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DOE OSTI2022

LANL Regular Employee Population and Demographics, FY15-21

This document summarizes an effort to compile and analyze the LANL regular employee population’s demographic attributes and trends between FY15-FY21 using MicroStrategy, a web-based data analytics and visualization tool. LANL’s HR Division collected and prepared data for the Weapons Program’s annual reporting activities for the 2017 through 2023 NNSA Stockpile Stewardship and Management Plan (SSMP). Los Alamos workforce data represent the fiscal year-end snapshot of the permanent employee population who are categorized by the Common Occupational Classification System (COCS). This work enables further analyses, including trends for all workforce attributes presented in the SSMPs as well as a definition of a crosswalk between COCS categorization and the internal laboratory job classification hierarchy. Data for other sites and the federal workforce, as shown in the SSMPs, are included and corresponding figures can be visualized within the MicroStrategy tool. A portable, Excel-based version of the tool was developed and shared with the multi-site workforce working group. This summary highlights selected aspects of the LANL regular workforce. The data analyses and visualizations communicate insights within three major themes regarding permanent LANL employees: 1) demographic transformation, 2) attrition, and 3) skills. Regarding demographic transformation, and consistent with the general trend across the enterprise, early career regular employees are the fastest growing group, with growth ranging between 12-34% year-to-year over the seven-year period analyzed. The data also reflect effects of internal and external factors on attrition; the large spike in separations in FY18 aligns with the contract transition from LANS to Triad and the dip in attrition between FY20-FY21 is likely a result of the global pandemic. The population of regular employees in general management, engineer, and operator COCS categories have the fastest growth rates amongst all the occupational categories. The MicroStrategy and Excel tools provide additional details and trends.

29 ENERGY PLANNING, POLICY, AND ECONOMY↗

DOE OSTI2024

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↗

DOE OSTI2025

Floating Offshore Wind US Manufacturing and Commercialization: Cooperative Research and Development (Final Report)

NREL assessed the supply chain and workforce considerations for the OCG-Wind floater technology, a floating semi-submersible offshore wind substructure, as well sharing vessel needs to inform their installation strategy. This technical assistance was in support of the FLoating Offshore Wind ReadINess (FLOWIN) Prize Phase 2 submission. NREL provided an assessment of domestic supplier capabilities for the main components of their floating offshore wind platform design and analyzed US regional and national supply chain constraints and gaps. Thirteen interviews with companies including steel distributors, forges, foundries, ports, large component fabricators, subcomponent fabricators, and secondary suppliers provided key insights such as 1) assembly ports are the key infrastructure barrier standing in the way of unlocking the domestic assembly and component fabrication for steel-based FOW platforms, 2) domestic steel producers can supply the types and quantities of steel necessary for FOW platforms, and 3) coordination between stakeholders will be a vital part of successfully developing the supply chain and infrastructure needed to domestically produce FOW platforms. In the workforce assessment, NREL documented a step-by-step approach to conduct a place-based assessment of the foundational workforce consideration for recruiting, upskilling, and retaining a workforce, such as supportive local and state policy, nearby education and training programs, and existing relevant industry. This approach was applied to Tacoma, Washington. Tacoma was indicated to have the potential be a successful location for fabrication and assembly of floating offshore wind energy in terms of workforce development. To share data on vessel requirements to install the OCG-Wind floater, NREL compiled resources that help answer the questions related to anchor handling tug vessels, shared a database of cable laying vessels, and answered questions on complying with the Jones Act.

17 WIND ENERGY↗

DOE OSTI2026

COGIHTO: Comprehensive Geothermal Integrated HVAC Retrofits in Disadvantaged Communities

Geothermal heating and cooling (GHC) systems offer one of the most efficient approaches to provide space conditioning and water heating in buildings. Due to the relatively stable temperature of the ground year-round, these systems can provide an efficient solution to decarbonize heating systems. Yet this technology has faced limited market adoption due to its high first cost. This project seeks to address this barrier by designing a community GHC system at a public housing development in New York, taking advantage of load diversity (in terms of the timing and amount of heating / cooling used per person) that a larger community offers to reduce the size and thus first cost of a GHC system. Project success would result in societal benefit from reduced energy and fossil fuel use, reduced local emissions, and improved comfort, which would positively impact the health and well-being this community. This report presents the findings from Phase 1 project supported by the Department of Energy’s Geothermal Technologies Office and includes the technical design of a GHC at a public housing development in New York. To support the success of a potential deployment of a GHC system, the team conducted community engagement and prepared an assessment of the local workforce needs. The project team, led by EPRI, considered a subset of NYCHA housing developments that were previously identified by NYCHA as suitable for GHC retrofits. This report presents the site selection criteria the team developed and the overall score assigned to each of the eight developments considered. One site was selected for focus of the technical design: Stapleton Houses in Staten Island, a mid-size development with roughly 700 apartments across 6 buildings. The site has an existing hot water hydronic loop served by natural gas boilers for space heating and water heating. The technical design partner assessed baseline energy consumption at the site and established thermal models of the apartment buildings to assist in the design. The team considered several GHC system configurations and selected a hybrid geothermal design fed from water-source heat pumps with auxiliary gas boilers in a central plant. This design best leveraged the existing site configuration and minimized costs due to additional electrical infrastructure upgrades. The report also details the feedback received from community engagement efforts and the findings from the workforce needs assessment and workforce transition plan. Members of the site maintenance staff and the resident advisory council were interviewed for their input and feedback about both the site’s existing heating/cooling infrastructure and how a construction project would impact resident life. This feedback was taken into consideration when completing the geothermal system design. Research was conducted into existing workforce development opportunities available to NYCHA residents. A workforce development plan was established using information from NYCHA’s resident economic empowerment and sustainability group, along with training material and curriculum from the International Ground Source Heat Pump Association (IGSHPA).

15 GEOTHERMAL ENERGY↗

DOE OSTI2021

Using the CYBER-Champ Model to Determine Cyber Competencies and Role Alignment

Cybersecurity roles, tasks, and skills are seen by many organizations as nonessential, abstract, or complicated. Although standards are in place, such as the National Institute of Standards and Technology (NIST) 800-181 document titled “Workforce Framework for Cybersecurity (NICE Framework)” available since September 2012, companies are still showing security vulnerabilities in their cyber networks (Hatzes, 2020). Barriers towards creating a cyber-ready workforce are not always due to a lack of resources, but often caused by organizational structure. The need for cyber-cognizant job postings, improved communication between Operational Technology (OT) and Information Technology (IT) employees, increases in staffing and funding for cyber teams, and better communication of standards and training can all contribute to increasing an organization’s cyber resilience. Cybersecurity Competency Health and Maturity Progression model (CYBER-CHAMP) is a model aimed at evaluating an organization’s structure and individual employee’s cyber knowledge and helps develop a plan to reach competency. This model was used to engage with organizations to promote proper cyber protocols and policies. The aim of this paper is to answer if it is possible for an organization to build a cyber-ready workforce by providing education and training options for current employees and prepare the future workforce to be ready on day one of employment. Both open source and firsthand interviews with organizations were used to conduct the research contained in this document. Further research may include additional development to the CYBER-CHAMP model and its delivery platform.

99 GENERAL AND MISCELLANEOUS↗

DOE OSTI2021

Understanding How Organizations Handle Cybersecurity

If there is anything we can learn from the media, it is the frequency and severity of cyber-attacks is increasing and there are not enough qualified people to combat the risk organizations are facing. Current estimates say there are 3.5 million available cybersecurity related jobs globally and there has been a 350% growth in cybersecurity jobs since 2013 (Group, 2020). The Idaho Cyber Research Project (ICRP) is focused on finding an implementing solution to the problems in the workforce development pipeline. Our team consists of Cohort 2 of the ICRP, we are tasked with solving issues faced by organizations hiring new cyber personnel. To provide solutions to these issues we focused our research on four components of workforce availability and competency: resume and transcript analysis, apprenticeships, cyber incident response plan development, and adversarial mindset training. From this research we have produced the following focus areas and subsequent steps for each component of workforce capability: transcript and knowledge skills abilities (KSA) focused analysis, cybersecurity apprenticeships programs, the value of an adversarial mindset, and a guide to setting up cyber incident response plans for underprepared organizations. These solutions can be further developed and implemented to reduce the gap in workforce demand and talent.

97 MATHEMATICS AND COMPUTING↗

DOE OSTI2025

Infrastructure and resource development needs to support a significant expansion of US nuclear capacity

In December 2023, the United States pledged at a United Nations conference to triple nuclear energy by 2050. In May of 2025 a new administration announced plans to quadruple nuclear energy by 2025, setting a new target that requires understanding the key infrastructure and resources needed to achieve large-scale deployment. This study attempts to quantify “what it takes” to deploy an additional 200 GWe of nuclear capacity. It projects demand levels for workforce, fuel, uranium mining and enrichment, waste management, supply chain, land, licensing, and water. Demand growth is also contextualized. For example, the peak number of construction workers required is approximately 215,000, a 37 % increase in the current US utility construction workforce. Up to 80,000 MT/year of mined uranium will be needed, necessitating a 60-fold increase in US mining production or a doubling of global mining if sourced externally. Advanced reactor fuels, uranium mining, and nuclear-grade equipment production would need substantial expansion. Operational workforce, enrichment needs, and licensing submissions also face significant increases. Although water consumption may see relatively lower increases, securing water rights poses unique challenges. This study consolidates various demand metrics in a broad context, highlighting the necessity of early preparations, such as workforce training, to support a tripling of nuclear energy. While it outlines the demand-side requirements, it does not assess the difficulties of ramping up or other supply-side issues. The findings also shed light on the impact of reactor size and reactor technology on various demand metrics.

29 ENERGY PLANNING, POLICY, AND ECONOMY↗

DOE OSTI2024

Computing in AEC Education: Hindsight, Insight, and Foresight

In the architecture, engineering, and construction (AEC) fields, computing and information technologies play an increasingly prevalent and complex role in day-to-day work. Consequently, educators must adjust and, in many cases, reimagine curricula and teaching methodologies to adapt to the changing landscape. Past research efforts led by the ASCE Computing Division Education Committee, formerly called the Task Committee on Computing Education of the Technical Council on Computing and Information Technology (TCCIT), have regularly surveyed AEC educators to understand computing trends in AEC curricula, with the latest survey taking place nearly a decade ago. This work presents the results of an updated survey that used this prior work as a springboard, providing timely insights into the computing skills and curricular barriers faced by AEC educators today. The results showed that the technical skills used by students have evolved, but the barriers faced in incorporating new skills into curricula have remained largely the same. In addition to comparisons with prior surveys, this work presents the results of an expanded, open-ended portion of the survey that explores educator perspectives on the future of the AEC workforce in a broader lens than used in previous surveys. Thematic analysis of these open-ended responses revealed themes that were common among responses and provided organization to the findings. For example, educators provided their vision of what competencies the future AEC workforce would need, which were thematically organized into a continuum based on the level of interaction between humans and technology. These results suggest an increasingly complex and evolving relationship between the AEC workforce and emerging technology, highlighting the need for educators to encourage the development of technological adaptability and agility. Overall, this work provides a systematic comparison of current educational practices in AEC computing with a decade ago to illustrate educational shifts and adds a prediction of AEC trends from experts in AEC education, providing crucial discussion of curricular transformations that will better position students for success in the workforce.

42 ENGINEERING↗

DOE OSTI2025

Building Inclusive Educational and Career Pathways in Fusion Energy

This paper was written in preparation for the Workforce Accelerator for Fusion Energy Development conference, which was funded by the National Science Foundation. Prior to the conference, participants from academia, government, industry, national laboratories, and nonprofit organizations worked together to write White papers. Held in Hampton, Virginia, in May 2024, the conference convened participants to discuss various topics in support of workforce development in fusion energy. As the fusion industry expands, efforts to recruit and retain a diverse workforce, ensure equitable access to fusion education, and gain public support will be critical to meeting workforce needs in this field. We outline strategic recommendations across three vital areas: improving diversity data collection; supporting career advancement and retention with a diversity, equity, inclusion, accessibility, and belonging focus; and strengthening community engagement and education in fusion energy.

Cote, Laleh [Lawrence Berkeley National Laboratory↗

DOE OSTI2026

Industry-driven Training and Curriculum Development Process

The development of a sustainable, skilled fusion workforce requires coordinated strategy between all sectors of fusion industry. This paper outlines a framework to align training programs with evolving technical and professional demands of fusion, including enhancing existing curricula, the establishment of new programs at educational institutions, and the identification of workforce gaps informed through industry engagement. Effective curriculum development requires input from both educators and employers to ensure that academic content reflects real-world challenges and can prepare students for successful transitions into the field. Collaborative models, such as industry-led training programs, inter-institutional partnerships, and faculty development initiatives, are highlighted as mechanisms for scalable and inclusive workforce development. Continued program success and relevance will be dependent on continuous review processes, including feedback from employers, alumni, and advisory boards. The combination of these programs supports the formation of flexible, industry-informed training pathways. This approach aims to foster a competent workforce capable of advancing fusion energy research and commercialization.

Gehrig, Monica [ORNL] (ORCID:0000000341022612)↗

DOE OSTI2023

Second Report of the Nuclear Data Subcommittee of the Nuclear Science Advisory Committee

The central importance of the nuclear data curated by the US Nuclear Data Program (USNDP) for clean energy generation, national security, nonproliferation, medical applications, and space exploration as well as basic science was described in a prior report issued by the DOE/NSF Nuclear Science Advisory Committee subcommittee on Nuclear Data (NSAC-ND) in September 2022. In this report, we present a set of fourteen (14) recommendations that will enhance and advance DOE-NP's stewardship of nuclear data. The first three recommendations focus on the existing core USNDP capabilities, namely: 1) Support the nuclear structure evaluation workforce to improve the currency, consistency, and accessibility of the Evaluated Nuclear Structure Data File (ENSDF); 2) Enhance nuclear reaction evaluation within the USNDP in support of the Evaluated Nuclear Data File (ENDF) through expansion of the workforce and integration of high-performance computing, automation, and machine learning and; 3) Continue atomic mass evaluation in support AME and NUBASE databases. This is followed by eight (8) recommendations representing new cross-cutting initiatives involving both measurement and evaluation to address outstanding nuclear data needs. These new initiatives require a highly trained, diverse workforce that includes personnel with expertise from both inside and outside the nuclear physics community from which evaluators have traditionally been recruited. As such, many of these initiatives are accomplished via a Topical Nuclear Data Collaborations (TNDC). A TNDC is made up of domestic and international stakeholders, subject matter and nuclear data experts, and nuclear data evaluators and features a workforce development plan to ensure that nuclear data evaluators maintain currency in the relevant applications and are seen as equity partners in the endeavor. These include: 1) Establish a coordinated effort to improve evaluation and modeling in nuclear astrophysics for stellar dynamics, multi-messenger astronomy and nucleosynthesis; 2) Initiate a TNDC to develop and maintain nuclear structure evaluation beyond discrete states, including nuclear level densities, photon strength functions and photonuclear data for improved reaction modeling, and exploring nuclear structure at finite temperature; 3) Create a TNDC to perform correlated fission data evaluation, including cross sections, fragment yields, v(A), v(E n ) for nuclear energy, national security, nonproliferation and basic science; 4) From a panel of subject matter experts to establish and annually update a roster of key decay data to nurture its accelerated dissemination including both measurement and evaluation for targeted high-value nuclides for national security, nonproliferation and medical applications; 5) Comprehensive, consistent neutron-induced structure and reaction data for nuclear energy, national security, nonproliferation and planetary nuclear spectroscopy; 6) Charged-particle stopping powers for detector design, space effects and ion beam therapy; 7) High-energy reactions for space exploration and medical nuclide production, and; 8) The creation of an infrastructure for open data and data preservation for use by the entire nuclear physics community. All told, these initiatives require approximately $6.5M increase in NP support of the USNDP in fiscal year 2023 dollars and would require at least 3-5 years to carry out due to the length of time needed to recruit and train new nuclear data researchers. This relatively modest investment would help ensure that the fruits of the nuclear data research carried out by DOE-NP and its collaborators would be brought to bear to address some of the most important needs of our nation and the world. To ensure effective execution of this plan, we present an overview of recruitment, training, and retention goals for the USNDP, the centerpiece of which is a mutually agreed upon code of conduct. Finally, we identify the facility and instrumentation needed to perform the recommended experimental activities. This includes a short review of target fabrication capabilities, reactors, neutron beam, light- and heavy-stable ion, gamma-ray, high-energy and radioactive ion beam facilities. Lastly, a more complete appendix of experimental facilities previously compiled is included with new input provided for 6 facilities.

73 NUCLEAR PHYSICS AND RADIATION PHYSICS↗

DOE OSTI2023

Advanced Reactor Supply Chain Assessment (GAIN Report)

Several net-zero scenario evaluations predict a rapid ramp up of nuclear energy in the coming decades. If this materializes, it will most likely strain the supply chains associated with the potential advanced reactor concepts awaiting deployment. To help assess the current and potential capacities of the various advanced reactor supply chains, the Gateway for Accelerated Innovation in Nuclear (GAIN) conducted a survey of companies able to produce components for advanced reactors in the near future (namely for sodium, gas-cooled, and molten salt reactors). Using an aggressive nuclear deployment scenario, the objective was to assess the ability of the various supply chains to meet the considerable demand projections for certain key components (vessels, heat exchangers, pumps, graphite, and sensors) and identify potential challenges. While individual companies were unable to meet the most optimistic nuclear deployment rate projections, it was found that on aggregate, a United States-based supply chain projected that expansion could be ramped up to meet a larger future demand of these components. However, meeting projected demand for several more complex items (namely gas or salt heat exchangers) was found to be more challenging. Deploying new reactors at scale necessitates the production of more and more supply chain components, requiring a ramp up in production. Supply chain companies were surveyed, and respondents appeared less able to meet short term demand (next year) versus longer-term demand projections (5 and 10 years). This reflects the need to obtain orders with adequate lead times (can range from 3 to 30 months). Future demand will need to be met by expanding existing capacity. These expansions will require suppliers to raise capital or secure other types of support (federal loans or grants) to invest in facilities, equipment, and workforce. Individual suppliers indicated financial investments could be in the range of $\$ $100 million to $\$ $1 billion for their own facilities (depending on the type of facility). The biggest risk, according to respondents, related to general uncertainties surrounding the future nuclear industry and whether the potential demand projections will materialize into real demand that is actionable from a business perspective. Businesses do not seem willing to take investments risks without clear orders. If businesses are not able to invest to expand the supply, it will either delay the deployment of advanced nuclear technology, or the supply chain will be met by suppliers outside of the United States. This report only focuses on the domestic supply chain’s ability to meet the various projections stipulated here for the specific assessed components (vessels, heat exchangers, pumps, graphite, and sensors). The report does not cover all reactor designs or all components that may ultimately be needed for any one reactor design. It also does not address whether any specific aspect of the supply chain will be cost competitive in the global market, nor how potential state-backed entities could affect the expansion of a United States-based supply chain. The largest challenges in ramping up capacity among respondents appear to be workforce related. This includes workforce availability, experience, training, and turnover. In addition to facility investment, suppliers will also need to invest heavily in long-term workforce training to meet production goals. This issue is not nuclear-specific, and the expansion of any supply chain will likely face similar challenges. While suppliers evaluated expected normal business demand from other markets outside of nuclear, it is possible that other market segments could expand more than predicted and compete for the same suppliers. One potential market that may compete for the same supplier resources is the United States military, as many of these suppliers support both the commercial nuclear sector as well as the Navy with reactors and components. In summary, suppliers in the United States believe that there is a way to increase production in order to begin meeting the demand which will exist for advanced reactors—as long as appropriate investments can be made in the supply chain in an appropriate timeframe. Based on the capacity projections and lead times, investment will be needed to meet the 5-year and 10-year production targets. Therefore, if significant nuclear deployment is to occur in the 2030s, investment and ramp up of the advanced nuclear supply chain will need to begin in the near future for the United States to successfully deploy these advanced reactors with domestic supply chains.

22 GENERAL STUDIES OF NUCLEAR REACTORS↗

DOE OSTI2026

An Educational Program on Concentrated Solar Power and Heliostats for Power Generation and Industrial Processes

The objective of this project was to design and implement a comprehensive educational and applied research program in Concentrated Solar Thermal Power (CSTP) and heliostat technologies at Northeastern University. In alignment with the U.S. Department of Energy's Heliostat Consortium (HelioCon) goals, the project aimed to expand student and public understanding of CSTP systems while simultaneously contributing to workforce development and the broader decarbonization strategy. A particular emphasis was placed on integrating hands-on student design projects and publicly disseminating educational content relevant to CSTP systems. The project addressed a critical gap in renewable energy education: CSTP and heliostats, despite their importance in utility-scale solar energy, are rarely included in standard mechanical engineering programs. This project established new pathways for students to engage with the topic through the creation of a 4-credit graduate/senior elective course, development of five industry-facing short courses, and the inclusion of CSTP-based capstone design projects. Over two academic years, 36 students across six senior design teams developed and tested technologies such as deformable heliostats, beacon-based tracking systems, and solar-powered pyrolizers for biomass-to-biochar conversion. Concurrently, 30 undergraduate and graduate students were enrolled in the new academic course centered around CSTP principles. To ensure the relevance and accessibility of the short course content, the project team engaged with industry professionals, technical policy stakeholders, and potential course participants through structured surveys and informal consultations. Feedback from 28 respondents guided the structure, length, and delivery format of the courses - resulting in a modular design broken into five workshops. The feedback emphasized the need for flexible, asynchronous delivery and practical case studies, particularly in areas such as heliostat control, thermal storage, and solar fuel production. This engagement helped align the courses with the evolving knowledge demands of the renewable energy workforce and ensured that participants from both technical and policy backgrounds could meaningfully benefit from the material. The research and educational activities advanced the understanding of heliostat control systems, optical performance under misalignment, and thermal system integration in solar-driven pyrolysis applications. Methods and designs explored in this project proved to be both technically effective and economically feasible at the lab scale. Prototypes were constructed using commercially available components and custom-fabricated elements, demonstrating that meaningful performance improvements can be achieved with modest material and fabrication costs, supporting the feasibility of student-led research in this field. The public benefit of this project is twofold. First, it cultivates a pipeline of engineers trained to be familiar with CSTP principles, an essential workforce need identified by the Department of Energy for achieving its 2030 cost and deployment targets. Second, it contributes openly accessible educational materials, course content, and experimental frameworks to the broader community, enabling other institutions to adopt or adapt similar programming. Through outreach activities, curriculum integration, and technical exposure, this project contributes to a more informed and capable renewable energy workforce while supporting innovation in heliostat and CSTP system design. A new technical report is being prepared to document the development of the course and its outcomes, with plans to publish it in the ASME Open Access Journal of Engineering to ensure global accessibility, free of cost.

14 SOLAR ENERGY↗

DOE OSTI2022

Defining Wind Energy Experience

Since 2015, the U.S. wind installed capacity has grown from 73 to over 120 gigawatts, creating jobs across many sectors and educational levels. The growth of the wind workforce will need to continue to meet the goal of 20% wind by 2030, as well as the Biden administration's goals to reduce greenhouse gas pollution by 2030, reach 100% carbon-free electricity by 2035, and achieve net-zero greenhouse gas emissions no later than 2050. Despite the needed and anticipated growth, there are challenges to meeting this demand. Research has consistently shown that it has been a challenge finding qualified applicants for open wind industry jobs. Between 2012 and 2018, the difficulty of finding qualified applicants increased from 62% to 68% according to industry respondents. In 2017, educational institutions and training programs reported that 67% of their students did not enter the wind energy industry. Research conducted in 2020 showed that 83% of interested workers had some or great difficulty finding job opportunities. In exploring reasons for this gap, the researchers found that challenges were primarily influenced by education, experience, and geography. This difficulty for wind industry employers, educational institutions, and the potential workforce is known as the "wind energy workforce gap." This report further investigates the experience aspect of this gap.

17 WIND ENERGY↗

DOE OSTI2024

Louisville Communities LEAP Engagement: Improving Energy Efficiency in Affordable Housing

This report is a comprehensive summary of the related workstreams pursued through the Communities Local Energy Action Program (Communities LEAP) pilot Technical Assistance (TA) program in Louisville, Kentucky. It begins with an analysis around energy efficiency technologies, focused on building envelope improvements, that explores the impact to individual residents as well as the impact to the community at-large if the upgrades were adopted city-wide. Community benchmarking ordinances and complementary policies are considered next, including comparisons of programs with peer communities. A workforce development section then covers the state of Louisville's workforce today and identifies programs in peer communities that Louisville could consider emulating to achieve a "right-sized" workforce. The document closes out with an overview of policies around energy efficiency in peer communities that Louisville could explore, with considerations for the City's unique policy context.

29 ENERGY PLANNING, POLICY, AND ECONOMY↗

DOE OSTI2026

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 OSTI2026

Oakland University Cybersecurity Center (Final Scientific/Technical Report)

This report summarizes the outcomes of Award DE-CR0000023, “Oakland University Cybersecurity Center,” a 31-month project funded by the U.S. Department of Energy Office of Cybersecurity, Energy Security, and Emergency Response (CESER). The project addressed cybersecurity risks facing small and medium-sized manufacturers (SMMs) transitioning to Industry 4.0. The project integrated customer discovery, applied research, and cybersecurity training development. A total of 51 cybersecurity assessments identified significant gaps in baseline practices, incident response, and workforce capability. Research efforts produced a scalable mitigation framework tailored to SMM environments, and workforce analysis identified persistent talent gaps. Eight cybersecurity training modules were developed and deployed via Oakland University’s Professional and Continuing Education (PACE) platform. All objectives were completed, with 98.93% federal budget utilization and cost share exceeding requirements. The project establishes a scalable model for strengthening cybersecurity resilience and workforce capacity across U.S. manufacturing supply chains.

24 POWER TRANSMISSION AND DISTRIBUTION↗

DOE OSTI2026

Building Nuclear-Specific Cybersecurity Expertise in Higher Education

The rapid digitalization of nuclear power plants (NPPs) and the deployment of advanced and small modular reactors (A/SMRs) have expanded the cybersecurity attack surface within the nuclear sector. This evolution introduces unique challenges beyond those faced in general information technology (IT), operational technology (OT) and industrial control system (ICS) security, due to nuclear power’s regulatory rigor, safety-critical nature, and operational needs. A pressing workforce gap persists; cybersecurity graduates typically lack nuclear-specific context and retraining them for industry readiness requires 12–18 months, creating a significant burden. This paper addresses this gap by defining the domains of knowledge that nuclear cybersecurity specialists must master, spanning cybersecurity, nuclear engineering, OT/ICS security, and regulatory governance. We propose a curricular framework integrating technical, regulatory, and applied learning components to accelerate workforce readiness. Our approach builds on existing findings that current curricula inadequately integrate nuclear engineering and cybersecurity, shifting the discourse from why specialization is needed to what knowledge must be taught. The recommendations have implications for workforce development and long-term resilience of the nuclear energy sector.

99 - GENERAL AND MISCELLANEOUS↗