19th African Hydro Symposium, Aswan, Egypt

26 November 1 December 2007

AREER PATH OF AN ENGINEER IN HYDRO"

By: Arnold Swart HR Manager Generation Division Eskom South Africa

CONTENT 1. Summary 2. Different levels in the career Path of an Engineer 3. Entry level Training Programme 3.1 Programme for EITs 2 3.2 Programme for non-EITs 5 3.3 Identifying and Categorising Assignments and Activities and the Master Training Program 3.4 Training Programme Compilation and Review Process 4. Example of a typical Phase I training programme 5. Example of a typical Phase II Training Programme 6. Example of typical Assignments 7. Requirements for Engineer 8. Requirements for Senior Engineer 9. Requirements for Chief Engineer 9. Bibliography 5 5 9 10 11 12 12 13 13 2 2 2

1.

Summary

This paper will provide detail on the career path of an Engineer within the Hydro Environment which is part of the Generation Division of Eskom Holdings. The career of the Engineer starts as the individual enter the business from University or University of Technology. It is important for the individual to know that there is a specific career path for him / her which they can follow to reach the designation of Chief Engineer or System Engineering Manager within the business. It is very important that the basis / fundamentals of the career are formed as a solid base, with excellent understanding of the philosophies and processes that is used within the Hydro business. A specific procedure has been developed to look at the development path of the Engineer. This procedure is valid for all Engineers in Training (EITs), Engineers and Technicians that join the Business as new recruits and may also be used in the development of existing staff. While the focus is mainly on the recently graduated and diploma engineers and technicians, it also provides a procedure by which experienced technical recruits are introduced to the Business Unit.

2. Different levels in the career Path of an Engineer

Engineer in Training (EIT) (CTL) C band Lower Training level Engineer in Training (EIT) (CTU) C band Upper Training level Engineer (CCU/P0) C band Upper level or Professional entry level Senior Engineer (PPP) Professional level Chief Engineer (PPU) Professional Upper level 3. Entry level Training Programme o 3.1 Program for EITs

The minimum duration of an EIT training period is 18 months. Progress of the trainee will be reviewed every 6 months at which time salary reviews will also be done. The training program will consist of 2 phases. The first phase will consist of a general introduction and exposure to the business processes and plant operation. This phase will be common to all technical disciplines and will typically last approximately 6 months. The second phase of the training program will provide for more discipline directed training and will comprise of various activities and assignments. The Trainee will be seconded to a Production Site for the entire duration of 3

his/her training program. It is encouraged that a Trainee rotates between sites during his/her period of training where feasible.

EITs should be seconded to all major outages within the business during their 18-24 month training period. Outage exposure should take preference over other activities as far as is feasible. The Line Manager should ensure that the EITs involvement in all outages is coordinated with the relevant Production and Engineering personnel. The Training Department must also schedule courses taking into account the major outage schedules. It is important to stress that all training programs are flexible and open to change at any time. It is important however that at time of review, it should be assessed by the Line Manager and review panel whether all expected outcomes as defined in the training program have been adequately met.

Phase I Program

The Phase I training program will last for approximately 6 months. On completion of Phase I the Trainee will be evaluated by a review panel. The review panel will consider the activities completed and their associated expected outcomes to determine whether the trainee can progress to Phase II of the training program. The Phase I training should consist of a minimum of the following activities (subject to negotiation between the Line Manager, Mentor, Training Department and the Trainee):

Activity General Induction Operations Shift Work Secondment to Mechanical Maintenance Secondment to Electrical Maintenance Secondment to C&I Maintenance LV/HV Regs Hydro/Gas Video Training Assignments

Approximate Duration 4 days 4 weeks 4 weeks 4 weeks 4 weeks 2 weeks 2 weeks -

It is recommended that Operations Shift work is conducted at one of the Pumped Storage Schemes to allow the trainee to join a full shift cycle for the duration of his/her Ops exposure. It is essential that the Trainee be given 4

relevant Assignments during Phase I of training focusing on the plant and production processes to ensure that the Trainee has a solid understanding of the operation of Peaking Generation at the end of this phase of training. On successful completion of Phase I training an EIT can be appointed at the next grading level.

Phase II Program

The Phase II training program will last for approximately 18 months. The Trainee will be evaluated every 6 months by his/her Line Manager and by a review panel at the end of the Phase II period. All reviews will be based on the expected outcomes of the activities completed during the completed period of training. The Phase II training should typically consist of the following activities (subject to negotiation between the Line Manager, Mentor, Training Department and the Trainee):

Activity Involvement in specific projects on outages Secondment to External Production sites/New Build Projects Level 2 and Level 3 Engineering Modification Projects System Engineering maintenance, Condition Monitoring and Projects Project Management Projects

Approximate Duration -

On successful completion of the Phase II training, an EIT can be appointed as Engineer. o 3.2 Program for non-EITs Non-EIT Trainees include newly appointed Engineers, Senior Engineers, Technicians and Senior Technicians. The training program for non-EIT 5

technical recruits should be based on the two phase program for EITs described above. There is no specified minimum or maximum training period for non-EIT trainees and recognition for previous experience, exposure and training should be considered and the program adjusted accordingly. Every non-EIT Trainee should be subjected to at least one panel review at the end of the agreed training program. Evaluation of an adjusted training program for non-EIT should be done in conjunction with the appointed review panel.

o 3.3 Identifying and Categorising Assignments and Activities and the Master Training Program For each assignment and activity identified, the following should be recorded:

Name and description Expected duration Detailed Expected Outcomes Relative time based weightings in terms of Production, Operations and Engineering

When compiling the training program, cognisance should be taken of the total relative weightings of the three areas mentioned above to ensure that the Trainee specialises in the appropriate area where he/she will be appointed. A Master Training Program should be maintained by the Training Department for each Trainee where these weightings are monitored. o 3.4 Training Program Compilation and Review Process ACTION 3.4.1 NEGOTIATE OPS SHIFT EXPOSURE WITH PRODUCTION WORK/MAINTENANCE

The Line Manager shall identify a site at which the Trainee will be based. The Line Manager and Production Manager of the relevant site shall agree on training and exposure for the Trainee during this period and shall include at least four weeks with each of the maintenance departments as well as with the operations department. 6

Line Manager/ Production Manager

3.4.2 IDENTIFY PHASE 1 REVIEW PANEL The Line Manager shall identify a review panel for the Phase I review. This panel shall consist of at least the Line Manager, Mentor (if other that the Line Manager), a representative from Production and a representative from the Training department 3.4.3 IDENTIFY MENTORS & COACHES The Line Manager shall identify at least one Mentor as well as Coaches as appropriate for the duration of the Trainees program. It is recommended that the Mentor be the Line Manager or failing that a person from his discipline (i.e. Engineer, Production etc) 3.4.4 COMPILE PHASE I TRAINING PROGRAM The Line Manager shall compile the Phase I training program in conjunction with the Mentor and Training Department to comply with the minimum requirements specified in this document. The program shall be a combination of activities and assignments as per the lists maintained by the Training Department. 3.4.5 TRAINING DEPARTMENT APPROVE PHASE I PROGRAM The Training Department must review and approve the training program compiled by the Line Manager. The Training Department must ensure at least the following: The workload is appropriate The program is consistent with similar programs throughout the Peaking A Mentor and review Panel have been identified The level of complexity is appropriate The expected outcomes of the Activities and Assignments included on the program have been adequately defined.

Line Manager

Line Manager

Line Manager

Training Department

3.4.6 TRAINEE CONTINUES PHASE I TRAINING The Trainee continues with the approved training program. During this period he/she should keep a log of all activities and give regular feedback to his/her Mentor and Line Manager on his/her progress.

Trainee

3.4.7 PANEL REVIEW The identified review panel reviews the progress of the Trainee based on the expected outcomes of the Phase I training program. Should they find that the Trainee has developed adequately the Trainee is passed for Phase I training and can continue to Phase II. If the trainee has not been successful, additional Phase I activities should be identified before re-evaluation is considered. 3.4.8 IDENTIFY PHASE II ACTIVITIES AND COMPILE TRAINING PROGRAM The Line Manager shall identify Phase II activities and compile the Phase II training program in conjunction with the Mentor and Training Department to comply with the minimum requirements specified in this document. The program shall be a combination of activities and assignments as per the lists maintained by the Training department. 3.4.9 IDENTIFY PHASE II REVIEW PANEL The Line Manager shall identify a review panel for the Phase II review. This panel shall consist of at least the Line Manager, Mentor (if other that the Line Manager), a representative from Production and a representative from the Training department 3.4.10 TRAINING DEPARTMENT APPROVE PHASE II PROGRAM The Training Department must review and approve the training program compiled by the Line Manager. The Training Department must ensure at least the following: The workload is appropriate The program is consistent with similar programs throughout the Peaking A Mentor and review Panel have been identified The level of complexity is appropriate The expected outcomes of the Activities and Assignments included on the program have been adequately defined.

Review Panel/Line Manager

Line Manager

Line Manager

Training Department

3.4.11 TRAINEE CONTINUES PHASE II TRAINING The Trainee continues with the approved training program. During this period he/she keeps a log of all activities and provides regular feedback to his/her Mentor and Line Manager on his/her progress.

Trainee

3.4.12 PANEL REVIEW The identified review panel reviews the progress of the Trainee based on the expected outcomes of the Phase II training program. Should they find that the Trainee has developed adequately the Trainee is passed for Phase II training EITs can now be appointed as an Engineer with the respective Line department. If the panel finds that more exposure is required, additional Phase II activities should be identified before re-evaluation is considered. The Line Manager shall review the trainees salary.

Review Panel/Line Manager

4. Example of typical Phase I training programme

No Task Description Expected Outcome Location Duration Weeks Proposed Start Date Proposed End Date 1 BU Induction Induction to business processes, HR etc General understanding of BU BLV 1

2 Control Room Shifts Work as part of Operating Shift to learn plant operations. Be able to identify any plant area DRP 4

3 HV/LV Regulations Pass HV/LV Regulations course Workable Understanding of Regulations To be confirmed 2

4 Hydro Video Training Attend the Hydro Video Training Course Broad Understanding of Hydro Plant Operation PTP 1

5 Mechanical Maintenance Exposure 10

Secondment to Maintenance department to gain exposure to Routine maintenance activities. Understand Routine maintenance activities, culture of maintenance departments, build relationship with maintenance staff, plant knowledge DRP 4

6 Electrical Maintenance Exposure As above. As above DRP 4

7 C&I Maintenance Exposure As above. As Above DRP 4

8 Assignment 1 Assignment 1 Description Assignment 1 Outcomes To be confirmed 2

9 Assignment 2 Assignment 2 Description Assignment 2 Outcomes To be confirmed 2

5. Example of at typical Phase II Training Programme

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No 1

Task

Description Expected Outcome In depth understanding of maintenance practices Show clear understanding of Business Processes and Engineering Principles Show clear understanding of Business Processes and Engineering Principles Show clear understanding of Business Processes and Engineering Principles

Locatio n New Build Site DRP

Secondment Work on a to New Build specific project Level 3 Engineering Design Project Perform a Level 3 Engineering design

Duration Propose Propose Weeks d Start d End Date Date 8

Level 2 Engineering Design Project

Perform a Level 2 Engineering design

DRP

Level 3 Engineering Design Project

Perform a Level 3 Engineering design

DRP

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6. Example of typical Assignments

No 1 Activity Discuss the operation of the Spherical Valve Site DPSS Weeks 2 % Ops 50% % Prod 30% % Eng 20% Ops W 1.0 Prod W 0.6 Eng W 0.4 Level 3 System Spheric al Valves Outputs Report discussing a) reason for existence of spherical valve, b) operation of spherical valve with reference to the hydraulic system, c) maintenanc e requirement s of spherical valve. 3-4 page report discussing each of the operating modes with reference to a) operating parameters such as output, flows, pressures b) different startup requirement s and use of Blowdown Air in the case of SCO operation. Report discussing each run-up and mode change sequence indicating the exact sequence of events during a) normal operation and b) emergency shutdown and c) load rejection/gri d separation.

Discuss the various modes of operation possible for pumped storage units showing the different operating requirem ents of each.

PPSS

50%

50%

0%

0.5

0.5

0.0

Unit

Discuss the control sequenc es of the units during the various mode changes

All

50%

50%

0%

1.0

1.0

0.0

Control

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7. Requirements of an Engineer The business has specific requirements that Engineers and Professional staff need to meet before they can progress within the career path of the particular discipline. After completion of the training programme an individual, whether coming straight out of University or being appointed newly into the business with some experience, has to meet the following requirements before he can be appointed as an Engineer and progress to Chief Engineer. Minimum Qualification 4-year degree Experience 2 Years related experience after qualification or completed EIT Training Programme Professional Registration Registered with Engineering Council of South Africa (ECSA) as a Engineer in Training Knowledge, Skills and Applications Work and outputs require professional training Problem Solving Require substantial analysis and evaluation of alternatives Applies a variety of theoretical knowledge, standards, precedents, methods, techniques and practices.

8. Requirements for Senior Engineer Minimum Qualification 4-year degree Experience 4 Years related experience after qualification. Professional Registration Registered with Engineering Council of South Africa (ECSA) as Professional Engineer. Knowledge, Skills and Applications Work within boundaries of known methodologies Use knowledge to plan and develop several phases of a project Applies subject study to projects using competence gained in the field 14

Reviews or prepares proposals and recommends solutions which overcome controversial issue, or those in which some critical information is missing.

9. Requirements for Chief Engineer Minimum Qualification 4-year degree Experience 7 Years related experience after qualification. Professional Registration Registered with Engineering Council of South Africa (ECSA) as Professional Engineer. Knowledge, Skills and Applications Receives no guidance in professional area Applies skills and knowledge within broad general objectives Use original and unknown techniques Proposals and recommendations directly influence industry wide policies

10. Bibliography 1. Doc No.: 167A/269 2. ESKADAA5 Peaking Generation Technical Training Procedure Eskom Corporate Job Evaluation Directive

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