Tuesday, February 19, 2013

Going Mobile: Portable Tools Help You Measure and Control Energy Use

The following information is from the City of Jackson "Municipal Utilities Questline Newsletter". It may be useful to you and your business. Check it out.


Key Points
·         Conduct a walk-through audit to learn more about your facility and energy-use patterns.

·         Start by gathering energy-use data and benchmarking it against that of similar facilities.

·         Low-cost, portable instruments are available to measure energy use and spot inefficiencies.

An energy audit is a great way to learn more about your consumption patterns and look for cost-saving opportunities. However, many facilities may be reluctant to hire a pricey consultant armed with an array of expensive equipment and software analysis tools. While outside expertise is necessary in certain situations, it is possible to conduct a thorough assessment on your own. After all, you know your processes and your facility better than anyone. This kind of inside knowledge can be helpful in spotting inefficiencies and finding better ways to manage your energy use.

Getting started
The following are the key steps for conducting your own energy audit:

·        Assign responsibility—the business owner or facility manager should take the lead in conducting the assessment. Larger operations may need to form a committee representing different departments.
*   Gather data—review utility bills over the past year or a typical 12-month period to gain insight into your total energy consumption and usage patterns.
  • Benchmark—compare your energy use against that of similar facilities. Use the Commercial or Industrial benchmark tools to find energy-use data for your business segment.
  • Evaluate—review manuals and specifications of building equipment and mechanical systems to determine their type, size and age. Examine architectural drawings and look at your operational schedule to gain a deeper insight of your building condition and energy-use patterns.
Now you are ready to begin your audit. Start by examining your building envelope (walls, windows and roof), and then move on to lighting, mechanical systems as well as other building and operating equipment.

Energy audit tools
While you may not have access to the kind of high-tech measurement and analysis equipment available to a professional auditor, there are a variety of low-cost instruments available to help you measure energy consumption throughout your facility and look for ways to improve efficiency.

Watt meter—measures the power consumption and demand of individual motors, appliances or mechanical equipment. This can help you better assess how you are using energy across your facility.

Light meter—quantifies the illumination levels in various areas of your facility and displays them as lux or foot candles. These measurements allow you to evaluate your lighting design and spot opportunities to reduce lighting energy use, such as lighting controls, daylighting and dimming. Check illumination levels against those recommended by the Illuminating Engineering             Source: www.energy.gov
Society of North America (IESNA).

Infrared thermometer—senses the infrared energy emitted by any material and converts it to a temperature reading. They are useful for illustrating thermal losses in walls and windows and act as a guide for sealing air leaks and adding insulation.

Flue gas analyzer—measures the amount of oxygen and carbon dioxide, as well as the temperature, in the flue (exhaust) gas of boilers and other fuel-burning equipment. Armed with this information, you can determine whether excess air needs to be controlled, thus reducing heat loss and lowering harmful emissions.

Wireless thermometer—portable and easy to use, these devices can be carried throughout your facility to measure the surrounding air temperature. They are used for detecting temperature differences in individual rooms or areas, which indicate poor air flow or building air leaks.

Tachometer—speed measurements can indicate belt slippage or improper loading in fans, blowers and other motors. A digital tachometer, another simple device, measures rotational speed in revolutions per minute (RPM). With this information, you can make adjustments to improve equipment efficiency.

If you do not have the time to conduct a walk-through energy audit, the online Facility Assessment Wizard can be a helpful short cut. Just answer a few simple questions and receive a report filled with energy-saving recommendations tailored specifically to your facility. The entire process will only take five to 10 minutes.

Whatever method you choose, an energy audit can increase your knowledge about your facility and energy use, thereby finding ways to better utilize this critical resource.

Thursday, February 14, 2013

MN DEED Business Events Calendar

The following February events are among those listed by MN Department of Employment and Economic Development (DEED) on their web site: www.positivelyminnesota.com. Check it out for event all year round.

Feb. 20
7:30am
UCBC China Symposium - #5 in a series of 6
Joule Business Resource Center
1200 Washington Av. S, Second Floor
Minneapolis, MN 55415
Feb. 20
8:30am
How the TPP (Trans-Pacific Partnership) Can Benefit Both the Japanese and American Economies
Dorsey & Whitney LLP
50 South Sixth Street, Suite 1500
Minneapolis, MN 55402
Feb. 21
1pm
Weekly Job Fair
Minnesota WorkForce Center - Hennepin South
4220 W Old Shakopee Rd
Bloomington MN 55437
Feb. 21
6:30pm
FACCMN's Rendez-vous du Jeudi with Chez Arnaud
Chez Arnaud
1085 Grand Avenue, St. Paul, MN
(651) 330-4453
Feb. 26
4pm
Australia: A Wealth of Business Opportunities
Fredrikson & Byron, P.A.
200 South Sixth Street, Suite 4000
Minneapolis, MN 55402
Feb. 27
10:30am
MGTA's "Indexation in Container Freight"
C.H. Robinson International, Inc.;
14800 Charlson Road; Minneapolis/St. Paul Rm.; Eden Prairie, MN 55347
Feb. 28
10am
MN Water Technology Export Roundtable with GACCoM-MN
Schulze Hall Auditorium-Univ. of St. Thomas' Opus College of Business,
1000 LaSalle Ave., Minneapolis, MN 55403

Friday, February 8, 2013

Helpful Info From Our Workforce Center


Work Opportunity Tax Credit (WOTC) Program Extended to December 31, 2013  
There are a number of Qualifying Groups, but one you might be especially interested in taking advantage of is Group 4 – the Designated Community Resident:  An eligible individual may be age 18 but not yet 40 years old on the hire date and lives in a Rural Renewal County (RRC) The Rural Renewal Counties are Big Stone, Chippewa, Cottonwood, Faribault, Jackson, Kittson, Koochiching, Lac qui Parle, Lincoln, Marshall, Martin, Murray, Norman, Pipestone, Red Lake, Redwood, Renville, Stevens, Traverse, Wilkin and Yellow Medicine. Work Opportunity Tax Credit (WOTC) Information
 

UPDATED Minnesota Department of Labor and Industry MANDATORY POSTERS 
Posters have a new look, but the regulations explained within them have not changed, employers are not required to replace their current poster set.      Updated Posters
 

NEW MN Department of Labor and Industry LABOR STANDARDS BROCHURES & FACT SHEETS
(including MN Child Labor Standard Act)       New Brochures & Fact Sheets
 

Commercial Driver’s License Test Prep Course
MN West Community & Technical College  
March 2013    Marshall Merit  Center   CDL Training - MN West               
This course will help prepare for the Commercial Driver’s License written instruction permit test.  (No driving included in this course now, but working on the driving component of the program for the future)


2013 Vacation Planner       2013 Vacation Planner

 
MN Unemployment Insurance (UI) Seminar: What Minnesota Employers Need to know…    
Thursday,  February 21, 2013  Pipestone, MN    11:00 a.m. to 3:00 p.m.
Pipestone County Medical Center
Presenters:  UI Guys from DEED/St. Paul:  Gary Johnson & Wayne Johnson      
UI Brochure & Registration Information      (space is limited)


Spring Employer Seminar - Management 2013:  Quest for the Best – Four Stages of Leadership Excellence        Save the Date 2013.pdf        Presenter:   Lorna Riley      Friday, April 26, 2013  - Prairie’s Edge Casino Resort, Granite Falls, MN   

 
Thank you and please contact me with questions.      
Denise Myhrberg
DEED Business Services
Marshall WorkForce Center
607 W. Main Street
Marshall, MN  56258
507/537-6236

 

Wednesday, February 6, 2013

10 Ways to Recruit Smarter, Not Harder

 
How to compete with external search firms for top talent.
 
COLLABORATORS Lou Adler

10 ways to recruit smarter, not harder
photo by Emanuele
The larger you get as a company, the closer you come to actually having in-house recruiters and talent scouts at your disposal.
But until that day arrives — and even after it does — we recommend this fabulous list of suggestions for becoming an outstanding recruiter from Lou Adler, CEO and founder of the Adler Group, a training and search firm. Adler is also the author of Hire With Your Head, an Amazon top-10 best-seller, based on his 20 years as one of the top recruiters in the country.
Adler’s Top 10 list, which you can — and should — read in its entirety, was posted to ERE.net after an in-house recruiting manager asked him “for a specific list of things her recruiting team could do to better compete with external search firms.” Here’s a summary, peppered with some advice from Adler, who spoke toBuild last week:
10. “Develop and implement a talent scarcity acquisition strategy based on attracting top people in, rather than a talent surplus model designed to weed weak people out.”
9. “Prepare career-oriented communications that excite. You must understand your ideal candidate’s intrinsic motivator before you start looking for the person. Then you must capture all of this in compelling stories told via postings, emails, and voice mails. Here’s a sample job posting demonstrating this concept.”
For midmarket companies, nailing the job description is especially important — to make the case that a gifted candidate should work for you, rather than seeking the thrills of a startup or the stability of a fully mature organization. “You want to differentiate your company, and your ad should answer the question ‘Why would a top person regard this job as a good career move?’” says Adler. “Most ads are written to screen out the weak, by listing a bunch of requirements that might rule people out. Sometimes good people. The better approach is to write ads that attract the best.”
8. “Implement a 20/20/60 sourcing plan if you want to see and hire more toppassive candidates. This approach will allow you to attract great people whether they’re active or passive. The idea behind this is that in order to reach all of the fully-employed talent market, you need to spend 20 percent of your sourcing efforts on compelling job postings that are either pushed to your ideal prospects or easily found. Another 20 percent should be based on using “clever” Boolean (see Point 7) and related search tools to identify possible prospects and reaching out to them using career-focused emails. The remaining 60% should focus on networking and obtaining high-quality referrals. Here’s a more detailed summary of this type of multi-level sourcing plan.”
7. “Consider LinkedIn Recruiter as a network, not a database, and learn to be “clever” at Boolean. Since all I use for sourcing is LinkedIn Recruiter, I find it rather simple now to find 10-plus worthy prospects (qualified and seriously interested in having a career discussion with a hiring manager) in a day or two for any assignment, no matter how difficult. To generate the initial list, all it takes is a basic knowledge of five Boolean operators AND, OR, NOT, “_” and (_); the ability to find nodes (people who know your candidate); developing clever terms that separate the best from the rest; and a phone (see point 6).”
6. “Learn to pick up the phone and network like the best third-party and retained recruiters in the industry. This means you need to call every hot prospect you found in Step 7 — done properly 80% will call you back! — and either recruit or network with them.”
In terms of what to say on the phone, Adler recommends that you keep it short and simple. “Just say, ‘I’ll give you a 1-2 minute overview of the company and the job, you give me a 1-2 minute overview of your career and goals, we’ll see if the job is too big or too small for you, and if we’re both still interested after that, we can meet.’”
5. ”Improve your assessment accuracy by learning how to conduct the two-question performance-based interview…. Here’s a quick story on how I taught a CEO how to conduct the two-question interview in a few minutes.
4. “Learn how to tame your hiring managers, aka, “How to Conduct a Rich Intake Meeting” and control their yes/no hiring decision… Here’s my favorite story on how to do this with the toughest, no-nonsense CEO on the planet.”
3. “Learn the basics of passive candidate recruiting, i.e., maintain applicant control, bridge the gap on first contact, convert jobs into career, get the candidate to sell you, and never make an offer until it’s 100% accepted.
2. “Stop using traditional skills-infested job descriptions for hiring. This is essential if you want to hire great passive candidates and hire more high potential candidates, and critical if you want to rapidly expand your diversity and returning military veterans hiring programs. Here’s an article describing why this is so important.
1. ”Master ‘Little Data’ before you get mesmerized by ‘Big Data.’ If you don’t measure how well you’re doing all of the above, implementing big data initiatives won’t help you improve the quality of each hiring decision or the underlying process. Little data process control metrics include interviews per hire (it should be no more than four), the time it takes to put together a slate of prospects to present to the hiring manager (with LinkedIn Recruiter target 72 hours max to find worthy candidates who are willing to have an exploratory conversation with the hiring manager), the number of pre-qualified referrals obtained on every networking call (target at least two), and the ratio of pre-qualified warm calls to cold calls (it should be 4:1). These metrics are especially important for recruiting leaders to track their team’s performance.”
#smartrecruitin

The PLUS

No. 5 on Adler's list refers to a "two-question" interview.
There's more to it than that. Yes, it involves two questions, but they are doozies: (1) How would a candidate solve a specific problem, if she were hired? (2) When has she solved a problem like that previously?
For details about how this actually works during an interview, read Adler's post titled "Take a Tour of the Factory and Call Me in the Morning" on ERE.net.
 
 

Tuesday, February 5, 2013

Jackson Municipal Utilities Questline

Check out the info in the newest Jackson Municipal Utilities Questline. Good stuff!

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Jackson Municipal Utilities Questline
February 05, 2013
MRES is happy to announce the return of its Compressed Air System Workshop! Last offered in 2004, this opportunity allows your business to empower employees with the knowledge they need to help improve your operating costs.
 
READ MORE >>
 
   
 
Power strip
Advanced power strips automatically shut off power to office equipment when not in use.
 
READ MORE >>
 
 
Relamping
An effective maintenance policy can help you save significantly on energy costs.
 
READ MORE >>
 
 
Data logger
Track energy use and spot savings opportunities with these inexpensive, portable instruments.
 
READ MORE >>
 
 
 
Cash incentive programs
Find out more about our energy efficiency cash incentive programs!
 
Facility Assessment Wizard
Our Facility Assessment Wizard can provide cost-cutting recommendations that will help to improve energy efficiency at your facility.
More
   
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