Research Report

AARON STRONG, JEFFREY B. WENGER

Translating Military
Skills into Energy and
Infrastructure Careers
Occupational Matches, Credentials, and
State Planning Guidance
For more information on this publication, visit [Link]/t/RRA4152-1.
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About This Report

This work is intended to help veterans identify occupations in energy and infrastructure sectors
that would match the skills and knowledge of their military occupation. The goal is to bridge the gap
to a growing sustainable energy and infrastructure sectors for veterans. The intended audiences
for this report are organizations and individuals involved in supporting veterans’ transitions into
civilian employment, especially roles in energy and infrastructure sectors. This audience includes
nongovernmental organizations, veteran service organizations, workforce development practitioners,
and veterans themselves who are seeking information on how military-acquired skills can translate to
energy- and infrastructure-focused jobs.

RAND Epstein Family Veterans Policy Research Institute

This work was conducted within the RAND Epstein Family Veterans Policy Research Institute,
which is dedicated to conducting innovative, evidence-based research and analysis to improve the lives
of those who have served in the U.S. military. Building on decades of interdisciplinary expertise at
RAND, the institute prioritizes creative, equitable, and inclusive solutions and interventions that meet
the needs of diverse veteran populations while engaging and empowering those who support them. For
more information, visit [Link] or email veteranspolicy@[Link].

RAND Lowy Family Middle-Class Pathways Center

This work was conducted within the RAND Lowy Family Middle-Class Pathways Center, which
aims to identify ways to create and sustain middle-class employment in the face of rapidly changing
labor-market conditions. The center is part of RAND Education and Labor, a division of RAND
that conducts research on early childhood through postsecondary education programs, workforce
development, and programs and policies affecting workers, entrepreneurship, and financial literacy
and decisionmaking. For more information about the RAND Lowy Family Middle-Class Pathways
Center, visit [Link]/mcpc. For more information about RAND Education and Labor, visit
[Link]/education-and-labor or email educationandlabor@[Link].

Funding
This research was funded by Veterans Power America, a program of the Common Defense
Education Fund. The RAND Epstein Family Veterans Policy Research Institute was established in
2021 through a generous gift from Daniel J. Epstein through the Epstein Family Foundation. The
RAND Lowy Family Middle-Class Pathways Center was established in 2021 through a generous gift
from the Lowy Family Foundation.

iii
Acknowledgments
The authors would like to thank Ellen Pint and Jason Dempsey for thoughtful comments on
drafts of this report, as well as Daniel Schwam for assistance along the way.

iv
Summary

This research examines how service members leaving the military can smoothly transition into
jobs within the growing sustainable energy and infrastructure fields. The report highlights the strong
overlap between specialized military training and the needs of sectors such as renewable energy, energy
efficiency, construction, transportation, and waste management.
The research was designed to help veterans, workforce planners, and organizations supporting
veterans understand which military jobs best prepare individuals for civilian roles in energy and
infrastructure. Experts analyzed job duties and required skills across the Army, Navy, Marine Corps,
and Air Force, comparing them with the needs of high-demand jobs in these sectors. There are a total
of 255 matches between military and civilian occupations. The findings show that 55 different military
roles align closely with 57 civilian jobs in energy and infrastructure—many of which are expected to
grow rapidly and offer above-average pay. For example, wind turbine service technicians are expected
to grow by nearly 50 percent over the next decade with a median wage of approximately $63,000
compared with a current median wage of approximately $50,000 (U.S. Bureau of Labor Statistics,
2025).
Key findings of the study show that the technical, mechanical, construction, and logistics skills
taught in many military jobs are highly valued in renewable energy, power grid modernization,
building retrofits, public transportation, and other sustainable energy and infrastructure roles. In
addition to technical skills, the leadership, problem-solving, and adaptability instilled in military
training are prized by employers in these fast-changing fields.
The report emphasizes the importance of targeted support for service members as they leave
the military and seek civilian work. Many of the best-matched roles require only modest additional
training or civilian certifications, making the transition relatively straightforward. However, success is
more likely when transition programs include guidance on obtaining credentials, partnerships with
schools and employers, and information about regional job trends.
Workforce planners and policymakers are encouraged to focus resources on the military specialties
that most easily match to energy and infrastructure jobs. By doing so, communities can fill important
workforce gaps, help veterans secure stable and rewarding jobs, and support the nation’s shift toward a
more sustainable economy. Special attention should also be given to helping veterans understand the
economic benefits and career advancement paths energy and infrastructure sectors offer, especially in
regions where these industries are expanding.
In conclusion, military-to-civilian transitions into sustainable energy and infrastructure provide an
opportunity to meet the labor needs of growing industries while supporting those who have served.
With thoughtful planning and targeted support, veterans can continue to make a meaningful
impact—helping to build a cleaner, more resilient future for all communities.

v
Key Findings
• Across all four service branches (Army, Navy, Marine Corps and Air Force) there are 255
total matches between military and civilian occupation. Specifically, we identified 55 military
occupations that matched to 57 unique energy and infrastructure occupations. Most of these
are high-growth occupations, paying above-average wages.
• Some military occupations matched to as many as 18 energy and infrastructure occupations,
others to as few as one.
• We show which of the military jobs are likely to be good matches to civilian jobs within areas
such as renewable energy generation, and energy efficiency, as well as matches to the “type” of
occupation: enhanced skills, increased demand, or new and emerging.
• The narrow scope of matches suggests the need for targeted transition programs to help
service members acquire certifications, formal education, or additional training to fully
capitalize on these opportunities.
• There are a number of occupational matches for supervisory and training occupations; these
occupations are better suited to senior noncommissioned officers who have demonstrated
leadership and time management skills, along with the ability to communicate the essentials of
the job. Technical nonsupervisory roles are better suited to those who left military service at a
lower rank.
• Wages for sustainable energy and infrastructure occupations tend to be higher than the overall
economy.
• Significant numbers of veterans are qualified to fill the growing demand for energy and
infrastructure jobs because many of the military occupations that match the core competencies
for these sectors are some of the most common occupations in the military.
• We find that energy and infrastructure occupations have economic multipliers on the order of
1.3 to 1.5, meaning that a $1 increase in output from that occupation will result in $1.30 to
$1.50 in total economic output increased.

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Contents

About This Report ...........................................................................................................................................................iii

Summary ............................................................................................................................................................................. v
Tables ............................................................................................................................................................................... viii

Translating Military Skills into Energy and Infrastructure Careers............................................................................ 1

Sustainable Energy and Infrastructure Occupations ................................................................................................ 2
Research Methods and Data........................................................................................................................................ 4
Overall Findings ............................................................................................................................................................ 8
Skill Transferability ....................................................................................................................................................15
Army-Specific Occupation Matches ........................................................................................................................24
Navy-Specific Occupation Matches .........................................................................................................................26
Marine Corps-Specific Occupation Matches ..........................................................................................................28
Air Force-Specific Occupation Matches ..................................................................................................................30
Comparison of Army, Navy, Marine Corps, and Air Force Matches
to Civilian Sustainable Energy and Infrastructure Jobs ..................................................................................32
Guidance for Workforce Planners and Policymakers: Facilitating Military-to-Energy
and Infrastructure Sector Transitions ..............................................................................................................33
Economic Impact of Energy and Infrastructure Occupations ...............................................................................34
Conclusions..................................................................................................................................................................35

Abbreviations....................................................................................................................................................................37
References .........................................................................................................................................................................39

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Tables

Table 1. Density of Matches from Military to Energy and Infrastructure Sectors ................................................... 8
Table 2. Military Occupations and Number of Matching Civilian Occupations in the Sustainable Energy
and Infrastructure Sectors....................................................................................................................................... 9
Table 3. Military Occupation Matches to First-Line Supervisors of Mechanics, Installers, and
Repairers (SOC 49-1011).....................................................................................................................................12
Table 4. Military Occupation Matches to General and Operations Managers (SOC 11-1021)...........................13
Table 5. Military Occupation Matches to Training and Development Specialists (SOC 13-1151) ....................14
Table 6. Civilian Occupations Matching to Multiple Military Occupations ...........................................................15
Table 7. Military Occupation Matches to Hazardous Materials Removal Workers (SOC 47-4041) .................17
Table 8. Military Occupation Matches to Helpers—Installation, Maintenance, and
Repair Workers (SOC 49-9098) .........................................................................................................................18
Table 9. Military Occupations That Match to a Single Civilian Occupation ..........................................................19
Table 10. White- and Pink-Collar Civilian Energy and Infrastructure Sector Occupations
Matching to Specific Military Occupations ........................................................................................................21
Table 11. Blue-Collar Civilian Energy and Infrastructure Occupations Matching to Specific
Military Occupations .............................................................................................................................................23
Table 12. Number of High-Quality Matches: Army ..................................................................................................26
Table 13. Number of High-Quality Matches: Navy...................................................................................................28
Table 14. Number of High-Quality Matches: Marine Corps....................................................................................30
Table 15. Number of High-Quality Matches: Air Force ...........................................................................................31
Table 16. High- and Low-Economic-Multiplier Sustainable Occupations .............................................................34

viii
Translating Military Skills into Energy
and Infrastructure Careers

We follow Dierdorff et al. (2011) and consider “economic activity related to reducing the use of
fossil fuels, decreasing pollution and greenhouse gas emissions, increasing the efficiency of energy
usage, recycling materials, and developing and adopting renewable sources of energy” (p. 8). Nearly all
forecasts indicate that these sectors are some of the faster-growing sectors in the United States and
will likely be an important source of new jobs going forward (Dai et al., 2024; World Economic
Forum, 2023). Veterans transitioning from military service to the energy and infrastructure sectors
represent a promising pathway for veteran employment because the workforce skills are often aligned
and these sectors are growing.
Certain military occupations align more closely with civilian roles in energy and infrastructure,
offering unique opportunities for veterans to contribute to renewable energy, environmental
conservation, and other sustainability initiatives. To better understand these connections, we integrate
two strands of research: (1) military-to-civilian transitions and (2) energy and infrastructure
occupations and regional capacities for sustainable economic growth.
Our approach involves identifying key sectors, mapping the occupations within those sectors, and
matching them with military roles based on shared knowledge, skills, and abilities (KSA) and other
attributes. Finally, we assess the potential for these occupations to drive regional expansion of the
energy and infrastructure sectors and contribute to broader economic development. The aim of this
research is to determine whether those separating from service with only 3–5 years would be good
matches for energy and infrastructure jobs.
Each of the service branches has a method for identifying the occupational role of the
servicemember. For the Army and Marine Corps, this designation is a Military Occupational Specialty
(MOS). MOSs provide occupation descriptions as well as specific training requirements—those can
be used to understand potential civilian matches. The Navy uses has a system of ratings or rates; these
also provide job titles, and occupation descriptions, as well as training requirements. The Air Force
uses Air Force Specialty Codes (AFSCs), which like the other service branches provide the
aforementioned occupational details.
Overall, we find that 55 military occupations across four service branches (Army, Navy, Marine
Corps, and Air Force) match with 57 unique civilian occupations, with a total set of matches of 255
owing to multiple matches on both the civilian and military sides. Most of these are high-growth
occupations, paying above-average wages.
The intended audiences for this report are organizations and individuals involved in supporting
veterans’ transitions into civilian employment. This audience includes nongovernmental organizations,
veteran service organizations, workforce development practitioners, and veterans themselves who are

1
seeking information on how military-acquired skills can translate to civilian energy and infrastructure
jobs. Our goal is to help bridge the gap for veterans seeking employment in these growing sectors.
The remainder of this report is organized as follows. We begin by defining key sectors and key
occupations, and by describing our research methods and data sources, including how military
occupations are matched to energy and infrastructure jobs. Next, we present overall findings and
analyze the extent of skill transferability between military and energy and infrastructure roles.
Following this, we provide service-specific results for the Army, Navy, Marine Corps, and Air Force,
highlighting unique transition opportunities for each branch. The report then examines the economic
impact of sustainable energy and infrastructure jobs, and concludes by summarizing key takeaways
and implications for policy and practice. Tables throughout the report illustrate major findings and
support our analysis.

Sustainable Energy and Infrastructure Occupations

Our approach to identify energy and infrastructure jobs relies on Dierdorff et al. (2009, 2011).
Their goal was to identify (1) how energy and infrastructure economic activities and technologies
affect occupations, and (2) new and emerging occupations that are necessary for expansion of
sustainable energy and infrastructure sectors. Their approach starts with considering which sectors are
likely important within sustainable energy and infrastructure. From there, they consider the jobs that
are likely affected within those sectors and then use methods to group similar skills and tasks to
classify those jobs into occupations consistent with the Standard Occupational Classification (SOC)
system used by the U.S. Bureau of Labor Statistics (BLS). By focusing this way, there is a move away
from job titles and KSA approach to workforce development that can exploit all the Occupational
Information Network (O*NET), BLS, and U.S. Bureau of Economic Analysis data.

Defining the Sustainable Energy and Infrastructure Sectors

We follow Dierdorff et al. (2011) and consider “economic activity related to reducing the use of
fossil fuels, decreasing pollution and greenhouse gas emissions, increasing the efficiency of energy
usage, recycling materials, and developing and adopting renewable sources of energy” (p. 8). As such,
the sustainable energy and infrastructure sectors are
• Renewable Energy Generation
• Energy Efficiency
• Energy Trading
• Research, Design, and Consulting
• Agriculture and Forestry
• Recycling and Waste Reduction
• Transportation
• Sustainable Construction
• Energy and Carbon Capture
• Environmental Protection

2
 • Manufacturing
• Governmental and Regulatory.
Importantly, not all aspects of these sectors are necessarily part of the sustainable energy and
infrastructure sectors. For example, the sustainable construction sector is part of the broader
construction sector that has aspects of circular economy, energy efficiency, and longer life cycles, so
that many workers in the construction sector could easily be transitioned into the sustainable
construction sector.

Growth in Sustainable Energy and Infrastructure Sectors

To see how each of these sectors are expected to grow (or not), we searched the gray literature,
leaning toward federal and international reports but also association and business consulting reports
for estimates of the growth projections for each of the 12 sectors:
• Renewable Energy Generation: The U.S. Energy Information Administration (EIA)
projects 44 percent of energy will come from renewable sources by 2050 in the United States
(EIA, 2022).
• Energy Efficiency: The energy efficiency market for buildings in the United States is expected
to grow at a compound annual growth rate of 11.1 percent from 2024 to 2030 (Grand View
Research, 2022).
• Energy Trading: The electricity trading market in the United States is expected to grow at a
compound annual growth rate of 7.8 percent from 2025 to 2037 (Research Nester, 2025).
• Research, Design, and Consulting: The research, design, and consulting market in the
United States is expected to grow at a compound annual growth rate of 5.7 percent from 2024
to 2029 (The Business Research Company, 2025).
• Agriculture and Forestry: The sustainable agricultural market in the United States is
expected to grow at a compound annual growth rate of 10.7 percent from 2024 to 2034
(InsightAce Analytic, 2025).
• Recycling and Waste Reduction: The waste management and recycling market in the United
States is expected to grow at a compound annual growth rate of 4.5 percent from 2023 to
2030 (Maximize Market Research, 2023).
• Transportation: The sustainable transportation market in the United States is expected to
grow at a compound annual growth rate of 20 percent from 2024 to 2033 (The Brainy
Insights, 2024).
• Sustainable Construction: The sustainable construction materials market in the United
States is expected to grow at a compound annual growth rate of 11.9 percent from 2024 to
2032 (Global Market Insights Inc., 2025).
• Energy and Carbon Capture: The U.S. carbon capture and storage market is expected to
grow at a compound annual growth rate of 22.2 percent from 2025 to 2034 (Precedence
Research, 2025).

3
 • Environmental Protection: The U.S. environmental health and safety market is projected to
grow at a compound annual growth rate of 6.3 percent from 2024–2030 (Grand View
Research, 2024).
• Manufacturing: The North American sustainable manufacturing market is expected to grow
at a compound annual growth rate of 9.6 percent from 2024 to 2030 (Grand View Research,
2023).
• Governmental and Regulatory: There are no comprehensive estimates for the growth rate of
regulations in terms of market size available as these are administration-specific and combine
state and federal approaches.

Sustainable Energy and Infrastructure Occupations

Dierdorff et al. (2011) identified 215 occupations across three categories of energy and
infrastructure occupations. They characterize these occupations as (1) increased demand, (2)
enhanced skills, and (3) new and expanding. Increased demand occupations are those that already
exist in the economy in robust numbers and, as the sustainable energy and infrastructure sectors
expand, are likely to experience increased demand with the same KSA as previously identified in the
traditional economy. The second category of enhanced skills occupations may require additional
training in terms of skills or knowledge for individuals currently in those occupations to meet the
needs of the sustainable energy and infrastructure occupation. The third category is occupations that
are either currently in small numbers to be lumped in with a broader occupation or occupations that
do not currently exist in BLS databases. Increased demand occupations represent 64 occupations,
enhanced skills represent 60 occupations, and new and expanding represent 91 occupations,
respectively, of the 215 occupations identified by Dierdorff et al. (2011).

Research Methods and Data

O*NET Database
The primary database containing detailed descriptions of U.S.-based occupations gathered by the
BLS is O*NET. O*NET characterizes occupations by KSA, work context, work values, and work
styles, as well as the education, experience, and training necessary to successfully perform the work
required in that occupation. Additionally, BLS collects statistical data by occupation that can be used
to understand where occupations are concentrated geographically, historical trends in both
employment and earnings, and future projections of employment growth.

Matching Military to Sustainable Energy and Infrastructure Occupations

Our approach to matching military occupation to sustainable energy and infrastructure
occupations involves two steps. First, My Next Move for Veterans (MNMV) database provides a
“crosswalk” from all military occupations to close civilian occupations, where “close” is relative to
occupational attributes though not concretely defined in any of the documentation. On the military

4
side, it is exhaustive of all military occupations, but those military occupations do not map to the
exhaustive list of civilian occupations. That is, there may exist civilian occupations that would not be a
good fit for any military occupation based on skills, knowledge, and other occupational attributes. The
MNMV crosswalk should therefore be viewed as illustrative and not exhaustive, as some miliary roles
may be undercounted due to limited public descriptions being available. Next, we consider a subset of
the civilian occupations that correspond to sustainable energy and infrastructure occupations as
discussed in Dierdorff et al. (2011) and used in Curtright et al. (2024). Our results also show that
there is not an onto mapping of military occupations to sustainable energy and infrastructure sectors.
In what follows, we provide an overview of how the MNMV database was developed (a detailed
documentation of all the steps and assumptions does not exist). Importantly, the mapping between
military and civilian occupations does not preclude an individual from transitioning from a military
occupation not identified as a close match.
Morris (2020) provides a means to link military occupations to civilian occupations that forms the
backbone of the MNMV database. From its inception, MNMV has involved collaboration between
the Department of Labor (DoL) and the Department of Defense (DoD),1 among others, primarily to
obtain and improve the mappings between military and civilian jobs. The core military-to-civilian
crosswalk initially relied on data from the Defense Manpower Data Center (DMDC). However,
recognizing that the straightforward one-to-one links in the original DMDC crosswalk were often too
narrow, Congress (through the VOW [Veterans Opportunity to Work] to Hire Heroes Act of 2011,
Section 222) mandated a study to enhance this crosswalk. DoL’s Employment and Training
Administration (ETA), working in collaboration with DoD, commissioned the pilot study
Translating Military Skills to Civilian Employment, carried out by Solutions for Information Design,
Inc. (SOLID) to expand and refine the mapping of MOSs to civilian roles. This pilot study
(completed in 2014) greatly influenced the development of MNMV’s search algorithm and database,
as discussed in detail here. The enhanced crosswalk data from the pilot was integrated not only into
MNMV but also into other veteran employment platforms like the resources on the Veterans Benefits
Administration website.
Additionally, DoL tapped other partnerships and studies to inform MNMV. Data from the
DoD’s Credentialing Opportunities On-Line (COOL) programs for each service branch (Army,
Navy, Marine Corps, Air Force, Coast Guard) were incorporated to enrich the information on how
military specialties align with civilian credentials and occupations. DoD’s Office of People Analytics
and its Armed Services Vocational Aptitude Battery Career Exploration Program contributed
insights, presumably linking the aptitude-based career exploration tools used for recruits to civilian job
matches. Moreover, an independent research effort by RAND focused on Army soldiers’ KSA
(Wenger et al., 2017), was utilized to broaden the pool of potential matches for certain Army MOSs.
In summary, the development of MNMV has been a multiagency endeavor: ETA funded and led the
effort; O*NET Center developed and maintains the tool; DoD (DMDC and other units) provided
crucial military occupation data and expertise; and external research organizations (like SOLID and
RAND) performed studies to improve the matching logic. This collaborative foundation ensured that

1
Executive Order 14347, signed September 5, 2025, authorized the use of Department of War as a secondary name for the
Department of Defense. This publication was written before that order was released and thus refers to the secretary and
department by their current statutory names under Public Law 81-216, National Security Act Amendments of 1949.

5
the tool was grounded in authoritative data from both the civilian labor market and the military
personnel domain.
The backbone of MNMV is the O*NET database, which contains detailed information on nearly
all U.S. occupations. All the civilian career profiles (over 900 occupations) presented on MNMV are
drawn from the O*NET database. This includes descriptions of typical tasks and duties, knowledge
and skills required, abilities, work activities, work context, job outlook, and salary ranges. The
O*NET data itself is gathered through surveys of incumbent workers and occupational experts, along
with occupational analyst research. Thus, the MNMV inherits the strengths of O*NET: data that is
regularly updated and derived from broad-based research on U.S. labor market roles. For example,
information on the importance of certain skills or the required education level for a job in MNMV
comes directly from aggregated O*NET survey responses of people in those occupations. The use of
O*NET ensures that MNMV’s career information is comprehensive and standardized. Each
occupation is identified by an O*NET-SOC code, allowing integration with other resources and
cross-referencing.
In summary, MNMV is built on a fusion of datasets: the O*NET occupational taxonomy
(ensuring comprehensive, research-based info on civilian jobs), the DMDC and enhanced crosswalks
(linking military and civilian roles), multiple DoD and research inputs (to widen and validate those
links), and BLS/CareerOneStop data (to provide real-time and forward-looking labor market
context). The site’s architecture reflects this—essentially functioning as a specialized front-end to the
O*NET database with an added military occupation search layer. The integration of these sources is
automated and continuously maintained. According to O*NET documentation, the military-civilian
crosswalk data is updated on a quarterly basis to keep up with any changes (such as new military
occupations or revised mappings). The tool employs O*NET Web Services to dynamically fetch the
most up-to-date information when users perform searches.
One methodological challenge was to unify multiple sources (DMDC, enhanced crosswalks,
Wenger et al., 2017, COOL, and others) into one consolidated mapping database. The O*NET
Resource Center detailed a process of automated merging and rational review to build the master
crosswalk. Essentially, this loads each source’s list of military-to-civilian links and then matches
military codes across sources. Because not every source uses identical identifiers or levels of specificity,
the center sometimes had to group codes or resolve conflicts. The example given is combining various
AFSCs (Helper, Apprentice, Journeyman, etc.) into one broad code for Aerospace Ground
Equipment. For each military occupation entry from any source, the center tries to align it with an
entry in the authoritative DMDC list or a broad occupation created from DMDC data. Automated
string matching on code and title was used for most of this alignment, followed by human review to fix
any mismatches. Once unified, each military occupation entry in the database carries all linked civilian
occupations from all sources. This means if, say, the RAND study added five new matches for Army
11B (Infantryman) that were not in DMDC or the pilot, those get appended to 11B’s list in the
master crosswalk. Conversely, if sources overlapped on some matches, duplicates are removed. The
result is a “many-to-many mapping”: one military occupation may link to multiple civilian SOC codes,
and one SOC code may be linked to multiple military occupations. This aggregated crosswalk is
then regularly updated (quarterly) to incorporate new data or sources. The data integration here can
be seen as a form of data fusion with some aspects of an expert system (rules + human oversight).

6
 The O*NET Resource Center indicated that ongoing updates to the linkages involve a
combination of statistical modeling and task analysis approaches. While details are scarce, this
suggests that beyond the one-time studies, there may be efforts to algorithmically infer new links or
strengthen existing ones by comparing the content of military and civilian job descriptions. For
instance, a task analysis approach might involve breaking down the documented tasks of a military role
(perhaps from official military job manuals or training curricula) and then using text analysis or
manual expert judgment to find analogous tasks in O*NET’s civilian job descriptions. A statistical
modeling approach could involve creating feature vectors for occupations (e.g., using O*NET’s
descriptors like skills ratings, work context, etc.) and then computing similarity measures between
each military occupation’s profile and civilian occupations’ profiles. Techniques such as cosine
similarity, cluster analysis, or even machine learning classification might be applied here. A plausible
method is to use the data from the pilot study and Wenger et al. (2017) (where we have known good
matches) as a training set to train a model that can predict match scores for other, unstudied military
occupations. For example, one could use a supervised learning model where input features are the
overlap of skills/knowledge between a military job and a civilian job (perhaps using O*NET’s
taxonomy of 35 skills, 33 knowledge areas, etc., and seeing how closely the military job’s requirements
align with the civilian job’s profile). The output would be a likelihood of a match or a rank ordering of
possible matches. Such a model could then propose new links that were not previously identified,
which analysts could verify (this aligns with the statement that statistical modeling is combined with
task analysis—a model suggests and then experts review). RAND’s approach was essentially this but
using custom-collected data; O*NET might try to replicate it using their existing data fields for all
occupations. The inclusion of soft skills in RAND’s findings points to the importance of considering
factors like work style (dependability, leadership) and perhaps using those as features in any model,
not just technical skill overlap.
One important caveat to our methodology is that there may be skills (such as the soft skills
mentioned previously) that are important but are underweighted in the matching methods used in
MNMV. One consequence is that, while the matches we list below are all thought to be high-quality
matches to civilian infrastructure jobs, these matches are not an exhaustive list of all the potential
matches. Additionally, the matches likely overweight technical skill components of the military and
civilian occupations. Because some military occupations provide less detailed information about the
KSA and work attributes necessary to be a top performer in the job, our findings likely underrepresent
the number of military matches to these sustainable sector occupations. Finally, we note that there are
many occupations across service branches and within service branches that could be clustered. For
example, Helicopter Repairers have a core set of skills necessary to repair flight and weapons systems,
with some variation in emphasis. In many cases, thinking of similarly skilled military occupations
where one matches to civilian sustainable occupations may improve the set of matches that should be
considered as easily transferable. These occupations should be thought of more holistically when
considering skills transfer to civilian employment. Other occupations such as rifleman (USMC 0311)
and infantry have similar core skills, as do firefighters across service branches.

7
Overall Findings
Military Occupations Matching to Sustainable Energy and
Infrastructure Occupations
Using the subset of civilian occupations identified as sustainable energy and infrastructure
occupations, we applied a matching algorithm that linked military occupations with similar skill sets to
energy and infrastructure occupations. Overall, we found 255 matches between a military occupation
and a civilian occupation in the sustainable energy and infrastructure sectors. In many cases, a single
military occupation matched to a number of civilian occupations, and a single civilian occupation
matched to a number of military occupations. In total there were 55 unique military occupations and
57 unique civilian occupations. In Table 1, we show the number of military occupations and the
corresponding number of civilian occupations that matched to that military occupation. For example,
there is one military occupation that matches to 18 different energy and infrastructure occupations;
conversely there are ten military occupations that match to only one civilian occupation in the energy
and infrastructure sectors.

Table 1. Density of Matches from Military to Energy and Infrastructure Sectors

Military Occupations With Corresponding Number of Civilian Matches

1 18
1 13
1 11
1 10
3 8
5 7
7 6
9 5
3 4
7 3
7 2
10 1
55 Unique military occupations

In Table 2, we show all the military occupations listed in descending order of the number of
civilian matches. The leftmost column is the service branch, followed by the military occupation title,
the MOS code (for convenience we refer to all of these as MOS even though the Air Force refers to
occupation codes as AFSCs and the Navy refers to them as ratings), followed by the number of
different civilian occupations that match to that particular MOS, the share of total matches, and the
cumulative percentage. Fifteen military occupations comprise just over 50 percent of the matches to
civilian occupations (we note that this is not population-weighted). This suggests that just a few
military occupations have many high-quality matches in the energy and infrastructure sectors.

8
 Table 2. Military Occupations and Number of Matching Civilian Occupations
in the Sustainable Energy and Infrastructure Sectors

No. of
Matching Share of
Service Civilian Total Cumulative
Branch Military Occupation Title MOS Occupations Matches (%) (%)
Air Force Munitions Systems 2W0X1 18 7.1 7.1
Navy Machinist’s Mate MM 13 5.1 12.2
Air Force Aircraft Armament Systems 2W1X1 11 4.3 16.5
Navy Electrician’s Mate EM 10 3.9 20.4
Navy Aviation Ordnanceman AO 8 3.1 23.5
Air Force Aerospace Propulsion 2A6X1 8 3.1 26.7
Air Force Air Transportation 2T2X1 8 3.1 29.8
Army Helicopter Repairer 15R/T/U 7 2.8 32.6
Army Petroleum Supply Specialist 92F 7 2.8 35.3
Navy Aviation Structural Mechanic AM 7 2.8 38.1
Air Force Aerospace Maintenance 2A5X1 7 2.8 40.8
Air Force Aerospace Ground Equipment 2A6X2 7 2.8 43.6
Army Wheeled Vehicle Repairer 91B 6 2.4 45.9
Navy Aviation Boatswain’s Mate, Aircraft ABH 6 2.4 48.3
Handling
Navy Aviation Machinist’s Mate AD 6 2.4 50.6
Navy Aviation Electrician’s Mate AE 6 2.4 53.0
Navy Engineman EN 6 2.4 55.3
Navy Fire Controlman FC 6 2.4 57.7
Marine Combat Engineer 1371 6 2.4 60.0
Corps
Army Indirect Fire Infantryman 11C 5 2.0 62.0
Army Horizontal Construction Engineer 12N 5 2.0 63.9
Army Cannon Crewmember 13B 5 2.0 65.9
Army Fire Support Specialist 13F 5 2.0 67.9
Army Automated Logistical Specialist 92A 5 2.0 69.8
Navy Aviation Electronics Technician AT 5 2.0 71.8
Navy Electronics Technician ET 5 2.0 73.7
Marine Supply Administration and 3043 5 2.0 75.7
Corps Operations Specialist
Air Force Tactical Aircraft Maintenance 2A3X3 5 2.0 77.7
Army Chemical, Biological, Radiological, 74D 4 1.6 79.2
Nuclear (CBRN) Specialist
Army Unit Supply Specialist 92Y 4 1.6 80.8
Navy Logistics Specialist LS 4 1.6 82.4
Army Combat Engineer 12B 3 1.2 83.5
Army Cavalry Scout 19D 3 1.2 84.7
Army M1 Armor Crewman 19K 3 1.2 85.9
Army Multichannel Transmission 25Q 3 1.2 87.1
Systems Operator-Maintainer
Navy Boatswain’s Mate BM 3 1.2 88.3
Marine Motor Vehicle Operator 3531 3 1.2 89.4
Corps
Air Force Security Forces 3P0X1 3 1.2 90.6
Army Infantryman 11B 2 0.8 91.4

9
 No. of
Matching Share of
Service Civilian Total Cumulative
Branch Military Occupation Title MOS Occupations Matches (%) (%)
Army Military Police 31B 2 0.8 92.2
Army Human Intelligence Collector 35M 2 0.8 93.0
Navy Master-at-Arms MA 2 0.8 93.7
Marine Field Radio Operator 0621 2 0.8 94.5
Corps
Air Force Materiel Management 2S0X1 2 0.8 95.3
Air Force Services 3M0X1 2 0.8 96.1
Army Signal Support Systems Specialist 25U 1 0.4 96.5
Army Intelligence Analyst 35F 1 0.4 96.9
Army Human Resources Specialist 42A 1 0.4 97.3
Army Motor Transport Operator 88M 1 0.4 97.6
Navy Hospital Corpsman HM 1 0.4 98.0
Navy Information Systems Technician IT 1 0.4 98.4
Navy Operations Specialist OS 1 0.4 98.8
Marine Automotive Maintenance 3521 1 0.4 99.2
Corps Technician
Marine Military Police 5811 1 0.4 99.6
Corps
Air Force Knowledge Operations 3D0X1 1 0.4 100.0
Management
Total occupation matches 255
Unique military occupations 55
Unique civilian occupations 57
SOURCE: Authors’ analysis of sustainable sector jobs and O*NET. Matches provided by MNMV.
NOTE: Occupations sorted by the number of matching occupations in the civilian sector. Color coding in the first
column differentiates the different services branches.

Table 2 shows that the military occupations with the highest number of matches to energy and
infrastructure jobs are predominantly from technical and mechanical roles in the military. For
example, Air Force Munitions Systems (2W0X1) has 18 matching civilian occupations, constituting
7.1 percent of the total matches. Similarly, Navy Machinist’s Mates (MM) and Air Force Aircraft
Armament Systems (2W1X1) has 13 and 11 matches, respectively. These roles often involve skills
such as mechanical troubleshooting, equipment maintenance, and precision work, which are highly
transferable skills to jobs in sectors such as renewable energy, energy efficiency, and sustainable
manufacturing.
The second important finding from Table 2 is the cumulative contribution of the top occupations.
The top five military occupations (Air Force Munitions Systems, Navy Machinist’s Mate, Air Force
Aircraft Armament Systems, Navy Electrician’s Mate [EM], and Navy Aviation Ordnanceman [AO])
collectively account for 23.5 percent of the total matches. The top 15 military jobs (out of 55) account
for just over 50 percent of the total matches. This highlights the concentration of transferable skills in
specific military roles that align well with energy and infrastructure jobs. Additionally, there appears to
be broad representation across service branches. While the Air Force and Navy dominate the top
matches, the Army and Marine Corps also contribute significantly, especially in roles such as
Helicopter Repairer (15R/T/U), Petroleum Supply Specialist (92F), Combat Engineer (12B), and

10
Automated Logistical Specialist (92A). This indicates that the transition opportunities span across all
branches of the military, though the type of transferable skills may vary.
However, there are also some specialized roles with limited matches. Some military occupations,
such as Army Signal Support Systems Specialist (25U), Navy Hospital Corpsman (HM), and Marine
Corps Military Police (5811), have only one matching occupation. These roles may require additional
training or certification to transition effectively into energy and infrastructure jobs, as their skill sets
are more specialized or less directly applicable to these sectors. Overall, the matching civilian
occupations suggest that military personnel bring valuable KSA to the energy and infrastructure
sectors, including
• Mechanical and technical skills: Roles such as Air Force Aerospace Maintenance (2A5X1)
and Navy Aviation Structural Mechanic (AM) align with jobs in wind turbine maintenance,
solar panel installation, and sustainable transportation systems.
• Logistical and operational expertise: Occupations like Army Automated Logistical Specialist
(92A) and Navy Logistics Specialist (LS) are relevant to supply chain management in energy
and infrastructure industries.
• Engineering and construction skills: Army Combat Engineers (12B) and Marine Corps
Combat Engineers (1371) can transition into roles in sustainable construction and
infrastructure development.
Table 2 highlights the significant overlap between military occupations and civilian roles in energy
and infrastructure. The findings demonstrate that technical, mechanical, logistical, and engineering
skills acquired in the military are highly transferable to sustainable sector jobs. By leveraging these
skills and providing targeted support, military personnel can play a critical role in advancing energy
and infrastructure sectors while achieving successful civilian transitions.
In Table 3, we provide detailed examinations into particular energy and infrastructure
occupations. We start with the occupations that had the most military matches and examine, in detail,
why these military occupations are good matches. Our first example is First-Line Supervisors of
Mechanics, Installers, and Repairers (SOC 49-1011). In general, first-line supervisory positions would
be open to those with significant experience, most likely senior noncommissioned officers (NCOs),
and may require significant sustainable sector experience as well. Workers in this occupation oversee
and coordinate the activities of subordinates engaged in the repair, maintenance, and installation of
machinery and equipment. They ensure that repairs are completed efficiently and within budget while
also managing scheduling, training, and adherence to safety regulations. Additionally, they may be
involved in diagnosing mechanical problems and implementing solutions. We can compare SOC 49-
1011 with Army 15T UH-60 (Black Hawk) Helicopter Repairer. This occupation includes
conducting inspections, troubleshooting issues, performing repairs on both airframe and systems, and
ensuring that helicopters are safe and mission-ready. Army 15Rs, 15Ts, and 15Us work with tools,
equipment, and technical manuals to carry out their tasks, and they may also train other soldiers in
basic maintenance tasks. Because the skill sets are similar, we group all Helicopter Repairers into a
single MOS and label it 15R/T/U.
Similarly, the Navy ratings that are good matches have similar attributes as the Helicopter
Repairers in the Army. All the aviation mates have responsibilities for different systems, but, given

11
the relatively broad remit of the first-line supervisors, this could be a good fit for each. For example, an
Aviation Machinist’s Mate (AD) in the U.S. Navy is responsible for the maintenance, repair, and
troubleshooting of aircraft engines and propulsion systems. This role involves conducting inspections,
performing both scheduled and unscheduled maintenance, and ensuring that all equipment meets
safety and operational standards. Aviation Machinist’s Mates also work on fuel allocation systems and
may be involved in the installation of new equipment and components. Their work is critical to
ensuring that aircraft are ready for flight operations.

Table 3. Military Occupation Matches to First-Line Supervisors of Mechanics, Installers, and

Repairers (SOC 49-1011)

Service Branch MOS MOS Title

Army = 4
15R/T/U AH-64, UH-60, CH-47 Helicopter Repairer
25Q Multichannel Transmission Systems Operator-Maintainer
25U Signal Support Systems Specialist
91B Wheeled Vehicle Repairer
Navy = 10
ABH Aviation Boatswain’s Mate, Aircraft Handling
AD Aviation Machinist’s Mate
AE Aviation Electrician’s Mate
AM Aviation Structural Mechanic
AT Aviation Electronics Technician
EM Electrician’s Mate
EN Engineman
ET Electronics Technician
FC Fire Controlman
MM Machinist’s Mate
Marine Corps = 2
0621 Field Radio Operator
3521 Automotive Maintenance Technician
Air Force = 6
2A3X3 Tactical Aircraft Maintenance
2A5X1 Aerospace Maintenance
2A6X1 Aerospace Propulsion
2A6X2 Aerospace Ground Equipment
2W0X1 Munitions Systems
2W1X1 Aircraft Armament Systems
Total 22
SOURCE: Authors’ analysis of sustainable sector jobs and O*NET. Matches provided by MNMV.
NOTE: Occupations sorted by service branch and then occupation code.

In Table 4, we show which military occupations match to the civilian role of General and
Operations Manager (provided by MNMV). We skip discussing this in detail because this occupation
is not typically open to junior enlisted personnel. While it is possible that those who are retiring from
the military may start their own businesses, this is not the focus of our analysis. The aim of this
research is to determine whether those separating from service with only 3–5 years would be good
matches for energy and infrastructure jobs. If we examine the types and skills and duties carried out by

12
general and operations managers, we see that this occupation is geared for those with more experience.
For example, general managers must have the capacity for strategic thinking, leadership and team
management, budgeting and financial management skills, along with excellent problem-solving and
analytical skills, combined with deep knowledge of operational best practices and industry standards.

Table 4. Military Occupation Matches to General and Operations Managers (SOC 11-1021)

Service Branch MOS MOS Title

Army = 7
12N Horizontal Construction Engineer
13B Cannon Crewmember
13F Fire Support Specialist
15R/T/U Helicopter Repairer
25Q Multichannel Transmission Systems Operator-Maintainer
35M Human Intelligence Collector
91B Wheeled Vehicle Repairer
Navy = 7
ABH Aviation Boatswain’s Mate, Aircraft Handling
AD Aviation Machinist’s Mate
AE Aviation Electrician’s Mate
AM Aviation Structural Mechanic
AT Aviation Electronics Technician
EM Electrician’s Mate
ET Electronics Technician
Air Force = 8
2A3X3 Tactical Aircraft Maintenance
2A5X1 Aerospace Maintenance
2A6X1 Aerospace Propulsion
2A6X2 Aerospace Ground Equipment
2W0X1 Munitions Systems
2W1X1 Aircraft Armament Systems
3D0X1 Knowledge Operations Management
3M0X1 Services
Total 22
SOURCE: Authors’ analysis of sustainable sector jobs and O*NET. Matches provided by MNMV.
NOTE: Occupations sorted by service branch and then occupation code.

In Table 5, we examine the military occupations that are good matches to training and
development specialists. While program-level training management may require senior leadership
experience, the military routinely tasks junior NCOs and junior enlisted with structured instruction
and daily on-the-job training (OJT). We therefore expect strong alignment to entry-level
instructional/field coaching/OJT trainer roles for many separating service members, with training
program management roles more suited to senior NCOs/officers.

13
 Table 5. Military Occupation Matches to Training and Development Specialists (SOC 13-1151)

Service Branch MOS MOS Title

Army = 11
11B Infantryman
11C Indirect Fire Infantryman
13F Fire Support Specialist
15R/T/U Helicopter Repairer
19D Cavalry Scout
19K M1 Armor Crewman
31B Military Police
35F Intelligence Analyst
35M Human Intelligence Collector
42A Human Resources Specialist
92F Petroleum Supply Specialist

Navy = 4 AD Aviation Machinist’s Mate

AM Aviation Structural Mechanic
AO Aviation Ordnanceman
MA Master-at-Arms
Marine Corps = 1
5811 Military Police

Air Force = 4 2A6X2 Aerospace Ground Equipment

2W0X1 Munitions Systems
2W1X1 Aircraft Armament Systems
3P0X1 Security Forces
Total 20
SOURCE: Authors’ analysis of sustainable sector jobs and O*NET. Matches
provided by MNMV.
NOTE: Occupations sorted by service branch and then occupation code.

There are a diverse set of military occupations that align with the civilian role of Hazardous
Materials Removal Worker. Fourteen military occupations across four service branches (Army, Navy,
Marine Corps, and Air Force) align with this civilian role. These occupations involve handling,
transporting, or managing hazardous materials, making their skill sets directly applicable to this
civilian job. We note that Army occupations dominate matches. The Army contributes seven out of
the 14 matches, accounting for 50 percent of the total. Occupations such as CBRN Specialist (74D),
Petroleum Supply Specialist (92F), and combat-related roles like Cannon Crewmember (13B) and
Cavalry Scout (19D) demonstrate a strong alignment. This dominance reflects the Army’s focus on
roles requiring exposure to hazardous environments, chemical handling, and logistical operations,
which are key competencies for hazardous materials removal.
There are, however, specialized roles in other service branches that match to civilian hazardous
material removal. The Navy contributes three matches, including Machinist’s Mate (MM) and
Logistics Specialist (LS), which involve technical skills and logistical expertise. The Aviation
Boatswain’s Mate, Aircraft Handling (ABH) role also aligns due to experience with hazardous
substances like aviation fuel and chemicals. The Air Force provides three matches, including
Munitions Systems (2W0X1) and Aircraft Armament Systems (2W1X1), which involve handling

14
explosives and hazardous materials. Air Transportation (2T2X1) adds logistical expertise relevant to
managing hazardous cargo. The Marine Corps contributes one match, Motor Vehicle Operator
(3531), whose experience in transporting hazardous materials makes this occupation relevant.

Skill Transferability
Table 6 provides a summary of how many military occupations match each of the civilian
occupations and is the analog of Table 2. This shows that most of the civilian occupations that are
good matchers are in leadership positions that may or may not necessarily be energy and infrastructure
occupations.

Table 6. Civilian Occupations Matching to Multiple Military Occupations

No. of Matching Share of

Military Matches Cumulative
SOC O*NET Title Occupations (%) (%)
49-1011 First-Line Supervisors of Mechanics, Installers, 22 8.6 8.6
and Repairers
11-1021 General and Operations Managers 22 8.6 17.3
13-1151 Training and Development Specialists 20 7.8 25.1
47-4041 Hazardous Materials Removal Workers 14 5.5 30.6
49-9098 Helpers—Installation, Maintenance, and 13 5.1 35.7
Repair Workers
51-9061 Inspectors, Testers, Sorters, Samplers, and 13 5.1 40.8
Weighers
49-2094 Electrical and Electronics Repairers, 11 4.3 45.1
Commercial and Industrial Equipment
51-2011 Aircraft Structure, Surfaces, Rigging, and 8 3.1 48.2
Systems Assemblers
43-5071 Shipping, Receiving, and Traffic Clerks 8 3.1 51.4
53-3032 Heavy and Tractor-Trailer Truck Drivers 7 2.7 54.1
53-7051 Industrial Truck and Tractor Operators 7 2.7 56.9
13-1081 Logistics Engineers 7 2.7 59.6
51-2031 Engine and Other Machine Assemblers 6 2.4 62.0
11-3051 Biofuels Production Managers 6 2.4 64.3
47-2061 Construction Laborers 6 2.4 66.7
53-7062 Laborers and Freight, Stock, and Material 5 2.0 68.6
Movers, Hand
49-9071 Maintenance and Repair Workers, General 5 2.0 70.6
47-2073 Operating Engineers and Other Construction 5 2.0 72.5
Equipment Operators
17-2072 Electronics Engineers, Except Computer 5 2.0 74.5
19-5012 Occupational Health and Safety Technicians 4 1.6 76.1
17-3024 Robotics Technicians 4 1.6 77.6
49-3031 Bus and Truck Mechanics and Diesel Engine 4 1.6 79.2
Specialists

15
 No. of Matching Share of
Military Matches Cumulative
SOC O*NET Title Occupations (%) (%)
49-9041 Industrial Machinery Mechanics 4 1.6 80.8
53-1047 Recycling Coordinators 4 1.6 82.4
43-5061 Production, Planning, and Expediting Clerks 4 1.6 83.9
51-8013 Power Plant Operators 3 1.2 85.1
13-1020 Wholesale and Retail Buyers, Except Farm 3 1.2 86.3
Products
51-4041 Machinists 3 1.2 87.5
51-1011 First-Line Supervisors of Production and 3 1.2 88.6
Operating Workers
43-5032 Dispatchers, Except Police, Fire, and 3 1.2 89.8
Ambulance
47-1011 Solar Energy Installation Managers 3 1.2 91.0
33-3031 Fish and Game Wardens 2 0.8 91.8
43-5011 Freight Forwarders 2 0.8 92.5
51-8021 Stationary Engineers and Boiler Operators 2 0.8 93.3
47-4090 Solar Thermal Installers and Technicians 2 0.8 94.1
53-3052 Bus Drivers, Transit and Intercity 2 0.8 94.9
51-2028 Electrical and Electronic Equipment 2 0.8 95.7
Assemblers
11-9021 Construction Managers 1 0.4 96.1
49-9051 Electrical Power-Line Installers and Repairers 1 0.4 96.5
47-2211 Sheet Metal Workers 1 0.4 96.9
49-9099 Geothermal Technicians 1 0.4 97.3
47-2051 Cement Masons and Concrete Finishers 1 0.4 97.6
11-1011 Chief Sustainability Officers 1 0.4 98.0
47-2111 Electricians 1 0.4 98.4
47-2011 Boilermakers 1 0.4 98.8
15-1252 Software Developers, Systems Software 1 0.4 99.2
51-9012 Separating, Filtering, Clarifying, Precipitating, 1 0.4 99.6
and Still Machine Setters, Operators, and
Tenders
19-4031 Chemical Technicians 1 0.4 100.0
255

There are a number of sustainable energy and infrastructure occupations that deserve individual
attention. Military personnel transitioning into hazardous materials removal bring specialized KSA
that are critical for these roles:
• Chemical and hazardous material handling: Army CBRN Specialists (74D) and Air Force
Munitions Systems specialists (2W0X1) have direct experience with hazardous substances,
making them highly suited for removal and mitigation tasks.

16
 • Logistical expertise: Army Petroleum Supply Specialists (92F), Navy Logistics Specialists
(LS), and Air Force Air Transportation personnel (2T2X1) are skilled in managing the
movement and storage of hazardous materials safely and efficiently (shown in Table 7).
• Mechanical and technical skills: Navy Machinist’s Mates (MM) and Air Force Aircraft
Armament Systems specialists (2W1X1) provide technical expertise in handling and
maintaining equipment exposed to hazardous materials.
• Combat and operational experience: Army Cannon Crewmembers (13B) and Cavalry
Scouts (19D) bring situational awareness and operational discipline, as well as strong
adherence to safety protocols, which are critical for managing hazardous environments.

Table 7. Military Occupation Matches to Hazardous Materials Removal Workers (SOC 47-4041)

Service Branch MOS MOS Title

Army = 7
11C Indirect Fire Infantryman
13B Cannon Crewmember
13F Fire Support Specialist
19D Cavalry Scout
19K M1 Armor Crewman
74D CBRN Specialist
92F Petroleum Supply Specialist
Navy = 3
ABH Aviation Boatswain’s Mate, Aircraft Handling
LS Logistics Specialist
MM Machinist’s Mate
Marine Corps = 1
3531 Motor Vehicle Operator
Air Force = 3
2T2X1 Air Transportation
2W0X1 Munitions Systems
2W1X1 Aircraft Armament Systems

Total 14
SOURCE: Authors’ analysis of sustainable sector jobs and O*NET. Matches provided by MNMV.
NOTE: Occupations sorted by service branch and then occupation code.

The military occupations listed in Table 8 align well with the civilian occupation of Helpers—
Installation, Maintenance, and Repair Workers due to their focus on technical, mechanical, and
operational tasks. These roles emphasize hands-on work, troubleshooting, and assisting in the
maintenance and repair of equipment, which are core responsibilities of Helpers, an important entry-
level occupation. Examples of high-quality matches include Army Helicopter Repairers (15R/T/U)
and Navy Electrician’s Mates (EM), who are trained to perform maintenance, repairs, and installation
tasks in high-pressure environments. These skills translate directly to civilian repair and maintenance
jobs.

17
 Table 8. Military Occupation Matches to Helpers—Installation, Maintenance,
and Repair Workers (SOC 49-9098)

Service Branch MOS MOS Title

Army = 2
15R/T/U Helicopter Repairer
91B Wheeled Vehicle Repairer
Navy = 8
AE Aviation Electrician’s Mate
AO Aviation Ordnanceman
BM Boatswain’s Mate
EM Electrician’s Mate
EN Engineman
ET Electronics Technician
FC Fire Controlman
MM Machinist’s Mate
Marine Corps = 1
3531 Motor Vehicle Operator
Air Force = 2
2A6X1 Aerospace Propulsion
2W0X1 Munitions Systems
Total 13
SOURCE: Authors’ analysis of sustainable sector jobs and O*NET.
Matches provided by MNMV.
NOTE: Occupations sorted by service branch and then occupation code.

Once again, there is diverse representation across service branches. The Navy dominates this table
with eight matching occupations, reflecting its emphasis on technical and mechanical roles such as
Aviation Electrician’s Mate (AE), Boatswain’s Mate (BM), and Machinist’s Mate (MM). These
occupations involve working with electrical systems, engines, and machinery, making them highly
relevant to installation and repair work. The Army, Air Force, and Marine Corps also contribute
matches, demonstrating that technical expertise is a common thread across all branches. For example,
Army Wheeled Vehicle Repairers (91B) and Marine Corps Motor Vehicle Operators (3531) bring
experience in maintaining and repairing vehicles and equipment, and Air Force Aerospace Propulsion
specialists (2A6X1) and Munitions Systems specialists (2W0X1) are skilled in maintaining
propulsion systems and handling technical installations.
The Helpers—Installation, Maintenance, and Repair Workers occupation is accessible to
individuals who may not have a college degree but possess practical skills and on-the-job training.
Military personnel transitioning from these MOS roles often have substantial technical experience,
making them highly competitive for these positions. Many of these military occupations emphasize
experiential learning and technical certifications rather than formal academic education. For instance,
Navy Electronics Technicians (ET) and Helicopter Repairers (15R/T/U) receive specialized training
that equips them with the expertise needed for civilian installation and repair jobs. Entry-level roles
such as Helpers—Installation, Maintenance, and Repair Workers provide a stepping stone to higher-
paying positions in technical fields. Military personnel with relevant experience can quickly advance to
supervisory or specialized roles, such as lead technicians or certified repair specialists.

18
 Military personnel transitioning into this civilian occupation bring a range of transferable skills:
• Mechanical aptitude: Navy Machinist’s Mates (MM) and Army Wheeled Vehicle Repairers
(91B) are skilled in diagnosing and repairing mechanical systems.
• Electrical and electronics expertise: Navy Electrician’s Mates (EM) and Electronics
Technicians (ET) have experience installing and maintaining electrical systems, which is
critical for repair work.
• Problem-solving and adaptability: Roles such as Navy Fire Controlman (FC) and Air Force
Munitions Systems specialists (2W0X1) require precision, troubleshooting, and adaptability,
traits that are highly valued in civilian repair and maintenance jobs.
Installation, maintenance, and repair work is increasingly important in energy and infrastructure
sectors, particularly in fields such as renewable energy, energy-efficient appliances, and sustainable
infrastructure. Military personnel transitioning into these roles can contribute to sustainable
industries by applying their skills to the installation and maintenance of solar panels, wind turbines,
and energy-efficient systems.
The military occupations listed in Table 9 align with highly specialized civilian roles that require
distinct KSA. These civilian roles often demand focused expertise, which limits the number of
military occupations that match directly to them. Examples include Medical and Clinical Laboratory
Technologists, Electrical Engineers, and Computer and Information Systems Managers. Several
matches involve technical expertise, such as Electricians (Army Signal Support Systems Specialist
[25U] and Marine Corps Electrician [1141]) and Electrical Engineers (Navy Operations Specialist
[OS]). These roles require in-depth knowledge of electrical systems, troubleshooting, and installation,
which are well-developed in specific military occupations but not broadly applicable across other roles.

Table 9. Military Occupations That Match to a Single Civilian Occupation

Service Branch Military Occupation Title SOC

Army = 4 Signal Support Systems Specialist Electricians
Intelligence Analyst Training and Development Specialists
Human Resources Specialist Training and Development Specialists
Motor Transport Operator Heavy and Tractor-Trailer Truck Drivers
Navy = 3 Hospital Corpsman Medical and Clinical Laboratory
Technologists
Information Technology Specialist Inspectors, Testers, Sorters, Samplers, and
Weighers
Operations Specialist Electrical Engineers
Marine Corps = 2 Electrician Electricians
Military Police Training and Development Specialists
Air Force = 1 Cyber Operations Technician Computer and Information Systems
Managers
SOURCE: Authors’ analysis of sustainable sector jobs and O*NET. Matches provided by MNMV.
NOTE: Occupations sorted by service branch and then military occupation code.

19
 The civilian role of Training and Development Specialists appears multiple times, matched to
Army Intelligence Analysts, Army Human Resources Specialists, and Marine Corps Military Police.
This suggests that these military roles emphasize instructional, leadership, and organizational skills,
which align with civilian training and development positions. Army Motor Transport Operators
match to Heavy and Tractor-Trailer Truck Drivers, reflecting the direct transferability of skills
related to vehicle operation, logistics, and transportation management. Highly specialized military
roles like Navy Hospital Corpsman and Air Force Cyber Operations Technician align with civilian
occupations that demand advanced technical or scientific knowledge, such as Medical and Clinical
Laboratory Technologists and Computer and Information Systems Managers.
Many of the civilian occupations listed require formal education, certifications, or specialized
training, which may explain why only one military occupation aligns with each. For example, Medical
and Clinical Laboratory Technologists require specific scientific and medical knowledge, which aligns
closely with Navy Hospital Corpsman but not with other military medical roles. Computer and
Information Systems Managers, meanwhile, require a high level of technical expertise and leadership,
making Air Force Cyber Operations Technician a unique match.
Military personnel transitioning into these civilian roles may need additional certifications or
formal education to meet industry standards. For instance, Electricians may require state-specific
licensing. Medical and Clinical Laboratory Technologists may need certification from organizations
such as the American Society for Clinical Pathology. Computer and Information Systems Managers
may benefit from obtaining certifications like CompTIA Security+ or CISSP (Certified Information
Systems Security Professional). Because of the large array of occupational certifications and licensing
that can vary by state or nationally, we do not attempt to match each occupation with the required
certification or educational pathway. For many transitioning service members, using services such as
the service-branch specific online credentialing tool (e.g., Army or Navy COOL) provides a robust
resource for learning about credentialing opportunities.
Table 9 highlights the alignment between specialized military occupations and civilian roles that
demand focused expertise. These matches underscore the value of military training in preparing
personnel for highly technical, instructional, or logistical civilian jobs. However, the narrow scope of
matches suggests the need for targeted transition programs to help service members acquire
certifications, formal education, or additional training to fully capitalize on these opportunities. By
addressing these gaps, military personnel can successfully transition into these critical civilian roles in
energy and infrastructure sectors.
Many of these military occupations translate to a number of good civilian economy jobs. Why
then should transitioning veterans be thinking about employment in energy and infrastructure sectors?
Part of the reason is its potential for long-term growth. Already wind and solar energy combined with
battery storage are comprising significant proportions of generation and consumption. For example,
the United States as a whole generates 10 percent of its energy from wind, and another 4 percent
from solar (EIA, 2024). By contrast, at 4 p.m. on Tuesday, July 22, 2025, California was generating
81 percent of its energy from renewable sources, with solar making up 63 percent of the total, and
wind comprising an additional 14 percent (California ISO, undated). Secondly, wages in this sector
are higher than for many other sectors.

20
 Table 10 shows that the wage distribution for white- and pink-collar occupations in energy and
infrastructure sectors is shifted upward (higher wages) compared with the overall civilian economy
(Table 11 focuses on blue-collar occupations). White-collar occupations are professional, managerial,
or administrative jobs typically performed in an office setting, while pink-collar occupations are jobs in
the service industry or care-related fields traditionally held by women, such as nursing, teaching, or
administrative support. Across all occupations, the 25th-percentile (p25) wage cutoff for the full
economy is $17.66; the 50th percentile (p50), or median, is $23.80; and the 75th percentile (p75) is
$37.89. In contrast, energy and infrastructure occupations show significantly higher wages, with no
white-/pink-collar jobs paying below the p25 threshold, only 8 percent of jobs paying below the
median, and 28 percent paying below the p75 cutoff. This indicates that energy and infrastructure
white-/pink-collar jobs tend to offer higher wages across the board, reflecting the value placed on
specialized skills and knowledge required in these roles.

Table 10. White- and Pink-Collar Civilian Energy and Infrastructure Sector Occupations
Matching to Specific Military Occupations

Occupation Title SOC Code p25 p50 p75

Management Occupations
Chief Sustainability Officers 11-1011 $60.61 $99.24 $115.00
General and Operations Managers 11-1021 $32.29 $49.50 $78.91
Biofuels Production Managers 11-3051 $45.49 $58.39 $75.16
Hydroelectric Production Managers 11-3052 $45.49 $58.39 $75.16
Methane/Landfill Gas Collection System Operators 11-3053 $45.49 $58.39 $75.16
Biomass Power Plant Managers 11-3054 $45.49 $58.39 $75.16
Geothermal Production Managers 11-3055 $45.49 $58.39 $75.16
Industrial Production Managers 11-3056 $45.49 $58.39 $75.16
Construction Managers 11-9021 $40.14 $51.43 $66.99
Business and Financial Operations Occupations
Wholesale and Retail Buyers, Except Farm Products 13-1020 $28.21 $36.37 $47.69
Logistics Engineers 13-1081 $30.25 $38.89 $50.16
Logistics Analysts 13-1081 $30.25 $38.89 $50.16
Training and Development Specialists 13-1151 $23.51 $31.66 $44.02
Computer and Mathematical Occupations
Software Developers, Systems Software 15-1252 $49.55 $63.98 $81.25
Architecture and Engineering Occupations
Electronics Engineers, Except Computer 17-2072 $47.56 $61.34 $78.85
Robotics Technicians 17-3024 $28.16 $34.02 $41.98
Electro-Mechanical Technicians 17-3024 $28.16 $34.02 $41.98
Life, Physical, and Social Science Occupations
Chemical Technicians 19-4031 $22.44 $27.78 $35.07
Occupational Health and Safety Technicians 19-5012 $23.81 $28.10 $35.97
Occupational Health and Safety Specialists 19-5012 $23.81 $28.10 $35.97
Protective Service Occupations
Fish and Game Wardens 33-3031 $25.60 $32.78 $39.47
Office and Administrative Support Occupations
Freight Forwarders 43-5011 $20.91 $23.99 $29.92
Dispatchers, Except Police, Fire, and Ambulance 43-5032 $19.35 $23.50 $29.58
Production, Planning, and Expediting Clerks 43-5061 $22.41 $27.78 $34.37
Shipping, Receiving, and Traffic Clerks 43-5071 $17.81 $20.77 $23.75

21
 Occupation Title SOC Code p25 p50 p75
All Occupations 00-0000 $17.66 $23.80 $37.89
Energy and infrastructure sector occupations paying 0 2 7
less (count of occupations)
Percent of energy and infrastructure sector occupations 0% 8% 28%
paying less
SOURCE: BLS Occupational Employment and Wage Statistics.
NOTE: If the energy and infrastructure sectors matched the economy overall, 25 percent of occupations on this list
would pay wages within the p25 quartile instead of 0 percent.

Management occupations in the energy and infrastructure sectors stand out for their exceptionally
high wages. For example, Chief Sustainability Officers earn $60.61 at p25, $99.24 at the median,
and $115.00 at p75, far exceeding the wage distribution of the overall economy. Similarly, other
managerial roles, such as Biofuels Production Managers, Geothermal Production Managers, and
Construction Managers, consistently offer wages well above the median for the full economy. These
positions require leadership, technical expertise, and decisionmaking skills that align with the growing
demand for sustainability-focused industries. Most of these jobs are not accessible to the vast majority
of transitioning veterans, unless they are college graduates with significant management experience
(officers). Additionally, technical roles such as Software Developers and Electronics Engineers also
command high wages, reflecting the premium placed on STEM-related skills in energy and
infrastructure.
While energy and infrastructure jobs generally pay higher wages, the occupations that fall below
the median or p75 thresholds tend to be administrative or support roles. For example, Shipping,
Receiving, and Traffic Clerks and Dispatchers earn wages closer to the full economy’s distribution,
with median pay ranging between $20.77 and $23.50. These roles are less specialized and require
fewer advanced technical skills compared with managerial or engineering positions, which explains
their relatively lower pay in the energy and infrastructure sectors. However, even these roles often
offer wages that align with or slightly exceed the full economy’s lower quartiles, suggesting that these
sectors still provide competitive compensation for less specialized positions.
The wage distribution for blue-collar occupations in the energy and infrastructure sectors reveals a
significant upward shift relative to the overall civilian economy (Table 11). At p25, only 6 percent of
energy and infrastructure occupations pay less than the full civilian economy’s cutoff of $17.66,
compared with the expected 25 percent if the wage distribution mirrored the overall economy. At the
median (p50), 34 percent of energy and infrastructure occupations pay below the full economy’s cutoff
of $23.80, and at p75, 69 percent of occupations pay below $37.89. While wages for blue-collar jobs in
the sustainable energy and infrastructure sectors are generally higher than the civilian economy at the
lower end of the wage scale, the gap narrows significantly at the higher percentiles, indicating a more
compressed wage distribution.

22
 Table 11. Blue-Collar Civilian Energy and Infrastructure Occupations Matching
to Specific Military Occupations
Occupation Title SOC Code p25 p50 p75
Construction and Extraction Occupations
Solar Energy Installation Managers 47-1011 $30.00 $37.83 $48.17
Boilermakers 47-2011 $29.92 $35.26 $44.96
Cement Masons and Concrete Finishers 47-2051 $22.13 $26.28 $31.66
Construction Laborers 47-2061 $18.32 $22.47 $28.32
Operating Engineers and Other Construction Equipment 47-2073 $22.97 $28.23 $36.42
Operators
Electricians 47-2111 $23.47 $29.98 $39.29
Sheet Metal Workers 47-2211 $22.74 $29.26 $38.28
Hazardous Materials Removal Workers 47-4041 $20.53 $23.31 $29.88
Solar Thermal Installers and Technicians 47-4090 $19.23 $23.14 $29.31
Weatherization Installers and Technicians 47-4090 $19.23 $23.14 $29.31
Installation, Maintenance, and Repair Occupations
First-Line Supervisors of Mechanics, Installers, and Repairers 49-1011 $29.44 $37.64 $47.90
Electrical and Electronics Repairers, Commercial and Industrial 49-2094 $27.28 $34.28 $40.94
Equipment
Bus and Truck Mechanics and Diesel Engine Specialists 49-3031 $23.68 $29.15 $35.43
Industrial Machinery Mechanics 49-9041 $25.34 $30.65 $37.53
Electrical Power-Line Installers and Repairers 49-9051 $31.61 $44.50 $51.89
Maintenance and Repair Workers, General 49-9071 $18.77 $23.38 $29.67
Helpers—Installation, Maintenance, and Repair Workers 49-9098 $16.23 $18.68 $22.40
Geothermal Technicians 49-9099 $19.57 $23.39 $29.37
Production Occupations
First-Line Supervisors of Production and Operating Workers 51-1011 $27.08 $34.23 $41.72
Aircraft Structure, Surfaces, Rigging, and Systems Assemblers 51-2011 $25.57 $29.65 $36.17
Electrical and Electronic Equipment Assemblers 51-2028 $18.00 $21.17 $23.96
Engine and Other Machine Assemblers 51-2031 $20.57 $25.26 $33.68
Machinists 51-4041 $22.23 $27.00 $31.21
Power Plant Operators 51-8013 $37.21 $47.92 $53.84
Stationary Engineers and Boiler Operators 51-8021 $28.90 $36.15 $46.36
Separating, Filtering, Clarifying, Precipitating, and Still Machine 51-9012 $20.11 $23.80 $29.50
Operators
Inspectors, Testers, Sorters, Samplers, and Weighers 51-9061 $18.62 $22.82 $28.83
Transportation and Material Moving Occupations
Recycling Coordinators 53-1047 $23.44 $29.76 $37.27
Heavy and Tractor-Trailer Truck Drivers 53-3032 $22.71 $27.62 $31.50
Bus Drivers, Transit and Intercity 53-3052 $22.14 $27.61 $33.21
Industrial Truck and Tractor Operators 53-7051 $19.13 $22.30 $25.81
Laborers and Freight, Stock, and Material Movers, Hand 53-7062 $17.03 $18.72 $22.29
All Occupations 00-0000 $17.66 $23.80 $37.89
Energy and infrastructure sector occupations paying less (count 2 11 22
of occupations)
Percent of energy and infrastructure sector occupations paying 6% 34% 69%
less
SOURCE: BLS Occupational Employment and Wage Statistics.
NOTE: If the energy and infrastructure sectors matched the economy overall, 25 percent of occupations on this list
would pay wages within the p25 band instead of 6 percent.

23
 Table 11 also shows that occupations requiring specialized skills or supervisory responsibilities
tend to pay well across all percentile bands. For instance, Electrical Power-Line Installers and
Repairers earn $31.61 at p25, $44.50 at p50, and $51.89 at p75—well above the civilian economy’s
wage distribution. Similarly, Solar Energy Installation Managers and First-Line Supervisors of
Mechanics, Installers, and Repairers offer competitive wages at all levels, reflecting the value of
technical expertise and leadership in sustainable industries.
Occupations such as Maintenance and Repair Workers, General and Geothermal Technicians
provide solid wages at p25, but their pay at p50 and p75 aligns more closely with the civilian economy.
For example, Maintenance and Repair Workers, General, earn $18.77 at p25 (above the civilian cutoff
of $17.66), but their p75 wage of $29.67 falls below the sustainable sector’s higher-paying roles. This
suggests that while these jobs offer better entry-level wages, they may lack the upward mobility seen in
more specialized positions.
Occupations such as Helpers—Installation, Maintenance, and Repair Workers, and Laborers and
Freight, Stock, and Material Movers, Hand have wages that fall closer to the civilian economy’s
benchmarks, especially at p50 and p75. For example, Helpers—Installation, Maintenance, and Repair
Workers earn $16.23 at p25 and $22.40 at p75, which is competitive at the lower end but distinctively
lower than the full economy at higher percentiles. These roles may serve as entry points for workers
transitioning from military service into sustainable energy and infrastructure jobs.
Many sustainable construction roles, such as Solar Energy Installation Managers, Boilermakers,
and Electricians, show strong wage performance across all percentiles. These roles require technical
expertise and are critical to the expansion of renewable energy infrastructure, making them highly
valued.
Table 11 underscores the upward wage shift for blue-collar occupations in sustainable energy and
infrastructure sectors, particularly at 25p, where only 6 percent of jobs pay below the civilian
economy’s cutoff. Specialized and supervisory roles consistently offer higher wages across all
percentiles, reflecting the demand for technical expertise and leadership in sustainable industries.
However, entry-level and general labor roles, while competitive at the lower end of the wage scale,
exhibit less differentiation at higher percentiles. These findings highlight the potential for providing
well-paying opportunities for transitioning military personnel in energy and infrastructure sectors,
particularly those with technical skills or experience in skilled trades. For those in general labor roles,
the sector offers competitive entry-level wages, though upward mobility may require further
specialization or training.

Army-Specific Occupation Matches

The Army occupations with the highest number of matches to energy and infrastructure jobs are
heavily concentrated in technical and mechanical roles. For example, Helicopter Repairer (15R/T/U)
and Petroleum Supply Specialist (92F) each have seven matches, while Wheeled Vehicle Repairer
(91B) follows closely with six matches. These roles involve hands-on technical expertise, equipment
maintenance, and logistical operations, which are highly transferable to civilian jobs in sustainable
industries, such as renewable energy systems, energy-efficient transportation, and infrastructure.

24
 Several combat support and logistical roles also show strong alignment with energy and
infrastructure jobs:
• Automated Logistical Specialist (92A) and Unit Supply Specialist (92Y) have five and four
matches, respectively, reflecting the importance of supply chain management and inventory
control in energy and infrastructure industries.
• Horizontal Construction Engineer (12N) and Combat Engineer (12B) align with sustainable
construction and infrastructure development, showcasing the relevance of engineering and
construction skills to energy and infrastructure.
Combat-focused roles such as Indirect Fire Infantryman (11C), Cannon Crewmember (13B),
and Fire Support Specialist (13F) each have five matches, but their alignment with energy and
infrastructure jobs is less direct compared with technical or logistical roles. These matches likely
reflect transferable skills such as teamwork, operational planning, and adaptive problem-solving
rather than specific technical expertise.
Occupations such as Signal Support Systems Specialist (25U), Intelligence Analyst (35F), and
Human Resources Specialist (42A) have only one match each. These roles are highly specialized and
may require additional civilian training or certifications to transition effectively into energy and
infrastructure jobs. For example, Signal Support Systems Specialists align with roles in electrical
systems installation or maintenance, while Intelligence Analysts align with training and development
roles in the civilian sector.
The results reflect the Army’s organizational structure, which emphasizes specialized MOSs
tailored to specific operational needs. Technical and mechanical roles, such as Wheeled Vehicle
Repairer (91B) and Petroleum Supply Specialist (92F), are highly transferable to energy and
infrastructure jobs due to their focus on equipment maintenance, operational efficiency, and logistical
management—skills critical to sustainable industries.
Army engineering roles, such as Horizontal Construction Engineer (12N) and Combat Engineer
(12B), align well with sustainable construction and infrastructure development. These MOSs
emphasize skills in heavy equipment operation, structural design, and problem-solving, which are
essential for infrastructure projects like renewable energy installations and eco-friendly building
construction. Administrative and analytical roles, such as Human Resources Specialist (42A) and
Intelligence Analyst (35F), have fewer matches to energy and infrastructure jobs. This reflects the
specialized nature of these roles, which may not directly align with the technical or operational focus
of many energy and infrastructure occupations. However, transferable skills such as organizational
management and data analysis could still be leveraged with additional training or certifications.
The results in Table 12 highlight the strong alignment between Army technical, mechanical, and
engineering roles and energy and infrastructure jobs. These occupations offer clear pathways for
transitioning service members, particularly those in roles involving equipment maintenance, logistical
operations, and construction. Combat-focused and specialized roles, while less directly aligned, still
provide valuable transferable skills that can be leveraged with targeted training or certifications.
Transition programs should prioritize high-match occupations while providing support for less
directly aligned roles to maximize opportunities for Army personnel in the energy and infrastructure
sectors.

25
 Table 12. Number of High-Quality Matches: Army

No. of Matching
Job Title MOS Jobs
Helicopter Repairer 15R/T/U 7
Petroleum Supply Specialist 92F 7
Wheeled Vehicle Repairer 91B 6
Indirect Fire Infantryman 11C 5
Horizontal Construction Engineer 12N 5
Cannon Crewmember 13B 5
Fire Support Specialist 13F 5
Automated Logistical Specialist 92A 5
CBRN Specialist 74D 4
Unit Supply Specialist 92Y 4
Combat Engineer 12B 3
Cavalry Scout 19D 3
M1 Armor Crewman 19K 3
Multichannel Transmission Systems Operator- 25Q 3
Maintainer
Infantryman 11B 2
Military Police 31B 2
Human Intelligence Collector 35M 2
Signal Support Systems Specialist 25U 1
Intelligence Analyst 35F 1
Human Resources Specialist 42A 1
Motor Transport Operator 88M 1
Total matches 75
Unique jobs in energy and infrastructure sectors 30
SOURCE: Authors’ analysis of sustainable energy and infrastructure jobs and O*NET. Matches provided
by MNMV.
NOTE: Occupations sorted by the number of matching occupations in the civilian sector.

Navy-Specific Occupation Matches

The Navy ratings with the highest number of matches to energy and infrastructure jobs are
heavily concentrated in technical and mechanical occupations. For example, Machinist’s Mate (MM)
leads with 13 matches, followed by Electrician’s Mate (EM) with ten matches, and various aviation-
related roles such as Aviation Structural Mechanic (AM) and Aviation Ordnanceman (AO) with
seven and eight matches, respectively. These roles emphasize mechanical systems, electrical expertise,
and aviation equipment maintenance—skills that are highly transferable to energy and infrastructure
jobs such as renewable energy systems, sustainable transportation, and energy-efficient infrastructure
maintenance.

26
 Several matches reflect the Navy’s unique focus on maritime and aviation operations:
• Boatswain’s Mate (BM) and Aviation Boatswain’s Mate, Aircraft Handling (ABH), align
with civilian roles requiring expertise in heavy equipment handling, hazardous materials
management, and logistics, which are critical for sustainable industries like wind turbine
installation and port-based renewable energy projects.
• Aviation-related ratings, such as Aviation Machinist’s Mate (AD) and Aviation Electrician’s
Mate (AE), demonstrate strong alignment with energy and infrastructure jobs requiring
electrical and mechanical expertise in energy-efficient aviation systems or sustainable
transportation technologies.
Ratings such as Operations Specialist (OS), Information Systems Technician (IT), and Hospital
Corpsman (HM) have only one match each. These roles are highly specialized and may not directly
align with the technical or operational focus of many energy and infrastructure jobs. However, their
transferable skills—such as data management, systems analysis, and health care expertise—could still
be leveraged with additional training or certifications to expand their applicability to sustainable
industries.
Navy enlisted personnel are trained to operate and maintain complex systems in maritime
environments, which makes their technical expertise highly relevant to energy and infrastructure
jobs. For example, Machinist’s Mate (MM) and Engineman (EN) are skilled in maintaining
engines, turbines, and other mechanical systems, which align with civilian roles in renewable energy
infrastructure, such as wind turbine and hydroelectric plant maintenance. Electrician’s Mate (EM)
and Electronics Technician (ET) bring expertise in electrical systems and electronics, which are
essential for energy and infrastructure jobs involving solar panel installation, energy-efficient
building systems, and electrical grid modernization.
The Navy’s aviation-related ratings, such as Aviation Structural Mechanic (AM) and Aviation
Electronics Technician (AT), highlight the Navy’s unique focus on aviation maintenance and
operations. These skills translate well to civilian roles in sustainable transportation systems, including
energy-efficient aircraft maintenance and the development of sustainable aviation technologies.
Ratings such as Logistics Specialist (LS) and Boatswain’s Mate (BM) emphasize supply chain
management, equipment handling, and operational planning, which are critical for sustainable
industries. For example, logistics expertise is vital for managing the supply chains of renewable energy
projects, while equipment handling skills align with roles in sustainable construction and
infrastructure development.
Table 13 demonstrates the strong alignment between Navy technical, mechanical, and aviation-
related ratings and civilian sustainable-sector jobs. The Navy’s focus on maritime operations, aviation
expertise, and technical systems maintenance makes its enlisted personnel uniquely suited for roles in
renewable energy, sustainable transportation, and energy-efficient infrastructure. Transition programs
should prioritize high-match ratings while providing targeted support for specialized roles to
maximize opportunities for Navy personnel in the sustainable economy. This approach will ensure
that the Navy’s unique skill sets are fully leveraged in advancing sustainability goals.

27
 Table 13. Number of High-Quality Matches: Navy

Job Title Rating No. of Matching Jobs

Machinist’s Mate MM 13
Electrician’s Mate EM 10
Aviation Ordnanceman AO 8
Aviation Structural Mechanic AM 7
Aviation Boatswain’s Mate, Aircraft Handling ABH 6
Fire Controlman FC 6
Engineman EN 6
Aviation Machinist’s Mate AD 6
Aviation Electrician’s Mate AE 6
Electronics Technician ET 5
Aviation Electronics Technician AT 5
Logistics Specialist LS 4
Boatswain’s Mate BM 3
Master-at-Arms MA 2
Operations Specialist OS 1
Information Systems Technician IT 1
Hospital Corpsman HM 1
Total matches 90
Unique jobs in energy and infrastructure sectors 36
SOURCE: Authors’ analysis of sustainable sector jobs and O*NET. Matches provided by MNMV.
NOTE: Occupations sorted by the number of matching occupations in the civilian sector.

Marine Corps-Specific Occupation Matches

The Marine Corps MOS with the highest number of matches is Combat Engineer (1371), with
six matches to energy and infrastructure jobs. This MOS emphasizes construction, infrastructure
development, and heavy equipment operation, which align closely with roles such as sustainable
construction, renewable energy infrastructure, and eco-friendly building projects. Combat Engineers
are trained to work in challenging environments, making their skills highly adaptable to the demands
of energy and infrastructure industries.
The Supply Administration and Operations Specialist (3043) role has five matches, reflecting
the importance of logistical expertise in sustainable industries. This MOS focuses on inventory
management, supply chain coordination, and operational efficiency, which are critical for supporting
renewable energy projects and sustainable manufacturing processes.
Motor Vehicle Operator (3531) contributes three matches, highlighting the transferability of
transportation and logistics skills to roles such as energy-efficient fleet management and sustainable
transportation systems.

28
 The remaining Marine Corps MOSs, such as Field Radio Operator (0621), Automotive
Maintenance Technician (3521), and Military Police (5811), have fewer matches (two or fewer).
These roles are more specialized and may not directly align with the technical or operational focus of
many energy and infrastructure jobs. However, their transferable skills—such as communication
system expertise, vehicle maintenance, and public safety—could still be leveraged with additional
training or certifications.
Marine Corps personnel are trained to operate in diverse and challenging environments, which
enhances their adaptability to civilian roles. For example, Combat Engineers (1371) are skilled in
construction, demolition, and infrastructure repair, making them highly suited for sustainable
construction projects and renewable energy installations. Motor Vehicle Operators (3531),
meanwhile, are experienced in transporting materials and equipment under demanding conditions,
aligning with logistical roles in energy and infrastructure industries.
The Marine Corps places significant emphasis on logistical and operational support roles, as
evidenced by the strong matches for Supply Administration and Operations Specialist (3043). This
MOS’s focus on inventory management and operational efficiency makes it a natural fit for jobs
requiring coordination of resources and materials.
Unlike the Army and Navy, which have a broader range of technical MOSs, the Marine Corps has
fewer highly specialized technical roles. This is reflected in the smaller number of matches for MOSs
like Automotive Maintenance Technician (3521) and Field Radio Operator (0621). However, the
Marine Corps’ emphasis on adaptability and cross-functional skills provides opportunities for
personnel to transition into jobs with additional training or certifications.
Table 14 highlights the alignment between Marine Corps MOSs and sustainable energy and
infrastructure jobs, with a focus on engineering, logistics, and transportation roles. The adaptability
and versatility of Marine Corps personnel make them well-suited for transitioning into these
industries, particularly in construction and logistical support. Transition programs should prioritize
high-match MOSs while providing targeted support for specialized roles to maximize opportunities
for Marine Corps personnel to contribute to the sustainable economy. By leveraging their unique skills
and training, Marines can play a vital role in advancing sustainability goals while achieving successful
civilian career transitions.

29
 Table 14. Number of High-Quality Matches: Marine Corps
Job Title MOS No. of Matching Jobs
Combat Engineer 1371 6
Supply Administration and Operations Specialist 3043 5
Motor Vehicle Operator 3531 3
Field Radio Operator 0621 2
Automotive Maintenance Technician 3521 1
Military Police 5811 1
Total matches 18
Unique jobs in energy and infrastructure sectors 16
SOURCE: Authors’ analysis of sustainable sector jobs and O*NET. Matches provided by MNMV.
NOTE: Occupations sorted by the number of matching occupations in the civilian sector. Due to differences
in training, MNMV finds more civilian matches for Marine Corps Combat Engineers than for Army Combat
Engineers.

Air Force-Specific Occupation Matches

The AFSCs with the highest number of matches are heavily concentrated in technical and
maintenance-related occupations. Munitions Systems (2W0X1) leads with 18 matches, followed by
Aircraft Armament Systems (2W1X1) with 11 matches, and Aerospace Propulsion (2A6X1) with
eight matches. These roles emphasize specialized technical expertise, equipment maintenance, and
operational readiness, which align closely with jobs such as renewable energy systems maintenance,
energy-efficient transportation, and infrastructure development.
Several AFSCs reflect the Air Force’s unique focus on aerospace operations and maintenance. For
example, Aerospace Maintenance (2A5X1) and Aerospace Ground Equipment (2A6X2) both have
seven matches, highlighting the relevance of aerospace-related skills to civilian roles in sustainable
transportation systems and renewable energy infrastructure. Tactical Aircraft Maintenance (2A3X3)
contributes five matches, showcasing the transferability of aircraft maintenance expertise to jobs
requiring precision and technical proficiency.
Logistical roles such as Air Transportation (2T2X1) and Materiel Management (2S0X1)
demonstrate strong alignment with energy and infrastructure jobs. These roles focus on supply chain
management, cargo handling, and inventory control, which are critical for supporting renewable
energy projects, sustainable manufacturing, and eco-friendly transportation systems.
AFSCs such as Security Forces (3P0X1), Knowledge Operations Management (3D0X1), and
Services (3M0X1) have fewer matches (three or fewer). These roles are more specialized and may not
directly align with the technical or operational focus of many jobs. However, their transferable skills—
such as organizational management, data handling, and public safety—could still be leveraged with
additional training or certifications.
Air Force personnel are trained to operate and maintain highly complex aerospace systems, which
makes their technical expertise highly relevant to energy and infrastructure jobs. For example,
Munitions Systems (2W0X1) personnel are skilled in handling hazardous materials and precision

30
equipment, aligning with civilian roles in renewable energy systems and environmental remediation.
Aircraft Armament Systems (2W1X1) personnel bring expertise in maintaining and troubleshooting
complex systems, which translates well to sustainable industries requiring technical precision and
operational reliability.
The Air Force’s emphasis on global mobility and logistics is reflected in roles such as Air
Transportation (2T2X1) and Materiel Management (2S0X1). These AFSCs focus on efficient
transportation and supply chain operations, which are crucial for managing resources in industries
like renewable energy and sustainable manufacturing. Many technical AFSCs, such as Aerospace
Propulsion (2A6X1) and Aerospace Ground Equipment (2A6X2), provide a foundation for
transitioning into emerging technologies. These roles involve maintaining engines, electrical systems,
and ground support equipment, which are critical for renewable energy installations and sustainable
transportation systems.
Table 15 highlights the strong alignment between Air Force technical, maintenance, and logistical
AFSCs and energy and infrastructure jobs. The Air Force’s focus on aerospace operations, precision
skills, and global mobility makes its enlisted personnel uniquely suited for roles in renewable energy,
sustainable transportation, and energy-efficient infrastructure. Transition programs should prioritize
high-match AFSCs while providing targeted support for specialized roles to maximize opportunities
for Air Force personnel in energy and infrastructure. By leveraging their unique skills and training,
Airmen can play a vital role in advancing sustainability goals while achieving successful civilian
career transitions.

Table 15. Number of High-Quality Matches: Air Force

Job Title AFSC No. of Matching Jobs

Munitions Systems 2W0X1 18
Aircraft Armament Systems 2W1X1 11
Aerospace Propulsion 2A6X1 8
Air Transportation 2T2X1 8
Aerospace Maintenance 2A5X1 7
Aerospace Ground Equipment 2A6X2 7
Tactical Aircraft Maintenance 2A3X3 5
Security Forces 3P0X1 3
Materiel Management 2S0X1 2
Services 3M0X1 2
Knowledge Operations Management 3D0X1 1
Total matches 72
Unique jobs in the sustainable economy 29
SOURCE: Authors’ analysis of sustainable sector jobs and O*NET. Matches provided by MNMV.
NOTE: Occupations sorted by the number of matching occupations in the civilian sector.

31
Comparison of Army, Navy, Marine Corps, and Air Force Matches
to Civilian Sustainable Energy and Infrastructure Jobs
The Army, Navy, Marine Corps, and Air Force all demonstrate strong alignment between their
military occupations and energy and infrastructure jobs, but the nature of these matches reflects the
unique training and operational focus of each service branch. The Army exhibits a broad range of
matches across technical, logistical, and combat support roles, with occupations like Helicopter
Repairer (15R/T/U) and Petroleum Supply Specialist (92F) leading the way. These roles emphasize
equipment maintenance, logistical operations, and engineering expertise, which translate well to jobs
in renewable energy systems, logistics, and infrastructure development. While combat-focused roles
such as Cannon Crewmember (13B) and Indirect Fire Infantryman (11C) have fewer matches, they
highlight transferable skills like teamwork and operational planning. In contrast, the Navy’s matches
are dominated by technical and maritime expertise, with occupations like Machinist’s Mate (MM) and
Electrician’s Mate (EM) leading the list. The Navy’s focus on mechanical systems, electrical work, and
aviation maintenance aligns closely with jobs in renewable energy, sustainable transportation, and
energy-efficient infrastructure.
The Marine Corps has fewer total matches compared with the Army and Navy but stands out
for its emphasis on adaptability and logistical support. The Combat Engineer (1371) leads Marine
Corps matches, reflecting the branch’s expertise in construction, infrastructure repair, and heavy
equipment operation—skills that are critical for sustainable construction and renewable energy
projects. Logistical roles like Supply Administration and Operations Specialist (3043) also highlight
the Marine Corps’ focus on inventory management and operational efficiency, which are vital
for sustainable manufacturing and renewable energy supply chains. In contrast, the Air Force
demonstrates a strong focus on aerospace and precision maintenance roles, with occupations like
Munitions Systems (2W0X1) and Aircraft Armament Systems (2W1X1) leading its matches.
These roles emphasize technical expertise and operational reliability, making Air Force personnel
uniquely suited for jobs involving renewable energy systems, sustainable aviation technologies, and
advanced transportation infrastructure. The Air Force also contributes logistical expertise through
Air Transportation (2T2X1), aligning with eco-friendly transportation and supply chain management
roles.
While all four branches show alignment with energy and infrastructure jobs, the nature of their
matches highlights key differences in training and operational focus. The Army and Navy have
broader representation across technical and logistical roles, with the Navy emphasizing maritime and
aviation expertise and the Army showcasing versatility across combat support, engineering, and
maintenance occupations. The Marine Corps, while smaller in scope, demonstrates strong alignment
with construction and logistical roles, reflecting its adaptability and cross-functional training. The Air
Force stands out for its aerospace and precision maintenance expertise, which aligns with emerging
technologies and renewable energy infrastructure. Together, these findings underscore the unique
contributions of each branch to energy and infrastructure sectors and highlight the importance of
tailoring transition programs to the specific strengths and training of service members from each
branch. By leveraging these differences, military personnel can play a critical role in advancing
sustainability goals while achieving successful civilian career transitions.

32
Guidance for Workforce Planners and Policymakers: Facilitating
Military-to-Energy and Infrastructure Sector Transitions
Workforce planners and policymakers have a significant opportunity to connect transitioning
military personnel with the rapidly growing energy and infrastructure sectors. Evidence shows that
technical, mechanical, logistical, and engineering military roles—such as Aerospace Maintenance
(2A5X1), Aviation Structural Mechanic (AM), Automated Logistical Specialist (92A), and Combat
Engineer (1371)—offer strong alignment with civilian occupations in renewable energy, energy
efficiency, sustainable transportation, and infrastructure. These matches are most prevalent in the
Army and Navy’s engineering and technical occupations, the Marine Corps’ construction and logistics
roles, and the Air Force’s aerospace and precision maintenance specialties.
Key actions to improve military-to-civilian transitions in energy and infrastructure include
• Focus on high-alignment occupations. Target recruitment, training, and support initiatives
toward military roles that directly match high-growth civilian occupations, such as wind
turbine maintenance, solar installation, sustainable construction, and supply chain
management. Use mapping tools like MNMV to identify close matches and develop
pathways tailored to the unique strengths of each service branch.
• Bridge certification and training gaps. While many military-acquired skills are highly
transferable, some aligned civilian jobs may require additional certifications, licenses, or
formal education. Transition assistance should include information and support accessing
credentialing resources (e.g., Army or Navy COOL), as well as partnerships with community
colleges or technical schools to create streamlined programs for military veterans. We note
that in some of our findings we recommend occupations that may require licensing or
certification; readers should access the relevant COOL website for more details.
• Support transition for specialized and limited-match roles. For military personnel whose
occupations have limited direct matches (e.g., Intelligence Analysts [35F], Military Police
[31B], or Hospital Corpsmen [HM]), develop targeted programs that offer training in
emerging areas within the sector, such as cybersecurity for renewable energy, environmental
health and safety, or data management.
• Leverage economic and regional opportunities. Prioritize workforce development efforts in
regions where renewable energy and infrastructure sectors are expanding and where the
economic multipliers are greatest in order to maximize spillover benefits for local economies.
• Communicate economic advantages. Publicize the higher-than-average wages and long-term
growth potential in energy and infrastructure occupations, as well as accessible entry-level
opportunities for those without a college degree. Highlight the upward mobility afforded by
technical and supervisory roles, attracting more veterans to pursue training for these pathways.
By aligning training programs, credentialing support, and outreach with the military occupations
that best match the needs of the energy and infrastructure economy, policymakers and workforce
planners can accelerate veteran transitions, close skills gaps in vital sectors, and realize broad economic
and sustainability benefits.

33
Economic Impact of Energy and Infrastructure Occupations
To better understand how these occupations affect the broader economy, we estimate the likely
knock-on effects of expansion of particular occupations. When there is expansion of one sector, it has
the potential to cascade into other sectors; this occurs because some outputs from one sector are inputs
into another sector. If sector A expands, all sectors that are inputs to sector A also expand and create
multiplier effects throughout an economy as long as the inputs are produced in the economy and
not imported. Importantly, some occupations exist across multiple economic sectors. For example,
electricians exist in construction, manufacturing, and many other sectors. Our approach draws from
previous work in Lauland et al. (2022) that considered the risk-reward trade-off during the COVID-19
pandemic of opening up different sectors in terms of economic multipliers and the risk of exposure
based on some important aspects of the O*NET database regarding transition risk dimensions.
Our approach is to use the BLS occupation by industry for the North American Industry
Classification System (NAICS) three-digit disaggregation. We calculate the proportion of each
occupation in each sector and use that to provide weights to calculate the weighted average of the
economic multiplier for each occupation. To construct economic multipliers, we use a national model
implemented in IMPLAN (2013) and aggregate to the three-digit NAICS codes. This provides us the
multipliers for each of the sectors that can be used to create the weighted average.

Results
Interestingly, of the 57 occupations that are associated with military occupations, 41 have
weighted economic multipliers of between 1.3 and 1.5. This means that an increase in GDP of $1
associated with that occupation corresponds to an increase in total GDP of between $1.30 and $1.50.
In Table 16, we provide the occupations that have multipliers greater than 1.5 and less than 1.3.
Interestingly, those occupations with the lowest economic multipliers are associated with new and
emerging occupations. This may be because the inputs to production in those sectors associated with
those occupations tend to use nonmarket inputs such as wind, solar, geothermal, and biomass,
meaning that there exist no economic multipliers associated with them.

Table 16. High- and Low-Economic-Multiplier Sustainable Occupations

Sustainable Employment
Occupation Projections Economic
SOC O*NET Title Category 2023–2033 Multiplier

33-3031 Fish and Game Wardens Increased Demand −5 1.65

53-3052 Bus Drivers, Transit and Intercity Increased Demand 5.2 1.65
13-1151 Training and Development Specialists Enhanced Skills 11.5 1.61
11-1011 Chief Sustainability Officers New and Emerging 5.5 1.52
51-1011 First-Line Supervisors of Production Increased Demand 0.6 1.51
and Operating Workers
11-3051 Biofuels Production Managers New and Emerging 2.8 1.29

34
 Sustainable Employment
Occupation Projections Economic
SOC O*NET Title Category 2023–2033 Multiplier
11-3051 Hydroelectric Production Managers New and Emerging 2.8 1.27

11-3051 Methane/Landfill Gas Collection New and Emerging 2.8 1.27

System Operators
11-3051 Biomass Power Plant Managers New and Emerging 2.8 1.27

11-3051 Geothermal Production Managers New and Emerging 2.8 1.27

11-3051 Industrial Production Managers Increased Demand 2.8 1.27

51-4041 Machinists Enhanced Skills 1.7 1.27

51-9012 Separating, Filtering, Clarifying, Enhanced Skills 1.7 1.26

Precipitating, and Still Machine
Setters, Operators, and Tenders
51-2028 Electrical and Electronic Equipment Increased Demand 7.2 1.24
Assemblers
51-2031 Engine and Other Machine Increased Demand −21.3 1.24
Assemblers
51-2011 Aircraft Structure, Surfaces, Rigging, Enhanced Skills −16.4 1.16
and Systems Assemblers
NOTE: Employment projections are from BLS and economic multipliers are weighted averages of BLS multipliers.

Conclusions
There are many reasons why ex-service members can find it hard to transition to the civilian
economy. One of the most common reasons is the skills mismatch between military and civilian
occupations. However, in this analysis, we find substantial potential for transitioning military
personnel into energy and infrastructure jobs, leveraging the unique skills, training, and expertise
developed across the Army, Navy, Marine Corps, and Air Force. These matches demonstrate the
alignment between military roles and the growing demand for technical, logistical, and operational
expertise in renewable energy, energy efficiency, sustainable transportation, and infrastructure. By
identifying specific pathways for military personnel to enter these occupations, this research highlights
opportunities to support veterans while taking advantage of the growth associated with these
industries.
Across all service branches, technical and mechanical roles emerge as the most transferable to
energy and infrastructure jobs. The Army, with its focus on engineering and logistical operations,
excels in roles such as Helicopter Repairer (15R/T/U), Petroleum Supply Specialist (92F), and
Horizontal Construction Engineer (12N), which align well with renewable energy systems and
sustainable construction. The Navy, on the other hand, demonstrates strong alignment in maritime
and aviation-related roles, such as Machinist’s Mates (MM) and Aviation Structural Mechanics (AM),

35
which are critical for sustainable transportation systems and energy-efficient infrastructure. The
Marine Corps emphasizes adaptability and logistical support, with Combat Engineers (1371) and
Supply Administration and Operations Specialists (3043) contributing to sustainable construction
and renewable energy supply chains. Meanwhile, the Air Force stands out for its aerospace expertise,
particularly in Munitions Systems (2W0X1) and Tactical Aircraft Maintenance (2A3X3), which
align with emerging sustainable technologies and renewable energy installations.
While the majority of matches are concentrated in technical roles, specialized technical
occupations such as Intelligence Analysts (35F), Human Resources Specialists (42A), and Field Radio
Operators (0621) show fewer matches to energy and infrastructure jobs. These roles may require
additional certifications or targeted training to transition effectively into these industries.
Furthermore, occupations with limited matches highlight the need for tailored programs to bridge
gaps in technical or managerial expertise. For example, transitioning military personnel in
administrative or security roles could benefit from certifications in data management, cybersecurity for
renewable energy systems, or environmental health and safety.
The wage analysis underscores the economic benefits of energy and infrastructure jobs,
particularly in technical and supervisory roles. Both white-collar and blue-collar occupations exhibit
upward wage shifts compared with the overall civilian economy, with specialized roles offering
competitive pay across all percentiles. Entry-level positions, such as helpers in installation and repair
work, provide accessible pathways for military personnel without college degrees, while supervisory
and technical roles offer opportunities for career advancement. Transition programs should focus on
equipping veterans with the necessary certifications and skills to access higher-paying roles in the
energy and infrastructure sectors.
Economic multiplier analysis further highlights the knock-on effects of expanding energy and
infrastructure occupations. Many of the identified jobs, particularly those in renewable energy and
sustainable construction, have significant economic spillover effects, creating growth across related
industries. Occupations in emerging sustainable technologies, such as biofuels production and
geothermal energy management, may have lower multipliers due to their reliance on nonmarket
inputs, but they remain critical for long-term sustainability goals. By prioritizing regions with strong
potential for these industries, policymakers can maximize the economic benefits of transitioning
military personnel into these roles.
In conclusion, the transition of military personnel into sustainable energy and infrastructure jobs
represents a strategic opportunity to support veterans while addressing the growing demand for skilled
workers in these industries. This research underscores the importance of tailoring transition programs
to the unique strengths of each service branch, providing certifications, targeted training, and career
pathways that align with sustainable-sector needs. By leveraging the adaptability, technical expertise,
and leadership skills of military personnel, the sustainable economy can benefit from a highly capable
workforce, advancing both environmental and economic goals. Ultimately, this approach not only
ensures successful civilian transitions for veterans but also contributes to building a more sustainable
and more resilient future for society.

36
Abbreviations

ABH Aviation Boatswain’s Mate, Aircraft Handling

AD Aviation Machinist’s Mate
AE Aviation Electrician’s Mate
AFSC Air Force Specialty Code
AM Aviation Structural Mechanic
AO Aviation Ordnanceman
AT Aviation Electronics Technician
BLS U.S. Bureau of Labor Statistics
BM Boatswain’s Mate
CBRN chemical, biological, radiological, and nuclear
COOL Credentialing Opportunities On-Line
DMDC Defense Manpower Data Center
DoD Department of Defense
EM Electrician’s Mate
EN Engineman
ET Electronics Technician
FC Fire Controlman
KSA knowledge, skills, and abilities
LS Logistics Specialist
MA Master-at-Arms
MNMV My Next Move for Veterans
MM Machinist’s Mate
MOS Military Occupational Specialty
NCO noncommissioned officer
O*NET Occupational Information Network
SOC Standard Occupational Classification
11B Army MOS code for Infantryman
11C Army MOS code for Indirect Fire Infantryman
12N Army MOS code for Horizontal Construction Engineer
13B Army MOS code for Cannon Crewmember
13F Army MOS code for Fire Support Specialist
15R/T/U Army MOS code for Helicopter Repairer
17-2072 SOC code for Electronics Engineers, Except Computer
17-3024 SOC code for Robotics Technicians

37
19D Army MOS code for Cavalry Scout
19K Army MOS code for M1 Armor Crewman
3043 Marine Corps MOS code for Supply Administration and Operations Specialist
3531 Marine Corps MOS code for Motor Vehicle Operator
47-2061 SOC code for Construction Laborers
47-2073 SOC code for Operating Engineers and Other Construction Equipment Operators
47-4041 SOC code for Hazardous Materials Removal Workers
49-1011 SOC code for First-Line Supervisors of Mechanics, Installers, and Repairers
49-2094 SOC code for Electrical and Electronics Repairers, Commercial and Industrial Equipment
49-3031 SOC code for Bus and Truck Mechanics and Diesel Engine Specialists
49-9071 SOC code for Maintenance and Repair Workers, General
49-9098 SOC code for Helpers—Installation, Maintenance, and Repair Workers
51-2011 SOC code for Aircraft Structure, Surfaces, Rigging, and Systems Assemblers
51-2031 SOC code for Engine and Other Machine Assemblers
51-9061 SOC code for Inspectors, Testers, Sorters, Samplers, and Weighers
53-3032 SOC code for Heavy and Tractor-Trailer Truck Drivers
53-7051 SOC code for Industrial Truck and Tractor Operators
53-7062 SOC code for Laborers and Freight, Stock, and Material Movers, Hand
2A5X1 AFSC for Aerospace Maintenance
2A6X1 AFSC for Aerospace Propulsion
2A6X2 AFSC for Aerospace Ground Equipment
2T2X1 AFSC for Air Transportation
2W0X1 AFSC for Munitions Systems
2W1X1 AFSC for Aircraft Armament Systems
3P0X1 AFSC for Security Forces
74D Army MOS code for CBRN Specialist
91B Army MOS code for Wheeled Vehicle Repairer
92A Army MOS code for Automated Logistical Specialist
92F Army MOS code for Petroleum Supply Specialist
11-1021 SOC code for General and Operations Managers
11-3051 SOC code for Biofuels Production Managers
13-1081 SOC code for Logistics Engineers
13-1151 SOC code for Training and Development Specialists
19-5012 SOC code for Occupational Health and Safety Technicians

38
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40
 E D UC AT I O N A N D L A B O R

I
n this report, the authors examine how service members leaving the military can
smoothly transition into jobs in sustainable energy and infrastructure sectors,
meeting the labor needs of these growing industries and supporting those who
have served. Job duties and required skills across the Army, Navy, Marine Corps,
and Air Force are analyzed and compared with the needs of high-demand jobs in
sustainable energy and infrastructure sectors. A total of 255 matches between military
and civilian occupations are identified, with 55 different military roles aligning closely with
57 civilian jobs in these sectors, many of which are expected to grow rapidly and offer
above-average pay.

Key findings reveal the technical, mechanical, construction, and logistics skills taught
in military jobs are highly valued in renewable energy, grid modernization, building
retrofits, transportation, and other sustainable energy and infrastructure roles. In addition
to technical skills, the leadership, problem-solving, and adaptability instilled in military
training are prized by employers in these fast-changing fields.

The report emphasizes the importance of targeted support for service members leaving
the military and seeking civilian work. Many of the best-matched roles require only
modest additional training or civilian certifications, making the transition straightforward.
However, success is more likely when transition programs include guidance on obtaining
credentials, partnerships with schools and employers, and information about regional job
trends.

The intended audience includes nongovernmental organizations, veteran service

organizations, workforce development practitioners, and veterans themselves who are
seeking information on how military-acquired skills can translate to sustainable energy
and infrastructure jobs.

$23.00

ISBN-10 1-9774-1569-5
ISBN-13 978-1-9774-1569-1
52300

[Link] 9 781977 415691

RR-A4152-1