People Analytics Toolbox

Ask about this role

grounded in this role's JobFrame record + structure

Download this job's description (markdown) → derived live from this record.

Key statistics

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

4 of 8

Track

Support

Family rungs priced

S1 · S2 · S3 · S4 · S5

—

industrial_energy_operations

Coordinates

2 / 4 spaces

pay@2 · 2026-07

What this role is

Produces complex technical drawings and detailed specifications that translate energy and mining engineering designs into buildable documentation with minimal oversight. At the Lead Support Specialist (S4) level, the role owns team process and quality, cross-case patterns and process gaps, and drives team-level quality and efficiency. Mentors and coordinates the support team.

What this level does

Adapts data-handling and documentation procedures for unprecedented situations — new deposit types, unfamiliar survey equipment or a non-standard reporting requirement — determining how field records and readings should be captured and filed when no established method exists
Resolves conflicts across the record set (e.g., inspection findings that contradict equipment-evaluation history or survey data that breaks the management-software validation rules), tracing root cause and recommending corrected handling
Administers the document management and mine-management systems across multiple operations, defining folder structures, access rules and revision-control practices that keep engineering records auditable
Acts as a working lead for entry- and intermediate-level support staff, checking their inspection records and data entry, and informally guiding them on non-routine cases
Recommends new solutions when recurring data or documentation problems disrupt the planning workflow, understanding the downstream implications for engineers' cost and safety analyses

Knowledge applied: Extensive knowledge of the documentation and data-administration procedures, enough to adapt them for unprecedented deposits, equipment or reporting demands.
Complexity & problem solving: Handles a wide variety of non-routine records and data conflicts; understands implications for engineers' analyses and recommends new handling methods.
Collaboration & interaction: May informally guide less experienced support staff and act as a working lead on documentation and data work across operations.
Typical experience: 4–6 years; advanced support experience.

Skills at this level

Mine Management Software: — Enters, validates and retrieves geological, survey, production and cost data in mine-management platforms so planning engineers have accurate inputs; at senior levels configures templates and coding schemes for new operations.
Document Management Software: — Files, revision-controls and archives engineering drawings, standards, site-inspection reports and equipment evaluations in the document management system, applying naming and access conventions that keep mining records auditable.
Site Inspection Recording: — Captures equipment readings and field observations onto inspection checklists during mining site visits, and assembles the completed records into standard technical inspection reports.
Equipment Evaluation Documentation: — Compiles equipment-evaluation forms and history from field notes, chasing missing readings and formatting the results to the engineering group's reporting standard.
Technical Reporting: — Formats field notes, readings and data into the standard technical-reporting templates used for mine-planning, inspections and equipment reviews, ensuring completeness and internal consistency.
Cost Data Preparation: — Transcribes and consolidates labor, equipment and operational-cost figures into budget-plan spreadsheets that support engineers' mining project budgeting.
Survey and Geological Data Reconciliation: — Cross-checks survey, geological and GPR field readings against management-software records, deciding which source governs when figures conflict and correcting errors before data feeds the planning workflow.
Ground Penetrating Radar (GPR) Log Handling: — Records and organizes GPR field logs against survey and management-software data so subsurface readings are captured consistently for engineering use.
Records Revision Control: — Manages versions of engineering drawings, standards and reports so superseded documents are archived and the current governing revision is always identifiable.
Data Integrity Validation: — Checks incoming mining data and records against expected ranges and validation rules, flagging or resolving discrepancies and, at senior levels, designing the validation checks that prevent recurrence.
Support Procedure Development: — Creates and standardizes the data-recording, documentation and record-control procedures a mining engineering group works to, and trains engineers and support staff to follow them.
Administrative Support: — Assembles and distributes mine-planning documentation packets, meeting materials and correspondence, and maintains the clerical processes that keep the engineering support function running.

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?

Employment growth 2019–2024, BLS OEWSobserved

-1.0%Engineers, All Other · United States

152,340 → 150,750 jobs

9,300 openings / year, split into:

replacement / exits 8,967

Growth — new jobs (4%)Exits — backfill (96%)

4% of hiring here is genuine expansion; the rest backfills people who move on.

Projected growth 2024–34 expanding: +2.1%
Growth share of hiring: 4%
Exit / retention pressure high: 96%
Openings / year: 9,300

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 S4 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$94k

San Francisco-Oakland-Fremont, CA$84k

Washington-Arlington-Alexandria, DC-VA-MD-WV$78k

Boulder, CO$77k

Seattle-Tacoma-Bellevue, WA$77k

Boston-Cambridge-Newton, MA-NH$74k

Lexington Park, MD$72k

Trenton-Princeton, NJ$71k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $56k; 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 S4 (S4 — Lead Support Specialist) from the levels around it — this level only. Every word is real canon for this profile.

Scope: Team process and quality
Autonomy: Works independently; owns improvements
Complexity: Cross-case patterns and process gaps
Impact: Team-level quality and efficiency
Decision rights: Owns process and quality decisions for the team
Leadership: Mentors and coordinates the support 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 S4 is S5.

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
Group Chief Engineering Services Officer	jf_engineering_services_energy_mining::E4	$389,207†	confident0.06
Senior Manager, Engineering Drafting Services	jf_engineering_services_energy_mining::M4	$167,689†	confident0.06
Senior Engineering Draftsperson	jf_engineering_services_energy_mining::P4	$109,466†	confident0.06
Senior Drafter	jf_engineering_services_energy_mining::S3	$49,566†	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 17-2199

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

S4

jf_engineering_services_energy_mining::S4

Advanced Engineering Drafting Technician

Engineering Services (Energy/Mining)

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: S
Superfunction: industrial_energy_operations
Function: engineering_expansion
Family: engineering_services_energy_mining
Universal level: 4 / 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").

Aeronautical · S4review0.17

Agricultural · S4review0.17

Agronomist · S4review0.17

Application Services · S4review0.17

Chemical · S4review0.17

Communication · S4review0.17

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 17-2199	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)