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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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DOE OSTI2025

Geothermal Collegiate Competition: Evolution and Impact

In 2010, the U.S. Department of Energy (DOE) announced the launch of its inaugural National Geothermal Student Competition. The competition was open to all colleges, universities, and other post-secondary institutions in the United States, and was labeled as the first-ever to address geothermal education. The GeoVision, published in 2019 by the Geothermal Technologies Office (GTO), stated that improving geothermal energy education and outreach is critical in reducing risks and costs of geothermal technology deployment. The key actions included improving public education and outreach about geothermal energy and providing resources intended to attract and inform a skilled geothermal workforce. Student competitions in particular have the ability to increase awareness of renewable energy fields by engaging multi-disciplinary students in compelling design challenges to prepare them for careers in renewable energy. GTO, in partnership with an administration team at the National Renewable Energy Laboratory (NREL), currently supports the Geothermal Collegiate Competition (GCC), with the main objective of advancing and cultivating collegiate student knowledge and career interest in geothermal energy. The administrating team works toward growing the number of students and collegiate institutions engaged, as well as diversifying the scope of the student design challenges. The main intentions of this publication are documenting the competition’s evolution, setting a baseline for future GCC impact analysis and serving as a guide to other students’ competition design committees looking for ideas to capture and increase the interest of students in collegiate competitions.

Geothermal Collegiate Competition↗
DOE OSTI2023

Cybersecurity and the Solar Workforce: Considerations for States

This tool identifies workforce competencies and requisite skill sets for the solar cybersecurity workforce, and highlights tactics that State Energy Offices and Public Utility Commissions can employ to amplify current solar workforce training initiatives and build partnerships that help develop this workforce . It highlights policies and pathways that can foster the growth of solar cybersecurity workforce . Critically, it also identifies internal solar cyber expertise that State Energy Offices and Public Utility Commissions should consider to further develop their roles and responsibilities in this space

14 SOLAR ENERGY↗
DOE OSTI2023

NSE workplace of the future: Enabling a LPS ready workforce

The future mission success of the Nuclear Security Enterprise (NSE) relies on our workforce and our workplace. The 2022 Nuclear Posture Review notes that “the health of the enterprise depends critically on recruiting and retaining a skilled and diverse workforce” and the 2022 National Nuclear Security Administration (NNSA) Strategic Vision articulates a commitment to “recruit, invest in, and nourish a high-performing, diverse, and flexible workforce that can meet the unique policy, technical, and leadership needs of our mission today and well into the future.”

73 NUCLEAR PHYSICS AND RADIATION PHYSICS↗
DOE OSTI2021

Solar Energy Technologies Office Workforce Request for Information and Convenings (Summary)

On May 4, 2021, the U.S. Department of Energy (DOE) Solar Energy Technologies Office (SETO) published a Request for Information (RFI) on programs that support the development of a diverse and skilled clean energy workforce. The purpose of the RFI was to solicit feedback from industry, academia, government agencies, worker organizations (including unions), and other stakeholders on issues related to the employment needs of the solar industry, and the perceived value of different workforce development programs, training strategies, and tools. To supplement the RFI, SETO hosted four virtual convenings that brought together the utility-scale solar industry, the distributed generation solar industry, and labor and other workforce training organizations to hear direct feedback on the questions in the RFI. In addition, SETO held listening sessions with about a dozen other organizations and staff who could not participate in the virtual convenings. Altogether, SETO received 45 responses from the RFI and heard directly from 80-100 other stakeholders via the convenings and listening sessions. This document summarizes the stakeholder feedback that SETO received as a result of this process. While both the RFI and convening series were focused on solar deployment and solar industry members, much of this information is relevant across clean energy technologies and programs. It is important to recognize that DOE is intentionally reviewing our workforce development programming and support to focus on clean energy careers more holistically.

14 SOLAR ENERGY↗
DOE OSTI2025

Common occupational classification system amendments for Accelerator Science and Engineering workforce

A common system to classify occupations and skills is essential to support accelerator workforce planning between the Department of Energy (DOE) National Laboratories. In 2025, ten DOE laboratories conducted a census of their accelerator science and engineering workforce and projected their accelerator workforce needs for the next ten years. To support this, revision 3 of the “Common Occupational Classification System” (COCS) was used as a common taxonomy. Modifications were made to include accelerator-specific skills and specialisms. COCS was originally developed for DOE Office of Environmental Restoration and Waste Management in 1996. The framework provides a high-level functional structure that can be expanded with further occupations and specialisms and remains well aligned to DOE laboratory roles nearly 30 years later. Accelerator occupations and specialisms were added to the framework for the 2025 effort to quantify the accelerator workforce. This document is a companion document to COCS and provides a definition for these new occupations and specialisms that do not appear in COCS. Proceeding with a stable taxonomy is seen as essential such that its use becomes easier each year; the taxonomy as used for the 2025 effort is recommended to be continued.

43 PARTICLE ACCELERATORS↗
DOE OSTI2025

2020 Budget Request for the DOE Computational Science Graduate Fellowship (CSGF) Grant

The Department of Energy Computational Science Graduate Fellowship (DOE CSGF) is essential for addressing the increasingly complex national workforce demands stemming from the growth of computational science and engineering challenges. Computational science and engineering (CSE) takes a multidisciplinary approach that utilizes scientific computing to tackle practical problems and provide technical tools across the spectrum of scientific discovery. The DOE CSGF specifically highlights high-performance computing (HPC) as a critical enabling technology in CSE, driving advancements in science and engineering that are vital to both the DOE and the broader economy. Over the past half-century, HPC has been an essential tool for DOE’s success. During this period, important missions, such as nuclear stockpile stewardship, have turned to HPC as an essential technology. Entire science disciplines have been transformed through the augmentation of scientific observation via HPC. At government laboratories, academic institutions, and in industry, DOE CSGF alumni are helping push traditional HPC boundaries while contributing to discoveries in high-energy physics, quantum information systems, fusion-reactor design, machine learning, additive manufacturing, nano materials for next-generation batteries and transistors, and advanced nuclear reactor modeling. In addition, HPC is used to address national health needs that will eventually point to cures both by helping cancer researchers manage and analyze huge troves of data, by simulating biological mechanisms, and by accelerating drug development. A 2023 report from the ASCAC Subcommittee on American Competitiveness and Innovation to the ASCR office, “Can the United States Maintain Its Leadership in High-Performance Computing?” says of the Program, “The CSGF program provides a barometer for disciplines that will be of interest to future DOE computing. Computational biology, machine learning, and quantum computing are among the subjects that began to swell in the ranks of CSGF applicants before the labs were hiring as high a percentage of employees in these categories.” The explosion of scientific and technological data has heightened the demand for advanced high-performance computing (HPC) to transform these data into meaningful scientific insights. As access to vast amounts of data increases, the fields of Machine Learning and Artificial Intelligence are experiencing a resurgence, enhancing the established practices of computational modeling and simulation. In its September 2020 subcommittee report on "AI/ML, Data Intensive Science, and High-Performance Computing," the DOE Advanced Scientific Computing Advisory Committee (ASCAC) specifically called for a fellowship program to train computational and data scientists to address exascale and data-intensive computing challenges. This integration of empirical and theoretical modeling will increasingly guide federal policymakers in making decisions that impact American society and future generations. It demands a workforce of highly skilled and intellectually agile computational scientists capable of navigating the rapid advancements in scientific computing within the DOE National Laboratory research environment. The DOE CSGF program has consistently addressed this critical need.

97 MATHEMATICS AND COMPUTING↗
DOE OSTI2025

Modernizing the Nuclear Industry and New Ways of Working

Nuclear energy is recognized as the most feasible energy source towards achieving nation-wide net-zero goals (COP 208, MIT). Additionally, the demand for reliable, consistent energy supply is soaring with the construction of energy hungry data centers and AI tools. This means the construction of new nuclear and the continuation of current nuclear are a high national priority. However, this leaves the nuclear industry with a workforce challenge. The rising demand for nuclear power is threatened by an underpopulated workforce. There exist a few contributors to the decreased workforce such as skewed workforce demographics resulting in large-scale workforce retirement. Also, some plants have observed difficulty hiring and retaining skill sets that typically comprise the nuclear power workforce – specifically skilled craftsman. Those who are graduating with desirable skills are seeking employment in sectors that are more modern and culturally more aligned with younger generational values. Lastly, within the nuclear sector, skilled employees will be a competitive commodity as advanced plants come online offering work environments that incorporate modern technologies, skill sets, and opportunities for career advancement. These factors emphasize the need for legacy plants to modernize with a focus on the workplace environment and culture that meets younger generations’ skills, cultural expectations, and desire for advancement opportunities. Nuclear plants are actively engaged in deploying advancements that improve the management of systems, structures, and components as well as process improvements and technologies that can reduce the costs of operation and maintenance. However, the advancements must also be analyzed, reviewed and deployed in a manner that considers the impact on how people within the organization collaborate, communicate, make decisions, and solve problems. Neglecting to consider the cultural impact of modernization risks poor adoption, unrealized opportunities, or insignificant change toward helping attract new employees. The traditional way of working is not necessarily the way new generations want to engage with their employer. For instance, in a survey performed by North American Young Generation in Nuclear the top three reasons for younger nuclear employees to seek other job opportunities was seeking better work-life balance, a lack of advancement opportunities, and work culture and leadership style differences (Smyth et al. 2022). Integrated Operations for Nuclear (ION) is an approach for the nuclear industry to create long-term strategic modernization plans and analyze each advancement for the impact on people and processes and measure how those impacts flow up to support high-level, long-term plant goals and requirements. One principle of ION is to replace the current labor-centric operation style in legacy nuclear plants with data-centric collaborative operation styles. This paper will explain how transitioning operations to leverage centralized skills and responsibility, multi-skilled teams, and collaborative decision making can flatten the hierarchical structure in plants, enable greater individual efficacy while also offering more experiences and advancement opportunities to staff. Adopting the ION way of working shifts the industry mind-set towards more networked, collaborative, and modern way of working that will attract skilled, next-generation workers to operate the legacy nuclear fleet.

99 - GENERAL AND MISCELLANEOUS↗
DOE OSTI2022

Immersive Industrialized Construction Environments for Energy Efficiency Construction Workforce

The National Renewable Energy Laboratory is actively developing and testing Immersive Industrialized Construction Environments (IICE) for construction automation and worker-machine interaction to investigate possible solutions and increase workforce productivity. At full scope and matured functionality, IICE allows us to accelerate the development of and better explore industrialized construction approaches such as prefabrication. IICE also enables wider adoption of energy-efficient products and Industry 4.0 construction automation through worker-machine interaction pilots. Industry 4.0 and industrialized construction approaches can encourage workforce specialization in energy efficiency construction, address the lack of multi-skilled workers, and increase workforce productivity with construction automation. However, recent attempts to integrate these concepts with the industry have only been moderately successful. To address this, focusing the pedagogy on using a digital twin, its digital models, and virtual reality could make the experience of continuing education on construction automation more affordable, accessible, scalable, immersive, and safer, and could greatly improve the efficiency and robustness of the building and construction industry. IICE accurately represents the realities of construction uncertainties without having to create full scale physical prototypes of machines. In this paper, we address the following research question: How can a digital twin and its models in virtual reality enhance the learning experience and productivity of energy efficiency construction workers to gain the skills in operating Industry 4.0 components such as construction automation and handling energy-efficient products in industrialized construction factories and on-site? We introduce original research on developing IICE and present preliminary findings from time and motion pilot studies.

32 ENERGY CONSERVATION, CONSUMPTION, AND UTILIZATI↗
DOE OSTI2022

American-Made Challenges: FLoating Offshore Wind ReadINess (FLOWIN) Prize

The goal of this prize is to establish a pathway to cost-effective domestic manufacture and deployment of gigawatt-scale floating wind farms in U.S. waters. Toward realization of that goal, the prize will: (1) incentivize and support further development of technically and economically viable floating wind platform structures that can support 12-MW-rated or larger wind turbines in water depths over 40 meters. (2) incentivize the creation of a supply chain that will enable domestic on-site manufacturing of floating offshore wind farm components utilizing a skilled and trained workforce. (3) promote awareness of the importance and principles of inclusion and environmental justice.

American-Made Challenges↗
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 OSTI2024

Implementing interdisciplinary sustainability education with the food-energy-water (FEW) nexus

Growth in the green jobs sector has increased demand for college graduates who are prepared to enter the workforce with interdisciplinary sustainability skills. Simultaneously, scholarly calls for interdisciplinary collaboration in the service of addressing the societal challenges of enhancing resilience and sustainability have also increased in recent years. However, developing, executing, and assessing interdisciplinary content and skills at the post-secondary level has been challenging. The objective of this paper is to offer the Food-Energy-Water (FEW) Nexus as a powerful way to achieve sustainability competencies and matriculate graduates who will be equipped to facilitate the transformation of the global society by meeting the targets set by the United Nations Sustainable Development Goals. The paper presents 10 curricular design examples that span multiple levels, including modules, courses, and programs. These modules enable clear evaluation and assessment of key sustainability competencies, helping to prepare graduates with well-defined skillsets who are equipped to address current and future workforce needs.

54 ENVIRONMENTAL SCIENCES↗
DOE OSTI2025

Simulating regional workforce impacts of decarbonizing integrated steelmaking

Global efforts to mitigate climate change are increasing pressure on heavy manufacturing industries to decarbonize production. The iron and steel industry is responsible for 7% of CO 2 emissions globally (2% in the United States) and is often a major employer in the regions where iron and steel is produced. Understanding the future prospects for workers in regions with high CO 2 emitting industries—including impacts of phasing out or evolving such industries—will be critical for informing regional economic and clean energy strategies. We simulate the impact of an “in-place” transition that replaces today’s integrated production with direct reduced iron (DRI) used in electric arc furnaces (EAFs), using Southwest Pennsylvania as an application of our generalizable approach. Our results suggest that the integrated steelmaking workforce today has the skills, knowledge, and abilities (SKAs) to fill over 95% of all jobs required by DRI/EAF facilities, but the number of jobs is only 25% of those at integrated plants. We also find that some occupational groups have greater general transferability into the broader job market, while other groups, such as production workers, are ill-equipped today based on current SKAs to transition out of the iron and steel industry. Our methodology further suggests factors that limit transitions: Around 85% of occupations are more limited by missing skills, while 15% are more limited by insufficient wages. These results may help to improve the design of social policy and the targeting of retraining programs, while the simulation approach can be readily adapted for other regions and industries.

decarbonization↗
DOE OSTI2025

The Workforce Readiness Index: A Local and Regional Assessment Tool for Energy Sector Preparedness

Building up a workforce that is properly trained and adequately sized is essential to ensuring that the deployment of energy generation sources in the United States meets future energy demand. Workforce development to support supply chain or large infrastructure investments typically occurs at a local level. However, there is a critical gap in understanding where and to what extent regional workforces are equipped to meet the needs of an energy industry. The Workforce Readiness Index ("the index") was developed to assess and compare energy sector workforce readiness across the United States at the county level to provide granular information to various stakeholders such as industry members, state decision makers, and training program developers. Workforce readiness is defined as the ability to recruit from the general labor market, transition workers with comparable skill sets, and train a workforce using scalable or existing training programs near a specific location. Therefore, the index evaluates readiness levels based on the likelihood that a county possesses the workforce development infrastructure needed to support the occupations required by an energy-related industry or sector. Furthermore, the index offers a standardized yet flexible approach that captures regional variations and highlights local strengths and challenges.

17 WIND ENERGY↗
DOE OSTI2020

Gen IV Education and Training Working Group Webinars’ Initiative

Collaboration and support among national laboratories, industry, universities, and research and development organizations are vital to not only maintain a skilled and competent nuclear workforce but also to avert the risk of human resource shortages. As stated in a recent IAEA paper [1], the world nuclear electrical generating capacity is projected to increase to 554 GW(e) by 2030 and up to 874 GW(e) by 2050 (Fig. 1). This represents a 42% increase over current levels by 2030 and a doubling of the current capacity by 2050. To promote Education and Training (E&T) on Gen IV reactor systems and other nuclear related topics of interest, the Gen IV Education and Training Working Group (ETWG) identifies and advertises training courses; engages collaboration with other international education and training organizations; delivers webinars dedicated to Gen IV systems; and maintains a modern social medium platform to exchange information and ideas on Gen IV R&D topics, as well as on related GIF education and training activities. At the end of June 2020, the GIF ETWG has produced, podcasted and posted forty-one webinars covering the six Gen IV systems and various subjects addressing e.g. the economics of the nuclear fuel cycle, sustainability aspects of Gen IV systems, nuclear fuels and materials challenges, the thorium fuel cycle, energy conversion systems, and lessons learned for knowledge management and preservation. This paper describes the development of these webinars from the initial concept to its full realization, with future webinars planned in 2021, addressing topics such as materials and fuels performance for advanced reactors, small modular reactor.

Paviet, Patricia D.↗
DOE OSTI2024

Intelligent Manufacturing for Extreme Environments Conference Proceedings

The Intelligent Manufacturing for Extreme Environments (IMEE) workshop was held at the Center for Advanced Energy Studies (CAES) in Idaho Falls, Idaho, May 2–3, 2023, in support of the United States (U.S.) National Science Foundation (NSF) Established Program to Stimulate Competitive Research: Workshop Opportunities (EPSCoR-WO) program. This workshop featured keynote speakers, panels, and breakout sessions with 58 participants. Nuclear reactors need to operate under extreme service conditions, such as high temperatures, corrosive environments, and high-radiation doses. Hence, reactor components must be able to withstand those conditions. The participants envision a future where on demand manufacture of components for small modular reactors (SMRs), microreactors, and other advanced reactor designs are possible. In this future, regulatory bodies accept validated manufacturing processes and standardized feedstocks, thus eliminating the need for individual component testing. However, the necessary technologies and regulatory policies needed for this future do not exist today. Successful innovation would revolutionize the nuclear power sector, enable fast commercial development, create economic opportunities in the U.S., reduce the carbon footprint and associated risks, and promote a skilled and highly competitive workforce. The objective of the workshop was to convene world-class experts, researchers, educators, and students to identify gaps and envision solutions for five interrelated challenges for intelligent manufacturing in extreme environments. The key outcomes of the conference were: (1) to take the opportunity for researchers and educators to network and form collaborations; and (2) to produce a full report to inform policy-makers, industry, and the academic community of various challenges and opportunities in the nuclear energy sector.

36 MATERIALS SCIENCE↗
DOE OSTI2023

US Department of Energy Better Plants Program’s Approach to Manufacturing Workforce Development

Multiple studies suggest that by 2030, millions of jobs may go unfilled because of a significant skills gap between the current manufacturing workforce and the workforce needed to support the shift toward advanced and sustainable manufacturing. According to US manufacturers, finding the right talent is more difficult now than in previous years. Developing a well-trained workforce will play a critical role in transforming the manufacturing sector into a net-zero contributor of greenhouse gas emissions by 2050. To help reduce energy, water, waste, and greenhouse gas emissions as well as build a strong, sustainable manufacturing workforce, the US Department of Energy created the voluntary Better Plants program in 2011. This study discusses the program’s various workforce development activities, including in-plant trainings, virtual in-plant trainings, and in-person bootcamps. The target audiences, training objectives, and topics designed to upskill workers for a low-carbon manufacturing future are described. Feedback that was collected (e.g., new training topics, certifications, hands-on activities) while working with more than 270 US manufacturers for the past 12 years on workforce development are discussed. Finally, some strategies are proposed to address the feedback.

Guo, Wei↗
DOE OSTI2020

Tribal Colleges and Universities/Advanced Manufacturing Network Initiative (Q3 FY2020 Progress Report)

The National Nuclear Security Agency (NNSA) initiated the Minority Serving Institution Partnership Plan (MSIPP) to 1) align investments in a university capacity and workforce development with the NNSA mission to develop the needed skills and talent for NNSA's enduring technical workforce at the laboratories and production plants, and 2) to enhance research and education at under-represented colleges and universities. Out of this effort, MSIPP launched a new consortium in early FY17 focused on Tribal Colleges and Universities (TCUs) known as the Advanced Manufacturing Network Initiative (AMNI). This consortium has been extended for FY20 and FY21. The following report summarizes the status update during this quarter.

42 ENGINEERING↗
DOE OSTI2020

Tribal Colleges and Universities/Advanced Manufacturing Network Initiative (Q4 FY2020 Progress Report)

The National Nuclear Security Agency (NNSA) initiated the Minority Serving Institution Partnership Plan (MSIPP) to 1) align investments in a university capacity and workforce development with the NNSA mission to develop the needed skills and talent for NNSA’s enduring technical workforce at the laboratories and production plants, and 2) to enhance research and education at under-represented colleges and universities. Out of this effort, MSIPP launched a new consortium in early FY17 focused on Tribal Colleges and Universities (TCUs) known as the Advanced Manufacturing Network Initiative (AMNI). This consortium has been extended for FY20 and FY21. The following report summarizes the status update during this quarter.

96 KNOWLEDGE MANAGEMENT AND PRESERVATION↗