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Key statistics

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

5 of 8

Track

Management

Family rungs priced

M1 · M2 · M3 · M4 · M5 · M6

47-0000

industrial_energy_operations

Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

Directs solar installation, maintenance, and crew training operations across multiple regions or business units. At the Senior Director (M5) level, the role owns multiple functions or a large department, org-level trade-offs and investment, and drives multi-function results. Leads directors and managers.

What this level does

Directs field operations for a division or the full operating solar fleet through subordinate department managers, with decisions impacting overall division production, cost and asset reliability.
Defines the operating methods, performance standards and technology platforms (SCADA, controllers, monitoring, diagnostics) used across all field sites to solve org-wide reliability and availability problems.
Influences executives and major customers on key field-operations issues such as availability warranties, portfolio expansion and O&M contract structure.
Owns division-wide safety culture, LOTO governance and regulatory compliance, ensuring consistent standards across all managed solar assets.
Sets and manages the division's field-operations budget and workforce strategy, translating business goals into multi-region operating plans.

Knowledge applied: Defines operating methods, performance standards and technology platforms used fleet-wide; impacts overall division operations.
Complexity & problem solving: Solves complex org-wide reliability, availability and cost issues, defining the methods managers execute.
Collaboration & interaction: Leads through department managers; influences executives and major customers on key field-operations issues.
Typical experience: 10–12+ years including second-level management and strategy work in field operations.

Skills at this level

Electrical and High-Voltage Solar Operations: — Directs power operations and maintenance across substations, high-voltage switching and solar field components, including post-operational repair and maintenance, ensuring safe energized work on operating PV arrays.
Fault Diagnosis and Repair Leadership: — Guides teams in diagnosing and repairing malfunctioning solar systems and components to reduce downtime and sustain high operational reliability across managed sites.
SCADA and Monitoring/Diagnostic Systems Oversight: — Oversees use of SCADA systems, infrared thermography and remote monitoring to detect performance and equipment faults across the solar fleet and prioritize field maintenance work.
LOTO and Field Safety Compliance: — Establishes and enforces lockout/tagout, NEC and company safety procedures for crews working around energized and high-voltage solar equipment, auditing adherence across sites.
Preventive and Corrective Maintenance Program Management: — Plans and manages corrective, preventive and emergency maintenance schedules for operating PV assets, balancing production uptime against maintenance work and outage windows.
Field Services Process Design: — Establishes and maintains Field Services business procedures — designing standardized inspection, service and reporting processes across sites rather than executing them individually.
Technician Development and Mentoring: — Trains and mentors technicians, helpers and laborers to build solar O&M diagnostic and repair capability, developing the field workforce pipeline.
Field Work Coordination and Scheduling: — Coordinates scheduling, inspections, service work and multi-craft field activities on and across solar sites, sequencing work with onsite contract personnel to maximize efficiency.
Solar Performance and Records Management: — Activates and tests PV systems and maintains records of system operation, performance and maintenance, using the data to steer maintenance priorities and report on availability.
Lean and Continuous Improvement in Field Services: — Acts as change agent driving Lean initiatives and embedding continuous improvement across Field Services to raise reliability and lower operating cost.
Field Operations Budget and Portfolio Management: — Owns operating budgets, staffing levels and production targets across a portfolio or fleet of solar sites, aligning field-operations resources to business objectives.

Model-authored from 12 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

Solar Operations — 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 47-0000 · national

Employment growth 2019–2024, BLS OEWSobserved

+28.7%First-Line Supervisors of Construction Trades and Extraction Workers · United States

626,180 → 806,080 jobs

74,400 openings / year, split into:

replacement / exits 69,516

Growth — new jobs (7%)Exits — backfill (93%)

7% of hiring here is genuine expansion; the rest backfills people who move on.

Projected growth 2024–34 expanding: +5.3%
Growth share of hiring: 7%
Exit / retention pressure high: 93%
Openings / year: 74,400

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 M5 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$324k

San Francisco-Oakland-Fremont, CA$290k

Washington-Arlington-Alexandria, DC-VA-MD-WV$269k

Boulder, CO$265k

Seattle-Tacoma-Bellevue, WA$265k

Boston-Cambridge-Newton, MA-NH$254k

Lexington Park, MD$247k

Trenton-Princeton, NJ$246k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $194k; 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 M5 (M5 — Senior Director) from the levels around it — this level only. Every word is real canon for this profile.

Scope: Multiple functions or a large department
Autonomy: Owns multi-year strategy for the area
Complexity: Org-level trade-offs and investment
Impact: Multi-function results
Decision rights: Owns investment and org design across functions
Leadership: Leads directors and managers

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

Promotion

The next rung from M5 is M6.

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
Staff Solar Installation Expert	jf_solar_operations::P5	$138,423†	confident0.06
Lead Solar Installation Specialist	jf_solar_operations::S5	$60,631†	confident0.06
Senior Manager, Solar Operations	jf_solar_operations::M4	$167,689†	confident0.06
Senior Director of Solar Operations	jf_solar_operations::M6	$241,631†	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 47-1011

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

M5

jf_solar_operations::M5

Director of Solar Operations

Solar Operations

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: field_operations
Family: solar_operations
Universal level: 5 / 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").

Battery Storage Operations · M5review0.17

Drilling Operations · M5review0.17

Field Maintenance · M5review0.17

Field Measurement · M5review0.17

Mining Operations · M5review0.17

Field Operations · M5review0.17

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 47-1011	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)