IPA's Position Sample Clauses

IPA's Position. The IPA notes that the Act imposes on Ameren the ultimate responsibility to design, develop and file energy efficiency ("EE") and demand response ("DR") measures and plans with the Commission, however, Ameren shares with the DCEO the obligation to implement EE programs, while Ameren maintains exclusive control over implementing DR programs. The IPA states that Ameren is required to implement programs and measures to achieve at least 75% of the EE statutory targets, and DCEO is required to implement programs to achieve 25% of the statutory target. While DCEO is required to implement 25% of the targets, the IPA states that the costs associated with DCEO and Ameren’s EE programs are not allocated pro rata. The IPA asserts that if DCEO is unable to meet its annual energy efficiency savings goal of 25%, then Ameren and DCEO are required to jointly submit a proposal to the Commission explaining the performance shortfall, and recommending an appropriate modification to the plan. The IPA opines that the Act does not give Ameren an opportunity to request a modification of its plan from the Commission if DCEO expects to fall short of the statutorily mandated EE savings; the modification to the statutory obligation occurs only after DCEO tries, but fails to achieve the statutory obligation. The IPA avers that if Ameren fails to meet its required efficiency standards after three years, the responsibility for implementing the energy efficiency measures shall be transferred to the IPA.
Sample 1
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IPA's Position. The IPA states that “Demand-response” is defined in Illinois as “measures that decrease peak electricity demand or shift demand from peak to off-peak periods.” 20 ILCS 3855/1-10. In its September 30, 2010 filing, the IPA notes that Ameren proposed a single DR program its refers to as a “Voltage Optimization” program, in which Ameren would install “Volt/VAR” devices to manage voltage and reactive power through its distribution and feeder systems. The IPA avers that the "Volt/VAR" devices are not actual demand reponse devices, but instead would help Ameren maintain a flatter distribution circuit profile while still delivering to customers acceptable voltage at the end of the circuit. The IPA notes that Ameren indicates this program would permit Ameren to control loads eight times per year for four hours per event, resulting in 32 hours of load reduction. However, the program is intended to be "behind the scenes" with "no detectable impact to households" and will cause no change in behavior by the customer. The IPA believes the evidence shows that if implemented, the impact should reduce annual MW load by 4.5 MW per year. The IPA asserts that most Intervenors argue against the Voltage Optimization proposal, while Staff recommended that that the Commission reject Ameren’s proposed DR program, but order Ameren to conduct a pilot of the Voltage Optimization Program to determine if the program actually works. The IPA notes that in response to this criticism, Ameren revised its proposal and removed the Voltage Optimization Program from its proposed plan and increased its energy efficiency budgets and targets accordingly. The IPA states that the net result of Ameren’s revision is that it proposes no DR program at all for the period from June 1, 2011 to May 31, 2014, and therefore Ameren’s proposed energy efficiency and demand response plan is not only deficient, but unlawful and contrary to Section 8-103(c). The IPA also opines that there is no evidence in the record that the Voltage Optimization Program is an adequate demand response program that complies with Ameren’s obligation to reduce customer demand during peak load, or to shift demand from peak to off- peak. Some parties have suggested that Ameren be given credit for this EE measure in satisfying its obligations under Section 8-103(e). Xx. Xxxxxxxxx asserts that capturing peak savings through the residential EE programs can be viewed as meeting the statute’s requirements for incremental DR resources of 0.1%...
Sample 1

Related to IPA's Position

  • New Position An approved position not reflected in the current year budget complement.

  • Term Position A position occupied by a full-time or part-time nurse for a specified period of time, up to a maximum of sixty (60) weeks, where patient/client/resident census or workload necessitates a temporary increase in staffing, if mutually agreed, to replace a nurse(s) who is/are on vacation or leave of absence, or to carry out a special short term project or where the Employer has provided notice of permanent deletion of position(s) under the Memorandum of Understanding regarding Employment Security, or as otherwise mutually agreed between the Union and the Employer. If the Employer determines there is a term position to be filled by a nurse, the term position shall be posted in accordance with Article 30. This shall not preclude the Employer from utilizing part-time nurses and/or casual nurses to work available shifts as specified in Articles 34 and 35 when the Employer decides that a term position is not required. The Employer shall provide written confirmation of the start and expiry dates of the term position prior to the nurse's commencement in the position. This period may be extended if the Employer so requests and the Union agrees. The maximum duration specified in paragraph 1 above for term positions shall not apply in situations where a nurse is absent indefinitely due to Workers Compensation and/or illness and/or accident or where there is a temporary vacancy due to leave for Public Office. In these cases, the Employer shall state on the job posting that the said term position is an "Indefinite Term" which will expire subject to a minimum of twenty-four

  • New Positions The Board, in consultation with the Association, shall prepare a new job description whenever a new position of special responsibility is created or whenever the duties of any such position are changed or increased. When such a position is created or changed, the allowance shall be subject to negotiations between the Board and the Association.

  • Permanent Positions All part-time and full-time positions shall be permanent unless identified as being fixed term in accordance with clause 2.2.5.

  • Excluded Positions When a College temporarily assigns an employee to the duties and responsibilities of a position excluded from the provisions of this Collective Agreement, the employee's obligations to contribute to the regular monthly Union dues under Article 5.4 and his/her seniority shall continue during the period of such temporary assignment up to a maximum period of twelve

  • Filling Positions ‌ The Employer will determine when a position will be filled, the type of appointment to be used when filling the position, and the skills and abilities necessary to perform the duties of the specific position within a job classification. Only those candidates who have the position-specific skills and abilities required to perform the duties of the vacant position will be referred for further consideration by the employing agency. A. An agency’s internal layoff list will consist of employees who have elected to place their name on the layoff list through Article 34, Layoff and Recall, of this Agreement and are confined to each individual agency. B. The statewide layoff list will consist of employees who have elected to place their name on the statewide layoff list in accordance with WAC 000-00-000. C. A promotional candidate is defined as an employee who has completed the probationary period within a permanent appointment and has attained permanent status within the agency. D. A transfer candidate is defined as an employee in permanent status in the same classification as the vacancy within the agency. E. A voluntary demotion candidate is defined as an employee in permanent status moving to a class in a lower salary range maximum within the agency. F. When filling a vacant position with a permanent appointment, candidates will be certified for further consideration in the following manner: 1. The most senior candidate on the agency’s internal layoff list with the required skills and abilities who has indicated an appropriate geographic availability will be appointed to the position. 2. If there are no names on the internal layoff list, the agency will certify up to twenty (20) candidates for further consideration. Up to seventy-five percent (75%) of those candidates will be statewide layoff, agency promotional, internal transfers, and agency voluntary demotions. All candidates certified must have the position-specific skills and abilities to perform the duties of the position to be filled. If there is a tie for the last position on the certification for either promotional or other candidates, the agency may consider up to ten

  • Vacant Positions An employee on the reinstatement roster may bid on a vacant position in a different classification in the same manner as any other regular employee pursuant to this agreement.

  • Filling Vacant Positions During the time the procedures outlined herein are in effect, position vacancies to be filled shall first be offered to regular employees who have a contractual right to be recalled to a position in the involved job classification or who may have a right to “bump” or transfer to the position, as the case may be. In such circumstances, the seniority provisions of the Agreement shall be observed. If no regular employee has a contractual right to the position, the following shall be given consideration in the order (priority) indicated below: 1st Priority: Qualified Job Bank employees 2nd Priority: Employees on a recall list 3rd Priority: Employee applicants from a list of eligibles 4th Priority: Displaced certified temporary employees 5th Priority: Non-employee applicants from a list of eligibles The qualifications of an employee in the Job Bank or on a recall list shall be reviewed to determine whether they meet the qualifications for a vacant position. Whether the employee can be trained for a position within a reasonable time (not to exceed three months) shall be considered when determining the qualifications of an employee. If it is determined that the employee does not meet the qualifications for a vacant position, the employee may appeal to the Director of Human Resources. If it is determined that an employee in the Job Bank is qualified for a vacant position, the employee shall be selected. The appointing authority may appeal the issue of whether the employee is qualified. The dispute shall be presented to and resolved by the Job Bank Steering Committee. If it is determined that an employee on a recall list is qualified for a vacant position, the employee will be given priority consideration and may be selected. Appeals regarding employees on a recall list and their qualifications for a position will be handled by the Civil Service Commission. The grievance procedure under the Labor Agreement shall not apply to determinations as to qualifications of the employee for a vacant position.

  • Return to Position Upon return from FMLA leave, the employee shall be returned to the same or equivalent position in the same class and work location, including the same shift or equivalent schedule, unless the University and the employee agree in writing to other conditions and terms under which such leave is to be granted.

  • Financial Position The Borrower has heretofore furnished to the Lenders its consolidated balance sheet and statements of income, stockholders’ equity and cash flows as of and for (a) the fiscal years ended December 31, 2014 and 2013 reported on by Ernst & Young LLP, independent public accountants and (b) the six months ended June 30, 2015. Such financial statements present fairly, in all material respects, the financial position and results of operations and cash flows of the Borrower and its consolidated subsidiaries as of such dates and for such periods in accordance with GAAP, subject to year-end audit adjustments and the absence of footnotes in the case of the statements referred to in clause (b) above.

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