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, energydelivery 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)
•
Top
management
Engineering
Department
Scope &Budget
•
Scope
review
Oversee &Upgrade
Match
Drawing
layouts
Final
package
Not match
As-built
Review
&Field walk
Match
Not match
As-built
Agreement
Engineer
Project Scope of Work
Review &
comments
Electrical
Design
Works on the project
Upgrade &
Construct
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
CAUSE
EFFECT
Miscommunication
Age gap
Lag in project time
Bad field conditions
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