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Key statistics

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

4 of 8

Track

Individual contributor

Family rungs priced

P1 · P2 · P3 · P4 · P5 · P6

—

industrial_energy_operations

Coordinates

2 / 4 spaces

pay@2 · 2026-07

What this role is

Experienced individual contributor who independently maintains, troubleshoots, and repairs drilling, well, and pipeline equipment in the field. At the Senior Professional (P4) level, the role owns a system or set of related features, devises new approaches, and drives multi-team / function outcomes. Technical lead for focused efforts; mentors several.

What this level does

Own complex, critical equipment and lead systematic root-cause analysis on failures that affect plant uptime, functional operations or safety
Select diagnostic and repair methods for non-standard problems through in-depth analysis of complex variables such as control-system faults, instrumentation drift and intermittent failures
Lead field teams on major overhauls and emergency repairs, assigning work and guiding junior and mid-level technicians through complex jobs
Drive maintenance efficiency improvements — refining PM intervals, updating CMMS work-order templates and standard procedures based on failure data

Knowledge applied: Applies in-depth technical expertise across mechanical, electrical and control systems; selects and adapts methods for complex, non-routine equipment problems.
Complexity & problem solving: Performs in-depth analysis of complex, interacting variables; owns root-cause analysis on critical equipment and designs corrective/preventive actions.
Collaboration & interaction: Coordinates across maintenance, engineering and customer groups; may lead field teams and influence maintenance procedure decisions.
Typical experience: 8+ years, often with specialized certification or supervisory field experience.

Skills at this level

Mechanical knowledge: — Applies knowledge of machines and tools — their design, use, repair and maintenance — to service gearboxes, valves, pumps and mechanical assemblies in the field.
Systems Evaluation: — Identifies measures and indicators of equipment and system performance, and determines the actions needed to improve or correct performance against reliability and uptime goals.
Computers and Electronics knowledge: — Uses knowledge of circuit boards, processors, chips, electronic equipment and control hardware/software to diagnose and repair instrumentation and control-system faults.
Preventive maintenance execution: — Plans and completes scheduled PM orders — lubrication, oil and filter changes, valve rebuilds, inspections — to keep deployed equipment operational and reduce unplanned failures.
CMMS administration: — Records work history and equipment performance and administers the computerized maintenance management system and secondary building-management systems, keeping work orders and maintenance logs accurate and current.
Root-cause analysis: — Investigates recurring and critical equipment failures using vibration, wear, alarm history and CMMS trend data to find the underlying cause and design corrective and preventive actions.
Problem-solving: — Diagnoses field and equipment issues, from routine faults with standard fixes to non-standard, intermittent failures requiring analysis of interacting variables.
Time management: — Manages field schedules, service-call routing and preventive-maintenance workloads to meet response commitments across an assigned territory.
Customer service: — Delivers support and assistance during field visits, coaching customer site staff on safe operation and maintenance and handling escalations professionally.
Reliability strategy: — Designs predictive-maintenance programs, PM intervals, reliability frameworks and CMMS data models that raise equipment availability across sites and teams.

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

Field Maintenance — 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

+7.9%Maintenance and Repair Workers, General · United States

1,418,990 → 1,531,700 jobs

159,800 openings / year, split into:

replacement / exits 153,607

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: +3.8%
Growth share of hiring: 4%
Exit / retention pressure high: 96%
Openings / year: 159,800

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 P4 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$188k

San Francisco-Oakland-Fremont, CA$169k

Washington-Arlington-Alexandria, DC-VA-MD-WV$156k

Boulder, CO$154k

Seattle-Tacoma-Bellevue, WA$154k

Boston-Cambridge-Newton, MA-NH$147k

Lexington Park, MD$144k

Trenton-Princeton, NJ$143k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $113k; 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 P4 (P4 — Senior Professional) from the levels around it — this level only. Every word is real canon for this profile.

Scope: A system or set of related features
Autonomy: Self-directed; reviewed at critical decision points
Complexity: Complex, ambiguous problems; devises new approaches
Impact: Multi-team / function outcomes
Decision rights: Owns technical decisions for a system; influences adjacent design
Leadership: Technical lead for focused efforts; mentors several

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

Promotion

The next rung from P4 is P5.

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
Chief Field Maintenance Officer	jf_field_maintenance::E4	$389,207†	confident0.06
Senior Manager, Field Maintenance	jf_field_maintenance::M4	$167,689†	confident0.06
Advanced Field Maintenance Technician	jf_field_maintenance::S4	$56,408†	confident0.06
Field Maintenance Technician	jf_field_maintenance::P3	$82,468†	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 49-9071

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

P4

jf_field_maintenance::P4

Senior Field Maintenance Technician

Field Maintenance

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: P
Superfunction: industrial_energy_operations
Function: field_operations
Family: field_maintenance
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").

Battery Storage Operations · P4review0.17

Drilling Operations · P4review0.17

Field Measurement · P4review0.17

Mining Operations · P4review0.17

Field Operations · P4review0.17

Marine Operations · P4review0.17

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 49-9071	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)