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Sierra Rutile staff newsletter 6

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Sierra Rutile staff newsletter

SRL BOOSTS NJALA UNIVERSITY’S LIBRARY OCTOBER 2013 Sierra Rutile and the Ruby Rose Resource Centre came to the aid of Njala University’s students, donating thousands of dollars worth of books and academic journals, to help replace the books that were lost when the University’s library was destroyed during the civil war. Over 2500 books were handed over, covering core Njala subjects such as agriculture, medicine, the sciences and education. Presenting them on behalf of Sierra Rutile was Christopher Ibrahim, the Chief Librarian of the Ruby Rose Resource Centre. He said: “Sierra Rutile is aware that Njala University badly needs modern text books in order to meet international educational standards and we are delighted to be able to help academic researchers within the University in this way.” SIERRA RUTILE INTERNAL NEWS OCTOBER 2013 Madam Adama Sesay, Librarian of Njala Campus thanked SRL for its continued support, saying: “This donation will go a long way towards boosting the University’s library facilities. Education is the backbone of development and I hope that other companies will follow Sierra Rutile’s good example.” CREATING A TALENT PIPELINE MESSAGE FROM ANDY TAYLOR, HEAD OF OPERATIONS A PENNY SAVED Sierra Rutile’s recently launched community savings and micro-credit scheme, which is intended to enhance the socio-economic capacity of women in the mining communities, has got off to an encouraging start according to a mid-term evaluation of the project. The Sierra Rutile funded scheme which started in July, is being run by the Centre of Dialogue on Human Settlement and Poverty Alleviation (CODOHSAPA), an organisation with a history of successfully setting up similar schemes across the country. The report (July to October) shows that over 800 people are already enrolled in the scheme, which is 200 more than the project target and over 70% of the participants are women. "My name is Lucy Sesay, I live at Kangahun/Morcharles village in Bengelor Section, Lower Banta Chiefdom Moyamba District. I am 33 years old married with two children. My group's name is Gbomuma Savings Group. We are 22 in number and I am the collector. We have saved Le 460,000. We are using this money currently for petty trade. We are engaged as a group in fish trading from our own savings. The profit is equally shared to all group members in order to boost their savings capacity. We have never been engaged in such a practice. In the past, we have not been saving due to our knowledge that savings was meant for the rich only. Thank God CODOHSAPA has introduced the idea of “save as you earn" or “based on your income capacity”. I am appealing to CODOHSAPA and partners to extend the programme to our neighbouring communities so that they too can benefit equally." SIERRA RUTILE TAKES STEPS TO IMPROVE ROAD SAFETY FOR MINING COMMUNITIES Improving road travel in its area of operations has been a priority for Sierra Rutile this year. In addition to overhauling the roads, which has significantly cut journey times and improved road safety for SRL staff and the mining communities, the company has installed solar street lighting in Moriba and Mogbwemo townships and recently completed a programme of signposting the villages along the Moyamba to Mogbwemo road. A recent survey into succession planning in the USA summed up its importance thus: “In an increasingly competitive, global environment characterized by fast-changing business conditions and a mobile workforce, planning for management succession is more important than ever.” UK business leaders were more vociferous still, naming succession planning as one of the top three talent threats facing their businesses. With its connotations of retirement and replacement, there’s no denying that succession planning can be an emotional issue. Understandably so. For most of us, our job, our career, the company we work for is an important part of our identity. Identifying, preparing and grooming the person who will one day step into our shoes can be an unsettling experience. From the organisational point of view, thinking of a future without a key member of the team - someone whose judgement and ability can always be relied upon, someone who has contributed extensively to the company’s success and who serves as a reservoir of institutional memory – can be daunting. Succession planning also requires a considerable investment of time, money and commitment. To shy away from it however, as many companies apparently do, is a mistake. It is an opportunity to create a talent pipeline which will position an organisation to handle the broad range of circumstances it might face - anticipated or unanticipated departures, strategic change, market fluctuations or operational expansion to name a few. Developing a talent pipeline is important for all organisations, but here at Sierra Rutile we face a unique set of human resource challenges - global and local skills shortages, obligations under the Local Content Policy and Mines and Minerals Act, an ageing workforce and a remote location – which make succession planning essential. The significance of this set of circumstances is that we cannot with any certainty replace the people our business presently depends on, unless we identify employees with the potential to take their place and invest in their training and development. Our recently launched Localisation Policy is one aspect of Sierra Rutile’s succession strategy. This will, over the next two years, identify talented Sierra Leonean employees and place them on an accelerated career development pathway which will prepare them for jobs as supervisors, managers and top technicians within the organisation. This process has already begun and, in the following weeks and months, these high potential (HiPos) employees will embark upon a journey which will require their commitment and dedication, as well as the commitment of the organisation. Running parallel to this initiative will be a Rapid Development Management Programme which is aimed at enhancing the capability of the organisation to implement substantial organisational improvement through its managers. There is no magic bullet for succession planning. It takes time and resources to ensure that a business has a pool of talent to draw on, but we know that the steps we are taking today will help secure the long-term survival and continued success of Sierra Rutile, as well as contributing to a technical and managerial pool of knowledge which will allow Sierra Leone to participate more effectively in its minerals value chain. When the extractives industry talks SAFETY SCORE BOARD AS AT 31st October 2013 about its assets, it is apt to refer to the minerals and metals that it produces. Sierra Rutile’s world-class natural rutile deposit is undoubtedly a great asset, FREE DAYS 345 but our greatest asset is and has always been, the people who work here. TARGET 500 PREVIOUS LOSS TIME INJURY (LTI) RECORD 205 FATAL INCIDENT FREE DAYS 1924

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Rutile Programme Succession Mining Survey Communities Njala October Respondents Condoms www.ftinsight.net