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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 OSTI2024

Building a Clean Energy Workforce: An Evaluation Framework for State Energy Office Workforce Programs

This fact sheet is a summary of the workforce evaluation framework that was first proposed in the white paper, An Evaluation Framework for State Energy Offices' Energy Efficiency and Clean Energy Workforce Program. This evaluation framework was developed to guide State Energy Offices (SEOs) in assessing and enhancing the workforce development programs the manage, fund, or partner on. By following this step-by-step framework, SEOs can evaluate program components, identify areas for improvement, and optimize program outcomes for greater impact.

clean energy↗
DOE OSTI2025

The Workforce Readiness Index: A Local and Regional Assessment Tool for Energy Sector Preparedness

Building up a workforce that is properly trained and adequately sized is essential to ensuring that the deployment of energy generation sources in the United States meets future energy demand. Workforce development to support supply chain or large infrastructure investments typically occurs at a local level. However, there is a critical gap in understanding where and to what extent regional workforces are equipped to meet the needs of an energy industry. The Workforce Readiness Index ("the index") was developed to assess and compare energy sector workforce readiness across the United States at the county level to provide granular information to various stakeholders such as industry members, state decision makers, and training program developers. Workforce readiness is defined as the ability to recruit from the general labor market, transition workers with comparable skill sets, and train a workforce using scalable or existing training programs near a specific location. Therefore, the index evaluates readiness levels based on the likelihood that a county possesses the workforce development infrastructure needed to support the occupations required by an energy-related industry or sector. Furthermore, the index offers a standardized yet flexible approach that captures regional variations and highlights local strengths and challenges.

17 WIND ENERGY↗
DOE OSTI2025

Workforce planning: a review of methodologies

Workforce planning deals with determining the number of employees and associated skills necessary to meet the future operational needs of an organization. A workforce system consists of six elements: recruitment, attrition, promotion, training, retention, and scheduling. Historically, several workforce modeling and analysis methodologies have been developed to capture these elements. This paper reviews the results of workforce and manpower models published within peer-reviewed literature between 1959 and 2021 to provide an in-depth analysis of current models. The focus of this review is on analytical, simulation, and empirical models found in literature that were collected based on a citation requirement and keyword search criteria. Results demonstrate the trends in workforce modeling research and discuss the common uses of each model type and the advantages/disadvantages related to each model. Based on the common attributes of workforce systems, the discussion focuses on the most frequently used model type for each element and the best use for each model. Lastly, recommendations are made for the development of workforce models that allow the most comprehensive view of the workforce systems of the future.

42 ENGINEERING↗
DOE OSTI2024

Best Practices for Equitable Solar Workforce Development

The Midwest Renewable Energy Association (MREA) was selected to serve as a lead organization for the U.S. Department of Energy Solar Energy Technology Office’s Equitable Solar Communities of Practice initiative. This project, facilitated through a partnership with ENERGYWERX, aimed to develop strategies to support the expansion of equitable benefits in solar adoption across the U.S. Specifically, the MREA was chosen to lead the solar workforce development community of practice, focusing on scaling the U.S. solar workforce, to meet growing industry demands and ensure that these opportunities are accessible and beneficial to all communities. For the purpose of this initiative, we define the solar workforce in line with the National Solar Jobs Census, which defines a solar worker as someone who spends a majority of their time on solar-related work. This also includes workers who spend a plurality of their time on solar tasks. It’s important to note that manufacturing jobs were not included in this research, as the focus is primarily on solar installation, development, and related roles. To achieve the goals of the Equitable Solar Communities of Practice initiative, the MREA leveraged existing resources and engaged a diverse core team and group of stakeholders including industry professionals, educators, policymakers, and community leaders. The MREA began with a literature review and gap analysis to identify existing best practices and gaps in the solar workforce. This was followed by a community convening to gather insights from a wide range of stakeholders. The findings informed the best practices and pathways to scale the benefits of solar workforce development, focusing on training programs, workforce services, apprenticeship, and justice, inclusion, and sustainability. This report outlines the background, methodology, findings, and conclusions drawn from the landscape and gap analysis, providing valuable insights into workforce needs and training program capacities across the U.S. The outcomes of this research are presented in this report and contain recommendations for optimizing workforce development and training funding to support the equitable growth of the solar industry, ensuring that the transition to solar energy is inclusive and beneficial for all communities.

14 SOLAR ENERGY↗
DOE OSTI2024

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

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

17 WIND ENERGY↗
DOE OSTI2025

Construction Methodology Transformation for the Benefit of Workforce Development

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

99 GENERAL AND MISCELLANEOUS↗
DOE OSTI2024

Preliminary Workforce Development and Environmental and Co-use Management Plans for a Floating Offshore Wind Platform - CRADA 609 (Final Report)

Pacific Northwest National Laboratory (PNNL) provided technical assistance to Glosten, Inc. and its affiliate, PelaStar, LLC to advance the development of their floating offshore wind (FOSW) platform. PNNL provided guidance and assessment in two areas that are important to address in the development of FOSW platforms: (1) workforce development and (2) environmental impacts and ocean co-use considerations. This work was funded by the U.S. Department of Energy’s (DOE) Wind Energy Technologies Office (WETO) through Phase 2 of the FLoating Offshore Wind ReadINess (FLOWIN) Prize. It should be noted that the Plans presented in this report are specific to the PelaStar tension-leg platform (TLP) and may not be applicable to all FOSW platforms. Workforce development and environmental/co-use impacts are highly dependent on the geographical region in which activities take place. At the request of PelaStar, PNNL focused on two regions where development may take place: the Gulf of Maine and Northern California. PNNL generated a preliminary Workforce Development Plan for PelaStar, which includes estimated job numbers and skillsets required to establish a workforce to manufacture, install, and operate their platform as part of FOSW projects. The Plan offers methods to increase diversity, equity, and inclusion practices when developing a new workforce and includes colleges and training centers for potential recruitment. Both positive and negative impacts to communities are evaluated, with potential mitigation strategies for reducing negative impacts. The structure of Community Benefit Agreements and Project Labor Agreements are discussed, noting the limitations of the role of a platform manufacturer versus the offshore wind developer. PNNL also drafted a preliminary Environmental and Co-Use Management Plan that serves as a guide to preparing an environmental assessment related to the installation and operation of PelaStar’s unique TLP design, including its potential ecological, socioeconomic, and emissions impacts. The Plan summarizes information on relevant regulatory requirements, potential impact producing factors, monitoring and mitigation measures, and physical and biological resources in the Gulf of Maine and Northern California. One of the primary perceived benefits of the PelaStar TLP is its reduced footprint due to its tensioned tendons versus catenary or taut moorings, but more research must be done as there are no studies on PelaStar’s TLP system to-date. The section also highlights ocean co-use considerations for PelaStar’s TLP system, specifically for fisheries, including existing perspectives, methods, examples, and limitations. The PNNL team established through this preliminary work and review of available literature and resources that there is not yet much research or planning around FOSW. With FOSW being a new industry, many of the findings and planning are adapted from fixed bottom offshore wind, which itself is only just taking off in the United States. More research is needed to establish best practices for workforce development and to assess environmental and ocean co-use impacts and mitigation approaches.

17 WIND ENERGY↗
DOE OSTI2025

Accelerating the fusion workforce in the USA

The fusion energy research and development landscape has seen significant advances in recent years, with important scientific and technological breakthroughs and a rapid rise of investment in the private sector. The workforce needs of the nascent fusion industry are growing at a rate that academic workforce development programs are not currently able to match. This paper presents the findings of the Workforce Accelerator for Fusion Energy Development Conference held in Hampton, Virginia, United States of America (USA), on 29–30 May 2024, which was funded by the National Science Foundation of the USA. A major goal of the conference was to focus on bringing public and private stakeholders together to identify opportunities for partnership in fusion research and education with the goal of meeting the needs for a talented and diverse workforce. Representatives from industry, academia, and national laboratories participated in the conference through the preparation of white papers, presentations, and group discussions, and the production of recommendations to address the challenges facing the fusion workforce in the USA.

diversity↗
DOE OSTI2025

A Systems Thinking Approach to Nuclear Pedagogy and Workforce Development

Nuclear technology's controversial status has been shaped by its early use in military applications, fear driven by high-profile accidents, and unresolved waste management challenges. There have, on the other hand, been periodic claims that a “nuclear renaissance” is imminent, driven by different dynamics at different times, most recently related to growing energy demands and increasing concern over carbon emissions. In this article, we respond to urgent calls for more nuclear engineers, resulting from the latest rallying cry around nuclear energy, by reframing the problem using a systems thinking approach that illuminates new pathways for nuclear workforce development via interdisciplinary pedagogies. By building nuclear education into a wide variety of disciplines, we argue, the nuclear workforce could become more resilient to ebbs and flows in energy markets and public opinion. Widening nuclear education beyond nuclear engineers could also reduce the isolation and compartmentalization that has limited the possibilities of nuclear technology. We show how growing and diversifying the overall nuclear workforce could create a wide variety of career opportunities outside STEM and enable greater specialization within STEM, since nuclear engineers and other specialists could be freed up to focus on technological and infrastructural innovations. We argue that interventions into nuclear education should establish new connections and applications of the nuclear sciences in diverse areas of expertise to develop a broad range of professionals who can contribute to a more stable nuclear workforce, bringing what we call “critical and creative nuclear energy literacies” to long-standing and systemic challenges around nuclear energy.

11 NUCLEAR FUEL CYCLE AND FUEL MATERIALS↗
DOE OSTI2025

Common occupational classification system amendments for Accelerator Science and Engineering workforce

A common system to classify occupations and skills is essential to support accelerator workforce planning between the Department of Energy (DOE) National Laboratories. In 2025, ten DOE laboratories conducted a census of their accelerator science and engineering workforce and projected their accelerator workforce needs for the next ten years. To support this, revision 3 of the “Common Occupational Classification System” (COCS) was used as a common taxonomy. Modifications were made to include accelerator-specific skills and specialisms. COCS was originally developed for DOE Office of Environmental Restoration and Waste Management in 1996. The framework provides a high-level functional structure that can be expanded with further occupations and specialisms and remains well aligned to DOE laboratory roles nearly 30 years later. Accelerator occupations and specialisms were added to the framework for the 2025 effort to quantify the accelerator workforce. This document is a companion document to COCS and provides a definition for these new occupations and specialisms that do not appear in COCS. Proceeding with a stable taxonomy is seen as essential such that its use becomes easier each year; the taxonomy as used for the 2025 effort is recommended to be continued.

43 PARTICLE ACCELERATORS↗
DOE OSTI2024

Summary of Massachusetts Clean Energy Center's Workforce Needs Assessment for the City of Lawrence

In July 2023, the Massachusetts Clean Energy Center (MassCEC) published an employment report titled “Powering the Future: A Massachusetts Clean Energy Workforce Needs Assessment.” This report was intended to support the State in meeting its 2030 decarbonization goals by identifying both existing workforce and training resources as well as gaps and barriers that need to be addressed in order to scale the State’s workforce to meet future demand. The following is a summary of the content that is relevant to Lawrence, MA. This was completed as part of the US Department of Energy’s Communities LEAP (Local Energy Action Program) Pilot supporting the Lawrence Stakeholders Coalition (LSC) led by Browning the Green Space in partnership with Groundwork Lawrence, All In Energy, and the City of Lawrence.

29 ENERGY PLANNING, POLICY, AND ECONOMY↗
DOE OSTI2025

Building a Clean Energy Workforce: Best Practices for State Energy Offices

As federal investments into the clean energy economy are underway, State Energy Offices (SEOs) are engaging in efforts to grow the workforce through the creation and/or funding of workforce initiatives that recruit, train and support pathways into energy efficiency and clean energy jobs. This report provides a summary of clean energy workforce development best practices, supplemented by case studies and lessons learned from several SEOs that showcase these strategies in practice. SEOs can reference this resource as they implement, manage, oversee, and/or evaluate efforts their offices are undertaking through various federally funded programs.

clean energy↗
DOE OSTI2024

Introduction to Workforce Development Energy Futures Grant [Slides]

To support Energy Futures Grant awardees in pursuing workforce efforts to support their broader projects, this presentation provides an introduction to workforce development, including what it is, who is involved, employment considerations, and an overview of the process for creating new clean energy workforce programs.

29 ENERGY PLANNING, POLICY, AND ECONOMY↗
DOE OSTI2024

Developing Smart Building Technology Modules to Enhance Workforce Preparedness: A Case for AI-Driven Academic and Professional Education

Smart building technologies are resources that improve building energy efficiency and resilience, reduce carbon emissions, and provide load flexibility to the grid. However, in both academic curricula and building professionals’ continuing education, there is a lack of systematic instruction on methods to integrate multiple energy systems including distributed energy resources (DER), smart building technologies, AI (Artificial Intelligence) tools and key concepts, components, and controls, including “Internet of Things” (IoT) devices. In today’s dynamic workforce, this major gap in smart building technology education prevents stakeholders from being able to attract talent with an understanding and preparation to adopt smart building technologies in building design and operations. A federally funded project included a partnership between Slipstream and Texas A&M University (TAMU) to develop a semester-long smart building curriculum for engineering college students with the ability to adapt the contents for workforce development of professionals in building services. The final product consists of 16 training videos adapted for building professionals and the public. The educational content and training materials cover the benefits of building energy systems, the latest sensor technologies and IoT devices, all with a focus on smart building technologies. The key drivers are on topics related to smart building controls (i.e., energy management information systems), smart building control platforms, cybersecurity, grid-interactive-efficient buildings (GEBs), smart building control methods, and occupant-centric control. Although not explicitly included the technologies nod to the need for AI driven technologies to prepare engineers and industry professionals to be future ready. This paper describes the project approach, provides outlines of the training materials, and identifies lessons learned in creating the content for this course. The authors suggest ways to scale the instruction of smart building concepts to empower the workforce to accelerate the adoption of smart building technologies and AI-based teaching and learning in higher education and building sector.

99 GENERAL AND MISCELLANEOUS↗
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↗
DOE OSTI2025

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

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

Energy efficiency↗
DOE OSTI2025

How the Modular Construction Industry Is Changing the Construction Workforce [Slides]

564,000 - that's the number of construction workers the United States lacked in 2023. This is not a new or unfamiliar problem, but high interest rates, housing shortages, and an aging workforce are amplifying the pressure to build faster and recruit new talent. Panelized and modular construction are often touted as a solution to this workforce challenge and have seen year over year increases in market share. While research confirms industrialized construction can increase building efficiencies, researchers at the National Renewable Energy Laboratory (NREL), RMI, Washington State University, Dodge Construction Network and Guidehouse were curious how workers are being impacted both on construction sites, at factories, and all the stages in between.

32 ENERGY CONSERVATION, CONSUMPTION, AND UTILIZATI↗