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. 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 PDF icon Attachment 2 - General Workforce Restructuring Plan Template_Rev1 More Documents & Publications Workforce Restructuring Policy Involuntary Separation Plan Template Section 3161 Rehiring Preference for Eligible Separated Employees

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

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

    Energy Savers [EERE]

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

  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. PDF icon Workforce Restructuring Policy 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

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

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

  9. 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

  10. Guide to Workforce Planning | Department of Energy

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

    Guide to Workforce Planning This guide provides supporting information that will help us align human resources processes to create short and long-term solutions for current and ...

  11. Involuntary Separation Plan Template | Department of Energy

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

    Plan Template Involuntary Separation Plan Template PDF icon Attachment 6 - Involuntary Separation Plan Template_Rev1 More Documents & Publications Workforce Restructuring Policy General Workforce Restructuring Plan Template Self-Select Voluntary Separation Plan Template

  12. Work_Force_Restructuring_Activities_December_10_2008.pdf | Department of

    Energy Savers [EERE]

    Energy Work_Force_Restructuring_Activities_December_10_2008.pdf Work_Force_Restructuring_Activities_December_10_2008.pdf PDF icon Work_Force_Restructuring_Activities_December_10_2008.pdf More Documents & Publications Equal Employment Opportunity/Workforce Restructuring Laws Self-Select Voluntary Separation Plan Template Workforce Restructuring Policy

  13. 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...

  14. 2011 Workforce Analysis and Staffing Plan Report Memo, Guidance...

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

    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 ...

  15. 2010 Workforce Analysis and Staffing Plan Report Memo, Guidance...

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

    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 ...

  16. 2014 Workforce Analysis and Staffing Plan Report Memo, Guidance...

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

    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 ...

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

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

    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 ...

  18. 2013 Workforce Analysis and Staffing Plan Report Memo, Guidance...

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

    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 ...

  19. 2012 Workforce Analysis and Staffing Plan Report Memo, Guidance...

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

    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 ...

  20. 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 -...

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

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

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

  2. 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 ...

  3. 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 ...

  4. 2010 Workforce Analysis and Staffing Plan Report Memo, Guidance and

    Energy Savers [EERE]

    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

  5. 2011 Annual Workforce Analysis and Staffing Plan Report - Carlsbad Field

    Energy Savers [EERE]

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

  6. 2012 Annual Workforce Analysis and Staffing Plan Report - Livermore Field

    Energy Savers [EERE]

    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

  7. 2013 Workforce Analysis and Staffing Plan Report Memo, Guidance and

    Energy Savers [EERE]

    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

  8. 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

  9. 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:...

  10. 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...

  11. 2014 Annual Workforce Analysis and Staffing Plan Report - Livermore Field

    Energy Savers [EERE]

    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.

  12. 2014 Annual Workforce Analysis and Staffing Plan Report - Portsmouth

    Energy Savers [EERE]

    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

  13. 2015 Annual Workforce Analysis and Staffing Plan Report - NNSA HQ |

    Energy Savers [EERE]

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

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

    Energy Savers [EERE]

    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.

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

    Energy Savers [EERE]

    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

  16. 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

  17. 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.

  18. 2013 Annual Workforce Analysis and Staffing Plan Report- NNSA HQ

    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. 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.

  20. 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.

  1. 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.

  2. 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

  3. 2015 Annual Workforce Analysis and Staffing Plan Report - Livermore Field

    Energy Savers [EERE]

    5 Annual NEPA Planning Summaries 2015 Annual NEPA Planning Summaries The ongoing and projected Environmental Assessments and Environmental Impact Statements for various US Department of Energy offices. PDF icon 2015 Annual NEPA Planning Summaries More Documents & Publications LM Annual NEPA Planning Summary 2015 LM Annual NEPA Planning Summary 2016 Annual NEPA Planning Summary Report Template (DOE, 2015) Office | Department of Energy

    Livermore Field Office 2015 Annual Workforce

  4. 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.

  5. Work Force Restructuring Activities

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

    CLOSURE SITES Fernald Fluor Fernald Inc. * All contractor workforce restructuring activities for Fluor Fernald are complete * Fluor declared contract completion on 102906. Mound ...

  6. 2010 Annual Workforce Analysis and Staffing Plan Report - Los Alamos Site

    Energy Savers [EERE]

    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

  7. 2013 Annual Workforce Analysis and Staffing Plan Report - Oak Ridge Office

    Energy Savers [EERE]

    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

  8. 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 5 Annual Workforce Analysis and Staffing Plan Report - Oak Ridge Office of Environmental Management 2015 Annual Workforce Analysis and Staffing Plan Report - Oak Ridge Office of Environmental Management Managers perform an annual workforce analysis of their organization and develop staffing plans that identify technical capabilities and positions they need to ensure safe operation of defense nuclear facilities. This workforce analysis

  9. 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 PDF icon Attachment 5 - Self-Select Voluntary Separation Plan Template More Documents & Publications Workforce Restructuring Policy Separation Programs Releases and Waivers General Workforce Restructuring Plan Template

  10. 2015 Annual Workforce Analysis and Staffing Plan Report - Los Alamos Field

    Energy Savers [EERE]

    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.

  11. 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

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

    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. 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 ...

  14. 2015 Annual Workforce Analysis and Staffing Plan Report - Livermore...

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

    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 ...

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

    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 ...

  17. 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 ...

  18. 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 ...

  19. 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 ...

  20. 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 ...

  1. 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 ...

  2. 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 ...

  3. 2014 Annual Workforce Analysis and Staffing Plan Report - Richland...

    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 ...

  4. 2014 Annual Workforce Analysis and Staffing Plan Report - Livermore...

    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 ...

  5. 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 ...

  6. 2015 Annual Workforce Analysis and Staffing Plan Report - Nevada...

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

    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. 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 ...

  9. 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.

  10. 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.

  11. 2014 Annual Workforce Analysis and Staffing Plan Report- Savannah River Field Office

    Broader source: Energy.gov [DOE]

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

  12. 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.

  13. 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.

  14. 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.

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

    Broader source: Energy.gov [DOE]

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

  16. 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.

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

    Broader source: Energy.gov [DOE]

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

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

  20. 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.

  1. 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.

  2. 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.

  3. 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.

  4. 2012 Annual Workforce Analysis and Staffing Plan Report- EM Consolidated Business Center

    Office of Energy Efficiency and Renewable Energy (EERE)

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

  5. 2011 Annual Workforce Analysis and Staffing Plan Report- EM Consolidated Business Center

    Office of Energy Efficiency and Renewable Energy (EERE)

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

  6. 2010 Annual Workforce Analysis and Staffing Plan Report- EM Consolidated Business Center

    Office of Energy Efficiency and Renewable Energy (EERE)

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

  7. 2014 Annual Workforce Analysis and Staffing Plan Report- Richland Operations Office

    Broader source: Energy.gov [DOE]

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

  8. 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.

  9. 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.

  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. 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.

  12. 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.

  13. 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.

  14. 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.

  15. 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.

  16. 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.

  17. 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.

  18. 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.

  19. 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.

  20. 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.

  1. 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.

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

    Broader source: Energy.gov [DOE]

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

  3. 2014 Annual Workforce Analysis and Staffing Plan Report- Office of Environmental Management

    Broader source: Energy.gov [DOE]

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

  4. 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.

  5. 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.

  6. 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.

  7. 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.

  8. 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.

  9. 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.

  10. 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.

  11. 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.

  12. 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.

  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. 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.

  15. 2012 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.

  16. 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.

  17. 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.

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

    Broader source: Energy.gov [DOE]

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

  19. 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.

  20. 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.

  1. 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.

  2. 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.

  3. 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.

  4. 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.

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

    Office of Energy Efficiency and Renewable Energy (EERE)

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

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

    Broader source: Energy.gov [DOE]

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

  7. 2015 Annual Workforce Analysis and Staffing Plan Report- Office of Environmental Management

    Broader source: Energy.gov [DOE]

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

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

    Broader source: Energy.gov [DOE]

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

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

    Broader source: Energy.gov [DOE]

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

  10. 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.

  11. 2013 Annual Workforce Analysis and Staffing Plan Report- Nuclear Energy Oak Ridge Site Office

    Broader source: Energy.gov [DOE]

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

  12. 2010 Annual Workforce Analysis and Staffing Plan Report- Chief of Nuclear Safety

    Office of Energy Efficiency and Renewable Energy (EERE)

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

  13. 2011 Annual Workforce Analysis and Staffing Plan Report- Chief of Nuclear Safety

    Office of Energy Efficiency and Renewable Energy (EERE)

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

  14. 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.

  15. 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.

  16. 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.

  17. 2012 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.

  18. 2015 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.

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

    Broader source: Energy.gov [DOE]

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

  20. 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.

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

    Broader source: Energy.gov [DOE]

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

  2. 2011 Annual Workforce Analysis and Staffing Plan Report- 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.

  3. 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.

  4. 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.

  5. 2011 Annual Workforce Analysis and Staffing Plan Report- Livermore Site Office

    Broader source: Energy.gov [DOE]

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

  6. 2010 Annual Workforce Analysis and Staffing Plan Report- Livermore Site Office

    Broader source: Energy.gov [DOE]

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

  7. 2013 Annual Workforce Analysis and Staffing Plan Report- Livermore 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.

  8. 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.

  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. 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.

  11. 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.

  12. 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.

  13. 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.

  14. 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.

  15. 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...

  16. 2015 Annual Workforce Analysis and Staffing Plan Report - DOE...

    Office of Environmental Management (EM)

    and Staffing Plan Report for Calendar Year 2015 TO: Karen L. Boardman, Chair, Federal ... and Staffing Plan Report for Calendar Year 2015, dated October 14, 2014 Attached please ...

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

    Office of Environmental Management (EM)

    Field Office Work Force Analysis and Staffing Plan Report for Calendar Year 2014 Karen L. Boardman, Chair, Federal Technical Capability Panel References: 1. DOE Order426.l, ...

  18. 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

  19. 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.

  20. 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

  1. 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...

  2. 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

  3. Workforce Analysis and Staffing | Department of Energy

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

    Policy, Guidance & Reports » Worker Health & Safety » Federal Technical Capability Program (FTCP) » Workforce Analysis and Staffing Workforce Analysis and Staffing Workforce Analysis & Staffing Plan Report Memo, Template & Workforce Analysis Guidance for FR, SSO, STSM & TQP Calendar Year 2015 Calendar Year 2014 Calendar Year 2013 Calendar Year 2012 Calendar Year 2011 Calendar Year 2010 SSO Alternate Staffing Analysis Instructions, Blank spreadsheet and example filled

  4. 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...

  5. Restructuring in Retrospect, 2001

    Broader source: Energy.gov [DOE]

    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...

  6. 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...

  7. Ohio Electricity Restructuring Active

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

    Restructuring Ohio Restructuring Active Other Links Ohio Electricity Profile Ohio Energy Profile Ohio Web Sites Acronyms for the State of Ohio AEP-American Electric Power CG&E-Cincinnati Gas and Electric Company CRES-Certified Retail Electric Supplier DP&L-Dayton Power and Light Company FERC-Federal Energy Regulatory Commission ISO-Independent System Operator OCC-Ohio Consumers' Counsel PUCO-Public Utilities Commission of Ohio Last Updated: September 2010 08/09: Dominion Energy offered

  8. Better Buildings Workforce Activities

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

    BETTER BUILDINGS WORKFORCE ACTIVITIES Benjamin Goldstein, Better Buildings Workforce Project Manager, U.S. Department of Energy April 24, 2014 Housekeeping and Overview 1) ...

  9. 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 ...

  10. 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 

  11. 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)

  12. 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.

  13. 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 ...

  14. 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).

  15. 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...

  16. Workforce Development | Department of Energy

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

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

  17. 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.

  18. 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

  19. 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 ...

  20. 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

  1. 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).

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

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

    and Other Approaches For Workforce Feedback Listening to Your Workforce: Lessons From Pilot Programs and Other Approaches For Workforce Feedback Better Buildings Workforce Peer ...

  3. WORKFORCE DIVERSITY TOWN HALL

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

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

  4. 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)

  5. 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

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

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

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

  7. 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...

  8. 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...

  9. 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,

  10. Workforce Pipeline | Argonne National Laboratory

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

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

  11. 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.

  12. 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.

  13. 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. File Download the Education Workforce data in csv format More Documents & Publications DOE and Federal Energy and Manufacturing Workforce Programs and

  14. 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 - ...

  15. 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 ...

  16. Education and Workforce Development | Department of Energy

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

    and Workforce Development Education and Workforce Development bioenergizeHeader480.png ... OPERATION BioenergizeME is the Bioenergy Technologies Office's (BETO's) education and ...

  17. Vehicle Technologies Office: Education and Workforce Development...

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

    Education and Workforce Development Vehicle Technologies Office: Education and Workforce Development The Vehicle Technologies Office (VTO) offers a variety of resources and ...

  18. 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...

  19. DOE Announces Restructured FutureGen Approach to Demonstrate...

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

    Restructured FutureGen Approach to Demonstrate CCS Technology at Multiple Clean Coal Plants DOE Announces Restructured FutureGen Approach to Demonstrate CCS Technology at Multiple ...

  20. 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

  1. Acquisition Workforce Information | Department of Energy

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

    Certifications and Professional Development Acquisition Workforce Information ... and Acquisition Certifications and Professional Development Acquisition Certifications ...

  2. Workforce Development Wind Projects | Department of Energy

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

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

  3. 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

  4. 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.

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

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

    and Education Programs News Workforce Development and Education Programs News Below are news stories involving NREL Workforce Development and Educations Programs. May 5, 2016 Energy Department Selects NREL Scientist for Exclusive Award Scientist Adele Tamboli of the Energy Department's (DOE) National Renewable Energy Laboratory (NREL) has been awarded additional funding as part of a select group of scientists in the early stage of their careers. May 3, 2016 NREL Scientists and Engineers

  6. 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

  7. 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...

  8. Departmental Workforce | Department of Energy

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

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

  9. 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

  10. 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 ...

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

    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 ...

  12. 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...

  13. 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 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 NNSA's

  14. 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.

  15. 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 ...

  16. 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,

  17. 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 ...

  18. 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.

  19. 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.

  20. 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 ...

  1. 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.

  2. Florida International University Science and Technology Workforce...

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

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

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

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

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

  4. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

    33 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

  5. 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

  6. 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

  7. 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%

  8. 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%

  9. 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%

  10. 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%

  11. 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%

  12. 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

  13. 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%

  14. 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

  15. 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

  16. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

    Females Male Female Male Female Male Female Male Female Male Female 0 0 0 0 1 0 0 0 11 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%

  17. 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%

  18. 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

  19. 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

  20. 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

  1. 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

  2. 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

  3. 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

  4. 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

  5. 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

  6. 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%

  7. 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%

  8. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

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

  9. 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%

  10. 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%

  11. 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%

  12. 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

  13. 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%

  14. 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

  15. 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%

  16. 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

  17. 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%

  18. 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

  19. 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

  20. 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%

  1. 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

  2. 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%

  3. 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)

  4. 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

  5. TOTAL WORKFORCE Males

    National Nuclear Security Administration (NNSA)

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

  6. 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

  7. 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,

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

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

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

  9. Workforce Management Office | Department of Energy

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

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

  10. 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 - Promising Approaches and Lessons Learned" on May 20, 2011 in Washington, D.C. PDF icon Workforce and Economic Development for BPI Auditing More Documents & Publications What's Working in Residential Energy Efficiency Upgrade Programs - Promising Approaches and Lessons Learned Efficiency First - Contractor

  11. 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

  12. Better Buildings Workforce Guidelines | Department of Energy

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

    Guidelines Better Buildings Workforce Guidelines Lead Performer: National Institute for Building Sciences - Washington, DC FY16 DOE Funding: 75,000 Project Term: Ongoing program ...

  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. 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.

  15. 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 ...

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

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

    ... Instead, FERMCO separated and then replaced employees with various types of skills. Moreover, for the four skill titles with the most separations in the first restructuring- -clerk ...

  17. 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 ...

  18. 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.

  19. Audit of Work Force Restructuring at the Oak Ridge Operations...

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

    RESTRUCTURING AT THE OAK RIDGE OPERATIONS OFFICE The Office of Inspector General wants to make the distribution of its reports as customer friendly and cost effective as possible. ...

  20. 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...

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

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

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

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

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

    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 ...

  3. 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 ...

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

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

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

  5. 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, ...

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

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

    Addthis Related Articles Department of Energy Releases 2011 Strategic Plan Secretary Chu Named Cal Alumnus of the Year Secretary Chu speaks at the Workforce Diversity and Inclusion ...

  7. 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.

  8. Quality Control, Standardization of Upgrades, and Workforce Expectations |

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

    Department of Energy Quality Control, Standardization of Upgrades, and Workforce Expectations Quality Control, Standardization of Upgrades, and Workforce Expectations Better Buildings Residential Network Workforce Peer Exchange Call Series: Quality Control, Standardization of Upgrades, and Workforce Expectations, March 27, 2014. PDF icon Call Slides and Discussion Summary More Documents & Publications Home Performance with ENERGY STAR -- 10 Years of Continued Growth! Commerce RISE

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

    Broader source: Energy.gov [DOE]

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

  10. Preparing the Lab for workforce needs

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

    » Preparing the Lab for workforce needs Community Connections: Your link to news and opportunities from Los Alamos National Laboratory Latest Issue:May 2016 all issues All Issues » submit Preparing the Lab for workforce needs More than 2,000 new employees expected by 2020. May 2, 2016 Los Alamos is committed to being a strong community and regional partner as it prepares for future workforce needs. Los Alamos is committed to being a strong community and regional partner as it prepares for

  11. 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.

  12. 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

  13. 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 PDF icon Developing and Enhancing Workforce Training Programs: Number of Projects by State More Documents & Publications Workforce Development Wind Projects

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

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

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

  15. Effective Strategies for Working with Workforce Development Partners |

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

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

  16. Workforce Development and Education | Department of Energy

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

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

  17. 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

  18. 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 ...

  19. Universal solvent restructuring induced by colloidal nanoparticles (Journal

    Office of Scientific and Technical Information (OSTI)

    Article) | SciTech Connect SciTech Connect Search Results Journal Article: Universal solvent restructuring induced by colloidal nanoparticles Citation Details In-Document Search Title: Universal solvent restructuring induced by colloidal nanoparticles Authors: Zobel, Mirijam ; Neder, Reinhard B. ; Kimber, Simon A.J. [1] ; ESRF) [2] + Show Author Affiliations (Nürnberg) ( Publication Date: 2015-01-15 OSTI Identifier: 1168535 Resource Type: Journal Article Resource Relation: Journal Name:

  20. Guidance Regarding Refinancing, Restructuring, or Modifying Loan Agreements

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

    Entered into by an Energy Services Company Under a Federal Energy Savings Performance Contract | Department of Energy Regarding Refinancing, Restructuring, or Modifying Loan Agreements Entered into by an Energy Services Company Under a Federal Energy Savings Performance Contract Guidance Regarding Refinancing, Restructuring, or Modifying Loan Agreements Entered into by an Energy Services Company Under a Federal Energy Savings Performance Contract Document addresses potential refinancing,

  1. Letter: Restructuring & Managing of the Procurement Mechanisms Supporting

    Office of Environmental Management (EM)

    Activities of the Environmental Management SSABs | Department of Energy Restructuring & Managing of the Procurement Mechanisms Supporting Activities of the Environmental Management SSABs Letter: Restructuring & Managing of the Procurement Mechanisms Supporting Activities of the Environmental Management SSABs From: Assistant Secretary, Jessie H. Roberson (EM-1) To: The Honorable J. Gresham Barrett U.S. House of Representatives This letter is in response to an August 8, 2003 letter

  2. 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

  3. 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....

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

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

    File DOEandFedWF-Training-Location-V4.xlsx More Documents & Publications Education Workforce Data Energy & Manufacturing Workforce Training Topics List - Version 1.7 (02.11.14) ...

  5. 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

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

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

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

  7. 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. PDF icon Call Slides and Discussion Summary 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

  8. Energy Department Launches Better Buildings Workforce Guidelines Project |

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

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

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

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

    strategies for ensuring workforce quality assurance, from training to implementation * Strategies for building training infrastructure and networks * National certification ...

  10. 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.

  11. Better Buildings Neighborhood Program Workforce Peer Exchange Call:

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

    Contractor Pricing | Department of Energy Neighborhood Program Workforce Peer Exchange Call: Contractor Pricing Better Buildings Neighborhood Program Workforce Peer Exchange Call: Contractor Pricing Better Buildings Neighborhood Program Workforce Peer Exchange Call: Contractor Pricing, call slides and discussion summary, September 27, 2012. PDF icon Call Slides and Discussion Summary More Documents & Publications Working Capital for Contractors Strategies for Aligning Program Demand with

  12. 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. PDF icon Spotlight on Maine More Documents & Publications Better Buildings: Financing and Incentives: Spotlight on Maine:

  13. 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.

  14. 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 PDF icon Attachment 4 - Section 3161 Rehiring Preference for Eligible Separated Employees More Documents & Publications Involuntary Separation Plan Template General Workforce Restructuring Plan Template Workforce Restructuring Policy

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

    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 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

  16. 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.

  17. 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.

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

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

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

  19. 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.

  20. 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.

  1. Safeguards Workforce Repatriation, Retention and Utilization

    SciTech Connect (OSTI)

    Gallucci, Nicholas; Poe, Sarah

    2015-10-01

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

  2. Identification of Key Barriers in Workforce Development

    SciTech Connect (OSTI)

    2008-03-31

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

  3. Chapter VIII: Enhancing Employment and Workforce Training

    Energy Savers [EERE]

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

  4. Authorize_Changes_Contractor_Work_Force_Restructuring_Policy.pdf |

    Energy Savers [EERE]

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

  5. 2016 Annual Workforce Analysis and Staffing Plan Report - DOE...

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

    ... I Section Four: Projected shortagesurplus over next five years OREM technical capabilities are continuously re-evaluated to ensure an appropriate mix of skills is available ...

  6. 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 ...

  7. 2010 Annual Workforce Analysis and Staffing Plan Report - Portsmouth

    Office of Environmental Management (EM)

    0 - Federal Viewpoint Survey Reports 2010 - Federal Viewpoint Survey Reports The 2010 Trend report provides summary results for the Department or Energy's portion of the Federal Employee Viewpoint Survey. The report also shows how the 2010 results compare to the results of previous years. PDF icon Department of Energy: 2010 Federal Employee Viewpoint Survey Trend Report Responsible Contacts Thomasina Mathews PROGRAM MANAGER E-mail thomasina.mathews@hq.doe.gov Phone 202-586-2657 More Documents

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

    Office of Environmental Management (EM)

    document for 100-D and H Area to support Record of Decision Complete K West Basin annex shell construction * Central Plateau remediation: Size reduce and remove high hazard PFP...

  9. 2011 Workforce Analysis and Staffing Plan Report Memo, Guidance and

    Energy Savers [EERE]

    1 Webinar Archives 2011 Webinar Archives Increase your H2IQ Learn about Fuel Cell Technologies Office webinars held in 2011 through the descriptions and linked materials below. Also view webinar archives from other years. Webinars presented in 2011: Hydrogen Storage Materials Database Demonstration Hydrogen Production by PEM Electrolysis-Spotlight on Giner and Proton Science Magazine Article Highlight: Moving Towards Near Zero Platinum Fuel Cells I2CNER: An International Collaboration to Enable

  10. 2015 Annual Workforce Analysis and Staffing Plan Report - Oak...

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

    for DOE Federal Technical Capability Panel reporting to the Secretary of Energy summarizing DOE's federal technical capabilities for defense nuclear facility safety assurance. ...

  11. 2012 Workforce Analysis and Staffing Plan Report Memo, Guidance and

    Energy Savers [EERE]

    2 Webinar Archives 2012 Webinar Archives Increase your H2IQ Learn about Fuel Cell Technologies Office webinars held in 2012 through the descriptions and linked materials below. Also view webinar archives from other years. Webinars presented in 2012: DOE Updates JOBS and economic impacts of Fuel Cells (JOBS FC 1.1) Model Hydrogen and Fuel Cell Manufacturing R&D Opportunities Fuel Cell Mobile Lighting California Fuel Cell Partnership's Roadmap to the Commercialization of Hydrogen Fuel Cell

  12. 2014 Annual Workforce Analysis and Staffing Plan Report - Carlsbad Field

    Energy Savers [EERE]

    4 Annual Report, Geothermal Technologies Office 2014 Annual Report, Geothermal Technologies Office A DOE-funded EGS demonstration at Newberry Volcano, Oregon could help unlock 100+GW of geothermal energy nationwide. source: Elisabet Metcalfe A DOE-funded EGS demonstration at Newberry Volcano, Oregon could help unlock 100+GW of geothermal energy nationwide. source: Elisabet Metcalfe The Energy Department's 2014 Geothermal Technologies Office (GTO) Annual Report-a product of the Office of Energy

  13. 2014 Workforce Analysis and Staffing Plan Report Memo, Guidance and

    Energy Savers [EERE]

    Technologies | Department of Energy Hydropower Technologies 2014 Water Power Program Peer Review Compiled Presentations: Hydropower Technologies The U.S. Department of Energy Water Power Program conducted the 2014 peer review meeting on hydropower technologies February 25-27. The compiled 2014 Hydropower Technologies Peer Review Presentations listed below are available for download. Existing Hydropower Existing Hydropower-Michael Reed, U.S. Department of Energy National Hydropower Asset

  14. 2015 Workforce Analysis and Staffing Plan Report Memo, Guidance and

    Energy Savers [EERE]

    Department of Energy Vision Study presentation at Peer Review | Timothy Reinhardt 2015 Vision Study presentation at Peer Review | Timothy Reinhardt The Geothermal Technologies Annual Peer Review, hosted in Westminster, Colorado in May 2015 brought together scientific and industry experts in geothermal energy for a merit review of projects funded by DOE across a wide spectrum of technical complexity and funding magnitude, from research and development to demonstration and analysis. The Energy

  15. 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....

  16. 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...

  17. 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...

  18. 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. ...

  19. 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)*...

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

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

    activities * Radiological test objects assembly * ... Baker Site, Area 27, NNSS * Big Explosives Experimental ... Albuquerque Complex Section Five: Projected ShortageSurplus ...

  1. 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

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

  3. 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,

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

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

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

  5. Better Buildings Workforce Overview - 2014 BTO Peer Review | Department of

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

    Energy Overview - 2014 BTO Peer Review Better Buildings Workforce Overview - 2014 BTO Peer Review 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. View the Presentation PDF icon Better Buildings Workforce Overview - 2014 BTO Peer Review

  6. 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. PDF icon Spotlight on Portland More Documents & Publications Better Buildings - Spotlight on Portland, Oregon; Financing and Incetntives: Use Incentives to

  7. ANSI Approval of Better Buildings Workforce Schemes | Department of Energy

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

    ANSI Approval of Better Buildings Workforce Schemes ANSI Approval of Better Buildings Workforce Schemes February 18, 2016 - 12:15pm Addthis ANSI Approval of Better Buildings Workforce Schemes By Monica Kanojia 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 the Energy Department (DOE) have collaborated with industry

  8. 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

  9. 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

  10. Strengthening the Workforce in Better Buildings Neighborhoods (Text

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

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

  11. 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

  12. Kaon Monitoring in MiniBooNE: The LMC Detector E. D. Zimmerman

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

    Nuclear Security Administration Home Kansas City Site Office General Workforce Restructuring (2007) Kansas City Site Office General Workforce Restructuring Plan and Press Release (2007) October 22, 2007 Press Release Draft Kansas City Field Office General Work Force Restructuring Plan Security Administration

    Kansas City's Timpson: An everyday Inspector Gadget Monday, January 4, 2016 - 12:00am NNSA Blog "I really just love to help people," said Erik Timpson of the National

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

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

    ... The residential upgrade rebates issued by RACF can take two to four weeks to be paid to ... County, Pennsylvania: Developing the Skills and Tools for Workforce Success Because ...

  14. Workforce Training for the Electric Power Sector: Awards

    Broader source: Energy.gov [DOE]

    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,...

  15. Workforce Retention Work Group Status Overview - September 2012...

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

    Group Status Overview - September 2012 Documents Available for Download PDF icon September 2012 Status Overviews More Documents & Publications Workforce Retention Work Group ...

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

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

    Work Group Status Overview - July 2012 Documents Available for Download PDF icon July 2012 Status Overviews More Documents & Publications Workforce Retention Work Group Status ...

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

    Office of Science (SC) Website

    Workforce Development High Energy Physics (HEP) HEP Home About Research Facilities Science ... Contact Information High Energy Physics U.S. Department of Energy SC-25Germantown ...

  18. Workforce Development for Teachers and Scientists (WDTS) Homepage...

    Office of Science (SC) Website

    ... DOE's 17 laboratories provide a unique opportunity for science, technology, engineering, and mathematics (STEM) workforce development. The national laboratory system offers access ...

  19. Better Buildings Neighborhood Program Workforce/Business Partners...

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

    5, 2013 Better Buildings Neighborhood Program WorkforceBusiness Partners Peer Exchange Call: Approaches to Approved Contractor Lists Call Slides and Summary Agenda - Approaches to ...

  20. 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 ...

  1. Better Buildings Workforce Peer Exchange and Green for All High...

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

    Lessons from Pilot Programs and Other Approaches for Workforce Feedback Call Slides and Discussion Summary Agenda * Welcome from Green for All and Better Buildings * Call Logistics ...

  2. 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.

  3. Strategic Energy Planning | Department of Energy

    Energy Savers [EERE]

    Stephanie von Numers About Us Stephanie von Numers - Communications and Web Coordinator, Education & Workforce Development Stephanie von Numers joined the U.S. Department of Energy's Office of Energy Efficiency and Renewable Energy in November 2013. She supports the Education & Workforce Development team's printed and online resource development, social media activity, website maintenance and analytics, and outreach events to promote nation-wide energy literacy and career planning in the

  4. 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

  5. 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

  6. 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

  7. 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

  8. 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

  9. 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

  10. 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

  11. 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

  12. 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

  13. 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.

  14. 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 Program » 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

  15. 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.

  16. 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.

  17. 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.

  18. 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

  19. 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

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

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

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

  1. 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

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

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

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

  3. 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.

  4. Vehicle Technologies Office: Workforce Development and Professional Education

    Broader source: Energy.gov [DOE]

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

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

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

    Nuclear Workforce Development in the Central Savannah River Area Dr. Susan A. Winsor Aiken ... two nuclear power plants, Plant Vogtle in Georgia and V.C. Summer in South Carolina. ...

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

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

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

  7. 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.

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

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

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

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

    Office of Scientific and Technical Information (OSTI)

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

  10. REGIONAL WORKFORCE STUDY PREPARED FOR THE SRS COMMUNITY REUSE ORGANIZATION

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

    REGIONAL WORKFORCE STUDY PREPARED FOR THE SRS COMMUNITY REUSE ORGANIZATION APRIL 2015 AIKEN ● ALLENDALE ● BARNWELL ● COLUMBIA ● RICHMOND SRS COMMUNITY REUSE ORGANIZATION REGIONAL WORKFORCE STUDY THEORY INTO PRACTICE PAGE | 1 EXECUTIVE SUMMARY Over the next five years, the region is projected to have more than 37,000 job openings. Filling those openings will require the regional talent pipeline to be well-aligned with high-demand jobs and will require recruiting key talent from outside of

  11. DOE CONTRACTOR PENSION PLANS

    Energy Savers [EERE]

    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

  12. DOE CONTRACTOR PENSION PLANS

    Energy Savers [EERE]

    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

  13. Workforce Statistics | National Nuclear Security Administration

    National Nuclear Security Administration (NNSA)

    education, pay plan, retirement eligibility, years of service, and veteran's status data. ... and historical data for those organization's where it is available, for five years. ...

  14. 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.

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

    Energy Savers [EERE]

    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 PDF icon Microsoft PowerPoint - 04 Melendez Rimando Restructuring of EM Portfolio Briefing 3 March 2010 rev 2 rcvd 8 Mar 1100 [Compatibi More Documents & Publications Microsoft

  16. Separation Programs Releases and Waivers | Department of Energy

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

    Separation Programs Releases and Waivers Separation Programs Releases and Waivers PDF icon Attachment 7 - Separation Programs Releases and Waivers More Documents & Publications Self-Select Voluntary Separation Plan Template Workforce Restructuring Policy Involuntary Separation Program General Release and Waiver

  17. 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.

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

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

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

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

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

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

  20. 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

  1. DOE Announces Restructured FutureGen Approach to Demonstrate CCS Technology

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

    at Multiple Clean Coal Plants | Department of Energy Restructured FutureGen Approach to Demonstrate CCS Technology at Multiple Clean Coal Plants DOE Announces Restructured FutureGen Approach to Demonstrate CCS Technology at Multiple Clean Coal Plants January 30, 2008 - 11:13am Addthis Affirms Commitment to Clean Coal Technology Investments; Requests $648 Million for Coal Research, Development and Deployment for FY09 Budget - Largest Coal Budget Request in more than 25 years WASHINGTON, DC -

  2. 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

  3. Section 406 Renewable Energy and Electric Transmission Loan Guarantee

    Energy Savers [EERE]

    Department of Energy Section 3161 Rehiring Preference for Eligible Separated Employees Section 3161 Rehiring Preference for Eligible Separated Employees PDF icon Attachment 4 - Section 3161 Rehiring Preference for Eligible Separated Employees More Documents & Publications Involuntary Separation Plan Template General Workforce Restructuring Plan Template Workforce Restructuring Policy Program under ARRA | Department of Energy

    406 Renewable Energy and Electric Transmission Loan

  4. Secure Transportation_final_print-ready

    Office of Environmental Management (EM)

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

    Offshore Drilling » Section 999 Program Library Section 999 Program Library Cost-Shared Program

  5. FTCP Annual Plan - Fiscal Year 2003 | Department of Energy

    Energy Savers [EERE]

    3 FTCP Annual Plan - Fiscal Year 2003 This Plan provides the Federal Technical Capability Program Panel's goals and action items for continuing Programs implemented to improve the Federal technical workforce. The FTCP Chairman and Vice-Chairman will monitor the progress, reporting and completion of these action items, with the assistance of the FTCP Executive Secretary for administrative tracking and support. PDF icon 2003 FTCP Annual Plan More Documents & Publications FTCP Annual Plan -

  6. 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.

  7. 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.

  8. 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.

  9. 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".

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

    SciTech Connect (OSTI)

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

    2014-03-28

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

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

    Broader source: Energy.gov [DOE]

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

  12. 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.

  13. 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.g., forecast reserves fall below a threshold), rather than those triggered by price (e.g., real-time prices). Third, the report examines the status of the underlying metering, communication, and control technologies required to enable customer loads to participate in competitive electricity markets (Section 4). Following the three-part assessment, we offer preliminary thoughts on directions for future research (Section 5).

  14. 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 Nuclear Waste Assessment Team, NWAT) to enable us to examine proposals for waste management while awaiting the establishment of a national strategy; - Seeking the modernising of legislation and exerting pressure on UK government for relevant legislative/policy changes; - Improved links to safety and security regulators; - Developing our own Environmental Assessment Principles to assist regulators and the industry on the issues to be addressed; - Speeding up, where possible, our processes for determination of applications and transfers of authorisations, to allow industry restructuring. The position is dynamic and we continue to work with Industry, the NDA and other regulators to ensure we meet our respective goals. (authors)

  15. 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.

  16. 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.

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

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

    of Energy 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 the nation's environmental management efforts by increasing the number of qualified candidates with environmental

  18. 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

  19. 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.

  20. 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.

  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 missions in West Cumbria. (authors)

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

    Broader source: Energy.gov [DOE]

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

  3. Energy Planning

    Energy Savers [EERE]

    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 ...

  4. 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.

  5. 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 &

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

    Broader source: Energy.gov [DOE]

    One of the fastest ways to lower solar soft costs is by having a well-trained workforce. That's why the Energy Department's SunShot Initiative is expanding its current support of the solar workforce through its Solar Training and Education for Professionals (STEP) program.

  7. 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)

  8. 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.

  9. 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

  10. 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;

  11. 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.

  12. 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.

  13. 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.

  14. 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...

  15. 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...

  16. 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.

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

    Broader source: Energy.gov [DOE]

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

  18. 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

  19. 2013 Annual Planning Summary for the Nevada Site Office | Department of

    Energy Savers [EERE]

    Energy Nevada Site Office 2013 Annual Planning Summary for the Nevada Site Office The ongoing and projected Environmental Assessments and Environmental Impact Statements for 2013 and 2014 within the . PDF icon NNSA_NSO_NEPA-APS-2013.pdf More Documents & Publications 2014 Annual Planning Summary for the Nevada Field Office 2012 Annual Workforce Analysis and Staffing Plan Report - Nevada Site Office 2010

  20. 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 unchanging transmission and distribution (T&D) component is added to both types of generation prices to determine the overall price of power to each customer class. A base case was established for the state as a whole, using the set of plants and customer demands from 1999 based on data from various industry and government sources. Energy demands from the different customer classes were defined, including wholesale sales outside the state. Plant ownership by specific utilities, whether investor-owned, government, or cooperatives, was not used as a factor in the analysis, except in the generic cost of capital for the different types of utilities. The results showed an average price increase of roughly one cent per kilowatt-hour under a restructured market. This is because in a regulated market each plant will earn just enough to pay all costs and earn a reasonable return on equity. In a restructured market, where prices are based on marginal costs of the most expensive plant operating at any given time, some plants may earn little or nothing over the year while others earn more than the regulated rate of return.

  1. Institutional Plan FY 2003 - 2007

    SciTech Connect (OSTI)

    Chartock, Michael; Hansen, Todd

    2003-01-27

    The Fiscal Year (FY) 2003-2007 Institutional Plan describes the strategic directions and key issues that Lawrence Berkeley National Laboratory management must address with the Department of Energy (DOE) in charting its future as a multiprogram national laboratory. The Plan provides an overview of the Laboratory's mission, strategic plan, initiatives, and the resources required to fulfill its role in support of national needs in fundamental science and technology, energy resources, and environmental quality. The Plan facilitates the Department of Energy's ongoing efforts to strengthen the Integrated Laboratory System. Preparation and review of the Institutional Plan is one element of the Department of Energy's strategic management planning activities, implemented through an annual planning process. The Plan supports the President's Management Agenda and the Government Performance and Results Act of 1993. The Plan complements the current performance-based contract between the Department of Energy and the Regents of the University of California, and summarizes Best Management Practices for a potential future results-based contract as a basis for achieving DOE goals and the Laboratory's scientific and operations objectives. It identifies technical and administrative directions in the context of national energy policy and research needs and the Department of Energy's program planning initiatives. Preparation of the Plan is coordinated by the Planning and Strategic Development Office from information contributed by Berkeley Lab's scientific and support divisions and DOE comments on prior years' plans. The Laboratory Mission section identifies the specific strengths of Berkeley Lab that contribute to the mission in general and the Integrated Laboratory System in particular. The Laboratory Strategic Plan section identifies the existing activities in support of DOE Office of Science and other sponsors; support for DOE goals; and the Laboratory Scientific Vision and 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.

  2. 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 results were compared with the restructured results for each package. Some sequences were calculated such as a steady state and SBO (Station Blackout) accident. The major variables were the same as well as the graph trends. Through out the integrating process, the base was constructed for a code improvement and an addition of new models. The integrating process proposed in this paper will be extended to the T/H and F/P packages for the MIDAS development program. (authors)

  3. 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.

  4. 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...

  5. 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...

  6. 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.

  7. 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

  8. 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%, lowering the need for new capacity and reduce prices during the peak demand. (5) Changes to electric prices on the order of 5% to 20% will have only a modest effect on overall economic activity within the state.

  9. 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.

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

    SciTech Connect (OSTI)

    2009-04-01

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

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

    SciTech Connect (OSTI)

    Tegen, Suzanne

    2015-07-10

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

  12. 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.

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

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

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

  14. 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.

  15. 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. File Energy and

  16. 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

  17. 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

  18. ACTION PLAN

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

    plan is to establish the overall plan for hazardous waste permitting, meeting closure and postclosure requirements, and remedial action under the Federal Resource Conservation ...

  19. 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.

  20. 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.

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

    Energy Savers [EERE]

    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

  2. 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

  3. 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 (505) 667-1806 Email Dental Plan Proper dental care plays an important role in your overall health. That's why the Lab offers employees and their eligible dependents free dental coverage through Delta Dental of California. In addition to free preventive care, the plan offers both in and out of network coverage. The

  4. 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

  5. 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 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 synchrotron,

  6. 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.

  7. NSAR Ten Year Renewable Energy Plan - Integration Planning

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

    and Workforce (52) - Coordination (48) - Basic InfrastructureHybrid Systems (46) 8 ... Profiteers * Cinderella et.al. * A quick Visual Arctic Conclusion 13 14 Off we go into ...

  8. 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.

  9. 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

  10. 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

  11. ACQUISITION PLANNING

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

    -----Chapter 7.1 (February 2015) ACQUISITION PLANNING Guiding Principles  Sound acquisition planning ensures that the contracting process is conducted in a timely manner, in accordance with statutory, regulatory, and policy requirements, and reflects the mission needs of the program.  An integrated team approach that includes appropriate representation from all organizations having an interest in the requirement will benefit the acquisition planning process.  Contracting professionals

  12. ACQUISITION PLANNING

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

    ... proposals Basic research from non-profit organizations Competitive procurement of ... PLAN FOR ACTION AND ACQUISITION MANAGEMENT -- ANSWERS WHO, WHAT, WHEN, WHERE, ...

  13. Plan Outline

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

    end-use customers for measure installation or project implementation. BPA Action Plan for Energy Efficiency vi EXECUTIVE SUMMARY The Bonneville Power Administration is a leader in...

  14. 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

  15. Evacuation Planning

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

    Evacuation Planning (see also) This email address is being protected from spambots. You need JavaScript enabled to view it. - TRACC Director Background Evacuation planning in large metropolitan areas requires an analysis of the complex interactions among the initiating event, the affected population, and the systems for transporting the population and emergency responders. Predicting the effects of events, such as the dispersion of a harmful agent in the urban area or waterways, or the

  16. STRATEGIC PLAN

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

    STRATEGIC PLAN 2015 - 2018 Message from the Associate Under Secretary for Environment, Health, Safety and Security I am proud to introduce this strategic plan for the Office of Environment, Health, Safety and Security (AU). At the heart of this document lie our core values, vision and mission statements, 4 goals, and 11 key strategic objectives. It represents a truly collaborative effort. The values, vision, mission, goals and key strategies resulting from this process were shared and revised

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

    SciTech Connect (OSTI)

    Studer, D.; Kemkar, S.

    2012-09-01

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

  18. Microsoft Word - Recovery Act Cover

    Office of Environmental Management (EM)

    Legacy Management Quality Assurance Program Plan July 2006 Page i U. S. Department of Energy Office of Legacy Management Quality Assurance Program Plan July 2006 U.S. Department of Energy Office of Legacy Management Quality Assurance Program Plan July 2006 Page ii DOE-LM Policy Statement The U.S. Department of Energy (DOE) Office of Legacy Management (LM) performs long-term surveillance and maintenance of LM sites, ground water cleanup, records management, post closure workforce restructuring

  19. Lab Plan | The Ames Laboratory

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

    Lab Plan Ames Laboratory

  20. PROJECT MANAGEMENT PLANS Project Management Plans

    Office of Environmental Management (EM)

    MANAGEMENT PLANS Project Management Plans Overview Project Management Plan Suggested Outline Subjects Crosswalk between the Suggested PMP Outline Subjects and a Listing ...

  1. Berkeley Lab Strategic Planning

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

    Annual Lab Plan Notable Outcomes Division-Level Strategic Planning Related Links labview Strategic Planning Office The Strategic Planning Office coordinates institutional...

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

    SciTech Connect (OSTI)

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

    2015-10-01

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

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

    SciTech Connect (OSTI)

    Osborn, Thor D.

    2008-04-01

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

  4. Innovative Business Cases for Energy Storage In a Restructured Electricity Marketplace, A Study for the DOE Energy Storage Systems Program

    SciTech Connect (OSTI)

    IANNUCCI, JOE; EYER, JIM; BUTLER, PAUL C.

    2003-02-01

    This report describes the second phase of a project entitled ''Innovative Business Cases for Energy Storage in a Restructured Electricity Marketplace''. During part one of the effort, nine ''Stretch Scenarios'' were identified. They represented innovative and potentially significant uses of electric energy storage. Based on their potential to significantly impact the overall energy marketplace, the five most compelling scenarios were identified. From these scenarios, five specific ''Storage Market Opportunities'' (SMOs) were chosen for an in-depth evaluation in this phase. The authors conclude that some combination of the Power Cost Volatility and the T&D Benefits SMOs would be the most compelling for further investigation. Specifically, a combination of benefits (energy, capacity, power quality and reliability enhancement) achievable using energy storage systems for high value T&D applications, in regions with high power cost volatility, makes storage very competitive for about 24 GW and 120 GWh during the years of 2001 and 2010.

  5. Thrift Savings Plan (TSP)

    Broader source: Energy.gov [DOE]

    The Thrift Savings Plan (TSP) is a voluntary retirement savings and investment plan for federal employees.

  6. Community Relations Plan

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

    Environmental Stewardship Environmental Protection Community Relations Plan Community Relations Plan Consultations, communications, agreements, and disagreements...

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

    SciTech Connect (OSTI)

    Flowers, L.; Baring-Gould, I.

    2010-04-01

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

  8. Alaska Strategic Energy Plan and Planning Handbook | Department...

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

    Alaska Strategic Energy Plan and Planning Handbook Alaska Strategic Energy Plan and Planning Handbook The Alaska Strategic Energy Plan and Planning Handbook, published by the ...

  9. STRATEGIC PLAN

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

    6-2020 STRATEGIC PLAN and Implementing Framework United States Department of Energy Office of Energy Efficiency and Renewable Energy (This page intentionally left blank) Message from the Assistant Secretary 1 Message from the Assistant Secretary Today, the United States is faced with a national imperative to address the enormous challenge presented by climate change and to seize upon the multi-trillion dollar economic opportunity that a transition to a global clean energy economy will provide.

  10. Retirement Plans

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

    Retirement Plan The great jobs we have at NNSA also come with comprehensive benefits packages. They are among the best and most comprehensive available and play a vital role in demonstrating the Federal government and NNSA's commitment to its employees. The great jobs we have at NNSA also come with comprehensive benefits packages. They are among the best and most comprehensive available and play a vital role in demonstrating the Federal government and NNSA's commitment to its employees.

  11. Diversity Based on Race, Ethnicity, and Sex, of the US Radiation Oncology Physician Workforce

    SciTech Connect (OSTI)

    Chapman, Christina H.; Hwang, Wei-Ting; Deville, Curtiland

    2013-03-15

    Purpose: To assess the current diversity of the US radiation oncology (RO) physician workforce by race, ethnicity, and sex. Methods and Materials: Publicly available American Medical Association, American Association of Medical Colleges, and US census registries were used to assess differences by race, ethnicity, and sex for 2010 among RO practicing physicians, academic faculty, residents, and residency applicants. RO resident diversity was compared to medical school graduates and medical oncology (MO) fellows. Significant differences in diversity of RO residents by race, ethnicity, and sex were evaluated between 2003 and 2010 academic years. Results: Females and traditionally underrepresented minorities in medicine (URM), blacks, Hispanics, American Indians, Alaska Natives, Native Hawaiian, and Pacific Islanders are underrepresented as RO residents (33.3% and 6.9%, respectively), faculty (23.8%, 8.1%), and practicing physicians (25.5%, 7.2%) levels compared with the US population (50.8%, 30.0%; P<.01). Although females and URMs remain underrepresented at the resident trainee level compared with their proportions as medical school graduates (48.3%, 15.6%) and MO fellows (45.0%, 10.8%; P<.01), females are significantly increased in proportion as RO residents compared with RO practicing physicians (P<.01), whereas representation of individual URM groups as RO residents is no different than current practicing physicians. There is no trend toward increased diversification for female or URM trainees over 8 years, suggesting underrepresentation is not diminishing. Conclusions: Females and URM are underrepresented in the RO physician workforce. Given existing cancer disparities, further research and efforts are needed to ensure that the field is equipped to meet the needs of an increasingly diverse society.

  12. DOE Plan for 2302(c) Certification

    Broader source: Energy.gov [DOE]

    OSC's 2302(c) Certification Program allows federal agencies to meet the statutory obligation to inform their workforces about the rights and remedies available to them under the prohibited...

  13. ORISE: Exercise Planning

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

    Exercise Planning Exercise Planning The Oak Ridge Institute for Science and Education (ORISE) helps federal, state and local emergency management personnel plan and prepare for the...

  14. 2013 Planning Cycle

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

    Projects Expand Projects Skip navigation links Ancillary and Control Area Services (ACS) Practices Forum Attachment K 2015 Planning Cycle 2014 Planning Cycle 2013 Planning...

  15. 2014 Planning Cycle

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

    Projects Expand Projects Skip navigation links Ancillary and Control Area Services (ACS) Practices Forum Attachment K 2015 Planning Cycle 2014 Planning Cycle 2013 Planning...

  16. 2015 Planning Cycle

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

    Projects Expand Projects Skip navigation links Ancillary and Control Area Services (ACS) Practices Forum Attachment K 2015 Planning Cycle 2014 Planning Cycle 2013 Planning...

  17. Alaska Strategic Energy Plan and Planning Handbook

    Energy Savers [EERE]

    Alaska Strategic Energy Plan and Planning Handbook A. Dane and L. Doris National Renewable Energy Laboratory U.S. Department of Energy | Office of Indian Energy 1000 Independence ...

  18. National Security Technology Incubator Business Plan

    SciTech Connect (OSTI)

    None

    2007-12-31

    This document contains a business plan for the National Security Technology Incubator (NSTI), developed as part of the National Security Preparedness Project (NSPP) and performed under a Department of Energy (DOE)/National Nuclear Security Administration (NNSA) grant. This business plan describes key features of the NSTI, including the vision and mission, organizational structure and staffing, services, evaluation criteria, marketing strategies, client processes, a budget, incubator evaluation criteria, and a development schedule. The purpose of the NSPP is to promote national security technologies through business incubation, technology demonstration and validation, and workforce development. The NSTI will focus on serving businesses with national security technology applications by nurturing them through critical stages of early development. The vision of the NSTI is to be a successful incubator of technologies and private enterprise that assist the NNSA in meeting new challenges in national safety, security, and protection of the homeland. The NSTI is operated and managed by the Arrowhead Center, responsible for leading the economic development mission of New Mexico State University (NMSU). The Arrowhead Center will recruit business with applications for national security technologies recruited for the NSTI program. The Arrowhead Center and its strategic partners will provide business incubation services, including hands-on mentoring in general business matters, marketing, proposal writing, management, accounting, and finance. Additionally, networking opportunities and technology development assistance will be provided.

  19. The Management of Post-Recovery Act Workforce Transition at Office of Environmental Management Sites, OAS-RA-12-06

    Energy Savers [EERE]

    Management of Post-Recovery Act Workforce Transition at Office of Environmental Management Sites OAS-RA-12-06 February 2012 Department of Energy Washington, DC 20585 February 22, 2012 MEMORANDUM FOR THE SECRETARY FROM: Gregory H. Friedman Inspector General SUBJECT: INFORMATION: Audit Report on "The Management of Post- Recovery Act Workforce Transition at Office of Environmental Management Sites" BACKGROUND The American Recovery and Reinvestment Act of 2009 was enacted to stimulate the

  20. A Review of Recent RTO Benefit-Cost Studies: Toward MoreComprehensive Assessments of FERC Electricity RestructuringPolicies

    SciTech Connect (OSTI)

    Eto, Joseph H.; Lesieutre, Bernard C.

    2005-12-01

    During the past three years, government and private organizations have issued more than a dozen studies of the benefits and costs of Regional Transmission Organizations (RTOs). Most of these studies have focused on benefits that can be readily estimated using traditional production-cost simulation techniques, which compare the cost of centralized dispatch under an RTO to dispatch in the absence of an RTO, and on costs associated with RTO start-up and operation. Taken as a whole, it is difficult to draw definitive conclusions from these studies because they have not examined potentially much larger benefits (and costs) resulting from the impacts of RTOs on reliability management, generation and transmission investment and operation, and wholesale electricity market operation. This report: (1) Describes the history of benefit-cost analysis of FERC electricity restructuring policies; (2)Reviews current practice by analyzing 11 RTO benefit-cost studies that were published between 2002 and 2004 and makes recommendations to improve the documentation of data and methods and the presentation of findings in future studies that focus primarily on estimating short-run economic impacts; and (3) Reviews important impacts of FERC policies that have been overlooked or incompletely treated by recent RTO benefit-cost studies and the challenges to crafting more comprehensive assessments of these impacts based on actual performance, including impacts on reliability management, generation and transmission investment and operation, and wholesale electricity market operation.