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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.
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.
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.
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.
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.
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.
Robust solar industry growth is creating a shortage of U.S. workers who are knowledgeable in emerging Distributed Energy Resource (DER) technologies including networking, operational software, smart advanced inverters, smart advanced PV modules, and cybersecurity. Retraining military veterans and other qualified individuals to fill workforce gaps in those technologies is the project focus. The project leverages the experience and contributions of DER and cybersecurity experts, educational organizations offering accreditation, and groups serving our nation’s veterans to meet its goals. To bridge this workforce skills gap, the Cyberguardians and STEM Warriors project will establish a complete learning and career advancement system for veterans, transitioning military personnel and other qualified individuals into the DER workforce. The project will guide participants successfully through the process of program/vocation selection, curriculum enrollment, academic mentoring, degree or certificate attainment, job board enrollment, introduction to hiring managers at DER companies, and successful job acquisition. This webinar was used to promote the Cyberguardians program and to ensure ample news coverage to reach veterans, employers, and others that would benefit from this program.
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.
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).
The rapid digitalization of nuclear power plants (NPPs) and the deployment of advanced and small modular reactors (A/SMRs) have expanded the cybersecurity attack surface within the nuclear sector. This evolution introduces unique challenges beyond those faced in general information technology (IT), operational technology (OT) and industrial control system (ICS) security, due to nuclear power’s regulatory rigor, safety-critical nature, and operational needs. A pressing workforce gap persists; cybersecurity graduates typically lack nuclear-specific context and retraining them for industry readiness requires 12–18 months, creating a significant burden. This paper addresses this gap by defining the domains of knowledge that nuclear cybersecurity specialists must master, spanning cybersecurity, nuclear engineering, OT/ICS security, and regulatory governance. We propose a curricular framework integrating technical, regulatory, and applied learning components to accelerate workforce readiness. Our approach builds on existing findings that current curricula inadequately integrate nuclear engineering and cybersecurity, shifting the discourse from why specialization is needed to what knowledge must be taught. The recommendations have implications for workforce development and long-term resilience of the nuclear energy sector.
The "Pathways to Bio-Power" program was designed as a workforce development initiative aimed at addressing the workforce gap in the bioenergy sector while promoting diversity and inclusion. The program incorporated advanced technologies, such as artificial intelligence (AI) and learning algorithms, to provide individualized training plans and pathways for Minority Business Enterprises (MBEs) and the current workforce to enter the bioenergy industry. However, after careful consideration, it was determined that proceeding to Phase II was not feasible due to several reasons related to resource allocation, market demand, and technical challenges.
There is an immense challenge in organizing personnel across a large agency such as NASA, or even over a subset of that, like a center's Engineering directorate. Workforce inefficiencies and challenges are bound to grow over time without oversight and management. It is also not always possible to hire new employees to fill workforce gaps, therefore available resources must be utilized more efficiently. The goal of this internship was to develop software that improves organizational efficiency by aiding managers, making employee information viewable and editable in an intuitive manner. This semester I created an application for managers that aids in optimizing allocation of employee resources for a single division with the possibility of scaling upwards. My duties this semester consisted of developing frontend and backend software to complete this task. The application provides user-friendly information displays and documentation of the workforce to allow NASA to track diligently track the status and skills of its workforce. This tool should be able to prove that current employees are being effectively utilized and if new hires are necessary to fulfill skill gaps.
The development of a sustainable, skilled fusion workforce requires coordinated strategy between all sectors of fusion industry. This paper outlines a framework to align training programs with evolving technical and professional demands of fusion, including enhancing existing curricula, the establishment of new programs at educational institutions, and the identification of workforce gaps informed through industry engagement. Effective curriculum development requires input from both educators and employers to ensure that academic content reflects real-world challenges and can prepare students for successful transitions into the field. Collaborative models, such as industry-led training programs, inter-institutional partnerships, and faculty development initiatives, are highlighted as mechanisms for scalable and inclusive workforce development. Continued program success and relevance will be dependent on continuous review processes, including feedback from employers, alumni, and advisory boards. The combination of these programs supports the formation of flexible, industry-informed training pathways. This approach aims to foster a competent workforce capable of advancing fusion energy research and commercialization.
The National Wind Technology Center (NWTC), located at the U.S. Department of Energy's (DOE's) National Renewable Energy Laboratory (NREL) Flatirons Campus, has been a driving force in advancing wind energy technology research worldwide since its designation as a DOE national research center in 1992. Enabled by the Flatirons Campus's world-class facilities, scientists, engineers, analysts, and researchers are pushing the frontiers of science to pursue wind energy innovation. In Fiscal Year (FY) 2021, NREL continued to provide the technical expertise, research capabilities, and industry understanding to support DOE's ambitious climate action and research goals by advancing technology, addressing market and deployment barriers, and driving down costs with more efficient, reliable, and predictable wind energy systems. One of several highlights, NREL received an R&D 100 Special Recognition Award for its Thermoplastic Resin System for Wind Turbine Blades. This breakthrough in the wind turbine manufacturing process will enable the production of recyclable blades that are stronger, longer, and less expensive, while increasing energy capture, decreasing energy and transportation costs, and increasing blade reliability. In a year when the entire U.S. economy struggled to address workforce gaps, an NREL study compared wind industry needs, training programs, and hiring practices with perspectives from students and recent college graduates. Researchers hope that, by pinpointing areas of disconnect, the expectations of employers who have difficulty filling entry-level jobs can better align with the preparation of the potential applicants who find it hard to break into the field. The lab also made numerous new data and modeling resources available in FY 2021. Recent NREL releases include a modeling tool for predicting the power performance and structural loads of wind turbines within a wind farm (FAST.Farm), a computational framework for modeling golden eagle behavior near wind farms, and 20 years of offshore wind data. Updates were also made to the widely used Wind Plant Integrated Systems Design and Engineering Model (WISDEM), which couples engineering and cost models to examine system-level trade-offs. Now, bolstered by a renewed national commitment to tackle climate change and revitalize the U.S. economy through increased investment in clean energy - particularly in offshore wind energy - NREL stands poised to lead the way to a sustainable future that powers the United States with significant levels of reliable, low-cost, accessible wind energy. This report provides an overview of the achievements NREL made on behalf of DOE's Wind Energy Technologies Office (WETO) and other partners during FY 2021 (between Oct. 1, 2020, and Sept. 30, 2021).
Through Communities LEAP, a community coalition focused on the Hill District neighborhood of Pittsburgh is working with a technical assistance provider network led by the National Renewable Energy Laboratory (NREL). The coalition includes community organizations, nonprofits, the city government, and the utility. Technical assistance provides analysis and information to support Hill District stakeholders in their goals to create informed residential energy efficiency and renewable energy transition strategies that improve housing conditions and lower energy bills, incorporate energy efficiency and renewable energy strategies into existing, community-driven development efforts; and generate quality local jobs. This presentation provides a summary of potential employment impacts of residential energy efficiency investments in the Hill District, aligned with NREL's housing stock analysis; a scan of existing energy efficiency and clean energy workforce and education stakeholders in and around the Hill District; and gaps and potential opportunities for new or expanded training to align with energy efficiency and clean energy goals.
This paper examines the intersection of security and accessibility within energy systems amidst the rise of grid modernization and digitization, especially considering the regulatory changes and the imperatives of inclusive energy strategies. It addresses the dual need for secure, resilient infrastructure and a commitment to mitigate energy poverty while maintaining equitable access to energy. Amid escalating cybersecurity and physical threats, the paper advocates for sustainable energy delivery systems that ensure robust defenses without compromising the goals of reducing energy poverty and ensuring energy security. This paper identifies the pressing need for Cyber-Informed Engineering (CIE) and Secure-by-Design (SbD) principles, highlighting how these strategies can protect critical infrastructure and democratize access to secure energy, particularly for disadvantaged communities. The analysis underscores the challenges presented by the expansion of attack surfaces, interoperability requirements, and grid-edge analytics, offering innovative solutions that leverage advanced technologies and data-driven insights. Furthermore, this paper addresses the workforce development gap, emphasizing the necessity for public-private partnerships and vendor engagement in creating a skilled cybersecurity workforce. This paper has a dual focus on both the technological aspect of cybersecurity and the social dimension of equity within the context of sustainable energy development. It suggests a comprehensive examination of how these two critical elements interact and support the overarching goal of a sustainable energy future.
The upcoming retirement of the Baby Boomers will leave a workforce age gap between the younger generation (the future NASA decision makers) and the gray beards. This paper will reflect on the average age of the workforce across NASA Centers, the Aerospace Industry and other Government Agencies, like DoD. This paper will dig into Productivity and Realization Factors and how they get applied to bi-monthly (payroll) data for true full-time equivalent (FTE) calculations that could be used at each of the NASA Centers and other business systems that are on the forefront in being implemented. This paper offers some comparative costs analysis/solutions, from simple FTE cost-estimating relationships (CERs) versus CERs for monthly time-phasing activities for small research projects that start and get completed within a government fiscal year. This paper will present the results of a parametric study investigating the cost-effectiveness of alternative performance-based CERs and how they get applied into the Center's forward pricing rate proposals (FPRP). True CERs based on the relationship of a younger aged workforce will have some effects on labor rates used in both commercial cost models and other internal home-grown cost models which may impact the productivity factors for future NASA missions.
If there is anything we can learn from the media, it is the frequency and severity of cyber-attacks is increasing and there are not enough qualified people to combat the risk organizations are facing. Current estimates say there are 3.5 million available cybersecurity related jobs globally and there has been a 350% growth in cybersecurity jobs since 2013 (Group, 2020). The Idaho Cyber Research Project (ICRP) is focused on finding an implementing solution to the problems in the workforce development pipeline. Our team consists of Cohort 2 of the ICRP, we are tasked with solving issues faced by organizations hiring new cyber personnel. To provide solutions to these issues we focused our research on four components of workforce availability and competency: resume and transcript analysis, apprenticeships, cyber incident response plan development, and adversarial mindset training. From this research we have produced the following focus areas and subsequent steps for each component of workforce capability: transcript and knowledge skills abilities (KSA) focused analysis, cybersecurity apprenticeships programs, the value of an adversarial mindset, and a guide to setting up cyber incident response plans for underprepared organizations. These solutions can be further developed and implemented to reduce the gap in workforce demand and talent.