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Education and Training

LHUPL continued its focus on training and development programmes during the reporting period. The Namibian Government has introduced a Vocational Educational & Training Levy set at 1% of a company’s total annual payroll. LHUPL invested N$439K into the training and development of its employees during the reporting period, representing 0.23% of the total annual payroll.

LHUPL also focusses on attracting graduates and trainees to develop a pool of future skilled individuals and potential leaders accessible to the Company. LHUPL offers bursary opportunities, both within the Company and external, for formal training and education opportunities coupled with internal development and mentoring. There are currently a total of 23 graduates at LHM under the bursary scheme within the disciplines of engineering, metallurgy, supply chain, human resources, finance, corporate relations and radiation management who are being transitioned into permanent roles at LHM

The long standing relationship with the Namibian Institute of Mining Technology creates an opportunity to provide the hands-on training components of the skilled trade to students, which then allows LHUPL access to skilled artisans upon completion of their studies. With the current shortage of local artisans, this relationship will play a significant and ongoing role in the ability to attract skilled individuals.

The hours of training provided to employees at LHM as per the employee category and gender is shown in Table 24.

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2015/16

2014/15

Total

(hours)

Male

(hours)

Female

(hours)

Total

(hours)

Male

(hours)

Female

(hours)

Senior Management

10

10

0

96

48

48

Management

72

48

24

72

36

36

Professional

800

578

222

72

36

36

Skilled

2,184

1,948

236

72

36

36

Unskilled

0

0

0

72

36

36

In Malawi, PAL’s relationship with the Miracle Technical School in Karonga has proved beneficial to all involved. Hospitality students gain practical hands on experience at KM within the Site Services Department in cooking, cleaning and general service. KM therefore will have access to high performing and experienced individuals after they graduate, should a vacancy arise at the mine site.

Although cost reduction is a priority at KM during care and maintenance, an effort has been made to ensure that the opportunity to develop high performing employees has been retained for ongoing study assistance programmes. A number of employees are undergoing further education relevant to their roles, with PAL paying the fees and also providing paid leave for study and examination purposes. Additionally, mentoring and one-on-one career development remains a focus and KPI for the leadership team. Cross-development opportunities are also made available where possible in order to provide exposure to other operations within the Paladin portfolio for key roles and individuals.

Performance appraisals and/or career development reviews were provided to 23 (4 Professional, 6 skilled and 13 unskilled) male Malawian employees and 1 skilled and 1 unskilled female Malawian employees at KM during the reporting period. This related to 14% of the total male and 12% of the total female employees as recorded at the end of the reporting period involved in reviews or appraisals. Training provided to employees at KM during the reporting period was not adequately captured to report accurate hours.

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