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Key statistics

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

4 of 8

Track

Support

Family rungs priced

S1 · S2 · S3 · S4 · S5

51-0000

industrial_energy_operations

Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

An experienced individual contributor who operates and fine-tunes complex refinery process units with minimal supervision. At the Lead Support Specialist (S4) level, the role owns team process and quality, cross-case patterns and process gaps, and drives team-level quality and efficiency. Mentors and coordinates the support team.

What this level does

Handle non-routine and unprecedented unit conditions — abnormal feed quality, equipment failures, upstream/downstream upsets — adapting operating methods where standard procedures do not fit the situation
Tune control loops and adjust operating strategy across the unit to hold quality and rate when conditions fall outside the normal envelope, recommending changes to procedures when a gap is found
Lead board and field response during unit startups, shutdowns and emergency events, determining the sequence of actions for the crew in the area
Serve as informal working lead for less experienced operators, resolving conflicting priorities between units and coaching them through difficult transitions and troubleshooting

Knowledge applied: Extensive knowledge of the units and their control such that operating methods can be adapted in unfamiliar, unprecedented conditions.
Complexity & problem solving: Handles a wide variety of non-routine upsets and conflicts; understands implications and recommends new solutions where procedures do not fit.
Collaboration & interaction: Determines methods for new operating assignments; informally guides less experienced operators and leads crew response during startups, shutdowns and emergencies.
Typical experience: 4–6 yrs; advanced operating experience.

Skills at this level

Operations Monitoring: — Watches gauges, dials and DCS display screens to confirm units and equipment are running within the correct flow, level, temperature and pressure ranges.
Tank Gauging and Sampling: — Reads automatic tank gauges to determine oil volume and flow rate, and collects representative product samples via bleeder valves or drop containers for lab analysis.
Operation and Control: — Operates refinery equipment and control systems — valves, pumps, compressors and auxiliary equipment — to move product and hold process conditions.
DCS/PLC Control Operation: — Runs distilling and treating units from the board using DCS/PLC systems, making setpoint changes and operating advanced control modes such as cascade, ratio and split-range within the operating envelope.
Process Upset Diagnosis: — Interprets real-time process data to identify off-spec product, equipment problems and unit upsets, and decides the corrective operating action.
Product Flow Synchronization: — Coordinates line-ups and transfers with other pumphouses to keep product moving continuously and to minimize contamination between product cuts.
Production and Processing Knowledge: — Applies knowledge of crude feedstocks, distilling and treating processes, quality control and product specifications to operate units effectively.
Startup and Shutdown Sequencing: — Executes and, at senior levels, leads the ordered steps to bring units and tanks into and out of service safely, including turnaround re-streams.
5S: — Keeps the unit and tank-farm work areas organized, clean and standardized as expected in refinery operating environments.
Refinery Optimization Tools: — Uses site-performance and optimization tools to track unit performance, review operating data and adjust the process to improve run efficiency and quality.
Teamwork: — Works alongside outside and board operators and other refinery associates to run the area as a coordinated shift crew.
Leadership and Communication: — Communicates operating status, upsets and instructions clearly across the crew and to supervision, and directs less experienced operators as a working lead.

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

Refinery — 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 51-0000 · national

Employment growth 2019–2024, BLS OEWSobserved

-13.6%Petroleum Pump System Operators, Refinery Operators, and Gaugers · United States

40,370 → 34,860 jobs

3,200 openings / year, split into:

replacement / exits 3,298

Growth — new jobs (-3%)Exits — backfill (100%)

This occupation is projected to contract — every opening is replacing someone leaving, not net new demand.

Projected growth 2024–34 contracting: -2.8%
Growth share of hiring: -3%
Exit / retention pressure high: 100%
Openings / year: 3,200

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 S4 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$97k

San Francisco-Oakland-Fremont, CA$87k

Washington-Arlington-Alexandria, DC-VA-MD-WV$80k

Boulder, CO$79k

Seattle-Tacoma-Bellevue, WA$79k

Boston-Cambridge-Newton, MA-NH$76k

Lexington Park, MD$74k

Trenton-Princeton, NJ$74k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $58k; 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 S4 (S4 — Lead Support Specialist) from the levels around it — this level only. Every word is real canon for this profile.

Scope: Team process and quality
Autonomy: Works independently; owns improvements
Complexity: Cross-case patterns and process gaps
Impact: Team-level quality and efficiency
Decision rights: Owns process and quality decisions for the team
Leadership: Mentors and coordinates the support team

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

Promotion

The next rung from S4 is S5.

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 Refining Officer	jf_refinery::E4	$389,207†	confident0.06
Senior Refinery Manager	jf_refinery::M4	$167,689†	confident0.06
Senior Refinery Process Engineer	jf_refinery::P4	$109,466†	confident0.06
Senior Refinery Operator	jf_refinery::S3	$49,566†	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 51-8093

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

S4

jf_refinery::S4

Advanced Refinery Operator

Refinery

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: plant_operations
Family: refinery
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 · S4review0.17

Nuclear Power Plant · S4review0.17

Plant Maintenance (Energy/Mining) · S4review0.17

Plant Operations (Energy/Mining) · S4review0.17

Power Plant Management · S4review0.17

Renewables Plant · S4review0.17

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 51-8093	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)