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Key statistics

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

2 of 8

Track

Executive

Family rungs priced

E1 · E2 · E3 · E4 · E5

11-0000

industrial_energy_operations

Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

Executive leader accountable for all engineering drafting and design-to-specification services supporting energy and mining projects across the organization. At the Senior Director (Executive) (E2) level, the role owns multiple functions or a major area, multi-function strategy and risk, and drives major-area outcomes. Leads function leaders.

What this level does

Leads multiple engineering functions or divisions through VPs (E1–E2) — for example combining mine planning, mine services engineering, and reclamation/environmental engineering under a single accountable leader.
Resolves cross-functional, abstract issues with high consequence where engineering trade-offs affect production tracking, operational cost, and the viability of a mine or business unit.
Negotiates critical technical and commercial matters with top leaders, aligning engineering deliverables with production and budget commitments across divisions.
Sets the technical standards and modeling discipline (e.g., pit optimization via Whittle, mine design via Hexagon Mining) as division-wide governance rather than team-level standards.
Owns the integration of geological exploration findings into division-level engineering strategy that determines the accessibility and value of mineral deposits under development.

Knowledge applied: Applies cross-functional engineering knowledge across multiple mining disciplines or divisions, setting division-wide technical and modeling standards.
Complexity & problem solving: Resolves abstract, cross-functional issues with high consequence — engineering trade-offs that may impact the viability of a mine, unit, or the company.
Collaboration & interaction: Negotiates critical technical and commercial matters with top leaders across functions.
Typical experience: 15+ years, with strategic leadership of engineering functions or significant business units.

Skills at this level

Mine Planning and Design Strategy: — Directs the development and implementation of mine planning, engineering, and related systems and standards, translating deposit data into executable mine plans and the engineering/scheduling sections of technical reports.
Mine Services Engineering: — Governs the design and implementation of mine services — power, ventilation, compressed air, and water — alongside ground-control design across an operation or division.
Ground Control Design: — Sets philosophy and standards for ground control, ensuring engineering plans and instructions executed onsite are accurate and safe under strict safety procedures.
Geological Deposit Evaluation: — Integrates geological exploration to determine the accessibility and value of a mineral deposit, informing whether and how a deposit is developed at enterprise scale.
Mine Engineering Budgeting and Cost Control: — Analyzes labor requirements, equipment needs, and operational costs and consolidates them into budget plans, then holds engineering deliverables to those cost and production commitments.
Production Tracking and Reporting: — Oversees delegation of production tracking and the preparation of monthly reports produced jointly by business and technical staff, ensuring designs meet program requirements within budget.
Pit Optimization Modeling (Whittle): — Applies Whittle pit-optimization modeling to shape mine design, scheduling, and the value case for a deposit at the strategic engineering level.
Mine Design Systems (Hexagon Mining): — Uses Hexagon Mining tooling to standardize mine design and engineering workflows as division- or enterprise-wide governance rather than individual practice.
Engineering Licensure and Standards Governance: — Maintains PE-licensure regimes (Principles and Practice of Engineering exam, continuing education, and state-based reciprocity) as the formal gate for design sign-off and delegated engineering autonomy across the organization.
Technical Strategy Leadership: — Sets the engineering strategy for the company with organization-wide scope of influence and lasting effect on the technical landscape, acting as connective tissue between on-the-ground engineering and senior executives.
Influence-Based Executive Leadership: — Leads and advises across the engineering organization by influence and alignment with management to make sound business decisions, negotiating critical matters with top leaders and external stakeholders.
Quantitative and Analytical Rigor: — Applies advanced mathematics (calculus, trigonometry), statistics, and data collection to analysis, design, and troubleshooting of mine engineering problems, and holds the organization's modeling to that standard.

Model-authored from 20 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

Engineering Services (Energy/Mining) — 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 E2 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$538k

San Francisco-Oakland-Fremont, CA$482k

Washington-Arlington-Alexandria, DC-VA-MD-WV$446k

Boulder, CO$440k

Seattle-Tacoma-Bellevue, WA$440k

Boston-Cambridge-Newton, MA-NH$421k

Lexington Park, MD$411k

Trenton-Princeton, NJ$408k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $323k; 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 E2 (E2 — Senior Director (Executive)) from the levels around it — this level only. Every word is real canon for this profile.

Scope: Multiple functions or a major area
Autonomy: Owns area-level strategy
Complexity: Multi-function strategy and risk
Impact: Major-area outcomes
Decision rights: Owns strategy and resourcing across functions
Leadership: Leads function leaders

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

Promotion

The next rung from E2 is E3.

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
Senior Drafting Supervisor	jf_engineering_services_energy_mining::M2	$110,455†	confident0.06
Engineering Drafter	jf_engineering_services_energy_mining::P2	$72,357†	confident0.06
Engineering Drafter	jf_engineering_services_energy_mining::S2	$42,923†	confident0.06
VP of Engineering Services	jf_engineering_services_energy_mining::E1	$169,459†	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

E2

jf_engineering_services_energy_mining::E2

SVP of Engineering Services

Engineering Services (Energy/Mining)

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: engineering_expansion
Family: engineering_services_energy_mining
Universal level: 2 / 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 · E2review0.17

Agricultural · E2review0.17

Agronomist · E2review0.17

Application Services · E2review0.17

Chemical · E2review0.17

Communication · E2review0.17

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)