KEY DIFFERENTIATORS throughout

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brochure2MS copy - The Association of Executive Search Consultants

OUTDOOR GREASEINTERCEPTOR SIZINGGUIDEOutdoor, in-ground or above-ground grease interceptors are ideal forrestaurants and other food service facilities that produce largeamounts of fats, oil, and grease during food preparation. City Codeallows for the use of two methods when sizing an outdoor interceptor.The first is based on criteria defined in the California PlumbingCode. A licensed plumber can provide excellent interceptor solutionsto meet your needs based on this method. The second is theapplication of the Manning Formula, which is described here ingreater detail:OUTDOOR GREASEINTERCEPTOR SIZINGGUIDEOutdoor, in-ground or above-ground grease interceptors are ideal forrestaurants and other food service facilities that produce largeamounts of fats, oil, and grease during food preparation. City Codeallows for the use of two methods when sizing an outdoor interceptor.The first is based on criteria defined in the California PlumbingCode. A licensed plumber can provide excellent interceptor solutionsto meet your needs based on this method. The second is theapplication of the Manning Formula, which is described here ingreater detail:OUTDOOR GREASEINTERCEPTOR SIZINGGUIDEOutdoor, in-ground or above-ground grease interceptors are ideal forrestaurants and other food service facilities that produce largeamounts of fats, oil, and grease during food preparation. City Codeallows for the use of two methods when sizing an outdoor interceptor.The first is based on criteria defined in the California PlumbingCode. A licensed plumber can provide excellent interceptor solutionsto meet your needs based on this method. The second is theapplication of the Manning Formula, which is described here ingreater detail:The Manning Formula:Interceptor Size (in gallons) = Flow rate (GPM)/sink or fixture x sumof fixture Ratings + the Discharge rate from any mechanical washers(i.e. dishwashers, glass washers, laundry machines, etc.) x a 24 minuteretention Time.The Manning Formula:Interceptor Size (in gallons) = Flow rate (GPM)/sink or fixture x sumof fixture Ratings + the Discharge rate from any mechanical washers(i.e. dishwashers, glass washers, laundry machines, etc.) x a 24 minuteretention Time.The Manning Formula:Interceptor Size (in gallons) = Flow rate (GPM)/sink or fixture x sumof fixture Ratings + the Discharge rate from any mechanical washers(i.e. dishwashers, glass washers, laundry machines, etc.) x a 24 minuteretention Time.Flow RatesFixture RatingsFlow RatesFixture RatingsFlow RatesFixture Ratings0.5” pipe = 0.8GPM/fixture1.0 “ = 5.0 GPM/fixture1.5 “ = 15 GPM/fixture2.0” = 33 GPM/fixture2.5” = 59 GPM/fixture3.0” = 93 GPM/fixture2,3, or 4 compartment sink = 1.01 or 2 compartment meat prep sink = 0.75Pre-rinse sink = 0.51 or 2 compartment vegetable prep sink = 0.25Can wash = 0.25Mop sink = 0.25Floor drain = 0.000.5” pipe = 0.8GPM/fixture1.0 “ = 5.0 GPM/fixture1.5 “ = 15 GPM/fixture2.0” = 33 GPM/fixture2.5” = 59 GPM/fixture3.0” = 93 GPM/fixture2,3, or 4 compartment sink = 1.01 or 2 compartment meat prep sink = 0.75Pre-rinse sink = 0.51 or 2 compartment vegetable prep sink = 0.25Can wash = 0.25Mop sink = 0.25Floor drain = 0.000.5” pipe = 0.8GPM/fixture1.0 “ = 5.0 GPM/fixture1.5 “ = 15 GPM/fixture2.0” = 33 GPM/fixture2.5” = 59 GPM/fixture3.0” = 93 GPM/fixture2,3, or 4 compartment sink = 1.01 or 2 compartment meat prep sink = 0.75Pre-rinse sink = 0.51 or 2 compartment vegetable prep sink = 0.25Can wash = 0.25Mop sink = 0.25Floor drain = 0.00Using the charts above, you can calculate the size of the interceptoryou need. Just plug them into the Manning Formula:Interceptor Size= [[(Flow Rate) x (Fixture Ratings)] + Discharge Rate] x 24 minuteretention timeDirect flow from dishwashers, laundry washers, glass washers, etc. isthe discharge rate as determined by the manufacturer. This informationshould be available in your user’s manual or by contacting themanufacturer directly.24 minute retention time is the minimum amount of time neededfor grease to cool, condense, and separate from liquid. It is a constantfor the purposes of this calculation.This guide and other helpful information (including calculationexamples) can be found on the City’s website:www.cityoflakeport.com.Using the charts above, you can calculate the size of the interceptoryou need. Just plug them into the Manning Formula:Interceptor Size= [[(Flow Rate) x (Fixture Ratings)] + Discharge Rate] x 24 minuteretention timeDirect flow from dishwashers, laundry washers, glass washers, etc. isthe discharge rate as determined by the manufacturer. This informationshould be available in your user’s manual or by contacting themanufacturer directly.24 minute retention time is the minimum amount of time neededfor grease to cool, condense, and separate from liquid. It is a constantfor the purposes of this calculation.This guide and other helpful information (including calculationexamples) can be found on the City’s website:www.cityoflakeport.com.Using the charts above, you can calculate the size of the interceptoryou need. Just plug them into the Manning Formula:Interceptor Size= [[(Flow Rate) x (Fixture Ratings)] + Discharge Rate] x 24 minuteretention timeDirect flow from dishwashers, laundry washers, glass washers, etc. isthe discharge rate as determined by the manufacturer. This informationshould be available in your user’s manual or by contacting themanufacturer directly.24 minute retention time is the minimum amount of time neededfor grease to cool, condense, and separate from liquid. It is a constantfor the purposes of this calculation.This guide and other helpful information (including calculationexamples) can be found on the City’s website:www.cityoflakeport.com.


KEY DIFFERENTIATORS2.RETAINED EXECUTIVESEARCH FIRMSCONTINGENCY SEARCHFIRMSNATURE OF THECOLLABORATIONRecruiting process is consultative,research-based and solution oriented.The consultant spends considerabletime getting to know the clientorganization, position responsibilityand all requirements before initiatingthe search.The consultant provides regularfeedback to management on themarket perception of their organization,on compensation levels andother issues that can affect theirability to recruit the best candidate.Recruiting process is transactionaland placement oriented.With no guarantee of payment forservices performed, the consultantcannot afford to invest much time ina search beyond basic recruiting andsubmission of resumes.FEE PAYMENTCharge a retainer fee which isassignment rather than placementbased.Successful assignment completionmay be achieved even by internalappointment.Fees are normally a percentageof compensation or are fixed inadvance and are paid in installmentsby the client during the searchprocess.Charge a fee only upon successfulplacement of a candidate.Fees are typically a percentage ofcompensation and are paid on thesuccessful placement of thecandidate (“No cure, no pay”).CONSULTANT’SWORKMust know client organization andposition responsibility/requirementsthoroughly before initiating the search.A retained search consultant normallyhandles no more than 3-5 assignmentsat any given time and is responsiblefor the success or failure of each.He/she typically invests 40-60 hoursper month per client assignment inrecruiting, valuation, screening andclient interaction.Key success factor is quality.Search consultant often worksconcurrently with a multitude ofopen job orders.Their primary task is to presentresumes/CVs in the hope that onewill be successful.Key success factor is speed.


KEY DIFFERENTIATORS3.RETAINED EXECUTIVESEARCH FIRMSCONTINGENCY SEARCHFIRMSRESEARCH:FROM THELONG LIST TOA SHORT LISTResearch is focused on a range ofpotential senior candidates, manyof whom are currently employed intarget companies and are not activein the job market.A "long list" of potential candidates isdrawn up and the most suitable areinvited for a face-to-face interviewwith the consultant.Usually recommends 3-5 highlyqualified candidates to client companyin 4-8 weeks.The number of candidates presentedwill depend on the characteristics ofthe job and on candidate availability.Candidates are presented quicklyand randomly without full researchof the market of employedcandidates.Will present candidates within 1-2weeks of obtaining job order forclient to filter.May submit substantial numbers toincrease probability of a placement.CONSULTANT’SBACKGROUNDRetained search consultants areexperienced professionals, oftenwith successful careers in executivemanagement and/or managementconsulting.They are able to relate to clientmanagement and the executivecommunity as their equals andapply comparative judgment frommeeting and assessing manyexecutives.Search consultants in contingencyfirms often have less experiencedbusiness backgrounds.ADDITIONALINVESTMENTBY THE CLIENTThe retained search consultant isengaged to save time and effort onthe part of senior management.He/she provides the client withcomprehensive consulting andreporting (resume, references,interview, reports).This requires minimal HumanResources and General Managementtime investment until interviewprocess begins.The client/hiring manager is mostoften flooded with resumes and isconfronted with the challenging taskof assessing them.Contingency search requiresconsiderable Human Resourceinvolvement in screening, interviewingand evaluating candidatespresented.


KEY DIFFERENTIATORS4.RETAINED EXECUTIVESEARCH FIRMSCONTINGENCY SEARCHFIRMSETHICS:GUARANTEE,CONFIDENTIALITY,OFF-LIMITS, ETC.All AESC members are retainedconsulting firms that abide bya strict Code of Conduct, ProfessionalPractice Guidelines and Client’s andCandidate’s Bill of Rights.Reputable firms offer a professionalguarantee of candidate success(typically one year guarantee on theplacement of the candidate) and arecommitted to thorough and ethicalpractices and results, includingoff-limits agreements with clients.The search consultant helps close thenegotiation with the chosen candidatewho is exclusively presented to theclient.Confidentiality is guaranteed as iscompliance with data privacy laws,since all parties involved consent tothe transfer and receipt of personaldata.This greatly reduces the risk oflitigation.Contingency recruiting firms areunder no contractual obligation toguarantee or produce results due tocontingency fee arrangement (paidon placement only).Contingency search firms normallydo not have off-limits constraintsnor offer a professional guaranteeexceeding 30-90 days.Candidates can be simultaneouslypresented to multiple organizations,often without their knowledge.Confidentiality and data privacy is atrisk since consent by candidates fortransfer of data is often notobtained, which creates potentialconflicts and enhance legalexposure.COST VS RISKSThe costs of retaining an executivesearch firm, although sometimeshigher than contingency, should beweighed against the potential costs ofa hiring mistake.A bad appointment to a crucialposition can have detrimentalconsequences that can take muchtime and expenditure to recover from.Decision to partner with an executivesearch firm is quality-motivated.As a contingency firm offers aservice with no money up-front,they will often only work on thosesearches that can be executedquickly, and do not have the time tofocus on passive high-qualitycandidates.With less time spent on securing aclear job description and understandingthe client’s needs, thechance of a candidate/clientmismatch is significantly increased.Decision to hire contingency firm isnormally budgetary motivated.Copyright © 2011 Association of Executive Search Consultants.

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