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Best Practices for Equitable Solar Workforce Development
The Midwest Renewable Energy Association (MREA) was selected to serve as a lead organization for the U.S. Department of Energy Solar Energy Technology Office’s Equitable Solar Communities of Practice initiative. This project, facilitated through a partnership with ENERGYWERX, aimed to develop strategies to support the expansion of equitable benefits in solar adoption across the U.S. Specifically, the MREA was chosen to lead the solar workforce development community of practice, focusing on scaling the U.S. solar workforce, to meet growing industry demands and ensure that these opportunities are accessible and beneficial to all communities. For the purpose of this initiative, we define the solar workforce in line with the National Solar Jobs Census, which defines a solar worker as someone who spends a majority of their time on solar-related work. This also includes workers who spend a plurality of their time on solar tasks. It’s important to note that manufacturing jobs were not included in this research, as the focus is primarily on solar installation, development, and related roles. To achieve the goals of the Equitable Solar Communities of Practice initiative, the MREA leveraged existing resources and engaged a diverse core team and group of stakeholders including industry professionals, educators, policymakers, and community leaders. The MREA began with a literature review and gap analysis to identify existing best practices and gaps in the solar workforce. This was followed by a community convening to gather insights from a wide range of stakeholders. The findings informed the best practices and pathways to scale the benefits of solar workforce development, focusing on training programs, workforce services, apprenticeship, and justice, inclusion, and sustainability. This report outlines the background, methodology, findings, and conclusions drawn from the landscape and gap analysis, providing valuable insights into workforce needs and training program capacities across the U.S. The outcomes of this research are presented in this report and contain recommendations for optimizing workforce development and training funding to support the equitable growth of the solar industry, ensuring that the transition to solar energy is inclusive and beneficial for all communities.
Solar Training and Education Partnership for Underserved Populations
Solar Landscape’s STEP-UP program provided high quality solar installation training in partnership with community-based organizations (CBOs) in various regions within the U.S. Solar Landscape leveraged internal subject matter experts (SME’s) industry guidance and regional training assessments to provide customized training designed to support the growing solar and broader energy sector. Upon completion of the program, the team assisted trainees and nonprofit partners with connections to Solar Landscape contractors as well as local and National residential solar installation companies to facilitate placement into careers and apprenticeships.
Inventory of Clean Energy Education and Workforce Programs in Connecticut's I-91 Corridor
This document reports on the findings of an inventory of the educational and workforce development resources in a four-county area on the I-91 corridor in Connecticut. The overarching goal of this exercise is to help the local workforce leaders in Bridgeport, Connecticut to optimize their training programs to support the county's clean energy transition. The inventory generally finds that Fairfield County, where Bridgeport is located, lacks adequate education and training programs compared to other surrounding counties with similar populations. More than half of Fairfield County's programs occur through high school or career technical education programs, suggesting that there are minimal opportunities for workers who are not currently high school students. Much of the existing focus within Fairfield County is on general construction or plumbing and electrical skills. There is room to expand by offering more programs focusing on energy efficiency and renewable energy skills. The document outlines some potential next steps and questions for consideration for the local workforce leaders in Bridgeport. Bridgeport is a city located within Fairfield County in southwestern Connecticut. It is the largest city in Connecticut with an estimated population of 150,000. Through the Department of Energy-funded Communities LEAP program, NREL conducted an analysis of existing education and workforce development (EWD) programs located in Fairfield County that align with (or could support) the worker pipeline for occupations related to building energy efficiency (EE), renewable energy (RE), and clean energy manufacturing. The analysis also looked at EWD offerings in other counties in Connecticut as a point of comparison.
National Solar Jobs Accelerator (Final Technical Report (FTR))
The aptitudes and experiences gained through military service—such as dynamic leadership, teamwork and critical thinking skills, technical specialization, and a mission-completion work ethic—make veterans exceptional candidates for a wide range of solar energy careers. The solar industry offers a highly collaborative and purpose-driven work environment that resonates with service members and veterans looking to rise to their next challenge, and solar employers are eager to tap into this valuable talent pool. From October 2019 - February 2023, The National Solar Jobs Accelerator (publicly the Solar Ready Vets Network TM (SRV Network; SRVN)) enhanced and streamlined options for military service members and veterans to pursue solar training, certification, and employment, while advancing solar employers’ efforts and capacity to invest in military talent as part of a long-term workforce development strategy. The SRVN was led by the Interstate Renewable Energy Council (IREC) in partnership with the Solar Energy Industries Association (SEIA), the US Chamber of Commerce Foundation’s Hiring Our Heroes program (HOH) and the North American Board of Certified Energy Practitioners (NABCEP). Through several direct-impact and indirect, high-impact capacity building initiatives aligned with six key objectives, the SRV Network strengthened solar career pathways, and promoted increased representation of military talent across all levels and sectors of the solar workforce. A work-based learning Corporate Fellowship model connected transitioning service members with on-the-job experience in leadership roles with solar employers nationwide. The project advanced broader veteran recruitment and talent development by expanding GI Bill eligibility and streamlining veterans’ pathways for solar training and credentialing, supported direct connections to jobs with top solar employers, and led coordination among key education and industry partners to advance registered apprenticeships aligned with solar career pathways. To ensure that the project best served the needs of all stakeholders, an Advisory Committee of military-connected solar professionals, solar employers, and training providers met biannually to guide project activities and sustainability plans. The project team engaged the broader “SRV Network” (comprised of over 2,000 veterans, employers and training organizations) through regular newsletters and targeted outreach to share resources, hiring fairs, webinars, and other opportunities for engagement. The work done under this award builds on the previous iterations of the Department of Energy’s Solar Ready Vets ® program. As the solar industry continues to grow rapidly over the next decade, the military community will continue to be a highly valuable source of talent. The relationships established and work accomplished through this project will have an enduring positive impact well beyond the funding period.
Tribal Renewable Energy: Bishop Paiute Tribe Youth Solar Job Training Development (Final Report)
This Project provided workshops and hands on opportunities for young tribal adults to gain education,training,and employment in the solar industry; including 1 youth to meet the eligibility requirements for the NABCEP Solar Installer Exam. 10 tribal youth, ages 16-24, attended workshops focused on learning solar fundamentals and then applied those learned skills to hands on training, installing solar on 2 tribal homes. GRID provided certificates authenticating their volunteer hours and skills learned. This program of youth training really excited the tribal leadership as well as the tribal youth. This opportunity was in alignment with the tribe’s Strategic Energy Plan, and supported tribal self-sufficiency, a path to economic development and for the youth it also represented the environmental stewardship the tribe believes in.
Recursive heuristic classification
The author will describe a new problem-solving approach called recursive heuristic classification, whereby a subproblem of heuristic classification is itself formulated and solved by heuristic classification. This allows the construction of more knowledge-intensive classification programs in a way that yields a clean organization. Further, standard knowledge acquisition and learning techniques for heuristic classification can be used to create, refine, and maintain the knowledge base associated with the recursively called classification expert system. The method of recursive heuristic classification was used in the Minerva blackboard shell for heuristic classification. Minerva recursively calls itself every problem-solving cycle to solve the important blackboard scheduler task, which involves assigning a desirability rating to alternative problem-solving actions. Knowing these ratings is critical to the use of an expert system as a component of a critiquing or apprenticeship tutoring system. One innovation of this research is a method called dynamic heuristic classification, which allows selection among dynamically generated classification categories instead of requiring them to be prenumerated.
Community College Energy Code Training Program
The U.S. Department of Energy (DOE) Office of Energy Efficiency and Renewable Energy (EERE) funded a series of research and training programs under the Advanced Building Construction with Energy Efficient Technologies and Practices (ABC) initiative. The aim is to develop new training programs to support the development of a skilled workforce in the building energy efficiency industry. In response, the University of Illinois Smart Energy Design Assistance Center (SEDAC), in collaboration with State Energy Offices in Illinois, Hawaii, and Nevada, developed the Community College Energy Code Training Program. The program is designed to prepare a new generation of energy-literate professionals that understand energy efficiency and its relation to energy codes for new construction and existing buildings through: a) the development of a curriculum and innovative pedagogical materials, b) dissemination through a national network of state energy offices: c) outreach targeting Community College students and instructors.