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A Regional Approach to Offshore Wind Energy Manufacturing in the Central Atlantic: Workforce

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.

17 WIND ENERGY

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.

29 ENERGY PLANNING, POLICY, AND ECONOMY

Cyber Halo Innovation Research Program (CHIRP) Student Research Report: Program Analysis

The Cybersecurity and Space Systems Research Program (CHIRP) conducted multi-year, mission-focused research addressing emerging cybersecurity challenges affecting space and ground systems. Students from California State University San Bernardino (CSUSB), University of Texas El Paso (UTEP), and California State University Dominguez Hills (CSUDH) conducted structured research, developed proof-of-concept demonstrations, participated in applied cybersecurity training, and collaborated with Space Systems Command (SSC), academic, and industry partners. This report documents the research questions, methodologies, findings, demonstrations, and student contributions associated with each cohort. It also summarizes the program’s workforce-development outcomes, including applied cybersecurity training, professional certifications, technical credentials, and partnerships with organizations such as CT Cubed, Inc. and ISC2. Collectively, CHIRP strengthened the space-cybersecurity workforce pipeline and produced research and prototype efforts that may inform future cybersecurity assessments, test and evaluation activities, cyber-range development, acquisition planning, operational training, and mission-assurance initiatives.

McKenzie, Penny L.

Today's Training in the High Technology Arena

To keep in tune with the rapidly changing 'Hardware' technology, it is imperative that all of the supporting components of a program's efforts reflect these increases in technology. To maintain a work force that keeps in tune with the ever increasing technology base, training needs to remain a major consideration in all types of organizations. This paper focuses on the area of training and education and suggests a reasonable, cost effective alternative to carrying the entire burden of developing, training and maintaining a workforce in a rapidly changing, highly technological environment.

Baylis, William T.

Building a Field: The Future of Astronomy with Gravitational Waves

Harnessing the sheer discovery potential of GW Astronomy will require bold, deliberate,and sustained efforts to train and develop the requisite workforce. The next decaderequires a strategic plan to build - from the ground up - a robust, open, andwell-connected GW Astronomy community with deep participation from traditionalastronomers, physicists, data scientists, and instrumentalists. This basic infrastructure issorely needed as an enabling foundation for research. We outline a set ofrecommendations for funding agencies, universities, and professional societies to helpbuild a thriving, diverse, and inclusive new field.

Holley-Bockelman, Kelly

Late-Stage Research Development and Demonstration Sub-activities Updates – FY24 Q3

Oak Ridge National Laboratory (ORNL), in collaboration with the Pacific Northwest National Laboratory (PNNL), the National Renewable Energy Laboratory (NREL), the Lawrence Berkeley National Laboratory (LBNL), and the Hummingbird Firm (a specialized consulting firm focused on promoting diversity, equity, and inclusion considerations), has initiated a national initiative known as the Heat Pump (HP) and Heat Pump Water Heater (HPWH) Field Validation Partnership. This effort involves active participation from numerous critical entities involved in research and market transformation within the field. The ORNL team is responsible for leading Late-Stage Research Development and Demonstration (LSRDD) among the four different topics. The overall outcomes of this project will be: (1) A structured Field Validation Partnership between DOE, the national labs, research, implementation, and market transformation organizations. This will result in unique way to coordinate field validation plans and collect relevant data from around the country into the HP and HPWH Field Validation Database. (2) The Field Validation Partnership will result in a continuous stream of information between DOE and the major industry players in the space of HPs and HPWHs. If desired, DOE could use this information to inform roadmaps related to HP and HPWH market adoption and research going forward. (3) The structure of this Partnership provides a mechanism for sharing lessons learned directly between Late-Stage RD&D, Building Integration Barriers, Regional Market and Policy and Workforce Development efforts. The result will be training content that is well-reviewed by the Partnership which will lead to a workforce that meets the industry’s quality and workforce supply demands. (4) The structure of this Partnership also provides an opportunity for regions to share lessons learned on policy and market transformation with each other through the Market and Policy core Committee. This report includes an update in Late-Stage Research Development and Demonstration.

99 GENERAL AND MISCELLANEOUS

Aerospace Workforce Development: The Nebraska Proposal; and Native View Connections: A Multi-Consortium Workforce Development Proposal

The NASA Nebraska Space Grant Consortium (NSGC) continues to recognize the necessity of increasing the quantity and quality of highly skilled graduates and faculty involved with NASA. Through NASA Workforce Development funds awarded in 2002, NSGC spearheaded customer- focused workforce training and higher education, industry and community partnerships that are significantly impacting the state s workforce in the science, technology, engineering, and mathematics (STEM) competencies. NSGC proposes to build upon these accomplishments to meet the steadily increasing demand for STEM skills and to safeguard minority representation in these disciplines. A wide range of workforce development activities target NASA s need to establish stronger connections among higher education, industry, and community organizations. Participation in the National Student Satellite Program (NSSP), Community Internship Program, and Nebraska Science and Technology Recruitment Fair will extend the pipeline of employees benefiting NASA as well as Nebraska. The diversity component of this proposal catapults from the exceptional reputation NSGC has built by delivering geospatial science experiences to Nebraska s Native Americans. For 6 years, NSGC has fostered and sustained partnerships with the 2 tribal colleges and 4 reservation school districts in Nebraska to foster aeronautics education and outreach. This program, the Nebraska Native American Outreach Program (NNAOP), has grown to incorporate more than educational institutions and is now a partnership among tribal community leaders, academia, tribal schools, and industry. The content focus has broadened from aeronautics in the school systems to aerospace technology and earth science applications in tribal community decision-making and workforce training on the reservations. To date, participants include faculty and staff at 4 Nebraska tribal schools, 2 tribal colleges, approximately 1,000 Native American youth, and over 1,200 community members. This Native American Initiative of the NSGC addresses Nebraska workforce development and serves as a model to others. Following a structured evaluation process, NSGC proposes to sustain delivery of the training funded by NASA in 2002 to tribal entities through partnerships linking academic programs and industry leaders.

Bowen, Brent D.

The Training Process of the Organization Development and Training Office

The Organization Development and Training Office provides training and development opportunities to employees at NASA Glenn Research Center, as a division of the Office of Human Resources and Workforce Planning. Center-wide required trainings, new employee trainings, workshops and career development programs are organized by the OD&TO staff. They also arrange all academic, non-academic, headquarters, fellowship and learning center sponsored courses. They also service organizations wishing to work more effectively by facilitating teambuilding exercises. Equal Opportunity programs and upward mobility programs such as the STEP and GO programs for administrative staff. In working with my mentor I am very involved with Cuyahoga Community College classes, mandatory supervisory training and administrative staff workshops. My largest tasks are in the secretarial training category. The Supporting Organizations And Relationships workshop for administrative personnel, commonly known as SOAR, began last year and continued this summer with follow-up workshops. Months before a workshop or class is brought to Glenn, a need has to be realized. In this case, administrative staff did not feel they had an opportunity to receive relevant training and develop skills through teambuilding, networking and communication. A Statement of work is then created as several companies are contacted about providing the training. After the company best suited to meet the target group s needs is selected, the course is announced with an outline of all pertinent information. A reservation for a facility is made and applications or nominations, depending on the announcement s guidelines, are received from interested employees. Confirmations are sent to participants and final preparations are made but there are still several concluding steps. A training office staff member also assists the facilitator with setting up the facility and introducing the class. After the class, participants evaluations are read and summarized to determine the effectiveness of the class and instructor. In addition to the SOAR workshops, I have several projects and daily tasks to complete. Coding training applications, which require me to be familiar with Glenn s budgetary allocations and policies on training, is an ongoing process. It also requires verifying information reported by an employee via her C-478 form, more commonly known as the training application. I am also the point of contact for the Cuyahoga Community College Advising Sessions held here at NASA Glenn which involves coordinating counselors visits with employees schedules. Two databases had to be created. The first database holds information on administrative staff, and the other tracks supervisors training histories. Through these assignments I gained experience in Microsoft Access 2002 and spreadsheet creation, communicating with co-workers, and successfully facilitating a training to serve specific purposes. With trainings and evaluations to assessment them, the Organization Development and Training Office can assure a quality product and continued customer satisfaction.

Johnson, Melissa S.

Early Career Hire Rapid Training and Development Program: Status Report

The aging of the industrialized workforce, particularly in the aerospace industry, has resulted in a very large generation gap in the workforce. The disproportionate size of Baby Boomers, increasing longevity and declining birth rates has made this phenomenon a reality that no organization can ignore. It is now critical that aerospace organizations prepare themselves for this watershed transformation in the workforce and take the initiative to prepare the incoming workforce with the skills and knowledge necessary to stay at the forefront. Last year the Jet Propulsion Laboratory launched a pioneering training program, known as Phaeton, to provide the knowledge, practice, experience, mentoring opportunities, and project life cycle exposure to our incoming generation of engineers. After 14 months of operation, now is the time to discuss the preliminary results of this new program.

Riley, Betsy N.

Lessons Learned from Open-Source Software Training Toward Expanding the Fusion Workforce

Within the United States (U.S.), the Fusion Innovation Research Engine (FIRE) Collaboratives seek to accelerate fusion technology development through wide-ranging community-driven research activities that bring together industry, laboratories, research institutes, and academia. Increasing the maturity of key components and systems for future fusion power plants (FPPs) toward commercialization, will, by necessity, increase the need for knowledgeable engineers, designers, and researchers in industry capable of integrating and further improving these technologies within industry FPP concepts. Further, various modeling and simulation packages support these programs and are under-development within them to drive design iteration and the development of FPP digital twins. To derive the greatest benefit from model output and capabilities, training these same specialists will be vital. Thus, the development of effective and accessible software onboarding and professional development opportunities focused on fusion will be key to keeping the pace of growth high in the coming decade and beyond. A similar need exists within the advanced fission reactor community, driven by an ever-growing need for carbon-free baseload power for industrial and data center applications. Within the U.S. and around the world, several open-source packages and frameworks exist to support this endeavor, and two we will highlight here are the Multiphysics Object Oriented Simulation Environment (MOOSE) framework and OpenMC. These packages, notably, are also being utilized in the FIRE Collaboratives program. In this presentation, we will highlight the lessons learned from over 30 years of combined software development and training experience, focused on developing strong technical software foundations within the nuclear workforce, from students to professional engineers & scientists. We will connect this experience to present and emerging needs in the fusion energy community, and, finally, will outline possible paths forward to develop a large, robust, global fusion workforce.

70 - PLASMA PHYSICS AND FUSION TECHNOLOGY

Key insights from US Department of Energy Better Plants workforce development bootcamps (2022–2025)

This study examines the effectiveness of the US Department of Energy’s Better Plants Program Bootcamps, which are designed to enhance participants’ technical skills in improving energy efficiency and optimizing operations in manufacturing facilities. Through the analysis of survey data collected from 529 participants across 9 bootcamps, the research investigates the motivations, benefits, and demographic trends of attendees. The findings reveal that skill acquisition and improvement are primary drivers for participation, with key benefits including hands-on training on diagnostic equipment and software tools, networking opportunities, and access to technical resources. The analysis shows strong participation from sectors characterized by high energy consumption and employment, such as chemical and transportation equipment manufacturing. Over 50% of participants have job titles that include “EHS” or “Energy” showing their key roles in leading energy efficiency and energy management efforts in manufacturing. Furthermore, the analysis highlights the distribution of participants across managerial, engineering, and technical roles, revealing a higher representation of managers and engineers. This observation suggests a need for targeted outreach to engage technicians, equipment operators, maintenance staff, and floor workers to ensure comprehensive workforce development. The post-bootcamp survey showed that the participants highly valued the opportunities for peer learning and idea exchange, and the benefits they gained from them. This research contributes to the advancement of manufacturing education by demonstrating the efficacy of specialized training in addressing critical industry challenges and fostering a more competent and empowered workforce.

Energy efficiency

Preliminary Workforce Development and Environmental and Co-use Management Plans for a Floating Offshore Wind Platform - CRADA 609 (Final Report)

Pacific Northwest National Laboratory (PNNL) provided technical assistance to Glosten, Inc. and its affiliate, PelaStar, LLC to advance the development of their floating offshore wind (FOSW) platform. PNNL provided guidance and assessment in two areas that are important to address in the development of FOSW platforms: (1) workforce development and (2) environmental impacts and ocean co-use considerations. This work was funded by the U.S. Department of Energy’s (DOE) Wind Energy Technologies Office (WETO) through Phase 2 of the FLoating Offshore Wind ReadINess (FLOWIN) Prize. It should be noted that the Plans presented in this report are specific to the PelaStar tension-leg platform (TLP) and may not be applicable to all FOSW platforms. Workforce development and environmental/co-use impacts are highly dependent on the geographical region in which activities take place. At the request of PelaStar, PNNL focused on two regions where development may take place: the Gulf of Maine and Northern California. PNNL generated a preliminary Workforce Development Plan for PelaStar, which includes estimated job numbers and skillsets required to establish a workforce to manufacture, install, and operate their platform as part of FOSW projects. The Plan offers methods to increase diversity, equity, and inclusion practices when developing a new workforce and includes colleges and training centers for potential recruitment. Both positive and negative impacts to communities are evaluated, with potential mitigation strategies for reducing negative impacts. The structure of Community Benefit Agreements and Project Labor Agreements are discussed, noting the limitations of the role of a platform manufacturer versus the offshore wind developer. PNNL also drafted a preliminary Environmental and Co-Use Management Plan that serves as a guide to preparing an environmental assessment related to the installation and operation of PelaStar’s unique TLP design, including its potential ecological, socioeconomic, and emissions impacts. The Plan summarizes information on relevant regulatory requirements, potential impact producing factors, monitoring and mitigation measures, and physical and biological resources in the Gulf of Maine and Northern California. One of the primary perceived benefits of the PelaStar TLP is its reduced footprint due to its tensioned tendons versus catenary or taut moorings, but more research must be done as there are no studies on PelaStar’s TLP system to-date. The section also highlights ocean co-use considerations for PelaStar’s TLP system, specifically for fisheries, including existing perspectives, methods, examples, and limitations. The PNNL team established through this preliminary work and review of available literature and resources that there is not yet much research or planning around FOSW. With FOSW being a new industry, many of the findings and planning are adapted from fixed bottom offshore wind, which itself is only just taking off in the United States. More research is needed to establish best practices for workforce development and to assess environmental and ocean co-use impacts and mitigation approaches.

17 WIND ENERGY

Oak Ridge Computing Academy: An HPC cluster deployment and management pilot

The High Performance Computing Technologies (HPCT) course is a hands-on High Performance Computing (HPC) cluster deployment and management training program offered as part of the International School for Advanced Studies (SISSA) and the International Center for Theoretical Physics (ICTP) Master in High Performance Computing (MHPC) specialization. Here, this training program introduces students to key concepts in cluster configuration. which include networking, software stack provisioning, job scheduling, and monitoring. The publicly available course materials feature several examples and underlying methods that are broadly applicable to cluster deployment and management. This paper discusses the design of a new workforce development program at the Oak Ridge National Laboratory that is based on HPCT, the Oak Ridge Computing Academy (ORCA). The ORCA pilot program was hosted by the Oak Ridge Leadership Computing Facility (OLCF) in Summer 2025. As a part of this discussion, HPCT and ORCA course contents and infrastructure are outlined, ORCA participant experiences are detailed, and potential opportunities for improvement are discussed.

Education

Potential Cost Reduction in New Nuclear Deployments Based on Recent AP1000 Experience

The completion of Vogtle Units 3 and 4, despite significant cost and schedule overruns, a major bankruptcy, and a pandemic, demonstrates that the U.S. nuclear industry can still develop new supply chains, train a highly skilled workforce, and build large nuclear power plants. Vogtle, being a first-of-a-kind (FOAK) plant, faced overruns, but FOAK overruns can decrease with more deployments through a combination of design standardization and modularization, transferring and implementing lessons learned between consecutive projects, and innovation. This report quantifies the potential cost and schedule reductions in future AP1000 plants in the US and identifies the barriers in achieving those reductions. It starts with a summary and analysis of the cost and construction timeline data for AP1000 plants that started construction in the United States (Vogtle) and China. Motivated by the steep schedule reductions from the first to second series of AP1000 plants in China, a cost reduction model was developed to quantify potential reductions for future AP1000 builds in the US. Results show that within about 3 more builds, AP1000s can become economically attractive in large markets in the U.S., without leveraging the Investment Tax Credit (ITC) or Production Tax Credit (PTC), and much sooner if these tax credits are available. Importantly the financial risks for future AP1000 builds in the US might be much smaller than observed in the FOAK plants. The study also identifies various barriers for future builds including the availability of a supply chain and a skilled workforce, and emphasizes the importance of making investments to gather and implement lessons learned between consecutive projects.

22 GENERAL STUDIES OF NUCLEAR REACTORS

Feasibility and strategic implications of deploying nuclear power reactors in Africa

This report assesses the feasibility and strategic implications of deploying nuclear power reactors, including large-scale plants, advanced small modular reactors (SMRs), and microreactors, in African countries. Case studies focus on South Africa, Egypt, Kenya, Ghana, and Nigeria, examining nuclear energy’s role in Africa’s rapidly evolving energy landscape, marked by fast-growing demand, significant electricity access gaps, increasing renewable penetration, and strong policy commitments to industrialization and energy security. Several U.S. reactor technologies and designs are considered based on their development status and readiness for deployment. The analysis finds that nuclear power can provide reliable, clean baseload and flexible generation, as well as high-temperature process heat for desalination, hydrogen production, and industrial applications. However, suitability is highly country-specific, depending on grid size and stability, transmission capacity, cooling water availability, regulatory readiness, and fuel supply chains. Near-term deployment opportunities are strongest for light-water reactors (such as NuScale, BWRX-300, AP300, and SMR-300) that use low-enriched uranium and build on proven technology. More advanced concepts, including gas-cooled, sodium-cooled, molten-salt cooled reactors, and microreactors, will likely be relevant for African deployment in the 2030s or later, contingent on demonstration projects, high-assay low-enriched uranium (HALEU) fuel availability, and mature international licensing frameworks. Economic analysis shows that SMRs are capital-intensive, with projected overnight costs for 300 MWe units in 2025 ranging from approximately 1.4 to 2.6 billion USD per module. The levelized cost of electricity (LCOE) is highly sensitive to the weighted average cost of capital (WACC). Given typically higher financing costs and utility balance-sheet weaknesses in many African countries, bankable project structures will require sovereign guarantees, robust offtake arrangements, and layered financing from export credit agencies, development finance institutions, and vendor nations. Comparisons with recent large nuclear projects in the United Arab Emirates (UAE) and Egypt underscore the central role of state-backed loans, long tenors, and concessional terms. Country case studies illustrate a spectrum of readiness and opportunity. South Africa operates two 920 MWe pressurized light water reactors (totaling 1,840 MWe) at Koeberg and has the most mature regulatory and industrial base, positioning it as a prime candidate for both large reactors and SMRs to replace coal, support desalination, and anchor industrial hubs. Egypt is constructing four VVER-1200 units at El Dabaa with strong state leadership and could later complement this fleet with SMRs for coastal and industrial applications. Kenya and Ghana are advancing through IAEA Milestones with growing institutional capacity and clear interest in SMRs that match their smaller grids and industrialization plans. Nigeria has the largest demand potential but faces acute constraints in grid reliability, project bankability, and regulatory capacity; targeted deployments of large reactors and SMRs near coastal or industrial sites could have high impact if accompanied by major grid upgrades and institutional reforms. The report identifies cross-cutting challenges such as financing, political continuity, public acceptance, nonproliferation and security, waste and back-end management, regulatory capacity, grid adequacy, and long deployment timelines for first-of-a-kind designs, and ANL/NSE-26/3 ii proposes broad directions for resolution. These include stronger multifaceted financing for nuclear, long-term national energy strategies that transcend electoral cycles, proactive stakeholder engagement, strengthened regional and national regulators, and systematic workforce development through centers of excellence and expanded training. The United States should develop partnerships with African countries and offer end-to-end nuclear package similar to those used effectively by competitors: coordinated project development, state-backed financing, long-term fuel services, and durable in-country support through regional offices and sustained workforce/regulatory training. With timely planning, sustained political commitment, and appropriate financing and institutional support, nuclear energy, both large reactors and advanced SMRs, can become a meaningful, though not dominant, pillar of Africa’s future power mix, enhancing energy security, enabling industrial growth, and supporting climate goals.

22 GENERAL STUDIES OF NUCLEAR REACTORS

A Mid-Century Net-Zero Scenario for the State of Wyoming and its Economic Impacts

Clean hydrogen has the potential to help achieve 10% economy-wide emissions reductions by 2050 relative to 2005, promote energy security and resilience, and develop a new economy in the United States. In 2030, the hydrogen economy could create about 100,000 new jobs to build new capital projects and clean hydrogen infrastructure. The Wyoming Energy Authority recently announced the state’s energy strategy, which establishes a goal of net-zero emissions by 2050. Under all likely scenarios, achieving a mid-century net-zero target will pose challenges and create opportunities for Wyoming’s energy sector. If executed properly, the transition could favorably affect the state’s economy overall in the long term. This research program examines the economic impact of fossil energy production in Wyoming and provides various predictions for future energy mixes to achieve net-zero emissions. Preliminary work suggests that Wyoming-based hydrogen production could have significant economic benefits and job creation implications for Wyoming. This study further assesses Wyoming’s opportunities to create hydrogen-based industries, assess economic impacts, identify knowledge gaps and research needs, and create a Hydrogen Center of Excellence to accelerate commercialization and deployment. This project helped to understand Wyoming's areas of focus for research and development and identified its areas of strength and potential challenges in creating a hydrogen ecosystem. As a result of this study, we estimate that for blue hydrogen produced from coal and gas resources, the overall cost reduction will be driven mainly by the carbon-sequestration tax credit and the improvement in carbon capture. Mature technologies, like SMR and PSA, will make limited contributions. They have no or limited reductions from an additional capacity deployment in future costs. We also understand the importance of continued support from public and private sectors for Carbon Capture and Storage (CCS)-related research, development, and demonstration programs at federal and state levels. The successful and efficient production of blue hydrogen requires a unique blend of energy resources, geology, regulation, law, and infrastructure. Wyoming has the distinction of meeting all these demands. The team also estimates that the availability and command of water resources accessible for hydrogen production are crucial for developing new projects. Water treatment, use, and disposal after treatment will also make projects possible. Primarily, this is relevant for hydrogen made using renewable energy. Wyoming has one of the best wind resource capacity in the nation. Harnessing this resource is challenging due to limited transmission line availability. Hydrogen could become one of the solutions to the stranded resource problem, primarily if the water availability challenge is addressed. Using produced oil & gas water could help to solve the problem. A commonly cited barrier to the expansion of hydrogen markets is the cost associated with constructing new pipelines, which typically require large amounts of capital to develop. Wyoming already possesses much of the export infrastructure needed to connect Wyoming’s hydrogen production with major markets across the West Coast, Pacific Northwest, Midwest, and Front Range regions of the United States, where a large portion of Wyoming’s natural gas is already transported. In addition to transportation by pipeline, rail transportation of hydrogen has also proven feasible. Wyoming uses its extensive railway system to transport large amounts of coal to its export partners across the United States. By using cryogenic or compressed-gas cars, Wyoming has the potential to add hydrogen to its existing network of railroad energy exports. The same technology may also be applied to hydrogen transport via trucks traveling interstate highways. Wyoming’s workforce is ready to meet the demands of clean hydrogen development. Many of the skills and training needed for hydrogen production are the same skills already possessed by Wyoming’s oil & gas and coal workforce. Many government and industry leaders expect clean hydrogen and other low-carbon energy projects to generate significant job growth and to recruit many already-trained oil & gas and coal workers whose jobs may be displaced. As energy companies seek to penetrate the markets for Wyoming hydrogen production, there is a natural mutual benefit to Wyoming’s workers and companies seeking to launch projects with the assistance of a trained workforce. Wyoming’s university and community college system have adopted several programs to ensure that highly qualified engineers and other technically skilled employees continue to graduate with skills to support the development of hydrogen and other innovative energy projects moving forward. Throughout the project, stakeholder outreach and education took many forms, including meetings with several major companies in the industry, collaborating with local government organizations, educational organizations, and national laboratories, tribal outreach and engagement, the sponsoring of several hydrogen-focused projects in many departments throughout the University of Wyoming, and developing a collaboration with international universities. The products of these collaborations consist of working relationships with several companies in the industry, educational institutions, national labs, and local government, as well as strong connections with individuals who will play an essential role in the success of the Hydrogen Energy Research Center.

08 HYDROGEN

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

Development of a New Criticality Safety Training Program for College Students

Nuclear criticality safety (NCS) expertise remains a crucial workforce need within the US Department of Energy (DOE) laboratory complex. To address this challenge, a novel university/laboratory-based nuclear criticality training certificate program is being developed through a collaborative effort between the Georgia Institute of Technology, Texas A&M University, and Oak Ridge National Laboratory. This comprehensive program implements a two-tiered certification approach that combines online theoretical coursework with hands-on experimental training to create a sustainable pipeline of nuclear criticality specialists. The program specifically targets undergraduate and graduate students in engineering, physics, and mathematics disciplines across the United States. Through integration of fundamental nuclear physics principles, practical safety applications, and experiential learning opportunities, this initiative aims to establish a standardized pathway for developing the next generation of NCS professionals.

K-Effective