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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

11-0000

industrial_energy_operations

Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

Top executive accountable for the overall business and operational success of a single power or mining plant. 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 the full generation portfolio spanning multiple regional businesses and strategic areas, with high autonomy and direct corporate-level impact on how the company produces and delivers power.
Participates in enterprise strategic development — setting the multi-year direction for the generation fleet, its decarbonization/modernization, and its capital allocation across the whole portfolio.
Engages regularly with the board/CEO and industry leaders on the reliability, safety, cost, and regulatory posture of the company's power production.
Owns cross-business generation strategy: reconciling dispatch reliability, environmental compliance, and cost optimization as one enterprise position rather than plant-by-plant.
Holds ultimate accountability for the company's ability to meet energy demand reliably and lawfully, standing behind the operating and capital commitments of the entire generating enterprise.

Knowledge applied: Applies enterprise strategic judgment across the entire generation portfolio and multiple strategic areas, integrating reliability, environmental compliance, cost, and capital direction into one corporate generation position.
Complexity & problem solving: Participates in enterprise strategic development with high autonomy and corporate-wide impact; the problems are the multi-year direction and viability of the whole generating enterprise, not any one region's operations.
Collaboration & interaction: Engages the board/CEO and industry leaders regularly; drives cross-business generation strategy with broad organizational reach across regional generating businesses.
Typical experience: 20+ years of extensive corporate strategy and executive leadership in the power-generation industry.

Skills at this level

Generation Fleet Reliability & Dispatch Governance: — Sets the standards and priorities by which plants continuously monitor systems through control-room and SCADA interfaces to stay within safe and regulatory limits while meeting dispatch and load requirements; owns forced-outage and reliability risk across one or many sites.
Power Plant Safety & Environmental Compliance Leadership: — Ensures generating equipment is kept up-to-date and performing to government and industry standards and takes executive accountability for compliance with safety and environmental regulations across the plant or fleet.
Generation Operating & Capital Budget Ownership: — Ensures plants meet energy-production and dispatch needs while staying within set budgets; approves capital repair and equipment-installation decisions and allocates operating and capital funds across a generation portfolio.
Electrical, Mechanical & Hydraulic Systems Command: — Applies deep knowledge of the electrical, mechanical, and hydraulic systems of power generation — boilers, turbines, generators, and auxiliary equipment — to govern operating, maintenance, and repair decisions and to judge reliability trade-offs at the executive level.
Transmission & Distribution Coordination: — Coordinates the plant's or fleet's output with transmission and distribution networks, regulating aggregate electricity flow and voltage delivery so that generation meets demand and is delivered reliably onto the grid.
Plant Emergency & Incident Command: — Establishes the alarm-management, emergency-response, and escalation protocols under which control-room and field crews operate, and takes final responsibility for how the plant responds to alarms and emergencies while maintaining safety standards.
Operations & Maintenance Crew Direction: — Directs operators and maintenance crews — through Directors and senior managers — in plant operation, equipment repair and adjustment, taking full responsibility for the plant and the decisions made in running it.
Generation Portfolio Strategy: — Shapes corporate strategy for the generating business — fleet composition, plant lifecycle (repower, retire, build), capital reinvestment, and cost/reliability optimization — across divisions or regional businesses.
Regulatory & Industry External Representation: — Represents the generating business to regulators, grid/reliability authorities, fuel and interconnection counterparties, and industry bodies, negotiating critical matters and participating in enterprise strategy.
Production Cost & Demand Optimization: — Works to optimize energy production and reduce costs while ensuring the plant or fleet meets demand reliably — balancing dispatch commitments, fuel, outage scheduling, and budget.

Model-authored from 18 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

Power Plant Management — 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

+26.2%Industrial Production Managers · United States

185,790 → 234,380 jobs

17,100 openings / year, split into:

replacement / exits 16,640

Growth — new jobs (3%)Exits — backfill (97%)

3% of hiring here is genuine expansion; the rest backfills people who move on.

Projected growth 2024–34 expanding: +1.9%
Growth share of hiring: 3%
Exit / retention pressure high: 97%
Openings / year: 17,100

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 E4 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$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 Power Plant Manager	jf_power_plant_management::M4	$167,689†	confident0.06
Senior Power Plant Engineer	jf_power_plant_management::P4	$109,466†	confident0.06
Advanced Plant Operations Coordinator	jf_power_plant_management::S4	$56,408†	confident0.06
Chief Plant Officer	jf_power_plant_management::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 11-3051

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_power_plant_management::E4

President, Power Plant Operations

Power Plant Management

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: power_plant_management
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").

Mining Processing Plant · E4review0.17

Nuclear Power Plant · E4review0.17

Plant Maintenance (Energy/Mining) · E4review0.17

Plant Operations (Energy/Mining) · 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 11-3051	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)