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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 · E5

11-0000

industrial_energy_operations

Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

Executive officer accountable for the organization's entire electrical power and signaling engineering strategy, standards, and infrastructure investments. 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

Leads a large engineering division or regional business through senior executives, shaping corporate strategy for the electrical engineering and electronics portfolio and bearing enterprise-level technical risk
Sets the multi-year technology direction for electrical systems — which platforms, architectures, and production capabilities the enterprise will build — connecting technical direction to business needs across the company
Owns the enterprise risk position on electrical-equipment reliability, safety, and production capability, where systemic design or quality failures carry critical strategic consequences
Represents the electrical engineering discipline externally — in industry bodies, standards participation, and with major customers — and participates in shaping enterprise strategy
Directs capital and portfolio allocation across the division's design, development, and equipment-lifecycle programs to meet enterprise strategic goals

Knowledge applied: Shapes corporate strategy for a large engineering division/region — translates the state of electrical/electronics engineering practice into multi-year enterprise technology direction connecting technical choices to business needs.
Complexity & problem solving: Owns enterprise-level technical risk (reliability, safety, production capability) where systemic electrical-design or quality failure carries critical strategic impact.
Collaboration & interaction: Leads a large division or regional business through senior executives; represents the discipline externally in standards bodies and with major customers, participating in enterprise strategy.
Typical experience: 15–20+ years with demonstrated enterprise-impact experience across engineering and business leadership.

Skills at this level

Electrical engineering portfolio strategy: — Sets the multi-year technical direction for the design and development of electrical equipment, systems, and the structures or facilities that house them, aligning platform and architecture choices with enterprise business needs.
Engineering technical-standards governance: — Establishes and enforces the technical standards, design guidelines, and quality gates that the electrical engineering discipline builds to, ensuring consistency across teams, divisions, and business units.
Technical-adequacy evaluation at scale: — Owns the enterprise regime for evaluating project work to ensure effectiveness, technical adequacy, and compatibility in the resolution of complex electrical engineering problems.
Engineering estimation and resource governance: — Directs how the function determines resource, size, cost, time, and material requirements for electrical development and production projects, and defends those estimates in executive budget decisions.
Installation and production direction: — Governs the direction of installation, industrial-production, and equipment maintenance/repair activities that flow from electrical designs, arbitrating contention between engineering and production functions.
Enterprise technical risk ownership: — Holds the enterprise position on electrical-equipment reliability, safety, and production capability where systemic design or quality failure carries critical strategic and corporate consequence.
Board and external technical representation: — Represents the electrical engineering discipline to the board, CEO, industry bodies, standards participation, and major customers on the portfolio's direction, risk, and investment case.
Cross-functional executive negotiation: — Negotiates critical technical and commercial matters on the electrical engineering portfolio with top company leaders and strategic customers, resolving high-consequence cross-functional trade-offs.
CAD/CAE capability investment: — Directs investment in and organizational adoption of computer-assisted engineering/design toolchains used to perform electrical engineering design and analysis at scale.
Engineering knowledge advancement: — Sponsors the review of engineering principles and theories to further the field's knowledge within the enterprise and connects that advancement to long-range business direction.

Model-authored from 15 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 Engineering — 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

+8.3%Architectural and Engineering Managers · United States

194,250 → 210,340 jobs

14,500 openings / year, split into:

replacement / exits 13,693

Growth — new jobs (6%)Exits — backfill (94%)

6% of hiring here is genuine expansion; the rest backfills people who move on.

Projected growth 2024–34 expanding: +3.8%
Growth share of hiring: 6%
Exit / retention pressure high: 94%
Openings / year: 14,500

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 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$587k

San Francisco-Oakland-Fremont, CA$526k

Washington-Arlington-Alexandria, DC-VA-MD-WV$487k

Boulder, CO$480k

Seattle-Tacoma-Bellevue, WA$480k

Boston-Cambridge-Newton, MA-NH$460k

Lexington Park, MD$448k

Trenton-Princeton, NJ$445k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $352k; 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
Electrical Engineering Manager	jf_electrical_engineering::M3	$120,351†	confident0.06
Electrical Engineer	jf_electrical_engineering::P3	$82,468†	confident0.06
Senior Electrical Technician	jf_electrical_engineering::S3	$49,566†	confident0.06
SVP of Electrical Engineering	jf_electrical_engineering::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 11-9041

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_electrical_engineering::E3

Chief Electrical Engineer

Electrical Engineering

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: engineering_expansion
Family: electrical_engineering
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").

Aeronautical · E3review0.17

Agricultural · E3review0.17

Agronomist · E3review0.17

Application Services · E3review0.17

Chemical · E3review0.17

Communication · 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 11-9041	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)