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Key statistics

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

3 of 8

Track

Executive

Family rungs priced

E1 · E2 · E3 · E4

—

industrial_energy_operations

Coordinates

2 / 4 spaces

pay@2 · 2026-07

What this role is

Executive leader accountable for a company's entire geothermal energy business, from resource development through power generation. At the Vice President (E3) level, the role owns a division, market and competitive strategy, and drives division-wide. Leads a division's leadership team.

What this level does

Leads a major geothermal business area (large division or regional development portfolio) through senior executives, carrying enterprise-level risk on the aggregate resource base underpinning the company's generation and thermal-supply commitments.
Shapes corporate geothermal strategy for the unit — where the enterprise chooses to explore, what resource-technology bets (EGS scale-up, low-temperature coproduction) to pursue, and how much subsurface risk the company will underwrite across its asset base.
Represents the company externally on resource and technical strategy — in industry bodies, regulatory and policy forums, and technical standards discussions — where positions taken influence permitting, capital access and the company's exploration license to operate.
Owns the critical strategic decision of retiring or advancing whole prospect regions based on integrated resource-capacity outlooks, accepting that these calls move the enterprise's long-term development pipeline.
Directs cross-divisional investment in exploration and reservoir-modeling capability (data platforms, geophysical acquisition programs, subsurface talent) as a durable enterprise asset.

Knowledge applied: Shapes corporate geothermal strategy for a large division or regional business, applying enterprise-level judgment on which resource technologies and regions to pursue and how much subsurface risk to underwrite across the asset base.
Complexity & problem solving: Addresses enterprise-level risk and critical strategic impact — advancing or retiring whole prospect regions and technology bets (EGS scale-up, low-temperature coproduction) on integrated resource outlooks that move the long-term pipeline.
Collaboration & interaction: Represents the company externally in industry, regulatory and standards forums on resource and technical strategy, and participates in enterprise strategy; leads a major business area through senior executives.
Typical experience: 15–20+ years with demonstrated enterprise-impact experience leading large geothermal divisions or regional development portfolios.

Skills at this level

Geothermal resource strategy: — Sets the enterprise or divisional strategy for which geothermal resource types (hydrothermal, EGS, low-temperature/coproduced) and regions to explore and develop, translating risked subsurface capacity outlooks into capital-allocation and pipeline decisions.
Subsurface risk governance: — Establishes and owns the standards and review discipline by which geophysical (seismic, magnetotelluric), geochemical and well data are QA/QC'd and integrated into conceptual and reservoir models, ensuring resource-capacity estimates carried into investment decisions are defensible.
Geothermal systems knowledge: — Commands the technical basis of geothermal systems — hydrothermal and EGS behavior, structural geology, fluid flow, geothermal modeling and well planning — deeply enough to judge and direct the resource interpretations produced by subordinate geoscience teams.
Resource capacity estimation oversight: — Governs how power and thermal capacity are estimated from integrated geothermal models, holding assessed capacity to a rigor sufficient for external commitments to investors, partners and off-takers.
Exploration campaign portfolio direction: — Prioritizes and funds exploration campaigns — geophysical/geochemical surveys, temperature-gradient and test-drilling programs — across a portfolio of prospects, deciding which advance to drilling targets and which are retired.
Cross-functional development integration: — Aligns geoscience resource output with drilling, engineering, generation, environmental and commercial functions so subsurface uncertainty is weighed alongside drilling and environmental risk in enterprise development decisions.
External and regulatory representation: — Represents the company on geothermal resource and technical strategy in industry bodies, regulatory and policy forums and standards discussions, where positions taken influence permitting, capital access and the license to explore.
Executive geoscience talent leadership: — Builds and develops the geothermal geoscience organization — hiring and leading Directors and principal scientists, setting technical-review and mentoring cadence — to sustain subsurface-assessment capability as a durable enterprise asset.
Capital and partnership negotiation: — Negotiates joint-venture exploration terms, resource-sharing arrangements and drilling-risk allocation with partner developers, capital providers and off-takers on matters that can affect company viability.

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

Geothermal — 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 2014–2024, BLS OEWSobserved

+74.4%Managers, All Other · United States

361,900 → 630,980 jobs

BLS published no Managers, All Other employment before 2014 (this occupation code enters the OEWS series then), so the window shown is the widest one actually observed.

106,700 openings / year, split into:

replacement / exits 100,698

Growth — new jobs (6%)Exits — backfill (94%)

6% of hiring here is genuine expansion; the rest backfills people who move on.

Projected growth 2024–34 expanding: +4.5%
Growth share of hiring: 6%
Exit / retention pressure high: 94%
Openings / year: 106,700

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 it pays — by metro

OEWS metro median

San Jose-Sunnyvale-Santa Clara, CA$572k

San Francisco-Oakland-Fremont, CA$513k

Washington-Arlington-Alexandria, DC-VA-MD-WV$475k

Boulder, CO$468k

Seattle-Tacoma-Bellevue, WA$468k

Boston-Cambridge-Newton, MA-NH$448k

Lexington Park, MD$437k

Trenton-Princeton, NJ$434k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $343k; 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 E3 (E3 — Vice President) from the levels around it — this level only. Every word is real canon for this profile.

Scope: A division
Autonomy: Accountable for division strategy and P&L
Complexity: Market and competitive strategy
Impact: Division-wide
Decision rights: Owns division strategy, budget, and org
Leadership: Leads a division's leadership 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 E3 is E4.

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
Geothermal Operations Manager	jf_geothermal::M3	$120,351†	confident0.06
Geothermal Engineer	jf_geothermal::P3	$82,468†	confident0.06
Senior Geothermal Plant Technician	jf_geothermal::S3	$49,566†	confident0.06
SVP of Geothermal Operations	jf_geothermal::E2	$322,728†	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 11-9199

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

E3

jf_geothermal::E3

Chief Geothermal Officer

Geothermal

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: E
Superfunction: industrial_energy_operations
Function: geoscience
Family: geothermal
Universal level: 3 / 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").

Geology · E3review0.17

Geomatics · E3review0.17

Geophysics · E3review0.17

Petrophysics · E3review0.17

Technologist · E3review0.17

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 11-9199	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)