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Key statistics

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

2 of 8

Track

Support

Family rungs priced

S1 · S2 · S3 · S4 · S5

19-0000

industrial_energy_operations

Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

An entry-level professional supporting environmental and community impact programs at energy or mining sites under guidance from senior staff. At the Support Specialist (S2) level, the role owns a defined queue or customer set, standard issues within known procedures, and drives customer satisfaction for own queue. None.

What this level does

Carry out the multi-step data-collection cycle for assigned metrics — energy, waste, emissions and regulatory-compliance data — coordinating with several departments to gather inputs and reconcile them to source documents
Recognize when a data return looks inconsistent with prior periods and follow up with the contributing site before escalating
Prepare draft sections of TSM and other framework submissions, populating narrative and quantitative fields against defined reporting requirements
Support alignment to responsible-mining frameworks by mapping collected data to the required GRI/SASB/ICMM disclosure lines under general guidance
Track submission tasks, deadlines and priorities across contributors and provide progress updates against the reporting calendar

Knowledge applied: Broad knowledge of the reporting routine across several metrics and framework fields; applies acquired skills to varied multi-step collection and compilation tasks.
Complexity & problem solving: Semi-routine tasks; recognizes when a data return deviates from expectation and follows up or escalates rather than assuming.
Collaboration & interaction: Routine coordination with multiple departments to gather and reconcile inputs against the reporting calendar.
Typical experience: 1–2 years; some related experience.

Skills at this level

ESG framework submission preparation: — Compiles and populates annual submissions against sustainability and responsible-mining performance standards such as Towards Sustainable Mining (TSM), GRI, SASB, ICMM, GISTM and TCFD/TNFD, mapping collected data to the required disclosure lines.
Sustainability data collection & validation: — Gathers energy-use, waste-management, carbon-footprint and regulatory-compliance data from site and corporate teams, then checks it for missing fields, unit errors and outliers against source records before reporting.
ESG data systems operation: — Operates dedicated ESG data reporting/management systems (e.g., Intelex) to enter, validate and extract sustainability data through the established collection and reporting workflows.
Cross-functional input coordination: — Coordinates with site teams, corporate functions and external partners to secure reporting inputs on schedule and reconcile conflicting data definitions between contributors.
Reporting-calendar & deadline management: — Tracks submission tasks, priorities and deadlines across multiple contributors and provides progress status against the annual sustainability reporting calendar.
Data-quality & governance practice: — Applies and improves data validation and governance procedures for sustainability reporting, defining the checks and audit trail that keep reported metrics traceable to source.
Energy audit data support: — Assembles and organizes the data inputs behind energy audits, capturing building-systems and industrial-process energy usage for analysis of efficiency opportunities.
Reporting procedure adaptation: — Adjusts and creates data-collection methods, templates and mappings when new frameworks, changed disclosure requirements or sites without an established process arise.
Adaptability to evolving standards: — Keeps pace with changing sustainability standards and reporting expectations, adjusting workflows and managing multiple concurrent reporting priorities and deadlines.
Contributor guidance & training: — Explains and trains site and corporate contributors on how sustainability data should be captured and how new reporting methods are applied, so returns are consistent across sites.

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

Sustainability (Energy / Mining) — 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 19-0000 · national

Employment growth 2019–2024, BLS OEWSobserved

+0.8%Environmental Scientists and Specialists, Including Health · United States

84,290 → 84,930 jobs

8,500 openings / year, split into:

replacement / exits 8,103

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: 8,500

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 S2 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$70k

San Francisco-Oakland-Fremont, CA$63k

Washington-Arlington-Alexandria, DC-VA-MD-WV$58k

Boulder, CO$57k

Seattle-Tacoma-Bellevue, WA$57k

Boston-Cambridge-Newton, MA-NH$55k

Lexington Park, MD$53k

Trenton-Princeton, NJ$53k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $42k; 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 S2 (S2 — Support Specialist) from the levels around it — this level only. Every word is real canon for this profile.

Scope: A defined queue or customer set
Autonomy: General supervision; handles standard cases independently
Complexity: Standard issues within known procedures
Impact: Customer satisfaction for own queue
Decision rights: Resolves standard cases; escalates complex
Leadership: None

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

Promotion

The next rung from S2 is S3.

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
SVP, Sustainability	jf_sustainability_energy_mining::E2	$322,728†	confident0.06
Senior Supervisor, Sustainability Programs	jf_sustainability_energy_mining::M2	$110,455†	confident0.06
Sustainability Analyst	jf_sustainability_energy_mining::P2	$72,357†	confident0.06
Sustainability Coordinator	jf_sustainability_energy_mining::S1	$37,323†	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 19-2041

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

S2

jf_sustainability_energy_mining::S2

Sustainability Coordinator

Sustainability (Energy / Mining)

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: energy_utilities_business_operations
Family: sustainability_energy_mining
Universal level: 2 / 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").

Assets · S2review0.17

Control Operations · S2review0.17

Emissions · S2review0.17

Energy Grid · S2review0.17

Energy Operations · S2review0.17

Land / Property · S2review0.17

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 19-2041	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)