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EERE » AMO eGuide » FOUNDATIONAL ENERGY MANAGEMENT

Step 1.5 Establish an energy team

An energy management representative (i.e., energy coordinator) cannot accomplish the implementation of an energy management program alone—it’s truly a team effort! In this substep, you will identify key personnel in your organization. Depending on your organization’s size, you will want at least three people on the team, including the energy management representative. Even if you are part of a small organization, it’s usually not best to keep all responsibilities with the energy management representative; energy management is not just the job of one person.

Advancing from Foundational Level 1 to ISO 50001 Level 2 for Step 1.5

There are no real differences in the roles and responsibilities of the energy team between foundational energy management (Level 1) and ISO 50001 (Level 2). The team works with the management representative in support of energy management and energy performance improvement activities. In transitioning to Level 2 from Level 1, you should consider providing training on the requirements of ISO 50001 for members of the energy team.

Advance to Next Level

How to do it

There are four tasks that will help you to establish your energy team:

1.5.1 Identify team members

Good candidates for the energy management team include personnel from all parts of the organization. For larger organizations, you should consider including personnel from a variety of departments including operations and maintenance, purchasing, engineering, public affairs, utilities, buildings and facilities management, administration, environmental, health, and safety (EH&S), and human resources.

Suppliers, contractors, tenants, or customers may also have a role in the energy management activities of your organization. If appropriate, consider including their representatives on the energy team.

A team roster is helpful for listing the members of the team, recording contact information to support team communications, and verifying multifunctional representation.

1.5.2 Obtain management authorization

Top management must provide the resources and authority needed to form and lead the energy team. Generally, team members are selected by the energy management representative with management input or approval.

Top management also “authorizes” the energy team by ensuring the members have the resources necessary to conduct the required activities and participate without jeopardizing their regular job functions. These resources can include energy management training, sufficient funding for energy team activities, space for energy team meetings and work sessions, and personnel time to work on team activities during normal business hours.

1.5.3 Assign team roles and responsibilities

So that everyone has a good understanding of the goal of the energy team and the roles of the team members, it’s often helpful to put together a team mission statement or charter to clarify expectations. Top management and the energy management representative will define and communicate the roles and responsibilities for the team and the individual team members. The energy management representative may lead the team, or a separate team leader may be selected. Team activities will include the topics detailed in the remainder of this eGuide—i.e., planning for energy management, implementing energy management, measuring and checking results, and reviewing for continual improvement. As you go through the steps in this eGuide Level 1, it’s most helpful if the different members of the energy team are assigned specific tasks for completion. Strong team communication processes are critical for communicating assignments, ensuring accountability of results, and obtaining feedback from other team members.

1.5.4 Schedule regular energy team meetings

Setting up regular team meetings is also helpful. It could be an hour-long weekly meeting or a longer monthly meeting. Most organizations find it helpful to make these working meetings where the team can make plans, schedule activities, assign responsibilities, and review progress. Starting with your initial energy team kickoff meeting, ensure that your team members are familiar with their individual roles and responsibilities.

When establishing your energy team, keep in mind the following challenges that you may encounter:

Lines of responsibility and authority for the energy management representative are poorly defined – The energy management representative will need assistance from throughout the organization. Clear lines of responsibility and authority are important for success. Bringing key managers and supervisors in on the planning phase will help to get buy-in and clarify roles.

Supervisors don’t want to give potential team members time – Top management should be engaged in defining priorities and communicating them to the team members’ supervisors. Top management should ask these supervisors to allocate the needed time and other resources to the team members.

Meetings are not regular and often canceled – In general, having a regular meeting time helps to ensure progress is not stalled in building and maintaining your energy management program. Determine the reason meetings are irregular or canceled. Do team members feel they are a waste of time? Do the meetings need to be reorganized into work sessions?

Energy team is not correctly staffed – Another potential problem is that the energy team may be staffed with the wrong people. People on the team must have adequate knowledge, skills, and desire to serve on the team.

Poor communication – It’s always critical that energy team members know their roles and responsibilities in the energy team. It’s important to have clearly defined expectations, priorities, goals, and deadlines.

Resources & Examples