Job Title: DRILL TRAINER
Reports To: PRODUCTION MANAGER/MINING  MANAGER

Department: Mining
Location: Africa
Job Type: Full-time

PURPOSE / OBJECTIVE

Reporting to the Production Manager,

The Drilling Trainer will be responsible for delivering training courses across the organization by designing, developing, and delivering courses and programs in accordance with DTP training, policies, and procedures.

POSITION EXPECTATIONS

• Operating competency on drill machines, specifically Sandvick Top Hammer drill machines
• Providing operators with knowledge, tools, techniques required for safe and efficient operating.
• Experience of training course design and development processes.
• Complying with company safety and environmental regulations.
• Implementing a development program for junior and senior local staff which will include direct training and coaching of the team to transfer best methodologies and skills.
• Active participation in eliminating repetitive failures.
• Supporting other trainers.
• Leadership, mentoring and management experience.
• Good computer skills using Word/Excel and Power point.

DEPARTMENT KEY RESPONSABILITIES

• Maintaining safety and delivering effective theoretical and practical training.
• Defining the drill operator’s responsibility regarding observing site procedures.
• Effective organization utilizing the necessary resources.
• Adaptability with a proven ability to work as part of a small team and independently.
• Always ensuring activities are controlled.
• Reporting on progress and difficulties.
• Continuous improvement of our activities (services, or production)
• Updating of department database

POSITION PERFORMANCE MEASUREMENT

• Safety statistics - QHSE
• Drill rig productivity.
• Drill rig utilization.
• Drill rig fuel consumption.
• Drill tool life.
• Equipment damage.

Functional/Technical Duties and Responsibilities

The duties and responsibilities listed below are representative of the nature and level of work assigned and not necessarily all inclusive.

DRILL TRAINER ’s Key Responsibilities include but are not limited to:

Leadership & People Management :

• Create an empowered, productive and motivated team culture that delivers outstanding performance in all aspects to achieve a successful business performance.
• Co-ordinate staff to work safely, productively, efficiently, and effectively as an integrated team.
• Lead, demonstrate and educate the employees to embrace a work environment free from discrimination, where everyone is included and treated with respect.
• Provide leadership to employees through proactive management of industrial relations issues.
• Ensure positive behaviours and consistent to enhance TEAM SPIRIT.
• Co-ordinate Union /workforce negotiations
• Oversee the development of staff by ensuring employment and training opportunities reflect company and staff needs.
• Identify and procure competent staff as required by Business Plan or Succession Plan (SC).
• Participate and provide Strategic guidelines to Production Manager and personnel reporting to this position

HSE&Q:

• Responsible for the health and safety of employees and self through education, training and demonstration of the right behaviours.
• Ensure safe and efficient operation of the business through proactive management of the employees, procedures and processes.
• Ensure the company’s   HSE&Q standards are incorporated into the workplace.
• Comply with all applicable health, safety and environmental laws, regulations and statutory obligations always
• Report on problems or areas for improvement

Operational :

• Attend all required meetings
• Provide necessary instructions and guidance to his team
• Control the daily data and achievements
• Review of weekly/monthly reports

Ethics :

• Comply with all applicable laws, regulations, statutory obligations, and the company’s policy
• Always act honestly and with integrity
• Respect the values and diversity of others
• Accept responsibility and be accountable for actions
• Avoid situations resulting in a conflict of interest, bribery, or the use of inducements to secure business

KEY PERFORMANCE INDICATORS

To be confirmed in conjunction with the right candidate. 

These KPI’s will mainly concern the review and implementation of the company’s Operations and processes and systems and the implementation of the company’s overall strategic plan.

People Management & Leadership

• Feedback from Management
• Team building sessions conducted. Actions addressed.
• Position Descriptions developed for each staff member
• Training & Development plans implemented to ensure the needs of the employees are met.
• Department Absenteeism - 0%
• Turnover - 0%
• Employees educated in workplace safety and performance as well as all understanding of policy/procedures and demonstrate the right behaviors.
• Demonstrate behaviors that enforce the company’s policy and improve the environment.
• Lead by example.
• Feedback from managers/supervisors and peers.
• Nil industrial disputes.
• Union agreement implemented
• Performance management process implemented
• Staff career plans developed
• Business Plan turnover targets achieved
• Staff skill profile supports Business Plan
• Staff (and workforce) skill development plan identified and implemented through Training & Succession plans (SC)
• Turnover of staff (and workforce)
• Training required by new staff
• Performance of identified staff
• Provision of Strategic plans and reviews

Operational

• Feedback to Projduction Manager and company’s Management daily, weekly, and quarterly during work execution
• Provision of final monthly report
• Productivity to be achieved as set out in the Business Plan
• Hours of Equipment within Budget
• No excess costs from Business Plan
• Detailed Performance Indicators are and need to be agreed annually, however these include but not limited to:

1.        Dept LTI FR <1

2.        Dept Property Damages <5 per month

3.        Dept Internal Inspections Rate >90% of completion

4.        Pre-work Risk Assessment (for non-routine tasks) > 90% of completion

5.        Attendance to Monthly Safety Meeting: 100%

Ethics

• Compliance with all laws, regulations, and statutory obligations
• Feedback

Client relations

• Client needs being raised informally rather than formally
• Repeat business
• Settlement where possible at Superintendent level and in any case no recourse to lawyers

CONSTRAINTS, FRAMEWORKS & BOUNDARIES

The PRODUCTION MANAGER must:

• Perform activities according to the company’s standards within the constraints of the respective country’s laws and regulations.
• Ensure all procedures are adhered to and that activities comply with all relevant government statutory Acts and Regulations.
• Ensure compliance to the HSEQ standards and requirements.
• Follow expenditure approval matrix for all operating and capital expenditure.
• Ensure all activities remain within budget and that exceptions are highlighted and discussed.

CHALLENGES

The clients objectives may not necessarily align with the company’s objectives and understanding and motivation of both sets of goals and outcomes need to be clearly understood and motivated.

WORKING CONDITIONS/ENVIRONMENT

• Roster: 8 weeks on, 3 weeks off
• Hours:  As required to perform duties to a high level of proficiency.
• Location :  DRC

WORKING RELATIONSHIPS

• Project Manager
• Production Manager,
• All Heads of Department

SKILLS, KNOWLEDGE & EXPERIENCE

Education/ Qualifications, Tickets, Licenses:

• High School Diploma
• Relevant Mining or Quarry Managers certification.

Skills:

• Essential :

5 years as a trainer experienced on Sandvick Pantera DP1600i top hammer drill rigs and Epiroc D60 and D65 DTH rigs.

• Desirable:

10 years’ experience on the machine

Other requirements of the Position:

• Essential :

Multiskilled on drill machines

Sandvick & Epiroc Drill Machines

Work Environnent :

• Essential :

• Operation running 24/7
• Working Long hours
• Remote Sites

• Desirable :

Business Focus

ADDITIONAL INFORMATION (OPTIONAL):

(Include information about things such as travel expectations, working to tight and inflexible deadlines during key periods)

The position may be required to relocate to other sites at short notice

OPPORTUNITIES:

(Include differentiators of this role and potential future roles it may lead to.  For example – will this person be expected to back fill for the manager when they are on leave?) 

The position may be required to relocate to other sites at short notice

• The role will be expected to fill in for the Project manager at certain times.

There may be a requirement to fill in at other sites or at head office as required.