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mining charter scorecard

The Broad-Based Socio-economic Empowerment Charter for the Mining Industry (the Mining Charter), as contemplated in Section 100 of the MPRDA, was formally published under Government Notice 1639 on 13 August 2004 in Government Gazette 26661. The group’s response to the Mining Charter, summarised below, is detailed in the Corporate Responsibility Report.

Achieved in FY2005 Targets for FY2006 Targets for FY2009

Human resource development

   
Has every employee been offered the opportunity to be functionally literate and numerate by 2005 and are employees being trained?    
6,484 employees have attended ABET courses since 2000.    
Impala Platinum:
Full and part time classes available: 21.7% of employees estimated to be functionally literate and numerate. 772 employees participated in ABET (FY2004: 571) at a cost of R6.4 million
800 employees targeted for ABET. This will bring proportion of workforce that is functionally literate and numerate to 22% at a cost of R6.4 million. 800 employees targeted for ABET per annum. This will bring proportion of workforce that is functionally literate and numerate to 26%.
Marula Platinum:
77.6% of employees estimated to be functionally literate and numerate. No ABET training in FY2005 as operations were managed by a contractor
60 employees targeted for ABET training at a cost of R600,000 240 employees to be trained.
Have career paths and skills development plans been implemented for HDSA employees?    
An integrated workplace skills development plan has been submitted to the MQA for both Impala Platinum and Marula Platinum. Impala has been accredited by the MQA as a training provider.   Implats will continue to submit comprehensive workplace skills plans in terms of the charter, social and labour plan and company needs
Expenditure on skills development training amounted to R144 million or 5% of payroll (FY2004: R130 million) Similar levels of expenditure are targeted (5% of payroll) Expenditure of 5% of payroll per annum planned for skills training of payroll and development
Generic career paths for all major disciplines are available to assist employees to follow specific careers. Succession planning and individual development plans are available for all HDSA employees identified in talent pools. 90 HDSA employees are presently busy with accelerated programmes. Implats to continue to offer accelerated training and development programmes within all major disciplines. All HDSA employees on succession plan and talent pool will have individual development plans. To continue to train and develop HDSA talent as per work place skills plan for FY2007 to FY2009.
Impala Platinum and Marula Platinum provided the following full time bursaries in core disciplines:
HDSA               37
Non-designated 16
Total                53
Will continue to provide:
53 bursaries.
75 children of employees
75 school enrichment scholarships
Will continue to provide:
53 bursaries.
75 children of employees
75 school enrichment scholarships
Scholarships to the following:
Employee children                           75
School enrichment scholarship HDSA 75
   
Da Vinci Women in Mining project:
Seven women are presently completing MSc degrees in innovation and technology. Once they have completed their degrees, they will be placed on the accelerated development programme.
Impala will continue to support accelerated training of women in mining. Impala will continue to support accelerated training of women in mining.
Has the company developed systems to mentor empowerment groups?    
Mentorship programmes have been developed and implemented
– 41 mentors appointed and trained
– 75 protégés appointed and trained
75 protégés to be mentored All employees on succession plan and HDSA talent pools to be mentored.
4 candidates from the Royal Bafokeng Nation are placed on internal experiential training/mentoring programmes. Impala will continue to give preference to candidates from the Royal Bafokeng Nation.
Impala Platinum will continue to give preference to candidates from the Royal Bafokeng Nation.
On a corporate level, mentoring is provided to NGOs, co-operatives and SMMEs. 40 NGOs to be mentored
20 co-operatives to be mentored
15 SMMEs to be mentored
60 NGOs to be mentored
30 co-operatives to be mentored
30 SMMEs to be mentored

Achieved in FY2005 Targets for FY2006 Targets for FY2009

Employment equity

   
Has the employment equity plan been published and has annual progress in meeting this plan been reported?    
Yes, Implats has submitted its employment equity plan annually to the Department of Labour since 2003. The employment equity plan is on display on all notice boards at Impala Platinum. A new plan was completed in June 2005. The new employment equity plan is to be implemented across the South Africa operations and will be displayed on notice boards at all operations. The employment equity plan will be continually revised and updated to ensure it is in line with existing legislation
To accelerate employment equity, transformation steering committees have been set up at all operations. These committees were established in consultation with employee representatives and are responsible for ensuring employment equity progress.    
Has a plan been established to achieve HDSA participation in management of 40% within five years and is the plan being implemented?    
Yes, a plan has been developed to achieve this target by 2007.    
Current breakdown of management:
Non-white (male and female)            19%
Male (non-white)                              16%
Female (all)                                     15%
Females (white)                               12%
Total HDSA (including white females) 31%
Achieve 30% HDSA management in next year (42%, including white women) Management targets:
Non-white (male and
female) 40%
Male (non-white) 34%
Female (all) 18%
Females (white) 12%
Total HDSA (incl
white women) 52%
This can be broken down as follows (including white women):
28% Rustenburg
13% Marula Platinum
45% Refineries
45% Corporate office
Broken down as follows:
40% Rustenburg
30% Marula Platinum
48% Refineries
55% Corporate office
Broken down as follows:
52% Rustenburg
43% Marula Platinum
50% Refineries
62% Corporate office
Has the company identified a pool of talent and is this being fast-tracked?    
Impala Platinum has a succession and talent pool system in place which includes HDSA employees. The following HDSA employees are presently on accelerated training programmes:

Learner official mining         27
Learner official metallurgy     3
Mine overseer development 11
Junior engineer                    5
Blasting certificates             44

Impala Platinum will continue with accelerated training programmes for 90 HDSA employees in mining, metallurgy, mine overseer, junior engineer and blasting certificate training and development. A development plan is being implemented. Impala and Marula Platinum will continue with accelerated training programmes for HDSA in mining, metallurgy, mine overseer, junior engineer and blasting certificate training and development. The need will be determined from production, succession planning and talent pool requirements.
Has a plan been devised to achieve participation by women of 10% by 2009 and is this plan being implemented?    
Currently 3.5% of employees are women and 15% of managers are women. A plan has been developed to achieve this target by 2007. A plan has been developed to achieve this target by 2007.
Management targets:
Non-white (male
and female) 40%
Male (non-white) 35%
Female (all) 19%
Females (white) 10%
Total HDSA (incl
white women) 46%

Achieved in FY2005 Targets for FY2006 Targets for FY2009

Migrant and foreign labour

   
Has the company subscribed to government and industry agreements to ensure non-discrimination against foreign migrant labour?    
Yes, the company subscribes to such agreements. It also subscribes to the ILO conventions which accord foreign and migrant workers equality before the law. Implats’ policy is to reduce the number of migrant workers by focussing on local recruitment, i.e. employees living within a radius of 60 kilometres of operations. Group policy is not to discriminate against foreign/migrant labour but to recruit locally where possible. Increase proportion of local labour making up workforce.

Mine community and development

   
Has the company co-operated in the formulation of integrated development plans (IDPs) and is it co-operating with government in implementing these plans in communities where mining takes place and in labour sending areas    
Both Impala Platinum and Marula Platinum work in close co-operation with public and private sector stakeholders. Since 2003, all major projects implemented by these operations have been incorporated in local government IDPs. Close co-operation is maintained with the relevant authorities in implementing development plans. First projects to be implemented once stakeholder participation process has been completed.  
Impala Platinum has identified projects in the Taung and Eastern Cape areas, and Marula Platinum in the Burgersfort/Steelpoort area. Approximately R10 million was expended in FY2005 on poverty alleviation, education and healthcare projects. Education: Amount allocated to education projects to increase to R7.2 million in FY2006.

Healthcare: R2.6 million has been budgeted for healthcare projects planned for FY2006
Education: A budget of R8.5 million

Healthcare: The target is to develop the capacity of these programmes to conduct 60,000 home-based care visits annually by FY2009
Enterprise development: In April 2005, Implats introduced a system of rating suppliers according to both Mining Charter requirements as well as those proposed by the Department of Trade and Industry’s (DTI) new Code of Good Practice. Enterprise development: A baseline will be determined during FY2006 and targets will be revised for FY2009. Enterprise development: Targets to be revised
Community structures were formed in the vicinity of all Impala Platinum’s operations Rustenburg, Refineries and Marula Platinum during FY2005 to facilitate stakeholder involvement. Efforts were made to engage with local communities in labour-sending areas as well. To continue process of engaging selected stakeholders and learning from each other, R1.2 million has been allocated to develop, maintain and improve stakeholder engagement. R2 million has to be allocated in FY2009 to maintain the stakeholder engagement level agreed.
Has the company engaged with local mining communities and those in labour-sending areas?    
Community structures to facilitate stakeholder involvement were formed in the vicinity of all the South African operations during FY2005. Effort was made to engage with local communities in labour-sending areas as well. To continue process of engaging selected stakeholders and learning from each other, R1.2 million has been allocated to develop, maintain and improve stakeholder engagement in FY2006.  

Achieved in FY2005 Targets for FY2006 Targets for FY2009

Housing and living conditions

   
For company provided housing, has the mine in consultation with stakeholders established measures for improving housing, including the upgrading of hostels, conversion of hostels to family units and promotion of home ownership options for mine employees?    
An accommodation policy has been implemented and a draft accommodation strategy has been submitted to line management for comment. A new home ownership scheme is being investigated which is affordable to both the company and the employees. The aim is to increase the number of home owners by 10%.
Impala Platinum has two housing schemes:
  • A subsidised scheme which will run for five years only.
  • A collateral scheme in terms of which 1,510 people have become home-owners.
Capital expenditure of R15 million budgeted for FY2004 – FY2006 for housing upgrades, R7.5 million spent to date on upgrade of 97 houses.
Another 103 houses to be upgraded. The number of hostel residents is to be reduced to 9,000. Hostel residents will be encouraged to stay with their families and will be assisted with the housing option. 200 homes in total will be upgraded. Application for upgrading of company houses approved and upgrading to continue. Hostel residents to be reduced to 7,953.
Currently, three hostels are in use. The number of hostel residents has declined from 9,941 to 9,600. There has been a decline in room density. Discussions with the Housing Forum on hostel matters will continue. Once all stakeholders have reached agreement in terms of hostel conversion, plans will be submitted to management. Plans to be implemented, a hostel conversion, (i.e. lower room density, family units or using vacant hostels) for the benefit of the community.
Have measures been established to improve the nutrition of mine employees? What has been done to improve nutrition? Show plan to progress this overtime and demonstrate that plan is being implemented.    
At Impala Platinum, the nutritional value of the meals served to hostel residents was evaluated and a more nutritious, balanced menu implemented in September 2004. A new menu which increased the kilojoules provided daily from 14,500 to 17,500 was implemented on 1 December 2004. The cost of this increase is R4 million annually. A dietician has been appointed to monitor the nutritional quality of meals served and to undertake annual evaluations of the menu. The dietician’s report and recommendations will be discussed with hostel structures. Ongoing annual reports from dietician to be submitted with recommendations.

Procurement

   
Have current levels of procurement from HDSA companies in terms of capital goods, consumables and services been identified?    
Implats has developed a procurement policy to identify and develop accredited HDSA suppliers and to facilitate the company’s spend with such suppliers. Of total spend of R3.9 billion at the South African operations in FY2005, R1,159 billion was spent with HDSA suppliers (FY2004: R500 million). A baseline will be determined during FY2006 and targets will be revised by FY2009 according to the criteria required by the draft Code of Good Practice. A target of 30% of total procurement through HDSA companies has been set for FY2009 according to the criteria set out in the Mining Charter.
Current estimates are:
Capital goods   9.3%
Consumables 14.4%
Services          5.7%
                     29.4%
   
Has commitment been made to a progression of procurement from HDSA companies over a three five year time frame in terms of capital goods, consumables and services, and to what extent has this been implemented?    
Yes, such commitment has been made. In April 2005, Implats introduced a system of rating suppliers according to both Mining Charter requirements as well as those proposed by the Department of Trade and Industry’s (DTI) Code of Good Practice.    

Achieved in FY2005 Targets for FY2006 Targets for FY2009

Ownership and joint ventures

   
What is being done to ensure the company achieves 15% HDSA participation in terms of ownership of equity or attributable units of production by 2009 and 26% by 2014?    
By Implats’ own calculation – which is subject to verification and interpretation by the DME – the group’s current HDSA holding is in the region of 9%. This is made up as follows:
RBN                                    1.5%
Credits from sale of Lonplats 7.5%
Marula Platinum                     20% set aside for BEE stake
  Implats is committed to achieving 15% HDSA ownership by 2009 and 26% by 2014.

Beneficiation

   
Has the current level of beneficiation been identified?    
Platinum is supplied/exported largely in the form of bars to jewellery manufacturers and as a powder to automotive manufacturers, a significant proportion of which is supplied locally to one of the largest manufacturers of autocatalysts. Targets for growth are entirely dependent on the maintenance of the MIDP scheme.  
In 2004, the first platinum jewellery beneficiation project, Silplat (Pty) Ltd, in the country was set up. In addition to its equity interest of 17.5% in Silplats, Implats also participates by way of a platinum loan. Target beneficiation for 2006 is 400 kilograms. Together beneficiation growth for the period up to 2009 is as follows:
2007 – 500 kilograms
2008 – 600 kilograms
2009 – 700 kilograms
In excess of US$100 million of nickel has been sent to local fabricators for beneficiation to stainless steel alloys and castings. Growth from this sector can only be achieved through additional processing of tolled material. US$150 million
As the Benefaction Act has not yet been promulgated, Implats has appointed a representative to assist the Department of Minerals and Energy to determine the criteria to qualify for an offset.    
Has the baseline level of beneficiation been identified and has the company noted the extent by which this will have to increase to qualify for an off-set?    
As the Beneficiation Act has not yet been promulgated, Implats has appointed a representative to assist the Department of Minerals and Energy to determine the criteria to qualify for an off-set.    

Reporting

   
Does the company report annually on progress made in meeting its commitments?    
Yes it does. Since reporting on it for the first time in 2003, Implats has reported annually, both in its annual report and its corporate responsibility report, on progress made in terms of the guidelines set out by the Mining Charter Scorecard.    
 
Impala Platinum Holdings Limited
Annual Report 2005