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| Human resources development |
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- Has the company offered every employee the opportunity to be functionally literate and numerate and are employees being trained?
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- Yes. The opportunity to become functionally literate and numerate is offered at all sites.
- 348 employees were trained in ABET.
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- Has the company implemented career paths for Historically Disadvantaged South African (HDSA) employees including skills development plans?
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- Yes. Workplace skills development plans were formulated and submitted to the relevant SETA in accordance with legislation.
- 549 employees benefited from skills development interventions of which 89% were HDSA’s.
- Individual development plans, linked to career paths have been formulated and are being implemented in accordance with the WSP’s.
- Succession plan for senior management is comprised of 64% EE candidates.
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- Has the company developed systems through which empowerment groups can be mentored?
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- Yes. PPC established the enterprise development unit through which empowerment groups will be developed, supported and mentored.
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- Has the company published its employment equity plan and reported on its annual progress in that plan?
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- Yes. The employment equity reports for all sites were submitted to the department of labour.
- Progress on the plan is published annually in this report and communicated to stakeholders through the EE forums in accordance with the employment equity legislation.
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- Has the company established a plan to achieve a target for HDSA participation in management of 40% within five years of implementing its plan?
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- Yes. Significant progress has been made towards the 40% in management target across the group.
- Currently at 31% from 27% in 2006 in accordance with the Mining Charter definition of management levels.
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- Has the company identified a talent pool and is it fast-tracking it?
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- Yes. One-on-one performance reviews, intellectual capital reviews and succession plan processes across all levels are used to identify talent pools for fast-tracking development and promotion.
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- Has the company established a plan to achieve the target for women participation in mining of 10% within five years and is it implementing the plan?
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- Yes. PPC has prioritised the recruitment of women to increase their participation beyond 2009.
- PPC prioritised the recruitment of women, especially black females, into management positions.
- Women participation into learnerships, bursaries and development initiatives increased significantly in line with this plan.
- Currently 14,5% women are employed across PPC.
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- Has the company subscribed to government and industry agreements to ensure non- discrimination against foreign migrant labour?
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- Yes. PPC subscribes to government and industry agreements to ensure non-discrimination against foreign migrant labour.
- No foreign migrant labour is employed at PPC.
- A non-discriminatory recruitment policy is in place and being implemented.
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| Local economic development |
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- Has the company co-operated in the formulation of integrated development plans and is the company co-operating with government in the implementation of these plans for communities where mining takes place and for major labour sending areas?
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- Yes. All social and labour plans have been aligned with the integrated development plans of local municipalities and engagement on identification of projects for implementation completed.
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- Has there been an effort on the side of the company to engage the local mine community and major labour sending area communities?
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- Yes. Arrangements are in place to engage with the development and implementation of host and labour source municipality IDP’s.
- Continual interaction and engagement takes place in established bilateral forums.
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| Housing and living conditions |
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- For company-provided housing, has the company, in consultation with stakeholders, established measures for improving the standard of housing, including the upgrading of hostels, conversions of hostels to family units and promoted home ownership options for mine employees?
- Companies will be required to indicate what they have done to improve housing and show a plan to progress the issue over time and show it is implementing the plan.
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- PPC prioritises sourcing labour from host and neighbouring communities.
- Company housing is provided at most of the remote operations.
- PPC promotes home ownership through facilitating opportunities for employees to secure housing loans where required.
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- Has the company given HDSA’s preferred supplier status?
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- Yes. PPC procurement policy gives preferred supplier status to HDSA’s.
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- Has the company identified current levels of procurement from HDSA companies in terms of capital goods, consumables and services?
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- Yes. All the PPC sites have completed Form T’s to identify current levels of procurement in their social and labour plans.
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- Has the company indicated a commitment to a progression of procurement from HDSA companies over a three to five- year time frame in terms of capital goods, consumables, and to what extent the commitment has been implemented?
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- Yes. PPC intends to increase HDSA procurement to 50% by 2014.
- Currently the procurement spend on HDSA companies is 40%.
- Total procurement spend on HDSA companies was R910 million (2006: R615 million).
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| Ownership and joint venture |
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- Has the company achieved HDSA participation in terms of ownership for equity or attributable units of production of 15% in HDSA hands within five years and 26% in 10 years?
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- No. PPC is in the process of finalising a 15% equity ownership transaction.
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- Has the mining company identified its current levels of beneficiation?
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- Guidelines for the industry in which PPC operates are still to be published. PPC beneficiates all limestone mined into cement or lime. This equates to 30 times that of the mined mineral.
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- Has the mining company established its baseline level of beneficiation and indicated the extent that this will have to grow in order to qualify for an offset?
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- PPC beneficiation has reached its limit.
- The final product is cement, which is utilised in the building and construction industry.
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- Has the company reported, on an annual basis, its progress towards achieving its commitments in its annual report?
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- Yes. Progress on the Mining Charter scorecard and the implementation of social and labour plan commitments is a permanent feature of the annual report.
- Independently verified annual reports on the implementation of social and labour plans will be submitted to the Department of Minerals and Energy in accordance with legislative requirements.
- Extensive reporting on sustainability and social performance indicators are included in the annual report.
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