The “energy” in Energy Sciences Network may date to our Department of Energy origins, but the source of ESnet’s power is our multitalented, passionate team. 

Although the pace of hiring at ESnet has slowed following the completion of the ESnet6 project in 2022, we welcomed 10 new staff members in 2024 and said goodbye to 6, ending the year with 137, a 3% increase for CY2024 over 2023. We continue to adjust our departments and groups to meet the needs of the mission. This “organism chart” captures our structure and group numbers as of December 2024.

Culture & Engagement at ESnet

Formed in 2022, the Culture & Engagement (C&E) Committee’s goal is to assess and bolster the health of the organization so that staff are in the best position possible to execute on ESnet’s mission. This requires understanding the current culture challenges, collaboratively developing change initiatives to address areas of friction, and measuring and reporting back on the success of initiatives and long-term organizational health. 

All-Staff Survey

The C&E commitee has conducted a rigorous annual all-staff engagement survey since 2022. In 2024 participation in the survey remained strong once again, with 87% of staff completing it.

ESnet’s Core Values 

In January 2024, ESnet’s Culture & Engagement team and the Values Committee — all volunteers from across the organization — shared a set of organizational values for ESnet, resulting from a year’s worth of collaboration with staff:

• One Team, One Goal: We’re deeply committed to our core mission of serving and partnering with the science community.
• People First: Our well-being and how we treat each other are foundational to mission success.
• Partner with Integrity: Recognizing ESnet’s trusted role in many communities, we always act with transparency, honesty, and authenticity.
• Lead with Humility: Learn from all, share knowledge with grace.
• Progress over Perfection: We prioritize continuous improvement and innovation in every role.

These five core value statements were the product of engagement across the entire organization, finalized with input from ESnet’s executive leadership team. They were inspired by a Harvard Business Review article, “What Does Your Company Really Stand For?” and informed by Berkeley Lab’s stewardship values. By articulating what is collectively most important to ESnet staff, the values help the organization stay in sync on strategic priorities internally and clarify how it engages with all stakeholders. 

Leadership Development

ESnet continues to invest in building leadership capacity across the organization, complementing opportunities such as Berkeley Lab’s Director’s Stewardship Summit with an ongoing partnership with Maximizing Organizational Resources (MOR) Associates, Inc. MOR delivers a five‑month leadership program for cohorts of 20–25 employees with leadership potential.

In 2024, 21 staff completed MOR’s “Leading From Where You Are” series, covering strategic planning, adapting to change, influencing others, interpersonal skills, and transforming professional relationships. The program blends virtual and in‑person learning, includes 360‑degree feedback, one‑on‑one coaching, peer accountability groups, and practical assignments. Graduates earn a certificate and join a national network of peer leaders. The program has created a shared leadership language within ESnet and strengthened its pipeline of future leaders. 

The ESnet Student Program

Each year, ESnet invests in a 12–16 week paid internship program for graduate, undergraduate, and high school students, offering hands‑on research experience, mentorship, and professional development.