Xstrata Copper North Queensland.pdf - Mount Isa Mines

Our people
Labour relations
In 2010, 1,413 employees (64.7%) in the
Mount Isa Mines copper operations were
covered by collective agreements.
Our Mount Isa SD Workforce Committees
comprised 73% employees and 27%
management, which included line supervisors,
superintendents and managers.
Training and education
To ensure our employees have the
appropriate levels of safety and health
competency to perform their work
activities and in line with our commitment
to developing our people, we invested
$9.7 million on training locally during 2010
with an average of $4,460 per employee.
Ralph Bartholomew – Training Facilitator, instructs new employees at the Mount Isa Copper Operations
New Starter Centre in the safe use of a grinder
Training Coordinators work closely with line
management and supervisory staff to identify
training requirements and gaps in knowledge.
In 2010 all of our employees completed an
annual performance evaluation review where
training opportunities were identified as part
of their professional development.
Our award-winning training systems
continued to focus on delivering competencybased
training for all workers. Training
requirements identified during career
planning, and leadership and professional
development also formed part of the process.
Building leadership
Our 2010 Leadership Development Program
attracted 432 participants in Mount Isa.
The program aims to articulate the role of
a leader within the business and provide
participants with the required skills. Modules
included Introduction to Copper North
Queensland Leadership, which provides
context around the organisational cultural
change initiatives underway across the
business, as well as modules focusing on
leadership, coaching for performance,
planning and communication.
Xstrata Apprenticeship Program
Xstrata Mount Isa Mines runs the largest
apprenticeship program in north Queensland,
with more than 172 apprentices at our
copper operations. Nineteen of these
apprenticeships are sponsored or area
apprentices, meaning they were only open to
current Xstrata employees to provide them
with the opportunity to up-skill or obtain
a trade.
The program is designed to enhance our
maintenance programs and strategies. It is
focused on providing real employment and
development opportunities for people living
in the region and currently targets eight
key trades.
In 2010 we invested approximately
$5.2 million in apprenticeships and
scholarships, and recruited 50 apprentices
plus 11 school-based apprentices for their
first year training at the Xstrata Skills Centre.
2010 also saw the introduction of a new
school-based initiative and we took on five
school-based operational trainees. In 2010
offers of employment have been made for
56 apprenticeships and 19 for school-based
trainees who will begin in 2011.
The Xstrata Skills Centre has been developed
to suit our growing business needs by upskilling
our trades people and providing a
supportive and communicative environment
for developing the skills and needs of our
apprentices and trainees.
Developing vocational skills
Our Vocational Skills Development Program
targets secondary schools in the north west
region. It introduces students to opportunities
and careers within the mining sector and
provides on-the-job training.
Program initiatives include structured
work experience and readiness programs,
traineeships, lead involvement in the
Queensland Academy of Minerals and Energy,
information programs and school-based
apprenticeships. In 2010 the Work Experience
Program incorporated four programs: the
Work Experience Program, the Skills for the
Future Program, the Engineering Camp and
the Gifted and Talented Program.
In 2010 Xstrata Mount Isa Mines (copper and
zinc-lead operations) awarded 16 bursaries
worth $1,000 each to high performing
secondary school students, to assist with
their education, and they undertook work
experience at site during their school
holidays. In total, including bursary recipients,
107 students undertook work experience at
Xstrata Mount Isa Mines (copper and zinclead
operations).
Developing professional skills
Our Mount Isa Mines copper operations
recruited 18 permanent graduates in 2010.
The Graduate Program provides employment
and structured development opportunities for
recent graduates and assists us to develop
technical and leadership capability.
We also employed 61 university students
in our Vacation Work Experience Program,
based on demand in our copper operations.
Students worked across the operations
and undertook assigned projects. The
program provides excellent salaries as
well as assistance with accommodation
and transportation.
Following the 2009–10 Vacation Program,
53% of participants returned to our Mount
Isa Mines copper operations as either
a vacation student or graduate for the
2010–11 intake.
In 2010 we awarded 14 bursaries worth
$10,000 each to university students to assist
them with their education.
Sustainability Report 2010 45