment across diverse assignments, planning own day-to-day work and taking components from concept through drawing, calculation, and test
Study and improve existing electrical systems and test new designs to ensure safety compliance, evaluating identifiable factors to select among proven design approaches
Coordinate testing and documentation activities to ensure compliance with specifications, codes, or customer requirements, resolving technical issues independently to milestone review
Analyze data and create reports with actionable insights, networking with senior engineers to validate design decisions

Knowledge applied: Applies working electrical engineering knowledge across diverse system types, selecting among proven design approaches and codes independently.
Complexity & problem solving: Evaluates identifiable factors to solve diverse problems; plans and executes design, calculation, and test work to milestone review.
Collaboration & interaction: Networks with senior professionals; may coordinate project activities and validate decisions with experienced engineers.
Typical experience: 5+ years (BA), 3 years (MA), or PhD without experience.

Skills at this level

Computer-Aided Design / Engineering Software: — Operates computer-assisted engineering and design software to produce electrical technical drawings and model instruments, equipment, and systems for design and analysis tasks.
Electrical Engineering Calculations: — Performs detailed calculations to compute and establish manufacturing, construction, or installation standards and specifications for electrical components and systems.
Electrical Codes and Standards Compliance: — Develops technical drawings and specifications that comply with relevant electrical specifications, codes, and standards, and verifies designs against them.
Electrical Systems Testing and Safety Verification: — Conducts testing to ensure electrical systems and components meet safety standards, and troubleshoots and resolves technical issues surfaced during test.
Technical Documentation: — Documents testing activities and the specifications of electrical components and systems, and produces reports with actionable insights to inform design decisions.
Control Systems: — Applies control systems principles and theory as a core electrical engineering competency when designing and improving equipment and system behavior.
Electrical Equipment Design: — Designs, implements, maintains, and improves electrical instruments and equipment such as electric motors, power generation equipment, and navigation systems.
Detail Orientation: — Keeps track of multiple design elements and technical characteristics simultaneously while designing and developing complex electrical systems and electronic components.
Programming Knowledge: — Applies working knowledge of programming languages alongside computer-aided design software to automate and perform electrical engineering tasks.
Manufacturing and Installation Coordination: — Directs or coordinates manufacturing, construction, installation, maintenance, support, documentation, and testing activities to ensure compliance with specifications, codes, and customer requirements.
Failure Analysis: — Investigates electrical system and field failures to identify the underlying cause behind the cause, distinguishing proven root causes from plausible-but-unverified explanations.
Engineering Project Planning and Budgeting: — Spearheads electrical projects from planning to execution — setting goals and budgets, establishing guidelines, developing test structures, and creating strategies across the project lifecycle.

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 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 17-0000 · national

Employment growth 2019–2024, BLS OEWSobserved

+1.7%Electrical Engineers · United States

185,570 → 188,790 jobs

11,700 openings / year, split into:

replacement / exits 10,318

Growth — new jobs (12%)Exits — backfill (88%)

12% of hiring here is genuine expansion; the rest backfills people who move on.

Projected growth 2024–34 expanding: +7.2%
Growth share of hiring: 12%
Exit / retention pressure high: 88%
Openings / year: 11,700

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 P3 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$137k

San Francisco-Oakland-Fremont, CA$123k

Washington-Arlington-Alexandria, DC-VA-MD-WV$114k

Boulder, CO$112k

Seattle-Tacoma-Bellevue, WA$112k

Boston-Cambridge-Newton, MA-NH$108k

Lexington Park, MD$105k

Trenton-Princeton, NJ$104k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $82k; 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 P3 (P3 — Mid-Level Professional) from the levels around it — this level only. Every word is real canon for this profile.

Scope: Features or a sub-system end-to-end
Autonomy: Works independently on standard work; reviewed on the non-standard
Complexity: Diverse problems; adapts existing approaches
Impact: Project / team outcomes
Decision rights: Owns implementation decisions for own scope
Leadership: Mentors juniors informally

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

Promotion

The next rung from P3 is P4.

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 Engineer	jf_electrical_engineering::E3	$352,063†	confident0.06
Electrical Engineering Manager	jf_electrical_engineering::M3	$120,351†	confident0.06
Senior Electrical Technician	jf_electrical_engineering::S3	$49,566†	confident0.06
Electrical Engineer	jf_electrical_engineering::P2	$72,357†	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 17-2071

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

P3

jf_electrical_engineering::P3

Electrical Engineer

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: P
Superfunction: industrial_energy_operations
Function: engineering_expansion
Family: electrical_engineering
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").

Aeronautical · P3review0.17

Agricultural · P3review0.17

Agronomist · P3review0.17

Application Services · P3review0.17

Chemical · P3review0.17

Communication · P3review0.17

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 17-2071	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)