People Analytics Toolbox

Ask about this role

grounded in this role's JobFrame record + structure

Download this job's description (markdown) → derived live from this record.

Key statistics

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

5 of 8

Track

Support

Family rungs priced

S1 · S2 · S3 · S4 · S5

—

industrial_energy_operations

Coordinates

2 / 4 spaces

pay@2 · 2026-07

What this role is

Senior individual-contributor mining engineer who leads mine planning efforts and provides expert technical guidance across projects. At the Principal Support Specialist (S5) level, the role owns function-wide support practice, program-level and systemic support problems, and drives support strategy across the function. Subject-matter authority; shapes the practice.

What this level does

Create and standardize CAD drafting, survey-reduction and production-tracking procedures for the mining support group, and train technicians on them
Serve as the working lead and technical-support reference for report preparation supporting pre-feasibility/feasibility packages, scheduling and economic-analysis inputs
Develop templates and data-handling methods that improve accuracy of production tracking against estimated reclamation costs and production rates
Facilitate resolution of the most complex documentation and permit-package issues, providing peer guidance and representing support work in engineering reviews

Knowledge applied: Highly skilled in mining engineering support; contributes to creation of new drafting, survey-reduction and tracking procedures within that specialty.
Complexity & problem solving: Resolves complex documentation, survey and production-data issues; develops techniques and templates that others adopt.
Collaboration & interaction: Acts as working lead/facilitator, provides peer guidance and trains technicians; represents support work in engineering reviews.
Typical experience: 6+ yrs; expert in the mining engineering support specialty.

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?

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 it pays — by metro

OEWS metro median

San Jose-Sunnyvale-Santa Clara, CA$101k

San Francisco-Oakland-Fremont, CA$91k

Washington-Arlington-Alexandria, DC-VA-MD-WV$84k

Boulder, CO$83k

Seattle-Tacoma-Bellevue, WA$83k

Boston-Cambridge-Newton, MA-NH$79k

Lexington Park, MD$77k

Trenton-Princeton, NJ$77k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $61k; 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 S5 (S5 — Principal Support Specialist) from the levels around it — this level only. Every word is real canon for this profile.

Scope: Function-wide support practice
Autonomy: Sets direction for the support discipline
Complexity: Program-level and systemic support problems
Impact: Support strategy across the function
Decision rights: Authority over support practice and standards
Leadership: Subject-matter authority; shapes the practice

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

Promotion

S5is 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
Chief Mining Officer	jf_mining_engineering::E5	$340,737†	confident0.06
Director of Mining Engineering	jf_mining_engineering::M5	$188,371†	confident0.06
Staff Mining Engineer	jf_mining_engineering::P5	$138,423†	confident0.06
Advanced Mine Planning Technician	jf_mining_engineering::S4	$56,408†	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

S5

jf_mining_engineering::S5

Lead Mining Engineer

Mining Engineering

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: S
Superfunction: industrial_energy_operations
Function: engineering_expansion
Family: mining_engineering
Universal level: 5 / 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").

Aeronautical · S5review0.17

Agricultural · S5review0.17

Agronomist · S5review0.17

Application Services · S5review0.17

Chemical · S5review0.17

Communication · S5review0.17

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)