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Key statistics

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

3 of 8

Track

Management

Family rungs priced

M1 · M2 · M3 · M4 · M5 · M6

53-0000

industrial_energy_operations

Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

Manages a team responsible for safe vessel and platform positioning, ballast control, and subsea operations. At the Senior Manager (M3) level, the role owns multiple teams or a sub-function, multi-team execution and resourcing trade-offs, and drives sub-function outcomes. Manages managers and/or several teams.

What this level does

Responsible for the overall day-to-day management of assigned vessels within the Marine Operations Department, evaluating operational trends across diverse issues to adjust deployment
Oversees the maintenance, repair and efficient operation of the marine fleet while ensuring compliance with safety and environmental regulations
Establishes and controls the unit's operating budget, invoicing and forecasting, managing margins and costs within budgetary limits to achieve targets
Leads functional teams and coordinates with customers, vendors and USCG on vessel movements, inspections and cargo-handling performance
Supervises waterfront staff — recruiting, training, evaluating performance and recommending discipline — for the department's operations

Knowledge applied: Applies management knowledge of fleet maintenance, safety/environmental regulation and budget administration to run an assigned vessel portfolio.
Complexity & problem solving: Evaluates diverse operational issues and trends to adjust deployment, maintenance and cargo-handling plans; balances cost against service.
Collaboration & interaction: Leads functional and customer-facing teams; interacts with vendors and USCG on inspections and movements.
Typical experience: 5–7+ years managing professionals and budgets; bachelor's in marine engineering/nautical science; USCG-licensed Deck Officer experience preferred.

Skills at this level

Marine Operations Coordination: — Coordinates and oversees vessel movements, cargo handling and personnel movements to keep waterfront operations running safely and on schedule.
Marine Logistics Scheduling: — Schedules loading and unloading of cargo and sequences vessel movements to ensure timely delivery and efficient resource utilization while minimizing operational disruptions.
Marine Safety & Environmental Compliance: — Ensures fleet and waterfront operations meet marine safety and environmental regulations and standards, and reports inspections and certification renewals to the Director, Port Captain and Chief Port Engineer while scheduling USCG inspection dates.
Fleet Maintenance Oversight: — Oversees the maintenance, repair and efficient operation of the marine fleet, planning work to keep vessels serviceable and compliant.
Marine Operations Budget Management: — Establishes department budgets and manages invoicing, margins, costs and forecasting for marine operations, controlling costs within budgetary limits to achieve targets.
Waterfront Staff Supervision: — Recruits, screens, interviews, hires, trains and evaluates waterfront and marine operations employees, provides guidance and feedback, and counsels or recommends discipline as required.
Operations Log Management: — Reviews the operations log, reads back log entries and maintains operational reports, records and documentation for accurate shift and vessel accountability.
Marine Navigation & Communication Systems Proficiency: — Uses modern marine navigation and communication systems to direct and monitor vessel movements and coordinate with vessels, terminals and agencies.
Marine Community Stakeholder Management: — Handles clients diplomatically and networks with vendors, operators and agencies across the marine community to sustain operational relationships and service.
Marine Operations Strategy: — Blends operational and strategic aspects of maritime operations, planning and coordinating personnel and activities across cargo, terminal, fishing-vessel and mooring facilities.

Model-authored from 19 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

Marine Operations — 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 53-0000 · national

Employment growth 2019–2024, BLS OEWSobserved

+2.0%Ship Engineers · United States

8,410 → 8,580 jobs

1,100 openings / year, split into:

replacement / exits 1,086

Growth — new jobs (1%)Exits — backfill (99%)

1% of hiring here is genuine expansion; the rest backfills people who move on.

Projected growth 2024–34 expanding: +1.6%
Growth share of hiring: 1%
Exit / retention pressure high: 99%
Openings / year: 1,100

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 M3 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$207k

San Francisco-Oakland-Fremont, CA$186k

Washington-Arlington-Alexandria, DC-VA-MD-WV$172k

Boulder, CO$169k

Seattle-Tacoma-Bellevue, WA$169k

Boston-Cambridge-Newton, MA-NH$162k

Lexington Park, MD$158k

Trenton-Princeton, NJ$157k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $124k; 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 M3 (M3 — Senior Manager) from the levels around it — this level only. Every word is real canon for this profile.

Scope: Multiple teams or a sub-function
Autonomy: Sets goals within functional strategy
Complexity: Multi-team execution and resourcing trade-offs
Impact: Sub-function outcomes
Decision rights: Owns goals, budget input, and people decisions across teams
Leadership: Manages managers and/or several teams

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

Promotion

The next rung from M3 is M4.

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 Marine Officer	jf_marine_operations::E3	$352,063†	confident0.06
Marine Operations Engineer	jf_marine_operations::P3	$82,468†	confident0.06
Senior Marine Operations Technician	jf_marine_operations::S3	$49,566†	confident0.06
Senior Supervisor, Marine Operations	jf_marine_operations::M2	$110,455†	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 53-5031

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

M3

jf_marine_operations::M3

Marine Operations Manager

Marine Operations

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: M
Superfunction: industrial_energy_operations
Function: field_operations
Family: marine_operations
Universal level: 3 / 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 · M3review0.17

Drilling Operations · M3review0.17

Field Maintenance · M3review0.17

Field Measurement · M3review0.17

Mining Operations · M3review0.17

Field Operations · M3review0.17

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 53-5031	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)