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Key statistics

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

3 of 8

Track

Management

Family rungs priced

M1 · M2 · M3 · M4 · M5 · M6

11-0000

industrial_energy_operations

Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

Manages the daily operation, maintenance, and administration of a single non-nuclear power or mining plant. At the Senior Manager (M3) level, the role owns multiple teams or a sub-function, multi-team execution and resourcing trade-offs, and drives sub-function outcomes. Manages managers and/or several teams.

What this level does

Manage the daily operations of a power generation plant or major section, evaluating operating trends across diverse equipment issues to keep the plant efficient, safe, and within regulatory requirements
Lead operations supervisors and cross-functional professionals (operations, maintenance, safety), holding them accountable for unit performance and OSHA-compliant work
Own the operating budget and resource plan for the department, ensuring the plant meets energy production needs while staying within set cost targets
Verify that all equipment is up to date and performing to government and industry standards, directing testing, corrective actions, and documentation of safety violations
Interface with grid dispatch, regulators, and internal customers to align plant operations with load requirements and compliance obligations

Knowledge applied: Applies broad operations knowledge to run daily plant operations, evaluating trends across diverse equipment and regulatory issues.
Complexity & problem solving: Solves diverse operating problems and evaluates trends across units to sustain efficiency, safety, and compliance.
Collaboration & interaction: Leads functional operations teams and interfaces with grid dispatch, regulators, and internal customers.
Typical experience: 5–7+ years managing operations professionals and operating budgets.

Skills at this level

Power Generation Operations Supervision: — Directs shift crews and operators in monitoring, starting up, shutting down, and adjusting boilers, turbines, generators, and auxiliary equipment to meet dispatch and load requirements safely.
People Management: — Manages operators, technicians, supervisors, external partners, and — at senior levels — other managers, since managing people is the heart of running a power plant across the leadership ladder.
Regulatory and Safety Compliance: — Ensures plant operations stay within safe and regulatory limits, verifies work meets OSHA and industry standards, and reports and records safety violations and corrective actions.
Equipment Testing and Diagnostics Oversight: — Directs the examination and testing of electrical power distribution machinery and equipment using testing devices to detect and mitigate operating problems before failure.
Emergency and Outage Response Management: — Coordinates response to power outages and emergencies — placing standby emergency generators on line, monitoring their temperature, output, and lubrication, and calling in necessary personnel.
Operating Budget and Production Management: — Ensures the plant meets energy production needs while staying within a set budget, balancing efficiency, reliability, and cost across the units managed.
Operations Communication and Coordination: — Communicates clearly with managers, engineers, and repair technicians to coordinate tasks and give clear instructions on operating procedures, repairs, and emergency response.
Control Systems Monitoring: — Uses control room interfaces, SCADA, and distributed control systems (DCS) to monitor plant indicators and generation units and detect evidence of operating problems.
Cross-Departmental Operations Strategy: — Provides strategic oversight and cross-departmental coordination across operations, maintenance, engineering, and grid integration to align plant performance with business objectives.
Regulatory and Stakeholder Negotiation: — Engages and negotiates with regulators, grid operators, fuel suppliers, and contractors on operating, contractual, and compliance matters affecting plant or fleet performance.

Model-authored from 18 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

Power Plant Management — 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

+26.2%Industrial Production Managers · United States

185,790 → 234,380 jobs

17,100 openings / year, split into:

replacement / exits 16,640

Growth — new jobs (3%)Exits — backfill (97%)

3% of hiring here is genuine expansion; the rest backfills people who move on.

Projected growth 2024–34 expanding: +1.9%
Growth share of hiring: 3%
Exit / retention pressure high: 97%
Openings / year: 17,100

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 M3 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$207k

San Francisco-Oakland-Fremont, CA$186k

Washington-Arlington-Alexandria, DC-VA-MD-WV$172k

Boulder, CO$169k

Seattle-Tacoma-Bellevue, WA$169k

Boston-Cambridge-Newton, MA-NH$162k

Lexington Park, MD$158k

Trenton-Princeton, NJ$157k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $124k; 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 M3 (M3 — Senior Manager) from the levels around it — this level only. Every word is real canon for this profile.

Scope: Multiple teams or a sub-function
Autonomy: Sets goals within functional strategy
Complexity: Multi-team execution and resourcing trade-offs
Impact: Sub-function outcomes
Decision rights: Owns goals, budget input, and people decisions across teams
Leadership: Manages managers and/or several teams

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

Promotion

The next rung from M3 is M4.

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 Plant Officer	jf_power_plant_management::E3	$352,063†	confident0.06
Power Plant Engineer	jf_power_plant_management::P3	$82,468†	confident0.06
Senior Power Plant Operator	jf_power_plant_management::S3	$49,566†	confident0.06
Power Plant Senior Supervisor	jf_power_plant_management::M2	$110,455†	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 11-3051

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

M3

jf_power_plant_management::M3

Power Plant Manager

Power Plant Management

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: M
Superfunction: industrial_energy_operations
Function: plant_operations
Family: power_plant_management
Universal level: 3 / 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 · M3review0.17

Nuclear Power Plant · M3review0.17

Plant Maintenance (Energy/Mining) · M3review0.17

Plant Operations (Energy/Mining) · M3review0.17

Refinery · M3review0.17

Renewables Plant · M3review0.17

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 11-3051	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)