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Key statistics

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

4 of 8

Track

Management

Family rungs priced

M1 · M2 · M3 · M4 · M5 · M6

19-0000

industrial_energy_operations

Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

Leads multiple geothermal plant teams and managers, overseeing operations, maintenance, and performance across one or more geothermal sites. At the Director (M4) level, the role owns a function or department, strategic priorities and cross-functional alignment, and drives function-level results. Leads managers; sets direction for the function.

What this level does

Manage multiple geoscience sections (exploration, resource monitoring, reservoir management) across concurrent geothermal projects where errors could jeopardize field development activities
Set strategic exploration policies and standards for conceptual model quality, resource assessment methods, and capacity estimation aligned with business objectives
Engage senior leaders on geothermal resource strategy and the go/no-go decisions on committing budget to test-drilling programs
Own commercial administration across sections — procurement, contractor selection, and contract administration for major exploration campaigns
Build team capability by mentoring managers and specialist geoscientists and fostering a culture of technical excellence

Knowledge applied: Sets strategic policies for conceptual modeling, resource assessment, and capacity estimation aligned with business objectives.
Complexity & problem solving: Handles strategic issues where errors could jeopardize field development; aligns exploration methods with commercial strategy.
Collaboration & interaction: Engages senior leaders on geothermal resource strategy and major investment decisions.
Typical experience: 8–10+ years; complex geoscience team/organization leadership.

Skills at this level

Geothermal systems knowledge: — Applies strong knowledge of geothermal systems (both hydrothermal and EGS) and geothermal exploration best practices to direct team resource evaluation.
Resource assessment and capacity estimation: — Directs targeting of temperature gradient and slim-hole tests, evaluation of well tests, and geothermal resource assessment with power or thermal capacity estimation.
Integrated conceptual modeling: — Oversees construction of 2D/3D geothermal conceptual models combining geologic, geochemical, geophysical, and well data in reservoir modeling platforms such as Leapfrog.
Hydrogeology and earth sciences: — Grounds team decisions in earth sciences, geothermal systems, and hydrogeology to assess subsurface resource behavior.
Regulatory knowledge: — Ensures comprehensive understanding of laws and regulations related to geothermal exploration and drilling across multiple markets is applied to program planning.
Exploration program leadership: — Enables geothermal resource teams and tracks progress of exploration, resource monitoring, reservoir management, and field development.
Analytical and problem-solving: — Applies analytical thinking and problem-solving to accurately assess geothermal resources and ensure project viability.
Contractor and commercial management: — Selects, directs, and administers contracts with external experts and contractors, committing budget and procurement for exploration campaigns.
Mentoring and team development: — Mentors and guides less experienced geoscientists and fosters a culture of technical excellence.
Business development: — Wins and shapes geothermal exploration and consulting work by leading proposals and client engagement at senior levels.
Continuous learning: — Keeps up-to-date technically on advancements in geothermal science and applies new knowledge to the team's work.

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

Geothermal — 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

-22.9%Geoscientists, Except Hydrologists and Geographers · United States

29,200 → 22,510 jobs

2,000 openings / year, split into:

replacement / exits 1,919

Growth — new jobs (4%)Exits — backfill (96%)

4% of hiring here is genuine expansion; the rest backfills people who move on.

Projected growth 2024–34 expanding: +3.2%
Growth share of hiring: 4%
Exit / retention pressure high: 96%
Openings / year: 2,000

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 M4 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$272k

San Francisco-Oakland-Fremont, CA$244k

Washington-Arlington-Alexandria, DC-VA-MD-WV$226k

Boulder, CO$223k

Seattle-Tacoma-Bellevue, WA$223k

Boston-Cambridge-Newton, MA-NH$214k

Lexington Park, MD$208k

Trenton-Princeton, NJ$207k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $164k; 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 M4 (M4 — Director) from the levels around it — this level only. Every word is real canon for this profile.

Scope: A function or department
Autonomy: Owns area strategy and budget
Complexity: Strategic priorities and cross-functional alignment
Impact: Function-level results
Decision rights: Owns strategy, budget, and org design for the area
Leadership: Leads managers; sets direction for the function

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

Promotion

The next rung from M4 is M5.

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
Chief Executive Officer, Geothermal	jf_geothermal::E4	$389,207†	confident0.06
Senior Geothermal Engineer	jf_geothermal::P4	$109,466†	confident0.06
Advanced Geothermal Technician	jf_geothermal::S4	$56,408†	confident0.06
Geothermal Operations Manager	jf_geothermal::M3	$120,351†	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 19-2042

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

M4

jf_geothermal::M4

Senior Manager, Geothermal Operations

Geothermal

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: geoscience
Family: geothermal
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").

Geology · M4review0.17

Geomatics · M4review0.17

Geophysics · M4review0.17

Petrophysics · M4review0.17

Technologist · M4review0.17

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 19-2042	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)