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DOE OSTI2025

Construction Methodology Transformation for the Benefit of Workforce Development

Construction is a key economic engine driving both national and global economies. While manual, onsite construction methods dominate the U.S. construction industry, a major shift towards offsite methods has been underway due to its efficiency, speed, and potential cost savings. The workforce necessary for offsite construction growth does not exist in its current form because of the focus on onsite methodologies and the lack of exposure to offsite building methods at all levels of a student’s learning journey. The growth of the U.S. construction industry and competitiveness in an increasingly global construction market over the coming decades can only be supported by a dramatic increase in the use of offsite methods, which requires ramping up workforce training for certain skillsets. The goal of Construction Methodology Transformation for the Benefit of Workforce Development was to understand the opportunities and barriers in both education and industry and to identify best practices for offering curriculum and training to educators, industry, and students that would support skills needed for careers in offsite construction. Our team proposed combining three offsite construction workforce development needs: content development, exposure and training, and job placement - under a single Platform model that would increase experience and career opportunities for students and help match them with potential industry members. Through our proposed solution we expected to see: developed offsite curriculum being utilized by educators and students; an increase in the identification of construction technology and offsite construction methods; an average increase in knowledge gain of at least 25% after participation in pilots; better equipped candidates who are prepared for jobs in offsite construction; and a beta workforce development platform that helps build more pathways for students looking for careers in offsite construction. The two pilots included almost 250 students and resulted in an average knowledge gain of 37 percent. Our research has identified areas of opportunity, for both education and industry to make collaborative training programs more efficient and successful. The chosen techniques for this program are extremely effective when both the school and factory have solid processes and cultures in place to accept students into training programs. This project serves as an important stepping stone to industrywide collaboration to move workforce development for offsite construction forward across the country. With continued collaboration programs like this can provide much needed early exposure and training in offsite construction and we can begin to fill important positions for the future of construction.

99 GENERAL AND MISCELLANEOUS↗

DOE OSTI2026

A Guide for Public Utility Commissions: Building Internal Technical Capacity and Recruiting Talent for Grid Resilience

This guide offers insight into how PUCs can strategically expand their technical workforce to meet evolving gird resilience demands. It outlines critical skill sets needed to support informed regulatory decision-making around resilience, such as modeling and weather forecasting, electric power systems analysis, and advanced data interpretation. In addition, it provides strategies for developing technical talent both internally and through additional recruitment efforts. Two appendices provide a list of grid resilience training resources and a compendium of sample job descriptions that reflect grid resilience technical expertise for PUC consideration.

24 POWER TRANSMISSION AND DISTRIBUTION↗

DOE OSTI2022

Expanding the Solar Workforce through the Illinois Community College System

The Illinois Green Economy Network (IGEN) is a consortium of all 39 Illinois community college districts working to grow the green economy in the state. The network aims to build capacity in sustainability and transform education by connecting business/industry and educators to resources, curating information and tools, cultivating partnerships, and advocating for change. Led by IGEN, the goal of the “Expanding the Solar Workforce through the Illinois Community College System” project was to create and sustain a comprehensive, statewide strategy that equips education and training providers, workers, businesses, and communities with resources and tools to prepare a solar workforce. A cohort of five Illinois community colleges participated in the program based on their capacity and interest, as well as their potential for and proximity to industry growth in the state: City Colleges of Chicago, John A. Logan College, Kankakee Community College, Lewis and Clark Community College, and Lincoln Land Community College. The project had three Objectives, 1) Address an unmet need by increasing the pool of skilled solar workers, 2) Keep pace with evolving needs of the solar workforce by improving programs to be more accessible and industry-driven, 3) Strengthen IGEN’s capacity as a statewide resource for solar education, training, and workforce initiatives. Overall, over 400 students were trained in solar installation practices, with over 40 businesses engaged. Additionally. the project spurred a number of innovations and the development of effective practices related to establishing and maintaining a solar installation program at a community college. This project sought to identify effective and scalable practices for developing a solar installation program which included the following components: enrolling students into aligned programs; developing curriculum and courses which meet industry needs; placing students in solar installation or related employment; and sustaining programming past grant funding. Through this project- IGEN was able to identify critical components of a solar installation program. Detailed further in this report these components describe 1) Necessary conditions for establishing a solar installation program, 2) Program structures use cases for different contexts, 3) Effective practices related to student pipeline development and program throughout. As a result of this project- all five participating community colleges have expressed support for continuing to offer solar installation training to their students. Additionally, three nonparticipating colleges in IGEN have expressed interest in adopting practice, courses, or curriculum developed through this program. IGEN has also committed to making the curriculum, course structure and other materials available on their website for accelerated adoption of effective practices both state and nationwide.

14 SOLAR ENERGY↗

DOE OSTI2021

Idaho Cyber Heroes: Helping Individuals Navigate Career Pathways in Cybersecurity

In 2019, there was a shortage of 3.5 million qualified cybersecurity professionals. Cyberattacks are ever on the rise, making it increasingly important these positions be filled quickly. The purpose of this research, as part of the Idaho Cyber Research Project, was to use information collected from open-source materials to depict the career path issues in cybersecurity for individuals. Interviews with professionals from various industry sectors in Idaho also influenced the course of our research. Early research revealed that one of the main problems is an unclear career path for individuals wanting to enter the cybersecurity workforce. Unclear pathways are defined by of a lack of awareness about a career field, uncertainty surrounding the knowledge and skills taught in college due to a lack of standardization between institutions, high qualification standards in hiring, and a lack of diverse representation in the cybersecurity workforce. Additionally, a platform called CyberKnights was assessed as it applies to the individual and their pathway. However, CyberKnights is not the only solution to this problem, and further research is needed to identify additional solutions.

97 MATHEMATICS AND COMPUTING↗

DOE OSTI2024

Inventory of Clean Energy Education and Workforce Programs in Connecticut's I-91 Corridor

This document reports on the findings of an inventory of the educational and workforce development resources in a four-county area on the I-91 corridor in Connecticut. The overarching goal of this exercise is to help the local workforce leaders in Bridgeport, Connecticut to optimize their training programs to support the county's clean energy transition. The inventory generally finds that Fairfield County, where Bridgeport is located, lacks adequate education and training programs compared to other surrounding counties with similar populations. More than half of Fairfield County's programs occur through high school or career technical education programs, suggesting that there are minimal opportunities for workers who are not currently high school students. Much of the existing focus within Fairfield County is on general construction or plumbing and electrical skills. There is room to expand by offering more programs focusing on energy efficiency and renewable energy skills. The document outlines some potential next steps and questions for consideration for the local workforce leaders in Bridgeport. Bridgeport is a city located within Fairfield County in southwestern Connecticut. It is the largest city in Connecticut with an estimated population of 150,000. Through the Department of Energy-funded Communities LEAP program, NREL conducted an analysis of existing education and workforce development (EWD) programs located in Fairfield County that align with (or could support) the worker pipeline for occupations related to building energy efficiency (EE), renewable energy (RE), and clean energy manufacturing. The analysis also looked at EWD offerings in other counties in Connecticut as a point of comparison.

29 ENERGY PLANNING, POLICY, AND ECONOMY↗

DOE OSTI2026

LDRD FY25 Program Overview

As Lawrence Livermore National Laboratory’s (LLNL’s) Laboratory Directed Research and Development (LDRD) program enters its fifth decade of leading-edge research and development, its impact and importance have never been stronger. The program continues to advance strategic investments in pioneering science, technology, and engineering, ensuring LLNL will be ready to deliver on our mission as it evolves over the coming decades. Investing in LDRD research, and the people who perform this critical work, gives LLNL the ability to sustain our role as a leader in the Department of Energy and National Nuclear Security Administration enterprise. The LDRD program enables high-risk, high-payoff research that anticipates emerging threats and future mission needs. By nurturing the ingenuity of the Lab’s greatest asset, its people, LDRD funding advances not only our research but also grows and nurtures our workforce: engaging future innovators with student mentoring, challenging postdoctoral researchers to apply their skills to support national security, and strengthening the leadership skills of early career staff. This annual report documents how LDRD investments advance LLNL’s science, technology, and engineering across our mission space. To assess LDRD’s impact we track both short and long-term metrics such as peer-reviewed publications, number of students, or professional fellows. In addition to reviewing these metrics, I encourage you to delve deeper into the breadth of science and technology that illustrate the strategic value of this research portfolio. For instance, a recent exploratory research project used advanced manufacturing to construct miniaturized three-dimensional ion traps for a quantum computer with reduced quantum error rates to enable applications that address national security missions and support basic science. Another project has delved into studying detonation by examining deflagration to enhance the safety and security of the nuclear weapons stockpile. LDRD researchers are also deploying AI agents on two of the world’s most powerful supercomputers to automate and accelerate inertial confinement fusion experiments. Other teams are delivering more accurate optical constants to enable improved validation for aluminum to advance atomic and molecular physics models. LDRD-driven discoveries of how metals deform under extreme conditions strengthen our ability to model and design materials for demanding national security environments. National security challenges are increasingly complex and continuously evolving. LDRD focuses our most innovative science and technology on these challenges, ensuring the Laboratory is developing creative, forward-leaning solutions for our nation and the world. The following pages feature highlights of published scientific advances, patents, and honors that stem from LDRD investments. As you read this report, I hope you will understand how these investments position the Laboratory, and our partners, to meet the demands of the decades ahead.

36 MATERIALS SCIENCE↗

DOE OSTI2022

Strategies and Approaches for Developing Hands-On Training for Cold Climate Heat Pumps

The International Center for Appropriate and Sustainable Technology (ICAST) is in the process of implementing a program funded by the US Department of Energy (DOE) in which they are providing cold climate heat pump (CCHP) curriculum and training to HVAC workers, ranging from entry to experienced levels. They have coordinated with Santa Fe Community College (SFCC) to develop online curricula, and through their involvement with the DOE Better Buildings Workforce Accelerator, they requested technical assistance from the National Renewable Energy Laboratory (NREL) to help them develop programs that incorporate hands-on and on-the-job skills training and job placement services in coordination with local employers. This report offers a step-by step-overview of the process for developing a new workforce development and hands-on training program in a new region, outlining practices to help understand the market, and to effectively recruit, train, and connect people to HVAC jobs installing cold climate heat pumps.

32 ENERGY CONSERVATION, CONSUMPTION, AND UTILIZATI↗

DOE OSTI2026

U.S. Department of Energy Solar District Cup Collegiate Design Competition

The Solar District Cup is a multidisciplinary collegiate competition that challenges student teams to design and model standalone solar and solar-plus-storage systems for multiple buildings on a local electrical distribution network, such as a college campus, across a development, or in a district. Students learn cross-cutting skills that prepare them to become part of the next generation of the distributed energy workforce. Student teams act as renewable energy developers proposing to solar and solar-plus-storage system requests. Students, faculty, and prospective employers can benefit from knowing about this program and what students learn--either immediately as participants, mentors, or judges, or as potential employers of Solar District Cup alumni. RE+ is also one of our competition partners.

29 ENERGY PLANNING, POLICY, AND ECONOMY↗

DOE OSTI2025

Key insights from US Department of Energy Better Plants workforce development bootcamps (2022–2025)

This study examines the effectiveness of the US Department of Energy’s Better Plants Program Bootcamps, which are designed to enhance participants’ technical skills in improving energy efficiency and optimizing operations in manufacturing facilities. Through the analysis of survey data collected from 529 participants across 9 bootcamps, the research investigates the motivations, benefits, and demographic trends of attendees. The findings reveal that skill acquisition and improvement are primary drivers for participation, with key benefits including hands-on training on diagnostic equipment and software tools, networking opportunities, and access to technical resources. The analysis shows strong participation from sectors characterized by high energy consumption and employment, such as chemical and transportation equipment manufacturing. Over 50% of participants have job titles that include “EHS” or “Energy” showing their key roles in leading energy efficiency and energy management efforts in manufacturing. Furthermore, the analysis highlights the distribution of participants across managerial, engineering, and technical roles, revealing a higher representation of managers and engineers. This observation suggests a need for targeted outreach to engage technicians, equipment operators, maintenance staff, and floor workers to ensure comprehensive workforce development. The post-bootcamp survey showed that the participants highly valued the opportunities for peer learning and idea exchange, and the benefits they gained from them. This research contributes to the advancement of manufacturing education by demonstrating the efficacy of specialized training in addressing critical industry challenges and fostering a more competent and empowered workforce.

Energy efficiency↗

DOE OSTI2024

Towards a Workforce Roadmap for Distributed Wind: Phase 1 - Identifying Needs and Barriers

Despite recent policy, research efforts, and resources available for utility-scale and offshore wind workforce development, the distributed wind (DW) industry has yet to make similar advances to address its workforce challenges. This report initiates the phased development of a DW workforce roadmap to provide a foundation for roadmap development. Phase 1, contained in this report, uses desk-based research on clean energy workforce approaches and a DW interested-party survey to discuss needs and barriers hindering the workforce from expanding. Findings are summarized into goals and solutions for Phase 2 of roadmap development, which identifies actors responsible for implementing solutions identified in Phase 1. Phase 1 results suggest that the sector's small size and limited growth motivate the short-term need for skilled workers or candidates with well-rounded and multifaceted abilities. Long-term expansion plans must diversify positions while capitalizing on existing utility-scale wind and offshore workforce efforts, as well as other renewable sector best practices where possible. The findings in this report can advance workforce development in the DW sector by aligning interested industry parties around common goals to address challenges. Training providers, installers, operators, manufacturers, federal agencies, national laboratories, academic partners, and labor unions can utilize the findings to help promote sustainable growth of the DW sector.

17 WIND ENERGY↗

DOE OSTI2025

Establishment of a Nationwide Plasma Science and Fusion Energy Certification and Apprenticeship Programs

Here we propose the establishment of a national Plasma Science and Fusion Energy training program that will combine professional development certification courses with hands-on apprenticeship opportunities. The program should be developed by a collaboration of stakeholders (academia, national laboratories, and industry) and should offer pathways for students from community colleges (CCs), minority-serving institutions (MSIs), high school graduates, and veterans. We argue that certification courses offer fast and flexible discipline-specific education that can be rapidly translated into marketable skills through hands-on apprenticeship opportunities. Furthermore, we first list major findings and recommendations related to the fusion workforce and discuss how to address them through the establishment of the proposed training program. We then highlight the appropriateness of this format for engagement with CCs, MSIs, high schools, and veteran employment services. In the final section, we provide a strategy for the establishment of the program, along with a tentative timeline and projected costs.

Certification↗

DOE OSTI2024

Final Report on the 2023 LaserNetUS Annual Meeting

LaserNetUS is a network of advanced laser facilities created by the Department of Energy Fusion Energy Sciences to provide greatly improved access to the most powerful lasers in North America. It is dedicated to the development of the high energy density physics workforce, especially the training and advancement of early career scientists. The network is helping to build a larger, better skilled and more diverse scientific community. The result of the work of LaserNetUS towards these goals was on display at the 2023 LaserNetUS Annual Meeting, held at the University of Maryland, College Park, Maryland on June 27-29, 2023 (Figure 1). The meeting had 216 participants, the largest sponsor/exhibitor participation of any LaserNetUS annual meeting, wide ranging plenary, invited, and contributed talks, a vigorous poster session, outreach to a diverse range of students, and two awards sessions.

70 PLASMA PHYSICS AND FUSION TECHNOLOGY↗

DOE OSTI2025

Two Project Concepts on Skills Matching for an Equitable Energy Transition

This is the final scientific/technical report for Two Project Concepts on Skills Matching for an Equitable Energy Transition. The primary objective of this research into skills matching is to aid in the development and implementation of locally tailored policies to support the US energy workforce as it transitions in the years ahead.

29 ENERGY PLANNING, POLICY, AND ECONOMY↗

DOE OSTI2022

Energy I-Corps Annual Report 2022

The U.S. Department of Energy Office of Technology Transitions is pleased to provide an update on the Energy I-Corps program. Now in its eighth year, Energy I-Corps addresses critical gaps in workforce development for our National Lab researchers. It provides meaningful real-world opportunities for the application of commercialization and entrepreneurial skills to DOE technologies. As of November 2022, 191 teams from 12 National Labs have participated in Energy I-Corps over the course of 15 cohorts and the pilot. Since its inception, Energy I-Corps participants have learned from more than 180 industry mentors and conducted over 13,600 discovery interviews with companies like: EPRI, Shell, Ford, World Bank, Breakthrough Energy, John Deere, Siemens Gamesa, Chevron, Eaton, Samsung, Lowes, Johns Manville, LEGO, U.S. Army, Trane, Tesla, GM, Dow Chemical, 3M, Whirlpool, GE, Home Depot, and Amazon. Over 20 teams have launched new businesses based on their Energy I-Corps technology. Post Energy I-Corps, technologies have attracted over $140M in post-program funding and executed over 75 licenses.

cohort↗

DOE OSTI2023

Wind Energy Accomplishments and Year-End Performance Report: Fiscal Year 2023

As the United States' largest source of renewable energy, wind is already playing a vital role in the nation's shift to electricity generated from sustainable resources. Scientists, engineers, and analysts at the U.S. Department of Energy's (DOE's) National Renewable Energy Laboratory (NREL) are propelling our country closer to this clean energy future with new efficient, reliable, and cost-competitive wind technologies and deployment strategies. In Fiscal Year 2023 (FY 2023), NREL received national acclaim for recent wind technology breakthroughs, applauded sustained decades of progress in wind energy research, and heralded new initiatives to support the next generation of wind development. This report and NREL's achievements of the last year set the stage for innovative research to come. Two NREL software innovations used to assess wind technology options were recognized with R&D 100 Awards. The Renewable Energy Potential (reV) model helps planners, developers, and researchers calculate wind energy capacity, generation, and cost for specific facilities, fleets and scenarios. NREL's Simulation and Emulation for Advanced Systems validates transmission and distribution solutions to minimize implementation risks. Both of these tools can be applied to a range of renewable solutions to cut costs and improve the reliability of systems in even the most remote locations. The laboratory commemorated landmark anniversaries for wind energy research facilities and programs managed by NREL. The National Wind Technology Center (NWTC) celebrated 30 years as a world-class hub for renewable energy research. An important component of the NWTC on NREL's Flatirons Campus, the one-of-a-kind 7-megawatt (MW) Controllable Grid Interface wind energy research apparatus, turned 10 this year. The Collegiate Wind Competition completed its tenth annual competition in May 2023. Six years after the grand challenges in wind energy science were first compiled, NREL brought together more than 100 wind energy experts from 15 countries to revisit the field's most pressing research needs. Other key new research initiatives examined ways to simultaneously address the needs for skilled wind energy workers and equitable job opportunities. NREL released the first national-level report evaluating offshore wind industry workforce gaps and ways to build a large, diverse pool of job candidates. The lab also co-hosted the International Partnering Forum's Offshore Wind Workforce Summit as part of its ongoing efforts to address the special challenges of that industry sector. NREL research and development (R&D) for the DOE Wind Energy Technologies Office (WETO) continues to build momentum in its efforts to combat climate change, create clean energy jobs, and promote energy justice. This report provides more detail on these top achievements and other accomplishments made by NREL and its partners during FY 2023 (between Oct. 1, 2022, and Sept. 30, 2023).

accomplishments↗

DOE OSTI2026

Studies in Nuclear and Nucleon Structure, and Neutrino Physics

We have provided training to students in skill sets relevant to job placement in areas of national needs. These trainings are tuned towards placing graduating students in the workforce related to sciences at national laboratories, national security, information systems, and data sciences. The support for undergraduate students will address the academic retention shortfalls by providing opportunities in mentored research experiences.

72 PHYSICS OF ELEMENTARY PARTICLES AND FIELDS↗

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 OSTI2020

Solar Ready Vets: Recruiting and Retaining Military Talent in the Solar Workforce

The solar industry stands to benefit from a more diverse, robust and resilient workforce as we continue to emerge from COVID19 disruptions and expand our industry’s role as a mainstream part of the American energy sector. Veterans and transitioning service members have strong leadership experience and critical thinking skills that make them outstanding candidates for solar careers in today’s fast-changing world. This session will inform solar companies about how they can engage with the U.S. Department of Energy funded Solar Ready Vets Network and the Solar Ready Vets Corporate Fellowship Program, which are expanding and strengthening a nationwide pipeline of transitioning military service members and veterans into technical and leadership roles in the American solar workforce.

14 SOLAR ENERGY↗