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Key statistics

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

5 of 8

Track

Individual contributor

Family rungs priced

P1 · P2 · P3 · P4 · P5 · P6

49-0000

industrial_energy_operations

Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

Serves as the top technical authority for maintaining and repairing drilling, well, and pipeline equipment across field operations. At the Expert Professional (P5) level, the role owns multiple systems or a technical domain, establishes the approach, and drives org / multi-team outcomes. Leads cross-team technical initiatives.

What this level does

Serve as specialist authority in a niche domain — robotics, instrumentation or control systems — handling high-level diagnostics that others cannot resolve
Optimize system performance and reliability across sites, working at the boundary of known solutions and using field feedback to close the gap between acceptable and best-in-class equipment availability
Support engineering teams with specialized technical knowledge, feeding field failure insight into product and design improvements
Act as external technical spokesperson on critical customer escalations, and mentor senior technicians on advanced diagnostic techniques and mental models for complex faults

Knowledge applied: Brings recognized deep expertise in a specialized maintenance domain; has moved past the plateau most technicians settle at, continuously refining diagnostic mental representations through purposeful practice.
Complexity & problem solving: Solves ambiguous, high-stakes problems involving intangibles; works at the edge of what is known, breaking down elusive failures into testable steps and acting on feedback.
Collaboration & interaction: Builds influential networks across engineering and customer organizations; acts as external spokesperson on escalations; supervises others on special tasks.
Typical experience: 12+ years with extensive, specialized field and diagnostic expertise.

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?

SOC 49-0000 · national

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 P5 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$238k

San Francisco-Oakland-Fremont, CA$213k

Washington-Arlington-Alexandria, DC-VA-MD-WV$197k

Boulder, CO$195k

Seattle-Tacoma-Bellevue, WA$195k

Boston-Cambridge-Newton, MA-NH$186k

Lexington Park, MD$182k

Trenton-Princeton, NJ$181k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $143k; 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 P5 (P5 — Expert Professional) from the levels around it — this level only. Every word is real canon for this profile.

Scope: Multiple systems or a technical domain
Autonomy: Sets direction within the domain
Complexity: Novel, high-ambiguity problems; establishes the approach
Impact: Org / multi-team outcomes
Decision rights: Authority over a technical domain
Leadership: Leads cross-team technical initiatives

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

Promotion

The next rung from P5 is P6.

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
Director of Field Maintenance	jf_field_maintenance::M5	$188,371†	confident0.06
Lead Field Maintenance Technician	jf_field_maintenance::S5	$60,631†	confident0.06
Senior Field Maintenance Technician	jf_field_maintenance::P4	$109,466†	confident0.06
Principal Field Maintenance Engineer	jf_field_maintenance::P6	$188,314†	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

P5

jf_field_maintenance::P5

Expert Field Maintenance Technician

Field Maintenance

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: 5 / 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").

Battery Storage Operations · P5review0.17

Drilling Operations · P5review0.17

Field Measurement · P5review0.17

Mining Operations · P5review0.17

Field Operations · P5review0.17

Marine Operations · P5review0.17

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)