|
|
|
|
|
|
|
|
General information
|
|
|
General criteria
|
|
|
|
|
|
|
|
|
|
|
Status of development: in use |
|
|
|
|
|
DB AG and others have realised training measures to raise drivers' awareness for energy efficiency. |
|
|
|
|
|
|
|
|
Time horizon for broad application: now |
|
|
|
|
|
(no details available) |
|
|
|
|
|
|
|
|
Expected technological development: not applicable |
|
|
|
|
|
(no details available) |
|
|
|
|
|
|
|
|
Motivation:
|
|
|
|
|
|
Energy saving |
|
|
|
|
|
|
|
|
Benefits (other than environmental): small |
|
|
|
|
|
Motivation of drivers
Training programmes can have a positive effect on motivation of personnel by
showing to personnel that their behaviour matters and that they play a major
role in the success of new technologies and achievement of environmental goals.
This is especially important in view of the growing degree of external train
control and automation in many fields of train operation. |
|
|
|
|
|
|
|
|
Barriers: low |
|
|
|
|
|
Costs
Costs of training programs include direct costs of the programme and indirect
costs through personnel being off duty while attending seminars.
Acceptance
Training seminars often meet scepticism due to doubts about the effectiveness
of such a measure. |
|
|
|
|
|
|
|
|
Success factors:
|
|
|
|
|
|
Costs of training can be reduced by including an energy efficiency training unit into existing training programmes instead of carrying out dedicated programmes for energy matters only. This will reduce the time personnel is off duty, but may also affect the overall effectiveness of the measure. |
|
|
|
|
|
|
|
|
Applicability for railway segments: high |
|
|
|
|
Type of traction: electric - DC, electric - AC, diesel
|
|
|
|
|
Type of transportation: passenger - main lines, passenger - high speed, passenger - regional lines, passenger - suburban lines, freight
|
|
|
|
|
|
(no details available) |
|
|
|
|
|
|
|
|
Grade of diffusion into railway markets:
|
|
|
|
|
Diffusion into relevant segment of fleet: not applicable |
|
|
|
|
Share of newly purchased stock: not applicable |
|
|
|
|
|
(no details available) |
|
|
|
|
|
|
|
|
Market potential (railways): not applicable |
|
|
|
|
|
(no details available) |
|
|
|
|
|
|
|
|
Example:
|
|
|
|
|
|
(no details available) |
|
|
Environmental criteria
|
|
|
Economic criteria
|
|
|
|
|
|
|
|
|
|
|
Vehicle - fix costs: not applicable |
|
|
|
|
|
Training programs are cost-intensive:
- Direct costs of programme (instruction material, training personnel)
- Personnel costs through the stoppage of personnel attending the
seminar
|
|
|
|
|
|
|
|
|
Vehicle - running costs: significant reduction |
|
|
|
|
|
(no details available) |
|
|
|
|
|
|
|
|
Infrastructure - fix costs: none |
|
|
|
|
|
(no details available) |
|
|
|
|
|
|
|
|
Infrastructure - running costs: unchanged |
|
|
|
|
|
(no details available) |
|
|
|
|
|
|
|
|
Scale effects: none |
|
|
|
|
|
(no details available) |
|
|
|
|
|
|
|
|
Amortisation: < 1 year |
|
|
|
|
|
Empirical data on the payback of training measures is not available. However, given the good experience at DB AG, it seems reasonable to assume that in most cases the costs of special training programmes pay off in less than one year. |
|
|
Application outside railway sector (this technology is railway specific)
|
|
|
Overall rating
|
|
|
|
|
|
|
|
|
|
|
Overall potential: very promising |
|
|
|
|
Time horizon: short-term |
|
|
|
|
|
Training programmes for raising awareness of personnel are an effective short-term measure to improve energy efficiency of railway operation. Experience at DB AG is promising and could help to overcome scepticism about the effectiveness of such a measure. |