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Minerals Council of Australia NT Division : Minerals Council Aust NT Div 2012
10 Minerals Council of Australia Training and Education Report Chris Natt Training and Employment Coordinator Minerals Council of Australia - NT Following on from the success of the Indigenous Pre Employment Pilot Program run in 2010, a second program was run for the industry in 2011. To ensure ongoing high levels of employment were achieved, the program was structured in much the same format, but subtle changes were made to address some of the lessons learnt from the 2010 pilot program. All participants involved in this program were employed trainees of mining companies. Having trainees employed ensured: 1. The participants had a regular income through the program. 2. Trainees had a sense of belonging and purpose because they knew if they performed well, a full time position was on offer at the completion of the course, and 3. Being employed acted as a commitment to the company employing them ensuring that all program codes of conduct and procedures were complied with. One of the most critical lessons from the program was that trainees need to be thoroughly screened before being accepted into the program. Selection processes must be improved to ensure greater success and increased retention. In future programs, MCA-NT will offer to assist companies in this process given some of the resources at our disposal. Training programs such as our Indigenous Pre Employment Program (IPEP) are an ideal vehicle to assist Indigenous Australians obtain full time work, but they cannot be expected to achieve their required results if the candidates have issues which should be addressed prior to their enrolment. Issues include low literacy and numeracy levels, drug and alcohol acceptance and in some cases, behavioural issues. Participants need to be assessed well in advance of the training program. The IPEP program is designed to: › Assist trainees to understand the minimum commitments required as part of their employment, › Provide guidance on how to adjust their lives to cope with these commitments, › Provide some skills to support their working environment, and › Enhance their literacy and numeracy levels to help them cope with the requirements of company policies. The 2011 program unfortunately had some participants who were not screened as well as we would have expected, which ultimately provided some impost on the running of the program at times. In all cases, the issues were resolved amicably, but the time and effort consumed by managers, mentors, and staff addressing the issues, was imposing and also quite upsetting to fellow trainees. However, all said and done, we managed, and managed well, thanks to the dedication of the Batchelor staff, the Program Indigenous Pre-Employment Program 2011
Minerals Council NT 2013