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DOE OSTI2025

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↗

DOE OSTI2022

Young Leaders Workforce Training Program Overview and Impact

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.

Colombia↗

DOE OSTI2025

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↗

DOE OSTI2022

Building a More Diverse, Equitable, and Inclusive Energy Efficiency Workforce

The U.S. Department of Energy (DOE) Building Technologies Office (BTO) envisions a future where the U.S. building industry leads globally in delivering quality efficiency products and services to American consumers and businesses. One barrier to achieving this vision is the difficulty reported by energy efficiency employers in finding qualified candidates (NASEO and EFI 2020). However, this barrier also presents an opportunity for the industry to expand in a way that invites and supports a more diverse, equitable, and inclusive workforce. The scope of energy, climate, and technology challenges the country faces will require the talents of all Americans. The purpose of this study therefore is to identify key factors to creating successful workforce development and inclusion programs that will support the future of the building industry. These factors can be applied to individual companies, training programs, or broader industry efforts.

29 ENERGY PLANNING, POLICY, AND ECONOMY↗

DOE OSTI2023

Workforce Program Design and Evaluation [Slides]

This is a presentation for a Better Buildings Workforce Accelerator workshop on workforce program design and evaluation. The presentation includes content and tools to help in crafting program or course goals and objectives (and the difference between the two), and on selecting appropriate evaluation metrics based on the goals and desired outcomes of the program.

29 ENERGY PLANNING, POLICY, AND ECONOMY↗

DOE OSTI2025

How the Modular Construction Industry Is Changing the Construction Workforce [Slides]

564,000 - that's the number of construction workers the United States lacked in 2023. This is not a new or unfamiliar problem, but high interest rates, housing shortages, and an aging workforce are amplifying the pressure to build faster and recruit new talent. Panelized and modular construction are often touted as a solution to this workforce challenge and have seen year over year increases in market share. While research confirms industrialized construction can increase building efficiencies, researchers at the National Renewable Energy Laboratory (NREL), RMI, Washington State University, Dodge Construction Network and Guidehouse were curious how workers are being impacted both on construction sites, at factories, and all the stages in between.

32 ENERGY CONSERVATION, CONSUMPTION, AND UTILIZATI↗

NASA NTRS2023

Understanding Workforce Agility at NASA Kennedy Space Center

NASA leads the world in space research and provides other government agencies, educational institutions, and companies opportunities to explore, launch, and conduct research in and around space. NASA has 11 formal locations based around the United States, and each has different goals and objectives to help NASA meet its overall mission. 2004, President George Bush announced a new vision for the Space Exploration program. During his grand announcement, he discussed that the Space Shuttles would retire due to the 2003 Space Shuttle Columbia accident, where the crew and the space vehicle were lost. The Kennedy Space Center (KSC) would no longer manage the day-to-day operations of maintaining the US Space Shuttle fleet. Our NASA teams would continue working to finish the Space Shuttle program's mission to build the International Space Station. Afterward, NASA would transition to develop and test a new spacecraft, the Crew Exploration Vehicle. The third goal was to return to the moon by 2020 as the launching point for missions beyond, to get humans from lower Earth orbit to the moon and Mars. (Secretary, 2004) The KSC engineering workforce had to prepare to transition from Operational support of the Space Shuttle program to the design and development of over 50 subsystems for the future SLS and Orion Launch Systems at the Kennedy Space Center. These subsystems developed at the Kennedy Space Center Engineering Directorate followed a comprehensive design process that required several different product deliverables during various phases for each subsystem. (Schafer et al., 2013) What allowed these systems to be successful? What enabled NASA KSC to complete over 130 Artemis 1 Design Certification and System Acceptance Reviews, closing over 21,656 Requirements to deem the Artemis 1 rocket ready for launch? Little is known about the NASA engineering workforce agility characteristics that enabled the organization to transition from the Space Shuttle program that ended in 2011 and launch the Artemis Program's SLS rocket on November 16, 2022.

Workforce Agility↗

DOE OSTI2022

2.4.2.405 - Water Power STEM Workforce Development (Marine Energy)

As interest in renewable energy grows, marine energy (ME) technologies will continue to play a growing role in reaching our nation's clean energy objectives. As it is still a nascent industry, developing a ME workforce will require a wide range of expertise and tight competition with other energy sectors. The industry needs to attract and train talent to help develop the workforce pipeline. WPTO efforts to address these needs include more programs, improved program accessibility, and an increased awareness of ME as a renewable energy career (secondary school, vocational and apprenticeship programs, and undergraduate curricula). There is much more work to be done.

ENERGY PLANNING, POLICY, AND ECONOMY,ENGINEERING,H↗

DOE OSTI2024

Weatherization Workforce Updates from NREL

The National Renewable Energy Laboratory provides essential updates on workforce development initiatives and resources tailored for weatherization. This session offers insights into the latest efforts aimed at enhancing and expanding the weatherization workforce.

ENERGY PLANNING, POLICY, AND ECONOMY↗

DOE OSTI2026

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↗

DOE OSTI2023

Summary report from the mini-conference on workforce development through research-based, plasma-focused activities

This report is a summary of the mini-conference on Workforce Development Through Research-Based, Plasma-Focused Science Education and Public Engagement held during the 2022 American Physical Society Division of Plasma Physics annual meeting. The motivation for organizing this mini-conference originates from recent studies and community-based reports highlighting important issues with the current state of the plasma workforce. Here, we summarize the main findings presented in the two speaker sessions of the mini-conference, the challenges, and recommendations identified in the discussion sessions and the results from a post-conference survey. Here, we further provide information on initiatives and studies presented at the mini-conference, along with references to further resources.

70 PLASMA PHYSICS AND FUSION TECHNOLOGY↗

DOE OSTI2025

BOPTest As a Platform for Building Controls and Grid-Interactive Buildings Workforce Training

Building automation and controls are becoming increasingly complex with the emergence of Grid Integrated Efficient Buildings (GEBs) as well as new highly efficient sequences of operation and data-driven control schemes. However, there remains a significant gap in hands-on training opportunities for building operators and technicians to gain practical experience with advanced control systems in a low-risk environment. This paper presents BOPTEST (Building Optimization Performance Test) as a suitable platform for workforce training in building controls and GEB technologies. BOPTEST provides a suite of standardized building simulation test cases with a REST API, real-time control interfaces through BACnet, semantic models connecting users to building data, and built-in calculation of control metrics and performance indicators. The platform enables trainees to interact with virtual buildings using industry-standard protocols while learning how to implement and innovate control strategies. The training platform is designed to offer a structured and interactive learning experience for building engineers, helping them effectively develop, learn, and retain skills in fault identification, troubleshooting, and correction. The workflow is divided into three main phases: 1) Setup, 2) Exercise, and 3) Review, each comprising specific activities performed by either the instructor or the student. Initial pilot training sessions have yielded positive feedback from instructors and participants and demonstrates that BOPTEST effectively fills an industry need for a low-risk training resource via simulation of real building control systems, allowing trainees to gain practical experience before working in the field. The platform's ability to provide immediate performance feedback while maintaining familiar industry interfaces makes it particularly suitable for workforce development programs. This work provides a replicable model for leveraging building simulation in control education and training.

Paul, Lazlo↗

DOE OSTI2026

Accelerator Science & Engineering (AS&E) Workforce Roundtable and AS&E Traineeship Principal Investigator Meeting

A one-and-half-day meeting on the Accelerator Science & Engineering (AS&E) Workforce Roundtable and a one-day meeting of Traineeship Principal Investigators took place at Facility for Rare Isotope Beams at Michigan State University on January 21-23, 2025. The meeting identified critical issues in the AS&E workforce and potential solutions, with a focus on DOE’s major accelerator facilities. The Traineeship PIs meeting focused on sharing experience, efficiency, and improvements of the Traineeship Programs conducted in six US universities. Several managers from the DOE High Energy Physics Office participated in the meetings. The discussions resulted in a decision to conduct similar meetings every year.

43 PARTICLE ACCELERATORS↗

DOE OSTI2025

BOPTEST as a Platform for Building Controls and Grid-Interactive Buildings Workforce Training

Paul, Lazlo↗

NASA NTRS1997

The Employee Assistance Program Collaborates on the Development of an Internal Web Page for the GSFC Workforce

The Employee Assistance Program (EAP) continuously seeks more effective methods of promoting the wellness message of the Occupational Health Program. This year the opportunity presented itself to assist in the development of an internal Web page which could be accessed by GSFC employees from their desktop stations. The contributors to this effort were the Career Counselor, the EAP Counselor, and the GSFC Workforce Project Coordinator. The goal was to create a central location from which employees could obtain relevant information related to the changing needs of the Goddard mission. Another aspect of this effort was an attempt to integrate as much information as possible on the issues related to change and its impact on the workforce in a central location. The method selected was the use of hyperlinks to other Federal and private Web pages. The EAP of course, focused on materials relevant to mental health, balancing work and family, and stress management.

Marian T Humphrey↗

NASA NTRS2003

Emerging and Future Computing Paradigms and Their Impact on the Research, Training, and Design Environments of the Aerospace Workforce

The document contains the proceedings of the training workshop on Emerging and Future Computing Paradigms and their impact on the Research, Training and Design Environments of the Aerospace Workforce. The workshop was held at NASA Langley Research Center, Hampton, Virginia, March 18 and 19, 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 a) provide broad overviews of the diverse activities related to new computing paradigms, including grid computing, pervasive computing, high-productivity computing, and the IBM-led autonomic computing; and b) identify future directions for research that have high potential for future aerospace workforce environments. The format of the workshop included twenty-one, half-hour overview-type presentations and three exhibits by vendors.

Noor, Ahmed K.↗

NASA NTRS2005

D-Side: A Facility and Workforce Planning Group Multi-criteria Decision Support System for Johnson Space Center

"To understand and protect our home planet, to explore the universe and search for life, and to inspire the next generation of explorers" is NASA's mission. The Systems Management Office at Johnson Space Center (JSC) is searching for methods to effectively manage the Center's resources to meet NASA's mission. D-Side is a group multi-criteria decision support system (GMDSS) developed to support facility decisions at JSC. D-Side uses a series of sequential and structured processes to plot facilities in a three-dimensional (3-D) graph on the basis of each facility alignment with NASA's mission and goals, the extent to which other facilities are dependent on the facility, and the dollar value of capital investments that have been postponed at the facility relative to the facility replacement value. A similarity factor rank orders facilities based on their Euclidean distance from Ideal and Nadir points. These similarity factors are then used to allocate capital improvement resources across facilities. We also present a parallel model that can be used to support decisions concerning allocation of human resources investments across workforce units. Finally, we present results from a pilot study where 12 experienced facility managers from NASA used D-Side and the organization's current approach to rank order and allocate funds for capital improvement across 20 facilities. Users evaluated D-Side favorably in terms of ease of use, the quality of the decision-making process, decision quality, and overall value-added. Their evaluations of D-Side were significantly more favorable than their evaluations of the current approach. Keywords: NASA, Multi-Criteria Decision Making, Decision Support System, AHP, Euclidean Distance, 3-D Modeling, Facility Planning, Workforce Planning.

Tavana, Madjid↗

NASA NTRS2008

Civil Service Workforce Market Supply and the Effect on the Cost Estimating Relationships (CERs) that may effect the Productivity Factors for Future NASA Missions

The upcoming retirement of the Baby Boomers on the horizon will leave a performance gap between younger generation (the future NASA decision makers) and the gray beards. This paper will reflect on the average age of workforce across NASA Centers, the Aerospace Industry and other Government Agencies, like DoD. This papers will dig into Productivity and Realization Factors and how they get applied to bimonthly (payroll data) for true 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 solutions, from simple - full time equivalent (FTE) cost estimating relationships CERs, to complex - 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 different alternatives performance based cost estimating relationships (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 internal home-grown cost models which may impact the productivity factors for future NASA missions.

Sterk, Steve↗