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Key statistics

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

2 of 8

Track

Management

Family rungs priced

M1 · M2 · M3 · M4 · M5 · M6

17-0000

industrial_energy_operations

Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

Senior supervisor overseeing a team of mine planning engineers and coordinating short- to medium-term extraction plans with operations. At the Manager II (M2) level, the role owns an established team or sub-function, cross-project coordination and priorities, and drives group delivery and development. Manages a team; sometimes manages leads.

What this level does

Manage a skilled team of mining engineers (and junior supervisors) executing mine planning and short-term development sequencing, owning tactical delivery of the unit's engineering outputs
Provide solutions to problems related to land reclamation, water and air pollution, and sustainability, ensuring mine sections are operated in safe and environmentally sound ways
Guide, direct, and motivate subordinates by setting performance standards, monitoring performance, coaching and mentoring, and identifying developmental needs across the team
Coordinate cross-functionally with operations and geology teams to reconcile mine planning inputs and monitor production methods and rates against plan

Knowledge applied: Applies deeper mine planning, reclamation, and sustainability knowledge to manage skilled engineers and junior supervisors on tactical development sequencing.
Complexity & problem solving: Makes judgments within known factors — reclamation, pollution, and production-method problems bounded by established practice.
Collaboration & interaction: Cross-functional cooperation with operations and geology teams on planning inputs and production reconciliation.
Typical experience: 2–5 years in mining team leadership or specialist planning/survey roles.

Skills at this level

Mine planning: — Directs the design and sequencing of surface and underground mine development, covering extraction methods, layout, and production scheduling to meet resource and economic targets.
Ventilation: — Oversees mine ventilation design and monitoring to maintain safe underground air quality and airflow across development and production areas.
Explosives engineering and rock mechanics: — Guides evaluation of blasting design and ground/rock behavior, applying complex scientific studies to ensure safe and effective extraction.
Feasibility and economic analysis: — Leads pre-feasibility and feasibility technical reports, Whittle optimization, ore blending, and economic investigations to establish project viability of solid mineral resources.
Reclamation, environmental and sustainability compliance: — Ensures mines are operated in safe and environmentally sound ways, solving land reclamation, water and air pollution problems and maintaining compliance with environmental regulation.
Safety and regulatory compliance: — Enforces mining safety standards and navigates regulatory issues across mine planning and operations to keep engineering designs and practices compliant.
Mine production oversight: — Project-manages the mining production process, monitoring production methods and rates and delegating production tracking to keep operations efficient.
Software and CAD proficiency: — Applies mine-design software (e.g., Maptek Vulcan) and CAD/surveying tools (AutoCAD, MicroStation) to develop and communicate mine methods and structures.
Surveying and subsurface assessment: — Directs subsurface surveys to characterize potential development sites and analyzes results to assess mineral presence and extraction potential.
People leadership and development: — Guides, directs, and motivates subordinates by setting performance standards, monitoring performance, mentoring, and building training programs for engineers and technicians.
Technical documentation and specification: — Reviews and specifies technical devices, parts, and equipment, ensuring documentation, drawings, layouts, and detailed instructions are accurate and complete.
Stakeholder and business development: — Consults with industry stakeholders on research and technical advancements and engages in relationship building and business development around mining projects.

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

Mining 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 17-0000 · national

Employment growth 2019–2024, BLS OEWSobserved

+7.8%Mining and Geological Engineers, Including Mining Safety Engineers · United States

6,280 → 6,770 jobs

400 openings / year, split into:

replacement / exits 395

Growth — new jobs (1%)Exits — backfill (99%)

1% of hiring here is genuine expansion; the rest backfills people who move on.

Projected growth 2024–34 expanding: +0.7%
Growth share of hiring: 1%
Exit / retention pressure high: 99%
Openings / year: 400

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 M2 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$184k

San Francisco-Oakland-Fremont, CA$165k

Washington-Arlington-Alexandria, DC-VA-MD-WV$153k

Boulder, CO$151k

Seattle-Tacoma-Bellevue, WA$151k

Boston-Cambridge-Newton, MA-NH$144k

Lexington Park, MD$141k

Trenton-Princeton, NJ$140k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $110k; 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 M2 (M2 — Manager II) from the levels around it — this level only. Every word is real canon for this profile.

Scope: An established team or sub-function
Autonomy: Owns planning for the group
Complexity: Cross-project coordination and priorities
Impact: Group delivery and development
Decision rights: Owns staffing, priorities, performance for the group
Leadership: Manages a team; sometimes manages leads

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

Promotion

The next rung from M2 is M3.

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, Mining Engineering	jf_mining_engineering::E2	$322,728†	confident0.06
Mining Engineer	jf_mining_engineering::P2	$72,357†	confident0.06
Mining Engineer	jf_mining_engineering::S2	$42,923†	confident0.06
Mining Supervisor	jf_mining_engineering::M1	$85,619†	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 17-2151

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

M2

jf_mining_engineering::M2

Senior Mine Planning Supervisor

Mining 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: M
Superfunction: industrial_energy_operations
Function: engineering_expansion
Family: mining_engineering
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").

Aeronautical · M2review0.17

Agricultural · M2review0.17

Agronomist · M2review0.17

Application Services · M2review0.17

Chemical · M2review0.17

Communication · M2review0.17

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 17-2151	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)