Search NASA⌕ Search

SEARCH · Search NASA

Results for “Skilled Workforce”

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.

Quote a phrase for an exact phrase match. Source license links do not imply unrestricted reuse.

At least 127 records · Page 7
All sourcesNASA NTRSDOE OSTI
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↗
NASA NTRS2007

Educational Experiences of Embry-Riddle Students through NASA Research Collaboration

NASA's educational programs benefit students while increasing the overall productivity of the organization. The NASA Graduate Student Research Program (GSRP) awards fellowships for graduate study leading to both masters and doctoral degrees in several technical fields, while the Cooperative Education program allows undergraduate and graduate students the chance to gain work experience in the field. The Mission Analysis Branch of the Expendable Launch Vehicles Division at NASA Kennedy Space Center has utilized these two programs with students from Embry-Riddle Aeronautical University to conduct research in modeling and developing a parameter estimation method for spacecraft fuel slosh using simple pendulum analogs. Simple pendulum models are used to understand complicated spacecraft fuel slosh behavior. A robust parameter estimation process will help to identiFy the parameters that will predict the response fairly accurately during the initial stages of design. NASA's Cooperative Education Program trains the next wave of new hires while allowing graduate and undergraduate college students to gain valuable "real-world" work experience. It gives NASA a no risk capability to evaluate the true performance of a prospective new hire without relying solely on a paper resume, while providing the students with a greater hiring potential upon graduation, at NASA or elsewhere. In addition, graduate students serve as mentors for undergrad students and provide a unique learning environment. Providing students with a unique opportunity to work on "real-world" aerospace problems ultimately reinforces their problem solving abilities and their communication skills (in terms of interviewing, resume writing, technical writing, presentation, and peer review) that are vital for the workforce to succeed.

Schlee, Keith↗
NASA NTRS2022

Building a Transdisciplinary, Exascale-Capable Workforce for Geospace Science

Key Points: ●First-principles, self-consistent geospace modeling will require at least exascale-level computing capabilities; however, the technical skills necessary to develop such simulation codes are not taught as part of Heliophysics training/PhD programs. ●Developing exascale Heliophysics codes will require transdisciplinary collaborations between physicists, computer scientists, software engineers, data scientists, and applied mathematics. Such teams must be persistent and formed around specific skills, not specific problems. ●We must have stable, positive long-term career outcomes for Heliophysics scientific developers in order to retain knowledge of and promote future innovation in scientific algorithm development and advanced computing techniques. One such way to do this is by funding long-term scientific programming groups, akin to Heliophysics DRIVE Centers. ●We must have a balance between promoting innovation via funding short-term closed-source development and allowing the open-source community to benefit from and build on the newest scientific modeling techniques.

C Bard↗
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↗
DOE OSTI2024

Collaborative Research: Louis Stokes Regional Center of Excellence: Louis Stokes Midwest Regional Center of Excellence (LSMRCE) for Broadening Participation in STEM

The Louis Stokes Midwest Regional Center of Excellence (LSMRCE) for Broadening Participation in STEM, a partnership of Chicago State University (CSU), aimed to increase the number of underrepresented minority (URM) students graduating with science, technology, engineering, and math (STEM) degrees and matriculating into graduate STEM programs. As a member institution of the LSMRCE, Fermi Research Alliance, LLC, (Fermilab) looked to support its continued mission of increasing URM student participation in its Summer Internship in Science and Technology (SIST) internship program. The program provided URMs with access to research skills development, mentoring and professionalization activities via paid, summer research internships at Fermilab. Students received instruction and mentoring while gaining exposure to a global laboratory workforce and community with diverse academic and professional expertise. In addition, students established professional relationships and networked with senior researchers, early career scientists, technical professionals, post-docs and other undergraduate interns to help forge collaboration, innovation and mentoring opportunities at Fermilab and LSMRCE partner institutions

99 GENERAL AND MISCELLANEOUS↗
NASA NTRS2010

Exploiting Expertise and Knowledge Sharing Online for the Benefit of NASA's GN&C Community of Practice

In 2004, NASA faced major knowledge sharing challenges due to geographically isolated field centers that inhibited engineers from sharing their experiences, expertise, ideas, and lessons learned. The necessity to collaborate on complex development projects and the reality of constrained project resources together drove the need for ensuring that personnel at all NASA centers had comparable skill sets and that engineers could find resources in a timely fashion. Mission failures and new directions for the Agency also demanded better collaborative tools for NASA's engineering workforce. In response to these needs, the online NASA Engineering Network (NEN) was formed by the NASA Office of the Chief Engineer to provide a multi-faceted system for overcoming geographic and cultural barriers. NEN integrates communities of practice with a cross-repository search and the Lessons Learned Information System. This paper describes the features of the GN&C engineering discipline CoP site which went live on NEN in May of 2008 as an online means of gathering input and guidance from practitioners. It allows GN&C discipline expertise captured at one field center to be shared in a collaborative way with the larger discipline CoP spread across the entire Agency. The site enables GN&C engineers to find the information they need quickly, to find solutions to questions from experienced engineers, and to connect with other practitioners regardless of geographic location, thus increasing the probability of project success.

control↗
DOE OSTI2021

Nuclear Enterprise Science & Technology (NEST) [Slides]

The NEST Certificate Program is designed to provide students with the skills and experience to qualify for entry-level positions in nuclear facilities as Fissile Material Handler and/or Glovebox Operator. The program goal is to provide for a technically qualified workforce who can execute a variety of programmatic work in modern nuclear materials handling and processing facilities. The program is designed to be completed in a minimum of 1 year (2 semesters) of university level courses (30 credit hours). A certificate will be offered and awarded through the University of New Mexico – Los Alamos (UNM-LA). NEST is unique in that it is an immersive education program. The NNSA-required training for nuclear material handlers and fissionable material handlers has been cross-walked with the educational Core Curricula. Academic content will be delivered that provides background scientific and engineering understanding of the fundamental concepts behind this training. It will be offered as a Pilot Program to an incumbent cohort to ensure that the Certificate meets programmatic needs. NEST is modelled after a Wharton County Junior College (Texas) program to attract and produce nuclear reactor operators.

96 KNOWLEDGE MANAGEMENT AND PRESERVATION↗
DOE OSTI2021

Using the CYBER-Champ Model to Determine Cyber Competencies and Role Alignment

Cybersecurity roles, tasks, and skills are seen by many organizations as nonessential, abstract, or complicated. Although standards are in place, such as the National Institute of Standards and Technology (NIST) 800-181 document titled “Workforce Framework for Cybersecurity (NICE Framework)” available since September 2012, companies are still showing security vulnerabilities in their cyber networks (Hatzes, 2020). Barriers towards creating a cyber-ready workforce are not always due to a lack of resources, but often caused by organizational structure. The need for cyber-cognizant job postings, improved communication between Operational Technology (OT) and Information Technology (IT) employees, increases in staffing and funding for cyber teams, and better communication of standards and training can all contribute to increasing an organization’s cyber resilience. Cybersecurity Competency Health and Maturity Progression model (CYBER-CHAMP) is a model aimed at evaluating an organization’s structure and individual employee’s cyber knowledge and helps develop a plan to reach competency. This model was used to engage with organizations to promote proper cyber protocols and policies. The aim of this paper is to answer if it is possible for an organization to build a cyber-ready workforce by providing education and training options for current employees and prepare the future workforce to be ready on day one of employment. Both open source and firsthand interviews with organizations were used to conduct the research contained in this document. Further research may include additional development to the CYBER-CHAMP model and its delivery platform.

99 GENERAL AND MISCELLANEOUS↗
DOE OSTI2024

Intro to HPC Bootcamp: Engaging New Communities Through Energy Justice Projects

The U.S. Department of Energy (DOE) is a long-standing leader in research and development of high-performance computing (HPC) in the pursuit of science. However, we face daunting challenges in fostering a robust and diverse HPC workforce. Basic HPC is not typically taught at early stages of students' academic careers, and the capacity and knowledge of HPC at many institutions are limited. Even so, such topics are prerequisites for advanced training programs, internships, graduate school, and ultimately for careers in HPC. To help address this challenge, as part of the DOE Exascale Computing Project's Broadening Participation Initiative, we recently launched the Introduction to HPC Training and Workforce Pipeline Program to provide accessible introductory material on HPC, scalable AI, and analytics. We describe the Intro to HPC Bootcamp, an immersive program designed to engage students from underrepresented groups as they learn foundational HPC skills. Here, the program takes a novel approach to HPC training by turning the traditional curriculum upside down. Instead of focusing on technology and its applications, the bootcamp focuses on energy justice to motivate the training of HPC skills through project-based pedagogy and real-life science stories. Additionally, the bootcamp prepares students for internships and future careers at DOE labs. The first bootcamp, hosted by the advanced computing facilities at Argonne, Lawrence Berkeley, and Oak Ridge National Labs and organized by Sustainable Horizons Institute, took place in August 2023.

96 KNOWLEDGE MANAGEMENT AND PRESERVATION↗
DOE OSTI2023

A New Era of Discovery: The 2023 Long-Range Plan for Nuclear Science (V.1.2)

Nuclear science is the investigation of how protons and neutrons are formed from elementary particles and how the forces between those particles produce both nuclei and the vast variety of nuclear phenomena that occur in the universe. It has evolved into a broad field that addresses profound scientific questions: Where does the mass of visible matter come from? How do stars ignite, live, and die? How do nuclei illuminate the search for new laws of nature? This science points the way to using nuclei to build new technologies that benefit society. The 2015 Nobel Prize in physics was shared by nuclear physicists Art McDonald and Takaaki Kajita for the discovery of neutrino oscillations, which confirmed that neutrinos have mass. Our progress on big questions like this one since 2015 has been remarkable owing to new experimental tools, theoretical breakthroughs, powerful computational techniques, and the talented people who make these innovations possible. Focusing on these new tools, the Facility for Rare Isotope Beams (FRIB) at Michigan State University is already producing exciting results on decays of never-before-produced isotopes a year after it was completed on time and on budget. The energy upgrade of the Continuous Electron Beam Accelerator Facility (CEBAF) at the Thomas Jefferson National Accelerator Facility (Jefferson Lab) was also completed on schedule and on budget—new data from this facility are revealing the spectrum, structure, and dynamics of protons, neutrons, nuclei, and mesons. On the theory front, we can now calculate the distribution of quarks inside the proton from first principles. The implementation of artificial intelligence (AI) and machine learning (ML) techniques has led to improved data analysis and increased efficiency in running experiments and theoretical calculations. The impact of nuclear science goes beyond expanding the frontiers of knowledge about matter in the universe. We simultaneously develop a STEM work force that advances the security, technology, health, and wealth of our nation. Some connections are obvious. Expert scientists trained to work with radioactive nuclei are in demand in nuclear security arenas and are highly sought after by various government agencies and private industries. Graduate students and postdoctoral fellows (postdocs) obtain extensive computational, modeling, and data science skills that are similarly in high demand. Less obvious but equally important is the connection between these trained scientists and success in other professions, including medicine, energy, and entrepreneurial pursuits. The workforce that enables discovery in nuclear science also makes breakthroughs in technologies with tremendous impact on the nation’s economic advancement.

73 NUCLEAR PHYSICS AND RADIATION PHYSICS↗
DOE OSTI2022

NNSA Minority Serving Institute Partnership Program (MSIPP)— Advanced Synergistic Program for Indigenous Research in Engineering (ASPIRE) (FY22 Q1 Progress Report)

In 2016, the National Nuclear Security Agency (NNSA) initiated the Minority Serving Institution Partnership Plan (MSIPP) targeting Tribal Colleges and Universities (TCUs) to offer programs that will prepare students for technical careers in NNSA’s laboratories and production plants. The MSIPP consortium’s approach is as follows: 1) align investments at the college and university level to develop a curriculum and workforce needed to support NNSA’s nuclear weapon enterprise mission, and 2) to enhance research and education at under-represented colleges and universities. The first TCU consortium that MSIPP launched was known as the Advanced Manufacturing Network Initiative (AMNI) whose purpose was to develop additive manufacturing (AM) learning opportunities. The AMNI consortium consisted of Bay Mills Community College, Cankdeska Cikana Community College, Navajo Tech University, Salish Kootenai Community College, Turtle Mountain Community College, and United Tribes Technical College. In 2016, the American Indian Higher Education Consortium (AIHEC), the AMNI consortium and the Southwestern Indian Polytechnic Institute (SIPI), in collaboration with Sandia National Labs, using a grant by NNSA hosted the first TCU Advanced Manufacturing Technology Summer Institute (TCU AMTSI). The AMNI consortium will officially end Sept. 2022. However, building on the successes of AMNI, in FY22 NNSA’s MSIPP launched three additional consortiums: (1) the Indigenous Mutual Partnership to Advanced Cybersecurity Technology (IMPACT), which focuses on STEM and cybersecurity, (2) the Advanced Synergistic Program for Indigenous Research in Engineering (ASPIRE), which focuses on STEM and the electrical and mechanical engineering skills set needed for renewable and distributed energy systems, and (3) the Partnership for Advanced Manufacturing Education and Research (PAMER), which focuses on developing and maintaining a sustainable pathway for a highly trained, next-generation additive manufacturing workforce and a corresponding community of subject matter experts for NNSA enterprises. The following report summarizes the status update during this quarter for the ASPIRE program.

42 ENGINEERING↗