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Key statistics

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

1 of 8

Track

Executive

Family rungs priced

E1 · E2 · E3 · E4 · E5

—

industrial_energy_operations

Coordinates

2 / 4 spaces

pay@2 · 2026-07

What this role is

Executive responsible for grid reliability, demand forecasting, and utility rate strategy across the organization. At the Director (Executive) (E1) level, the role owns a significant function with strategic authority, strategic and cross-functional, and drives function-wide enterprise impact. Executive leadership of a function.

What this level does

Leads a complete grid operations sub-function (e.g., the Network Operations Center or a transmission control-center organization) through Directors, owning real-time monitoring, hourly optimization and interchange scheduling, and the availability of critical SCADA/EMS and ADMS applications
Owns the safety risk management program for a line of business such as Electric Transmission & Distribution — approving the risk framework, asset risk register and mitigation plans that senior analysts operate within
Sets the functional strategy for renewable and DER integration into legacy grid frameworks within the sub-function, balancing reliability against decarbonization targets
Approves NOC operating procedures, policies and guidelines and is accountable for grid performance metrics, real-time reporting and settlement duties for generation and third-party projects
Interfaces with peer executives, major interconnection/market counterparties and key customers on functional grid-reliability commitments

Knowledge applied: Applies deep functional grid-operations knowledge (real-time monitoring, hourly scheduling, SCADA/EMS availability, reliability standards) plus detailed company knowledge to run a complete sub-function through Directors.
Complexity & problem solving: Sets functional strategy for the NOC / control-center organization; problems are serious functional and business-consequence issues bounded within grid operations and its safety-risk program.
Collaboration & interaction: Interfaces with peer executives, major customers and interconnection counterparties on functional reliability commitments.
Typical experience: 12–15+ years including hands-on power-systems/grid-operations and management experience.

Skills at this level

Grid Reliability Operations: — Directs real-time monitoring of transmission and distribution grid performance, hourly optimization, interchange scheduling and identification of issues before they escalate, ensuring high availability of Control Center operations.
SCADA/EMS & ADMS Systems Governance: — Ensures the availability, reliability and modernization of the real-time grid-control application stack — SCADA/EMS, ADMS, OMS and DERMS — that the Control Center and NOC depend on to operate the network.
Renewable & DER Integration Strategy: — Sets strategy for integrating wind, solar, battery storage and distributed energy resources into traditional grid frameworks, balancing decarbonization targets against reliability and stability.
DSO Capability Roadmapping: — Owns the Distribution System Operator capabilities roadmap, sequencing flexibility offerings, operations, technology, regulation and finance while managing their interdependencies and risks.
Grid Safety & Reliability Risk Management: — Establishes the risk-management framework, asset risk register and mitigation plans for Electric Transmission & Distribution, and consults across the line of business to analyze and reduce operating risk.
Demand Forecasting & Grid Optimization: — Uses historical and real-time data to forecast electricity demand and optimize grid efficiency and energy losses, feeding results into scheduling, settlement and capacity planning.
Regulatory Strategy & Business Planning: — Aligns the grid strategic plan with Finance on the business plan and shapes regulatory strategy across rate cases and multi-year capability investment for the grid business.
NOC Operating Standards & Governance: — Develops and approves the procedures, policies and guidelines under which Network Operations Center staff run daily transmission, generation and distribution operations.
Interconnection & Market Counterparty Negotiation: — Negotiates critical reliability, interchange and interconnection matters with ISO/RTO bodies, generation counterparties and top company leadership.
Enterprise Energy-Transition Leadership: — Positions grid decarbonization, resilience and DER scale-up within overall corporate strategy and represents the enterprise to the board, regulators, industry and markets.

Model-authored from 19 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

Energy Grid — 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 2014–2024, BLS OEWSobserved

+74.4%Managers, All Other · United States

361,900 → 630,980 jobs

BLS published no Managers, All Other employment before 2014 (this occupation code enters the OEWS series then), so the window shown is the widest one actually observed.

106,700 openings / year, split into:

replacement / exits 100,698

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: +4.5%
Growth share of hiring: 6%
Exit / retention pressure high: 94%
Openings / year: 106,700

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 it pays — by metro

OEWS metro median

San Jose-Sunnyvale-Santa Clara, CA$275k

San Francisco-Oakland-Fremont, CA$247k

Washington-Arlington-Alexandria, DC-VA-MD-WV$228k

Boulder, CO$225k

Seattle-Tacoma-Bellevue, WA$225k

Boston-Cambridge-Newton, MA-NH$216k

Lexington Park, MD$210k

Trenton-Princeton, NJ$209k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $165k; 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 E1 (E1 — Director (Executive)) from the levels around it — this level only. Every word is real canon for this profile.

Scope: A significant function with strategic authority
Autonomy: Sets functional strategy
Complexity: Strategic and cross-functional
Impact: Function-wide enterprise impact
Decision rights: Owns strategy and investment for the function
Leadership: Executive leadership of a 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 E1 is E2.

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
Grid Operations Supervisor	jf_energy_grid::M1	$85,619†	confident0.06
Associate Grid Analyst	jf_energy_grid::P1	$61,862†	confident0.06
Grid Operations Support Assistant	jf_energy_grid::S1	$37,323†	confident0.06
SVP of Energy Grid Operations	jf_energy_grid::E2	$322,728†	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 11-9199

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

E1

jf_energy_grid::E1

VP of Energy Grid Operations

Energy Grid

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: E
Superfunction: industrial_energy_operations
Function: energy_utilities_business_operations
Family: energy_grid
Universal level: 1 / 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 · E1review0.17

Control Operations · E1review0.17

Emissions · E1review0.17

Energy Operations · E1review0.17

Land / Property · E1review0.17

Mining Operations · E1review0.17

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 11-9199	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)