National Library of Energy BETA

Sample records for total workforce gender

  1. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

    93 504 619 838 259 22 YEARS OF FEDERAL SERVICE 16.8 874 535 594 308 24 EDUCATION J.D.Ph.DSc.D Degrees 91 Masters Degrees 737 Bachelors Degrees 792 715 National Nuclear...

  2. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

    105 515 633 823 263 25 YEARS OF FEDERAL SERVICE 16.7 876 566 552 344 26 EDUCATION J.D.Ph.DSc.D Degrees 95 Masters Degrees 761 Bachelors Degrees 801 707 National Nuclear...

  3. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

    1 3 0 0 0 0 23 6 PAY PLAN SES 1 EN 05 1 EN 04 10 NN (Engineering) 7 NQ (Prof/Tech/Admin) 15 Kansas City Field Office As of March 21, 2015 DIVERSITY 34 24 70.6% American Indian Alaska Native African American Asian American Pacific Islander Hispanic White 29.4% SES EN 05 EN 04 NN NQ 2.9% 2.9% 29.4% 20.6% 44.1% 0.0% 2.9% 2.9% 8.8% 0.0% 0.0% 0.0% 0.0% 67.6% 17.6% SUPERVISORS DISABILITY 2 SUPERVISORS RATIO VETERANS 9 RETIREMENT AGE 49.2 1 5 8 16 4 0 YEARS OF FEDERAL SERVICE 16.7 11 8 13 2 0 EDUCATION

  4. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

    0 Females Male Female Male Female Male Female Male Female Male Female 2 1 4 3 20 2 5 1 24 13 PAY PLAN SES 1 EJ/EK 2 EN 05 2 EN 04 21 EN 03 7 NN (Engineering) 15 NQ (Prof/Tech/Admin) 26 NU (Tech/Admin Support) 1 Livermore Field Office As of March 21, 2015 DIVERSITY 75 55 73.3% American Indian Alaska Native African American Asian American Pacific Islander Hispanic White 26.7% SES EJ/EK EN 05 EN 04 EN 03 NN NQ NU 1.3% 2.7% 2.7% 28.0% 9.3% 20.0% 34.7% 1.3% 2.7% 1.3% 5.3% 4.0% 26.7% 2.7% 6.7% 1.3%

  5. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

    5 Females Male Female Male Female Male Female Male Female Male Female 2 3 0 0 3 0 9 10 35 12 PAY PLAN SES 2 EJ/EK 8 EN 05 1 EN 04 20 NN (Engineering) 15 NQ (Prof/Tech/Admin) 25 NU (Tech/Admin Support) 3 Los Alamos Field Office As of March 21, 2015 DIVERSITY 74 49 66.2% American Indian Alaska Native African American Asian American Pacific Islander Hispanic White 33.8% SES EJ/EK EN 05 EN 04 NN NQ NU 2.7% 10.8% 1.4% 27.0% 20.3% 33.8% 4.1% 2.7% 4.1% 0.0% 0.0% 4.1% 0.0% 12.2% 13.5% 47.3% 16.2%

  6. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

    3 Females Male Female Male Female Male Female Male Female Male Female 0 1 1 4 1 0 0 4 10 4 PAY PLAN SES 7 EX 2 EJ/EK 1 EN 05 1 EN 04 2 EN 00 1 NQ (Prof/Tech/Admin) 10 NU (Tech/Admin Support) 1 National Nuclear Security Administration (NA-1) As of March 21, 2015 DIVERSITY 25 12 48.0% American Indian Alaska Native African American Asian American Pacific Islander Hispanic White 52.0% SES EX EJ/EK EN 05 EN 04 EN 00 NQ NU 28.0% 8.0% 4.0% 4.0% 8.0% 4.0% 40.0% 4.0% 0.0% 4.0% 4.0% 16.0% 4.0% 0.0% 0.0%

  7. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

    9 Females Male Female Male Female Male Female Male Female Male Female 1 1 10 11 4 3 14 8 78 26 PAY PLAN SES 10 EX 1 EJ/EK 2 EN 05 8 EN 04 15 EN 03 6 NN (Engineering) 63 NQ (Prof/Tech/Admin) 51 White 31.4% Deputy Administrator for Defense Programs (NA-10) As of March 21, 2015 DIVERSITY 156 107 68.6% American Indian Alaska Native African American Asian American Pacific Islander Hispanic SES EX EJ/EK EN 05 EN 04 EN 03 NN NQ 6.4% 0.6% 1.3% 5.1% 9.6% 3.8% 40.4% 32.7% 0.6% 0.6% 6.4% 7.1% 2.6% 1.9%

  8. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

    5 Females Male Female Male Female Male Female Male Female Male Female 14 2 18 1 10 2 71 21 400 19 PAY PLAN SES 2 EJ/EK 2 EN 04 1 NN (Engineering) 11 NQ (Prof/Tech/Admin) 215 NU (Tech/Admin Support) 2 NV (Nuc Mat Courier) 325 DIVERSITY 558 513 91.9% American Indian Alaska Native African American Asian American Pacific Islander Hispanic White 8.1% Assistant Deputy Administrator for Secure Transportation (NA-15) As of March 21, 2015 SES EJ/EK EN 04 NN NQ NU NV 0.4% 0.4% 0.2% 2.0% 38.5% 0.4% 58.2%

  9. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

    91 Females Male Female Male Female Male Female Male Female Male Female 1 0 3 17 3 6 8 10 70 58 PAY PLAN SES 12 EX 1 EJ/EK 3 EN 05 1 EN 04 2 EN 03 1 EN 00 3 NN (Engineering) 27 NQ (Prof/Tech/Admin) 123 NU (Tech/Admin Support) 2 GS 15 1 Deputy Administrator for Defense Nuclear NonProliferation (NA-20) As of March 21, 2015 DIVERSITY 176 85 48.3% American Indian Alaska Native African American Asian American Pacific Islander Hispanic White 51.7% SES EX EJ/EK EN 05 EN 04 EN 03 EN 00 NN NQ NU GS 15

  10. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

    0 Females Male Female Male Female Male Female Male Female Male Female 0 1 4 8 2 0 1 0 138 61 PAY PLAN SES 25 EJ/EK 2 EN 05 9 NN (Engineering) 72 NQ (Prof/Tech/Admin) 91 NU (Tech/Admin Support) 16 * Includes NRLFO employees. Deputy Administrator for Naval Reactors (NA-30) As of March 21, 2015 DIVERSITY 215 145 67.4% American Indian Alaska Native African American Asian American Pacific Islander Hispanic White 32.6% SES EJ/EK EN 05 NN NQ NU 11.6% 0.9% 4.2% 33.5% 42.3% 7.4% 0.0% 0.5% 1.9% 3.7% 0.9%

  11. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

    4 Females Male Female Male Female Male Female Male Female Male Female 0 0 10 8 2 1 4 5 39 10 PAY PLAN SES 2 EJ/EK 3 EN 04 1 NN (Engineering) 20 NQ (Prof/Tech/Admin) 53 Associate Administrator for Emergency Operations (NA-40) As of March 21, 2015 DIVERSITY 79 55 69.6% American Indian Alaska Native African American Asian American Pacific Islander Hispanic White 30.4% SES EJ/EK EN 04 NN NQ 2.5% 3.8% 1.3% 25.3% 67.1% 0.0% 0.0% 12.7% 10.1% 2.5% 1.3% 5.1% 6.3% 49.4% 12.7% SUPERVISORS DISABILITY 7

  12. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

    3 Females Male Female Male Female Male Female Male Female Male Female 1 1 1 7 3 2 7 5 55 18 PAY PLAN SES 3 EJ/EK 5 EN 05 13 EN 04 11 EN 03 1 NN (Engineering) 43 NQ (Prof/Tech/Admin) 23 NU (Tech/Admin Support) 1 * Reorganization, includes NA-SH and NA-00 employees. White 33.0% Associate Administrator for Infrastructure & Environment (NA-50) As of March 21, 2015 DIVERSITY 100 67 67.0% American Indian Alaska Native African American Asian American Pacific Islander Hispanic SES EJ/EK EN 05 EN 04

  13. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

    2 4 6 0 0 6 15 29 18 PAY PLAN SES 2 EJ/EK 1 NN (Engineering) 7 NQ (Prof/Tech/Admin) 67 NU (Tech/Admin Support) 3 DIVERSITY 80 39 48.8% American Indian Alaska Native African American Asian American Pacific Islander Hispanic White 51.3% Associate Administrator for Defense Nuclear Security (NA-70) As of March 21, 2015 SES EJ/EK NN NQ NU 2.5% 1.3% 8.8% 83.8% 3.8% 0.0% 2.5% 5.0% 7.5% 0.0% 0.0% 7.5% 18.8% 36.3% 22.5% SUPERVISORS DISABILITY 7 SUPERVISORS RATIO VETERANS 29 RETIREMENT AGE 51.7 2 14 12 35

  14. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

    Females Male Female Male Female Male Female Male Female Male Female 0 0 0 0 1 0 0 0 11 2 PAY PLAN SES 2 EJ/EK 1 EN 04 1 EN 00 1 NN (Engineering) 5 NQ (Prof/Tech/Admin) 4 DIVERSITY 14 12 85.7% American Indian Alaska Native African American Asian American Pacific Islander Hispanic White 14.3% Associate Administrator & Deputy Under Secretary for Counterterrorism & Counterproliferation (NA-80) As of March 21, 2015 SES EJ/EK EN 04 EN 00 NN NQ 14.3% 7.1% 7.1% 7.1% 35.7% 28.6% 0.0% 0.0% 0.0%

  15. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

    2 Females Male Female Male Female Male Female Male Female Male Female 2 1 4 9 4 0 20 25 57 37 PAY PLAN SES 7 EJ/EK 3 EN 04 11 EN 00 3 NN (Engineering) 30 NQ (Prof/Tech/Admin) 102 NU (Tech/Admin Support) 3 Associate Administrator for Acquistion & Project Management (NA-APM) As of March 21, 2015 DIVERSITY 159 87 54.7% American Indian Alaska Native African American Asian American Pacific Islander Hispanic White 45.3% SES EJ/EK EN 04 EN 00 NN NQ NU 4.4% 1.9% 6.9% 1.9% 18.9% 64.2% 1.9% 1.3% 0.6%

  16. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

    Females Male Female Male Female Male Female Male Female Male Female 0 0 3 3 0 1 0 1 4 2 PAY PLAN SES 1 NQ (Prof/Tech/Admin) 8 GS 15 2 GS 14 1 GS 13 1 GS 10 1 Associate Administrator of External Affairs (NA-EA) As of March 21, 2015 DIVERSITY 14 7 50.0% American Indian Alaska Native African American Asian American Pacific Islander Hispanic White 50.0% SES NQ GS 15 GS 14 GS 13 GS 10 7.1% 57.1% 14.3% 7.1% 7.1% 7.1% 0.0% 0.0% 21.4% 21.4% 0.0% 7.1% 0.0% 7.1% 28.6% 14.3% SUPERVISORS DISABILITY 4

  17. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

    9 Females Male Female Male Female Male Female Male Female Male Female 0 0 1 2 0 1 4 7 12 9 PAY PLAN SES 2 EJ/EK 1 EN 03 1 NN (Engineering) 1 NQ (Prof/Tech/Admin) 30 NU (Tech/Admin Support) 1 Office of General Counsel (NA-GC) As of March 21, 2015 DIVERSITY 36 17 47.2% American Indian Alaska Native African American Asian American Pacific Islander Hispanic White 52.8% SES EJ/EK EN 03 NN NQ NU 5.6% 2.8% 2.8% 2.8% 83.3% 2.8% 0.0% 0.0% 2.8% 5.6% 0.0% 2.8% 11.1% 19.4% 33.3% 25.0% SUPERVISORS DISABILITY

  18. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

    7 Females Male Female Male Female Male Female Male Female Male Female 1 2 2 6 1 0 0 5 9 4 PAY PLAN SES 1 EJ/EK 1 NQ (Prof/Tech/Admin) 27 NU (Tech/Admin Support) 1 Associate Administrator for Information Management & Chief Information Officer (NA-IM) As of March 21, 2015 DIVERSITY 30 13 43.3% American Indian Alaska Native African American Asian American Pacific Islander Hispanic White 56.7% SES EJ/EK NQ NU 3.3% 3.3% 90.0% 3.3% 3.3% 6.7% 6.7% 20.0% 3.3% 0.0% 0.0% 16.7% 30.0% 13.3% SUPERVISORS

  19. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

    4 Females Male Female Male Female Male Female Male Female Male Female 2 2 11 31 1 3 18 35 46 63 PAY PLAN SES 9 EJ/EK 1 EN 04 1 NQ (Prof/Tech/Admin) 194 NU (Tech/Admin Support) 7 DIVERSITY 212 78 36.8% American Indian Alaska Native African American Asian American Pacific Islander Hispanic White 63.2% Associate Administrator for Management & Budget (NA-MB) As of March 21, 2015 SES EJ/EK EN 04 NQ NU 4.2% 0.5% 0.5% 91.5% 3.3% 0.9% 0.9% 5.2% 14.6% 0.5% 1.4% 8.5% 16.5% 21.7% 29.7% SUPERVISORS

  20. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

    1 3 6 5 1 6 4 60 29 PAY PLAN SES 2 EJ/EK 18 EN 05 1 EN 04 28 EN 03 3 NN (Engineering) 19 NQ (Prof/Tech/Admin) 40 NU (Tech/Admin Support) 4 White 35.7% NNSA Production Office (NPO) As of March 21, 2015 DIVERSITY 115 74 64.3% American Indian Alaska Native African American Asian American Pacific Islander Hispanic SES EJ/EK EN 05 EN 04 EN 03 NN NQ NU 1.7% 15.7% 0.9% 24.3% 2.6% 16.5% 34.8% 3.5% 0.0% 0.9% 2.6% 5.2% 4.3% 0.9% 5.2% 3.5% 52.2% 25.2% SUPERVISORS DISABILITY 11 SUPERVISORS RATIO VETERANS 24

  1. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

    3 Females Male Female Male Female Male Female Male Female Male Female 1 1 2 3 2 2 6 5 44 12 PAY PLAN SES 2 EJ/EK 2 EN 05 1 EN 04 23 NN (Engineering) 25 NQ (Prof/Tech/Admin) 23 NU (Tech/Admin Support) 2 Nevada Field Office As of March 21, 2015 DIVERSITY 78 55 70.5% American Indian Alaska Native African American Asian American Pacific Islander Hispanic White 29.5% SES EJ/EK EN 05 EN 04 NN NQ NU 2.6% 2.6% 1.3% 29.5% 32.1% 29.5% 2.6% 1.3% 1.3% 2.6% 3.8% 2.6% 2.6% 7.7% 6.4% 56.4% 15.4% SUPERVISORS

  2. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

    0 Females Male Female Male Female Male Female Male Female Male Female 0 3 2 2 2 0 13 10 33 15 PAY PLAN SES 2 EJ/EK 4 EN 04 9 EN 03 2 NN (Engineering) 28 NQ (Prof/Tech/Admin) 29 NU (Tech/Admin Support) 6 Sandia Field Office As of March 21, 2015 DIVERSITY 80 50 62.5% American Indian Alaska Native African American Asian American Pacific Islander Hispanic White 37.5% SES EJ/EK EN 04 EN 03 NN NQ NU 2.5% 5.0% 11.3% 2.5% 35.0% 36.3% 7.5% 0.0% 3.8% 2.5% 2.5% 2.5% 0.0% 16.3% 12.5% 41.3% 18.8% SUPERVISORS

  3. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

    2 4 1 0 0 0 12 5 PAY PLAN SES 1 EN 05 1 EN 04 3 NN (Engineering) 10 NQ (Prof/Tech/Admin) 9 NU (Tech/Admin Support) 1 Savannah River Field Office As of March 21, 2015 DIVERSITY 25 15 60.0% American Indian Alaska Native African American Asian American Pacific Islander Hispanic White 40.0% SES EN 05 EN 04 NN NQ NU 4.0% 4.0% 12.0% 40.0% 36.0% 4.0% 0.0% 4.0% 8.0% 16.0% 4.0% 0.0% 0.0% 0.0% 48.0% 20.0% SUPERVISORS DISABILITY 1 SUPERVISORS RATIO VETERANS 4 RETIREMENT AGE 49.7 1 5 3 13 3 0 YEARS OF

  4. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

    2 Females Male Female Male Female Male Female Male Female Male Female 0 1 2 3 0 0 0 0 22 8 PAY PLAN SES 1 EN 05 1 EN 04 9 EN 03 1 NN (Engineering) 8 NQ (Prof/Tech/Admin) 16 White 33.3% Kansas City Field Office As of September 5, 2015 DIVERSITY 36 24 66.7% American Indian Alaska Native African American Asian American Pacific Islander Hispanic SES EN 05 EN 04 EN 03 NN NQ 2.8% 2.8% 25.0% 2.8% 22.2% 44.4% 0.0% 2.8% 5.6% 8.3% 0.0% 0.0% 0.0% 0.0% 61.1% 22.2% Prepared by NNSA Office of Civil Rights

  5. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

    1 Females Male Female Male Female Male Female Male Female Male Female 2 1 4 4 20 2 5 1 24 13 PAY PLAN SES 1 EJ/EK 2 EN 05 2 EN 04 21 EN 03 7 NN (Engineering) 15 NQ (Prof/Tech/Admin) 27 NU (Tech/Admin Support) 1 DIVERSITY 76 55 72.4% American Indian Alaska Native African American Asian American Pacific Islander Hispanic White 27.6% Livermore Field Office As of September 5, 2015 SES EJ/EK EN 05 EN 04 EN 03 NN NQ NU 1.3% 2.6% 2.6% 27.6% 9.2% 19.7% 35.5% 1.3% 2.6% 1.3% 5.3% 5.3% 26.3% 2.6% 6.6% 1.3%

  6. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

    5 Females Male Female Male Female Male Female Male Female Male Female 2 3 1 0 2 0 10 10 35 12 PAY PLAN SES 2 EJ/EK 7 EN 05 1 EN 04 22 EN 03 1 EN 00 2 NN (Engineering) 12 NQ (Prof/Tech/Admin) 25 NU (Tech/Admin Support) 3 DIVERSITY 75 50 66.7% American Indian Alaska Native African American Asian American Pacific Islander Hispanic White 33.3% Los Alamos Field Office As of September 5, 2015 SES EJ/EK EN 05 EN 04 EN 03 EN 00 NN NQ NU 2.7% 9.3% 1.3% 29.3% 1.3% 2.7% 16.0% 33.3% 4.0% 2.7% 4.0% 1.3% 0.0%

  7. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

    77 Females Male Female Male Female Male Female Male Female Male Female 2 1 5 12 4 0 20 27 54 37 PAY PLAN SES 4 EJ/EK 2 EN 04 11 EN 03 3 EN 00 6 NN (Engineering) 29 NQ (Prof/Tech/Admin) 104 NU (Tech/Admin Support) 3 Associate Administrator for Acquistion & Project Management (NA-APM) As of September 5, 2015 DIVERSITY 162 85 52.5% American Indian Alaska Native African American Asian American Pacific Islander Hispanic White 47.5% SES EJ/EK EN 04 EN 03 EN 00 NN NQ NU 2.5% 1.2% 6.8% 1.9% 3.7%

  8. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

    4 Females Male Female Male Female Male Female Male Female Male Female 0 1 2 4 1 1 1 4 10 4 PAY PLAN SES 6 EX 2 EN 05 1 EN 04 1 EN 00 1 NN (Engineering) 1 NQ (Prof/Tech/Admin) 15 NU (Tech/Admin Support) 1 Immediate Office of the Administrator (NA-1) As of September 5, 2015 DIVERSITY 28 14 50.0% American Indian Alaska Native African American Asian American Pacific Islander Hispanic White 50.0% SES EX EN 05 EN 04 EN 00 NN NQ NU 21.4% 7.1% 3.6% 3.6% 3.6% 3.6% 53.6% 3.6% 0.0% 3.6% 7.1% 14.3% 3.6%

  9. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

    1 Females Male Female Male Female Male Female Male Female Male Female 1 1 10 12 4 3 16 8 84 27 PAY PLAN SES 11 EJ/EK 2 EN 05 9 EN 04 15 EN 03 8 EN 00 5 NN (Engineering) 62 NQ (Prof/Tech/Admin) 53 ED 00 1 Deputy Administrator for Defense Programs (NA-10) As of September 5, 2015 DIVERSITY 166 115 69.3% American Indian Alaska Native African American Asian American Pacific Islander Hispanic White 30.7% SES EJ/EK EN 05 EN 04 EN 03 EN 00 NN NQ ED 00 6.6% 1.2% 5.4% 9.0% 4.8% 3.0% 37.3% 31.9% 0.6% 0.6%

  10. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

    3 Females Male Female Male Female Male Female Male Female Male Female 13 2 19 1 11 2 71 21 397 17 PAY PLAN SES 1 EJ/EK 2 EN 04 1 NN (Engineering) 11 NQ (Prof/Tech/Admin) 210 NU (Tech/Admin Support) 2 NV (Nuc Mat Courier) 327 White 7.8% Assistant Deputy Administrator for Secure Transportation (NA-15) As of September 5, 2015 DIVERSITY 554 511 92.2% American Indian Alaska Native African American Asian American Pacific Islander Hispanic SES EJ/EK EN 04 NN NQ NU NV 0.2% 0.4% 0.2% 2.0% 37.9% 0.4%

  11. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

    92 Females Male Female Male Female Male Female Male Female Male Female 1 0 3 16 4 7 9 10 72 59 PAY PLAN SES 12 EX 1 EJ/EK 3 EN 05 1 EN 04 4 EN 03 7 EN 00 4 NN (Engineering) 28 NQ (Prof/Tech/Admin) 118 NU (Tech/Admin Support) 1 GS 15 1 ED 00 1 DIVERSITY 181 89 49.2% American Indian Alaska Native African American Asian American Pacific Islander Hispanic White 50.8% Deputy Administrator for Defense Nuclear NonProliferation (NA-20) As of September 5, 2015 SES EX EJ/EK EN 05 EN 04 EN 03 EN 00 NN NQ

  12. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

    8 Females Male Female Male Female Male Female Male Female Male Female 0 1 4 6 3 0 1 0 81 21 PAY PLAN SES 26 EJ/EK 2 EN 05 11 NN (Engineering) 49 NQ (Prof/Tech/Admin) 25 NU (Tech/Admin Support) 4 DIVERSITY 117 89 76.1% American Indian Alaska Native African American Asian American Pacific Islander Hispanic White 23.9% Deputy Administrator for Naval Reactors (NA-30) As of September 5, 2015 SES EJ/EK EN 05 NN NQ NU 22.2% 1.7% 9.4% 41.9% 21.4% 3.4% 0.0% 0.9% 3.4% 5.1% 2.6% 0.0% 0.9% 0.0% 69.2% 17.9%

  13. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

    6 Females Male Female Male Female Male Female Male Female Male Female 0 0 10 9 2 1 4 5 39 11 PAY PLAN SES 2 EJ/EK 3 EN 04 2 NN (Engineering) 18 NQ (Prof/Tech/Admin) 56 DIVERSITY 81 55 67.9% American Indian Alaska Native African American Asian American Pacific Islander Hispanic White 32.1% Associate Administrator for Emergency Operations (NA-40) As of September 5, 2015 SES EJ/EK EN 04 NN NQ 2.5% 3.7% 2.5% 22.2% 69.1% 0.0% 0.0% 12.3% 11.1% 2.5% 1.2% 4.9% 6.2% 48.1% 13.6% Prepared by NNSA Office of

  14. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

    4 Females Male Female Male Female Male Female Male Female Male Female 1 1 1 6 3 2 7 5 52 20 PAY PLAN SES 3 EJ/EK 4 EN 05 12 EN 04 9 EN 03 2 EN 00 3 NN (Engineering) 42 NQ (Prof/Tech/Admin) 22 NU (Tech/Admin Support) 1 White 34.7% Associate Administrator for Safety, Infrastructure and Operations (NA-50) As of September 5, 2015 DIVERSITY 98 64 65.3% American Indian Alaska Native African American Asian American Pacific Islander Hispanic SES EJ/EK EN 05 EN 04 EN 03 EN 00 NN NQ NU 3.1% 4.1% 12.2%

  15. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

    0 Females Male Female Male Female Male Female Male Female Male Female 0 2 4 6 0 0 7 14 27 18 PAY PLAN SES 3 NN (Engineering) 6 NQ (Prof/Tech/Admin) 66 NU (Tech/Admin Support) 3 DIVERSITY 78 38 48.7% American Indian Alaska Native African American Asian American Pacific Islander Hispanic White 51.3% Associate Administrator for Defense Nuclear Security (NA-70) As of September 5, 2015 SES NN NQ NU 3.8% 7.7% 84.6% 3.8% 0.0% 2.6% 5.1% 7.7% 0.0% 0.0% 9.0% 17.9% 34.6% 23.1% Prepared by NNSA Office of

  16. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

    Females Male Female Male Female Male Female Male Female Male Female 0 0 0 0 1 0 0 0 11 3 PAY PLAN SES 2 EJ/EK 1 EN 04 1 EN 03 2 NN (Engineering) 5 NQ (Prof/Tech/Admin) 4 Associate Administrator & Deputy Under Secretary for Counterterrorism & Counterproliferation (NA-80) As of September 5, 2015 DIVERSITY 15 12 80.0% American Indian Alaska Native African American Asian American Pacific Islander Hispanic White 20.0% SES EJ/EK EN 04 EN 03 NN NQ 13.3% 6.7% 6.7% 13.3% 33.3% 26.7% 0.0% 0.0%

  17. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

    Females Male Female Male Female Male Female Male Female Male Female 0 0 1 2 0 0 0 1 6 2 PAY PLAN SES 2 EN 03 1 NQ (Prof/Tech/Admin) 7 GS 15 1 GS 14 1 DIVERSITY 12 7 58.3% American Indian Alaska Native African American Asian American Pacific Islander Hispanic White 41.7% Associate Administrator of External Affairs (NA-EA) As of September 5, 2015 SES EN 03 NQ GS 15 GS 14 16.7% 8.3% 58.3% 8.3% 8.3% 0.0% 0.0% 8.3% 16.7% 0.0% 0.0% 0.0% 8.3% 50.0% 16.7% Prepared by NNSA Office of Civil Rights

  18. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

    9 Females Male Female Male Female Male Female Male Female Male Female 0 1 1 2 0 1 5 7 11 8 PAY PLAN SES 2 EJ/EK 1 EN 03 1 NN (Engineering) 2 NQ (Prof/Tech/Admin) 29 NU (Tech/Admin Support) 1 DIVERSITY 36 17 47.2% American Indian Alaska Native African American Asian American Pacific Islander Hispanic White 52.8% Office of General Counsel (NA-GC) As of September 5, 2015 SES EJ/EK EN 03 NN NQ NU 5.6% 2.8% 2.8% 5.6% 80.6% 2.8% 0.0% 2.8% 2.8% 5.6% 0.0% 2.8% 13.9% 19.4% 30.6% 22.2% Prepared by NNSA

  19. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

    5 Females Male Female Male Female Male Female Male Female Male Female 1 2 2 4 1 0 0 5 10 4 PAY PLAN SES 1 EJ/EK 1 EN 05 1 NQ (Prof/Tech/Admin) 25 NU (Tech/Admin Support) 1 DIVERSITY 29 14 48.3% American Indian Alaska Native African American Asian American Pacific Islander Hispanic White 51.7% Associate Administrator for Information Management & Chief Information Officer (NA-IM) As of September 5, 2015 SES EJ/EK EN 05 NQ NU 3.4% 3.4% 3.4% 86.2% 3.4% 3.4% 6.9% 6.9% 13.8% 3.4% 0.0% 0.0% 17.2%

  20. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

    31 Females Male Female Male Female Male Female Male Female Male Female 1 2 11 31 1 4 18 34 45 60 PAY PLAN SES 8 EJ/EK 1 EN 04 2 NQ (Prof/Tech/Admin) 189 NU (Tech/Admin Support) 7 DIVERSITY 207 76 36.7% American Indian Alaska Native African American Asian American Pacific Islander Hispanic White 63.3% Associate Administrator for Management & Budget (NA-MB) As of September 5, 2015 SES EJ/EK EN 04 NQ NU 3.9% 0.5% 1.0% 91.3% 3.4% 0.5% 1.0% 5.3% 15.0% 0.5% 1.9% 8.7% 16.4% 21.7% 29.0% Prepared by

  1. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

    2 Females Male Female Male Female Male Female Male Female Male Female 0 1 3 6 4 1 8 4 65 30 PAY PLAN SES 2 EJ/EK 15 EN 05 1 EN 04 38 EN 03 7 EN 00 2 NN (Engineering) 16 NQ (Prof/Tech/Admin) 38 NU (Tech/Admin Support) 3 DIVERSITY 122 80 65.6% American Indian Alaska Native African American Asian American Pacific Islander Hispanic White 34.4% NNSA Production Office (NPO) As of September 5, 2015 SES EJ/EK EN 05 EN 04 EN 03 EN 00 NN NQ NU 1.6% 12.3% 0.8% 31.1% 5.7% 1.6% 13.1% 31.1% 2.5% 0.0% 0.8%

  2. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

    4 Females Male Female Male Female Male Female Male Female Male Female 0 0 0 2 1 1 1 0 66 41 PAY PLAN NN (Engineering) 30 NQ (Prof/Tech/Admin) 70 NU (Tech/Admin Support) 12 DIVERSITY 112 68 60.7% American Indian Alaska Native African American Asian American Pacific Islander Hispanic White 39.3% Naval Reactors Laboratory Field Office (NRLFO) As of September 5, 2015 NN NQ NU 26.8% 62.5% 10.7% 0.0% 0.0% 0.0% 1.8% 0.9% 0.9% 0.9% 0.0% 58.9% 36.6% Prepared by NNSA Office of Civil Rights (NA-1.2)

  3. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

    2 Females Male Female Male Female Male Female Male Female Male Female 1 1 2 3 2 2 6 5 43 11 PAY PLAN SES 2 EJ/EK 2 EN 05 1 EN 04 23 NN (Engineering) 24 NQ (Prof/Tech/Admin) 22 NU (Tech/Admin Support) 2 DIVERSITY 76 54 71.1% American Indian Alaska Native African American Asian American Pacific Islander Hispanic White 28.9% Nevada Field Office As of September 5, 2015 SES EJ/EK EN 05 EN 04 NN NQ NU 2.6% 2.6% 1.3% 30.3% 31.6% 28.9% 2.6% 1.3% 1.3% 2.6% 3.9% 2.6% 2.6% 7.9% 6.6% 56.6% 14.5% Prepared by

  4. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

    9 Females Male Female Male Female Male Female Male Female Male Female 0 3 2 1 2 0 13 10 31 15 PAY PLAN SES 2 EJ/EK 4 EN 04 11 EN 03 2 NN (Engineering) 26 NQ (Prof/Tech/Admin) 27 NU (Tech/Admin Support) 5 DIVERSITY 77 48 62.3% American Indian Alaska Native African American Asian American Pacific Islander Hispanic White 37.7% Sandia Field Office As of September 5, 2015 SES EJ/EK EN 04 EN 03 NN NQ NU 2.6% 5.2% 14.3% 2.6% 33.8% 35.1% 6.5% 0.0% 3.9% 2.6% 1.3% 2.6% 0.0% 16.9% 13.0% 40.3% 19.5%

  5. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

    0 Females Male Female Male Female Male Female Male Female Male Female 0 1 2 4 1 0 0 0 13 5 PAY PLAN SES 1 EN 05 1 EN 04 3 NN (Engineering) 11 NQ (Prof/Tech/Admin) 9 NU (Tech/Admin Support) 1 Savannah River Field Office As of September 5, 2015 DIVERSITY 26 16 61.5% American Indian Alaska Native African American Asian American Pacific Islander Hispanic White 38.5% SES EN 05 EN 04 NN NQ NU 3.8% 3.8% 11.5% 42.3% 34.6% 3.8% 0.0% 3.8% 7.7% 15.4% 3.8% 0.0% 0.0% 0.0% 50.0% 19.2% Prepared by NNSA Office

  6. NREL: Workforce Development and Education Programs - Workforce...

    Broader source: All U.S. Department of Energy (DOE) Office Webpages (Extended Search)

    Workforce Development and Education Programs Staff Contact the Workforce Development and Education Programs staff for questions on internships, graduate programs, competitions,...

  7. Workforce Restructuring Policy

    Broader source: Energy.gov [DOE]

    This document provides revised and consolidated policy and models intended to facilitate contractor workforce restructuring activities.

  8. Workforce Training for the Electric Power Sector: Awards | Department of

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Energy Awards Workforce Training for the Electric Power Sector: Awards List of Workforce Training Awards for the Electric Power Sector under the American Recovery and Reinvestment Act organized by state, including, city, recipients, type of project, description, location, Department of Energy funding, and total project cost. Updated November 10, 2011. PDF icon Workforce Development Awards 2011 11 10.pdf More Documents & Publications Workforce Training for the Electric Power Sector

  9. Education Workforce Data

    Broader source: Energy.gov [DOE]

    The Department of Energy and other federal agencies have invested significantly in energy and manufacturing workforce training opportunities and infrastructure across the Nation. Further information can be found in the helpful online federal investments in workforce training catalogue.

  10. Acquisition Workforce Information | Department of Energy

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Certifications and Professional Development Acquisition Workforce Information Acquisition Workforce Information All Acquisition Workforce information has been moved to...

  11. Total..........................................................

    U.S. Energy Information Administration (EIA) Indexed Site

    Floorspace (Square Feet) Total Floorspace 2 Fewer than 500... 3.2 Q 0.8 0.9 0.8 0.5 500 to 999......

  12. Better Buildings Workforce Activities

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    BETTER BUILDINGS WORKFORCE ACTIVITIES  Benjamin Goldstein, Better Buildings Workforce Project Manager, U.S. Department of Energy April 24, 2014 Housekeeping and Overview 1) Restroom location 2) Cell phones-silent please 3) Presentation format  15 min presentation; 15 minute Q&A (reviewers first, then audience) 4) Presenters  Phil Coleman, LBNL: Better Buildings Workforce Guidelines (Energy Manager and Federal Facility Manager)  Marta Milan, Waypoint Building: Commercial Buildings

  13. Total..........................................................

    Annual Energy Outlook [U.S. Energy Information Administration (EIA)]

    2,033 1,618 1,031 791 630 401 Total Floorspace (Square Feet) Fewer than 500... 3.2 357 336 113 188 177 59 500 to 999......

  14. Total..........................................................

    Broader source: All U.S. Department of Energy (DOE) Office Webpages (Extended Search)

    . 111.1 20.6 15.1 5.5 Floorspace (Square Feet) Total Floorspace 1 Fewer than 500... 3.2 0.9 0.5 0.4 500 to 999......

  15. Total..........................................................

    U.S. Energy Information Administration (EIA) Indexed Site

    25.6 40.7 24.2 Floorspace (Square Feet) Total Floorspace 1 Fewer than 500... 3.2 0.9 0.5 0.9 1.0 500 to 999......

  16. Total..........................................................

    Broader source: All U.S. Department of Energy (DOE) Office Webpages (Extended Search)

    5.6 17.7 7.9 Floorspace (Square Feet) Total Floorspace 1 Fewer than 500... 3.2 0.5 0.3 Q 500 to 999......

  17. Total............................................................

    Gasoline and Diesel Fuel Update (EIA)

    Total................................................................... 111.1 2,033 1,618 1,031 791 630 401 Total Floorspace (Square Feet) Fewer than 500............................................... 3.2 357 336 113 188 177 59 500 to 999....................................................... 23.8 733 667 308 343 312 144 1,000 to 1,499................................................. 20.8 1,157 1,086 625 435 409 235 1,500 to 1,999................................................. 15.4 1,592

  18. Administering Workforce Discipline

    Broader source: Directives, Delegations, and Requirements [Office of Management (MA)]

    2014-10-27

    To provide requirements and responsibilities for administering workforce discipline that includes disciplinary, adverse, and alternative corrective actions in the Department of Energy (DOE).

  19. 2013 Nuclear Workforce Development ...

    Broader source: All U.S. Department of Energy (DOE) Office Webpages (Extended Search)

    Nuclear Energy Impact Topics: Today's & Tomorrow's New Nuclear Energy Construction & the Workforce Outlook Current New Nuclear Energy Construction Projects Small Modular...

  20. Total

    U.S. Energy Information Administration (EIA) Indexed Site

    Product: Total Crude Oil Liquefied Petroleum Gases Propane/Propylene Normal Butane/Butylene Other Liquids Oxygenates Fuel Ethanol MTBE Other Oxygenates Biomass-based Diesel Fuel Other Renewable Diesel Fuel Other Renewable Fuels Gasoline Blending Components Petroleum Products Finished Motor Gasoline Reformulated Gasoline Conventional Gasoline Kerosene-Type Jet Fuel Kerosene Distillate Fuel Oil Distillate Fuel Oil, 15 ppm Sulfur and Under Distillate Fuel Oil, Greater than 15 ppm to 500 ppm Sulfur

  1. Total

    U.S. Energy Information Administration (EIA) Indexed Site

    Product: Total Crude Oil Liquefied Petroleum Gases Propane/Propylene Normal Butane/Butylene Other Liquids Oxygenates Fuel Ethanol MTBE Other Oxygenates Biomass-based Diesel Other Renewable Diesel Fuel Other Renewable Fuels Gasoline Blending Components Petroleum Products Finished Motor Gasoline Reformulated Gasoline Conventional Gasoline Kerosene-Type Jet Fuel Kerosene Distillate Fuel Oil Distillate Fuel Oil, 15 ppm Sulfur and Under Distillate Fuel Oil, Greater than 15 ppm to 500 ppm Sulfur

  2. Total..........................................................................

    Gasoline and Diesel Fuel Update (EIA)

    0.7 21.7 6.9 12.1 Floorspace (Square Feet) Total Floorspace 1 Fewer than 500................................................... 3.2 0.9 0.6 Q Q 500 to 999........................................................... 23.8 9.0 4.2 1.5 3.2 1,000 to 1,499..................................................... 20.8 8.6 4.7 1.5 2.5 1,500 to 1,999..................................................... 15.4 6.0 2.9 1.2 1.9 2,000 to 2,499..................................................... 12.2 4.1 2.1 0.7

  3. Total..........................................................................

    Gasoline and Diesel Fuel Update (EIA)

    7.1 19.0 22.7 22.3 Floorspace (Square Feet) Total Floorspace 1 Fewer than 500................................................... 3.2 2.1 0.6 Q 0.4 500 to 999........................................................... 23.8 13.6 3.7 3.2 3.2 1,000 to 1,499..................................................... 20.8 9.5 3.7 3.4 4.2 1,500 to 1,999..................................................... 15.4 6.6 2.7 2.5 3.6 2,000 to 2,499..................................................... 12.2 5.0 2.1

  4. Total................................................

    Gasoline and Diesel Fuel Update (EIA)

    .. 111.1 86.6 2,522 1,970 1,310 1,812 1,475 821 1,055 944 554 Total Floorspace (Square Feet) Fewer than 500............................. 3.2 0.9 261 336 162 Q Q Q 334 260 Q 500 to 999.................................... 23.8 9.4 670 683 320 705 666 274 811 721 363 1,000 to 1,499.............................. 20.8 15.0 1,121 1,083 622 1,129 1,052 535 1,228 1,090 676 1,500 to 1,999.............................. 15.4 14.4 1,574 1,450 945 1,628 1,327 629 1,712 1,489 808 2,000 to

  5. Total..........................................................

    Gasoline and Diesel Fuel Update (EIA)

    .. 111.1 24.5 1,090 902 341 872 780 441 Total Floorspace (Square Feet) Fewer than 500...................................... 3.1 2.3 403 360 165 366 348 93 500 to 999.............................................. 22.2 14.4 763 660 277 730 646 303 1,000 to 1,499........................................ 19.1 5.8 1,223 1,130 496 1,187 1,086 696 1,500 to 1,999........................................ 14.4 1.0 1,700 1,422 412 1,698 1,544 1,348 2,000 to 2,499........................................ 12.7

  6. Total..........................................................................

    Gasoline and Diesel Fuel Update (EIA)

    7.1 7.0 8.0 12.1 Floorspace (Square Feet) Total Floorspace 1 Fewer than 500................................................... 3.2 0.4 Q Q 0.5 500 to 999........................................................... 23.8 2.5 1.5 2.1 3.7 1,000 to 1,499..................................................... 20.8 1.1 2.0 1.5 2.5 1,500 to 1,999..................................................... 15.4 0.5 1.2 1.2 1.9 2,000 to 2,499..................................................... 12.2 0.7 0.5 0.8 1.4

  7. Total...........................................................

    Gasoline and Diesel Fuel Update (EIA)

    14.7 7.4 12.5 12.5 18.9 18.6 17.3 9.2 Floorspace (Square Feet) Total Floorspace 1 Fewer than 500.................................... 3.2 0.7 Q 0.3 0.3 0.7 0.6 0.3 Q 500 to 999........................................... 23.8 2.7 1.4 2.2 2.8 5.5 5.1 3.0 1.1 1,000 to 1,499..................................... 20.8 2.3 1.4 2.4 2.5 3.5 3.5 3.6 1.6 1,500 to 1,999..................................... 15.4 1.8 1.4 2.2 2.0 2.4 2.4 2.1 1.2 2,000 to 2,499..................................... 12.2 1.4 0.9

  8. 2013 Nuclear Workforce Development Day

    Broader source: All U.S. Department of Energy (DOE) Office Webpages (Extended Search)

    Nuclear Energy Impact Topics: Today's & Tomorrow's New Nuclear Energy Construction & the Workforce Outlook  Current New Nuclear Energy Construction Projects  Small Modular Reactor Developments  Nuclear Workforce Demo Moderator: Nora Swanson - Workforce Development Coordinator Southern Company Panel Members: Scott Macfarland - Manager, Corporate Workforce Planning SCANA Corporation Randy Johnson - Vice President, Operational Readiness Vogtle 3 &4 Southern Company Mary

  9. Workforce Development | Department of Energy

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Learning and Workforce Development » Workforce Development Workforce Development Assessment and Evaluation A structured Training Program Evaluation process has been developed by the Office of Learning and Workforce Development to evaluate the effectiveness and efficiency of DOE training courses and programs, while also ensuring public accountability and compliance with regulatory requirements. Training Evaluation involves the assessment of the effectiveness of training courses and programs.

  10. WINDExchange: Workforce Development

    Wind Powering America (EERE)

    Workforce Development A large white cylinder, a portion of a turbine tower, lays horizontally on the ground with three men in safety vests and hard hats standing on the right side and a blue crane on the left side. Several technicians prepare to erect a part of the Gamesa tower at the National Wind Technology Center. Photo by Dennis Schroeder, NREL 20853 The United States needs a skilled and qualified wind energy workforce to produce domestic clean power. Vital industry positions include

  11. Nuclear Workforce Initiative - SRSCRO

    Broader source: All U.S. Department of Energy (DOE) Office Webpages (Extended Search)

    nuclear Nuclear Workforce Initiative The SRSCRO region of Georgia and South Carolina has the most unique nuclear industry capabilities in the nation. This region is at the forefront of new nuclear power production, environmental stewardship, innovative technology and national security. Long-term nuclear workforce demand is growing in the region as new nuclear reactors are under construction at the V.C Summer Nuclear Station in Fairfield County, SC and at Plant Vogtle in Waynesboro, GA. New

  12. Better Buildings: Workforce: Spotlight on Fayette County, Pennsylvania: Developing the Skills and Tools for Workforce Success

    Broader source: Energy.gov [DOE]

    Better Buildings: Workforce: Spotlight on Fayette County, Pennsylvania: Developing the Skills and Tools for Workforce Success

  13. Better Buildings Neighborhood Program Workforce Peer Exchange...

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Neighborhood Program Workforce Peer Exchange Call: Contractor Pricing Better Buildings Neighborhood Program Workforce Peer Exchange Call: Contractor Pricing Better Buildings...

  14. Workforce Plans | Department of Energy

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Workforce Plans Workforce Plans Workforce Planning is an integral part of the human capital planning process. The intent of every workforce planning effort is to ensure that organizations have the resources necessary to meet mission requirements and program priorities. To achieve this intent, organizations must first identify and understand those mission requirements and program priorities; typically through Strategic Planning. These goals and objectives not only provide the basis for

  15. Better Buildings Workforce Guidelines UPDATE

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    WORKFORCE GUIDELINES UPDATE  Monica Neukomm, BBWG Project Manager, U.S. Department of Energy April 2015 Overview 1) Presenters  Lisa Shulock, CBEI: Career Pathways for the Energy Retrofit Workforce  Lisa Shulock, CBEI: Building Retuning Training 2) Overview of the Better Buildings Workforce portfolio Framework for a Better Buildings Workforce 3 Technical Standards Skills Standards Curricula & Training Industry- Recognized Certifications Third-Party Accreditation Driving Market

  16. Regional Workforce Study - SRSCRO

    Broader source: All U.S. Department of Energy (DOE) Office Webpages (Extended Search)

    Regional Workforce Study Regional employers will need to fill more than 30,000 job openings over the next five years in the five-county region of South Carolina and Georgia represented by the SRS Community Reuse Organization (SRSCRO). That is a key finding of a new study released on April 22, 2015. TIP Strategies, an Austin, Texas-based economic consulting firm, performed the study for the SRSCRO by examining workforce trends in the five counties the SRSCRO represents - Aiken, Allendale and

  17. Workforce Diversity Action Plans

    Broader source: All U.S. Department of Energy (DOE) Office Webpages (Extended Search)

    not tolerate any manifestations of discrimination, including those based on race, ethnicity, gender, age, disability, sexual orientation, religious or political beliefs, and...

  18. Workforce Training Case Study Workforce Training for the Electric...

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Preparing the U.S. Foundation for Future Electric Energy Systems: A Strong Power and Energy Engineering Workforce. April 2009. < http:www.ieee- pes.org...

  19. WINDExchange: Education and Workforce Development

    Broader source: All U.S. Department of Energy (DOE) Office Webpages (Extended Search)

    Education Printable Version Bookmark and Share Workforce Development Collegiate Wind Competition Wind for Schools Project School Project Locations Education & Training Programs Curricula & Teaching Materials Resources Education and Workforce Development WINDExchange offers resources for anyone wishing to learn about wind energy at any level. Learn about workforce development initiatives, including the U.S. Department of Energy Collegiate Wind Competition, the Wind for Schools project,

  20. Workforce Pipeline | Argonne National Laboratory

    Broader source: All U.S. Department of Energy (DOE) Office Webpages (Extended Search)

    Daily Herald True Romance: From walking opposite paths to following the same route Dallas Morning News Workforce Pipeline Argonne seeks to attract, hire and retain a diverse ...

  1. Bioenergy Impact on Wisconsin's Workforce

    Broader source: Energy.gov [DOE]

    Troy Runge, Wisconsin Bioenergy Initiative, presents on bioenergy's impact on Wisconsin's workforce development for the Biomass/Clean Cities States webinar.

  2. Recovery Act Workforce Development | Department of Energy

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Act Workforce Development Recovery Act Workforce Development Map of Smart Grid Workforce Development Map of Smart Grid Workforce Development 19 Awards Read more Map of Workforce Development Programs for the Electric Power Sector Map of Workforce Development Programs for the Electric Power Sector 33 Awards Read more View the full list of selected projects U.S. Secretary of Energy Steven Chu announced that the Department of Energy announced award selections for nearly $100 million for 54 smart

  3. Workforce and Economic Development | Department of Energy

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Workforce and Economic Development Workforce and Economic Development Slides presented in the "What's Working in Residential Energy Efficiency Upgrade Programs Conference - ...

  4. Workforce Development Wind Projects | Department of Energy

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Workforce Development Wind Projects Workforce Development Wind Projects This report covers the Wind and Water Power Technologies Office's workforce development wind projects from fiscal years 2008 to 2014. PDF icon Workforce Development Wind Projects.pdf More Documents & Publications Testing, Manufacturing, and Component Development Projects Wind Integration, Transmission, and Resource Assessment and Characterization Projects Environmental Wind Projects

  5. Acquisition Workforce Information | Department of Energy

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Certifications and Professional Development » Acquisition Workforce Information Acquisition Workforce Information All Acquisition Workforce information has been moved to Powerpedia - Acquisition Workforce. Aviation Management Green Leases Executive Secretariat Energy Reduction at HQ Real Estate Approvals Documents and Publications Facilities and Infrastructure Federal Advisory Committee Management Freedom of Information Act Financial Assistance Information Systems Property Procurement and

  6. Workforce development | Open Energy Information

    Open Energy Info (EERE)

    Workforce development Jump to: navigation, search This article is a stub. You can help OpenEI by expanding it. Retrieved from "http:en.openei.orgwindex.php?titleWorkforcedeve...

  7. New Formulas for America's Workforce

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    SCIENCE FOUNDATION NEW FORMULAS FOR AMERICA'S WORKFORCE GIRLS IN SCIENCE AND ENGINEERING NEW FORMULAS FOR AMERICA'S WORKFORCE GIRLS IN SCIENCE AND ENGINEERING NATIONAL SCIENCE FOUNDATION INTRODUCTION * WHY THIS BOOK? CHAPTER 1 * TEACHING WITH A DIFFERENCE Project Parity Family Tools and Technology SMART: Learning by Doing Teaching SMART Making Connections Interconnections After-School Science Plus Scouts Bridge the Gap With Nosebag Science Science-Based Service Learning Science Horizons for Girl

  8. Departmental Workforce | Department of Energy

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Departmental Workforce Departmental Workforce Each program office within the Department is expected to set an example to its employees that diversity is a departmental priority, and work collaboratively to develop comprehensive diversity programs. Our office measures success in its effectiveness in aiding the disadvantaged in finding opportunities at the Energy Department and in other Federal programs. Through extensive research and close partnerships, we have been able to specifically target

  9. Effective Strategies for Working with Workforce Development Partners...

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Working with Workforce Development Partners Effective Strategies for Working with Workforce Development Partners BetterBuildings Workforce Peer Exchange Call: Effective Strategies ...

  10. Engaging the Workforce - 12347

    SciTech Connect (OSTI)

    Gaden, Michael D.

    2012-07-01

    Likert, Covey, and a number of others studying and researching highly effective organizations have found that performing functions such as problem-solving, decision-making, safety analysis, planning, and continuous improvement as close to the working floor level as possible results in greater buy-in, feelings of ownership by the workers, and more effective use of resources. Empowering the workforce does several things: 1) people put more effort and thought into work for which they feel ownership, 2) the information they use for planning, analysis, problem-solving,and decision-making is more accurate, 3) these functions are performed in a more timely manner, and 4) the results of these functions have more credibility with those who must implement them. This act of delegation and empowerment also allows management more time to perform functions they are uniquely trained and qualified to perform, such as strategic planning, staff development, succession planning, and organizational improvement. To achieve this state in an organization, however, requires a very open, transparent culture in which accurate, timely, relevant, candid, and inoffensive communication flourishes, a situation that does not currently exist in a majority of organizations. (authors)

  11. Better Buildings Workforce Peer Exchange Quality Assurance Strategies...

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Quality Assurance Strategies Better Buildings Workforce Peer Exchange Quality Assurance Strategies Better Buildings Workforce Peer Exchange Quality Assurance Strategies, call ...

  12. Quality Control, Standardization of Upgrades, and Workforce Expectations

    Broader source: Energy.gov [DOE]

    Better Buildings Residential Network Workforce Peer Exchange Call Series: Quality Control, Standardization of Upgrades, and Workforce Expectations, March 27, 2014.

  13. Quality Control, Standardization of Upgrades, and Workforce Expectatio...

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Quality Control, Standardization of Upgrades, and Workforce Expectations Quality Control, Standardization of Upgrades, and Workforce Expectations Better Buildings Residential ...

  14. Energy & Manufacturing Workforce Training Topics List - Version...

    Office of Environmental Management (EM)

    & Manufacturing Workforce Training Topics List - Version 1.7 (02.11.14) Energy & Manufacturing Workforce Training Topics List - Version 1.7 (02.11.14) View this searchable list of...

  15. Guide to Workforce Planning | Department of Energy

    Office of Environmental Management (EM)

    Guide to Workforce Planning Guide to Workforce Planning This guide provides supporting information that will help us align human resources processes to create short and long-term solutions for current and future human capital issues and provide a means of integrating and giving meaning to many areas of human resources initiatives that are at times over looked. PDF icon Workforce Planning Facilitation Guide Responsible Contacts John Walsh Director, Workforce Analysis and Planning Division E-mail

  16. Learning and Workforce Development | Department of Energy

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Services » Learning and Workforce Development Learning and Workforce Development Learning Learn about our learning and development planning, mandatory training compliance reporting, and professional skills and technical training. Workforce Development Find links to services that we provide to support our DOE employees through our corporate assessment, evaluation, organizational development and leadership development. Browse by Role Search for tools, information, and programs specific to your

  17. 2013 Nuclear Workforce Development Day

    Broader source: All U.S. Department of Energy (DOE) Office Webpages (Extended Search)

    Nuclear Workforce Development Day ∎ Tuesday, October 22, 2013 Nuclear Medicine Topics:  Pathways of Practice in Nuclear Medicine  Radiopharmacy  Patient Care  Medical Imaging & Computers Moderator: Deborah M. Gibbs, MEd, PET, CNMT Lead Nuclear Medicine / PET Facility Administrator Georgia Regents University Panel Members: Jim Corley, MS, RPh- Associate Professor Georgia Regents University George David, MS, FAAPM- Medical Physicist Georgia Regents University Dr. Gregory

  18. workforce | National Nuclear Security Administration

    Broader source: All U.S. Department of Energy (DOE) Office Webpages (Extended Search)

    workforce | National Nuclear Security Administration Facebook Twitter Youtube Flickr RSS People Mission Managing the Stockpile Preventing Proliferation Powering the Nuclear Navy Emergency Response Recapitalizing Our Infrastructure Countering Nuclear Terrorism About Our Programs Our History Who We Are Our Leadership Our Locations Budget Our Operations Library Bios Congressional Testimony Fact Sheets Newsletters Press Releases Photo Gallery Jobs Apply for Our Jobs Our Jobs Working at NNSA Blog

  19. Announcement of Draft Workforce Restructuring Plan | Department of Energy

    Energy Savers [EERE]

    Announcement of Draft Workforce Restructuring Plan Announcement of Draft Workforce Restructuring Plan PDF icon Attachment 3 - Announcement of Draft Workforce Restructuring Plan More Documents & Publications Workforce Restructuring Policy General Workforce Restructuring Plan Template Self-Select Voluntary Separation Plan Template

  20. Microsoft Word - DOE Approves WIPP Workforce Plan

    Broader source: All U.S. Department of Energy (DOE) Office Webpages (Extended Search)

    Department of Energy Approves WIPP Workforce Plan All Current Employees Will Be Needed During Recovery Efforts CARLSBAD, N.M., March 10, 2014 - On March 10 Nuclear Waste Partnership (NWP) submitted a plan to the Energy Department to fully utilize the Waste Isolation Pilot Plant (WIPP) workforce to lead recovery activities from two recent incidents. The Department has agreed with the approach outlined by NWP for the utilization of their workforce at WIPP. Under this plan, all workers currently

  1. Florida International University Science and Technology Workforce

    Energy Savers [EERE]

    Development Program | Department of Energy About Us » Jobs & Internships » Florida International University Science and Technology Workforce Development Program Florida International University Science and Technology Workforce Development Program The DOE-Florida International University (FIU) Science and Technology Workforce Development Program is an innovative grant program between DOE-EM and FIU's Applied Research Center designed to create a "pipeline" of minority engineers

  2. NNSA approves LANL workforce reduction plan

    Broader source: All U.S. Department of Energy (DOE) Office Webpages (Extended Search)

    NNSA approves LANL workforce reduction plan NNSA approves LANL workforce reduction plan Eligible employees may begin applying for voluntary separation on March 5. March 1, 2012 Aerial view of Los Alamos National Laboratory Aerial view of Los Alamos National Laboratory. Contact Fred deSousa Communications Office (505) 665-3430 Email Program opens March 5, ends April 5 LOS ALAMOS, New Mexico, March 1, 2012-A plan to reduce the Laboratory workforce by between 400 and 800 employees this spring

  3. Lab announces plans for workforce reduction

    Broader source: All U.S. Department of Energy (DOE) Office Webpages (Extended Search)

    Plans for workforce reduction Lab announces plans for workforce reduction The Lab has submitted a plan to reduce its workforce by between 400 and 800 employees this spring through a voluntary separation program. February 21, 2012 Los Alamos National Laboratory sits on top of a once-remote mesa in northern New Mexico with the Jemez mountains as a backdrop to research and innovation covering multi-disciplines from bioscience, sustainable energy sources, to plasma physics and new materials. Los

  4. Workforce Retention Work Group | Department of Energy

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Workforce Retention Work Group Workforce Retention Work Group The Workforce Retention Work Group was established to collaboratively address the needs of the Department to maintain a skilled work force in the face of anticipated retirements and to address the specific health and safety concerns of that work force that could impede retention. Due to the broad nature of the issues reflected within this working group, the chartered objectives and outcomes have been moved forward to be worked by the

  5. Workforce Management Office | Department of Energy

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Business Operations » Workforce Management Office Workforce Management Office The Workforce Management Office provides leadership, policy guidance, and technical advice to Office of Energy Efficiency and Renewable Energy (EERE) managers, supervisors, and employees on a broad range of mission drivers including human capital, corporate learning, performance management, logistics, acquisitions, travel, and security. Who We Are Our Vision "We sustain functional performance and enable business

  6. Education and Workforce Development | Department of Energy

    Office of Environmental Management (EM)

    and Workforce Development Education and Workforce Development bioenergizeHeader480.png Future leaders and innovators exploring America's bioenergy choices. OPERATION BioenergizeME is the Bioenergy Technologies Office's (BETO's) education and workforce development base camp for students and educators and anyone seeking to better understand the promises and challenges in developing a thriving bioeconomy. OPERATION BioenergizeME has a three-fold mission: Improve public accessibility to information

  7. Developing the New Bio-economy Workforce

    Broader source: Energy.gov [DOE]

    Daniel Cassidy, National Institute of Food and Agriculture, presents on developing the new bioeconomy workforce for the Biomass/Clean Cities States Webinar.

  8. ORISE: Workforce Analysis and Program Evaluation

    Broader source: All U.S. Department of Energy (DOE) Office Webpages (Extended Search)

    Our comprehensive workforce trends assessment and recruitment strategies enable us to ... ORISE also conducts a variety of annual and semi-annual studies to assess labor trends. ...

  9. OREM continues involvement with workforce development program

    Broader source: Energy.gov [DOE]

    For the third consecutive year, OREM has partnered with the NNSA to participate in a 10-week workforce development program for college interns.

  10. General Workforce Restructuring Plan Template | Department of...

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    TemplateRev1 More Documents & Publications Workforce Restructuring Policy Involuntary Separation Plan Template Section 3161 Rehiring Preference for Eligible Separated Employees

  11. North Dakota Energy Workforce Development

    SciTech Connect (OSTI)

    Carter, Drake

    2014-12-29

    Bismarck State College, along with its partners (Williston State College, Minot State University and Dickinson State University), received funding to help address the labor and social impacts of rapid oilfield development in the Williston Basin of western North Dakota. Funding was used to develop and support both credit and non-credit workforce training as well as four major symposia designed to inform and educate the public; enhance communication and sense of partnership among citizens, local community leaders and industry; and identify and plan to ameliorate negative impacts of oil field development.

  12. Better Buildings Workforce Guidelines for Facility Energy Manager...

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Guidelines for Facility Energy Manager - 2014 BTO Peer Review Better Buildings Workforce Guidelines for Facility ... More Documents & Publications Workforce Overview - 2015 BTO Peer ...

  13. Better Buildings: Workforce, Spotlight on Maine: Contractor Sales...

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Workforce, Spotlight on Maine: Contractor Sales Training Boosts Energy Upgrade Conversions Better Buildings: Workforce, Spotlight on Maine: Contractor Sales Training Boosts Energy...

  14. 2010 Annual Workforce Analysis and Staffing Plan Report - Los...

    Energy Savers [EERE]

    0 Annual Workforce Analysis and Staffing Plan Report - Los Alamos Site Office 2010 Annual Workforce Analysis and Staffing Plan Report - Los Alamos Site Office Managers perform an...

  15. 2013 Annual Workforce Analysis and Staffing Plan Report - Oak...

    Energy Savers [EERE]

    3 Annual Workforce Analysis and Staffing Plan Report - Oak Ridge Office of Environmental Management 2013 Annual Workforce Analysis and Staffing Plan Report - Oak Ridge Office of...

  16. 2014 Annual Workforce Analysis and Staffing Plan Report - Nevada...

    Energy Savers [EERE]

    4 Annual Workforce Analysis and Staffing Plan Report - Nevada Field Office 2014 Annual Workforce Analysis and Staffing Plan Report - Nevada Field Office Managers perform an annual...

  17. 2011 Annual Workforce Analysis and Staffing Plan Report - Carlsbad...

    Energy Savers [EERE]

    1 Annual Workforce Analysis and Staffing Plan Report - Carlsbad Field Office 2011 Annual Workforce Analysis and Staffing Plan Report - Carlsbad Field Office Managers perform an...

  18. 2013 Annual Workforce Analysis and Staffing Plan Report - Livermore...

    Energy Savers [EERE]

    3 Annual Workforce Analysis and Staffing Plan Report - Livermore Field Office 2013 Annual Workforce Analysis and Staffing Plan Report - Livermore Field Office Managers perform an...

  19. 2012 Annual Workforce Analysis and Staffing Plan Report - Nevada...

    Energy Savers [EERE]

    2 Annual Workforce Analysis and Staffing Plan Report - Nevada Site Office 2012 Annual Workforce Analysis and Staffing Plan Report - Nevada Site Office Managers perform an annual...

  20. 2014 Annual Workforce Analysis and Staffing Plan Report - Carlsbad...

    Energy Savers [EERE]

    4 Annual Workforce Analysis and Staffing Plan Report - Carlsbad Field Office 2014 Annual Workforce Analysis and Staffing Plan Report - Carlsbad Field Office Managers perform an...

  1. Listening to Your Workforce: Lessons From Pilot Programs and...

    Broader source: Energy.gov (indexed) [DOE]

    and Green for All High Road Affinity Group "Listening to Your Workforce": Lessons from Pilot Programs and Other Approaches for Workforce Feedback, call slides and discussion...

  2. Better Buildings: Workforce: Spotlight on Fayette County, Pennsylvania...

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Better Buildings: Workforce: Spotlight on Fayette County, Pennsylvania: Developing the Skills and Tools for Workforce Success. PDF icon Spotlight on Fayette County, Pennsylvania...

  3. Regional Nuclear Workforce Development in the Central Savannah...

    Broader source: All U.S. Department of Energy (DOE) Office Webpages (Extended Search)

    Nuclear Workforce Development in the Central Savannah River Area Dr. Susan A. Winsor Aiken ... SC 29802, winsors@atc.edu Mindy Mets Nuclear Workforce Initiative Program Manager, SRS ...

  4. 2012 Annual Workforce Analysis and Staffing Plan Report - Oak...

    Energy Savers [EERE]

    2 Annual Workforce Analysis and Staffing Plan Report - Oak Ridge Office of Environmental Management 2012 Annual Workforce Analysis and Staffing Plan Report - Oak Ridge Office of...

  5. 2011 Annual Workforce Analysis and Staffing Plan Report - Oak...

    Energy Savers [EERE]

    safety assurance. PDF icon 2011 Annual Workforce Analysis and Staffing Plan Report - ORO More Documents & Publications 2010 Annual Workforce Analysis and Staffing Plan Report -...

  6. Workforce Development: A Survey of Industry Needs and Training Approaches

    SciTech Connect (OSTI)

    Ventre, Jerry; Weissman, Jane

    2009-04-01

    This paper presents information and data collected during 2008 on PV workforce needs by the Interstate Renewable Energy Council for the U.S. Department of Energy. The data was collected from licensed contractors, PV practitioners, educators and expert instructors at training sessions, and at focus group and advisory committee meetings. Respondents were primarily from three states: Florida, New York and California. Other states were represented, but to a lesser extent. For data collection, a 12-item questionnaire was developed that addressed key workforce development issues from the perspectives of both the PV industry and training institutions. A total of 63 responses were collected, although not every respondent answered every question. Industry representatives slightly outnumbered the educators, although the difference in responses was not significant.

  7. Workforce Analysis and Planning Division (HC-52) | Department of Energy

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Workforce Analysis and Planning Division (HC-52) Workforce Analysis and Planning Division (HC-52) Mission Statement: This division provides strategic direction guidance and advice through analysis of budget and workforce projections and plans, congressional mandates, administration goals, Departmental priorities and mission needs. FUNCTIONS: Develops business intelligence, demographic and trend analyses in support of corporate workforce planning and in response to requests from within the

  8. Workforce Overview - 2015 BTO Peer Review | Department of Energy

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Workforce Overview - 2015 BTO Peer Review Workforce Overview - 2015 BTO Peer Review Presenter: Monica Neukomm, U.S. Department of Energy View the Presentation PDF icon Workforce Overview - 2015 BTO Peer Review More Documents & Publications CBEI: Career Pathways for the Energy Retrofit Workforce - 2015 Peer Review Market Engagement Overview - 2015 BTO Peer Review Commercial Buildings Integration

  9. Better Buildings Workforce Peer Exchange Quality Assurance Strategies

    Broader source: Energy.gov [DOE]

    Better Buildings Workforce Peer Exchange Quality Assurance Strategies, call slides and discussion summary, November 17, 2011.

  10. Listening to Your Workforce: Lessons From Pilot Programs and Other

    Broader source: Energy.gov (indexed) [DOE]

    Approaches For Workforce Feedback | Department of Energy Workforce Peer Exchange and Green for All High Road Affinity Group "Listening to Your Workforce": Lessons from Pilot Programs and Other Approaches for Workforce Feedback, call slides and discussion summary, October 6, 2011. PDF icon Call Slides and Discussion Summary More Documents & Publications Better Buildings Workforce Peer Exchange Quality Assurance Strategies Better Buildings Neighborhood Program Lessons Learned (So

  11. Effective Strategies for Working with Workforce Development Partners |

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Department of Energy Working with Workforce Development Partners Effective Strategies for Working with Workforce Development Partners BetterBuildings Workforce Peer Exchange Call: Effective Strategies for Working with Workforce Development Partners, Call Slides and Discussion Summary, May 19, 2011. PDF icon Call Slides and Discussion Summary More Documents & Publications Programs: Operating as a Prime Contractor Recruiting a Local and Diverse Workforce and Mitigating Barriers to Entry

  12. Developing and Enhancing Workforce Training Programs: Number of Projects by

    Energy Savers [EERE]

    State | Department of Energy Developing and Enhancing Workforce Training Programs: Number of Projects by State Developing and Enhancing Workforce Training Programs: Number of Projects by State Map of the United States showing the location of Workforce Training Projects, funded through the American Recovery and Reinvestment Act PDF icon Developing and Enhancing Workforce Training Programs: Number of Projects by State More Documents & Publications Workforce Development Wind Projects

  13. EAC Recommendations for DOE Action Regarding the Electricity Workforce -

    Energy Savers [EERE]

    October 17, 2012 | Department of Energy the Electricity Workforce - October 17, 2012 EAC Recommendations for DOE Action Regarding the Electricity Workforce - October 17, 2012 EAC Recommendations for DOE Action Regarding the Electricity Workforce, approved at the October 15-16, 2012 EAC Meeting. PDF icon EAC Recommendations for DOE Action on the Electricity Workforce - October 17, 2012 More Documents & Publications Status and EAC Recommendations for Electricity Delivery Workforce

  14. Education and Workforce Development Resources | Department of Energy

    Office of Environmental Management (EM)

    & Workforce Development » Education and Workforce Development Resources Education and Workforce Development Resources The bioenergy-related educational materials on this page can help students and educators prepare for and advance the developing biomass and bioenergy industry and workforce. Student Resources Educator Resources Workforce Development Resources Student Resources The following links are useful to students who are interested in biomass and bioenergy. K-12 The Coloring and

  15. Workforce Development and Education | Department of Energy

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Research & Development » Workforce Development and Education Workforce Development and Education Continued growth in the U.S. wind industry requires trained and qualified workers to manufacture, construct, operate, and maintain wind turbines. Additionally, the nation will continue to need skilled scientists and engineers who can develop the next generation of wind power technologies. The National Skills Assessment of the U.S. Wind Industry in 2012 provides the first comprehensive overview

  16. Vehicle Technologies Office: Education and Workforce Development |

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Department of Energy Education and Workforce Development Vehicle Technologies Office: Education and Workforce Development The Vehicle Technologies Office (VTO) offers a variety of resources and opportunities for students, university researchers and professionals. It also provides information for consumers through FuelEconomy.gov and the Alternative Fuels Data Center. VTO's educational efforts focus on higher education and public outreach, but its parent Office of Energy Efficiency and

  17. F.E. S.D. Gender

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    hispanic total not selected 0 0 0 selected 0 0 0 total 0 0 0 1 FISHER'S EXACT TEST Gender Race comparison group 40 and over total not selected 0 0 0 selected 0 0 0 total 0 0 0...

  18. Better Buildings Workforce Peer Exchange Call: Kick-off | Department...

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Call: Kick-off Better Buildings Workforce Peer Exchange Call: Kick-off Better Buildings Workforce Peer Exchange Call: Kick-off Call Slides and Discussion Summary. April 21, 2011....

  19. Workforce Training for the Electric Power Sector: Map of Projects |

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Department of Energy Map of Projects Workforce Training for the Electric Power Sector: Map of Projects Map showing the number of projects awarded in each State through the Workforce Training for the Electric Power Sector grants under the American Recovery and Reinvestment Act. PDF icon Workforce Training for the Electric Power Sector: Map of Projects More Documents & Publications Smart Grid Investment Grants: Map of Projects Developing and Enhancing Workforce Training Programs: Number of

  20. 2010 Workforce Analysis and Staffing Plan Report Memo, Guidance and

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Template | Department of Energy Workforce Analysis and Staffing Plan Report Memo, Guidance and Template 2010 Workforce Analysis and Staffing Plan Report Memo, Guidance and Template The Department of Energy Federal Technical Capability Order, DOE 0 426.1, requires that managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities. This workforce

  1. 2011 Workforce Analysis and Staffing Plan Report Memo, Guidance and

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Template | Department of Energy Workforce Analysis and Staffing Plan Report Memo, Guidance and Template 2011 Workforce Analysis and Staffing Plan Report Memo, Guidance and Template The Department of Energy Federal Technical Capability Order, DOE 0 426.1, requires that managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities. This workforce

  2. 2012 Workforce Analysis and Staffing Plan Report Memo, Guidance and

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Template | Department of Energy Workforce Analysis and Staffing Plan Report Memo, Guidance and Template 2012 Workforce Analysis and Staffing Plan Report Memo, Guidance and Template The Department of Energy Federal Technical Capability Order, DOE O 426.1, requires that managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities. This workforce

  3. 2013 Annual Workforce Analysis and Staffing Plan Report - Livermore Field

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Office | Department of Energy 2013 Annual Workforce Analysis and Staffing Plan Report - Livermore Field Office 2013 Annual Workforce Analysis and Staffing Plan Report - Livermore Field Office Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities. This workforce analysis process continues to cover technical capability needs to address

  4. 2013 Workforce Analysis and Staffing Plan Report Memo, Guidance and

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Template | Department of Energy Workforce Analysis and Staffing Plan Report Memo, Guidance and Template 2013 Workforce Analysis and Staffing Plan Report Memo, Guidance and Template The Department of Energy Federal Technical Capability Order, DOE 0 426.1, requires that managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities. This workforce

  5. Better Buildings Neighborhood Program Workforce Peer Exchange Call: Contractor Pricing

    Broader source: Energy.gov [DOE]

    Better Buildings Neighborhood Program Workforce Peer Exchange Call: Contractor Pricing, call slides and discussion summary, September 27, 2012.

  6. Energy Department Launches Better Buildings Workforce Guidelines Project |

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Department of Energy Better Buildings Workforce Guidelines Project Energy Department Launches Better Buildings Workforce Guidelines Project September 26, 2013 - 2:38pm Addthis The Energy Department today announced the Better Buildings Workforce Guidelines project to improve the quality and consistency of commercial building workforce training and certification programs for five key energy-related jobs: Energy Auditor, Commissioning Professional, Building/Stationary Engineer, Facility

  7. Training and Workforce Development Forum Newsletter | Department of Energy

    Energy Savers [EERE]

    Training and Workforce Development Forum Newsletter Training and Workforce Development Forum Newsletter Training and Workforce Development Forum Newsletter PDF icon Training and Workforce Development Forum Newsletter More Documents & Publications Program Update: 4th Quarter 2010 Environmental Justice Interagency Collaborative Newsletter Volume 1 A Review of the Department of Energy's Implementation of Executive Order 12898 and Recommendations for a Second Five-Year Strategic Plan

  8. Better Buildings Workforce Peer Exchange Call: Kick-off

    Broader source: Energy.gov [DOE]

    Better Buildings Workforce Peer Exchange Call: Kick-off Call Slides and Discussion Summary. April 21, 2011.

  9. Power Jobs: The Smart Grid Workforce | Department of Energy

    Energy Savers [EERE]

    Power Jobs: The Smart Grid Workforce Power Jobs: The Smart Grid Workforce September 20, 2011 - 4:46pm Addthis Developing a smarter electrical system also involves investment in training programs to build the workforce we need to successfully design, implement and sell these technologies. The Energy Department funds Smart Grid Workforce Training programs across the country, as pictured above. Find out more about the exciting career opportunities smart grid technology is enabling. Developing a

  10. Federal Energy and Manufacturing Workforce Training Programs | Department

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    of Energy Federal Energy and Manufacturing Workforce Training Programs Federal Energy and Manufacturing Workforce Training Programs Looking for opportunities in your area? Check out these federally funded programs supporting energy and manufacturing related workforce training programs. Funded by the National Science Foundation, the Department of Labor and the Department of Energy these programs provide workforce and training opportunities. Click on a grey circle on the map or filter by

  11. 2011 Annual Workforce Analysis and Staffing Plan Report - Carlsbad Field

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Office | Department of Energy 1 Annual Workforce Analysis and Staffing Plan Report - Carlsbad Field Office 2011 Annual Workforce Analysis and Staffing Plan Report - Carlsbad Field Office Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities. This workforce analysis process continues to cover technical capability needs to address defense

  12. 2012 Annual Workforce Analysis and Staffing Plan Report - Nevada Site

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Office | Department of Energy 2 Annual Workforce Analysis and Staffing Plan Report - Nevada Site Office 2012 Annual Workforce Analysis and Staffing Plan Report - Nevada Site Office Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities. This workforce analysis process continues to cover technical capability needs to address defense

  13. 2014 Annual Workforce Analysis and Staffing Plan Report - Carlsbad Field

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Office | Department of Energy Annual Workforce Analysis and Staffing Plan Report - Carlsbad Field Office 2014 Annual Workforce Analysis and Staffing Plan Report - Carlsbad Field Office Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities. This workforce analysis process continues to cover technical capability needs to address defense

  14. Energy Education and Workforce Development Contacts | Department of Energy

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Education and Workforce Development Contacts Energy Education and Workforce Development Contacts CONTACT EDUCATION AND WORKFORCE DEVELOPMENT DIRECTLY Energy Education and Workforce Development Office of Energy Efficiency and Renewable Energy U.S. Department of Energy 1000 Independence Avenue, SW Washington, DC 20585 Please click here to send us your comments, report problems, and/or ask questions about information on the Office of Energy Efficiency and Renewable Energy's Energy Education and

  15. 2013 Annual Workforce Analysis and Staffing Plan Report - Portsmouth

    Broader source: Energy.gov (indexed) [DOE]

    Paducah Project Office | Department of Energy PPPO More Documents & Publications 2010 Annual Workforce Analysis and Staffing Plan Report - Portsmouth Paducah Project Office 2014 Annual Workforce Analysis and Staffing Plan Report - Portsmouth Paducah Project Office 2011 Annual Workforce Analysis and Staffing Plan Report - Portsmouth Paducah Project Office

  16. Workforce Training for the Electric Power Sector | Department of Energy

    Broader source: Energy.gov (indexed) [DOE]

    04-08-2010_SG_Workforce_Selections.pdf More Documents & Publications Workforce Training for the Electric Power Sector: Awards Energy & Manufacturing Workforce Training Topics List - Version 1.7 (02.11.14) Microsoft Word - PSRP Updates 6-25-10_v2

  17. Workforce Training Case Study Workforce Training for the Electric Power Sector:

    Broader source: Energy.gov (indexed) [DOE]

    Workforce Training Case Study Workforce Training for the Electric Power Sector: Transforming the Nation's Electric Grid by Training Skilled Workers The deployment of a smart grid-modernizing the Nation's electric power infrastructure-is currently in the public eye with attention paid predominantly to deployment of advanced equipment, technologies and applications. A less prominent but equally vital factor to the smart grid's success is the need for a highly skilled electric power sector

  18. Workforce Development and Wind for Schools (Poster)

    SciTech Connect (OSTI)

    Newcomb, C.; Baring-Gould, I.

    2012-06-01

    As the United States dramatically expands wind energy deployment, the industry is faced with the need to quickly develop a skilled workforce and to address public acceptance. Wind Powering America's Wind for Schools project addresses these challenges. This poster, produced for the American Wind Energy Association's annual WINDPOWER conference, provides an overview of the project, including objectives, methods, and results.

  19. Strengthening the Workforce in Better Buildings Neighborhoods

    ScienceCinema (OSTI)

    Sperling, Gil; Adams, Cynthia; Fiori, Laura; Penzkover, Dave; Wood, Danny; Farris, Joshua

    2013-05-29

    The Better Buildings Neighborhood Program is supporting an expanding energy efficiency workforce upgrading buildings in communities around the country. Contractors are being trained and have access to additional job opportunities, spurring local economic growth while helping Americans use less energy, save money, and be more comfortable in their homes and other buildings.

  20. Workforce planning for DOE/EM: Assessing workforce demand and supply

    SciTech Connect (OSTI)

    Lewis, R.E.; Ulibarri, C.A.

    1993-10-01

    The US Department of Energy (DOE) has committed to bringing its facilities into regulatory compliance and restoring the environment of sites under its control by the year 2019. Responsibility for accomplishing this goal is vested with the Office of Environmental Restoration and Waste Management (EM). Concerns regarding the availability of workers with the necessary technical skills and the prospect of retraining workers from other programs within DOE or other industries are addressed in this report in several ways. First, various workforce projections relevant to EM occupations are compared to determine common findings and resolve inconsistencies. Second, case studies, interviews, and published data are used to examine the potential availability of workers for these occupations via occupational mobility, training/retraining options, and salary adjustments. Third, demand and supply factors are integrated in a framework useful for structuring workforce analyses. The analyses demonstrate that workforce skills are not anticipated to change due to the change in mission; science, engineering, and technician occupations tend to be mobile within and across occupational categories; experience and on-the-job training are more crucial to issues of worker supply than education; and, the clarity of an organization`s mission, budget allocation process, work implementation and task assignment systems are critical determinants of both workforce need and supply. DOE is encouraged to create a more stable platform for workforce planning by resolving organizational and institutional hindrances to accomplishing work and capitalizing on workforce characteristics besides labor {open_quotes}supply{close_quotes} and demographics.

  1. Safeguards Workforce Repatriation, Retention and Utilization

    SciTech Connect (OSTI)

    Gallucci, Nicholas; Poe, Sarah

    2015-10-01

    Brookhaven National Laboratory was tasked by NA-241 to assess the transition of former IAEA employees back to the United States, investigating the rate of retention and overall smoothness of the repatriation process among returning safeguards professionals. Upon conducting several phone interviews, study authors found that the repatriation process went smoothly for the vast majority and that workforce retention was high. However, several respondents expressed irritation over the minimal extent to which their safeguards expertise had been leveraged in their current positions. This sentiment was pervasive enough to prompt a follow-on study focusing on questions relating to the utilization rather than the retention of safeguards professionals. A second, web-based survey was conducted, soliciting responses from a larger sample pool. Results suggest that the safeguards workforce may be oversaturated, and that young professionals returning to the United States from Agency positions may soon encounter difficulties finding jobs in the field.

  2. Identification of Key Barriers in Workforce Development

    SciTech Connect (OSTI)

    2008-03-31

    This report documents the identification of key barriers in the development of an adequate national security workforce as part of the National Security Preparedness Project, being performed under a Department of Energy/National Nuclear Security Administration grant. Many barriers exist that prevent the development of an adequate number of propertly trained national security personnel. Some barriers can be eliminated in a short-term manner, whereas others will involve a long-term strategy that takes into account public policy.

  3. Chapter VIII: Enhancing Employment and Workforce Training

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    4 QER Report: Energy Transmission, Storage, and Distribution Infrastructure | April 2015 Chapter VIII: Enhancing Employment and Workforce Training QER Report: Energy Transmission, Storage, and Distribution Infrastructure | April 2015 9-1 Chapter IX This chapter is devoted to issues surrounding the siting and permitting of transmission, storage, and distribution (TS&D) infrastructure, building on the general identification of those issues in Chapter VII (Addressing Environmental Aspects of

  4. Workforce Statistics | National Nuclear Security Administration

    National Nuclear Security Administration (NNSA)

    Workforce Statistics | National Nuclear Security Administration Facebook Twitter Youtube Flickr RSS People Mission Managing the Stockpile Preventing Proliferation Powering the Nuclear Navy Emergency Response Recapitalizing Our Infrastructure Countering Nuclear Terrorism About Our Programs Our History Who We Are Our Leadership Our Locations Budget Our Operations Library Bios Congressional Testimony Fact Sheets Newsletters Press Releases Photo Gallery Jobs Apply for Our Jobs Our Jobs Working at

  5. ANSI Approval of Better Buildings Workforce Schemes

    Broader source: Energy.gov [DOE]

    As a means to successfully achieve the Better Buildings Initiative’s goal of making commercial and industrial buildings 20% more energy efficient over the next 10 years, the National Institute of Building Sciences (NIBS) and DOE have collaborated with industry stakeholders to develop voluntary national guidelines aimed at improving the quality and consistency of commercial building workforce credentials for key energy-related jobs.

  6. 2010 Annual Workforce Analysis and Staffing Plan Report - Portsmouth

    Office of Environmental Management (EM)

    Paducah Project Office | Department of Energy Portsmouth Paducah Project Office 2010 Annual Workforce Analysis and Staffing Plan Report - Portsmouth Paducah Project Office Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities. This workforce analysis process continues to cover technical capability needs to address defense nuclear

  7. 2015 Annual Workforce Analysis and Staffing Plan Report - Livermore Field

    Office of Environmental Management (EM)

    Office | Department of Energy Livermore Field Office 2015 Annual Workforce Analysis and Staffing Plan Report - Livermore Field Office Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities. This workforce analysis process continues to cover technical capability needs to address defense nuclear facility and related operational hazards.

  8. Workforce Trends in the Electric Utility Industry | Department of Energy

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Trends in the Electric Utility Industry Workforce Trends in the Electric Utility Industry Section 1101 of the U.S. Energy Policy Act of 2005 (EPACT)1 calls for a report on the current trends in the workforce of (A) skilled technical personnel that support energy technology industries, and (B) electric power and transmission engineers. It also requests that the Secretary make recommendations (as appropriate) to meet the future labor requirements. PDF icon Workforce Trends in the Electric Utility

  9. 2010 Annual Workforce Analysis and Staffing Plan Report - Carlsbad Field

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Office | Department of Energy Carlsbad Field Office 2010 Annual Workforce Analysis and Staffing Plan Report - Carlsbad Field Office Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities. This workforce analysis process continues to cover technical capability needs to address defense nuclear facility and related operational hazards.

  10. 2012 Annual Workforce Analysis and Staffing Plan Report - Carlsbad Field

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Office | Department of Energy Carlsbad Field Office 2012 Annual Workforce Analysis and Staffing Plan Report - Carlsbad Field Office Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities. This workforce analysis process continues to cover technical capability needs to address defense nuclear facility and related operational hazards.

  11. 2012 Annual Workforce Analysis and Staffing Plan Report - Livermore Field

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Office | Department of Energy Livermore Field Office 2012 Annual Workforce Analysis and Staffing Plan Report - Livermore Field Office Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities. This workforce analysis process continues to cover technical capability needs to address defense nuclear facility and related operational hazards.

  12. 2013 Annual Workforce Analysis and Staffing Plan Report - Carlsbad Field

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Office | Department of Energy Carlsbad Field Office 2013 Annual Workforce Analysis and Staffing Plan Report - Carlsbad Field Office Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities. This workforce analysis process continues to cover technical capability needs to address defense nuclear facility and related operational hazards.

  13. 2013 Annual Workforce Analysis and Staffing Plan Report - NNSA Production

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Office | Department of Energy NNSA Production Office 2013 Annual Workforce Analysis and Staffing Plan Report - NNSA Production Office Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities. This workforce analysis process continues to cover technical capability needs to address defense nuclear facility and related operational hazards.

  14. 2014 Annual Workforce Analysis and Staffing Plan Report - Nevada Field

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Office | Department of Energy Nevada Field Office 2014 Annual Workforce Analysis and Staffing Plan Report - Nevada Field Office Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities. This workforce analysis process continues to cover technical capability needs to address defense nuclear facility and related operational hazards.

  15. RAND Releases Workforce Development Studies Prepared for Energy Department

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    | Department of Energy RAND Releases Workforce Development Studies Prepared for Energy Department RAND Releases Workforce Development Studies Prepared for Energy Department August 31, 2015 - 10:46am Addthis The RAND Corporation has released two energy-sector workforce development studies conducted on behalf of the Energy Department's National Energy Technology Laboratory (NETL). The two studies, one targeting the state of West Virginia and one the southwestern Pennsylvania (SWPA) region,

  16. Obama Administration Announces Nearly $100 Million for Smart Grid Workforce

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Training and Development | Department of Energy 100 Million for Smart Grid Workforce Training and Development Obama Administration Announces Nearly $100 Million for Smart Grid Workforce Training and Development April 8, 2010 - 12:00am Addthis ROCKVILLE, MD -U.S. Secretary of Energy Steven Chu announced today that the Department of Energy is announcing award selections for nearly $100 million for 54 smart grid workforce training programs that will help prepare the next generation of workers

  17. Status and EAC Recommendations for Electricity Delivery Workforce

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    (September 2014) | Department of Energy Status and EAC Recommendations for Electricity Delivery Workforce (September 2014) Status and EAC Recommendations for Electricity Delivery Workforce (September 2014) This memo, approved at the September 2014 EAC meeting and delivered to the Department of Energy, reports on the activities since September 2013 of the Workforce Work Group and makes recommendations to the DOE. The recommendations include the development of a DOE response to an October 2012

  18. DOE and Federal Energy and Manufacturing Workforce Programs and

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Infrastructure Location List | Department of Energy DOE and Federal Energy and Manufacturing Workforce Programs and Infrastructure Location List DOE and Federal Energy and Manufacturing Workforce Programs and Infrastructure Location List View a list of DOE and federal workforce programs and infrastructure, cataloged by city and state. This list contains most of the programs included in our Energy & Manufacturing Topics list and Trade Adjustment Assistance Community College and Career

  19. Building Tomorrow's Smart Grid Workforce Today | Department of Energy

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Tomorrow's Smart Grid Workforce Today Building Tomorrow's Smart Grid Workforce Today May 1, 2012 - 11:22am Addthis A student gets hands-on experience in the electric sector during an internship and mentoring program with Northeast Utilities, through ARRA workforce development funding. | Photo courtesy of Office of Electricity Delivery and Energy Reliability. A student gets hands-on experience in the electric sector during an internship and mentoring program with Northeast Utilities, through ARRA

  20. Sustainability Assessment of Workforce Well-Being and Mission Readiness |

    Energy Savers [EERE]

    Department of Energy Sustainability Assessment of Workforce Well-Being and Mission Readiness Sustainability Assessment of Workforce Well-Being and Mission Readiness Presentation by Dr. Jodi Jacobsen, Associate Professor, University of Maryland, Baltimore September 2008 PDF icon Sustainability Assessment of Workforce Well-being and Mission Readiness More Documents & Publications Moving Away from Silos Health and Productivity Questionnaire (HPQ) Survey Report Focus Group Meeting

  1. Strengthening the Workforce in Better Buildings Neighborhoods (Text

    Energy Savers [EERE]

    Version) | Department of Energy Strengthening the Workforce in Better Buildings Neighborhoods (Text Version) Strengthening the Workforce in Better Buildings Neighborhoods (Text Version) Below is a text version of the Better Buildings Neighborhood Program "Strengthening the Workforce in Better Buildings Neighborhoods" video. [MUSIC] [GRAPHIC: Saving energy, creating jobs, improving neighborhoods] Gil Sperling, U.S. Department of Energy: Better Buildings is our signature initiative

  2. Building Tomorrow's Smart Grid Workforce Today | Department of Energy

    Energy Savers [EERE]

    Building Tomorrow's Smart Grid Workforce Today Building Tomorrow's Smart Grid Workforce Today Colleges, universities, utilities, and manufacturers are working together to create new training, development, and enhancement programs in schools and businesses across the country. New technologies are emerging to improve the nation's electric grid, and the sector workforce must reflect the increased skills and knowledge to install, monitor, and maintain the infrastructure. Supported by DOE Recovery

  3. Expanding Educational Opportunities for the Wind Energy Workforce |

    Office of Environmental Management (EM)

    Department of Energy Expanding Educational Opportunities for the Wind Energy Workforce Expanding Educational Opportunities for the Wind Energy Workforce April 11, 2013 - 12:00am Addthis The University of Wisconsin-Madison (UW-Madison) is supporting wind energy workforce development and training for the civil design and construction sector. Funding from EERE has enabled curriculum development for the university's Energy and Policy Graduate Certificate and online Master's degree in Sustainable

  4. 2013 Annual Workforce Analysis and Staffing Plan Report - Livermore Field

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Office | Department of Energy Livermore Field Office 2013 Annual Workforce Analysis and Staffing Plan Report - Livermore Field Office Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities. This workforce analysis process continues to cover technical capability needs to address defense nuclear facility and related operational hazards.

  5. FMT Workforce FTEs by Scope Current Contract Scope of Work (Section J. Appendix A)

    National Nuclear Security Administration (NNSA)

    FMT Workforce FTEs by Scope Current Contract Scope of Work (Section J. Appendix A) FTE's* Directed Stockpile Work (DSW) 1,329 Campaigns 260 Readiness in Technical Base & Facilities (RTBF) and Site Stewardship 110 Secure Transportation Asset (STA) 125 Security (Physical and Cyber) 160 Other NNSA/Other DOE 310 includes ICO and Emergency Response Non-DOE (Work for Others) 360 Total FTE's 2,654 *FTEs shown include allocation of indirect FTE's

  6. 2014 Annual Workforce Analysis and Staffing Plan Report - Portsmouth...

    Office of Environmental Management (EM)

    Office Annual Workforce Analysis and Staffing Plan Report for SUBJECT: Calendar Year 2014 TO: Ms. Karen Boardman, Chair Federal Technical Capability Panel, EA-50383 Reference:...

  7. Workforce Development and Sales Training for Energy Efficiency Contractors

    Broader source: Energy.gov [DOE]

    This webinar covered expectations for growth and training needs, home performance workforce development, weatherization sales training, and enabling contractors to succeed.

  8. Weatherization and Workforce Guidelines for Home Energy Upgrades...

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    This fact sheet provides essential information about the 2011 publication of the Residential Retrofit Workforce Guidelines, including their origin, their development with the help ...

  9. Status and EAC Recommendations for Electricity Delivery Workforce...

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    of existing programs across federal agencies; the creation of a repository for workforce materials across agencies; the development of a division of responsibility to coordinate...

  10. Office of Learning and Workforce Development (HC-20) | Department...

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    To accomplish its mission, the Office of Learning and Workforce Development has developed ... and instill leadership skills to support the mission and support human capital strategies. ...

  11. Better Buildings Residential Network Workforce/Business Partners...

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    WorkforceBusiness Partners Peer Exchange Call: Energy Advising Services in the Post-ARRA ... energy advising or energy concierge services without American Recovery and ...

  12. ORISE: Science Education and Workforce Development Fact Sheet

    Broader source: All U.S. Department of Energy (DOE) Office Webpages (Extended Search)

    Science Education and Workforce Development To develop the scientific and technical leadership of tomorrow, we're inspiring students, recent graduates and educators today. With...

  13. 2013 Annual Workforce Analysis and Staffing Plan Report - NNSA...

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Office 2012 Annual Workforce Analysis and Staffing Plan Report - NNSA Production Office Technical Qualification Program Self-Assessment Report - NNSA Production Office - 2014...

  14. 2012 Annual Workforce Analysis and Staffing Plan Report - Livermore...

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Field Office 2014 Annual Workforce Analysis and Staffing Plan Report - Livermore Field Office Technical Qualification Program Self-Assessment Report - Livermore Field Office - 2013...

  15. Better Buildings Workforce Peer Exchange and Green for All High Road Affinity Group Listening to your WorkforceŽ: Lessons from Pilot Programs and Other Approaches for Workforce Feedback Call Slides and Discussion Summary, October 6, 2011

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    6, 2011 Better Buildings Workforce Peer Exchange and Green for All High Road Affinity Group "Listening to your Workforce": Lessons from Pilot Programs and Other Approaches for Workforce Feedback Call Slides and Discussion Summary Agenda * Welcome from Green for All and Better Buildings * Call Logistics and Introductions  What questions do you have about "listening to your workforce"? * Featured Guests:  Jeff Acklen, Workforce Development, Austin Energy  Sammy Chu,

  16. Workforce Retention Work Group Status Overview - July 2012 | Department of

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Energy July 2012 Workforce Retention Work Group Status Overview - July 2012 Documents Available for Download PDF icon July 2012 Status Overviews More Documents & Publications Workforce Retention Work Group Status Overview - September 2012 Strategic Initiatives Work Group Status Overview - July 2012 10 CFR 851 Work Group Status Overview - July 2012

  17. Workforce Retention Work Group Status Overview - September 2012 |

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Department of Energy September 2012 Workforce Retention Work Group Status Overview - September 2012 Documents Available for Download PDF icon September 2012 Status Overviews More Documents & Publications Workforce Retention Work Group Status Overview - July 2012 Work Force Retention Work Group Charter Work Group Telecon (Final Charters)

  18. Better Buildings: Workforce, Spotlight on Maine: Contractor Sales Training Boosts Energy Upgrade Conversions

    Broader source: Energy.gov [DOE]

    Better Buildings: Workforce, Spotlight on Maine: Contractor Sales Training Boosts Energy Upgrade Conversions.

  19. Better Buildings: Workforce: Spotlight on Portland, Oregon: Making the Program Work for Contractors

    Broader source: Energy.gov [DOE]

    Better Buildings: Workforce: Spotlight on Portland, Oregon: Making the Program Work for Contractors.

  20. Clean Technology Evaluation & Workforce Development Program

    SciTech Connect (OSTI)

    Patricia Glaza

    2012-12-01

    The overall objective of the Clean Technology Evaluation portion of the award was to design a process to speed up the identification of new clean energy technologies and match organizations to testing and early adoption partners. The project was successful in identifying new technologies targeted to utilities and utility technology integrators, in developing a process to review and rank the new technologies, and in facilitating new partnerships for technology testing and adoption. The purpose of the Workforce Development portion of the award was to create an education outreach program for middle & high-school students focused on clean technology science and engineering. While originally targeting San Diego, California and Cambridge, Massachusetts, the scope of the program was expanded to include a major clean technology speaking series and expo as part of the USA Science & Engineering Festival on the National Mall in Washington, D.C.

  1. Regional Nuclear Workforce Development in the Central Savannah River Area

    Broader source: All U.S. Department of Energy (DOE) Office Webpages (Extended Search)

    Nuclear Workforce Development in the Central Savannah River Area Dr. Susan A. Winsor Aiken Technical College President: P.O. Box 696, Aiken, SC 29802, winsors@atc.edu Mindy Mets Nuclear Workforce Initiative Program Manager, SRS Community Reuse Organization: P.O. Box 696, Aiken, SC 29802, mindy.mets@srscro.org INTRODUCTION An expanding role for nuclear energy in the United States has dramatic implications for the nuclear workforce demand in the two-state region of Georgia and South Carolina known

  2. Idaho Cleanup Project grows its workforce to complete ARRA work

    Broader source: All U.S. Department of Energy (DOE) Office Webpages (Extended Search)

    Idaho Cleanup Project grows its workforce to complete ARRA work CWI President and CEO John Fulton greets newly hired ICP employees at a June orientation session in Idaho Falls. Over a hundred new faces have already joined the Idaho Cleanup Project (ICP) workforce, both in offices and at work sites across DOE's Idaho Site. The ICP is ramping up its workforce to complete new work scope assigned to the ICP under the American Recovery and Reinvestment Act (ARRA). As of June 27, 143 new workers have

  3. Energy Department Announces $32 Million to Boost Solar Workforce Training,

    Office of Environmental Management (EM)

    Drive Solar Energy Innovation | Department of Energy 32 Million to Boost Solar Workforce Training, Drive Solar Energy Innovation Energy Department Announces $32 Million to Boost Solar Workforce Training, Drive Solar Energy Innovation May 26, 2015 - 1:08pm Addthis NEWS MEDIA CONTACT (202) 586-4940 DOENews@hq.doe.gov Today, the Energy Department is announcing $32 million in funding to help train American workers for the solar energy workforce and to further drive down the cost of solar by

  4. Recruiting a Local and Diverse Workforce and Mitigating Barriers to Entry |

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Department of Energy Recruiting a Local and Diverse Workforce and Mitigating Barriers to Entry Recruiting a Local and Diverse Workforce and Mitigating Barriers to Entry Better Buildings Neighborhood Program Workforce Peer Exchange Call: Recruiting a Local and Diverse Workforce and Mitigating Barriers to Entry, Call Slides and Discussion Summary, August 25, 2011. PDF icon Call Slides and Discussion Summary More Documents & Publications Better Buildings Workforce Peer Exchange Call:

  5. Office of Learning and Workforce Development (HC-20) | Department of Energy

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Learning and Workforce Development (HC-20) Office of Learning and Workforce Development (HC-20) The mission of the Office of Learning and Workforce Development is to strengthen DOE's workforce capacity and build a culture of continual learning and knowledge sharing. To accomplish its mission, the Office of Learning and Workforce Development has developed the following goals: Grow our Leaders- Ensure leadership continuity and instill leadership skills to support the mission and support human

  6. Microsoft Word - Workforce Trends Report to Congress_090706_FINAL.doc

    Office of Environmental Management (EM)

    August 2006 A REPORT TO THE UNITED STATES CONGRESS PURSUANT TO SECTION 1101 OF THE ENERGY POLICY ACT OF 2005 WORKFORCE TRENDS IN THE ELECTRIC UTILITY INDUSTRY U.S. Department of Energy Workforce Trends in the Electric Utility Industry iii SEC. 1101. WORKFORCE TRENDS AND TRAINEESHIP GRANTS *** (b) WORKFORCE TRENDS. - (1) MONITORING. - The Secretary, in consultation with, and using data collected by, the Secretary of Labor, shall monitor trends in the workforce of- (A) skilled technical personnel

  7. 2011 Annual Workforce Analysis and Staffing Plan Report- NNSA HQ

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  8. 2012 Annual Workforce Analysis and Staffing Plan Report- NNSA HQ

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  9. 2015 Annual Workforce Analysis and Staffing Plan Report- NNSA HQ

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  10. 2010 Annual Workforce Analysis and Staffing Plan Report- NNSA HQ

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  11. 2013 Annual Workforce Analysis and Staffing Plan Report- NNSA HQ

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  12. 2014 Annual Workforce Analysis and Staffing Plan Report- NNSA HQ

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  13. 2012 Annual Workforce Analysis and Staffing Plan Report - Carlsbad

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    , NA-SH-40 * ED J. Yarrington, HS-10 ED G. Basabilvazo, CBFO ED A. Cooper, CBFO ED J. Waters, CBFO ED DOE M&RC *ED denotes electronic distribution Annual Workforce Analysis and...

  14. Vehicle Technologies Office: Workforce Development and Professional Education

    Broader source: Energy.gov [DOE]

    The Vehicle Technologies Office (VTO) invests in both research to develop cleaner, safer, more affordable vehicles and education to ensure a strong workforce that can develop, build, repair, and...

  15. Domestic Wind Energy Workforce; NREL (National Renewable Energy Laboratory)

    SciTech Connect (OSTI)

    Tegen, Suzanne

    2015-07-30

    A robust workforce is essential to growing domestic wind manufacturing capabilities. NREL researchers conducted research to better understand today's domestic wind workforce, projected needs for the future, and how existing and new education and training programs can meet future needs. This presentation provides an overview of this research and the accompanying industry survey, as well as the Energy Department's Career Maps, Jobs & Economic Development Impacts models, and the Wind for Schools project.

  16. DOE Advanced Scientific Advisory Committee (ASCAC): Workforce Subcommittee

    Office of Scientific and Technical Information (OSTI)

    Letter (Program Document) | SciTech Connect Advisory Committee (ASCAC): Workforce Subcommittee Letter Citation Details In-Document Search Title: DOE Advanced Scientific Advisory Committee (ASCAC): Workforce Subcommittee Letter Simulation and computing are essential to much of the research conducted at the DOE national laboratories. Experts in the ASCR ¬relevant Computing Sciences, which encompass a range of disciplines including Computer Science, Applied Mathematics, Statistics and domain

  17. Workforce Development | U.S. DOE Office of Science (SC)

    Office of Science (SC) Website

    Workforce Development High Energy Physics (HEP) HEP Home About Research Facilities Science Highlights Benefits of HEP Medicine Homeland Security Industry Computing Sciences Workforce Development A Growing List Accelerators for Americas Future External link Funding Opportunities Advisory Committees Community Resources Contact Information High Energy Physics U.S. Department of Energy SC-25/Germantown Building 1000 Independence Ave., SW Washington, DC 20585 P: (301) 903-3624 F: (301) 903-2597 E:

  18. NREL: Workforce Development and Education Programs Home Page

    Broader source: All U.S. Department of Energy (DOE) Office Webpages (Extended Search)

    Workforce Development and Education Programs Energizing Tomorrow's Scientists and Engineers Today Photo of a student racing a solar powered car. 4-12 Program Photo of an intern working on research. Internships and Graduate Programs Photo of a researcher working on research equipment. Teacher Resources Photo of students and teachers working on a CLOUT science project. The Workforce Development and Education Programs ensure that the Department of Energy (DOE), national laboratories, and the nation

  19. NREL: Workforce Development and Education Programs - Middle School

    Broader source: All U.S. Department of Energy (DOE) Office Webpages (Extended Search)

    Middle School Learn about fun and exciting middle school programs and competitions that will put student's science and math skills to the test. National Middle School Science Bowl NREL Model Car Competitions Kit and Component Supplier List Printable Version NREL's Workforce Development & Education Programs Home About Workforce Development & Education Programs Grade 4-12 Students Middle School National Middle School Science Bowl NREL Model Car Competitions High School Science

  20. Better Buildings Workforce Guidelines Energy Manager and Federal Facility Manager

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Buildings Workforce Guidelines Energy Manager and Federal Facility Manager 2014 Building Technologies Office Peer Review Framework for a Better Buildings Workforce Phil Coleman, pecoleman@lbl.gov LBNL Project Summary Timeline Start date: August 2013 Planned end date: December 2014 Key Milestones 1. Present draft plan for energy manager and facility manager to CWCC Board of Direction (11/7/13) 2. Coordinate with NIBS to convene subject matter experts (SMEs) for the development of job task

  1. SECTION 3161 ANNOUNCEMENT: New Draft Workforce Restructuring Plan for the

    Energy Savers [EERE]

    SECTION 3161 ANNOUNCEMENT: New Draft Workforce Restructuring Plan for the [SITE] The Department of Energy (DOE) [DOE/NNSA field office] is today posting for comment a draft workforce restructuring plan (Plan). The draft Plan being developed is prepared pursuant to [IN THE CASE OF NON-3161 FACILITIES, SUBSTITUTE" "consistent with the purposes and policies of"] Section 3161 of the National Defense Authorization Act for Fiscal Year 1993 to mitigate the impact of any potential

  2. Multifamily Retrofit Tools and Workforce Resources | Department of Energy

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Multifamily Retrofit Tools and Workforce Resources Multifamily Retrofit Tools and Workforce Resources The U.S. Department of Energy (DOE) has specific multifamily tools and resources that help alleviate lender and building owner uncertainty about energy upgrade results. Setting the standard for the industry, DOE has the ability to directly retrofit many of the nation's multifamily properties through its deployment programs. Using DOE affiliated multifamily resources means that contractors,

  3. Weatherization and Workforce Guidelines for Home Energy Upgrades Fact Sheet

    Broader source: Energy.gov (indexed) [DOE]

    | Department of Energy fact sheet provides essential information about the 2011 publication of the Residential Retrofit Workforce Guidelines, including their origin, their development with the help of industry leaders to create the standard work specifications for retrofit work, their public review, and the JTAs/KSAs (job-task analyses/knowledge, skills, and abilities) that they encompass. PDF icon Weatherization and Workforce Guidelines for Home Energy Upgrades More Documents &

  4. Solar Ready Vets: Preparing Veterans for the Solar Workforce | Department

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    of Energy Solar Ready Vets: Preparing Veterans for the Solar Workforce Solar Ready Vets: Preparing Veterans for the Solar Workforce Addthis Description Solar Ready Vets, created by the Department of Energy's SunShot Initiative, connects our nation's transitioning veterans to the growing solar energy industry. As these active duty service members prepare to enter the civilian world, the Solar Ready Vets program offers them the opportunity to learn about all aspects of the solar industry in a

  5. Better Buildings Residential Network Workforce Peer Exchange Call Series: Quality Control, Standardization of Upgrades, and Workforce Expectations, March 27, 2014

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Workforce Peer Exchange Call Series: Quality Control, Standardization of Upgrades, and Workforce Expectations March 27, 2014 Agenda 2  Call Logistics and Introductions  BBRN and Peer Exchange Call Overview  Featured Speakers - QA/QC Approaches & Lessons Learned  Dan Wildenhaus -Technical and QC Lead for Seattle's Community Power Works Program and Senior Building Scientist at CLEAResult  Brian Atchinson - Associate Project Manager, Quality, Standards and Compliance, New York

  6. Developing Secure Power Systems Professional Competence: Alignment and Gaps in Workforce Development Programs—Summary Report

    SciTech Connect (OSTI)

    O'Neil, Lori Ross; Assante, Michael; Tobey, D. H.; Conway, T. J.; Vanderhorst, Jr, T. J.; Januszewski, III, J.; Leo, R.; Perman, K.

    2013-07-01

    This document is a summarization of the report, Developing Secure Power Systems Professional Competence: Alignment and Gaps in Workforce Development Programs, the final report for phase 2 of the SPSP (DOE workforce study) project.

  7. CBEI: Career Pathways for the Energy Retrofit Workforce - 2015 Peer Review

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    | Department of Energy Career Pathways for the Energy Retrofit Workforce - 2015 Peer Review CBEI: Career Pathways for the Energy Retrofit Workforce - 2015 Peer Review Presenter: Lisa Shulock, PSU View the Presentation PDF icon CBEI: Career Pathways for the Energy Retrofit Workforce - 2015 Peer Review More Documents & Publications Advanced Critical Advanced Energy Retrofit Education and Training and Credentialing - 2014 BTO Peer Review Workforce Overview - 2015 BTO Peer Review Market

  8. A Government-Wide Approach to a Diverse Workforce | Department of Energy

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    A Government-Wide Approach to a Diverse Workforce A Government-Wide Approach to a Diverse Workforce August 24, 2011 - 10:05am Addthis Bill Valdez Bill Valdez Director of Workforce Management "To realize more fully the goal of using the talents of all segments of society, the Federal Government must continue to challenge itself to enhance its ability to recruit, hire, promote, and retain a more diverse workforce. Further, the Federal Government must create a culture that encourages

  9. 2015 Annual Workforce Analysis and Staffing Plan Report - Oak Ridge Office

    Energy Savers [EERE]

    of Environmental Management | Department of Energy 5 Annual Workforce Analysis and Staffing Plan Report - Oak Ridge Office of Environmental Management 2015 Annual Workforce Analysis and Staffing Plan Report - Oak Ridge Office of Environmental Management Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities. This workforce analysis

  10. DOE Advanced Scientific Advisory Committee (ASCAC): Workforce...

    Office of Scientific and Technical Information (OSTI)

    Scott A. 6 ; Sarkar, Vivek 7 ; Stahlberg, Eric 8 ; Vetter, Jeffrey S. 9 ; Williams, Dean 5 + Show Author Affiliations University of Houston Total SA Lawrence Berkeley ...

  11. Austin Educating Workforce in Renewable Energy | Department of Energy

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Austin Educating Workforce in Renewable Energy Austin Educating Workforce in Renewable Energy January 7, 2010 - 1:44pm Addthis Joshua DeLung What does this project do? More than 400 Austin, Texas, students have enrolled in a course to become skill workers in the solar energy field. The course helps Austin achieve its ambitious goal, producing enough solar energy to power about 17,000 homes in Austin a year by 2020. Austin, Texas, is always looking for new ways to 'hook 'em by the horns' and keep

  12. Green Workforce Development for Youth Kicks Off | Department of Energy

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Workforce Development for Youth Kicks Off Green Workforce Development for Youth Kicks Off October 18, 2010 - 11:00am Addthis Stephen Graff Former Writer & editor for Energy Empowers, EERE Every time Jonathan Norton walks into a room now and flips the switch, he can't help but think about how the lights were wired. Or how the framing was installed. And if the insulation is efficient. "A lot of people hear about green construction," says Norton, a 21-year-old California Conservation

  13. Training Changing Face of West Virginia’s Workforce

    Broader source: Energy.gov [DOE]

    West Virginia’s stimulus funding is expected to spur green jobs and build skills for the future in a state that relies on a nonrenewable energy source ­— coal — to employ 35,000 members of its workforce.

  14. Better Buildings Workforce Overview- 2014 BTO Peer Review

    Broader source: Energy.gov [DOE]

    Presenter: Benjamin Goldstein, U.S. Department of Energy This presentation at the 2014 Peer Review provided an overview of the Building Technologies Office's Better Buildings Workforce activities. Through robust feedback, the BTO Program Peer Review enhances existing efforts and improves future designs.

  15. Kansas City Site Office General Workforce Restructuring (2007) | National

    National Nuclear Security Administration (NNSA)

    Nuclear Security Administration Site Office General Workforce Restructuring (2007) | National Nuclear Security Administration Facebook Twitter Youtube Flickr RSS People Mission Managing the Stockpile Preventing Proliferation Powering the Nuclear Navy Emergency Response Recapitalizing Our Infrastructure Countering Nuclear Terrorism About Our Programs Our History Who We Are Our Leadership Our Locations Budget Our Operations Library Bios Congressional Testimony Fact Sheets Newsletters Press

  16. BetterBuildings Workforce Peer Exchange Call: Effective Strategies for Working with Workforce Development Partners Call Slides and Discussion Summary, May 19, 2011

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    9, 2011 BetterBuildings Workforce Peer Exchange Call: Effective strategies for working with workforce development partners Call Slides and Discussion Summary Agenda * Call Logistics and Introductions * Featured Guest: Elizabeth Reynosa, Goodwill Industries * Discussion: * How are you working with partners to recruit, train, and retain an effective workforce? * What are the advantages of working with partners? * What are the challenges? * What are keys to successful partnerships? * Future Call

  17. Executive Order 13583, Establishing a Coordinated Government-Wide Initiative to Promote Diversity and Inclusion in the Federal Workforce

    Broader source: Energy.gov [DOE]

    Establishes a "coordinated government-wide initiative to promote diversity and inclusion in the federal workforce".

  18. Beyond Human Capital Development: Balanced Safeguards Workforce Metrics and the Next Generation Safeguards Workforce

    SciTech Connect (OSTI)

    Burbank, Roberta L.; Frazar, Sarah L.; Gitau, Ernest TN; Shergur, Jason M.; Scholz, Melissa A.; Undem, Halvor A.

    2014-03-28

    Since its establishment in 2008, the Next Generation Safeguards Initiative (NGSI) has achieved a number of objectives under its five pillars: concepts and approaches, policy development and outreach, international nuclear safeguards engagement, technology development, and human capital development (HCD). As a result of these efforts, safeguards has become much more visible as a critical U.S. national security interest across the U.S. Department of Energy (DOE) complex. However, limited budgets have since created challenges in a number of areas. Arguably, one of the more serious challenges involves NGSIs ability to integrate entry-level staff into safeguards projects. Laissez fair management of this issue across the complex can lead to wasteful project implementation and endanger NGSIs long-term sustainability. The authors provide a quantitative analysis of this problem, focusing on the demographics of the current safeguards workforce and compounding pressures to operate cost-effectively, transfer knowledge to the next generation of safeguards professionals, and sustain NGSI safeguards investments.

  19. Quadrennial Energy Review Public Meeting #9 Bakken Workforce Development Panel

    Broader source: Energy.gov (indexed) [DOE]

    Public Meeting #9 Bakken Workforce Development Panel Comments from Dave Clark, Interim President of Bismarck State College August 8, 2014 Located in Bismarck, North Dakota, Bismarck State College was established in 1939. We are accredited by the Higher Learning Commission of the North Central Association of Colleges and Schools. We serve 4,100 credit students and 17,000 through continuing education - both online and on-campus across the country. We are the third largest campus in the North

  20. The radiation oncology workforce: A focus on medical dosimetry

    SciTech Connect (OSTI)

    Robinson, Gregg F.; Mobile, Katherine; Yu, Yan

    2014-07-01

    The 2012 Radiation Oncology Workforce survey was conducted to assess the current state of the entire workforce, predict its future needs and concerns, and evaluate quality improvement and safety within the field. This article describes the dosimetrist segment results. The American Society for Radiation Oncology (ASTRO) Workforce Subcommittee, in conjunction with other specialty societies, conducted an online survey targeting all segments of the radiation oncology treatment team. The data from the dosimetrist respondents are presented in this article. Of the 2573 dosimetrists who were surveyed, 890 responded, which resulted in a 35% segment response rate. Most respondents were women (67%), whereas only a third were men (33%). More than half of the medical dosimetrists were older than 45 years (69.2%), whereas the 45 to 54 years age group represented the highest percentage of respondents (37%). Most medical dosimetrists stated that their workload was appropriate (52%), with respondents working a reported average of 41.7 4 hours per week. Overall, 86% of medical dosimetrists indicated that they were satisfied with their career, and 69% were satisfied in their current position. Overall, 61% of respondents felt that there was an oversupply of medical dosimetrists in the field, 14% reported that supply and demand was balanced, and the remaining 25% felt that there was an undersupply. The medical dosimetrists' greatest concerns included documentation/paperwork (78%), uninsured patients (80%), and insufficient reimbursement rates (87%). This survey provided an insight into the dosimetrist perspective of the radiation oncology workforce. Though an overwhelming majority has conveyed satisfaction concerning their career, the study allowed a spotlight to be placed on the profession's current concerns, such as insufficient reimbursement rates and possible oversupply of dosimetrists within the field.

  1. Energy Efficiency Services Sector: Workforce Education and Training Needs

    SciTech Connect (OSTI)

    Goldman, Charles A.; Peters, Jane S.; Albers, Nathaniel; Stuart, Elizabeth; Fuller, Merrian C.

    2010-03-19

    This report provides a baseline assessment of the current state of energy efficiency-related education and training programs and analyzes training and education needs to support expected growth in the energy efficiency services workforce. In the last year, there has been a significant increase in funding for 'green job' training and workforce development (including energy efficiency), through the American Recovery and Reinvestment Act (ARRA). Key segments of the energy efficiency services sector (EESS) have experienced significant growth during the past several years, and this growth is projected to continue and accelerate over the next decade. In a companion study (Goldman et al. 2009), our research team estimated that the EESS will increase two- to four-fold by 2020, to 220,000 person-years of employment (PYE) (low-growth scenario) or up to 380,000 PYE (high-growth scenario), which may represent as many as 1.3 million individuals. In assessing energy efficiency workforce education and training needs, we focus on energy-efficiency services-related jobs that are required to improve the efficiency of residential and nonresidential buildings. Figure ES-1 shows the market value chain for the EESS, sub-sectors included in this study, as well as the types of market players and specific occupations. Our assessment does not include the manufacturing, wholesale, and retail distribution subsectors, or energy efficiency-focused operations and maintenance performed by facility managers.

  2. Growing a Wind Workforce: The National Wind Energy Skills Assessment Report (Poster)

    SciTech Connect (OSTI)

    Tegen, S.

    2014-05-01

    This poster summarizes results from the first published investigation into the detailed makeup of the wind energy workforce as well as a glance at the educational infrastructure and training needs of the wind industry. Insights from this research into the domestic wind workforce allow the private sector, educational institutions, and federal and state governments to make better informed workforce-related decisions based on the current data and future projections.

  3. 2010 Annual Workforce Analysis and Staffing Plan Report - Los Alamos Site

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Office | Department of Energy Los Alamos Site Office 2010 Annual Workforce Analysis and Staffing Plan Report - Los Alamos Site Office Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities. This workforce analysis process continues to cover technical capability needs to address defense nuclear facility and related operational hazards.

  4. 2012 Annual Workforce Analysis and Staffing Plan Report - Oak Ridge Office

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    of Environmental Management | Department of Energy Oak Ridge Office of Environmental Management 2012 Annual Workforce Analysis and Staffing Plan Report - Oak Ridge Office of Environmental Management Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities. This workforce analysis process continues to cover technical capability needs to

  5. 2014 Annual Workforce Analysis and Staffing Plan Report - Carlsbad Field Office

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Memorandum Carlsbad Field Office Carlsbad, New Mexico 88221 DATE: REPLY TO ATTN OF: SUBJECT: JAN 1 5 2015 CBFO:OOO:JWM:SC:15-1201 :UFC 3410.00 2014 CBFO Annual Workforce Analysis and Staffing Plan To: Karen L. Boardman, Chairperson, Federal Technical Capability Panel (HS-70) The Carlsbad Field Office (CBFO) has updated the CBFO Annual Workforce Analysis and Staffing Plan as of December 31, 2014. The attachment to this Memorandum provides the updated CBFO Workforce Analysis and Staffing

  6. Ron Ness will provide comments on the workforce needs of Bakken and North Dakota

    Broader source: Energy.gov (indexed) [DOE]

    Ron Ness will provide comments on the workforce needs of Bakken and North Dakota's energy industry and the tremendous growth in jobs over the past few years. He will focus on the Empower North Dakota initiatives on workforce and related infrastructure issues that are critical not only to the longevity of the energy production that helps attract capital and workers, but also to the infrastructure issues that are essential in attracting and maintaining a workforce to rural areas like North Dakota.

  7. Weatherization and Workforce Guidelines for Home Energy Upgrades (Fact Sheet), Weatherization and Intergovernmental Programs (WIP)

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    INTERGOVERNMENTAL PROGRAMS Weatherization and Workforce Guidelines for Home Energy Upgrades Improved Quality, Better Training March 2011 The U.S. Department of Energy (DOE) Weatherization Assistance Program has developed Workforce Guidelines for Home Energy Upgrades to foster the growth of a high-quality home energy retroft industry and a skilled and cre- dentialed workforce. Public and private retroft programs nationwide may adopt the guidelines to increase the consistency and effectiveness of

  8. Health, Productivity and Safety in the Workforce: Does Age Make a Difference?

    Office of Environmental Management (EM)

    Health, Productivity and Safety in the Workforce: Does Age Make a Difference? Amy Cohen-Callow, PhD; Jodi Jacobson, PhD; Phillip Osteen, PhD, Jungyai Ko, MSSA (Funding for this study was provided by the U.S. Department of Energy and two participating DOE worksites that will remain anonymous. Coordination and management of the this grant was provided by Oak Ridge Associated Universities.) STUDY QUESTIONS PROBLEM * Growing aging workforce approaching retirement yet remaining in the workforce *

  9. 2013 Annual Workforce Analysis and Staffing Plan Report - Oak Ridge Office

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    of Environmental Management | Department of Energy Oak Ridge Office of Environmental Management 2013 Annual Workforce Analysis and Staffing Plan Report - Oak Ridge Office of Environmental Management Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities. This workforce analysis process continues to cover technical capability needs to

  10. DOE Announces Webinars on Energy Efficiency Competitions, Better Buildings Workforce Guidelines, and More

    Broader source: Energy.gov [DOE]

    EERE webinars on November 5, 7, and 20 will cover energy efficiency competitions, Better Buildings workforce guidelines, and offshore wind economic impacts.

  11. Energy Efficiency Services Sector: Workforce Size and Expectations for Growth

    SciTech Connect (OSTI)

    Goldman, Charles; Fuller, Merrian C.; Stuart, Elizabeth; Peters, Jane S.; McRae, Marjorie; Albers, Nathaniel; Lutzenhiser, Susan; Spahic, Mersiha

    2010-03-22

    The energy efficiency services sector (EESS) is poised to become an increasingly important part of the U.S. economy. Climate change and energy supply concerns, volatile and increasing energy prices, and a desire for greater energy independence have led many state and national leaders to support an increasingly prominent role for energy efficiency in U.S. energy policy. The national economic recession has also helped to boost the visibility of energy efficiency, as part of a strategy to support economic recovery. We expect investment in energy efficiency to increase dramatically both in the near-term and through 2020 and beyond. This increase will come both from public support, such as the American Recovery and Reinvestment Act (ARRA) and significant increases in utility ratepayer funds directed toward efficiency, and also from increased private spending due to codes and standards, increasing energy prices, and voluntary standards for industry. Given the growing attention on energy efficiency, there is a concern among policy makers, program administrators, and others that there is an insufficiently trained workforce in place to meet the energy efficiency goals being put in place by local, state, and federal policy. To understand the likelihood of a potential workforce gap and appropriate response strategies, one needs to understand the size, composition, and potential for growth of the EESS. We use a bottom-up approach based upon almost 300 interviews with program administrators, education and training providers, and a variety of EESS employers and trade associations; communications with over 50 sector experts; as well as an extensive literature review. We attempt to provide insight into key aspects of the EESS by describing the current job composition, the current workforce size, our projections for sector growth through 2020, and key issues that may limit this growth.

  12. Opening Doors of Opportunity to Develop the Future Nuclear Workforce - 13325

    SciTech Connect (OSTI)

    Mets, Mindy

    2013-07-01

    The United States' long-term demand for highly skilled nuclear industry workers is well-documented by the Nuclear Energy Institute. In addition, a study commissioned by the SRS Community Reuse Organization concludes that 10,000 new nuclear workers are needed in the two-state region of Georgia and South Carolina alone. Young adults interested in preparing for these nuclear careers must develop specialized skills and knowledge, including a clear understanding of the nuclear workforce culture. Successful students are able to enter well-paying career fields. However, the national focus on nuclear career opportunities and associated training and education programs has been minimal in recent decades. Developing the future nuclear workforce is a challenge, particularly in the midst of competition for similar workers from various industries. In response to regional nuclear workforce development needs, the SRS Community Reuse Organization established the Nuclear Workforce Initiative (NWI{sup R}) to promote and expand nuclear workforce development capabilities by facilitating integrated partnerships. NWI{sup R} achievements include a unique program concept called NWI{sup R} Academies developed to link students with nuclear career options through firsthand experiences. The academies are developed and conducted at Aiken Technical College and Augusta Technical College with support from workforce development organizations and nuclear employers. Programs successfully engage citizens in nuclear workforce development and can be adapted to other communities focused on building the future nuclear workforce. (authors)

  13. Better Buildings Workforce Guidelines for Facility Energy Manager- 2014 BTO Peer Review

    Broader source: Energy.gov [DOE]

    Presenter: Phil Coleman, Lawrence Berkeley National Laboratory By making technical contributions to the Better Buildings Workforce Guidelines, this project addresses the absence of consistent national guidelines in commercial workforce credentialing programs related to energy use, as well as the proliferation of competing certifications.

  14. 2014 Workforce Analysis and Staffing Plan Report Memo, Guidance and Template

    Broader source: Energy.gov [DOE]

    The Department of Energy Federal Technical Capability Order, DOE O 426.1, requires that managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities. This workforce analysis process continues to cover technical capability needs to address defense nuclear facility and related operational hazards.

  15. Better Buildings Workforce Peer Exchange Call: Kick-off Call Slides and Discussion Summary. April 21, 2011

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Workforce Peer Exchange Call: Kick-off Call Slides and Discussion Summary Agenda * What are peer exchange calls? * Call logistics and attendance * Key workforce topics * Grant project go-around: * What aspects of your workforce program are you focused on now? * Are you using national certification programs? If so, which one(s)? * What are some key challenges or needs you have related to workforce? * Any successful strategies? * Next steps  Future call topics, call frequency, format, etc.

  16. LEAF Gender Mainstreaming Strategy & Checklist | Open Energy...

    Open Energy Info (EERE)

    www.leafasia.orgtoolsleaf-gender-mainstreaming-strategy-checklist Cost: Free Language: English LEAF Gender Mainstreaming Strategy & Checklist Screenshot Logo: LEAF Gender...

  17. 2011 Annual Workforce Analysis and Staffing Plan Report- Idaho Operations Office

    Office of Energy Efficiency and Renewable Energy (EERE)

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  18. 2011 Annual Workforce Analysis and Staffing Plan Report- Pantex Site Office

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  19. 2014 Annual Workforce Analysis and Staffing Plan Report- Idaho Operations Office

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  20. 2012 Annual Workforce Analysis and Staffing Plan Report- EM Consolidated Business Center

    Office of Energy Efficiency and Renewable Energy (EERE)

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  1. 2013 Annual Workforce Analysis and Staffing Plan Report- Office of Science

    Office of Energy Efficiency and Renewable Energy (EERE)

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  2. 2012 Annual Workforce Analysis and Staffing Plan Report- Office of River Protection

    Office of Energy Efficiency and Renewable Energy (EERE)

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  3. 2014 Annual Workforce Analysis and Staffing Plan Report- Chief of Nuclear Safety

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  4. 2015 Annual Workforce Analysis and Staffing Plan Report- Sandia Field Office

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  5. 2012 Annual Workforce Analysis and Staffing Plan Report- Oak Ridge Office

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  6. 2013 Annual Workforce Analysis and Staffing Plan Report- Oak Ridge Office

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  7. Strengthening America’s Energy Future through Education and Workforce Development

    Broader source: Energy.gov [DOE]

    To have a strong clean energy revolution we need a strong energy workforce. Learn more about what the Department has done to learn about potential skill shortages and some of the programs to combat that barrier.

  8. 2010 Annual Workforce Analysis and Staffing Plan Report- Y-12 Site Office

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  9. Identification of Strategies to Leverage Public and Private Resources for National Security Workforce Development

    SciTech Connect (OSTI)

    2009-02-01

    This report documents the identification of strategies to leverage public and private resources for the development of an adequate national security workforce as part of the National Security Preparedness Project (NSPP).There are numerous efforts across the United States to develop a properly skilled and trained national security workforce. Some of these efforts are the result of the leveraging of public and private dollars. As budget dollars decrease and the demand for a properly skilled and trained national security workforce increases, it will become even more important to leverage every education and training dollar. The leveraging of dollars serves many purposes. These include increasing the amount of training that can be delivered and therefore increasing the number of people reached, increasing the number and quality of public/private partnerships, and increasing the number of businesses that are involved in the training of their future workforce.

  10. 2010 Annual Workforce Analysis and Staffing Plan Report- Sandia Site Office

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  11. 2011 Annual Workforce Analysis and Staffing Plan Report- Office of Science

    Office of Energy Efficiency and Renewable Energy (EERE)

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  12. 2011 Annual Workforce Analysis and Staffing Plan Report- Pacific Northwest Site Office

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  13. 2012 Annual Workforce Analysis and Staffing Plan Report- Pacific Northwest Site Office

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  14. 2013 Annual Workforce Analysis and Staffing Plan Report- Pacific Northwest Site Office

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  15. 2010 Annual Workforce Analysis and Staffing Plan Report- Pacific Northwest Site Office

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  16. 2011 Annual Workforce Analysis and Staffing Plan Report- Los Alamos Site Office

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  17. 2013 Annual Workforce Analysis and Staffing Plan Report- Nevada Field Office

    Broader source: Energy.gov [DOE]

    anagers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  18. 2012 Annual Workforce Analysis and Staffing Plan Report- Chief of Nuclear Safety

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  19. 2013 Annual Workforce Analysis and Staffing Plan Report- Chief of Nuclear Safety

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  20. 2011 Annual Workforce Analysis and Staffing Plan Report- Office of Environmental Management

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  1. 2013 Annual Workforce Analysis and Staffing Plan Report- Sandia Field Office

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  2. 2012 Annual Workforce Analysis and Staffing Plan Report- Office of Environmental Management

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  3. 2013 Annual Workforce Analysis and Staffing Plan Report- Office of Environmental Management

    Office of Energy Efficiency and Renewable Energy (EERE)

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  4. 2013 Annual Workforce Analysis and Staffing Plan Report- Office of River Protection

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  5. 2010 Annual Workforce Analysis and Staffing Plan Report- NNSA Service Center

    Office of Energy Efficiency and Renewable Energy (EERE)

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  6. 2014 Annual Workforce Analysis and Staffing Plan Report- Office of Environment, Health, Safety and Security

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  7. 2010 Annual Workforce Analysis and Staffing Plan Report- Chief of Nuclear Safety

    Office of Energy Efficiency and Renewable Energy (EERE)

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  8. 2011 Annual Workforce Analysis and Staffing Plan Report- Chief of Nuclear Safety

    Office of Energy Efficiency and Renewable Energy (EERE)

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  9. 2011 Annual Workforce Analysis and Staffing Plan Report- Office of River Protection

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  10. 2012 Annual Workforce Analysis and Staffing Plan Report- Los Alamos Field Office

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  11. 2015 Annual Workforce Analysis and Staffing Plan Report- Pacific Northwest Site Office

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  12. 2013 Annual Workforce Analysis and Staffing Plan Report- Nuclear Energy Oak Ridge Site Office

    Broader source: Energy.gov [DOE]

    anagers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  13. 2014 Annual Workforce Analysis and Staffing Plan Report- Portsmouth Paducah Project Office

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  14. 2014 Annual Workforce Analysis and Staffing Plan Report- Office of Science

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  15. FMT Workforce FTEs by Scope Current Contract Scope of Work (Section...

    National Nuclear Security Administration (NNSA)

    FMT Workforce FTEs by Scope Current Contract Scope of Work (Section J. Appendix A) FTE's* Directed Stockpile Work (DSW) 1,329 Campaigns 260 Readiness in Technical Base & Facilities...

  16. 2015 Annual Workforce Analysis and Staffing Plan Report- Office of Environment, Health, Safety and Security

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  17. 2015 Annual Workforce Analysis and Staffing Plan Report- NNSA Production Office

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  18. 2015 Annual Workforce Analysis and Staffing Plan Report- Savannah River Field Office

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  19. 2015 Annual Workforce Analysis and Staffing Plan Report- Office of Environmental Management

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  20. 2015 Annual Workforce Analysis and Staffing Plan Report- Portsmouth Paducah Project Office

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  1. 2015 Annual Workforce Analysis and Staffing Plan Report- Chief of Nuclear Safety

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  2. 2012 Annual Workforce Analysis and Staffing Plan Report- Idaho Operations Office

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  3. 2011 Annual Workforce Analysis and Staffing Plan Report- Sandia Site Office

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  4. 2014 Annual Workforce Analysis and Staffing Plan Report- NNSA Production Office

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  5. 2013 Annual Workforce Analysis and Staffing Plan Report- Savannah River Field Office

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  6. 2012 Annual Workforce Analysis and Staffing Plan Report- Sandia Site Office

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  7. 2011 Annual Workforce Analysis and Staffing Plan Report- Livermore Site Office

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  8. 2015 Annual Workforce Analysis and Staffing Plan Report- Los Alamos Field Office

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  9. 2013 Annual Workforce Analysis and Staffing Plan Report- Richland Operations Office

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  10. 2013 Annual Workforce Analysis and Staffing Plan Report- Idaho Operations Office

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  11. 2013 Annual Workforce Analysis and Staffing Plan Report- Los Alamos Field Office

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  12. 2013 Annual Workforce Analysis and Staffing Plan Report- Office of Health, Safety and Security

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  13. 2010 Annual Workforce Analysis and Staffing Plan Report- Livermore Site Office

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  14. 2010 Annual Workforce Analysis and Staffing Plan Report- EM Consolidated Business Center

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  15. 2010 Annual Workforce Analysis and Staffing Plan Report- Office of River Protection

    Office of Energy Efficiency and Renewable Energy (EERE)

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  16. 2010 Annual Workforce Analysis and Staffing Plan Report- Savannah River Operations Office

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  17. 2012 Annual Workforce Analysis and Staffing Plan Report- Nuclear Energy Oak Ridge Site Office

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  18. 2010 Annual Workforce Analysis and Staffing Plan Report- Office of Health, Safety and Security

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  19. 2015 Annual Workforce Analysis and Staffing Plan Report- Savannah River Operations Office

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  20. Energy Secretary Ernest Moniz Talks with SRS Workforce, Meets with Stakeholders

    Broader source: Energy.gov [DOE]

    AIKEN, S.C. – Energy Secretary Ernest Moniz recently visited the Savannah River Site (SRS), where he toured facilities, spoke with the site’s workforce, and met with stakeholders from surrounding communities in South Carolina and Georgia.

  1. 2010 Annual Workforce Analysis and Staffing Plan Report- Oak Ridge Office

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  2. 2011 Annual Workforce Analysis and Staffing Plan Report- Oak Ridge Office

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  3. 2011 Annual Workforce Analysis and Staffing Plan Report- Savannah River Site Office

    Office of Energy Efficiency and Renewable Energy (EERE)

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  4. 2014 Annual Workforce Analysis and Staffing Plan Report- Office of Environmental Management

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  5. 2014 Annual Workforce Analysis and Staffing Plan Report- Los Alamos Field Office

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  6. 2014 Annual Workforce Analysis and Staffing Plan Report- Sandia Field Office

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  7. 2014 Annual Workforce Analysis and Staffing Plan Report- Savannah River Field Office

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  8. 2014 Annual Workforce Analysis and Staffing Plan Report- Pacific Northwest Site Office

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  9. 2014 Annual Workforce Analysis and Staffing Plan Report- Livermore Field Office

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  10. 2014 Annual Workforce Analysis and Staffing Plan Report- Office of River Protection

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  11. 2014 Annual Workforce Analysis and Staffing Plan Report- Richland Operations Office

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  12. 2014 Annual Workforce Analysis and Staffing Plan Report- Savannah River Operations Office

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  13. 2012 Annual Workforce Analysis and Staffing Plan Report- NNSA Production Office

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  14. 2011 Annual Workforce Analysis and Staffing Plan Report- Office of Health, Safety and Security

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  15. 2012 Annual Workforce Analysis and Staffing Plan Report- Office of Health, Safety and Security

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  16. 2011 Annual Workforce Analysis and Staffing Plan Report- EM Consolidated Business Center

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  17. 2015 Annual Workforce Analysis and Staffing Plan Report- Nevada Field Office

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  18. 2011 Annual Workforce Analysis and Staffing Plan Report- Savannah River Operations Office

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  19. 2012 Annual Workforce Analysis and Staffing Plan Report- Savannah River Operations Office

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  20. 2013 Annual Workforce Analysis and Staffing Plan Report- Savannah River Operations Office

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  1. Webcast of the Renewable Energy Competency Model: An Aid to Build a Renewable Energy Skilled Workforce

    Broader source: Energy.gov [DOE]

    The Department of Energy held a webcast titled "Renewable Energy Competency Model: An Aid to Build a Renewable Energy Skilled Workforce" on Monday, October 22, 2012. The Renewable Energy Competency...

  2. 2010 Annual Workforce Analysis and Staffing Plan Report- Office of Science

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  3. 2012 Annual Workforce Analysis and Staffing Plan Report- West Valley Demonstration Project

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  4. 2013 Annual Workforce Analysis and Staffing Plan Report- Office of Science Chicago Office

    Broader source: Energy.gov [DOE]

    Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  5. Barge Truck Total

    Annual Energy Outlook [U.S. Energy Information Administration (EIA)]

    Barge Truck Total delivered cost per short ton Shipments with transportation rates over total shipments Total delivered cost per short ton Shipments with transportation rates over...

  6. Pesticide use knowledge and practices: A gender differences in Nepal

    SciTech Connect (OSTI)

    Atreya, Kishor . E-mail: k.atreya@gmail.com

    2007-06-15

    It is important to understand gender difference on pesticide use knowledge, attitude and practices for identifying pesticide risks by gender and to recommend more gender-sensitive programs. However, very few studies have been conducted so far in Nepal. This study, thus, interviewed a total of 325 males and 109 females during 2005 to assess gender differences on pesticide use knowledge, attitude and practices. More than 50% females had never been to school and only <8% individuals were found trained in Integrated Pest Management (IPM). Almost all males and females did not smoke, drink and eat during pesticides application and also believed that pesticides are harmful to human health, livestock, plant diversity and their environment. However, there were gender differences on household decision on pesticides to be used (p<0.001), care of wind direction during spraying (p=0.032), prior knowledge on safety measures (p=0.016), reading and understanding of pesticides labels (p<0.001), awareness of the labels (p<0.001) and protective covers. Almost all respondents were aware of negative impacts of pesticide use on human health and environment irrespective of gender; however, females were at higher risk due to lower level of pesticide use safety and awareness. It is strongly recommended to initiate gender-sensitive educational and awareness activities, especially on pesticide use practices and safety precautions.

  7. FY 2012 Annual Workforce Analysis and Staffing Plan Report - NNSA NSO

    Office of Environmental Management (EM)

    Nuclear Security Administration Nevada Site Office P.O. Box 98518 Las Vegas, NV 89193-8518 JAN 162m3 Karen L. Boardman, Chairperson, Federal Technical Capability Panel, DOE National Training Center, (HS-50) Albuquerque, NM NATIONAL NUCLEAR SECURITY ADMINISTRATION NEVADA SITE OFFICE (NNSAINSO}ANNUAL WORKFORCE ANALYSIS AND STAFFING PLAN REPORT Please find enclosed the NNSA/NSO Fiscal Year (FY) 2013 Annual Workforce Analysis and Staffing Plan Report. It conforms to your guidance dated October 24,

  8. Total Crude by Pipeline

    U.S. Energy Information Administration (EIA) Indexed Site

    Product: Total Crude by All Transport Methods Domestic Crude by All Transport Methods Foreign Crude by All Transport Methods Total Crude by Pipeline Domestic Crude by Pipeline Foreign Crude by Pipeline Total Crude by Tanker Domestic Crude by Tanker Foreign Crude by Tanker Total Crude by Barge Domestic Crude by Barge Foreign Crude by Barge Total Crude by Tank Cars (Rail) Domestic Crude by Tank Cars (Rail) Foreign Crude by Tank Cars (Rail) Total Crude by Trucks Domestic Crude by Trucks Foreign

  9. ,"Total Natural Gas Consumption

    U.S. Energy Information Administration (EIA) Indexed Site

    Gas Consumption (billion cubic feet)",,,,,"Natural Gas Energy Intensity (cubic feetsquare foot)" ,"Total ","Space Heating","Water Heating","Cook- ing","Other","Total ","Space...

  10. Implementation of Strategies to Leverage Public and Private Resources for National Security Workforce Development

    SciTech Connect (OSTI)

    2009-04-01

    This report documents implementation strategies to leverage public and private resources for the development of an adequate national security workforce as part of the National Security Preparedness Project (NSPP), being performed under a U.S. Department of Energy (DOE)/National Nuclear Security Administration (NNSA) grant. There are numerous efforts across the United States to develop a properly skilled and trained national security workforce. Some of these efforts are the result of the leveraging of public and private dollars. As budget dollars decrease and the demand for a properly skilled and trained national security workforce increases, it will become even more important to leverage every education and training dollar. This report details some of the efforts that have been implemented to leverage public and private resources, as well as implementation strategies to further leverage public and private resources.

  11. The National Wind Energy Skills Assessment and Preparing for the Future Wind Workforce; NREL (National Renewable Energy Laboratory)

    SciTech Connect (OSTI)

    Tegen, Suzanne

    2015-07-10

    A robust workforce is essential to growing domestic wind manufacturing capabilities. This presentation provides an overview of an NREL analysis of wind-focused education at American colleges and universities. The second part of the presentation discusses DOE/NREL workforce-related projects, such as the Wind Career Map, the Collegiate Wind Competition, and the Wind for Schools project.

  12. Strategies for Overcoming Key Barriers to Development of a National Security Workforce

    SciTech Connect (OSTI)

    2008-06-30

    This report documents the strategies for overcoming identified key barriers to development of an adequate national security workforce as part of the National Security Preparedness Project (NSPP) being performed under a Department of Energy (DOE) National Nuclear Security Administration (NNSA) grant. Many barriers currently exist that prevent the development of an adequate number of properly trained national security personnel. The identified strategies to address the barriers will focus on both short-term and long-term efforts, as well as strategies to capture legacy knowledge of retiring national security workforce personnel.

  13. Deploying Federal Talent to Build the Future STEM Workforce | Department of

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Energy Deploying Federal Talent to Build the Future STEM Workforce Deploying Federal Talent to Build the Future STEM Workforce February 10, 2014 - 11:14am Addthis Federal employees from all agencies were invited to attend the First Annual STEM Volunteer Fair at the Department of Energy on February 5, 2014, hosted by the Office of Economic Impact and Diversity. I Photo by Matty Greene, U.S. Department of Energy Federal employees from all agencies were invited to attend the First Annual STEM

  14. Energy & Manufacturing Workforce Training Topics List - Version 1.7

    Office of Environmental Management (EM)

    (02.11.14) | Department of Energy & Manufacturing Workforce Training Topics List - Version 1.7 (02.11.14) Energy & Manufacturing Workforce Training Topics List - Version 1.7 (02.11.14) View this searchable list of the training programs in the areas of energy and/or manufacturing. Information provided in this list includes: the subjects being taught, grantee, project title, and state. In some cases the list also shows the certificates provided by the courses. File Energy and

  15. Gender determination of avian embryo

    DOE Patents [OSTI]

    Daum, Keith A. (Idaho Falls, ID); Atkinson, David A. (Idaho Falls, ID)

    2002-01-01

    Disclosed is a method for gender determination of avian embryos. During the embryo incubation process, the outer hard shells of eggs are drilled and samples of allantoic fluid are removed. The allantoic fluids are directly introduced into an ion mobility spectrometer (IMS) for analysis. The resulting spectra contain the relevant marker peaks in the positive or negative mode which correlate with unique mobilities which are sex-specific. This way, the gender of the embryo can be determined.

  16. Wind Energy Workforce Development: A Roadmap to a Wind Energy Educational Infrastructure (Presentation)

    SciTech Connect (OSTI)

    Baring-Gould, I.

    2011-05-01

    Wind Powering America national technical director Ian Baring-Gould made this presentation about workforce development in the wind energy industry to an audience at the American Wind Energy Association's annual WINDPOWER conference in Anaheim. The presentation outlines job projections from the 20% Wind Energy by 2030 report and steps to take at all levels of educational institutions to meet those projections.

  17. 2015 Workforce Analysis and Staffing Plan Report Memo, Guidance and Template

    Broader source: Energy.gov [DOE]

    The Department of Energy Federal Technical Capability Order, DOE O 426.1, requires that managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities.

  18. EAC Recommendations for DOE Action on the Electricity Workforce - October 17, 2012

    Office of Environmental Management (EM)

    MEMORANDUM TO: Honorable Patricia Hoffman, Assistant Secretary for Electricity Delivery and Energy Reliability, U.S. Department of Energy FROM: Electricity Advisory Committee Richard Cowart, Chair DATE: October 17, 2012 RE: Recommendations on Electricity Workforce _________________________________________________________________________ Overview The energy industry is undergoing a significant transition, described by some as a revolution. Driving this change are many technology breakthroughs

  19. NREL: Workforce Development and Education Programs - News Release Archives

    Broader source: All U.S. Department of Energy (DOE) Office Webpages (Extended Search)

    5 December 17, 2015 Inventive Thinkers at NREL Reach Record Number Researchers register ideas on everything from wave power to methane use. December 9, 2015 2014 Data Book Shows Increased Use of Renewable Electricity The 2014 Renewable Energy Data Book shows that U.S. renewable electricity grew to 15.5 percent of total installed capacity and 13.5 percent of total electricity generation. Published annually by the National Renewable Energy Laboratory (NREL) on behalf of the Energy Department's

  20. Total Space Heat-

    Gasoline and Diesel Fuel Update (EIA)

    Commercial Buildings Energy Consumption Survey: Energy End-Use Consumption Tables Total Space Heat- ing Cool- ing Venti- lation Water Heat- ing Light- ing Cook- ing Refrig- eration...

  1. ,"Total Fuel Oil Expenditures

    U.S. Energy Information Administration (EIA) Indexed Site

    . Fuel Oil Expenditures by Census Region for Non-Mall Buildings, 2003" ,"Total Fuel Oil Expenditures (million dollars)",,,,"Fuel Oil Expenditures (dollars)" ,,,,,"per...

  2. ,"Total Fuel Oil Consumption

    U.S. Energy Information Administration (EIA) Indexed Site

    0. Fuel Oil Consumption (gallons) and Energy Intensities by End Use for Non-Mall Buildings, 2003" ,"Total Fuel Oil Consumption (million gallons)",,,,,"Fuel Oil Energy Intensity...

  3. ,"Total Fuel Oil Expenditures

    U.S. Energy Information Administration (EIA) Indexed Site

    4. Fuel Oil Expenditures by Census Region, 1999" ,"Total Fuel Oil Expenditures (million dollars)",,,,"Fuel Oil Expenditures (dollars)" ,,,,,"per Gallon",,,,"per Square Foot"...

  4. Total Space Heat-

    Gasoline and Diesel Fuel Update (EIA)

    Revised: December, 2008 Total Space Heat- ing Cool- ing Venti- lation Water Heat- ing Light- ing Cook- ing Refrig- eration Office Equip- ment Com- puters Other All Buildings...

  5. Total Space Heat-

    Gasoline and Diesel Fuel Update (EIA)

    Released: September, 2008 Total Space Heat- ing Cool- ing Venti- lation Water Heat- ing Light- ing Cook- ing Refrig- eration Office Equip- ment Com- puters Other All Buildings*...

  6. ,"Total Fuel Oil Expenditures

    U.S. Energy Information Administration (EIA) Indexed Site

    A. Fuel Oil Expenditures by Census Region for All Buildings, 2003" ,"Total Fuel Oil Expenditures (million dollars)",,,,"Fuel Oil Expenditures (dollars)" ,,,,,"per Gallon",,,,"per...

  7. ,"Total Fuel Oil Consumption

    U.S. Energy Information Administration (EIA) Indexed Site

    A. Fuel Oil Consumption (gallons) and Energy Intensities by End Use for All Buildings, 2003" ,"Total Fuel Oil Consumption (million gallons)",,,,,"Fuel Oil Energy Intensity...

  8. Parallel Total Energy

    Energy Science and Technology Software Center (OSTI)

    2004-10-21

    This is a total energy electronic structure code using Local Density Approximation (LDA) of the density funtional theory. It uses the plane wave as the wave function basis set. It can sue both the norm conserving pseudopotentials and the ultra soft pseudopotentials. It can relax the atomic positions according to the total energy. It is a parallel code using MP1.

  9. Summary Max Total Units

    Energy Savers [EERE]

    Summary Max Total Units *If All Splits, No Rack Units **If Only FW, AC Splits 1000 52 28 28 2000 87 59 35 3000 61 33 15 4000 61 33 15 Totals 261 153 93 ***Costs $1,957,500.00 $1,147,500.00 $697,500.00 Notes: added several refrigerants removed bins from analysis removed R-22 from list 1000lb, no Glycol, CO2 or ammonia Seawater R-404A only * includes seawater units ** no seawater units included *** Costs = (total units) X (estimate of $7500 per unit) 1000lb, air cooled split systems, fresh water

  10. Total Space Heat-

    Gasoline and Diesel Fuel Update (EIA)

    Survey: Energy End-Use Consumption Tables Total Space Heat- ing Cool- ing Venti- lation Water Heat- ing Light- ing Cook- ing Refrig- eration Office Equip- ment Com- puters Other...

  11. ARM - Measurement - Total carbon

    Broader source: All U.S. Department of Energy (DOE) Office Webpages (Extended Search)

    carbon ARM Data Discovery Browse Data Comments? We would love to hear from you! Send us a note below or call us at 1-888-ARM-DATA. Send Measurement : Total carbon The total concentration of carbon in all its organic and non-organic forms. Categories Aerosols, Atmospheric Carbon Instruments The above measurement is considered scientifically relevant for the following instruments. Refer to the datastream (netcdf) file headers of each instrument for a list of all available measurements, including

  12. Association of Energy Engineers Certified Energy Manager Program Becomes First Credential Recognized under Better Buildings Workforce Guidelines

    Broader source: Energy.gov [DOE]

    This week, the Department announced that the Association of Energy Engineers’ (AEE) Certified Energy Manager® is the first certification program to be recognized under the Better Buildings Workforce Guidelines program.

  13. Strategies to Address Identified Education Gaps in the Preparation of a National Security Workforce

    SciTech Connect (OSTI)

    2008-06-30

    This report will discuss strategies available to address identified gaps and weaknesses in education efforts aimed at the preparation of a skilled and properly trained national security workforce.The need to adequately train and educate a national security workforce is at a critical juncture. Even though there are an increasing number of college graduates in the appropriate fields, many of these graduates choose to work in the private sector because of more desirable salary and benefit packages. This is contributing to an inability to fill vacant positions at NNSA resulting from high personnel turnover from the large number of retirements. Further, many of the retirees are practically irreplaceable because they are Cold War scientists that have experience and expertise with nuclear weapons.

  14. 2014 Annual Workforce Analysis and Staffing Plan Report - Los Alamos Field Office

    Office of Environmental Management (EM)

    REPLY TO ATTN OF: SUBJECT: TO: NNSA/DOE .FEB 2 6 2015 Kimberly Davis Lebak Los Alamos Field Office Work Force Analysis and Staffing Plan Report for Calendar Year 2014 Karen L. Boardman, Chair, Federal Technical Capability Panel References: 1. DOE Order426.l, Federal Technical Capability 2. NNSA Memorandum, from Karen L. Boardman, Chair, Federal Technical Capability Panel, to Distribution, Subject: Annual Workforce Analysis and Staffing Plan Report for Calendar Year 2014, dated September 23, 2014

  15. 2015 Annual Workforce Analysis and Staffing Plan Report - DOE Los Alamos Field Office

    Office of Environmental Management (EM)

    National Nuclear Security Administration Los Alamos Field Off ice memorandum Los Alamos, New Mexico 87544 DATE: JAN 2 6 2016 REPLY TO ATTN OF: Kimberly Davis Lebak SUBJECT: Los Alamos Field Office Work Force Analysis and Staffing Plan Report for Calendar Year 2015 TO: Karen L. Boardman, Chair, Federal Technical Capability Panel Reference: 1.) Memorandum from Karen L. Boardman, Chair, Federal Technical Capability Panel, to Distribution, Subject: Annual Workforce Analysis and Staffing Plan Report

  16. ENSURING A SKILLED WORKFORCE FOR THE NUCLEAR RENAISSANCE The CSRA Needs a Unified

    Broader source: All U.S. Department of Energy (DOE) Office Webpages (Extended Search)

    ENSURING A SKILLED WORKFORCE FOR THE NUCLEAR RENAISSANCE The CSRA Needs a Unified Regional Strategy November 2008 Executive Summary Today, the U. S. remains the global leader in nuclear power, with more operating nuclear reactors than any other nation - 104 reactors operating in 31 states. And after a three decade hiatus, utility companies are pursuing plans to build more than 30 new reactors in several areas of the country. The impact of an expanding role for nuclear energy has dramatic

  17. Better Buildings Neighborhood Program Workforce Peer Exchange Call: Engaging and Growing Small Contractor Businesses

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Workforce Peer Exchange Call: Engaging and Growing Small Contractor Businesses Agenda * Call Logistics and Attendance * Discussion:  Do programs have any lessons learned, success stories, or barriers with regard to engaging and growing small contractor businesses they would like to share?  What ideas do people have for engaging small contractors, either that they have heard of, have tried, or are thinking about?  What hurdles do small contractors face and what are some potential

  18. Better Buildings Workforce Peer Exchange Quality Assurance Strategies Call Slides and Discussion Summary, November 17, 2011

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    7, 2011 Better Buildings Workforce Peer Exchange Quality Assurance Strategies Call Slides and Discussion Summary Agenda * Call Logistics and Introductions  What is your program doing to ensure quality work? * Featured Guests:  Reuben Teague and Ryan Smith, Green Coast Enterprises, New Orleans, LA  Chris Jones, Greater Cincinnati Energy Alliance * Discussion: * What quality assurance challenges are programs facing? * What quality assurance strategies-or combination of strategies-are most

  19. Better Buildings: Workforce, Spotlight on Maine: Contractor Sales Training Boosts Energy Upgrade Conversions

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    betterbuildings.energy.gov/neighborhoods 1 June 2012 Workforce Key Takeaways ■■ Make sure contractors have the skill sets they need, including sales and interpersonal skills, to help homeowners through the decision-making process ■■ Give contractors tools to learn homeowners' specific needs and determine their motivations when conducting assessments ■■ Support contractors directly or through other organizations to provide ongoing professional development The Better Buildings

  20. 21 briefing pages total

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    1 briefing pages total p. 1 Reservist Differential Briefing U.S. Office of Personnel Management December 11, 2009 p. 2 Agenda - Introduction of Speakers - Background - References/Tools - Overview of Reservist Differential Authority - Qualifying Active Duty Service and Military Orders - Understanding Military Leave and Earnings Statements p. 3 Background 5 U.S.C. 5538 (Section 751 of the Omnibus Appropriations Act, 2009, March 11, 2009) (Public Law 111-8) Law requires OPM to consult with DOD Law

  1. Before the Senate Homeland Security and Governmental Affairs Subcommittee on Oversight of Government Management, the Workforce, and the District of Columbia

    Broader source: Energy.gov [DOE]

    Subject: Strengthening the Federal Acquisition Workforce: Government-wide Leadership and Initiatives By: John Bashista, Deputy Director, Office of Procurement and Assistance Management, Office of Management

  2. Gender Equality and Female Empowerment Policy

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    GENDER EQUALITY AND FEMALE EMPOWERMENT POLICY USAID POLICY MARCH 2012 "Achieving our objectives for global development will demand accelerated efforts to achieve gender equality and women's empowerment. Otherwise, peace and prosperity will have their own glass ceiling." Hillary Clinton JANUARY 2012 USAID GENDER EQUALITY AND FEMALE EMPOWERMENT POLICY MARCH 2012 WASHINGTON, DC i Photo credits: Cover (clockwise from top left): Erwin Rose/USAID;The Hunger Project; Unilever Tea Tanzania,

  3. Total Sales of Kerosene

    U.S. Energy Information Administration (EIA) Indexed Site

    End Use: Total Residential Commercial Industrial Farm All Other Period: Annual Download Series History Download Series History Definitions, Sources & Notes Definitions, Sources & Notes Show Data By: End Use Area 2009 2010 2011 2012 2013 2014 View History U.S. 269,010 305,508 187,656 81,102 79,674 137,928 1984-2014 East Coast (PADD 1) 198,762 237,397 142,189 63,075 61,327 106,995 1984-2014 New England (PADD 1A) 56,661 53,363 38,448 15,983 15,991 27,500 1984-2014 Connecticut 8,800 7,437

  4. Job/Task Analysis: Enhancing the Commercial Building Workforce Through the Development of Foundational Materials; Preprint

    SciTech Connect (OSTI)

    Studer, D.; Kemkar, S.

    2012-09-01

    For many commercial building operation job categories, industry consensus has not been reached on the knowledge, skills, and abilities that practitioners should possess. The goal of this guidance is to help streamline the minimum competencies taught or tested by organizations catering to building operations and maintenance personnel while providing a basis for developing and comparing new and existing training programs in the commercial building sector. The developed JTAs will help individuals identify opportunities to enhance their professional skills, enable industry to identify an appropriately skilled workforce, and allow training providers to ensure that they are providing the highest quality product possible.

  5. TotalView Training 2015

    Broader source: All U.S. Department of Energy (DOE) Office Webpages (Extended Search)

    TotalView Training 2015 TotalView Training 2015 NERSC will host an in-depth training course on TotalView, a graphical parallel debugger developed by Rogue Wave Software, on...

  6. Delayed Workforce Entry and High Emigration Rates for Recent Canadian Radiation Oncology Graduates

    SciTech Connect (OSTI)

    Loewen, Shaun K.; Halperin, Ross; Lefresne, Shilo; Trotter, Theresa; Stuckless, Teri; Brundage, Michael

    2015-10-01

    Purpose: To determine the employment status and location of recent Canadian radiation oncology (RO) graduates and to identify current workforce entry trends. Methods and Materials: A fill-in-the-blank spreadsheet was distributed to all RO program directors in December 2013 and June 2014, requesting the employment status and location of their graduates over the last 3 years. Visa trainee graduates were excluded. Results: Response rate from program directors was 100% for both survey administrations. Of 101 graduates identified, 99 (98%) had known employment status and location. In the December survey, 5 2013 graduates (16%), 17 2012 graduates (59%), and 18 2011 graduates (75%) had permanent staff employment. Six months later, 5 2014 graduates (29%), 15 2013 graduates (48%), 24 2012 graduates (83%), and 21 2011 graduates (88%) had secured staff positions. Fellowships and temporary locums were common for those without staff employment. The proportion of graduates with staff positions abroad increased from 22% to 26% 6 months later. Conclusions: Workforce entry for most RO graduates was delayed but showed steady improvement with longer time after graduation. High emigration rates for jobs abroad signify domestic employment challenges for newly certified, Canadian-trained radiation oncologists. Coordination on a national level is required to address and regulate radiation oncologist supply and demand disequilibrium in Canada.

  7. Microsystems technologist workforce development capacity and challenges in Central New Mexico.

    SciTech Connect (OSTI)

    Osborn, Thor D.

    2008-04-01

    Sandia National Laboratories has made major investments in microsystems-related infrastructure and research staff development over the past two decades, culminating most recently in the MESA project. These investment decisions have been made based in part upon the necessity for highly reliable, secure, and for some purposes, radiation-hardened devices and subsystems for safety and sustainability of the United States nuclear arsenal and other national security applications. SNL's microsystems development and fabrication capabilities are located almost entirely within its New Mexico site, rendering their effectiveness somewhat dependent on the depth and breadth of the local microsystems workforce. Consequently, the status and development capacity of this workforce has been seen as a key personnel readiness issue in relation to the maintenance of SNL's microsystems capabilities. For this reason SNL has supported the instantiation and development of the Southwest Center for Microsystems Education, an Advanced Technology Education center funded primarily by the National Science Foundation, in order to foster the development of local training capacity for microsystems technologists. Although the SCME and the associated Manufacturing Technology program at Central New Mexico Community College have developed an effective curriculum and graduated several highly capable microsystems technologists, the future of both the center and the degree program remain uncertain due to insufficient student enrollment. The central region of New Mexico has become home to many microsystems-oriented commercial firms. As the demands of those firms for technologists evolve, SNL may face staffing problems in the future, especially if local training capacity is lost.

  8. Determination of Total Petroleum Hydrocarbons (TPH) Using Total Carbon Analysis

    SciTech Connect (OSTI)

    Ekechukwu, A.A.

    2002-05-10

    Several methods have been proposed to replace the Freon(TM)-extraction method to determine total petroleum hydrocarbon (TPH) content. For reasons of cost, sensitivity, precision, or simplicity, none of the replacement methods are feasible for analysis of radioactive samples at our facility. We have developed a method to measure total petroleum hydrocarbon content in aqueous sample matrixes using total organic carbon (total carbon) determination. The total carbon content (TC1) of the sample is measured using a total organic carbon analyzer. The sample is then contacted with a small volume of non-pokar solvent to extract the total petroleum hydrocarbons. The total carbon content of the resultant aqueous phase of the extracted sample (TC2) is measured. Total petroleum hydrocarbon content is calculated (TPH = TC1-TC2). The resultant data are consistent with results obtained using Freon(TM) extraction followed by infrared absorbance.

  9. Wind for Schools: Developing Educational Programs to Train a New Workforce and the Next Generation of Wind Energy Experts (Poster)

    SciTech Connect (OSTI)

    Flowers, L.; Baring-Gould, I.

    2010-04-01

    As the United States dramatically expands wind energy deployment, the industry is challenged with developing a skilled workforce and addressing public resistance. Wind Powering America's Wind for Schools project addresses these issues by: Developing Wind Application Centers (WACs) at universities; installing small wind turbines at community "host" schools; and implementing teacher training with interactive curricula at each host school.

  10. U.S. Total Exports

    U.S. Energy Information Administration (EIA) Indexed Site

    Warroad, MN Babb, MT Havre, MT Port of Morgan, MT Sherwood, ND Pittsburg, NH Buffalo, NY Grand Island, NY Massena, NY Niagara Falls, NY Waddington, NY Sumas, WA Sweetgrass, MT Total to Chile Sabine Pass, LA Total to China Kenai, AK Sabine Pass, LA Total to Egypt Freeport, TX Total to India Freeport, TX Sabine Pass, LA Total to Japan Cameron, LA Freeport, TX Kenai, AK Port Nikiski, AK Sabine Pass, LA Total to Mexico Douglas, AZ Nogales, AZ Sasabe, AZ Calexico, CA Ogilby Mesa, CA Otay Mesa, CA San

  11. U.S. Total Exports

    U.S. Energy Information Administration (EIA) Indexed Site

    Babb, MT Havre, MT Port of Morgan, MT Sherwood, ND Pittsburg, NH Buffalo, NY Grand Island, NY Massena, NY Niagara Falls, NY Waddington, NY Sumas, WA Sweetgrass, MT Total to Chile Sabine Pass, LA Total to China Kenai, AK Sabine Pass, LA Total to Egypt Freeport, TX Total to India Freeport, TX Sabine Pass, LA Total to Japan Cameron, LA Kenai, AK Sabine Pass, LA Total to Mexico Douglas, AZ Nogales, AZ Sasabe, AZ Calexico, CA Ogilby Mesa, CA Otay Mesa, CA Alamo, TX Clint, TX Del Rio, TX Eagle Pass,

  12. Total Eolica | Open Energy Information

    Open Energy Info (EERE)

    Eolica Jump to: navigation, search Name: Total Eolica Place: Spain Product: Project developer References: Total Eolica1 This article is a stub. You can help OpenEI by expanding...

  13. Total........................................................

    Gasoline and Diesel Fuel Update (EIA)

    111.1 24.5 1,090 902 341 872 780 441 Census Region and Division Northeast............................................. 20.6 6.7 1,247 1,032 Q 811 788 147 New England.................................... 5.5 1.9 1,365 1,127 Q 814 748 107 Middle Atlantic.................................. 15.1 4.8 1,182 978 Q 810 800 159 Midwest................................................ 25.6 4.6 1,349 1,133 506 895 810 346 East North Central............................ 17.7 3.2 1,483 1,239 560 968 842 351

  14. Total...........................................................

    Gasoline and Diesel Fuel Update (EIA)

    Q Table HC3.2 Living Space Characteristics by Owner-Occupied Housing Units, 2005 2 to 4 Units 5 or More Units Mobile Homes Million U.S. Housing Units Owner- Occupied Housing Units (millions) Type of Owner-Occupied Housing Unit Housing Units (millions) Single-Family Units Apartments in Buildings With-- Living Space Characteristics Detached Attached Energy Information Administration 2005 Residential Energy Consumption Survey: Preliminary Housing Characteristics Tables Table HC3.2 Living Space

  15. Total...........................................................

    Gasoline and Diesel Fuel Update (EIA)

    Q Million U.S. Housing Units Renter- Occupied Housing Units (millions) Type of Renter-Occupied Housing Unit U.S. Housing Units (millions Single-Family Units Apartments in Buildings With-- Living Space Characteristics Detached Attached Table HC4.2 Living Space Characteristics by Renter-Occupied Housing Units, 2005 2 to 4 Units 5 or More Units Mobile Homes Energy Information Administration 2005 Residential Energy Consumption Survey: Preliminary Housing Characteristics Tables Million U.S. Housing

  16. Total............................................................

    Gasoline and Diesel Fuel Update (EIA)

  17. Total.............................................................

    Gasoline and Diesel Fuel Update (EIA)

    26.7 28.8 20.6 13.1 22.0 16.6 38.6 Personal Computers Do Not Use a Personal Computer........... 35.5 17.1 10.8 4.2 1.8 1.6 10.3 20.6 Use a Personal Computer....................... 75.6 9.6 18.0 16.4 11.3 20.3 6.4 17.9 Most-Used Personal Computer Type of PC Desk-top Model.................................. 58.6 7.6 14.2 13.1 9.2 14.6 5.0 14.5 Laptop Model...................................... 16.9 2.0 3.8 3.3 2.1 5.7 1.3 3.5 Hours Turned on Per Week Less than 2 Hours..............................

  18. Total..............................................................

    Gasoline and Diesel Fuel Update (EIA)

    ,171 1,618 1,031 845 630 401 Census Region and Division Northeast................................................... 20.6 2,334 1,664 562 911 649 220 New England.......................................... 5.5 2,472 1,680 265 1,057 719 113 Middle Atlantic........................................ 15.1 2,284 1,658 670 864 627 254 Midwest...................................................... 25.6 2,421 1,927 1,360 981 781 551 East North Central.................................. 17.7 2,483 1,926 1,269

  19. Total..............................................................

    Gasoline and Diesel Fuel Update (EIA)

    Do Not Have Cooling Equipment................ 17.8 5.3 4.7 2.8 1.9 3.1 3.6 7.5 Have Cooling Equipment............................. 93.3 21.5 24.1 17.8 11.2 18.8 13.0 31.1 Use Cooling Equipment.............................. 91.4 21.0 23.5 17.4 11.0 18.6 12.6 30.3 Have Equipment But Do Not Use it............. 1.9 0.5 0.6 0.4 Q Q 0.5 0.8 Type of Air-Conditioning Equipment 1, 2 Central System.......................................... 65.9 11.0 16.5 13.5 8.7 16.1 6.4 17.2 Without a Heat

  20. Total...............................................................

    Gasoline and Diesel Fuel Update (EIA)

    20.6 25.6 40.7 24.2 Personal Computers Do Not Use a Personal Computer ........... 35.5 6.9 8.1 14.2 6.4 Use a Personal Computer......................... 75.6 13.7 17.5 26.6 17.8 Number of Desktop PCs 1.......................................................... 50.3 9.3 11.9 18.2 11.0 2.......................................................... 16.2 2.9 3.5 5.5 4.4 3 or More............................................. 9.0 1.5 2.1 2.9 2.5 Number of Laptop PCs

  1. Total...............................................................

    Gasoline and Diesel Fuel Update (EIA)

    0.7 21.7 6.9 12.1 Personal Computers Do Not Use a Personal Computer ........... 35.5 14.2 7.2 2.8 4.2 Use a Personal Computer......................... 75.6 26.6 14.5 4.1 7.9 Number of Desktop PCs 1.......................................................... 50.3 18.2 10.0 2.9 5.3 2.......................................................... 16.2 5.5 3.0 0.7 1.8 3 or More............................................. 9.0 2.9 1.5 0.5 0.8 Number of Laptop PCs

  2. Total...............................................................

    Gasoline and Diesel Fuel Update (EIA)

    26.7 28.8 20.6 13.1 22.0 16.6 38.6 Personal Computers Do Not Use a Personal Computer ........... 35.5 17.1 10.8 4.2 1.8 1.6 10.3 20.6 Use a Personal Computer......................... 75.6 9.6 18.0 16.4 11.3 20.3 6.4 17.9 Number of Desktop PCs 1.......................................................... 50.3 8.3 14.2 11.4 7.2 9.2 5.3 14.2 2.......................................................... 16.2 0.9 2.6 3.7 2.9 6.2 0.8 2.6 3 or More............................................. 9.0 0.4 1.2

  3. Total...............................................................

    Gasoline and Diesel Fuel Update (EIA)

    47.1 19.0 22.7 22.3 Personal Computers Do Not Use a Personal Computer ........... 35.5 16.9 6.5 4.6 7.6 Use a Personal Computer......................... 75.6 30.3 12.5 18.1 14.7 Number of Desktop PCs 1.......................................................... 50.3 21.1 8.3 10.7 10.1 2.......................................................... 16.2 6.2 2.8 4.1 3.0 3 or More............................................. 9.0 2.9 1.4 3.2 1.6 Number of Laptop PCs

  4. Total.................................................................

    Gasoline and Diesel Fuel Update (EIA)

    49.2 15.1 15.6 11.1 7.0 5.2 8.0 Have Cooling Equipment............................... 93.3 31.3 15.1 15.6 11.1 7.0 5.2 8.0 Use Cooling Equipment................................ 91.4 30.4 14.6 15.4 11.1 6.9 5.2 7.9 Have Equipment But Do Not Use it............... 1.9 1.0 0.5 Q Q Q Q Q Do Not Have Cooling Equipment................... 17.8 17.8 N N N N N N Air-Conditioning Equipment 1, 2 Central System............................................. 65.9 3.9 15.1 15.6 11.1 7.0 5.2 8.0 Without a Heat

  5. Total.................................................................

    Gasoline and Diesel Fuel Update (EIA)

    14.7 7.4 12.5 12.5 18.9 18.6 17.3 9.2 Do Not Have Space Heating Equipment........ 1.2 N Q Q 0.2 0.4 0.2 0.2 Q Have Main Space Heating Equipment........... 109.8 14.7 7.4 12.4 12.2 18.5 18.3 17.1 9.2 Use Main Space Heating Equipment............. 109.1 14.6 7.3 12.4 12.2 18.2 18.2 17.1 9.1 Have Equipment But Do Not Use It............... 0.8 Q Q Q Q 0.3 Q N Q Main Heating Fuel and Equipment Natural Gas................................................... 58.2 9.2 4.9 7.8 7.1 8.8 8.4 7.8 4.2 Central

  6. Total..................................................................

    Gasoline and Diesel Fuel Update (EIA)

    78.1 64.1 4.2 1.8 2.3 5.7 Do Not Have Cooling Equipment..................... 17.8 11.3 9.3 0.6 Q 0.4 0.9 Have Cooling Equipment................................. 93.3 66.8 54.7 3.6 1.7 1.9 4.8 Use Cooling Equipment.................................. 91.4 65.8 54.0 3.6 1.7 1.9 4.7 Have Equipment But Do Not Use it................. 1.9 1.1 0.8 Q N Q Q Type of Air-Conditioning Equipment 1, 2 Central System.............................................. 65.9 51.7 43.9 2.5 0.7 1.6 3.1 Without a Heat

  7. Total..................................................................

    Gasoline and Diesel Fuel Update (EIA)

    33.0 8.0 3.4 5.9 14.4 1.2 Do Not Have Cooling Equipment..................... 17.8 6.5 1.6 0.9 1.3 2.4 0.2 Have Cooling Equipment................................. 93.3 26.5 6.5 2.5 4.6 12.0 1.0 Use Cooling Equipment.................................. 91.4 25.7 6.3 2.5 4.4 11.7 0.8 Have Equipment But Do Not Use it................. 1.9 0.8 Q Q 0.2 0.3 Q Type of Air-Conditioning Equipment 1, 2 Central System.............................................. 65.9 14.1 3.6 1.5 2.1 6.4 0.6 Without a Heat

  8. Total..................................................................

    Gasoline and Diesel Fuel Update (EIA)

    . 111.1 14.7 7.4 12.5 12.5 18.9 18.6 17.3 9.2 Do Not Have Cooling Equipment..................... 17.8 3.9 1.8 2.2 2.1 3.1 2.6 1.7 0.4 Have Cooling Equipment................................. 93.3 10.8 5.6 10.3 10.4 15.8 16.0 15.6 8.8 Use Cooling Equipment.................................. 91.4 10.6 5.5 10.3 10.3 15.3 15.7 15.3 8.6 Have Equipment But Do Not Use it................. 1.9 Q Q Q Q 0.6 0.4 0.3 Q Type of Air-Conditioning Equipment 1, 2 Central

  9. Total...................................................................

    Gasoline and Diesel Fuel Update (EIA)

    15.2 7.8 1.0 1.2 3.3 1.9 For Two Housing Units............................. 0.9 Q N Q 0.6 N Heat Pump.................................................. 9.2 7.4 0.3 Q 0.7 0.5 Portable Electric Heater............................... 1.6 0.8 Q Q Q 0.3 Other Equipment......................................... 1.9 0.7 Q Q 0.7 Q Fuel Oil........................................................... 7.7 5.5 0.4 0.8 0.9 0.2 Steam or Hot Water System........................ 4.7 2.9 Q 0.7 0.8 N For One Housing

  10. Total...................................................................

    Gasoline and Diesel Fuel Update (EIA)

    Air-Conditioning Equipment 1, 2 Central System............................................... 65.9 47.5 4.0 2.8 7.9 3.7 Without a Heat Pump.................................. 53.5 37.8 3.4 2.2 7.0 3.1 With a Heat Pump....................................... 12.3 9.7 0.6 0.5 1.0 0.6 Window/Wall Units.......................................... 28.9 14.9 2.3 3.5 6.0 2.1 1 Unit........................................................... 14.5 6.6 1.0 1.6 4.2 1.2 2

  11. Total...................................................................

    Gasoline and Diesel Fuel Update (EIA)

    Type of Air-Conditioning Equipment 1, 2 Central System.............................................. 65.9 47.5 4.0 2.8 7.9 3.7 Without a Heat Pump.................................. 53.5 37.8 3.4 2.2 7.0 3.1 With a Heat Pump....................................... 12.3 9.7 0.6 0.5 1.0 0.6 Window/Wall Units........................................ 28.9 14.9 2.3 3.5 6.0 2.1 1 Unit........................................................... 14.5 6.6 1.0 1.6 4.2 1.2 2

  12. Total.......................................................................

    Gasoline and Diesel Fuel Update (EIA)

    0.6 15.1 5.5 Personal Computers Do Not Use a Personal Computer ................... 35.5 6.9 5.3 1.6 Use a Personal Computer................................ 75.6 13.7 9.8 3.9 Number of Desktop PCs 1.................................................................. 50.3 9.3 6.8 2.5 2.................................................................. 16.2 2.9 1.9 1.0 3 or More..................................................... 9.0 1.5 1.1 0.4 Number of Laptop PCs

  13. Total.......................................................................

    Gasoline and Diesel Fuel Update (EIA)

    5.6 17.7 7.9 Personal Computers Do Not Use a Personal Computer ................... 35.5 8.1 5.6 2.5 Use a Personal Computer................................ 75.6 17.5 12.1 5.4 Number of Desktop PCs 1.................................................................. 50.3 11.9 8.4 3.4 2.................................................................. 16.2 3.5 2.2 1.3 3 or More..................................................... 9.0 2.1 1.5 0.6 Number of Laptop PCs

  14. Total.......................................................................

    Gasoline and Diesel Fuel Update (EIA)

    4.2 7.6 16.6 Personal Computers Do Not Use a Personal Computer ................... 35.5 6.4 2.2 4.2 Use a Personal Computer................................ 75.6 17.8 5.3 12.5 Number of Desktop PCs 1.................................................................. 50.3 11.0 3.4 7.6 2.................................................................. 16.2 4.4 1.3 3.1 3 or More..................................................... 9.0 2.5 0.7 1.8 Number of Laptop PCs

  15. Total........................................................................

    Gasoline and Diesel Fuel Update (EIA)

    25.6 40.7 24.2 Do Not Have Space Heating Equipment............... 1.2 Q Q Q 0.7 Have Main Space Heating Equipment.................. 109.8 20.5 25.6 40.3 23.4 Use Main Space Heating Equipment.................... 109.1 20.5 25.6 40.1 22.9 Have Equipment But Do Not Use It...................... 0.8 N N Q 0.6 Main Heating Fuel and Equipment Natural Gas.......................................................... 58.2 11.4 18.4 13.6 14.7 Central Warm-Air Furnace................................ 44.7 6.1

  16. Total........................................................................

    Gasoline and Diesel Fuel Update (EIA)

    15.1 5.5 Do Not Have Space Heating Equipment............... 1.2 Q Q Q Have Main Space Heating Equipment.................. 109.8 20.5 15.1 5.4 Use Main Space Heating Equipment.................... 109.1 20.5 15.1 5.4 Have Equipment But Do Not Use It...................... 0.8 N N N Main Heating Fuel and Equipment Natural Gas.......................................................... 58.2 11.4 9.1 2.3 Central Warm-Air Furnace................................ 44.7 6.1 5.3 0.8 For One Housing

  17. Total........................................................................

    Gasoline and Diesel Fuel Update (EIA)

    5.6 17.7 7.9 Do Not Have Space Heating Equipment............... 1.2 Q Q N Have Main Space Heating Equipment.................. 109.8 25.6 17.7 7.9 Use Main Space Heating Equipment.................... 109.1 25.6 17.7 7.9 Have Equipment But Do Not Use It...................... 0.8 N N N Main Heating Fuel and Equipment Natural Gas.......................................................... 58.2 18.4 13.1 5.3 Central Warm-Air Furnace................................ 44.7 16.2 11.6 4.7 For One Housing

  18. Total........................................................................

    Gasoline and Diesel Fuel Update (EIA)

    0.7 21.7 6.9 12.1 Do Not Have Space Heating Equipment............... 1.2 Q Q N Q Have Main Space Heating Equipment.................. 109.8 40.3 21.4 6.9 12.0 Use Main Space Heating Equipment.................... 109.1 40.1 21.2 6.9 12.0 Have Equipment But Do Not Use It...................... 0.8 Q Q N N Main Heating Fuel and Equipment Natural Gas.......................................................... 58.2 13.6 5.6 2.3 5.7 Central Warm-Air Furnace................................ 44.7 11.0 4.4

  19. Total........................................................................

    Gasoline and Diesel Fuel Update (EIA)

    4.2 7.6 16.6 Do Not Have Space Heating Equipment............... 1.2 0.7 Q 0.7 Have Main Space Heating Equipment.................. 109.8 23.4 7.5 16.0 Use Main Space Heating Equipment.................... 109.1 22.9 7.4 15.4 Have Equipment But Do Not Use It...................... 0.8 0.6 Q 0.5 Main Heating Fuel and Equipment Natural Gas.......................................................... 58.2 14.7 4.6 10.1 Central Warm-Air Furnace................................ 44.7 11.4 4.0 7.4 For One

  20. Total........................................................................

    Gasoline and Diesel Fuel Update (EIA)

    7.1 7.0 8.0 12.1 Do Not Have Space Heating Equipment............... 1.2 Q Q Q 0.2 Have Main Space Heating Equipment.................. 109.8 7.1 6.8 7.9 11.9 Use Main Space Heating Equipment.................... 109.1 7.1 6.6 7.9 11.4 Have Equipment But Do Not Use It...................... 0.8 N Q N 0.5 Main Heating Fuel and Equipment Natural Gas.......................................................... 58.2 3.8 0.4 3.8 8.4 Central Warm-Air Furnace................................ 44.7 1.8 Q 3.1 6.0

  1. Total........................................................................

    Gasoline and Diesel Fuel Update (EIA)

    7.1 19.0 22.7 22.3 Do Not Have Space Heating Equipment............... 1.2 0.7 Q 0.2 Q Have Main Space Heating Equipment.................. 109.8 46.3 18.9 22.5 22.1 Use Main Space Heating Equipment.................... 109.1 45.6 18.8 22.5 22.1 Have Equipment But Do Not Use It...................... 0.8 0.7 Q N N Main Heating Fuel and Equipment Natural Gas.......................................................... 58.2 27.0 11.9 14.9 4.3 Central Warm-Air Furnace................................ 44.7

  2. Total...........................................................................

    Gasoline and Diesel Fuel Update (EIA)

    0.6 15.1 5.5 Do Not Have Cooling Equipment............................. 17.8 4.0 2.4 1.7 Have Cooling Equipment.......................................... 93.3 16.5 12.8 3.8 Use Cooling Equipment........................................... 91.4 16.3 12.6 3.7 Have Equipment But Do Not Use it.......................... 1.9 0.3 Q Q Air-Conditioning Equipment 1, 2 Central System........................................................ 65.9 6.0 5.2 0.8 Without a Heat

  3. Total...........................................................................

    Gasoline and Diesel Fuel Update (EIA)

    5.6 17.7 7.9 Do Not Have Cooling Equipment............................. 17.8 2.1 1.8 0.3 Have Cooling Equipment.......................................... 93.3 23.5 16.0 7.5 Use Cooling Equipment........................................... 91.4 23.4 15.9 7.5 Have Equipment But Do Not Use it.......................... 1.9 Q Q Q Air-Conditioning Equipment 1, 2 Central System........................................................ 65.9 17.3 11.3 6.0 Without a Heat

  4. Total...........................................................................

    Gasoline and Diesel Fuel Update (EIA)

    4.2 7.6 16.6 Do Not Have Cooling Equipment............................. 17.8 10.3 3.1 7.3 Have Cooling Equipment.......................................... 93.3 13.9 4.5 9.4 Use Cooling Equipment........................................... 91.4 12.9 4.3 8.5 Have Equipment But Do Not Use it.......................... 1.9 1.0 Q 0.8 Air-Conditioning Equipment 1, 2 Central System........................................................ 65.9 10.5 3.9 6.5 Without a Heat

  5. Total.............................................................................

    Gasoline and Diesel Fuel Update (EIA)

    Do Not Have Cooling Equipment............................... 17.8 4.0 2.1 1.4 10.3 Have Cooling Equipment............................................ 93.3 16.5 23.5 39.3 13.9 Use Cooling Equipment............................................. 91.4 16.3 23.4 38.9 12.9 Have Equipment But Do Not Use it............................ 1.9 0.3 Q 0.5 1.0 Type of Air-Conditioning Equipment 1, 2 Central System........................................................ 65.9 6.0 17.3 32.1 10.5 Without a Heat

  6. Total.............................................................................

    Gasoline and Diesel Fuel Update (EIA)

    Cooking Appliances Frequency of Hot Meals Cooked 3 or More Times A Day......................................... 8.2 1.2 1.0 0.2 2 Times A Day...................................................... 24.6 4.0 2.7 1.2 Once a Day........................................................... 42.3 7.9 5.4 2.5 A Few Times Each Week...................................... 27.2 6.0 4.8 1.2 About Once a Week.............................................. 3.9 0.6 0.5 Q Less Than Once a

  7. Total.............................................................................

    Gasoline and Diesel Fuel Update (EIA)

    Cooking Appliances Frequency of Hot Meals Cooked 3 or More Times A Day......................................... 8.2 1.4 1.0 0.4 2 Times A Day...................................................... 24.6 5.8 3.5 2.3 Once a Day........................................................... 42.3 10.7 7.8 2.9 A Few Times Each Week...................................... 27.2 5.6 4.0 1.6 About Once a Week.............................................. 3.9 0.9 0.6 0.3 Less Than Once a

  8. Total.............................................................................

    Gasoline and Diesel Fuel Update (EIA)

    Do Not Have Cooling Equipment............................... 17.8 2.1 1.8 0.3 Have Cooling Equipment............................................ 93.3 23.5 16.0 7.5 Use Cooling Equipment............................................. 91.4 23.4 15.9 7.5 Have Equipment But Do Not Use it............................ 1.9 Q Q Q Type of Air-Conditioning Equipment 1, 2 Central System........................................................ 65.9 17.3 11.3 6.0 Without a Heat

  9. Total.............................................................................

    Gasoline and Diesel Fuel Update (EIA)

    Do Not Have Cooling Equipment............................... 17.8 1.4 0.8 0.2 0.3 Have Cooling Equipment............................................ 93.3 39.3 20.9 6.7 11.8 Use Cooling Equipment............................................. 91.4 38.9 20.7 6.6 11.7 Have Equipment But Do Not Use it............................ 1.9 0.5 Q Q Q Type of Air-Conditioning Equipment 1, 2 Central System........................................................ 65.9 32.1 17.6 5.2 9.3 Without a Heat

  10. Total.............................................................................

    Gasoline and Diesel Fuel Update (EIA)

    Cooking Appliances Frequency of Hot Meals Cooked 3 or More Times A Day......................................... 8.2 2.6 0.7 1.9 2 Times A Day...................................................... 24.6 6.6 2.0 4.6 Once a Day........................................................... 42.3 8.8 2.9 5.8 A Few Times Each Week...................................... 27.2 4.7 1.5 3.1 About Once a Week.............................................. 3.9 0.7 Q 0.6 Less Than Once a

  11. Total.............................................................................

    Gasoline and Diesel Fuel Update (EIA)

    Do Not Have Cooling Equipment............................... 17.8 10.3 3.1 7.3 Have Cooling Equipment............................................ 93.3 13.9 4.5 9.4 Use Cooling Equipment............................................. 91.4 12.9 4.3 8.5 Have Equipment But Do Not Use it............................ 1.9 1.0 Q 0.8 Type of Air-Conditioning Equipment 1, 2 Central System........................................................ 65.9 10.5 3.9 6.5 Without a Heat

  12. Total.............................................................................

    Gasoline and Diesel Fuel Update (EIA)

    Do Not Have Cooling Equipment............................... 17.8 8.5 2.7 2.6 4.0 Have Cooling Equipment............................................ 93.3 38.6 16.2 20.1 18.4 Use Cooling Equipment............................................. 91.4 37.8 15.9 19.8 18.0 Have Equipment But Do Not Use it............................ 1.9 0.9 0.3 0.3 0.4 Type of Air-Conditioning Equipment 1, 2 Central System........................................................ 65.9 25.8 10.9 16.6 12.5 Without a Heat

  13. Total..............................................................................

    Gasoline and Diesel Fuel Update (EIA)

    20.6 25.6 40.7 24.2 Do Not Have Cooling Equipment................................ 17.8 4.0 2.1 1.4 10.3 Have Cooling Equipment............................................. 93.3 16.5 23.5 39.3 13.9 Use Cooling Equipment.............................................. 91.4 16.3 23.4 38.9 12.9 Have Equipment But Do Not Use it............................. 1.9 0.3 Q 0.5 1.0 Air-Conditioning Equipment 1, 2 Central System........................................................... 65.9 6.0 17.3 32.1 10.5

  14. Total..............................................................................

    Gasoline and Diesel Fuel Update (EIA)

    0.7 21.7 6.9 12.1 Do Not Have Cooling Equipment................................ 17.8 1.4 0.8 0.2 0.3 Have Cooling Equipment............................................. 93.3 39.3 20.9 6.7 11.8 Use Cooling Equipment.............................................. 91.4 38.9 20.7 6.6 11.7 Have Equipment But Do Not Use it............................. 1.9 0.5 Q Q Q Air-Conditioning Equipment 1, 2 Central System........................................................... 65.9 32.1 17.6 5.2 9.3 Without a

  15. Total..............................................................................

    Gasoline and Diesel Fuel Update (EIA)

    111.1 7.1 7.0 8.0 12.1 Personal Computers Do Not Use a Personal Computer .......................... 35.5 3.0 2.0 2.7 3.1 Use a Personal Computer....................................... 75.6 4.2 5.0 5.3 9.0 Number of Desktop PCs 1......................................................................... 50.3 3.1 3.4 3.4 5.4 2......................................................................... 16.2 0.7 1.1 1.2 2.2 3 or More............................................................ 9.0 0.3

  16. Total..............................................................................

    Gasoline and Diesel Fuel Update (EIA)

    7.1 19.0 22.7 22.3 Do Not Have Cooling Equipment................................ 17.8 8.5 2.7 2.6 4.0 Have Cooling Equipment............................................. 93.3 38.6 16.2 20.1 18.4 Use Cooling Equipment.............................................. 91.4 37.8 15.9 19.8 18.0 Have Equipment But Do Not Use it............................. 1.9 0.9 0.3 0.3 0.4 Air-Conditioning Equipment 1, 2 Central System........................................................... 65.9 25.8 10.9 16.6 12.5

  17. Total.................................................................................

    Gasoline and Diesel Fuel Update (EIA)

    ... 111.1 20.6 15.1 5.5 Do Not Have Cooling Equipment................................. 17.8 4.0 2.4 1.7 Have Cooling Equipment............................................. 93.3 16.5 12.8 3.8 Use Cooling Equipment............................................... 91.4 16.3 12.6 3.7 Have Equipment But Do Not Use it............................. 1.9 0.3 Q Q Type of Air-Conditioning Equipment 1, 2 Central System.......................................................... 65.9 6.0 5.2 0.8 Without a Heat

  18. Total.................................................................................

    Gasoline and Diesel Fuel Update (EIA)

    7.1 7.0 8.0 12.1 Do Not Have Cooling Equipment................................... 17.8 1.8 Q Q 4.9 Have Cooling Equipment................................................ 93.3 5.3 7.0 7.8 7.2 Use Cooling Equipment................................................. 91.4 5.3 7.0 7.7 6.6 Have Equipment But Do Not Use it............................... 1.9 Q N Q 0.6 Air-Conditioning Equipment 1, 2 Central System.............................................................. 65.9 1.1 6.4 6.4 5.4 Without a

  19. Total....................................................................................

    Gasoline and Diesel Fuel Update (EIA)

    25.6 40.7 24.2 Personal Computers Do Not Use a Personal Computer.................................. 35.5 6.9 8.1 14.2 6.4 Use a Personal Computer.............................................. 75.6 13.7 17.5 26.6 17.8 Most-Used Personal Computer Type of PC Desk-top Model......................................................... 58.6 10.4 14.1 20.5 13.7 Laptop Model............................................................. 16.9 3.3 3.4 6.1 4.1 Hours Turned on Per Week Less than 2

  20. Total....................................................................................

    Gasoline and Diesel Fuel Update (EIA)

    5.6 17.7 7.9 Personal Computers Do Not Use a Personal Computer.................................. 35.5 8.1 5.6 2.5 Use a Personal Computer.............................................. 75.6 17.5 12.1 5.4 Most-Used Personal Computer Type of PC Desk-top Model......................................................... 58.6 14.1 10.0 4.0 Laptop Model............................................................. 16.9 3.4 2.1 1.3 Hours Turned on Per Week Less than 2

  1. Total....................................................................................

    Gasoline and Diesel Fuel Update (EIA)

    Personal Computers Do Not Use a Personal Computer.................................. 35.5 14.2 7.2 2.8 4.2 Use a Personal Computer.............................................. 75.6 26.6 14.5 4.1 7.9 Most-Used Personal Computer Type of PC Desk-top Model......................................................... 58.6 20.5 11.0 3.4 6.1 Laptop Model............................................................. 16.9 6.1 3.5 0.7 1.9 Hours Turned on Per Week Less than 2

  2. Total....................................................................................

    Gasoline and Diesel Fuel Update (EIA)

    4.2 7.6 16.6 Personal Computers Do Not Use a Personal Computer.................................. 35.5 6.4 2.2 4.2 Use a Personal Computer.............................................. 75.6 17.8 5.3 12.5 Most-Used Personal Computer Type of PC Desk-top Model......................................................... 58.6 13.7 4.2 9.5 Laptop Model............................................................. 16.9 4.1 1.1 3.0 Hours Turned on Per Week Less than 2

  3. Total....................................................................................

    Gasoline and Diesel Fuel Update (EIA)

    111.1 47.1 19.0 22.7 22.3 Personal Computers Do Not Use a Personal Computer.................................. 35.5 16.9 6.5 4.6 7.6 Use a Personal Computer.............................................. 75.6 30.3 12.5 18.1 14.7 Most-Used Personal Computer Type of PC Desk-top Model......................................................... 58.6 22.9 9.8 14.1 11.9 Laptop Model............................................................. 16.9 7.4 2.7 4.0 2.9 Hours Turned on Per Week Less than 2

  4. Total.........................................................................................

    Gasoline and Diesel Fuel Update (EIA)

    ..... 111.1 7.1 7.0 8.0 12.1 Personal Computers Do Not Use a Personal Computer...................................... 35.5 3.0 2.0 2.7 3.1 Use a Personal Computer.................................................. 75.6 4.2 5.0 5.3 9.0 Most-Used Personal Computer Type of PC Desk-top Model............................................................. 58.6 3.2 3.9 4.0 6.7 Laptop Model................................................................. 16.9 1.0 1.1 1.3 2.4 Hours Turned on Per Week Less

  5. Total..........................................................

    Annual Energy Outlook [U.S. Energy Information Administration (EIA)]

    ... 2.0 0.4 Q 0.3 Basements Basement in Single-Family Homes and Apartments in 2-4 Unit Buildings Yes......

  6. Total..........................................................

    Gasoline and Diesel Fuel Update (EIA)

    Housing Units Living Space Characteristics Attached 2 to 4 Units 5 or More Units Mobile Homes Apartments in Buildings With-- Housing Units (millions) Single-Family Units Detached...

  7. Total..........................................................

    U.S. Energy Information Administration (EIA) Indexed Site

    ... Living Space Characteristics Below Poverty Line Eligible for Federal Assistance 1 Million ... Living Space Characteristics Below Poverty Line Eligible for Federal Assistance 1 Million ...

  8. Total..........................................................

    U.S. Energy Information Administration (EIA) Indexed Site

    ... Below Poverty Line Eligible for Federal Assistance 1 80,000 or More 60,000 to 79,999 ... Below Poverty Line Eligible for Federal Assistance 1 80,000 or More 60,000 to 79,999 ...

  9. Total..........................................................

    U.S. Energy Information Administration (EIA) Indexed Site

    ... Table HC7.4 Space Heating Characteristics by Household Income, 2005 Below Poverty Line ... Below Poverty Line Eligible for Federal Assistance 1 80,000 or More Space Heating ...

  10. Total..........................................................

    U.S. Energy Information Administration (EIA) Indexed Site

    ... Table HC7.10 Home Appliances Usage Indicators by Household Income, 2005 Below Poverty Line ... Below Poverty Line Eligible for Federal Assistance 1 40,000 to 59,999 60,000 to 79,999 ...

  11. Total..........................................................

    U.S. Energy Information Administration (EIA) Indexed Site

    Income Relative to Poverty Line Below 100 Percent......1.3 1.2 0.8 0.4 1. Below 150 percent of poverty line or 60 percent of median State ...

  12. Total..........................................................

    U.S. Energy Information Administration (EIA) Indexed Site

    ... Table HC13.10 Home Appliances Usage Indicators by South Census Region, 2005 Million U.S. Housing Units South Census Region Home Appliances Usage Indicators South Atlantic East ...

  13. Total..........................................................

    U.S. Energy Information Administration (EIA) Indexed Site

    ... Table HC8.10 Home Appliances Usage Indicators by UrbanRural Location, 2005 Million U.S. Housing Units UrbanRural Location (as Self-Reported) Housing Units (millions) Home ...

  14. Total..............................................

    U.S. Energy Information Administration (EIA) Indexed Site

    ... 14.8 10.5 2,263 1,669 1,079 1,312 1,019 507 N N N ConcreteConcrete Block... 5.3 3.4 2,393 1,660 1,614 Q Q Q Q Q Q Composition...

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  16. Better Buildings Neighborhood Program Workforce Peer Exchange Call: Contractor Pricing Call Slides and Discussion Summary, September 27, 2012

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    September 27, 2012 Better Buildings Neighborhood Program Workforce Peer Exchange Call: Contractor Pricing Call Slides and Discussion Summary Agenda * Call Logistics and Attendance  What relationship between contractor pricing and customers are you seeing and what questions do you have for how other programs might be approaching contractor pricing? * Discussion:  Does your program monitor and quality assure contractor pricing and how?  Does your program ensure uniform pricing for certain

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    9, 2012 Better Buildings Neighborhood Program Workforce Peer Exchange Call: Contractor Sales Training Call Slides and Discussion Summary Agenda * Call Logistics and Attendance  Does your project provide any sales training assistance to contractors? (Or, are you thinking about doing so?) * Program Experience and Lessons:  Nancy Hohns, EnergyWorks, Philadelphia  Mary Templeton, Better Buildings for Michigan  Andy Meyer, Efficiency Maine * Discussion:  Has sales training impacted the

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    2, 2013 Better Buildings Residential Network Workforce/Business Partners Peer Exchange Call: Strategies for Building Contractor Interest in Program Participation Call Slides and Summary Agenda * Call Logistics and Introductions * Introducing the Better Buildings Residential Network * Future Call Topics * Discussion:  What strategies or approaches has your program used to build contractor interest in program participation? * What has worked well? What has not worked well?  Have you used

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    SciTech Connect (OSTI)

    Baring-Gould, I.; Kelly, M.

    2010-05-01

    As the United States moves toward a vision of greatly expanded wind energy use as outlined in the U.S. Department of Energy's 20% Wind Energy by 2030 report, the need for skilled workers at all levels in the industry is repeatedly identified as a critical issue. This presentation is an overview of the educational infrastructure and expected industry needs to support the continued development of a vibrant U.S. wind industry through a discussion of the activities identified that must be put in place to train workers. The paper will also provide a framework to address issues raised from each of the education and industry sectors, identifying a roadmap for developing an educational infrastructure to support wind technology. The presentation will also provide an understanding of the available resources, materials, and programs available across the industry. This presentation provides an overview of the educational infrastructure and expected industry needs to support the continued development of a vibrant U.S. wind industry as part of a collaborative effort to develop a wind workforce roadmap. This presentation will provide 1) A review of needed programs to train workers for the wind industry; 2) An overview of the importance education will play if the nation is to expand wind energy (both in development and deployment terms) and a review of ongoing activities with a focus on federal efforts; 3) A review of the materials and resources available across the industry and a framework to address issues raised from each of the education and industry sectors.

  20. Characteristics RSE Column Factor: Total

    U.S. Energy Information Administration (EIA) Indexed Site

    and 1994 Vehicle Characteristics RSE Column Factor: Total 1993 Family Income Below Poverty Line Eli- gible for Fed- eral Assist- ance 1 RSE Row Factor: Less than 5,000 5,000...

  1. ARM - Measurement - Total cloud water

    Broader source: All U.S. Department of Energy (DOE) Office Webpages (Extended Search)

    cloud water ARM Data Discovery Browse Data Comments? We would love to hear from you! Send us a note below or call us at 1-888-ARM-DATA. Send Measurement : Total cloud water The total concentration (mass/vol) of ice and liquid water particles in a cloud; this includes condensed water content (CWC). Categories Cloud Properties Instruments The above measurement is considered scientifically relevant for the following instruments. Refer to the datastream (netcdf) file headers of each instrument for a

  2. Five Facts About the Gender Pay Gap

    Broader source: Energy.gov [DOE]

    Over the past century, American women have made tremendous strides in increasing their labor market experience and their skills. On Equal Pay Day, however, we focus on a stubborn and troubling fact: Despite women’s gains, a large gender pay gap still exists.

  3. Progress on linking gender and sustainable energy

    SciTech Connect (OSTI)

    Farhar, B.

    2000-04-05

    The field of gender and energy has been identified as critical in global sustainable energy development and is increasingly important to decision makers. The theme of women and energy was of significance at the 1998 World Renewable Energy Congress in Florence, Italy. This paper traces further developments in this field by summarizing selected programmatic initiatives, meetings, and publications over the past 18 months.

  4. Total Number of Operable Refineries

    U.S. Energy Information Administration (EIA) Indexed Site

    Data Series: Total Number of Operable Refineries Number of Operating Refineries Number of Idle Refineries Atmospheric Crude Oil Distillation Operable Capacity (B/CD) Atmospheric Crude Oil Distillation Operating Capacity (B/CD) Atmospheric Crude Oil Distillation Idle Capacity (B/CD) Atmospheric Crude Oil Distillation Operable Capacity (B/SD) Atmospheric Crude Oil Distillation Operating Capacity (B/SD) Atmospheric Crude Oil Distillation Idle Capacity (B/SD) Vacuum Distillation Downstream Charge

  5. Total Energy Outcome City Pilot

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    Total Energy Outcome City Pilot 2014 Building Technologies Office Peer Review Targeted Energy Outcomes A New City Energy Policy for Buildings Ken Baker - kbaker@neea.org Northwest Energy Efficiency Alliance Project Summary Timeline: Key Partners: Start date: 09/01/2012 Planned end date: 08/31/2015 Key Milestones 1. Produce outcome based marketing collateral; 04/03/14 New Buildings Institute Two to three NW cities 2. Quantify and define participating city actions; 04/03/14 3. Quantify ongoing

  6. Total Estimated Contract Cost: Performance Period Total Fee Paid

    Office of Environmental Management (EM)

    Total Fee Paid FY2008 $134,832 FY2009 $142,578 FY2010 $299,878 FY2011 $169,878 Cumulative Fee Paid $747,166 Contract Period: September 2007 - October 2012 $31,885,815 C/P/E Environmental Services, LLC DE-AM09-05SR22405/DE-AT30-07CC60011/SL14 Contractor: Contract Number: Contract Type: Cost Plus Award Fee $357,223 $597,797 $894,699 EM Contractor Fee Site: Stanford Linear Accelerator Center (SLAC) Contract Name: SLAC Environmental Remediation December 2012 $1,516,646 Fee Available $208,620 Fee

  7. Y YEAR

    National Nuclear Security Administration (NNSA)

    for Naval Reactors (NA-30) Change As of September 25, 2014 TOTAL WORKFORCE Change GENDER 21.4% 2.7% 8.0% 42.0% 23.2% 2.7% Pay Plan Males 75.0% Females 25.0% Gender AIAN, M...

  8. Y YEAR

    National Nuclear Security Administration (NNSA)

    Deputy Administrator (DP) (NA-10) Change As of September 25, 2014 TOTAL WORKFORCE Change GENDER 5.2% 0.6% 2.6% 6.5% 9.0% 3.2% 40.6% 32.3% Pay Plan Males 68.4% Females 31.6% Gender...

  9. Y YEAR

    National Nuclear Security Administration (NNSA)

    PAY PLAN Change DIVERSITY Change Change As of September 25, 2014 TOTAL WORKFORCE Change GENDER 2.5% 9.9% 27.2% 24.7% 32.1% 3.7% Pay Plan Males 69.1% Females 30.9% Gender AIAN, M...

  10. Y YEAR

    National Nuclear Security Administration (NNSA)

    Office of the Administrator (NA-1) Change As of September 25, 2014 TOTAL WORKFORCE Change GENDER 33.3% 9.5% 4.8% 4.8% 4.8% 38.1% 4.8% 0.0% Pay Plan Males 38.1% Females 61.9% Gender...

  11. U.S. Total Stocks

    Gasoline and Diesel Fuel Update (EIA)

    Stock Type: Total Stocks Strategic Petroleum Reserve Non-SPR Refinery Tank Farms and Pipelines Leases Alaskan in Transit Bulk Terminal Pipeline Natural Gas Processing Plant Download Series History Download Series History Definitions, Sources & Notes Definitions, Sources & Notes Show Data By: Product Stock Type Area Jul-15 Aug-15 Sep-15 Oct-15 Nov-15 Dec-15 View History Crude Oil and Petroleum Products 1,968,618 1,991,182 2,001,135 2,009,097 2,021,553 2,014,788 1956-2015 Crude Oil

  12. U.S. Total Exports

    U.S. Energy Information Administration (EIA) Indexed Site

    International Falls, MN Noyes, MN Warroad, MN Babb, MT Havre, MT Port of Del Bonita, MT Port of Morgan, MT Sweetgrass, MT Whitlash, MT Portal, ND Sherwood, ND Pittsburg, NH Champlain, NY Grand Island, NY Massena, NY Niagara Falls, NY Waddington, NY Sumas, WA Highgate Springs, VT North Troy, VT U.S. Pipeline Total from Mexico Ogilby, CA Otay Mesa, CA Alamo, TX El Paso, TX Galvan Ranch, TX Hidalgo, TX McAllen, TX Penitas, TX LNG Imports from Algeria Cove Point, MD Everett, MA Lake Charles, LA LNG

  13. Gender Equity in Materials Science and Engineering

    SciTech Connect (OSTI)

    Angus Rockett

    2008-12-01

    At the request of the University Materials Council, a national workshop was convened to examine 'Gender Equity Issues in Materials Science and Engineering.' The workshop considered causes of the historic underrepresentation of women in materials science and engineering (MSE), with a goal of developing strategies to increase the gender diversity of the discipline in universities and national laboratories. Specific workshop objectives were to examine efforts to level the playing field, understand implicit biases, develop methods to minimize bias in all aspects of training and employment, and create the means to implement a broadly inclusive, family-friendly work environment in MSE departments. Held May 18-20, 2008, at the Conference Center at the University of Maryland, the workshop included heads and chairs of university MSE departments and representatives of the National Science Foundation (NSF), the Office of Basic Energy Sciences of the Department of Energy (DOE-BES), and the national laboratories. The following recommendations are made based on the outcomes of the discussions at the workshop. Many or all of these apply equally well to universities and national laboratories and should be considered in context of industrial environments as well. First, there should be a follow-up process by which the University Materials Council (UMC) reviews the status of women in the field of MSE on a periodic basis and determines what additional changes should be made to accelerate progress in gender equity. Second, all departments should strengthen documentation and enforcement of departmental procedures such that hiring, promotion, compensation, and tenure decisions are more transparent, that the reasons why a candidate was not selected or promoted are clear, and that faculty are less able to apply their biases to personnel decisions. Third, all departments should strengthen mentoring of junior faculty. Fourth, all departments must raise awareness of gender biases and work to eliminate hostile attitudes and environments that can make academic and national laboratory careers unattractive to women. Fifth, with respect to raising awareness among faculty, staff and students, a new type of training session should be developed that would be more effective in conveying the facts and consequences of gender bias than the conventional presentations typically available, which seem not to be highly effective in changing attitudes or behaviors. Sixth, it is proposed that the UMC establish a certification of 'family-friendly' or 'gender equivalent' institutions that would encourage organizations to meet standards for minimizing gender bias and promoting supportive work environments. Seventh, novel approaches to adjusting job responsibilities of faculty, staff, and students to permit them to deal with family/life issues are needed that do not carry stigmas. Finally, faculty and national laboratory staff need to promote the benefits of their careers to women so that a more positive image of the job of materials scientist or materials engineer is presented.

  14. Total Imports of Residual Fuel

    Gasoline and Diesel Fuel Update (EIA)

    Jul-15 Aug-15 Sep-15 Oct-15 Nov-15 Dec-15 View History U.S. Total 4,471 6,479 7,281 4,217 5,941 6,842 1936-2015 PAD District 1 1,854 1,956 4,571 2,206 2,952 3,174 1981-2015 Connecticut 1995-2015 Delaware 204 678 85 1995-2015 Florida 677 351 299 932 836 1995-2015 Georgia 232 138 120 295 1995-2015 Maine 50 1995-2015 Maryland 1995-2015 Massachusetts 1995-2015 New Hampshire 1995-2015 New Jersey 1,328 780 1,575 400 1,131 1,712 1995-2015 New York 7 6 1,475 998 350 322 1995-2015 North Carolina

  15. 2014 Total Electric Industry- Customers

    Gasoline and Diesel Fuel Update (EIA)

    Customers (Data from forms EIA-861- schedules 4A, 4B, 4D, EIA-861S and EIA-861U) State Residential Commercial Industrial Transportation Total New England 6,243,013 862,269 28,017 8 7,133,307 Connecticut 1,459,239 155,372 4,648 4 1,619,263 Maine 706,952 91,541 3,023 0 801,516 Massachusetts 2,720,128 398,717 14,896 3 3,133,744 New Hampshire 606,883 105,840 3,342 0 716,065 Rhode Island 438,879 58,346 1,884 1 499,110 Vermont 310,932 52,453 224 0 363,609 Middle Atlantic 15,806,914 2,247,455 44,397 17

  16. Total Adjusted Sales of Kerosene

    U.S. Energy Information Administration (EIA) Indexed Site

    End Use: Total Residential Commercial Industrial Farm All Other Period: Annual Download Series History Download Series History Definitions, Sources & Notes Definitions, Sources & Notes Show Data By: End Use Area 2009 2010 2011 2012 2013 2014 View History U.S. 269,010 305,508 187,656 81,102 79,674 137,928 1984-2014 East Coast (PADD 1) 198,762 237,397 142,189 63,075 61,327 106,995 1984-2014 New England (PADD 1A) 56,661 53,363 38,448 15,983 15,991 27,500 1984-2014 Connecticut 8,800 7,437

  17. Total Imports of Residual Fuel

    U.S. Energy Information Administration (EIA) Indexed Site

    2010 2011 2012 2013 2014 2015 View History U.S. Total 133,646 119,888 93,672 82,173 63,294 68,265 1936-2015 PAD District 1 88,999 79,188 59,594 33,566 30,944 33,789 1981-2015 Connecticut 220 129 1995-2015 Delaware 748 1,704 510 1,604 2,479 1995-2015 Florida 15,713 11,654 10,589 8,331 5,055 7,013 1995-2015 Georgia 5,648 7,668 6,370 4,038 2,037 1,629 1995-2015 Maine 1,304 651 419 75 317 135 1995-2015 Maryland 3,638 1,779 1,238 433 938 539 1995-2015 Massachusetts 123 50 78 542 88 1995-2015 New

  18. Preimplantation genetic diagnosis for gender selection in the United States

    SciTech Connect (OSTI)

    Colls, P.; Silver, L.; Olivera, G.; Weier, J.; Escudero, T.; Goodall, N.; Tomkin, G.; Munne, S.

    2009-08-20

    Preimplantation genetic diagnosis (PGD) of gender selection for non medical reasons has been considered an unethical procedure by several authors and agencies in the Western society on the basis of disrupting the sex ratio, being discriminatory againsts women and disposal of normal embryos of the non desired gender. In this study, the analysis of a large series of PGD procedures for gender selection from a wide geographical area in the United States, shows that in general there is no deviation in preference towards any specific gender except for a preference of males in some ethnic populations of Chinese, Indian and Middle Eastern origin that represent a small percentage of the US population. In cases where only normal embryos of the non-desired gender are available, 45.5% of the couples elect to cancel the transfer, while 54.5% of them are open to have transferred embryos of the non-desired gender, this fact being strongly linked to cultural and ethnical background of the parents. In addition this study adds some evidence to the proposition that in couples with previous children of a given gender there is no biological predisposition towards producing embryos of that same gender. Based on these facts, it seems that objections to gender selection formulated by ethics committees and scientific societies are not well-founded.

  19. Better Buildings Neighborhood Program Workforce Peer Exchange Call: Streamlining Service Delivery from the Customers Perspective Call Slides and Discussion Summary, Augut 30, 2012

    Office of Energy Efficiency and Renewable Energy (EERE) Indexed Site

    August 30, 2012 Better Buildings Neighborhood Program Workforce Peer Exchange Call: Streamlining Service Delivery from the Customer's Perspective Call Slides and Discussion Summary Agenda * Call Logistics and Attendance  What unique activities is your program undertaking, if any, for streamlining service delivery from the customer's perspective? * Program Experience and Lessons:  Connecticut: Madeline Priest, Neighbor to Neighbor Energy Challenge  Cincinnati: Lilah Glick, Greater

  20. Total-derivative supersymmetry breaking

    SciTech Connect (OSTI)

    Haba, Naoyuki; Uekusa, Nobuhiro

    2010-05-15

    On an interval compactification in supersymmetric theory, boundary conditions for bulk fields must be treated carefully. If they are taken arbitrarily following the requirement that a theory is supersymmetric, the conditions could give redundant constraints on the theory. We construct a supersymmetric action integral on an interval by introducing brane interactions with which total-derivative terms under the supersymmetry transformation become zero due to a cancellation. The variational principle leads equations of motion and also boundary conditions for bulk fields, which determine boundary values of bulk fields. By estimating mass spectrum, spontaneous supersymmetry breaking in this simple setup can be realized in a new framework. This supersymmetry breaking does not induce a massless R axion, which is favorable for phenomenology. It is worth noting that fermions in hyper-multiplet, gauge bosons, and the fifth-dimensional component of gauge bosons can have zero-modes (while the other components are all massive as Kaluza-Klein modes), which fits the gauge-Higgs unification scenarios.

  1. Total Space Heating Water Heating Cook-

    Annual Energy Outlook [U.S. Energy Information Administration (EIA)]

    Commercial Buildings Energy Consumption Survey: Energy End-Use Consumption Tables Total Space Heating Water Heating Cook- ing Other Total Space Heating Water Heating Cook- ing...

  2. Total Space Heating Water Heating Cook-

    Gasoline and Diesel Fuel Update (EIA)

    Released: September, 2008 Total Space Heating Water Heating Cook- ing Other Total Space Heating Water Heating Cook- ing Other All Buildings* ... 1,870 1,276...

  3. Total Space Heating Water Heating Cook-

    Gasoline and Diesel Fuel Update (EIA)

    Energy Consumption Survey: Energy End-Use Consumption Tables Total Space Heating Water Heating Cook- ing Other Total Space Heating Water Heating Cook- ing Other All...

  4. Total Space Heating Water Heating Cook-

    Gasoline and Diesel Fuel Update (EIA)

    Released: September, 2008 Total Space Heating Water Heating Cook- ing Other Total Space Heating Water Heating Cook- ing Other All Buildings* ... 1,602 1,397...

  5. Total Space Heating Water Heating Cook-

    Gasoline and Diesel Fuel Update (EIA)

    Released: September, 2008 Total Space Heating Water Heating Cook- ing Other Total Space Heating Water Heating Cook- ing Other All Buildings ... 2,037...

  6. Workshop on Excellence Empowered by a Diverse Academic Workforce: Achieving Racial & Ethnic Equity in Chemistry

    SciTech Connect (OSTI)

    Hassan. B. Ali

    2008-02-13

    The purpose of the Workshop 'Excellence Empowered by a Diverse Academic Workforce: Achieving Racial & Ethnic Equity in Chemistry' was to promote the development of a cadre of academic leaders who create, implement and promote programs and strategies for increasing the number of racial and ethnic minorities to equitable proportions on the faculties of departments throughout the academic chemistry community. An important objective of the workshop was to assist in creating an informed and committed community of chemistry leaders who will create, implement and promote programs and strategies to advance racial and ethnic equity in both the faculty and the student body with the goal of increasing the number of U.S. citizen underrepresented minorities (URM) participating in academic chemistry at all levels, with particular focus on the pipeline to chemistry faculty. This objective was met by (1) presentations of detailed data describing current levels of racial and ethnic minorities on the faculties of chemistry departments; (2) frank discussion of the obstacles to and benefits of racial/ethnic diversity in the chemistry professoriate; (3) summary of possible effective interventions and actions; and (4) promotion of the dissemination and adoption of initiatives designed to achieve racial/ethnic equity. Federal programs over the past thirty years have been instrumental in delivering to our universities URM students intending to major in the physical sciences such as chemistry. However, the near absence of URM faculty means that there is also an absence of URM as role models for aspiring students. For example, citing 2003 as a representative year, some statistics reveal the severity of the pipeline shrinkage for U. S. citizen URM starting from chemistry B.S. degrees awarded to the appointment to chemistry faculty. Compared to the URM population of approximately 30% for that year, 67% of the B.S. degrees in chemistry were awarded to white citizens and 17% were awarded to URM citizens. Proceeding along the pipeline, 83% of the Ph.D. degrees in chemistry were awarded to white citizens, and 6.4% were awarded to URM citizens. The number of white citizens occupying tenure faculty lines in chemistry departments at major research universities is estimated to be 86%, while the corresponding lines for URM was estimated to be only 3.7% in 2003. In raw numbers, the number of white chemistry faculty is estimated to be 1459 and the number of URM faculty was estimated to be just 62. Thus, starting with 16.6% for URM students awarded B.S. degrees in chemistry, the number decreases to 6.4% for URM students awarded Ph.D degrees in chemistry and then dwindles to only 3.6% URM faculty in major research universities, compared to a population of approximately 30% URM citizens. Similar statistics for URM representation in chemistry is found for the last two decades. Clearly there is a serious lack of URM mentors and role models among tenure faculty in our chemistry departments. The impact of this deficiency is captured in the statement that 'A university's lack of minority faculty sends a message to its students that minorities have no place in academia' thereby perpetuating a cycle of marginalization and discrimination. The lack of mentors and role models in academia deprive URM students who pass through the undergraduate programs of an education that is enriched by the intellectual and cognitive diversity that is inherent in a faculty of diverse backgrounds and cultures. Furthermore, URM are projected to constitute almost 32% of the U.S. population by 2020, so that URM will outnumber White males [who are projected to constitute 30% of the population (U.S. Census data)]. It is clearly time for this to change and proactive programs are needed immediately in order to insure that there will be an optimal inclusion of the future 'majority' of the U. S. domestic population throughout all levels of academia. The workshop was organized with the intention of triggering such a change by working with key representatives of chemistry in academia, namely the chem

  7. Total Space Heating Water Heating Cook-

    Annual Energy Outlook [U.S. Energy Information Administration (EIA)]

    Tables Total Space Heating Water Heating Cook- ing Other Total Space Heating Water Heating Cook- ing Other All Buildings* ... 634 578 46 1 Q 116.4 106.3...

  8. Million Cu. Feet Percent of National Total

    Gasoline and Diesel Fuel Update (EIA)

    2 Alaska - Natural Gas 2014 Million Cu. Feet Percent of National Total Million Cu. Feet Percent of National Total Total Net Movements: - Industrial: Dry Production: Vehicle Fuel: Deliveries to Consumers: Residential: Electric Power: Commercial: Total Delivered: Table S2. Summary statistics for natural gas - Alaska, 2010-2014 2010 2011 2012 2013 2014 Number of Producing Gas Wells at End of Year 269 277 185 R 159 170 Production (million cubic feet) Gross Withdrawals From Gas Wells 127,417 112,268

  9. Million Cu. Feet Percent of National Total

    Gasoline and Diesel Fuel Update (EIA)

    2 Connecticut - Natural Gas 2014 Million Cu. Feet Percent of National Total Million Cu. Feet Percent of National Total Total Net Movements: - Industrial: Dry Production: Vehicle Fuel: Deliveries to Consumers: Residential: Electric Power: Commercial: Total Delivered: Table S7. Summary statistics for natural gas - Connecticut, 2010-2014 2010 2011 2012 2013 2014 Number of Producing Gas Wells at End of Year 0 0 0 0 0 Production (million cubic feet) Gross Withdrawals From Gas Wells 0 0 0 0 0 From Oil

  10. Million Cu. Feet Percent of National Total

    Gasoline and Diesel Fuel Update (EIA)

    6 District of Columbia - Natural Gas 2014 Million Cu. Feet Percent of National Total Million Cu. Feet Percent of National Total Total Net Movements: - Industrial: Dry Production: Vehicle Fuel: Deliveries to Consumers: Residential: Electric Power: Commercial: Total Delivered: Table S9. Summary statistics for natural gas - District of Columbia, 2010-2014 2010 2011 2012 2013 2014 Number of Producing Gas Wells at End of Year 0 0 0 0 0 Production (million cubic feet) Gross Withdrawals From Gas Wells

  11. Million Cu. Feet Percent of National Total

    Gasoline and Diesel Fuel Update (EIA)

    0 Indiana - Natural Gas 2014 Million Cu. Feet Percent of National Total Million Cu. Feet Percent of National Total Total Net Movements: - Industrial: Dry Production: Vehicle Fuel: Deliveries to Consumers: Residential: Electric Power: Commercial: Total Delivered: Table S16. Summary statistics for natural gas - Indiana, 2010-2014 2010 2011 2012 2013 2014 Number of Producing Gas Wells at End of Year 620 914 819 R 921 895 Production (million cubic feet) Gross Withdrawals From Gas Wells 6,802 9,075

  12. Million Cu. Feet Percent of National Total

    Gasoline and Diesel Fuel Update (EIA)

    2 Maryland - Natural Gas 2014 Million Cu. Feet Percent of National Total Million Cu. Feet Percent of National Total Total Net Movements: - Industrial: Dry Production: Vehicle Fuel: Deliveries to Consumers: Residential: Electric Power: Commercial: Total Delivered: Table S22. Summary statistics for natural gas - Maryland, 2010-2014 2010 2011 2012 2013 2014 Number of Producing Gas Wells at End of Year 7 8 9 7 7 Production (million cubic feet) Gross Withdrawals From Gas Wells 43 34 44 32 20 From Oil

  13. Million Cu. Feet Percent of National Total

    Gasoline and Diesel Fuel Update (EIA)

    4 Massachusetts - Natural Gas 2014 Million Cu. Feet Percent of National Total Million Cu. Feet Percent of National Total Total Net Movements: - Industrial: Dry Production: Vehicle Fuel: Deliveries to Consumers: Residential: Electric Power: Commercial: Total Delivered: Table S23. Summary statistics for natural gas - Massachusetts, 2010-2014 2010 2011 2012 2013 2014 Number of Producing Gas Wells at End of Year 0 0 0 0 0 Production (million cubic feet) Gross Withdrawals From Gas Wells 0 0 0 0 0

  14. Million Cu. Feet Percent of National Total

    Gasoline and Diesel Fuel Update (EIA)

    8 Minnesota - Natural Gas 2014 Million Cu. Feet Percent of National Total Million Cu. Feet Percent of National Total Total Net Movements: - Industrial: Dry Production: Vehicle Fuel: Deliveries to Consumers: Residential: Electric Power: Commercial: Total Delivered: Table S25. Summary statistics for natural gas - Minnesota, 2010-2014 2010 2011 2012 2013 2014 Number of Producing Gas Wells at End of Year 0 0 0 0 0 Production (million cubic feet) Gross Withdrawals From Gas Wells 0 0 0 0 0 From Oil

  15. Million Cu. Feet Percent of National Total

    Gasoline and Diesel Fuel Update (EIA)

    6 Nebraska - Natural Gas 2014 Million Cu. Feet Percent of National Total Million Cu. Feet Percent of National Total Total Net Movements: - Industrial: Dry Production: Vehicle Fuel: Deliveries to Consumers: Residential: Electric Power: Commercial: Total Delivered: Table S29. Summary statistics for natural gas - Nebraska, 2010-2014 2010 2011 2012 2013 2014 Number of Producing Gas Wells at End of Year 276 322 270 R 357 310 Production (million cubic feet) Gross Withdrawals From Gas Wells 2,092 1,854

  16. Million Cu. Feet Percent of National Total

    Gasoline and Diesel Fuel Update (EIA)

    0 New Hampshire - Natural Gas 2014 Million Cu. Feet Percent of National Total Million Cu. Feet Percent of National Total Total Net Movements: - Industrial: Dry Production: Vehicle Fuel: Deliveries to Consumers: Residential: Electric Power: Commercial: Total Delivered: Table S31. Summary statistics for natural gas - New Hampshire, 2010-2014 2010 2011 2012 2013 2014 Number of Producing Gas Wells at End of Year 0 0 0 0 0 Production (million cubic feet) Gross Withdrawals From Gas Wells 0 0 0 0 0

  17. Million Cu. Feet Percent of National Total

    Gasoline and Diesel Fuel Update (EIA)

    8 North Carolina - Natural Gas 2014 Million Cu. Feet Percent of National Total Million Cu. Feet Percent of National Total Total Net Movements: - Industrial: Dry Production: Vehicle Fuel: Deliveries to Consumers: Residential: Electric Power: Commercial: Total Delivered: Table S35. Summary statistics for natural gas - North Carolina, 2010-2014 2010 2011 2012 2013 2014 Number of Producing Gas Wells at End of Year 0 0 0 0 0 Production (million cubic feet) Gross Withdrawals From Gas Wells 0 0 0 0 0

  18. Million Cu. Feet Percent of National Total

    Gasoline and Diesel Fuel Update (EIA)

    50 North Dakota - Natural Gas 2014 Million Cu. Feet Percent of National Total Million Cu. Feet Percent of National Total Total Net Movements: - Industrial: Dry Production: Vehicle Fuel: Deliveries to Consumers: Residential: Electric Power: Commercial: Total Delivered: Table S36. Summary statistics for natural gas - North Dakota, 2010-2014 2010 2011 2012 2013 2014 Number of Producing Gas Wells at End of Year 188 239 211 200 200 Production (million cubic feet) Gross Withdrawals From Gas Wells

  19. Million Cu. Feet Percent of National Total

    Gasoline and Diesel Fuel Update (EIA)

    2 South Carolina - Natural Gas 2014 Million Cu. Feet Percent of National Total Million Cu. Feet Percent of National Total Total Net Movements: - Industrial: Dry Production: Vehicle Fuel: Deliveries to Consumers: Residential: Electric Power: Commercial: Total Delivered: Table S42. Summary statistics for natural gas - South Carolina, 2010-2014 2010 2011 2012 2013 2014 Number of Producing Gas Wells at End of Year 0 0 0 0 0 Production (million cubic feet) Gross Withdrawals From Gas Wells 0 0 0 0 0

  20. Million Cu. Feet Percent of National Total

    Gasoline and Diesel Fuel Update (EIA)

    6 Washington - Natural Gas 2014 Million Cu. Feet Percent of National Total Million Cu. Feet Percent of National Total Total Net Movements: - Industrial: Dry Production: Vehicle Fuel: Deliveries to Consumers: Residential: Electric Power: Commercial: Total Delivered: Table S49. Summary statistics for natural gas - Washington, 2010-2014 2010 2011 2012 2013 2014 Number of Producing Gas Wells at End of Year 0 0 0 0 0 Production (million cubic feet) Gross Withdrawals From Gas Wells 0 0 0 0 0 From Oil