IGF Human Resources in Responsible Mine Closure. October 28 th, 2015

Transcription

1 IGF 2015 Human Resources in Responsible Mine Closure October 28 th, 2015

2 Presentation Overview About the MiHR Council National Occupational Standards and the Canadian Mining Certification Program (CMCP) Mining Workforce Transition Kit A Tool for Mine Closure Three Case Studies of Successful Mine Closures in Canada using MiHR tools Opportunities to Collaborate with MiHR on Global HR challenges

3 Mining Industry Human Resources Council Who we are: Canadian HR Council for the Minerals and Metals Sector 15-person Board of Directors 18 staff in Canada Over 250 industry volunteers What we do: MiHR is a catalyst that drives collaboration among industry stakeholders to: 1. understand labour market trends, 2. identify opportunities, and 3. develop solutions to HR challenges

4 MiHR Programming National Occupational Standards, Training and Certification Mining HR Supply Optimization Labour Market Information, Intelligence, Insight

5 National Occupational Standards and Certification

6

7 The NOS

8 Worker Certification and Skills Recognition

9 What is the Canadian Mining Certification Program? Recognition program: Demonstration of skill through a competencybased assessment process Voluntary: non-regulated occupations / certifying employees is not tools National in scope: Based on industrydeveloped and validated NOS On-the-job: Assessments conducted in the workplace by MiHR-trained Workplace Assessors

10 Employer Benefits Attraction career progression and personal development Recruitment standardize skills and benchmarks Retention performance management and employee development Training and Safety enhanced programs that are consistent with national standards and contribute to increased productivity and health and safety

11 Employee Benefits Formal recognition for training, knowledge and experience Sense of accomplishment, pride in performance Culture of continuous learning and improvement Consistent skills development across mine sites Mobility across operations / countries

12 The Mining Workforce Transition Kit A way forward when facing mine closure or downsizing

13 MINING WORKFORCE TRANSITION KIT A Tool to Support Employees at Mine Closure The Workforce Transition Kit will help guide interested parties step-bystep following layoff or mine closure announcements. It reviews all the basics, from the initial discussions through the selection and training of a Transition Committee and setting up an Action Centre, helping workers meet a variety of transition needs. Module 1: Decision Makers Module 2: A Resource for Workers Module 3: The Transition Committee Module 4: The Action Centre Team Module 5: Transition Resources

14 Module 1: Decision Makers This module focuses on the key decision makers: management (industry), union and/or worker representatives, governments, education. Module 1: Defines a Workforce Transition Project Answers some frequently asked questions related to a Workforce Transition Project Outlines the basic steps involved in setting up the project Describes the role and functions of an Action Centre for workers

15 Module 2: Transitioning Workers Workers can use this module independently or in an Action Centre to help find the supports they need to land on their feet after losing a job. These resources are intended to help workers: Dealing with job loss Developing a personal action plan Identifying and recognizing skills Developing your skills passport and resume Supporting career search and job interview coaching

16 Module 3: The Transition Committee The third module provides a road map for a new Transition Committee. It helps them get organized and explains the roles and responsibilities of committee members. The module includes useful resources such as: Tools for the Transition Committee Information on how to create a communications plan, a financial plan and a service plan Information on how to schedule the transition project

17 Module 4: The Action Centre Team The fourth module will be useful to transition committee members and Action Centre staff. It discusses: The transition services that a committee should consider offering workers: Job placements Career counselling Career refocus programs Wage / training subsidy programs Resume writing workshops Links to job boards Host Job Fairs in the Community or Virtual Job Fairs Information on how to promote an Action Centre

18 Module 5: Transition Resources The fifth module provides a wealth of material to help Transition Committees. It includes information on: National/Provincial/Regional training programs and college and university training Job-search techniques and other information useful to committees and workers

19 A Process for Responsible Mine Closure using the CMCP and the Workforce Transition Kit

20 Case Studies: CMCP and Mine Closure

21 Xstrata Zinc Brunswick Mine Reason To provide workers at a closing mine with nationally recognized credentials to support their transition to new employment Strategic Importance Corporate social responsibility (CSR); as part of responsible mine closure, it was important to Xstrata to ensure workers were easily employable To preserve legacy in the community by providing its workforce with the means to demonstrate the skills/experience they have earned Impact Certified 190 workers as UGM/MPO Some workers recruited by other mines and contractors; workers were able to use CMCP certification/skills Passport as proof of their skills; more efficient recruitment; saving time and training

22 Xstrata Zinc Brunswick Mine I have always been proud to be a miner. I ll say to the person who claims that I m not competent that it s not true because in my occupation it takes skills and aptitudes to be able to come to work in the morning and come out at night exactly the same way you were in the morning. I also have in my wallet a card and a Skills Passport that can prove it. Euclide Haché, Certified Level 2 underground miner

23 Agrium Inc. s Kapuskasing Mine Reason To showcase employees many years of training and experience and the competencies they acquired Strategic Importance Prospective employers were able to assess departing employees qualifications and overall value as an applicant easily Certifying operators helped support and smooth the transition of the Kapuskasing workforce Impact Over 85% of the employees had secured work for after closure even before their jobs were completed at Agrium.

24 Agrium Inc. s Kapuskasing mine All of our leaders, from site manager to front line supervisors had employee transitions as a main priority. We supported employees through their transition; they supported Agrium through a very successful closure. Our focus to help front line workers in this area allowed them to focus on safely operating the plant to the very end. Pierre Plamondon, Human Resource Business Analyst, Agrium

25 Northgate Minerals Kemess mine Reason To supplement the transitional support offered to workers to reward long service and help them secure employment at their current level Strategic Importance Reduced or no loss of employee engagement and productivity during closure Employees are more willing to work outside their core area during closure Impact The mine closure was de-risked as employees remained engaged throughout the process

26 Northgate Minerals Kemess mine If you treat people with respect and provide them with the tools and support to carry on, you are more likely to retain your workforce throughout a closure and offering individuals the opportunity to obtain national certification in their occupation is certainly one component of a transition plan that will make them feel valued and supported, and help keep them engaged. Linda Hodgson, HR Superintendent, Agrium

27 International Opportunities to Collaborate Work collaboratively with IGF members to pilot MiHR s Mine Workforce Transition Resource through a planned mine closure in your country. Facilitate the development / implementation / adoption of National Occupational Standards based on the Canadian experience Implement the Canadian Mining Certification Program (CMCP) or equivalent system adapted or developed in IGF member country to recognize the skills of workers.

28 Potential International Collaboration Identify IGF members who are interested in collaborating on global HR and labour market issues impacting the mining sector: Collaborate on a multi-national labour market information system to better understand and forecast the needs of the mining sector. Identifying, developing and/or adopting mining-related occupational standards. Facilitate the recognition of skills and the mobility of mine workers Standardize and elevate mine-related training to global bestpractice levels

29 Thank you. Questions? Ryan Montpellier, B,Com, MBA, PMP Executive Director MiHR Council Phone: x 23 RMontpellier@mihr.ca Web: Web: