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Key statistics

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

4 of 8

Track

Support

Family rungs priced

S1 · S2 · S3 · S4 · S5

17-0000

industrial_energy_operations

Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

Provides advanced technical support for mine planning and scheduling activities under general engineering direction. At the Lead Support Specialist (S4) level, the role owns team process and quality, cross-case patterns and process gaps, and drives team-level quality and efficiency. Mentors and coordinates the support team.

What this level does

Adapt drafting, survey and data-tracking procedures for unprecedented situations — new mine areas, changed layouts or non-standard permit conditions — determining the method where no template exists
Resolve conflicts across survey records, CAD models and production logs, recommending corrections and explaining the downstream implications to engineering staff
Administer the reclamation/engineering permit documentation process end to end, handling non-routine agency requirements and tracking cost/impact data through revisions
Act as working lead on drafting and reporting for a project team, reviewing junior technicians' output and informally guiding their technique

Knowledge applied: Extensive knowledge of mine support procedures and their administration, enough to adapt them for unprecedented mine areas, layouts and permit conditions.
Complexity & problem solving: Understands downstream implications of documentation and survey errors; determines methods for new assignments and recommends corrective solutions.
Collaboration & interaction: May informally guide and review less experienced technicians; interfaces with agencies and engineers on non-routine permit and data matters.
Typical experience: 4–6 yrs; advanced mining-support experience.

Skills at this level

Mine CAD Drafting: — Produces and maintains CAD drawings of mine layouts, workings, ventilation, drainage, lighting, hoisting and power-supply systems from engineers' redlines and specifications.
Mine Surveying Support: — Records and reduces field survey readings into layout drawings and records, resolving discrepancies between measured data and existing mine models.
Permit and Reclamation Documentation: — Assembles, files and routes mine engineering and reclamation permit packages through documentation, evaluation and approval workflows, checking completeness and non-routine agency requirements.
Production Data Tracking: — Logs and reconciles daily/monthly mine production figures, investigating deviations from expected production rates and estimated reclamation costs.
Technical Report and Instruction Preparation: — Prepares reports, work instructions and technical device/parts specifications for other workers from engineers' outlines, using standard templates.
Detail Orientation: — Ensures drafting, survey records and instructions are accurate given the safety stakes of mine operations, catching missing or inconsistent items before submission.
Procedure Adaptation and Standardization: — Adapts drafting, survey and tracking methods for unprecedented mine situations and creates standardized procedures and templates for the support group.
Work Sequencing and Coordination: — Organizes drafting, survey and reporting tasks into a coherent sequence so a planning or reporting package is delivered to deadline without daily instruction.
Technician Guidance: — Reviews junior technicians' CAD and documentation output and informally guides their technique as a working lead on the support team.

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

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 S4 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$94k

San Francisco-Oakland-Fremont, CA$84k

Washington-Arlington-Alexandria, DC-VA-MD-WV$78k

Boulder, CO$77k

Seattle-Tacoma-Bellevue, WA$77k

Boston-Cambridge-Newton, MA-NH$74k

Lexington Park, MD$72k

Trenton-Princeton, NJ$71k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $56k; 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 S4 (S4 — Lead Support Specialist) from the levels around it — this level only. Every word is real canon for this profile.

Scope: Team process and quality
Autonomy: Works independently; owns improvements
Complexity: Cross-case patterns and process gaps
Impact: Team-level quality and efficiency
Decision rights: Owns process and quality decisions for the team
Leadership: Mentors and coordinates the support 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 S4 is S5.

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 Manager, Mining Engineering	jf_mining_engineering::M4	$167,689†	confident0.06
Senior Mining Engineer	jf_mining_engineering::P4	$109,466†	confident0.06
Senior Mining Technician	jf_mining_engineering::S3	$49,566†	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

S4

jf_mining_engineering::S4

Advanced Mine Planning Technician

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: S
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 · S4review0.17

Agricultural · S4review0.17

Agronomist · S4review0.17

Application Services · S4review0.17

Chemical · S4review0.17

Communication · S4review0.17

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)