Large-Scale Wind Training Program
Project objective is to develop a credit-bearing wind technician program and a non-credit safety training program, train faculty, and purchase/install large wind training equipment.
17 WIND ENERGY↗
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Search indexed NASA NTRS and DOE OSTI research on propulsion, heat transfer, battery materials and energy systems. Follow report and document links to the original sources.
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The MidAmerica Regional Microgrid Education and Training (MARMET) Consortium
The primary goal of this project was to integrate cutting-edge research and advanced instructional methods to create a flexible, evolving approach to microgrid and distributed energy resources training for all levels of student. This goal entailed the rapid development of modular material to capture and reflect the newest trends in electric power microgrid engineering and to make it available in traditional and non-traditional settings. It was our goal to develop course material that can be readily integrated into either existing courses or organized into new courses. The target audiences include technicians, contractors and consultants, inspectors, policy makers, supervisors, and engineers and undergraduate and graduate students. The main project objectives were to: 1) Perform a gap analysis to identify the research/educational/training needs and define specific implementation plans for these activities in distributed technology and Smart Grid power engineering by working with Department of Energy, the National Network Administrator (NNA) and other Distributed Technology Training Consortia (DTTC). 2) Develop learning content related to, and driven by, microgrid research, consisting of one or more multimedia-based modules. Over the life of the project MARMET provided training to 11,012 students and developed 154,432 contact hours of material (see the IREC NNA, DE-EE0006342, final project report for added details on MARMET evaluation and assessment metrics, as well as an overview of the entire GEARED network. 3) Provide a variety of delivery mechanisms and venues for face-to-face and on-line instruction in power system engineering and related smart grid operations, including university-based courses, short courses, and workshops. 4) Assemble and engage highly-qualified advisory and steering committees of experts from utilities, universities, national laboratories, and product suppliers for this DTTC, to guide and advise the activities of the DTTC, and to assist in creating student internships, coops, research projects and academic competitions for GEARED students within the DTTC and nationally. 5) Convene regular meetings of Consortia partners to disseminate research results among the participants (universities, utilities, and industry). 6) Develop recruitment mechanisms to publicize GEARED student opportunities and highlight the educational benefits of GEARED participation to assure long-term sustainability of student recruitment and retention. 7) Participate in GEARED National Network activities to identify and adopt best practices across all GEARED consortia. 8) Organize, host and manage at least one annual Student-Centered Research Conference on behalf of the GEARED Network during the period of performance; participate in each annual national Student-Centered Research Conference.
14 SOLAR ENERGY↗
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.
14 SOLAR ENERGY↗
NCSP Training and Education Program [Slides]
The mission of the Nuclear Criticality Safety Program is to provide sustainable expert leadership, direction and the technical infrastructure necessary to develop, maintain, and disseminate the essential technical tools, training, and data required to support safe, efficient fissionable material operations within DOE; the vision of the program is a Continually improving, adaptable, and transparent program that communicates and collaborates globally to incorporate technology, practices, and programs to be responsive to the essential technical needs of those responsible for developing, implementing, and maintaining nuclear criticality safety. Training and education topics for the program include a 1-week Manager/Criticality Safety Officer Course and a 2-week NCS Engineer Hands-on Training Course.
42 ENGINEERING↗
USAID Colombia Young Leaders Workforce Training Program Action Plans: Regulatory Road Map for Distributed Energy Resource (DER) Interconnection and Interoperability
As part of the U.S. Agency for International Development (USAID)-National Renewable Energy Laboratory (NREL) Young Leaders Workforce Training Program in Colombia, participants from Colombia's Energy and Gas Regulatory Commission (CREG) leveraged their training and professional experience to develop a regulatory roadmap for the interconnection and interoperability of increasing integration of distributed energy resources (DERs). CREG was one of four teams selected by the training program development team to receive continued technical assistance and strategic advisory support from the USAID-NREL Partnership for action plan development and implementation. This case study provides an overview of the key activities and outcomes of the technical assistance provided by NREL on the CREG Action Plan, and key next steps for implementation of Colombia's DER Integration Regulatory Roadmap.
24 POWER TRANSMISSION AND DISTRIBUTION↗
ORNL NCSP Training and Education Support for FY2022 [Slides]
This presentation is on Oak Ridge National Labatory (ORNL) Nuclear Criticality Safety Program (NCSP) training and education support for Fiscal Year 2022. This lecture explains the approved training and education tasks for fiscal year 2022. Additional training developments for 2022 are covered.
96 KNOWLEDGE MANAGEMENT AND PRESERVATION↗
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.
29 ENERGY PLANNING, POLICY, AND ECONOMY↗
When and Why Hiring and Training Occur: A Survey of Building Efficiency Contractors
As state and local governments, along with homeowners, work to enhance building energy performance, a sufficiently skilled energy-efficiency workforce is essential for implementing solutions at scale. In recent years, employers in the energy efficiency sector, including building performance contractors, have frequently reported challenges finding qualified workers. Additionally, as building performance technologies evolve and become more sophisticated, current workers need to acquire new skills and practices to maintain high-quality work. This study surveyed 209 contractors involved in building energy performance projects across 37 U.S. states, Washington, D.C., Guam, and the Marshall Islands. The survey aimed to understand their experiences in the labor market, their business practices, and their decision-making processes when hiring new workers and training existing employees. The findings highlight contractors' motivations and considerations in hiring and training, as well as the most significant challenges they face in the labor market. These insights can help workforce development practitioners design training programs that are aligned with workforce needs and responsive to employer concerns.
32 ENERGY CONSERVATION, CONSUMPTION, AND UTILIZATI↗
DOE Enhancement and Innovation: Toledo Healthy Homes Training Center
The initial goal of the Toledo Healthy Homes Training Center initiative was to provide weatherization instruction opportunities in Northwest Ohio. The focus of the search for a suitable location was centered on Toledo. Toledo Is the largest population center of the 19 counties that make up that region of the state. During the DOE funded grant period, a total of 103 individuals attended 121 separate training events hosted by the Toledo Healthy Homes Training Center.
32 ENERGY CONSERVATION, CONSUMPTION, AND UTILIZATI↗
Pressure Safety Training (Rev. 8)
This is the workbook for the Pressure Safety Training Course. It is intended as a reference manual and guide for all work with pressurized liquids or gases. This workbook contains basic references to make work with pressure safer. It is intended to supplement classroom instruction, rather than serve as a definitive text on pressure. Earlier versions of the manual were intended specifically for training at Lawrence Livermore National Laboratory. This revision is a generic version intended for training at all DOE facilities. The information in the Standards chapter is from the LLNL Health and Safety Manual. It is included here as a convenient reference and guide for developing similar standards at your own facility.
42 ENGINEERING↗
Optimal Operator Training Reference Models for Human-in-the-loop Systems
The human operator is an integral part of a stable and safe power system. While there is increasing attention paid to automation improvements, the importance of understanding and training human operators may be understated. This paper discusses a project to enhance operator training programs by evaluating human performance relative to a reference operator model identified using optimal control theory. Along with establishing a simple computer-based operator workstation for future training purpose, this paper describes the optimal control response design methodology for a human-in-the-loop power system experiment. The overall system model is presented. An optimal controller synthesis methodology is applied to the model system and the optimal controller is designed. The performance of the optimal controller is then compared to human subject performance.
24 POWER TRANSMISSION AND DISTRIBUTION↗
Doing the impossible: Why neural networks can be trained at all
As deep neural networks grow in size, from thousands to millions to billions of weights, the performance of those networks becomes limited by our ability to accurately train them. A common naive question arises: if we have a system with billions of degrees of freedom, don't we also need billions of samples to train it? Of course, the success of deep learning indicates that reliable models can be learned with reasonable amounts of data. Similar questions arise in protein folding, spin glasses and biological neural networks. With effectively infinite potential folding/spin/wiring configurations, how does the system find the precise arrangement that leads to useful and robust results? Simple sampling of the possible configurations until an optimal one is reached is not a viable option even if one waited for the age of the universe. On the contrary, there appears to be a mechanism in the above phenomena that forces them to achieve configurations that live on a low-dimensional manifold, avoiding the curse of dimensionality. In the current work we use the concept of mutual information between successive layers of a deep neural network to elucidate this mechanism and suggest possible ways of exploiting it to accelerate training.
deep learning, training, curse of dimensionality, ↗
Airspace Technology Demonstration II (ATD-2): American Airlines CLT Ramp Training RTC/RMTC: Baseline Integrated Arrival/ Departure/Surface (IADS) - ATD-2 Tech Transfer 1 - Phase 1
This training material was created to train CLT (Charlotte Douglas International Airport) ramp controllers on the ATD-2 (Airspace Technology Demonstration-2) system. It includes an overview of ATD-2 and the RTC/RMTC (Ramp Traffic Console/Ramp Manager Traffic Console). It discusses many interface details, data exchange and integration, metering modes, and scheduler advisories. It concludes with interactive exercises on all topics of the training course.
RTC/RMTC↗
Response of a Bifurcated Shock Train to Combustion Drive Force Dynamics
A bifurcated normal shock train in a Mach 2.2 constant area, rectangular duct is investigated in the combustion driven Air Force Research Lab RC-18 Sub-scale Direct Connect Supersonic Combustion Facility. High-speed shadowgraph images are captured simultaneously with high-speed wall static pressure measurements along the isolator and combustor walls. The establishment of the shock train following ignition is studied to better understand the flow pathways and fluid dynamical mechanisms that link combustor dynamics to the motions and stability of the isolator shock train. To that end, cross-spectral and wavelet analysis is leveraged to determine the spectral and temporal characteristics of upstream traveling disturbances on the isolator-combustor system in RC-18.
Shock Train↗
Methods for Evaluating the Effectiveness of Programs to Train Pilot Monitoring
This report provides a compendium of methods for evaluation of training programs. It addresses training programs for developing pilot monitoring skills and has a focus on monitoring flight path management. It presents the Sensemaking Model of Monitoring as a framework for organizing the targets of training, and thus also the types of change in performance useful for assessing program effectiveness. It provides guidance for designing program evaluations, which can be tailored to address the specific monitoring topics or content for an application to fleet or airline needs.
monitoring↗
Analysis of Pilot Monitoring Skills and a Review of Training Effectiveness
The commercial aviation industry world-wide has identified a need for improved pilot monitoring and awareness (e.g., FAA, 2013, ICAO, 2016). More specifically, aviation safety data indicate that failures in pilots’ flight path management (FPM) monitoring and awareness have contributed to a range of undesired outcomes: accidents, major upsets, and non-compliance with air traffic control (ATC) guidance. The Federal Aviation Administration (FAA) has further stated that these types of FPM failures are likely to worsen with the increasingly complex air traffic control systems and FPM concepts proposed for NextGen (https://www.faa. gov/nextgen/what_is_nextgen/) operations (e.g., see Hah et al., 2017). Adding to this complexity is the introduction of increasingly automated aircraft systems that can increase monitoring burdens. One potential mitigation for this situation is to enhance pilot training for effective monitoring. NASA Ames Research Center was asked to identify and evaluate training approaches that have the potential to enhance pilots’ ability to effectively monitor for FPM (with the result of improved awareness). The focus of this work is to identify, develop or validate training guidance to improve pilot monitoring/awareness regarding FPM and mitigate the recent trend of accidents and incidents, especially loss of control (LOC) events. The result of this work should be input for improved industry standards and FAA guidance to reduce the risk of incidents and accidents due to inadequate pilot monitoring/awareness. This is the first of three reports that were developed for this project.
aviation human factors↗
Artemis Geology Training Introduction to A3GT
Artemis Internal Science Training Team partners closely with the xEVA Trainers and Crew Training Office in FOD; together, all parties acknowledge the importance of integrated science and operations skill-building within training for surface operations.
Geology↗
Humans to Mars, but How Many? Using Training Requirements Modeling to Inform Crew Size
Missions to Mars will differ from previous human spaceflight missions in that the onboard crew of astronauts will be required to operate in an Earth-independent manner due to the long communication delays. Without a systematic, repeatable process to determine the number and composition of crew necessary to successfully accomplish these missions, NASA increases the risk that crew sizes may be too small to meet primary mission objectives under nominal conditions and, more consequentially, that crewmembers may not have the expertise needed to successfully respond to unforeseen failures without the real-time expertise of the Mission Control Central (MCC) team NASA currently relies upon. The NASA Engineering and Safety Center (NESC) is developing a methodology for assessing the trade space of factors that affect the number of crew for future missions. This methodology includes the consideration of results from three human performance models developed using the Improved Performance Research and Integration Tool (IMPRINT) modeling platform as well as a custom-built model on expertise trained within the crew. The IMPRINT results will be presented in the modeling and simulation sub-tag. Here we present results of a model based on NASA’s crew qualification and responsibility matrix (CQRM), a tool used to identify the crew qualifications for each area of responsibility (operation, system, and payload) for a mission. The model outputs an optimized allocation of training assignments along with a flight-assigned CQRM that can be used to consider the expertise that can be trained within a crew of a given size. We discuss the CQRM model result implications on the trade space for Mars mission crew size.
Mars↗