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Alabama
What is Alabama E3?What is Alabama E3?
 Collaboration among 25 local and state
government, federal agencies, utility companies,
associations, non-profits, and manufacturers
working together to promote sustainable
manufacturing
Alabama E3: Mission and GoalsAlabama E3: Mission and Goals
 Help make manufacturers more profitable and
sustainable by implementing efficiencies,
eliminating energy and other wastes, reducing
costs, and driving growth through innovation
 Reduce environmental impact of companies
 Improve regional economies by adding and
retaining jobs
 Enhance communities by attracting new
manufacturers and other businesses
What Does E3 Stand For?What Does E3 Stand For?
 Economy - process improvements to allow
companies to make more output using less inputs
 Energy - practical energy savings by smarter use
of resources such as lighting, compressed air, use
of motors and belts, steam, and electricity
 Environment - conscious efforts to reduce
organization’s environmental burden by decreasing
greenhouse gas emissions (carbon footprint),
recycling, and responsible waste handling,
reduction, and prevention
ApproachApproach
 Develop a Strategic Lean/Clean Value Stream Map or Waste Stream
Map to develop a sustainability implementation plan
 Detailed assessment of opportunities
 Production System assessment based on Lean principles
 Environmental assessment
 Energy assessment
 Safety assessment
 Pull in partners to provide resources based on needs identified in the
assessments
 Train workforce in necessary skills to achieve implementation plan
 Conduct continuous improvement events to carry out the
implementation plan
 Conduct Innovation Engineering Jump Start, as appropriate.
 Partnership collaborates to minimize costs of activities
1) Assessment Tools1) Assessment Tools
 Greenhouse Gas Calculator
 Pollution Prevention Tools
 Safety Assessment
 Lean Assessment
 Energy Best Practices Audit
 Industrial Assessment Center
 Lean and Green VSM
 Waste Stream Mapping
 DOE Software Tools
 ePEP
2) Workforce Development2) Workforce Development
 Assessment uncovers training needs
 Practical Energy/Best Practice
 Industrial Maintenance Training
 Purdue University Green Enterprise
 Leadership Training
 Rapid Improvement Workshops
 Management Systems
 Lean Training
 Quality Training
 Safety Training
3) Waste Reduction Implementation3) Waste Reduction Implementation
 Lean and Green VSM
 Waste Stream Mapping
• Technical Assistance for Capital Projects
• Rapid Improvement Workshops
• Suggestion Programs
• Six Sigma Projects
• Energy Treasure Hunts
• Energy Kaizen Events
• Total Productive Maintenance (TPM)
• Right-size Equipment
• Plant Layout and Flow
• Standard Work, Visual Controls, and Mistake Proofing
Partner EngagementPartner Engagement
 Generation Partners (AL Power and TVA)
 Source of technical know-how
 Technical Assistance Center
 Identify incentives that exist
 Energy training
 Alabama Industrial Assessment Center (AIAC)
 Assessments
 Training
 Alabama Technology Network
 Assessments
 Training
 Implementation
 Waste Reduction And Technology Transfer (WRATT)
Foundation
 Training
Partner EngagementPartner Engagement
 Utilities
 Notify the local utility of engagement
 Provide billing information and power fact
 ADECA and other funding sources
 Notify of potential qualifying projects for AlabamaSAVES
 Identify and obtain grants and loans to fund activities
 AAMA, EDA, SBA, and other associations
 Market and recruit companies to participate
 Tax abatement
 MEP, EPA, DOE, DOL, USDA
 Share lessons learned and training and grant support
““THAT’S GREAT AND ALL, BUTTHAT’S GREAT AND ALL, BUT
HOW IS THAT SAVING MEHOW IS THAT SAVING ME
MONEY?”MONEY?”
Six SigmaSix Sigma
© University of Alabama in Huntsville
THEME (Purpose / Background)
OBJECTIVES (Goals & Targets)
CURRENT SITUATION / STATUS (Data) Unresolved Items:
IMPLEMENTATION PLAN & STATUS Legend: G On Schedule Y Problems R Late
20 40 60 80 100
WHO 1 2 3 4 1 2 3 4 1 2 3 4 1 2 3 4 1 2 3 4
ANALYSIS / ROOT CAUSES (5 Whys / Fishbone)
Due Date% Complete
Make decision to continue
Use IBA analyser
Evaluate fuel consumption
Make decision to continue
5 Measure scale loss during steady state (180 - 215 minutes)
WHAT
Make decision to continue
3 Implemement delay strategy for furnace 1 and 2
4 Reduce the time charge and discharge doors stay open
Any items that need follow-up or support from others (e.g. items outside your control).
2 increase furnace pressure from 0.9 to 1.0
1 increase furnace pressure from 0.8 to 0.9
Evaluate fuel consumption
Check furnace outside wall temperature
Analysis of current state. Why does a gap exist against the objectives above. Spend appropriate time
at this phase. Ask "why" five times or develop a fishbone diagram to determine root cause.
Evaluate fuel consumption
Check furnace outside wall temperature
Make decision to continue
Evaluate fuel consumption
Measure scale loss during delays(>= 360 minutes)
A3: Furnace 1 Optimization
TO: Corey Springman, Christoph Evers,
Markus Forsch, Larry Wahl
FROM: xxx, xxx, xxx
State the purpose of this report / project. (Does it identify a need or problem?).
Optimize Furnace #1's atmosphere in order to reduce the cost of reheating slabs. This entails:
1. Reduce annual consumption of natural gas
2. Measure oxidation of slabs from downstream delays
List key objectives. State improved / future state desired conditions.
1. Reduce natural gas consumption by 1% as measured by the monthly "Fuel Rate GJ/Ton
(WOD)".
* Select best unit of measure e.g "Fuel m3 WOD" to measure reduction in fuel consumption
despite delays or an increase in the number of slabs discharged.
2. Measure the yield loss (from oxidation) due to downstream mill delays. This includes
developing and validating a procedure to measure yield loss from the furnace.
COUNTERMEASURES: PROPOSED ACTIONS / ITEMS / STRATEGIES (Rationale)
Date Started: xx/xx/20xx Revision: 0
Production Report for Furnace #1
Energy Treasure HuntsEnergy Treasure Hunts
© University of Alabama in Huntsville
Energy Kaizen EventEnergy Kaizen Event
© University of Alabama in Huntsville
Total Productive MaintenanceTotal Productive Maintenance
• Integrate into autonomous maintenance using
checklists and train operators on simple
maintenance
• Design equipment to be energy efficient
• Train employees in conservation
• Equipment knowledgeable operators that
proper load equipment
• Use energy kaizen to make equipment more
efficient
© University of Alabama in Huntsville
Right Sized EquipmentRight Sized Equipment
• Building fan systems, on average, are
oversized 60% of the time
• Most chillers are oversized by 50-200 percent
• Potential energy savings from rightsizing,
energy efficient motors , and variable speed
drives is 50-85 percent
Source: The Lean and Energy Toolkit
www.epa.gov/lean
© University of Alabama in Huntsville
Plant Layout and FlowPlant Layout and Flow
© University of Alabama in Huntsville
Air Leak Tagging and RepairAir Leak Tagging and Repair
Standard WorkStandard Work
© University of Alabama in Huntsville
Press Brake Changeover Procedures
1 Put press in manual mode, lower ram to within 1/16" of bottom die, and loosen top &
bottom die holder bolts.
2 Remove punch and die from press and place in proper rack location. Manually enter
new tooling height into control, then retrieve new punch and die from die rack and
place in press (Note: use jib crane if needed)
Lower ram before
loosing die bolts
Loosen die bolts
using impactPut press in
manual mode
Place removed tooling
in proper rack location
Retreive new tooling
from rack and place in
press
Manually enter new
tooling height into
 Paper
 Glass
 Metal
 Plastic
 Electronics
 Organic
 Construction/
Demolition
 Hazardous
 Special/Universal
 Mixed Residue
Solid Waste: Zero Landfill InitiativesSolid Waste: Zero Landfill Initiatives
 ISO 9001/TS 16949 – Quality/Automotive
Management System
 ISO 14001 – Environmental Management
System
 ISO 50001 – Energy Management System
 OHSAS 18001 – Occupational Safety and
Health Management System
Management Systems Auditing andManagement Systems Auditing and
Implementation AssistanceImplementation Assistance
 60 Energy assessments completed
 60 Lean assessments completed
 50 implementation projects completed
 Total Energy Savings Opportunities Identified: $5,241,570
 Average Energy Savings Opportunities Identified: $109,199
 Implementation Savings: $ 1,598,583
 Over 1,400 people trained
 1 FTE hired so far
 6 Interns working on energy implementations
E3 Impacts to DateE3 Impacts to Date
““SOUNDS GOOD, BUTSOUNDS GOOD, BUT
MONEY’S TIGHT”MONEY’S TIGHT”
U.S. Department of EnergyU.S. Department of Energy
Assessment GrantAssessment Grant
DOE Assessment GrantDOE Assessment Grant
 Pays for a 3 part assessment consisting of:
 A Production System Assessment
 An Environmental Assessment
 An Energy Assessment
 Opportunity to attend free training in energy saving best
practices
 No Cost to Manufacturers
 Energy assessment based on facility energy usage
 Medium and large utility users typically receive IAC assessment
 Small and medium utility users typically receive energy saving best
practices assessment through ATN
 Available January 2012 through September 2013
DOE Grant
Continuous Improvement (CI)Continuous Improvement (CI)
GrantGrant
Continuous Improvement (CI)Continuous Improvement (CI)
GrantGrant
 Pays 50% of the cost of a continuous improvement
event ($6,000 of $12,000)
 Event has to have a significant benefit or impact
 Examples:
 ISO 9001 or 14001 system implementation
 Six sigma quality improvement project
 Kaizen event to improve a process
 Implementation of recycling or waste stream reduction program
CI Grant
NIST-MEP E3 Expansion (E3X) GrantNIST-MEP E3 Expansion (E3X) Grant
NIST-MEP E3X GrantNIST-MEP E3X Grant
 Department of Commerce grant through the National
Institute of Science and Technology’s Manufacturing
Extension Partnership Program
 Comprehensive package of assessment, VSM and/or waste
stream mapping, implementation assistance, and
sustainability training
 Assessment covers production system, environmental, and energy
saving opportunities (safety also may be included)
 Pays 1/3 of the cost of a engagement ($6,667 of $20,000;
Grant covers 50%, ATN Foundation covers remaining
portion)(plus travel)
 If applicable, deeply discounted operations management &
leadership training is available under this grant
 If applicable, Innovation Engineering event is also available
at 1/3 cost under this grant E3X Grant
Program OverviewProgram Overview
 Capitalized with $25M of ARRA SEP
funds
 Credit enhancements w/private lender
partners
 $60M total financing pool
 Loan range: $50,000 - $4,000,000
 Eligible applicants : Private companies
that own or operate existing
commercial, industrial, or institutional
facilities in Alabama
Loan TermsLoan Terms
 Interest rate: 1%, fixed
 Loan term: Blended useful life of the
improvements up to a maximum of 10
years
 Use of Proceeds: Loans can be used
for up to 100% of project costs
Eligible CostsEligible Costs
 Energy Efficiency, Demand Management and/or
Renewable Energy measures with savings that exceed
loan payments (in aggregate)
 Mechanical systems (HVAC), hot water systems, lighting and power systems,
energy management, envelope upgrades, refrigeration improvements, combined
heat and power
 Solar thermal, solar PV, biomass heat and power, geothermal, micro-
hydroelectric, methane capture and use, fuel cell technologies
 Must be commercially available, proven technologies
 Retrofits to existing buildings – NOT new construction
 Consulting, project management, equipment and labor
costs
Program PartnersProgram Partners
 Abundant Power Solutions
 Administers the AlabamaSAVES Program and services loans from
the direct loan pool
 Private Lenders
 Provide project financing and loan servicing
 Efficiency Finance
 Serves as the origination partner for the program to recruit and train
contractors and help them source projects. Facilitates the process
for prospective borrowers from start to finish.
 Metrus Energy
 Offers an innovative financial solution to develop and fund
comprehensive energy efficiency projects with no upfront cost or risk
to Customers.
 Phillips Lighting
 Offers private financing for tailored lighting solutions , including
assessment, design and implementation
Application ProcessApplication Process
 Visit the website, www.alabamasaves.com and
click the “Get Started” link
 A designated program partner will help facilitate
your project from start to finish
 Application fee: $500 for projects <$250K and
$1,000 for larger projects
 Applications accepted on rolling basis
Leveraging All The Available GrantsLeveraging All The Available Grants
 Use DOE grant (at no cost)(Valued from $4K to $8K)
 Perform DOE 3-part Assessment
 Energy training
 Use E3X grant (for $6,667)(Valued at $20K)
 Lean/Clean VSM or Waste Stream Map
 1 day of sustainability training based on DOE assessment and VSM
 Balance of labor hours for continuous improvement event
 Use CI grant ($6,000)(Valued at $12K)
 Perform a second continuous improvement activity identified from
assessments
 AlabamaSAVES
 Below market interest rate loan for energy efficiency upgrades
Recent Additions to E3Recent Additions to E3
 Energy Intern Program
 Onsite 40-hours a week for 12 weeks implementing
assessment recommendations
 Presenting at Alabama E3 Sustainability Conference
 Alabama E3 Sustainability Conference
 August 22-23 in Montgomery
 Tour of Coca Cola Plant
 Speakers, work shops, and exhibits
 Waste Exchange
 Launching August 2013
Contact InformationContact Information
Anthony Holden
Anthony.Holden@uah.edu
(256) 824-6289
More information at:
www.sustainablesolutionstoday.com
&
www.AlabamaE3.org

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Alabama e3 Overview

  • 2. What is Alabama E3?What is Alabama E3?  Collaboration among 25 local and state government, federal agencies, utility companies, associations, non-profits, and manufacturers working together to promote sustainable manufacturing
  • 3. Alabama E3: Mission and GoalsAlabama E3: Mission and Goals  Help make manufacturers more profitable and sustainable by implementing efficiencies, eliminating energy and other wastes, reducing costs, and driving growth through innovation  Reduce environmental impact of companies  Improve regional economies by adding and retaining jobs  Enhance communities by attracting new manufacturers and other businesses
  • 4. What Does E3 Stand For?What Does E3 Stand For?  Economy - process improvements to allow companies to make more output using less inputs  Energy - practical energy savings by smarter use of resources such as lighting, compressed air, use of motors and belts, steam, and electricity  Environment - conscious efforts to reduce organization’s environmental burden by decreasing greenhouse gas emissions (carbon footprint), recycling, and responsible waste handling, reduction, and prevention
  • 5. ApproachApproach  Develop a Strategic Lean/Clean Value Stream Map or Waste Stream Map to develop a sustainability implementation plan  Detailed assessment of opportunities  Production System assessment based on Lean principles  Environmental assessment  Energy assessment  Safety assessment  Pull in partners to provide resources based on needs identified in the assessments  Train workforce in necessary skills to achieve implementation plan  Conduct continuous improvement events to carry out the implementation plan  Conduct Innovation Engineering Jump Start, as appropriate.  Partnership collaborates to minimize costs of activities
  • 6. 1) Assessment Tools1) Assessment Tools  Greenhouse Gas Calculator  Pollution Prevention Tools  Safety Assessment  Lean Assessment  Energy Best Practices Audit  Industrial Assessment Center  Lean and Green VSM  Waste Stream Mapping  DOE Software Tools  ePEP
  • 7. 2) Workforce Development2) Workforce Development  Assessment uncovers training needs  Practical Energy/Best Practice  Industrial Maintenance Training  Purdue University Green Enterprise  Leadership Training  Rapid Improvement Workshops  Management Systems  Lean Training  Quality Training  Safety Training
  • 8. 3) Waste Reduction Implementation3) Waste Reduction Implementation  Lean and Green VSM  Waste Stream Mapping • Technical Assistance for Capital Projects • Rapid Improvement Workshops • Suggestion Programs • Six Sigma Projects • Energy Treasure Hunts • Energy Kaizen Events • Total Productive Maintenance (TPM) • Right-size Equipment • Plant Layout and Flow • Standard Work, Visual Controls, and Mistake Proofing
  • 9. Partner EngagementPartner Engagement  Generation Partners (AL Power and TVA)  Source of technical know-how  Technical Assistance Center  Identify incentives that exist  Energy training  Alabama Industrial Assessment Center (AIAC)  Assessments  Training  Alabama Technology Network  Assessments  Training  Implementation  Waste Reduction And Technology Transfer (WRATT) Foundation  Training
  • 10. Partner EngagementPartner Engagement  Utilities  Notify the local utility of engagement  Provide billing information and power fact  ADECA and other funding sources  Notify of potential qualifying projects for AlabamaSAVES  Identify and obtain grants and loans to fund activities  AAMA, EDA, SBA, and other associations  Market and recruit companies to participate  Tax abatement  MEP, EPA, DOE, DOL, USDA  Share lessons learned and training and grant support
  • 11. ““THAT’S GREAT AND ALL, BUTTHAT’S GREAT AND ALL, BUT HOW IS THAT SAVING MEHOW IS THAT SAVING ME MONEY?”MONEY?”
  • 12. Six SigmaSix Sigma © University of Alabama in Huntsville THEME (Purpose / Background) OBJECTIVES (Goals & Targets) CURRENT SITUATION / STATUS (Data) Unresolved Items: IMPLEMENTATION PLAN & STATUS Legend: G On Schedule Y Problems R Late 20 40 60 80 100 WHO 1 2 3 4 1 2 3 4 1 2 3 4 1 2 3 4 1 2 3 4 ANALYSIS / ROOT CAUSES (5 Whys / Fishbone) Due Date% Complete Make decision to continue Use IBA analyser Evaluate fuel consumption Make decision to continue 5 Measure scale loss during steady state (180 - 215 minutes) WHAT Make decision to continue 3 Implemement delay strategy for furnace 1 and 2 4 Reduce the time charge and discharge doors stay open Any items that need follow-up or support from others (e.g. items outside your control). 2 increase furnace pressure from 0.9 to 1.0 1 increase furnace pressure from 0.8 to 0.9 Evaluate fuel consumption Check furnace outside wall temperature Analysis of current state. Why does a gap exist against the objectives above. Spend appropriate time at this phase. Ask "why" five times or develop a fishbone diagram to determine root cause. Evaluate fuel consumption Check furnace outside wall temperature Make decision to continue Evaluate fuel consumption Measure scale loss during delays(>= 360 minutes) A3: Furnace 1 Optimization TO: Corey Springman, Christoph Evers, Markus Forsch, Larry Wahl FROM: xxx, xxx, xxx State the purpose of this report / project. (Does it identify a need or problem?). Optimize Furnace #1's atmosphere in order to reduce the cost of reheating slabs. This entails: 1. Reduce annual consumption of natural gas 2. Measure oxidation of slabs from downstream delays List key objectives. State improved / future state desired conditions. 1. Reduce natural gas consumption by 1% as measured by the monthly "Fuel Rate GJ/Ton (WOD)". * Select best unit of measure e.g "Fuel m3 WOD" to measure reduction in fuel consumption despite delays or an increase in the number of slabs discharged. 2. Measure the yield loss (from oxidation) due to downstream mill delays. This includes developing and validating a procedure to measure yield loss from the furnace. COUNTERMEASURES: PROPOSED ACTIONS / ITEMS / STRATEGIES (Rationale) Date Started: xx/xx/20xx Revision: 0 Production Report for Furnace #1
  • 13. Energy Treasure HuntsEnergy Treasure Hunts © University of Alabama in Huntsville
  • 14. Energy Kaizen EventEnergy Kaizen Event © University of Alabama in Huntsville
  • 15. Total Productive MaintenanceTotal Productive Maintenance • Integrate into autonomous maintenance using checklists and train operators on simple maintenance • Design equipment to be energy efficient • Train employees in conservation • Equipment knowledgeable operators that proper load equipment • Use energy kaizen to make equipment more efficient © University of Alabama in Huntsville
  • 16. Right Sized EquipmentRight Sized Equipment • Building fan systems, on average, are oversized 60% of the time • Most chillers are oversized by 50-200 percent • Potential energy savings from rightsizing, energy efficient motors , and variable speed drives is 50-85 percent Source: The Lean and Energy Toolkit www.epa.gov/lean © University of Alabama in Huntsville
  • 17. Plant Layout and FlowPlant Layout and Flow © University of Alabama in Huntsville
  • 18. Air Leak Tagging and RepairAir Leak Tagging and Repair
  • 19. Standard WorkStandard Work © University of Alabama in Huntsville Press Brake Changeover Procedures 1 Put press in manual mode, lower ram to within 1/16" of bottom die, and loosen top & bottom die holder bolts. 2 Remove punch and die from press and place in proper rack location. Manually enter new tooling height into control, then retrieve new punch and die from die rack and place in press (Note: use jib crane if needed) Lower ram before loosing die bolts Loosen die bolts using impactPut press in manual mode Place removed tooling in proper rack location Retreive new tooling from rack and place in press Manually enter new tooling height into
  • 20.  Paper  Glass  Metal  Plastic  Electronics  Organic  Construction/ Demolition  Hazardous  Special/Universal  Mixed Residue Solid Waste: Zero Landfill InitiativesSolid Waste: Zero Landfill Initiatives
  • 21.  ISO 9001/TS 16949 – Quality/Automotive Management System  ISO 14001 – Environmental Management System  ISO 50001 – Energy Management System  OHSAS 18001 – Occupational Safety and Health Management System Management Systems Auditing andManagement Systems Auditing and Implementation AssistanceImplementation Assistance
  • 22.  60 Energy assessments completed  60 Lean assessments completed  50 implementation projects completed  Total Energy Savings Opportunities Identified: $5,241,570  Average Energy Savings Opportunities Identified: $109,199  Implementation Savings: $ 1,598,583  Over 1,400 people trained  1 FTE hired so far  6 Interns working on energy implementations E3 Impacts to DateE3 Impacts to Date
  • 23. ““SOUNDS GOOD, BUTSOUNDS GOOD, BUT MONEY’S TIGHT”MONEY’S TIGHT”
  • 24. U.S. Department of EnergyU.S. Department of Energy Assessment GrantAssessment Grant
  • 25. DOE Assessment GrantDOE Assessment Grant  Pays for a 3 part assessment consisting of:  A Production System Assessment  An Environmental Assessment  An Energy Assessment  Opportunity to attend free training in energy saving best practices  No Cost to Manufacturers  Energy assessment based on facility energy usage  Medium and large utility users typically receive IAC assessment  Small and medium utility users typically receive energy saving best practices assessment through ATN  Available January 2012 through September 2013 DOE Grant
  • 26. Continuous Improvement (CI)Continuous Improvement (CI) GrantGrant
  • 27. Continuous Improvement (CI)Continuous Improvement (CI) GrantGrant  Pays 50% of the cost of a continuous improvement event ($6,000 of $12,000)  Event has to have a significant benefit or impact  Examples:  ISO 9001 or 14001 system implementation  Six sigma quality improvement project  Kaizen event to improve a process  Implementation of recycling or waste stream reduction program CI Grant
  • 28. NIST-MEP E3 Expansion (E3X) GrantNIST-MEP E3 Expansion (E3X) Grant
  • 29. NIST-MEP E3X GrantNIST-MEP E3X Grant  Department of Commerce grant through the National Institute of Science and Technology’s Manufacturing Extension Partnership Program  Comprehensive package of assessment, VSM and/or waste stream mapping, implementation assistance, and sustainability training  Assessment covers production system, environmental, and energy saving opportunities (safety also may be included)  Pays 1/3 of the cost of a engagement ($6,667 of $20,000; Grant covers 50%, ATN Foundation covers remaining portion)(plus travel)  If applicable, deeply discounted operations management & leadership training is available under this grant  If applicable, Innovation Engineering event is also available at 1/3 cost under this grant E3X Grant
  • 30.
  • 31. Program OverviewProgram Overview  Capitalized with $25M of ARRA SEP funds  Credit enhancements w/private lender partners  $60M total financing pool  Loan range: $50,000 - $4,000,000  Eligible applicants : Private companies that own or operate existing commercial, industrial, or institutional facilities in Alabama
  • 32. Loan TermsLoan Terms  Interest rate: 1%, fixed  Loan term: Blended useful life of the improvements up to a maximum of 10 years  Use of Proceeds: Loans can be used for up to 100% of project costs
  • 33. Eligible CostsEligible Costs  Energy Efficiency, Demand Management and/or Renewable Energy measures with savings that exceed loan payments (in aggregate)  Mechanical systems (HVAC), hot water systems, lighting and power systems, energy management, envelope upgrades, refrigeration improvements, combined heat and power  Solar thermal, solar PV, biomass heat and power, geothermal, micro- hydroelectric, methane capture and use, fuel cell technologies  Must be commercially available, proven technologies  Retrofits to existing buildings – NOT new construction  Consulting, project management, equipment and labor costs
  • 34. Program PartnersProgram Partners  Abundant Power Solutions  Administers the AlabamaSAVES Program and services loans from the direct loan pool  Private Lenders  Provide project financing and loan servicing  Efficiency Finance  Serves as the origination partner for the program to recruit and train contractors and help them source projects. Facilitates the process for prospective borrowers from start to finish.  Metrus Energy  Offers an innovative financial solution to develop and fund comprehensive energy efficiency projects with no upfront cost or risk to Customers.  Phillips Lighting  Offers private financing for tailored lighting solutions , including assessment, design and implementation
  • 35. Application ProcessApplication Process  Visit the website, www.alabamasaves.com and click the “Get Started” link  A designated program partner will help facilitate your project from start to finish  Application fee: $500 for projects <$250K and $1,000 for larger projects  Applications accepted on rolling basis
  • 36. Leveraging All The Available GrantsLeveraging All The Available Grants  Use DOE grant (at no cost)(Valued from $4K to $8K)  Perform DOE 3-part Assessment  Energy training  Use E3X grant (for $6,667)(Valued at $20K)  Lean/Clean VSM or Waste Stream Map  1 day of sustainability training based on DOE assessment and VSM  Balance of labor hours for continuous improvement event  Use CI grant ($6,000)(Valued at $12K)  Perform a second continuous improvement activity identified from assessments  AlabamaSAVES  Below market interest rate loan for energy efficiency upgrades
  • 37. Recent Additions to E3Recent Additions to E3  Energy Intern Program  Onsite 40-hours a week for 12 weeks implementing assessment recommendations  Presenting at Alabama E3 Sustainability Conference  Alabama E3 Sustainability Conference  August 22-23 in Montgomery  Tour of Coca Cola Plant  Speakers, work shops, and exhibits  Waste Exchange  Launching August 2013
  • 38. Contact InformationContact Information Anthony Holden Anthony.Holden@uah.edu (256) 824-6289 More information at: www.sustainablesolutionstoday.com & www.AlabamaE3.org

Notes de l'éditeur

  1. Version 1: Use this version if preferred.
  2. The waste of people is the waste of not using people’s (mental, creative, physical, skill) abilities. What does old-guard thinking do to the culture of an organization? Management through fear and directives. Who would want to work in such an environment? What should good hiring practices include? Job descriptions, resume screening, testing (drug, ability, writing, etc.), structured interviews, reference checks, etc. Say: The Symptoms of People Waste Include: A strict hierarchy where managers make all quality and performance decisions, while workers do physical work only and exercise little judgment Poor communication between shop floor and supervisors Lack of teams, suggestion systems or other participatory strategies. A workforce focused on very defined tasks that require a narrow range of skills with simple repetitive functions and no job rotation, problem solving, or continuous improvement activities Productivity through cutting labor and automation. A company that invests little in its workers gets what it pays for. Without proper training and empowerment, investments and improvement projects often do not meet return on investment goals. No CI effort Poor morale, high turnover. Turnover is one of the largest hidden costs in manufacturing companies. The cost of turnover is typically grossly under-estimated We worked with another company in Arab, Al. Their plant manager was really big on I.Q. testing. He decided he wanted to see who the smart people in his plant were so he had everyone take an IQ test. This included all his managers, his engineers, operators and the secretaries- everyone. Who do you think was in the top 10? The operators. Most all of us have other activities we do outside of work. We have a family to raise, plan fishing trips, work on our own cars, and coach little league, etc…. All these things require skill and planning. Yet we often don’t try to tap into that knowledge at work. We have an old school management style. I manage, you operate. &quot;It is only by capitalizing on employees&apos; creativity that organizations can eliminate the other seven wastes and continuously improve their performance.&quot; We have to enable our workforce to make the proper decisions. When we purchase new equipment, you always want to talk to the operators and maintenance and find out what problems we have with similar equipment and design those problems out of the new equipment. We worked with another company in Arab, Al. Their plant manager was really big on I.Q. testing. He decided he wanted to see who the smart people in his plant were so he had everyone take an IQ test. This included all his managers, his engineers, operators and the secretaries- everyone. Who do you think was in the top 10%? The operators. Most all of us have other activities we do outside of work. We have a family to raise, plan fishing trips, work on our own cars, and coach little league or football. All these things require skill and planning. Yet we often don’t try to tap into that knowledge at work. We have an old school management style. I manage, you operate. Say: The waste of people is The waste of not using people’s (mental, creative, physical, skill) abilities. Ask: What does old-guard thinking do to the culture of an organization? Answer: Management through fear and directives. Who would want to work in such an environment? Ask: What should good hiring practices include? Answer: Job descriptions, resume screening, testing (drug, ability, writing, etc.), structured interviews, reference checks, etc. Say: The Symptoms of People Waste Include: A strict hierarchy where managers make all quality and performance decisions, while workers do physical work only and exercise little judgment Poor communication between shop floor and supervisors Lack of teams, suggestion systems or other participatory strategies. A workforce focused on very defined tasks that require a narrow range of skills with simple repetitive functions and no job rotation, problem solving, or continuous improvement activities Productivity through cutting labor and automation. A company that invests little in its workers gets what it pays for. Without proper training and empowerment, investments and improvement projects often do not meet return on investment goals. No CI effort Poor morale, high turnover. Turnover is one of the largest hidden costs in manufacturing companies. The cost of turnover is typically grossly under-estimated.
  3. The waste of people is the waste of not using people’s (mental, creative, physical, skill) abilities. What does old-guard thinking do to the culture of an organization? Management through fear and directives. Who would want to work in such an environment? What should good hiring practices include? Job descriptions, resume screening, testing (drug, ability, writing, etc.), structured interviews, reference checks, etc. Say: The Symptoms of People Waste Include: A strict hierarchy where managers make all quality and performance decisions, while workers do physical work only and exercise little judgment Poor communication between shop floor and supervisors Lack of teams, suggestion systems or other participatory strategies. A workforce focused on very defined tasks that require a narrow range of skills with simple repetitive functions and no job rotation, problem solving, or continuous improvement activities Productivity through cutting labor and automation. A company that invests little in its workers gets what it pays for. Without proper training and empowerment, investments and improvement projects often do not meet return on investment goals. No CI effort Poor morale, high turnover. Turnover is one of the largest hidden costs in manufacturing companies. The cost of turnover is typically grossly under-estimated We worked with another company in Arab, Al. Their plant manager was really big on I.Q. testing. He decided he wanted to see who the smart people in his plant were so he had everyone take an IQ test. This included all his managers, his engineers, operators and the secretaries- everyone. Who do you think was in the top 10? The operators. Most all of us have other activities we do outside of work. We have a family to raise, plan fishing trips, work on our own cars, and coach little league, etc…. All these things require skill and planning. Yet we often don’t try to tap into that knowledge at work. We have an old school management style. I manage, you operate. &quot;It is only by capitalizing on employees&apos; creativity that organizations can eliminate the other seven wastes and continuously improve their performance.&quot; We have to enable our workforce to make the proper decisions. When we purchase new equipment, you always want to talk to the operators and maintenance and find out what problems we have with similar equipment and design those problems out of the new equipment. We worked with another company in Arab, Al. Their plant manager was really big on I.Q. testing. He decided he wanted to see who the smart people in his plant were so he had everyone take an IQ test. This included all his managers, his engineers, operators and the secretaries- everyone. Who do you think was in the top 10%? The operators. Most all of us have other activities we do outside of work. We have a family to raise, plan fishing trips, work on our own cars, and coach little league or football. All these things require skill and planning. Yet we often don’t try to tap into that knowledge at work. We have an old school management style. I manage, you operate. Say: The waste of people is The waste of not using people’s (mental, creative, physical, skill) abilities. Ask: What does old-guard thinking do to the culture of an organization? Answer: Management through fear and directives. Who would want to work in such an environment? Ask: What should good hiring practices include? Answer: Job descriptions, resume screening, testing (drug, ability, writing, etc.), structured interviews, reference checks, etc. Say: The Symptoms of People Waste Include: A strict hierarchy where managers make all quality and performance decisions, while workers do physical work only and exercise little judgment Poor communication between shop floor and supervisors Lack of teams, suggestion systems or other participatory strategies. A workforce focused on very defined tasks that require a narrow range of skills with simple repetitive functions and no job rotation, problem solving, or continuous improvement activities Productivity through cutting labor and automation. A company that invests little in its workers gets what it pays for. Without proper training and empowerment, investments and improvement projects often do not meet return on investment goals. No CI effort Poor morale, high turnover. Turnover is one of the largest hidden costs in manufacturing companies. The cost of turnover is typically grossly under-estimated.
  4. The waste of people is the waste of not using people’s (mental, creative, physical, skill) abilities. What does old-guard thinking do to the culture of an organization? Management through fear and directives. Who would want to work in such an environment? What should good hiring practices include? Job descriptions, resume screening, testing (drug, ability, writing, etc.), structured interviews, reference checks, etc. Say: The Symptoms of People Waste Include: A strict hierarchy where managers make all quality and performance decisions, while workers do physical work only and exercise little judgment Poor communication between shop floor and supervisors Lack of teams, suggestion systems or other participatory strategies. A workforce focused on very defined tasks that require a narrow range of skills with simple repetitive functions and no job rotation, problem solving, or continuous improvement activities Productivity through cutting labor and automation. A company that invests little in its workers gets what it pays for. Without proper training and empowerment, investments and improvement projects often do not meet return on investment goals. No CI effort Poor morale, high turnover. Turnover is one of the largest hidden costs in manufacturing companies. The cost of turnover is typically grossly under-estimated We worked with another company in Arab, Al. Their plant manager was really big on I.Q. testing. He decided he wanted to see who the smart people in his plant were so he had everyone take an IQ test. This included all his managers, his engineers, operators and the secretaries- everyone. Who do you think was in the top 10? The operators. Most all of us have other activities we do outside of work. We have a family to raise, plan fishing trips, work on our own cars, and coach little league, etc…. All these things require skill and planning. Yet we often don’t try to tap into that knowledge at work. We have an old school management style. I manage, you operate. &quot;It is only by capitalizing on employees&apos; creativity that organizations can eliminate the other seven wastes and continuously improve their performance.&quot; We have to enable our workforce to make the proper decisions. When we purchase new equipment, you always want to talk to the operators and maintenance and find out what problems we have with similar equipment and design those problems out of the new equipment. We worked with another company in Arab, Al. Their plant manager was really big on I.Q. testing. He decided he wanted to see who the smart people in his plant were so he had everyone take an IQ test. This included all his managers, his engineers, operators and the secretaries- everyone. Who do you think was in the top 10%? The operators. Most all of us have other activities we do outside of work. We have a family to raise, plan fishing trips, work on our own cars, and coach little league or football. All these things require skill and planning. Yet we often don’t try to tap into that knowledge at work. We have an old school management style. I manage, you operate. Say: The waste of people is The waste of not using people’s (mental, creative, physical, skill) abilities. Ask: What does old-guard thinking do to the culture of an organization? Answer: Management through fear and directives. Who would want to work in such an environment? Ask: What should good hiring practices include? Answer: Job descriptions, resume screening, testing (drug, ability, writing, etc.), structured interviews, reference checks, etc. Say: The Symptoms of People Waste Include: A strict hierarchy where managers make all quality and performance decisions, while workers do physical work only and exercise little judgment Poor communication between shop floor and supervisors Lack of teams, suggestion systems or other participatory strategies. A workforce focused on very defined tasks that require a narrow range of skills with simple repetitive functions and no job rotation, problem solving, or continuous improvement activities Productivity through cutting labor and automation. A company that invests little in its workers gets what it pays for. Without proper training and empowerment, investments and improvement projects often do not meet return on investment goals. No CI effort Poor morale, high turnover. Turnover is one of the largest hidden costs in manufacturing companies. The cost of turnover is typically grossly under-estimated.
  5. The waste of people is the waste of not using people’s (mental, creative, physical, skill) abilities. What does old-guard thinking do to the culture of an organization? Management through fear and directives. Who would want to work in such an environment? What should good hiring practices include? Job descriptions, resume screening, testing (drug, ability, writing, etc.), structured interviews, reference checks, etc. Say: The Symptoms of People Waste Include: A strict hierarchy where managers make all quality and performance decisions, while workers do physical work only and exercise little judgment Poor communication between shop floor and supervisors Lack of teams, suggestion systems or other participatory strategies. A workforce focused on very defined tasks that require a narrow range of skills with simple repetitive functions and no job rotation, problem solving, or continuous improvement activities Productivity through cutting labor and automation. A company that invests little in its workers gets what it pays for. Without proper training and empowerment, investments and improvement projects often do not meet return on investment goals. No CI effort Poor morale, high turnover. Turnover is one of the largest hidden costs in manufacturing companies. The cost of turnover is typically grossly under-estimated We worked with another company in Arab, Al. Their plant manager was really big on I.Q. testing. He decided he wanted to see who the smart people in his plant were so he had everyone take an IQ test. This included all his managers, his engineers, operators and the secretaries- everyone. Who do you think was in the top 10? The operators. Most all of us have other activities we do outside of work. We have a family to raise, plan fishing trips, work on our own cars, and coach little league, etc…. All these things require skill and planning. Yet we often don’t try to tap into that knowledge at work. We have an old school management style. I manage, you operate. &quot;It is only by capitalizing on employees&apos; creativity that organizations can eliminate the other seven wastes and continuously improve their performance.&quot; We have to enable our workforce to make the proper decisions. When we purchase new equipment, you always want to talk to the operators and maintenance and find out what problems we have with similar equipment and design those problems out of the new equipment. We worked with another company in Arab, Al. Their plant manager was really big on I.Q. testing. He decided he wanted to see who the smart people in his plant were so he had everyone take an IQ test. This included all his managers, his engineers, operators and the secretaries- everyone. Who do you think was in the top 10%? The operators. Most all of us have other activities we do outside of work. We have a family to raise, plan fishing trips, work on our own cars, and coach little league or football. All these things require skill and planning. Yet we often don’t try to tap into that knowledge at work. We have an old school management style. I manage, you operate. Say: The waste of people is The waste of not using people’s (mental, creative, physical, skill) abilities. Ask: What does old-guard thinking do to the culture of an organization? Answer: Management through fear and directives. Who would want to work in such an environment? Ask: What should good hiring practices include? Answer: Job descriptions, resume screening, testing (drug, ability, writing, etc.), structured interviews, reference checks, etc. Say: The Symptoms of People Waste Include: A strict hierarchy where managers make all quality and performance decisions, while workers do physical work only and exercise little judgment Poor communication between shop floor and supervisors Lack of teams, suggestion systems or other participatory strategies. A workforce focused on very defined tasks that require a narrow range of skills with simple repetitive functions and no job rotation, problem solving, or continuous improvement activities Productivity through cutting labor and automation. A company that invests little in its workers gets what it pays for. Without proper training and empowerment, investments and improvement projects often do not meet return on investment goals. No CI effort Poor morale, high turnover. Turnover is one of the largest hidden costs in manufacturing companies. The cost of turnover is typically grossly under-estimated.
  6. The waste of people is the waste of not using people’s (mental, creative, physical, skill) abilities. What does old-guard thinking do to the culture of an organization? Management through fear and directives. Who would want to work in such an environment? What should good hiring practices include? Job descriptions, resume screening, testing (drug, ability, writing, etc.), structured interviews, reference checks, etc. Say: The Symptoms of People Waste Include: A strict hierarchy where managers make all quality and performance decisions, while workers do physical work only and exercise little judgment Poor communication between shop floor and supervisors Lack of teams, suggestion systems or other participatory strategies. A workforce focused on very defined tasks that require a narrow range of skills with simple repetitive functions and no job rotation, problem solving, or continuous improvement activities Productivity through cutting labor and automation. A company that invests little in its workers gets what it pays for. Without proper training and empowerment, investments and improvement projects often do not meet return on investment goals. No CI effort Poor morale, high turnover. Turnover is one of the largest hidden costs in manufacturing companies. The cost of turnover is typically grossly under-estimated We worked with another company in Arab, Al. Their plant manager was really big on I.Q. testing. He decided he wanted to see who the smart people in his plant were so he had everyone take an IQ test. This included all his managers, his engineers, operators and the secretaries- everyone. Who do you think was in the top 10? The operators. Most all of us have other activities we do outside of work. We have a family to raise, plan fishing trips, work on our own cars, and coach little league, etc…. All these things require skill and planning. Yet we often don’t try to tap into that knowledge at work. We have an old school management style. I manage, you operate. &quot;It is only by capitalizing on employees&apos; creativity that organizations can eliminate the other seven wastes and continuously improve their performance.&quot; We have to enable our workforce to make the proper decisions. When we purchase new equipment, you always want to talk to the operators and maintenance and find out what problems we have with similar equipment and design those problems out of the new equipment. We worked with another company in Arab, Al. Their plant manager was really big on I.Q. testing. He decided he wanted to see who the smart people in his plant were so he had everyone take an IQ test. This included all his managers, his engineers, operators and the secretaries- everyone. Who do you think was in the top 10%? The operators. Most all of us have other activities we do outside of work. We have a family to raise, plan fishing trips, work on our own cars, and coach little league or football. All these things require skill and planning. Yet we often don’t try to tap into that knowledge at work. We have an old school management style. I manage, you operate. Say: The waste of people is The waste of not using people’s (mental, creative, physical, skill) abilities. Ask: What does old-guard thinking do to the culture of an organization? Answer: Management through fear and directives. Who would want to work in such an environment? Ask: What should good hiring practices include? Answer: Job descriptions, resume screening, testing (drug, ability, writing, etc.), structured interviews, reference checks, etc. Say: The Symptoms of People Waste Include: A strict hierarchy where managers make all quality and performance decisions, while workers do physical work only and exercise little judgment Poor communication between shop floor and supervisors Lack of teams, suggestion systems or other participatory strategies. A workforce focused on very defined tasks that require a narrow range of skills with simple repetitive functions and no job rotation, problem solving, or continuous improvement activities Productivity through cutting labor and automation. A company that invests little in its workers gets what it pays for. Without proper training and empowerment, investments and improvement projects often do not meet return on investment goals. No CI effort Poor morale, high turnover. Turnover is one of the largest hidden costs in manufacturing companies. The cost of turnover is typically grossly under-estimated.
  7. The waste of people is the waste of not using people’s (mental, creative, physical, skill) abilities. What does old-guard thinking do to the culture of an organization? Management through fear and directives. Who would want to work in such an environment? What should good hiring practices include? Job descriptions, resume screening, testing (drug, ability, writing, etc.), structured interviews, reference checks, etc. Say: The Symptoms of People Waste Include: A strict hierarchy where managers make all quality and performance decisions, while workers do physical work only and exercise little judgment Poor communication between shop floor and supervisors Lack of teams, suggestion systems or other participatory strategies. A workforce focused on very defined tasks that require a narrow range of skills with simple repetitive functions and no job rotation, problem solving, or continuous improvement activities Productivity through cutting labor and automation. A company that invests little in its workers gets what it pays for. Without proper training and empowerment, investments and improvement projects often do not meet return on investment goals. No CI effort Poor morale, high turnover. Turnover is one of the largest hidden costs in manufacturing companies. The cost of turnover is typically grossly under-estimated We worked with another company in Arab, Al. Their plant manager was really big on I.Q. testing. He decided he wanted to see who the smart people in his plant were so he had everyone take an IQ test. This included all his managers, his engineers, operators and the secretaries- everyone. Who do you think was in the top 10? The operators. Most all of us have other activities we do outside of work. We have a family to raise, plan fishing trips, work on our own cars, and coach little league, etc…. All these things require skill and planning. Yet we often don’t try to tap into that knowledge at work. We have an old school management style. I manage, you operate. &quot;It is only by capitalizing on employees&apos; creativity that organizations can eliminate the other seven wastes and continuously improve their performance.&quot; We have to enable our workforce to make the proper decisions. When we purchase new equipment, you always want to talk to the operators and maintenance and find out what problems we have with similar equipment and design those problems out of the new equipment. We worked with another company in Arab, Al. Their plant manager was really big on I.Q. testing. He decided he wanted to see who the smart people in his plant were so he had everyone take an IQ test. This included all his managers, his engineers, operators and the secretaries- everyone. Who do you think was in the top 10%? The operators. Most all of us have other activities we do outside of work. We have a family to raise, plan fishing trips, work on our own cars, and coach little league or football. All these things require skill and planning. Yet we often don’t try to tap into that knowledge at work. We have an old school management style. I manage, you operate. Say: The waste of people is The waste of not using people’s (mental, creative, physical, skill) abilities. Ask: What does old-guard thinking do to the culture of an organization? Answer: Management through fear and directives. Who would want to work in such an environment? Ask: What should good hiring practices include? Answer: Job descriptions, resume screening, testing (drug, ability, writing, etc.), structured interviews, reference checks, etc. Say: The Symptoms of People Waste Include: A strict hierarchy where managers make all quality and performance decisions, while workers do physical work only and exercise little judgment Poor communication between shop floor and supervisors Lack of teams, suggestion systems or other participatory strategies. A workforce focused on very defined tasks that require a narrow range of skills with simple repetitive functions and no job rotation, problem solving, or continuous improvement activities Productivity through cutting labor and automation. A company that invests little in its workers gets what it pays for. Without proper training and empowerment, investments and improvement projects often do not meet return on investment goals. No CI effort Poor morale, high turnover. Turnover is one of the largest hidden costs in manufacturing companies. The cost of turnover is typically grossly under-estimated.
  8. The waste of people is the waste of not using people’s (mental, creative, physical, skill) abilities. What does old-guard thinking do to the culture of an organization? Management through fear and directives. Who would want to work in such an environment? What should good hiring practices include? Job descriptions, resume screening, testing (drug, ability, writing, etc.), structured interviews, reference checks, etc. Say: The Symptoms of People Waste Include: A strict hierarchy where managers make all quality and performance decisions, while workers do physical work only and exercise little judgment Poor communication between shop floor and supervisors Lack of teams, suggestion systems or other participatory strategies. A workforce focused on very defined tasks that require a narrow range of skills with simple repetitive functions and no job rotation, problem solving, or continuous improvement activities Productivity through cutting labor and automation. A company that invests little in its workers gets what it pays for. Without proper training and empowerment, investments and improvement projects often do not meet return on investment goals. No CI effort Poor morale, high turnover. Turnover is one of the largest hidden costs in manufacturing companies. The cost of turnover is typically grossly under-estimated We worked with another company in Arab, Al. Their plant manager was really big on I.Q. testing. He decided he wanted to see who the smart people in his plant were so he had everyone take an IQ test. This included all his managers, his engineers, operators and the secretaries- everyone. Who do you think was in the top 10? The operators. Most all of us have other activities we do outside of work. We have a family to raise, plan fishing trips, work on our own cars, and coach little league, etc…. All these things require skill and planning. Yet we often don’t try to tap into that knowledge at work. We have an old school management style. I manage, you operate. &quot;It is only by capitalizing on employees&apos; creativity that organizations can eliminate the other seven wastes and continuously improve their performance.&quot; We have to enable our workforce to make the proper decisions. When we purchase new equipment, you always want to talk to the operators and maintenance and find out what problems we have with similar equipment and design those problems out of the new equipment. We worked with another company in Arab, Al. Their plant manager was really big on I.Q. testing. He decided he wanted to see who the smart people in his plant were so he had everyone take an IQ test. This included all his managers, his engineers, operators and the secretaries- everyone. Who do you think was in the top 10%? The operators. Most all of us have other activities we do outside of work. We have a family to raise, plan fishing trips, work on our own cars, and coach little league or football. All these things require skill and planning. Yet we often don’t try to tap into that knowledge at work. We have an old school management style. I manage, you operate. Say: The waste of people is The waste of not using people’s (mental, creative, physical, skill) abilities. Ask: What does old-guard thinking do to the culture of an organization? Answer: Management through fear and directives. Who would want to work in such an environment? Ask: What should good hiring practices include? Answer: Job descriptions, resume screening, testing (drug, ability, writing, etc.), structured interviews, reference checks, etc. Say: The Symptoms of People Waste Include: A strict hierarchy where managers make all quality and performance decisions, while workers do physical work only and exercise little judgment Poor communication between shop floor and supervisors Lack of teams, suggestion systems or other participatory strategies. A workforce focused on very defined tasks that require a narrow range of skills with simple repetitive functions and no job rotation, problem solving, or continuous improvement activities Productivity through cutting labor and automation. A company that invests little in its workers gets what it pays for. Without proper training and empowerment, investments and improvement projects often do not meet return on investment goals. No CI effort Poor morale, high turnover. Turnover is one of the largest hidden costs in manufacturing companies. The cost of turnover is typically grossly under-estimated.
  9. Purdue Research Foundation © 2010 GN101 Green Generalist (Version 3.0)