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Key statistics

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

3 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 responsible for the overall strategy, operations, and technology direction of the organization's renewable energy plant business. At the Vice President (E3) level, the role owns a division, market and competitive strategy, and drives division-wide. Leads a division's leadership team.

What this level does

Directs the operations function for a large regional or divisional renewable fleet through senior operations executives, carrying enterprise-level reliability, safety and environmental risk for the assets under control
Shapes the operating strategy for the region/division — fleet reliability programs, technology-refresh and digitization of control/SCADA infrastructure, and long-term O&M cost trajectory
Represents the operating business externally with grid operators, regulators and industry bodies, participating in reliability-standard and market-reliability discussions on behalf of the fleet
Owns division-level operating performance against contracted availability and generation commitments, and resolves abstract, high-consequence trade-offs between reliability investment, cost and asset life
Governs the operations best-practice, safety-culture and compliance model across the region and cascades it to the multi-site leaders reporting in

Knowledge applied: Shapes the operating strategy for a large regional or divisional renewable fleet, combining deep O&M command with enterprise reliability, technology-refresh and cost-trajectory planning.
Complexity & problem solving: Owns enterprise-level reliability, safety and environmental risk; resolves abstract, high-consequence trade-offs between reliability investment, operating cost and asset life across the division.
Collaboration & interaction: Represents the operating business externally with grid operators, regulators and industry bodies; leads major regional business through senior operations executives.
Typical experience: 15–20+ yrs with demonstrated enterprise-impact operations leadership of a large fleet or region.

Skills at this level

Control systems and monitoring technology: — Monitors plant systems through control-room interfaces, SCADA systems and field inspections, using digital control interfaces to track generation-asset operation.
Analytical and data interpretation: — Interprets and analyzes data from multiple plant sources — energy usage, production rates and equipment performance — to ensure the facility operates efficiently and safely.
Mechanical and electrical competence: — Works directly with plant hardware, troubleshooting and repairing mechanical and electrical equipment on generation and auxiliary systems.
Regulatory and safety compliance: — Ensures operations meet safety and regulatory standards across sites and interfaces with local utilities and regulatory agencies on compliance matters.
Commercial ownership of operations: — Manages the commercial side of running assets — maximizing capacity factors and managing O&M budgets — to demonstrate operating returns for the sites under control.
SCADA / PLC / RTU / HMI: — Applies knowledge of SCADA controls, PLC/RTU programming and HMI configuration used at utility-scale solar and BESS sites for plant monitoring and control.
NERC CIP / cybersecurity: — Maintains familiarity with NERC CIP requirements, plant cybersecurity and renewable-plant communications architecture as applied to operating generation assets.
Multi-site O&M portfolio leadership: — Standardizes control-room, maintenance and safety practice across facilities of different technologies and owns consolidated availability, capacity-factor and O&M budget targets for a renewable fleet.
Regulatory and utility negotiation: — Negotiates critical operating, reliability and compliance matters with grid operators, regulatory agencies and asset-owner counterparties on behalf of the operating business.
Operating strategy and fleet reliability planning: — Sets long-term reliability programs, technology-refresh and cost-trajectory strategy for a regional or divisional renewable fleet, balancing reliability investment against operating cost and asset life.

Model-authored from 23 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

Renewables 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

+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 E3 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$605k

San Francisco-Oakland-Fremont, CA$543k

Washington-Arlington-Alexandria, DC-VA-MD-WV$502k

Boulder, CO$495k

Seattle-Tacoma-Bellevue, WA$495k

Boston-Cambridge-Newton, MA-NH$474k

Lexington Park, MD$462k

Trenton-Princeton, NJ$459k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $363k; 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 E3 (E3 — Vice President) from the levels around it — this level only. Every word is real canon for this profile.

Scope: A division
Autonomy: Accountable for division strategy and P&L
Complexity: Market and competitive strategy
Impact: Division-wide
Decision rights: Owns division strategy, budget, and org
Leadership: Leads a division's leadership 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 E3 is E4.

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
Renewables Plant Manager	jf_renewables_plant::M3	$120,351†	confident0.06
Battery Systems Engineer	jf_renewables_plant::P3	$82,468†	confident0.06
Senior Battery Systems Technician	jf_renewables_plant::S3	$49,566†	confident0.06
SVP, Renewable Energy Plant Operations	jf_renewables_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 11-3051

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

E3

jf_renewables_plant::E3

Chief Renewable Energy Officer

Renewables 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: renewables_plant
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 · E3review0.17

Nuclear Power Plant · E3review0.17

Plant Maintenance (Energy/Mining) · E3review0.17

Plant Operations (Energy/Mining) · E3review0.17

Power Plant Management · E3review0.17

Refinery · E3review0.17

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 of2026-07-31Editioncanon-v2@2.1.0-completeSourcecanon-v2 cell + salary-benchmark (model)