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The National Renewable Energy Laboratory (NREL) gives an update on initiatives supporting the Weatherization Assistance Program (WAP). This presentation explains how to leverage NREL's cutting-edge resources, tools, and workforce initiatives to strengthen organizations' impact within the WAP network.
Energy I-Corps is an initiative of the Department of Energy's Office of Technology Commercialization. The focus of this 2-month program is to train National Laboratory researchers in evaluating industry needs and potential market applications for their DOE technologies. This year's annual report details the accomplishments, activities, and finances of Energy I-Corps' 2025 fiscal year programming.
This paper was written in preparation for the Workforce Accelerator for Fusion Energy Development conference, which was funded by the National Science Foundation. Prior to the conference, participants from academia, government, industry, national laboratories, and nonprofit organizations worked together to write White papers. Held in Hampton, Virginia, in May 2024, the conference convened participants to discuss various topics in support of workforce development in fusion energy. As the fusion industry expands, efforts to recruit and retain a diverse workforce, ensure equitable access to fusion education, and gain public support will be critical to meeting workforce needs in this field. We outline strategic recommendations across three vital areas: improving diversity data collection; supporting career advancement and retention with a diversity, equity, inclusion, accessibility, and belonging focus; and strengthening community engagement and education in fusion energy.
Geothermal heating and cooling (GHC) systems offer one of the most efficient approaches to provide space conditioning and water heating in buildings. Due to the relatively stable temperature of the ground year-round, these systems can provide an efficient solution to decarbonize heating systems. Yet this technology has faced limited market adoption due to its high first cost. This project seeks to address this barrier by designing a community GHC system at a public housing development in New York, taking advantage of load diversity (in terms of the timing and amount of heating / cooling used per person) that a larger community offers to reduce the size and thus first cost of a GHC system. Project success would result in societal benefit from reduced energy and fossil fuel use, reduced local emissions, and improved comfort, which would positively impact the health and well-being this community. This report presents the findings from Phase 1 project supported by the Department of Energy’s Geothermal Technologies Office and includes the technical design of a GHC at a public housing development in New York. To support the success of a potential deployment of a GHC system, the team conducted community engagement and prepared an assessment of the local workforce needs. The project team, led by EPRI, considered a subset of NYCHA housing developments that were previously identified by NYCHA as suitable for GHC retrofits. This report presents the site selection criteria the team developed and the overall score assigned to each of the eight developments considered. One site was selected for focus of the technical design: Stapleton Houses in Staten Island, a mid-size development with roughly 700 apartments across 6 buildings. The site has an existing hot water hydronic loop served by natural gas boilers for space heating and water heating. The technical design partner assessed baseline energy consumption at the site and established thermal models of the apartment buildings to assist in the design. The team considered several GHC system configurations and selected a hybrid geothermal design fed from water-source heat pumps with auxiliary gas boilers in a central plant. This design best leveraged the existing site configuration and minimized costs due to additional electrical infrastructure upgrades. The report also details the feedback received from community engagement efforts and the findings from the workforce needs assessment and workforce transition plan. Members of the site maintenance staff and the resident advisory council were interviewed for their input and feedback about both the site’s existing heating/cooling infrastructure and how a construction project would impact resident life. This feedback was taken into consideration when completing the geothermal system design. Research was conducted into existing workforce development opportunities available to NYCHA residents. A workforce development plan was established using information from NYCHA’s resident economic empowerment and sustainability group, along with training material and curriculum from the International Ground Source Heat Pump Association (IGSHPA).
GridEd is a collaborative educational initiative consisting of the Electric Power Research Institute (EPRI), 5 Partner Universities (Stony Brook University, The University of Texas at Austin, University of California – Riverside, Virginia Tech, Washington State University), and participating industry sponsors. This educational initiative focuses on developing and training the next generation of power engineers so they can help shape the electric grid of the future by anticipating and fulfilling the needs of changing electric industry requirements. GridEd is leveraging electric industry research to educate a future electric grid workforce by empowering new and continuing education students, not only to become competent and well-informed engineers, but also to participate and influence major technological, social, and policy decisions that address critical global challenges. GridEd’s activities are centered around four core pillars: Enhancement of university power systems engineering curricula; Professional development and training for a diverse electric industry workforce; Stimulating students to join the movement for the next generation of power engineers, and; Improve workforce development efforts in the electric utility industry. Major accomplishments over the course of the project were: Over 50 unique professional short courses were delivered by more than 30 instructors across the GridEd network; Over 3,600 unique learners, many who took multiple courses, received more than 27,000 professional development hours (PDH) and over 1,000 certificates of completion; Approximately 2,900 unique learners undertook a course that was offered LIVE online or in-person; Approximately 700 unique learners undertook a course that was offered as computer-based training (CBT); Over 35 unique university courses were delivered by more than 30 instructors to 1,500 university students across the GridEd network; One-hundred-and-fifty-seven (157) students were funded to completed 43 student projects in topics of power systems and data science, and; Six (6) Historically Black Colleges and Universities (HBCUs) recruited as Affiliate Universities via Utility Partners. The professional training initiative and workforce development activities launched by this project will be sustained through EPRI’s collaborative business model with industry. Stimulating students to join the power engineering workforce of the future and the enhancement of tertiary training may continue to need government support.
NREL assessed the supply chain and workforce considerations for the OCG-Wind floater technology, a floating semi-submersible offshore wind substructure, as well sharing vessel needs to inform their installation strategy. This technical assistance was in support of the FLoating Offshore Wind ReadINess (FLOWIN) Prize Phase 2 submission. NREL provided an assessment of domestic supplier capabilities for the main components of their floating offshore wind platform design and analyzed US regional and national supply chain constraints and gaps. Thirteen interviews with companies including steel distributors, forges, foundries, ports, large component fabricators, subcomponent fabricators, and secondary suppliers provided key insights such as 1) assembly ports are the key infrastructure barrier standing in the way of unlocking the domestic assembly and component fabrication for steel-based FOW platforms, 2) domestic steel producers can supply the types and quantities of steel necessary for FOW platforms, and 3) coordination between stakeholders will be a vital part of successfully developing the supply chain and infrastructure needed to domestically produce FOW platforms. In the workforce assessment, NREL documented a step-by-step approach to conduct a place-based assessment of the foundational workforce consideration for recruiting, upskilling, and retaining a workforce, such as supportive local and state policy, nearby education and training programs, and existing relevant industry. This approach was applied to Tacoma, Washington. Tacoma was indicated to have the potential be a successful location for fabrication and assembly of floating offshore wind energy in terms of workforce development. To share data on vessel requirements to install the OCG-Wind floater, NREL compiled resources that help answer the questions related to anchor handling tug vessels, shared a database of cable laying vessels, and answered questions on complying with the Jones Act.
The standardization of safety training requirements for people working at sea to build and operate offshore wind energy projects, adoption of those standards, and alignment with offshore safety training curriculum development was identified as a high-priority workforce gap in the U.S. Offshore Wind Workforce Assessment (Stefek, 2022). Safety is a top priority for the offshore wind industry; however, there has been uncertainty surrounding what unique safety standards and training will be needed and how various offshore wind safety stakeholders will be involved. The scope of safety training for this resource includes workers who build and operate offshore wind energy projects at sea and defines the stakeholders in the complex ecosystem. This fact sheet aims to help reduce these uncertainties by: 1) Delineating jurisdictional lines, while clarifying roles and responsibilities amongst stakeholders; 2) Identifying key actions or partnerships that can encourage further success with safety training and workforce development.
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Meeting the additional job requirements spurred by potential growth in the offshore wind industry is likely to involve intentional and effective recruitment practices and training program development across all occupations (e.g., skilled trades, engineers, professionals) at state, regional, and local levels. The workforce development ecosystem is complex, especially for an industry like offshore wind, so assessing the readiness of an area to support the workforce needs of new manufacturing facilities involves evaluating numerous economic and training factors at an occupational level. Funded by the National Offshore Wind Research and Development Consortium and led by the National Renewable Energy Laboratory, this report represents one part of a two-part study that explores the challenges and opportunities for Delaware, Maryland, Virginia, and North Carolina in fostering regional collaboration to build a domestic supply chain for the U.S. offshore wind energy sector.
In order to develop a well-trained, equitable, and inclusive workforce with high quality jobs, the DOE Solar Energy Technologies Office (SETO) identified a need for analytical context around different PV project characteristics and labor aspects, and how they might impact workforce wellbeing and PV industry growth. To determine the most valuable novel analytical contributions, this work reviews existing literature on solar workforce topics to identify what areas have been studied previously and where gaps remain. Focus areas included the following topics: (1) metrics for solar workforce, deployment, costs, and associated studies capturing aspects such as demographics and regional distribution, (2) solar workforce wellbeing, including employee contracting mechanisms, compensation, occupational safety and health, and community impacts, (3) national and state policies most relevant to the U.S. solar workforce, and (4) ongoing efforts to expand solar workforce participation, including local staffing dynamics, challenges, and relevant strategies.
Industries across the United States of America are competing for highly skilled talent at a time when worker retirements are increasing and fewer students are pursuing science, technology, engineering and math (STEM) related fields of study. This specialized workforce is necessary for many industries, and it is essential for the processing and management of nuclear materials and operations of the nuclear security enterprise. Competition for STEM talent impacts the region that includes the Savannah River Site (SRS), a Department of Energy complex that is responsible for environmental stewardship, environmental cleanup, waste management and disposition of nuclear materials. SRS employs nearly 11,000 people and anticipates significant workforce attrition due to retirements over the next several years. In the SRS region, nuclear industry workers are also needed for the growing nuclear power industry as construction of four new nuclear power plants is taking place within an 80-mile radius of SRS. To address growing nuclear workforce needs in this region of Georgia and South Carolina, the SRS Community Reuse Organization (SRSCRO) established the Nuclear Workforce Initiative (NWI{sup R}) during 2009. Through NWI{sup R}, the SRSCRO has developed a network of partnerships with nuclear employers and regional educators to expand nuclear workforce development capabilities. Most notably, through NWI{sup R}, the SRSCRO established a partnership with five local colleges and universities and the Department of Energy Office of Environmental Management. Together, they have produced significant results. Recently, the National Nuclear Security Administration joined the partnership to help build the future nuclear workforce that includes scientists and engineers, but also skilled technicians, production operators, welders, nuclear quality specialists and other highly skilled professionals prepared to work in a secure and procedure-oriented environment. This paper highlights results from a successful partnership between a non-profit organization, academic institutions and the United States Department of Energy designed to expand the nuclear industry talent pool. (authors)
The following document summarizes project results from “CORE-CM in the Greater Green River and Wind River Basins: Transforming and Advancing a National Coal Asset”. This project is part of the U.S. Department of Energy’s (“DOE”) National Energy Technology Laboratory’s (“NETL”) Carbon Ore, Rare Earth Elements, and Critical Minerals (CORE-CM) Initiative. This report concludes that the Greater Green River and Wind River Basins (GGRB-WRB) Area-of-Interest (AOI 9) is the ideal region for continued research and development in progressing the broader CORE-CM goals outlined by the DOE. Based upon the extensive analyses of technical, social, and community criteria, this report illustrates that the GGRB-WRB hosts numerous potential CORE-CM feedstocks (both coal- and non-coal based), diverse opportunities for utilizing existing industrial waste streams, ample infrastructure and industry to support new CORE-CM-focused technologies, and a highly motivated, well educated, and adaptable workforce to further develop the regional and national CORE-CM supply chain. Additionally, some potential solutions for technological gaps suggest that the GGRB-WRB's diverse resources can play a significant role in achieving the national goal of critical materials independence. With full community participation, meaningful involvement of regional Tribal Nations, and building upon the stakeholder engagement demonstrated here, the GGRB-WRB region presents a unique opportunity for advancing the CORE-CM Initiative. This project was designed to bring together coal-based communities and stakeholders from across the GGRB-WRB to advance new industries for CORE-CM resources. The University of Wyoming (UWyo) School of Energy Resources (SER) led a project team of experts from the Colorado Geological Survey (CGS), Colorado School of Mines (CSM), Los Alamos National Lab (LANL), and local community colleges. Input from basinal, regional, and national experts bolstered the coalition in order to advance the mission of DOE’s CORE-CM initiative and develop the domestic CORE-CM supply chain. Phase I of this project was designed to address the goal of developing and catalyzing economic growth, job creation, and technology innovation in the GGRB-WRB of Wyoming and Colorado, by increasing the supply of CORE-CM to manufacturers of non-fuel Carbon Based Products (CBP) and products reliant upon CM. The GGRB-WRB CORE-CM project worked toward providing benefit through several avenues of performance and research. • Develop a coalition team to achieve project objectives • Complete detailed assessments, including State-of-the-Art (SOTA) Data acquisition of potential CORE-CM materials across the AOI, and meaningfully contributes to DOE’s CORE-CM goals nationally. • Strategic planning for regional economic growth, job creation, and associated technology innovation around coal materials, including plans to maximize the development of potential CORE-CM resources and technology by creating regional public-private partnerships. • Define regional economic growth potential around existing strengths, energy infrastructure, business and industry, including planning for the leveraging of highly trained workforces, existing and novel coal technologies, and energy infrastructure in development of CORE-CM supply chains. • Develop a preliminary strategic plan for increasing the supply of CORE-CM materials to manufacturers of non-fuel Carbon Based Products (CBP) and products reliant upon CM, focusing on regional strengths that result in an emerging diversified CORE-CM economy. • Assemble a committed network of stakeholders and communities that learn about, accept, and grow new energy technologies within coal regions. Additionally, the project team significantly contributed to the CORE-CM Initiative’s national goals, through cross-regional scoping, collaborating with CORE-CM projects in other AOIs, and including parallel regional project experts. In addition to active inclusion and meaningful engagement and contribution to DOE-led working groups, the project team focused on engaging with regional communities including Tribal Nations, economic development groups, and regional government organizations. The project’s CORE-CM development and commercialization plan identified diverse CORECM feedstocks, potential routes towards integration with existing industries, methods for supply-chain development that leverage existing infrastructure and businesses considering the regional economy, identified entry barriers for incorporating traditional and new technologies in those supply chains, recognized opportunities for public-private partnerships to develop technology innovation centers, identified diverse workforces, and conducted stakeholder outreach and education to build a community of understanding on CORE-CM potential in the GGRB-WRB region. Detailed task descriptions can be found in each chapter.
To support the Government of Colombia's plans to transform its power sector, the U.S. Agency for International Development (USAID) has assembled a cross-organizational team to develop and deliver a comprehensive workforce training program for young energy sector leaders in Colombia designed to enhance the efficient integration of growing volumes of variable renewable energy (VRE) to the energy sector. The team - which includes USAID's Colombia Mission, the National Renewable Energy Laboratory (NREL), USAID's Scaling Up Renewable Energy (SURE) program implemented by Tetra Tech, and the U.S. Energy Association (USEA) - collaboratively developed a series of seven capacity building modules designed to ready Colombia's energy sector workforce to participate in the construction, operation, and grid integration of VRE projects, such as wind and solar. This brochure highlights the program's objectives, results, and impacts to date.
RMD @ NSLS-II helps pave the path to a DMMSC: Developing expertise in techniques and experimental methods for DMMSC science; Improving capabilities for models to become microstructurally aware; Workforce training and development; Help refine DMMSC scientific requirements; Complementary to DMMSC XFEL science (EDXD/EXAFS)
Quantum Information Science (QIS) is expected to profoundly change the practice of science and engineering in the coming decades. QIS technology exploits quantum phenomena for performing tasks that are impossible to do today and is a rapidly progressing field, fueled by large investments from the private sector and governments. Its importance to the U.S. economy and national security is underscored by the National Quantum Initiative Act (NQIA) passed in December 2018, which creates a coordinated multiagency program to support research and training in QIS. After the NIQA signed into law, NETL has launched an initiative to apply QIS to problems encountered in energy technology development. In Jan. 2020, an Quantum for Energy Systems & Technologies (QUEST) working group was formed to establish a workforce capable of developing, reviewing, managing, and advising on QIS-related technologies for NETL and FECM. Since then, the QUEST team have been working on developing quantum sensing technology and performing quantum computing to solve energy-related problems. This poster summarized the QUEST team’s activities & accomplishments on QIS targeting energy-related applications.
As the U.S. offshore wind market prepares for rapid growth, our understanding of specific workforce requirements and pathways to meet those requirements is not keeping pace. Without this deeper understanding, there is a risk that the workforce will not develop as efficiently or robustly as is needed to fully realize the benefits of offshore wind. The "U.S. Offshore Wind Workforce Assessment" provides a more detailed assessment of the workforce demand, supply, and pathways to support key stakeholders including industry, state and local governments, educational organizations, and unions in their efforts to attract, educate, train, and retain a domestic workforce to support this burgeoning industry.
Workforce planning deals with determining the number of employees and associated skills necessary to meet the future operational needs of an organization. A workforce system consists of six elements: recruitment, attrition, promotion, training, retention, and scheduling. Historically, several workforce modeling and analysis methodologies have been developed to capture these elements. This paper reviews the results of workforce and manpower models published within peer-reviewed literature between 1959 and 2021 to provide an in-depth analysis of current models. The focus of this review is on analytical, simulation, and empirical models found in literature that were collected based on a citation requirement and keyword search criteria. Results demonstrate the trends in workforce modeling research and discuss the common uses of each model type and the advantages/disadvantages related to each model. Based on the common attributes of workforce systems, the discussion focuses on the most frequently used model type for each element and the best use for each model. Lastly, recommendations are made for the development of workforce models that allow the most comprehensive view of the workforce systems of the future.