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Second Quarter May 2010

The Workforce

Table of Contents
Coaching Generation X . . . . . . . . . . . . . 4 Industry Training Events . . . . . . . . . . . . 10

Study Indicates War For Talent Back On In the Workplace:
Employees Starting to Think about New Jobs and More
than Half of Generation Y Workers Interviewing . . . . 7
Companies Develop Training Programs
for Customers & Employees . . . . . . . . . . 8 - 9
Going Green - Latest Environmental News . . . . . . 12
Business Briefs . . . . . . . . . . . . . 13 - 17
People on the Move . . . . . . . . . . 17 - 18
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 2010 Editorial Calendar and Deadlines TAKE A CLOSER LOOK AT CECO!
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Pub. Date: November 15, 2010 September 17, 2010
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Art: September 24, 2010

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About the GM Journal and GMC Today

How can CECO improve your
The GM Journal is published by Striker Enter- The GM Journal is written and edited to be a compressor operation efficiency?
prises, LP (dba Striker Communications), an in- resource for the sharing of new techniques and

l
dependent, privately owned publishing company technologies between industry peers. We wel-
based in Austin, Texas. Striker Enterprises is not
affiliated with any other industry organization, but
come all suggestions for content, and comments
on articles published.
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station design, installation, operations, and mainte-
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Articles and case studies relating to topics such GMJournal/GMC Today downtime and saves money!
as valve performance and wear, pulsation control Victoria Osborne, Publisher
and mounting issues, and challenges presented by 2000-A Tom Miller Street, Austin, TX 78723
unwanted surge and how to deal with them. Also 469-450-8794
of interest are contributions on the topics of emis-
sions reduction, engine efficiency, performance
and reliability, gas/electric regulations, and gas
and electric partnership.

We especially welcome case studies that illustrate

implementation of new ideas and technologies, Listening l Learning l Solving
and submissions from the users of gas machinery
technology.
800-TRYCECO • TRYCECO.com

GM Journal Web site
Launches
Site promises to be a Communications
Hub for the Gas Machinery Industry
AUSTIN, TX - Striker Communications
is proud to announce the launch of the of-
ficial web site of the GM Journal on May
15, 2010. Phase one of the site (www.
GasMachineryJournal.com) will feature
archived issues of the GM Journal and
the GMC Today dating back to 2004, a
searchable article database, daily updates
on news from the gas machinery and re-
lated industries and more.
Phase two will launch in September and
feature forums and blogs on industry is-
sues, and an interactive “training finder”
which will assist readers in finding train-
ing relevant to their needs.
“We are confident that readers and web
surfers will find the GM Journal web site
full of valuable and educational articles
and discussions,” said Victoria Osborne,
General Partner, Striker Communica-
tions. “Striker is committed to creating a
communications hub for both the gas ma-
chinery industry and the general public.”
Striker Communications also launched
the first phase of www.StoreCO2Now.
com, a web site for the Geologic Carbon
Storage segment of the Carbon Sequestra-
tion Industry during the International En-
ergy Agency’s Greenhouse Gas Group’s
annual meeting in Natchez, Mississippi.
“The launch of the STORE web site at the
IEA meeting was a real thrill,” said Ms
Osborne. “While attending the sessions,
we realized that only through open and
reciprocal communication can the issues
facing us today be honestly and fully ad-
dressed. On-line communication has a
global reach and is a valuable tool.”
Striker has plans for four additional ma-
jor web launches this year across different
markets.
“This is an exciting time to be involved in
the energy industry,” Ms Osborne stated.
“No matter what your personal political
beliefs, the level and importance of the
issues to be discussed and debated neces-
sitates open lines of communication.”
p. 4 GM Journal
Journal
GM
Coaching generation x
Matt Starcevich, PhD
Center For Coaching & Mentoring, Inc.
It has been said that Generation X is the most
ignored, misunderstood, and disheartened
generation our country has seen in a long
time. No one can define who belongs to Gen-
eration X. While most agree that there is a
generation after the Boomers, no one agrees
on who it is. In a September 23, 1996, article
in USA Today, six experts defined Genera-
tion X, each with a different answer. They
ranged anywhere from those born between
1961 to 1981 (78 to 85 million) to those
born between 1965 to 1976 (46 million). Al-
though Generation X appears to be the ac-
cepted term, other labels have been applied.
William Strauss and Neil Howe refer to them
as the Thirteenth Generation (the thirteenth
generation since the founding of our coun-
try). Baby Busters and Twentysomethings
have also been used. understanding them to make coaching easier. watching their parents turn into workaholics,
The better you know them, the more likely only to be downsized and restructured out of
One of the most fundamental requirements you are to have insight to their “hot buttons”- their chosen careers. They believe work is a
for effective coaching is the ability to un- what motivates them. And, at the very best, thing you do to have a life (work doesn’t de-
derstand others’ motives, values, and goals, understanding them may begin to remove fine their life).
not enforcing one’s own on others. A slight the conflict and hostility that exists between
variation of the Golden Rule-instead of the generations and will lead to positive ac- During the practice situations in our coach-
“treating others as you want to be treated,” tions and results that are mutually beneficial ing workshops, the coach will often say -
coaches should “treat others as they want to to the individual and the organization. “Your behavior is affecting the company and
be treated.” This means understanding, and if you don’t change, we won’t be in business
accepting, that people are all different. It also The problem with generalizations is that they in the long term.” They raise the company
means that there is no “script” for coaching- only go so far and stereotyping runs the risk flag and pull out the loyalty line. This means
it is different for every person you coach. of alienation. There are always exceptions to nothing to Xers-it will not capture their in-
the rule, those who will say “that’s not me”. terest, raise their awareness, or stir them to
The need to understand differences is es- I can sometimes identify with Boomers and new thoughts, feelings, and actions.
pecially apparent in the ongoing conflict sometimes with Xers (you guess my age!). It
between Baby Boomers and Generation X. is impossible to suggest a prototype for how Xers have no expectation of job security,
These struggles are rooted in the desire (on to coach 46-85 million people. As a start, the so they tend to see every job as temporary
both sides) to want everyone to be alike. generalizations made here are based on a re- and every company as a stepping stone to
This would certainly make our lives and re- view of the relevant literature and personal something better, or at least to something
lationships easier, but it is not based in real- observations/discussion with coaches-all else. They have been accused of not wanting
ity. Of course, clashes between generations with the hope of understanding this genera- to pay their dues. But, in today’s changing
are not new. Remember the generation gap tion and offering suggestions on how to ef- workplace, anyone who is thinking about
in the 1960s between the Boomers and the fectively coach them. To successfully coach doing a job long enough to pay dues is out
Silent Generation? and help Generation X, we must learn what of touch!
they want, how they feel, and how they view
The fact remains that Generation X are the their world. Because they won’t put in long hours at what
employees that are entering the workforce they mostly term “dead end” jobs (Douglas
today; they are the future. They aren’t go- WHAT WON’T MOTIVATE? Coupland coined the term “Mcjobs,”) and
ing away, nor are they likely to conform to they don’t exhibit the same loyalty as Boom-
the previous generation’s definition of work. Generation X won’t do things because they ers do towards an organization, they have
Boomer managers cannot continue to ignore have a deep sense of mission, or loyalty to been called slackers. However, Xers will
Xers’ differences and try to manage them ac- an organization. They have nothing but dis- work very hard for a job that they believe
cording to their own mindset. This does not dain for corporate politics and bureaucracy in, for something that challenges them. In a
mean agreement with an Xer’s attitude but, and don’t trust any institution. They grew up
see “Coaching Generation X,” page 6
When you borrow from Mother Nature,
it’s always a good idea to pay her back.
We borrow from nature every day.
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and traces of a circuit board pulsing with
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kind to your Mother.
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how you can apply the benefits of Greenability
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altronicinc.com.
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 Journal

GM
Coaching Generation X cont’d

l995 survey, Babson College Professor Paul your-face managers who constantly check lips Petroleum, and Rexnord. With both theoreti- as outdoor experiential learning, simulations,
Reynolds found that “10% of Americans what they’re doing. Perhaps as a result of cal and practical experience he has, since 1978, customized video productions, and case studies.
between the ages of 25-34 are actively in- their latchkey childhood, these young work- consulted with both large and small corporations, Central to his work is simplifying the complex
school systems and non-profit organizations in- arena of individual and group research and the-
volved in creating a start-up company, a rate ers are not used to being closely supervised
cluding: ory in an understandable, practical, and useable
about three times as high as any other age and are remarkably good at working on their manner.
group...it should help dispel once and for all own. * Federal Express
the myth that today’s youth are motivation- * Koch Industries Matt has published articles in The Journal of Ap-
ally challenged.” (U.S. News and World Re- Feedback and Recognition. * Chevron plied Psychology, Personnel Psychology, Human
port, September 23, 1996) On the other hand, members of Generation * Boy Scouts of America Resource Planning, American Society for Train-
X seem to crave time with their bosses and * FAA ing and Development (ASTD) and Hospital Prog-
* Exxon ress.
WHAT DOES MOTIVATE? can never get enough feedback on their per-
* Amoco
formance. They may be searching for what * Pacific Gas and Electric A highly effective speaker, he is a frequent pre-
Value The Individual and Nurture Rela- was missing when they were growing up. * Bank of Montreal senter at the International American Society For
tionships. Because of their short attention span, rec- * Bell Canada Training and Development. Matt has a doctoral
Although there doesn’t seem to be one de- ognition and rewards must arrive quickly. * Phillips Petroleum degree from The University of Oklahoma, a Mas-
scription of Generation X, most will agree Employee of the month doesn’t do anything * Kaiser Permanente ters In Business Administration for Northern Il-
that a defining characteristic is that they for them. * Williams Companies linois University, and A Bachelor’s degree in
* Dow Brands Economics from Western Illinois University. He
don’t like to be characterized (as I’m doing
* Ameritech is listed in Who’s Who in the Southwest, Who’s
in this article!). They don’t want to be treated CONCLUSION * Nova SE University Who in Science, and received ASTD’s Organiza-
as a single entity, but want to be looked at as * Monsanto tion Development Practitioner of The Year Award
individuals. In addition, this is the first wave The characteristics for which Generation * Boeing. in 1989.
of latchkey kids to hit the work force. They X has received such bad press are the very
are homesick for the home they never had qualities that make them valuable. We say Matt enjoys facilitating leadership and team Matt and his wife Judy live in Grand Lake, Okla-
(due to both parents working). Their focus we want an empowered work force...give building workshops. He also enjoys designing homa. He enjoys golfing, boating, hunting, motor-
unique and specialized learning experiences such cycling, training and showing dogs.
on relationships over achievement is what Xers the ball and they will run with it...we
leads Boomers to complain about their lazi- want a self-directed work force...these work-
ness. Isn’t this strong sense of community ers have been self directed from a very young
and personal relationships in the workplace age...we want computer literacy...Genera-
just what we need? tion X comes out on top...we want flexible,
adaptable workers-right on again.
Challenging Work.
This generation has sometimes been called Xers will respond to Boomer managers if
the MTV Generation because of their short they put meaning, into the buzzwords they
attention span. Xers want new challenges use so often-empowerment, teamwork, com-
and the opportunity to build new skills. munication. Create an environment where
Training is one of the best motivators. They they are challenged by and enjoy their work,
have a tremendous capacity to process lots where they’re measured on performance
of information and concentrate on multiple rather than on which clothes they wear,
tasks. where they are informed, included and rec-
ognized. Gee, maybe Xers aren’t so different
They don’t want to spend a lot of time talk- from anyone else!
ing about things or having meetings. They
http://www.coachingandmentoring.com
want to get in, do the work, and move on to
the next thing. If you’re looking for some- In 1979, The Center for Coaching & Mentoring,
one to deliver a report every week, you Inc. began working with all levels of management
don’t want an Xer. I recently brought up the and teams in various organizations and indus-
subject of understanding twentysomethings tries to develop and deliver training, consulting
during a coaching workshop. Immediately a services and materials that facilitate change. Dr.
Starcevich has been helping others learn and
manager complained, with a lot of emotion, grow through customized training and consulting
that kids today don’t want to work and will interventions, assessment tools and publications.
only stay for a week or so and then leave.
Well, the job was very repetitive and offered Matt began his career as an Assistant Professor
little challenge. No wonder! of Management at The University of Notre Dame.
After three years of teaching and research, his in-
Freedom to Manage Time and Work. terest in the application of individual and group
theory led him to positions as the Director of Or-
Xers don’t want over-your-shoulder, in- ganization Development for G. D. Searle, Phil-

p. 6 GM Journal

Study Indicates War for Talent Back On in the Workplace
Employees Starting to Think about New Jobs and More than Half of Generation Y Workers Interviewing
Despite economic reports that the end of the
recession is near or already over, 86 percent
of U.S. adult workers(1) feel the economy
is still in a recession. This is according to
the latest Workplace Insights Survey from
Adecco Group North America, the world’s
largest recruitment and workforce solutions
provider, conducted online in March on their
behalf by Harris Interactive®. In addition, 78
percent of workers believe this is the worst
job market they’ve ever seen in their careers.
Regardless of these feelings, however, work-
ers of all ages are starting to think about (or
have already started to explore) new job op-
portunities. This trend indicates that a “war
for talent” has begun and that employers
should brace for workforce changes in the
year ahead.
According to the survey, Generation Y is the
most ready for change in the year ahead. In
fact, compared to the end of 2008, the per-
centage of Gen-Y workers looking for a new
job in 2010 has more than doubled (from
14% to 30%) and more than half (51%) of
workers plan to go on (or already have gone
on) a job interview as the economy begins
to recover. And they are not alone – 30% of
Generation X workers, 29% of Baby Boom-
ers and 22% of workers aged 61 and over
also have interviewed/plan to interview in
the year ahead. Additional survey findings
include:
GM Journal p. 7
Journal
GM
Older Generations Focused on Keeping
Their Jobs: Unlike younger generations of
workers (Gen-Y), Silent Generation workers
(workers ages 61 and over) are focused on
keeping their current jobs. In fact, 66% of
these workers say that keeping their job is
their number one work-life concern, but only
six percent are willing to take a pay cut to
stay in their current job.
Baby Boomers Working Harder but
Don’t Anticipate Rewards: Forty-one per-
cent of Baby Boomers feel they are working
harder than they were a year ago but nearly
half (47%) of this generation does not expect
a raise in 2010.
Confidence Waning in How Good Presi-
dent Obama is for the Economy: Despite
the recent passing of a jobs bill, workers
are beginning to doubt how good President
Obama is for the job market. At the end of
2008, 67% felt President Obama would be
good for the economy and today just over
half (53%) feel this way.
Workers More Focused on Contingency
Planning than in the Past: About a quarter
(26%) of workers are saving more money for
potential unemployment than they used to.
In addition, 42% of Silent Generation work-
ers are delaying retirement plans as a result
of the economy.
www.GasMachineryJournal.com
Is on-line training as effective as hands-on training?
www.GasMachineryJournal.com
“In the recent past, we’ve alluded to the Invest in Your Talent – One of the best
likely impending arrival of a renewed ‘war ways to show your commitment to employ-
for talent’ – a time when job opportunities ees is by providing them with effective train-
will rebound and ultimate opportunity/con- ing and development tools and resources.
trol will shift from employer to employee,” For some, they may be looking to stretch
said Rich Thompson, vice president of train- their skills and further boost their knowl-
ing and development at Adecco Group North edge. Consider providing in-house seminars
America. “These survey findings indicate tuition reimbursement for education that will
that that is now starting to take shape and benefit the company.
employees’ mindsets have started to shift –
they are ready for a change after riding out Explore what Motivates Your Team –
one of the worst recessions in American When employees reward your company
history and open to new opportunities. We with outstanding results, reciprocate the
caution employers to focus their efforts on effort by finding out what motivates them
retention plans for the months ahead and en- most – monetary compensation, recognition,
courage employees currently in transition to opportunities for promotion, etc. Seek out
consider temporary employment as way to different ways to reward employees and stay
try out a new career.” competitive.
Adecco Group North America provides the This survey was conducted online within the Unit-
ed States by Harris Interactive on behalf of Adecco
following tips for employers as the “war for
from March 26-30, 2010 among 2,222 adults ages
talent” begins: 18 and older of whom 1,149 are employed full time
and/or part time. Results were weighted as needed
Listen to Your People – The more “in to reflect the composition of the U.S. adult popula-
touch” you are with your employees’ needs, tion. This online survey is not based on a probabil-
the better they will feel about putting forth ity sample and therefore no estimate of theoretical
their best efforts. Encourage managers and sampling error can be calculated.
senior leadership to schedule meetings and (1)
For the purposes of this survey workers were de-
regular check-ins with all employees, giv- fined as U.S. adults ages 18+ who are employed
ing them multiple forums to share their ideas full time and/or part time unless otherwise noted.
and concerns.
Visit
Cast your vote now at
and join the conversation.
 Journal

GM
companies develop training programs for customers and employees
Recently, the GM Journal asked companies Dresser-Rand has portable training units and ing one of Cameron’s training classes. How- “Engines have become part of our day to day
to tell us about their training programs. In workstations representing full-sized Dress- ever, the newer, younger workforce is most work; however, none of us had studied their
addition to a lot of great information about er-Rand equipment that can be transported in need of this training. After spending time mechanics or physically worked on them
the serious approach the industry is taking to directly to the client’s facility, reducing in the field, maintenance and repair crew, re- which often times left us confused regard-
all types of training, we heard from a variety overall training costs and associated trainee ally appreciate this training as an essential ing manufacturer’s equipment specs and
of individuals who debated the value of on- travel expense. If training is intended for tool that they will use and share with others emission factor differences, different engine
line vs classroom courses. a group of people from a specific facility, on their team making the entire team more type change outs to replace one over another
Dresser-Rand will research the equipment effective and safer. Adequate training can type, etc.” explained Elena Hofmann, Proj-
We want to know what you think: visit the records and provide a program matched to be one of the best tools for improving per- ect Manager for RPS.
new GM Journal web site to cast your vote that machinery. formance, minimizing downtime, reducing
and join the discussion: overall operating costs and having a safer Elena and others from RPS have completed
www.GasMachineryJournal.com Web-Based Training (WBT), another inte- operation. SUPERIOR Engine training with Cameron.
gral part of the company’s educational of- Elena added: “We are now able to ask bet-
Dresser-Rand Offers a Host of ferings, emphasizes the practical aspects Companies can add significant value to the ter questions and represent our clients more
Product Training Programs of machine reliability, repair, and trouble- industry by providing training, free of charge accurately to regulators, which in turn im-
shooting. These WBT courses are designed when possible. When asked why Cameron proves the outcome of our products for our
Dresser-Rand is offering a comprehensive for the intermediate to advanced level stu- offers free training, Rick Ykema, manager of O&G clients.”
list of product training programs in 2010, dent and include many interactive learning technical training for Cameron’s Reciprocat-
designed to help clients reduce equipment exercises to enhance knowledge retention. ing Compression division replied, “We feel Over the past decade, Cameron’s Centrifu-
maintenance costs and ensure product re- it’s a ‘Value Added’ product. We offer en- gal Compression division has been focused
liability. Product training is offered for Designed by experienced factory-trained gines and compressors at competitive rates on training distributors and new Cameron
Dresser-Rand’s centrifugal compressors, personnel and approved by in-house subject and when customers purchase our products Service Technicians. The Centrifugal Train-
gas turbines, steam turbines, process gas matter experts, these courses provide a means we feel that training should be available to ing Center is located in Buffalo, NY and is
and separable gas field reciprocating com- to quickly train operators and mechanics in give the customer a ‘better’ experience with a hands on training course similar to what
pressors, integral gas engines, and control established Dresser-Rand “best practices.” that new equipment. We also support our is done by the reciprocating division. “We
systems. Dresser-Rand product training All WBT training is delivered in ClarityNet legacy products, because we know that peo- have more than 250 people with service au-
programs are designed for a wide range of HD e-Learning format, a product of Coastal ple change job responsibilities or move on thorization [for centrifugal products] world-
®

client operations, maintenance and engineer- Training Technologies Corporation and rec- and those companies want well trained per- wide,” states Paul Baldo, manager of train-
ing personnel. Full-time instructors and field ognized leader in flexible learning solutions. sonnel to operate and maintain their equip- ing for Cameron.
service engineers employ “building block” All courses will be AICC- and SCORM-cer- ment. Cameron’s Learning Center is a ‘smart
and “team teaching” techniques ranging tified, enabling integration with a variety of choice.’ ” Proper training needs be an integral part of
from equipment fundamentals for the new learning management systems. company culture and Human Resource de-
employee, to complete machinery overhauls Ykema works closely with the people who partments can initiate and drive such a cul-
and design concepts for more experienced Cameron Compressor & Engine attend his classes to make sure their learn- ture throughout an organization. Cameron’s
attendees. Training Adds Value to Industry ing expectations are met. “Some classes are HR department has a formal Process Excel-
filled with field service techs,” Ykema says. lence program to “…attract the right people,
All instructor-led classroom and hands-on Training is critical in the compression in- “Other times we have a lot of office em- develop the right people and retain the right
training is offered at Dresser-Rand factory dustry. Most people would agree with this ployees who need better knowledge about people,” says Adam Nightingale, vice presi-
training centers in New York State, Houston, statement and there are a myriad of reasons Cameron products to do their job more ef- dent of HR for Cameron’s Compression Sys-
Texas, and various regional service centers why. There is a need for training for experi- fectively.” tems group.
worldwide. Clients outside the United States enced personnel and the many newer, often
can participate in programs offered at train- younger employees in the industry. Proper Cameron’s Learning Center is a dedicated Training is a clear focus in this initiative. In
ing facilities in Le Havre, France; Abu Dhabi, maintenance and repair cannot be achieved technical training facility located in Hous- addition to product training, soft skill train-
United Arab Emirates; Peterborough, United without training. Safety cannot be guaran- ton, Texas and it is open to customers, opera- ing is also available to encourage the devel-
Kingdom; Cilegon, Indonesia; Shanghai, teed without training. Everyone needs train- tors and maintenance personnel, and is well opment of skills that will pave a path for
China; and Kuala Lumpur, Malaysia. ing of some kind and companies provide it attended by Cameron’s newer employees. personal growth. This is provided through
because they believe it adds value. The courses cover the specifications, opera- online training courses, allowing employees
Dresser-Rand also offers several one-day tion and routine servicing of reciprocating to train at their convenience and at their own
short courses covering topics selected from Even the experts have to keep up with new compression equipment. pace. There is an amazing variety of training
its longer factory programs. Related courses technologies, new methods, how to meet available through this system, from software
are bundled and held in succession, giving new environmental regulations, etc. “We can RPS Group is an international consultancy skills, finance and marketing skills, to cours-
students the opportunity to attend one or all learn bad habits in our jobs…going back to consortium that has a small team of environ- es that teach how to develop a career path.
of the programs scheduled for that location. basics on occasion helps us to refocus on mental consultants working for the Oil & Gas
manufacturer best practices for repairing and sector. They recently found themselves in need Safety is a core value at Cameron and safety
Customized training programs specific to understanding the operation of equipment,” of compressor engine training and completed a training is mandatory. An online training
a client’s machinery can also be arranged. said Phil Hoskins with Spectra Energy dur- course at the Cameron Learning Center.
cont’d next page
p. 8 GM Journal
 Journal

GM
OBSOLETE:
ACI Services has developed a standard replacement for aging, unsafe
and troublesome valve-in-head cylinders. ACI’s new valve-in-barrel
cylinders are bolt-in replacements for the old cylinders. Mounting,
bottle flange connections and supports don’t have to change.
The ACI EnviroLine™ valve-in-barrel design improves reliability and
safety and reduces maintenance costs while delivering a safer
and more environmentally friendly solution. In most cases, ACI
EnviroLine cylinders even provide a higher MAWP rating than the
old cylinders they replace.
For more info, call us at (740) 435-0240.

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Companies Develop Training Programs, cont’d

program allows specific safety training mod-
ules to be assigned to each employee every
month. This system drives specific training
that applies to each individual’s specific
work environment, ensuring that safe work
practices are learned and that safety is part of
the Cameron culture. Safety is the responsi-
bility of every employee at Cameron.
The culture at Cameron provides a focus on
training as demonstrated through their prod-
uct training, safety training, development
training and the training of customers, oper-
ators and maintenance personnel. Educating
people adds value to all of the industries we
touch as we manufacture, operate and ser-
vice compression equipment by improving
performance, minimizing downtime, reduc-
ing overall operating cost, and providing a
safer operation.
Southern Gas Association’s
Leadership Certification Program For detailed information about any of the class-
The Leadership Certification Program was
developed by SGA’s Professional Develop-
ment Committee and was designed to pro-
vide the full range of competencies needed
for supervisory to mid-level management in
the natural gas industry. It includes work-
shops addressing 11 leadership competen-
cies and two industry knowledge competen-
cies. Workshops are frequently offered in
conjunction with SGA conferences such as
the Spring Gas Conference, Spring Training
Week, and the Operating Conference. SGA
can also bring these workshops to your orga-
nization. Please click on the link below for
descriptions of the workshops in this Certifi-
cation Program.
The GMC Today
YOUR link to Industry Leaders
room, hands-on or WBT programs, view Dresser-
Rand’s product training schedule or register for
courses at www.dresser-rand.com, under “Prod- GMC Today - Published daily
uct Training.” To receive a copy of Dresser- during the Gas Machinery
Rand’s 2010 training catalog by mail, call (607)
937-2303 or send an email to literature@dresser-
Conference in Phoenix, AZ
October 4-6, 2010
rand.com. Request a custom training proposal at
training@dresser-rand.com.
For information about the Cameron Learning Publication Dates:
Center and the Cameron Centrifugal Training October 4th, 5th & 6th, 2010
Center, visit http://www.c-a-m.com, and search
“training.” There are calendars and contact in-
formation on the site. Editorial Deadline:
September 17, 2010
For information about the Southern Gas Asso-
ciation Leadership Certification Program, visit:
http://www.southerngas.org/images/stories/ Ad Deadlines:
Leadership_for_the_Natural_Gas_Industry_
Curriculum_1-8-2010Rev4.pdf
Space: Sept. 17, 2010
Art: September 24, 2010

GM Journal
 Journal

GM
environmental news, issues & ideas
CECO’s Emissions Testing Lab training curriculum related to the operations, “Natural gas should be a linchpin to any veterans into meaningful positions in a num-
Receives Louisiana’s DEQ maintenance, and reliability of gas compres- climate strategy. Emerging shale gas ber of program areas. These include partner-
Accreditation sion. As the premier supplier of technical plays and other domestic sources can ships with conservation corps programs that
training, field testing and professional con- produce more than enough natural gas to prepare veterans for work geared to protect
CECO’s emissions testing laboratory has sulting services for the natural gas and petro- meet America’s needs for 100 years or and preserve our country’s public lands;
been accredited by the State of Louisiana’s chemical industries, CECO helps companies more,” said Barry Russell, president and projects offering weatherization assistance
Department of Environmental Quality to promote long-term, efficient, reliable and CEO of the Independent Petroleum Asso- and energy audits to qualified low-income
(LDEQ) through its Louisiana Environmen- emission-compliant equipment operations. ciation of America. families in Colorado; and programs to help
tal Lab Accreditation Program (LELAP) to homeless veterans find meaningful work
perform stack emissions testing on recip- More Natural Gas Urged in Walmart Grants $500,000 to through urban tree planting initiatives.
rocating engines and gas-fired turbines, the Kerry-Graham-Lieberman Climate Veterans Green Jobs, Fueling
company announced today. LDEQ’s Louisi- Bill Green Jobs Creation and Train- “Now more than ever, we are looking for
ana Environmental Laboratory Accreditation ing for Military Vets opportunities to support organizations that
is a requirement for all laboratories operat- A trio of natural gas groups wrote U.S. are creating jobs,” said Margaret McKenna,
ing in the State of Louisiana and its program Senators John Kerry, Lindsey Graham Support Helps Vets Find Meaningful Job president of the Walmart Foundation. “By
ensures that laboratories are technically and Joe Lieberman, asking the senators Opportunities in the Green Economy supporting Veterans Green Jobs, we are
competent and capable of conducting qual- to incorporate more natural gas in their helping the environment and supporting vet-
ity environmental testing. upcoming climate change legislation be- The Walmart Foundation has issued a grant erans to return to the workforce.”
cause it is “one of the pillars upon which of $500,000 to help Veterans Green Jobs, a
CECO’s state-of-the-art testing laboratory the solution to America’s energy and en- Colorado nonprofit organization, boost its Veterans Green Jobs relies on strategic
is equipped with the latest in instrumental vironmental challenges are built.” job creation and training programs in the partnerships, such as that with the Walmart
analyzer and FT-IR technology. Testing ca- green jobs field. This is the second year in Foundation, to help fulfill its mission.
pabilities include the ability to test for com- The senators were encouraged to “not a row the Walmart Foundation has funded
mon criteria pollutants such as NOx and overlook” how America’s abundant natu- Veterans Green Jobs, with grants totaling The impacts of this work are felt by fami-
CO while also providing more complicated ral gas can help the nation quickly and $1,249,000 since 2008. As a result of the lies whose homes are being made more en-
analysis for items such as Volatile Organic cost-effectively meet its carbon reduction funding, Veterans Green Jobs has created ergy efficient -- and by the veterans who are
Compounds (VOC) and Hazardous Air Pol- targets. approximately 120 jobs in the green industry employed to do the work. Through Veterans
lutants (HAPs), including Formaldehyde. in Colorado so far, and more jobs will be cre- Green Jobs’ program, Iraq war veteran Josh
CECO routinely performs testing which falls Specifically, the natural gas associations ated this year. Kemp has a job insulating walls and weath-
under NSPS JJJJ and RICE MACT ZZZZ. asked Senators Kerry, Graham and Li- erizing doors and windows in Denver and
All field testing is of the highest quality and eberman to include a natural gas option if Veterans Green Jobs trains and prepares mil- Jefferson County.
CECO provides onsite results for all testing, their legislation includes a Clean Energy itary veterans for jobs in the areas of home
including Formaldehyde, while having all Standard. energy efficiency, renewable energy, and en- “I’m very grateful that I have an income,
clients their final reports within 5 business vironmental conservation and restoration. Its that I have employment with a good com-
days or less. The natural gas groups further requested programs are specifically geared to help vet- pany, and that I work with good people,”
balanced treatment for carbon capture and erans expand their career opportunities and said Kemp, who has plans to build a career
Additional advanced field services such as sequestration (CCS) research for natural reintegrate into civilian life. in the growing energy efficiency field. “It’s
engine emissions trouble-shooting, air/fuel gas in addition to coal CCS. hard work, but that’s why I enjoy doing it,”
ratio tuning, catalyst efficiency testing, and “Powerful, positive change is possible when Kemp said.
other specialty services are also available to “It would be a huge mistake if natural gas private corporations and nonprofit organiza-
meet compliance and performance require- loses out in the bill simply because our tions come together toward creating a more Veterans Green Jobs is a national nonprofit
ments. product doesn’t need the subsidies and sustainable future,” said Brett KenCairn, organization based in Denver, Colo. that pro-
other incentives being granted to other CEO of Veterans Green Jobs. “As individual vides green jobs education, transition sup-
The emissions testing laboratory is part of energy resources,” said Don Santa, Presi- citizens, we can each do our part to conserve port, and career and enterprise development
CECO’s Training & Technical Services divi- dent of the Interstate Natural Gas Asso- energy and use environmentally friendly opportunities for military veterans, empow-
sion, which provides engine and compressor ciation of America. products. This power is magnified exponen- ering and supporting them to lead America’s
reliability testing and trouble-shooting, por- tially when leading businesses and innova- transition to energy independence, ecologi-
table emissions testing, fugitive leak detec- “We seek a level playing field. If the tive organizations team up to provide the cal restoration, community renewal, and
tion, facility audits and optimizations, air/ legislation isn’t crafted properly, natu- tools and resources people need to take these economic prosperity. VGJ was founded in
fuel ratio curve development, horsepower ral gas could get squeezed out between solutions to a larger scale.” 2008 and operates programs in a variety of
curve development, accident/failure inves- congressional mandates for more expen- green jobs fields including home energy effi-
tigations, and operations and maintenance sive renewables and subsidies for higher- As Veterans Green Jobs’ founding sponsor, ciency, renewable energy, land conservation,
program development. In addition, CECO emitting fuels. That won’t be good for the Walmart Foundation has provided es- and urban forestry. For more information,
leads the industry in delivering instructor- the environment or consumers,” said R. sential funds for training programs and job visit www.veteransgreenjobs.org.
led hands-on and classroom training classes, Skip Horvath, president and CEO of the placement assistance that have put military
self-study workbook courses, and online Natural Gas Supply Association. see “Tomorrow’s Industry” next page

p. 10 GM Journal
 Journal

GM
upcoming industry training events
June Remaining Strength of Corroded Pipe-Histor- August
Engine Analyzer & Reliability Workshop
ic and Current B31-G Criterion and RSTRENG
July 20-22, 2010 Combustion Characteristics
API 653 Data Analysis and Reporting Training - A Level 2 Procedure Training & Qualification
Nashville, TN August 17-20, 2010
June 8,9, 2010 Course
www.gmrc.org/ Colorado Springs, CO
Virginia Beach, VA June 22, 2010
www.ttoolboxes.com/ www.gmrc.org/
Calgary, Alberta, Canada
Horizontal Directional Drilling-Comprehen-
www.ttoolboxes.com/ October
sive Coverage of HDD Technologies for Pipe-
EDI Pulsation / Vibration Seminar
line and Utility Applications
June 14-18, 2010 June 23, 2010 GMRC’s Gas Machinery Conference
July 26 - 28
San Antonio, TX Pipeline Toolbox Overview Course October 4 - 6
Calgary, Alberta, Canada
www.engdyn.com Calgary, Alberta, Canada
www.ttoolboxes.com/ Phoenix, AZ
www.ttoolboxes.com/
Hot Tapping of Pipelines Practices and www.gmrc.org
Introduction to Gas Turbines and Centrifugal
Procedures July Compressors Engine Emissions Stack Testing
June 17, 18, 2010
Factors in Compressor Station Design July 27-29, 2010 & Analyzer Workshop
Madrid, Spain
July 13-15, 2010 Pittsburgh, PA October 12-14, 2010
www.ttoolboxes.com/
Colorado Springs, CO www.gmrc.org/ Oklahoma City, OK
www.gmrc.org/ www.gmrc.org/

Tomorrow’s Industry Leaders People are attracted to BETA because of

our training, challenging projects,
Sealed Air Announces Finalists in Fourth of judges. The three finalists and a family team-based culture and career
Annual Bubble Wrap® Competition for member will be flown to New York City for development opportunities.
Young Inventors a chance to win the grand prize. The second
and third prize winners will receive $5,000
On May 7, Sealed Air Corporation (NYSE: and $3,000 U.S. savings bonds, respective-
SEE), the creator of Bubble Wrap® brand ly. The teacher/mentor of each finalist will
cushioning, announced the three finalists receive a $500 gift card.
in the Fourth Annual Bubble Wrap® Com-
petition for Young Inventors, a nationwide The Bubble Wrap® Competition for Young
competition open to students in grades five Inventors encourages students to demon-
through eight. The three finalists were cho- strate their creativity and ingenuity by de-
sen from more than 2,500 entries from 40 signing an invention that incorporates the
states and will compete for the chance to use of Bubble Wrap® brand cushioning.
win a $10,000 grand prize savings bond. Students were invited to submit original
The grand prize winner will be announced inventions along with a visual and written
at the Bubble Wrap® Awards Ceremony on description that included the name of the in-
Saturday, May 22. vention, the purpose it serves, how it works
and how the idea was formulated.
This year’s finalists include:
The competition is administered in conjunc-
MaryAnn Bulawa, 14, Ava, NY – “Smart tion with the National Museum of Education
Toilet” – A device that attaches to a toilet for and all submitted entries were judged based
conservation of energy and water. on their originality, creativity and practicali-
Matthew Huber, 13, St. Peter, MN – “Pe- ty, as well as their benefit to society, market-
tri Bubbles” – A scientific tool designed as ability and overall presentation. This year’s
an inexpensive alternative to Petri dishes. competition attracted thousands of entries
Jared Mann, 13, Christiansburg, VA – from all across the U.S., with entries that in-
“The Fridge Guard” – A curtain designed to cluded everything from a speaker system, to
help any ordinary refrigerator become more an alarm system alternative, to a game that
energy efficient. helps children learn to spell and construct
sentences. You can read more about the
Each of the finalists was required to build 2010 and previous Competition winners at Is on-line training as effective as hands-on training?
and deliver full-scale working versions of www.bubblewrapcompetition.com. Cast your vote now at www.GasMachineryJournal.com
their inventions to be reviewed by a panel and join the conversation.

GM Journal p. 11
 October 4-6, 2010
Phoenix, AZ

One registration fee includes:

Short courses

Technical papers

Technology updates

Exhibit of new products and services

A year-long subscription to the GM Journal, a quarterly publication
dedicated to bringing you the latest news and industry information.

Information:
972-620-4024
www.gmrc.org

business briefs
Harsco Industrial Air-X-Changers pressures and types of substance inside the
Wins Chinese Import License for Gas vessel,” Bowers said.
Compression Coolers
Harsco Industrial Air-X-Changers, a vet-
eran manufacturer of cooling systems used
in gas compression and other industries,
has been awarded the A-1 Level Manufac-
ture License of Special Equipment required
for the shipment of its products into China
– completing the rigorous certification pro-
cess in less than six months, according to
the company’s Quality Assurance Manager,
Charles Bowers. Obtaining the license is
one of several steps the company has tak-
en recently to expand its global presence,
Bowers added.
The license – often referred to as the “SQL”
or “Safety Quality License,” the earlier
name of the import license – was issued
early in November by the Chinese govern-
ment’s General Administration of Quality
Supervision, Inspection and Quarantine.
“The A-1 Level license covers high-integ-
rity pressure vessels designed for a range of
GM Journal p. 13
Journal
GM
“This includes sections and headers used
in all air-cooled heat exchangers we might
ship to China. The license signifies that our
products meet demanding safety and qual-
ity standards as needed for a range of spe-
cific applications: high pressures, “sour”
gas, and so on. License requirements in-
clude many standards similar to those of the
ASME Boiler and Pressure Code as well as
ISO policies and procedures, but there are
also additional requirements – additional
non-destructive testing such as radiography,
for example, as well as additional welding
inspections, and others.”
The Harsco unit made the decision to ob- The process of securing the Manufacture License of Special Equipment included a two-day audit of Harsco
facilities in Catoosa, Okla. by a delegation of Chinese auditors early in September.
tain the license in June last year, when the
company was still operating under its for- cesses met most of the Chinese standards According to Harsco R&D Engineer, Paul
mer name, Air-X-Changers. A delegation of even before we applied for the license – and Chen, PhD – who served as one of the
Chinese auditors visited company facilities we had virtually all the information need- Chinese delegation’s escorts during the
in Catoosa, Okla. early in September, and ed for documentation already assembled. site visit – auditors were impressed with
the license was issued on November 6. Right from the start of the licensing pro- the company’s quality assurance program.
cess, we were already 90 percent there,” “They said it was very clear, thorough and
“Typically, it takes nine to 12 Bowers said. well implemented.”
months to complete the licens-
ing process,” Bowers said. The already-established presence in China Since obtaining the license, Harsco has re-
“We were able to do it in a of the Harsco family of companies was also ceived requests for proposals from firms
fraction of that time, thanks to a plus, Bowers added. “First-hand knowl- supplying gas compression equipment for
several big advantages. First edge of Chinese procedures, protocols and use in China, Bowers said. “Over the last
off, we’ve had state-of-the-art concerns eliminated communications issues 55 years, we’ve built an unmatched repu-
quality programs in place and and expedited the whole process. It gave us tation for quality, reliability and service
continuously improving for a big leg up.” in gas compression cooling. With China’s
many years. These programs enormous demand for energy, we’re excited
have touched every area of During their two-day site survey, Chinese to bring our tradition of excellence into a
our operations from the front auditors thoroughly reviewed Harsco’s vast new marketplace.”
office to engineering and the manufacturing facilities, equipment, pro-
plant floor. As a result, we had cesses, quality assurance program and doc- For Harsco Industrial Air-X-Changers Vice
already carefully examined umentation. As a “live” demonstration of President and General Manager Rick Ket-
and documented processes relevant manufacturing while auditors were chum, entrance into China is a concrete
and quality protocols across on-site, Harsco fabricated a cooler for a example of one of the benefits of member-
the board.” non-Chinese customer that would fall under ship in the Harsco family of companies.
the Chinese A-1 Level licensing standards. “For more than 30 years, Harsco’s global
The long list of certifications Auditors also reviewed and discussed with strength and financial resources have been
already earned by Harsco Harsco personnel the required 17-section key factors in our success and continuous
Industrial Air-X-Changers – Quality Manual tailored to licensing spec- growth. Today, while smaller businesses
from ASME to the recently ifications. “It was terrific to be able to go struggle to find the capital to support in-
upgraded ISO 9001:2008 – over the manual and our documentation ternational growth, Harsco’s strength and
also made it much easier to with the auditors, face-to-face. If they had worldwide footprint allows us to explore
meet the requirements of the questions or concerns, we could address opportunities in emerging markets for air-
Chinese license. “Our pro- them right then and there,” Bowers said.
cont’d next page
 Journal

Business Briefs, cont’d.
cooled heat exchangers. In addition to se-
curing our license to import our products
into China, we’ve recently launched initia-
tives in Australia and the Middle East – and
other opportunities are rapidly coming into
view.”
The Safety Quality License (SQL), the
predecessor of the Manufacture License
of Special Equipment, was introduced by
the Chinese government in 1997, setting
for the first time strict safety and quality
requirements for high-pressure boiler sys-
tems and other special equipment for the
Chinese market. The SQL was replaced by
the Manufacture License of Special Equip-
GM
ment, developed from the SQL, in 2003.
The licensing program is administered by
General Administration of Quality Super-
vision, Inspection and Quarantine (AQ-
SIQ). Inspection surveys are conducted by
the AQSIQ subsidiary, the China Special
Equipment Inspection and Research Center,
a semi-governmental organization serving
as the sole national technical organization
responsible for the inspection and R&D of
Special Equipment in China.
Harsco Industrial Air-X-Changers has been awarded
the A-1 Level Manufacture License of Special Equip-
ment required for the shipment of air-cooled heat
exchangers into China.

MIRATECH Ground Access Catalytic Converter–Silencer Combo: Innovative Design Delivers Total Compliance with Easier, Safer Maintenance
Operators of large, lean-burn natural gas or tracks, standing right on the ground. Plus,
diesel engines – 2,000 to 10,000 hp, used the Ground Access housing designs we use
in gas compression, power generation and are specially insulated to retain catalyst heat,
other applications – now have an innovative and that further reduces the risk of injury to
option combining state-of-the-art emissions your maintenance workers.”
reduction with a design that dramatically
cuts maintenance labor and risks: the MI- Eliminating the need for stands, ladders
RATECH Ground Access catalytic convert- and platforms, self-supporting Ground Ac-
er-silencer combo. cess units also improve overall site aesthet-
ics by cutting down on structural clutter –
Operator-Friendly – From The Ground Up and they reduce installation cost as well as
the installed footprint, added MIRATECH
The first thing operators notice about the Vice President of Sales and Service David
Ground Access unit is its freestanding, Zenthoefer.
vertical configuration. Base-mounted and
custom-engineered to meet wind load and Superior Performance – By Design
seismic rating requirements, the totally
self-supporting Ground Access structure is Ground Access innovation only starts with
The MIRATECH Ground Access catalytic converter-silencer combo, designed for high horsepower applications,
equipped with slide-in tracks for fast, easy what you can see on the outside, Zenthoefer
is freestanding and totally self-supporting. This eliminates the need for stands or support structures and allows
catalyst element insertion and removal – at maintenance to be performed at ground level, without scaffolding or ladders. said. Inside, the unit features the MIRAT-
ground-level. ECH VORTEX catalyst, delivering superior
catalyst performance and durability. The key: a unique design that ensures turbulent ex-
“With conventional catalytic converters installed on top of gas compression units or other haust gas flow within the catalyst.
systems driven by these big engines, you’d have to climb as high as 20 or 30 feet on scaf-
folding or ladders to service the converters. The Ground Access unit means you can say “For any catalyst element to do its job – breaking down regulated pollutants like carbon
goodbye to all that. You can perform all maintenance right on the ground : no ladders, no monoxide, hydrocarbons, EPA-listed Hazardous Air Pollutants, and Volatile Organic Com-
scaffolds, no climbing,” said Terry Allen, of Houston-based SEC Energy Products and pounds, into harmless gases and water – engine exhaust has to come into contact with the
Services (SEC-EP), which has installed 18 MIRATECH Ground Access units at gas com- catalyst material,” Zenthoefer explained.
pression stations in central Texas. SEC-EP has several more installations underway in
Arkansas. “In a traditional ‘straight channel’ catalyst element, most exhaust gasses pass through the
element in an orderly ‘laminar’ flow – and only the perimeter gas in each channel contacts
Ground Access not only makes maintenance faster and easier, it also makes it safer, Allen the active catalyst. After the first inch of flow into the element, the perimeter gas reac-
added. “Catalyst elements for the large converters required by these engines are heavy – tions are complete, leaving the majority of the flow in the center of the channel insulated
and when the engine has been running both the elements and the conventional unit hous- from contact with the active catalyst: it simply passes through without any reaction. In
ing can be very hot. With the Ground Access unit, you don’t have to juggle heavy catalyst our VORTEX substrate, channels formed by offset corrugations create turbulent gas flow.
elements high up off the ground. You simply insert or remove the elements on slide-in
cont’d next page
p. 14 GM Journal

Business Briefs, cont’d.
That forces more exhaust to come into con-
tact with the catalyst material for better pol-
lutant breakdown – and the element’s open-
face design keeps exhaust backpressure low
for better engine performance.”
As an added benefit, contact-points between
offset corrugations in the VORTEX design
are resistance-welded throughout the cata-
lyst element for superior strength and dura-
bility. “With its through-and-through struc-
tural integrity, VORTEX simply stands up
better to the stresses and pressures of cata-
lytic converter operation,” Zenthoefer said Real-World Performance
– adding that this built-in strength allows
MIRATECH to back VORTEX with a full The MIRATECH Ground Access units have
two-year warranty. met and exceeded the toughest regulatory
requirements for both emissions and sound,
Fully Integrated Noise Reduction Allen added.
Ground Access customers also like the fact
that the unit can be designed to remain with-
in even the most stringent noise limits for
a facility by maximizing dynamic insertion
loss noise reduction – the difference between
sound power or intensity levels measured
before and after the insertion of a silencer –
and minimizing radiant shell noise, as neces-
sary, Allen said.
Noise levels with large industrial engines
are a growing concern almost everywhere,
but separate, add-on engine silencers can
interfere with a catalytic converter, Allen
The MIRATECH Ground Access catalytic converter-si-
lencer combo offers several insulation options to retain
catalyst heat and protect maintenance personnel.
p. 16 GM Journal
Journal
GM
added. “Some operators have seen silencers which provides a system touch
installed upstream of the catalytic converter screen that delivers centralized
blow noise damping materials like fiber- access to critical information in
glass into the converter. That can cause cata- parallel with the individual in-
strophic damage to the converter, the engine, strument and control displays and
or both.. With MIRATECH Ground Access keypads within the panel. Unlike
combo units, that’s not a concern. Silencing traditional PLC-based systems in
is built into the MIRATECH Ground Ac- which the only means of display-
cess unit, in one fully integrated compliance ing system data is through the
package. You don’t have to worry about your touch screen, the MIDAS offers
silencer fouling up your emissions control
an advanced, user-configurable,
system,” Allen said.
graphical data presentation capa-
bility, while preserving the high
level of reliability and in-depth
system configuration and access
made possible by the individual
displays and keypads resident on
Altronic Controls’ MIDAS
each of the individual devices.
Essentially, the MIDAS incor- Altronic digital/bar-graph set-
“Staying within these limits is a growing porates the very best of both approaches by point gauge monitors pressure,
challenge. In some places, state and local combining the advanced display capabilities temperature, vibration and oth-
regulations are even stricter than the federal of a PLC-based system with the reliability and er variables
regs. But these Ground Access units have ac- serviceability of a control panel built around
tually exceeded some of the nation’s tough- independent, discrete devices. The Altronic DSG-1611DUPS, DSG-
est compliance requirements. That gives op- 1692DUS, and DSG-1682DUPS are ad-
erators a little breathing room as regulators To minimize both initial configuration and sub- vanced digital/bar-graph setpoint gauges for
continue to raise the bar.” sequent field modification costs, the MIDAS monitoring, displaying and protecting either
system utilizes “pre-manufactured” system one or two process variables such as tem-
Since the Ground Access design’s unveil- data screens and a standard display structure. peratures, pressures, etc. The DSG-1611 is
ing last year, more than 40 units have been These screens can be used in their standard a universal one-point model which replaces
installed with high-horsepower Caterpil- form, incorporated in a modified form by Al- the former DSG-1301/1601 series. The
lar 3612, 3616 and CM Series engines, tronic Controls, or updated/adjusted in the field DSG-1682DUPS and DSG-1692DUS are
Zenthoefer said – and MIRATECH expects via the full-featured MIDASBuilder software two-point versions.
increasing orders as word spreads about the package and Altronic product data library in-
unit’s benefits. These universal models can be connected to
cluded with each system.
either type J or K thermocouples, 0–5 volts
“At MIRATECH, we’ve always been com- or 0–25mA (scalable) input signals. In the
The ability of the MIDAS to act as a data
mitted to developing cost-effective, high- DSG-1692, this choice is made independent-
collection and presentation hub is made pos-
performance solutions that deliver total, ly for each of the two monitored points. In
sible by its comprehensive communications
ongoing compliance in increasingly strict addition, all versions have a RS-485 serial
regulatory environments – with innova- capabilities. Acting as a “data collector”, the port with ModBus communications protocol
tions that pay off in improved engine per- MIDAS system can capture all of the moni- with 5 selectable baud rates: 9,600, 19,200,
formance, built-in safety features and less tored control panel variables via Modbus and/ 38,400, 57,600, and 115,200. This versatil-
distraction from the operator’s core mission. or other serial communications protocols, and ity makes the DSG gauges universal panel
Our Ground Access design is a great exam- deliver them via TCP/IP, OPC, CANbus, Pro- products, thus reducing spare parts require-
ple of how we act on that commitment.” fibus, and other industry-standard protocols to ments to a minimum. Power requirement is
a remote monitoring or control system. The in- 12–36Vdc, 0.25A maximum.
Altronic Controls Unveils tegral Ethernet port and system software will
User-Configurable Graphical also allow for remote access to panel controls A unique feature of the DSG gauges is the
Touch Screen and Data Hub for and data via a standard web browser (Internet high resolution 16 character x 8 line digi-
Compressor and Other Process Explorer, Firefox, etc.). Additional advanced tal readout/bar-graph display which gives
Control Panels features include on-board datalogging of mon- the operator an immediate indication of the
itored parameters, and the capacity to perform reading as a percent of (user-selectable)
complex mathematical functions based on transducer span or span between high/low
Altronic Controls has released MIDAS (Moni-
tored Information Devices And Systems) those parameters.
cont’d next page
 Journal

GM
Business Briefs, cont’d.
setpoints, as well as a reference to direction - Direct or inverse PID output based on the cently Managing Director, Investment Bank-
and amplitude of a rapid change in reading. input of channel 1 or in a “mapping” mode ing with Merrill Lynch & Co. in their New
The display also indicates the units and an- that allows the channel 1 PID setpoint to be York and Los Angeles offices.
nunciates an alarm by number (1st or 2nd modified by the monitored input of channel 2.
setpoint) and type (high or low). Mr. Newlin, 41, has extensive experience in
DSG-1692DUS: In the standard dual-point the energy industry leading teams in corpo-
The front panel of the microprocessor-based model, each channel is independently as- rate financings and business transactions for
gauge has a sealed membrane keypad for signed for type J or K thermocouple, 0–5 natural gas distribution and midstream com-
easy selection and adjustment of the units, volts or 0–25mA input signals. This allows panies, electric utilities, independent power
transducer range and setpoints. There are the device to be used for one temperature producers and clean energy companies. In
two (one on the DSG-1682DUPS) solid- and one pressure or two of either type. In his new position, Mr. Newlin will oversee
state, form C (N.O. and N.C.) output switch- addition, the device can be set up with a dif- the Company’s strategic planning functions,
es. Each output can be assigned both high ferential setpoint between the two monitored new business development activities, carbon
and low setpoint values which are retained points. management initiatives and joint venture in-
indefinitely. The precision nature of the out- vestments.
Altronic Controls’ DET Detonation Sensing Monitor
put switch allows these gauges to be used as Altronic’s Detonation Sensing
control devices. Monitors Help Guard Against Cat- digital ignition system) to automatically re- altronic announces service en-
astrophic Engine Damage tard the ignition timing. In the event that an gineer for latin america to join
ignition timing adjustment also proves to be Girard, Ohio headquarters
Altronic, Inc. has released the Detonation ineffective in eliminating engine detonation,
Sensing Monitors (DET-1600 and DET- the second output switch – typically tied to a Altronic, LLC is proud to announce the hir-
1620), 24VDC-powered, 32-bit micro- digital annunciator or other monitoring de- ing of Wilfred “Will” Munguia to represent
processor-based electronic instruments vice – acts as a final safety measure to shut Altronic in the position of “Technical/Com-
designed for use on natural gas-fueled down the engine. mercial Service Engineer-Latin America”.
engines to detect detonation and mis- Working from Altronic’s Girard, Ohio head-
fire and avoid consequential engine The DET system is housed in a rugged, pow-
quarters, Will
damage. Industry-standard, low-cost, der-coated, aluminum enclosure and features
is responsible
piezoelectric vibration sensors are an integral 2x16 backlit LCD to display the
mounted directly on the engine and detonation and misfire reference level num- for Hoerbig-
are used to transform the vibrations bers, engine cylinder labels, control and out- er Central
caused by combustion into electrical put switch status, the cause of shutdown log, Distributor
signals which are then evaluated by the and all diagnostic messages. System config- operations
DET device. These values – generated for uration is accomplished using an on-board from Mexico
every cylinder on a cycle-by-cycle basis – RS485 serial port and a powerful, yet easy through South
Altronic Controls’ DSG Gauge
are then measured against misfire and deto- to use, system configuration and monitoring America. He
nation setpoints configured by the user for program. will provide
DSG-1611DUPS: The single-point model the monitored engine. The monitor accepts telephone and
has both 4–20mA proportional output and up to 16 detonation sensors that are wired to E-mail-based
RS-485 serial communications. It replaces pluggable Phoenix-type connectors; the rec- people on the move product/appli-
all prior models of the DSG-1301 and 1601 ommended configuration is one sensor per cation technical and commercial support for
and can be programmed for both a low cylinder. The DET-1600 is used in conjunc- Piedmont Natural Gas Announces all Altronic products, including GTI Bi-Fuel
and high output for each of the two output tion with standard negative-ground ignition Addition to Company’s Executive
systems; the DET-1620 is used exclusively Management Team Systems in Latin America. In addition, he
switches.
with the Altronic CPU-2000 digital ignition will provide in-field technical troubleshoot-
DSG-1682DUPS: The dual-channel DSG- system. Karl W. Newlin named Senior Vice President ing support for product and application is-
1682DUPS is a single-loop PID controller - Corporate Planning and Business Devel- sues which require factory-based participa-
that accepts up to two (2) type J or K ther- The DET system can be configured to take opment tion. A native of Belize, Will is bilingual,
mocouples or 0-5 volt/0-25mA transducer a number of control actions to protect the speaking English and Spanish. He holds a
input signals. This sophisticated instrument/ monitored engine upon indication of deto- Piedmont Natural Gas (NYSE: PNY) an- Bachelor of Science degree in Electrical
controller is designed to offer the following nation (or misfire). In many applications, nounced the hiring of Mr. Karl W. Newlin, Engineering, and is pursuing his Master’s
modes of operation: the DET will utilize one of two solid-state as Senior Vice President – Corporate Plan- degree at Youngstown State University in
output switches to activate an external un- ning and Business Development. He will
nearby Youngstown, Ohio. Will is experi-
- 4-20mA output loop vs. the channel 1 input loader to reduce engine load. Should that assumed his position with the Company enced in field service and automation, and
OR channel 2 -channel 1 (differential) remedial action be unsuccessful addressing on May 10, 2010 and will report directly
the detonation issue, the DET can be con- to Piedmont Chairman, President and CEO is a welcome addition to the Altronic Team.
figured (when used in conjunction with a Thomas E. Skains. Mr. Newlin was until re-
cont’d next page
GM Journal p. 17

People on the Move, cont’d.
Spectra Energy Announces Man- updating the company’s strategy, which was can be working with anyone else. This new in its core North American manufacturing
agement Appointments first introduced by Chairman and CEO Jim structure will make our company and our operations, Caterpillar is creating the Inte-
Spectra Energy Corp (NYSE: SE) today an-
nounced Steve Baker, currently vice president
at Union Gas, will assume the role of vice
president and treasurer, Spectra Energy Corp.
Allen Capps, current vice president and trea-
surer, will assume Baker’s current role of vice
president, business development storage and
transmission, Union Gas in Chatham, Ontario.
Union Gas is a Spectra Energy company.
“Both Steve and Allen are key contributors to
Spectra Energy and this leadership rotation is
consistent with our overall focus on develop-
ing leaders and ensuring we offer opportunities
for them to gain broad experience from differ-
ent parts of our business,” said Pat Reddy, chief
financial officer.
As vice president and treasurer for Spectra
Energy, Baker will be responsible for the com-
pany’s financing and capital market activities,
interest rate management, liquidity and cash
management, risk management and the com-
pany’s relationships with major banks and
credit rating agencies.
In addition to business development responsi-
bilities for Union Gas’ storage and transmis-
sion business, Capps also will be responsible
for gas supply acquisition and planning, prod-
uct and service development, and customer
support for Union Gas.
These leadership rotations were effective April
1, 2010.
Caterpillar Streamlines Corpo-
rate Structure; Greater Empha-
sis on Agility, Cost Management
and Meeting Customer Needs
Company reduces number of officers; Chief
Financial Officer and General Counsel to
report directly to Chairman and CEO
Supporting its long-term strategy, consider-
ing officer retirements and recognizing the
need to create a leaner, more agile, customer-
focused company, Caterpillar Inc. (NYSE:
CAT) today announced a number of execu-
tive changes and a streamlined corporate
structure. Vice Chairman and CEO-Elect
p. 18 GM Journal
Journal
GM
Doug Oberhelman is leading a team that is tomers be more successful with us than they To provide greater operational excellence
Owens in 2005. The changes announced to- people more responsive, more decisive and grated Manufacturing Operations Division
day will support this updated strategy. more accountable,” Oberhelman added. with responsibility for operations located
in East Peoria, Decatur and Aurora, Illinois;
“Six months ago we announced our leader- In addition to the new corporate structure, Monterrey and Torreon, Mexico; Peterlee,
ship transition to give Doug the time to de- Caterpillar is announcing that several vice UK and Thiruvallur, India. Effective June
velop and refine the next phase of our strat- presidents will retire from the company ef- 1, 2010, Vice President David Bozeman has
egy and structure and to devote energy to fective June 1, 2010. been selected to lead this new division.
thinking about how Caterpillar can elevate Effective June 1, 2010, the Core Compo-
itself to the next level,” said Owens. “The After more than 32 years with the company, nents Division will be consolidated with
updated strategy will be unveiled shortly. Dave Burritt will retire as Caterpillar’s Vice Caterpillar’s Remanufacturing Division.
I am excited about how we’ve positioned President and Chief Financial Officer. Steve Fisher, currently Vice President, Re-
the company and where the updated strat- manufacturing Division, will lead this newly
egy will take us. The new organization is Also after more than 32 years with the com- expanded division.
positioned well for execution and will help pany, Jim Waters will retire as Vice President
assure the realization of our Vision 2020,” of Caterpillar’s Production Center of Excel- Bill Springer, Caterpillar Vice President with
Owens added. lence Division, which includes the Caterpil- responsibility for the Quarry and Specialty
lar Production System (CPS) and 6 Sigma. Industries Division (QSID), will assume new
The structural changes for Caterpillar start responsibilities, which include Caterpillar’s
within the company’s executive office. Once After more than 34 years with the company, global paving products, forestry products
he becomes CEO, effective July 1, 2010, Mark Pflederer will retire as Vice President and tunnel boring products. Caterpillar’s
Oberhelman will not be replaced as a group with responsibility for the Electronics and Work Tools business and its Governmental
president. As such, the number of Caterpillar Machine Systems Division. Effective June and Defense Products group will continue
group presidents will be reduced from six to 1, the division’s electronics business units reporting to Springer as part of the new Di-
five. will be combined with the Advanced Sys- versified Products Division. Springer’s new
tems Division under the leadership of Vice responsibilities will take effect June 1, 2010.
“We are sharpening our focus and creating a President Hans Haefeli, and the Machine
leaner, more responsive Caterpillar by giv- Design Center will be consolidated into the Sales execution and coverage for all indus-
ing each group president greater responsibil- Product Development & Global Technology tries will be finalized at a later date.
ity and accountability for the ultimate suc- Division led by Vice President Tana Utley.
cess and profitability of their businesses,” Caterpillar’s Board of Directors has elected
Oberhelman said. After more than 40 years with the company, Jim Umpleby to replace Gosselin as a Cat-
Dan Murphy will retire as Vice President of erpillar Vice President and the President of
Caterpillar developed this more efficient cor- the Global Purchasing Division. A replace- Solar Turbines. Umpleby is currently a Solar
porate structure to better position the com- ment for Murphy will be announced at a later Turbines Vice President with responsibili-
pany to support and serve its customers. The date. ties for the company’s oil and gas business.
new structure will consolidate the number of During his career with Solar, he has worked
traditional corporate divisions, reducing the After more than 30 years with the company, around the world in a range of jobs with in-
number from 32 to 29. These changes will Rod Beeler will retire as Vice President of the creasing responsibilities. In addition to his
also result in a number of new responsibili- Marketing & Product Support Center of Ex- current position, he has previously been a
ties for some vice presidents. cellence. Solar Vice President with responsibility for
customer services, turbomachinery products
“In response to the recession of late 2008 Caterpillar Vice President Steve Gosselin will and power generation.
and 2009, Caterpillar made significant re- replace Beeler effective June 1, 2010. Gosse-
ductions to our workforce, while also reduc- lin is currently the President of Solar Turbines As previously mentioned, the CFO position
ing costs across the company,” Oberhelman Incorporated, a wholly-owned Caterpillar will be elevated to the company’s executive
said. “Our response to the recession helped subsidiary and the leader in manufacturing in- office, and Rapp will assume the CFO po-
reveal the opportunity to change Caterpil- dustrial gas turbines. In his new role, Gosse- sition and responsibilities for many of the
lar’s structure by also reducing the number lin will lead a newly strengthened Aftermarket company’s corporate services divisions ef-
of divisions and group presidents. I’m proud Parts, Product Support & Marketing Division fective June 1, 2010. Caterpillar’s Board of
to work for the global leader in our industry, that will be more focused and accountable for Directors has elected Brad Halverson, cur-
but we cannot take our leadership position aggressively growing Caterpillar’s parts and rently Caterpillar’s Corporate Controller, as
for granted. The only way we can maintain product support business. Vice President of Finance and Accounting
our leadership position is by helping our cus- effective June 1, 2010.
 Bringing energy and the environment into harmony.
SM

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GM Journal p. 15

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