GROWING STRONG COMMUNITIES TOGETHER

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


* 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: [email protected] | 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.



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



• 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


* 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


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


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


Gym

Walk Circuit

SOP Foundations Development

Course ID

Description (example)









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: [email protected] | 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.



SO4 Employment contract, VOC, guaranteed employment, health and well being pastoral care, asset / training centre, case management; career pathway.

TAFE • Literacy & Numeracy Program



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.


• 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.


• 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


* Tailored Program

* Holistic Support

GROWING STRONG COMMUNITIES TOGETHER

Documents

Transcript of GROWING STRONG COMMUNITIES TOGETHER