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1

Workforce Management Office WORKFORCE AND SUCCESSION PLANNING  

E-Print Network (OSTI)

2012 Workforce Management Office NOAA 1/1/2012 WORKFORCE AND SUCCESSION PLANNING Toolkit to Identify and Address Strategic Talent Gaps #12;Workforce & Succession Planning Toolkit NOAA Workforce .......................................................................................................3 Workforce Planning

2

2013 Nuclear Workforce Development ...  

NLE Websites -- All DOE Office Websites (Extended Search)

Southern Company Andrew Bouldin - Workforce Strategies Team Leader Southern Company Scott Macfarland - Manager, Corporate Workforce Planning SCANA Corporation Career Workshop...

3

Workforce Restructuring Policy  

Energy.gov (U.S. Department of Energy (DOE))

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

4

CLEAN ENERGY WORKFORCE TRAINING PROGRAM  

E-Print Network (OSTI)

installation and product manufacturing Clean transportation #12;CALIFORNIA SOLAR WORKFORCE PARTNERSHIP $3 energy workforce needs Build regional capacity in clean energy sector development Deliver industry and Workforce Development Agency, Economic Strategy Panel, California Workforce Investment Board, Air Resources

5

Training and Workforce Development Forum Newsletter | Department...  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Training and Workforce Development Forum Newsletter Training and Workforce Development Forum Newsletter Training and Workforce Development Forum Newsletter Training and Workforce...

6

The role of theory in gender and information systems research  

Science Journals Connector (OSTI)

In response to claims emanating from recent assessments of the status of gender and IS research about insufficient theorizing of gender, a critical literature analysis of research papers on the topic of gender and IS that appeared in information systems ... Keywords: Diversity, Feminism, Gay, Gender, Gender and information systems theory, Gender differences, Gender hegemony, Gender imbalance, Gender theory, IS workforce, Lesbian, Masculinity, Sex, Sexuality, Social inclusion, Theory, Transgender

Eileen M. Trauth

2013-10-01T23:59:59.000Z

7

Workforce Management Office  

Office of Energy Efficiency and Renewable Energy (EERE)

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...

8

Administering Workforce Discipline  

Directives, Delegations, and Requirements

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

2014-10-27T23:59:59.000Z

9

Home | Better Buildings Workforce  

NLE Websites -- All DOE Office Websites (Extended Search)

Better Buildings Logo Better Buildings Logo EERE Home | Programs & Offices | Consumer Information Search form Search Search Better Buildings Logo Better Buildings Workforce Home Framework Resources Projects Participate Home Framework Resources Projects Better Buildings Workforce Guidelines Buildings Re-tuning Training ANSI Energy Efficiency Standards Collaborative Energy Performance-Based Acquisition Training Participate For a detailed project overview, download the Better Buildings Workforce Guidelines Fact Sheet Home The Better Buildings Initiative is a broad, multi-strategy initiative to make commercial and industrial buildings 20% more energy efficient over the next 10 years. DOE is currently pursuing strategies across five pillars to catalyze change and accelerate private sector investment in energy

10

WORKFORCE DIVERSITY TOWN HALL  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

WORKFORCE DIVERSITY TOWN HALL WORKFORCE DIVERSITY TOWN HALL DECEMBER 6, 2011 1:00-2:00 PM FORRESTAL MAIN AUDITORIUM (BROADCAST TO ALL SITES) F O C U S M I S S I O N L E A R N I N G C O N T I N U A L DIVERSITY AND INCLUSION A C C O U N T A B I L I T Y WORKFORCE DIVERSITY TOWN HALL "When any of our citizens are unable to fulfill their potential due to the factors that have nothing to do with their talent, character, or work ethic, then I believe there's a role for government to play."

11

Workforce Diversity Action Plans  

NLE Websites -- All DOE Office Websites (Extended Search)

Workforce Diversity Action Plans Workforce Diversity Action Plans Workforce Diversity Office Best Practices Diversity Council Compendium of Diversity Activities Principles for a Diverse Community Lawrence Berkeley National Laboratory is principally an institution of scientific research, committed to addressing the needs of society. A diverse workforce is an invaluable asset to innovation and research excellence. To this end, we must embody the following principles to successfully affect the Laboratory's mission and embrace our diverse workplace community. We affirm the inherent dignity in all of us and strive to maintain an environment characterized by respect, fairness, and inclusion. Our valued community encompasses an array of races, creeds, and social circumstances. We recognize and cherish the richness contributed by our diversity.

12

Nuclear Workforce Initiative - SRSCRO  

NLE Websites -- All DOE Office Websites (Extended Search)

nuclear Nuclear Workforce Initiative The United States stands on the brink of a nuclear renaissance - a resurging confidence in the power of the clean, safe atom to finally conquer...

13

Workforce Development Wind Projects | Department of Energy  

Energy Savers (EERE)

Workforce Development Wind Projects Workforce Development Wind Projects This report covers the Wind and Water Power Technologies Office's workforce development wind projects from...

14

Workforce Plans | Department of Energy  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Policy and Guidance » Human Capital Management » Workforce Plans Policy and Guidance » Human Capital Management » 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 determining necessary financial resources, but they also provide the basis for determining workforce needs. For assistance with creating or modifying your workforce plans please see our Guide to Workforce Planning Documents Available for Download

15

Total  

Gasoline and Diesel Fuel Update (EIA)

Total Total .............. 16,164,874 5,967,376 22,132,249 2,972,552 280,370 167,519 18,711,808 1993 Total .............. 16,691,139 6,034,504 22,725,642 3,103,014 413,971 226,743 18,981,915 1994 Total .............. 17,351,060 6,229,645 23,580,706 3,230,667 412,178 228,336 19,709,525 1995 Total .............. 17,282,032 6,461,596 23,743,628 3,565,023 388,392 283,739 19,506,474 1996 Total .............. 17,680,777 6,370,888 24,051,665 3,510,330 518,425 272,117 19,750,793 Alabama Total......... 570,907 11,394 582,301 22,601 27,006 1,853 530,841 Onshore ................ 209,839 11,394 221,233 22,601 16,762 1,593 180,277 State Offshore....... 209,013 0 209,013 0 10,244 260 198,509 Federal Offshore... 152,055 0 152,055 0 0 0 152,055 Alaska Total ............ 183,747 3,189,837 3,373,584 2,885,686 0 7,070 480,828 Onshore ................ 64,751 3,182,782

16

Total............................................................  

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

Total................................................................... 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 1,441 906 595 539 339 2,000 to 2,499................................................. 12.2 2,052 1,733 1,072 765 646 400 2,500 to 2,999................................................. 10.3 2,523 2,010 1,346 939 748 501 3,000 to 3,499................................................. 6.7 3,020 2,185 1,401 1,177 851 546

17

Total...................  

Gasoline and Diesel Fuel Update (EIA)

4,690,065 52,331,397 2,802,751 4,409,699 7,526,898 209,616 1993 Total................... 4,956,445 52,535,411 2,861,569 4,464,906 7,981,433 209,666 1994 Total................... 4,847,702 53,392,557 2,895,013 4,533,905 8,167,033 202,940 1995 Total................... 4,850,318 54,322,179 3,031,077 4,636,500 8,579,585 209,398 1996 Total................... 5,241,414 55,263,673 3,158,244 4,720,227 8,870,422 206,049 Alabama ...................... 56,522 766,322 29,000 62,064 201,414 2,512 Alaska.......................... 16,179 81,348 27,315 12,732 75,616 202 Arizona ........................ 27,709 689,597 28,987 49,693 26,979 534 Arkansas ..................... 46,289 539,952 31,006 67,293 141,300 1,488 California ..................... 473,310 8,969,308 235,068 408,294 693,539 36,613 Colorado...................... 110,924 1,147,743

18

,,,"Workforce Data Collection Sheet"  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

"Workforce Data Collection Sheet" "Workforce Data Collection Sheet" "ORGANIZATION: ",,,,,,,,,"As of: " "Category of Employees: ",,,," At Work - Location" "Employee's Name","Contact Phone / Email","Assigned","Contacted","At Official Worksite","At Home*","At Other Location*","Number Available For Work","On Travel","On Leave","Ill/Injured","Deceased" "Site:" "Site Subtotal" "Site:" "Site Subtotal" "Totals" "Instructions:" "1. Organization is the title of the first tier organization" "2. ""As of"" means time and date"

19

Bioenergy Impact on Wisconsin's Workforce  

Energy.gov (U.S. Department of Energy (DOE))

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

20

CONSULTATION RESPONSE Wellcome Trust response to Workforce  

E-Print Network (OSTI)

account of in workforce planning. The importance of integrating academic training with clinical trainingCONSULTATION RESPONSE Wellcome Trust response to Workforce of the Healthcare Science Workforce Modernising Scientific Careers: The Next Steps Response by the Wellcome Trust

Rambaut, Andrew

Note: This page contains sample records for the topic "total workforce gender" from the National Library of EnergyBeta (NLEBeta).
While these samples are representative of the content of NLEBeta,
they are not comprehensive nor are they the most current set.
We encourage you to perform a real-time search of NLEBeta
to obtain the most current and comprehensive results.


21

One Panel One Roof, DOE Powering Solar Workforce | Department...  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

One Panel One Roof, DOE Powering Solar Workforce One Panel One Roof, DOE Powering Solar Workforce...

22

Total..........................................................................  

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

7.1 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 2.8 2.4 2,500 to 2,999..................................................... 10.3 3.7 1.8 2.8 2.1 3,000 to 3,499..................................................... 6.7 2.0 1.4 1.7 1.6 3,500 to 3,999..................................................... 5.2 1.6 0.8 1.5 1.4 4,000 or More.....................................................

23

Total..........................................................................  

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

0.7 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 1.3 2,500 to 2,999..................................................... 10.3 3.0 1.8 0.5 0.7 3,000 to 3,499..................................................... 6.7 2.1 1.2 0.5 0.4 3,500 to 3,999..................................................... 5.2 1.5 0.8 0.3 0.4 4,000 or More.....................................................

24

Total..........................................................................  

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

25.6 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........................................................... 23.8 4.6 3.9 9.0 6.3 1,000 to 1,499..................................................... 20.8 2.8 4.4 8.6 5.0 1,500 to 1,999..................................................... 15.4 1.9 3.5 6.0 4.0 2,000 to 2,499..................................................... 12.2 2.3 3.2 4.1 2.6 2,500 to 2,999..................................................... 10.3 2.2 2.7 3.0 2.4 3,000 to 3,499..................................................... 6.7 1.6 2.1 2.1 0.9 3,500 to 3,999..................................................... 5.2 1.1 1.7 1.5 0.9 4,000 or More.....................................................

25

Total..........................................................................  

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

4.2 4.2 7.6 16.6 Floorspace (Square Feet) Total Floorspace 1 Fewer than 500................................................... 3.2 1.0 0.2 0.8 500 to 999........................................................... 23.8 6.3 1.4 4.9 1,000 to 1,499..................................................... 20.8 5.0 1.6 3.4 1,500 to 1,999..................................................... 15.4 4.0 1.4 2.6 2,000 to 2,499..................................................... 12.2 2.6 0.9 1.7 2,500 to 2,999..................................................... 10.3 2.4 0.9 1.4 3,000 to 3,499..................................................... 6.7 0.9 0.3 0.6 3,500 to 3,999..................................................... 5.2 0.9 0.4 0.5 4,000 or More.....................................................

26

Total.........................................................................  

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

Floorspace (Square Feet) Floorspace (Square Feet) Total Floorspace 2 Fewer than 500.................................................. 3.2 Q 0.8 0.9 0.8 0.5 500 to 999.......................................................... 23.8 1.5 5.4 5.5 6.1 5.3 1,000 to 1,499.................................................... 20.8 1.4 4.0 5.2 5.0 5.2 1,500 to 1,999.................................................... 15.4 1.4 3.1 3.5 3.6 3.8 2,000 to 2,499.................................................... 12.2 1.4 3.2 3.0 2.3 2.3 2,500 to 2,999.................................................... 10.3 1.5 2.3 2.7 2.1 1.7 3,000 to 3,499.................................................... 6.7 1.0 2.0 1.7 1.0 1.0 3,500 to 3,999.................................................... 5.2 0.8 1.5 1.5 0.7 0.7 4,000 or More.....................................................

27

Total..........................................................................  

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

. . 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........................................................... 23.8 4.6 3.6 1.1 1,000 to 1,499..................................................... 20.8 2.8 2.2 0.6 1,500 to 1,999..................................................... 15.4 1.9 1.4 0.5 2,000 to 2,499..................................................... 12.2 2.3 1.7 0.5 2,500 to 2,999..................................................... 10.3 2.2 1.7 0.6 3,000 to 3,499..................................................... 6.7 1.6 1.0 0.6 3,500 to 3,999..................................................... 5.2 1.1 0.9 0.3 4,000 or More.....................................................

28

Total..........................................................................  

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

7.1 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 2,500 to 2,999..................................................... 10.3 0.5 0.5 0.4 1.1 3,000 to 3,499..................................................... 6.7 0.3 Q 0.4 0.3 3,500 to 3,999..................................................... 5.2 Q Q Q Q 4,000 or More.....................................................

29

Total..........................................................  

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

.. .. 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 0.4 2,139 1,598 Q Q Q Q 2,500 to 2,999........................................ 10.1 Q Q Q Q Q Q Q 3,000 or More......................................... 29.6 0.3 Q Q Q Q Q Q Heated Floorspace (Square Feet) None...................................................... 3.6 1.8 1,048 0 Q 827 0 407 Fewer than 500......................................

30

Total...................................................................  

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

2,033 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 1,441 906 595 539 339 2,000 to 2,499................................................. 12.2 2,052 1,733 1,072 765 646 400 2,500 to 2,999................................................. 10.3 2,523 2,010 1,346 939 748 501 3,000 to 3,499................................................. 6.7 3,020 2,185 1,401 1,177 851 546 3,500 to 3,999................................................. 5.2 3,549 2,509 1,508

31

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 -...

32

Total...........................................................  

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

26.7 26.7 28.8 20.6 13.1 22.0 16.6 38.6 Floorspace (Square Feet) Total Floorspace 1 Fewer than 500................................... 3.2 1.9 0.9 Q Q Q 1.3 2.3 500 to 999........................................... 23.8 10.5 7.3 3.3 1.4 1.2 6.6 12.9 1,000 to 1,499..................................... 20.8 5.8 7.0 3.8 2.2 2.0 3.9 8.9 1,500 to 1,999..................................... 15.4 3.1 4.2 3.4 2.0 2.7 1.9 5.0 2,000 to 2,499..................................... 12.2 1.7 2.7 2.9 1.8 3.2 1.1 2.8 2,500 to 2,999..................................... 10.3 1.2 2.2 2.3 1.7 2.9 0.6 2.0 3,000 to 3,499..................................... 6.7 0.9 1.4 1.5 1.0 1.9 0.4 1.4 3,500 to 3,999..................................... 5.2 0.8 1.2 1.0 0.8 1.5 0.4 1.3 4,000 or More...................................... 13.3 0.9 1.9 2.2 2.0 6.4 0.6 1.9 Heated Floorspace

33

Total...........................................................  

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

14.7 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 1.8 1.4 2.2 2.1 1.6 0.8 2,500 to 2,999..................................... 10.3 1.6 0.9 1.1 1.1 1.5 1.5 1.7 0.8 3,000 to 3,499..................................... 6.7 1.0 0.5 0.8 0.8 1.2 0.8 0.9 0.8 3,500 to 3,999..................................... 5.2 1.1 0.3 0.7 0.7 0.4 0.5 1.0 0.5 4,000 or More...................................... 13.3

34

Total................................................  

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

.. .. 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 2,499.............................. 12.2 11.9 2,039 1,731 1,055 2,143 1,813 1,152 Q Q Q 2,500 to 2,999.............................. 10.3 10.1 2,519 2,004 1,357 2,492 2,103 1,096 Q Q Q 3,000 or 3,499.............................. 6.7 6.6 3,014 2,175 1,438 3,047 2,079 1,108 N N N 3,500 to 3,999.............................. 5.2 5.1 3,549 2,505 1,518 Q Q Q N N N 4,000 or More...............................

35

Workforce Retention | Department of Energy  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Services » Outreach & Collaboration » Focus Groups » Workforce Services » Outreach & Collaboration » Focus Groups » Workforce Retention Workforce Retention The HSS 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. Objectives: Better understand relationship between skilled workforce retention; health, safety and productivity; and especially preventive health care. Inform and support improvement and/or development of wellness, fitness, and prevention programs through data collections and analyses. Promote the implementation of preventive health services designed to assure retention of the contractor work force.

36

Addressing the workforce pipeline challenge  

SciTech Connect

A secure and affordable energy supply is essential for achieving U.S. national security, in continuing U.S. prosperity and in laying the foundations to enable future economic growth. To meet this goal the next generation energy workforce in the U.S., in particular those needed to support instrumentation, controls and advanced operations and maintenance, is a critical element. The workforce is aging and a new workforce pipeline, to support both current generation and new build has yet to be established. The paper reviews the challenges and some actions being taken to address this need.

Leonard Bond; Kevin Kostelnik; Richard Holman

2006-11-01T23:59:59.000Z

37

Addressing the workforce pipeline challenge  

SciTech Connect

A secure and affordable energy supply is essential for achieving U.S. national security, in continuing U.S. prosperity and in laying the foundations to enable future economic growth. To meet this goal the next generation energy workforce in the U.S., in particular those needed to support instrumentation, controls and advanced operations and maintenance, is a critical element. The workforce is aging and a new workforce pipeline, to support both current generation and new build has yet to be established. The paper reviews the challenges and some actions being taken to address this need. (authors)

Bond, L.; Kostelnik, K.; Holman, R. [Idaho National Laboratory, P.O. Box 1625, Idaho Falls, ID 83415-3898 (United States)

2006-07-01T23:59:59.000Z

38

Guide to Workforce Planning Dec 8  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

GUIDE TO WORKFORCE PLANNING GUIDE TO WORKFORCE PLANNING at the Department of Energy Forecasting our future demands to getting the right people; with the right skills; in the right place at the right time September 2005 Human Capital Management Strategic Planning and Vision ii GUIDE TO WORKFORCE PLANNING iii CONTENTS Introduction 1 Executive Summary 2 Why undertake workforce planning? 2 What is workforce planning? 2 Diagram of a workforce planning system 3 Main drivers for workforce planning 4 Benefits of workforce planning 4 Timescales and scope 5 Five Phases for Workforce Planning Phase 1-Analyzing 6 Phase 2-Forecasting 7 Phase 3-Planning 9 Phase 4-Implementing 10 Phase 5-Evaluating 10 Tables Table 1 - SWOT 11 Table 2 PEST/LE 11 1 WORKFORCE PLANNING GUIDE

39

Engaging the Workforce - 12347  

SciTech Connect

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)

Gaden, Michael D. [Transuranic Waste Processing Center, Lenoir City, TN 37771 (United States); Wastren Advantage Inc. (United States)

2012-07-01T23:59:59.000Z

40

Step 4: Establish Baseline Quality Workforce Standards | Department...  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

and Customer Interaction Identify the Scope of Quality Workforce Standards Quality workforce standards can include specifications for the following: Relevant...

Note: This page contains sample records for the topic "total workforce gender" from the National Library of EnergyBeta (NLEBeta).
While these samples are representative of the content of NLEBeta,
they are not comprehensive nor are they the most current set.
We encourage you to perform a real-time search of NLEBeta
to obtain the most current and comprehensive results.


41

COALITION FOR A SUSTAINABLE AGRICULTURAL WORKFORCE 2013 AGRICULTURAL SCIENCE WORKFORCE CENSUS  

E-Print Network (OSTI)

workforce planning and development data to create a broad inventory of the future need for scientistsCOALITION FOR A SUSTAINABLE AGRICULTURAL WORKFORCE 2013 AGRICULTURAL SCIENCE WORKFORCE CENSUS #12;Summary SUMMARY In January 2013, CSAW (Coalition for a Sustainable Agricultural Workforce) conducted

Wang, Xiaorui "Ray"

42

Workforce management strategies in a disaster scenario.  

SciTech Connect

A model of the repair operations of the voice telecommunications network is used to study labor management strategies under a disaster scenario where the workforce is overwhelmed. The model incorporates overtime and fatigue functions and optimizes the deployment of the workforce based on the cost of the recovery and the time it takes to recover. The analysis shows that the current practices employed in workforce management in a disaster scenario are not optimal and more strategic deployment of that workforce is beneficial.

Kelic, Andjelka; Turk, Adam L.

2008-08-01T23:59:59.000Z

43

Florida International University Science and Technology Workforce...  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

About Us Jobs & Internships Florida International University Science and Technology Workforce Development Program Florida International University Science and Technology...

44

New Formulas for America's Workforce  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

SCIENCE FOUNDATION 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 Scouts Traveling Science Programs, Service Learning Teams Tech Trek and TV Production Mountaineering After-School and Summer Camps Sisters and Sports Science Shampoos, Etc.! Science for Middle School Girls FEMME Continuum Science Connections Girls First Techbridge Girls and Science

45

Acquisition Workforce Information | Department of Energy  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Certifications and Professional Certifications and Professional Development » Acquisition Workforce Information Acquisition Workforce Information The Department of Energy (DOE) Acquisition Workforce consists of a broad range of professional and technical personnel including: Contract Specialists/Contracting Officers, Contracting Officer's Technical Representatives, Financial Assistance Personnel, Technical Project Officers, Personal Property Managers, Real Estate Contracting Officers, Federal Project Directors/Program Managers, as well as personnel who perform acquisition-related activities and functions within DOE. DOE's goal is to continue to develop and maintain a highly professional, well-trained Acquisition Workforce. DOE requires Acquisition Workforce members to meet a variety of Federal and DOE established certifications

46

Workforce Analysis and Staffing | Department of Energy  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Services » Assistance » Federal Technical Capability Program » Services » Assistance » Federal Technical Capability Program » Workforce Analysis and Staffing Workforce Analysis and Staffing Workforce Analysis & Staffing Plan Report Memo, Template & Workforce Analysis Guidance for FR, SSO, STSM & TQP Calendar Year 2013 Calendar Year 2012 Calendar Year 2011 Calendar Year 2010 SSO Alternate Staffing Analysis Instructions, Blank spreadsheet and example filled spreadsheet FR Staffing Process See Appendix C in DOE-STD-1063-2011, Facility Representatives Additional Information FTCP History FTCP Members FTCP Plans & Reports FTCP Guiding Documents FTCP Issue Papers FTCP Site Specific Information Workforce Analysis and Staffing Enforcement Guidance Oversight Reporting Security Classification Nuclear Safety Assistance Training

47

Workforce Statistics - NNSA | National Nuclear Security Administration  

National Nuclear Security Administration (NNSA)

NNSA | National Nuclear Security Administration NNSA | National Nuclear Security Administration Our Mission Managing the Stockpile Preventing Proliferation Powering the Nuclear Navy Emergency Response Recapitalizing Our Infrastructure Continuing Management Reform Countering Nuclear Terrorism About Us Our Programs Our History Who We Are Our Leadership Our Locations Budget Our Operations Media Room Congressional Testimony Fact Sheets Newsletters Press Releases Speeches Events Social Media Video Gallery Photo Gallery NNSA Archive Federal Employment Apply for Our Jobs Our Jobs Working at NNSA Blog Workforce Statistics - NNSA Home > About Us > Our Operations > Management and Budget > Office of Civil Rights > Workforce Statistics > Workforce Statistics - NNSA Workforce Statistics - NNSA NNSA FY13 NNSA Semi Annual Workforce Diversity Report

48

Status of the National Security Workforce  

SciTech Connect

This report documents the status of the national security workforce as part of the National Security Preparedness Project, being performed by the Arrowhead Center of New Mexico State University under a DOE/NNSA grant. This report includes an assessment of the current workforce situation. The national security workforce is an important component of national security for our country. With the increase of global threats of terrorism, this workforce is being called upon more frequently. This has resulted in the need for an increasing number of national security personnel. It is imperative to attract and retain a skilled and competitive national security workforce.

None

2008-03-31T23:59:59.000Z

49

Definition: Workforce Training | Open Energy Information  

Open Energy Info (EERE)

Workforce Training Workforce Training Jump to: navigation, search Dictionary.png Workforce Training Smart Grid Workforce Training projects target power sector personnel directly related to a national smart grid. These projects increase the workforce capacity and capability of electric power companies and smart grid technology manufacturers, and address skills shortages in a variety of power sector disciplines.[1] Related Terms smart grid, electricity generation, power References ↑ https://www.smartgrid.gov/category/contract_types/workforce_training Retri LikeLike UnlikeLike You like this.Sign Up to see what your friends like. eved from "http://en.openei.org/w/index.php?title=Definition:Workforce_Training&oldid=480311" Category: Definitions What links here Related changes

50

Workforce planning for reconfiguration and downsizing  

SciTech Connect

The Pacific Northwest Laboratory was tasked by the Department of Energy Albuquerque Field Office (DOE-AL) to develop a workforce assessment and transition planning tool to support integrated decision making at a single DOE installation. The planning tool permits coordinated, integrated workforce planning to manage growth, decline, or transition within a DOE installation. The tool enhances the links and provides commonality between strategic, programmatic, and operations planners and human resources. Successful development and subsequent scent complex-wide implementation of the model also will facilitate planning at the national level by enforcing a consistent format on data that are now collected by installations in corporate-specific formats that are not amenable to national-level analyses. The workforce assessment and transition planning tool consists of two components: the Workforce Transition Model and the Workforce Budget Constraint Model. The Workforce Transition Model, the preponderant of the two, assists decision makers identify and evaluate alternatives for transitioning the current workforce to meet the skills required to support projected workforce requirements. The Workforce Budget Constraint Model helps estimate the number of personnel that will be effected by a given a workforce budget increase or decrease and assists in identifying how the corresponding hirings or layoffs should be distributed across the COCS occupations.

Stahlman, E.J.; Lewis, R.E.; Ross, T.L.

1993-11-01T23:59:59.000Z

51

Workforce Pipeline | Argonne National Laboratory  

NLE Websites -- All DOE Office Websites (Extended Search)

Diversity Diversity Message from the Lab Director Diversity & Inclusion Advisory Council Workforce Pipeline Mentoring Leadership Development Policies & Practices Business Diversity Outreach & Education In the News High school workshop invites girls to explore STEM possibilities Daily Herald EcoCAR 2 competition drives auto engineers to excel Yuma (Ariz.) Sun Mississippi universities collaborate with national labs Mississippi Public Radio Workforce Pipeline Argonne seeks to attract, hire and retain a diverse set of talent in order to meet the laboratory's mission of excellence in science, engineering and technology. In order for Argonne to continue to carry out world-class science, the lab needs to seek out the best talent. Today, that talent is increasingly diverse. Argonne fosters an environment that welcomes and values a diverse

52

Recovery Act Workforce Development | Department of Energy  

NLE Websites -- All DOE Office Websites (Extended Search)

Act Workforce Act Workforce Development Recovery Act Workforce Development Map of Smart Grid Workforce Development 19 Awards Read more 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 grid workforce development programs that will help prepare the next generation of workers in the utility and electrical manufacturing industries. These projects will leverage more than $95 million in funding from community colleges, universities, utilities and manufacturers to develop and implement training programs. The selectees estimate that the programs will train approximately 30,000 Americans. These workers will help to modernize

53

Federal Energy and Manufacturing Workforce Training Programs...  

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

manufacturing related workforce training programs. Funded by the National Science Foundation, the Department of Labor and the Department of Energy these programs provide...

54

Workforce Analysis and Staffing | Department of Energy  

Office of Environmental Management (EM)

Memo, Template & Workforce Analysis Guidance for FR, SSO, STSM & TQP Calendar Year 2013 Calendar Year 2012 Calendar Year 2011 Calendar Year 2010 SSO Alternate Staffing...

55

Developing the New Bio-economy Workforce  

Energy.gov (U.S. Department of Energy (DOE))

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

56

Workforce Retention Work Group | Department of Energy  

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

skilled workforce retention; health, safety and productivity; and especially preventive health care. Inform and support improvement andor development of wellness, fitness, and...

57

Energy Department Launches Better Buildings Workforce Guidelines...  

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

energy-related jobs: Energy Auditor, Commissioning Professional, BuildingStationary Engineer, Facility Manager, and Energy Manager. These voluntary workforce guidelines will...

58

An Assessment of the Current US Radiation Oncology Workforce: Methodology and Global Results of the American Society for Radiation Oncology 2012 Workforce Study  

SciTech Connect

Purpose: To determine the characteristics, needs, and concerns of the current radiation oncology workforce, evaluate best practices and opportunities for improving quality and safety, and assess what we can predict about the future workforce. Methods and Materials: An online survey was distributed to 35,204 respondents from all segments of the radiation oncology workforce, including radiation oncologists, residents, medical dosimetrists, radiation therapists, medical physicists, nurse practitioners, nurses, physician assistants, and practice managers/administrators. The survey was disseminated by the American Society for Radiation Oncology (ASTRO) together with specialty societies representing other workforce segments. An overview of the methods and global results is presented in this paper. Results: A total of 6765 completed surveys were received, a response rate of 19%, and the final analysis included 5257 respondents. Three-quarters of the radiation oncologists, residents, and physicists who responded were male, in contrast to the other segments in which two-thirds or more were female. The majority of respondents (58%) indicated they were hospital-based, whereas 40% practiced in a free-standing/satellite clinic and 2% in another setting. Among the practices represented in the survey, 21.5% were academic, 25.2% were hospital, and 53.3% were private. A perceived oversupply of professionals relative to demand was reported by the physicist, dosimetrist, and radiation therapist segments. An undersupply was perceived by physician's assistants, nurse practitioners, and nurses. The supply of radiation oncologists and residents was considered balanced. Conclusions: This survey was unique as it attempted to comprehensively assess the radiation oncology workforce by directly surveying each segment. The results suggest there is potential to improve the diversity of the workforce and optimize the supply of the workforce segments. The survey also provides a benchmark for future studies, as many changes in the healthcare field exert pressure on the workforce.

Vichare, Anushree; Washington, Raynard; Patton, Caroline; Arnone, Anna [ASTRO, Fairfax, Virginia (United States); Olsen, Christine [Massachusetts General Hospital, Boston, Massachusetts, (United States); Fung, Claire Y. [Commonwealth Newburyport Cancer Center, Newburyport, Massachusetts (United States); Hopkins, Shane [William R. Bliss Cancer Center, Ames, Iowa (United States); Pohar, Surjeet, E-mail: spohar@netzero.net [Indiana University Health Cancer Center East, Indiana University, Indianapolis, Indiana (United States)

2013-12-01T23:59:59.000Z

59

SPECIAL CONSULTANT PAYMENT Workforce Planning | 408-924-2250  

E-Print Network (OSTI)

SPECIAL CONSULTANT PAYMENT Workforce Planning | 408-924-2250 HR: 3/4/2013 Instructions After Faculty Affairs Approval: Date: Workforce Planning Approval: Date: #12;

Eirinaki, Magdalini

60

February 2013 FPD + Acquisition Workforce News | Department of...  

Energy Savers (EERE)

February 2013 FPD + Acquisition Workforce News February 2013 FPD + Acquisition Workforce News February 2013 newsletter.pub.pdf More Documents & Publications Microsoft Word -...

Note: This page contains sample records for the topic "total workforce gender" from the National Library of EnergyBeta (NLEBeta).
While these samples are representative of the content of NLEBeta,
they are not comprehensive nor are they the most current set.
We encourage you to perform a real-time search of NLEBeta
to obtain the most current and comprehensive results.


61

Step 5: Ensure That Your Workforce Is Trained, Certified, and...  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Your Workforce Is Trained, Certified, and Equipped All members of a building energy efficiency workforce will require some training, whether it is continuing technical education...

62

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

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

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...

63

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

Office of Environmental Management (EM)

1 Annual Workforce Analysis and Staffing Plan Report - Oak Ridge Office 2011 Annual Workforce Analysis and Staffing Plan Report - Oak Ridge Office Managers perform an annual...

64

2013 Annual Workforce Analysis and Staffing Plan Report - Office...  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

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

65

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

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

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

66

Expanding Educational Opportunities for the Wind Energy Workforce...  

Energy Savers (EERE)

Expanding Educational Opportunities for the Wind Energy Workforce Expanding Educational Opportunities for the Wind Energy Workforce April 11, 2013 - 12:00am Addthis The University...

67

Better Buildings Workforce Overview - 2014 BTO Peer Review |...  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Workforce Overview - 2014 BTO Peer Review Better Buildings Workforce Overview - 2014 BTO Peer Review Presenter: Benjamin Goldstein, U.S. Department of Energy This presentation at...

68

Sustainability Assessment of Workforce Well-Being and Mission...  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Sustainability Assessment of Workforce Well-Being and Mission Readiness Sustainability Assessment of Workforce Well-Being and Mission Readiness Presentation by Dr. Jodi Jacobsen,...

69

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

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

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

70

John J. Heldrich Center for Workforce Development  

E-Print Network (OSTI)

SOLUTIONS AT WORK 2012 Annual Report John J. Heldrich Center for Workforce Development Rutgers, The State University of New Jersey Edward J. Bloustein School of Planning and Public Policy #12;John J. Heldrich Center for Workforce Development · www.heldrich.rutgers.edu Annual Report 2012 2 3 The John J

Garfunkel, Eric

71

Power and Energy Engineering Workforce Collaborative  

E-Print Network (OSTI)

-line career service began Sep. 2007 ­ To help address emerging engineering workforce challenges ­ As a service ­ Registrations: 325 students from about 80 institutions, 100 employers (engineering services, manufacturing1 Power and Energy Engineering Workforce Collaborative NERC Webinar July 8, 2008 #12;22 Overview

72

Energy Efficiency Services Sector: Workforce Size and Expectations for Growth  

E-Print Network (OSTI)

Workforce data for 2008 provided by 23 interviewed program implementation contractors and 11 efficiency program planning

Goldman, Charles

2010-01-01T23:59:59.000Z

73

Status and EAC Recommendations for Electricity Delivery Workforce (September 2014)  

Energy.gov (U.S. Department of Energy (DOE))

Status and recommendations presented at the September 2014 meeting for Electricity Delivery Workforce (September 2014)

74

Workforce Management Office | Department of Energy  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Workforce Management Office Workforce Management Office Workforce Management Office The Office of Business Services 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 solutions." Our Value Proposition We sustain functional performance by driving existing and creating new systemwide policies, processes and business solutions for a broad range of mission drivers including human capital, corporate learning, performance, logistics, diversity, acquisitions and corporate services.

75

Workforce Retention Accomplishments Presentation - Sustainability Assessment of Workforce Well-Being and Mission Readiness  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Sustainability Assessment of Workforce Sustainability Assessment of Workforce Well-Being and Mission Readiness Jodi M. Jacobson, Ph.D., University of Maryland 2 Illness and Injury Lost Work Time Generational Divide Recruitment & Retention Competition Retirement & Aging Workforce Health & Well-Being Stress Depression & Anxiety Budget Cuts Technology Talent Management Work/Life Balance Safety Accountability Security Leadership Development Workforce Sustainability Chronic Health Conditions Globalization Critical Skills Shortage Job Skill Re-Alignment Job Transitioning Healthcare Costs YOU ARE NOT ALONE! 3 Indirect Costs  "You can"t manage what you can"t measure" (Dr. Ron Goetzel, Director, Institute for Health & Productivity Studies, Cornell University)

76

Workforce 20/20 (North Dakota)  

Energy.gov (U.S. Department of Energy (DOE))

Workforce 20/20 a state funded program that assists employers who provide retraining and upgrade training to support the introduction of new technologies and work methods into the workplace. The...

77

California Green Workforce Education and Training  

NLE Websites -- All DOE Office Websites (Extended Search)

California Green Workforce Education and Training California Green Workforce Education and Training Speaker(s): Carol Zabin Ellen Rose Avis Jessica Halpern-Finnerty Date: September 30, 2011 - 12:00pm Location: 90-1099 Seminar Host/Point of Contact: Caroline Hutchinson The Don Vial Center on Employment in the Green Economy recently completed a year-long study for the CPUC which looked at the labor demand and workforce training infrastructure for jobs in energy efficiency and related sectors in California. The study was mandated in the state's Long Term Energy Efficiency Strategic plan to provide recommendations to the CPUC and other agencies on the workforce strategies needed to achieve the state's ambitious energy efficiency goals. This presentation will outline some of the key findings of our research, and then present a proposal we have

78

Presentation to the EAC - Center for Energy Workforce Development - Ann Randazzo  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

CEWD Mission CEWD Mission Build the alliances, processes, and tools to develop tomorrow's energy workforce Career Awareness Education Workforce Planning and Metrics Structure and Support Industry Solutions - Regional Implementation Total Industry Jobs have decreased since last survey 2 2007 Jobs 2008 Jobs 2009 Jobs 2010 Jobs 2011 Jobs Series1 519,744 530,928 536,716 527,931 525,517 510,000 515,000 520,000 525,000 530,000 535,000 540,000 Total Jobs for Electric and Natural Gas NAICS Codes Electric and Natural Gas Utility Jobs 0 10000 20000 30000 40000 50000 60000 2011 Jobs Half of all the Electric and Natural Gas Utility Jobs are in 9 States 62 % of the workforce may need to be replaced in the next 10 years Retained 38% 5 year Non- Retirement Attrition 18% Retirement Ready Now 9%

79

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

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Workforce Analysis and Planning Division (HC-52) 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 Department and from external oversight agencies. Analyzes and evaluates workforce plans, employment trends, budget development and implementation, Departmental studies and human capital assessment systems. Develops staffing targets and tracks staffing management throughout the Department to identify needs for new or changing

80

Energy Department Launches Better Buildings Workforce Guidelines Project |  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Better Buildings Workforce Guidelines 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 Manager, and Energy Manager. These voluntary workforce guidelines will support the Better Buildings Initiative goal of making commercial buildings 20% more energy efficient over the next 10 years, while helping businesses and communities save money by saving energy and creating new clean energy jobs across the country.

Note: This page contains sample records for the topic "total workforce gender" from the National Library of EnergyBeta (NLEBeta).
While these samples are representative of the content of NLEBeta,
they are not comprehensive nor are they the most current set.
We encourage you to perform a real-time search of NLEBeta
to obtain the most current and comprehensive results.


81

Project Information Form Project Title Impact of Legislative Mandates on Transportation Workforce Capacity  

E-Print Network (OSTI)

or organization) DOT $95,000 Total Project Cost $95,000 Agency ID or Contract Number DTRT13-G-UTC29 Start and EndProject Information Form Project Title Impact of Legislative Mandates on Transportation Workforce Dates August 1, 2014 to July 31, 2015 Brief Description of Research Project The transportation industry

California at Davis, University of

82

Portland Diversifying Weatherization Workforce | Department of Energy  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Diversifying Weatherization Workforce Diversifying Weatherization Workforce Portland Diversifying Weatherization Workforce May 6, 2010 - 4:45pm Addthis Stephen Graff Former Writer & editor for Energy Empowers, EERE As Recovery Act funds started flowing towards businesses in Oregon last year, stakeholders in Portland wanted to make sure some of the money landed in the hands of women, minorities and other underrepresented groups. A diverse group in itself, the stakeholders-made up of city officials, labor unions, civil rights organizations, nonprofits, faith-based organizations and contractors-signed the agreement as the Clean Energy Works Portland program got underway. The agreement ensures that those in disadvantaged communities have access to some of the weatherization jobs stemming from the pilot phase, which has almost 500 homes receiving

83

Wind Workforce Development | Open Energy Information  

Open Energy Info (EERE)

Workforce Development Workforce Development Jump to: navigation, search Photo from Casey Joyce, RMT Inc., NREL 24542 If the wind industry and nation wish to capitalize on industry growth, reversing current educational trends away from science, engineering, and technical skills must be achieved.[1] The following resources explore this topic. Resources Baring-Gould, I.; Kelly, M. (2010). Wind Energy Workforce Development: A Roadmap to a Sustainable Wind Industry. National Renewable Energy Laboratory. Accessed August 26, 2013. This poster provides an overview of the educational infrastructure and expected industry needs through a discussion of the activities to train workers while addressing issues for each of the education sectors, leading to the development of an educational infrastructure to support wind

84

Application Review Evaluation Workforce Planning | 408-924-2250  

E-Print Network (OSTI)

Application Review Evaluation Workforce Planning | 408-924-2250 HR: 5/2/2013 Instructions: Fill out one form for each application referred by Workforce Planning. Use the pre-approved screening criteria

Eirinaki, Magdalini

85

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

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

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...

86

Strengthening the Workforce in Better Buildings Neighborhoods (Text Version)  

Energy.gov (U.S. Department of Energy (DOE))

Below is a text version of the Better Buildings Neighborhood Program "Strengthening the Workforce in Better Buildings Neighborhoods" video.

87

Creating Efficiencies in Last Mile Delivery through Workforce  

E-Print Network (OSTI)

objectives · Extend the planning horizon to achieve more efficiency · Discuss general trends in workforceCreating Efficiencies in Last Mile Delivery through Workforce Management Maciek Nowak Associate workforce management and its advantages · Discuss new research looking to expand the customer service

Bustamante, Fabián E.

88

ESSENTIAL DUTIES & RESPONSIBILITIES Workforce Planning | 408-924-2250  

E-Print Network (OSTI)

ESSENTIAL DUTIES & RESPONSIBILITIES CHECKLIST Workforce Planning | 408-924-2250 HR: 07 of the requested position, and submit to Workforce Planning with other required material. General Information & RESPONSIBILITIES CHECKLIST Workforce Planning | 408-924-2250 HR: 07/01/08 Assists students with add/drop forms

Eirinaki, Magdalini

89

Creating an adaptable workforce: important implications for CIOs  

E-Print Network (OSTI)

talent Planning for leadership succession Fostering workforce adaptability Unquestionably, to winMarch 2008 Creating an adaptable workforce: important implications for CIOs #12;Creating an adaptable workforce: important implications for CIOs Page 2 Contents 2 Introduction 3 The IBM Global Human

90

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

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Workforce Training Case Study 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 workforce. The current labor force is aging; a considerable number of the most knowledgeable workers are headed toward retirement. Furthermore, even the most experienced workers often lack the updated skills and training needed to successfully support the

91

Strengthening the Workforce in Better Buildings Neighborhoods  

SciTech Connect

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.

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

2012-01-01T23:59:59.000Z

92

MATERIALS EDUCATION FOR THE CENTURY WORKFORCE  

E-Print Network (OSTI)

MATERIALS EDUCATION FOR THE 21ST CENTURY WORKFORCE The 18th Biennial Conference on National of Maryland Vice President, Federation of Materials Societies 8:30AM Introduction to Materials Mini-Camp for High School Students and Teachers (camp will continue throughout the day) Chuck Hayes, ASM Materials

Rubloff, Gary W.

93

"BUILDING AN INCLUSIVE WORKFORCE" Ensuring Equal  

E-Print Network (OSTI)

"BUILDING AN INCLUSIVE WORKFORCE" Ensuring Equal Opportunities to Employees with Disabilities Administration Building, Rm 114 San José, CA 95129-0168 408-924-6003 (voice) 408-924-5900 (TTY) 408-924-4358 (fax) earc@drc.sjsu.edu #12;Employment Accommodations Resource Center (EARC) w w w. e a r c . s j s u . e d u

Su, Xiao

94

Workforce Statistics - NA-30 | National Nuclear Security Administration  

National Nuclear Security Administration (NNSA)

NA-30 | National Nuclear Security Administration NA-30 | National Nuclear Security Administration Our Mission Managing the Stockpile Preventing Proliferation Powering the Nuclear Navy Emergency Response Recapitalizing Our Infrastructure Continuing Management Reform Countering Nuclear Terrorism About Us Our Programs Our History Who We Are Our Leadership Our Locations Budget Our Operations Media Room Congressional Testimony Fact Sheets Newsletters Press Releases Speeches Events Social Media Video Gallery Photo Gallery NNSA Archive Federal Employment Apply for Our Jobs Our Jobs Working at NNSA Blog Workforce Statistics - NA-30 Home > About Us > Our Operations > Management and Budget > Office of Civil Rights > Workforce Statistics > Workforce Statistics - NA-30 Workforce Statistics - NA-30 Workforce Statistics - Naval Reactors

95

Workforce Turnover at Local Health Departments: Nature, Characteristics, and Implications  

Science Journals Connector (OSTI)

Background Employee turnover, defined as total separations from employment, is expensive, can result in lost capacity, and can limit local health departments (LHDs) ability to respond to public health needs. Despite the importance of workforce capacity in public health, little is known about workforce turnover in LHDs. Purpose To examine the extent to which \\{LHDs\\} experience turnover and identify LHD characteristics that are associated with turnover. Methods A cross-sectional data set of employee turnover and LHD characteristics from the 2013 National Profile of \\{LHDs\\} was analyzed. Descriptive statistics and bivariate analyses were conducted in 2014 on turnover rates. The effect of the following LHD characteristics on turnover rates were examined: population size, governance type, degree of urbanization, top executive experience level, expenditures per capita, and LHD budget cuts. Results In 2013, \\{LHDs\\} experienced a mean turnover rate of 9.88%; approximately one third of turnover was due to retirements. \\{LHDs\\} with shared state and local governance experienced a higher turnover rate than \\{LHDs\\} with exclusive state or local governance. \\{LHDs\\} that are units of state agencies had a significantly higher retirement rate than those governed by local authorities. Top executive experience level, per capita expenditures, and LHD budget cuts were also related to turnover rates. Conclusions \\{LHDs\\} experienced a lower overall turnover rate than state health departments in 2011 and lower than all local and state government agencies in 2012. Strengthening leadership skills of new top executives and ensuring adequate funding may reduce turnover in LHDs.

Sarah J. Newman; Jiali Ye; Carolyn J. Leep

2014-01-01T23:59:59.000Z

96

2010 Workforce Analysis and Staffing Plan Report Memo, Guidance and  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

0 Workforce Analysis and Staffing Plan Report Memo, Guidance and 0 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 analysis process continues to cover technical capability needs to address defense nuclear facility and related operational hazards. Memo and Workforce Analysis Guidance for FR, SSO, STSM & TQP Template-2010.docx Description TEMPLATE More Documents & Publications 2010 Annual Workforce Analysis and Staffing Plan Report - Carlsbad Field

97

Power Jobs: The Smart Grid Workforce | Department of Energy  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Power Jobs: The Smart Grid Workforce 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 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.

98

Power Jobs: The Smart Grid Workforce | Department of Energy  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Power Jobs: The Smart Grid Workforce 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 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.

99

Strengthening America's Energy Future through Education and Workforce  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Strengthening America's Energy Future through Education and Strengthening America's Energy Future through Education and Workforce Development Strengthening America's Energy Future through Education and Workforce Development August 11, 2010 - 10:04am Addthis Dr. Kristina Johnson What does this mean for me? Of the current energy utility workforce, 40-60 percent could be eligible to retire by 2012. A shortage of training and skills is "a leading barrier to renewable energy and energy-efficiency growth." The Department has a record of supporting education and workforce development. To have a strong clean energy revolution we need to have a strong energy workforce. Maintaining our strong energy workforce is a priority motivator in the "Energy Education and Workforce Development Request for Information" (RFI) that was released late last week. Reports like this

100

2011 Workforce Analysis and Staffing Plan Report Memo, Guidance and  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

1 Workforce Analysis and Staffing Plan Report Memo, Guidance and 1 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 analysis process continues to cover technical capability needs to address defense nuclear facility and related operational hazards. Memo and Workforce Analysis Guidance for FR, SSO, STSM & TQP Template-2011.docx Description TEMPLATE More Documents & Publications 2012 Workforce Analysis and Staffing Plan Report Memo, Guidance and

Note: This page contains sample records for the topic "total workforce gender" from the National Library of EnergyBeta (NLEBeta).
While these samples are representative of the content of NLEBeta,
they are not comprehensive nor are they the most current set.
We encourage you to perform a real-time search of NLEBeta
to obtain the most current and comprehensive results.


101

2012 Workforce Analysis and Staffing Plan Report Memo, Guidance and  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Workforce Analysis and Staffing Plan Report Memo, Guidance and 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 analysis process continues to cover technical capability needs to address defense nuclear facility and related operational hazards. Memo and Workforce Analysis Guidance for FR, SSO, STSM & TQP Template-2012.docx Description TEMPLATE More Documents & Publications 2010 Workforce Analysis and Staffing Plan Report Memo, Guidance and

102

2013 Workforce Analysis and Staffing Plan Report Memo, Guidance and  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

3 Workforce Analysis and Staffing Plan Report Memo, Guidance and 3 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 analysis process continues to cover technical capability needs to address defense nuclear facility and related operational hazards. Memo and Workforce Analysis Guidance for FR, SSO, STSM & TQP Template-2013.docx Description TEMPLATE More Documents & Publications 2012 Workforce Analysis and Staffing Plan Report Memo, Guidance and

103

2011 Annual Workforce Analysis and Staffing Plan Report - NNSA HQ |  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

2011 Annual Workforce Analysis and Staffing Plan Report - NNSA HQ 2011 Annual Workforce Analysis and Staffing Plan Report - NNSA HQ 2011 Annual Workforce Analysis and Staffing Plan Report - NNSA HQ 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. Individual site summaries developed at the end of each year are a basis for DOE Federal Technical Capability Panel reporting to the Secretary of Energy summarizing DOE's federal technical capabilities for defense nuclear facility safety assurance. 2011 Annual Workforce Analysis and Staffing Plan Report - NA-SH

104

2012 Annual Workforce Analysis and Staffing Plan Report - NNSA HQ |  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Annual Workforce Analysis and Staffing Plan Report - NNSA HQ Annual Workforce Analysis and Staffing Plan Report - NNSA HQ 2012 Annual Workforce Analysis and Staffing Plan Report - NNSA HQ 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. Individual site summaries developed at the end of each year are a basis for DOE Federal Technical Capability Panel reporting to the Secretary of Energy summarizing DOE's federal technical capabilities for defense nuclear facility safety assurance. 2012 Annual Workforce Analysis and Staffing Plan Report - NA-SH

105

Workforce Transition Modeling Environment user`s guide  

SciTech Connect

The Pacific Northwest Laboratory (PNL) was tasked by the US Department of Energy Albuquerque Field Office (DOE-AL) to develop a workforce assessment and transition planning tool to support integrated decision making at a single DOE installation. The planning tool permits coordinated, integrated workforce planning to manage growth, decline, or transition within a DOE installation. The tool enhances the links and provides commonality between strategic, programmatic, and operations planners and human resources. Successful development and subsequent complex-wide implementation of the model also will facilitate planning at the national level by enforcing a consistent format on data that are now collected by installations in corporate-specific formats that are not amenable to national-level analyses. The workforce assessment and transition planning tool, the Workforce Transition Modeling Environment (WFTME), consists of two components: the Workforce Transition Model and the Workforce Budget Constraint Model. The Workforce Transition Model, the preponderant of the two, assists decision makers identify and evaluate alternatives for transitioning the current workforce to meet the skills required to support projected workforce requirements. The Workforce Budget Constraint Model helps estimate the number of personnel that will be affected by a given workforce budget increase or decrease and assists in identifying how the corresponding hirings or layoffs should be distributed across the Common Occupation Classification System (COCS) occupations. This user`s guide describes the use and operation of the WFTME. This includes the functions of modifying data and running models, interpreting output reports, and an approach for using the WFTME to evaluate various workforce transition scenarios.

Stahlman, E.J.; Oens, M.A.; Lewis, R.E.

1993-10-01T23:59:59.000Z

106

2011 Annual Workforce Analysis and Staffing Plan Report - EM Consolidated  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

EM EM Consolidated Business Center 2011 Annual Workforce Analysis and Staffing Plan Report - EM Consolidated Business Center 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. Individual site summaries developed at the end of each year are a basis for DOE Federal Technical Capability Panel reporting to the Secretary of Energy summarizing DOE's federal technical capabilities for defense nuclear facility safety assurance. 2011 Annual Workforce Analysis and Staffing Plan Report - EMCBC

107

2011 Annual Workforce Analysis and Staffing Plan Report - Richland  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Richland Richland Operations Office 2011 Annual Workforce Analysis and Staffing Plan Report - Richland Operations 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. Individual site summaries developed at the end of each year are a basis for DOE Federal Technical Capability Panel reporting to the Secretary of Energy summarizing DOE's federal technical capabilities for defense nuclear facility safety assurance. 2011 Annual Workforce Analysis and Staffing Plan Report - RL

108

2010 Annual Workforce Analysis and Staffing Plan Report - EM Consolidated  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

EM EM Consolidated Business Center 2010 Annual Workforce Analysis and Staffing Plan Report - EM Consolidated Business Center 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. Individual site summaries developed at the end of each year are a basis for DOE Federal Technical Capability Panel reporting to the Secretary of Energy summarizing DOE's federal technical capabilities for defense nuclear facility safety assurance. 2010 Annual Workforce Analysis and Staffing Plan Report - EMCBC

109

Workforce Statistics - Sandia Field Office | National Nuclear Security  

National Nuclear Security Administration (NNSA)

Sandia Field Office | National Nuclear Security Sandia Field Office | National Nuclear Security Administration Our Mission Managing the Stockpile Preventing Proliferation Powering the Nuclear Navy Emergency Response Recapitalizing Our Infrastructure Continuing Management Reform Countering Nuclear Terrorism About Us Our Programs Our History Who We Are Our Leadership Our Locations Budget Our Operations Media Room Congressional Testimony Fact Sheets Newsletters Press Releases Speeches Events Social Media Video Gallery Photo Gallery NNSA Archive Federal Employment Apply for Our Jobs Our Jobs Working at NNSA Blog Workforce Statistics - Sandia Field Office Home > About Us > Our Operations > Management and Budget > Office of Civil Rights > Workforce Statistics > Workforce Statistics - Sandia Field Office Workforce Statistics - Sandia Field Office

110

Workforce Statistics - Pantex Field Office | National Nuclear Security  

National Nuclear Security Administration (NNSA)

Pantex Field Office | National Nuclear Security Pantex Field Office | National Nuclear Security Administration Our Mission Managing the Stockpile Preventing Proliferation Powering the Nuclear Navy Emergency Response Recapitalizing Our Infrastructure Continuing Management Reform Countering Nuclear Terrorism About Us Our Programs Our History Who We Are Our Leadership Our Locations Budget Our Operations Media Room Congressional Testimony Fact Sheets Newsletters Press Releases Speeches Events Social Media Video Gallery Photo Gallery NNSA Archive Federal Employment Apply for Our Jobs Our Jobs Working at NNSA Blog Workforce Statistics - Pantex Field Office Home > About Us > Our Operations > Management and Budget > Office of Civil Rights > Workforce Statistics > Workforce Statistics - Pantex Field Office Workforce Statistics - Pantex Field Office

111

Workforce Statistics - NA 1 | National Nuclear Security Administration  

National Nuclear Security Administration (NNSA)

| National Nuclear Security Administration | National Nuclear Security Administration Our Mission Managing the Stockpile Preventing Proliferation Powering the Nuclear Navy Emergency Response Recapitalizing Our Infrastructure Continuing Management Reform Countering Nuclear Terrorism About Us Our Programs Our History Who We Are Our Leadership Our Locations Budget Our Operations Media Room Congressional Testimony Fact Sheets Newsletters Press Releases Speeches Events Social Media Video Gallery Photo Gallery NNSA Archive Federal Employment Apply for Our Jobs Our Jobs Working at NNSA Blog Workforce Statistics - NA 1 Home > About Us > Our Operations > Management and Budget > Office of Civil Rights > Workforce Statistics > Workforce Statistics - NA 1 Workforce Statistics - NA 1 NA 1 FY12 NA 1 Semi Annual Report

112

Workforce Statistics - Livermore Field Office | National Nuclear Security  

National Nuclear Security Administration (NNSA)

Livermore Field Office | National Nuclear Security Livermore Field Office | National Nuclear Security Administration Our Mission Managing the Stockpile Preventing Proliferation Powering the Nuclear Navy Emergency Response Recapitalizing Our Infrastructure Continuing Management Reform Countering Nuclear Terrorism About Us Our Programs Our History Who We Are Our Leadership Our Locations Budget Our Operations Media Room Congressional Testimony Fact Sheets Newsletters Press Releases Speeches Events Social Media Video Gallery Photo Gallery NNSA Archive Federal Employment Apply for Our Jobs Our Jobs Working at NNSA Blog Workforce Statistics - Livermore Field Office Home > About Us > Our Operations > Management and Budget > Office of Civil Rights > Workforce Statistics > Workforce Statistics - Livermore Field Office Workforce Statistics - Livermore Field Office

113

Workforce Statistics - Nevada Field Office | National Nuclear Security  

National Nuclear Security Administration (NNSA)

Nevada Field Office | National Nuclear Security Nevada Field Office | National Nuclear Security Administration Our Mission Managing the Stockpile Preventing Proliferation Powering the Nuclear Navy Emergency Response Recapitalizing Our Infrastructure Continuing Management Reform Countering Nuclear Terrorism About Us Our Programs Our History Who We Are Our Leadership Our Locations Budget Our Operations Media Room Congressional Testimony Fact Sheets Newsletters Press Releases Speeches Events Social Media Video Gallery Photo Gallery NNSA Archive Federal Employment Apply for Our Jobs Our Jobs Working at NNSA Blog Workforce Statistics - Nevada Field Office Home > About Us > Our Operations > Management and Budget > Office of Civil Rights > Workforce Statistics > Workforce Statistics - Nevada Field Office Workforce Statistics - Nevada Field Office

114

2012 Annual Workforce Analysis and Staffing Plan Report - EM Consolidated  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

EM EM Consolidated Business Center 2012 Annual Workforce Analysis and Staffing Plan Report - EM Consolidated Business Center 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. Individual site summaries developed at the end of each year are a basis for DOE Federal Technical Capability Panel reporting to the Secretary of Energy summarizing DOE's federal technical capabilities for defense nuclear facility safety assurance. 2012 Annual Workforce Analysis and Staffing Plan Report - EMCBC

115

2012 Annual Workforce Analysis and Staffing Plan Report - TEMPLATE  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

for its Major System Acquisitions, including MOX, and is still developing strategic workforce planning for how it will fill staffing needs (e.g. federal versus support...

116

Strengthening America's Energy Future through Education and Workforce...  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

shortage of training and skills is "a leading barrier to renewable energy and energy-efficiency growth." The Department has a record of supporting education and workforce...

117

2014 Annual Workforce Analysis and Staffing Plan Report - DOE...  

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

workforce, addressing the health effects legacy of the Nation's nuclear weapons program, and conducting national and international health studies. * Minimizing DOE's...

118

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

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

Oak Ridge Office of Environmental Management 2012 Annual Workforce Analysis and Staffing Plan Report - Oak Ridge Office of Environmental Management Managers perform an annual...

119

EPA Environmental Workforce Development and Job Training Grants...  

NLE Websites -- All DOE Office Websites (Extended Search)

to deliver environmental workforce development and job training programs that recruit, train, and place local, unemployed and under-employed residents with the skills needed to...

120

Weatherization and Workforce Guidelines for Home Energy Upgrades...  

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

for Home Energy Upgrades Fact Sheet Weatherization and Workforce Guidelines for Home Energy Upgrades Fact Sheet This fact sheet provides essential information about the 2011...

Note: This page contains sample records for the topic "total workforce gender" from the National Library of EnergyBeta (NLEBeta).
While these samples are representative of the content of NLEBeta,
they are not comprehensive nor are they the most current set.
We encourage you to perform a real-time search of NLEBeta
to obtain the most current and comprehensive results.


121

Energy Efficiency Services Sector: Workforce Size and Expectations for Growth  

E-Print Network (OSTI)

through EERE ..37ARRA BLS Btu CEE DHHS DOE EE EERE EESS EIA ESCO FERC FTE FYObtained 2008 budget data from EERE Workforce data for 2008

Goldman, Charles

2010-01-01T23:59:59.000Z

122

Status and EAC Recommendations for Electricity Delivery Workforce...  

Office of Environmental Management (EM)

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...

123

Step 7: Motivate Your Workforce for Continuous Improvement |...  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Your Workforce for Continuous Improvement Both program administrators and local building energy professionals are interested in delivering high-quality services to customers,...

124

ORAU: Science Education and Workforce Development fact sheet  

NLE Websites -- All DOE Office Websites (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...

125

Energy Efficiency Services Sector: Workforce Education and Training Needs  

E-Print Network (OSTI)

Sustainable Energy Resource Management Community or Technical College EESS Workforce Educationsustainable energy field. This certificate will not provide an individual without prior education

Goldman, Charles A.

2010-01-01T23:59:59.000Z

126

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 Energy Manager - 2014 BTO Peer Review Presenter: Phil Coleman,...

127

Better Buildings: Workforce: Spotlight on Portland, Oregon: Making...  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

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

128

American Society for Radiation Oncology (ASTRO) 2012 Workforce Study: The Radiation Oncologists' and Residents' Perspectives  

SciTech Connect

Purpose: The American Society for Radiation Oncology (ASTRO) conducted the 2012 Radiation Oncology Workforce Survey to obtain an up-to-date picture of the workforce, assess its needs and concerns, and identify quality and safety improvement opportunities. The results pertaining to radiation oncologists (ROs) and residents (RORs) are presented here. Methods: The ASTRO Workforce Subcommittee, in collaboration with allied radiation oncology professional societies, conducted a survey study in early 2012. An online survey questionnaire was sent to all segments of the radiation oncology workforce. Respondents who were actively working were included in the analysis. This manuscript describes the data for ROs and RORs. Results: A total of 3618 ROs and 568 RORs were surveyed. The response rate for both groups was 29%, with 1047 RO and 165 ROR responses. Among ROs, the 2 most common racial groups were white (80%) and Asian (15%), and the male-to-female ratio was 2.85 (74% male). The median age of ROs was 51. ROs averaged 253.4 new patient consults in a year and 22.9 on-treatment patients. More than 86% of ROs reported being satisfied or very satisfied overall with their career. Close to half of ROs reported having burnout feelings. There was a trend toward more frequent burnout feelings with increasing numbers of new patient consults. ROs' top concerns were related to documentation, reimbursement, and patients' health insurance coverage. Ninety-five percent of ROs felt confident when implementing new technology. Fifty-one percent of ROs thought that the supply of ROs was balanced with demand, and 33% perceived an oversupply. Conclusions: This study provides a current snapshot of the 2012 radiation oncology physician workforce. There was a predominance of whites and men. Job satisfaction level was high. However a substantial fraction of ROs reported burnout feelings. Perceptions about supply and demand balance were mixed. ROs top concerns reflect areas of attention for the healthcare sector as a whole.

Pohar, Surjeet, E-mail: spohar@iuhealth.org [Indiana University Health East, Indianapolis, Indiana (United States); Fung, Claire Y. [Commonwealth Newburyport Cancer Center, Newburyport, Massachusetts (United States); Hopkins, Shane [William R. Bliss Cancer Center, Ames, Iowa (United States); Miller, Robert [Mayo Clinic, Rochester, Minnesota (United States); Azawi, Samar [VA Veteran Hospital/University of California Irvine, Newport Beach, California (United States); Arnone, Anna; Patton, Caroline [ASTRO, Fairfax, Virginia (United States); Olsen, Christine [Massachusetts General Hospital, Boston, Massachusetts (United States)

2013-12-01T23:59:59.000Z

129

Drilldown on African American Male Employment and Workforce Needs, prepared for the Milwaukee Area Workforce Investment Board by the University of Wisconsin-Milwaukee Employment and Training Institute  

E-Print Network (OSTI)

a valuable tool for workforce planning. This report for the Milwaukee Area Workforce Investment BoardDrilldown on African American Male Employment and Workforce Needs, prepared for the Milwaukee Area Workforce Investment Board by the University of Wisconsin-Milwaukee Employment and Training Institute 1

Saldin, Dilano

130

Microsoft Word - MA HCM Workforce Plan.doc  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

HUMAN CAPITAL HUMAN CAPITAL MANAGEMENT WORKFORCE PLAN September 2006 This page left blank intentionally. MA Workforce Plan - September 2006 TABLE OF CONTENTS Table of Contents ........................................................................................................................... i Executive Summary ...................................................................................................................... 1 1.0 Introduction.......................................................................................................................... 3 1.1 Mission and Business Vision .........................................................................................3 1.2 Human Capital Management Strategy ...........................................................................4

131

Energy Efficiency Services Sector: Workforce Education and Training Needs  

E-Print Network (OSTI)

were anticipating and planning for a growing workforce. Forand planning centers that emphasize education/training needed for energy efficiency program design and implementation. EESS Workforceand Planning and MIT Energy Initiative College/University National Association of Home Builders (NAHB) Green Building for Building Professionals Association EESS Workforce

Goldman, Charles A.

2010-01-01T23:59:59.000Z

132

Secretary Chu's Statement on Workforce Diversity | Department of Energy  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Statement on Workforce Diversity Statement on Workforce Diversity Secretary Chu's Statement on Workforce Diversity October 3, 2011 - 4:54pm Addthis Secretary Chu speaks with Lawrence Berkley National Laboratory employees. | Energy Image Secretary Chu speaks with Lawrence Berkley National Laboratory employees. | Energy Image Secretary Chu Secretary Chu Former Secretary of Energy On August 18, 2011, President Obama issued an Executive Order, "Establishing a Coordinated Government-wide Initiative to Promote Diversity and Inclusion in the Federal Workforce," directing Federal agencies to develop strategic plans to recruit and retain a more diverse workforce. It calls for the Office of Personnel Management, along with the Office of Management and Budget and the Equal Employment Opportunity

133

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

NLE Websites -- All DOE Office Websites (Extended Search)

Workforce Development 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 News & 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: sc.hep@science.doe.gov More Information » Benefits of HEP Workforce Development Print Text Size: A A A RSS Feeds FeedbackShare Page Particle physics has a profound influence on the workforce. Basic science is a magnet that attracts inquisitive and capable students. In particle physics, roughly one sixth of those completing Ph.D.s ultimately pursue

134

2010 Annual Workforce Analysis and Staffing Plan Report - Richland  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

2010 Annual Workforce Analysis and Staffing Plan Report - Richland 2010 Annual Workforce Analysis and Staffing Plan Report - Richland Operations Office 2010 Annual Workforce Analysis and Staffing Plan Report - Richland Operations 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. Individual site summaries developed at the end of each year are a basis for DOE Federal Technical Capability Panel reporting to the Secretary of Energy summarizing DOE's federal technical capabilities for defense nuclear facility safety assurance.

135

Training Changing Face of West Virginia's Workforce | Department of  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Changing Face of West Virginia's Workforce Changing Face of West Virginia's Workforce Training Changing Face of West Virginia's Workforce January 12, 2010 - 12:41pm Addthis Joshua DeLung West Virginia is wild and wonderful, known for its rushing whitewater, luscious valleys and John Denver's country roads. The state that powers 33 others and the District of Columbia is getting ready for the clean energy economy. New River Community and Technical College is training the workforce - and more trainers - in measures used to weatherize American homes. With 3,700 homes slated to be weatherized in West Virginia under the Recovery Act, educating enough trainers to teach the large workforce is a daunting challenge that its community colleges are eager to meet. West Virginia's stimulus funding is expected to spur green jobs and build

136

2011 Annual Workforce Analysis and Staffing Plan Report - Pacific Northwest  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

1 Annual Workforce Analysis and Staffing Plan Report - Pacific 1 Annual Workforce Analysis and Staffing Plan Report - Pacific Northwest Site Office 2011 Annual Workforce Analysis and Staffing Plan Report - Pacific Northwest 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. Individual site summaries developed at the end of each year are a basis for DOE Federal Technical Capability Panel reporting to the Secretary of Energy summarizing DOE's federal technical capabilities for defense nuclear facility safety assurance.

137

College of Learning and Workforce Development | Department of Energy  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Learning and Workforce Development Learning and Workforce Development College of Learning and Workforce Development College of Learning and Workforce Development Vision To be a Virtual, Transformational Learning Community. How will we achieve our vision? Through the innovative use of technology, we will create a learning community that promotes learning across the DOE enterprise. Through enabling technology, we will establish and grow a virtual learning community that mitigates geographic and organizational boundaries, where communication and learning can be facilitated by technology in real time, and learners can engage in collaborative, experiential learning via formal or informal groups. Mission The College of Learning and Workforce Deveopment's (CLWD) mission is to provide DOE employees with the necessary learning & development information

138

2012 Annual Workforce Analysis and Staffing Plan Report - Pacific Northwest  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

2 Annual Workforce Analysis and Staffing Plan Report - Pacific 2 Annual Workforce Analysis and Staffing Plan Report - Pacific Northwest Site Office 2012 Annual Workforce Analysis and Staffing Plan Report - Pacific Northwest 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. Individual site summaries developed at the end of each year are a basis for DOE Federal Technical Capability Panel reporting to the Secretary of Energy summarizing DOE's federal technical capabilities for defense nuclear facility safety assurance.

139

Federal Energy and Manufacturing Workforce Training Programs | Department  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Federal Energy and Manufacturing Workforce Training Programs Federal Energy and Manufacturing Workforce Training Programs Federal Energy and Manufacturing Workforce Training Programs Four panel image showing various energy jobs. Energy & Manufacturing Workforce Training Topics List Version 1.2 (11.02.13) The National Science Foundation, the Department of Labor and the Department of Energy have programs that support training for jobs in energy and manufacturing related workforce training programs. The link above provides a searchable list of the training programs in these areas showing the subjects being taught, grantee, project title, and state. In some cases the list also shows the certificates provided by the courses. The list is still a work in progress and will be updated as more information is obtained. It may contain incomplete information,

140

Secretary Chu's Statement on Workforce Diversity | Department of Energy  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Secretary Chu's Statement on Workforce Diversity Secretary Chu's Statement on Workforce Diversity Secretary Chu's Statement on Workforce Diversity October 3, 2011 - 4:54pm Addthis Secretary Chu speaks with Lawrence Berkley National Laboratory employees. | Energy Image Secretary Chu speaks with Lawrence Berkley National Laboratory employees. | Energy Image Secretary Chu Secretary Chu Former Secretary of Energy On August 18, 2011, President Obama issued an Executive Order, "Establishing a Coordinated Government-wide Initiative to Promote Diversity and Inclusion in the Federal Workforce," directing Federal agencies to develop strategic plans to recruit and retain a more diverse workforce. It calls for the Office of Personnel Management, along with the Office of Management and Budget and the Equal Employment Opportunity

Note: This page contains sample records for the topic "total workforce gender" from the National Library of EnergyBeta (NLEBeta).
While these samples are representative of the content of NLEBeta,
they are not comprehensive nor are they the most current set.
We encourage you to perform a real-time search of NLEBeta
to obtain the most current and comprehensive results.


141

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

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Tomorrow's Smart Grid Workforce Today 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 workforce development funding. | Photo courtesy of Office of Electricity Delivery and Energy Reliability. Gilbert Bindewald Project Manager, Office of Electricity Delivery and Energy Reliability What are the students saying? "This was great. Now I believe I do have a successful opportunity

142

2010 Annual Workforce Analysis and Staffing Plan Report - Pacific Northwest  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

0 Annual Workforce Analysis and Staffing Plan Report - Pacific 0 Annual Workforce Analysis and Staffing Plan Report - Pacific Northwest Site Office 2010 Annual Workforce Analysis and Staffing Plan Report - Pacific Northwest 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. Individual site summaries developed at the end of each year are a basis for DOE Federal Technical Capability Panel reporting to the Secretary of Energy summarizing DOE's federal technical capabilities for defense nuclear facility safety assurance.

143

2012 Annual Workforce Analysis and Staffing Plan Report - Richland  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

2 Annual Workforce Analysis and Staffing Plan Report - Richland 2 Annual Workforce Analysis and Staffing Plan Report - Richland Operations Office 2012 Annual Workforce Analysis and Staffing Plan Report - Richland Operations 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. Individual site summaries developed at the end of each year are a basis for DOE Federal Technical Capability Panel reporting to the Secretary of Energy summarizing DOE's federal technical capabilities for defense nuclear facility safety assurance.

144

Training Changing Face of West Virginia's Workforce | Department of  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Training Changing Face of West Virginia's Workforce Training Changing Face of West Virginia's Workforce Training Changing Face of West Virginia's Workforce January 12, 2010 - 12:41pm Addthis Joshua DeLung West Virginia is wild and wonderful, known for its rushing whitewater, luscious valleys and John Denver's country roads. The state that powers 33 others and the District of Columbia is getting ready for the clean energy economy. New River Community and Technical College is training the workforce - and more trainers - in measures used to weatherize American homes. With 3,700 homes slated to be weatherized in West Virginia under the Recovery Act, educating enough trainers to teach the large workforce is a daunting challenge that its community colleges are eager to meet. West Virginia's stimulus funding is expected to spur green jobs and build

145

Towards an Integrated Workforce Management System Dario Landa-Silva Arturo Castillo Leslie  

E-Print Network (OSTI)

and planning, HR administration, workforce analytics, etc. The company aims to offer a workforce managementPATAT 2010 Towards an Integrated Workforce Management System Dario Landa-Silva · Arturo Castillo · Leslie Bowie · Hazel Johnston Received: 30 May 2010 Abstract We describe progress towards a workforce

Landa-Silva, Dario

146

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

Energy.gov (U.S. Department of Energy (DOE))

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

147

2012 Annual Workforce Analysis and Staffing Plan Report - EM HQ  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

13 13 MEMORANDUM FOR KAREN L. BOARDMAN CHAIRPERSON FEDERAL TECHNICAL CAPABILITY PANEL FROM: MATTHEW B. Mouf h i DEPUTY ASSISTANT SE ARY FOR SUBJECT: SAFETY, SECURITY, AND QUALITY ENVIRONMENTAL MANAGEMENT Annual Workforce Analysis and Staffing Plan Report for Environmental Management The Office of Environmental Management performed a technical workforce analysis per Department of Energy Order 426.1, Federal Technical Capability Order, and your memorandum of October 24, 2012, "Annual Workforce Analysis and Staffing Plan Report of Calendar Year 2012." A summary report, using the template provided in your memorandum, is attached for Federal Technical Capability Panel (FTCP) review and incorporation into the FTCP Annual Report to the Secretary of Energy.

148

Workforce Statistics - Office of Secure Transportation | National Nuclear  

National Nuclear Security Administration (NNSA)

Office of Secure Transportation | National Nuclear Office of Secure Transportation | National Nuclear Security Administration Our Mission Managing the Stockpile Preventing Proliferation Powering the Nuclear Navy Emergency Response Recapitalizing Our Infrastructure Continuing Management Reform Countering Nuclear Terrorism About Us Our Programs Our History Who We Are Our Leadership Our Locations Budget Our Operations Media Room Congressional Testimony Fact Sheets Newsletters Press Releases Speeches Events Social Media Video Gallery Photo Gallery NNSA Archive Federal Employment Apply for Our Jobs Our Jobs Working at NNSA Blog Workforce Statistics - Office of Secure Transportation Home > About Us > Our Operations > Management and Budget > Office of Civil Rights > Workforce Statistics > Workforce Statistics - Office of Secure

149

Workforce Statistics - Savannah River Field Office | National Nuclear  

National Nuclear Security Administration (NNSA)

Savannah River Field Office | National Nuclear Savannah River Field Office | National Nuclear Security Administration Our Mission Managing the Stockpile Preventing Proliferation Powering the Nuclear Navy Emergency Response Recapitalizing Our Infrastructure Continuing Management Reform Countering Nuclear Terrorism About Us Our Programs Our History Who We Are Our Leadership Our Locations Budget Our Operations Media Room Congressional Testimony Fact Sheets Newsletters Press Releases Speeches Events Social Media Video Gallery Photo Gallery NNSA Archive Federal Employment Apply for Our Jobs Our Jobs Working at NNSA Blog Workforce Statistics - Savannah River Field Office Home > About Us > Our Operations > Management and Budget > Office of Civil Rights > Workforce Statistics > Workforce Statistics - Savannah River Field

150

Workforce Statistics - Los Alamos Field Office | National Nuclear Security  

National Nuclear Security Administration (NNSA)

Los Alamos Field Office | National Nuclear Security Los Alamos Field Office | National Nuclear Security Administration Our Mission Managing the Stockpile Preventing Proliferation Powering the Nuclear Navy Emergency Response Recapitalizing Our Infrastructure Continuing Management Reform Countering Nuclear Terrorism About Us Our Programs Our History Who We Are Our Leadership Our Locations Budget Our Operations Media Room Congressional Testimony Fact Sheets Newsletters Press Releases Speeches Events Social Media Video Gallery Photo Gallery NNSA Archive Federal Employment Apply for Our Jobs Our Jobs Working at NNSA Blog Workforce Statistics - Los Alamos Field Office Home > About Us > Our Operations > Management and Budget > Office of Civil Rights > Workforce Statistics > Workforce Statistics - Los Alamos Field Office

151

Status of Educational Efforts in National Security Workforce  

SciTech Connect

This report documents the status of educational efforts for the preparation of a national security workforce as part of the National Security Preparedness Project, being performed by the Arrowhead Center of New Mexico State University under a DOE/NNSA grant. 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 report includes an assessment of the current educational situation for the national security workforce.

None

2008-03-31T23:59:59.000Z

152

2010 Annual Workforce Analysis and Staffing Plan Report - SR  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

OOEF Jl2$U OOEF Jl2$U United States Government Department of Energy (DOE) memorandum Savannah River Operations Office (SR) DATE: REPLY TO ATTN OF: SUBJECT: JAN 2 6 2011 MGR (Moody/(803) 952-9468) Annual Workforce Analysis and Staffing Plan Report for Calendar Year 2010- 10-NA SC-09 TO: Karen L. Boardman, Chairperson, Federal Technical Capability Panel The Calendar Year 2010 DOE-SR Workforce Analysis and Staffing Plan Report is attached. This analysis was conducted in conjunction with the development of the DOE-SR 5-Year Workforce Management Plan. If you have any questions, please contact me or have your staff contact Mr. Edgar Gates at 803-952-9227 or Mr. Lee Moody at 803-952-5978. MGR:LHM:bcp OHCM-11-1053 Attachment: DOE-SR Annual Workforce Analysis and Staffing Plan Report

153

2012 Annual Workforce Analysis and Staffing Plan Report - SR  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

lllS.81 lllS.81 United States Government Department of Energy (DOE\ memorandum Savannah River Operations Office (SR) DATE: REPLY TO ATINOF: FEB 132811: MGR (Moody/(803) 952-9468) SUBJECT: Annual Workforce Analysis and Staffing Plan Report for Calendar Year 2012 To: Karen L. Boardman, Chairperson, Federal Technical Capability Panel The Calendar Year 2012 DOE-SR Workforce Analysis and Staffing Plan Report is attached. This analysis was conducted in conjunction with the development of the DOE-SR 5-Y ear Workforce Management Plan. If you have any questions, please contact me or have your staff contact Mr. Edgar Gates at 803-952-9227 or Mrs. Deanna Yates at 803-952-6925. MGR:EG:lec OHCM-13-0025 Attachment: DOE-SR Annual Workforce Analysis and Staffing Plan Report

154

2012 Annual Workforce Analysis and Staffing Plan Report - Carlsbad  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

United States Government Department of Energy memorandum Carlsbad Field Office Carlsbad , New Mexico 88221 DATE: REPLY TO ATINOF: SUBJECT: JAN 1 8 2013 CBFO:OESH:GTB:ANC:13-0701 :UFC 3410.00 CBFO Annual Workforce Analys is and Staffing Plan rn: Kare n L. Boardman, Chairperson, Federal Techn ical Capability Panel (HS-70) The Carlsbad Field Office (CBFO) has updated the CBFO Annual Workforce Ana lysis and Staffing Plan as of December 31, 2012. The attachment to this Memorandum provides the updated CBFO Workforce Analysis and Staffing information on th e Federal Technica l Capability Program Workforce Staffing and Analys is Report template. If you have questions, please contact Mr. George T. Basabilvazo, CBFO Federal Technical Capability Panel Agent, at (575) 234-7488.

155

2011 Annual Workforce Analysis and Staffing Plan Report - Carlsbad  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

United States Government United States Government Department of Energy memorandum Carlsbad Field Office Carlsbad, New Mexico 88221 DATE: REPLY TO ATTN OF: SUBJECT: January 19, 2012 CBFO:OOM:GTB:MAG:12-1801 :UFC 3410.00 CBFO Annual Workforce Analysis and Staffing Plan ro: 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, 2011. The attachment to this Memorandum provides the updated CBFO Workforce Analysis and Staffing information on the Federal Technical Capability Program Workforce Staffing and Analysis Report template. If you have questions, please contact Mr. George T. Basabilvazo, CBFO Federal Technical Capability Panel Agent, at (575) 234-7488.

156

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

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Building Tomorrow's Smart Grid Workforce Today 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 Act funding, these programs help train the next generation of workers and ensure that the evolving technical challenges of the sector are met. Through the "Light Up Your Future" program, the Council for Adult & Experiential Learning partnered with Northeast Utilities so a group of

157

2011 Annual Workforce Analysis and Staffing Plan Report - SR  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

# # United States Government Department of Energy (DOE) memorandum Savannah River Operations Office (SR) DATE: REPLY TO ATTN OF: SUBJECT: JAN 2 O 2012 MGR (Moody/(803) 952-9468) Annual Workforce Analysis and Staffing Plan Report for Calendar Year 2011 - 10-NA SC-09 TO: Karen L. Boardman, Chairperson, Federal Technical Capability Panel The Calendar Year 2011 DOE-SR Workforce Analysis and Staffing Plan Report is attached. This analysis was conducted in conjunction with the development of the DOE-SR 5-Year Workforce Management Plan. If you have any questions, please contact me or have your staff contact Mr. Edgar Gates at 803-952-9227 or Mr. Lee Moody at 803-952-5978. MGR:EG:bcp OHCM-12-1035 Attachment: DOE-SR Annual Workforce Analysis and Staffing Plan Report

158

Workforce Statistics - Y-12 | National Nuclear Security Administration  

National Nuclear Security Administration (NNSA)

Y-12 | National Nuclear Security Administration Y-12 | National Nuclear Security Administration Our Mission Managing the Stockpile Preventing Proliferation Powering the Nuclear Navy Emergency Response Recapitalizing Our Infrastructure Continuing Management Reform Countering Nuclear Terrorism About Us Our Programs Our History Who We Are Our Leadership Our Locations Budget Our Operations Media Room Congressional Testimony Fact Sheets Newsletters Press Releases Speeches Events Social Media Video Gallery Photo Gallery NNSA Archive Federal Employment Apply for Our Jobs Our Jobs Working at NNSA Blog Workforce Statistics - Y-12 Home > About Us > Our Operations > Management and Budget > Office of Civil Rights > Workforce Statistics > Workforce Statistics - Y-12 Workforce Statistics - Y-12 Y-12 FY12 Semi Annual Report

159

Workforce Statistics - NA 20 | National Nuclear Security Administration  

National Nuclear Security Administration (NNSA)

20 | National Nuclear Security Administration 20 | National Nuclear Security Administration Our Mission Managing the Stockpile Preventing Proliferation Powering the Nuclear Navy Emergency Response Recapitalizing Our Infrastructure Continuing Management Reform Countering Nuclear Terrorism About Us Our Programs Our History Who We Are Our Leadership Our Locations Budget Our Operations Media Room Congressional Testimony Fact Sheets Newsletters Press Releases Speeches Events Social Media Video Gallery Photo Gallery NNSA Archive Federal Employment Apply for Our Jobs Our Jobs Working at NNSA Blog Workforce Statistics - NA 20 Home > About Us > Our Operations > Management and Budget > Office of Civil Rights > Workforce Statistics > Workforce Statistics - NA 20 Workforce Statistics - NA 20 NA 20 FY12 NA 20 Semi Annual Report

160

Workforce Statistics - NA 40 | National Nuclear Security Administration  

National Nuclear Security Administration (NNSA)

40 | National Nuclear Security Administration 40 | National Nuclear Security Administration Our Mission Managing the Stockpile Preventing Proliferation Powering the Nuclear Navy Emergency Response Recapitalizing Our Infrastructure Continuing Management Reform Countering Nuclear Terrorism About Us Our Programs Our History Who We Are Our Leadership Our Locations Budget Our Operations Media Room Congressional Testimony Fact Sheets Newsletters Press Releases Speeches Events Social Media Video Gallery Photo Gallery NNSA Archive Federal Employment Apply for Our Jobs Our Jobs Working at NNSA Blog Workforce Statistics - NA 40 Home > About Us > Our Operations > Management and Budget > Office of Civil Rights > Workforce Statistics > Workforce Statistics - NA 40 Workforce Statistics - NA 40 NA40 FY12 NA 40 Semi Annual Report

Note: This page contains sample records for the topic "total workforce gender" from the National Library of EnergyBeta (NLEBeta).
While these samples are representative of the content of NLEBeta,
they are not comprehensive nor are they the most current set.
We encourage you to perform a real-time search of NLEBeta
to obtain the most current and comprehensive results.


161

Workforce Statistics - NA 10 | National Nuclear Security Administration  

National Nuclear Security Administration (NNSA)

0 | National Nuclear Security Administration 0 | National Nuclear Security Administration Our Mission Managing the Stockpile Preventing Proliferation Powering the Nuclear Navy Emergency Response Recapitalizing Our Infrastructure Continuing Management Reform Countering Nuclear Terrorism About Us Our Programs Our History Who We Are Our Leadership Our Locations Budget Our Operations Media Room Congressional Testimony Fact Sheets Newsletters Press Releases Speeches Events Social Media Video Gallery Photo Gallery NNSA Archive Federal Employment Apply for Our Jobs Our Jobs Working at NNSA Blog Workforce Statistics - NA 10 Home > About Us > Our Operations > Management and Budget > Office of Civil Rights > Workforce Statistics > Workforce Statistics - NA 10 Workforce Statistics - NA 10 NA 10 FY12 NA 10 Semi Annual Report

162

Who Will Fill the Geoscience Workforce Supply Gap?  

E-Print Network (OSTI)

in the American Geological Institute's (AGI's) recent report, "Status of the Geoscience Workforce, 2009" in which, geotechnical, geological/geophysical, petroleum, and mining) (1). The expansion of geoscience demand

Frierson, Dargan

163

2012 Annual Workforce Analysis and Staffing Plan Report- NNSA HQ  

Energy.gov (U.S. Department of Energy (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.

164

DOE and Federal Energy and Manufacturing Workforce Programs and...  

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

OEandFedWF-Training-Location-V4.xlsx More Documents & Publications Energy & Manufacturing Workforce Training Topics List - Version 1.7 (02.11.14) Trade Adjustment Assistance...

165

2011 Annual Workforce Analysis and Staffing Plan Report- NNSA HQ  

Energy.gov (U.S. Department of Energy (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.

166

2013 Annual Workforce Analysis and Staffing Plan Report- NNSA HQ  

Energy.gov (U.S. Department of Energy (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.

167

A description of the physical capabilities of a mature workforce  

E-Print Network (OSTI)

The purpose of this study was to 1) describe and evaluate the physical capabilities and personal factors of a mature workforce, 2) to determine the relationship between identified risk factors and musculoskeletal morbidity 3) to compare the physical...

Bartels, Kendra Lynn

1999-01-01T23:59:59.000Z

168

2014 Annual Workforce Analysis and Staffing Plan Report- NNSA HQ  

Energy.gov (U.S. Department of Energy (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.

169

Gender determination in populus  

SciTech Connect

Gender, the expression of maleness or femaleness, in dioecious plants has been associated with changes in morphology, physiology, ecological position, and commercial importance of several species, including members of the Salicaceae family. Various mechanisms have been proposed to explain the expression of gender in Salicaceae, including sex chromosomes, simple Mendelian genes, quantitative genes, environment, and genotype-by-environment interactions. Published reports would favor a genetic basis for gender. The objective of this study was to identify molecular markers associated with gender in a segregating family of hybrid poplars. Bulked segregant analysis and chi-squared analysis were used to test for the occurrence of sex chromosomes, individual loci, and chromosome ratios (i.e., ploidy levels) as the mechanisms for gender determination. Examination of 2488 PCR based RAPD markers from 1219 primers revealed nine polymorphic bands between male and female bulked samples. However, linkage analysis indicated that none of these markers were significantly associated with gender. Chisquared results for difference in male-to-female ratios between diploid and triploid genotypes also revealed no significant differences. These findings suggest gender is not controlled via sex chromosomes, simple Mendelian loci or ratios of autosome to gender-determining loci. It is possible that gender is determined genetically by regions of the genome not sampled by the tested markers or by a complex of loci operating in an additive threshold manner or in an epistatic manner. It is also possible that gender is determined environmentally at an early zygote stage, canalizing gender expression.

McLetchie, D.N. [Univ. of Kentucky, Lexington, KY (United States). Dept. of Biological Sciences; Tuskan, G.A. [Oak Ridge National Lab., TN (United States)

1994-12-31T23:59:59.000Z

170

Workforce Training Grant (WTG) Program (Montana) | Department of Energy  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Training Grant (WTG) Program (Montana) Training Grant (WTG) Program (Montana) Workforce Training Grant (WTG) Program (Montana) < Back Eligibility Commercial Savings Category Alternative Fuel Vehicles Hydrogen & Fuel Cells Buying & Making Electricity Water Wind Home Weatherization Solar Program Info State Montana Program Type Workforce development Training/Technical Assistance Provider Montana Department of Commerce The Workforce Training Grant (WTG) Program reimburses $5,000 per full time employee meeting wage requirements (lower of county or state average weekly wage) for new and existing employee training costs. The term of the program is 24 months. Business must demonstrate 50% sales from outside Montana and meet other eligibility criteria. Additionally, a $1 of match for every $3 WTG Funds is required of participating businesses

171

Workforce Trends in the Electric Utility Industry | Department of Energy  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Trends in the Electric Utility Industry 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. Workforce Trends in the Electric Utility Industry More Documents & Publications Statement of Patricia A. Hoffman, Deputy Director of Research and Development and Acting Chief Operating Officer, Office of Electricity Delivery & Energy Reliability, Department of Energy before the Committee on Energy and Natural Resources United States

172

Green Workforce Development for Youth Kicks Off | Department of Energy  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Workforce Development for Youth Kicks Off 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 Corps (CCC) member who's in midst of energy efficiency training developed by Sierra College's Center for Applied Competitive Technologies (CACT) in Rocklin, Calif. "But it's never really explained." "[These courses] help us understand how you live; how you build

173

Building a Diverse Workforce From the Next Generation of Leaders |  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Diverse Workforce From the Next Generation of Leaders Diverse Workforce From the Next Generation of Leaders Building a Diverse Workforce From the Next Generation of Leaders March 8, 2011 - 2:17pm Addthis Bill Valdez Bill Valdez Principal Deputy Director Tasked with advancing groundbreaking science, cleaning up our Cold War legacy and building a clean and efficient energy future for our Nation, each day at the Department of Energy is an exciting one - filled with new challenges and unique opportunities. Rising to these challenges not only requires hard work but a diverse range of experience and talents throughout our staff from the leadership team to the interns. One of the ways we're seeking to promote that diversity is through our Minority Educational Institutions Student Partnership Program, commonly known by its acronym, MEISSP. MEISPP offers talented undergraduate and

174

2012 Annual Workforce Analysis and Staffing Plan Report - Sandia  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

0. Box 5400 0. Box 5400 Albuquerque, NM 87185 JAi 22 2013 MEMORANDUM FOR: Karen L. Boardman, Chairperson, Federal Technical Capability FROM: SUBJECT: REFERENCE: Panel, NNSA/NTC, HS-70 ~ ~,, / 2 ~~ ~;---~/?;;;:> e · . eauso~~ager Annual Workforce Analysis and Staffing Plan Report for 2012 Boardman memorandum dated October 24, 2012; Subject: Annual Workforce Analysis and Staffing Plan Report for Calendar Year 2012 Attached is the Sandia Site Office workforce analysis and staffing plan, developed in accordance with the guidance provided in the referenced memorandum. If you have 1questions please contact me at (505) 845-6036 or James Todd, Assistant Manager for Nuclear Operations, at (505) 284-6668. Attachment cc w/attachment:

175

2010 Annual Workforce Analysis and Staffing Plan Report - ORP  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Department of Energy memorandum Richland Operations Office DATE: REPLY TO ATTN OF: SUBJECT: TO: JAN 1 9 2011 ENS :JHW 11-ENS-OO 1 THE U.S. DEPARTMENT OF ENERGY (DOE), OFFICE OF RIVER PROTECTION (ORP) ANNUAL WORKFORCE ANALYSIS AND STAFFING PLAN REPORT Karen L. Boardman, Chairperson Federal Technical Capabilities Panel Reference: Memorandum from K. L. Boardman to Distribution, "Annual Workforce Analysis and Staffing Plan Report for Calendar Year 2010 - 10-NA SC-09," dated October 28, 2010. As requested in the Reference, the attached is ORP's Calendar Year (CY) 2010 annual workforce analysis and staffing plan that identify technical capabilities and positions ORP needs to ensure safe operations of ORP assigned defense nuclear facilities. This report is

176

2011 Annual Workforce Analysis and Staffing Plan Report - ORP  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

DATE: DATE: REPLY TO ATTN OF: SUBJECT: TO: JAN 1 3 201?. ENS:JHW 12-ENS-0001 THE U.S. DEPARTMENT OF ENERGY (DOE), OFFICE OF RIVER PROTECTION (ORP) ANNUAL WORKFORCE ANALYSIS AND STAFFING PLAN REPORT Karen L. Boardman, Chairperson Federal Technical Capabilities Panel Reference: Memorandum from K. L. Boardman to Distribution, "Annual Workforce Analysis and Staffing Plan Report for Calendar Year 2011," dated October 13, 2011. In response to your memorandum dated October 13, 2011, attached is the ORP Annual Workforce Analysis and Staffing Plan Report for Calendar Year (CY) 2011. The subject report was prepared in accordance with your guidance and represents the necessary resources required to provide oversight and ensure safe operations of ORP' s assigned nuclear facilities.

177

Green Workforce Development for Youth Kicks Off | Department of Energy  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Green Workforce Development for Youth Kicks Off Green 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 Corps (CCC) member who's in midst of energy efficiency training developed by Sierra College's Center for Applied Competitive Technologies (CACT) in Rocklin, Calif. "But it's never really explained." "[These courses] help us understand how you live; how you build

178

2011 Annual Workforce Analysis and Staffing Plan Report - LASO  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

REPLY TO REPLY TO ATTN OF: SUBJECT: TO: NNSA/DOE -JAN 2 3 2012 Kevin W. Smith Los Alamos Site Office Workforce Analysis and Staffing Plan Report for Calendar Year 2011 Karen Boardman, Chairperson, Federal Technical Capability Panel, HS-70, National Training Center Reference: 1. Memorandum, from Karen L. Boardman, Chairperson, Federal Technical Capability Panel, for distribution, Subject: Annual Workforce Analysis and Staffing Plan Report for Calendar Year 2011, dated October 13, 2011. Attached please find the Los Alamos Site Office (LASO) Annual Workforce Analysis and Staffing Plan for Calendar Year 2011. Authorized Federal Full Time Equivalent (FTE) allocation remains less than the number of FTEs required to perform the oversight identified necessary by the analysis results reported. Staffing shortfalls are compensated

179

2011 Annual Workforce Analysis and Staffing Plan Report - HSS HQ  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

2 2 MEMORANDUM FOR KAREN L. BOARDMAN CHAIRPERSON FROM: SUBJECT: FEDERAL TECHNICAL CAPABILITY PA~EL (FTCP) PATRICIA R. WORTHINGTON, Ph~ 1 ~ DIRECTOR '- OFFICE OF HEALTH AND SAFETY OFFICE OF HEALTH, SAFETY AND SECURITY Office of Health, Safety and Security Annual Workforce Analysis and Staffing Plan Report for Calendar Year 2011 In accordance with the guidance memo of October 13, 2011, the Annual Workforce Analysis and Staffing Plan Report for the Office of Health, Safety and Security (HSS), is attached. If you have any questions, please call me at (301) 903-5926 or the HSS Alternate FTCP Agent, Bradley K. Davy, at (301) 903-2473. Attachment @ Printed with soy ink on recycled paper Annual Workforce Analysis and Staffing Plan Report as of December 31, 2011

180

2011 Annual Workforce Analysis and Staffing Plan Report - EM HQ  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

KAREN L. BOARDMAN KAREN L. BOARDMAN CHAIRPERSON FROM: SUBJECT: FEDERAL TECHNICAL MATTHEW B. MOUR DEPUTY ASSISTANT S SAFETY AND SECUR Y PROGRAM ENVIRONMENTAL MANAGEMENT Annual Workforce Analysis and Staffing Plan Report for Environmental Management The Office of Environmental Management performed a technical workforce analysis per DOE 0 426.1, Federal Technical Capability Order, and your memorandum of October 13 2011, "Annual Workforce Analysis and Staffing Plan Report of Calendar Year 2011." A summary report, using the template provided in your memorandum, is attached for Federal Technical Capability Panel (FTCP) review and incorporation into the FTCP Annual Report to the Secretary of Energy. If you any questions, please contact me at (202) 586-5151.

Note: This page contains sample records for the topic "total workforce gender" from the National Library of EnergyBeta (NLEBeta).
While these samples are representative of the content of NLEBeta,
they are not comprehensive nor are they the most current set.
We encourage you to perform a real-time search of NLEBeta
to obtain the most current and comprehensive results.


181

2012 Annual Workforce Analysis and Staffing Plan Report - Livermore  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

6.W~~l 6.W~~l #II VA. 'lf,fi:'¥Ylj Nsffonal Nuclear Security Admfnfat111tlon Department of Energy National Nuclear Security Administration Livermore Site Office PO Box 808, L-293 7000 East Avenue Livermore, California 94551-0808 !JAN 18 2013 3250 COR-M0-1/17/2013-490077 MEMORANDUM FOR KAREN L. BOARDMAN CHAIRPERSON FEDERAL TECHNICAL CAPABILITY PANEL FROM: v KIMBERLY DAVIS LEBAK "/'JJ. f /ti/ MANAGER ~ ..--r; tV[ SUBJECT: REFRENCE: Workforce Analysis and Staffing Plan Report for the Livermore Field Office 2012, Revision I Memorandum (K. Boardman/Distribution), Annual Workforce Analysis and Staffing Plan Report for Calendar Year 2012, dated October 24, 2012 Please see the attached revised Workforce Analysis and Staffing Plan Report for the Livermore

182

Investing in America's Solar Workforce | Department of Energy  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Investing in America's Solar Workforce Investing in America's Solar Workforce Investing in America's Solar Workforce October 11, 2012 - 4:26pm Addthis Energy Secretary Steven Chu meets with students from Front Range Community College at the Solar Instructor Training Network exhibit at the SunShot Grand Challenge Summit and Technology Forum in Colorado. | Photo by Dennis Schroeder, NREL. Energy Secretary Steven Chu meets with students from Front Range Community College at the Solar Instructor Training Network exhibit at the SunShot Grand Challenge Summit and Technology Forum in Colorado. | Photo by Dennis Schroeder, NREL. Minh Le Minh Le Program Manager, Solar Program How Do I Access Photovoltaic Online Training? Visit the PVOT website.

183

Austin Educating Workforce in Renewable Energy | Department of Energy  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Austin Educating Workforce in Renewable Energy 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 up the city's trademark quote of 'weirdness.' Austinites aren't necessarily strange people, but the folks there like preserving their local flair and forward-thinking ideas. One new way of being unique and working for a brighter future is coming straight from the sun.

184

Austin Educating Workforce in Renewable Energy | Department of Energy  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Austin Educating Workforce in Renewable Energy 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 up the city's trademark quote of 'weirdness.' Austinites aren't necessarily strange people, but the folks there like preserving their local flair and forward-thinking ideas. One new way of being unique and working for a brighter future is coming straight from the sun.

185

Smart Meter Company Boosting Production, Workforce | Department of Energy  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Smart Meter Company Boosting Production, Workforce Smart Meter Company Boosting Production, Workforce Smart Meter Company Boosting Production, Workforce September 30, 2010 - 10:53am Addthis Kevin Craft What does this mean for me? This South Carolina company is producing enough smart meters to reduce annual electricity use by approximately 1.7 million megawatt hours Smart meters provide detailed data on energy usage to both utilities and consumers and is a key component of the Smart Grid. In 2009, Itron Inc.'s manufacturing facility in West Union, South Carolina was the third largest industrial employer in Oconee County. Then, the company used a $5.2 million 48C Advanced Manufacturing Tax Credit awarded via the Recovery Act to re-equip the facility and hired 420 additional employees. "Improving our production capacity allowed us to hire more employees, and

186

2011 Annual Workforce Analysis and Staffing Plan Report - Oak Ridge  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

25, 2012 25, 2012 MEMORANDUM FOR KAREN L. BOARDMAN FROM: SUBJECT: CHAIR, FEDERAL TECHNICAL CAPABILITY PANEL JOHN R. ESCHENBERG ~'c:::::~~:-cl~ ACTING MANAGER ANNUAL WORKFORCE ANALYSIS AND STAFFING PLAN REPORT- CALENDAR YEAR 2011 In accordance with DOE 0 426.1, Federal Technical Capability, I am pleased to provide you with the Oak Ridge Official Annual Workforce Analysis and Staffing Plan Report for calendar year 2011. The analysis follows the Federal Technical Capability Panel guidance. Should you have questions regarding this report, please feel free to contact me at (865) 576-4444 or Larry Kelly at (865) 576-4442. Attachment: 2011 Annual Workforce Analysis and Staffing Plan Report for Federal Technical Personnel cc w/attachment: Larry Kelly, M-2, ORO

187

Smart Meter Company Boosting Production, Workforce | Department of Energy  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Smart Meter Company Boosting Production, Workforce Smart Meter Company Boosting Production, Workforce Smart Meter Company Boosting Production, Workforce September 30, 2010 - 10:53am Addthis Kevin Craft What does this mean for me? This South Carolina company is producing enough smart meters to reduce annual electricity use by approximately 1.7 million megawatt hours Smart meters provide detailed data on energy usage to both utilities and consumers and is a key component of the Smart Grid. In 2009, Itron Inc.'s manufacturing facility in West Union, South Carolina was the third largest industrial employer in Oconee County. Then, the company used a $5.2 million 48C Advanced Manufacturing Tax Credit awarded via the Recovery Act to re-equip the facility and hired 420 additional employees. "Improving our production capacity allowed us to hire more employees, and

188

2010 Annual Workforce Analysis and Staffing Plan Report - Sandia  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

O. Box 5400 O. Box 5400 Albuquerque, New Mexico 87185-5400 JAN 2 4 2011 * MEMORANDUM FOR: Karen Boardman, Chairperson, Office of the Director Federal Technical Capability Panel FROM: SUBJECT: REFERENCE: Patty Wagner, Manager ·~~ ~ Annual Workforce Analysis and Staffing Plan Report for 2010 Boardman/Distribution List memorandum dated October 28, 2010; Subject: "Annual Workforce Analysis and Staffing Plan Report for Calendar Year 2010-10-NA SC-09" We have completed our workforce analysis and developed our staffing plan in accordance with the guidance provided in the referenced memorandum. Our report is attached. Please note that the Sandia Site Office is continuing the transition to a different process of oversight management during 2011. These changes will continue to affect our staffing

189

2011 Annual Workforce Analysis and Staffing Plan Report - PXSO  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Karen L. Boardman, Federal Technical Capability Panel Chairperson Karen L. Boardman, Federal Technical Capability Panel Chairperson FROM: Geoffrey L. Beausoleil, Federal Technical Capabilities Panel Agent SUBJECT: Annual Workforce Analysis and Staffing Plan Report for Calendar Year 2011 Reference: Memorandum from Boardman to Distribution, Annual Workforce Analysis and Staffing Plan Report for Calendar Year 2011, dated October 28,2010. Attached are the requested Calendar Year (CY) 2011 Workforce Analysis and Staffing Plan Report for the Pantex Site Office (PXSO). Last year, PXSO was successful in hiring an emergency management and safeguards and security subject matter experts. This year, the PXSO staffing analysis indicates that the need to fill the following job functions: Safeguards & Security, Quality Assurance/Training

190

2012 Annual Workforce Analysis and Staffing Plan Report - HSS HQ  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

3, 2013 3, 2013 MEMORANDUM FOR KAREN L. BOARDMAN CHAIRPERSON FEDERAL TECHNICAL CAPABILITY PANEL (FTCP) FROM: PATRICIA R. WORTHINGTON, Phrf'\vJ DIRECTOR ~ SUBJECT: OFFICE OF HEALTH AND SAFETY OFFICE OF HEALTH, SAFETY AND SECURITY Office of Health, Safety and Security Annual Workforce Analysis and Staffing Plan Report for Calendar Year 2012 In accordance with the guidance memo of October 24, 2012, the Annual Workforce Analysis and Staffing Plan Report for the Office of Health, Safety and Security (HSS), is attached. If you have any questions, please call me at (30 I) 903-5926. Attachment @ Printed with soy ink on recycled paper Annual Workforce Analysis and Staffing Plan Report as of December 31, 2012 Reporting Office: Office of Health, Safety and Security

191

Obama Administration Announces Nearly $100 Million for Smart Grid Workforce  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Obama Administration Announces Nearly $100 Million for Smart Grid Obama Administration Announces Nearly $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 in the utility and electrical manufacturing industries. These projects will leverage more than $95 million in funding from community colleges, universities, utilities and manufacturers to develop and implement training programs. The selectees estimate that the programs will train approximately 30,000 Americans. These workers will

192

2012 Annual Workforce Analysis and Staffing Plan Report - ORP  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

JAN 1 7·2013 JAN 1 7·2013 DATE: REPLY TO ATTN OF: TRS:JHW 13-TRS-0003 susJECT THE U.S. DEPARTMENT OF ENERGY (DOE), OFFICE OF RIVER PROTECTION (ORP) ANNUAL WORKFORCE ANALYSIS AND STAFFING PLAN REPORT TO: Karen L. Boardman, Chairperson Federal Technical Capabilities Panel Reference: Memorandum from K. L. Boardman to Distribution, "Annual Workforce Analysis and Staffing Plan Report for Calendar Year 2012," dated October 24, 2012. As required by DOE 0 426.1, Change 1, "Federal Technical Capability," and the Reference, attached is the ORP's Annual Workforce Analysis and Staffing Plan Report for Calendar Year (CY) 2012. The subject report was prepared in accordance with the reference's guidance and represents the necessary technical resources required to provide oversight of

193

John J. Heldrich Center for Workforce Development Edward J. Bloustein School of Planning and Public Policy  

E-Print Network (OSTI)

John J. Heldrich Center for Workforce Development Edward J. Bloustein School of Planning and Public ............................................................12 Previous ETA Strategic Research Plans in Brief..........................................................................57 Research Priority Area 1: Integration of Workforce and Regional Economic Development

Garfunkel, Eric

194

Developing Secure Power Systems Professional Competence: Alignment and Gaps in Workforce Development ProgramsSummary Report  

SciTech Connect

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.

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

2013-07-01T23:59:59.000Z

195

EAC Recommendations for DOE Action Regarding the Electricity Workforce- October 17, 2012  

Energy.gov (U.S. Department of Energy (DOE))

EAC Recommendations for DOE Action Regarding the Electricity Workforce, approved at the October 15-16, 2012 EAC Meeting.

196

FPD + Acquisition Workforce News Acquiring Minds Want to Know  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

FPD + Acquisition Workforce News FPD + Acquisition Workforce News Acquiring Minds Want to Know Office of Acquisition and Project Management OCTOBER 2012 DOE/NNSA Workshop 2 PARS II Reports 3 Recently Certified FPDs 3 PMCDP Schedule 4 Construction Industry Institute 5 Newsletter Name Change 5 PMCDP Curriculum Change 6 FPD Questions of the Month 6 Observations from the Road . . . Management Reserve vs. Contingency Karen Urschel, EVP, Humphreys & Associates The Project Assessment & Reporting System (PARS II)/Earned Value Management Systems (EVMS) Road Show, sponsored by DOE's Office of Acquisition and Project Management (APM), has been visiting our sites across the country. One of the most

197

2011 Workforce Analysis and Staffing Plan Report Memo and Workforce Analysis Guidance for FR, SSO, STSM & TQP  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

l9l l9l National Nuclear Security Adminis tration MEMORANDUM FOR FROM: SUBJECT: Department of Energy National Nuclear Security Administration Service Center P. 0. Box 5400 Albuquerque, NM 87185 OCT 1 3 2011 Annual Workforce Analysis and Staffing Plan Report for Calendar Year 2011 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 analysis process continues to cover technical capability needs to address defense nuclear facility and related operational hazards. Individual site summaries developed at the end of each year are a basis for the Federal Technical Capability Panel (FTCP)

198

2012 Workforce Analysis and Staffing Plan Report Memo and Workforce Analysis Guidance for FR, SSO, STSM & TQP  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Albuquerque. NM 87185-5400 Albuquerque. NM 87185-5400 October 24, 2012 ~'IE1vlORl\NDUM FOR DI." 'RllH~'Tl( ~ i 1"1 ··1/_,,.JX-t/rd/1uv1< ... _/ FROM: K1 REN i?'H,oAT~T)ivl!\N SUBJECT: CHAIRPERSON FFDERJ\L TECHNICAi. CAPABILITY PANEL Annual Workforce Analysis and Staffing Plan Report for Calendar Year 2012 The Department of Energy (DOE) Federal Technical Capability Order. DOE 0 426.1, requires that managers perform an annual workforce analysis of their organization and develop stal'ling plans that idcntil)' technical capabilities and positions they need lo ensure safe operation of defense nuclear facilities. This workforce analysis process continues lo cover technical capability needs to address defense nuclear facility nnd rclmed operational hazards. Individual

199

John J. Heldrich Center for Workforce Development Edward J. Bloustein School of Planning and Public Policy  

E-Print Network (OSTI)

John J. Heldrich Center for Workforce Development Edward J. Bloustein School of Planning and Public The John J. Heldrich Center for Workforce Development at the Edward J. Bloustein School of Planning organization devoted to strengthening New Jersey's and the nation's workforce dur- ing a time of global

Garfunkel, Eric

200

John J. Heldrich Center for Workforce Development Edward J. Bloustein School of Planning and Public Policy  

E-Print Network (OSTI)

John J. Heldrich Center for Workforce Development Edward J. Bloustein School of Planning and Public Center for Workforce Development at the Edward J. Bloustein School of Planning and Public Policy at Rut to strengthening New Jersey's and the nation's workforce during a time of global economic change. The Heldrich Cen

Garfunkel, Eric

Note: This page contains sample records for the topic "total workforce gender" from the National Library of EnergyBeta (NLEBeta).
While these samples are representative of the content of NLEBeta,
they are not comprehensive nor are they the most current set.
We encourage you to perform a real-time search of NLEBeta
to obtain the most current and comprehensive results.


201

John J. Heldrich Center for Workforce Development Edward J. Bloustein School of Planning and Public Policy  

E-Print Network (OSTI)

John J. Heldrich Center for Workforce Development Edward J. Bloustein School of Planning and Public Center for Workforce Development at the Edward J. Bloustein School of Planning and Public Policy to strengthening New Jersey's and the nation's workforce dur- ing a time of global economic change. The Heldrich

Garfunkel, Eric

202

Selecting the appropriate input data set when configuring a permanent workforce  

E-Print Network (OSTI)

of new personnel planning and scheduling problems for management. With over 70% of the global workforceSelecting the appropriate input data set when configuring a permanent workforce Jonathan F. Bard to use when running a scheduling model to select a permanent workforce for a service facility. Because

Bard, Jonathan

203

Wellcome Trust SUBMISSION OF EVIDENCE Wellcome Trust response to Inquiry into education, training and workforce planning  

E-Print Network (OSTI)

and workforce planning December 2011 1 House of Commons Health Committee: Inquiry into education, training and workforce planning Response by the Wellcome Trust December 2011 Key Points 1. The Wellcome Trust funds and workforce planning December 2011 2 4. Improvements to the education and training system for healthcare

Rambaut, Andrew

204

John J. Heldrich Center for Workforce Development Edward J. Bloustein School of Planning and Public Policy  

E-Print Network (OSTI)

John J. Heldrich Center for Workforce Development Edward J. Bloustein School of Planning and Public Center for Workforce Development at the Edward J. Bloustein School of Planning and Public Policy to strengthening New Jersey's and the nation's workforce during a time of global economic change. The Heldrich

Garfunkel, Eric

205

Milwaukee Drilldown on African American Males for the Milwaukee Area Workforce Investment Board, Inc.  

E-Print Network (OSTI)

, and disabilities and offers a valuable tool for workforce planning. Who's Employed The ACS reported an estimated 48Milwaukee Drilldown on African American Males for the Milwaukee Area Workforce Investment Board, Inc. Profile of the African American Male Workforce: Milwaukee County Monthly unemployment statistics

Saldin, Dilano

206

John J. Heldrich Center for Workforce Development Edward J. Bloustein School of Planning and Public Policy  

E-Print Network (OSTI)

John J. Heldrich Center for Workforce Development Edward J. Bloustein School of Planning and Public for Workforce Development at the Edward J. Bloustein School of Planning and Public Policy at Rutgers, The State Jersey's and the nation's workforce dur- ing a time of global economic change. The Heldrich Center

Garfunkel, Eric

207

John J. Heldrich Center for Workforce Development Edward J. Bloustein School of Planning and Public Policy  

E-Print Network (OSTI)

John J. Heldrich Center for Workforce Development Edward J. Bloustein School of Planning and Public. Heldrich Center for Workforce Development at the Edward J. Bloustein School of Planning and Public Policy to strengthening New Jersey's and the nation's workforce dur- ing a time of global economic change. The Heldrich

Garfunkel, Eric

208

Totally Unimodular Multistage Stochastic Programs  

E-Print Network (OSTI)

Nov 23, 2014 ... be the workforce level with a cost of ck per worker. The number of ... to the variable of the previous workforce level y?(k). Remark 4. ... planning.

2014-11-23T23:59:59.000Z

209

EPA Environmental Workforce Development and Job Training Grants  

Energy.gov (U.S. Department of Energy (DOE))

The U.S. Environmental Protection Agency (EPA) is accepting applications to deliver environmental workforce development and job training programs that recruit, train, and place local, unemployed and under-employed residents with the skills needed to secure full-time employment in the environmental field, with a focus on solid and hazardous waste remediation, environmental health and safety, and wastewater-related training.

210

The Future of Cancer Prevention: Will Our Workforce Be Ready?  

Science Journals Connector (OSTI)

...radiation (e.g., X-rays and radon) and UV radiation (e.g...Cancer Prevention Workforce Project and Symposium On Saturday and...summary, this symposium and project focus on a vital issue that...World Health Organization and International Agency for Research on Cancer...

Shine Chang and Candice L. Collie

2009-09-01T23:59:59.000Z

211

Weatherization and Workforce Guidelines for Home Energy Upgrades (Fact Sheet)  

SciTech Connect

This 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.

Not Available

2011-03-01T23:59:59.000Z

212

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

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Learning and Workforce Learning and Workforce Development (HC-20) Office of Learning and Workforce Development (HC-20) Mission Statement and Fuction Statement The mission of the Office of Learning and Workforce Development is to ensure that the Department of Energy workforce possesses the breath of skills and competencies needed in order to successfully accomplish the mission of the agency. The Office of Learning and Workforce Development establishes the vision, strategy and corporate policy to support the Department's talent development requirements. To accomplish its mission, the Office of Learning and Development provides guidance and resources to define and assess critical workforce competencies. The Office also provides strategies to address identified skills gaps. The Department designs, develops, delivers and manages

213

Energy Workforce Training Future Need and Projections  

E-Print Network (OSTI)

effort between a university, a two-year college, state Energy Office, and industry to address training of students for careers in industrial energy sector. In addition to describing the experiences of offering short course modules to train tradesmen... Energy Office and its collaborators have considered non-credit and certificate courses for employees of the manufacturing industries in Little Rock and other parts of the state. A large number of 2-year colleges, 22 in total in the state, provided...

Midturi, S.; Pidugu, S. B.

2006-01-01T23:59:59.000Z

214

Workforce Transition Model for DOE-AL non-nuclear reconfiguration  

SciTech Connect

The Pacific Northwest Laboratory (PNL) was tasked by the US Department of Energy Albuquerque Field Office (DOE-AL) to develop a workforce assessment and transition planning tool to support integrated decision making at a single DOE installation. The planning tool permits coordinated, integrated workforce planning to manage growth, decline, or transition within a DOE installation. The tool enhances the links and provides commonality between strategic, programmatic, and operations planners and human resources. Successful development and subsequent complex-wide implementation of the model will also facilitate planning at the national level by enforcing a consistent format on data that are now collected by installations in corporate-specific formats that are not amenable to national-level analyses. The workforce assessment and transition planning tool consists of two components: the Workforce Transition Model and the Workforce Budget Constraint Model. The Workforce Transition Model, the preponderant of the two, assists decision makers to identify and evaluates alternatives for transitioning the current workforce to meet the skills required to support projected workforce requirements. The Workforce Budget Constraint Model helps estimate the number of personnel that will be affected given a workforce budget increase or decrease and assists in identifying how the corresponding hiring or layoffs should be distributed across the common occupational classification system (COCS) occupations. The conceptual models and the computer implementation are described.

Stahlman, E.J.; Lewis, R.E.

1993-10-01T23:59:59.000Z

215

2012 Annual Workforce Analysis and Staffing Plan Report - SC HQ  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Washington, DC 20585 Washington, DC 20585 MEMORANDUM TO KAREN L. BOARDMAN CHAIRPERSON FEDERAL TECHNICAL CAP ABILITY PANEL FROM: 1osEPH A. MCBREA a wi.~ '/t'f // c. DEPUTY DIRECT FOR FIELD OPE~ TIONS OFFICE OF SCIE CE SUBJECT: Annual Workforce Ail ysis and Staffing Plan Report for Calendar Year 2012 In response to your memo dated October 24, 2012, enclosed is the Office of Science (SC) Headquarters Workforce Analysis and Staffing Plan Report for Calendar Year 2012. The subject report was prepared in accordance with your guidance and represents the necessary resources required to provide oversight of Building 325 at Pacific Northwest National Laboratory, the only defense nuclear facility overseen by SC-Headquarters. If you have any questions, please contact me, or you may contact Carol Sohn at

216

2011 Annual Workforce Analysis and Staffing Plan Report - SC HQ  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Deputy Director for Field Operations Deputy Director for Field Operations Office of Science Washington, DC 20585 December 15, 2011 MEMORANDUM FOR KAREN L. BOARDMAN, CHAIR FEDERAL TECHNICAL CAPABILITY PANEL I tlVM £]{ -.,;A 1 i-f:..-f'l FROM: JOSEPH A. MCBREARTY' ,____.- ~ SUBJECT: DEPUTY DIRECTOR F Fl D OPERATIONS Annual Workforce Ana ysis and Staffing Plan Report for Calendar Year 2011 In response to your memo dated October 13, 2011, enclosed is the Office of Science (SC) Headquarters Workforce Analysis and Staffing Plan Report for Calendar Year 2011. The subject report was prepared in accordance with your guidance and represents the necessary resources required to provide oversight of Building 325 at Pacific Northwest National Laboratory, the only defense nuclear facility overseen by

217

DOE FPD + Acquisition Workforce News Acquiring Minds Want to Know  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

APRIL 2013 APRIL 2013 CO - FPD Simpatico 2 CHRIS and FAITAS 4 Acquisition Certifications at a Glance 5 RU Aware Your SACM is There? 6 Facilities Information Management System 6 FY 2012 Excess Elimination and Banking Report 7 Inaugural Property Management Workshop 9 Coming Soon To Better Serve You 10 What do we mean when we say Acquisition Workforce? David Boyd, Deputy Director APM Linda Ott, Chief of Professional Development Division (MA-661), APM That's a question we've been asking around APM a lot. Before we can explain the acquisition workforce (AWF), we need to make sure we understand what we mean when we say acquisition. As defined in the Federal Acquisition Regulations (FAR),

218

2011 Annual Workforce Analysis and Staffing Plan Report - Sandia  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

P.O. Box 5400 P.O. Box 5400 Albuquerque, NM 87185 JAN 2 fl ?.012 MEMORANDUM FOR: Karen Boardman, Chairperson Federal Technical Capability Panel FROM: SUBJECT: REFERENCE: PattyWagner ()~-'\-."~~ ... """ Manager '·~ ·'i \J ~ ,~ ....... Annual Workforce Analysis and Staffing Plan Report for 2011 Boardman Memorandum Dated: October 13, 2011, Subject: Annual Worliforce Analysis and Staffing Plan Report for Calendar Year 2011 The Sandia Site Office (SSO) has completed the workforce analysis and developed a staffing plan in accordance with the guidance provided in the referenced memorandum. The SSO report is attached. Should you have any questions, please contact me at (505) 845-6036 or Jim Todd of my staff at (505) 284-6668.

219

2010 Annual Workforce Analysis and Staffing Plan Report - SC HQ  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Off ice of Science Off ice of Science Washington, DC 20585 December 15, 2010 MEMORANDUM TO KAREN L. BOARDMAN CHAIRPERSON FROM: SUBJECT: FEDERAL TECHNICAL CAP ABILITY PANEL Annual Workforce Analysis and Staffing Plan Report for Calendar Year 20 l 0 In response to your memo dated October 28, 2010, enclosed is the Office of Science (SC) Headquarters Workforce Analysis and Staffing Plan Report for Calendar Year 2010. The subject report was prepared in accordance with your guidance and represents the necessary resources required to provide oversight of Building 325 at Pacific Northwest National Laboratory, the only defense nuclear facility overseen by SC-Headquarters. If you have any questions regarding this memorandum, please contact Carol Sohn at carol.sohn@pnso.science.doe.gov or (509) 375-2320.

220

2010 Annual Workforce Analysis and Staffing Plan Report - LSO  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

REFRENCE: REFRENCE: U.S. Department of Energy National Nuclear Security Administration Livermore Site Office PO Box 808, L-293 7000 East Avenue Livermore, California 94551-0808 JAN 1 9 2011 ALICE C. WILLIAMS MANAGER 3250 COR-M0-12/2/2010-305229 Annual Workforce Analysis and Staffing Plan Report Memo (K. Boardman/Distribution), Annual Woriforce Analysis and Staffing Plan Report for Calendar Year 2010-10-NA SC-09, dated October 28, 2010 In accordance with the above reference, the Annual Workforce Analysis and Staffing Plan Report for the Livermore Site Office (LSO) are attached. The analysis identified a gap of 2.0 FTE to perform the Federal Safety Assurance Program. Recruitment is in process for the Cyber Security vacancy and the second position shown as vacant will be modified upon approval of a

Note: This page contains sample records for the topic "total workforce gender" from the National Library of EnergyBeta (NLEBeta).
While these samples are representative of the content of NLEBeta,
they are not comprehensive nor are they the most current set.
We encourage you to perform a real-time search of NLEBeta
to obtain the most current and comprehensive results.


221

2012 Annual Workforce Analysis and Staffing Plan Report - PPPO  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Annual Workforce Analysis and Staffing Plan Report Annual Workforce Analysis and Staffing Plan Report as of December 31, 2012 Reporting Office: Portsmouth/Paducah Project Office Section 1: Current Mission(s) of the Organization and Potential Changes The PPPO mission is to effectively implement EM responsibilities, obligations and activities at the Department's Portsmouth, Ohio and Paducah, Kentucky, sites:  Accomplish environmental remediation actions in compliance with regulatory milestones and agreements.  Disposition legacy and newly generated waste.  Operations of Depleted Uranium Hexafluoride Conversion Facilities at both sites.  Perform Decontamination and Decommissioning of the Portsmouth Gaseous Diffusion Plant The PPPO Manager serves as the line manager reporting to the Assistant Secretary for Environmental

222

DOE Acquisition Workforce News Acquiring Minds Want to Know  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Workforce News Workforce News Acquiring Minds Want to Know Office of Acquisition and Project Management SEPTEMBER 2012 Procurement Management Review Program 2 DOE/NNSA Acquisition Workshop 3 Recently Certified FPDs 3 PMCDP Course Schedule 4 Questions of the Month 5 Continuing Education Hours Name Change 5 Causal Connection between Design Maturity and Project Cost Rick Elliott, PE, CCE, CFM, CEM Design maturity is one of the principal criteria that the Office of Acquisition and Project Management considers when evaluating the readiness of a project to receive Critical Decision (CD) 2, Approve Performance Baseline, and CD-3, Approve Start of Construction or Execution. An "immature" design is simply one that has not been fully

223

2010 Annual Workforce Analysis and Staffing Plan Report - Oak Ridge  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

February 9, 2011 February 9, 2011 FROM: SUBJECT: In accordance with DOE 0426.1, Federal Technical Capability, I am pleased to provide you with the Oak Ridge Office Annual Workforce Analysis and Staffmg Plan Report for Calendar Year 2010. The analysis follows the Federal Technical Capability Panel guidance. Should you have questions regarding this report, please feel free to contact me at (865) 576-4444 or Larry Kelly at (865) 576-0891. Attachment: 2010 Annual Workforce Analysis and Staffing Plan Report for Federal Technical Personnel cc w/attachment: R.J. Brown, M-2, ORO Susan Cange, NS-50, ORO Pauline Douglas, OS-20, ORO John Eschenberg, EM-90, ORO Larry Kelly, SE-30, ORO Johnny Moore, SC-IO, ORO John Shewairy, AD-40, ORO Patricia Howse-Smith, AD-44, ORO Butch Brant, AD-443, ORO

224

Energy Efficiency Services Sector: Workforce Education and Training Needs  

SciTech Connect

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.

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

2010-03-19T23:59:59.000Z

225

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

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Health, Productivity and Safety in the Workforce: 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 * Aging workforce fills workforce gap contributing knowledge, advanced skills and is engaged and committed * Chronic health condition increase with age which may affect productivity and safety 1. Do reports of chronic health conditions vary by age? 2. Do workers of different ages with one or more health

226

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

SciTech Connect

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.

Tegen, S.

2014-05-01T23:59:59.000Z

227

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

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

January 19~ 2012 Subject: Annual Workforce Analysis and Staffing Plan Report for Calendar Year 2011 (OS-DM-12-004) To: Karen L. Boardman, Chairperson Federal Technical Capability Panel National Nuclear Security Administration Reference: Memorandum, Karen Boardman to Distribution, "Annual Workforce Analysis and Staffing Plan Report for Calendar Year 2011," dated October 13,2011 In accordance with direction in the reference, the Department of Energy, Idaho Operations Office (DOE-ID) performed a workforce analysis and developed an Annual Workforce Analysis and Staffing Report. The Report is hereby submitted for the Federal Technical Capability Program (FTCP) review and incorporation into the FTCP Annual Report to the Secretary.

228

E-Print Network 3.0 - adolescent medicine workforce Sample Search...  

NLE Websites -- All DOE Office Websites (Extended Search)

of Special Populations (HNT9) Office of the Director (HNT1) Eunice... Analysis and Workforce Planning Section (63) Office of Global Health Research and International...

229

Subject: Biomedical Workforce Sustainability and Diversity Recommendations As part of our SUNY RF initiatives to grow research through recruitment of outstanding  

E-Print Network (OSTI)

Subject: Biomedical Workforce Sustainability and Diversity Recommendations As part of our SUNY RF Plans to Implement Biomedical Workforce Sustainability and Diversity Recommendations On December 6 recent ACD working group reports, the Biomedical Research Workforce Working Group Report

Linsley, Braddock K.

230

2012 Annual Workforce Analysis and Staffing Plan Report - PNSO  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

of Energy of Energy Pacific Northwest Site Office P.O. Box 350, K9-42 Richland, Washington 99352 13-PNSO-0073 JAN 07 2013 MEMORANDUM FOR KAREN L. BOARDMAN, CHAIRPERSON FEDERAL TECHNICAL CAPABILITY PANEL NATIONAL TRAINING CENTER, HS-50 FROM: SUBJECT: ROGER E. SNYD MANAGER " C ANALYSIS AND STAFFING PLAN REPORT FOR CY 2012 PACIFIC NORTHWEST SITE OFFICE In response to your memorandum dated October 24, 2012, attached is the Pacific Northwest Site Office (PNSO) Annual Workforce Analysis and Staffing Plan Report for CY 2012. The subject

231

Microsoft Word - EOTA Workforce AnalysisReport_82910.docx  

NLE Websites -- All DOE Office Websites (Extended Search)

EMERGENCY OPERTATIONS EMERGENCY OPERTATIONS TRAINING ACADEMY (EOTA) WORKFORCE ANALYSIS DATA REPORT AUGUST 2010 Notice: The Information contained in this analysis summary, and all of the associated appendices, have been impacted by changes since the accomplishment of this study and therefore it is no longer an accurate reflection of the actual tasks performed by contractor personnel in the EOTA organization. Additionally, some elements of the analysis were impacted by the participant interaction as well as organizational changes and are known to be inaccurate. Page 2 Table of Contents Executive Summary .......................................................................... 3 Overview ..........................................................................................

232

2010 Annual Workforce Analysis and Staffing Plan Report - NNSA SC  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

ATTACHMENT 1 ATTACHMENT 1 1 Annual Workforce Analysis and Staffing Plan Report Draft as of December 31, 2010 Reporting Office: NNSA SC (NZ) Section One: Current Mission(s) of the Organization and Potential Changes NNSA Mission: To strengthen United States security through the military application of nuclear energy and by reducing the global threat from terrorism and weapons of mass destruction. NNSA Vision: To be an integrated nuclear security enterprise operating an efficient and agile nuclear weapons complex, recognized as preeminent in technical leadership and program management. NNSA Service Center Mission: Provide responsive business, technical, financial, legal, and management advice and services to successfully accomplish the NNSA mission. NNSA Service Center Vision:

233

2012 Workforce Analysis and Staffing Plan Report Memo, Guidance and Template  

Energy.gov (U.S. Department of Energy (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.

234

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

Energy.gov (U.S. Department of Energy (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.

235

Computational Study for the Workforce Scheduling and Routing J. Arturo Castillo-Salazar1  

E-Print Network (OSTI)

Computational Study for the Workforce Scheduling and Routing Problem J. Arturo Castillo-Salazar1 , Dario Landa-Silva1 and Rong Qu1 1Automated Scheduling, Optimisation and Planning (ASAP) Research Group.landasilva, rong.qu}@nottingham.ac.uk Keywords: Employee Scheduling, Workforce Optimization, Personnel Routing

Qu, Rong

236

The workforce is the most important but also the least predictable aspect of  

E-Print Network (OSTI)

Responses The workforce is the most important but also the least predictable aspect of planning are limited, and inadequate planning and underinvestment in countries that are better resourced. James Johnson argues that developed countries need to become self sufficient in meeting their own health workforce

Richner, Heinz

237

2013 Workforce Analysis and Staffing Plan Report Memo, Guidance and Template  

Energy.gov (U.S. Department of Energy (DOE))

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 analysis process continues to cover technical capability needs to address defense nuclear facility and related operational hazards.

238

John J. Heldrich Center for Workforce Development Edward J. Bloustein School of Planning and Public Policy  

E-Print Network (OSTI)

John J. Heldrich Center for Workforce Development Edward J. Bloustein School of Planning and Public, Ph.D. September 2010 #12;1 worktrends Background The John J. Heldrich Center for Workforce Development at the Edward J. Bloustein School of Planning and Public Policy at Rutgers, The State University

Garfunkel, Eric

239

John J. Heldrich Center for Workforce Development Edward J. Bloustein School of Planning and Public Policy  

E-Print Network (OSTI)

John J. Heldrich Center for Workforce Development Edward J. Bloustein School of Planning and Public.B.......................................................................... 27 #12;WORKTRENDS Survey, Vol. 9.1: Summer `08 i The John J. Heldrich Center for Workforce Development at the Edward J. Bloustein School of Planning and Public Policy at Rutgers, The State University

Garfunkel, Eric

240

John J. Heldrich Center for Workforce Development Edward J. Bloustein School of Planning and Public Policy  

E-Print Network (OSTI)

John J. Heldrich Center for Workforce Development Edward J. Bloustein School of Planning and Public.D. Cliff Zukin, Ph.D. May 2010 #12;1 worktrends Background The John J. Heldrich Center for Workforce Development at the Edward J. Bloustein School of Planning and Public Policy at Rutgers, The State University

Garfunkel, Eric

Note: This page contains sample records for the topic "total workforce gender" from the National Library of EnergyBeta (NLEBeta).
While these samples are representative of the content of NLEBeta,
they are not comprehensive nor are they the most current set.
We encourage you to perform a real-time search of NLEBeta
to obtain the most current and comprehensive results.


241

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

Energy.gov (U.S. Department of Energy (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.

242

2010 Workforce Analysis and Staffing Plan Report Memo and Workforce Analysis Guidance for FR, SSO, STSM & TQP  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Page 1 of 4 Page 1 of 4 Attachment 1 Annual Workforce Analysis and Staffing Plan Report as of December 31, 2010 Reporting Office _____________________ This is a template. Explanatory/example wording not in bold type should be deleted for the report. Section One: Current Mission(s) of the Organization and Potential Changes 1. Provide several bullets that frame the types and magnitude of technical capabilities currently needed for safe operations in your sites hazardous facilities (non-nuclear and nuclear facilities including radiological facilities) or activities. For example: * Three major operating Category II and III nuclear facilities; * four significant nuclear facilities undergoing Decontamination and Decommissioning (D&D);

243

Microsoft Word - Workforce Trends Report to Congress_090706_FINAL.doc  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

August 2006 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 that support energy technology industries; and (B) electric power and transmission engineers. (2) REPORT ON TRENDS. - Not later than 1 year after the date of enactment of this Act, the Secretary shall submit to Congress a

244

Presentation to the EAC - Workforce Ad Hoc Committee Panel Discussion - Wanda Reder  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Workforce Ad Hoc Committee Workforce Ad Hoc Committee Panel Discussion Wanda Reder June 11, 2012 DOE EAC create an EAC Workforce Ad Hoc Working Group to review the workforce needs and make recommendations to ensure those with appropriate skills sets are available to support the future grid. - Consists EAC members and invited participants - Coordinate with others - Committee activity will sunset after their recommendations - Participants: * Chairs: Wanda Reder; Vice-Chair: Tom Sloan * DOE Point of Contact: David Meyer, Gil Bindewald, Anjan Bose * Members: Barbara Kenny, NSF; Ann Randazzo, CEWD, Dennis Ray, PSERC, Barbara Tyran, EPRI; Elaine Ulrich, DOE; - Additional EAC participation is encouraged! 2012 Workforce Ad-Hoc Background * Electric demand growing via electrification to

245

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

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

A Government-Wide Approach to a Diverse Workforce 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 Principal Deputy Director "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 collaboration, flexibility, and fairness to enable individuals to participate to their full potential." - President Barack Obama On August 18, 2011, President Obama issued an Executive Order on Establishing a Coordinated Government-wide Initiative to Promote Diversity and Inclusion in the Federal Workforce. This initiative seeks to coordinate

246

TOTAL Full-TOTAL Full-  

E-Print Network (OSTI)

Conducting - Orchestral 6 . . 6 5 1 . 6 5 . . 5 Conducting - Wind Ensemble 3 . . 3 2 . . 2 . 1 . 1 Early- X TOTAL Full- Part- X TOTAL Alternative Energy 6 . . 6 11 . . 11 13 2 . 15 Biomedical Engineering 52 English 71 . 4 75 70 . 4 74 72 . 3 75 Geosciences 9 . 1 10 15 . . 15 19 . . 19 History 37 1 2 40 28 3 3 34

Portman, Douglas

247

Montana Healthcare Workforce Advisory Committee Prepared by the Montana Office of Rural Health/Area Health Education Center  

E-Print Network (OSTI)

areas, fast track or accelerated programs) 4. Healthcare workforce planning, projections and analysisMontana Healthcare Workforce Advisory Committee Prepared by the Montana Office of Rural Health/Area Health Education Center May8, 2007 1 HEALTHCARE WORKFORCE DEMAND IN MONTANA A Report by the Montana

Maxwell, Bruce D.

248

Prepared by the Employment & Training Institute, University of Wisconsin-Milwaukee and the Milwaukee Area Workforce Investment Board  

E-Print Network (OSTI)

a valuable tool for workforce planning. Who's Employed The ACS reported an estimated 48,420 African American-Milwaukee and the Milwaukee Area Workforce Investment Board Milwaukee Drill photo courtesy of Milwaukee Electric Tool Corporation Milwaukee Drilldown, December 2009 for the Milwaukee Area Workforce Investment Board, Inc. Profile

Saldin, Dilano

249

Total Imports  

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

Data Series: Imports - Total Imports - Crude Oil Imports - Crude Oil, Commercial Imports - by SPR Imports - into SPR by Others Imports - Total Products Imports - Total Motor Gasoline Imports - Finished Motor Gasoline Imports - Reformulated Gasoline Imports - Reformulated Gasoline Blended w/ Fuel Ethanol Imports - Other Reformulated Gasoline Imports - Conventional Gasoline Imports - Conv. Gasoline Blended w/ Fuel Ethanol Imports - Conv. Gasoline Blended w/ Fuel Ethanol, Ed55 & Ed55 Imports - Other Conventional Gasoline Imports - Motor Gasoline Blend. Components Imports - Motor Gasoline Blend. Components, RBOB Imports - Motor Gasoline Blend. Components, RBOB w/ Ether Imports - Motor Gasoline Blend. Components, RBOB w/ Alcohol Imports - Motor Gasoline Blend. Components, CBOB Imports - Motor Gasoline Blend. Components, GTAB Imports - Motor Gasoline Blend. Components, Other Imports - Fuel Ethanol Imports - Kerosene-Type Jet Fuel Imports - Distillate Fuel Oil Imports - Distillate F.O., 15 ppm Sulfur and Under Imports - Distillate F.O., > 15 ppm to 500 ppm Sulfur Imports - Distillate F.O., > 500 ppm to 2000 ppm Sulfur Imports - Distillate F.O., > 2000 ppm Sulfur Imports - Residual Fuel Oil Imports - Propane/Propylene Imports - Other Other Oils Imports - Kerosene Imports - NGPLs/LRGs (Excluding Propane/Propylene) Exports - Total Crude Oil and Products Exports - Crude Oil Exports - Products Exports - Finished Motor Gasoline Exports - Kerosene-Type Jet Fuel Exports - Distillate Fuel Oil Exports - Residual Fuel Oil Exports - Propane/Propylene Exports - Other Oils Net Imports - Total Crude Oil and Products Net Imports - Crude Oil Net Imports - Petroleum Products Period: Weekly 4-Week Avg.

250

2010 Annual Workforce Analysis and Staffing Plan Report - PNSO  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

E E ^ ^ Department of Energy % fS, sg r/ Pacific Northwest Site Office / %1 ^ P.O.Box350,K9-42 #* » . c: ^ % ^ Richland, Washington 99352 .r ^ 3DEC 8 2010 ll-PNSO-0090 MEMORANDUM FORK. L. BOARDMAN, CHAIRPERSON i FEDERAL TECHNICAL CAPABILITY PANEL WEI^ i it / la FROM: MICHAEL J. MANAGER SUBJECT: ANALYSIS AND STAFFING PLAN REPORT FOR CY 2010 PACIFIC NORTHWEST SITE OFFICE In response to your memorandum dated October 28, 2010, attached is the Pacific Northwest Site Office (PNSO) Annual Workforce Analysis and Staffing Plan Report for CY 2010. The subject report was prepared in accordance with your guidance and represents the necessary resources required to provide oversight of the Pacific Northwest National Laboratory Defense Nuclear Facility known as Hanford Building 325. If you have any questions, please contact me, or you may also contact Roger Christensen, PNSO

251

2010 Annual Workforce Analysis and Staffing Plan Report - EM CBC  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Page 1 of 4 Page 1 of 4 Annual Workforce Analysis and Staffing Plan Report As of December 31, 2010 Reporting Office EM Consolidated Business Center Section One: Current Mission(s) of the Organization and Potential Changes The EM Consolidated Business Center (EMCBC) provides the U.S. Department of Energy's Office of Environmental Management project sites with a full range of business support services using a strategic model similar to that used by other DOE field sites, as well as logistics management and technical assistance. Attributes of the model include the following: (1) stable business support for a variety of customers with differing project mission requirements and different business support priorities;(2) Combined use of federal employees and support service contractors (as required) to support customer needs, and (3) Optimization of

252

2011 Annual Workforce Analysis and Staffing Plan Report - PNSO  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

-PNS0-0071 -PNS0-0071 Department of Energy Pacific Northwest Site Office P.O. Box 350, K9-42 Richland, Washington 99352 DEC 1 6 2011 MEMORANDUM FOR KAREN L. BOARDMAN, CHAIRPERSON FEDERAL TECHNICAL CAP ABILITY PANEL FROM: SUBJECT: ANALYSIS AND STAFFIN PLAN REPORT FOR CY 2011 - PACIFIC NORTHWEST SITE OFFICE (PNSO) In response to your memorandum dated October 13, 2011, attached is the PNSO Annual Workforce Analysis and Staffing Plan Report for CY 2011. The subject report was prepared in accordance with your guidance and represents the necessary resources required to provide oversight of the Pacific Northwest National Laboratory Defense Nuclear Facility known as Hanford Building 325. If you have any questions, please contact me, or your staff may contact Ted Pietrok, FTCP

253

2012 Annual Workforce Analysis and Staffing Plan Report - EM CBC  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

FEB 6 FEB 6 REPLY IO ATTN OF: EMCBC:MARCUS EMCBC-00296-13 sus1Ecr: ANNUAL WORKFORCE ANALYSIS AND STAFFING PLAN REPORTS FOR CALENDAR YEAR 2012 IO: Karen Boardman, Chairperson, Federal Technical Capability Panel The purpose of this memorandum is to transmit the requested Analysis and Staffing Plans per the memorandum dated October 24, 2012 with the same Subject. The Environmental Management Consolidated Business Center (EMCBC) provides the U.S. Department of Energy's Office of Environmental Management (EM) with a full range of business and technical support services using a strategic model to that used by other field sites. The EMCBC Technical Support and Services resides in the Office of Technical Support and Asset Management (OTSAM). The full-time equivalent (FTE) referenced in the

254

2011 Annual Workforce Analysis and Staffing Plan Report - EM CBC  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

9 2012 9 2012 REPLY TO ATTN OF: EM CBC: BOYD EMCBC-00283-12 suBrncr: ANNUAL WORKFORCE ANALYSIS AND STAFFING PLAN REPORTS FOR CALENDAR YEAR2011 TO: Karen Boardman, Chairperson, Federal Technical Capability Panel The Environmental Management Consolidated Business Center (EMCBC) does not have a fixed set of facilities. The responsibilities requiring technical staffing vary from year to year depending upon supported project activities. The types and magnitude of the EM CBC technical capabilities currently needed for safe operations is dictated by the responsibility to provide surveillance and maintenance activities, support and oversee environmental cleanup, and transition of facilities at the Brookhaven National Laboratory (BNL); Grand Junction/Moab UMTRA Project; Separations Process Research

255

2012 Annual Workforce Analysis and Staffing Plan Report - SRSO  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

8 8 United States Government National Nuclear Security Administration Workforce Analysis and Staffing Plan Report TO: Karen L. Boardman, Chairperson, Federal Technical Capability Panel (FTCP), NNSA Service Center In response to your October 24, 2012, memorandum, we have conducted a staffing analysis for the SRSO. This analysis was conducted in accordance with the models and guidance provided at the FTCP website. We have also completed the attached tables as requested. As SRSO is co-located on an Environmental Management landlord site, we rely on the Savannah River Operations Office for matrix support for certain functions due to the limited number of

256

2010 Annual Workforce Analysis and Staffing Plan Report - YSO  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

10100) 10100) United States Government Department of Energy National Nuclear Security Administration memorandum DATE: January 19, 2011 REPLY TO ATTN OF Y12-40:Sundie SUBJECT STAFFING PLAN FOR THE NATIONAL NUCLEAR SECURITY ADMINISTRATION Y-12 SITE OFFICE TO: Karen Boardman, Chairman, Federal Technical Capability Panel, National Nuclear Security Administration Service Center, ABQ Reference: Memorandum from Chairperson, Federal Technical Capability Panel to Agents, Annual Workforce Analysis and Staffing Plan Report for Calendar Year (CY) 2010, dated October 28,2010 We have completed our analysis of staffing needs per the guidance in the referenced memorandum. Our revised staffing plan for the YSO is attached. Should you have any questions, please contact Terry Olberding at (865) 576-2550.

257

Stuck in the Pipeline: A Critical Review of STEM Workforce Literature  

E-Print Network (OSTI)

and science careers: Leaky pipeline or gender filter? GenderL. (2006). Expanding the pipeline: Transforming the cultureThe incredible shrinking pipeline. Inroads: SIGCE Bulletin,

Metcalf, Heather

2010-01-01T23:59:59.000Z

258

Gender Differences in Seeking Help.  

E-Print Network (OSTI)

??Gender differences in willingness to seek help were examined in this study. Males often appear to not seek help from others, especially from a professional, (more)

Jackson, Jeff

2011-01-01T23:59:59.000Z

259

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

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

4, 2013 4, 2013 Subject: Annual Workforce Analysis and Staffing Plan Report for Calendar Year 2012 (EM-NSPD-13-003) To: Karen L. Boardman, Chairman Federal Technical Capability Panel National Nuclear Security Administration Reference: Memorandum, Karen Boardman to Distribution, "Annual Workforce Analysis and Staffing Plan Report for Calendar Year 2012," dated October 24, 2012 In accordance with direction in the reference, the Department of Energy, Idaho Operations Office (DOE-ID) performed a workforce analysis and developed an Annual Workforce Analysis and Staffing Report. The Report is herby submitted for the Federal Technical Capability Program (FTCP) review and incorporation into the FTCP Annual Report to the Secretary. Questions may be addressed to the DOE-ID FTCP Agent, Mark C. Brown at (208) 526-

260

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

Energy.gov (U.S. Department of Energy (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.

Note: This page contains sample records for the topic "total workforce gender" from the National Library of EnergyBeta (NLEBeta).
While these samples are representative of the content of NLEBeta,
they are not comprehensive nor are they the most current set.
We encourage you to perform a real-time search of NLEBeta
to obtain the most current and comprehensive results.


261

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

Energy.gov (U.S. Department of Energy (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.

262

2012 Annual Workforce Analysis and Staffing Plan Report- Office of Science  

Energy.gov (U.S. Department of Energy (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.

263

2010 Annual Workforce Analysis and Staffing Plan Report- Office of Environmental Management  

Energy.gov (U.S. Department of Energy (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.

264

2012 Annual Workforce Analysis and Staffing Plan Report- Richland Operations Office  

Energy.gov (U.S. Department of Energy (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.

265

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

Energy.gov (U.S. Department of Energy (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.

266

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

Energy.gov (U.S. Department of Energy (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.

267

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

Energy.gov (U.S. Department of Energy (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.

268

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

Energy.gov (U.S. Department of Energy (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.

269

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

Energy.gov (U.S. Department of Energy (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.

270

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

Energy.gov (U.S. Department of Energy (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.

271

2011 Annual Workforce Analysis and Staffing Plan Report- Richland Operations Office  

Energy.gov (U.S. Department of Energy (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.

272

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

Energy.gov (U.S. Department of Energy (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.

273

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

Energy.gov (U.S. Department of Energy (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.

274

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

Energy.gov (U.S. Department of Energy (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.

275

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

Energy.gov (U.S. Department of Energy (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.

276

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

Energy.gov (U.S. Department of Energy (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.

277

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

Energy.gov (U.S. Department of Energy (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.

278

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

Energy.gov (U.S. Department of Energy (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.

279

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

Energy.gov (U.S. Department of Energy (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.

280

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

Energy.gov (U.S. Department of Energy (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.

Note: This page contains sample records for the topic "total workforce gender" from the National Library of EnergyBeta (NLEBeta).
While these samples are representative of the content of NLEBeta,
they are not comprehensive nor are they the most current set.
We encourage you to perform a real-time search of NLEBeta
to obtain the most current and comprehensive results.


281

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

Energy.gov (U.S. Department of Energy (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.

282

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

Energy.gov (U.S. Department of Energy (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.

283

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

Energy.gov (U.S. Department of Energy (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.

284

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

Energy.gov (U.S. Department of Energy (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.

285

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

Energy.gov (U.S. Department of Energy (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.

286

2011 Annual Workforce Analysis and Staffing Plan Report- Portsmouth Paducah Project Office  

Energy.gov (U.S. Department of Energy (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.

287

2012 Annual Workforce Analysis and Staffing Plan Report- Portsmouth Paducah Project Office  

Energy.gov (U.S. Department of Energy (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.

288

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

Energy.gov (U.S. Department of Energy (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.

289

2013 Annual Workforce Analysis and Staffing Plan Report- Portsmouth Paducah Project Office  

Energy.gov (U.S. Department of Energy (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.

290

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

Energy.gov (U.S. Department of Energy (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.

291

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

Energy.gov (U.S. Department of Energy (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.

292

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

Energy.gov (U.S. Department of Energy (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.

293

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

Energy.gov (U.S. Department of Energy (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.

294

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

Energy.gov (U.S. Department of Energy (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.

295

2012 Annual Workforce Analysis and Staffing Plan Report- Savannah River Site Office  

Energy.gov (U.S. Department of Energy (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.

296

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

Energy.gov (U.S. Department of Energy (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.

297

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

Energy.gov (U.S. Department of Energy (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.

298

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

Energy.gov (U.S. Department of Energy (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.

299

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

Energy.gov (U.S. Department of Energy (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.

300

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

Energy.gov (U.S. Department of Energy (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.

Note: This page contains sample records for the topic "total workforce gender" from the National Library of EnergyBeta (NLEBeta).
While these samples are representative of the content of NLEBeta,
they are not comprehensive nor are they the most current set.
We encourage you to perform a real-time search of NLEBeta
to obtain the most current and comprehensive results.


301

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

Energy.gov (U.S. Department of Energy (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.

302

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

Energy.gov (U.S. Department of Energy (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.

303

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

Energy.gov (U.S. Department of Energy (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.

304

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

Energy.gov (U.S. Department of Energy (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.

305

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

Energy.gov (U.S. Department of Energy (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.

306

2011 Annual Workforce Analysis and Staffing Plan Report- Y-12 Site Office  

Energy.gov (U.S. Department of Energy (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.

307

2011 Annual Workforce Analysis and Staffing Plan Report- Nevada Site Office  

Energy.gov (U.S. Department of Energy (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.

308

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

Energy.gov (U.S. Department of Energy (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.

309

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

Energy.gov (U.S. Department of Energy (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.

310

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

Energy.gov (U.S. Department of Energy (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.

311

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

Energy.gov (U.S. Department of Energy (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.

312

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

Energy.gov (U.S. Department of Energy (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.

313

2012 Annual Workforce Analysis and Staffing Plan Report- Nevada Site Office  

Energy.gov (U.S. Department of Energy (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.

314

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

Energy.gov (U.S. Department of Energy (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.

315

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

Energy.gov (U.S. Department of Energy (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.

316

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

Energy.gov (U.S. Department of Energy (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.

317

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

Energy.gov (U.S. Department of Energy (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.

318

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

Energy.gov (U.S. Department of Energy (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.

319

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

Energy.gov (U.S. Department of Energy (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.

320

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

Energy.gov (U.S. Department of Energy (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.

Note: This page contains sample records for the topic "total workforce gender" from the National Library of EnergyBeta (NLEBeta).
While these samples are representative of the content of NLEBeta,
they are not comprehensive nor are they the most current set.
We encourage you to perform a real-time search of NLEBeta
to obtain the most current and comprehensive results.


321

Veterans transition : analyzing the potential for vocational voucher programs as targeted workforce development & trauma mitigation strategies  

E-Print Network (OSTI)

The Post-9/11 GI Bill was designed as a way to integrate the returning veteran population into the workforce through the vehicle of higher education. Standing to cost in upwards of $200 billion, it is not clear whether ...

Castaeda, Justice Mya

2013-01-01T23:59:59.000Z

322

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

Energy.gov (U.S. Department of Energy (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.

323

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

Energy.gov (U.S. Department of Energy (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...

324

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

Energy.gov (U.S. Department of Energy (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.

325

2014 Annual Workforce Analysis and Staffing Plan Report- Nevada Field Office  

Energy.gov (U.S. Department of Energy (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.

326

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

Energy.gov (U.S. Department of Energy (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.

327

2013 Annual Workforce Analysis and Staffing Plan Report- NNSA Production Office  

Energy.gov (U.S. Department of Energy (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.

328

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

Energy.gov (U.S. Department of Energy (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.

329

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

Energy.gov (U.S. Department of Energy (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.

330

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

Energy.gov (U.S. Department of Energy (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.

331

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

SciTech Connect

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.

None

2009-02-01T23:59:59.000Z

332

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

Energy.gov (U.S. Department of Energy (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.

333

2012 Annual Workforce Analysis and Staffing Plan Report- Livermore Field Office  

Energy.gov (U.S. Department of Energy (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.

334

2013 Annual Workforce Analysis and Staffing Plan Report- Livermore Field Office  

Energy.gov (U.S. Department of Energy (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.

335

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

Energy.gov (U.S. Department of Energy (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.

336

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

Energy.gov (U.S. Department of Energy (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.

337

USA Science and Engineering Festival: Inspiring and Educating the Clean Energy Workforce of Tomorrow  

Office of Energy Efficiency and Renewable Energy (EERE)

The Energy Department is helping the nation's future STEM workforce (science, technology, engineering, and mathematics) explore energy literacy at the USA Science and Engineering Festival in Washington, D.C. Learn more about the event and how you can participate.

338

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

Energy.gov (U.S. Department of Energy (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.

339

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

Energy.gov (U.S. Department of Energy (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.

340

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

Energy.gov (U.S. Department of Energy (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.

Note: This page contains sample records for the topic "total workforce gender" from the National Library of EnergyBeta (NLEBeta).
While these samples are representative of the content of NLEBeta,
they are not comprehensive nor are they the most current set.
We encourage you to perform a real-time search of NLEBeta
to obtain the most current and comprehensive results.


341

A crossfield literature review of the HIV and AIDS impacts on the Ugandan workforce through the HRD lens  

E-Print Network (OSTI)

, INGO effectiveness assessments, development of instruments for measuring outputs upon the workforce environment, and workforce development. 7 Under President Yoweri Museveni?s leadership, economic development could be jump started by the national...-accessible text data; 2) to understand what the workforce demographics are after 30 years of HIV and AIDS activities from mainly INGOs, FBOs, and CBOs; 3) to determine what change agents (ABC National AIDS program, INGOs, FBOs, CBOs), leaderships (clergy...

Howard, Debra Mayes

2005-02-17T23:59:59.000Z

342

The mental health workforce gap in low- and middle-income countries: a needs-based approach  

E-Print Network (OSTI)

in LMICs greatly hinders workforce planning efforts. Almostworkforce needs as- sessment should refer to the step-by-step WHO guide Planning

2011-01-01T23:59:59.000Z

343

Gender Equity as Institutional Change  

E-Print Network (OSTI)

, and Industrial & Systems Engineering University of Wisconsin-Madison #12;Today's Presentation · What is gender (Carnes, JWH 1997) · Multiple social identities increases creativity (Amabile and Khaire, HBR Oct, 2008

Sheridan, Jennifer

344

Gender Equity in Academic Medicine  

E-Print Network (OSTI)

, and Industrial & Systems Engineering University of Wisconsin-Madison #12;Today's Presentation · What is gender social identities increases creativity (Amabile and Khaire, HBR Oct, 2008) · Women leaders more likely

Sheridan, Jennifer

345

Gender, education and terrorism  

Science Journals Connector (OSTI)

This paper examines the effect of gender and education on support for and the occurrence of international terrorism. We use the PEW 2007 Survey data on attitudes towards nine powers defined as 'target countries' and suicide terrorism in 16 Middle Eastern, African and Asian countries with predominantly Muslim populations ('source countries') and link it to the NCTC data on international terrorism originating from the source countries and directed against the nine target countries (China, Egypt, the European Union, India, Iran, Japan, Russia, Saudi Arabia and the USA). Analysing the demographic characteristics of the group of respondents relevant for the occurrence of terrorism we find that women with tertiary education who justify suicide bombing and have an unfavourable opinion towards the countries that are potential targets of international terrorism have a significant impact on the occurrence of terrorist acts. Our results challenge widespread views on the role of women and education in suppressing extremism and suggest that improving women's education is not sufficient to deter terrorism and should be accompanied by other steps.

Jitka Malečková and Dragana Staniši?

2014-01-01T23:59:59.000Z

346

Gender and Desire: Uncursing Pandora  

E-Print Network (OSTI)

-Eisendrath accurately states that most psycholog ical theories, including Jung's, were developed by men and were (and are) patriarchal or androcentric. Her post-Jungian perspective, one of shared power and gender equality, is similar to other post- Jungian theorists...-Eisendrath accurately states that most psycholog ical theories, including Jung's, were developed by men and were (and are) patriarchal or androcentric. Her post-Jungian perspective, one of shared power and gender equality, is similar to other post- Jungian theorists...

Young-Eisendrath, Polly

1997-01-01T23:59:59.000Z

347

Gender determination of avian embryo  

DOE Patents (OSTI)

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.

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

2002-01-01T23:59:59.000Z

348

2011 Annual Workforce Analysis and Staffing Plan Report - NNSA for Safety and Health  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Annual Workforce Analysis and Staffing Plan Report Annual Workforce Analysis and Staffing Plan Report As of December 31, 2011 Reporting Office: NNSA NA-SH Section One: Current Mission(s) of the Organization and Potential Changes The Office of the Associate Administrator for Safety and Health (NA-SH) provides mission enabling support to the NNSA Administrator, Central Technical Authority (CTA), Acquisition Executives, senior NNSA officials, program officers and site offices. NA-SH enables other NNSA organizations to fulfill NNSA missions while protecting the environment and safeguarding the safety and health of the public and the workforce. Section Two: SITE CHARACTERISTICS TABLE 1 Number of Hazard Category 1, 2, or 3 Nuclear Facilities: HC 1: 0; HC 2: 0; HC 3: 0 Number of Radiological Facilities

349

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

SciTech Connect

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.

None

2009-04-01T23:59:59.000Z

350

Prepared by Dr. Ping Yu To inform strategic information technology planning and workforce education, UnitingCare Ageing  

E-Print Network (OSTI)

Prepared by Dr. Ping Yu To inform strategic information technology planning and workforce education documentation practice. that the workforce is receptive to the opportunities and benefits of a computer utilise computer-based care plans to a certain extent. · The time-consuming nature of a paper-based record

Yu, Ping

351

Computational Study for Workforce Scheduling and Routing Problems J. Arturo Castillo-Salazar, Dario Landa-Silva and Rong Qu  

E-Print Network (OSTI)

Computational Study for Workforce Scheduling and Routing Problems J. Arturo Castillo-Salazar, Dario Landa-Silva and Rong Qu Automated Scheduling, Optimisation and Planning (ASAP) Research Group, School.K. {psxjaca, dario.landasilva, rong.qu}@nottingham.ac.uk Keywords: Workforce Scheduling and Routing

Landa-Silva, Dario

352

Annual Diversity Report 2009 -appendix 1 Section 9: Workforce Planning Statistics: New Appointments between 01/10/07-30/09/08  

E-Print Network (OSTI)

Annual Diversity Report 2009 - appendix 1 Section 9: Workforce Planning Statistics: New Appointments between 01/10/07-30/09/08 Table 9.1 Workforce Planning Statistics: Ethnicity by Faculty 9.2 Workforce Planning Statistics: Disability by Faculty and Professional Service: New Appointments

Anderson, Jim

353

1 Statewide Imprisonment of Black Men in Wisconsin | A Resource Paper for Workforce Planning Statewide Imprisonment of Black Men in Wisconsin  

E-Print Network (OSTI)

1 Statewide Imprisonment of Black Men in Wisconsin | A Resource Paper for Workforce Planning Statewide Imprisonment of Black Men in Wisconsin A resource paper for workforce planning prepared by Lois M for Workforce Planning 2. When prison records were examined for the state as a whole, they showed that by 2012

Saldin, Dilano

354

Flirty Fishing Gender Ethics and the Jesus Revolution  

E-Print Network (OSTI)

of God. Studying gender ethics within the JM will helpFlirty Fishing Gender Ethics and the Jesus Revolution byof free love, gender ethics and evangelical Christianity

Johnson, Julianne

2014-01-01T23:59:59.000Z

355

A"Milwaukee Plan" for Construction Trade Apprenticeships? Workforce Challenges for 2014  

E-Print Network (OSTI)

1 A"Milwaukee Plan" for Construction Trade Apprenticeships? Workforce Challenges for 2014 Prepared-Milwaukee, 2014 Background on the 1970s Milwaukee Plan Proposal As part of its effort to reduce barriers a "Philadelphia Plan," requiring federal contractors to make "good faith efforts" to reach federally

Saldin, Dilano

356

THE CHALLENGES AND OPPORTUNITIES TO MEET THE WORKFORCE DEMAND IN THE ELECTRIC POWER AND ENERGY PROFESSION  

E-Print Network (OSTI)

, but also has become the backbone for our economic development. The world has witnessed electric power1 THE CHALLENGES AND OPPORTUNITIES TO MEET THE WORKFORCE DEMAND IN THE ELECTRIC POWER AND ENERGY and supply in the world in general, and in the US, in particular. The electric power and energy industry

357

Defining a strategy for development of systems capability in the workforce  

Science Journals Connector (OSTI)

As systems increase in complexity, many organizations face an increasing need to improve the systems capability of their workforce. Systems engineering, systems integration, and system architecting skills are needed, yet many organizations struggle with ... Keywords: capability development, systems engineering, systems engineering training

Heidi L. Davidz; James N. Martin

2011-06-01T23:59:59.000Z

358

Area 6 Piedmont Workforce Network Quick Reference Guide City of Charlottesville.  

E-Print Network (OSTI)

Virginia Workforce Center Charlottesville 434-963-2960 Albemarle Career Center Charlottesville 434. College Charlottesville 434-977-3900 CATEC Charlottesville-Albemarle 434-973-4461 WIA Adult/Dislocated Worker Culpeper 540-727-1055 Germanna Community College Culpeper 540-937-2971 Lord Fairfax Community

Acton, Scott

359

Barge Truck Total  

Annual Energy Outlook 2012 (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...

360

Gender Equality and Female Empowerment Policy  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

GENDER EQUALITY 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, Limited (UTTL); page 5,The Hunger Project; page 18, Erwwin Rose/USAID; page 20, Karen Homer/AWARD. ii USAID Policy on Gender Equality and Female Empowerment Table of Contents TABLE OF CONTENTS Message from the Administrator . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . iv

Note: This page contains sample records for the topic "total workforce gender" from the National Library of EnergyBeta (NLEBeta).
While these samples are representative of the content of NLEBeta,
they are not comprehensive nor are they the most current set.
We encourage you to perform a real-time search of NLEBeta
to obtain the most current and comprehensive results.


361

Ten years of health workforce planning in the Netherlands: a tentative evaluation of GP planning as an example  

Science Journals Connector (OSTI)

In many countries, health-care labour markets are constantly being challenged by an alternation of shortage and oversupply. Avoiding these cyclic variations is a major challenge. In the Netherlands, a workforc...

Malou Van Greuningen; Ronald S Batenburg

2012-08-01T23:59:59.000Z

362

2011 Annual Workforce Analysis and Staffing Plan Report - NNSA HQ NA-70  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Annual Workforce Analysis and Staffing Plan Report Annual Workforce Analysis and Staffing Plan Report As of December 31, 2011 Reporting Office: NNSA NA-70 Section One: Current Mission(s) of the Organization and Potential Changes 1. DNS is the NNSA line management organization responsible for security direction and program management with respect to prioritization of resources, program evaluation, and funding allocation. Key management areas include security operations, resources, engineering, and technical support to NNSA field elements and facilities. Specific subject matter expertise also includes physical and personnel security, protective forces, nuclear materials control and accountability, classified and sensitive information protection, and technical security programs. DNS evaluates the status of protection programs at all NNSA facilities against National policy and

363

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

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

41 41 Prepared for the U.S. Department of Energy under Contract DE-AC05-76RL01830 Developing Secure Power Systems Professional Competence: Alignment and Gaps in Workforce Development Programs-Summary Report LR O'Neil TJ Vanderhorst, Jr MJ Assante J Januszewski, III DH Tobey R Leo TJ Conway K Perman July 2013 PNNL- 22641 Developing Secure Power Systems Professional Competence: Alignment and Gaps in Workforce Development Programs-Summary Report LR O'Neil TJ Vanderhorst, Jr MJ Assante J Januszewski, III DH Tobey R Leo TJ Conway K Perman Contributors: SGC Panel Members July, 2013 Prepared by: Pacific Northwest National Laboratory and NBISE Secure Power Systems Professional Project Team This document is a summarization of the report, Developing Secure Power Systems

364

Workforce Development for Teachers and Scientists (WDTS) Homepage | U.S.  

NLE Websites -- All DOE Office Websites (Extended Search)

Programs » WDTS Home Programs » WDTS Home Workforce Development for Teachers and Scientists (WDTS) WDTS Home About Science Undergraduate Laboratory Internships (SULI) Community College Internships (CCI) DOE Office of Science Graduate Fellowship (SCGF) Program External link Albert Einstein Distinguished Educator Fellowship (AEF) Program Visiting Faculty Program (VFP) at DOE Laboratories DOE National Science Bowl® (NSB) Laboratory Equipment Donation Program (LEDP) Outreach Contact Information Workforce Development for Teachers and Scientists U.S. Department of Energy SC-27/ Forrestal Building 1000 Independence Ave., SW Washington, DC 20585 P: (202) 586-8842 F: (202) 586-0019 E: sc.wdts@science.doe.gov The application process is now closed for the Summer Term of The Science Undergraduate Laboratory Internships (SULI) Program

365

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

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

18, 2013 18, 2013 MEMORANDUM FOR KAREN L. BOARDM AN CHAIRP ERSON rROM: SU BJ ECT: REFERENCE: FEDE RAL TECHN ICA L CAPABILITIES PANEL MARK WI IITNEY It J I MAN AG ER VV"-c.--'\<.- OAK RIDGE OFFICE or ENV IRONMENT/\L M~ OAK RIDG E OFFICE OF ENVIRONMENT/\ L M/\NAGEMENT ANNUAL WORKFORCE ANAL YSJS AND STAFFING REPORT Memorandum from Karen L. Boardman to Distribution, Annual Workfhrce Analysis and Stqfftng Plan Report f(Jr Calendar Year 20 12, dated October 24, 20 12 As requested, attached is the Oak Ridge Office of Environmental Manage ment (OREM) Calendar Year 2012 annual workforce anal ys is and staffing plan th at identifi es the technica l capabil iti es and pos itions ORe:M needs to ensure safe operations of OREM assigned nuc lear faci liti es. This report is submitted for incorporation into the Federa

366

Presentation to the EAC - NSF Workforce Development Related Activities and Programs - Barbara Kenny  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

NSF Workforce Development NSF Workforce Development Related Activities and Programs Barbara Kenny June 11, 2012 NSF Mission and Vision * Mission: From the NSF Act of 1950: ..."To promote the progress of science; to advance the national health, prosperity, and welfare; to secure the national defense...." * Vision: NSF envisions a nation that capitalizes on new concepts in science and engineering and provides global leadership in advancing research and education $B * ARRA ? 5 5.5 6 6.5 7 7.5 8 8.5 9 9.5 2005 2006 2007 2008 2009 2010 2011 2012 2013 Request Actual Fiscal Year NSF Budget Mathematical & Physical Sciences (MPS) Geosciences (GEO) Engineering (ENG) Computer & Information Science & Engineering (CISE) Biological Sciences (BIO) Office of the Inspector General (OIG)

367

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

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

93-8518 93-8518 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, 2012. In summary, the current shortages at NNSA/NSO are: High Priority None Medium Priority None Other Positions 0.25 Civil/Structural Engineering FTE 0.25 Construction Management FTE The enclosed plan outlines our strategy to meet these requirements in FY 2013. If you have any questions regarding this plan, please contact Barry Mellor at (702) 295-1456.

368

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

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Nuclear Energy Oak Ridge Site Office Nuclear Energy Oak Ridge Site Office 2012 Annual Workforce Analysis and Staffing Plan Report for Federal Technical Personnel January 2013 DOENE-ORSO CONCURRENCE AND APPROVAL CONCURRENCE: Marianne Heiskell, Lease and Technical Management Branch Chief Nuclear Energy Oak Ridge Site Office Randy DeVault, Regulatory Management Branch Chief, NE-ORSO Nucl~ffic ,___.~,. Larry Perkins, Deputy Manager, Nuclear Energy Oak Ridge Site Office APPROVAL: January 2013 2012 Annual Workforce Analysis and Staffing Plan Report Date I /v/13 Date! 1/~3/13 Date ,;:L :/ /. * ~ Page ii DOENE-ORSO Table of Contents Section 1: Current Mission(s) of the Organization and Potential Changes Section 2: Technical Staffing Section 3: Current Shortages and Plans for Filling

369

2012 Annual Workforce Analysis and Staffing Plan Report - NNSA for Safety and Health  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

1 1 Annual Workforce Analysis and Staffing Plan Report as of December 31, 2012 Reporting Office: NNSA NA-SH Section 1: Current Mission(s) of the Organization and Potential Changes The Office of the Associate Administrator for Safety and Health (NA-SH) provides mission enabling support to the NNSA Administrator, Central Technical Authority (CTA), Acquisition Executives, senior NNSA officials, program officers and site offices. NA-SH enables other NNSA organizations to fulfill NNSA missions while protecting the environment and safeguarding the safety and health of the public and the workforce. Section 2: SITE CHARACTERISTICS TABLE 1 Number of Hazard Category 1, 2, or 3 Nuclear Facilities: HC 1:_0_; HC 2: _0_; HC 3: _0_. Number of Radiological Facilities

370

Sex and Gender in Natural Language  

E-Print Network (OSTI)

gender is described. Finally, a few general comments are hazarded on the difficult question of the relation between sex and gender. The paper closes with a discussion of recent puristic efforts by the feminist movement in the U.S. to rid English of what...

Percival, W. Keith

1981-01-01T23:59:59.000Z

371

Variations of Total Domination  

Science Journals Connector (OSTI)

The study of locatingdominating sets in graphs was pioneered by Slater[186, 187...], and this concept was later extended to total domination in graphs. A locatingtotal dominating set, abbreviated LTD-set, in G

Michael A. Henning; Anders Yeo

2013-01-01T23:59:59.000Z

372

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

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

MEMORANDUM 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 aimed at addressing a growing and aging population, rising cost of energy, increasing environmental awareness and concerns and escalating cybersecurity needs. Advancements have been realized and are continuing to facilitate carbon management, electric transportation, sustainability and increased system reliability

373

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 Crude by Trucks Period: 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 Crude by Trucks Period: Annual Download Series History Download Series History Definitions, Sources & Notes Definitions, Sources & Notes Show Data By: Product Area 2007 2008 2009 2010 2011 2012 View

374

From Visible to Invisible: Tunisias Gendered Democracy Paradox  

E-Print Network (OSTI)

described by a US Embassy official as outstanding.24 While only 55% of the total voting population registered to vote, and only 45% of those registered were women, 90% of registered voters turned up at the polls. The extraordinarily high voter turnout... , was the continual utilization of womens rights as a mechanism of state power and consolidation, under the guise of modernism.2 Nonetheless, the political, social, and economic nature of the protests and the interim governments passage of a gender parity law...

Petkanas, Zoe

375

Don't break the pipeline: Ensuring a workforce for the burning plasma era G.M. Olynyk, Z.S. Hartwig, and R.T. Mumgaard  

E-Print Network (OSTI)

Don't break the pipeline: Ensuring a workforce for the burning plasma era G.M. Olynyk, Z.S. Hartwig, creating and sustaining a workforce requires a robust "pipeline" of people--from undergraduates to Ph.D stu uninterrupted and the decades of accumulated expertise are not lost due to a discontinuity in the pipeline. An e

376

YEAR  

National Nuclear Security Administration (NNSA)

Pacific Islander Female (AAPI F) 0 Hispanic Male (H M) 0 Hispanic Female (H F) 0 White Male (W M) 10 White Female (W F) 2 DIVERSITY TOTAL WORKFORCE GENDER Associate...

377

YEAR  

National Nuclear Security Administration (NNSA)

Pacific Islander Female (AAPI F) 0 Hispanic Male (H M) 0 Hispanic Female (H F) 0 White Male (W M) 4 White Female (W F) 5 DIVERSITY TOTAL WORKFORCE GENDER Associate...

378

YEAR  

National Nuclear Security Administration (NNSA)

Pacific Islander Female (AAPI, F) 1 Hispanic Male (H, M) 5 Hispanic Female (H, F) 6 White Male (W, M) 75 White Female (W, F) 32 TOTAL WORKFORCE GENDER NNSA Production Office...

379

YEAR  

National Nuclear Security Administration (NNSA)

Pacific Islander Female (AAPI F) 0 Hispanic Male (H M) 5 Hispanic Female (H F) 3 White Male (W M) 30 White Female (W F) 3 DIVERSITY TOTAL WORKFORCE GENDER Associate...

380

YEAR  

National Nuclear Security Administration (NNSA)

Pacific Islander Female (AAPI F) 3 Hispanic Male (H M) 15 Hispanic Female (H F) 33 White Male (W M) 44 White Female (W F) 68 DIVERSITY TOTAL WORKFORCE GENDER Associate...

Note: This page contains sample records for the topic "total workforce gender" from the National Library of EnergyBeta (NLEBeta).
While these samples are representative of the content of NLEBeta,
they are not comprehensive nor are they the most current set.
We encourage you to perform a real-time search of NLEBeta
to obtain the most current and comprehensive results.


381

YEAR  

National Nuclear Security Administration (NNSA)

Pacific Islander Female (AAPI F) 2 Hispanic Male (H M) 5 Hispanic Female (H F) 3 White Male (W M) 26 White Female (W F) 16 DIVERSITY TOTAL WORKFORCE GENDER Livermore Field...

382

YEAR  

National Nuclear Security Administration (NNSA)

Pacific Islander Female (AAPI F) 1 Hispanic Male (H M) 4 Hispanic Female (H F) 7 White Male (W M) 13 White Female (W F) 11 DIVERSITY TOTAL WORKFORCE GENDER Office of General...

383

YEAR  

National Nuclear Security Administration (NNSA)

Pacific Islander Female (AAPI, F) 2 Hispanic Male (H, M) 74 Hispanic Female (H, F) 22 White Male (W, M) 393 White Female (W, F) 19 PAY PLAN DIVERSITY TOTAL WORKFORCE GENDER...

384

YEAR  

National Nuclear Security Administration (NNSA)

Pacific Islander Female (AAPI, F) 0 Hispanic Male (H, M) 12 Hispanic Female (H, F) 11 White Male (W, M) 34 White Female (W, F) 16 PAY PLAN DIVERSITY TOTAL WORKFORCE GENDER Sandia...

385

YEAR  

National Nuclear Security Administration (NNSA)

Pacific Islander Female (AAPI F) 0 Hispanic Male (H M) 0 Hispanic Female (H F) 0 White Male (W M) 13 White Female (W F) 5 DIVERSITY TOTAL WORKFORCE GENDER Savannah River...

386

YEAR  

National Nuclear Security Administration (NNSA)

Pacific Islander Female (AAPI F) 2 Hispanic Male (H M) 76 Hispanic Female (H F) 21 White Male (W M) 401 White Female (W F) 20 DIVERSITY TOTAL WORKFORCE GENDER Assistant Deputy...

387

YEAR  

National Nuclear Security Administration (NNSA)

Pacific Islander Female (AAPI F) 1 Hispanic Male (H M) 3 Hispanic Female (H F) 5 White Male (W M) 43 White Female (W F) 10 DIVERSITY TOTAL WORKFORCE GENDER Associate...

388

YEAR  

National Nuclear Security Administration (NNSA)

Pacific Islander Female (AAPI F) 0 Hispanic Male (H M) 12 Hispanic Female (H F) 12 White Male (W M) 34 White Female (W F) 16 DIVERSITY TOTAL WORKFORCE GENDER Sandia Field...

389

YEAR  

National Nuclear Security Administration (NNSA)

Pacific Islander Female (AAPI F) 0 Hispanic Male (H M) 25 Hispanic Female (H F) 25 White Male (W M) 61 White Female (W F) 41 DIVERSITY TOTAL WORKFORCE GENDER Associate...

390

YEAR  

National Nuclear Security Administration (NNSA)

Pacific Islander Female (AAPI F) 0 Hispanic Male (H M) 2 Hispanic Female (H F) 6 White Male (W M) 10 White Female (W F) 3 DIVERSITY TOTAL WORKFORCE GENDER Associate...

391

YEAR  

National Nuclear Security Administration (NNSA)

Pacific Islander Female (AAPI, F) 0 Hispanic Male (H, M) 1 Hispanic Female (H, F) 0 White Male (W, M) 25 White Female (W, F) 6 TOTAL WORKFORCE GENDER Kansas City Field Office...

392

YEAR  

National Nuclear Security Administration (NNSA)

Pacific Islander Female (AAPI F) 7 Hispanic Male (H M) 7 Hispanic Female (H F) 10 White Male (W M) 82 White Female (W F) 60 DIVERSITY TOTAL WORKFORCE GENDER Deputy...

393

YEAR  

National Nuclear Security Administration (NNSA)

Pacific Islander Female (AAPI F) 2 Hispanic Male (H M) 12 Hispanic Female (H F) 7 White Male (W M) 66 White Female (W F) 22 PAY PLAN DIVERSITY TOTAL WORKFORCE GENDER Deputy...

394

YEAR  

National Nuclear Security Administration (NNSA)

Pacific Islander Female (AAPI, F) 2 Hispanic Male (H, M) 5 Hispanic Female (H, F) 4 White Male (W, M) 25 White Female (W, F) 17 PAY PLAN DIVERSITY TOTAL WORKFORCE GENDER...

395

YEAR  

National Nuclear Security Administration (NNSA)

Pacific Islander Female (AAPI, F) 2 Hispanic Male (H, M) 6 Hispanic Female (H, F) 6 White Male (W, M) 51 White Female (W, F) 14 PAY PLAN DIVERSITY TOTAL WORKFORCE GENDER Nevada...

396

YEAR  

National Nuclear Security Administration (NNSA)

Pacific Islander Female (AAPI F) 0 Hispanic Male (H M) 6 Hispanic Female (H F) 14 White Male (W M) 39 White Female (W F) 21 DIVERSITY TOTAL WORKFORCE GENDER Associate...

397

YEAR  

National Nuclear Security Administration (NNSA)

Pacific Islander Female (AAPI, F) 0 Hispanic Male (H, M) 0 Hispanic Female (H, F) 0 White Male (W, M) 15 White Female (W, F) 7 TOTAL WORKFORCE GENDER Savannah River Field...

398

YEAR  

National Nuclear Security Administration (NNSA)

Pacific Islander Female (AAPI F) 0 Hispanic Male (H M) 0 Hispanic Female (H F) 0 White Male (W M) 24 White Female (W F) 6 TOTAL WORKFORCE GENDER Kansas City Field Office As...

399

YEAR  

National Nuclear Security Administration (NNSA)

Pacific Islander Female (AAPI F) 0 Hispanic Male (H M) 0 Hispanic Female (H F) 3 White Male (W M) 7 White Female (W F) 1 PAY PLAN DIVERSITY TOTAL WORKFORCE GENDER National...

400

YEAR  

National Nuclear Security Administration (NNSA)

Pacific Islander Female (AAPI F) 4 Hispanic Male (H M) 3 Hispanic Female (H F) 6 White Male (W M) 26 White Female (W F) 18 TOTAL WORKFORCE GENDER Associate Administrator for...

Note: This page contains sample records for the topic "total workforce gender" from the National Library of EnergyBeta (NLEBeta).
While these samples are representative of the content of NLEBeta,
they are not comprehensive nor are they the most current set.
We encourage you to perform a real-time search of NLEBeta
to obtain the most current and comprehensive results.


401

YEAR  

National Nuclear Security Administration (NNSA)

Pacific Islander Female (AAPI F) 1 Hispanic Male (H M) 6 Hispanic Female (H F) 6 White Male (W M) 68 White Female (W F) 30 DIVERSITY TOTAL WORKFORCE GENDER NNSA Production...

402

Innovations in science and engineering have driven economic growth in the United States over the last five decades and, during this period, the U.S. enjoyed world leadership in science, technology, engineering, and math (STEM) workforce  

E-Print Network (OSTI)

and degree production with government and industry regional workforce needs, with a focus on high-demand STEM, Massachusetts, Missouri, New York, Ohio, Texas, and Wisconsin focus on their region's unique workforce gaps. The BHEF STEM Higher Education and Workforce Projects are locally-developed in response to each region

New Hampshire, University of

403

Workforce Initiatives  

NLE Websites -- All DOE Office Websites (Extended Search)

Systems Technology and Education Center (ESTEC) on ISU's Pocatello campus. ESTEC trains technicians and operators to work in various energy industries, including wind,...

404

Total Space Heat-  

Annual Energy Outlook 2012 (EIA)

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...

405

Can Gender Be Predicted from Near-Infrared Face Images?  

E-Print Network (OSTI)

Can Gender Be Predicted from Near-Infrared Face Images? Arun Ross and Cunjian Chen Lane Department spectrum (VIS). We explore the possibility of predicting gender from face images ac- quired in the near-infrared cross-spectral gender prediction. Keywords: Biometrics, Faces, Gender, Near-Infrared, Cross-Spectral. 1

Ross, Arun Abraham

406

Lynn C. Simpson Director, Total Fleet Force Manpower &  

E-Print Network (OSTI)

responsibilities include strategic workforce planning and management, program management and execution, policy Directorate in planning, implementation, and management of major programmatic and organization initiatives

407

Prepared by the Employment & Training Institute, University of Wisconsin-Milwaukee and the Milwaukee Area Workforce Investment Board  

E-Print Network (OSTI)

of the state. The Department of Labor Current Employment Statistics CES data (estimating employment Milwaukee MSA Jobs The Local Area Employment Statistics (LAUS) program estimated that 730,488 residents and Families, Health Services, and Workforce Development (4/26/2012). The Current Employment Statistics

Saldin, Dilano

408

Date Posted: April 4, 2013 The Role of NINDS T32 Programs in Training a Diverse Workforce  

E-Print Network (OSTI)

review. How should I define diversity for the T32 program? T32 programs must provide a plan a diverse neuroscience workforce? T32 programs offer a peer-reviewed, high quality NIH training environment's progress and outcomes. Moreover, T32 programs are often involved in trainee recruitment and standard

409

4.3 CURRENT DIVERSE, GLOBALLY-ORIENTED SCIENCE AND ENGINEERING WORKFORCE 4.3.1 ALL SCOUT NANO EVENT  

E-Print Network (OSTI)

4.3 CURRENT DIVERSE, GLOBALLY-ORIENTED SCIENCE AND ENGINEERING WORKFORCE 4.3.1 ALL SCOUT NANO EVENT Zurich, IL, the NSEC hosted the first Boy Scout Nano Event in 2003. In 2005, the annual event with nearly 100 scouts and venturing crew members attended the event. The annual "All Scout Nano Event

Shull, Kenneth R.

410

Gender essentialisms and ecological feminist philosophies  

E-Print Network (OSTI)

GENDER ESSENTIALISMS AND ECOLOGICAL FEMINIST PHILOSOPHIES A Thesis by JASON LEONARD MALLORY Submitted to the Office of Graduate Studies of Texas A&M University in partial fulfillment of the requirements for the degree of MASTER OF ARTS... August 2001 Major Subject' Philosophy GENDER ESSENTIALISMS AND ECOLOGICAL FEMINIST PHILOSOPHIES A Thesis by JASON LEONARD MALLORY Submitted to Texas A&M University in partial fulfillment of the requirements for the degree of MASTER OF ARTS...

Mallory, Jason Leonard

2012-06-07T23:59:59.000Z

411

The role of theory in gender and information systems research  

Science Journals Connector (OSTI)

Abstract In response to claims emanating from recent assessments of the status of gender and IS research about insufficient theorizing of gender, a critical literature analysis of research papers on the topic of gender and IS that appeared in information systems journals between 1992 and 2012 was undertaken. While some research about gender and IS explicitly employs or develops gender theory, other research that claims to be about gender does not explicitly employ any gender theory to interpret research findings, relying, instead, on implicit gender essentialism as a theory-in-use. Research papers about gender and IS that do not explicitly employ gender theory typically use another IS or management theory as the sensitizing device to interpret the data. Still other research papers are gender atheoretical insofar as neither explicit nor implicit gender theorizing is evident in the papers. In gender and IS research, as in all research, gender theory can be used as a lens to guide the collection, analysis and interpretation of data whether conducted with a positivist, interpretive or critical epistemology. Alternatively, gender theory can be used to interpret findings when gender is a factor that (expectedly or unexpectedly) results from a larger analysis. Finally, gender theory can result, inductively, from the data by means of grounded theory methods. In any case, the use of theory is to be directed toward understanding the phenomenon of gender in the context of IS (analyzing, explaining), establishing causality (predicting) or guiding action (design and action). This analysis of the role of theory in gender and IS research offers recommendations about the conduct of gender and IS research going forward.

Eileen M. Trauth

2013-01-01T23:59:59.000Z

412

2011 Annual Workforce Analysis and Staffing Plan Report - NNSA HQ NA-10  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

printed 2/17/2012 2:23:00 PM Page 1 of 8 printed 2/17/2012 2:23:00 PM Page 1 of 8 Annual Workforce Analysis and Staffing Plan Report As of December 31, 2011 Reporting Office: NNSA NA-10 HQ (including NA-15 inputs) Section One: Current Mission(s) of the Organization and Potential Changes NNSA Mission: To strengthen United States security through the military application of nuclear energy. NNSA Vision: To be an integrated nuclear security enterprise operating an efficient and agile nuclear weapons complex, recognized as preeminent in technical leadership and program management. Organizational Changes: NNSA is in the final phase of re-organizing. This plan reflects known changes that resulted from the elimination of the ABQ Service Center and re-distribution of the functions and personnel, some of whom were part of the TQP Program. The plan has also

413

2012 Annual Workforce Analysis and Staffing Plan Report - NNSA for Safety and Health - NA-26  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

1 Annual Workforce Analysis and Staffing Plan Report Draft as of December 31, 2012 Reporting Office: _NA-26 Office of Fissile Material Disposition at SRS____ Section 1: Current Mission(s) of the Organization and Potential Changes 1. The Office of Fissile Material Disposition (NA-26) is part of the National Nuclear Security Administration (NNSA). NA-26 supports NNSA Strategic Plan Goal #2, "Provide technical leadership to limit or prevent the spread of materials, technology, and expertise relating to weapons of mass destruction; advance the technologies to detect the proliferation of weapons of mass destruction worldwide, and eliminate or secure inventories of surplus materials and infrastructure usable for nuclear weapons." The NA-26 organization focuses on the safe and secure disposition of

414

2012 Annual Workforce Analysis and Staffing Plan Report - NNSA NA-00 and NA-10  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Last printed 1/24/2013 10:50:00 AM Page 1 of 12 Last printed 1/24/2013 10:50:00 AM Page 1 of 12 Part 1. NA-00/NA-10/NA-15 Input Annual Workforce Analysis and Staffing Plan Report As of December 31, 2012 Reporting Offices: NNSA NA-10 HQ (including NA-15 inputs) and NA-00 (while transitioning to new organizational structure) Section One: Current Mission(s) of the Organization and Potential Changes NNSA Mission: To strengthen United States security through the military application of nuclear energy. NNSA Vision: To be an integrated nuclear security enterprise operating an efficient and agile nuclear weapons complex, recognized as preeminent in technical leadership and program management. Organizational Changes: NNSA is in the final phase of another re-organization that will split NA- 10 and establish an independent office, NA-00, to oversee the NNSA sites and other non-weapons-

415

Microsoft Word - CNS CY 2010 Annual Workforce Analysis and Staffing Plan  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Attachment 1 Attachment 1 Annual Workforce Analysis and Staffing Plan Report as of December 31, 2010 Reporting Office of the Chief of Nuclear Safety (CNS) Section One: Current Mission of the Organization and Potential Changes Revision 2 of U.S. Department of Energy Implementation Plan for DNFSB Recommendation 2004-1 established the seven core CTA responsibilities. The Office of the Chief of Nuclear Safety (CNS) performs to following functions in support of the CTA meeting these responsibilities: 1. Nuclear Safety Requirement Concurrence and Exemption * Concur with the determination of the applicability of DOE directives involving nuclear safety included in Energy and Science contracts pursuant to Department of Energy Acquisition Regulation (DEAR), 48 CFR 970.5204-2, Laws, regulations, and

416

2012 Annual Workforce Analysis and Staffing Plan Report - NNSA NA-70  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

7 7 Annual Workforce Analysis and Staffing Plan Report As of December 31, 2012 Reporting Office: NNSA NA-70 Section One: Current Mission(s) of the Organization and Potential Changes The DNS core mission is to protect NNSA capabilities, facilities, materials, information, and employees. DNS is responsible for managing and funding the security that supports the NNSA missions, with the exception of those missions under the Office of Naval Reactors and the Office of Secure Transportation's (OST) over-the-road operations. DNS also provides unique knowledge and expertise in nuclear security for a broader set of 21st century national security needs that are synergistic with its mission, such as those in nuclear non-proliferation, homeland security, and intelligence. DNS provides the overall

417

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

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

t.Jt'S~l t.Jt'S~l National Nuclear Security Administration U.S. Department of Energy NNSA ProductiOn Office Post Off1ce Box 2050 Oak Ridge. Tennessee 37831-8009 FEB -7 2013 MEMORANDUMFORKARENBOARDMAN CHAIRPERSON FROM: SUBJECT: REFERENCE: FEDERAL TECHNICAL CAP ABIL KENNETH A. HOAR ASSISTANT MANAGER ENVIRONMENT, SAFET Staffing Plan for the National Nu ear Security Administration Production Office DOE Memorandum, ANNUAL WORKFORCE ANALYSIS AND STAFFING PLAN REPORT FOR CALENDAR YEAR (CY) 2012, Boardman/Agents, dated October 24, 2012 We have completed our analysis of staffing needs per the guidance in the referenced memorandum. Our revised staffing plan for the NNSA Production Office is attached. Should you have any questions, please contact me at (806) 4 77-7158 or Susan Morris at

418

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

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

ATTACHMENT ATTACHMENT 1 Annual Workforce Analysis and Staffing Plan Report As ofDecember 31, 2012 Reporting Office: West Valley Demonstration Project Section 1: Current Mission(s) of the Organization and Potential Changes The mission of the WVDP as defined by the West Valley Demonstration Project Act (Public Law 96-368) is to accomplish five activities: 1) solidify high-level radioactive waste (HLW), 2) develop containers suitable for permanent disposal of the HLW, 3) transport the HLW to a Federal repository for permanent disposal, 4) dispose of low-level and transuranic waste produced by the solidification of the HLW, and 5) decontaminate and decommission the HLW tanks and facilities, materials and hardware used to solidify the HLW. DOE expects to accomplish these WVDP activities through proactive leadership, management, and implementation of safe and environmentally sound operations.

419

The political gender gap: Gender bias in facial inferences that predict voting behavior  

E-Print Network (OSTI)

1 The political gender gap: Gender bias in facial inferences that predict voting behavior Joan Y human history, a disproportionate degree of political power around the world has been held by men. Even in democracies where the opportunity to serve in top political positions is available to any individual elected

Chiao, Joan Y.

420

Cognitive Structures Underlying Gendered Language Usage in Germany: Narration and Linguistic Fieldwork  

E-Print Network (OSTI)

Underlying Gendered Language Usage in Germany: Narration andUnderlying Gendered Language Usage in Germany: Narration andUnderlying Gendered Language Usage in Germany: Narration and

Kolar, Meredith

2011-01-01T23:59:59.000Z

Note: This page contains sample records for the topic "total workforce gender" from the National Library of EnergyBeta (NLEBeta).
While these samples are representative of the content of NLEBeta,
they are not comprehensive nor are they the most current set.
We encourage you to perform a real-time search of NLEBeta
to obtain the most current and comprehensive results.


421

21 briefing pages total  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

briefing pages total p. 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 effective first day of first pay period on or after March 11, 2009 (March 15 for most executive branch employees) Number of affected employees unclear p. 4 Next Steps

422

2012 UC Berkeley Learning and Development Initiative Center for Organizational Development and Workforce Effectiveness (COrWE) Updated 3/15/12 1  

E-Print Network (OSTI)

2012 UC Berkeley Learning and Development Initiative Center for Organizational Development administrative efficiency so we can better support UC Berkeley's academic excellence. To support Operational Excellence, during 2012, the Center for Organizational and Workforce Effectiveness (COrWE), in cooperation

Doudna, Jennifer A.

423

Barge Truck Total  

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

Barge 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 total shipments Year (nominal) (real) (real) (percent) (nominal) (real) (real) (percent) 2008 $6.26 $5.77 $36.50 15.8% 42.3% $6.12 $5.64 $36.36 15.5% 22.2% 2009 $6.23 $5.67 $52.71 10.8% 94.8% $4.90 $4.46 $33.18 13.5% 25.1% 2010 $6.41 $5.77 $50.83 11.4% 96.8% $6.20 $5.59 $36.26 15.4% 38.9% Annual Percent Change First to Last Year 1.2% 0.0% 18.0% - - 0.7% -0.4% -0.1% - - Latest 2 Years 2.9% 1.7% -3.6% - - 26.6% 25.2% 9.3% - - - = No data reported or value not applicable STB Data Source: The Surface Transportation Board's 900-Byte Carload Waybill Sample EIA Data Source: Form EIA-923 Power Plant Operations Report

424

Summary Max Total Units  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Max Total Units 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 Refrig Voltage Cond Unit IF-CU Combos 2 4 5 28 References Refrig Voltage C-U type Compressor HP R-404A 208/1/60 Hermetic SA 2.5 R-507 230/1/60 Hermetic MA 2.5 208/3/60 SemiHerm SA 1.5 230/3/60 SemiHerm MA 1.5 SemiHerm HA 1.5 1000lb, remote rack systems, fresh water Refrig/system Voltage Combos 12 2 24 References Refrig/system Voltage IF only

425

Total Precipitable Water  

SciTech Connect

The simulation was performed on 64K cores of Intrepid, running at 0.25 simulated-years-per-day and taking 25 million core-hours. This is the first simulation using both the CAM5 physics and the highly scalable spectral element dynamical core. The animation of Total Precipitable Water clearly shows hurricanes developing in the Atlantic and Pacific.

None

2012-01-01T23:59:59.000Z

426

Total Sustainability Humber College  

E-Print Network (OSTI)

1 Total Sustainability Management Humber College November, 2012 SUSTAINABILITY SYMPOSIUM Green An Impending Global Disaster #12;3 Sustainability is NOT Climate Remediation #12;Our Premises "We cannot, you cannot improve it" (Lord Kelvin) "First rule of sustainability is to align with natural forces

Thompson, Michael

427

November 6, 2008; HSS/Union Working Group Meeting on Aging Workforce/Strategic Initiatives - Package Bookmark  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Strategic Initiatives Strategic Initiatives Aging Workforce November 6, 2008 November 6, 2008 Strategic Initiatives Aging Workforce November 6, 2008 The information contained in this package is intended to be reference materials pertaining to the November 6, 2008 HSS/Union working group meeting. The informational pieces have been retrieved from the Internet or submitted by HSS and Union representatives for inclusion in the package, and does not necessarily reflect the view, support, or endorsement of all of the participating organizations. 10-20-08 Draft HSS/Union Working Group Meeting November 6, 2008 1:00 - 3:00 pm EST FORS 7E-069 Call-in: 301-903-9196 SUBJECT: STRATEGIC INITIATIVES Meeting Facilitation Ron Ault/Tom Schaffer..............................Metal Trades Department AFL-CIO

428

November 6, 2008; HSS/Union Working Group Meeting on Aging Workforce/Strategic Initiatives - Meeting Summary  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Aging Workforce and Strategic Initiatives Aging Workforce and Strategic Initiatives November 6, 2008 Integrated Executive Summary and Final Action List Background: HSS and the labor unions who participated in the initial 2007 HSS Focus Group meetings agreed to a path forward in which various unions combined to form core working groups to address union identified health and safety issues by topical area. The following is an overview of actions/activities identified in the November 6 HSS/Union meeting to address DOE and interrelated national issues and concerns related to Federal acquisition and contracting, institutionalization of a safety culture, human capital sustainability, and maintaining the U.S. industrial base. 1. Coordinate, increase and improve individual and combined efforts to recruit and

429

Total isomerization gains flexibility  

SciTech Connect

Isomerization extends refinery flexibility to meet changing markets. TIP (Total Isomerization Process) allows conversion of paraffin fractions in the gasoline boiling region including straight run naptha, light reformate, aromatic unit raffinate, and hydrocrackate. The hysomer isomerization is compared to catalytic reforming. Isomerization routes are graphed. Cost estimates and suggestions on the use of other feedstocks are given. TIP can maximize gas production, reduce crude runs, and complement cat reforming. In four examples, TIP reduces reformer severity and increases reformer yield.

Symoniak, M.F.; Holcombe, T.C.

1983-05-01T23:59:59.000Z

430

Wind Energy Workforce Development: A Roadmap to a Sustainable Wind Industry (Poster)  

SciTech Connect

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.

Baring-Gould, I.; Kelly, M.

2010-05-01T23:59:59.000Z

431

Total Sales of Kerosene  

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

End Use: Total Residential Commercial Industrial Farm All Other Period: 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 2007 2008 2009 2010 2011 2012 View History U.S. 492,702 218,736 269,010 305,508 187,656 81,102 1984-2012 East Coast (PADD 1) 353,765 159,323 198,762 237,397 142,189 63,075 1984-2012 New England (PADD 1A) 94,635 42,570 56,661 53,363 38,448 15,983 1984-2012 Connecticut 13,006 6,710 8,800 7,437 7,087 2,143 1984-2012 Maine 46,431 19,923 25,158 24,281 17,396 7,394 1984-2012 Massachusetts 7,913 3,510 5,332 6,300 2,866 1,291 1984-2012 New Hampshire 14,454 6,675 8,353 7,435 5,472 1,977 1984-2012

432

Determination of Total Solids in Biomass and Total Dissolved...  

NLE Websites -- All DOE Office Websites (Extended Search)

Total Solids in Biomass and Total Dissolved Solids in Liquid Process Samples Laboratory Analytical Procedure (LAP) Issue Date: 3312008 A. Sluiter, B. Hames, D. Hyman, C. Payne,...

433

Website design in an international context: The role of gender in masculine versus feminine oriented countries  

Science Journals Connector (OSTI)

Previous research confirms there are differences between men and women concerning website design preferences. A few researchers have further suggested website preferences based on gender (i.e. whether one is a man or a woman) differ in countries that are typically considered higher in masculinity versus higher in femininity. As such, this supposes fewer differences exist between men and women in more feminine societies, while more significant differences occur in more masculine societies. To test this assumption, we survey a total of 955 participants located in six countries. More particularly, we examine design constructs of Information Content, Navigation Design, Visual Design modeled to Website Trust and Website Satisfaction. We are interested to determine if gender differences are strong in higher masculinity countries and weak in lower masculinity countries. We also investigate if gender moderates the various relationships in our model. As predicted, in higher masculinity countries there are more differences between men and women, and gender is more likely to moderate the relationships in the model. This research has implications for the complexity of website design preferences, and extends earlier work on website design in a multiple country sample where masculinityfemininity differs. Theoretical contributions and design issues are elaborated.

Dianne Cyr; Milena Head

2013-01-01T23:59:59.000Z

434

Total Marketed Production ..............  

Gasoline and Diesel Fuel Update (EIA)

billion cubic feet per day) billion cubic feet per day) Total Marketed Production .............. 68.95 69.77 70.45 71.64 71.91 71.70 71.46 71.57 72.61 72.68 72.41 72.62 70.21 71.66 72.58 Alaska ......................................... 1.04 0.91 0.79 0.96 1.00 0.85 0.77 0.93 0.97 0.83 0.75 0.91 0.93 0.88 0.87 Federal GOM (a) ......................... 3.93 3.64 3.44 3.82 3.83 3.77 3.73 3.50 3.71 3.67 3.63 3.46 3.71 3.70 3.62 Lower 48 States (excl GOM) ...... 63.97 65.21 66.21 66.86 67.08 67.08 66.96 67.14 67.92 68.18 68.02 68.24 65.58 67.07 68.09 Total Dry Gas Production .............. 65.46 66.21 66.69 67.79 68.03 67.83 67.61 67.71 68.69 68.76 68.50 68.70 66.55 67.79 68.66 Gross Imports ................................ 8.48 7.60 7.80 7.95 8.27 7.59 7.96 7.91 7.89 7.17 7.61 7.73 7.96 7.93 7.60 Pipeline ........................................

435

Gender Mainstreaming Guide for the Africa Biogas Partnership Program | Open  

Open Energy Info (EERE)

Gender Mainstreaming Guide for the Africa Biogas Partnership Program Gender Mainstreaming Guide for the Africa Biogas Partnership Program Jump to: navigation, search Tool Summary LAUNCH TOOL Name: Gender Mainstreaming Guide for the Africa Biogas Partnership Program Agency/Company /Organization: ENERGIA: International Network on Gender and Sustainability Energy Sector: Energy Focus Area: Renewable Energy, Biomass Topics: Policies/deployment programs Resource Type: Lessons learned/best practices Website: www.energia.org/fileadmin/files/media/pubs/Guide%20on%20gender%20mains Gender Mainstreaming Guide for the Africa Biogas Partnership Program Screenshot References: Gender Mainstreaming Guide for the Africa Biogas Partnership Program[1] Overview "The Africa Biogas Partnership Programme (ABPP) is a six country initiative

436

Total Space Heat-  

Gasoline and Diesel Fuel Update (EIA)

Released: September, 2008 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* ........................... 3,037 115 397 384 52 1,143 22 354 64 148 357 Building Floorspace (Square Feet) 1,001 to 5,000 ........................... 386 19 43 18 11 93 7 137 8 12 38 5,001 to 10,000 .......................... 262 12 35 17 5 83 4 56 6 9 35 10,001 to 25,000 ........................ 407 20 46 44 8 151 3 53 9 19 54 25,001 to 50,000 ........................ 350 15 55 50 9 121 2 34 7 16 42 50,001 to 100,000 ...................... 405 16 57 65 7 158 2 29 6 18 45 100,001 to 200,000 .................... 483 16 62 80 5 195 1 24 Q 31 56 200,001 to 500,000 .................... 361 8 51 54 5 162 1 9 8 19 43 Over 500,000 ............................. 383 8 47 56 3 181 2 12 8 23 43 Principal Building Activity

437

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

SciTech Connect

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.

Ekechukwu, A.A.

2002-05-10T23:59:59.000Z

438

Total Space Heat-  

Gasoline and Diesel Fuel Update (EIA)

Revised: December, 2008 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 ............................. 91.0 33.0 7.2 6.1 7.0 18.7 2.7 5.3 1.0 2.2 7.9 Building Floorspace (Square Feet) 1,001 to 5,000 ........................... 99.0 30.7 6.7 2.7 7.1 13.9 7.1 19.9 1.1 1.7 8.2 5,001 to 10,000 .......................... 80.0 30.1 5.5 2.6 6.1 13.6 5.2 8.2 0.8 1.4 6.6 10,001 to 25,000 ........................ 71.0 28.2 4.5 4.1 4.1 14.5 2.3 4.5 0.8 1.6 6.5 25,001 to 50,000 ........................ 79.0 29.9 6.8 5.9 6.3 14.9 1.7 3.9 0.8 1.8 7.1 50,001 to 100,000 ...................... 88.7 31.6 7.6 7.6 6.5 19.6 1.7 3.4 0.7 2.0 8.1 100,001 to 200,000 .................... 104.2 39.1 8.2 8.9 7.9 22.9 1.1 2.9 Q 3.2 8.7 200,001 to 500,000 ....................

439

Total Space Heat-  

Gasoline and Diesel Fuel Update (EIA)

Revised: December, 2008 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 ............................. 91.0 33.0 7.2 6.1 7.0 18.7 2.7 5.3 1.0 2.2 7.9 Building Floorspace (Square Feet) 1,001 to 5,000 ........................... 99.0 30.7 6.7 2.7 7.1 13.9 7.1 19.9 1.1 1.7 8.2 5,001 to 10,000 .......................... 80.0 30.1 5.5 2.6 6.1 13.6 5.2 8.2 0.8 1.4 6.6 10,001 to 25,000 ........................ 71.0 28.2 4.5 4.1 4.1 14.5 2.3 4.5 0.8 1.6 6.5 25,001 to 50,000 ........................ 79.0 29.9 6.8 5.9 6.3 14.9 1.7 3.9 0.8 1.8 7.1 50,001 to 100,000 ...................... 88.7 31.6 7.6 7.6 6.5 19.6 1.7 3.4 0.7 2.0 8.1 100,001 to 200,000 .................... 104.2 39.1 8.2 8.9 7.9 22.9 1.1 2.9 Q 3.2 8.7 200,001 to 500,000 ....................

440

U.S. Total Exports  

Gasoline and Diesel Fuel Update (EIA)

Babb, MT Havre, MT Port of Morgan, MT Pittsburg, NH 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 India Freeport, TX Sabine Pass, LA Total to Japan Cameron, LA Kenai, AK Sabine Pass, LA Total to Mexico Douglas, AZ Nogales, AZ Calexico, CA Ogilby Mesa, CA Otay Mesa, CA Alamo, TX Clint, TX Del Rio, TX Eagle Pass, TX El Paso, TX Hidalgo, TX McAllen, TX Penitas, TX Rio Bravo, TX Roma, TX Total to Portugal Sabine Pass, LA Total to Russia Total to South Korea Freeport, TX Sabine Pass, LA Total to Spain Cameron, LA Sabine Pass, LA Total to United Kingdom Sabine Pass, LA Period: Monthly Annual

Note: This page contains sample records for the topic "total workforce gender" from the National Library of EnergyBeta (NLEBeta).
While these samples are representative of the content of NLEBeta,
they are not comprehensive nor are they the most current set.
We encourage you to perform a real-time search of NLEBeta
to obtain the most current and comprehensive results.


441

November 6, 2008; HSS/Union Working Group Meeting on Aging Workforce/Strategic Initiatives- Illness and Injury Surveillance Program  

Energy.gov (U.S. Department of Energy (DOE)) Indexed Site

Office of Health, Safety and Security Illness and Injury Surveillance Program Office of Illness and Injury Prevention Programs Dr. Bonnie Richter, Office Director Dr. Cliff Strader, IISP Program Manager Further Information and Reports Available At: http://www.hss.energy.gov/HealthSafety/IIPP/hservices/epi_surv.html Program Overview: * Department's only multi-site program focused primarily on health of current workers * Monitors health of over 79,000 current contractor workers * Program evaluates and communicates potential impact of DOE operations on the health of workers * Maximizes use of existing data to reduce fiscal burden * Individual site analyses summarized annually * Reports of the entire DOE complex provide programmatic overview of workforce health

442

Relation between total quanta and total energy for aquatic ...  

Science Journals Connector (OSTI)

Jan 22, 1974 ... havior of the ratio of total quanta to total energy (Q : W) within the spectral region of photosynthetic ..... For blue-green waters, where hRmax lies.

2000-01-02T23:59:59.000Z

443

Gender imagery in the world of the bulls.  

E-Print Network (OSTI)

??This thesis has explored gendered imageries in the world of bullfighting in Andalusia, Spain. The motive for choosing this theme was instigated by Sarah Pink (more)

Holm, Durita

2006-01-01T23:59:59.000Z

444

Becky Chamberlin-Overcoming gender bias in science  

NLE Websites -- All DOE Office Websites (Extended Search)

Chamberlin-Overcoming gender bias in science A nuclear forensics chemist and nonproliferation expert, Chamberlin is helping bring forward a more comprehensive effort on the...

445

Who? Feminist?: Gender Activism and Collective Identity in Japan  

E-Print Network (OSTI)

Society: Contemporary Japan from a "Gendered" Perspective.State Restructuring in Japan." Social Politics Fall:411-443.Liberation Movement in Japan: Towards a Radical Feminist

Yamaguchi, Makiko

2008-01-01T23:59:59.000Z

446

Why dont Jordanian Women Graduate? A theoretical look at gendered experiences in Higher Education in Jordan  

E-Print Network (OSTI)

in Higher Education in Jordan Carine Allaf Thinking Gender,look at gendered experiences in Higher Education in Jordanin Higher Education in Jordan Carine Allaf Thinking Gender,

Allaf, Carine

2008-01-01T23:59:59.000Z

447

Mujeres Hombres Total Hombres Total 16 5 21 0 10  

E-Print Network (OSTI)

Julio de 2011 Tipo de Discapacidad Sexo CENTRO 5-Distribución del estudiantado con discapacidad por centro, tipo de discapacidad, sexo y totales. #12;

Autonoma de Madrid, Universidad

448

Relation between total quanta and total energy for aquatic ...  

Science Journals Connector (OSTI)

Jan 22, 1974 ... ment of the total energy and vice versa. From a measurement of spectral irradi- ance ... unit energy (for the wavelength region specified).

2000-01-02T23:59:59.000Z

449

E-Print Network 3.0 - age gender body Sample Search Results  

NLE Websites -- All DOE Office Websites (Extended Search)

language). 8-a 12;Gender Diversity Some gender attributes... bodies conform to their brand-based expectations, in which sexes and genders must go together. 16-b 12... that...

450

INTERIM SEXUAL AND GENDER-BASED HARASSMENT POLICY AND PROCEDURES  

E-Print Network (OSTI)

8/7/14 INTERIM SEXUAL AND GENDER-BASED HARASSMENT POLICY AND PROCEDURES FOR THE FACULTY OF ARTS Relationships Between Staff IV. Interim Procedures for Implementing Interim Sexual and Gender-Based Harassment Policy Including for Discipline A. Introduction B. Requests for Information and Advice C. Procedures

Paulsson, Johan

451

Gender-Sensitive Automated Negotiators Ron Katz and Sarit Kraus  

E-Print Network (OSTI)

Gender-Sensitive Automated Negotiators Ron Katz and Sarit Kraus Department of Computer Science This paper introduces an innovative approach for automated negotiating using the gender of human opponents, and models the typical behavior of males and of females. The two models are used in order to match an optimal

Kraus, Sarit

452

Further results on gender and cognitive differences in help effectiveness  

E-Print Network (OSTI)

Further results on gender and cognitive differences in help effectiveness Ivon Arroyo1 , Tom Murray, Amherst Abstract. We explored the effectiveness of help for 350 students of different genders sensitive to the amounts of help fitting their needs than to the level of abstraction. On the other hand

Arroyo, Ivon M.

453

Total.................................................................  

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

49.2 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 Pump................................ 53.5 3.5 12.9 12.7 8.6 5.5 4.2 6.2 With a Heat Pump..................................... 12.3 0.4 2.2 2.9 2.5 1.5 1.0 1.8 Window/Wall Units........................................ 28.9 27.5 0.5 Q 0.3 Q Q Q 1 Unit......................................................... 14.5 13.5 0.3 Q Q Q N Q 2 Units.......................................................

454

Total........................................................................  

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

7.1 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 For One Housing Unit................................... 42.9 1.5 Q 3.1 6.0 For Two Housing Units................................. 1.8 Q N Q Q Steam or Hot Water System............................. 8.2 1.9 Q Q 0.2 For One Housing Unit................................... 5.1 0.8 Q N Q For Two Housing Units.................................

455

Total........................................................................  

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

5.6 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 Unit................................... 42.9 15.5 11.0 4.5 For Two Housing Units................................. 1.8 0.7 0.6 Q Steam or Hot Water System............................. 8.2 1.6 1.2 0.4 For One Housing Unit................................... 5.1 1.1 0.9 Q For Two Housing Units.................................

456

Total...........................................................................  

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

4.2 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 Pump........................................... 53.5 8.7 3.2 5.5 With a Heat Pump............................................... 12.3 1.7 0.7 1.0 Window/Wall Units.................................................. 28.9 3.6 0.6 3.0 1 Unit................................................................... 14.5 2.9 0.5 2.4 2 Units.................................................................

457

Total...........................................................  

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

Q 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 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

458

Total....................................................................................  

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

Personal Computers 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 Hours..................................................... 13.6 5.0 2.6 1.0 1.3 2 to 15 Hours............................................................. 29.1 10.3 5.9 1.6 2.9 16 to 40 Hours........................................................... 13.5 4.1 2.3 0.6 1.2 41 to 167 Hours.........................................................

459

Total..............................................................  

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

,171 ,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 1,269 999 775 510 West North Central................................. 7.9 2,281 1,930 1,566 940 796 646 South.......................................................... 40.7 2,161 1,551 1,295 856 615 513 South Atlantic......................................... 21.7 2,243 1,607 1,359 896 642 543 East South Central.................................

460

Total.........................................................................................  

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

..... ..... 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 than 2 Hours......................................................... 13.6 0.7 0.9 0.9 1.4 2 to 15 Hours................................................................. 29.1 1.7 2.1 1.9 3.4 16 to 40 Hours............................................................... 13.5 0.9 0.9 0.9 1.8 41 to 167 Hours.............................................................

Note: This page contains sample records for the topic "total workforce gender" from the National Library of EnergyBeta (NLEBeta).
While these samples are representative of the content of NLEBeta,
they are not comprehensive nor are they the most current set.
We encourage you to perform a real-time search of NLEBeta
to obtain the most current and comprehensive results.


461

Total.............................................................................  

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

Cooking Appliances 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 Week....................................... 4.1 0.7 0.3 0.4 No Hot Meals Cooked........................................... 0.9 0.2 Q Q Conventional Oven Use an Oven......................................................... 109.6 23.7 7.5 16.2 More Than Once a Day..................................... 8.9 1.7 0.4 1.3 Once a Day.......................................................

462

Total..............................................................................  

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

0.7 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 Heat Pump.............................................. 53.5 23.2 10.9 3.8 8.4 With a Heat Pump................................................... 12.3 9.0 6.7 1.4 0.9 Window/Wall Units..................................................... 28.9 8.0 3.4 1.7 2.9 1 Unit......................................................................

463

Total....................................................................  

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

14.7 14.7 7.4 12.5 12.5 18.9 18.6 17.3 9.2 Household Size 1 Person.......................................................... 30.0 4.6 2.5 3.7 3.2 5.4 5.5 3.7 1.6 2 Persons......................................................... 34.8 4.3 1.9 4.4 4.1 5.9 5.3 5.5 3.4 3 Persons......................................................... 18.4 2.5 1.3 1.7 1.9 2.9 3.5 2.8 1.6 4 Persons......................................................... 15.9 1.9 0.8 1.5 1.6 3.0 2.5 3.1 1.4 5 Persons......................................................... 7.9 0.8 0.4 1.0 1.1 1.2 1.1 1.5 0.9 6 or More Persons........................................... 4.1 0.5 0.3 0.3 0.6 0.5 0.7 0.8 0.4 2005 Annual Household Income Category Less than $9,999............................................. 9.9 1.9 1.1 1.3 0.9 1.7 1.3 1.1 0.5 $10,000 to $14,999..........................................

464

Total....................................................................................  

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

25.6 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 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 Hours..................................................... 13.6 2.4 3.4 5.0 2.9 2 to 15 Hours............................................................. 29.1 5.2 7.0 10.3 6.6 16 to 40 Hours........................................................... 13.5 3.1 2.8 4.1 3.4 41 to 167 Hours.........................................................

465

Total....................................................................................  

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

4.2 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 Hours..................................................... 13.6 2.9 0.9 2.0 2 to 15 Hours............................................................. 29.1 6.6 2.0 4.6 16 to 40 Hours........................................................... 13.5 3.4 0.9 2.5 41 to 167 Hours......................................................... 6.3

466

Total..................................................................  

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

33.0 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 Pump.................................. 53.5 12.4 3.1 1.3 1.8 5.7 0.6 With a Heat Pump....................................... 12.3 1.7 0.6 Q 0.3 0.6 Q Window/Wall Units....................................... 28.9 12.4 2.9 1.0 2.5 5.6 0.4 1 Unit.......................................................... 14.5 7.3 1.2 0.5 1.4 3.9 0.2 2 Units.........................................................

467

Total....................................................................................  

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

Cooking Appliances Cooking Appliances Frequency of Hot Meals Cooked 3 or More Times A Day................................................. 8.2 3.7 1.6 1.4 1.5 2 Times A Day.............................................................. 24.6 10.8 4.1 4.3 5.5 Once a Day................................................................... 42.3 17.0 7.2 8.7 9.3 A Few Times Each Week............................................. 27.2 11.4 4.7 6.4 4.8 About Once a Week..................................................... 3.9 1.7 0.6 0.9 0.8 Less Than Once a Week.............................................. 4.1 2.2 0.6 0.8 0.5 No Hot Meals Cooked................................................... 0.9 0.4 Q Q Q Conventional Oven Use an Oven................................................................. 109.6 46.2 18.8

468

Total...................................................................  

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

Single-Family Units Single-Family Units Detached Type of Housing Unit Table HC2.7 Air Conditioning Usage Indicators by Type of Housing Unit, 2005 Million U.S. Housing Units Air Conditioning Usage Indicators Attached 2 to 4 Units 5 or More Units Mobile Homes Apartments in Buildings With-- Housing Units (millions) Energy Information Administration 2005 Residential Energy Consumption Survey: Preliminary Housing Characteristics Tables Single-Family Units Detached Type of Housing Unit Table HC2.7 Air Conditioning Usage Indicators by Type of Housing Unit, 2005 Million U.S. Housing Units Air Conditioning Usage Indicators Attached 2 to 4 Units 5 or More Units Mobile Homes Apartments in Buildings With-- Housing Units (millions) At Home Behavior Home Used for Business

469

Total.............................................................................  

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

Do Not Have Cooling Equipment............................... 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 Pump............................................. 53.5 16.2 10.6 5.6 With a Heat Pump................................................. 12.3 1.1 0.8 0.4 Window/Wall Units.................................................. 28.9 6.6 4.9 1.7 1 Unit..................................................................... 14.5 4.1 2.9 1.2 2 Units...................................................................

470

Total..............................................................................  

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

20.6 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 Without a Heat Pump.............................................. 53.5 5.5 16.2 23.2 8.7 With a Heat Pump................................................... 12.3 0.5 1.1 9.0 1.7 Window/Wall Units..................................................... 28.9 10.7 6.6 8.0 3.6 1 Unit......................................................................

471

Total....................................................................................  

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

5.6 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 Hours..................................................... 13.6 3.4 2.5 0.9 2 to 15 Hours............................................................. 29.1 7.0 4.8 2.3 16 to 40 Hours........................................................... 13.5 2.8 2.1 0.7 41 to 167 Hours......................................................... 6.3

472

Total...................................................................  

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

15.2 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 Unit.............................. 3.3 2.9 Q Q Q N For Two Housing Units............................. 1.4 Q Q 0.5 0.8 N Central Warm-Air Furnace........................... 2.8 2.4 Q Q Q 0.2 Other Equipment......................................... 0.3 0.2 Q N Q N Wood..............................................................

473

Total...............................................................  

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

Do Not Have Cooling Equipment................. 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 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 Pump.............................. 53.5 9.4 13.6 10.7 7.1 12.7 5.4 14.5 With a Heat Pump................................... 12.3 1.7 2.8 2.8 1.6 3.4 1.0 2.7 Window/Wall Units...................................... 28.9 10.5 8.1 4.5 2.7 3.1 6.7 14.1 1 Unit....................................................... 14.5 5.8 4.3 2.0 1.1 1.3 3.4 7.4 2 Units.....................................................

474

Total.............................................................................  

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

Cooking Appliances 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 Week....................................... 4.1 1.1 0.7 0.4 No Hot Meals Cooked........................................... 0.9 Q Q N Conventional Oven Use an Oven......................................................... 109.6 25.3 17.6 7.7 More Than Once a Day..................................... 8.9 1.3 0.8 0.5 Once a Day.......................................................

475

Total...............................................................  

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

26.7 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 1.3 1.2 5.0 0.3 1.1 Number of Laptop PCs 1.......................................................... 22.5 2.2 4.6 4.5 2.9 8.3 1.4 4.0 2.......................................................... 4.0 Q 0.4 0.6 0.4 2.4 Q 0.5 3 or More............................................. 0.7 Q Q Q Q 0.4 Q Q Type of Monitor Used on Most-Used PC Desk-top

476

Total...............................................................  

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

20.6 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.......................................................... 22.5 4.7 4.6 7.7 5.4 2.......................................................... 4.0 0.6 0.9 1.5 1.1 3 or More............................................. 0.7 Q Q Q 0.3 Type of Monitor Used on Most-Used PC Desk-top CRT (Standard Monitor)................... 45.0 7.9 11.4 15.4 10.2 Flat-panel LCD.................................

477

Total................................................................  

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

111.1 26.7 28.8 20.6 13.1 22.0 16.6 38.6 Do Not Have Space Heating Equipment....... 1.2 0.5 0.3 0.2 Q 0.2 0.3 0.6 Have Main Space Heating Equipment.......... 109.8 26.2 28.5 20.4 13.0 21.8 16.3 37.9 Use Main Space Heating Equipment............ 109.1 25.9 28.1 20.3 12.9 21.8 16.0 37.3 Have Equipment But Do Not Use It.............. 0.8 0.3 0.3 Q Q N 0.4 0.6 Main Heating Fuel and Equipment Natural Gas.................................................. 58.2 12.2 14.4 11.3 7.1 13.2 7.6 18.3 Central Warm-Air Furnace........................ 44.7 7.5 10.8 9.3 5.6 11.4 4.6 12.0 For One Housing Unit........................... 42.9 6.9 10.3 9.1 5.4 11.3 4.1 11.0 For Two Housing Units......................... 1.8 0.6 0.6 Q Q Q 0.4 0.9 Steam or Hot Water System..................... 8.2 2.4 2.5 1.0 1.0 1.3 1.5 3.6 For One Housing Unit...........................

478

Total...........................................................  

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

Q 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 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)

479

Total........................................................................  

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

25.6 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 16.2 11.0 11.4 For One Housing Unit................................... 42.9 5.6 15.5 10.7 11.1 For Two Housing Units................................. 1.8 0.5 0.7 Q 0.3 Steam or Hot Water System............................. 8.2 4.9 1.6 1.0 0.6 For One Housing Unit................................... 5.1 3.2 1.1 0.4

480

Total...........................................................................  

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

0.6 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 Pump........................................... 53.5 5.5 4.8 0.7 With a Heat Pump............................................... 12.3 0.5 0.4 Q Window/Wall Units.................................................. 28.9 10.7 7.6 3.1 1 Unit................................................................... 14.5 4.3 2.9 1.4 2 Units.................................................................

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481

Total.......................................................................  

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

4.2 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 1.................................................................. 22.5 5.4 1.5 3.9 2.................................................................. 4.0 1.1 0.3 0.8 3 or More..................................................... 0.7 0.3 Q Q Type of Monitor Used on Most-Used PC Desk-top CRT (Standard Monitor)...........................

482

Total....................................................................................  

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

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 Hours..................................................... 13.6 5.7 1.8 2.9 3.2 2 to 15 Hours............................................................. 29.1 11.9 5.1 6.5 5.7 16 to 40 Hours........................................................... 13.5 5.5 2.5 3.3 2.2 41 to 167 Hours.........................................................

483

Total........................................................................  

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

7.1 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 19.8 8.6 12.8 3.6 For One Housing Unit................................... 42.9 18.8 8.3 12.3 3.5 For Two Housing Units................................. 1.8 1.0 0.3 0.4 Q Steam or Hot Water System............................. 8.2 4.4 2.1 1.4 0.3 For One Housing Unit................................... 5.1 2.1 1.6 1.0

484

Total........................................................................  

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

15.1 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 Unit................................... 42.9 5.6 4.9 0.7 For Two Housing Units................................. 1.8 0.5 0.4 Q Steam or Hot Water System............................. 8.2 4.9 3.6 1.3 For One Housing Unit................................... 5.1 3.2 2.2 1.0 For Two Housing Units.................................

485

Total..........................................................  

Gasoline and Diesel Fuel Update (EIA)

... 2.8 0.7 0.5 0.2 Million U.S. Housing Units Home Electronics Usage Indicators Table HC12.12 Home Electronics Usage Indicators by Midwest Census Region,...

486

Total..........................................................  

Gasoline and Diesel Fuel Update (EIA)

... 13.2 1.8 1.2 0.5 Table HC11.10 Home Appliances Usage Indicators by Northeast Census Region, 2005 Million U.S. Housing Units Home Appliances...

487

Total..........................................................  

Annual Energy Outlook 2012 (EIA)

... 2.8 1.1 0.7 Q 0.4 Million U.S. Housing Units Home Electronics Usage Indicators Table HC13.12 Home Electronics Usage Indicators by South Census Region,...

488

Total..........................................................  

Gasoline and Diesel Fuel Update (EIA)

... 13.2 3.1 1.0 2.2 Table HC14.10 Home Appliances Usage Indicators by West Census Region, 2005 Million U.S. Housing Units Home Appliances...

489

Total..........................................................  

Gasoline and Diesel Fuel Update (EIA)

States New York Florida Texas California Million U.S. Housing Units Home Electronics Usage Indicators Table HC15.12 Home Electronics Usage Indicators by Four Most Populated...

490

Total..........................................................  

Gasoline and Diesel Fuel Update (EIA)

... 13.2 2.7 3.5 2.2 1.3 3.5 1.3 3.8 Table HC7.10 Home Appliances Usage Indicators by Household Income, 2005 Below Poverty Line Eligible for Federal...

491

Total..........................................................  

Annual Energy Outlook 2012 (EIA)

... 13.2 3.4 2.0 1.4 Table HC12.10 Home Appliances Usage Indicators by Midwest Census Region, 2005 Million U.S. Housing Units Home Appliances...

492

Total..........................................................  

Annual Energy Outlook 2012 (EIA)

Census Region Northeast Midwest South West Million U.S. Housing Units Home Electronics Usage Indicators Table HC10.12 Home Electronics Usage Indicators by U.S. Census Region, 2005...

493

Total..........................................................  

Gasoline and Diesel Fuel Update (EIA)

(as Self-Reported) City Town Suburbs Rural Million U.S. Housing Units Home Electronics Usage Indicators Table HC8.12 Home Electronics Usage Indicators by UrbanRural Location,...

494

Total..........................................................  

Gasoline and Diesel Fuel Update (EIA)

... 13.2 4.4 2.5 3.0 3.4 Table HC8.10 Home Appliances Usage Indicators by UrbanRural Location, 2005 Million U.S. Housing Units UrbanRural...

495

Total..........................................................  

Gasoline and Diesel Fuel Update (EIA)

... 2.8 0.6 Q 0.5 Million U.S. Housing Units Home Electronics Usage Indicators Table HC14.12 Home Electronics Usage Indicators by West Census Region, 2005...

496

Total..........................................................  

Annual Energy Outlook 2012 (EIA)

... 13.2 4.9 2.3 1.1 1.5 Table HC13.10 Home Appliances Usage Indicators by South Census Region, 2005 Million U.S. Housing Units South Census Region...

497

Total..........................................................  

Gasoline and Diesel Fuel Update (EIA)

... 51.9 7.0 4.8 2.2 Not Asked (Mobile Homes or Apartment in Buildings with 5 or More Units)... 23.7...

498

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...

499

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...

500

Total  

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

Normal ButaneButylene Other Liquids Oxygenates Fuel Ethanol MTBE Other Oxygenates Biomass-based Diesel Other Renewable Diesel Fuel Other Renewable Fuels Gasoline Blending...