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Key statistics

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

6 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

Senior individual contributor who sets technical direction and solves the most complex equipment reliability challenges across drilling, well, and pipeline field assets. At the Principal Professional (P6) level, the role owns organization-wide architecture and the hardest problems, strategic, open-ended problems shaping the technical future, and drives organization-wide. Recognized authority; multiplies many teams.

What this level does

Shape long-term maintenance and reliability strategy as Principal Maintenance Technician, influencing multiple teams or an entire engineering organization
Design high-level maintenance architecture and standards — predictive-maintenance programs, CMMS data models and reliability frameworks — that raise the ceiling for how field maintenance is performed organization-wide
Devise novel diagnostic and reliability techniques, adapting and surpassing established methods to solve failure modes previously considered intractable
Drive strategic planning and external collaboration with equipment manufacturers and engineering organizations to steer technical direction for the field maintenance function
Provide high-level mentorship that develops the diagnostic capability of senior specialists and sets the training standard for the discipline

Knowledge applied: Applies field-shaping mastery of maintenance and reliability engineering; designs significantly better methods, standards and predictive programs than those they were taught, and adapts them to the organization's context.
Complexity & problem solving: Solves strategic, cross-boundary problems and previously intractable failure modes; pioneers new diagnostic and reliability techniques rather than repeating established approaches.
Collaboration & interaction: Influences multiple teams or the whole engineering organization; collaborates externally with manufacturers and sets technical direction; recognized reference point for the discipline.
Typical experience: 15+ years; principal-level maintenance authority, typically 8–12+ years in lead/principal field roles.

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 P6 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$324k

San Francisco-Oakland-Fremont, CA$290k

Washington-Arlington-Alexandria, DC-VA-MD-WV$269k

Boulder, CO$265k

Seattle-Tacoma-Bellevue, WA$265k

Boston-Cambridge-Newton, MA-NH$254k

Lexington Park, MD$247k

Trenton-Princeton, NJ$246k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $194k; 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 P6 (P6 — Principal Professional) from the levels around it — this level only. Every word is real canon for this profile.

Scope: Organization-wide architecture and the hardest problems
Autonomy: Defines direction; minimal oversight
Complexity: Strategic, open-ended problems shaping the technical future
Impact: Organization-wide
Decision rights: Sets technical strategy for a major area
Leadership: Recognized authority; multiplies many teams

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

Promotion

P6is 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
Senior Director of Field Maintenance	jf_field_maintenance::M6	$241,631†	confident0.06
Expert Field Maintenance Technician	jf_field_maintenance::P5	$138,423†	confident0.06
Director of Field Maintenance	jf_field_maintenance::M5	$188,371†	confident0.12
Lead Field Maintenance Technician	jf_field_maintenance::S5	$60,631†	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 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

P6

jf_field_maintenance::P6

Principal Field Maintenance Engineer

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: 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").

Battery Storage Operations · P6review0.17

Drilling Operations · P6review0.17

Field Measurement · P6review0.17

Mining Operations · P6review0.17

Field Operations · P6review0.17

Marine Operations · P6review0.17

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)