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Key statistics

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

4 of 8

Track

Management

Family rungs priced

M1 · M2 · M3 · M4 · M5 · M6

17-0000

industrial_energy_operations

Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

Leads multiple mine planning teams and oversees the development of comprehensive mine plans across a site or region. At the Director (M4) level, the role owns a function or department, strategic priorities and cross-functional alignment, and drives function-level results. Leads managers; sets direction for the function.

What this level does

Manage multiple mine engineering sections or the full engineering function across a site, aligning mine planning strategy with business objectives where poor decisions could jeopardize production continuity
Direct comprehensive feasibility studies and risk assessments (pre-feasibility and feasibility technical reports, Whittle optimization, ore blending, development and operations scheduling) to support project viability
Oversee entire mine engineering operations, managing both technical systems and personnel, and delegating production tracking and monthly reporting with business and technical staff
Engage senior site and regional leaders on functional strategy, navigating regulatory issues and setting engineering policy across sections

Knowledge applied: Sets engineering strategy for multiple sections; applies feasibility, optimization, and risk-assessment expertise aligned to business objectives.
Complexity & problem solving: Addresses strategic policy and viability issues where errors could jeopardize production continuity; directs feasibility and risk work.
Collaboration & interaction: Engages senior site and regional leaders on functional strategy and regulatory matters.
Typical experience: 8–10+ years with complex mine engineering team/org leadership.

Skills at this level

Mine planning: — Directs the design and sequencing of surface and underground mine development, covering extraction methods, layout, and production scheduling to meet resource and economic targets.
Ventilation: — Oversees mine ventilation design and monitoring to maintain safe underground air quality and airflow across development and production areas.
Explosives engineering and rock mechanics: — Guides evaluation of blasting design and ground/rock behavior, applying complex scientific studies to ensure safe and effective extraction.
Feasibility and economic analysis: — Leads pre-feasibility and feasibility technical reports, Whittle optimization, ore blending, and economic investigations to establish project viability of solid mineral resources.
Reclamation, environmental and sustainability compliance: — Ensures mines are operated in safe and environmentally sound ways, solving land reclamation, water and air pollution problems and maintaining compliance with environmental regulation.
Safety and regulatory compliance: — Enforces mining safety standards and navigates regulatory issues across mine planning and operations to keep engineering designs and practices compliant.
Mine production oversight: — Project-manages the mining production process, monitoring production methods and rates and delegating production tracking to keep operations efficient.
Software and CAD proficiency: — Applies mine-design software (e.g., Maptek Vulcan) and CAD/surveying tools (AutoCAD, MicroStation) to develop and communicate mine methods and structures.
Surveying and subsurface assessment: — Directs subsurface surveys to characterize potential development sites and analyzes results to assess mineral presence and extraction potential.
People leadership and development: — Guides, directs, and motivates subordinates by setting performance standards, monitoring performance, mentoring, and building training programs for engineers and technicians.
Technical documentation and specification: — Reviews and specifies technical devices, parts, and equipment, ensuring documentation, drawings, layouts, and detailed instructions are accurate and complete.
Stakeholder and business development: — Consults with industry stakeholders on research and technical advancements and engages in relationship building and business development around mining projects.

Model-authored from 16 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

Mining Engineering — 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

+7.8%Mining and Geological Engineers, Including Mining Safety Engineers · United States

6,280 → 6,770 jobs

400 openings / year, split into:

replacement / exits 395

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: +0.7%
Growth share of hiring: 1%
Exit / retention pressure high: 99%
Openings / year: 400

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 M4 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$279k

San Francisco-Oakland-Fremont, CA$251k

Washington-Arlington-Alexandria, DC-VA-MD-WV$232k

Boulder, CO$229k

Seattle-Tacoma-Bellevue, WA$229k

Boston-Cambridge-Newton, MA-NH$219k

Lexington Park, MD$213k

Trenton-Princeton, NJ$212k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $168k; 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 M4 (M4 — Director) from the levels around it — this level only. Every word is real canon for this profile.

Scope: A function or department
Autonomy: Owns area strategy and budget
Complexity: Strategic priorities and cross-functional alignment
Impact: Function-level results
Decision rights: Owns strategy, budget, and org design for the area
Leadership: Leads managers; sets direction for the function

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

Promotion

The next rung from M4 is M5.

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 Mining Officer	jf_mining_engineering::E4	$389,207†	confident0.06
Senior Mining Engineer	jf_mining_engineering::P4	$109,466†	confident0.06
Advanced Mine Planning Technician	jf_mining_engineering::S4	$56,408†	confident0.06
Mining Engineering Manager	jf_mining_engineering::M3	$120,351†	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 17-2151

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

M4

jf_mining_engineering::M4

Senior Manager, Mining Engineering

Mining Engineering

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: engineering_expansion
Family: mining_engineering
Universal level: 4 / 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").

Aeronautical · M4review0.17

Agricultural · M4review0.17

Agronomist · M4review0.17

Application Services · M4review0.17

Chemical · M4review0.17

Communication · M4review0.17

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 17-2151	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)