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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

17-0000

industrial_energy_operations

Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

Serves as the top technical authority for gas, hydrocarbon, and electricity measurement systems across the distribution network. 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

Defines the measurement function's technical direction and standards, either as the deep-specialist principal authority on gas and crude measurement or as the leader of the field service function and its processes
Sets calibration, proving, and data-reduction standards for the organization and refines methods when established approaches stop yielding accuracy gains
Provides high-level mentorship to measurement technicians and supervisors, and influences measurement practice across the company's operating areas
Adjudicates the most contentious mismeasurement and volume-dispute cases with full independence
Advises operations leadership on long-horizon measurement strategy, technology adoption, and the management-versus-specialist development paths for the field measurement team

Knowledge applied: Sets the organization's measurement standards and technical direction; refines and redesigns calibration, proving, and data-reduction methods when established approaches stop improving accuracy.
Complexity & problem solving: Solves the most difficult measurement and volume-dispute problems with full independence; determines when to devise new techniques rather than repeat proven ones.
Collaboration & interaction: Provides high-level mentorship across technicians and supervisors and influences measurement practice throughout the company's operating areas; the role bifurcates into a management branch (supervisor/operations leadership) or a deep-specialist branch.
Typical experience: 15+ years; principal-level specialist or field service leader.

Skills at this level

Custody transfer measurement proficiency: — Proves, calibrates, and validates gas and crude oil volume measurement for custody transfer, ensuring readings meet contractual tolerances and defensible accuracy standards.
Measurement instrumentation and software familiarity: — Selects and operates measurement instruments and GPS systems and references AutoCAD or GIS applications to locate, document, and map meter sites in the field.
Specialized measurement software operation: — Uses specialized software to interface with Electronic Flow Meters (EFMs) and Gas Chromatographs to configure meters and retrieve measurement data at the site.
Calibration fundamentals: — Calibrates measurement equipment to defined tolerances and maintains the field tool set so that measurement work proceeds without interruption or drift.
Field data reduction and calculation: — Checks and reduces raw field data, performs volume calculations, and downloads and files survey and measurement data for reporting.
Metering commissioning and startup: — Commissions and starts up gas measurement equipment and new field measurement sites, verifying correct installation and initial calibration.
Metering troubleshooting and repair: — Diagnoses and repairs metering equipment faults — calibration drift, tolerance breaches, EFM configuration errors — in the field to restore measurement integrity.
Measurement program ownership: — Takes full ownership of the measurement program across sites, ensuring the integrity of field operations, reporting, and regulatory and safety compliance.
Field service supervision and coordination: — Supervises and coordinates field measurement operations, allocates work across technicians, and ensures adherence to company policies and safety regulations.
Measurement standards and method design: — Standardizes and redesigns calibration, proving, and data-reduction methods tailored to the organization's asset mix to improve measurement accuracy.

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

Field Measurement — 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 17-0000 · national

Employment growth 2019–2024, BLS OEWSobserved

+7.0%Surveying and Mapping Technicians · United States

53,030 → 56,720 jobs

7,600 openings / year, split into:

replacement / exits 7,333

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: +4.5%
Growth share of hiring: 4%
Exit / retention pressure high: 96%
Openings / year: 7,600

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, Field Measurement	jf_field_measurement::M6	$241,631†	confident0.06
Staff Field Measurement Technician	jf_field_measurement::P5	$138,423†	confident0.06
Director of Field Measurement	jf_field_measurement::M5	$188,371†	confident0.12
Lead Field Measurement Technician	jf_field_measurement::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 17-3031

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_measurement::P6

Principal Field Measurement Engineer

Field Measurement

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_measurement
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 Maintenance · 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 17-3031	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)