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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 OSTI2022

RCT Training and Qualification

The RCT training program prepares Radiological Control Technicians to support the advancement of the laboratory’s mission objectives while ensuring the health and safety of the workforce and public from radiological hazards, utilizing a multi-disciplinary, hands-on approach. Currently located at the MESA complex within the University of New Mexico – Los Alamos Campus, the RP Training department has established an immersive training environment that simulates realistic work conditions in which RCTs may develop the fundamental knowledge and skills required to control radiological work across the Laboratory

61 RADIATION PROTECTION AND DOSIMETRY↗
DOE OSTI2025

Women in Nuclear Security: The United Arab Emirates Story

Historically in the United Arab Emirates, security personnel stationed at nuclear sites were typically men with military or policing backgrounds. Although these groups bring important, transferrable skills and experience to the nuclear security mission, some Emirati stakeholders recognize the increased benefit of a greater diversity of voices and backgrounds within the nuclear security team hierarchy. By recruiting from a wider range of disciplines and encouraging gender diversity, the security team could develop broader insight into security challenges, and a greater variety of perspectives could bring forth more innovative solutions. When aligning a diverse, multinational workforce with a common mission, all members of a security organization must fundamentally change their individual approaches to the work; the entire staff must be on the same page. This can be particularly challenging for some people who find it difficult to transition from a framework of beliefs because of past experiences based on prescriptive, exclusionary, hierarchical thought. Also, national cultural values are learned early, held deeply, and change slowly over the course of generations, and inherent biases rooted in these values can create barriers to the collective progress of a team. Creating a more open, diverse, and transparent culture for the team by accepting a unique, egalitarian, professional nuclear security culture that all members adhere to can be a challenging task for some. In this article, I share my experiences related to professional roadblocks, personal challenges, and lessons learned, particularly those regarding the empowerment of women in science and engineering, while developing and establishing the United Arab Emirates nuclear security program. I also discuss the support (and underrepresentation) of women, including those currently in critical leadership positions, and their careers in nuclear security.

Barakah Nuclear Power Plant↗
DOE OSTI2023

Installer Badges Toolkit and Visualization Resources

NREL staff (Jal Desai and Cory Chovanec) will introduce the U.S. Department of Energy Weatherization Assistance Program (DOE WAP) Installer Badges Toolkit. The presentation will cover topics such as how this toolkit can be customized and implemented in a program, the potential benefits of using the Badges, and lessons learned from other implementers. This session will also engage participants to share their experiences regarding their existing training and how they are bringing their workforce up to speed in their building envelope-related programs. The Installer Badges Toolkit consists of 25 Badges, each representing different energy efficiency tasks that an installer could perform on a home. Each Badge defines the desired outcome, criteria to verify the work, applicable material requirements, and references to DOE's Standard Work Specifications (SWS) or other relevant standards. Workers earn Badges by completing each task and receiving approval from a qualified supervisor. The Badges provide a consistent approach to training by ensuring that installers are learning the same skills nationwide. Organizations can also customize the Toolkit by choosing only those Badges that are relevant to their program. NREL staff will also showcase new visualization resources like the Single-family and manufactured home job aids and the Single-family 3D house tool.

ENERGY PLANNING, POLICY, AND ECONOMY↗
DOE OSTI2020

Tribal Renewable Energy: Bishop Paiute Tribe Youth Solar Job Training Development (Final Report)

This Project provided workshops and hands on opportunities for young tribal adults to gain education,training,and employment in the solar industry; including 1 youth to meet the eligibility requirements for the NABCEP Solar Installer Exam. 10 tribal youth, ages 16-24, attended workshops focused on learning solar fundamentals and then applied those learned skills to hands on training, installing solar on 2 tribal homes. GRID provided certificates authenticating their volunteer hours and skills learned. This program of youth training really excited the tribal leadership as well as the tribal youth. This opportunity was in alignment with the tribe’s Strategic Energy Plan, and supported tribal self-sufficiency, a path to economic development and for the youth it also represented the environmental stewardship the tribe believes in.

14 SOLAR ENERGY↗
DOE OSTI2023

National Solar Jobs Accelerator (Final Technical Report (FTR))

The aptitudes and experiences gained through military service—such as dynamic leadership, teamwork and critical thinking skills, technical specialization, and a mission-completion work ethic—make veterans exceptional candidates for a wide range of solar energy careers. The solar industry offers a highly collaborative and purpose-driven work environment that resonates with service members and veterans looking to rise to their next challenge, and solar employers are eager to tap into this valuable talent pool. From October 2019 - February 2023, The National Solar Jobs Accelerator (publicly the Solar Ready Vets Network TM (SRV Network; SRVN)) enhanced and streamlined options for military service members and veterans to pursue solar training, certification, and employment, while advancing solar employers’ efforts and capacity to invest in military talent as part of a long-term workforce development strategy. The SRVN was led by the Interstate Renewable Energy Council (IREC) in partnership with the Solar Energy Industries Association (SEIA), the US Chamber of Commerce Foundation’s Hiring Our Heroes program (HOH) and the North American Board of Certified Energy Practitioners (NABCEP). Through several direct-impact and indirect, high-impact capacity building initiatives aligned with six key objectives, the SRV Network strengthened solar career pathways, and promoted increased representation of military talent across all levels and sectors of the solar workforce. A work-based learning Corporate Fellowship model connected transitioning service members with on-the-job experience in leadership roles with solar employers nationwide. The project advanced broader veteran recruitment and talent development by expanding GI Bill eligibility and streamlining veterans’ pathways for solar training and credentialing, supported direct connections to jobs with top solar employers, and led coordination among key education and industry partners to advance registered apprenticeships aligned with solar career pathways. To ensure that the project best served the needs of all stakeholders, an Advisory Committee of military-connected solar professionals, solar employers, and training providers met biannually to guide project activities and sustainability plans. The project team engaged the broader “SRV Network” (comprised of over 2,000 veterans, employers and training organizations) through regular newsletters and targeted outreach to share resources, hiring fairs, webinars, and other opportunities for engagement. The work done under this award builds on the previous iterations of the Department of Energy’s Solar Ready Vets ® program. As the solar industry continues to grow rapidly over the next decade, the military community will continue to be a highly valuable source of talent. The relationships established and work accomplished through this project will have an enduring positive impact well beyond the funding period.

14 SOLAR ENERGY↗
DOE OSTI2025

Knowledge Transfer Program for International Nuclear Safeguards

Nuclear safeguards were first announced in 1945 by the U.S., Canadian and British governments as a means to exchange scientific information about peaceful uses of atomic energy and prevent the use of nuclear material for weapons. International nuclear safeguards, now under the provision of the International Atomic Energy Agency (IAEA), serves to hold accountable the 140 member countries (States) that have entered into treaties and agreements against the spread of nuclear weapons. Most notably, the IAEA acts as a nuclear materials inspectorate under the global Nuclear Non-Proliferation Treaty, brought about in 1968, that specifies commitments member States make to the world?s non-proliferation regime. The Office of International Nuclear Safeguards (OINS) is part of the National Nuclear Security Administration, a semi-autonomous agency within the U.S. Department of Energy. Within OINS, the Human Capital Development program recognizes the need to build workforce capacity and safeguards expertise. This includes supporting the education and training of younger generations working in international nuclear safeguards. One of the program?s main concerns is core competencies being lost to retirement or attrition and building knowledge retention pipelines from senior to new professionals. One identified core competency is knowledge gained by individuals who have completed IAEA assignments such as missions to member States to conduct safeguards inspections. Such individuals possess unique knowledge, and efforts are being put forth to effectively capture this knowledge within the national laboratories complex. To this end, we report findings from a one-year mentor-mentee knowledge retention program in which an international safeguards subject matter expert imparted knowledge and skills to a willing professional mentee. The knowledge and skills stem from the mentor?s multi-year assignment at the IAEA in Vienna, Austria.

98 - NUCLEAR DISARMAMENT, SAFEGUARDS, AND PHYSICAL↗
DOE OSTI2023

FY23 ION Based Approaches to Address Labor and Knowledge Retention

This study will seek to outline the current problem facing the nuclear industry related to staffing, training, and retaining the necessary workforce for long-term sustainability. A review of published reports and knowledge gained by working in the nuclear energy sector will form the basis for this scoping study. This study will not seek to draw any conclusions regarding the underlying causes of these personnel issues but will attempt to ask questions and help outline future research. The Integrated Operations for Nuclear business model provides opportunities to partially mitigate some of the current issues facing staffing the nuclear fleet. Upgrading safety and control systems from analog to digital as advocated by the Integrated Operations for Nuclear process allows the nuclear facility to compete for the best and brightest candidates and offers them a broad and sustainable career path where their skills can be valued and utilized in the broader industrial sectors. This study will seek to identify the primary reasons that the nuclear industry is facing this labor crisis and seek to identify possible solutions that will be fully evaluated in future research.

42 ENGINEERING↗
DOE OSTI2026

Cybersecurity Workforce Training for SMR Integration into Distribution Grids: A Competency Framework and Containerized Hands-On Lab for the SMR/DER/Microgrid Boundary

Small modular reactors (SMRs) and microreactors are entering the U.S. distribution grid as synchronous generation on feeders designed for loads and inverter-based distributed energy resources (DERs). No existing cybersecurity training program addresses this intersection of nuclear operations, DER management, and operational technology security. As subcontractor to Iowa State University on the CyDERMS Center, Argonne analyzed the relevant standards and training landscape, translated the resulting gaps into a twelve-objective competency framework across distribution-operator and graduate-analyst role tracks, and built a containerized training lab using a ∼400-bus composite grid model behind a realistically simulated Modbus TCP SCADA stack. The analysis isolates the balance-of-plant / energy-management-system (BOP/EMS) boundary as the critical jurisdictional seam where, as of March 2026, neither NRC nor NERC CIP cleanly claims cybersecurity responsibility for distribution-connected SMRs. The framework maps each objective across NIST CSF 2.0, ISA/IEC 62443, NIST NICE Task–Knowledge–Skill statements, and NRC RG 5.71 awareness-and-training controls. The training lab implements operator-recognition assessment scenarios spanning grid-side disturbances and telemetry-layer anomalies.

22 GENERAL STUDIES OF NUCLEAR REACTORS↗
DOE OSTI2023

AMES: MS and MENG in Advanced Manufacturing for Energy at the University of Connecticut (Final Technical Report)

The objective of the project is to develop and implement an advanced degree program (MS and MENG in Advanced Manufacturing for Energy Systems, AMES) responding to the long-term workforce and technology requirements of the nation’s advanced energy products manufacturing industry. The program provided an industry relevant research experience by leveraging existing energy (e.g. fuels, power electronics, electrochemical power sources) and advanced manufacturing (e.g. additive manufacturing, composites, sensing) research at UConn funded by federal and state agencies, and industry, as well as through our industry partnerships. The trainees have joined research teams, advised by faculty with relevant research interests and expertise and were co-advised by industrial mentors. The AMES program have developed a truly interdisciplinary curriculum, first graduate degree program at UConn School (now College) of Engineering not housed in an academic department, with concentrations focusing on various challenges in advanced manufacturing for energy systems, e.g. advanced materials and processing. The project also developed new courses focusing on common technical and professional skills, and integrated various components for an industry relevant training. The program has admitted 29 Master of Science (MS) students since inception in January 2019. Twenty six of these students were AMES fellows, who have received partial funding from DoE through this project. The program far exceeded the goal of admitting at least five new MS (with thesis) students. All students were required to complete a thesis (M.S.) or a capstone (M.Eng.) project that are defined in collaboration with industry partners to ensure industrial relevancy, addressing a current industrial challenges. Industrial mentors also participated in advising the students in their research. AMES fellows, in addition were also required to complete an industrial internship for further industrial experience.

36 MATERIALS SCIENCE↗
DOE OSTI2022

U.S. Department of Energy Solar Decathlon Competition Guide: 2022 Design Challenge and 2023 Build Challenge

The Solar Decathlon offers a unique experience that enables collegiate teams to develop critical career skills, learn from both national experts and peers, and gain valuable insights from world class thought leaders and mentors. Specifically, student teams are challenged to design and (if part of the Solar Decathlon Build Challenge) build highly energy-efficient buildings powered by renewable energy. Teams are evaluated on 10 measured contests, and the winning teams are those that best blend the topics of architectural and engineering excellence with innovation, market potential, building efficiency, smart energy production, and environmental justice.

Build Challenge↗
DOE OSTI2024

Wide Bandgap Generation (WBGen): Developing the Future Wide Bandgap Power Electronics Engineering Workforce

This Final Technical Report (FTR) summarizes the work conducted at the Center for Power Electronics Systems (CPES) under the Wide-Bandgap Generation (WBGen) fellowship and traineeship program established by the Advanced Manufacturing and Technologies Office (AMMTO) of the U.S. Department of Energy Office of Energy Efficiency and Renewable Energy (EERE) at Virginia Tech, which had as main objective to train the next generation of U.S. citizen power engineers with wide-bandgap (WBG) power semiconductor expertise, with the intent to aid in fulfilling the future workforce needs in this field. The latter was deemed of strategic importance given the fast-paced growth observed—and predicted—in the demand of this technical expertise, whose practitioners have become the enablers and executioners of the electrification transformation process that not just the U.S., but the whole world, is currently undergoing as it seeks for more effective and efficient ways to use energy. As such, the WBGen program set forth to achieve its educational goals, which in addition sought to broaden the range of WBG-based power electronics by conducting research and development on high-efficiency grid apparatus and high-efficiency electrical power systems, and to also enhance the power engineering curriculum by formalizing WBG-oriented design procedures replacing existent yet now obsolete design procedures developed for Silicon (Si) based power electronics. This effort led CPES to spearhead the development of a new major within The Bradley Electrical and Computer Engineering (ECE) Department at Virginia Tech, namely Electronic Power and Energy Systems (EPES), which coalesced power electronics and power systems courses to provide undergraduate students with a strong formation in the power engineering field, while creating a pipeline of graduate students that could pursue the WBG-based curriculum and conduct research at CPES. In all, in what is considered a true success, eight of the twenty WBGen fellows that graduated program were recruited from the ECE department undergraduate cohort. The traineeship emphasized as well, from its beginning, the partnership with industry and national laboratories, which took advantage of the successful industry consortium at CPES that has historically been formed by 80–90 power and energy companies working in close collaboration with the center. This gave WBGen fellows the accessibility and possibility to conduct internships at partner facilities during the summer months, focused solely on the evaluation, testing, and adoption of WBG devices, which were many times tightly related to their respective research work and plans. In addition, WBGen fellows conducted their main research work within the confines of research programs at CPES conducted with these industry partners, providing them with a unique opportunity to develop not just their technical expertise—while advancing their knowledge, but to also learn and practice a slew of skills needed for their professional growth. As such, the fellows tackled a variety of WBG-related research topics, from device reliability and capability aspects as well as packaging and integration, encompassing the use of advanced materials and new structures, current sharing challenges, and insulation systems, to advanced gate-drivers with integrated sensors and protection mechanisms and active current- and voltage-based control, to optimized layouts seeking to maximize the switching and power processing performance of these devices, to power processing solutions adopting Gallium-Nitride (GaN) and Silicon-Carbide (SiC) power semiconductors for a variety of applications; including radiation-hardened converters for space dc distribution systems, direct three-phase ac-to-ac power converters for aerospace systems, dc-ac inverters for automotive traction drives, high-frequency isolated dc-dc battery chargers also for heavy transportation systems, and medium-voltage dc-dc and dc-ac converters for distribution systems and future power grids. The WBGen program ultimately graduated a total of 20 power engineers, all experts on WBG-based power electronics, awarding 18 M.S. and 2 PhD degrees in the process. These fellows, all U.S. citizens, allowed CPES to increase the number of citizens students to 33 % at the peak of the program, as the traineeship made possible the recruitment of talent with more attractive graduate research assistantship (GRA) contracts. Unfortunately, the present U.S. citizen enrollment at CPES has declined back to historic levels—approximately 10 %, as the regular GRA rates are not competitive enough when compared with entry-level industry jobs. In all, WBGen fellows published a total of 7 peer-reviewed journal articles, 44 papers at international technical conferences, made 42 presentations at international technical conferences, and filed 4 invention disclosures and patent applications, which have since then been granted by the U.S. Patent and Trademark Office (USPTO). Their contribution to CPES, Virginia Tech, the United States, and the world, has been significant, and continues to yield results thanks to the exemplary career that the fellows have initiated at many of the partners of the program, which include Wolfspeed, Raytheon Technologies, Infineon, Lockheed Martin, Dominion Energy, Northrop Grumman, Rivian, Aerospace Corporation, Sandia National Laboratory, National Renewable Energy Laboratory, John Hopkins University, and Virginia Tech.

14 SOLAR ENERGY↗
DOE OSTI2024

2019 Budget Request for the DOE Computational Science Graduate Fellowship (CSGF) Grant

The Department of Energy Computational Science Graduate Fellowship (DOE CSGF) is necessary to meet the continual challenging national workforce needs that arise as computational science and engineering problems continue to grow in scope and complexity. Computational science and engineering (CSE) is a multidisciplinary approach that uses scientific computing to solve practical problems methods and to supply technical tools across the scientific discovery spectrum. In particular, the DOE CSGF emphasizes high-performance computing (HPC) that enables CSE that advances science and engineering in directions important to the DOE and the economy in general. 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, such as biology and cosmology, have been transformed through the augmentation of scientific observation via HPC. At government laboratories and in industry, DOE CSGF alumni are helping push traditional HPC boundaries while contributing to discoveries in high-energy physics, renewable energy, fusion-reactor design, additive manufacturing, nanomaterials for next-generation batteries and transistors, and turbine 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 — including continuing to rise to the challenge of pandemic-related research. 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.” An explosion in scientific and technological data has driven the need for increasingly sophisticated HPC to transform those data into scientific understanding. With access to more and more data and the proliferation of HPC, Machine Learning and Artificial Intelligence are experiencing a renaissance, complementing the now well-established use of computational simulation. Indeed, in its September 2020 subcommittee report on “AI/ML, Data Intensive Science and High-Performance Computing”, the DOE Advanced Scientific Computing Advisory Committee (ASCAC) explicitly called for a fellowship program to train computational and data scientists to tackle exascale and data-intensive computing challenges. This collaboration of empirical and theory-based modeling will increasingly inform federal policymakers whose decisions affect American society and future generations, and it requires highly skilled and intellectually agile computational scientists who can support the fast-moving DOE National Laboratory research environment. In fact, the DOE CSGF program has explicitly and consistently addressed this need.

97 MATHEMATICS AND COMPUTING↗
DOE OSTI2023

Bishop Paiute Single Family Solar Home Project: Phase 4 (Final Technical Report)

The Bishop Paiute Tribe is committed to energy efficiency, renewable energy, and environmental protection and has a vision to install solar energy systems on all buildings on the Reservation where technically feasible. Through completion of the Bishop Paiute Tribe Residential Solar Program – Phase 4, Bishop Paiute Tribe continued its successful model partnering with non-profit solar installer GRID Alternatives to advance its vision and build energy self-sufficiency on the Bishop Paiute Reservation. The Bishop Paiute Tribe Residential Solar Program – Phase IV deployed 67 kW-AC of new clean, renewable energy through grid-tied, net-metered rooftop solar electric systems installed on a total of 20 (one more than the planned 19) existing owner-occupied, single-family homes for low-income families on the Reservation. This represents nearly 14% of the Reservation’s total “unsolarized” homes. These systems were provided at no cost to the homeowners, who will also receive energy efficiency education to further reduce energy consumption and lower electric bills. GRID led a solar installation for three (3) of the homes where Tribal/community members, were given an opportunity in participating in on-the-roof trainings to gain new skills while installing solar for their low-income community members. Subcontractors through GRID Sub Contractor Partnership Program (GRID SPP) led solar installations for seventeen (17) of the homes. Each installation provided paid employment for a solar trainee trainees hired by the SPP subcontractors as entry level solar installers. It is estimated that the installed 67 kW-AC of solar will produce at least 120,000 kWh/year, displacing at least 30-75% of the 20 homes’ total electricity use for a combined system lifetime electricity cost savings for the low-income homeowners of about $\$$500,000. It is further estimated that the installed renewable energy systems installed will prevent greenhouse gases by about 1,000 tons, equivalent to planting approximately 25,000 trees. Following the successful completed installations, it is expected that the Reservation and surrounding communities will benefit from improved air quality via reduced wood stove use for heating. Cumulatively with other initiatives, the project will result in nearly 40% of the Reservation’s solarizable homes being solarized. Overall, the triple impact of the phase 4 of the Bishop Paiute Tribe Residential Solar Program – Phase 4 is: 1) affordable energy for low-income families; 2) on-site clean energy production, 3) hands on training and paid solar installation work for local tribal/community workers. These impacts will support and grow the Tribe’s energy, economic, environmental, and social self-sufficiency and sovereignty amongst the neediest on the Reservation.

14 SOLAR ENERGY↗