Every smart business leader knows that, in order to compete at the top of their market, he or she needs to recruit and retain exceptional candidates. Traditionally, implementing a variety of human resource practices — such as creating programs for recent graduates, ensuring streamlined onboarding processes, implementing flexible employee policies and offering professional opportunities — helps attract and retain top talent. While these conventional HR methods are important ways to build the best teams possible, another perhaps surprising way to set your company apart from other competitors in your market is to install a solar system.
As policymakers across the U.S. continue to refine their methods of valuing solar energy development, several strategies have bubbled to the top. Some policies emphasize a market approach that, in theory, benefits both utilities and solar system owners (e.g. New York’s Value of Distributed Energy Resources (VDER) Tariff). While a market approach is advantageous because it incentivizes solar development based on the benefits that solar systems bring to a specific area of the electrical grid, this strategy may result in less predictable project economics. Other policies, such as Feed-In Tariffs, incentivize solar development by making project returns as predictable as possible, but conversely may over-incentivize solar development in less valuable areas of the electrical grid.