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NASA NTRSDate not supplied

Orion SysML Model, Digital Twin, and Lessons Learned for Artemis I

In 2015 it was recognized by NASA’s Orion Chief Engineer that NASA’s design insight into the Orion subsystems for Artemis I were not sufficient to provide traditional engineering support to flight operations. To address these concerns and provide an opportunity to apply emerging model-based systems engineering and digital twin methodologies and provide opportunities for employees across NASA to get hands-on training, an Orion digital twin pilot project was initiated in 2020. With the increase in complexities of spacecraft, and decreased time to made decisions during missions in critical or emergency situations, digital modeling and integration of design can reduce the time to answer questions by days and required human resources by an order of magnitude over historical approaches and was identified to be critical capability for NASA’s future. This paper describes the genesis of this digital twin pilot project, efforts undertaken, a reproducible methodology to take available system information from a mature program to create an executable SysML model that supports a link to unit-specific data, thus forming a connection to the physical asset, and associated lessons learned and project deliverables.

MBSE↗
NASA NTRS1997

School Science Comes Alive

Phase 3 of the School Science Comes Alive Program (S(sup 2)CAP) created an exciting, science - enrichment experience for third, fourth and fifth graders and their teachers and enhanced the science-teaching skills of teacher teams at each of four participating elementary schools on Virginia's Peninsula. The schools involved enroll a majority of Black students, many of whom are from economically disadvantaged households. Designed to build on the highly successful S(sup 2)CAP program of the preceding two years, this project brought college faculty together with classroom teachers and trained volunteers in a cooperative effort to make a lasting difference in the quality of science education at the four schools. In total, this program touched approximately 1000 the school children, more than half of whom are black, giving them direct and indirect exposure to the spirit of inquiry and adventure of the world-wide science community. In S(sup 2)CAP Phase 3, a large measure of responsibility was placed on the classroom teachers, thus creating a more sustainable partnership between college faculty and grade school teacher. Our college physics professors coached and supported teams of teachers from each school at intensive training workshops. A volunteer program provided each teacher with one or more trained volunteers to assist in class with the hands-on activities that have been central to the S2CAP program. Most of the equipment for these activities was constructed during the workshops by the teachers and volunteers from low cost materials provided by the program. Two types of volunteers were enlisted: science smart black college students and technically trained retirees (many of whom are ex-NASA employees). One goal of this program was to increase the numbers of minority students who see science as an interesting and exciting subject, to make the science period a time which students look forward to in the school day. Such an attitude is expected to translate naturally into a higher interest in science and engineering as a career for these students. A second goal was to create a sustainable improvement in the way science is taught at the elementary level. By the end of the program we expected that our teachers would be significantly more self reliant in using hands-on-activities as a part of their science curricula than they were prior to their involvement with S2CAP. In summary, S2CAP Phase 3 offered intensive training workshops for teachers and supporting volunteers followed by stimulating hands-on activities in the classroom for the children. These components combined to amplify the experience, enthusiasm, and ideas of our scientists in a way that complements the normal elementary school curriculum in each of the two school systems involved.

Hartline, Frederick F.↗
NASA NTRS1994

Upward appraisal as a means for improving supervisory performance and promoting process improvement, with long-term implications for organizational change

This study represents the implementation phase of an organizational development project which was initiated last year in the Management Support Division (MSD) at Langley Research Center to diagnose organizational functioning. As a result of MSD survey data from last year's effort, a Quality Action Team was created to address the responses compiled from the MSD Organizational Assessment Questionnaire and Follow-Up Questionnaire. The team was officially named the MSD Employee Relations Improvement Team (MERIT). MERIT's goal was to analyze major concerns generated by the questionnaires and to present feasible solutions to management which would improve supervisory performance, promote process improvement; and ultimately, lead to a better organization. The team met weekly and was very disciplined in following guidelines needed to ensure a fully functioning team. Several TQM tools were used during the team process, including brainstorming and the cause and effect diagram. One of the products produced by MERIT was a 'report card', more formally known as an upward appraisal system, to evaluate supervisory performance in the division office, its three branches, and in teams. Major areas of emphasis on the 47 item report card were those identified by employees through the previously administered questionnaires as needing to be improved; specifically, training, recognition, teamwork, supervision and leadership, and communication. MERIT created an enlarged and modified version of the report card which enabled scores for each individual supervisor to be recorded on a separate form, along with summary results and employee comments. Report card results have been compiled and fed back to the Division Chief and Assistant Division Chief. These individuals will in turn, feed the results back to the remaining supervisors and the team leaders. Although results differ among supervisors, some similarities exist. Communication generally appears to be adequate, which represents an improvement over last year. In contrast, recognition and teamwork are the two major areas where improvement in supervisory performance seems to be most needed. The initial report card results will serve as a baseline against which future performance ratings will be compared. Once supervisors have been presented with their data and given an opportunity to analyze and discus the results, they will be assisted in developing an action plan for improving their performance and work processes. They will be provided with ongoing support from management in following through with the action plan.

Siegfeldt, Denise V.↗
NASA NTRS1999

Employee Assistance Program Issues

Employee Assistance Program (EAP) officers, as well as personnel in other disciplines from eight NASA Centers, attended this breakout session. Ms. Brenda Blair, MA, CEAP, a guest speaker at the conference, also attended as a consultant. Representatives from the NASA Centers introduced themselves and spoke briefly about their programs. In a discussion related to the conference theme on benchmarking, quality control issues within the EAP community and adequate documentation of cases were addressed. Disposition and provision for quality assurance checks for EAP providers in single person offices were also discussed. Ms. Blair presented methods for consulting with other NASA personnel in single person EAP offices as a quality control measure. EAP intervention in critical incidents was discussed. The question of whether EAP assistance is an asset or a potential liability in those situations was addressed. Suggestions were made of topics for future EAP video-teleconference topics. A program on EAP ethics was planned for a September video teleconference. Each person was asked to provide intake forms they use to Mr. Gettleman or Ms. Blair. Ms. Blair said she would review the forms to ensure that adequate notification is provided to the client for confidentiality. She would also review them to ensure they have adequate limits of confidentiality--a topic for future video teleconferencing. Mr. Gettleman described the NASA initiative to reduce stresses in the workplace, and the activities of an ad-hoc EAP group that will make recommendations to NASA senior management. Alternative training methods were discussed for reaching target audiences such as employees at risk, supervisors, and others. Pfc. David A. Pendleton, Victim Assistance Coordinator, U.S. Capitol Police. U.S. House of Representatives made a special presentation. Pfc. Pendleton was on duty during the tragic shooting of two Federal guards at the U.S. Capitol. He related the events immediately after the incident. He described the nature and structure of the EAP's and the separate nature of the House and Senate programs. This episode was a particularly difficult situation as large numbers of tourists were involved. William S. Barry, MD, the new Manager of the NASA Occupational Health Program Office was introduced to those attending the breakout session.

Gettleman, Alan G.↗
NASA NTRS1990

NASA Headquarters training catalog

The NASA Headquarters training catalog is a comprehensive listing of all educational and employee development programs. This course catalog contains descriptions of course content, objectives, target audience, prerequisites, length of course, approximate number of times the course is offered per year, and cost of the course. Curriculum areas include graduate and undergraduate academic study; professional development program; and executive management, senior management, and supervisory development programs. Secretarial/clerical and general computer skills programs are also included.

Source record↗
NASA NTRS2007

Emergency Preparedness for Catastrophic Events at Small and Medium Sized Airports: Lacking or Not?

The implementation of security methods and processes in general has had a decisive impact on the aviation industry. However, efforts to effectively coordinate varied aspects of security protocols between agencies and general aviation components have not been adequately addressed. Whether or not overall security issues, especially with regard to planning for catastrophic terrorist events, have been neglected at the nation's smaller airports is the main topic of this paper. For perspective, the term general aviation is generally accepted to include all flying except for military and scheduled airline operations. Genera aviation makes up more than 1 percent of the U.S. Gross Domestic Product and supports almost 1.3 mission high-skilled jobs in professional services and manufacturing and hence is an important component of the aviation industry (AOPA, n.d.). In both conceptual and practical terms, this paper argues for the proactive management of security planning and repeated security awareness training from both an individual and an organizational perspective within the general aviation venue. The results of a research project incorporating survey data from general aviation and small commercial airport managers as well as Transportation Security Administration (TSA) employees are reported. Survey findings suggest that miscommunication does take place on different organizational levels and that between TSA employees and airport management interaction can be contentious and cooperation diminished. The importance of organizational training for decreasing conflict and increasing security and preparedness is discussed as a primary implication.

Sweet, Kathleen M.↗
NASA NTRS1993

Design and implementation of a pilot orientation program for new NASA engineering employees

This paper describes the design and field testing of an orientation program for new employees of NASA Lewis Research Center's Engineering Directorate. A group of new employees designed the program using a series of TQM analysis techniques. The program objectives were: provide consistent treatment for new employees; assist management and clerical staff with their responsibility for orientation; introduce the employee to as many facets of the organization as possible; allow the employee to feel like a member of the organization as early as possible; maximize the use of existing services; and use up-to-date information. The major aspects of the program included: training of management and clerical staff; lab tours and briefings describing the organization; shepherding, using senior employees as shepherds; a handbook of information about the center and the directorate; a package of information about northeast Ohio; and social activities involving the new employees and shepherds. The program was tested on a pilot group of six new employees over a four month period and was considered to be highly successful by both the employees and management. Aspects of the program have subsequently been adopted for center-wide use.

Graham, Ronald E.↗
DOE OSTI2024

Industrial Assessment Center

Established in 1990, San Diego State University’s (SDSU) Industrial Assessment Center (IAC) is proud of its years of service. During this period, it has served over 620 small and medium-sized manufacturing plants in Southern California. SDSU/IAC’s efforts to transfer state-of-the-art technologies to industry have increased revenues, cultivated creativity, improved energy efficiencies, and benefited the environment. The Center has contributed to the region's economic growth and stability by assisting small and medium size companies to better compete in the global market. It has helped mitigate climate change by reducing greenhouse gas emissions. IAC activities have fostered productive relationships between the University and local industry, assisted industrial sectors to improve their energy efficiency and enhance their manufacturing productivity, in turn impacting the material and working conditions of their employees. In addition to financial savings and environmental benefits, we have trained tens of students who became energy specialists in various companies. Thus, a substantial benefit of the IAC has been the ongoing training of engineering faculty and students. All IAC graduates were offered jobs before or within weeks of their graduation. The activities of the SDSU/IAC have expanded the institutional expertise of the College and improved the knowledge base of the faculties involved leading to several related publications, master’s theses, and senior student projects. Significant number of peer-reviewed publications of the IAC director at SDSU have greatly benefitted from the experience of the Center. As a result of this extensive exposure to manufacturing processes, the SDSU/IAC has grown to be an integral component of SDSU’s engineering research and training. We have successfully built upon these established achievements and academic excellence. IAC service to industry is particularly vital in Southern California, a region with one of the highest manufacturing concentrations in the country. SDSU/IAC has understood and implemented the overall objectives of DOE’s IAC program and guidelines except for the pandemic years when the country’s manufacturing sector was put in dire stress. In addition to student training and service to industry, IAC’s contribution to state and local governments as well as utility companies to assess energy policies and design rebate and incentive strategies cannot be undermined.

32 ENERGY CONSERVATION, CONSUMPTION, AND UTILIZATI↗
NASA NTRS2022

Increasing Cognitive Reserve with Software - Pilot (ICARUS-Pilot)

The ICARUS-Pilot study sought to quantify and assess the potential benefit of using commercial-off-the-shelf (COTS) cognitive training software to improve cognitive performance in an astronaut-like terrestrial population. Five volunteer research subjects were recruited from the JSC employee population to mimic characteristics of the NASA astronaut population (age, education/discipline). Subject cognitive performance was assessed before and after executing eighteen sessions of remote cognitive training using six exercises within an adaptive app-based COTS software package (BrainHQ, Posit Science) on study-provided tablets. Pre- and post-training cognitive performance was measured using internal BrainHQ assessments as well as Cognition Test Battery (CTB), an independent software test developed specifically for NASA and used currently in research studies on astronauts. BrainHQ exercises were posited to map well or partially to several CTB sub-tests. Subjects provided feedback on their study experience formally via survey at the conclusion of testing and informally throughout the study if they encountered issues.

cognitive training↗
NASA NTRS2017

Space Exploration

New range Passage Tomb may be the first structure with known astronomical significance. It was built around 3,200 B.C. in Ireland. It's central passage allows light end-to-end for about 2 weeks around winter solstice. The Sun, Moon, Planets, and Stars held significance in early times due to the seasons, significance for food crops, and mythology. Citation: Corel Photography and Windows to the Universe The Greek may be among the first to pursue analytical interpretations of what they saw in the sky. In about 280 B.C. Aristarchus suggested Earth revolves around the Sun and estimated the distance between. Around 130 B.C. Hipparchus developed the first accurate star map. Today still seek to understand how the universe formed and how we came to be and are we alone. Understanding the causes and consequences of climate change using advanced space missions with major Earth science and applications research. center dotFire the public imagination and inspire students to pursue STEM fields. Train college and graduate students to create a U.S. technical workforce with employees that embody the values of competence, innovation, and service. center dotDrive the technical innovations that enable exploration and become the engine of National economic growth. center dotPartner domestically and internationally to leverage resources to extend the reach of research.

space↗
NASA NTRSDate not supplied

Increasing Cognitive Ability/Reserve Using Software – Pilot (ICARUS-Pilot)

BACKGROUND This research study was competitively awarded under the 2022 JSC Innovation Charge Account (ICA) program administered by NASA Johnson Space Center’s Joint Technology Working Group. Study period of performance was May through September 2022, with a maximum allowed procurement budget of $10K. The study sought to quantify and assess the potential benefit of using commercial-off-the-shelf (COTS) cognitive training software to improve cognitive performance in an astronaut-like terrestrial population. METHODS Five volunteer research participants were recruited from the JSC employee population to mimic certain demographic characteristics of the NASA astronaut population (age, education/discipline). Participant cognitive performance was assessed before and after executing eighteen sessions of remote cognitive training executed nominally three times per week using six exercises within an adaptive app-based COTS software package (BrainHQ, Posit Science) on study-provided tablets. Pre- and post-training cognitive performance was measured using internal assessments in BrainHQ as well as Cognition Test Battery (CTB) version ISS B01 v3 (3.0.9-201710021500), an independent software test developed specifically for NASA and used currently in research studies on astronauts. BrainHQ exercises were posited to map well or partially to several CTB sub-tests. Participants provided feedback on their study experience formally via semi-structured interview at the conclusion of testing and informally throughout the study if they encountered issues. RESULTS The enrolled ICARUS-Pilot study participants generally matched Artemis crew demographic characteristics. Four of five participants have completed study training and assessment activities as of the writing of this abstract. These test participants complied well with desired training session frequency and duration yielding an average cumulative active training duration of 15 hours over an average of 45 days; participants showed 78% average improvement in metric performance for the six trained exercises, with an associated overall 33%ile ranking increase against performance of the entire BrainHQ subscribing population for internal pre/post assessment, agreeing with post-study survey self-reported performance increases. CTB overall feedback scoring, not corrected for learning effects, showed an average of 19% performance improvement across its 10 performance measures over the training period for the completed participants. Detailed analyses will be conducted once participant data collection for the study is complete and the resulting dataset is fully populated. DISCUSSION These preliminary results provide a positive trend for the effectiveness of the training approach, but further analysis will be needed to establish significance, investigate far transfer, and suggest the needed participant pool size for subsequent efforts to achieve statistically significant outcomes given similar results. The pilot study has already been helpful by allowing the study team to learn a great deal about the capabilities and limitations of the COTS software package that will be reflected in future proposals along with revised timelines for study execution and test participant management. From participant feedback, one common thread regarding the COTS training was that it felt overly repetitive – future proposals should reassess overall training duration, available levels for each trained exercise, and the behavior of the BrainHQ internal scheduler in determining which exercises should be trained and for how long. If the final analysis of this feasibility study ultimately supports it, the study team will recommend further investigation to fully evaluate this potential countermeasure and optimize its implementation. Future proposals would cite this feasibility study’s outcome and would seek to refine the training protocol and obtain statistically significant results for cognitive performance increases as well as retention data.

cognitive training↗
NASA NTRSDate not supplied

Increasing Cognitive Ability/Reserve Using Software – Pilot (ICARUS-Pilot)

Background: This research study was competitively awarded under the 2022 JSC Innovation Charge Account (ICA) program administered by NASA Johnson Space Center’s Joint Technology Working Group. Study period of performance was May through September 2022, with a maximum allowed procurement budget of $10K. The study sought to quantify and assess the potential benefit of using commercial-off-the-shelf (COTS) cognitive training software to improve cognitive performance in an astronaut-like terrestrial population. Methods: Five volunteer research participants were recruited from the JSC employee population to mimic certain demographic characteristics of the NASA astronaut population (age, education/discipline). Participant cognitive performance was assessed before and after executing eighteen sessions of remote cognitive training executed nominally three times per week using six exercises within an adaptive app-based COTS software package (BrainHQ, Posit Science) on study-provided tablets. Pre- and post-training cognitive performance was measured using internal assessments in BrainHQ as well as Cognition Test Battery (CTB) version ISS B01 v3 (3.0.9-201710021500), an independent software test developed specifically for NASA and used currently in research studies on astronauts. BrainHQ exercises were posited to map well or partially to several CTB sub-tests. Participants provided feedback on their study experience formally via semi-structured interview at the conclusion of testing and informally throughout the study if they encountered issues. Results: The enrolled ICARUS-Pilot study participants generally matched Artemis crew demographic characteristics. Four of five participants have completed study training and assessment activities as of the writing of this abstract. These test participants complied well with desired training session frequency and duration yielding an average cumulative active training duration of 15 hours over an average of 45 days; participants showed 78% average improvement in metric performance for the six trained exercises, with an associated overall 33%ile ranking increase against performance of the entire BrainHQ subscribing population for internal pre/post assessment, agreeing with post-study survey self-reported performance increases. CTB overall feedback scoring, not corrected for learning effects, showed an average of 19% performance improvement across its 10 performance measures over the training period for the completed participants. Detailed analyses will be conducted once participant data collection for the study is complete and the resulting dataset is fully populated. Discussion: These preliminary results provide a positive trend for the effectiveness of the training approach, but further analysis will be needed to establish significance, investigate far transfer, and suggest the needed participant pool size for subsequent efforts to achieve statistically significant outcomes given similar results. The pilot study has already been helpful by allowing the study team to learn a great deal about the capabilities and limitations of the COTS software package that will be reflected in future proposals along with revised timelines for study execution and test participant management. From participant feedback, one common thread regarding the COTS training was that it felt overly repetitive – future proposals should reassess overall training duration, available levels for each trained exercise, and the behavior of the BrainHQ internal scheduler in determining which exercises should be trained and for how long. If the final analysis of this feasibility study ultimately supports it, the study team will recommend further investigation to fully evaluate this potential countermeasure and optimize its implementation. Future proposals would cite this feasibility study’s outcome and would seek to refine the training protocol and obtain statistically significant results for cognitive performance increases as well as retention data.

cognitive training↗
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↗
NASA NTRS2009

Low Cost Rapid Response Spacecraft, (LCRRS): A Research Project in Low Cost Spacecraft Design and Fabrication in a Rapid Prototyping Environment

The Low Cost Rapid Response Spacecraft (LCRRS) is an ongoing research development project at NASA Ames Research Center (ARC), Moffett Field, California. The prototype spacecraft, called Cost Optimized Test for Spacecraft Avionics and Technologies (COTSAT) is the first of what could potentially be a series of rapidly produced low-cost satellites. COTSAT has a target launch date of March 2009 on a SpaceX Falcon 9 launch vehicle. The LCRRS research system design incorporates use of COTS (Commercial Off The Shelf), MOTS (Modified Off The Shelf), and GOTS (Government Off The Shelf) hardware for a remote sensing satellite. The design concept was baselined to support a 0.5 meter Ritchey-Chretien telescope payload. This telescope and camera system is expected to achieve 1.5 meter/pixel resolution. The COTSAT team is investigating the possibility of building a fully functional spacecraft for $500,000 parts and $2,000,000 labor. Cost is dramatically reduced by using a sealed container, housing the bus and payload subsystems. Some electrical and RF designs were improved/upgraded from GeneSat-1 heritage systems. The project began in January 2007 and has yielded two functional test platforms. It is expected that a flight-qualified unit will be finished in December 2008. Flight quality controls are in place on the parts and materials used in this development with the aim of using them to finish a proto-flight satellite. For LEO missions the team is targeting a mission class requiring a minimum of six months lifetime or more. The system architecture incorporates several design features required by high reliability missions. This allows for a true skunk works environment to rapidly progress toward a flight design. Engineering and fabrication is primarily done in-house at NASA Ames with flight certifications on materials. The team currently employs seven Full Time Equivalent employees. The success of COTSATs small team in this effort can be attributed to highly cross trained engineering team. The engineers on the team are capable of functioning in two to three engineering disciplines which allows highly efficient interdisciplinary engineering collaboration. NASA Ames is actively proposing mission concepts to use the COTSAT platform to accomplish science. If the COTSAT team validates this approach, it will allow the possibility for remote sensing missions to produce a high science yield for minimal cost and reduced schedule. Another aim of this approach is to yield an accelerated pathway from a Phase A study to mission launch. Leaders in the aerospace industry have shown interest in this methodology. Several visits and tours have been given in the lab. Although the concept of low-cost development is initially met with skepticism from some within the prohibitive aerospace industry, the project's efforts have been highly praised for the accomplishments met within a limited time and budget. Overall the development has progressed tremendously well and the team is answering critical questions for current and future low-cost small satellite developments. COTSAT subsystems are not limited to a specific weight class and could be adapted to produce smaller platforms and to fit various launch vehicles.

Spremo, Stevan↗
NASA NTRS2012

Lean for Government: Eliminating the Seven Wastes

With shrinking budgets and a slow economy, it is becoming increasingly important for all government agencies to become more efficient. Citizens expect and deserve efficient and effective services from federal, state and local government agencies. One of the best methods to improve efficiency and eliminate waste is to institute the business process improvement methodologies known collectively as Lean; however, with reduced budgets, it may not be possible to train everyone in Lean or to engage the services of a trained consultant. It is possible, however, to raise awareness of the "Seven Wastes" of Lean in each employee, and encourage them to identify areas for improvement. Management commitment is vital to the success of these initiatives, and it is also important to develop the right metrics that will track the success of these changes.

Shepherd, Christena C.↗
DOE OSTI2025

Muckleshoot Indian Tribe-Energy Deployment (MITED) Project

The Muckleshoot Indian Tribe (MIT) collaborated with our Project Partner, GRID Alternatives (GRID), to install 132 kilowatts of direct current (kW-DC) of rooftop solar on three Tribal facilities. The three facilities are the Tribe’s Youth Drop-In Center, Canoe Shed, and Water Treatment Facility. The solar PV systems were originally anticipated to offset approximately 45% of the aggregate annual electricity usage of the three buildings. A major aspect of the MIT-ED project was providing hands-on paid training to five Muckleshoot Building Maintenance workers in solar PV installations, operations, and maintenance. The scope of work aligns with the Tribe’s goals of building local capacity and providing real world work experience and potential career opportunities in solar PV to its citizens. The Building Maintenance Department committed five of its current FTE employees to the project. GRID provided guidance for the MIT project team on identifying paid trainees as well as end goals of skill development through training, including a long-term Operations and Maintenance (O&M) plan tailored to the Tribe’s goals of local capacity building and stewardship of natural resources.

14 SOLAR ENERGY↗
NASA NTRS1993

Program/project management resource lists

The Program/Project Management Collection at NASA Headquarters Library is part of a larger initiative by the Training and Development Division, Code FT, NASA Headquarters. The collection is being developed to support the Program/Project Management Initiative which includes the training of NASA managers. These PPM Resource Lists have proven to be a useful method of informing NASA employees nationwide about the subject coverage of the library collection. All resources included on the lists are available at or through NASA Headquarters Library. NASA employees at other Centers may request listed books through interlibrary loan, and listed articles by contacting me by phone, mail, or e-mail.

Source record↗
DOE OSTI2023

Improving Knowledge Base with Network Architecture Diagrams

In order to ensure Cyber Security Team (CST) has access to updated and in-depth information regarding Fermilab systems, capabilities, procedures, tools, and training, the CST created the Knowledge Base. This consists of a wealth of information for current and future CST employees to improve knowledge retention and transfer. The Knowledge Base, however, uses outdated network diagrams that lack many of the previous and upcoming changes to the architecture. For this reason, updated diagrams have been created to reflect the current position of the CST capabilities. By employing the knowledge learned at Fermi National Accelerator Laboratory, three diagrams have been created to highlight the current state of the CST’s operations and capabilities.

Blum, Ethan↗