OPOWER is a privately held software-as-a-service company that partners with utility providers to promote energy efficiency. Through contracts with 52 utility companies in 22 states, OPOWER's software creates individualized Home Energy Reports for utility customers that analyze their energy usage and offer recommendations on how to save energy and money by making small changes to their energy consumption. The average customer receiving OPOWER reports has cut energy usage by more than 2.5 percent.[1]
OPOWER's energy reports currently reach 2 million homes, and the company expects to quadruple that number in 2011.[2] The American Council for an Energy-Efficient Economy concluded in a June 2010 report[3] that customer-feedback programs, like OPOWER's, could boost energy security, help the environment and save consumers money. "[F]eedback is proving a critical first step in engaging and empowering consumers to thoughtfully manage their energy resources," the study said.
In the last article on employee engagement, we talked about what engagement is, the relationship between employee engagement, high performance, and company growth, and the cost of low employee engagement levels.
In this article, I want to focus on what a manager can and needs to do to raise levels of engagement. But first, let's build a little on the definition of Employee Engagement ...
We stated in the last article that employee engagement is "the extent to which employees put discretionary effort into their work, in the form of extra time, energy and brainpower". A good definition to be sure but there's more to it than that.
Employee engagement can be broken down into two areas - the first being emotional and the second, rational. Within these we can define 9 core statements that characterize engagement.
Designers today are challenged not only by new process technologies capable of incorporating
more and more devices on a single chip, but also managing the increase in the power that goes
along with it. Techniques such as clock gating, low power processes, low power IP and lower
supply voltage used with each new generation of process technology have helped designers of
mobile applications to stem the tide of ever increasing power. Configurable processors such as
the Xtensa [1] core used here can also optimize the instruction set to minimize power and
energy.
As technology moved down to 180nm, leakage power was not a major issue. The old techniques
produced acceptable results. However, the130nm and 90nm technologies are reaching the point
where leakage power is nearly the same as dynamic power. And both dynamic and static powers
are increasing at such a rate that the old rules just don’t work. Unless new techniques are found,
130nm and 90nm technologies for handheld devices will be adopted more slowly.
In this paper we demonstrate a method to significantly reduce both dynamic and static power of
SoC using Virtual Silicon Mobilize Power Management IP in the Synopsys Galaxy design
platform. A 32-bit Xtensa microprocessor will be synthesized and taken all the way through
routing in order to benchmark the power reduction in dynamic power and static (leakage) power.
Founded in 2007 by long-time friends Dan Yates and Alex Laskey, OPOWER is headquartered in Arlington, Virginia. As of March 2011, it employs 185 people.[4] In June 2010, iLike founder Hadi Partovi joined OPOWER's board to advise on its West Coast growth strategy.[5] In July 2010, OPOWER opened a second office in San Francisco and had Fred Butler, a former president of the National Association of Regulatory Utility Commissioners (NARUC) and commissioner of the New Jersey Board of Public Utilities, join its board.
On September 1, 2010, the World Economic Forum announced the company as a Technology Pioneer for 2011.[6]
In November 2010, the company announced its third round of venture capital funding, a $50 million investment led by Accel Partners and Kleiner Perkins Caufield & Byers, to accelerate its expansion.[7]
During a visit to OPOWER headquarters in Arlington in 2010, President Obama said the company's growth is "a model of what we want to be seeing all across the country."
General Information
Employment qualifications:
In order to begin a career onboard the ship each applicant must meet
the following requirements:
age between 21 and 30
competency in English
hold a valid passport
have at least 2 years of related experience
be flexible with work schedules, duties and job locations
enjoy working in high-volume, fast paced guest service environment
be guest focused, pleasant, polite and courteous
General information about jobs on cruise ships:
duration of contract: varies according to the position and the cruise company - usually a contract lasts for 6-10 months with the possibility of onboard extension
upon the completion of contract every employee is granted with a 6-10 weeks vacation
work schedule: 10 hours a day, 7 days a week
Payment:
according to the position assigned
Uniforms:
provided on board the ship (excluding shoes) at company prices
Food and accommodation:
provided by company
cabins occupancy: 2-4 persons
Employment Power Ltd. then contacts the applicant they have received the LOE for and helps him/her with the documentation necessary for embarkation:
MEDICAL
Employment Power agency will have an assigned physician in your country organised for you to do your physical examination and drug test on your own cost. Failure to pass this examination will automatically disqualify you for employment.
VISA
Employment Power agency will provide you with all necessary documents to obtain visa to enter the destination country and will help you with the appointment at the Embassy. Visa cost is applicants’ responsibility.
PLANE TICKET
Employment Power will make flight arrangement to ensure your arrival at the port of call on time for embarkation. You will be responsible for the costs of one-way flight ticket and returning deposit if required so by the cruise company.
STCW 95
Employment Power will advise you about STCW 95 – Basic Safety Training mandatory as per IMO, or any additional training necessary. You will be responsible for the costs of STCW 95 or any additional training.
HOTEL ACCOMODATION
All hotel information will be given to you by Employment Power prior to departure.
Complete all data input for the company including but not limited to pay changes, new hire entry, 401k changes, title changes, EEO compliance, background checks, I-9 compliance and terminations.
Manage all other HR related filing in accordance with federal and state law.
Provide HR administration support including business card ordering, file preparation, milestone recognition, form completion etc"
Manage new hire on-boarding coordination.
Maintain Human Resource Information System records and compile reports from database.
Assist in open enrollment and employee benefits question resolution.
Partner with HR Manager in the development of new programs and practices.
Issue follow-up and resolution with benefit vendors.
Assist in tracking and management of Performance Coaching Program quarterly completion.
Track HR-related activity and provide monthly and ad hoc reporting to support departmental goals and initiatives.
Perform other related duties as required and assigned.
OPOWER's energy reports currently reach 2 million homes, and the company expects to quadruple that number in 2011.[2] The American Council for an Energy-Efficient Economy concluded in a June 2010 report[3] that customer-feedback programs, like OPOWER's, could boost energy security, help the environment and save consumers money. "[F]eedback is proving a critical first step in engaging and empowering consumers to thoughtfully manage their energy resources," the study said.
In the last article on employee engagement, we talked about what engagement is, the relationship between employee engagement, high performance, and company growth, and the cost of low employee engagement levels.
In this article, I want to focus on what a manager can and needs to do to raise levels of engagement. But first, let's build a little on the definition of Employee Engagement ...
We stated in the last article that employee engagement is "the extent to which employees put discretionary effort into their work, in the form of extra time, energy and brainpower". A good definition to be sure but there's more to it than that.
Employee engagement can be broken down into two areas - the first being emotional and the second, rational. Within these we can define 9 core statements that characterize engagement.
Designers today are challenged not only by new process technologies capable of incorporating
more and more devices on a single chip, but also managing the increase in the power that goes
along with it. Techniques such as clock gating, low power processes, low power IP and lower
supply voltage used with each new generation of process technology have helped designers of
mobile applications to stem the tide of ever increasing power. Configurable processors such as
the Xtensa [1] core used here can also optimize the instruction set to minimize power and
energy.
As technology moved down to 180nm, leakage power was not a major issue. The old techniques
produced acceptable results. However, the130nm and 90nm technologies are reaching the point
where leakage power is nearly the same as dynamic power. And both dynamic and static powers
are increasing at such a rate that the old rules just don’t work. Unless new techniques are found,
130nm and 90nm technologies for handheld devices will be adopted more slowly.
In this paper we demonstrate a method to significantly reduce both dynamic and static power of
SoC using Virtual Silicon Mobilize Power Management IP in the Synopsys Galaxy design
platform. A 32-bit Xtensa microprocessor will be synthesized and taken all the way through
routing in order to benchmark the power reduction in dynamic power and static (leakage) power.
Founded in 2007 by long-time friends Dan Yates and Alex Laskey, OPOWER is headquartered in Arlington, Virginia. As of March 2011, it employs 185 people.[4] In June 2010, iLike founder Hadi Partovi joined OPOWER's board to advise on its West Coast growth strategy.[5] In July 2010, OPOWER opened a second office in San Francisco and had Fred Butler, a former president of the National Association of Regulatory Utility Commissioners (NARUC) and commissioner of the New Jersey Board of Public Utilities, join its board.
On September 1, 2010, the World Economic Forum announced the company as a Technology Pioneer for 2011.[6]
In November 2010, the company announced its third round of venture capital funding, a $50 million investment led by Accel Partners and Kleiner Perkins Caufield & Byers, to accelerate its expansion.[7]
During a visit to OPOWER headquarters in Arlington in 2010, President Obama said the company's growth is "a model of what we want to be seeing all across the country."
General Information
Employment qualifications:
In order to begin a career onboard the ship each applicant must meet
the following requirements:
age between 21 and 30
competency in English
hold a valid passport
have at least 2 years of related experience
be flexible with work schedules, duties and job locations
enjoy working in high-volume, fast paced guest service environment
be guest focused, pleasant, polite and courteous
General information about jobs on cruise ships:
duration of contract: varies according to the position and the cruise company - usually a contract lasts for 6-10 months with the possibility of onboard extension
upon the completion of contract every employee is granted with a 6-10 weeks vacation
work schedule: 10 hours a day, 7 days a week
Payment:
according to the position assigned
Uniforms:
provided on board the ship (excluding shoes) at company prices
Food and accommodation:
provided by company
cabins occupancy: 2-4 persons
Employment Power Ltd. then contacts the applicant they have received the LOE for and helps him/her with the documentation necessary for embarkation:
MEDICAL
Employment Power agency will have an assigned physician in your country organised for you to do your physical examination and drug test on your own cost. Failure to pass this examination will automatically disqualify you for employment.
VISA
Employment Power agency will provide you with all necessary documents to obtain visa to enter the destination country and will help you with the appointment at the Embassy. Visa cost is applicants’ responsibility.
PLANE TICKET
Employment Power will make flight arrangement to ensure your arrival at the port of call on time for embarkation. You will be responsible for the costs of one-way flight ticket and returning deposit if required so by the cruise company.
STCW 95
Employment Power will advise you about STCW 95 – Basic Safety Training mandatory as per IMO, or any additional training necessary. You will be responsible for the costs of STCW 95 or any additional training.
HOTEL ACCOMODATION
All hotel information will be given to you by Employment Power prior to departure.
Complete all data input for the company including but not limited to pay changes, new hire entry, 401k changes, title changes, EEO compliance, background checks, I-9 compliance and terminations.
Manage all other HR related filing in accordance with federal and state law.
Provide HR administration support including business card ordering, file preparation, milestone recognition, form completion etc"
Manage new hire on-boarding coordination.
Maintain Human Resource Information System records and compile reports from database.
Assist in open enrollment and employee benefits question resolution.
Partner with HR Manager in the development of new programs and practices.
Issue follow-up and resolution with benefit vendors.
Assist in tracking and management of Performance Coaching Program quarterly completion.
Track HR-related activity and provide monthly and ad hoc reporting to support departmental goals and initiatives.
Perform other related duties as required and assigned.
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