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Key statistics

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

4 of 8

Track

Executive

Family rungs priced

E1 · E2 · E3 · E4

—

industrial_energy_operations

Coordinates

2 / 4 spaces

pay@2 · 2026-07

What this role is

Top executive accountable for all plant operations, production reliability, and asset performance across the organization's energy or mining sites. At the Senior Vice President (E4) level, the role owns multiple divisions, enterprise strategy and external stakeholders, and drives cross-division / enterprise. Leads division leaders.

What this level does

Oversees a large portfolio spanning multiple strategic operational areas — generation, distribution/transmission and processing businesses — with high autonomy and corporate impact
Participates in enterprise strategic development, owning capital allocation and cross-department strategy for the operations portfolio (as Chief/President of Operations or Director of Energy Operations)
Directs full-lifecycle and financial ownership of major projects and asset investments, from planning and permitting through execution and closure
Engages regularly with the board, CEO and industry leaders on operational strategy, risk posture and major capital decisions
Sets the enterprise operating and safety culture that cascades through E3/E2 leaders across all businesses and regions

Knowledge applied: Participates in enterprise strategic development across the full operations portfolio (generation, distribution, processing), owning capital allocation and cross-department strategy with high autonomy. Shares the corporate-officer accountability of the top band; the distinction the evidence supports is portfolio breadth and board/market accountability rather than a categorically different mandate.
Complexity & problem solving: Solves the broadest, most ambiguous problems affecting corporate operational outcomes — portfolio-wide capital allocation and full-lifecycle project ownership from permitting to closure.
Collaboration & interaction: Engages regularly with the board, CEO and industry leaders; sets strategy and culture spanning multiple businesses and regions.
Typical experience: 20+ years of extensive corporate operations strategy and executive leadership across multiple strategic areas.

Skills at this level

Operations Monitoring: — Watches gauges, dials, meters and control-room display screens to confirm power-generating, distribution and processing equipment is operating within spec, and reads the pattern of indicators to detect operating problems early.
Generation Output Control: — Directs the regulation of electrical output — matching phase, frequency and voltage supplied to panels and adjusting the flow of power between generating stations and substations — as an accountable operating outcome across the asset base.
Plant Safety and Regulatory Compliance: — Sets and enforces compliance with EPA, OSHA and DOT standards (and NRC licensing for nuclear operations) across operating sites, treating safety excellence as a condition of keeping plants running and profitable.
Portfolio Asset Oversight: — Manages performance across multiple plant assets — reliability, uptime, output and cost-per-unit — allocating resources between facilities and shifting from site-level problem-solving to portfolio-level operational strategy.
Operational Strategy: — Translates production, reliability and cost targets into a multi-year operating plan for the function or division, deciding how the asset base is run, maintained and grown over the long term.
Capital Allocation for Operations: — Owns capital allocation across the operations portfolio and full project lifecycle — planning, permitting, execution and closure — weighing investment against production capacity, asset integrity and financial return.
Regulatory and External Representation: — Represents the operations business to regulators, industry bodies and communities on licensing, environmental and strategic matters, defending the enterprise's operating posture and shaping outcomes.
Executive Team Leadership: — Coaches and develops site managers, Directors and VPs into a leadership bench, building the operating model and safety culture that governs plants across sites, divisions and regions.
Quantitative Foundation: — Applies a strong math and science background to interpret operating data — output, load, throughput and equipment performance — and to judge the technical trade-offs behind operations decisions.

Model-authored from 24 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

Plant Operations (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?

Employment growth 2014–2024, BLS OEWSobserved

+74.4%Managers, All Other · United States

361,900 → 630,980 jobs

BLS published no Managers, All Other employment before 2014 (this occupation code enters the OEWS series then), so the window shown is the widest one actually observed.

106,700 openings / year, split into:

replacement / exits 100,698

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: +4.5%
Growth share of hiring: 6%
Exit / retention pressure high: 94%
Openings / year: 106,700

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 it pays — by metro

OEWS metro median

San Jose-Sunnyvale-Santa Clara, CA$669k

San Francisco-Oakland-Fremont, CA$600k

Washington-Arlington-Alexandria, DC-VA-MD-WV$555k

Boulder, CO$548k

Seattle-Tacoma-Bellevue, WA$548k

Boston-Cambridge-Newton, MA-NH$524k

Lexington Park, MD$511k

Trenton-Princeton, NJ$508k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $402k; 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 E4 (E4 — Senior Vice President) from the levels around it — this level only. Every word is real canon for this profile.

Scope: Multiple divisions
Autonomy: Owns cross-division strategy
Complexity: Enterprise strategy and external stakeholders
Impact: Cross-division / enterprise
Decision rights: Owns strategy and investment across divisions
Leadership: Leads division leaders

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

Promotion

E4is 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
Senior Plant Operations Manager	jf_plant_operations_energy_mining::M4	$167,689†	confident0.06
Senior Plant Operations Engineer	jf_plant_operations_energy_mining::P4	$109,466†	confident0.06
Plant Control Board Operator	jf_plant_operations_energy_mining::S4	$56,408†	confident0.06
Chief Plant Operations Officer	jf_plant_operations_energy_mining::E3	$352,063†	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 11-9199

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

E4

jf_plant_operations_energy_mining::E4

Chief Operations Officer

Plant Operations (Energy/Mining)

no content fingerprint

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: plant_operations
Family: plant_operations_energy_mining
Universal level: 4 / 8

Content

content@2

What it's about— a fingerprint over the role's tasks & capabilities.

No content fingerprint for this profile.

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").

Mining Processing Plant · E4review0.17

Nuclear Power Plant · E4review0.17

Plant Maintenance (Energy/Mining) · E4review0.17

Power Plant Management · E4review0.17

Refinery · E4review0.17

Renewables Plant · E4review0.17

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 11-9199	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 of2026-07-31Editioncanon-v2@2.1.0-completeSourcecanon-v2 cell + salary-benchmark (model)