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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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At least 19 records
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DOE OSTI2023

National Wind Workforce Assessment: Current Workers to Industry [Slides]

As a part of the National Wind Workforce Assessment, four presentations have been created in conjunction with the technical report to provide more insight into key findings. The four presentations are catered towards specific stakeholder groups that include: educators, wind industry firms, students, and current wind industry employees. This presentation is intended for us by wind industry employers and current workers, including recent graduates in work, looking to gain insight into key levers that can contribute to the narrowing or widening of the wind workforce gap. The discussion around how the wind workforce gap is brought up as it relates to current workers and recent graduates and barriers to employment for wind energy firms. It breaks down the discussion by discussing about wind industry perceptions by current workers and wind energy firms, hiring challenges by wind energy firms as well as consideration by prospective workers on the wind industry, and then lastly discusses automation and its contribution to narrowing the wind workforce gap.

17 WIND ENERGY↗
DOE OSTI2023

National Wind Workforce Assessment: Industry to Students [Slides]

As a part of the National Wind Workforce Assessment, four presentations have been created in conjunction with the technical report to provide more insight into key findings. The four presentations are catered towards specific stakeholder groups that include: educators, wind industry firms, students, and current wind industry employees. This presentation is intended for use by wind industry employers looking to gain insight into key levers that can influence hiring difficulty and actionable steps that can be taken to help narrow the workforce gap. The report includes the current perception of the wind industry by the potential workforce, current hiring difficulties faced by wind energy firms, and current hiring difficulties faced by the potential workforce. The hiring difficulties for wind industry employers are divided by entry level employees and non-entry-level employees and by cross sections such as firm size, location, value chain segment, and wind industry sector. Hiring challenges faced by students trying to enter the wind industry are divided by 2-year degree and certification programs, 4-year degree programs, and current wind employees.

17 WIND ENERGY↗
DOE OSTI2024

National Wind Workforce Assessment Methods Report: Surveys and System Dynamics Model

This report documents the methodology for the National Wind Workforce Assessment: Challenges, Opportunities, and Future Needs (McDowell et al. 2023) report. Here, the authors will describe how multiple survey efforts and system dynamics modeling have been used to estimate wind energy workforce needs and conduct a sensitivity analysis. We conducted workforce estimation and sensitivity analysis to help inform actions that can be used to ensure that workforce planning in the industry is done in a way that is sustainable.

17 WIND ENERGY↗
DOE OSTI2023

National Wind Workforce Assessment: Educators to Students [Slides]

As a part of the National Wind Workforce Assessment, four presentations have been created in conjunction with the technical report to provide more insight into key findings. The four presentations are catered towards specific stakeholder groups that include: educators, wind industry firms, students, and current wind industry employees. This presentation is intended for use by educators and students looking to gain insight into key levers that can influence hiring difficulty and actionable steps that can be taken to help narrow the workforce gap. The report includes the current student perception of the wind industry, current hiring difficulties faced by wind energy firms, and current hiring difficulties faced by the potential workforce. The hiring difficulties for wind industry employers are divided by entry level employees and non-entry-level employees and by cross sections such as firm size, location, value chain segment, and wind industry sector. Hiring challenges faced by students trying to enter the wind industry are divided by 2-year degree and certification programs, 4-year degree programs, and current wind employees.

17 WIND ENERGY↗
DOE OSTI2022

U.S. Offshore Wind Workforce Assessment

As the U.S. offshore wind market prepares for rapid growth, our understanding of specific workforce requirements and pathways to meet those requirements is not keeping pace. Without this deeper understanding, there is a risk that the workforce will not develop as efficiently or robustly as is needed to fully realize the benefits of offshore wind. The "U.S. Offshore Wind Workforce Assessment" provides a more detailed assessment of the workforce demand, supply, and pathways to support key stakeholders including industry, state and local governments, educational organizations, and unions in their efforts to attract, educate, train, and retain a domestic workforce to support this burgeoning industry.

17 WIND ENERGY↗
DOE OSTI2023

Offshore Wind Workforce Safety Standards and Training Resource

The standardization of safety training requirements for people working at sea to build and operate offshore wind energy projects, adoption of those standards, and alignment with offshore safety training curriculum development was identified as a high-priority workforce gap in the U.S. Offshore Wind Workforce Assessment (Stefek, 2022). Safety is a top priority for the offshore wind industry; however, there has been uncertainty surrounding what unique safety standards and training will be needed and how various offshore wind safety stakeholders will be involved. The scope of safety training for this resource includes workers who build and operate offshore wind energy projects at sea and defines the stakeholders in the complex ecosystem. This fact sheet aims to help reduce these uncertainties by: 1) Delineating jurisdictional lines, while clarifying roles and responsibilities amongst stakeholders; 2) Identifying key actions or partnerships that can encourage further success with safety training and workforce development.

offshore wind↗
DOE OSTI2024

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

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

17 WIND ENERGY↗
DOE OSTI2024

National Wind Energy Workforce Assessment: Challenges, Opportunities, and Future Needs

The wind workforce gap is defined as the disconnect between employers having difficulty finding qualified candidates while potential wind energy workers report having difficulty finding jobs and educational institutions having difficulty placing students in industry. For this assessment, a system dynamics model - informed by a survey effort completed in 2022 and other anecdotal research - was created to better understand potential scenarios and actions that could be used to help close the workforce gap. The survey was conducted by the National Renewable Energy Laboratory, in collaboration with BW Research Partnership, to understand the perspective of wind industry firms, wind educators, current wind energy industry employees, and current renewable energy students on the workforce pathways into the wind industry. The information gathered through the survey effort was used to help develop workforce estimation scenarios, gain insight into why the workforce gap exists, and evaluate areas of opportunity to reduce barriers of entry into the wind energy industry.

17 WIND ENERGY↗
DOE OSTI2022

Defining the Wind Energy Workforce Gap

This report shares insights as to what the wind energy workforce gap is and why it exists, and how to inform industry, educational institutions, and the potential workforce so that they can reduce barriers and better connect the wind energy workforce through existing and novel pathways. The insights used in this report were collected from two web-based surveys, one designed for industry and the other designed for the potential workforce.

17 WIND ENERGY↗
DOE OSTI2023

Connective Actions for Educational Institutions and Wind Industry Firms [Slides]

As a part of the National Wind Workforce Assessment, four presentations have been created in conjunction with the technical report to provide more insight into key findings. The four presentations are catered towards specific stakeholder groups that include: educators, wind industry firms, students, and current wind industry employees. This presentation is intended for use by wind industry firms and educational institutions looking to gain insight into key levers and actionable steps that can be taken to help narrow the wind workforce gap. Data and guidance on how wind industry firms and education institutions can collaborate to 1) grow the number of graduates applying into wind occupational roles through increasing awareness of opportunities in the industry and 2) increase the quality of applicants applying into wind through relevant experience gaining opportunities like internships and apprenticeships is included in the presentation.

17 WIND ENERGY↗
DOE OSTI2020

Workforce and Economic Development Considerations from the Operations and Maintenance of Wind Power Plants

As wind capacity in the United States grows, economic opportunities also emerge—supported by the development of the wind workforce, specifically in the operation and maintenance (O&M) phase. Moreover, almost all wind turbines in the United States—about 99%—are located in rural areas (American Wind Energy Association 2018). Communities in these rural areas can anticipate some degree of economic impact from the wind industry. However, the various stakeholders within these communities, such as local businesses and government officials, are not always fully informed of the workforce impacts caused by wind power plants during operational years (Stefek et al. 2019). Although several research studies have focused on workforce and economic impacts of land-based wind facilities (e.g., Tegen et al. 2014; Brown et al. 2012; Halvatzis and Keyser 2013), these studies focused on the quantity of workers and not on O&M workforce interactions with local communities, such as worker commuting and spending patterns. This report is intended to provide stakeholders and community decision makers with qualitative and quantitative information to enable informed decisions that support workforce planning around new wind energy deployment.

17 WIND ENERGY↗
DOE OSTI2022

Defining Wind Energy Experience

Since 2015, the U.S. wind installed capacity has grown from 73 to over 120 gigawatts, creating jobs across many sectors and educational levels. The growth of the wind workforce will need to continue to meet the goal of 20% wind by 2030, as well as the Biden administration's goals to reduce greenhouse gas pollution by 2030, reach 100% carbon-free electricity by 2035, and achieve net-zero greenhouse gas emissions no later than 2050. Despite the needed and anticipated growth, there are challenges to meeting this demand. Research has consistently shown that it has been a challenge finding qualified applicants for open wind industry jobs. Between 2012 and 2018, the difficulty of finding qualified applicants increased from 62% to 68% according to industry respondents. In 2017, educational institutions and training programs reported that 67% of their students did not enter the wind energy industry. Research conducted in 2020 showed that 83% of interested workers had some or great difficulty finding job opportunities. In exploring reasons for this gap, the researchers found that challenges were primarily influenced by education, experience, and geography. This difficulty for wind industry employers, educational institutions, and the potential workforce is known as the "wind energy workforce gap." This report further investigates the experience aspect of this gap.

17 WIND ENERGY↗
DOE OSTI2021

Power Sector, Supply Chain, Jobs, and Emissions Implications of 30 Gigawatts of Offshore Wind Power by 2030

This report summarizes the authors' analysis, focusing on the near- (through 2030) and long-term (through 2050) implications of deploying 30 gigawatts of offshore wind energy by 2030. Specifically, the authors assessed impacts on power sector evolution, offshore wind supply chain and infrastructure, and offshore wind workforce needs in the United States. The methods, limitations, and results of each aspect of the analysis are presented in their respective sections.

17 WIND ENERGY↗
DOE OSTI2024

Offshore Wind Energy Fundamentals for Bangladesh [Slides]

Bangladesh is aiming to limit emissions, and gain access to cleaner, more efficient technologies to support economic growth as the nation strives to achieve high-income status by 2041. Bangladesh identified that it has a potential for offshore wind energy, especially at hub heights of 140 to 160 meters, which is pivotal in diversifying the country's energy mix and ensuring energy security. This one-day webinar is funded by the United States Agency for International Development (USAID) through two projects: (1) Reinforcing Advanced Energy Systems (RAES) project, implemented by the U.S. Department of Energy's National Renewable Energy Laboratory (NREL), and (2) Bangladesh Advancing Development and Growth through Energy (BADGE) project, implemented by Tetra Tech.

17 WIND ENERGY↗
DOE OSTI2023

Gearing Up for 2030: Building the Offshore Wind Supply Chain and Workforce Needed to Deploy 30 GW and Beyond

This webinar addresses the current state and future needs of the U.S. offshore wind energy workforce and supply chain. During this webinar, National Renewable Energy Laboratory researchers Matt Shields and Jeremy Stefek will present new research on the challenges of producing thousands of offshore wind energy technology components while creating tens of thousands of U.S. jobs - and the solutions that can help meet those challenges. Topics covered in the webinar include port facilities, vessels, component manufacturing, trades and roles in the industry, workforce development and training, and the coordination of supply chain and workforce efforts between states and regions.

2030↗
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 OSTI2024

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

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

29 ENERGY PLANNING, POLICY, AND ECONOMY↗
DOE OSTI2025

A Regional Approach to Offshore Wind Energy Manufacturing in the Central Atlantic: Workforce

Meeting the additional job requirements spurred by potential growth in the offshore wind industry is likely to involve intentional and effective recruitment practices and training program development across all occupations (e.g., skilled trades, engineers, professionals) at state, regional, and local levels. The workforce development ecosystem is complex, especially for an industry like offshore wind, so assessing the readiness of an area to support the workforce needs of new manufacturing facilities involves evaluating numerous economic and training factors at an occupational level. Funded by the National Offshore Wind Research and Development Consortium and led by the National Renewable Energy Laboratory, this report represents one part of a two-part study that explores the challenges and opportunities for Delaware, Maryland, Virginia, and North Carolina in fostering regional collaboration to build a domestic supply chain for the U.S. offshore wind energy sector.

17 WIND ENERGY↗