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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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All sourcesNASA NTRSDOE OSTI
DOE OSTI2020

Cyberguardians Webinar

Robust solar industry growth is creating a shortage of U.S. workers who are knowledgeable in emerging Distributed Energy Resource (DER) technologies including networking, operational software, smart advanced inverters, smart advanced PV modules, and cybersecurity. Retraining military veterans and other qualified individuals to fill workforce gaps in those technologies is the project focus. The project leverages the experience and contributions of DER and cybersecurity experts, educational organizations offering accreditation, and groups serving our nation’s veterans to meet its goals. To bridge this workforce skills gap, the Cyberguardians and STEM Warriors project will establish a complete learning and career advancement system for veterans, transitioning military personnel and other qualified individuals into the DER workforce. The project will guide participants successfully through the process of program/vocation selection, curriculum enrollment, academic mentoring, degree or certificate attainment, job board enrollment, introduction to hiring managers at DER companies, and successful job acquisition. This webinar was used to promote the Cyberguardians program and to ensure ample news coverage to reach veterans, employers, and others that would benefit from this program.

14 SOLAR ENERGY↗
DOE OSTI2020

Building the Efficiency Workforce: Preprint

Demand for high-performance homes and buildings is growing due to their marketability, environmental benefits, and increasing affordability. Growth for energy efficient technologies and building upgrades has driven expansion across many traditional industries including construction trades (which added almost 21,000 jobs) and professional services (which added 35,000 employees) in 2018, according to the 2019 U.S. Energy Employment Report (USEER). As buildings become more automated, digitized and interconnected, the workforce that supports the design, build, operations and maintenance of these buildings must evolve. The U.S. Department of Energy’s Building Technologies Office (BTO) has engaged NREL to provide a framework upon which BTO can develop their next generation workforce development strategy. The strategy will be designed to increase quantity of workers with the skills to adequately design, install, maintain and operate high- performance buildings across all building sectors (residential, commercial, industrial). This paper will summarize past BTO workforce development efforts, identify current skills gaps and hiring challenges, and present anticipated future workforce needs based on new technologies currently being developed by labs and industry. Through a literature review and a series of industry and academic workshops, NREL will present a framework that includes multiple options to best prepare the next generation workforce.

buildings↗
DOE OSTI2020

The Solar Ready Vets Fellowship: Employer Information Session

The Solar Ready Vets Fellowship is part of the Solar Ready Vets Network, a workforce development initiative funded by the US Department of Energy. Through the Hiring Our Heroes Corporate Fellowship Program, mid-senior level active duty transitioning service members are placed with solar industry employers for 12 weeks of on-the-job training. Through this process, employers gain access to a natural recruitment pipeline of the best and brightest transitioning military talent, while gaining a deeper understanding of the veteran labor market. This program is offered to employers at no cost.

14 SOLAR ENERGY↗
DOE OSTI2020

The CYBER security – Competency Health and Maturity Progression (CYBER-CHAMP) model: Extending the National Initiative for Cybersecurity Education (NICE) Framework Across Organizational Security

Problem Statement: There is a pervasive talent deficit in the cybersecurity industry that prevents employers from being able to fill their open positions efficiently. A holistic approach to security is required to ensure organizations have adequate prevention and response capabilities in case of a cyberattack. Specifically, industrial control systems (ICS’s) and their operational technology (OT) components have become a constant target for cyberattacks. Research Questions: It is proposed that the NICE Framework should be extended in the following areas: 1) Include guidance regarding the job roles and competencies for both IT and OT professionals. 2) Offer step-by-step solutions, based on the work role mappings from the NICE Framework, to increase cybersecurity through employee training and education. 3) Provide a streamlined, lifecycle approach to building a cybersecurity program. Contribution: The CYBER security – Competency Health and Maturity Progression (CYBER-CHAMP©) model provides a customized solution for businesses to understand their education gaps in organizational security and target areas for improvement. Rationale: The Framework for Improving Critical Infrastructure Cybersecurity v1.1 addresses ICS but does not offer a measurement of cybersecurity maturity or clear methods to ascertain an organization’s current risk profile. In Phases 1 and 5 of the model, measurements are provided to help an organization build their current and target risk profiles. The NICE framework provides a structure for planning an IT cybersecurity workforce, but the OT aspects of cybersecurity are only briefly discussed. The model uses Phases 2-3 to examine the competencies of an organization’s workforce, which includes both IT and OT roles. Current frameworks do not offer next steps to increase an organization’s cybersecurity. During Phase 4, employees’ roles are mapped to training, education, and/or certifications from common vendors. Investigative Approach: The model provides measurements and metrics for both an organization’s status and continual improvement. This improvement methodology includes guidance for creating an overall strategic plan for security improvement via products designed to increase an organization’s operational readiness through workforce competency health. Lessons Learned: Depending on who was participating, there were contradicting answers given in Phase 1 due to different security cultures in the organization. This revelation has influenced the steps listed in the User’s Guide, where Phase 1’s first recommended step is to assemble a team that champions the facilitation and implementation of the model in the organization. During Phase 2, the discovery was made that organizations may be missing roles that are necessary to perform critical cybersecurity functions. By understanding the functional roles and competencies needed, they can contract or hire cybersecurity help to fill these gaps. Implications: Using the model, organizations can discuss quantitative measures for improvement as a business case for advancing their security program. Future research can validate and extend the present theory and model to a variety of environments. It is of interest to investigate additional security roles and knowledge domains that are used to build standardized cybersecurity curriculum.

97 MATHEMATICS AND COMPUTING↗
DOE OSTI2021

Employer Info Session: Virtual Solar Career Fair

Leading up to the 4/08 virtual career fair, this session featured an overview of the Solar Ready Vets program, a presentation by Hiring Our Heroes staff with tips on navigating the virtual career fair platform, and Q&A with solar employers interested in participating in the event.

Long, Becky↗
DOE OSTI2021

Accomplishments and Year-End Performance Report; Wind Energy Program: Fiscal Year 2021

The National Wind Technology Center (NWTC), located at the U.S. Department of Energy's (DOE's) National Renewable Energy Laboratory (NREL) Flatirons Campus, has been a driving force in advancing wind energy technology research worldwide since its designation as a DOE national research center in 1992. Enabled by the Flatirons Campus's world-class facilities, scientists, engineers, analysts, and researchers are pushing the frontiers of science to pursue wind energy innovation. In Fiscal Year (FY) 2021, NREL continued to provide the technical expertise, research capabilities, and industry understanding to support DOE's ambitious climate action and research goals by advancing technology, addressing market and deployment barriers, and driving down costs with more efficient, reliable, and predictable wind energy systems. One of several highlights, NREL received an R&D 100 Special Recognition Award for its Thermoplastic Resin System for Wind Turbine Blades. This breakthrough in the wind turbine manufacturing process will enable the production of recyclable blades that are stronger, longer, and less expensive, while increasing energy capture, decreasing energy and transportation costs, and increasing blade reliability. In a year when the entire U.S. economy struggled to address workforce gaps, an NREL study compared wind industry needs, training programs, and hiring practices with perspectives from students and recent college graduates. Researchers hope that, by pinpointing areas of disconnect, the expectations of employers who have difficulty filling entry-level jobs can better align with the preparation of the potential applicants who find it hard to break into the field. The lab also made numerous new data and modeling resources available in FY 2021. Recent NREL releases include a modeling tool for predicting the power performance and structural loads of wind turbines within a wind farm (FAST.Farm), a computational framework for modeling golden eagle behavior near wind farms, and 20 years of offshore wind data. Updates were also made to the widely used Wind Plant Integrated Systems Design and Engineering Model (WISDEM), which couples engineering and cost models to examine system-level trade-offs. Now, bolstered by a renewed national commitment to tackle climate change and revitalize the U.S. economy through increased investment in clean energy - particularly in offshore wind energy - NREL stands poised to lead the way to a sustainable future that powers the United States with significant levels of reliable, low-cost, accessible wind energy. This report provides an overview of the achievements NREL made on behalf of DOE's Wind Energy Technologies Office (WETO) and other partners during FY 2021 (between Oct. 1, 2020, and Sept. 30, 2021).

Flatirons Campus↗
DOE OSTI2020

Demand-adaptive Transit Design for Urban Transportation Hubs

In this study, we proposed a novel three-stage framework for planning the optimal demand-adaptive transit (DAT) at urban transportation hubs. Given the potential trip demand and road traffic condition, the proposed framework sequentially generates the optimal set of candidate routes, combines the outgoing routes and incoming routes at the hub, and derives the optimal fleet size and corresponding route frequency under the fixed budget. In particular, we build the route generation algorithm which maximizes passenger demand coverage with travel time deviation constraint. And a heuristic algorithm is further developed which yields near-optimal operation routes for real-time demand. The fleet optimization problem is formulated to minimize the weighted cost of energy savings, operation cost and trip revenue. We conduct comprehensive numerical experiments for planning DAT with electric buses at JFK airport in NYC using NYC taxi and for-hire vehicle trip data and GoogleMap speed data. The results show the superior performance of the proposed route generation algorithm which is able to cover citywide passenger demand with only 61 DAT routes. The results also suggest that the proposed DAT planning framework may serve over 47% of existing taxi and FHV demand by operating 18 routes using the fleet of 62 electric buses.

demand adaptive↗
DOE OSTI2020

Moving Beyond Bias

The benefits of diverse work groups have been well documented, and our leaders speak of the need for our laboratories to become more diverse and inclusive. Despite these motivators, the field of accelerator controls remains strikingly homogeneous. This trend continues despite many long standing programs to attract underrepresented groups to STEM careers and the explicit desire of leadership to create more inclusive organizations. Research consistently points to the strong role implicit bias plays in preventing organizations from truly providing equal opportunities. The desire to become more diverse must be coupled with a strong culture, cultivated to change deeply rooted practices which influence recruiting, hiring, development, and promotion decisions based on stereotypes rather than accomplishments and abilities. Real change in this arena requires intentional action across the board, not just from human resources and underrepresented groups. This paper discusses practical approaches to changing organizational culture to enable diverse work groups to grow and thrive.

White, Karen S.↗
DOE OSTI2023

Human Dimensions of Energy Systems Workshop - September 6-7, 2022: Findings and Next Steps

Advanced energy technologies and informed policies are necessary but not sufficient to accelerate the energy transition at the speed required to meet our shared climate and energy resilience goals. To fully understand and implement integrated energy systems, we need to be able to model and analyze the complete system-of-systems, including the behavior of people interacting with and being impacted by energy systems. The purpose of this workshop is: Understand how human behavior and decisions affect the performance of energy systems with a focus on resilience and human well-being; Identify opportunities to improve energy system design to explicitly consider human behavior and well-being; Enhance our capability to model and predict human actions. Develop the ability to stress test these integrated systems; Identify or develop requirements and tools for more robust system designs that can be used for human-in-the-loop exercises and training; Identify opportunities for joint research, joint appointments, and collaboration; and Guide internal investments and strategic hires.

analyze↗
DOE OSTI2023

WAP Workforce Needs Analysis

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

ENERGY PLANNING, POLICY, AND ECONOMY↗
DOE OSTI2023

The Postdoc Accord in Theoretical High Energy Physics

We present the results of a survey meant to assess the opinion of the high-energy physics theory (HET) community on the January 7th postdoc acceptance deadline - specifically, whether there is a preference to shift the deadline to later in January or February. This survey, which served for information-gathering purpose only, is part of a community conversation on the optimal timing of an acceptance deadline and whether the community would be better served by a later date. In addition, we present an analysis of data from the postdoc Rumor Mill, which gives a picture of the current hiring landscape in the field. We emphasize the importance of preserving a universal deadline, and the current results of our survey show broad support for a shift to a later date. A link to the survey, frequently asked questions, a running list of supporters, and next steps can be found on our companion web page.

72 PHYSICS OF ELEMENTARY PARTICLES AND FIELDS↗
DOE OSTI2020

Panel Session 37: The Wants and Needs of Graduating Students and New Engineers: Are Companies Even Listening? (R8.1)

This panel focused on new hires, graduating scientists and engineers having open lines of communication with employers. Considering the projected shortfalls in the workforce, effective communication of wants-and-needs of both the employer and employee must exist. Do these needs differ between industries and/or generations? Currently, it seems that both sides must work harder to achieve this level of communication. With this new approach, both sides can express their wants and needs for a more satisfied workforce and a better work environment. Panelists with presentations: The Future of Work: What Employers Seek From Recent Graduates (Melody Bell); Graduating Students and New Engineers - Wants and Needs - Are Companies Even Listening? (Joseph Aylor); Industry and Education: Bridging the Gap (Arthur Baranovskiy)

96 KNOWLEDGE MANAGEMENT AND PRESERVATION↗
DOE OSTI2020

Experiences with Mobile Units for Liquid RAW Management in Slovak and Czech Nuclear Power Plants - 20089

In Nuclear Power Plants VVER 440, Russian type of reactor there was designed auxiliary building where according to basic design all operational liquid radioactive waste (RAW) should be stored in large capacity tanks during the whole operational period. That's why there are in the auxiliary building several types of large storage tanks with different internal volume from 110 m{sup 3}, 460 m{sup 3} to 550 m{sup 3}. Storage tanks are usually situated in rooms with limited access and minimal handling space. Operational waste was here transported by the system of pipes from the reactor building. There is possibility to handle with the waste and set the pipeline in to the chosen storage tanks. Nobody takes care about the quality of waste in the storage tanks and waste waits for the period of decommissioning when it should be treated. The storage capacity was designed for the whole lifetime of nuclear power plant. Currently the life time of Nuclear Power Plant's (NPP) is extended and there is necessity to retrieve and treat the RAW in advance. Another reason why the stakeholder, who operates the NPPs, decides to treat the operational RAW during the operational period of NPP, is that there are still new requirements from safety point of view which need to have free available space for example because of potential accident. So treating the operational RAW during the life time of NPP is present issue. Because in basic design nobody cares how the RAW will be retrieved and treated in the future, there is usually no technology for that in existing NPP. Some of the NPPs build an additional building with suitable technologies for treatment or hire the company which offer mobile technology for retrieving the waste from the storage tanks. Wood Nuclear Slovakia PLC provides all activities within liquid RAW management projects by its own staff including management, design, construction and deployment of equipment, engineering support, as well as all RAW retrieval and solidification activities. We offer RAW management as a service without any significant changes in existing NPP's buildings and technology. It is always a technical challenge to conduct successful retrieval, pumping and treatment of RAW. The complex RAW retrieval system can be designed as tailored solution for any RAW storage according to known boundary conditions and specific needs. These systems are based on years of experience with RAW manipulation, processing and treatment and the whole RAW management knowledge by Wood Nuclear Slovakia LTD. (authors)

12 MANAGEMENT OF RADIOACTIVE AND NON-RADIOACTIVE W↗
DOE OSTI2023

Partnership for Radiation Studies (PaRS): A Consortium for Advancing Radiation Science among Underrepresented STEM Students

The Partnership for Radiation Studies (PaRS) consortium was recently awarded by U.S. Department of Energy’s National Nuclear Security Administration (NNSA). The five-year grant aims to increase the number of underrepresented students in STEM disciplines, with simultaneous advancement of nuclear radiation science. The goal is to hire more underrepresented minorities at national laboratories. The consortium’s progress will be tracked/reported annually. This paper and subsequent presentation cover details of the consortium, highlighting the key activities of participating national laboratories in assisting the minority-serving institutions.

Minority Serving Institutions Partnership Program,↗
DOE OSTI2024

Activities at Pacific Northwest National Laboratory to Advance Nuclear Radiation Science among Underrepresented STEM Students

The Partnership for Radiation Studies (PaRS) consortium is a collaboration between two minority-serving institutions and two U.S. national laboratories. The five-year consortium is funded by the U.S. Department of Energy’s (DOE) National Nuclear Security Administration (NNSA), and it aims enhance workforce of underrepresented students in STEM disciplines. PaRS’ long-term goal is to train students for their prospective hiring in DOE laboratories and sites. As one of the two integral national laboratory partners, the Pacific Northwest National Laboratory (PNNL) is playing an integral role in achieving this goal via pertinent lectures, seminars, hands-on trainings, and outreach activities. This paper summarizes PNNL’s key activities and initiatives to train the next generation of underrepresented students in STEM disciplines.

Minority Serving Institutions Partnership Program,↗
DOE OSTI2025

PSA 2025 DPRA for Cyber Optimization

Cyberattacks can have many different attack paths, durations, and goals. There are also many different mitigation options involving hardware, software, and/or humans. Evaluating defense options should include quantitative evaluation of overall effectiveness to make cost and risk-informed decisions. Typical cyberattack modeling methods only provide a qualitative evaluation and have difficulty with time dependent scenarios. The main areas of cybersecurity are confidentiality, integrity, and availability. For companies with cyber-physical systems such as advanced nuclear reactors, cyber-related integrity is a requirement set by the U.S. Nuclear Regulatory Commission. But companies are also concerned about availability or reliability as a business case. As cyber threats are evolving to a business-for-hire structure, more attacks focus on disrupting business success and reliability, causing financial and economic stability risk. Companies want reliability analysis while optimizing cost, which requires more than safety modeling methods. Dynamic-state-based and Markov-based modeling provides a method for better cyber scenario modeling with timing and conditional features not found in other numerical evaluation methods. EMRALD (Event Modeling Risk Assessment using Lined Diagrams) is a dynamic risk analysis modeling and simulation tool and has features that reduce modeling issues such as state-base explosion found in Markov-based tools. It has been used to model different time-dependent events including plant behavior and operator procedures. As a general modeling tool, EMRALD can also be used to model cyberattack scenarios with varying mitigation options and quantify effectiveness, producing numerical data for risk-informed decisions. This paper uses EMRALD to demonstrate that dynamic risk analysis can be used for cyber threat modeling to provide insights for design decision-making and optimize defense strategies.

97 - MATHEMATICS AND COMPUTING↗