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Key statistics

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

4 of 8

Track

Executive

Family rungs priced

E1 · E2 · E3 · E4

19-0000

industrial_energy_operations

Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

Top executive accountable for the organization's entire subsurface and petrophysical evaluation strategy across all assets. At the Senior Vice President (E4) level, the role owns multiple divisions, enterprise strategy and external stakeholders, and drives cross-division / enterprise. Leads division leaders.

What this level does

Oversee a large subsurface/technical portfolio spanning multiple strategic areas (exploration, development, production evaluation) with high autonomy and corporate-level impact.
Participate in enterprise strategic development, positioning petrophysical and formation-evaluation capability as a driver of portfolio-level resource and investment decisions.
Engage regularly with the board, CEO and industry leaders on subsurface technical risk, reserves credibility and the evaluation basis for major capital commitments.
Set the cross-business technical vision that ensures petrophysical standards, data-acquisition philosophy and reservoir-characterization approach are consistent across all businesses.
Serve as final enterprise technical authority for formation-evaluation decisions of a scale that shapes corporate direction and long-term asset strategy.

Knowledge applied: Participates in enterprise strategic development, positioning formation-evaluation capability across a broad multi-area technical portfolio.
Complexity & problem solving: Exercises high autonomy on corporate-impact decisions; differs from E3 primarily in portfolio breadth and the direct board/market accountability for subsurface technical risk, not in a categorically different problem class. This band is an extrapolation — the source evidence tops out at principal/advisor and provides no petrophysics-specific attestation of a President/Chief-Officer subsurface track.
Collaboration & interaction: Engages board, CEO and industry leaders regularly; sets cross-business technical direction with broad organizational reach.
Typical experience: 20+ years of extensive corporate subsurface strategy and executive leadership experience.

Skills at this level

Formation Evaluation Strategy: — Directs how rock and fluid properties, log-derived saturation, and reservoir quality are assessed across the organization, setting the evaluation basis used for well and field decisions.
Petrophysical Data Acquisition Governance: — Sets standards and budgets for wireline and MWD/LWD logging, RCAL/SCAL core measurement, formation pressure and fluid sampling, production logging, and cement evaluation, ensuring acquisition programs return the data formation evaluation depends on.
Core-Log Integration Leadership: — Governs how core measurements, well logs and geologic analysis are reconciled into a coherent reservoir characterization, arbitrating discrepancies between core-derived and log-derived rock properties.
Unconventional & Complex Reservoir Methodology: — Establishes the approved interpretation approach for thin beds, laminated sands and tight gas/oil, including refined saturation-height methods, where standard log analysis under-reads pay.
Reserves-Relevant Interpretation Governance: — Owns the technical framework under which petrophysical interpretation that supports booked volumes is reviewed and approved, managing the enterprise risk carried by saturation and net-pay decisions.
Cross-Disciplinary Subsurface Integration: — Aligns petrophysics with geology, geophysics and reservoir/production engineering so that formation-evaluation outputs feed reservoir modeling, development-well planning and enhanced-recovery decisions.
Petrophysical Software & Automation Standards: — Sets enterprise standards for interpretation platforms (e.g., Interactive Petrophysics, Geolog, Petrel, WellCAD) and for Python/MATLAB automation of workflows, algorithm development, modeling and visualization across asset teams.
Technical Arbitration & Standard-Setting: — Acts as the ultimate technical authority resolving disputed formation-evaluation calls and defining the standards other petrophysicists work within across the organization.
External Technical Representation: — Represents the organization's formation-evaluation methodology and reserves positions in partner, regulatory and industry forums, negotiating technical credibility with external stakeholders.
Technical Talent & Capability Development: — Builds the petrophysics bench through mentorship of junior interpreters and structured propagation of best practice, converting individual expertise into durable functional capability.
Stakeholder Technical Communication: — Translates complex petrophysical concepts and uncertainty into decisions and commitments understood by both technical peers and non-technical executive, board and partner audiences.

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

Petrophysics — 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 19-0000 · national

Employment growth 2019–2024, BLS OEWSobserved

-22.9%Geoscientists, Except Hydrologists and Geographers · United States

29,200 → 22,510 jobs

2,000 openings / year, split into:

replacement / exits 1,919

Growth — new jobs (4%)Exits — backfill (96%)

4% of hiring here is genuine expansion; the rest backfills people who move on.

Projected growth 2024–34 expanding: +3.2%
Growth share of hiring: 4%
Exit / retention pressure high: 96%
Openings / year: 2,000

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 E4 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$632k

San Francisco-Oakland-Fremont, CA$567k

Washington-Arlington-Alexandria, DC-VA-MD-WV$525k

Boulder, CO$518k

Seattle-Tacoma-Bellevue, WA$518k

Boston-Cambridge-Newton, MA-NH$496k

Lexington Park, MD$483k

Trenton-Princeton, NJ$480k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $380k; 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 E4 (E4 — Senior Vice President) from the levels around it — this level only. Every word is real canon for this profile.

Scope: Multiple divisions
Autonomy: Owns cross-division strategy
Complexity: Enterprise strategy and external stakeholders
Impact: Cross-division / enterprise
Decision rights: Owns strategy and investment across divisions
Leadership: Leads division leaders

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

Promotion

E4is 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
Senior Manager, Petrophysics	jf_petrophysics::M4	$167,689†	confident0.06
Senior Petrophysicist	jf_petrophysics::P4	$109,466†	confident0.06
Petrophysics Technician	jf_petrophysics::S4	$56,408†	confident0.06
Chief Petrophysicist	jf_petrophysics::E3	$352,063†	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 19-2042

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

E4

jf_petrophysics::E4

Chief Subsurface Officer

Petrophysics

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: geoscience
Family: petrophysics
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").

Geology · E4review0.17

Geomatics · E4review0.17

Geophysics · E4review0.17

Geothermal · E4review0.17

Technologist · E4review0.17

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 19-2042	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)