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Key statistics

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

6 of 8

Track

Management

Family rungs priced

M1 · M2 · M3 · M4 · M5 · M6

49-0000

industrial_energy_operations

Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

Senior director leading electrical power delivery operations across multiple regions or business units. At the Vice President (M6) level, the role owns a major function or division, enterprise priorities and external factors, and drives division-wide / organization-wide. Leads the leadership of a division.

What this level does

Lead the electrical business across multiple divisions or functions through senior managers, setting long-term strategy for electrical service capacity and market coverage
Frame and resolve abstract, cross-functional problems — licensing footprint, technology adoption, and multi-region compliance — that affect long-term company success
Negotiate with executive leadership and major customers on the most critical electrical contracts, risk positions, and code-liability matters
Shape company policy on electrical safety, NEC compliance, and licensed-work accountability, holding ultimate authority for how sign-off responsibility is governed
Oversee multiple electrical departments and the senior leaders running them, building succession and capability for the trade at scale

Knowledge applied: Sets long-term electrical strategy and policy across divisions, governing licensed-work accountability at scale.
Complexity & problem solving: Resolves abstract, cross-functional issues with long-term effect on company success.
Collaboration & interaction: Negotiates with executives on critical electrical contracts and risk; influences policy.
Typical experience: 12–15+ years of deep leadership across electrical departments or divisions.

Skills at this level

Electrical crew supervision: — Assigns apprentices, journeymen, and master electricians to installation, alteration, and repair tasks, oversees daily crew operations, and takes responsibility for completing electrical work to spec.
NEC compliance and electrical safety enforcement: — Enforces best-practice electrical safety and National Electric Code adherence across crews, verifying wiring, lockout, and PPE standards before systems are energized.
Electrical work sign-off and inspection readiness: — Supervises and approves electrical work performed by journeymen and crews, ensures work is inspection-ready, and carries final sign-off accountability for electrical installations in the facility.
Electrical system planning and design oversight: — Plans and designs electrical systems and takes final field responsibility for projects — wire and conduit sizing, buss feeder and switchgear layout — rather than performing primarily hands-on work.
Circuit and equipment troubleshooting: — Diagnoses and directs resolution of problems in electrical circuits, systems, and equipment, reading test results from voltmeters, ohmmeters, and oscilloscopes to guide repair decisions.
Apprentice and journeyman development: — Mentors, trains, and advises less experienced electricians, structuring on-the-job learning toward independent execution, licensure, and inspection-readiness.
Cross-trade project coordination: — Sequences electrical rough-in and finish work with mechanical, framing, and low-voltage trades and coordinates with general contractors and inspectors to avoid rework.
Electrical labor and material budgeting: — Manages crew scheduling, labor hours, materials, and equipment needs against project and division budgets, tracking variance to margin targets.
Reading and interpreting electrical documentation: — Reads and interprets specifications, instructional manuals, work-site directions, and drawings to plan installations and confirm compliance.
Licensed-workforce capacity planning: — Sets crew staffing levels and skill mix, and sponsors apprenticeship and licensure pipelines to secure the journeyman and master capacity the electrical business requires.

Model-authored from 16 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

Electrical — 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 49-0000 · national

Employment growth 2019–2024, BLS OEWSobserved

+10.8%Electrical Power-Line Installers and Repairers · United States

111,660 → 123,680 jobs

10,700 openings / year, split into:

replacement / exits 9,859

Growth — new jobs (8%)Exits — backfill (92%)

8% of hiring here is genuine expansion; the rest backfills people who move on.

Projected growth 2024–34 expanding: +6.6%
Growth share of hiring: 8%
Exit / retention pressure high: 92%
Openings / year: 10,700

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 M6 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$415k

San Francisco-Oakland-Fremont, CA$373k

Washington-Arlington-Alexandria, DC-VA-MD-WV$345k

Boulder, CO$340k

Seattle-Tacoma-Bellevue, WA$340k

Boston-Cambridge-Newton, MA-NH$325k

Lexington Park, MD$317k

Trenton-Princeton, NJ$315k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $249k; 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 M6 (M6 — Vice President) from the levels around it — this level only. Every word is real canon for this profile.

Scope: A major function or division
Autonomy: Accountable for division strategy and outcomes
Complexity: Enterprise priorities and external factors
Impact: Division-wide / organization-wide
Decision rights: Owns strategy, budget, and org for a division
Leadership: Leads the leadership of a division

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

Promotion

M6is the top of this family's ladder — progression from here is a lattice move (see adjacent roles below), not a rung.

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
Principal Electrical Engineer	jf_electrical::P6	$188,314†	confident0.06
Director of Electrical Operations	jf_electrical::M5	$188,371†	confident0.06
Expert Electrical Engineer	jf_electrical::P5	$138,423†	confident0.12
Lead Electrical Lineworker	jf_electrical::S5	$60,631†	confident0.12

†National-base pricing — this family's function differential is pending review, so the dollar level is not function-adjusted.

Capability cluster

O*NET 49-9051

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

M6

jf_electrical::M6

Senior Director of Electrical Operations

Electrical

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: skilled_trades
Family: electrical
Universal level: 6 / 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").

General · M6review0.17

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 49-9051	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)