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the magazine of power generation
May 2014 t www.power-eng.com
STEAM TURBINE REHABS
THE BENEFITS AND OUTCOMES
OF REHAB PROJECTS
WIND TURBINE O&M
LONGER LIFE, LOWER COSTS
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FUEL FLEXIBILITY
INDUSTRIAL GAS TURBINES OFFER
A WIDE RANGE OF OPTIONS
The
Transition to
Natural Gas:
A Roundtable
Discussion
1405pe_C1 1 5/9/14 11:08 AM
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16
GAS GENERATION
community meetings to discuss what
the company was doing with its new
plant and getting feedback from the
neighborhood residents. The company
also worked to not create a disruption
with its construction.
NV Energy took a similar approach
when it modernized the Edward W.
Clark Generating Station in Las Vegas.
The utility doubled the generation of
the facility while cutting emissions by
half, and worked closely with the com-
munity during the project.
The 1100-MW power plant uses a
low-NOx combustion system and can
put 600 MW on the system within 10
minutes, letting NV Energy make a sig-
nificant upgrade to its generation fleet
without requiring any additional land.
NV Energy Generation Executive
Dariusz Rekowski said the company
did not use explosives during the de-
molition of the old plant in order to
avoid noise pollutions and managed
to bring in 24 turbines in 12 blocks
without major traffic interruptions or
A
s utilities work to modernize
their fleets and retire older, less
efficient resources, many are
turning to building new plants but on
land formerly occupied by older plants.
Reusing land has
several benefits for
companies. When
Chugach Electric As-
sociation decided to
build a new plant in
Anchorage, Alaska,
the company decid-
ed to build on the
site of an existing
plant. The new plant,
Southcentral Power
Project, is the most
efficient natural gas
plant in the state.
One notable ad-
vantage for the site is it was purchased
in the early 60s, and a power plant
had been here since the mid-60s,
Chugach Electric Association Senior
Vice President of Power Supply Paul
Risse said. A lot of people didnt even
know that.
Often, companies are replacing
power plants that are located inside cit-
ies in small footprints, as was the case
with the Southcentral power plant.
New gas plants, with low emissions
and quiet operation, can be ideal for
siting in areas many people wouldnt
consider ideal for power plants.
Putting a power plant in the mid-
dle of the city comes with complica-
tions, however, and companies have
been careful to work with residents
to be part of the community. Risse
said Chugach attended multiple
complaints from its neighbors.
That was a very big challenge to
construct the plant in the middle of
town, he said.
Siting also posed difficulties during
the construction of
NRG Energys El Se-
gundo Power Plant
in El Segundo, Calif.
The company and Sie-
mens added two units
to the power plant,
located on the beach,
and began commer-
cial operation of the
units on Aug. 1, 2013.
The El Segundo site is located be-
tween a cliff and the Pacific Ocean,
and the new units were being built at
the same time the facility was being
operated. The company had to find
solutions to work around the small
footprint, and even considered bring
in equipment by beach landing. The
plants design enables the use of air-
cooled heat exchangers, which are
smaller than conventional air-cooled
condensers and enabled the plant to fit
into a much smaller space.
The El Segundo repowering project
also serves as another example of a
company working with the local com-
munity to be as inconspicuous as pos-
sible. The plant has a low profile, is
and put up a custom-designed sea wall
to separate the plant from the busy
beach located next door.
Reusing land:
Modernizing a generation
fleet in small footprints
BY JUSTIN MARTINO, J.D., ASSOCIATE EDITOR
NV Energys Edward W. Clark Generating
Station is located in the middle of Las
Vegas and presented unique challenges
during its modernization.
1405pe_16 16 5/9/14 11:06 AM
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18
ENERGY MATTERS
that condense to form particulate
matter at ambient temperatures.
As such it passes through the flter
in a stack test.
t Finally, PM
2.5
is flterable mat-
ter less than 2.5 microns in size
plus condensable particulate mat-
ter and secondary PM
2.5
. Its this
secondary PM
2.5
that is so little
understood. Secondary PM
2.5
is
formed in the atmosphere after
pollutants from fuel combustion
leave the stack. In the presence of
sunlight and water vapor, some
of the SO
2
, NOx, volatile organic
compounds (VOC) and ammo-
nia (NH
3
) chemically react to
form PM
2.5
. Therefore, secondary
PM
2.5
cannot be controlled di-
rectly; it can only be controlled by
reducing emissions of its precur-
sors, SO
2
, NO
x
, VOC and NH
3.
EPA is currently developing
guidance for calculating second-
ary PM
2.5
. It is already true that
triggering major source (Preven-
tion of Signifcant Deterioration
PSD) review for NO
x
or SO
2
automatically triggers review for
PM
2.5
.
Additionally, the logic behind
regulating NO
2
and SO
2
through
the Clean Air Interstate Rule
(CAIR), the Cross-State Air Pol-
lution Rule (CSAPR), or whatever
fnal iteration of this regulation
survives the court challenges, is
to control secondary PM
2.5
emis-
sions. These new PM
2.5
PSD re-
quirements, which are separate
from the grandson of CAIR rules,
were expected to be published
during the spring of 2014.
G
reenhouse gases
(GHGs) may be the
newest pollutant regu-
lated by EPA, but since there are
no National Ambient Air Quality
Standards (NAAQS) for GHGs, a
facility is much more likely to be
affected by particulate matter re-
strictions. Dispersion modeling
of the various subsets of particu-
late matter, each with their own
distinctly different makeups,
often leads to changes in the de-
sign of a new facility or retrofts
of existing equipment. This is es-
pecially true for the smallest size
of particulate matter, PM
2.5
, since
the background air quality for
PM
2.5
is often over 80 percent of
the NAAQS. This leaves very lit-
tle room for emissions from your
facility. Therefore, it is important
to understand the different types
of particulate.
Particulate matter (PM) is
broken into three subgroups for
NAAQS compliance: PM, PM
10
,
and PM
2.5
. See Figures 1-3.
t PM refers to dust of any
size (usually less than 30
microns in diameter) that
can be caught on a flter.
Particles larger than 10 mi-
crons (sand and large dust)
are not regulated by EPA but
may still be included in state
regulations.
t EPA defnes PM
10
as both
flterable (less than 10 mi-
crons) and condensable
particulate matter. Con-
densable particulate matter
refers to gaseous emissions
Why Particulate
Matters
BY ROBYNN ANDRACSEK, P.E., BURNS & MCDONNELL
Body Copy (each word capped)
Headline
Figure 1 PM
Filterable
PM
2.5
SO
2
NO
x
VOC NH
3
PM
10v
PM
Condensable
Condensable
Particulate
Matter
Secondary PM
2.5
Precursors
Body Copy (each word capped)
Headline
Figure 2 PM10
Filterable
PM
2.5
SO
2
NO
x
VOC NH
3
PM
10v
PM
Condensable
Condensable
Particulate
Matter
Secondary PM
2.5
Precursors
Body Copy (each word capped)
Headline
Figure 3 PM2.5
Filterable
PM
2.5
SO
2
NO
x
VOC NH
3
PM
10v
PM
Condensable
Condensable
Particulate
Matter
Secondary PM
2.5
Precursors
1405pe_18 18 5/9/14 11:06 AM
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20
NUCLEAR REACTIONS
in early 2012. In a blog post on the En-
ergy Economics Exchange, Lucas Davis
and Catie Hausman of the University
of California, Berkeleys Haas School of
Business use the SONGS closure to exam-
ine the value of transmission in electric-
ity markets. They found that the SONGS
shutdown increased the cost of electricity
generation by $370 million during the
first 12 months following closure.
SONGS sits in a load pocket between
Los Angeles and San Diego, and because
of transmission constraints, a large por-
tion of southern Californias generation
must be met locally. This resulted in a seg-
mentation of the market between north
and south. After the closure, there were
many more days with positive [price]
differentials, including a small number
of days in which prices in the south ex-
ceeded prices in the north by more than
$40 per megawatt hour.
The analysis found that, of the $370
million in increased generation costs,
about $40 million could be attributed to
the transmission constraints. The authors
acknowledged that this figure is not pre-
cise because there were other factors at
play during this time, but emphasized
that transmission constraints were rarely
binding before the SONGS closure.
What this all means is that the electrici-
ty marketplace is increasingly bearing the
markings of a modern family as it feels
its way through this transition period.
Nuclear will be part of the family, but its
role and its relationships with its siblings
will never be the same.
When Blockbuster was entering bank-
ruptcy, I recall seeing a top 10 list of
proposed new slogans. One said simply,
Blockbuster. We still exist. Macabre hu-
mor, admittedly, but I see it as incentive
to keep nuclear alive and well.
R
emember Blockbuster Video?
Not too many years ago, Block-
buster was a business titan. At
one point, the company was valued at
more than $5 billion, employed about
60,000 people, operated more than 9,000
stores, and even had the naming rights to
a college football bowl game.
So what led to its demise? Some might
point to Redbox, which certainly played
a role, but the origins of the demise are
more fully traced back to the evolution
of the internet and personal electronic
devices. Thats what set in motion the
technological and commercial advances
that led to streaming video, kiosk video
delivery, and on-demand entertainment
advances that made Blockbuster irrel-
evant and bankrupt by 2010.
Its no great insight that disruptive
forces like the Internet and personal com-
puting can have far-flung impacts across
business, industry, politics, even culture.
Predicting the course and range of im-
pacts is folly. Recognizing that there will
be a new reality and planning for that
new reality is smart business.
Distributed generation and the natural
gas boom clearly have the look and feel
of disruptive forces. Horizontal drilling,
hydraulic fracking, energy storage, lower-
priced photovoltaic cells: all are heavily
impacting the electric power industry.
Whether or not they really are disruptive
forces is immaterial. Nuclear plants have
to behave as if they will be.
A looming question in this context is
how the value of generation assets, in-
cluding nuclear plants and other basel-
oad resources, will be recognized in elec-
tricity markets. A white paper by Samir
Succar of ICF International examines the
impact of distributed generation on U.S.
capacity markets. The statistics are heady
stuff: ICF projects 29 TWh of energy ef-
ficiency by 2020, offsetting most load
growth; 12 GW of solar by 2020, repre-
senting a 600 percent growth; and 5 TWh
of electric vehicle charging demand,
much of which could be supplied by dis-
tributed generation.
Succar points out that while net me-
tering and the intermittent availability
of distributed generation resources have
drawn the most attention, bigger impacts
may be in store. As variable, distrib-
uted generation increasingly becomes a
prevalent source of generation in regions,
changes in capacity market dynamics
will have a profound impact on generat-
ing assets and their future economic vi-
ability. Without commensurate changes
in capacity market structure to account
for these changes, system reliability will
be compromised.
The nuclear industry is already feel-
ing the pressure. A number of merchant
nuclear plants are at risk due to their
smaller size, lack of support in deregulat-
ed markets, and competition from other
generation sources. While some plants
may find refuge in new power contracts,
others may need help from state legisla-
tors. According to an article in Crains Chi-
cago Business, Exelon may be laying the
ground work with state leaders for legisla-
tion next year thatmay be necessary to
keep half its Illinois fleet from closing.
One option reportedly under consid-
eration is a new clean energy standard
that would give nuclear generation extra
payments for their round-the-clock, CO
2
emissions-free power.
Another interesting nuclear-related
aspect of the changing nature of electric-
ity markets can be seen in California in
the aftermath of the San Onofre Nuclear
Generating Station (SONGS) shutdown
The Blockbuster
Conundrum
BY BRIAN SCHIMMOLLER, CONTRIBUTING EDITOR
1405pe_20 20 5/9/14 11:06 AM
For info. http://powereng.hotims.com RS# 11
1405pe_21 21 5/9/14 11:06 AM
www.power-eng.com
22
POWER PLANT PROFILE
temperature.
The plant uses a selective catalytic
reduction (SCR) system, which reduc-
es NOx from the combustion process,
while an oxidation catalyst removes
most of the CO and volatile organic
compounds produced.
Each gas turbine has a common
exhaust stack and a bypass stack that
is only used when the HRSG is not in
use. After going through the SCR sys-
tem, the remaining fue gas is chan-
neled through one of two 195-foot
exhaust stacks. Plant workers monitor
emissions to ensure air quality regula-
tions are being met.
The steam produced by the plant
A
s utilities aim to modernize
their generation feet to cut
emissions and increase eff-
ciency, one method is to replace older
assets with modern assets. Duke Ener-
gy chose to do this with its $600 mil-
lion L.V. Sutton combined-cycle natu-
ral gas plant, a 625-MW facility that
replaces a retired 575-MW coal-fred
plant at the same site.
The natural gas-fred turbines at the
site began commercial operation in
November 2013.
The frst coal-fred unit at the Sut-
ton site began operating in 1954, with
additional units added in 1955 and
1972. The three coal-fred units were
retired in 2013 as their generation was
replaced by the new natural gas-fred
units.
Replacing older facilities with new
assets has been a major aspect of
Dukes efforts recently.
INSIDE THE PLANT
The plant was built by Kiewit Power
Engineers and The Industrial Co. It
uses two dual-fuel Siemens combus-
tion turbines. The exhausted heat
from the turbines is captured by two
Vogt triple-pressure reheat heat recov-
ery steam generators, which heat wa-
ter inside a series of tubes to produce
steam. Gas burners increase the steam
L.V. Sutton:
Finding A New Fuel Mix
BY JUSTIN MARTINO, J.D., ASSOCIATE EDITOR
The 625-MW L.V. Sutton combined-cycle
natural gas plant began commercial operation
in November 2013.
1405pe_22 22 5/9/14 11:06 AM
For info. http://powereng.hotims.com RS# 12
1405pe_23 23 5/9/14 11:06 AM
www.power-eng.com
24
50 MW. Compared to the coal-fred units
on the site, the gas-fred units reduce SO
2
by 99 percent, NOx by 97 percent and
CO
2
by 41 percent.
We continue to transform our power
plant feet while maintaining our focus
on generating electricity that is both reli-
able and affordable, Sutton Plant Man-
ager Allen Clare said when the facility
went online. Our new natural gas plant
is another stride forward in meeting cus-
tomer needs using highly effcient, in-
creasingly clean energy sources.
turns a Toshiba steam turbine that
produces an additional 265 MW. This
turbine generator uses steam from the
HRSGs to produce electricity, which
increases plant effciency.
The plant can go from cold shut-
down to full capacity in about four
hours, and can ramp up and down or
run 24 hours a day.
Building the plant involved almost
35,000 cubic yards of concrete, more
than 295 miles of electrical cable, more
than 1,800 tons of structural steel and
more than 180,000 linear feet of un-
derground and aboveground pipe.
EMISSIONS CONTROL
The plants SCR system to remove
NOx from the combustion process, and
a oxidation catalyst removes most of the
CO and volatile organic compounds pro-
duced by the plant.
The technology and fring natural gas
has resulted in signifcantly lower emis-
sions than the coal plant it replaced while
increasing overall generation capacity by
The coal units at the site were retired in 2013, and their
generation has been more than replaced by the capacity of the
new gas-fred units.
1405pe_24 24 5/9/14 11:06 AM
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1405pe_31 31 5/9/14 11:06 AM
www.power-eng.com
32
in mid 2016 In addition,
our integrated resource
plan projects a similar
size unit would be re-
quired by 2019.
PARENT: We see this
regionally in the U.S.
We see the Northeast up.
We see the Southwest up.
We see the rest of the country
kind of flat. Theyre not up by
huge ticks, so the question
would be are we seeing a
big enough gap around
capacity that people
are going to make
those investment deci-
sions? Or are they going
to hold them off a little
longer? In the Northeast
and the area around the Gulf,
where there is a lot of economic
activity, we think those de-
cisions might be made a
little sooner.
POWER ENGINEER-
ING: Weve seen a
substantial increase
in capacity factors
for gas-fired power
plants for a number of
reasons. Clearly, power
producers are counting on
gas to supply a larger
share of baseload ca-
pacity. As these plants
run longer and
harder, how impor-
tant is it for power
producers to revisit
and adjust their O&M
strategies to reflect
the actual operation of
these plants?
JAMES: The amount of money
power companies want us to spend on
research related to preventive main-
tenance activities to extend the life of
components and life extension activities
of various sorts has increased steadily
heard some interest-
ing stories about
people taking a
little more time
and little more
effort to get sites
permitted and ap-
proved than they
used to be.
MITCHELL: There are a
number of factors which
influence demand for
new power projects,
including eco-
nomic develop-
ment, unit retire-
ments and other
factors such as re-
newable generation
growth and demand-
side management. At
Dominion, weve been
very fortunate to enjoy
continued growth
in our regulated
markets even dur-
ing the economic
downturn. The
PJM load fore-
cast indicates the
Dominion Zone has
the highest projected
growth rate at 1.8 percent
a year. We have actu-
ally been building
quite a bit of new
generation. We
completed a coal
plant in 2012 and
have converted
some of our older,
smaller coal units to
biomass or gas peak-
ing units. We currently
have two 3x1 combined cycle
power plants under construction. That
includes our 1,329-MW Warren County
project, expected to be in service late
this year, and our 1,358-MW Brunswick
County project, expected to be in service
recently moderated a roundtable discus-
sion with executives from GE Power &
Water, Dominion, Bechtel, and the Elec-
tric Power Research Institute (EPRI) to
address that question. The participants
were: Scott Austin, business development
manager for Bechtels thermal genera-
tion business; Mark Dennis Mitchell, vice
president-generation construction at Do-
minion; Revis James, director of Genera-
tion Research and Development at EPRI;
and Scott Parent, Engineering Leader for
GEs Distributed Power business.
What follows is a transcript of that dis-
cussion.
POWER ENGINEERING: Several new
combined cycle projects are in some
stage of development throughout
North America. But the construction
boom most were expecting did not
take place. The construction of new
gas-fired projects has been well be-
low the industrys early expectations.
Why?
AUSTIN: We all know electricity de-
mand in the U.S. has been relatively low.
In addition to that, youre seeing a lot
of the energy efficiency measures and
demand response being very effective.
Theyre producing better-than-expected
results. Those two things together have
really reduced the demand for electricity.
In 2013, electricity demand was still be-
low the 2007 peak. Then you look at the
supply side. While we saw quite a few coal
plants retire, the capacity factors of those
plants were on the low end. The effect of
those plants retiring didnt result in the
need for additional capacity to the extent
that was predicted.
JAMES: I think theres risk aversion
not only from the merchant standpoint
but also a little bit of discomfort getting
overinvested in an asset that if there were
changes in fuel prices, there might be
some added exposure there. Even though
theyre very cost effective and very flex-
ible, its getting more expensive and
more difficult to build inside a gas-fired
turbine than it was 10 years ago. Weve
R
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, E
P
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,
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IN
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&
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TEL
1405pe_32 32 5/9/14 11:06 AM
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For info. http://powereng.hotims.com RS# 23
Most forecasts will end up being
wrong at some point. Were involved
in processing gas out of the Marcel-
lus and Utica Shale. I would agree that
gas prices should remain stable for
some time. With that said, there can
be large swings in certain regions or
at certain periods, as we saw this past
winter where the polar vortex caused
extremely large swings in gas prices on
a short-term basis.
AUSTIN: Our view is that over next
five to 10 years, youre looking at sub
$6 gas. Thats weighted against the
level of gas exports and any environ-
mental restrictions placed on the ex-
traction techniques being used today.
We are planning for a continued build
out of combined cycle plants over the
mid-term.
JAMES: We stay away from those
projections. Nobody needs our help
with that.
investing. Having said that, I think
there are certain pockets of opportu-
nity - the area around the Gulf Coast,
the Southwest and in the PJM. Scott
earlier mentioned the area around the
Gulf Coast, the Southwest and in the
PJM. We think there are opportunities
there. They are increasingly difficult to
find, but with the right amount of dili-
gence, there is opportunity to get the
return to justify investment.
POWER ENGINEERING: Many
combined heat and power (CHP)
plants are fueled with natural gas.
The Obama administration wants
to increase CHP usage 50 percent
by 2020. Low gas prices are ex-
pected to promote the construc-
tion of new CHP plants. Do you
agree? Is CHP an emerging market
for gas-fired generation?
PARENT: They are small projects, but
they are special and very different. An
example of that would be a greenhouse
project we did recently in California.
We delivered a couple of our J624 gas
reciprocating engines, and theyre pro-
viding CO2 for the greenhouse, theyre
providing heat, and theyre also pro-
viding power. Additionally, were also
using condensed water from the ex-
haust about 10,000 gallons a day to
go back into the greenhouse.
When we look at these kinds of dis-
tributed CHP projects, they make great
economic sense and the environmen-
tal impact is also quite unique. In this
case, the payback was quite quick. I
think what were seeing is really good
economics with specialized factories
and processing plants that make great
sense.
POWER ENGINEERING: Whats
your outlook for gas prices?
MITCHELL: Predicting gas prices has
been a difficult task over the years.
1405pe_39 39 5/9/14 11:06 AM
www.power-eng.com
40
also ensuring all fluids entering the GT
are equally kept at a high standard, thus
minimizing or eliminating all sources of
contaminants.
Modern gas turbines operate at high
temperatures, and use component de-
signs and materials at the forefront of
technology, but these are more suscep-
tible to damage if contaminated fuel and
air enter the GT through poor operating
procedures. This article will consider
the need to ensure good quality fluids
enter the GT and review combustion
technology which has moved forwards
in achieving low emissions without
resorting to wet abatement methods.
Both conventional and low emissions
technologies are discussed along with
basic operating parameters associated
with the fuels in question.
The fuel range used in GT applications
is very wide with the choice based typi-
cally on availability and cost. In some
cases fuels may have little or no treat-
ment, in others they may have added
value which results in the high quality
pipeline natural gas that provides the
fuel of choice for gas turbine OEMs and
operators alike. Gas turbines can and do
operate on a wide range of fuels, but the
impact that such fuels may have on tur-
bine life has to be recognised.
It is not a case of saying these fuels
are acceptable, but understanding the
details, such as the composition [hy-
drocarbon species in the case of a gas-
eous fuel, inert species, contaminants,
water vapour, ]. Detailed analysis of
the fuels is necessary to determine key
parameters of the fluid, such as delivery,
storage and conditioning as well as key
features of the fuel itself, including Low-
er Heating Value (LHV), Wobbe Index,
dew point and density. Understanding
all of these provides the OEM and users
alike with indicators that the fuel enter-
ing the GT is suitable and can result in
good operation across a wide range of
F
or economic and environ-
mental reasons, it is im-
portant that gas turbines
used in both industrial
power generation and also
oil & gas applications can burn a wide
variety of fuels, with minimum impact
on the environment.
This article will examine the types of
gaseous and liquid fuels that can be con-
sidered for use in industrial gas turbines,
discuss the basic types of combustion
system employed such as conventional
and Dry Low Emissions. The flexibil-
ity of these systems to accept different
types of fuel given due consideration to
fuel quality and composition will be in-
cluded along with methods employed to
review and assess fuels. Common con-
taminants found in fuels and the impact
these have on the operability and main-
tenance of an industrial gas turbine will
also be covered. Understanding gaseous
fuel composition and the impact on the
combustion process will be presented
along with the resultant emissions to
atmosphere and pollution abatement
methods available and applied to limit
the impact on the environment.
GAS TURBINE FUEL
AND EMISSION
Ensuring fuel is provided and main-
tained at a high quality is key to deliv-
ering good operation in a modern gas
turbine over long periods of time. How-
ever, it is not just fuel that is critical, it is
Fuels, Combustion
& Environmental
Considerations
in Industrial Gas
Turbines
BY BRIAN IGOE AND MICHAEL WELCH,
SIEMENS INDUSTRIAL TURBOMACHINERY LTD
1
Conventional Combustion
Conventional combustion operates at high primary zone temperatures,
causing high thermal NOx formation.
GAS TURBINE TECHNOLOGY
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42
temperatures, circa 2500K, resulting in
high thermal NO
x
formation. Lowering
the flame temperature, and hence NO
x
production, can be achieved by injec-
tion of diluents such as water or steam
into the primary zone, which quench
the flame and has been successfully em-
ployed for many years by many of the
gas turbine manufacturers. Different
OEMs use differing methods for water
or steam injection, but all recognize the
impact each has on reliability and life
cycle costs. Generally such combustion
systems have been more tolerant to dif-
ferent fuel types.
Reducing exhaust emissions by inject-
ing water or steam into the primary zone
is compared to the benefits of DLE/DLN
solution (Figure 2). Wet injection needs
a large quantity of de-mineralized water
and there is an impact on the service re-
gime, with more frequent planned inter-
ventions. The ratio of water, or steam, to
fuel (WFR or SFR) used results in lower
NO
x
, but can impact CO emissions in a
detrimental manner. Completion of a
loads and ambient conditions. It is also
important to determine and understand
the products of combustion and impact
on the environment. Exhaust emissions
are highly regulated in many parts of
the world and even those areas that up
until recently had no requirements have
started to introduce standards or guide-
lines which need to be noted during the
application assessment stage.
TYPES OF COMBUSTION
EMISSIONS REGULATED
The U.S. Clean Air Act and the Euro-
pean Union (EU) Combustion Plant Di-
rective are examples where limits on the
worst polluting species from gas turbine
plants are regulated. Consequently, low
emissions became the norm and not the
exception, especially for pollutants such
as nitrogen oxide (NO
x
), carbon mon-
oxide (CO) and un-burnt hydrocarbons
(UHC).
In addition, the major gas turbine
OEMs, along with a large number of oil
& gas companies, have their own poli-
cies with regard to environmental stew-
ardship and offer or specify low emis-
sion equipment even in locations where
no formal legislation exists, or is set at a
higher level.
The result of all of these drivers is to
make the Dry Low Emissions or Dry
Low NO
x
(DLE/DLN) combustion sys-
tem the primary combustion system of
choice. In some cases DLE/DLN is the
only combustion system offered, espe-
cially on newer models.
Available Combustion Systems
Two types of combustion systems
are widely used in gas turbines: one
based on the conventional diffusion
flame; the second typically uses lean
pre-mix technology targeting low ex-
haust emissions signature. These are
offered in both annular and can-annu-
lar arrangements.
Conventional Combustion
Conventional combustion (Figure 1),
also referred to as diffusion flame com-
bustion, operates at high primary zone
2
Expected Guarenteed
RELATIVE EMISSIONS PERFORMANCE
(PIPELINE QUALITY GAS AT FULL LOAD)
Effects of Wet Injection on Diffusion Flame
Combustor compared with DLE.
180
160
140
120
100
80
60
40
20
0
p
p
m
v
r
e
l
1
5
%
O
2
i
n
E
x
h
a
u
s
t
None WI(wfr=0.7) PSI (sfr=1.5) SSI (sfr=3) DLE
NOx
CO
3
5
1
120.0
100.0
80.00
60.0
40.0
20.0
0.0
Months
Jan. Feb. Mar. Apr. May Jun. Jul. Aug. Sep. Oct. Nov. Dec. Jan. Feb. Mar. Apr.
1998 1999
R
e
l
a
t
i
v
e
M
a
s
s
E
m
i
s
s
i
o
n
s
%
5 Fold Decrease
Effect of Conversion of Multi-Engine Site
from Conventional to DLE Combustion Confguration
Relative Change in NOx Mass Emissions
1405pe_42 42 5/9/14 11:07 AM
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44
transient response; and all without ex-
cessive cost.
METHODS OF REDUCING
NOX EMISSIONS
There are three main ways for NOx
formation
t thermal NO
x
t prompt NO
x
t fuel bound NO
x
(FBN)
Thermal NO
x
is by far the most domi-
nant source of NO
x
and is produced by
the reaction between nitrogen and oxy-
gen in the air as described by Zeldovich.
This reaction takes place above 1700K
and the rate increases exponentially as
temperature increases (Figure 4). Prompt
NOx is produced by the high-speed reac-
tions at the flame front, whilst FBN can
only be influenced by removal of nitro-
gen bearing compounds in the fuel.
DLE DESIGN
DLE combustion arrangements tend to
be either can-annular as shown in Figure
5 or annular combustion configuration
(Figure 6). In this latter configuration a
single combustion chamber is mounted
around the outside of the compressor
exit section of the gas turbine, with mul-
tiple burners mounted through engine
casings through holes in the combustor.
DIFFUSION FLAME
COMPARISONS WITH DLE
COMBUSTION SYSTEMS
In order to produce low NO
x
and
low CO the homogeneous flame tem-
perature within the combustor must be
controlled between strict limits. Con-
ventional diffusion flame combustor
has a high primary zone temperature
due to high turbulence regions promot-
ing mixing and result in temperatures in
excess of 2500K. In order to reduce NO
x
levels either the temperature within the
combustor has to be lowered or the NO
x
must be removed after the turbine. Im-
provements in mixing the fuel and air to
achieve a homogeneous mixture whilst
at the same time leaning out the mix-
ture within the DLE combustor, achieves
the desired effect of a more uniform and
lower peak combustor temperature, thus
retrofit of existing gas turbines was made
to include DLE combustion achieving a
notable environmental benefit, offering
almost a 5 times reduction in NO
x
emis-
sions compared to previous abatement
system employed (Figure 3).
DRY LOW EMISSIONS
COMBUSTION SYSTEMS
Lowering primary zone temperatures
without resorting to wet diluents is now
achieved using lean pre-mix combus-
tion. Dry Low Emissions (DLE) or Dry
Low NO
x
(DLN) combustion systems
address the production of NO
x
at source
with a design that does not rely on in-
jected diluents, hence the term dry.
Of all of the promising technologies:
Lean-premixed pre-vaporised combus-
tion; Staged Combustion; Catalytic
Combustion; Rich-burn lean quench
combustion; lean pre-mixing is the
most dominant. Lean premixed system,
which reduces the production of NO
x
by
reduction of the reaction temperature,
is the one that has been developed by a
number of gas turbine OEMs as the com-
bustion system of choice with many mil-
lions of operating hours now recorded.
NO
x
formation increases exponen-
tially with temperature, therefore it
is critical to ensure air and fuel is well
mixed. Lower NO
x
has been achieved
by combusting the fuel in an excess of
air, hence lean pre-mix combustion.
During the early design and develop-
ment work, there was much attention
devoted to achieving a homogeneous
mixture, and burning this mixture with-
out detrimental impact on combustion
and turbine hardware. One lean pre-mix
combustor design comprises four main
features: Fuel/air injection device; stabil-
ity device; pre-mixing zone; flame stabi-
lization zone.
Meeting emissions requirements is
only one aspect of combustion design.
It has also to meet operational crite-
ria, including: component life; flexible
fuel operation; reliable starting; reli-
able switching between fuels; reliable
4
100000
10000
1000
100
10
1
0.1
0.01
0.001
0.0001
0.00001
0.000001
p
p
m
m
This reaction takes place above 1700K and the
rate increases exponentially as temperature increases.
1300 1500 1700 1900 2100 2300 2500 2700 2900
Flame Temperature (K)
T
y
p
i
c
a
l
L
e
a
n
B
u
r
n
P
e
a
k
T
e
m
p
e
r
a
t
u
r
e
s
T
y
p
i
c
a
l
D
i
f
f
u
s
i
o
n
F
l
a
m
e
P
e
a
k
T
e
m
p
e
r
a
t
u
r
e
s
NOx Formation rate
1405pe_44 44 5/9/14 11:07 AM
www.power-eng.com
45
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resulting in low thermal NO
x
produc-
tion.
DRY LOW EMISSIONS
COMBUSTION
The design approach by one OEM is
shown in Figure 7, highlighting the use
of scaled combustion geometry across
the product portfolio and use of can-
annular combustion hardware.
A common design approach was ad-
opted where scaling and adjustments
for air flow have been applied depend-
ing on the rating and combustor num-
bers used in the GT model. The com-
bustor comprises a number of sections
(Figure 5):
t Fuel injection device or the pilot
burner - houses the pilot fuel gal-
leries and injectors for both gaseous
and liquid fuel
t Main fuel injection device - the
main burner - houses the main air
5 DLE Combustion System Design 2000
DLE combustion arrangements tend to be can-annular
or annular combustion configuration.
1405pe_45 45 5/9/14 11:07 AM
www.power-eng.com
46
degree of premixedness and
hence low NO
x
emissions
t Pilot, which is reduced as the
load demand increases and en-
sures flame stability
The pilot is arranged such that as the
pilot fuel split increases, the fuel is bi-
ased towards the axis of the combustor.
Describing each element of the DLE
system in more detail and referring to
Figures 5 shown earlier:
Pilot Burner
Provide fuel for ignition and transient
operation, with a small percentage used
at full load for stability purposes. An ig-
nition source is mounted in each pilot
burner, along with a thermocouple to
monitor the temperature of the face of
the burner. For dual fuel units, a sepa-
rate liquid fuel lance, located and ac-
cessed through the rear of the burner,
provides fuel for ignition and transient
operation.
Main Burner
Fuel flow increases as speed and then
load is increased. This provides the pre-
mixing via the radial swirler and numer-
ous gas injection ports. The swirlers are
fixed design with control of fuel neces-
sary to achieve both load and ambient
temperature control.
Liquid Core
Located with main swirler/burner
when a dual fuel arrangement is re-
quired, otherwise a blank ring is used.
Diesel is injected through a number
of equally spaced nozzles resulting in
good pre-mixing with high velocity and
achieving good liquid fuel emissions
characteristics.
Combustion Liner
Main swirler/burner is mounted at the
head of the combustor, which comprises
a double skin liner, the outer skin con-
trolling the cooling air feeding the annu-
lus between inner and outer liner. The
head of the combustor locates the pre-
chamber where the fuel is mixed prior
to ignition.
Transition Duct
Controls and directs the hot combus-
tion gases towards the first stage nozzle
and typically includes effusion cooling.
Materials
Conventional materials typically used
in this part of the gas turbine. Burners
are routinely made from stainless steel,
with the application of a thermal barrier
coating in key areas. Combustion cham-
bers are manufactured from Nimonic
steels with thermal barrier coatings ap-
plied to the inner liner surface.
GAS TURBINE FUELS
AND FUEL QUALITY
Modern highly efficient gas tur-
bines rely on high-quality alloys allow-
ing increased firing temperatures to be
achieved, whilst still maintaining accept-
able product life. To achieve this, more
attention on the use of the fluids entering
the gas turbine is necessary, including air,
lubricating oil and fuel. All gas turbine
OEMs provide comprehensive specifica-
tions covering the fuel quality permit-
ted for use in the gas turbine. These are
used to ensure fuel quality is defined at
the onset of a project and throughout the
lifetime of the turbine and are prepared
for good reason. To ensure acceptable tur-
bine operation is achieved with little or
no impact on major turbine component
life, it is necessary to understand fuel
composition and the supply conditions
in more detail. Identification of contami-
nation has become particularly necessary
as this can have a detrimental impact on
exotic materials used in turbine blading.
swirler and main gas and liquid
fuel systems
t The combustor - the flame mix-
ing and stability device which
includes a narrow inlet feature,
called the pre-chamber; is of
double skin construction with
impingement cooling, this air
exhausting into the combustor
through dilution holes down-
stream of the main reaction zone.
A transition duct, located down-
stream of the combustor, conditions the
flow from the circular combustor exit to
a sector of the turbine entry annulus.
In this DLE design main combus-
tion air enters through a single radial
swirler at the head of the combustor.
Flow turns through 90 degrees into the
pre-chamber followed by a sudden ex-
pansion into the combustion chamber.
The swirl number is sufficiently high to
induce a vortex breakdown reverse flow
zone along the axis. This is termed the
internal reverse flow zone. In this design
concept the reverse flow zone remains
attached to the back surface of the com-
bustor thereby establishing a firm aero-
dynamic base for flame stabilization. In
the wake of the sudden expansion, an
external reverse flow zone occurs with
flame stabilization in the shear layers
around the internal and external reverse
flow zones.
Gaseous and liquid fuels are intro-
duced, in two stages:
t Main, which results in a high
6 Annular Combustor with 3rd Generation DLE Burner
1405pe_46 46 5/9/14 11:07 AM
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Index (number) is the Net (lower) calo-
rific value of the fuel divided by the
square root of the fuels specific gravity.
WobbeIndex
Where CVv
0
= net calorific value
(MJ/m
3
) at standard conditions
(288K, 1.013bara)
SG
0
= specific gravity at standard
conditions
The choice of gaseous fuels as a pri-
mary fuel for use in gas turbines is dic-
tated by widespread availability and low
price. Compositions of gaseous fuels
vary widely, from those taken directly
from wells (can contain high amounts of
heavier hydrocarbons), to those contain-
ing non-combustible species (such as ni-
trogen & carbon dioxide). In some cases
hydrogen sulfide may be present, which,
left untreated, can produce sulfur oxides
in the exhaust, and, more significantly,
can combine with halides to form com-
pounds which readily attack the exotic
alloys used in turbine blading, resulting
in premature component failure.
Gaseous fuels can contain a wide vari-
ety of contaminants such as: solids, wa-
ter, higher hydrocarbons, hydrogen sul-
phide, carbon dioxide, carbon monoxide,
and hydrogen. The importance of provid-
ing a comprehensive fuel composition
in order to determine the suitability of
such fuels should not be underestimated.
Concerns and issues can be identified at
an early stage to allow preventative mea-
sures, such as fuel treatment, to be taken.
Higher hydrocarbons influence the
hydrocarbon dew point, hence a high
supply temperature is required. If the
temperature is not maintained then liq-
uid dropout (condensate) will result and
can cause problems in the fuel system,
or, more seriously, impinge on combus-
tor surfaces leading to localized burning
and component failure, such as indicated
in Figure 8.
Hydrogen sulfide combustion results
in sulfur oxides in the exhaust (hence po-
tential for acid rain). Of equal concern is
the presence of alkali metal halides, such
as sodium chloride or potassium chlo-
ride, and water vapour. These result in the
formation of alkali sulfates, giving rise to
aggressive corrosive attack of the nickel
alloys used in modern turbine blades.
GASEOUS FUEL
ASSESSMENT CRITERIA
Assessment of gaseous fuels is neces-
sary to determine the suitability, some of
which are discussed here:
Temperature Corrected Wobbe
Index
Pipeline quality gas fuels contain
mostly methane, with small quantities
of ethane.
Wobbe Index (WI) is one of the pa-
rameters used to assess fuel and allows
a direct comparison of different fuels to
be made based on heat content. Wobbe
1405pe_47 47 5/9/14 11:07 AM
www.power-eng.com
48
prevent condensate or liquid drop out.
Some OEMs apply a minimum of 20C,
but others may apply higher levels, com-
monly 25-30C. Fuels which contain
higher, and variable, hydrocarbon spe-
cies may require a higher margin of su-
perheat to be applied.
OTHER CONTAMINANTS
Water and higher hydrocarbons are
two contaminants already discussed,
but there are others that are met and
need to be considered
Carbon Dioxide
CO
2
reacts in the presence of moisture
producing a weak acid, but mostly acts
as a diluent reducing the heat content
available in the fuel.
Hydrogen Sulfide
Hydrogen sulfide is highly toxic and
can pose unique challenges to opera-
tors as well as in the operation of gas
turbines. Besides specific health and
safety requirements H
2
S (also sulfur
in liquid fuels) can combust produc-
ing SO
x
(SO
2
/SO
3
) emissions to atmo-
sphere, which react in the presence
of moisture resulting in weak acid
where and are at standard
conditions (288K, 1.013bara)
Fuels are often provided at different
supply conditions. Therefore the use of
Temperature Corrected Wobbe Index
(TCWI) becomes an important aspect
when reviewing fuels. Gas fuels con-
taining water and or higher hydrocar-
bon species will result in higher dew
point requirements, hence the need
to provide a set amount of superheat
margin, ensuring the gas remains in a
vapour at all times.
Where:
T
fuel
is temperature of fuel at turbine skid
edge (K)
WI
T
= Temperature Corrected Wobbe In-
dex
WI
0
= Wobbe Index at standard condi-
tions, 288K
Fuels with visually different composi-
tions may have the same Wobbe Index
and therefore same heat content. How-
ever, other factors such as dew point
need to be evaluated.
GT OEMs have limits on ranges of fuel
CV or WI before it becomes necessary to
introduce changes in combustion hard-
ware. This may be as simple as geometry
changes within the same burner or more
extensive and involve fuel system chang-
es. The objective is to achieve a similar
fuel supply pressure and pressure drop
across the burner to ensure stable com-
bustion is maintained.
Dew Point and Supply
Temperature
Gaseous fuels comprise a variety of
hydrocarbon species, each of which has
a unique dew point temperature, i.e.
the temperature at which the gas con-
denses producing liquids, and those
fuels which also contain water will have
in addition a water dew point. Thus it
is possible to determine the dew point
for a known gas at a given pressure. It
is normal to apply a margin of super-
heat over the calculated dew point to
7 Design Approach
Scaled hardware design across the product portfolio
and use of can-annular combustion hardware.
8 Component Failure
DLE Pre-chamber damage as the result of heavy
hydrocarbon carry over and oxidation.
1405pe_48 48 5/9/14 11:07 AM
www.power-eng.com
49
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kerosene, for example) are processed
from crude oil and can be made to a
wide range of specifications. Other liq-
uid fuels such as natural gas liquids or
higher hydrocarbon liquids, such LPG
(a mixture of propane and butane), are
also produced and have been used as a
gas turbine fuel, although special con-
sideration is needed in such cases.
The suitability of commercially avail-
able diesel fuels must be assessed and
compared to the OEMs own specifica-
tion. Several international specifications
exist, all with small differences that
can make a huge difference in gas tur-
bine operability. Typical Specifications
include EN590 and ASTM D975 along
with low and Ultra Low Sulfur diesels.
Alternative liquid fuels to fossil diesel
are becoming more widespread such as
paraffinic biodiesel and liquids derived
from natural gas, the latter via conver-
sion techniques such as Fischer Tropsch
production (acid rain). Where SO
x
leg-
islation exists, treatment of the fuel at
source to remove or lower H
2
S (or sul-
fur in liquid fuels) is necessary.
In the presence of sodium, potassium
or vanadium, such as found off-shore or
in coastal environments, further assess-
ment will be required as the reaction of
these metals and their salts with sulfur
results in the production of sodium and
potassium sulfates or vanates which are
highly corrosive to modern materials
used in the hot gas path components,
such as turbine nozzles and rotor blades.
Hydrogen and Carbon Monoxide
Both readily combust, but require spe-
cial understanding before acceptance as
a GT fuel. Both exacerbate combustor
flame speed, and can result in flash-
back, where the flame velocity exceeds
the local combustor velocities. This
makes these types of fuels less suited for
lean pre-mix type combustion systems.
However, conventional diffusion flame
combustion systems are more tolerant
to such fuels, subject to full assessment
and application of appropriate safety
measures.
OTHER FUELS USED IN
INDUSTRIAL GAS TURBINES
Pipeline quality gas fuel has been
shown to be the primary source of fuels
for gas turbine applications mainly due
to widespread availability and low cost.
However, there are many other fuels
which are used or considered, especially
where pipeline gas is either not available
or of insufficient quantity.
Premium Liquid Fuels
Diesel fuel and kerosene processed to
internationally recognized quality stan-
dards are used either on their own or in
conjunction with gas fuels (dual fuel op-
eration).
Distillate fuels (No2 Diesel and
1405pe_49 49 5/9/14 11:07 AM
www.power-eng.com
50
Biogas Fuels
Mainly weak methane-based gas fuels
(can be referred to as medium Btu fuels)
containing high levels of carbon dioxide,
CO
2
and/or Nitrogen, N
2
. which can be
naturally occurring or derived from the
decomposition of waste material (Land
Fill Gas - LFG) or from anaerobic diges-
tion (AD) process or Waste Water Treat-
ment Process (WWTP), and can be con-
sidered as a useful fuel for gas turbines.
LFG, AD, or WWTP are sometimes rec-
ognized as renewable fuels and can gain
green accredita-
tion and additional
economic benefits.
There are many ex-
amples of gas tur-
bines operating on
these weak fuels
using conventional
combustion, but in
recent times extend-
ed fuels capability
using low emission
combustion configurations have been
developed. With such fuels it is a require-
ment of the fuel system to provide suf-
ficient quantity of fuel to sustain stable
combustion and be responsive to varia-
tions in such fuel sources.
Refinery; Process Off-gas; Hydro-
gen Syngas
Process off-gas, such as a refinery
tail gas, can be used as a suitable gas
turbine fuel. These fuels can contain
high levels of hydrogen and carbon
monoxide, therefore require special
consideration due to the much higher
flame velocities of these species.
In this category is syngas, derived
from the gasification or pyrolysis of
coal, petcoke, various wood types, or
municipal or agricultural waste prod-
ucts. These are low in heating value
compared to biogas, for example,
but comprise hydrogen and carbon
monoxide as well as quantities of in-
ert species, CO
2
and N
2
. All of these
need special consideration due to the
impact each has on combustor flame
speeds and the propensity for flash-
back and the resultant damage to
combustion hardware.
Hydrogen rich fuels have been used
with some success, but require the use
of conventional combustion. Wet in-
jection can be applied to reduce atmo-
spheric pollution. A derivative of this
capability is gases produced from coke
batteries in the steel making process.
Coke Oven Gas, COG, is high hydro-
gen, but also contains methane and to
a lesser extent CO. Conventional, dif-
fusion combustion system is applied
but additional gas cleaning is essential
to prevent a shortening of the hard-
ware life due to the effects of contami-
nation found in such fuels.
Natural Gas Liquids and LPG fuels
Less used, but still viable, gas turbine
fuels include those containing higher
hydrocarbon species. These require spe-
cific assessment and consideration with-
in both the fuel system and combustor
injector.
LPG can be used either in vaporized
or liquid form. When vaporized and
maintained in gaseous form, the gas
should be supplied at elevated tempera-
tures due to the use of the higher hydro-
carbons usually associated with LPG,
butane and propane. Special injectors
will be required to ensure the metered
fuel is correctly controlled.
When supplied in liquid form special
consideration must be made to the fuel
system. LPG has a low viscosity and spe-
cial pumps are required to overcome the
problem of low lubricity. Control of the
fluid is critical to ensure other problems
are avoided such as:
t Waxing (fuel temperature too low)
t Exceeding flash point (temperature
too high)
t Corrosion (particularly where cop-
per is present)
t Vapor lock due to premature vapor-
ization of liquid
Storage of such fuels needs particular
attention. Having a lower viscosity in
and commonly referred to as Gas to Liq-
uids or GTL fuels (similar fuels include
BTL biomass to liquids and CTL coal
to liquids). Although production quan-
tities are small today these will grow in
years to come and either will be blended
with fossil diesel or used as a stand-alone
fuel. Specifications for such fuels are in
development, such as TS 15940:2012,
covering Paraffinic biodiesel fuel.
LNG
LNG is available from a wide variety
of sources and can vary significantly
in properties due
mostly to the con-
tent of ethane, C2
species in the com-
position (in place
of methane). These
tend to be higher
in Wobbe Number
than standard pipe-
line quality natural
gas, so may require
nitrogen dilution
to ensure compatibility with general
pipeline quality fuel specifications.
Wellhead Gases as a GT Fuel
Alternative gaseous fuel solutions for
gas turbines are used where export of the
gas fuel from source makes little econom-
ic sense. Assessment and use of wellhead,
or associated, gas fuels can allow mar-
ginal wells and locations to be developed.
Each fuel is assessed on its merits with
some recommendations made regarding
minimal cleanliness, water content, dew
point control, all of which have been cov-
ered in detail.
Unconventional Gaseous Fuels
Unconventional gas implies gas fu-
els extracted from coal beds (coal bed
methane or coal seam gas) or from shale
rock using the technique called frack-
ing. The merit of this process is not dis-
cussed, but rather the fuel extracted and
treated. The method may be unconven-
tional, but once extracted and cleaned
the gas is very much conventional and
can be treated in the same way as pipe-
line quality gas or LNG.
Hydrogen rich
fuels have been
used with some
success, but
require the use
of conventional
combustion.
1405pe_50 50 5/9/14 11:07 AM
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51
For info. http://powereng.hotims.com RS# 29
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The stainless steel housed FLUXUS
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meter allows for an inherently precise
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69
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PARTS | SERVICES | REPAIRS
Mechanical Dynamics & Analysis
19 British American Blvd. | Latham, NY 12110
ph.518-399-3616 | www.MDAturbines.com
For over three decades Mechanical Dynamics & Analysis has
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1405pe_69 69 5/9/14 11:08 AM
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readings are invalid due to an instrument
error. Also, in some cases, multiple in-
strument readings can be integrated into
chemistry evaluations. For example, if
boiler pH begins to rapidly decrease, the
primary reason would be cooling water
in-leakage at the condenser or malfunc-
tion of the makeup water treatment sys-
tem. If the condensate pump discharge
cation conductivity and sodium moni-
tors indicate no contamination, the pH
meter is almost certainly in error.
AUTOMATED CHEMICAL
FEED CONTROL
As the initial discussion outlined,
for utility steam generators the primary
chemical feeds are ammonia or an amine
for pH control in the condensate/feedwa-
ter system and tri-sodium phosphate (or
in some cases caustic) for boiler water pH
conditioning. The standard technique
for ammonia feed is to calibrate the feed
control based on specifc conductivity
readings, which are very straightforward
and reliable. Much more complicated is
control of the tri-sodium phosphate feed.
Drum boilers, by their very nature, cycle
up impurities, even when they enter in
trace amounts. These impurities typically
will include chlorides, which can be very
detrimental if not properly controlled by
chemistry.
Furthermore, any ammonia that en-
ters the boiler will infuence the pH of
cooled samples, but has little effect at the
temperatures in the boiler. However, al-
gorithms have been developed that allow
for accurate calculation of system chemis-
try, and subsequent chemical feed, based
on standard on-line readings including,
specifc and degassed cation conductiv-
ity, pH, and phosphate.
The upshot is that this technology can
incorporate chemical feed capabilities
into the monitoring and data display
functions to provide as much as possible
a complete, automated system.
which the impurities can rapidly cause
hydrogen damage and other corrosion in
the steam generator.)
Excursions in main or reheat steam
chemistry can indicate one of several
serious problems including failed drum
moisture separators, excessive fring, or
poor boiler water chemistry control.
INSTRUMENTATION CAPA-
BILITIES
The revolution in electronics over the
last several decades has not been lost in
the analytical chemistry feld. Instru-
ments now can detect impurities at ex-
tremely low concentrations, and reliabil-
ity is much improved.
Furthermore, many instruments have
self-diagnostic capabilities. This can be
extremely important. Consider the most
critical case, in which unit shutdown is
called for if the boiler water pH drops
below 8. A self-diagnostic pH meter can
alert plant technical personnel if the
CONTINUED FROM PAGE 66
An Intelligent System for Improved Water/Steam Chemistry Control and Plant Reliability
www.power-eng.com
71
1405pe_71 71 5/9/14 11:08 AM
www.power-eng.com
72
INDEX
RS# COMPANY PG# SALES OFFICE RS# COMPANY PG#
1421 S. Sheridan Rd., Tulsa, OK 74112
Phone: 918-835-3161, Fax: 918-831-9834
e-mail: pe@pennwell.com
Sr. Vice President North
American Power Group
Richard Baker
Reprints
Foster Printing Servive
4295 Ohio Street
Michigan City, IN 46360
Phone: 866-879-9144
e-mail: pennwellreprint@fosterprinting.com
National Brand Manager
Rick Huntzicker
Palladian Professional Park
3225 Shallowford Rd., Suite 800
Marietta, GA 30062
Phone: 770-578-2688, Fax: 770-578-2690
e-mail: rickh@pennwell.com
AL, AR, DC, FL, GA, KS, KY, LA, MD, MO,
MS, NC, SC, TN, TX, VA, WV
Brand Sales Manager
Dan Idoine
806 Park Village Drive
Louisville, OH 44641
Phone: 330-875-6581, Fax: 330-875-4462
e-mail: dani@pennwell.com
CT, DE, IL, IN, MA, ME, MI, NH, NJ, NY,
OH, PA, RI, VT, Quebec, New Brunswick,
Nova Scotia, Newfoundland, Ontario
International Sales Manager
Natasha Cole
1455 West Loop South, Suite 400
Houston, Texas 77027
Phone: 713.499.6311; Fax: 713.963.6284
e-mail: natashac@pennwell.com
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38 ProEnergy Services LLC C4
www.proenergyservices.com
36 Renewable Energy 65
World Conference
www.renewableenergyworld-
events.com
37 RES Americas Inc C3
www.res-americas.com
3 Robinson Fans 5
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15 Rolls Royce 27
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18 Roxul Inc 31
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30 Structural Integrity 53
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7 Sulzer Turbo Services 12-13
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9 Terrasource Global 17
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& Emission Technologies
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Operations LLC
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20 Volvo Penta of 34
the Americas
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2 Westinghouse Electric Co 3
1 Zeeco Inc C2
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6 Amec E&C Serv 11
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1405pe_72 72 5/9/14 11:08 AM
Renewable Energy Systems Americas Inc.
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eld, CO 80021 | 303.439.4200
res-americas.com
99MW Greenwich Wind Project
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1405pe_C4 4 5/9/14 11:08 AM
ORGANIZATIONAL INSIGHTS
Military Friendly Energy
Industry Employers
For t he i ndus t r y s c ar eer - mi nded pr of e s s i onal s SPRING 2014
A suppl ement t o PennWel l publ i c at i ons | www. PennEner g yJ OBS. c om
Bridging the Gap:
Women in Energy
Energy to Serve: Veterans
find new direction in
the energy industry
Attracting and Retaining
Women in Oil and
Gas Engineering
TRAINING INSIGHTS:
1404PEJEW_C1 1 4/21/14 2:20 PM
1404PEJEW_C2 2 4/21/14 2:20 PM
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2 EDITORS LETTER
Women and Veterans in Energy
Hilton Price, PennWell
3 Bridging the Gap: Women in Energy
Dorothy Davis Ballard, PennWell
6 Attracting and Retaining Women in
Oil and Gas Engineering
By Neil Tregarthen, NES Global Talent
8 Women in Energy Spotlight: Christi Gell
10 Women in Energy Q&A: Sarah Cridland
12 TRAINING INSIGHTS
Energy to Serve: Veterans find new
direction in the energy industry
Hilton Price, PennWell
16 ORGANIZATIONAL INSIGHTS
Military Friendly Energy Industry Employers
PennEnergy.com
18 INDUSTRY INSIGHTS
Employee Innovations Address Environmental
Concerns of CO2 Storage and Carbon Ash
Dan Patel & Gerry Klemm, Southern Company
w w w . P e n n E n e r g y J O B S . c o m
SPRING 2014
A PENNWELL PUBLI CATI ON
Dorothy Davis Ballard, Content Director
dorothyd@pennwell.com
Hilton Price, Editor
hiltonp@pennwell.com
Cindy Chamberlin, Art Director
cindyc@pennwell.com
Daniel Greene, Production Manager
danielg@Pennwell.com
Tommie Grigg,
Audience Development Manager
tommieg@pennwell.com
PennWell Corporation
1421 South Sheridan Road
Tulsa, Oklahoma 74112
918 835 3161
PennWell.com
Recruitment Advertising Sales:
Courtney Noonkester
Sales Manager
918 831 9558
courtneyn@pennwell.com
Adv er t i s er s
I ndex Chevron .............................................................................................................. C2
Map search .................................................................................................. 13, 19
Pennenergy.com ................................................................................................ 15
Pennenergy Jobs Books ..................................................................................... 11
Pennenergy Jobs ......................................................................................5, C3, C4
1404PEJEW_1 1 4/21/14 2:19 PM
2 Spring 2014
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EnergyWorkforce
Edi t or s
Let t er
H
ELLO everyone and a big thank you to Dorothy Davis! Dorothy has handed the
reins of PennEnergy Workforce over to me, and I couldnt be more excited. We
have a fantastic issue dedicated to a topic Im very passionate about: Putting people to
work, specifically people who may be overlooked or marginalized.
For women, the fight for true equality is ongoing, and that is often very clear in the
boys club world of the energy industry. A new survey looks at the hard data on women
engineers. To see some of their findings, head to page 6.
We wanted to share some womens individual experiences, too. To see an
autobiographical look at what the experience was like for one engineer, head to page
8, and for an in-depth
questionnaire with another
prominent woman in the
industry, head to page 10.
Our nations fighting
men and women are often
overlooked when they return
home from duty. However,
the industry is working to find
them a new career here at
home. For an overview of veterans experiences returning to work, head to page 12.
Many energy companies are showing great success in veteran hiring. For a look at
some of the companies that employ returning soldiers, head to page 16.
Its an expansive energy industry and theres room to employ so many, from so many
backgrounds and walks of life. Im excited to share these stories with you.
Lets get to work!
Hilton Price
Starting Point
Its an expansive energy industr y and
theres room to employ so many, from so
many backgrounds and walks of life.
1404PEJEW_2 2 4/21/14 2:19 PM
Cover STORY
EnergyWorkforce
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FOR JOB OPPORTUNITIES, VISIT www.PennEnergyJOBS.com
|
Spring 2014 3
Bridging the Gap:
Women in Energy
By Dorothy Davis-Ballard
A
S baby boomers are gradually
exiting the workforce, energy
companies are continuing to
ramp up their efforts to recruit women
for roles that have traditionally been
held by men. As a growing number of
women are pursuing STEM (science,
technology, engineering and mathe-
matics) educations and careers, they are
emerging as a driving force in the suc-
cess of the energy industry. The energy
sectors are not only essential, but also
offer numerous opportunities to operate
and develop new and innovative tech-
nologies. Advancing the responsible
productivity of oil and gas, renewables
and efficiency is more important than
ever as global demand continues to
rise sharply and access to resources be-
comes increasingly complex.
Encouraging pursuit of STEM careers
In order to fill many of the positions at
oil and gas and renewable energy firms
and facilities, companies must look to
improving access to STEM education-
al programs and career opportunities
for women.
While women account for half of
the U.S. workforce overall, less than 25
percent of women are in STEM jobs,
according to the U.S. Department of
Commerces Economics & Statistics Ad-
ministration (ESA). Further, many of
the jobs in the energy industry demand
a background or degree in a STEM
field, which also opens women to high-
paying positions. Women with STEM
jobs are paid 33 percent more than wom-
en in non-STEM jobs, the ESA said.
As an example, the position of reser-
voir engineer, which ranked in the No.
10 spot in CNNMoney/PayScales list of
Best Jobs in America, usually requires a
degree or background in petroleum or
chemical engineering. Reservoir engi-
neers earn a median pay of $179,000,
with top earners getting paid $254,000
to hold a low stress job that boasts a high
level of personal satisfaction, according
to the survey.
Because no two oil and gas fields
are the same, Im constantly expanding
my knowledge of the industry, which
makes the job fulfilling and enriching,
Kristen OConnor, a reservoir engineer
with Marathon Oil in Houston, told
CNNMoney.
Industry works to include more women
Encouraging women to pursue STEM
educations and careers is an evolving
priority for many energy companies
that understand the need to diversify
their workforce to increase innovation
in the industry and competitiveness in
the global marketplace.Many in the in-
dustry are recognizing more needs to be
done to attract and retain women in the
energy sector and at the same time, fill a
large skills gap anticipated to be left by
the exiting workforce of baby boomers.
Leading companies such as ExxonMo-
bil are actively addressing the problem
of filling the gender gap through fund-
ing to organizations that are committed
to expanding the number of women in
STEM careers.
Companies have to think of recruit-
ing in a different light now and have in-
novative or new recruitment strategies,
said Carolyn Stewart, regional business
development manager in Houston for
recruitment firm NES Global Talent.
BPs Global Diversity and Inclusion
Report shows more U.S. oil and gas pro-
fessionals were optimistic about hiring
and advancement for women in the oil
and gas industry with 75 percent express-
ing a positive outlook, which is 4 per-
cent higher than the 71 percent mea-
sured globally. More than 60 percent of
respondents believe more women will
1404PEJEW_3 3 4/21/14 2:19 PM
4 Spring 2014
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FOR JOB OPPORTUNITIES, VISIT www.PennEnergyJOBS.com
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EnergyWorkforce
join the industry as either workers who
are newly entering the sector or workers
in the early stages of their career, accord-
ing to BPs report.
We want women to know that the oil
and gas industry has made tremendous
strides in recent years and that it offers op-
portunities not provided by other sectors,
said Kirsty Bashforth, group head of or-
ganizational effectiveness at BP. Wheth-
er working internationally or domestical-
ly, onshore or offshore, the possibilities
are endless.
Women accounted for almost 32 per-
cent of new hires at BP, as the company
hopes to appeal to top talent in the indus-
try and grow diversity within the firm,
according to Bashforth. She said boost-
ing diversity and inclusion at BP helps
to increase its competitiveness, saying
these qualities are a must have, not a
nice to have.
Women have also grown represent a
large amount of the workforce in renew-
ables. The solar industry has women rep-
resenting 19 percent of the workforce in
2014, or 26,738 staff, according to data
from The Solar Foundations National
Solar Jobs Census 2014.
Building support for women in energy
While great strides have been made over
the past two decades to increase oppor-
tunities for women in energy, the reali-
ties of working in traditionally male dom-
inated sectors can still be a challenging.
In addition to the issue of gender ste-
reotyping, many women cite not having
enough role models as a barrier in enter-
ing and becoming successful in STEM
fields. However, more companies are es-
tablishing mentoring programs and hav-
ing more women chair recruitment ad-
visory boards.
By investing money into professional
organizations devoted to providing wom-
en with support throughout their career
development and advancement, the en-
ergy industry helps provide women with
role models needed to encourage other
women to pursue STEM fields.
Organizations such as Women of
Wind Energy (WoWE), offer women
an opportunity to connect with a men-
tor who can offer them advice and guid-
ance through the lens of their personal
experiences. Through the organizations
mentoring program, mentors and men-
tees can contact each other anywhere
they have an Internet connection.
I fundamentally believe that the suc-
cess of renewable energy in the U.S. and
around the world depends on our abili-
ty to bring together the best minds from
as many diverse backgrounds as possi-
ble to solve the critical problems of our
day, Kristen Graf, executive director of
WoWE, said in an interview with the
Union of Concerned Scientists. Reports
continue to show that having more wom-
en on teams leads to better decisions and
better financial performance as well, so
we know we need them there.
The cultivation and support of wom-
en in the energy sectors has also been
long supported by professional organiza-
tions such as the Womens Energy Net-
work (WEN) and the Society of Women
P
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Spring 2014 5
Engineers (SWE). These organizations
have committed themselves to the sup-
port of women in what have long been
perceived as non-traditional careers
paths. Through networking events, men-
toring opportunities, and scholarships
these organizations have been success-
fully fostering professional advancement
for women in STEM fields for decades.
The U.S. government is also taking
steps to establish a viable path to success
for women in STEM careers. In 2011, the
Obama administration unveiled a cam-
paign to encourage the participation of
women and girls in STEM fields through
increasing education and career oppor-
tunities through its $4.35 billion Race to
the Top competition.
In 2012, the Department of Energy
(DOE) launched the U.S. Clean En-
ergy, Education, and Empowerment
(C3E) program to advance the careers
and leadership of women in clean ener-
gy fields. Led by the DOE in partner-
ship with the MIT Energy Initiative, the
new program includes an ambassador
network, annual symposium and the
C3E Awards program.
DOE has also put in place an ongoing
series celebrating the successes of women
in energy through its Women @ Energy
initiative, which profiles leading women
in the federal workforce.
We hope that the stories of these,
and many more, women in STEM can
inspire others as they think about the fu-
ture, said the DOE on its website. Only
24 percent of the STEM workforce is fe-
male, an alarming gap as over 51 percent
of the workforce overall is female. We
can and should share our own STEM
stories to help engage others and offer
our voices on how our STEM careers
have impacted us.
As industry and governments become
increasingly engaged in seeing wom-
en representing a larger portion of the
STEM workforce, these efforts may sig-
nal a lasting shift toward a robust and
thriving economy of diversity for the en-
ergy sectors.
1404PEJEW_5 5 4/21/14 2:19 PM
6 Spring 2014
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EnergyWorkforce
T
HE global focus on attract-
ing more women into the
oil and gas industry is not
just about creating a more di-
verse workforce, it is of vital im-
portance if we are to continue to
serve the worlds growing energy
needs. With demand for engi-
neering expertise far outstrip-
ping supply and half the expe-
rienced engineering workforce
set to retire in the next decade,
the sector is facing a crippling
skills shortage. In order to power
future energy projects, the oil
and gas industry must act now to
fully tap into this enormous po-
tential talent pool.
It has been widely report-
ed that women have tradition-
ally been underrepresented in the oil
and gas engineering sector and while a
great deal is being done to encourage
young women to study science, tech-
nology, engineering and mathematics,
the STEM subjects, this gender dispar-
ity continues to exist.
So, what should the sector be doing to
solve this problem? The industry needs
to find creative ways to attract women,
not just at primary and secondary school
level, but at an undergraduate and grad-
uate level. It must also continue to work
to attract women working in other indus-
tries to oil and gas engineering, shining
a spotlight on what a welcoming and
rewarding career it can be and highlight-
ing the opportunities.
NES Global Talent is focused
on solving the staffing issues
that keep our clients awake at
night. We are committed to
sourcing and placing the female
talent our clients so desperately
need. We conducted this survey
to find out more about women
working in the oil and gas indus-
try, their career path and the
challenges and opportunities of
working in the sector, in a bid to
help highlight what the indus-
try could be doing to attract and
retain female employees.
Our survey flags many inter-
esting points for further discus-
sion. For instance, while it is
great to hear that the majority
of women feel welcome in the
industry and would encourage other
females to join, 45% say they do not get
the same recognition as men. Under-
standably, this perception needs to
change if the sector is to become more
attractive to women.
Our survey also reveals that while
a huge majority (95%) view mentors
as important for career advancement,
Attracting and Retaining Women
in Oil and Gas Engineering:
A survey examining the gender talent gap
Its not just a talent gap; its a gender gap
By Neil Tregarthen, CEO at NES Global Talent
1404PEJEW_6 6 4/21/14 2:19 PM
Do you feel you get the same recognition
for your work as male peers?
45%
55%
Yes No
EnergyWorkforce
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Spring 2014 7
a large proportion (42%) said they were
neither a mentor nor a mentee. In order
to help women progress to senior posi-
tions in the oil and gas industry and
become the role models of tomorrow,
this also needs to change.
As a business, we understand the
need to promote diversity within our own
workforce. We recently launched a glob-
al graduate recruitment
scheme the NES Glob-
al Talent Futures Academy
where graduates will be
mentored to become expert
consultants. By providing
inspiring role models com-
panies can retain and nur-
ture talent. After all, men-
toring is important for all employees,
both female and male.
Creative recruitment techniques exe-
cuted with women in mind will also help
with attraction, but it has to be more
than the token women in hard hats
images that we so often see. Tapping into
womens networks and using positive
role models to give speeches at schools
and universities will help
to encourage more females
to enter the sector. The
industry needs to show that
there is nothing stopping
women with the right skills
and qualifications from
enjoying a successful engi-
neering career.
Engineering is an exciting and
dynamic profession and we look forward
to supporting our clients and welcoming
more women into the oil and gas indus-
try in the future.
Key Findings
: Three quarters (75) cf the wcmen that respcnd-
ed tc the survey sald they felt welocme wcrklng ln
the cll and gas lndustry yet almcst half (45) sald
they dc nct feel they get the same reocgnltlcn as
thelr male oclleagues.
: 89 sald they wculd enocurage a female frlend
tc pursue a oareer ln the lndustry ncw, wlth 82
saylng they wculd reocmmend a oareer ln the seo-
tcr tc scmecne whc ls due tc flnlsh thelr studles
ln a deoade`s tlme. Scme respcndents sald cth-
er energy lndustrles suoh as nuolear and renew-
ables oculd jcln cll and gas as attraotlve cptlcns
ln the future.
: 95 sald mentcrs were lmpcrtant fcr oareer
advanoement, wlth 74 saylng lt was very lmpcr-
tant and 21 saylng lt was sllghtly lmpcrtant,
yet 42 sald they were nelther a mentcr ncr a
mentee.
: Respcndents prcvlded a dlverse range cf sugges-
tlcns when asked what ocmpanles oculd be dclng
tc attraot and enocurage wcmen emplcyees suoh
as: eduoatlng wcmen early (ln seocndary sohccls)
abcut oareers ln the cll and gas lndustry; glvlng
wcmen a ohanoe tc take cn mcre ohallenglng cff-
shcre rcles; and prcvldlng equal beneflts and
cppcrtunltles.
: 39 sald they wculd ocnslder taklng less mcney
ln return fcr mcre wcrk flexlblllty, wlth many oltlng
a better wcrk llfe balanoe and spendlng mcre tlme
wlth the famlly as the maln reascns.
: 0ver fcur flfths (82) sald they planned tc stay ln
the lndustry fcr the next 2 5 years.
1404PEJEW_7 7 4/21/14 2:20 PM
8 Spring 2014
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EnergyWorkforce
I
STARTED my career in 1998 as an ex-
ploration geologist at Marathon Oil
Company and worked offshore Gulf
of Mexico (GoM) in the Lease Group.
My primary role was undertaking seis-
mic and geologic interpretations in or-
der to determine what leases we were
going to bid on at the next GoM lease
round. It was not a great time in the
oil and gas industry, as oil was around
$9-10/barrel, therefore expensive GoM
exploration wells were being drilled,
primarily only on prospects that were
already in our portfolio. Subsequently,
I decided it would be a good time to
make a switch in my career.
My next role was a technical con-
sultant for Landmark Graphics, bought
over by Halliburton. Here, I worked
with oil and gas companies on learn-
ing what software they had, mentoring
users and giving presentations. During
this time, I worked closely with geol-
ogists and geophysicists to help them
create accurate maps, correlate logs and
make seismic interpretations. It was a
great role for me because I still used my
technical skills daily, but gained experi-
ence on a wide range of projects.
One of my most impactful work
experiences to date was working in
business development for Landmarks
geoscience applications in Asia Pacif-
ic. Again, it meant I could apply my
technical skills when explaining the
software across many cultures, coun-
tries, and resource plays. There were
regions such as Australia where Coal
Bed Methane (CBM) was dominant,
which I had not encountered previous-
ly in the U.S. It is not straight-forward
to give an offshore deepwater overview
of software to a geologist who is work-
ing CBM. You have to be specific in
what types of properties they look for in
a reservoir, how they produce wells and
how the rocks behave differently than
unconsolidated sandstone.
Landmark had also acquired a com-
pany that had a 3D visualization and
interpretation application, which was
very cutting edge. Companies were
building large visualization centers
in order to get in to their data in 3D.
This meant I could expand my techni-
cal skills because not only was I help-
ing geoscientists use the 3D world to
find better prospects and look at larg-
er amounts of data, I was now work-
ing on the technical computing side in
designing and building these visualiza-
tion centers in which the 3D applica-
tions would work. There is a whole oth-
er area around understanding graphics
pipes, CPU usage, different types of
projectors and the benefits and pit-
falls of each; passive v. active seismic,
rear projection v. front projection and
curved or flat screens.
Returning from Asia, I spent three
years in Halliburtons production opti-
mization global business development
and marketing group, learning a com-
pletely new set of products. Instead of
software, I worked with chemicals and
production enhancement techniques
such as fracing, acidizing, and com-
Women in Energy
Spotlight: Christi Gell
By Christi Gell
1404PEJEW_8 8 4/21/14 2:20 PM
EnergyWorkforce
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FOR JOB OPPORTUNITIES, VISIT www.PennEnergyJOBS.com
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Spring 2014 9
pletion tools. I was giving presentations
on asphaltene and paraffin control, and
surfactants for increasing regained per-
meability after a frac. This was not far
from my technical realm because my
masters degree in Geology was focused
on hydrogeology and hydrochemistry.
From this I was able to grow my knowl-
edge of the industry from geoscience, to
production and engineering.
Prior to joining Expro, I was again
involved more in business development
and sales for Landmark (back to soft-
ware). I worked a project that required
quite a bit of research and development
(R&D) and was able to learn about the
R&D process of software. It is a totally
different skillset than being a geologist,
but the R&D people need the technical
support to help them understand how
the software should work - they cannot
be separated.
Therefore, when I joined Expro
in 2013 as a product line manager for
SafeWells in North America, it almost
seemed like a natural progression to
what I had done in the past. SafeWells
is a software solution specifically devel-
oped by Expro as an effective well
integrity data management system. It
monitors and reports on well integrity
performance and has been successful-
ly deployed by major operators globally.
My role in SafeWells is to set up and
grow the business within my region. By
taking a strategic approach and combin-
ing other Expro PLs/services, we can sell
more holistically into a customer rather
than just as a point product. I spend a lot
of my time understanding well integrity
regulations and how those can be incor-
porated into our software. These can
differ from country to country, region to
region, and even state to state.
Although having a successful career
in oil and gas is dependent on your
skill and attitude, and not necessarily
whether or not you are male or female,
I believe being a female has had a pos-
itive impact on my career. There have
been many occasions when I have not
needed to work around the gender issue.
For instance, on a past project we
were drilling an offshore well using a
drill ship. It is tight quarters on any off-
shore rig, so getting the experience of
being on the rig meant waiting until we
could get an open spot for me and one
other female in order to share a room. It
was a logistics thing; a female would not
be put in a room with three males, shar-
ing bunk beds. That said, once we were
out there, it was just learn, learn, learn.
Ask questions. See everything. I
was in awe the first time I was
on a rig and I am still often
gobsmacked by what we do in
this industry because it is just so
technically complicated.
Another instance of when
the gender issue came to the
fore, was when I had my two
children, as I was anxious about
taking time off after they were
born. I questioned what kind
of traction I would lose at work
and whether or not the value I
brought to the group would be
lost when other people start-
ed picking up the slack. Some
team members were also anx-
ious about it, which did not help
my situation. But after children
comes the whole work-life bal-
ance. The hard part is making
sure that one does not dominate the oth-
er overall. I was fortunate to have a job at
the time that did not require much trav-
el so I was able to work and be a new par-
ent fairly stress-free. Now that my kids
are a little older and more self-sufficient,
I am able to have a job that I can travel a
few days out of the month.
I have worked in cultures where it
was obvious that a more male-dominat-
ed approach was upheld and I had to fig-
ure out creative ways to be effective in
my job and have my voice heard. But
then, there have also been times when
being a female has worked in my favor.
At the end of the day, I rely on my
technical skills, business expertise, and
positivity to get things done and progress
my career. I think thats what everyone
should do, whether male or female.
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1404PEJEW_9 9 4/21/14 2:20 PM
10 Spring 2014
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FOR JOB OPPORTUNITIES, VISIT www.PennEnergyJOBS.com
|
EnergyWorkforce
S
ARAH Cridland is Global Prod-
ucts Manager with DUCO
Limited. With 20 years expe-
rience in the industry, Cridland has
delivered numerous projects for oil
and gas clients, including majors Roy-
al Dutch Shell, Petrobras, and Total.
She took some time to answer some
questions for PEJEW.
What were some of your fondest expe-
riences during your education at the
University of Strathclyde
SC: Manufacturing Sciences &
Engineering combined Mechani-
cal, Production and Electrical Engi-
neering with Management Studies
(Law, Finance, and Economics) and
an emphasis on work placements.
The course had been developed with
the aim of developing engineers who
were managers; an aim which has
been achieved. Whilst many courses
had a low percentage of female appli-
cants, we had over 40% of girls in my
year and the top five graduates were
all female. During the whole of the 5
years at Strathclyde no differentiation
was made by the lecturers or my fel-
low students of my being women in
engineering, and this gave me a good
grounding for career after university.
Youve been Project Manager on sev-
eral projects and also Department
Manager. What draws you to leader-
ship roles?
SC: I am drawn to leadership roles
as it allows me to play to my strengths,
specifically strategic decision making
and the ability to persuade and influ-
ence people. I enjoy the ability to
engage with and motivate people at all
levels in the organization.
If you could return to your early days
in the industry, what advice would
you give yourself?
SC: Dont feel that you cant retain
your feminine side in a male environ-
ment and still get taken seriously.
Do you have prominent memories of
how your gender was perceived dur-
ing your educational years? Was your
pursuit of a degree in science and
engineering hindered or helped by
your gender?
SC: The attitude within the engi-
neering department at Strathclyde was
very much that women in engineer-
ing were a normal everyday occur-
rence. I think this matter of fact accep-
tance gave me a great grounding for my
career; it just never occurred to me that
I couldnt or shouldnt be an engineer
Since entering the industry, how do
you feel your gender has affected the
way you were treated by colleagues?
SC: As a woman in engineering
within the oil and gas industry you are
in a minority and as such you stand
Women in Energy Q&A:
Sarah Cridland
1404PEJEW_10 10 4/21/14 2:20 PM
Books, Books
So Many Books
Check out over 50,000 energy industry titles at
www.PennEnergy.com
PennEnergy.com is your best source
for the largest and most comprehensive
compilation of books related to the
energy industry.
t Oil & Gas
t Power Systems
t Renewable Energy
t Business Management
t Mechanical & Chemical Engineering
EnergyWorkforce
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|
Spring 2014 11
out. This means that good work/attitude
is noticed but also any mistakes, which
gives a good incentive to not make too
many! In general, Ive been well accept-
ed by colleagues, whether it has been off-
shore on our installation vessels or on the
Executive Committee at DUCO (Tech-
nical Umbilical Systems).
Youve held several roles of leadership
during your time in the industry. How
has that leadership been affected by
your gender? Do you feel subordinates
were more or less willing to comply based
on assumptions raised by your gender?
SC: Whilst it is a generalization,
women bring different character traits
to the management role and Ive found
that sub-ordinates appreciate this dif-
ference. Provided that you have the
respect of your team then they are will-
ing to follow you as a leader rather than
simply complying with the instruction
of a manager. I have on previous occa-
sions had to request some more mature
sub-ordinates to refrain from referring
to me as young lady. However, as Ive
aged this has become less of an issue!!
Have you ever felt a company or rep-
resentative was hostile to you because
you are a woman? Have you ever felt
you were given special consideration
because you are a woman?
SC: I have encountered a few per-
sonnel during my career who were hos-
tile to me as a woman, but I do not let
these situations phase me. As I said earli-
er, you do stand out as a minority within
the industry and as such, when you per-
form well this can be more visible.
What advice would you give to young
women entering the industry today?
SC: Join the oil and gas industry!!
Dont wait for someone to develop your
career, push for everything you want.
Never believe that you cant do some-
thing and dont be afraid to ask.
As a woman in engineering within the oil and gas
industr y you are in a minorit y and as such you stand out.
1404PEJEW_11 11 4/21/14 2:20 PM
12 Spring 2014
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|
EnergyWorkforce
TRAINING Insights
M
ILITARY service is a selfless
commitment undertaken by
a dedicated few. Thanks to
their selflessness, the United States is
able to protect and defend its interests
around the world. However, for many in
the armed services, time spent enlisted
is only part of their story. Once their
enlistment ends, they will return to the
civilian world as veterans, and for some
that is where the real challenge begins.
In 2012, there were 21.2 million
veterans living in the United States.
Although many of these men and wom-
en acclimate back into civilian life with
no problems, for others it is a unique
challenge. One area where some vet-
erans struggle to return to normal-
cy is with employment. The tenacity,
humility, and perseverance required of
serving men and women should make
them an ideal type of potential employ-
ee, but many veterans still have diffi-
culty finding employment when they
return home.
A seasoned soldier who is com-
fortable on the battlefield may be lost
when trying to re-establish themselves
as a civilian. Its prevalent enough that
780,000 veterans were unemployed as
of March 2013, including more than
200,000 whove served since 9/11.
Luckily, there are tools to aid in this
reintegration, many specifically target-
ed at the unique challenges for veter-
ans. There are numerous job place-
ment organizations aimed strictly at
veterans, and foundations focused on
all manner of veteran care often fea-
ture sections highlighting employment
assistance. Of course, the Internet has
made this process more accessible for
everyone. In some cases, job placement
for a veteran may now begin and end
with a google search
Certain corners of the energy indus-
try have recognized the unique skills
possessed by veterans and taken the ini-
tiative in hiring them. Their philoso-
phy is simple: who better to handle the
harsh environments often encountered
in energy exploration and production
than the men and women who have
fought for freedom across the globe?
This targeted employee search isnt
just limited to roles at existing compa-
nies. In recent years, whole new com-
panies have been formed by harness-
ing the skills of military personnel and
applying them to the energy industry.
This recognition of these transferrable
skills is not only aiding in the employ-
ment of veterans, but in meeting the
growing the talent shortages across the
energy industry.
From the land to the sea to the air,
military men and women have commit-
ted their lives to service. From onshore
Energy to Serve: Veterans find new
direction in the energy industry
By Hilton Price
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1404PEJEW_12 12 4/21/14 2:20 PM
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Spring 2014 15
ing out to former soldier. But employ-
ment through existing companies isnt
always the only path for veterans looking
for new careers.
Instead of finding the best applicable
jobs for a former soldier with a specif-
ic set of skills, what if a company was
built around those skills? Its becoming
increasingly common. One example is
Check 6, a training and logistics com-
pany built from a request to apply mili-
tary training to the oil and gas industry.
Company founder Brian Brurud is a
former Navy pilot, and nearly his entire
staff consists of former personnel from
almost every military branch. With
employees whove received real-world
training in some of the worlds harshest
environments, Check 6 can offer expe-
rience that is difficult for other compa-
nies to emulate.
Check 6 isnt alone employing this
strategy, but with its growing recognition
nationally, the company is exemplifying
how employers can re-think the hiring
process when it comes to veterans.
Worldwide heroes
The choice to enlist in military service
is not one made lightly. Often, these
men and women endure grueling chal-
lenges in harsh environments as they
follow the orders of supervising offi-
cers. When their time enlisted ends,
they face additional challenges in their
return to civilian life. Thanks to the
appreciation of their skills and training
by the energy industry, veterans have a
place to turn to begin the subsequent
chapters of their lives.
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1404PEJEW_15 15 4/21/14 2:20 PM
16 Spring 2014
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EnergyWorkforce
W
HEN troops return to civil-
ian life, the energy industry
is there to welcome them
with fulfilling careers. As more service
members take advantage of transition
assistance programs as well as educa-
tion benefits offered by the Depart-
ment of Veterans Affairs, they can re-
turn home and use their transferable
skills to contribute to companies. Ac-
cording to the newest report by the
U.S. Bureau of Labor Statistics, the
unemployment rate for veterans who
served on active duty since September
2001 dropped to 9 percent in 2013. The
jobless rate for veterans overall also de-
creased to 6.6 percent in 2013 from 7
percent the previous year.
I urge all employers to renew their
commitment to veterans, so that those
who served and sacrificed can real-
ize their highest dreams, Secretary of
Labor Thomas E. Perez said in a state-
ment. The best way to honor our vet-
erans is to hire them.
Energy companies are answering
the call to provide employment for the
nations veterans in a big way.
Here are 10 of the top employers in
the energy industry:
Exelon Corporation
Chicago-based Exelon Corporation
operates in 47 states and Canada, mak-
ing it one of the biggest power genera-
tion companies in the U.S. The com-
pany not only participates in military
recruiting fairs to advertise Exelons
career opportunities for veterans, but
also works with Transition Assistance
Program (TAP) offices to facilitate
their transition from military to civil-
ian life. The appeal of Exelon to vet-
erans is undeniable as nearly 10 per-
cent of Exelon workers have a military
background. The company even has
an Employee Network Group spe-
cifically designed to join together
employees of all military affiliations
called the Exelon Militaries Actively
Connected (EMAC).
PPL Corporation
PPLs companies provide electricity and
natural gas to more than 10 million cus-
tomers in the U.S. and U.K. The corpo-
rations power plants represent a diverse
power generation portfolio using coal,
natural gas, oil and uranium, among
other power sources. An estimated 15
percent of PPLs workforce are military
veterans who work in a variety of posi-
tions, including nuclear generation and
10 Top Military Friendly Employers
in the Energy Industry
PennEnergy.com
ORGANIZATIONAL Insights
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EnergyWorkforce
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Spring 2014 17
energy delivery managers, plant opera-
tors and maintenance technicians.
Xcel Energy
Xcel Energy is the top ranked wind pow-
er provider in the U.S. with revenues
totaling $10.3 billion each year. As a
major electric and natural gas provider,
the company has the resources to offer
competitive benefits to its more than
1,400 employees with military experi-
ence. Xcel Energy created a Time Away
From Work Policy to cover active mili-
tary employees pay as well as their ben-
efits and pension. Like Exelon, Xcel
Energy also has a veteran employee net-
work group, Military Ombudsmen for
Veterans and Employees.
Pacific Gas and Electric Company (PG&E)
PG&E generates power for more than 15
million California residents. The com-
pany has implemented military recruit-
ing and training programs, including
on-the-job training programs for veter-
ans as well as programs to train them to
work in management, which allow them
to utilize their leadership skills. Of the
20,000 employees for PG&E, more than
1,200 are veterans.
Southern Company
Southern Company was recently given
the distinction of top military friendly
utility by G.I. Jobs for the seventh year
in a row. In 2014, Southern Company
was ranked No. 8 out of 100. Last year,
12 percent of new hires were military
veterans, guardsmen or reservists with
veterans accounting for 11 percent over-
all of Southern Companys workforce.
The companys two flagship construc-
tion projects, Plant Vogtle in Georgia
and the Kemper County plant in Mis-
sissippi, both have a more than 20 per-
cent rate for new hires who are veterans.
MidAmerican Energy Holdings Company
MidAmerican Energy, based in Des
Moines, Iowa, serves almost 7 million
customers around the world and placed
in the top 50 military friendly employ-
ers for 2014 compiled by G.I. Jobs for
the fifth consecutive year. The compa-
ny participates in the Employer Support
of the Guard and Reserve Five-Star pro-
gram to help veterans make a smooth
transition into its workforce. As a way to
reach out to more veterans, the compa-
nys human resources department uses
hiring policies and initiatives specifical-
ly targeted to this group.
Dominion Resources, Inc.
As one of the first utilities to partner
with the Troops to Energy Jobs program
designed to connect veterans with ener-
gy careers, Dominion is a well-known
military veteran employer. Dominion
produces energy and provides energy-
related services for a customer base of
6 million across 15 states. The utility
also owns natural gas pipeline and stor-
age operations in the mid-Atlantic and
Northeast. The company hires military
veterans for jobs in engineering, admin-
istrative support and other areas to use
their problem-solving abilities and pas-
sionfor teamwork to the fullest.
Devon Energy Corporation
Devon Energy Corporation, headquar-
tered in Oklahoma City, is an oil and nat-
ural gas exploration and production com-
pany that posted revenues of $9.5 billion
in 2012. In addition to being a Fortune
500 company, Devon Energy is also
ranked 36 out of 100 on G.I. Jobs list of
military friendly employers. Devon Ener-
gy previously set an ambitious hiring tar-
get to fill 6 percent of its positions with
military veterans, saying veterans have an
unparalleled level of dedication.
OutBack Power
Based in Arlington, Wash., OutBack
Power is a leading renewable ener-
gy technology manufacturer that was
featured in a report on veterans in the
solar industry, which was published by
Operation Free and The Solar Founda-
tion. More than 9 percent of workers in
the solar industry are veterans, which is
higher than the 8 percent rate for the
entire U.S. workforce. The solar sector is
expected to grow rapidly and many mil-
itary members who already have expe-
rience learning about solar at a service
academy or in the field have an advan-
tage over other workers.
FirstEnergy
First Energy in Ohio operates one of
the largest investor-owned electric sys-
tems in the U.S. with customers spread
throughout the Midwest and mid-
Atlantic regions. The company has an
energy portfolio that accounts for an
estimated 20 gigawatts of power gener-
ation using coal, natural gas and renew-
able energy sources. FirstEnergy has
more than 1,000 armed forces mem-
bers in its workforce and offers active
duty benefits including health insur-
ance coverage and 401(k) retirement
savings plan contributions.
1404PEJEW_17 17 4/21/14 2:20 PM
18 Spring 2014
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EnergyWorkforce
INDUSTRY
Insights
W
ITH AN EVER-INCREASING
focus on environmental is-
sues, Southern Company
employees have developed a number
of patented and patent-pending innova-
tions to address the capture and storage
of carbon dioxide and carbon ash. The
patent-pending innovation for Deep
Well Carbon Dioxide Sequestration,
and the patented Systems and Methods
for Particulate Filtration, were both de-
veloped by company employees solving
a business need.
Dan Patel, a Principal Engineer for
Southern Company, discovered a way
to stabilize carbon dioxide using water,
allowing for its safe
long-term storage deep
underground. Tradition-
al carbon capture and
storage involves separat-
ing and capturing car-
bon dioxide a byprod-
uct of the coal-burning
process and transport-
ing the material under-
ground or to a nearby
industrial facility. What
Patel discovered was a way to stabilize
the stored carbon dioxide, which allows
for safe long-term storage deep under-
ground. The innovation avoids use of
pipelines for long distance
transport of carbon diox-
ide, an important need for
power plants as they are
pressed to control costs.
Another important aspect
is that the innovation ben-
eficially uses plant waters,
helping to control the cost
of water treatment to meet
the Environmental Protec-
tion Agencys (EPA) proposed surface
water eff luent limits.
Once the carbon dioxide is cap-
tured, it is transported to underground
geological formations for storage, even-
tually in minerals explained
Patel. In the past, the pro-
cess of storing pure carbon
dioxide deep underground
posed a risk in that carbon
dioxide had the potential to
move from one area into oth-
er surrounding geological
formations underground.
Deep saline formations are
also much more widespread
with respect to power plant
locations, than are geologic formations
suitable for long term storage of pure
carbon dioxide.
Current carbon dioxide sequestra-
tion processes pose pos-
sible migration risk into
surrounding geologic for-
mations or aquifers and
nearby layers of perme-
able rock, sand or gravel
through which ground-
water flows. Numerous
studies have been con-
ducted on injection of
carbon dioxide deep
underground, but the process that
Patel developed prevents any potential
migration of the gas once it has been
stored underwater in deep saline geo-
logic formations.
Patels innovation has been success-
fully tested at an independent test labo-
ratory facility with positive results.
Another innovation helping cap-
ture carbon was developed by Gerry
Klemm, a principal engineer for South-
ern Company; a low-cost option for
removing powdered activated carbon,
or (PAC) with electrostatic precipita-
tors, or (ESPs). ESPs are not designed
to remove such particulate in the same
way as other control devices. There-
fore, a solution needed to be found to
enable ESPs to not only remove PAC
from the gas stream, but also to retain
it. Fortunately, Klemm had previous-
Employee Innovations
Address Environmental Concerns
of CO
2
Storage and Carbon Ash
1404PEJEW_18 18 4/21/14 2:20 PM
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How the carbon trap works
U.S. patent pending
No. 7,828,876
Precipitator
collecting
area
Carbon
trap
baffe
Collection bin
(hopper)
EnergyWorkforce
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Spring 2014 19
ly performed extensive studies on loss-
on-ignition (LOI) particulate behav-
ior in conjunction with other clean air
initiatives. LOI and PAC share sim-
ilar properties as both are very high
in electrical conductivity, which can
cause short circuits on the porcelain
insulators. They are also very light in
weight and tend to float right through
the ESP after it has done its job in mer-
cury removal without being captured.
PAC is a highly adsorptive materi-
al that is injected into the gas stream
where it is exposed to the oxidized mer-
cury in the flue gas. After being exposed
for a minimum length of time, the PAC
must then be removed from the gas
path. This is generally done by scrub-
bers or baghouses. In some cases it must
be done with ESPs, but depending on
their size, this may be a challenge. Oxi-
dized mercury exists in exceeding min-
ute concentrations so the PAC particle
size must be very small. This adds to the
difficulty in collecting the particulate.
Patented baffling designs were
developed by using laboratory physical
and computerized modeling as well.
The baffles were installed in the dust
hoppers where they produce the bene-
fit of retaining the PAC after it has
been collected.
1404PEJEW_19 19 4/21/14 2:20 PM
Carbonated FGD process
water, saturated with CO
2
Variable depth of injection
Annular space flled with water
for leak detection
CO
2
content
produced by process
at <1000psig ensures
no gas separation
(water is moving
up in pressure)
Increasing
pressure
temperature
U.S. patent pending No. 13/909,732
Injected water sinks
in well due to it being
cooler than water in
the aquifer
~3,500 ft
1500 psig static
pressure at realease point
P<1000psig
Ground elevation
Seal
Up to 10,000 feet or more
Temp rises
(increasing mineralization reactions)
Temp rises to aquifer
temerature, e.g., 200F
P
How the carbon baffe works
U.S. patent pending No. 8,313,566
ISO view
Detail view
Side view
End view
Top view
20 Spring 2014
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EnergyWorkforce
The above innovations have been,
and are currently being installed in var-
ious Southern Company units. Field
testing has confirmed the successful
increased removal of carbonaceous
material and, as such, these designs
have been included in the Mercury
and Air Toxics Strategy (MATS) com-
pliance plans.
Based on the results, Klemm devel-
oped the Systems and Methods for
Particulate Filtration, which has been
patented by the United States Patent
and Trademark Office. This innova-
tion is cost-effective and is easily ret-
rofitted into existing units capturing
fly ash particles before they enter into
the final flue gas stream. This patented
innovation is now operational at sever-
al plants in our system, says Klemm.
By looking at things in a different
way, they both were able to come up
with a great solution. Its one of those
things that we could have just kept
doing the same way and nobody would
have thought much about it. But they
understood that we could create a much
more efficient and cost-effective pro-
cess to help address some of the envi-
ronmental concerns affecting our com-
pany and because of innovative thinkers
like them, our company continues to
be a leader in the electric utility indus-
try. said Christopher Savage, Intellectu-
al Property manager for Georgia Power.
Southern Company has been grant-
ed a patent for Klemms Systems and
Methods for Particulate Filtration, and
has filed a patent for Dan Patels Deep
Well Carbon Dioxide Sequestration.
If you are interested in either of these
innovations, please contact Christo-
pher Savage at CHSAVAGE@South-
ernco.com or 404-506-7396
1404PEJEW_20 20 4/21/14 2:20 PM
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