Energy Auditors

Conduct energy audits of buildings, building systems, or process systems. May also conduct investment grade audits of buildings or systems.

Most important skills

Reading Comprehension
Speaking
Active Listening
Critical Thinking
Writing
Judgment and Decision Making
Mathematics
Monitoring

Key knowledge

Customer and Personal Service
Building and Construction
Mathematics
Engineering and Technology
Mechanical
Physics
English Language
Sales and Marketing

What the work involves

Measure energy usage with devices such as data loggers, universal data recorders, light meters, sling psychrometers, psychrometric charts, flue gas analyzers, amp probes, watt meters, volt meters, thermometers, or utility meters.
Perform tests such as blower-door tests to locate air leaks.
Inspect or evaluate building envelopes, mechanical systems, electrical systems, or process systems to determine the energy consumption of each system.
Prepare audit reports containing energy analysis results or recommendations for energy cost savings.
Analyze energy bills, including utility rates or tariffs, to gather historical energy usage data.
Analyze technical feasibility of energy-saving measures, using knowledge of engineering, energy production, energy use, construction, maintenance, system operation, or process systems.
Calculate potential for energy savings.
Collect and analyze field data related to energy usage.

Strongest interest areas (O*NET): Conventional, Realistic, Investigative.

Qualifications and licensing

Most common education: High School Diploma or the equivalent (such as a GED) (34.5% of respondents)
Related experience: Over 1 year, up to and including 2 years (34.5%)
On-the-job training: Over 1 month, up to and including 3 months (31%)
Preparation level: O*NET job zone 3: Job Zone Three: Medium Preparation Needed
Licensing: Not yet verified. Check your state licensing board.

Check before planning

Licensing for Energy Auditors is not yet verified for any state: check the state licensing board before planning.
Projection education uses SOC 47-4011 (detailed_parent); it may describe a broader group.

Limits

Distributions show what current workers or occupational experts report, not legal minimums.
Requirements vary by employer and state; time to qualify is not estimated.

Source: O*NET 31.0 Database (USDOL/ETA, CC BY 4.0); BLS Employment Projections · dataset 2026.10.8 · method e3-qualification-1.0.0

Work environment

How the typical conditions of this occupation compare with 911 occupations in O*NET (very low = the lowest fifth).

Levels are relative. Most occupations involve a lot of contact with people, for example, so “very low” can still mean regular contact; the last column shows what workers actually reported.

Rankings compare typical U.S. occupation-level work conditions; individual jobs and employers vary. Data: O*NET 31.0 Work Context and BLS wages (May 2025).
Condition	Level	Compared with other occupations	Most common answer (O*NET survey)
Contact with others	Low	Lower on contact with others than 74% of occupations compared	38% of surveyed respondents chose “Constant contact with others”
Dealing with the public	High	Higher on dealing with the public than 64% of occupations compared	34% of surveyed respondents chose “Very important”
Teamwork	Low	Lower on teamwork than 75% of occupations compared	55% of surveyed respondents chose “Very important”
Freedom to make decisions	High	Higher on freedom to make decisions than 65% of occupations compared	52% of surveyed respondents chose “Some freedom”
Time pressure	High	Higher on time pressure than 69% of occupations compared	48% of surveyed respondents chose “Once a week or more but not every day”
Conflict situations	Low	Lower on conflict situations than 64% of occupations compared	52% of surveyed respondents chose “Once a month or more but not every week”
Dealing with unpleasant or angry people	Low	Lower on dealing with unpleasant or angry people than 68% of occupations compared	52% of surveyed respondents chose “Once a year or more but not every month”
Consequence of error	Low	Lower on consequence of error than 64% of occupations compared	38% of surveyed respondents chose “Serious”

Work-pressure profile

Time pressure: high
Conflict situations: low
Dealing with unpleasant or angry people: low
Consequence of error: low

Each part is shown on its own. There is no combined stress score, and conditions vary by employer and role.

Full answer distributions