We require all mine site personnel to undergo an extensive project safety and environmental induction program.

Workers at Bisha

Workers at Bisha

We do not permit anyone to work on our property that has not graduated from the safety and environmental induction program, and verified that they meet the employment requirements of the BMSC Human Resources Plan. We also require periodic re-inductions at site to enhance safety and environmental performance and reconfirm that all personnel on site continue to meet established standards.

Our employee training program includes induction (including human rights aspects of harassment and discrimination), health and safety, leadership, process, mining and engineering, food safety and catering, and systems and software technical services. Cultural awareness training is also provided to all employees and is conducted in an inclusive format between expatriates and the local workforce. In addition, some departments sponsor a monthly team-building event that includes activities to increase knowledge of their fellow workers and enhance cooperation and teamwork amongst the diverse workforce.

We also provide human-rights orientation on the Voluntary Principles for Security and Human Rights to the BMSC Heads of Departments as well as to our local security provider, Binae. To date, this has included formal presentations and questions and answers with an international human rights lawyer. The Voluntary Principles for Security and Human Rights were incorporated into induction training for all workers in 2015. Furthermore, in November 2015, half of the Binae’s security force took formal training in the Voluntary Principles for Security and Human Rights. Training for the other half will be completed in Q2 2016.

Training and Development 2015

Training and Development 2015


employees-trainingoverlayWe encourage all national employees, both male and female to grow professionally and advance at our operations. Despite our efforts in local employment and training, we still require some expatriate specialists for specific skills that are unavailable in the local or national workforce.

To build local capacity, we have delivered technical trades and managerial/leadership training courses at our operation. The focus in 2015 was on safety given, some near miss incidents in 2014 that reinforced our need to double our efforts to maintain our exceptional record. We introduced a number of new safety courses such as Task Based Risk Assessment (TBRA), fatigue management, safety representative, fire warden, and the effective use of radio communication. These safety courses were designed to further reduce potential incidents and add to the overall safety culture at the Bisha Mine. All of these courses have both theoretical and practical training components in which the trainees are expected to perform their competency in respect to company safety protocols.

Several advances were made in 2015 to the training centre’s engineering modules. Four levels have been developed (core, basic, intermediate and advanced) to ensure students are able to progress to increasing levels of difficulty in this area.

For 2016, production training plans have been set according to evolving business needs. The ongoing challenge remains our low numbers of artisan labourers in our engineering departments. However, a new program is in place and engineering line management is playing a constructive role to work on enticing local workers to feel committed to this high maintenance profession. In the mining, drilling, and blasting section, sixty-one of the sixty-four employees have been certified in the introductory course. Further blasting and drilling courses will continue to be offered to upgrade the skill sets of local employees. Other new courses being offered in 2016 include online Edu-Mine as well as zinc commissioning training.

We continue to utilize personal development plans (PDPs) to create detailed training plans for employees that show initiative and the potential to grow. This is designed specifically for those who can replace expatriate filled positions as well as those capable of taking increased levels of responsibility organizationally. These PDPs include reporting skills, computer skills, and English writing skills. Given this is the country’s inaugural mining operation, it is important that the expectations are managed in a realistic manner that are sensitive to local capacity and job creation, as well as running a highly technical industrialized operation by qualified individuals.

Graduate Engineers in Training (GET)

BMSC has an academic partnership with the Eritrean Institute of Technology (EIT), with the aim of providing real world

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