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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

49-0000

industrial_energy_operations

Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

Top executive accountable for the safe, reliable operation and maintenance of all plant, engine room, and nuclear facility equipment across the organization. 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 large plant-operations and asset-integrity portfolios spanning multiple business areas, with high autonomy and corporate-level accountability for maintenance and reliability outcomes
Participate in enterprise strategic development, integrating maintenance, reliability, and asset-lifecycle strategy into corporate cost, safety, and production planning
Govern maintenance capital allocation across the full portfolio of mines/plants and utilities, setting the framework within which regional heads plan their multi-year programs
Represent the company at the most senior level with industry leaders and regulators on enterprise reliability risk and major environmental/regulatory exposure related to plant operations
Set the corporate technology and modernization agenda for plant systems, deciding where predictive/preventive maintenance and equipment/processing-system renewal are adopted across the portfolio

Knowledge applied: Applies enterprise-wide strategic judgment across multiple plant-operations and asset-integrity areas, setting the corporate framework for reliability, capital allocation, and maintenance-technology direction. Differs from E3 principally in portfolio breadth — the whole enterprise rather than one region — rather than in any new category of accountability the evidence establishes.
Complexity & problem solving: Participates in enterprise strategic development with high autonomy and corporate impact; decides where predictive/preventive maintenance and equipment/processing-system renewal are adopted across the full portfolio.
Collaboration & interaction: Represents plant operations at the most senior level with industry leaders and regulators; leads across businesses and functions with broad organizational reach.
Typical experience: 20+ years of corporate strategy and leadership experience across plant-operations and reliability domains.

Skills at this level

Integrated Predictive/Preventative Maintenance Program Design: — Establishes and administers a plant-wide maintenance system spanning predictive and preventative regimes, work-order procedures, and optimized parts inventory, so equipment, utilities, and facilities run at optimum efficiency.
Maintenance Capital Portfolio Planning: — Builds and controls the multi-year maintenance capital plan — preparing capital appropriation requests, developing competitive equipment/service bids, releasing purchase-order contracts, and controlling project funds against downtime and reliability targets.
Plant Reliability & Asset Lifecycle Strategy: — Sets the capital-versus-repair and renewal-versus-run doctrine for aging plant, power-distribution, HVAC, and mechanical/hydraulic assets, driving measurable Safety, Quality, and Reliability performance across the asset lifecycle.
CMMS-Driven Work Management: — Governs the Computerized Maintenance Management System as the backbone of work-order flow, fault notification and trouble-call logging, PM scheduling, and reliability record accuracy across the maintenance organization.
Cross-Domain Maintenance Troubleshooting Oversight: — Directs resolution of electrical, mechanical, and hydraulic malfunctions across the plant, drawing on certified/ticketed craft-specialist depth to set standards for how faults are diagnosed and repaired with minimum line downtime.
Third-Party Engineering & OEM Project Governance: — Oversees facility and equipment designs executed by external engineering firms and OEMs for expansion and maintenance capital projects, exercising project management and reconciling their designs with in-house reliability and lifecycle standards.
Utilities & Facilities Uptime Management: — Takes accountability for the availability of utility services, power-distribution systems, and HVAC alongside production machinery, ensuring the whole installed plant remains operational and cost-effective.
Maintenance Regulatory & Environmental Compliance: — Navigates jurisdictional regulatory issues affecting mining/energy operations and balances operational efficiency against safety and environmental responsibility across the sites in scope.
Maintenance Organization Leadership: — Provides engineering guidance and leadership through Directors, Superintendents, and VPs — supervising and coaching leaders, completing performance reviews, and delegating production and reliability tracking to subordinate leaders.
Plant Technology & Modernization Assessment: — Stays current on technology related to plant operations and recommends equipment/processing-system modifications and replacement, deciding where new predictive and asset-renewal technology reshapes maintenance practice.

Model-authored from 21 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

Plant Maintenance (Energy/Mining) — 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 49-0000 · national

Employment growth 2019–2024, BLS OEWSobserved

+7.9%Maintenance and Repair Workers, General · United States

1,418,990 → 1,531,700 jobs

159,800 openings / year, split into:

replacement / exits 153,607

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: +3.8%
Growth share of hiring: 4%
Exit / retention pressure high: 96%
Openings / year: 159,800

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 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$669k

San Francisco-Oakland-Fremont, CA$600k

Washington-Arlington-Alexandria, DC-VA-MD-WV$555k

Boulder, CO$548k

Seattle-Tacoma-Bellevue, WA$548k

Boston-Cambridge-Newton, MA-NH$524k

Lexington Park, MD$511k

Trenton-Princeton, NJ$508k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $402k; 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, Plant Maintenance	jf_plant_maintenance_energy_mining::M4	$167,689†	confident0.06
Senior Plant Maintenance Engineer	jf_plant_maintenance_energy_mining::P4	$109,466†	confident0.06
Advanced Plant Maintenance Technician	jf_plant_maintenance_energy_mining::S4	$56,408†	confident0.06
Chief Plant Maintenance Officer	jf_plant_maintenance_energy_mining::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 49-9071

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_plant_maintenance_energy_mining::E4

Chief Plant Officer

Plant Maintenance (Energy/Mining)

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: plant_maintenance_energy_mining
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").

Mining Processing Plant · E4review0.17

Nuclear Power Plant · E4review0.17

Plant Operations (Energy/Mining) · E4review0.17

Power Plant Management · E4review0.17

Refinery · E4review0.17

Renewables Plant · 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 49-9071	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)