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Key statistics

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

1 of 8

Track

Executive

Family rungs priced

E1 · E2 · E3 · E4

11-0000

industrial_energy_operations

Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

Executive who leads all ore processing, comminution, and metal extraction operations across the company's processing plants. At the Director (Executive) (E1) level, the role owns a significant function with strategic authority, strategic and cross-functional, and drives function-wide enterprise impact. Executive leadership of a function.

What this level does

Leads the complete processing plant function through operations and maintenance Directors, owning whole-plant performance against recovery, throughput and availability targets for the crushing, grinding, flotation and CIP circuits.
Establishes and maintains the reporting systems that cover plant performance, safety, environmental compliance and production metrics, and holds Directors accountable for closing gaps against design criteria.
Owns the plant's safety discipline and environmental permit obligations — emissions, chemical handling in mineral extraction, and PPE/risk-assessment culture — as a serious functional consequence of failure.
Sets the annual operating budget and capital plan for the plant, sanctioning circuit maintenance and debottlenecking investments and defending them to divisional leadership.
Interfaces with major customers (concentrate offtakers), geologists and mine engineers to ensure feed characteristics and downstream product specifications are met.

Knowledge applied: Applies detailed knowledge of the processing plant and its circuits — crushing, grinding, flotation, CIP — together with the reporting, safety and environmental systems that govern them, to set functional strategy for a single plant or sub-function.
Complexity & problem solving: Solves whole-plant problems: recovery and throughput shortfalls, availability losses and compliance gaps against design criteria. Works within an existing plant rather than designing a new one; failure carries serious functional and business consequence.
Collaboration & interaction: Interfaces with other site executives, concentrate offtakers, and mine geologists/engineers to align feed and product; directs the function through operations and maintenance Directors (M5s).
Typical experience: 12–15+ years in mineral processing operations with both functional and management experience; typically a Metallurgy, Chemical Engineering or Mineral Processing degree plus prior plant-management responsibility.

Skills at this level

Mineral Processing Plant Operations: — Directs the running of crushing, grinding, flotation and carbon-in-pulp (CIP) circuits so that valuable minerals are separated from waste at target recovery and throughput, and translates circuit performance into whole-plant strategy.
Plant Performance Reporting Systems: — Establishes and governs the systems that report plant performance, safety, environmental compliance and production metrics, and holds the organization accountable for acting on the data to improve operations.
Environmental Compliance and Permitting: — Owns the plant's emissions, chemical-handling and permit obligations for mineral extraction, and sets the enterprise posture toward regulators and communities on processing environmental risk including tailings.
Processing Safety Leadership: — Sets and enforces the safety discipline of the process plant — PPE, defect reporting, risk assessment and lone/team-working practice — as an executive accountability whose failure carries serious business consequence.
Front-End Study and Feasibility Management: — Governs early-stage processing projects, deciding which scoping and pre-feasibility studies advance and approving the design criteria and mass/energy balances that define a plant that does not yet exist.
Capital Allocation for Processing Assets: — Sets operating and capital plans for processing plants and expansions, sanctioning debottlenecking and new-circuit investment against recovery, cost and commodity-cycle economics.
Process Control and Automation Strategy: — Directs the control philosophy for processing plants — PLC, SCADA and HMI systems and industrial field networks — deciding where automation and digital plant performance investment protects recovery and cost position.
Commissioning and Execution Oversight: — Provides executive oversight and problem-solving across process-plant systems through the execution and commissioning phases of major projects, resolving field issues that threaten start-up and ramp-up.
Industry Standard-Setting and External Representation: — Represents the enterprise in shaping mineral-processing industry regulations and standards and participates in external strategy forums on behalf of the company.
Concentrate Offtake and Feed Alignment: — Aligns processing plant output specifications and feed characteristics with concentrate offtakers, geologists and mine engineers, and negotiates offtake and reagent-supply arrangements that affect plant economics.

Model-authored from 15 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 Processing Plant — 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 11-0000 · national

Employment growth 2019–2024, BLS OEWSobserved

+18.7%Construction Managers · United States

293,380 → 348,330 jobs

46,800 openings / year, split into:

replacement / exits 42,012

Growth — new jobs (10%)Exits — backfill (90%)

10% of hiring here is genuine expansion; the rest backfills people who move on.

Projected growth 2024–34 expanding: +8.7%
Growth share of hiring: 10%
Exit / retention pressure high: 90%
Openings / year: 46,800

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 E1 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$291k

San Francisco-Oakland-Fremont, CA$261k

Washington-Arlington-Alexandria, DC-VA-MD-WV$242k

Boulder, CO$238k

Seattle-Tacoma-Bellevue, WA$238k

Boston-Cambridge-Newton, MA-NH$228k

Lexington Park, MD$222k

Trenton-Princeton, NJ$221k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $175k; 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 E1 (E1 — Director (Executive)) from the levels around it — this level only. Every word is real canon for this profile.

Scope: A significant function with strategic authority
Autonomy: Sets functional strategy
Complexity: Strategic and cross-functional
Impact: Function-wide enterprise impact
Decision rights: Owns strategy and investment for the function
Leadership: Executive leadership of a 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 E1 is E2.

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
Processing Plant Supervisor	jf_mining_processing_plant::M1	$85,619†	confident0.06
Associate Process Engineer	jf_mining_processing_plant::P1	$61,862†	confident0.06
Processing Plant Operator	jf_mining_processing_plant::S1	$37,323†	confident0.06
SVP, Mineral Processing Operations	jf_mining_processing_plant::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 11-9021

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

E1

jf_mining_processing_plant::E1

VP, Mineral Processing Plant Operations

Mining Processing Plant

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: plant_operations
Family: mining_processing_plant
Universal level: 1 / 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").

Nuclear Power Plant · E1review0.17

Plant Maintenance (Energy/Mining) · E1review0.17

Plant Operations (Energy/Mining) · E1review0.17

Power Plant Management · E1review0.17

Refinery · E1review0.17

Renewables Plant · E1review0.17

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 11-9021	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)