Waste Recycling Project

The renewable polymer material, waste rubber has drawn more and more attentions. Recycling of waste rubber will not only reduce “black pollution”, but also will create profits and relieve energy crisis. Besides recycling rubber by the rubber recycling plant and rubber powder production line, the waste rubber pyrolysis plant, which will also deal with many other waste materials, such as tyres, plastics, medical waste, oil sludge, etc. The waste rubber pyrolysis machine has been proved to be a success in waste rubber recycling because it has the following advantages:

Advanced technology of rubber pyrolysis that can generate useful resources

The rubber pyrolysis recycling plant adopts the famous pyrolysis technology, which converts waste rubber into fuel oil, carbon black, steel wire (only for tyres) with high efficiency. The final products will be widely used in many industries. The rubber pyrolysis oil can be used as industrial fuel materials for burning, or further refined to diesel or gasoline. The carbon black can be used for making construction bricks with clay or used as fuel, cement making industries, paint industries, firefighting industries. The steel wire can be re-sale or reprocessing. All the end-products are in high demand and sell well in the market, which will surely bring benefits. The partners.

Mature devices that can guarantee safe, non-pollution and energy-saving

1. Ensuring safety in production is our principle. Hydroseal and vacuum system will prevent exhaust gas from going back to condensers and reactor. Thus, unnecessary accident can be avoided. In addition, the rubber pyrolysis oil plant is equipped with safety device (alarm for over temperature and pressure, auto pressure releasing system, extra gas recycling system, fire fighting devices), which can avoid danger in the production process and guarantee safety.

2. In the whole system, three steps are used to dedust the hot smoke from reactor, and more than 95% of the dust would be removed. The released gas is pollution-free and can be discharged in the air directly.

Pyrolysis Plant for Sale

3. In the process of rubber pyrolysis, some combustible gas can not be converted into oil liquid in normal temperature and pressure, which could be recycled to the bottom of the reactor for reheating through the pipe of tail gas. In this way, it can avoid the gas contamination and save the fuel energy.

Special methods that can improve oil output yield

Different rubber materials have different oil yields. In order to improve the oil yield, we have two special methods. Firstly, compared with general condensers, our tubular condenser has the features of larger cooling area and better cooling effect, which can greatly improve the oil yield. Besides, it is easy to maintain, which is very convenient for customers. Secondly, we can provide special catalyst, which is made from 24 chemicals. The catalyst not only reduces sulfur content and density of oil, but also improves its flavor and color.

Basic Parameter

Item	Details
Model	BLL-50
Daily capacity	50T
Working method	Fully continuous
Raw materials	Waste tire, plastic, rubber, oil sludge, medical waste
Reactor size	L12.5*W2.2*H2.5m
Pattern	Not rotary type
Heating materials	Charcoal, wood, fuel oil, natural gas, LPG, etc.
Total power	84kw/h
Floor area (L*W*H)	33*15*10m
Operating pressure	Constant pressure
Cooling method	Water cooling
Service life	5-8 years

Simplified tyre pyrolysis process description:

1. Feed the waste tyres into pyrolysis reactor by auto-feeder or manual and make reactor rotate clockwise 0.4-0.8r/min. Then seal the feeding inlet door tightly and make sure there is no gas leakage.

2. Heat the reactor by using coal, charcoal, fuel gas, wood etc. as heating materials. The reactor will be slowly heated. When the temperature reaches about 250℃, the oil gas will be formed.

3. The oil gas coming out from the reactor then goes to condensing system and becomes liquid oil. We adopt new-type condenser which can improve the oil yield efficiency and make the oil yield to the maximum.

4. The gas which can’t be liquefied under normal pressure will be designed to go back to combustion system through safety device. It can be recycled to heat the reactor as fuel, which will save energy for the whole working process.

5. After finishing oil production, the temperature of the reactor will be cooled down, when the temperature falls down to 40℃, we can discharge the carbon black and steel wire automatically or by manual.

This is the waste tyre pyrolysis process description above. The pyrolysis process is also suitable for the materials such as plastic, rubber, oil sludge, medical waste. Each step has been designed with the advantages of save, energy-saving, environmental protection, high efficiency. Generally, through the waste tire pyrolysis process, we can get 45% fuel oil, 35% carbon black, 12% steel wire and 8% combustible gas. But different raw materials have different oil yields.

The project is a habilitation programme for, as yet, un-employable or otherwise desperate persons with a focus on helping them out of a life on the street. It is intended to provide a great experience of an industrious life.

The project does not offer employment to anyone.

Willing persons participate on a voluntary basis in habilitative 5-hour practicing sessions of teamwork in honest work with a cash reward for successful completion of picking up recyclable material. At the same time, participants will benefit from the additional rehabilitative and evaluating processes of the Project, operating as a “school of life”.

How to get involved:

In order to start operation, the project needs to be sponsored by a sponsor who will provide the reward for implementation the first stage. From then on the participants will qualify for further such sessions through a fair queuing process.

To arrange this first support to the project, please report to the organisation founder indicating.

• sponsor giving freely
• investing ( 7000 shareholders need investing a minimum of R5000) in the project taking part in sharing the benefit as a team as we uplift the lives of those less fortune and bring this form with the details (here below) completed:

For more information, contact our Operations Admin Office on 0603764756

SPONSOR FORM	(When filled in, will contact the sponsor to confirm and arrange the sponsorship.)
Name of Sponsor:
Email (please!):	Telephone:
I am willing to sponsor: THE PROJECT R5000 donation or R…………….investment (when payment is arranged otherwise at the shareholders meeting), in order for the project to become an industrious.
Signed: _________________ Date: __________

The rehabilitative process

The Project must be viewed and understood

Legally

The Project does not offer 'job creation' for unemployed persons in the usual sense.

The Project does not employ any person (other than affording participation in a casual shift when the opportunity arises for the participant).

The Project is a rehabilitation process for 'un-employable' and desperate persons who choose to maintain their participation over a suitable period of time.

The Project assists desperate persons to obtain essential "cash in hand" through ‘honest work’ as an alternative to dependency, aggressive begging or crime in order to help them get established in an industrious life.

The Project offers participation in the programmes solely and expressly on a voluntary basis.

Fundamentally

For Participants (both those who facilitate and those who make use of the opportunities), the Project is offered as “the School of Life”. Participation is completely voluntary.

The incentive for participation by facilitators is the satisfaction of facilitating it but also the benefit of real services so obtained through the activities. For those who make use of the opportunities the incentive is the financial reward offered for participating and completing a ‘shift’ under a foreman or Supervisor where the principles of ‘the School of Life’ are coached in the real life situation of getting a task completed. (AGREEMENT elements).

The basic premise is the reality of life: One is either subject (or victim) to the circumstances of life by complaining, or else one accepts full responsibility for the circumstances and cause (in communality with all) the realisation of what is possible. The complaint or the taking up of responsibility defines one’s position. It is either the one or it is the other. There is no middle ground. The beauty in this is that one’s position in this regard is a consequence of one’s own decision.

The foundation: God in Christ did not take the stance of blaming the world for going the wrong way and messing it all up. He took full responsibility and provided (by being ‘one of us’) the solution – at that staggering and supreme cost to himself we all know about. What magnanimity! Is there any greater attribute anyone can have? We are called to be imitators of God (See Eph5:1-2).

The objectives of the ‘School of life’ are 1) to help participants to understand that each one in life is responsible for himself in making decisions and in participating in what is possible and 2) to coach persons in the following particular objectives:

• a)Diligence: Being present; Reporting on time; Understanding and following the procedures that are in place; Doing things properly. (InfoTalk elements)
• b)Discipline: Doing what is planned; Doing what is required and what is expected; Being coachable; (TeamTalk elements)
• c)Progress (Passing the progress ‘tests’): 1) Getting higher than average ratings for performance, 2) Getting onto the 1^st Team Candidates List, 3) Making the 1^st Team, 4) Getting on a ‘Mock’ Payroll, 5) Possibly getting into a DIGNITY Team, the Foreman Team, the Supervisors Team, and 6) Getting onto the Graduation List.
• d)Participation: ‘Participation’ in the real sense in the School by positive example and witness (on any level of progress); ‘Participation’ likewise in Life itself by being generally responsible; Serving and coaching co-participants in life by accepting responsibility for them as well.
• e)Joining the “High School of Life”: Participating in a dedicated Disciple Group of Jesus: Jesus declared “I am the way and the truth and the life”. (This aspect is managed separately by the Church for those who are interested.)
• f)Finding employment: Being responsible for sustaining life; Being a responsible citizen; Being responsible for industry as an attribute of the community.

Coaching in these objectives happens through participation in the process and general input, not through personal counselling (except where it arises spontaneously).

The rehabilitation process

1. ID Documents

A person may participate in several casual shifts through the Project earning "cash in hand" without a valid ID, but it is required of the participant to use some of the income to apply for and obtain such a document. No person, after such a chance, is allowed to continue making use of the offered opportunities without positive proof of identity.

2. Fair rotation through opportunities to earn "cash in hand"

A willing participant, each time, obtains a fresh opportunity to work an available shift of 'honest labour' by being present and by being recorded in the “participants' queue” for the available opportunities. Each time the participant gets an opportunity through the queue he gets his "cash in hand" and is booked a step further to the ‘front’ of the queue. This happens until the participant has completed eight such shifts, after which he is booked to the ‘back’ of the queue. This gives all willing participants a fair and equal chance to participate in the available casual shifts.

Since these opportunities to participate are booked in advance and the opportunity to participate is forfeited if the participant should report late for the booked shift, the participant learns responsibility and punctuality through the process.

3. Supervision, coaching, evaluation and discipline of participants

Participants participate in a shift in a team under an experienced foreman who works with the team, setting the example and coaching the participants.

When going on shift, the foreman of the shift makes a negotiated agreement (‘contract’) with the willing participants, spelling out the conditions under which the participants participate in the shift. The essential objective of this agreement is “learning to co-operate in a team” and specifies that the participant will be paid cash for this “co-operation”, and not for “labour”, and only if the participant completes the shift in this fashion. A non-co-operative participant thus gets dismissed from such a shift on the grounds of (the breach of) this agreement.

After completion of the shift each participant is rated, on a scale of 1 to 5 by the foreman for his level of co-operation and for his quality of work rendered. By this the participant is kept informed on how he performed to expectation. Record is kept of each such rating so that a long term evaluation of the participant can be built up.

Should a participant cause disciplinary problems during a shift, he will be reprimanded and, if he does not shape up sufficiently, a warning will be recorded for this occurrence. After two recorded warnings a participant loses his progressed position in the queue (remaining at the ‘back’ of the queue) for further opportunities for an appropriate period. After a third recorded warning a participant is suspended from the queue (and effectively from participation in the Project) for an appropriate period. After a fourth recorded warning such participant may be barred permanently from participation in the Project.

Future shift opportunities are handed out every day for the next day. If a participant does not arrive in time for his booked shift, he loses the particular opportunity and the next available participant in the queue is given the opportunity.

The system thus teaches obedience and diligence.

4. Light duty shifts

Persons with real handicaps are given a place in the project and get an opportunity to do ‘light duty’ shifts on the same basis as others on regular ‘hard work’ shifts. The policy is that every person, however handicapped, is welcome to join this team as long as the person can be ‘positively present and co-operative’ even if this merely means encouraging the others in the team. For the rest of the activities, these participants are subject to the same procedures and benefits.

5. Progress and Incentives towards progress

Participants who show no willingness to improve their life conditions (for example a reluctance to stop living on the street), after proper encouragement and further warnings, are assigned to the “Shady Team”. The “cash in hand” benefit (cash earnings through completing a shift in the Project) for Shady Team members is on a reduced level on the grounds that there is proof that the person is not using this benefit wisely. Participants who, after this, continue to be rated low on performance or on willingness to change their lives for the better are then refused further opportunities or, if deserving, classified as too impaired (mentally) to act responsibly by own initiative and are then assisted more closely by the staffs.

Some available shifts are open to all participants to participate in, to prove themselves and to learn how to perform to get good ratings from their foreman. A participant who can record 5 top ratings over a period of time is eligible for a R300 bonus, sponsored by the project. Other shifts, demanding more responsibility or a higher level of performance, are open only to "First Team" participants. Participants in the "First Team" thus get more opportunities. The First Team is freshly selected by the Management of the Project every second week on the basis of good behaviour and the Management’s confidence in the participant. A participant can get elected to the team only by being on the First Team Candidates List and remains on this list only if he can prove that he no longer lives 'on the street' and has found suitable accommodation. A participant quickly falls out of the First Team by getting bad ratings or through disciplinary steps. A participant can thus secure his position in the team only by remaining on the First Team Candidates List, the continued obtaining of good ratings for his performance on shifts and by good behaviour.

Trusted foremen are selected form suitable candidates made up from the "First Team". Foremen are trained ‘on the job’ as foreman by a Trainer. A select team of foremen are selected by the Management every second week on the same basis and process as the First Team. In this way diligence, perseverance and pride in honest work is fostered.

Any participant, at any level of progress in the Project, who can provide details of a personal bank account can register on the Project’s ‘Mock Payroll’ and receive payments directly into this bank account rather than taking cash every day. Receiving payment once a week through this system requires some skill in financial management. Basic principles about the handling of money are regularly advocated to all participants. There are several financial and social benefits associated with being on the ‘Mock Payroll’. Participating in the ‘Mock Payroll’ is encouraged.

Skilled foremen end up being trained and used as Supervisors. Members of a pool of so trained supervisors rotate in providing “Supervision for the Day” on behalf of the Management of The Project.

Effectively all shifts in project some of which are reserved for only those who qualify on that level, as explained) up to the level of ‘Day Supervisor’ are thus voluntarily done by the pool of participants, choosing to do such shifts. This effectively means that none of these participants are contracted to any of these shifts apart from the incidental shift when it transpires for the participant through the system, as explained.

Some Supervisors end up serving in a Management Team which manages the Projects on a managerial level. At this level the participants are contracted to render this service.

The possibility to progress through all these steps is therefore a practical school of leadership for those who prove to have the ability to do so.

6. Recommendation for employment

Based on the record of performance kept by the Project, participants who have proven themselves can be given such ‘reference’ by the Project Management for the information of employers seeking employees. This privilege is only available for persons who have at least gained a position in the First Team.

The project also maintains a “Graduation List” of participants who, in the opinion of the Management, can be recommended without reserve as ‘employable’. This obviously is what the project aims to achieve with every co-operating participant.

7. Getting hardened vagrants into the system

Participants in the Project can earn a cash incentive by persuading vagrants who are reluctant to participate in Project to do so. The cash incentive to the value a shift’s payment (R50) can be paid out to the participant who recruited such a reluctant vagrant once the reluctant new recruit has participated in four shifts (and is likely to grasp the benefit which the Project can offer him). This cash incentive is considered on the merit of the individual case and the availability of finances made available for this purpose through specified donations to Project.

A ‘recruitment’ system is also in place whereby any willing sponsor can sponsor the first shift’s payment (R 50) for a new participant in order to guarantee such participant an immediate first opportunity to go on a shift instead of having to wait for when such an opportunity arises spontaneously. In such a case the new ‘recruit’ joins an existing team on shift as an extra worker and the sponsorship covers his payment. Donations to Project for this purpose is utilised in this way for persons who are living on the street in a desperate situation. Persons not living on the street in a desperate situation are required to find a sponsor by their own initiative or else wait for when new participants are given first opportunities in a spontaneous way, the situation allowing.