The U.S. Department of Energy’s (DOE) Office of State and Community Energy Programs (SCEP) invited public input for its Request for Information (RFI) number DE-FOA-0002885 regarding the solicitation process and structure of future DOE Funding Opportunity Announcements (FOA) to fund the Energy Auditor and Career Skills Training (EAT and CST) grant programs, in accordance with the Infrastructure Investment and Jobs Act, also known as the Bipartisan Infrastructure Law (BIL). 

This RFI also invited public input on the State-Based Home Energy Efficiency Contractor Training program (Contractor Training Program), as set forth in the Inflation Reduction Act (IRA). 

The information collected from this RFI will be used by DOE for planning purposes to develop one or multiple potential FOAs related to these programs.

DOE RFI responses were due on January 26, 2023. Here are some of the answers and insights we shared in our response:

What job categories are the hardest to find qualified candidates for (i.e., the types of jobs most difficult to fill?

Entry level are the hardest jobs to fill for the energy efficiency and the residential buildings-focused industry. Labor is hard to find, and the industry competes with other trades and industries for talent.

What are the key characteristics of these hard-to-fill jobs? For example, is it difficult to retain workers in these jobs (i.e., is there high turnover)?

Turnover for entry level positions is about 20% per year. The more that the IRA can help make this an established career field with pathways for growth and promotion, the more likely companies will be able to retain and advance their workers. 

What are the entry qualifications – educational background, related experience, training, skills, and/or certifications – necessary to fill these positions?

Building Performance Institute certifications + soft skills.

In what locations do you project the greatest demand for workers? 

Demand is greatest in states that have the most robust building code requirements and/or utility-incentivized programs. Currently, these include Florida, Maryland, Massachusetts, North Carolina, Pennsylvania, Texas, and more. Demand is generally broad based and changes as new requirements are implemented. 

What types of contracting firms should DOE target for workforce development and business owner training (e.g., general contractors, home performance contractors, HVAC, or electrical contractors, etc.)?

Home performance contractors, solar installation firms, home inspectors, and general contractors make the best targets for our industry. Building code officials and building product manufacturers also hire and train a surprising number of people.

What education and training (i.e., workforce development) strategies are most effective, and why, for incumbent workers and contracting firms in the energy efficiency and residential buildings-focused electrification industries (e.g., online learning, classroom and lab instruction, on-the-job training, hybrid models)?

This question has a lot of factors. The most important factor is quality of the training program and the motivation structure that incentivizes the individual, organization, or company.

Everblue has focused on high quality, highly engaging education programs. We offer a mix of online, hybrid, in person, and hands-on training programs. The format of the training depends on the program, the audience, and their incentives / motivations. High quality programs design for engagement and success. Simply offering “free training” usually results in low quality and poor completion rates. 

Some of our more recent offerings include micro learning and badges. These offerings complement on the job training (OJT) and allow candidates to program through a training sequence with minimal disruption to their workday and/or availability. For companies that don’t want to lose an employee for a week or more of training, these provide the opportunity to spend 15-30 minutes per day while not missing work. 

On quality, quality programs take scale, constant iteration, and continuous improvement. At Everblue, we continuously tweak and improve our curriculum and training experiences to maximize engagement and student success. Organizationally, we pursued accreditation, to distinguish ourselves. In this field, IREC Accreditation is the best marker for a quality, committed training program.

During the ARRA funding, many new organizations stood up new programs. This led to a race to the bottom in terms of cheap, poorly developed, poorly maintained curriculum and programs. The goal of some organizations was to get paid for student attendance regardless of the actual outcome (this is also an issue that affects training in other industries). When ARRA funding came out, there were companies that solely survived off grant funding and never had a sustainable business model, nor did they focus on long-term quality. 

Quality takes time and money to maintain. There are dozens of existing, accredited training programs with years of experience in this exact field. They are best positioned to provide training and curriculum.

At Everblue, we get paid by many private customers to deliver high quality training. If our training was not high quality and impactful to the business, we would not be in business. 

What education and training (i.e., workforce development) strategies are most effective, and why, for new workers in the energy efficiency and residential buildings-focused electrification industries (e.g., online learning, classroom and lab instruction, on-the-job training, hybrid models)?

Effective workforce development strategies typically take a partnership approach where multiple parties work together to design and implement effective training programs that result in good outcomes (employment, higher wages, new job skills, or promotion potential) for workers.

We have had many successful partnerships over the past 15 years.

In our experience, no one format of education works best, BUT the design of the program is extremely important.

High quality programs focus on motivating students. Motivation matters. To provide motivation, it takes high quality training + on the job training coupled with badges or certifications that reward progression. We have found that both individual enrollments and cohorts work. Sometimes cohorts provide peer social motivation to complete programs and training.

On high quality training, quality curriculum needs to be constantly improved to become effective. No one wants to sit through mandatory, boring training!

Is there a need for programs to train the trainer? If so, what strategies are most effective for programs that train the trainer? Who is best positioned to administer these programs?

The best opportunity for train the trainer is to provide such training for the On The Job mentors. Teach them the technical and soft skills required to be a successful mentor / trainer of new employees. Private companies, community colleges, etc. can hire trainers. The missing piece is training the on the job mentors. There is no program for that, and many businesses do not have the resources or know-how to train mentors on their own.

What education and training (i.e., workforce development and business owner support) are most effective, and why, for contracting firms? Why and when do contracting firms participate in training, amidst other competing priorities? What business owner training strategies for contracting firms exist?

Business owners respond to incentives. They are willing to lose a crew member when required or when it unlocks other opportunities. Otherwise, they do not like to pay someone that is not available for work.

Business owners also worry that providing education for employees makes them more valuable and more likely to look for another position elsewhere… that fear provides a disincentive for investing in their employees.

Strategy #1 – Provide money to business owners directly for training and certification. Provide money directly to training organizations and let us recruit individuals from our existing business customers.

Strategy #2 – Incentivize market demand. Provide money or incentives for municipalities, counties, utilities, etc. to require BPI certification and energy audits.

Strategy #3 – Provide incentives for individuals to earn certifications and progress through mastery of industry knowledge. Ideally, energy auditing and energy efficiency become nationally standardized and recognized job fields like one would recognize plumber or electrician. To that end, the standards and certifications need to be nationally recognized. It’s great that each state wants to design its own programs, BUT national standardization helps the individual make better career choices.

Which certifications or credentials should the Energy Auditor Training Grant, CST, and Contractor Training Program prepare participants for? 

Everblue works with nearly all of the existing standards, certification and credentialing bodies. The Building Performance Institute (BPI) is the best set of standards and certifications for workers and the industry. The BPI Certification scheme is well run, difficult but attainable, nationally recognized, and focused on existing homes.

How could DOE funding be used to support continued education, job placement, and supportive services for the energy efficiency and residential buildings-focused electrification workforce? How can DOE ensure that workers have pathways for growth and well-paying careers within their industries?

Everblue is working with the Building Performance Association (BPA) to implement a software to many of these challenges, such as continuing education, job placement, recruiting for companies, and supportive services.

This proposed Workforce Development Hub can provide a matchmaking listing/marketplace of candidates and hiring companies. Local contractors want to hire and struggle to find talent. Local talent doesn’t know which companies are hiring. Software can help with this.

Further, the Workforce Development Hub will make the continued education pathway for individuals and companies clearer and simpler to navigate.

Lastly, the incumbent worker training program paperwork is so cumbersome that many small businesses struggle to complete the paperwork. Further, the slow bureaucratic nature of the workforce development process means that many small businesses simply do not participate.

How can DOE-funded workforce programs support career ladders for individuals to ensure they continue to acquire skills and advance their career and wages over time?

Provider a ladder of training and certifications that advance with the candidate as they gain experience. BPI already does this. Build on that.

Further, getting states and utilities to require certifications is the best way to drive the industry to invest in talent and skills.

How can DOE-funded workforce programs best help connect trainees with employment opportunities?

Everblue and BPA propose implementing the Workforce Development Hub that includes matchmaking software to help companies and talent find each other.

How could the EAT, CST, and Contractor Training Program most effectively work together?

Use existing credentials (BPI, RESNET, NABCEP) and accreditation of training providers (IREC) to drive quality programs to make investments in long-term partnerships.

What existing workforce education and training efforts (e.g., specific registered apprenticeship programs, labor management training programs, community college or technical school programs, pre-apprenticeship programs, etc.) are preparing displaced, underrepresented, and historically disadvantaged workers for energy efficiency and residential buildings-focused electrification jobs? How can those efforts be best supported or augmented to ensure the success of the EAT, CST, and Contractor Training Program? What training pathways are needed, or already exist, to address those needs?

Everblue partners with a myriad of organizations to train the disadvantaged.

Some examples of partnerships:

• Prisoner training and certification within the Ohio Prisons construction training program
• AmeriCorps online training, certification, and OJT for at-risk youth
• Fayetteville Technical Community College for training veterans leaving the service

These programs could always use more funding for training cohorts. They do not need new facilities or new curriculum. 

How can DOE encourage diverse and inclusive entrepreneurship in the energy efficiency and residential buildings-focused electrification industries?

Include business skills and entrepreneurship training programs. Everblue’s main office is located inside an entrepreneurship and innovation hub that is run in partnership with Davidson College. Leverage existing entrepreneurial programs to encourage small businesses within the energy efficiency industry. At Everblue, we call this type of training “Business in a Box.”

How should the quality of and equitable access to jobs by these programs be measured and evaluated? What specific performance measures should be collected to assess program quality?

IREC Accreditation for trainers is a great quality measure.

For recruiting, employment, etc, the best measure would be whether or not a program was in conception or existing pre-IRA funding. If a program was survivable before the surplus of excess federal funds, it was probably a high quality program doing good in the world. It would be great to see the IRA funding encourage more long-term sustainability of our industry.

Please provide any additional information or input not specifically requested in the questions above that would be valuable to help DOE develop the Program FOA and implement the EAT, CST, and Contractor Training Program.

Everblue is working with the Building Performance Association (BPA), the Building Performance Institute (BPI), multiple State Energy Offices, and multiple training providers to implement software called the Workforce Development Hub. The aim is to improve many of the administrative processes required by organizations, individuals, hiring companies, and the state agencies. Using software, we can help standardize the industry and promote its growth efficiently.

We look forward to seeing how the DOE and its grant recipients use the RFI responses to help shape the implementation and administration of the Energy Auditor, Career Skills, and Contractor Training programs.

Stay tuned!

The Infrastructure Investment and Jobs Act (IIJA), passed in November 2021, represents the largest climate investment in United States history. It provides over $62 billion for the U.S. Department of Energy to establish a multitude of programs that will support our nation’s infrastructure, workers, families, and competitiveness. Expanding people’s access to energy efficiency is among the core focuses of the legislation, as improved energy efficiency has been shown to reduce residents’ energy bills (especially low to moderate income residents), improve air quality and health, and lower greenhouse gas emissions.  

The Infrastructure Investment and Jobs Act will also create countless jobs across the infrastructure workforce and in energy efficiency – including home energy auditors; heating, ventilation, and air conditioning (HVAC) technicians; water heater technicians; electricians; and general home performance contractors. While there is still room to improve the diversity of the energy efficiency workforce, these jobs being created by the IIJA offer numerous advantages. Many of these jobs provide more competitive salaries compared to all jobs nationally, even though they often do not impose barriers on individuals who lack formal education. In fact, according to the Brookings Institution, over half (53.4%) of infrastructure workers have a high school diploma or less, compared to approximately a third (31.7%) of all workers nationally.

Currently, many energy efficiency employers struggle to keep up with the demand for their services – largely due to experienced workers retiring at higher rates, as well as difficulties hiring new employees. Employers struggle to find qualified candidates to perform home energy efficiency and electrification upgrades because of a widespread lack of technical skills and industry-specific knowledge. For example, an individual pursuing a career as a home energy auditor (who evaluates the efficiency, health and safety of people’s homes) needs to gain on-the-job experience as a home services contractor and pursue certifications through the Building Performance Institute (BPI). Toward the beginning of their education journey, candidates may elect to pursue an entry-level certification like the BPI Building Analyst, while candidates with more experience may pursue advanced certifications like the HEP Energy Auditor.

Overview of the DOE Career Skills Training Program (CST)

To address these workforce challenges and reduce the barriers to entry for energy efficiency job seekers, the Infrastructure Investment and Jobs Act (IIJA) provided the U.S. Department of Energy with $10 million in grant funding to establish a Career Skills Training Program (CST). Under this new program, DOE will reimburse non-profit organizations and partnering labor groups, employers, educational institutions, workforce development boards, small businesses, and other organizations for up to 50% of the costs of their career skills training programs. The legislation specifies a cost share of 50% – meaning that eligible entities will pay half of the costs of the career skills training, while the other half will come from DOE. 

Per the legislation, eligible entities should already have experience implementing and operating worker skills training and education programs. They should also be able to target individuals in communities that would benefit the most from energy efficiency training and education and have a demonstrated history of helping people find stable, good-paying jobs. Additionally, the IIJA specifies that recipients of federal cost-share funding under the Career Skills Training Program (CST) should provide a blend of both classroom instruction and on-the-job training. CST-funded programs should also help participating students obtain industry-relevant certifications that qualify them to install energy efficiency technologies in buildings and perform weatherization upgrades.

Career Skills Training Program: Funding Process and Timeline

Funding for the Career Skills Program is not yet available. While a formal date has not yet been announced, DOE estimates that applications will open in the first quarter of 2023. Also, funding will remain available to eligible entities until the full $10 million has been completely expended.

Currently, DOE is in an information gathering phase, and has requested public input on how best to structure this program through public roundtables, which it will continue to facilitate through early 2023. DOE also released a Request for Information on the Career Skills Training Program in December 2022, with responses due by January 26, 2023.

It is unknown whether Career Skills Training funding will be distributed through a competitive grant or formula (meaning each state would be eligible for a pre-determined amount). However, given that the overall amount of funding is relatively small compared to other IIJA programs, it will likely be competitive. Under that scenario, DOE’s next step would be to release a Funding Opportunity Announcement (FOA) with additional program guidelines and details. 

The $10M Career Skills Training Program complements other funds authorized for workforce training in the Infrastructure Investment and Jobs Act (IIJA) and the Inflation Reduction Act (IRA) – including $200 million for the Residential Energy Efficiency Contractor Training Program, $40 million for the Residential Energy Auditor Training Grant, and $10 million for higher education institutions to establish Building Training and Assessment Centers. More information about these programs can be found on DOE website.

Everblue’s Robust History of Partnerships 

Everblue is uniquely positioned to help implement the Career Skills Training Program. Not only does Everblue qualify as an “eligible entity” based on the legislative text, but we also have a deep history of implementing worker skills training and education in communities most in need. For example, Everblue has worked directly with community colleges like Fayetteville Technical Community College to administer the DOE Solar Ready Vets program – helping military veterans transition out of active duty and into careers in solar energy. Offering a blend of both classroom instruction and on-the-job training, this Everblue-supported program is a quintessential example of what DOE is looking to fund under the Career Skills Training Program.

During the period of American Recovery and Reinvestment Act (ARRA) funding between 2009-2011, Everblue worked with small businesses to train their employees and with workforce development boards to track and validate certification and employment after training. We also partnered with steelworkers unions to offer flexible scheduling to accommodate workers’ swing shifts.

In 2021, Everblue partnered with a Florida-based community action agency to train and certify weatherization contractors across the state in home performance and energy efficiency. We developed curriculums, trained participants, and provided technical assistance around energy efficiency topics ranging from whole-house energy auditing to building health and safety codes.

How Everblue Can Help Implement the Career Skills Training Program:

As a veteran-owned, fast-growing organization, our mission is to create a world where continuous growth and lifelong learning empowers careers, success, and a better life.

Everblue offers professional development and career enhancing certifications as well as a platform for managing online training, testing, and credentials – including testing for Building Performance Institute (BPI) certifications.

To learn more about how Everblue can help accelerate you and/or your employees’ careers in energy efficiency and take full advantage of this federal funding, check out our course catalog!

With the passage of the Inflation Reduction Act in 2022, the U.S. Department of Energy will soon deliver $9 billion in federal funding to states for residential energy efficiency and appliance upgrades. Home energy efficiency measures offer numerous benefits, including lower utility bills, improved indoor air quality, and better temperature regulation, leading to enhanced health and quality of life for residents. Additionally, these measures help reduce greenhouse gas emissions and create a demand for skilled labor, resulting in stable, good-paying jobs in a rapidly expanding industry. Today we’re going to talk about the Contractor Training Grants, also known as the Training for Residential Energy Contractors (TREC) program. TREC will prepare industry contractors for the anticipated surge in demand for energy efficiency upgrades.

DOE Home Energy Efficiency Contractor Training Grants Overview

The U.S. Department of Energy’s $9 billion Home Energy Rebate Program, funded by the Inflation Reduction Act, is already creating unprecedented demand for skilled contractors and other workers across the country who are involved in the installation of energy efficiency and electrification measures. To achieve the goals of the program, the energy efficiency workforce will need to grow significantly – which in turn requires massive investments in training and education.

Fortunately, $150M will soon be available to states between Fiscal Years 2023-2027 to invest in training for residential energy contractors through the Inflation Reduction Act. Known as the State-Based Home Energy Efficiency Contractor Training Grants (or Contractor Training Grants), states may use these funds to create new and/or supplement existing workforce development programs to:

• reduce the cost of training contractor employees;
• provide testing and certification of contractors trained and educated under a State program;
• partner with nonprofit organizations to develop contractor training for residential energy contractors in their state.

State Energy Offices are the “prime recipient,” or designated state agency responsible for overseeing the distribution of funds within their states.

While the implementation of Contractor Training Grants funding will look different for every state given their varying needs and allocation amounts, states will likely use the funding for on-the-job training, online outside certification courses and testing, in-person outside certification courses and testing, or a combination of several of these approaches.  

Also, a portion of Contractor Training Program funds will be reserved for states to conduct program evaluations – including assessing progress against goals, participant feedback, program impacts, and recommended improvements.

Timeline & Process for Distributing Contractor Training Program Funds

In July 2023, DOE opened up applications for states to apply for Contractor Training Program funding and provided additional details on their required application documentation. In addition to the $150,000,000 that will be divided among states through a formula in two separate installments, an additional $40,000,000 in Contractor Training Program funds will be available for states to apply for through a competitive process. As of July 2023, DOE has not yet announced the details of this competitive process. 

DOE’s guidance also lists eligible professions – including plumbers, HVAC contractors, electricians, and home performance contractors – as suitable targets for training.

State energy office applications for formula funding are due by September 30, 2023. As part of their applications, they are required to include a comprehensive Community Benefit Plan, outlining how their program will benefit local communities and labor, support workforce development, promote diversity, and advance environmental justice. States will also be required to develop Workforce Development Plans that outline the need for skilled workers, which training programs already exist in their states, and their outreach and engagement plans for new and incumbent contractors.

DOE has also encouraged states to create a Workforce Advisory Group comprising at least one-third of their target audience – including contractors and their employers. This advisory group will guide program design and implementation and actively contribute to programmatic changes to ensure their programs are successful. Contractors will play a crucial role in shaping the future of energy efficiency training by actively participating in these advisory groups.

How Everblue Can Help Meet the Demand for Skilled Contractors

Everblue stands ready to work with state energy offices and non-profits to help structure and implement the Contractor Training Program and Home Energy Rebates. Contractors who perform home energy efficiency and electrification upgrades as part of these programs will need to be familiar with Building Performance Institute (BPI) standards and procedures. Everblue has been a BPI Test Center for over 10 years and offers comprehensive BPI certification courses to help home energy professionals learn all the building science principles they need to succeed in their role and to get BPI certified.

When funding through the American Recovery and Reinvestment Act (ARRA) became available between 2009-2011, Everblue worked directly with community colleges, utilities, and unions to help train their students and employees to be building science professionals. In fact, during the ARRA funding period, we hosted multiple in-person contractor training events simultaneously at our weatherization training center locations nationwide.

Everblue also sets itself apart by having a robust learning management system with the capacity to accommodate thousands of online learners at the same time. In addition to the online course offerings, Everblue also has in-person options and allows people the flexibility to learn through whichever format – online, in-person, or hybrid – best suits their needs.

A Long History of Working with the Public Sector

Everblue is currently partnered with over 10 state government agencies to deliver online training and testing. In fact, we are already listed as a vendor in many state databases and even have security clearances. Through these partnerships, Everblue has gained a deep understanding of how government processes and procedures work and has built long-lasting relationships with the public sector along the way, making it one of our core competencies.

As a Veteran Owned Small Business (VOSB) with over 25 years of experience working in the public sector, we’re prepared to help deliver these once-in-a-lifetime benefits for households through the U.S. by preparing current and future contractors for the next steps in their energy efficiency career.

Next Steps

Take your career to the next level and get started today by checking out Everblue’s course offerings! We anticipate the BPI Building Analyst Training to be the most relevant and impact certification pertaining to the Inflation Reduction Act and the Contractor Training Program.

Everblue, a nationally recognized educational technology company, will move into its third year of partnership with the Virginia Community College System to offer solar energy courses and energy auditor training at all 23 institutions within the system. By joining forces, Everblue and VCCS can create a skilled workforce throughout Virginia and prepare individuals for occupations of the future.

“With the passage of the Inflation Reduction Act, which invests $370 billion to fight climate change and bolster U.S. energy production, there are incentives for private companies to produce more renewable energy and for households to transform their energy use and consumption,” said Chris Boggiano, Everblue’s president. “As a result, we are already seeing a dramatic increase in the number of people seeking training and certification in the energy efficiency and renewable energy industries. Now is the time to get certified, so that when the federal funding trickles down and the demand hits, there will be a skilled workforce available to answer the call.” 

Since 2008, Everblue has provided accredited energy auditor training programs and solar energy courses, both in live and online formats, to general contractors, home inspectors, electricians, roofers, and career-changers. 

The most popular course for the energy auditor pathway is the BPI Building Analyst, which trains someone to diagnose energy-related issues in the home that lead to higher energy bills and thermal discomfort. During the course, participants learn fundamental building science principles, such as how moisture, heat, and air move throughout a home. They learn how to identify energy efficiency issues using diagnostic tools like a blower door, duct blaster, and carbon monoxide detector. At the end of the course, Everblue administers and proctors the official BPI written and field exams to certify course participants. 

“The short-course training that we provide aligns so well with what’s being called for in the Inflation Reduction Act,” Boggiano said. “Our intense, bootcamp style efficiently educates someone who’s new to the industry and prepares them with real, relatable knowledge and skills that they can take to a job shortly thereafter. Our students complete the program with a nationally recognized, industry-specific certification from the Building Performance Institute that additionally confirms their expertise and proficiency.”

Because the solar industry is growing so fast, there are several different pathways for someone to pursue. Everblue offers solar training courses that cover the basics of solar energy, as well as more specialized courses that cover solar panel installation, solar sales, and solar photovoltaic system design.

As part of its partnership with VCCS, Everblue will make its curriculum available to all 23 colleges within the system. Any college that opts to resell Everblue’s courses will receive a 40% revenue share. Students will get enrolled in Everblue’s learning management system to complete the courses and will ultimately receive a certificate from both Everblue and their desired VCCS institution, in addition to the industry-specific certification upon passing the corresponding exam(s).

“We enjoyed working alongside the community colleges, nonprofit organizations, utilities, and unions back in 2010 when the American Recovery and Reinvestment Act (ARRA) led to similar demand for energy auditor training,” Boggiano said. “We demonstrated operational excellence then, hosting multiple in-person contractor training events across the country at the same time, and we’re ready to do that again for the Inflation Reduction Act. As a BPI Test Center, energy auditor training is our core competence, and we’re happy to partner with VCCS to provide a high-quality program and produce a skilled workforce.” 

Everblue currently works with more than 10 state government agencies, including the Virginia Department of Agriculture and Consumer Services, to deliver online training and testing services. The Veteran Owned Small Business was also recently added to the catalog of approved online providers for Virginia’s Solar Technician Apprenticeship Program.

For more information about Everblue’s solar training and energy auditor certification programs, contact Chris Boggiano at 800-460-2575 or visit the Everblue course catalog.

The Inflation Reduction Act (IRA) allocates nearly $9 billion for electrification retrofits and home efficiency rebate funding for single-family and multifamily properties. Signed into law by President Biden in August 2022, it is a historic investment that will help homeowners save on their energy bills, reduce their carbon footprint, and will also generate an enormous demand for skilled home performance contractors.

DOE Home Efficiency Rebate Program Overview

The Home Efficiency Rebate Program, also referred to as the Home Energy Performance-Based, Whole House Rebate Program, provides $4.3 billion to states to help residents make their entire home more energy efficient. This not only includes upgrading appliances like HVAC units and water heaters but also weatherization measures like installing energy-efficient windows, adding insulation, and sealing air ducts.

What is the timeline and process for funding?

Over the next 10 years, $4.3 billion in formula grants through this program will flow from the Department of Energy (DOE) to state energy offices, which will then be disbursed to homeowners and contractors across the nation.

State energy offices are responsible for applying for funding and designing their own programs to deliver funding to contractors and homeowners. While home energy rebate program funding is not yet available, DOE is expected to provide states with guidelines in summer 2023 around setting up their own programs.

Each state will receive a pre-determined amount of funding based on a formula. To help states prepare to administer this funding, DOE made a small portion of their Home Efficiency Rebate Program funding amount available to state energy offices in early 2023. States can use these early funds to cover administrative costs associated with staffing up, planning their program design and strategy, conducting workforce analyses, and reaching out to consumers.

To see how much Home Efficiency Rebate Program funds will be available for each state, check out the U.S. Department of Energy’s website.

How long are Home Efficiency Rebate funds available? 

Congress has made these funds available until September of 2031.

Earn more as you save:

The Home Efficiency Rebate Program is a performance-based incentive program — meaning it gives cash to residents based on the amount of energy their upgraded home saves.

Low- and moderate-income (LMI) homeowners (making less than 80% of their area median income) are eligible for between $4,000-$8,000 in rebates for whole-home weatherization upgrades, whereas all other homeowners are eligible for between $2,000-$4,000 in rebates. 

Contractors providing retrofits under the Home Efficiency Rebate program can also claim a $200 rebate per low-income home they service.

These types of performance-based incentives help ensure high-quality installations by holding contractors and installers accountable for their work. Implementing these home energy efficiency retrofits successfully will require contractors, installers, and others involved in Home Efficiency Program upgrades to prepare themselves by getting trained and certified to perform this work before Home Efficiency Program funding becomes available.

Get started with BPI Training today so you’ll be ready for the surge in demand for energy audits coming later this year.

Are multifamily building owners eligible for Home Efficiency Rebate Program funding?

Yes, multi-family building owners will also be eligible for up to $8,000 per unit for qualifying energy efficiency upgrades. Multi-family buildings located in low-moderate income communities will qualify for higher incentive levels.

Can Home Efficiency Rebate Program funding be combined with other programs?

The Inflation Reduction Act prohibits combining Home Efficiency Program rebates with any other federal grant or rebate for the same upgrade in a single household. This includes DOE’s complementary $4.5B Home Electrification rebate program, which was also established under the Inflation Reduction Act.

However, the IRA does not prohibit combining Home Efficiency Program rebates with state and/or utility rebate programs, or with Energy Efficiency Tax Credits (like Internal Revenue Code Section 25C).

Meeting the demand for skilled workers

Once made available to homeowners, this unprecedented amount of funding for home energy retrofits will stimulate demand for residential contractors, home energy auditors, HVAC and water heater technicians, and other home performance contractors.  

The Home Efficiency Program will create thousands of jobs in an industry that has already been rapidly growing. In fact, according to the 2022 U.S. Energy and Employment Report released by the Department of Energy (DOE), the Energy Efficiency sector employed 2,164,914 people in 2021 – an increase of 57,741 jobs, up 2.7%, from 2020 to 2021. DOE expects energy efficiency jobs to continue increasing by nearly 2% per year.

Source: United States Energy and Employment Report 2022

Federal programs, like the Home Efficiency Rebate Program, will spur thousands of new jobs, providing an excellent opportunity for current home performance contractors and job seekers alike. However, this opportunity also highlights the urgent need to train and certify contractors involved in home energy efficiency upgrades today to ensure that they are ready to help homeowners lower their energy bill tomorrow.

What you can do now to prepare for this opportunity

Whether you are new to the energy efficiency sector, an experienced contractor seeking training in a new field, or a home performance business owner interested in improving your employees’ skills, Everblue is poised to help meet the demand for contractor training and certification created by the Inflation Reduction Act.

Everblue has comprehensive hands-on training and education across a wide range of energy efficiency-related disciplines. We also offer flexible online course options that cater to people with different knowledge levels and experience. For those who prefer hands-on training, we provide equipment-based training at our weatherization training center locations nationwide.

Our instructors are all experienced Building Performance Institute (BPI)-certified professionals, and we’ve been a proud BPI Test Center partner for over a decade.

For those just entering the home performance field, our hands-on training will help you gain a better understanding of how homes function. During our BPI courses, we’ll take you to a real house to use real tools and gain real exposure to energy efficiency issues. Our online resources include detailed curriculum videos that are available 24/7, math primer videos, and field training videos.

Get started by learning more about our BPI Training courses!

BA-TP is the abbreviation for the new BPI Building Analyst Professional Certification. The BPI certifications have been around for over 20 years, and Building Analyst is well known. We just wanted to put the word out there that the Building Performance Institute (BPI) is leaning pretty heavy on using the abbreviation, so if you see BA-P Certification, they are referring to the second half of the revised Building Analyst Certification.

How is Building Analyst different from BA-P Certification?

Great question, it’s not different, exactly. In late 2020, BPI decided to split the legacy Building Analyst standard into two levels: Building Analyst Technician (BA-T) and Building Analyst Professional (BA-P).

What does BA-P Certification cover?

Building Analyst Professional covers the principles of using computer software to model the energy upgrade potential of a home and developing a scope of work. In layman’s terms, the Building Analyst Professional reviews data collected from diagnostic tests (such as a blower door test or combustion test) and plugs those numbers into software to determine how a homeowner can improve the energy efficiency of their home, lower their energy bills, and create a healthier/safer space.

How can I become a Building Analyst Professional?

To earn the BA-P Certification, you:

• Must first pass the BPI Building Science Principles written exam
• Then pass the BPI BA-T field exam 
• Then pass the BPI BA-P written exam

Who should become a Building Analyst Professional?

That answer depends on your job and career goals.

If you are a one-man-show, AKA a small business owner, you may want to earn the BA-P Certification. With this advanced designation, you not only run diagnostic tests and collect data, but you also interpret those results and turn them into meaningful energy efficiency recommendations to homeowner clients. 

As we mentioned before, the Building Analyst Certification has been available for decades. Employers, utilities, and rebate programs are quite familiar with this phrase. Going forward, it’ll be interesting to see whether these stakeholders start to require BA-T Certification in place of the legacy Building Analyst or if they require BA-P Certification. Just know that you cannot become a Building Analyst Professional without first becoming a Building Analyst Technician. 

It’s possible that the industry at large might have some difficulty with differentiating old Building Analyst vs. new Building Analyst and the associated abbreviations. After all, for years, I think many people probably would have used technician and professional interchangeably. We have to train our brains now to view those words as having unique and special meanings. A technician performs the hands-on work, while a professional analyzes the information. 

To get started on your BPI Certification journey, give us a call at 800-460-2575.

The federal government has opened a once-in-a-generation window of opportunity for the U.S. to invest billions of dollars into U.S. energy infrastructure, made possible through the passage of the Infrastructure Investment and Jobs Act (IIJA) in 2021. This funding will largely be funneled to state and local government leaders, who will design and implement programs that fund a wide range of infrastructure projects – including commercial and residential energy efficiency and renewable energy projects.

The transformative potential of these infrastructure projects to reduce carbon emissions, improve energy efficiency, and lower household energy burden can only be unlocked by addressing workforce challenges – which pose one of the biggest threats to a successful implementation of these funds. The innumerable energy efficiency jobs created by the IIJA must be filled by qualified workers – including home energy auditors and other skilled home performance contractors. 

Home energy auditors are a crucial part of the residential and commercial energy efficiency workforce. They perform energy assessments, which involve analyzing a home or commercial facility’s energy bills, detecting sources of energy loss like air leaks, and providing professional recommendations for which efficiency upgrades to prioritize. Energy auditors can save businesses and residents alike between 5-30% on their monthly energy bills while also ensuring health and safety!

Many of the programs created by the IIJA offer state and local governments the flexibility to incorporate workforce development activities into their programs. Other IIJA programs, like the U.S. Department of Energy’s (DOE) Energy Auditor Training Grant Program, are specifically designed to fund workforce development activities like recruitment, training, and certification.

DOE Energy Auditor Training Grant Program

DOE’s Energy Auditor Training Grant Program is a $40 million competitive grant that state energy offices can apply for between FY2022 and FY2026. Each state can request a maximum grant amount of $2 million. This program will enable states to provide energy auditor training assistance and build up their energy efficiency workforce.

Who is eligible to receive Energy Auditor Training Grant funds?

It’s important to note that state energy offices are the direct recipients of this federal funding, NOT individual contractors or companies. Concept papers are due March 28, 2024 and full applications are due June 28, 2024.

Once a state’s competitive application is accepted by DOE, the grant funding they receive will trickle down to the contractors and companies seeking training and certification (and that’s where Everblue comes in!).

For more information about how much money will be allocated to your state, contact your state energy office. Be sure to urge them to apply for the funding. It’s not automatically given out – and with the vast majority of IIJA funding focusing on infrastructure projects and their physical operations, rather than who will actually do the work, it’s absolutely critical that state energy offices take advantage of the Energy Auditor Training grant funds. IIJA programs that fund physical energy efficiency projects, like DOE’s $8.8 billion Home Energy Rebate program, will only succeed if the energy efficiency workforce continues to grow.

How can this funding be used?

The Energy Auditor Training Grant is designed to cover any cost associated with individuals being trained or certified to conduct energy audits in residential homes or commercial buildings, which will save customers money on their energy bills and reduce pollution from building energy use. Funds may also be used to pay the wages of a trainee while they receive training and certification.

Other state considerations:

• The importance of partnerships: Given the multitude of other federal incentives that state energy offices are pursuing – which all require significant time and resources to apply for, standing up new workforce training programs entirely on their own will be impossible. State energy offices applying for Energy Auditor Training Grant funds will need to work closely with workforce development boards, labor unions, education and training providers (like Everblue), apprenticeship intermediaries, and community colleges to assess their workforce training gaps and identify existing programs that could benefit from this new grant funding.

• Equity considerations: The Biden Administration issued a directive, known as the Justice40 Initiative, which directs all federal agencies administering grant funding to ensure that these investments flow to historically disadvantaged communities. State energy offices should be considering how best to reach disadvantaged communities with their Energy Auditor Training grant funds to make the biggest impact.

• Bolstering the home energy auditor workforce in rural areas: We often hear how challenging it is to perform home energy audits and weatherization upgrades in rural areas, given the distance contractors must travel. States should consider focusing some of their Energy Auditor Training Grant funds in rural communities, which has the potential to improve contractor coverage in rural areas and create stable, in-demand energy auditor jobs where they are most needed.

Which home energy auditor certifications will this grant funding help me acquire?

The BPI Building Analyst Certification has been explicitly listed as an acceptable certification. This entry-level BPI certification provides a strong foundation for anyone who wants to become a certified home energy auditor. This certification can also be used as a prerequisite to qualify for the more advanced HEP Energy Auditor Certification, which is also explicitly listed as an acceptable certification.

Alternatively, the RESNET HERS Rater Certification has also been explicitly listed in the legislation, as it too is a nationally recognized home energy auditor certification and can also be used as a prerequisite for HEP Energy Auditor.

The Building Performance Institute (BPI) and Residential Energy Services Network (RESNET) are competing organizations. Here at Everblue, we provide training and administer the exams for both certifications, so either way, you’re covered! Follow along with an online class or join us for hands-on training at one of our weatherization training center locations nationwide! For more information, give us a call at (800) 460-2575.

No, it’s not a certification to help you become the next Batman. BA-T is the abbreviation for the new BPI Building Analyst Technician Certification. The BPI certifications have been around for over 20 years, and Building Analyst is well known. We just wanted to put the word out there that the Building Performance Institute (BPI) is leaning pretty heavy on using the abbreviation, so if you see BA-T Certification, they are referring to the first half of the revised Building Analyst Certification.

How is Building Analyst different from BA-T Certification?

Great question, it’s not different, exactly. In late 2020, BPI decided to split the legacy Building Analyst standard into two levels: Building Analyst Technician (BA-T) and Building Analyst Professional (BA-P).

What does BA-T Certification cover?

Building Analyst Technician covers data collection and diagnostic testing in residential structures. Under the legacy Building Analyst standard, we called this internal/external home inspection, blower door testing, and combustion safety testing. These same job tasks apply to BPI BA-T Certification.

How can I become a Building Analyst Technician?

To earn the BA-T Certification, you:

• Must first pass the BPI Building Science Principles written exam
• Then pass the BPI BA-T field exam

Do I need anything beyond BA-T?

That answer depends on your job and career goals.

If you primarily work in the field performing data collection and report the data to a supervisor, then you are the perfect candidate for the BA-T Certification! 

If you are a one-man-show, AKA a small business owner, you may want to upgrade to the BA-P Certification. With this advanced designation, you not only run diagnostic tests and collect data, but you also interpret those results and turn them into meaningful energy efficiency recommendations to homeowner clients. 

Either way, the home energy audit process starts with the hard work of a Building Analyst Technician. 

As we mentioned before, the Building Analyst Certification has been available for decades. Employers, utilities, and rebate programs are quite familiar with this phrase. Going forward, it’ll be interesting to see whether these stakeholders start to require BA-T Certification in place of the legacy Building Analyst or if they require BA-P Certification. Just know that you cannot become a Building Analyst Professional without first becoming a Building Analyst Technician. 

To get started on your BPI Certification journey, give us a call at 800-460-2575.