OTDR Testing Procedure Clause Samples

The OTDR Testing Procedure clause defines the requirements and steps for conducting Optical Time Domain Reflectometer (OTDR) tests on fiber optic cables. It typically outlines the specific testing parameters, such as wavelength, pulse width, and acceptable loss thresholds, and may require documentation of test results for each fiber link. This clause ensures that fiber installations meet quality and performance standards by providing a standardized method for detecting faults, splices, and overall cable integrity, thereby reducing the risk of undetected issues and ensuring reliable network performance.
OTDR Testing Procedure i. An OTDR shall be used to measure and document splice losses and connector losses. To correctly identify abnormalities at a short range, a 500-meter or 1.0 km launch cable shall be used between the OTDR and the fiber under test. Bi-directional traces shall be acquired for each fiber. If the connection of the launch cable to the patch panel requires optimization by the operator, sampling acquisition will commence upon completion of the optimization. ii. Each fiber will be identified, and the results of the test for each fiber will be recorded as indicated below in the section “Test Data File Names.” The test will be repeated for each of the fibers linking a particular site. All tests will be made at 1310 nm and 1550 nm. iii. Settings on the OTDR shall be: 1. The Refractive Index shall be set for the actual fiber type under test (commonly-used Corning SMF-28 single mode fiber has a refractive index of 1.4677 at 1310 nm); 2. Pulse width no greater than 100 ns (10m) for all fiber lengths; 3. Event threshold: 0.010 dB. 4. Scattering coefficient specified by the fiber manufacturer for each wavelength tested; 5. A minimum of 10,000 sampling acquisitions (Averages); 6. Maximum range setting shall be no more than 10 km for all fiber length less than 10 km; and 7. Maximum range setting shall be no more than 25% higher than the fiber lengths under test for the fibers in the segment from the remote site to the hub patch panel. iv. Test Documentation 1. Installed optical fiber OTDR test documentation shall include: a. Total fiber length; b. Individual fiber traces for complete fiber length; c. Paper and/or computer disk records of all traces; d. Losses of individual splices and connectors; e. Losses of other anomalies; f. Wavelength tested and measurement directions; g. Manufacturer, model and serial number of the test equipment; and h. Name, signature, and company of the engineer performing the tests. 2. All data collected at each location during the tests shall be recorded by the County at the time of the tests using electronic means.
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OTDR Testing Procedure. An OTDR shall be used to measure and document splice losses and connector losses. To correctly identify abnormalities at a short range, a 100-meter or longer launch cable must be used between the OTDR and the fiber under test. This launch cable should be the same used for all OTDR tests for all fibers and sites. Bi-directional traces shall be acquired for each fiber. If the connection of the launch cable to the patch panel requires optimization by the operator, sampling acquisition will commence upon completion of the optimization. Each fiber will be identified, and the results of the test for each fiber will be recorded as indicated below in the section “Test Data File Names.” The test will be repeated for each of the fibers linking a particular site. All tests will be made at 1310 nm. and 1550nm.
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Related to OTDR Testing Procedure

  • Testing Procedures 1. Drug and alcohol testing shall be conducted in a manner designed to protect employees, protect the integrity of the testing process, safeguard the validity of test results, and ensure that those results are attributed to the correct employee. 2. Employees who are required to undergo a drug and/or alcohol test will be provided transportation to the collection facility and shall also be offered transportation home by a Department representative. 3. Employees may have a Guild representative present at the collection facility. However, the lack of Guild representation shall not unreasonably delay the collection process. 4. Employees required to undergo a drug and/or alcohol test shall cooperate fully in the collection process and complete all required forms and documents. These forms include, but are not limited to, a Consent/Release form and an Interview form. 5. Urine samples for drug testing shall be collected at a collection site designated by the Employer using the split sample collection method. The split sample is made available if retesting becomes necessary. Any specimen that tests positive for drugs shall be retained in long-term frozen storage by the laboratory conducting the analysis for a minimum of one year. 6. If medical personnel at the collection site have reason to believe that an adulterated or substituted sample has been provided (or that the employee- altered or substituted the sample), the employee will be required to immediately submit a second sample (or the original sample). This collection shall be under the direct observation of a same gender collection site staff person. The employee will be required to provide the additional or original sample during an observed collection prior to leaving the collection site. 7. An appropriate chain of custody procedure shall be followed in the administration of all drug tests. Urine samples shall be sealed and initialed by the employee and a witness. 8. Urine samples shall be promptly sent to and tested by a laboratory that is certified to perform drug tests by the Department of Health and Human Services (DHHS). Initial drug screening shall be conducted using an accepted immunoassay method. All positive tests shall be confirmed using the gas chromatography/mass spectrometry (GC/MS) drug testing method. The laboratory shall test for only the substances and within the limits as follows for the initial and confirmation tests, as provided within NIDA standards, unless this section is modified by amended agreements provided for in Section L.3.: Alcohol * Marijuana metabolites 50 ng/ml Cocaine metabolites 300 ng/ml Opiate metabolites (morphine and codeine) 300 ng/ml Phencyclidine 25 ng/ml Amphetamines (Amphetamine and Methamphetamine) 1000 ng/ml Barbituates 300 ng/ml Benzodiazepines 300 ng/ml Methadone 300 ng/ml Methaqualone 300 ng/ml Propoxyphene 300 ng/▇▇ ▇. If immunoassay is specific for free morphine the initial test level is 25 ng/ml. Alcohol * Marijuana metabolites 15 ng/ml Cocaine metabolites 150 ng/ml Opiate metabolites (morphine and codeine) 300 ng/ml Phencyclidine 25 ng/ml Amphetamines (Amphetamine and 9. Alcohol shall be tested by means of a Breathalyzer machine currently in use (B.A.C.) or future equipment which may supercede the B.A.C. machine (but excludes the P.B.T. device.) Breathalyzer alcohol tests shall be conducted at a site designated by the Employer. The testing shall follow the protocols established for criminal investigations, including the requirement of two breath samples within the proper variance. If the initial test indicates an alcohol concentration of .02 or greater, a second test shall be performed to confirm the results of the initial test at the election of the employee. The confirmatory test shall be by means of a blood draw. The confirmatory test shall also use a .02 blood alcohol concentration level to measure a positive test. If the Employee refuses to take the second confirmatory test, the first test will be used to determine alcohol concentration. The use of a BAC does not preclude the use of a blood draw for the initial testing. Whether a BAC and/or a blood draw is used depends on the circumstances leading the Employer to the conclusion that there needs to be a test. *The Sheriff’s position is that with regard to the cut off level for a positive alcohol test result it is .02 or greater based on his belief that law enforcement should be a no tolerance environment and the presence of any alcohol should be prohibited for safety reasons and to set an example within the jurisdiction of this Sheriff.

  • Bumping Procedure In the application of this Article, permanent part-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time employees who have exhausted their bumping rights hereunder and are to be laid off from work shall have the right to displace a permanent part-time employee with lesser GO seniority, within their section. Such bumping within the section may only be in a downward or lateral direction provided they are qualified, willing and able to do the work (refer to Schedule “E-I” and “E-I OFPT”). Downward shall be defined as lesser pay per hour and/or lesser hours per week (permanent full-time vs. permanent part-time). Lateral shall be defined as same pay per hour. In the application of this Article, permanent part-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time employees who have exhausted their bumping rights hereunder and are to be laid off from work, shall have the right to displace any permanent part-time employee with lesser GO Transit seniority, within their section provided they are able, willing and qualified. Due to the nature of the bumping procedure and the unpredictability of the direction and results of that bumping, the layoff must take precedent over all other normal movement of employees (i.e., standing applications). During layoffs an employee may choose to accept an open position for which he/she is qualified rather than bumping within their classification or section and should he/she elect this option, they shall retain recall rights to the original classification without loss of seniority. Where an OFPT employee who has been notified or is on layoff and currently possesses the qualifications and skills of a position they have held previously, then the employee may bump laterally or downward within their section or another section where the previously held position is identified. At the time of layoff the employee must satisfy the criteria identified in the current job description, and the employee must have satisfied the performance standards of that classification. Should the parties agree that the bumping procedure will likely cause significant movement within a classification or section, then the parties may agree to have a “master” sign-up take place which will be the sole responsibility of the Union to administer.

  • BILLING PROCEDURE a. The Contractor shall submit, not more than semi-monthly, properly completed A-19 vouchers (the "voucher") to one of the following: The Department of Children, Youth, and Families Attn: ▇▇▇▇▇ ▇▇▇▇▇▇▇▇ PO Box 40970 Olympia WA 98504-0970 Or, email a scan of an original, signed A-19 voucher directly to the DCYF Contract Manager at ▇▇▇▇▇.▇▇▇▇▇▇▇▇@▇▇▇▇.▇▇.▇▇▇ b. Payment to the Contractor for approved and completed work shall be made by warrant or Electronic Funds Transfer by DCYF and considered timely if made within 30 days of receipt of a properly completed voucher. Payment shall be sent to the address designated by the Contractor and set forth in this Contract. c. Each voucher must clearly reference the DCYF Contract Number and the Contractor's Statewide Payee Registration number assigned by the Office of Financial Management (OFM). d. Properly completed vouchers and attachments completed by the Contractor must contain the information described in Exhibit A under the Section titled "Compensation and Voucher Payment".

  • Posting Procedure 1. Notice of all bargaining unit vacancies and newly created bargaining unit positions shall be posted at the administrative designated sites in each school building as well as on the District website. A copy of each posting will be forwarded to the President of OAPSE Local 617 for informational purposes. 2. Such vacancies shall be posted for five (5) work days after the date of posting. 3. Employees shall apply for all job postings online.