1386 Energy Manager


TITLE Energy Manager





MAJOR ADMINISTRATOR Assistant Director of Facilities Management, Maintenance


The Energy Manager coordinates a comprehensive program of energy management for the Springfieldand Mountain Grove campuses by monitoring the energy use of the campus and assessing and analyzing the energy performance of each building via energy audits, determining whether electrical and mechanical systems are operating efficiently, and developing corrective action plans with Facilities Maintenance, when indicated. The Energy Manager advises on energy efficient equipment and technology, evaluates energy efficiency initiatives and communicates them to administration, and promotes energy efficiency and conservation throughout the University via education and training.


Education: A bachelor’s degree in mechanical engineering, engineering technology, business, or a related field with an emphasis on facilities management is required.

Licensure: The credentials required to become a Certified Energy Manager (CEM), a professional engineer’s license, and/or Leadership in Energy and Environmental Design (LEED) accredited professional status are preferred.

Experience: Five years of experience in energy management, mechanical systems design, construction, and/or major building maintenance or a closely related field is required.

Skills: A working knowledge of computer applications, such as database, spreadsheet, presentation, web-authoring, and word processing software and the ability to learn new applications and systems is required. The ability to manage a budget and personnel is required. Strong organizational, communication, and interpersonal skills are required. Analytical skills and the ability to anticipate energy-related opportunities are required. Exceptional verbal and written communication skills are required. Technical writing skills are required to create documentation for energy status reporting. The ability to develop presentations and prepare articles for campus newspapers is required. Initiative is required to identify energy consumption problems and issues, develop recommendations that will result in energy savings, and monitor compliance and results. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.

Effort: Must be able to move throughout campus in order to investigate and test equipment, including stairs in all University buildings and in high and/or confined locations. The work is performed indoors and out-of-doors, occasionally in environments that are dusty, noisy, or contain other work hazards.

Other: The scope of the position includes the potential of exposure to chemicals, solvents, cleaners, and lubricants common to mechanical work that may be hazardous and cause injury.


1. Pursues aggressive programming to reduce the cost of energy that will support cost avoidance measures for the University and ensures that energy management operations are supportive of the University’s goals by developing plans for optimizing energy conservation throughout the campus, investigating and developing recommendations for additional energy cost-avoidance opportunities, reviewing construction plans and specifications for energy conservation measures and construction methods, developing energy conservation programs, recommending sound policies directed toward energy conservation, and developing long-range plans for implementing energy-saving innovations.

2. Develops an energy budget by preparing utility projections based on historical data and energy models, develops budgets and manages energy project work, compiles, organizes, and manages energy reports, and develops an energy accounting system reflecting appropriate rate schedules.

3. Performs comprehensive energy audits to identify and prioritize energy conservation measures and provides cost analysis of energy data emphasizing return on investment.

4. Develops, maintains, and enforces energy standards for both existing and new buildings and mechanical/electrical-related equipment by reviewing and optimizing building control systems and energy contractor performance, analyzing mechanical systems and reviewing construction documents, developing and executing commissioning assignments, as needed, and developing training and/or improvement plans to ensure the best operation in the area of HVAC and energy equipment maintenance.

5. Works with departmental representatives within Facilities Management such as the Director, Assistant Director, and Design & Construction personnel to develop and enforce energy-related programs.

6. Guides and promotes energy conservation by consulting with students through student organizations, such as the Student Government Association.

7. Writes and coordinates grants, rebates, and loan applications related to energy funds and projects.

8. Assures the University’s compliance with federal, state, and local regulations by complying with policies, laws, and regulations governing environmental protection, safety, hazardous waste disposal, and the use of chemicals.

9. Contributes to an accident-free work environment by complying with operator’s instructions for the use of power tools, wearing protective gear such as goggles, hearing protectors, back supports, and work gloves, reporting incidents of unsafe work activity to supervisors, and following standard safety precautions during work.

10. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.

11. Maintains competency and professional currency through self-directed professional reading, developing professional contacts with colleagues, attending professional development courses, and attending training and/or courses required by the Utilities Manager.

12. Contributes to the overall success of the Facilities Management by performing all other essential duties as assigned.


The Energy Manager is supervised by the Utilities Manager and supervises the Energy Coordinator and other positions that may be assigned to him/her.




Factor 1: Professional Knowledge, Skill, and Technical Mastery

Level 5 - 3300 Points: Knowledge of the principles and methods of an administrative, managerial, or professional field such as accounting or auditing, financial management, information technology, business administration, human resources, engineering, law, social sciences, communications, education, or medicine. Knowledge permits employee to supervise projects and/or departments using standard methods to improve administrative and/or line operations. Knowledge also permits employee to plan steps and carry out multi-phase projects requiring problem definition and modified techniques, to coordinate work with others, and to modify methods and procedures to solve a wide variety of problems. Knowledge at this level requires a Bachelor's or Master's degree with substantial related work experience, including up to two years of administrative or supervisory experience. Alternatively, this level may require a professional or clinical degree beyond the Bachelor's degree with moderate related work experience; knowledge requirements include significant levels of related work experience.

Factor 2: Supervisory Responsibility

Level 3 - 270 Points: Supervision of a limited number of (a) operative, administrative support, or paraprofessional employees who do not exercise a full range of supervisory responsibilities over other full-time employees, (b) a very small number of professional employees, or an equivalent combination of (a) and (b). The incumbent performs a full range of supervisory responsibilities including performance reviews of subordinates. The incumbent is generally responsible for training, planning, and directing the work of permanent employees, and provides major input into hiring decisions. Supervisory responsibilities consume moderate amounts of work time and may include general work planning tasks.

Factor 3: Interactions with Others

Level 4 - 500 Points: Interactions with others are somewhat unstructured. The purpose may be to influence or motivate others, to obtain information, or to control situations and resolve problems. Interactions may be with individuals or groups of co-workers, students, or the general public, may be moderately unstructured, and may involve persons who hold differing goals and objectives. Individuals at this level often act as a liaison between groups with a focus on solving particular unstructured problems. Interactions at this level require considerable interpersonal skill and the ability to resolve conflict.

Factor 4: Job Controls and Guidelines

Level 3 - 500 Points: The employee operates under general supervision expressed in terms of program goals and objectives, priorities, and deadlines. Administrative supervision is given through statements of overall program or project objectives and available resources. Administrative guidelines are relatively comprehensive and the employee need only to fill in gaps in interpretation and adapt established methods to perform recurring activities. In unforeseen situations, the employee must interpret inadequate or incomplete guidelines, develop plans, and initiate new methods to complete assignments based on those interpretations. Assignments are normally related in function, but the work requires many different processes and methods applied to an established administrative or professional field. Problems are typically the result of unusual circumstances, variations in approach, or incomplete or conflicting data. The employee must interpret and refine methods to complete assignments. Characteristic jobs at this level may involve directing single-purpose programs or performing complex, but precedented, technical or professional work.

Factor 5: Managerial Responsibility

Level 4 - 1500 Points: Work involves the primary accountability for a smaller department, program, or process. Work activities involve managerial decisions that directly affect the efficiency, costs, reputation, and service quality of the department, program, or process. Work affects a limited range of professional projects or administrative activities of the University. Work activities have a direct and substantial impact on the department. While work activities do have some effect on the efficiency and reputation of the cost center, departments, programs, or processes at this level represent a relatively minor function within the cost center. Employees in jobs at this level may have responsibility for developing budgets, distributing budgeted funds, and exercising the primary control over a relatively small budget.