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Key statistics

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

6 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 executive leader overseeing all engineering drafting and technical documentation functions across multiple energy or mining projects and sites. At the Vice President (M6) level, the role owns a major function or division, enterprise priorities and external factors, and drives division-wide / organization-wide. Leads the leadership of a division.

What this level does

Shapes long-term technical strategy for the mining and minerals-processing engineering organization, leading through senior managers across functions or divisions
Defines methods and long-term direction for abstract, cross-functional engineering problems whose resolution has long-term effect on company success
Negotiates with executives and major clients on critical technical and commercial matters, providing process engineering leadership into major proposals, studies and bids
Oversees multiple engineering departments/functions, evaluating new developments in the field and influencing organization-wide policy and capability investment

Knowledge applied: Defines long-term technical strategy across functions/divisions for the mining and minerals-processing engineering organization.
Complexity & problem solving: Tackles abstract, cross-functional engineering issues with long-term effect on company success; sets long-range strategy.
Collaboration & interaction: Negotiates with executives and clients on critical matters; influences organization-wide engineering policy.
Typical experience: 12–15+ years of deep leadership across engineering departments or divisions.

Skills at this level

Mine Planning and Scheduling Management: — Directs development and control of short- and long-range mine designs and schedules, reconciling monthly production progress against budget and ensuring short-range plans achieve business objectives.
Process Engineering Deliverables Governance: — Oversees development, maintenance and control of Mass and Energy Balances, Process Design Criteria, Basis of Design, Process Flow Diagrams and P&IDs throughout all phases of mining and minerals-processing project delivery.
Evaluation and Due-Diligence Analysis: — Applies mining engineering skills to project evaluation and M&A due-diligence teams, analyzing information, investigating discrepancies and recommending on projects and potential acquisitions.
Technical Reporting to Regulatory Standards: — Ensures preparation of NI 43-101 and JORC technical reports under Qualified Person / P.Eng governance, maintaining professional certification and reporting rigor for consulting deliverables.
Process Design Basis Custodianship: — Acts as custodian of the process design basis for mining and minerals-processing projects, ensuring design criteria are consistently applied and updated across studies and projects.
Capital Cost Estimation and Execution Strategy: — Supports and reviews technical scopes, engineering execution strategies and capital cost estimates for assigned mining studies and projects.
Business Development and Proposal Input: — Provides process engineering input into proposals, studies and bids, and presents technical information and project outcomes to clients and internal stakeholders.
Cross-Functional Technical Coordination: — Coordinates communication across geology, geostatistics, metallurgy, projects and environment & social responsibility to ensure integrated study or project delivery.
Analytical and Geological Interpretation: — Interprets geological data and applies engineering principles to design, planning and production-tracking decisions across the mine and processing operation.
Production Tracking and Monthly Reporting: — Delegates and oversees production tracking and prepares monthly reports with business and technical staff, ensuring designs meet program requirements within budget.
Engineering Team Leadership: — Builds and leads engineering teams with a focus on collaboration, mentoring junior/graduate engineers and developing planning and process engineering capability.
Engineering Standards and Systems Development: — Contributes to and implements mine planning, engineering and related systems and standards to ensure consistency and quality of deliverables across the function.

Model-authored from 18 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 M6 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$403k

San Francisco-Oakland-Fremont, CA$361k

Washington-Arlington-Alexandria, DC-VA-MD-WV$334k

Boulder, CO$330k

Seattle-Tacoma-Bellevue, WA$330k

Boston-Cambridge-Newton, MA-NH$315k

Lexington Park, MD$307k

Trenton-Princeton, NJ$306k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $242k; 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 M6 (M6 — Vice President) from the levels around it — this level only. Every word is real canon for this profile.

Scope: A major function or division
Autonomy: Accountable for division strategy and outcomes
Complexity: Enterprise priorities and external factors
Impact: Division-wide / organization-wide
Decision rights: Owns strategy, budget, and org for a division
Leadership: Leads the leadership of a division

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

Promotion

M6is the top of this family's ladder — progression from here is a lattice move (see adjacent roles below), not a rung.

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
Principal Engineering Drafter	jf_engineering_services_energy_mining::P6	$188,314†	confident0.06
Director of Engineering Drafting Services	jf_engineering_services_energy_mining::M5	$188,371†	confident0.06
Chief Engineering Services Officer	jf_engineering_services_energy_mining::E5	$340,737†	confident0.12
Staff Engineering Drafter	jf_engineering_services_energy_mining::P5	$138,423†	confident0.12

†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

M6

jf_engineering_services_energy_mining::M6

Senior Director, Engineering Services (Energy/Mining)

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: M
Superfunction: industrial_energy_operations
Function: engineering_expansion
Family: engineering_services_energy_mining
Universal level: 6 / 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 · M6review0.17

Agricultural · M6review0.17

Agronomist · M6review0.17

Application Services · M6review0.17

Chemical · M6review0.17

Communication · M6review0.17

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)