Central Engineering Design (Electrical) Engineering Process Bertina Chan Weina Lin Hsiao-Yun Lu Sankarbharathy Ponnusamy Susu Wang

Overview  Company Overview  Design Engineering  Design Engineering Process (DEP)  Problems with Current Process  Recommendations  Conclusion

Company Overview One of the largest investor-owned, energy- delivery companies in US Annual revenue of $13 billion and total assets of $34 billion approximately It owns and operates the world’s largest district steam system Provides electricity and gas as well

Design Engineering Consists of Electrical Design, Mechanical Concept/3D Design, & Transmission/Civil Design Ensures safe, reliable design operation and maintenance of the system Provides design schematics of all Company electric, gas, and steam generating plants, electrical substations, and transmission and commercial facilities

Design Engineering Process (Electrical) Scope &Budget Oversee &Upgrade Project Scope of Work Works on the project Match Not match Match Not match Top management Engineering Department Engineer Electrical Design Scope review Drawing layouts As-built Final package Review & comments Upgrade & Construct Review &Field walk Agreement As-built

Problems with Current Process  Miscommunications  Schematics (Drawings) vs. Real Field Conditions  Human Resources – Age Gap within the Designers

Cause & Effect Diagram Identify the possible root causes, the basic reasons for a specific effect, problem or condition Helps determine root causes Increases process knowledge Identifies areas for collecting data Analyze existing problem

Cause & Effect Layout Lag in project time Miscommunication Age gap Bad field conditions CAUSEEFFECT

Recommendations Miscommunication –Project Checkpoints strategically placed within certain stages of the DEP. Schematics vs. Real Field Conditions –A full-time Designer at the station to upgrade existing drawings to current field conditions –Current Designers assigned to on-going projects will update drawings during construction

Recommendations (cont’d) Human Resources – Age Gap –Hire retirees to give seminars/classes to incoming and present employees –Pair experienced designers with inexperienced designers

Conclusion If the necessary changes are implemented: Detailed training guide for new employees Duration of DEP would be decreased and run smoother. Department would spend less than $8 million on outside services