prathibha - south central railway zone · 2018. 5. 1. · prathibha- july -september 2011 page 8 of...
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SUPERVISORS’ TRAINING CENTRESUPERVISORS’ TRAINING CENTRESUPERVISORS’ TRAINING CENTRESUPERVISORS’ TRAINING CENTRE SOUTH CENTRAL RAILWAYSOUTH CENTRAL RAILWAYSOUTH CENTRAL RAILWAYSOUTH CENTRAL RAILWAY
SECUNDERABADSECUNDERABADSECUNDERABADSECUNDERABAD [ ESTD.1976]
PRATHIBHAPRATHIBHAPRATHIBHAPRATHIBHA A Quarterly News Letter - Vol.VIII/03/2011
JULY - SEPTEMBER 2011
Visit Us@http://www.scr.indianrailways.gov.in/About Us/Training Centres/STC LGD Secunderabad
Chief Patron: Sri P.C. Gajbhiye, CME/SCRChief Patron: Sri P.C. Gajbhiye, CME/SCRChief Patron: Sri P.C. Gajbhiye, CME/SCRChief Patron: Sri P.C. Gajbhiye, CME/SCR Patron: Sri Patron: Sri Patron: Sri Patron: Sri Anil SharmaAnil SharmaAnil SharmaAnil Sharma, CWE/SCR, CWE/SCR, CWE/SCR, CWE/SCR
Chief Editor: Sri Ramana Alla, PSTC/SCRChief Editor: Sri Ramana Alla, PSTC/SCRChief Editor: Sri Ramana Alla, PSTC/SCRChief Editor: Sri Ramana Alla, PSTC/SCR Editor: Editor: Editor: Editor: Sri Ch.Phaneendra Nadh, Sr.Sri Ch.Phaneendra Nadh, Sr.Sri Ch.Phaneendra Nadh, Sr.Sri Ch.Phaneendra Nadh, Sr.InstructorInstructorInstructorInstructor/STC/STC/STC/STC
Tarnaka Road, Lallaguda, Secunderabad – 500 017
BSNL (Fax): 040-270070251, Railway (Fax):070-89589
Email: [email protected] &
EVENTS IN PICTURES IN THE LAST QUARTER
Out going trainees of RC-CAP – Batch No. 02 on 29.06.2011.
Outgoing trainees of DEMU/DHMU of Batch No. 01 on 28.05.2011
Prathibha- April-June 2011 Page 3 of 20
• About us ………………………...04
• Our Policy………………………..04
• Our Objectives………………….04
• Our Team……………………..…05
• Infrastructure…………………..06
• NS Demand- A vital Document for Proper
Procurement of Material....07
• Spirituality at Workplace..10
• Repeated Defects of
Bogie………………………...14
• Apprentices undergoing training.………………………….16
• Courses conducted Vs
• Capacity Utilisation in last quarter ……………………….….17
• Courses Offered in the next Quarter…………………………..18
PRATHIBHA
Quarterly News Letter
JULY-SEPTMENER 2011
Vol. No.VIII/03/2011
Tarnaka Road, Lallaguda
Secunderabad -500 017
BSNL: 040-270070261
FAX: 070-89589
The quarter has started with Railway Week
celebrations and three of the employees have
received awards at different levels. We have
upgraded diesel laboratory into a more advanced
facility by adding three new system trainers viz.,
fuel oil system, lube oil system and water cooling
systems of both ALCO locomotives and GM / EMD
locomotives. Special courses on Maintenance of
DEMU, MS- word & excel and Seminars on local
purchase and depot working were conducted and
the trainings were well appreciated by the
participants.
The institute has developed a website of its own and
it is available on the Training Centres’ sub-section
of the SCR’s main website. A lot of information
about the institute and its training calendar and
on-going & forth coming courses is readily
available at a click away. The soft copy of this news
letter is also readily available on the website.
In the hostel facilities up-gradation front, three
water purifiers have been procured for providing
hygienic drinking water and some of the old
mattresses have been replaced with new duroflex
mattresses.
We welcome your suggestions and articles, both
technical and non-technical, and photographs
relevant to Railways by sending them through mail
Joyful reading….
(Ramana Alla)
From Principal /STC/SC’s Desk
I N S I D E
Prathibha- April-June 2011 Page 4 of 20
The institute was established in the year 1976 as ‘Technical Training Centre’ and
subsequently named as Supervisors’ Training Centre from 21.09.1978. The geographical area
of STC comprises of about 7 acres (34963 Sq.Yards) centrally located in Secunderabad. The
institute is enveloped by gardens, breeze of various trees and bushes and enlivened by
chirping of birds with peaceful and Gurukul environment for systematic learning. All
mandatory courses are conducted as per the Training Modules approved by the Railway
Board as well as various need based programmes to meet the training needs of Supervisors of
various departments viz., Mechanical, Stores etc. of not only South Central Railway but also
adjoining Zonal Railways and Production Units of ICF & RWF of Southern Region.
To achieve continual excellence in training the human resources for continual improvement in
the performance and uphold the image of Indian Railways.
1. To impart qualitative training to all supervisory grade trainees and upgrade their
knowledge in various aspects of Rolling Stock maintenance and Stores Departments.
2. To inculcate dedicated work culture wrapped with safety habits among the trainees to
achieve maximum productivity.
3. To conduct seminars on important topics covering various aspects in Railway working
with special attention on safety and quality of service.
4. To introduce new courses as and when the necessity arises based on the field
requirements by continuous interaction with HODs and field officers of various
Divisions and Workshops.
5. To achieve 100% capacity utlisation.
6. We continually strive to make and maintain Supervisors’ Training Centre,
Secunderabad as ‘Centre of Excellence for Learning’.
ABOUT US
OUR POLICY
OUR OBJECTIVES
Prathibha- April-June 2011 Page 5 of 20
Name Designation Contact No.
Head of the
Institute
Sri Ramana Alla Principal
9701370412
Rly: 89589(O)
86151 (R)
Sri K. Sukumaran Sr. Lecturer
(Metallurgy)
9848287278
Sri A. Mallikarjuna Rao Sr. Lecturer
(Safety & Stores)
9440425378
Sri K. Nagarathnam Sr. Lecturer
(Mechanical)
9849550087
Sri M. Srinivasa Prasad Sr. Instructor (C&W) 9440518734
Sri K.Parameshwara
Chary
Sr. Instructor
(Work study)
9866609490
Sri M. Narasimha Reddy Sr. Lecturer (Drawing) 9160044410
Sri G.Md.Shavali Sr. Lecturer (Electrical) 7416560797
Sri Ch. Phaneendra Nadh Sr. Instructor (Work
study)
9866439517
Sri B.P. Nirmal Singh Sr. Instructor (Stores) 9989656246
Smt N.Gunavati Sr. Instructor (Stores) 9848911785
Teaching
Faculty
Sri K.L.N. Swamy Sr. Lecturer (Science &
Misc)
9492922361
Smt. B.Geetha Rani Office Superintendent 9666744792
Sri R.Jayaraman Hostel Superintendent 9441229541
Sri Ch.Komuraiah Librarian 8897534375
Smt Katyayani Devi Sr.Clerk 9618212231
Administrative
Staff
Sri Manikandan Jr.Clerk 9160455267
OUR TEAM
Prathibha- July -September 2011 Page 6 of 20
S.No. Description Details
1. No. of class rooms/learning units 05
2. Class rooms total capacity 68 trainees
3. No. of Seminar/Meeting Halls 01 with capacity of 100 trainees
4. Model Rooms/Laboratories 05:
i) Diesel Model Room
ii) Mechatronics Laboratory
iii) Carriage & Wagon Laboratory
iv) Welding Laboratory
v) Computer Laboratory
5. Computerised Library 4380 books, about 144 Audio Visuals
6. Hostel/Mess facility -32 rooms with 122 beds capacity.
-Capacity of Dining Hall -40 persons.
-Mess run by Trainees on no profit & no
loss basis.
7. Entertainment i) Colour TV with cable network
connection
ii) DVD player
iii) Recreation Room
iv) Carom board & chess etc.
8. Extra curricular activities i) Yoga & Meditation
ii) Games- indoor and out door
iii) Gymnasium
iv) Gardening
9. Medical Facilities - Central Railway Hospital, Mettuguda,
Secunderabad at a distance of 1 km.
- First aid kits available at Hostel and at
Training centre.
INFRASTRUCTURE
Prathibha- July -September 2011 Page 7 of 20
NS DEMAND (S-1302) - A VITAL DOCUMENT FOR PROPER
PROCUREMENT OF THE MATERIAL - D.Venkateswara Rao DMM/HYB Divn.
The material required by the user branches is to be procured by Stores department and supply
the same to user department. All the material used in the system are divided into two types
vide stock items and non stock items.
The items which are regularly consumed for day to day maintenance and for which the
requirements can be planned are periodically procured and stocked in the feeding depots for
ensuring continuous supply to the user departments. The authorized stock holders can draw
these items from the stores depots by submitting a requisition on S-1313 form. For
procurement of stock items the quantities and description are periodically reviewed and
standardized.
The items which do not have regular consumption, cannot be planned in advance and required
for a specific work or period and capital equipment like M&P, spares/ consumables etc are
Non stock items and these items are procured by submission of NS demand on stores
department.
For procurement of non stock items the user departments have to submit an NS demand on
form No S-1302 to stores department. The NS demand is a vital document for procurement of
the material and all the care must be taken by the indentors for correct submission of the NS
demand. Any lethargy in submission of correct NS indent may lead to delay in procurement
and also supply of improper material.
Steps in procurement of NS item:
Whenever a need is felt for specific material, required quantity should be worked out
depending up on the purpose. The probable value of procurement is to be worked out and
sanction of the competent authority is to be obtained in terms of SOP. Where ever necessary
concurrence/ vetting of Finance also is to be obtained. Once the sanction of competent
authority and Finance concurrence is obtained for the proposal an NS indent is to be prepared.
Preparation of NS indents:
i. At the outset the description is to be standardized for the item. While preparing description
care must be taken to make out complete and correct description which is to be understood by
the manufacture and the inspecting official in same wave length. If necessary IS /IRS
specifications are to be adopted in order to get quality material
ii. The quantity should neither be too high nor be too less and it must be just sufficient for the
purpose.
iii. The rate column and value column are to be filled in duly furnishing the basis of the
estimated rate i.e. last purchase rate / PO of other unit or railway/ budgetary quotation etc.
iv. List of likely suppliers are to be furnished in the indent.
Prathibha- July -September 2011 Page 8 of 20
v. All the columns in the NS indent are to be filled in without leaving any blanks.
Vi ensure to enclose all the relevant document along with Ns indent like Specifications,
drawings, Finance vetting, sanction of competent authority etc.
The appended do’s and don’ts will help in correct preparation and submission of NS indent
Submission of NS indents:
After preparation of NS indent Finance vetting is to be obtained for NS indent depending
upon the value and item. Finally the NS indent is to be forwarded to stores branch for
arranging procurement.
If small care is taken while preparing NS indent correct procurement can be done by stores
branch in reasonable period.
Do's & Don'ts For Preparing NS Indents:
Dos’ : 1. Ensure that all the columns are filled in and that no columns are left blank and with
complete and correct description keeping yourself in foot steps of a manufacturer or an
inspector of material.
2. Double check the rates indicated as the estimated rate of last purchase rate before signing
the Indent. Furnish basis of the rate i.e., last purchase orders No. & date, quantity and source.
3. Indicate the estimated or last purchase rate in figures as well as words.
4. For initial/first time indent - submit basis for estimated rate, budgetary quotation etc.
5. Ensure full justification for indented quantity vis-à-vis asset held for which the
procurement is being made before signing the indent. While approving quantity on indents,
ensure that the quantity is fully justified in relation to the asset(s) for which the
procurement is to be made. Avoid indenting more quantities than required.
6. Indicate quantity, both in figures and words on indents.
7. Officers signing indent should clearly mention their names & designations on demands.
8. Plan procurement sufficiently in advance keeping the lead-time for procurement in view.
9. Fill up all important columns-rate, LPR, Value, quantity & units in figures & words.
10. Ensure furnishing names of Genuine and sufficient No. of likely suppliers on the indent.
Past successful suppliers should invariably be indicated / included.
11. Sign PAC only for genuine items such as OEM spares having their part No/Cat No.
only.
12. Remember canons of financial propriety before according sanction for any purchase
proposals.
Prathibha- July -September 2011 Page 9 of 20
Don’ts : 1. Do not resort to procurement by sample clause. Furnish clear and complete
description/specifications in the indent.
2. Do not fail to attest all corrections/alterations/erasures on the indents.
3. Do not issue proprietary article certificate in routine unless you are fully and personally
satisfied since issue of PAC is your personal responsibility.
4. Do not submit more than one indent for the same item, if submitted under certain
inescapable situations mention the previous indent No. without fail for linking in stores
branch.
5. Do not submit non-stock indents for stock items except under special circumstances
recording reasons for such indent such as non availability in feeding depot/for RSP/Special
work etc.
6. Do not deliberately split the quantities or place multiple indents for the same item.
7. Do not generate demands for excess quantities as it may lead to surplus/obsolescence.
8. Do not furnish names of fictitious/non-existent vendors as likely suppliers on indent.
There is nothing as powerful as an idea whose
time has come.
- Victor Hugo
***
Self knowledge is best learned, not by
contemplation, but by action. Strive to do
your duty and you will soon discover of what
stuff you are made.
- Johann Goethe
***
Leadership is communicating to people their
worth and potential so clearly that they come
to see it in themselves.
- Collected from the book ‘The 8th habit’ by Stephen R.Covey
Prathibha- July -September 2011 Page 10 of 20
Spirituality at Work Place
Contributed by
- Dr A Jagan Mohan Reddy Associate Professor (HR) & Placement Coordinator
Institute of Public Enterprise,Osmania University Campus,
Hyderabad
“Few things in the world are more powerful than a positive push… a smile, a word of
optimism and hope… a you con do it when things are tough”
- -Anonymous
Introduction:
The human resource is considered to be the vital ingredient for the success of every business
organization. A resource, as well all know, is any physical or virtual entity of limited
availability. Among all the resources, human resource (skills, talents etc that are used for
producing a good or offering service) enjoys the prime importance. Because given the fact
that all others are equally available / accessible and affordable, he is the only one who could
provide (make a difference) the required cutting edge to the corporates in this global cut throat
competitive era.
What is the issue?
The human being is essentially a spiritual being with immense potential for creativity. Further,
the biggest asset of a human being is creativity for change or transforming for the better –
whether creativity in problem solving or in innovation for a better product or for rendering
better service. But then, in the process of winning the game and to be at the top he has to pay
a high price. Busy work schedules and round the clock winning approach turns him
workaholic which in longer run might make him mentally and physically disable to perform
his role i.e., giving his best. This will increase the level of mental stress and negative inter-
personal transactions; where by this intellectual asset will no longer be effective.
So there is a need to have revitalization of this live resource (with kinetic potential) so as to
regain the power and will through practicing the concepts of spirituality. In other words
Human Resources (HR) development, which is very vital for the outstanding performance of
any organization today, in the corporate scenario can not be achieved without inculcating
spiritual values
What is spirituality?
The word spirituality has been interpreted differently by different People. Some related it to
God while some consider it as a state of mental peace and happiness to detach oneself from
the physical world. What ever people may say as perceived of it, one thing is very much clear
that it is a process to develop the sense of morality and ethics within you which is helpful to
the human being to be stable and correct at the time of negative interpersonal transactions. In
other words spiritual education at workplace helps/assists in overcoming personal
discontentment, dissatisfaction, frustration, envy, selfish ambition and a sense of insecurity.
Prathibha- July -September 2011 Page 11 of 20
What is work place spirituality?
A spiritual culture that recognizes that employees have both a mind and a spirit seek to find
meaning and purpose in their work, and desire to connect with other employees and be part of
a community.
Why the emphasis on spirituality in today’s organizations?
Spirituality is creeping into the office”, reported the June 1995 issue of business week; “…
and companies are turning inward in search of a ‘soul’ as a way to foster creativity and to
motivate leaders”. Spirituality at work nourishes the inner life of the employees. There will
be a sense of fulfillment experienced by the employees as they see their work as a means to
achieve a higher goal beyond material gain and a means to live out their values fully. There
will be a sense of community in the organization and employees will feel that they are
connected genuinely with each other.
Characteristics of spiritual organization
- Strong sense of purpose: organizational members know why the organization exists
and what it values.
- Focus on individual development: employees are valuable and need to be nurtured to
help them grow. These characteristics also include a sense of jobs security.
- Trust and openness: organizational member relationships are characterized by mutual
trust, honesty and openness.
- Employee empowerment: employees are allowed to a make work related decisions
that affect them, highlighting a strong sense of delegation of authority.
- Toleration of employee expressions: the organization culture encourages employees to
be themselves and to express their moods and feelings without guilt or fear of
reprimand.
-
What needs to be done?
Employees trained on spirituality will not be able to practice spirituality at the work place if
managers and supervisors adopt traditional methods of driving productivity and performance
through emphasis on short term goals and tight financial bottom lines. Further organizational
culture can create barriers to spirituality when it is characterized by a lack of a higher purpose
beyond material success .For instance, when the shared values and belief systems of the
organization are based on the assumption that it exists to maximize profits, the whole
organization will be steered towards material goals.
There is little motivation for the members of the organization to act ethically. A highly profit-
driven culture creates excessive competition among its employees and fosters an
individualistic attitude. This is detrimental to spirituality as it destroys a sense of community
in the workplace. Likewise, an over-emphasis on materialistic values in the organization
culture will alienate the employees from their deeper longing to do something more
meaningful than just creating material wealth.
Prathibha- July -September 2011 Page 12 of 20
Leadership Role
The leadership of the organization plays an important role in shaping spirituality at work.
Leaders can promote or stifle spirituality at work by their behavior since employees tend to
view them as role models. When leaders practice oppressive leadership styles with no regard
to people’s feelings and rely on externally imposed measures like rigid rules and regulations
to drive behavior, it robs the dignity of employees and creates a stifling environment to work
in. Employees will not experience a sense of inner peace working under such leadership and
this undermines spiritual development. Likewise, when leaders act unethically, it will have a
negative effect on spirituality at work. It sends a strong signal to employees and they would
have to struggle with their conscience to make judgments on the appropriateness of the
leaders’ actions.
Further, when the appraisal and reward systems in the organization focus too much on
extrinsic motivation, they condition employees to respond only to extrinsic motivators and
reduce their need for intrinsic motivation. This is detrimental to spirituality. It conveys to
employees that only material success and achievement matter in life and there is no need to
strive for a higher purpose.
Before I conclude let me list out the six principles of ethical influence, which if practiced will
go a long way in inculcating and sustaining spirituality at work place;
1. Reciprocity: individuals feel an obligation to give back to others the form of behavior that
they have received.
2. Commitment and consistency: when we have committed to something, especially in public,
we experience inter- and intrapersonal pressures to act and think in a way consistent with it.
3. Social proof: when we are uncertain about what to do we determine what is correct by
looking at what others in similar situations are doing.
4. Liking: we want to say ‘yes’ to people we know and like and find it very difficult to refuse
a friend or someone we like.
5. Authority: we tend to fellow a person to whom we ascribe superior in knowledge, wisdom
or experience.
6. Scarcity: when something is rare or dwindling in availability, it becomes more attractive to
us.
Whether Spirituality a fad?
Some people believe that spirituality is fad. Spirituality being fad also provides better
solutions to the business and personnel problems then such a fad is considered to be good and
useful. Those who argue against spirituality in organizations typically focus on two issues.
First is the question of legitimacy. Specifically, do organizations have the right to impose
spiritual values on their employees? Second is the question of economics. Are spirituality and
profits compatible? Let’s briefly look at these issues.
1. The potential for an emphasis on spirituality to make some employees uneasy is
clearly present. Critics argue that organizations have no business imposing spiritual
values on employees. This criticism is undoubtedly valid when spirituality is defined
as bringing religion and God into the work place. However, the criticism appears less
stinging when goal is limited to helping employees find meaning in their work lives.
Prathibha- July -September 2011 Page 13 of 20
2. The issue of whether spirituality and profits are compatible objectives is certainly
relevant for anyone in business. The evidence, although limited, indicates that the two
objectives may be particularly compatible. Several studies show that in organizations
that have introduced spirituality into the workplace have witnessed improved
productivity reduced turnover, greater employee satisfaction and increased
organizational commitment.
Conclusion:
Professional life flowers best in situations where collaboration and partnership with others
is the norm and where there is mutual trust and understanding. There is place for
professional excellence at work place. But that has to include spiritual progress that will
get reflected in the quality of work one does as well as the manner in which one relates to
others in the work place.
Managers cannot expect to improve spirituality of the organization by paying lip services.
They must be personally convicted and committed to spiritual education at the work place,
which is the need of hour. A spiritually transformed employee is able to play undivided
and unfragmented attention to his work and there is immense joy in working. Further,
such spiritual wisdom gives the added benefits of ethical approach to work and addresses
issues related to corporate governance.
So let’s hope that our young managers will do their bit in this regard as “Hands that serve
are holier than the lips that pray”.
Give the world the best you have and you may
get hurt. Give the world your best anyway.
- Mother Teresa ***
When we look through the lens of each
other’s weaknesses, we make others’
strengths irrelevant and their weaknesses
more evident.
- Collected from the book ‘the 8th Habbit’ by Stephen R.Covey
***
Principles represent the deeper well. This
deeper well of principles supplies all the
shallower wells and root structures of
empowerment, quality, producing more for
less, sustainability, scalability and
agility.
- Collected from the book ‘the 8th Habbit’ by Stephen R.Covey
Prathibha- July -September 2011 Page 14 of 20
FAILURES OF BOGIE WITHIN 100 DAYS OF POH OF COACHES - by M.Narasimha Reddy, Sr.Instructor/STC/SC
Introduction:
The POH periodicity has been increased from 12 months to 18 months from more than 2
years. It is the time to review on repeated defects arising within 100 days of POH coaches.
There are various defects like bogie defects, wheel defects, air brake defects, passenger
amenity defects, water tank defects, buffing gear and draw gear defects etc in a coach. This
presentation is restricted to bogie defects and their possible remedies.
Failures of Bogie within 100 days of POH of coaches: The failures of Bogie found within 100 days of POH of coaches by divisions are listed below:
1. Axle Box Coil Springs Broken
2. Bolster Coil Springs Broken
3. Wheel Grazing
4. Axle Box rubber pads cut
5. Hanger Block worn out
6. Anchor Link broken
7. BSS Hanger Suspension Bracket broken
8. Floating Link Pull rod damaged or broken
9. Dashpot leaking
10. BSS Hanger Broken
11. Center pivot silent block sleeve worked out
12. Protective tube (upper spring seat dropped)
13. Bolster Stem deficient
14. Trolley grazing
15. Low Buffer Height
16. Guide caps dropped
17. Equalizing Stay broken
Cause wise Failure Analysis and its Remedies:
1. Axle box springs broken:
• Material failure – Ensure the material is as per specifications.
• Mixing of springs of different groups – Mixing of different groups should be strictly
avoided.
• Using springs whose variation in height under test load is more than 2mm.- Same group of
springs whose difference in height under test load is ≤ 2mm should be used.
• Not conducting magna flux test.- Ensure magna flux testing conducted for all springs.
2. Bolster Springs Broken:
• Mixing springs of different groups - Mixing of different groups should be strictly avoided.
• Using springs whose variation in height under test load is more than 2mm.- Same group of
springs whose difference in height under test load is ≤ 2mm should be used.
• Biased loading of springs because of twist in the bolster.- A suitable gauge should be
devised to measure twist in the bolster. Twist, if it is more than a certain limit, bolster
should be condemned.
Prathibha- July -September 2011 Page 15 of 20
3. Hanger Block Worn out
• Hanger block corroded – Corroded hanger blocks should be removed from use.
• Hanger block worn out beyond shop issue size – Dimensional check of hanger blocks
should be strictly done with a suitable gauge.
4. Anchor Link Broken
• Welded portion of anchor link defective- Inspection should be done properly.
• Tube of anchor link corroded- Inspection should be done properly.
5. BSS Hanger suspension bracket broken
• Development of cracks in the BSS hanger bracket.- BSS Hanger suspension bracket should
be chalk tested for possible cracks
• Welding of the bracket to the frame not done properly.- Welding should not be done on
worn out area. Only new BSS hanger suspension bracket should be used in place of worn
out one.
6. Dash Pot Leaking:
• Not maintaining the tolerances as prescribed (140 -0.0+0.4
) – Dimensions should be
inspected as prescribed with proper gauges.
• Leak tests not conducted – 100% leak test to be conducted.
• Using worn out guide bushes (140 -0.3
/-0.6) – 100% replacement during POH.
7. BSS Hanger Broken:
• Magna flux test not conducted – 100% magna flux test to be conducted.
• Load test (8 T tensile) not conducted – 100% load test to be conducted.
• Corroded BSS hanger
• Worn out Hanger Inspection must be strictly done with suitable gauges.
• External cracks
8. C.P. Silent Block Sleeve Worked out:
• C.P. Sleeve corroded C.P. Silent block and sleeve should be inspected C.P.
Sleeve bolts corroded properly and removal of sleeve/silent block
• C.P. Silent block perished should be done if necessary.
9. Upper Spring Seat Dropped:
• Welding not properly done – Inspection and welding of protective tube should be properly
done.
• Protective tube corroded
• Mishandling of protective tube while adjusting the buffer height. – Enough care must be
taken during buffer height adjustment to avoid damage.
Prathibha- July -September 2011 Page 16 of 20
10. Bolster Stem Deficient:
• Stem not welded properly – Stem should be welded properly.
• Corroded stem – Inspection to be done thoroughly.
11. Guide Caps Dropped:
• Still continuing the un-modified axle guide arrangement - If possible modify the existing
axle guide arrangement by cutting a groove for auto circlip .Otherwise renew the guide
with modified axle by arrangement.
12. Equalizing Stay Broken:
• Eq.Stay tubes corroded
• Welding not done properly
• Gusset plates corroded
• Eq.stay pins corroded
• Eq.stay bushes not renewed
Remedy: Equalising stays should be properly inspected for corrosion and bushes should be
removed in every attention.
***
, Radiomeity may become nearly zero in severe fog conditions. Hence, sensors with fog pen
S.No. Wing Category No.of Trainees
App.JE-II (RRB) 03 1. C&W
Intermediate App.JE-II 06
App.JE-II (RRB) 05
Intermediate App.JE-II (Dsl.Mech) 07 2. DSL
Intermediate App.JE-II (Dsl.Elec) 04
3. WS Intermediate App.JE-II 14
4. Drawing App.JE-II (RRB) 01
Total 40
Apprentices Undergoing Training (as on 30.06.2011)
The Search For Happiness is the Main Reason of The Search For Happiness is the Main Reason of The Search For Happiness is the Main Reason of The Search For Happiness is the Main Reason of Unhappiness. Accept Life the Way It Comes, You Will Unhappiness. Accept Life the Way It Comes, You Will Unhappiness. Accept Life the Way It Comes, You Will Unhappiness. Accept Life the Way It Comes, You Will
Find Happiness in Every Moment ofFind Happiness in Every Moment ofFind Happiness in Every Moment ofFind Happiness in Every Moment of Your Life. Your Life. Your Life. Your Life. ----Anonymous
Apprentices Undergoing Training (as on 30.06.2011)
Prathibha- July -September 2011 Page 17 of 20
Month Type of
Course
Course
Code
Course Title Batch
No.
No. of
Candidates
attended
%
Capacity
Utilisation
IRC
Refresher Course for
C&W, Diesel and
Workshop Supervisors
28 32 Refresher
Course DBM
Data base
Management 27 09
RC-WSI
Serving Work study
Inspectors of Indian
Railways
14 05
April
2011
Special
Course COP
Course on Office
Procedures 11 09
115
Initial
Course ART&MRT ART&MRT Course 06 03
Refresher
Course MCH Mechatronics 18 05
CAP Computer Awareness
Programme 83 10
SAP-T *
Safety Awareness
Programme for
Technicians
01 14
MMRC Material Management 47 12
DEMU * Maintenance of
DEMU 01 08
May
2011
Special
Course
OCM Orientation Course for
Ministerial Staff 65 07
88
Refresher
Course IRC
Refresher Course for
C&W, Diesel and
Workshop Supervisors
29 33
AWT Advanced Welding
Technology 26 07
DW * Special Course on
Depot Working 01 14
ABS Air Brake System
(ABS) 15 02
COP Course on Office
Procedures 12 23
June
2011 Special
Course
SC-CAP * Special Course on
M.S.Word&M.S.Excel 02 21
133
* : New courses offered for this year.
Courses Conducted Vs Capacity Utilisation for the Last Quarter
Prathibha- April-June 2011 Page 18 of 20
Month Type of
Course
Course
Code
Course Title Batch
No.
From To
Initial
Course ART&MRT ART&MRT Course 07 04.07.2011 30.07.2011
Refresher MMRC Material Management
Refrsher Course 48 04.07.2011 16.07.2011
DBM Data Base Management
Course 28 04.07.2011 09.07.2011
MCH Mechatronics 19 11.07.2011 16.07.2011
CAP Computer Awareness
Programme 84 18.07.2011 23.07.2011
July
2011
Special
Courses
TC Maintenance of Tower Car 01 18.07.2011 30.07.2011
RC-WSI
Refresher Course for Serving
Work study Inspectors of
Indian Railways
15 03.08.2011 10.08.2011
Refresher
Courses
RC
Refresher Course for Carriage
& Wagon, Workshop and
Diesel Supervisors
30 09.08.2011 30.08.2011
DBM Data Base Management 29 08.08.2011 13.08.2011
COP Course on Office Procedures 13 18.08.2011 20.08.2011
AWT Advanced Welding
Technology 27 22.08.2011 27.08.2011
Aug
2011
Special
Courses
SD Special Course on Scrap
Depot 02 25.08.2011 27.08.2011
Refresher
Course MMRC
Material Management
Refresher Course 49 05.09.2011 17.09.2011
DEMU Maintenance of DEMU 02 05.09.2011 17.09.2011
M&P Maintenance of M&P 02 05.09.2011 17.09.2011
AWS Advanced Work Study 174 05.09.2011 29.09.2011
ABS Air Brake System 16 08.09.2011 10.09.2011
SAP-S Safety Awareness Programme
for Supervisors 01 12.09.2011 24.09.2011
OCM
Orientation Course for
Ministerial (Non-Personnel)
Staff
66 19.09.2011 24.09.2011
Sep
2011 Special
Courses
CAP Computer Awareness
Programme 85 26.09.2011 01.10.2011
***
Courses Offered in the Next Quarter
Prathibha- April-June 2011 Page 19 of 20
Outgoing trainees of Integrated refresher Course for Supervisors of WS, C&W and Diesel of
Batch No.29 on 29.06.2011
Meeting with PSTC and faculty Visiting Diesel Lab
Visiting Library Inspecting Canteen
Looking the newly STC building model
developed by Trainees of STC/SC
Enquiring about House Keeping at STC/SC
Inspection of STC/SC by Shri Anil Sharma, CWE/SCR and Training Manager of
Mechanical Department of S.C. Railway