This presentation focuses on the steps a school district can take to create a comprehensive, district-wide approach to energy efficiency. From assessing energy performance to recognizing and promoting achievement – and everything in between – a self-implementing process is the most cost-effective way to quickly reduce operating costs and generate long-term recurring savings.

2. WHY A CULTURE OF ENERGY EFFICIENCY?
Save money
Decrease your carbon footprint / go green
Communicate your sustainability efforts
Create / maintain jobs
Differentiate your organization
It’s the right thing to do
ALL OF THE ABOVE!

3. CURRENT THINKING
Energy efficiency is the responsibility of building
operators and is achieved through asset projects
and controls.
“Let’s install ??? to be more energy efficient.”
• Energy management systems
• A new boiler
• Photovoltaics / solar panels
• Wind turbines

4. FORWARD THINKING
Energy efficiency is an organizational commitment
that is achieved by changing the way everyone views
and consumes energy.
• Individual actions on a daily basis
• Efficient building operation
• Energy efficient asset projects
• Rational choices for renewable supply

5. WHAT IS A CULTURE OF ENERGY EFFICIENCY?
• Saving Energy is an Organizational Value
not a Tactic or Strategy
• Everyone is Engaged not just Facilities
• Everyone is on the Same Page
Boss
Peers Me

6. ANOTHER WAY TO THINK ABOUT IT
PEOPLE
Saving energy through on-going engagement
with all employees
PROJECTS
Saving energy through systems
and equipment
PLANET
Increases or replaces energy supply with green
(renewable) energy

7. PEOPLE
(DECREASES DEMAND)
• A Plan with Tangible Goals
• Training
• Best Practices
• On-
Measurement, On-Going and Weather
Normalized
• Benchmarking
• Employee Engagement
• Communications

8. PROJECTS
(DECREASES DEMAND)
• Energy Modeling
• Project Planning and Budgeting
• Plan and Specification
• Construction
• (Retro) Commissioning

9. PLANET
(INCREASES OR REPLACES SUPPLY)
• Wind
• Solar
• Biomass
• Co-generation
Co-

10. WHAT IS POSSIBLE

11. MAKING THE SHIFT
ENGINEERS: Organizations
must examine their
performance, strategy,
processes, and systems to
understand what changes
need to be made.
Convergence over time = CHANGE
MANAGEMENT
PSYCHOLOGISTS: Organizations
must understand the
implications of a change on
its employees given their
culture, values, history, and
capacity for change.

12. MAKING THE SHIFT
• Application of either approach, in isolation,
generally proves unsuccessful.
• An exclusively “engineering” approach results
in solutions that are not adequately
implemented or supported by employees.
• An exclusively “psychologist” approach
results in a lack of appreciation or
understanding for what must actually change to
produce the desired outcome.

13. MAKING THE SHIFT
Successful organizational change requires:
1. Sense of Urgency
2. Guiding Team
3. Vision and Strategy
4. Communication
5. Buy-In
6. Small Wins
7. Persistence

14. MAKING THE SHIFT
Sense Of Urgency
• Develop scenarios showing what could
happen in the future if you don’t reduce energy
use.
―Examine opportunities that should be, or could
be, realized if you reduce energy use.
―Start honest discussions, and give dynamic and
convincing reasons to get people talking and
thinking.
―Review the practices of customers, outside
stakeholders and industry people to strengthen
the case for saving energy.

15. MAKING THE SHIFT
Guiding Team
• Identify the leaders in your organization.
• Balance team with skill sets (visionary, doers,
collaborators, numbers people) and job
functions (senior leadership, communications,
facilities, technology) on the team.
• Ask them for a commitment.

16. MAKING THE SHIFT
Vision and Strategy
• What are your organizational goals
around energy? How does saving
energy move you toward those goals?
―What resources are available (time, talent, and
dollars?)
―Determine a strategy and actions needed to
achieve those goals.
―Determine how you will measure progress
toward your goals (utility tracking, ENERGY
STAR®)

17. MAKING THE SHIFT
Communication
• Talk often about the value of energy
efficiency. Use all available communications
vehicles (wall space, email, newsletters, website,
etc.)
• Lead by example. Use energy efficiency as a filter
for making decisions and solving problems.
• Openly and honestly address peoples' concerns
and anxieties about what you’re asking them to do.
• Apply the value of energy efficiency to all aspects
of operations – from training to performance
reviews.

18. MAKING THE SHIFT
Buy-
Buy -In
• Remove any barriers (human or otherwise) that
keep people from accepting the vision.
• Engage everyone in doing something everyday
to save energy.
• Recognize and reward people for their efforts.
• Identify people who are
resisting the change, and
help them see why you’re
asking them to participate.

19. MAKING THE SHIFT
Small Wins
• Start your engagement efforts by asking people
to make a simple, non-controversial change to
their daily habits (save the space heaters for
later).
―Set an achievable short-term goal – then achieve
it.
―Identify the success stories and promote them.
―Reward the people who help you
meet the targets.

20. MAKING THE SHIFT
Persistence
• Recognize that this is a marathon, not a sprint.
• After every milestone, analyze
what is working well and what needs
improvement.
―Set goals to continue building on the
momentum you've achieved.
―Keep ideas fresh by bringing in
new change agents and leaders
for to your guiding team.

21. MAKING THE SHIFT
Anchor Energy Efficiency in your
Culture
• Talk about the vision and goals for
energy efficiency every chance you get.
• Include the vision when hiring and training new
employees.
• Publicly recognize key members of your original
guiding team, and make sure the rest of your
employees remembers their contributions.
• Create plans to replace key change leaders as
they move on.

22. HOW CAN WE HELP?
CLASS 5 HALLBERG
E N E R GY ENGINEERING
ACHIEVING ENERGY ACHIEVING ENERGY
EFFICIENCY THROUGH EFFICIENCY THROUGH
PEOPLE TECHNOLOGY
• Programs • Mechanical
• Plans • Electrical
• Materials • Commissioning
• Tools • Energy
• Consulting
• Training