Wind Energy Operations Managers
Manage wind field operations, including personnel, maintenance activities, financial activities, and planning.
Most important skills
- Active Listening
- Reading Comprehension
- Speaking
- Critical Thinking
- Monitoring
- Writing
- Social Perceptiveness
- Management of Personnel Resources
Key knowledge
- Administration and Management
- Mechanical
- Engineering and Technology
- Public Safety and Security
- Personnel and Human Resources
- Administrative
- Customer and Personal Service
- Computers and Electronics
What the work involves
- Train or coordinate the training of employees in operations, safety, environmental issues, or technical issues.
- Track and maintain records for wind operations, such as site performance, downtime events, parts usage, or substation events.
- Provide technical support to wind field customers, employees, or subcontractors.
- Manage warranty repair or replacement services.
- Order parts, tools, or equipment needed to maintain, restore, or improve wind field operations.
- Maintain operations records, such as work orders, site inspection forms, or other documentation.
- Review, negotiate, or approve wind farm contracts.
- Recruit or select wind operations employees, contractors, or subcontractors.
Strongest interest areas (O*NET): Enterprising, Conventional, Realistic.
Qualifications and licensing
- Most common education
- Associate's Degree or other 2-year degree (39.7% of respondents)
- Related experience
- Over 4 years, up to and including 6 years (38.8%)
- On-the-job training
- Over 6 months, up to and including 1 year (37.8%)
- Preparation level
- O*NET job zone 3: Job Zone Three: Medium Preparation Needed
- Licensing
- Not yet verified. Check your state licensing board.
Check before planning
- Licensing for Wind Energy Operations Managers is not yet verified for any state: check the state licensing board before planning.
- Projection education uses SOC 11-9199 (detailed_parent); it may describe a broader group.
Limits
- Distributions show what current workers or occupational experts report, not legal minimums.
- Requirements vary by employer and state; time to qualify is not estimated.
Source: O*NET 31.0 Database (USDOL/ETA, CC BY 4.0); BLS Employment Projections · dataset 2026.10.8 · method e3-qualification-1.0.0
Work environment
How the typical conditions of this occupation compare with 911 occupations in O*NET (very low = the lowest fifth).
Levels are relative. Most occupations involve a lot of contact with people, for example, so “very low” can still mean regular contact; the last column shows what workers actually reported.
| Condition | Level | Compared with other occupations | Most common answer (O*NET survey) |
|---|---|---|---|
| Contact with others | High | Higher on contact with others than 60% of occupations compared | 58% of surveyed respondents chose “Constant contact with others” |
| Dealing with the public | Low | Lower on dealing with the public than 62% of occupations compared | 33% of surveyed respondents chose “Extremely important” |
| Teamwork | High | Higher on teamwork than 77% of occupations compared | 60% of surveyed respondents chose “Extremely important” |
| Freedom to make decisions | Very high | Higher on freedom to make decisions than 85% of occupations compared | 67% of surveyed respondents chose “A lot of freedom” |
| Time pressure | Moderate | Lower on time pressure than 55% of occupations compared | 52% of surveyed respondents chose “Once a week or more but not every day” |
| Conflict situations | High | Higher on conflict situations than 71% of occupations compared | 50% of surveyed respondents chose “Once a month or more but not every week” |
| Dealing with unpleasant or angry people | Low | Lower on dealing with unpleasant or angry people than 75% of occupations compared | 70% of surveyed respondents chose “Once a year or more but not every month” |
| Consequence of error | Very high | Higher on consequence of error than 95% of occupations compared | 76% of surveyed respondents chose “Extremely serious” |
Work-pressure profile
- Time pressure: moderate
- Conflict situations: high
- Dealing with unpleasant or angry people: low
- Consequence of error: very high
Each part is shown on its own. There is no combined stress score, and conditions vary by employer and role.
Full answer distributions
Contact with others
- No contact with others: 0%
- Occasional contact with others: 2.97%
- Contact with others about half the time: 0.35%
- Contact with others most of the time: 38.25%
- Constant contact with others: 58.43%
n = 21, Incumbent 08/2021
Dealing with the public
- Not important at all: suppressed by O*NET (low precision)
- Fairly important: 26.4%
- Important: 6.33%
- Very important: 14.07%
- Extremely important: 32.97%
n = 21, Incumbent 08/2021
Teamwork
- Not important at all: 0%
- Fairly important: 0%
- Important: 3.54%
- Very important: 36.36%
- Extremely important: 60.1%
n = 21, Incumbent 08/2021
Freedom to make decisions
- No freedom: 0%
- Very little freedom: 3.52%
- Limited freedom: 2.47%
- Some freedom: 27.27%
- A lot of freedom: 66.74%
n = 21, Incumbent 08/2021
Time pressure
- Never: 0%
- Once a year or more but not every month: suppressed by O*NET (low precision)
- Once a month or more but not every week: 8.51%
- Once a week or more but not every day: 52.16%
- Every day: 21.9%
n = 21, Incumbent 08/2021
Conflict situations
- Never: 0%
- Once a year or more but not every month: 24.05%
- Once a month or more but not every week: 50.27%
- Once a week or more but not every day: 12.88%
- Every day: 12.79%
n = 21, Incumbent 08/2021
Dealing with unpleasant or angry people
- Never: 0%
- Once a year or more but not every month: 70.46%
- Once a month or more but not every week: 23.07%
- Once a week or more but not every day: 6.47%
- Every day: 0%
n = 21, Incumbent 08/2021
Consequence of error
- Not serious at all: 2.47%
- Fairly serious: 9.54%
- Serious: 9.56%
- Very serious: 2.89%
- Extremely serious: 75.54%
n = 21, Incumbent 08/2021
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O*NET-SOC 11-9199.09 · SOC 11-9199 (detailed_parent, medium confidence) · dataset 2026.10.8