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Energy Efficiency and Renewable Energy Staffing (2020 Transition): Difference between revisions
Energy Efficiency and Renewable Energy Staffing (2020 Transition) (view source)
Revision as of 23:48, 1 March 2025
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'''Energy Efficieny and Renewable Energy Staffing (EERE)''' and DOE’s [[Portal:Office of the Chief Human Capital Officer|Office of the Chief Human Capital Officer]] (HC) have developed a strategy to increase recruiting and hiring capabilities, allowing [[Office of Energy Efficiency and Renewable Energy|EERE]] to bring on new talent. Over the past three years, EERE’s attrition rate (~10%) has outpaced the hiring rate, resulting in a reduced workforce, totaling 589 at the end of September 2020. | '''Energy Efficieny and Renewable Energy Staffing (EERE)''' and DOE’s [[Portal:Office of the Chief Human Capital Officer|Office of the Chief Human Capital Officer]] (HC) have developed a strategy to increase recruiting and hiring capabilities, allowing [[Office of Energy Efficiency and Renewable Energy|EERE]] to bring on new talent. Over the past three years, EERE’s attrition rate (~10%) has outpaced the hiring rate, resulting in a reduced workforce, totaling 589 at the end of September 2020. | ||
Concern around EERE’s ability to efficiently execute increasing enacted budgets was also raised by [[United States Congress|Congress]], leading to the following language being included in the FY 2020 appropriations report: “The Department is directed to report to the Committees on Appropriations of both Houses of Congress not later than 30 days after enactment of this Act with a plan for reaching a staffing level of 675 to 700 [[Full-time equivalent|full-time equivalents]] (FTEs) by the end of | Concern around EERE’s ability to efficiently execute increasing enacted budgets was also raised by [[United States Congress|Congress]], leading to the following language being included in the FY 2020 appropriations report: “The Department is directed to report to the Committees on Appropriations of both Houses of Congress not later than 30 days after enactment of this Act with a plan for reaching a staffing level of 675 to 700 [[Full-time equivalent|full-time equivalents]] (FTEs) by the end of fiscal year 2020”. | ||
As a result, EERE developed a staffing plan with the goal of reaching 675 FTEs. The plan identifies a full mapping of positions for each technology and operations office (e.g., Solar, Buildings, Vehicles, etc.), including a plan on how each position will be backfilled upon vacancy. The staffing plan accounts for a total of 715<ref>The plan includes a total of 648 EERE positions, 44 reimbursable NETL FTEs directly supporting EERE and 25 ‘Other’ positions in Human Capital and General Counsel providing services to EERE.</ref> positions, allowing EERE to manage to a minimum of 675 employees on board, at all times (accounting for attrition and time-to-hire, and assuming 35 positions in some stage of the recruitment process at all times). This increase in positions will provide for a more balanced workload across staff and address employee concerns about overload. | As a result, EERE developed a staffing plan with the goal of reaching 675 FTEs. The plan identifies a full mapping of positions for each technology and operations office (e.g., Solar, Buildings, Vehicles, etc.), including a plan on how each position will be backfilled upon vacancy. The staffing plan accounts for a total of 715<ref>The plan includes a total of 648 EERE positions, 44 reimbursable NETL FTEs directly supporting EERE and 25 ‘Other’ positions in Human Capital and General Counsel providing services to EERE.</ref> positions, allowing EERE to manage to a minimum of 675 employees on board, at all times (accounting for attrition and time-to-hire, and assuming 35 positions in some stage of the recruitment process at all times). This increase in positions will provide for a more balanced workload across staff and address employee concerns about overload. | ||