National Library of Energy BETA

Sample records for workforce restructuring plan

  1. ENERGY Workforce Restructuring Plan

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

    ENERGY Workforce Restructuring Plan for the Idaho Operations Office March 2016 WORKFORCE RESTRUCTURING PLAN For the Idaho Operations Office Table of Contents I. INTRODUCTION...................................................................................................................................................... 1 Executive Summary ................................................................................................................................................ 1

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

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

    Announcement of Draft Workforce Restructuring Plan Announcement of Draft Workforce Restructuring Plan Attachment 3 - Announcement of Draft Workforce Restructuring Plan (8.7 KB) More Documents & Publications Workforce Restructuring Policy General Workforce Restructuring Plan Template Self-Select Voluntary Separation Plan Template

  3. General Workforce Restructuring Plan Template | Department of Energy

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

    Workforce Restructuring Plan Template General Workforce Restructuring Plan Template Attachment 2 - General Workforce Restructuring Plan Template_Rev1 (248.13 KB) More Documents & Publications Workforce Restructuring Policy Involuntary Separation Plan Template Section 3161 Rehiring Preference for Eligible Separated Employees

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

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

    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

  5. Workforce Restructuring Policy | Department of Energy

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

    Workforce Restructuring Policy Workforce Restructuring Policy This document provides revised and consolidated policy and models intended to facilitate contractor workforce restructuring activities. Workforce Restructuring Policy (5.03 MB) More Documents & Publications Involuntary Separation Plan Template Self-Select Voluntary Separation Plan Template General Workforce Restructuring Plan Template

  6. Kansas City Site Office General Workforce Restructuring (2007...

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

    Apply for Our Jobs Our Jobs Working at NNSA Blog Home Field Offices Welcome to the Kansas City Field Office Kansas City Site Office General Workforce Restructuring (2007)...

  7. Equal Employment Opportunity/Workforce Restructuring Laws | Department of

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

    Energy Opportunity/Workforce Restructuring Laws Equal Employment Opportunity/Workforce Restructuring Laws Equal Employment Opportunity laws prohibit discrimination against individuals on the basis of various protected categories including race, sex, age, disability, and veteran status: Title VII of the Civil Rights Act of 1964 Americans with Disabilities Act of 1990 Age Discrimination in Employment Act of 1967 Executive Order 11246 of September 24, 1965 (Equal Employment Opportunity Act)

  8. Workforce Plans | Department of Energy

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

    Workforce Planning is an integral part of the human capital planning process. The intent ... The purpose of the workforce Plan is to provide focus and direction to Human Resources ...

  9. Section 3161 Announcement: Possible Workforce Restructuring at the Y-12

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

    National Security Complex and Its Satellite Facilities Announced | National Nuclear Security Administration | (NNSA) Section 3161 Announcement: Possible Workforce Restructuring at the Y-12 National Security Complex and Its Satellite Facilities Announced October 10, 2007 Microsoft Office document icon NR-10-07

  10. 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

  11. Workforce Analysis and Planning Division (HC-52)

    Broader source: Energy.gov [DOE]

    This division provides strategic direction guidance and advice through analysis of budget and workforce projections and plans, congressional mandates, administration goals, Departmental priorities...

  12. 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...

  13. 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 -...

  14. 2014 Annual Workforce Analysis and Staffing Plan Report - Richland...

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

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

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

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

    More Documents & Publications 2013 Annual Workforce Analysis and Staffing Plan Report - Livermore Field Office 2014 Annual Workforce Analysis and Staffing Plan Report - Livermore ...

  16. Involuntary Separation Plan Template | Department of Energy

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

    Plan Template Involuntary Separation Plan Template Attachment 6 - Involuntary Separation Plan Template_Rev1 (69.15 KB) More Documents & Publications Workforce Restructuring Policy General Workforce Restructuring Plan Template Self-Select Voluntary Separation Plan Template

  17. 2014 Annual Workforce Analysis and Staffing Plan Report - Nevada...

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

    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 ...

  18. 2015 Annual Workforce Analysis and Staffing Plan Report - Nevada...

    Office of Environmental Management (EM)

    Nevada Field Office 2015 Annual Workforce Analysis and Staffing Plan Report - Nevada Field Office Managers perform an annual workforce analysis of their organization and develop ...

  19. 2010 Annual Workforce Analysis and Staffing Plan Report - Los...

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

    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 ...

  20. 2015 Annual Workforce Analysis and Staffing Plan Report - Los...

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

    Los Alamos Field Office 2015 Annual Workforce Analysis and Staffing Plan Report - Los Alamos Field Office Managers perform an annual workforce analysis of their organization and ...

  1. 2014 Annual Workforce Analysis and Staffing Plan Report - Livermore...

    Office of Environmental Management (EM)

    Livermore Field Office 2014 Annual Workforce Analysis and Staffing Plan Report - Livermore Field Office Managers perform an annual workforce analysis of their organization and ...

  2. 2015 Annual Workforce Analysis and Staffing Plan Report - Livermore...

    Office of Environmental Management (EM)

    Livermore Field Office 2015 Annual Workforce Analysis and Staffing Plan Report - Livermore Field Office Managers perform an annual workforce analysis of their organization and ...

  3. 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

  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 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 annual workforce 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. 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

  6. 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

  7. 2012 Annual Workforce Analysis and Staffing Plan Report - Livermore Field

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

    Office | Department of Energy Annual Workforce Analysis and Staffing Plan Report - 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

  8. 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

  9. 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

  10. 2015 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 2015 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

  11. 2013 Workforce Analysis and Staffing Plan Report Memo, Guidance...

    Office of Environmental Management (EM)

    Plan Report Memo, Guidance and Template 2013 Workforce Analysis and Staffing Plan Report Memo, Guidance and Template The Department of Energy Federal Technical Capability ...

  12. 2014 Workforce Analysis and Staffing Plan Report Memo, Guidance...

    Office of Environmental Management (EM)

    Plan Report Memo, Guidance and Template 2014 Workforce Analysis and Staffing Plan Report Memo, Guidance and Template The Department of Energy Federal Technical Capability ...

  13. 2015 Workforce Analysis and Staffing Plan Report Memo, Guidance...

    Office of Environmental Management (EM)

    Plan Report Memo, Guidance and Template 2015 Workforce Analysis and Staffing Plan Report Memo, Guidance and Template The Department of Energy Federal Technical Capability ...

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

    Energy Savers [EERE]

    and Staffing Plan Report - Nevada Site Office Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities ...

  15. 2015 Annual Workforce Analysis and Staffing Plan Report - Oak...

    Energy Savers [EERE]

    Plan Report - Oak Ridge Office of Environmental Management Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical ...

  16. 2011 Workforce Analysis and Staffing Plan Report Memo, Guidance...

    Office of Environmental Management (EM)

    Plan Report Memo, Guidance and Template 2011 Workforce Analysis and Staffing Plan Report Memo, Guidance and Template The Department of Energy Federal Technical Capability ...

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

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

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

  18. 2014 Workforce Analysis and Staffing Plan Report Memo, Guidance and

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

    Template | Department of Energy 4 Workforce Analysis and Staffing Plan Report Memo, Guidance and Template 2014 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

  19. 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...

  20. 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:...

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

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

    The Department of Energy Federal Technical Capability Order, DOE 0 426.1, requires that ... More Documents & Publications 2013 Annual Workforce Analysis and Staffing Plan Report - ...

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

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

    The Department of Energy Federal Technical Capability Order, DOE O 426.1, requires that ... More Documents & Publications 2014 Workforce Analysis and Staffing Plan Report Memo, ...

  3. 2011 Annual Workforce Analysis and Staffing Plan Report - Portsmouth

    Office of Environmental Management (EM)

    Paducah Project Office | Department of Energy Portsmouth Paducah Project Office 2011 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

  4. 2014 Annual Workforce Analysis and Staffing Plan Report - Savannah River

    Office of Environmental Management (EM)

    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.

  5. 2014 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 2014 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.

  6. 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.

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

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

    Paducah Project Office | Department of Energy Portsmouth Paducah Project Office 2014 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

  8. 2014 Annual Workforce Analysis and Staffing Plan Report - Richland

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

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

  9. 2015 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 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. 2015 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 2015 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.

  11. 2015 Annual Workforce Analysis and Staffing Plan Report - Portsmouth

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

    Paducah Project Office | Department of Energy Portsmouth Paducah Project Office 2015 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

  12. 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.

  13. 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.

  14. 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.

  15. 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.

  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. 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.

  18. NR-WFR Plan for Comment July 8 2013.docx

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

    Monday, July 8, 2013 Bill Taylor - 803-952-8564 bill.taylor@srs.gov Public Comment Sought for Savannah River Site Workforce Restructuring Plan AIKEN, SC -- The Department of Energy Savannah River Site (DOE-SR) has posted a draft workforce restructuring plan for public comment. The draft workforce restructuring plan, prepared under Section 3161 of the National Defense Authorization Act, is designed to mitigate the impacts of any potential workforce reductions to contractor employees at the Site

  19. 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.

  20. 2015 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 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 process

  1. 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 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 annual workforce 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

  2. 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 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 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

  3. Self-Select Voluntary Separation Plan Template | Department of Energy

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

    Self-Select Voluntary Separation Plan Template Self-Select Voluntary Separation Plan Template Attachment 5 - Self-Select Voluntary Separation Plan Template (70.59 KB) More Documents & Publications Workforce Restructuring Policy Separation Programs Releases and Waivers General Workforce Restructuring Plan Template

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

    Office of Environmental Management (EM)

    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

  5. 2015 Annual Workforce Analysis and Staffing Plan Report - Los Alamos Field

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

    Office | Department of Energy Los Alamos Field Office 2015 Annual Workforce Analysis and Staffing Plan Report - Los Alamos 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.

  6. 2012 Annual Workforce Analysis and Staffing Plan Report - Carlsbad...

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

    This workforce analysis process continues to cover technical capability needs to address defense nuclear facility and related operational hazards. Individual site summaries ...

  7. 2015 Annual Workforce Analysis and Staffing Plan Report - Carlsbad...

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

    This workforce analysis process continues to cover technical capability needs to address defense nuclear facility and related operational hazards. Individual site summaries ...

  8. 2014 Annual Workforce Analysis and Staffing Plan Report - Carlsbad...

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

    This workforce analysis process continues to cover technical capability needs to address defense nuclear facility and related operational hazards. Individual site summaries ...

  9. 2014 Annual Workforce Analysis and Staffing Plan Report - Portsmouth...

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

    This workforce analysis process continues to cover technical capability needs to address defense nuclear facility and related operational hazards. Individual site summaries ...

  10. 2010 Annual Workforce Analysis and Staffing Plan Report - Carlsbad...

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

    This workforce analysis process continues to cover technical capability needs to address defense nuclear facility and related operational hazards. Individual site summaries ...

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

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

    This workforce analysis process continues to cover technical capability needs to address defense nuclear facility and related operational hazards. Individual site summaries ...

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

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

    This workforce analysis process continues to cover technical capability needs to address defense nuclear facility and related operational hazards. Individual site summaries ...

  13. 2015 Annual Workforce Analysis and Staffing Plan Report - Portsmouth...

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

    This workforce analysis process continues to cover technical capability needs to address defense nuclear facility and related operational hazards. Individual site summaries ...

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

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

    This workforce analysis process continues to cover technical capability needs to address defense nuclear facility and related operational hazards. Individual site summaries ...

  15. 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.

  16. 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.

  17. 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.

  18. 2010 Annual Workforce Analysis and Staffing Plan Report- Carlsbad Field 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.

  19. 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.

  20. 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.

  1. 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.

  2. 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.

  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- Office of Science Chicago Office

    Broader source: Energy.gov [DOE]

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

  5. 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.

  6. 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.

  7. 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.

  8. 2013 Annual Workforce Analysis and Staffing Plan Report- Carlsbad 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. 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.

  10. 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.

  11. 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.

  12. 2011 Annual Workforce Analysis and Staffing Plan Report- Savannah River 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.

  13. 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.

  14. 2012 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.

  15. 2010 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.

  16. 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.

  17. 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.

  18. 2014 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.

  19. 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.

  20. 2015 Annual Workforce Analysis and Staffing Plan Report- Carlsbad 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. 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.

  2. 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.

  3. 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.

  4. 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.

  5. 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.

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

    Broader source: Energy.gov [DOE]

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

  7. 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.

  8. 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.

  9. 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.

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

    Broader source: Energy.gov [DOE]

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

  11. 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.

  12. 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.

  13. 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.

  14. 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.

  15. 2013 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.

  16. 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.

  17. 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.

  18. 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.

  19. 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.

  20. 2012 Annual Workforce Analysis and Staffing Plan Report- Oak Ridge Office of Environmental Management

    Broader source: Energy.gov [DOE]

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

  1. 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.

  2. 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.

  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- 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.

  5. 2015 Annual Workforce Analysis and Staffing Plan Report- NNSA Production 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.

  6. 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.

  7. 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.

  8. 2015 Annual Workforce Analysis and Staffing Plan Report- Chief of Nuclear Safety

    Office of Energy Efficiency and Renewable Energy (EERE)

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

  9. 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.

  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. 2012 Annual Workforce Analysis and Staffing Plan Report- Carlsbad 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. 2011 Annual Workforce Analysis and Staffing Plan Report- Carlsbad 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.

  13. 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.

  14. 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.

  15. 2013 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.

  16. 2011 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.

  17. 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.

  18. 2010 Annual Workforce Analysis and Staffing Plan Report- Chief of Nuclear Safety

    Broader source: Energy.gov [DOE]

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

  19. 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.

  20. 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.

  1. 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.

  2. 2012 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.

  3. 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.

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

    Office of Energy Efficiency and Renewable Energy (EERE)

    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.

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

  9. 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.

  10. 2014 Annual Workforce Analysis and Staffing Plan Report- Carlsbad Field Office

    Broader source: Energy.gov [DOE]

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

  11. 2010 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.

  12. 2012 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.

  13. 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.

  14. 2015 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.

  15. 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.

  16. 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.

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

  18. 2010 Annual Workforce Analysis and Staffing Plan Report- Livermore 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.

  19. 2016 Annual Workforce Analysis and Staffing Plan Report - DOE Oak Ridge Office of Environmental Management

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

    (4193) United States Government Department of Energy Oak Ridge Office of Environmental Management memorandum DATE: January 19, 2016 REPLY TO ATTN OF: EM-90:Cange SUBJECT: 2015 OAK RIDGE OFFICE OF ENVIRONMENTAL MANAGEMENT ANNUAL WORKFORCE ANALYSIS AND STAFFING PLAN TO: Karen L. Boardman, Chairperson, Federal Technical Capability Panel, HS-70 The Oak Ridge Office of Environmental Management (OREM) has produced the required OREM Annual Workforce Analysis and Staffing Plan. The attached report

  20. 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...

  1. 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

  2. 2013 Annual Workforce Analysis and Staffing Plan Report - Portsmouth

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

    2 DOE Microgrid Workshop July 30-31, 2012 Chicago, Illinois 2012 DOE Microgrid Workshop Report Page i Acknowledgment The U.S. Department of Energy (DOE) would like to acknowledge the support provided by the organizations represented on the workshop planning committee in developing the workshop process and sessions. The preparation of this workshop report was coordinated by Energy & Environmental Resources Group, LLC (E2RG). The report content is based on the workshop session discussions,

  3. 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

  4. Workforce Diversity Town Hall

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

    2011-08-18

    On August 18, 2011, President Obama issued an Executive Order, "Establishing a Coordinated Government-wide Initiative to Promote Diversity and Inclusion in the Federal Workforce," directing federal agencies to develop strategic plans to recruit and retain a more diverse workforce.

  5. 2013 Nuclear Workforce Development Day

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

    Career Workshop Topics:  Focusing on Your Strengths  Dressing for Success  Taking Advantage of Internships & Co-Op Programs Moderator: Renee Stewart - National Nuclear Security Administration Operations & Programs Savannah River Nuclear Solutions Panel Members: Nora Swanson - Workforce Development Coordinator Southern Company Andrew Bouldin - Workforce Strategies Team Leader Southern Company Scott Macfarland - Manager, Corporate Workforce Planning SCANA Corporation Career

  6. Work Force Restructuring Activities

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

    Work Force Restructuring Activities December 10, 2008 Note: Current updates are in bold # Planned Site/Contractor HQ Approved Separations Status General * LM has finalized the compilation of contractor management team separation data for the end of FY07 actuals and end of FY08 and FY09 projections. LM has submitted to Congress the FY 2007 Annual Report on contractor work force restructuring activities. The report has been posted to the LM website. *LM conducted a DOE complex-wide data call to

  7. SECTION 3161 ANNOUNCEMENT: New Draft Workforce Restructuring...

    Energy Savers [EERE]

    on contractor employees at NAME SITE, and on the surrounding communities. It sets forth the Department's approach for responding to the changing missions and contractor...

  8. Fusion in the Era of Burning Plasma Studies: Workforce Planning for 2004 to 2014. Final report to FESA C

    SciTech Connect (OSTI)

    none,

    2004-03-29

    This report has been prepared in response to Dr. R. Orbach’s request of the Fusion Energy Sciences Advisory Committee (FESAC) to “address the issue of workforce development in the U.S. fusion program.” The report addresses three key questions: what is the current status of the fusion science, technology, and engineering workforce; what is the workforce that will be needed and when it will be needed to ensure that the U.S. is an effective partner in ITER and to enable the U.S. to successfully carry out the fusion program; and, what can be done to ensure a qualified, diversified, and sufficiently large workforce and a pipeline to maintain that workforce? In addressing the charge, the Panel considers a workforce that allows for a vigorous national program of fusion energy research that includes participation in magnetic fusion (ITER) and inertial fusion (NIF) burning plasma experiments.

  9. 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

  10. Electricity Restructuring by State

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

    Restructuring Status Status of Electricity Restructuring by State Data as of: September 2010 Next Release Date: None The map below shows information on the electric industry ...

  11. 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...

  12. 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 ...

  13. restructuring_mecs94

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

    able to participate--on a limited basis and, for the most part, as participants in pilot projects. There is no reason to believe that the restructuring of the electricity market...

  14. 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)

  15. Draft Policy and Planning Guidance for Community Transition Activities

    Broader source: Energy.gov [DOE]

    Planning Guidance for Contractor Work Force RestructuringOffice of Worker and Community Transition 

  16. 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).

  17. Workforce Development Wind Projects

    Office of Energy Efficiency and Renewable Energy (EERE)

    This report covers the Wind and Water Power Technologies Office’s workforce development wind projects from fiscal years 2008 to 2014.

  18. WORKFORCE DIVERSITY TOWN HALL

    Energy Savers [EERE]

    ... fracturing our communities." Secretary Hillary Rodham Clinton WORKFORCE DIVERSITY TOWN HALL Agenda I. Welcome Mel Williams, Jr., Associate Deputy Secretary II. Opening Remarks Dr. ...

  19. 2013 Nuclear Workforce Development ...

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

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

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

    Energy Savers [EERE]

    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 ...

  1. Better Buildings Workforce Guidelines

    Office of Energy Efficiency and Renewable Energy (EERE)

    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.

  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 & 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. 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.

  4. Former Soviet refineries face modernization, restructuring

    SciTech Connect (OSTI)

    Not Available

    1993-11-29

    A massive modernization and restructuring program is under way in the refining sector of Russia and other former Soviet republics. Economic reforms and resulting economic dislocation following the collapse of the Soviet Union has left refineries in the region grappling with a steep decline and changes in product demand. At the same time, rising oil prices and an aging, dilapidated infrastructure promise a massive shakeout. Even as many refineries in the former Soviet Union (FSU) face possible closure because they are running at a fraction of capacity, a host of revamps, expansions, and grass roots refineries are planned or under way. The paper discusses plans.

  5. Powering America's Solar Workforce

    Broader source: Energy.gov [DOE]

    This video provides an overview of the U.S. Department of Energy SunShot Initiative’s efforts to develop America’s solar workforce, including online training modules and programs like the Solar...

  6. 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

  7. DOE Contractor Work Force Restructuring Approval Thresholds

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

    Contractor Work Force Restructuring Approval Thresholds Up to 100 employees Contractor can ... to provide approval for NNSA work force restructurings in consultation with LM 501 ...

  8. 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

  9. 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 ...

  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. Workforce Statistics | National Nuclear Security Administration | (NNSA)

    National Nuclear Security Administration (NNSA)

    Workforce Statistics The Semi Annual Report provides age, disability, diversity, education, pay plan, retirement eligibility, years of service, and veteran's status data. The Year-End reports include the semi-annual information, as well as information on hires; separations; promotions; and historical data for those organization's where it is available, for five years. National Nuclear Security Administration Kansas City Field Office NA 1 - Immediate Office of the Administrator Livermore Field

  12. DOE CONTRACTOR PENSION PLANS

    Energy Savers [EERE]

    Contractor's workforce and sponsors the employee pension and benefit plans; or (b) ... DOE-H-200x EMPLOYEE COMPENSATION: PAY AND BENEFITS (a) Contractor Employee Compensation ...

  13. WINDExchange: Education and Workforce Development

    Wind Powering America (EERE)

    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. Better Buildings Workforce Guidelines UPDATE

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

    BETTER BUILDINGS WORKFORCE GUIDELINES UPDATE Monica Neukomm, BBWG Project Manager, ... Be Revised * This JTA was developed at a capstone level, it is unlikely that many ...

  15. Issues in workforce composition analysis

    SciTech Connect (OSTI)

    Koeck, D.C.; Rogers, J.D.

    1996-05-01

    An issue of paramount interest to US industry is the supply and quality of human resources available for this country`s scientific and technological activities. The changing composition of the workforce and the responsibility that an organization has to assure equal opportunity, give rise to various issues. This paper discusses some of the issues associated with the scientific and technical workforce. Specifically, it explores some of the questions pertaining to workforce composition and measures of workforce composition. This paper should be useful to those responsible for personnel policies.

  16. 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.

  17. The Department of Energy

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

    S. Department of ENERGY Draft Workforce Restructuring Plan for the [Name Site] DATE: [Insert Date] WORKFORCE RESTRUCTURING PLAN For the [NAME SITE] Table of Contents I. INTRODUCTION ...................................................................................................................................................... 1 Executive Summary ................................................................................................................................................ 1

  18. 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

  19. Education Workforce Data | Department of Energy

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

    Education Workforce Data Education Workforce Data 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. Download the Education Workforce data in csv format (262.48 KB) More Documents & Publications DOE and Federal Energy and Manufacturing Workforce Programs and

  20. Fossil generation restructuring in the Ukraine

    SciTech Connect (OSTI)

    Galambas, J.W.

    1996-12-31

    This paper describes the Ukrainian electrical system as it was in 1991, defines the need for restructuring, outlines the restructuring process, identifies a number of major obstacles that are hindering the implementation of the fossil generation, restructuring process, and points out major problems in the coal procurement system. It describes the visits to several Ukrainian power plants, defines restructuring success to date, makes suggestions for improved restructuring progress, highlights lessons learned, and enlightens the audience on the opportunities of investing in the Ukrainian power generation industry. The primary focus is on the Fossil Generator Advisor task, which was carried out under the direction of Hagler Bailly Consulting, Inc. (Hagler Bailly).

  1. 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 - ...

  2. Developing and Enhancing Workforce Training Programs: Number...

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

    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 ...

  3. Acquisition Workforce Information | Department of Energy

    Office of Environmental Management (EM)

    All Acquisition Workforce information has been moved to Powerpedia - Acquisition Workforce. Aviation Management Green Leases Executive Secretariat Energy Reduction at HQ Real ...

  4. ORISE: Workforce Analysis and Program Evaluation

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

    Workforce Analysis and Program Evaluation Workforce Analysis and Program Evaluation By accurately capturing statistics and conducting data analysis, the Oak Ridge Institute for Science and Education (ORISE) assesses the needs of the nation's science, technology, engineering and mathematics workforce. Our comprehensive workforce trends assessment and recruitment strategies enable us to match highly qualified participants with laboratories and agencies needing research assistance. Beyond research

  5. Acquisition Workforce Information | Department of Energy

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

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

  6. Addressing the workforce pipeline challenge

    SciTech Connect (OSTI)

    Leonard Bond; Kevin Kostelnik; Richard Holman

    2006-11-01

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

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

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

    and Education Programs Staff Workforce Development and Education Programs Staff Contact the Workforce Development and Education Programs staff for questions on internships, graduate programs, competitions, teacher programs, and education initiatives. Photo of a woman sitting on the floor, assembling a wind turbine in front of a fan. Energy Institute participants use KidWind wind turbine kits to accomplish tasks such as pumping water, lifting weights, and charging a capacitor. The Energy

  8. Measuring and Explaining Electricity Price Changes in Restructured States

    SciTech Connect (OSTI)

    Fagan, Mark L.

    2006-06-15

    An effort to determine the effect of restructuring on prices finds that, on average, prices for industrial customers in restructured states were lower, relative to predicted prices, than prices for industrial customers in non-restructured states. This preliminary analysis also finds that these price changes are explained primarily by high pre-restructuring prices, not whether or not a state restructured. (author)

  9. Restructuring in Retrospect, 2001 | Department of Energy

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

    Restructuring in Retrospect, 2001 Restructuring in Retrospect, 2001 This report provides policymakers with guidance as they examine past and future restructuring efforts and seek to determine how competitive markets can be of benefit to customers. Industrial and larger commercial customers may benefit from competitive markets, while residential and small commercial customers may not benefit unless legislators focus specifically on their needs. But it also has become evident that even the largest

  10. DOE Contractor Work Force Restructuring Approval Thresholds

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

    Contractor Work Force Restructuring Approval Thresholds Up to 100 employees Contractor can make decision bit must notify DOE of intent of restructuring 101-200 employees DOE/NNSA field office is authorized to provide approval 201-500 employees LM is authorized to provide approval and NNSA Administrator is authorized to provide approval for NNSA work force restructurings in consultation with LM 501 and above employees Under Secretary/NNSA Administrator approval required

  11. Vehicle Technologies Office: Workforce Development and Professional

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

    Education | Department of Energy Education & Workforce Development » Vehicle Technologies Office: Workforce Development and Professional Education Vehicle Technologies Office: Workforce Development and Professional Education 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 respond to these vehicles. VTO helps to develop the nation's workforce

  12. Guidance Regarding Refinancing, Restructuring, or Modifying Loan...

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

    Regarding Refinancing, Restructuring, or Modifying Loan Agreements Entered into by an Energy Services Company Under a Federal Energy Savings Performance Contract Guidance Regarding...

  13. Universal solvent restructuring induced by colloidal nanoparticles...

    Office of Scientific and Technical Information (OSTI)

    SciTech Connect Search Results Journal Article: Universal solvent restructuring induced by ... Publication Date: 2015-01-15 OSTI Identifier: 1168535 Resource Type: Journal Article ...

  14. Restructuring in Retrospect, 2001 | Department of Energy

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

    in Retrospect, 2001 This report provides policymakers with guidance as they examine past and future restructuring efforts and seek to determine how competitive markets can be...

  15. 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...

  16. 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

  17. 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

  18. 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 ...

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

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

    Listening to Your Workforce: Lessons From Pilot Programs and Other Approaches For Workforce Feedback Better Buildings Workforce Peer Exchange and Green for All High Road Affinity ...

  20. 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 Workforce Overview - ...

  1. Electric industry restructuring in Massachusetts

    SciTech Connect (OSTI)

    Wadsworth, J.W.

    1998-07-01

    A law restructuring the electric utility industry in Massachusetts became effective on November 25, 1997. The law will break up the existing utility monopolies into separate generation, distribution and transmission entities, and it will allow non-utility generators access to the retail end user market. The law contains many compromises aimed at protecting consumers, ensuring savings, protecting employees and protecting the environment. While it appears that the legislation recognizes the sanctity of independent power producer contracts with utilities, it attempts to provide both carrots and sticks to the utilities and the IPP generators to encourage renegotiations and buy-down of the contracts. Waste-to-energy contracts are technically exempted from some of the obligations to remediate. Waste-to-energy facilities are classified as renewable energy sources which may have positive effects on the value to waste-to-energy derived power. On November 25, 1997, the law restructuring the electric utility industry in Massachusetts became effective. The law will have two primary effects: (1) break up the existing utility monopolies into separate generation, distribution and transmission entities, and (2) allow non-utility generators access to the retail end-user market.

  2. Mesoscale modeling of fuel restructuring. (Conference) | SciTech...

    Office of Scientific and Technical Information (OSTI)

    Mesoscale modeling of fuel restructuring. Citation Details In-Document Search Title: Mesoscale modeling of fuel restructuring. Abstract not provided. Authors: Dingreville, Remi...

  3. Authorize_Changes_Contractor_Work_Force_Restructuring_Policy...

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

    AuthorizeChangesContractorWorkForceRestructuringPolicy.pdf AuthorizeChangesContractorWorkForceRestructuringPolicy.pdf PDF icon AuthorizeChangesContractorWorkForceR...

  4. NNSA approves LANL workforce reduction plan

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

    Poster Session | National Nuclear Security Administration | (NNSA) announces winners of Stewardship Science Academic Programs Symposium Poster Session Tuesday, March 31, 2015 - 3:32pm NNSA Blog More than 275 individuals from NNSA and its laboratories, and academia attended this year's Stewardship Science Academic Programs Annual Review Symposium held in Santa Fe, N.M., earlier this month. The symposium featured overviews of work to date from ongoing grants and cooperative agreements from

  5. Microsoft Word - DOE Approves WIPP Workforce Plan

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

    Field Office Waste Isolation Pilot Plant P.O. Box 3090 Carlsbad, New Mexico 88221 Media Contact: Bradley Bugger U.S. DOE Carlsbad Field Office (575) 234-7309 www.wipp.energy.gov...

  6. Guide to Workforce Planning | Department of Energy

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

    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 ...

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

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

    Approaches For Workforce Feedback | Department of Energy Listening to Your Workforce: Lessons From Pilot Programs and Other Approaches For Workforce Feedback Listening to Your Workforce: Lessons From Pilot Programs and Other Approaches For Workforce Feedback 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,

  8. 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 ...

  9. 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 ...

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

    Office of Energy Efficiency and Renewable Energy (EERE)

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

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

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

    & 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 ...

  12. Annual report on contractor work force restructuring, fiscal year 1997

    SciTech Connect (OSTI)

    1998-03-01

    This report summarizes work force restructuring and community transition activities at all sites. It outlines work force restructuring activity for FY 1997, changing separation patterns, cost savings and separation costs, program assessment, activities to mitigate restructuring impacts, community transition activities, status of displaced workers, lessons learned, and emerging issues in worker and community transition. Work force restructuring and community transition activities for defense nuclear sites are summarized, as are work force restructuring activities at non-defense sites.

  13. Labor Standards Compliance, Contractor Labor Relations, and Contractor Workforce Restructuring Programs

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

    2014-04-07

    The Order ensures that DOE and NNSA management and operating and other facility management contractors pursue collective bargaining practices that promote efficiency and economy in contract operations, judicious expenditure of public funds, equitable resolution of disputes, and effective collective bargaining relationships.

  14. Labor Standards Compliance, Contractor Labor Relations, and Contractor Workforce Restructuring Programs

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

    2014-09-29

    To ensure that contractors pursue collective bargaining practices that promote efficiency and economy in contract operations, judicious expenditure of public funds, equitable resolution of disputes, and effective collective bargaining relationships; that contractor relations/human resources specialists achieve consultations with management and operating contractors; and that appropriate labor standards are included in DOE/NNSA contracts and subcontracts. Cancels Chapters I-III of DOE O 350.1 Chg 4. Does not cancel other directives.

  15. Student Engagements Help Educate and Boost Workforce Development -

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

    Student Educational Resources - STEM Student Educational Resources - STEM At Berkeley Lab, the Workforce Development & Education Office provides hands-on workshops, lab visits, outreach to the community, and mentored internships for students and faculty in order to inspire and prepare the next generation of scientists, engineers, and technicians. K-12 RESOURCES The Department of Energy Office of Energy Efficiency and Renewable Energy has a searchable library of K-12 Lesson Plans &

  16. 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

  17. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

    76 Females Male Female Male Female Male Female Male Female Male Female 27 24 86 134 65 24 192 171 1189 423 PAY PLAN SES 96 EX 4 EJ/EK 60 EN 05 39 EN 04 159 EN 03 21 EN 00 8 NN (Engineering) 398 NQ (Prof/Tech/Admin) 1165 NU (Tech/Admin Support) 54 NV (Nuc Mat Courier) 325 GS 15 3 GS 14 1 GS 13 1 GS 10 1 Total includes 2318 permanent and 17 temporary employees. DIVERSITY 2335 1559 66.8% American Indian Alaska Native African American Asian American Pacific Islander Hispanic White 33.2% National

  18. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

    83 Females Male Female Male Female Male Female Male Female Male Female 25 25 89 134 67 27 202 171 1198 426 PAY PLAN SES 94 EX 3 EJ/EK 52 EN 05 42 EN 04 173 EN 03 42 EN 00 23 NN (Engineering) 395 NQ (Prof/Tech/Admin) 1157 NU (Tech/Admin Support) 51 NV (Nuc Mat Courier) 327 GS 15 2 GS 14 1 ED 00 2 White 33.1% National Nuclear Security Administration As of September 5, 2015 DIVERSITY 2364 1581 66.9% American Indian Alaska Native African American Asian American Pacific Islander Hispanic SES EX EJ/EK

  19. NREL: Workforce Development and Education Programs - About Workforce

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

    Development Education Programs About Workforce Development and Education Programs Photo graphic representation of NREL Education Programs. NREL believes renewable energy and energy efficiency R&D is only part of the new energy future equation. Educating students, teachers, and consumers is the other key to finding new renewable ways to power our homes, businesses, and cars. We now live in a world in which global economic growth-particularly the growing energy demand in developing

  20. Work_Force_Restructuring_Activities_December_10_2008.pdf | Department...

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

    WorkForceRestructuringActivitiesDecember102008.pdf WorkForceRestructuringActivitiesDecember102008.pdf PDF icon WorkForceRestructuringActivitiesDecember102008.pdf ...

  1. 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

  2. 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%

  3. 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%

  4. 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%

  5. 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%

  6. 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%

  7. 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

  8. 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%

  9. 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

  10. 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

  11. 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%

  12. 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%

  13. 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

  14. 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

  15. 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

  16. 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

  17. 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

  18. 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

  19. 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

  20. 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

  1. 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

  2. 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%

  3. 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%

  4. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

    7 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%

  5. 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%

  6. 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%

  7. 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%

  8. 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

  9. 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%

  10. 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

  11. 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%

  12. 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

  13. 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%

  14. 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

  15. 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

  16. 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%

  17. 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

  18. 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%

  19. 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)

  20. 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

  1. 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%

  2. 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

  3. Europe's last chance to restructure

    SciTech Connect (OSTI)

    Tattum, L.

    1992-12-23

    Looking back over the year, there has been remarkably little sign of restructuring in the chemical industry in view of the current financial crisis in most companies. But the apparent paralysis in terms of plant closures or ownership changes may be disguising much behind-the-scenes activity. But the pain threshold of companies is proving surprisingly high. Looking at ethylene plants, Shell's Peter Kwant notes that almost half the steam crackers operating in Europe are 20 years old or more. They amount to one-third of capacity, or twice current underutilization. No steps have been taken to close any unit. Meanwhile, five producers collectively will have introduced 2 million m.t./year of extra ethylene capacity between 1991 and 1994. One factor hampering closure is that 40% of ethylene capacity in Europe is at isolated sites not connected to either the Benelux/Germany ARG pipeline or a local network such as those in the UK or France. BP Chemicals chief Bryan Sanderson raised that point at a recent Wertheim Schroder/Chemical Week/Chem Systems conference in New York, arguing that steep price falls occur in times of demand slump because of the inelastic supply curve for monster chemical plants. The industry could manage cycles better, he suggests, if rather than closing its incremental capacity, small, flexible plants were available to open and close as demand warrants, thus flattening the supply curve. In addition, following the US example - where 90% of ethylene capacity is connected to pipeline system should be available in Europe, giving companies greater flexibility to take plants on- and offline. The latter solution, of course, would not work for Europe's 18 loss-making polyethylene (PE) producers, and here straight closures or merging of businesses are the only solution.

  4. New Mexico Workforce Development Advisory Team Report

    SciTech Connect (OSTI)

    2007-12-31

    This report documents the creation of a Workforce Development Advisory Team as part of the National Security Preparedness Project (NSPP), being performed under a Department of Energy (DOE)/National Nuclear Security Administration (NNSA) grant. This report includes a description of the purpose of the advisory team and a list of team members with sector designations. The purpose of the NSPP is to promote national security technologies through business incubation, technology demonstration and validation, and workforce development. Workforce development activities will facilitate the hiring of students to work with professionals in incubator companies, as well as assist in preparing a workforce for careers in national security. The goal of workforce development under the NSPP grant is to assess workforce needs in national security and implement strategies to develop the appropriate workforce. To achieve this goal, it will be necessary to determine the current state of the national security workforce and the educational efforts to train such a workforce. Strategies will be developed and implemented to address gaps and to make progress towards a strong, well-trained workforce available for current and future national security technology employers.

  5. Workforce Pipeline | Argonne National Laboratory

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

    In the News College engineers build the cars of the future Embedded Computing Design 3 tips to land a job after college Foxboro Reporter NAACP fair to spotlight college applications, finances, experience Chicago Tribune Workforce Pipeline Argonne seeks to attract, hire and retain a diverse set of talent in order to meet the laboratory's mission of excellence in science, engineering and technology. In order for Argonne to continue to carry out world-class science, the lab needs to seek out the

  6. workforce | National Nuclear Security Administration

    National Nuclear Security Administration (NNSA)

    workforce NNSA administrator shows NM congressional delegation the Albuquerque Complex to make case for new facility WASHINGTON, DC - Lt. Gen. Frank Klotz (Ret.), Administrator of the Department of Energy's National Nuclear Security Administration, hosted two members of the New Mexico congressional delegation on Feb. 18 for a tour of the aging facilities occupied by 1,200 NNSA employees at the Albuquerque Complex... DOE Celebrates LGBT Pride Month To recognize the accomplishments of Lesbian,

  7. 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

  8. Restructuring of RELAP5-3D

    SciTech Connect (OSTI)

    George Mesina; Joshua Hykes

    2005-09-01

    The RELAP5-3D source code is unstructured with many interwoven logic flow paths. By restructuring the code, it becomes easier to read and understand, which reduces the time and money required for code development, debugging, and maintenance. A structured program is comprised of blocks of code with one entry and exit point and downward logic flow. IF tests and DO loops inherently create structured code, while GOTO statements are the main cause of unstructured code. FOR_STRUCT is a commercial software package that converts unstructured FORTRAN into structured programming; it was used to restructure individual subroutines. Primarily it transforms GOTO statements, ARITHMETIC IF statements, and COMPUTED GOTO statements into IF-ELSEIF-ELSE tests and DO loops. The complexity of RELAP5-3D complicated the task. First, FOR_STRUCT cannot completely restructure all the complex coding contained in RELAP5-3D. An iterative approach of multiple FOR_STRUCT applications gave some additional improvements. Second, FOR_STRUCT cannot restructure FORTRAN 90 coding, and RELAP5-3D is partially written in FORTRAN 90. Unix scripts for pre-processing subroutines into coding that FOR_STRUCT could handle and post-processing it back into FORTRAN 90 were written. Finally, FOR_STRUCT does not have the ability to restructure the RELAP5-3D code which contains pre-compiler directives. Variations of a file were processed with different pre-compiler options switched on or off, ensuring that every block of code was restructured. Then the variations were recombined to create a completely restructured source file. Unix scripts were written to perform these tasks, as well as to make some minor formatting improvements. In total, 447 files comprising some 180,000 lines of FORTRAN code were restructured. These showed significant reduction in the number of logic jumps contained as measured by reduction in the number of GOTO statements and line labels. The average number of GOTO statements per subroutine

  9. 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

  10. The antitrust wild card and electricity restructuring

    SciTech Connect (OSTI)

    Adelberg, A.W.; Ongman, J.W.

    1997-03-01

    If competitive policy issues in electricity restructuring are not addressed soon--preferably in federal legislation--it`s likely that someone will use the antitrust wild card to achieve its ends. Experience teaches that this may not be the best way to make public policy. As the electric utility industry restructures, it is widely assumed that Congress, the state legislatures, and regulators will set the ground rules for the restructured markets. Experience to date would seem to confirm this view: California`s restructuring legislation, FERC`s Order 888, and the restructuring proceedings in numerous states are all examples. And yet, there remains another player whose role could be equally important: The federal judiciary. While court decisions under the antitrust laws have had little influence to date on the industry`s direction, there is reason to believe that their role could increase dramatically. Certainly this is the history of other industries that have undergone similar transformations. The authors expect that forces at work in the electric utility industry could lead to antitrust actions playing a far greater role in the industry`s future than most observers currently expect. The electric utility industry has already experienced a close brush with the potential for antitrust rulings to unravel critical elements of regulatory policy on restructuring. The DC Circuit`s now famous (or infamous) dicta in the Cajun Electric Power case illustrated how a simple antitrust principle--the prohibition on so-called tying arrangements--could defeat the FERC`s policy with respect to utilities` recovery of billions of dollars of stranded costs. The FERC rebutted that dicta in its remand decisions and elsewhere, and it appears that the issue in now moot in the Cajun litigation itself. But the tying arrangement argument is far from dead.

  11. 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.

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

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

    Community Colleges, Apprenticeships Pathways Out of Poverty, Green Jobs Innovation Fund Community Based Training Programs www.greenforall.org Overcoming Barriers Workforce Job ...

  13. 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.

  14. Multifamily Retrofit Tools and Workforce Resources | Department...

    Office of Environmental Management (EM)

    The Energy Department's multifamily retrofit and workforce resources are available for the following multifamily residential energy upgrades: market rate, assisted, and public ...

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

    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 ...

  16. Energy Department Announces $32 Million to Boost Solar Workforce...

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

    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 ...

  17. EAC Recommendations for DOE Action on the Electricity Workforce...

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

    Much of this progress was has stemmed from market ... the US electric and natural gas utility workforce dropped ... consider regarding the integration of workforce and ...

  18. 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...

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

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

    DOE and Federal Energy and Manufacturing Workforce Programs and Infrastructure Location List DOE and Federal Energy and Manufacturing Workforce Programs and Infrastructure Location ...

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

    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 ...

  1. Workforce Training for the Electric Power Sector | Department...

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

    Workforce Training for the Electric Power Sector Workforce Training for the Electric Power Sector PDF icon 04-08-2010SGWorkforceSelections.pdf More Documents & Publications ...

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

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

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

  3. Effective Strategies for Working with Workforce Development Partners

    Broader source: Energy.gov [DOE]

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

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

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

    Status and EAC Recommendations for Electricity Delivery Workforce (September 2014) Status and EAC Recommendations for Electricity Delivery Workforce (September 2014) This memo, ...

  5. Restructuring the energy industry: A financial perspective

    SciTech Connect (OSTI)

    Abrams, W.A.

    1995-12-31

    This paper present eight tables summarizing financial aspects of energy industry restructuring. Historical, current, and future business characteristics of energy industries are outlined. Projections of industry characteristics are listed for the next five years and for the 21st century. Future independent power procedures related to financial aspects are also outlined. 8 tabs.

  6. Award_1_2

    Office of Environmental Management (EM)

    Department of Energy Authorize_Changes_Contractor_Work_Force_Restructuring_Policy.pdf Authorize_Changes_Contractor_Work_Force_Restructuring_Policy.pdf Authorize_Changes_Contractor_Work_Force_Restructuring_Policy.pdf (137.48 KB) More Documents & Publications Workforce Restructuring Policy Draft Policy and Planning Guidance for Community Transition Activities General Workforce Restructuring Plan Template

    (AO) Authorizing Official (AO) keyboard-621831_960_720.jpg The Authorizing Official

  7. Restructuring local distribution services: Possibilities and limitations

    SciTech Connect (OSTI)

    Duann, D.J.

    1994-08-01

    The restructuring of local distribution services is now the focus of the natural gas industry. It is the last major step in the ``reconstitution`` of the natural gas industry and a critical clement in realizing the full benefits of regulatory and market reforms that already have taken place in the wellhead and interstate markets. It could also be the most important regulatory initiative for most end-use customers because they are affected directly by the costs and reliability of distribution services. Several factors contribute to the current emphasis on distribution service restructuring. They include the unbundling and restructuring of upstream markets, a realization of the limitations of supply-side options (such as gas procurement oversight), and the increased diversity and volatility of gas demand facing local distribution companies. Local distribution service is not one but a series of activities that start with commodity gas procurement and extend to transportation, load balancing, storage, and metering and billing of services provided. There are also considerable differences in the economies of scale and scope associated with these various activities. Thus, a mixture of supply arrangements (such as a competitive market or a monopoly) is required for the most efficient delivery of local distribution services. A distinction must be made between the supply of commodity gas and the provision of a bundled distribution service. This distinction and identification of the best supply arrangements for various distribution service components are the most critical factors in developing appropriate restructuring policies. For most state public utility commissions the criteria for service restructuring should include pursuing the economies of scale and scope in gas distribution, differentiating and matching gas service reliability and quality with customer requirements, and controlling costs associated with the search, negotiation, and contracting of gas services.

  8. The Algae Foundation Announces New DOE Funded Education Initiative to Enhance Algae Workforce Development

    Broader source: Energy.gov [DOE]

    The Algae Foundation, a non-profit organization committed to expanding the algae industry through research, education, and outreach, announced plans at the 2015 Algae Biomass Organization Summit to develop an innovative formal degree program. The Department of Energy funded initiative seeks to strengthen workforce capabilities for commercial-scale algae production by developing a degree in algal cultivation technologies.

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

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

    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 Developing and Enhancing Workforce Training Programs: Number of Projects by State (389.21 KB) More Documents & Publications Workforce Development Wind Projects

  10. Education and Workforce Development Resources | Department of Energy

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

    & 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 Bioenergy Basics

  11. Workforce Development for Teachers and Scientists Jobs

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

    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

  12. Portland Diversifying Weatherization Workforce | Department of Energy

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

    Portland Diversifying Weatherization Workforce Portland Diversifying Weatherization Workforce May 6, 2010 - 4:45pm Addthis Stephen Graff Former Writer & editor for Energy Empowers, EERE As Recovery Act funds started flowing towards businesses in Oregon last year, stakeholders in Portland wanted to make sure some of the money landed in the hands of women, minorities and other underrepresented groups. A diverse group in itself, the stakeholders-made up of city officials, labor unions, civil

  13. Workforce Development and Education | Department of Energy

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

    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 of the wind industry's domestic

  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. 2014 QA Improvement Project Plan (August 2014).pdf

    Office of Environmental Management (EM)

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

  16. Mesoscale Modeling of Fuel Swelling and Restructuring: Coupling...

    Office of Scientific and Technical Information (OSTI)

    evolution and Mechanical Localization. Citation Details In-Document Search Title: Mesoscale Modeling of Fuel Swelling and Restructuring: Coupling Microstructure evolution and ...

  17. Challenges of Electric Power Industry Restructuring for Fuel Suppliers

    Reports and Publications (EIA)

    1998-01-01

    Provides an assessment of the changes in other energy industries that could occur as the result of restructuring in the electric power industry.

  18. Deregulation-restructuring: Evidence for individual industries

    SciTech Connect (OSTI)

    Costello, K.W.; Graniere, R.J.

    1997-05-01

    Several studies have measured the effects of regulation on a particular industry. These studies range widely in sophistication, from simple observation (comparison) of pre-transformation and post-transformation actual industry performance to econometric analysis that attempt to separate the effects of deregulation from other factors in explaining changes in an industry`s performance. The major problem with observation studies is that they are unable to measure the effect of one particular event, such as deregulation, on an industry`s performance. For example, at the same time that the United Kingdom privatized its electric power industry, it also radically restructured the industry to encourage competition and instituted a price-cap mechanism to regulate the prices of transmission, distribution, and bundled retail services. Subsequent to these changes in 1991, real prices for most UK electricity customers have fallen. It is not certain however, which of these factors was most important or even contributed to the decline in price. In any event, one must be cautious in interpreting the results of studies that attempt to measure the effect of deregulation per se for a specific industry. This report highlights major outcomes for five industries undergoing deregulation or major regulatory and restructuring reforms. These include the natural gas, transportation, UK electric power, financial, and telecommunications industries. Particular attention was given to the historical development of events in the telecommunications industry.

  19. Energy Department Launches Better Buildings Workforce Guidelines Project

    Office of Energy Efficiency and Renewable Energy (EERE)

    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.

  20. 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. ...

  1. 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. Workforce Development Awards 2011 11 10.pdf (260.52 KB) More Documents & Publications Workforce Training for the Electric Power Sector

  2. 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. Workforce Training for the Electric Power Sector: Map of Projects (11.23 MB) More Documents & Publications Smart Grid Investment Grants: Map of Projects Developing and Enhancing Workforce Training Programs: Number

  3. Better Buildings Workforce Peer Exchange Quality Assurance Strategies |

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

    Department of Energy Quality Assurance Strategies Better Buildings Workforce Peer Exchange Quality Assurance Strategies Better Buildings Workforce Peer Exchange Quality Assurance Strategies, call slides and discussion summary, November 17, 2011. Call Slides and Discussion Summary (669.89 KB) More Documents & Publications Better Buildings Workforce Peer Exchange Call: Kick-off Recruiting a Local and Diverse Workforce and Mitigating Barriers to Entry Better Buildings Neighborhood Program

  4. Strengthening the Workforce in Better Buildings Neighborhoods (Text Version)

    Broader source: Energy.gov [DOE]

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

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

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

    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

  6. 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

  7. 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.

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

    Broader source: Energy.gov [DOE]

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

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

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

    Training and Workforce Development Forum Newsletter Training and Workforce Development Forum Newsletter Training and Workforce Development Forum Newsletter Training and Workforce Development Forum Newsletter (775.3 KB) 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

  10. 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

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

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

    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

  12. 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.

  13. 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.

  14. Microsoft PowerPoint - 04 Melendez Rimando Restructuring of EM...

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

    March 2010 rev 2 rcvd 8 Mar 1100 Compatibi Microsoft PowerPoint - 04 Melendez Rimando Restructuring of EM Portfolio Briefing 3 March 2010 rev 2 rcvd 8 Mar 1100 Compatibi PDF icon ...

  15. Audit of Work Force Restructuring at the Fernald Environmental...

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

    U.S. Department of Energy Office of Inspector General AUDIT OF WORK FORCE RESTRUCTURING AT THE FERNALD ENVIRONMENTAL MANAGEMENT PROJECT Report Number: ER-B-96-01 Eastern Regional ...

  16. Reaction-Driven Restructuring of Bimetallic Nanoparticle Catalysts

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

    Reaction-Driven Restructuring of Bimetallic Nanoparticle Catalysts Reaction-Driven Restructuring of Bimetallic Nanoparticle Catalysts Print Wednesday, 28 January 2009 00:00 Catalytic systems based on bimetallic particles with controlled size, composition, and structure dispersed on a high-surface-area support are widely used for catalytic reforming, pollution control, alcohol oxidation, and electrocatalysis in fuel cells. Owing to the nanoscale size of the particles, the modification of the

  17. NEW - DOE O 350.3, Labor Standards Compliance, Contractor Labor Relations, and Contractor Workforce Restructuring Programs

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

    To ensure that contractors pursue collective bargaining practices that promote efficiency and economy in contract operations, judicious expenditure of public funds, equitable resolution of disputes, and effective collective bargaining relationships; that contractor relations/human resources specialists achieve consultations with management and operating contractors; and that appropriate labor standards are included in DOE/NNSA contracts and subcontracts. Cancels Chapters I-III of DOE O 350.1 Chg 4. Does not cancel other directives.

  18. Section 3161 Rehiring Preference for Eligible Separated Employees |

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

    Department of Energy Section 3161 Rehiring Preference for Eligible Separated Employees Section 3161 Rehiring Preference for Eligible Separated Employees Attachment 4 - Section 3161 Rehiring Preference for Eligible Separated Employees (85.12 KB) More Documents & Publications Involuntary Separation Plan Template General Workforce Restructuring Plan Template Workforce Restructuring Policy

  19. 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.

  20. 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.

  1. 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.

  2. Chapter VIII: Enhancing Employment and Workforce Training

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

    -14 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

  3. 2011 Annual Workforce Analysis and Staffing Plan Report - Carlsbad

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

    31, 2011 Reporting Office CarlsbadFieldOffi1ce This is a template. ...replacement (e.g. relief from hiring freeze). No high priority positions vacant. ...

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

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

    ... * Nonproliferation Test and Evaluation Complex (Port Gaston), Area 26, NNSS * Occupational Medicine building, Area 23, NNSS * Physical Standards Lab, Area 23, NNSS * Post Shot ...

  5. 2010 Annual Workforce Analysis and Staffing Plan Report - Portsmouth

    Office of Environmental Management (EM)

    Energy 9 Tribal Energy Program Review Meeting Presentations 2009 Tribal Energy Program Review Meeting Presentations Find presentations from the November 2009 Tribal Energy Program Review held in Denver, Colorado, below. Sort by topic, tribe, presenter, or presentation title. Topic Tribe Presenter Presentation Federal Programs and DOE Laboratories Lizana Pierce Tribal Energy Program Overview Federal Programs and DOE Laboratories Roger Taylor National Renewable Energy Laboratory Federal

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

    Office of Environmental Management (EM)

    21 (7 at Ports and 14 at Paducah) - Paducah has 5 facilities that are High and not Cat 2 Number of Low Hazard Non-Nuclear Facilities: 87 (38 at Portsmouth and 49 at Paducah)*...

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

    Office of Environmental Management (EM)

    This memorandum transmits this report for Federal Technical Capability Panel (FTCP) review and incorporation into the FTCP Annual Report to the Secretary. If you have any ...

  8. 2014 Annual Workforce Analysis and Staffing Plan Report - Los...

    Office of Environmental Management (EM)

    ... * Production mission supporting Pit and Detonator Manufacturing, Pu Oxide, and Medical Isotope Production; * Research and Development supporting Materials and Particle Physics, ...

  9. 2014 Annual Workforce Analysis and Staffing Plan Report - Carlsbad...

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

    Because of the national responsibility, CBFO regularly interfaces with numerous DOE sites ... The CBFO also regularly interfaces with the Defense Nuclear Facilities Safety Board, US ...

  10. 2010 Annual Workforce Analysis and Staffing Plan Report - PNSO

    Office of Environmental Management (EM)

    Fire Protection Engineering 0.1 0.1 Fire Protection SME support is being provided by CH. Industrial Hygiene 0.33 0.33 Provided by PNSO witfa as needed support from CH....

  11. 2011 Annual Workforce Analysis and Staffing Plan Report - ORP

    Office of Environmental Management (EM)

    to Systems Safety Oversight (SSO) Fire Protection Engineering l l Unchanged from 20 l 0 Industrial Hygiene 2 2 Unchanged from 2010 Instrumentation & Control 2 l 1 WTP Software...

  12. 2011 Annual Workforce Analysis and Staffing Plan Report - PPPO

    Office of Environmental Management (EM)

    Engineering 0 0 When necessary, additional support is provided from EM, ORO, and EMCBC. Industrial Hygiene 0 0 Instrumentation and Control 0 0 Mechanical Systems 0 0 Nuclear...

  13. 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

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

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

    | Department of Energy and Workforce Guidelines for Home Energy Upgrades Fact Sheet Weatherization and Workforce Guidelines for Home Energy Upgrades Fact Sheet This fact sheet provides essential information about the 2011 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,

  15. 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. Workforce Trends in the Electric Utility Industry

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

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

    Boosts Energy Upgrade Conversions | Department of Energy Workforce, Spotlight on Maine: Contractor Sales Training Boosts Energy Upgrade Conversions Better Buildings: Workforce, Spotlight on Maine: Contractor Sales Training Boosts Energy Upgrade Conversions Better Buildings: Workforce, Spotlight on Maine: Contractor Sales Training Boosts Energy Upgrade Conversions. Spotlight on Maine (411.14 KB) More Documents & Publications Better Buildings: Financing and Incentives: Spotlight on Maine:

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

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

    Program Work for Contractors | Department of Energy Workforce: Spotlight on Portland, Oregon: Making the Program Work for Contractors Better Buildings: Workforce: Spotlight on Portland, Oregon: Making the Program Work for Contractors Better Buildings: Workforce: Spotlight on Portland, Oregon: Making the Program Work for Contractors. Spotlight on Portland (536.02 KB) More Documents & Publications Better Buildings - Spotlight on Portland, Oregon; Financing and Incetntives: Use Incentives

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

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

    Regional 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

  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 Awards Workforce Opportunities in Regional Careers Grant | Department

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

    of Energy Workforce Opportunities in Regional Careers Grant DOE Awards Workforce Opportunities in Regional Careers Grant May 9, 2016 - 1:00pm Addthis Media Contact: Lynette Chafin (513) 246-0461 Lynette.Chafin@emcbc.doe.gov Cincinnati - The U.S. Department of Energy (DOE) today awarded a grant for the Workforce Opportunities in Regional Careers (WORC) to the Savannah River Site Community Reuse Organization (SRSCRO), of Graniteville, South Carolina. The WORC program will support and enhance

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

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

    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 Sustainability Assessment of Workforce Well-being and Mission Readiness (1.21 MB) More Documents & Publications Moving Away from Silos Health and Productivity Questionnaire (HPQ) Survey Report Focus Group Meeting

  2. AMO Director Discusses Workforce Development at White House Economic

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

    Development Forum | Department of Energy Director Discusses Workforce Development at White House Economic Development Forum AMO Director Discusses Workforce Development at White House Economic Development Forum July 28, 2016 - 4:50pm Addthis AMO Director Dr. Mark Johnson (center) discusses manufacturing and workforce development at the White House Economic Development Forum in the Eisenhower Executive Office Building on July 21. AMO Director Dr. Mark Johnson (center) discusses manufacturing

  3. 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

  4. 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

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

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

    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

  6. CBEI: Career Pathways for the Energy Retrofit Workforce - 2015...

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

    CBEI: Career Pathways for the Energy Retrofit Workforce - 2015 Peer Review (2.3 MB) More Documents & Publications Advanced Critical Advanced Energy Retrofit Education and Training ...

  7. 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 ...

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

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

    Better Buildings Workforce Guidelines for Facility Energy Manager - 2014 BTO Peer Review Presenter: Phil Coleman, Lawrence Berkeley National Laboratory By making technical ...

  9. 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.

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

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

    What's Working in Residential Energy Efficiency Upgrade Programs - Promising Approaches and Lessons Learned Workforce and Economic Development Spotlight on Austin, Texas: Let Your ...

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

    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 ...

  12. EEREs Workforce Development and Education Program

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

    ... builds open standards and achieves a high degree of interoperability - Endorsed by NSA 18 | Education & Workforce Development .energy.gov NTER by the Numbers * Leveraged ...

  13. 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 July 2012 Status Overviews (86.1 KB) 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

  14. 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 September 2012 Status Overviews (103.95 KB) More Documents & Publications Workforce Retention Work Group Status Overview - July 2012 Work Force Retention Work Group Charter Work Group Telecon (Final Charters)

  15. Secretary Chu Unveils the 2011 Strategic Plan | Department of...

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

    Department of Energy Releases 2011 Strategic Plan Secretary Chu Named Cal Alumnus of the Year Secretary Chu speaks at the Workforce Diversity and Inclusion Town Hall on December 6, ...

  16. Challenges of electric power industry restructuring for fuel suppliers

    SciTech Connect (OSTI)

    1998-09-01

    The purpose of this report is to provide an assessment of the changes in other energy industries that could occur as the result of restructuring in the electric power industry. This report is prepared for a wide audience, including Congress, Federal and State agencies, the electric power industry, and the general public. 28 figs., 25 tabs.

  17. Public-policy responsibilities in a restructured electricity industry

    SciTech Connect (OSTI)

    Tonn, B.; Hirst, E.; Bauer, D.

    1995-06-01

    In this report, we identify and define the key public-policy values, objectives, and actions that the US electricity industry currently meets. We also discuss the opportunities for meeting these objectives in a restructured industry that relies primarily on market forces rather than on government mandates. And we discuss those functions that governments might undertake, presumably because they will not be fully met by a restructured industry on its own. These discussions are based on a variety of inputs. The most important inputs came from participants in an April 1995 workshop on Public-Policy Responsibilities and Electric Industry Restructuring: Shaping the Research Agenda. Other sources of information and insights include the reviews of a draft of this report by workshop participants and others and the rapidly growing literature on electric-industry restructuring and its implications. One of the major concerns about the future of the electricity industry is the fate of numerous social and environmental programs supported by today`s electric utilities. Many people worry that a market-driven industry may not meet the public-policy objectives that electric utilities have met in the past. Examples of potentially at-risk programs include demand-side management (DSM), renewable energy, low-income weatherization, and fuel diversity. Workshop participants represented electric utilities, public utility commissions (PUCs), state energy offices, public-interest groups, other energy providers, and the research community.

  18. Free trade and freer petchems drive Mexican restructuring

    SciTech Connect (OSTI)

    Wood, A.

    1992-11-25

    When Mexico first opened up its protected markets in 1987 by cutting import tariffs, it thrust the chemical industry into a phase of change. Now, with the advent of the North American Free Trade Agreement(NAFTA) and the liberalization of petrochemicals by state oil group Petroleos Mexicanos (Pemex), restructuring has moved up a gear.

  19. Restructuring local distribution services in a competitive natural gas industry

    SciTech Connect (OSTI)

    Duann, D.J.; Costello, K.W.

    1995-12-31

    The restructuring of local distribution services is now the focus of the natural gas industry. It is viewed by some as the last major step in the {open_quotes}reconstitution{close_quotes} of the natural gas industry and a critical element in realizing the full benefits of regulatory and market reforms that have already taken place in the wellhead and interstate markets. It could also be the most important regulatory initiative for most end-use customers since they are affected directly by the costs and reliability of distribution services. Several factors contributed to the current emphasis on distribution service restructuring. They include the unbundling and restructuring of upstream markets, a realization of the limitations of supply-side options (such as gas procurement oversight), and the increased diversity and volatility of gas demand facing local distribution companies (LDCs). Overall, restructuring requires the LDC to transform itself from a franchised monopoly providing a uniform bundled service into a {open_quotes}competitive{close_quotes} enterprise delivering distinct unbundled services.

  20. DOE Mentoring Guidance and Program Plan | Department of Energy

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

    Services » Learning and Workforce Development » Workforce Development » Leadership Development » DOE Mentoring Guidance and Program Plan DOE Mentoring Guidance and Program Plan If you are interested in continuous learning and self-development, the DOE Mentoring Program is for you. This guide will provide you with general information regarding mentoring at DOE. Learning about the program is the first step to facilitate effective Mentor/Mentee partnerships. It is to be used in conjunction with

  1. 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.

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

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

    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

  3. 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

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

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

    Department of Energy Recruiting a Local and Diverse Workforce and Mitigating Barriers to Entry Recruiting a Local and Diverse Workforce and Mitigating Barriers to Entry Better Buildings Neighborhood Program Workforce Peer Exchange Call: Recruiting a Local and Diverse Workforce and Mitigating Barriers to Entry, Call Slides and Discussion Summary, August 25, 2011. Call Slides and Discussion Summary (879.9 KB) More Documents & Publications Better Buildings Workforce Peer Exchange Call:

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

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

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

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

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

    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 ...

  7. Florida International University Science and Technology Workforce Development Program

    Broader source: Energy.gov [DOE]

    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...

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

    SciTech Connect (OSTI)

    Chapman, Barbara; Calandra, Henri; Crivelli, Silvia; Dongarra, Jack; Hittinger, Jeffrey; Lathrop, Scott A.; Sarkar, Vivek; Stahlberg, Eric; Vetter, Jeffrey S.; Williams, Dean

    2014-07-23

    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 Computational Sciences, are an essential element of the workforce in nearly all of the DOE national laboratories. This report seeks to identify the gaps and challenges facing DOE with respect to this workforce. This letter is ASCAC’s response to the charge of February 19, 2014 to identify disciplines in which significantly greater emphasis in workforce training at the graduate or postdoctoral levels is necessary to address workforce gaps in current and future Office of Science mission needs.

  9. 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

  10. 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.

  11. DOE Awards Workforce Opportunities in Regional Careers Grant | Department

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

    of Energy Workforce Opportunities in Regional Careers Grant DOE Awards Workforce Opportunities in Regional Careers Grant May 10, 2016 - 4:30pm Addthis Media Contact Lynette Chafin, (513) 246-0461, Lynette.Chafin@emcbc.doe.gov Cincinnati - The U.S. Department of Energy (DOE) today awarded a grant to the Nevada Department of Environmental Protection (NDEP) of Carson City, Nevada for "Programmatic and Regulatory Oversight, Monitoring and Analysis at the Nevada National Security Site (NNSS)

  12. Electric restructuring: Observations about what is in the public interest

    SciTech Connect (OSTI)

    Hoecker, J.

    1996-12-31

    Opinions regarding restructuring of the U.S. electric utility industry are presented in the paper. A brief assessment is made of Federal Energy Regulatory Commission orders requiring open access transmission services and open access same-time information systems. Three subtopics are pursued in some detail: competition between renewables and conservation, the role of government, and the impact of government on the market for renewables. It is concluded that renewable programs can be incorporated into competitive markets through regulatory agencies.

  13. Reaction-Driven Restructuring of Bimetallic Nanoparticle Catalysts

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

    Reaction-Driven Restructuring of Bimetallic Nanoparticle Catalysts Print Catalytic systems based on bimetallic particles with controlled size, composition, and structure dispersed on a high-surface-area support are widely used for catalytic reforming, pollution control, alcohol oxidation, and electrocatalysis in fuel cells. Owing to the nanoscale size of the particles, the modification of the surface structure and composition that may occur when reaction conditions change can have dramatic

  14. Reaction-Driven Restructuring of Bimetallic Nanoparticle Catalysts

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

    Reaction-Driven Restructuring of Bimetallic Nanoparticle Catalysts Print Catalytic systems based on bimetallic particles with controlled size, composition, and structure dispersed on a high-surface-area support are widely used for catalytic reforming, pollution control, alcohol oxidation, and electrocatalysis in fuel cells. Owing to the nanoscale size of the particles, the modification of the surface structure and composition that may occur when reaction conditions change can have dramatic

  15. Reaction-Driven Restructuring of Bimetallic Nanoparticle Catalysts

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

    Reaction-Driven Restructuring of Bimetallic Nanoparticle Catalysts Print Catalytic systems based on bimetallic particles with controlled size, composition, and structure dispersed on a high-surface-area support are widely used for catalytic reforming, pollution control, alcohol oxidation, and electrocatalysis in fuel cells. Owing to the nanoscale size of the particles, the modification of the surface structure and composition that may occur when reaction conditions change can have dramatic

  16. Reaction-Driven Restructuring of Bimetallic Nanoparticle Catalysts

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

    Reaction-Driven Restructuring of Bimetallic Nanoparticle Catalysts Print Catalytic systems based on bimetallic particles with controlled size, composition, and structure dispersed on a high-surface-area support are widely used for catalytic reforming, pollution control, alcohol oxidation, and electrocatalysis in fuel cells. Owing to the nanoscale size of the particles, the modification of the surface structure and composition that may occur when reaction conditions change can have dramatic

  17. Reaction-Driven Restructuring of Bimetallic Nanoparticle Catalysts

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

    Reaction-Driven Restructuring of Bimetallic Nanoparticle Catalysts Print Catalytic systems based on bimetallic particles with controlled size, composition, and structure dispersed on a high-surface-area support are widely used for catalytic reforming, pollution control, alcohol oxidation, and electrocatalysis in fuel cells. Owing to the nanoscale size of the particles, the modification of the surface structure and composition that may occur when reaction conditions change can have dramatic

  18. Reaction-Driven Restructuring of Bimetallic Nanoparticle Catalysts

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

    Reaction-Driven Restructuring of Bimetallic Nanoparticle Catalysts Print Catalytic systems based on bimetallic particles with controlled size, composition, and structure dispersed on a high-surface-area support are widely used for catalytic reforming, pollution control, alcohol oxidation, and electrocatalysis in fuel cells. Owing to the nanoscale size of the particles, the modification of the surface structure and composition that may occur when reaction conditions change can have dramatic

  19. Reaction-Driven Restructuring of Bimetallic Nanoparticle Catalysts

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

    Reaction-Driven Restructuring of Bimetallic Nanoparticle Catalysts Print Catalytic systems based on bimetallic particles with controlled size, composition, and structure dispersed on a high-surface-area support are widely used for catalytic reforming, pollution control, alcohol oxidation, and electrocatalysis in fuel cells. Owing to the nanoscale size of the particles, the modification of the surface structure and composition that may occur when reaction conditions change can have dramatic

  20. Reaction-Driven Restructuring of Bimetallic Nanoparticle Catalysts

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

    Reaction-Driven Restructuring of Bimetallic Nanoparticle Catalysts Print Catalytic systems based on bimetallic particles with controlled size, composition, and structure dispersed on a high-surface-area support are widely used for catalytic reforming, pollution control, alcohol oxidation, and electrocatalysis in fuel cells. Owing to the nanoscale size of the particles, the modification of the surface structure and composition that may occur when reaction conditions change can have dramatic

  1. Reaction-Driven Restructuring of Bimetallic Nanoparticle Catalysts

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

    Reaction-Driven Restructuring of Bimetallic Nanoparticle Catalysts Print Catalytic systems based on bimetallic particles with controlled size, composition, and structure dispersed on a high-surface-area support are widely used for catalytic reforming, pollution control, alcohol oxidation, and electrocatalysis in fuel cells. Owing to the nanoscale size of the particles, the modification of the surface structure and composition that may occur when reaction conditions change can have dramatic

  2. American Indian tribes and electric industry restructuring: Issues and opportunities

    SciTech Connect (OSTI)

    Howarth, D.; Busch, J.; Starrs, T.

    1997-07-01

    The US electric utility industry is undergoing a period of fundamental change that has significant implications for Native American tribes. Although many details remain to be determined, the future electric power industry will be very different from that of the present. It is anticipated that the new competitive electric industry will be more efficient, which some believe will benefit all participants by lowering electricity costs. Recent developments in the industry, however, indicate that the restructuring process will likely benefit some parties at the expense of others. Given the historical experience and current situation of Native American tribes in the US, there is good reason to pay attention to electric industry changes to ensure that the situation of tribes is improved and not worsened as a result of electric restructuring. This paper provides a review of electricity restructuring in the US and identifies ways in which tribes may be affected and how tribes may seek to protect and serve their interests. Chapter 2 describes the current status of energy production and service on reservations. Chapter 3 provides an overview of the evolution of the electric industry to its present form and introduces the regulatory and structural changes presently taking place. Chapter 4 provides a more detailed discussion of changes in the US electric industry with a specific focus on the implications of these changes for tribes. Chapter 5 presents a summary of the conclusions reached in this paper.

  3. SEL-2015-02

    Office of Environmental Management (EM)

    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

  4. 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

  5. Wind Energy Workforce Development: Engineering, Science, & Technology

    SciTech Connect (OSTI)

    Lesieutre, George A.; Stewart, Susan W.; Bridgen, Marc

    2013-03-29

    Broadly, this project involved the development and delivery of a new curriculum in wind energy engineering at the Pennsylvania State University; this includes enhancement of the Renewable Energy program at the Pennsylvania College of Technology. The new curricula at Penn State includes addition of wind energy-focused material in more than five existing courses in aerospace engineering, mechanical engineering, engineering science and mechanics and energy engineering, as well as three new online graduate courses. The online graduate courses represent a stand-alone Graduate Certificate in Wind Energy, and provide the core of a Wind Energy Option in an online intercollege professional Masters degree in Renewable Energy and Sustainability Systems. The Pennsylvania College of Technology erected a 10 kilowatt Xzeres wind turbine that is dedicated to educating the renewable energy workforce. The entire construction process was incorporated into the Renewable Energy A.A.S. degree program, the Building Science and Sustainable Design B.S. program, and other construction-related coursework throughout the School of Construction and Design Technologies. Follow-on outcomes include additional non-credit opportunities as well as secondary school career readiness events, community outreach activities, and public awareness postings.

  6. DOE CONTRACTOR PENSION PLANS

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

    5-16 1 For use in M&O and non-M&O cost reimbursement solicitations and contracts where work had been previously performed under a DOE M&O contract and the successor Contractor is (a) required to employ all or part of the former Contractor's workforce and sponsors the employee pension and benefit plans; or (b) retains sponsorship of benefit plans that survive performance of the contract work scope. Contracts in this latter category include, but are not limited to, environmental

  7. DOE CONTRACTOR PENSION PLANS

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

    01-13 1 For use in M&O and non-M&O cost reimbursement solicitations and contracts where work had been previously performed under a DOE M&O contract and the successor Contractor is (a) required to employ all or part of the former Contractor's workforce and sponsors the employee pension and benefit plans; or (b) retains sponsorship of benefit plans that survive performance of the contract work scope. Contracts in this latter category include, but are not limited to, environmental

  8. Low-income energy policy in a restructuring electricity industry: an assessment of federal options

    SciTech Connect (OSTI)

    Baxter, L.W.

    1997-07-01

    This report identifies both the low-income energy services historically provided in the electricity industry and those services that may be affected by industry restructuring. It identifies policies that are being proposed or could be developed to address low- income electricity services in a restructured industry. It discusses potential federal policy options and identifies key policy and implementation issues that arise when considering these potential federal initiatives. To understand recent policy development at the state level, we reviewed restructuring proposals from eight states and the accompanying testimony and comments filed in restructuring proceedings in these states.

  9. Assessing strategies to address transition costs in a restructuring electricity industry

    SciTech Connect (OSTI)

    Baxter, L.; Hadley, S.; Hirst, E.

    1996-08-01

    Restructuring the US electricity industry has become the nation`s central energy issue for the 1990s. Restructuring proposals at the federal and state levels focus on more competitive market structures for generation and the integration of transmission within those structures. The proposed move to more competitive generation markets will expose utility costs that are above those experienced by alternative suppliers. Debate about these above-market, or transition, costs (e.g., their size,who will pay for them and how) has played a prominent role in restructuring proceedings. This paper presents results from a project to systematically assess strategies to address transition costs exposed by restructuring the electricity industry.

  10. Career Civil Servants and Outside Counsel Agreed that Solyndra Restructuring was Legal

    Broader source: Energy.gov [DOE]

    There were a series of incorrect assertions and misstatements during the November 17, 2011, hearing about the legality of the restructuring of the Solyndra loan.

  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. Investing in America's Solar Workforce | Department of Energy

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

    America's Solar Workforce Investing in America's Solar Workforce October 11, 2012 - 4:26pm Addthis Energy Secretary Steven Chu meets with students from Front Range Community College at the <a href="http://www.sitnusa.org/">Solar Instructor Training Network</a> exhibit at the SunShot Grand Challenge Summit and Technology Forum in Colorado. | Photo by Dennis Schroeder, NREL. Energy Secretary Steven Chu meets with students from Front Range Community College at the Solar

  13. 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

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

    Office of Energy Efficiency and Renewable Energy (EERE)

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

  15. 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 CBEI: Career Pathways for the Energy Retrofit Workforce - 2015 Peer Review (2.3 MB) More Documents & Publications Advanced Critical Advanced Energy Retrofit Education and Training and Credentialing - 2014 BTO Peer Review Workforce Overview - 2015 BTO Peer Review Better

  16. Local government: The sleeping giant in electric industry restructuring

    SciTech Connect (OSTI)

    Ridley, S.

    1997-11-01

    Public power has long been a cornerstone of consumer leverage in the electric industry. But its foundation consists of a much broader and deeper consumer authority. Understanding that authority - and present threats to it - is critical to restructuring of the electric industry as well as to the future of public power. The country has largely forgotten the role that local governments have played and continue to play in the development of the electric industry. Moreover, we risk losing sight of the options local governments may offer to protect consumers, to advance competition in the marketplace, and to enhance opportunities for technology and economic development. The future role of local government is one of the most important issues in the restructuring discussion. The basic authority of consumers rests at the local level. The resulting options consumers have to act as more than just respondents to private brokers and telemarketing calls are at the local level. And the ability for consumers to shape the marketplace and standards for what it will offer exists at the local level as well.

  17. Preparing the Lab for workforce needs

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

    Preparing for a Power Outage Preparing for a Power Outage September 25, 2015 - 10:39am Addthis What is your plan for when the power goes out? We've got some preparedness tips. | Energy Department Photo. What is your plan for when the power goes out? We've got some preparedness tips. | Energy Department Photo. Allison Lantero Allison Lantero Digital Content Specialist, Office of Public Affairs September is National Preparedness month. Each week of September, FEMA's website Ready.gov will focus on

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

    SciTech Connect (OSTI)

    Not Available

    2011-03-01

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

  19. 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.

  20. 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.

  1. RAND Releases Workforce Development Studies Prepared for Energy Department

    Broader source: Energy.gov [DOE]

    The RAND Corporation released two energy-sector workforce development studies conducted on behalf of NETL: one on West Virginia and one on southwestern Pennsylvania. Their recommendations support DOE's strategic objectives, to increase energy productivity and ensure safe and responsible development of domestic energy resources.

  2. Comments on proposed legislation to restructure DOE's uranium enrichment program

    SciTech Connect (OSTI)

    Not Available

    1991-04-01

    This book focuses on H.R.145, H.R.788, and S.210. Each of the proposed bills would restructure DOE's enrichment program as a government corporation with private financing and would encourage the eventual sale of the corporation to the private sector. In doing so, the bills would, among other things, allow the corporation to set prices to maximize long-term returns; establish a fund to meet the costs of decontamination, decommissioning, and other environmental cleanup costs associated with uranium enrichment activities; transfer interest in DOE's new atomic vapor laser isotope separation (AVLIS) process to the new corporation; and, except for H.R. 145, require the government to pay its share of the costs to clean up mill tailings (mining wastes) generated under government contracts.

  3. Gregarious Data Re-structuring in a Many Core Architecture

    SciTech Connect (OSTI)

    Shrestha, Sunil; Manzano Franco, Joseph B.; Marquez, Andres; Zuckerman, Stephane; Song, Shuaiwen; Gao, Guang R.

    2015-08-24

    this paper, we have developed a new methodology that takes in consideration the access patterns from a single parallel actor (e.g. a thread), as well as, the access patterns of “grouped” parallel actors that share a resource (e.g. a distributed Level 3 cache). We start with a hierarchical tile code for our target machine and apply a series of transformations at the tile level to improve data residence in a given memory hierarchy level. The contribution of this paper includes (a) collaborative data restructuring for group reuse and (b) low overhead transformation technique to improve access pattern and bring closely connected data elements together. Preliminary results in a many core architecture, Tilera TileGX, shows promising improvements over optimized OpenMP code (up to 31% increase in GFLOPS) and over our own previous work on fine grained runtimes (up to 16%) for selected kernels

  4. 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".

  5. 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 NGSI’s 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 NGSI’s 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.

  6. 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

  7. An integrated approach to low-income energy affordability for a restructured world

    SciTech Connect (OSTI)

    Hamilton, B.; Carroll, D.; Adams, B.; Ringhof, S.

    1998-07-01

    In the context of retail electric competition, various mechanisms have been proposed to address threats to low-income energy affordability. Most proposals include the use of ratepayer for (a) low-income bill payment support (e.g., rate discounts) and/or (b) energy efficiency programs specifically designated for low-income customers. An integrated approach to both energy efficiency and low-income bill payment is being tested in New Jersey. The program specifically targets payment-troubled customers and those with the lowest incomes. It combines a three-part approach to energy affordability: (1) deep and comprehensive gas and electric efficiency measures; (2) extensive customer energy education, with the goals of both (a) empowering participants with the skills and knowledge to gain control of their energy situation and (b) securing action commitment that the customer carries out as a partner to save energy and lower their utility bills; and (3) an affordable payment plan which includes extended payment of arrearages, partial arrearage forgiveness, and a bill discount for those in the lowest income tier who maintain their partnership obligations. This paper describes the E-Team Partners program design, presents preliminary impact evaluation results for the first 7,000 participants, and discusses the attributes of this model in a restructured environment.

  8. Microsoft PowerPoint - 04 Melendez Rimando Restructuring of EM Portfolio

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

    Briefing 3 March 2010 rev 2 rcvd 8 Mar 1100 [Compatibi | Department of Energy 4 Melendez Rimando Restructuring of EM Portfolio Briefing 3 March 2010 rev 2 rcvd 8 Mar 1100 [Compatibi Microsoft PowerPoint - 04 Melendez Rimando Restructuring of EM Portfolio Briefing 3 March 2010 rev 2 rcvd 8 Mar 1100 [Compatibi Microsoft PowerPoint - 04 Melendez Rimando Restructuring of EM Portfolio Briefing 3 March 2010 rev 2 rcvd 8 Mar 1100 [Compatibi (4.9 MB) More Documents & Publications Microsoft

  9. 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.

  10. 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.

  11. 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 more than 60 years administering internship, scholarship and fellowship programs, and with recently expanded programs for K-12 students and teachers, ORAU is a national leader in implementing experience-based, science education and research internship programs. OAK RIDGE INSTITUTE FOR SCIENCE AND EDUCATION Managed by

  12. 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.

  13. DOE Takes Next Steps with Restructured FutureGen Approach | Department of

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

    Energy with Restructured FutureGen Approach DOE Takes Next Steps with Restructured FutureGen Approach May 7, 2008 - 11:30am Addthis Announces Draft Solicitation for Multiple Commercial-Scale Clean Coal Plants with Sequestration WASHINGTON, DC - The U.S. Department of Energy (DOE) today released a draft Funding Opportunity Announcement (FOA) to solicit public input on the demonstration of multiple commercial-scale Integrated Gasification Combined Cycle (IGCC) or other clean coal power plants

  14. 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.

  15. VIDEO: Tackling Soft Costs Through A Well-Trained Solar Workforce |

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

    Department of Energy VIDEO: Tackling Soft Costs Through A Well-Trained Solar Workforce VIDEO: Tackling Soft Costs Through A Well-Trained Solar Workforce May 17, 2016 - 2:35pm Addthis The Office of Energy Efficiency and Renewable Energy's SunShot Initiative is helping the future workforce build careers in solar energy through its Solar Training and Education for Professionals program. Dr. Lidija Sekaric Dr. Lidija Sekaric Solar Energy Technologies Office Director EERE's SunShot Initiative is

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

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

    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 *

  17. India faces restructuring: The need is with the states

    SciTech Connect (OSTI)

    Salgo, H.

    1996-03-01

    India`s government wants to energize its economy and provide adequate service to industry and its nearly one billion people, but the long term need for fundamental reform remains largely at the state level. The electric power industry in India has grown from approximately 1,300 MW at national independence in 1947 to approximately 80,000 MW today; its population is some 940 million. By contrast, the six New England states, with a combined population of about 13 million, have approximately 25,000 MW of installed capacity. However one describes it, by the standards of an industrialized society India has great need to develop its electricity sector. Unfortunately, India also has limited financial resources. For example, per capita income (gross domestic product) in 1994 was roughly $300, or $1,300 in purchasing power equivalent, as compared with close to $26,000 in the United States. It is widely recognized that, despite much progress in India in the creation of important new institutions and economic liberalization, the electricity sector is in difficult straits. The intent of this article is to address some of the problematic issues associated with the power sector in India and the changes that appear to be required to remedy them. The focus of the article is on the need to restructure and fundamentally reform the power sector. The paper will describe some of the key elements of such a program. The author focuses in part on the state of Orissa, on India`s east coast, which has initiated a major reform program and is an interesting example of the magnitude and complexity of the required effort.

  18. Informatics requirements for a restructured competitive electric power industry

    SciTech Connect (OSTI)

    Pickle, S.; Marnay, C.; Olken, F.

    1996-08-01

    The electric power industry in the United States is undergoing a slow but nonetheless dramatic transformation. It is a transformation driven by technology, economics, and politics; one that will move the industry from its traditional mode of centralized system operations and regulated rates guaranteeing long-run cost recovery, to decentralized investment and operational decisionmaking and to customer access to true spot market prices. This transformation will revolutionize the technical, procedural, and informational requirements of the industry. A major milestone in this process occurred on December 20, 1995, when the California Public Utilities Commission (CPUC) approved its long-awaited electric utility industry restructuring decision. The decision directed the three major California investor-owned utilities to reorganize themselves by the beginning of 1998 into a supply pool, at the same time selling up to a half of their thermal generating plants. Generation will be bid into this pool and will be dispatched by an independent system operator. The dispatch could potentially involve bidders not only from California but from throughout western North America and include every conceivable generating technology and scale of operation. At the same time, large customers and aggregated customer groups will be able to contract independently for their supply and the utilities will be required to offer a real-time pricing tariff based on the pool price to all their customers, including residential. In related proceedings concerning competitive wholesale power markets, the Federal Energy Regulatory Commission (FERC) has recognized that real-time information flows between buyers and sellers are essential to efficient equitable market operation. The purpose of this meeting was to hold discussions on the information technologies that will be needed in the new, deregulated electric power industry.

  19. VOLUNTARY LAYOFF (RIE) PROCESS

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

    Contractor] Workforce Restructuring Plan: Self-Select Voluntary Separation Plan For U.S. Department of Energy or National Nuclear Security Administration [Insert Name of Site Office] Effective: [Insert Date] OFFICIAL USE ONLY Preface Based upon a determination that a change in the work force is necessary at the [Insert Site Name] (Site Abbreviation), [DOE Site Office] developed a Work Force Restructuring Plan (Plan). The objectives of the Plan are to minimize involuntary separations, reduce the

  20. Efficiency, equity and the environment: Institutional challenges in the restructuring of the electric power industry

    SciTech Connect (OSTI)

    Haeri, M.H.

    1998-07-01

    In the electric power industry, fundamental changes are underway in Europe, America, Australia, New Zealand and, more recently, in Asia. Rooted in increased deregulation and competition, these changes are likely to radically alter the structure of the industry. Liberalization of electric power markets in the United Kingdom is, for the most part, complete. The generation market in the United States began opening to competition following the 1987 Public Utility Regulatory Policies Act (PURPA). The Energy Policy Act of 1992 set the stage for a much more dramatic change in the industry. The most far-reaching provision of the Act was its electricity title, which opened access to the electric transmission grid. With legal barriers now removed, the traditionally sheltered US electric utility market is becoming increasingly open to entry and competition. A number of important legislative, regulatory and governmental policy initiatives are underway in the Philippines that will have a profound effect on the electric power industry. In Thailand, the National Energy Planning Organization (NEPO) has undertaken a thorough investigation of industry restructuring. This paper summarizes recent international developments in the deregulation and liberalization of electricity markets in the U.K., U.S., Australia, and New Zealand. It focuses on the relevance of these experiences to development underway in the Philippines and Thailand, and presents alternative possible structures likely to emerge in these countries, drawing heavily on the authors' recent experiences in Thailand and the Philippines. The impact of these changes on the business environment for power generation and marketing will be discussed in detail, as will the opportunities these changes create for investment among private power producers.

  1. The Sellafield Plan - 12458

    SciTech Connect (OSTI)

    Irving, Iain

    2012-07-01

    The Sellafield Performance Plan represents the start of a new era for the Sellafield site. It is a key driver in the Nuclear Management Partners mission to make Sellafield safer, cleaner, more productive, more cost effective and a better neighbour. When published in summer 2011, the Sellafield Performance Plan set out exactly what work would be completed at Sellafield between 2010/11 and 2025/26, how all of the facilities on the site interact, and what new facilities would be needed in order to deliver the risk and hazard reduction mission. The plan is the first credible and underpinned lifetime plan for the Sellafield site - the most complex part of the UK's civil nuclear estate. Under the Sellafield Performance Plan there are projected to be more jobs longer creating opportunities for the site, its workforce and the economic stability of West Cumbria. The Sellafield Ltd performance plan sets out how NMP will apply their global experience to improve operations, generate efficiencies and deliver detailed programmes of work with the aim of accelerating decommissioning and providing value for money. Successful delivery of the plan will also ensure the site continues to effectively operate critical national infrastructure that supports the UK's energy programme, and maintains the safe and secure management and storage of nuclear materials. The NDA and UK Government have demonstrated their confidence in NMP and Sellafield Ltd's capability to deliver this plan by providing the highest-ever Annual Site Funding Limit for the site in 2011/12. The Sellafield Performance Plan also creates both the foundation and the environment for a vibrant West Cumbrian economy through significant opportunities for the local supply chain and real prospects for further inward investment. By working flexibly and accelerating the decommissioning programme, the plan provides the opportunity for significant retraining to adapt to future challenges on the site and for other potential new nuclear

  2. Restructuring the DOE Laboratory Complex to Advance Clean Energy, Environmental Sustainability, and a Global Future without Nuclear Weapons

    Office of Energy Efficiency and Renewable Energy (EERE)

    Restructuring the DOE Laboratory Complex to Advance Clean Energy, Environmental Sustainability, and a Global Future without Nuclear Weapons - December Commission meeting

  3. 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.

  4. NREL: Workforce Development and Education Programs - Email Contact

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

    Email Contact Use this form to send us your comments and questions, to report problems with the site, or to ask for help in finding information on our site. Please enter your name and email address in the boxes provided, then type your message below. When you are finished, click "Send Message." NOTE: If you enter your e-mail address incorrectly, we will be unable to reply. Your name: Your email address: Your message: Send Message Printable Version NREL's Workforce Development &

  5. 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)

  6. 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.

  7. Environmental Regulation of the Nuclear Industry in England and Wales in an era of Restructuring and Accelerated Decommissioning

    SciTech Connect (OSTI)

    Parker, I.W.; Weedon, C. J.

    2006-07-01

    In 2005 a large part of the UK Nuclear Industry was restructured with a new national body, the Nuclear Decommissioning Authority (NDA), being responsible for all the assets and liabilities of the nationally owned reactors and fuel cycle facilities. The former owners are now operating and in many cases decommissioning the facilities under contract to the NDA. As the body responsible for enforcing most environmental legislation in England and Wales, the Environment Agency has reviewed its regulatory approach to the Industry. This is to ensure that our responsibility to protect and enhance the environment is met whilst considering appropriately other key drivers impacting on all sectors of environmental regulation. Factors influencing this review include: - Greater public interest and concern over nuclear issues; - Greater transparency of strategies, plans and decisions in the nuclear industry; - The need to ensure that sustainable protection of the environment remains a constant feature of environmental regulation; - The need for a proportionate approach to regulation in the non-prescriptive UK legislative system; - Being effective and efficient in a period when all types of regulation are under Government and public scrutiny; - The aim of the NDA to achieve safe, secure, cost-effective, accelerated and environmentally responsible decommissioning and clean up in part by competing the management of the facilities. This has involved - Constructive liaison with the NDA both before and after its commencement to ensure we are both aware of each other's concerns; - Taking a strong influencing role at strategic and operational levels; - Putting in position arrangements for our involvement in the competitive process; - Liaison at an early stage with the industry's plans for future work; - Establishing greater clarity in our strategy and plans, notably with re-examination of the requirements of our authorisations and permits; - Establishing a new assessment resource (the

  8. EMSL Contribution Plan

    SciTech Connect (OSTI)

    Campbell, Allison A.

    2008-12-01

    This Contribution Plan is EMSL’s template for achieving our vision of simultaneous excellence in all aspects of our mission as a national scientific user facility. It reflects our understanding of the long-term stewardship we must work toward to meet the scientific challenges faced by the Department of Energy (DOE) and the nation. During the next decade, we will implement the strategies contained in this Plan, working closely with the scientific community, our advisory committees, DOE’s Office of Biological and Environmental Research, and other key stakeholders. This Plan is fully aligned with the strategic plans of DOE, its Office of Science, and the Pacific Northwest National Laboratory (PNNL). We recognize that shifts in science and technology, national priorities, and resources made available through the Federal budget process create planning uncertainties and, ultimately, a highly dynamic planning environment. Accordingly, this Plan should be viewed as a living document and we continually evaluate the changing needs and opportunities posed by our stakeholders (i.e., DOE, users, staff, advisory committees), work closely with them to understand and respond to those changes, and align our strategy accordingly. This Plan is organized around two sections. Section 1 describes our vision and four strategic outcomes: 1) Scientific Innovation, 2) Capabilities that Transform Science, 3) Outstanding Management and Operations, and Engaged and Proactive Users. These outcomes provide the framework for seven critical actions we must take during the next 3 to 5 years: 1) Establishing leadership in EMSL science themes, 2) building and deploying transformational capabilities, 3) integrating computation with experiment, 4) ensuring EMSL’s workforce meets the scientific challenges of the future, 5) creating partnerships, 6) attracting and engaging users in EMSL’s long-term strategy, and 7) building a research infrastructure that meets emerging scientific needs. Section 2

  9. Load As A Reliability Resource in the Restructured Electricity Market

    SciTech Connect (OSTI)

    Kueck, J.D.

    2002-06-10

    Recent electricity price spikes are painful reminders of the value that meaningful demand-side responses could bring to the restructuring US electricity system. Review of the aggregate offers made by suppliers confirms that even a modest increase in demand elasticity could dramatically reduce these extremes in price volatility. There is a strong need for dramatically increased customer participation in these markets to enhance system reliability and reduce price volatility. Indeed, allowing customers to manage their loads in response to system conditions might be thought of as the ultimate reliability resource. Most would agree that meaningful demand-side responses to price are the hallmark of a well-functioning competitive market [1]. Yet, in today's markets for electricity, little or no such response is evident. The reason is simple: customers currently do not experience directly the time-varying costs of their consumption decisions. Consequently, they have no incentive to modify these decisions in ways that might enhance system reliability or improve the efficiency of the markets in which electricity is traded. Increased customer participation is a necessary step in the evolution toward more efficient markets for electricity and ancillary services. This scoping report provides a three-part assessment of the current status of efforts to enhance the ability of customer's load to participate in competitive markets with a specific focus on the role of customer loads in enhancing electricity system reliability. First, this report considers the definitions of electricity-reliability-enhancing ancillary services (Section 2) and a preliminary assessment of the ability of customer's loads to provide these services. Second, is a review a variety of programs in which load has been called on as a system reliability resource (Section 3). These experiences, drawn from both past and current utility and ISO programs, focus on programs triggered by system condition (e

  10. Energy Planning

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

    Energy Planning Agenda * What is energy planning? * The process * The plan * Strategic Energy Planning (SEP) Workbook * Other resources 2 What is Energy Planning? * Brings desired ...

  11. DOE Announces Webinars on Energy Planning for Tribal Economic Development

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

    and Water Efficiency and Energy Savings | Department of Energy Planning for Tribal Economic Development and Water Efficiency and Energy Savings DOE Announces Webinars on Energy Planning for Tribal Economic Development and Water Efficiency and Energy Savings January 25, 2016 - 8:30am Addthis EERE offers webinars to the public on a range of subjects, from adopting the latest energy efficiency and renewable energy technologies to training for the clean energy workforce. Webinars are free;

  12. Department of Energy Customer Service Plan | Department of Energy

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

    Department of Energy Customer Service Plan Department of Energy Customer Service Plan The U.S. Department of Energy (DOE) strives to ensure America's security and prosperity by addressing its energy, environmental, and nuclear challenges through transformative science and technology solutions. Through this work, the Department serves a range of internal and external customers including DOE's employee and contractor workforce, students, scientists and researchers, businesses and other branches of

  13. 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.

  14. 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.

  15. 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.

  16. 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...

  17. The Management of Post-Recovery Act Workforce Transition at Office...

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

    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, ...

  18. 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...

  19. THEORY INTO PRACTICE PAG REGIONAL WORKFORCE STUDY PREPARED FOR THE SRS COMMUNITY REUSE ORGANIZATION

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

    THEORY INTO PRACTICE PAG REGIONAL WORKFORCE STUDY PREPARED FOR THE SRS COMMUNITY REUSE ORGANIZATION APRIL 2015 AIKEN ● ALLENDALE ● BARNWELL ● COLUMBIA ● RICHMOND CONTENTS Introduction ................................................................................................................................................. 1 Approach ................................................................................................................................................ 1 Key

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

    Broader source: Energy.gov [DOE]

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

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

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

    DOE Office of Science (SC) Programs » WDTS Home Workforce Development for Teachers and Scientists (WDTS) WDTS Home About Science Undergraduate Laboratory Internships (SULI) Community College Internships (CCI) Visiting Faculty Program (VFP) at DOE Laboratories DOE Office of Science Graduate Student Research (SCGSR) Program Albert Einstein Distinguished Educator Fellowship (AEF) Program DOE National Science Bowl® (NSB) STEM Resources Outreach Contact Information Workforce Development for

  2. Efficient data restructuring and aggregation for I/O acceleration in PIDX |

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

    Argonne Leadership Computing Facility Efficient data restructuring and aggregation for I/O acceleration in PIDX Authors: S. Kumar, V. Vishwanath, P. Carns, J. A. Levine, R. Latham, G. Scorzelli, H. Kolla, R. Grout, J. Chen, R. Ross, M. E. Papka, V. Pascucci Hierarchical, multiresolution data representations enable interactive analysis and visualization of large-scale simulations. One promising application of these techniques is to store high performance computing simulation output in a

  3. Financing investments in renewable energy: The role of policy design and restructuring

    SciTech Connect (OSTI)

    Wiser, R.; Pickle, S.

    1997-03-01

    The costs of electric power projects utilizing renewable energy technologies are highly sensitive to financing terms. Consequently, as the electricity industry is restructured and new renewables policies are created, it is important for policymakers to consider the impacts of renewables policy design on project financing. This report describes the power plant financing process and provides insights to policymakers on the important nexus between renewables policy design and finance. A cash-flow model is used to estimate the impact of various financing variables on renewable energy costs. Past and current renewable energy policies are then evaluated to demonstrate the influence of policy design on the financing process and on financing costs. The possible impacts of electricity restructuring on power plant financing are discussed and key design issues are identified for three specific renewable energy programs being considered in the restructuring process: (1) surcharge-funded policies; (2) renewables portfolio standards; and (3) green marketing programs. Finally, several policies that are intended to directly reduce financing costs and barriers are analyzed. The authors find that one of the key reasons that renewables policies are not more effective is that project development and financing processes are frequently ignored or misunderstood when designing and implementing renewable energy incentives. A policy that is carefully designed can reduce renewable energy costs dramatically by providing revenue certainty that will, in turn, reduce financing risk premiums.

  4. Institutional Plan FY 2003 - 2007

    SciTech Connect (OSTI)

    Chartock, Michael; Hansen, Todd

    2003-01-27

    operations goals. The Initiatives section describes some of the specific new research programs representing major long-term opportunities for the Department of Energy and Berkeley Lab. The Operations Strategic Planning section describes our strategic thinking in the areas of human resources; site and cyber security; workforce diversity; communications and trust; integrated safety management; and technology transfer activities. The Infrastructure Strategic Planning section describes Berkeley Lab's facilities planning process and our site and facility needs. The Summary of Major Issues section provides context for discussions at the Institutional Planning On-Site Review. The Resource Projections are estimates of required budgetary authority for Berkeley Lab's research programs.

  5. Dental Plan

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

    Dental Plan Dental Plan A comprehensive benefits package with plan options for health care and retirement to take care of our employees today and tomorrow. Contact Benefits Office...

  6. Strategic Plan

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

    Strategic Plan Print ALS Strategic Plan Update: September 2015 The Advanced Light Source Strategic Plan, originally published in 2009, has been revised to reflect completed...

  7. SEP Program Planning Template ("Program Planning Template") ...

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

    SEP Program Planning Template ("Program Planning Template") SEP Program Planning Template ("Program Planning Template") Program Planning Template More Documents & Publications...

  8. 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.

  9. SECRETARIAL POLICY STATEMENT ON CONTRACTOR DEFINED BENEFIT PENSION PLANS

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

    SECRETARIAL POLICY STATEMENT ON CONTRACTOR DEFINED BENEFIT PENSION PLANS The Department of Energy (DOE) has a longstanding interest in the retention and well- being of the workforce employed by its management and operating (M&O) and other significant contractors, which today include nuclear, laboratory, and environmental clean-up contractors. Much of the work performed by employees under M&O and other significant contracts initially required and continues to require highly specialized

  10. Letter from EM-1, Assistant Secretary, Jessie H. Roberson regarding restructuring and managing the procurement mechanisms that support the activities of the Environmental Management Site Specific Advisory Boards

    Broader source: Energy.gov [DOE]

    Letter from EM-1, Assistant Secretary, Jessie H. Roberson regarding restructuring and managing the procurement mechanisms that support the activities of the Environmental Management Site Specific...

  11. Guidance Regarding Refinancing, Restructuring, or Modifying Loan Agreements Entered into by an Energy Services Company Under a Federal Energy Savings Performance Contract

    Broader source: Energy.gov [DOE]

    Document addresses potential refinancing, restructuring, or modifying of a loan agreement entered into by an energy services company (ESCO) under a federal energy savings performance contract (ESPC).

  12. 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.

  13. 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.

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

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

    (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. Energy and Manufacturing

  15. 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

  16. The Potential Economic Impact of Electricity Restructuring in the State of Oklahoma: Phase I Report

    SciTech Connect (OSTI)

    Hadley, SW

    2001-03-27

    Because of the recent experiences of several states undergoing restructuring (e.g., higher prices, greater volatility, lower reliability), concerns have been raised in states currently considering restructuring as to whether their systems are equally vulnerable. Factors such as local generation costs, transmission constraints, market concentration, and market design can all play a role in the success or failure of the market. These factors along with the mix of generation capacity supplying the state will influence the relative prices paid by consumers. The purpose of this project is to provide a model and process to evaluate the potential price and economic impacts of restructuring the Oklahoma electric industry. This Phase I report concentrates on providing an analysis of the Oklahoma system in the near-term, using only present generation resources and customer demands. In Phase II, a longer-term analysis will be conducted, incorporating the potential of new generation resources and customer responses. Oak Ridge National Laboratory (ORNL) has developed the Oak Ridge Competitive Electricity Dispatch (ORCED) model to evaluate marginal-cost-based and regulated prices for the state. The model dispatches the state's power plants to meet the demands from all customers based on the marginal cost of production. Consequent market-clearing prices for each hour of the year are applied to customers' demands to determine the average prices paid. The revenues from the sales are paid to each plant for their generation, resulting in a net profit or loss depending on the plant's costs and prices when it operates. Separately, the model calculates the total cost of generation, including fixed costs such as depreciation, interest and required return on equity. These costs are allocated among the customer classes to establish regulated prices for each class. These prices can be compared to the average market-based prices to see if prices increase or decrease with restructuring. An

  17. Revealing the Restructured Surface of Li[Mn2]O4

    DOE Public Access Gateway for Energy & Science Beta (PAGES Beta)

    Amos, Charles D.; Roldan, Manuel A.; Varela, Maria; Goodenough, John B.; Ferreira, Paulo J.

    2016-03-29

    The spinel Revealing the Restructured Surface of Li[Mn2]O4 is a candidate cathode for a Li-ion battery, but its capacity fades over a charge/discharge cycle of Li1–x[Mn2]O4 (0 < x < 1) that is associated with a loss of Mn to the organic-liquid electrolyte. It is known that the disproportionation reaction 2Mn3+ = Mn2+ + Mn4+ occurs at the surface of a Mn spinel, and it is important to understand the atomic structure and composition of the surface of Revealing the Restructured Surface of Li[Mn2]O4 in order to understand how Mn loss occurs. We report a study of the surface reconstructionmore » of Revealing the Restructured Surface of Li[Mn2]O4 by aberration-corrected scanning transmission electron microscopy. The atomic structure coupled with Mn-valence and the distribution of the atomic ratio of oxygen obtained by electron energy loss spectroscopy reveals a thin, stable surface layer of Mn3O4, a subsurface region of Li1+x[Mn2]O4 with retention of bulk Li[Mn2]O4. We conclude that this observation is compatible with the disproportionation reaction coupled with oxygen deficiency and a displacement of surface Li+ from the Mn3O4 surface phase. These results provide a critical step toward understanding how Mn is lost from Li[Mn2]O4, once inside a battery.« less

  18. Medical Plans

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

    Medical Plans Medical Plans A comprehensive benefits package with plan options for health care and retirement to take care of our employees today and tomorrow. Contact Benefits Office (505) 667-1806 Email Medical Plans The Lab offers employees the choice between two medical plans through Blue Cross Blue Shield of New Mexico (BCBS). Both medical plans offer free preventive care and in and out of network coverage from the same network of BCBS providers. High Deductible Health Plan (HDHP) - A more

  19. A Primer on Electric Utilities, Deregulation, and Restructuring of U.S. Electricity Markets

    SciTech Connect (OSTI)

    Warwick, William M.

    2002-06-03

    This primer is offered as an introduction to utility restructuring to better prepare readers for ongoing changes in public utilities and associated energy markets. It is written for use by individuals with responsibility for the management of facilities that use energy, including energy managers, procurement staff, and managers with responsibility for facility operations and budgets. The primer was prepared by the Pacific Northwest National Laboratory under sponsorship from the U.S. Department of Energy?s Federal Energy Management Program. The impetus for this primer originally came from the Government Services Administration who supported its initial development.

  20. Entire plasmas can be restructured when electrons are emitted from the boundaries

    SciTech Connect (OSTI)

    Campanell, M. D.

    2015-04-14

    It is well known that electron emission can restructure the thin sheaths at plasma-facing surfaces. But conventional models assume that the plasma's structure negligibly changes (the “presheath” is still thought to be governed by ion acceleration to the Bohm speed). Here, it is shown by theory and simulation that the presheath can take a fundamentally different structure where the emitted electrons entering the quasineutral region cause numerous changes. As a result, gradients of total plasma density, ion and electron pressures, and electric potential throughout the “inverted” presheath can carry different magnitudes, and opposite signs, from Bohm presheaths.

  1. An Integration of the Restructured Melcor for the Midas Computer Code

    SciTech Connect (OSTI)

    Sunhee Park; Dong Ha Kim; Ko-Ryu Kim; Song-Won Cho [Korea Atomic Energy Research Institute, P.O. Box 105, Yusong-ku, Daejon (Korea, Republic of)

    2006-07-01

    The developmental need for a localized severe accident analysis code is on the rise. KAERI is developing a severe accident code called MIDAS, which is based on MELCOR. In order to develop the localized code (MIDAS) which simulates a severe accident in a nuclear power plant, the existing data structure is reconstructed for all the packages in MELCOR, which uses pointer variables for data transfer between the packages. During this process, new features in FORTRAN90 such as a dynamic allocation are used for an improved data saving and transferring method. Hence the readability, maintainability and portability of the MIDAS code have been enhanced. After the package-wise restructuring, the newly converted packages are integrated together. Depending on the data usage in the package, two types of packages can be defined: some use their own data within the package (let's call them independent packages) and the others share their data with other packages (dependent packages). For the independent packages, the integration process is simple to link the already converted packages together. That is, the package-wise structuring does not require further conversion of variables for the integration process. For the dependent packages, extra conversion is necessary to link them together. As the package-wise restructuring converts only the corresponding package's variables, other variables defined from other packages are not touched and remain as it is. These variables are to be converted into the new types of variables simultaneously as well as the main variables in the corresponding package. Then these dependent packages are ready for integration. In order to check whether the integration process is working well, the results from the integrated version are verified against the package-wise restructured results. Steady state runs and station blackout sequences are tested and the major variables are found to be the same each other. In order to verify the results, the integrated

  2. Energy Department and National Institute of Building Sciences Release Better Buildings Workforce Guidelines

    Broader source: Energy.gov [DOE]

    As a part of the Obama Administration’s effort to support greater energy efficiency through the Better Buildings Initiative, the U.S. Department of Energy and the National Institute of Building Sciences (Institute) today announced new Better Buildings Workforce Guidelines.

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

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

    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

  4. 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.

  5. Electric power industry restructuring in Australia: Lessons from down-under. Occasional paper No. 20

    SciTech Connect (OSTI)

    Ray, D.

    1997-01-01

    Australia`s electric power industry (EPI) is undergoing major restructuring. This restructuring includes commercialization of state-owned electric organization through privatization and through corporatization into separate governmental business units; structural unbundling of generation, transmission, retailing, and distribution; and creation of a National Electricity Market (NEM) organized as a centralized, market-based trading pool for buying and selling electricity. The principal rationales for change in the EPI were the related needs of enhancing international competitiveness, improving productivity, and lowering electric rates. Reducing public debt through privatization also played an important role. Reforms in the EPI are part of the overall economic reform package that is being implemented in Australia. Enhancing efficiency in the economy through competition is a key objective of the reforms. As the need for reform was being discussed in the early 1990s, Australia`s previous prime minister, Paul Keating, observed that {open_quotes}the engine which drives efficiency is free and open competition.{close_quotes} The optimism about the economic benefits of the full package of reforms across the different sectors of the economy, including the electricity industry, is reflected in estimated benefits of a 5.5 percent annual increase in real gross domestic product and the creation of 30,000 more jobs. The largest source of the benefits (estimated at 25 percent of total benefits) was projected to come from reform of the electricity and gas sectors.

  6. Strategic Plan

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

    Strategic Plan Strategic Plan Print ALS Strategic Plan Update: September 2015 The Advanced Light Source Strategic Plan, originally published in 2009, has been revised to reflect completed projects, new scientific directions, and changing priorities. This most recent revision, Advanced Light Source Strategic Plan: 2015-19 (1.2 MB), was completed in September 2015. The plan encompasses the needs of the scientific community as well as our responses to meeting those needs through development of our

  7. Vision Plan

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

    Vision Plan Vision Plan A comprehensive benefits package with plan options for health care and retirement to take care of our employees today and tomorrow. Contact Benefits Office (505) 667-1806 Email Vision Plan The Lab offers employees and their eligible dependents free vision coverage through Vision Service Plan (VSP). The plan covers exams, contact lenses, eyeglass lenses and frames. Participants can use any provider but VSP network providers offer the best value and will file the claim

  8. Partnership Plan

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

    Partnership Plan July 2016 July 2016 Page 1 U.S. DRIVE Partnership Plan Table of Contents Foreword ....................................................................................................................................................... 2 Definition ...................................................................................................................................................... 3 Partners

  9. The Potential Economic Impact of Electricity Restructuring in the State of Oklahoma: Phase II Report

    SciTech Connect (OSTI)

    Hadley, SW

    2001-10-30

    Because of the recent experiences of several states undergoing restructuring (e.g., higher prices, greater volatility, lower reliability), concerns have been raised in states currently considering restructuring as to whether their systems are equally vulnerable. Factors such as local generation costs, transmission constraints, market concentration, and market design can all play a role in the success or failure of the market. These factors along with the mix of generation capacity supplying the state will influence the relative prices paid by consumers. The purpose of this project is to provide a model and process to evaluate the potential price and economic impacts of restructuring the Oklahoma electric industry. The Phase I report concentrated on providing an analysis of the Oklahoma system in the near-term, using only present generation resources and customer demands. This Phase II study analyzed the Oklahoma power market in 2010, incorporating the potential of new generation resources and customer responses. Five key findings of this Phase II were made: (1) Projected expansion in generating capacity exceeds by over 3,000 MW the demands within the state plus the amount that could be exported with the current transmission system. (2) Even with reduced new plant construction, most new plants could lose money (although residential consumers would see lower rates) unless they have sufficient market power to raise their prices without losing significant market share (Figure S-1). (3) If new plants can raise prices to stay profitable, existing low-cost coal and hydro plants will have very high profits. Average prices to customers could be 5% to 25% higher than regulated rates (Figure S-1). If the coal and hydro plants are priced at cost-based rates (through long-term contracts or continued regulation) while all other plants use market-based rates then prices are lower. (4) Customer response to real-time prices can lower the peak capacity requirements by around 9

  10. Work Plan

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

    Work Plan NSSAB Members Vote on Work Plan Tasks; The Nevada Site Specific Advisory Board operates on a fiscal year basis and conducts work according to a NSSAB generated and U.S. Department of Energy (DOE) approved work plan. FY 2016 Work Plan Work plan items focus on providing recommendations to the DOE regarding the following subjects: soil contamination from historic atmospheric nuclear testing, remediation of contaminated facilities used to support historic testing, groundwater studies

  11. Legal Plan

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

    Legal Plan Legal Plan A comprehensive benefits package with plan options for health care and retirement to take care of our employees today and tomorrow. Contact Benefits Office (505) 667-1806 Email Legal Plan Most people need legal advice at one time or another but high legal fees may prevent you from getting the necessary assistance. For a small monthly premium, employees can enroll in legal coverage through ARAG. The plan provides assistance with routine preventive or defensive matters and

  12. Electric industry restructuring and environmental issues: A comparative analysis of the experience in California, New York, and Wisconsin

    SciTech Connect (OSTI)

    Fang, J.M.; Galen, P.S.

    1996-08-01

    Since the California Public Utilities Commission (CPUC) issued its April 20, 1994, Blue Book proposal to restructure the regulation of electric utilities in California to allow more competition, over 40 states have initiated similar activities. The question of how major public policy objectives such as environmental protection, energy efficiency, renewable energy, and assistance to low-income customers can be sustained in the new competitive environment is also an important element being considered. Because many other states will undergo restructuring in the future, the experience of the {open_quotes}early adopter{close_quotes} states in addressing public policy objectives in their electric service industry restructuring processes can provide useful information to other states. The Competitive Resource Strategies Program of the U.S. Department of Energy`s (DOE`s) Office of Utility Technologies, is interested in documenting and disseminating the experience of the pioneering states. The Center for Energy Analysis and Applications of the National Renewable Energy Laboratory assisted the Office of Utility Technologies in this effort with a project on the treatment of environmental issues in electric industry restructuring.

  13. Restructuring the natural gas industry: Order No. 436 and other regulatory initiatives

    SciTech Connect (OSTI)

    Griggs, J.W.

    1986-01-01

    Federal Energy Regulatory Commission (FERC) Order No. 436 is the latest in a series of major regulatory initiatives that have impacted gas pricing, pipeline contracting provisions, spot market sales, and transportation. The policy followed by FERC reflects a faith in the free market to efficiently allocate resource at reasonable cost to consumers. In responding to deregulation mandates while retaining regulation of the price of old gas and of interstate transportation and sales for resale, FERC is unbundling gas costs from the fixed costs of providing service in hopes of improving price signals. It is also pushing pipelines to provide open access to inject competition. The long-term commitments needed by producers may be incompatible with the oscillations caused by market restructuring, but there is a possibility that the new approach will work.

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

    Office of Energy Efficiency and Renewable Energy (EERE)

    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.

  15. The role of distributed generation (DG) in a restructured utility environment

    SciTech Connect (OSTI)

    Feibus, H.

    1999-07-01

    A major consequence of the restructuring of the electric utility industry is disintegration, by which the traditional integrated utility is spinning off its generation business and becoming a power distribution company, or distco. This company will be the remaining entity of the traditional electric utility that continues to be regulated. The world in which the distco functions is becoming a very different place. The distco will be called upon to deliver not only power, but a range of ancillary services, defined by the Federal Energy Regulatory Commission, including spinning reserves, voltage regulation, reactive power, energy imbalance and network stability, some of which may be obtained from the independent system operator, and some of which may be provided by the distco. In this environment the distco must maintain system reliability and provide service to the customer at the least cost. Meanwhile, restructuring is spawning a new generation of unregulated energy service companies that threaten to win the most attractive customers from the distco. Fortunately there is a new emerging generation of technologies, distributed resources, that provide options to the distco to help retain prime customers, by improving reliability and lowering costs. Specifically, distributed generation and storage systems if dispersed into the distribution system can provide these benefits, if generators with the right characteristics are selected, and the integration into the distribution system is done skillfully. The Electric Power Research Institute has estimated that new distributed generation may account for 30% of new generation. This presentation will include the characteristics of several distributed resources and identify potential benefits that can be obtained through the proper integration of distributed generation and storage systems.

  16. WECC Variable Generation Planning Reference Book

    SciTech Connect (OSTI)

    Makarov, Yuri V.; Du, Pengwei; Etingov, Pavel V.; Ma, Jian; Vyakaranam, Bharat

    2013-05-14

    This planning reference book is a document reflecting a Western Electricity Coordination Council (WECC) effort to put together multiple sources of information and provide a clear, systemic, comprehensive outline of the problems, both existing and anticipated; their impacts on the system; currently used and proposed solutions by the industry and research community; planning practices; new technologies, equipment, and standards; and expected future trends. This living (periodically updated) document could help WECC and other practicing engineers, especially the younger generation of engineers joining the workforce, to get familiar with a large variety of information related to the integration of variable resources into the WECC system, bypassing in part the need for time-consuming information gathering and learning processes from more experienced engineers or from the literature.

  17. 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.

  18. NREL: Workforce Development and Education Programs - Students Grade 4-12

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

    Students Grade 4-12 NREL's Workforce Development and Education Programs seek to promote science, technology, engineering, and mathematics (STEM) using renewable energy as the vehicle to capture student interest. Engaging students in science and engineering activities opens the door for both study and career opportunities in these disciplines. Students from traditionally under represented ethnic and gender groups are encouraged to participate from all academic levels. Elementary Several

  19. 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

  20. 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