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All sourcesNASA NTRSDOE OSTI
DOE OSTI2020

The Solar Ready Vets Fellowship: Employer Information Session

The Solar Ready Vets Fellowship is part of the Solar Ready Vets Network, a workforce development initiative funded by the US Department of Energy. Through the Hiring Our Heroes Corporate Fellowship Program, mid-senior level active duty transitioning service members are placed with solar industry employers for 12 weeks of on-the-job training. Through this process, employers gain access to a natural recruitment pipeline of the best and brightest transitioning military talent, while gaining a deeper understanding of the veteran labor market. This program is offered to employers at no cost.

14 SOLAR ENERGY↗
DOE OSTI2021

Global Power System Transformation Consortium

The Global Power System Transformation (G-PST) Consortium, an expert- and practitioner-driven initiative, engages key power system operators, research and educational institutes, governments, businesses, and stakeholders in all regions of the world to accelerate clean energy transitions at the ambitious scope and scale that is required. The G-PST Consortium provides coordinated, holistic support and knowledge infusion for system operators pursuing clean energy transitions, including performing cutting-edge research; providing implementation support for world-class engineering and operational solutions; supporting workforce development; building and disseminating open-access data and tools; and accelerating localized technology adoption, standards development, and testing programs.

consortium↗
DOE OSTI2021

Key Takeaways from Weatherization Assistance Program (WAP) Wage Study & Analysis

In early 2021, the National Association for State Community Services Programs (NASCSP) and its Workforce Development Working Group provided turnkey survey tools to the Weatherization Assistance Program (WAP) network on compensation rates for six core WAP positions. From February to April 2021 wage surveys were voluntarily conducted by 27 states, with 286 Subgrantees self-reporting hourly wage data. For context, a $1/hour increase in wages = $2,080/year increase in salary.

ENERGY PLANNING, POLICY, AND ECONOMY↗
DOE OSTI2022

Solar Decathlon Celebrates 20 Years of Building Impact

The U.S. Department of Energy Solar Decathlon® is a collegiate competition that has inspired students worldwide to enter the clean energy workforce since its inception. Celebrating its 20th anniversary in 2022, the Solar Decathlon has challenged more than 25,000 students to create efficient, affordable buildings powered by renewables, while promoting student innovation, STEM education, and workforce development opportunities in the buildings industry. Compelling graphics, videos, and visuals are being developed to launch a 20th anniversary campaign in January 2022. These graphics include an interactive 20th anniversary infographic, a "Solar Decathlon - By the Numbers" video, and a graphic highlighting the diverse group of more than 25,000 past participants. In presenting these graphics at the ACEEE summer 2022 panel, attendees will be exposed to the latest communications techniques to apply to their own work. The Solar Decathlon invests in compelling visuals to recruit and inspire an imaginative and diverse group of participants each year - something that organizations of all sizes in the energy efficiency sector also need to do as they recruit for new talent. The Virtual Village of the 2020 Build Challenge homes (with more than 11,000 unique views) and the map of past competition houses highlight the competition's emphasis on multimedia that connects with competitors and the general public. Using more than 4,400 publicly available photos, including engaging virtual event snapshots with Department of Energy leaders, the Solar Decathlon captures the innovate ideas of the Build Challenge and Design Challenge teams in a way that everyone can understand.

collegiate competition↗
DOE OSTI2023

MEASUR Up: Identifying opportunities in a facility

The commercial and industrial sectors account for nearly half of the total U.S. energy consumption. To help these sectors reduce their energy intensity, the U.S. Department of Energy (DOE) designed the Better Buildings, Better Plants Initiative. Through this initiative, more than 900 industrial, commercial, public and residential organizations commit to long-term sustainability goals and share their proven energy efficiency strategies, which inspire others to tap into the continued potential for energy efficiency. Collectively, these organizations have saved 2.5 quadrillion BTUs of energy, equivalent to US$15.3 billion, and 155 million metric tons of carbon dioxide. Within the initiative, the Better Plants side of the program focuses specifically on the industrial sector. More than 270 industrial partners have taken advantage of the unique selection of resources offered including workforce development programs, information sharing, peer-to-peer networking, diagnostic tool loans and software tools. One of the most powerful tools off ered is a revitalization of the legacy DOE software tools used by industry for decades. These have been transformed into a new, free, opensource software tool suite: MEASUR (Manufacturing Energy Assessment Software for Utility Reduction)

Armstrong, Kristina↗
DOE OSTI2017

URS/WTP's Future Leader Program and AECOM's Early Career Professional Technology Exchange - 17239

URS Energy and Construction, Inc. (URS), a subsidiary of AECOM, is the Bechtel National, Inc. (BNI) teaming subcontractor on the Hanford Tank Waste Treatment and Immobilization Plant (WTP) Project. Recently, the WTP Project has begun a transition toward facility turnover and commissioning. With that transition came the hiring of staff for the startup and commissioning workforce. With many of these individuals being Early Career Professionals (ECPs), URS recognized a need to create and implement a workforce development program to give these professionals the skills to thrive in a professional environment and provide a sense of community to improve talent retention. The result of this recognition of need was the creation of URS/WTP Future Leaders. This paper will share the successes and lessons learned related to founding the URS/WTP Future Leaders. This includes establishing programs such as the Continuous Learning Workshops, Rotational Program, and implementing a mentor program. In addition, establishing a budget and obtaining support from Human Resources will be discussed. By March 2017, the ECP program will have been in effect for approximately two years. As a separate effort, many of AECOM's major waste remediation contractors have started having Early Career Professional Technology Exchanges (ECP TE) in an effort to create collaboration between sites and to establish industry contacts that will continue to be a resource for years to come. Washington River Protection Solutions, LLC; URS/WTP; Savannah River Remediation, LLC; and Nuclear Waste Partnership, LLC have conducted ECP TE, with each site hosting an event. For these events, each participant prepares a presentation and answers questions on the presentation topic. This allows ECPs to practice presentation skills, develop skills in answering questions from their peers and management, and be the expert in the room on a particular topic. Tours of the onsite facilities also are given as a way for ECPs to gain a broader understanding of the waste remediation industry and the challenges that other sites are facing. Accomplishments, lessons learned, and future plans for ECP TE will be discussed. The ECP TE events allow AECOM, as the parent company, to provide a unique learning opportunity to the next generation of engineers within the DOE nuclear field and to ensure the safe operations of these nuclear sites for years to come. (authors)

12 MANAGEMENT OF RADIOACTIVE AND NON-RADIOACTIVE W↗
DOE OSTI2024

Achieving Scale: Community Solar Technical Potential and Meaningful Benefits in the United States

The slide deck was presented at the webinar on February 28th titled Achieving Scale: Community Technical Potential and Meaningful Benefits in the United States. It describes the National Community Solar Partnership program followed by methodology and results from a study on the technical potential of community solar and associated meaningful benefits. A key finding of the study suggests that the opportunity space for community solar to meet unmet demand for solar energy is not primarily constrained by technical potential, but by technological, market, and policy factors. NREL used rooftop and ground-mount photovoltaic siting data to model annual energy production from community solar based on various constraints and system performance. Given modeled results and community solar deployment, we discuss potential benefits including household savings, low-to-moderate income household access to solar, resilience and grid benefits, community ownership, workforce development and entrepreneurship as well as insights into community solar siting opportunities.

community solar↗
DOE OSTI2024

2024 JISEA Annual Meeting: Session 4

This is the presentation for the 2024 JISEA Annual Meeting Session 4: Workforce of the Future, which took place on February 27, 2024.

energy jobs↗
DOE OSTI2024

Securing Solar for the Grid: Spring 2024 IAB Meeting

The Spring 2024 IAB meeting will focus on updates from the research team and collective feedback and inputs for an updated Roadmap for Solar Cybersecurity. Researchers from the four DOE National Laboratories will present with industry counterparts for the major research tasks within the S2G program, including: Solar Cybersecurity Standards and Certifications, Solar Risk Assessments & Mitigation, Solar Supply Chain Assessment, Network Monitoring Tools and Analysis, and Training and Workforce Development. Sandia National Laboratories developed an original Roadmap for PV Cybersecurity in 2017. This year, we are updating that roadmap to reflect the current state of research and industry and identify gaps and priorities still to be addressed. We look forward to the IAB’s input on key topics for the roadmap.

14 SOLAR ENERGY↗
DOE OSTI2024

Electrolyzer Supply Chain Readiness Level (SCRL)

The U.S. Department of Energy's (DOE's) Office of Manufacturing and Energy Supply Chains (MESC) is revitalizing the U.S. manufacturing base with over $20 billion of direct investment in manufacturing capacity, industrial decarbonization, and workforce development. This work will provide guidance to MESC and other government organizations as to which supply chain components to invest in to reduce material vulnerability for hydrogen electrolyzers as part of the Modeling, Mapping, and Analysis (MMAC) Consortium.

AEC↗
DOE OSTI2013

Opening Doors of Opportunity to Develop the Future Nuclear Workforce - 13325

The United States' long-term demand for highly skilled nuclear industry workers is well-documented by the Nuclear Energy Institute. In addition, a study commissioned by the SRS Community Reuse Organization concludes that 10,000 new nuclear workers are needed in the two-state region of Georgia and South Carolina alone. Young adults interested in preparing for these nuclear careers must develop specialized skills and knowledge, including a clear understanding of the nuclear workforce culture. Successful students are able to enter well-paying career fields. However, the national focus on nuclear career opportunities and associated training and education programs has been minimal in recent decades. Developing the future nuclear workforce is a challenge, particularly in the midst of competition for similar workers from various industries. In response to regional nuclear workforce development needs, the SRS Community Reuse Organization established the Nuclear Workforce Initiative (NWI{sup R}) to promote and expand nuclear workforce development capabilities by facilitating integrated partnerships. NWI{sup R} achievements include a unique program concept called NWI{sup R} Academies developed to link students with nuclear career options through firsthand experiences. The academies are developed and conducted at Aiken Technical College and Augusta Technical College with support from workforce development organizations and nuclear employers. Programs successfully engage citizens in nuclear workforce development and can be adapted to other communities focused on building the future nuclear workforce. (authors)

12 MANAGEMENT OF RADIOACTIVE AND NON-RADIOACTIVE W↗
DOE OSTI2014

Beyond Human Capital Development: Balanced Safeguards Workforce Metrics and the Next Generation Safeguards Workforce

Since its establishment in 2008, the Next Generation Safeguards Initiative (NGSI) has achieved a number of objectives under its five pillars: concepts and approaches, policy development and outreach, international nuclear safeguards engagement, technology development, and human capital development (HCD). As a result of these efforts, safeguards has become much more visible as a critical U.S. national security interest across the U.S. Department of Energy (DOE) complex. However, limited budgets have since created challenges in a number of areas. Arguably, one of the more serious challenges involves NGSI’s ability to integrate entry-level staff into safeguards projects. Laissez fair management of this issue across the complex can lead to wasteful project implementation and endanger NGSI’s long-term sustainability. The authors provide a quantitative analysis of this problem, focusing on the demographics of the current safeguards workforce and compounding pressures to operate cost-effectively, transfer knowledge to the next generation of safeguards professionals, and sustain NGSI safeguards investments.

98 NUCLEAR DISARMAMENT, SAFEGUARDS, AND PHYSICAL P↗
DOE OSTI2016

6th Annual Midwest Conference for Undergraduate Women in Physics, January 18-20, 2013, Urbana, Illinois

This document is the program for the 6th Annual Midwest Conference for Undergraduate Women in Physics, which was held at the University of Illinois at Urbana-Champaign on January 18-20, 2013. The goals of the conference were to foster a culture in which undergraduate women are encouraged and supported to pursue, and also to succeed in, higher education in physics; to provide career information to students in physics and related fields; to give women the resources, motivation, and confidence to apply to graduate school and successfully complete a Ph.D. program in Physics; to provide information and dispel misconceptions about the application process for graduate school and the diverse employment opportunities in physics and related fields, enabling women to make more informed decisions about their goals and attain them; and to connect female physics students with successful female physicists to whom they can relate and who can act as inspirational role models and mentors.

36 MATERIALS SCIENCE↗
NASA NTRS2019

Workforce for the Future Development of Space Access Vehicles

The development of advanced vehicles that will travel between planetary surfaces with atmospheres and space requires the availability of experimental and computational capabilities that accomplish the research leading to new technologies and the development, test, and evaluation (RDT&E) of new flight systems. The United States is at risk of not having the required RDT&E workforce – qualified and in sufficient numbers – in place and ready to meet the future market’s commercial and defense needs. Systemic challenges include uncertain Federal budgets that limit and interrupt government research and development, the projectized nature of new space access systems that drive boom/bust cycles, an aging aerospace workforce (compounded by a mid-age demographic gap), limited to declining investment in sustaining and advancing experimental and computational tools infrastructure, lack of standards for sharing (and leveraging) data, dramatically changing technologies, changing social norms, and potentially large increases in commercial market needs. Flight systems have mission-based trajectories to and from space and designers must ensure risk is properly assessed across the entire trajectory. Thus, physics questions must be answered at each stage of flight, which requires a suite of experimental and computational tools. The RDT&E workforce utilizing these tools include subject matter experts from the producers, interested in acquiring data and information on the product, and from the capabilities being utilized, interested in addressing the product customer’s needs (providing robust data collection techniques, data quality, timeliness – available when needed, efficient with cost management, and teaming on data analysis). This requires a range of skills – in addition to aerospace, other engineers, and software developers, a highly trained and certified craft and technician workforce is critical to future success. This paper will present a human resources construct that addresses the system of needs for people – including, but more than just technical skills and an application of that construct in the hypersonic Test and Evaluation (T&E) community. This is part of a larger AIAA effort to document challenges and associated best practices for the aerospace RDT&E workforce.

Steven C Dunn↗
DOE OSTI2023

Cybersecurity Education, Training, and WFD

Availability of skilled workforce in sufficient number is one of the most often cited barriers to improving cybersecurity. INL's research has determined that this is not a cybersecurity problem but rather a strategic business imperative; in response INL created the Cyber Competency Health and Maturity Progression Model (Cyber-CHAMP) to help organizations learn the realities of their cyber workforce and their development needs. The presentation starts with an overview of Cyber-CHAMP as a unifying theme for workforce development and then provides brief introductions to selected DHS (ICS cybersecurity hands-on training), DOE (CyberStrike, OT Defender Fellowship, Liberty Eclipse), and INL (Cybercore Summer Camp, University Collaboration Laboratory) programs. Cyber-Informed Engineering discussion concludes the presentation, with an update on activities conducted by the CIE Education Working Group to further the second pillar of the National CIE Strategy, Education.

42 ENGINEERING↗
DOE OSTI2025

District Geothermal Heating + Cooling Deployment in a CT Environmental Justice Community

The report marks the team’s completion of all required tasks and milestones. Work completed for Task 1 (Technical and Economic Feasibility Assessment & Procurement Drafting) included development of analysis and design model; completion of technical, economic, and environmental assessments; and technical outreach and coalition design. Components for Task 2 (Outreach & Community Engagement) involved broad outreach and community-engagement efforts (including stakeholder meetings and a webinar as well as development of a formal engagement plan) and development of a web page and a case study. For Task 3 (Workforce Transition, Development, & Training Plan), the team undertook a formal statewide geothermal workforce needs assessment, developed corresponding recommendations for both the state as a whole and the Wallingford project, and held several workshops. For Task 4 (Project Management & Data Sharing), the team drafted a data-sharing plan.

15 GEOTHERMAL ENERGY↗
DOE OSTI2020

Building the Efficiency Workforce: Preprint

Demand for high-performance homes and buildings is growing due to their marketability, environmental benefits, and increasing affordability. Growth for energy efficient technologies and building upgrades has driven expansion across many traditional industries including construction trades (which added almost 21,000 jobs) and professional services (which added 35,000 employees) in 2018, according to the 2019 U.S. Energy Employment Report (USEER). As buildings become more automated, digitized and interconnected, the workforce that supports the design, build, operations and maintenance of these buildings must evolve. The U.S. Department of Energy’s Building Technologies Office (BTO) has engaged NREL to provide a framework upon which BTO can develop their next generation workforce development strategy. The strategy will be designed to increase quantity of workers with the skills to adequately design, install, maintain and operate high- performance buildings across all building sectors (residential, commercial, industrial). This paper will summarize past BTO workforce development efforts, identify current skills gaps and hiring challenges, and present anticipated future workforce needs based on new technologies currently being developed by labs and industry. Through a literature review and a series of industry and academic workshops, NREL will present a framework that includes multiple options to best prepare the next generation workforce.

buildings↗