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Key statistics

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

3 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 accountable for the reliability, demand forecasting, and rate strategy of the power grid enterprise-wide. At the Vice President (E3) level, the role owns a division, market and competitive strategy, and drives division-wide. Leads a division's leadership team.

What this level does

Leads a large grid division or regional business through senior executives, bearing enterprise-level reliability, safety and continuity-of-service risk
Shapes corporate grid strategy for the scale-up of renewable and distributed energy resources, defining how the DSO model, flexibility markets and grid modernization evolve over multiple regulatory periods
Represents the enterprise externally in reliability, resilience and grid-transition matters with regulators, ISO/RTO bodies, industry councils and major intervenors
Aligns the strategic plan with Finance on the business plan for grid operations, integrating capability roadmap, capital program and regulatory strategy into one coherent trajectory
Governs enterprise-wide grid-operations risk — approving the frameworks, standards and investment thresholds that regional and functional leaders are held to

Knowledge applied: Shapes corporate grid strategy for large divisions or a regional business, integrating renewable/DER scale-up, DSO evolution and regulatory strategy.
Complexity & problem solving: Addresses enterprise-level reliability, safety and continuity risk with critical multi-period strategic impact.
Collaboration & interaction: Represents the enterprise externally with regulators, industry councils and major intervenors and participates in corporate strategy.
Typical experience: 15–20+ years with demonstrated enterprise-impact experience in the grid/utility sector.

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$572k

San Francisco-Oakland-Fremont, CA$513k

Washington-Arlington-Alexandria, DC-VA-MD-WV$475k

Boulder, CO$468k

Seattle-Tacoma-Bellevue, WA$468k

Boston-Cambridge-Newton, MA-NH$448k

Lexington Park, MD$437k

Trenton-Princeton, NJ$434k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $343k; 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 E3 (E3 — Vice President) from the levels around it — this level only. Every word is real canon for this profile.

Scope: A division
Autonomy: Accountable for division strategy and P&L
Complexity: Market and competitive strategy
Impact: Division-wide
Decision rights: Owns division strategy, budget, and org
Leadership: Leads a division's leadership team

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

Promotion

The next rung from E3 is E4.

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 Manager	jf_energy_grid::M3	$120,351†	confident0.06
Energy Grid Analyst	jf_energy_grid::P3	$82,468†	confident0.06
Senior Grid Operations Technician	jf_energy_grid::S3	$49,566†	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

E3

jf_energy_grid::E3

Chief Grid Officer

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: 3 / 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 · E3review0.17

Control Operations · E3review0.17

Emissions · E3review0.17

Energy Operations · E3review0.17

Land / Property · E3review0.17

Mining Operations · E3review0.17

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)