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DOE OSTI2022

Results From Invoking Artificial Neural Networks to Measure Insider Threat Detection & Mitigation

Advances on differentiating between malicious intent and natural “organizational evolution” to explain observed anomalies in operational workplace patterns suggest benefit from evaluating collective behaviors observed in the facilities to improve insider threat detection and mitigation (ITDM). Advances in artificial neural networks (ANN) provide more robust pathways for capturing, analyzing, and collating disparate data signals into quantitative descriptions of operational workplace patterns. In response, a joint study by Sandia National Laboratories and the University of Texas at Austin explored the effectiveness of commercial artificial neural network (ANN) software to improve ITDM. Overall, this research demonstrates the benefit of learning patterns of organizational behaviors, detecting off-normal (or anomalous) deviations from these patterns, and alerting when certain types, frequencies, or quantities of deviations emerge for improving ITDM. Evaluating nearly 33,000 access control data points and over 1,600 intrusion sensor data points collected over a nearly twelve-month period, this study's results demonstrated the ANN could recognize operational patterns at the Nuclear Engineering Teaching Laboratory (NETL) and detect off-normal behaviors—suggesting that ANNs can be used to support a data-analytic approach to ITDM. Several representative experiments were conducted to further evaluate these conclusions, with the resultant insights supporting collective behavior-based analytical approaches to quantitatively describe insider threat detection and mitigation.

45 MILITARY TECHNOLOGY, WEAPONRY, AND NATIONAL DEF↗

DOE OSTI2020

Behavioral Health/Employee Assistance. Interim Program Report FY 2020

The Sandia National Laboratories' (SNL) Corporate Behavioral Health Program is a workplace- based program that: 1) provides Employee Assistance Program (EAP) services including early identification and resolution of personal concerns which may impact job performance, 2) assists managers and the organization in addressing productivity issues, and 3) supports the SNL commitment to provide a safe and healthful work environment. The program is offered to approximately 13,500 employees in New Mexico. The Behavioral Health Program is a corporate program combining services in NM and CA. It is integrated with other occupational health and clinical services including disability, disease management and preventive health programs. In addition, Sandia's Behavioral Health Program provides critical management consultation and psychological assessment services for external organizations including Human Resources, the Department of Energy and Security through the Clinical Evaluation (CE) process, Human Reliability Program (HRP), Protective Force Program, Workplace Violence/Threat Assessment Team (TAT), and Insider Threat Working Group programs. The program supports Sandia National Laboratories' mission to safeguard national security, the environment, and the public; it is a proactive approach to early identification, intervention and assessment. Importantly, it reduces barriers to accessing mental health services and assists with reducing health care costs attributed to illness or injuries related to unhealthy lifestyles and behaviors. The team is comprised of a professional staff including a licensed Clinical Psychologist, a licensed professional clinical counselor (LPCC) and a licensed Marriage and Family counselor (MFT) who is also a Certified Employee Assistance Professional and who holds a doctorate in counseling psychology.

99 GENERAL AND MISCELLANEOUS↗

DOE OSTI2021

Changes in When and Where People are Spending Time in Response to COVID-19

The COVID-19 pandemic has resulted in a significant change in driving behavior as people respond to the new environment. However, existing methods for analyzing driver behavior such as travel surveys and travel demand models are not suited for incorporating abrupt environmental disruptions. To address this, we analyze a set of high-resolution trip data and introduce two new metrics for quantifying driving behavioral shifts as a function of time, allowing us to compare the time periods before and after pandemic began. We apply these metrics to the Denver, Colorado metropolitan statistical area (MSA) to demonstrate the utility of the metrics. Then, we present a case study for comparing two distinct MSAs, Louisville, Kentucky; and Des Moines, Iowa which exhibit significant differences in the makeup of their labor markets. The results indicate that although the regions of study exhibit certain unique driving behavioral shifts, emerging trends can be seen when comparing between seemingly distinct regions. For instance, drivers in all three MSAs are generally shown to have spent more time at residential locations and less time in workplaces in the time period after the pandemic started. In addition, workplaces that may be incompatible with remote working, such as hospitals and certain retail locations, generally retained much of their pre-pandemic travel activity.

32 ENERGY CONSERVATION, CONSUMPTION, AND UTILIZATI↗

DOE OSTI2021

There's No Place Like Home: Residential Parking, Electrical Access, and Implications for the Future of Electric Vehicle Charging Infrastructure

In March 2021, the cumulative sale of plug-in electric vehicles (PEVs), including plug-in hybrid electric vehicles (PHEV) and battery electric vehicles (BEV), reached 1.8 million in the United States (Argonne National Laboratory 2021). However, PEV adoption is still in its infancy; its market share has just reached around 3% of new light-duty vehicle (LDV) sales by the end of 2020 (Alliance for Automotive Innovation 2021). Current trends suggest that PEV market share in the United States is increasing. The U.S. Energy Information Administration's (EIA's) 2020 Annual Energy Outlook forecasts PEV registrations to exceed 8 million vehicles by 2030 (AEO 2020). PEV adoption is expected to be led by states that are regulating the sale of zero emission vehicles (ZEVs) (California Air Resources Board). California continues to push for more aggressive ZEV regulations; the state recently issued an executive order aimed at 100% of LDV sales being ZEVs by 2035 (Office of Governor Newsom). At the federal level, the Biden administration has shown great ambition in encouraging broader electric vehicle (EV) adoption, including setting the goal of installing 500,000 new chargers nationwide (The White House 2021). Access to charging infrastructure is consistently cited as one of the primary barriers to the increased sale of PHEVs and BEVs (Carley et al. 2019). In the United States, PEV charging options are often described using a pyramid structure, with residential charging as the foundation, workplace charging in the middle, and public charging on top (Figure 1). The existing electricity system, which generates, transmits, and distributes electric fuel to residential households, has helped PEVs partially overcome the "chicken and egg" conundrum that has haunted other alternative fuels. Viable home access to electric charging is also an important equity issue, because non-residential PEV charging options (e.g., workplace or public charging stations) are generally more expensive. Households without residential charging access may experience higher total cost of PEV ownership if non-residential charging options are more costly.

33 ADVANCED PROPULSION SYSTEMS↗

DOE OSTI2021

Research on Remote and Hybrid Scientific Work: A Literature Review

This literature review is divided into two parts. The first part looks at new developments and emerging research specifically related to remote work since the start of the COVID-19 pandemic. This encompasses research and reporting on the impacts of COVID-19 on the workplace, more speculative writing on the possible future of remote and hybrid work, and impacts of remote work during COVID-19 for diversity, equity, and inclusion. The second part focuses on more fundamental research done on remote collaboration and remote work tools prior to COVID-19, which addresses in more detail how different types, aspects, or stages of work can best be supported using virtual collaboration tools. In both sections, we review literature that directly focuses on remote scientific collaboration, which is somewhat limited, as well as the broader literature on remote and hybrid work, which is relevant to a wide variety of workplaces, including scientific ones.

96 KNOWLEDGE MANAGEMENT AND PRESERVATION↗

DOE OSTI2022

Prism: Who, What, How [Slides]

Prism, the Lab’s Lesbian, Gay, Bisexual, Transgender, and Queer+ (LGBTQ+) Employee Resource Group (ERG), fosters an inclusive workplace culture that supports the LGBTQ+ employee base. Prism provides and promotes LGBTQ+ visibility among staff and with management about current workplace and social issues that affect the LGBTQ+ community. This report also details 2022 accomplishments and ongoing initiatives.

99 GENERAL AND MISCELLANEOUS↗

DOE OSTI2022

US Department of Energy, Office of Science High Performance Computing Facility Operational Assessment 2021: Oak Ridge Leadership Computing Facility

Oak Ridge National Laboratory’s (ORNL’s) Leadership Computing Facility (OLCF) continues to surpass its operational target goals of supporting users; delivering fast, reliable computational ecosystems; creating innovative solutions for high-performance computing (HPC) needs; contributing to the community to build the next generation HPC workforce, and managing risks, safety, and security associated with operating some of the most powerful computers in the world. The results can be seen in the cutting-edge science conducted by users and the praise from the research community. Calendar year (CY) 2021 saw continued excellence in research supported by the OLCF’s leadership-class computing resources, including Summit (the nation’s most powerful supercomputer), the global scratch file system Alpine, the Scalable Protected Infrastructure (SPI), the Exploratory Visualization Environment for Research in Science and Technology (EVEREST), and the archival mass-storage resource High-Performance Storage System (HPSS). While maintaining access and exceptional user support for Summit, the OLCF continued to make progress on the installation and deployment of Frontier, which will be the nation’s first exascale system when it comes online at the start of CY 2023. Users have already begun running and optimizing scientific codes on Crusher, the OLCF test and development system equipped with Frontier’s architecture. Throughout the year, the OLCF maintained a strong culture of operational excellence, including risk management, workplace safety, and cybersecurity. The OLCF’s rigorous risk management strategy anticipated and mitigated risks, and at this time there are no high-priority operational risks. Similarly, ORNL and the OLCF were committed to operating under the US Department of Energy’s (DOE’s) safety regulations that ensure a safe workplace. Technical staff tracked and monitored existing threats and vulnerabilities within the OLCF while continually developing tools and practices to enhance operations without increasing the facility’s risk. CY 2021 was filled with outstanding results and accomplishments, including a very high rating from users on overall satisfaction for the eighth consecutive year; a tremendous number of node hours delivered to 1,671 researchers on Summit; and the successful delivery of the allocation split of roughly 60%, 20%, and 20% of core-hours offered for the Innovative and Novel Computational Impact on Theory and Experiment (INCITE), Advanced Scientific Computing Research Leadership Computing Challenge (ALCC), and Director’s Discretionary (DD) programs, respectively (Section 2). COVID-19 research remained a focus in 2021, and the ALCC and DD programs allocated over 1 million Summit hours to the COVID-19 High Performance Computing Consortium. These accomplishments, coupled with the high utilization rates (i.e., overall and capability usage), represent the fulfillment of the promise of leadership class machines: efficient facilitation of leadership-class computational applications.

97 MATHEMATICS AND COMPUTING↗

NASA NTRS1991

Investigation of varying gray scale levels for remote manipulation

A study was conducted to investigate the effects of variant monitor gray scale levels and workplace illumination levels on operators' ability to discriminate between different colors on a monochrome monitor. It was determined that 8-gray scale viewing resulted in significantly worse discrimination performance compared to 16- and 32-gray scale viewing and that there was only a negligible difference found between 16 and 32 shades of gray. Therefore, it is recommended that monitors used while performing remote manipulation tasks have 16 or above shades of gray since this evaluation has found levels lower than this to be unacceptable for color discrimination task. There was no significant performance difference found between a high and a low workplace illumination condition. Further analysis was conducted to determine which specific combinations of colors can be used in conjunction with each other to ensure errorfree color coding/brightness discrimination performance while viewing a monochrome monitor. It was found that 92 three-color combination and 9 four-color combinations could be used with 100 percent accuracy. The results can help to determine which gray scale levels should be provided on monochrome monitors as well as which colors to use to ensure the maximal performance of remotely-viewed color discrimination/coding tasks.

Bierschwale, John M.↗

NASA NTRS1994

Geometry and gravity influences on strength capability

Strength, defined as the capability of an individual to produce an external force, is one of the most important determining characteristics of human performance. Knowledge of strength capabilities of a group of individuals can be applied to designing equipment and workplaces, planning procedures and tasks, and training individuals. In the manned space program, with the high risk and cost associated with spaceflight, information pertaining to human performance is important to ensuring mission success and safety. Knowledge of individual's strength capabilities in weightlessness is of interest within many areas of NASA, including workplace design, tool development, and mission planning. The weightless environment of space places the human body in a completely different context. Astronauts perform a variety of manual tasks while in orbit. Their ability to perform these tasks is partly determined by their strength capability as demanded by that particular task. Thus, an important step in task planning, development, and evaluation is to determine the ability of the humans performing it. This can be accomplished by utilizing quantitative techniques to develop a database of human strength capabilities in weightlessness. Furthermore, if strength characteristics are known, equipment and tools can be built to optimize the operators' performance. This study examined strength in performing a simple task, specifically, using a tool to apply a torque to a fixture.

Poliner, Jeffrey↗

NASA NTRS1993

Knowledge acquisition and interface design for learning on demand systems

The rapid changes in our world precipitated by technology have created new problems and new challenges for education and training. A knowledge 'explosion' is occurring as our society moves toward a service oriented economy that relies on information as the major resource. Complex computer systems are beginning to dominate the workplace, causing alarming growth and change in many fields. The rapidly changing nature of the workplace, especially in fields related to information technology, requires that our knowledge be updated constantly. This characteristic of modern society poses seemingly unsolvable instructional problems involving coverage and obsolescence. The sheer amount of information to be learned is rapidly increasing, while at the same time some information becomes obsolete in light of new information. Education, therefore, must become a lifelong process that features learning of new material and skills as needed in relation to the job to be done. Because of the problems cited above, the current model of learning in advance may no longer be feasible in our high-technology world. In many cases, learning in advance is impossible because there are simply too many things to learn. In addition, learning in advance can be time consuming, and often results in decontextualized knowledge that does not readily transfer to the work environment. The large and growing discrepancy between the amount of potentially relevant knowledge available and the amount a person can know and remember makes learning on demand an important alternative to current instructional practices. Learning on demand takes place whenever an individual must learn something new in order to perform a task or make a decision. Learning on demand is a promising approach for addressing the problems of coverage and obsolescence because learning is contextualized and integrated into the task environment rather than being relegated to a separate phase that precedes work. Learning on demand allows learners to see for themselves the usefulness of new knowledge for actual problem situations, thereby increasing the motivation for learning new information. Finally, learning on demand makes new information relevant to the task at hand, leading to more informed decision making, better quality products, and improved performance.

Nelson, Wayne A.↗

NASA NTRS1994

Use of Video Analysis System for Working Posture Evaluations

In a work environment, it is important to identify and quantify the relationship among work activities, working posture, and workplace design. Working posture may impact the physical comfort and well-being of individuals, as well as performance. The Posture Video Analysis Tool (PVAT) is an interactive menu and button driven software prototype written in Supercard (trademark). Human Factors analysts are provided with a predefined set of options typically associated with postural assessments and human performance issues. Once options have been selected, the program is used to evaluate working posture and dynamic tasks from video footage. PVAT has been used to evaluate postures from Orbiter missions, as well as from experimental testing of prototype glove box designs. PVAT can be used for video analysis in a number of industries, with little or no modification. It can contribute to various aspects of workplace design such as training, task allocations, procedural analyses, and hardware usability evaluations. The major advantage of the video analysis approach is the ability to gather data, non-intrusively, in restricted-access environments, such as emergency and operation rooms, contaminated areas, and control rooms. Video analysis also provides the opportunity to conduct preliminary evaluations of existing work areas.

McKay, Timothy D.↗

NASA NTRS1997

Providing Total Quality Fundamentals: 1995 Workshops for the NASA Lewis Research Center's Technical Services Directorate

The National Aeronautics and Space Administration's (NASA) agency-wide movement to cultivate a quality workplace is the basis for Lewis Research Center to implement Total Quality Fundamentals (TQF) initiatives. The Lewis Technical Services Directorate (TSD) introduced the Total Quality Fundamentals (TQF) workshops to its work force as an opportunity to introduce the concepts and principles of TQF. These workshops also provided the participants with the opportunity to dialogue with fellow TSD employees and managers. This report describes, through the perspective of the Lewis TSD TQF Coaches, how the TQF work- shop process was accomplished in TSD. It describes the structure for addressing the need, implementation process, input the TSD Coaches provided, common themes and concerns raised, conclusions, and recommendations. The Coaches concluded that these types of workshops could be the key to open the communication channels that are necessary to help everyone at Lewis understand where they fit in the organization. TQF workshops can strengthen the participant's connection with the Mission, Vision of the Center, and Vision of the Agency. Reconunendations are given based on these conclusions that can help the TSD Quality Board develop attainable measures towards a quality workplace.

Antczak, Paul↗

NASA NTRS2002

Check Out These Books

The book entitled "Fusion Leadership: Unlocking the Subtle Forces that Change People and Organizations Richard L. Daft and Robert H. Lengel (1998) Berett-Koehler Publishers, Inc." was Reviewed by Dr. Michelle Collins, NASA Headquarters. If you've already read books on leadership and organizational change by authors such as Moshe Rubinstein and Iris Firstenberg, Peter Senge, Tom Peters, and Steven Covey, and you were thinking of rereading them, you don't have to do that now. Just read this book instead. It's a fusion of many of their same concepts presented from a different view. The book does not explore any particular subject in depth. Rather the authors "skim" many subjects and concepts, interlacing them to develop the concept of "Fusion Leadership". The fundamental concept of treating people as people rather than machines is the main theme. "Fusion Leadership" is the process of fusing people together by nurturing six "subtle" forces: mindfulness, courage, vision, heart, communication, and integrity. To do so, hierarchy is diminished and responsibility both for oneself as well as for the team is emphasized. There are a number of organizations and managers that will find such a change threatening. The concepts behind such a management style are straightforward and the benefits are intuitive once you've reflected on them; however, the obvious benefits of the behavioral change proposed in Fusion Leadership can be completely lost in a fear-based system. The concept of caring about people in one's organization was the common thread in Chris Turner's book All Hat, No Cattle (see book review, ASK 5). Much is being written about the re-humanizing of the workplace, but the basis of it is so common sense that one wonders what's taking so long for the workplace to change? Whether you're in a position to change your organization or simply your project team, you'll find the concepts in fusion leadership equally applicable.

Collins, Michelle↗

NASA NTRS2004

Office of Equal Opportunity Programs

The NASA Glenn Office of Equal Opportunity Programs works to provide quality service for all programs and/or to assist the Center in becoming a model workplace. During the summer of 2004, I worked with Deborah Cotleur along with other staff members to create and modify customer satisfaction surveys. This office aims to assist in developing a model workplace by providing functions as a change agent to the center by serving as an advisor to management to ensure equity throughout the Center. In addition, the office serves as a mediator for the Center in addressing issues and concerns. Lastly, the office provides assistance to employees to enable attainment of personal and organizational goals. The Office of Equal Opportunities is a staff office which reports and provides advice to the Center Director and Executive Leadership, implements laws, regulations, and presidential executive orders, and provides center wide leadership and assistance to NASA GRC employees. Some of the major responsibilities of the office include working with the discrimination complaints program, special emphasis programs (advisory groups), management support, monitoring and evaluation, contract compliance, and community outreach. During my internship in this office, my main objective was to create four customer satisfaction surveys based on EO retreats, EO observances, EO advisory boards, and EO mediation/counseling. I created these surveys after conducting research on past events and surveys as well as similar survey research created and conducted by other NASA centers, program for EO Advisory group members, leadership training sessions for supervisors, preventing sexual harassment training sessions, and observance events. I also conducted research on the style and format from feedback surveys from the Marshall Equal Opportunity website, the Goddard website, and the main NASA website. Using the material from the Office of Equal Opportunity Programs at Glenn Research Center along with my previous research, I created four customer satisfaction surveys. Additional information is included in the original extended abstract.

Chin, Jennifer L.↗

NASA NTRS2008

Tools, Techniques, and Applications: Normalizing the VR Paradigm

Oshynee's precision Learning Objective performance factor rubrics with associated behavioral anchors integrates with Thinking Worlds(TradeMark), to provide event data recording and dynamic prescriptive feedback. Thinking Worlds(TradeMark) provides SCORM parametric data for reporting within the game and within overarching curricula or workplace evaluation strategy. - Open-sourced, browser-based digital dashboard reporting tools collect data from TW, LMS, LCMS, HR, and workplace metrics or control systems The games may be delivered across the internet or in a range of networked and stand-alone methods using the delivery model (s) required by the host organization.

Duncan, Gaeme↗

NASA NTRS2013

The Lifetime Surveillance of Astronaut Health (LSAH) Project

From 1989-2010 NASA conducted a research study, the Longitudinal Study of Astronaut Health, to investigate the incidence of acute and chronic morbidity and mortality in astronauts and to determine whether their occupational exposures were associated with increased risk of death or disability. In 2004, the Institute of Medicine recommended that NASA convert the longitudinal study into an occupational health surveillance program and in 2010, NASA initiated the Lifetime Surveillance of Astronaut Health project. The new program collects data on astronaut workplace exposures, especially those occurring in the training and space flight environments, and conducts operational and health care analyses to look for trends in exposure and health outcomes. Astronaut selection and retention medical standards are rigorous, requiring an extensive clinical testing regimen. As a result, this employee population has contributed to a large set of health data available for analyses. Astronauts represent a special population with occupational exposures not typically experienced by other employee populations. Additionally, astronauts are different from the general population in terms of demographic and physiologic characteristics. The challenges and benefits of conducting health surveillance for an employee population with unique occupational exposures will be discussed. Several occupational surveillance projects currently underway to examine associations between astronaut workplace exposures and medical outcomes will be described.

Bopp, Eugenia↗

NASA NTRS2014

Human Reliability and the Cost of Doing Business

Most businesses recognize that people will make mistakes and assume errors are just part of the cost of doing business, but does it need to be? Companies with high risk, or major consequences, should consider the effect of human error. In a variety of industries, Human Errors have caused costly failures and workplace injuries. These have included: airline mishaps, medical malpractice, administration of medication and major oil spills have all been blamed on human error. A technique to mitigate or even eliminate some of these costly human errors is the use of Human Reliability Analysis (HRA). Various methodologies are available to perform Human Reliability Assessments that range from identifying the most likely areas for concern to detailed assessments with human error failure probabilities calculated. Which methodology to use would be based on a variety of factors that would include: 1) how people react and act in different industries, and differing expectations based on industries standards, 2) factors that influence how the human errors could occur such as tasks, tools, environment, workplace, support, training and procedure, 3) type and availability of data and 4) how the industry views risk & reliability influences ( types of emergencies, contingencies and routine tasks versus cost based concerns). The Human Reliability Assessments should be the first step to reduce, mitigate or eliminate the costly mistakes or catastrophic failures. Using Human Reliability techniques to identify and classify human error risks allows a company more opportunities to mitigate or eliminate these risks and prevent costly failures.

DeMott, Diana↗

NASA NTRS2019

The Benefits of Napping for Safety & How Quickly Can the Brain Wake-Up from Sleep?

Fatigue is a hazard that must be managed within 24-hour safety-critical operations. Napping is the best known countermeasure to fatigue caused by sleep-loss and circadian misalignment. This presentation will: define fatigue; discuss ways to make the most of a nap opportunity; highlight the benefits of napping, including two case studies from workplace settings; outline the challenges in implementing napping in the workplace; and walk through examples to demonstrate that not all naps are equal when it comes to benefits to alertness and performance. The second half of the presentation will focus on sleep inertia, that is, the brief period of impaired alertness and performance experienced after waking from sleep. The factors contributing to and caused by sleep inertia will be discussed, along with countermeasures to reduce the impact of sleep inertia on alertness and performance.

Hilditch, Cassie J.↗