The Newcastle upon Tyne Hospitals NHS Foundation Trust. Energy Policy

Transcription

1 1 Introduction The Newcastle upon Tyne Hospitals NHS Foundation Trust Policy Version No.: 4 Effective From: 05 July 2017 Expiry Date: 05 July 2020 Date Ratified: 30 May 2017 Ratified By: Sustainable Healthcare Committee At Newcastle upon Tyne Hospitals NHS Foundation Trust, we strive to reduce our energy use and costs and promote the long-term environmental and economic sustainability of our operations, whilst also improving the building user environment. used in buildings accounts for one quarter of the Trust s annual carbon emissions. We have committed to reduce these emissions by at least 28% by 2020 (compared to 2013). 2 Scope This policy relates to energy used to heat and power buildings used for Trust activities. It applies to all Trust employees, honorary contract staff, contractors, partners, patients and visitors who influence and/or directly impact energy use. 3 Aim This policy sets out the Trust s commitment to embed energy management best practice throughout the organisation to: minimise energy consumption reduce associated energy costs, and meet our carbon reduction target to reduce the negative environmental impact of our operations 4 Duties (Roles and responsibilities) 4.1 The Executive Team is accountable to the Trust Board for ensuring Trustwide adoption of this policy. 4.2 The Management Group is responsible for guiding the implementation of the Management Commitments set out in this policy and reporting progress to the Sustainable Healthcare Committee and onwards to Trust Board (see Appendix 1 for full governance structure). 4.3 The Manager is responsible for leading the coordination and implementation of the Management Commitments set out in this policy. Page 1 of 5

2 4.4 Directorate managers, heads of service and other managers are responsible for collaborating with representatives from the Management Group to support the implementation of energy management best practice in their area(s). 4.5 All building users are responsible for considering how their behaviours impact on energy use, seeking further guidance from the Manager and representatives from the Management Group as required. 5 Definitions 5.1 Refers to all fossil fuel (e.g. natural gas) and renewable (e.g. solar) sources used to generate heat and power. 6 Management Commitments The Trust is committed to embedding energy management best practice throughout its operations to continually improve its energy performance to reduce associated costs and carbon emissions. This will be achieved by focussing on six key areas: 6.1 Procurement & Financial Management Ensuring the Trust procures energy and manages energy contracts to deliver best value, underpinned by robust financial processes. 6.2 Compliance Maintaining a clear understanding of the Trust s legal obligations and mandatory reporting requirements in respect of energy and carbon emissions, and ensuring these obligations are being managed effectively. 6.3 Information & Data Improving the collection and ongoing monitoring of energy data (and associated information) to identify energy saving opportunities, set suitable targets and report performance. 6.4 Reducing Demand Eliminating wasteful energy practices and increasing energy efficiency across the Trust. This will include using more efficient technologies in building refurbishments and developments, and incorporating energy efficiency considerations in the procurement of products and services. 6.5 Renewables & Resilience Assessing opportunities to integrate renewable energy supplies and protect our energy-dependent services. 6.6 Trust Culture Engaging stakeholders who influence energy use with initiatives to promote energy best practice, providing training as appropriate and regularly communicating energy performance. Page 2 of 5

3 7 Training All staff should make themselves aware of the Trust s Policy and supporting Strategy. Training and guidance is available on request from the Manager by ing environment@nuth.nhs.uk. 8 Equality and diversity The Trust is committed to ensuring that, as far as is reasonably practicable the way we provide services to the public and the way we treat our staff reflects their individual needs and does not unlawfully discriminate against individuals or groups. This policy has been assessed accordingly and as part of its aim to improve the building user environment, consideration in relation to disability, age and pregnancy will be important for aspects of its implementation. For example, considering those who are less able to regulate their body temperature when reviewing heating services. 9 Monitoring compliance Process Monitoring and audit Method By Committees Frequency Assessment of progress towards Trust energy management commitments as outlined in this Policy and the Strategy Annual Report Manager Management Group Sustainable Healthcare Committee Annual Monitoring and development of energy management projects to achieve commitments as outlined in this Policy and the Strategy EMG agendas, minutes, action plans and monitoring documents Manager Management Group Quarterly 10 Consultation and review This policy has been reviewed in consultation with the Trust s Management Group and the Sustainable Healthcare Committee. 11 Implementation (including raising awareness) This policy will be implemented and promoted by the Manager and wider Management Group, with progress reviewed by the Sustainable Healthcare Committee. Page 3 of 5

4 Copies of the Strategy and other supporting documents will be available to all staff on the Trust intranet and to all stakeholders on the Trust internet. Further information can be requested by ing 12 Associated documentation Related Trust policies, strategies and reports: Strategy ( ) Sustainable Healthcare Strategy & Plan ( ) Sustainability Policy Sustainable Procurement Policy Annual Reports (containing mandatory sustainability performance information) External references: HTM 07-02: EnCO 2 de 2015 making energy work in healthcare (Parts A & B) BS EN ISO 50001: Page 4 of 5

5 Appendix 1: Governance Structure Trust Board Corporate Governance Committee Sustainable Healthcare Committee Management Group Waste Management Group Page 5 of 5

6 The Newcastle upon Tyne Hospitals NHS Foundation Trust Equality Analysis Form A This form must be completed and attached to any procedural document when submitted to the appropriate committee for consideration and approval. PART 1 1. Assessment Date: 12/05/ Name of policy / strategy / service: Policy 3. Name and designation of Author: Cara Tabaku, Manager 4. Names & designations of those involved in the impact analysis screening process: Cara Tabaku, Manager Lucy Hall, Equality and Diversity Lead 5. Is this a: Policy x Strategy Service Is this: New Revised x Who is affected Employees x Service Users x Wider Community 6. What are the main aims, objectives of the policy, strategy, or service and the intended outcomes? (These can be cut and pasted from your policy) This policy sets out the Trust s commitment to embed energy management best practice throughout the organisation to: minimise energy consumption reduce associated energy costs, and meet our carbon reduction target to reduce the negative environmental impact of our operations. The Trust is committed to embedding energy management best practice throughout its operations to continually improve its energy performance to reduce associated costs and carbon emissions. This will be achieved by focussing on six key areas:

7 Procurement & Financial Management Ensuring the Trust procures energy and manages energy contracts to deliver best value, underpinned by robust financial processes. Compliance Maintaining a clear understanding of the Trust s legal obligations and mandatory reporting requirements in respect of energy and carbon emissions, and ensuring these obligations are being managed effectively. Information & Data Improving the collection and ongoing monitoring of energy data (and associated information) to identify energy saving opportunities, set suitable targets and report performance. Reducing Demand Eliminating wasteful energy practices and increasing energy efficiency across the Trust. This will include using more efficient technologies in building refurbishments and developments, and incorporating energy efficiency considerations in the procurement of products and services. Renewables & Resilience Assessing opportunities to integrate renewable energy supplies and protect our energy-dependent services. Trust Culture Engaging stakeholders who influence energy use with initiatives to promote energy best practice, providing training as appropriate and regularly communicating energy performance. 7. Does this policy, strategy, or service have any equality implications? Yes x No If No, state reasons and the information used to make this decision, please refer to paragraph 2.3 of the Equality Analysis Guidance before providing reasons: Yes, these have been taken into consideration within the policy.

8 8. Summary of evidence related to protected characteristics Protected Characteristic Evidence, i.e. What evidence do you have that the Trust is meeting the needs of people in various protected Groups Does evidence/engagement highlight areas of direct or indirect discrimination? If yes describe steps to be taken to address (by whom, completion date and review date) Race / Ethnic origin (including Mandatory EDHR Training No No gypsies and travellers) Sex (male/ female) Mandatory EDHR Training No No Religion and Belief Mandatory EDHR Training No No Sexual orientation including Mandatory EDHR Training No No lesbian, gay and bisexual people Age Mandatory EDHR Training Potential indirect discrimination e.g. some groups of people who are less able to regulate their body temperature Disability learning difficulties, physical disability, sensory impairment and mental health. Consider the needs of carers in this section Mandatory EDHR Training Potential indirect discrimination e.g. some groups of people who are less able to regulate their body temperature Gender Re-assignment Mandatory EDHR Training No No Marriage and Civil Partnership Mandatory EDHR Training No No Maternity / Pregnancy Mandatory EDHR Training Potential indirect discrimination e.g. some groups of people who are less able to regulate their body temperature 9. Are there any gaps in the evidence outlined above? If yes how will these be rectified? No Does the evidence highlight any areas to advance opportunities or foster good relations. If yes what steps will be taken? (by whom, completion date and review date) This should be taken into account as part of policy implementation plans. This should be taken into account as part of policy implementation plans. This should be taken into account as part of policy implementation plans. 10. Engagement has taken place with people who have protected characteristics and will continue through the Equality Delivery System and the Equality Diversity and Human Rights Group. Please note you may require further engagement in respect of any significant changes to policies, new developments and or changes to service delivery. In such circumstances please contact the Equality and Diversity Lead or the Involvement and Equalities Officer. Do you require further engagement? Yes No x 11. Could the policy, strategy or service have a negative impact on human rights? (E.g. the right to respect for private and family life, the right to a fair hearing and the right to education?

9 There is some potential for the implementation of projects relating to this policy to impact human rights. For example, when patients are not able to regulate their temperature, this could impact on their recovery. This has been taken into account in the policy and will be considered within policy implementation plans. PART 2 Name: Cara Tabaku Date of completion: 12/05/2017 (If any reader of this procedural document identifies a potential discriminatory impact that has not been identified, please refer to the Policy Author identified above, together with any suggestions for action required to avoid/reduce the impact.)