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GROWING STRONG COMMUNITIES
TOGETHERSOP Overview
February 2020
Community Participation & Investment
2
Growing Strong Communities Together
2019 Community Investment
Value of Financial Community Contributions in 2019 $25,000
Number of mattresses & air conditioners delivered to
local recipients90
Community Partnerships 4
Local & Indigenous Communities
SO4 aims to deliver sustainable and long-lasting social and economic benefits to native title holders, local communities and interest holders in the regions our projects are located.
SO4 contributes to the development of vibrant communities through:
Strategic partnerships;
Community investment; and
Empowering community through opportunity.
Community InvestmentFinancial and in-kind contributions are a critical aspect of community investment and support.
Our community investments are carefully considered to ensure they create a positive impact on the communities and its members, as well as aligning with our business priorities. Partnerships
SO4 proudly partners with a range of local organisations. Our
partnerships include financial and in-kind community organisation
support through funding agreements, grants, partnerships and
sponsorship.
Community Partnership
3
Growing Strong Communities Together
1 January 2019 31 December 2019
Number of Employees 16 209
Male Employees 14 164
Female Employees 2 46
Aboriginal Employees 0 24
Full-time 13 208Part-time 2 1
Contractors/labour hire 1 104
Indigenous Engagement Strategy: Growing Strong Communities TogetherWe have an Indigenous Engagement Strategy in place that encompasses four key engagement and consultation areas:
• Educated and engaged workforce;• Empowering communities through training, employment and business development;• Responsible and sustainable cultural heritage management for future generations; and• Engaged and consulted Aboriginal community, with strategic community partnerships.• The framework formalises our core Indigenous engagement strategies and Companywide
community participation and investment strategy.
Partnerships
Ngangganawili Aboriginal Health Service
Wiluna Remote Community School Training Centre
Murlpirrmarra Connection – Supporting community and youth program
Wirrpanda
Overview
4
SO4 Community Approach
Item Purpose
1 SO4 School and Community Programs Maximise education and engagement
2 SOP Maintenance Services (Phase 1: 6 to 12mths)
Pre-employment training
Overcoming employment barriers
3 SOP Site Program(Phase 2: 6 to 12mths)
On-the-job training and development
Tailored to employment. Maximise attendance and retention.
4 Entry Level Role Retain and develop
4 Career development pathways Move from entry level & retain /develop talent
5 Leadership development Develop role models and leaders.
6 Workplace culture Workplace culture is inclusive and respectful to attract and retain talent.
Solid Opportunity Pathways
5
Training to Guaranteed Employment
Skills Assessment Workshop
Prioritise and assess:
licence, FFW, skills & experience, NT membership, barriers, case management assessment, entry pathway
assessment.
Place into appropriate stream.
SOP Phase 1: Maintenance Services
(6 - 12 months: casual contract)
Employment barriers (MDL, FFW, Police Clearance, no
employment history)
SOP Phase 2: On-Site Program
(6 - 12 months: SO4 fixed term contract)
Minimal barriers and minimal employment history
or mining experience
Meet due diligence MDL, FFW, Police Clearance
SO4 / Contractor / Station
Entry Level
(Direct Entry & SOP Entry: S04 permanent contract /
secondment to contactor)
No employment barriers, with some relevant work
experience
Up to 5 years career development into leadership
roles / qualifications
Career Development Pathway
Candidates eligible for resilience training,
Leadership, Education Assistance, Trade Up
Solid Opportunity Pathways – Program Overview & Structure
6
Tailored Training for Guaranteed Employment
Overview
The Solid Opportunity Pathway program is:
• holistic career development pathway for Aboriginal people
• focus on local Wiluna community to address employmentbarriers.
• tailored to meet the minimum entry level requirements ofidentified employment opportunities
• Potential opportunities with SO4, SO4 contract partners orthe Lake Way Station.
Targeted Entry Level Roles: (SO4, Station & Contract Partners)
• Pastoral Station and Stock management – general hand
• Camp utilities & hospitality services
• Production technicians
• Field Assistants
• Load & haul
• Landscaping, weed management, pest control
• Waste Management
• Geraldton Port and Narngulu rehandling
• Road crew.
• Small local contracts.
Program Objectives
• Achieve 25% Aboriginal Employment
• Normalise retention and absenteeism
• Remove employment barriers to maximise local
Aboriginal employment and TMPAC member
engagement with SO4 opportunities.
• Provide a career pathway to disadvantaged
community members that are seeking entry into a
mining career.
Personal and Family Support
* Family Engagement
* Pastoral Care
*Professional support
Training to guaranteed employment
*On-the-job training
*Guaranteed employment upon successful completion.
Addressing Barriers
*Driver Licence
*Fitness for work
*Numeracy & Literacy
*Work Experience
Tailored Training & Development Program
* SO4 contract
*Personal skills
Professional development & qualification
Solid Opportunity Pathways
* Tailored Development & Training
* Holistic Support
Partners and Funding Sources
NAHS FFW, ongoing AOD testing, services to address
health and well-being issues.
Wirrpanda Sourcing candidates, financially supporting
training costs, health checks, MDL, PPE, admin
trainees. Eemployment milestone payments,
contributions to employment costs, program
establishment & operational cost contribution.
Shire / Rosslyn Potential contracts – maintenance / labour.
Murlpirrmarra Personal training, family support
TAFE Certificates
Computer Training
SO4 Employment contract, VOC, pre-employment,
guaranteed employment, health and well-
being pastoral care, asset / training centre,
case management; career development.
Other Potential contracts – camp, shire
Tailored Training to Employment Program • Soft skills, such as health and well-being, financial literacy,
resiliency and leadership;• Hard skills, such as Verification of Competence assessments, and
TAFE certification;• Dedicated pastoral care;• Ongoing health and well-being support;• Licencing assistance;• Family engagement; and• Literacy and numeracy support.
Phase 1: SOP Maintenance Services (pre-employment training)
7
Overcoming employment barriers
Overview
SOP Maintenance Services is a 6 – 12 month an on-the-job structured training to
employment program aimed at preparing participants for SOP site program entry.
• holistic support and development model for participants with extensive employment
barriers (licence, literacy & numeracy, fitness-for work, family issues).
• Career pathway for Aboriginal people with limited / no work experience; and with
employment barriers preventing employment on-site.
• support local Aboriginal employees temporarily requiring locally based employment
options; and
• transition program to re-engage previously disengaged employees or former prisoners.
Participants that successfully complete SOP Maintenance Services transition into the SOP
Site Program.
Activities
A maximum of four (4) SOP participants engaged at a time through the program, with
around 12 participants per annum. We only train for guaranteed jobs so will ensure that
SOP on-site positions are quarantined for successful graduates and the training is tailored
towards the employment opportunity.
Program Objectives & Deliverables
Address employment barriers over 12 month period to successfully enter SOP Site
Program;
Provide a casual labour pool for site and community commitments;
Meet TMPAC NT Agreement community, training, employment and traineeships
commitments.
Contribute to SO4 25% Aboriginal employment target
Maximise local Wiluna employment opportunities (decrease FIFO costs).
Eligible Participants
• participants with extensive employment barriers that cannot meet due diligence requirements (licence, literacy & numeracy, fitness-for work, family issues).
• Participants with no, or limited relevant, work experience. • Focus on NT Holders & Martu People & Local Aboriginal people • Candidates able to meet due diligence requirements within 12 months.
Tailored Maintenance Services Program (tailored to SOP Site Program requirements
and target roles)
• Gardening, basic maintenance and repairs of local house stock• Horticulture / landscaping / fencing • Community contributions / events set up and assistance. • Clean-up and maintenance of SO4 properties – community offices, housing, village;• Community contributions: Bondini clean-up, NAHs clean-up and maintenance;
support (such as BBQ @ sport events); school / community busy bees
Other Potential Services – tailored towards potential employment opportunity. • Road delineation and signs• Pool maintenance• Potential small community contracts? • Establish LV maintenance and tyre repair workshop. • Set up of community garden / nursery• Assistance with orange farm• Set up a coffee shop / coffee van & small catering.
Phase 1: SOP Maintenance Services (pre-employment training)
8
ProgramSOP Maintenance Services Program Overview
Due Diligence Valid MDL
Fitness for Work and Police Clearance
Numeracy & Literacy competence.
Soft Skills Financial Management
Computer skills
Resilience and leadership.
Fit for life / health program.
Numeracy and Literacy
Mental Health First Aid
VOC Capability, skills and knowledge to work on-site
Delineators
Fuel Ups
Light mobile equipment operation
Pumps
Certificates
(tailored – WRCS
partnership)
Garden maintenance team: horticulture Cert I & ranger II,
Pastoral Station: Cert I Ranger, Cert II / III Conservation Land
Management, Animal Husbandry.
Workshop: small machinery Cert 1 & Cert II Automotive
Village: Cert in Hospitality
Introduction to computing.
First Aid
Health & Well
Being (NAHS
partnership &
internal
resources)
Daily exercise program
Pastoral Care
IHMP & Stay Strong Plan- Personal Development and Health Program
Regular reviews.
Participation in SO4 events and supporting community initiatives
Family Support / family events
SO4 Experience Establishing routine-based work practice
Provision of crib
Overview of job – establishing expectations.
SO4 systems: inductions, pre-starts,
Graduation ceremony
Mon Tues Wed Thurs Fri
7.00am Pickup Pickup Pickup Pickup
7.30am
8.00am Pre-start /
Crib
Pre-start /
Crib
Pre-start /
Crib
Pre-start /
Crib
8.30am Well-
being
Well-being Well-being Well-being
9.00am
9.30am Work /
developm
ent
Work /
development
Work /
development
Work /
development
10.00am
10.30am
11.00am
11.30am Break - 20
min
Break - 20
min
Break - 20
min
Break - 20
min
12.00pm
12.30pm
1.00pm Lunch - 45
min
Lunch - 45
min
Lunch - 45
min
Lunch - 45
min
1.30pm
2.00pm
2.30pm
3.00pm
3.30pm Drop-off Drop-off Drop-off Drop-off
Well-being
Description
SO4 Well-being coordinators
Gym
Walk Circuit
Team Activities and Family Support
Family events and Graduation
Cultural obligations & work balance
SOP Maintenance Services Development
Course ID Description (example)
Technology for living
Use construction tools and equipment
Undertake basic construction project
Carry out gas metal arc welding procedures
Perform routing manual metal arc welding
Operate basic machinery and equipment
Cut, weld and bend materials
Occupational Health & Safety
9
GROW WITH US
SALT LAKE POTASH (SO4): Solid Opportunity Pathways
Solid Opportunity Pathways (SOP): Maintenance Services
Salt Lake Potash Limited | ASX/AIM SO4 | Ground Floor, 239 Adelaide Terrace, Perth WA 6000, Australia
Tel. +61 8 6559 5800 | Fax. +61 8 6559 5820 | Email: info@saltlakepotash.com.au | ABN 98 117 085 748
SOP Maintenance Services
1. Overview
SOP Maintenance Services is a 6 – 12 month an on-the-job
structured training to employment program, with a holistic
support and development model for:
• participants with extensive employment barriers
(licence, literacy & numeracy, fitness-for work,
family issues).
• Program to support local employees temporarily
requiring locally based employment.
• Program to re-engage previously disengaged
employees.
• ‘Gap year’ high school graduates
• Newly released prisoners.
• Focus on NT Holders & Martu People
Candidates that successfully complete Foundations transition
into the SOP Site Program.
2. Program Objectives and Deliverables
The Objectives of SOP is to:
• Address participant employment barriers to prepare job-
ready SOP candidates within 12 months;
• Create a casual labour pool for site requirements;
• Meet our TMPAC NT Agreement community, training,
employment and traineeships commitments.
• Achieve our 25% Aboriginal employment target.
3. Participants
SOP Foundations is targeted at:
• NT Holders
• Martu People
• Other Local Aboriginal People
• Non -Indigenous?
Ineligible participants include participants that:
• are ineligible to ever work on a SO4 site; and
• do not want to work with the mining industry.
4. SOP Foundations: Scope of Works – supporting training, employment and community contributions.
Maintenance Services
• Gardening, basic maintenance and repairs of local
house stock
• Horticulture / landscaping / fencing
• Community contributions / events set up and assistance.
• Clean-up and maintenance of SO4 properties –
community offices, housing, village;
• Community contributions: Bondini clean-up, NAHs
clean-up and maintenance; support (such as BBQ @
sport events); school / community busy bees
Other Potential Services
• Road delineation and signs
• Pool maintenance
• Potential small community contracts?
• Establish LV maintenance and tyre repair workshop.
• Set up of community garden / nursery
• Assistance with orange farm
• Set up a coffee shop / coffee van & small catering.
5. Partners and Funding Sources
NAHS FFW, AOD testing, addressing health and well-being issues.
Wirrpanda Sourcing candidates, financially supporting training costs, health checks, MDL, PPE, admin trainees. employment milestone payments, contributions to employment costs, program establishment & operational cost contribution.
Shire / Rosslyn Potential contracts – maintenance / labour.
Murlpirrmarra Personal training, family support
TAFE • Garden maintenance team: horticulture Cert I & ranger II,
• Workshop: small machinery Cert 1 & Cert II Automotive
• Literacy & Numeracy Program
• Cert II: Hospitality (village)
• Introduction to computing.
•
SO4 Employment contract, VOC, pre-employment, guaranteed employment, health and well-being pastoral care, asset / training centre, case management; career development.
Other Potential contracts – camp, shire
2
SOP Maintenance Services Program Overview
Due Diligence Requirements
• Valid MDL
• Fitness for Work
• Numeracy & Literacy competence.
Soft Skills • Financial Management
• Computer skills
• Resilience and leadership.
• Fit for life / health program.
• Numeracy and Literacy
• Mental Health First Aid
VOC • Capability, skills and knowledge to work on-site
• Delineators
• Fuel Ups
• Light mobile equipment operation
• Pumps
Certificates • Garden maintenance team: horticulture Cert I & ranger II,
• Workshop: small machinery Cert 1 & Cert II Automotive
• Literacy & Numeracy Program
• Cert II: Hospitality (village)
• Introduction to computing.
• First Aid
Health & Well Being
• Daily exercise program
• Pastoral Care
• Personal Development and Health Program addressing barriers.
• Regular reviews.
• Participation in SO4 events and supporting community initiatives.
• FFW assessment (regular if required)
• Regular BBQ / team building
• Family Support / family events
SO4 Experience
• Establishing routine-based work practice
• Inductions
• Pre-Starts
• Provision of crib
• Overview of job – establishing expectations.
• SO4 systems
• Graduation ceremony
Framework
Personal and Family
Support
* Family Engagement
*School Programs
*Community engagement
*Regular consutation
SOP Site Program entry for successful
candidate
Addressing Barriers
*MDL
*FFW
*L & N
*Experience
Tailored Training & Development
Program
* Qualification
*Soft skills to maximise retention
*Support, leadership and workplace culture
Solid Opportunity Pathways
* Tailored Program
* Holistic Support
3
SOP Program Services: Program Overview
Mon Tues Wed Thurs Fri
Well-being
7.00am Pickup Pickup Pickup Pickup
Description
7.30am
SO4 Well-being coordinators
8.00am Pre-start / Crib
Pre-start / Crib
Pre-start / Crib
Pre-start / Crib
Gym
8.30am Well-being Well-being Well-being Well-being
Walk Circuit
9.00am
9.30am Work / development
Work / development
Work / development
Work / development
10.00am
10.30am
11.00am
11.30am Break - 20 min
Break - 20 min
Break - 20 min
Break - 20 min
SOP Foundations Development
12.00pm
Course ID Description (example)
12.30pm
Technology for living
1.00pm Lunch - 45 min
Lunch - 45 min
Lunch - 45 min
Lunch - 45 min
Use construction tools and equipment
1.30pm
Undertake basic construction project
2.00pm
Carry out gas metal arc welding procedures
2.30pm
Perform routing manual metal arc welding
3.00pm
Operate basic machinery and equipment
3.30pm Drop-off Drop-off Drop-off Drop-off
Cut, weld and bend materials
Occupational Health & Safety
Well-being
Description
SO4 Well-being coordinators
Gym
Walk Circuit
SOP Foundations Development
Course ID
Description (example)
Technology for living
Use construction tools and equipment
Undertake basic construction project
Carry out gas metal arc welding procedures
Perform routing manual metal arc welding
Operate basic machinery and equipment
Cut, weld and bend materials
Occupational Health & Safety
SALT LAKE POTASH (SO4): Solid Opportunity Pathways
Site Program
December 2019
Salt Lake Potash Limited | ASX/AIM SO4 | Ground Floor, 239 Adelaide Terrace, Perth WA 6000, Australia
Tel. +61 8 6559 5800 | Fax. +61 8 6559 5820 | Email: info@saltlakepotash.com.au | ABN 98 117 085 748
SOP Site Program
1. Overview
SOP Site Program is a 6 – 12 month an on-the-job structured
training and employment program, with a holistic support and
development model that:
• Continues to support participants to manage
employment barriers (MDL, L&N, FFW) for
Aboriginal candidates from disadvantaged
background (generational unemployment).
• Newly released prisoners.
• Focus on NT Holders & local Aboriginal people
Candidates are sourced from local community members that
meet SO4 Due Diligence employment requirements; and
those participants that successfully complete SOP
Foundations.
2. Program Objectives and Deliverables
The Objectives of SOP Site Program is to:
• Build on the SOP TMP graduates job-ready skills.
• Provide candidates with the skill & knowledge to:
o Establish a long-term career path with SO4
o Minimize unplanned leave and maximise retention
o Proactively address barriers affecting performance
& retention.
o Build resilience.
• Meet our TMPAC NT Agreement training, employment
and traineeships commitments.
• Achieve our 25% Aboriginal employment target
The deliverables of the SOP Site Program include:
• 6 – 12 month contract embedded into a team
• Access to machines & VOC
• Rotation through operational areas.
• Supervisors / Leaders that confidently set expectations
and communicate / lead effectively.
• Supportive and inclusive workplace environment &
policy
• Opportunity to include soft-skills training.
• Guaranteed FTE once training is completed.
SOP / Community Management Provides
• Training and development plan – include soft skills
• Pastoral care
• Case management to address barriers that may arise.
• Social and professional networking opportunities to
enhance embedding participants into the workplace.
3. Participants
SOP Foundations is targeted at:
• NT Holders
• Martu People
• Other Local Aboriginal People
Ineligible participants include participants that:
• Non-indigenous participants (some soft-skills training is
funded specifically for Aboriginal people).
• Do not meet HR FFW requirements (police clearance,
FFW / medical clearance, MDL).
• are ineligible to ever work on a SO4 site; and
• do not want to work with the mining industry.
4. SOP Site: Scope of Works.
• Village maintenance, catering and cleaning,
administration, hospitality, customer service.
• Operational area rotation – large machinery.
• Mine Operations: re-fuelling, peggy / bus driver.
• Field technician and field hand.
• Environmental and Heritage management and
compliance
• In-town administration and community engagement.
5. Stakeholders
NAHS FFW, AOD testing, addressing health and well-being issues.
Wirrpanda Sourcing candidates, financially supporting training costs, health checks, MDL, PPE, admin trainees.
Shire / Rosslyn Potential contracts – maintenance / labour.
Murlpirrmarra Personal training, family support
SO4 Employment contract, VOC, guaranteed employment, health and well being pastoral care, asset / training centre, case management; career pathway.
TAFE • Literacy & Numeracy Program
• Cert II: Hospitality (village)
• Introduction to computing.
6. Recoverables
• Wirrpanda – employment payments, contributions to
employment costs.
2
SOP Site Training Program Overview
Soft Skills • Obtain professional and personal skills – computer, financial literacy, communication and conflict resolution, manage FIFO lifestyle, health and well-being, and interview skills.
• Workplace behaviour: demonstrate leadership, excellent attendance, and understand and comply with Fortescue systems, policies and procedures.
• Numeracy and Literacy
• Mental Health First Aid
VOC • Grader Cat 140M
• Mini Excavator – 2.5T
• Front End Loader – 924
• Watercart
• Telehandler – Manitou 1440
• Hiab Truck without Hiab
• Dingo Mini Loader
• Skidsteer (Bobcat)
• Financial Program
Certificates • Pre-apprenticeship
• Apprenticeship
• Traineeship
• First Aid
Health & Well Being
• Pastoral Care
• Personal Development and Health Program addressing barriers.
• Regular reviews.
• Participation in SO4 events and supporting community initiatives.
• In-town support with SOP Town Maintenance to support issues.
• Regular BBQ / team building
• Family Support / family events
SO4 Experience
• Building routine based work practice to 8:6 12 hr roster.
• Inductions
• Pre-Starts
• Provision of crib
• SO4 systems.
• Regular reviews.
• Access to cultural leave.
Framework
Personal and Family
Support
* Family Engagement
*School Programs
*Community engagement
*Regular consutation
SO4 Contract and guaranteed employment &
career pathways for successful
candidate
Addressing Barriers
*MDL
*FFW
*L & N
*Experience
Tailored Training & Development
Program
* Qualification
*VOC
*Soft skills to maximise retention
*Support, leadership and workplace culture
Solid Opportunity Pathways
* Tailored Program
* Holistic Support
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