Troubleshooting a Dual Voltage 3-Phase Motor

Our subject matter experts (SME) at Multi-Skill Training Services have found the most efficient way to troubleshoot a dual voltage 3-phase motor for winding failure.  Time and accuracy are two important factors with troubleshooting, and this begins with checking that the motor and drive system is receiving the high quality power it needs and is not adversely affecting power quality upstream.

  • Preparation:

1) Make sure all power has been isolated from the motor
2) Make sure the motor is wired for high voltage; this puts the coils in series with each other.

  • Resistance to ground should be very HIGH or OPEN

1) Check resistance from Lead 1 to ground.
2) Check resistance from Lead 2 to ground.
3) Check resistance from Lead 3 to ground.

If resistance is low (under 100 ohms) or one lead has much less resistance to ground than other leads, then the motor has a short to ground.

  • Resistance Lead to Lead should be the same for each pair of motor leads.

1) Check resistance from Lead 1 to Lead 2.
2) Check resistance from Lead 2 to Lead 3.
3) Check resistance from Lead 1 to Lead 3.

If the matter reads OL on a pair of leads, then that coil is OPEN.

If the meter reads less resistance on a pair of leads than other pairs, then that coil is SHORTED. 



Can Integrity Be Measured and Used in the Workforce?

4 ways to Identify the Top Behaviors You Desire Most in Employees

What does integrity “look like” in your business?  In recruiting employees, what demonstrates integrity?  Integrity does not have to be an obscure and intangible concept.  Behaviors that are indicative of integrity usually surface when we see a person’s ability to communicate openly with co-workers or when an employee does “the right thing” when doing the opposite would be much easier for him or her.

Managers can nurture integrity by creating and emphasizing a work environment in which it is acceptable to admit to mistakes or share bad results.  We see integrity often in the plant when a supervisor apologizes for a misunderstanding with an employee, or when an employee realizes he or she forgot to return a tool to the proper place.  These examples may seem trivial, but integrity exists in various ways and degrees.    So, how do you hire employees with integrity?

#1        Use surveys and interviews to prioritize a list of the top 5 or 10 behaviors your company desires most in potential employees.  People should agree if their employees demonstrate those behaviors, then your organization is living up to its own expectations of integrity.

#2        It is important that the issue of integrity is re-visited during the recruiting/interview process so that practices can be modified if needed. This includes managers as well as potential employees.   For example, if interviewing a candidate who is already employed elsewhere, you must also exhibit integrity during the interview.  Being competitive or behaving unprofessionally can damage your and your company’s image of integrity.

#3        Connect behavior/integrity to employees’ performance reviews.  You must ensure that employees follow suit after integrity-based behaviors are identified as important to your organization.  An assessment, via interviews, surveys, or meetings, can help create a basis for determining if these behaviors are being exhibited and taken seriously.  No one wants to work for or with employees who cannot be trusted, someone who cannot or does not communicate honestly, or someone who does do the right thing in spite of peer pressure.

#4        Evaluate the culture or previous experiences behind the behavior.  This is crucial in understanding why others behave in certain ways.  Although an employee may know the rules, he or she may be unable or unwilling to follow them if pressure is felt from co-workers or managers.  Understanding “why” an employee behaves the way he does is key to solving problems. Previous experiences at another workplace may have significantly affected a new employee.   Learning what types of work pressures encourage or force people to act unethically will assist you in creating an environment of integrity.



Industrial Operator Foundation Skills

Do your production operators have the necessary skills to be successful?

Operator success begins with some basic fundamentals. However, many production operators lack the essential math, computer, and communication skills necessary to be successful in the workplace.

The following is just a few examples of the hands-on professional training classes available that is sure to get your operators on the road to success within the workplace, as well as taking the company a step closer to becoming a world-class production facility.

  • Basic Operator Fundamentals
  • Basic Math & Measurements – (whole numbers)
  • Math & Measurements – (lengths)
  • Math & Measurements – (weights)
  • Basic Computer Skills
  • Basic Communication Skills
  • Industrial Safety

Industrial Operator Preventative Maintenance

Are your production operators aware of the necessary upkeep on the equipment they operate?

One of the biggest challenges all production facilities are faced with is how to make operators aware of the importance of maintaining the equipment, in order to operate the equipment efficiently.  To accomplish this goal, organizations must train their operators with the required knowledge, skills, and abilities necessary to carry out these responsibilities safely.

The following is a sample list of just some of the many hands-on professional classes available to help any organization bring their facility to operation excellence.

  • Preventative Maintenance
  • Control of Equipment Operations
  • Monitoring Equipment – (Dials & Gauges)
  • Monitoring Equipment – (Other Indicators)
  • Setups & Changeovers
  • Startups after Changeovers
  • Operator Safety Standards


Industrial Operator Training: Unscheduled Downtime

Does your production facility experience costly unscheduled downtime?

Research has shown that nearly 80% of all unscheduled production downtime is preventable.  In addition, most of this unnecessary downtime is due to operator error.  Production operators have a huge potential to impact the performance of quality, as well as monetary profits of any production facility.

Here is a professional 3-step process proven to drastically reduce unscheduled production downtime:

  1. Identify the specific knowledge, skills, and ability required to perform the operator task/job assigned at the production facility.
  2. Through operator assessment testing, gather and analyze the skill levels of the individual operators who are performing the specific job tasks.
  3. Apply the necessary hands-on professional operator training to bridge the gap between the technical skills & knowledge required to perform the job task effectively and efficiently.  As a result, you eliminate the risk of an untrained operator causing unnecessary unscheduled downtime.

Hiring Employees: Is your Process Valid? 7 questions that lead to an answer

Employment decisions can be beneficial or regretful.  It is common knowledge that a plant is only as good as its employees who are stakeholders in daily operations.  The following 7 questions can serve as guides to validate and improve your hiring/firing processes.  Moreover, these questions are as critical to productivity as insurance is to liability exposure.

Question 1:  Do you assess or test potential employees?

Question 2:  Are your assessments up-to-date?

Question 3:  What skills must potential employees possess?

Question 4:  What are the steps utilized for promotion?

Question 5:  How are employees transferred from departments?

Question 6:  Do your demotion policies need revision?

Question 7:  Are your layoff/termination procedures grounded in and compliant with the EEOC?

Auditing the validity of the hiring/firing process is time well-spent.  If hiring or placement assessments are appropriate and up-to-date, the likelihood of hiring skilled employees is increased.  Specific jobs require specific skills.  If a prospective employee possesses the potential for growth but lacks one or more required skills, this does not mean he or she should not be hired.  Asking the right questions and having appropriate training policies in place can help you avoid losing the opportunity of hiring a quality employee.

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5 Focus Areas of Efficiency for ManagersManagers often have the responsibility of defending their ever-shrinking budgets along with other department managers.  Your role as manager may mean you have dozens of responsibilities.  Focusing on 5 Areas of Efficiency may help.

#1 Operations:  Effective implementation and control of operation activities can be overwhelming to managers.  Are you aware of how to use safe, reliable, and efficient process operations?  This can be a daunting task, but being cognizant of the status of all equipment and ensuring that operators are working to support a safe and reliable plant operation is where to begin.

#2 Maintenance:  You may be responsible for ensuring effective implementation and control of maintenance activities.  Your maintenance technicians are often the “behind the scenes” employees who are invaluable to the optimal performance and reliability of the plant system.  Some plants have indicated that preventative maintenance is a weakness in their daily operations.  Focusing on preventative maintenance may increase productivity and decrease down-time.

#3 Engineering:  Do your engineers monitor activities that optimize equipment reliability and efficiency?  Engineers should support maintenance technicians as well as line operators and other affected employees by monitoring implementation of equipment and processes.  Engineers should also ensure the proper design, review, and documentation of equipment design changes in a timely manner.  As a manager, you should oversee the engineers’ SOPs.

#4 Training:  To conduct maintenance in a safe and efficient manner, maintenance technicians, line operators, and other employees often need training or re-training.  Providing training is the most efficient use of time and money, and training or re-training operators always results in developing and improving skills.  However, first assessing areas for improvement is critical.  No manager wants to “waste time and money” on training employees in needless areas, and determining where training is needed and in what areas is the first step in increasing productivity.

#5 Administration:  This area is often overlooked because of the shear time it requires.  However, honing in on the organization, implementation, objectives, and assessment will improve this area.  If you lack organization, planning and controlling is near impossible.  How often do policies seem to “fall by the wayside?”  Managers can establish and ensure effective implementation of policies by developing objectives.  Personnel is a facet of this area, and managers must ensure that positions are filled with highly qualified individuals.


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