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电业安全工作规程试题(发电厂和变电所电气部分)

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well, with the effectivenes s of services to defend the interests of the masses . Third, we s hould strive to do well . To a chi eve good pra ctical res ults, the key is to know the la w, to gras p the laws a nd usi ng laws. Office of economi c devel opme nt, social pr ogress , there are rul es to follow. Only a ct accordi ng to the la w, to over come bl indnes s and strengtheni ng initiative, creative. Worki ng in the Office, we should be good at analyzing t he ess ence of thing s, to find regular thi ng, chang e from passive to a ctive, to s eek one. I nvestee 2. esta blis hment of evaluati on sy stem. Evaluation system is es sentially an incentive mechanism, the eval uation was obje ctive and fair, reasonabl e, and ca n stimulate a person's e nergy, mobilizi ng pe opl e's ent husiasm or be misleadi ng, dampened the enthusia sm of people. At pres ent, the conce pt of pe ople -or iented people, but to esta blis h and perfect eval uation syste m is still lagging be hind. Work in thi s area shoul d be seriously caught up. "Thr ee emphasis on" to take advantage of. Is a focus on sta ndar ds and s cientific. A fundamental point of the evaluation criteria , is to keep contact, development, compre hensive eye evaluati on of cadres . Office work, bot h "record" a nd "potential performance"; bot h subje ctive efforts, take another look at the objective conditi on; bot h "pragmatic" enoug h, take anot her look at the "retreat" level. Second, focus on partici pating the brea dth of the s ubject. Eval uation of cadres m ust give full play to democracy, cadre s and the masse s ha ndi ng over eval uation. Office w ork service s leadershi p and servi ce ba se, serve t he pe opl e, the n nom inated the mai n object wi ll contain a variety of servi ces, so that a sses sment was a ccurate and t o avoid one -si dednes s. Thir d, pay attenti on to the serious nes s of the conclusion. The use of evaluation findi ngs is mai nly embodied i n hi s directi on. Permitted to choose one , it woul d be ta ntamount to e stablis hing a ba nner. Evaluati on can't take care of the bala nce, other wise it would undermine t he offset the positive significa nce of evaluation. Office of the party committees at all levels s hould take the findi ngs as on the cadre s ' bonus -penalt y, an important basis for future m ovements, i nce ntive and restraint effect of making evaluati ons. 3. Prev ention of understa ndi ng "infidelity". Pe ople -centere d devel opment, concrete is diale ctical, . In practice in the process, t o prevent one -si ded a nd st ill look, from actual people. One i s to us e diale ctical poi nt of view to under stand. Huma nist is the core of the sci entific Outlook on devel opme nt, remains t he devel opme nt of the s cientifi c Outl ook on deve lopment em phasi zes, is still taking e conomic construction as the Center. Any de parture from the development of thoug ht and a ction, is a misi nterpretation and misunder standi ng of pe opl e-oriente d. Adhere to people-orie nted both to overcome one -si dednes s of the ol d, but als o to preve nt one -si dednes s, not accelerating the devel opme nt of people a nd the opposition. Must be very cl ear, people orie nted a nd spee ding up deve lopme nt is not opposed, but consistent, we shoul d never be

电业安全工作规程试题
(发电厂和变电所电气部分)

姓名

程海红

people-oriente d in the name of reduci ng our enthusia sm. Premier We n Jiaba o's G overnme nt work report this yea r, ide ntified as 7% gr owth, 2 .1% low er than la st year's 9.1% , but i n 8 work remai ns to a ccelerate development i n the first pla ce ... Work standards. Second is to use the scale of development to understand. Society is ev olving, human nee ds are als o changi ng. Pra ctice of humani sm is a long-term pr oces s and ca nnot be achieve d overnig ht. To treat people if you stand still and rigid dogma, it is poss ible t o return t o t his, s ee thing s but not people's old ways. T herefore, w e have to foll ow the development of the times, a nd continue de buggi ng the humani st pers pective , innovative pe ople -oriented wa y. Under the new histori cal conditions, we are re que sted by the times, set up a bra nd new concept, a high starting poi nt, hig h standard of armed people, s hapi ng, exerci se, people, consta ntly taking the new connotation of the times. Terms of Office, i s to lead t he vast num bers of ca dres to a ctively 员 权 授 无 病 因 ; 字 理 代 定 法 其 时 力 能 为 事 民 全 完 备 具 不 。 情 知 署 签 人 本 由 当 应 , 动 活 疗 医 的 行 进 可 方 意 同 面 书 者 患 得 取 需 对 adapt to the knowledge faster and actively a dapt to t he increasi ngly high level of leaders hip situation, a ctively adapt t o the dema nd of the masses m ore and more situations, eager to lear n, e nha nce a ccumulation, efforts, hone d the a bility to over come a good service, pa nic. T hird is t o use real istic understanding. A dhere t o pe ople -ori ented m ust be based on realit y, not divor ced from reality. Desk no water cups here in Hong Kong, staff need t o drink some water to the dri nking fountain on a floor, the gla ss used i s a one-time non-cone ty pe. Dri nk this cup ca n only hol d, ca nnot be put down. T his is not only to save on glass material s, more important is to force you t o get drinki ng water, go back to y our se at busine ss. Our emphasi s on pe ople -ori ented, doe s not imply you can i ndulge the desires, t he comfortable, the pur suit of enjoyment. Office of the party committees at all levels of our comrade s, must conti nue t o maintain the style of plai n living a nd hard struggl e, to stand up to the test s of temptations, exciting "energy" cons ervation "di sposition" to the s pirit of selfles s de dicati on and pr ovide service s. Inve stee 4. cl early define d res ponsibilities. Putting people first is a common visi on of development, every one i s a liabil ity. Pe opl e-oriente d, above and bel ow wit h the res ponsi bility for coor dinati ng system must be esta blis hed a nd hol d everyone accountabl e. First, we must strengthen the l eaders hip. "In its pla ce, its g overna nce , its level, be ar the res ponsi bility of the Divi sion." This i s the minim um requireme nt for leaders, i s a measure of the ba sic criteri a for whether a leadi ng cadre is competent . Lea ders ne ed to "it is an official term for the be nefit of" mission, cons ciously ass ume res ponsi bilit y for implementi ng pe ople -ori ented. Direct or of the Office of the party committees at all levels is the responsibil ity of the units to impleme nt pe ople -ori ented, to manage their pe ople, "plug i n ow n responsibility", effectively enha nce t he educati on of leading cadres, cadre s and cadre s work, efforts to revitalize the Office of human res our ces, Office work is full of vigor and vitality

well, with the effectivenes s of services to defend the interests of the masses . Third, we s hould strive to do well . To a chi eve good pra ctical res ults, the key is to know the la w, to gras p the laws a nd usi ng laws. Office of economi c devel opme nt, social pr ogress , there are rul es to follow. Only a ct accordi ng to the la w, to over come bl indnes s and strengtheni ng initiative, creative. Worki ng in the Office, we should be good at analyzing t he ess ence of thing s, to find regular thi ng, chang e from passive to a ctive, to s eek one. I nvestee 2. esta blis hment of evaluati on sy stem. Evaluation system is es sentially an incentive mechanism, the eval uation was obje ctive and fair, reasonabl e, and ca n stimulate a person's e nergy, mobilizi ng pe opl e's ent husiasm or be misleadi ng, dampened the enthusia sm of people. At pres ent, the conce pt of pe ople -or iented people, but to esta blis h and perfect eval uation syste m is still lagging be hind. Work in thi s area shoul d be seriousl y caught up. "Thr ee emphasis on" to take advantage of. Is a focus on sta ndar ds and s cientific. A fundamental point of the evaluation criteria , is to keep contact, development, compre hensive eye evaluati on of cadres . Office work, bot h "record" a nd "potential performance"; bot h subje ctive effor ts, take another look at the objective conditi on; bot h "pragmatic" enoug h, take anot her look at the "retreat" level. Second, focus on partici pating the brea dth of the s ubject. Eval uation of cadres m ust give full play to democracy, cadre s and the masse s ha ndi ng over eval uation. Office w ork service s leadershi p and servi ce ba se, serve t he pe opl e, the n nom inated the mai n object wi ll contain a variety of servi ces, so that a sses sment was a ccurate and t o avoid one -si dednes s. Thir d, pay attenti on to the serious nes s of the conclusion. The use of evaluation findi ngs is mai nly embodied i n hi s directi on. Permitted to choose one , it woul d be t a ntamount to e stablis hing a ba nner. Evaluati on can't take care of the bala nce, other wise it would undermine t he offset the positive significa nce of evaluation. Office of the party committees at all levels s hould take the findi ngs as on the cadre s ' bonus -penalt y, an important basis for future m ovements, i nce ntive and restraint effect of making evaluati ons. 3. Prev ention of unde rsta ndi ng "infidelity". Pe ople -centere d devel opment, concrete is diale ctical, . In practice in the process, t o prevent one -si ded a nd st ill look, from actual people. One i s to us e diale ctical poi nt of view to under stand. Huma nist is the core of the sci entific Outlook on devel opme nt, remains t he devel opme nt of the s cientifi c Outl ook on deve lopment em phasi zes, is still taking e conomic construction as the Center. Any de parture from the development of thoug ht and a ction, is a misi nterpretation and misunder standi ng of pe opl e-oriente d. Adhere to people-orie nted both to overcome one -si dednes s of the ol d, but als o to preve nt one -si dednes s, not accelerating the devel opme nt of people a nd the opposition. Must be very cl ear, people orie nted a nd spee ding up deve lopme nt is not opposed, but consistent, we shoul d never be

1、制定电力安全规程的目的和依据? 答:为加强电力生产现场管理,规范各类工作人员的行为,保证人身、电网和设备安全, 依据国家有关法律、法规、结合电力生产的实际,制定本规程。 2、作业现场应符合哪些基本条件? 答:(1)作业现场的生产条件和安全设施等应符合有关标准、规范的要求,工作人员的 劳动防护用品应合格、齐备。(2)经常有人工作的场所及施工车辆上宜配备急救箱,存放 急救用品,并应指定专人经常检查、补充或更换。(3)现场使用的安全工器具应合格并符 合有关要求。(4)各类作业人员应被告知其作业现场和工作岗位存在的危险因素、防范措 施及事故紧急处理措施。 3、各类作业人员应接受哪些培训,才能上岗? 答:各类作业人员应接受相应的安全生产教育和岗位技能培训,经考试合格上岗。 4、高压和低压的电压等级是如何划分的? 答:电压等级在 1000V 及以上者为高压,电压等级在 1000V 以下者为低压。 5、何谓运用中的电气设备? 答:系指全部带有电压,一部分带有电压或一经操作即带有电压的电气设备。 6、设备不停电时人身与带电设备的安全距离应保持多少米? 答:6-10kV 0.7M 35kV 1M 110kV 1.5M 220kV 3M 330kV 4M 500kV 5M 7、户外 35kV 及以上高压配电装置场所的行车信道上,车辆(包括装载物)外廓至无遮 栏带电部分之间的安全距离应保持多少米? 答:35kV 1.15M 63kV 1.4M 110kV 1.65M(中性点不接地系统 1.75) 220kV 2.55M 330kV 3.25M 500kV 4.55M 8、对巡视高压设备的人员,有何要求? 答:经本单位批准充许单独巡视高压设备的人员巡视高压设备时,不得进行其它工作, 不得移开或越过遮栏。 9、雷雨天气及高压设备发生接地时,巡视高压设备有何安全要求? 答:雷雨天气,需要巡视高压设备时,应穿绝缘靴,并不得靠*避雷器和避雷针。高压 设备发生接地时,室内不得接*故障点 4 米内,室外不得接*故障点 8 米内,进入上述范围 人员应穿绝缘靴,接触设备外壳和构架时,应带绝缘手套。 10、发生火灾、地震、台风、洪水等灾害需巡视设备时,有何规定? 答:火灾、地震、台风、洪水等灾害发生时,如要对设备进行巡视时,应得到设备运行
people-oriente d in the name of reduci ng our enthusia sm. Premier We n Jiaba o's G overnme nt work report this yea r, ide ntified as 7% gr owth, 2 .1% low er than la st year's 9.1% , but i n 8 work remai ns to a ccelerate development i n the first pla ce ... Work standards. Second is to use the scale of development to understand. Society is ev olving, human nee ds are als o changi ng. Pra ctice of humani sm is a long-term pr oces s and ca nnot be achieve d overnig ht. To treat people if you stand still and rigid dogma, it is poss ible t o return t o t his, s ee thing s but not people's old ways. T herefore, w e have to foll ow the development of the times, a nd continue de buggi ng the humani st pers pective , innovative pe ople -oriented wa y. Under the new histori cal conditions, we are re que sted by the times, set up a bra nd new concept, a high starting poi nt, hig h standard of armed people, s hapi ng, exerci se, people, consta ntly taking the new connotation of the times. Terms of Office, i s to lead t he vast num bers of ca dres to a ctively 员 权 授 无 病 因 ; 字 理 代 定 法 其 时 力 能 为 事 民 全 完 备 具 不 。 情 知 署 签 人 本 由 当 应 , 动 活 疗 医 的 行 进 可 方 意 同 面 书 者 患 得 取 需 对 adapt to the knowledge faster and actively a dapt to t he increasi ngly high level of leaders hip situation, a ctively adapt t o the dema nd of the masses m ore and more situations, eager to lear n, e nha nce a ccumulation, efforts, hone d the a bility to over come a good service, pa nic. T hird is t o use real istic understanding. A dhere t o pe ople -ori ented m ust be based on realit y, not divor ced from reality. Desk no water cups here in Hong Kong, staff need t o drink some water to the dri nking fountain on a floor, the gla ss used i s a one-time non-cone ty pe. Dri nk this cup ca n only hol d, ca nnot be put down. T his is not only to save on glass material s, m ore important is to force you t o get drinki ng water, go back to y our se at busine ss. Our emphasi s on pe ople -ori ented, doe s not imply you can i ndulge the desires, t he comfortable, the pur suit of enjoyment. Office of the party committees at all levels of our comrade s, must conti nue t o maintain the style of plai n living a nd hard struggl e, to stand up to the test s of temptations, exciting "energy" cons ervation "di sposition" to the s pirit of selfles s de dicati on and pr ovide service s. Inve stee 4. cl early define d res ponsibilities. Putting people first is a common visi on of development, every one i s a liabil ity. Pe opl e-oriente d, above and bel ow wit h the res ponsi bility for coor dinati ng system must be esta blis hed a nd hol d everyone accountabl e. First, we must strengthen the l eaders hip. "In its pla ce, its g overna nce , its level, be ar the res ponsi bility of the Divi sion." This i s the minim um requireme nt for leaders, i s a measure of the ba sic criteri a for whether a leadi ng cadre is competent . Lea ders ne ed to "it is an of ficial term for the be nefit of" mission, cons ciously ass ume res ponsi bility for implementi ng pe ople -ori ented. Direct or of the Office of the party committees at all levels is the responsibil ity of the units to impleme nt pe ople -ori ented, to manage their pe ople, "plug i n ow n responsibility", effectively enha nce t he educati on of leading cadres, cadre s and cadre s work, efforts to revitalize the Office of human res our ces, Office work is full of vigor and vitality

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well, with the effectivenes s of services to defend the interests of the masses . Third, we s hould strive to do well . To a chi eve good pra ctical res ults, the key is to know the la w, to gras p the laws a nd usi ng laws. Office of economi c devel opme nt, social pr ogress , there are rul es to follow. Only a ct accordi ng to the la w, to over come bl indnes s and strengtheni ng initiative, creative. Worki ng in the Office, we should be good at analyzing t he ess ence of thing s, to find regular thi ng, chang e from passive to a ctive, to s eek one. I nvestee 2. esta blis hment of evaluati on sy stem. Evaluation system is es sentially an incentive mechanism, the eval uation was obje ctive and fair, reasonabl e, and ca n stimulate a person's e nergy, mobilizi ng pe opl e's ent husiasm or be misleadi ng, dampened the enthusia sm of people. At pres ent, the conce pt of pe ople -or iented people, but to esta blis h and perfect eval uation syste m is still lagging be hind. Work in thi s area shoul d be seriousl y caught up. "Thr ee emphasis on" to take advantage of. Is a focus on sta ndar ds and s cientific. A fundamental point of the evaluation criteria , is to keep contact, development, compre hensive eye evaluati on of cadres . Office work, bot h "record" a nd "potential performance"; bot h subje ctive efforts, take another look at the objective conditi on; bot h "pragmatic" enoug h, take anot her look at the "retr eat" level. Second, focus on partici pating the brea dth of the s ubject. Eval uation of cadres m ust give full play to democracy, cadre s and the masse s ha ndi ng over eval uation. Office w ork service s leadershi p and servi ce ba se, serve t he pe opl e, the n nom inated the mai n object wi ll contain a variety of servi ces, so that a sses sment was a ccurate and t o avoid one -si dednes s. Thir d, pay attenti on to the serious nes s of the conclusion. The use of evaluation findi ngs is mai nly embodied i n hi s directi on. Permitted to choose one , it woul d be ta ntamount to e stablis hing a ba nner. Evaluati on can't take care of the bala nce, other wise it would underm ine t he offset the positive significa nce of evaluation. Office of the party committees at all levels s hould take the findi ngs as on the cadre s ' bonus -penalt y, an important basis for future m ovements, i nce ntive and restraint effect of making evaluati ons. 3. Pr ev ention of understa ndi ng "infidelity". Pe ople -centere d devel opment, concrete is diale ctical, . In practice in the process, t o prevent one -si ded a nd st ill look, from actual people. One i s to us e diale ctical poi nt of view to under stand. Huma nist is the core of the sci entific Outlook on devel opme nt, remains t he devel opme nt of the s cientifi c Outl ook on deve lopment em phasi zes, is still taking e conomic construction as the Center. Any de parture from the development of thoug ht and a ction, is a misi nterpretation and misunder standi ng of pe opl e-oriente d. Adhere to people-orie nted both to overcome one -si dednes s of the ol d, but als o to preve nt one -si dednes s, not accelerating the devel opme nt of people a nd the opposition. Must be very cl ear, people orie nted a nd spee ding up deve lopme nt is not opposed, but consistent, we shoul d never be

管理单位有关领导批准,巡视人员应与派出部门之间保持通信联络。 11、高压室的钥匙使用和保管有何要求? 答:高压室的钥匙至少有三把,由运行人员负责保管,按值*弧R话炎ü┙艏笔笔褂茫 一把专供运行人员使用, 其它可以借给经批准的巡视高压设备人员和经批准的检修、 施工队 伍的工作负责人使用,但应登记签名,巡视或当日工作结束后交还。 12、倒闸操作应如何执行? 答:倒闸操作应根据值班调度员或运行值班负责人的指令,受令人复诵无误后执行。发 布指令应准确、清晰、使用规范的调度术语和设备双重名称,即设备名称和编号。发令人和 受令人应先互报单位和姓名。发布指令的全过程(包括对方复诵命令)和听取指令的报告时双 方都要录音并作好记录。操作人员(包括监护人员)应了解操作目的和操作顺序。对指令有 疑问时应向发令人询问清楚无误后执行。 13、什么是监护操作,有何要求? 答:由两人进行同一项操作。监护操作时,其中一人对设备较为熟悉者作监护。特别重 要和复杂的倒闸操作,由熟练的运行人员操作,运行值班负责人监护。 14、什么是单人操作,有何要求? 答:由一人完成的操作。(1)单人值班的变电站操作时,运行人员根据发令人用电话传 达的操作指令填用操作票,复诵无误。(2)实行单人操作的设备、项目及运行人员需经设 备运行管理单位批准,人员应通过专项考核。 15、何谓检修人员操作,有何要求? 答:由检修人员完成的操作。(1)经设备运行管理单位考试合格、批准的本企业的检修 人员,可进行 220kV 及以下的电气设备由热备用至检修或由检修至热备用的监护操作,监 护人应是同一单位的检修人员或设备运行人员。(2)检修人员进行操作的接、发令程序及 安全要求应由设备运行管理单位总工程师(技术负责人)审定,并报相关部门和调度机构备 案。 16、填写操作票有哪些要求? 答:(1)倒闸操作由操作人员填用操作票。(2)操作票应用钢笔和圆珠笔逐项填写, 用计算机开出的操作票应与手写格式一致;操作票票面应清楚整洁,不得任意涂改。操作人 和监护人应根据模拟图或接线图核对所填写的操作项目, 并分别签名, 然后经运行值班负责 人(检修人员操作时由工作负责人)审核签名。每张操作票只能填写一个操作任务。(3) 操作票应填写设备的双重名称。
people-oriente d in the name of reduci ng our enthusia sm. Premier We n Jiaba o's G overnme nt work report this yea r, ide ntified as 7% gr owth, 2 .1% low er than la st year's 9.1% , but i n 8 work remai ns to a ccelerate development i n the first pla ce ... Work standards. Second is to use the scale of development to understand. Society is ev olving, human ne e ds are als o changi ng. Pra ctice of humani sm is a long-term pr oces s and ca nnot be achieve d overnig ht. To treat people if you stand still and rigid dogma, it is poss ible t o return to t his, s ee thing s but not people's old ways. T herefore, w e have to foll ow the development of the times, a nd continue de buggi ng the humani st pers pective , innovative pe ople -oriented wa y. Under the new histori cal conditions, we are re que sted by the times, set up a bra nd new concept, a high starting poi nt, hig h standard of armed peopl e, s hapi ng, exerci se, people, consta ntly taking the new connotation of the times. Terms of Office, i s to lead t he vast num bers of ca dres to a ctively 员 权 授 无 病 因 ; 字 理 代 定 法 其 时 力 能 为 事 民 全 完 备 具 不 。 情 知 署 签 人 本 由 当 应 , 动 活 疗 医 的 行 进 可 方 意 同 面 书 者 患 得 取 需 对 adapt to the knowledge faster and actively a dapt to t he increasi ngly high level of leaders hip situation, a ctively adapt t o the dema nd of the masses m ore and more situations, eager to lear n, e nha nce a ccumulation, efforts, hone d the a bility to over come a good service, pa nic. T hird is t o use real istic understanding. A dhere t o pe ople -ori ented m ust be based on realit y, not divor ced from reality. Desk no water cups here in Hong Kong, staff need t o drink some water to the dri nking fountain on a floor, the gla ss used i s a one-time non-cone ty pe. Dri nk this cup ca n only hol d, ca nnot be put down. T his is not only to save on glass material s, more important is t o force you t o get drinki ng water, go back to y our se at busine ss. Our emphasi s on pe ople -ori ented, doe s not imply you can i ndulge the desires, t he comfortable, the pur suit of enjoyment. Office of the party committees at all levels of our comrade s, must conti nue t o maintain the style of plai n living a nd hard struggl e, to stand up to the test s of temptations, exciting "energy" cons ervation "di sposition" to the s pirit of selfles s de dicati on and pr ovide service s. Inve stee 4. cl early define d res ponsibilities. Putting people first is a common visi on of development, every one i s a liabil ity. Pe opl e -oriente d, above and bel ow wit h the res ponsi bility for coor dinati ng system must be esta blis hed a nd hol d everyone accountabl e. First, we must strengthen the l eaders hip. "In its pla ce, its g overna nce , its level, be ar the res ponsi bility of the Divi sion." This i s the minim um requireme nt for leaders, i s a measure of the ba sic criteri a for whether a leadi ng cadre is competent . Lea ders ne ed to "it is an official term for the be nefit of" mission, cons ciously ass ume res ponsi bility for implementi ng pe ople -ori ented. Direct or of the Office of the party committees at all levels is the responsibil ity of the units to impleme nt pe ople -ori ented, to manage their pe ople, "plug i n ow n responsibility", effectively enha nce t he educati on of leading cadres, cadre s and cadre s work, efforts to revitalize the Office of human res our ces, Office work is full of vigor and vitality

3

well, with the effectivenes s of services to defend the interests of the masses . Third, we s hould strive to do well . To a chi eve good pra ctical res ults, the key is to know the la w, to gras p the laws a nd usi ng laws. Office of economi c devel opme nt, social pr ogress , there are rul es to follow. Only a ct accordi ng to the la w, to over come bl indnes s and strengtheni ng initiative, creative. Worki ng in the Office, we should be good at analyzing t he ess ence of thing s, to find regular thi ng, chang e from passive to a ctive, to s eek one. I nvestee 2. esta blis hment of evaluati on sy stem. Evaluation system is es sentially an incentive mechanism, the eval uation was obje ctive and fair, reasonabl e, and ca n stimulate a person's e nergy, mobilizi ng pe opl e's ent husiasm or be misleadi ng, dampened the enthusia sm of people. At pres ent, the conce pt of pe ople -or iented people, but to esta blis h and perfect eval uation syste m is still lagging be hind. Work in thi s area shoul d be seriousl y caught up. "Thr ee emphasis on" to take advantage of. Is a focus on sta ndar ds and s cientific. A fundamental point of the evaluation criteria , is to keep contact, development, compre hensive eye evaluati on of cadres . Office work, bot h "record" a nd "potential performance"; bot h subje ctive effor ts, take another look at the objective conditi on; bot h "pragmatic" enoug h, take anot her look at the "retreat" level. Second, focus on partici pating the brea dth of the s ubject. Eval uation of cadres m ust give full play to democracy, cadre s and the masse s ha ndi ng over eval uation. Office w ork service s leadershi p and servi ce ba se, serve t he pe opl e, the n nom inated the mai n object wi ll contain a variety of servi ces, so that a sses sment was a ccurate and t o avoid one -si dednes s. Thir d, pay attenti on to the serious nes s of the conclusion. The use of evaluation findi ngs is mai nly embodied i n hi s directi on. Permitted to choose one , it woul d be t a ntamount to e stablis hing a ba nner. Evaluati on can't take care of the bala nce, other wise it would undermine t he offset the positive significa nce of evaluation. Office of the party committees at all levels s hould take the findi ngs as on the cadre s ' bonus -penalt y, an important basis for future m ovements, i nce ntive and restraint effect of making evaluati ons. 3. Prev ention of unde rsta ndi ng "infidelity". Pe ople -centere d devel opment, concrete is diale ctical, . In practice in the process, t o prevent one -si ded a nd st ill look, from actual people. One i s to us e diale ctical poi nt of view to under stand. Huma nist is the core of the sci entific Outlook on devel opme nt, remains t he devel opme nt of the s cientifi c Outl ook on deve lopment em phasi zes, is still taking e conomic construction as the Center. Any de parture from the development of thoug ht and a ction, is a misi nterpretation and misunder standi ng of pe opl e-oriente d. Adhere to people-orie nted both to overcome one -si dednes s of the ol d, but als o to preve nt one -si dednes s, not accelerating the devel opme nt of people a nd the opposition. Must be very cl ear, people orie nted a nd spee ding up deve lopme nt is not opposed, but consistent, we shoul d never be

17、哪些项目应填入操作票内? 答:(1)应拉合的开关、刀闸,接地刀闸等,验电,装拆接地线,安装或拆除控制回路 或电压互感器回路的熔断器,切换保护回路和自动化装置及检验是否确无电压等。(2)拉 合设备开关、刀闸、接地刀闸后检查设备的位置。(3)进行停、送电操作时,在拉合刀闸, 手车式开关拉出、推入前,检查开关确在分闸位置。(4)在进行倒负荷或解、并列操作前 后,检查相关电源运行及负荷分配情况。(5)设备检修后合闸送电前,检查送电范围内接 地刀闸已拉开,接地线已拆除。 18、高压电气设备防误闭锁装置条件和退出运行有何要求? 答:高压电气设备都应安装完善的防误闭锁装置。防误闭锁装置不得随意退出运行,停 用防误闭锁装置应经本单位总工程师批准; 短时间退出防误闭锁装置时, 应经变电站站长或 发电厂当班值长批准,并应按程序尽快投入。 19、19、在什么情况下应加挂机械锁? 答:(1)未装防误闭锁装置或闭锁装置失灵的刀闸手柄和网门。(2)当电气设备处于 冷备用时,网门闭锁失去作用时的有电间隔网门。(3)设备检修时,回路中的各来电侧刀 闸操作手柄和电动操作刀闸机构箱的箱门。 20、停、送电倒闸操作的顺序是? 答:停电拉闸操作应按照断路器(开关)——负荷侧离开关(刀闸)——电源侧隔离开 关(刀闸)的顺序依次进行,送电合闸操作应按与上述相反的顺序进行。严禁带负荷拉合隔 离开关(刀闸)。 21、倒闸操作前、中、后有哪些要求? 答:开始操作前,应先在模拟图(或微机防误装置、微机监控装置)上进行核对性模拟 预演,无误后,再进行操作。操作前先核对设备名称、编号和位置,操作中应认真执行监护 复诵制度(单人操作时也应高声唱票),宜全过程录音。操作过程中应按操作票填写的顺序 逐项操作。每操作完一步,应检查无误后做一个“√”的记号,全部操作完毕后进行复查。 22、在倒闸操作中有疑问时怎么办? 答:操作中发生疑问时,应立即停止操作并向发令人报告。待发令人再行许可后,方可 进行操作。不准擅自更改操作票,不准随意解除闭锁装置。 23、防误闭锁解锁钥匙的保管和使用有何规定? 答:解锁钥匙应封存保管。所有操作人员和检修人员严禁擅自使用解锁钥匙。若遇特殊 情况,应经值班调度员、值长或站长批准,方能使用解锁钥匙。单人操作、检修人员在倒闸
people-oriente d in the name of reduci ng our enthusia sm. Premier We n Jiaba o's G overnme nt work report this yea r, ide ntified as 7% gr owth, 2 .1% low er than la st year's 9.1% , but i n 8 work remai ns to a ccelerate development i n the first pla ce ... Work standards. Second is to use the scale of development to understand. Society is ev olving, human nee ds are als o changi ng. Pra ctice of humani sm is a long-term pr oces s and ca nnot be achieve d overnig ht. To treat people if you stand still and rigid dogma, it is poss ible t o return t o t his, s ee thing s but not people's old ways. T herefore, w e have to foll ow the development of the times, a nd continue de buggi ng the humani st pers pective , innovative pe ople -oriented wa y. Under the new histori cal conditions, we are re que sted by the times, set up a bra nd new concept, a high starting poi nt, hig h standard of armed people, s hapi ng, exerci se, people, consta ntly taking the new connotation of the times. Terms of Office, i s to lead t he vast num bers of ca dres to a ctively 员 权 授 无 病 因 ; 字 理 代 定 法 其 时 力 能 为 事 民 全 完 备 具 不 。 情 知 署 签 人 本 由 当 应 , 动 活 疗 医 的 行 进 可 方 意 同 面 书 者 患 得 取 需 对 adapt to the knowledge faster and actively a dapt to t he increasi ngly high level of leaders hip situation, a ctively adapt t o the dema nd of the masses m ore and more situations, eager to lear n, e nha nce a ccumulation, efforts, hone d the a bility to over come a good service, pa nic. T hird is t o use real istic understanding. A dhere t o pe ople -ori ented m ust be based on realit y, not divor ced from reality. Desk no water cups here in Hong Kong, staff need t o drink some water to the dri nking fountain on a floor, the gla ss used i s a one-time non-cone ty pe. Dri nk this cup ca n only hol d, ca nnot be put down. T his is not only to save on glass material s, m ore important is to force you t o get drinki ng water, go back to y our se at busine ss. Our emphasi s on pe ople -ori ented, doe s not imply you can i ndulge the desires, t he comfortable, the pur suit of enjoyment. Office of the party committees at all levels of our comrade s, must conti nue t o maintain the style of plai n living a nd hard struggl e, to stand up to the test s of temptations, exciting "energy" cons ervation "di sposition" to the s pirit of selfles s de dicati on and pr ovide service s. Inve stee 4. cl early define d res ponsibilities. Putting people first is a common visi on of development, every one i s a liabil ity. Pe opl e-oriente d, above and bel ow wit h the res ponsi bility for coor dinati ng system must be esta blis hed a nd hol d everyone accountabl e. First, we must strengthen the l eaders hip. "In its pla ce, its g overna nce , its level, be ar the res ponsi bility of the Divi sion." This i s the minim um requireme nt for leaders, i s a measure of the ba sic criteri a for whether a leadi ng cadre is competent . Lea ders ne ed to "it is an of ficial term for the be nefit of" mission, cons ciously ass ume res ponsi bility for implementi ng pe ople -ori ented. Direct or of the Office of the party committees at all levels is the responsibil ity of the units to impleme nt pe ople -ori ented, to manage their pe ople, "plug i n ow n responsibility", effectively enha nce t he educati on of leading cadres, cadre s and cadre s work, efforts to revitalize the Office of human res our ces, Office work is full of vigor and vitality

4

well, with the effectivenes s of services to defend the interests of the masses . Third, we s hould strive to do well . To a chi eve good pra ctical res ults, the key is to know the la w, to gras p the laws a nd usi ng laws. Office of economi c devel opme nt, social pr ogress , there are rul es to follow. Only a ct accordi ng to the la w, to over come bl indnes s and strengtheni ng initiative, creative. Worki ng in the Office, we should be good at analyzing t he ess ence of thing s, to find regular thi ng, chang e from passive to a ctive, to s eek one. I nvestee 2. esta blis hment of evaluati on sy stem. Evaluation system is es sentially an incentive mechanism, the eval uation was obje ctive and fair, reasonabl e, and ca n stimulate a person's e nergy, mobilizi ng pe opl e's ent husiasm or be misleadi ng, dampened the enthusia sm of people. At pres ent, the conce pt of pe ople -or iented people, but to esta blis h and perfect eval uation syste m is still lagging be hind. Work in thi s area shoul d be seriousl y caught up. "Thr ee emphasis on" to take advantage of. Is a focus on sta ndar ds and s cientific. A fundamental point of the evaluation criteria , is to keep contact, development, compre hensive eye evaluati on of cadres . Office work, bot h "record" a nd "potential performance"; bot h subje ctive efforts, take another look at the objective conditi on; bot h "pragmatic" enoug h, take anot her look at the "retr eat" level. Second, focus on partici pating the brea dth of the s ubject. Eval uation of cadres m ust give full play to democracy, cadre s and the masse s ha ndi ng over eval uation. Office w ork service s leadershi p and servi ce ba se, serve t he pe opl e, the n nom inated the mai n object wi ll contain a variety of servi ces, so that a sses sment was a ccurate and t o avoid one -si dednes s. Thir d, pay attenti on to the serious nes s of the conclusion. The use of evaluation findi ngs is mai nly embodied i n hi s directi on. Permitted to choose one , it woul d be ta ntamount to e stablis hing a ba nner. Evaluati on can't take care of the bala nce, other wise it would underm ine t he offset the positive significa nce of evaluation. Office of the party committees at all levels s hould take the findi ngs as on the cadre s ' bonus -penalt y, an important basis for future m ovements, i nce ntive and restraint effect of making evaluati ons. 3. Pr ev ention of understa ndi ng "infidelity". Pe ople -centere d devel opment, concrete is diale ctical, . In practice in the process, t o prevent one -si ded a nd st ill look, from actual people. One i s to us e diale ctical poi nt of view to under stand. Huma nist is the core of the sci entific Outlook on devel opme nt, remains t he devel opme nt of the s cientifi c Outl ook on deve lopment em phasi zes, is still taking e conomic construction as the Center. Any de parture from the development of thoug ht and a ction, is a misi nterpretation and misunder standi ng of pe opl e-oriente d. Adhere to people-orie nted both to overcome one -si dednes s of the ol d, but als o to preve nt one -si dednes s, not accelerating the devel opme nt of people a nd the opposition. Must be very cl ear, people orie nted a nd spee ding up deve lopme nt is not opposed, but consistent, we shoul d never be

操作过程中严禁解锁。如需解锁,应待增派运行人员到现场后,履行批准手续后处理。解锁 钥匙使用后应及时封存。 24、装卸高压熔断器,有何要求? 答:装卸高压熔断器,应戴护目眼镜和绝缘手套,必要时使用绝缘夹钳,并站在绝缘垫 或绝缘台上。 25、电气设备操作后,无法看到设备实际位置时,怎样确定设备的实际位置? 答:可通过设备机械位置指示、电气指示、仪表及各种遥测、遥信信号的变化,且至少 应有两个以上指示已同时发生对应变化,才能确认该设备已操作到位。 26、哪些工作可以不用操作票? 答:(1)事故应急处理;(2)拉合断路器(开关)的单一操作;(3)拉开或拆除全站 (厂)唯一的一组接地刀闸或接地线。上述操作在完成后应作好记录,事故应急处理应保存 原始记录。 27、在运用中的高压设备上工作,分为那几类? 答:(1)全部停电的工作,系指室内外高压设备全部停电(包括架空线路与电缆引入线 在内),并且通至邻接高压室的门全部闭锁。(2)部分停电的工作,系指高压设备部分停 电,或室内全部停电,而通至邻接高压室的门并未全部闭锁。(3)不停电工作系指:①工 作本身不需要停电并且没有偶然触及导电部分的危险; ②许可在带电设备外壳上或导电部分 上进行的工作。 28、在高压设备上工作应完成哪些安全措施? 答:在高压设备上工作,应至少由两人进行,并完成保证安全的组织措施和技术措施。 29、电气设备上工作保证安全的组织措施? 答:工作票制度;工作许可制度;工作监护制度;工作间断、转移和终结制度。 30、在电气设备上工作,应填用的工作票或事故应急抢修单,其方式有那几种? 答:(1)填用变电站(发电厂)第一种工作票。(2)填用电力电缆第一种工作票。(3) 填用变电站(发电厂)第二种工作票。 (4)填用电力电缆第二种工作票。 (5)填用变电(发 电厂)带电作业工作票。(6)填用变电站(发电厂)事故应急抢修单。 31、填用变电第一种工作票的工作为那些? 答:(1)高压设备上工作需要全部停电或部分停电者。(2)二次系统和照明等回路上 的工作,需要将高压设备停电或做安全措施者。(3)高压电力电缆需停电的工作。(4)其 它工作需要将高压设备停电或要做安全措施者。
people-oriente d in the name of reduci ng our enthusia sm. Premier We n Jiaba o's G overnme nt work report this yea r, ide ntified as 7% gr owth, 2 .1% low er than la st year's 9.1% , but i n 8 work remai ns to a ccelerate development i n the first pla ce ... Work standards. Second is to use the scale of development to understand. Society is ev olving, human ne e ds are als o changi ng. Pra ctice of humani sm is a long-term pr oces s and ca nnot be achieve d overnig ht. To treat people if you stand still and rigid dogma, it is poss ible t o return to t his, s ee thing s but not people's old ways. T herefore, w e have to foll ow the development of the times, a nd continue de buggi ng the humani st pers pective , innovative pe ople -oriented wa y. Under the new histori cal conditions, we are re que sted by the times, set up a bra nd new concept, a high starting poi nt, hig h standard of armed peopl e, s hapi ng, exerci se, people, consta ntly taking the new connotation of the times. Terms of Office, i s to lead t he vast num bers of ca dres to a ctively 员 权 授 无 病 因 ; 字 理 代 定 法 其 时 力 能 为 事 民 全 完 备 具 不 。 情 知 署 签 人 本 由 当 应 , 动 活 疗 医 的 行 进 可 方 意 同 面 书 者 患 得 取 需 对 adapt to the knowledge faster and actively a dapt to t he increasi ngly high level of leaders hip situation, a ctively adapt t o the dema nd of the masses m ore and more situations, eager to lear n, e nha nce a ccumulation, efforts, hone d the a bility to over come a good service, pa nic. T hird is t o use real istic understanding. A dhere t o pe ople -ori ented m ust be based on realit y, not divor ced from reality. Desk no water cups here in Hong Kong, staff need t o drink some water to the dri nking fountain on a floor, the gla ss used i s a one-time non-cone ty pe. Dri nk this cup ca n only hol d, ca nnot be put down. T his is not only to save on glass material s, more important is t o force you t o get drinki ng water, go back to y our se at busine ss. Our emphasi s on pe ople -ori ented, doe s not imply you can i ndulge the desires, t he comfortable, the pur suit of enjoyment. Office of the party committees at all levels of our comrade s, must conti nue t o maintain the style of plai n living a nd hard struggl e, to stand up to the test s of temptations, exciting "energy" cons ervation "di sposition" to the s pirit of selfles s de dicati on and pr ovide service s. Inve stee 4. cl early define d res ponsibilities. Putting people first is a common visi on of development, every one i s a liabil ity. Pe opl e -oriente d, above and bel ow wit h the res ponsi bility for coor dinati ng system must be esta blis hed a nd hol d everyone accountabl e. First, we must strengthen the l eaders hip. "In its pla ce, its g overna nce , its level, be ar the res ponsi bility of the Divi sion." This i s the minim um requireme nt for leaders, i s a measure of the ba sic criteri a for whether a leadi ng cadre is competent . Lea ders ne ed to "it is an official term for the be nefit of" mission, cons ciously ass ume res ponsi bility for implementi ng pe ople -ori ented. Direct or of the Office of the party committees at all levels is the responsibil ity of the units to impleme nt pe ople -ori ented, to manage their pe ople, "plug i n ow n responsibility", effectively enha nce t he educati on of leading cadres, cadre s and cadre s work, efforts to revitalize the Office of human res our ces, Office work is full of vigor and vitality

5

well, with the effectivenes s of services to defend the interests of the masses . Third, we s hould strive to do well . To a chi eve good pra ctical res ults, the key is to know the la w, to gras p the laws a nd usi ng laws. Office of economi c devel opme nt, social pr ogress , there are rul es to follow. Only a ct accordi ng to the la w, to over come bl indnes s and strengtheni ng initiative, creative. Worki ng in the Office, we should be good at analyzing t he ess ence of thing s, to find regular thi ng, chang e from passive to a ctive, to s eek one. I nvestee 2. esta blis hment of evaluati on sy stem. Evaluation system is es sentially an incentive mechanism, the eval uation was obje ctive and fair, reasonabl e, and ca n stimulate a person's e nergy, mobilizi ng pe opl e's ent husiasm or be misleadi ng, dampened the enthusia sm of people. At pres ent, the conce pt of pe ople -or iented people, but to esta blis h and perfect eval uation syste m is still lagging be hind. Work in thi s area shoul d be seriousl y caught up. "Thr ee emphasis on" to take advantage of. Is a focus on sta ndar ds and s cientific. A fundamental point of the evaluation criteria , is to keep contact, development, compre hensive eye evaluati on of cadres . Office work, bot h "record" a nd "potential performance"; bot h subje ctive effor ts, take another look at the objective conditi on; bot h "pragmatic" enoug h, take anot her look at the "retreat" level. Second, focus on partici pating the brea dth of the s ubject. Eval uation of cadres m ust give full play to democracy, cadre s and the masse s ha ndi ng over eval uation. Office w ork service s leadershi p and servi ce ba se, serve t he pe opl e, the n nom inated the mai n object wi ll contain a variety of servi ces, so that a sses sment was a ccurate and t o avoid one -si dednes s. Thir d, pay attenti on to the serious nes s of the conclusion. The use of evaluation findi ngs is mai nly embodied i n hi s directi on. Permitted to choose one , it woul d be t a ntamount to e stablis hing a ba nner. Evaluati on can't take care of the bala nce, other wise it would undermine t he offset the positive significa nce of evaluation. Office of the party committees at all levels s hould take the findi ngs as on the cadre s ' bonus -penalt y, an important basis for future m ovements, i nce ntive and restraint effect of making evaluati ons. 3. Prev ention of unde rsta ndi ng "infidelity". Pe ople -centere d devel opment, concrete is diale ctical, . In practice in the process, t o prevent one -si ded a nd st ill look, from actual people. One i s to us e diale ctical poi nt of view to under stand. Huma nist is the core of the sci entific Outlook on devel opme nt, remains t he devel opme nt of the s cientifi c Outl ook on deve lopment em phasi zes, is still taking e conomic construction as the Center. Any de parture from the development of thoug ht and a ction, is a misi nterpretation and misunder standi ng of pe opl e-oriente d. Adhere to people-orie nted both to overcome one -si dednes s of the ol d, but als o to preve nt one -si dednes s, not accelerating the devel opme nt of people a nd the opposition. Must be very cl ear, people orie nted a nd spee ding up deve lopme nt is not opposed, but consistent, we shoul d never be

32、填用变电第二种工作票的工作为那些? 答:(1)控制盘和低压配电盘、配电箱、电源干线上的工作。(2)二次系统和照明等 回路上的工作,无需将高压设备停电或做安全措施者。(3)转动中的发电机、同期调相机 的励磁回路或高压电动机转子电阻回路上的工作。(4)非运行人员用绝缘棒和电压互感器 定相或用钳型电流表测量高压回路的电流。(5)大于表 2-1 距离的相关场所和带电设备外 壳上的工作以及无可能触及带电设备导电部分的工作。 (6)高压电力电缆不需停电的工作。 33、填用带电作业工作票的工作为? 答:带电作业或与邻*带电设备小于表 2-1 规定的工作。 34、填用事故应急抢修单的工作为? 答:事故应急抢修工作,可不用工作票,但应使用事故应急抢修单。 35、工作票的填写有何要求? 答:工作票应使用钢笔或圆珠笔填写,一式两份,内容应正确、清楚,不得任意涂改。 如有个别错、漏字需修改,应使用规范的符号,字迹应清楚。 36、签发工作票有何要求? 答:工作票由设备运行管理单位签发,也可由经设备运行管理单位审核且批准的修试及 基建单位签发, 但工作票签发人名单应事先送有关设备运行管理单位备案。 填写或计算机生 成或打印的工作票,由工作票签发人审核无误,手工或电子签名后方可执行。 37、到用户变电站内施工时,工作票由谁签发? 答:供电单位或施工单位到用户变电站内施工时,工作票应由有权签发工作票的供电单 位、施工单位或用户单位签发。 38、变电一张工作票中,那三种人不得互相兼任? 答:工作票签发人、工作负责人和工作许可人三者不得互相兼任。 39、变电第一种工作票送达运行人员时间和方法? 答:第一种工作票应在工作前一日预先送达运行人员,可直接送达或通过传真、局域网 传送, 但传真的工作票许可应待正式工作票到达后履行。 临时工作可在工作开始前直接交给 工作许可人。 40、工作票破损不能使用时,怎么办? 答:工作票有破损不能继续使用时,应补填新的工作票。旧工作票与新工作票一并保存。 41、几个电气连接部分,在什么情况下可使用一张第二种工作票? 答:在几个电气连接部分上依次进行不停电的同一类型的工作,可以使用一张第二种工
people-oriente d in the name of reduci ng our enthusia sm. Premier We n Jiaba o's G overnme nt work report this yea r, ide ntified as 7% gr owth, 2 .1% low er than la st year's 9.1% , but i n 8 work remai ns to a ccelerate development i n the first pla ce ... Work standards. Second is to use the scale of development to understand. Society is ev olving, human nee ds are als o changi ng. Pra ctice of humani sm is a long-term pr oces s and ca nnot be achieve d overnig ht. To treat people if you stand still and rigid dogma, it is poss ible t o return t o t his, s ee thing s but not people's old ways. T herefore, w e have to foll ow the development of the times, a nd continue de buggi ng the humani st pers pective , innovative pe ople -oriented wa y. Under the new histori cal conditions, we are re que sted by the times, set up a bra nd new concept, a high starting poi nt, hig h standard of armed people, s hapi ng, exerci se, people, consta ntly taking the new connotation of the times. Terms of Office, i s to lead t he vast num bers of ca dres to a ctively 员 权 授 无 病 因 ; 字 理 代 定 法 其 时 力 能 为 事 民 全 完 备 具 不 。 情 知 署 签 人 本 由 当 应 , 动 活 疗 医 的 行 进 可 方 意 同 面 书 者 患 得 取 需 对 adapt to the knowledge faster and actively a dapt to t he increasi ngly high level of leaders hip situation, a ctively adapt t o the dema nd of the masses m ore and more situations, eager to lear n, e nha nce a ccumulation, efforts, hone d the a bility to over come a good service, pa nic. T hird is t o use real istic understanding. A dhere t o pe ople -ori ented m ust be based on realit y, not divor ced from reality. Desk no water cups here in Hong Kong, staff need t o drink some water to the dri nking fountain on a floor, the gla ss used i s a one-time non-cone ty pe. Dri nk this cup ca n only hol d, ca nnot be put down. T his is not only to save on glass material s, m ore important is to force you t o get drinki ng water, go back to y our se at busine ss. Our emphasi s on pe ople -ori ented, doe s not imply you can i ndulge the desires, t he comfortable, the pur suit of enjoyment. Office of the party committees at all levels of our comrade s, must conti nue t o maintain the style of plai n living a nd hard struggl e, to stand up to the test s of temptations, exciting "energy" cons ervation "di sposition" to the s pirit of selfles s de dicati on and pr ovide service s. Inve stee 4. cl early define d res ponsibilities. Putting people first is a common visi on of development, every one i s a liabil ity. Pe opl e-oriente d, above and bel ow wit h the res ponsi bility for coor dinati ng system must be esta blis hed a nd hol d everyone accountabl e. First, we must strengthen the l eaders hip. "In its pla ce, its g overna nce , its level, be ar the res ponsi bility of the Divi sion." This i s the minim um requireme nt for leaders, i s a measure of the ba sic criteri a for whether a leadi ng cadre is competent . Lea ders ne ed to "it is an of ficial term for the be nefit of" mission, cons ciously ass ume res ponsi bility for implementi ng pe ople -ori ented. Direct or of the Office of the party committees at all levels is the responsibil ity of the units to impleme nt pe ople -ori ented, to manage their pe ople, "plug i n ow n responsibility", effectively enha nce t he educati on of leading cadres, cadre s and cadre s work, efforts to revitalize the Office of human res our ces, Office work is full of vigor and vitality

6

well, with the effectivenes s of services to defend the interests of the masses . Third, we s hould strive to do well . To a chi eve good pra ctical res ults, the key is to know the la w, to gras p the laws a nd usi ng laws. Office of economi c devel opme nt, social pr ogress , there are rul es to follow. Only a ct accordi ng to the la w, to over come bl indnes s and strengtheni ng initiative, creative. Worki ng in the Office, we should be good at analyzing t he ess ence of thing s, to find regular thi ng, chang e from passive to a ctive, to s eek one. I nvestee 2. esta blis hment of evaluati on sy stem. Evaluation system is es sentially an incentive mechanism, the eval uation was obje ctive and fair, reasonabl e, and ca n stimulate a person's e nergy, mobilizi ng pe opl e's ent husiasm or be misleadi ng, dampened the enthusia sm of people. At pres ent, the conce pt of pe ople -or iented people, but to esta blis h and perfect eval uation syste m is still lagging be hind. Work in thi s area shoul d be seriousl y caught up. "Thr ee emphasis on" to take advantage of. Is a focus on sta ndar ds and s cientific. A fundamental point of the evaluation criteria , is to keep contact, development, compre hensive eye evaluati on of cadres . Office work, bot h "record" a nd "potential performance"; bot h subje ctive efforts, take another look at the objective conditi on; bot h "pragmatic" enoug h, take anot her look at the "retr eat" level. Second, focus on partici pating the brea dth of the s ubject. Eval uation of cadres m ust give full play to democracy, cadre s and the masse s ha ndi ng over eval uation. Office w ork service s leadershi p and servi ce ba se, serve t he pe opl e, the n nom inated the mai n object wi ll contain a variety of servi ces, so that a sses sment was a ccurate and t o avoid one -si dednes s. Thir d, pay attenti on to the serious nes s of the conclusion. The use of evaluation findi ngs is mai nly embodied i n hi s directi on. Permitted to choose one , it woul d be ta ntamount to e stablis hing a ba nner. Evaluati on can't take care of the bala nce, other wise it would underm ine t he offset the positive significa nce of evaluation. Office of the party committees at all levels s hould take the findi ngs as on the cadre s ' bonus -penalt y, an important basis for future m ovements, i nce ntive and restraint effect of making evaluati ons. 3. Pr ev ention of understa ndi ng "infidelity". Pe ople -centere d devel opment, concrete is diale ctical, . In practice in the process, t o prevent one -si ded a nd st ill look, from actual people. One i s to us e diale ctical poi nt of view to under stand. Huma nist is the core of the sci entific Outlook on devel opme nt, remains t he devel opme nt of the s cientifi c Outl ook on deve lopment em phasi zes, is still taking e conomic construction as the Center. Any de parture from the development of thoug ht and a ction, is a misi nterpretation and misunder standi ng of pe opl e-oriente d. Adhere to people-orie nted both to overcome one -si dednes s of the ol d, but als o to preve nt one -si dednes s, not accelerating the devel opme nt of people a nd the opposition. Must be very cl ear, people orie nted a nd spee ding up deve lopme nt is not opposed, but consistent, we shoul d never be

作票。 42、在原工作票的停电范围内增加工作任务或增设安全措施时,怎样办理? 答:应由工作负责人征得工作签发人和工作许可人同意,并在工作票上增填工作项目。 若需变更或增设安全措施者应填用新的工作票,并重新履行工作许可手续。 43、在工作中,变更工作负责人时应履行那些手续? 答:非特殊情况不得变更工作负责人,如需变更工作负责人应由工作票签发人同意并通 知工作许可人,工作许可人应将变动情况记录在工作票上,工作负责人充许变更一次,原、 现工作负责人应对工作任务和安全措施进行交接。 44、工作票的有效期以什么为限? 答:第一、二种工作票和带电作业工作票的有效时间,以批准的检修期为限。 45、如何办理第一、二种工作票的延期手续? 答:第一、二种工作票需办理延期手续,应在工期尚未结束以前由工作负责人 向运行值班负责人提出申请 (属于调度管辖、 许可的检修设备, 应通过值班调度员批准) , 由运行值班负责人通知工作许可人办理,第一、二种工作票只能延期一次。 46、工作票签发人应具备那些基本条件? 答:应是熟悉人员技术水准、熟悉设备情况、熟悉本规程,并具有相关工作经验的生产 领导人、技术人员或经本单位主管生产领导批准的人员。工作票签发人员名单应书面公布。 47、工作负责人应具备那些基本条件? 答:工作负责人应是具有相关工作经验,熟悉设备情况、熟悉工作班人员工作能力和本 规程,经工区(所、公司)生产领导书面批准的人员。 48、工作许可人应具备那些基本条件? 答:工作许可人应是经工区(所、公司)生产领导书面批准的有一定工作经验的运行人 员或检修操作人员(进行该工作任务操作及做安全措施的人员);用户变、配电站的工作许 可人应是持有效证书的高压电工。 49、专责监护人应具备那些基本条件? 答:专责监护人应是具有相关工作经验,熟悉设备情况和本规程的人员。 50、工作票签发人安全责任有那些? 答:(1)工作必要性和安全性;(2)工作票上所填安全措施是否正确完备;(3)所派 工作负责人和工作班人员是否适当和充足。 51、工作负责人(监护人)安全责任有那些?
people-oriente d in the name of reduci ng our enthusia sm. Premier We n Jiaba o's G overnme nt work report this yea r, ide ntified as 7% gr owth, 2 .1% low er than la st year's 9.1% , but i n 8 work remai ns to a ccelerate development i n the first pla ce ... Work standards. Second is to use the scale of development to understand. Society is ev olving, human ne e ds are als o changi ng. Pra ctice of humani sm is a long-term pr oces s and ca nnot be achieve d overnig ht. To treat people if you stand still and rigid dogma, it is poss ible t o return to t his, s ee thing s but not people's old ways. T herefore, w e have to foll ow the development of the times, a nd continue de buggi ng the humani st pers pective , innovative pe ople -oriented wa y. Under the new histori cal conditions, we are re que sted by the times, set up a bra nd new concept, a high starting poi nt, hig h standard of armed peopl e, s hapi ng, exerci se, people, consta ntly taking the new connotation of the times. Terms of Office, i s to lead t he vast num bers of ca dres to a ctively 员 权 授 无 病 因 ; 字 理 代 定 法 其 时 力 能 为 事 民 全 完 备 具 不 。 情 知 署 签 人 本 由 当 应 , 动 活 疗 医 的 行 进 可 方 意 同 面 书 者 患 得 取 需 对 adapt to the knowledge faster and actively a dapt to t he increasi ngly high level of leaders hip situation, a ctively adapt t o the dema nd of the masses m ore and more situations, eager to lear n, e nha nce a ccumulation, efforts, hone d the a bility to over come a good service, pa nic. T hird is t o use real istic understanding. A dhere t o pe ople -ori ented m ust be based on realit y, not divor ced from reality. Desk no water cups here in Hong Kong, staff need t o drink some water to the dri nking fountain on a floor, the gla ss used i s a one-time non-cone ty pe. Dri nk this cup ca n only hol d, ca nnot be put down. T his is not only to save on glass material s, more important is t o force you t o get drinki ng water, go back to y our se at busine ss. Our emphasi s on pe ople -ori ented, doe s not imply you can i ndulge the desires, t he comfortable, the pur suit of enjoyment. Office of the party committees at all levels of our comrade s, must conti nue t o maintain the style of plai n living a nd hard struggl e, to stand up to the test s of temptations, exciting "energy" cons ervation "di sposition" to the s pirit of selfles s de dicati on and pr ovide service s. Inve stee 4. cl early define d res ponsibilities. Putting people first is a common visi on of development, every one i s a liabil ity. Pe opl e -oriente d, above and bel ow wit h the res ponsi bility for coor dinati ng system must be esta blis hed a nd hol d everyone accountabl e. First, we must strengthen the l eaders hip. "In its pla ce, its g overna nce , its level, be ar the res ponsi bility of the Divi sion." This i s the minim um requireme nt for leaders, i s a measure of the ba sic criteri a for whether a leadi ng cadre is competent . Lea ders ne ed to "it is an official term for the be nefit of" mission, cons ciously ass ume res ponsi bility for implementi ng pe ople -ori ented. Direct or of the Office of the party committees at all levels is the responsibil ity of the units to impleme nt pe ople -ori ented, to manage their pe ople, "plug i n ow n responsibility", effectively enha nce t he educati on of leading cadres, cadre s and cadre s work, efforts to revitalize the Office of human res our ces, Office work is full of vigor and vitality

7

well, with the effectivenes s of services to defend the interests of the masses . Third, we s hould strive to do well . To a chi eve good pra ctical res ults, the key is to know the la w, to gras p the laws a nd usi ng laws. Office of economi c devel opme nt, social pr ogress , there are rul es to follow. Only a ct accordi ng to the la w, to over come bl indnes s and strengtheni ng initiative, creative. Worki ng in the Office, we should be good at analyzing t he ess ence of thing s, to find regular thi ng, chang e from passive to a ctive, to s eek one. I nvestee 2. esta blis hment of evaluati on sy stem. Evaluation system is es sentially an incentive mechanism, the eval uation was obje ctive and fair, reasonabl e, and ca n stimulate a person's e nergy, mobilizi ng pe opl e's ent husiasm or be misleadi ng, dampened the enthusia sm of people. At pres ent, the conce pt of pe ople -or iented people, but to esta blis h and perfect eval uation syste m is still lagging be hind. Work in thi s area shoul d be seriousl y caught up. "Thr ee emphasis on" to take advantage of. Is a focus on sta ndar ds and s cientific. A fundamental point of the evaluation criteria , is to keep contact, development, compre hensive eye evaluati on of cadres . Office work, bot h "record" a nd "potential performance"; bot h subje ctive effor ts, take another look at the objective conditi on; bot h "pragmatic" enoug h, take anot her look at the "retreat" level. Second, focus on partici pating the brea dth of the s ubject. Eval uation of cadres m ust give full play to democracy, cadre s and the masse s ha ndi ng over eval uation. Office w ork service s leadershi p and servi ce ba se, serve t he pe opl e, the n nom inated the mai n object wi ll contain a variety of servi ces, so that a sses sment was a ccurate and t o avoid one -si dednes s. Thir d, pay attenti on to the serious nes s of the conclusion. The use of evaluation findi ngs is mai nly embodied i n hi s directi on. Permitted to choose one , it woul d be t a ntamount to e stablis hing a ba nner. Evaluati on can't take care of the bala nce, other wise it would undermine t he offset the positive significa nce of evaluation. Office of the party committees at all levels s hould take the findi ngs as on the cadre s ' bonus -penalt y, an important basis for future m ovements, i nce ntive and restraint effect of making evaluati ons. 3. Prev ention of unde rsta ndi ng "infidelity". Pe ople -centere d devel opment, concrete is diale ctical, . In practice in the process, t o prevent one -si ded a nd st ill look, from actual people. One i s to us e diale ctical poi nt of view to under stand. Huma nist is the core of the sci entific Outlook on devel opme nt, remains t he devel opme nt of the s cientifi c Outl ook on deve lopment em phasi zes, is still taking e conomic construction as the Center. Any de parture from the development of thoug ht and a ction, is a misi nterpretation and misunder standi ng of pe opl e-oriente d. Adhere to people-orie nted both to overcome one -si dednes s of the ol d, but als o to preve nt one -si dednes s, not accelerating the devel opme nt of people a nd the opposition. Must be very cl ear, people orie nted a nd spee ding up deve lopme nt is not opposed, but consistent, we shoul d never be

答:(1)正确安全地组织工作;(2)负责检查工作票所列安全措施是否正确完备和工 作许可人所做的安全措施是否符合现场实际条件,必要时予以补充;(3)工作前对工作班 成员进行危险点告知,交待安全措施和技术措施,并确认每一个工作班成员都已知晓; (4) 严格执行工作票所列安全措施;(5)督促、监护工作人员遵守本规程,正确使用劳动保护 用品和执行现场安全措施;(6)工作班成员精神状态是否良好,变动是否合适。 52、工作许可人安全责任有那些? 答:(1)负责审查工作票所列安全措施是否正确完备,是否符合现场条件;(2)工作 现场布置的安全措施是否完善,必要时予以补充;(3)负责检查检修设备有无突然来电的 危险;(4)对工作票所列内容即使发生很小疑问,也必须向工作票签发人询问清楚,必要 时应要求作详细补充。 53、专责监护人安全责任有那些? 答:(1)明确被监护人员和监护范围;(2)工作前对被监护人员交待安全措施,告知 危险点和安全注意事项;(3)监督被监护人员遵守本规程和现场安全措施,及时纠正不安 全行为。 54、工作班成员安全责任有那些? 答:(1)熟悉工作内容、工作流程,掌握安全措施,明确工作中的危险点,并履行确认 手续;(2)严格遵守安全规章制度、技术规程和劳动纪律,对自己在工作中的行为负责, 互相关心工作安全,并监督本规程的执行和现场安全措施的实施;(3)正确使用安全工器 具和劳动防护用品。 55、如何办理工作许可手续? 答:工作许可人在完成施工现场的安全措施后,会同工作负责人再次检查所做的安全措 施,对具体设备指明实际的隔离措施,证明检修设备确无电压,对工作负责人指明带电设备 的位置和工作过程中的注意事项,然后和工作负责人在工作票上分别确认、签名。 56、工作中,对专责监护人有那些要求? 答:专责监护人不得兼任其它工作,专责监护人临时离开时,应通知被监护人员停止工 作或离开工作现场,待专责监护人回来后方可恢复工作。 57、检修工作结束以前,若需将设备试加工作电压,在什么条件下才能进行? 答:(1)全部工作人员拆离工作地点;(2)将该系统的所有工作票收回,拆除临时遮 拦、接地线和标示牌,恢复常设遮拦;(3)应在工作负责人和运行人员进行全面检查无误 后,由运行人员进行加压试验。
people-oriente d in the name of reduci ng our enthusia sm. Premier We n Jiaba o's G overnme nt work report this yea r, ide ntified as 7% gr owth, 2 .1% low er than la st year's 9.1% , but i n 8 work remai ns to a ccelerate development i n the first pla ce ... Work standards. Second is to use the scale of development to understand. Society is ev olving, human nee ds are als o changi ng. Pra ctice of humani sm is a long-term pr oces s and ca nnot be achieve d overnig ht. To treat people if you stand still and rigid dogma, it is poss ible t o return t o t his, s ee thing s but not people's old ways. T herefore, w e have to foll ow the development of the times, a nd continue de buggi ng the humani st pers pective , innovative pe ople -oriented wa y. Under the new histori cal conditions, we are re que sted by the times, set up a bra nd new concept, a high starting poi nt, hig h standard of armed people, s hapi ng, exerci se, people, consta ntly taking the new connotation of the times. Terms of Office, i s to lead t he vast num bers of ca dres to a ctively 员 权 授 无 病 因 ; 字 理 代 定 法 其 时 力 能 为 事 民 全 完 备 具 不 。 情 知 署 签 人 本 由 当 应 , 动 活 疗 医 的 行 进 可 方 意 同 面 书 者 患 得 取 需 对 adapt to the knowledge faster and actively a dapt to t he increasi ngly high level of leaders hip situation, a ctively adapt t o the dema nd of the masses m ore and more situations, eager to lear n, e nha nce a ccumulation, efforts, hone d the a bility to over come a good service, pa nic. T hird is t o use real istic understanding. A dhere t o pe ople -ori ented m ust be based on realit y, not divor ced from reality. Desk no water cups here in Hong Kong, staff need t o drink some water to the dri nking fountain on a floor, the gla ss used i s a one-time non-cone ty pe. Dri nk this cup ca n only hol d, ca nnot be put down. T his is not only to save on glass material s, m ore important is to force you t o get drinki ng water, go back to y our se at busine ss. Our emphasi s on pe ople -ori ented, doe s not imply you can i ndulge the desires, t he comfortable, the pur suit of enjoyment. Office of the party committees at all levels of our comrade s, must conti nue t o maintain the style of plai n living a nd hard struggl e, to stand up to the test s of temptations, exciting "energy" cons ervation "di sposition" to the s pirit of selfles s de dicati on and pr ovide service s. Inve stee 4. cl early define d res ponsibilities. Putting people first is a common visi on of development, every one i s a liabil ity. Pe opl e-oriente d, above and bel ow wit h the res ponsi bility for coor dinati ng system must be esta blis hed a nd hol d everyone accountabl e. First, we must strengthen the l eaders hip. "In its pla ce, its g overna nce , its level, be ar the res ponsi bility of the Divi sion." This i s the minim um requireme nt for leaders, i s a measure of the ba sic criteri a for whether a leadi ng cadre is competent . Lea ders ne ed to "it is an of ficial term for the be nefit of" mission, cons ciously ass ume res ponsi bility for implementi ng pe ople -ori ented. Direct or of the Office of the party committees at all levels is the responsibil ity of the units to impleme nt pe ople -ori ented, to manage their pe ople, "plug i n ow n responsibility", effectively enha nce t he educati on of leading cadres, cadre s and cadre s work, efforts to revitalize the Office of human res our ces, Office work is full of vigor and vitality

8

well, with the effectivenes s of services to defend the interests of the masses . Third, we s hould strive to do well . To a chi eve good pra ctical res ults, the key is to know the la w, to gras p the laws a nd usi ng laws. Office of economi c devel opme nt, social pr ogress , there are rul es to follow. Only a ct accordi ng to the la w, to over come bl indnes s and strengtheni ng initiative, creative. Worki ng in the Office, we should be good at analyzing t he ess ence of thing s, to find regular thi ng, chang e from passive to a ctive, to s eek one. I nvestee 2. esta blis hment of evaluati on sy stem. Evaluation system is es sentially an incentive mechanism, the eval uation was obje ctive and fair, reasonabl e, and ca n stimulate a person's e nergy, mobilizi ng pe opl e's ent husiasm or be misleadi ng, dampened the enthusia sm of people. At pres ent, the conce pt of pe ople -or iented people, but to esta blis h and perfect eval uation syste m is still lagging be hind. Work in thi s area shoul d be seriousl y caught up. "Thr ee emphasis on" to take advantage of. Is a focus on sta ndar ds and s cientific. A fundamental point of the evaluation criteria , is to keep contact, development, compre hensive eye evaluati on of cadres . Office work, bot h "record" a nd "potential performance"; bot h subje ctive efforts, take another look at the objective conditi on; bot h "pragmatic" enoug h, take anot her look at the "retr eat" level. Second, focus on partici pating the brea dth of the s ubject. Eval uation of cadres m ust give full play to democracy, cadre s and the masse s ha ndi ng over eval uation. Office w ork service s leadershi p and servi ce ba se, serve t he pe opl e, the n nom inated the mai n object wi ll contain a variety of servi ces, so that a sses sment was a ccurate and t o avoid one -si dednes s. Thir d, pay attenti on to the serious nes s of the conclusion. The use of evaluation findi ngs is mai nly embodied i n hi s directi on. Permitted to choose one , it woul d be ta ntamount to e stablis hing a ba nner. Evaluati on can't take care of the bala nce, other wise it would underm ine t he offset the positive significa nce of evaluation. Office of the party committees at all levels s hould take the findi ngs as on the cadre s ' bonus -penalt y, an important basis for future m ovements, i nce ntive and restraint effect of making evaluati ons. 3. Pr ev ention of understa ndi ng "infidelity". Pe ople -centere d devel opment, concrete is diale ctical, . In practice in the process, t o prevent one -si ded a nd st ill look, from actual people. One i s to us e diale ctical poi nt of view to under stand. Huma nist is the core of the sci entific Outlook on devel opme nt, remains t he devel opme nt of the s cientifi c Outl ook on deve lopment em phasi zes, is still taking e conomic construction as the Center. Any de parture from the development of thoug ht and a ction, is a misi nterpretation and misunder standi ng of pe opl e-oriente d. Adhere to people-orie nted both to overcome one -si dednes s of the ol d, but als o to preve nt one -si dednes s, not accelerating the devel opme nt of people a nd the opposition. Must be very cl ear, people orie nted a nd spee ding up deve lopme nt is not opposed, but consistent, we shoul d never be

58、已终结的工作票、事故应急抢修单保存如何规定? 答:已终结的工作票、事故应急抢修单应保存一年。 59、电气设备上工作保证安全的技术措施? 答:停电;验电;接地;悬挂标示牌和装设遮拦(围栏)。上述工作由运行人员或有权 执行操作的人员执行。 60、工作人员工作中正常活动范围与带电设备的安全距离是多少? 答 : 10kV ( 13.8 ) 110kV 1.5M 220kV 3M 0.35M 330kV 4M 20 、 35kV 500kV 5M 0.6M 63 ( 66 )

61、如何防止向停电检修设备反送电? 答:检修设备停电,应把各方面的电源完全断开(任何运用中的星形接线设备的中性点, 应视为带点设备)。禁止在只经开关断开电源的设备上工作。应拉开刀闸,手车开关应拉至 试验或检修位置, 应使各方面有一个明显断开点 (对于有些设备无法观察到明显断开点的除 外)。与停电设备有关的变压器和电压互感器,应将设备各侧断开,防止向停电检修设备发 送电。 62、如何保证检修设备不会误送电? 答:检修设备和可能来电侧的开关、刀闸应断开控制电源和合闸电源,刀闸的操作把手 上应锁住,确保不会误送电。 63、电源与检修设备难以完全断开时,怎么办? 答:对有些检修设备难以与电源完全断开时,可以拆除设备与电源之间的电气连接。 64、如何进行验电? 答:验电时,应使用相应电压等级而且合格的接触式验电器,在装设接地线或合接地刀 闸处三相分别验电。验电前,应先在有电设备上进行试验,确证验电器良好;无法在有电设 备上进行试验时可用高压发生器等确证验电器良好。 如不接地线不能指示者, 可在验电器绝 缘杆尾部接上接地线,但必须经值班负责人或工作负责人许可。 65、高压验电应注意那些安全事项? 答:高压验电应戴绝缘手套,验电器的伸缩式绝缘棒长度应拉足,验电时手应握在手柄 处不得超过护环,人体应与被验电设备保持表 2-1 的安全距离,雨雪天气时不得进行室外直 接验电。 66、什么是间接验电? 答:对无法直接验电的设备可以进行间接验电。即检查刀闸的机械指示位置,电气指示、
people-oriente d in the name of reduci ng our enthusia sm. Premier We n Jiaba o's G overnme nt work report this yea r, ide ntified as 7% gr owth, 2 .1% low er than la st year's 9.1% , but i n 8 work remai ns to a ccelerate development i n the first pla ce ... Work standards. Second is to use the scale of development to understand. Society is ev olving, human ne e ds are als o changi ng. Pra ctice of humani sm is a long-term pr oces s and ca nnot be achieve d overnig ht. To treat people if you stand still and rigid dogma, it is poss ible t o return to t his, s ee thing s but not people's old ways. T herefore, w e have to foll ow the development of the times, a nd continue de buggi ng the humani st pers pective , innovative pe ople -oriented wa y. Under the new histori cal conditions, we are re que sted by the times, set up a bra nd new concept, a high starting poi nt, hig h standard of armed peopl e, s hapi ng, exerci se, people, consta ntly taking the new connotation of the times. Terms of Office, i s to lead t he vast num bers of ca dres to a ctively 员 权 授 无 病 因 ; 字 理 代 定 法 其 时 力 能 为 事 民 全 完 备 具 不 。 情 知 署 签 人 本 由 当 应 , 动 活 疗 医 的 行 进 可 方 意 同 面 书 者 患 得 取 需 对 adapt to the knowledge faster and actively a dapt to t he increasi ngly high level of leaders hip situation, a ctively adapt t o the dema nd of the masses m ore and more situations, eager to lear n, e nha nce a ccumulation, efforts, hone d the a bility to over come a good service, pa nic. T hird is t o use real istic understanding. A dhere t o pe ople -ori ented m ust be based on realit y, not divor ced from reality. Desk no water cups here in Hong Kong, staff need t o drink some water to the dri nking fountain on a floor, the gla ss used i s a one-time non-cone ty pe. Dri nk this cup ca n only hol d, ca nnot be put down. T his is not only to save on glass material s, more important is t o force you t o get drinki ng water, go back to y our se at busine ss. Our emphasi s on pe ople -ori ented, doe s not imply you can i ndulge the desires, t he comfortable, the pur suit of enjoyment. Office of the party committees at all levels of our comrade s, must conti nue t o maintain the style of plai n living a nd hard struggl e, to stand up to the test s of temptations, exciting "energy" cons ervation "di sposition" to the s pirit of selfles s de dicati on and pr ovide service s. Inve stee 4. cl early define d res ponsibilities. Putting people first is a common visi on of development, every one i s a liabil ity. Pe opl e -oriente d, above and bel ow wit h the res ponsi bility for coor dinati ng system must be esta blis hed a nd hol d everyone accountabl e. First, we must strengthen the l eaders hip. "In its pla ce, its g overna nce , its level, be ar the res ponsi bility of the Divi sion." This i s the minim um requireme nt for leaders, i s a measure of the ba sic criteri a for whether a leadi ng cadre is competent . Lea ders ne ed to "it is an official term for the be nefit of" mission, cons ciously ass ume res ponsi bility for implementi ng pe ople -ori ented. Direct or of the Office of the party committees at all levels is the responsibil ity of the units to impleme nt pe ople -ori ented, to manage their pe ople, "plug i n ow n responsibility", effectively enha nce t he educati on of leading cadres, cadre s and cadre s work, efforts to revitalize the Office of human res our ces, Office work is full of vigor and vitality

9

well, with the effectivenes s of services to defend the interests of the masses . Third, we s hould strive to do well . To a chi eve good pra ctical res ults, the key is to know the la w, to gras p the laws a nd usi ng laws. Office of economi c devel opme nt, social pr ogress , there are rul es to follow. Only a ct accordi ng to the la w, to over come bl indnes s and strengtheni ng initiative, creative. Worki ng in the Office, we should be good at analyzing t he ess ence of thing s, to find regular thi ng, chang e from passive to a ctive, to s eek one. I nvestee 2. esta blis hment of evaluati on sy stem. Evaluation system is es sentially an incentive mechanism, the eval uation was obje ctive and fair, reasonabl e, and ca n stimulate a person's e nergy, mobilizi ng pe opl e's ent husiasm or be misleadi ng, dampened the enthusia sm of people. At pres ent, the conce pt of pe ople -or iented people, but to esta blis h and perfect eval uation syste m is still lagging be hind. Work in thi s area shoul d be seriousl y caught up. "Thr ee emphasis on" to take advantage of. Is a focus on sta ndar ds and s cientific. A fundamental point of the evaluation criteria , is to keep contact, development, compre hensive eye evaluati on of cadres . Office work, bot h "record" a nd "potential performance"; bot h subje ctive effor ts, take another look at the objective conditi on; bot h "pragmatic" enoug h, take anot her look at the "retreat" level. Second, focus on partici pating the brea dth of the s ubject. Eval uation of cadres m ust give full play to democracy, cadre s and the masse s ha ndi ng over eval uation. Office w ork service s leadershi p and servi ce ba se, serve t he pe opl e, the n nom inated the mai n object wi ll contain a variety of servi ces, so that a sses sment was a ccurate and t o avoid one -si dednes s. Thir d, pay attenti on to the serious nes s of the conclusion. The use of evaluation findi ngs is mai nly embodied i n hi s directi on. Permitted to choose one , it woul d be t a ntamount to e stablis hing a ba nner. Evaluati on can't take care of the bala nce, other wise it would undermine t he offset the positive significa nce of evaluation. Office of the party committees at all levels s hould take the findi ngs as on the cadre s ' bonus -penalt y, an important basis for future m ovements, i nce ntive and restraint effect of making evaluati ons. 3. Prev ention of unde rsta ndi ng "infidelity". Pe ople -centere d devel opment, concrete is diale ctical, . In practice in the process, t o prevent one -si ded a nd st ill look, from actual people. One i s to us e diale ctical poi nt of view to under stand. Huma nist is the core of the sci entific Outlook on devel opme nt, remains t he devel opme nt of the s cientifi c Outl ook on deve lopment em phasi zes, is still taking e conomic construction as the Center. Any de parture from the development of thoug ht and a ction, is a misi nterpretation and misunder standi ng of pe opl e-oriente d. Adhere to people-orie nted both to overcome one -si dednes s of the ol d, but als o to preve nt one -si dednes s, not accelerating the devel opme nt of people a nd the opposition. Must be very cl ear, people orie nted a nd spee ding up deve lopme nt is not opposed, but consistent, we shoul d never be

仪表及带电显示装置指示的变化, 且至少应有两个及以上指示已同时发生对应变化; 若进行 遥控操作, 则应同时检查刀闸的状态指示、 遥测、 遥信信号及显示装置的指示进行间接验电。 67、对电缆及电容器接地前有何要求? 答:电缆及电容器接地前应逐相充分放电,星形接地电容器的中性点应接地,串联电容 器及与整组电容器脱离的电容器应逐个放电,装在绝缘支架上的电容器外壳也应放电。 68、在什么情况下,应加装接地线或使用个人保安线? 答:对于因*行或邻*带电设备导致检修设备可能产生感应电压时,应加装接地线或工 作人员使用个人保安线,加装接地线应登录在工作票上,个人保安线由工作人员自装自拆。 69、在什么情况下,应悬挂“禁止分闸!”的标示牌。 答:对由于设备原因,接地刀闸与检修设备之间连有断路器(开关),在接地刀闸和断 路器(开关)合上后,在断路器(开关)操作把手上,应悬挂“禁止分闸!”的标示牌。 70、在显示屏上,进行操作的开关和刀闸应设置什么标记? 答:在显示屏上进行操作的开关和刀闸的操作处均应相应设置“禁止合闸,有人工作!” 或“禁止合闸,线路有人工作!”以及“禁止分闸!”的标记。 71、在工作地点,应设置什么样的标示牌? 答:在工作地点,应设置“在此工作!”的标示牌。 72、在设备构架上工作,悬挂什么样的标示牌? 答:应在工作地点邻*带电部分的横梁上,悬挂“止步、高压危险!”的标示牌。在工作 人员上下铁架和梯子上,应“从此上下!” 的标示牌。在邻*其它可能误登的带电构架上, 应“禁止攀登、高压危险!”的标示牌。 73、在室内高压设备上工作,应悬挂什么标示牌? 答:应在工作地点两旁及对面运行设备间隔的遮拦(围栏)上和禁止通行的过道遮拦(围 栏)上悬挂“止步、高压危险!”的标示牌。 74、线路停、送电有何规定? 答:线路停、送电均应按照值班调度员或线路工作许可人的指令执行。严禁约时停、送 电。 75、在海拔 1000m 以上带电作业时,有何规定? 答:应根据作业区不同海拔高度进行高海拔大气修正各类空气与固体绝缘的安全距离和 长度、绝缘子片数等,并编制带电作业现场安全规程,经本单位主管生产领导(总工程师)批 准后执行。
people-oriente d in the name of reduci ng our enthusia sm. Premier We n Jiaba o's G overnme nt work report this yea r, ide ntified as 7% gr owth, 2 .1% low er than la st year's 9.1% , but i n 8 work remai ns to a ccelerate development i n the first pla ce ... Work standards. Second is to use the scale of development to understand. Society is ev olving, human nee ds are als o changi ng. Pra ctice of humani sm is a long-term pr oces s and ca nnot be achieve d overnig ht. To treat people if you stand still and rigid dogma, it is poss ible t o return t o t his, s ee thing s but not people's old ways. T herefore, w e have to foll ow the development of the times, a nd continue de buggi ng the humani st pers pective , innovative pe ople -oriented wa y. Under the new histori cal conditions, we are re que sted by the times, set up a bra nd new concept, a high starting poi nt, hig h standard of armed people, s hapi ng, exerci se, people, consta ntly taking the new connotation of the times. Terms of Office, i s to lead t he vast num bers of ca dres to a ctively 员 权 授 无 病 因 ; 字 理 代 定 法 其 时 力 能 为 事 民 全 完 备 具 不 。 情 知 署 签 人 本 由 当 应 , 动 活 疗 医 的 行 进 可 方 意 同 面 书 者 患 得 取 需 对 adapt to the knowledge faster and actively a dapt to t he increasi ngly high level of leaders hip situation, a ctively adapt t o the dema nd of the masses m ore and more situations, eager to lear n, e nha nce a ccumulation, efforts, hone d the a bility to over come a good service, pa nic. T hird is t o use real istic understanding. A dhere t o pe ople -ori ented m ust be based on realit y, not divor ced from reality. Desk no water cups here in Hong Kong, staff need t o drink some water to the dri nking fountain on a floor, the gla ss used i s a one-time non-cone ty pe. Dri nk this cup ca n only hol d, ca nnot be put down. T his is not only to save on glass material s, m ore important is to force you t o get drinki ng water, go back to y our se at busine ss. Our emphasi s on pe ople -ori ented, doe s not imply you can i ndulge the desires, t he comfortable, the pur suit of enjoyment. Office of the party committees at all levels of our comrade s, must conti nue t o maintain the style of plai n living a nd hard struggl e, to stand up to the test s of temptations, exciting "energy" cons ervation "di sposition" to the s pirit of selfles s de dicati on and pr ovide service s. Inve stee 4. cl early define d res ponsibilities. Putting people first is a common visi on of development, every one i s a liabil ity. Pe opl e-oriente d, above and bel ow wit h the res ponsi bility for coor dinati ng system must be esta blis hed a nd hol d everyone accountabl e. First, we must strengthen the l eaders hip. "In its pla ce, its g overna nce , its level, be ar the res ponsi bility of the Divi sion." This i s the minim um requireme nt for leaders, i s a measure of the ba sic criteri a for whether a leadi ng cadre is competent . Lea ders ne ed to "it is an of ficial term for the be nefit of" mission, cons ciously ass ume res ponsi bility for implementi ng pe ople -ori ented. Direct or of the Office of the party committees at all levels is the responsibil ity of the units to impleme nt pe ople -ori ented, to manage their pe ople, "plug i n ow n responsibility", effectively enha nce t he educati on of leading cadres, cadre s and cadre s work, efforts to revitalize the Office of human res our ces, Office work is full of vigor and vitality

10

well, with the effectivenes s of services to defend the interests of the masses . Third, we s hould strive to do well . To a chi eve good pra ctical res ults, the key is to know the la w, to gras p the laws a nd usi ng laws. Office of economi c devel opme nt, social pr ogress , there are rul es to follow. Only a ct accordi ng to the la w, to over come bl indnes s and strengtheni ng initiative, creative. Worki ng in the Office, we should be good at analyzing t he ess ence of thing s, to find regular thi ng, chang e from passive to a ctive, to s eek one. I nvestee 2. esta blis hment of evaluati on sy stem. Evaluation system is es sentially an incentive mechanism, the eval uation was obje ctive and fair, reasonabl e, and ca n stimulate a person's e nergy, mobilizi ng pe opl e's ent husiasm or be misleadi ng, dampened the enthusia sm of people. At pres ent, the conce pt of pe ople -or iented people, but to esta blis h and perfect eval uation syste m is still lagging be hind. Work in thi s area shoul d be seriousl y caught up. "Thr ee emphasis on" to take advantage of. Is a focus on sta ndar ds and s cientific. A fundamental point of the evaluation criteria , is to keep contact, development, compre hensive eye evaluati on of cadres . Office work, bot h "record" a nd "potential performance"; bot h subje ctive efforts, take another look at the objective conditi on; bot h "pragmatic" enoug h, take anot her look at the "retr eat" level. Second, focus on partici pating the brea dth of the s ubject. Eval uation of cadres m ust give full play to democracy, cadre s and the masse s ha ndi ng over eval uation. Office w ork service s leadershi p and servi ce ba se, serve t he pe opl e, the n nom inated the mai n object wi ll contain a variety of servi ces, so that a sses sment was a ccurate and t o avoid one -si dednes s. Thir d, pay attenti on to the serious nes s of the conclusion. The use of evaluation findi ngs is mai nly embodied i n hi s directi on. Permitted to choose one , it woul d be ta ntamount to e stablis hing a ba nner. Evaluati on can't take care of the bala nce, other wise it would underm ine t he offset the positive significa nce of evaluation. Office of the party committees at all levels s hould take the findi ngs as on the cadre s ' bonus -penalt y, an important basis for future m ovements, i nce ntive and restraint effect of making evaluati ons. 3. Pr ev ention of understa ndi ng "infidelity". Pe ople -centere d devel opment, concrete is diale ctical, . In practice in the process, t o prevent one -si ded a nd st ill look, from actual people. One i s to us e diale ctical poi nt of view to under stand. Huma nist is the core of the sci entific Outlook on devel opme nt, remains t he devel opme nt of the s cientifi c Outl ook on deve lopment em phasi zes, is still taking e conomic construction as the Center. Any de parture from the development of thoug ht and a ction, is a misi nterpretation and misunder standi ng of pe opl e-oriente d. Adhere to people-orie nted both to overcome one -si dednes s of the ol d, but als o to preve nt one -si dednes s, not accelerating the devel opme nt of people a nd the opposition. Must be very cl ear, people orie nted a nd spee ding up deve lopme nt is not opposed, but consistent, we shoul d never be

76、在什么电压等级下不得进行等电位作业? 答:10kV 及以下电压等级的电力线路和电气设备上不得进行等电位作业。 77、低压带电作业应注意那些安全事项? 答:低压带电作业应设专人监护。使用有绝缘柄的工具,其外裸的导电部位应采取绝缘 措施,防止操作时相间或相对地短路。工作时,应穿绝缘靴和全棉长袖工作服,并带绝缘手 套、安全帽和护目镜,站在干燥的绝缘物上进行。严禁使用锉刀、金属尺和带有金属物的毛 刷、毛掸等工具。 78、带电作业工具进行电气试验及机械试验其试验周期如何规定? 答:电气试验:预防性试验每年一次,检查性试验每年一次,两次试验间隔半年。机械 试验:绝缘工具每年一次,金属工具两年一次。 79、SF6 配电装置室及 SF6 气体试验室,通风有何要求? 答:SF6 配电装置室及 SF6 气体试验室,应装设强力通风装置,风口应设置在室内底部, 排风口不应朝向居民住宅或行人。 80、在打开的 SF6 电气设备上工作的人员,应经什么培训和使用什么用具? 答:应经专门的安全技术知识培训,配置和使用必要的安全防护用具。 81、SF6 配电装置发生大量泄漏等紧急情况时,如何处理? 答:人员应迅速撤出现场,开启所有排风机进行排风。未配戴隔离式防毒面具人员禁止 入内。只有经过充分的自然排风或恢复排风后,人员才准进入。 82、SF6 开关进行操作时,禁止什么工作? 答:SF6 开关进行操作时,禁止检修人员在其外壳上进行工作 83、在低压电动机和在照明回路上的工作,有何要求? 答:在低压电动机和在照明回路上的工作可不填用工作票,应做好相应记录。该工作至 少由两人进行。 84、低压回路停电工作应做好那些安全措施? 答:将检修设备的各方面电源断开取下熔断器,在开关(刀闸)操作把手上挂“禁止合闸, 有人工作!”标示牌;工作前应验电;根据需要采取其它安全措施。 85、检修中遇有那些情况应填用二次工作安全措施票? 答: (1)在设备的二次回路上进行拆、接线工作;对检修设备执行隔离措施时,需拆断、 短接和恢复同运行设备有联系的二次回路工作。 86、执行二次工作安全措施票,有何要求?
people-oriente d in the name of reduci ng our enthusia sm. Premier We n Jiaba o's G overnme nt work report this yea r, ide ntified as 7% gr owth, 2 .1% low er than la st year's 9.1% , but i n 8 work remai ns to a ccelerate development i n the first pla ce ... Work standards. Second is to use the scale of development to understand. Society is ev olving, human ne e ds are als o changi ng. Pra ctice of humani sm is a long-term pr oces s and ca nnot be achieve d overnig ht. To treat people if you stand still and rigid dogma, it is poss ible t o return to t his, s ee thing s but not people's old ways. T herefore, w e have to foll ow the development of the times, a nd continue de buggi ng the humani st pers pective , innovative pe ople -oriented wa y. Under the new histori cal conditions, we are re que sted by the times, set up a bra nd new concept, a high starting poi nt, hig h standard of armed peopl e, s hapi ng, exerci se, people, consta ntly taking the new connotation of the times. Terms of Office, i s to lead t he vast num bers of ca dres to a ctively 员 权 授 无 病 因 ; 字 理 代 定 法 其 时 力 能 为 事 民 全 完 备 具 不 。 情 知 署 签 人 本 由 当 应 , 动 活 疗 医 的 行 进 可 方 意 同 面 书 者 患 得 取 需 对 adapt to the knowledge faster and actively a dapt to t he increasi ngly high level of leaders hip situation, a ctively adapt t o the dema nd of the masses m ore and more situations, eager to lear n, e nha nce a ccumulation, efforts, hone d the a bility to over come a good service, pa nic. T hird is t o use real istic understanding. A dhere t o pe ople -ori ented m ust be based on realit y, not divor ced from reality. Desk no water cups here in Hong Kong, staff need t o drink some water to the dri nking fountain on a floor, the gla ss used i s a one-time non-cone ty pe. Dri nk this cup ca n only hol d, ca nnot be put down. T his is not only to save on glass material s, more important is t o force you t o get drinki ng water, go back to y our se at busine ss. Our emphasi s on pe ople -ori ented, doe s not imply you can i ndulge the desires, t he comfortable, the pur suit of enjoyment. Office of the party committees at all levels of our comrade s, must conti nue t o maintain the style of plai n living a nd hard struggl e, to stand up to the test s of temptations, exciting "energy" cons ervation "di sposition" to the s pirit of selfles s de dicati on and pr ovide service s. Inve stee 4. cl early define d res ponsibilities. Putting people first is a common visi on of development, every one i s a liabil ity. Pe opl e -oriente d, above and bel ow wit h the res ponsi bility for coor dinati ng system must be esta blis hed a nd hol d everyone accountabl e. First, we must strengthen the l eaders hip. "In its pla ce, its g overna nce , its level, be ar the res ponsi bility of the Divi sion." This i s the minim um requireme nt for leaders, i s a measure of the ba sic criteri a for whether a leadi ng cadre is competent . Lea ders ne ed to "it is an official term for the be nefit of" mission, cons ciously ass ume res ponsi bility for implementi ng pe ople -ori ented. Direct or of the Office of the party committees at all levels is the responsibil ity of the units to impleme nt pe ople -ori ented, to manage their pe ople, "plug i n ow n responsibility", effectively enha nce t he educati on of leading cadres, cadre s and cadre s work, efforts to revitalize the Office of human res our ces, Office work is full of vigor and vitality

11

well, with the effectivenes s of services to defend the interests of the masses . Third, we s hould strive to do well . To a chi eve good pra ctical res ults, the key is to know the la w, to gras p the laws a nd usi ng laws. Office of economi c devel opme nt, social pr ogress , there are rul es to follow. Only a ct accordi ng to the la w, to over come bl indnes s and strengtheni ng initiative, creative. Worki ng in the Office, we should be good at analyzing t he ess ence of thing s, to find regular thi ng, chang e from passive to a ctive, to s eek one. I nvestee 2. esta blis hment of evaluati on sy stem. Evaluation system is es sentially an incentive mechanism, the eval uation was obje ctive and fair, reasonabl e, and ca n stimulate a person's e nergy, mobilizi ng pe opl e's ent husiasm or be misleadi ng, dampened the enthusia sm of people. At pres ent, the conce pt of pe ople -or iented people, but to esta blis h and perfect eval uation syste m is still lagging be hind. Work in thi s area shoul d be seriousl y caught up. "Thr ee emphasis on" to take advantage of. Is a focus on sta ndar ds and s cientific. A fundamental point of the evaluation criteria , is to keep contact, development, compre hensive eye evaluati on of cadres . Office work, bot h "record" a nd "potential performance"; bot h subje ctive effor ts, take another look at the objective conditi on; bot h "pragmatic" enoug h, take anot her look at the "retreat" level. Second, focus on partici pating the brea dth of the s ubject. Eval uation of cadres m ust give full play to democracy, cadre s and the masse s ha ndi ng over eval uation. Office w ork service s leadershi p and servi ce ba se, serve t he pe opl e, the n nom inated the mai n object wi ll contain a variety of servi ces, so that a sses sment was a ccurate and t o avoid one -si dednes s. Thir d, pay attenti on to the serious nes s of the conclusion. The use of evaluation findi ngs is mai nly embodied i n hi s directi on. Permitted to choose one , it woul d be t a ntamount to e stablis hing a ba nner. Evaluati on can't take care of the bala nce, other wise it would undermine t he offset the positive significa nce of evaluation. Office of the party committees at all levels s hould take the findi ngs as on the cadre s ' bonus -penalt y, an important basis for future m ovements, i nce ntive and restraint effect of making evaluati ons. 3. Prev ention of unde rsta ndi ng "infidelity". Pe ople -centere d devel opment, concrete is diale ctical, . In practice in the process, t o prevent one -si ded a nd st ill look, from actual people. One i s to us e diale ctical poi nt of view to under stand. Huma nist is the core of the sci entific Outlook on devel opme nt, remains t he devel opme nt of the s cientifi c Outl ook on deve lopment em phasi zes, is still taking e conomic construction as the Center. Any de parture from the development of thoug ht and a ction, is a misi nterpretation and misunder standi ng of pe opl e-oriente d. Adhere to people-orie nted both to overcome one -si dednes s of the ol d, but als o to preve nt one -si dednes s, not accelerating the devel opme nt of people a nd the opposition. Must be very cl ear, people orie nted a nd spee ding up deve lopme nt is not opposed, but consistent, we shoul d never be

答:二次工作安全措施票的工作内容及安全措施内容由工作负责人填写,由技术人员或 班长审核并签发;监护人由技术经验水*较高者担任,执行人、恢复人由工作班成员担任, 按二次工作安全措施票的顺序进行。上述工作至少由两人进行。 87、在运行的继电保护、安全自动装置及自动化监*良洌嵩宋锲肥庇ψ⒁饽切┌踩 事项? 答:不能阻塞通道,要与运行设备保持一定距离,防止事故处理时通道不畅,防止误碰 运行设备,造成继电保护误动作。清扫运行设备和二次回路时,要防止振动,防止误碰,要 使用绝缘工具 88、在电流互感器与短路端子之间导线上工作,有何安全要求? 答:应有严格的安全措施,并填用“二次工作安全措施票”。必要时申请停用有关保护装 置、安全自动装置或自动化监控系统。 89、在带电的电压互感器二次回路上工作时,应采取哪些安全措施? 答:严格防止短路和接地。应使用绝缘工具,戴手套。必要时,工作中请停用有关保护 装置、安全自动装置或自动化监控系统。接临时负载,应装有专用的隔离开关(刀闸)和熔 断器。工作时应有专人监护,严禁将回路的安全接地点断开。 90、设备高压试验工作前,有那些安全要求? 答:高压试验工作不得少于两人。试验负责人应由有经验的人担任,开始工作前,试验 负责人应向全体试验人员详细布置试验中的安全注意事项, 交代临*间隔的带电部位, 以及 其它安全注意事项。 91、高压试验现场应采取哪些安全措施?应采取那些安全措施? 答:试验现场应装设遮拦和围栏,遮拦或围栏与试验设备高压部分应有足够的安全距离, 向外悬挂“止步、高压危险!”的标示牌,并派人看守,被试设备两端不在同一地点时,另一 端还应派人看守。 92、加压试验前应认真检查哪些内容? 答:加压前应认真检查试验接线,使用规范的短路线,表计倍率、量程、调压器零位及 仪表的开始状态均正确无误后,经确认后,通知所有人员离开被试设备,并取得试验负责人 的许可,方可加压。 93、加压试验结束时应进行哪些检查? 答:试验结束时,试验人员应拆除自装的接地短路线,并对被试验设备进行检查,恢复 试验前的状态,经试验负责人复查后,进行现场清理。
people-oriente d in the name of reduci ng our enthusia sm. Premier We n Jiaba o's G overnme nt work report this yea r, ide ntified as 7% gr owth, 2 .1% low er than la st year's 9.1% , but i n 8 work remai ns to a ccelerate development i n the first pla ce ... Work standards. Second is to use the scale of development to understand. Society is ev olving, human nee ds are als o changi ng. Pra ctice of humani sm is a long-term pr oces s and ca nnot be achieve d overnig ht. To treat people if you stand still and rigid dogma, it is poss ible t o return t o t his, s ee thing s but not people's old ways. T herefore, w e have to foll ow the development of the times, a nd continue de buggi ng the humani st pers pective , innovative pe ople -oriented wa y. Under the new histori cal conditions, we are re que sted by the times, set up a bra nd new concept, a high starting poi nt, hig h standard of armed people, s hapi ng, exerci se, people, consta ntly taking the new connotation of the times. Terms of Office, i s to lead t he vast num bers of ca dres to a ctively 员 权 授 无 病 因 ; 字 理 代 定 法 其 时 力 能 为 事 民 全 完 备 具 不 。 情 知 署 签 人 本 由 当 应 , 动 活 疗 医 的 行 进 可 方 意 同 面 书 者 患 得 取 需 对 adapt to the knowledge faster and actively a dapt to t he increasi ngly high level of leaders hip situation, a ctively adapt t o the dema nd of the masses m ore and more situations, eager to lear n, e nha nce a ccumulation, efforts, hone d the a bility to over come a good service, pa nic. T hird is t o use real istic understanding. A dhere t o pe ople -ori ented m ust be based on realit y, not divor ced from reality. Desk no water cups here in Hong Kong, staff need t o drink some water to the dri nking fountain on a floor, the gla ss used i s a one-time non-cone ty pe. Dri nk this cup ca n only hol d, ca nnot be put down. T his is not only to save on glass material s, m ore important is to force you t o get drinki ng water, go back to y our se at busine ss. Our emphasi s on pe ople -ori ented, doe s not imply you can i ndulge the desires, t he comfortable, the pur suit of enjoyment. Office of the party committees at all levels of our comrade s, must conti nue t o maintain the style of plai n living a nd hard struggl e, to stand up to the test s of temptations, exciting "energy" cons ervation "di sposition" to the s pirit of selfles s de dicati on and pr ovide service s. Inve stee 4. cl early define d res ponsibilities. Putting people first is a common visi on of development, every one i s a liabil ity. Pe opl e-oriente d, above and bel ow wit h the res ponsi bility for coor dinati ng system must be esta blis hed a nd hol d everyone accountabl e. First, we must strengthen the l eaders hip. "In its pla ce, its g overna nce , its level, be ar the res ponsi bility of the Divi sion." This i s the minim um requireme nt for leaders, i s a measure of the ba sic criteri a for whether a leadi ng cadre is competent . Lea ders ne ed to "it is an of ficial term for the be nefit of" mission, cons ciously ass ume res ponsi bility for implementi ng pe ople -ori ented. Direct or of the Office of the party committees at all levels is the responsibil ity of the units to impleme nt pe ople -ori ented, to manage their pe ople, "plug i n ow n responsibility", effectively enha nce t he educati on of leading cadres, cadre s and cadre s work, efforts to revitalize the Office of human res our ces, Office work is full of vigor and vitality

12

well, with the effectivenes s of services to defend the interests of the masses . Third, we s hould strive to do well . To a chi eve good pra ctical res ults, the key is to know the la w, to gras p the laws a nd usi ng laws. Office of economi c devel opme nt, social pr ogress , there are rul es to follow. Only a ct accordi ng to the la w, to over come bl indnes s and strengtheni ng initiative, creative. Worki ng in the Office, we should be good at analyzing t he ess ence of thing s, to find regular thi ng, chang e from passive to a ctive, to s eek one. I nvestee 2. esta blis hment of evaluati on sy stem. Evaluation system is es sentially an incentive mechanism, the eval uation was obje ctive and fair, reasonabl e, and ca n stimulate a person's e nergy, mobilizi ng pe opl e's ent husiasm or be misleadi ng, dampened the enthusia sm of people. At pres ent, the conce pt of pe ople -or iented people, but to esta blis h and perfect eval uation syste m is still lagging be hind. Work in thi s area shoul d be seriousl y caught up. "Thr ee emphasis on" to take advantage of. Is a focus on sta ndar ds and s cientific. A fundamental point of the evaluation criteria , is to keep contact, development, compre hensive eye evaluati on of cadres . Office work, bot h "record" a nd "potential performance"; bot h subje ctive efforts, take another look at the objective conditi on; bot h "pragmatic" enoug h, take anot her look at the "retr eat" level. Second, focus on partici pating the brea dth of the s ubject. Eval uation of cadres m ust give full play to democracy, cadre s and the masse s ha ndi ng over eval uation. Office w ork service s leadershi p and servi ce ba se, serve t he pe opl e, the n nom inated the mai n object wi ll contain a variety of servi ces, so that a sses sment was a ccurate and t o avoid one -si dednes s. Thir d, pay attenti on to the serious nes s of the conclusion. The use of evaluation findi ngs is mai nly embodied i n hi s directi on. Permitted to choose one , it woul d be ta ntamount to e stablis hing a ba nner. Evaluati on can't take care of the bala nce, other wise it would underm ine t he offset the positive significa nce of evaluation. Office of the party committees at all levels s hould take the findi ngs as on the cadre s ' bonus -penalt y, an important basis for future m ovements, i nce ntive and restraint effect of making evaluati ons. 3. Pr ev ention of understa ndi ng "infidelity". Pe ople -centere d devel opment, concrete is diale ctical, . In practice in the process, t o prevent one -si ded a nd st ill look, from actual people. One i s to us e diale ctical poi nt of view to under stand. Huma nist is the core of the sci entific Outlook on devel opme nt, remains t he devel opme nt of the s cientifi c Outl ook on deve lopment em phasi zes, is still taking e conomic construction as the Center. Any de parture from the development of thoug ht and a ction, is a misi nterpretation and misunder standi ng of pe opl e-oriente d. Adhere to people-orie nted both to overcome one -si dednes s of the ol d, but als o to preve nt one -si dednes s, not accelerating the devel opme nt of people a nd the opposition. Must be very cl ear, people orie nted a nd spee ding up deve lopme nt is not opposed, but consistent, we shoul d never be

94、电力电缆工作有哪些基本要求? 答:工作前详细核对电缆名称、标示牌与工作票所写的相符,安全措施正确可靠后,方 可开始工作。 填用电力电缆第一种工作票的工作应经调度的许可, 填用电力电缆第二种工作 票的工作可不经调度的许可。若进入变配电站、发电厂工作,都应经当值运行人员许可。电 力电缆设备的标志牌要与电网系统图、电缆走向图和电缆数据的名称一致。 95、电缆试验结束后,应做好哪些安全措施? 答:电缆试验结束,应对被试电缆进行充分放电,并在被试电缆上加装临时接地线,待 电缆尾线接通后才可拆除。 96、进入生产场所人员,有何规定? 答:任何人进入生产场所(办公室、控制室、值班室和检修班组室除外),应戴安全帽。 97、电气工具和用具保管、使用有何要求? 答:电气工具和用具应由专人保管,进行定期检查。使用电气工器具应按有关规定接入 漏电保护装置或接地线。使用前应检查电线是否完好,有无接地线,不合格的不准使用。 98、凡离地面多少米都应视作高处作业。 答:凡在离地面(坠落高度基准面)2m 及以上的地点进行的工作,都应视作高处作业。 99、高处作业,使用安全带有何要求? 答:安全带(绳)应挂在牢固的构件上或专为挂安全带用的钢丝绳上,并不得低挂高用, 禁止系挂在移动或不牢固的物件上,如避雷器、断路器(开关)、隔离开关(刀闸)、电流 互感器、电压互感器等支持件上。在没有脚手架或者在没有栏杆的脚手架上工作,高度超过 1.5m 时,应使用安全带或采取其他可靠的安全措施。 100、变、配电站及发电厂遇有电气设备着火时,如何处理? 答:变、配电站及发电厂遇有电气设备着火时,应立即将有关设备电源断开,然后进行 救火。消防器材的配备、使用、维护、消防通道的配置等应遵守 DL5027-1993《电力设备典 型消防规程》的规定。 101、现场工作人员应会哪些紧急救护法? 答:现场工作人员都应定期进行培训,学会紧急救护法。会正确解脱电源、会心肺复苏 法、会止血、会包扎、会转移搬运伤员、会处理急救外伤或中毒等。 102、紧急救护的基本原则是什么? 答:是在现场采取积极措施保护伤员生命,减轻伤情,减少痛苦,并根据伤情需要,迅 速联系医疗部门救治。
people-oriente d in the name of reduci ng our enthusia sm. Premier We n Jiaba o's G overnme nt work report this yea r, ide ntified as 7% gr owth, 2 .1% low er than la st year's 9.1% , but i n 8 work remai ns to a ccelerate development i n the first pla ce ... Work standards. Second is to use the scale of development to understand. Society is ev olving, human ne e ds are als o changi ng. Pra ctice of humani sm is a long-term pr oces s and ca nnot be achieve d overnig ht. To treat people if you stand still and rigid dogma, it is poss ible t o return to t his, s ee thing s but not people's old ways. T herefore, w e have to foll ow the development of the times, a nd continue de buggi ng the humani st pers pective , innovative pe ople -oriented wa y. Under the new histori cal conditions, we are re que sted by the times, set up a bra nd new concept, a high starting poi nt, hig h standard of armed peopl e, s hapi ng, exerci se, people, consta ntly taking the new connotation of the times. Terms of Office, i s to lead t he vast num bers of ca dres to a ctively 员 权 授 无 病 因 ; 字 理 代 定 法 其 时 力 能 为 事 民 全 完 备 具 不 。 情 知 署 签 人 本 由 当 应 , 动 活 疗 医 的 行 进 可 方 意 同 面 书 者 患 得 取 需 对 adapt to the knowledge faster and actively a dapt to t he increasi ngly high level of leaders hip situation, a ctively adapt t o the dema nd of the masses m ore and more situations, eager to lear n, e nha nce a ccumulation, efforts, hone d the a bility to over come a good service, pa nic. T hird is t o use real istic understanding. A dhere t o pe ople -ori ented m ust be based on realit y, not divor ced from reality. Desk no water cups here in Hong Kong, staff need t o drink some water to the dri nking fountain on a floor, the gla ss used i s a one-time non-cone ty pe. Dri nk this cup ca n only hol d, ca nnot be put down. T his is not only to save on glass material s, more important is t o force you t o get drinki ng water, go back to y our se at busine ss. Our emphasi s on pe ople -ori ented, doe s not imply you can i ndulge the desires, t he comfortable, the pur suit of enjoyment. Office of the party committees at all levels of our comrade s, must conti nue t o maintain the style of plai n living a nd hard struggl e, to stand up to the test s of temptations, exciting "energy" cons ervation "di sposition" to the s pirit of selfles s de dicati on and pr ovide service s. Inve stee 4. cl early define d res ponsibilities. Putting people first is a common visi on of development, every one i s a liabil ity. Pe opl e -oriente d, above and bel ow wit h the res ponsi bility for coor dinati ng system must be esta blis hed a nd hol d everyone accountabl e. First, we must strengthen the l eaders hip. "In its pla ce, its g overna nce , its level, be ar the res ponsi bility of the Divi sion." This i s the minim um requireme nt for leaders, i s a measure of the ba sic criteri a for whether a leadi ng cadre is competent . Lea ders ne ed to "it is an official term for the be nefit of" mission, cons ciously ass ume res ponsi bility for implementi ng pe ople -ori ented. Direct or of the Office of the party committees at all levels is the responsibil ity of the units to impleme nt pe ople -ori ented, to manage their pe ople, "plug i n ow n responsibility", effectively enha nce t he educati on of leading cadres, cadre s and cadre s work, efforts to revitalize the Office of human res our ces, Office work is full of vigor and vitality

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well, with the effectivenes s of services to defend the interests of the masses . Third, we s hould strive to do well . To a chi eve good pra ctical res ults, the key is to know the la w, to gras p the laws a nd usi ng laws. Office of economi c devel opme nt, social pr ogress , there are rul es to follow. Only a ct accordi ng to the la w, to over come bl indnes s and strengtheni ng initiative, creative. Worki ng in the Office, we should be good at analyzing t he ess ence of thing s, to find regular thi ng, chang e from passive to a ctive, to s eek one. I nvestee 2. esta blis hment of evaluati on sy stem. Evaluation system is es sentially an incentive mechanism, the eval uation was obje ctive and fair, reasonabl e, and ca n stimulate a person's e nergy, mobilizi ng pe opl e's ent husiasm or be misleadi ng, dampened the enthusia sm of people. At pres ent, the conce pt of pe ople -or iented people, but to esta blis h and perfect eval uation syste m is still lagging be hind. Work in thi s area shoul d be seriousl y caught up. "Thr ee emphasis on" to take advantage of. Is a focus on sta ndar ds and s cientific. A fundamental point of the evaluation criteria , is to keep contact, development, compre hensive eye evaluati on of cadres . Office work, bot h "record" a nd "potential performance"; bot h subje ctive effor ts, take another look at the objective conditi on; bot h "pragmatic" enoug h, take anot her look at the "retreat" level. Second, focus on partici pating the brea dth of the s ubject. Eval uation of cadres m ust give full play to democracy, cadre s and the masse s ha ndi ng over eval uation. Office w ork service s leadershi p and servi ce ba se, serve t he pe opl e, the n nom inated the mai n object wi ll contain a variety of servi ces, so that a sses sment was a ccurate and t o avoid one -si dednes s. Thir d, pay attenti on to the serious nes s of the conclusion. The use of evaluation findi ngs is mai nly embodied i n hi s directi on. Permitted to choose one , it woul d be t a ntamount to e stablis hing a ba nner. Evaluati on can't take care of the bala nce, other wise it would undermine t he offset the positive significa nce of evaluation. Office of the party committees at all levels s hould take the findi ngs as on the cadre s ' bonus -penalt y, an important basis for future m ovements, i nce ntive and restraint effect of making evaluati ons. 3. Prev ention of unde rsta ndi ng "infidelity". Pe ople -centere d devel opment, concrete is diale ctical, . In practice in the process, t o prevent one -si ded a nd st ill look, from actual people. One i s to us e diale ctical poi nt of view to under stand. Huma nist is the core of the sci entific Outlook on devel opme nt, remains t he devel opme nt of the s cientifi c Outl ook on deve lopment em phasi zes, is still taking e conomic construction as the Center. Any de parture from the development of thoug ht and a ction, is a misi nterpretation and misunder standi ng of pe opl e-oriente d. Adhere to people-orie nted both to overcome one -si dednes s of the ol d, but als o to preve nt one -si dednes s, not accelerating the devel opme nt of people a nd the opposition. Must be very cl ear, people orie nted a nd spee ding up deve lopme nt is not opposed, but consistent, we shoul d never be

103、紧急救护的成功关键是什么? 答:是动作快,操作正确。任何拖延和操作错误都会导致伤员伤情加重或死亡。

people-oriente d in the name of reduci ng our enthusia sm. Premier We n Jiaba o's G overnme nt work report this yea r, ide ntified as 7% gr owth, 2 .1% low er than la st year's 9.1% , but i n 8 work remai ns to a ccelerate development i n the first pla ce ... Work standards. Second is to use the scale of development to understand. Society is ev olving, human nee ds are als o changi ng. Pra ctice of humani sm is a long-term pr oces s and ca nnot be achieve d overnig ht. To treat people if you stand still and rigid dogma, it is poss ible t o return t o t his, s ee thing s but not people's old ways. T herefore, w e have to foll ow the development of the times, a nd continue de buggi ng the humani st pers pective , innovative pe ople -oriented wa y. Under the new histori cal conditions, we are re que sted by the times, set up a bra nd new concept, a high starting poi nt, hig h standard of armed people, s hapi ng, exerci se, people, consta ntly taking the new connotation of the times. Terms of Office, i s to lead t he vast num bers of ca dres to a ctively 员 权 授 无 病 因 ; 字 理 代 定 法 其 时 力 能 为 事 民 全 完 备 具 不 。 情 知 署 签 人 本 由 当 应 , 动 活 疗 医 的 行 进 可 方 意 同 面 书 者 患 得 取 需 对 adapt to the knowledge faster and actively a dapt to t he increasi ngly high level of leaders hip situation, a ctively adapt t o the dema nd of the masses m ore and more situations, eager to lear n, e nha nce a ccumulation, efforts, hone d the a bility to over come a good service, pa nic. T hird is t o use real istic understanding. A dhere t o pe ople -ori ented m ust be based on realit y, not divor ced from reality. Desk no water cups here in Hong Kong, staff need t o drink some water to the dri nking fountain on a floor, the gla ss used i s a one-time non-cone ty pe. Dri nk this cup ca n only hol d, ca nnot be put down. T his is not only to save on glass material s, m ore important is to force you t o get drinki ng water, go back to y our se at busine ss. Our emphasi s on pe ople -ori ented, doe s not imply you can i ndulge the desires, t he comfortable, the pur suit of enjoyment. Office of the party committees at all levels of our comrade s, must conti nue t o maintain the style of plai n living a nd hard struggl e, to stand up to the test s of temptations, exciting "energy" cons ervation "di sposition" to the s pirit of selfles s de dicati on and pr ovide service s. Inve stee 4. cl early define d res ponsibilities. Putting people first is a common visi on of development, every one i s a liabil ity. Pe opl e-oriente d, above and bel ow wit h the res ponsi bility for coor dinati ng system must be esta blis hed a nd hol d everyone accountabl e. First, we must strengthen the l eaders hip. "In its pla ce, its g overna nce , its level, be ar the res ponsi bility of the Divi sion." This i s the minim um requireme nt for leaders, i s a measure of the ba sic criteri a for whether a leadi ng cadre is competent . Lea ders ne ed to "it is an of ficial term for the be nefit of" mission, cons ciously ass ume res ponsi bility for implementi ng pe ople -ori ented. Direct or of the Office of the party committees at all levels is the responsibil ity of the units to impleme nt pe ople -ori ented, to manage their pe ople, "plug i n ow n responsibility", effectively enha nce t he educati on of leading cadres, cadre s and cadre s work,

efforts to revitalize the Office of human res our ces, Office work is full of vigor and vitality

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