PRATHIBHA - South Central Railway zone · 2018. 5. 1. · Prathibha- July -September 2011 Page 8 of...

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] &

[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 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

at [email protected].

Joyful reading….

(Ramana Alla)

From Principal /STC/SC’s Desk

I N S I D E


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


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 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


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.


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.


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


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.


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.


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.


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


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.


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.


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)


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


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


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


Programme 85 26.09.2011 01.10.2011

***

Courses Offered in the Next Quarter


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

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