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DOE OSTI2024

Summary of Massachusetts Clean Energy Center's Workforce Needs Assessment for the City of Lawrence

In July 2023, the Massachusetts Clean Energy Center (MassCEC) published an employment report titled “Powering the Future: A Massachusetts Clean Energy Workforce Needs Assessment.” This report was intended to support the State in meeting its 2030 decarbonization goals by identifying both existing workforce and training resources as well as gaps and barriers that need to be addressed in order to scale the State’s workforce to meet future demand. The following is a summary of the content that is relevant to Lawrence, MA. This was completed as part of the US Department of Energy’s Communities LEAP (Local Energy Action Program) Pilot supporting the Lawrence Stakeholders Coalition (LSC) led by Browning the Green Space in partnership with Groundwork Lawrence, All In Energy, and the City of Lawrence.

29 ENERGY PLANNING, POLICY, AND ECONOMY↗

DOE OSTI2024

Inspiring Tomorrow's Water Power Workforce to Lead the Clean Energy Revolution

Renewable water power, including hydropower and marine energy, will play a key role in building a reliable and flexible 100% clean energy future. That future needs a larger, modern workforce - one that's more diverse, equitable, and inclusive - to power and improve these technologies. And researchers at the National Renewable Energy Laboratory (NREL) are committed to fostering tomorrow's water power workforce through science, technology, engineering, and mathematics (STEM) and workforce development programs. Through events, online resources, and more, the lab aims to engage and inspire careers in water power.

app↗

DOE OSTI2025

Building a Clean Energy Workforce: Best Practices for State Energy Offices

As federal investments into the clean energy economy are underway, State Energy Offices (SEOs) are engaging in efforts to grow the workforce through the creation and/or funding of workforce initiatives that recruit, train and support pathways into energy efficiency and clean energy jobs. This report provides a summary of clean energy workforce development best practices, supplemented by case studies and lessons learned from several SEOs that showcase these strategies in practice. SEOs can reference this resource as they implement, manage, oversee, and/or evaluate efforts their offices are undertaking through various federally funded programs.

clean energy↗

DOE OSTI2024

Introduction to Workforce Development Energy Futures Grant [Slides]

To support Energy Futures Grant awardees in pursuing workforce efforts to support their broader projects, this presentation provides an introduction to workforce development, including what it is, who is involved, employment considerations, and an overview of the process for creating new clean energy workforce programs.

29 ENERGY PLANNING, POLICY, AND ECONOMY↗

DOE OSTI2022

Immersive Industrialized Construction Environments for Energy Efficiency Construction Workforce

The National Renewable Energy Laboratory is actively developing and testing Immersive Industrialized Construction Environments (IICE) for construction automation and worker-machine interaction to investigate possible solutions and increase workforce productivity. At full scope and matured functionality, IICE allows us to accelerate the development of and better explore industrialized construction approaches such as prefabrication. IICE also enables wider adoption of energy-efficient products and Industry 4.0 construction automation through worker-machine interaction pilots. Industry 4.0 and industrialized construction approaches can encourage workforce specialization in energy efficiency construction, address the lack of multi-skilled workers, and increase workforce productivity with construction automation. However, recent attempts to integrate these concepts with the industry have only been moderately successful. To address this, focusing the pedagogy on using a digital twin, its digital models, and virtual reality could make the experience of continuing education on construction automation more affordable, accessible, scalable, immersive, and safer, and could greatly improve the efficiency and robustness of the building and construction industry. IICE accurately represents the realities of construction uncertainties without having to create full scale physical prototypes of machines. In this paper, we address the following research question: How can a digital twin and its models in virtual reality enhance the learning experience and productivity of energy efficiency construction workers to gain the skills in operating Industry 4.0 components such as construction automation and handling energy-efficient products in industrialized construction factories and on-site? We introduce original research on developing IICE and present preliminary findings from time and motion pilot studies.

32 ENERGY CONSERVATION, CONSUMPTION, AND UTILIZATI↗

DOE OSTI2022

1.4.2.403 - Water Power STEM Workforce Development (Hydro)

As interest in renewable energy grows, water power technologies will continue to play a robust and growing role. However, the industry needs new talent to spur innovation and to support industry needs. With one-quarter of the domestic hydropower workforce retiring in the coming decade, the need to fill the workforce pipeline has never been more critical. The lack of new hydropower development has limited the number of educational programs focused on this sector at all levels of education. NREL has a long track record of working to address educational needs across the renewable energy spectrum. Leveraging this track record, this project brought the Hydropower STEM Portal to water power stakeholders fueled by information from a multitude of sectors, our partnership with the Hydropower Foundation, NEED, and others. The team has also sought to integrate activities with the Bonneville Environmental Foundation, to increase dissemination opportunities and interfaces. The purpose of the portal is to be a one-stop shop to information geared at inspiring the next-generation water power professional. NREL also leverages experience in engaging with stakeholders to understand barriers to technology adoption to identify issues and drivers, provide feedback to the R&D community, work to clarify misperceptions, and inform decisions to facilitate market adoption. The outcome of this work is a more successful and diverse water power industry based on a motivated and better-trained workforce.

ENERGY PLANNING, POLICY, AND ECONOMY,HYDRO ENERGY↗

DOE OSTI2022

Inspiring Tomorrow's Water Power Workforce to Lead the Clean Energy Revolution

HYDRO ENERGY↗

DOE OSTI2023

WAP Workforce Needs Analysis

As identified through stakeholder dialogue, Weatherization Assistance Program (WAP) Grantees and Subgrantees face challenges in hiring and retaining field staff in the following positions: Retrofit Installers/Technicians (RITs), Crew Leaders (CLs), Energy Auditors (EAs), and Quality Control Inspectors (QCIs). To gain a baseline understanding of workforce needs, NREL collected voluntary workforce data from May 4-June 30, 2022. This presentation includes a qualitative analysis of this data, key takeaways, and an introduction to new tools supporting WAP workforce development.

ENERGY PLANNING, POLICY, AND ECONOMY↗

DOE OSTI2023

Gearing Up for 2030: Building the Offshore Wind Supply Chain and Workforce Needed to Deploy 30 GW and Beyond

This webinar addresses the current state and future needs of the U.S. offshore wind energy workforce and supply chain. During this webinar, National Renewable Energy Laboratory researchers Matt Shields and Jeremy Stefek will present new research on the challenges of producing thousands of offshore wind energy technology components while creating tens of thousands of U.S. jobs - and the solutions that can help meet those challenges. Topics covered in the webinar include port facilities, vessels, component manufacturing, trades and roles in the industry, workforce development and training, and the coordination of supply chain and workforce efforts between states and regions.

2030↗

DOE OSTI2023

Offshore Wind Workforce Safety Standards and Training Resource

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.

offshore wind↗

DOE OSTI2024

Developing Smart Building Technology Modules to Enhance Workforce Preparedness: A Case for AI-Driven Academic and Professional Education

Smart building technologies are resources that improve building energy efficiency and resilience, reduce carbon emissions, and provide load flexibility to the grid. However, in both academic curricula and building professionals’ continuing education, there is a lack of systematic instruction on methods to integrate multiple energy systems including distributed energy resources (DER), smart building technologies, AI (Artificial Intelligence) tools and key concepts, components, and controls, including “Internet of Things” (IoT) devices. In today’s dynamic workforce, this major gap in smart building technology education prevents stakeholders from being able to attract talent with an understanding and preparation to adopt smart building technologies in building design and operations. A federally funded project included a partnership between Slipstream and Texas A&M University (TAMU) to develop a semester-long smart building curriculum for engineering college students with the ability to adapt the contents for workforce development of professionals in building services. The final product consists of 16 training videos adapted for building professionals and the public. The educational content and training materials cover the benefits of building energy systems, the latest sensor technologies and IoT devices, all with a focus on smart building technologies. The key drivers are on topics related to smart building controls (i.e., energy management information systems), smart building control platforms, cybersecurity, grid-interactive-efficient buildings (GEBs), smart building control methods, and occupant-centric control. Although not explicitly included the technologies nod to the need for AI driven technologies to prepare engineers and industry professionals to be future ready. This paper describes the project approach, provides outlines of the training materials, and identifies lessons learned in creating the content for this course. The authors suggest ways to scale the instruction of smart building concepts to empower the workforce to accelerate the adoption of smart building technologies and AI-based teaching and learning in higher education and building sector.

99 GENERAL AND MISCELLANEOUS↗

DOE OSTI2023

LANL Workforce Reporting Tool

The LANL Workforce Reporting Tool compiles and analyzes workforce demographics and attributes as presented in the annual Stockpile and Stewardship Management Plan (SSMP) over FY15-21 using MicroStrategy, a data analytics and visualization software. There are three major employee populations included in the tool: 1) LANL’s regular (permanent) employees; 2) LANL’s entire workforce (regular, craft, contractors, students, post doctorate students, limited term employees, and lab associates); 3) The Nuclear Security Enterprise’s (NSE) permanent career employees (combined and site-by-site).

97 MATHEMATICS AND COMPUTING↗

DOE OSTI2022

Workforce Development Bioenergy Experiential Learning Tool (Final Report)

The "Pathways to Bio-Power" program was designed as a workforce development initiative aimed at addressing the workforce gap in the bioenergy sector while promoting diversity and inclusion. The program incorporated advanced technologies, such as artificial intelligence (AI) and learning algorithms, to provide individualized training plans and pathways for Minority Business Enterprises (MBEs) and the current workforce to enter the bioenergy industry. However, after careful consideration, it was determined that proceeding to Phase II was not feasible due to several reasons related to resource allocation, market demand, and technical challenges.

15 GEOTHERMAL ENERGY↗

DOE OSTI2023

NSE workplace of the future: Enabling a LPS ready workforce

The future mission success of the Nuclear Security Enterprise (NSE) relies on our workforce and our workplace. The 2022 Nuclear Posture Review notes that “the health of the enterprise depends critically on recruiting and retaining a skilled and diverse workforce” and the 2022 National Nuclear Security Administration (NNSA) Strategic Vision articulates a commitment to “recruit, invest in, and nourish a high-performing, diverse, and flexible workforce that can meet the unique policy, technical, and leadership needs of our mission today and well into the future.”

73 NUCLEAR PHYSICS AND RADIATION PHYSICS↗

NASA NTRS2003

Advanced Learning Technologies and Learning Networks and Their Impact on Future Aerospace Workforce

This document contains the proceedings of the training workshop on Advanced Learning Technologies and Learning Networks and their impact on Future Aerospace Workforce. The workshop was held at the Peninsula Workforce Development Center, Hampton, Virginia, April 2 3, 2003. The workshop was jointly sponsored by Old Dominion University and NASA. Workshop attendees came from NASA, other government agencies, industry, and universities. The objectives of the workshop were to: 1) provide broad overviews of the diverse activities related to advanced learning technologies and learning environments, and 2) identify future directions for research that have high potential for aerospace workforce development. Eighteen half-hour overviewtype presentations were made at the workshop.

Noor, Ahmed K.↗

NASA NTRS2006

Promoting Lifelong Ocean Education: Shaping Tomorrow's Earth Stewards and the Science and Technology Workforce

The coming ocean observing systems provide an unprecedented opportunity to change both the public perception of our oceans, and to inspire, captivate and motivate our children, our young adults and even our fellow adults to pursue careers allied with the oceans and to become stewards of our Planet's last unexplored environment. Education plans for the operational component, the Integrated Ocean Observing System (IOOS), and for the research component, Ocean Research Interactive Observatory Networks (ORION), are designed to take advantage of this opportunity. In both cases, community recommendations were developed within the context of the following assumptions: 1. Utilize research on how people learn, especially the four-pronged model of simultaneous learner-centered, knowledge-center, assessment-centered and community-centered learning 2. Strive for maximum impact on national needs in science and technology learning 3. Build on the best of what is already in place 4. Pay special attention to quality, sustainability, and scalability of efforts 5. Use partnerships across federal, state and local government, academia, and industry. Community recommendations for 100s and ORION education have much in common and offer the opportunity to create a coherent education effort allied with ocean observing systems. Both efforts focus on developing the science and technology workforce of the future, and the science and technology literacy of the public within the context of the Earth system and the role of the oceans and Great Lakes in that system. Both also recognize that an organized education infrastructure that supports sustainability and scalability of education efforts is required if ocean observing education efforts are to achieve a small but measurable improvement in either of these areas. Efforts have begun to develop the education infrastructure by beginning to form a community of educators from existing ocean and aquatic education networks and by exploring needs and issues associated with using ocean observing information assets in education. Likewise efforts are underway to address workforce issues by a systematic analysis of current and future workforce and educational needs. These activities will be described as will upcoming opportunities for the community to participate in these efforts.

Meeson, Blanche↗

NASA NTRS2008

Development of a NASA Integrated Technical Workforce Career Development Model Entitled Requisite Occupation Competencies and Knowledge -- the ROCK

This paper shares the findings of NASA's Integrated Learning and Development Program (ILDP) in its effort to reinvigorate the HANDS-ON practice of space systems engineering and project/program management through focused coursework, training opportunities, on-the job learning and special assignments. Prior to March 2005, NASA responsibility for technical workforce development (the program/project manager, systems engineering, discipline engineering, discipline engineering and associated communities) was executed by two parallel organizations. In March 2005 these organizations merged. The resulting program-ILDP-was chartered to implement an integrated competency-based development model capable of enhancing NASA's technical workforce performance as they face the complex challenges of Earth science, space science, aeronautics and human spaceflight missions. Results developed in collaboration with NASA Field Centers are reported on. This work led to definition of the agency's first integrated technical workforce development model known as the Requisite Occupation Competence and Knowledge (the ROCK). Critical processes and products are presented including: 'validation' techniques to guide model development, the Design-A-CUrriculuM (DACUM) process, and creation of the agency's first systems engineering body-of-knowledge. Findings were validated via nine focus groups from industry and government, validated with over 17 space-related organizations, at an estimated cost exceeding $300,000 (US). Masters-level programs and training programs have evolved to address the needs of these practitioner communities based upon these results. The ROCK reintroduced rigor and depth to the practitioner's development in these critical disciplines enabling their ability to take mission concepts from imagination to reality.

Menrad, Robert J.↗

NASA NTRS2008

Civil Service Workforce Market Supply and the Effect on Cost Estimating Relationship (CERS) that May Effect the Productivity Factors for Future NASA Missions

The upcoming retirement of the Baby Boomers will leave a workforce age gap between the younger generation (the future NASA decision makers) and the gray beards. This paper will reflect on the average age of the workforce across NASA Centers, the Aerospace Industry and other Government Agencies, like DoD. This paper will dig into Productivity and Realization Factors and how they get applied to bi-monthly (payroll) data for true full-time equivalent (FTE) calculations that could be used at each of the NASA Centers and other business systems that are on the forefront in being implemented. This paper offers some comparative costs analysis/solutions, from simple FTE cost-estimating relationships (CERs) versus CERs for monthly time-phasing activities for small research projects that start and get completed within a government fiscal year. This paper will present the results of a parametric study investigating the cost-effectiveness of alternative performance-based CERs and how they get applied into the Center's forward pricing rate proposals (FPRP). True CERs based on the relationship of a younger aged workforce will have some effects on labor rates used in both commercial cost models and other internal home-grown cost models which may impact the productivity factors for future NASA missions.

Sterk, Steve↗