National Library of Energy BETA

Sample records for workforce diversity statistics

  1. Workforce Statistics | National Nuclear Security Administration

    National Nuclear Security Administration (NNSA)

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

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

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

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

  3. Secretary Chu's Statement on Workforce Diversity

    Broader source: Energy.gov [DOE]

    We can do more to create a culture that values diversity, which in turn will make the Department an employer of choice and enhance our mission effectiveness. I believe that we are at our best when we draw on the talents of all parts of our society, and our mission accomplishments are achieved when diverse perspectives are brought to bear to overcome our greatest challenges.

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

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

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

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

    Broader source: Energy.gov [DOE]

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

  6. Workshop on Excellence Empowered by a Diverse Academic Workforce: Achieving Racial & Ethnic Equity in Chemistry

    SciTech Connect (OSTI)

    Hassan. B. Ali

    2008-02-13

    The purpose of the Workshop 'Excellence Empowered by a Diverse Academic Workforce: Achieving Racial & Ethnic Equity in Chemistry' was to promote the development of a cadre of academic leaders who create, implement and promote programs and strategies for increasing the number of racial and ethnic minorities to equitable proportions on the faculties of departments throughout the academic chemistry community. An important objective of the workshop was to assist in creating an informed and committed community of chemistry leaders who will create, implement and promote programs and strategies to advance racial and ethnic equity in both the faculty and the student body with the goal of increasing the number of U.S. citizen underrepresented minorities (URM) participating in academic chemistry at all levels, with particular focus on the pipeline to chemistry faculty. This objective was met by (1) presentations of detailed data describing current levels of racial and ethnic minorities on the faculties of chemistry departments; (2) frank discussion of the obstacles to and benefits of racial/ethnic diversity in the chemistry professoriate; (3) summary of possible effective interventions and actions; and (4) promotion of the dissemination and adoption of initiatives designed to achieve racial/ethnic equity. Federal programs over the past thirty years have been instrumental in delivering to our universities URM students intending to major in the physical sciences such as chemistry. However, the near absence of URM faculty means that there is also an absence of URM as role models for aspiring students. For example, citing 2003 as a representative year, some statistics reveal the severity of the pipeline shrinkage for U. S. citizen URM starting from chemistry B.S. degrees awarded to the appointment to chemistry faculty. Compared to the URM population of approximately 30% for that year, 67% of the B.S. degrees in chemistry were awarded to white citizens and 17% were awarded to URM citizens. Proceeding along the pipeline, 83% of the Ph.D. degrees in chemistry were awarded to white citizens, and 6.4% were awarded to URM citizens. The number of white citizens occupying tenure faculty lines in chemistry departments at major research universities is estimated to be 86%, while the corresponding lines for URM was estimated to be only 3.7% in 2003. In raw numbers, the number of white chemistry faculty is estimated to be 1459 and the number of URM faculty was estimated to be just 62. Thus, starting with 16.6% for URM students awarded B.S. degrees in chemistry, the number decreases to 6.4% for URM students awarded Ph.D degrees in chemistry and then dwindles to only 3.6% URM faculty in major research universities, compared to a population of approximately 30% URM citizens. Similar statistics for URM representation in chemistry is found for the last two decades. Clearly there is a serious lack of URM mentors and role models among tenure faculty in our chemistry departments. The impact of this deficiency is captured in the statement that 'A university's lack of minority faculty sends a message to its students that minorities have no place in academia' thereby perpetuating a cycle of marginalization and discrimination. The lack of mentors and role models in academia deprive URM students who pass through the undergraduate programs of an education that is enriched by the intellectual and cognitive diversity that is inherent in a faculty of diverse backgrounds and cultures. Furthermore, URM are projected to constitute almost 32% of the U.S. population by 2020, so that URM will outnumber White males [who are projected to constitute 30% of the population (U.S. Census data)]. It is clearly time for this to change and proactive programs are needed immediately in order to insure that there will be an optimal inclusion of the future 'majority' of the U. S. domestic population throughout all levels of academia. The workshop was organized with the intention of triggering such a change by working with key representatives of chemistry in academia, namely the chem

  7. Diversity

    Energy Savers [EERE]

    2011 Guidance for Agency-Specific Diversity and Inclusion Strategic Plans 2 Table of Contents Introduction............................................................................................................................................3 Section 1 Operational Guidance...........................................................................................................................5 Section 2 Goal 1: Workforce Diversity; Priorities, Actions, and Sample

  8. Workforce Pipeline | Argonne National Laboratory

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

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

  9. Workforce Diversity Action Plans

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

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

  10. WORKFORCE DIVERSITY TOWN HALL

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

    ... and Executive Order 13078 of March 13, 1998 (Increasing Employment of Adults With Disabilities), sought to tap the skills of the millions of Americans living with disabilities. ...

  11. Departmental Workforce | Department of Energy

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

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

  12. Effective Strategies for Working with Workforce Development Partners |

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

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

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

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

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

  14. Workforce Restructuring Policy

    Broader source: Energy.gov [DOE]

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

  15. Education Workforce Data

    Broader source: Energy.gov [DOE]

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

  16. Acquisition Workforce Information | Department of Energy

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

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

  17. Diversity & Inclusion | Argonne National Laboratory

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

    Diversity & Inclusion Advisory Council Workforce Pipeline Mentoring Leadership Development Policies & Practices Business Diversity Outreach & Education Demographics Directory Argonne National Laboratory About Safety News Careers Education Community Diversity Directory Energy Environment Security User Facilities Science Work with Argonne Diversity Diversity & Inclusion Advisory Council Workforce Pipeline Mentoring Leadership Development Policies & Practices Business Diversity

  18. Better Buildings Workforce Activities

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

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

  19. Administering Workforce Discipline

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

    2014-10-27

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

  20. 2013 Nuclear Workforce Development ...

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

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

  1. 2013 Nuclear Workforce Development Day

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

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

  2. Workforce Development | Department of Energy

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

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

  3. WINDExchange: Workforce Development

    Wind Powering America (EERE)

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

  4. Nuclear Workforce Initiative - SRSCRO

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

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

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

    Broader source: Energy.gov [DOE]

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

  6. diversity

    National Nuclear Security Administration (NNSA)

    policies. Prior to his current assignment, Dr. Sayles was the Director of Diversity Strategy and Implementation for the U.S. Army, where he developed and led implementation of...

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

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

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

  8. Workforce Plans | Department of Energy

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

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

  9. Better Buildings Workforce Guidelines UPDATE

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

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

  10. Regional Workforce Study - SRSCRO

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

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

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

    Office of Scientific and Technical Information (OSTI)

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

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

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

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

  13. WINDExchange: Education and Workforce Development

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

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

  14. Bioenergy Impact on Wisconsin's Workforce

    Broader source: Energy.gov [DOE]

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

  15. Recovery Act Workforce Development | Department of Energy

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

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

  16. 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 - ...

  17. Workforce Development Wind Projects | Department of Energy

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

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

  18. Acquisition Workforce Information | Department of Energy

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

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

  19. Diversity and Inclusion Related Documents | Department of Energy

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

    Services » Diversity and Inclusion » Diversity and Inclusion Related Documents Diversity and Inclusion Related Documents The Office of Diversity and Inclusion fosters a diverse and inclusive work environment that ensures equality of opportunity for applicants and employees through Departmental diversity policy development, workforce analysis, outreach, retention, and education. Government-Wide Diversity and Inclusion Strategic Plan (2011), Office of Personnel Management. This document,

  20. Workforce development | Open Energy Information

    Open Energy Info (EERE)

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

  1. New Formulas for America's Workforce

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

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

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

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

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

  3. Engaging the Workforce - 12347

    SciTech Connect (OSTI)

    Gaden, Michael D.

    2012-07-01

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

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

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

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

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

    Broader source: Energy.gov [DOE]

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

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

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

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

  7. Portland Diversifying Weatherization Workforce

    Broader source: Energy.gov [DOE]

    An agreement signed by a diverse group of stakeholders ensures that those in disadvantaged communities have access to some of the weatherization jobs stemming from the pilot phase of the Clean Energy Works Portland program, which has almost 500 homes receiving retrofits through the summer with the help of federal dollars.

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

    Office of Environmental Management (EM)

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

  9. Guide to Workforce Planning | Department of Energy

    Office of Environmental Management (EM)

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

  10. Learning and Workforce Development | Department of Energy

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

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

  11. Diversity and Inclusion | Department of Energy

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

    Inclusion Diversity and Inclusion Diversity and Inclusion The Office of Diversity and Inclusion fosters a diverse and inclusive work environment that ensures equality of opportunity for applicants and employees through Departmental diversity policy development, workforce analysis, outreach, retention, and education. We seek to capitalize on the diverse attributes of the nation today to build an inclusive Energy Department for tomorrow. The Energy Department strives to be the Federal government's

  12. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

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

  13. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

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

  14. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

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

  15. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

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

  16. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

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

  17. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

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

  18. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

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

  19. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

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

  20. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

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

  1. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

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

  2. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

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

  3. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

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

  4. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

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

  5. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

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

  6. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

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

  7. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

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

  8. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

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

  9. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

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

  10. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

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

  11. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

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

  12. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

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

  13. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

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

  14. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

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

  15. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

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

  16. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

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

  17. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

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

  18. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

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

  19. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

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

  20. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

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

  1. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

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

  2. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

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

  3. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

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

  4. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

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

  5. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

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

  6. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

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

  7. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

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

  8. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

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

  9. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

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

  10. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

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

  11. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

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

  12. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

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

  13. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

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

  14. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

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

  15. 2013 Nuclear Workforce Development Day

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

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

  16. workforce | National Nuclear Security Administration

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

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

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

    Energy Savers [EERE]

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

  18. Sandia National Laboratories: About Sandia: Diversity

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

    About Diversity Diversity defines us. Sandians, with the American flag in the background "Committed to diversity and inclusion, we can ensure that Sandia attracts, retains, and develops a world-class workforce." - Paul Hommert, President & Laboratories Director Diversity and inclusion are defining elements of Sandia. They foster multiple perspectives, promote acceptance of different learning and working styles, and encourage the innovation for which we are known. Diversity, by

  19. Microsoft Word - DOE Approves WIPP Workforce Plan

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

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

  20. Florida International University Science and Technology Workforce

    Energy Savers [EERE]

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

  1. NNSA approves LANL workforce reduction plan

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

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

  2. Lab announces plans for workforce reduction

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

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

  3. Workforce Retention Work Group | Department of Energy

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

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

  4. Workforce Management Office | Department of Energy

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

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

  5. Education and Workforce Development | Department of Energy

    Office of Environmental Management (EM)

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

  6. Developing the New Bio-economy Workforce

    Broader source: Energy.gov [DOE]

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

  7. ORISE: Workforce Analysis and Program Evaluation

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

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

  8. OREM continues involvement with workforce development program

    Broader source: Energy.gov [DOE]

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

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

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

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

  10. North Dakota Energy Workforce Development

    SciTech Connect (OSTI)

    Carter, Drake

    2014-12-29

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

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

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

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

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

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

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

  13. 2010 Annual Workforce Analysis and Staffing Plan Report - Los...

    Energy Savers [EERE]

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

  14. 2013 Annual Workforce Analysis and Staffing Plan Report - Oak...

    Energy Savers [EERE]

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

  15. 2014 Annual Workforce Analysis and Staffing Plan Report - Nevada...

    Energy Savers [EERE]

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

  16. 2011 Annual Workforce Analysis and Staffing Plan Report - Carlsbad...

    Energy Savers [EERE]

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

  17. 2013 Annual Workforce Analysis and Staffing Plan Report - Livermore...

    Energy Savers [EERE]

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

  18. 2012 Annual Workforce Analysis and Staffing Plan Report - Nevada...

    Energy Savers [EERE]

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

  19. 2014 Annual Workforce Analysis and Staffing Plan Report - Carlsbad...

    Energy Savers [EERE]

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

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

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

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

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

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

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

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

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

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

  3. 2012 Annual Workforce Analysis and Staffing Plan Report - Oak...

    Energy Savers [EERE]

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

  4. 2011 Annual Workforce Analysis and Staffing Plan Report - Oak...

    Energy Savers [EERE]

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

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

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

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

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

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

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

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

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

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

  8. Better Buildings Workforce Peer Exchange Quality Assurance Strategies

    Broader source: Energy.gov [DOE]

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

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

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

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

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

    Energy Savers [EERE]

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

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

    Energy Savers [EERE]

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

  12. Education and Workforce Development Resources | Department of Energy

    Office of Environmental Management (EM)

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

  13. Workforce Development and Education | Department of Energy

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

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

  14. Vehicle Technologies Office: Education and Workforce Development |

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

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

  15. Building a Diverse Workforce From the Next Generation of Leaders

    Broader source: Energy.gov [DOE]

    The Minority Educational Institutions Student Partnership Program gives students valuable experience while also helping the Department develop a pipeline of future employment candidates.

  16. Secretary Chu's Diversity Action Letter | Department of Energy

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

    Secretary Chu's Diversity Action Letter Secretary Chu's Diversity Action Letter In July 2011, the Office of Diversity Programs concluded a comprehensive review of DOE's workforce diversity and inclusion policies and programs. The findings from this analysis, which have been shared with DOE senior management, indicate that we can do more to create a culture that values diversity, which in turn will make the Department an employer of choice and enhance our mission effectiveness. Read more about

  17. Diversity Action Letter from Secretary Chu | Department of Energy

    Energy Savers [EERE]

    Diversity Action Letter from Secretary Chu Diversity Action Letter from Secretary Chu In July 2011, the Office of Diversity Programs concluded a comprehensive review of DOE's workforce diversity and inclusion policies and programs. The findings from this analysis, which have been shared with DOE senior management, indicate that we can do more to create a culture that values diversity, which in turn will make the Department an employer of choice and enhance our mission effectiveness. Read more

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

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

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

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

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

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

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

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

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

  1. 2010 Workforce Analysis and Staffing Plan Report Memo, Guidance and

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

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

  2. 2011 Workforce Analysis and Staffing Plan Report Memo, Guidance and

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

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

  3. 2012 Workforce Analysis and Staffing Plan Report Memo, Guidance and

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

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

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

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

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

  5. 2013 Workforce Analysis and Staffing Plan Report Memo, Guidance and

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

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

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

    Broader source: Energy.gov [DOE]

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

  7. Energy Department Launches Better Buildings Workforce Guidelines Project |

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

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

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

    Energy Savers [EERE]

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

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

    Broader source: Energy.gov [DOE]

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

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

    Energy Savers [EERE]

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

  11. Federal Energy and Manufacturing Workforce Training Programs | Department

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

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

  12. 2011 Annual Workforce Analysis and Staffing Plan Report - Carlsbad Field

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

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

  13. 2012 Annual Workforce Analysis and Staffing Plan Report - Nevada Site

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

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

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

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

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

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

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

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

  16. 2013 Annual Workforce Analysis and Staffing Plan Report - Portsmouth

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

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

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

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

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

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

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

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

  19. Workforce Development and Wind for Schools (Poster)

    SciTech Connect (OSTI)

    Newcomb, C.; Baring-Gould, I.

    2012-06-01

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

  20. Strengthening the Workforce in Better Buildings Neighborhoods

    ScienceCinema (OSTI)

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

    2013-05-29

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

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

    SciTech Connect (OSTI)

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

    1993-10-01

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

  2. Mentoring and Educating to Increase Diversity in Science, Tech, Engineering

    Office of Environmental Management (EM)

    and Math | Department of Energy Mentoring and Educating to Increase Diversity in Science, Tech, Engineering and Math Mentoring and Educating to Increase Diversity in Science, Tech, Engineering and Math October 12, 2011 - 9:19am Addthis Mentoring and Educating to Increase Diversity in Science, Tech, Engineering and Math Bill Valdez Bill Valdez Director of Workforce Management "The next two decades of global diversity and inclusion will present unprecedented opportunities and

  3. Safeguards Workforce Repatriation, Retention and Utilization

    SciTech Connect (OSTI)

    Gallucci, Nicholas; Poe, Sarah

    2015-10-01

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

  4. Identification of Key Barriers in Workforce Development

    SciTech Connect (OSTI)

    2008-03-31

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

  5. Chapter VIII: Enhancing Employment and Workforce Training

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

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

  6. ANSI Approval of Better Buildings Workforce Schemes

    Broader source: Energy.gov [DOE]

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

  7. Statistical Sciences

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

    6 Statistical Sciences Applying statistical reasoning and rigor to multidisciplinary scientific investigations Contact Us Group Leader Joanne Wendelberger Email Deputy Group Leader James R. Gattiker Email Group Administrator LeeAnn Martinez (505) 667-3308 Email Statistical Sciences Statistical Sciences provides statistical reasoning and rigor to multidisciplinary scientific investigations and development, application, and communication of cutting-edge statistical sciences research. Statistical

  8. 2010 Annual Workforce Analysis and Staffing Plan Report - Portsmouth

    Office of Environmental Management (EM)

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

  9. 2015 Annual Workforce Analysis and Staffing Plan Report - Livermore Field

    Office of Environmental Management (EM)

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

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

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

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

  11. 2010 Annual Workforce Analysis and Staffing Plan Report - Carlsbad Field

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

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

  12. 2012 Annual Workforce Analysis and Staffing Plan Report - Carlsbad Field

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

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

  13. 2012 Annual Workforce Analysis and Staffing Plan Report - Livermore Field

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

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

  14. 2013 Annual Workforce Analysis and Staffing Plan Report - Carlsbad Field

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

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

  15. 2013 Annual Workforce Analysis and Staffing Plan Report - NNSA Production

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

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

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

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

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

  17. RAND Releases Workforce Development Studies Prepared for Energy Department

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

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

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

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

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

  19. Status and EAC Recommendations for Electricity Delivery Workforce

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

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

  20. DOE and Federal Energy and Manufacturing Workforce Programs and

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

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

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

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

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

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

    Energy Savers [EERE]

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

  3. Strengthening the Workforce in Better Buildings Neighborhoods (Text

    Energy Savers [EERE]

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

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

    Energy Savers [EERE]

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

  5. Expanding Educational Opportunities for the Wind Energy Workforce |

    Office of Environmental Management (EM)

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

  6. 2013 Annual Workforce Analysis and Staffing Plan Report - Livermore Field

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

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

  7. 2014 Annual Workforce Analysis and Staffing Plan Report - Portsmouth...

    Office of Environmental Management (EM)

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

  8. Workforce Development and Sales Training for Energy Efficiency Contractors

    Broader source: Energy.gov [DOE]

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

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

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

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

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

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

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

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

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

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

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

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

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

  13. ORISE: Science Education and Workforce Development Fact Sheet

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

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

  14. 2013 Annual Workforce Analysis and Staffing Plan Report - NNSA...

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

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

  15. 2012 Annual Workforce Analysis and Staffing Plan Report - Livermore...

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

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

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

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

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

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

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

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

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

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

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

  19. Usage Statistics

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

    Usage Statistics Usage Statistics Genepool Cluster Statistics Period: daily weekly monthly quarter yearly 2year Utilization By Group Jobs Pending Last edited: 2013-09-26 18:21:13...

  20. APS Operational Statistics

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

    Downtime Log Yearly Operation Statistics 2016 Statistics 2015 Statistics 2014 Statistics 2013 Statistics 2012 Statistics 2011 Statistics 2010 Statistics 2009 Statistics 2008...

  1. Diversity employment and recruitment sources

    SciTech Connect (OSTI)

    Not Available

    1994-08-01

    Effective human resources management has been identified as one of four critical success factors in the Department of Energy Strategic Plan. The Plan states relative to this factor: ``The Department seeks greater alignment of resources with agency priorities and increased diversification of the workforce, including gender, ethnicity, age, and skills. This diversification will bring new thinking and perspectives that heretofore have not had a voice in departmental decision-making.`` This Guide has been developed as a key tool to assist Department of Energy management and administrative staff in achieving Goal 2 of this critical success factor, which is to ``Ensure a diverse and talented workforce.`` There are numerous sources from which to recruit minorities, women and persons with disabilities. Applying creativity and proactive effort, using traditional and non-traditional approaches, and reaching out to various professional, academic and social communities will increase the reservoir of qualified candidates from which to make selections. In addition, outreach initiatives will undoubtedly yield further benefits such as a richer cultural understanding and diversity awareness. The resource listings presented in this Guide are offered to encourage active participation in the diversity recruitment process. This Guide contains resource listings by state for organizations in the following categories: (1) African American Recruitment Sources; (2) Asian American/Pacific Islander Recruitment Sources; (3) Hispanic Recruitment Sources; (4) Native American/Alaskan Native Recruitment Sources; (5) Persons with Disabilities Recruitment Sources; and (6) Women Recruitment Sources.

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

    Broader source: Energy.gov [DOE]

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

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

    Broader source: Energy.gov [DOE]

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

  4. Clean Technology Evaluation & Workforce Development Program

    SciTech Connect (OSTI)

    Patricia Glaza

    2012-12-01

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

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

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

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

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

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

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

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

    Office of Environmental Management (EM)

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

  8. Diversity in Science and Technology Advances National Clean Energy in Solar

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

    | Department of Energy Photovoltaics » Diversity in Science and Technology Advances National Clean Energy in Solar Diversity in Science and Technology Advances National Clean Energy in Solar The SunShot Diversity in Science and Technology Advances National Clean Energy in Solar (DISTANCE-Solar) program pairs science and technology research advances with the development of a diverse and innovative workforce. Launched in Octoboer 2013, DISTANCE-Solar aims to drive solar innovation among

  9. Diversity, Inclusion

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

    Workplace Diversity, Inclusion Diversity, Inclusion Explore the multiple dimensions of a career at Los Alamos Lab: work with the best minds on the planet in an inclusive...

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

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

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

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

    Office of Environmental Management (EM)

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

  12. 2011 Annual Workforce Analysis and Staffing Plan Report- NNSA HQ

    Broader source: Energy.gov [DOE]

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

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

    Broader source: Energy.gov [DOE]

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

  14. 2015 Annual Workforce Analysis and Staffing Plan Report- NNSA HQ

    Broader source: Energy.gov [DOE]

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

  15. 2010 Annual Workforce Analysis and Staffing Plan Report- NNSA HQ

    Broader source: Energy.gov [DOE]

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

  16. 2013 Annual Workforce Analysis and Staffing Plan Report- NNSA HQ

    Broader source: Energy.gov [DOE]

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

  17. 2014 Annual Workforce Analysis and Staffing Plan Report- NNSA HQ

    Broader source: Energy.gov [DOE]

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

  18. 2012 Annual Workforce Analysis and Staffing Plan Report - Carlsbad

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

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

  19. Vehicle Technologies Office: Workforce Development and Professional Education

    Broader source: Energy.gov [DOE]

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

  20. Cluster Statistics

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

    Statistics Cluster Statistics Ganglia Ganglia can be used to monitor performance of PDSF nodes... Read More PDSF IO Monitoring This page shows the IO response of the elizas and...

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

    SciTech Connect (OSTI)

    Tegen, Suzanne

    2015-07-30

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

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

    Office of Science (SC) Website

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

  3. NREL: Workforce Development and Education Programs Home Page

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

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

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

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

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

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

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

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

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

    Energy Savers [EERE]

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

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

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

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

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

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

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

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

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

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

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

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

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

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

    SciTech Connect (OSTI)

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

    2013-07-01

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

  12. Cluster Statistics

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

    Genepool Memory Heatmaps Usage Statistics UGE Scheduler Cycle Time File storage and I/O Data Management Supported Systems FAQ Performance and Optimization Genepool Completed Jobs Genepool Training and Tutorials Websites, databases and cluster services Testbeds Retired Systems Storage & File Systems Data & Analytics Connecting to NERSC Queues and Scheduling Job Logs & Statistics Application Performance Training & Tutorials Software Policies User Surveys NERSC Users Group User

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

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

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

  14. 2015 Annual Workforce Analysis and Staffing Plan Report - Oak Ridge Office

    Energy Savers [EERE]

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

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

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

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

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

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

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

  17. Training Changing Face of West Virginia’s Workforce

    Broader source: Energy.gov [DOE]

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

  18. Better Buildings Workforce Overview- 2014 BTO Peer Review

    Broader source: Energy.gov [DOE]

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

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

    National Nuclear Security Administration (NNSA)

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

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

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

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

  1. U.S. Department of Commerce Economics and Statistics Administration

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

    Commerce Economics and Statistics Administration 48% 24% 52% 76% 0% 20% 40% 60% 80% 100% All jobs STEM jobs Men Women By David Beede, Tiffany Julian, David Langdon, George McKittrick, Beethika Khan, and Mark Doms, Office of the Chief Economist Women in STEM: A Gender Gap to Innovation August 2011 Executive Summary ESA Issue Brief #04-11 O ur science, technology, engineering and math (STEM) workforce is crucial to America's innovative capacity and global competitiveness. Yet women are vastly

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

    SciTech Connect (OSTI)

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

    2014-03-28

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

  3. ORISE: Diversity

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

    for Science and Education (ORISE), diversity is at the core of everything we do. From learning events that enhance our employees' appreciation for all the ways in which we...

  4. Best Practices for Managing Organizational Diversity

    SciTech Connect (OSTI)

    Kreitz, Patricia A.; /SLAC

    2007-05-18

    In the twentieth century, ecologists and agriculturists developed an increasingly sophisticated understanding of the value of biological diversity, specifically the resilience and adaptability it brings to ecosystems. In the twenty-first century, the ecosystem model has been applied to human systems, particularly to understanding how organizations are structured and how they operate. Twenty-first century organizations are challenged by diversity in many arenas. Demographic changes in workforce composition and customer populations, combined with globalized markets and international competition are increasing the amount of diversity organizations must manage, both internally and externally. Many diversity specialists and business leaders argue that businesses and organizations interested in surviving and thriving in the twenty-first century need to take competitive advantage of a diverse workplace (Soutar, 2004; Yang, 2005). But to do so successfully, leaders and human resources (HR) managers must redefine management and leadership (Jones, 1989). Just as mono-cropping destroys biological diversity, and, in extreme cases, such as the Irish potato famine--human as well as natural ecosystems (Keohane, n.d.), so does mono-managing similarly destroy diversity within organizations. Leaders wanting to build strong, diverse organizations will not be successful if they rely on one approach or solution. Single-threaded diversity solutions, such as focusing only on recruitment or single-approach management techniques, such as requiring every employee to take diversity training, do not create lasting change (Kossek & Lobel, 1996; McMahon, 2006; Thomas, 1990). Bringing about the changes needed to build and sustain diversity requires commitment, strategy, communication, and concrete changes in organizational structure and processes. How, then, can managers and leaders develop diverse organizations and ensure that they are managed to take optimum advantage of diversity? What role should human resource specialists play in creating and managing diverse organizations? What are the best practices they should apply? The purpose of this review is to define workplace diversity, to identify best practices, and to identify how diversity management best practices can be applied in academic libraries. Finally, this review will provide a resource list for HR managers and leaders to learn more about those best practices with the goal of optimizing their organization's approach to diversity.

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

    SciTech Connect (OSTI)

    Ventre, Jerry; Weissman, Jane

    2009-04-01

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

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

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

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

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

    SciTech Connect (OSTI)

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

    2014-07-01

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

  8. Wrapping Up: Our Conversation on Increasing Diversity in STEM Education and

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

    the Workforce | Department of Energy Watch our science and tech experts answer questions and share advice on STEM Education and Careers. Dot Harris Dot Harris Director, Office of Economic Impact and Diversity Where Can I Learn More? Visit diversity.energy.gov for more on the Department's efforts to support minority participation in STEM fields. The national alarm has been sounded. While industry demand for science, technology, engineering and math (STEM) professionals is building at a

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

    SciTech Connect (OSTI)

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

    2010-03-19

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

  10. Ethnic Diversity in Materials Science and Engineering. A report on the workshop on ethnic diversity in materials science and engineering.

    SciTech Connect (OSTI)

    Schwartz, Justin

    2014-06-30

    The immediate goal of the workshop was to elevate and identify issues and challenges that have impeded participation of diverse individuals in MSE. The longerterm goals are to continue forward by gathering and disseminating data, launching and tracking initiatives to mitigate the impediments, and increase the number of diverse individuals pursuing degrees and careers in MSE. The larger goal, however, is to create over time an ever-increasing number of role models in science fields who will, in turn, draw others in to contribute to the workforce of the future.

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

    SciTech Connect (OSTI)

    Tegen, S.

    2014-05-01

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

  12. 2010 Annual Workforce Analysis and Staffing Plan Report - Los Alamos Site

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

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

  13. 2012 Annual Workforce Analysis and Staffing Plan Report - Oak Ridge Office

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

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

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

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

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

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

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

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

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

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

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

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

    Office of Environmental Management (EM)

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

  18. 2013 Annual Workforce Analysis and Staffing Plan Report - Oak Ridge Office

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

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

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

    Broader source: Energy.gov [DOE]

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

  20. Cycles in fossil diversity

    SciTech Connect (OSTI)

    Rohde, Robert A.; Muller, Richard A.

    2004-10-20

    It is well-known that the diversity of life appears to fluctuate during the course the Phanerozoic, the eon during which hard shells and skeletons left abundant fossils (0-542 Ma). Using Sepkoski's compendium of the first and last stratigraphic appearances of 36380 marine genera, we report a strong 62 {+-} 3 Myr cycle, which is particularly strong in the shorter-lived genera. The five great extinctions enumerated by Raup and Sepkoski may be an aspect of this cycle. Because of the high statistical significance, we also consider contributing environmental factors and possible causes.

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

    SciTech Connect (OSTI)

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

    2010-03-22

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

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

    SciTech Connect (OSTI)

    Mets, Mindy

    2013-07-01

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

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

    Broader source: Energy.gov [DOE]

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

  4. 2014 Workforce Analysis and Staffing Plan Report Memo, Guidance and Template

    Broader source: Energy.gov [DOE]

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

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

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

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

  6. DOE Ups the Ante for Diversity and Inclusion at the Department of Energy |

    Office of Environmental Management (EM)

    Department of Energy DOE Ups the Ante for Diversity and Inclusion at the Department of Energy DOE Ups the Ante for Diversity and Inclusion at the Department of Energy April 17, 2012 - 8:25am Addthis DOE Ups the Ante for Diversity and Inclusion at the Department of Energy Bill Valdez Bill Valdez Director of Workforce Management "We will treat our people as our greatest asset." This phrase is not only one of DOE's management principles, but it is also the rock behind our new

  7. 2011 Annual Workforce Analysis and Staffing Plan Report- Idaho Operations Office

    Office of Energy Efficiency and Renewable Energy (EERE)

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

  8. 2011 Annual Workforce Analysis and Staffing Plan Report- Pantex Site Office

    Broader source: Energy.gov [DOE]

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

  9. 2014 Annual Workforce Analysis and Staffing Plan Report- Idaho Operations Office

    Broader source: Energy.gov [DOE]

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

  10. 2012 Annual Workforce Analysis and Staffing Plan Report- EM Consolidated Business Center

    Office of Energy Efficiency and Renewable Energy (EERE)

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

  11. 2013 Annual Workforce Analysis and Staffing Plan Report- Office of Science

    Office of Energy Efficiency and Renewable Energy (EERE)

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

  12. 2012 Annual Workforce Analysis and Staffing Plan Report- Office of River Protection

    Office of Energy Efficiency and Renewable Energy (EERE)

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

  13. 2014 Annual Workforce Analysis and Staffing Plan Report- Chief of Nuclear Safety

    Broader source: Energy.gov [DOE]

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

  14. 2015 Annual Workforce Analysis and Staffing Plan Report- Sandia Field Office

    Broader source: Energy.gov [DOE]

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

  15. 2012 Annual Workforce Analysis and Staffing Plan Report- Oak Ridge Office

    Broader source: Energy.gov [DOE]

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

  16. 2013 Annual Workforce Analysis and Staffing Plan Report- Oak Ridge Office

    Broader source: Energy.gov [DOE]

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

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

    Broader source: Energy.gov [DOE]

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

  18. 2010 Annual Workforce Analysis and Staffing Plan Report- Y-12 Site Office

    Broader source: Energy.gov [DOE]

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

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

    SciTech Connect (OSTI)

    2009-02-01

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

  20. 2010 Annual Workforce Analysis and Staffing Plan Report- Sandia Site Office

    Broader source: Energy.gov [DOE]

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

  1. 2011 Annual Workforce Analysis and Staffing Plan Report- Office of Science

    Office of Energy Efficiency and Renewable Energy (EERE)

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

  2. 2011 Annual Workforce Analysis and Staffing Plan Report- Pacific Northwest Site Office

    Broader source: Energy.gov [DOE]

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

  3. 2012 Annual Workforce Analysis and Staffing Plan Report- Pacific Northwest Site Office

    Broader source: Energy.gov [DOE]

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

  4. 2013 Annual Workforce Analysis and Staffing Plan Report- Pacific Northwest Site Office

    Broader source: Energy.gov [DOE]

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

  5. 2010 Annual Workforce Analysis and Staffing Plan Report- Pacific Northwest Site Office

    Broader source: Energy.gov [DOE]

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

  6. 2011 Annual Workforce Analysis and Staffing Plan Report- Los Alamos Site Office

    Broader source: Energy.gov [DOE]

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

  7. 2013 Annual Workforce Analysis and Staffing Plan Report- Nevada Field Office

    Broader source: Energy.gov [DOE]

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

  8. 2012 Annual Workforce Analysis and Staffing Plan Report- Chief of Nuclear Safety

    Broader source: Energy.gov [DOE]

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

  9. 2013 Annual Workforce Analysis and Staffing Plan Report- Chief of Nuclear Safety

    Broader source: Energy.gov [DOE]

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

  10. 2011 Annual Workforce Analysis and Staffing Plan Report- Office of Environmental Management

    Broader source: Energy.gov [DOE]

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

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

    Broader source: Energy.gov [DOE]

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

  12. 2012 Annual Workforce Analysis and Staffing Plan Report- Office of Environmental Management

    Broader source: Energy.gov [DOE]

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

  13. 2013 Annual Workforce Analysis and Staffing Plan Report- Office of Environmental Management

    Office of Energy Efficiency and Renewable Energy (EERE)

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

  14. 2013 Annual Workforce Analysis and Staffing Plan Report- Office of River Protection

    Broader source: Energy.gov [DOE]

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

  15. 2010 Annual Workforce Analysis and Staffing Plan Report- NNSA Service Center

    Office of Energy Efficiency and Renewable Energy (EERE)

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

  16. 2014 Annual Workforce Analysis and Staffing Plan Report- Office of Environment, Health, Safety and Security

    Broader source: Energy.gov [DOE]

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

  17. 2010 Annual Workforce Analysis and Staffing Plan Report- Chief of Nuclear Safety

    Office of Energy Efficiency and Renewable Energy (EERE)

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

  18. 2011 Annual Workforce Analysis and Staffing Plan Report- Chief of Nuclear Safety

    Office of Energy Efficiency and Renewable Energy (EERE)

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

  19. 2011 Annual Workforce Analysis and Staffing Plan Report- Office of River Protection

    Broader source: Energy.gov [DOE]

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

  20. 2012 Annual Workforce Analysis and Staffing Plan Report- Los Alamos Field Office

    Broader source: Energy.gov [DOE]

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

  1. 2015 Annual Workforce Analysis and Staffing Plan Report- Pacific Northwest Site Office

    Broader source: Energy.gov [DOE]

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

  2. 2013 Annual Workforce Analysis and Staffing Plan Report- Nuclear Energy Oak Ridge Site Office

    Broader source: Energy.gov [DOE]

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

  3. 2014 Annual Workforce Analysis and Staffing Plan Report- Portsmouth Paducah Project Office

    Broader source: Energy.gov [DOE]

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

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

    Broader source: Energy.gov [DOE]

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

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

    National Nuclear Security Administration (NNSA)

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

  6. 2015 Annual Workforce Analysis and Staffing Plan Report- Office of Environment, Health, Safety and Security

    Broader source: Energy.gov [DOE]

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

  7. 2015 Annual Workforce Analysis and Staffing Plan Report- NNSA Production Office

    Broader source: Energy.gov [DOE]

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

  8. 2015 Annual Workforce Analysis and Staffing Plan Report- Savannah River Field Office

    Broader source: Energy.gov [DOE]

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

  9. 2015 Annual Workforce Analysis and Staffing Plan Report- Office of Environmental Management

    Broader source: Energy.gov [DOE]

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

  10. 2015 Annual Workforce Analysis and Staffing Plan Report- Portsmouth Paducah Project Office

    Broader source: Energy.gov [DOE]

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

  11. 2015 Annual Workforce Analysis and Staffing Plan Report- Chief of Nuclear Safety

    Broader source: Energy.gov [DOE]

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

  12. 2012 Annual Workforce Analysis and Staffing Plan Report- Idaho Operations Office

    Broader source: Energy.gov [DOE]

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

  13. 2011 Annual Workforce Analysis and Staffing Plan Report- Sandia Site Office

    Broader source: Energy.gov [DOE]

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

  14. 2014 Annual Workforce Analysis and Staffing Plan Report- NNSA Production Office

    Broader source: Energy.gov [DOE]

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

  15. 2013 Annual Workforce Analysis and Staffing Plan Report- Savannah River Field Office

    Broader source: Energy.gov [DOE]

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

  16. 2012 Annual Workforce Analysis and Staffing Plan Report- Sandia Site Office

    Broader source: Energy.gov [DOE]

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

  17. 2011 Annual Workforce Analysis and Staffing Plan Report- Livermore Site Office

    Broader source: Energy.gov [DOE]

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

  18. 2015 Annual Workforce Analysis and Staffing Plan Report- Los Alamos Field Office

    Broader source: Energy.gov [DOE]

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

  19. 2013 Annual Workforce Analysis and Staffing Plan Report- Richland Operations Office

    Broader source: Energy.gov [DOE]

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

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

    Broader source: Energy.gov [DOE]

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

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

    Broader source: Energy.gov [DOE]

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

  2. 2013 Annual Workforce Analysis and Staffing Plan Report- Office of Health, Safety and Security

    Broader source: Energy.gov [DOE]

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

  3. 2010 Annual Workforce Analysis and Staffing Plan Report- Livermore Site Office

    Broader source: Energy.gov [DOE]

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

  4. 2010 Annual Workforce Analysis and Staffing Plan Report- EM Consolidated Business Center

    Broader source: Energy.gov [DOE]

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

  5. 2010 Annual Workforce Analysis and Staffing Plan Report- Office of River Protection

    Office of Energy Efficiency and Renewable Energy (EERE)

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

  6. 2010 Annual Workforce Analysis and Staffing Plan Report- Savannah River Operations Office

    Broader source: Energy.gov [DOE]

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

  7. 2012 Annual Workforce Analysis and Staffing Plan Report- Nuclear Energy Oak Ridge Site Office

    Broader source: Energy.gov [DOE]

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

  8. 2010 Annual Workforce Analysis and Staffing Plan Report- Office of Health, Safety and Security

    Broader source: Energy.gov [DOE]

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

  9. 2015 Annual Workforce Analysis and Staffing Plan Report- Savannah River Operations Office

    Broader source: Energy.gov [DOE]

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

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

    Broader source: Energy.gov [DOE]

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

  11. 2010 Annual Workforce Analysis and Staffing Plan Report- Oak Ridge Office

    Broader source: Energy.gov [DOE]

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

  12. 2011 Annual Workforce Analysis and Staffing Plan Report- Oak Ridge Office

    Broader source: Energy.gov [DOE]

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

  13. 2011 Annual Workforce Analysis and Staffing Plan Report- Savannah River Site Office

    Office of Energy Efficiency and Renewable Energy (EERE)

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

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

    Broader source: Energy.gov [DOE]

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

  15. 2014 Annual Workforce Analysis and Staffing Plan Report- Los Alamos Field Office

    Broader source: Energy.gov [DOE]

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

  16. 2014 Annual Workforce Analysis and Staffing Plan Report- Sandia Field Office

    Broader source: Energy.gov [DOE]

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

  17. 2014 Annual Workforce Analysis and Staffing Plan Report- Savannah River Field Office

    Broader source: Energy.gov [DOE]

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

  18. 2014 Annual Workforce Analysis and Staffing Plan Report- Pacific Northwest Site Office

    Broader source: Energy.gov [DOE]

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

  19. 2014 Annual Workforce Analysis and Staffing Plan Report- Livermore Field Office

    Broader source: Energy.gov [DOE]

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

  20. 2014 Annual Workforce Analysis and Staffing Plan Report- Office of River Protection

    Broader source: Energy.gov [DOE]

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

  1. 2014 Annual Workforce Analysis and Staffing Plan Report- Richland Operations Office

    Broader source: Energy.gov [DOE]

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

  2. 2014 Annual Workforce Analysis and Staffing Plan Report- Savannah River Operations Office

    Broader source: Energy.gov [DOE]

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

  3. 2012 Annual Workforce Analysis and Staffing Plan Report- NNSA Production Office

    Broader source: Energy.gov [DOE]

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

  4. 2011 Annual Workforce Analysis and Staffing Plan Report- Office of Health, Safety and Security

    Broader source: Energy.gov [DOE]

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

  5. 2012 Annual Workforce Analysis and Staffing Plan Report- Office of Health, Safety and Security

    Broader source: Energy.gov [DOE]

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

  6. 2011 Annual Workforce Analysis and Staffing Plan Report- EM Consolidated Business Center

    Broader source: Energy.gov [DOE]

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

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

    Broader source: Energy.gov [DOE]

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

  8. 2011 Annual Workforce Analysis and Staffing Plan Report- Savannah River Operations Office

    Broader source: Energy.gov [DOE]

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

  9. 2012 Annual Workforce Analysis and Staffing Plan Report- Savannah River Operations Office

    Broader source: Energy.gov [DOE]

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

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

    Broader source: Energy.gov [DOE]

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

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

    Broader source: Energy.gov [DOE]

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

  12. 2010 Annual Workforce Analysis and Staffing Plan Report- Office of Science

    Broader source: Energy.gov [DOE]

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

  13. 2012 Annual Workforce Analysis and Staffing Plan Report- West Valley Demonstration Project

    Broader source: Energy.gov [DOE]

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

  14. 2013 Annual Workforce Analysis and Staffing Plan Report- Office of Science Chicago Office

    Broader source: Energy.gov [DOE]

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

  15. ARM - Facility Statistics

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

    ARMFacility Statistics 2015 Quarterly Reports First Quarter (PDF) Second Quarter (PDF) Third Quarter (PDF) Fourth Quarter (PDF) Historical Statistics Field Campaigns Operational...

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

    Office of Environmental Management (EM)

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

  17. Buckman Direct Diversion Project

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

    Buckman Direct Diversion Project Buckman Direct Diversion Project This project takes surface water from the Rio Grande, and then treats and distributes these waters to the city and county of Santa Fe through their drinking water distribution systems. August 1, 2013 Water flumes at Buckman Direct Diversion Project Water flumes at Buckman Direct Diversion Project The City of Santa Fe and Santa Fe County completed the construction of the Buckman Direct Diversion (BDD) Project in December 2010. The

  18. EERE Statistics Archive

    Broader source: Energy.gov [DOE]

    This page provides EERE Web statistics for all office and corporate websites that opted to use EERE's analytics account. Webtrends statistics for Fiscal Year 2009 (FY09) to FY11 are available for...

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

    SciTech Connect (OSTI)

    2009-04-01

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

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

    SciTech Connect (OSTI)

    Tegen, Suzanne

    2015-07-10

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

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

    SciTech Connect (OSTI)

    2008-06-30

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

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

    Office of Environmental Management (EM)

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

  3. ARM - Historical Operational Statistics

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

    Operational Statistics 2016 Quarterly Reports First Quarter (PDF) Second Quarter (PDF) Third Quarter (PDF) Fourth Quarter (PDF) Past Quarterly Reports Historical Statistics Field Campaigns Operational Visitors and Accounts Data Archive and Usage (October 1995 - Present) Historical Operational Statistics The reporting requirements for DOE national user facilities are based on time. These requirements concern the actual hours of operation (ACTUAL) and the established maximum operation or uptime

  4. ARM - Historical Visitor Statistics

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

    Visitor Statistics 2016 Quarterly Reports First Quarter (PDF) Second Quarter (PDF) Third Quarter (PDF) Fourth Quarter (PDF) Past Quarterly Reports Historical Statistics Field Campaigns Operational Visitors and Accounts Data Archive and Usage (October 1995 - Present) Historical Visitor Statistics As a national user facility, ARM is required to report facility use for actual visitors and for active user research computer and Archive accounts and only unique scientific users will be counted. A

  5. Independent Statistics & Analysis

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

    October 2014 Independent Statistics & Analysis www.eia.gov U.S. Department of Energy Washington, DC 20585 Quarterly Coal Distribution Report April - June 2014 This report was...

  6. FY 2005 Statistical Table

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

    Statistical Table by Appropriation (dollars in thousands - OMB Scoring) Table of Contents Summary...................................................................................................... 1 Mandatory Funding....................................................................................... 3 Energy Supply.............................................................................................. 4 Non-Defense site acceleration

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

    SciTech Connect (OSTI)

    Baring-Gould, I.

    2011-05-01

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

  8. 2015 Workforce Analysis and Staffing Plan Report Memo, Guidance and Template

    Broader source: Energy.gov [DOE]

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

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

    Office of Environmental Management (EM)

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

  10. International Energy Statistics - EIA

    Gasoline and Diesel Fuel Update (EIA)

    International > International Energy Statistics International Energy Statistics Petroleum Production | Annual Monthly/Quarterly Consumption | Annual Monthly/Quarterly Capacity | Bunker Fuels | Stocks | Annual Monthly/Quarterly Reserves | Imports | Annual Monthly/Quarterly Exports | CO2 Emissions | Heat Content Natural Gas All Flows | Production | Consumption | Reserves | Imports | Exports | Carbon Dioxide Emissions | Heat Content Coal All Flows | Production | Consumption | Reserves | Imports

  11. EEO and Diversity Program

    National Nuclear Security Administration (NNSA)

    EEO and Diversity Program EEO and Diversity: Collaborating for Mission Success Solutions to Workplace Conflict: What Mediation Can Do for You! FREQUENTLY ASKED QUESTIONS ABOUT MEDIATION On October 27, 2006, the EEO and Diversity Program sponsored a panel presentation on the mediation program for all Service Center complex employees. Also, a session was held for the Service Center Leadership Team on November 15, 2006. At the end of the panel presentations, audience members were able to ask

  12. AMERICAN STATISTICAL ASSOCIATION

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

    AMERICAN STATISTICAL ASSOCIATION + + + + + COMMITTEE ON ENERGY STATISTICS + + + + + FALL MEETING + + + + + FRIDAY OCTOBER 17, 2003 + + + + + The Committee met in Room 8E089 in the Forrestal Building, 1000 Independence Avenue, S.W., Washington, D.C., at 8:30 a.m., Jay Breidt, Chair, presiding. PRESENT F. JAY BREIDT Chair NICOLAS HENGARTNER Vice Chair JOHNNY BLAIR Committee Member MARK BURTON Committee Member JAE EDMONDS Committee Member MOSHE FEDER Committee Member JAMES K. HAMMITT Committee

  13. Independent Statistics & Analysis

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

    April 2015 Independent Statistics & Analysis www.eia.gov U.S. Department of Energy Washington, DC 20585 Annual Coal Distribution Report 2013 This report was prepared by the U.S. Energy Information Administration (EIA), the statistical and analytical agency within the U.S. Department of Energy. By law, EIA's data, analyses, and forecasts are independent of approval by any other officer or employee of the United States Government. The views in this report therefore should not be construed as

  14. Independent Statistics & Analysis

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

    Independent Statistics & Analysis www.eia.gov U.S. Department of Energy Washington, DC 20585 Quarterly Coal Report (Abbreviated) July - September 2015 January 2016 This report was prepared by the U.S. Energy Information Administration (EIA), the statistical and analytical agency within the U.S. Department of Energy. By law, EIA's data, analyses, and forecasts are independent of approval by any other officer or employee of the United States Government. The views in this report therefore

  15. Independent Statistics & Analysis

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

    March 2016 Independent Statistics & Analysis www.eia.gov U.S. Department of Energy Washington, DC 20585 Quarterly Coal Distribution Report October - December 2014 This report was prepared by the U.S. Energy Information Administration (EIA), the statistical and analytical agency within the U.S. Department of Energy. By law, EIA's data, analyses, and forecasts are independent of approval by any other officer or employee of the United States Government. The views in this report therefore should

  16. Diversity and Inclusion Guidance

    Broader source: Energy.gov [DOE]

    All DOE diversity and inclusion policies, practices and programs must comply with Federal Equal Employment Opportunity laws, Merit Systems Principles, the foundation of the Civil Service, and not...

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

    Broader source: Energy.gov [DOE]

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

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

    SciTech Connect (OSTI)

    2008-06-30

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

  19. Candidate Assembly Statistical Evaluation

    Energy Science and Technology Software Center (OSTI)

    1998-07-15

    The Savannah River Site (SRS) receives aluminum clad spent Material Test Reactor (MTR) fuel from all over the world for storage and eventual reprocessing. There are hundreds of different kinds of MTR fuels and these fuels will continue to be received at SRS for approximately ten more years. SRS''s current criticality evaluation methodology requires the modeling of all MTR fuels utilizing Monte Carlo codes, which is extremely time consuming and resource intensive. Now that amore » significant number of MTR calculations have been conducted it is feasible to consider building statistical models that will provide reasonable estimations of MTR behavior. These statistical models can be incorporated into a standardized model homogenization spreadsheet package to provide analysts with a means of performing routine MTR fuel analyses with a minimal commitment of time and resources. This became the purpose for development of the Candidate Assembly Statistical Evaluation (CASE) program at SRS.« less

  20. GUIDANCE ON CONDUCTING ADVERSE DIVERSITY ANALYSIS

    Office of Environmental Management (EM)

    GUIDANCE ON CONDUCTING ADVERSE DIVERSITY ANALYSIS The Uniform Guidelines for Employee Selection Procedures adopted by the Equal Employment Opportunity Commission (EEOC), Department of Labor's Office of Federal Contract Compliance Programs (OFCCP), and U.S. Department of Justice in 1978 set out accepted statistical tests for assessing possible discriminatory impact of employment actions on protected classifications of employees. See 29 CFR Part 1607. Agencies and litigants commonly use

  1. 2014 Annual Workforce Analysis and Staffing Plan Report - Los Alamos Field Office

    Office of Environmental Management (EM)

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

  2. 2015 Annual Workforce Analysis and Staffing Plan Report - DOE Los Alamos Field Office

    Office of Environmental Management (EM)

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

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

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

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

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

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

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

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

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

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

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

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

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

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

    National Nuclear Security Administration (NNSA)

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

  8. FY 2006 Statistical Table

    Energy Savers [EERE]

    Statistical Table by Appropriation (dollars in thousands - OMB Scoring) FY 2004 FY 2005 FY 2006 Comparable Comparable Request to FY 2006 vs. FY 2005 Approp Approp Congress Discretionary Summary By Appropriation Energy And Water Development Appropriation Summary: Energy Programs Energy supply Operation and maintenance................................................. 787,941 909,903 862,499 -47,404 -5.2% Construction......................................................................... 6,956

  9. FY 2007 Statistical Table

    Energy Savers [EERE]

    Statistical Table by Appropriation (dollars in thousands - OMB Scoring) FY 2005 FY 2006 FY 2007 Current Current Congressional Approp. Approp. Request $ % Discretionary Summary By Appropriation Energy And Water Development, And Related Agencies Appropriation Summary: Energy Programs Energy supply and conservation Operation and maintenance............................................ 1,779,399 1,791,372 1,917,331 +125,959 +7.0%

  10. FY 2008 Statistical Table

    Energy Savers [EERE]

    Statistical Table by Appropriation (dollars in thousands - OMB Scoring) FY 2006 FY 2007 FY 2008 Current Congressional Congressional Approp. Request Request $ % Discretionary Summary By Appropriation Energy And Water Development, And Related Agencies Appropriation Summary: Energy Programs Energy supply and conservation Operation and maintenance........................................... 1,781,242 1,917,331 2,187,943 +270,612 +14.1%

  11. FY 2013 Statistical Table

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

    Statistical Table by Appropriation (dollars in thousands - OMB Scoring) FY 2011 FY 2012 FY 2013 Current Enacted Congressional Approp. Approp. * Request $ % Discretionary Summary By Appropriation Energy And Water Development, And Related Agencies Appropriation Summary: Energy Programs Energy efficiency and renewable energy........................................ 1,771,721 1,809,638 2,337,000 +527,362 +29.1% Electricity delivery and energy reliability.........................................

  12. Diversity Events Calendar

    Broader source: Energy.gov [DOE]

    Training, networking, and career-building conferences like the ones below are valuable ways to engage in diversity issues. Learn about upcoming events on the calendar below, and contact us at...

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

    Broader source: Energy.gov [DOE]

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

  14. FY 2009 Statistical Table

    Energy Savers [EERE]

    Statistical Table by Appropriation (dollars in thousands - OMB Scoring) FY 2007 FY 2008 FY 2009 Current Current Congressional Op. Plan Approp. Request $ % Discretionary Summary By Appropriation Energy And Water Development, And Related Agencies Appropriation Summary: Energy Programs Energy efficiency and renewable energy.......................... -- 1,722,407 1,255,393 -467,014 -27.1% Electricity delivery and energy reliability........................... -- 138,556 134,000 -4,556 -3.3% Nuclear

  15. Implementing Bayesian Statistics

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

    Implementing Bayesian Statistics and a Full Systematic Uncertainty Propagation with the Soft X-Ray Tomography Diagnostic on the Madison Symmetric Torus by Jay Johnson A thesis submitted in partial fulfillment of the requirements for the degree of Bachelors of Science (Physics) at the University of Wisconsin - Madison 2013 i Abstract The Madison Symmetric Torus uses multiple diagnostics to measure electron temper- ature (T e ). The soft x-ray (SXR) diagnostic measures T e from x-ray emission in

  16. Experimental Mathematics and Computational Statistics

    SciTech Connect (OSTI)

    Bailey, David H.; Borwein, Jonathan M.

    2009-04-30

    The field of statistics has long been noted for techniques to detect patterns and regularities in numerical data. In this article we explore connections between statistics and the emerging field of 'experimental mathematics'. These includes both applications of experimental mathematics in statistics, as well as statistical methods applied to computational mathematics.

  17. International petroleum statistics report

    SciTech Connect (OSTI)

    1995-10-01

    The International Petroleum Statistics Report is a monthly publication that provides current international oil data. This report presents data on international oil production, demand, imports, exports and stocks. The report has four sections. Section 1 contains time series data on world oil production, and on oil demand and stocks in the Organization for Economic Cooperation and Development (OECD). Section 2 presents an oil supply/demand balance for the world, in quarterly intervals for the most recent two years. Section 3 presents data on oil imports by OECD countries. Section 4 presents annual time series data on world oil production and oil stocks, demand, and trade in OECD countries.

  18. International petroleum statistics report

    SciTech Connect (OSTI)

    1997-05-01

    The International Petroleum Statistics Report is a monthly publication that provides current international oil data. This report is published for the use of Members of Congress, Federal agencies, State agencies, industry, and the general public. Publication of this report is in keeping with responsibilities given the Energy Information Administration in Public Law 95-91. The International Petroleum Statistics Report presents data on international oil production, demand, imports, and stocks. The report has four sections. Section 1 contains time series data on world oil production, and on oil demand and stocks in the Organization for Economic Cooperation and Development (OECD). This section contains annual data beginning in 1985, and monthly data for the most recent two years. Section 2 presents an oil supply/demand balance for the world. This balance is presented in quarterly intervals for the most recent two years. Section 3 presents data on oil imports by OECD countries. This section contains annual data for the most recent year, quarterly data for the most recent two quarters, and monthly data for the most recent twelve months. Section 4 presents annual time series data on world oil production and oil stocks, demand, and trade in OECD countries. World oil production and OECD demand data are for the years 1970 through 1995; OECD stocks from 1973 through 1995; and OECD trade from 1985 through 1995.

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

    SciTech Connect (OSTI)

    Studer, D.; Kemkar, S.

    2012-09-01

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

  20. Sandia Energy - Statistical Mechanics with Density Functional...

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

    Statistical Mechanics with Density Functional Theory Accuracy Home Highlights - HPC Statistical Mechanics with Density Functional Theory Accuracy Previous Next Statistical...

  1. Statistical physics ""Beyond equilibrium

    SciTech Connect (OSTI)

    Ecke, Robert E

    2009-01-01

    The scientific challenges of the 21st century will increasingly involve competing interactions, geometric frustration, spatial and temporal intrinsic inhomogeneity, nanoscale structures, and interactions spanning many scales. We will focus on a broad class of emerging problems that will require new tools in non-equilibrium statistical physics and that will find application in new material functionality, in predicting complex spatial dynamics, and in understanding novel states of matter. Our work will encompass materials under extreme conditions involving elastic/plastic deformation, competing interactions, intrinsic inhomogeneity, frustration in condensed matter systems, scaling phenomena in disordered materials from glasses to granular matter, quantum chemistry applied to nano-scale materials, soft-matter materials, and spatio-temporal properties of both ordinary and complex fluids.

  2. statistics | OpenEI Community

    Open Energy Info (EERE)

    statistics Home Rmckeel's picture Submitted by Rmckeel(297) Contributor 8 November, 2012 - 12:58 OpenEI dashboard Google Analytics mediawiki OpenEI statistics wiki OpenEI web...

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

    SciTech Connect (OSTI)

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

    2015-10-01

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

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

    SciTech Connect (OSTI)

    Osborn, Thor D.

    2008-04-01

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

  5. International petroleum statistics report

    SciTech Connect (OSTI)

    1995-07-27

    The International Petroleum Statistics Report presents data on international oil production, demand, imports, and exports, and stocks. The report has four sections. Section 1 contains time series data on world oil production, and on oil demand and stocks in the Organization for Economic Cooperation and Development (OECD). This section contains annual data beginning in 1985, and monthly data for the most recent two years. Section 2 presents an oil supply/demand balance for the world. This balance is presented in quarterly intervals for the most recent two years. Section 3 presents data on oil imports by OECD countries. This section contains annual data for the most recent year, quarterly data for the most recent two quarters, and monthly data for the most recent twelve months. Section 4 presents annual time series data on world oil production and oil stocks, demand, and trade in OECD countries. World oil production and OECD demand data are for the years 1970 through 1994; OECD stocks from 1973 through 1994; and OECD trade from 1984 through 1994.

  6. International petroleum statistics report

    SciTech Connect (OSTI)

    1995-11-01

    The International Petroleum Statistics Report presents data on international oil production, demand, imports, exports, and stocks. The report has four sections. Section 1 contains time series data on world oil production, and on oil demand and stocks in the Organization for Economic Cooperation and Development (OECD). This section contains annual data beginning in 1985, and monthly data for the most recent two years. Section 2 presents an oil supply/demand balance for the world. This balance is presented in quarterly intervals for the most recent two years. Section 3 presents data on oil imports by OECD countries. This section contains annual data for the most recent year, quarterly data for the most recent two quarters, and monthly data for the most recent twelve months. Section 4 presents annual time series data on world oil production and oil stocks, demand, and trade in OECD countries. World oil production and OECD demand data are for the years 1970 through 1994; OECD stocks from 1973 through 1994; and OECD trade from 1984 through 1994.

  7. International petroleum statistics report

    SciTech Connect (OSTI)

    1996-10-01

    The International Petroleum Statistics Report presents data on international oil production, demand, imports, and stocks. The report has four sections. Section 1 contains time series data on world oil production, and on oil demand and stocks in the Organization for Economic Cooperation and Development (OECD). This section contains annual data beginning in 1985, and monthly data for the most recent two years. Section 2 presents an oil supply/demand balance for the world. This balance is presented in quarterly intervals for the most recent two years. Section 3 presents data on oil imports by OECD countries. This section contains annual data for the most recent year, quarterly data for the most recent two quarters, and monthly data for the most recent twelve months. Section 4 presents annual time series data on world oil production and oil stocks, demand, and trade in OECD countries. Word oil production and OECD demand data are for the years 1970 through 1995; OECD stocks from 1973 through 1995; and OECD trade from 1985 through 1995.

  8. International petroleum statistics report

    SciTech Connect (OSTI)

    1996-05-01

    The International Petroleum Statistics Report presents data on international oil production, demand, imports, exports, and stocks. The report has four sections. Section 1 contains time series data on world oil production, and on oil demand and stocks in the Organization for Economic Cooperation and Development (OECD). This section contains annual data beginning in 1985, and monthly data for the most recent two years. Section 2 presents an oil supply/demand balance for the world. This balance is presented in quarterly intervals for the most recent two years. Section 3 presents data on oil imports by OECD countries. This section contains annual data for the most recent year, quarterly data for the most recent two quarters, and monthly data for the most recent twelve months. Section 4 presents annual time series data on world oil production and oil stocks, demand, and trade in OECD countries. World oil production and OECD demand data are for the years 1970 through 1995; OECD stocks from 1973 through 1995; and OECD trade from 1084 through 1994.

  9. International petroleum statistics report

    SciTech Connect (OSTI)

    1997-07-01

    The International Petroleum Statistics Report is a monthly publication that provides current international data. The report presents data on international oil production, demand, imports, and stocks. The report has four sections. Section 1 contains time series data on world oil production, and on oil demand and stocks in the Organization for Economic Cooperation and Development (OECD). This section contains annual data beginning in 1985, and monthly data for the most recent two years. Section 2 presents an oil supply/demand balance for the world. This balance is presented in quarterly intervals for the most recent two years. Section 3 presents data on oil imports by OECD countries. This section contains annual data for the most recent year, quarterly data for the most recent two quarters, and monthly data for the most recent 12 months. Section 4 presents annual time series data on world oil production and oil stocks, demand, and trade in OECD countries. World oil production and OECD demand data are for the years 1970 through 1996; OECD stocks from 1973 through 1996; and OECD trade from 1986 through 1996.

  10. Diversity | Argonne National Laboratory

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

    Diversity Louise LernerMarch 8, 2016 Science Writer Read more about Louise Lerner Women in STEM careers: Breaking down barriersMarch 7, 2016 Three Argonne researchers share their experiences, why they pursued STEM careers, and how they're continuing to help the next generation of scientists and engineers to flourish. Read more about Women in STEM careers: Breaking down barriers Carolyn PhillipsFebruary 19, 2016 Computational Scientist Read more about Carolyn Phillips Employee Spotlight: Carolyn

  11. Diversity and Inclusion

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

    Inclusion Diversity and Inclusion At Los Alamos, you will work with the best minds on the planet in an inclusive environment rich in intellectual vitality and opportunity for growth. African-American Partner Program African-American Partner Program African-American graduate interns help solve national challenges in their science, technology, engineering, or math disciplines. READ MORE Michael Torrez Employee Spotlight: Michael Torrez Research technologist enjoys spending his free time tracing

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

    SciTech Connect (OSTI)

    Flowers, L.; Baring-Gould, I.

    2010-04-01

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

  13. Director's commitment to diversity recognized

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

    Director's commitment to diversity recognized Director's commitment to diversity recognized Profiles in Diversity Journal is recognizing Director Michael Anastasio for his commitment to workplace diversity. March 11, 2011 Los Alamos National Laboratory sits on top of a once-remote mesa in northern New Mexico with the Jemez mountains as a backdrop to research and innovation covering multi-disciplines from bioscience, sustainable energy sources, to plasma physics and new materials. Los Alamos

  14. ARM - Historical Field Campaign Statistics

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

    Field Campaign Statistics 2016 Quarterly Reports First Quarter (PDF) Second Quarter (PDF) Third Quarter (PDF) Fourth Quarter (PDF) Past Quarterly Reports Historical Statistics Field Campaigns Operational Visitors and Accounts Data Archive and Usage (October 1995 - Present) Historical Field Campaign Statistics ARM Climate Research Facility users regularly conduct field campaigns to augment routine data acquisitions and to test and validate new instruments. Since the ARM Program began operations

  15. Diversity & Inclusion at Argonne | Argonne National Laboratory

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

    Diversity & Inclusion at Argonne Share Duration 2:50 Topic Operations Human Resources Diversity Argonne Diversity & Inclusion Advisory Council members discuss the value and...

  16. Moore named an American Statistical Society Fellow

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

    Moore named an American Statistical Society Fellow Moore named an American Statistical Society Fellow The ASA inducted Leslie (Lisa) Moore as a Fellow at the 2014 Joint Statistical...

  17. Computing contingency statistics in parallel.

    SciTech Connect (OSTI)

    Bennett, Janine Camille; Thompson, David; Pebay, Philippe Pierre

    2010-09-01

    Statistical analysis is typically used to reduce the dimensionality of and infer meaning from data. A key challenge of any statistical analysis package aimed at large-scale, distributed data is to address the orthogonal issues of parallel scalability and numerical stability. Many statistical techniques, e.g., descriptive statistics or principal component analysis, are based on moments and co-moments and, using robust online update formulas, can be computed in an embarrassingly parallel manner, amenable to a map-reduce style implementation. In this paper we focus on contingency tables, through which numerous derived statistics such as joint and marginal probability, point-wise mutual information, information entropy, and {chi}{sup 2} independence statistics can be directly obtained. However, contingency tables can become large as data size increases, requiring a correspondingly large amount of communication between processors. This potential increase in communication prevents optimal parallel speedup and is the main difference with moment-based statistics where the amount of inter-processor communication is independent of data size. Here we present the design trade-offs which we made to implement the computation of contingency tables in parallel.We also study the parallel speedup and scalability properties of our open source implementation. In particular, we observe optimal speed-up and scalability when the contingency statistics are used in their appropriate context, namely, when the data input is not quasi-diffuse.

  18. Why Hydrogen? Hydrogen from Diverse Domestic Resources

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

    from Diverse Domestic Resources Hydrogen from Diverse Domestic Resources Distributed Generation Transportation HIGH EFFICIENCY HIGH EFFICIENCY & RELIABILITY & RELIABILITY ZERONEAR...

  19. Key China Energy Statistics 2011

    SciTech Connect (OSTI)

    Levine, Mark; Fridley, David; Lu, Hongyou; Fino-Chen, Cecilia

    2012-01-15

    The China Energy Group at Lawrence Berkeley National Laboratory (LBNL) was established in 1988. Over the years the Group has gained recognition as an authoritative source of China energy statistics through the publication of its China Energy Databook (CED). In 2008 the Group published the Seventh Edition of the CED (http://china.lbl.gov/research/chinaenergy-databook). This handbook summarizes key statistics from the CED and is expressly modeled on the International Energy Agencys Key World Energy Statistics series of publications. The handbook contains timely, clearly-presented data on the supply, transformation, and consumption of all major energy sources.

  20. Key China Energy Statistics 2012

    SciTech Connect (OSTI)

    Levine, Mark; Fridley, David; Lu, Hongyou; Fino-Chen, Cecilia

    2012-05-01

    The China Energy Group at Lawrence Berkeley National Laboratory (LBNL) was established in 1988. Over the years the Group has gained recognition as an authoritative source of China energy statistics through the publication of its China Energy Databook (CED). The Group has published seven editions to date of the CED (http://china.lbl.gov/research/chinaenergy-databook). This handbook summarizes key statistics from the CED and is expressly modeled on the International Energy Agencys Key World Energy Statistics series of publications. The handbook contains timely, clearly-presented data on the supply, transformation, and consumption of all major energy sources.

  1. The Management of Post-Recovery Act Workforce Transition at Office of Environmental Management Sites, OAS-RA-12-06

    Energy Savers [EERE]

    Management of Post-Recovery Act Workforce Transition at Office of Environmental Management Sites OAS-RA-12-06 February 2012 Department of Energy Washington, DC 20585 February 22, 2012 MEMORANDUM FOR THE SECRETARY FROM: Gregory H. Friedman Inspector General SUBJECT: INFORMATION: Audit Report on "The Management of Post- Recovery Act Workforce Transition at Office of Environmental Management Sites" BACKGROUND The American Recovery and Reinvestment Act of 2009 was enacted to stimulate the

  2. Better Buildings Neighborhood Program Workforce Peer Exchange Call: Contractor Pricing Call Slides and Discussion Summary, September 27, 2012

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

    September 27, 2012 Better Buildings Neighborhood Program Workforce Peer Exchange Call: Contractor Pricing Call Slides and Discussion Summary Agenda * Call Logistics and Attendance  What relationship between contractor pricing and customers are you seeing and what questions do you have for how other programs might be approaching contractor pricing? * Discussion:  Does your program monitor and quality assure contractor pricing and how?  Does your program ensure uniform pricing for certain

  3. Better Buildings Neighborhood Program Workforce Peer Exchange Call: Contractor Sales Training Call Slides and Discussion Summary, January 19, 2012

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

    9, 2012 Better Buildings Neighborhood Program Workforce Peer Exchange Call: Contractor Sales Training Call Slides and Discussion Summary Agenda * Call Logistics and Attendance  Does your project provide any sales training assistance to contractors? (Or, are you thinking about doing so?) * Program Experience and Lessons:  Nancy Hohns, EnergyWorks, Philadelphia  Mary Templeton, Better Buildings for Michigan  Andy Meyer, Efficiency Maine * Discussion:  Has sales training impacted the

  4. Better Buildings Residential Network Workforce/Business Partners Peer Exchange Call: Strategies for Building Contractor Interest in Program Participation

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

    2, 2013 Better Buildings Residential Network Workforce/Business Partners Peer Exchange Call: Strategies for Building Contractor Interest in Program Participation Call Slides and Summary Agenda * Call Logistics and Introductions * Introducing the Better Buildings Residential Network * Future Call Topics * Discussion:  What strategies or approaches has your program used to build contractor interest in program participation? * What has worked well? What has not worked well?  Have you used

  5. Wind Energy Workforce Development: A Roadmap to a Sustainable Wind Industry (Poster)

    SciTech Connect (OSTI)

    Baring-Gould, I.; Kelly, M.

    2010-05-01

    As the United States moves toward a vision of greatly expanded wind energy use as outlined in the U.S. Department of Energy's 20% Wind Energy by 2030 report, the need for skilled workers at all levels in the industry is repeatedly identified as a critical issue. This presentation is an overview of the educational infrastructure and expected industry needs to support the continued development of a vibrant U.S. wind industry through a discussion of the activities identified that must be put in place to train workers. The paper will also provide a framework to address issues raised from each of the education and industry sectors, identifying a roadmap for developing an educational infrastructure to support wind technology. The presentation will also provide an understanding of the available resources, materials, and programs available across the industry. This presentation provides an overview of the educational infrastructure and expected industry needs to support the continued development of a vibrant U.S. wind industry as part of a collaborative effort to develop a wind workforce roadmap. This presentation will provide 1) A review of needed programs to train workers for the wind industry; 2) An overview of the importance education will play if the nation is to expand wind energy (both in development and deployment terms) and a review of ongoing activities with a focus on federal efforts; 3) A review of the materials and resources available across the industry and a framework to address issues raised from each of the education and industry sectors.

  6. Web Analytics and Statistics | Department of Energy

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

    User Experience Research & Statistics » Web Analytics and Statistics Web Analytics and Statistics EERE uses Google Analytics to capture statistics on its websites. These statistics help website managers measure and report on users, sessions, most visited pages, and more. The Web Template Coordinator can provide you with EERE's username and password and answer questions about your site statistics. Adding Google Analytics to EERE Websites In order for Google Analytics to capture statistics on

  7. Diverse Energy | Open Energy Information

    Open Energy Info (EERE)

    Place: United Kingdom Zip: RH13 0SZ Product: UK-based manufacturer of module fuel cell systems for remote power requirements. References: Diverse Energy1 This article is a...

  8. QUANTUM MECHANICS WITHOUT STATISTICAL POSTULATES

    SciTech Connect (OSTI)

    G. GEIGER; ET AL

    2000-11-01

    The Bohmian formulation of quantum mechanics describes the measurement process in an intuitive way without a reduction postulate. Due to the chaotic motion of the hidden classical particle all statistical features of quantum mechanics during a sequence of repeated measurements can be derived in the framework of a deterministic single system theory.

  9. Diversity and Inclusion | Careers | NREL

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

    Diversity and Inclusion NREL's world-class staff bring knowledge and expertise from across the globe. Our diverse backgrounds enable the laboratory to create clean energy solutions built upon a wide range of experiences and ideas. At NREL, we believe that fostering an inclusive work environment maximizes the unique talents of every NREL employee-regardless of race, sex, gender, religion, or nationality. Today's energy challenges are dynamic and far-reaching, and they demand greater integration

  10. Business Diversity | Argonne National Laboratory

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

    In the News Op ed: What it will take for Chicago to lead everyone else in clean energy innovation Crain's Chicago Business Technology: A solid future Nature Lithium batteries: To the limits of lithium Nature Business Diversity Argonne is committed to expanding opportunities with local and small businesses, including veteran-, female- and minority-owned businesses. Diversity is integrated into Argonne's business model, both in the way in which we procure goods and services, as well as whom we

  11. Ideas for Effective Communication of Statistical Results

    DOE Public Access Gateway for Energy & Science Beta (PAGES Beta)

    Anderson-Cook, Christine M.

    2015-03-01

    Effective presentation of statistical results to those with less statistical training, including managers and decision-makers requires planning, anticipation and thoughtful delivery. Here are several recommendations for effectively presenting statistical results.

  12. ORISE: Statistical Analyses of Worker Health

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

    appropriate methods of statistical analysis to a variety of problems in occupational health and other areas. Our expertise spans a range of capabilities essential for statistical...

  13. VTPI-Transportation Statistics | Open Energy Information

    Open Energy Info (EERE)

    Area: Transportation Resource Type: Dataset Website: www.vtpi.orgtdmtdm80.htm Cost: Free VTPI-Transportation Statistics Screenshot References: VTPI-Transportation Statistics1...

  14. IEA Energy Statistics | Open Energy Information

    Open Energy Info (EERE)

    Statistics Jump to: navigation, search Tool Summary LAUNCH TOOL Name: IEA Energy Statistics AgencyCompany Organization: International Energy Agency Sector: Energy Topics: GHG...

  15. Elementary tetrahelical protein design for diverse oxidoreductase...

    Office of Scientific and Technical Information (OSTI)

    Elementary tetrahelical protein design for diverse oxidoreductase functions Citation Details In-Document Search Title: Elementary tetrahelical protein design for diverse...

  16. Economy Through Product Diversity: Integrated Biorefineries ...

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

    Economy Through Product Diversity: Integrated Biorefineries Economy Through Product Diversity: Integrated Biorefineries Achieving national energy and climate goals will require an...

  17. Statistically significant relational data mining :

    SciTech Connect (OSTI)

    Berry, Jonathan W.; Leung, Vitus Joseph; Phillips, Cynthia Ann; Pinar, Ali; Robinson, David Gerald; Berger-Wolf, Tanya; Bhowmick, Sanjukta; Casleton, Emily; Kaiser, Mark; Nordman, Daniel J.; Wilson, Alyson G.

    2014-02-01

    This report summarizes the work performed under the project (3z(BStatitically significant relational data mining.(3y (BThe goal of the project was to add more statistical rigor to the fairly ad hoc area of data mining on graphs. Our goal was to develop better algorithms and better ways to evaluate algorithm quality. We concetrated on algorithms for community detection, approximate pattern matching, and graph similarity measures. Approximate pattern matching involves finding an instance of a relatively small pattern, expressed with tolerance, in a large graph of data observed with uncertainty. This report gathers the abstracts and references for the eight refereed publications that have appeared as part of this work. We then archive three pieces of research that have not yet been published. The first is theoretical and experimental evidence that a popular statistical measure for comparison of community assignments favors over-resolved communities over approximations to a ground truth. The second are statistically motivated methods for measuring the quality of an approximate match of a small pattern in a large graph. The third is a new probabilistic random graph model. Statisticians favor these models for graph analysis. The new local structure graph model overcomes some of the issues with popular models such as exponential random graph models and latent variable models.

  18. Moore honored with American Statistical Association award

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

    American Statistical Association Award Moore honored with American Statistical Association award Lisa Moore is the recipient of the 2013 Don Owen Award presented by the American Statistical Association, San Antonio Chapter. May 24, 2013 Leslie "Lisa" Moore Leslie "Lisa" Moore The American Statistical Association (ASA) is the world's largest community of statisticians. It was founded in Massachusetts in 1839. Leslie "Lisa" Moore of the Laboratory's Statistical

  19. Office of Survey Development and Statistical Integration

    Gasoline and Diesel Fuel Update (EIA)

    Steve Harvey April 27, 2011 | Washington, D.C. Tough Choices in U.S. EIA's Data Programs Agenda * Office of Oil, Gas, and Coal Supply Statistics * Office of Petroleum and Biofuels Statistics * Office of Electricity, Renewables, and Uranium Statistics * Office of Energy Consumption and Efficiency Statistics * Office of Survey Development and Statistical Integration 2 Presenter name, Presentation location, Presentation date Coal Data Collection Program 3 James Kendell Washington, DC, April 27,

  20. Statistics, Uncertainty, and Transmitted Variation

    SciTech Connect (OSTI)

    Wendelberger, Joanne Roth

    2014-11-05

    The field of Statistics provides methods for modeling and understanding data and making decisions in the presence of uncertainty. When examining response functions, variation present in the input variables will be transmitted via the response function to the output variables. This phenomenon can potentially have significant impacts on the uncertainty associated with results from subsequent analysis. This presentation will examine the concept of transmitted variation, its impact on designed experiments, and a method for identifying and estimating sources of transmitted variation in certain settings.

  1. Transportation Statistics Annual Report 1997

    SciTech Connect (OSTI)

    Fenn, M.

    1997-01-01

    This document is the fourth Transportation Statistics Annual Report (TSAR) prepared by the Bureau of Transportation Statistics (BTS) for the President and Congress. As in previous years, it reports on the state of U.S. transportation system at two levels. First, in Part I, it provides a statistical and interpretive survey of the systemits physical characteristics, its economic attributes, aspects of its use and performance, and the scale and severity of unintended consequences of transportation, such as fatalities and injuries, oil import dependency, and environment impacts. Part I also explores the state of transportation statistics, and new needs of the rapidly changing world of transportation. Second, Part II of the report, as in prior years, explores in detail the performance of the U.S. transportation system from the perspective of desired social outcomes or strategic goals. This year, the performance aspect of transportation chosen for thematic treatment is Mobility and Access, which complements past TSAR theme sections on The Economic Performance of Transportation (1995) and Transportation and the Environment (1996). Mobility and access are at the heart of the transportation systems performance from the users perspective. In what ways and to what extent does the geographic freedom provided by transportation enhance personal fulfillment of the nations residents and contribute to economic advancement of people and businesses? This broad question underlies many of the topics examined in Part II: What is the current level of personal mobility in the United States, and how does it vary by sex, age, income level, urban or rural location, and over time? What factors explain variations? Has transportation helped improve peoples access to work, shopping, recreational facilities, and medical services, and in what ways and in what locations? How have barriers, such as age, disabilities, or lack of an automobile, affected these accessibility patterns? How are commodity flows and transportation services responding to global competition, deregulation, economic restructuring, and new information technologies? How do U.S. patterns of personal mobility and freight movement compare with other advanced industrialized countries, formerly centrally planned economies, and major newly industrializing countries? Finally, how is the rapid adoption of new information technologies influencing the patterns of transportation demand and the supply of new transportation services? Indeed, how are information technologies affecting the nature and organization of transportation services used by individuals and firms?

  2. Lab Specific Waste Diversion Webinar

    Broader source: Energy.gov [DOE]

    This presentation will describe the different recycling programs that the University of Colorado (CU) Boulder has in place, how they are maintained, and how they have been a great tool for engaging lab members to support waste diversion and create opportunities between CU Green Labs and lab members for further collaboration towards energy and water savings.

  3. Lectures on probability and statistics

    SciTech Connect (OSTI)

    Yost, G.P.

    1984-09-01

    These notes are based on a set of statistics lectures delivered at Imperial College to the first-year postgraduate students in High Energy Physics. They are designed for the professional experimental scientist. We begin with the fundamentals of probability theory, in which one makes statements about the set of possible outcomes of an experiment, based upon a complete a priori understanding of the experiment. For example, in a roll of a set of (fair) dice, one understands a priori that any given side of each die is equally likely to turn up. From that, we can calculate the probability of any specified outcome. We finish with the inverse problem, statistics. Here, one begins with a set of actual data (e.g., the outcomes of a number of rolls of the dice), and attempts to make inferences about the state of nature which gave those data (e.g., the likelihood of seeing any given side of any given die turn up). This is a much more difficult problem, of course, and one's solutions often turn out to be unsatisfactory in one respect or another.

  4. Report of the second Human Genome Diversity workshop

    SciTech Connect (OSTI)

    1992-12-31

    The Second Human Genome Diversity Workshop was successfully held at Penn State University from October 29--31, 1992. The Workshop was essentially organized around 7 groups, each comprising approximately 10 participants, representing the sampling issues in different regions of the world. These groups worked independently, using a common format provided by the organizers; this was adjusted as needed by the individual groups. The Workshop began with a presentation of the mandate to the participants, and of the procedures to be followed during the workshop. Dr. Feldman presented a summary of the results from the First Workshop. He and the other organizers also presented brief comments giving their perspective on the objectives of the Second Workshop. Dr. Julia Bodmer discussed the study of European genetic diversity, especially in the context of the HLA experience there, and of plans to extend such studies in the coming years. She also discussed surveys of world HLA laboratories in regard to resources related to Human Genome Diversity. Dr. Mark Weiss discussed the relevance of nonhuman primate studies for understanding how demographic processes, such as mate exchange between local groups, affected the local dispersion of genetic variation. Primate population geneticists have some relevant experience in interpreting variation at this local level, in particular, with various DNA fingerprinting methods. This experience may be relevant to the Human Genome Diversity Project, in terms of practical and statistical issues.

  5. Parallel auto-correlative statistics with VTK.

    SciTech Connect (OSTI)

    Pebay, Philippe Pierre; Bennett, Janine Camille

    2013-08-01

    This report summarizes existing statistical engines in VTK and presents both the serial and parallel auto-correlative statistics engines. It is a sequel to [PT08, BPRT09b, PT09, BPT09, PT10] which studied the parallel descriptive, correlative, multi-correlative, principal component analysis, contingency, k-means, and order statistics engines. The ease of use of the new parallel auto-correlative statistics engine is illustrated by the means of C++ code snippets and algorithm verification is provided. This report justifies the design of the statistics engines with parallel scalability in mind, and provides scalability and speed-up analysis results for the autocorrelative statistics engine.

  6. Tomography and weak lensing statistics

    SciTech Connect (OSTI)

    Munshi, Dipak; Coles, Peter; Kilbinger, Martin E-mail: peter.coles@astro.cf.ac.uk

    2014-04-01

    We provide generic predictions for the lower order cumulants of weak lensing maps, and their correlators for tomographic bins as well as in three dimensions (3D). Using small-angle approximation, we derive the corresponding one- and two-point probability distribution function for the tomographic maps from different bins and for 3D convergence maps. The modelling of weak lensing statistics is obtained by adopting a detailed prescription for the underlying density contrast that involves hierarchal ansatz and lognormal distribution. We study the dependence of our results on cosmological parameters and source distributions corresponding to the realistic surveys such as LSST and DES. We briefly outline how photometric redshift information can be incorporated in our results. We also show how topological properties of convergence maps can be quantified using our results.

  7. Diversity

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

    ...nsform%20Your%20Organization%20-%20Susan%20Gr... Institute of Management (ERIM). Huckman, R. S., Staats, B. R., & Harvard Business ... Journal of Economic Literature, 48, 1, 108- ...

  8. Better Buildings Neighborhood Program Workforce Peer Exchange Call: Streamlining Service Delivery from the Customers Perspective Call Slides and Discussion Summary, Augut 30, 2012

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

    August 30, 2012 Better Buildings Neighborhood Program Workforce Peer Exchange Call: Streamlining Service Delivery from the Customer's Perspective Call Slides and Discussion Summary Agenda * Call Logistics and Attendance  What unique activities is your program undertaking, if any, for streamlining service delivery from the customer's perspective? * Program Experience and Lessons:  Connecticut: Madeline Priest, Neighbor to Neighbor Energy Challenge  Cincinnati: Lilah Glick, Greater

  9. diversity | National Nuclear Security Administration

    National Nuclear Security Administration (NNSA)

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

  10. STORM: A STatistical Object Representation Model

    SciTech Connect (OSTI)

    Rafanelli, M. ); Shoshani, A. )

    1989-11-01

    In this paper we explore the structure and semantic properties of the entities stored in statistical databases. We call such entities statistical objects'' (SOs) and propose a new statistical object representation model,'' based on a graph representation. We identify a number of SO representational problems in current models and propose a methodology for their solution. 11 refs.

  11. Quantrum chaos and statistical nuclear physics

    SciTech Connect (OSTI)

    Not Available

    1986-01-01

    This book contains 33 selections. Some of the titles are: Chaotic motion and statistical nuclear theory; Test of spectrum and strength fluctuations with proton resonances; Nuclear level densities and level spacing distributions; Spectral statistics of scale invariant systems; and Antiunitary symmetries and energy level statistics.

  12. I/O Statistics Last 30 Days

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

    I/O Statistics Last 30 Days I/O Statistics Last 30 Days These plots show the daily statistics for the last 30 days for the storage systems at NERSC in terms of the amount of data transferred and the number of files transferred. Daily I/O Volume Daily I/O Count

  13. Diversity and Inclusion | Argonne National Laboratory

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

    Diversity and Inclusion Argonne is home to a vibrant, diverse community. When we bring together groups of people whose cultural and intellectual backgrounds equip them to look at a...

  14. Announcement of the Office of Diversity Programs

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

    2011-03-28

    The Department recognizes that embracing diversity in all aspects of our operations is crucial to achieving DOE's critical mission.

  15. Adverse Diversity Analysis Guidance | Department of Energy

    Energy Savers [EERE]

    Adverse Diversity Analysis Guidance Adverse Diversity Analysis Guidance PDF icon Attachment 8 - Adverse Diversity Analysis Guidance PDF icon Attachment 8(a) - WFR disparate impact chart example completed PDF icon Attachment 8(b) - WFR disparate impact chart clean More Documents & Publications FAIR Act Inventory - FY13 Fayette Country, Pennsylvania, Housing Market Analysis Recent Research to Address Technical Barriers to Increased Use of Biodiesel

  16. The Human Genome Diversity Project

    SciTech Connect (OSTI)

    Cavalli-Sforza, L.

    1994-12-31

    The Human Genome Diversity Project (HGD Project) is an international anthropology project that seeks to study the genetic richness of the entire human species. This kind of genetic information can add a unique thread to the tapestry knowledge of humanity. Culture, environment, history, and other factors are often more important, but humanity`s genetic heritage, when analyzed with recent technology, brings another type of evidence for understanding species` past and present. The Project will deepen the understanding of this genetic richness and show both humanity`s diversity and its deep and underlying unity. The HGD Project is still largely in its planning stages, seeking the best ways to reach its goals. The continuing discussions of the Project, throughout the world, should improve the plans for the Project and their implementation. The Project is as global as humanity itself; its implementation will require the kinds of partnerships among different nations and cultures that make the involvement of UNESCO and other international organizations particularly appropriate. The author will briefly discuss the Project`s history, describe the Project, set out the core principles of the Project, and demonstrate how the Project will help combat the scourge of racism.

  17. Statistics for characterizing data on the periphery

    SciTech Connect (OSTI)

    Theiler, James P; Hush, Donald R

    2010-01-01

    We introduce a class of statistics for characterizing the periphery of a distribution, and show that these statistics are particularly valuable for problems in target detection. Because so many detection algorithms are rooted in Gaussian statistics, we concentrate on ellipsoidal models of high-dimensional data distributions (that is to say: covariance matrices), but we recommend several alternatives to the sample covariance matrix that more efficiently model the periphery of a distribution, and can more effectively detect anomalous data samples.

  18. Statistical assessment of Monte Carlo distributional tallies

    SciTech Connect (OSTI)

    Kiedrowski, Brian C; Solomon, Clell J

    2010-12-09

    Four tests are developed to assess the statistical reliability of distributional or mesh tallies. To this end, the relative variance density function is developed and its moments are studied using simplified, non-transport models. The statistical tests are performed upon the results of MCNP calculations of three different transport test problems and appear to show that the tests are appropriate indicators of global statistical quality.

  19. Moore honored with American Statistical Association award

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

    Before his death in 1991, Professor Owen was the Distinguished Professor of Statistics at Southern Methodist University in Dallas, Texas. His illustrious career serves as the ...

  20. Statistics for Industry Groups and Industries, 2003

    SciTech Connect (OSTI)

    2009-01-18

    Statistics for the U.S. Department of Commerce including types of manufacturing, employees, and products as outlined in the Annual Survey of Manufacturers (ASM).

  1. Statistical methods for nuclear material management

    SciTech Connect (OSTI)

    Bowen W.M.; Bennett, C.A.

    1988-12-01

    This book is intended as a reference manual of statistical methodology for nuclear material management practitioners. It describes statistical methods currently or potentially important in nuclear material management, explains the choice of methods for specific applications, and provides examples of practical applications to nuclear material management problems. Together with the accompanying training manual, which contains fully worked out problems keyed to each chapter, this book can also be used as a textbook for courses in statistical methods for nuclear material management. It should provide increased understanding and guidance to help improve the application of statistical methods to nuclear material management problems.

  2. STATISTICAL PERFORMANCE EVALUATION OF SPRING OPERATED PRESSURE...

    Office of Scientific and Technical Information (OSTI)

    Title: STATISTICAL PERFORMANCE EVALUATION OF SPRING OPERATED PRESSURE RELIEF VALVE RELIABILITY IMPROVEMENTS 2004 TO 2014 Authors: Harris, S. ; Gross, R. ; Watson, H. Publication ...

  3. Better Buildings Neighborhood Program Workforce Peer Exchange Call: Mentoring and Job Training in the Field for Newly Trained Contractors, April 12, 2012

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

    Slides and Discussion Summary April 12, 2012 Better Buildings Neighborhood Program Workforce Peer Exchange Call: Mentoring and Job Training in the Field for Newly Trained Contractors Agenda * Call Logistics and Attendance  Is your program in the process of developing or currently implementing any type of field training or mentoring program for newly trained contractors? * Program Experience and Lessons:  New Hampshire: Cimbria Badenhausen, NHCDFA  Kansas City: Jensen Adams and Warren

  4. Better Buildings Neighborhood Program Workforce Peer Exchange Call: Strategies for Aligning Program Demand with Contractors Seasonal Fluctuations Call Slides and Discussion Summary, June 7, 2012

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

    7, 2012 Better Buildings Neighborhood Program Workforce Peer Exchange Call: Strategies for Aligning Program Demand with Contractor's Seasonal Fluctuations Call Slides and Discussion Summary Agenda * Call Logistics and Attendance  What strategies has your program been thinking about or implemented to align program demand with seasonal fluctuation? * Program Experience and Lessons:  Rutland County, VT: Mary Cohen, NeighborWorks of Western Vermont  Austin, TX: Jill Maness, Austin Energy *

  5. Better Buildings Neighborhood Program Workforce Peer Exchange Call: Working with the Real Estate Sector Call Slides and Discussion Summary, March 1, 2012

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

    , 2012 Better Buildings Neighborhood Program Workforce Peer Exchange Call: Working with the Real Estate Sector Call Slides and Discussion Summary Agenda * Call Logistics and Attendance  How are you working with the real estate sector (or thinking about doing so)? * Program Experience and Lessons:  Chicago: Laura Stukel, CNT Energy  Charlottesville: Annie Suttle, LEAP * Discussion:  What are key interaction points with the real estate sector? (e.g., MLS, broker education, home

  6. Better Buildings Neighborhood Program Workforce/Business Partners Peer Exchange Call: Approaches to Approved Contractor Lists, Call Slides and Summary, April 25, 2013

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

    25, 2013 Better Buildings Neighborhood Program Workforce/Business Partners Peer Exchange Call: Approaches to Approved Contractor Lists Call Slides and Summary Agenda - Approaches to Approved Contractor Lists * Call Logistics and Attendance  Roll call: Name, Program, and What would you like to get out of today's call? * Discussion  What experiences have you had with using approved contractor lists?  What processes and/or criteria have you used to match customers with contractors using

  7. Better Buildings Residential Network Program Sustainability Mastermind Call: Targeted Workforce Recruitment, Training, and Success in the Market Call Slides and Discussion Summary, March 13, 2014

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

    Mastermind Call: Targeted Workforce Recruitment, Training, and Success in the Market Call Slides and Discussion Summary March 13, 2014 Agenda  Welcome  Introductions (go-around and assignment of numbers)  Mastermind Format and Agenda  Moderator: Jonathan Cohen, DOE Mastermind Session  Program Overview  Host: Jim Mikel, Spirit Foundation  Questions and Answers  Participants ask clarifying questions about the program  Idea Generation  Participants offer 2-3 new

  8. Better Buildings Residential Network Workforce/ Business Partners Peer Exchange Call Series: Home Performance Training & Mentoring: Lessons and Resources Call Slides and Discussion Summary, August 14, 2014

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

    Workforce/ Business Partners Peer Exchange Call Series: Home Performance Training & Mentoring: Lessons and Resources Call Slides and Discussion Summary August 14, 2014 Agenda  Call Logistics and Introductions  Residential Network and Peer Exchange Call Overview  Featured Speakers  Mark Jackson, Community Housing Partners, Christiansburg, VA  Amanda Hatherly, New Mexico Energy$mart Academy, Santa Fe Community College  Tom White, Home Energy Magazine  Discussion  What

  9. Better Buildings Residential Network Workforce/Business Partners Peer Exchange Call: Energy Advising Services in the Post-ARRA World Call Slides and Summary, June 27, 2013

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

    Workforce/Business Partners Peer Exchange Call: Energy Advising Services in the Post-ARRA World Call Slides and Summary Agenda * Call Logistics and Introductions * Introducing the Better Buildings Residential Network * Future Call Topics * Discussion:  What experiences or plans do programs have offering energy advising or energy concierge services without American Recovery and Reinvestment Act (ARRA) grants?  What fees or other funding models are programs exploring for these services

  10. Notice of Intent to Cancel DOE O 3750.1, Work Force Discipline and Replace with DOE O 333.1, Employee Management Relations (Workforce Discipline)

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

    2014-08-21

    The proposed new Order would cancel DOE O 3750.1, dated 3-23-1998, which is severely outdated and deficient in addressing Genetic Information Non-discrimination Act (GINA), addressing Reprisal (verify), protections and entitlements under the Whistle Blower Act, 2014 Hatch Act changes, Nepotism, Executive Memorandums regarding issues such as texting while driving and current workforce issues as well as Merit Systems Protection Board (MSPB) preferred standards.

  11. Federal offshore statistics: leasing - exploration - production - revenue

    SciTech Connect (OSTI)

    Essertier, E.P.

    1984-01-01

    Federal Offshore Statistics is a numerical record of what has happened since Congress gave authority to the Secretary of the Interior in 1953 to lease the Federal portion of the Continental Shelf for oil and gas. The publication updates and augments the first Federal Offshore Statistics, published in December 1983. It also extends a statistical series published annually from 1969 until 1981 by the US Geological Survey (USGS) under the title Outer Continental Shelf Statistics. The USGS collected royalties and supervised operation and production of minerals on the Outer Continental Shelf (OCS) until the Minerals Management Service (MMS) took over these functions in 1982. Statistics are presented under the following topics: (1) highlights, (2) leasing, (3) exploration and development, (4) production and revenue, (5) federal offshore production by ranking operator, 1983, (6) reserves and undiscovered recoverable resources, and (7) oil pollution in the world's oceans.

  12. Diversity and Inclusion Redux | Jefferson Lab

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

    Diversity and Inclusion Redux February 11, 2015 You will recall that in the fall of 2015, I wrote a Montage about the intent to develop an Integrated Diversity and Inclusion program. The Diversity and Inclusion Council, under Chairpersons Mary Logue and Rolf Ent, has been working in collaboration with the Public Affairs office on several initiatives, which will soon go public. One of the very interesting but pernicious effects which, to a greater or lesser degree, we all are susceptible to is

  13. SECTION J, APPENDIX L - DIVERSITY PLAN GUIDANCE

    National Nuclear Security Administration (NNSA)

    L, Page 1 SECTION J APPENDIX L [Note: The Diversity Plan shall be submitted to the Contracting Officer in accordance with DEAR 970.5226-1] DIVERSITY PLAN GUIDANCE 12/1/10 In accordance with the Contract's Section I Clause entitled "DEAR 970.5226-1, Diversity Plan," this Appendix provides guidance to assist the Contractor in understanding the information being sought by the Department of Energy, National Nuclear Security Administration (DOE/NNSA) for each of the clause's Diversity

  14. Asteroid diversion considerations and comparisons of diversion techniques

    DOE Public Access Gateway for Energy & Science Beta (PAGES Beta)

    Owen, J. Michael; Miller, Paul; Rovny, Jared; Wasem, Joe; Howley, Kirsten; Herbold, Eric B.

    2015-05-19

    The threat of asteroid impacts on Earth poses a low-probability but high consequence risk, with possible outcomes ranging from regional to global catastrophe. However, unique amongst such global threats we have the capability of averting such disasters. Diversion approaches by either kinetic impactor or nuclear energy deposition are the two most practical technologies for mitigating hazardous near Earth asteroids. One of the greatest challenges in understanding our options is the uncertain response of asteroids to such impulsive techniques, due both to our lack of knowledge of the composition and structure of these objects as well as their highly varied nature.more » Predicting whether we will simply divert or break up a given object is a crucial: the weak self-gravity and inferred weak structure of typical asteroids present the strong possibility the body will fragment for modest impulses. Predictive modeling of failure and fragmentation is one important tool for such studies. In this paper we apply advances in modeling failure and fracture using Adaptive Smoothed Particle Hydrodynamics (ASPH) to understand mega-cratering on asteroids as a validation exercise, and show examples of diverting the near Earth asteroid Bennu using both a kinetic impactor and ablative blow-off due to nuclear energy deposition.« less

  15. Asteroid diversion considerations and comparisons of diversion techniques

    SciTech Connect (OSTI)

    Owen, J. Michael; Miller, Paul; Rovny, Jared; Wasem, Joe; Howley, Kirsten; Herbold, Eric B.

    2015-05-19

    The threat of asteroid impacts on Earth poses a low-probability but high consequence risk, with possible outcomes ranging from regional to global catastrophe. However, unique amongst such global threats we have the capability of averting such disasters. Diversion approaches by either kinetic impactor or nuclear energy deposition are the two most practical technologies for mitigating hazardous near Earth asteroids. One of the greatest challenges in understanding our options is the uncertain response of asteroids to such impulsive techniques, due both to our lack of knowledge of the composition and structure of these objects as well as their highly varied nature. Predicting whether we will simply divert or break up a given object is a crucial: the weak self-gravity and inferred weak structure of typical asteroids present the strong possibility the body will fragment for modest impulses. Predictive modeling of failure and fragmentation is one important tool for such studies. In this paper we apply advances in modeling failure and fracture using Adaptive Smoothed Particle Hydrodynamics (ASPH) to understand mega-cratering on asteroids as a validation exercise, and show examples of diverting the near Earth asteroid Bennu using both a kinetic impactor and ablative blow-off due to nuclear energy deposition.

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

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

    Best Venture and Outstanding Venture Awards. October 21, 2015 "Little Box Challenge" Inverters Arrive at NREL Today, 18 finalist teams for the Little Box Challenge, presented by...

  17. Topology for statistical modeling of petascale data.

    SciTech Connect (OSTI)

    Pascucci, Valerio; Mascarenhas, Ajith Arthur; Rusek, Korben; Bennett, Janine Camille; Levine, Joshua; Pebay, Philippe Pierre; Gyulassy, Attila; Thompson, David C.; Rojas, Joseph Maurice

    2011-07-01

    This document presents current technical progress and dissemination of results for the Mathematics for Analysis of Petascale Data (MAPD) project titled 'Topology for Statistical Modeling of Petascale Data', funded by the Office of Science Advanced Scientific Computing Research (ASCR) Applied Math program. Many commonly used algorithms for mathematical analysis do not scale well enough to accommodate the size or complexity of petascale data produced by computational simulations. The primary goal of this project is thus to develop new mathematical tools that address both the petascale size and uncertain nature of current data. At a high level, our approach is based on the complementary techniques of combinatorial topology and statistical modeling. In particular, we use combinatorial topology to filter out spurious data that would otherwise skew statistical modeling techniques, and we employ advanced algorithms from algebraic statistics to efficiently find globally optimal fits to statistical models. This document summarizes the technical advances we have made to date that were made possible in whole or in part by MAPD funding. These technical contributions can be divided loosely into three categories: (1) advances in the field of combinatorial topology, (2) advances in statistical modeling, and (3) new integrated topological and statistical methods.

  18. Dynamic Response of Large Wind Power Plant Affected by Diverse Conditions at Individual Turbines

    SciTech Connect (OSTI)

    Elizondo, Marcelo A.; Lu, Shuai; Lin, Guang; Wang, Shaobu

    2014-07-31

    Diverse operating conditions at individual wind turbine generators (WTG) within wind power plants (WPPs) can affect the WPP dynamic response to system faults. For example, individual WTGs can experience diverse terminal voltage and power output caused by different wind direction and speed, affecting the response of protection and control limiters. In this paper, we present a study to investigate the dynamic response of a detailed WPP model under diverse power outputs of its individual WTGs. Wake effect is considered as the reason for diverse power outputs. The diverse WTG power output is evaluated in a test system where a large 168-machine test WPP is connected to the IEEE-39-bus system. The power output from each WTG is derived from a wake effect model that uses realistic statistical data for incoming wind speed and direction. The results show that diverse WTG output due to wake effect can affect the WPP dynamic response activating specialized control in some turbines. In addition, transient stability is affected by exhibiting uncertainty in critical clearing time calculation.

  19. Statistical criteria for characterizing irradiance time series.

    SciTech Connect (OSTI)

    Stein, Joshua S.; Ellis, Abraham; Hansen, Clifford W.

    2010-10-01

    We propose and examine several statistical criteria for characterizing time series of solar irradiance. Time series of irradiance are used in analyses that seek to quantify the performance of photovoltaic (PV) power systems over time. Time series of irradiance are either measured or are simulated using models. Simulations of irradiance are often calibrated to or generated from statistics for observed irradiance and simulations are validated by comparing the simulation output to the observed irradiance. Criteria used in this comparison should derive from the context of the analyses in which the simulated irradiance is to be used. We examine three statistics that characterize time series and their use as criteria for comparing time series. We demonstrate these statistics using observed irradiance data recorded in August 2007 in Las Vegas, Nevada, and in June 2009 in Albuquerque, New Mexico.

  20. EERE Web Site Engagement Statistics: FY09

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

    WEB SITE ENGAGEMENT STATISTICS TECHNOLOGY ADVANCEMENT AND OUTREACH | 01 TABLE OF CONTENTS ... Views 02 Average Visit Duration 03 Top 20 Web Sites by Visits 03 Top 20 Visited Pages 04 ...

  1. I/O Statistics Last 30 Days

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

    Last 30 Days These plots show the daily statistics for the last 30 days for the storage systems at NERSC in terms of the amount of data transferred and the number of files...

  2. Statistical Methods for Environmental Pollution Monitoring

    Office of Scientific and Technical Information (OSTI)

    f!\Jl~~ If & &0 :3 Statistical Methods for Environmental Pollution Monitoring 3 3679 00058 9400 Statistical Methods for Environmental Pollution Monitoring Richard O. Gilbert Pacific Northwest Laboratory Imi5l VAN NOSTRAND REINHOLD COMPANY ~ - - - - - - - New York Dedicated to my parents, Mary Margaret and Donald I. Gilbert Copyright © 1987 by Van Nostrand Reinhold Company Inc. Library of Congress Catalog Card Number: 86-26758 ISBN 0-442-23050-8 Work supported by the U.S. Department of

  3. Combined statistical and dynamical assessment of simulated

    Office of Scientific and Technical Information (OSTI)

    vegetation-rainfall in North Africa during the mid-Holocene* (Journal Article) | SciTech Connect Combined statistical and dynamical assessment of simulated vegetation-rainfall in North Africa during the mid-Holocene* Citation Details In-Document Search Title: Combined statistical and dynamical assessment of simulated vegetation-rainfall in North Africa during the mid-Holocene* A negative feedback of vegetation cover on subsequent annual precipitation is simulated for the mid-Holocene over

  4. ORISE: Statistical Analyses of Worker Health

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

    Statistical Analyses Statistical analyses at the Oak Ridge Institute for Science and Education (ORISE) support ongoing programs involving medical surveillance of workers and other populations, as well as occupational epidemiology and research. ORISE emphasizes insightful and accurate analysis, practical interpretation of results and clear, easily read reports. All analyses are preceded by extensive data scrubbing and verification. ORISE's approach relies on applying appropriate methods of

  5. Statistical Fault Detection & Diagnosis Expert System

    Energy Science and Technology Software Center (OSTI)

    1996-12-18

    STATMON is an expert system that performs real-time fault detection and diagnosis of redundant sensors in any industrial process requiring high reliability. After a training period performed during normal operation, the expert system monitors the statistical properties of the incoming signals using a pattern recognition test. If the test determines that statistical properties of the signals have changed, the expert system performs a sequence of logical steps to determine which sensor or machine component hasmoredegraded.less

  6. ARM - Lesson Plans: Historical Climate Statistics

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

    Historical Climate Statistics Outreach Home Room News Publications Traditional Knowledge Kiosks Barrow, Alaska Tropical Western Pacific Site Tours Contacts Students Study Hall About ARM Global Warming FAQ Just for Fun Meet our Friends Cool Sites Teachers Teachers' Toolbox Lesson Plans Lesson Plans: Historical Climate Statistics Objective The objective of this activity is to demonstrate the concept of climate change at a sample locality where the historical temperature records are available.

  7. FY 2015 Statistical Table by Appropriation

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

    Statistical Table by Appropriation (dollars in thousands - OMB Scoring) Statistical Table by Appropriation Page 1 FY 2015 Congressional Request FY 2013 FY 2014 FY 2014 FY 2014 FY 2015 Current Enacted Adjustment Current Congressional Approp. Approp. Approp. Request Discretionary Summary By Appropriation Energy And Water Development And Related Agencies Appropriation Summary: Energy Programs Energy efficiency and renewable energy............................... 1,691,757 1,900,641 ---- 1,900,641

  8. Possible Improvements of the ACE Diversity Interchange Methodology

    SciTech Connect (OSTI)

    Etingov, Pavel V.; Zhou, Ning; Makarov, Yuri V.; Ma, Jian; Guttromson, Ross T.; McManus, Bart; Loutan, Clyde

    2010-07-26

    North American Electric Reliability Corporation (NERC) grid is operated by about 131 balancing authorities (BA). Within each BA, operators are responsible for managing the unbalance (caused by both load and wind). As wind penetration levels increase, the challenges of managing power variation increases. Working independently, balancing area with limited regulating/load following generation and high wind power penetration faces significant challenges. The benefits of BA cooperation and consolidation increase when there is a significant wind energy penetration. To explore the benefits of BA cooperation, this paper investigates ACE sharing approach. A technology called ACE diversity interchange (ADI) is already in use in the western interconnection. A new methodology extending ADI is proposed in the paper. The proposed advanced ADI overcoming some limitations existing in conventional ADI. Simulations using real statistical data of CAISO and BPA have shown high performance of the proposed advanced ADI methodology.

  9. Diversity combining in laser Doppler vibrometry for improved signal reliability

    SciTech Connect (OSTI)

    Drbenstedt, Alexander

    2014-05-27

    Because of the speckle nature of the light reflected from rough surfaces the signal quality of a vibrometer suffers from varying signal power. Deep signal outages manifest themselves as noise bursts and spikes in the demodulated velocity signal. Here we show that the signal quality of a single point vibrometer can be substantially improved by diversity reception. This concept is widely used in RF communication and can be transferred into optical interferometry. When two statistically independent measurement channels are available which measure the same motion on the same spot, the probability for both channels to see a signal drop-out at the same time is very low. We built a prototype instrument that uses polarization diversity to constitute two independent reception channels that are separately demodulated into velocity signals. Send and receive beams go through different parts of the aperture so that the beams can be spatially separated. The two velocity channels are mixed into one more reliable signal by a PC program in real time with the help of the signal power information. An algorithm has been developed that ensures a mixing of two or more channels with minimum resulting variance. The combination algorithm delivers also an equivalent signal power for the combined signal. The combined signal lacks the vast majority of spikes that are present in the raw signals and it extracts the true vibration information present in both channels. A statistical analysis shows that the probability for deep signal outages is largely decreased. A 60 fold improvement can be shown. The reduction of spikes and noise bursts reduces the noise in the spectral analysis of vibrations too. Over certain frequency bands a reduction of the noise density by a factor above 10 can be shown.

  10. GUIDANCE ON CONDUCTING ADVERSE DIVERSITY ANALYSIS

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

    U.S. Department of Justice in 1978 set out accepted statistical tests for assessing possible discriminatory impact of employment actions on protected classifications of employees. ...

  11. Equal Employment Opportunity and Diversity Program

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

    2003-02-12

    Provides a centralized, comprehensive source of information for DOE/NNSA employees and applicants regarding the requirements of the Department's equal employment opportunity and diversity program. Supersedes DOE O 311.1A.

  12. Equal Opportunity Publications’ STEM Diversity Career Expo

    Broader source: Energy.gov [DOE]

    Meet qualified job candidates face-to-face at EOP’s STEM Diversity Career Expo hosted by Equal Opportunity Publications (EOP). EOP publishes of seven nationally recognized career guidance and...

  13. Peptoid Nanosheets Offer a Diversity of Functionalities

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

    Peptoid Nanosheets Offer a Diversity of Functionalities Peptoid Nanosheets Offer a Diversity of Functionalities Print Wednesday, 29 April 2015 00:00 Researchers at the ALS have recently observed peptoid nanosheets-two-dimensional biomimetic materials with customizable properties-as they self-assemble at an oil-water interface. These nanosheets are an emerging class of two-dimensional nanomaterials that have the potential for use in a variety of applications ranging from molecular sensors to

  14. Lanthanide coordination polymers: Synthesis, diverse structure and

    Office of Scientific and Technical Information (OSTI)

    luminescence properties (Journal Article) | SciTech Connect Lanthanide coordination polymers: Synthesis, diverse structure and luminescence properties Citation Details In-Document Search Title: Lanthanide coordination polymers: Synthesis, diverse structure and luminescence properties The new semirigid exo-bidentate ligand incorporating furfurysalicylamide terminal groups, namely, 1,4-bis([(2'-furfurylaminoformyl)phenoxyl]methyl)-2,5-bismethylbenzene (L) was synthesized and used as building

  15. Statistical Fault Detection & Diagnosis Expert System

    Energy Science and Technology Software Center (OSTI)

    1996-12-18

    STATMON is an expert system that performs real-time fault detection and diagnosis of redundant sensors in any industrial process requiring high reliability. After a training period performed during normal operation, the expert system monitors the statistical properties of the incoming signals using a pattern recognition test. If the test determines that statistical properties of the signals have changed, the expert system performs a sequence of logical steps to determine which sensor or machine component hasmore » degraded.« less

  16. DOE - NNSA/NFO -- FOIA Statistics

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

    Statistics NNSA/NFO Language Options U.S. DOE/NNSA - Nevada Field Office FOIA Statistics The FOIA has become a useful tool for researchers, news media, and the general public. In October 1996, Congress enacted the Electronic Freedom of Information Act Amendments of 1996, one of which (5 U.S.C. 552(a)(6)(A)(i)) extended the agency response period from 10 days to 20 days, and another (5 U.S.C. 552(e)) which requires agencies to make available to the public fiscal year FOIA Annual Reports. This

  17. Federal offshore statistics: leasing, exploration, production, revenue

    SciTech Connect (OSTI)

    Essertier, E.P.

    1983-01-01

    The statistics in this update of the Outer Continental Shelf Statistics publication document what has happened since federal leasing began on the Outer Continental Shelf (OCS) in 1954. Highlights note that of the 29.8 million acres actually leased from 175.6 million acres offered for leasing, 20.1% were in frontier areas. Total revenues for the 1954-1982 period were $58.9 billion with about 13% received in 1982. The book is divided into six parts covering highlights, leasing, exploration and development, production and revenue, reserves and undiscovered recoverable resources, and pollution problems from well and tanker accidents. 5 figures, 59 tables.

  18. Mentoring and Educating to Increase Diversity in Science, Tech...

    Office of Environmental Management (EM)

    Mentoring and Educating to Increase Diversity in Science, Tech, Engineering and Math Mentoring and Educating to Increase Diversity in Science, Tech, Engineering and Math October ...

  19. Targeting diverse protein-protein interaction interfaces with...

    Office of Scientific and Technical Information (OSTI)

    Targeting diverse protein-protein interaction interfaces with -peptides derived from the Z-domain scaffold Citation Details In-Document Search Title: Targeting diverse ...

  20. Office of Personnel Management (OPM) Guidance on Diversity and...

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

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