Unpinning the Lynchpin: Development of a system to introduce redundancy at Department of Energy laboratories
The United States Department of Energy (DOE) laboratory system employs over 78,000 people and had a budget of $8.1 billion for Fiscal Year 2023 (FY23). This diverse workforce includes employees at all levels from operational support staff to senior level management. Together, the labs take on incredibly complex and unique technical challenges in an attempt to address fundamental National and global needs. These technical challenges often require specialized training such that only a single person is truly capable of completing specific tasks. With the modern competitive environment, and an aging workforce, the risk of technical capability loss is highly probable with potentially severe impact. An online survey of Lawrence Livermore National Laboratories (LLNL) employees, a typical DOE lab, found that of responders with greater than 10 years of experience, 100% of respondents felt burnt out, 40% felt they were not paid fairly, and 50% believe that not enough is done by leadership to retain them as an employee. Couple that to an aging workforce, and the risk of losing institutional knowledge due to single point of failure, or lynchpin, is significant. There is a need for a system which reduces the risk of operational and technical losses due to lynchpin employees leaving the organization. A mitigation of this risk would lead to the successful transfer of knowledge from one generation to the next, improving the rate of development and minimizing general risk of mistakes.