Communication is a good first step, but long-term engagement of staff is ensured through training; this is critical for the success of the program and requires the people involved to be trained and educated in energy efficient principles and techniques. Formal training is proposed as part of the program, encompassing he essential components of the energy efficiency program including application to real situations, and it has to be designed to meet the needs of different staff groups. Energy efficiency training should focus on improving energy awareness and reducing energy consumption. Generally courses should comprehend three approach levels:
The awareness approach means involving employees in general and should deliver some basic training in energy. It might simply teach the difference between energy sources, usages inside the plant, related costs, unit conversion, basic conversion equipment function etc. Some directions over energy conservation at home also apply. This is a level equalizing training, aiming to bring all potential engaged personnel to a basic understanding of the subject. Remember that employees place a high value on training, so this could be understood as motivational work. It might be a good idea to promote short training sessions on energy into other ongoing in-house training for employees, such as safety. If possible, it should be delivered by a qualified energy expert of the company, or even the energy manager if there is such a position. It enhances networking, helps break down departmental barriers and demonstrates the importance of the theme.
The technical staff, like engineers, operators, maintenance and other workers whose jobs can affect energy use in the plant, need to be trained in the principles and technologies that are related to the systems and tasks that they work with, concentrating on the practical aspects of their tasks. The first option is to concentrate training on specific systems for which they are responsible. There are specialized courses for fired heaters, boilers, mechanical and electrical equipment, heat exchangers, pumps etc. Syllabuses must address thermodynamic principles applied to the systems involved and be delivered on a level consistent with the audience ' s background. These courses may aim to upgrade job qualifications in the long term and can bring positive performance effects. They may be delivered by university teachers, specialized private enterprises and in-house technical staff. Secondly, management training in energy systems can be broadened. It is helpful to have a wider understanding of the systems operation altogether. Integrating energy management into the whole company matrix is essentially a cross-training to extend employee capabilities and view of the system. When workers acquire this broader view and range of skills, they tend to interact better and more effectively with peers throughout the facility. They get more motivated towards energy efficiency and it becomes easier to recognize potential system problems, opportunities and the implications of each other ' s acts in overall efficiency. Courses can be supplemented by ongoing professional development and study.
A set of skills is needed to manage an energy efficiency program and among them can be included leadership capacity, planning, delegation, communication, negotiation, technical process knowledge, and economics. These abilities and the specific training will be defined in the job description in Section 9.6.4 on leadership.
Once you have educated and motivated the staff, it is time for accomplishment, to put all the messages and learning into practice to justify the effort.
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