The scope of performance goals can include multiple levels of the organization as well as various time periods for completion of specific goals.
The level at which performance goals will be set depends on the nature of the organization and how it uses energy. Common organizational levels for setting goals include:
Setting goals at this level provides a big picture of how the entire organization wants to improve. Organization-wide goals provide a framework for communicating the success of energy management both internal and external audiences.
At this level, goals may vary to take into account the performance of specific facilities based on benchmarking results or an energy audit. Facility level goals are designed to help the broader organization to meet its goals.
Some organizations may find it useful to establish goals for specific process lines and equipment when energy use is concentrated in specific areas.
Establishing appropriate and realistic target dates for goals ensures that they are meaningful and promote change. A combination of short and long term goals can be effective.
Annual goals provide the necessary markers for tracking and reporting progress on a regular and on-going basis.
Long-term goals are usually organization-specific and may be shaped by:
Johnson & Johnson (J&J) uses a variety of goals and planning horizons to execute change. J&J established organization-wide "Next Generation Goals" for reducing greenhouse gas emissions by 4 percent by 2005 and by 7 percent by 2010 from a baseline of 1990. At the facility level, J&J set a goal of 100 percent completion of its list of best practices by 2005 for all facilities worldwide. J&J’s estimates that at the midway point of completing implementation of the best practices, nearly $20 million had been saved worldwide.