NRDC-ELPC's Position Sample Clauses

NRDC-ELPC's Position. NRDC-ELPC indicate they agree with Ameren that some deeming of gross measure savings is appropriate, and urge the Commission to adopt some reasonable limitations on doing so. Specifically, NRDC-ELPC believe there is substantial evidence in the record to support a conclusion that it is appropriate to deem the gross measure savings values for a set of standard measures where the unit savings are not large, do not vary significantly between installations and where the number of installations is large enough that the average savings values can be reasonably accurate in aggregate. However, NRDC-ELPC urge that the Commission require that the actual deemed values for these measures should be determined through a separate proceeding. NRDC-ELPC assert that Ameren has not made available the detailed assumptions behind the deemed measure savings values in its current plan, and the expedited nature of this proceeding does not afford adequate time for assessment of those values. NRDC-ELPC generally agree with the recommendations of both witness Xxxxxxx and witness Xxxxxxxxx, who each urge a separate proceeding for the purpose of reaching agreement on deemed gross savings values, which may include an ongoing effort within the Stakeholder Advisory Process, and the development of a TRM which would document all of the assumptions underlying deemed savings values. They add that ELPC witness Xxxxxxxx also argues for creating a statewide TRM, and describes both the purpose and content of the Manual, including allowing a transparent and well-vetted set of deemed savings values. NRDC-ELPC state that Ameren agrees that a TRM is warranted, although it sees no role for the SAG in developing it. NRDC-ELPC urge that the Commission acknowledge that it is important for the credibility of these programs that stakeholders have been engaged in the development of the assumptions which are relied upon to ensure that savings are real. NRDC-ELPC provide a table, reproduced below, that provides the specific measures that they believe are appropriate for deeming the gross savings values. Residential Lighting All Residential Energy Efficient Products All Residential HVAC All listed Residential Appliance Recycling All Residential Home Energy Performance CFLs, Showerheads, faucet aerators, smart strips, water heater insulation water heater setback Residential ENERGY STAR New Homes All Residential Multifamily CFLs, showerheads and faucet aerators Residential Behavior Modification All Residential M...
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NRDC-ELPC's Position. NRDC-ELPC notes that Ameren’s energy efficiency plan falls short of the statutory target for PY4 by 59,000 MWh of potential savings, which represents roughly 20% of the savings that would be realized under the statutory target, falls even further short of the statutory target for PY5 by 154,000 MWh, or nearly 40%, and by PY6 Ameren proposes to achieve less than half of the statutory goal, falling short by 334,000 MWh or 60% of the target. While Ameren argues that it cannot reach the statutory target without exceeding the spending limit, NRDC-ELPC asserts that, Ameren fails to present sufficient evidence that its portfolio is maximized to achieve the highest level of savings achievable with the available funds. While Ameren presents a benchmarking analysis to show that it cannot meet the Act's unmodified savings goals, NRDC-ELPC suggests that the analysis shows that utilities have been known to achieve savings targets in the same range as the statutory targets Ameren faces, at costs that are consistent with the amounts Ameren may spend under the rate impact caps. NRDC-ELPC opines that Ameren has substantially underestimated the level of savings it could achieve within the limited budgets, and notes that various witnesses have offered no fewer than nine distinct programmatic changes, each of which would increase Ameren’s total savings within its allowed budget. Given the sheer number and variety of strategies that Ameren failed to consider before concluding that the targets were out of reach, NRDC-ELPC suggests the only appropriate response from the Commission would be to send the plan back to Ameren and required it to redesign its portfolio to achieve greater levels of savings. NRDC-ELPC suggests that a closer look at Ameren's benchmarking analysis shows not only that the statutory goals are achievable, but that similar goals are being achieved by utilities at roughly the same cost per first-year kWh savings that Ameren has to spend within its rate impact caps. NRDC-ELPC argues it is not appropriate to compare the cost per unit savings for utilities that are achieving a substantially higher savings target as a percentage of sales, because the higher savings goals would tend to drive a different mix of programs that could increase their cost of first-year kWh savings. If, instead, one compares only those portfolios analyzed in the benchmarking study that are achieving savings at levels closer to Ameren’s PY4 statutory goal (i.e., between 0.8 percent of sales...
NRDC-ELPC's Position. According to NRDC-ELPC, Ameren witness Xxxxxx suggests that only one process evaluation and one impact evaluation should be conducted for each program during the 3-year plan cycle. While NRDC-ELPC agree that limited evaluation dollars should be used conservatively and prioritized, NRDC-ELPC oppose what they describe as arbitrarily deciding that every program should be evaluated only once over a three year period. NRDC-ELPC suggest for example, a program that Ameren relies upon for a large amount of savings, the impacts of which are not well understood or is subject to changing market conditions may warrant more frequent evaluation. They urge Ameren to engage stakeholders through the SAG to develop a well-reasoned evaluation schedule for each program within the limitations of the evaluation budget. NRDC-ELPC believe this recommendation is consistent with the views expressed by both NRDC witness Xxxxxxx and AG witness Xxxxxxxxx.

Related to NRDC-ELPC's Position

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

  • 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.

  • 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

  • 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

  • STRS PICK-UP The Board agrees, as a condition of employment, to tax shelter employee contributions to the State Teacher's Retirement System (STRS) in accordance with State Retirement System and Federal Internal Revenue Service guidelines and restrictions. This section in no way implies that the Board will contribute any portion of the employee's share of retirement contributions. For purposes of this paragraph, total annual salary and salary per pay period of each bargaining unit member shall be the salary otherwise payable under this Agreement, as amended. The total annual salary and salary per pay period of each member shall be payable by the Board in two parts: (1) deferred salary and (2) cash salary. A member's deferred salary shall be equal to that percentage of said member's total annual salary or salary per pay period which is required from time to time by the State Teachers Retirement System (STRS) to be paid as an employee contribution by said member as a pickup of the STRS employee contribution otherwise payable by said member. A member's cash salary shall be equal to said member's total annual salary or salary per period less the amount of the pickup for said member and shall be payable, subject to applicable payroll deductions, to said member. The Board's total combined expenditures for members' total annual salaries otherwise payable under this Agreement, as amended, (including pickup amounts) and its employer contributions to STRS shall not be greater than the amounts it would have paid for those items had this provision not been in effect. The Board shall compute and remit its employer contributions to STRS based upon total annual salary, including the "pickup". The Board shall report for Federal and Ohio income tax purposes as a member's gross income said member's total annual salary less the amount of the "pickup". The Board shall report for municipal income tax purposes as a member's gross income said member's total annual salary, including the amount of the pickup. The pickup shall be included in the member's total annual salary for the purpose of computing daily rate of pay, for determining paid salary adjustments to be made due to absence, or for any other similar purpose. The pickup shall apply to all payroll payments made after the effective date of this provision. Should the Board's payment of deferred salary cause an individual bargaining unit member's annuity contributions to exceed the IRS permissible level, any such individual shall have the right to adjust annuity deductions within thirty (30) days of the effective date of this provision.

  • 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.

  • Career Development The City and the Union agree that employee career growth can be beneficial to both the City and the affected employee. As such, consistent with training needs identified by the City and the financial resources appropriated therefore by the City, the City shall provide educational and training opportunities for employee career growth. Each employee shall be responsible for utilizing those training and educational opportunities made available by the City or other institutions for the self- development effort needed to achieve personal career goals.

  • Staffing Levels To the extent legislative appropriations and PIN authorizations allow, safe staffing levels will be maintained in all institutions where employees have patient, client, inmate or student care responsibilities. In July of each year, the Secretary or Deputy Secretary of each agency will, upon request, meet with the Union, to hear the employees’ views regarding staffing levels. In August of each year, the Secretary or Deputy Secretary of Budget and Management will, upon request, meet with the Union to hear the employees’ views regarding the Governor’s budget request.

  • 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

  • Removal from any Boards and Positions Upon Executive’s termination of employment for any reason under this Agreement, Executive shall be deemed to resign (i) if a member, from the Board and the board of directors of any Affiliate and any other board to which Executive has been appointed or nominated by or on behalf of the Company or an Affiliate, (ii) from each position with the Company and any Affiliate, including as an officer of the Company or an Affiliate and (iii) as a fiduciary of any employee benefit plan of the Company and any Affiliate.

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