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Key statistics

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

4 of 8

Track

Support

Family rungs priced

S1 · S2 · S3 · S4 · S5

19-0000

industrial_energy_operations

Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

Coordinates day-to-day environmental and community impact programs for energy or mining operations, ensuring data accuracy and program follow-through. At the Lead Support Specialist (S4) level, the role owns team process and quality, cross-case patterns and process gaps, and drives team-level quality and efficiency. Mentors and coordinates the support team.

What this level does

Adapt reporting procedures for unprecedented situations — a newly adopted framework, a changed disclosure requirement, or a site with no established data-collection process — determining how metrics will be captured and validated
Handle a wide variety of non-routine reporting conflicts, such as reconciling competing data definitions between corporate and site systems or between overlapping frameworks (TSM, GISTM, TCFD/TNFD)
Own data-governance and validation standards for the ESG data system, defining the checks and audit trail applied across all contributors
Act as working lead on the annual submission cycle, allocating collection tasks to less experienced staff and reviewing their compiled outputs before sign-off
Advise site and corporate teams on how to interpret evolving sustainability standards for their reporting inputs, resolving ambiguities that lack a documented procedure

Knowledge applied: Extensive knowledge of reporting procedures and their administration, enough to adapt them for new frameworks, changed requirements or sites without an established process.
Complexity & problem solving: Understands the implications of reporting choices and recommends new approaches to resolve conflicts across overlapping frameworks and data systems.
Collaboration & interaction: Advises site and corporate teams on interpreting evolving standards; informally guides and reviews the work of less experienced staff as a working lead.
Typical experience: 4–6 years; advanced support experience.

Skills at this level

ESG framework submission preparation: — Compiles and populates annual submissions against sustainability and responsible-mining performance standards such as Towards Sustainable Mining (TSM), GRI, SASB, ICMM, GISTM and TCFD/TNFD, mapping collected data to the required disclosure lines.
Sustainability data collection & validation: — Gathers energy-use, waste-management, carbon-footprint and regulatory-compliance data from site and corporate teams, then checks it for missing fields, unit errors and outliers against source records before reporting.
ESG data systems operation: — Operates dedicated ESG data reporting/management systems (e.g., Intelex) to enter, validate and extract sustainability data through the established collection and reporting workflows.
Cross-functional input coordination: — Coordinates with site teams, corporate functions and external partners to secure reporting inputs on schedule and reconcile conflicting data definitions between contributors.
Reporting-calendar & deadline management: — Tracks submission tasks, priorities and deadlines across multiple contributors and provides progress status against the annual sustainability reporting calendar.
Data-quality & governance practice: — Applies and improves data validation and governance procedures for sustainability reporting, defining the checks and audit trail that keep reported metrics traceable to source.
Energy audit data support: — Assembles and organizes the data inputs behind energy audits, capturing building-systems and industrial-process energy usage for analysis of efficiency opportunities.
Reporting procedure adaptation: — Adjusts and creates data-collection methods, templates and mappings when new frameworks, changed disclosure requirements or sites without an established process arise.
Adaptability to evolving standards: — Keeps pace with changing sustainability standards and reporting expectations, adjusting workflows and managing multiple concurrent reporting priorities and deadlines.
Contributor guidance & training: — Explains and trains site and corporate contributors on how sustainability data should be captured and how new reporting methods are applied, so returns are consistent across sites.

Model-authored from 19 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

Sustainability (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?

SOC 19-0000 · national

Employment growth 2019–2024, BLS OEWSobserved

+0.8%Environmental Scientists and Specialists, Including Health · United States

84,290 → 84,930 jobs

8,500 openings / year, split into:

replacement / exits 8,103

Growth — new jobs (5%)Exits — backfill (95%)

5% of hiring here is genuine expansion; the rest backfills people who move on.

Projected growth 2024–34 expanding: +4.4%
Growth share of hiring: 5%
Exit / retention pressure high: 95%
Openings / year: 8,500

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 S4 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$92k

San Francisco-Oakland-Fremont, CA$82k

Washington-Arlington-Alexandria, DC-VA-MD-WV$76k

Boulder, CO$75k

Seattle-Tacoma-Bellevue, WA$75k

Boston-Cambridge-Newton, MA-NH$72k

Lexington Park, MD$70k

Trenton-Princeton, NJ$70k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $55k; 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 S4 (S4 — Lead Support Specialist) from the levels around it — this level only. Every word is real canon for this profile.

Scope: Team process and quality
Autonomy: Works independently; owns improvements
Complexity: Cross-case patterns and process gaps
Impact: Team-level quality and efficiency
Decision rights: Owns process and quality decisions for the team
Leadership: Mentors and coordinates the support 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 S4 is S5.

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
Group Chief Sustainability Officer	jf_sustainability_energy_mining::E4	$389,207†	confident0.06
Senior Manager, Sustainability (Energy/Mining)	jf_sustainability_energy_mining::M4	$167,689†	confident0.06
Senior Sustainability Analyst	jf_sustainability_energy_mining::P4	$109,466†	confident0.06
Senior Environmental Compliance Coordinator	jf_sustainability_energy_mining::S3	$49,566†	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 19-2041

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

S4

jf_sustainability_energy_mining::S4

Sustainability Program Coordinator

Sustainability (Energy / Mining)

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: S
Superfunction: industrial_energy_operations
Function: energy_utilities_business_operations
Family: sustainability_energy_mining
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").

Assets · S4review0.17

Control Operations · S4review0.17

Emissions · S4review0.17

Energy Grid · S4review0.17

Energy Operations · S4review0.17

Land / Property · S4review0.17

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 19-2041	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)