Transparent Progress. Sustainable Solutions.
Ever-Green is committed to advancing the sustainability of systems, from conception through implementation. Our 2023 reporting demonstrates the company’s dedication to transparency as we act as an ethical, conscientious corporation.
Leadership Sustainable Development Statements
Our environmental, social, and governance (ESG) reporting efforts highlight our commitment to accountability and transparency by providing key ESG metrics for the systems we develop and operate. We made remarkable progress this past year. We pursued innovative solutions to advance decarbonization in buildings through exploration of waste heat recovery solutions. In Duluth, Minnesota, we partnered with the City of Duluth in securing Department of Energy funding to study the feasibility of using waste heat extracted from Duluth’s wastewater treatment plant as heat for buildings. The City of Duluth and its project partners are now pursuing additional federal funding to allow for detailed design and construction of this innovative system.
Our partnerships with higher education institutions entered key milestones in 2023. At Oberlin College, we began drilling geothermal wells for the campus energy system. Our team also completed carbon neutrality studies for Kenyon College and Denison University. Ever-Green announced a new collaboration with community developers in Minneapolis for the establishment of a sustainable mixed-used development using low-carbon district energy technology. Data has been gathered and is being analyzed from test wells for the aquifer thermal energy storage (ATES) system that will serve the development.
Sustainability is an ongoing process at Ever-Green that is rooted in our core values. As energy system operators and advisors, we have a responsibility to find technically and financially feasible solutions that drive advancement and decarbonization of the systems on which we work. I am thankful to the Ever-Green team – our dedicated employees, board members, and our partners – for their commitment to advance this mission and bolster our communities. I am proud to share Ever-Green’s third environmental, social, and governance report for 2023.
Thank you,
Luke Gaalswyk
President and CEO
Throughout our history, we have been guided by one of our fundamental values of operating with excellence. I have witnessed our team’s exceptional ability to advance legacy systems and successfully transform them to sustainable and efficient operations. At Duluth Energy Systems, a 91-year-old steam system, we made great strides in transitioning the system away from coal dependency. Today, forty percent of the system’s heating load has transitioned from steam to hot water, with more to come. And an innovative geo-exchange energy system that recovers heat from the wastewater treatment plant is being evaluated for the community.
Increasingly, the application of circular economy principles is playing a pivotal role in our future and that of our clients. Some promising avenues for Ever-Green are waste heat recovery and networked geothermal. I am thrilled to see these solutions we have been exploring for decades now coming to fruition, and Ever-Green playing a role helping communities apply circularity into their plans and projects. We are living in an exciting moment of systems transformation aided by historic climate funding and legislation. In Saint Paul, we have studied the feasibility of waste heat recovery from the state’s largest wastewater treatment plant along with the support from our long-time partners in the city, regional, and state governments. We are hopeful that with the help of Inflation Reduction Act funding, we will be able to accomplish this innovative feat.
We have come a long way in this journey of energy transformation. I am grateful to our dedicated team, our partners, the communities and clients we serve for their continuous support. I am also thankful for the opportunity that I had to lead a remarkable team. The future is bright for Ever-Green.
Thank you,
Ken Smith
Senior Advisor to the Board of Directors
ESG Framework
Ever-Green’s ESG commitment extends throughout the business and operations, building from the company values that guide our everyday and long-term actions. We formally adopted a company ESG Policy that serves as the foundation for future company actions and guides our annual reporting of ESG metrics. Our ESG Policy is shaped by our employees, board of directors, customers, and the communities we serve.
The following information contains key ESG metrics and details with reference to the Global Reporting Initiative (GRI) Standards. The latest metrics are for the reporting period January 2023 – December 2023. There have been no significant changes to Ever-Green’s size, structure, and ownership within this reporting period.
Ever-Green will update the ESG metrics annually. We welcome feedback on these reporting efforts and guiding principles directing our company to be good stewards. Reporting inquiries can be directed to Amy Stanton, Director of Environmental Health and Safety.
Goals and Progress
Ever-Green works to continuously advance the energy systems we manage and our day-to-day operations. Implementing the materiality assessment survey in 2022, which takes a stock of the ESG topics most important to our stakeholders, has bolstered this effort to include a larger audience in driving change across the organization while assisting in focusing on goals that are important to those that matter most to the company: our customers, communities, and team members. Ever-Green’s goals for fiscal year 2024 (October 1, 2023-September 30, 2024) include the following:
Environmental
As a utility developer and manager, Ever-Green is on the frontlines of pursuing a sustainable future. Our team works collaboratively with operational partners and local communities to act as environmental stewards through the continuous improvement of operations and investment in system decarbonization. Applying decades of experience in locations with varied fuels, regulations, and geographies, we help clients reach their environmental goals through means that are economically feasible, reliable, flexible, and resilient in the face of change and uncertainty.
The SDGs that apply to our areas of work are as follows:
 Good Health and WellbeingEver-Green supports the wellbeing of our employees through the implementation of robust safety policies and training, as well as promoting healthy choices through our wellness activities and educational opportunities. The company also plays an integral role in maintaining the wellbeing of several communities by supporting the function of medical campuses. |
 Quality EducationEver-Green plays a role in the function of higher education campuses where we operate and manage the campus heating and cooling systems. For campus projects and studies, Ever-Green supports academic enrichment by managing project interns, supporting course curriculum, and creating student engagement opportunities. The company has a long history of developing educational opportunities to advance energy literacy from providing facility tours and guest lectures for college courses to creating public art to engage community dialogue. Additionally, Ever-Green provides educational assistance, both internally to employees and external scholarships to those outside the company. |
 Water and SanitationWater is critical for our facilities in the storage and distribution of thermal energy. Additionally, it is a valuable resource in the communities we serve. Ever-Green prioritizes its conservation and responsible management by following best management practices and adhering to compliance codes that work to minimize the release of hazardous chemicals and materials while conserving the resource where possible. |
 Sustainable EnergyEver-Green is committed to developing low-carbon energy solutions to address the impacts of climate change. The company works collaboratively with operations partners, utility customers, and local communities to continually improve our operations and contribute to planning for a more sustainable future. Alongside clients, Ever-Green works to utilize proven technologies with innovative solutions that are financially viable, resilient to changing markets and reliability threats, flexible, and environmentally responsible. Advancement of the energy systems managed by Ever-Green is one of the company’s high priorities. Ever-Green takes a holistic approach to decarbonization, starting with improving efficiencies, reducing the energy needed, then moving to low-carbon solutions. This applies both to existing and new energy systems utilizing low-carbon fuels and energy sources like biomass, solar thermal, and geothermal, while also improving system efficiencies. The company also works closely with energy system customers to improve their building efficiencies by providing energy use data as well as engineering support for efficiency projects. In Saint Paul customers can apply for financial support through an efficiency program. |
 Economic GrowthEver-Green’s utilities provide exceptional energy services that support local businesses and economic growth. Additionally, our team members participate in community conversations around economic development, local services, and community initiatives. Examples include local development organizations like Chambers of Commerce and the Building Owners and Managers Associations. As Ever-Green expands and continuously improves, the company explores and deploys technological upgrades that optimize resource efficiency in consumption and production to reduce carbon emissions, improve efficiency, and maximize the economic value of the energy used. |
 Reliable InfrastructureReliable infrastructure is essential to Ever-Green’s ability to distribute heating and cooling to customers. Our energy systems benefit from well-maintained city, state, and federal infrastructure including roads, flood mitigation, and electricity and water utility infrastructure. |
 Sustainable Cities and CommunitiesEver-Green is committed to reducing environmental impacts on the cities in which it operates. Our district systems provide efficient, cost-effective, and reliable energy services to a variety of end users including the systems that serve the downtown core of multiple cities as well as medical and college campuses. As Ever-Green integrates low-carbon technologies, district systems can decarbonize multiple buildings at once. In addition to our services, Ever-Green is also continuously improving its waste reduction and recycling efforts to minimize environmental impacts. |
 Sustainable Consumption and ProductionSustainable management and efficient use of natural resources is paramount to company activities and goal setting. To further this commitment, the company has adopted sustainable practices and reporting. Reducing the inputs necessary for production of thermal energy is an ongoing process. This includes conversion from steam to hot water, which improves efficiency and saves water. Steam to hot water conversions also expand opportunities for our systems to integrate renewable fuels and technology. |
 Climate ActionThrough its decarbonization and energy efficiency works, Ever-Green aims to reduce greenhouse gas emissions in the building heating sector to mitigate the impacts of climate change. The company has studied the feasibility of innovative systems that utilize aquifer thermal energy storage and wastewater energy capture. These technologies will support reductions in greenhouse gas emissions. Ever-Green also works closely with its property insurance carrier to identify and mitigate potential future climate change risks. The risks associated with climate change are physical risks that can have detrimental financial implications if not addressed. These risks, including extreme precipitation-related events, extreme temperatures, and sea level rise, vary across different locations and over time. While many of these risks have long time horizons, Ever-Green has taken steps to mitigate current risks such as installing flood barriers and conducting structural integrity inspections of buildings. The company will continue to reassess these risks and work on additional strategies to address future risks of climate change. |
CO2e Emissions Scope 1
Scope 1 emissions for normal operating conditions of the district heating systems are generated from the combustion of natural gas and wood biomass. Fuel oil and coal are used in some operations as a backup fuel when natural gas curtailments occur, or to supplement high demand during extremely cold weather. EPA November 2015 CO2 Emission factors were used in calculations for Scope 1 emissions. Emissions are also included from the combustion of gasoline and diesel in company-owned fleet and mobile equipment. In instances where fuel consumed by a fleet vehicle was not known, mileage for the year and information from the EPA’s fueleconomy.gov to estimate consumption.
CO2e Emissions Scope 2
Scope 2 emissions are calculated from electricity purchased for each operation. If an emission factor from the electrical utility provider was not available for 2023, the previous year’s emission factor was used. If the electrical utility provider did not release region-specific data, the emission factor from the EPA eGRID’s subregion was used. Renewable Energy Credits retired by District Energy St. Paul for 2023 were used to offset emissions from electrical usage for the heating and cooling systems.
| Waste Type | Volume | Units |
| Landfill | 7,380 | Metric Tons |
| Recycled (scrap metals, used oil, universal waste, etc.)* | 49 | Metric Tons |
| Beneficial Reuse | 9,056 | Metric Tons |
*Excludes single stream recycling from office locations.
Utility Emissions and Fuel Mix Data
CoolCo Cooling CO2e Emissions
District Energy St. Paul Heating CO2e Emissions
District Energy St. Paul Cooling CO2e Emissions
District Energy St. Paul Heating Fuel Mix Percentage
Duluth Energy Systems Heating CO2e Emissions
Duluth Energy Systems Heating Fuel Mix Percentage
Energy Park Utility Company Heating CO2e Emissions
Energy Park Utility Company Cooling CO2e Emissions
Energy Park Utility Company Heating Fuel Mix Percentage
Milwaukee Regional Medical Center Heating CO2e Emissions
Milwaukee Regional Medical Center Cooling CO2e Emissions
Milwaukee Regional Medical Center Heating Fuel Mix Percentage
Social
Ever-Green’s greatest asset is our people. We strive to build a culture of inclusion and respect through investment in equity, health, and wellbeing, starting from within and extending into the communities we serve.
Ever-Green’s Non-Discrimination and Anti-Harassment Policy and Complaint Procedure prohibits sexual harassment and harassment, defined as verbal, written, or physical conduct that denigrates or shows hostility or aversion toward an individual because of their race, color, creed, religion, sex, gender identity, gender expression, national origin, ancestry, marital status, familial status, public assistance, socio-economic status, human rights commission activity, disability, age, sexual or affectional orientation, genetic information, status as a qualified protected veteran, or any other status protected by law that:
- Has the purpose or effect of creating an intimidating, hostile, or offensive work environment:
- Has the purpose or effect of unreasonably interfering with an individual’s work performance; or
- Otherwise adversely affects an individual’s employment opportunities.
This policy also prohibits racism and discrimination, which is defined as the practice of proactively opposing and not tolerating racism and discrimination and promoting equity, diversity, inclusion, and belonging. We commit to maintaining an environment where all employees, consultants, partners, and customers know they are valued regardless of gender identity, race, color, sexual orientation, language, national origin, religion, disability, or age.
Racism and discrimination can be unconscious, implicit, or unintentional and identifying racism as an issue does not automatically mean those involved in the act are racist or intended the negative impact. As an antiracism and anti-discrimination organization we purposefully identify, discuss and challenge issues of equity, diversity, inclusion, and racism and the impacts they have on the organization, internal and external stakeholders, and the greater community. Ever-Green trains all employees on harassment and discrimination at least annually across all locations, and has a thorough, documented process for reporting all perceived incidents of discrimination, harassment, or retaliation. Anyone who engages in sexual or other harassment will be subject to discipline, up to and including termination.
There have been zero documented incidents of discrimination or harassment within this reporting period. The company conducts bi-annual employee surveys to assess the strengths of the company as well as to identify improvements. In the 2023 employee survey, inclusion and diversity were recognized as a strength of the company.
Ever-Green works to advance employee skills by encouraging and supporting professional development and education through diverse pathways that best suit individual needs.
Ever-Green Energy University (EGE•U) is the professional training institute of Ever-Green coordinated by the Human Resources department. This program provides training opportunities for employees from their first day of employment to retirement. EGE•U is a multifaceted approach to employee learning and development that is purpose-driven, promoting the foundational elements of Ever-Green’s company values — exceptional service, excellence, people, integrity, respect, environmental stewardship, and community. The program encourages employees to invest in themselves through the company’s commitment to developing, encouraging, and promoting high-quality talent.
Ever-Green provided more than 5,868 hours of training (which averages to be over 37 hours per employee) to its employees. Training courses are offered to equip employees with the knowledge and skills required to perform their jobs and advance in their professions in a safe and ethical manner. In addition to job-specific training, EGE•U provides a wide range of voluntary training and learning opportunities such as topics on mental and physical wellness, nutrition, customer care, system specific learnings, and environmental sustainability. Training on information security, sexual harassment, unconscious bias, and workplace safety are required to be taken by all employees. Workplace safety training covers a variety of topics based on job requirements and systems being operated.
EGE•U is structured into four schools:
ONBOARDING provides new employees the opportunity to get to know the organization through an orientation process.
PROFESSIONAL DEVELOPMENT offers employees diverse learning opportunities encouraging growth in knowledge, skill, and ability.
LEADERSHIP TRAINING is practical leadership development offered specifically to hone the skills of leadership for their role in the organization.
ORGANIZATIONAL LEARNING educates employees on the foundational elements of Ever-Green through staff-led training, roundtables, and tours.
As one component of the talent development process, Ever-Green conducts annual performance reviews to assess employee overall performance during the previous year and provide a guide for goal setting and individual development in the coming year. Additionally, each manager is provided with the necessary tools and training to help each employee work toward their individual development goals.
Employee benefits can vary per operating location and collective bargaining agreement. Ever-Green offers a range of benefits to our non-union employees and union employees represented by a collective bargaining agreement providing for participation in the company-sponsored benefit program including:
- Medical insurance with choice of co-pay or high deductible plan
- Health savings account with additional company contribution
- Flexible spending account
- Dental insurance
- Vision insurance
- Employee basic and voluntary life and AD&D insurance
- Dependent basic and voluntary life insurance
- Short-term and long-term disability
- Group accident insurance
- Critical illness insurance
- 401(k) retirement plan
- Emergency travel protection
- Identity theft protection
- Employee assistance program
- Paid time off and eleven paid holidays
- Paid leaves of absence
- Tuition reimbursement program
- Company-paid parking or bus passes
- Pet insurance
Educational Assistance
Ever-Green’s educational assistance program encourages professional development through formal education. Our employees’ knowledge and unique skillsets are fundamental to our company. To foster continued education and professional growth, Ever-Green offers an educational assistance program to which all regular, benefit-eligible, full-time and part-time employees are eligible and encouraged to apply. Through the program, Ever-Green provides reimbursement of 90% of the cost of tuition and books up to $5,250 per calendar year.
Retirement Transition
The Voluntary Employee Retirement Notice (VERN) program provides an incentive to eligible employees who are contemplating near-term retirement to give Ever-Green advance notice of their plans and to participate in a more orderly transition and transfer of essential knowledge before their final day of work. The VERN program is also a proactive step in Ever-Green’s talent management strategy, which includes providing meaningful professional development opportunities to prepare our employees for success in their current and future roles within the organization.
Parental Leave
Parental leave entitlement varies by location. Ever-Green follows applicable federal and state regulations. Parents who have not met the federal and/or state eligibility requirements may be eligible for two weeks of paid parenting leave for the birth or adoption of a child under the company’s leave policy. All employees are entitled to parental leave and those who have opted to exercise this right have all returned to work following their leave within this reporting period.
Ever-Green strives for a positive safety culture and adherence to the highest safety standards for its employees, and also those engaged in the company’s work. Company decisions and policies are created with the foundational belief that safety does not occur by chance and is the result of careful attention to the work performed by all those involved, including managers and supervisors.
Our Safety Approach
Upon beginning employment, employees are trained to complete work in a safe manner. They are instructed in how to recognize and address risks. For safety concerns beyond their control, team members are asked to notify their supervisor or facility management. Workplaces are inspected by Environmental Health and Safety (EHS) personnel, safety committees, consultants, and regulatory agencies that assist in identifying risks. Minor risks are corrected immediately, while others that require additional time or resources are tracked to completion. Ever-Green follows a hierarchy of controls established for hazard mitigation. Company preference in resolving risk is always to eliminate it entirely, otherwise make a substitution which replaces the hazard with a safer alternative, utilize engineering controls to isolate people from the hazard, issue administrative controls to change the way people work, and as a last resort, utilize personal protective equipment to protect the employee. Employees are expected to report all observed work-related hazards and hazardous situations. Reports may be submitted informally, in a verbal, written, or electronic message to a supervisor, a member of the management team, or the EHS department. Additionally, employees in several operational settings can enter work orders for the risk to be tracked and corrected.
Employees receive training to minimize unnecessary risks and avoid situations where factors may lead to injury or adverse health effects. Reporting unsafe conditions or voluntarily removing themselves from hazardous work areas will not result in negative consequences. This approach creates a safe and healthy work environment for all employees.
Incident Response
In the event of workplace incidents or injuries, an immediate response is essential. Upon receiving a report of a work-related incident, Ever-Green team members adhere to the procedures outlined in the Incident and Injury Reporting Policy and Incident Investigation Policy. Ever-Green works to see that all employees receive proper care and that incidents are thoroughly investigated to determine root causes and proactive steps to prevent a recurrence. The investigation is led by the employee’s supervisor, manager, or the EHS department, who work with the affected employee and others who have knowledge of the process, risks, and can contribute to identifying and implementing corrective actions.
Managing Health Risk
Employees in roles with increased potential for exposure to conditions that could adversely impact health are enrolled in health monitoring programs overseen and deployed by licensed health care professionals. Monitoring employee health conditions and early identification of impacts helps to indicate where risks are not properly being mitigated by the company, or where there is a need for improved controls, following the hierarchy of controls by preferred control method. Results of health monitoring are only provided to employees who can help to review records and determine if additional monitoring and controls are needed and kept private from the rest of the company. Employees who have access to these records participate in HIPAA training annually, so they are aware of privacy policies and Ever-Green’s expectations.
Health and Safety Committees
The Minnesota Occupational Health and Safety Administration (MNOSHA) requires that all employers with more than 25 employees are required to establish a joint labor-management safety and health committee for their workplace. Ever-Green is committed to providing a safe workplace and protecting the wellbeing of its employees and has established a joint management-worker health and safety committee for its Minnesota locations. Members meet monthly to:
- Generate and communicate ideas that lead to increased safety awareness
- Establish a culture that promotes reporting of injury, illness, and incident
- Review work-related incidents
- Provide a system to report hazards and safety related suggestions
- Coordinate efforts of the committee with other company departments to facility active engagement
- Communicate activities with non-members and encourage their involvement in efforts to promote a strong safety culture
- Provide general support for the implementation of a comprehensive safety program
Safety Training
Safety training is provided to all employees upon beginning work and periodically throughout the year. It is delivered through a variety of mechanisms, including in-person classroom, virtual, and on-the-job-training. Training topics vary based on job responsibilities, applicability, risk, and awareness needs, and may include but are not limited to:
- Asbestos awareness
- Confined space
- Control of hazardous energy/lockout tag out
- Cranes, hoists, and rigging
- Electrical safety
- Emergency response
- Excavation and trenching
- Fall protection
- Fire prevention
- Hazard communication/right to know
- Hot work
- Hearing conservation
- Incident reporting
- Mobile equipment
- Personal protective equipment
- Powered industrial truck
- Respirator protection
- Traffic flow
- Walking working surfaces
Safety Programs
To mitigate negative occupational health and safety impacts to employees and those engaged in work at facilities the company operates, Ever-Green has created A Workplace Accident and Injury Reduction (AWAIR) program. The objective of this program is to maintain a safe and healthy workplace. The program outlines the following:
- Roles and responsibilities for managers, supervisors, and employees for implementation of the safety and health programs and policies as well as how continued participation of managers will be established, measured, and maintained
- The established methods used to identify, analyze, and control new or existing hazards, conditions, and operations
- Communications plan to all affected employees, so they are informed of work-related hazards and controls
- Process for workplace accidents investigation and corrective action implementation
- Enforcement of safe work practices and rules
Ever-Green is committed to supporting activities that enhance the communities we serve. The volunteer program offers Ever-Green team members the opportunity to share in this effort by providing time away from work to participate in activities that serve and support the community. Ever-Green currently provides eligible employees up to eight hours per calendar year of paid time off to use for group volunteer activities sponsored by the company.
Human Rights
No operations or corporation suppliers are considered to have significant risk for incidents of forced or compulsory labor.
Corruption
Regular training surrounding conflict of interest is conducted to minimize the potential for corporate corruption. Additionally, external audits take place annually for both the parent company and Ever-Green. All operations are assessed for risks related to corruption. There have been no confirmed incidents in this reporting period.
Certain customer-related information constitutes confidential and proprietary information. Any information that belongs to Ever-Green, or its customers, is maintained in confidence whether it is marked “confidential” or “proprietary.” Employees may not copy or distribute any confidential or proprietary program, material, or other information which they have access to due to their employment with Ever-Green, other than for approved use. This restriction applies during and after employment with Ever-Green or any of its affiliates. If in doubt whether any program, material, or other information is confidential or proprietary, employees are required to consult the CEO or general counsel before disclosure. Any situation in which Ever-Green’s proprietary information has or may have been compromised is reported immediately to Ever-Green’s general counsel. Employees who violate this policy may be subject to discipline up to and including termination and legal action.
Ever-Green’s cybersecurity initiatives are essential in protecting internal, customer, and partner information and supporting reliable energy service delivery. Ever-Green’s cybersecurity framework is guided by the information security program. This program includes directives for industrial control systems to address their unique security posture. The industrial control systems are segmented from the IT networks. Training is provided to all employees on an annual basis and targeted training is also conducted if the situation arises. Assessments and penetration testing are completed annually, with the outcomes being prioritized in ongoing efforts. Cyber insurance acts as the backstop of all cybersecurity efforts, working as a final guardrail in the instance of a technological breach. Employees who completed the trainings were evaluated on their individual cybersecurity proficiency through phishing simulations and testing. This allowed the information security team to customize training and provide additional guidance and education when needed.
Governance
Strong, dependable governance that operates with integrity is essential in maintaining Ever-Green’s practice of conducting business to the highest standard. Through governing policies and board oversight, the company preserves accountability and a culture of achieving excellence.
Ever-Green works with a range of individuals and organizations to understand the priorities, goals, and needs of the customers and communities we serve. Collaborating with stakeholders enriches our understanding of the benefit that our services can provide and can expand the reach and partnership of Ever-Green operations at the community, regional, and national levels. This may include groups and individuals served by utility systems, or potentially served by future systems under design, as well as those interested in the environmental, social, and economic considerations of the work.
We consult with the following key stakeholders for input that influences Ever-Green’s operational and strategic direction, as well as ongoing initiatives:
Customers: for the utility businesses we manage, Ever-Green works closely with customers to understand their needs, so that we can align our operational goals with their priorities.
Communities we serve: Ever-Green works closely with community organizations and leaders to understand the priorities around economic development and community services to help bolster community goals.
State agencies: Ever-Green works with state agencies responsible for commerce, energy, environmental protection, natural resources, and labor to understand state policy priorities and confirm compliance with regulatory requirements.
Local government agencies: Ever-Green partners with local government units that are responsible for planning, climate action, workforce, economic development, and finance to assist with fulfilling their goals as it pertains to our business.
Other key partners: other stakeholders include partners involved in the planning and execution of regional well-being, climate action, community engagement, energy planning, business development, higher education, and technological advancement.
Stakeholder Engagement
The energy systems that Ever-Green operates, manages, and maintains have a range of engagement approaches based on the system owners, customers, and communities that they serve. Our team members are engaged in community activities and work closely with building owners and customers. We respond to customer and community inquiries. We host customer events and regularly provide updates on the systems and company news. Each year, District Energy St. Paul and Duluth Energy Services customers have the opportunity to respond to a customer satisfaction survey to provide direct feedback.
When pertinent, meetings are hosted with local officials to discuss how our energy projects and energy operations intersect with local initiatives, anticipated policy changes or goals, rules and regulations, and opportunities to work together. Ever-Green participates in local, regional, and national working groups focused on workforce, environmental stewardship and climate action, equity, workplace safety, policymaking, industry advancement, training, and technology exchange. Additionally, customer and materiality surveys are conducted so that stakeholder concerns and perspectives are considered as the company develops and grows.
Understanding the goals and values of Ever-Green’s stakeholders is critical in shaping future company operations, partnerships, and investment decisions. In 2022, Ever-Green introduced our first materiality survey to identify the priority values and interests of our internal and external stakeholders, including employees, board members, and clients. In the survey, stakeholders were asked to evaluate the importance of a variety of priorities relevant to Ever-Green’s operations using a scoring system. The material topics were determined by our core values, and the rankings were discussed and decided by company leadership. This survey will be conducted tri-annually. The feedback provided by the 2022 survey was analyzed and the importance of each material topic is given in the chart below.
Impact on Ever-Green Energy
The results from the materiality assessment underscored our stakeholder’s high prioritization of system reliability, safety of employees and customers, and quality services.
In addition to the materiality survey, our annual customer surveys continue to show a growing interest in renewable energy among our stakeholders in Saint Paul and Duluth. This information is continuously shaping Ever-Green’s ESG policy and goals. Additionally, this survey will be updated in response to feedback collected and re-distributed in future surveying cycles.
The board of directors convenes the following committees:
- Audit and Risk
- Personnel and Compensation
- Governance and Social Responsibility
Committees are responsible for decision-making on economic, environmental, and social topics. These topics are reviewed and prioritized by committees for full board review and approval annually. Additionally, special learning sessions with the engagement of external speakers from a variety of relevant backgrounds are presented to the group regularly.
Ever-Green conducts a comprehensive enterprise risk assessment every three to four years that identifies action items related to organizational risk, including economic, environmental, and social topics. The identified action items are then shared with and reviewed and approved by the board and the relevant committees.
Integrity is a core value of the organization and its people. The company strives for excellence in business conduct and is committed to accountability and fairness, an approach that informs our policies and procedures, and day-to-day operations. All employees review and, when necessary, receive training on, and acknowledge Ever-Green’s employee handbook. The handbook and conflict of interest policy contain provisions that provide direction to employees on how to seek advice and guidance about ethical and lawful behavior and how to report related concerns. Reporting can be directed to the office of the general counsel, human resources, the CEO, or the board. Financial transparency and diligence are essential to business ethics and sustainability. The organization completes consolidated financial statements annually.
Financial Disclosure
No company funds or other assets are paid or furnished, directly or indirectly, to a political party or political candidate or incumbents. No political contributions are made by employees in the name of Ever-Green or any affiliate. Ever-Green has not received financial assistance from any government during the reporting period.
Conflict of Interest
If an employee is unsure whether a transaction, activity, or relationship constitutes a conflict of interest, they are encouraged to discuss it with their manager or company general counsel. An officer of the company must approve any exceptions to the Conflict of Interest Policy in writing. The governing body plays a key role in mitigating conflicts of interest. They are responsible for reviewing and approving the conflicts of interest policy, and if needed, arbitrate any conflicts. If a conflict arises, it must be reported to the company general counsel.
Ever-Green maintains the practice of continuous improvement to identify areas of opportunity and vulnerability where we can make an impact on operations and projects. Implementing our materiality assessment survey has bolstered this effort by including a larger audience in driving change across our organization and focusing on goals that are important to those that matter most to our team members, customers, and the communities we serve.
Ever-Green’s parent organization, District Energy St. Paul: Ever-Green’s parent organization, District Energy St. Paul, was founded over 40 years ago as a public-private partnership. This legacy remains with Ever-Green today, with collaborative partnerships and organizations providing opportunities to connect, learn, and grow as a business. Our partners are key to our connection to business, environmental, and industry collaboration:
- Bioeconomy Coalition
- City of Duluth
- City of Saint Paul
- Clean Energy Economy Minnesota
- Climate Smart Municipalities
- Duluth Chamber of Commerce
- Ecolibrium3
- Fresh Energy
- Global Minnesota
- International District Energy Association
- Saint Paul Chamber of Commerce
- Saint Paul Port Authority
- University of Minnesota Institute on the Environment
