The Interstate Renewable Energy Council (IREC) is a standard-setting and credentialing body that provides accreditation to individuals and organizations that provide high-quality job training in the building performance, energy efficiency, and renewable energy sectors.

IREC Accreditations are five-year credentials that can only be earned by meeting requirements set by IREC Standard 01023. Only 21 organizations in the U.S. have earned IREC Accreditation.

IREC’s credential program offers clean energy job training providers the opportunity to set their programs apart from their peers, but there is a reason it is given out sparingly. Applicants must go through a rigorous application process and meet extremely high standards to successfully obtain accreditation.

Specifically, IREC Accreditation requires applicants to demonstrate that their training programs:

• prepare students for a defined job
• are engaging for their students
• have a successful track record of delivery
• ensure an effective instructor-to-student ratio
• put systems in place for continuous improvement
• are responsive to changes in the industry
• cover a topic from a pre-approved list of IREC teaching topics
• comply with all other Credential Program policies outlined in the IREC Handbook

State & Local Government Agencies Encourage IREC Accredited Training

As the demand for high-quality clean energy job training explodes around the country, IREC Accreditation enables training providers to stand out as industry leaders in an increasingly crowded training marketplace.

It is also becoming more common for federal, state, and local government agencies to require that individuals involved in government-funded clean energy projects be trained by IREC Accredited trainers. For example, the U.S. Department of Energy highly recommends that individuals training to become energy auditors (who can then get involved in DOE’s Weatherization Assistance Program) get certified through an IREC Accredited training provider.

Everblue is one of the 21 training providers in the country with IREC Accreditation. Better yet, our weatherization training center locations are nationwide and our scheduling is very flexible and customizable, so we can work directly with community action agencies to provide high-quality training to a team of employees when it’s convenient for everyone.

IREC Accreditation Promotes Training Safety and Equity

IREC Accreditation helps protect the public from unqualified, unsafe, or under-equipped training environments. It also helps ensure that training providers are responsive to customer complaints and appeals and have an adequate process for remediating them. Accredited providers also ensure that the training experience they offer is fair and unbiased for all learners.

Everblue’s IREC Accredited Training Courses

Everblue, an industry leader in green job training, has earned IREC Accreditation on its Home Energy Professional HEP Energy Auditor and HEP Quality Control Inspector courses. These certifications directly prepare students for a defined job in the energy efficiency industry and qualify them to participate in the U.S. Department of Energy’s (DOE) Weatherization Assistance Program (WAP) – which supports 8,500 jobs and provides weatherization upgrades to approximately 35,000 homes every year.  

In addition, when U.S. DOE officially releases new funding through its Energy Auditor Training Grant Program and related Contractor Training Program, it will be crucial for state energy offices and nonprofit organizations to partner with an IREC Accredited training provider to deploy those funds. IREC Accreditation serves as a nationally recognized, industry-backed, third-party acknowledgment of an organization’s high level of quality and sustainability.

Choose High Quality Training

The intent of the Inflation Reduction Act (IRA) and Infrastructure Investment and Jobs Act (IIJA) is to invest in and support a clean energy workforce that can competently contribute to and grow our nation’s economy. With unprecedented federal investment at stake, grant recipients must prioritize partnering with accredited organizations like Everblue that have a proven track record of success.

To learn more about Everblue’s IREC Accredited training, give us a call at 800-460-2575.

If you missed the NASEO Energy Policy Outlook Conference that occurred in early February in DC, we’ve got a summary for you! This year’s conference was particularly interesting, as many participants specifically sought more information about the new home energy rebate programs that are anticipated to launch from the Inflation Reduction Act.

Here were the major themes and takeaways from the event:

Combining Federal Funds

State energy offices expressed interest in stacking/braiding rebates, tax credits, and other funding programs created by the Infrastructure Investment and Jobs Act (IIJA) and the Inflation Reduction Act (IRA) to ensure households can receive comprehensive energy upgrades that might not be feasible under one single program.

States asked the U.S. Department of Energy (DOE) to focus on aligning the rules of these programs with each other (e.g. by hiring dedicated staff to resolve programmatic differences, meeting with the various implementation agencies to coordinate and plan strategically, etc.). DOE will need to provide state energy offices with clarity on how the below programs can be layered:

• DOE Home Energy Rebates Program ($8.8B through IRA)
• DOE Weatherization Assistance Program ($3.5B through IIJA)
• HHS Low-income Home Energy Assistance Program ($500M through IIJA)
• DOE State Energy Program ($500M through IIJA)
• DOE Energy Efficiency and Conservation Block Grant ($430M through IIJA)
• IRS Section 25C: Energy Efficiency Home Improvement Tax Credit (IRA)
• IRS Section 45L: New Energy Efficient Home Credit (IIJA)
• DOE Energy Efficiency Revolving Loan Fund Capitalization Grant Program ($250M through IIJA)

Requests for Flexibility in DOE’s Forthcoming Home Energy Rebates Program Guidelines

States and NASEO (National Association of State Energy Officials) strongly urged DOE to provide as much flexibility as possible to state energy offices in the design and implementation of their Home Energy Rebate programs. For example:

• Allowing states to use other tools and methods besides BPI 2400 for calculating energy savings
• Involving states in the development of DOE tools and resources
• Providing states with the flexibility to decide for themselves whether to use any template offerings DOE may provide
• Allowing states to determine which documentation is necessary for determining participant eligibility for rebates
• Soliciting ideas for DOE technical assistance directly from states before executing any DOE plan or agreement
• Deferring to states on how often to require program implementors to evaluate program performance
• Allowing flexibility for determining “first time purchase” of appliances funded through DOE’s Home Electrification Program. For example, electric heat pumps that are replacing older electric resistance heating units (which are extremely prevalent in the Southern U.S.) should count as first-time purchases of appliances

NASEO Recommendations for DOE Home Energy Rebates Program

NASEO shared three program-specific recommendations:

1. Confirm that DOE Home Electrification and Home Efficiency Programs can be used in the same home.  
2. Affirm that rebates should not be issued for purchases completed before the launch of a state’s rebate programs.
3. Allow for non-electric supplemental systems (e.g. dual-fuel heat pumps), as homes in certain parts of the country require additional back-up systems for resilience.

DOE Updated Timeline (Tentative) for $8.8B Home Energy Rebates Program

DOE plans to follow a phased guidance and funding approach. In the first phase, DOE will release an Administrative and Legal Requirements Document (ALRD) in April 2023 with DOE’s guidelines for state energy offices’ program plans. States will then submit their applications in May 2023 in order to access their administrative and planning funds (essentially to help cover the work required to develop their program plan). DOE expects to distribute administrative funds as early as June ’23.

DOE expects ALRD #2 to be posted in July ’23. States would then provide a more detailed program design submission for DOE’s review and approval. The soonest that any states would start receiving the rest of their formula allocation would be September ’23. 

DOE plans to offer 3 “waves” of funding for states based on their readiness to deploy their rebate programs:

• Wave 1: November ’23
• Wave 2: December ’23- January ’24
• Wave 3: February- March ’24

Several states at the NASEO conference asked DOE if they can “raise their hand” to preemptively elect which wave they will fall into.

Responses to DOE Request for Information (RFI) are due March 3, 2023.

As always, we are intensely following the news about the DOE Home Energy Rebates so stay tuned for more information as it becomes available!

Low-income households and other individuals living in historically underserved or “disadvantaged” communities face disproportionately higher energy burdens – meaning they spend a high percentage of their gross income on their energy bills (including electricity, home heating, etc.) Individuals experiencing high energy burdens are forced to make the difficult choice between paying their utility bill each month or purchasing other necessities, like groceries or medicine. According to U.S. Census data, the average national household energy burden for low-income households is 8.6%. This far exceeds the 6% of income that is considered the maximum affordable amount for energy bills. It also contrasts sharply with the 3.1% of income that the average U.S. household spends on home energy bills.

Energy-burdened communities are more likely to deal with other compounding challenges as well. For example, they typically experience higher rates of adverse health effects and are more vulnerable to environmental disasters driven by climate change. As part of its working definition of a “disadvantaged community,” the U.S. Department of Energy (DOE) has identified 36 distinct burden indicators ranging from poor internet access to high rates of unemployment.

One of the leading causes of high energy burdens in disadvantaged communities is the prevalence of inefficient homes and appliances. Investing in energy efficiency retrofits and weatherization measures help reduce whole-home energy use and serve as an effective long-term strategy for addressing high energy burdens in historically underserved communities.

Programs like the DOE Weatherization Assistance Program (WAP) have made significant progress in reducing energy costs for low-moderate income households by providing them with cost-effective building shell improvements such as insulation and air sealing; heating, ventilation, and air conditioning systems; lighting; and appliances. Home weatherization has several other major benefits beyond making homes more energy efficient. For example, they also support household health and quality of living by improving indoor air quality, improving safety by removing energy-related hazards like carbon monoxide leaks, creating stable jobs in the local community, and lowering household carbon emissions.

While the benefits of these programs are vast, their impact has historically been limited by a lack of available funds, among other factors. The COVID-19 pandemic also disrupted the operation of existing energy efficiency and weatherization programs; prohibiting contractors from entering peoples’ homes to provide much-needed upgrades.

The Inflation Reduction Act: DOE Home Energy Rebate Programs

In 2021, President Biden signed the Inflation Reduction Act (IRA), which represents the most significant legislation in U.S. history to address home energy affordability and climate change. The law will make it more affordable for U.S. families to buy energy-efficient appliances, weatherize their home, and save on their energy bills each month.

By making highly efficient electric appliances and energy efficiency measures more accessible to communities most in need, President Biden is making good on his promise of advancing environmental justice. During his first week in office, President Biden signed Executive Order 14008, which established the Justice40 Initiative. The goal of Justice40 is to ensure that at least 40% of the benefits of all federal investments flow to disadvantaged communities. 

The IRA creates two new programs that will provide households with $8.8 billion in rebates for high efficiency electric appliances and for whole-home energy retrofits. Collectively, they are known as the Home Energy Rebate Programs. Individually, they are referred to as the Home Efficiency Program and the Home Electrification Program.

The Home Efficiency Program will provide $4.3 billion to states to help residents make their entire home more energy efficient, while the Home Electrification Program provides $4.5 billion to states and tribes to install highly efficient home appliances and equipment in resident homes.

How DOE’s Home Energy Rebates Specifically Help Low-Income Communities

Both programs specifically target low-moderate income households. While the Home Efficiency Program is open to homeowners of all income levels, low-moderate income homeowners are eligible for double the amount in rebates (up to $8,000 for whole-home weatherization upgrades compared to normal income households). In contrast, the Home Electrification Program is only available to low-moderate income homeowners and multi-family building owners whose tenants are at least 50% low-moderate income.

Additionally, under the Home Efficiency Program, contractors who perform a home energy efficiency retrofit on a home in a disadvantaged community are eligible to claim a $200 rebate for each home they weatherize.

How Will Income Eligibility for the Home Energy Rebate Programs be Determined?

The Inflation Reduction Act defines “low- or moderate-income households” as individuals or a family whose income is less than 80% of their area’s annual median income. However, DOE has not yet confirmed how it will require states to verify potential program participants’ income.

For more information on DOE’s Home Energy Rebate Programs, see these related articles:

• Career Skills Training
• Contractor Training Program
• Energy Auditor Training Grant
• HOMES Rebate Program

Paving the Way for Economic Growth in Underserved Communities

The energy efficiency and electrification rebate funding available under the IRA will not only deliver energy savings benefits to energy-burdened households but will also spur economic growth through the creation of stable, good-paying jobs. Hundreds of thousands of home performance contractors specializing in fields ranging from insulation to HVAC installation will be needed to meet the demand for upgrades created by the IRA.  

While these once-in-a-generation programs under the IRA present exciting career opportunities for job seekers, it also highlights the urgent need for new and existing contractors to begin training and getting certified so that they’re able to take on the future volume of work.

The Benefit of Building Performance Institute (BPI) Certifications

As the premier credentialing organization for the home performance industry, the Building Performance Institute (BPI) will play an integral role in helping new and experienced contractors prepare for IRA rebate funding by getting appropriately trained and certified. BPI provides certifications, standards, and programs that help contractors develop their professional proficiencies and build their careers.

BPI has a long history of teaching contractors the value of whole-home energy improvements. BPI’s “house as a system” approach focuses on how improvements throughout the entire home work together to give homeowners the most cost-effective results. Instead of hiring multiple contractors that specialize in a single trade, it can be more efficient and cost-effective to hire a BPI-certified energy auditor who can diagnose issues in a home and solve them by performing services like air sealing and HVAC replacement. BPI certifications not only serve to provide contractors with valuable knowledge and technical expertise, but can also be used as prerequisites by more experienced candidates pursuing advanced certifications like BPI’s energy auditor certification.  

The Building Performance Institute is also closely aligned with DOE’s goals for the Home Energy Rebate Programs – like BPI, DOE is also looking at weatherization measures with a “whole-home” approach to ensure the greatest benefit for households.  

Furthermore, BPI certification provides a strong foundation for contractors who want to align their business services more directly with the DOE Weatherization Assistance Program (WAP). In order for a state agency to provide weatherization services funded by WAP, the agency must employ a certified Energy Auditor and/or Quality Control Inspector. These individuals have worked their way up the ranks of the BPI certification program to earn the highest levels of certification through DOE’s Home Energy Professionals (HEP) program.

Preparing for the Opportunity

DOE Home Energy Rebates created by the Inflation Reduction Act will create unprecedented demand for weatherization services, and the most qualified people to perform this work are BPI-certified energy auditors and contractors. If you want to gain new clients and grow your business, now is the best time to earn a BPI Certification so that you can participate in the Weatherization Assistance Program and Home Energy Rebate Programs.

Are you ready for the new business that this funding will generate? Learn how you can hone your skills today with Everblue’s wide-ranging and flexible course offerings!

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.