Developing a Marine Energy Workforce Pipeline
Marine Energy is a nascent, but growing industry and will need a strong workforce to be successful. This paper examines the resources and programs needed to achieve the industry's goals.
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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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Strategic Development of a Skilled Workforce
Strategic Development of a Skilled Workforce PPT presentation.
99 GENERAL AND MISCELLANEOUS↗
Western States Building Energy & Controls Apprenticeship (BECA) Program
How does this project help to understand the challenges of workforce development in the commercial building energy management industry? The purpose of this project was to create a replicable, scalable, and portable apprenticeship program for building energy management and controls. This paper will demonstrate how local processes can be more adaptable and inclusive than federal processes in achieving workforce development goals. Our work provides insights into the technical effectiveness of the program, enabling others to achieve greater success in their workforce development initiatives. The project required more time and financial resources than initially anticipated and spent a year in a no-cost extension working to accomplish the Statement of Project Objectives. The original goal was to create an Industry Related Apprenticeship Program (IRAP). The development of this apprenticeship presented challenges due to the lack of existing programs for reference and the absence of relevant industry classification codes by the Department of Labor (DOL). Notably, the role of a commercial building energy analyst is not recognized by the DOL. The SIC (industry codes) do not have a good description of this job. There are many that may fall into related categories, but none are the actual duties of an energy analyst. Discussions with the DOL indicated that substantial groundwork was necessary before a national apprenticeship program could be implemented, causing delays in the program’s commencement. As a result, students experienced longer wait times before starting their apprenticeship component. The apprenticeship program officially launched on September 14, 2021. The success of the State of Oregon’s apprenticeship program, the first of its kind in the state, underscored the flexibility and effectiveness of local initiatives compared to federal efforts. The COVID-19 pandemic also significantly impacted the project’s success. Beginning in March 2020, the pandemic led to widespread closures of schools and colleges by fall 2020. By September 2021, when the apprenticeship option became available, enrollment in colleges and universities nationwide had decreased, affecting student participation in the program. Moreover, as employers transitioned their employees to remote work, there was limited interaction with external personnel, influencing the willingness of training agents (employers) to integrate additional workers into their teams. This paper addresses several challenges encountered during the project, with the hope that future workforce development efforts will benefit from these experiences. We Final Technical Report 4 | Page encourage others to engage with state and federal agencies to enhance and update pathways for workforce development and apprenticeship programs.
29 ENERGY PLANNING, POLICY, AND ECONOMY↗
Building a Diverse and Inclusive HPC Community for Mission-Driven Team Science
The U.S. Department of Energy (DOE) has been a long-standing leader in driving advances in science and technology through advanced computing. However, DOE laboratories are currently facing urgent workforce challenges, particularly in terms of underrepresentation from key communities, including people of color, women, persons with disabilities, and first-generation scholars. This paper introduces the work carried out as part of the Exascale Computing Project (ECP) Broadening Participation Initiative, which aims to address workforce challenges through a lens that considers the distinct needs and culture of high-performance computing (HPC). The work focuses on three main efforts: hosting Intro to HPC Bootcamps, expanding the Sustainable Research Pathways (SRP) internship and workforce development program, and establishing an HPC Workforce Development and Retention Action Group. Finally, the paper also highlights various workforce efforts throughout the computational science community and explores opportunities for future work aimed at broadening participation in HPC.
97 MATHEMATICS AND COMPUTING↗
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↗
Ensuring Workforce Readiness for the Energy Industry Through 3D Simulations
In February 2009, during his joint address to Congress, President Obama challenged every American to commit to at least one year of college education and set a goal that the United States should once again have the highest proportion of college graduates in the world by the year 2020. This push by the Obama administration reflected the understanding that while a college degree was becoming a prerequisite to obtain many of the jobs in the 21. century economy; the United States still lagged behind other countries with respect to higher education attainment. Because of this, the U.S. is facing a skills gap between the credentials required for the jobs of today and tomorrow, and the number of skilled workers eligible to fill those jobs. Within the energy industry, the skills gap is compounded by two factors: an expanding domestic industry in energy generation and transmission, and an aging workforce set to retire in large numbers. In fact, a 2013 survey administered by Center for Energy Workforce Development (CEWD) estimates that 36% of the workforce may need to be replaced in the next five years, and nearly 50% will need to be replaced by the year 2023. As a 2014 report by CEWD notes, 'The message for workforce development is clear: qualified and skilled utility technicians and engineers will continue to be in high demand in all types of energy generation, transmission, and distribution jobs'. Simulations provide students the ability to practice proper procedure in a safe environment, test out multiple scenarios to determine an optimal outcome, and repeat practice to solidify learning. Industry currently applies simulation (i.e., 3D Electrical Substation Simulation) as it affords an opportunity for technicians to train in a safe, virtual environment, thus eliminating risks associated with arc flash hazards. The intent of 3D simulation is to enhance the students' understanding of the concepts learned in the course and better prepare students for field work in a related technical discipline. The 3D simulation will reinforce the concepts learned during a specific course and are intended to add real world context to the curriculum. The 3D simulation will be designed such that a student will perform specific job activities incorporating concepts learned during the course. This method of instruction ensures students have an understanding of the concepts and are able to apply the concepts in a real world context. Different scenarios will be developed to ensure a thorough understanding of the concepts with real time feedback when there is a misunderstanding of the concepts. (authors)
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Clean Energy Education and Training Resources and Opportunities in New York's Southern Tier Region
New York's Southern Tier Region is experiencing high growth and investment in the clean energy sector and is anticipating more jobs to come in energy efficiency, renewable energy, and manufacturing in the coming years. The Network for a Sustainable Tomorrow (NEST) is a nonprofit network of programs working to develop a regional backbone system for education and training programs as well as curricula to support the workforce needed for the region's growing industries to succeed. Through its participation in the US Department of Energy's Better Buildings Workforce Accelerator, NEST requested technical assistance in conducting a landscape and needs assessment of the region's existing clean energy education and workforce development assets. This report supports NEST's efforts by providing a baseline of clean energy employment data, an inventory and gap analysis of the education and workforce development assets currently available and serving the Southern Tier Region, and case studies of innovative and successful regional clean energy education and workforce coalitions from around the county.
29 ENERGY PLANNING, POLICY, AND ECONOMY↗
The Industrial Efficiency and Decarbonization Office
The Industrial Efficiency and Decarbonization Office (IEDO) supports innovation technologies and the adoption of practices to enable the industrial sector to cost-effectively reduce greenhouse gas (GHG) emissions. IEDO and its programs are critical to putting the Nation on a pathway to reduce CO2 emissions by 50% by 2030 when compared to 2005 levels, and to achieve net-zero carbon emissions by 2050. With 30% of primary energy-related emissions attributable to the industrial sector, IEDO builds upon a foundation of energy efficiency as a decarbonization pathway to include process electrification, use of low carbon fuels and feedstocks, and carbon capture to meet industrial emissions reductions targets. IEDO provides planning, management, and direction necessary for a balanced national program of research, development, demonstration, technical assistance, and workforce development to drive energy, materials and production efficiency, and decarbonization across the industrial sector.
Energy-Intensive Industries, Cross-Sector Technolo↗
The Workforce Readiness Index: A Local and Regional Assessment Tool for Energy Sector Preparedness
Building up a workforce that is properly trained and adequately sized is essential to ensuring that the deployment of energy generation sources in the United States meets future energy demand. Workforce development to support supply chain or large infrastructure investments typically occurs at a local level. However, there is a critical gap in understanding where and to what extent regional workforces are equipped to meet the needs of an energy industry. The Workforce Readiness Index ("the index") was developed to assess and compare energy sector workforce readiness across the United States at the county level to provide granular information to various stakeholders such as industry members, state decision makers, and training program developers. Workforce readiness is defined as the ability to recruit from the general labor market, transition workers with comparable skill sets, and train a workforce using scalable or existing training programs near a specific location. Therefore, the index evaluates readiness levels based on the likelihood that a county possesses the workforce development infrastructure needed to support the occupations required by an energy-related industry or sector. Furthermore, the index offers a standardized yet flexible approach that captures regional variations and highlights local strengths and challenges.
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Solar Energy Research Institute for India and the United States (SERIIUS): Lessons and Results from a Binational Consortium
This book describes the development, functioning, and results of a successful binational program to promote significant scientific advances in Earth-abundant photovoltaics (PV) and concentrated solar power (CSP), advanced process/manufacturing technologies, multiscale modeling and reliability testing, and analysis of integrated solar energy systems. SERIIUS is a consortium between India and the United States dedicated to developing new solar technologies and assessing their potential impact in the two countries. The consortium consists of nearly 50 institutions including academia, national laboratories, and industry, with the goal of developing significant new technologies in all areas of solar deployment. In addition, the program focused on workforce development through graduate students, post-doctoral students, and an international exchange program. Particular emphasis was placed on the following efforts: creating disruptive technologies in PV and CSP through high-impact fundamental and applied research and development (R&D); identifying and quantifying the critical technical, economic, and policy issues for solar energy development and deployment in India; overcoming barriers to technology transfer by teaming research institutions and industry in an effective project structure; building a new platform for binational collaboration using a formalized R&D project structure, along with effective management, coordination, and decision processes; creating a sustainable network and workforce development program from which to build large collaborations and fostering a collaborative culture and outreach programs. This includes using existing and new methodologies for collaboration based on advanced electronic and web-based communication to facilitate functional international teams. The book summarizes the general lessons learned from these experiences.
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National Wind Distance Learning Collaborative
Executive Summary The energy development assumptions identified in the Department of Energy's position paper, 20% Wind Energy by 2030, projected an exploding demand for wind energy-related workforce development. These primary assumptions drove a secondary set of assumptions that early stage wind industry workforce development and training paradigms would need to undergo significant change if the workforce needs were to be met. The current training practice and culture within the wind industry is driven by a relatively small number of experts with deep field experience and knowledge. The current training methodology is dominated by face-to-face, classroom based, instructor present training. Given these assumptions and learning paradigms, the purpose of the National Wind Distance Learning Collaborative was to determine the feasibility of developing online learning strategies and products focused on training wind technicians. The initial project scope centered on (1) identifying resources that would be needed for development of subject matter and course design/delivery strategies for industry-based (non-academic) training, and (2) development of an appropriate Learning Management System (LMS). As the project unfolded, the initial scope was expanded to include development of learning products and the addition of an academic-based training partner. The core partners included two training entities, industry-based Airstreams Renewables and academic-based Lake Area Technical Institute. A third partner, Vision Video Interactive, Inc. provided technology-based learning platforms (hardware and software).
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Mastering Workforce Outreach and Engagement
To meet the goals for homes weatherized with the $3.5 billion in Bipartisan Infrastructure Law funds, weatherization will require significant expansion of its workforce. This hands-on session will explore ready-to-use workforce outreach and engagement tools designed to empower your workforce development efforts and equip you with the knowledge and skills needed to maximize the impact of these essential tools in advancing workforce development within weatherization.
ENERGY CONSERVATION, CONSUMPTION, AND UTILIZATION,↗
An Evaluation Framework for State Energy Offices' Energy Efficiency and Clean Energy Workforce Programs
Historic levels of funding for energy efficiency and clean energy projects from the Bipartisan Infrastructure Law and Inflation Reduction Act will be flowing through State Energy Offices (SEOs) in the coming years, including funds specifically for supporting workforce development efforts. This report offers a workforce evaluation framework that they can use to track and measure the progress, performance, and effectiveness of energy efficiency and clean energy workforce programs that they fund and/or implement. This evaluation step is essential to ensuring that SEOs' workforce efforts remain relevant to the evolving needs of the energy efficiency and clean energy sector and advance a workforce that is inclusive and diverse thus maximizing the success of their programs.
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DOE-EM/HBCU Projects for Environmental Management Research and Workshop Development at SCSU [Conference Papers/Proceedings]. Final Report
The Department of Energy’s Office of Environmental Management (DOE-EM) established a Memorandum of Understanding (MOU) with nine HBCUs in South Carolina and Northeast Georgia. The nine HBCUs (Allen University, Benedict College, Claflin University, Clinton Junior College, Demark Technical College, Morris College, South Carolina State University, Voorhees College and Paine College of Northeast Georgia) have formulated a consortium to address the technical and workforce development needs of the DOE’s Office of Environmental Management. These institutions have the qualifications and expertise to provide the technical cooperation and operations support in the areas of environmental remediation, nuclear regulatory and transportation safety, modeling, technology transfer and workforce development. Several of the HBCUs have received awards from the DOE to address issues related to ground water, surface water, plant communities, the development of an interdisciplinary waste management institute, and the establishment of an environmental science field station. Also, the acquisition of these grant awards have afforded the participating institutions with the ability to instruct students by providing them with the appropriate skill sets to address the future employment needs of DOE to include: Hands-on field experiences; Classroom demonstrations; and, Research and education experiences. South Carolina State University will build upon its existing relationships with DOE-EM by creating a "pipeline" for minorities in Mathematics, Science & Technology, Engineering, Research, and other related fields. Students will be specifically trained and mentored to enter the DOE workforce in these technical areas of need. The integration of technology in research and education is essential for meeting the demanding need to develop a workable mechanism to optimize the effectiveness of research and education in this nation. This is extremely critical in this age of unprecedented technological advances when information delivery, training, and continuous research to improve performance and skill enhancement hold the key to competition. This development relies on a program of applied science to identify and help implement the technologies, as well as programs that energize and mentor the next generation of scientists and engineers. To foster these goals, SCSU proposes research and educational projects that will support the integration of technology in research and education.
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Are You Philanthropy-Ready? How to Work with Foundations on Mission-Aligned Community Solar
Community solar is emerging as a popular way to deliver a range of economic and social benefits that go beyond clean energy. The US Department of Energy (DOE) has set a goal for America to deploy enough community solar projects to power the equivalent of five million households by 2025 and create $1 billion in energy bill savings. To reach the goal, DOE has created the Community Power Accelerator, as part of the National Community Solar Partnership (NCSP). The Accelerator is an online ecosystem bringing together developers, lenders, foundations, community organizations, and other stakeholders to support the deployment of mission-aligned community solar. The Accelerator is especially focused on projects that deliver "meaningful benefits" to customers and communities, including: access by low- to moderate-income households; greater bill savings; resilience and grid benefits; community ownership; and local workforce development. Many philanthropic organizations are looking at community solar as a way to capture these benefits in their grant-making and investment programs, while also reducing pollution and promoting environmental justice. To help community-based organizations (CBOs), non-profit organizations, and mission-aligned developers seeking philanthropic support, Berkeley Lab and the National Renewable Energy Lab prepared Are You Philanthropy-Ready? How to Work with Foundations on Mission-Aligned Community Solar. The guide provides an overview of how foundations work, gives tips on what they seek in a fundable project, and provides guidance on crafting effective proposals. In short, this guide aims to help the fund-seeker become philanthropy-ready.
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RAPID Manufacturing Institute Final Report
The Rapid Advancement of Process Intensification Deployment (RAPID) Manufacturing Institute, founded in 2017, is a public/private partnership between the U.S. Department of Energy and the American Institute of Chemical Engineers (AIChE). RAPID promotes the development, deployment and commercialization of Process Intensification (PI) and Modular Chemical Process Intensification (MCPI) technologies, enabling U.S. manufacturing to reduce energy consumption, improve process efficiencies and lower investment and operating costs. This mission was carried out through parallel work breakdown structure elements including the establishment of committees to guide the operations and technical direction of RAPID, the establishment of management practices and institute processes, education and workforce development (EWD), and six technical focus areas for the development of technologies to advance PI and MCPI. Throughout the initial six-year cooperative agreement, RAPID worked to meet performance metrics which focused on the operation and sustainment of the institute, education and workforce development and the development of PI and MCPI for the advancement of U.S. manufacturing. All these metrics were successfully met through a total of 43 projects which leveraged $\$$70M Federal with $\$$90M cost share. As a result of these efforts, 84 private and public organizations were brought together by RAPID as members to co-invest in R&D, commercialization and deployment of innovative technologies. In the research portfolio, 82% of the 38 projects achieved > 20% energy efficiency improvement. A RAPID Test Network was developed with 51 testbed facilities to enable access to resources, facilities, tools, and expertise. Eight EWD programs were also developed with over 13,000 impressions. RAPID’s efforts to research, develop, demonstrate, and deploy high-impact PI and modular process technology solutions have enabled reduced energy use, increased sustainability, and improved profitability for U.S. manufacturing.
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America’s Cutting Edge CNC machining and metrology training
This paper describes the workforce development activities supported by America’s Cutting Edge (ACE), a national initiative for machine tool technology development and advancement. ACE is supported by the Department of Defense Industrial Base Analysis and Sustainment (IBAS) program from the Office of Industrial Policy. Both the online and in-person components of the computer numerically controlled (CNC) machining and metrology training programs are summarized and participation information is provided.
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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.↗