Menu
| Statement of Use | Ever-Green Energy has reported the information cited in this GRI content index for the period January 2023 to December 2023 with reference to the GRI Standards. | |
| GRI 1 used | GRI 1: Foundation 2021 | |
| GRI # | Topic | Disclosure |
| GRI 2: General Disclosures | ||
| 2-1 | Name of Organization | Ever-Green Energy, Inc. |
| Nature of ownership | Privately owned entity. Parent organization is District Energy St. Paul, Inc. a Minnesota based non-profit corporation | |
| Location of headquarters | Saint Paul, Minnesota | |
| Country of operations | United States of America | |
| 2-2 | Entities included in the organization’s sustainability reporting | Contracted to operate and/or manage the following utilities: CoolCo, District Energy St. Paul, Duluth Energy Systems, Energy Park Utility Company, Environmental Wood Supply, Illinois Institute of Technology Central Utility Plant, Milwaukee Regional Medical Center Thermal, Milwaukee Regional Medical Center Water, Mission Rock Utilities, Oberlin College & Conservatory Central Utility Plant, St. Paul Cogeneration |
| 2-3 | Reporting period and frequency | 1 January 2023 – 31 December 2023 Ever-Green Energy publishes its ESG report annually. |
| Publication Date | 12 June 2024 | |
| Contact point for questions regarding the report | Amy Stanton, Director of Environmental Health and Safety | |
| 2-4 | Restatements of info from previous reporting | None |
| 2-5 | External assurance | We currently do not seek external assurance as our report is provided voluntarily for information purposes only. |
| Activities & Workers | ||
| 2-6 | Sectors served | Utilities |
| Value chain (activities, products, services, and markets served) | About Ever-Green Energy Projects | |
| Other relevant business relationships | None | |
| Significant changes from previous reporting period | No significant changes in customers and beneficiaries since previous reporting period | |
| 2-7 | Total number of Full-Time Equivalent (FTE) employees, permanent and temporary | 157 |
| Number of FTE, men | 132 | |
| Number of FTE, women | 25 | |
| 2-8 | Total number of non-employee workers (NEW), permanent and temporary | 0 |
| Number of NEW, men | 0 | |
| Number of NEW, women | 0 | |
| Governance | ||
| Details for Governance disclosures can be found under Governance Metrics, Policies, and Practices | ||
| GRI # | Topic | Disclosure |
| 2-9 | Board size | 9 |
| Women | 4 | |
| Men | 5 | |
| Senior Leadership Team | 11 | |
| Women | 4 | |
| Men | 7 | |
| Governance structure of the organization, including committees of the highest governance body | Ever-Green Board of Directors convenes the following committee: Audit & Risk, Personnel and Compensation, Governance and Sociality Responsibility. | |
| Committees responsible for decision-making on economic, environmental, and social topics. | All | |
| 2-10 | Nomination and selection processes for the highest governance body | Board members are selected by our parent company, District Energy St. Paul’s board |
| 2-11 | Chair of highest governance body | The chair of the highest governance body is elected by the board. Currently, Bonnie Holub serves as the board chairperson, and is not a senior executive in the organization. |
| 2-12 | Role of the highest governance body in overseeing the management of impacts | Reviewing, editing, and approving company’s purpose, values, strategy and reported information, and sustainability policy. The board also oversees the implementation of due diligence processes. Reviews are done annually. |
| 2-13 | Delegation of responsibility for managing impacts | All committees of board are responsible for economic, environmental, and social decision-making. The management of these topics are reported back via formal reports to the committees and the board. There are also opportunities to discuss the impacts informally whenever needed. |
| 2-14 | Role of the highest governance body in sustainability reporting | The Governance and Social Responsibility Committee approved an ESG Impact Policy which guides the company’s ESG work. The report itself is developed by all departments and reviewed by senior executives. |
| 2-15 | Conflict of interest | The Board reviews and approved our conflicts of interest policy, and if needed, arbitrate any conflicts. Refer to conflict of interest page under Governance Metrics, Policies, and Practices. |
| 2-16 | Communication of critical concerns | All employees review company employee handbook and conflict of interest policy to learn about seeking advice on ethical and lawful behavior. Reporting is directed to the general counsel, Human Resources, the CEO or the Board. |
| 2-17 | Collective knowledge of the highest governance body on sustainable development | Both the board and the company leadership consist of highly qualified individuals with expertise in energy and business management. 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 by the board and the relevant committees. The company leadership and the board also meet regularly. |
| 2-18 | Evaluation of the performance of the highest governance body | Through self-evaluations and reviews by parent organization board. Financial audits are conducted independently. |
| Strategy, Policies and Practices | ||
| 2-22 | Statement on sustainable development strategy | Sustainable Development Statement from Leadership |
| 2-23 | Policy Commitments | Our operations pursue the highest standards, prioritizing reliability, safety, conservation, and advancing energy solutions for the systems we own, operate, and manage. Please refer to Sustainability Policy under Environment Metrics, Policies, and Practices, our safety policies and DEI statement under Social Metrics, Policies, and Practices, Ethics under Governance Metrics, Policies, and Practices. |
| 2-25 | Processes to remediate negative impacts | The company’s employee handbook and conflict of interest policy guide our remediation processes. Read more about our processes under Governance Metrics, Policies, and Practices. |
| 2-26 | Mechanisms for seeking advice and raising concerns | Reporting directed to the office of the General Counsel, Human Resources, the CEO, or the board. |
| 2-27 | Compliance with laws and regulations | In 2023, there were 0 significant instances of non-compliance. No fines or non-monetary sanctions were incurred. |
| 2-28 | Membership associations | International District Energy Association |
| 2-29 | Approach to stakeholder engagement | Stakeholders range from customers, communities we serve, state and local government agencies, and other key partners. The approach is dependent on system owners, customers, and communities serve. This includes working closely with building owners and customers, responding to customer and community inquiries. Read more about our stakeholder engagement process under Governance Metrics, Policies, and Practices. |
| 2-30 | Collective bargaining agreements | In 2023, approximately 31.6% of our employee population were covered by a collective bargaining agreement. |
| GRI 3: Material Topics 2021 | ||
| 3-1 | Process to determine material topics | A survey was administered where our 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. |
| 3-2 | List of material topics | The results from the materiality assessment underscored our stakeholder’s high prioritization of system reliability, safety of employees and customers, and providing quality services. Read more about our materiality assessment under Governance Metrics, Policies, and Practices. |
| 3-3 | Management of material topics | Management of each material topics is described in the full report under Environment, Social, and Governance sections. |
| GRI 201: Economic Performance 2016 | ||
| 201-2 | Financial implications and other risks and opportunities due to climate change | Ever-Green works closely with its property insurance carrier to identify and mitigate potential future climate risks. Measures include installing floor barriers and conducting structural integrity inspections of buildings. |
| 201-3 | Estimated value of benefit plan’s liabilities | Varies per operating location/collective bargained agreement |
| Percentage of salary contributed by employee or employer towards benefit plans | Varies per operating location/collective bargained agreement | |
| Level of participation in retirement plans | Approximately 91.53% of our employee population were participants in a company- sponsored 401(k) plan as of 12/31/2023. | |
| Total monetary value of financial assistance received by the organization from any government during the reporting period | 0 | |
| GRI 302: Energy 2016 | ||
| 302-1 | Total fuel consumption, non-renewable | 3,001,855 MMBtu HHV (3,167,437 GJ HHV) Nonrenewable fuel types for thermal and electricity production, in order of MMBtu HHV include natural gas, fuel oil, and coal. |
| Total fuel consumption, renewable | 2,311,709 MMBtu HHV (2,439,223 GJ HHV) Renewable fuel types for thermal and electricity production, in order of MMBtu HHV include biomass and solar. | |
| Total Electricity Consumption | 66,419 MWh | |
| Total Electricity Sold | 153,120 MWh | |
| Total Heating Sold | 640,868 MWh | |
| Total Cooling Sold | 274,311 MWh | |
| GRI 303: Water and Effluents 2018 | ||
| Details of this disclosure can be found under Water in Environment, Metrics, Policies, and Practices | ||
| GRI # | Topic | Disclosure |
| 303-1 | Description of how the organization interacts with water | Water is withdrawn from city water supplies and groundwater wells for process use which is monitored for potential contamination in accordance with discharge permits. |
| 303-3 | Water withdrawal | 1,421 megaliters |
| GRI 305: Emissions 2016 | ||
| 305-1 | Scope 1 (metric tons CO2 equivalent) | 165,038.5 |
| 305-2 | Scope 2 (metric tons CO2 equivalent) | 12,561.8 |
| 305-6 | Emissions of ozone-depleting substances (ODS) | 0 |
| GRI 306: Waste 2020 | ||
| Details of this disclosure can be found under Waste in Environment Metrics, Policies, and Practices. | ||
| 306-1 | Waste generation and significant waste-related impacts | Waste is generated from routine operations, maintenance tasks, construction and other support tasks. Waste such as scrap metal, electronics, paper, used oil, and batteries are sent to facilities where they can be processed and recycled. |
| 306-3 | Waste generated | 16,485 metric tons. Excludes single stream recycling from office locations. |
| 306-4 | Waste diverted from disposal | Beneficial reuse: 9,056 metric tons Recycled: 49 metric tons (includes scrap metals, used oil, universal waste) |
| 306-5 | Waste directed to disposal | 7,380 metric tons directed to landfill. |
| GRI 401: Employment 2016 | ||
| 401-1 | Total number and rate of new employee hires | 22 |
| New hires <30 years old | 5 | |
| New hires 30-50 years old | 11 | |
| New hires >50 years old | 6 | |
| New hires (women) | 5 | |
| New hires (men) | 17 | |
| Total number and rate of employee turnover | 21 | |
| Turnover <30 years old | 3 | |
| Turnover 30-50 years old | 9 | |
| Turnover >50 years | 9 | |
| Turnover (women) | 3 | |
| Turnover (men) | 18 | |
| 401-2 | Benefits which are standard for full-time employees of the organization but are not provided to temporary or part-time employees | Ever-Green offers a competitive benefits package to employees, including medical, dental, and vision insurance. The company offers voluntary benefits that promote mental, behavioral, and preventative health. A detailed list of benefits is provided under Social Metrics, Policies, and Practices. |
| 401-3 | Total number of employees that were entitled to parental leave by gender | 177 |
| Men | 149 | |
| Women | 28 | |
| Total number of employees that took parental leave by gender | 10 | |
| Men | 8 | |
| Women | 2 | |
| Total number of employees that returned to work after parental leave ended by gender | 10 | |
| Men | 8 | |
| Women | 2 | |
| Total number of employees that returned to work after parental leave ended that were still employed 12 months after their return to work by gender | 5 | |
| Men | 5 | |
| Women* | 0 *This is based on 2022 numbers since those who took parental leave in 2023 would not hit the 12 months mark. Women did not take parental leave in 2022 therefore not counted in the 12 months period | |
| Total number of employees due to return to work after taking parental leave | 10 | |
| Men | 8 | |
| Women | 2 | |
| Return to work and retention rates of employees that took parental leave, men | 100% | |
| Return to work and retention rates of employees that took parental leave, women | 0 | |
| GRI 403: Occupational Health & Safety | ||
| Details of this disclosure can be found under Safety & Health in Social Metrics, Policies, and Practices. | ||
| GRI # | Topic | Disclosure |
| 403-2 | Hazard identification, risk assessment, and incident investigation | Employees are trained to identify and address risks, and inform their supervisors for incidents beyond their control. 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. In the event of injuries, Ever-Green team members adhere to the company’s Incident and Injury Reporting Policy and Incident Investigation Policy. |
| 403-3 | Occupational health services | 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. |
| 403-4 | Worker participation, consultation, and communication on occupational health and safety | Ever-Green has established a joint labor-management health and safety committee for its Minnesota locations under the requirement of Minnesota Occupational Health & Safety Administration. Ever-Green team members meet monthly to review and discuss safety practices and training requirements. |
| 403-5 | Worker training on occupational health and safety | Safety training is provided to all employees upon beginning work and periodically throughout the year. Training topics vary depending on job duties, risk, awareness needs, etc. |
| 403-6 | Promotion of worker health | In addition to medical, dental, and vision insurance, Ever-Green offers voluntary benefits that promote mental, behavioral, and preventative health. |
| 403-7 | Prevention and mitigation of occupational health and safety impacts directly linked by business relationships | Ever-Green has created A Workplace Accident and Injury Reduction (AWAIR) program to maintain a safe and healthy workplace. |
| 403-9 | Total recordable injuries | 10 |
| Total Recordable injury rate | 5.77 | |
| Lost time cases | 2 | |
| Lost time incident rate | 1.15 | |
| Occupational Disease rate | 0 | |
| Work-related fatalities | 0 | |
| 403-10 | Number of fatalities as a result of work-related ill health | 0 |
| Number of cases of recordable work-related ill health | 0 | |
| GRI 404: Training and Education 2016 | ||
| 404-1 | Average training hours | 37 |
| 404-2 | Programs for upgrading employee skills and transition assistance programs | Organizational Learning Opportunities educate employees in the foundational elements of Ever-Green Energy through staff-lead training, roundtables and tours. Leadership Training is practical leadership development offered specifically to hone the skills of Leadership and supervisors for their role in the organization. Individual Development Plan is created to identify learning and development objectives. For transition assistance, the company has an education assistance program and a Voluntary Employee Retirement Notice Program. |
| 404-3 | Percentage employees who received a performance and career development review by employee category and gender | 100% of active, eligible non-union employees. |
| Men | 100% | |
| Women | 100% | |
| GRI 406: Non-Discrimination 2016 | ||
| 406-1 | Total number of incidents of discrimination during the reporting period | 0 |
| GRI 415: Public Policy 2016 | ||
| 415-1 | Total monetary value of financial and in-kind political contributions made directly and indirectly by the organization, by recipient | 0 |
| GRI 416: Customer Health and Safety 2016 | ||
| 416-2 | Total number of non-compliance instances | 0 |
| Breakdown of fined vs none | 0 | |
| Total value of fines for instances of noncompliance | 0 | |
| GRI 418: Customer Privacy 2016 | ||
| 418-1 | Total number of substantiated complaints concerning breaches of customer privacy | 0 |
| 418-1 | Complaints received from outside parties, substantiated by organization | 0 |
| 418-1 | Complaints from regulatory bodies | 0 |
| 418-1 | Total number of identified leaks, thefts, or losses of customer data | 0 |
| GRI 419: Socioeconomic Compliance 2016 | ||
| 419-1 | Total monetary value of significant fines | 0 |
| 419-1 | Total number of non-monetary sanctions | 0 |
| 419-1 | Cases brought through dispute resolution mechanisms | 0 |