Recent workforce studies indicate that the majority of jobs required for clean occupations, including energy efficiency work, are in “mature segments” of the economy, such as the traditional construction trades66. However, a number of relatively new clean energy
occupations, including building raters, energy auditors, and commissioning agents, are gaining a foothold and are expected to grow. An increased focus on energy efficiency and onsite
renewable energy through state mandates, utility rebate and upgrade programs, and growing ratepayer demand will promote this growth. Two‐thirds of directly related jobs are expected to be in the construction trades; 17 percent are in the fields of architecture, engineering,
management, and administration; the remaining 16 percent are in manufacturing, advertising, office administration, and other industries. A 2011 California Workforce Education & Training Needs Assessment predicted that increased labor demand through 2020 could be met by
workers who are currently unemployed or underemployed (although skills upgrade training
would still be required)67.
64 Brookings Institute. Sizing the Green Economy: A National and Regional Green Jobs Assessment (2011)
http://www.brookings.edu/research/reports/2011/07/13‐clean‐economy.
Next 10, 2012 Many Shades of Green (2012) http://next10.org/2012‐many‐shades‐green‐
california%E2%80%99s‐shift‐cleaner‐more‐productive‐economy.
65 Clean Tech Group (2010). Global Clean Technology Venture Investment Increases 65 Percent in 1H 2010
Finds Cleantech Group and Deloitte. http://cleantech.com/about/pressreleases/Q2‐2010‐release.cfm
66Don Vial Labor Center, California Workforce, Education and Training Needs Assessment for Energy
Efficiency, Distributed Generation, and Demand Response (2011)
http://www.irle.berkeley.edu/vial/publications/WET Part1.pdf.
For the solar market sector, a Community Colleges Centers of Excellence report68 has indicated that there are currently 50,000 workers in California in this field and that an additional 18,000 to 24,000 will be required over the next three years. The report breaks down the existing and projected staff requirements based on several job types (for example, installer, designer) and state regions (for example, Bay Area, Southern California). This type of tool, if available for the green job sectors associated with AB 758 programs and priorities, would be useful in helping to determine potential scheduling of AB 758 implementation.
California has been hard hit by the recent recession, suffering some of the highest
unemployment rates in the country. The construction trades were the hardest hit. To get people back to work and to foster a skilled labor pool ready to perform the work required by energy projects funded by ARRA, the Energy Commission designated a portion of funding from the State Energy Program (SEP) ARRA projects to develop the Clean Energy Workforce Training Program (CEWTP). This program, which was the largest program of its type in the nation, offered retraining and up skilling in clean energy occupations to incumbent,
unemployed, and underemployed workers − primarily construction workers − and basic skills
training for new workforce entrants. Training was provided to 8,200 individuals throughout the state by partnerships of local workforce investment boards and community colleges as well as by small businesses, labor organizations, and trade associations seeking to become more competitive in the clean energy marketplace.
CEWTP and other training programs funded with ARRA dollars, such as the Energy Smart Jobs program described below, not only have provided many trainees for present energy efficiency occupations, they can represent starting points or replicable models for future, sustainable, energy‐related training. As California advances toward meeting the goals of AB 758, energy‐ efficient practices and technologies will become standard practice. Workers will need
additional training in lighting, HVAC, refrigeration, and other areas to remain competitive in the marketplace.
The 2011 California Workforce, Education and Training Needs Assessment advised balancing
the cost of additional training with the cost of upgrades. If training is too extensive and labor costs increase, building owners may not embrace upgrades, particularly for residential and small commercial work, where savings are not as dramatic as in large‐scale commercial
buildings. In addition, employers may be less willing to fill many stable, benefited positions if labor costs are too high. Paradoxically, residential work may be most in need of standardized, quality training69.
68 Centers of Excellence, Solar Industry & Occupations: Distributed and Utility‐Scale Generation Southern
California, Central Valley, South Central Coast, and the Bay Area, February 2012
69 Don Vial Labor Center, California Workforce, Education and Training Needs Assessment for Energy
Efficiency, Distributed Generation, and Demand Response, p, 112. (2011)
The most successful workforce training programs have strong industry support and involvement to ensure that training meets industry needs. These programs employ sector strategies, which bring all players to the table − such as training providers, industry, economic
development, labor and community organizations, and local government. The partners work
together to develop coordinated workforce and economic strategies that align resources with regional industry needs. The Energy Commission partnered with the California Workforce Investment Board (CWIB) to fund the development of regional industry cluster plans. CWIB also funded the State Energy Sector Partnership Grant with ARRA dollars to enable CEWTP grantees to develop regional, clean energy, industry‐specific approaches to workforce needs implemented by employer‐driven partnerships of key stakeholders. These efforts can guide future workforce development strategies under AB 758.
Training, Standards, and Certification
Training programs funded through ARRA stimulus dollars, such as CEWTP, were designed to provide high‐quality, standardized training aligned with nationally recognized certifications. For example, training was available through several CEWTP local programs for Leadership in
Energy and Environmental Design (LEED) “Accredited Professional” (AP) designation and
certification as a Building Analyst Professional through the BPI. Training providers should assess these programs and develop measures of success for such certifications to verify that they are meeting intended goals and industry needs and improving work standards. Measuring the success of these programs and their outcomes can also help to determine whether training is coordinated with and helping to achieve goals established by AB 758 and the Energy
Commission’s most recent building standards.
Venues for training the workforce range from career technical education in high school, to short‐term or career training programs in the community colleges, degreed programs at universities, and apprenticeships through labor organizations and professional continuing education programs. Additional training may be provided by utilities, nonprofit and for‐profit entities, and career technical education, such as regional occupation programs (ROPs).
Community colleges are responding to the need for technician‐level programs for efficiency occupations, while universities are expanding options for energy‐related and sustainability degrees.
The following programs are just a few examples of certifications related to energy efficiency occupations and efforts to standardize training. These certifications are key to ensuring the workforce is well‐prepared to perform quality installations of energy efficiency measures and adheres to high standards of performance.
Job Task Analyses are being developed jointly by the US DOE and the National Renewable Energy Lab (NREL) to formalize the skills required for six key energy‐related occupations:
commercial building energy auditor, commercial building energy modeler, commission/retro‐
commissioning authority, energy/sustainability managers, facility managers, and operating
engineers/building technicians. These analyses can guide the alignment of the goals and curriculum of training programs for these occupations nationwide.
California Lighting Controls Training Program (CALCTP) is a 40‐hour skills upgrade training and certification program for experienced (“journeymen”) electricians, designed to ensure proper installation for advanced lighting controls systems. The program was co‐developed by utilities, the International Brotherhood of Electrical Workers (IBEW)/National Electrical
Contractors Association (NECA), the Energy Commission, the community college system, UC
Davis Lighting Technology Center, and the National Electrical Manufacturers’ Association. It focuses on rigorous standards and quality installations to ensure energy efficiency savings are
maximized.
Building Performance Institute offers nationally recognized technical standards and
certifications for the residential contractor workforce. It fills a gap for standardizing training for residential performance contracting, which seeks quality installation of whole building energy upgrades and consumer acceptance. Examples of certificates offered are building analyst, envelope professional, and heating professional. In addition, BPI has collaborated with DOE to develop certifications for four energy upgrade professional designations: energy auditor, retrofit installer, crew leader, and quality control inspector.
ASHRAE is a long‐established, national standard‐setting organization focused on establishing
consistency in workforce training and quality work. ASHRAE/ACCA70 180 Quality Maintenance
Standard is an example of a standard that has been integrated into a utility incentive program in California71. This standard formalizes HVAC inspection and maintenance procedures and provides a basis for benchmarking to measure resulting energy savings. Other ASHRAE standards relevant to energy efficiency upgrades include:
• ASHRAE 90.1: Energy‐Efficient Building Design
• ANSI/ASHRAE 100‐2006: Energy Conservation in Existing Buildings
• ASHRAE Guideline 0.2: Existing Building Commissioning
• ASHRAE Procedures for Commercial Building Energy Audits
There are multiple certification options for commissioning providers, some of which are focused on the commissioning process and others that focus more on technological expertise. There are also variations in requirements for actual commissioning project experience72. The following three programs provide examples of training programs that focus on standardized, quality training tailored to industry needs:
PowerPathway is a PG&E training program using a sector strategy approach and is offered in collaboration with community colleges, the public workforce development system, unions, and
70 Air Conditioning Contractors of America.
71 For an example, information on PG&E’s Commercial HVAC Quality Maintenance Program can be
found at https://www.commercialhvacqm.com/.
72 A summary of the various commissioning certification programs can be found at
four‐year universities. PowerPathway initially focused on utility workers but has since expanded, now covering energy efficiency occupations, such as HVAC installation. The
program provides career training provided through educational partners preparing candidates
for jobs in the energy and utility industry. In addition to line worker training, programs are available for hydro‐electrician, welder, account manager, and power engineer, as just a few
examples.
College of the Desert’s Utility-Scale Solar Energy Program was funded through CEWTP. It
targets unemployed, underemployed, and incumbent workers. The program was developed
using a sector strategy approach, establishing partnerships with local labor organizations, other
area community colleges, workforce and economic development agencies, and industry
partners to tailor training to meet the needs of the utility‐scale solar power plants in the state’s desert region. The program is also associated with a career partnership academy program at Desert Hot Springs High School.
EnergySmart Jobs was an ARRA‐funded program. The Energy Commission partnered with PECI and the California Conservation Corps to train corps members to identify specific
efficiency upgrade measures for grocery stores and to subsequently inspect installed measures. It is an example of hands‐on, efficiency‐related training for entry‐level workers that can serve as a gateway to higher level training or full‐time employment in energy‐related careers.
RichmondBUILD Pre‐Apprenticeship Construction and Green Jobs Training Academy offers basic skills training for residential and nonresidential construction jobs. The program was developed as a public/private partnership to develop hands‐on skills in high‐wage construction and renewable energy fields for Richmond residents and as a strategy for providing alternatives to avoid violence in the community.
The examples provided above can inform the Energy Commission as it proceeds with an action plan for AB 758. These programs represent various successful approaches for developing quality, well‐coordinated, and sustainable training programs. These programs can be used as models for programs that support the achievement of high levels of energy efficiency in residential and commercial buildings.