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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 · E5

11-0000

community_social_services

Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

Top executive accountable for the organization's entire client intake, service-connection, and volunteer operations enterprise. 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

Oversees large operations portfolios spanning multiple strategic areas of the enterprise, with high autonomy and corporate-level impact (Chief Operating Officer scope).
Participates in enterprise strategic development alongside the CEO and peer chief officers, owning operational efficiency for the whole organization.
Sets the corporate operations agenda — growth, risk posture, and profitability targets — across all business units and functions.
Engages the board, CEO, and industry leaders regularly to represent the company's operational strategy and performance.
Collaborates cross-functionally with counterparts throughout the business to identify and prioritize enterprise-wide efficiency and margin opportunities.

Knowledge applied: Applies extensive corporate strategy and leadership experience to enterprise operations across multiple strategic areas (COO scope), owning company-wide operational efficiency.
Complexity & problem solving: Participates in enterprise strategic development with high autonomy and corporate impact; balances growth, risk, and profitability across all units.
Collaboration & interaction: Regular board, CEO, and industry-leader engagement; broad cross-business and cross-functional reach.
Typical experience: 20+ years of corporate operations strategy and executive leadership.

Skills at this level

Operations Strategy: — Shapes long-term operational strategies and aligns operations with business goals to drive growth, manage risk, and foster profitability across departments and units.
Operational Budgeting and Target-Setting: — Sets operating budgets, sales and performance targets, and evaluates the organization's overall performance against them, adjusting resource allocation to protect margin.
Operational Performance Monitoring: — Tracks KPIs and produces progress reports and assessments, running recurring operating cadences and issue reviews to steer department and division performance.
Data Analysis: — Analyzes large operational datasets in Power BI, SAP, and Salesforce to extract actionable insights and evaluate program performance and outcomes.
Cross-Functional Collaboration: — Collaborates with counterparts throughout the business to liaise between departments and identify opportunities to improve business efficiency across functions.
Customer Escalation Management: — Owns resolution of customer-facing operational escalations, ensuring timely follow-up, resolution tracking, and closure with major customers.
Executive Stakeholder Interaction: — Coordinates with high-ranking officials and negotiates critical operational matters with top company leaders, board members, and major customers.
Operational Risk Management: — Identifies and manages enterprise-level operational risks in support-program operations, setting risk posture that protects company viability and profitability.
Process Design and Improvement: — Develops and implements efficient operational processes and strategies to improve efficiency and profitability across programs and departments.
Organizational Leadership: — Leads operations departments and divisions through Directors and VPs, setting performance targets and evaluating senior leaders against organizational goals.
Corporate Strategy Participation: — Works with the CEO and board to shape corporate strategy, translating enterprise direction into operating plans for large units or the whole company.
Compliance and Standards Governance: — Ensures operational procedures adhere to company policies and standards across programs, embedding compliance into budgeting and performance processes.
AI-Enabled Workflow Tooling: — Prioritizes AI-assisted tools to improve operational workflow efficiency, documentation, analysis, and executive decision support.

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

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 11-0000 · national

Employment growth 2019–2024, BLS OEWSobserved

+49.3%General and Operations Managers · United States

2,400,280 → 3,584,420 jobs

308,700 openings / year, split into:

replacement / exits 292,364

Growth — new jobs (5%)Exits — backfill (95%)

5% of hiring here is genuine expansion; the rest backfills people who move on.

Projected growth 2024–34 expanding: +4.4%
Growth share of hiring: 5%
Exit / retention pressure high: 95%
Openings / year: 308,700

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$635k

San Francisco-Oakland-Fremont, CA$570k

Washington-Arlington-Alexandria, DC-VA-MD-WV$527k

Boulder, CO$520k

Seattle-Tacoma-Bellevue, WA$520k

Boston-Cambridge-Newton, MA-NH$498k

Lexington Park, MD$485k

Trenton-Princeton, NJ$482k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $381k; 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

The next rung from E4 is E5.

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 Operations Manager	jf_support_programs_operations_expansion::M4	$164,335†	confident0.06
Senior Client Intake and Volunteer Operations Coordinator	jf_support_programs_operations_expansion::P4	$107,277†	confident0.06
Advanced Client Intake and Volunteer Coordinator	jf_support_programs_operations_expansion::S4	$55,280†	confident0.06
Chief Program Officer	jf_support_programs_operations_expansion::E3	$345,022†	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 11-1021

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_support_programs_operations_expansion::E4

Chief Operating Officer

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: E
Superfunction: community_social_services
Function: support_programs
Family: support_programs_operations_expansion
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").

Business Development · E4review0.17

Business Planning · E4review0.17

Franchising · E4review0.17

Mergers & Acquisitions · E4review0.17

Product Licensing · E4review0.17

Strategic Planning · 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 11-1021	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)